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MOTIVATION

Motivation is a process or a tool which the organizations use to energize the efforts of employee, direct them & sustain them towards attaining the goals of the organization .

Motivation is concerned with improvement in one’s performance by changing the behaviour of the individual toward his/her job.

Need of Motivation:- the definition of Motivation itself explains the need of motivation. Each & every organization use this process to increase the output, performance. Organizations want to have the maximum of their resources. So they motivate employees to do the best.

Challenges in Motivation process:- with the changing structures & cultures of the organization, the changes has been occurred in the Human resources of the organizations. Thus Motivation process has become more challenging for a manager. Some issues create challenges for a manager, like:-

Employees from different cultures Unique employee groups Diverse workforce Professional workers

How to motivate Employees:-

Rise competitions among employees Provide trainings Communication Provide Job involvement Awards & rewards Providing importance to employees Feedback from employees Recognize the Talent of employees Provide Increments & bonuses Provide Extra facilities

Using all these approaches, companies try to have the best of its employees. The performance of the company is based on the performance of its employees. Thus, by motivating employees companies can improve their performance.

Tata Industries & Videocon are to big giants in the Indian Industries. Here we will discuss the approaches adopted by these two organizations.

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MOTIVATION AT TATA INDUSTRIES

A Tata Industries is known for its employee relationship. Tata has a more efficient corporate culture in the organization. Under these circumstances, Motivation of its employees becomes more important for Tata. Tata has taken so many steps regarding employee Motivation. Various programmes are running in the organization.

Tejaswini Project of Tata is a long term practice of Tata Industries. Tejaswini is the project to motivate female employees specially. Tata runs different programmes under Tejaswini.

Under this project, class 4th female employees, working in Tata offices were bring to the line. These low level workers were motivated to take the training & to rise there life. They were motivated to take the training of operating heavy duty equipments & join as the Operator for Tata.

However, the project is running from 2002, the progress in Tejaswini still going on in 2009. Till date, Tata has trained 23 ordinary girls as a professional heavy duty equipments Operator. Tata provide them professional training of operating & maintenance of these equipments. Thos girls would never have been thought

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to go beyond serving tea & cleaning the offices. Tata has also planned to motivate more female employees to do better for their own life.

Under Tejaswini, Tata motivate its female employees to join technical jobs by training & improve their position in the organization.

Beyond tejaswini, Tata has an Adventure Foundation in Tata Steels. Tata succeed to

have a team of self motivated female employees. Those women had achieved some amazing

successes. Bachendri Pal, the first Indian lady who won The Mount Everest, is from Tata

Steel Adventure Foundation & now she is the Head of the Foundation. The motives to encourage those women for these daring activities are not only achievements, but motivate them to hold the jobs, which are said to be only for men. And Tata really succeed in this motive. These women had handled the job of technicians, maintenance, production & other fields.

Tata is working not only for female employees, but for all over organization. Titan, Tata’s global watch manufacturing company has most of its employees from backward socio-economic regions. So, Titan came with some motivating projects. Company has start rewarding its employees for both industrial as well as social initiatives. Various awards have been awarded to the employees who has done well for the company in any way.

Moreover, in Indian Hotels, Tata orders the officers to go & work with lower levels with lower employees so that they can motivate them in a better way. Thus they provide a platform to the employees to work with their role models. Bernard Martyris, vice president

(HR), Indian Hotels says, “We provide our employees a basket of options for volunteering and our senior executives, too, play an active role.”

In Voltas, Tata has adopted Management By Objectives. Tata has allowed each employee to bring ideas & thoughts in for every aspect. They may bring any idea about management, production or technology. This gives employees a feeling of involvement in

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the management. Each employee, who come with an innovative idea, is must appreciated & implication of his/her idea is given if possible.

Rallis, A Tata company has started a different type of motivation plan, “Rallis

Akansha Centre”. They motivate employees to for education informally in Akansha while working in the organization. The employees comes forward for education voluntarily, and after their education, they are rewarded with promotions etc. Thus, those employees become the source of motivation for other employees. In this way, Tata succeed to get more educated & experienced employees from the organization itself without any mew recruitment & employees get a better job & a better education with any extra input.

MOTIVATION AT VIDEOCON

Videocon is the company with a very good employee base. The company is a preference of the workers to work with. Motivation at Videocon is not a different project or programme, but the environment, organizational structure & modes opperandy of Videocon is a motivation itself.

The career at Videocon is driven by performance of employee, not by the production. Thus both organization & employees always keep on working to increase the performance. The employees are always supported by the management. A noble deed of an employee is always appreciated. The judgement of the employees is based on the values & commitment. This process of evaluation keeps the employees self-motivated.

The second base of motivation is Talent recoganization. Videocon always let the talented employees come forward & show their talent. That is why the Talent base at Videocon is much diversified.

Videocon never keeps its employees working & working only. Their work is always kept fun-filled.

Many limes a month, there are different programmes, where senior executives & employees participate. Thus employees feel themselves nearer to them.

A totally different of Videocon, that the company never forces any training on its employees after basic training on the time of recruitment. Each employee chooses his/her own type & time of training.

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Before, employees find a better training for themselves & then on suitable time, they join the session for training. Thus self imposed training gives them a better exposure & learning. Employees never avoid training sessions as in other organizations.

Rewards awarded at Videocon are unique. They provide not only promotions & increments, but also something more. Employee of the weak, employee of the month is

chosen from each unit & priority is given to that

Particular employee. Thus he becomes a source of motivation for other employees.

Videocon has a commitment towards its employees better & it always do its best for its employees. In Mission & Vision Statement of the company, it has given its commitment. Thus employees have a faith upon Videocon. This faith itself is the Motivation to the employees.