Golden Research Thoughts

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ORIGINAL ARTICLE

ISSN No :2231-5063

International Multidisciplinary

Research Journal

Golden Research

Thoughts

Chief Editor

Dr.Tukaram Narayan Shinde

Publisher

Mrs.Laxmi Ashok Yakkaldevi

Associate Editor

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Honorary

Mr.Ashok Yakkaldevi

Vol 2 Issue 4 Oct 2012

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International Advisory Board

Welcome to GRT

ISSN No.2231-5063

Golden Research Thoughts Journal is a multidisciplinary research journal, published monthly in English,

Hindi & Marathi Language. All research papers submitted to the journal will be double - blind peer reviewed

referred by members of the editorial board.Readers will include investigator in universities, research institutes

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Pratap Vyamktrao Naikwade

ASP College Devrukh,Ratnagiri,MS India

R. R. Patil

Head Geology Department Solapur University,Solapur

Rama Bhosale

Prin. and Jt. Director Higher Education, Panvel

Salve R. N.

Department of Sociology, Shivaji University,Kolhapur

Govind P. Shinde

Bharati Vidyapeeth School of Distance Education Center, Navi Mumbai

Chakane Sanjay Dnyaneshwar Arts, Science & Commerce College, Indapur, Pune

Awadhesh Kumar Shirotriya

Secretary,Play India Play,Meerut(U.P.)

Iresh Swami

Ex - VC. Solapur University, Solapur

N.S. Dhaygude

Ex. Prin. Dayanand College, Solapur

Narendra Kadu

Jt. Director Higher Education, Pune

K. M. Bhandarkar

Praful Patel College of Education, Gondia

Sonal Singh

Vikram University, Ujjain

G. P. Patankar

S. D. M. Degree College, Honavar, Karnataka

Maj. S. Bakhtiar Choudhary Director,Hyderabad AP India.

S.Parvathi Devi

Ph.D.-University of Allahabad

Sonal Singh,

Vikram University, Ujjain

Rajendra Shendge

Director, B.C.U.D. Solapur University, Solapur

R. R. Yalikar

Director Managment Institute, Solapur

Umesh Rajderkar

Head Humanities & Social Science YCMOU,Nashik

S. R. Pandya

Head Education Dept. Mumbai University, Mumbai

Alka Darshan Shrivastava

Shaskiya Snatkottar Mahavidyalaya, Dhar

Rahul Shriram Sudke

Devi Ahilya Vishwavidyalaya, Indore

S.KANNAN

Annamalai University,TN

Satish Kumar Kalhotra

Maulana Azad National Urdu University Mohammad Hailat

Dept. of Mathematical Sciences, University of South Carolina Aiken

Abdullah Sabbagh

Engineering Studies, Sydney

Ecaterina Patrascu

Spiru Haret University, Bucharest

Loredana Bosca

Spiru Haret University, Romania

Fabricio Moraes de Almeida

Federal University of Rondonia, Brazil

George - Calin SERITAN

Faculty of Philosophy and Socio-Political Sciences Al. I. Cuza University, Iasi

Hasan Baktir

English Language and Literature Department, Kayseri

Ghayoor Abbas Chotana

Dept of Chemistry, Lahore University of Management Sciences[PK]

Anna Maria Constantinovici AL. I. Cuza University, Romania

Ilie Pintea,

Xiaohua Yang PhD, USA

...More Kamani Perera

Regional Center For Strategic Studies, Sri Lanka

Janaki Sinnasamy

Librarian, University of Malaya

Romona Mihaila

Delia Serbescu

Spiru Haret University, Bucharest, Romania

Anurag Misra DBS College, Kanpur

Titus PopPhD, Partium Christian University, Oradea,Romania

Regional Editor

Manichander Thammishetty

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Title :

Source:Golden Research Thoughts [2231-5063] yr:2012 vol:2 iss:4 MOTIVATION OF HUMAN RESOURCESIN CORPORATES

SUSHIL KUMAR AND MOHIT BHATARA

KEY WORDS:

Motivation, human resources, organization, salary, stress, opportunities.

