A PROJECTWORK ON

OTHER MANAGEMENT FUNCTIONS

SUBMITTED BY
BIKRAM NISCHAL SIDDHANT
NIRAJAN KUSHAL ALBERT
ROHIT

SUBMITTED TO
PRANIT THAPA
A.MOTIVATION
Motivation is an inspiration that helps to use the employees’ knowledge
and skill for the growth and development of the organization. It is an act
of persuading the people who work in the organization. It is defines as the
psychological process that hell to increase the will to do work. It is the
process of inspiring people from which the people can use their ability. It
is an important function of management. The employees who are
engaged in the organization must be motivated. Without motivation, their
ability and skill can’t be used properly. Every employee has the capacity to
do work. It is the process that helps the employee to explore their talent.
“The concept of motivation is mainly psychological. It relates to those
factors or forces operating with the individual employee or subordinate
which impel him to act or not to act in certain ways.” —Delton e.
McFarland
 FEATURES OF MOTIVATION
 Motivation is a psychological phenomenon. Motivation is an internal feeling which means it cannot be forced on employees. The
internal feelings such as need, desire, aspirations etc. influence human behavior to behave in a particular manner. For example,
desire to have a new house, respect and recognition etc.
 Motivation produces goal directed behavior. Motivation induces people to behave in such a manner so that they can achieve their
goal. Motivated person need no supervision or direction. He will always work in desired manner. For example of a person has a
motive to get promotion so he will work efficiently to get promotion.
 Motivators can be positive as well as negative. To motivate employees managers use various motivators. Some motivators are
positive and some are negative few examples of positive motivators are promotion, increment, bonus, respect, recognition etc. if
employee does not improve his performance with positive motivators then manager uses negative motivators such as warning,
issue o memo, demotion, stopping increments etc. sometimes fear of negative motivators also induces person to behave in a
desired manner.
 Motivation is a complex process. Motivation is a complex and difficult task. In order to motivate people a manager must understand
various types of human need. Human needs are mental feelings which can be measured accurately. If manager measures them
accurately then also every person uses different approaches to satisfy his need. Some get satisfied with monetary incentives, some
with non-monetary, some with positive and some with negative motivators. So it is not possible to make generalization in
motivation.
 Motivation is a dynamic and continuous process. Human beings are ever-changing. Human needs are unlimited and go on changing
continuously. Satisfaction of one need gives rise to another so managers have to continuously perform the function of motivation.
 IMPORTANCE OF MOTIVATION
 Proper utilization of production factor: Motivation is the mechanism which is used to stimulate the employees.
Stimulated employees are ready to use the production factor properly and efficiently. So it results in increase in
production and productivity.
 Willingness and interest creation: Motivation stimulates the employees in an organization. It influences the
willingness of employees to work hard and help to present better performance. It is a process that acts according to
desire of employees and increases the willingness and interest of employees to do work.
 High productivity: When the employees are fully motivated there is better performance. It results high production and
productivity increment.
 Organizational goals: The machine, equipment, money cannot be effectively used when the employees are not
motivated to do the work in an organization to the maximum extent.so it helps to achieve the organizational goals.
 Readiness for change: Changes are required in every organization. Such changes may be in technology, environment
etc. when the changes are introduced in the organization there is tendency to resist them by the employee or hesitate
to accept the change. Motivated employees are already made ready to accept the change. 6. Efficiency in work:
Motivated employees perform their duties according to the goal
 TECHNIQUES OF MOTIVATION
 Job enlargement: Under this technique, task assigned to do job are increased by adding simile task. So the scope of job
enlargement is high for the motivation of subordinates. It is also known as horizontally leading of job.
 Job enrichment: Under this technique jobs are made challenging and meaningful by increasing responsibility and
growth opportunities. In such technique of motivation, planning and control responsibility are added to the job usually
with less supervision and more self-evaluation. It is also called vertical leading.
 Job rotation: it refers to shifting an employee from one job to another. Such job rotation doesn’t mean hanging of their
job but only the employees are rotated. By this it helps to develop the competency in several jobs which helps in
development of employees.
 Participation: Participation refers to involvement of employee in planning and decision-making .it helps the employees
feel that they are an asset of the organization which helps in developing ideas to solve the problems.
 Delegation of authority: Delegation of authority is concerned with the granting of authority to the subordinates which
helps in developing a feeling of dedication to work in an organization because it provides the employees high morale to
perform any task.
 MALOW’S NEED HIERARCHY THEORY
All human behavior is directed towards fulfilling their needs. Abhram
Maslow’s needs hierarchy theory is based upon the needs of human beings.
According to this theory, each and every people have certain needs. In
response to that need, s/he is motivated to do work. Human needs have
hierarchy. That’s why to motivate any people to work. The need of that
person should be fulfilled according to hierarchy because as one need of that
person is satisfied, another need will be created respectively.
Maslow's hierarchy of needs is a motivational theory in psychology
comprising a five-tier model of human needs, often depicted as hierarchical
levels within a pyramid. Needs lower down in the hierarchy must be satisfied
before individuals can attend to needs higher up.
 MALOW’S NEED HIERARCHY THEORY
