motive is related to the labour productiveness and occupation satisfaction of the workers which bring overall organisational efficiency to its extremum. The motivated work force is an uncountable plus to the concern organisations which have the primary aim of net income maximization and growing and the motivated work force including males and females are a good beginning of accomplishing these aims. The motivated employees keep concern costs down because the labour productiveness when rises, lowers down the mean cost of production of every concern concern in all three phases of production that is primary, secondary and third sectors of economic system. The motivated work force reduces the employee turnover and keeps the employment of employees for longer periods of clip. This reduces the jobs of enlisting and avoids the rivals to detect the concern secrets because employees after vacating from one concern organisation normally join their following employment in the same industry which offers a good invitation to their new employers to detect the concern secrets like major providers or clients and production methods. The motive besides keeps the working environment of the concern organisation rather smooth and favourable which encourages to employees to remain for longer hours at their workplace and certainly the workers like unskilled are wilful to pass more hours at mill to run into deadlines and marks that finally improves the overall efficiency of the concern and the organisational marks like growing and net income devising are easier to accomplish. The motive of employees besides plays an of import function in streamlining the organisational civilization in which there are many employees holding assorted backgrounds and different experiences. These people interact with each other on day-to-day or even hourly footing. The motivated work force normally develop lesser jobs and differences over their methods of working and are easy distributed in undertaking squads and maintain a high grade of soaking up for the attitude derived functions of the other employees. The survey of motive is really of import because the motivated workers besides consume organisational resources with attention which finally save concern costs and therefore ensuing in a higher concern net income. The motivated workers tend to be more honest in respect of use of organisational resources like vehicles and communicating devices which they do non utilize for their personal grounds and this finally saves concern costs. So the survey of motive is really necessary for the survey of organisational efficiency in the modern context.

Motivation is therefore an of import factor of bettering overall public presentation of the concern organisations irrespective of industry and trade they operate in. The motivational tools may change from organisation to organisation but there are certain identifiable tools which are held responsible for the addition in motive of concern organisations.

Literature Review

Increasing motive of employees in concern organisations is really of import phenomenon to analyze and research for it has deeper impact on

public presentation of concern organisations. Before from now, employees were considered merely a portion of production procedure for bring forthing goods and services. Indeed the research changed this manner of believing about the employees. If we consider the Hawthorne Studies, conducted by Elton Mayo from 1924 to 1932 ( Dickson, 1973 ) .

Dickson ( 1973 ) argued that fiscal wagess is non the lone manner to actuate and the attitudes of employees find how employees behave. Employees are non motivated entirely by money and employee behaviour is linked to their attitudes ( Dickson, 1973 ) . The Hawthorne Studies began the human dealingss approach to direction, whereby the demands and motive of employees become the primary focal point of directors ( Bedeian, 1993 ) .

Understanding what motivates employees and how they are motivated, was the

focal point of many research workers following the publication of the Hawthorne Study consequences

( Terpstra, 1979 ) . Five major attacks that have led to our apprehension of

motive are Maslow ‘s need-hierarchy theory, Herzberg ‘s two- factor theory,

Vroom ‘s anticipation theory, Adams ‘ equity theory, and Skinner ‘s support

theory.

To acknowledge the demands of employees and subsequently to carry through these demands can besides be incentives. Harmonizing to Maslow, employees have five degrees of demands

( Maslow, 1943 ) : physiological, safety, societal, ego, and self- actualizing. Maslow

argued that lower degree demands had to be satisfied before the following higher degree need

would actuate employees. Herzberg ‘s work categorized motive into two

factors: incentives and hygienes ( Herzberg, Mausner, & A ; Snyderman, 1959 ) .

Incentive or intrinsic factors, such as accomplishment and acknowledgment, produce occupation

satisfaction. Hygiene or extrinsic factors, such as wage and occupation security, produce occupation

dissatisfaction.

Vroom ‘s theory is based on the belief that employee attempt will take to public presentation

and public presentation will take to wagess ( Vroom, 1964 ) . Wagess may be either

positive or negative. The more positive the wages the more likely the employee will

be extremely motivated. Conversely, the more negative the wages the less likely the

employee will be motivated. Adams ‘ theory provinces that employees strive for equity

between themselves and other workers. Equity is achieved when the ratio of

employee results over inputs is equal to other employee results over inputs

( Adams, 1965 ) .

