PUNE DISTRICT EDUCATION ASSOCIATION

THE INSTITUTE OF TECHNOLOGY, HADAPSAR, PUNE.

A MICRO-PROJECT REPORT

COURSE NAME- Management

COURSE CODE- 22509

DEPARTMENT OF COMPUTER ENGINEERING

(2022-23)

ROLL NO NAME OF STUDENTS

7 Shreya Shinde.
8 Aniket Boke.

UNDER THE GUIDANCE OF

MRS. GADE M.A.
 PUNE DISTRICT EDUCATION ASSOCIATION

THE INSTITUTE OF TECHNOLOGY, HADAPSAR, PUNE.

PART -A
Title of Microproject: Impact of motivation on employee
*Aim of the Micro – Project

1) Study about decision making.

2) Collect relevant data from different sources.
3) Attempts alternative solution for micro project.
Details Of Activity Planned Planned Name of responsible
Save date Finish date Team member

1. We plan to form the group of 2 7/4/2022 8/4/2022 All project members

students
2. We can select the topic of micro 9/4/2022 11/04/2022 Aniket Boke.
project
3. We plan to study about 12/04/2022 15/04/2022 Aniket Boke.
programming with python
4. We plan to note the all important 16/04/2022 18/04/2022 Aniket Boke.
points of micro project

5. We plan to prepare a basic 19/04/2022 20/04/2022 Aniket Boke.

information of micro project
6. We plan to select the one line 21/04/2022 21/04/2022 Aniket Boke.
which is effective and meaning
full.
7. Make the report on micro project 22/04/2022 23/04//2022 Shreya Shinde.

8. Edit the report 24/04/2022 24/04/2022 Aniket Boke. &

Shreya Shinde.

INDEX
 PUNE DISTRICT EDUCATION ASSOCIATION

THE INSTITUTE OF TECHNOLOGY, HADAPSAR, PUNE.

Sr. TOPIC NAMES

No.
1. Abstract

2. Introduction

3. Conclusion

4. Reference

Roll No. Student Name Marks out of for Marks out of 4for Total out
performance in performance in
Of 10
group activity oral

7. Shreya Shinde
8. Aniket Boke

ABSTRACT
 PUNE DISTRICT EDUCATION ASSOCIATION

THE INSTITUTE OF TECHNOLOGY, HADAPSAR, PUNE.

Motivation plays a very significant role in any organisation. Motivation is the factor that
catalyzes the success of the association. Most employees need motivation to feel good about
their jobs and will perform effectively at workplace. Every organisation in this competitive
world have their unique kind of techniques, the company which gives more preference to
motivation will exactly leads to the higher productivity. Employees who are motivated about
their work carry the responsibility to the best and gets the increased productivity. Motivation is a
fundamental for organisation in making great use of facility in human works to achieve
motivation. In organisations, the managers need to know about their employees in better way by
which they use certain aspects and different levels to motivate them. Employee motivation in
organisation sometimes becomes a problem, because if an employee is not motivated in a right
way then it leads to negative impact on productivity. This study is ther8efore designed to find
out the link between the extent to which various motivation strategies encourage the works to
improve employees job commitment and increase their product capacity.
Keywords: Employees, Factors, Job Performance, Motivation, Productivity

INTRODUCTION
Motivation may be defined as the process of stimulating people to action, to accomplish desired
goals. Motivation is the act or process of providing a motive that causes a person to take some
action. It can be Described as the driving force within individuals that propels them to action.
This driving force is produced by A state of tension, which exits as the result of an unfilled
need.Motivation results from the interface of both conscious and unconscious factors such as
passion of desires or Need, incentive or reward value of the goal, and expectations of the
individual and of his or her peers.Employee motivation is the core of management. Employee
motivation is an effective instrument in the hands Of the management in inspiring the workforce.
 PUNE DISTRICT EDUCATION ASSOCIATION

THE INSTITUTE OF TECHNOLOGY, HADAPSAR, PUNE.

CONCEPT OF EMPLOYEE MOTIVATION

To motivate people,it’s important to understand how motivation works.Employee motivation is
an important Concept to every organization. No organization is developed without the concept of
employee motivation. It indirectly helps both the individual and organization.The important
thing is to understand is that there is difference between different individuals. Every human
Being will not be motivated in same way. Individuals react in different ways so organization
should adopt Different ways of motivation. On the other hand, employees who feel motivated to
work likely to be persistent, Innovative and productive, turning out high quality work that they
willingly undertake. “Motivation is the Willingness to exert high levels of effort towards
organizational goals, conditioned by the effort and ability to Satisfy some individual need”-
S.P.Robbins“A motive is an inner state that energizes, activates, or moves and directs or
channels behavior goals”- Berelson and SteinerEmployees are motivated through financial
factors like bonus, hike in salary etc. and non-financial factors like Appreciation, recognition,
rewards, securities etc.

