“MOTIVATION”

[STRATEGIES TO MOTIVATE EMPLOYEES

AT OMAN TEXTILE MILL]

DECLARATION

I declare that the project entitled “MOTIVATION – Strategies used to motivate employees at a Weaving

company in Oman” conducted on Oman Textile Mills Co Ltd. Is a record of independent research work carried out by me during the academic year 2009-2010 under the able guidance of __________________________________________.

I also declare that this project is the result of my effort and this project has not been submitted earlier in part or whole for the award of any other degree / diploma of any university. All the details provided in the report hold true to the best of my knowledge.

Place: Muscat, Sultanate of Oman

Date: ______________ 2010

Name (in Full)College / University

ACKNOWLEDGEMENTS

It is with immense pleasure that I would like to express my

indebted gratitude to our guide _____________________ who

guided me a lot and encouraged me for this project and

have rendered all the support, motivation and guidance and

orient my studies in the right direction.

My special thanks to all my friends who have provided their

assistance and valuable suggestions from time to time.

Their constant support and inspiration had been a driving

force for the completion of this study.

TABLE OF CONTENT

S.NO

DESCRIPTION PAGE NO.

1 TOPIC 1

2 DECLARATION 2

3 ACKNOWLEDGEMENT 3

4 TABLE OF CONTENT 4

5 EXECUTIVE SUMMARY 5

6 OBJECTIVE 6

7 METHODOLOGY 7

8 INTRODUCTION TO INDUSTRY 8

9 INTRODUCTION TO MOTIVATION 12

10 RESEARCH METHODOLOGY 27

11 RESEARCH PROCESS 28

12 LIMITATION OF THE PROJECT 38

13 ANALYSIS AND FINDINGS OF RESEARCH 39

14 CONCLUSION 45

15 BIBLIOGRAPHY 46

16 ANNEXURE (QUESTIONNAIRE) 47

EXECUTIVE SUMMARY

INTRODUCTION:-

Motivation is one of the most important factors affecting human

behavior & performance. Motivation refers to the way in which

urges, drives, desires, aspirations, strivings, or needs direct, control

or explain the behavior of human beings. The weaving units owner

are also motivating employee to engage in work behavior by

ensuring that a channel to satisfy the motive becomes available &

accessible to the individual.

Motivation is essential to be successful in any endeavor you

undertake. It can be positive or negative, subtle or obvious, tangible

or intangible. It is very important in workplaces as it plays a key role

in the effective performance of employees. In industry, managers

play a significant role in employee motivation. They use different

motivation techniques to improve productivity, thereby promoting

cooperation between employees and employers.

Weaving units’ owner uses different motivation strategies. Financial

motivation, provide bonus, insurance, free medical service etc.

comparing non-financial motivation strategic like delegation of

authority & responsibility, participation, recognition & power etc.

Some other extrinsic motivation strategic applied are to Increase in

wages, health insurance, rest period, shift working hours etc.

OBJECTIVE

To study & to understand which strategy to be followed by

the weaving unit owner to effectively apply in motivating

the employees.

METHODOLOGY

I have collected data from Oman Textile Mill Co. LLC its weaving unit

and meeting their concerned authorities to get their inputs on the

procedures and strategies they follow to keep their employees

motivated

INTRODUCTION OF INDUSTRY

INTRODUCTION OF WEAVING;-

Oman was once as isolated and (undeveloped in a Middle East

context as Tibet in Southeast Asia. Camels and donkeys still

provided much of the transport in the interior, hospitals, roads and

schools were virtually nonexistent, visitors were rare and life in the

ordinary Omani village had changed little in generations.

With the discovery of petroleum, of course, change was inevitable,

and in cities and towns is instantly visible: spanking new roads,

schools, clinics and hospitals. But in hundreds of villages the impact

is far more subtle and less easily discerned. It is, however, equally

profound.

Every household in the villages earn some income from agriculture

and herding. Dates and limes are the principal crops, with some

vegetables - onions, radishes, garlic, cucumbers, cantaloupes,

watermelons and tomatoes - grown in the shade of the date palms.

Of all this produce, only limes and dates are exported for sale in

local markets, and when water is scarce or yields poor, the villagers

are compelled to consume even these themselves.

Like agriculture, herding too is largely dependent on fluctuating

seasonal conditions, the well-being of livestock subject to bad

weather, insufficient forage or disease, any of which could suddenly

decimate herds.

Until recently, another source of income for the villagers was

weaving - especially Omani rugs woven in patterns of either brown

and white, from natural wool, or red and black, the red thread dyed

with madder, a rich coloring from India.

