mba hr ( employee motivation )
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PROJECT TITLE
EMPLOYEE MOTIVATION
AT
GLOBAL HOSPITALS
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CONTENTS
Page no:
CHAPTER-I
INTRODUCTION
Need for the study
Objectives of the study
Research methodology
Scope of the study
Limitations of the study
CHAPTER-II
COMPANY PROFILE
CHAPTER-III
THEORETICAL BACKGROUND ABOUT THE TOPIC
CHAPTER-IV
EXISTING SYSTEM IN THE ORGANIZATION
CHAPTER-V
DATA ANALYSIS
CHAPTER-VI
FINDINGS
CONCLUSIONS& SUGGETIONS
QESTIONNAIRE
BIBLIOGRAPHY
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CHAPTER-I
INTRODUCTION
INTRODUCTION
NEED FOR THE STUDY:
In terms of its derivation the word motivate means to move, Lo activate. In general sinee any
thing that initiates the activity whether external or internal is motivating. Today the term means
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a lot more. Motivating is the work, a manager perform to inspire, encourage and energize people
to take required actions.
OBJECTIVES OF THE STUDY:
The objective is to study the behavioral aspects of motivation.
To identify the various factors that influences Employee Motivation.
To examine the proportion of motivated and non-motivated employees.
To suggest suitable measures to create a well motivated environment.
To determine the determinant needs of the employees and find out what actually
motivates them. (Achievement, power, affection).
RESEARCH METHODOLOGY:
Research area:
The research has been conducted at Global Hospital at Lak-di-ka-pool.
Sample size:
The sample size taken for survey included 20 employees. The sample was collected keeping in
view covering departments like Billing, From of lieu, Nursing, F&A, Internal audit etc in the
organization. But I could cover only few employees because of time factor.
Data source:
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Primary data collection:
It was collected through questionnaire survey. Data is gathered by distributing this questionnaire
at middle level executives level. This questionnaire was prepared to gather the information
pertaining to the existing Recruitment, Selection and training policies.
Secondary data collection: This data is gathered from the organization, books etc. Most of the
data collected is from books and some of them are downloaded from Internet.
SCOPE OF THE STUDY:
This survey is restricted to only middle level executives and in some departments of
GLOBAL HOSPITA. It cannot be extended to whole organization
LIMITATIONS OF THE STUDY:
Sample size is very small (20); it is not practical to extent, as the option of the whole
organization,
> All the employees are usually busy in their work. Thus it is very difficult in assessing
them for a personal interaction.
> Since the survey is restricted to only middle level executives and in some
departments, it cannot be extended to whole organisation.
> Respondents may not reveal the exact information.
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> Questionnaires as a tool have some inherent limitation that has to be considered.
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CHAPTER-II
COMPANY PROFILE
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COMPANY PROFILE
In a country like India where high rate of demographic pressure,
illiteracy, environmental pollution and insensitivity among the masses have
substantially been responsible for generating and aggravating the multi-
dimensional diseases, we need concerted efforts to make an assault on priority
basis.
The hospitals also bear the responsibility of creating awareness by educating
and sensing the masses, especially in the category of preventive services. On
the other hand, in the group of curative services, they need to offer quality
medical aid. We are well aware of the fact that till now the masses have not
been getting even the basic Medicare facilities then what to talk of the
healthcare services of world class.
This is due to a faulty national health policy, which has been found contracting
the potentials of Medicare organizations. It is high time that hospital planners
and hospital managers revamp the rural health centers and like them with the
hospitals located in the big towns and cities. Since we make an advocacy in
favor of an active participation of the corporate sector, it is pertinent that they
expand their network albeit to the villages where the magnitude of problem is
found very alarming and chaotic. We can't deny the fact those medical and
paramedical personnel and the nursing staff. Contribute significantly to the
process but even the quality inputs fail in delivering the quality outputs if we
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find everything mismanaged. The OT is ready for a surgeon but we can't expert
anything concrete unless he/she is available to perform with his/her team. This
makes it clear that for delivering quality services it is essential that a
professionally sound manager commands and monitors everything with the
prime motto of simplifying the task of doctors attending on the patients. We
also find hospital where everything is available but in absence of a
professionally sound manger, the level of efficiency comes almost to the zero
level. In a majority of the government hospitals, we find something because the
superintendents working in the capacity of an administrator lack professional
excellence and fail in delivering goods either to the ailing patients (or) to the
hospital personnel and organizations. This engineers form a strong foundation
for the development of a world-class manager.
An Overview of Indian "HEALTHCARE With the demand for healthcare
for exceeding supply, India's healthcare industry is expected to grow by around
13% a year for the next 6 years, CONFEDERATION OF INDIAN
INDUSTRY [CO] has stated in a press release issued recently. India's
healthcare sector having made impressive strides in recent years has growth to
Rs 73000cr industry, which is roughly 4% of G.D.P.
