Submitted to:MAAM SHEHLA

SUBMITTED BY:
IBRAHIM GHAZNAVI
TAHA IQBAL
QAZI AMAD
MOHSIN IMRAN
ANILA SAGHEER

INTRODUCTION

Motivation of employees

PROBLEM STATEMENT:
Lack of motivation in employees is the biggest problem faced by
most of the firms. It results in the loss of companies as many employees
withdraw or show no interest in their work. Management plays an important
role in this area but management is much more likely to criticize for poor
performance than praise them for good work. Management inadvertently
makes it difficult for employees to do their jobs. Excessive level of required
approvals, endless paperwork, failure to communicate, infrequent delegation
of authority, and a lack of a credible vision contributes to employee
frustration.

INDEPENDENT VARIABLE
Motivation

DEPENDENT VARIABLE
Employees

The question arises why are employees losing

motivation?
Most companies have it all wrong .they dont have to motivate their
employees, they have to stop de motivating them. The great majority of
employees are quite enthusiastic when they start a new job but in about 85%

of companies, according to the research employees morale sharply declines

after their first six months and continues to deteriorate for years afterwards.

Three key goals of people at work

Equity:

Achievement: To be proud about ones job and accomplishments.

Camaraderie:

To be respected and to be treated fairly in areas such as

pay, benefits and job security.

To have good, productive relationships with fellow

employees.

One goal cannot be substituted for another. Improved recognition cannot be

replacing better pay, money cannot substitute for taking pride in a job well
done, and pride alone will not pay the mortgage.

Motivation
Motivation refers to the process by which a persons efforts are energized,
directed and sustained towards attaining a goal. Three key elements are
important to this definition: energy, direction and persistence.
The energy element is a measure of intensity or drive. A motivated person
puts forth effort and works hard. High levels of efforts dont necessarily lead
to favorite job performance unless the effort is channeled in a direction that
benefits the organization. Finally motivation includes a persistence
dimension. We want employees to persist in putting forth effort to achieve
those goals. As Winston Churchill said:

Success is not final, failure is not fatal; it is the courage

to continue that counts.

BACKGROUND OF THE
PROBLEM
Lack of motivation in employees leads
to:
1.
2.
3.
4.
5.
6.
7.

Absenteeism:

Deliberate absence for which there is no satisfactory

explanation. Often follows a pattern.
Lateness: Often becomes habitual.
Poor performance: Poor quality work, low levels of work or greater waste
of material.
Accidents: Poorly motivated people are often more careless, concentrate
less on their work, distract others.
Labour Turnover: People leave for reasons that are not positive.
Grievances: Frustration and alienation.
Poor responsibilities: Workers do not respond very well to
order/leadership and any response is slow or casual.

OBJECTIVE OF THE STUDY

Lack of motivation has led to decreased productivity or turnover affecting
business performance. Hence this is due to lack of motivation in employees,

employees feel alienated, they perceive themselves to be machines producing

goods thus a sense of boredom falls over them. There are some factors which
can motivate employees;

FINANCIAL REWARDS
1. Time rates
2. Piece rates
3. Fringe benefits

From the above three factors the employees will get motivated time rate
encourages them to work overtime and get overpaid. Piece rate involves paying
extra when a target has been reached. This extra element motivates workers to
increase productivity. Moreover fringe benefits such as insurance and medical
facilities will further motivate them.

NON-FINANCIAL REWARDS
1. Job enlargement; this involves giving more work to employees but of a similar
nature.
2. Job rotation; this involves changing jobs or tasks from time to time.
3. Job enrichment; this expands the job responsibilities, this attempts to give
employees greater responsibilities by vertically expanding their role. All the
above factors make employees feel recognized and motivated.

HYPOTHESIS
Lack of motivation in female employees is low as compared to lack of motivation in
male employees.

LITERATURE REVIEW
I.

II.

