SUBMITTED BY: - SUBMITTED TO:-

MOHIT KUMAR SINGH Mr. VANEET SIR

ROLL NO. :-A03

I.D. NO.:- 10902427

SECTION: - S1907

MOTIVATION: - Motivation is the important thing in the organization to

motivate the employees from different. Motivation and rewarding employees is
the one of the most important, and one of the most challenging, activities that
manager do. Motivation is thing to understand that what motives each
employee personally may have little or no effect on other.

WHAT IS MOTIVATION : - This gives us a greater sense of control. When

explaining behaviour, it can affect the standing of people within a group.
Motivation refers to the process by which a person’s effort or energized
directed and sustained toward attending the goal. In the simple language
motivation involves any effort extend toward the goal. Three key elements are
important to definition.

(A):-Energy

(B):-Direction

(C) Perception

Energy: - The energy element is a measure of intensity or drive. Energy is the

important thing for work. A motivation person puts forth effort and work hard.

Direction: - From the key of motivation very important key is the direction.
If a employee has directed in a right way then he try to puts effort very well in
the organization. Employees are like to attend the goal.

Perception:-

What are skill used in the organization :- Skills are important to a

manager for motivate the employees. Skills or competencies they need to achieve
the goal. According to Robert Katz there are three types of management skill.
(1):- Technical skill

(2):- Human skill

(3):- Conceptual skill

Technical Skill : -
Technical skill is used by the senior employees. Technical
skill encompasses the ability to apply specialized knowledge or expexpertise.

Human Skill : - Human skill is used for motivation to the employees. Human
skills the ability to work with understands and motivate to other people. Human
skill understands very well in the organization.

Conceptual Skill: - The mental ability to analyze and diagnose complex

situation. These task required conceptual skill. This skill is used in decision
making, for instance, requires managers to identify problems.

Abraham Maslow’s “Need Hierarchy Theory”:- Maslow saw human

needs in the form of a hierarchy, ascending from the lowest to the highest, and
he concluded that when one set of needs is satisfied, this kind of need ceases to
be a motivator. One of the most widely mentioned theories of motivation is the
hierarchy of needs theory put forth by psychologist Abraham Maslow. The best
– known theory of motivation is probably Abraham Maslow’s Hierarchy of
Needs Theory.

(a):- Physiological needs

(b):- Safety needs

(c):- Social needs

(d):- Esteem needs

(e):- Self – actualization needs

Physiological Needs : -These are important needs for sustaining the human
life. Food, water, warmth, shelter, sleep, medicine and education are the basic
physiological needs which fall in the primary list of need satisfaction. Maslow
was of an opinion that until these needs were satisfied to a degree to maintain
life, no other motivating factors can work.
Safety Needs : -
A person needs for security protection from physical and emotion harm. These
are the needs to be free of physical danger and of the fear of losing a job,
property, food or shelter. It also includes protection against any emotional
harm.

Social Needs: - A person needs for affection, belongingness, acceptance, and

friendship. People are social beings, they need to belong and be accepted by
others. People try to satisfy their need for affection, acceptance and friendship.

Esteem Needs: - According to Maslow, once people begin to satisfy their

need to belong, they tend to want to be held in esteem both by themselves and
by others. A person needs for internal factor such as self – respect, autonomy,
and achievement, and external factor such as status, recognition, and
attention. This kind of need produces such satisfaction as power, prestige
status and self-confidence. It includes both internal esteem factors like self-
respect, autonomy and achievements and external esteem factors such as
states, recognition and attention.

Need for self-actualization:- Maslow regards this as the highest need in

his hierarchy. It is the drive to become what one is capable of becoming; it
includes growth, achieving one’s potential and self-fulfilment. It is to maximize
one’s potential and to accomplish something.
Maslow’s argued that each level in the needs hierarchy must be substantially
satisfied before the next activated and that ones anteed is substantially
satisfied the need become dominant. . From the standpoint of motivation, the
theory would say that although no need is ever fully gratified, a substantially
satisfied need no longer motivates. So if you want to motivate someone, you
need to understand what level of the hierarchy that person is on and focus on
satisfying those needs or needs above that level.

Maslow’s need theory has received wide recognition, particularly among

practicing managers. This can be attributed to the theory’s intuitive logic and
ease of understanding. However, research does not validate this theory.
Maslow provided no empirical evidence and other several studies that sought
to validate the theory found no support for it.