Healthcare industry is booming all over the world. In the U.S.A. it isalready
the largest service sector and worldwide it is slated to be a $4 trillion market by
2005. the corporate hospitals will play a positive role in the healthcare sector
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by taking the load off from government hospitals, whose performance hasn't
been up to the mark.
In the last three decades, as a result of initiatives and reforms, private sector is
emerging as a major force in healthcare delivery service adding lo this there the
insurable companies, the hospital hardware and the software companies, which
have come together to create the boom.
FACTORS ATTRACTING CORPORATE IN THE HEALTH
CARE SECTOR
I) RECOGNITION AS AN INDUSTRY:
In the mid 80's the health sector was recognized as an industry. Hence it
became possible to get long-term funding from the financial institutions. The
Government also reduced the import duty on medical equipment's and
technology, thus opening up the sector,
II) SOCIO-ECONOMIC CHANGE:
The rise of literacy rate, higher level of income and increasing
awareness through deep preservation of media channels, contributed to greater
attention being pained to healthcare with the rise in the system of nuclear
families, it became necessary for regular health checkups and incenses in
health expenses for the bread earner of the family.
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Ill) OPENING OF THE INSURANCE SECTOR:
In India approximately (0% of the1 total health expenditure comes from self-
paid category as against Governments contribution of 25-30%. A majority of
private hospitals are expensive for a normal middle class family.
The opening up of the insurance sector to private players is expected to gibe a
shot in the arms of the health are industry health insurance will make
healthcare affordable to large number of people currently, in India only 2
million people (0% of Total population of billion are covered under medi-
claim).
IV)GROWTH OF THE PRIVATE
SECTOR:
Lack of funding has thus far been the biggest abstract to the growth of private
hospitals the Government eliminated this constraint by extending tax benefits
to investors in private hospitals with 100 beds (or) more. It also reduced in
import duty on life saving equipment from 25-5% to encourage hospitals to
input the latest equipment. The private sector already accounts for about 70%
of India's healthcare services market and the latest incentive will further fuel
the growth.
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V) OPPORTUNITIES:
Good healthcare in India is in extreme short supply and this gap prevents vast
opportunities to the corporate to plug in among the major groups, low density
of doctors in India with only 43 doctors of every 10,000 people as compared to
us. That has 2340 doctors per 10,000. A W.H.O (World Health Organization)
report says that India needs to add 80,000 hospitals deeds each year for the
next 5 years to meet the demands of its population, the huge shortage of
hospital dads outline a major opportunity for the private sector.
Acknowledging the immense opportunities in the sector, corporate are getting
into business of Managing Hospitals, which could be explored.
VI) ROLE OF TECHNOLOGY:
Healthcare is racing towards high-tech, outwitted technology and health
agencies wanting to distinguish themselves from the pack will have to opt for
leading-edge technologies. And that means healthcare delivery through
application of telecommunications technology or rather talent decline. This will
help transfer of electronic medical data, including high-resolution images,
sounds, live video and patient records from one location to another through
telephone lines, ISDN, modem, Internet, situates, video conferencing etc. All
this will result in better care at lower-costs and the new technologies available
will help streamline processes, integrate data and monitor care.
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MAJOR PLAYERS IN THE PRIVATE HEALTHCARE SECTOR
The private healthcare segment has grown into a formidable industry estimated
to be Rs 80,QOOcrores major corporations lied the Tata's Apollo groups,
Fortis, Max, Wockhardit, Primal, Ispat, Duncan, Escorts have mode significant
investments in setting up stage of the art. Private hospitals in cities like
Mumbai, New Delhi, Chennai, Kolkata and Hyderabad.
THE FUTURE:
The industry is expected to undergo a drastic change with the advent of
managed care systems in the form of preferred provides organizations which
will Metamora phase into Health Maintenance Organizations (HMO). In the
long run US$761 million health insurance business is expected to swell five
times, to US$4 billion by 2005. As a new trend the Indian companies are
creating new investments in order countries and are also putting in efforts in
tapping foreign patients, and earning flex observing the new developments and
the pay off showing to comparative proving. India is posed to evolve into
regional healthcare club.
For Ihfhealthcare serlor to nrj'.cnl ils drliverables il is iirress.iry to reorient
Indin's healthcare strategy ;md string Ihen lineage's between the Government
and the Private sector participants.
To increase sate expenditure on healthcare and boost quality of healthcare
infrastructure in the country, the healthcare provides/deliverers and the
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Government need to work in the spiritof true symbiosis and partnership rather
than see each other with suspicion and skepticism, the industry should focus
more on "patient centric" strategies. We find hospitals occupying a position of
top priority because the services offered by them are related to our survival.
