ASSESSMENT OF EMPLOYEES MOTIVATION AND IT’S IMPACT

ON PRODUCTIVITY

(A CASE OF GONDAR MOHA SOFT DRINK BRANCH)

THIS PROPOSAL SUMBITED TO DEPARTEMENT OF

MANAGEMENT FOR Partial FULFILLMENT OF BA DEGREE IN
MANAGEMENT

PREPARED BY: ABAY DESSIE DEMAS

ID NO 076/19

GONDAR UNIVERSITY

COLLEAGE OF BUSINESS AND ECONOMICS

DEPARTMENT OF MANAGEMENT

GONDAR, ETHIOPIA

June, 2014 E.C

 ABSTRACT

Employee Motivation will its own impact on productivity in MOHA Soft Drink
Company GONDAR Branch. The objective of the study is to assess the existing
Motivational strategies in MOHA Soft Drink to analyze and evaluate its impact on
employee’s productivity.
This Study is intended to assess the impact of employee motivation on productivity in
case of MOHA soft Drink share company Gondar branch the study is significant to
MOHA to identify motivational problems of the company and take corrective measures
and researcher to acquire more experience on research.
The study was conducted at Gondar MOHA soft drink Company from nonmember to
June, 2013 and used a simple random sampling technique. By using both primary
and secondary source of data. The methods that are to collect the necessary
information are questioner and interview. Both open and close ended equation is
included in the questionnaire the interview method that use in this research is
structured one. The results were analyzed through Descriptive method of data
analysis such as tables, averages and percentages. Finally the researcher was
interpret the data in understandable and communicable manner to the reader and
was put his own conclusions and recommendations.
Acknowledgement
First and for most, my thanks goes to the almighty God, for every thing he has done
for me to accomplish this research.
Secondly, my deepest gratitude goes to Ato MULUYE (BCS,) for his wonderful
consultancy and effective advisory role throughout the study.
Thirdly, I would like to thank Ato meseret sisay for her immense contribution in writing
the whole part of the study with fired.
Finally, my acknowledgment goes to different individuals including the manager of
MOHA Soft Drink in Gondar branch forgiving information and providing different
support for the study.
 CHAPTER ONE
INTRODUCTION
1.1 Background of the organization

This section is the brief review of history of Gondar Pepsi cola plant in particular and
MOHA soft drink in general.
Soft drink are known to have first introduce in Ethiopia in the 1920s, particularly
MOHA soft drink company establish on march 26, in 1944 E.C in the form of joint
venture with two person in Gondar town specifically in PIYASA. MOHA hold 52% of the
market share in soft drink industry in the country. With an expansion and
replacement of obsolete machinery, production capacity of the plant has increased
substantially.
MOHA Pepsi cola soft drink industry has different bottling plant which has found in
different part of country. From those branch Gondar MOHA soft drink branch is one
of the fastest growing industry in Central part of Gondar in Amhra region which is
located at the Central direction 75 KM far from Bhiar Dare.
The major product of Gondar MOHA soft drink industry are; Pepsi cola, Miranda
orange, 7-up, Miranda tonic, Miranda apple, and bottled water products.
The annual turnover of the company has reached to birr 656 million & sales stands at
average annual growth rate of 14%.
MOHA soft drink industry has adhered to Pepsi cola international standards and good
manufacturing practices (GMP).
1.2 Back Ground of the Study
The Survival of organization is only possible through effective and efficient
management of organization resources.
Human resource is one of these resources that need to be well managed. As a
resource, human resource plays a vital role in achieving both the long run and
short run objectives of the organization. Managing people at work is not easy
like managing of others resources because of complex nature of human being
(Macmillan India Ltd, 2005).
Even, in a single organization employees have different personality, attitudes,
beliefs and values. Hence, we need different approaches (Mean) to motivate
them. Taking in to account people’s complicate psychological make up
managers must use different strategies and skills motivating employees for the
survival and best performance of the organization.

