1. The document discusses employee motivation in organizations. It identifies three main types of motivation: monetary, non-monetary, and social. 2. It then provides details on how Jazzy International Limited motivates its employees using both intrinsic and extrinsic factors. Techniques include open communication, performance appraisal, and recognizing employee achievements. 3. The CEO exhibits traits of charismatic, transformational, and transactional leadership styles to motivate employees and achieve organizational goals. However, challenges include dealing with underperforming employees and unhealthy competition among workers.

1. Nasim ahmed chowdhury
ID#112-0693-030
Motivation :
“There is old saying you can lead a horse to water but you can’t force it to drink; it will only
drink when it is thirsty – so with people. They will do what they want to do or motivated to do.”
Motivation is the process that accounts for an individual’s intensity, direction and persistence of
efforts towards attaining a goal – specifically an organizational goal.
Types of motivation:
Different types of motivation are used by business to encourage their employees. It is very much
important to a firm. There are mainly three types of motivation. As follows:
1.Monitory motivation:
One of the fruitful motivations is monitory. Business can motivate their employee by using these
kinds of motivation. Different types of monitory motivation are:
 Fair wages.
 Profit sharing.
 Bonus.
Motivation
1.
Monitory
2. Non-
monitory
3. Social

2.  Financial security.
 Advance.
 Accommodation facilities.
 Transportation facilities.
 Medicare facilities.
 Promotion.
 Rewards.
 Rationing facilities.
 Canteen facilities.
2.Non-monitory motivation:
Another type of motivation is non-monitory motivation. Sometimes it is so much effective than
monitory motivation. Special types of non-monitory motivation are:
 Personal power and rights.
 Fait working environment.
 Security.
 Attractive work.
 Fair treatment.
 Appreciation of worthwhile work.
 Training facility.
 Democratic management.
 Opportunity to participation in ownership.
 Establishing equity.
 Granting union right.
 Goodwill of the organization.
 Creating education facilities.
3.Social motivation:

3. Social motivation is one types of motivation. Employees can be motivated by socialism.
Different types of social motivation are:
 Social status.
 Social corporate responsibility.
 Social response from people.
 Role in business market.
 Legal and illegal response.
Employee motivation can be divided into two groups: intrinsic and extrinsic. Intrinsic motivation
is “the work motivation in the absence of such external factors as pay, promotion, and co-
workers”. Extrinsic motivation, on the other hand, arises from a range of compensational factors
such as financial rewards, career opportunities, co-workers etc.
Motivation on Jazzy International Limited:
Jazzy International Limited (J.I.L.) focuses greatly on motivating an employee to achieve higher
productivity. It focuses on many motivational concepts given below:-
Jazzy keeps open and frequent communication with their employees to ensure job satisfaction.
They also provide extrinsic rewards such as Performance Appraisal to motivate the employees.
They congratulate their employees on happy occasions and are sympathetic at their hard times.
There is a personal attachment between the employees and the manager.
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Jazzy givesjobsecurity whichisanexample of Maslow’ssafetyneeds.Italsohaspension
scheme andotherhealthbenefitscheme whichfulfillsthe safetyneedsof anemployee.
The workersof Jazzy enjoyafriendlyworkingenvironmentwherecommunicationbetween
employees are encouragedthusthe employeeshave goodrelationshipwitheachother .
Hence social needs are also satisfied. Lastly, job recognition is a key aspect of Jazzy and
employees are appreciated and rewarded highly when they complete a task efficiently. The hard
work of the employees does notgo in vain therefore the employees are highly motivated to give
more effort the next time! Jazzy recognizes that the employees have self-esteem needs which
need to be fulfilled in order to make them satisfied and motivated.

