PROJECT TITLE EMPLOYEE MOTIVATION AT GLOBAL HOSPITALS

CONTENTS Page no:

CHAPTER-I INTRODUCTION
Need for the study Objectives of the study Research methodology Scope of the study Limitations of the study

CHAPTER-II
COMPANY PROFILE

CHAPTER-III
THEORETICAL BACKGROUND ABOUT THE TOPIC

CHAPTER-IV EXISTING SYSTEM IN THE ORGANIZATION CHAPTER-V

DATA ANALYSIS

CHAPTER-VI
FINDINGS CONCLUSIONS& SUGGETIONS QESTIONNAIRE BIBLIOGRAPHY

CHAPTER-I INTRODUCTION

INTRODUCTION
NEED FOR THE STUDY:
In terms of its derivation the word motivate means to move, Lo activate. In general sinee any thing that initiates the activity whether external or internal is motivating. Today the term means

a lot more. Motivating is the work, a manager perform to inspire, encourage and energize people to take required actions.

OBJECTIVES OF THE STUDY:

The objective is to study the behavioral aspects of motivation. To identify the various factors that influences Employee Motivation.

To examine the proportion of motivated and non-motivated employees. To suggest suitable measures to create a well motivated environment.
To determine the determinant needs of the employees and find out what actually motivates them. (Achievement, power, affection).

RESEARCH METHODOLOGY:
Research area:
The research has been conducted at Global Hospital at Lak-di-ka-pool.

Sample size:
The sample size taken for survey included 20 employees. The sample was collected keeping in view covering departments like Billing, From of lieu, Nursing, F&A, Internal audit etc in the organization. But I could cover only few employees because of time factor.

Data source:

Primary data collection: It was collected through questionnaire survey. Data is gathered by distributing this questionnaire at middle level executives level. This questionnaire was prepared to gather the information pertaining to the existing Recruitment, Selection and training policies.

Secondary data collection: This data is gathered from the organization, books etc. Most of the data collected is from books and some of them are downloaded from Internet.

SCOPE OF THE STUDY:

This survey is restricted to only middle level executives and in some departments of GLOBAL HOSPITA. It cannot be extended to whole organization

LIMITATIONS OF THE STUDY:

Sample size is very small (20); it is not practical to extent, as the option of the whole organization,

>

All the employees are usually busy in their work. Thus it is very difficult in assessing

them for a personal interaction.

>

Since the survey is restricted to only middle level executives and in some

departments, it cannot be extended to whole organisation.

> Respondents may not reveal the exact information.

>

Questionnaires as a tool have some inherent limitation that has to be considered.

CHAPTER-II COMPANY PROFILE

COMPANY PROFILE
In a country like India where high rate of demographic pressure, illiteracy, environmental pollution and insensitivity among the masses have substantially been responsible for generating and aggravating the multidimensional diseases, we need concerted efforts to make an assault on priority basis. The hospitals also bear the responsibility of creating awareness by educating and sensing the masses, especially in the category of preventive services. On the other hand, in the group of curative services, they need to offer quality medical aid. We are well aware of the fact that till now the masses have not been getting even the basic Medicare facilities then what to talk of the healthcare services of world class. This is due to a faulty national health policy, which has been found contracting the potentials of Medicare organizations. It is high time that hospital planners and hospital managers revamp the rural health centers and like them with the hospitals located in the big towns and cities. Since we make an advocacy in favor of an active participation of the corporate sector, it is pertinent that they expand their network albeit to the villages where the magnitude of problem is found very alarming and chaotic. We can't deny the fact those medical and paramedical personnel and the nursing staff. Contribute significantly to the process but even the quality inputs fail in delivering the quality outputs if we

find everything mismanaged. The OT is ready for a surgeon but we can't expert anything concrete unless he/she is available to perform with his/her team. This makes it clear that for delivering quality services it is essential that a professionally sound manager commands and monitors everything with the prime motto of simplifying the task of doctors attending on the patients. We also find hospital where everything is available but in absence of a professionally sound manger, the level of efficiency comes almost to the zero level. In a majority of the government hospitals, we find something because the superintendents working in the capacity of an administrator lack professional excellence and fail in delivering goods either to the ailing patients (or) to the hospital personnel and organizations. This engineers form a strong foundation for the development of a world-class manager. An Overview of Indian "HEALTHCARE With the demand for healthcare for exceeding supply, India's healthcare industry is expected to grow by around 13% a year for the next 6 years, CONFEDERATION OF INDIAN INDUSTRY [CO] has stated in a press release issued recently. India's healthcare sector having made impressive strides in recent years has growth to Rs 73000cr industry, which is roughly 4% of G.D.P.

