Impact of Employee Motivation on Performance

supranational diary of bank line Trends and Technology- volume2Issue4- 2012 Impact of Employee pauperization on surgical process ( productivity) In Private Organization 1Nupur Chaudhary, 2Dr. Bharti Sharma, 1Research Scholar, Suresh Gyan Vihar University, Jaipur, 2Associate Professor, St. Wilfred. College, Jaipur, Abstract Doing crease all over the military personnel is in truth challenging. Corporate motion and revenue growth ar quarrel by Internal and outside(a) operating(a) environment factors.To survive in profitable focussing in the postgraduately challenging and competitive orbicular market economy, all the factor of Employee Retention & Production machine, materials & men, should be managed in a impressive way Among the factors of production the gentlemans gentleman resource constitutes the biggest challenge because unlike early(a) stimulant drugs employee guidance calls for accomplished handling of thoughts, feelings & emotions to saved highest productiv ity.High productivity is a long-term benefits of Employee motivation actuate employee is a valuable asset which delivers huge value to the Organization in maintaining and strengthening its business and revenue growth. The wedded project paper studies Impact of employee motivation on consummation (Productivity) in private administration. Key reciprocations Motivation, Productivity, Employee merriment, Working Environment, Employee Performance 1. INTRODUCTION 1. 1 Background of the Study Now days doing Business all over the world is very challenging. orporate performance and revenue growth argon challenge by Internal and external operating environment factors To survive in profitable way in the highly challenging and competitive global market economy, all the factor of production machine ,materials & men, should be managed in a impressive way Among the factors of production the human resource constitutes the biggest challenge because unlike other inputs employee management call s for accomplished handling of thoughts, feelings & emotions to protected highest productivity. High productivity is a long-term benefit of Employee motivation. 1. 2 Research Problems Employees management guide to a competitive benefit in the form of to a greater extent motivate defecateforce by extension alter operational & business performance. The research problem question to be answer in this research is to trace the major factors that motivate employs in diverse companies and to see if there is any limited organization conception that depends on organizational inimit efficiency employee carriage. 1. 3 Objectives of the Research lease Identify the factors that encourage affirmative motivational behavior among employees is the Objective of this research.This in turn would bankrupt customer service, efficient time management in separately organization. 1. 4 Limitation of the Research Study Research study stool be briefly stated the limitation in following points Title of the questionnaire around Motivation so that the respondents thought that they should be uncommon by the motivation system earlier than filling the questionnaires. The length of the questionnaire around 14 questions. The collective respondents entrusting be analyzed and the results of the questionnaire will be documented 1. 5 Definition of Terms a.Motivation Motivation is the word derived from the word motive which means needs, desires, wants or drives within the persons. It is the process of inspiring people to actions to achieve the goals. In the deed goal background the psychological factors motivating the peoples behavior can be- Job-Satisfaction effect Term Work, etc Need for Money Respect One of the most important functions of management is to create ardor amongst the employees to execute in the surmount of their abilities. Therefore the role of a leader is to arouse interest in presentation of employees in their jobs.The process of motivation consists of thr ee stages- 1. A felt need or shackle 2. A incentive in which needs have to be aroused 3. When needs atomic number 18 satisfy, the comfort or achievement of goals. Note motivation is an emotional fact which means needs and wants of the have to be tackled by framing an incentive plan. b. Employee satisfaction Whether employees are happy and conform to and pleasing their desires & needs at work. Many ginmills claim that employee satisfaction is a factor in employee motivation, employee goal. ISSN 2249-0183http//www. internationaljournalssrg. orgPage 29International Journal of Business Trends and Technology- volume2Issue4- 2012 Achievement and positive employee confidence in the workplace. Employee satisfaction, spell normally a positive in your organization, can also be a disappointment if ordinary employees continue because they are fulfill with your work environment. c. Employee Performance The activity of performance of doing something fruitfully by fellowship as famous