Maslow’s separated the five needs into higher and lower levels. Physiological
and safety needs were considered lower – order needs , social, esteem and self
actualization were considered higher – order needs. The difference was that
higher – order needs satisfied internally and lower – order needs are
predominantly satisfied externally.

“Theory X and Theory Y” of Douglas McGregor:-

Douglas McGregor is best known for proposing two set of assumption about
human nature Theory X and Theory Y. McGregor, in his book “The Human side
of Enterprise” states that people inside the organization can be managed in
two ways. Theory X is a negative view of people that assumes workers have
little ambition, dislike work want to avoid responsibility and need to be closely
controlled to work effectively. Theory Y is the positive view of people and that
assumed workers can exercise self – direction, accept and actually seek out
responsibility and consider work to be nature activity.

McGregor concluded that a manager’s view of the nature of human beings is

based on a certain grouping of assumptions and that he or she tends to mole
his or her behaviour towards subordinates according to these assumptions.

Theory X:-
 Employees inherently do not like work and whenever possible, will attempt
to avoid it.

 Because employees dislike work, they have to be forced, coerced or

threatened with punishment to achieve goals.

 Employees avoid responsibilities and do not work fill formal directions

are issued.

 Most workers place a greater importance on security over all other

factors and display little ambition.

Theory Y:-
 Physical and mental effort at work is as natural as rest or play.

 People do exercise self-control and self-direction and if they are

committed to those goals.

 Average human beings are willing to take responsibility and exercise

imagination, ingenuity and creativity in solving the problems of the
organization.

 That the way the things are organized, the average human being’s
brainpower is only partly used.

Articles no.1: -

According to Shannon Clark there are different factor which motivate the
employee in any condition and the organization reach your goals. Success in
the fitness world depends on lots of different factors that are variable
depending on the individual. Everyone will have their own methods for what
keeps them focused and determined to keep working towards their goals, but
there are a few factors that are common to most people. By ensuring that you
are utilizing these concepts, you will help ensure that you will reach your
goals in a productive and pleasurable manner.
(1) Self-Efficacy: - This has been shown to be one of the most important
factors contributing to success in a workout program. Self-efficacy can be
defined as your personal belief that you are in fact capable of performing the
behaviour or achieving your goal .

For example , someone with high self-efficacy would have confidence in

themselves that they will be able to achieve goal short run period if this is what
they decide to do. A person scoring low on self-efficacy on the other hand would
not believe they were capable of doing this and therefore would most likely not
put in the effort to even try. Believing in yourself and your abilities is a huge
component in sticking with your exercise program.

(2) Family & Friend Support : - According to Clark the second point is
related to the family & friend support is very important in the motivation. There
is out word motivator. It is very important that the employees with a supportive
family and friend network, this task will be much easier.

Ex:- In the movie Rocket Singh the hero of this movie is not get good marks in
his degree so in the organization he did not gets esteem for other employees but
his family and friends motivate to the employee (hero) so in the outside
motivator is very important.

(3 ) A Positive Attitude: - The Clark says that having a positive attitude

about your workout program will go a long way to helping you stay motivated
and committed. When the employee have positive thought regarding your
needs. Then it makes it seem like less of a chore and more of enjoyable
experience to employees. If the employee remains positive attitude all time
then you always see a good result every time.
(4 ) An action plan : - According to Clark the fourth point is most
important aspect of any workout program or goal for that matter is having an
effective action plan . If a employer just take casual approach to your goal then
the employer will most likely waste a lot of time just figuring what steps to
take next. If the employer having everything outlined from the beginning you
will know
your goals
is going
very fast.

(5) Organization Skill: - In the fifth point Clark says that the
organization skill is very important because communication is joint the two
person in the time of working. Everyday life poses many, many challenges to
sticking with a workout routine, from meetings, to family emergencies, to less
than ideal weather.

6(a)Intrinsic Motivation: - Intrinsic motivation on the other hand is the

type where you are performing the action based strictly on the fact that you
love doing it and find a personal satisfaction from doing it. When personal
satisfaction involves in the job then employee is motivation himself.

6(b) Extrinsic: - Extrinsic motivation is the type where you are not really
doing an activity because you truly love it, but rather because you are being
rewarded from an external source. For example, if someone was paying you to
work out.

This type of motivation tends to decrease employee desire to perform the

action since we almost begin to view it as something that has to be done,
rather than something we are doing on our own will.
 (7)A Reward System: - According to Clark the reward is way of the
motivation if a employee take the reward his senior employee then this time
the employee was very happy he thinks that I do everything when he has take
the reward. When the organization has been presenting the reward program
then other employee also motivated. They think for further time that if he
increases our performance then next time he can make a part of the reward
program.