Healthcare industry is booming all over the world. In the U.S.A. it is already the largest service sector and worldwide it is slated to be a $4 trillion market by 2005. the corporate hospitals will play a positive role in the healthcare sector

by taking the load off from government hospitals, whose performance hasn't been up to the mark. In the last three decades, as a result of initiatives and reforms, private sector is emerging as a major force in healthcare delivery service adding lo this there the insurable companies, the hospital hardware and the software companies, which have come together to create the boom.

FACTORS ATTRACTING CORPORATE IN THE HEALTH CARE SECTOR

I) RECOGNITION AS AN INDUSTRY:

In the mid 80's the health sector was recognized as an industry. Hence it became possible to get long-term funding from the financial institutions. The Government also reduced the import duty on medical equipment's and technology, thus opening up the sector,

II) SOCIO-ECONOMIC CHANGE: The rise of literacy rate, higher level of income and increasing awareness through deep preservation of media channels, contributed to greater attention being pained to healthcare with the rise in the system of nuclear families, it became necessary for regular health checkups and incenses in health expenses for the bread earner of the family.

Ill) OPENING OF THE INSURANCE SECTOR:

In India approximately (0% of the1 total health expenditure comes from selfpaid category as against Governments contribution of 25-30%. A majority of private hospitals are expensive for a normal middle class family. The opening up of the insurance sector to private players is expected to gibe a shot in the arms of the health are industry health insurance will make healthcare affordable to large number of people currently, in India only 2 million people (0% of Total population of billion are covered under mediclaim).
IV)GROWTH OF THE PRIVATE SECTOR:

Lack of funding has thus far been the biggest abstract to the growth of private hospitals the Government eliminated this constraint by extending tax benefits to investors in private hospitals with 100 beds (or) more. It also reduced in import duty on life saving equipment from 25-5% to encourage hospitals to input the latest equipment. The private sector already accounts for about 70% of India's healthcare services market and the latest incentive will further fuel the growth.

V) OPPORTUNITIES:

Good healthcare in India is in extreme short supply and this gap prevents vast opportunities to the corporate to plug in among the major groups, low density of doctors in India with only 43 doctors of every 10,000 people as compared to us. That has 2340 doctors per 10,000. A W.H.O (World Health Organization) report says that India needs to add 80,000 hospitals deeds each year for the next 5 years to meet the demands of its population, the huge shortage of hospital dads outline a major opportunity for the private sector.

Acknowledging the immense opportunities in the sector, corporate are getting into business of Managing Hospitals, which could be explored.

VI) ROLE OF TECHNOLOGY:

Healthcare is racing towards high-tech, outwitted technology and health agencies wanting to distinguish themselves from the pack will have to opt for leading-edge technologies. And that means healthcare delivery through application of telecommunications technology or rather talent decline. This will help transfer of electronic medical data, including high-resolution images, sounds, live video and patient records from one location to another through telephone lines, ISDN, modem, Internet, situates, video conferencing etc. All this will result in better care at lower-costs and the new technologies available will help streamline processes, integrate data and monitor care.

MAJOR PLAYERS IN THE PRIVATE HEALTHCARE SECTOR

The private healthcare segment has grown into a formidable industry estimated to be Rs 80,QOOcrores major corporations lied the Tata's Apollo groups, Fortis, Max, Wockhardit, Primal, Ispat, Duncan, Escorts have mode significant investments in setting up stage of the art. Private hospitals in cities like Mumbai, New Delhi, Chennai, Kolkata and Hyderabad.

THE FUTURE:
The industry is expected to undergo a drastic change with the advent of managed care systems in the form of preferred provides organizations which will Metamora phase into Health Maintenance Organizations (HMO). In the long run US$761 million health insurance business is expected to swell five times, to US$4 billion by 2005. As a new trend the Indian companies are creating new investments in order countries and are also putting in efforts in tapping foreign patients, and earning flex observing the new developments and the pay off showing to comparative proving. India is posed to evolve into regional healthcare club. For Ihf healthcare serlor to nrj'.cnl ils drliverables il is iirress.iry to reorient Indin's healthcare strategy ;md string Ihen lineage's between the Government and the Private sector participants. To increase sate expenditure on healthcare and boost quality of healthcare infrastructure in the country, the healthcare provides/deliverers and the

Government need to work in the spirit of true symbiosis and partnership rather than see each other with suspicion and skepticism, the industry should focus more on "patient centric" strategies. We find hospitals occupying a position of top priority because the services offered by them are related to our survival.