ABOUT GLOBAL HOSPITAL:
Only a small percentage of Indian Population that needs organ
transplantation are able to obtain these services in the "focused facilities to
conduct organ transplantation" overseas. As there are no such facilities in
India, few others are taking their chances with the multi specialty hospitals in
India that has low success rate. Yet others, who cannot meet the high price for
the transplantation, are waiting for a natural course to takes to all. People that
are going to the "focused facilities to conduct organ transplantation" overseas
are given a low priority because by law most of these countries extend top
priority to their own population in such a scenario the vision of Dr.
K.Ravidranath and his team has created a " focused facility to conduct organ
transplantation program".
The Global Hospitals is a 150-bed ultra-modern and focused facility
situated at a central location in Hyderabad. It will provide transplantation
services not only on a top priority basis but also at l/3 rd of the prevalent cost to
the Indian population. It being a hospital of international standards, the Global
Hospitals will ensure that the success rate of organ transplantations would be at
par with any other hospital in the world.
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The Global Hospitals being the first arid only focused facility to conduct
organ transplantation in accordance with the instructions of the Technology
Development Board, Government of India, it will develop guidelines, standards
and benchmarks for others to follow. It will also train professionals to develop
and help them to establish similar facilities in India.
In addition to organ transplantation facilities, the Global Hospitals will
conduct following programs,
> Training program on the organ transplantations.
> Standardizing the operating procedures in transplantation.
> Development of organ transplantation policies, procedures and
guidelines to establish national standards.
> Creating a strong research and development base.
> Experience through xcnutransplantation,
> Stem cell technology (organogenisis).
> Islets cell transplantation.
> Knowledge dispersal, CME programs, seminars, symposiums and
workshops conducted by national and international specialties.
> Well-organized information resource center.
> National awareness programs on organ donations.
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VISION:
To be a pioneer and leader in multi organ and tissue transplantation in
India, and a South Asian resource center for diagnosis, research,
education, prevention and treatment of Gl(gastro-intestinal) and renal
diseases.
MISSION:
To remain the foremost center of excellence in India and neighborhood by
> Deploying state of the art facilities and equipment.
> Attracting the most talented medical, scientific and support staff.
> Providing affordable health care of
unsurpassed quality. V- Exceeding service
expectations.
> Adhering to professional and scientific integrity.
Embracing change and encouraging
ovation. Affiliations and Associations
1. Focused facility to conduct Multi Organ Transplantation
V Liver
> Kidney
> Bone Marrow
2. Tertiary referral center for complicated Gastrocntcrology and
Laparoscopicsurgeries
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3- Associations
> St.James University Hospital, Leeds, U.K.
> Medical University of South Carolina, U.S.A
> Technology Development Board, Department of Science and
Technology,
Government of India.
4. Affiliation: Liver Transplant Unit, King's College Hospital, and
London.
Affiliation
The Global Hospitals is affiliated to Liver Transplant Unit, King's
College Hospital, and London.
King's College London is the second largest School of the
University of London. Royal Charter founded it in 1829, with the support
of King George IV and the Duke of Willington, by a distinguished group
of patrons ecclesiastical and secular-who wished to promote a university
education, which encompassed both traditional and modern studies but
was less radically secular than the institution that is now University
College.
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King's was established next to Somerset House on land granted in
perpetuity by the Crown, and this Strand campus is still the College's
main site, in the heart of London, close to the scat of Government, the
City, the Royal Courts of Justice and the Inns of Court.
> In 1908 King's College School and King's College
Hospital Medical School became independent; other department except
Theology is incorporated into the University In 1923 Dental School established.
> 1928 The Household and Social Science Department becomes a
separate college (later to become Queen Elizabeth College in 1953).
>- 1980 King's reconstituted by Royal Charter as a constituent college
of the University of London.
> 1983 King's College School of Medicine and Dentistry reunites
with King's. 1985 Queen Elizabeth College and Chelsea College merge
with King's.
> 1997 Institute of Psychiatry merges with King's.
> 1998 UMDS merges with King's.
SERVICES:
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> Operation Theatre
> ICU's
> Liver ICU
> Renal Dialysis
> Endoscopy
> Transfusion Medicine Biochemistry V- Micro biology
> Hematology
> Histopathology
> Radiology & Imaging
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Departments
S.NO
NAME
T.NO
1 Administration 52 Billing " 153 Bio-Medical 34'Business Development 235 Cardio Thoracic 26 Cardiology 57 Commercial 58 Credit Cell 3
9 Dietetics 4
10 EDP 41 1 Finance & Accounts 1112jFront Office 34
13iGART 3
14iGlobal.Hi.Tech 41 5 Haemato Oncology 116:Health Care
Assistance
~2
1 7 ' House Keeping i 11 8 :HR & PROJECTS 51 9 Internal Audit 3
20 Labservices 3921 Life Style 122 M D's Office 423 Maintenance 2924 'Medical Services 2725 Nephrolagy 726 Neurology 127 Non-Invasive Lab 3?8 Nursing 22029 Operation Theatre 2730 Pharmacy 25
31 Physiotherapy 932 Purchase & Stores 733 Radiology 1134 Security 435 Transfusion Medicine 936 Transplant Co-
ordination
' 2
37 Transport 33
38 Urology 1
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CHAPTER-III
THEORETICAL BACKGROUND ABOUT THE TOPIC
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THEORETICAL BACKGROUND ABOUT THE TOPIC
INTRODUCTION
ORGANISATION: II is n social invention for accomplishing Roats through
grou| efforts. It IN a collection ut" people working together in a division of
labour t achieve a common purpose.
