Nag Motivation

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<p>Reg.No. 110231819007</p> <p>A REPORT ON THE INTERNSHIP At AUCTUS PHARMA LIMITEDHYDERABAD FOURTH SEMESTERBy</p> <p>B.NAGESWARARAOUnder the Guidance of</p> <p>Mrs. M. NAGA LAKSHMI M.HRM.,</p> <p>Submitted as a Partial Fulfillment for the Award of MASTERS DEGREE IN HUMAN RESOURCE MANAGEMENT</p> <p>DEPARTMENT OF HUMAN RESOURCE MANAGEMENT PYDAH COLLEGE (P.G. COURSES) Affiliated to Andhra University VISAKHAPATNAM 2010-2012</p> <p>DECLARATION</p> <p>I am B.NAGESWARARAO studying M.H.R.M in PYDAH. College (P.G Courses) here by declare that this project report entitled A STUDY ON MOTIVATION in AUCTUS PHARMA LIMITED Hyderabad Has been submitted by me is my original work .The finding of the report are based on the information collected by me during the study and is not submitted for the award of MASTER OF HUMAN RESOPURCE MANAGEMENT to the faculty of department of human resource management, PYDAH, COLLEGE (P.G COURSES) VISAKHAPATNAM.</p> <p>Place: Visakhapatnam, Date: (B. Nageswararao)</p> <p>CERTIFICATE</p> <p>This is to certify that MR. B. NAGESWARARAO submitted the report on, MOTIVATIONat AUCTUS PHARMA LIMITED, HYDERABAD. Is a in partial fulfillment for the award of the degree of Master of Human Resource Management , ANDHRA UNIVERSITY for the academic year 2010-2012.</p> <p>Place: Date:</p> <p>(Mrs.M.NAGALAKSHMI)</p> <p>PREFACE</p> <p>Discipline of organization reflects the state of well being of an individual working for that organization. It indicates the satisfaction of employees and their motivational levels. Discipline reflects to obedience of rules and regulations by employees. Which are framed by the organization for the smooth functioning of organization. It is the most important element to any organization run effectively.</p> <p>AcknowledgementI express my sincere thanks and deep sense of gratitude to our respected DIRECTOR Dr S. SARABANDI and head the department of Human resource management Mrs.M.NAGALAKSHMI, PYDAH, COLLEGE, Visakhapatnam for giving me an opportunity to undertake this project work. I am grateful to Mrs.M.NAGALAKSHMI, Teacher guide for</p> <p>helping me in timely completing this project and carrying out the report. I would like to place my profound and sincere thanks to Mr.A.RAMAKRISHNA H.R for allowing me to under go block field</p> <p>work in the AUCTUS PHARMA LIMITED. And also my sincere thanks to the management staff of auctus pharma ltd, with a good response. Lastly, I express my sincere thanks to all those who their part I preparation of this repor contributed</p> <p>(B. NAGESWARARAO)</p> <p>CONTENTS</p> <p>CHAPTER- I</p> <p>REVIEW OF LITERATURE</p> <p>CHAPTER-II</p> <p>METHODOLOGY</p> <p>CHAPTER-III</p> <p>ORGANISATION UNDER STUDY AN OVER VIEW</p> <p>CHAPTER-IV</p> <p>AN IN SIGHT INTO RESPONDENTS VIEWS ARE DATA INTERPRETATION AND ANALYSIS</p> <p>CHAPTER-V</p> <p>FINDINGS, SUGGESTIONS &amp; CONCLUSION</p> <p>APPENDIX</p> <p>BIBLIOGRAPHY</p> <p>CHAPTER- IREVIEW OF LITERATURE</p> <p>INTRODICTIONMost people are good people but can do better? And most people already know what to do, what is lacking is Motivation. They greatest motivation comes from a persons belief system that mean he needs to believe in what he does and accept responsibility for behavior and actions , their attitude toward life becomes positive. They became more productive personality and professionally. Every behavior comes out of plan or gain and professionally. Every the pain, that is the motivator. If the is grater than gain that is deterrent. We cannot motivate others we can in spire them to motivate themselves. We can create a conductive environment, which can be motivating . in order to inspire people to motivate themselves we need to understand their needs to understand their needs and specify how important these needs are to the motivation is like fire , unless you keep adding fuel to it dies. Performance of an individual depends of an ability backed by motivation. Ability refers to the skill and competence of the persons to complete a given task. Ability is alone is not enough .the persons desire to accomplish the task is also necessary.</p> <p>Motivation is something that encourages action of felling. To motivate means to encourage and propel you into action .in other words motivation can be defined as motivate for action. It is a force that can literally change your life.</p> <p>Motivation is a means and not an end. It is instrumental in rising the morale of a person to put his mind and heart into the work in other words it is a moving force for a man to-do or not do the work. With out motivation it will be difficult for amen to accomplish the desired objectives with efficiency. Motivation techniques are utilized to stimulate employees growth. Clarence fraises said that you can buy a mans physical presence at a given place: you can Evan buy a measured of skilled muscular motions per hour or day: but you cannot buy enthusiasm, you cannot buy loyalty: you cannot buy devotion of heart, minds and souls, you have to earn these things</p> <p>DEFINITIONS:Motivation is the willingness to exert high levels of effort toward organizational goals condition by the efforts ability to satisfy some individual need. A need means, some internal state makes certain outcomes appear, attractive. Stephen P.Robbins. Motivation refers to the degree of readiness an organism to pursue some designated goal, and implies the determination of the nature and locus of the forces, including the degree of readiness. .Encyclopedia of management.