Motivational factors play an important role in increasing employee

job satisfaction. Satisfied employees in return can help in improving
organizational performance. The objective of following research is to
analyze the effects of motivational factors on job satisfaction of
employees. This is an exploratory study based on primary data. The
primary data has been collected from non-academic staff of
University of the Punjab, which is one of the biggest universities of
Pakistan. The study of Herzberg et al. (1959) has been widely
validated and well renowned among research community. This
theory tests hygiene and motivator factors and impact of personal
and job characteristics on work perceptions and job satisfaction.
Structural equation modeling technique has been applied to test
hypothesis, SPSS 16.0 has also been adopted for basic analysis
purposes. The results are being questionable to verify Herzbergs
theory. The study concludes that intrinsic motivational factors are
having significant relationship with employee job satisfaction,
whereas hygiene (extrinsic) factors are not having any significant
relationship with employee job satisfaction. Moreover, significant
difference was observed between gender, qualification, experience,
job characteristics and job satisfaction. This study offers useful
information as it provides both, the practical implications for
professionals working on authoritative posts within Public Sector
University set up in Pakistan, and theoretical implications for
researchers interested in exploring job satisfaction in a higher
education context.
The debate on job satisfaction started when Herzberg published his
book THE MOTIVATION TO WORK (1959). This book was based on
interviews conducted with engineers and accountants. The
respondents were asked to narrate a story about the event when
they went exceptionally bad or exceptionally good. According to

III.

IV.

V.

VI.

VII.

those situations he divided work dimensions in two elements

Motivators and Hygiene factors. All those factors those caused
exceptionally good feelings were motivators and satisfying factors;
achievement, recognition, work itself, responsibility, advancement,
and growth.
The concept and assessment of job satisfaction began in 1911 with
the research of Taylor. Taylor (911) stated that rewards like the
earnings of the job, incentive payments, promotion, appreciation,
and opportunities for progress could lead to increased job
satisfaction ( as cited by Aslan, 2001). Various researchers have
defined the term job satisfaction. Wiener (1982) states that, job
satisfaction is an attitude towards work-related conditions, facets, or
aspects of the job. Feinstein (2000) was of the view that Job
satisfaction is more of a response to a specific job or various
aspects of the job.
Job satisfaction is an important element from organizational
perspective, as it leads to higher organizational commitment of
employees and high commitment leads to overall organizational
success and development (Feinstein, 2000) additionally growth,
effectiveness and efficiency of the organization and low employees
intentions to leave the organization (Mosadeghard 2000).
Obstinately, dissatisfied individuals leave the organization and
inflate the motivation of those staying there (Feinstein, 2000) and
as a result workers loose performance and efficiency and might
sabotage the work and leave the job (Sonmezer and Eryaman
2008).
Hagedorn (1994) tested a causal model among faculty at different
stages of career development and found that satisfaction with
salary, total work hours, and co-workers support affected the level
of stress and ultimately satisfaction. Increased freedom and
flexibility of academicians would have resulted in significantly
greater job satisfaction (Bender and Heywood, 2006). According to
Sonmezer and Eryaman (2008) Salary, social status, advancement,
ability utilization, administrative-employee relationship, creativity,
security are the main factors that determine job satisfaction
amongst education sector employees.
Employee contribution is something that can increase employee
motivation. If an employee is regularly able to contribute thoughts,
ideas, and suggestions to problems at hand or regular work
activities, that is a feeling of accomplishment which goes a long
way. It makes an employee feel as though he or she is important
and, hence, their motivation is elevated.
Recognition is another form of motivation. If all an employee hears
is the things he or she does wrong, the opposite effect of motivation
will occur. Of course, an employee is going to do things wrong, at

VIII.

IX.

X.

XI.
XII.
XIII.

XIV.