The villagers obtained the wool for weaving by shearing sheep and

goats and then spinning it into yarn - a slow process done by the

shepherds, women and older children whenever they had spare

time. Each ball of yarn, called a kubba, took about four days to

complete, and nine balls of yarn were needed for a complete rug.

Making the rug itself was an exclusively masculine activity and was

done on a simple, two-beam wooden loom which could be set up on

the ground and easily carried from place to place. Relatives passed

on the craft to each other, and households that engaged in rug-

making used to make 10 to 15 rugs annually. But now, as young

men begin to leave the village to seek education, join the army or

work in the cities, traditional village crafts, such as weaving, are

dying out.

A BRIEF HISTORY OF WEAVING:-

Weaving is the systematic interlacing of two or more sets of

elements usually, but not necessarily, at right angles, to form a

coherent structure. No one knows when or where the weaving

process actually began, but as far back as there are relics of

civilized life, it is thought that weaving was a part of developing

civilizations. Because of the perishable nature of textile goods,

information found about the beginning stages of weaving is sketchy,

and tracing the development of textiles is a difficult task and a

tremendous challenge. Due to nature's hazards of erosion, climatic

conditions, insects, and fire, few examples of early woven fabrics

survived. Therefore, much of what is written about primitive

weaving is based on speculation. There are, however, certain

circumstances under which remnants of fabrics have survived: arid

regions, bog lands, sealed tombs, and extremely cold areas.

Because of these artifacts, we are fortunate to have some examples

of early textiles and weaving tools.

The everyday needs of our prehistoric ancestors probably led them

to create objects using fiber as a medium. It is thought that ancient

humans instinctively used weaving as an aid in their quest for basic

needs of food, shelter, and clothing. It is not unlikely that people

might have realized the possibilities of the woven structure after

observing spider webs, birds' nests, or the construction of a beaver's

dam. These findings probably led to the interlacing of twigs or vines,

and resulted in netting which surely assisted humans in catching

fish and trapping game. In addition, by using twining or braiding

techniques, it is likely that primitive people learned to make mats to

cover floors of huts, which helped insulate against dampness or

cold. Eventually, people used weaving skills to make exterior

coverings for shelters, so they would be somewhat protected from

harsh weather and/or from predators.

Archeologists believe that basket making and weaving were

probably the first "crafts" developed by humans. Once primitive

people learned ways of creating a woven structure, the possibilities

were endless: netting, coverings for huts, containers for goods,

carriers for the young, rugs, blankets, hammocks, pouches, body

coverings. Along with our ancestors' ongoing quest for survival,

there is evidence of an unconstrained desire by humans to

embellish the objects created. The use of natural dyes on reeds or

the combination of varying sizes and colors of weaving elements to

create patterns, was likely an an attempt to express individualism

and an aesthetic sensibility. Human beings naturally have a strong

compulsion to be creative, and our records show that this trait was

prevalent in our ancestors' lives thousands of years ago.

Research indicates that cultures on every continent devised crude

looms and methods of making webs, and further study tells that us

there was great similarity in the looms constructed and in the

weavings produced.

INTRODUCTION OF MOTIVATION

Motivation can be defined in a number of ways. Generally, it is

defined as a driving force that initiates and directs behavior. In

other words, motivation is a kind of internal energy which drives a

person to do something in order to achieve something. It is a

temporal or dynamic state within a person which is not concerned

with his/her personality. There are different types of motivation such

as achievement motivation, affiliation motivation, competence

motivation, power motivation, and attitude motivation.

Motivation is based on three specific aspects such as the arousal of

behavior, the direction of behavior, and persistence of behavior.

Arousal of behavior involves what activates human behavior and

direction of behavior is concerned with what directs behavior

towards a specific goal. Persistence of behavior is concerned with

how the behavior is sustained.

Motivation is essential to be successful in any endeavor you

undertake. It can be positive or negative, subtle or obvious, tangible

or intangible. It is very important in workplaces as it plays a key role

in the effective performance of employees. In industry, managers

play a significant role in employee motivation. They use different

motivation techniques to improve productivity, thereby promoting

cooperation between employees and employers.

MEANING OF MOTIVATION:-

The term motivation has been derived from the word motive. Motive

is anything that initiates or sustains (continue) activity. It is an

inner state that energizes activates or moves & that directs or

channels behavior towards goals. Motive is a psychological force

within an individual that sets him in motion. Motivation is a general

inspirational process which gets the members of the team to pull

their weights effectively, to give loyalty to the group, to carry out

properly the task that they have accepted & generally to play an

effective part, in the job that the group has undertaken.

