Project Report

“Process Theories Of Motivation & Its Implication

In The Indian Bollywood Movie
DAN DANA DAN GOAL”

Post Graduation Diploma in Management

(NBA, NAAC and IAO (USA) Accredited)

ORGANISAIONAL BEHAVIOUR

INSTITUTE OF MANAGEMENT STUDIES

LalQuan, G.T. Road, Ghaziabad-201009

SUBMITTED TO: SUBMITTED BY:

Dr. Lataa Bajpai ABHISHEK KUSHWAHA (BM-015014)

ABHISHEK KUMAR (BM-015015)

AKHIL VANJANI (BM-015042)

ANIMESH AGRAWAL (BM-015043)

ANJALI DWIVEDI (BM-015045)

Table Of Content

S.NO. TOPIC
1. Acknowledgement -
 2. Declaration -
3. Body of the project -

a. Conclusion.

4.

5. References -

ACKNOWLEDGEMENT

With the complete work undertaken we extent our sincere thanks to all who helped us to complete
this project with their guidance, co-operation and support, and provide us the opportunity to work
on this project.
We express our deep sense of gratitude towards Dr. Lataa Bajpai and Dr. Aneeta for her
valuable guidance, inspiration, encouragement and help provided in every aspect of our project
work. We are also thankful to them for their constant evaluation of the project and subsequent in
this regard.

We will also owe our special thanks to our friends for providing the friendly and cordial
environment to achieve the goal. Without their valuable contribution this project would not have
been a success.

Along with that, we shall also not forget to thank our parents who have guided us and supported
simultaneously due to which we have put our best efforts in this project.

Process Theories of Motivation & its implication In the Indian Bollywood movie

DAN DANA DANGOAL

What is Motivation?

Motivation means “ To Energize”, “To Activate”.

 It means to move from worst situation to better situation.

Motivation is literally the desire to do things. It's the difference between waking up
before dawn to pound the pavement and lazing around the house all day. It's the crucial element
in setting and attaining goals—and research shows you can influence your own levels of
motivation and self-control.

Motivation is a theoretical construct used to explain behavior. It represents the reasons

for people's actions, desires, and needs. Motivation can also be defined as one's direction to
behavior, or what causes a person to want to repeat a behavior and vice versa.  A motive is what
prompts the person to act in a certain way, or at least develop an inclination for specific
behavior. For example, when someone eats food to satisfy their hunger, or when a student does
his/her work in school because he/she wants a good grade. Both show a similar connection
between what we do and why we do it.

According to Maehr and Meyer, "Motivation is a word that is part of the popular culture
as few other psychological concepts are".

A reason or reasons for acting or behaving in a particular way.

Importance of motivation

Motivation is a very important for an organization because of the following benefits it provides.

1. Puts human resources into action

Every concern requires physical, financial and human resources to accomplish the goals. It
is through motivation that the human resources can be utilized by making full use of it.
This can be done by building willingness in employees to work. This will help the
enterprise in securing best possible utilization of resources.

2. Improves level of efficiency of employees

The level of a subordinate or a employee does not only depend upon his qualifications and
abilities. For getting best of his work performance, the gap between ability and willingness
has to be filled which helps in improving the level of performance of subordinates. This
will result into-
 a. Increase in productivity,
b. Reducing cost of operations, and
c. Improving overall efficiency.
3. Leads to achievement of organizational goals

The goals of an enterprise can be achieved only when the following factors take place :-

a. There is best possible utilization of resources,

b. There is a co-operative work environment,
c. The employees are goal-directed and they act in a purposive manner,
d. Goals can be achieved if co-ordination and co-operation takes place simultaneously
which can be effectively done through motivation.
4. Builds friendly relationship

Motivation is an important factor which brings employees satisfaction. This can be done by
keeping into mind and framing an incentive plan for the benefit of the employees. This
could initiate the following things:

a. Monetary and non-monetary incentives,

b. Promotion opportunities for employees,
c. Disincentives for inefficient employees.

