Motivation is the corner stone of productivity in any organisation. Motivation helps
the employees to put in better efforts in achieving the tasks assigned to them. Motivation
may also alter the behavior of employees in the organisation affecting the productivity
drastically. Motivated employees may work in the efficient and effective manner thereby
increasing the productivity and quality of work in the automotive companies. The
commitment shown by the employees depends on how organizations consider the factors
of motivation offered to the employees. The poorly motivated employees may even end-up
in creating loss to the organizations. The reward that the employees get in the process of
achieving the goal or task matters very much to the productivity of work in the
organizations. There are a number of factors which are responsible for the productivity
of mechanical engineers in the automotive parts manufacturing companies. The common
motivating factors of employees would be salary, working environment, safety, job
security and reward. There are much more motivating factors which the employees
consider as vital to increase the productivity in the organizations. Even though it is really
difficult and also practically impossible to identify what really motivates employees but
to some extent the motivating factors can be figured-out for the benefit of the employees
and also for the organizations. The study attempts to identify the factors which are really
responsible in motivating the mechanical engineers in the production plant of the
automotive parts manufacturing companies located in and around Chennai
“A Study on various techniques of motivation of employees”fiza91
Motivating employees can be one of biggest challenges as an employer, but learning how to inspire each individual is the key to a successful organization.
“A Study on various techniques of motivation of employees”fiza91
Motivating employees can be one of biggest challenges as an employer, but learning how to inspire each individual is the key to a successful organization.
The Influence of Incentive and Motivation on Employee Productivity in Koperas...ijtsrd
In carrying out activities in the company the employee will provide good performance when the employee gets incentives as additional income and encouragement from the leadership of the company. A company leader must be able to direct his employees to work together and try to always provide guidance to employees to improve performance through motivation given by the leadership to employees. Performance is the total of all activities carried out by all available resources in the company that work together so as to create a good work system in the company. In this study a total of 44 respondents were all employees in the Koperasi Gotong Royong Mandiri and were used as a sample. The results of the study explained that giving incentives had an effect on performance by 23.60 and motivation had an effect on performance by 5.44 and together the incentives and motivation had an effect on performance by 36.61 . Edward Alezandro Lbn. Raja | Togu Harlen Lbn. Raja | John G. Lbn. Raja "The Influence of Incentive and Motivation on Employee Productivity in Koperasi Gotong Royong Mandiri" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd27938.pdfPaper URL: https://www.ijtsrd.com/management/randd-management/27938/the-influence-of-incentive-and-motivation-on-employee-productivity-in-koperasi-gotong-royong-mandiri/edward-alezandro-lbn-raja
Employee motivation and performance - Staff motivation Chormvirak Moulsem
This bachelor thesis is focused on the relationship between intrinsic and extrinsic motivation and
employee performance. The thesis is a literature research and thus a review by the work of others.
In earlier research on this topic conducted by Vroom (1964) was concluded that a positive
correlation between motivation and performance did not exist. However, later research proved
that it is indeed possible to motivate employees intrinsically and extrinsically to perform well. It
appears that when the organisation provides certain job characteristics, employees can be
motivated to perform well in the organisation. And it also appeared that intrinsic factors have
more effect on the relationship than extrinsic factors.
Frederick Herzberg’s two factor theory - to what extent is money a motivator? Zil Shah
The two-factor theory is also known as Herzberg's motivation-hygiene theory and dual-factor theory. The two factor theory states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. It was developed by psychologist Frederick Herzberg, who theorized that job satisfaction and job dissatisfaction act independently of each other.
Frederick Herzberg conducted a study. He interviewed 200 accountants and engineer. He asked them to think of a time when they felt good at their jobs and a time when they felt bad about their jobs and then to describe conditions which leads to such feelings. Researchers concluded that factor responsible for job satisfaction is different form factor that leads to dissatisfaction. Job satisfaction and job dissatisfaction are different from each other’s. Absence of job satisfaction does not mean in job dissatisfaction but it is no job satisfaction.
The factors are classified as follows:
Motivational Factors
Hygiene\ Maintenance Factors
1.Motivational Factors:
These factors are related to nature of work, job content and are intrinsic to job itself. These factors have a positive influence on morale, satisfaction, efficiency and higher productivity. Some of these factors are achievement, recognition, responsibility, advancement, work itself and possibility of growth.
2.Hygiene Factors:
These factors are related to job context and are extrinsic to job. Hygiene factors do not motivate people. They simply prevent dissatisfaction and maintain status quo. They produce no growth but prevent loss. The absence of company policy, administration, status, job security, salary, relations with subordinates and supervisors, work condition, peer relations and personal life.
An Empirical Study of Employees’ Motivation and its Influence Job SatisfactionAI Publications
Human Resource Management is getting more important in the business nowadays, because people and their knowledge are the most important aspects affecting the productivity of the company. One of the main aspects of Human Resource Management is the measurement of employee satisfaction. Companies have to make sure that employee satisfaction is high among the workers, which is a precondition for increasing productivity, responsiveness, quality, and recognitionservice. The aim of this thesis is to analyze the level of employee satisfaction and work motivation. It also deals with the effect the culture has on employee satisfaction. The theoretical framework of this thesis includes such concepts as, job satisfaction, motivation, and rewards differences. One of the biggest strength of the organization is the relationship and communication between the employees and the managers.
“Identifying Key Engagement Drivers and level of Employee Engagement at Techn...IOSR Journals
An employee is said to be engaged when that employee uses discretionary effort. This means the employee works that extra mile without being asked. The engaged employee leads to better customer service, which leads to better customer satisfaction, which leads to increase in Revenue. This shows that to win the customer, we need to win the employee first. The key challenge lies in linking employee morale and bottom line, which means organizations not only have to retain employees but also engage them.
The study attempts to identify the Engagement drivers in a Technology Outsourcing firm at Hyderabad. The objective of the research is to identify key factors that contribute to Employee Engagement and analyze the level of Employee Engagement.
The Secondary Research was carried out by studying several research papers. A Questionnaire was designed with 25 Questions based on a revised model. A pilot study was conducted and findings were analyzed. The trends of the responses have been plotted and five factors that contribute to employee engagement have been derived. The categories of disagreement among the employees have been noted and recommendations have been made.
Dissertation study into the various factors influencing the employees perfom...WritingHubUK
This particular study is the in depth analysis of the various factors effecting the performance level of the employees at Moti Mahal Delux, Delhi. The finding of the influencing factors will give an idea for the success of the organisation. The study with the help of a well-developed questionnaire conducted survey to get the final result for the study. The study topic is backed up by the literature review in a precise manner.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Dear student, Warm Greetings of the Day!!! We are a qualified team of consultants and writers who provide support and assistance to students with their Assignments, Essays and Dissertation. If you are having difficulties writing your work, finding it stressful in completing your work or have no time to complete your work yourself, then look no further. We have assisted many students with their projects. Our aim is to help and support students when they need it the most. We oversee your work to be completed from start to end. We specialize in a number of subject areas including, Business, Accounting, Economic, Nursing, Health and Social Care, Criminology, Sociology, English, Law, IT, History, Religious Studies, Social Sciences, Biology, Physic, Chemistry, Psychology and many more. Our consultants are highly qualified in providing the highest quality of work to students. Each work will be unique and not copied like others. You can count on us as we are committed to assist you in producing work of the highest quality. Waiting for your quick response and want to start healthy long term relationship with you. Regards http://www.cheapassignmenthelp.com/ http://www.cheapassignmenthelp.co.uk/
The Influence of Incentive and Motivation on Employee Productivity in Koperas...ijtsrd
In carrying out activities in the company the employee will provide good performance when the employee gets incentives as additional income and encouragement from the leadership of the company. A company leader must be able to direct his employees to work together and try to always provide guidance to employees to improve performance through motivation given by the leadership to employees. Performance is the total of all activities carried out by all available resources in the company that work together so as to create a good work system in the company. In this study a total of 44 respondents were all employees in the Koperasi Gotong Royong Mandiri and were used as a sample. The results of the study explained that giving incentives had an effect on performance by 23.60 and motivation had an effect on performance by 5.44 and together the incentives and motivation had an effect on performance by 36.61 . Edward Alezandro Lbn. Raja | Togu Harlen Lbn. Raja | John G. Lbn. Raja "The Influence of Incentive and Motivation on Employee Productivity in Koperasi Gotong Royong Mandiri" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd27938.pdfPaper URL: https://www.ijtsrd.com/management/randd-management/27938/the-influence-of-incentive-and-motivation-on-employee-productivity-in-koperasi-gotong-royong-mandiri/edward-alezandro-lbn-raja
Employee motivation and performance - Staff motivation Chormvirak Moulsem
This bachelor thesis is focused on the relationship between intrinsic and extrinsic motivation and
employee performance. The thesis is a literature research and thus a review by the work of others.
In earlier research on this topic conducted by Vroom (1964) was concluded that a positive
correlation between motivation and performance did not exist. However, later research proved
that it is indeed possible to motivate employees intrinsically and extrinsically to perform well. It
appears that when the organisation provides certain job characteristics, employees can be
motivated to perform well in the organisation. And it also appeared that intrinsic factors have
more effect on the relationship than extrinsic factors.
