HR Projject Final

MET COLLEGE OF MANAGEMENT STUDIES
A PROJECT ON
A STUDY ON IMPACT OF MOTIVATIONAL

FACTORS ON EMPLOYEE PERFORMANCE
IN THE SUBJECT
HUMAN RESOURCE MANAGEMENT
SUBMITTED BY
NAMES
ROLL NO
TANVI RAWAT
95
SAMIR SHAIKH
104
KUNAL PUNJABI
94
VIJAY PANDEY
88
DEVENDERA GOWDA
TEJAS CHHEDA
75
66
UNDER THE GUIDANCE OF

PROF. ARCHANA DANDEKAR KOLI
FOR
MASTER IN FINAANCIAL MANGEMENT (SEMESTER

- II)
YEAR: 2014-17
CONTENT
Sr. No.
PARTICULARS
DEFINITION
DEVELOPMENT OF MARKETING
CONCEPT
WHAT DO MARKETER DO?
THE MARKETING ENVIORMENT
CONSUMER AND BUYER

BEHAVIOUR
SEGMENTING , POSITIONING AND

TARGETING
FORTUNIE HINGS ON COOKIES
CONCLUSION
RECOMMENDATION
10
BIBLOGRAPHY
INTRODUCTION
Page No.
Human Resource Management is a management function that helps

organizations to recruit, select, train, and develop members in an organization.
Only human resource management is obviously one function which is concerned
with peoples dimension in organization.
All major activities in the working life of an employee, that is from the time of
employees entry into the organization to the time employees leaves the
organization all the activities come under the purview of human resource
management.
The activities are human resource management are human resource planning,
job analysis, job design, recruitment, selection, orientation and placement,
training and development, performance appraisal and job evaluation, employee
and executive remuneration, motivation and communication, welfare, safety and
health, industrial relations.
Nature of HRM
Employee Hiring
Prospects Of
HRM
HRM
Employee & Executive Remuneration
Industrial Relations
Employee Maintenance
Employee Motivation
Societal objectives- to be ethically and socially responsible to the needs

and challenges of society while minimizing the negative impact.
Organizational objectives- to serve the organization with its primary

objectives and bring about overall organizational effectiveness.
Functional objectives-to maintain the departments contribution at a

level where it serves the organizations needs tailoring the department
according to the requirement of the organization.
Personal objectives- to assist employees in achieving their personal

goals. If these goals of employees are met it helps the organization to
maintain, retain and motivate the employees.
MOTIVATION
1.1 Introduction:Motivation is an important factor which encourages persons gives their best
performance and help in reaching enterprise goals. A strong positive motivation well
enables the increased output of employees but a negative motivation will reduce their
performance.
In order to make any managerial decision really meaningful. It is necessary to
convert it in to an effective action, which the manager accomplishes by motivating his
subordinates. To motivate means to produce goals oriented behavior since increase
in productivity is the ultimate goal of every industrial organization, motivation of
employees at all levels is the most critical and baffling function of the management.
Almost every human problem the manager faces throughout the firm has
motivational elements.
Definition of motivation:The term motivation has been derived from Latin word-Movers which mean to move.
In our languages of management it implies something that energies an individuals or
a group of individuals to work.
W.G.SCOTT Motivation means a process of stimulating people to action to
accomplish desired goals.
BREECH says Motivation is a general inspirational process which gets the members
of the team to pull their weight effectively, to give their loyalty to the group, to carryout
properly the tasks that they accepted and generally to play an effective part in the job
that the group has undertaken.
Nature of Motivation
Motivation is a psychological concept that generates with in an individual. It is an

