motivation maslow needs theory

8/12/2019 Motivation Maslow Needs Theory

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Index

PROJECT SYNOPSIS......................................................................4

HYPOTHESIS...........................................................................................5

STUDY METHODOLOGY................................................................6

COMPANY INFORMATION..............................................................7

EVALUATION PRPOCESS...............................................................8

MOTIVATION QUESTIONNAIRE.....................................................9

ANALYSIS OF DATA.....................................................................11

CONCLUSION..............................................................................17

RECOMONDATIONS....................................................................18

BIBLIOGRAPHY/REFERENCES...................................................19


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actualization stage The aim of the study conducted was to find out

if these employees are more aware about the concept of self-

actualization, and if they are more committed to achieve the

maximum potential in their lives. Also an attempt was made to findout if the jobs offer the scope for self-actualization or self-

actualization is sought elsewhere.

STUDY METHODOLOGY

The study was conducted in the following stages:

1.The first stage involved a study atMahanagar Telephone Nigam

Limited, Thane.Information was gathered about HR practices

towards increasing employee Motivation, which are currently

practiced in the company.

2.The second stage involved preparing a questionnaire to analyze

whether the employee opinion about the existing system.

3.Data from questionnaires was formulated and analyzed.

The questionnaire asked the employees to rate the importance of

their personal motivational factors such as pay, growth, etc. and

factors which demotivated them on the job out of pay, future

growth, and the repetitiveness of the tasks. They were also asked torate the role these factors played when they chose this career, to

understand their motivation before they entered the field. The

questionnaire also had questions about their total work experience


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to try to gauge for how long they had been performing similar tasks

to see if this had dampened their enthusiasm for the job.

The questionnaire was designed with the specific objective in mind,

and avoided open-ended questions to make it simpler to understand

and fill up and analyze. I decided to prepare a close-ended

questionnaire to make it quicker and easier to fill up for the

employees so as not to take up too much of their time. The data

collected would also be easier to analyze as it would be totally

objective.I started with briefing the employees about my project and

taking their suggestions about what methodology I should use. This

helped me to get honest and ample response from them.

COMPANY INFORMATION

Mahanagar Telephone Nigam Limited(MTNL) is anIndian Governmentownedtelephoneserviceprovider in the cities of Mumbai,Thane,New Delhi, and Navi Mumbaiin India. The compan was

amonopoluntil !""#, when the telecom sector was opened to other service providers. MTNL is one of

the lar$est service providers in Indiawith annual turnover of Rs.4883 Crores. It

serves 10.96 Lakh consumers in Maharashtra State with a

committed pool of over 25000 employees.

Mission Statement

1.We, as professional company, rededicate ourselves to serve all

our customers by extending reliable and quality power supply

at reasonable and competitive tariffs so as to boost

agricultural, industrial and overall economic development ofMaharashtra.

2.We commit to Honesty, Integrity and Transparency in actions

to achieve higher standards of Consumers Satisfaction.
http://en.wikipedia.org/wiki/Indian_Governmenthttp://en.wikipedia.org/wiki/Indian_Governmenthttp://en.wikipedia.org/wiki/Telephonehttp://en.wikipedia.org/wiki/Telephonehttp://en.wikipedia.org/wiki/Telephonehttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Thanehttp://en.wikipedia.org/wiki/Thanehttp://en.wikipedia.org/wiki/New_Delhihttp://en.wikipedia.org/wiki/Navi_Mumbaihttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Monopolyhttp://en.wikipedia.org/wiki/Monopolyhttp://en.wikipedia.org/wiki/Indian_Governmenthttp://en.wikipedia.org/wiki/Telephonehttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Thanehttp://en.wikipedia.org/wiki/New_Delhihttp://en.wikipedia.org/wiki/Navi_Mumbaihttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Monopoly


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3.We aim at achieving technological excellence and financial

turnaround for the overall benefit of the customers.

4.We will strive hard for system improvement and stress upon

preventive maintenance.

5.We will ruthlessly curb the theft of electricity.

