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A STUDY REPORT IN WORK

MOTIVATION ON ORGANISATIONAL
BEHAVIOUR UNDER BUSINESS
ADMINISTRATION

Submitted by:-

Name:- NIRMAL.G REGISTERATION NO:-3511010468

S.NIRMAL KUMAR 3511010471

NISHANTH.K.BALAKRISHNAN 3511010476

SRM SCHOOL OF MANAGEMENT

1st year MBA ‘F’ SEC

CHENNAI

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DECLARATION

We here by declare that the Master Of Business Administration , project paper entitled “A

STUDY REPORT IN WORK MOTIVATION ON ORGANISATIONAL BEHAVIOUR ”

has been my original work and this has not formed the basis for the award of any degree,

diploma, fellowship or any other similar title.

Place : Candidate’s Signature


Date :

INTRODUCTION

The concept of motivation occupies a central place in the discipline of organizational behavior.
Motivation represents a relationship between need, drive and goal.

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This report is based on the study of “Work Motivation” made at Accenture (India) Pvt. Ltd. The
study was made with a view to illicit the views of employees regarding the parameter of the
study.

The report aims to determine the various factors that affect employee motivation. This was
achieved through a survey which was filled by employees from various levels in an organization.
The response was then analyzed and a conclusion was drawn on the various motivating factors.
The report also consists of recommendations which could help build employee satisfaction and
an environment conducive to employee growth and productivity.

OBJECTIVES

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Software industry has one of the highest attrition rates amongst all industries. One of the main
reasons for attrition is the large number of IT firms that have mushroomed across the country.
These IT firms recruit in bulk and give a lot of perquisites (salary raise, benefits etc) to potential
employees. At the same time many firms give an onsite opportunity which is very beneficial. So
any employee who wishes to switch jobs has galore opportunities in front of him. As a result
employee retention is a big challenge for the IT industry.

This study is made to get an insight into the various motivating factors that an employee looks
for in a company.

This project seeks to highlight the following:

1) Various factors that motivate employees

2) Work environment conducive for working

3) Importance of job profile and job content for an employee

Company Profile

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Accenture (NYSE: ACN)is a leading global provider of Information Technology services,
specializing in the design and deployment of leading-edge solutions serving more than 1000
customers worldwide, including a number of Fortune 500 and Global 500 companies.
It is a provider of global technology and business services designed to help clients improve
competitiveness and efficiency. Accenture provides the software product development,
enterprise application and business services, and software distribution capabilities your business
needs to get ahead.
The Accenture portfolio of services and solutions includes outsourcing and offshore, systems
integration and application development, software and consulting, and quality assurance and
training. Combining unparalleled experience, comprehensive capabilities across all industries
and business functions, and extensive research on the world's most successful companies,
Accenture collaborates with clients to help them become high-performance businesses and
governments.
With deep industry and business process expertise, broad global resources and a proven track
record, Accenture can mobilize the right people, skills and technologies to help clients improve
their performance. With more than 150,000 people in 48 countries, the company generated net
revenues of US $19.95 billion for the fiscal year ended August 31, 2009. Its home page is
www.accenture.com.

Vision:
To become a leading global IT solutions provider with emphasis on quality, professionalism,
reliability and technological innovation.

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Motivation – a Literature review

Motivation can be said as the core of management. Motivation is an effective instrument


in the hands of the management in inspiring the work force. It is the major task of every manager
to motivate his subordinate or to create the will to work among the subordinates. It should also
be remembered that the worker may be immensely capable of doing some work, nothing can be
achieved if he/she is not willing to work. Creation of a will to work is motivation in simple but
true sense of term. Motivation is an important function which every manager performs for
actuating the people to work for accomplishment of objectives of the organization. Issuance of
well conceived instructions and orders does not mean that they will be followed. A manager has
to make appropriate use of motivation to enthuse the employees to follow them. Effective
motivation succeeds not only in having an order accepted but also in gaining a determination to
see that it is executed efficiently and effectively.
In order to motivate workers to work for the organizational goals, the managers must
determine the motives or needs of the workers and provide an environment in which appropriate
incentives are available for their satisfaction. If the management is successful in doing so; it will
also be successful in increasing the willingness of the workers to work. This will increase
efficiency and effectiveness of the organization. There will be better utilization of resources and
workers abilities and capacities.

