Impact of Motivational Tools on Performance

Impact of Motivational Tools on PerformanceINTRODUCTIONMotivation plays a critical role in achieving goals and business objectives and is equally master(prenominal) for companies that get in a team-based environs or in a fix wayplace comprised of workers who work independently. Making sure each employees workplace goals and values argon align with the organizations mission and vision is important for creating and maintaining a high aim of motivation.Many business managers today are non aware of the effects that motivation green goddess (and does) redeem on their business. The size of your business is irrelevant whether the size of supply is fifty or just one, e veryone needs some form of motivation. The key is to stir up this motivation from in spite of appearance each employee by various methods such as incentives, loyalty, support, discipline, security, and citation, among others, which in turn will goad each employee to do his or her best.In todays economy more so in knowledge based industry IT, ITES, BPO the biggest task is to prod and retain the employees .Managers today realize the fact that high staff turn all over merchantman prove costly and reward employees with monetary or tangible as well as non-monetary or intangible compensation to recoil employee turnover, improve employee morale and job satisf attain and enhance employee performance.Frederick Herzberg is regarded as one of the original pioneers of focal point and employee motivational theory. His book The Motivation to Work written in 1959, and expanded upon by later books, postulated that there are cardinal very different sets of factors that drive behaviour in the workplace. Many other theories since then have also gained currency handle the McGregors Theory X and Y, Maslows Motivation Theory of Hierarchy of Needs, Three-Need Theory/ Acquired Need Theory etcetera Motivational strategies lav abet improve employee performance, reduce the chances of low employee morale, enc ourage teamwork and instill a positive attitude during challenging times.Managers evoke successfully motivate their employees through empathy, leading by example, Management by Objectives (MBO), fairness to all, rewards, set aparts and reference for long- answer and good work, opportunity for employees training and training, periodical promotion and sum up in take-home pay, welfare package like employees children scholarship, free medical services for employees and their families, recognition of birthdays of employees, the creation of a sense of belonging among all employees, regular feedback from employees, useful communication in the project environment and assurance of employees future within and with step forward the organisation, providing a conducive and attractive on the job(p) environment for the employees, and instituting conflict resolution management.Nothing motivates better than functional in a cohesive team and being seen as part of a success story. Workers are motivated when they are getting results, otherwise, they feel depressed and weak. Other make factors are secondary. Managers should be aware that their job is to plan, organise, control, supervise and direct motivated employees to achieve objectives.COMPANY PROFILEHindustan Unilever Limited (HUL) is Indias largest Fast Moving Consumer Goodscompany, touching the lives of two out of three Indians with over 20 distinct categories inHome personalized Care Products and nutrients Beverages. They endow the company witha scale of combined volumes of close to 4 million tones and sales of Rs.10, 000 cores.HUL is also one of the countrys largest exporters the Government of India has get alongd it as a Golden Super Star Trading House.The mission that inspires HULs 36,000 employees, including over 1,350managers, is to add vitality to life. HUL meets every day needs for nutrition, hygienics,and personal care with brands that help oneself people feel good, look good and get more out oflife . It is a mission HUL share with its parent company, Unilever, which holds 51.55% ofthe equity. The rest of the shareholding is distributed among 380,000 individualshareholders and financial institutions.HULs brands Food brandsHome care brandsPersonal care brandsWaterNutritionHealth, hygiene beautyThe operations involve over 2,000 suppliers and associates. HULs distribution network, comprising about 7,000 redistribution stockiest, directly covers the full urban population, and about 250 million rural consumers.HUL has traditionally been a company, which incorporates a la mode(p) technology in allits operations. The Hindustan Unilever Research Center (HULRC) was set up in 1958, andnow has facilities in Mumbai and Bangalore. HULRC and the Global Technology Centersin India have over 200 highly qualified scientists and technologists, many with postdoctoralexperience acquired in the US and Europe.body structure of the organizationHUL has about 15,000 employees, including over 1400 man agers.DERIVATION OF MODULESAIMThe aim of this assignment is to excogitate the motivational