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Presented By Group No.6 MEMBERS:Mriganka Mukherjee Sancheeta Jaiswal Mahesh Sharma Sreeparna Dutta Tuhin Chateerjee Trophy Biswas Debashis Goswami Prithwijit Dutta

*
She is working in Capgemini from last 7
Years.

Earlier she was with IBM for 3 years. Minimum of 6 years human resources
experience

*
 She found different kinds of
people are there in a single group.

No single factor can motivate everyone

 Motivation is Irrespective

of the environment of the organization where people are working for.

 Motivation starts with the desire to be free.

Motive

Motivating

Motivation

 Motivation is built on three basic elements:  Motivation starts with a need, a need to achieve something. This obviously requires effort. The intensity of this effort applied is the most important factor.  Developing the direction in which you are applying the effort. An effort, applied without a guiding path is hardly accountable.  Finally its the persistence which counts. This is a measure of how long a person can maintain effort; job-performance is a direct function of this.

*
 Many people do their projects

comfortably when they find fun in doing so.

 People are inversely proportional

to change.
Whenever any significant changes took place, people showed some disinterest.

*
People cant be directly grouped as
inherently work-loving and those who hate work. Hence Theory X and Theory Y doesnt hold true everytime.

According to her viewpoint Theory Z is

applicable in todays organization.

*
In the organization incentives and
promotions are provided on the basis of performance.

Most of the organizations are now looking into performance rather than seniority

Capgemini mainly follows variable

interval schedule of reinforcement.

 To maintain a stable workforce, employers must actively engage their employees through different retention techniques. Some techniques which she found useful and implemented in Capgemini are :  She engages young people in lighter fun projects, so that they can have a sense of belongingness & ownership.  Providing varieties in job descriptor, job rotation; so that they learn to love the work and adapt.  Endowing job security on the basis of performance.  Incentives, implementing ways to ensure that there exists no dissatisfaction among the employees.  People tend to equate their effort with their remuneration. She takes care of this fact and handles the issues accordingly.

*According to her preferences

the factors she primarily look into1)Work Condition 2)Relationship with the employees 3)Security of her employees 4)Growth of the employees

She may be trying to eliminate the main dissatisfying factors in the organization

*Low performers are also there in the organization.

Most of the time she dictates the targets to them and also
advises them about certain tactics and ways for achieving them.

*
 Motivation management is a modern, practical approach that will be
useful to management trainers and trainees.

 In reality, organizational motivation dont follow the theories of

Alderfer, Maslow, McClelland, Herzberg, and Vroom directly. It seems to borrow a little from each of their works on motivation.

 Motivation is a continuous challenge among managers today. The

problems and solutions to motivation problems can be complex to say the least.

 Tools and ideas are available to managers and leaders to help with
motivation.

 Studying the timeless theories of Herzberg, McClelland, Vroom,

Alderfer and Maslow can provide ideas and solutions to motivation problems.

 Motivation management and the individual motivation profile are

also useful tools in discovering how to motivate certain individuals. Improving motivation starts with employee selection and high organizational expectations. Managers that utilize these tools and ideas can be successful motivators.