To Munsura Rahmatullah Course Instructor of Introduction of Behavioral Science Faculty of Business Administration American International University-Bangladesh (AIUB

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Subject: Submission of report on “Study on Motivation in the Organization”

Madam It is our great pleasure to submit the report on “Study on Motivation in the Organization”. This is a partial requirement of the course “Introduction of Behavioral Science”. Despite of several limitations, we hope that the paper has attained its purpose to a considerable extent. We thank you for allowing us the opportunity to do the report on this topic.

We have done our level best to complete this paper in time and with the quality of our expectation. We are thankful to you for giving us this opportunity.

We hope you would be kind enough to accept our report. We will be happy to provide further clarification regarding this report.

We hope that our report will aid to make concrete decision and live up to your expectation.

Sincerely Yours,

Bhuiyan Niaz Mahmud ID#07-07941-1 Taposhi Kaniz ID# 07-08068-1 Gomes, Gregory Alexander ID# 07-07950-1 Chowdhury, Shahirul Shariff ID# 07-08135-1 Chowdhury MD. Shahariar ID#07-09063-2 Bhowmik Apurba ID# 07-08367-2 -------------------------------------------------------------------------------------------------------------------------------------------------------------

Executive Summary

This report is the result of an assignment given by our respectable faculty and coordinator Mrs. Munsura Rahmatullah. At the start of our Introduction of Behavioral Science course, our faculty assigned us to study the Study on Motivation in the Organization of an organization and submit a formal report at the end of our summer, 2008 semester. The main criteria were to determine how that specific organization implements apply motivation process for achieving its goals. Our first action was to choose an organization with a clear & specific, which use motivation process in the Organization.

As we choose BRAC Bank to work on, the report mainly focuses on how BRAC Bank implements Motivation for achieving their target. While taking the interview we faced some

Based on our survey we came to know that the overall motivation process of BRAC bank is very encouraging to their employees. . We also did the SWOT analysis of BRAC bank. Senior Business Executive to help us collecting information regarding this topic. We found some threat and weakness and according to that we suggest some solution.problems. Based on our survey we found that BRAC bank applies Fredericks Hertzberg’s ‘TWO FACTORS THEORY’ which focuses on motivation and hygiene. Despite of problems we tried our level best to collect information. Finally we would like to thank the employees of BRAC bank and special thanks to Miss Raihana Parvin Ripa.

3 Limitation of our Study Part 04: Company 2.2 Motivation Theory in Bank SWOT Analysis 13 14 15 16 07 Part 06: Recommendation Part 07: Conclusion .1 1.3 Company Overview Company Mission Company Vision 03 03 04 Part 03: Motivation 3.2 Objective of the Report Methodology a) Primary Data b) Secondary Data Pages 01 01 01 01 02 1.1 2.2 3.1 3.Table of Content Subject Part 01: Introduction 1.2 2.1 5.3 Definition of the Motivation The Role of Motivation Reward & Reinforcement 05 05 05 Part 04: Findings Part 05: Motivation Theory in Bank & Others 5.

It was no different for us. To know about the level of employee job satisfaction. 1.Bibliography Part 01: Introduction Objective of the Report: 1. there are two ways of collecting information. To know about their working environment is friendly or not. We have collected our information and data in the following two ways: a) Primary Data b) Secondary Data c) a) Primary data: Primary data and information was collected through interviewing the lower level executives who are very much involved in the process of service and customer relation. b) Secondary data: Secondary Data has been collected in the following ways: • Texts regarding the topic . Information is collected through informal discussions with executives and senior executives. To know how many facilities they are giving to their employees.1 The report is prepared as project on employee motivation of BRAC Bank Ltd and the topic of the project is “Motivation Process” • • • • To identify motivation process of BRAC Bank.2 Methodology: For each and every kind of report.

