A PROJECT STUDY

ON

EMPLOYEE MOTIVATION

Project Submitted To
University of Mumbai for partial completion of the degree of
Master in Commerce
Under the Faculty of Commerce

By
MR. ABHISHEK DHARMARAJ KARLE
MCOM -II (SEM-3)
Roll No: 307

Under The Guidance Of

Asst Prof. Tapasya Joshi

Matushri Pushpaben Vinubhai Valla College Of Commerce

Sheth M.K. High School Complex, Factory Lane,
Borivali (west) Mumbai -400092.

OCTOBER 2021
ACADEMIC YEAR 2021 - 2022
 EVALUATION CERTIFICATE

This is to certify that the undersigned have assessed and evaluated

the project on
_________________________________________________________
Submitted by Master/Miss
__________________________________________
This project is the original work to the best of our knowledge and
has been accepted for assessment of
M.Com Part - II , Semester -III

____________________ _________________ ________________

Internal Examiner External Examiner Prof.V.Manikandan
Principal Incharge
 DECLARATION BY LEARNER

I the undersigned Mr. Abhishek Karle (ROLL NO 307) here by, declare that the work embodied in this
project work titled “STUDY ON EMPLOYEE MOTIVATION”, forms my own contribution to the research
work carried out under the guidance of Asst Prof. Tapasya Joshi is a result of my own research work and has
not been previously submitted to any other University for any other Degree/ Diploma to this or any other
University.
Wherever reference has been made to previous works of others, it has been clearly indicated as such and
included in the bibliography.

I, here by further declare that all information of this document has been obtained and presented in accordance
with academic rules and ethical conduct.

Name
and Signature of the learner

ABHISHEK DHARMARAJ KARLE

Certified by

Name and signature of the Guiding Teacher

Asst Prof. Tapasya Joshi
 ACKNOWLEDGMENT

To list who all have helped me is difficult because they are so numerous and the depth is so enormous.
I would like to acknowledge the following as being idealistic channels and fresh dimensions in the completion
of this project.

I take this opportunity to thank the University of Mumbai for giving me chance to do this project.
I would like to thank my Principal, Prof. V. Manikandan for providing the necessary facilities required for
completion of this project.
I would also like to express my sincere gratitude towards my project guide Asst Prof. Tapasya Joshi whose
guidance and care made the project successful.

I would like to thank my College Library, for having provided various reference books and magazines related
to my project.
Lastly, I would like to thank each and every person who directly or indirectly helped me in the completion of
the project especially my Parents and Peers who supported me throughout my project.
 MATUSHRI PUSHPABEN VINUBHAI VALIA COLLEGE OF COMMERCE
Sheth M.K. High School Complex, Factory Lane,
Borivali (west) Mumbai -400092.

CERTIFICATE

This is to certify that ABHISHEK DHARMARAJ KARLE (ROLL NO 307) has worked and duly
completed her Project Work for the degree of Master in Commerce under the Faculty of Commerce in the
subject of BUSINESS MANAGEMENT (MCOM -II SEMESTER-3) and his/her project is entitled
“ EMPLOYEE MOTIVATION ” under my supervision. I further certify that the entire work has been done by
the learner under my guidance and that no part of it has been submitted previously for any Degree or Diploma
of any University.

It is her own work and facts reported by her/his personal findings and investigations.

Name and Signature of Guiding Teacher

Asst. Prof. Tapasya Joshi
 INDEX

CHAPTER HEADING PAGE NUMBER

NUMBER
1 INTRODUCTION 7
1.1 Background of the study 8
1.2 State of the problem 9
1.3 Objective of the study
1.4 Need for the study
1.5 Scope of the study

2 LIMITATIONS OF THE STUDY 10

3 COMPANY AND INDUSTRY PROFILE 11 - 18

4 METHODOLOGY 19

5 LITERATURE REVIEW 21 - 25

6 DATA ANALYSIS & INTERPRETATION 26 - 53

6.1 Primary Data 25 - 43
6.2 Secondary data 44 - 52
6.3 Findings 54

7 CONCLUSION & SUGGESTIONS 55 - 60

7.1 Conclusion 55
7.2 Suggestions 60

8 BIBLIOGRAPHY 61
 INTRODUCTION

Motivation is an effective instrument in the hands of the management in inspiring the work force .It is the
major task of every manager to motivate his subordinate or to create the will to work among the
subordinates .It should also be remembered that the worker may be immensely capable of doing some
work, nothing can be achieved if he is not willing to work .creation of a will to work is motivation in
simple but true sense of term.

Motivation is an important function which very manager performs for actuating the people to work for
accomplishment of objectives of the organization .Issuance of well conceived instructions and orders does
not mean that they will be followed .A manager has to make appropriate use of motivation to enthuse the
employees to follow them.Effective motivation succeeds not only in having an order accepted but also in
gaining a determination to see that it is executed efficiently and effectively.

In order to motivate workers to work for the organizational goals, the managers must determine the
motives or needs of the workers and provide an environment in which appropriate incentives are available
for their satisfaction .If the management is successful in doing so; it will also be successful in increasing
the willingness of the workers to work. This will increase efficiency and effectiveness of the
Organization. There will be better utilization of resources and workers abilities and capacities.
The concept of motivation

The word motivation has been derived from motive which means any idea, need or emotion that prompts
a man in to action. Whatever may be the behavior of man, there is some stimulus behind it. Stimulus is
dependent upon the motive of the person concerned. Motive can be known by studying his needs and desires.
There is no universal theory that can explain the factors influencing motives which control mans behavior at any
particular point of time.

7
In general, the different motives operate at different times among different people and influence their
behaviors.The process of motivation studies the motives of individuals which cause different type of behavior.