inner felling which energies a person to work more.
The emotions or desires of a person prompt him for doing a particular work.
Man has innumerable wants to satisfy & there are unsatisfied needs of a person
which disturb his equilibrium. All the wants can not be satisfied at one time where
one is satisfied other may emerge. Satisfaction of wants is an unending process.
Hence, motivation is also unending process.
A person moves to fulfill his unsatisfied needs by containing his energies.
There are dormant energies in a person which are activated by canalizing them
into actions.
A man works to achieve some individual goals. After the goal is achieved he is no
longer interested in work. Goal means satisfaction of needs. Therefore, it is very
essential for the management to know the goals or motives or needs of each
individual, so that they may be pushed to work by directing them towards
achievement of their goals.
Objective of motivation
The purpose of motivation is to create conditions, in which people are willing to work
with zeal, initiative, interest and enthusiasm with a high personal and group moral
satisfaction, with a sense of responsibility, loyalty and with pride and confidence in a
most cohesive manner so that the goals of an organizational are achieved effectively.
Motivational techniques are utilized to stimulate employee growth; this was indicated
by Clarence Francis when he was chairman of general foods. He said you can buy
a mans time, you buy a mans physical presence at a given place, you cannot even
buy a measured number
of skilled muscular motions per hour or day, but you cannot but enthusiasm, you
cannot buy initiative, you cannot but loyalty, you cannot buy devotions of hearts,
minds and souls. You have to ear these things. If a manager wants to get work done
by his employees, he may either hold out a promise of a reward for them for doing
work in a better or improved way, or he may constrain them, by instilling fear in them
or by using force, to do the desired work. In other words, he may utilize a positive or
a negative motivation. Both these types are widely used by management.
Types of Motivational
When a manager wants to get more work from his subordinates then he will have to
motivate them for improving their performance. They will either be offered incentives
for more work, or may be in the shape of rewards, better reports, recognition etc, or
he may in still fear in them or use force for getting desired work. The following are the
types of motivational.
1. Positive Motivation: - Positive Motivation is based or reward. The workers are
offered incentives for achieving the desired goals. The incentives may be in the
shape of more pay, promotion, recognition of work etc. according to peter
Drucker, the Real and positive motivators are responsible for placement, high
standards of performance, information adequate for self control and the
participation of the workers as responsible citizen in the plant community.
Incentive motivation is the pull mechanism.
2. Negative Motivation: - Negative or fear motivation is based on force or fear.
Fear causes employees to act in a certain way. In case, workers do not act
accordingly then they may be punished with demotions or lay offs. The fear act as
a push mechanism. Moreover it may result in lower productivity because it
tends to dissipate such human assets as loyalty, co-operation and esprit de
corps. Moreover, the imposition of punishment frequently result is frustration
among those punishments, leading to the development of mal adaptive behavior.
3. Extrinsic Motivation :- is concerned with external motivators which employees
enjoy-pay, promotion, status, benefits, retirement plans, health insurance
schemes, holiday and vacations etc. by and large these motivations are
associated with financial rewards.
4. Intrinsic motivation: - On the other hand, is concerned with the feeling of

having accomplished something worth while, i.e. the satisfaction one gets after
doing ones work well. Praise, responsibility, recognition, esteem, power, status,
competition and participation are examples of such motivation.
5. Self motivation: - before one can motivate others one must motivate oneself.
One must overcome a certain amount of ones nature interia. One of the most
common deterrents to human action is that of tired feelings. This thing that effect
the conscious mind are generally known as anxiety are :
6.
Monotonous work
Driven by boss
Bad physical conditions
Financial troubles
Under constant strain
Group motivation :- The motivation of a group is an important as self-motivation, A
group can be motivated by improving human relations and dealing with people to feel
involvement in their work and by giving them an opportunity to improve there performance
and by complimenting or praising them. In dealing with others, it must be borne in mind there
the greatest returns can be obtained when each member of a group is properly motivated.
IMPORTANCE OF MOTIVATION
Management tries to utilize all the sources of production in a best possible manner.
This can be achieved only when employees cooperate in this task. Efforts should be
made to motivate employees for contributing their maximum. The efforts of
management will not bear fruit if the employees are not encouraged to work more the
followings is the importance of motivation: Motivated employees are always looking for better ways to do a job. It is the
responsibility of the managers to make employees look for better ways of doing
their jobs.
Motivated employees will put maximum efforts for achieving organizational goals.
Better performance will also result in higher productivity. The cost of production
can also be brought down if productivity is raised. The employees should be
offered more incentive for increasing their performance. Motivation will act as a
stimulate for improving the performance of employees.
A motivated employees, generally, is more quality oriented. This is true weather
we are talking about a top manager spending extra time on data gathering &
analysis for a report.
Highly motivated workers are more productive than apathetic workers. The
productivity of workers becomes a question of the managements ability to
motivate its employees. An appreciation of the nature of the motivation is highly
useful for managers.
A good motivational system will create job satisfaction among employees. The
employees will try to contribute their maximum and management will offer them
better service conditions and various other incentives. There will be an
atmosphere of confidence among employees and employers. It will lead to better

industrial relations.
Every organization requires human resource in addition to financial and is

significant to the organizations.
a) People must be attracted not only to join the organization but also to remain in it.
b) People must perform the task for which they are hired and must do so in a
dependable manner.
c) People must go beyond their dependable role performance and engage in some
form of creative, spontaneous and innovative behaviour at work.
STEPS OF MOTIVATION
The management should concentrate on two things to motivating its employees.