MANAGEMENT: It is a purpose full goal directed activity concerned witl
accomplishing objectives with & through the efforts of others. It is a creativ.
force, which helps in optimum utilization of resource of men, material, ani
money, machinery in to a productive enterprise.
>
Management is furlher defined as "...that field of human behavior in whici
managers plan, organize, staff, direct, & control human, physical ant
financial resources in an organized effort, in order to achieve desirei
individual and group objectives with optimum efficiency and effectiveness."
HUMAN,...RESOURCE MANAGEMENT; An organization is nothing with
ou human resources .HRM is concerned with 'people' dimension m
management Since every organization is made up of people, acquiring their
services developing their skills, motivating them to high levels of performance,
ani ensuring that they continue to maintain their commitment to the
organizatioi are essential to achieving organizational objectives.
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Survival of any organization requires competent managers and worker
coordinating their efforts towards an ultimate goal. HRM is a process
consisting of four functions ---acquisition, development, motivation, and
maintenance 0 human resources.
The acquisition function begins with planning .it includes the estimatioi
of demand and Supplies of labour. Acquisition also includes the recruitment
selection, and socialization of employees. The development function can be
viewed in three dimensions they are employee (raining, management
development, and career development,
The motivation function begins with the recognition that individuals are unique and
that motivation technique must reflect the needs of each individual.
The final fund ion is maintenance il is concerned with providing those working
conditions that employees believe is necessary in order to maintain their commitment to the
organization.
Therefore Human Resource helps the management to enhance their
dignity by satisfTKUINIQUKS AND TOOIX OF MOTIVATION:
Motivation is an important function of management that affects the willingnes
person to work .The manager must know specific ways, which could help
motivate his subordinates. Some of the motivational techniques used by the n
are as fallows.
1. Job Rotation: It can act to motivate workers by diversifying their activit off
setting the occurrence of boredom. There fore it can renew enthusi; learning
and motivate workers to higher performance.
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2- Flexi Time: It is a system where by employees contract to work a number
of hours a week but are free to vary the hours of work with in limits. It
allows employees more freedom in determining their ow; schedule
within the general organizational guidelines.
3. Job Enlargement: It refers to adding a few more task elements horizon
focuses on satisfying higher order needs, quality of production, overall ef of the
organization.
4. Job Enrichment: It means adding duties and responsible that will pro skill
variety, task identify, task significance, autonomy and feedback performance.
5. Work Scheduling: It includes Homework and Worksharing.Homev.
designed to provide work for those individuals who would otherwise bi
labor force. It allows these individuals to work for an employer wit!
confines of their home. Work sharing is designed to give flexibility t
people who for some reason cannot work a full day.ng their social needs.
MOTIVATION
In terms of its derivation the word motivate means to move, Lo activate. In
general sinee any thing that initiates the activity whether external or internal is
motivating. Today the term means a lot more. Motivating is the work, a
manager perform to inspire, encourage and energize people to take required
actions.
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Motivation is defined as " the willingness to do something and is conditioned
by this actions ability to satisfy some needs to individual."A need means some
internal state that makes certain out comes appear attractive.
Motivation is viewed as force, which impels or incites all employees to action
in the direction towards achieving the objectives of the organization. The
management should provide motivating forces to intensify the desires and
willingness for achievement of common objective.
Thus motivation is general inspiration process to get the members of the team
together to carryout properly the tasks they have developed and generally to
play an important role in inspiring and motivating people with a zeal to do
work for accomplishment of organizational objectives
Thus workers nerd lo be challenged nl work, and (he job itself must be one that the 1
worker values. Jobs must include skill variety, task identity, and task significance. Therefore
the above techniques are available to the organization to make jobs more interesting. And
there are certain motives that induce employees to work such motives are
called incentives. They are...
Financial Incentives: "Any incentive that pays of directly or indirectly in terms
of money". Money is paid as reward for the extra done. It is said to be sole
motivator and it is prescribed as remedy for problems of poor moral,
productivity lags and employee dis-satisfaction.financial incentives includes
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any form of wages and salaries, bonus, premium, price, or return on investment
or profit sharing, leave encashment, etc.