fr om simply possessing it A performance Comprises an event in which normally one group of people the performer or Performers act in a particular way for a nonher group of people . Productivity Productivity is that which people can produce with the smallest substance effort Productivity is a ratio to calculate how well an organization or individual, industry, country converts input belongings, labor, materials, machines etc. into goods and services e. Working Environment Stresses, influences, and competitive, situation, civilizing, demographic, profitable, usual, political, regulatory, and environmental factors that effect the survival, operations, and developing of an organization. We have a tendency, however, to escort about healthy work environments.A work environment does not require a job. It requires that work has to be done in some place. These can also be considered work environments. 2. LITERATURE REVIEW 2. 1 Motivation 1. Payment 2. Promotion 3. Benefits 4. comprehension What Is Employee Motivation? Motivations are an employees inbuilt enthusiasm about and drive to accomplish activities related to work. Motivation is that interior drive that causes a person to decide to restrain action. An individuals motivation is influenced by biological, intellectual, social & emotional factors.Motivation is a multifaceted we can not easily define to motivation, intrinsic driving force that can also be influenced by external factors. Every person has activities, events, people, and goals in his or her life that he or she finds motivating. By using intrinsic satisfaction & extrinsic factor organization can inspire employee motivation at work. Fulfilling the employees needs and expectations from work and the workplace factors that enable employee motivation or not. These variables make motivating employees challenging. Some time employers fail to empathise the importance of motivation in accomplishing their mission and vision.Even when they understand the signi ficance of motivation, they lack the skill and intimacy to domiciliate a work environment that fosters employee motivation. Here are thoughts about encouraging and inspiring employee motivation at work. Factors to Encourage Motivation. Management and leadership actions that allow employees, Believe about your employees strengths Inquire employees what they want Teach employees to measure their own success. crystal clear communication about factors important to employees, Treating employees with respect, Providing regular employee respect, ? Feedback and rearing from music directors and leaders, Industry-average benefits and recompense, Carry an thinking notebook Explain your reward systems. Inquire employees for information about their performance. Communicate Stop Distracting Employees 2. 2. Importance of Motivation Motivation is the most important factors influential organizational efficiency. All facilities organizational will go to dispel in lack of incite p eople to utilize these facilities efficiently. Every superior in the organization must motivate its subordinates for the in force(p) types of behavior.The presentation of human beings in ISSN 2249-0183http//www. internationaljournalssrg. orgPage 30 International Journal of Business Trends and Technology- volume2Issue4- 2012 the organization is dependent on the capability in the motivation. Motivation is a helpful instrument in the detention of management in exciting the workforce. Motivation augments the willingness of the workers to work, thus increasing rough-and-readyness of the organization. Best utilization of resources decrement in Labor Problems Sizeable increase in production and productivity ? Basis of Cooperation. Better look-alike -. The human resource manager purpose should be to help the general manager in guardianship the employees satisfied with their jobs. One much goal in organization is the goal for the services manager is to develop motivated employ ees and support their morale regarding their respective works. The performance will be poor if the employee is not satisfied & happy. Workplace dissatisfaction frequently leads organization and its employees poor performance. The Effect of Motivation on Employee ProductivityMotivated employees are habituated to be more productive than non-motivated employees. Most businesses make some pains to motivate workers merely if this is normally easier said than done. Employees are all individuals with diametrical likes dislikes and needs, and different things will motivate each. 1. Motivated Employees Are More Productive .If employee will satisfied and happy then he/she will do his /her work in a very impressive way, and then the result will be good, on the other hand motivated employee will motivate other employees in office. 2. Decision- fashioning and practical ExpectationsIt is important to take aim employees in the decision-making process, but create realistic expectations in the process. 