SYNOPSIS

ON
MOTIVATIONAL BASICS AND ITS
APPLICATION IN BANKS

SNEHAL
YADAV
ROLL NO.

1) TOPIC OF THIS PROJECT:

MOTIVATIONAL BASICS AND ITS

APPLICATION IN BANKS
2) INTRODUCTION AND OBJECTIVE OF PROJECT

Introduction
The bank workers did in a recent study prove to be the most
motivated workers in banks. People are part of all organizations and
it is important to know what motivates them. Hence, it is important
to see which factors that motivate the bank workers. Theory
regarding differences between men and women and how they are
supposed to act in the work place.
Also the study focuses on motivation as one of the most important
factors that may contribute to employee performance has been
examined in relation to the nationalized banking sector in India. It
will be observed in this study that the most important factors that
motivate employees are "salary equitable and promotion", "health
benefit extended facilities and other social" and "work
environment".

Definition

Motivation is defined as "behavior willing and contributions of staff

to perform a particular task and studied basic instruments are
financial rewards, psychosocial and incentives management
organization.
Motivation by definition refers to what activates, directs human
behavior and how this behavior is maintained to achieve a particular
goal. We can also define motivation as a psychological process that
gives behavior purpose and direction, in a manner calculated to
achieve specific need and the desire to achieve.

 Objective of the study

The main objectives of motivational factors that are involved in
employee satisfaction in banks are:
To find which motivational factor is more important.
To understand about the employees satisfaction level.
To develop and identify the level of satisfaction so that HR
policies can be revised with reference to that. to assess the
role of motivation in work performance of employees.

3) SCOPE

Recognize the achievements of employees

Provide financial security
Provide opportunities to socialize.
Promote a healthy workforce
Employee Satisfaction
Organizational Goals

4) MOTIVATIONAL THEORY
Goal Setting Theory states that employees who seek the toughest
jobs and higher goals will perform better and be more motivated
than staff which resulted in less demanding tasks .In examining the
factors affecting job satisfaction, it seems that the theories
mentioned above can be useful, as it explains the extent to which
organizations have to think of human resources responsible for the
production of the production required by organizations to meet
shareholder value.

5) QUALITATIVE STUDY ON MOTIVATIONAL FACTORS

Motivational factors are done on some employees of banks on the

basis of following factors Job satisfaction
Promotions / expectation
Recognition
Good salary
Styles / organization management
The satisfaction of the objectives
Team spirit
good working conditions
Working hours

6) LIMITATION

market risk limits

stop - loss limits
exposure limits
VaR limits

7) APPLICATION IN BANKING

Pay and Job Security

that allow the employees to meet their familial and social
obligations to "family" (in this context, family means any person
for whom your employee has any responsibility to provide food
and a comfortable and secure place to live and sleep)

Benefits
that provide the opportunity to care for and spend time with
"family" (this can be time-off for sickness, holidays, vacation,
work-from-home under difficult circumstances, flexible hours,
childcare arrangements, parent-care arrangements)

HR (and other) policies

that treat people in a basically acceptable manner (sometimes

characterized as equal treatment) in the context of the
workplace

Working Conditions
that allow employees to do their jobs in a reasonable manner
(they have the personal capacity {they are in a job they can
do}, space, tools, equipment, training, information, etc. that
they need to perform their role in the work process, and their
workspace is not too hot or cold-it is amazing how big an issue
this is in some offices)

Working Relationships
with you, their peers and subordinates that are sufficiently
cordial and friendly
so as not to create an unworkable/uncomfortable environment
for the
employees.

8) HYPOTHESES
The hypotheses guiding this study are:
There is no relationship between
employee motivation and performance in the banking
industry.
Jobs in the banking industry have not provided motivation
for its employees.

9) RESEARCH OBJECTIVE
The objective for the study arises from the realization that
important asset of any organization is that employee .Without
him the very survival of the organization could not be
possible . such an important asset needs to be motivated to

make them contribute their best to move the organisation

forward. Thus, a study of this nature is a step in the right direction.
The study possesses some academic value and could be of
interest to both researchers and students, managers in the banking
industry and the general public. To the researchrs and students , it
will be a contribution to knowledge and literature on the topic
and a guide for further study. To managers of organizations
and the banking industry, the study will help identify motivational
factors of employees , their problem and suggestion on how to
motivate and enhance their performance. To the general public, the
study will be an eye openero n the impact of employee motivation
on the banking industry.

10) LITERATURE REVIEW

This is concerned with the effect that motivation has on employees
of the organization in relation to their performance.
This chapter is dedicated to the review of relevant literature for the
study. Consequently, the works of scholars and authors on
the concept, objectives, techniques ,complexity of motivation,
management policies and theories of motivation will be reviewed.

11) RESEARCH METHODOLOGY

Initially the branches of different banks are visited and one to one
interaction is done with employees to help regarding the research.
As if communicated and explained about such research work to bank
employees then they showed their interest to review such paper and
told it will be beneficial in future to prepare new policies and plans.
The research plan was descriptive. The research domain covers
multiple branches of number of public sector banks. Due to some
constraint the study is limited to only banks in Lucknow. In the
research the main role was of questionnaire, the entire
questionnaire was administrated personally and after that the
individual communication was done with the respondent to go in

depth of the details. The data collected in the form of questionnaire

is simulated in the form of table which made analysis easy.

12) SUMMARY
The study have showed what motivates employees in the bank
sector based on men and women. Since the study was conducted in
a quantitative way, we have been able to analyze what motivates
the bank employees. The study has shown that motivation theories
in broad can be adapted to the bank environment. The certain
factors that motivates can be used for managers in banks for further
developing their work in the sector. Furthermore, the aspects can be
used for improving the work situation for the employees in the
sector. The insurance branch could work as one example.

13) CONCLUSION
The bank workers are motivated by factors such as good
relations and appreciation from their co-workers and managers.
They are also motivated by an interesting job where they develop
and have many responsibilities. The bank workers are motivated
by most factors, which are mentioned by motivational theory.
There are very few motivational differences between men and
women. It is however more important for women to feel safe at
work while it for men is more important to work in a team.