.  Lack of comprehension of the respondents was the major problem that created many confusions regarding verification of conceptual question.  For the organizational commitment.3 Limitations of our Study:  Because BRAC bank is a service organization.• • Internet sources Data gathered within the organization (BRAC) itself. the management gave us only the glimpse of the strategies and information. 1.  Rush hours and business was another reason that acts as an obstacle while gathering data. Basically some reports are used as the source of the internal secondary data.  The web site of BRAC bank has not enough information. BRAC bank employees could not provide us with some of the financial data and information.

The management of the Bank believes that this sector of the economy can contribute the most to the rapid generation of employment in Bangladesh.Part 02: Company 2. private organization. BRAC. The Bank operates under a "double bottom line" agenda where profit and social responsibility go hand in hand as it strives towards a poverty-free. In the years ahead BRAC Bank expects to introduce many more services and products as well as add a wider network of SME unit offices. BRAC Bank focuses on pursuing unexplored market niches in the Small and Medium Enterprise Business.000 deposit and 45. started as an almost entirely donor funded. .000 small and medium entrepreneurs.1 Company Overview BRAC Bank Limited. International Finance Corporation (IFC) and Shore cap International. has been the fastest growing Bank in 2004 and 2005. virtually self-financed paradigm in sustainable human development. enlightened Bangladesh. which hitherto has remained largely untapped within the country. In the last five years of operation. Today. with 61% women. Retail Branches and ATMs across the country. the Bank's footprint has grown to 22 branches. It is one of the largest Southern development organizations employing 97. the Bank has disbursed over BDT 1500 crore in loans to nearly 50. Since inception in July 2001. 350 SME unit offices and 19 ATM sites across the country.192 people. and the customer base has expanded to 200.000 advance accounts through 2006. BRAC has emerged as an independent. with institutional shareholdings by BRAC. A fully operational Commercial Bank. smallscale relief and rehabilitation project initiated by Fazle Hasan Abed to help the country overcome the devastation and trauma of the Liberation War and focused on resettling refugees returning from India. and working with the twin objectives of poverty alleviation and empowerment of the poor. a national.

Controlled environment with no compromise on service quality  Keep drivers. democratic and poverty free Bangladesh” 2. . Growth in Assets through Syndicators and Investment in faster growing sector. enlightened.  Keep our debt Charges at 2% to maintain a steady profitable growth.  Achieve efficient synergies between the bank’s branches.2 Company Mission: Building a profitable and socially and responsible financial institution focused on Marketing and business with growth potential.  Corporate assets to be funded through self-liability mobilization.  Manage various lines of business in a fully. far flung team fully motivated and driven towards metalizing the banks vision into reality.3 Company Vision: The vision of the bank is given below:  Sustained growth in “Small & medium Enterprise” sector. healthy. thereby assisting BRAC and stakeholders build a “just.  Continuous low-cost deposit growth with controlled growth in Retail Assets.  Continuous endeavor to increase fee based income. SME unit offices and BRAC field officers for delivery of remittance and Bank’s other products and service.2.

 Persistence: how long a person tries. Motivated employees are needed in our rapidly changing workplaces.1 Motivating employees has become a common practice in today’s most of the successful organizations in order to achieve organizational goals. In other words. motivation is the process that accounts for an individual’s intensity. direction and persistence of effort toward attaining a goal. 1994).  Intensity: how hard a person tries. The word “Motivation” came from the Latin word “Movers” which means to move or to encourage a person to behave in a certain way. 3.2 The Role of Motivation: Why do we need motivated employees? The answer is survival (Smith.  Direction: toward beneficial goal. Motivated employees help .Part 3: Motivation Definition of Motivation: 3.

