Motivation Introduction:

Motivation is the word derived from the word motive which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. In the work goal context the psychological factors stimulating the peoples behavior can be

Desire For Money Success Recognition Job-Satisfaction Team Work, Etc

Motivation is the process that account for an individuals intensity, direction, and persistence of effort toward attaining a good.

The three key element in our definition are intensity, direction, and per-sistence. Intensity describe how hard a person tries. This is the element most of us focus on when we talk about motivation. However, high intensity is unlikely to lead to favorable job-performance outcomes unless the effort is channeled in a direction that benefits the organization. Therefore, we consider the quality of effort as well as its intensity. Effort direct toward, and consistent with, the organizations goals is the kind of effort we should be seeking. Finally, motivation has a persistence dimentation. This measures how long a person can maintain effort. Motivated individuals stay with a task long enough to achieve their goal. One of the most important functions of management is to create willingness amongst the employees to perform in the best of their abilities. Therefore the role of a leader is to arouse interest in performance of employees in their jobs. The process of motivation consists of three stages:1. A felt need or drive 2. A stimulus in which needs have to be aroused 3. When needs are satisfied, the satisfaction or accomplishment of goals. Therefore, we can say that motivation is a psychological phenomenon which means needs and wants of the individuals have to be tackled by framing an incentive plan.

Theory aspects:
Different- different theory of motivation

Maslows Need Hierarchy Theory:

FIGURE: Maslows Need Hierarchy Model 1. Physiological needs- These are the basic needs of air, water, food, clothing and shelter. In other words, physiological needs are the needs for basic amenities of life.

2. Safety needs- Safety needs include physical, environmental and emotional safety and protection. For instance- Job security, financial security, protection from animals, family security, health security, etc.

3. Social needs- Social needs include the need for love, affection, care, belongingness, and friendship.

4. Esteem needs- Esteem needs are of two types: internal esteem needs (self- respect, confidence, competence, achievement and freedom) and external esteem needs (recognition, power, status, attention and admiration).

5. Self-actualization need- This include the urge to become what you are capable of becoming / what you have the potential to become. It includes the need for growth and self-contentment. It also includes desire for gaining more knowledge, socialservice, creativity and being aesthetic. The self- actualization needs are never fully satiable. As an individual grows psychologically, opportunities keep cropping up to continue growing. According to Maslow, individuals are motivated by unsatisfied needs. As each of these needs is significantly satisfied, it drives and forces the next need to emerge. Maslow grouped the five needs into two categories - Higher-order needs and Lower-order needs. The physiological and the safety needs constituted the lower-order needs. These lower-order needs are mainly satisfied externally. The social, esteem, and self-actualization needs constituted the higher-order needs. These higher-order needs are generally satisfied internally, i.e., within an individual. Thus, we can conclude that during boom period, the employees lower-order needs are significantly met.

Implications of Maslows Hierarchy of Needs Theory for Managers

As far as the physiological needs are concerned, the managers should give employees appropriate salaries to purchase the basic necessities of life. Breaks and eating opportunities should be given to employees. As far as the safety needs are concerned, the managers should provide the employees job security, safe and hygienic work environment, and retirement benefits so as to retain them. As far as social needs are concerned, the management should encourage teamwork and organize social events. As far as esteem needs are concerned, the managers can appreciate and reward employees on accomplishing and exceeding their targets. The management can give the deserved employee higher job rank / position in the organization. As far as self-actualization needs are concerned, the managers can give the employees challenging jobs in which the employees skills and competencies are fully utilized. Moreover, growth opportunities can be given to them so that they can reach the peak. The managers must identify the need level at which the employee is existing and then those needs can be utilized as push for motivation.

Limitations of Maslows Theory

It is essential to note that not all employees are governed by same set of needs. Different individuals may be driven by different needs at same point of time. It is always the most powerful unsatisfied need that motivates an individual. The theory is not empirically supported. The theory is not applicable in case of starving artist as even if the artists basic needs are not satisfied, he will still strive for recognition and achievement.