Non-Financial Incentives: "any incentive that are not paid in terms of money".
It is psychic reward or the reward enhanced position that can be secured in an
organization. These includes job security, recognition, participation in
management, pride in Ihc job, Iraininj', facilities, labour welfare and social
securities measures, promotions, etc.,
KI.KMKNTS OK MOTIVATION
1. The Individual:
Every individual is different from others as regards his ability, intelligence,
attitude, needs, status, likes, dislikes, preferences, ideology & socio-economic
background. It means that a particular type of motivation will receive different
reactions from different individuals. Motivational incentives should take into
account that every individual whether a manager or a low paid worker is an
unique person and has hid own separate individual identity.
2. The Job:
There are different types of jobs, within their different specialties and
requirements, Every employee of the enterprise will not like a particular type
of job. Certain fobs are challenging and liked by few individuals. Other jobs
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are routine, not liked by many persons due to their monotony and dullness.
There can never be a particular job, which provides pleasure, satisfaction and
pride to one and all. Managers should consider this aspect also while deciding
various types of jobs and related motivations.
3. The work situations:
The working conditions also direct motivation. The management should
provide financial & non-financial incentives and refreshing working
conditions to enable workers to contribute their maximum worth.
MOTIVATION TIM'OUII'.S
Knowledge about theories of motivation, though useful it is not enough to
motivate employees at work situations. A manager must know specific ways,
which could help him, motivate his subordinates. Some of the motivational
theories followed by the managers are as follows.
MASLOWS HIERARCHY OF NEEDS: Abraham Maslow hypnotized
that with in every human being there exists a hierarchy of five needs they
are.
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The physiological needs are the basic requirements of life such as food and
drink. The safety needs includes the feeling of security and protection from
physical and emotional harm. The social needs are acceptance from others,
affection, belongingness and friendship. The self-esteem needs are those
needs, which includes internal esteem factors such as self-respect, autonomy
and achievement, and external esteem factors such as status, recognition, and
attention. The self actualization needs drive to become what one is capable of
becoming, includes growth, achieving one's potential, and finding self
fulfillment.
MCSRESOR'S THEORY X & THEORY Y: Douglas McGregor was an
American social psychologist that conducted a variety of research projects on
'Motivation' & 'General behavior' of people in organization.
He described two views, which he culls theory 'X', & theory 'Y'. Theory X
assumes that the average worker is lazy and dislikes works. He is unambitious,
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selfish, avoids responsibility and has no concern for organization objectives.
Theory y states that people are not by nature as theory X but they become so as
a result of their treatment in the organisation. Infact work is as natural as play
and rest. They seek responsibility and have a great resource of self-direction,
contribution to problem solving and cooperation.
HERZBERS'S MOTIVATION
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friendly and warm relations with others.Need for Power(n Pow) the desire to
control others, to influence their behavior or to be responsible for others.
ALDERFER'S ER
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CHAPTER-IV
EXISTING SYSTEM IN THE ORGANIZATION
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EXISTING SYSTEM IN THE ORGANIZATION
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CHAPTER-V
DATA ANALYSIS
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DATA ANALYSIS
Your association with Global hospital has been from
DURATION RESPONSES
Less than 1year 04
Between 1-2 years 06
Between 2-3 years 03
Above 5 years 07
20%
30%15%
35%
Less than 1
year
Between 1-2
years
Between 2-3
years
Above 5 years
Interpretation:
20% of (He respondents are associated with Global from less than J year,
30% are between 1-2 years, 15% are between 2-3 years, and 35% are
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associated from 5 years
What do you think "motivation" help employees to show there
OPTIONS REPONCES
Present Performance 03
Highly Potential 05
Multi- skill 04
All the yhovc 08
15%
25%
20%
40%
Present
Performance
Highly Potential
Multi- skill
All the yhovc
Interpretation;
15% of the respondents feel that motivation helps the employees to
show their
present performance, 25% of them feel high potential, 20% of them feel
motivation helps them to show their multi-skills, and 40% of respondents
feel that
motivation helps them to show all of the above options.
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To reduce the boredom in work, the organization should do.
OPTIONS RESPONCBS
Job Rotation 12
Job Retrenchment 02
Job Enlargement 03
All of the above 03
60%10%
15%
15%
Job Rotation
Job
Retrenchment
Job
Enlargement
All of the above
Interpretation
60% of respondents feel that, to reduce boredom in work the organization
should go for job rotation, 10% prefer job retrenchment, 15% prefer job
enlargement, and 15% of respondents prefer all of the above
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Which can motivate the employees well.
OPHONS RESPONCES
Cash 01
Recognition 05
Appreciation 06
Rewards / promotions 08
5%
25%
30%
40%
Cash
Recognition
Appreciation
Rew ards /
promotions
Interpretation
5% of the respondents feel that cash will motivate more to work well, 25% prefer
recognition, 30% prefer appreciation, and 40% of the respondents feel
rewards/promotions will motivate the employees to work well.