XV.
XVI.

times. But, they will inevitably do things right, as well. Let them
know when this happens, always.
If an employee feels he or she has the respect of his or her peers
and colleagues, this is another motivation booster. Stifle negative
comments in the workplace. Do not allow employees to talk down to
one another and/or drag each other through the mud. Likewise,
make sure you don't do the same when other employees are able to
see it happen to a fellow co-worker. That's bad for moral and only
downplays motivation.
Keeping an employee in the loop is something else that is important
to motivation. When an employee feels he or she is not up-to-date
with what is occurring in the company or their department, that is a
message to the employee that says, you are not important. That's
not the kind of message that increases motivation. Keep information
flowing to each employee; let them know what the company is
doing and the direction it is taking.
Stay flexible. Make an absolute effort to ensure your employee is
not tied up in red tape. If an employee is not able to solve problems
with a degree of flexibility because there are too many company
rules hampering common sense progress, an employee feels
nothing but frustration. Motivation is not built on frustration.
Constant check-in with higher-ups when working on a project
undermines an employee's confidence and willingness to think for
themselves. It also deteriorates motivation.
Make sure plenty of sufficient resources are available for an
employee's use. Motivation cannot thrive if an employee is
constantly faced with having inadequate resources to do the job.
Create a fun and stimulating work place. Let everyone address each
other on a first name basis or have a casual dress day Encourage
employees to create a work environment that is as comfortable as
possible and not so office-like by bringing in personal pictures and
things such as plants, for example. This will only promote creativity
and, in the long run, increase motivation.
Communicate with your employee. Find out what interests them and
what doesn't. Speaking with an employee frequently shows that you
care about them in more ways than simply wanting them to keep up
with productivity. This will increase an employee's motivation as
well.
Most companies have it all wrong. They don't have to motivate their
employees. They have to stop de-motivating them.
The great majority of employees are quite enthusiastic when they
start a new job. But in about 85 percent of companies, our research
finds, employees' morale sharply declines after their first six months
and continues to deteriorate for years afterward. That finding is
based on surveys of about 1.2 million employees at 52 primarily

Fortune 1000 companies from 2001 through 2004, conducted by

Sirota Survey Intelligence (Purchase, New York).
XVII.

Three key goals of people at work: To maintain the enthusiasm

employees bring to their jobs initially, management must
understand the three sets of goals that the great majority of
workers seek from their workand then satisfy those goals:

Equity: To be respected and to be treated fairly in areas such as pay,

benefits, and job security.

Achievement: To be proud of one's job, accomplishments, and

employer.

Camaraderie: To have good, productive relationships with fellow

employees.

One goal cannot be substituted for another. Improved recognition cannot

replace better pay, money cannot substitute for taking pride in a job well
done, and pride alone will not pay the mortgage.
XVIII.

The survey shows that extremely/very motivated respondents who

have voluntarily left a job cited a lack of growth potential as the
most important factor in their decision to leave, while only 12% of
full and part-time workers feel their employer offers them a career
path plan. The study also shows that extremely/very motivated
respondents are more likely to want to be challenged and receive
more professional development (training, internal mobility,
mentoring, career planning, and/or performance reviews) from their
employer, than unmotivated respondents. Other key findings
include:

41% of motivated respondents who have voluntarily left a job cited

lack of growth potential as a deciding factor.

43% of full and part-time employees

advancement are a key motivator.

Only 12% of full and part-time workers say that their employers give
them a career path plan.

said

opportunities

for

57% of full and part-time employees have either never had a

performance review or said it was neutral to not useful.

79% of employees dont currently receive career mentoring from their

employer.

84% of motivated respondents receive professional development

(training, internal mobility, mentoring, career planning, and/or
performance reviews) from their employer, compared to only 65% of
unmotivated people. (Full and part-time employees).

POINTS TO REMEMBER:
Keep these points in mind and motivation will have a chance to soar:

Employee contribution important

Recognition from an employer a must

Retaining respect of peers and colleagues

Keeping employee informed

Stay flexible and make sure the employee can avoid as much red tape as
possible.

Constant check-in with higher-ups only leads to micro managing and lack of
motivation.

Make sure an employee has sufficient resources available to them.

Create a fun and stimulating work environment.

Make sure you communicate.