Motivation is the process of giving direction a person’s inner drives

& actions towards certain goals & committing his energies to

achieve these goals. It involves a chain reaction starting with felt

needs, resulting in motivates which give rise to tension which

causes action towards goals. It is the process of stimulating people

to strive willingly towards the achievement of organizational goals.

DEFINITION OF MOTIVATION:-

Buchanan defines motivation as follows:

"Motivation is a decision-making process, through which the

individual chooses the desired outcomes and sets in motion the

behaviour appropriate to them".

“Motivation refers to the way in which urges, drives, desires,

aspirations, strivings, or needs direct, control or explain the

behavior of human beings.”

THEORIES OF MOTIVATION:-

1)ABRAHAM MASLOW’S “NEED HIERARCHY

THEORY” :

As per his theory these needs are:

PHYSIOLOGICAL NEEDS:-

These are important needs for sustaining the human life. Food,

water, warmth, shelter, sleep, medicine and education are the basic

physiological needs which fall in the primary list of need

satisfaction. Maslow was of an opinion that until these needs were

satisfied to a degree to maintain life, no other motivating factors

can work.

SECURITY OR SAFETY NEEDS:-

These are the needs to be free of physical danger and of the fear of

losing a job, property, food or shelter. It also includes protection

against any emotional harm.

SOCIAL NEEDS:-

Since people are social beings, they need to belong and be accepted

by others. People try to satisfy their need for affection, acceptance

and friendship.

ESTEEM NEEDS:-

According to Maslow, once people begin to satisfy their need to

belong, they tend to want to be held in esteem both by themselves

and by others. This kind of need produces such satisfaction as

power, prestige status and self-confidence. It includes both internal

esteem factors like self-respect, autonomy and achievements and

external esteem factors such as states, recognition and attention.

NEED FOR SELF-ACTUALIZATION:-

Maslow regards this as the highest need in his hierarchy. It is the

drive to become what one is capable of becoming; it includes

growth, achieving one’s potential and self-fulfillment. It is to

maximize one’s potential and to accomplish something.

2)“THEORY X AND THEORY Y” OF DOUGLAS

MCGREGOR:-

The first is basically negative, which falls under the category X and

the other is basically positive, which falls under the category Y. After

viewing the way in which the manager dealt with employees,

McGregor concluded that a manager’s view of the nature of human

beings is based on a certain grouping of assumptions and that he or

she tends to mold his or her behavior towards subordinates

according to these assumptions.

UNDER THE ASSUMPTIONS OF THEORY X:-

Employees inherently do not like work and whenever

possible, will attempt to avoid it.

Because employees dislike work, they have to be forced,

coerced or threatened with punishment to achieve

goals.

Employees avoid responsibilities and do not work fill

formal directions are issued.

Most workers place a greater importance on security

over all other factors and display little ambition.

IN CONTRAST UNDER THE ASSUMPTIONS OF

THEORY Y:-

Physical and mental effort at work is as natural as rest

or play.

People do exercise self-control and self-direction and if

they are committed to those goals.

Average human beings are willing to take responsibility

and exercise imagination, ingenuity and creativity in

solving the problems of the organization.

That the way the things are organized, the average

human being’s brainpower is only partly used.

On analysis of the assumptions it can be detected that theory X

assumes that lower-order needs dominate individuals and theory Y

assumes that higher-order needs dominate individuals. An

organization that is run on Theory X lines tends to be authoritarian

in nature, the word “authoritarian” suggests such ideas as the

“power to enforce obedience” and the “right to command.” In

contrast Theory Y organizations can be described as “participative”,

where the aims of the organization and of the individuals in it are

integrated; individuals can achieve their own goals best by directing

their efforts towards the success of the organization.

However, this theory has been criticized widely for generalization of

work and human behavior

3)MCCLELLAND’S THEORY OF NEEDS :-

David McClelland has developed a theory on three types of

motivating needs:

a. Need for Power

b. Need for Affiliation

c. Need for Achievement

A)NEED FOR POWER:-

Basically people for high need for power are inclined towards

influence and control. They like to be at the center and are good

orators. They are demanding in nature, forceful in manners and

ambitious in life. They can be motivated to perform if they are given

key positions or power position.

B) NEED FOR AFFILIATION:-

In the second category are the people who are social in nature. They

try to affiliate themselves with individuals and groups. They are

driven by love and faith. They like to build a friendly environment

around themselves. Social recognition and affiliation with others

provides them motivation.

