A

Micro - Project Report

On
Prepare a Micro Project Report
The Importance of Employee Productivity And Motivation

Submitted in partial fulfillment of the requirement for

the Diploma in Electrical Engineering

Submitted by:-
Rahul P.Hiwale
Vijay R. Chavandke
Tushar S. Wadhe

Guided by: -
Mrs. R. N. Tirale

DEPARTMENT OF ELECTRICAL ENGINEERING

PADM. DR. V. B. KOLTE COLLEGE OF ENGINEERING

(POLYTECHNIC), MALKAPUR

YEAR 2021-22

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 LSSBM’S
PADM.DR.V.B.KOLTE COLLEGE OF ENGINEERING
(POLYTECHNIC), MALKAPUR

Department Of Electrical Engineering

CERTIFICATE

This is to certify that “Rahul P. Hiwale, Vijay R. Chavandke, Tushar. S.

Wadhe” of Diploma in Second Year Electrical Engineering has submitted a
“ Prepare a report on The importance of employee productivity and
importance” during the academic year 2021-22 in a satisfactory manner in
fulfilment of the requirement for the Diploma in Electrical Engineering of
Maharashtra State Board Of Technical Education, Mumbai.

Mrs. R. N. Tirale Mr. J. D. Sonone

Guide Head of Electrical Engineering
Department Of Electrical Engineering

Mr. S. N. Khachane
Principal
Padm. Dr. V. B. Kolte College
Of Engineering and Polytechnic, Malkapur

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 DECLARATION

I Declare that written submission represents my ideas in my own words and where
others ideas or words have been included; I have adequately cited and referenced the original
sources. I also declare that I have adhered to all principals of academic honesty and integrity
and have not misrepresented or fabricated or falsified any idea/data/fact/source/in my
submission. I understand that any violation of the above will be cause for disciplinary action by
the institute and can also evoke penal action from the sources which have thus not been properly
cited or from whom proper permission has not been taken when needed.
Submitted By:-
Rahul P. Hiwale
Vijay R. chavandke
Tushar S. wadhe
(5th Semester)
Diploma in Electrical Engineering
VBKCOE, Malkapur
(2021-22)

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 ACKNOWLEDGEMENT

I feel great pleasure in expressing my deepest sense of gratitude and sincere thanks to
my guide Mrs. R. N. Tirale for his innovative guidance before and during the project work,
and continuous help without whom this would have been a very difficult task.
I would also like to extend my heartfelt gratitude to the Head of Department of Electrical
Engineering, Mr. J. D. Sonone who provided a lot of valuable support and sincere thanks to
the respected Principal Mrs. S. N. Khachane for his constant support and encouragement.
I express my sincere thanks for the guidance, valuable assistance and co-operation
extended to all the teaching and non-teaching staff members of the department. Last but not the
least I pay thanks and appreciations to my colleagues those who helped me in developing the
project report and willingly helped me out with their abilities to complete the micro-project
successfully.
Submitted By:-
Rahul P. Hiwale
Vijay R. chavandke
Tushar S. wadhe

(5th Semester)
Diploma in Electrical Engineering
VBKCOE, Malkapur
(2021-22)

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 Part A
1. Title of micro project: - Prepare a report on The importance of
employee productivity and importance
2. Brief Introduction:-
An employee is an individual who was hired by an employer to do a specific job. The
employee is hired by the employer after an application and interview process results in his or
her selection as an employee. This selection occurs after the applicant is found by the
employer to be the most qualified of their applicants to do the job for which they are hiring.
Employee productivity can be defined as the amount of work (or output) produced by
an employee in a specific period of time. As a manager, you have the power and
responsibility to help your teammates do their best work. Three ways to measure employee
productivity include: Measuring goals. Measuring quality of ensure employee productivity
will show how efficient the employees are for a task or project. This metric itself can be used
to determine if a project needs more or less workers. So if the quality of work outputted is
justified by the amount of hours being put in and, as a numeric measurement. There is an
optimal level of productivity for each task or project where productivity is the main driver of
progress.

Fig. Employee Productivity

3. Aim of Micro-Project:-
• To know about employee
• How it is work in production

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4. Action Plan:-

Planned
Sr. Planned
finished Name of team
Details of activity start
No. Date member
Date
Discuss with group members about
Rahul P. Hiwale
1 project 20/12/2021 20/12/2021

Distribute each team members one

Vijay R. chavandke
2 point 21/12/2021 21/12/2021

Collect the information about

3 21/12/2021 24/12/2021 Tushar S. Wadhe
induction motor.