RESEARCH METHODOLOGY
Methodology is basically a description of process, concept or ideas as they
relate to a particular discipline or field of inquiry. Research on the other hand
is the discovering and interpretation of different types of data. The purpose
of study was to investigate what makes employees the best motivated in
whatever field of the business they are. We aimed to find out what are the
motivation ways to make the employees the most efficient and effective for
the firm.

SURVEY METHODOLOGY
To find information on our topic in concern i asked some people and found
their perspective on how employees could be best motivated. These people
included business people from various offices, employees, workingmen from
various industries, social people and on a large scale students provided us
with their perspective on motivation. We used both Quantitative and
Qualitative research to gather information. We made Questionnaires and
distributed among these people. This Questionnaire included up to 20
questions with a scale range of 5 that is questions were based of normal,
strong, neutral agreement and normal and strong disagreement. The people
were able to fill in the questionnaire easily with this wide scale range.
Furthermore, we took interviews to find what people had to say about ways
of motivation and we have these interviews in the recorded form. With the
help of the questionnaires and interviews we were able to find out the
different views of people and their thinking on this topic.

SAMPLE AND POPULATION

A population consists of all subjects (human or otherwise) that are being
studied while a sample is a group of subjects selected from a population.
The sample in our case was the people who gave us the interviews and who
filled the questionnaires. The population consisted of the whole lot, the
people who took part in the survey and all others who have the potential
knowledge on motivation and who could have taken part in the survey.

RECOMMEND CONCLUSION
What are the reasons for lack of motivation?

Lack of faith in one's abilities.

Fear of failure, due to failure in the past.

Low self-esteem.

Lack of enough interest.

Fear of what others might say.

The habit of procrastination.

Laziness.

No awareness of the importance and usefulness of the subject or goal.

The feeling or belief that there are other more important things to do.

Not having the time to delve into the subject or goal.

Being too stressed or nervous.

Absence of enough stimuli or incentives.

The above reasons stifle motivation and enthusiasm, and are only excuses
for not acting. However, you learn to overcome and disregard them, by
becoming aware of them, acknowledging them, and understanding that you
can change the programming of your mind.
Sometimes, people show short bursts of motivation or enthusiasm. They
start doing something enthusiastically, but lose interest and motivation after
a while, because they find it hard to sustain them.
If you wish to improve your life, you need to awaken motivation and
enthusiasm. You need to realize how much you lose by their absence, and
how much you gain by having them.
For instance if you are a student, and are too lazy to study, you need to
strengthen your desire to invest more attention, time and energy in your
studies.

Find out where you really need motivation. This means finding out what
really matters to you, what actions will bring benefits and improvement into
your life and the life of the people around you.

DATA ANALYSIS
To analyze the data collected through Questionnaires, we went through all
the Questionnaires. On the basis of these Questionnaires we made the

histograms to represent data in a graphical form or display. The histogram

showed us how each proportion of the case fall into several categories. The
height of the rectangle shows the frequency to how many people agree,
Disagree to a certain question related to motivation in employees. These
histograms show what our sample had to say about the ways to keep the
employees best motivated. With the help of the histograms we came to see
the different views and we were able to draw conclusions easily and see how
the thinking differed in the sample size and what the majority people had to
say about motivation in employees.

Q1. According to you, what is motivation?

(a) The desire to work efficiently and effectively for an organization

(b) To provide someone with incentive to do something

(c) To encourage, to animate, to propel, to cause to take action

Male:
Option (a): 45%
Option (b): 30%
Option (c): 25%

Female:
Option (a): 16.6%
Option (b): 56.6%
Option (c): 26.6%

Conclusion: From the computation of data we notice that majority of male

is in favour of the first option and majority of female support option B.

Q2. Do you think motivation in employees is important in a

business organization?

(a) Yes
(b) No

Male:
Option (a): 65%
Option (b): 35%

Female:
Option (a): 70%
Option (b): 30%

Conclusion: From the computation it can be clearly seen that both male
and female support option A, favouring that money is an encouragement for
employees.

Q3. Which type of motivation techniques should be used?