Employee Motivation is directly related to a firm’s productivity. Motivated

employees feel encourage to work towards achieving the goals of the firm while
at the same time, they achieve their goals (WHETTEN and Cameron, 2003).
The study of Motivation important for worker will tend to be as efficient as
possible by moving up on their skill and knowledge, for performing any task,
two things are necessary, they are :
 Ability to work
 Willingness work
A comprehensive understanding of the way in which organization function
requires that at least some attention to be directed toward the question of why
people behave as they do on the Job. An understanding of the concept of the
motivation is thus essential in order to comprehend more fully the effect of
variations in factors such as leadership, job design and salary systems they
related to performance, satisfaction and forth. (Ibid)
Employee motivate is the base for productivity of one organization so, the
researcher was conduct the study in MOHA soft Drink share company Gondar
branch, because of in developed country employee motivation is well
implemented (Practice), but in our country context their is no any researchers
who is able to identify motivational factors and also their is no any organization
on which employee motivation well implemented (Practices) so, the researcher
is initiated to clearly identified the problems.
1.3 Statement of the Problem
Motivation is one of the essential activities of organization in quality of
productivity. The one who a manager in an organization must focus on
motivation and productivity. Employee motivation is one of the policies of
managers to increase effectual job management amongst employees in
organizations (Shadare et al, 2010).

Motivated employee is responsive of the definite goals and objectives he/she

must achieve, therefore, he/she directs its efforts in that direction. Employee
plays an important role in accelerating organizational development (Bulent et
al, 2009). Motivation is an internal strength that driver individuals to pull off
personal and organizational goals (Reena et al, 2009)

Motivation formulates an organization more successful because provoke

employees are constantly looking for improved practices to do a work, so it is
essential for organization to persuade motivation of their employees
(Kalimullah et al, 2010)

Currently their are many problems in the study area those are:- Insufficient
basic salary, availability of bones & over time , Unsuitable work in condition,
No compensation for good performance and bad supervision from their
management. The other researcher side that, conducive work condition,
Motivational techniques other than payment system such as recognition, clear
communication, accountability to job, job satisfaction training, improving the
management system, consistent and clear job description should be designed
according to their qualification and performance, but this creates a gap among
researchers to fill this gap the researcher raised the following equations.
 What are the roles of employees in productivity?
 How motivation factors affects performance of employees?
1.4 OBJECTIFE OF THE STUDY

1.4.1 General Objective

The study is investigated the existing Motivational strategies in MOHA
soft Drink and analyze and evaluate its impact on employees
productivity.
1.4.2 Specific Objective
 Evaluation of employee satisfaction with the motivational practice
of the company
 Suggesting possible solution to the existing Motivational problems
 To know the motivational polices and practice in giving the intend
results.
 To know the MOHA work environment contribute to employee
Motivation or not
 To know whether there is a relationship between compensation
and employee motivation in MOHA.
1.5 SIGNIFICANCE OF THE STUDY
The reason for the existence of any kind of business in the market is to make
profit. Effective & efficient production of products and market them for
customer are always pre requisite for making profit. Therefore, a cues study on
motivation benefits the organization to reach target profit level through
employee motivation:-
 It was helping MOHA to identify Motivational problems of the
Company and take corrective measures.
 The findings & recommendation are suggested the MOHA soft Drink
Company help’s other Company
 The study was also helps the researcher to acquire more experience
on research.
 And finally, the study can attract or the researcher to take extensive
research paper on the company to fill researcher gap.
1.6 SCOPE OF THE STUDY
This study was intended to assess the impact of employee motivation on
productivity in case of MOHA Soft Drink Share Company Specifically Gondar
branch.
 CHAPTER TWO
REVEW OF RELATED LITERATURE
2.1 INTRODUCTION
What is motivation? What Factor Influence motivation?
The challenge of an organization leaders and manager to motivate is expectedly
complex. They must find out what workers for them in their situation in their
perspective organization.
The chapter addresses different traditional theories and some aspects if their
application in today’s business environment. It also of motivation and some briefly
touches some method of motivating employees at work places.
Finally, it summarizes the challenges of motivations in today’s business environment.
(Agarwal 1982:193).
2.2 MOTIVATION: DEFINED
It is evident that motivation directs our behavior towards specific goals. Especially,
performance of works in organization is highly influenced by the motivation practices
of the organization. The reason for studding motivation of personnel is the desire to
secure or maintain optimum performance form employees.
Performance can be seen as a function of the individual’s knowledge and motivation
(willingness to perform). The more presence of ability & knowledge can note guarantee
that the individual will put forth his best effort. There is another factor operating in
the situation, namely motivation which finally determines the effort which can
reasonably be expected from such employee. (Its Chandan 1994:55).