Customer profile is as follows:

Sr NoCategory of consumers As on 31.03.2009

(in Lakh)

1 Domestic 39.86

2 Commercial 4.35

3 Industrial 1.12

4 Others 0.5

Total 44.69

EVALUATION PRPOCESS

Forming the questionnaire:

The questionnaire was so designed to first find out the satisfaction

levels of the employees first and an attempt was made to classify the

reasons of satisfaction/dissatisfaction on basis of Maslows

pyramid. Questions included also tried to gauge the utilization of

employee potential, their level of present responsibility and whether

they could handle more than the present level. An attempt was


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made to find out whether employees devoted their leisure to any

hobbies, which might give them scope for channelizing their

creativity and express themselves.

The important question addressed was whether employees were

willing to leave their jobs if their basic needs were satisfied. This

was to find out if they did introspection as to what they wanted to

do in life, or were happy with the present scheme of things. Many a

times, a job is undertaken for money/position/socialization sake,

and most of the youth is wasted by doing jobs which they dont like,

only to realize at the time of retirement that there is a lot which one

could have done.

I took suggestions from companys HR Manager from time to time to

modify the questionnaire and overall project.

MOTIVATION QUESTIONNAIRE

Name of Employee: _____________________

Designation: _____________________________

Department: ________________________


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Date of Joining: _______________

Educational Qualification : ______________

1. Is motivation critical factor in company growth?

Yes No Cant say

2. What really motivates you?

Promotion Salary Job Satisfaction

3. What kind of energy level you carry while working?

High Medium Low

4. What obstacles stop you performing the best work?

Work environment Work load Salary

5. Do you find fear of failure while working?

Yes No

6. Do you find personal growth in your company?

Yes No


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7. Are employee goals and company goals aligned?

Yes No

8. How do you feel about company you are working for?

Good Average Poor

9. How involved are employees in company development?

Fully Partly Rarely

10. Do you think your work allows you to stretch your skills

and talents to higher levels?

Full Satisfactory Poor


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ANALYSIS OF DATA

Educational Profile of Employee Surveyed

Work Experience wise break-up of Employees Surveyed


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1. Motivation as Critical Factor in Industry Growth

Yes -18 No - 0 Cant say - 2

2. Factor that motivates most

Promotion 5 Salary 5 Job Satisfaction - 10


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3. Energy level during work

High - 8 Medium - 7 Low - 5

4. Obstacles causing problems


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Work Environment 12 Work Load - 2 Salary - 5

5. Fear of Failure

Yes - 18 No 2


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6. Personal Growth in company

Yes 17 No - 3

7. Are employee Goals and company goals are aligned?

Yes - 15 No 5


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8. Feeling about company

Good - 9 Average 8 Poor 3

9. Employee involved in company development

Fully 6 Partly - 11 Rarely - 3


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10. Extent of use of ones skills and abilities

Full - 2 Satisfactory- 11 Poor 5

CONCLUSION

The aim of the study conducted was to find out the level of self-

actualization among different age groups. Prima facie, it is apparent

that education level and type of job determine whether an individual

will reach the self-actualization stage. However it would be wrong to

conclude that individuals with lower education level will never reach

that stage or every individual with higher education will necessarily

be a self- actualizing individual.

Above study related to motivation reveals that it is one of the

critical factors in the industry. Job satisfaction is the factor


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employees are more concern about but salary has given almost

equal importance. Survey finds less fear of failure in employees and

high energy level to do work. Work environment can be main

obstacle for motivation. From the above data it is clear that theycan see personal growth in company. Also company is feel good

factor for employees but they still feel that employees are involved

partly in company development.

RECCOMENDATIONS

1.Company should work on Improving working environment

consulting employees about changes to be implemented.

2.Same importance should be given to job profile as job satisfaction

for what employee is concern about.

3.Employee should see personal growth with growing company


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4.Employee should be involved fully in all activities to get wide

exposure.

5.Company should see motivation as future investment

BIBLIOGRAPHY/REFERENCES

1.Website: www.mtnl.net.in

2.Organizational Behavior by Fred Luthans.


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3.www.wikipedia.org

motivation maslow needs theory

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