Subject: Internship report submission on “Employee Motivation Technique of Elite Paint & Chemical Industry Limited”. It gives me immense pleasure to have an opportunity to prepare an internship report titled "Study on Employee Motivation Technique of Elite Paint & Chemical Industry Limited". This certifies that the Internship Report A Study on Employee Motivation Technique of Elite Paint & Chemical Industry Limited submitted for the award of MBA Degree Human Resource Management at DIU-Daffodil International University is a record of the practicum report conducted. Mahmud Sultan under my supervision.
No part of the internship report has previously been submitted for any degree, diploma, title or recognition. So I would like to take this opportunity to thank all the people who have helped me to prepare this report on "Employee Motivation Technique of Elite Paint & Chemical Industry Limited". Finally, I would like to give special thanks to the Management of Elite Paint & Chemical Industry Limited for giving me an opportunity to do internship.
Above all I would like to express my thanks and gratitude to the HR Manager of Elite Paint & Chemical Industry Limited for their cooperation and help without which it would not have been possible for me to learn so many things which would be very useful for my career. Employee Motivation Technique of Elite Paint & Chemical Industry Limited. (EPCIL): A Case Study on, “Corporation.
List of Table
Introduction of the Report
Objectives of the Study
- Broad Objective
- Specific Objectives
Scope of the Study
Methodology of the Study
Limitations of the study
Research Methodology
Sources of Data collection
- Primary Data: Primary data has been collected from -
- Secondary Data: Secondary data has been collected from -
Sampling Technique
Sampling size
Data collection instruments
Analysis of Data
Limitations of the study
- Data Confidentiality
- Information Validity
Company Overview
Corporate Profile
Mission
Vision
Core value
What is Motivation?
Motivational approaches
Six motivational techniques for managers
- Communicate
- Socialize
- Reward
- Challenge
- Time Off
- Train and Mentor
Motivate employees by providing them with additional training, even if it makes them even more attractive to other employers. Employees at companies where additional training or education opportunities exist are more likely to stay motivated, even if they do not immediately benefit from the opportunities.
Importance of Motivation
Labor is the most important active factor of production and is responsible for the best utilization of organizational resources. Motivation is the most important instrument that creates willingness among workers to do their work in the best possible way. In other words, motivated employees utilize their skills, knowledge, competences, etc.
Similarly, promotion on the basis of efficiency and experience is essential to meet social needs. Motivation is an important tool that helps maintain coordination and develop a sense of harmony among employees and management. The development of transparency about the internal conditions stimulates the employees to perform their work efficiently.
The main reason for differences in approach between workers is lack of coordination. Maintaining coordination helps develop team spirit attitude and group efforts for common goals. Motivated employees do not want to leave the organization and want to work for the organization in the best possible way.
Therefore, the management should provide facilities to workers based on their efficiency and experience. In other words, the concept of sales responsibility is developed among them and they perform work smoothly.
Factors Affecting Motivation
- Workers unity
- Management approach
- Managing Conflict
- Fringe Benefits
- Workplace Culture
- Personal Growth Facility
Incentives where they are for achieving financial results for the company are necessary, on the other hand they can very well be how well you keep yourself in the workplace and add peace to the organization. Someone who promotes the notion of an organization adds composure and shows respect, performance characteristics that are not material. A culture of knowledge sharing, helping each other, communication, respect, a culture that has the flexibility to absorb mistakes will have more motivated staff than one where mistakes are not tolerated, a culture where there are structural layers that hinder communication and knowledge sharing.
It helps to motivate the employee by providing enough opportunities where staff can share their skills, ideas and learn more to add value to the firm. If organization encourages employees in skill development, it will create motivated staff as they can see it as an opportunity to grow and a good way to learn from experience.
Theories of Motivation
- Maslow’s Hierarchy of Needs
- ERG motivation theory Alderfer
Maslow's hierarchy of needs is a theory in psychology proposed by Abraham Maslow in his 1943 article "A Theory of Human Motivation". Abraham Maslow's theory proposed that people have different levels of needs in a specific order. When needs at one level are met, people will show their desire for the next level of needs.
Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book 'The Human Side of Enterprise'. Theory x and theory y are still often mentioned in the field of management and motivation. The managers with theory X assumptions are characterized by a certain character, e.g.
Existence Needs
Relatedness Needs
Growth Needs
- Hertzberg’s Two-Factor Theory
- Vroom’s Expectancy Theory
The Two Factor Theory of Motivation (also known as the dual factor theory or motivation-hygiene theory) was developed in the 1950s by psychologist Frederick Herzberg. Analyzing the responses of 200 accountants and engineers who were asked about their positive and negative feelings about their work, Herzberg discovered two factors that influence employee motivation and satisfaction. Hygiene factors – These factors can lead to dissatisfaction and a lack of motivation if they are missing.