Herzbergs Two-Factor Theory of Motivation:

In 1959, Frederick Herzberg, a behavioral scientist proposed a two-factor theory or the motivator-hygiene theory. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. According to Herzberg, the opposite of Satisfaction is No satisfaction and the opposite of Dissatisfaction is No Dissatisfaction.

FIGURE: Herzbergs view of satisfaction and dissatisfaction

Herzberg classified these job factors into two categoriesA. Hygiene factorsHygiene 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.

Company Policies and administrative policies- The company policies should not be too rigid. They should be fair and clear. It should include flexible working hours, dress code, breaks, vacation, etc. Fringe benefits- The employees should be offered health care plans (mediclaim), benefits for the family members, employee help programmes, etc. Physical Working conditions- The working conditions should be safe, clean and hygienic. The work equipments should be updated and well-maintained. Status- The employees status within the organization should be familiar and retained. Interpersonal relations-The relationship of the employees with his peers, superiors and subordinates should be appropriate and acceptable. There should be no conflict or humiliation element present. Job Security- The organization must provide job security to the employees.

B. Motivational factorsAccording 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: a. Recognition- The employees should be praised and recognized for their accomplishments by the managers. b. 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. c. Growth and promotional opportunities- There must be growth and advancement opportunities in an organization to motivate the employees to perform well. d. 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. e. Meaningfulness of the work- The work itself should be meaningful, interesting and challenging for the employee to perform and to get motivated.

Limitations of Two-Factor Theory

The two factor theory is not free from limitations: 1. The two-factor theory overlooks situational variables. 2. Herzberg assumed a correlation between satisfaction and productivity. But the research conducted by Herzberg stressed upon satisfaction and ignored productivity. 3. The theorys reliability is uncertain. Analysis has to be made by the raters. The raters may spoil the findings by analyzing same response in different manner. 4. No comprehensive measure of satisfaction was used. An employee may find his job acceptable despite the fact that he may hate/object part of his job. 5. The two factor theory is not free from bias as it is based on the natural reaction of employees when they are enquired the sources of satisfaction and dissatisfaction at work. They will blame dissatisfaction on the external factors such as salary structure, company policies and peer relationship. Also, the employees will give credit to themselves for the satisfaction factor at work. 6. The theory ignores blue-collar workers. Despite these limitations, Herzbergs TwoFactor theory is acceptable broadly.

Implications of Two-Factor Theory

The Two-Factor theory implies that the managers must stress upon guaranteeing the adequacy of the hygiene factors to avoid employee dissatisfaction. Also, the managers must make sure that the work is stimulating and rewarding so that the employees are motivated to work and perform harder and better. This theory emphasize upon jobenrichment so as to motivate the employees. The job must utilize the employees skills and competencies to the maximum. Focusing on the motivational factors can improve work-quality.

Theory X and Theory Y:

In 1960, Douglas McGregor formulated Theory X and Theory Y suggesting Assumptions two aspects of human behavior at work, or in other words, two different of Theory X views of individuals (employees): one of which is negative, called as Theory X and the other is positive, so called as Theory Y. According to McGregor, the perception of managers on the nature of individuals is based on various assumptions.

Assumptions of Theory Y

Employees can perceive their job as relaxing and normal. They exercise their physical and mental efforts in an inherent manner in their jobs. Employees may not require only threat, external control and coercion to work, but they can use self-direction and self-control if they are dedicated and sincere to achieve the organizational objectives. If the job is rewarding and satisfying, then it will result in employees loyalty and commitment to organization. An average employee can learn to admit and recognize the responsibility. In fact, he can even learn to obtain responsibility. The employees have skills and capabilities. Their logical capabilities should be fully utilized. In other words, the creativity, resourcefulness and innovative potentiality of the employees can be utilized to solve organizational problems.

Thus, we can say that Theory X presents a pessimistic view of employees nature a nd behaviour at work, while Theory Y presents an optimistic view of the employees nature and behaviour at work. If correlate it with Maslows theory, we can say that Theory X is based on the assumption that the employees emphasize on the physiological needs and the safety needs; while Theory X is based on the assumption that the social needs, esteem needs and the self-actualization needs dominate the employees. McGregor views Theory Y to be more valid and reasonable than Theory X. Thus, he encouraged cordial team relations, responsible and stimulating jobs, and participation of all in decision-making process.