Definition of Motivation
According to Edwin B Flippo, “Motivation is the process of attempting to influence others to do their work
through the possibility of gain or reward

Background of the study

The study focused on what motivated the employees the most. Hence the main subject to be focused on was
Employee Motivation or Motivation in general. Motivation is the ability to change behavior. It is a drive that
compels one to act because human behavior is directed toward some goal. Motivation is intrinsic (internal)
when it comes from within based on personal interests, desires, and need for fulfillment. However, extrinsic
(external) factors such as rewards, praise, and promotions also influence motivation. As defined by Daft (1997),
motivation refers to "the forces either within or external to a person that arouse enthusiasm and persistence to
pursue a certain course of action."

People who are committed to achieving organizational objectives generally outperform those who are not
committed. Those who are intrinsically rewarded by accomplishments in the workplace are satisfied with their
jobs and are individuals with high self-esteem. Therefore, an important part of management is to help make
work more satisfying and rewarding for employees and to keep employee motivation consistent with
organizational objectives.

From a manager's perspective, it is important to understand what prompts people, what influences them, and
why they persist in particular actions. By getting to know what motivates employees, the management can
design policies, procedures, functions and systems that can create a workforce of happy and motivated
employees who in turn would be more than willing to move the organisation forward.

8
Statement of the problem

The project was undertaken to find out what motivated employees the most and how it was correlated to their
respective age and experience. For this purpose a questionnaire was formulated and administered to the
employees. The results will help the management in knowing what motivated employees the most so that they
can concentrate on designing policies and systems that would manage and support a motivated workforce.

The Objective of the Study

The purpose of this project report is to determine the factor that motivates an employee the most and the
motivational profile each employee belonged to with regards to age. This project report is meant provide
information about the relationship between an employee's age and his/her key motivator.

Need for the study

The findings of the project would provide the management with information about the employees’ key
motivating factors so that they could accordingly design policies and procedures that would lead to a constantly
motivated employee workforce.

Scope of the study

The study covered a sample of a hundred employees of Sourcebits Technologies. The study sought to determine
the key factor that motivated employees the most and to also determine their motivational profiles with regards
to their age. The study would benefit the organisation in a way of providing information on what factor
motivated its employees the most.

9
 LIMITATIONS OF THE STUDY

 The sample size was limited and thereby could not take into account all the employees of the
organization for the study.

 With the presence of a neutral answer choice, it was difficult to gauge the attitude and profile of certain
respondents.

 Contradictions were found in a few responses

 A few respondents had chosen multiple options where only one option was required according to the
question.

10
 COMPANY AND INDUSTRY PROFILE

The Company

Sourcebits is a software development company with offices in Bangalore, India and Atlanta, USA. Established
in April 2006, the company has a strength of over two hundred award-winning developers and designers.
Sourcebits is at the bleeding edge of emerging technologies and has quickly become one of the world’s top
destinations for iPhone, iPad, Mac, Android, BlackBerry, Adobe AIR and Web application development.

Sourcebits' development center for iPad, Android, BlackBerry, Palm Pre, RIA and iPhone builds world-class,
best-selling applications tailored to client specifications. Their programmers and user interface experts
leverage the latest development trends and the freshest techniques. Sourcebits is an industry leader in advanced
software, Web portal and visual design. They take pride in being one of the most creative and forward-looking
software development companies in the world.

Sourcebits Clients

 General Electric
 Sling Media
 Pointy Heads
 Coca Cola
 Skyfire
 ESRI
 Meredith
 Freeverse
 Red River Press
 Mac Game Store

11
Product Profile

Sourcebits Technologies being a software development company provides technology driven services and
creates applications for Apple iPhone and iPad, Blackberry, Android and Mac products. The company designs
and developments Web applications and Mobile applications.

iPhone Applications and Game Development

Sourcebits has been at the frontier of iPhone application development since the iPhone SDK was announced by
Apple in March, 2008. Building on its advantage in established Mac technologies, Sourcebits quickly became
one of the top iPhone development companies in the world. Their applications are routinely among the Top 50
on the App Store and have been downloaded more than 4.5 million times. The Sourcebits team specializes in
developing highly interactive and “achingly beautiful” iPhone applications and games.

iPad Applications and Game Development

With over 100 original applications and 4.5 million downloads for iPhone and iPad under their belt, Sourcebits
has the expertise and knowledge to deliver iPad applications to market on time and on budget. Even now their
crew of critically acclaimed designers is busy engineering new and iPad-optimized applications for clients. The
iPad application rush is well underway.

12
Web Development

Sourcebits has the experience and expertise to bring commercial Web presence to life. Their programmers and
graphic designers work at the bleeding edge of Internet technologies like the Zend PHP Framework and Ruby
on Rails. Their engineers will tailor the project to meet client specifications. They double–check the strength
and security of each and every line of code for the client's peace of mind, and they can optimize for platform–
specific hosting such as Amazon Web Services or the Google Application Engine.

Android, Blackberry and Palm Pre Application Development

With the astonishing success of iPhone and the word ‘App’ now solidly in the mainstream, it didn’t take long for
BlackBerry and Palm to open their smartphone platforms to third party developers, or for Google to enter the
market with its own popular mobile operating system: Android. Android, in particular, with its open source roots
and optimization for Google’s Web apps is quickly gaining traction as the chief rival to iPhone. As with Android,
Sourcebits is pushing boundaries on the other popular smartphone platforms: BlackBerry and Palm Pre. Totaling
around 25% the worldwide smartphone market, publishers simply cannot ignore BlackBerry and the Pre.

Mac Applications and Game Development

Sourcebits offers a wide variety of native Mac applications development – ranging from 3D games to business
applications. Sourcebits faithfully sticks to Apple’s elegant user interface philosophy, producing visually
stunning and feature–rich applications built on the latest technologies. Their code is fast, clean and efficient, and
each line is unique and project–specific.

13
The Software Industry in India

It's the technological revolution that at times brings surprising opportunities for some nations. India, though not
among the front runners in terms of economic growth, has successfully utilized such opportunities in the
revolution to become an IT hotspot. For the past several years, India has been an increasingly favored
destination for customized software development. As a result, a number of software companies in India have
come up. Not only the number of players has increased in the Indian IT market, but at the same time, Indian
software companies have done considerably well in the global market. Such huge success of software
companies in India has given birth to a new speculation – whether other developing countries should imitate
Indian example and whether the success of India would constitute a competitive challenge to the software
industry of the developed world or not.

