The objective of the study is to use the traditional Maslow’s needs theory in developing measurement parameters to evaluate motivation levels of the employees of Ambuja Cement Ltd. Kolkata. The purpose of this research is to determine what parameters are in need of development to enhance the operational effectiveness and eventually maximize employees’ productivity by knowing their needs
Thanks for reading
Rahul Kumar
8051139888
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
A brief description on cutting edge reserach in HR. Also status of HR research in India and the way forward.A helpful presenttaion for early stage researcher.
Employee Motivaton is the key factor to help up the
capacity of an association. In the globalization stage, each
organization needs to continue itself in a furiously focused
market. Representatives are the fundamental elements to show
the business objectives into the real world. Subsequently, in
the present world each association attempts to deal with its
human asset office to keep its representatives inspired. In that
specific circumstance, some of the administration speculations
have been rehearsing by them. Business work or their
presentation in the market can be assessed by surveying the
degree of inspiration of representatives. Inspiration can
assume a lead job to get the expert achievement in each
budgetary year in a less exertion way.
While trying to find what inspires representatives,
representative inspiration inquire about papers report that
what spurs laborers today is fundamentally connected to the
qualities and objectives of the person. Starting in the 1970's, it
appears that there was a sensational move in the qualities and
needs of the ordinary laborer. As individuals turned out to be
progressively taught and the economy saw a sharp decay of
the Protestant hard working attitudes, what representatives
needed from their managers changed also.
A brief description on cutting edge reserach in HR. Also status of HR research in India and the way forward.A helpful presenttaion for early stage researcher.
Uses of Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Uses of Theories of Motivation in Organizational BehaviorMasum Hussain
Most employers today would like to have their employee’s motivated and ready to work, but do not understand what truly motivates a person. Companies could be more efficient if the employees had an invested interest in the future of the company. There are essential needs to be met for a person, specifically an employee, to succeed in the workplace. I will examine different theories of motivations, how they are relevant to the workplace, and how employers can implement the theories to ensure happy and motivated employees.
Human behaviour is as much a reflection of the differences between individuals as it is a reflection of their similarities. These individual differences are caused by a number of influences and characteristics. For example, personality traits focus on individual differences that make each person a unique human being. Our biological make-up concentrates on how we function as a result of our evolution and human inheritance. Our behaviour is largely influenced by the system of rewards and punishments that are present in our environment. Our cognitive approach focuses on how our thinking and memory affects our behaviour. The fact that we are here at this time with immediate influences, and the ability to express a free will, may present the greatest influence of all.
It broadly addresses the topic of employee relations and work motivation. It examined theories and models of motivation that strive to answer the question of what motivates and how is motivation harnessed. At the individual level of analysis, there is a plethora of different approaches, most of which have some conceptual viability, empirical support and practical use. A critical task for future thinking and research is to integrate findings from diverse sources in order to be able to produce a more coherent view of motivation, its content and mechanisms.
Any theories about motivation can be contradicted since these theories have many exceptions. It is important that these theories are considered general statements that have been confirmed through observational studies and are applicable only to the extent that they reflect and are influenced by individual behaviour. We might ask: “Why should we even pursue these topics if there are so many inconsistencies, exceptions, and variables that affect conclusions?”. If we are searching for scientific evidence that is universally applicable, we may be wasting our time, but if our goal is to better understand human behaviour and its impacts on personal performance, the insights gained from such theories and studies are invaluable.
Motivation is like an accelerator in a vehicle. A vehicle keeps moving at the pace decided by its accelerator. The moment accelerator is reduced, vehicle’s speed reduces and it may come to a standstill if there is no further acceleration. Alternatively, if brakes are applied, there will be an abrupt reduction in the speed of the vehicle and it may come to a standstill.
This is true to human beings as well. As long as they are motivated they keep working and producing extraordinary results. The moment there is a drop in their acceleration (motivation), results start diminishing. Of course, applying brakes (dissatisfaction/demotivation) certainly bring them to a halt. The only difference is that unlike a vehicle, human beings have different types of accelerator and brake.