Frederick Herzberg’s two factor theory - to what extent is money a motivator? Zil Shah
The two-factor theory is also known as Herzberg's motivation-hygiene theory and dual-factor theory. The two factor theory states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. It was developed by psychologist Frederick Herzberg, who theorized that job satisfaction and job dissatisfaction act independently of each other.
Frederick Herzberg conducted a study. He interviewed 200 accountants and engineer. He asked them to think of a time when they felt good at their jobs and a time when they felt bad about their jobs and then to describe conditions which leads to such feelings. Researchers concluded that factor responsible for job satisfaction is different form factor that leads to dissatisfaction. Job satisfaction and job dissatisfaction are different from each other’s. Absence of job satisfaction does not mean in job dissatisfaction but it is no job satisfaction.
The factors are classified as follows:
Motivational Factors
Hygiene\ Maintenance Factors
1.Motivational Factors:
These factors are related to nature of work, job content and are intrinsic to job itself. These factors have a positive influence on morale, satisfaction, efficiency and higher productivity. Some of these factors are achievement, recognition, responsibility, advancement, work itself and possibility of growth.
2.Hygiene Factors:
These factors are related to job context and are extrinsic to job. Hygiene factors do not motivate people. They simply prevent dissatisfaction and maintain status quo. They produce no growth but prevent loss. The absence of company policy, administration, status, job security, salary, relations with subordinates and supervisors, work condition, peer relations and personal life.
An Empirical Study of Employees’ Motivation and its Influence Job SatisfactionAI Publications
Human Resource Management is getting more important in the business nowadays, because people and their knowledge are the most important aspects affecting the productivity of the company. One of the main aspects of Human Resource Management is the measurement of employee satisfaction. Companies have to make sure that employee satisfaction is high among the workers, which is a precondition for increasing productivity, responsiveness, quality, and recognitionservice. The aim of this thesis is to analyze the level of employee satisfaction and work motivation. It also deals with the effect the culture has on employee satisfaction. The theoretical framework of this thesis includes such concepts as, job satisfaction, motivation, and rewards differences. One of the biggest strength of the organization is the relationship and communication between the employees and the managers.
“Identifying Key Engagement Drivers and level of Employee Engagement at Techn...IOSR Journals
An employee is said to be engaged when that employee uses discretionary effort. This means the employee works that extra mile without being asked. The engaged employee leads to better customer service, which leads to better customer satisfaction, which leads to increase in Revenue. This shows that to win the customer, we need to win the employee first. The key challenge lies in linking employee morale and bottom line, which means organizations not only have to retain employees but also engage them.
The study attempts to identify the Engagement drivers in a Technology Outsourcing firm at Hyderabad. The objective of the research is to identify key factors that contribute to Employee Engagement and analyze the level of Employee Engagement.
The Secondary Research was carried out by studying several research papers. A Questionnaire was designed with 25 Questions based on a revised model. A pilot study was conducted and findings were analyzed. The trends of the responses have been plotted and five factors that contribute to employee engagement have been derived. The categories of disagreement among the employees have been noted and recommendations have been made.
Dissertation study into the various factors influencing the employees perfom...WritingHubUK
This particular study is the in depth analysis of the various factors effecting the performance level of the employees at Moti Mahal Delux, Delhi. The finding of the influencing factors will give an idea for the success of the organisation. The study with the help of a well-developed questionnaire conducted survey to get the final result for the study. The study topic is backed up by the literature review in a precise manner.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Dear student, Warm Greetings of the Day!!! We are a qualified team of consultants and writers who provide support and assistance to students with their Assignments, Essays and Dissertation. If you are having difficulties writing your work, finding it stressful in completing your work or have no time to complete your work yourself, then look no further. We have assisted many students with their projects. Our aim is to help and support students when they need it the most. We oversee your work to be completed from start to end. We specialize in a number of subject areas including, Business, Accounting, Economic, Nursing, Health and Social Care, Criminology, Sociology, English, Law, IT, History, Religious Studies, Social Sciences, Biology, Physic, Chemistry, Psychology and many more. Our consultants are highly qualified in providing the highest quality of work to students. Each work will be unique and not copied like others. You can count on us as we are committed to assist you in producing work of the highest quality. Waiting for your quick response and want to start healthy long term relationship with you. Regards http://www.cheapassignmenthelp.com/ http://www.cheapassignmenthelp.co.uk/
A STUDY ON JOB ON JOB SATISFACTION OF EMPLOYEES AT VIJAYALAKSHMI ENGINEERING ...IAEME Publication
Human resource is considered to be most valuable asset in any organization. It is the sum-total of inherent abilities, acquired knowledge and skill represented by talents and aptitude of the employed person who comprise executives, supervisors and rank file employees. It may be noted here that human resources should be utilized to maximum possible extent, in order to achieve individual and organizational goals.
It is thus employee performance, which ultimately decides the attainment of goals. However, the employee performance is to large extent, influence by motivation and job satisfaction. So an attempt has been made by the researcher to study the job satisfaction level of the staffs in VEWL located at Thuvakudi-Trichy.
International Journal of Human Resource Studies ISSN 2162-.docxmariuse18nolet
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 50
Determinants of Employee Motivation and its impact
on Knowledge Transfer and Job Satisfaction
Nida Zafar
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Sana Ishaq
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Shaista Shoukat
Department of Management Sciences, The Islamia University of Bahawalpur, Pakistan
Email: [email protected]
Muhammad Rizwan
Lecturer, Department of Management Sciences
The Islamia University of Bahawalpur, Pakistan
E-mail: [email protected]
Doi:10.5296/ ijhrs.v4i3.5874 URL: http://dx.doi.org/10.5296/ ijhrs.v4i3.5874
Abstract
This study specifically examines the impact of different variables like extrinsic reward (Pay),
intrinsic reward (Appreciation), training and expectancy on employee motivation and impact
of employee motivation on job satisfaction and knowledge transfer. The general purpose of
this study is to motivate employees. If employees are motivated, they will be satisfied by
their jobs and if they are satisfied by their job then they will work hard to attain
organizational goals and if goals are achieved then organization will get profit. The current
research is descriptive in its nature. We select the sample from different sectors in Pakistan.
We select the sample of 200 respondents from population for the collection of data and to
check the response of different employees. For this purpose, we structured a self-
administrated questionnaire and filled it from the right respondent for true results. We use
International Journal of Human Resource Studies
ISSN 2162-3058
2014, Vol. 4, No. 3
www.macrothink.org/ijhrs 51
Regression analysis in this study. This analysis is very important to check the confidence of
the study from different respondents. Due to this analysis, we found that Pay and
Appreciation are not directly effecting the employee motivation. Job satisfaction also has no
direct link with employee motivation but training of employee, expectancy and knowledge
transfer have direct relationship with employee motivation. These three variables help a lot to
motivate an employee.
Keywords: Pay, Appreciation, Expectancy, Training, Job Satisfaction and Knowledge
Transfer.
1. Introduction
Now a day, because of competition in businesses, organizations are facing many challenges.
From these challenges, keeping their human resource is of most importance. Today, humans
are considered to be the most important resources of an organization. Employee motivation is
compulsory for getting efficiency. Motivation is a group of different items which effects
employee‟s behavior for getting required goal. Motivation is important to boost up employees
to perform well in long run and helps an organ.
A good company gives an opportunity for employees to develop their creativity through new ideas of employees. Any opinions, thoughts or ideas are the results of ideas. There is a process of reflection on an opinion or an idea that emerged at the head of the employee. But not all employees who have a brilliant idea. There are some among them who are not motivated to have a good performance. Three factors influence the employee reputation. Performance, motivation, and job training are the essential things to do by the company to raise the reputation. Each employee level can be calculated by Profile Matching method. It produces the value of each employee or ranks them in ascending or descending order. The benefit to the company is they can promote the best employees in particular period.