Vijay R. chavandke
4 Prepare a Report. 23/12/2021 27/12/2021
Tushar S. Wadhe

5. Resource Required:-

Sr.
Name Of Resource Specification Quantity Remark
No.
Management
1 1 -
Book

2 Network ---- ------ -

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 Part B
1. Title of micro project: - Prepare a report on The importance of employee
productivity and importance
2. Brief description: -
An employee is an individual who was hired by an employer to do a specific job. The
employee is hired by the employer after an application and interview process results in his or
her selection as an employee. This selection occurs after the applicant is found by the
employer to be the most qualified of their applicants to do the job for which they are hiring.
Employee productivity can be defined as the amount of work (or output) produced by
an employee in a specific period of time. As a manager, you have the power and
responsibility to help your teammates do their best work. Three ways to measure employee
productivity include: Measuring goals. Measuring quality of ensure employee productivity
will show how efficient the employees are for a task or project. This metric itself can be used
to determine if a project needs more or less workers. So if the quality of work outputted is
justified by the amount of hours being put in and, as a numeric measurement. There is an
optimal level of productivity for each task or project where productivity is the main driver of
progress.
Employee Productivity: Business owners need employees that are able to get the
job done, because employee performance is critical to the overall success of the company.
Business leaders need to understand the key benefits of employee performance so that they
can develop consistent and objective methods for evaluating employees. Doing so helps
determine strengths, weaknesses and potential managerial gaps in the business organization.
Although performance evaluations are never fun, they help business leaders determine
performance levels for each employee.

Motivation:
The word ‘motivation’ is derived from Latin word ‘Movers’ which means ‘to move’ (Luthans, 2002).
According to the Oxford Advance Learner Dictionary (2006), motivation is the element that propels a
person to do something or behaves in a particular way. This is why Akinwunmi (2000) conceived of
motivation as the psychological state of mind that causes a person to behave in a way that will make the
accomplishment of goals possible. Kootz (2005) defined motivation as a general term that drives desires,
needs and wishes. Analoui, (2000) sees motivation as the general set of forces that cause someone to act

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or react in certain ways.
Cole (2002) defined motivation as the processes, both instructive and rational which occur in an
individual when seeking to satisfy perceived needs and wants. It is the term used to describe those
processes both instinctive and rational by which people seek to satisfy the basic drives, perceived needs
and personal goals which trigger overt behavior. Oyedeji (1998) defined motivation as one of the ways
of making people to put forth their best efforts in an efficient and

The meaning of Productivity

Productivity is one of the most important elements of any work organization and any
organization that is not optimally productive cannot withstand the test of time. It has-
been argued that productivity is one of the basic variables governing economic
production activities and perhaps the most important one (Tandem, 2002).Conceptually,
the term is generally defined as the relationship or the difference between output and
input, that is, the difference between what is expended on a given product and what the
product returned. In a practical sense, the term is an ambiguous term which could be used
on both tangible and intangible resources. Generally, researchers on the subject has seen
it as not only a relative term but also a term which in actual senses cut across virtually
every aspect of the production process (Singh, Motswana & Kumar, 2000). Productivity
is therefore closely connected to the use and availability of resources; this means that
productivity is reduced if a company’s resources are not properly used; it is strongly
linked to the creation of value. Thus, high productivity is achieved when activities and
resources in the manufacturing transformation process add value to the products
(Kinnander & Gröndahl, 1999). Furthermore, the opposite of productivity is represented
by waste, and it is usually caused by indolence and other counter-productive work
behaviours.
According to Tangem (2002), productivity is the output of an industrial concern in

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relation to the materials, lab our, etc, employed. It is simply the measure of how well an
operation system functions. Technically thus, productivity is said to be a measure of how
effective all the factors of production have been put into use (Mullins, 2004). However
since it is the labour that is responsible for the utilization and management of all other
factors of production, thus, the productive capacity of the laborers are usually given
utmost attention in many researches on productivity (Misterek, Dooley & Anderson,
1992; Koss & Lewis, 1993; Mullins, 2004; Armstrong, 2006).In this regard, productivity
is the effectiveness of

Motivation and Productivity: What Nexus?