1.
Working method of motivation i.e., it should be determined as to what ought to be
done.
2.
The tools of motivation i.e. it should be determined as to when and how a job is to be
done.
1.
knowledge of position of employees:First of knowledge should be obtained regarding the needs of the employees who are
to be motivated. Different persons have different needs. So, different methods are to
be used for motivated different persons. Both the individuals and the groups should
be kept in mind while assessing the conditions.
2.
Development of tools of motivation :After obtaining the knowledge of the employees needs managers should do the
job of selecting and using specific tools or techniques of motivation. The managers
should determine the following issues through their own experience of others and
through the experience of others and through the experience of the personnel
department.
a) Which employee is to be motivated and by which technique of Motivation?
b) Under what conditions is hello/she to be motivated?
3.
Selection of tools of motivation:Selection of tools of motivation is a difficult task. Following observation are to be
made for the purpose
1. Who is to be motivated?
2. Which technique succeeded or failed in the past?
3. Are requisite efficiency, means time needed for the use of that technique available or
not?
Thus, after the determination of the technique its use should its should be
considered. It should be decided as to when and how the motivation is to be used.
The employees should immediately get the reward or appreciation can spoil the
effect of motivation.
4. communication media:The technique of motivation should be brought into the notice of employees.
Communication media should be good enough for this purpose. If the management
cannot communicate its viewpoint to the employees, it cannot motivate them as well.
5. Follow up action: - The manager should assess, from time to time, whether
the employees have been motivated or not through a technique of motivation. If one
Technique fails others can be made use of. This type of assessment can bring to
Light the shortcomings of present technique by removing its shortcoming.
THEORIES OF EMPLOYEE MOTIVATION

The main theoretical approaches to employee motivation are
as follows:
1. Need fulfillment theory.
2. Equity theory.
3. Equity discrepancy theory
1) Maslow needs hierarchy: - Motivation is influenced by the needs of a person. There

is a priority of certain needs over others. The importance of needs will influence the
level of motivation. A.H.Maslow has categorized human needs into five categories.
a) Physiological:-Hunger, thirst, shelter, sex & other needs.

b) Safety: - includes security, and protection from physical and emotional harm.
c) Social:- includes affection, belongingness, acceptance and friendship.
d) Esteem:- includes internal esteem factor such as self-respect, authority and
achievement and esteem factors such as status, recognition and attention.
e) Self-actualization:- The drive to become what one is capable of becoming
includes growth, achieving ones potential and self-fulfillment
.
2)
Motivation Hergbers theory: - He gives two factor theory of
motivation. First
factors include company policy and administration, technical supervision, interpersonal relations with supervisor, salary, status, job security and personal life. These
factors were found to be only dissatisfied and not motivators. These are hygiene
factors. Second type of factor is motivational factor, which includes achievements,
recognition; advancements work itself, possibilities of personal growth, responsibility.
According to this theory, attention should be given to the job content to motivate the
employees of the organization.
3)
X & Y Theory: - After viewing the way in which managers dealt with employees, Mc.
Gregor concluded that a managers view of the nature of human being is based on
certain grouping of assumptions. He proposed two distinct view of human being, one
basically negative theory X which assumes that the employees dislike work are lazy,
dislikes responsibility and must be coerced to perform and the other basically positive
labeled theory Y which assumes that employees like work are creative, seek
responsibility and can exercise, self direction. Mc Gregor himself held to the belief
that theory Y assumptions are more valid
than theory X. therefore he proposed such ideas as participation decision making,
responsible and challenging job and good group relation as approaches that would
maximize an employees job motivation.
As, already mentioned, Maslows need
hierarchy theory states that every human being there exist hierarchy of five needsphysiological, safety, social, esteem and self actualization and as each is
sequentially satisfied, the need becomes dominant. From the stand point of
motivation, if you want to motivate someone, you need to understand at what level in
hierarchy that person currently is and then focus on satisfying those needs at above
that level.
Different needs dominant different people at different time, workers will be dominated
by lower order needs like physiological, safety and social needs while on the other
hand staff members whos lower order needs like esteem and self actualization
needs. The reason behind this difference can be variable such as education, family
background and cultural environment. But the important aspect, which should be
taken care, is fulfillment of desired needs at every level. If the organizational fails to
fulfill needs of its employees ultimately it results in non-fulfillment or targeted result.
For example to fulfill esteem needs (particularly recognition needs) an employee
work hard to bring better result out of his work. He leaves no stone unturned in
achieving the set target in the best possible manes. In return of this hard and
dedicated labour the employee looks forward to have recognition within the
department and in the organization as a whole. The recognition encourages the
employee to put more of his labour in fulfilling the task still in the better way. Apart
from this he also becomes an example for others. As a result they are to motivate.
On the contrary, if this employee not rewarded appropriately that will result in lower
morale and employee will not repeat this enthusiastic behavior again, simultaneously
effecting the organizational target. So in the present scenario, this is responsibility of
HR department to find out what are various needs of employees, what are the
policies and procedures from which the employees are not satisfied and accordingly
suitable steps should be taken to boost the morale of employee.
MONEY AS A MOTIVATOR
The importance of money as a motivator has been consistently downgraded by most