Effect of Incentives and Motivation on Employee Performance in Pt. Sinar Asia...YogeshIJTSRD
To improve the performance of company employees, it is also necessary to increase the ability to work through increased education, both formal education and training planned by the company for employees.Employees who have good potential value can come from within the company and from outside the company so that employee performance can be maintained in the future.Partially it can be explained that the effect of the incentive variable X1 on performance Y is 23.60 and it is still influenced by the motivation factor X2 and other factors not included in this study called the epsilon factor e .Partially it can also be explained that the motivation variable X2 has an influence on the performance variable Y by 5.44 and there are still other variables not included in this study besides the incentive variable X1 .Based on the results of data analysis, it can be explained that the effect of the incentive variable X1 and the motivation variable X2 simultaneously or together can be explained as having an effect of 36.61 which can be seen from the magnitude of F. count of 3.661. Helmud Fransiscus Sitanggang | Silvia Winda Sari Lbn. Raja | Edward A. Lbn. Raja "Effect of Incentives and Motivation on Employee Performance in Pt. Sinar Asia Medan" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd38748.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/38748/effect-of-incentives-and-motivation-on-employee-performance-in-pt-sinar-asia-medan/helmud-fransiscus-sitanggang
A Study on Employee Motivation at Tanfac Industries Limited Cuddaloreijtsrd
Employee Motivation is an integral part of Human Resource Management and it plays a crucial role in the long term growth of an organization. Motivation can be defined as the inherent enthusiasm and driving force to accomplish a task. It can be used in directing employees' behaviour and actions for a constructive vision or goal. Employee motivation is defined as the commitment, the energy levels, and the creativity that the employees bring to their job. A study on employee motivation is intended to evaluate the motivation of employees in the organization and to find the significant relationship between age and employee motivation at TANFAC Industries Limited. The total population for the study is 100 and the sample size is 50. The type of sample design used for the study is simple random sampling. Primary and secondary data was used for the study primary data was collected by using questionnaire and secondary data was collected from books, journals and company records. The gathered information is critically analysed by using various statistical tools to arrive at a meaningful conclusion. From the study by using Karl Pearson Coefficient of Correlation. It was found that there is a relationship between age and employee motivation. Pavithra. J | Keerthana. R | Ilanchezion. V "A Study on Employee Motivation at Tanfac Industries Limited Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29188.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29188/a-study-on-employee-motivation-at-tanfac-industries-limited-cuddalore/pavithra-j
Impact of Job Satisfaction on the Employee Performance A Study on Staff Worki...ijtsrd
Employees are the backbone of any organization. To achieve high level performance, highly satisfied employees become the absolute necessities of the organization. Organizational goals have always been focused on achieving high level performance through productivity and efficiency. The present study tries to examine the impact of the job satisfaction of employees in 5 star hotels and their impact on the employee performance. The data was collected using the questionnaire method. The samples of the study were employees of 5 star hotels in Ahmedabad. There were 75 responses collected for the study. The purpose of the study is to examine the relationship between job satisfaction and employee performance among the employees working in the 5 star hotels in Ahmedabad. The findings reveal that job satisfaction and employee performance have strong correlation and is significant. The study concludes that the management of different sectors can be benefited by analysing the job satisfaction of the employees and ways to increase it on a regular basis. This would help in managing the organization with ease. Devangana Verma "Impact of Job Satisfaction on the Employee Performance: A Study on Staff Working in Star Category Hotels of Ahmedabad, Gujarat" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-7 , December 2022, URL: https://www.ijtsrd.com/papers/ijtsrd52537.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/tourism/52537/impact-of-job-satisfaction-on-the-employee-performance-a-study-on-staff-working-in-star-category-hotels-of-ahmedabad-gujarat/devangana-verma
A Study on Employee Motivation at Megha Engineering and Infrastructure Pvt Lt...ijtsrd
Employee motivation is important in any organization. If the employee not motivated in the organization works in effectively than organization would not function properly ultimately result in looses it plays a crucial role in the long term growth of an organization. Proper motivation turns an employee into a loyal asset and helps in maintaining the retention rate. The subject of motivation, perhaps, received the highest attention from management thinkers’ worldwide at the context, present study aimed to know the influencing factors for motivation, level of satisfaction on motivational practices in the organisation. The result of level of that highly respondence is the self actualization, Leave and job security then Self affirmation, Salary increments and lowest respondence is curiosity, Therefore, present study has been conducted at megha engineering infrastructure limited company. M. Bhavani | Dr. P. Viswanath "A Study on Employee Motivation at Megha Engineering and Infrastructure Pvt Ltd Company, Hyderabad, Balanagar" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51953.pdf Paper URL: https://www.ijtsrd.com/engineering/other/51953/a-study-on-employee-motivation-at-megha-engineering-and-infrastructure-pvt-ltd-company-hyderabad-balanagar/m-bhavani
Role of Motivation and Job Satisfaction for Institutional Performanceijtsrd
In this paper, the theoretical link between job satisfaction and organizational success was examined. It claims that happier employees contribute to higher organizational performance. The article claims that a person who has high levels of job satisfaction has positive attitudes towards his employment. On the other side, a worker who is dissatisfied at work has negative opinions about the job. It was also emphasized that motivated employees who are happy with their workplaces contribute to better organizational success. he purpose of this article is to examine the motivational elements that may affect institutional performance, the role that work satisfaction may play in that performance, and the link between motivation and institutional performance. According to the study, managers or authorities should be worried about the attitudes of their employees since these attitudes might be a harbinger of potential problems and could have an effect on conduct. Anil Bera "Role of Motivation and Job Satisfaction for Institutional Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-3 , June 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd56368.pdf Paper URL: https://www.ijtsrd.com.com/humanities-and-the-arts/education/56368/role-of-motivation-and-job-satisfaction-for-institutional-performance/anil-bera
13Table of ContentsComment by Gana Pathmanathan Report i.docxmoggdede
1
3
Table of Contents Comment by Gana Pathmanathan:
Report is professionally presented using informative headings, headers and footers as well as a distinctive title page. All sections of the report format are addressed. Report is well written with no grammar and typographical errors.
Referencing is academic, current, and correctly APA6th formatted.
Missing a title page and executive summary. Please consult appropriate resources on the requirements of writing a report
Introduction 2
Purpose of the Study 2
Importance of the Report 3
Employees Motivational Issues 4
Conclusion 7
References 10
Introduction
Organizational behavior is very important aspect in every organization. It is the study of the how people interact with various groups. It analyzes the impact of groups, structures and individual on the behavior of human in the organization. This paper will focus on analyze the employees motivational issues that have been presented in the TV show “The Office”. The company that is presented in the series seems not to have good connection with its employees. Some of the employees’ motivational issues that have been presented in the TV show are namely: Unclear requirement and expectation, inadequate working materials, lack of appraisal, discrimination in recruitment and having one person who has a say on the issues to do with the employees. It is important for the organizations to try and apply the organizational behavior concepts and theories in their day to day activities. The paper will explain some organizational concept and theories which the company should portray and show how they should be applied and the importance of their applications. These organizational concept and behavior include vroom’s expectation theory of motivation, effective manager, extrinsic motivation and extrinsic motivation. The paper will also outline some of the recommendations that would help in improving the employees’ motivation. These are recommendations are namely: transparency of expectation, providing a continuous feedback, strongly believing in your employees, setting achievable goals and giving incentives. Comment by Gana Pathmanathan: Report is professionally presented using informative headings, headers and footers as well as a distinctive title page. All sections of the report format are addressed. Report is well written with no grammar and typographical errors.
Referencing is academic, current, and correctly APA6th formatted.
This paper will focus on analysing …
There are many grammatical errors in the paperPurpose of the Study
The purpose of this study is to analyze employees’ motivation in the TV shows “The Office”. The company that is presented in the series seems to have manager- employee bad relationship. Michael who is the manager of the company does not have good leadership qualities. He does seem to follow the procedures that need to be followed when firing someone. He just made a prank of firing the reception with claims that the stole s ...
What Is Employee MotivationJenny works at Taco Queen, a popular f.docxsorayan5ywschuit
What Is Employee Motivation?
Jenny works at Taco Queen, a popular fast food restaurant. Her boss, Jeremy, has noticed that Jenny hasn't been completing all of her tasks each day. No one else seems to have an issue completing the same tasks on their shifts. Jeremy looks in the corporate handbook, which tells him he should use employee motivation to encourage slacking employees. But what is employee motivation?
Employee motivation
is a factor, or factors, that cause(s) an employee to pursue work tasks or goals. It's what causes you to act in a certain way. There are two primary theories of motivation that are often used by employers: extrinsic motivation and intrinsic motivation. In this lesson, we'll look at these two types of motivation and how employers can use them.
Importance of motivation
Motivation is the bunch of “internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject and to exert persistent effort in attaining a goal”. Being motivated intrinsically means that you take pleasure from what you are doing, and are less concerned with the external rewards.
We have seen employees doing as little as they can, mostly miss deadlines and whatever they do, needs supervision and corrections, while on the other side, there are some who are trying to do their best, putting into their work 100% of effort, do not complain about difficulties, and take them as challenge. Those people are not aliens at all, they are motivated employees.
The significance of motivation in the workplace is high because of the following benefits it provides.
Firstly, motivation puts human resources into action and improves level of efficiency of employees. Every concern requires financial and human resources to accomplish the goals. Having the employees only physically, does not mean that you manage to make full use of it. You need their desire and wish to be there where actually are. The performance of motivated employees is high, which results into: increased productivity and reduced cost of operations. Motivated employee will not try to get by with little effort; will be more oriented on his job. If those workers, who spend most of their time on facebook or other pages, use their potential and keep instead themselves busy with their job, increased productivity will be very conspicuous.
Secondly, motivation leads to the stability of workforce that is very important from the point of view of reputation and goodwill of the company. In order to keep employees loyal, they should feel themselves as part of the organization, feel that they are needed and appreciated. The longer the person works in the organization, more experience he gathers, as say “Old is gold”. When people are willing to work for one organization for a long time, and they do not consider the company as one of the steps of staircase, it will prevent the organization from the high index of turnover and the positive im.
The study investigates the effects of incentives on employee’s productivity. The study had the
following objectives: The relationship between incentive and productivity of employee’s in organisations
Submission Deadline: 30th September 2022
Acceptance Notification: Within Three Days’ time period
Online Publication: Within 24 Hrs. time Period
Expected Date of Dispatch of Printed Journal: 5th October 2022
MODELING AND ANALYSIS OF SURFACE ROUGHNESS AND WHITE LATER THICKNESS IN WIRE-...IAEME Publication
White layer thickness (WLT) formed and surface roughness in wire electric discharge turning (WEDT) of tungsten carbide composite has been made to model through response surface methodology (RSM). A Taguchi’s standard Design of experiments involving five input variables with three levels has been employed to establish a mathematical model between input parameters and responses. Percentage of cobalt content, spindle speed, Pulse on-time, wire feed and pulse off-time were changed during the experimental tests based on the Taguchi’s orthogonal array L27 (3^13). Analysis of variance (ANOVA) revealed that the mathematical models obtained can adequately describe performance within the parameters of the factors considered. There was a good agreement between the experimental and predicted values in this study.
