TOPIC NAME: STUDY ON EMPLOYEES MOTIVATION ON

ORGANIZATIONAL EFFECTIVENESS TCS NAGPUR

INTRODUCTION
The project work entitled a “A STUDY ON EMPLOYEES MOTIVATION ON ORGANIZATIONAL
EFFECTIVENESS” with to Tata consultancy Services., is mainly conducted to identify the factors
which will motivate the empolyees. organization and business wants to be successful and
have desire to get constant progress. The current era is highly and organizations regardless of
size, technology and market focus are facing employee retention challenges. To overcome
these restraints a strong and positive relationship and bonding should be created and
maintained between employees and their organizations. Human resource or employees of
any organization are the most central part so they need to be influenced and persuaded
towards tasks fulfillment.

For achieving prosperity, organizations design different strategies to compete with the
competitors and for increasing the performance of the organizations. A very few
organizations believe that the human personnel and employees of any organization are its
main assets which can lead them to success or if not focused well, to decline. Unless and
until, the employees of any organization are satisfied with it, are motivated for the tasks
fulfillment and goals achievements and encouraged, none of the organization can progress
or achieve success.

The focus of this study is to enlighten that how an organization through its employees can
achieve success and effectiveness. The purpose of the study is to analyze the impact of
employees’ motivation on organizational effectiveness. The study has two sub-objectives;
firstly the factors that increase motivation of employees are to be determined. Secondly the
relationship of employee motivation and organizational effectiveness is to be examined.

Review of literature

1. Abraham H Maslow ( “ Bible of Motivation”.)

2. Butkus & Green ( Motivation 1999 )
3. Kalimullah et al, (Empolyee motivation 2010)
4. Matthew et al, (Organizational Effectiveness 2005)
5. Muhammad, et al ( Organizational effectiveness 20110
Objectives of the study

The main objective of the study is to analyze the impact of employees’ motivation on
organizational effevtiveness . The sub – objectives of the study are :

1. To determine the factor that increase employees motivation.

2. To examine the relationship between employees motivation and organizational
effectiveness.

PROBLEM DEFINATION

The research problem here in this study is associated with the motivation of employees of
TCS. There are a variety of factors that can influence a person’s level of motivation; some of
these factors include:

1.The level of pay and benefits,

2.The perceived fairness of promotion system within a company,

3.Quality of the working conditions,

4.Leadership and social relationships,

5.Employee recognition

6.Job security

7.Career development opportunities etc.

Motivated employees are a great asset to any organisation. It is because the motivation and
Job satisfaction is clearly linked. Hence this study is focusing on the employee motivation in
the organisation. The research problem is formulated as follows:

“What are the factors which help to motivate the employees?

Hypothezies

Based on the literature and model the study is designed to test the following
hypothesis

H1 : There is an effect of recognizing employee’s work on their motivation to

work .

H2 : There is an effect of empowering employee’s in task on their motivation

to work .

H3 : There is a relationship between employee’s motivation and organizational

effectiveness.

Research methodology:

A. Research Design :

A research design is a framework or blueprint for conducting the research project. It

specifies the details of the procedure necessary for obtaining the information needed to
structure and solve research problem. In this research the Researcg design is
“Descriptive Research Design”

B. Sample Design :

Sample may be defined as a selection of some part of the universe on the basis of which
judgment or inference about the universe is made . It is the process of selecting sample
& obtaining necessary information about an entire universe or employees by examining
only a part of it.

C. Sample Techniques :
 In this research study , “ Simple Random Sampling” . This sampling method has been
mainly chosen because of it is accurate and as simple as its name indicates , it can be
concluded in shorter time duration , cab be done even by non-technique person too.

D. Universe

The universe is the specific group of people , condition ,activities etc. Which from the pivotal
point of research project . In the research study “ a study on empolyees motivation on
organizational effectiveness at TCS Nagpur

E. Sample Size:

Number of the sampling units selected from the population is called the size of the sample.
Sample of 20 respondents were obtained from the population.

F .Methods of Data Collection:

The data’s were collected through Primary and secondary sources.

 Primary Sources:

Primary data are in the form of “raw material” to which statistical methods are applied for
the purpose of analysis and interpretations.

The primary source is data’s collected through questionnaire.

 Secondary Sources:

Secondary data’s are in the form of finished products as they have already been treated
statistically in some form or other.
The secondary data mainly consists of data and information collected from records,
company websites. Secondary data was also collected from journals, magazines and boo

G . Presentation of data :

The data are presented through charts and tables.

The concept of motivation

The word motivation has been derived from motive which means any idea, need or emotion
that prompts a man in to action. Whatever may be the behavior of man, there is some
stimulus behind it .Stimulus is dependent upon the motive of the person concerned. Motive
can be known by studying his needs and desires.

There is no universal theory that can explain the factors influencing motives which control
mans behavior at any particular point of time. In general, the different motives operate at
different times among different people and influence their behaviors. The process of
motivation studies the motives of individuals which cause different type of behavior.

Definition of Motivation:

According to Edwin B Flippo, “Motivation is the process of attempting to influence others to

do their work through the possibility of gain or reward.

Significance of Motivation:
Motivation involves getting the members of the group to pull weight effectively, to give
their loyalty to the group, to carry out properly the purpose of the organization. The
following results may be expected if the employees are properly motivated.

The workforce will be better satisfied if the management provides them with
opportunities to fulfill their physiological and psychological needs. The workers will
cooperate voluntarily with the management and will contribute their maximum towards
the goals of the enterprise.

