Organizational behavior

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ORGANIZATIONAL BEHAVIOR
“STUDY OF MOTIVATIONAL FACTORS”
Submitted to: Submitted by:
Dr. Sanjeev Kulkarni Arup Bar
Abhay Rawat
Akash Sharma
Neha Singh
Pawan Agarwal
Soumyadeep Bose
Vimal Savaliya

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CONTENTS
SNO TOPIC PAGE NO.
1.
ACKNOWLEDGMENT 3
2.
INTRODUCTION 4-6
3.
RESEARCH METHODOLOGY 7
4.
OBSERVATIONS
4.1 MONEY
4.2 FAMILY
4.3 FRIENDS /RELATIONSHIPS
4.4 SOCIAL STATUS
4.5 WORKING CONDITIONS
4.6 RESPONSIBILTY
4.7 APPRECIATIOON
4.8 PROMOTION
4.9 HELPING OTHERS
4.10 FOOD
4.11 MUSIC
4.12 BOOK
4.13 HYGIENE
4.14 NATURE
8-22
8
9
10
11
12
13
14
15
16
18
19
20
21
22
5.
CONCLUSION 23

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ACKNOWLEDGEMENT
On the very outset of this report, I would like to extend my sincere & heartfelt
obligation towards all the personages who have helped me in this endeavor. Without
their active guidance, help, cooperation & encouragement, I would not have made
headway in the project.
I have taken efforts in this project. However, it would nothave been possiblewithout
the kind support and guidance of my teacher Dr. Sanjeev Kulkarni. I would like to
express my gratitude towards my friends and family for their constant support, and
also to the people involved in the survey for their attention and time.
Thanking You
Date: Signature:
13/10/2017

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INTRODUCTION
What is motivation?
People consider it to be a personal trait – that is some have it and some don’t. In
practice inexperienced managers often label peoplewho lack motivation as lazy. But
it isn’t true. What we know is that motivation is the result of the interaction of the
individual and the situation. Individuals differ in their motivational drive. For
Example: A student may find reading a 2o pages note bookvery tiring, but the same
student may beable to read 150 pages of Harry Potter just in one day. Forthe student
the change in motivation is driven by the situation. Thus we can say, that the level
of motivation varies both between individuals and within individuals at different
times.
Definition:
Motivation is defined as the processes that account for an individual’s intensity,
direction, & persistence of effort towards attaining a goal. General motivation is
considered with efforts towards a goal, but we narrow our focus on organizational
goals.
Key elements are:
Intensity which is considered with how hard a persontries. This is the element most
of us focus on when we talk about motivation. However, high-intensity is unlikely
to lead to favorable job performance outcomes unless the effort is channeled in a
direction that benefits the organization. Therefore, we have to consider the quality
of efforts as well as its intensity. Effort that is directed towards, and consistent with
the organizations goal’s is the kind of effort that we should be seeking. Finally,
motivation has a persistence dimension. This is a measure of how long a personcan
maintain their effort. Motivated individuals stay with a task long enough to achieve
their goal.
Various theories of motivation:
There are various that have been related with motivation. These theories address
different outcomes variables. The theories also differ in predictive strengths. Some
theories are:

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Need theory
Four theories focused on needs. These were Maslow’s hierarchy, two factor, ERG,
and McClelland’s needs theories. The strongest is the McClelland’s needs theory,
which is regarding the relationship between achievement and productivity.
Goal-setting theory
The evidence leads to conclude that goal-setting theory provides one of the more
powerful explanations of this dependent variable.
Reinforcement theory
This theory has an impressive record for predicting factors like quality and quantity
of work, persistence of effort, absenteeism, tardiness, and accident rates. It does not
offer much insight into employee satisfaction or the decision to quit
Job design theory
This theory addresses productivity, satisfaction, absenteeism, and turnover
variables. But it may be limited to employees who place a high importance on
finding meaningfulness in their jobs and who seek control over the key elements in
their work.
Equity theory
This theory also deals with productivity, satisfaction, absence, and turnover
variables. However, it is the strongest when predicting absence and turnover
behaviors and weak when predicting differences in employee productivity.
Implications
Recognize Individual Differences
Employees have different needs. Managers should not treat them all alike.
Moreover, spend the time necessary to understand what’s important to each
employee. Also, design jobs to align with individual needs and, therefore, maximize
the motivation potential in jobs.
Use goals and feedback
Employees should have hard, specific goals, as well as feedback on how well they
are faring on pursuit of those goals

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Allow employees to participate in decisions
Employees can contribute to a number of decisions that affect them: setting work,
choosing their own benefits packages, solving productivity and quality problems,
and the like. This can increase employee productivity, commitment to work goals,
motivation, and job satisfaction.
Link rewards to punishment
Regardless of how closely rewards are actually correlated to performance criteria, if
individuals perceive this relationship to be low, the results will be low performance,
a decrease in job satisfaction, and an increase in turnover and absenteeism.
Check the system for Equity
Rewards should also be perceived by employees as equating with the inputs they
bring to the job. At a simplest level, this should mean that experience, skills, abilities,
effort, and other obvious inputs should explain differences in performance and,
hence, pay, job assignments, and other obvious rewards.