Implications of Theory X and Theory Y Quite a few organizations use Theory X today. Theory X encourages use of tight control and supervision. It implies that employees are reluctant to organizational changes. Thus, it does not encourage innovation. Many organizations are using Theory Y techniques. Theory Y implies that the managers should create and encourage a work environment which provides opportunities to employees to take initiative and self-direction. Employees should be given opportunities to contribute to organizational well-being. Theory Y encourages decentralization of authority, teamwork and participative decision making in an organization. Theory Y searches and discovers the ways in which an employee can make significant contributions in an organization. It harmonizes and matches employees needs and aspirations with organizational needs and aspirations.

ERG Theory of Motivation:

To bring Maslows need hierarchy theory of motivation in synchronization with empirical research, Clayton Alderfer redefined it in his own terms. His rework is called as ERG theory of motivation. He recategorized Maslows hierarchy of needs into three simpler and broader classes of needs: Existence needs- These include need for basic material necessities. In short, it includes an individuals physiological and physical safety needs. Relatedness needs- These include the aspiration individuals have for maintaining significant interpersonal relationships (be it with family, peers or superiors), getting public fame and recognition. Maslows social needs and external component of esteem needs fall under this class of need. Growth needs- These include need for self-development and personal growth and advancement. Maslows self-actualization needs and intrinsic component of esteem needs fall under this category of need.

Existence

Relatednes s Growth

The significance of the three classes of needs may vary for each individual.

Difference between Maslow Need Hierarchy Theory and Alderfers ERG Theory ERG Theory states that at a given point of time, more than one need may be operational. ERG Theory also shows that if the fulfillment of a higher-level need is subdued, there is an increase in desire for satisfying a lower-level need. According to Maslow, an individual remains at a particular need level until that need is satisfied. While according to ERG theory, if a higher- level need aggravates, an individual may revert to increase the satisfaction of a lower- level need. This is called frustration- regression aspect of ERG theory. For instance- when growth need aggravates, then an individual might be motivated to accomplish the relatedness need and if there are issues in accomplishing relatedness needs, then he might be motivated by the existence needs. Thus, frustration/aggravation can result in regression to a lower-level need. While Maslows need hierarchy theory is rigid as it assumes that the needs follow a specific and orderly hierarchy and unless a lower-level need is satisfied, an individual cannot proceed to the higher-level need; ERG Theory of motivation is very flexible as he perceived the needs as a range/variety rather than perceiving them as a hierarchy. According to Alderfer, an individual can work on growth needs even if his existence or relatedness needs remain unsatisfied. Thus, he gives explanation to the issue of starving artist who can struggle for growth even if he is hungry.

Implications of the ERG Theory Managers must understand that an employee has various needs that must be satisfied at the same time. According to the ERG theory, if the manager concentrates solely on one need at a time, this will not effectively motivate the employee. Also, the frustration- regression aspect of ERG Theory has an added effect on workplace motivation. For instance- if an employee is not provided with growth and advancement opportunities in an organization, he might revert to the relatedness need such as socializing needs and to meet those socializing needs, if the environment or circumstances do not permit, he might revert to the need for money to fulfill those socializing needs. The sooner the manager realizes and discovers this, the more immediate steps they will take to fulfill those needs which are frustrated until such time that the employee can again pursue growth.

McClellands Theory of Needs:

David McClelland and his associates proposed McClellands theory of Needs / Achievement Motivation Theory. This theory states that human behaviour is affected by three needs Need for Power, Achievement and Affiliation. Need for achievement is the urge to excel, to accomplish in relation to a set of standards, to struggle to achieve success. Need for power is the desire to influence other individuals behaviour as per your wish. In other words, it is the desire to have control over others and to be influential. Need for affiliation is a need for open and sociable interpersonal relationships. In other words, it is a desire for relationship based on co-operation and mutual understanding. The individuals with high achievement needs are highly motivated by competing and challenging work. They look for promotional opportunities in job. They have a strong urge for feedback on their achievement. Such individuals try to get satisfaction in performing things better. High achievement is directly related to high performance. Individuals who are better and above average performers are highly motivated. They assume responsibility for solving the problems at work. McClelland called such individuals as gamblers as they set challenging targets for themselves and they take deliberate risk to achieve those set targets. Such individuals look for innovative ways of performing job. They perceive achievement of goals as a reward, and value it more than a financial reward.