REVIEW OF LITERATURE:
There has been a lot of research done on Motivation by many scholars. The following are only a
few of the Research topics that have been done on Motivation: Motivation theories, Ways to
encourage employee Motivation, Measures of Motivation, Principles of motivation, Wamaking
your firm more exciting, How To motivate your people problem, The missing link in Strategic
Performance, Salary is not a motivator Anymore, How to effectively reward employees, Turning
Motivation Theory into Practice, Measures of Motivation, Self Theories and Employee
Motivation. Of the many theories of work motivation, Herzberg’s (1966) motivator-hygiene
theory has been one of the Most influential
in recent decades. Basically, the theory divides motivating factors into two categories: Motivator
factors, which have something to do with the work itself, and Hygiene factors, which have
Something to do with the surrounding context. According to Maslow, most of what we know of
human Motivation comes not
 PUNE DISTRICT EDUCATION ASSOCIATION

THE INSTITUTE OF TECHNOLOGY, HADAPSAR, PUNE.

from psychologists fom psychotherapists treating patients. He explains that these Patients are a
great source of error as well as of useful data, because they constitute a poor sample of the
Population. The motivational life of neurotic sufferers should be rejected as a paradigm for
healthy motivation.Any theory of motivation must deal with the highest capacities of the healthy
and strong man.Hackman and Oldham’s (1976) model of job enrichment propose that jobs can
be made more motivating by Increasing the following: skill variety (the number of different
skills required by the job), task identity (the Degree to which the job produces something
meaningful), task significance (the importance of the work), Autonomy (the degree to which the
individual has freedom in deciding how to perform the job), and feedback (the degree to which
the individual obtains ongoing. One psychological view suggests that very high levels of
Intrinsic motivation are marked by such strong interest and involvement in the work, and by
such a perfect match of task complexity with skill level, that people experience Of merging with
the activity they are doing (Csikszentmihalyi 1975).The major psychological view suggests That
extrinsic motivation works in opposition to intrinsic motivation (Deci 1975; Deci& Ryan 1985).
Extrinsic Motivation takes place when individuals feel driven by something outside of the work
itself such as promised Rewards or incentives. In general, these theorists suggest that, when
strong extrinsic motivators are put to Work, intrinsic motivation will decline.
OBJECTIVES OF MOTIVATION

 To ascertain if motivation lead to higher performance and productivity.

 To increase employeesself-confidence and faith.
 To identify some factors influencing productivity.

THEORIES OF EMPLOYEE MOTIVATION:

There are many theories introduced. Among them some are considered as most important
theories. They are as Follows:
MASLOW’S HIERARCHY OF NEEDS:
 PUNE DISTRICT EDUCATION ASSOCIATION

THE INSTITUTE OF TECHNOLOGY, HADAPSAR, PUNE.

The hierarchy of needs theory was proposed by psychologist Abraham Maslow in his 1943
paper “A Theory Of Motivation”. Here, he proposed this theory in 5 levels which are as follows.

1. Basic physiological needs:

These needs relate to the survival and maintenance of human life. These needs include such things
as food, Shelter, water.
2. Safety and Security Needs:
In this stage it consists of social security of an individual like monetary and personal.

3. Social Needs:
Man is a social being. He is, therefore interested in conversation, sociability, exchange of feelings
and Grievance etc. non satisfaction of this level of needs may affect themental health of the
individual.

4. Esteem Needs or Ego Needs:

Egoistic needs can take inward and outward orientations. Inward directed ego needs embrace
such things As self-confidence, independence, knowledge and success. Outward directed needs
are concerned with Prestige, status and other.

5. Self-Actualization Needs:
The final step under the need priority mode is the need for self-fulfillment or the need to fulfill
what a Person considers to be his mission in life. Every need of employee is satisfied.
HERZBERG’S TWO FACTOR THEORY:

The theory was develop by Frederick Irving Herzberg in 1950’s, known as motivation hygiene
theory or two Factor theory of motivation. For this purpose he conducted a study and
interviewed some 200 engineers by Knowing their
 PUNE DISTRICT EDUCATION ASSOCIATION

THE INSTITUTE OF TECHNOLOGY, HADAPSAR, PUNE.

positives and negatives about their work. After knowing the opinion, he proposed two factors
Which are very much influenced in motivating the employees.
1. Motivational Factors:
In this theory, the employees are only motivated and given appreciation for their performance in
an Organization. Here employees are given a free environment so that employees are motivated
and shown Interest towards their work. The factors include recognition, responsibility and sense
of achievement.