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If an employee's are not promoted to another post, even he/she have been
working since 2 years sincerely, he/she will
..............................................................................................................
10%
35%
10%
45%
Want to leave
the
organization
Want to stay in
the org
patiently
Ask your head
about
promotion
Ask your head
about
increments.
Interpretation:
3
OPTIONS RESPONCES
Want to leave the organization 02
Want to stay in the org patiently 07
Ask your head about promotion 02
Ask your head about increments. 09
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10% of the respondents feel to leave the organization, 35% of them want
stay to
organization patiently,! 0 % of respondents feel to ask their head about the
promotions, and 45% of them feel to ask their head about their increments
Are you satisfied with Global Hospital policies in various aspects?
OPTIONS RESPONCES
Yes 15
No 02
Not known 03
75%
10%
15%Yes
No
Not known
Interpretation:
75% of the respondents are satisfied with the policies of the Global
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Hospital, 10% of them are not satisfied with them, and 15% of them do
not known about the policies.
Heavy burden of work makes the employee's feel.
OPTIONS RESPONCES
Stress 13
Demotivated 04
Fatigue 02
Others 01
65%20%
10% 5% Stress
Demotivated
Fatigue
Others
Interpretation
65% of respondents feel stress, 20% of them feel demotivated, and 10% of
them fatigue and 5% of the respondents feel other situation when they have
heavy burden of work.
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Employees are recognized as individuals.
OPTIONS RKSPONCES
Strongly Agree 06
Agree 09
Neutral 03Disagree 02
Strongly disagree 00
30%
45%
15%10% 0%
Strongly Agree
Agree
Neutral
Disagree
Strongly
disagree
Interpretation
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30% of the respondents strongly agree that the employee's arc recognized as
individuals, 45% of them agree and 15% of them feel neutral and 10% of respondents
disagree with thisstatement.
The organization makes sure that employees enjoy their work
and there is a high level of job satisfaction
*OPTIONS RES PONCES
Strongly Agree 04
Agree 09
Neutral 05
Disagree 02
Strongly disagree 00
20%
45%
25%
10% 0%
Strongly Agree
Agree
Neutral
Disagree
Strongly
disagree
Interpretation
20% of the respondents feel that there is high level of job satisfaction and
work is
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very enjoyable,45% of them feel that job satisfaction is good,25% of them it
is
average,10% of them feel that there is low job satisfaction.
When the employee is under stress due to work pressures or personal problems,
there is a lot of support from the superiors and colleagues
OPTIONS RESPONCES
Strongly Agree 06
Agree 09
Neutral 03
Disagree 02
Strongly disagree 00
30%
45%
15%10% 0%
Strongly Agree
Agree
Neutral
Disagree
Strongly
disagree
Interpretation
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20% of the respondents feel their get lot of support from their superiors and
colleagues,55% of them feel good, J0% of them feel that it is average, and 15% of
them
feel that there is no support from their superiors and colleagues
"mere is a nign degree of encouragement irom tne superiors, and the feedbacK or
advice given in the direction of work is considered seriously for self-improvement
and development.
OPTIONS RESPONCES
Strongly Agree 03
Agree 08
Neutral 04
Disagree 03
Strongly disagree 02
15%
40%20%
15%10%
Strongly Agree
Agree
Neutral
Disagree
Strongly
disagree
Interpretation
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15% of the respondents feel that there is high degree of encouragement from
the
superiors, 40% of them feel good, 20% of them feet average and that the feedback
from
the seniors is sometimes helpful in improving themselves, and 15% of them are
not
satisfied, and 10% of them are totally disagree with this statement.
The continuous assessment of performance appraisal will improve
your work standards
OPTIONS RESPONCES
Strongly Agree 5
Agree 11
Neutral 4
Disagree 0
Strongly disagree 0
25%
55%
20%
0%
0%
Strongly Agree
Agree
Neutral
Disagree
Strongly
disagree
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Interpretation
55% of the employees agree that the continuous assessment of the performance appraisal will
improve work standards.25% of them strongly agree and are neutral about the continuous
assessment of the performance appraisal will improve their work standards.
Good working condition can motivate the employee more.
OPTIONS RESPONCES
Strongly Agree 11
Agree 9
Neutral 0
Disagree 0
Strongly disagree 0
55%
45%
0%
0%
0%
Strongly Agree
Agree
Neutral
Disagree
Strongly
disagree
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Interpretation
55% of employees strongly agree that good working condition can motivate the
employees more, 45% of them agree that good working condition can motivate the
employees more.
Training programs held will help to improve the technical and behavioral
skills to do job betters.