Therefore, the book, Why My Horse Doesn't Drink' will help readers to identify the ways that may accelerate or slow down the speed of their team members. Chapter ‘How to motivate’ talks about the points that accelerate and chapter ‘How not to demotivate’ explains the factors that may work as brakes to performance. Thereby readers will be able to make best use of their vehicle (Team Members).
Motivation PowerPoint Slides include topics such as: understanding needs vs. wants, factors for motivation, employee rewards, offering praise/recognition, types of motivation, job enrichment, the role of money and motivation, incentive programs, motivation ironies, boosting efficiency, 30 ways to motivate, Maslow's hierarchy, how to's and more. Slides can easily be tailored to your specific needs (make handouts, create overheads and use them with an LCD projector) and are available for license. 100+ PowerPoint presentation content slides. Each slide includes slide transitions, clipart and animation. System & Software Requirements: IBM or MAC and PowerPoint 97 or higher. You may use this product over and over again. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
This presentation is mostly for all the aspiring professionals who are to enter the corporate industry. Presentation outlines the attributes that make a successful career and their relevance, Lack of Skills that can hamper your career and behavior that will make one more successful and lastly the pointers that are important in selecting the Organization to work with.
For my Instructional Design class we had to remake a training manual for a company called, Blue Globe. We had to redesign the look of the manual to make it look like a workbook.
How People Work and how you can help them to give their bestRoderic Gray
Roderic Gray's book "How People Work and how you can help them to give their best" explains why people at work behave the way they do, and how managers, business students and consultants can get the best performance from their people and from themselves
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Team Roles".
The war for talent is fierce right now. Hybrid work, The Great Resignation, labor shortages, and skills gaps have organizations scrambling to hire, retain, and develop employees. It’s overwhelming.
We get it. The following guide, 7 Tips to Win the War for Talent, will provide a thought-provoking checklist to help you address any areas that could be impacting your desired results.
The stakes are high. The war for talent is creating a lot of disruption that can negatively impact an organization if not handled with care. Handled well, businesses and people will thrive.
Enjoy this guide. To your success!
Discusses why traditional reward and recognition programs reduce overall productivity and morale. Describes the RESPECT Model. Provides specific techniques to implement drivers.
11 Great Employee Qualities: Do You Have Them?CAREEREALISM
Are great employee qualities disappearing in the workforce? If so, then you should quickly see if you can adopt some of these traits and make yourself competitive. Don’t wait to start improving how you work!
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Assertive Roles at Work".
PLEASE ANSWER THESE QUESTION ASKED BY MY PROFESSOR. THANKS!7-C.docxrandymartin91030
PLEASE ANSWER THESE QUESTION ASKED BY MY PROFESSOR. THANKS!
7-Class,
When interviewing for a new job, how might you go about discovering how the job characteristic dimensions are ranked for that position (i.e., high autonomy and low skill variety, task identity, task significance, autonomy, and feedback),)? In general, do all positions for a given organization generally have the same weighting across the organization? Why or why not?
8-Class,
Looking at the five elements of well-being (Positive emotions, Engagement, Relationships, Meaning, and Achievement--PERMA) how do these elements shape organizational climate? Which of these do you think can have the greatest benefit or do the most harm to the culture or an organization?
PLEASE ANSWER THESE QUESTION ASKED BY MY PROFESSOR. THANKS!
7
-
Class,
When interviewing for a new job, how might you go about discovering how the job
characteristic
dimensions are ranked for that position (i.e., high autonomy and low skill
variety, task identity, task significance, autonomy, and feedback),)? In general, do all
positions for a given organization generally have the same weighting across the
organization
? Why or why not?
8
-
Class,
Looking at the five elements of well
-
being (Positive emotions, Engagement, Relationships,
Meaning, and Achievement
--
PERMA) how do these elements shape organizational climate?
Which of these do you think can have the greatest ben
efit or do the most harm to the culture
or an organization?
PLEASE ANSWER THESE QUESTION ASKED BY MY PROFESSOR. THANKS!
7-Class,
When interviewing for a new job, how might you go about discovering how the job
characteristic dimensions are ranked for that position (i.e., high autonomy and low skill
variety, task identity, task significance, autonomy, and feedback),)? In general, do all
positions for a given organization generally have the same weighting across the
organization? Why or why not?
