A STUDY ON EMPLOYEE MOTIVATION

AT
Dr. REDDY’S LAB
Synopsis Submitted
By
Ms. ROOHI FATIMA
ROLL NO 1403-19-672-044

DEPARTMENT OF BUSINESS MANAGEMENT

ANWARUL ULOOM COLLEGE OF BUSINESS MANAGEMENT
NEW MALLEPALLY, HYD.
2021
 INDEX

S. NO TOPICS

1 INTRODUCTION

2 REVIEW OF LITERATURE

3 IMPORTANCE/NEED OF THE STUDY

4 OBJECTIVE OF THE STUDY

5 RESEARCH METHODOLOGY

6 SCOPE OF THE STUDY

7 LIMITATIONS OF THE STUDY

8 BIBLIOGRAPHY
 INTRODUCTION

Motivation has been variously defined by scholars. Usually one or more of these words are included in
the definition: desires, wants, aims, goals, drives, movies and incentives. Motivation is derived from the
Latin word ‘Move on’ which means “to move”. Human motives are internalized goals within individuals.
A motive is an inner state that energies activates, or moves and directs or channels behavior towards
goals. The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special reference to
Dr. Reddy’s Lab; Hyderabad is mainly conducted to identify the factors which will motivate the
employees and the organizational functions in Dr. Reddy’s Lab, Hyderabad.

Management’s basic job is the effective utilization of human resources for achievements of organizational
objectives. The personnel management is concerned with organizing human resources in such a way to
get maximum output to the enterprise and to develop the talent of people at work to the fullest
satisfaction. Motivation implies that one person, in organization context a manager, includes another, say
an employee, to engage in action by ensuring that a channel to satisfy those needs and aspirations
becomes available to the person. In addition to this, the strong needs in a direction that is satisfying to the
latent needs in employees and harness them in a manner that would be functional for the organization.

Employee motivation is one of the major issues faced by every organization. It is the major task of every
manager to motivate his subordinates or to create the ‘will to work’ among the subordinates. It should
also be remembered that a worker may be immensely capable of doing some work; nothing can be
achieved if he is not willing to work. A manager has to make appropriate use of motivation to enthuse the
employees to follow them. Hence this studies also focusing on the employee motivation among the
employees of Dr. Reddy’s Lab.

When considering ways to motivate employees keep in mind that each individual is different and
therefore everyone is motivated by different things. While one employee may be motivated by money
another may be motivated by working with supportive coworkers. One way to find out what motivates
your employees is to discover their wants and needs. One way to do this is by performing surveys or
questionnaires. Below are several factors that can motivate employees.

Incentives: Incentivizes are one of the most common ways of motivating employees. Employee
incentives can be money, gift cards, gifts, vacation trips, etc. The best way to decide what incentive to use
to motivate employees is by asking them what they would like. You may be surprised that it’s not always
money that an employee seeks.
Responsibility: Show your employees that you trust them by giving them responsibilities. Employees
usually like having some control and making choices. It makes them feel as if they are a necessary part of
the business.

Pleasant work environment: If an employee is working in an environment where there is a lot of

negativity between management and employees this can diminish his/her motivation. An employee will
be more motivated if he/she is working with supportive co-workers and management.

Interesting work: Performing the same tasks everyday will become boring and repetitive for
employees unless they enjoy what they do. Find out what tasks your employee is good at and enjoys
doing. Providing your employee with a task he/she enjoys can prove to be an effective method of
motivating employees.

Listen: Listen to your employee’s concerns and take them seriously. Employees can become more
motivated when they discover that you care about their concerns and problems.

Reward Good Work: Acknowledge employees who put in the extra effort. You can have an
“Employee of the Month” or Certificates of Appreciation. Employees like to feel that their hard work is
being acknowledged. Even a simple Thank You can show appreciation and improve employee morale.

Job security: When motivating employees, job security is essential. If employees feel they might be
fired or laid off they are more likely not to put their best efforts into the job.

Promotion/ Growth: Most employees have a natural wanting to improve. Everybody has dreams of
where they wish to be in the future. If there is no goal or growth to be achieved, there is nothing to
motivate them to work harder.
 REVIEW OF LITERATURE

Motivating employees is vital to any business. Rich Henson has said in his studies that
motivating employees is a lot like bathing. The results are not permanent, but it’s something you
should be doing on a regular basis. Every employee can use a shot of motivation from time to
time, no matter how much of a self-starter the person is. It’s easy to tell when people are properly
motivated because they:

(1) Look for better ways to do a job

(2) Care about customers

(3) Take pride in the work, and

(4) Are more productive.

Leaders motivate people to follow a participative design of work in which they are responsible
and get it together, which make them responsible for their performance.
Aguinis et al. (2013) stated that monetary rewards can be a very powerful determinant of
employee motivation and achievement which, in turn, can advance to important returns in terms
of firm level performance. Vuori and Okkonen (2012) stated that motivation helps to share
knowledge through an intra-organizational social media platform which can help the
organization to reach its goals and objectives. Den and Verburg (2004) found the impact of
high performing work systems, also called human resource practices, on perceptual measures of
firm performance. Ashmos andDuchon (2000) recognizes that employees have both a mind and
a spirit and seek to find meaning and purpose in their work, and an aspiration to be part of a
community, hence making their jobs worthwhile and motivating them to do at a high level with a
view to personal and social development A motivated workforce means a highly productive staff,
all of which will help to achieve business goals. And this should be a main objective in
organizational and business plan.

According to Lockley (2012) offering training and development programs that effectively
contributes to personal and professional growth of individuals is another effective employee
motivation strategy. At the same time, Lockley (2012) warns that in order for motivational
aspects of training and development initiatives to be increased, ideally they need to be devised
and implemented by a third party with relevant competency and experience. Alternative working
patterns such as job-rotating, job-sharing, and flexible working have been branded as effective
motivational tools by Llopis (2012). Moreover, Llopis (2012) argues that motivational aspects of
alternative working patterns along with its other benefits are being appreciated by increasing
numbers of organisations, however, at the same time; many organisations are left behind from
benefiting from such opportunities.

Motivation is the art of creating conditions that allows everyone to get their work done at their
own peak level of efficiency (Gellerman, 1992). It helps people to focus their minds and
energies on doing their work as effectively as possible. It is the inner force that drives individuals
to accomplish personal and organizational goals (Lindner, 1998). Through motivation, skilled
leaders can bring out hidden or untapped capabilities of their people. At the same time, this will
give each person involved a greater degree of job satisfaction and make them more successful as
individuals.

Employees have the need to be motivated for survival. Motivated employees are needed in the
rapidly changing workplaces. Motivated employees are more productive, and they help
organizations survive. To be effective, managers need to understand what motivates employees
within the context of the roles they perform. Employees, on the other hand, must be willing to let
managers know what motivates them, and managers must be willing to design reward
systems that motivate employees.

Identifying the factors that affect the quality and quantity of employees' job performance is an
important issue in the study of work and the workplace. Managers routinely make assumptions
about the characteristics that enhance or detract from performance. It is generally assumed, for
example, that greater organizational commitment contributes to better performance as more
committed employees should be more motivated to work hard on their organization’s
behalf. Performance is also assumed to be affected by structural and task characteristics such as
whether employees are able to exercise autonomy and discretion in their work, the extent to
which their tasks are clearly defined, and whether they are rewarded for hard work (Cheng, et al,
1996).
 NEED OF THE STUDY

The study is intended to evaluate motivation of employees in the organization. A good

motivational program procedure is essential to achieve goal of the organization. These effects
may be seen in the context of an individual’s physical and mental health, productivity,
absenteeism and turnover. Employee delight has to be managed in more than one way. This
means innovation and creativity. It also means a change in the gear for HR policies and practices.
This study helps the researcher to realize the importance of effective employee motivation. This
research study examines types and levels of employee motivational programmes and also
discusses management ideas that can be utilized to innovate employee motivation. It
helps to provide insights to support future research regarding strategic guidance for organizat
ions that are both providing and using reward/recognition programs.

OBJECTIVE OF THE STUDY

 To analyze and examine the effectiveness of Motivation programmers in Dr. Reddy’s

Lab.
 To study the employee’s opinion on the Motivation in Dr. Reddy’s Lab.
 To study the important factors which are needed to motivate the
employees.
 To study the effect of monetary and non-monetary benefits provided by the
organization on the employee’s performance

 To study the effect of job promotions on employees Motivation.

 To learn the employee’s satisfaction on the interpersonal relationship exists in the
organization
 To provide the practical suggestion for the improvement of organization’s Performance.
 RESEARCH METHODOLOGY

Research is a systematic method of finding solutions to problems. It is essentially an

investigation, a recording and an analysis of evidence for the purpose of gaining knowledge.
According to Clifford woody, “research comprises of defining and redefining problem,
formulating hypothesis or suggested solutions, collecting, organizing and evaluating data,
reaching conclusions, testing conclusions to determine whether they fit the formulated
hypothesis.

1. Sampling Design: A sample design is a finite plan for obtaining a sample from a given
population. Simple random sampling is used for this study.
2. Universes: The universe chooses for the research study is the employees of Dr. Reddy’s
Lab.
3. Sampling Procedure: The procedure adopted in the present study is probability
sampling, which is also known as chance sampling. Under this sampling design, every
item of the frame has an equal chance of inclusion in the sample.
4. Primary Sources: Primary data are in the form of “raw material” to which statistical
methods are applied for the purpose of analysis and interpretations. The primary sources
are discussion with employees, data’s collected through questionnaire.
5. Secondary Sources: Secondary data’s are in the form of finished products as they have
already been treated statistically in some form or other. The secondary data mainly
consists of data and information collected from records, company websites and also
discussion with the management of the organization. Secondary data was also collected
from journals, magazines and books.
6. Sample: A finite subset of population, selected from it with the objective of investigating
its properties called a sample. A sample is a representative part of the population. A
sample of 120 respondents in total has been randomly selected. The response to various
elements under each questions were totaled for the purpose of various statistical testing.
7. Variables of the Study: The direct variable of the study is the employee motivation
Indirect variables are the incentives, interpersonal relations, career development
opportunities and performance appraisal system.
 8. Questionnaire: A well-defined questionnaire that is used effectively can gather
information on both overall performance of the test system as well as information on
specific components of the system. A defeated questionnaire was carefully prepared and
specially numbered. The questions were arranged in proper order, in accordance with the
relevance.
9. Presentation of Data: The data are presented through charts and tables.
10. Tools and Techniques for Analysis: Correlation is used to test the hypothesis and draw
inferences.

SCOPE OF THE STUDY

The study is intended to evaluate motivation of employees in the organization. A good

motivational program procedure is essential to achieve goal of the organization. If efficient
motivational programmes of employees are made not only in this particular organization but also
any other organization; the organizations can achieve the efficiency also to develop a good
organizational culture. Motivation has variety of effects. These effects may be seen in the context
of an individual’s physical and mental health, productivity, absenteeism and turnover. Employee
delight has to be managed in more than one way. This helps in retaining and nurturing the true
believers “who can deliver value to the organization. Proliferating and nurturing the
number of “true believers” 1is the challenge for future and present HR managers. The scope is
limited to the Dr. Reddy’s Lab employees in Hyderabad Region.

LIMITATIONS OF THE STUDY

 This study covers those employees who are working at Dr. REDDY’s LAB
 The statement and knowledge may vary from person to person. The response given
by the respondents are taken for granted, though they are not uniform.
 Since names are mentioned in most of questionnaires, most of the employees
answered favorable to the company. This might have led to wring finding in the
study.
 The interpretation being based on percentage method is not definite.
 The report is subjects to changes with fast changing scenario.
 BIBLIOGRAPHY

 Books
1. Human Resource Management, PHI, New Delhi, 2003, GARYDESSLER

2. Strategic Human, MC Graw Hills IV edition, 2006 CHARLES GREER

3. Performance Management, Macmillan India, New Delhi, 2003, PREM CHADDHA
4. Human resource management, PHI, New Delhi, 2003, P.SUBBA RAO
5. https://en.wikipedia.org/wiki/Motivation.
6. The Importance of Motivation.
7. https://www.boundless.com/management/textbooks/boundless -management-textbook.
8. https://www.google.com.sa/search?site=&source=hp&q=importance+of+motivating
employee.
9. Importance of Employee Motivation, speedupcareer.com.
10. Why Do Organizations Need to Motivate Their Employees? By Catherine Lovering.
11. Why is Employee Motivation So Important for Performance? Posted By Jason
Silberman On May 9, 2013 Posted In Employee Performance.
12. How to Measure the Motivation of Your Employee by James Green.
13. http://smallbusiness.chron.com/measure-motivationemployee.
14. How to Measure Motivation in a Workplace by David Lipscomb,
http://work.chron.com/measure-motivationworkplac.