Assignment 1

Human Dynamics
Increasing Motivation and Attitude of Employees

Submitted By:
Anchit Agrawal
Div. A
331129

Guided By:
Prof. Aparna Nashikkar

It is often stated that Employees are the key to the success of a company.
There are no two views which state that employee or manpower is one of the most
important aspect of an organisation. Hence to extract productive work from these
employees motivation in an organisation is a very essential aspect. As a future
manager I must require the skill and knowledge of the various types of motivation
that one can use so that to empower and develop my subordinates to achieve a
target goal on time.
No matter what be the trigger it is definitely a necessary to have an employee
reach the peak of his performance, here is where the motivation aspect comes.
Moreover, too much of motivation is also harmful as is spoils the other parts of the
psychology. Motivation has been long studied since decades and HR managers
have used various means to assess as well as anticipate the employee types.
Moreover books of this nature are correspondingly used as apparatuses to increase
employee performance. Hence as a manager it is necessary for us to keep our
employees and subordinates motivated.
Attitude is also a major factor by the virtue of which employee attrition rate is
defined. It is nothing but the way by which one feels about something.
Different components of the attitude:
1 Cognitive component: The opinion of an attitude.
2 Affective component: The emotional segment of an attitude.
3 Behavioural component: An intension to behave in a certain way towards
someone or something.
A man can have countless of psyche, however legitimate behaviour focuses our
thought on to a great degree foreordained number of business related attitudes. A
vast segment of the investigation in Organisational Behaviour has been stressed
with the three perspectives and states of mind. They are:
1 Job Satisfaction: It talks about the satisfaction level that an employee
achieves with respect to the job. The main component for it is trust.
2 Job Involvement: This is the process of creating a feeling of involvement in
the job and creating a feel good feeling among the employees. If job

involvement is very strong then employees care a lot about the work and
achieving organisational goals.
3 Organisational Commitment: A commitment towards the organisation and
its goals is also a main factor.

ATTRITION
Attrition is the reduction in the employee. It happens as a result of failure of
employee retention policy of the manager. Different organisations have their own
ways to compute attrition rate but a generalised formulation has been accepted by a
majority of managers. The formula is:
No. of Employees who

Attriton Rate=

Attrition rate in India occurs in various sectors like IT and Telecom. When this
happens additional costs are incurred by the organisation for the training of new
employee that replace old ones. Various factors are identified as causes for
attrition. They are summarised in the table below.

A good solution for this is the knowledge of Maslows Hierarchy of Needs. A

manager must know this sequence so as to recognise the employees current state
and hence help to motivate the employees on time.
A generalised solution of Maslows Hierarchy Theory is mentioned in the diagram

below:

According to me here are the ways by which an employee can be motivated. They
are as under:
1. Trust in the Leader
As everyone knows that trust is a major factor in all relationships, may it be
personal or official in nature. Keeping the faith alive is an indication that

everything is going well. It has been found that employees who are
motivated tend to perform more.
2. Relevancy
Who would not want to be recognised for the work he has done? The leaders
must thus check for the relevancy of the performance and also give
recognition for the work. Thus motivating them.
3. Pushing the limits
As a leader one must push the limits of their employees by making them
achieve their targets with exceeding their expectations. One must never
underestimate the potential of an employee.
4. Career Advancement
As a manager one must always keep the success ladder open to their
subordinates so that they can clearly see that their way is not restricted.
5. Stability in work
As a manager I must always motivate my employees by creating stability in
the work environment. When this happens the employees feel motivated.
6. Satisfaction
It is very important that employees are very much satisfied from their job. If
they are not satisfied then ample motivation will be required.