OPTIONS RESPONCES
Strongly Agree 6
Agree 11
Neutral 1
Disagree 1
Strongly disagree 1
30%
55%
5%
5%
5%Strongly Agree
Agree
Neutral
Disagree
Strongly
disagree
Interpretation
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30% of the employees strongly agree that training programs will help to improve
the technical and behavioral skills to do the job better.
Career opportunities are pointed out and career development
programs are organized according
RESPONCES
25%
35%
25%
10% 5%
Strongly Agree
Agree
Neutral
Disagree
Strongly
disagree
Interpretation
25% of the employees strongly agree that career opportunities are pointed out and
career development programs are organized, 35% of them agree with that
programs, 25% are them are in neutral, 10% of them disagree with this
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statement, 5% of them strongly disagree that career opportunities and
development programs
are organized.
Recreation programs an informal gathering is held as when
required.
OPTIONS RESPONCES
Strongly Agree 5
Agree 10
Neutral 3
Disagree 1
Strongly disagree 1
25%
50%
15%5% 5%
Strongly Agree
Agree
Neutral
Disagree
Strongly
disagree
Interpretation
25% of the respondents feel that the entertainment programmes and the informal
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gathering are arranged as and when required, 25% of them have an average
opinion on
this.50%feel that the recreation levels are low.
The medical and post retirement benefits are sufficiently satisfactory.
OPTIONS RESPONCES
Strongly Agree 4Agree 7
Neutral 5
Disagree 2
Strongly disagree 2
20%
35%25%
10%10%
Strongly Agree
Agree
Neutral
Disagree
Stronglydisagree
Interpretation
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20% of the respondents strongly feel that the medical and the post retirement
benefits, 35% of them feel that they are good+25% of them are in neutra 1,10% of
them disagree with
this statement.
There are major challenges in the job, which act as motivating
factors.
OPTIONS RESPONCES
Strongly Agree 7
Agree 5
Neutral 4
Disagree . 3
Strongly disagree 1
35%
25%
20%
15% 5%
Strongly Agree
Agree
Neutral
Disagree .
Strongly
disagree
Interpretation
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35% of the respondents feel that the level of challenges in the job, which act as
motivating
factors are good, 25% of them are having an average opinion on this, finally
20% of them
feel neutral about this, and 15% of them disagree with the statement.
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The organization environment is conflict free and the organization
structure
and quality of work life are very encouraging.
OPTIONS RE SPONGES
Strongly Agree 06
Agree 07
Neutral 04
Disagree 01
Strongly disagree 02
30%
35%
20%
5%
10%
Strongly Agree
Agree
Neutral
Disagree
Strongly
disagree
Interpretation
30% of the responded feel that there is high level of conflict free and
conducive environment provided by the organization, and a good quality of work
life is provided
which is encouraging
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You as an individual are proud to be associated with "Global
Hospital".
OPTIONS RESPONCES
Strongly Agree 13
Agree 05
Neutral 02
Disagree 00
Strongly disagree 00
65%
25%
10% 0%0%
Strongly Agree
Agree
Neutral
Disagree
Strongly
disagree
Interpretation
90% of the respondents are very proud to be with Global hospital, only 10% of them
feel the association with the organization is satisfactory
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CHAPTER-VI
FINDINGS
CONCLUSIONS& SUGGETIONS
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FINDINGS CONCLUSIONS& SUGGETIONS
FINDINGS:
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CONCLUSIONS:
1. Most of the employees responded that Motivation helps the employees to
show their present performance, high potential and multi-skills.
2. There is not much job rotation in the organization. The movement of
an employee is mostly restricted to same department only.
3. The rewards and promotions give to the employees for finding innovative
and better ways of doing the task is average.
4. There is a lot of stress at the time of the time of heavy burden of work. The
employees are all treated as individuals. There is an individual recognition.
5. The level of job satisfaction of employee is above average. The feedback
/advice given by the seniors is not considered seriously for self
improvement.
6. The support provided by the seniors and colleagues during the time of stress
is average.
7. The continuous assessment of performance appraisal will increase the work
standards is 100% right.
8. There are not many career opportunities pointed to the employees. The
career- development programmes are not very motivating. JO. Recreation
programmes and informal gatherings are not held very frequently.
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11.The medical benefits and post retirement benefits are not. satisfied. They
are not encouraging. Only few of the employees are happy with benefits
72. The employees are satisfied with available challenges in their job.
13. The environment within the organization that is conductive and quality of work
life is not very motivating and encouraging.
74.The employees arc very happy Lo be ;i part of (ilobal Hospital. The level of
association with Global Hospital is very high.
SUGGETIONS;
. Steps must be lakcn lo increase the level of trust and confidence among the
employees. Tram spirit, should be given more importance.
2. Senior should be more encouraging towards the employees .They should be
in a position to accept the advice given so that they can improve
themselves.
