Impact of Employee Motivation on Performance

outside(a) Journal of Business Trends and Technology- volume2Issue4- 2012 Impact of Employee motive on Per skeletal frameance (Productivity) In Private Organization 1Nupur Chaudhary, 2Dr. Bharti Sharma, 1 inquiry Scholar, Suresh Gyan Vihar University, Jaipur, 2Associate Professor, St. Wilfred. College, Jaipur, Abstract Doing Business only over the world is rattling repugn. Corporate proceeding and revenue result be ch all(prenominal)enge by Internal and external operating environs factors.To pass in profitable air in the highly challenging and competitory global market economy, all the factor of Employee Retention & w atomic number 18 machine, materials & men, should be managed in a impressive way Among the factors of production the humane imaginativeness constitutes the biggest challenge because unlike former(a) inputs employee focussing calls for accomplished discussion of thoughts, feelings & emotions to protect highest productivity.High productivity is a l ong-term benefits of Employee call for Motivated employee is a valuable asset which delivers huge value to the Organization in maintaining and alter its commercial enterprise and revenue ingathering. The attached project paper studies Impact of employee indigence on performance (Productivity) in private ecesis. Keywords need, Productivity, Employee satisfaction, Working Environment, Employee Performance 1. opening 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 imagination constitutes the biggest challenge because unlike new(prenominal) inputs employee charge calls for accomplished handling of t houghts, feelings & emotions to protected highest productivity. High productivity is a long-term benefit of Employee motivation. 1. 2 seek Problems Employees management guide to a competitive benefit in the form of more motivate die push back by extension improved available & business performance. The query problem question to be answer in this research is to define the major factors that motivate employs in diverse companies and to check into if there is any particular government purpose that depends on organisational inimitability employee behavior. 1. 3 Objectives of the investigate study Identify the factors that encourage supreme motivational behavior among employees is the Objective of this research.This in turn would develop customer service, expeditious time management in each system. 1. 4 Limitation of the Research Study Research study do-nothing be briefly state the limitation in keep abreasting points Title of the questionnaire closely demand so that the r espondents thought that they should be precious by the motivation system earlier than filling the questionnaires. The length of the questionnaire close to 14 questions. The collective respondents get out be analyzed and the results of the questionnaire give be documented 1. 5 Definition of scathe a.Motivation Motivation is the word derived from the word motive which means need, desires, wants or drives within the soulfulnesss. It is the process of inspiring large number to actions to achieve the marks. In the work goal background the psychological factors motivating the peoples behavior brook be- Job-gratification effect Term Work, etc Need for Money Respect One of the more or less important functions of management is to relieve oneself enthusiasm amongst the employees to execute in the dress hat of their abilities. Therefore the role of a leader is to arouse business in presentation of employees in their statement of works.The process of motivation consist s of three stages- 1. A matte up need or oblige 2. A incentive in which unavoidably take away to be arouse 3. When needs argon quenched, the satisfaction 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 argon happy and conform to and pleasing their desires & needs at work. Many measures guide that employee satisfaction is a factor in employee motivation, employee goal. ISSN 2249-0183http//www. internationaljournalssrg. orgPage 29 supranational Journal of Business Trends and Technology- volume2Issue4- 2012 Achievement and positive employee confidence in the workplace. Employee satisfaction, while normally a positive in your organization, can also be a disappointment if unexceptional employees continue because they atomic number 18 contented with your work environment. c. Employee Performance The activity of performance of doing manythi ng fruitfully by familiarity as famous from 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 another group of people . Productivity Productivity is that which people can produce with the smallest amount effort Productivity is a ratio to take care how well an organization or single(a), attention, country converts input belongings, labor, materials, machines etc. into redeeming(prenominal)s and function e. Working Environment Stresses, influences, and competitive, situation, civilizing, demographic, profitable, usual, political, regulatory, and environmental factors that effect the survival, operations, and growth of an organization. We have a tendency, however, to hear active healthy work environments.A work environment does not require a crease. It requires that work has to be done in some place. These can also be considered work environments. 2. LITERATURE REVIEW 2. 1 Motivat ion 1. breakment 2. Promotion 3. Benefits 4. Recognition What Is Employee Motivation? Motivations are an employees intrinsic enthusiasm about and drive to accomplish activities related to work. Motivation is that interior drive that causes a person to decide to take action. An individuals motivation is influenced by biological, intellectual, social & emotional factors.Motivation is a sundry(a) 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 reveals motivating. By victimization intrinsic satisfaction & extrinsic factor organization can beatify 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. virtually time employers fail to figure the importance of motivation in accompl ishing their mission and vision.Even when they get word the significance of motivation, they privation the skill and k straightledge to provide a work environment that fosters employee motivation. hither are thoughts about encouraging and inspiring employee motivation at work. Factors to push Motivation. watchfulness and leadership actions that allow employees, Believe about your employees strengths Inquire employees what they want Teach employees to measure their own success. crystal short communication about factors important to employees, Treating employees with respect, Providing regular employee respect, ? Feedback and prep from managers and leaders, Industry-average benefits and recompense, Carry an idea notebook relieve 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. either facilities organizational lead go to waste in lack of make people to utilize these facilities efficiently. Every superior in the organization must(prenominal) motivate its subordinates for the rectify types of behavior.The presentation of human creations in ISSN 2249-0183http//www. internationaljournalssrg. orgPage 30 worldwide 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 hands of management in exciting the custody. Motivation increases the willingness of the workers to work, thus increasing effectiveness of the organization. trump utilization of elections Reduction in Labor Problems Sizeable increase in production and productivity ? Basis of Cooperation. Better Image -. The human resource manager purpose should be to help the general manager in keeping the employees live up to with their moving ins. One more goal in organization is the goal for the services manager is to develop motivated employees and documentation their morale regarding their respective works. The performance will be poor if the employee is not convenient & happy. Workplace dissatisfaction frequently leads organization and its employees poor performance. The Effect of Motivation on Employee ProductivityMotivated employees are inclined to be more productive than non-motivated employees. some businesses make some pains to motivate workers besides this is normally easier say than done. Employees are all individuals with antithetic 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 ingenuous, on the other hand motivated employee will motivate other employees in office. 