1991). is presented after the occurrence of an action (i. Intrinsic rewards are internal to the person. Also. rewarded. Some authors distinguish between two forms of intrinsic motivation: one based on enjoyment. to the fact that what motivates employees changes constantly (Bowen & Radhakrishna.3 Reward and Reinforcement: A reward. Extrinsic rewards are external to the person. Motivated employees are more productive. for example. as employees get older. This is done by associating positive meaning to the behavior. For instance.organizations survive. praise or money. 1987). Rewards can also be organized as extrinsic or intrinsic. Of all the functions a manager performs. for example. To be effective. a feeling of responsibility for a mission may lead to helping others beyond what is easily observable. . in part. behavior) with the indentation to cause the behavior to occur again. managers need to understand what motivates employees within the context of the roles they perform. the other on obligation.e. and decreases as duration lengthens. tangible or intangible. the effect would be greater. motivating employees is arguably the most complex. money becomes less of a motivator (Kovach. 3. obligation refers to motivation based on what an individual thinks ought to be done. research suggests that as employees' income increases. satisfaction or a feeling of accomplishment. Repetitive actionreward combination can cause the action to become habit. interesting work becomes more of a motivator. Studies show that if the person receives the reward immediately. In this context. or fun. This is due. For example.

4. The findings with analysis of the questionnaire survey are given bellow. and our findings are as follows: .Part 4: Findings To find out the most important motivational factors for higher productivity we have made a questionnaire survey among the BRAC Bank employees.1 Most important factors to the employees on job selection: To find out the most three important factors we have provided some options in the questionnaire.

4. A salary increase. certainly long term. we found that the average respondents are satisfied with the salary. motivation cannot be boosted. And the least important factor to them is” A challenging job”.2 Satisfaction level of employees with the present salary offered: Among the total respondents. which is not.4 Providing salary on time: All the respondents answered that the company provides salary on time . of course. simply by giving satisfactory salary at the employees. especially one awarded for merit. However. And interesting finding is that. salary (in fact total remuneration) is important. it must be considered. procedures. 74% are highly satisfied with the present salary and about 26% are satisfied about the present salary structure. but you do not need to write off salary completely.According to the respondents the most valuable thing to them is “Good working condition” . The second best is “Sensible company rules. 4. Nevertheless. In this case. Therefore. As from the research. none of the respondents are uncertain or dissatisfied which in the context of the third world country industry is quiet abnormal. is certainly motivational. and policies” and the third attractive is “Job security” to them.The employees of BRAC Bank believes good working condition is the most important and motivational to them. the most interesting thing is most people believe that money is the biggest incentive. it is quite sure that the employees of BRAC bank are happy with the existing salary. regulations. just like every other factor.

43.66% are dissatisfied about the present bonus structure. among the 100%. 45% remarked that they always and sometimes participate in settings goals respectively and 10% remarks they never participate and rest of the employees are No Comments of this Question . If employees are involved in selecting their goals along with the management. 4. we found that the average respondents are satisfied with the bonus.4. Here.4 Satisfaction level of employees with the present bonus offered: Among the total respondents. In this case.5 Participation of employees in decision making: Employee involvement is important to motivate employees for higher productivity. they will find interest to do the job and they will do it with sincerity.33% are satisfied with the present bonus offered to them and 56.

6 Satisfaction level of employees with the present kind benefits offered: Among the total respondents. 90% are satisfied with the present kind benefits offered to them and about 10 % are uncertain about the present kind benefits. In this case.7 All treated fairly: Employees do not see or experience inequality: .4. the researcher found that most of the respondents are satisfied with the present kind benefits offered to the employees 4.

When an employee genuinely feels unimportant or ill treated.Among the total respondents 90% think that they are fairly treated by BRAC bank management and about 10% rated that they are not sure about what they are getting from he management . treating them fairly and providing them with rewards (financial and non-financial) which demonstrate the extent to which they are valued. trusting and empowering them. he/she will definitely be demotivated. So it is very important for the top management to see that the employees are always valued and fairly treated. Bangladesh. 4. This means investing in their success . keeping them fully in the picture . But after the research it is really appreciable to find out BRAC bank management is treating there executives with real care.8 Always feel free to express ones opinion without fear of being marginalized: . giving them the opportunity to be involved in matters with which they are concerned.In this case we found that maximum of the respondents believe that they are getting satisfactory treatment from the management working for BRAC bank.