Article No-2

(2) According to Smith what was the process which motivate the employee and
improve the Job Satisfaction. Many employees set in this process. Smith had
written the purpose of this study was to describe the importance of certain
factors in motivating. Smith was describing ten motivation factors in his
article.

(a) Job security

(b) Sympathetic help with personal problems

(c) Personal loyalty to employees

(d) Interesting work

(e) Good working conditions

(f) Tactful discipline

(g) Good wages

(h) Promotions and growth in the organization

(i) Feeling of being in on things

(j) Full appreciation of work done.

Article no. 3

How to Improve Employee Motivation:-

According to Nicmic there are five steps to improve the employee motivation.
There are following.
This picture shown who to “Improve Employee Motivation”

According to Nicmic if employees are lacking the motivation to do their job

efficiently? With the economy in a downturn, overall morale is at an all-time
low and it's not surprising that motivation is taking a dive. As a supervisor, it
is your responsibility to help keep your employee motivation up. High
employee motivation means better work, less employee turnover, and a more
positive work environment.

Instructions

Step 1
The first step is set goals weekly, monthly, and yearly goals. Set up an inter-
office visual to track progress and spark some healthy competition between
employees. Have meetings often to discuss goal setting and progress of their
goals. Being able to cross several items off of their goal during each meeting is
mentally rewarding and will help increase motivation.

Step 2
The second step is regarding to the reward program if the top level set the
goal and employees are achieving the goal. Then the top level management
should organized reward program to employees for reaching goals. Be creative
with your reward system-- it doesn't only have to be monetary. Rewards can be
as simple as bagels in the morning, taking the team out to lunch, a VIP parking
spot, etc. Showing an employee that you appreciate gratitude can be all you
need to increase employee motivation and have them start performing better
at work.

Step 3
Commend solid work. Remember not to let any good work go unnoticed. A
simple "Great Job on that Sales Analysis Report!" while passing each other in
the hallway can go a long way. Employee's thrive on recognition and will work
harder to get that next compliment.
Step 4
According to the Nicnic fourth step is the company should take suggestion for
his employee so he also motivates this step. Nicmic called this step “Implement
an open door policy”. He said keep your office opens to employee suggestions
and concerns. Let your co-workers know that you are willing to make changes
based on their suggestions-after all they are the ones that have the hands-on
experience with how most of the work is being handled.

Step 5
According to the Nicmic create a positive work environment. A little water
cooler talk is healthy, but frowns upon excessive office gossip that can bring
down morale. If you hear someone talking bad about a co-worker or spreading
a rumour, stop them in their tracks. There's no quicker way to bring down an
office than a bad wave of office gossip.

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Article no. 4

Employee Motivation - 10 Tips to Boost Job Performance

About the Author:-

Thomas Haizlip: - Thomas Haizlip is an executive coach who works with

college educated, mid and senior level managers. Thomas was a clinical
psychologist for 16 years before he made the leap from couch to corporation.
He helps his clients master the hard work of becoming soft skills experts.
Thomas partners with clients to develop behaviours and skills that result in
increased and sustained job performance and career advancement. Thomas
works with individuals and teams to improve emotional intelligence, build
trust, engage in honest conflict, commit to goals, hold each other accountable,
and produce results.

Increase Employee Performance by Harnessing the Power of Motivation

Thomas Haizlip gives ten steps in this article which tips can improve
motivation in the employee. These tips are related to motivation and
satisfaction. These ten tips are following.

1. Interesting Work
In this point Thomas talks about employee’s happiness when they are complete
any task in the group. Motivation comes from the shear joy and pleasure of
doing a task. When you read a great book, no one has to pay for each page you
read. It is a pleasure to learn how the story unfolds and watch the plot
develop. It is the same way with employee motivation. To maximize employee
performance, find out what employees like about their jobs and then try to add
more tasks that align with their own natural interests and talents.

2. Appreciation & Recognition

Another author William James said, "The deepest desire in human nature is to
be appreciated." It does not matter how much you pay someone, everyone want
to know that their efforts are being seen and appreciated, especially by their
manage. In the organization the manager are speak thanks through the email.
According to Thomas if you really want to thank someone buy them a real
"Thank You" card and describe how their behaviour and performance has
added value to the team and organization. Make it a point to catch people
doing things right and they will inevitably do things right more often.

