Factors that lead to employee motivation

Factors that pop off to employee pauperizationEmployees argon affected as unmatchable of the most valuable asset of an government activity and they contribute to various activities of an cheek. There is a need in every(prenominal) organizational to motivate their employees in order to render organizational fealty of the employees and if an employee is committed toward to an organization than there go forth be strong impulse in an employee to cipher toward s the goals of an organization and to remain in the organization which volition in turn move to success of the organization.The purpose of this interrogation is to examine and evaluate the doers which motivate the employees.One reason for choosing this topic is that it is an valuable fact that employees spend a lot of term at acidify for almost 40 long time of their lives therefore it is master(prenominal) that employees should be cognitive contented with their subscriber line and the working environment.A o ffset from this topic being so provoke and crucial, there argon various theories than can be utilise to aspect at motif from divers(prenominal) angles.Reasons for choosing PepsiPepsi co has a work point approach with highly skilled and knowledgeable employees. Pepsi is a world attr do in producing beverages and former(a) consumer product. PepsiCo in Pakistan produces pecuniary rewards for its investors and provide growth opportunities to its employees. The set of the management of PepsiCo is to build a work force that is actuate and associated with the object glasss of the organization.At PepsiCo both financial and non financial practices be undertaken to motivate the employees.My search go out focus on the non financial practices for motivation.Project Objectives and enquiry head wordsThe objective of this research is to understand the chemical elements that motivate employees. Employees non only focus on financial rewards but besides non financial rewards a nd benefits which argon responsible for motivation among employees. The objective of this report foc customs on the impacts of non financial practices on employee motivation. A sm every(prenominal)er part of this report go out focus on the financial work outs responsible for need employees.The main aim of this research is to get a line and analyze the constituents that motivate the employess development different theories of motivation. Both primary and secondary sources depart be used to identify these meanss. Primary research give give more dilate and in depth analysis.The main primary question impart beargon PepsiCo employees do?What fixingss stretch out to employee motivation?How can PepsiCo improve motivation of its employees?The answers to the above three questions will friend in identifying and analyzing the atomic number 18as of strengths and weakness in overall motivation process at PepsiCo. At the end testimony will be given that how Pepsi can improve an d work on their argonas of weakness.Overall research approachTo begin with the research first of all I will analyze whether the employees at PepsiCo are cause or not. I will use results obtained from primary research and secondary sources to do the overall analysis of motivation.Once I wipe out found that employees at PepsiCo are motivated or not I will identify and analyze the factors that are responsible for move employees or responsible for their dissatisfaction. The factors that I will use will be based on the theories of motivation I will be using. There is at least angiotensin converting enzyme question in the primary research questionnaire for each factor. The questionnaire will remove the act employees to put in order of importance the factors they consider are most chief(prenominal) and will motivate them.The theories that I will be using areHerzbergs motivation hygiene surmise howls apprehension theoryFrom the information that I will obtain from primary and second ary research I will make recommendations to PepsiCo that on which factors they can improve on and which factors they should not focus on as they do not help in propel employees. Finally in the conclusion I will discuss the overall effectiveness of the motivation process of employees at PepsiCo. spark off 2Sources and methods used for collecting informationThe secondary sources that I am using for my research are websites, books and business magazines, whereas primary research will be conducted through a questionnaire. The questionnaire was distributed among different employees working at different positions at PepsiCo. The questionnaire has at least one question relating to the factor considered. The participating employees were asked to put in order of importance the factors that the considered are the most primary(prenominal) for their motivation. This help me identifying that where PepsiCo is putting its emphasis and on what factors it is not putting much emphasis.Limitations of your information gatheringEthical tax returns and how they were resolvedThe main ethical issue concerned was of confidentiality as this report discusses private personal information as well as information about PepsiCo which gives PepsiCo completive advantage. To overcome the issue of confidentiality the surveys are kept anonymous and individual results will not be shown.I am a customer of PepsiCo and I am an admirer of it. notwithstanding I ensure that my results are not biased in privilege of PepsiCo. I made sure that I focused on the existent data for my results.Accounting and/or business techniques and their limitations motive is the psychological tout that arouses an organism to action toward a desired goal the reason for the action that which gives purpose and direction to behaviour (Princeton, 2010).There are two types of motivation theories, process theories and content theories. check to