(a) Financial

(b) Non- financial

Male:
Option (A): 70%
Option (B): 30%

Female:
Option (A): 56.6%
Option (B): 43.3%

Conclusion:

It is obvious that 70% male and 56.6% female support option A.

They are in favour of employees getting financial rewards i.e. bonus, money etc.

Q4. Do you think lack of motivation in employees result in

the bad performance of the company?
(a): agree

(c): neutral

(b): strongly agree

(e): strongly disagree

Male:
Option (A): 20%
Option (B): 35%
Option (C): 15%
Option (D): 20%
Option (E): 10%

Female:
Option (A): 30%
Option (B): 36.6%
Option (C): 13.3%
Option (D): 10%
Option (E): 10%

(d): disagree

Conclusion: The computation highlights that both gender strongly agree

with the above point portraying that lack of motivation certainly effects
business performance.

Q5. Which type of method below is the most effective way

to reduce lack of motivation?
(a) Money (bonuses)
(b) Job relation or job enrichment
(c) Job enlargement

Male:
Option (A): 65%
Option (B): 15%
Option (C): 20%

Female:
Option (A): 46.6%
Option (B): 30%
Option (C): 23.3%

Conclusion: Again both the gender are in favour of option A i.e. money.
Money is the form of medium that can highly motivate employees.

Q6. Which of the factors listed below do you think are the
main reason for lack of motivation?
(a) Low salaries
(b) Work stress
(c) Lack of friendly or secure atmosphere

Male:
Option (a): 75%
Option (b): 20%
Option (c): 5%

Female:
Option (a): 26.7%
Option (b): 50%
Option (c): 6.7%

Conclusion: As it is clear from the bar chart that majority of males have
opted for option A whereas majority of females chose option B i.e. work
stress.

Q7. If you have a high salary for a job but you are not
motivated would you still like to work for that
organization?
(a) Yes
(b) No

Male:
Option (a): 60%
Option (b): 40%

Female:
Option (a): 62.5%
Option (b): 12.5%

Conclusion: As we can see that majority of the males and females have
agreed to the statement.

Q8. Do you think that lack of motivation is an important

issue that the company needs to be aware of and take
measures to overcome it?
(a) Yes
(b) No

Male:
Option (a): 90%
Option (b): 10%

Female:
Option (a): 83.3%
Option (b): 16.7%

Conclusion: As it is clear from the bar char that majority of the males and
females have agreed to the statement.

Q9. Is it important to know how well motivated your labor

is?

(a) Yes
(b) No

Male:
Option (a): 95%
Option (b): 5%

Female:
Option (a): 70%
Option (b): 5%

Conclusion:

It is clear from the bar chart that majority of the male and female
have agreed to the statement that it is important to know how well motivated your
labor is.

Q10. Do you think motivation is important in a business

organization or it should be to work whatsoever,
whosoever and howsoever?
A) Strongly agree
B) Agree

C) Neutral
D) Disagree
E) Strongly disagree

Male:
Option (c): 30%
Option (d): 50%
Option (e): 20%

Female:
Option (c): 16.7%
Option (d): 73.3%
Option (e): 10%

Conclusion:

As it is very clear from the bar chart that majority of the males
and females opted for option D. None of them chose option a and b.

Q.12. Which one of the below do you think is the most

important factor because of which people loose
motivation?
A) Loss of confidence
B) Loss of focus
C) Loss of direction

Male:
Option (a) : 60%
Option (b) : 25%
Option (c): 15%

Female:
Option (a) 46.7%
Option (b): 40%
Option (c): 13.3%

Conclusion:

As w can see that most of the women chose option A that is loss of
confidence and majority of men remained in between the view that loss of
confidence and focus both can result in loss of motivation.

Q13. Which one of the below do you think is the most

suitable for bringing people back onto the motivation
path?
A) Reinforce the set goal with positive thought and action
B) Creatively visualize the goal
C) One must set goals that are pleasurable, rather than those set in fear.