The management believes it’s a great sign because if the employees can open up with their opinions to their bosses. . 20% did not give any comment. 4. it will create a bridge of relationship among them and these employees will be able to work as a team and naturally there will be more understanding between them and team synergy will increase which will highly benefit the BRAC bank. Bangladesh ultimately. 4.Among the total respondents. 20% said that they are treated very rudely. 54% think that they can express their opinion without fear of being marginalized or losing favor always.10 How the employees are treated when they make errors: Among the 100% respondents. 30% said normally treated. about 45% rated that they can sometimes free to express their opinion not always.9 Employee job satisfaction: 100% respondents remarked that they are satisfied. 30% said they are treated rudely.

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for example. . Rather. recognition. So far. and the nature of the work itself. influence on attitudes toward administration. According to Herzberg.Opportunities. he looks for the gratification of higher-level psychological needs having to do with achievement. and Threats (SWOT) analysis of BRAC is described in the following table- Strengths:  Sound profitability and growth with good internal capital generation  Larger corporate client base  Skilled management team and human resource  Quality services  Systematic chain of comand  Better infrastructural facilities  Company reputation and goodwill automation of transaction processes and online banking  Using modern technology for their banking operations. However. advancement. we found that BRAC Bank applies “Herzberg's Two Factors Theory” The Two Factor Theory Frederick Herzberg's studies of job attitudes and their connection with industrial mental health are related to Maslow's theory of motivation. man is not content with the satisfaction of lower-order needs at work.Weaknesses. His findings have had a considerable theoretical. Herzberg added a new dimension to this theory by proposing a two-factor model of motivation 5.2 SWOT Analysis The Strengths. responsibility. this appears to parallel Maslow's theory of a need hierarchy. those associated with minimum salary levels or safe and pleasant working conditions.1 Motivation Theory Applied by BRAC Bank Based on the above information. as well as a practical.Part 05: Motivation Theory in Bank & SWOT Analysis 5.

 Timely marketing drive by other bank.  Strong employee grooming by other bank. Weaknesses:  Small market share  Limited branch network  High concentration on fixed deposits and largescale loans  Higher interest rate compared to other banks.  Other banks give better basic salary than BRAC bank.  Offer high charges for service Opportunities:  Scope of market penetration through diversified products  Government’s policy of encouraging heavy inflow of foreign investment  Regulatory environment favoring private sector development  Value addition in services  Increasing trend in international business Threats  Other banks offer lower charges for service. BRAC bank is the first Bangladeshi private bank to start international banking operaitons in Afghanistan.  Less concentration in small loans  Various up-to-date policy of other banks. .

And to do that they provide their salary on time. Increase ATM booth. . The reasons behind there successive number of customers is their highly motivated employees. They have a huge number of customers in the whole country. insufficient ATM booth and so on. They can reduce their service fees to attract more customers. But they have some lacking such as high service fees. They can start employee grooming to make their employees more efficient • • • • • • • Part 07: Conclusion: BRAC bank is one of the leading private banks in Bangladesh.Part 06: Recommendation: • They can try to capture larger market share. They can take various up-to-date policy. they try to keep their employees motivated. Give concentration in small loans. To retain their existing customer and also attracting new customer. Increase basic salary of their employees. Thus the employees will be motivated. give commission based on their performance and other bonuses. So BRAC bank should try to overcome all the problems to retain the existing customers and attracting new customers. less concentration on small loans. Thay should increase their branch. If they overcome these problems new customers are more likely open accounts in the BRAC through the employees which will increase the commissions of the employees.

 Management by Stephen P.com/motivation.yorku.osu. Robinsons & Marry Coulter (8th Edition)  Software:  Microsoft Encarta.google. Robbins (7th Edition).org/joe/1998june/rb3.htm  http://www.edu  http://www.bracbank.htm  http://researchnews.org  http://www.edu/archive/inmotiv.joe.Bibliography  Website:  www.com  www.htm  http://www.htm  http://www.ericdigests.ca/Maslow/motivation.uni-konstanz.com  Magazine:  Annual Report of BRAC Bank (Book Closing year 2007)  Books:  Organizational Behavior by Stephen P.wekipedia. .uiowa.org/1998-1/motivation.globalchange.de/FuF/SozWis  http://www.html  http://psychclassics.

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