Skinner ‘s theory merely states those employees ‘ behaviours that lead to positive

results will be repeated and behaviours that lead to negative results will non be

repeated ( Skinner,1953 ) . Directors should positively reenforce employee behaviours

that lead to positive results. Directors should negatively reenforce employee

behaviour that leads to negative results. Now many modern-day writers have

besides defined the construct of motive. Motivation has been defined as: the

psychological procedure that gives behavior intent and way ( Kreitner, 1995 ) ; a

sensitivity to act in a purposive mode to accomplish specific, unmet demands

( Buford, Bedeian, & A ; Lindner, 1995 ) ; an internal thrust to fulfill an unsated demand

( Higgins, 1994 ) ; and the will to accomplish ( Bedeian, 1993 ) . For this paper, motive

is operationally defined as the interior force that drives persons to carry through

personal and organisational ends.

Why do we necessitate to increase motive of employees at work? The reply is

endurance ( Smith, 1994 ) . Motivated employees are needed in our quickly altering

workplaces. Motivated employees help organisations survive. Motivated employees

are more productive. To be effectual, directors need to understand what motivates

employees within the context ofthe functions they perform. Of all the maps a

director performs, actuating employees is arguably the most complex. This is due,

in portion, to the fact that what motivates employees alterations invariably ( Bowen & A ;

Radhakrishna, 1991 ) . For illustration, research suggests that as employees ‘ income

additions, money becomes less of a incentive ( Kovach, 1987 ) . Besides, as employees

acquire older, interesting work becomes more of a incentive. Adams, J. S. ( 1965 ) .

Unfairness in societal exchange. In L. Berkowitz ( ed. ) , Advances in experimental societal

psychological science. New York: Academic Press.

Hypothesis

Following hypothesis is proposed for this survey:

H1: Fiscal Rewards addition employee motive.

H2: Non Financial Rewards increase the employee motive.

H3: Job Security increases employee motive.

H4: Employee motive additions occupation satisfaction of employees.

Proposed Model

There is a relationship between independent variables like Financial Rewards, Non Financial Rewards, Manageraa‚¬a„?s Attitude, Job Security and dependent variable Motivation as illustrated in the undermentioned conventional diagram:

Fiscal Wagess

Non Financial Rewards

degree Fahrenheit

degree Fahrenheit

Employee Motivation

Job Satisfaction

Job Security

Manageraa‚¬a„?s

Attitude

Management Manner

Budgets Available

Marketaa‚¬a„?s Reward Trends

T

Methodology

The survey is based upon analysis of informations acquired through quantitative technique of informations aggregation, acquisition of informations through questionnaires. The choice of variables is influenced by the past research surveies. The analysis are applied on both independent and dependent types of variables ; Financial Rewards, Non Financial Rewards being independent, whereas Motivation is the dependent variable. Employees of the organisation at random were used as the unit of analysis.

Data Collection Method: In order to supply a more rigorous trial of the proposed theoretical account, information was collected from diversified respondents through questionnaire. A personally administered questionnaire was used to roll up the information. This type of informations aggregation method was less expensive and facilitated in roll uping the completed responses within short period of clip.

Sample: The questionnaire was personally administered through the concerned people. Entire 100 questionnaires are distributed out of 120 questionnaires were received back by doing response rate 83 % . Data is collected from both males and females for the turning away of the colored consequences. So the characteristic i.e. gender, Age, Qualification and income of the respondents vary, so all above Features of the respondents of sample are summarized in table 1.

Features of sample

Sr no.

Items

Items

Frequency

Percentage of frequence

1

Gender

Female

35

35

Male

85

85

2

Age

21-30

21

21

31-40

28

23

41-50

32

32

51-60

39

39

5

Income

25001-50,000

18

18

50,001-75000

43

43

above 75000

59

59

6

Qualification

Alumnus

45

45

Graduate student

75

75

Measures: The standardised instruments were utilized to mensurate the variables in this research. Multiple graduated tables were used to mensurate the variables i.e. five likert graduated table, nominal graduated table and ratio. The full points were measured on a 5-point Likert graduated table ( 1 = Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly Agree ) . These objects were chosen from the graduated tables developed by well-known bookmans.

Datas Analysis: This survey provides the quantitative analyses of the research

findings. SPSS Version 20 was used to analyse the collected information.

Mean: It is calculated by numbering all the consequences and spliting by the figure of

consequences. When the scope of consequences is little, the mean can utile index. It is frequently

used for doing comparings of informations for illustration attending at football nines.

Its expression is as follows.

Degree centigrades: UsersNew UserDownloadsmean.png

Its strength is this that it includes all the informations in its computation. It is good recognized

as it shows the norm of the given informations. It can be used to analyse informations further in

other ways that assist in understanding the significance of the consequences collected. Its

jobs are that it is affected by the utmost consequences. It has other job that the

reply may non be a whole figure.

