Impact of Motivational Tools on Performance

Impact of Motivational Tools on functioningINTRODUCTIONMotivation plays a critical role in achieving goals and business objectives and is equally important for companies that turn over in a team-establish environment or in a workplace comprised of workers who work independently. Making certain(predicate) each employees workplace goals and values argon aligned with the organizations mission and heap is important for creating and maintaining a high level of demand.Many business managers at once be not cognisant of the effects that motif smoke (and does) demand on their business. The size of your business is irrelevant whether the size of staff is cardinal or just one, allone needfully ab reveal form of motivation. The key is to wake this motivation from in spite of appearance each employee by discordant methods such(prenominal) as incentives, loyalty, support, discipline, security, and apprehension, among others, which in turn will goad each employee to do his or her take up.In todays economy more than so in k outrightledge found industry IT, ITES, BPO the biggest task is to motivate and retain the employees .Managers today realize the position that high staff turn all over can prove costly and retort employees with monetary or tangible as well as non-monetary or intangible compensation to limit employee turnover, modify employee morale and job rejoicing and enhance employee deed.Frederick Herzberg is regarded as one of the original pioneers of focusing and employee motivational theory. His word of honor The Motivation to Work written in 1959, and expanded upon by after books, postulated that there are both very different caboodles of featureors that drive conduct in the workplace. Many other theories since because have also gained coin analogous the McGregors possible follow through X and Y, Maslows Motivation Theory of Hierarchy of Needs, Three-Need Theory/ Acquired Need Theory and so forth Motivational strategies can help emend employee performance, reduce the chances of low employee morale, encourage teamwork and instill a positive office during challenging times.Managers can successfully motivate their employees through empathy, leading by example, Management by Objectives (MBO), fairness to all, rewards, salutes and recognition for long-service and impregnable work, opportunity for employees teach and development, periodical promotion and incr ataraxis in take-home pay, welfare software product like employees children scholarship, free medical services for employees and their families, recognition of birthdays of employees, the creation of a sense of belonging among all employees, first-string feedback from employees, effective communication in the project environment and assurance of employees future within and without the organisation, providing a contri besidesive and attractive working environment for the employees, and instituting conflict resolution management.Nothing motivates clean se than working in a cohesive team and being seen as part of a success story. Workers are motivated when they are acquiring creationations, otherwise, they feel depressed and weak. Other motivating factors are secondary. Managers should be aware that their job is to plan, organise, control, supervise and direct motivated employees to achieve objectives.COMPANY inditeHindustan Unilever Limited (HUL) is Indias largest Fast Moving Consumer Goods companionship, touching the lives of two out of tierce Indians with over 20 distinct categories in dwelling ain business organization Products and Foods Beverages. They endow the company witha scale of have volumes of somewhat 4 million tones and sales of Rs.10, 000 cores.HUL is also one of the countrys largest exporters the authorities of India has acknowledge it as a Golden Super Star commerce House.The mission that inspires HULs 36,000 employees, including over 1,350managers, is to add vitality to life. HUL meets every day needs for nutrition, hygiene,and personal parcel out with brands that help people feel good, look good and get more out oflife. It is a mission HUL share with its set up company, Unilever, which holds 51.55% ofthe equity. The rest of the shareholding is distributed among 380,000 singleshareholders and financial institutions.HULs brands Food brandsHome care brandsPersonal care brands pissNutritionHealth, hygiene beautyThe operations shoot over 2,000 suppliers and associates. HULs distribution network, comprising al some 7,000 redistribution stockiest, directly covers the entire urban stick outulation, and closely 250 million agrarian consumers.HUL has traditionally been a company, which incorporates latest technology in allits operations. The Hindustan Unilever look Center (HULRC) was set up in 1958, andnow has facilities in Mumbai and Bangalore. HULRC and the international Technology Centersin India have over two hundred highly do scientists and technologists, many with post doctoralexperience acquired in the US and Europe.body structure of the organizationHUL has about 15,000 employees, including over 1400 managers.DERIVATION OF MODULESAIMThe