8-Class,
Looking at the five elements of well-being (Positive emotions, Engagement, Relationships,
Meaning, and Achievement--PERMA) how do these elements shape organizational climate?
Which of these do you think can have the greatest benefit or do the most harm to the culture
or an organization?
PLEASE REWORD THESE PARAGRAPHS IN YOUR OWN WORDS. DO NOT COPY THE SAME WORDS AS THEY ARE IN EACH PARAGRAPH. THANK YOU!
1- In my job, it takes both extrinsic and intrinsic motivation to motivate employees. Extrinsic motivators such as a year-end bonus or a merit pay increase motivate employees to continue to work hard so they can keep enjoying these results. The problem is that when you only recognize employees once or twice a year, the job they felt from an extrinsic motivator will wear off and they also need intrinsic motivation to maintain that motivation. When your boss recognizes the good work you are doing either by mentioning it to others or saying "thank you" can go a long way in motivating employees to continu.
Leadership Training- Learning from Chuk De India- The MovieTime Rahul
This is a leadership training presentation,
learning from the Movie- Chak De India
for complete presentation Pls contact
Rahul Kumar
rajcite@gmail.com
8051139888
Mumbai
“To add value to others, one must first value others.” - John Maxwell
This presentation is based on Leadership training
for new businessman, entrepreneur and other management student ...
Please click like if u find out helpful and do share with others
Knowledge is for all
Keep Following
Rahul Kunwar
rajcite@gmail.com
08051139888
Corporate Trainer & Motivational Speaker
Mumbai, Maharashtra
1. Personal Pronoun – Meaning & Definition
a. 1st , 2nd & 3rd person
b. Forms of pronoun
2. Cases
a. Nominative
b. Possessive
c. Accusative
d. Funda Set-1
e. Practice Set-1
3. Reflexive
4. Demonstrative
a. Funda Set-2
5. Indefinite
a. Funda set -3
6. Distributive
a. Funda Set-4
b. Practice Set-2
Its has taken me 2 months to make this presentation on Job Evaluation which is based on mine actual learning & practice in my previous organization
Please click like & forward it others too
Please give your feedback & keep following
Rahul Kunwar
rajcite@gmail.com
+918051139888
Job analysis is the formal process of identifying the content of a job in terms activities involved and attributes needed to perform the work and identifies major job requirements.
The main purposes of conducting job analysis is to prepare job descriptions and job specifications which in turn helps hire the right quality of workforce into an organization
Job analysis aims to answer questions such as:
Why does the job exist?
What physical and mental activities does the worker undertake?
When is the job to be performed?
Where is the job to be performed?
How does the worker do the job?
What qualifications are needed to perform the job?
What are the working conditions (such as levels of temperature, noise, offensive fumes, light)
What machinery or equipment is used in the job?
What constitutes successful performance?
A discussion group is an online forum for individuals to discuss various topics among each other. People add their comments by posting a block of text to the group. Others can then comment and respond....
RAHUL KUMAR
+918051139888
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
Website Link :
https://skyeresidences.com/
https://skyeresidences.com/about-us/
https://skyeresidences.com/gallery/
https://skyeresidences.com/rooms/
https://skyeresidences.com/near-by-attractions/
https://skyeresidences.com/commute/
https://skyeresidences.com/contact/
https://skyeresidences.com/queen-suite-with-sofa-bed/
https://skyeresidences.com/queen-suite-with-sofa-bed-and-balcony/
https://skyeresidences.com/queen-suite-with-sofa-bed-accessible/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-king-queen-suite-with-sofa-bed/
https://skyeresidences.com/2-bedroom-deluxe-queen-suite-with-sofa-bed-accessible/
#Skye Residences Etobicoke, #Skye Residences Near Toronto Airport, #Skye Residences Toronto, #Skye Hotel Toronto, #Skye Hotel Near Toronto Airport, #Hotel Near Toronto Airport, #Near Toronto Airport Accommodation, #Suites Near Toronto Airport, #Etobicoke Suites Near Airport, #Hotel Near Toronto Pearson International Airport, #Toronto Airport Suite Rentals, #Pearson Airport Hotel Suites
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Kseniya Leshchenko: Shared development support service model as the way to ma...