A STUDY ON THE REASONS FOR TRANSGENDER TO BECOME ENTREPRENEURSIAEME Publication
The study explores the reasons for a transgender to become entrepreneurs. In this study transgender entrepreneur was taken as independent variable and reasons to become as dependent variable. Data were collected through a structured questionnaire containing a five point Likert Scale. The study examined the data of 30 transgender entrepreneurs in Salem Municipal Corporation of Tamil Nadu State, India. Simple Random sampling technique was used. Garrett Ranking Technique (Percentile Position, Mean Scores) was used as the analysis for the present study to identify the top 13 stimulus factors for establishment of trans entrepreneurial venture. Economic advancement of a nation is governed upon the upshot of a resolute entrepreneurial doings. The conception of entrepreneurship has stretched and materialized to the socially deflated uncharted sections of transgender community. Presently transgenders have smashed their stereotypes and are making recent headlines of achievements in various fields of our Indian society. The trans-community is gradually being observed in a new light and has been trying to achieve prospective growth in entrepreneurship. The findings of the research revealed that the optimistic changes are taking place to change affirmative societal outlook of the transgender for entrepreneurial ventureship. It also laid emphasis on other transgenders to renovate their traditional living. The paper also highlights that legislators, supervisory body should endorse an impartial canons and reforms in Tamil Nadu Transgender Welfare Board Association.
BROAD UNEXPOSED SKILLS OF TRANSGENDER ENTREPRENEURSIAEME Publication
Since ages gender difference is always a debatable theme whether caused by nature, evolution or environment. The birth of a transgender is dreadful not only for the child but also for their parents. The pain of living in the wrong physique and treated as second class victimized citizen is outrageous and fully harboured with vicious baseless negative scruples. For so long, social exclusion had perpetuated inequality and deprivation experiencing ingrained malign stigma and besieged victims of crime or violence across their life spans. They are pushed into the murky way of life with a source of eternal disgust, bereft sexual potency and perennial fear. Although they are highly visible but very little is known about them. The common public needs to comprehend the ravaged arrogance on these insensitive souls and assist in integrating them into the mainstream by offering equal opportunity, treat with humanity and respect their dignity. Entrepreneurship in the current age is endorsing the gender fairness movement. Unstable careers and economic inadequacy had inclined one of the gender variant people called Transgender to become entrepreneurs. These tiny budding entrepreneurs resulted in economic transition by means of employment, free from the clutches of stereotype jobs, raised standard of living and handful of financial empowerment. Besides all these inhibitions, they were able to witness a platform for skill set development that ignited them to enter into entrepreneurial domain. This paper epitomizes skill sets involved in trans-entrepreneurs of Thoothukudi Municipal Corporation of Tamil Nadu State and is a groundbreaking determination to sightsee various skills incorporated and the impact on entrepreneurship.
DETERMINANTS AFFECTING THE USER'S INTENTION TO USE MOBILE BANKING APPLICATIONSIAEME Publication
The banking and financial services industries are experiencing increased technology penetration. Among them, the banking industry has made technological advancements to better serve the general populace. The economy focused on transforming the banking sector's system into a cashless, paperless, and faceless one. The researcher wants to evaluate the user's intention for utilising a mobile banking application. The study also examines the variables affecting the user's behaviour intention when selecting specific applications for financial transactions. The researcher employed a well-structured questionnaire and a descriptive study methodology to gather the respondents' primary data utilising the snowball sampling technique. The study includes variables like performance expectations, effort expectations, social impact, enabling circumstances, and perceived risk. Each of the aforementioned variables has a major impact on how users utilise mobile banking applications. The outcome will assist the service provider in comprehending the user's history with mobile banking applications.
ANALYSE THE USER PREDILECTION ON GPAY AND PHONEPE FOR DIGITAL TRANSACTIONSIAEME Publication
Technology upgradation in banking sector took the economy to view that payment mode towards online transactions using mobile applications. This system enabled connectivity between banks, Merchant and user in a convenient mode. there are various applications used for online transactions such as Google pay, Paytm, freecharge, mobikiwi, oxygen, phonepe and so on and it also includes mobile banking applications. The study aimed at evaluating the predilection of the user in adopting digital transaction. The study is descriptive in nature. The researcher used random sample techniques to collect the data. The findings reveal that mobile applications differ with the quality of service rendered by Gpay and Phonepe. The researcher suggest the Phonepe application should focus on implementing the application should be user friendly interface and Gpay on motivating the users to feel the importance of request for money and modes of payments in the application.
VOICE BASED ATM FOR VISUALLY IMPAIRED USING ARDUINOIAEME Publication
The prototype of a voice-based ATM for visually impaired using Arduino is to help people who are blind. This uses RFID cards which contain users fingerprint encrypted on it and interacts with the users through voice commands. ATM operates when sensor detects the presence of one person in the cabin. After scanning the RFID card, it will ask to select the mode like –normal or blind. User can select the respective mode through voice input, if blind mode is selected the balance check or cash withdraw can be done through voice input. Normal mode procedure is same as the existing ATM.
IMPACT OF EMOTIONAL INTELLIGENCE ON HUMAN RESOURCE MANAGEMENT PRACTICES AMONG...IAEME Publication
There is increasing acceptability of emotional intelligence as a major factor in personality assessment and effective human resource management. Emotional intelligence as the ability to build capacity, empathize, co-operate, motivate and develop others cannot be divorced from both effective performance and human resource management systems. The human person is crucial in defining organizational leadership and fortunes in terms of challenges and opportunities and walking across both multinational and bilateral relationships. The growing complexity of the business world requires a great deal of self-confidence, integrity, communication, conflict and diversity management to keep the global enterprise within the paths of productivity and sustainability. Using the exploratory research design and 255 participants the result of this original study indicates strong positive correlation between emotional intelligence and effective human resource management. The paper offers suggestions on further studies between emotional intelligence and human capital development and recommends for conflict management as an integral part of effective human resource management.
VISUALISING AGING PARENTS & THEIR CLOSE CARERS LIFE JOURNEY IN AGING ECONOMYIAEME Publication
Our life journey, in general, is closely defined by the way we understand the meaning of why we coexist and deal with its challenges. As we develop the "inspiration economy", we could say that nearly all of the challenges we have faced are opportunities that help us to discover the rest of our journey. In this note paper, we explore how being faced with the opportunity of being a close carer for an aging parent with dementia brought intangible discoveries that changed our insight of the meaning of the rest of our life journey.
A STUDY ON THE IMPACT OF ORGANIZATIONAL CULTURE ON THE EFFECTIVENESS OF PERFO...IAEME Publication
The main objective of this study is to analyze the impact of aspects of Organizational Culture on the Effectiveness of the Performance Management System (PMS) in the Health Care Organization at Thanjavur. Organizational Culture and PMS play a crucial role in present-day organizations in achieving their objectives. PMS needs employees’ cooperation to achieve its intended objectives. Employees' cooperation depends upon the organization’s culture. The present study uses exploratory research to examine the relationship between the Organization's culture and the Effectiveness of the Performance Management System. The study uses a Structured Questionnaire to collect the primary data. For this study, Thirty-six non-clinical employees were selected from twelve randomly selected Health Care organizations at Thanjavur. Thirty-two fully completed questionnaires were received.
Living in 21st century in itself reminds all of us the necessity of police and its administration. As more and more we are entering into the modern society and culture, the more we require the services of the so called ‘Khaki Worthy’ men i.e., the police personnel. Whether we talk of Indian police or the other nation’s police, they all have the same recognition as they have in India. But as already mentioned, their services and requirements are different after the like 26th November, 2008 incidents, where they without saving their own lives has sacrificed themselves without any hitch and without caring about their respective family members and wards. In other words, they are like our heroes and mentors who can guide us from the darkness of fear, militancy, corruption and other dark sides of life and so on. Now the question arises, if Gandhi would have been alive today, what would have been his reaction/opinion to the police and its functioning? Would he have some thing different in his mind now what he had been in his mind before the partition or would he be going to start some Satyagraha in the form of some improvement in the functioning of the police administration? Really these questions or rather night mares can come to any one’s mind, when there is too much confusion is prevailing in our minds, when there is too much corruption in the society and when the polices working is also in the questioning because of one or the other case throughout the India. It is matter of great concern that we have to thing over our administration and our practical approach because the police personals are also like us, they are part and parcel of our society and among one of us, so why we all are pin pointing towards them.
A STUDY ON TALENT MANAGEMENT AND ITS IMPACT ON EMPLOYEE RETENTION IN SELECTED...IAEME Publication
The goal of this study was to see how talent management affected employee retention in the selected IT organizations in Chennai. The fundamental issue was the difficulty to attract, hire, and retain talented personnel who perform well and the gap between supply and demand of talent acquisition and retaining them within the firms. The study's main goals were to determine the impact of talent management on employee retention in IT companies in Chennai, investigate talent management strategies that IT companies could use to improve talent acquisition, performance management, career planning and formulate retention strategies that the IT firms could use. The respondents were given a structured close-ended questionnaire with the 5 Point Likert Scale as part of the study's quantitative research design. The target population consisted of 289 IT professionals. The questionnaires were distributed and collected by the researcher directly. The Statistical Package for Social Sciences (SPSS) was used to collect and analyse the questionnaire responses. Hypotheses that were formulated for the various areas of the study were tested using a variety of statistical tests. The key findings of the study suggested that talent management had an impact on employee retention. The studies also found that there is a clear link between the implementation of talent management and retention measures. Management should provide enough training and development for employees, clarify job responsibilities, provide adequate remuneration packages, and recognise employees for exceptional performance.