INTRODUCTION

As we know that, in any organization, the human beings are the main asset, which actually produce results.Salary also plays an important role in any organization. Even Indian Constitution says that “Everyone has right to work, have free choice of employment, have favorable conditions of work and to protect against unemployment”.

Now current situation is different,people have same opportunities but same salary is not offered to all. Salary varies from person to person, even if their profiles are same.

A fare wage and incentive system must meet the following:

1.Remuneration proportion to the importance of work. 2.The level of salary and task must be compatible. 3.Salary must be as per the market.

4.Recognition of professional capacity and efficiency of individual. 5.Understanding of senior management to pay the required.

The Objectives of Study

1.To know aboutthe salary satisfaction of employees. 2.Criteria for offering salaries.

3.How to award salaries.

4.Opportunities within organization to earn extra income. 5.Level of trainings for further growth.

6.Retention.

The Research Sample

To analyze human resources salary, the questionnaire method has been adopted. To fulfill the purpose, a sample of 460 employees of three organizations was considered. Under this questionnaire, the

Abstract:

The aim of this study was to know the possibilities of motivation of human resources for sustainable development in an organization. The research has made it possible to identify the behavioral dimensions of human resource motivation process.

MOTIVATION OF HUMAN RESOURCES IN CORPORATES

SUSHIL KUMAR AND MOHIT BHATARA

Available online at www.aygrt.isrj.net

ORIGINAL ARTICLE

Volume 2, Issue. 4, Oct. 2012

Golden Research Thoughts

ISSN:-2231-5063

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following findings were found for each question in the questionnaire individually.

To establish the sample size, it is necessary to use the following formulae.

Where n = sample size

N= Total number of employees in 3 organizations, i.e. 1000 d = level of accuracy

Z= 1.96 corresponds to a confidence level of 95%

Non probabilistic sample method will be having following variables

1.Income 2.Education level 3.Social class 4.Marital status 5.Gender 6.Age ( 21 to 55 years )

And following formulae will be used

Where d = size range

X and Xmin max = version of min. and max Characteristics studied N = number of corporate units studied

After the calculations, d= 10 and sample size is 460.

Sample Structure by Age:

2

MOTIVATION OF HUMAN RESOURCESIN CORPORATES

Golden Research Thoughts • Volume 2 Issue 4 • Oct 2012

NZ

2

*0.25

N= ---

D

2 *

(n-1) + (z2

*

0.25)

X

m ma x

- X

m min.

d = ---

1 + 3.22. log n

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Question 1: In general, how satisfied or dissatisfied are you with your job? (Check "x" variant expressing). On this question, most subjects, respectively 190 (41.3% in relative value) are totally dissatisfied with their work. In contrast, only 20 persons (4.34% of total employees) are satisfied with the job they currently hold, while the rest did not want to answer.

Question 2:How your business results in stress at work? (Check "x" version correct) Answers are presented in Table 1.

(Table 1: Respondents opinion about stress at work)

Graphical representation of responses to question two showed that 30 employees (6.52%) believe the work they perform as highly stressful, while 12 employees (2.6%) believe that their work is not at all stressful.

Question 3: Which of the following statements are considered as true for your work? The answers are presented in Table below.

3

Category %age Sample Size

1 Extremely Stress Full 6.52% 30 2 Very Stress Full 9.78% 45

3 Stress Full 13.04% 60

4 Partial Stress Full 13.7% 63 5 Some Time Stress Full 32.6% 150 6 Less Stress Full 6.1% 28 7 Rare Stress Full 6.95% 32 8 Stress is variable 5% 23

9 Minor stress 3.7% 17

10 No Stress 2.6% 12

MOTIVATION OF HUMAN RESOURCESIN CORPORATES

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For the third question, the answers varied greatly. As it can be seen that the complaint is about the fact that organizations do not do anything to encourage the initiative (89% of all employees have this view). On the other hand, subjects appreciated that job they have is suited to their abilities (90% of respondents actually answered this question). Also you can see that in all there were 10 respondents claimed to have avoided answering preferring, for various reasons known only to them, to choose the easiest option, but the most insincere that ''not respond''. Those who choose to answer or did so because they were away to be honest, be other reasons related to their job, although they noted at the outset that personal data are strictly confidential.

