A STUDY ON EMPLOYEE MOTIVATION WITH REFERENCE TO WORKERS IN BHEL

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1 A STUDY ON EMPLOYEE MOTIVATION WITH REFERENCE TO WORKERS IN BHEL M.MANIBHARATHI PERIYAR MANIAMMAI UNIVERSITY, THANJAVUR ABSTRACT The aim of the study was to investigate the impact of motivation and evaluate how motivation can contribute toward the performance of employees at BHEL. The objectives are to identify the various factors influencing employee motivation and to study the satisfaction level of employees in BHEL.. The hand-delivered descriptive survey addressed ten motivating factors in the context of employee motivation theory. Findings suggest interesting work and good pay are key elements to higher employee motivation. Carefully designed reward systems that include promotions, code of discipline, monetary, and non-monetary compensation should be considered. Keywords: Employee Motivation, Performance, BHEL, work motivation, job characteristics, employees performance. I INTRODUCTION Employee motivation is one of the most important concept, in this concept based on the organizational behavior and human resource management. Furthermore, motivated employees possess an awareness of specific goals that must be achieved in particular ways, and they therefore direct their efforts towards achieving such goals. Employee motivation is a major issue for any organization. Managers have always tried to motivate their staff to perform tasks and duties to a high standard. All employers want their people to perform to the best of their abilities and so take great pains in ensuring that they provide all the necessary resources and a good working environment to keep their employees motivated. By giving employees special tasks, you make them feel more important If the employees are satisfied with their job and if they have high morale and motivation factors only then they can be enthusiastic and motivated to attain the goals and long-term objectives of the organization. An organization can improve the morale and motivation factors of its employee by formulating sound HR functions, which stimulate the performance and maintain the commitment of the employees towards the organization. 59

2 It is also important for an organization to ensure the satisfaction and the morale and motivation factors of the employees in frequent intervals so that the employees are more satisfied with their organization and are willing to put their best performance on their job. It will result in high efficiency in their work with effectiveness, high quality of the work, low cost and less time consumption such that the organization can achieve any of their goals and their long-term objectives. Management of every organisation tries to improve the morale and motivation factors of its human resources, which forms a pre-requisite to the productivity, and the operations of the organisation. Every organisation should formulate and develop fair HR functions by which the employees feel happy and motivated to work in the company and then they give a better performance. The attitudes, feelings and emotions of employees play a vital role in determining their performance and behaviour. These in turn determine the success and growth of the organisation. Morale and motivation factors are an internal condition or attitude of individuals and groups which determine their willingness to cooperate. High or good morale and motivation factors are evidenced by employee enthusiasm, voluntarily conformance with regulations and orders, and a willingness to cooperate with others in the accomplishment of an origination s objectives. Surliness, insubordination, a feeling of discouragement and dislike the job, company and association evidence low morale and motivation factors or poor morale and motivation factors. II REVIEW OF LITERATURE Ganta(2014) In this paper we would like to emphasis on the importance of motivation in the workplace to improve the employee performance and productivity. Hokroh(2014) The purpose of this paper is to describe and analyze three motivational tools and techniques namely financial, compensations and training that could help companies guide their employees toward achieving superior performance especially in Middle Eastern. Key points and recommendations are summarized. Wani, (2013) The study has been conducted on 400 employees, consisting of 200 officers and 200 clerks, randomly selected from different branches of the sample organization. The study revealed that clerical grade employees experience more stress than officers and there is strong relationship between job stress and employee motivation. On the basis of findings of the study the current payer puts forth some relevant suggestions and recommendations to improve overall job scenario in banking industry. Farhad Ebrahim Abadi,Mohammad Reza Jalilvand,Mostafa Sharif,Ghorban Ali Salimi,Somayeh Aziz Khanzadeh, (2011) : The purpose of current study is to identity influential factors on motivation based on revisited expectancy theory. Statistical population was formal and temporary employees of National Iranian Oil Products Distribution Company in Isfahan and Kurdistan. Finding reveals that situation, expectancy, intrinsic instrumentally, and intrinsic valence have affected employees motivation to participate in the in-service training courses, and utilization level of influential factors could not satisfy employees expectations. Kim(2006) : This understanding of the employee motivation process requires a systematic approach, and managers must realize that employee motivation and its process are there to motivate their employees; therefore, employee input must be valued and included throughout this process. 60