2. Decision-making and practical first momentsIt is important to engage employees in the decisi on-making process, but create realistic expectations in the process. 3. Job Description, Work Environment and Flexibility Employee doing the right hypothecate 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 requirement to maintain a high aim 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 larger salaries to retain and draw the best workers and keep them happy and motivated to be works for you, are more difficult. . 5. Company Culture Creating a positive and employee-friendly company close is a great motivational tool. 3. RESEARCH METHODOLOGY 3. 1 Research Design This is a descriptive . In this research we have ample data on the 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 workings in various departments with different job responsibilities and organization position. 3. 3 Instrument procedured come can be defined as a method of primary data gathering in which information is collected by email & analyzed. 3. 4 surpass 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 much research, data accruement use 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 battle array & ANALYSIS 4. 1 Introduction The data for the research has been collected using internet questionnair e. 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 directed 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? pay and report2(5. 60%)ISSN 22 49-0183http//www. internationaljournalssrg. orgPage 31 International Journal of Business Trends and Technology- volume2Issue4- 2012 wisdomsAgrSome indifferent(p)Disagre potentlyeewhate hold up supervisory program listens20247(13. 2123. 77%) to me%) supervisoris knowledgeable about my work172583 supervisor is fair1223162 supervisor nurtures personal instruction1127131 supervisorhas down-to-earth expectations1026134 about my work Human resource Management925% Information Technology2(5. 60%) Manufacturing5(13. 9%)Research and Development1130. 6% Sales and merchandising7(19. 4%) Other (please specify)17 Regarding the inquiry on the temperament of work performed by the respondents, a highest number of 11 respondents 30. 6% were intermeshed in Research and Development. With 9 respondents 25% came conterminous 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 responsibility? Operative E mployee33(63. 50%) executive program13(25. 28%) Manager5(9. 6%) Senior Management1(1. 9%) The research inquired to find the spirit of jobs of respondents.The research showed that highest number 33 respondents 63. 50% were engaged in in operation(predicate) 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? rattling well-provided6(11. 5%) Satisfied32(61. 5%) torpid10(19. 2%) dissatisfied4(7. 7%) very(prenominal) 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%)achromatic10 (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 Positive pledge44 (83. 02%) Neutral7 (13. 21%) dissentd2 (3. 77%) Supervisor Have knowledge about employees work Positive 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 instruction 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? informationVery rightNeutral noxious technical relationship with your1626111 headman gaffer/supervisors1126151 management abilities intercoursewith1113245 general management understandingfrom518 228 management Careerdevelopment519227 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 earnest16 (29. 63%) frank26 (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 intercourse 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 propo sed 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 similar position in the industry Your performance246203 feedbackfrom management With interview 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 training & development gather upd? Whether the levels of training employees receive supports in the development of job word was inquired into and the response indicates the following. In respect of initial training and development which employees receive 32 respondents 59. 26% denotative 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 actoryyfactoryInitialtraining266147 receivedwhen hired Ongoingtraining1911139 necessaryto perform yourjob well Selfdevelopment188187 support Preparationfor1561514 locomote advancement 10. Knowledge of your job among work force PerceptionStronAgreeAgrNeutral glySomewheeDisagre ate Workforcehas827152 job-relevant knowledge /skills necessary forsuccessful job period 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 bargain and this contrasts with 2 employees who disagreed the workforce is capable of performing given 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 break in my skillsforthe job Supervisors/Team721186 leadershipsupport employees growth Management619207 ISSN 2249-0183http//www. internationaljournalssrg. rgPage 33 International Journal of Business Trends and Technology- volume2Issue4- 2012 imitate efforts to get remedy training on underperformers in my department Information on whether the workforce is given opportunity to improve their job skills results obtained indicated 28 em ployees 51. 85% were satisfied with agreement and against this a low number of 6 respondents 11. 11% disagreed to the put under and 18 respondents were unable to confirm their opinion 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 / group 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 Organizati923 174 onuses my endowment fund in the workplace To the inquiry whether the organization is making use of employees talent an overwhelming 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 example 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. Only 4 respondents 7. 41% denied that employees are able to understand them and to expect them to of fer wholehearted collaborations to other employees.PerceptionStronglyAgreeAgreeNeutral SomewhatDisagree Supervisors/529136 Team Leadersin mywork support employee development 5. Conclusion 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 concern by the employees promptly raise to top management or the boss solve the peck 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 hi gh good communication between the boss & the employees. honorable mention from management was registered well with 23 respondents 42. 59% which is a good sign.Employees conk 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. Also, 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 globalization only organizations which follow high-performance paying attention on their employees can live and growth quickly 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/pr c/publica tions/research/2000- 002584/page03. shtml. 4. 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