</p> <p>Motivation is an inner felling it is a psychological phenomenon which generates with in the individual. Needs are feeling in the minds of person that he lacks a certain thing. Such feelings affect the behavior of person. L.M.Prasad.</p> <p>Motivation is the willingness to expend energy to achieve a goal or reward. It is a force that activates dormant energies and sets in motion the action of the people. It is the function that kinds a burning passion for action among the beings of an organization. C.B.Memoria.</p> <p>Objectives of motivation:The purpose of motivation is to create condition in people are willing to work with zeal, initiative interest enthusiasm with a high personal and group moral satisfaction, with a sense of responsibility, loyalty and discipline and with pride and confidence in most cohesive manner so that the goals of an organization are achieved effectively.</p> <p>Importance of motivation: Motivation employees are always looking for better ways to do a job. It is the responsibility of manager to make employees look for better ways doing their jobs. A motivated employee, generally, is, more quality oriented. Highly motivated workers are more productive than apathetic workers. An appreciation of the nature of motivation is highly useful for managers. Every organization requires human resources, in addition to functional and physical resources for it to function. There behavior dimension of HR are significant to the organization. People must attracted not only ,to join the rogation but also remain in it people must perform the task for which they are hired and must do so in a dependable manner and people most go beyond their dependable role performance and engage in some from of creative, spontaneous and innovative behavior at work.</p> <p>MOTIVATION PROCESS:An unsatisfied need creates tension that tension that stimulates drive with in the individual. These drives generate a search behavior to find particular goals that, if attained, will satisfy the need and lead to the reduction form tension. Therefore we can say that motivated employees are in a state of tension. To relieve this tension, they exert effort. The greater the tension, the higher the effort level if his effort successfully leads to the satisfaction of the needs tension is reduced.</p> <p>THEORIES OF MOTIVATION:</p> <p>1. Maslow,s Hierarchy of needs theory:Maslow ,s hypothesized that with in every human being there exists a hierarchy of following five needs.</p> <p>Self act Esteem needs</p> <p>Social needsSecurity safety needs Physiological needs</p> <p>Hierarchy of needs: Physiological needs:These needs include hunger, thirst, shelter,sex and other bodily needs.</p> <p> Safety needs:These needs include security protection from physical and emotional harm...</p> <p> Social needs:These needs include affection, belongingness, acceptance and friendship.</p> <p> Esteem needs:These needs internal esteem factors such as self-respect, autonomy, and achievement and external factors such as status, recognition and attention.</p> <p> Self actualization:The drive to become what one is capable of becoming includes growth, achieving ones, potential self-fulfillment. As each of these needs becomes substantially satisfied the next need becomes domination. Motivation theory says that although no need is gratified, a substantially satisfied needs no longer motivates.Maslow. Separated the five needs into higher and lower orders. Physiological and safety needs are described, as lower order needs. And social, esteem and self actualization needs are higher order needs. The differentiation between the two orders was made the premise that higher order needs are satisfied externally where as lower order needs are predominantly satisfied externally. All permanently employee workers have there lower order needs substantially met.</p> <p>Essence of the theory: Human beings have wants and desires, which can influence their behaviors. Only unsatisfied need can influence the behavior of an employee. Satisfied need dont act as motivators.</p> <p> Since needs are many, they are arranged in the order of their importance, from basic of complex. The person advances to the next level of hierarchy or from the basic to complex only when the lower level needs is, at minimum satisfied. Further up-the hierarchy the person is able to go, the individually, humaneness, psychological health he or she will display. The satisfaction of primary needs dies not produce contentment. The secondary needs acquire the power to motivate.