PRESENTED BY:

DEBABRATA PRADHAN -10

DEBJYOTI BANDYOPADHYAY-11
SOUMYA CHINA-27
SUDIPTO CHAKRABORTY-32
TANMOY DAS-34
Definitions
Motivation
Motivation is a process that starts with a
physiological or psychological deficiency or need
that activates behaviour or a drive that is aimed at
a goal or incentive.
Work motivation
Work motivation is defined as the willingness to
exert high levels of efforts toward organizational
goals, conditioned by the effort’s ability to satisfy
some individual need.
Motivational factors

Many different factors can motivate

 Financial

• Pay, bonus

• Benefits for e.g: holidays, pension

 Non financial

 Sense of achievement

 Responsibility and empowerment

 Opportunities for advancement

 Challenge and enjoyment

Motivational Theories

 Maslow’s hierarchy of needs

 Herzberg’s two factor theory
 Alderfer’s ERG theory
 McClelland’s theory
Introduction to HDFC SL
Second largest private life insurance company
in India
Leading retail service across India
o Over 567 branches across India
o Over 15000 employees all over the country
Continued growth relies on satisfied
customers
o Depends on motivated, flexible and well trained staff
Listed amongst the 100 top companies to work
for according to Economic Times
o Ranked 37 in India
HDFC SL’s motivation activities
 HDFC SL’s financial reward of package
 Relevant and targeted financial and non financial benefits
 Effective communication
 Intranet, newsletter, daily team meetings, 1 to 1 discussion.
 Regular staff satisfaction survey highlights view.
 Value awards
 Recognition of staff effort by themselves.
 Strategic career planning
 Personal development plans
 Training and learning opportunities
HDFC induction program : SPARSH

Employee and administration engagement program

This program covers all the aspects of strengths and
weaknesses within the organisation.
Employee feedbacks are taken into account for the
betterment of the organisation.
Through this program employees get more
motivated to increase the productivity of the
organisation
 THE CASE
Case: Work motivation for HDFC SL employees

Abhishek Bhattacharya completed his MBA with specialization in HR from ICFAI, Hyderabad in 2009.He
got employed in Coca Cola in Mumbai as an executive HR trainee. But his Father died on Nov.2009 and as a
result he left Coca Cola and came back to Kolkata. He decided to stay back in Kolkata to support his family
and joined HDFC Standard Life as a Sales Manager.
After joining he realized he is nothing but a salesman, selling insurance policies to people. Having a
specialization in HR he disliked this job of a salesperson. For every failure in achieving the targets set down
he got rebuked by his boss, Mr. Ashutosh Tripathy. His boss did not listen to his problems and stressed on
achieving his target by hook or crook. Abhishek started looking down upon himself and was very low in
confidence. He was totally demoralized by his boss’s behavior and also dissatisfied with his job profile, the
signs of which showed prominently in his performance. He surfed the internet visiting various websites in
search of a new job. During this troubled times all his colleagues constantly helped him in his job and the
office environment was the only thing on his side. This included personal workstation, air-conditioned rooms,
pure drinking water, clean toilets, large canteen where he could relax with his colleagues and discuss his
problems. Beside this the security of the job interested him which included pension of Rs.3000 p.m. Death
Claim of Rs.19 lakhs, Family Insurance of 16 lakhs, family medical check-up at AMRI, Appolo Glenneagles,
Columbia Asia.
The company comes to know about his dissatisfaction in March 2010 when was asked by his boss to organize
a drama for the program Umang. In spite of being an expert in this field as he had been involved in dramas
from his school days his venture turned out to be a big flop. It was later noticed that he copied the concept of
the drama from a movie. His boss realized something was terribly wrong with Abhishek as he could not relate
his performance to his qualifications. His boss realized that Abhishek was somehow dissatisfied with his job
and hence could not perform. Mr. Tripathy observed Abhishek from March to June and concluded that he
could not perform no matter how much he tried to help him. By June he could not fulfill any target set down
for him. Mr. Tripathy sent Abhishek to regional HR-head Probal Moitra for personal counseling but Abhishek
was not satisfied with the meeting.
WHAT ARE THE REASONS BEHIND
ABHISHEK’S DEMOTIVATION ?