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The concept of motivation

The word motivation has been derived from motive which means any idea, need or
emotion that prompts a man in to action. Whatever may be the behavior of man, there is some
stimulus behind it. Stimulus is dependent upon the motive of the person concerned. Motive can
be known by studying his needs and desires.

There is no universal theory that can explain the factors influencing motives which
control mans behavior at any particular point of time. In general, the different motives operate at
different times among different people and influence their behaviors. The process of motivation
studies the motives of individuals which cause different type of behavior.

Significance of Motivation

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Motivation involves getting the members of the group to pull weight effectively, to give
their loyalty to the group, to carry out properly the purpose of the organization. The following
results may be expected if the employees are properly motivated.

1. The workforce will be better satisfied if the management provides them with
opportunities to fulfill their physiological and psychological needs. The workers will
cooperate voluntarily with the management and will contribute their maximum towards
the goals of the enterprise.

2. Workers will tend to be as efficient as possible by improving upon their skills and
knowledge so that they are able to contribute to the progress of the organization. This will
also result in increased productivity.

3. The rates of labor’s turnover and absenteeism among the workers will be low.

4. There will be good human relations in the organization as friction among the workers
themselves and between the workers and the management will decrease.

5. The number of complaints and grievances will come down. Accident will also be low.

There will be increase in the quantity and quality of products. Wastage and scrap will be less.
Better quality of products will also increase the public image of the business.

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Types of Motivation

Intrinsic motivation occurs when people are internally motivated to do something


because it either brings them pleasure, they think it is important, or they feel that what they are
learning is morally significant.

Extrinsic motivation comes into play when a student is compelled to do something or act
a certain way because of factors external to him or her (like money or good grades)

Incentives
An incentive is something which stimulates a person towards some goal. It activates
human needs and creates the desire to work. Thus, an incentive is a means of motivation. In
organizations, increase in incentive leads to better performance and vice versa.

Need for Incentives


Man is a wanting animal. He continues to want something or other. He is never fully
satisfied. If one need is satisfied, the other need need arises. In order to motivate the employees,
the management should try to satisfy their needs. For this purpose, both financial and non
financial incentives may be used by the management to motivate the workers. Financial
incentives or motivators are those which are associated with money. They include wages and
salaries, fringe benefits, bonus, retirement benefits etc. Non financial motivators are those which
are not associated with monetary rewards. They include intangible incentives like ego-
satisfaction, self-actualization and responsibility.

Incentives

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Financial Incentives Non-financial incentives

- Wages and Salaries. - Competition


- Bonus - Group recognition
- Medical reimbursement - Job security
- Insurance - Praise
- Housing facility - Knowledge of result
- Retirement benefits. - Workers participation.
- Suggestion system.
- Opportunities for growth

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Data Collection and Analysis
1) You prefer a job profile demanding responsibilities and constantly providing new
challenges.

Analysis: Everyone wants a very challenging job profile

2) You prefer to work in a very competitive environment.

Analysis: Most of the employees (62%) prefer to work in a competitive environment

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3) The fear of failing in the assigned task reduces your motivation to work.

Analysis: Many of the employees get de-motivated with the fear of failing in the task
assigned to them.

4) You wish to have a degree of power over other people in your job.

Analysis: Most of the employees (62%) wish to have a degree of power in their job,
while for the rest absence of power does not necessarily de-motivate them.
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5) Acknowledgment by bosses and colleagues of your efforts, skills and competencies is
an important motivating factor for you.

Analysis: Acknowledgement by bosses is a very motivating factor for the employees.


The employees feel important when they are appreciated for their work.
6) You are looking for varied, stimulating and creative job objectives and work
activities

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Analysis: Most of the employees look for stimulating and creative job objectives which test their
competencies.
7) Accommodating bosses, stretched hours and working conditions increase your
motivation to work.