ATTRITION IN THE IT INDUSTRY DURING COVID-19 PANDEMIC: LINKING EMOTIONAL INTE...IAEME Publication
Globally, Millions of dollars were spent by the organizations for employing skilled Information Technology (IT) professionals. It is costly to replace unskilled employees with IT professionals possessing technical skills and competencies that aid in interconnecting the business processes. The organization’s employment tactics were forced to alter by globalization along with technological innovations as they consistently diminish to remain lean, outsource to concentrate on core competencies along with restructuring/reallocate personnel to gather efficiency. As other jobs, organizations or professions have become reasonably more appropriate in a shifting employment landscape, the above alterations trigger both involuntary as well as voluntary turnover. The employee view on jobs is also afflicted by the COVID-19 pandemic along with the employee-driven labour market. So, having effective strategies is necessary to tackle the withdrawal rate of employees. By associating Emotional Intelligence (EI) along with Talent Management (TM) in the IT industry, the rise in attrition rate was analyzed in this study. Only 303 respondents were collected out of 350 participants to whom questionnaires were distributed. From the employees of IT organizations located in Bangalore (India), the data were congregated. A simple random sampling methodology was employed to congregate data as of the respondents. Generating the hypothesis along with testing is eventuated. The effect of EI and TM along with regression analysis between TM and EI was analyzed. The outcomes indicated that employee and Organizational Performance (OP) were elevated by effective EI along with TM.
INFLUENCE OF TALENT MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE A STUD...IAEME Publication
By implementing talent management strategy, organizations would have the option to retain their skilled professionals while additionally working on their overall performance. It is the course of appropriately utilizing the ideal individuals, setting them up for future top positions, exploring and dealing with their performance, and holding them back from leaving the organization. It is employee performance that determines the success of every organization. The firm quickly obtains an upper hand over its rivals in the event that its employees having particular skills that cannot be duplicated by the competitors. Thus, firms are centred on creating successful talent management practices and processes to deal with the unique human resources. Firms are additionally endeavouring to keep their top/key staff since on the off chance that they leave; the whole store of information leaves the firm's hands. The study's objective was to determine the impact of talent management on organizational performance among the selected IT organizations in Chennai. The study recommends that talent management limitedly affects performance. On the off chance that this talent is appropriately management and implemented properly, organizations might benefit as much as possible from their maintained assets to support development and productivity, both monetarily and non-monetarily.
A STUDY OF VARIOUS TYPES OF LOANS OF SELECTED PUBLIC AND PRIVATE SECTOR BANKS...IAEME Publication
Banking regulations act of India, 1949 defines banking as “acceptance of deposits for the purpose of lending or investment from the public, repayment on demand or otherwise and withdrawable through cheques, drafts order or otherwise”, the major participants of the Indian financial system are commercial banks, the financial institution encompassing term lending institutions. Investments institutions, specialized financial institution and the state level development banks, non banking financial companies (NBFC) and other market intermediaries such has the stock brokers and money lenders are among the oldest of the certain variants of NBFC and the oldest market participants. The asset quality of banks is one of the most important indicators of their financial health. The Indian banking sector has been facing severe problems of increasing Non- Performing Assets (NPAs). The NPAs growth directly and indirectly affects the quality of assets and profitability of banks. It also shows the efficiency of banks credit risk management and the recovery effectiveness. NPA do not generate any income, whereas, the bank is required to make provisions for such as assets that why is a double edge weapon. This paper outlines the concept of quality of bank loans of different types like Housing, Agriculture and MSME loans in state Haryana of selected public and private sector banks. This study is highlighting problems associated with the role of commercial bank in financing Small and Medium Scale Enterprises (SME). The overall objective of the research was to assess the effect of the financing provisions existing for the setting up and operations of MSMEs in the country and to generate recommendations for more robust financing mechanisms for successful operation of the MSMEs, in turn understanding the impact of MSME loans on financial institutions due to NPA. There are many research conducted on the topic of Non- Performing Assets (NPA) Management, concerning particular bank, comparative study of public and private banks etc. In this paper the researcher is considering the aggregate data of selected public sector and private sector banks and attempts to compare the NPA of Housing, Agriculture and MSME loans in state Haryana of public and private sector banks. The tools used in the study are average and Anova test and variance. The findings reveal that NPA is common problem for both public and private sector banks and is associated with all types of loans either that is housing loans, agriculture loans and loans to SMES. NPAs of both public and private sector banks show the increasing trend. In 2010-11 GNPA of public and private sector were at same level it was 2% but after 2010-11 it increased in many fold and at present there is GNPA in some more than 15%. It shows the dark area of Indian banking sector.
EXPERIMENTAL STUDY OF MECHANICAL AND TRIBOLOGICAL RELATION OF NYLON/BaSO4 POL...IAEME Publication
An experiment conducted in this study found that BaSO4 changed Nylon 6's mechanical properties. By changing the weight ratios, BaSO4 was used to make Nylon 6. This Researcher looked into how hard Nylon-6/BaSO4 composites are and how well they wear. Experiments were done based on Taguchi design L9. Nylon-6/BaSO4 composites can be tested for their hardness number using a Rockwell hardness testing apparatus. On Nylon/BaSO4, the wear behavior was measured by a wear monitor, pinon-disc friction by varying reinforcement, sliding speed, and sliding distance, and the microstructure of the crack surfaces was observed by SEM. This study provides significant contributions to ultimate strength by increasing BaSO4 content up to 16% in the composites, and sliding speed contributes 72.45% to the wear rate
ROLE OF SOCIAL ENTREPRENEURSHIP IN RURAL DEVELOPMENT OF INDIA - PROBLEMS AND ...IAEME Publication
The majority of the population in India lives in villages. The village is the back bone of the country. Village or rural industries play an important role in the national economy, particularly in the rural development. Developing the rural economy is one of the key indicators towards a country’s success. Whether it be the need to look after the welfare of the farmers or invest in rural infrastructure, Governments have to ensure that rural development isn’t compromised. The economic development of our country largely depends on the progress of rural areas and the standard of living of rural masses. Village or rural industries play an important role in the national economy, particularly in the rural development. Rural entrepreneurship is based on stimulating local entrepreneurial talent and the subsequent growth of indigenous enterprises. It recognizes opportunity in the rural areas and accelerates a unique blend of resources either inside or outside of agriculture. Rural entrepreneurship brings an economic value to the rural sector by creating new methods of production, new markets, new products and generate employment opportunities thereby ensuring continuous rural development. Social Entrepreneurship has the direct and primary objective of serving the society along with the earning profits. So, social entrepreneurship is different from the economic entrepreneurship as its basic objective is not to earn profits but for providing innovative solutions to meet the society needs which are not taken care by majority of the entrepreneurs as they are in the business for profit making as a sole objective. So, the Social Entrepreneurs have the huge growth potential particularly in the developing countries like India where we have huge societal disparities in terms of the financial positions of the population. Still 22 percent of the Indian population is below the poverty line and also there is disparity among the rural & urban population in terms of families living under BPL. 25.7 percent of the rural population & 13.7 percent of the urban population is under BPL which clearly shows the disparity of the poor people in the rural and urban areas. The need to develop social entrepreneurship in agriculture is dictated by a large number of social problems. Such problems include low living standards, unemployment, and social tension. The reasons that led to the emergence of the practice of social entrepreneurship are the above factors. The research problem lays upon disclosing the importance of role of social entrepreneurship in rural development of India. The paper the tendencies of social entrepreneurship in India, to present successful examples of such business for providing recommendations how to improve situation in rural areas in terms of social entrepreneurship development. Indian government has made some steps towards development of social enterprises, social entrepreneurship, and social in- novation, but a lot remains to be improved.
OPTIMAL RECONFIGURATION OF POWER DISTRIBUTION RADIAL NETWORK USING HYBRID MET...IAEME Publication
Distribution system is a critical link between the electric power distributor and the consumers. Most of the distribution networks commonly used by the electric utility is the radial distribution network. However in this type of network, it has technical issues such as enormous power losses which affect the quality of the supply. Nowadays, the introduction of Distributed Generation (DG) units in the system help improve and support the voltage profile of the network as well as the performance of the system components through power loss mitigation. In this study network reconfiguration was done using two meta-heuristic algorithms Particle Swarm Optimization and Gravitational Search Algorithm (PSO-GSA) to enhance power quality and voltage profile in the system when simultaneously applied with the DG units. Backward/Forward Sweep Method was used in the load flow analysis and simulated using the MATLAB program. Five cases were considered in the Reconfiguration based on the contribution of DG units. The proposed method was tested using IEEE 33 bus system. Based on the results, there was a voltage profile improvement in the system from 0.9038 p.u. to 0.9594 p.u.. The integration of DG in the network also reduced power losses from 210.98 kW to 69.3963 kW. Simulated results are drawn to show the performance of each case.