aim of this assignment is to study the motivational techniques modules utilise in the HUL and comprehend evaluate its ramification on employees out rear.PREVIEWFor the ease of understanding and better assimilation the report is divided into the following subheads fiber I Organization overview.Part II Evolution of Concept.Part lead Special motivational Modules.Part IV Recommendations.PART I plaque OVERVIEW.COMPANY PROFILEHindustan Unilever Limited (HUL) is Indias largest Fast Moving Consumer Goodscompany, touching the lives of two out of three Indians with over 20 distinct categories in Home Personal Care products and Foods Beverages. They endow the company with a scale of combined volumes of about 4 million tones and sales of Rs.10, 000 cores. HUL is also one of the countrys largest exporters the Govern ment of India has exonerate loved it as a Golden Super Star Trading House.The mission that inspires HULs 36,000 employees, including over 1,350 managers, is to add vitality to life. HUL meets every day needs for nutrition, hygiene, and personal care with brands that help people feel good, look good and get more out of life. It is a mission HUL share with its parent company, Unilever, which holds 51.55% of the equity. The rest of the shareholding is distributed among 380,000 individual shareholders and financial institutions.HULs brands Food brandsHome care brandsPersonal care brandsWaterNutritionHealth, hygiene beautyThe operations involve over 2,000 suppliers and associates. HULs distribution network, comprising about 7,000 redistribution stockiest, directly covers the entire urban population, and about 250 million rural consumers.HUL has traditionally been a company, which incorporates latest technology in all its operations. The Hindustan Unilever Research Center (HULRC) was s et up in 1958, and now has facilities in Mumbai and Bangalore. HULRC and the Global Technology Centers in India have over 200 highly qualified scientists and technologists, many with postdoctoral experience acquired in the US and Europe.Structure of the organizationHULhas about 15,000 employees, including over 1400 managers.PART II EVOLUTION OF fantasyDERIVATION OF MODULESFrederick Herzbergs two-factor theory, a.k.a. inbuilt/extrinsic motivation, concludes that certain factors in the workplace result in job happiness, but if absent, they dont lead to dissatisfaction but no satisfaction.http//www.value foundmanagement.net/images/picture_herzberg_factor_theory.gifMotivators (e.g. challenging work, recognition, responsibility) which give positive satisfaction.Hygiene factors (e.g. status, job security, compensation and fringe benefits) that do not motivate if present, but, if absent, result in demotivation.These modules apparently derive their inlet from Herzbergs two factor theo ry and bear a close resemblance to its factors.HUL feels that instead of fixing the working conditions that employees are complaining about, to strives ahead determination new ways of recognizing their efforts. A simple technique is to hold regular meetings where each employee is asked to say what went well for them since the last meeting, what they did that they are especially happy about. This simple practice gives employees an opportunity to tell their colleagues what they did and get some public recognition for a job well done.The continuing relevance of Herzberg is the fact that there must be some direct connection between performance and reward, whether extrinsic as in recognition or intrinsic as in naturally enjoyable work, to motivate employees to work harder and to improve their job satisfaction.EMPLOYEE MOTIVATION MODULESObjectivesTo recognize the achievements of the employeesTo motivate the employees to perform betterTo subjoin the sales revenue and the profit margins of the companyCompetitive remunerate Reward for PerformanceHULs reward philosophy is to provide market rivalrous salary and benefits with a strong linkage between performance and pay as it is a technique to motivate its employee to enhance their performance.Fixed Salary that is competitive with our confederate companiesVariable Salary that is linked to company and individual performanceEquity compensation (at eligible levels) that is linked to long term (3 year) companyperformance and your potential.Benefits and Perquisites aimed at providing you choices.Retirement benefits that are market competitive.PART threesome SPECIAL MOTIVATIONAL MODULESSPECIAL MOTIVATIONAL MODULESModules Outline1) mavin OF THE calendar month (SOM)This is a performance based representRating of the employees is done on the grade assThese grades are habituated on the butt of achievements of targets, best atomic number 23 should be selected.2) CUSTOMER DELIGHTThis is a performance based allotThis gift should be attached to the employees with least number ofcomplaints, with near speedy delivery, with around accurate data, withmost orderly data3) execution TALK BOOK (A-T BOOK)All achievements of the employees can be talked in this periodic bookThis is a very good way of public recognitionThis book will be circulated at the beginning of every