ABOUT GLOBAL HOSPITAL:

Only a small percentage of Indian Population that needs organ transplantation are able to obtain these services in the "focused facilities to conduct organ transplantation" overseas. As there are no such facilities in India, few others are taking their chances with the multi specialty hospitals in India that has low success rate. Yet others, who cannot meet the high price for the transplantation, are waiting for a natural course to takes to all. People that are going to the "focused facilities to conduct organ transplantation" overseas are given a low priority because by law most of these countries extend top priority to their own population in such a scenario the vision of Dr. K.Ravidranath and his team has created a " focused facility to conduct organ transplantation program". The Global Hospitals is a 150-bed ultra-modern and focused facility situated at a central location in Hyderabad. It will provide transplantation services not only on a top priority basis but also at l/3 rd of the prevalent cost to the Indian population. It being a hospital of international standards, the Global Hospitals will ensure that the success rate of organ transplantations would be at par with any other hospital in the world.

The Global Hospitals being the first arid only focused facility to conduct organ transplantation in accordance with the instructions of the Technology Development Board, Government of India, it will develop guidelines, standards and benchmarks for others to follow. It will also train professionals to develop and help them to establish similar facilities in India.

In addition to organ transplantation facilities, the Global Hospitals will conduct following programs,
> Training program on the organ transplantations.

>
>

Standardizing the operating procedures in transplantation.

Development of organ transplantation policies, procedures and

guidelines to establish national standards. > Creating a strong research and development base.

>
> >

Experience through xcnutransplantation,

Stem cell technology (organogenisis). Islets cell transplantation.

>

Knowledge dispersal, CME programs, seminars, symposiums and

workshops conducted by national and international specialties.

> > Well-organized information resource center. National awareness programs on organ donations.

VISION:
To be a pioneer and leader in multi organ and tissue transplantation in India, and a South Asian resource center for diagnosis, research, education, prevention and treatment of Gl(gastro-intestinal) and renal diseases.

MISSION:
To remain the foremost center of excellence in India and neighborhood by > Deploying state of the art facilities and equipment.

> >

Attracting the most talented medical, scientific and support staff. Providing affordable health care of

unsurpassed quality. Vexpectations. >

Exceeding service

Adhering to professional and scientific integrity.

Embracing change and encouraging ovation. Affiliations and Associations 1. Focused facility to conduct Multi Organ Transplantation

V Liver > > 2. Kidney Bone Marrow Tertiary referral center for complicated Gastrocntcrology and

Laparoscopicsurgeries

3- Associations > > > St.James University Hospital, Leeds, U.K. Medical University of South Carolina, U.S.A Technology Development Board, Department of Science and

Technology, Government of India.

4.

Affiliation: Liver Transplant Unit, King's College Hospital, and

London.

Affiliation The Global Hospitals is affiliated to Liver Transplant Unit, King's College Hospital, and London. King's College London is the second largest School of the University of London. Royal Charter founded it in 1829, with the support of King George IV and the Duke of Willington, by a distinguished group of patrons ecclesiastical and secular-who wished to promote a university education, which encompassed both traditional and modern studies but was less radically secular than the institution that is now University College.

King's was established next to Somerset House on land granted in perpetuity by the Crown, and this Strand campus is still the College's main site, in the heart of London, close to the scat of Government, the City, the Royal Courts of Justice and the Inns of Court. > In 1908 King's College School and King's College

Hospital Medical School became independent; other department except Theology is incorporated into the University <l London. > > In 1923 Dental School established. 1928 The Household and Social Science Department becomes a

separate college (later to become Queen Elizabeth College in 1953). >1980 King's reconstituted by Royal Charter as a constituent college

of the University of London. > 1983 King's College School of Medicine and Dentistry reunites

with King's. 1985 Queen Elizabeth College and Chelsea College merge with King's. > > 1997 Institute of Psychiatry merges with King's. 1998 UMDS merges with King's.

SERVICES: 1

>
> > > > > > > >

Operation Theatre
ICU's Liver ICU Renal Dialysis Endoscopy Transfusion Medicine Biochemistry VHematology Histopathology Radiology & Imaging Micro biology

Departments S.NO NAME 1 Administration 2 Billing 3 Bio-Medical 4'Business Development 5 Cardio Thoracic 6 Cardiology 7 Commercial 8 Credit Cell 9 Dietetics 10 EDP 1 1 Finance & Accounts 12jFront Office 13iGART 14iGlobal.Hi.Tech 1 5 Haemato Oncology 16:Health Care Assistance 1 7 ' House Keeping 1 8 :HR & PROJECTS 1 9 Internal Audit 20 Labservices 21 Life Style 22 M D's Office 23 Maintenance 24 'Medical Services 25 Nephrolagy 26 Neurology 27 Non-Invasive Lab ?8 Nursing 29 Operation Theatre 30 Pharmacy 31 Physiotherapy 32 Purchase & Stores 33 Radiology 34 Security 35 Transfusion Medicine 36 Transplant Coordination 37 Transport 38 Urology

T.NO 5 " 15 3 23 2 5 5 3 4 4 11 34 3 4 1 ~2 i 5 3 39 1 4 29 27 7 1 3 220 27 25 9 7 11 4 9 ' 2 33 1 1