APPLICATION OF FRUGAL APPROACH FOR PRODUCTIVITY IMPROVEMENT - A CASE STUDY OF...IAEME Publication
Manufacturing industries have witnessed an outburst in productivity. For productivity improvement manufacturing industries are taking various initiatives by using lean tools and techniques. However, in different manufacturing industries, frugal approach is applied in product design and services as a tool for improvement. Frugal approach contributed to prove less is more and seems indirectly contributing to improve productivity. Hence, there is need to understand status of frugal approach application in manufacturing industries. All manufacturing industries are trying hard and putting continuous efforts for competitive existence. For productivity improvements, manufacturing industries are coming up with different effective and efficient solutions in manufacturing processes and operations. To overcome current challenges, manufacturing industries have started using frugal approach in product design and services. For this study, methodology adopted with both primary and secondary sources of data. For primary source interview and observation technique is used and for secondary source review has done based on available literatures in website, printed magazines, manual etc. An attempt has made for understanding application of frugal approach with the study of manufacturing industry project. Manufacturing industry selected for this project study is Mahindra and Mahindra Ltd. This paper will help researcher to find the connections between the two concepts productivity improvement and frugal approach. This paper will help to understand significance of frugal approach for productivity improvement in manufacturing industry. This will also help to understand current scenario of frugal approach in manufacturing industry. In manufacturing industries various process are involved to deliver the final product. In the process of converting input in to output through manufacturing process productivity plays very critical role. Hence this study will help to evolve status of frugal approach in productivity improvement programme. The notion of frugal can be viewed as an approach towards productivity improvement in manufacturing industries.
A MULTIPLE – CHANNEL QUEUING MODELS ON FUZZY ENVIRONMENTIAEME Publication
In this paper, we investigated a queuing model of fuzzy environment-based a multiple channel queuing model (M/M/C) ( /FCFS) and study its performance under realistic conditions. It applies a nonagonal fuzzy number to analyse the relevant performance of a multiple channel queuing model (M/M/C) ( /FCFS). Based on the sub interval average ranking method for nonagonal fuzzy number, we convert fuzzy number to crisp one. Numerical results reveal that the efficiency of this method. Intuitively, the fuzzy environment adapts well to a multiple channel queuing models (M/M/C) ( /FCFS) are very well.
Saudi Arabia stands as a titan in the global energy landscape, renowned for its abundant oil and gas resources. It's the largest exporter of petroleum and holds some of the world's most significant reserves. Let's delve into the top 10 oil and gas projects shaping Saudi Arabia's energy future in 2024.
Final project report on grocery store management system..pdfKamal Acharya
In today’s fast-changing business environment, it’s extremely important to be able to respond to client needs in the most effective and timely manner. If your customers wish to see your business online and have instant access to your products or services.
Online Grocery Store is an e-commerce website, which retails various grocery products. This project allows viewing various products available enables registered users to purchase desired products instantly using Paytm, UPI payment processor (Instant Pay) and also can place order by using Cash on Delivery (Pay Later) option. This project provides an easy access to Administrators and Managers to view orders placed using Pay Later and Instant Pay options.
In order to develop an e-commerce website, a number of Technologies must be studied and understood. These include multi-tiered architecture, server and client-side scripting techniques, implementation technologies, programming language (such as PHP, HTML, CSS, JavaScript) and MySQL relational databases. This is a project with the objective to develop a basic website where a consumer is provided with a shopping cart website and also to know about the technologies used to develop such a website.
This document will discuss each of the underlying technologies to create and implement an e- commerce website.
Sachpazis:Terzaghi Bearing Capacity Estimation in simple terms with Calculati...Dr.Costas Sachpazis
Terzaghi's soil bearing capacity theory, developed by Karl Terzaghi, is a fundamental principle in geotechnical engineering used to determine the bearing capacity of shallow foundations. This theory provides a method to calculate the ultimate bearing capacity of soil, which is the maximum load per unit area that the soil can support without undergoing shear failure. The Calculation HTML Code included.
Cosmetic shop management system project report.pdfKamal Acharya
Buying new cosmetic products is difficult. It can even be scary for those who have sensitive skin and are prone to skin trouble. The information needed to alleviate this problem is on the back of each product, but it's thought to interpret those ingredient lists unless you have a background in chemistry.
Instead of buying and hoping for the best, we can use data science to help us predict which products may be good fits for us. It includes various function programs to do the above mentioned tasks.
Data file handling has been effectively used in the program.
The automated cosmetic shop management system should deal with the automation of general workflow and administration process of the shop. The main processes of the system focus on customer's request where the system is able to search the most appropriate products and deliver it to the customers. It should help the employees to quickly identify the list of cosmetic product that have reached the minimum quantity and also keep a track of expired date for each cosmetic product. It should help the employees to find the rack number in which the product is placed.It is also Faster and more efficient way.
Industrial Training at Shahjalal Fertilizer Company Limited (SFCL)MdTanvirMahtab2
This presentation is about the working procedure of Shahjalal Fertilizer Company Limited (SFCL). A Govt. owned Company of Bangladesh Chemical Industries Corporation under Ministry of Industries.
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Welcome to WIPAC Monthly the magazine brought to you by the LinkedIn Group Water Industry Process Automation & Control.
In this month's edition, along with this month's industry news to celebrate the 13 years since the group was created we have articles including
A case study of the used of Advanced Process Control at the Wastewater Treatment works at Lleida in Spain
A look back on an article on smart wastewater networks in order to see how the industry has measured up in the interim around the adoption of Digital Transformation in the Water Industry.
Water scarcity is the lack of fresh water resources to meet the standard water demand. There are two type of water scarcity. One is physical. The other is economic water scarcity.
Explore the innovative world of trenchless pipe repair with our comprehensive guide, "The Benefits and Techniques of Trenchless Pipe Repair." This document delves into the modern methods of repairing underground pipes without the need for extensive excavation, highlighting the numerous advantages and the latest techniques used in the industry.
Learn about the cost savings, reduced environmental impact, and minimal disruption associated with trenchless technology. Discover detailed explanations of popular techniques such as pipe bursting, cured-in-place pipe (CIPP) lining, and directional drilling. Understand how these methods can be applied to various types of infrastructure, from residential plumbing to large-scale municipal systems.
Ideal for homeowners, contractors, engineers, and anyone interested in modern plumbing solutions, this guide provides valuable insights into why trenchless pipe repair is becoming the preferred choice for pipe rehabilitation. Stay informed about the latest advancements and best practices in the field.
CFD Simulation of By-pass Flow in a HRSG module by R&R Consult.pptxR&R Consult
CFD analysis is incredibly effective at solving mysteries and improving the performance of complex systems!
Here's a great example: At a large natural gas-fired power plant, where they use waste heat to generate steam and energy, they were puzzled that their boiler wasn't producing as much steam as expected.
R&R and Tetra Engineering Group Inc. were asked to solve the issue with reduced steam production.
An inspection had shown that a significant amount of hot flue gas was bypassing the boiler tubes, where the heat was supposed to be transferred.
R&R Consult conducted a CFD analysis, which revealed that 6.3% of the flue gas was bypassing the boiler tubes without transferring heat. The analysis also showed that the flue gas was instead being directed along the sides of the boiler and between the modules that were supposed to capture the heat. This was the cause of the reduced performance.
Based on our results, Tetra Engineering installed covering plates to reduce the bypass flow. This improved the boiler's performance and increased electricity production.
It is always satisfying when we can help solve complex challenges like this. Do your systems also need a check-up or optimization? Give us a call!
Work done in cooperation with James Malloy and David Moelling from Tetra Engineering.
More examples of our work https://www.r-r-consult.dk/en/cases-en/
About
Indigenized remote control interface card suitable for MAFI system CCR equipment. Compatible for IDM8000 CCR. Backplane mounted serial and TCP/Ethernet communication module for CCR remote access. IDM 8000 CCR remote control on serial and TCP protocol.
• Remote control: Parallel or serial interface.
• Compatible with MAFI CCR system.
• Compatible with IDM8000 CCR.
• Compatible with Backplane mount serial communication.
• Compatible with commercial and Defence aviation CCR system.
• Remote control system for accessing CCR and allied system over serial or TCP.
• Indigenized local Support/presence in India.
• Easy in configuration using DIP switches.
Technical Specifications
Indigenized remote control interface card suitable for MAFI system CCR equipment. Compatible for IDM8000 CCR. Backplane mounted serial and TCP/Ethernet communication module for CCR remote access. IDM 8000 CCR remote control on serial and TCP protocol.
Key Features
Indigenized remote control interface card suitable for MAFI system CCR equipment. Compatible for IDM8000 CCR. Backplane mounted serial and TCP/Ethernet communication module for CCR remote access. IDM 8000 CCR remote control on serial and TCP protocol.
• Remote control: Parallel or serial interface
• Compatible with MAFI CCR system
• Copatiable with IDM8000 CCR
• Compatible with Backplane mount serial communication.
• Compatible with commercial and Defence aviation CCR system.
• Remote control system for accessing CCR and allied system over serial or TCP.
• Indigenized local Support/presence in India.
Application
• Remote control: Parallel or serial interface.
• Compatible with MAFI CCR system.
• Compatible with IDM8000 CCR.
• Compatible with Backplane mount serial communication.
• Compatible with commercial and Defence aviation CCR system.
