INTRODUCTIONOUTLINE OF THE PROJECT: The only way to get people to like working hard is to motivate them. Today, people must understand why they're working hard. Every individual in an organization is motivated by something differ. There are many employee motivation definitions. Personally I like this simple one: Employee motivation is a reflection of the level of energy, commitment, and creativity that a company's workers bring to their jobs. Motivation: Everyone needs to be motivated in order to succeed in life. Employee motivation is an important concept in an organisation, when workers are motivated in an organisation their productivity raises and therefore the organisation realises various advantages associated with the rise in labour productivity. Purpose of employee motivation: Job security Personal loyalty to employee Interesting work Good working condition Tactful discipline Promoting and growth in the organization Motivation and employee performance Employee regarding motivation Confidence and motivation Manager ability Skill and motivation Job security: Job security is the probability that an individual will keep his or her job; a job with a high level of job security is such that a person with the job would have a small chance of becoming unemployed. Personal factors such as education, work experience, job functional area, work industry, work location, etc., play an important role in determining the need for an individual's services, and impacts their personal job security.

Personal loyalty to employee: The people who work in the criminal justice workplace, sometimes exhibit a personal loyalty syndrome. The personal loyalty syndrome is identified when certain individuals give an unwarranted amount of personal loyalty their supervisors. This would not be such a "bad thing" except that sometimes the supervisor does not, in any way, qualify for such loyalty. Another, disturbing difficulty is that loyalty may also violate constitutional provisions, legal mandates, or even the public good. this personal loyalty is not written into any Standard Operating Procedures or internal rules. Nevertheless, criminal justice practitioners are invariably taught that issues of loyalty at the workplace are so important that a person cannot survive without personal loyalty to superiors. Employees are constantly issued reminders that their very career depends on this high degree of personal loyalty---no matter what the contraindications. Interesting work : 1. Almost all employees want to do interesting work, secure a good salary and earn recognition for their contributions. But motivating employees takes more than money and an occasional thank-you. It requires a strategy tailored to each workers needs. 2. Consider each employees age and life stage. There are exceptions to every generalization, of course, but workers nearing the end of their careers are often less focused on the next promotion than those who are just starting to climb the corporate ladder. Younger workers may also be less accustomed than older ones to waiting patiently in a job they dont find interesting. 3. Match motivators to the company or department culture. Again, there are exceptions, but engineers are likely to be motivated by working on cutting-edge projects. On the other hand, sales professionals tend to use money as a way to measure how well theyre doing. 4. Pinpoint each employees personality. Some people love public praise; others are mortified by it and would much prefer a sincere, in-person thank-you. Make sure you take this into account if you are planning a ceremony to give awards or other recognition. Good working condition: Investigators from the Fair Labour Association, who are checking working conditions at Samsung , as well as seven other Chinese companies in Apple's supply chain, report that everything seems in good order at first glance. Concerned about soaring health care costs, many companies see fitness as a way to control costs. And while wellness programs cost money, several studies suggest investing on preventative...

Promoting and growth in the organization: More talented workers are usually more productive higher up in organisational hierarchies. Promotions assign workers to jobs better suiting their abilities and quickly move up talented workers (Gibbons 1997). These are other purposes of promotions. They can be used to reward past employee efforts, promote investments in specific human capital and lower job turnover. Motivation and employee performance: Motivation is the combination of a person's desire and energy directed at achieving a goal. It is the cause of action. Influencing people's motivation means getting then to want to do what you know must be done (Military Leadership, 1993). Employee regarding motivation: According to the respondents view regarding motivation majority agreed that motivation and job satisfaction was a way to achieve staff loyalty, motivation and job satisfaction. Confidence and motivation: Confidence is the perception of ones abilities to succeed in the fulfilment of the specified outcome. Both are related to the same outcome. However, and this is a critical distinction, even though both are directed at a future outcome, confidence is generated from past experience and motivation is generated from anticipation of a future result. Manager ability: Today, more than ever before, work is being conducted by groups. The implication, at an individual level is certainly that we need to become as effective as possible in working with others. Taken at the group level though, are thoughts that the success of any group is dependent upon the ability of its individual members to work cohesively and collaboratively.