This chapter tries to present brief discussion of the major motivational theories that
must be taken in account while managing employees in the wok place to all managers
will be sensitive to variation in employee’s needs, abilities & goals.

Motivation can be defined in a verity of ways depending on which goals ask. If you ask
someone on the street, you may get a response like. “It what drives us” or “Motivations
what makes us do the things we do”. As far as the formal definition, motivation can
be defined as forces within an individual that account for the level, direction and
persistence of effort expanded at work (Schermerhorme etal 1984:76). The term
motivation was organize derived from Latin work “Mower” which means to move (Steer
& porter 1983:3).

Motivation has been defend in different way by different authors; there is no single
universally accepted definition for this term. To mention few, motivation was defined
as stimulation to action resulting from the individual’s desire to reach or established
goal or purpose (Smith 1961:584).
It has also defined as those Psychological processes that cause the arousal and
persistence of voluntary action that are goals directed (T.R. Mitchell 1982:80).
Those from the above definitions we understand that motivation is orating a force in
and individual that cans him, her towards desired action.

2.3 IMPORTANCE OF STUDING MOTIVATION

A. Motivation is one of the important elements in the directing process.

B. Worker will tend to be as efficient a responsible by moving up on their skill &
knowledge.
C. For performing any two things are necessary, they are:
 Ability to work
 Willingness work
Without willingness to work, the ability to work is no use. Willingness to work can be
treated any by motivation.
In other words, for organization to be effective, it most come to grips is the
motivational problems of simulation by the direction by the decision to participate and
the decision to product at work (Andent, 2003:5) and also, motivations are a concept
presents a multitude of factors in the organization set up. A comprehensive
understanding of the way in which organization function requires that at least some
attention to be directed toward the question of why people behave as they do on the
job.
An understanding of the concept of the motivation is thus essential in order to
comprehend more fully the effects of variations in factors such as leadership, job
redesign, and salary systems they relate to performance, satisfaction and forth (Ibid).
Finally, organizations are used to see their financial and physical resources form along
term perspective, only recent sly have they begun to seriously apply this same
perspective to their human resources many organizations are how beginning to pay
increasing attention to developing their employees as future resources up on which
they can draw as they grow more concern is being directed in addition toward
simulating employees to enlarge their job skills through training, job designing and job
rotate: on and so an at both the blue color and the white color levels in an effort to
ensure a continual reservoir of well-trained & highly motivated people (Richared M.
Steers 1972:1-2) for these reasons, the topic of motivation has been going increased
attention by both managers and organizational behaviorists.
Once we have discussed the importance of studding motivation let us try to consider
different motivational theories.

2.4 THEOIES OF MOTIVATION

In order to understand more fully how motivation occurs, it is helpful to examine three
concepts.
1. Intrinsic Motivation
2. Extrinsic Motivation
3. Vicarious Motivation
The term intrinsic & extrinsic Motivation refers to the sources of motivation and the
nature of its consequences. The source of intrinsic motivation is a need or other
stimulus that occurs in an individual extrinsic motivation, on the other hand, is
caused by incidents or stimuli: that occur externally, extrinsic motivation takes place
when out comes occur externally and their relationship to the motivated behavior is
arbitrary rather than natural. (Jit S. Chandan 1994:54) and finally, vicarious
motivation refers to the fault that seeing others rewarded or punished function as a
motivator by arousing a person’s expectations that he is likely to experience similar
out comes for his own comparable performance white and (Bendar, 1991: 145-146).