Various studies have established the correlates between staff motivation and
productivity in an organization. According to Bob (1997), to accomplish organizational
objectives, the management must not only create a favorable environment in which the
employees must work but motivate workers to greater productivity. An unmotivated
worker becomes a liability to the organizational setting (Akintoye, 2000). Motivation is
therefore very important to management, for it is a reflection of management efficiency
and workers’ effectiveness.Ubeku (2004) viewed motivation of workers through wages
and salaries as directly consequential to the productive level of the employees.Ogunsaju
(2006) defined motivation as something that manager needs to do to get the worker
respond to certain expected ways. Robbins (2000) defined motivation as the process that
account for an individual’s intensity, direction and persistence of effort toward attaining a
goal.

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 Descriptive Analysis of Employees’ Productivity
11 Description of target meeting habit of Frequency Percentage
fellow employees
Good 70 53.8
Fair 55 42.3
Bad 05 3.9
Total 130 100.0
12 Target meeting habit over time Frequency Percentage
Often 78 60.1
Not often 52 39.9
Total 130 100.0
13 Level of task fulfillment Frequency Percentage
High 79 60.7
Low 51 39.3
Total 130 100
14 being keen about achieving the Frequency Percentage
organizational goals
Kin 60 46.2
Not kin 70 53.8
Total 130 100
15 aggregate description of employees’ Frequency Percentage
performance
Okay 77 59.2
Fair 44 33.8
Not okay 09 7.0
Total 130 100

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Fig. Employee Motivation

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 Fig Employee Meting

Importance of Motivation:

1. Motivation helps change negative attitude to positive attitude:

Without motivation the employees try to perform minimum activities in the organization.
But the motivation fills in the desire to perform to their maximum level. All the resources
of the organization are of no use unless and until the employees use these resources. The
motivated employees make best use of the resources.

2. Motivation improves performance level of employees:

The motivation improves the efficiency level of employees which means the employees
start performing the job to the best of their ability with minimum wastage of time and
resources because motivated employees always go for best utilization of resources. The
motivation bridges the gap between the ability to work and willingness to work and
willingness always improves efficiency.

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3. Helps in Achieving the Organizational Goal:
The motivated employees always try to achieve the organizational goal and contribute
their best efforts for the realization of organizational goal as they know with the
achievement of organizational goal only they can achieve their personal goal. All the
employees contribute their efforts in one direction of accomplishment of goal.

4. Motivation creates Supportive Work Environment:

In motivation the relations between superior and subordinates are always improved.
When the employees get their need satisfied or get the recognition and respect in the
organization then they always offer a supportive hand to superiors. There is more
co-operation and co-ordination in the organization and all the employees work with the
team spirit.

5. Motivation helps the managers to introduce changes:

The motivated employees show less resistance in accepting the changes according to
changes in the business environment because they know if the changes are not
implemented in the organization, not only the organization will lose by this but the
employees also will find it difficult to get their needs fulfilled. Motivated employees are
always supportive and co-operative in accepting changes in the organization.

6. Reduction in Employees’ Turnover:

The motivation creates confidence in the employees to get their needs satisfied in the
organization itself. They always select the alternative to remain in the organization and
increase their earning rather than leaving the organization and increasing their earnings.
With motivation the turnovers are less because the satisfied employees never leave the

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job.

Fig Shows the Benefits of Employee Work Motivation

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 Motivation can be divided into the following four types:

(i) Positive Motivation.

(ii) Negative or fear Motivation.
(iii) Extrinsic Motivation.
(iv) Intrinsic Motivation.

(i) Positive Motivation:

Positive Motivation makes the people induce to do their work in the best possible manner
they can and improve their performance, it provides better facilities and rewards for their
better performance. Such reward and facilities may be financial and non-financial.
Financial or Monetary motivation may include different incentives wage plans, bonus etc.
Non-financial or non-monitory motivation may include promotion, raise for the work,
participation in decision making, recognition etc.
Monetary incentives provide the worker a better standard of life while the non-monetary
motivation satisfies the “ego” of the man. Heedless to say, positive motivation seeks to
create a brighter, more cheerful and optimistic atmosphere in the enterprise.

