This document discusses the role of motivation on employee performance. It finds that motivation is a major factor affecting performance levels, and that 73% of respondents agreed with this. While tools like responsibility, challenging work and good relationships motivate employees, the organization could improve by providing more fringe benefits, promotions, and a stronger sense of belonging. The research concludes there is a positive relationship between motivation and productivity, but the organization's specific motivation tools may not match what employees want. It recommends standardizing motivation policies, training, competitive salaries, and rewarding employees to improve performance.

1. Role of Motivation on
Employee
Performance
Presented By:
Omar farooq
MBA (HR & Finance)

2.  The word motivation is coined from the Latin word
motus, a form of the verb movere, which means to
move, influence, affect, and excite. By motivation we
then mean the degree to which a person is moved or
aroused to act Rainey, (1998).
 Motivation refers to the way a person is enthused at
work to intensify his desire and willingness to use his
energy for the achievement of organizations’ objectives.
It is something that moves a person into action and
continues him in the course of action enthusiastically.

3.  A performance comprises an event in which
generally one group of people (the performer or
performers) behaves in a particular way for another
group of people.

4. OBJECTIVES OF THE STUDY

5.  To determine tools used by Rooman to motivate
employees.
 To assess factors affecting employee performance
most.
 To suggest to the management what more can be
done to achieve optimum outcomes using
motivational tools for the betterment of both
organization and employee.

7. RESEARCH DESIGN:
A survey of employees was undertaken to determine the tools used by Rooman to motivate its employees.
An exploratory research design was used to assess the factors which affect employee performance most.
SAMPLING PLAN:
 Population of the Sample:
The population of the subject was Electronic City and Rajajinagar, Benagaluru.
 Sampling Design:
For the purpose of the study both male and female employees working in various departments have been taken as sample size.
 Sampling Size:
In this study 45 set of questionnaires were administered in hand to respondents.
 Sampling Technique:
In this survey Stratified Sampling Technique was used.
 Questionnaire Design
The questionnaire has total 12 questions including both open as well as close ended questions. The scale used in close ended
questions is Likert Scale.
DATA COLLECTION:
 Source of Data:
Primary as well as Secondary data was used for collecting data.
 Geographical Area of the Study:
The data collection for this project is restricted to the offices of Bengaluru State.
 Statistical Tools:
For tabulation of data percentages have been calculated and both graphical and pie charts are used.
METHODOLOGY:
 Review of literature
 Questionnaires
LIMITATIONS OF THE STUDY:
 This being an academic study suffers from time constraints.
 The sample size was 45 only.
 The study is confined to the offices of Bengaluru state only. Hence the study might not be applicable for the offices of other
states.

8. RESEARCH FINDINGS

9.  The study found out that motivation is the major
factor that affects the level of employee performance.
 73% respondents agreed with the statement.
 There are other factors also:
These include goal clarity, good working conditions, training,
feedback, involvement in decision making, and use of modern
technology.

10.  The study found out that the organization uses many
tools to motivate its employees.
They include giving a sense of responsibility to the employees,
giving challenging work to them, supervisor having
information regarding subordinates work, and maintaining
good inter-personal relationship with them.
However the study also found out that organization
does not provide fringe benefits to its employees nor
does it promote them. Also sense of belongingness
with the organization is lacking within employees.

12.  The aim of this research was to primarily assess the
role that various factors have in motivating
employees and to explore which of these factors have
a greater impact on employee motivation and job
performance.
 It can be concluded that there are two types of
motivation tools an organization can use; the
financial and the non-financial tools.

13.  The research also concludes that there is a very
strong positive relationship between motivation and
employee productivity.
However, the study can remark on the point that the root cause
of poor performance in Rooman is not motivation in its self
rather it is the tools of motivation used by the organization
which are not what the employees want as motivators.

14. SUGGESTIONS AND
RECOMMENDATIONS

15.  Management should standardize the employees’
motivation policies to reflect the desire of employees.
 The organization should consider further informing
and training of its staff to equip them with more
skills in order to improve their performance.
 Employees’ salaries and wages should be carefully
handled to reflect modern day package.

16.  Management should reward their employees with
fringe benefits and promotion.
 It is suggested for management to conduct more
study for further clarification of the findings as the
study is restricted for generalization due to limited
time and scope of the study as it was carried out in
Bengaluru state only.