3. The organization should take measures to appreciate and reward
the employees to find innovative better way of doing the tasks.
4. There may be improvement needed in the level of freedom of expression
available. The involvement of employees in decision should also increase.
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There can be a shift towards participative management.
5. The organization must involve more in career related programmes.
Employee career graphs need to be drawn so that she/he knows what to do
and how go about in improving their career. This would encourage the
employees and thus would increase their efficiency.
6. The effective and continuous appraisal enables to reward achievement and
encourage continuous improvement. Plan to use appraisal to
discuss rewards that satisfies the needs of individuals and the organization,
rather than focusing on pay reviews alone.
7. Though the benefits provided by the organization are very encouraging
there is a need of some informal gatherings where the families can also
brought together. Thus there is need to improve recreation facilities.
8. To achieve top performance from others, it is necessary to excite their
interest in our ideas. Building trusting relationships with
individuals, understand their values, involve them in decision making,
secure their commitment and give the necessary support.
9. Feedback helps people to see themselves as others see them. Without
feedback an employee continues to perform in a way that it is more longer
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effective.
10. Stress is the situation where a person needs external and internal support.
Thus all the seniors and employees should be able to gauge the increase
interest in stress on an employee and the needed support should provided
to them. This would make all the employees feel secured and protective.
11. All work and no play is a recipe for becoming less productive at work and
less fulfilled at play. If it is continue to build on and develop the efficiency
at work, it is important to maintain a healthy balance between work and
leisure.
12. Every employee should have an individual recognition in parallel to group
recognition; else there would creep in feelings of low competitive spirit,
disinterest etc. To avoid such circumstances every individual interest
should be taken care of.
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QESTIONNAIRE
ON
MOTIVATION"
Dear respondent,
The following statements relate to efficiency of " Motivation " in Global
Hospital. Please give your opinions for the statements using four-point scale &
weighted average method. The information provided by you will be kept
confidential^1 will be used for the purpose of the study only.
General Information:
Name: Emp code: Designation: Department:
1. Your association with Global Hospital has been from
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a. Less than 1 year.
b. lielwix'n 1-2 years
c. Between 2-3 years
d. Above 5 years
2. What do you think; " motivation" helps employees to show
there
a. Present performance
b. High potential
c. Multi-skills
d. All the above
3. To reduce boredom in work, what should the
organization do?
a. Job rotation
b. Job retrenchment
c. Job enlargement
d. All the above
4. According to you, which can motivate more to work well.
a. Cash
b. Recognition
c. Appreciation
d. Rewards/promotions
e. Any other, mention...
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5. If you are not promoted to anotherpost, even you
have been working since 2
years sincerely then, what will you do?
a. Want to leave the organization
b. Want to stay in organization patiently
c. Ask your about promotion
d. Ask your head about your increments
6. Are you satisfied with Global Hospital policies in various
aspects?
a. Yes
b. No
c. Not known
7. Heavy burden of work makes you feel...
a. Stress
b. Demotivated
c. Fatigue d. any other, please mention...
STRONCI.V ACRIW NF.UTRA f OlSACKEE ACKH- I,
8. Employee are recognized as 0 GOO
individuals
9. The organization makes sure 0000
lhal employees enjoy iheir
work and there is a high level
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of job satisfaction.
10. When an employee is under 0000 stress due to work pressures
or
personal problems, there is a
lot of support from the superiors and colleagues.
11. There is a high degree of 0 0 0.0
encouragement from the
superiors, and the feedback or
advice given in the direction of
work is considered seriously
for self-improvement and
development.
12. The continuous assessment of 0 0 0
0
performance appraisal will improve your work standards.
13. Good working condition can 0000 motivate the employees
more.
14. Training programmes hclcls, 0000
will help to improve the
technical and behavioral skills
to do the job betters.
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15. Career opportunities are 0000
pointed out and career
development programmes are
organL/CL! accordingly.
16. Recreation programmes and 0000 informal gathering arc held
us
when required.
17. The medical and post 0000 retirement benefits are
sufficiently satisfactory.
18. There are major challenges in O O O
0
the job, which act as motivating factors.
19. The organization environment 0000
is conflict free and the
organization structure and
quality of work life are very
encouraging.
20. You as an individual are proud 0000
to be associated with "Global Hospital".
| TOTAL
iTfjiWKi'Yov KMtiW?,213WjtMD co-cxpEwnow,
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BIBLIOGRAPHY
0 PERSONNEL/HUMAN RESOURCE MANAGEMENT
-STEPHEN P. ROBBIN
0 ORGANISATION BEHAVIOUR
-KOONTZ
0 HUMAN RESOURCE MANAGEMENT AND INDUTRIAL RELATIONS.
-P.SUBBA RAO
0 MARKETING RESEARCH
-G.C.BERI.
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