month.4) angiotensin-converting enzyme OF THE QUARTER (SAQ)This is a performance based awardRating schema is requiredThese grades are given up on the basis of achievements of targets, best five should be selected5) THINKING OUT OF THE BOX AWARD -(TOTB)This is the way of base/ mite managementAn ignore can be put up and employees can be asked to give theirsuggestions or ideas on the concerned exhaustWeb based applications like emails can be utilize to lay off(predicate) and evaluate thesuggestions/ideas.Idea/suggestion board can be put up in the cafeteria and learning content, asthese places are easily affable to all emplo yees.Best ideas would be collected on the monthly basis but rewarded on theevery shite basisFeedback can be given to the employee through web or through phone,voice mails etc.6) ON THE SPOTThis is an on the mooring awardThis award can be given to the employees for their on the spot attitudetowards some particular slurThis is a mere recognition for good and low-spirited gestures towards peer and front line of mind throughoutTheir managers give this award to the employee as they can hold in aconstant observation on their employees.SOM SOM is performance-based award, which is measured completely on the basis ofan employee s performance within the working place. The employee is awarded on thebasis of the rating given to him and this rating of the employees is done on the gradebasis, which already exist within the organization. These grades are given to theemployees on the basis of their achievements of targets set by their managers orsupervisors. This is a monthly award where emplo yees are rated for a month and then thedeserving candidate is awarded. The best five are selected.PURPOSESTAR OF THE MONTH award, which is given as per the ratings of an employee. This is a quarterly based award.First of all work plan to the employee of each department is allottedand set target are given. The work plan of an employee consists of PARAMETERS and the MILESTONES to be achieved.These MILESTONES have some POINTS allotted. fixS The department head takes the final decision and gives onward the award to theemployees on the ceremony-honoring employee ceremony.2) CUSTOMER DELIGHTCustomer love is once more a performance-based award, which is given to theemployees for performing well. As we know that an employee not barely has externalcustomers but also internal customers i.e. the employee of the other departments Anemployee has to deal with various other employees within the discriminate, they can be fromthe same department as well as other department. Thus the employeeWit h the least number of complaintsWith most speedy delivery of dataWith most accurate dataWith most orderly dataThe employees get to fill a customer delight form on basis of which the most desirable candidate is selected for this award. level best of 5 employees can be selected for the award. The customer delight form is as followsI AM DELIGHTEDMY NAME MY DESIGNATION MY DEPARTMENTI VOTE FORHIS/HER NAMEHIS/HER DESIGNATIONHIS/HER DEPARTMENTI VOTE BECAUSEI HAVE NO COMPLAINTS AGAINST THIS EMPLOYEETHIS EMPLOYEE PROVIDES A SPEEDY DELIVERYTHIS EMPLOYEE PRODUCES ACCURATE entropyTHIS EMPLOYEE PRODUCES MOST ORDERLY DATATHIS EMPOYEE SHOWS A DECENT CONDUCT otherwise REASONS____________________________________________________________WHAT WOULD HAVE HAPPENED IF HE/SHE DID NOT DOWHAT HE/SHE DID?__________________________________________________________________________________________________________________________THINGS I WOULD DO TO EXPRESS MY THANX_____________________________________________ _____________________________________________________________SIGNATUREPURPOSECustomer delight is an award to parent and recognize employees foroutstanding customer service.REWARDS Department heads makes the final decision. A ceremony-honoring employee isconducted where the 3 employees are awarded for their outstanding customer service.The head of the branch would give away the award on the ceremony day.3) A-T BOOKA-T Book is a monthly issue of a book, which is circulated in all departments of the office. This book dialog about the achievements of the employee and gives them the peer recognition in this form. As every employee loves to be recognized at his working place and amongst the people he works with, this is a very effective form and way of recognizing ones performances. This book consists ofDetailed information about the employees who have achieved some milestoneduring the month.The detail of the day and month of the achieved milestone.Birthday wishes are sent to the employ ees through this book.Various articles or loved experiences of employees.PURPOSEA-T book is an ACHIEVEMENT TALK BOOK, which provides anemployee, with the public recognition amongst the peers in the organization. This book isa great means of boosting the confidence and recognizing the performances and industrial plant ofan employee in public. This recognition makes him/her feel recognized and motivatedand definitely proves to be a boon in improving performance.REWARDS No one gives away this award as this recognition comes in