In order to build a cordial, friendly atmosphere in a concern, the above steps should be
taken by a manager. This would help in:

a. Effective co-operation which brings stability,

b. Industrial dispute and unrest in employees will reduce,
c. The employees will be adaptable to the changes and there will be no resistance to
the change,
d. This will help in providing a smooth and sound concern in which individual
interests will coincide with the organizational interests,
e. This will result in profit maximization through increased productivity.
ii. Leads to stability of work force

Stability of workforce is very important from the point of view of reputation and goodwill
of a concern. The employees can remain loyal to the enterprise only when they have a
feeling of participation in the management. The skills and efficiency of employees will
always be of advantage to employees as well as employees. This will lead to a good public
image in the market which will attract competent and qualified people into a concern. As it
is said, “Old is gold” which suffices with the role of motivation here, the older the people,
 more the experience and their adjustment into a concern which can be of benefit to the
enterprise.

From the above discussion, we can say that motivation is an internal feeling which can be
understood only by manager since he is in close contact with the employees. Needs, wants and
desires are inter-related and they are the driving force to act. These needs can be understood by the
manager and he can frame motivation plans accordingly. We can say that motivation therefore is a
continuous process since motivation process is based on needs which are unlimited. The process
has to be continued throughout.

We can summarize by saying that motivation is important both to an individual and a

business. Motivation is important to an individual as:

1. Motivation will help him achieve his personal goals.

2. If an individual is motivated, he will have job satisfaction.
3. Motivation will help in self-development of individual.
4. An individual would always gain by working with a dynamic team.

Similarly, motivation is important to a business as:

1. The more motivated the employees are, the more empowered the team is.
2. The more is the team work and individual employee contribution, more profitable and
successful is the business.
3. During period of amendments, there will be more adaptability and creativity.
4. Motivation will lead to an optimistic and challenging attitude at work place.

Process theory of motivation

Process theory is a commonly used form of scientific research study in which events or
occurrences are said to be the result of certain input states leading to a certain outcome (output)
state, following a set process.
Process theory holds that if an outcome is to be duplicated, so too must the process which
originally created it, and that there are certain constant necessary conditions for the outcome to be
reached. When the phrase is used in connection with human motivation, process theory attempts to
explain the mechanism by which human needs change. Some of the theories that fall in this
category are expectancy theory, equity theory, and goal setting In management research, process
theory provides an explanation for 'how' something happens and a variance theory explains 'why'

Process Theories about Motivation

a) Expectancy Theory

Expectancy Theory argues that humans act according to their conscious

expectations that a particular behavior will lead to specific desirable goals.

Victor H. Vroom, developed the expectancy theory in 1964, producing a systematic

explanatory theory of workplace motivation. Theory asserts that the motivation to
behave in a particular way is determined by an individual’s expectation that
behaviour will lead to a particular outcome, multiplied by the preference or valence
that person has for that outcome.
Three components of Expectancy theory are:

1. Expectancy: E -> P. The belief of the person that her/his effort (E) will result
in attainment of desired performance (P) goals.
2. Instrumentality: P -> R. The belief of the person that she/he will receive a
reward (R) if the performance (P) expectation is met.
3. Valence: The value of the reward according to the person. (e.g. Is the reward
attractive to the person?)
The equation suggests that human behaviour is directed by subjective probability.

b) Goal Theory

Edwin Locke proposed Goal Theory in 1968, which proposes that motivation and
performance will be high if individuals are set specific goals which
are challenging, but accepted, and where feedback is given on performance.
The two most important findings of this theory are:

1. Setting specific goals (e.g. I want to earn a million before I am 30) generates

higher levels of performance than setting general goals (e.g. I want to earn a lot
of money).
2. The goals that are hard to achieve are linearly and positively connected to
performance. The harder the goal, the more a person will work to reach it.

c) Adams’ Equity Theory

Developed by John Stacey Adams in 1963, Equity Theory suggests that if the
individual perceives that the rewards received are equitable, that is, fair or just in
comparison with those received by others in similar positions in or outside the
organization, then the individual feels satisfied. Adams asserted that employees
seek to maintain equity between the inputs that they bring to a job and the
outcomes that they receive from it against the perceived inputs and outcomes of
others.

d) Variance Theory
Variance Theory within the Process Theory compares an employee's motivation to
his behaviors and needs. An employee feels more motivated when he believes that
the rewards of achieving a goal will materialize, will meet his needs and will match
the energy he put into accomplishing tasks.