The individuals who are motivated by power have a strong urge to be influential and controlling. They want that their views and ideas should dominate and thus, they want to lead. Such individuals are motivated by the need for reputation and self-esteem. Individuals with greater power and authority will perform better than those possessing less power. Generally, managers with high need for power turn out to be more efficient and successful managers. They are more determined and loyal to the organization they work for. Need for power should not always be taken negatively. It can be viewed as the need to have a positive effect on the organization and to support the organization in achieving its goals. The individuals who are motivated by affiliation have an urge for a friendly and supportive environment. Such individuals are effective performers in a team. These people want to be liked by others. The managers ability to make decisions is hampered if they have a high affiliation need as they prefer to be accepted and liked by others, and this weakens their objectivity. Individuals having high affiliation needs prefer working in an environment providing greater personal interaction. Such people have a need to be on the good books of all. They generally cannot be good leaders.

Goal Setting Theory of Motivation:

Advantages of Goal Setting Theory Goal setting theory is a technique used to raise incentives for employees to complete work quickly and effectively. Goal setting leads to better performance by increasing motivation and efforts, but also through increasing and improving the feedback quality. Limitations of Goal Setting Theory At times, the organizational goals are in conflict with the managerial goals. Goal conflict has a detrimental effect on the performance if it motivates incompatible action drift. Very difficult and complex goals stimulate riskier behaviour.

If the employee lacks skills and competencies to perform actions essential for goal, then the goal-setting can fail and lead to undermining of performance. There is no evidence to prove that goal-setting improves job satisfaction.

In 1960s, Edwin Locke put forward the Goal-setting theory of motivation. This theory states that goal setting is essentially linked to task performance. It states that specific and challenging goals along with appropriate feedback contribute to higher and better task performance. In simple words, goals indicate and give direction to an employee about what needs to be done and how much efforts are required to be put in. The important features of goal-setting theory are as follows: The willingness to work towards attainment of goal is main source of job motivation. Clear, particular and difficult goals are greater motivating factors than easy, general and vague goals. Specific and clear goals lead to greater output and better performance. Unambiguous, measurable and clear goals accompanied by a deadline for completion avoids misunderstanding.

Goals should be realistic and challenging. This gives an individual a feeling of pride and triumph when he attains them, and sets him up for attainment of next goal. The more challenging the goal, the greater is the reward generally and the more is the passion for achieving it. Better and appropriate feedback of results directs the employee behaviour and contributes to higher performance than absence of feedback. Feedback is a means of gaining reputation, making clarifications and regulating goal difficulties. It helps employees to work with more involvement and leads to greater job satisfaction. Employees participation in goal is not always desirable. Participation of setting goal, however, makes goal more acceptable and leads to more involvement. Goal setting theory has certain eventualities such as: a. Self-efficiency- Self-efficiency is the individuals self-confidence and faith that he has potential of performing the task. Higher the level of self-efficiency, greater will be the efforts put in by the individual when they face challenging tasks. While, lower the level of self-efficiency, less will be the efforts put in by the individual or he might even quit while meeting challenges.

b. Goal commitment- Goal setting theory assumes that the individual is committed to the goal and will not leave the goal. The goal commitment is dependent on the following factors: i. Goals are made open, known and broadcasted. ii. Goals should be set-self by individual rather than designated. iii. Individuals set goals should be consistent with the organizational goals and vision.

Advantages of Goal Setting Theory:

Goal setting theory is a technique used to raise incentives for employees to complete work quickly and effectively. Goal setting leads to better performance by increasing motivation and efforts, but also through increasing and improving the feedback quality. Limitations of Goal Setting Theory At times, the organizational goals are in conflict with the managerial goals. Goal conflict has a detrimental effect on the performance if it motivates incompatible action drift. Very difficult and complex goals stimulate riskier behaviour.