content theory man has take which tend to change over time. Man will be moti vated when these needs are satisfy. indeed the theory identifies factors that are needed to be satisfied in order to motivate an individual.Whereas process theories think that motivation leads to actions which will satisfy an individuals need. Content theory believes thats if needs of an individual are satisfied then he is motivated whereas process theories believe motivation leads to actions that can satisfy needs. There are two types of process theories, faceancy theory and equity theory. match to expectancy theory an individual has to expect that their faculty and skill will help them to complete a tax which will lead to fulfillment of desired need. Therefore a line of work design is important.Equity theory analyzes the ratio between an individual stimulant drug and the expected government issue. An individual introduce includes his effort, his ability, his study etc where as the expected outcome includes the pay he is getting, his status etc. An individual is de-motiv ated when he believes that his input to output ratio is not similar to his coworkers in the partnership. For example if one employees earns 200,000 of revenue for the political party in a year and earns an income of 30,000 whereas his coworker who has been at the company for 4 years longer than him earns an income of 40,000 even though he also earns 200,000 of revenue for the company.For my research project the motivation theories I have elect is one process and one content theory, which are discussed belowHerzbergs hygiene Motivation theoryFrederick Herzberg (1966) was a student of accountants and engineers in Pennsylvania and he identified the two-factor theorem for job satisfaction. He noted that the opposite of satisfaction is not, no satisfaction but is dissatisfaction. Therefore the two factors he indentified ere hygiene factors and motivating factors. The hygiene factors are those which remove job dissatisfaction and motivating factors are those which vex job satisfaction .Hygiene factors are the needs which an employer must provide in order to stop an employees dissatisfaction. Some of the primary hygiene factors are confederacy policySupervisionWorking conditionsRelationship with peersSalarySecurityThese factors are all external and will satisfy human physiological needs. physiologic needs include such(prenominal) as food and shelter etcWhereas motivating factors will satisfy a persons psychological needs and are fundamental. The important motivating factors areAchievementRecognitionWork itselfResponsibility procession andGrowthMotivating factors will not be met until and unless hygiene factors are not met. However if both factors are successful then the employees will be loyal and will be more productive.Now spirit at the limitations of the theoryThe first limitation this theory has is that it does not influence employees as individuals with different personalities. As all human beings have different needs and different wants therefore it is in appropriate to consider that same factors will motivate everybody.The second limitation with this theory is that it assumes that only motivated employees are productive however this may not hold true in some cases. Therefore it can be seen that theory does not consider an individuals ability and his skills. besides at time the animal trainers blame that hygiene factors lead to employees dissatisfaction and they tend to ignore the motivating factors, which may be the main reason for an employees de-motivation.vrooms Expectancy theory of motivation.Vroom presented the following equation for motivationMotivation = Valence x Expectancy (Instrumentality)In this equation Valence mean the depth of want and expectancy and instrumentality considered the employees perception about his chances of receiving incentive or reward.This theory is based on the employees ability to visit whether he will be able to complete the given task. This ability to predict can be low for tasks which are compl ex and in such cases the theory will be considered ineffective.Part 3 Results, analysis conclusions and recommendationsAre employees at PepsiCo motivated?Interest in taskAccording to the content theories, when an individual is attracted in what they are doing it motivates them to complete the task. According to Herzberg this is an essential factor and therefore is a need to develop this factor in the employees. Therefore it is important to understand that if the need for interest of the employees is satisfied than they will be motivated to work and perform the task successfully. Process theorists also go for that interest fact is important for motivation bur however consort to them, individuals are motivated because they believe that they will get the desired reward. According to Vroom if an individual is interested in their wok and are satisfied with their job then they will believe that they will succeed and they are motivated to work for their success.Hence Interest in task by the employee is an important factor and PepsiCo should give time to it. represent expAs in the questionnaire question 1 and 2 are about the factor interest in task. The results shows that employees at PepsiCo believe that their work task gives them personal satisfaction as they have answered these questions as tote up and potently gybe. None of the employees said that they were dissatisfied with their job, however it is seen from the survey that satisfaction level of some employees need to be improved therefore there is a room for improvement for PepsiCo.Also on the important list of the survey this factor varies from levels 1 to 9, which shows that how different employees view this factors importance. This shows that the result match with Vrooms theory because the employees aroma that interest in task does not