CHAPTER-III THEORETICAL BACKGROUND ABOUT THE TOPIC

THEORETICAL BACKGROUND ABOUT THE TOPIC

INTRODUCTION ORGANISATION: II is n social invention for accomplishing Roats through grou| efforts. It
IN

a collection ut" people working together in a division of

labour t achieve a common purpose. MANAGEMENT: It is a purpose full goal directed activity concerned witl accomplishing objectives with & through the efforts of others. It is a creativ. force, which helps in optimum utilization of resource of men, material, ani money, machinery in to a productive enterprise. > Management is furlher defined as "...that field of human behavior in whici managers plan, organize, staff, direct, & control human, physical ant financial resources in an organized effort, in order to achieve desirei individual and group objectives with optimum efficiency and effectiveness." HUMAN,...RESOURCE MANAGEMENT; An organization is nothing with ou human resources .HRM is concerned with 'people' dimension m management Since every organization is made up of people, acquiring their services developing their skills, motivating them to high levels of performance, ani ensuring that they continue to maintain their commitment to the organizatioi are essential to achieving organizational objectives.

Survival of any organization requires competent managers and worker coordinating their efforts towards an ultimate goal. HRM is a process consisting of four functions ---acquisition, development, motivation, and maintenance 0 human resources. The acquisition function begins with planning .it includes the estimatioi of demand and Supplies of labour. Acquisition also includes the recruitment selection, and socialization of employees. The development function can be
viewed in three dimensions they are employee (raining, management development, and career development,
The motivation function begins with the recognition that individuals are unique and that motivation technique must reflect the needs of each individual.

The final fund ion is maintenance il is concerned with providing those working conditions that employees believe is necessary in order to maintain their commitment to the organization.

Therefore Human Resource helps the management to enhance dignity by satisf TKUINIQUKS AND TOOIX OF MOTIVATION:

their

Motivation is an important function of management that affects the willingnes person to work .The manager must know specific ways, which could help motivate his subordinates. Some of the motivational techniques used by the n are as fallows. 1. Job Rotation: It can act to motivate workers by diversifying their activit off setting the occurrence of boredom. There fore it can renew enthusi; learning and motivate workers to higher performance.

- Flexi Time:

It is a system where by employees contract to work a number It

of hours a week but are free to vary the hours of work with in limits. allows employees more freedom in

determining their ow; schedule

within the general organizational guidelines. 3. Job Enlargement: It refers to adding a few more task elements horizon

focuses on satisfying higher order needs, quality of production, overall ef of the organization. 4. Job Enrichment: It means adding duties and responsible that will pro skill variety, task identify, task significance, autonomy and feedback performance. 5. Work Scheduling: It includes Homework and Worksharing.Homev.

designed to provide work for those individuals who would otherwise bi labor force. It allows these individuals to work for an employer wit!

confines of their home. Work sharing is designed to give flexibility t people who for some reason cannot work a full day.ng their social needs. MOTIVATION

In terms of its derivation the word motivate means to move, Lo activate. In general sinee any thing that initiates the activity whether external or internal is motivating. Today the term means a lot more. Motivating is the work, a manager perform to inspire, encourage and energize people to take required actions.

Motivation is defined as " the willingness to do something and is conditioned by this actions ability to satisfy some needs to individual." A need means some internal state that makes certain out comes appear attractive. Motivation is viewed as force, which impels or incites all employees to action in the direction towards achieving the objectives of the organization. The management should provide motivating forces to intensify the desires and willingness for achievement of common objective. Thus motivation is general inspiration process to get the members of the team together to carryout properly the tasks they have developed and generally to play an important role in inspiring and motivating people with a zeal to do work for accomplishment of organizational objectives
Thus workers nerd lo be challenged nl work, and (he job itself must be one that the 1 worker values. Jobs must include skill variety, task identity, and task significance. Therefore the above techniques are available to the organization to make jobs more interesting. And

there are certain motives that induce employees to work such motives are called incentives. They are...

Financial Incentives: "Any incentive that pays of directly or indirectly in terms of money". Money is paid as reward for the extra done. It is said to be sole motivator and it is prescribed as remedy for problems of poor moral, productivity lags and employee dis-satisfaction.financial incentives includes

any form of wages and salaries, bonus, premium, price, or return on investment or profit sharing, leave encashment, etc. Non-Financial Incentives: "any incentive that are not paid in terms of money". It is psychic reward or the reward enhanced position that can be secured in an organization. These includes job security, recognition, participation in management, pride in Ihc job, Iraininj', facilities, labour welfare and social securities measures, promotions, etc., KI.KMKNTS OK MOTIVATION 1. The Individual:

Every individual is different from others as regards his ability, intelligence, attitude, needs, status, likes, dislikes, preferences, ideology & socio-economic background. It means that a particular type of motivation will receive different reactions from different individuals. Motivational incentives should take into account that every individual whether a manager or a low paid worker is an unique person and has hid own separate individual identity.

