Introduction:In a give situation where a project manager has been assigned to manage workforce in dangerous/ hazardous situation with a target to accomplish work of 3 km long tunnel in remote area within stipulated time frame , which require to look into various factors like absenteeism caused by various personal and social reasons. Here manager not only require technical skill or knowledge but interpersonal skills as well. As per above mentioned situation few factors which are grabbing attention are mainly various motivational factors and leadership qualities to handle this situation. In a normal work life where manpower get engaged on assignment used to be in location quite near to main city or at least quickly approachable which is not in this case. In any working condition where chances of getting injured is quite high and those are working for long time start feeling homesickness and distance from their beloved one also distract them from fulfilling job responsibility. In various theories given by various scholar it has been observed that people don't get motivated by money only but social, safety, physiological needs as well. in current problem worker are getting de-motivated because of less work safety, no means of amusement, low recognition at work place, monotonous work life. Because of this they start adopting defensive mechanisms like avoiding situation for this start to remain absent, more prone to conflicting behavior like quarrels with fellow worker more over dangerous working condition also makes situation worse. As stated this project involves working on remote area to build 3 km long tunnel which require at least 2 days reaching to nearest possible area. Due to this worker can't get even basic medical help in emergency. Keeping these entire situation in mind, project manager needs to act wisely, so that his work can complete on time by keeping work force motivated, which need strong impersonal and leadership skills apart from technical knowledge to carry out work.

Reasons of problemsVarious reasons which can cause these problems may arise from various social and personal reasons due to organization or situation.Maslow need hierarchy which gives a clear and depth idea about human needs bases on various social and personal attributes i.e. physiological, social, safety, self esteem and self actualization, based on this some of the more possible reasons could be.1. Lack of Basic needs: As this place is located in remote area and has far access to daily means which may create frustration among work force.2. Safety at Work Place: Working in dangerous/ hazardous work place can make and one to feel unsafe and worried about their health and future.3. Social reasons: Human beings are social animal who need love, affection and care to keep him/her self rejuvenate. In the absence of above mentioned they start feeling deprived and create behavioral problems.4. Recognition: Feeling of completion of any task with recognition motivates the employee to work in a more boosted and enthusiastic manner which is mentioned nowhere.Above mentioned reasons are based on Maslows need hierarchy, apart from them there are few other reasons which may be creating the problems.1. Availability of facilities: As this place is in remote area and to reach nearest town it may take two days which makes availability of necessities or medical facility least possible, that may be one the main reason of problem.2. Risk at work: Risk at work place makes worker to deviate from work as there may be threat to their life and as mentioned working conditions are very risky and dangerous, is another reason of problem.3. Lack of motivation: Workers are not feeling motivated due to no reward or performance based inceptive, any kind of recognition and achievement is not associated with work accomplishment. 4. Leadership Style: May the project manager is good at technical skill & knowledge but clearly he is lacking in interpersonal and leadership skill which is another reason of problem.5. Defensive attitude of employee: Less motivated employee usually shows defensive behavior to avoid unpleasant situation, which is clearly shown here in terms of absenteeism and delay in work.6. Workplace Harmony: No interpersonal relationship among worker may be the reason for this, likewise drinking and quarrel with fellow worker is clearly indicating the problem.Beside the above mentioned there may be reasons which are due to organization like unity of command, attitude of senior towards subordinates etc.

Needs and their fulfillment:Although fulfilling each and every need is not possible but possibility of improvement is always there, as mentioned in reasons few possible solution which can be worked out to fulfill their needs are suggested below.1. Physiological needs: to satisfy basic human needs for food, health and safety organization may arrange them at work place, for example doctor to provide first aid, grocery store for daily purchasing and communication i.e. telephone for employees to talk to their beloved one.2. Safety Measures: more strict rules and safety guards can be adopted at workplace to ensure safety of works, also quick medical and transportation facility may be provided to them.3. Social Interaction: To improve social interaction among employee, organization can organize social get to gather, party or icebreaking activity to make them more familiar with each other. 4. Appreciation: Employee wants recognition for their work, if they would be appreciated for work same will help them to work with more belonging.5. Training & Development: To fill the gap between worker and their performance training sessions can be organized which can help to overcome their performance issues.6. Leadership: Democratic and open to suggestion style can project manager to get associated with their fellow worker and make them to understand organizational objective which is tunnel making in this case.7. Job Security: Employee those are working in such a hazardous working situation must be provided some sort of job security so that they can feel safer for their future.8. Identification of personal objective: Some time worker are more willing for money whereas some time they may be hungry for appreciation so try to find out personal objective of employee and provide them enough opportunity to attain them.9. Job enrichment: Some time monotonous way of doing job makes worker less oriented and motivated, to improve such behavior some challenging component must be there. Same will not only improve their efficiency but level of productivity as well.10. Job rotation: Employees feel empowered if they are provided with more skills to learn and task to do. So if time to time rotation Suggested methods for hygiene factors and motivational factors:Although to motivate employee various theories have been developed some of them are very practically useful for managers.One theory which is given by Herzberg known as two factors based on hygiene factors and motivational factors.The psychologist Fredrick Herzberg asked the same question in the 1950s and 60s as a means of understanding employee satisfaction. He set out to determine the effect of attitude on motivation, by asking people to describe situations where they felt really good, and really bad, about their jobs. What he found was that people who felt good about their jobs gave very different responses from the people who felt bad.These results form the basis of Herzberg's Motivation-Hygiene Theory (sometimes known as Herzberg's Two Factor Theory.) Published in his famous article "One More Time: How do You Motivate Employees", the conclusions he drew were extraordinarily influential, and still form the bedrock of good motivational practice nearly half a century later. According to Herzberg, the factors leading to job satisfaction are "separate and distinct from those that lead to job dissatisfaction." Therefore, if you set about eliminating dissatisfying job factors you may create peace, but not necessarily enhance performance. This placates your workforce instead of actually motivating them to improve performance.The characteristics associated with job dissatisfaction are called hygiene factors. When these have been adequately addressed, people will not be dissatisfied nor will they be satisfied. If you want to motivate your team, you then have to focus on satisfaction factors like achievement, recognition, and responsibility and those are called motivational factors.Herzberg's findings revealed that certain characteristics of a job are consistently related to job satisfaction, while different factors are associated with job dissatisfaction. These are:

The conclusion he drew is that job satisfaction and job dissatisfaction are not opposites. The opposite of Satisfaction is No Satisfaction. The opposite of Dissatisfaction is No Dissatisfaction.Remedying the causes of dissatisfaction will not create satisfaction. Nor will adding the factors of job satisfaction eliminate job dissatisfaction. If you have a hostile work environment, giving someone a promotion will not make him or her satisfied. If you create a healthy work environment but do not provide members of your team with any of the satisfaction factors, the work they're doing will still not be satisfying.To apply Herzberg's theory, you need to adopt a two stage process to motivate people. Firstly, you need eliminate the dissatisfactions they're experiencing and, secondly, you need to help them find satisfaction.Step One: Eliminate Job DissatisfactionHerzberg called the causes of dissatisfaction "hygiene factors". To get rid of them, you need to: Fix poor and obstructive company policies. Provide effective, supportive and non-intrusive supervision. Create and support a culture of respect and dignity for all team members. Ensure that wages are competitive. Build job status by providing meaningful work for all positions. Provide job security.All of these actions help you eliminate job dissatisfaction in your organization. And there's no point trying to motivate people until these issues are out of the way!One can't stop there, though. Remember, just because someone is not dissatisfied, it doesn't mean he or she is satisfied either! Now you have to turn your attention to building job satisfaction.Step Two: Create Conditions for Job SatisfactionTo create satisfaction, Herzberg says you need to address the motivating factors associated with work. He called this "job enrichment". His premise was that every job should be examined to determine how it could be made better and more satisfying to the person doing the work. Things to consider include: Providing opportunities for achievement. Recognizing workers' contributions. Creating work that is rewarding and that matches the skills and abilities of the worker. Giving as much responsibility to each team member as possible. Providing opportunities to advance in the company through internal promotions. Offering training and development opportunities, so that people can pursue the positions they want within the company.Recommendation to managementBased on above mentioned reasons and solutions for motivational factors to improve productivity there are few suggestion and recommendation for the management which not only put light on positive as well as on shortcoming of this theoryFirst, shortcoming of the theory management needs to keep in mind while using it. Despite its wide acceptance, Herzberg's theory has its detractors. Some say its methodology does not address the notion that when things are going well people tend to look at the things they enjoy about their job. When things are going badly, however, they tend to blame external factors. Another common criticism is the fact that the theory assumes a strong correlation between job satisfaction and productivity. Herzberg's methodology did not address this relationship; therefore this assumption needs to be correct for his findings to have practical relevance.Second, few suggestions for management to use this theory in more effective way. The subject of motivation is approached in a very general way. In reality, one need "different strokes for different folks" in other words, different people will perceive different issues, and will be motivated by different things. Make sure you talk with your people regularly on a one-to-one basis to find out what matters to them. Herzberg's theory is largely responsible for the practice of allowing people greater responsibility for planning and controlling their work, as a means of increasing motivation and satisfaction. The relationship between motivation and job satisfaction is not overly complex. The problem is that many employers look at the hygiene factors as ways to motivate when in fact, beyond the very short term, they do very little to motivate. Perhaps managers like to use this approach because they think people are more financially motivated than, perhaps, they are, or perhaps it just takes less management effort to raise wages than it does to reevaluate company policy, and redesign jobs for maximum satisfaction. When you're seeking to motivate people, firstly get rid of the things that are annoying them about the company and the workplace. Make sure they're treated fairly, and with respect. Once you've done this, look for ways in which you can help people grow within their jobs, give them opportunities for achievement, and praise that achievement wherever you find it.Bibliography:1. Brethower, Dale M. ,Understanding Behavior of Organizations to Improve Behavior in Organizations, The Behavior Analyst Today, Vol. 5, Issue No. 2,20042. John B. Miner. , Organizational Behavior: Foundations, Theories, and Analyses, Oxford University Press.3. L.W. Porter, G. A. Bigley & R.M. Steers, Motivation and work behavior, McGraw Hill. 4. Maidani, E. A., Comparative study of Herzberg's two-factor theory of job satisfaction among public and private sectors. Public Personnel Management, Vol. 20, Issue No. 4,1991 5. Peter Makin; Charles Cox, Changing Behaviour at Work: A Practical Guide, Routledge6. Robbins, S. P., Organizational Behavior: Concepts, controversies and applications. New Delhi: prentice Hall. 7. Ronald R. Sims. ,Managing Organizational Behavior, Quorum Books8. 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