NEED FOR THE STUDY The needs for the study are given below such as follows.

To study and know the employee motivation scenario in Anglo French Textiles Limited. To know the employees satisfied level with the motivation factors undertaken by the company. To identify how the organization motivates the employees. To measure the level of performance before and after motivation to find out the improvement factors for motivating the employees.

OBJECTIVES OF THE STUDY PRIMARY OBJECTIVE: To study on employee motivation in Samsung Mobiles Ltd. SECONDARY OBJECTIVE: To study the effect of monetary and non-monetary benefits provided by the Organization on the employees performance. To study the effect of job promotions on employees. To learn the employees satisfaction on the interpersonal relationship exists in the Organization. To provide the practical suggestion for the improvement of organizations Performance. To indentify the various motivation factors and find suitable one. To give suggestion to improve employee motivation in this organization.

SCOPE OF THE STUDY The important of study employees motivation is understand the internal satisfaction in the minds of every employee. This study helps to know some employees satisfaction level. the finding of the study helps the company to implement the expectations from the employees. The study helps the company to know whether the motivation undertaken are strongly accepted and also to know the lacking in the employee motivation.

LIMITATION OF THE STUDY

The researcher found difficulty in distributing the questioner and getting filled due to different shift timing. The duration of the project was limited and hence the researcher cannot go in depth into study. The study only based on employee side. It is not covering the staffs.

REWIEW OF LITERATURE Employee Motivation-The 8 Basics By Martin Hawort Building a team of motivated people in your business is vital to get the very best results, but so many managers focus on the 'ra-ra-ra', rather than the important things - the things that make people feel comfortable in their working environment. Here are eight that you might want to have a think about: The Weather, Is it too hot, or too cold. Your people need an environment which is, like Goldilocks said, 'Just right'. So is the office too stuffy in summer? Or too icy in winter? Is it draughty? Do people get wet when accepting deliveries, because the outside roof leaks? Literally make sure that external factors are as they wish. The Breaks: Sometimes working in a day-to-day job can get boring and exhausting. So people need to know when their breaks are and that they wil be able to take them - it's not that complicated. Yet often, they just aren't able to have this basic courtesy in place. Planning and caring for your people's needs is vital. It's what you would want for yourself, isn't it? Holidays: And vacations/holidays are important too - some would say it's the most important thing on the working year calendar. So enable this to happen, when they need to know, so that they can plan their invaluable time away from the business and refresh. Being Heard: You people need you to listen to then and hear them - really hear what they are saying and respond with action and/or acknowledgement. Be out there creating good, open relationships with your people and take in what they say - what's important to them - and deliver solutions to make conditions great. Achievable Goals: By being really, really clear about what you expect from your employees, you will set the scene for committed staff. Through knowing exactly what their performance should look like to be judged excellent, by you, gets buy-in, big-time. So be clear, give them the resources to achieve success and they will be well onside.

Being Thanked: As they do a good job for you each day - tell them. It's easy - just say 'Thank You'! Appreciation for achieving success, especially when it's from the boss is so important. So recognising excellent performance, even for small tasks, cost nothing and takes but a moment - worth building into your day job activities - every day! Challenge: People like to do new things, to explore, to seek out and utilise their potential, Sometimes this means they will have to be 'stretched' in what they do. With a helping hand, to support, coach and grow the skills of your people, you are setting in place a keen, ambitious and ready-for-the-next-experience star in the making. So find new ways to develop them. Security:

In today's business climate, it isn't always easy to build the best future consistently things change too much, too quickly. But you can go some way to ensure that it is a safe place to be. With this level of security, your people will loosen up and feel capable of being with you, rather than against. It is a measure of your own leadership as to how well this works. MOTIVATION THEORIES Traditional theory 'X' This can best be ascribed to Sigmund Freud who was no lover of people, and was far from being optimistic. Theory X assumes that people are lazy; they hate work to the extent that they avoid it; they have no ambition, take no initiative and avoid taking any responsibility; all they want is security, and to get them to do any work, they must be rewarded, coerced, intimidated and punished. This is the so-called 'stick and carrot' philosophy of management. If this theory were valid, managers will have to constantly police their staff, whom they cannot trust and who will refuse to cooperate. In such an oppressive and frustrating atmosphere, both for the manager and the managed, there is no possibility of any achievement or any creative work. But fortunately, as we know, this is not the case. 1. Employees inherently dislike work and whenever possible will attempt to avoid it. 2. Since employees dislike work, they must be coerced, controlled, or threatened with punishments. 3. Employees will avoid responsibilities and seek formal direction whenever possible. 4. Most workers place security about all other factors associated with work and will Display little ambition.