behavioral scientists. They prefer to point out the value of challenging jobs, goals,
and participation on decisions making, feedback, cohesive work teams, and other
non monetary
factors as stimulants to employee motivation. We agree otherwise here that money is
the crucial incentives to work motivation. As a medium can purchase the numerous,
need-satisfying things they desire. Furthermore, money also performs the function of
a scorecard, by which employees assess the value that the organization places on
their services and by which employees can compare their value to others. Money
improved in employees performance.
MONEY DOESNT MOTIVATES MOST EMPLOYEES TODAY
Money can motivate some people under some conditions, so the issue is not really
whether or not money can motivate. The answer to that is it can! the more relevant
question is does money motivate most employees in the workforce today to higher
performance? The answer to this question, well argue, is No.
For money to motivate an individuals performance, certain conditions must be met.
First, money must be important to the individuals. Second, money must be perceived
by the individual as being a direct reward for performance. Third, the marginal
amount of money offered for the individual, as being significant must perceive the
performance. Finally, management must have the discretion to reward high
performers with more money.
Money is not important to all employees. High achievers for instance, are intrinsically
motivated. Money should have impact on these people. Similarly, money is relevant
to those individuals with strong lower-order needs, but for most of the workforce,
lower-order needs are substantially satisfied.
Money would motivate if employees perceived a string linkage between performance
and rewards in organizations, unfortunately, pay increase are far more often
determined by levels of skills and experience, community pay standards, the ational
cost of living index, and the organizations current and future financial prospects than
by each employees level of performance.
So might be theoretically capable of motivating employees to higher levels of
performance, but most managers are not given enough flexibility to do much about it.
TECHNIQUES OF MOTIVATION
Every management tries to spacing certain motivational techniques which can be

employed for improving performance of its employees. The techniques may not be
similarly useful in all types of concerns. Some techniques may be suitable employed
in one concern; others may be useful in another concern and so on. Motivational
techniques may be of two types i.e., financial and non financial.
Financial motivators
Financial motivators may be in the form of more wages, salaries, profit-sharing, leave
with pay, medical reimbursement bonus, company paid insurance of any other things
that may be given to employees for performance. Money is the most important
motivator to people who are young and raising their families. For some persons
money remains to be a motivator and for others it may never be. Besides all money
can motivate people if their wages are related to their performance.
Non-financial motivators
Under non financial motivators the employees is not given more money. He, is rather
given more chances of promotion, job security, respect and appreciation under non
financial incentives. Thus, non-financial incentives include those factors which do not
indirectly he may be receiving financial benefits. Modern managers make use of all
types of motivators i.e., positive, negative, financial, non-financial.
Motivational techniques are utilized to stimulate employee growth. The purpose of
motivation is to develop conditions in which people are willing to work with zeal,
interest and enthusiasm.
Incentives motivation:An incentive or reward can be anything that attracts a workers attention and
stimulates him to work, when the question comes of incentive motivation, the answer
cannot be said to be a perfect one but satisfactory. It is said that people work for
incentives in the form of Ps which are as follows:
1.
Praise
2. Prestige
3. Promotion
Types of Motivational incentives and allowances
1. Marriage gift scheme:- with a view to promote cordial relations with the
employees, the company has been given gifts on the occasions of marriages of
either the employees themselves or their dependent children
marriage gift
schemes.
2. Wage and salary:- one of the most important technique of motivation is an
appropriate wage and salary the salary given to the employees are in accordance
to their work and job.
3.
Medical reimbursement:- only those employees are covered under this scheme
which are not being covered under the ESI scheme.
Reimbursement of medical expenses to eligible employees will be for: self,
spouse, unmarried daughter, unemployed son, dependent parents
4. Suggestion and reward system:- This scheme was introduced by the