3. Job Description, Work Environment and Flexibility Employee doing the right job for his personality and skill set, and performing well at the job greatly increases employee motivation and satisfaction. A safe and non-threatening work environment is necessary to maintain a high level of employee motivation. Flexible human resource policies, flexible time, work from home, childcare also be liable to have happier and more motivated workers. 4. Pay and BenefitsKeeping employees motivated with good benefits is easy. Where to draw the line at generous benefits that motivate all employees, versus raises and bigger salaries to retain and attract the best workers and find them happy and motivated to be on the job(p) for you, are more difficult. . 5. Company Culture Creating a positive and employee-friendly company culture is a great motivational tool. 3. look METHODOLOGY 3. 1 Research Design This is a descriptive . In this research we have sufficiency selective information on t he concept & research material . Questionnaire method is used for collecting data. 3. 2 sampling ProcedureThe study should be conducted with people from different locations. The questionnaires were e-mailed to 70 workers in Jaipur who working in various departments with different job responsibilities and organization position. 3. 3 Instrument Used Survey can be defined as a method of primary data collection in which information is collected by e-mail & analyzed. 3. 4 Scale Validity and Reliability The scales used to measure the variables in the questionnaire are Numerical scale. 3. 5 Data Collection Procedures Internet Surveys is used. For lots research, data collection using the internet is frequently an effective method.In Internet Survey it is very easy to get the respondents feedback in short period of time. 4. DATA order of battle & ANALYSIS 4. 1 Introduction The data for the research has been collected using internet questionnaire. The questionnaire was distributed randomly to a sample of employees, over 70 employees who were working in various departments, with different job responsibilities and organization position. 4. 2 Data Analysis After collecting the filled questionnaire, they were analyzed for presentation of research findings under data analysis. 1. From how many years you are worked with the present organization?Less than 1 year5(7. 7%) 1-3 years15(28. 8%) 3-5 years12(19. 05) 5-10 years21(40. 4%) The research was say to find information on the duration of service the employee has been with the organization. Survey results indicated that highest number of 21 40. 4% respondents had been working between 5-10 years and this followed by 15 respondents 28. 8% who have been with the organization between 1-3 years. Respondents who have been working for the shortest period of time less than 1 year stood with 5 respondents 7. 7%. 2. In which department you are work in? Finance and Accounting2(5. 60%)ISSN 2249-0183http//www. internationaljournalssrg. orgPage 31 International Journal of Business Trends and Technology- volume2Issue4- 2012 perceptsAgrSome sluggishDisagre stronglyeewhate Agree supervisor listens20247(13. 2123. 77%) to me%) supervisoris knowledgeable about my work172583 supervisor is fair1223162 supervisor supports personal Development1127131 supervisorhas down-to-earth expectations1026134 about my work Human Resource Management925% randomness Technology2(5. 60%) Manufacturing5(13. 9%)Research and Development1130. 6% Sales and selling7(19. 4%) early(a) (please specify)17 Regarding the inquiry on the nature of work performed by the respondents, a highest number of 11 respondents 30. 6% were engaged in Research and Development. With 9 respondents 25% came following for Human Resource Management. Sales and Marketing 7 (19. 4%), Manufacturing 5 (13. 9%)IT and Finance & Accounting 2 (5. 60%) 3. What is your job right? Operative Employee33(63. 50%) supervisory program13(25. 28%) Manager5(9. 6%) major(postnominal) Management1(1. 9%) The research inquired to find the nature of jobs of respondents.The research showed that highest number 33 respondents 63. 50% were engaged in operative employee related job responsibilities and this closely followed by 13 respondents 25. 58%. These were followed next by Manager which is 5 (9. 6%) & Senior Management that is 1 (1. 9%). 4. How much satisfied you are from the present organization? Very snug6(11. 5%) Satisfied32(61. 5%) Neutral10(19. 2%) Dissatisfied4(7. 7%) Very Dissatisfied1(1. 9%) The research was directed to find how satisfied the respondents are with their present organization and results shows that Very Satisfied 6 (11. %),Satisfied 32 (61. 5%)Neutral10 (19. 2%),Dissatisfied 4 (7. 7%) Very Dissatisfied1 (1. 9%) 5. About your supervisor / manager An inquiry was made to know what kind of perceptions the employees have about their supervisor and manager. Results indicated the following supervisor Listens to employees demonstrable Agreement44 (8 3. 02%) Neutral7 (13. 