Project on Motivation
1. 2012
MOTIVATIONAL
PARAMETER
AMBUA CEMENT LTD.
The objective of the study is to use the traditional Maslow’s needs
theory in developing measurement parameters to evaluate motivation
levels of the employees of Ambuja Cement Ltd. Kolkata. The purpose of
this research is to determine what parameters are in need of
development to enhance the operational effectiveness and eventually
maximize employees’ productivity by knowing their needs.
Rahul kumar
AMBUJA CEMENT LTD.
Page 1 of 27
Sunday, June 24, 2012
2. Background
This task will emphasize total self-development of the individual for improved
motivation and organization management. It builds on Maslow’s hierarchy of
needs theory to examine motivational levels for all levels of employees & staff
at this organization. The researchers studied these employee groups
quantitatively using a questionnaire. Using a holistic approach, this study
focused on 15 parameters from Maslow’s five essential needs—the physical,
safety, social, esteem, and self actualization levels. Considerable emphasis was
placed on the development of Maslow’s principle of ‘‘self-actualization.’’ This
difficult-to-grasp concept, as Maslow reported, is a prerequisite for enlightened
management. The researchers analyzed employees’ perceptions regarding the
fulfillment of need parameters and measured their perception of the
importance of those parameters
The application of the findings based on Maslow’s model directly benefits the
organizational studied in development programs. It also helps in increasing
morale of needed employees
According to Maslow, the desire to pursue the traits of self-actualization by the
‘‘superior man’’ is built on a hierarchy of other needs that emphasize the
essential elements to be satisfied. In the order of their priority, these needs are
(Maslow 1943):
1. Physical needs—air, water, food, sex, etc., which are basic and most
powerful.
2. Safety needs—assurance of survival and continuing satisfaction of basic
needs.
3. Social needs—relation to emotional and social grouping, loving, being loved,
and fellowship with others.
4. Esteem needs—by self and others, an individual having adequate self-esteem
being more capable, confident, and productive.
5. Self-actualization needs—this set includes the characteristics and conditions
for advancing self and humanity through elevating enjoy life more (including its
pains, sorrows, and troubles and get more out of it.
Page 2 of 27
3. Self
Actualiza
tion
Need
Self Esteem
Need
Social Need
Security Need
Basic Need
Scope and Objective
The objective of the present study is to use the traditional Maslow’s needs
theory in developing measurement parameters to evaluate motivation levels of
all employee of this organization. The purpose of this work is to determine what
parameters are in need of development to enhance the operational
effectiveness and eventually maximize employees’ productivity. The study plan
is to first determine need parameters pertaining to the customized model.
These parameters will then be evaluated using a questionnaire survey.
Page 3 of 27
4. The following employee motivation questionnaire is a
guide to help us to identify which motivation zappers are
influencing us or our employee.
Big Picture
PLEASE TICK IN BOX
1. I can sum up in a sentence the core
PROVIDED
values of my company
2. I know what is expected of my team
3. I know how my success is measured Point YES NO
4. I am proud to work for my company No.
5. I see a future for myself in this company 1
6. There is a clear and effective system of appraisal 2
and career development
3
7. I feel valued by my company
8. The company's internal image is consistent with
4
its external one. (When I see an advert for my 5
company it is consistent with my experience of 6
that company) 7
9. I know what this company's unique selling point 8
is. (I know what makes it different to the
competition)
9
10. I feel my job is understood by those in my 10
company
Page 4 of 27
5. Team Work
1. I enjoy coming to work partly because of the
PLEASE TICK IN
people. BOX PROVIDED
2. I get support and encouragement from my
team mates. Point YES NO
3. I do not have to compete unfairly with the No.
rest of the team 1
4. Information is shared freely within the team 2
5. I do not feel there are secrets in our team 3
6. I am proud to be a part of this department 4
7. I respect my boss 5
8. I am not threatened by my team mates. I 6
want them to be the best they can be. 7
9. I have the opportunity to develop new skills 8
10. Poor performance is not tolerated. No one 9
"gets away with" under-performing 10
Page 5 of 27
6. Time Wasters PLEASE TICK IN
1) The majority of my time (80% plus) is spent doing BOX PROVIDED
valuable work
2) I do not have to attend unnecessary meetings Point YES NO
3) Those meetings I do attend are well run and
No.
achieve agreed outcomes.