Theory 'Y' - Douglas McGregor This is in sharp contrast to theory 'X'. McGregor believed that people want to learn and that work is their natural activity to the extent that they develop self-discipline and selfdevelopment. They see their reward not so much in cash payments as in the freedom to do difficult and challenging work by themselves. The managers job is to 'dovetail' the human wish for self-development into the organizations need for maximum productive efficiency. The basic objectives of both are therefore met and with imagination and sincerity, the enormous potential can be tapped. Does it sound too good to be true? It could be construed, by some, that Theory 'Y' management is soft and slack. This is not true and the proof is in the 'pudding', for it has already proved its worth in the USA and elsewhere. For best results, the persons must be carefully selected to form a homogeneous group. A good leader of such a group may conveniently 'absent' from group meetings so they can discuss the matters freely and help select and 'groom' a new leader. The leader does no longer hanker after power, lets people develop freely, and may even (it is hoped) enjoy watching the development and actualization of people, as if, by themselves. Everyone and most of all the organization, gains as a result. 1. Employees can view work as being as natural as rest or play. 2. People will exercise self-direction and self-control if they are committed to the objectives. 3. The average person can learn to accept even seek responsibility. 4. The ability to make innovative decisions is widely dispersed throughout the Population and is not the sole province of those in management positions.

3. HERZBERG TWO FACTOR THEORY: According to Hertzberg, man has two different: categories of needs, which are essentially independent of each other and affect behaviour in different ways. When people feel happy about their job, there an extra-in job, and also it increase the job satisfaction. Fredrick Hertzberg two factor theories concludes that certain factors in the work place result in job satisfaction, while others do not, but if absent lead to dissatisfaction.

Hygiene Factors: Wages Salary Company policies Interpersonal Relation with Peers Job Security Supervisors Technical Hygiene factors present dissatisfaction in the organization. According to him, hygiene factors are very necessary to maintain the human resources of an organization. Motivational Factors: Job itself Recognition Achievement Responsibility Growth and Advancement These factors are interrelated and are positively related to motivation. According To Hertzberg job promotions, higher responsibilities, participation in central decision making are all signals of growth and advancement of employee in the organization. NEWS PAPER REVIEW Sunday, 17 December 2006 The Ins and Outs on Motivation when you're Mad

Motivation comes in many different forms. Motivation is the reason why people do what they do. Without motivation, many chores and tasks would be difficult to accomplish or achieve. Some people may be motivated from within and outside sources to aid them in achieve their goals will not be needed. For others, things like rewards, praise and benefits are the reasons why they are motivated in the first place. Anger is one emotion that can also aid people in becoming more motivated when it is in a positive way. . For many people, getting mad is the start of motivation. For example, if you are on a diet and gain weight instead of losing, you feel angry. This anger can often motivate you to try harder and work more to accomplish your goals. If you failed to get a job you really wanted, you may feel angry enough to do something about it, such as getting a better education. Anger can be either good or bad for motivation.