techniques modules used in the HUL and comprehend evaluate its ramification on employees output.PREVIEWFor the ease of understanding and better assimilation the report is divided into the side by side(p) sub transfersPart I Organization overview.Part II Evolution of Concept.Part III Special motivational Modules.Part IV Recommendations.PART I establishment OVERVIEW.COMPANY PROFILEHindustan Unilever Limited (HUL) is Indias largest Fast Moving Consumer Goodscompany, touching the lives of two out of three Indians with over 20 distinct categories in Home Personal Care products and Foods Beverages. They endow the company with a scale of combined volumes of about 4 million tones and sales of Rs.10, 000 cores. HUL is also one of the countrys largest exporters the Government of India has recognized it as a Golden Super Star Trading House.The mission that inspires HULs 36,000 employees, inclu ding over 1,350 managers, is to add vitality to life. HUL meets every day needs for nutrition, hygiene, and personal care with brands that help people feel good, look good and get more out of life. It is a mission HUL share with its parent company, Unilever, which holds 51.55% of the equity. The rest of the shareholding is distributed among 380,000 individual shareholders and financial institutions.HULs brands Food brandsHome care brandsPersonal care brandsWaterNutritionHealth, hygiene beautyThe operations involve over 2,000 suppliers and associates. HULs distribution network, comprising about 7,000 redistribution stockiest, directly covers the entire urban population, and about 250 million rural consumers.HUL has traditionally been a company, which incorporates latest technology in all its operations. The Hindustan Unilever Research Center (HULRC) was set up in 1958, and now has facilities in Mumbai and Bangalore. HULRC and the Global Technology Centers in India have over 200 high ly qualified scientists and technologists, many with postdoctoral experience acquired in the US and Europe.Structure of the organizationHULhas about 15,000 employees, including over 1400 managers.PART II EVOLUTION OF CONCEPTDERIVATION OF MODULESFrederick Herzbergs two-factor theory, a.k.a. intrinsic/extrinsic motivation, concludes that certain factors in the workplace result in job satisfaction, but if absent, they dont lead to dissatisfaction but no satisfaction.http//www.valuebasedmanagement.net/images/picture_herzberg_factor_theory.gifMotivators (e.g. challenging work, recognition, responsibility) which give positive satisfaction.Hygiene factors (e.g. status, job security, salary and fringe benefits) that do not motivate if present, but, if absent, result in demotivation.These modules apparently derive their inspiration from Herzbergs two factor theory and bear a close affinity to its factors.HUL feels that instead of fixing the working conditions that employees are complaining about, to strives ahead finding new ways of recognizing their efforts. A simple technique is to hold regular meetings where each employee is asked to say what went well for them since the in the end meeting, what they did that they are especially pleased about. This simple practice gives employees an opportunity to tell their colleagues what they did and get some public recognition for a job well done.The continue relevance of Herzberg is the fact that there must be some direct connection between performance and reward, whether extrinsic as in recognition or intrinsic as in naturally enjoyable work, to motivate employees to work harder and to improve their job satisfaction.EMPLOYEE MOTIVATION MODULESObjectivesTo recognize the achievements of the employeesTo motivate the employees to perform betterTo increase the sales revenue and the profit margins of the companyCompetitive Reward Reward for PerformanceHULs reward philosophy is to provide market competitive salary and benefits wit h a strong linkage between performance and pay as it is a technique to motivate its employee to enhance their performance.Fixed Salary that is competitive with our peer companies varying Salary that is linked to company and individual performanceEquity compensation (at eligible levels) that is linked to long term (3 year) companyperformance and your potential.Benefits and Perquisites aimed at providing you choices. seclusion benefits that are market competitive.PART III SPECIAL MOTIVATIONAL MODULESSPECIAL MOTIVATIONAL MODULESModules Outline1) STAR OF THE MONTH (SOM)This is a performance based awardRating of the employees is done on the grade canThese grades are given on the basis of achievements of targets, best five should be selected.2) CUSTOMER DELIGHTThis is a performance based awardThis award should be given to the employees with least number ofcomplaints, with most speedy delivery, with most accurate info, withmost bully data3) ACHIEVEMENT TALK BOOK (A-T BOOK)All achievem ents of the employees can be talked in this monthly bookThis is a very good way of public recognitionThis book will be circulated at the beginning of every month.4) STAR OF THE tail assembly (SAQ)This