4. The management of Jazzy also ensures that the hygiene factors such as salaries, working
condition, job security and other benefits are present so that the employees are not dissatisfied
according to Herzberg’s two factor theories. According to the CEO of Jazzy, it concentrates
more on the motivator factors such as job recognition, responsibility, and promotion etc. because
these motivators help the employees to be more motivated and interested in their job. The
employees have a strong commitment to their organization if the motivators are present.
Most of the employees in our culture are Theory X workers and they need to be pushed to work
as they lack responsibility and avoid work. Hence Jazzy takes strong measures against it and
These workers are supervised closely so that the output doesn’t fall. On the other hand, as
Mentioned by the CEO Jazzy rewards Theory Y workers who seek responsibility and are
eager to work.
Moreover Jazzy provides financial rewards and recognition for such workers. For
example, the management provides an award for the best employee of the month so that workers
are encouraged to participate and work harder.
The management of Jazzy strongly believes that if an employee pursue goal because of an
intrinsic interest, he is more likely to attain the goal therefore they concentrate more on intrinsic
factors rather than extrinsic factors.
The most important part of Jazzy’s motivation is that they give freedom to their employees so
that they can work on their own and they are also allowed to take active role in decision making
process. Employees are encouraged greatly to participate and share their own views in carrying
the company forward. Thus the employees feel that they are an integral part of the organization.
This helps increase their motivational level greatly. The employees feel they are engaged in the
job and they are considered important by their organization while their effort is recognized by
the manager. The job engagement theory works more than any extrinsic rewards and the
manager believes that if they can pull it off it can do wonders on the employee’s mindset and the
employees feel comfortable working in the organization as both the company’s and the
employee’s ideologies are the same.
Goal setting theory is a common way of motivating the employees in the banking industry of
Bangladesh. Like all the other company Jazzy also sets higher and difficult goals for their
employees so that they are motivated to work harder to pursue those goals.
In this way the employees are motivated to be more efficient and effective as they act
accordingly to their goal or standards set. The goals are specified to the employees so it is easier
for them to work. Employees are also verbally motivated so that they have an increased self-
confidence to achieve their targeted goals. This allows them to be more persistent at times of
difficulty.

5. LEADERSHIP
*As a leader, the Manager, Knows the way, shows the way & goes the way
*The Manager sets goals and decision what work needs to be done to meet those goals.
*The Manager decides the work in to manageable activities, and selects people to accomplish the
task that need to be done.
*Motivate & Communicate with the team.
*Take initiatives to develop the manpower asset.
The CEO OF Jazzy is a Charismatic leader because he has a vision expressed as an idealized
goal.He has all the key elements of being a Charismatic leader. He is persistent with his
vision even if he has to self- sacrifice but he looks after the needs of his employees so that they
are not dissatisfied. The manager does not want to take authority through his powers rather he
has a strong personality which convinces his employees to follow his ideologies. This makes him
special and Charismatic as he conveys a clear message and communicates effectively with his
subordinates. Therefore he is also very effective since he has gained the trust and respect of his
employees. This leadership style of the manager is also very efficient as the employees believe
that the leader is taking the organization in the right path.
Another Leadership style followed by the manager of Jazzy is Transformational. He has an
Idealized influence over his employees and treats all the employees as equal. For example the
CEO asks for suggestion regarding the betterment of the organization from all the employees
starting from the junior officer to the higher level employees. Moreover he is inspirational to his
employees and he communicates his ideas effectively to the subordinates. This leadership style is
the most effective one since the workers have full faith on the leader and they follow what the
leader asks them to do without any questioning. The manager has good influencing powers as he
made most of his employees believe in his vision.
We can also say that the CEO of Jazzy is a Transactional leader as he promises extrinsic rewards
and recognizes accomplishment in most cases for good job performance. In most cases there are
monetary rewards for the employees if they achieve in succeeding the company’s target in a
fiscal year. Moreover the manager is also dominating and he intervenes at times if he feels that
the standards are not met and he takes corrective measures instead. This leadership style may not
be so much effective since employees are encouraged to work because of extrinsic rewards only

6. and if extrinsic rewards are stopped their productivity will fall which might be a huge loss for
CEO of Jazzy. If the leader follows Transactional style only then the employees work for
monetary incentives.
The CEO of Jazzy is more or less a mixture of these three Leadership style and he tactfully
maintains the balance between them to make his employees happy and at the same stage
maximize the output. This is why he is very effective in handling his employees and most of his
employees are satisfied working for the organization.
But at times the manager also encounters some problems which are very tricky and challenging
to handle. Some of the problems which he faced during his tenure at jazzy are as follows:-
Dealing with underperforming employees sometimes become difficult due to some unavoidable
reason. Underperforming employees are a liability to the organization and they are a bad
influence to the employees who are motivated to work hence they need to handle tactfully so that
neither the employees are dissatisfied nor the organization suffers loss.
Dealing with the outstanding employees who deserve recognition for their talents & efforts but
sometimes it become difficult to manage due to some limitations.
Managers tend to appreciate the outstanding employees only therefore the other employees feel
left out. This can cause jealousy amongst them which is harmful for UCB. Hence the manager
needs to treat all the employees equally so that they feel that they are not left out.
Unhealthy & unethical competitions among peer group. Sometimes the competition is so intense
that the employees become greedy for recognition or extrinsic rewards and to achieve it they take
help of unfair means which is unethical for an organization like Jazzy which does not tolerate
any kind of Unethical behavior.