With the huge success of the software companies in India, the Indian software industry in turn has become
successful in making a mark in the global arena. This industry has been instrumental in driving the economy of
the nation on to a rapid growth curve. As per the study of NASSCOM-Deloitte, the contribution of IT/ITES
industry to the GDP of the country has soared up to a share of 5% in 2007 from a mere 1.2% in 1998. Besides,
this industry has also recorded revenue of US$ 64 billion with a growth rate of 33% in the fiscal year ended in
2008.

The export of software has also grown up, which has been instrumental in the huge success of the Indian
software companies as well as the industry. In fact, software export from India accounts for more than 65% of
the total software revenue. The domestic software market largely depends upon sale of software packages and
products, which constitute major part of revenues. Products account for almost 40% of the domestic market. On
the other hand, more than 80% of revenue from software exports comes from software services like custom
software development and consultancy services etc.

14
Between 2008 and 2013, the India IT-ITES industry is projected to expand at an average growth rate of 13.9
percent with the domestic market growing slightly higher at 15.8 percent, compared to exports growth of 12.7
percent.

The iPhone/Android Application development Industry

With the demand of smart phones like iPhones and Google's android, the demand for mobile apps development
has grown manifolds. The interface of iPhone/Android application development is ground breaking. Today,
many computer manufacturers have adopted the same interactive technology for handheld PCs and laptops. As
per a latest estimate, the sales of iPhones have reached a whopping $21.4 million. The popularity of this smart
phone has prompted many to develop third party iPhone applications which are compatible and have a huge
market in terms of business growth and profit.

Apple has devised a unique way where iPhone application developers are allowed to bid the pricing for their
applications. Apple will claim only 30% of the bidding price while the remaining will 70% share would be of
the developers. Although the idea is too good to believe, slowly many iPhone apps developers started creating
iPhone enabled applications. Today iPhone apps development is a billion dollar industry and programmers are
earning exorbitantly.

The demand for iPhone/Android apps has opened up new avenues for development companies. Many
companies offer cost-effective and feature-enhancing solutions to the clients. The variety of services include
offering enhancing features of iPhone, customizing the themes and icons, integrating the power of internet with
iPhone among others.

15
Many consider iPhones to be smartest of all smart phones. However, android based applications have also
brought a new wave in the mobile apps market. Dynamic and innovative mobile apps can be developed in
Android based platform for the smart phone users. Apart from the basic features like web browser, Google map
application, music player, calendar and contact list, android based apps offer many inventive features including
Blue-tooth, CDMA, touch screens, video camera, P2P using Google talk etc.
Since Android platform is open source, it incorporates cutting-edge technologies for the developers community
as and when they evolve.

Future trends in Mobile Application Development

The world of mobile applications is fast paced and dynamic, with new features and functionalities emerging
constantly. However, a cursory observation of the mobile application development industry will show several
main directions the industry is heading in. Several of these future trends are the direct result of new technologies
developed by the major players in the industry such as Apple and Google.

In the last few years the mobile applications and devices sector has seen radical change. Mobile devices have
been manufactured with wider screens, faster processors and increased graphical capability. Network providers
offer better data plans allowing constant connectivity to the internet and more developers than ever are creating
applications for mobile devices. All these developments have allowed previously unfeasible features to be
brought to mobile devices.

 Banking Services

16
With the continued success of business focused mobile devices such as the BlackBerry, mobile banking services
have the potential to really become prominent in the future. As well as appealing to business users, banking
services such as money transfer are popular in developing markets due to low costs and faster speeds than
traditional services. Mobile banking is one of the fastest growing industries worldwide and has given rise to
several new business models such as online banks and internet wealth managers. Mobile payment systems,
where users can pay wirelessly at the point of sale, are also experiencing continual increases in popularity. This
is particularly true in developing countries where mobile infrastructure is more reliable than fixed line
infrastructure.

Although mobile banking services are expected to become more widespread each year, there are several key
challenges that this fledging industry must overcome. Firstly, mobile platform fragmentation will be detrimental
to the growth of mobile banking as fragmentation will make it difficult for firms to develop a mobile banking
solution that everyone can use. Secondly, regulatory requirements may cause a slowdown in the market due to
security concerns about mobile financial transactions. Encryption of transmitted data, device authentication and
encryption of data stored on the device are all current security issues. Regulations are likely to differ between
markets increasing the cost of entering several markets at once.

 Location Based Services

With the constant availability of the web on mobile devices, location based services are sure to become more
prominent in the near future. Location based services are likely to be used widely for social networking
purposes. Several services exist which aim to match users to nearby people with the same interests or inform
users of nearby events and gatherings which match their interests. Although many of these services are limited
at the moment, location based social networking has the potential to become the biggest location based service.
Several mobile social networks have already made an impact on the market. If an established network such as
Facebook adopts location based services, it has the potential to completely transform location based networking.

 Cloud Based Services

17
Closely related to location based services are cloud based services. Cloud computing exists when services and
data are stored on the internet instead on individual devices, providing on-demand access. This allows sharing of
resources between devices and is very popular for business use. With the emergence of cheaper data plans from
network carriers, it is likely the majority of mobile devices will be constantly connected to the internet. This
functionality will allow new innovative applications to be developed. These applications will take advantage of
constant connectivity and allow devices to access information from the internet to share with other devices. This
functionality has been heavily promoted by Google on its Android platform. Applications have been developed
that allow devices to access real-time traffic information by connecting with other devices nearby. Cloud
computing can also be used to enhance positioning technologies and location based networks.

 Advertising

Signs indicate that mobile advertising will soon become increasingly prominent. Mobile hardware
manufacturers are constantly developing devices with wider screens which will help the mobile advertising
sector. The entrance of Google into the mobile sector also indicates that mobile advertising is set to increase as
Google will want to extend its desktop advertising empire to the mobile web. Advertising will also allow
developers to offer free advertising funded applications, creating a new business model of mobile applications.