8) Having competing priorities, tight deadlines and managing setbacks and stress does
not affect your motivation to work.

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9) You find it easier to work on your own rather than delegating it among your team
members.

10) Taking up a leadership role highly motivates you

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Analysis: Majority of the employees is motivated of their allotted a leadership role which
involves goal setting and work allocation

11) Your motivation is increased when your earnings are related to job performance

12) Your motivation levels are not influenced by the presence or absence of job security

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Methodology

The following methodology was adopted

1) A survey was conducted at Accenture (India) Pvt. Ltd. The survey consisted of a
questionnaire which had to be filled by the employees.

2) People with varying experience were selected for the survey. It consisted of six software
engineers who had an average experience of 3 years and three senior members (Senior
Software Engineer, Analyst, and Team Lead).

3) The reason that people with varying experience were selected was so that we understand
the process of job satisfaction at different levels.

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Major Findings

1) One of the major motivating factors for an employee was to have a job profile that had
responsibilities and was challenging. They also looked for job objectives that were
creative and interesting.
2) The second most important motivating factor was the work environment. Employees felt
highly motivated if they had accommodating bosses who constantly acknowledged them
for their efforts, skills and competencies. They preferred to have a friendly work
environment rather than a competitive one.
3) The third motivating factor was remuneration. The employees’ motivation increased
when their earnings were related to job performance.
4) Many of the employees’ esp. software engineers thought failure at task as a de-motivating
factor.

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Conclusion

The survey helped me to derive the following conclusions

1) A survey is a very effective tool to gather information from the employees on various
aspects

2) The survey undertaken gave a fair idea about various factors that affect employee
motivation

3) Motivation plays a very important role in employee satisfaction and retention. Factors
like ‘Work recognition’, ’Challenging job content’, ‘Job responsibility’, ’Leadership
roles’ highly affects employee motivation. Presence of such factors surely results in
employee satisfaction.

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4) Absence of factors like ‘Job Content’, ’Working conditions’, ‘Company Policy and
Administration’, ’Impersonal Relations’ results in employee dissatisfaction. However,
presence of such factors doesn’t necessarily bring employee satisfaction.

5) The findings of the survey conform to Herzberg’s Two-Factor Theory

Recommendations

1) Improve the variety of work given to employees to avoid them from getting saturated
with their work. Assign tasks that are very challenging and thought provoking. Job
rotation can be one way of doing so.

2) Give due recognition to deserving employees. Constantly acknowledge them of their


activities by giving them incentives. Monetary incentives and quarterly awards can be
extremely beneficial in raising the morale of the employees’

3) Improve pay packages by having a larger variable component in the salary which will
help in motivating employees to perform better.

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4) Improve supervision/feedback mechanisms by providing immediate feedback to
employees. Feedback should be a continuous affair and should not be left for annual
appraisal reviews.

Annexure

• Contains sample questionnaire

• Contains filled in questionnaires of employees of Accenture (India) Pvt. Ltd.

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Questionnaire

Question Always Frequently Sometimes


You prefer a job profile demanding responsibilities and
constantly providing new challenges.
You prefer to work in a very competitive environment.
The fear of failing in the assigned task reduces your
motivation to work.
You wish to have a degree of power over other people in
your job.
Acknowledgment by bosses and colleagues of your efforts,
skills and competencies is an important motivating factor
for you.

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You are looking for varied, stimulating and creative job
objectives and work activities
Accommodating bosses, stretched hours and working
conditions increase your motivation to work.
Having competing priorities, tight deadlines and managing
setbacks and stress does not affect your motivation to
work.
You find it easier to work on your own rather than
delegating it among your team members.
Taking up a leadership role highly motivates you
Your motivation is increased when your earnings are
related to job performance
Your motivation levels are not influenced by the presence
or absence of job security

Bibliography

1) Organizational Behavior by Fred Luthans.


2) One Minute Manager – by Kenneth Blanchard & Spenser Johnson
3) www.wikipedia.org

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