3. Feeling Involved In the Work Process

When people get to participate in creating a system or process, they are much
more likely to follow it than one simply imposed upon them by an outside
things can be done better, faster, and cheaper. If you want them to tell you,
then make it easy for them to offer suggestions and reward employees who
contribute ideas that add value to the bottom line.

4. Achievement
According to the Thomas awards and prizes can serve as a great motivator to
harness the power of healthy competition. It is always better to use rewards
that are meaningful and inspiring. When an employee exceeds your
expectations, then make sure you recognize their achievement. On the day
someone retires, they will pack up these awards and prizes to serve as fond
reminders of a wonderful career.

5. Job Security
In the organization every employee thinks that his job secured for long time. If
his job security is not clear then employee will not do work in the free mind. If
everybody had what it takes to be an entrepreneur, then there would be no
General Electric or Toyota and we would all be buying products from artisans
and craft workers. Many people prefer to be part of a large organization and
can be more productive when they get to focus on doing their job instead of
worrying about developing a business plan or marketing strategy. Telling
people that they are lucky to have a job creates an atmosphere of fear and
worry that decreases job performance. Instead, tell your employees that the
company is lucky to have such a skilled and committed workforce and people
will take pride in their work and their company.

6. Increased Responsibility
Some employees lack ambition and have no desire to advance on the job, but
the vast majority of workers want a chance to take on more responsibility and
add more value to the organization. Always be aware of opportunities for
training that will equip your employees with the skills and tools they will need
to advance in their career. Always try to fill open positions with internal
applicants before looking for an outside candidate. This will create a culture
of career development and preserve institutional memory and organizational
knowledge so that it can be transferred to rising employees as they advance in
their own career. In this statement has talked about the employee’s
responsibility. What responsibilities are given by the organization to the
employees?

7. Good Wages
Good wages is also part of the motivation. The first step is good wages. Every
employee should fulfil his basic need. According to Robert Bosch, founder of
the world's largest automobile parts supplier, said, "I do not pay good wages
because I have a lot of money; I have a lot of money because I pay good
wages." If organization wants motivated, high productive employees you have
to pay such people according to their ability and performance. Good employees
are motivated by more than just good wages, but never allow low wages to be
the wedge a competitor can use to steal away your best people.

8. Good Working Conditions

If organization wants to get the most out of people manager need to create an
environment that facilitates success. At the minimum, you must offer a safe,
clean, and sanitary work site. To get the most out of employees, help them take
pride in their workspace, even if it is only a cubicle or workstation. Allow
people to personalize their own work sites with photos or small trinkets so
they will feel like they have a place that belongs solely to them.

9. Being Part of a Team

The great coach, Vince Lombardi has said, "Individual commitment to a group
effort -- that is what makes a team work, a company work, a society work, a
civilization work." All social beings and all human being want to be part of a
healthy team where we can give and receive support, help, and
encouragement. Organizations can harness this natural human desire by
aligning employee efforts to achieve goals that are mutually beneficial to both
the organization and its employees.

10. Help with Personal Problems

Help with personal problem this line means if a bad boss who told their
employees to leave their problems at the door so they could focus on their job?
Unfortunately, they probably left their motivation and productivity at the door
as well. According to Thomas smart managers know that it is not their job to
be a counsellor or therapist, but it is there job to recognize when one of their
employees is having personal problems that are affecting their job
performance. They need to have open lines of honest communication so that
employees can feel encouraged to ask for help and then be directed to their
Human Resources Department or their Employee Assistance Programs.

..................................................................................

Article no.5

Why Motivating Others Doesn't Work

Craig Nathan son:- Craig Nathan son is the founder of THE BEST
MANAGER, workshops and products aimed at bringing out the best in those
who manage and lead others.Craig is a 25 year management veteran,
Executive coach, college professor, author, and workshop leader. Also, Craig
Nathan son is “THE VOCATIONAL COACH” helping people and organizations
thrive in their work and life.

Incorrect starting point

According to Craig this approach can work short term only for people who
don't like their work. But with the time these people will only demand larger
rewards to gain the same satisfaction. And for people who actually enjoy their
work, their performance and motivation will most likely decrease short and
long term since they are the ones who don't require external factors to do
what they enjoy.