18
 METHODOLOGY

The project consisted of finding out that factor which motivates the employees the most. The most appropriate
means to ascertain such information was to conduct a motivation survey. The research undertaken was a
descriptive research as it sought to describe the characteristics of a small sample of employees with regards to
what motivated them the most and also classifying them into personality driven motivational profiles. The
project consisted of three stages.

STAGE 1 – Gathering information and inputs to frame the necessary questions for the survey.

STAGE 2 – Collecting data using the survey method, by getting the sample employees fill the questionnaire.

STAGE 3 – Analysing and interpreting the primary data collected from the survey responses.

Research Methodology : -

 Problem definition – To ascertain what factor motivated the employees the most according to them and
also determine their intrinsic motivational profiles.

 Objectives – To conduct a motivation survey by framing and administering a questionnaire to sample

respondents.

 Methodology – Descriptive research

19
 RESEARCH DESIGN

A research design is a framework or blueprint for conducting a research project. The research design used for
this project is a descriptive research design as it is used in describing facts and characteristics of a sample
population under observation. In this project, it is used to describe the key motivator of individual employees
and to determine their various motivational profiles.

For the fulfillment of this purpose, primary data had to be collected through a questionnaire that was to be filled
by a sample of employees.

Sample Size – 100 respondents

Questionnaire formulation – The questionnaire consisted of 22 statements based on the Likert scale and 1
Multiple Choice Question.

Sampling Technique – Simple random sampling

Data Collection – The data collection method used for the project was the survey method. The survey method of
collecting data involves questioning employees for their responses. The employees were asked questions in the
form of statements to which they agreed, disagreed or were neutral based on the 5 choice Likert scale. They
were asked a variety of questions regarding their attitudes, intentions and preferences in the light of situations
and circumstances given in the statements. The questionnaire designed for this project also consisted of a
multiple choice question to ascertain the factor that motivated the employees the most.

20
 LITERATURE REVIEW

At one time, employees were considered just another input into the production of goods and services. What
perhaps changed this way of thinking about employees was research, referred to as the Hawthorne Studies,
conducted by Elton Mayo from 1924 to 1932. This study found that employees are not motivated solely by
money and that employee behavior is linked to their attitudes. The Hawthorne Studies began the human
relations approach to management, whereby the needs and motivation of employees become the primary focus
of managers.

Motivation Defined

Many contemporary authors have also defined the concept of motivation. Motivation has been defined as the
psychological process that gives behavior purpose and direction; a predisposition to behave in a purposive
manner to achieve specific, unmet needs an internal drive to satisfy an unsatisfied need and the will to achieve.

Motivation is the activation or energization of goal-orientated behavior. It is the psychological feature that stirs a
human being to action towards a desired goal, the reason for that action. Employee motivation is the process of
boosting the morale of employees to encourage them to willingly give their best in accomplishing assigned tasks.
Employee motivation is the key to achieving extraordinary results. One cannot succeed at leadership if the
employees are demotivated or disgruntled. There are broadly two kinds of motivation. Intrinsic and extrinsic
motivation. Intrinsic motivation refers to motivation that comes from within an individual rather than from the
external environmental factors such as good working conditions, salary, compensation, benefits, financial
rewards and recognition. Extrinsic motivation is exactly the opposite of intrinsic motivation where in which
motivation comes from external factors as mentioned above. This project seeks to determine both intrinsic and
extrinsic factors that motivated employees.

21
The Role of Motivation

Why do we need motivated employees? The answer is survival. Motivated employees are needed in our rapidly
changing workplaces. Motivated employees help organizations survive. Motivated employees are more
productive. To be effective, managers need to understand what motivates employees within the context of the
roles they perform and their age. Of all the functions a manager performs, motivating employees is arguably the
most complex. This is due, in part, to the fact that what motivates employees changes constantly. For example,
research suggests that as employees' income increases, money becomes less of a motivator. Also, as employees
get older, interesting work becomes more of a motivator.

Motivation Theories

Understanding what motivated employees and how they were motivated was the focus of many researchers
following the publication of the Hawthorne Study results. Five major approaches that have led to our
understanding of motivation are Maslow's need-hierarchy theory, Herzberg's two- factor theory, Vroom's
expectancy theory, Adams' equity theory, and Skinner's reinforcement theory.

According to Maslow, employees have five levels of needs: physiological, safety, social, ego, and self-
actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would
motivate employees. Herzberg's work categorized motivation into two factors: motivators and hygienes.
Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or
extrinsic factors, such as pay and job security, produce job dissatisfaction.

22
Vroom's theory is based on the belief that employee effort will lead to performance and performance will lead to
rewards. Rewards may be either positive or negative. The more positive the reward the more likely the
employee will be highly motivated. Conversely, the more negative the reward the less likely the employee will
be motivated.

Adams' theory states that employees strive for equity between themselves and other workers. Equity is achieved
when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs.

Skinner's theory simply states those employees' behaviors that lead to positive outcomes will be repeated and
behaviors that lead to negative outcomes will not be repeated. Managers should positively reinforce employee
behaviors that lead to positive outcomes. Managers should negatively reinforce employee behavior that leads to
negative outcomes.

However the following motivation theory called McClelland's Theory of Acquired Needs was used as a base for
formulating the questionnaire and aiding the purpose of the project.

McClelland's Theory of Acquired Needs

In his acquired-needs theory, David McClelland proposed that an individual's specific needs are acquired over
time and are shaped by one's life experiences. Most of these needs can be classed as achievement, affiliation, or
power. A person's motivation and effectiveness in certain job functions are influenced by these three needs.
McClelland's theory sometimes is referred to as the three need theory or as the learned needs theory.

