This document outlines a proposal to study employee motivation. It will examine how factors like rewards, promotions, and employee welfare programs impact motivation and performance. The study aims to identify the key motivators for employees and analyze how performance evaluation systems can create a sense of security. It also seeks to determine the best strategies for retaining employees and improving motivation. The research questions focus on the effects of rewards and promotions, retention strategies, the impact of motivation on performance, extrinsic motivation factors, and the importance of welfare practices.

1. A PROPOSAL EMPLOYEE MOTIVATION
Submitted by
Rebekah Samuel
Under the supervision of
MADAM AROOJ MALIK
Head Department of MBA & BBA
June 23, 2018

2. Table of content
1 Introduction .........................................................................................................................3
1.1 Background .............................................................................................................................3.4
2 The problem statement ……………………….………...................………..................………......................5
2.1 The purpose of the study ………………………………………………………………………………………………………5
2.2 Research question ………………………………………………………………………………………………………………..5
3 The scope of the study ………………………………………………………………………………………………………….5
4 The relevance of the study…………………………………………………………………………………………………….6
5 The research design ………………………………………………………………………………………………………………6
5.1 Type of study………………………………………………………………………………………………………………………..6
5.2 Data collection methods ………………………………………………………………………………………………………6
5.3 The sampling design……………………………………………………………………………………………………………..6
5.4 Data analysis ……………………………………………………………………………………………………………………….6
6 Time frame of the work ……………………………………………………………………………………………………….7
7 Bibliography …………………………………………………………………………………………………………………7.8

3. 1 Introduction
1.1 Background:
Every organization and business wants to be successful and have desire to get constant
progress. The current era is highly competitive so compete their competitors and market it is
possible only when important source to be cultivated and managed as a strategy that is
required by all the organizations. Employees are any organization its main assets which can lead
them to success or if not focused well, to decline. Unless and until, the employees of any
organization are satisfied with it, are motivated for the tasks fulfillment and goals achievements
and encouraged, none of the organization can progress or achieve success. The only way to
get employees to like working hard is to motivate them. Today, people must understand why
they're working hard so employees need motivation to feel good about their jobs and perform
optimally .it can be must be understand the area concern of employees because every
employees are different as every concern requires physical, financial and human resources to
accomplish the goals .
Research and experience suggest that motivation is a dynamic state that can fluctuate over
time and in relation to different situations, rather than a static personal attribute. Dynamic
power affects personal behavior and activities (Kucharčíková, 2014) and can be described by
direction and intensity. High-level performance achieved permanently is the main aim of
motivation.
The concept of motivation is abstract because different strategies produce different result at
different time and there is no single strategy that can produce guaranteed favorable result all
the time (Halepota ,2005).
There are numerous motivation factors identified such as, Gender, Racial/Ethnic, and Religion
Differences, Language, Education, Age, Disability, Experience, and so on. Some employees are
motivated through feeling a sense of accomplishment and achievement for meeting personal
and professional goals. Many workers are self-disciplined and self-motivated. Incentive and
rewards have little effect on employees who feel motivated only when they are confident in
their abilities and personally identify with their role within the organization. These individuals
perform productively for the sake of the personal challenge their work provides. There are
several ways employers can motivate employees and drive worker productivity. Because
different factors influence workers in different ways, employers can utilize motivation
strategies that encompass several techniques. Motivation has been defined in research
literature as an individual internal process that causes a person to act in a particular manner
(Pride, Hughes, & Kapoor, 2006)
TECHNIQUES OF EMPLOYEE MOTIVATION:
There are many ways in which employee motivation may be enhanced:

4.  Social Support:
It is known that employee motivation tends to improve with improved support from their
superiors (Van Yperen & Hagedoorn, 2003). An organization can motivate its employees
intrinsically by providing social support for their jobs that tends to ease off the job related
pressure and thus makes them feel better. This strategy may be useful for stressful jobs such as
customer care service employees in a large public organization.
 Job Enrichment:
Job enrichment may be an effective mechanism to improve employee motivation. Job
enrichment techniques may include added responsibilities, tasks, skills set and challenges for
employees which makes them feel responsible and empowered at work (Hackman, Oldham,
Janson, & Purdy, 1975). Therefore, managers can provide more interesting and skilled jobs to
their employees in order to enhance their motivation and commitment towards the
organization.
 Leadership Influence:
The type of leadership practiced in an organization has a direct impact on employee motivation.
Transformational leadership when practiced can help in clarifying organizational goals to the
employees and also persuading them to work towards the attainment of these goals (Wright,
Moynihan, & Pandey, 2012). Therefore, transformational leadership can help in enhancing the
motivation of employees within an organization. It is recommended that transformational
leadership is encouraged in current organizations in order to effectively lead employees.
 Employee Training and Development:
Human resource strategies such as employee training and development can play an important
role in motivating existing employees in an organization (Tabassi, Ramli, & Bakar, 2012).
Organizations therefore need to design effective employee training and development programs
which make employees empowered and motivated towards their work and result in better
performing teams within the entity.
 Job Rotation:
Job rotation is a practice whereby each employee learns several operations in manufacturing
process and rotates through each in a set period. Job rotation has important implications for
firm learning. On one hand, when employees rotate, the firm receives information about the
quality of various jobs - employee matches. On the other hand, without rotation, the firm
receives only direct information about one match, but the information it gets about this one
match is very reliable.
 Job Enlargement:

5. Job enlargement involves expanding the job of an employee that has them doing more work of
a similar nature to what they already do. This may be allowing them to complete the whole task
instead of just part of it, for example, packaging the products as well as manufacturing them.
This process ideally removes the boredom out of the job by eliminating the repetitiveness out
of tasks and allowing them to complete the whole process, further increasing their
responsibility.
2 The problem statement
The study assessed the job motivation in achieving their organizational goal. In today`s world
employee motivation has got significant attention by managers and researchers .If employer
motivate his employees then it will increase the work efficiency and could lead to achieve the
organizational goals and visions. Previousstudiesonemployee motivationfocusedonthe factorsthat
are contributed to it as being attained. Many managers have tried to attain motivation of their
employees by trying to use the methods that were successful in other areas around the world and
disappointed, but the reason is simply because this research was not directly relevant.
2.1 The purpose of the study:
First of all, the study aims to find out the main factors that have an impact on employees’
motivation. The study also aims to analyze how the establishment of a performance evaluation
system can create a feeling of security to human resources, where all employees’ performances
are evaluated according to the same criteria and indicators. Institutions should set targets and
standards for the future evaluation of the institution, providing an equitable valuation system.
On the other hand another thing that was needed be overviewed that what are the steps or
measurement should be taken to improve the employee retention in the organization.
2.2 Research question:
The specific questions sought to be answered were as follows:
1. What will be the effect of reward and promotion on employee performance?
2. What should be the organizational strategy in order to retain employees in organization?
3. What impact does employee motivation have on employee performance?
4. What are the extrinsicfactorsthatinfluence employeemotivation?
5. Why employee welfare practices are important?
6. What impact does employee welfare measures have on employee performance?