A STUDY ON EMPLOYEE MOTIVATION TOWARDS

JOB PERFORMANCE WITH SPECIAL REFERENCE

TO THE INDIA CEMENTS LIMITED

BY
N.ASHA MARY
 CONCEPTUAL EXPLANATION OF TITLE
 Various studies have explored the concept of employee motivation and
their effect on work performance.
 This study was conducted to examine the relationship between employee
motivation and work performance in The India Cements Limited.
 Motivation creates a sense of responsibility and special interest in their
work. It increases the desire and enthusiasm to work.
 The performance of employees depends upon two factors, i.e., ability to
do work and motivation.
 Motivation cannot be inflicted from outside but it is an intrinsic desire in
the man to achieve the target goal through performance or activity.
 OBJECTIVES OF THE STUDY

 To identify the most important factor that motivates the

employees.
 To examine relationship between employee motivation and job
performance.
 To evaluate the effect of financial and non-financial incentives
on employee performance.
 VARIABLES IDENTIFIED FROM THE REVIEW

 The conceptual framework illustrates how the independent variable relates

to the dependent variable.

 The dependent variable of the study is job performance and the

independent variable is the motivation factors namely Reward and
recognition, working environment, job security, promotion, and training.

 It is the level to which the employees are fully involved in their work,
committed to their work and their willingness or interest in their work.

 The level of performance of employees relies not only on their actual skills
but also on the level of motivation each person exhibits.
 RESEARCH METHODOLOGY
SOURCE OF DATA:
Primary data - Administering a questionnaire from the employees.
Secondary data – collected through books, magazines, journals and websites.

SAMPLING ELEMENTS:
The respondents of this study are the employees of the organization.

SAMPLE SIZE ESTIMATION:

The sample size determination is the act of choosing the number of observations or
replicates to include in a statistical sample.

n = 103
 SAMPLING TECHNIQUE AND ANALYTICAL TOOLS

SAMPLING TECHNIQUE: S.NO STRATA POPULATION SAMPLE COUNT

The sample is collected from the

1 Managerial employees 76 68
Managerial and Non-managerial
employees. 2 Non-managerial employees 64 35

140 103
Under stratified sampling, the population TOTAL

is divided into subpopulations that are

individually more homogeneous than the
TOOLS USED:
total population and then select items from  Chi-square test
each stratum to constitute the sample.  Correlation
 Kruskal Wallis H test
 FINDINGS
Objective 1: To identify the most
important factor that motivates employees.
• It is tested using the Chi-square test.
The result shows that the alternate
hypothesis is rejected and therefore it
can be inferred that gender of the
employee has no significant impact on
motivating factor.
Objective 2: To examine the relationship
between employee motivation and job
performance.
• It is tested using the Spearman
correlation test. The result shows that
the null hypothesis is rejected and
. therefore it can be inferred that
employee motivation has a significant
impact on job performance of the
employees.
Objective 3: To determine the effect of
financial and non-financial incentives on
employee performance.
It is tested using Kruskal Wallis H test.
The result shows that the null hypothesis
is rejected and therefore it can be
inferred that the financial and non-
financial incentives has a significant
impact on employee performance
From the analysis, It is found that
majority of the employees
(41%) are under the age group between
41-50 years and are highly experienced,
(97%) are males who are working in the
company.
(38%) have studied Diploma/I.T.I.
(38%) are getting salary around 26000-
50000 per month.
(40%) has work experience of above 15
years.
 FINDINGS
• (41%) of the employees have chosen that
Reward and Recognition is the most
motivating factor that motivates the
employees.
• (60%) of the employees choose financial
incentive as the most motivating incentive.
• (37%) of the employees choose salary as the
most motivating financial incentive.
• (32%) of the employees choose recognition
as the most motivating non-financial
incentive.
• (39%) reward and recognition motivates to
perform high.
• (44%) working environment impact the
motivational level positively.
• (31%) the company provides promotional
opportunities which motivate them.
• (33%) job security is a good attribute to
motivate the employees.
• (47%) employee motivation has a positive
effect on job performance.
• (46%) company motivating strategies
improve the overall performance.
• (41%) performance appraisal motivates to
achieve goals and perform efficiently.
• (31%) motivational factors impact the
performance of employees positively.
• (36%) current motivational practices increase
the employee performance.
• (31%) Periodical increase in salary is
provided based on performance.
• (44%) financial incentives influence
motivation and work performance positively.
• (25%) company recognizes and
acknowledges individual performance.
• (38%) financial and non-financial incentives
plan an equal role in motivating the
employees to perform better.
 SUGGESTIONS
 Many different things motivate people, and that which motivates one person may
not necessarily motivate another. Thus companies should take into account the
interests of all the employees.

 Since most of the employees demand financial incentives in reward and recognition,
Organisation can adopt more monetary benefits for rewarding the employees.

 It suggests that motivation of the employees can be achieved through the

empowerment of employees. It indicates the degree, of which the employees are
involved in decision making processes, the existence of mutual connection between
the employees and the company, and the authorization over the task they are
working on.

 The current incentives provided by the organization are not satisfied by all the
employees and they need some changes in the incentives provided to them which
improve the employee performance.
 CONCLUSIONS
 The study revealed that there exists a positive relationship between employee
motivation and job performance. When the employees are motivated more their
work performance also increases

 Reward and Recognition is considered as the most important factor that motivates
the employees.

 Employees favoured financial incentives to non-financial incentives. However,

there were also a few employees who preferred non-financial incentives over
other benefits offered by The India Cements Limited. Therefore they preferred to
use a combination of financial and non-financial incentives.

 The employee motivation is essential for the growth and development of the
organization. So the organization should practices employee motivation regularly
to attain the organizational goal and to improve the performance.