(ii) Negative or Fear Motivation:

Negative Motivation aims at controlling the negative efforts of the workers and seeks to
create a sense of fear or an uncongenial and unhelpful environment for the worker where
he has to suffer for lack of good performance. So, management induces him to work
positively in the interest of the organization. It is based on the concept that if they man
fails in achieving the desired results, he should be punished. Punishments, reprimands,
fear of loss of job are some of the methods which are usually taken as a means to direct
the man in the desired direction.
Under this method, man works in fear and tends to produce minimum enough to get
safety. The negative motivation may also be classified into monetary and non-monetary

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motivation.
Wages may be cut in case he produces below the standard fixed, keeps himself away the
work if he creates indiscipline in the organization. The non-monetary negative motivation
may include reprimands, cut in facilities and greater control on the activities etc. This is
based on the presumption that man works out of fear.

(iii) Extrinsic Motivation:

This motivation is induced by external factors which are primarily financial in nature.
These incentives and rewards have been a subject of debate, whether I hey really
motivate the employees or simply move them to work and perform. These motivations
include higher pay, fringe benefits like retirement plans stocks options, profit sharing
schemes, health and medical insurance, maternity leave, paid vacation etc.

(iv) Intrinsic Motivation:

This is concerned with the state of self-actualization, in which the satisfaction of
accomplishing something worthwhile motivates the employee further. These are
primarily non-financial rewards. For instance, there are many retired doctors who work
free in the hospital because it gives them a sense of accomplishment and satisfaction.
Some of the intrinsic motivations are praise, recognition, responsibility, esteem, power,
status, participation etc.

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Theories of Motivation:
Motivation is defined as the force that energizes, directs and sustain human behavior.
Theories of motivation basically belong to two categories, i.e., content theories and
process theories. Content theories try to explain the needs and need formation. Process
theories try to explain how motivation takes place.

A. Content Theories of Motivation:

Content theories of motivation focus on the inner needs that motivate behavior. In an
effort to reduce or satisfy their needs, people will act in certain ways. It can be shown in
figure 8.2. This approach is associated with such thinkers as Maslow, Alerter, McGregor,
Herzberg, Atkinson and McClelland.

Some of the benefits of motivation which helps the organization in the increase in
the productivity are

Higher productivity levels- If people are motivated to work faster and more efficiently,
this will lead to more output. This can enable your company to do more, and even sell
more.
More innovation- Not only wills they produce more, but motivated employees are also
more likely to make the offering even better. Being highly focused on the product or
service, motivated employees will see areas for improvement and will be driven to work
to enhance these.
Lower levels of absenteeism- Motivated employees are happier with their working lives
and have a goal that they are working towards. These employees are less likely to miss
work without good reason as they feel that this could delay their progress.

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Compared to unmotivated employees, motivated employees:

1. Handle uncertainty better

Because motivated employees are much more engaged, they are also more self-confident
in what they do. Consequently, they know how to react in difficult situations.

2. Are better problem-solvers

Problem-solving skills are something most employers look for in their employees. If you
have employees who are motivated, they will also work harder to solve problems and
challenges.

3. Are more innovative and creative

When employees are motivated and engaged, they think about innovative ideas that could
help optimize business performance.

4. Are proactive
Motivated employees proactively look for new solutions to eliminate challenges and
achieve goals. They don’t wait for feedback and they often evaluate their own work.

5. Are more productive

More motivation and engagement often lead to more productivity. Therefore, companies
with motivated employees are often more productive than others. In fact, Hay Group’s
research on employee motivation proved that offices with engaged employees are 43%
more productive.

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6. Understand the company’s goals better
Motivated employees want to understand how their work contributes to the overall
company success. Therefore, they always want to understand what the company’s
mission, vision, and objectives are.

7. Work towards achieving their own goals

By understanding the company's goals, motivated employees are excellent in
understanding and achieving their own goals.

8. Work towards achieving the company’s goals

In addition to working hard to achieve their own goals, motivated employees also care
about achieving team and company goals.

9. Are more customer-centric

Whether you are in B2B or B2C business, more engaged employees will always care
about your customer satisfaction.

10. Stay with the company longer

Fluctuation is one of the biggest workforce problems. Businesses with engaged
employees have an 87% higher employee retention rate.