2. The Job:

There are different types of jobs, within their different specialties and requirements, Every employee of the enterprise will not like a particular type of job. Certain fobs are challenging and liked by few individuals. Other jobs

are routine, not liked by many persons due to their monotony and dullness. There can never be a particular job, which provides pleasure, satisfaction and pride to one and all. Managers should consider this aspect also while deciding various types of jobs and related motivations.

3. The work situations:

The working conditions also direct motivation. The management should provide financial & non-financial incentives and refreshing working conditions to enable workers to contribute their maximum worth. MOTIVATION TIM'OUII'.S

Knowledge about theories of motivation, though useful it is not enough to motivate employees at work situations. A manager must know specific ways, which could help him, motivate his subordinates. Some of the motivational theories followed by the managers are as follows. MASLOWS HIERARCHY OF NEEDS: Abraham Maslow hypnotized that with in every human being there exists a hierarchy of five needs they are.

The physiological needs are the basic requirements of life such as food and drink. The safety needs includes the feeling of security and protection from physical and emotional harm. The social needs are acceptance from others, affection, belongingness and friendship. The self-esteem needs are those needs, which includes internal esteem factors such as self-respect, autonomy and achievement, and external esteem factors such as status, recognition, and attention. The self actualization needs drive to become what one is capable of becoming, includes growth, achieving one's potential, and finding self fulfillment. MCSRESOR'S THEORY X & THEORY Y: Douglas McGregor was an American social psychologist that conducted a variety of research projects on 'Motivation' & 'General behavior' of people in organization. He described two views, which he culls theory 'X', & theory 'Y'. Theory X assumes that the average worker is lazy and dislikes works. He is unambitious,

selfish, avoids responsibility and has no concern for organization objectives. Theory y states that people are not by nature as theory X but they become so as a result of their treatment in the organisation. Infact work is as natural as play and rest. They seek responsibility and have a great resource of self-direction, contribution to problem solving and cooperation.

HERZBERS'S MOTIVATION <& HY6IENE THEORY: Herzberg took a different approach to examine motivation. He developed a two-factor theory, which portrays different factors as primary causes of job satisfaction and dissatisfaction. According to this theory hygienic factors are sources of job dissatisfaction. These factors are associated with job context and work setting that is they relate more to the environment in which people work than to the nature of work itself. Factors such as.. Organizational policies, Quality of supervision, Salary, Relationship with peers and subordinates, Status, Security. Motivating factors relates to job content that is what people actually do in their work. These include Sense of achievement, Recognition, Responsibility, Growth and Advancement.

MCCLELLAND'S THEORY OF ACQUIRED NEEDS: David McClelland has proposed that there are three major relevant motives or needs in work place situation. They are Need for Achievement (n Ach), which means the design to do something better or more efficiently to solve problems, or to master complex tasks. Need for Affiliation (n Aff) the desire to establish and maintain

friendly and warm relations with others. Need for Power (n Pow) the desire to control others, to influence their behavior or to be responsible for others. ALDERFER'S ER<5 THEORY: This theory is also based on the needs but differs from Maslow's theory in basic aspects; they are Existence needs, related needs, and Growth needs.

EXPECTANCY THEORY: Victor.H.Vroom's theory has developed this theory called Vroom's expectancy theory. It postulates that motivation depends on strength of an expectation that the act will be followed by a given outcome and on the preference of an individual for that outcome. There are three variables in this model. 1. Valence: it is a degree of desirability of outcome or strength of an individual preference for particular outcome. 2. Instrumentality: it refers to the belief that the first level outcome will lead to second level outcome. 3. Expectnncy: it refers to the belief that ;m effort will lead to

completion of task.

CHAPTER-IV EXISTING SYSTEM IN THE ORGANIZATION

EXISTING SYSTEM IN THE ORGANIZATION

CHAPTER-V DATA ANALYSIS

DATA ANALYSIS

Your association with Global hospital has been from

DURATION Less than 1 year Between 1-2 years Between 2-3 years Above 5 years

RESPONSES
04 06 03 07

Less than 1 year 35% 15% 20% Between 1-2 years Between 2-3 years Above 5 years

30%

Interpretation: 20% of (He respondents are associated with Global from less than J year, 30% are between 1-2 years, 15% are between 2-3 years, and 35% are

associated from 5 years What do you think "motivation" help employees to show there

OPTIONS Present Performance Highly Potential Multi- skill All the yhovc

REPONCES
03 05 04 08

Present Perform ance 40% 20% All the yhov c 15% 25% H ighly Potential M ulti- skill

Interpretation; 15% of the respondents feel that motivation helps the employees to show their present performance, 25% of them feel high potential, 20% of them feel motivation helps them to show their multi-skills, and 40% of respondents feel that motivation helps them to show all of the above options.