The problems with motivational programs

Every person is unique and has different needs. Most motivational programs
assume that all people are motivated by the same factors. This is simply not
true. In many motivational programs there are different winners and losers. If
the organization provides the employee of the month parking spot, or the
employee of the week free lunch, these programs only offer the opportunity for
the unhappy workers. These programs are in use because they are easy to
implement, measure, and produce. The employee doesn’t take deep thought or
long directions to understand.

How not to motivate people

In order to learn more about motivation, first learn how NOT to motivate
people. Here are a few ideas. Give people work not worth doing or which does
not add value. Micromanage people by giving them less opportunity for
autonomy and decision making freedom. Make people compete against others
or standards. Use this as the sole guide for rewards and punishments.
Showcase the winners and losers to everyone else. This will for sure help to
lower morale and motivation. Focus on productivity and efficiency and not on
personal development. Ignore peoples' abilities and interests and instead like
cattle herd them ONLY to work which needs to be done in specific ways.

A better approach
It starts with the hiring process. Hire people who want to do the work you
have available. Make people development a higher priority than profit. When
people feel like their live mean something to those they work for, productivity
will soar to all time highs and of course will be followed by profit. Give people
full autonomy in their work. Let people make all decisions, work in ways which
best suit them, and encourage collaboration but not competition at work.

Enabling vs. motivating

Enabling motivation means teaching. Managers teach people how to motivate

themselves and in turn people find ways for self-reward, praise, and internal
motivation. Stop the silly Friday dress down days, employee of the month
awards, and special parties for high performance. This rarely works for
children so why assume this approach to motivate work for adults. Treat
people at work as owners and as a result people will act and make decisions
like owners.

New results for the Best Manager

It takes hard work for a person to be the BEST Manager especially when it
comes to helping others to be motivated. The step is to realize the difference
between motivating and enabling motivation. As a result people and
organizations will thrive and work better together which can only help the
bottom line.

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Article no. :-6

Employee Motivation - Does It Improve Performance,

Productivity, Keep Them Motivated And Loyal?

About the Author

Bob Uri chuck: - Bob Uri chuck is an International Speaker, Trainer and
Best-Selling Author. Learn personally from Bob in the areas of Sales,
Motivation, Leadership and Team Skills. Bob presents a series of great idea
and strategies with combination of facts, humour, and practical concept in a
high-energy and self-discovery process that you can apply right away to
achieve results.

According to the Bob employee motivation is not always the easiest of tasks,
but it does pay off for you, your customers and the employee.

He talks about the number one motivating factor when it comes to employee
motivation in the workplace. If organization wants to maintain motivated
employees, and encourage others to do better, recognizing them publicly may
save yourself the time and money of having to find and re-train new staff.

One of the best techniques to build and maintain employee motivation is to

make it a practice to have an event or period end staff meeting, followed by a
employee, & maybe spouse dinner, staff recognition awards and a closing
party. This will build and maintain employee motivation though ongoing
sincere recognition and deserving reward.

You may find it hard to believe, but recognition is the most powerful employee
motivator of all. Research has shown that there is a stronger need in society
today for recognition than there is for sex and money. Now, that says
something about employee motivation.

Organization could provide employee motivation through a bonus in the form

of money at the end of a period. Sure they'll be happy and thankful. They may
even perform better, but what are their expectations at the end of the next
period?
Money is an external employee motivator and it is never lasting. It's an
incentive that once acquired, leads to expectations for more, bigger or better.
But if you have a bad period will they care? They'll want a bonus at least equal
to what they got last year, but preferably more, not less.

A survey of thousands of workers around the world compared rankings by

supervisors and employees on employee motivating factors. The typical
supervisory group ranked the factors in the following order:

1. High wages

2. Job security

3. Promotion in the organization

4. Good working conditions

5. Interesting work

6. Personal loyalty of supervisor

7. Tactful discipline

8. Full appreciation of work done

9. Help on personal problems

10. Feeling of being in on things

However, when employees were given the same exercise and asked what affects
their morale and employee motivation the most, their answers followed this
pattern;

1. Full appreciation of work done

2. Feeling of being in on things

3. Help on personal problems

4. Job security

5. High wages

6. Interesting work

7. Promotion in the organization

8. Personal Loyalty of supervisor

9. Good working conditions

10. Tactful discipline

Article 7

5 Ways to Motivate Your Employees to Be More Productive

Mary Tucker :- This article published in New York City it is based on the
employee survey result regarding motivation in work place. According to this
survey 85% employees surveyed said that motivation had direct impact on
their job.