According to Herzberg’s theory the following criterias

were not satisfied:

HYGIENE FACTORS MOTIVATORS

•Level and quality of •Sense of achievement

supervision •Recognition
•Inter-personal •Responsibility
relationships •Nature of the work itself
•Advancement
WHY ABHISHEK DID NOT LEAVE HIS
JOB?
 According to Herzberg’s Theory the following criterias
were satisfied:

HYGENE FACTORS:
• Work environment
• Job security
• Company policies & administrative
procedures
• Inter personal relationships at work
HOW DOES THE RM DECIDES TO
MOTIVATE ABHISHEK ?
Steps taken by HDFC SL to solve the problem
Mr. Tripathy then informed Aparajit Bhattacharya, the regional manager, HDFC
SL, Kolkata-I. Mr. Bhattacharya started monitoring Abhishek and also helped him in
every task. Mr. Bhattacharya appreciated Abhishek when he did well and even when
he did not, to his surprise. During this period he got training for any difficulties
through the learning and development programs organized by HDFC SL such as
Utkarsh(different levels). This lead to enhancement and sharpening of his skill set
which gradually increased his work performance. Personalized counseling by Mr.
Tirthankar Bhattacharya appointed RM was also of great help to Abhishek.
On 5th of August, 2010 another program Tarang was organized where the regional
manager asked Abhishek to direct a drama and even permitted him to take a leave
for a week so that he could solely concentrate on his new project. The drama was
accepted as the best all over the country in HDFC SL circle. Abhishek was flooded
with congratulatory remarks from HDFC SL employees from different parts of the
country. In fact Amitav Choudhary, CEO of HDFC SL, India personally appreciated
his work and congratulated him.
Highlights of RM’s Action

 Counseling Programs

 Responsibility

 Sense of achievement
A New Dawn…
Abhishek became a famous employee in HDFC SL circle overnight and his skills got
highlighted much to his liking. This slowly changed his outlook towards the company
as he realized that his company has a lot of expectations from him. This motivated him
a lot and he created a bond between him and the company. He started working
industriously for the company as a sense of responsibility, belongingness and pride
grew in him. He started liking his job and the main features that interested him were :
Customer interaction- Interacting with the customers ,sharing their emotions and
problems in money matters and a sense of satisfaction in solving their monetary
matters by suggesting various insurance policies.
Challenging nature of the job- Once he started performing he faced the challenges in
his stride, developed innovative strategies and solutions to attack the problems and
liked the fact that he had to perform there every day and would be appreciated for his
efforts.

He soon got a promotion in the month of September to the position of Sales

Development Manager which was a result of his high performance. He then got to
supervise new employees under him who were his financial advisors. These
consultants were paid commission on the basis of insurance policies they sold.
Abhishek started motivating them to nurture their dedication towards the job to get
better performance. He provided non monetary benefits like:
•Foreign trips
•Continuous recognition of their efforts through appreciation
WHAT ARE THE REASONS THAT BROUGHT
CHANGE IN ABHISHEK’s BEHAVIOUR AND
HIS ENTIRE OUTLOOK ON THE JOB ?
According to McClelland’s theory the three factors
that were responsible are:
Achievement
Affiliation
Power
Maslow’s theory
Alderfer’s ERG needs
What were the positive effects of
motivation on Abhishek ?
The positive effects of motivation on Abhishek were:
• Award for the Best Drama in Tarang in August.
• Promotion to Sales Development Manager in September.
• Collects premium worth Rs.15 lakhs for which that branch of HDFC
shot to the numero uno position among the other branches in Kolkata.
• Got awarded the Medal of Honour in October and Parambir Chakra in
November
• After that he got promoted to the post of Assistant Branch Manager.
Why work motivation is so important?
Motivated employees achieve more because they
 Are less likely to be absent

 Have greater loyalty

 Take more pride in work

Motivated employees result in:

Greater productivity

Better quality products or services

Lower staff turnover

Reduced absenteeism
Abhishek Bhattacharya