2. Hygiene Factors:
Hygiene factors are those job factors which are essential for existence of motivation at workplace.
In this Factor employees are not given any kind of appreciation and motivation. Regarding their
compensation Andwork etc.
MOTIVATION FACTORS INFLUENCING THE PRODUCTIVITY:

1. Intrinsic vs Extrinsic:
It is a kind of motivation that comes from within. It comes from personal enjoyment and
educational Achievement that we derive from doing that particular thing is an intrinsic
motivation. It is a kind of Motivation that comes from things or factors that are outside the
individual. Example, social recognition, Competition, money or fame are all the examples of
extrinsic motivation.

2. Cognition:
Cognition of motivation, on the other hand, suggest that our experiences generate internal
cognitions(such as Desires and beliefs). These cognitions, in turn, current performance.
However, the question arises: where do Cognitions comes from? They are the results of past
interactions with our environment. For these cognitions to Be useful, they must relateto the
persons environment.
Cognitions are nothing more than our ability to describe Particular reinforcement contingencies of
our own behavior based on our own past experiences.

3. Environment:
 PUNE DISTRICT EDUCATION ASSOCIATION

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Recent models of work motivation are addressing the role of the environment as one determinant
of behavior. The environment provides the backdrop against which motivational mechanisms and
processes determine Appropriate courses of action. When behavior or performance does not need
societal or work standards, we Tend to assume that something is wrong with the person, rather
than looking for deficits in the persons Environment.
FACTORS AFFECTING MOTIVATION AT WORK:

The factors that affect the workplace environment or enlarge the motivational levels of workers
are:
1. Relationship between co-workers:
Workplace is all about people working together to achieve a standardizedgoal,soIt is important
that all the co-Workers respect each other and never show disrespect towads each other.
2. Leadership role at workplace:
Leader plays a key role in maintaining a favorable work environment. The leader should
understand how to Deal different emloyees.

3. Managing conflict at workplace:

Whenever people from different background then there are chances that a conflict will arise. So
its important Tomanage the conflict in a way that it will not have an effect on the environment of
the workplace.

4. Workplace culture:
The organizational culture dictate the norms and behaviours that people depict while at work.
5. Workplace education or learning:
Learning at business is valuable to both the person and the organization. It just that to motivate
the employee Businesses should provided enough opportunities where staff can learn more and
more about skills.
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6. Workplace incentives:Incentive where are on achieving financial results

for the company are important. Someone who promotes the Opinion of
oneassociation adds calmness and shows respect, performance characteristics that
are not material.
ROLE OF MOTIVATION ON EMPLOYEE JOB PERFORMANCE:
Motivation plays a very critical role in employees job performance. Without motivation
workers may not putIn their or her best on the job. According to Robert, the managers job
is to ensure the work done through Employees is possible.

1. Effects of Motivation on Productivity:

Productivity in common has been defined as the rate at which goods are produced with
orientation to number Of people and amount of equipment necessary to produced it. On the other
hand, productivity has been defined As the utilization of resourses in producing a product or
services(gaissey, 1993). It has further been defined as The ratio of the output(goods and services)
and input(labor, capital or management). The definition of Productivity is utilized economists at
the industrial level to determine the economies health, trend and
Growth rate while at the project level it applies to areas of planning, cost estimating, accounting
and cost Control(mojahed, 2005).

2. Effects of Motivation on Performance:

The performance of employees will make or break a company; this is why it is
important to find a variety of Methods of motivating employees.“ Motivation is the willingness
to do something”, wrote Stephen Robbins.The most obvious form of Motivation for an employee
is money.
 PUNE DISTRICT EDUCATION ASSOCIATION

THE INSTITUTE OF TECHNOLOGY, HADAPSAR, PUNE.

CONCLUSION
The managers duty in today’s corporate world multifaceted. A motivator is a person who
imples an individualTo act towards meeting a need. Motivation has a momentous effect on
employee performance. Managers must Know how the employees are working in the
organizations, also the reasons for behavior of employees. They Should motivate
employees in a proper manner as well as immediate steps should be taken by management
to Make workers reestablish their confidenceso as to restore or raise the morale of the
employee. The Productivity of an organization depends on employee performance.
Motivated employees not only influence Their work performance but also the whole
organization performance and business productivity. As per this Study motivation is very
important for every company to an employee performance and productivity of an
Organization

REFERANCE
www.scribd.com/doc/24861099/stephen-p-robbins....

www.yourarticlelibrary.com/entrepreneurship/motivation/motivation-
deffinition/53285.
www.contactzilla.com/blog/5-psychologic
www.inflibnet.ac.in/ojs/index. mi/article/download/919/828

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