Employee Motivation

Presented By
 INTRODUCTION

 The project work entitled a STUDY ON EMPLOYEE MOTIVATION is mainly conducted to

identify the factors which will motivate the employees and the organizational functions IQ PEST
CONTROL PRIVATE LIMITED, Chennai.

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.

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.

The data needed for the study has been collected from the employees through questionnaires and
through direct interviews. Analysis and interpretation has been done by using the statistical tools and
data’s are presented through tables and charts
 INDUSTRY PROFILE

PEST RID | PEST CONTROL SERVICES IN CHENNAI, TAMILNADU, INDIA

 Our pest control work is 100% guaranteed. We’ve been treating pests in domestic and commercial
properties for over 10 years.You have the peace of mind knowing all pest control actvities and fumigation
is handled by experienced exterminators. From pest eradication and prevention right through to building or
pre-purchase inspections.
 Pest Control (india) Private Limited is a Non-govt company, incorporated on 30 Jul, 1954. It's a
private unlisted company and is classified as'company limited by shares'.
Company's authorized capital stands at Rs 300.0 lakhs and has 40.0% paid-up capital which is Rs 120.0
lakhs. Pest Control (india) Private Limited last annual general meet (AGM) happened on 30 Sep, 2016.
The company last updated its financials on 31 Mar, 2016 as per Ministry of Corporate Affairs (MCA).
Pest Control (india) Private Limited is majorly in Business Services business from last 68 years and
currently, company operations are active. Current board members & directors are ANIL SRIPAD RAO,
JOSHUA ANIL RAO and PRAMILA KANU CHATTERJEE .
Pest Control (India) Pvt. Ltd., was established in the year 1954 and is the first and largest pest
management company in India. PCI offers a comprehensive range of Professional Pest Management
Services and Quality Products and Equipment through a countrywide network of over 220 offices and
5500 employees.
 The longest serving director currently on board is Anil Sripad Rao who was appointed on 14
September, 2010. Anil Sripad Rao has been on the board for more than 11 years. The most recently
appointed director is Manoj Gupta, who was appointed on 01 April, 2020.
 COMPANY PROFILE

IQ PEST CONTROL PRIVATE LIMITED

 is a Private Company, who was incorporated 5 Year(s) 1 Month(s) 3 Day(s) ago on dated 19-Jan-2017 . IQ
PEST CONTROL PRIVATE LIMITED is classified as Non-Government and is registered at Registrar of Companies
located in ROC-CHENNAI. As regarding the financial status on the time of registration of IQ PEST CONTROL
PRIVATE LIMITED Company its authorized share capital is Rs. 100000 and its paid up capital is Rs. 100000.
Directors of IQ PEST CONTROL PRIVATE LIMITED are AYYACHAMY
RAJUPILLAI , BHUVANESWARI ,.
Company Category :Company Limited by Shares
 Company Sub Category :Non-Government
 Class of Company :Private
 Date of Incorporation :19-Jan-2017   
 Mission:
 Creating a new business to offer an efficient, proactive and cost effective approaches to control pest in domestic as
well as commercial sectors that meet high audit standards.
   Our Vision
 To be a company of caring professional people, delivering only the best class of service.
IQ FACILITY MANAGEMENT SERVICES [IQFMS]
 We deliver services at International Standards without compromising on the Indian ethos and values ingrained in our society .
 IQFMS offers a wide range of service solutions be it facilities management, Mechanical  & Electrical Services, House
Keeping, Security or Landscaping. We at IQFMS offer single service to fully Integrated Facility Services (IFS) that combines all
of the customer’s service and support functions into one single integrated solution.
 RESEARCH PROBLEM

 The research problem here in this study is associated with the motivation of
employees of IQ Pest Cotrol Pvt Ltd Chennai. There are a variety of factors that
can influence a person’s level of motivation; some of these factors include
 The level of pay and benefits,
 The perceived fairness of promotion system within a company,
 Quality of the working conditions,
 Leadership and social relationships,
 Employee recognition
 Job security
 Career development opportunities
 Conducting internal Culturals & Sports. etc.,
 Motivated employees are a great asset to any organisation. It is because the
motivation and Job satisfaction is clearly linked.Hence this study is focusing on the
employee motivation in the organisation. The research problem is formulated as
follows:
 NEED FOR THE STUDY

 Every successful organization is backed by a committed employee base, and the

commitment is the outcome of motivation and job satisfaction.
 It is the energy that compels employees towards organizational objective.
 In order to create a competitive advantage organization need to have a competitive
employee policies and practices.
 Motivation is an important stimulation which directs human behavior.
 No individual has same attitude or behavior,
 Hence in midst of this diversity organization are supposed to frame practices which will be
able to satisfy the group and not just an individual
 OBJECTIVES OF THE STUDY

Primary objective
 To study the important factors which are needed to motivate the employees.
 
Secondary Objectives
 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.
 To know the employee’s satisfaction on the interpersonal relationship exists in the
organization.
 To provide the practical suggestion for the improvement of organization’s performance.
 SCOPE OF THE STUDY

The scope of Human Resource Management is extremely wide, However, for the sake of
convenience and developing an understanding of the subject, it is elaborated as follows.
Human resources planning
Human Resource Planning refers to a process by which the company to try to find the number of
jobs vacancy .

Job analysis design

Another important area of Human Resource Management is job analysis. Job analysis gives detailed
information about the job description and employee specification in the company.
Compensation planning and remuneration

There are various rules regarding compensation and other benefits. It is the job of the Human
Resource department to look into remuneration and compensation planning.
 LIMITATIONS OF THE STUDY

Some of the limitations of this research are as follows:

 To apply results to a greater population, a larger, more random sample would need to be taken.
 We face time problem as we are given only 1 week to finalize the questionnaire and get them filled.
 Some respondents show non- serious behaviour in filling the questionnaire
 The Result of the present study may not be generalized with the other study in the filed of
investigation.
 Since the study sample small it is limited to generalization.
 Due to organization contains only one questionnaire was administrated.
 Conceptual and Theoretical review

After a shocking and challenging 2020, this past year offered some avenues for recovery. Organizations
in all major industries switched to automated and digitized platforms to streamline their business processes.
But the pandemic also made businesses realize the importance of engaging employees. 
1. Stay in touch with everyone
Even as offices reopen and organizations get back to physical workspaces, a complete return to the way
things were remains out of sight. 
2. Be flexible with end-of-year objectives  
Annual objectives are often highly stressful for employees dealing with a high workload, and particularly if
your business is recovering from pandemic-related disruptions.
3. Be transparent In communication  
Whether you are undertaking changes in management or making an important announcement, always make
sure that team leaders are unambiguous in their statements, especially in a hybrid organization.
4. Provide personalized employee support   
Gone are the days when organizations implemented traditional service desks to provide employee support. In
2022, make sure you shift to more advanced and automated tools. Modern service desks are powered by AI
and provide employee support within a few seconds.
5.Start making plans for the following year  
It's always essential to start planning for the coming year before the current one ends. This helps you
provide your employees with a sense of direction and expected objectives.
 EMPRICIAL REVIEW

1. Klivin (2000) surveyed on motivational factors. The survey asked managers to rank ten factors in order of
importance (with 1 being the most important and 10 the least important) based on what they thought their employees
feel are the most important to them. The ten factors were a feeling of being in on things, job security, interesting work
, personal loyalty to employees, tactful disciplining, good working conditions, promotions and growth in the
company, good wages, sympathetic help on personal problems and full appreciation of work done.
2. Bradley (2001)reviewed the literature on work motivation in thepublic sector, with careful attention to the underlying
theoreticalassumptions of this body of work and the empirical evidenceit has generated. The topic of work motivation
has receivedrelatively little attention in the public sector; the researchthat does exist has been largely data driven,
guided at bestby theories that have not incorporated more contemporary research.In this article I will draw on current
psychological researchon work motivation, as well as the theory and empirical evidenceregarding the unique
characteristics of public organizationsand employees, and develop a revised public-sector model ofwork motivation
that emphasizes variables such as proceduralconstraints, goal content, and goal commitment.
3. Jenifer (2002) reviewed the potentially different motivations for choosing to work in the non-profit sector and
highlights the importance of understanding these motivations with regard to the recruitment and employee motivation
efforts of NPOs. It reviews some specific issues identified by employees of non-profits and includes
implications of a proposed relationship with the concept of self-efficacy. It also highlights some of the
challenges the sector has faced in terms of organizations’’ communication, efforts for recruitment and their
internal marketing and relationship management, and offers some suggestions for ways in which such
activities might be enhanced.
4. David (2003), study investigation on the public-service motivation? In comparison to privateemployees, are public
employees more likely to value extrinsicrewards over intrinsic rewards? Utilizing data from the GeneralSocial
Survey, Public-and private-sector workers are comparedwith regard to the incentives that they value most highly ina
job.
 EMPRICIAL REVIEW

5. Ajay (2007) studied was to” assess the role of work motivation on employee performance”. This study in
an assessment of this purpose used deductive approach in which a qualitative survey was carried out
among students at of Umea Business School (USBE) who are assumed to be future employees . The
survey was intended to get their responses on what they feel is (are) the best factors that could motivate
them as future employees among a list of ten motivational factors. In this light the study sets to identify the
most ranked factors among the
6. Isabelle (2008) the number of Swedish companies is increasing rapidly in China. Previous studies
indicate that work motivation is one of the major obstacles foreign companies are facing in China, as work
motivation plays an important role for a company’s success.
7.According to Ramona Todericiua (2013), employee are the bracket in a company, the employee who have
motivation can make the company have high efficiency and good relationship each other. At the same
time, the best competitive advantages that one organization could have,since all the other resources could
be imitated. Consequently, motivated employee are easy to make the organization success and keep pace
with market force.
8.In Ruth Kanfer (2016) ,this article mainly talk about the motivation in organizational behavior reviewed
early the history of motivation and advances as well as prospects,. What is the motivation during the
process of choosing and establishing goal, based on this question the article choose the most impactful
articles and and summarize research progress in order to better understand this question and also referred
the macro-level trends in motivation research, including the core theories of work motivation, examine key
micro-regulatory processes involved in goal decisions and goal pursuit and look forward to concluding
with discussion of promising future research directions.