3 III RESEARCH METHODOLOGY Research is a process of systematic and in depth study of any particular topic or subject backed by collection, compilation, presentation and interpretation of relevant data. A research design is the specification of the methods and procedures for acquiring the information needed to structure what information is to be collected from which sources and by what procedures. 3.1Objectives To identify the various factors influencing employee motivation. To study the satisfaction level of employees in BHEL. 3.2 Research Design Descriptive research design is used in this study. A descriptive research design is undertaken in order to ascertain and be able to describe the characteristic of the variables of interest in this study Sampling Technique: The researcher has selected the Convenient sampling method Sample Size This refers to the number of the items to be selected from the universe to constitute sampling. A sample size selected for this study was 151 employees from different departments Population workers are worked in BHEL at Trichy. Out of this my sampling size is Method of Data Collection Primary data collected by questionnaire method Tools and Techniques for Data Analysis Percentage analysis, chi-square, correlation IV DATA ANALYSIS CHI-SQUARE: ASSOCIATION BETWEEN THE AVAILABILITY OF CODE OF DISCIPLINE AND THE LEVEL OF EMPLOYEE MOTIVATION. Null hypothesis Ho: There is no significant association between the availability of code of discipline and the level of employee motivation. 61

4 Alternate hypothesis Ha: There is significant association between the availability of code of discipline and the level of employee motivation Table No:1 Chi-Square Value df Asymp. Sig. (2-sided) Pearson Chi- Square ( a) Likelihood Ratio Linear-by-Linear Association N of Valid Cases 151 a 15 cells (60.0%) have expected count less than 5. The minimum expected count is.06. INTERPRETATION Therefore the table value is at 5% level of significant is as, calculated value is> then table value alternate hypothesis is accepted. CHI-SQUARE: ASSOCIATION BETWEEN THE LEVEL OF AUTONOMY AND THE LEVEL OF EMPLOYEE MOTIVATION. Null hypothesis (Ho): There is no significant association between the level of autonomy and the level of employee motivation. Alternate hypothesis (Ha): There is significant association between the level of autonomy and the level of employee motivation Table no:2 Chi-Square Value df Asymp. Sig. (2-sided) Pearson Chi- Square (a) Likelihood Ratio Linear-by-Linear Association N of Valid Cases 151 a 15 cells (60.0%) have expected count less than 5. The minimum expected count is

5 INTERPRETATION Therefore the table value is at 5% level of significant is as, calculated value is> then table value alternate hypothesis is accepted. CORRELATION: RELATIONSHIP BETWEEN THE EFFECTIVE COMMUNICATION WITH THE SUPERIOR AND THE LEVEL OF JOB SATISFACTION OF EMPLOYEES AT BHEL. Null hypothesis (Ho): There is no significant relationship between the effective communication with the superior and the level of job satisfaction of employees at BHEL. Alternate hypothesis (Ha): There is significant relationship between the effective communication with the superior and the level of job satisfaction of employees at BHEL Table No:3 Correlation effective commun ication level of job satisfaction of employees effective communication Pearson Correlation 1.978(**) level of job satisfaction of employees Pearson Correlation.978(**) 1 ** Correlation is significant at the 0.01 level (2-tailed). INTERPRETATION The correlation coefficient indicates that the effective communication with the superior is positively associated and level of job satisfaction at 5% level of significant Hence, the null hypothesis is no significant relationship between the effective communication with the superior is positively associated and level of job satisfaction is rejected. CONCLUSION Now a days the biggest asset of every firm is their human resource. Most of the companies invest huge amount of money to have highly trained quality of human resource to get high motivation. Every company now focuses to increase the motivation in their employees to have their human resource strong and productive. This study in BHEL, Trichy collected data from 151 respondents and it is resulted that no. of motivated employees are high in the organization. Finally I conclude, The Impact of motivation in an organization and the job satisfaction of the employees. 63

6 REFERENCE 1. Ganta,V.C.(2014), Motivation in the workplace to improve the employee performance, 2. International journal of engineering technology, management and applied sciences, Hokroh, M.A (2014), A touch on employees motivation, International journal of Human Resource studies, Wani,D.S.(2013), Job stress and its impact on employee motivation: a study of a select commercial bank, International journal of business and management invention, Kim, D. (2006), Employee motivation: just ask your employees,seoul journal of business,

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