There appears to be no single cause of motivation manage factor are believed to

influence a person’s desire to work or to behave in a certain way, different theories of
motivations have been forwarded in explaining human behavior at work place in
different situations, their theories are grouped into two tipes Namely: The content
theories and process theories.
Content theories explain motivation as primarily a phenomenon occurring within
individual. In other word, these theories emphasize explicit on the attempts to develop
and understanding of human needs, it focuses on the factor within the people that
energize, direct, sustain and stop behavior (John Invancevith, 1994:1240).

Process theories on the other hand provide description and analyses of how behavior
is energized, directed, sustain and stop behavior (John Ivancevith, 1994:1240).

Process theories on the other hand provide a description and analysis of how behavior
is energized, directed, sustained and stopped (Jhon Invancevich 1994: 1240) these
theories are concerned with the means by which effort related decision are made.

In the following section, different types and concepts of motivation theories and their
implications will be discussed.

2.5 CONTENT THOR’S OF MOTIVATION

Content theories suggest that motivation is interim sic (initiated within individual) and
focus on what stimulates or arouses individual behavior. On view suggest that
motivation is linked to need satisfaction, according to this view, motivation occurs
when a felt need or deficiency within individuals initiates derive toward a specific goal.
Content theories of motivation use individual need to explain the behavior & attitudes
of people at work, these theories are usually concerned with individual needs or the
arrangement of those needs in some hierarchy or order importance, (White and
Bender, 1991L148), Although each of the following theories discusses a slightly
different set of needs, all agree that needs cause tensions that influence attitudes &
behavior.
Included in these theories are, Maslous’s Heracchy of needs, Alderfer’s ERG theory.
Frederick Hertzberg’s two factor theory and Maceed’s theory of learned needs. For our
purpose consider two main types of motivation theories.
 2.6 Maslow’s Hierarchy of Needs
According to gray and strike (1984:76) Maslow’s Hierarchs of Need is one of the most
dominant & widely practiced theories of motivation. This theory assumes that human
behavior is influenced when individuals’ or groups of individual’s attempts gratify their
unsatisfied needs (Andent, 2003:11).

Maslow’s theory contends that each of five needs, either by itself or in combination of
other needs, is capable of motivating behavior. However, the needs are arranged in a
distinct hierarchy is the appearance of one need resting up on full or partial
satisfaction of other more proponent needs thus according to Maslow’s need hierarchy
a clear pattern of need progression exists the exception to the need progression
process is self actualization as people experienced self actualization, they desire more
rather than less of this need (Steven L. and marry Ann, 2000:67).

Maslow’s theory assumes that a person attempts to satisfy the more basic Needs
(Physiological) before diversifying behavior towards satisfying upper laves. In addition,
according to Maslow’s when a need increases in strength, then the decrease in the
strength of a satisfied need led Maslow to assert threat satisfied need is not motivator.
(Adnent, 2003:11). According to Maslow there are five basic needs (or Motives) are
common, on to all mentally healthy adults these needs includes:
I. Psycholpical
II. Safety Needs
III. Social Needs
IV. Esteem Needs
V. Self-Actualization Needs
To put in details:
I. PSYCHOLGICAL Needs
Their needs are concerned with life necessities, such as food, air, and the needs for
rest, and some other essential to our existent. (Jit S. Chandan 1982:62).
II. SAFETY NEEDS
Also known as security needs, these include the for protection against danger, the
need for freedom from threat and deprivation and protection against hazards
things. In other words, these are the assurance that basic physiological needs will
be satisfied in the future (Ibid).
III. SOCIAL NEEDS
These needs deals with need to belong to community giving and receiving love,
friendship, affiliation needs there imply that employees need interaction with their
peers and community at large (Jit S. Chanada, 1982:63)
IV. ESTEEM NEEDS
These are the needs for self-respect and for respect from others self esteem
encompasses such items as self-confidence, achievement and independence, the
esteem from others deals with one’s regulation, status, and recognition. Hence
employees need to be respected appreciated by their bosses (Ibid).
V. SELF-ACTUALIZATION NEEDS
These are the needs for self fulfillment: the need to reach one’s potential by
making maximum use of abilities and skills. (S it S. Chandan 1982L62).