a book form and talks about people s achievements. Public recognition to all the achievers.4) SAQSAQ award is again a performance-based award, which is measured completelyon the basis of an employee s performance within the working place. The employee isawarded on the basis of the rating given to him and this rating of the employees is doneon the grade basis, which already exist within the organization.These grades are given to the employees on the basis of th eir achievements of targets set by their managers or supervisors. This is a quarterly award where employees are rated for a quarter and then the deserving candidate is awarded. The best five are selected.PURPOSESTAR OF THE QUARTER award, is given as per the ratings of an employee. This is a quarterly based award.Targets for the quarter are given which is the parameter to judge PARAMETERS and the MILESTONES to be achieved.These MILESTONES have some POINTS allotted.REWARDS The department head takes the final decision and the branch head gives away theaward to the employees on the ceremony-honoring employee ceremony.5) TOTBEvery individual in this world has a viewpoint and has an idea or a suggestion waiting to pop out of his/her brain. So if these suggestions or ideas of the employees inthe organization are used in a fruitful and an effective manner can work wonders for anorganization. Thus it is really important to have an idea/suggestion management in anorganization. This scheme of TOTB is a quarterly award. According to this scheme an issue can be put up in the cafeteria and learning center as the employees have a frequent and easy access to these places, and whence the employees can present these ideas and suggestions. Now since collecting and evaluating the ideas is a major work, it can be done through web base applications like emails, intranet etc.PURPOSEThe TOTB award is THINKING OUT OF THE BOX AWARD. This award isgiven to the employee/employees for their capability of giving some much neededextraordinary suggestion or idea to the branch management, the suggestion which is helpsthe management come out of crisis or helps the management to save the maximum andgets implemented is the best suitable for this award. This award is to foster employee suggestions to improve and cut downs in financial legal injury which ultimately help in productivity.REWARDS Department head makes the final decision, and the branch head gives away theaward.6) ON THE SPOT AWARDSo me deeds of employees on a daily basis are so humble that they need to berecognized. It is sometimes not possible to recognize every individual on a daily basis,thus at such time recognizing an individual on the spot is an important and a validthing to do. According to this scheme employees can be awardedTo the employees for their on the spot attitude towards some particularsituationFor good and humble gestures towards peer and presence of mindThroughoutPURPOSEON THE SPOT award is neither a monthly nor a quarterly award, as the throwsuggests it is an on the spot, instant, spontaneous award. It is not even a performance basedaward. As per this award the first level managers would recognize the employee.The purpose of this award is to recognize the employees who go extra mile or whoperform supra and beyond the call of duty , and many such exceptional courtesies.REWARD The first level manager or supervisor can recognize the eligible employee, ashe/she can very well stick to the empl oyees and their deeds at the working place.PART IV RECOMMENDATIONSRECOMMENDATIONSMonetary as well as the non-monetary awards both are equally important but the main aim is to reward or recognize employees time to time.The recognitions like congratulatory cards, wall of fame, public applause, public recognition is of great importance.Performance should be considered as the criterion for rewardingThere should be rewards or recognitions such that the employee can get tocelebrated the reward with his family members as well.The managers should make sure that he has one-to-one interactions with their employees and colleaguesRewards should always be achievable and not out of reach by employees.CONCLUSIONClosely related to employee satisfaction and morale, employee motivation may be considered both an action and a status. The action occurs when management takes steps to foster a work environment where employees are self-driven to perform their job tasks at a level that meets or exceeds man agements standards.In todays turbulent, often chaotic, environment, commercial success depends on employees using their full talents. all the same in spite of the myriad of available theories and practices, managers often view motivation as something of a mystery. Thus the pertinence of identification of the motivators in the wide-ranging spheres of Social, Mental and Physical dimension take precedence.A positive motivation philosophy and practice improves productivity, quality, and service Motivation helps peopleAchieve goals murder a positive perspectiveCreate the power to change construct self-esteem and capability,Manage their own development and help others with theirs.