If the employee lacks skills and competencies to perform actions essential for goal, then the goal-setting can fail and lead to undermining of performance. There is no evidence to prove that goal-setting improves job satisfaction.

Reinforcement Theory of Motivation:

Reinforcement theory of motivation was proposed by BF Skinner and his associates. It states that individuals behaviour is a function of its consequences. It is based on law of effect, i.e, individuals behaviour with positive consequences tends to be repeated, but individuals behaviour with negative consequences tends not to be repeated. Reinforcement theory of motivation overlooks the internal state of individual, i.e., the inner feelings and drives of individuals are ignored by Skinner. This theory focuses totally on what happens to an individual when he takes some action. Thus, according to Skinner, the external environment of the organization must be designed effectively and positively so as to motivate the employee. This theory is a strong tool for analyzing controlling mechanism for individuals behaviour. However, it does not focus on the causes of individuals behaviour. The managers use the following methods for controlling the behavior of the employees: Positive Reinforcement- This implies giving a positive response when an individual shows positive and required behaviour. For example - Immediately praising an employee for coming early for job. This will increase probability of outstanding behaviour occurring again. Reward is a positive reinforce, but not necessarily. If and only if the employees behaviour improves, reward can said to be a positive reinforcer. Positive reinforcement stimulates occurrence of a behaviour. It must be noted that more spontaneous is the giving of reward, the greater reinforcement value it has. Negative Reinforcement- This implies rewarding an employee by removing negative / undesirable consequences. Both positive and negative reinforcement can be used for increasing desirable / required behaviour. Punishment-It implies removing positive consequences so as to lower the probability of repeating undesirable behaviour in future. In other words, punishment means applying undesirable consequence for showing undesirable behaviour. For instance - Suspending an employee for breaking the organizational rules. Punishment can be equalized by positive reinforcement from alternative source.

Extinction- It implies absence of reinforcements. In other words, extinction implies lowering the probability of undesired behaviour by removing reward for that kind of behaviour. For instance - if an employee no longer receives praise and admiration for his good work, he may feel that his behaviour is generating no fruitful consequence. Extinction may unintentionally lower desirable behaviour.

Implications of Reinforcement Theory Reinforcement theory explains in detail how an individual learns behaviour. Managers who are making attempt to motivate the employees must ensure that they do not reward all employees simultaneously. They must tell the employees what they are not doing correct. They must tell the employees how they can achieve positive reinforcement.

Practical aspects:
We meet three managers with the help of telephonic interview and they give some basic information and we prepaid this report:

No. 1 DINKARBHAI KARCHHE,

Supervisor, Excel Company (Bhavnagar).

Excel Industries Limited has come a long way since its origin in a kitchen laboratory in 1941. Over the years, Excel came to be known as an industry leader in the area of agro-chemicals and agro-chemical intermediates. Using its expertise in Chemistry and Chemical technology, Excel also expanded its chemicals manufacturing range to include Water treatment chemicals and Polymer Additives and few other specialty chemicals. Excels commitment to sustainable development led us to venture into the field of Environment and Bio-technology. Excel is a Pioneer and Technology leader in rapid conversion of Municipal Solid Waste to organic compost. Our organic plant protection and soil/crop productivity enhancers are well accepted in the market. In order to ensure focused attention to the expanded range of activities, the agro business division was spun off as a separate company, Excel Crop Care Limited in 2003. Today, Excel is organized into two divisions i.e. a. Chemicals, b. Environment and Biotech. Ever since our inception, we have built up a solid history and reputation of developing, manufacturing and exporting chemicals. We have achieved over 100 product and process breakthroughs that even now are serving the specific needs of various clients. We have excellent research facilities in Mumbai and at our manufacturing locations. During the last six decades, we have received numerous awards in recognition of our dedication and excellence in the field of chemicals.