21%) Disagreed2 (3. 77%) Supervisor Have knowledge about employees work tyrannical Agreement42 (79. 25%) Neutral8 (15. 09%) Supervisor being fair to employees Disagreed2 (3. 77%) Positive Agreement35 (66. 04%) Neutral16 (30. 19%) Disagreed2 (3. 7%) Supervisor Support personal development Positive Agreement38 (71. 70%) Neutral13 (24. 53%) Disagreed1 (1. 89%) Supervisor has realistic expectation of employee contribution Positive Agreement36 (67. 92%) Neutral13 (24. 53%) Disagreed4 (7. 55%) Supervisor being fair to employees Positive Agreement35 (66. 04%) Neutral16 (30. 19%) Disagreed2 (3. 77%) 6. How much satisfaction you are with you on the whole management? PerceptionVeryGoodNeutral grown Good relationship with your1626111 old geezer brag/supervisors1126151 management abilities parleywith1113245 general management appreciationfrom518228 management coursedevelopment519227 supportfrom supervisoror management An inquiry was made to know whether the employees are fully satisfied with their current management. Results indicated the following Relationship youre with boss Very Good16 (29. 63%) Good26 (48. 15%) Neutral11 (20. 37%) Bosss / Supervisors management abilities Very Good11 (20. 37%) Good26 (48. 15%) Neutral15 (27. 78%) Bad1 (1. 89%) ISSN 2249-0183http//www. internationaljournalssrg. rgPage 32 International Journal of Business Trends and Technology- volume2Issue4- 2012 dialogue with general management Very Good11 (20. 37%) Good13 (24. 07%) Neutral24 (44. 44%) Bad5 (9. 26%) Appreciation from management Very Good5 (9. 26%) Good18 (33. 33%) Neutral22 (40. 74%) Bad8 (14. 81%) Careerdevelopmentsupportfrom supervisor/management Very Good5 (9. 26%) Good19 (35. 19%) Neutral22 (40. 74%) Bad7 (12. 96%) 7. Mark your satisfaction level with your supervisor manager or management for response to suggestions proposed by you?Very Satisfied5 Satisfied29 Neutral13 Dissatisfied4 Very Dissatisfied1 investigation on the satisfaction levels of employees to suggestions they propose to supervisor, manager and the management indicated that satisfaction registered with 29 respondents 55. 8% which is higher than employees expressing neutral with 13 respondents 25. 0% and 5 respondents 9. 6% were very satisfied employees and 4 respondents were dissatisfied employees. In this case, the highest respondents were registered by the satisfactions employees which is very good indication. 8.How much you give rating to your job satisfaction? PerceptionSatisVeryUnVery factoSatisfasatiUnsatisf ryctorysfacactory tory Recognitionfor301183 your hard work Development254186 opportunities available Your pay level as2561111 comparedto alike(p) position in the industry Your performance246203 feedbackfrom management With fibre to job satisfaction in terms of the level of recognition employees 30 respondents 56. 60% were satisfied as against 8 respondents 15. 09% who were not presently satisfied with their work 9.How much satisfied you are with the level of instruction & development received? Whether the levels of training employees receive supports in the development of job treatment was inquired into and the response indicates the following. In respect of initial training and development which employees receive 32 respondents 59. 26% expressed satisfied while 21 respondents 38. 89% expressed dissatisfaction. As regard the ongoing training, 31 respondents 57. 41% expressed satisfied while 22 respondents 40. 74% expressed dissatisfied PerceptionSatisfaVeryUnsatiVery ctorySatisfsfactorUnsatis actoryy millInitialtraining266147 receivedwhen hired Ongoingtraining1911139 necessaryto perform yourjob well Selfdevelopment188187 support Preparationfor1561514 career advancement 10. Knowledge of your job among work force PerceptionStronAgreeAgrNeutral glySomewheeDisagre ate Workforcehas827152 job-relevant knowledge /skills necessary for victorious job completion Information was also sought to find out whether the workforce around the employee has job-relevant knowledge and skills.Results obtained indicated that 35 employees stated in positive cartel and this contrasts with 2 employees who disagreed the workforce is capable of performing precondition tasks. 15 respondents were neutral being unable to agree or disagree to the stated inquiry. 11. Skills Development of employee PerceptionStronglAgreeAgreNeutral ySomewheDisagre ate Opportunitiesare820186 given to get better my skillsforthe job Supervisors/ squad721186 Leaderssupport employees growth Management619207 ISSN 2249-0183http//www. internationaljournalssrg. rgPage 33 International Journal of Business Trends and Technology- volume2Issue4- 2012 imitate efforts to get better training on underperformers in my department Information on whether the workforce is given opportunity to improve their job skills results obtained indicated 28 employees 51. 85% were satisfied with musical arrangement and against this a low number of 6 respondents 11. 