1. Employee training
According to Mary if organization wants that his employee works effective
idea. At first when the organization hair the employee gives some training
according to the organization culture. Offering ongoing training to your
employees is always important, but within your training schedule, think
outside the box a little and allow some time that is devoted just to employee
satisfaction.

Example: - I had read one case in this case there are two people first is
the owner of a furniture company and second is employed manager in
the company. The owner name is joy and manager name is Wolfgang.
When job hair the Wolfgang he did not gives training to Wolfgang for
this region his company declining.

2. Offer resources for work and personal life balance

Employees have two life first one personal life and second are professional life.
It is uplifting and highly motivating when an employee feels like the
organization understands that life can be challenging. Keep your eyes open for
motivational resources offering support structures that your employees can
adopt in their own lives. This could be in the form of movies, magazine
articles, website, or coaching services for individuals, departments or other
group coaching opportunities.

3. Practice information sharing: - When employees are working in the

organization them always lacking from the information. If organization
provides information to the employee then they motivate and work hard in the
organization. Sharing as much information as is appropriate, you will build a
level of trust with your employees that are motivating and build trust at the
same time.

4. Motivate for excellence

When excellence is a behaviour modelled by the leadership of an organization,
it becomes the standard of performance for employees. By coaching them to
strive for excellence in both their professional and personal lives, you will reap
more excellence in productivity. Excellence should be the expectation and it
should be rewarded. Rewarding excellence makes sense because it sends a
powerful message to the work force.

5. Understand the ROI of employee recognition

The Incentive Research Foundation has studied the link between employee
recognition and improved job performance as well as increased business value.
The study shows that recognition is highly correlated to improved employee
engagement with both the employee's work and organization. The return on
investment in employee recognition has a very short cycle, which is a huge
plus. Employee recognition begins to pay-off immediately and has an
exponential growth factor. The more employees you recognize, the more other
employees aspire to be recognized as well. The form of employee recognition
does not need to be elaborate, but it does need to be consistent and sincere.

.....................................................................................................................

Article no. 8

7 Methods of Motivating Employees to Perform at Their Best

Otto Schmidt : - Otto Schmidt, Education and Business Consultant,

speaker, author - "Accent on Essential Life Skills"

Motivation is important for all organization because of increasing global

trade and competition, instant world-wide communication, the internet and
heightened human mobility, there is very little that we don't know or can't
find out about almost any company on the planet. Here are some suggestions
that can improve overall management of employees and also increase
motivation.

1. Get rid of the "carrot and stick" approach. Rewarding good

behaviour and punishing behaviour you don't want just doesn't work well any
more. Highly experienced professionals that know exactly what they are doing
can go to other companies instantly. It may be okay for simpler and easier jobs
but not in situations where high levels of creativity and imagination are
desperately needed. Management training centres need to take a serious look
at this and replace it with something more viable.

2. Replace performance bonuses/sales commissions with

salaries and profit sharing. People feel they contribute to a community
instead of competing individually. Profit sharing can lead to increased
motivation and more effort because everybody knows they affect the overall
performance and rewards. Automatic base pay raises may not be necessary.

3. Assign jobs according to expertise. In a hierarchy of responsibility,

job titles often determine who gets what job - plum, highly creative, or
otherwise. That doesn't make sense if the person who is "supposed" to get the
job is not an expert. Reducing individual job titles and instead forming teams
that develop their own expertise and approaches increases motivation and a
sense of belonging. Management becomes decentralized but applies more
directly to the workers. Many years ago, Volvo made the only cars built by
small teams instead of on assembly lines. Imagine the teamwork needed for
that task. Look at the Toyota socio-technical system for car manufacturing.
Workers need to be valued for expertise, not position.

4. Let the team decide . This may be a little uncomfortable for some senior
people in companies but beyond setting deadlines, it might be highly
motivating to let members take command and ownership of a segment of the
operation and decide on what to do, when to do it and who will do what.

5. Provide staff development that is mainly personal skills

training. Encourage people to become experts and specialists at their jobs.
Get them to stretch into new territory. The more they know about the different
areas of a company, the more valuable they become. Get employees to learn
the details of other jobs and cross-reference and share expertise. The more
people know about their own jobs as well as others, the greater the motivation
to be more creative and imaginative. Personal skills training in creativity,
researching methods, higher-level thinking, communication, leadership, self-
awareness add value to employees and motivate them because of a sense of
empowerment. Knowledge and facts are not as valuable as they used to be.
Applying them in new and creative ways is the new need. That can only come
from skills training.