Company provided some basic motivation applied:

Flexitime:
Excel provided flexitime policy those are as under: 8: am to 3: pm or 3: pm to 10: pm or 10: am to 8: am. Benefit for employees Greater staff morale and job satisfaction. Most employers offering flexitime working report improvements in recruitment, absenteeism and productivity Reduces stress and fatigue and unfocussed employees Increases employee satisfaction and production Greater staff retention and increased ability to attract new staff. Recruitment costs are thus reduced. Ability to attract a higher level of skills because the business is able to attract and retain a skilled and more diverse workforce. Work time visits to doctor / dentist are in employees time Measures employees attendance you only pay or time in attendance (delayed arrival caused by traffic congestion, delayed trains etc. are at employees expense) An incentive to complete tasks instead of being carried forward to the next day as extra hours worked count towards the final target Greater competitiveness, for example being able to react more effectively to changing market conditions Increased customer satisfaction and loyalty as a result of the above.

Canting facility:
Excel provided the canting facility to their employees. Company provided free mil to all the employees and tea facility, company provided free morning snacks, mid day full dish to employees. They provided because no need to Tiffin for employees.

Bonus:
Excel provided the monetary facility to his employees. Every Diwali company provided the bonus and also incises Rs. 500 every year.

Good working condition:

Excel provided the best working condition to his employees. Excel is chemical company so they provided the mask to his employees. They provided best quality shoos, and dress to his employees. Benefit: Improve the performance of the workers:

Providing a healthy working environment is not only beneficial for the workers, but increases the efficiency and productivity of the company as a whole. By optimizing the sound environment for communication and concentration in your office premises, you're also optimizing the company's profitability and improving the company's popularity as a workplace, which in turn can help you attract highly qualified employees.

An attractive workplace requires good sound environment:

Having a good sound environment is integral to providing the workers with a sense of wellbeing and satisfaction about the office in which they work every day. When you are designing your modern office, don't forget to also design the sound environment, don't forget to provide the workers with what we at Ecophene refer to as Room Acoustic Comfort - an acoustic environment fit for purpose, tailor made to support the activities taking place.

Medical facility:
Company produced agriculture chemical so this is harmful for heath so Company provided the medical facility to his employees. Company has own medical store and small hospital.

Compulsory one day live per week:

Company provided the compulsory one live per week to all workers. so workers doing his personal work and also help to reduced mental physical stress. company provided also other lives like sick live, festival lives. if worker work on festival day so that why he get double salary then regular day.

Provided extra pay for overtime work:

Excel provided extra payment that worker doing overtime for work. Thats why worker are ready to work and also this facility is beneficial for his.

No.2 Manishbhai shah, Owner ZACFA chemical (Bhavnagar)

ZACFA chemical is in a field of drug and syrup. It product raw material for the drug for taking dieses. company have only 40 worker but company provided best of his and motivated his employees. Company policy to motivate his employees:

Bonus:
this company is small firm and also less worker so they provided bonus to those worker whose production is highr, thats why worker arw motivet to more production and get bonus.

Medical facility:
this company also chemical company so this are the dangers for worker so company provided a medical facility his worker. company has no own medical but if problem is arise has some primary medicine for worker and then after admit to privet hospital.

Leave facility:
company provided many types of live those are as under. 1. festival lives: company provided a festival lives to his employees or also Sunday have campalsary live to the worker. 2. sick lives: company provided sick lives to worker. those worker are no comfortable for work they provided sick lives with no cutting salary or wages so worker are motivet. 3. privilege lives: company has many worker from outside state so those worker get a privilege lives so company provided this services.

Canteen facility:
company not provided a mil for day but provided two time rest and tea to the worker.

Health allowances:
company pay more 5% salary who near the boiler, so if work is risky company provided more salary to worker.

Free house for stay:

Company has its own resident building constructed within the unit which makes the workman easy to reach. it can provided quarters to all worker without paying rent.

Loan facility:
Company provided a loan to his employees for a urgent matter like marriage, education of employees children.

Entertainment facility:
Company provide the entertainment facility. they arrange three day tour for employees in year with privet vehicle without taking any charges and also arrange show for his employees.

No. 3 Azad Virdiya Manager Netway India Pvt. Ltd.