Male:
Option A: 40%
Option B: 35%
Option C: 25%

Female:

Option A : 10%
Option B: 60%
Option C: 30%

Conclusion:

As we can see through the bar chart that most of the men chose A
and B options and most of the women chose option B and C.

Q14. Do you think motivation can only come through

giving rewards, how about the following?
-gain knowledge and experience and upgrade skills in order to achieve higher
targets
-go beyond limits, challenging you to work wonders in boosting ones morale
-Pursue a hobby-this gives something to look forward to beyond the routine working
hours
Now
A) Agree
B) Strongly agree
C) Neutral
D) Disagree
E) Strongly disagree

Male:
Option A: 55%
Option B: 25%
Option C: 10%
Option D: 10%

Female:
Option A: 30%
Option B: 26.7%
Option C: 20%
Option D: 23.3%

Conclusion:

Most of the men agree that reward is not the only solution for
gaining motivation others listed is also useful. Women also agree with the same
point, majority.

Q15. Motivation is the reason for an action that gives

purpose and direction to behavior. Do you agree with this
statement?
A) Agree
B) Disagree
C) neutral

Male:
Option A: 60%
Option C: 40%

Female:
Option A: 80%
Option C: 20%

Conclusion:

As we can see that majority of men and women agree with this
statement and a few are neutral with no opinion.

Q16. In a business organization do you think motivation is

encouraging them by giving them leniency or is it
maintaining a good relation with workers or is it the
below?
A) Giving money
B) Job opportunities in the same business
C) Or the ones mentioned in the question

Male:
Option A) 55%
Option B) 25%
Option C) 20%

Female:
Option A) 40%
Option B) 13.33%
Option C) 46.6%

Conclusion: From the computation we notice that 55% of male support option A
and 46.66% female are in favour of option C.

Q17. If the economy is already in recession, productivity is

falling down. How can you motivate employees the best?
A) Giving them encouragement
B) Enhancing their skills
C) Supporting and guiding them in trials
D) Facing all the challenges with them and always being patient

Male:
Option A: 35%
Option B: 15%
Option C: 30%
Option D: 20%

Female:

Option A: 13.3%
Option B: 6.66%
Option C: 40%
Option D: 46.6%

Conclusion:

We notice that 35% (majority) male go for option A while 46.6%

female support D.

Q18. Is the lack of motivation, one of the main reasons for

labor turnover in organization?
A) Yes
B) No
C) Partially

Male:
Option A: 40%
Option B: 35%
Option C: 25%

Female:
Option A: 33.33%
Option B: 40%
Option C: 26.67%

Conclusion:

From this data we see that 40% male are in favour of option A
while 40% female also support but option B.

Q19. Do employees feel empowered when motivation?

A) Yes
B) No
C) To some extent
D) neutral

Male:

Option A) 50%
Option B) 15%
Option C) 20%
Option D) 15%

Female:
Option A) 53.3%
Option B) 13.33%
Option C) 46.66%
Option D) 20%

Conclusion: 50% male support option A while 53.33% also support option A.

Q20. What should be done to motivate employees?

A) Create a friendly environment
B) Increase pay packages
C) Reduce communication gaps and barriers
D) Praise and acknowledgement
E) Status
F) Competition

Male:
Option A) 50%
Option B) 25%
Option C) 25%
Option D) 0%
Option E) 0%

Female:
Option A) 50%
Option B) 33.33%
Option C) 16.66%
Option D) 0%
Option E) 0%

Conclusion:

It is clear from the bar chart that 50% of the male and female
agreed that creating a friendly environment will help in motivating employees.

ANALYSIS AND CONCLUSION

ANALYSIS:
From the bar charts and the questionnaires we analyzed that lack of
motivation is becoming an important issue which needs to be tackled. Every
business organization should be well aware of how its employees are, if not
what benefits should they be given. Both male and female solved our
questionnaire 20 were male and 30 were female. Most of them were in
favour of motivating employees by giving those financial rewards that are
bonuses, money etc. However some also favoured this point that motivation
does not only come through financial rewards but employees should be
recognized as an important asset of the business. They should not be
considered machines, thus supporting and encouraging them will also
motivate them. Moreover lack of motivation is an important issue in every
organization and has to deal accordingly. Some people say non-financial
rewards motivate employees as well which includes job motivation, job
enlargement etc.