management to create an environment which employees are encourage and
motivate to give constructive suggestions for improving the overall profitability of
the company the management believes that employees have tremendous
capability and desire to make the company prosper in every field.
5. Self motivation: - Self motivation exists to a great extent, the urge or desire that
should come from within the individuals exists in the employees of the
organization. The employees believe in themselves that they are capable of
performing the given task smartly and efficiently, arrives from with on the
individuals not from someone else.
6. Conveyance facility/allowance:-The Company provides conveyance facility to
female workers from industrial establishment to their place of residence and male
workers get conveyance allowance.
Leave with pay includes casual, sick, and earned leaves
Attendance allowance
Conveyance allowance
House rent allowance
Child education allowance
Provident fund
Employee state insurance corporation scheme
Appraisal, praise or recognition
ANALSIS AND INTERPRETATION
The data after collection has to be processed and analysis in accordance with
the outline laid down for the purpose at the time of developing the research
plan.
This is essential for ensuring that we have all relevant data for making
contemplated comparison and analysis. As has been stated above, the data is
being collected through questionnaire. Here the analysis is done through
graphical representation. The answer to the questionnaire will be evaluated
thoroughly and well show the complete Analysis of data. Finally, it will provide
the complete picture of results.
BASIC NEEDS
ANSWERS BASED ON QUESTIONAIRES
Particular
No. of
Respondents
Percenta
ge
Strongly Agree
14
38
Agree
18
49
Neither Agree nor

Disagree
11
Disagree
Strongly Disagree
Total
37
100
INTERPRETATION:
The analysis show that out of 100 people 38 % people are

strongly agree, 49 % people are agree, 11 % people are
Neither agree nor are disagree & 3 % Persons disagree with
The salary increments given to employees who do their jobs
very well motivates them.
Particular
No. of
Respondents
Percent
age
Strongly Agree
12
32
Agree
Neither Agree nor
Disagree
Disagree
18
49
14
Strongly Disagree
Total
37
100
INTERPRETATION:

Particular
No. of
Respondents
Percent
age
Strongly Agree
Agree
Neither Agree nor
Disagree
Disagree
24
11
30
13
35
Strongly Disagree
11
Total
37
100
INTERPRETATION:

Particular
No. of
Respondents
Percent
age
Strongly Agree
24
Agree
Neither Agree nor
Disagree
Disagree
20
54
14
Strongly Disagree
Total
37
100
INTERPRETATION:

SAFETY
No. of
Respondents
9
Percentag
e
24
Agree
Neither Agree nor
Disagree
Disagree
22
59
Strongly Disagree
Total
37
100
Particular
Strongly Agree
INTERPRETATION:

Particular
Strongly Agree
No. of
Respondents
3
Percentag
e
8
Agree
Neither Agree nor
Disagree
Disagree
19
11
30
11
30
Strongly Disagree
14
Total
37
100
INTERPRETATION:


No. of
Respondents
5
Percentag
e
14
Agree
Neither Agree nor
Disagree
Disagree
16
43
19
19
Strongly Disagree
Total
37
100
Particular
Strongly Agree
INTERPRETATION:


No. of
Respondents
2
Percentag
e
5
Agree
Neither Agree nor
Disagree
Disagree
21
57
22
11
Strongly Disagree
Total
37
100
Particular
Strongly Agree
INTERPRETATION:

ESTEEM:
No. of
Respondents
8
Percentag
e
22
Agree
Neither Agree nor
Disagree
Disagree
23
62
Strongly Disagree
Total
37
100
Particular
Strongly Agree
INTERPRETATION:

No. of
Respondents
7
Percentag
e
19
Agree
Neither Agree nor
Disagree
Disagree
16
43
19
14
Strongly Disagree
Total
37
100
Particular
Strongly Agree
INTERPRETATION:

No. of
Respondents
6
Percentag
e
16
Agree
Neither Agree nor
Disagree
Disagree
18
49
11
22
Strongly Disagree
Total
37
100
Particular
Strongly Agree
INTERPRETATION:

No. of
Respondents
8
Percentag
e
22
Agree
Neither Agree nor
Disagree
Disagree
16
43
16
14
Strongly Disagree
Total
37
100
Particular
Strongly Agree
INTERPRETATION:

LOVE:
No. of
Respondents
7
Percentag
e
19
Agree
Neither Agree nor
Disagree
Disagree
22
59
14
Strongly Disagree
Particular
Strongly Agree
37
Total
100
INTERPRETATION:

4. My aim is self-knowledge and enlightenment. The most important thing tome is realizing my ultimate personal potential.
10090
8070
6050
4030 32 46
16
2010
0
No. of
Respondents
5
Percentag
e
Agree
Neither Agree nor
Disagree
Disagree
18
49
14
19
Strongly Disagree
Total
37
100
Particular
Strongly Agree
14
INTERPRETATION:

No. of
Respondents
4
Percentag
e
11
Agree
Neither Agree nor
Disagree
Disagree
18
49
16
16
Strongly Disagree
Total
37
100
Particular
Strongly Agree
INTERPRETATION:

No. of
Respondents
13
Percentag
e
35
Agree
Neither Agree nor
Disagree
Disagree
16
43
16
Strongly Disagree
Particular
Strongly Agree
Total
37
100
INTERPRETATION:

SELF ACTUALIZATION:
No. of
Respondents
23
Percentag
e
62
Agree
Neither Agree nor
Disagree
Disagree
10
27
Strongly Disagree
Total
37
100
Particular
Strongly Agree
INTERPRETATION:

Particular
Strongly Agree
Agree
Neither Agree nor
Disagree
Disagree
No. of
Respondents
14
Percentag
e
38
17
46
11
Strongly Disagree
Total
37
100
INTERPRETATION:

No. of
Respondents
7
Percentag
e
19
Agree
Neither Agree nor
Disagree
Disagree
18
49
14
16
Strongly Disagree
Total
37
100
Particular
Strongly Agree
INTERPRETATION:

No. of
Respondents
12
Percentag
e
32
Agree
Neither Agree nor
Disagree
Disagree
17
46
16
Strongly Disagree
Total
37
100
Particular
Strongly Agree
INTERPRETATION:

SUMMARY
&
CONCLUSIONS

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MET COLLEGE OF MANAGEMENT STUDIES

A STUDY ON IMPACT OF MOTIVATIONAL

UNDER THE GUIDANCE OF

MASTER IN FINAANCIAL MANGEMENT (SEMESTER

WHAT DO MARKETER DO?

THE MARKETING ENVIORMENT

CONSUMER AND BUYER

SEGMENTING , POSITIONING AND

FORTUNIE HINGS ON COOKIES

Human Resource Management is a management function that helps

Employee & Executive Remuneration

Societal objectives- to be ethically and socially responsible to the needs

Organizational objectives- to serve the organization with its primary

Functional objectives-to maintain the departments contribution at a

Personal objectives- to assist employees in achieving their personal

Motivation is a psychological concept that generates with in an individual. It is an

4. Intrinsic motivation: - On the other hand, is concerned with the feeling of

Bad physical conditions

Under constant strain

Group motivation :- The motivation of a group is an important as self-motivation, A

atmosphere of confidence among employees and employers. It will lead to better

Every organization requires human resource in addition to financial and is

The management should concentrate on two things to motivating its employees.

Working method of motivation i.e., it should be determined as to what ought to be

THEORIES OF EMPLOYEE MOTIVATION

1) Maslow needs hierarchy: - Motivation is influenced by the needs of a person. There

a) Physiological:-Hunger, thirst, shelter, sex & other needs.

Motivation Hergbers theory: - He gives two factor theory of

As, already mentioned, Maslows need

The importance of money as a motivator has been consistently downgraded by most

MONEY DOESNT MOTIVATES MOST EMPLOYEES TODAY

Every management tries to spacing certain motivational techniques which can be

Types of Motivational incentives and allowances

4. Suggestion and reward system:- This scheme was introduced by the

ANALSIS AND INTERPRETATION

Neither Agree nor

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The salary increments given to employees who do their jobs

The analysis show that out of 100 people 38 % people are

Neither agree nor are disagree & 3 % Persons disagree with

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

The analysis show that out of 100 people 38 % people are

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