4) I usually finish work at a reasonable time. 1
5) Our computer systems work well. We are rarely 2
prevented from working by technological
breakdowns 3
6) We have clear systems for referring up. I can safely
ask someone above me if I am not sure of what to
4
do myself 5
7) Noise and other distractions are minimal
8) I can turn off my phone or divert to voicemail in
6
order to complete urgent or important tasks 7
9) I do not feel constrained by too many unnecessary
rules 8
10) My work environment is suited to the work I 9
have to do. I have the space and facilities to do my
10
job
Page 6 of 27
7. PLEASE TICK IN
Company Politics
BOX PROVIDED
1. I leave the office when my work is complete. I do not
feel compelled to stay just because others are still Point YES NO
there. No.
2. I feel we are all treated fairly. I do not see or
1
experience favoritism.
3. I feel acknowledged publicly for my successes. 2
4. Any constructive criticism is given in private.
3
5. There are no clear "factions" in our company.
6. I always feel I can express my opinion without fear of 4
being marginalized or losing favors.
7. I feel I can talk openly about my future and ambitions.
5
8. While I may be "loyal" I do not feel obligated to my 6
employers. I have not been "bought" by a large salary,
7
extra benefits or any other career advantages.
9. My feelings and opinions are often asked for and 8
listened to, no matter what my position in the company
9
hierarchy.
10. I am not afraid to make mistakes. I am encouraged to 10
learn from my experiences but they are not held against me
later on.
Page 7 of 27
8. Score:
35-40
There is very little to zap your motivation. If you are still
feeling de-motivated it may be time to move on or perhaps
the company needs to introduce more incentives for staff.
25-35
There are some obvious "motivation zappers" present in your
workplace. With your team leader or a group of other
employees, consider ways to reduce the impact of these.
0-25
Motivation is probably low in your workplace. Much could be
done to improve your working environment. The good news
is that some simple changes could make a huge difference.
Page 8 of 27
9. 2nd round
QUESTIONNAIRE:
BASIC NEEDS:
Q.1.The salary increments given to employees who do their jobs very
well motivates them.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Q.2. Financial incentives motivates me more than non financial
incentives.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Q.3. I am satisfied with the salary I draw at present.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Page 9 of 27
10. Q.4. I am satisfied with the lunch break, rest breaks and
leaves given in the organization.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
SAFETY
Q.5.Good physical working conditions are provided in the
organization.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Q.6.The employees in the organization feel secured in their job.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Page 10 of 27
11. Q.7.The retirement benefits available are sufficient.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Q.8.The medical benefits provided in the organization are
satisfactory.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Page 11 of 27
12. SELF-ESTEEM:
Q.9.Visibility with top management is important to me.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Q.10. I feel that my superior always recognizes the work done by me.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Q.11.I feels that the job I do gives me a good status.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Page 12 of 27
13. Q.12. I am satisfied with the responsibility and role that I
have in my work
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Page 13 of 27
14. AFILIATION:
Q.13.The quality of the relationships in the informal workgroup is
quite important to me.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Q.14. I am satisfied with the support from the HR department.
a) Strongly agree
b) Agree
c) Neither agrees nor disagrees
d) Disagree
e) Strongly disagree
Q.15.In this organization there is fair amount of team spirit.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Page 14 of 27
15. Q.16.I feel more motivated while participating in activities done here
like T & D programs, official meets, sports and function.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Page 15 of 27
16. SELF ACTUALIZATION:
Q.17.I wants to be the best at my own job.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Q.18.I generally likes to schedule my own work and to make job-
related decisions with a minimum of supervision.
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Disagree
e) Strongly disagree
Q.19 I find opportunities for advancement in this organization.
a) Strongly agree
b) Agree
c) Neither agrees nor disagrees
d) Disagree
e) Strongly disagree
Page 16 of 27
17. Q.20.My aim is self-knowledge and enlightenment. The
most important thing to me is realizing my ultimate
personal potential.
a) Strongly agree
b) Agree
c) Neither agrees nor disagrees
d) Disagree
e) Strongly disagree
Page 17 of 27