CONCLUSION:
From the analysis one point is clear that by not motivating your employees a
businesss productivity level falls. Thus when workers are not motivated it
results in the bad performance of the company. In order to motivate
employees and to ensure that a company is doing well it has to motivate
employees by giving them rewards and encouraging them from time to time.
Pakistan is in the worst years of recession where its employees are burdened
with work. They are considered machines. But to ensure employees work
well friendly relation has to be developed with them. By giving them financial

rewards that is money, you push them and they start working with greater
enthusiasm as zeal as ever before leading the company to progress.

RECOMMENDATIONS

REFERENCES:

Google

Askari Welfare Trust (AWT)

Wikipedia

ANNEXURE:

Q1. According to you, what is motivation?

-The desire to work efficiently and effectively for an organization
-To provide someone with incentive to do something
-To encourage, to animate, to propel, to cause to take action

Q2.Do you think motivation in employees is important in a

business organization?
-Yes
-No

Q3. Which type of motivation techniques should be used?

-Financial
-Non-financial

Q4.Do you think lack of motivation in employees results

in the bad performance of the company?
-agree
-strongly agree

-neutral
-disagree
-strongly disagree

Q5.which type of method below, is the most effective way

to reduce lack of motivation?
-Money (bonuses)
-Job rotation or Job enrichment
-Job enlargement

Q6.Which of the factors listed below do you think are the

main reason for lack of motivation?
-Low salaries
-work stress
-lack of friendly or secure atmosphere

Q7.Do you think that lack of motivation is one of the

reasons of todays economic recession?
-agree
-strongly agree
-neutral
-disagree
-strongly disagree

Q8.If you have a high salary for a job but you are not
motivated would you still like to work for that
organization?
-Yes
-No

Q9.Do you think that lack of motivation is an important

issue that the company needs to be aware of and take
measures to overcome it?
-Yes
-No

Q10.Is it important to know how well motivated your labor

is?
-yes
-No

Q11.Do you think motivation is important in a business

organization or it should be to work whatsoever, whosoever and
howsoever?
-strongly agree
-Agree
-neutral
-disagree

-strongly disagree

Q12. Which one of the below do you think is the most important
factor because of which people loose motivation?
-loss of confidence
-loss of focus
-loss of direction

Q13. Which one of the below do you think is the most suitable for
bringing people back onto the motivated path?
-reinforce the set goal with positive thought and action
-creatively visualize the goal
-One must set goals that are pleasurable, rather than those set in fear

Q14.Do you think motivation can only come through giving

rewards, how about the following?
-gain knowledge and experience and upgrade skills in order to achieve higher targets
-go beyond limits, challenging yourself can work wonders in boosting ones morale
-Pursue a hobby-this gives something to look forward to beyond the routine working
hours
Now:
Agree
Strongly agree
Neutral
Disagree
Strongly disagree

Q15.Motivation is the reason for an action that gives purpose and

direction to behaviour. Do you agree with this statement?
-agree
-disagree
-neutral

Q16.In a business organization do you think motivation is

encouraging them by giving them leniency or is it maintaining a
good relation with workers or is it the below?
-Giving money
-Job opportunities in the same business
-Or the ones mentioned in the question

Q17. If the economy is already in a recession, productivity is

falling down. How
can you motivate employees the best?
-Giving them encouragement
-Enhancing their skills
-Supporting and guiding them in trials
-Facing all the challenges with them and always being patient

Q18. Is lack of motivation, one of the main reasons for

labor turnover in organization?
-yes
-no
-partially

Q19. Do employees feel empowered when motivated?

-yes
-no
-to some extent
-neutral

Q20. What should be done to motivate employees?

-create a friendly environment
-increase pay packages
-reduce communication gaps and barriers
-praise and acknowledgement
-status
-competition

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