23
Achievement

People with a high need for achievement (nAch) seek to excel and thus tend to avoid both low-risk and high-risk
situations. Achievers avoid low-risk situations because the easily attained success is not a genuine achievement.
In high-risk projects, achievers see the outcome as one of chance rather than one's own effort. High nAch
individuals prefer work that has a moderate probability of success, ideally a 50% chance. Achievers need regular
feedback in order to monitor the progress of their achievements. They prefer either to work alone or with other
high achievers.

Affiliation

Those with a high need for affiliation (nAff) need harmonious relationships with other people and need to feel
accepted by other people. They tend to conform to the norms of their work group. High nAff individuals prefer
work that provides significant personal interaction. They perform well in customer service and client interaction
situations.

Power

A person's need for power (nPow) can be one of two types - personal and institutional. Those who need personal
power want to direct others, and this need often is perceived as undesirable. Persons who need institutional
power (also known as social power) want to organize the efforts of others to further the goals of the organization.
Managers with a high need for institutional power tend to be more effective than those with a high need for
personal power.

24
General Implications for Management

People with different needs are motivated differently

 High achievers should be given challenging projects with reachable goals. They should be provided
frequent feedback. While money is not an important motivator, it is an effective form of feedback.

 Employees with a high affiliation need perform best in a cooperative environment.

 Management should provide power seekers the opportunity to manage others.

25
 DATA ANALYSIS AND INTERPRETATION

Overall Analysis

Statement 1 - I feel that my superior/team leader always recognizes the work done by me.

70
60
50
40
30
20
10
0
Agree Disagree Neutral SA

58% of the employee's feel that their superiors recognize the work done by them.

19% strongly agree

22% are neutral

Only 1% disagrees with the statement.

Most of the employees are happy of the fact that their superior/team leader recognizes the work done by them.

26
Statement 2 – I feel that the job I do gives me a good status.

60
50
40
30
20
10
0
A gree Disagree Neutral SA

54% of the employees feel their job gives them a good status.

19% strongly feel their job gives them a good status.

Whereas 19% are neutral about it

2% disagree with the statement.

The employees enjoy the good status their job gives them.

27
Statement 4 - Visibility with the top management is important to me.

50

40

30

20

10

0
Agree Disagree Neutral SA SD

47% of the employees consider their visibility with the top management to be important.

23% strongly agree

28% are neutral about the importance

1% disagrees and another

1% strongly disagrees.

The employees want to be seen with and recognized by the top management.

28
Statement 5 - There is a fair amount of team spirit in the organization.

60
50
40
30
20
10
0
Agree Disagree Neutral SA SD

50% of the employees find that there is a fair amount of team spirit in the organisation

9% strongly agree

33% are neutral

5% disagree

3% strongly feel there is no team spirit in the organisation.

The employees are contented with the amount of team spirit in the organization.

29
Statement 8 – I want to be the best at my job.

70
60
50
40
30
20
10
0
A gree Neutral SA

59% strongly agree that they want to be the best at their jobs

38% agree

2% are neutral about the statement

None of the employees disagree.

The employees want to perform to their fullest at their job and hence want to be the best at their job.

30
Statement 9 – I find opportunities for advancement in the organisation.

60

50

40

30

20

10

0
A gree Disagree Neutral SA

52% find opportunities for advancement in the organisation.

25% are neutral about the statement.

7% disagree and 16% strongly disagree.

Most employees find opportunities for growth and career advancement in the organisation.

31
Statement 10 - You feel the need to make sure that things around you are working in tandem with company
goals.

60
50
40
30
20
10
0
Agree Disagree Neutral SA SD

56% feel the need to make sure that things around them are working in tandem with company goals.

12% strongly agree with the statement.

28% are neutral about it.

3% disagree

1% strongly disagrees with the statement.

Most employees feel the need to control things around them and make sure that everything is working in the
best interest of the company.

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Statement 11 - You seek to have a certain amount of control over the working and performance of your
colleagues regardless of position.

60
50
40
30
20
10
0
Agree Disagree Neutral SA SD

48% of the employees seek to have a certain amount of control over the working and performance of their
colleagues regardless of their position.

7% strongly feel the same.

31% are neutral.

10% don't seek to have control

3% strongly disagree with the statement

Most employees seek to have a certain amount of control over their colleagues.

33
Statement 12 - You generally tend to seek guidance from your colleagues, seniors and/or your leader.

60

50
40
30
20

10
0
Agree Disagree Neutral SA

53% of the employees tend to seek guidance from their colleagues and seniors.

25% strongly tend to seek guidance.

20% think neutrally

2% don't tend to seek any sort of guidance.

Employees are highly dependent on others for guidance.

34
Statement 13 - You always tend to work with a sense of direction.

80
70
60
50
40
30
20
10
0
Agree Disagree Neutral SA

71% of the employees always tend to work with a sense of direction.

23% strongly agree.

5% are neutral when it comes to working with a sense of direction

1% doesn’t tend to work with a sense of direction.

All employees are direction oriented and focused when they are working.

35
Statement 14 - You feel the need to belong to a team or a work group.

60
50
40
30
20
10
0
Agree Disagree Neutral SA

53% of the employees feel the need to belong to a team or a work group

31% of them strongly feel that need.

15% are neutral about the statement

1% do feel the need to belong to any team or work group.

Employees have a high need for affiliation and relationships.

36
Statement 15 - You are motivated when working with others rather than when working individually.

40
35
30
25
20
15
10
5
0
Agree Disagree Neutral SA SD

38% of the employees find themselves motivated when working with others rather than when working
individually.

29% strongly feel motivated when working with others.

Just below 28% are neutral about the statement.

Only 4% are motivated while working individually

1% is strongly motivated working by themselves.

Most employees were very team oriented and hence they were motivated working with others.

37
Statement 16 - You value relationships at the workplace.

45
40
35
30
25
20
15
10
5
0
Agree Disagree Neutral SA SD

41% of the employees strongly value relationships at the workplace

37% agree with valuing relationships at the workplace.

13% are neutral about the statement.

But 6% disagree

3% strongly disagree.