C) NEED FOR ACHIEVEMENT:-

People in the third area are driven by the challenge of success and

the fear of failure. Their need for achievement is moderate and they

set for themselves moderately difficult tasks. They are analytical in

nature and take calculated risks. Such people are motivated to

perform when they see at least some chances of success.

McClelland observed that with the advancement in hierarchy the

need for power and achievement increased rather than Affiliation.

He also observed that people who were at the top, later ceased to

be motivated by this drives.

IMPORTANCE OF MOTIVATION

Motivation is important in management to account of the following

reasons:

I. HIGHER EFFICIENCY:-

A good motivational system, releases the immense latent talents

pad abilities of employees. It converts ability to work into will work.

Motivated employees make higher contribution, towards the

realization of organization goals. On the other hand, poorly

motivated people can nullify the soundest organization. Motivation

is an effective instrument in the hands of management for

maximizing the efficiency & effectiveness of an organization & for

securing the optimum utilization of resources. It determines the

level of employee performance.

II. LOW ABSENTEEISM & TURNOVER:-

Motivation leads to job satisfaction & high morale due to which

labour unrest; labour absenteeism & turnover are reduced.

Motivated employees have higher commitment & loyalty to the

organization. They stay longer & are more punctual. All these

factors ensure stability in the work force. Thus, a team of motivated

employees is the most valuable asset of an organization. Motivation

also promotes self- discipline.

III. FACILITIES CHANGE:-

Effective motivation helps to overcome resistance to change &

negative attitudes on the part of employees. Motivated employees

are receptive to new developments. They learn better & they

themselves suggest appropriate changes. Motivation sets, the tone

of organization. The problem of motivation is the key to

management in action.

IV. HUMAN RELATIONS:-

A high level of motivation, results in harmonious relations between

employer & the employees. Sound industrial relation ensures

industrial harmony & peace. Employee morale & discipline are like

to be high. Motivation improves acceptance & compliance of orders

& instructions.

V. CORPORATE IMAGE:-

A company that provides adequate opportunities its employees for

the satisfaction of physical & psychological needs has a better

image in the public people prefers to join & work in such an

enterprise. This helps in recruiting qualified personnel & simplifies

the staffing function.

ROLE OF MOTIVATION

Motivated employees are needed in our rapidly changing

workplaces. Motivated employees help organizations survive.

Motivated employees are more productive. To be effective,

managers need to understand what motivates employees within the

context of the roles they perform. Of all the functions a manager

performs, motivating employees is arguably the most complex. This

is due, in part, to the fact that what motivates employee’s changes

constantly

PURPOSE OF MOTIVATION

The purpose of this study was to describe the importance of certain

factors in motivating employees specifically, the study sought to

describe the ranked Importance of the following ten motivating

factors:

(a) Job security

(b) Sympathetic help with personal problems,

(c) Personal loyalty to employees,

(d) Interesting work,

(e) Good working conditions,

(f) Tactful discipline,

(g) Good wages,

(h) Promotions and growth in the organization,

(i) Feeling of being in on things, and

(j) Full appreciation of work done.

TYPES OF MOTIVATION

1)ACHIEVEMENT MOTIVATION:-

It is the drive to pursue and attain goals. An individual with

achievement motivation wishes to achieve objectives and advance

up on the ladder of success. Here, accomplishment is important for

its own shake and not for the rewards that accompany it. It is similar

to ‘Kaizen’ approach of Japanese Management.

2)AFFILIATION MOTIVATION :-

It is a drive to relate to people on a social basis. Persons with

affiliation motivation perform work better when they are

complimented for their favorable attitudes and co-operation.

3)COMPETENCE MOTIVATION:-

It is the drive to be good at something, allowing the individual to

perform high quality work. Competence motivated people seek job

mastery, take pride in developing and using their problem-solving

skills and strive to be creative when confronted with obstacles. They

learn from their experience.

4)POWER MOTIVATION :-

It is the drive to influence people and change situations. Power

motivated people wish to create an impact on their organization and

are willing to take risks to do so.

5)ATTITUDE MOTIVATION:-

Attitude motivation is how people think and feel. It is their self

confidence, their belief in them, their attitude to life. It is how they

feel about the future and how they react to the past.

6)INCENTIVE MOTIVATION:-

It is where a person or a team reaps a reward from an activity. It is

“You do this and you get that”, attitude. It is the types of awards

and prizes that drive people to work a little harder.