</p> <p>2) THEORY X AND THEORY Y:Douglas Mc Gregor proposed tow distinct views of human beings one basically negative, labeled. Theory X, and the other basically positive, labeled Theory Y. After viewing the way manager dealt with employees he concluded that a managers view of the nature human beings is based on some assumptions and that he or she hence mould his behavior toward sub-ordinates according to these assumptions.</p> <p>A. According to Theory X:Employees inherently dislike work and whenever possible will attempt to avoid.</p> <p>Since employees dislike work, they must be co-erased or threatened with punish to achieve goals.</p> <p>Employees will avoid responsibilities and seek formula direction whenever possible.</p> <p>Most workers place security above all other factors associated with work and will display little ambition.</p> <p>B. According Theory Y: Employees can view word as being as rest of play. People will exercise self-direction and self ifcontrol if they are committed to the objectives.</p> <p> The average persons can learn to even seekresponsibility.</p> <p> The ability to make innovate decisions is widelydispersed thought out the population and is not necessarily the sole promise of those in management problems. Theory X assumes that lower orders needs dominate individuals. Theory Y assumes that higher orders needs dominate individuals.</p> <p>C. HERTZBERGS MOTIVATION HYGIENE THEROY:HYGIENE FACTORS: A. Company policy and administration. B. Supervision. C. Relationship with supervision. D. Working condition. E. Salary. F. Relation with peers. G. Personal life. H. Relationship with supervision. I. Status. J. Security.</p> <p>MOTIVATIONAL FACTORS: A. Recognition. B. Growth. C. Advancement. D. Responsibilities. E. Work it self. F. Achievement. When the employee feel good about their jobs, certain factors tend to consistently related to job satisfaction and factors contributes to job satisfaction are motivational factors or intrinsic factors were dissatisfaction, they tended to cite extrinsic factors hygiene factors. The factors leading to job satisfaction are separate distinct from those that lead to job dissatisfaction. By acting to eliminate factors that can create job dissatisfaction, one can bring about peace, but not necessarily motivation if you want to motivate employee, Hertzberg suggests emphasizing achievement, reorganization the work itself responsibility advancement and growth. Satisfaction is affected by motivators and dissatisfaction is by hygiene factors. Criticisms of theory: The procedure adapted by him is limited by its methodology when things are going well people claim credit themselves contrarily they blame failures on the extrinsic environment. The theory provides an explanation of the satisfaction; it is not really a theory of motivation. It ignores situational variables. It assumes relationship between satisfaction and productivity but the research methodology he used looked only at satisfaction. The two factors are not actually distinct both motivators and hygiene factors contribute to satisfaction as well as dissatisfaction. Emphasis on motivators not on hygiene factors.</p> <p>4) Vrooms expectancy model:Expectancy theory is based on the idea that work effort is directed to wards behavior that people believe will lead to desired out come. Though experience, we develop expectations about whether performance will tend to desired out comes. Finally we direct our efforts towards outcomes that helps us fulfill our needs, a basic premise of the expectancy theory is that employees are rational and impulsive. They think about what about what they have to do to be rewarded and how much the rewards means, to them before they perform their jobs.</p> <p>Four variables: First level and second level outcomes: Performance achieved as a result of effort is the first level outcomes. Example: Productivity, absenteeism, quality of work. Second level outcomes are the rewards the first level outcomes are likely to produce. Example: Pay raise, promotion, peer acceptance, job security. Expectancy: The belief that a particular level of efforts be followed by a particular level of performance is called expectancy. Instrumentality: This is the perception by an individual that first level outcomes are associated with second level outcomes. It is ship between first and second level outcomes. It can have values tanking from -1to+1. A-1 indicates that the attainment of a second level outcome has occurred. +1 suggest that the ship between first level outcome and second level outcome instrumentality is: 0. Performance to --- outcome.</p> <p>Valence: Valence is an individual performance for a second level outcome. Values ranking from negative to positive. Outcome having positive valence include being respected by friends and co workers, performing meaning full work, having job security and earning enough money to support self and family outcomes having negative valence are things that one wants to avoid, such as being passed over for promotion... According to expectancy theory motivation is: Expectancy * instrumentality * valence If any of these variables is low, motiva...</p>