• Remote control system for accessing CCR and allied system over serial or TCP.
• Indigenized local Support/presence in India.
• Easy in configuration using DIP switches.
2. Dr.J.Rengamani
http://www.iaeme.com/IJMET/index.asp 736 editor@iaeme.com
proliferate the productivity for the benefit of the organizations. In other words, motivation will
make the employees to work better thereby there will be an increase in the productivity of
achieving goals and tasks in the organization’s. In the process of motivating the employees, the
inner drives are kindled among employees so as to make them work better and better. Motivation
will definitely escalates the energy level of employees in the organization’s thus increasing the
productivity in the organization’s. Most frequently, the productivity level is assessed by the level
of motivation. It essentially means that when the employees are motivated well by the
organization’s then the way in which the employees accomplishes the tasks would be really
astonishing whereas if the employees are not motivated properly then the way in which they work
will end-up in incomplete work. What really motivates employees in organizations is very
cumbersome to identify but for the benefit of the organizations, the factors of motivation must be
identified by the organisation in order to make the employees to work in the efficient manner so
as to increase the level of productivity. A factor which motivates one employee need not be the
motivating factor for other employees. There are basic factors of motivation through which many
employees can be motivated by the organizations but not all the employees.
Motivation is absolutely related to psychology of employees in the organizations. Some of
the motivational factors are psychological factors which are clearly having a link with what
individuals perceive in the organisation in the process of achieving the goals and tasks. When the
employees are psychologically satisfied with the facilities and the motivational factors offered by
the organisation in order to achieve the goals and tasks then the productivity level of employees
will definitely be on the higher side. Here the inner goals of employees will be matched with the
organizational goals and the commitment level of employees will definitely be really higher.
There is an inner force in every individual which is absolutely driving them to do the task or work
in a particular way. If the inner force is rightly tapped by the organisation then the individual will
attach themselves to the organisation and the productivity level will automatically increase. When
the employees are motivated more by the organisation then the employees will work in the
committed in the organisation. So there is a direct relationship between the way in which the
employees are motivated and the way in which they showcase their commitment.
Motivation will initiate the inner thinking of employees. The factors of motivation will
definitely kindle the attitude of employees. Salary is not the only motivating factor of employees
in the organisation. There are a number of factors of motivation through which the employees
can be motivated for the benefit of the organisation. There are a lot of needs for the individuals
in the organisation which will go unfulfilled. The unmet motivating factors will end-up in
dissatisfaction on the part of the employees and thereby the productivity of work in the
organisation will be reduced. Salary and incentives will motivate the employees to some extent
but there are other factors of motivation which will also be considered by the employees in the
organizations. One such motivating factor may be pride of doing the work in the organisation by
the employees. If the pride of doing the work is forfeited from the employees then the employees
will show case only less commitment towards achieving the goals and tasks.
There are a number of theories of motivation propounded by popular researchers around the
world. Among them the most inspiring work was done by Abraham H.Maslow, in which he
propounds that the people will satisfy the basic needs before proceeding to the next level of
motivational need. There are a number of other motivational theories which talk about the
intrinsic, extrinsic and altruistic motivational factors. Many researchers have done researches
months together to identify which are all those factors which really motivate individuals in the
organizations. The extrinsic motivational factors are concerned with the behavior of employees
in an organisation to accomplish the task or goal to get reward or otherwise there may be every
possibility of getting punished for not accomplishing the task. The extrinsic motivational factor
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can be used for the welfare of the organisation by following good reward system for the
employees in the case of exemplary work done by the employees.
In the case of intrinsic motivational factors, the employee’s desire must be kindled in order
to get things done from the employees. This essentially means that the employees are not working
for any sort of reward when the goals or tasks are accomplished but the employees work for the
sake of inner drive towards accomplishing the task given to them. This will lead to pride in
accomplishing the task by the employees. The intrinsic behaviour pattern of employees must be
properly identified by the organisation for the purpose of achieving the organisational
commitment. The introjected motivation is a type of intrinsic motivation wherein the employee
will have a guilty feeling if the task or goal given to the employee is not accomplished as per the
specification. The inner guilt feeling will drive the employee to work better towards the
achievement of tasks. Even though the organisation cannot directly do anything in the case of
introjected motivational factor but it can kindle the mind of the employee by making them pride
of doing the task assigned to them. There is yet another type of motivational factor called as
Identified motivational factor. In this type of motivational factor, the employee is yet to identify
whether the task assigned to him or her to achieve or not. The employees who belong to this
category of motivation, must be carefully handled by the organisation and when the organisation
motivates the employees in the slightest manner then the employees will work towards
accomplishing the task or goal assigned to them.
The fringe benefits offered to the employees such as salary, car allowance, housing allowance,
medical allowance, pension fund, etc., may motivate the employees to the greater extent. But as
far as the current situation is concerned, it is really unknown whether the fringe benefits play any
role in motivating the employees to work better towards the accomplishment of goals and tasks.
Leaving aside the argument of whether the fringe benefits really motivates the employees or not,
what the organisation should do is to provide an appropriate compensation package so as to match
the industry standards. There are many possibilities to happen in the case of demotivated
employees or partially motivated employees because of the fact that the employee’s productivity
will be definitely affected or the attrition rate will be higher. The unmet needs of the employees
will make them to think whether to continue working in the current organisation or look for some
other organisation for better prospects. When the organisation fulfils the needs of the employees
then the problem of attrition rate can be drastically reduced.
The mechanical engineers in the automotive industry mainly deal with the production of
automobile parts such as brake discs, lever system, engine parts, wheel assembly parts, gear
system, etc. The production of automobile parts may be mainly handled by big automobile giants
or by smaller automotive companies which are involved in the production of smaller automotive
parts. The process of motivating the employees will become predominant in the case of
automotive companies since the nature of work in the production plant is really hard to describe
and when the employees are not kept motivated by the organisation then the employees will have
a sort of dissatisfaction towards the work which will end-up in the lower productivity level. It
becomes really essential on the part of the organisation to identify the factors which motivates
the employees.
2. LITERATURE REVIEW
Motivation is a widely explored topic and numerous studies have been done to determine
motivation importance and implementation. However, no studies have been identified that
investigate what motivators are most important to physicians and if physician leaders agree with
the importance physicians place on specific motivational aspects. The purpose of this paper is to
investigate this missed management learning opportunity. Generally, the responses were
surprisingly similar between physicians and physician leaders. The two statistically different
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motivators – interesting work and job security – were ranked as more important by physicians
than the physician leaders. This suggests that leaders should be more attentive to ensuring variety,
challenge, and engagement is an active part of the physicians’ work. This also suggests that
managers should emphasize and reinforce the fact that – if it is the case – jobs are secure and that
staffing stability is a key goal for management. As Kovach (1987) suggests, as employees’
income increases, money becomes less of a motivator and as employees get older, interesting
work becomes more of a motivator (David Conrad, Amit Ghosh, Marc Isaacson, 2015).
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. The most important theories
include: Maslow’s hierarchy of needs, Herzberg’s two-factor theory, Aristotle’s seven causes,
and the different types of motivation. Each theory is related in the fact that there are needs for all
people to meet. Every employee is at a different stage in their lives, which requires different
management techniques. It is shown that motivation must come from within the employee. The
theories investigated will help describe how managers can influence their employees to self-
motivate and produce the best work possible (Kelli Burton, 2012).
The research shows the motivational factors of the employees of KBL in general. The data
were obtained on the four factors of motivation i.e. promotion, financial reward, recognition and
others. Based on the research it was figured out that male employees look for career growth and
females are happy with the rewards. It was found that motivational factors could be different on
different age groups. The marital status could also affect the motivational factor. Motivation is
related to human psychology and it can be different from person to person. It is difficult to
understand the motivational factor of each individual through the sample group, but it gives the
general idea. The motivational factors could be understood through a detail study of human
behavior (Santosh Chapagai, 2017).
Four theories were taken into consideration to give an explanation to the question raised in
the problem formulation. These theories include: Maslow’s hierarchy of needs, Herzberg two
factor theory, John Adair fifty-fifty theory and Vroom’s expectancy theory. Furthermore, the
performance management process as a tool to measure employee performance and company
performance. This research equally looked at the various reward systems which could be used by
a company. In addition to the above, culture and organizational culture and it influence on
employee behaviour within a company was also examined (Akah Ndang William, 2010).
This thesis was a design to understand employee’s motivation from the human resource
management perspective. It would be unrealistic to say this project never had challenges in the
course of writing. This topic of study became an area of interest after the completion of the course
on human resource management. With the development of interest when in this course when I
did human resource management, I started to collect relevant literature on this subject area
interest. It wasn’t all that easy to have the relevant theories that will be applicable to this research
area. Since I gave myself enough time from the moment I develop an interest in this area study,
I went to the library to read extensively on this subject area. With such extensive reading I was
able to have the relevant theories and material to begin this research (Akah Ndang William,
2010).
Motivation is dynamic - it changes over time. It’s the line manager’s responsibility to identify
and react to these changes. Having a full understanding of what employees want to achieve as
individuals, and showing them how to do it, is the main principle that if followed will help to
build a strong, engaged and high performing team. Motivation is the reason that drives all of our
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actions. An individual expects that if they behave a certain way or perform certain tasks, they
will achieve their desired outcome. In the workplace, this outcome, as long as it’s positive, is the
driver that can impact if and how the tasks given to employees are performed. The key to reaching
the highest possible results lies in being able to identify the factors that drive each individual in
a workforce (Chris Bell, 2017).