Manner: It is the value that occurs most often in a set of informations. To place the

manner, information is put in go uping or falling order so that the repeating values

should go obvious. It is easy observed and no computation is necessary. The

consequence is a whole figure which is easy to understand. For sorted distributions, the

consequence is estimated from average group, it may necessitate a reasonably complex computation if

the consequence was inaccurate. The manner does non include all informations so it can non be used

for farther statistical analysis. There may be more than one consequences which cause

jobs.

Median: It is the value of the in-between point when informations have been ordered or ranked. It divides the informations into two equal parts. For the uneven numbered set of informations, its expression is,

Median = Number of Values + 1 / 2

For the even numbered set of informations, its expression is,

Median = Number of Values + 1 / 2

It is influenced by extreme consequences than mean is. This makes it more representative than the mean when there are a few significantly high or low consequences. Calculation from grouped information is non straightforward and there is an component of inaccuracy when making this.

Consequences of the Study

The quantitative tools applied to measure the informations are average, manner and average. Descriptive analysis has been performed to show assorted feeling of the respondents.

Mean:

Sums

Question 1

Question 2

Question 3

Question 4

Question 5

Question 6

Strongly Agree

32

36

32

27

37

20

Agree

22

26

20

20

22

21

Impersonal

09

20

08

14

13

17

Disagree

14

12

16

14

13

20

Strongly Disagree

23

06

14

25

15

22

Mean of Strongly Agree for the independent variables 184/6 = 31

Mean of Agree for the independent variables 131/6 = 22

Mean of Neutral for the independent variables 81/6 = 14

Mean of Disagree for the independent variables 89/6 = 15

Mean of Strongly Disagree for the independent Variables 105/6 = 18

Manner:

Sums

Question 1

Question 2

Question 3

Question 4

Question 5

Question 6

Strongly Agree

32

36

32

27

37

20

Agree

22

26

20

20

22

21

Impersonal

09

20

08

14

13

17

Disagree

14

12

16

14

13

20

Strongly Disagree

23

06

14

25

15

22

The manner for Question No. 4 is 14

The manner for Question No. 5 is 13

The manner for Question No. 6 is 20

The manner of Question No. 1, 2 and 3 is non possible to cipher because of little set of informations which lacks the insistent figures.

Median:

Sums

Question 1

Question 2

Question 3

Question 4

Question 5

Question 6

Strongly Agree

32

36

32

27

37

20

Agree

22

26

20

20

22

21

Impersonal

09

20

08

14

13

17

Disagree

14

12

16

14

13

20

Strongly Disagree

23

06

14

25

15

22

Sums

Q 6

Q 4

Q 1

Q 3

Q 2

Q 5

Strongly Agree

20

27

32

32

36

37

Sums

Q 3

Q 4

Q 6

Q 1

Q 5

Q 2

Agree

20

20

21

22

22

26

Sums

Q 3

Q 1

Q 5

Q 4

Q 6

Q 2

Impersonal

08

09

13

14

17

20

Sums

Q 2

Q 5

Q 1

Q 4

Q 3

Q 6

Disagree

12

13

14

14

16

20

Sums

Q 2

Q 3

Q 5

Q 6

Q 1

Q 4

Strongly

Disagree

06

14

15

22

23

25

Median of Strongly Agreed 6 / 2 = 3 which is Question 1

Median of Agree 6 / 2 = 3 which is Question 6

Median of Neutral 6 / 2 = 3 which is Question 5

Median of Disagree 6 / 2 = 3 which is Question 1

Median of Strongly Disagree 6 / 2 = 3 which is Question 5

Findingss:

The mean is higher in strongly agree and agree for all independent variables.

The manner is highest for inquiry 6 which is 20 whereas median is higher for

inquiry 1 and inquiry 5 being they are repeated.

Decisions

The survey revealed that the employee motive is affected by the grade of fiscal and non fiscal wagess offered to the employees. The occupation security has a higher affect the employee motive. The overall tendency in the findings has shown a great trade of all the related independent variables being straight related to the motive of employees at their workplaces. The wagess either fiscal or non fiscal are besides being affected by the available budgets in the concern organisations and the manner of direction which may or may non offer higher employee wages strategies. The motive of employees put the employees to a state of affairs where the demand of the manageraa‚¬a„?s supervising is lessen and the directors are in place to concentrate on more of import countries of concern which finally prove to be extremely net income devising tool. The organisations which show a serious involvement in elating the degrees of employee motive should offer these wagess in their compensation direction techniques so that the motivated work force can go their plus.