7)FEAR MOTIVATION:-

Fear motivation coercions a person to act against will. It is

instantaneous and gets the job done quickly. It is helpful in the short

run.

BASIC PRINCIPLES TO MOTIVATION

1. MOTIVATING EMPLOYEES STARTS WITH

MOTIVATING YOUR-SELF:-

It’s amazing, how, if you hate your job, it seems like everyone else

does, too. If you are very stressed out, it seems like everyone else

is, too. Enthusiasm is contagious. If you're enthusiastic about your

job, it's much easier for others to be, too. Also, if you're doing a

good job of taking care of yourself and your own job, you'll have

much clearer perspective on how others are doing in theirs.

2. ALWAYS WORK TO ALIGN GOALS OF THE

ORGANIZATION WITH GOALS OF EMPLOYEES:-

As mentioned above, employees can be all fired up about their work

and be working very hard. However, if the results of their work don't

contribute to the goals of the organization, then the organization is

not any better off than if the employees were sitting on their hands

-- maybe worse off! Therefore, it's critical that managers and

supervisors know what they want from their employees. These

preferences should be worded in terms of goals for the organization.

Identifying the goals for the organization is usually done during

strategic planning.

3. KEY TO SUPPORTING THE MOTIVATION OF

YOUR EMPLOYEES IS UNDERSTANDING WHAT

MOTIVATES EACH OF THEM;-

Each person is motivated by different things. Whatever steps you

take to support the motivation of your employees, they should first

include finding out what it is that really motivates each of your

employees. You can find this out by asking them, listening to them

and observing them.

4. RECOGNIZE THAT SUPPORTING EMPLOYEE

MOTIVATION IS A PROCESS, NOT A TASK :-

Organizations change all the time, as do people. Indeed, it is an

ongoing process to sustain an environment where each employee

can strongly motivate themselves. If you look at sustaining

employee motivation as an ongoing process, then you'll be much

more fulfilled and motivated yourself.

5. SUPPORT EMPLOYEE MOTIVATION BY USING

ORGANIZATIONAL SYSTEMS :-

Don’t just count on cultivating strong interpersonal relationships

with employees to help motivate them. The nature of these

relationships can change greatly, for example, during times of

stress. Instead, use reliable and comprehensive systems in the

workplace to help motivate employees

MOTIVATIONAL FACTORS

People are motivated by different things. Here is a list of some

prominent factors:

Recognition

New challenges

Opportunities to meet new people

A chance to learn and develop new skills

Autonomy, being given extra responsibility

Clear goals; a chance to achieve tangible outcomes

Feeling involved

Status – a new title or privileges

Inspirational appeals, emotionally expressed vision

IMPROVING EMPLOYEE MOTIVATION

Here are 6 useful pointers on getting your employees enthused,

productive, and ready to give their all:

BUILD A FOUNDATION :-

It’s important to build a solid foundation for your employees so they

feel invested in the company. Tell them about the history of the

business and your vision for the future. Ask them about their

expectations and career goals, as well as how you can help them

feel part of the team. When any new employee starts, make sure he

or she receives a thorough welcome orientation.

CREATE A POSITIVE ENVIRONMENT:-

Promote an office atmosphere that makes all employees feel

worthwhile and important. Don’t play favorites with your staff. Keep

office doors open and let folks know they can always approach you

with questions or concerns. A happy office is a productive office.

PUT PEOPLE ON THE RIGHT PATH:-

Most employees are looking for advancement opportunities within

their own company. Work with each of them to develop a career

growth plan that takes into consideration both their current skills

and future goals. If employees become excited about what’s down

the road, they will become more engaged in their present work.

EDUCATE THE MASSES:-

Help employees improve their professional skills by providing on-

the-job training or in-house career development. Allow them to

attend workshops and seminars related to the industry. Encourage

them to attend adult education classes paid for by the company.

ACKNOWLEDGE CONTRIBUTIONS :-

You can make a huge difference in employee morale simply by

taking the time to recognize each employee’s contributions and

accomplishments, large or small. Be generous with praise.

PROVIDE INCENTIVES:-

Offer people incentives to perform well, either with something small

like a gift certificate or something more substantial such as a

performance-based bonus or salary increase. Give out “Employee of

the Month” awards. Such tokens of appreciation will go far in

motivating employees

RESEARCH METHODOLOGY

The research involves the number of interrelated activities which

overlaps and do not rigidly follow in particular sequence. On the

research the focus is not concentrated exclusively on one single

activity or operation at any one particular given point of time. Same

is the case, with the research conducted by me from the study of

motivation strategies used by weaving unit owner to

motivate their employees.