To reduce the boredom in work, the organization should do.

OPTIONS

RESPONCBS
12 02 03 03

Job Rotation
Job Retrenchment

Job Enlargement
All of the above

Job Rotation 15% 15% 10% 60% Job Retrenchment Job Enlargement All of the above

Interpretation 60% of respondents feel that, to reduce boredom in work the organization should go for job rotation, 10% prefer job retrenchment, 15% prefer job enlargement, and 15% of respondents prefer all of the above

Which can motivate the employees well.

OPHONS

RESPONCES
01 05 06 08

Cash Recognition Appreciation

Rewards / promotions

Cash 5% 40% 25% Recognition Appreciation 30% Rew ards / promotions

Interpretation

5% of the respondents feel that cash will motivate more to work well, 25% prefer recognition, 30% prefer appreciation, and 40% of the respondents feel rewards/promotions will motivate the employees to work well.

If an employee's are not promoted to another post, even he/she have been working since 2 years sincerely, he/she will ..............................................................................................................
OPTIONS Want to leave the organization Want to stay in the org patiently Ask your head about promotion Ask your head about increments. RESPONCES
02 07 02 09

Want to leave the organization 10% 45% 35% 10% Want to stay in the org patiently Ask your head about promotion Ask your head about increments.

Interpretation:

10% of the respondents feel to leave the organization, 35% of them want stay to organization patiently,! 0 % of respondents feel to ask their head about the promotions, and 45% of them feel to ask their head about their increments

Are you satisfied with Global Hospital policies in various aspects?

OPTIONS Yes No Not known

RESPONCES
15 02 03

15% 10%

Yes No 75% Not known

Interpretation: 75% of the respondents are satisfied with the policies of the Global

Hospital, 10% of them are not satisfied with them, and 15% of them do not known about the policies.

Heavy burden of work makes the employee's feel.

OPTIONS Stress Demotivated Fatigue

RESPONCES
13 04 02 01

Others

10% 20%

5%

Stress Demotivated 65% Fatigue Others

Interpretation 65% of respondents feel stress, 20% of them feel demotivated, and 10% of them fatigue and 5% of the respondents feel other situation when they have
heavy burden of work.

Employees are recognized as individuals.

OPTIONS Strongly Agree Agree
RKSPONCES
06 09 03 02 00

Neutral
Disagree

Strongly disagree

Strongly Agree Agree 30% Neutral 45% Disagree Strongly disagree

15%

10% 0%

Interpretation

30% of the respondents strongly agree that the employee's arc recognized as individuals, 45% of them agree and 15% of them feel neutral and 10% of respondents disagree with this statement.

The organization makes sure that employees enjoy their work and there is a high level of job satisfaction
*

OPTIONS Strongly Agree Agree Neutral Disagree Strongly disagree

RES PONCES
04 09 05 02 00

Strongly Agree Agree 20% Neutral 45% Disagree Strongly disagree

Interpretation

10% 0% 25%

20% of the respondents feel that there is high level of job satisfaction and work is

very enjoyable,45% of them feel that job satisfaction is good,25% of them it is average,10% of them feel that there is low job satisfaction.

When the employee is under stress due to work pressures or personal problems, there is a lot of support from the superiors and colleagues

OPTIONS Strongly Agree Agree

RESPONCES
06 09 03 02 00

Neutral
Disagree Strongly disagree

Strongly Agree Agree 30% Neutral 45% Disagree Strongly disagree

15%

10% 0%

Interpretation

20% of the respondents feel their get lot of support from their superiors and colleagues,55% of them feel good, J0% of them feel that it is average, and 15% of them feel that there is no support from their superiors and colleagues "mere is a nign degree of encouragement irom tne superiors, and the feedbacK or advice given in the direction of work is considered seriously for self-improvement and development.
OPTIONS RESPONCES 03 08 04 03 02

Strongly Agree Agree

Neutral

Disagree
Strongly disagree

Strongly Agree Agree 15% 20% 10% 15% Neutral 40% Disagree Strongly disagree

Interpretation

15% of the respondents feel that there is high degree of encouragement from the
superiors, 40% of them feel good, 20% of them feet average and that the feedback from the seniors is sometimes helpful in improving themselves, and 15% of them are not satisfied, and 10% of them are totally disagree with this statement.

The continuous assessment of performance appraisal will improve your work standards

OPTIONS Strongly Agree Agree Neutral Disagree Strongly disagree

RESPONCES
5 11 4 0 0

0% 0% 20% 25%

Strongly Agree Agree Neutral

55%

Disagree Strongly disagree

Interpretation 55% of the employees agree that the continuous assessment of the performance appraisal will improve work standards.25% of them strongly agree and are neutral about the continuous assessment of the performance appraisal will improve their work standards.