When someone is motivated to make changes or to do something because he or she is mad, it can cause drastic changes. Everyone experiences anger in their home lives, at work, and even on the roads driving in the car. When you are able to understand your anger and the anger of others, you may be able to channel that anger into something positive. Anger is a powerful emotion and with that energy, you can use it productively. It could even be possible to help motivate others when theareanger. . With the right focus and energy, it is possible to use anger to handle conflict productively, recognize what angers you and why and use that for motivation. Anger can make it very difficult for people to stay happy. It can also make marriages and family life miserable. When people harbour anger, it can destroy every kind of relationship in a person's life. In addition, anger leads to stress. When you have learned to turn that anger into beneficial motivation, you can break the The first step in turning your anger into positive motivation, it is important to understand why you are angry. When you understand the source of your anger you can turn that into positive energy. For example, if you are angry because you cannot lose five pounds, you can use that to motivate yourself into trying harder, eating right or even exercising more. Anger alone will not help you process information efficiently. It will also prevent you from realizing the real reason why you are mad. As soon as you understand that, you can work to make a difference in your own. The next step in turning your emotions into motivation is to stay focused. You will need to remember why you feel upset and set goals to help you achieve your goals. When people use their anger as positive motivation, they also need to remember what their initials goals are. This is especially important when tackling a long-term goal such as cleaning out a house or when you want to stop smoking. It is often beneficial to make a list of goals and keep them handy when you are feeling frustrated. Marking off your small achievements on your list can help you actually see what you have accomplished over a period of time. Many goals will take a long time to accomplish so it is important to not become frustrated and take your time when you feel motivated. One thing to remember when you are angry is to use your energy for positive motivation. It best to stop and think about any decision you will make when you are mad. Many bad choices are made when people feel upset or angry. The goal to using your anger as motivation is to find positive ways to channel that energy. When people become angry and act on the spur of the Motivation comes in many forms and when you feel strong emotions, you can often motivate yourself.

Written by Chrissy S. Sunday, 29 October 2006 Five Simple Techniques to Keep You Motivated to Achieve Your Dream

Everyone sets goals for themselves. Every person has dreams, perhaps to get in shape, earn more income, spend more time with the family, or go on a big vacation. Dreams and goals are an aspect of every person's life. Without them, we would have nothing to look forward to, and have no motivation. There are ways to help keep yourself motivated to achieve your dreams,

Motivation is why we do what we do. It is what keeps us working at accomplishing tasks in order to reach our goals and it prompts us daily to work towards that destination. Each person is motivated for different reasons, even if they have the same goal in sight. For people who are intrinsically motivated, they have the power from within to make changes and work towards their goals. They do not rely on outside forces to help them achieve their dreams. Others are motivated by extrinsic reasons. These are people who look to outside forces for the motivation to help them achieve their goals. It could be money, praise or other rewards. Most people are motivated by a combination of the two. The way to accomplish your goals is to find what motivates you and use

The first technique needed to make your dreams come true is to set goals for yourself. If you jot down the steps you feel are needed to achieve the end result, it will be easier for you to take those steps one at a time. Visualize your goal through writing or by pictures. If you want to lose weight, use a journal to write down each step you will take every day to bring about that result. Find a picture of an outfit or a bathing suit you want to be able to get into, and mentally picture yourself in it. This technique can be used to accomplish even smaller goals, such as cleaning out a closet. Write down the steps you need to take and cross one or two small steps off your list every day. Find a picture of the way your want your closet to look when you are finished and hang it where you can't miss it. Visualizing your goal will keep your mind clearly focused on what you want to accomplish and will help keep you motivated without bogging you down.

Next, enlist the support of others to help you fulfil your dreams. Tell everyone around you what you want to achieve and surround yourself with positive people that can encourage you every day to reach your goal. If you want to quit smoking, talk to others that have successfully done so, and they can help you through the roughest times. Stay away from those that can pull you down, or encourage Another technique you can call on in order to accomplish your goals is to reward yourself. A reward down the line can rev up almost anyone's motivation to work on a task. When you have cleaned out that closet, reward yourself by buying a nice storage system for the closet.

You can also help others as a reward. Once you've lost weight, give those clothes you won't be using to a shelter. Or, when you finally stop smoking, use that money you would have bought cigarettes with, and start a savings account for your kids. You will feel motivated by rewarding yourself and others and know that you have helped yourself and those around you in the process.