The employees seem to highly regard and value their relationship with others.

38
Statement 17 - You prefer to work independently.

60
50
40
30
20
10
0
Agree Disagree Neutral SA SD

22% of the employees agree

7% strongly agree that they prefer working independently.

A majority 55% are neutral about the statement

While 13% disagree

3% strongly disagree with the statement.

For most employees working independently and not working independently does not matter.

39
Statement 18 - You tend to plan and schedule your own work/task without supervision.

50

40

30

20

10

0
Agree Disagree Neutral SA

47% of the employees tend to plan and schedule their own work without supervision.

26% are neutral towards the statement.

14% and 13% disagree and strongly disagree implying that they are dependent when it comes to planning and
scheduling their work.

Employees are independent when it comes to planning and scheduling their own task.

40
Statement 19 - You normally do not take help or advice from colleagues and seniors.

50

40

30

20
10

0
Agree Disagree Neutral SA

A majority of 47% of the employees disagree with the statement implying that they do take help or advice from
colleagues and seniors.

17% and 12% agree and strongly agree to the statement implying they do not normally take any help or advice.

24% are neutral towards to the statement.

Employees do take help and advice from colleagues and seniors implying that they are dependent to an extent.

41
Statement 20 - Being comfortable is more important to you than getting ahead.

40
35
30
25
20
15
10
5
0
Agree Disagree Neutral SA SD

37% of the employees agree and 9% strongly agree with the statement.

32% are neutral towards the statement.

17% and 5% disagree and strongly disagree with the statement respectively.

Being comfortable and getting ahead are equally important for employees.

42
Statement 21 - You are satisfied to be no more better than your colleagues at work.

40
35
30
25
20
15
10
5
0
Agree Disagree Neutral SA SD

37% of the employees disagree

14% strongly disagree to the statement implying that they are keen on being better than their colleagues.

33% of the employees are neutral

Only 1% agree with the statement.

Employees are highly competitive at work.

43
Statement 22 – I sometimes try to achieve more than what is required from my target.

60
50
40
30
20
10
0
Agree Disagree Neutral SA SD

More than half of the employees agree

28% strongly agree that they try to achieve more than what is required from their target

10% are neutral about the statement while

4% and 1% disagree and strongly disagree with the statement respectively.

Employees are highly achievement oriented and have a need for achievement.

44
Factor that motivates you the most

Career development Job security

Financial incentives Rew ards and
recognition
A/T No responses
Competition Mixed
Fringe benefits Other

For a majority of 45% of the employees, Career development was their most motivating factor while 23% of the
employees found the financial incentives to be the most motivating factor for them. 8% chose rewards and
recognition, 7% showed a mixed response by chose more than one factor. 6% chose job security. 4 % of the
employees did not respond while 2% were motivated by competition. 1% chose activities and training to be most
motivating while another 1% was most motivated by fringe benefits.
However 3% chose other motivating factors. What motivated 3% of the employees was the fact that they were
working for the best company in the industry.

Employees are generally motivated by growth and career development opportunities provided by the
organisation.

45
Age wise Sub Analysis based on motivation profiles

RECOGNITION

AGE 21-25 A D N SA SD

Q1 52 --- 26 22 ---

Q2 56 2 24 18 ---

Q4 50 2 32 16 ---

AGE 26-30

Q1 62 2 19 17 ---

Q2 51 2 28 19 ---

Q4 45 25 28 2 ---

It can be noted that among employees belonging to both the age groups, a majority of them had agreed to
statements that highlight a sense of recognition implying that most of the employees under age groups 21-25
and 26-30 were very likely to be inherently motivated by a sense of recognition.

Under age group 21-25, 74%, 74% and 66% agreed to statements 1, 2 and 4 respectively. Under age group 26-
30, 79%, 70% and 73% agreed to statements 1, 2 and 4 as against only 2% for disagreeing to the same
statements.

All employees are motivated by being recognized by their colleagues and superiors.

46
 AFFILIATION

AGE 21-25 A D N SA SD

Q5 54 4 32 6 4

Q14 50 --- 12 38 ---

Q15 34 2 32 32 ---

Q16 28 6 20 40 6

AGE 26-30

Q5 47 6 34 13 ---

Q14 53 2 20 25 ---

Q15 42 6 24 26 2

Q16 48 6 6 40 ---

It is evident from the table that among employees belonging to both the age groups, a vast majority of them had
agreed to statements that highlight a sense of affiliation and belonging implying that most of the employees
under age groups 21-25 and 26-30 were inherently motivated by having a sense of affiliation and belonging
within the organisation, department or team.

Under age group 21-25, a majority of 60%, 78%, 64% and 68% agreed to statements 5, 14, 15 and 16 as against
only 8%, 0%, 2% and 12% disagreeing to the same statements.

Employees regardless of age group valued relationships at the workplace and had a high need for affiliation.

47
 ACHEIVEMENT/COMPETITION

AGE 21-25 A D N SA SD

Q8 40 --- 2 58 ---

Q9 60 6 22 12 ---

Q20 40 14 28 12 6

Q21 16 32 36 2 14

Q22 6 4 10 26 ---

AGE 26-30

Q8 38 --- 5 57 ---

Q9 42 8 30 20 ---

Q20 34 18 38 6 4

Q21 13 42 32 13 ---

Q22 54 4 8 32 2

According to the responses mentioned in the table, employees belonging to both the age groups are high on a
need for achievement and are equally motivated by a sense of competition.

For example statement 21 states “You are satisfied to be no more better than your colleagues at work” to which
a majority of 55% of the employees under age group 26-30 agree as against only 13% disagreeing implying that
those 13% of the employees maybe high on achievement but at the same time not so competitive. Similar
findings are recorded for the employees under 21-25.

All employees wanted to achieve by performing better and being the best at their job.