3. RESEARCH OBJECTIVES
The objectives of the study are given below:
• To study the factors influencing the motivation of mechanical engineers in the
production plant of auto parts manufacturing companies in Chennai
• To study the relationship between the factors of motivation and the productivity of
mechanical engineers in the automotive companies in Chennai
3.1. RESEARCH HYPOTHESIS
In order to achieve the objectives, this article is organized around the following working
hypotheses:
H1: There is a significant difference in the factors influencing the motivation of mechanical
engineers in the automotive companies in Chennai
H2: There is a significant association between the factors of motivation and the productivity
of mechanical engineers in the auto parts manufacturing companies in Chennai
4. METHODOLOGY
The conceptual model of the empirical study to identify the factors of motivation which
influences the mechanical engineers in the auto parts manufacturing companies in Chennai is
given in Fig-1
Figure-1: Conceptual Model of the factors of Motivation
The empirical study of identifying the motivational factors of the mechanical engineers in the
auto parts manufacturing companies in Chennai was carried out by the researcher by considering
the mechanical engineers who are working in the auto parts manufacturing companies at various
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designations in the production plants. The list of employees working in the companies formed
part of the sampling frame. The researcher had used the stratified random sampling method to
elicit information from the sample respondents based on the structured questionnaire. The sample
size decided to be collected was based on the sample size formula which turned out to be 150.
The questionnaire was administered to the employees of the companies to study the factors which
are motivating them while at work. The factors which are really motivating the employees was
measured based on psychographic study of the employees who are working at various levels of
the management. The sample responses was obtained by using five-point Likert scale from 1
(strongly disagree) to 5 (strongly agree). The reliability and validity of the data was tested by
using cronbach’s alpha test. The hypotheses were then tested by using independent t-test.
5. DATA ANALYSIS
The analysis of demographic factors of the sample respondents of the mechanical engineers
in the automotive companies in Chennai is given in Table-1. Based on the data given in Table-1,
it can be inferred that 41% of the respondents of the study were doing work related to engine
parts assembly in the case of type of work done by the employees and 43% of mechanical
engineers had the total years of experience in the automotive industry as 5-10 years. In the case
of the satisfaction level of the motivational factors followed by the organisation, the respondents
were satisfied to the tune of 49% and it is clear from the study that the factor which really
motivates the mechanical engineers of the automotive companies in Chennai would be the fringe
benefit factors with 47% followed by the job security and extrinsic motivational factors such as
rewards & awards. In the case of work culture in the organisation, 37% of the respondents were
very much satisfied followed by 23% of the respondents with the mere satisfaction of work
culture. Regarding the improvement in the performance of the employees if the organisation
motivates them appropriately, 41% of the respondents agreed strongly and this shows that when
the employees are motivated regularly then the employee’s productivity level will also be
increased. In the case of commitment towards work, 31% of the respondents specified that they
will be committed towards work based on the organization’s motivational efforts. But 29% of the
respondents specified that their commitment level will depend on the organizational motivational
level. Moreover, 19% of the respondents specified that their commitment to the organisation
depends on the extrinsic motivational factors such as rewards and awards and the remaining 21%
of the respondents specified that they are committed towards work unconditionally.
Table-1: Analysis of Demographic Factors
Demographic Factors Frequency Percentage
Type of Work done by the employees
Engine Parts Assembly 62 41
Brake Discs Production 21 14
Gear System Production 22 15
Crank Shaft Production and Assembly 16 11
Other automotive parts production 29 19
Total years of experience in the automotive industry
<2 years 14 9
2-5 years 28 19
5-10 years 65 43
10-15 years 35 23
>15 years 8 5
Are you satisfied with the motivational factors of the organisation
Very Much Satisfied 28 19
Satisfied 73 49
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Demographic Factors Frequency Percentage
Neutral 34 23
Not Satisfied 15 10
What really motivates you at work?
Fringe benefits 71 47
Extrinsic motivation 31 21
Intrinsic motivation 11 7
Job security 33 22
Don’t know 4 3
Are you satisfied with the work culture of the organisation?
Very much satisfied 55 37
Satisfied 35 23
OK 49 33
Dissatisfied 11 7
Will there be any improvement in your performance if the organisation motivates you appropriately?
Strongly Disagree 12 8
Disagree 15 10
Neither disagree nor agree 24 16
Agree 38 25
Strongly Agree 61 41
Are you committed to your work?
Yes, I am always committed to my work 31 21
Yes, I am committed based on organisational motivation 47 31
Yes, I am committed based on extrinsic motivation 28 19
No, I am not committed if I am not motivated 44 29
The factors of motivation were administered to the respondents through a structured
questionnaire and in order to test the reliability and validity of the constructs in the questionnaire,
Cronbach’s alpha values were calculated and found to be satisfactory for Compensation Package,
Organisational Policies, Safety Measures, Leave Benefits, Performance Appraisal, Incentives,
Awards and Rewards, Recognition, Promotion, Job Security with the alpha values such as 0.91,
0.89, 0.95, 0.85, 0.87, 0.85, 0.91, 0.88, 0.87 and 0.92 respectively.
Table-2: Independent t-test of the factors of Motivation
Factors of Motivation t-Value p-value
Compensation Package 3.91 0.002
Organisational Policies 3.37 0.012
Safety Measures 3.25 0.008
Leave Benefits 4.16 0.003
Performance Appraisal 3.47 0.011
Incentives 4.89 0.012
Awards and Rewards 3.88 0.018
Recognition 3.99 0.004
Promotion 3.24 0.005
Job Security 3.40 0.019
The first hypothesis H1 was tested by using independent t-test and the results are given in
Table-2. Based on the results, it can be inferred that the p-values of the factors of motivation are
less than 0.05 and this signifies that there is a significant difference in the factors influencing the
motivation of mechanical engineers in the automotive companies in Chennai. This means that the
factors such as Compensation Package, Organizational Policies, Safety Measures, Leave
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Benefits, Performance Appraisal, Incentives, Awards and Rewards, Recognition, Promotion, Job
Security are the motivational factors on the part of the organization’s related to the automotive
companies in Chennai.
The second hypothesis H2 was tested by using correlation analysis and the results are given
in Table-3. It can be inferred from the results that the general factors of motivation such as Fringe
Benefits, Extrinsic Motivation, Intrinsic Motivation, Introjected Motivation, Identified
Motivation and the factors of productivity such as Timely completion of work, Quality of work,
Quantity of work completed, Improvement with regard to earlier assignment, Maintenance of
Benchmark standards, Increased efficiency are highly correlated and all the p-values are less than
0.05. This signifies that there is a significant association between the factors of motivation and
the productivity of mechanical engineers in the automotive companies in Chennai.
Table-3: Correlation Table between factors of Motivation and the factors of Productivity
General Factors of
Motivation
Factors of Productivity
FP1 FP2 FP3 FP4 FP5 FP6
Fringe Benefits
0.95
(0.004)
0.90
(0.001)
0.91
(0.002)
0.98
(0.001)
0.96
(0.003)
0.91
(0.004)
Extrinsic Motivation
0.89
(0.014)
0.90
(0.009)
0.88
(0.011)
0.81
(0.019)
0.91
(0.005)
0.92
(0.008)
Intrinsic Motivation
0.87
(0.015)
0.93
(0.005)
0.89
(0.014)
0.84
(0.012)
0.93
(0.006)
0.90
(0.009)
Introjected Motivation
0.89
(0.016)
0.82
(0.011)
0.82
(0.014)
0.89
(0.016)
0.92
(0.007)
0.89
(0.017)
Identified Motivation
0.92
(0.005)
0.89
(0.010)
0.83
(0.015)
0.92
(0.008)
0.91
(0.003)
0.92
(0.006)
(The numbers given in brackets are p-values)
FP1: Timely completion of work, FP2: Quality of work, FP3: Quantity of work completed,
FP4: Improvement with regard to earlier assignment, FP5: Maintenance of Benchmark standards,
FP6: Increased efficiency
6. CONCLUSION
The level of motivating the employees in any organisation depends on the policies that are
formulated by the organisation for the benefit of both the employees and organisation. The
employees’ commitment will ultimately become the commitment of the organisation in achieving
the best possible strategies in business. In the organizations such as automotive companies, it
requires a high level of commitment towards the employees in order to achieve the goals and
tasks. In order to make the employees work better, the organisation should continuously motivate
them by providing good pay, regular incentives, leaves, recognition for their work, rewards,
awards and a secured job. The motivated employee will feel satisfied and ultimately the
productivity of the employee will be definitely increased. Every employee in the organisation
will have a feeling that their work must be recognized and appreciated. When the organisation
recognizes the work done by the employees then the productivity level of mechanical engineers
will automatically go up. There are a number of companies which have understood the
psychology of the employees in accomplishing the tasks and goals. This will enable the
companies to motivate the employees on the regular basis. It is the ultimate responsibility of the
organisation to chart-out a plan to motivate the mechanical engineers. The organisation should
also know what exactly motivates the employees. It is not always the financial motivation which
will motivate the employees. It would be rather the belongingness and the care taken by the
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organisation will make the employees really motivated. The study has revealed that there is a
significant relationship between the factors of motivation and the productivity of employees.
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