Golden Research Thoughts

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1 Vol 2 Issue 4 Oct 2012 ISSN No : ORIGINAL ARTICLE International Multidisciplinary Research Journal Golden Research Thoughts Chief Editor Dr.Tukaram Narayan Shinde Publisher Mrs.Laxmi Ashok Yakkaldevi Associate Editor Dr.Rajani Dalvi Honorary Mr.Ashok Yakkaldevi

2 Welcome to GRT RNI MAHMUL/2011/38595 ISSN No Golden Research Thoughts Journal is a multidisciplinary research journal, published monthly in English, Hindi & Marathi Language. All research papers submitted to the journal will be double - blind peer reviewed referred by members of the editorial board.readers will include investigator in universities, research institutes government and industry with research interest in the general subjects. Regional Editor Manichander Thammishetty Ph.d Research Scholar, Faculty of Education IASE, Osmania University, Hyderabad Kamani Perera Regional Center For Strategic Studies, Sri Lanka International Advisory Board Mohammad Hailat Dept. of Mathematical Sciences, University of South Carolina Aiken Hasan Baktir English Language and Literature Department, Kayseri Janaki Sinnasamy Librarian, University of Malaya Romona Mihaila Spiru Haret University, Romania Delia Serbescu Spiru Haret University, Bucharest, Romania Anurag Misra DBS College, Kanpur Titus PopPhD, Partium Christian University, Oradea,Romania Abdullah Sabbagh Engineering Studies, Sydney Ecaterina Patrascu Spiru Haret University, Bucharest Loredana Bosca Spiru Haret University, Romania Fabricio Moraes de Almeida Federal University of Rondonia, Brazil George - Calin SERITAN Faculty of Philosophy and Socio-Political Sciences Al. I. Cuza University, Iasi Ghayoor Abbas Chotana Dept of Chemistry, Lahore University of Management Sciences[PK] Anna Maria Constantinovici AL. I. Cuza University, Romania Ilie Pintea, Spiru Haret University, Romania Xiaohua Yang PhD, USA...More Editorial Board Pratap Vyamktrao Naikwade Iresh Swami ASP College Devrukh,Ratnagiri,MS India Ex - VC. Solapur University, Solapur R. R. Patil Head Geology Department Solapur University,Solapur Rama Bhosale Prin. and Jt. Director Higher Education, Panvel Salve R. N. Department of Sociology, Shivaji University,Kolhapur N.S. Dhaygude Ex. Prin. Dayanand College, Solapur Narendra Kadu Jt. Director Higher Education, Pune K. M. Bhandarkar Praful Patel College of Education, Gondia Sonal Singh Vikram University, Ujjain Rajendra Shendge Director, B.C.U.D. Solapur University, Solapur R. R. Yalikar Director Managment Institute, Solapur Umesh Rajderkar Head Humanities & Social Science YCMOU,Nashik S. R. Pandya Head Education Dept. Mumbai University, Mumbai Govind P. Shinde Bharati Vidyapeeth School of Distance Education Center, Navi Mumbai Chakane Sanjay Dnyaneshwar Arts, Science & Commerce College, Indapur, Pune Awadhesh Kumar Shirotriya Secretary,Play India Play,Meerut(U.P.) G. P. Patankar Alka Darshan Shrivastava S. D. M. Degree College, Honavar, Karnataka Shaskiya Snatkottar Mahavidyalaya, Dhar Maj. S. Bakhtiar Choudhary Director,Hyderabad AP India. S.Parvathi Devi Ph.D.-University of Allahabad Sonal Singh, Vikram University, Ujjain Address:-Ashok Yakkaldevi 258/34, Raviwar Peth, Solapur Maharashtra, India Cell : , Ph No: [email protected] Website: Rahul Shriram Sudke Devi Ahilya Vishwavidyalaya, Indore S.KANNAN Annamalai University,TN Satish Kumar Kalhotra Maulana Azad National Urdu University

3 Golden Research Thoughts Volume 2, Issue. 4, Oct ISSN: GRT ORIGINAL ARTICLE Available online at MOTIVATION OF HUMAN RESOURCES IN CORPORATES SUSHIL KUMAR AND MOHIT BHATARA Abstract: KEY WORDS: The aim of this study was to know the possibilities of motivation of human resources for sustainable development in an organization. The research has made it possible to identify the behavioral dimensions of human resource motivation process. Motivation, human resources, organization, salary, stress, opportunities. INTRODUCTION As we know that, in any organization, the human beings are the main asset, which actually produce results.salary also plays an important role in any organization. Even Indian Constitution says that Everyone has right to work, have free choice of employment, have favorable conditions of work and to protect against unemployment. Now current situation is different,people have same opportunities but same salary is not offered to all. Salary varies from person to person, even if their profiles are same. A fare wage and incentive system must meet the following: 1.Remuneration proportion to the importance of work. 2.The level of salary and task must be compatible. 3.Salary must be as per the market. 4.Recognition of professional capacity and efficiency of individual. 5.Understanding of senior management to pay the required. The Objectives of Study 1.To know aboutthe salary satisfaction of employees. 2.Criteria for offering salaries. 3.How to award salaries. 4.Opportunities within organization to earn extra income. 5.Level of trainings for further growth. 6.Retention. The Research Sample To analyze human resources salary, the questionnaire method has been adopted. To fulfill the purpose, a sample of 460 employees of three organizations was considered. Under this questionnaire, the Title : MOTIVATION OF HUMAN RESOURCESIN CORPORATES Source:Golden Research Thoughts [ ] SUSHIL KUMAR AND MOHIT BHATARA yr:2012 vol:2 iss:4

