STARTING WITH THE NAME

OF

ALLAH

The Most Beneficent

&
The Most Merciful
GROUP MEMBERS
 ANUM ABDUL HAMEED SHAIKH (GROUP
LEADER) {REG NO:149}
 MARIA SIDDIQUE (GROUP MEMBER)
{REG NO:151}
 PARASS ABBASI (GROUP MEMBER) {REG
NO:137}

Presented To
Sir. Zaffar
TOPICS
 INTRODUCTION TO MOTIVATION
 CHARACTERISTICS FEATURES OF MOTIVATION
 SIGNIFICANCE OF MOTIVATION IN AN
ORGANIZATION
 MOTIVATIONAL ENVIRONMENT
 PROMOTION IN PUBLIC ENTERPRISE
 GENERAL PRINCIPAL OF PROMOTION
 PROMOTION POLICY
 SUGGESTION FOR REMMEDY
 JOB SECURITY AND MOTIVATION
INTRODUCTION OF
MOTIVATION
THE TERM MOTIVATION IS DERIVED FROM THE
WORD “MOTIVE” WHICH INFLUENCE THE
BEHAVIOUR OF AN INDIVIDUALS. MOTIVES ARE
THE EXPRESSIONS OF NEEDS OF A HUMAN
BEINGS. THE NEEDS ARE OF VARIOUS TYPES.
THEY MAY BE PHYSICAL OR PHYCHOLOGICAL.
DEFINATION
“MOTIVATION IS THE PROCESS OF ATTEMTING TO
INFLUENCE OF OTHERS TO DO YOUR WILL
THROUGH THE POSSIBILITY OF GAIN OF
REWARDS.”
CHARACTERISTICS
FEATURES OF MOTIVATION
1. MOTIVATION IS INFLUENCED BY EXTERNAL
FACTORS
2. MOTIVATION IS COMPLEX AND DIFFICULT TO
PREDICT
3. MOTIVATION DIFFERS FROM INDIVIDUALS TO
INDIVIDULAS
4. MOTIVATION ARRIVES US NOT ONLY FROM
MONEY BUT FROM A VARIETY OF NEEDS
5. IT IS SITUATIONAL IN CHARACTER AND IS
DETERMIND BY PREVAILING SITUATION
SIGNIFICANCE OF
MOTIVATION IN AN
ORGANIZATION
 BASIS OF CO-OPERATION:
Motivation is the basis of co-operation to get the best results out of the efforts of
the men on the job.
 BUILD HUMAN REALTIONS:
As a human concept of labour has changed and now labour is treated as human
being, motivation builds human relations. He is treated as a man and not a
commodity. This attitude contributes towards motivating the people at
work.
 BUILDING OF GOOD LABOUR RELATION:
In an organization all the members of the staff concentrate their effort to achieve
the objectives of the organization and carryout the plains in accordance with
the policies and programs laid down by the organization.
 BEST UTILIZATION OF OTHER RESOURCES:
All resources except human resources can produce no results, unless men try to
put them in action.
 PROPER UTILIZATION OF HUMAN RESOURCES:
Motivation induees men to work. It results in increased production and
productivity. Some men try to put their efforts to produce more and more for
the benefit of the organization. Thus their efficiency increases.
 IMPROVEMENT UPON SKILLS AND KNOWLEDGE:
All the members of an organization try to be as efficient as possible and to
improve upon their skills and knowledge so that they may be able to
contribute to the progress of the organization.
MOTIVATIONAL
ENVIRONMENT
There is general agreement that motivation itself
must come from within each individuals
however you can help the process of
establishing a work environment which is
favorable to higher motivation.
As experience has shown these three techniques
can help in increasing and improve motivation.
These three are the techniques not the theories.
 Job enlargement

 Job enrichment

 Participating management
 JOB ENLARGEMENT:
Job enlargement increasing the member of task performed by an
employee.
The purpose of job enlargement is to make the job more
interesting and more challenging to the employees. It should
be rewarding otherwise it can produce negative results.
 JOB ENRICHMENT:
Job enrichment involves a greater scope for personal
achievement and recognition which is more challenging and
responsible work, and more opportunity personal growth it
provides a better means of satisfying higher level of need of
individuals.
 PARTICIPATING MANAGEMENT:
Participating management is a techniques by which employee at
all level participate in some degree in decision making process
within the organization.
PROMOTION IN PUBLIC
ENTERPRISES
Promotion means advancement within organization
involving movement of a person from a lower position to
a higher status, more pay and increased responsibilities
and privileges in the same organization, thus promotion
has three elements:
 Higher Job Grade

 Increased responsibilities

 Increased status having more benefits and privileges

It should be kept in mind that the higher posts should be

filled with the right man in the organization. A clear cut
promotion policy should be made, and all the
employees should be aware of (No dissatisfaction). A
healthy promotion policy indicates good health of public
enterprise, it is used as a tool to motivate an employee.
GENERAL PRINCIPLE OF
PROMOTION
 In Writing:
Promotion policy should be in writing. There should no suspicion, it should
specify the percentage of vacancies to be filled in by promotion and
followed strictly and it should be made clear that the promotion will
only made if a suitable candidate is available otherwise a man outside
will be recruited.
 Mention the basis:
The promotion policy should mention seniority or merit as the basis of
promotion. Merit should be given more importance if two employees
have equal length of service. Other factors are discipline, job
performance, regularity to work, co-operations and behavior.
 Confidential report:
The annual confidential report of the employee should be examined
carefully at the time of promotion.
 Promotion committee:
Promotions should be made by promotion committee. The members should
be qualified and experienced . The decision should be given in writing.
 Recommendation Of Immediate Boss:
The final decision should be taken by the top executive in line with the
advice and assistance of personnel department. It creates a confidence
about the fairness of the promote policy.
 Advance Notification:
A vacancy should be notified in advance so that the
interested persons can apply within the given period.
 Promotion:

Promotion should be made on probation. If the work of the

promottee is found satisfactory. It should be confirmed.
 Associated With Training:

Promotion programs should be associated with training

programs to enable the employees to improve
themselves.
 Grade Status Perks:

Grade status perks related to the new post should be

clearly mentioned.
PROMOTION POLICY
 The promotion is not satisfactory is public enterprise
 There is no uniform promotion policies in all
enterprises
 Which in some enterprises departmental office they
are authorized to promote a person
 But in some office organization promotion are
declared by the selection committee
 While in some cases seniority is the only
consideration of promotion
 In some cases merit is considered as additional factor
 There are no standard for evaluate the job
performance
SUGGESTIONS FOR
REMMEDY
 Deserving person should be assigned greater
responsibility of work.
 The merits rating should be improved in
order to recognize a personality
 Opportunity for growth and development in
job is also important motivator
 The manager in organization should be
promoted from within the organization
 The authority enjoyed by managerial
personnel is also an important motivator
JOB SECURITY AND
MOTIVATION
 Much emphasis laid on job security in public enterprises.
Unlike private enterprises where the management has wide
power to give severe punishment to inefficiency, the services
in our public enterprises are most secure.
 PARITY OF SCALES AND MOTIVATION:
The government wants to maintain pay parity between public
enterprise managers and government official without any
serious consideration of the nature of the job.
In public enterprise large scale upward revision is difficult but
compensation in public enterprise should not be markedly
lower.
 Motivation Compensation and Benefits:
Monetary reward and other tangible things are the most
important motivating factors. In public enterprises managers
are low paid as compared to private enterprise. The
philosophy in public enterprises seem to be to get the best
man for the second best price.