Question 4: How do you estimate your family's total income, where necessary? (One variant of answer). Responses are as shown below.

To better visualize the answers to the fourth question we see. For the fourth question, the majority of interviewees (58.6% and 270 in absolute value) responded that they get their income for a decent living, but not be able to afford to buy some more expensive items, such as extra ordinary household items. Most civil servants were those who chose that response option ''we can have everything we need, but efforts'' (5.5, and 25% in absolute value).

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S. No.

Statements

True True

%age

False False

%age

Cotation

%age

A1

It is interesting job

244

53

184

40

32

7

A2

It is secured job

92

20

363

79

5

1

A3

It is appreciated by

others

129

28

313

68

18

4

A4

It is convenient

170

37

271

59

19

4

A5

My initiative is

encouraged

37

8

410

89

13

3

A6

It is flexible in

terms of leaves

46

10

400

87

14

3

A7

I have more

opportunities

331

72

124

27

5

1

A8

I have more

responsible job

373

81

83

18

4

1

A9

Job is very

interesting

290

63

161

35

9

2

A10

My job matches

with my skills

414

90

32

7

14

3

S. No.

Category %age Sample Size

1 We cannot pay for basic needs 6.1 28

2 We can pay only basic needs 21 97

3 We have decent living but no luxury 58.6 270

4 We have better life but with struggle 8.7 40

5 We have full luxury life 5.5 25

MOTIVATION OF HUMAN RESOURCESIN CORPORATES

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Question 5: To increase revenue, how manycarried out additional work?

Question 6: If you have to look for another job, what will be your priorities?

Question 7: Besides of fixed salary, what will you prefer as additional benefits?

RESEARCH ANALYSIS

After conducting this research, the following results were analyzed and interpreted. With the knowledge of the organizational environment to watch and identify aspects of employee's behavior, no matter, routine, habit or contrary involvement, commitment, passion with which they discharge their duties at work. As presented in the previous section the respondents, 41.3%, respectively, expressed their total dissatisfaction with the work they perform. In contrast, only 4.34% are satisfied with the work that they have today. Between these two extreme values, the percentages are quite small, resulting from this that most of the respondents are either dissatisfied totally or fully satisfied. There is a so-called middle way.

Things are pretty clear. Subjects satisfied with their work are usually those who occupy leadership positions, while the executive staff believes that they are getting paid too little as compared to the work. Further, detailed analysis was the main variables considered going deeper into the problem in order to find out the causes leading to lower motivation of human resources in selected organizations. Approximately 13.7% of respondents considered their jobs as very stressful, and 32.6% believe that their work is more or less stressful (32.6%). After they are those who have appreciated 2.6% proportion of their work is not stressful at all, a very small percentage, which makes us think the multiple responsibilities they have and the pressure and speed with which they have to carry out all actionsthey have taken on that day.

5

Source of income %age Average Not to perform additional

work

18.9 87

I have 2nd part time job 26 120 Occasional activities 17 78

Rent 8.7 40

Other 29.3 135

Category %age A.V.

A good salary 44.5 205

Safe job, without fear of unemployment

21 96

Working in good culture 8.5 39

Good organization so that you can grow better in future

26.1 120

Category %age A.V.

Performance based bonus 1 5

Company Shares 4 18

Retirement benefits 9 41

Fixed increments every year 7 31 Annual Leave/encashment 30 137

Gratuity 5 22

Free medical / health insurance

45 206

MOTIVATION OF HUMAN RESOURCESIN CORPORATES

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Answers to other questions varied greatly. As you can see, the main complaint is about the fact that management is a valuable organization to encourage them a little initiative (89% of all employees have this

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