DEFINITION OF RESEARCH

“Research is the process of collection, analysis and presentation of

the certain data relevant to the subject of research. “

“The process of systematically obtaining accurate answer to

significant & pertinent questions by the use of scientific method of

gathering & interpreting information.”

RESEARCH PROCESS

Formulating of research problem

creating of research design

Selection of sources of data

Data collection techniques

Sampling decisions

Filed work to collect data

Editing, classification & tabulation

of

data

Analysis of data

Preparation of research reports

1)FORMULATING OF RESEARCH PROBLEM:-

The task of formulating or defining a research problem is the step of

greatest importance in the entire research process. The problem to

be investigated must be defined clearly and specifically so that the

researcher can differentiate the relevant data from the unimportant

data. Statement of problem determines the data to be collected, the

characteristics of the data which are relevant relations between the

variables that are to be determined, the choice of technique to be

used in these explorations and the final of the report. The

researcher has to remember that a problem well defined is a

problem half-solved. A complete problem definition must specify

each of the following:

UNITS OF ANALYSIS:-

I have studied the weaving unit’s pattern in motivating their workers

in Oman Textile Mills Co. LLC.

TIME AND SPACE BOUNDARIES:-

This explains the time and place of reference to be considered by

the researcher. E.g. study of weaving unit’s pattern and strategy to

motivate workers in OTMC LLC (Oman Textile Mill Co. LLC).

CHARACTERISTICS OF INTEREST :-

This identifies the focus of problem. E.g. rate of absenteeism,

production loss, family security, job security, interpersonal

relationship etc.

ENVIRONMENTAL CONDITIONS:-

This indicates the uniqueness and generality of the problem. The

problem definition must specify the environment for which the

weaving unit wants research results. It should also indicate the

possible changes in the environment, so that results in highly

motivated workers.

2)FORMULATING OF RESEARCH DESIGN:-

A research design gives the methods and procedures for conducting

a particular study. The function of research design is to provide for

the collection of relevant information (evidence), with minimum

efforts, time and money. Broadly speaking, the research design can

be grouped into three categories:

EXPLORATORY RESEARCH DESIGN:-

Exploratory research focuses on discovery of ideas and is generally

based on secondary data. It is preliminary investigation with a

flexible approach. This is because a researcher may have to change

his focus as a result of new ideas and relationship among the

variables.

DESCRIPTIVE RESEARCH DESIGN:-

Descriptive research is undertaken when the researcher has to get

accurate description of a situation or relation between variables.

This design tends to minimize bias and maximize the reliability of

the data collected and analyzed. These are well structured

CAUSAL RESEARCH DESIGN:-

It is undertaken when a researcher wants to find out the cause-

effect relationship between two or more variables. It is based on

logical grounds. The main criterion of a good research design is that

it must enjoy or solve the research problem.

3)SELECTION OF SOURCE OF DATA:-

After selection of research design, next step is to determine sources

of data. There are two types of data sources:

Primary data and

Secondary data

PRIMARY DATA:-

I only preferred primary source of data. There are three basic

methods of research:

PERSONAL SURVEY

MAIL SURVEY

TELEPHONIC SURVEY

1)SURVEY :-

The survey is the most common method of gathering information in

the social sciences. It can be a face-to-face interview, telephone, or

mail survey.

Primary data collection method

Survey methodsObservation

methodsExperiments

In primary method, I used only Personal survey method.

A personal interview is one of the best methods obtaining

personal, detailed, or in-depth information. It usually involves a

lengthy questionnaire that the interviewer fills out while asking

questions. It allows for extensive probing by the interviewer and

gives respondents the ability to elaborate their answers.

A Telephone interviews are similar to face-to-Face interviews.

They are more efficient in terms of time and cost, however, they are

limited in the amount of in-depth probing that can be accomplished,

and the amount of time that can be allocated to the interview.

A mail survey is generally the most cost effective interview

method. The researcher can obtain opinions, but trying to

meaningfully probe opinions is very difficult.

SECONDARY DATA :-

Secondary data is data which has been collected by individuals or

agencies for purposes other than those of our particular research

study. Secondary data is information gathered for purposes other

than the completion of a research project. A variety of secondary

information sources is available to the researcher gathering data on

an industry, potential topic related information. Secondary data is

also used to gain initial insight into the research problem.

I have used internet & different books on motivation for secondary

data.