have a positive relation with skills and ability and the results does not correlate with Herbergs theory which believes that interest in task is a motivator.Recognition Recognition means that you are acknowledged by the other because of your swell performance in a task. According to Herzberg recognition is an important intrinsic motivating factor because it gives an employee the feeling of self worth and an employee feels good about himself.If an employee feels good about him and is confident then he will be motivated as well. According to Vroom recognition makes an employee motivated to do the work again as he knows that it will lead to success. Process Theorist believe on larger rewards such as financial bonuses where as Herzbergs theory prefers smaller rewards and frequents recognitions for making one feel good about himself.GraphWorking environmentAccording to Herzberg working environment is a hygiene factor that is required to keep away dissatisfaction but it is not a motivator itself. According to Process theories a factor is only motivating if it helps individuals in achieving a specific goal. According to Vroom a working environment is a motivator as it is required to perform a task. This factors shows that how both theories have different conclusions about it.Graph n comment4. Relationship with peersAccording to Herzberg relationships are not needed by individuals as they are an external factor. Content theories turn in not encourage companies to spend their resources on building relationships among peers. According to Vroom the need for relationship among peers is important depends on whether it is an important factor in achieving success. According to the equity theory motivation depends how individuals sees themselves by comparing himself with the others in the same organization.Graph n invoiceRelationship with seniorThe use of the theories for this factor is alike to the conclusion drawn in the above factor relationships with peers but process theorist would see this factor as a motivating factor because it is important to build relationship with seniors and gain their prize in order to get promotion.Graph n explanation healthy expectations from the organizationReasonable expectations mean that a just quantity of work is given by the passenger car. According to Herzberg this factor is a hygiene factor and not a motivator because unreasonable expectations from the manager will lead to dissatisfaction even if other motivating factors are also present. According to Vroom this is a motivating factor because if they expectations are reasonable the employee will believe that he will be able to succeed and hence will be motivated to perform the task.Graph n explanation life story advancementAccording to Herzberg career advancement is a motivating factor because it advises personal growth and the employee who is given growth opportunities and promotions will be motivated to work. According to process theorists career advancement is a motivating factor as long as the individual feels that it is realistic and the expectations for promotion are high. According to Vroom career advancement is a motivating factor as this will lead to employees ability to succeed.Graph n explanationCompany PrideGraph n explanation9. Monetary rewardsGraph n explanation10. Job SecurityGraph n explanationSample questionnaireGenderMaleFemaleAgeLength of time working at the companyLess than 1 year1-3 years4-6 years7-10 yearsMore than10 yearsDepartmentThe numbers indicate the following1 powerfully dissent2 - resist3 nonsubjective4 - find out5 Strongly meetMy work is interesting.1 2 3 4 5 .Strongly resist discord inert admit potently agreeDoing my job fine gives me personal satisfaction.1 2 3 4 5 .Strongly disagree disagree apathetic agree strongly agreeMy manager gives me recognition when I do an excellent job.1 2 3 4 5 .Strongly disagree disagree objective agree strongly agreeThe company has reasonable expectations from its employees.1 2 3 4 5 .Strongly disagree disagree neutral agree strongly agreeI am satisfied with the working environment1 2 3 4 5 .Strongly disagree disagree neut ral agree strongly agreeThere is a feeling of teamwork in the company.1 2 3 4 5 .Strongly disagree disagree neutral agree strongly agreeThe people I work with improve my job satisfaction1 2 3 4 5 .Strongly disagree disagree neutral agree strongly agreeI respect my manager as a capable professional.1 2 3 4 5 .Strongly disagree disagree neutral agree strongly agreeMy manager treats me with respect.1 2 3 4 5 .Strongly disagree disagree neutral agree strongly agreeI have satisfactory opportunities for professional growth in this company.1 2 3 4 5 .Strongly disagree disagree neutral agree strongly agreeI am satisfied with the level of training1 2 3 4 5 .Strongly disagree disagree neutral agree strongly agreeI am rewarded for the work I perform1 2 3 4 5 .Strongly disagree disagree neutral agree strongly agreeI would leave the company if I was offered better honorarium at another company1 2 3 4 5 .Strongly disagree disagree neutral agree strongly agreeI feel my job is secure1 2 3 4 5 .Str ongly disagree disagree neutral agree strongly agreeI expect to leave the company within the next 12 months1 2 3 4 5 .Strongly disagree disagree neutral agree strongly agreeI am proud to work for the company.1 2 3 4 5 .Strongly disagree disagree neutral agree strongly agreeOverall, I am very satisfied with my job at the company.1 2 3 4 5 .Strongly disagree disagree neutral agree strongly agreePut the following in order of importance to you regarding your satisfaction (number 1 most important, 9 Least important, next to each item)Interest in jobRecognitionWorking conditionsRelationship with peersRelationship with seniorsReasonable expectations from my managerCareer progressionMonetary rewardsJob SecurityOther divert state