If a manager embraces Marlow’s hierarchy, he/she will motivate employees,

keeping the order of need in mind.
Maslow’s needs hierarchy is one of the best known motivational theories, but the
model is too Muchrisid to explain the dynamic and unstable characteristics of
employee needs. According to Griffin (1984:388) we cannot limit the level need &
the order of the level & be affected by environmental factors.

2.7 HERTZBERG’S TWO FACTOR THEORY

The two factor theory of work motivation (also known as the Motivator hygiene
theory) added an additional dimension to motivation theory and focused attention
on Motivation in the work place. While studding mangers in engineering and
accounting firms, Hertzberg concluded that two separate and distinct sets of
factors influence individual motivation. Hertzberg referred to there groups of factor
satisfiers and dissatisfies even fumy Motivators and hygiene. (F. Hertzberg. etal
1959:148).
Hertzberg argue that hygiene factors in the work setting are sources of job
dissatisfaction also he says that Motivator’s factors in work tasks are source of job
satisfactions. (f. Hertzberg. etal 1959:148) Early research suggested that factors in
the work environment (hygiene) such as working conditions, pay, and technical
supervision could prevent dissatisfaction but did not contribute to an employee’s
Motivation. Instead, factors related to the job itself (e.g. opportunities for
achievement, recognition, Meaningful work growth, responsibility know as
Motivation, Influenced work Motivation. (White and Bendar 1991:152).

Two factor theories has caused managers to question traditionally held views about
the importance of such things a fringe benefits, technical supervision and working
conditions on job performance and productivity. His theories can be summarized
by quote from him, “If you want people to do a good job, give them a good job to
do”. (S it S, Chanda, 1982:67).

2.8 PROCESS THORIES OF MOTIVATION

So far, we distinguished the content theories from process theories. Content
theories explain why people have different Needs at different times, whereas
process theories describe the processes though which need deficiencies are
translated into behavior process theories equate Motivation in the decision to act or
put forth effort. These theories are concerned with the means by which
individually gather and analyze information and the process by which effort related
decisions are made. (S It S, Chandan, 1982:76)

2.9 METHODS OF MOTIVATIONG EMPLYEES

We have discuss different concepts of motivation theories that can be translate by

managers into practices although the theories have their own short comings
(Ivance VIC, 1990:308) we cannot say a particular kind of motivator can motivate
all the employees in and organization, because individual needs and wants vary
depending on many factors (Sochar age, Sex, education, status, Background).
 However in this section, I will try to explain some of the common Motivators
(IvanceVIC, 1990:308).

2.10 THERE ARE TWO BROAD MEANS OR TOOLS OF MOTIVATION

Applied by Mangers (Ivance VIC, 1990:308) there are:
 Non-Financial Means of Motivation and
 Financial Means of Motivations
Non-Financial Means of Motivation
There categories of Motivation include:

2.10.1 Job Enrichment

Job enrichment occurs when employees are given more responsibility for scheduling,
coordination and planning their own work. Although some writers suggest that job
enrichment is any strategy that increase one or more of the core job characteristics,
Hertzberg said that jobs were enriched only through autonomy and the resulting
feeling of responsibly (Steuen L. & Marty Ann, 2000:115) Viewed in terms of
Hertizbrigs motivational factors, Job environment occurs when the work itself is more
changing, when difficult, repetitive and boring tasks are minimized, when achievement
in encourage, where there is opportunity for growth, and when responsibility
advancement and recognition provided (Sosias, 1998:11).

2.10.2 ASAFE AND HALHY WORK ENVIRONMENT

The work environment can either make people feel good or demotivate them if it is not
satisfactory. Mangers are in aspiration to ensure safe working conditions and build
up healthy environment (Davies, 1981:152).