4)DECISION ON DATA COLLECTION TECHNIQUE:-

A researcher should keep in mind the following factors while

deciding on the data collection methods. Nature, scope and

objectives of research, availability of funds and time and the

precision needed. In primary data there are broadly two methods

available and they are:

A)OBSERVATION METHOD:-

This method suggests that data are collected through one’s

observation. If the researcher is a keen observer, with integrity he

would be in a position to observe and record data faithfully and

accurately. While the observational method may be suitable in case

of some studies, several things of interest such as attitudes,

opinions, motivations and other intangible states of mind cannot be

observed. Another aspect of this method is that it is non-reactive as

data are collected unobtrusively without the direct participation of

the respondent. This is a major advantage as the behaviour can be

recorded without relying on reports from the respondents.

B) SURVEY METHOD:-

Survey can be personal, telephonic and mail. The most commonly

used methods are personal and mail survey. The researcher has to

choose the kind of survey to be used for data collection. Telephonic

survey is suitable when very limited and specific information is

needed. Surveys based on personal interview are suitable when

detailed information is to be collected. Sometimes combinations of

two or more methods can also be used. Normally in survey method,

structured questionnaire are prepared in advance to get the

necessary information from the respondents. Whether it is personal

or mail survey, a suitable questionnaire has to be designed and the

questionnaire is pre-tested for its validity.

There are various ways to collect data like observation forms,

questionnaire and experience journals. But I used only questionnaire

way to collect data. When I prepared a questionnaire, following

decision is to be taken:

NUMBER OF QUESTIONS :-

I have prepared 7 questions in questionnaire for related topic.

TYPES OF QUESTIONS :-

I prepared questionnaire for two types of questions:

1. dichotomous questions

2. multiple option – single choice questions

1. DICHOTOMOUS QUESTIONS :-

Asking for answer like YES/NO e.g. ‘is there any goal given to your workers?’ YES/NO.

2. MULTIPLE OPTIONS – SINGLE CHOICE QUESTIONS :-

Asking for question for multiple options but single

choice answer.

SEQUENCE OF QUESTIONS :-

1. Keep those questions at the beginning which

specify the survey topic & purpose.

2. Keep sensitive question at end.

WORDING OF QUESTION:-

1. Use simple words.

2. Define issue in detail.

3. Use unambiguous words.

4. Use words in proper context.

5) DETERMINING SAMPLING DESIGN AND SAMPLE

SIZE:-

Another aspect which forms a part of research process is sampling

plan which includes decision regarding following:

Whether to conduct sample survey

If it is a sample survey, then a choice is to be made between

probability sampling and non-probability sampling.

To determine sample size, under the force of described time

limits I was bound to conduct a sample survey. The sampling

design chosen was non-probability convenient sampling. As

regards sample size is determined on basis of ad hoc

approach keeping in consideration the cost and time

restraints.

6) FIELD WORK TO DATA COLLECT:-

In this stage, I was personally connected to respondents during their

free time. I went to the weaving unit for sample survey. Having

prepared the questionnaire and selected the sample design and

sample size, the next step is to organize and conduct field survey.

Interviewing and the supervision of fieldwork are the two steps of

conducting survey. The task of interviewing seems to be simple but

in reality it is one of the most difficult tasks in research because

respondent are generally hesitant in giving information. Supervision

of fieldwork is also important to ensure proper and in time

completion of survey.

7) ANALYSIS OF DATA:-

After the completion of field survey and receiving questionnaire, the

next task is to aggregate the data in a meaningful manner. The

number of tables is prepared to bring out the main characteristics of

the data. In order to derive meaningful results from the statistical

tables, the researcher may use the following steps.

To calculate relevant measures of central tendency,

highlighting the major aspect of data.

To cross tabulate the data to ascertain some useful

relationships.

To calculate the percentage & draw the diagram for relevant

information.

8) PREPARING THE REPORT:-

Once the data have been tabulated, interpreter has to prepare a

report including the findings of his research study and his

recommendations. The report should have objectivity, clarity in

presentation of ideas, use of charts and diagrams, etc. the layout of

report should be as follows:

THE PRELIMINARY PAGES: -

This includes title and dates, acknowledgement and foreword.

The Main Text:-

This should have introduction, summary of findings, main report

body and conclusion.

The End Matter :-

This includes appendixes, bibliography and index.

LIMITATION OF THE PROJECT

We have not enough time to do proper survey.

Owner’s inattention with the surveyor because of lack of

time.

No proper response from the respondents less awareness

about topic.

ANALYSIS AND FINDINGS OF RESEARCH

(1) On what basis do you select the workers?