Workers will tend to be as efficient as possible by improving upon their skills and
knowledge so that they are able to contribute to the progress of the organization. This
will also result in increased productivity.The rates of labor’s turnover and absenteeism
among the workers will be low.There will be good human relations in the organization as
friction among the workers themselves and between the workers and the management
will decrease.The number of complaints and grievances will come down. Accident will
also be low.There will be increase in the quantity and quality of products. Wastage and
scrap will be less. Better quality of products will also increase the public image of the
business.

Motivation Process:

1.Identification of need

2.Tension

3.Course of action

4.Result –Positive/Negative
5.Feed back

Theories of Motivation:

Understanding what motivated employees and how they were motivated was the focus of
many researchers following the publication of the Hawthorne study results (Terpstra, 1979).
Six major approaches that have led to our understanding of motivation are Mcclelland’s
Achievement Need Theory, Behavior Modification theory; Abraham H Mallows need
hierarchy or Deficient theory of motivation. J.S. Adam’s Equity Theory, Vrooms Expectation
Theory, Two factors Theory.

McClelland’s Achievement Need Theory:

According to McClelland’s there are three types of needs

Need for Achievement (n Ach):

This need is the strongest and lasting motivating factor. Particularly in case of persons who
satisfy the other needs. They are constantly pre occupied with a desire for improvement
and lack for situation in which successful outcomes are directly correlated with their efforts.
They set more difficult but achievable goals for themselves because success with easily
achievable goals hardly provides a sense of achievement.

Need for Power (n Pow):

It is the desire to control the behavior of the other people and to manipulate the
surroundings. Power motivations positive applications results in domestic leadership style,
while it negative application tends autocratic style.

Need for affiliation (n Aff)

It is the related to social needs and creates friendship. This results in formation of informal
groups or social circle.

Behavioral Modification Theory:

According to this theory people behavior is the outcome of favorable and unfavorable past
circumstances. This theory is based on learning theory. Skinner conducted his researches
among rats and school children. He found that stimulus for desirable behavior could be
strengthened by rewarding it at the earliest. In the industrial situation, this relevance of this
theory may be found in the installation of financial and non financial incentives.

More immediate is the reward and stimulation or it motivates it. Withdrawal of reward
incase of low standard work may also produce the desired result. However, researches show
that it is generally more effective to reward desired behavior than to punish undesired
behavior.

Abraham H Maslow Need Hierarchy or Deficient theory of Motivation:

The intellectual basis for most of motivation thinking has been provided by behavioral
scientists, A.H Maslow and Frederick Heizberg, whose published works are the “Bible of
Motivation”. Although Maslow himself did not apply his theory to industrial situation, it has
wide impact for beyond academic circles. Douglous Mac Gregor has used Maslow’s theory
to interpret specific problems in personnel administration and industrial relations.

The crux of Maslow’s theory is that human needs are arranged in hierarchy composed of
five categories. The lowest level needs are physiological and the highest levels are the self
actualization needs. Maslow starts with the formation that man is a wanting animal with a
hierarchy of needs of which some are lower ins scale and some are in a higher scale or
system of values. As the lower needs are satisfied, higher needs emerge. Higher needs
cannot be satisfied unless lower needs are fulfilled. A satisfied need is not a motivator. This
resembles the standard economic theory of diminishing returns. The hierarchy of needs at
work in the individual is today a routine tool of personnel trade and when these needs are
active, they act as powerful conditioners of behavior- as Motivators.

Hierarchy of needs; the main needs of men are five. They are physiological needs, safety
needs, social needs, ego needs and self actualization needs, as shown in order of their
importance.

Types of Motivation:Intrinsic motivation occurs when people are internally

motivated to do something because it either brings them pleasure, they think it is
important, or they feel that what they are learning is morally significant.

Extrinsic motivation comes into play when a student is compelled to do something or act a
certain way because of factors external to him or her (like money or good grades

Limitation of the study

The limitation of this study is the sample size . In order to acquire a more concreted result,
the survey should have been carried out in a larger sample size, as the case maybe a
company located in vaasa. However, due to the time, resources, and financial limits, the
research was restricted to only the students in vaasa university of applied sciences, with a
focus on currently working students. Additionally, it would have been useful to carry out in-
depth interviews to reach a thoroughly exploited data and a more generalized outcome is
received.

CONCLUSION

The study concludes that, the motivational program procedure in TCS is found effective but
not highly effective. The study on employee motivation highlighted so many factors which
will help to motivate the employees. The study was conducted among 20 employ collected
information through structured questionnaire. The study helped to findings which were
related with employee motivational programs which are provided in the organization. The
performance appraisal activities really play a major role in motivating the employees of the
organization. It is a major factor that makes an employee feels good in his work and results
in his satisfaction too. The organization can still concentrate on specific areas which are
evolved from this study in order to make the motivational programs more effective. Only if
the employees are properly motivated- they work well and only if they work well the
organization is going to benefit out it. Steps should be taken to improve the motivational
programs procedure in the future. The suggestions of this report may help in this direction.

Chapterisation

Chapter 1 : Introduction
Chapter 2 : Review of literature
Chapter 3 : Objective and problem definition
Chapter 4 : Research Methodology
Chapter 5 : limitation and conclusion
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Webliography
www.iosrjournals.org
www.adp.com/tools and resources/
www.scribd.com/doc/705301866
www.ijcscm.org
www.academia.edu/2928211