4 following findings were found for each question in the questionnaire individually. To establish the sample size, it is necessary to use the following formulae. NZ 2 *0.25 N= D 2 * (n-1) + (z2 * 0.25) Where n = sample size N= Total number of employees in 3 organizations, i.e d = level of accuracy Z= 1.96 corresponds to a confidence level of 95% Non probabilistic sample method will be having following variables 1.Income 2.Education level 3.Social class 4.Marital status 5.Gender 6.Age ( 21 to 55 years ) And following formulae will be used X m max - X m min. d = log n Where d = size range X min and X max = version of min. and max Characteristics studied N = number of corporate units studied After the calculations, d= 10 and sample size is 460. Sample Structure by Age: 2

5 Question 1: In general, how satisfied or dissatisfied are you with your job? (Check "x" variant expressing). On this question, most subjects, respectively 190 (41.3% in relative value) are totally dissatisfied with their work. In contrast, only 20 persons (4.34% of total employees) are satisfied with the job they currently hold, while the rest did not want to answer. Question 2:How your business results in stress at work? (Check "x" version correct) Answers are presented in Table 1. Category %age Sample Size 1 Extremely Stress Full 6.52% 30 2 Very Stress Full 9.78% 45 3 Stress Full 13.04% 60 4 Partial Stress Full 13.7% 63 5 Some Time Stress Full 32.6% Less Stress Full 6.1% 28 7 Rare Stress Full 6.95% 32 8 Stress is variable 5% 23 9 Minor stress 3.7% No Stress 2.6% 12 (Table 1: Respondents opinion about stress at work) Graphical representation of responses to question two showed that 30 employees (6.52%) believe the work they perform as highly stressful, while 12 employees (2.6%) believe that their work is not at all stressful. Question 3: Which of the following statements are considered as true for your work? The answers are presented in Table below. 3

6 S. No. Statements True True %age False False %age Cotation Cotation %age A1 It is interesting job A2 It is secured job A3 It is appreciated by others A4 It is convenient A5 My initiative is encouraged A6 It is flexible in terms of leaves A7 I have more opportunities A8 I have more responsible job A9 Job is very interesting A10 My job matches with my skills For the third question, the answers varied greatly. As it can be seen that the complaint is about the fact that organizations do not do anything to encourage the initiative (89% of all employees have this view). On the other hand, subjects appreciated that job they have is suited to their abilities (90% of respondents actually answered this question). Also you can see that in all there were 10 respondents claimed to have avoided answering preferring, for various reasons known only to them, to choose the easiest option, but the most insincere that ''not respond''. Those who choose to answer or did so because they were away to be honest, be other reasons related to their job, although they noted at the outset that personal data are strictly confidential. Question 4: How do you estimate your family's total income, where necessary? (One variant of answer). Responses are as shown below. S. Category %age Sample Size No. 1 We cannot pay for basic needs We can pay only basic needs We have decent living but no luxury We have better life but with struggle We have full luxury life To better visualize the answers to the fourth question we see. For the fourth question, the majority of interviewees (58.6% and 270 in absolute value) responded that they get their income for a decent living, but not be able to afford to buy some more expensive items, such as extra ordinary household items. Most civil servants were those who chose that response option ''we can have everything we need, but efforts'' (5.5, and 25% in absolute value). 4

7 Question 5: To increase revenue, how manycarried out additional work? Source of income %age Average Not to perform additional work I have 2 nd part time job Occasional activities Rent Other Question 6: If you have to look for another job, what will be your priorities? Category %age A.V. A good salary Safe job, without fear of unemployment Working in good culture Good organization so that you can grow better in future Question 7: Besides of fixed salary, what will you prefer as additional benefits? Category %age A.V. Performance based bonus 1 5 Company Shares 4 18 Retirement benefits 9 41 Fixed increments every year 7 31 Annual Leave/encashment Gratuity 5 22 Free medical / health insurance RESEARCH ANALYSIS After conducting this research, the following results were analyzed and interpreted. With the knowledge of the organizational environment to watch and identify aspects of employee's behavior, no matter, routine, habit or contrary involvement, commitment, passion with which they discharge their duties at work. As presented in the previous section the respondents, 41.3%, respectively, expressed their total dissatisfaction with the work they perform. In contrast, only 4.34% are satisfied with the work that they have today. Between these two extreme values, the percentages are quite small, resulting from this that most of the respondents are either dissatisfied totally or fully satisfied. There is a so-called middle way. Things are pretty clear. Subjects satisfied with their work are usually those who occupy leadership positions, while the executive staff believes that they are getting paid too little as compared to the work. Further, detailed analysis was the main variables considered going deeper into the problem in order to find out the causes leading to lower motivation of human resources in selected organizations. Approximately 13.7% of respondents considered their jobs as very stressful, and 32.6% believe that their work is more or less stressful (32.6%). After they are those who have appreciated 2.6% proportion of their work is not stressful at all, a very small percentage, which makes us think the multiple responsibilities they have and the pressure and speed with which they have to carry out all actionsthey have taken on that day. 5

8 Answers to other questions varied greatly. As you can see, the main complaint is about the fact that management is a valuable organization to encourage them a little initiative (89% of all employees have this 6

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