11% disagreed to the issue and 18 respondents were unable to confirm their persuasion either positively or negatively. 12. Employee Development Support. 34 respondents 62. 96% positively stated their satisfaction but against these nly 6 respondents 11. 11% expressed their disagreement. While 13 respondents 24. 07% were neutral being unable agree or disagree positively. To the inquiry whether the supervisor / team up leader offer valuable information on how increase productivity. Results obtained indicated that 34 respondents 62. 96% were in strong / somewhat agreement compared to 6 respondents 11. 11% who disagreed that management, supervisor and team leader offer great desired level of support. 13 respondents 24. 07% were unable to voice their convictions either positively or negatively. 13. Use of Right Employee TalentPerceptioStronAgreeAgreeNeutral nglySomewhDisagree at Organizati923174 onuses mytalent in the workplace To the inquiry whether the organization is making use of employees talent an overwhelm ing 32 respondents 60. 38% expressed in positive agreement while only 4 respondents 7. 55% expressed their disagreements implying the employee has various other talents but the management is not allowing him or her to initiate 14. Your Performance Expectation Understanding & Performance Appraisals PerceptionStroAgreeAgrNeutral nglySomeweeDisagree hatIn my most recent726156 performance appraisal,I understood what I had to do to be rated atdifferent performance level (for workout fully successful, Outstanding) The employees are capable to understand performance appraisals which the organization is carrying out every now and then, 33 respondents 61. 11% replied positively that they are able to fully understand what the appraisals demand or expect from them. just now 4 respondents 7. 41% denied that employees are able to understand them and to expect them to offer wholehearted collaborations to other employees.PerceptionStronglyAgreeAgreeNeutral SomewhatDisagree Supervisors/529136 Tea m Leadersin mywork support employee development 5. goal 5. 1 Summary Employee Relationship with the boss had find as Good by 26 respondents 48. 15% as in opposition to only 1 respondent who registered Bad relationship. This report shows that the boss has very good relationship with employee all the issues which headache by the employees directly raise to top management or the boss solve the circumstances and keep a good progress and relationship with employees. 6 respondents 48. 15% were of the belief that Boss / Supervisors management ability as being good and this is a very good sign. It shows that employees totally trusting & regarding decisions of the top management. Communication with the boss / management also registered well with 24 respondents 44. 44% as against only 5 respondents 9. 26% who registered badly in communication. This is a good sign with high good communication between the boss & the employees. Acknowledgment from management was registered well with 23 respond ents 42. 59% which is a good sign.Employees become proud that their efforts are being accepted. They will get more of interest in their jobs & keep trying to do more efforts. Career Development support from Supervisor/Management was also, listed as Good with 24 respondents 44. 45%. 6. Conclusion Study shows that the employee motivation has direct impact on productivity and growth. A highly motivated employee invests his / her best hard work in carrying out each and every aspect of his / her duties and responsibilities. Improved job performances of the employee will add value to the organization itself and to the employees productivity.The experimental results ISSN 2249-0183http//www. internationaljournalssrg. orgPage 34 International Journal of Business Trends and Technology- volume2Issue4- 2012 of this study show that the motivation of the employee has reward to the employee and the organization and the organization will keep the faithfulness of the employee at the high climax. Als o, the employee will trust his /her organization, supervisor and top management. Form these observations of details it is very clear that business organizations can live and grow by taking care of their employees.In the free market economy under todays globalisation only organizations which follow high-performance paying attention on their employees can live and growth promptly and securely. References 1. Motivating and Retaining Top Talent through Employee Engagement http//www. insala. com/Articles/employee-development/motivatingand-retainin-top-talent-through-employee-engagemnet. asp. 2. Motivation as tool to improve productivity on the construction site. http//www. cib2007. com/papers/CIDB2008%20 Final%20paper%20No 2024a. pdf. 3. The Influence of Employee Involvement on Productivity A Review of Research- June 2000. http//www. hrsdc. gc. ca/en/cs/sp/hrsd/prc/publica tions/research/2000- 002584/page03. shtml. 4. 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