TITLE A STUDY ON IMPACT ON

MOTIVATION AMONG EMPOYEES

NAME OF THE STUDENT RAHIMUNNISA MUKHTAR SHAIKH

ROLL NO 21303A0040

COURSE B.COM(BANKING AND INSURANCE)

DIVISION A

GUIDE NAME MS.RIDDHI GADA

GUIDE SIGNSATURE MS. RIDDHI GADA

A STUDY ON IMPACT ON MOTIVATION AMONG EMPLOYEES

1. INTRODUCTION :-

Motivation is a fundamental factor in the realm of organizational

psychology, influencing the attitudes, behaviors, and overall
performance of employees. It is the driving force that encourages
individuals to put forth their best efforts, stay committed to their
tasks, and contribute positively to their workplace. This study
delves into the multifaceted nature of motivation among employees
and aims to uncover the various factors that impact it.
.In today's dynamic and competitive business environment, where
talent retention and productivity are paramount, understanding
what motivates employees is crucial. Employers recognize that
motivated employees are more likely to go the extra mile, exhibit
higher job satisfaction, and stay loyal to their organizations.
Conversely, a lack of motivation can lead to decreased
productivity, higher turnover rates, and reduced overall morale.

2. OBJECTIVES:-

1. Identify Key Motivational Factors: Analyze and identify

the primary factors that influence employee motivation,
encompassing both intrinsic and extrinsic motivators.
2. Employee Motivation Levels: Develop a reliable method
for measuring and assessing employee motivation levels
within the selected sample of organizations.
3. Understand the Effects on Performance: Investigate how
variations in employee motivation impact job performance,
productivity, and overall job satisfaction.
4. Examine Organizational Implications: Explore how
motivation levels among employees affect organizational
outcomes, such as employee retention, engagement, and
overall success.
 5. Provide Recommendations: Based on the findings, offer
practical recommendations and strategies for organizations
to enhance and sustain employee motivation, fostering a
more positive and productive work environment.

2. METHOD OF DATA COLLECTION :-

A. PRIMARY DATA:-

a. Questionnaire Development :- Create a focused survey

with questions about motivation factors, job satisfaction, and
performance metrics.
b. Sample Selection:-Choose a diverse group of employees,
ensuring representation across different roles and
departments.
c. Data Collection:- Administer the survey via online forms or
interviews to gather employee responses.
d. Data Analysis:- Use statistical tools to examine the data,
identifying key insights into motivation drivers.
e. Findings Interpretation:-Interpret the data to understand
how motivation impacts job performance and organizational
outcomes.
f. Recommendations:- Provide actionable suggestions to
improve motivation and enhance workplace satisfaction

B. SECONDARY DATA:-

a. Literature Review:-Conduct a comprehensive review of existing

research, articles, books, and reports related to employee
motivation. Summarize key findings and theories.
b. Data Sources:-Identify and access reputable secondary data
sources, such as academic journals, industry reports, government
publications, and online databases.
c. Data Extraction:- Extract relevant data and statistics from these
sources, focusing on information that aligns with your research
objectives.
d. Data Analysis:- Analyze the gathered secondary data to identify
trends, patterns, and insights related to employee motivation and its
impact on organizational outcomes.
e. Comparison:- Compare the findings from your secondary data
analysis with your primary data to validate and enhance the overall
understanding of employee motivation.
f. Integration:-Integrate the insights from both primary and
secondary data to provide a comprehensive view of the topic in
your research findings.

4.SCOPE OF THE STUDY:-

a. Geographic Focus: The study will be conducted within a

specific geographic region or industry.
b. Employee Levels: It will encompass employees at all
organizational levels, from entry-level to senior
management.
c. Motivation Factors: The research will examine both
intrinsic and extrinsic motivation factors, including job
satisfaction, compensation, career growth, work-life balance,
and organizational culture.
d. Performance Metrics: Performance indicators such as
productivity, job commitment, and employee turnover rates
will be considered to assess the impact of motivation.
e. Recommendations: The study aims to provide actionable
recommendations for organizations to improve employee
motivation, contributing to enhanced workplace satisfaction
and overall organizational success.
5. LIMITATIONS:-

a. Sampling Bias:-The study's findings may be influenced by the

self-selection bias of participants who voluntarily choose to
respond to surveys or interviews.
b. Generalization:-The results may not be applicable to all
industries, as the study may focus on a specific sector or
organization type.
c. Data Reliability:- The accuracy of findings relies on the honesty
and accuracy of responses provided by employees, potentially
introducing response bias.
d. Time Constraints:- The study's duration and data collection
timeframe may limit the ability to capture long-term motivational
changes.
e. Resource Limitations:-Access to resources, such as funding and
personnel, may impact the depth and breadth of the research.
f. External Factors:- External events or changes in the business
environment could influence motivation levels, making it
challenging to isolate causality.

6. CONCLUSION:-

In conclusion ,this study on the impact of motivation among employees

has shed light on the multifaceted nature of motivation within the
workplace. We have explored intrinsic and extrinsic factors ,their effects
on job satisfaction and performance and the implications for
oraganizations. While this research has provided valuable insights , its
essential to acknowledge its limitations ,such as potential sampling bias
and the challenge of generalization.