11. Are more adaptable and open to changes

Agility is something every employer is trying to achieve. Employees with higher
motivation rates are more open to change and are more prompt to agile way of working.

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Fig Shows Employee Motivation

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3. Actual Resources Used:-

Sr.
Name Of Resource Specification Quantity Remark
No.
1 Management.
1 -
Book
2
Network ---- ------ -

4. Skills Developed/Learning Out Of This Micro Project:-

• Student able to make proposal.
• Give information about Types of generator used in wind power plant.
• A student is able to find or collection of information.

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 TEACHER EVALUATION SHEET

Name of Student: Rahul P. Hiwale Enrolment No.:-1815650070

Name of Programmer: -Electrical Engineering Semester:-Fifth

Course Title: -Management (MAN) Code:-22509

Title of the Micro-project: - Prepare a report on the importance of employee productivity and motivation

Course Outcomes Achieved:-

• Learn about motivation

Know about employee productivity

Rubrics for Assessment of Micro-Project

Sr. No Characteristic to be Poor Average Good Excellent
Assessed (Marks 1- (Marks4-5) (Marks6-8) (Marks9-10)
3)
1. Relevance to course
2. Literature survey
3. Project proposal
4. Completion of target
5. Analysis & representation
of data
6. Quality of
Prototype/Model
7. Report preparation
8. Presentation
9. Defence
Micro- Project Evaluation Sheet

Process Assessment Process Assessment

Part A Project Project Part B Project Report / Individual Presentation Total
Proposal (2 Conductivity Working Model (2 Viva (4 Marks) Marks
Marks) (2 Marks) Marks) 10

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• Comments / Suggestion about team work / leadership / inter-personal communication ( if
any )

• Any other comments:

Name and Designation of Faculty Member:-Prof. R. N. Tirale

Signature:

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 TEACHER EVALUATION SHEET

Name of Student: Vijay R. Chavandke Enrolment No.:-1815650066

Name of Programmer: -Electrical Engineering Semester:-Fifth

Course Title: - Management (MAN) Code:-22509

Title of the Micro-project:- Prepare a report on the importance of employee productivity and motivation

Course Outcomes Achieved:-

• Learn about motivation

• Know about employee productivity

Rubrics for Assessment of Micro-Project

Sr. No Characteristic to be Poor Average Good Excellent
Assessed (Marks 1- (Marks4-5) (Marks6-8) (Marks9-10)
3)
1. Relevance to course
2. Literature survey
3. Project proposal
4. Completion of target
5. Analysis & representation
of data
6. Quality of
Prototype/Model
7. Report preparation
8. Presentation
9. Defense
Micro- Project Evaluation Sheet

Process Assessment Process Assessment

Part A Project Project Part B Project Report / Individual Presentation Total
Proposal (2 Conductivity Working Model (2 Viva (4 Marks) Marks
Marks) (2 Marks) Marks) 10

• Comments / Suggestion about team work / leadership / inter-personal communication ( if

24
 any)

• Any other comments:

Name and Designation of Faculty Member:- Prof. R. N. Tirale

Signature:

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 TEACHER EVALUATION SHEET

Name of Student: Tushar S. Wadhe Enrolment No.:-2015650143

Name of Programmer: -Electrical Engineering Semester:-Fifth

Course Title:- Management (MAN) Code:-22509
Title of the Micro-project:-. Prepare a report on the importance of employee productivity and motivation

Course Outcomes Achieved:-

• Learn about motivation

• Know about employee productivity

Rubrics for Assessment of Micro-Project

Sr. No Characteristic to be Poor Average Good Excellent
Assessed (Marks 1- (Marks4-5) (Marks6-8) (Marks9-10)
3)
1. Relevance to course
2. Literature survey
3. Project proposal
4. Completion of target
5. Analysis & representation
of data
6. Quality of
Prototype/Model
7. Report preparation
8. Presentation
9. Defence
Micro- Project Evaluation Sheet

Process Assessment Process Assessment

Part A Project Project Part B Project Report / Individual Presentation Total
Proposal (2 Conductivity Working Model (2 Viva (4 Marks) Marks
Marks) (2 Marks) Marks) 10

• Comments / Suggestion about team work / leadership / inter-personal communication ( if

any)
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• Any other comments:

Name and Designation of Faculty Member:- Prof. R. N. Tirale

Signature:

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