6. Arrange a workplace that strives for a common goal. Invite

people to become part of something that is bigger than the individual. There is
greater purpose in what they all do. Everybody will benefit and share in the
success. That will only happen if everybody stays focused and motivated to do
and be the best they can be.

7. Provide an environment that draws out creativity. One of the

goals of formal brainstorming techniques is to allow for diversity and breadth
of ideas and have them presented in a safe and non-judgmental environment.
When people are made to feel safe and free to think and share ideas, no matter
how bizarre in some cases, creativity will flourish. When creativity is nurtured
and accepted, motivation follows almost automatically.

....................................................................................................

Article no.9

The Effects of Compensation on Employees Work Performance

According to the Naila Iqbal what is the effect of the compensation on

employee work performance.

According to Wayne. F. Cascio "Compensation which includes direct cash

payment, indirect payments in the form of employee benefits and incentives to
motivate employees to strive for higher levels of productivity is a critical
component of the employment relationship. Compensation affected by forces as
diverse as labour market factors.

Compensation may be defined as money received for the performance of work

plus much kind of benefits and services that organizations provide their
employee.

Compensation is recompense, reward, wage or salary given by an organization

to persons or a group of persons in return to a work done, services rendered,
or a contribution made towards the accomplishment of organizational goals.

A good compensation package is a good motivator. Hence, the primary

responsibility of the HR manager is to ensure that the company's employees
are well paid.
BASIC COMPENSATION
 
WAGE: - The remuneration paid, for the service of labour in production,
periodically to an employee/worker. Wages means any economic compensation
paid by the employer under some contract to his workers for the services
rendered by them. Usually refer to the hourly rate paid to such groups as
production and maintenance employees' wages include family allowance,
relief, pay, financial support etc.

SALARY:
Salary is influenced by the size of a company by the specific industry, and in
part by the contribution of the incumbent to the process of decision-making.
Salary refers to the weekly or monthly rates paid to clerical, administrative
and professional employees. Salary is determined by mutual agreement
between the individual and the employer.

INCENTIVE:
An incentive scheme is a plan or programs to motivate industries or group
performance. An incentive program is most frequently built on monetary, but
may also include a variety of non- monetary rewards or prizes.

DETERMINATS
The effective use of incentives depends on three variables. They are:
1.  The individual.
2.  The work situation.
3.  The incentive plan.

Factors influencing compensation:

1. Organization's capacity to pay
2. Prevailing pay and benefits in the industry:
3.  Compensation in the industry and availability of special competent
personnel
4. Flexibility, i.e. kind of competencies and abilities in managers:
5. Performance/productivity/responsibilities of individual.
6. Organization philosophy such as to be leader or pay prevailing rates.
7. Qualifications and relevant experience.
8. Stability of employment and advancement opportunities.    
  ........................................................
Article no.10

Appraising Group Work Performance

Nqo vinet are gives 11 methods of performance appraisal that include:

1. Critical incident method

2. Weighted checklist
3. Paired comparison analysis
4. Graphic rating scales
5. Essay Evaluation
6. Behaviourally anchored rating scales
7. Performance ranking method
8. Management By Objectives (MBO)
9. 360 degree performance appraisal
10. Forced ranking (forced distribution)
11. BOS

And Group Work Performance is one method that is nearly same 360 appraisals.

1. Select Criteria to Evaluate

• The group effort contains some factors which can be evaluated by performance
• Select wide-range criteria when evaluating the performance
• Evaluate the criteria of which the improvement may assure the actual economic benefit.

2. Evaluate the Result

The evaluation result needs to be meaningful and accurate or, to be useful, and if
necessary, you may concern outside people for evaluation

3. Evaluate employee performance

Evaluating the whole group performance in accordance with the project goal, schedule
and financial status

• Financial status: actual cost, estimated profit?

• Schedule: achievement in accordance with the goal?
• Quality: the accuracy; customer satisfaction?
• Development: the contribution of the group; ability?

4. Leadership: - Evaluating the role of the group leaders in assisting and guiding the
group.
• Management: reach the goals as planned?
• Evaluation opinion from higher level: meet the group schedule?
• Evaluation opinion from lower level: meet the schedule set for the group?
• Opinions from group members, customers, relevant people, etc.

5. Sub-Group
Evaluating the effectiveness of each sub-group by target norm

• Targets: actual results comparing to targets?

• Quality: inside evaluation opinion?
• Customer: opinions from customers?
• Improvement: intended future result?