Good working condition can motivate the employee more.

OPTIONS Strongly Agree Agree Neutral Disagree Strongly disagree

RESPONCES
11 9 0 0 0

0% 0% 45% 0% 55%

Strongly Agree Agree Neutral Disagree Strongly disagree

Interpretation

55% of employees strongly agree that good working condition can motivate the employees more, 45% of them agree that good working condition can motivate the employees more.

Training programs held will help to improve the technical and behavioral skills to do job betters.
OPTIONS Strongly Agree Agree RESPONCES
6 11 1 1 1

Neutral
Disagree Strongly disagree

Strongly Agree 5% 5% 5% 55% 30% Neutral Disagree Strongly disagree

Interpretation

Agree

30% of the employees strongly agree that training programs will help to improve the technical and behavioral skills to do the job better.

Career opportunities are pointed out and career development programs are organized according

RESPONCES

Strongly Agree Agree

10% 5% 25%

25%

Neutral Disagree Strongly disagree

35%

Interpretation 25% of the employees strongly agree that career opportunities are pointed out and

career development programs are organized, 35% of them agree with that programs, 25% are them are in neutral, 10% of them disagree with this

statement, 5% of them strongly disagree that career opportunities and development programs are organized.

Recreation programs an informal gathering is held as when required.

OPTIONS Strongly Agree Agree Neutral Disagree Strongly disagree RESPONCES
5 10 3 1 1

Strongly Agree Agree 25% Neutral 50% Disagree Strongly disagree

Interpretation

15%

5% 5%

25% of the respondents feel that the entertainment programmes and the informal

gathering are arranged as and when required, 25% of them have an average opinion on this.50%feel that the recreation levels are low.

The medical and post retirement benefits are sufficiently satisfactory.

OPTIONS Strongly Agree Agree Neutral Disagree Strongly disagree

RESPONCES
4 7 5 2 2

Strongly Agree Agree 20% Neutral 25% 35% Disagree Strongly disagree

10%

10%

Interpretation

20% of the respondents strongly feel that the medical and the post retirement benefits, 35% of them feel that they are good+25% of them are in neutra 1,10% of them disagree with this statement.

There are major challenges in the job, which act as motivating factors.
OPTIONS Strongly Agree Agree Neutral Disagree . Strongly disagree RESPONCES
7 5 4 3 1

Strongly Agree Agree 35% Neutral Disagree . Strongly disagree

15% 20%

5%

25%

Interpretation

35% of the respondents feel that the level of challenges in the job, which act as motivating factors are good, 25% of them are having an average opinion on this, finally 20% of them feel neutral about this, and 15% of them disagree with the statement.

The organization environment is conflict free and the organization structure

and quality of work life are very encouraging. OPTIONS Strongly Agree Agree Neutral RE SPONGES
06 07 04 01 02

Disagree
Strongly disagree

Strongly Agree 10% 5% 20% 35% 30% Neutral Disagree Strongly disagree Agree

Interpretation

30% of the responded feel that there is high level of conflict free and conducive environment provided by the organization, and a good quality of work life is provided which is encouraging

You as an individual are proud to be associated with "Global Hospital".

OPTIONS Strongly Agree Agree

RESPONCES
13 05 02 00 00

Neutral
Disagree

Strongly disagree

Strongly Agree Agree Neutral 65% Disagree Strongly disagree

Interpretation 90% of the respondents are very proud to be with Global hospital, only 10% of them feel the association with the organization is satisfactory

10% 0% 25%

CHAPTER-VI FINDINGS CONCLUSIONS& SUGGETIONS

FINDINGS CONCLUSIONS& SUGGETIONS FINDINGS:

CONCLUSIONS:
1. Most of the employees responded that Motivation helps the employees to show their present performance, high potential and multi-skills.

2. There is not much job rotation in the organization. The movement of an employee is mostly restricted to same department only.

3. The rewards and promotions give to the employees for finding innovative and better ways of doing the task is average. 4. There is a lot of stress at the time of the time of heavy burden of work. The employees are all treated as individuals. There is an individual recognition. 5. The level of job satisfaction of employee is above average. The feedback /advice given by the seniors is not considered seriously for self improvement. 6. The support provided by the seniors and colleagues during the time of stress is average. 7. The continuous assessment of performance appraisal will increase the work standards is 100% right.

8. There are not many career opportunities pointed to the employees. The career- development programmes are not very motivating. JO. Recreation programmes and informal gatherings are not held very frequently.

11.The medical benefits and post retirement benefits are not. satisfied. They are not encouraging. Only few of the employees are happy with benefits
72. The employees are satisfied with available challenges in their job.

13. The environment within the organization that is conductive and quality of work life is not very motivating and encouraging.

74.The employees arc very happy Lo be ;i part of (ilobal Hospital. association with Global Hospital is very high.