2.10.3 EMPLOYEE DEVELOPMENT

Employee development might be describe as a continuity process of improving
employees so that they make the fullest possible use of their abilities. This is done by
encourage self development and training (K. Parased 2005: 252)
 2.10.4 PARTICIPATION
Participation is mental and emotional a involvement of person in group situations that
encourage them to contribute to group goals and share responsibly for them (Davis,
1981:152).
2.11 FINANCIAL MEANS OF MOTIVATION
This type of Motivation system can be in the form of incentives, bonuses, fringe
benefits, salaries and wages.
Reward systems are clearly related to Vroom’s expectancy theory of motivation
financial rewards are fundamental part of the employment relationship. Organizations
distributes money and other benefits in exchange for the employee’s availability,
competencies, and behavior rewards help to individual’s contribution (URS-Davar
1999:237-238)

2.11.1 FRINEC BENEFITS

Such extra benefits, in addition to the normal wage or salary compensation, are
referred to as fringe benefits. (Ivano VIC, 1988:79) employee fringe benefits can be
grouped into the following groups.
These are:
I. Payment without wok
II. Retirement benefits
III. Safety and health provision; and
IV. Recreation and other benefits (K, PRASAD 2005:169)
How could the employee fringe benefits motivate employee by:
1. Inducing happier employers employee relations
2. Generating good morale in the employees.
3. Providing a psychological environmental satisfactory work
4. Promoting the health and the safety of employees
5. Inducing loyalty to the company and many more (Ibid)

2.11.2 BONUS: Are essentially rewards for success and are paid out as lupsum. This
is accomplished when the organization, individual or team has achieved something out
standing or when organizational performance has exceeded it largest. (Ivono VIC
1988:58)
2.12 JOB SATISFACTION
Job satisfaction results from the employee’s perception that the content and context
actually provide what can and employee values in the work situation. It can redefine
as “a pleasurable or positive emotional state resulting from the appraisal of one’s job
or job experience”. This positive emotional state is highly contributory to an
employee’s physical & mental well-being organizationally speaking, high lave of job
satisfaction reflects a highly favorable organizational climate resulting in attracting
and retaining better worker (Sit S. Chandan 1984:80).

2.13 SOURCES OF JOB SATIFACTION

Many research studies have been conduct on the subject of job satisfaction and
employee morale in order to establish some of the causes that result in job
satisfaction. These studies have revealed that certain variables are consistently
correlate in job satisfaction (Ibid).
Some of Sources of Job Satisfaction are:
I. Organizational factors
II. Work Environmental factors
III. Factors related to work itself
IV. Personal factors
I. Organization factors are
 Salary & Wages
 Promotions
 Company policy Unit S. Chandan, 1984:89-90).
II. Work Environmental Factors are
 Supervisory style: It has been established that whatever the supervisory
are friendly and supportive of workers. There is job satisfaction.
 Workgroup the group size and the quality of interpersonal reallocations
within the group play a significant role in worker happiness.
 Work conditions-good working conditions are highly desirable because
they lead to greater physical comfort (Ibid).
III. Work It Self
 By and large, the work itself plays a major role in determining the level of job
satisfaction. The job content has two aspects. One is the “job scope” which
involves the amount of responsibility, work face and the feedback provided. The
higher the level of their factors, the higher the job scope and thus higher the
level of satisfaction, the second aspect it variety (Sit S. Chandan 1984:91).
IV. Personal Factors
While the external environment within the organization and the nature of the job
are important determinants of job satisfaction, personal attributes of individual
employee play a very important role as to internist source of satisfaction which
comes from within the person and is a function of the employee’s personality.
Some of the personality traits that are directly related to increase job satisfaction
are self assurance, self-esteem, and maturity, and decisiveness, sense of
autonomy, challenge and responsibility. (Ibid).

2.14 CONSEQUENCE OF JOB SATISFACTION

Job satisfaction or dissatisfaction is of great concern to management since there
seems to be a relationship between job satisfaction and job performance. Job
dissatisfaction produces low morale among workers & low morale at work is highly
undesirable accordingly, managers must be constantly watching for any signs of
low moral & job satisfaction and take corrective action as soon as possible, (Jit S,
Chandan 1984:87).
Some of true the indicates of low morale are:
 Employee Unrest
 Absenteeism
 Tardiness
 Employee Turnover (Sit S, Chandan, 1984:88).
2.15 Various Approaches and Opines for Job Redesign
While job enrichment, which primarily means making the jobs more meaningful
interesting and challenging, forms the foundations for the job more redesigns,
there is much other aspect of the existing jobs that can be employees. (Sit S,
Chandan 1984: 107).
 2.15.1 JOB ROTATION
When and organization has a series of routing job that cannot be combined or
enriched the employees may be shift from one job to another order to provide some
Varity so as to minimize the monotony and boredom (Ibid).