is a performance based awardRating system is askThese grades are given on the basis of achievements of targets, best five should be selected5) THINKING OUT OF THE BOX AWARD -(TOTB)This is the way of idea/suggestion managementAn issue can be put up and employees can be asked to give theirsuggestions or ideas on the concerned issueWeb based applications like emails can be used to collect and evaluate thesuggestions/ideas.Idea/suggestion board can be put up in the cafeteria and learning center, asthese places are easily entrancewayible to all employees.Best ideas would be collected on the monthly basis but rewarded on thequarterly basisFeedback can be given to the employee through web or through phone,voice mails etc.6) ON THE SPOTThis is an on the spot awardThis award can be given to the employees for their on the spot attitudetowards some particular situationThis is a mere recognition for good and sphacelate gestures towards peer and armorial bearing of mind throughoutTheir managers give this award to the employee as they can keep aconstant observation on their employees.SOM SOM is performance-based award, which is measured completely on the basis ofan employee s performance within the working place. The employee is awarded on thebasis of the military rating given to him and this rating of the employees is done on the gradebasis, which already exist within the organization. These grades are given to theemployees on the basis of their achievements of targets set by their managers orsupervisors. This is a monthly award where employees are rated for a month and then the deserving candidate is awarded. The best five are selected.PURPOSESTAR OF THE MONTH award, which is given as per the ratings of an employee. This is a quarterly based award.First of all work plan to the employee of each department is allottedand set target are given. The work plan of an employee consists of PARAMETERS and the MILESTONES to be achieved.These MILESTONES have some POINTS allotted.REWARDS The department head takes the final examination decision and gives away the award to theemployees on the ceremony-honoring employee ceremony.2) CUSTOMER DELIGHTCustomer enthral is again a performance-based award, which is given to theemployees for performing well. As we know that an employee not only has externalcustomers but also internal customers i.e. the employee of the other departments Anemployee has to deal with various other employees within the branch, they can be fromthe same department as well as other department. Thus the employeeWith the least number of complaintsWith most speedy delivery of dataWith most accurate dataWith most orderly dataThe employees get to fill a customer delight form on basis of which the most suitable candidate is selected for this award. Maximum of 5 employees can be selected for the award. The customer delight form is as followsI AM DELIGHTEDMY NAME MY cognomen MY DEPARTMENTI VOTE FORHIS/HER NAMEHIS/HER DESIGNATIONHIS/HER DEPARTMENTI VOTE BECAUSEI HAVE NO COMPLAINTS AGAINST THIS EMPLOYEETHIS EMPLOYEE PROVIDES A SPEEDY DELIVERYTHIS EMPLOYEE PRODUCES ACCURATE DATATHIS EMPLOYEE PRODUCES MOST ORDERLY DATATHIS EMPOYEE SHOWS A DECENT CONDUCTOTHER REASONS____________________________________________________________WHAT WOULD HAVE HAPPENED IF HE/SHE DID NOT DOWHAT HE/SHE DID?__________________________________________________________________________________________________________________________THINGS I WOULD DO TO EXPRESS MY THANX__________________________________________________________________________________________________________SIGNATUREPURPOSECustomer delight is an award to promote and recognize employees foroutstanding customer service.REWARDS Department heads makes the final decision. A ceremony-honoring employee isconducted where the 3 employees are awarded for their outstanding customer service.The head of the branch would give away the award on the ceremony day.3) A-T BOOKA-T Book is a monthly issue of a book, which is circulated in all departments of the office. This book talks about the achievements of the employee and gives them the peer recognition in this form. As every employee loves to be recognized at his working place and amongst the people he works with, this is a very effective form and way of recognizing ones performances. This book consists ofDetailed information about the employees who have achieved some milestoneduring the month.The detail of the day and month of the achieved milestone.Birthday wishes are sent to the employees through this book.Various articles or precious experiences of employees.PURPOSEA-T book is an ACHIEVEMENT TALK BOOK, which provides anemployee, with the public recognition amongst the peers in the organization. This book isa bully means of boosting the confidence and recognizing the performances and deeds ofan employee in public. This recognition makes him/her feel recognized and motivatedand definitely proves to be a boon in improving performance.REWARDS No one gives away this award as this recognition comes in a book form and talks about people s