Netway India Pvt. Ltd. was established in the year 1999 by Meena Kapoor, CEO. It was launched with a vision to venture into various verticals in the Internet space and provide technology-driven solutions to clients across the globe. Astroyogi.com, one of the most comprehensive flagship portals of Netway India Pvt Ltd, was launched on January 24th 2001. Today, it is the leading astrology portal in India and is partnered with internationally recognized internet brands including MSN, Yahoo and Google. Astroyogi.com houses over 10,000 pages of unique content dealing with all spheres of astrology and spirituality. Click here to read more about Astroyogi.com In the year 2004 Netway India Pvt. Ltd. diversified in the mobile VAS industry, becoming a major player across telecom partners, and working extensively across all technical platforms. For its WAP/SMS/IVR and live services, the organization has tied up with all the major telecom operators to provide content for over 250 distinct services in order to ensure that there is a synergy in the content regardless of the language. It has partnered with all major telecom players including Vodafone, Airtel, Idea Cellular, Tatatel, Reliance, Aircel, and Onmobile, Comviva, B! as well as AOL, rediff mobile, msn mobile on the aggregator side. Recently, Netway India Pvt. Ltd. has launched two new websites- pyaarstation.com and krazykonest.com. It plans to make these two websites and related services available on various platforms. The current focus is also on mobile applications and 3G products, and a view to get into strategic relationships with partners across the globe, to enhance the presence of their various products.

This company focuses on particular factor for motivation:

1. Focus on job enrichment

Enriching peoples jobs is a principal motivator. manager can ensure that: By making a job more enjoyable, a

It will provide challenges commensurate with the employees skills. The employee with more ability will be able to stand out and win promotion to higher level jobs. There will be long-term improvements in employee attitudes.

2. Learn to like people

From your experience as a manager, you already know a good deal about motivation, so continue to: Focus on individuals, showing a genuine interest in them. Get to know your employees, their families, and their interests. Listen to what employees have to say. Take time to talk to your employees.

3. Encourage genuine participation

Most people spend a significant part of their day at work, usually in the company of others. They are often looking for additional opportunities to use their talents fully and to develop new ones. Wherever possible you should: Involve employees in decisions whose outcomes require their commitment. Seek employees views. Provide opportunities for achievement through interesting, varied, relatively short and

Challenging tasks or projects. Delegate tasks that help them to display particular talents. Build interdependencies among people thus fostering cohesiveness.

4. Provide open communication

Open, two-way communication is vital, and feedback is an essential part of that process. People like to know how you think theyre going and how they might improve even further. Thats one reason why management-by-walking-around is effective; employees receive firsthand feedback on performance and have a chance to discuss issues that are important to them.

5. Make the work itself the motivator

Give employees more scope to vary the methods, sequence and pace of their work. Give people all the information needed to monitor their own performance. Encourage employee participation in planning and evaluating new techniques. Increase individual responsibility for achieving defined targets or standards.

6. Lead the way by example

It is important for a manager to practice what they preach. Motivators must be motivated, energetic, animated and strive to achieve new heights. As a manager, you need to convey confidence in others people who are expected to succeed usually do. Its all part of a selffulfilling prophecy.

7. Instill a desire to win

If it works in sport, why not in business? Managers often fail to exploit the benefits from competition and, as a result, employees dont extend themselves. Be aware, however, that the effect of this type of motivating decreases significantly immediately on the completion of an event.

8. Reward achievements
People expect to be rewarded in some way. systems, you should: To ensure rewards match individual value

Clearly identify the relationship between effort and reward payment by results, commissions or bonuses. Set stretch targets that require that little extra effort. Tell employees what they have to do to be rewarded. Place responsibility firmly with the individual. Give praise when praise is due.

9. Provide opportunities.
Motivate employees by revealing to them the doors of opportunity in your business for rewards, for achievement, for taking on additional responsibilities, for resolving problems, for sharing, for recognition, for advancement etc.

Other benefit for worker:

Bonus: Traveling expanses: Free housing: Canting facility: Good working facility: Provided uniform, shoos: Medical facility: