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A Study of Motivational factors for the Central Office employees of Karnataka Milk federation, Bangalore

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Introduction:
At one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking about employees was research, referred to as the Hawthorne Studies conducted by Elton Mayo from 1924 to 1932. This study found employees are not motivated solely by money and employee behavior is linked to their attitudes. The Hawthorne Studies began the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers. For example, research suggests that as employees' income increases, money becomes less of a motivator. Also, as employees get older, interesting work becomes more of a motivator.

Human Resource Management has always been linked to human as the most important asset that drives the organization to success or failure (Pierce et. al., 2003; Torrington et. al., 2002). Man is said to be the most complex compared to the other three M, namely money, machine and material. Employees are the only resource that cannot be duplicated (Thomas, 2002). Whilst the other three M’s has no feelings, man is ever changing coupled with its mood swing.

In organization, employers’ concern for employee commitment is on the rise due to the high turnover and job-hopping culture which has been a major set-back for organization. In this era of talent-war, employers thrive to compensate with motivational factors to gain competitive advantage in building employee commitment. In returns, employee commitment will have positive impact on job satisfaction as well as productivity and minimize turnover.

Most employers realize that the road to success lies in motivated and commitment workforce who are highly efficient, productive, motivated and dedicated to the organization. Employers doubting thoughts on employee commitment in terms of loyalty to an organization seems unfair at times. In order to gain employee commitment, employers have to be pro-active in supporting initiatives energizing employees to move towards employee’s commitment. Apart from monetary rewards, employers must create a win-win situation via envisage new approaches such as motivational factors to successfully gain employees commitment.

Number of Pages of Project Report: 89
Package Includes: Project Report
Project Format: Document (.doc)

Table of Contents of Project Report:
CHAPTER 1: INTRODUCTION
1.1 DEFINING MOTIVATION
1.2 THE ROLE OF MOTIVATION
1.3 MOTIVATION THEORIES
1.4 EMPLOYEE MOTIVATION
1.4 THE CONCEPT
1.5 MOTIVATIONAL FACTORS
1.6 PROGRAMS AND EXAMPLES
1.7 OBJECTIVES OF THE STUDY
1.8 NEED FOR THE STUDY
1.9 RESEARCH HYPOTHESES
1.10 LIMITATIONS OF THE STUDY
CHAPTER 2: REVIEW OF LITERATURE
2.1 THE CONCEPT OF MOTIVATION
2.2 EMPLOYEE MOTIVATION
2.3 JOB PERFORMANCE
2.4 THEORIES OF MOTIVATION
2.5 PREVIOUS RESEARCH ON LEVEL OF STAFF MOTIVATION, JOB DISSATISFACTION AND JOB PERFORMANCE IN THE PRIVATE AND PUBLIC SECTORS
CHAPTER 3: COMPANY PROFILE
CHAPTER 3: COMPANY PROFILE
3.1 THE GROWTH PROCESS
CHAPTER 4: RESEARCH METHODOLOGY
RESEARCH DESIGN
DATA SOURCE
SAMPLING UNIT
SAMPLING SIZE
SAMPLING TYPE
PLAN OF DATA ANALYSIS
CHAPTER 5: DATA ANALYSIS AND INTERPRETATION
FINDINGS
CONCLUSIONS
APPENDIX I: BIBLIOGRAPHY
ANNEXURE II: QUESTIONNAIRE


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