6. Group Member: -Evaluating member contribution in the whole group achievement.

• Efficiency comparing with the target?
• Evaluation opinion: from higher seniors, co-workers and customers.
• Self-evaluation: comparing to other co-workers.
• Other value: any other contribution? Sense of responsibility?

Article no. 11

Carl Mueller: - Carl Mueller is an Internet entrepreneur and professional

recruiter who want to help you find your dream career .

Time management at work is critical to your long-term career success. Time

management and work performance go hand in hand because time is certainly
a finite resource that we can't buy more of, as much as many of us would like
to.

Carl is gives some time management tips employees can utilize at work:

1. Stop organizing or attending meetings that serve no real

purpose.
If you have to attend the meeting, keep it on topic and ask the person calling
the meeting to put a time limit on it that everyone knows about and stick to it.
The worst thing is when you attend a meeting that serves no purpose that goes
long.

2. Stop wasting time surfing the Internet.

How did people waste time before computers? The Internet is a great resource
but it can also be a great time waster. Use the Internet for relevant work-
related purposes only.

3. Stop other people from wasting your time.

If you are a nice person and people take advantage of it by dropping work on
your desk that you shouldn't be doing, you are going to have to learn how to
say no from time to time. If people always pop into your office to talk, shut
your office door. If they don't get the hint, tell them you are busy and politely
ask them to leave. Same thing with phone calls: keep them short and to the
point whether you are making the call or receiving it.

4. Organize your phone calls and emails and how you respond to
them.
One way to get work done is to (where possible) only answer your phone and
emails at specified times rather than simply answering the phone every time it
rings and responding to an email whenever one arrives. Instead, respond to
phone and email messages at one time once you have completed your current
tasks rather than handling them each time they occur.

5. Learn to tell the difference between necessary and

unnecessary work .
Understand what work needs to be done and what can be eliminated or
delegated to someone else where applicable. Look for ways to improve the way
you complete work and try to automate or streamline work that you need to do
regularly.

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Article no.12

How Relationship Problems Affect Your Work Performance

Markus Taylor says there are some relationship problems how affect your
work performance. There are several vital signs that a relationship problem is
starting to affect the way you work:
 
1. Long hours at the Office

Many people, work are the solution to avoiding problems at home. We all have
seen or know someone who suddenly only focuses on work, and spends extra
hours at the office .
 
Many people resent this, because it shows other employees up, and perhaps
does not even prove that the person’s performance is better than anyone else's.
People work well at their own speed, a "stay on at the office" type, may not be
working as efficiently or well, despite the long hours.
 
2. Narrow-mindedness

An unhappy person may resent others happiness, especially when they are in a
relationship problem, themselves. This can lead to personal criticism and even
"moral" Judgments on others. This creates a negative atmosphere around a
person, and if these "judgments," start to be based on jealousy, rather than
beliefs, it can create pressures inside the workplace.
 
3. Mood Swings

Coming into work happy, and slowly as it the clock ticks towards the end of the
working day, moods begin to turn from happiness to depression are a classic
sign of an employee in trouble. Work is some kind of escape, but only
temporary, as the work day does eventually end.
 
4. Absenteeism

An increasing level of absenteeism is a sure sign something is very wrong. No

one is expected to have a perfect attendance record, but continued
absenteeism is one sure warning sign.
 
5. Alcohol Problems

Alcohol problems often stem from unhappiness, if someone increasingly prefers

to drink in a bar, rather than go home. This tends to be more a classic male
problem, but it leads to more problems, and can destroy careers.
 

6.  Excessive Shopping : -The Women often find shopping. Shopping doe’s
help our economies, but excessive shopping often are a sign of unhappiness,
even revenge. Self-esteem through shopping, could be another form of escaping
from a relationship problem according to author If you really are unhappy in a
relationship, the only solution is to find a way to solve the problem. Whether it
is to end a relationship, and accept the consequences or find a way to patch up
any differences between you.
  .........................................................................

CONCLUTION:- I has finished my term paper and I am get much knowledge when I am
preparing my term paper. I learn that motivation is the most important thing in the
organization .I read many article regarding my topic and see that how many way which
employee are motivated. Motivation is the motive of the top management. Motivation is
the thing which we change the behaviour of human and other animals. I am very happy
that I am learning something about motivation.

References: -

Stephen P. Robins.

www.google.com

www.wikipidia.com

www.scribd.com

www.proqust.com