2.15.2 FLEXI TIME

Flexi Time Iran approach which allows employees more freedom in determining their
own schedules within the general organizational guidelines. It gives employees a daily
choice in the timing between work and non-worker activities, they may come to work
late in the morning and leave early in the evening. They may come to work late in the
morning and leave late. However, they must be present a t work during certain daily
core hours so that necessary interpersonal and interdepartmental activities can take
place. (Ibid).

2.15.3 JOB SHARING

In job sharing two part time employees share one full time job. One person may
perform the job from 8:00 Am till soon and another from 1:00 pm till pm. Job sharing
is beneficial to the organization because it is then being able to attract more talented
people (Sit S, Chandan, 1984:108).

2.15.4 TELECOMMUTING
Tele-Commuting is the result of high technology at work, where people can work from
their homes using a computer linking them to place of work. Telecommuting provides
flexibility of working and comfort of home even though it isolates the employees form
the team spirit and the employee supervision is more difficult. Telecommuting is
popular among computer programmers, financial analysis and among secretarial
support services (Sit S, Chanadan, 1984:109).

2.16 Money AND MOTIVATION

Behavioral theories of motivation have tend to de-emphasis the role of money as
motivators. The fact remains that money continues to be an important Motivators at
least in under-developed countries where physiological needs of workers are only
partially satisfied even in developed countries, financial incentive plans do result in
greater productivities In order to get a motivator or to high performances, financial
incentive plan should posses the following characteristics; (I) reward should be related
directly to productivity (ii) reward should be given immediately rather than later; (iii)
reward should be given consistently (R.DA Sarwal 1982:200).
 CHAPTER THREE
METHODOLOGY OF THE STUDY
3.1 Research Design
The study would be focuse assessment on employee motivation its impact on
productivity. In MOHA Soft Drink share company Gondar Branch and it was conduct
by descriptive analysis. It uses the present situation of the motivation in the area and
identifying the major problem that affects the motivational activities in the company.
3.2 SOURCE OF Data

The researcher was use both primary source & secondary source of data primary
sources are responses of employees of MOHA Soft drink company, while secondary
sources are written document of the company.

3.3 METHODS OF DATA CONACTION

The researcher would be collect through interviews, and questionnaires, to conduct
primary data. The secondary data would be also collect from books, Journals,
magazines, and News papers.

3.4 TARGET POPULATION

Total population of MOHA Soft Drink of Gondar Branch is 125 out of this 52 (16%)
are females and the remaining 108 (84%) are moves.

3.5 SAMPLING TECHNIQUES

The researcher is use simple random technique. The reason behind is to minimize the
time require for data analysis and the company’s operations system is made the
process of primary data collection is difficult to the target population.
 3.6 SAMPLE SIZE
The number of samples need for the study would be determined by the following
general formula
N=Z2.p.q.N
e2(N-1)+z2. P.q
Where:-
n= Number of sample size
Z= Table value of confident
N= Total interval population of the company
p= Profanity of success
q= Probability of failure
e= allowable error
Confidence interval = 90%=0.1
Z=1.65
P= 0.5
q=0.5
e=0.1
N=270
n= Z2,p.q.N = 1.652*0.5*0.5*270
e2 (N-1)+Z2p.q 0.12(270-1)+1.652*0.5*0.5

n=55
Total this sample site would be selected randomly by using lottery means from the
total population.
Methods of data analysis and interpretations. The researcher was analyzed the
connected data by using descriptive method of data analysis tools such as
percentages, tables, averages. Finally the researcher was interpreted the analyzed
data in communicable and understandable manner for the readers.
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