You can also help yourself achieve your goals by setting up a timetable for accomplishing the necessary tasks along the way. For long-term goals, you may not be able to accomplish them quickly. Some achievements take weeks or months. Give yourself a realistic time frame to accomplish the necessary steps to your goal, and work a little each day toward the end result. Mark off every step on your calendar that brings you closer to your goal so you can monitor your accomplishments. Finally, when you are working hard to accomplish your dreams, you can stay motivated by keeping your expectations realistic. Accept the fact that you are bound to have a few setbacks and try not to worry about a few bumps in the road. Achieving your goals can be difficult, and if you get frustrated with setbacks, you are more likely to give up. Instead of doing that, give yourself a break, literally. Promise yourself you'll get back to working on your goals and do not beat yourself up if you have one bad day. Stay motivated and just vow to pick up the pieces and start all over again the next day.

BOOK REVIEW Written by Shelly B. Friday, 15 September 2006 The success of your company depends on the people who work for you. By working hard and exhibiting all their talents, your employees play a critical part in keeping your customers satisfied. This is where employee motivation is critical. It is the boss's responsibility to motivate employees which in turn will allow them an overall better outlook on their job and will encourage them to strive to do their jobs to the best of their ability.

One of the hardest and most important things that a employer can do is to hang on to good employees, not just manage them. Motivation is a key aspect in keeping employees happy and to creating a positive work environment. The ways to motivate your employees will differ depending on who you ask, there are so many viewpoints that are all different and the majority of the answers are right ones. A manager should realize the there are many ways that one can be motivated and be open to suggestions about how to do this. Considering each person is different, it makes sense that the ways in which a person is motivated will differ also. One mistake that is commonly made when trying to broaden employee motivation is to over-do it. Do not distribute unearned praise to employees since this can prompt other employees to feel negatively about their own performance.

Many may believe that motivation is a matter of giving gifts or verbal praise. Some may even think that a raise is a way of motivating employees. While these things are important, there is much more to motivation. There are several ways to motivate an employee that are genuine and deserved. Giving an employee a pat on the back, or mentioning their achievements in a memo or letter are good ways to motivate. The key is to know your employees well enough to give them what they really yearn for. It could be time off, a vacation, a raise, or even just some simple praise. Ultimately, these types of motivation will result in a better quality of work from your employees as well as a better working relationship between you both. Not to mention a better outlook on the job through the eyes of the employee himself. All of these things will also lead to better customer relationships, since a happy employee tends to make a customer feel more welcome and appreciated. This will lead to higher sales, which is the ultimate goal in any business

A person can benefit from motivation in so many ways. Motivation will assist to achieve personal goals or possibly goals set by you, the manager. There are times when goals can appear unattainable. This is when the right employee motivation tactic can make all the difference since it is likely to give the employee that extra boost of confidence. This will also help them to push Gaining a more decisive outlook on the task or job is a direct outcome of the right employee motivation happy as well. This sounds like an easy thing to do, however when your employees are not happy, it shows. Motivating employees to see the good in the work that they do everyday and to see how they are helping someone is a great way to make your employees and your customers gain a positive perspective of your business. If your company is stuck in a "rut" it may be time for a change. Perhaps a change in the scenery or a change in the way the entire company is run. Who will have better ideas on how to achieve this than the people who work there everyday? Asking employees for their input is another way to motivate employees. The power to change is a hard thing to grasp, however with the right motivation; your employees will likely become Motivating employees builds self esteem. Self esteem is crucial to the productivity of your employees. You want employees who believe in themselves and the power to do great things for your company. By handing down some well deserved motivation, you will increase self esteem in your employees and at the same time be making an important move for the betterment of your company.

With the right motivation employees will become more likely to motivate and help others. They will learn to manage their own development within the company. This will result in less work for What are some common reasons why we fail to motivate our employees? There are times when motivation is needed but merely isn't given. This can be the result of management whom is not aware of the power of motivation, or even due to mangers who simply.

Often times we can not control the area in which we work, however inadequate equipment to complete a job creates a serious lack of motivation by employees. Just like you delight in coming home to an inviting, clean, warm home, your employees want to come to a clean, inviting office. Updating equipment and creating an atmosphere in which your employees can thrive is an excellent way to motivate them, however it is one of the most commonly over looked ways to motivate. Try to motivate your employees for only a short period. I am sure that you will see results that you have only dreamed of.