 Physiological needs: These needs are fundamental or basic need of human being such as food, water, clothes, shelter
etc. Without these needs human being cannot survive. Therefore, these needs are necessary to operate the human
life. In organization, the manager can provide the adequate lighting, comfortable temperatures and ventilation etc. to
motivate the employees at first. These are the lowest order needs and assume top priority.
 Safety/ security needs: An individual wants to be free from the fear of losing job, food, shelter etc. which is known as
safety or security needs. It is second important need because after fulfilling physiological need people want the safety
and security needs. These needs may be job security, old age provision, pension plans, insurance, security from risk
etc.
 Social needs: It is the third hierarchy of needs which comes after fulfilling safety or security needs. Man is social in
nature. Therefore, human beings always want to live in society or group which loves him/her the most. These needs
include love, affection, friendship, social acceptance etc. So a manager can initiate participation of the employees as
part of association to motivate the people.
 Esteem/ego needs: After fulfilling the social needs of people, they now want esteem needs by which they can have
some special and unique place or status for him/her. They want to be prestigious and respected which is known as
esteem or ego need. It is the second last need of Maslow’s need hierarchy theory. This need includes self-confident,
self-respect, prestige, power, status, job title etc.
 HERZBERG’S MOTIVATION THEORY
Herzberg’s Motivation Theory model, or Two Factor Theory, argues that
there are two factors that an organization can adjust to influence
motivation in the workplace.
The two-factor theory (also known as Herzberg's motivation-hygiene
theory and dual-factor theory) states that there are certain factors in
the workplace that cause job satisfaction while a separate set of factors
cause dissatisfaction, all of which act independently of each other.
 HERZBERG’S MOTIVATING FACTORS
Motivating Factors According to Herzberg, the hygiene factors cannot be regarded as motivators. The motivational factors yield positive
satisfaction. These factors are inherent to work. These factors motivate the employees for a superior performance. These factors are
called satisfiers. These are factors involved in performing the job. Employees find these factors intrinsically rewarding. The motivators
symbolized the psychological needs that were perceived as an additional benefit. Motivational factors include:
 Recognition - The employees should be praised and recognized for their accomplishments by the managers.
 Sense of achievement - The employees must have a sense of achievement. This depends on the job. There must be a fruit of some
sort in the job.
 Growth and promotional opportunities - There must be growth and advancement opportunities in an organization to motivate the
employees to perform well.
 Responsibility - The employees must hold themselves responsible for the work. The managers should give them ownership of the
work. They should minimize control but retain accountability.
 Meaningfulness of the work - The work itself should be meaningful, interesting and challenging for the employee to perform and
to get motivated.
 Supervision - Supervision must be fair and appropriate. The employee should be given as much autonomy as is reasonable. 
Relationships - There should be no tolerance for bullying or cliques. A healthy, amiable, and appropriate relationship should exist
between peers, superiors, and subordinates
 HEZBERG’S MOTIVATION THEORY
2.Hygiene Factors Hygiene factors are those job factors which are essential for
existence of motivation at workplace. These do not lead to positive satisfaction for
long-term. But if these factors are absent / if these factors are non-existant at
workplace, then they lead to dissatisfaction. In other words, hygiene factors are those
factors which when adequate/reasonable in a job, pacify the employees and do not
make them dissatisfied. These factors are extrinsic to work. Hygiene factors are also
called as dissatisfiers or maintenance factors as they are required to avoid
dissatisfaction. These factors describe the job environment/scenario. The hygiene
factors symbolized the physiological needs which the individuals wanted and expected
to be fulfilled. Hygiene factors include:
Pay - The pay or salary structure should be appropriate and reasonable. It must be
equal and competitive to those in the same industry in the same domain.
HERZBERG’S TWO FACTOR THEORY
 HERZBERG’S TWO FACTOR THEORY
The Herzberg Two Factor Theory is a theory about motivation of employees. This theory
assumes on the one hand, that employees can be dissatisfied with their jobs. This often
has something to do with so-called hygiene factors, such as salary and work conditions. On
the other hand, employees’ satisfaction has to do with so-called motivation factors. These
factors have to do with development opportunities, responsibility and appreciation.
According to Herzberg, satisfaction is affected by motivators and dissatisfaction is by
hygiene factors. It should be noted that one’s hygiene factors may be the motivating
factors of another. Therefore, a manager needs to identify the behavior of subordinates to
inspire them to get things done. He needs to know worker’s psychology and treat them
accordingly.
 FEATURES OF HERZBERG’S MOTIVATION THEORY
Features of Herzberg’s Motivation Theory –Two Factor Theory: An important contribution of
the two-factor theory is that hygiene factors consisting of good monetary benefit, better
working environment, and other welfare activities of the job context do not lead to a high level
of motivation, they are only preventive measures. Motivating factors consisting of challenging
jobs, job responsibility and achievement, recognition, etc. are crucial for employee motivation.
 Herzberg first introduced the concept of research and experiment on work motivation.
 Financial incentives like salary, wage, and other fringe benefits only are not the motivating
factors.
 Hygiene factors prevent dissatisfaction whereas motivating factors provide satisfaction.
 It emphasizes the value of job redesign and job enrichment in motivation.
 It focuses on that job satisfaction is not the opposite of job dissatisfaction.
We are grateful and
appreciate this great
opportunity.
Special thanks to
Pranit Sir.