PROCESS THEORY IN BOLLYWOOD MOVIE GOAL

Dhan Dhana Dhan Goal (English: Get Set Goal) is a 2007 Bollywood sport film. It was released on 29
November 2007, produced by Ronnie Screwvala and directed by Vivek Agnihotri for UTV Motion
Pictures. The film stars John Abraham, Bipasha Basu, Arshad Warsi and Boman Irani.

PLOT

Jaidev and Kavita Bhasin live a middle-classed lifestyle in Southall, England, along
with their son, Sunny. During the mid-80s Jaidev was a star football player for the
all-Asian Southall Football Club, and their team was very successful so much so that
it generated hatred from opposing mainstream Caucasian teams, who attacked
Jaidev and the team's coach, Tony Singh. This spelled the end of the team, and the
ground was then rented out for weddings and birthday parties. Jaidev wanted
Sunny to follow in his footsteps, but Sunny believed himself to be British and joined
the Aston Football Club. When the time came for selection, Sunny, often referred
to as 'Paki', was sidelined. Embittered, he joined the Southall Club, and he, and the
Captain Shaan Ali Khan, as well as Coach Tony Singh, steered the team to many
victories including a place in the semi-finals. Just before Southall team was to play
against Gatwick, they get the news that Sunny has flip-flopped again - this time he
has switched to the Melbourne Club in exchange for a fancy sports car, a 4
bedroom mansion, a handsome signing amount, and an equally generous weekly
allowance - leaving Southall to turn it's ground over to the Chair of the City Council
who wants to demolish it, and build a shopping mall and theme park in it's place.

It’s simple logic thrown to the winds. You can’t put your creative energies in a
sports movie, get your actors to do some grueling drills to fit the part and when it
comes to the crux, think the audience is a fool. What were you thinking of Mr.
Vivek Agnihotri?

The League Championship is entering its final stage and Southall Football Club is in
a strong position to win the three million-pound prize money, which will see them
through the lease of their ground for the next 30 years. Those who want the
ground, use unfair means by dangling a carrot in front of their star player, Sunny
Bhasin (John Abraham), whose presence in the team can make a difference
between a win and a loss. 

Sunny goes for the carrot. There’s a much bigger pay packet, a mansion to live in a
sports car and other perks offered to professional footballers which he can never
imagine to make playing for Southall. This transfer takes place two games before
the league comes to an end with Southall second on the points-table tally. A win in
the penultimate game will suffice to take Southall to the Trophy while a loss means
a must-win situation in the final league game. The penultimate game is lost and it
all boils down to the final. Sunny settles in a pub to watch the game and his dad’s
friend recognizes him. 

CRITICAL RECEPTION

Indiafm.com gave the film 3 Out of 5, saying that "On the whole, Dhan Dhana Dhan
Goal has an ordinary first hour, but the post-interval portions, especially the
exhilarating climax, makes up for everything."  Joginder Tuteja of India Glitz gave
3.5 of 5 stars stating the film is "One more sports anthem in 2007".

DIAGRAMMATIC PRESENTATION OF SCENES:

1ST SCENE:
Interpretation: Under this scene , Sunny (John Abraham ) & Shaan (Arshad varshi)
Shaan is trying to let Sunny come in his team through motivating him by offering
some benefits to the team and his value to the team.

2ND SCENE:
Interpretation: This scene is indicating that these both players are now become
friends after the match as Shaan is able to motivate Sunny to join his team to bring
his team to the top level as a football team .

3rd SCENE:
Interpretation: As south hall team is not able to win the matches, the coach of his
team (boman irani) tries to motivate his team by telling the past stories of a topper
team who face too much struggle in reaching to the top level and he told his team
to work hard and believe in themselves instead of being depressed by others non
reacting behavior .

4th SCENE:
Interpretation: In this scene , after getting motivated by their coach (boman irani)
the team tries to work hard to achieve their best with their maximum efforts which
leads to their ultimate victory