The level of

SUGGETIONS;

Steps must be lakcn lo increase the level of trust and confidence among the employees. Tram spirit, should be given more importance.

2. Senior should be more encouraging towards the employees .They should be in a position to accept the advice given so that they can improve themselves.

3. The organization should take measures to appreciate and reward the employees to find innovative better way of doing the tasks.

4. There may be improvement needed in the level of freedom of expression available. The involvement of employees in decision should also increase.

There can be a shift towards participative management.

5. The organization must involve more in career related programmes. Employee career graphs need to be drawn so that she/he knows what to do and how go about in improving their career. This would encourage the employees and thus would increase their efficiency.

6. The effective and continuous appraisal enables to reward achievement and encourage continuous improvement. Plan to use appraisal to discuss rewards that satisfies the needs of individuals and the organization, rather than focusing on pay reviews alone.

7. Though the benefits provided by the organization are very encouraging there is a need of some informal gatherings where the families can also brought together. Thus there is need to improve recreation facilities. 8. To achieve top performance from others, it is necessary to excite their interest in our ideas. Building trusting relationships with individuals, understand their values, involve them in decision making, secure their commitment and give the necessary support.

9. Feedback helps people to see themselves as others see them. Without feedback an employee continues to perform in a way that it is more longer

effective.

10. Stress is the situation where a person needs external and internal support. Thus all the seniors and employees should be able to gauge the increase interest in stress on an employee and the needed support should provided to them. This would make all the employees feel secured and protective.

11. All work and no play is a recipe for becoming less productive at work and less fulfilled at play. If it is continue to build on and develop the efficiency at work, it is important to maintain a healthy balance between work and leisure.

12. Every employee should have an individual recognition in parallel to group recognition; else there would creep in feelings of low competitive spirit, disinterest etc. To avoid such circumstances every individual interest should be taken care of.

QESTIONNAIRE
ON MOTIVATION" Dear respondent, The following statements relate to efficiency of " Motivation " in Global Hospital. Please give your opinions for the statements using four-point scale & weighted average method. The information provided by you will be kept confidential^1 will be used for the purpose of the study only. General Information: Name: 1. Emp code: Designation: Department:

Your association with Global Hospital has been from

a. b. c. d. 2. there a. b. c. d. 3.

Less than 1 year. lielwix'n 1-2 years Between 2-3 years Above 5 years What do you think; " motivation" helps employees to show

Present performance High potential Multi-skills All the above To reduce boredom in work, what should the

organization do? a. b. c. d. 4. a. b. c. d. e. Job rotation Job retrenchment Job enlargement All the above According to you, which can motivate more to work well. Cash Recognition Appreciation Rewards/promotions Any other, mention...

5. If you are not promoted to another post, even you have been working since 2

years sincerely then, what will you do? a. b. c. d. 6. aspects? a. b. c. Yes No Not known Want to leave the organization Want to stay in organization patiently Ask your about promotion Ask your head about your increments Are you satisfied with Global Hospital policies in various

7. Heavy burden of work makes you feel... a. b.

c.

Stress Demotivated
Fatigue d. any other, please mention...

STRONCI.V

ACRIW

NF.UTRA

f OlSACKEE ACKH-

I,

8.

Employee are recognized as

GOO

individuals 9. The organization makes sure 0000

lhal employees enjoy iheir work and there is a high level

of job satisfaction. 10. or personal problems, there is a lot of support from the superiors and colleagues. 11. There is a high degree of 0 0 0.0 When an employee is under 0000 stress due to work pressures

encouragement from the superiors, and the feedback or advice given in the direction of work is considered seriously for self-improvement and development. 12. 0 performance appraisal will improve your work standards. 13. more. 14. Training programmes hclcls, 0000 Good working condition can 0000 motivate the employees The continuous assessment of 0 0 0

will help to improve the technical and behavioral skills to do the job betters.

15.

Career opportunities are

0000

pointed out and career development programmes are organL/CL! accordingly. 16. us when required. 17. The medical and post 0000 retirement benefits are Recreation programmes and 0000 informal gathering arc held

sufficiently satisfactory. 18. 0 the job, which act as motivating factors. 19. The organization environment 0000 There are major challenges in O O O

is conflict free and the organization structure and quality of work life are very encouraging. 20. You as an individual are proud 0000

to be associated with "Global Hospital". | TOTAL

iTfjiWKi'Yov KMtiW?,213WjtMD co-cxpEwnow,

BIBLIOGRAPHY

PERSONNEL/HUMAN RESOURCE MANAGEMENT -STEPHEN P. ROBBIN

ORGANISATION BEHAVIOUR -KOONTZ

HUMAN RESOURCE MANAGEMENT AND INDUTRIAL RELATIONS. -P.SUBBA RAO

MARKETING RESEARCH -G.C.BERI.