48
 CONTROL

AGE 21-25 A D N SA SD

Q10 60 2 26 10 2

Q11 44 10 34 6 6

AGE 26-30

Q10 53 4 32 11 ---

Q11 51 11 30 6 2

According to the data derived from the table, although most employees under both age groups agreed to
statements 10 and 11 that highlight the need to control, employees under age 26-30 seemed to exhibit more need
for control when compared to responses pertaining to employees under age group 21-26

Older and more experienced employees felt the need to control.

This indicates that as people in the organisation grow older, their general need to maintain or exert control
increases by certain degrees.

49
 DIRECTION

AGE 21-25 A D N SA SD

Q12 46 2 24 28 ---

Q13 72 2 6 20 ---

AGE 26-30

Q12 57 2 18 23 ---

Q13 72 --- 4 24 ---

Working with a sense of direction is a priority for almost all employees under both the age groups. All the
employees almost equally find it important to work with a sense of direction, seeking some form of guidance
from colleagues and superiors at the same time.

Under age group 21-25, 24% and 6% of employees have a neutral attitude towards statements 12 and 13. Under
age group 26-30, 18% and 4% of employees show a neutral response towards a sense of direction and guidance.

Most employees worked with focus and direction receiving guidance from time to time.

50
 INDEPENDENCE/AUTONOMY

AGE 21-25 A D N SA SD

Q17 18 14 54 10 4

Q18 48 18 26 8 ---

Q19 22 42 24 12 ---

AGE 26-30

Q17 23 14 57 4 2

Q18 47 10 28 15 ---

Q19 11 53 23 13 ---

For statement 17 which highlights work independence as a preference, employees under both age groups show
similar results where a majority 54 and 57% are neutral about working independently.

For statement 18 which highlights work autonomy and scheduling, employees under the group 26-30 seem to be
more in favour of work autonomy than employees under the age group 21-25. For statement 19, the employees
under age group 21-25 are more in favour of not taking help from colleagues or seniors whereas only 11% of
employees between age group 26-30 agreed to the statement.

This meant that work autonomy was high among employees between the age group 26-30 and work
independence was slightly high among younger employees.

51
Older employees tend to plan and schedule their work whereas the younger employees generally prefer
working independently

Key motivators for age group 21-25

50% of the employees between the age group 21-25 chose career development opportunities as their major
motivating factor.

22% of the respondents found financial incentives as their key motivating factor.

The 3rd majority of the group, that is 8% of the group found the job security factor motivating them.
6% were motivated by rewards and recognition.

52
 Another 6% had chosen multiple motivating factors. 2% were motivated by fringe benefits and another 2%
were motivated by other factors. 4% of the employees didn't respond.

Employees were motivated more by career growth and development opportunities provided by the company.

Key motivators for age group 26-30

The data appears to be the same for employees between age group 26-30 as it for employees belonging to the
age group 21-25. Majority of the employees that is 38% were motivated by career development opportunities
while 25% of the employees were motivated by financial incentives.

Rewards and recognition gained 3rd place with 11% of the respondents being motivated by them. 5% were
motivated by job security and another 5% were motivated by competition while only 2% of the employees were
motivated by employee and training sessions etc. 6% chose multiple motivating factors and 5% of the employees
for were motivated by other factors. 4% didn't respond.

Older employees were motivated less by career development opportunities and more by financial incentives.

53
 FINDINGS

 Career development opportunities was the most motivating factor for a majority of the employees.

 A second majority of employees were most motivated by the financial incentives provided by the
company.

 All the employees were motivated by being recognised and having a sense of achievement and
competition.

 Employees valued relationships at the workplace and were motivated working in teams implying that
they had a high need for affiliation.

 All employees regardless of age sought some guidance from colleagues and superiors.

 Employees within the age group 21-25 tend to be more dependent at the workplace

 Employees within the age group 26-30 tend to be more independent and self-autonomous at work

54
 CONCLUSION

From the age-based analysis and interpretation, it can be found that employees belonging to both age groups 21-
25 and 26-30 are driven by a sense of recognition in the workplace and they also feel that it is a very important
and an integral part of their motivation. This result directly corresponds with the results pertaining to the
achievement/competition factor because the same employees who were driven by a sense of recognition showed
a tendency to achieve or be competitive at their workplace.

Almost all of the respondents wanted to be best at their jobs and also found opportunities for advancement on
the organization thereby indicating that a combination of a sense of recognition and achievement/competition
automatically led them to be optimistic about their growth and advancement in the organization. While majority
of employees under both age groups always tried to achieve more than what was required from their job target,
surprisingly for most employees, being comfortable was more important than getting ahead implying that
although they wanted to achieve, they didn’t prefer to do it at the cost of the comfort they perceived was
important. Almost all the employees wanted to be better than their colleagues at the workplace.

From the interpretation of the responses from employees, it can be proved that having a sense of recognition and
the need to achieve and be competitive were interrelated and that even if some employees are not motivated by
achievement and competition, they are certainly motivated by a sense of recognition. The sense of recognition is
linked with Maslow’s Social Needs which must be fulfilled so that one can move on to having self-esteem.

When it comes to the need for power and the desire to control, the findings suggest that the older employees
between the age group 26-30 seek have to have some amount of control over the working and performance of
their colleagues regardless of their position and also felt the need to monitor and make sure that things around
them were working in tandem with company goals.

55
Only a few employees between the age group 21-25 had some desire to control implying that the more
experienced and older an employee in the organization is, the more would be his/her need and desire to control.

When it comes to working with a sense of direction, all employees under both age groups always worked with a
sense of direction. But when it came to seeking guidance from colleagues, seniors or leaders, more number of
the older employees agreed to seeking guidance from either colleagues, seniors or their leaders while some of
the younger employees were neutral about seeking any sort of guidance from others. What can be inferred is
that working with direction and guidance is important regardless of whether a person had the need to control or
didn’t seek a need to control. What can also be seen is that almost all younger employee’s sought guidance from
others in the workplace which proves the fact that even if an employee receives recognition or has a high sense
of achievement and competition, an individual employee will continue to seek guidance in order to achieve their
purpose as a contributor and an asset of the organization.