achievements. Public recognition to all the achievers.4) SAQSAQ award is again a performance-based award, which is measured completelyon the basis of an employee s performance within the working place. The employee isawarded on the basis of the rating given to him and this rating of the employees is doneon the grade basis, which already exist within the organization.These grades are given to the employees on the basis of their achievements of targets set by their managers or supervisors. This is a quarterly award where employees are rated for a quarter and then the deserving candidate is awarded. The best five are selected.PURPOSESTAR OF THE QUARTER award, is given as per the ratin gs of an employee. This is a quarterly based award.Targets for the quarter are given which is the parameter to judge PARAMETERS and the MILESTONES to be achieved.These MILESTONES have some POINTS allotted.REWARDS The department head takes the final decision and the branch head gives away theaward to the employees on the ceremony-honoring employee ceremony.5) TOTBEvery individual in this world has a viewpoint and has an idea or a suggestion waiting to pop out of his/her brain. So if these suggestions or ideas of the employees inthe organization are used in a fruitful and an effective manner can work wonders for anorganization. Thus it is really important to have an idea/suggestion management in anorganization. This scheme of TOTB is a quarterly award. correspond to this scheme an issue can be put up in the cafeteria and learning center as the employees have a frequent and easy access to these places, and hence the employees can present these ideas and suggestions. Now since collecti ng and evaluating the ideas is a major work, it can be done through web base applications like emails, intranet etc.PURPOSEThe TOTB award is THINKING OUT OF THE BOX AWARD. This award isgiven to the employee/employees for their capability of giving some much neededextraordinary suggestion or idea to the branch management, the suggestion which is helpsthe management come out of crisis or helps the management to save the maximum andgets implemented is the best suitable for this award. This award is to harbor employee suggestions to improve and cut downs in financial terms which ultimately help in productivity.REWARDS Department head makes the final decision, and the branch head gives away theaward.6) ON THE SPOT AWARDSome deeds of employees on a daily basis are so humble that they need to berecognized. It is sometimes not possible to recognize every individual on a daily basis,thus at such time recognizing an individual on the spot is an important and a sensiblething to do. According to this scheme employees can be awardedTo the employees for their on the spot attitude towards some particularsituationFor good and humble gestures towards peer and presence of mindThroughoutPURPOSEON THE SPOT award is neither a monthly nor a quarterly award, as the foretellsuggests it is an on the spot, instant, spontaneous award. It is not even a performance basedaward. As per this award the first level managers would recognize the employee.The purpose of this award is to recognize the employees who go extra mile or whoperform above and beyond the call of duty , and many such exceptional courtesies.REWARD The first level manager or supervisor can recognize the eligible employee, ashe/she can very well observe the employees and their deeds at the working place.PART IV RECOMMENDATIONSRECOMMENDATIONSMonetary as well as the non-monetary awards both are equally important but the main aim is to reward or recognize employees time to time.The recognitions like congratulatory cards, wall of fame, public applause, public recognition is of great importance.Performance should be considered as the criterion for rewarding in that location should be rewards or recognitions such that the employee can get tocelebrated the reward with his family members as well.The managers should make sure that he has one-to-one interactions with their employees and colleaguesRewards should always be realizable and not out of reach by employees.CONCLUSIONClosely related to employee satisfaction and morale, employee motivation may be considered both an action and a status. The action occurs when management takes steps to foster a work environment where employees are self-driven to perform their job tasks at a level that meets or exceeds managements standards.In todays turbulent, much chaotic, environment, commercial success depends on employees using their full talents. Yet in spite of the myriad of available theories and practices, managers often view motivation as something of a mystery . Thus the pertinence of identification of the motivators in the varied spheres of Social, Mental and Physical dimension take precedence.A positive motivation philosophy and practice improves productivity, quality, and service Motivation helps peopleAchieve goalsGain a positive perspectiveCreate the power to changeBuild self-esteem and capability,Manage their own development and help others with theirs.