MOTIVATION

1.1 Introduction:-
A manager gets results through other people. His effectiveness depends, to a large extent, on the
willingness of his employees to do the assigned tasks with interest and enthusiasm. Motivation is
the work a manager performs to inspire and encourage people to take required action.
Definition of motivation
According to Scott,
Motivation is a process of stimulating people to action to accomplish desired goals.
Motivation is a process which starts with a psychological or physiological need that initiates
behavior that is aimed at achieving the goal.
Motivating employees is a challenge for organizations:-
Motivational framework indicates that motivation is a simple process but in reality this task of
motivating employees is very daunting.
One reason why motivation is a difficult task is that the workforce is always changing.
Employees join organizations with different needs and expectations. Their values, beliefs,
backgrounds, lifestyles, perceptions and attitudes vary. Not many organizations understand and
also are not clear about the ways in which these diverse work forces can be motivated.
1.2 Importance of motivation in organizations:-
The success of an organization ultimately depends on how effectively managers are able to
motivate their subordinates. In the words of Allen, poorly motivated people can nullify the
soundest organization. The following points bring out the importance of motivation
1. Motivated employees always look for better ways of doing a job.
2. Motivated employee is quality oriented.
3. Motivated employees are more productive.
4. Motivated employees remain in the organizations for a longer period of time.
5. To stimulate employee to accomplish desired goals.
6. To boost the employee morale.
7. To develop sound human relations.
8. To develop sound team spirit.
9. To inspire employee for responsible and challenging jobs.
10. To promote healthy competition among employees.
 1
Identifies Needs

6 2
Reassess needs deficiencies Searches for ways to satisfy needs

Employee

5
Receives rewards or punishment 3
Engages in goal directed behaviour

4
Performs
TITLE
It is not easy to understand the complexities involved in motivating people. If an employee has
an argument with his boss and fails to report to work the next day, it may appear that his
behaviour is a result of the confrontation. However, his behaviour may actually be motivated by
a combination of factors including overwork, family illness or some other problems. As things
stand now, the whys of behaviour cannot be explained easily. Let us explained some of the
factors that complicate this process:

Multiple causes: Different people may have different visions for behaving in the same
manner. For example, a bank officer may join service club because it is a good place to have
business contracts; another may join because of the social atmosphere; still another joins
because of the interesting programmes and speakers at the club. Thus, three different whys
can underline the same behaviour, further complicating the process of inferring motivation
from behaviour.

Multiple behaviour: Further, the same motive or drive may result in different behaviour. For
example, if Rao wants a promotion, he may concentrate on performing his job exceptionally
well. But Siddharth, who also wants a promotion, may take a different approach. He may try
to apple polish the boss to get the promotion. Motivation, obviously, is a complex subject. It
is difficult to explain and predict the behaviour of employees.
TYPES of Motivation:
Traditionally it is believed that employees are motivated by the opportunity to make as
much as money as possible and will act rationally to maximize their earnings. The assumption is
that money, because what it can buy, is the most important motivator, of all people. According to
the pluralistic approach, men work to fulfill a variety of needs. Three types of forces generally
influence human behaviour:
Forces operating within the individual.
Forces operating within the organization and
Forces operating in the environment.
The individual: Human needs are both numerous and complex. Some of these needs cannot
be described and identified because people hide their real needs under the cover of socially
accepted behavior. It is the duty of the manager to match individual needs and expectations to
the type of rewards available in the job setting.
The organization: The climate in the organization must be conducive to human
performance. Climate plays an important part in determining workers motivation. The
climate in an organization is determined by a number of variables such as its leadership style,
autonomy enjoyed by members, growth prospects, emotional support from members, rewards
structure, etc.
The environment: A worker does not live in two separate worlds, one inside the factory and
the other outside it. The troubles and pleasure of off-the-job life cannot be put aside when
reporting for work in the morning, nor can factory matters be dropped when returning home
after work.
1.5 IMPORTANT TECHNIQUES AND PROGRAMMES OF MOTIVATING
EMLPLOYEES IN WIPRO
1. REWARDS
People join organization expecting rewards. Firms give rewards in the form of money and other
benefits in exchange of employees availability, competencies and behaviors.
Types of Rewards:

Membership and Seniority Based Rewards

In this system a senior employee receives more benefits than his junior. Advancement, pay
rises, Retirement benefits and perquisites depends on seniority of employees.
Job Status Based Rewards
In this system the firm rewards employees on the status of the job they are holding. Jobs that
require more skill and effort, have more responsibility and have difficult working conditions
consequently these type of employees would be placed in higher pay grades.
Competency based Rewards
In this system organization links to competencies of employees. Competencies are reflected
through skills, knowledge and traits that to desirable behavior.
Performance Based Rewards
In this type of system pay is linked to performance
Profit sharing
Team rewards
Individual rewards
2. Job Enlargement
Add similar asks so that job will have more variety and be more interesting.
3. Job Enrichment
Gives the job holder more decision making, planning and controlling power.
4. Job Rotation
Shifting employee from one job to another when a job is no more changeling in order to reduce
boredom.
5. EMPOWERMENT
Empowerment is what young aspirants are looking for in organization. More than monetary
rewards it is the feeling that employee owns the job that motivates him. Empowered employees
are energetic and passionate.
6. GOALSETTING
Goal setting is one of the most effective and widely practiced techniques of motivation. It is the
process motivating employees by establishing performance goals so that it will guide their
behavior which is accepted by them and others.
7. QUALTY OF WORKLIFE
It has different meanings to the different levels of workers.
Factors which contribute to QWL are
Adequate and fair compensation
Safe and healthy working conditions
Security and growth opportunities
Opportunity to be creative and develop creativity
8. MANGEMENT BY OBJECTIVE
MBO means a set of procedures that begins with goal setting and contributes through
performance reviews. In this system participants become ego-involved in decisions they made
and tend to accept decisions as their own and feel personality responsible for implementing
them.
9. FLEXIBLE WORKING HOURS:
To suit the convenience of the employees which leads to reduce absenteeism, increased
productivity, reduce over time expenses and reduce traffic congestion near worksites.
10. TWO TIER PAY SYSTEM:
In this system lower wage is offered to newly hired employees than those already employed in
the same job this will induce the new entrant to stick the same organization.
11. FLEXIBLE BENEFITS:
This system allows individuals to choose from a menu of benefit packages that is individually
tailored to employees needs and situations.
This system seeks to replace the traditional fringe benefits which are uniformed to all employees.
12. PARTICIPATIVE MANAGEMENT
It means associating representatives of workers at every stage of decision making which amounts
to workers having share in reaching the final managerial decision in an enterprise.
Ways of Participation
At board level
Collective Bargaining
Through Ownership
Suggestion schemes
Through complete control
Quality circles
Through staff
Joint councils
Diversity in workforce at WIPRO Source
Welfare Activities:-
Education: WIPRO has its own institute, where the Education is given to the employees children
absolutely free. The school has classes from JR. kg to class-XII in English medium. Free
transportation facility is also provided to them.
Medical Companys philosophy is Nobody should die without Fund. Company believes its
responsibility towards health services to provide to the employees go beyond the statutory
provision. Being the petrochemical industry and some of their process are considered
Hazardous.
Housing: Company has its own township at different location in Bangalore. If house is available
the new employees are allotted the house otherwise the company can also hire house. All the
maintenance in houses provided to employees by company is done by the company.
Canteen: The company gives canteen facility under which food is provided to the employees but
it is not compulsory for them. They get the allowance in their salary.
Sports: To motivate the employees of the company organizes different sports tournaments i.e.
Cricket, Volleyball, Table Tennis, Badminton Etc.
Recreation activities: For the recreation of the employee, company organized gets to gather once
in a year with their family. And also arranged short distance picnic. For picnic they get Rs. 100/-
and free transportation once in a year.
Club membership : The purpose of the club membership is to meet the other members of the
industrial community and interact with them for relation personnel leisure. This facility is
provided only to the SMC and above.
Insurance Policy: WIPRO provides personal accident insurance policy of Rs 100000 for
employees. Premium of the company is half pay by employee and other will pay by WIPRO. 19
Benefits Given To The Employee
In WIPRO Very few organizations can match WIPRO's capability to offer the kind of flexibility
and opportunity to pursue multiple careers and unhindered growth, while you continue to work
in the same organization.
Annual Leaves Every employee will get an annual leave of 30days and if more than thirty days is
taken than leave will be deducted from the next year.
Annual Sick Days
In a year 5 days are given as leave for sick days, if more than five days are taken a certain
amount will be deducted from the salary.
A Person who join WIPRO with less than one year experience works as developer for a couple of
project to learn and develop the various developing software program.
Training is provided as per required.
WIPRO Hall of Frame
Mastermind

Thanks a zillion

Dear boss
Learning through internet is provided.
Education tie-ups
It provide (PGSM) Post Graduate Software Management program.
It also give middle management course for 5 weeks.
It also provide distance learning. Medical assistance program.
Interest free loan is also provided.
It provides WIPRO Employee Stock Option Plan (WESO) allows WIPRO to make employee
share with them and reward the success.
It provides credit cards for the employee as per the policy.
WIPRO Leaders Program
The program is designed to identify the specific actions and attitudes that constitute the WIPRO
leader's qualities. It examines how each manager rates against these qualities, provide an
understanding of how the required skills and competencies can be developed and plan what each
individual can do to strengthen his or her leadership qualities.
Recognition
Employees hard work and contribution never go unnoticed at WIPRO. The size we have grown
to and the diversity of people has given rise for a need to introduce awards. At every step of
success there is an award awaiting you. The challenges we encounter, motivates us to accomplish
greater feats and the comforts of rewards and recognition comes as a package
Long Services Award
We at WIPRO take pride in our long serving colleagues. They are a major force behind our
success. We recognize their contribution through a comprehensive Reward programme -
Schemes include holiday packages with special facilities.
Other Benefits The governing theme in our orga0nization is the well being of employees. The
benefits we offer them are on par with the best available.
Our Compensation package is among the best in the industry and it is aimed at retaining existing
talent. The package caters to all positions across WIPRO. A reward for each position is based on
performance, potential, criticality and market value. We have a comprehensive medical
assistance program that covers the whole gamut of medical expenses you and your family incur.
Our reimbursement scheme provides you tax shelter on quasi-official expenses. Your growth in
the company will be complemented by your own self-development. Our educational assistance
plan offers you all encouragement in pursuing the course of your interest. Our leave policy also
includes a sabbatical to pursue higher studies related to your profession.
The need theory comprises of the Maslows hierarchy of needs theory and it explains the five
types of needs in a pyramid format with the basic needs at the lower end and then it moves
upwards covering the more complicated needs of people such as social, security, esteem and self-
actualization needs. So basically if a persons different needs will be fulfilled then the person will
be more satisfied and feel secure and happy and will be able to focus his mind more on the work
because he will be free from these basic problems and thus the worker will be able to perform
efficiently and optimally.
The lower end of the Maslows needs hierarchy model basically discusses and focus on the
physiological needs of people such as food, shelter and clothing. Once these needs are fulfilled
then people want that they should achieve respect and recognition in the society. Maslows
theory thinks that the fulfillment of the basic needs of people has the highest motivating potential
to drive the people to perform and achieve them.