More than half of the employees from both age groups were neutral about working independently suggesting
that work independence or dependence didn’t matter much to them but this contradicts the fact that the
employees between age group 21-25 did not plan and schedule their own work or task and always depended on
their leader or superior to give them tasks. However the older employees between age group 26-30 showed a
parallel response as most of them tended to plan and schedule their own work and task without supervision.
Almost all employees under both the age groups took help or advice from colleagues and seniors. What can be
generally inferred is that regardless of age, all the employees showed signs of dependence in the workplace and
needed someone to govern, mentor and guide them while performing their task.

An employee may receive recognition for his/her work, may want to achieve above his/her target or may want
to always perform better than his/her colleagues but may still tend to seek guidance, help and governance from
other employees in the workplace simply because he may not have yet reached a stage of employment where
independence and self-autonomy come naturally with certain factors like age and experience. According to the
results of the study, financial incentives is the second most core factor that motivated employees, so it just
proves that unless passion for work replaces monetary benefits as a core motivator, an employee may still find
himself seeking guidance, help and governance in every aspect of his job.

56
One trend to be noted is that all the employees regardless of age have a high sense of affiliation. They all valued
relationships at the workplace and were also motivated when working with others rather than working by
themselves individually. So the paramount inference that can be drawn from the results is that the employees are
typical high achievers who are recognized, want to be recognized for their work and who also want to compete
to perform better than their colleagues, but at the same time they also want to be directed, guided and helped by
their superiors or leaders in every aspect of their work proving that they are dependent to a major extent and
cannot self-direct themselves. This is mainly due to the fact that most of the employees in the study were young
freshmen with little or not as much experience as that of the older and experienced employees in the
organisation.

According to McGregor’s theory Y, people are inherently motivated to perform better and hence they did not
need much coaxing or correction which is the case here but for theory Y employees, to reach the top of
Maslow’s pyramid i.e. in this case reaching a level of self dependence and autonomy would come with age,
experience and a strong passion for the work.

A majority i.e. 45% of the employees were most motivated by career development opportunities while the 2nd
majority where most motivated by financial incentives. 8% of the employees were motivated by the job security
they perceived. However a key thing to be noted is that 2% of the employees were motivated by the fact that
they were working for the best company in the industry.

Employees within the age group 21-25 were motivated by career development opportunities by 13% more than
employees under age group 26-30. This implies that career development opportunities are preferred by young
employees because they are at a stage in the career development life cycle where they see the importance of
growth and therefore need career growth in order to fulfill their career objectives and survive as healthy and
motivated employees. But as an employee grows with age and job experience thereby reaching a certain desired
pedestal, the desire for growth gradually levels off with career development opportunities not being the core
motivating factor.

57
These results can be justified by the fact that the Web/Mobile application development industry recently came
into being and is still growing at an increasing rate with major clients such as Apple, Google’s Android and
Facebook seeking talented young individuals to contribute to technology and society through intelligent and
smart web and mobile based applications.

Sourcebits Technologies is considered be one of the top leaders in the iPhone and Game development
industry and therefore it is instinctive for young and talented employees to seek for growth and career
development opportunities as developers in a company like Sourcebits. The employees of the organisation are
divided into teams based on their role, task and expertise thus every employee is part of a team that works
towards the completion of set goals. This justifies the fact that according to the study all employees had a
need for affiliation hence they valued relationships and were motivated working with others rather than
working individually.

58
 RECOMMENDATION

The following are some of the recommendations that can be used to motivate employees.

 Recognizing teams or work groups for their joint effort rather than individual contributors.
 Teams with similar tasks or projects can compete with each other for the faster completion of projects.
 Teams can have an informal retreat or an off site meeting where members get to know each other and
also set goals and develop plans.
 A one day sporting event or picnic can be used as a simple breather from everyday work making the
employees happier.
 Encouraging employees to write a short testimonial of how they could enhance their skills and put their
talent to creative use only because of the opportunities the company gave them.
 Exposing the employees to international job or short term project opportunities for development and
knowledge sharing.
 Having employees set their career goals and expectations so that a career counselor can guide them in
drafting a development plan or blueprint helping them focus on projects that will take them in the
direction which will facilitate long-term success.
 Implementing certain methods or techniques that would create of feeling of oneness with the company in
the minds of the employees.

59
In the light of the results and findings, it is noted that most of the employees are motivated by the career
development opportunities provided by the company and a second majority of employees are motivated by
financial incentives. Most of the employees who were motivated by career development opportunities were
between the age group 21-25 implying that young employees with little or no work experience were driven
more by the career development opportunities provided by the company whereas for the older employees with
some amount of work experience career development opportunities were not the paramount motivator.

Hence as an employee grows in age and experience within an organization, he is motivated more by certain
other factors that can also include the demands of the job itself.

All the employees in the organization were motivated by being recognized by colleagues and superiors and also
having a need for achievement and a sense of competition. At the same time they were dependent on other
colleagues and superiors and always sought some guidance from them. The reason for them being dependent
may be due to the fact that they all were team oriented and showed a high need for affiliation so depending on
other fellow employees came naturally to them.

Employees must be allowed to work together in teams in order to collectively achieve their group targets which
ultimately lead to the fulfillment of company goals. Absence of such teams may lead to unhealthy competition
and power conflicts between individual employees ultimately causing employees to be demotivated.

Since a majority of the employees in the organization are young, the management must focus on creating
opportunities that would aid in the growth and development of an employee’s career thereby maintaining and
nurturing a motivated employee workforce.

60
 BIBLIOGRAPHY

 www.sourcebits.com

 www.articlebase.com

 www.articlesnatch.com

 www.google.com

 https://www.crunchbase.com/organization/sourcebits-technologies

 https://yourstory.com/companies/sourcebits/amp

 https://www.thecompanycheck.com/company/sourcebits-technologies-private-
limited/U72200KA2006PTC039143

 www.ambitionbox.com

 rocketreach.co/sourcebits-inc-profile

 bestdataprovider.com

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