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METHODOLOGY
Firstly, a questionnaire was created using google forms based on the topic “Study
of motivationalfactors” and distributed among 50 peoplefrom ourtarget group i.e.
people with the name between P and Q. They people contacted were from different
demographic groups. Various demographic characters like age, gender, occupation,
education and income etc. were taken into account and their choices as per their
likings were filled. Only the factors like age and gender were kept mandatory while
rest were kept optional as motive was not to force the respondents with the
information they did not want to disclose. Then a study on what motivates them by
using the following questionnaire was used:
Please Rate the following factors in terms of their importance in motivating you:
1 is least important, 2 is somewhat important, 3 is Neither important nor unimportant
,4 is Important and 5 is most important.
The various factors that were included in the questionnaire are as follows:
 Money
 Family
 Friends/Relationships
 Social Status
 Working conditions
 Responsibility
 Appreciation
 Promotion
 Helping others
 Food
 Music
 Nature
 Hygiene
 Books
Apart from these questions others questions included were the name of the
respondents, their age, sex, city, income, their qualifications were also included in
the survey. A multiple check Likert scale was used for filling the various factor
that were used on scale of 1 to 5. Then the various responses were analyzed and
interpreted and showed on various pie charts and bar graphs.

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OBSERVATIONS
Starting with basics of the survey the following observations have been made as per
the data collected from various respondents across various places and with different
culture and religion background.
 The data collected has 62% male respondents and 38% female respondents of
various ages.
 Data collected also has various age groups of people ranging from 18 years of age
to 37 years of age. The mostcommon or the maximum age group is between 22 to
25, totaling up to 70% ofthe totalage groups, with 21years being the mostcommon
age.
62%
38%
PERCENTAGE
MALE FEMALE
16%
74%
6%
2%
2%
PERCENTAGE
18-21
22-25
26-29
30-33
34-37

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Primary Observations:
The primary observations are based onwhat we have observed from our view points
with reference to the questions answered by the respondents. The various questions
asked to the respondents were based on the factors that motivates them the most.
These factors might include family, money, promotion, hygiene, work conditions,
food etc.
QUESTIONS
Please rate the following factors in terms of their importance in
motivating you (1 is least important, 2 is somewhat important, 3 is Neither
important nor Unimportant, 4 is important and 5 is most important):
MONEY:
ANALYSIS
 It can beseen from the pie chart that 55% peopleconsidermoney as a motivating
factor.
 Only 4% people consider money as least important for motivating them.
 While the middle range shows certain numbers but the majority are greatly
motivated by money.
 Thus, it could also be considered that people are more materialistic as compared
to being spiritualistic.
4%
24%
55%
17%
RESPONSE
1
2
3
4
5

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FAMILY:
ANALYSIS:
 From the above chart it can be seen that the majority of the people (65%)
consider family as the most important motivating factor that drives them
through tough times.
 While certain people (4%) consider family as the least important factor that
motivates them.
 It has also been seen that no respondent has given somewhat important rating
to family.
 It can be observed from the data and the responses received that family plays
as one of the most important driving factors of an individual.
4%
12%
19%
65%
RESPONSE
1
2
3
4
5

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FRIENDS / RELATIONSHIPS
ANALYSIS
 It has observed from the above data that the respondents share an even
distribution from least important (1), somewhat important (2) and neither
important nor unimportant (3).
 It has been observed that around 17% of the respondents are least motivated
from friends and relationships.
 While other respondents were distributed between somewhat important
(15%) and neither important nor unimportant (14%).
17%
15%
14%
3%
2%
RESPONSE
1
2
3
4
5

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SOCIAL STATUS
ANALYSIS:
 It has been observed that 19% of the people consider social status as a
neither important nor unimportant motivational factor.
 While 17% consider it as an important factor for being motivated.
 The percentage of people considering it as least and most important are
almost with 5% and 6% respectively.
 Thus it can be said that some people are socially conscious about how they
are while don’tcare about their status.
5%
4%
19%
17%
6%
RESPONSE
1
2
3
4
5

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WORKING CONDITIONS
ANALYSIS
 The above pie chart shows that 38% of the total respondents consider working
conditions as an important factor for their motivation.
 While 25% of the respondents don’t think of it as an important or unimportant
factor, they are more devoted towards other factors.
 It can be seen that the population is evenly distributed between important or
unimportant while 25% can be treated as an average.
 The least important contributes 7% to the distribution of the chart.
7%
17%
25%
38%
13%
RESPONSE
1
2
3
4
5

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RESPONSIBILITY
ANALYSIS
 The above pie chart shows that 39% ofthe respondents considerresponsibility as
an important factor for motivating them.
 While 32% of the respondents consider responsibility as the most motivating
factor, these people might be considered as proactive workers who actively take
in activities by themselves and learn new things.
 It can also be seen that there are 20% of the respondents that consider as neither
important nor unimportant.
4%
5%
20%
39%
32%
RESPONSE
1
2
3
4
5