According to Herzberg's findings, although motivator and hygiene factors both appeared to influence motivation, they seemed to work completely independently of each other. Although motivator factors increased employee satisfaction and motivation, the absence of these factors did not necessarily cause dissatisfaction. The presence of hygiene factors also did not seem to increase satisfaction and motivation, but their absence did cause an increase in dissatisfaction.
One of the most widely accepted explanations of motivation is presented by Victor Vroom in his Expectancy Theory” This is a cognitive process theory of motivation. The theory is based on the basic ideas that people will be motivated to exert a high level of effort when they believe that there is a connection between the effort they put in, the performance they achieve and the outcomes/rewards that they receive
Valence
Expectancy
Instrumentality
- Overview of human Resource Division of Elite Paint
- Activities of Human Resource Division
- Recruitment and Selection
- Training and skill development
- Performance Appraisal Review, Processing and Evaluation
- Appointment Letter
- Employee Orientation
- Discipline Establishment
- Protocol Works and Visa
- Office Stationeries purchase and Management
- Security Management
- Employee Group Insurance
- Major Approaches of Motivation at Elite Paint
- Good Salary
- Bonus
- Increment
- Recognition
- Promotion
- Leave
- Transportation
- Subsidized Lunch for Employees
- Foreign Tours
- Paying Salaries on Time
- Refreshment
- Overtime
- Employee Suggestion Box
- Praising Employees
- Flex Time
- Gift and Reward
- Office Entertainment
- Team Work
- Annual Tour
- Tactful discipline
- Working Condition
- Training and skill development
- Employee Group Insurance
- Analysis of Findings on Questionnaire
Elite paint believes that the company's continued strong performance is the result of a team of dedicated, knowledgeable and dedicated employees who are focused on achieving excellence in the company. The company is committed to recruiting high caliber employees and providing them with the motivation, training, work environment and compensation package they need to perform at the highest level. To this end, they ensure that employees understand the company's strategic plans and objectives and clarify what is expected of them.
Their individual performance is evaluated on a rating scale based on the goals and prescribed core value of the company. EPCIL organizes regular trainings for the development of professional knowledge, skills, knowledge and working ability of employees. Provide proper and efficient protocol, visa arrangement for different countries, air ticket, railway ticket, bus ticket for the board of directors, CEO and his family members and top management officers of the company.
The work insurance premium is also provided by the company from its own fund and worker's allowance. In EPCIL also publish the best employees messages in the annual / monthly / periodical magazines. If the employees can come and leave the office at the time mentioned in the job openings, it motivates them.
There are organizations that take time to pay salaries, sometimes on the 15th day of the month. In general, employees receive their salary in a bank account and in cash within the first week of the month. Some of the best ideas are generated from employee suggestion boxes that can lead to improving all parts of the business.
Flex time is a type of office timing, where the employees can relax from the office hours on different days as per their preference. Teamwork is very helpful for the employees to create feelings of equality and work together. Only Saturdays are relaxed for the employees, and special days like every Monday everyone celebrates the Elite Family Day dress code.
Does EPCIL providesufficient financial benefits & compensations for employees?
Financial benefits & compensations
Is the job at EPCIL challenging & has enough opportunity to learn?
Challenges & opportunity
Dose supervisors maintain frequent rapports and interpersonal relationship with employees?
Maintenance frequent rapports and interpersonal relationship
Is working environment of EPCIL not comfortable, hygienic and safe for the employees?
Non Comfortability, hygine and safety
Management of EFCIL is not aware to fulfill the employees need such as leave, advance salary
Does EPCIL recognize outstanding performance and provides attractive rewards to the employees?
Recognition of peformance and rewards Yes No
Findings
From the first analysis it is revealed that 70% respondents are yes and 30% respondents are no. It is revealed that 90% of the respondents are yes and 10% of the respondents are not that the job of EPCIL is challenging and has enough opportunity to learn. So it can be said that supervisors of EPCIL maintain frequent reports and interpersonal relationship with employees.
Thus, we can say that the working environment of EPCIL is not comfortable, hygienic and safe for the employees. So we can say that the management of EFCIL is not aware to fulfill the needs of the employees like leave, salary advance. Thus, we can note that EPCIL recognizes exceptional performance and provides attractive rewards to employees.
Recommendations
- Better Financial Compensation
- Training Facility
- Communication and feedback
- Hygiene and Safety Awareness
- Fulfillment of needs
- Job Recognition
Conclusion
Research Questionnaire
Does EPCIL provide sufficient financial benefits & compensations for employees?
Is working environment of EPCIL not comfortable, hygienic and safe for the employees?
Management of EFCIL is not aware to fulfill the employees need such as leave, advance salary