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APPRECIATION
ANALYSIS
 From above chart we realize that good number of people (30%)are
strongly motivate by appreciation.
 And 25% people believe that they motivate by appreciation.
 This chart shows that 20% people are sometime motivate by
appreciation.
 Among them 15% of people disagree on this.
 Very few of them strongly disagree that appreciation is not motivating
them.
10%
15%
20%
25%
30%
RESPONSE
1
2
3
4
5

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PROMOTION
ANALYSIS
 From the above pie chart, we see that the majority of the people (35%)consider
promotion as the most important motivating factor.
 While certain people (5%) consider promotion as the least important motivation
factor.
 Also we see that 30% of people agree that promotion is important for
motivation.
 From the chart we analysis that 20% people realize that promotion is nether
important nor unimportant for motivation.
 It can be observed from the chart and the responses received that promotion is
somewhat important for motivation.
5%
10%
20%
30%
35%
RESPONSE
1
2
3
4
5

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HELPING OTHERS
ANALYSIS
 Fromthe above chart we understand that mostof the people(41%) strongly agree
helping people as the most important motivating factor.
 And another 29% people agree that helping people is the important motivate
factor.
 Above the chart it shows that 18% people are not clear that helping people is the
motivation factor or not.
 Among these people only 8% people respond that helping people is not a
motivation factor.
 And very few of them (4%) strongly disagree.
4%
8%
18%
29%
41%
RESPONSE
1
2
3
4
5

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FOOD
ANALYSIS
 Above the pie chart shows that 32% people are strongly motivate by food.
 Among them 22% of people think that food is the important motivate factor.
 And another 22% people realize that food is nether important nor unimportant
for motivation.
 From the chart we analysis that 16% people are disagree, food as a motivator
factor.
 Less number of people strongly disagree, food as a motivational factor.
10%
16%
20%
22%
32%
RESPONSE
1
2
3
4
5

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MUSIC
ANALYSIS
 From the pie chart we analysis that maximum number of people (34%) are
strongly agree that music is a very motivation factor.
 Above the chart it is clear that a good number of people (26%) are agree, music
can motivate them.
 And 17% people give response both. Music some time motivate them.
 Among them only 14% of people are disagree that music cannot motivate them.
 Very less number of people strongly disagree that music never motivate them.
9%
14%
17%
26%
34%
RESPONSE
1
2
3
4
5

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BOOKS:
ANALYSIS:
 In this given response, 20% of the people thinks that a bookis the most important
factor of motivation.
 While 36% of the people take it as an important factor.
 Whereas 20% feels that book is neither important nor unimportant in motivating
someone.
 12% among the respondents take it as somewhat important and 12% as least
important factor of motivation
20%
36%
20%
12%
12%
RESPONSE
5
4
3
2
1

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HYGIENE
ANALYSIS:
 According to the above pie chart only 14% people take hygiene as the most
important factor in motivating them among the reviews of 50 people.
 Whereas 42% people think hygiene as an important factor in motivating them.
 22% ofthe respondents think hygiene as neither important nor unimportant factor
of motivation in their life.
 While 8% think it as somewhat important and 4% take this factor as least
important factor in motivating them.
14%
42%
22%
8%
4%
RESPONSE
5
4
3
2
1

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NATURE
ANALYSIS
 In the above graph we cansee that 44% ofthe respondents take NATURE as most
important factor in motivating them in their life.
 Whereas 24% of them thinks it as an important factor of motivation.
 24% of the respondents take it as neither important nor unimportant factor of
motivation.
 While 6% take it as somewhat important and 2% as least important factor of
motivation.
44%
24%
24%
6%
2%
RESPONSE
5
4
3
2
1

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CONCLUSIONS
Motivation has various forms and a personcanget motivated byvarious factors apart
from the factors that have been included in the questionnaire. After observing all the
factors and reviewing the responses it may be concluded that majority of the people
across all age groups are highly motivated from their family. Family always plays
an important part in motivating one, being behind our back ever since our birth and
unwavering faith and love. Promotion, appreciation, responsibilities, food and music
also play an important part in motivating one selves. It is always one’s mentality that
they should bepraised for their good workand by doing so the individuals are highly
motivated and thus they strive harder to achieve future goals. Food and books are
one’s spiritual need and thus without it a person is not complete as it imparts
knowledge, skill and attitude in a person. Money is also an important factor that
motivates us. Nowadays, the increasing globalization has resulted in the increase in
the demands of the people and thus a greater salary or money aids them to achieve
those necessary goals. Apart from necessary goals luxury goals can also be fulfilled
by money thus providing a relative stage of satisfaction for ourselves. Hygiene also
plays an important part in motivating one selves. “Cleanliness is next to
Godliness”, one could think of them as being much closer to God. Being hygienic
provides inner peaceand greater push towards are desired goals with full energy and
hard work.
According to the survey we would like to conclude a deviation towards family
and promotionand money being the least selected factors forbeing motivated. While
rest of the play a moderate role in motivating one selves ranging from somewhat
important to important.