Experience basis Knowledge basis Other references

71.33 % 18.67 % 10 %

o So from the above diagram we can see that most of the

selections of the workers are done on the basis of their

experience 71.33% and

o Least on the basis of other person’s reference i.e. just 10 %.

o 18.67 workers are select on experience basis.

(2) Is there any goal given to your workers?

Yes No

100 % 0 %

Selection

71.33%

18.67%

10%

Experience basis

Knowledge basis

Other references

o Goal pattern for weaving unit varies from unit to unit. Set

guidelines are intimated to the workers. So, workers can be

clear about what they have to do and produce.

o Eg of a goal - increasing productivity, less wastage of raw-

material & better quality etc.

(3) Which out of following objectives do you want workers to fulfill?

Increase

productivity

Better quality Less wastage of

R.M

42 % 28 % 30 %

goal

100%

0%

Yes

No

various goals

42%

28%

30%Increase productivity

Better quality

Less wastage of R.M

o 42% gaining higher productivity.

o 28% in quality products.

o 30% stress on less wastage of raw material. By saving

raw material the cost of production can be reduced and

it becomes the profit of the owner.

(4) Which steps you will take to reduce absenteeism among your workers?

Incentive Threat None

58.67 % 28 % 13.33 %

Reduce abseteeism

59%28%

13%

IncentiveThreatNone

o 59 % in motivating workers by giving them incentives.

o 28% threat theories to motivate workers that could

affect adversely to the workers.

o 13% believe overtime bonus, insurance facilities etc.

(5) Which advantage you have got by building good

relations with your workers?

Reduce

absenteeis

m

Reduce

turnover

Better

discipline

All above None of

above

20 % 12 % 13.33 % 33.33 % 21.34 %

Good relatioship

20%

12%

13%34%

21%Reduceabsenteeism

Reduce turnover

Better discipline

All above

None of above

o 33.33% believe that all points are important for good

relationship with employees.

o 20% believe on reduce absenteeism.

o Owner feels giving incentives to their workers and creates

good relations with them and will give them profits. At the

same time they see reduced absenteeism, and better

discipline at the work place.

o Financial motivation, delegation of responsibility, health

wages etc. to build good relationship.

(6) Which types of financial motivation you give to

your workers?

Vacation pay Health wages Bonus Other

82 % 18 % 0 % 0 %

o 82% vacation pay benefits, i.e. equavallent to an overtime.

The number of production hours spent to be paid.

o 18% on providing paid health wages.

TYPE OF FINANCIAL MOTIVATION

82%

18%

0%

0%

Vacation pay

Health wages

Bonus

Other

(7) Which positive motivation do you give to your workers?

Delegation of

authority

Responsibility Participation in

decision

42.67 % 25.33 % 32 %

o 42.67% authorities to the most senior worker in the unit.

o 32% on decision making procedures.

o 25.33% emphasis is given on the responsibility of the worker.

CONCLUSION

Various motivations

42.67%

25.33%

32%Delegation of authority

Responsibility

Participation in decision

From my research I come at the conclusion that mostly

adopted technique is the financial motivation strategy to

motivate the workers.

The main objective of the weavers is to increase productivity,

Better quality product and maintain good relations with

Workers.

SUGGESTION

My suggestions to the weavers that, they can give job securities,

better working conditions, social status, family security etc to

motivate and maintain workers in the firm for the long time

BIBLIOGRAPHY

REFERECE BOOKS:-

1. Principles of management

Hill and McShane

2. Principles of management

T.Ramasamy

WEBSITES:-

1. works.com/Theories-of-Motivation.html

2. http://en.wikipedia.org/wiki/Weaving

3. Works.com/motivation.html

ANNEXURE- QUESTIONNAIRE -

Respected sir,

I am studying at ___________ COLLEGE , MUSCAT. Conducting as

survey on “Motivation strategies used by weaving unit owner to

motivate employees.” I would be grateful, if you could answer the

questionnaire below. The views conveyed by you will be used for

academic purpose only. Answer for personal queries will be kept

confidential. I thank you for sparing valuable time & for co-operation

in this endeavor. Thank you.

Your faithfully

Name (in Full).

____________________________________________________

(1) On what basis do you select the workers?

Experience basis

Knowledge basis

Other reference

(2) Is there any goal given to your workers?

Yes

No

(3) Which out of following objectives do you want work to

fulfill?

Increase productivity

Better quality

Less wastage of raw-material

(4) Which steps you will take to reduce absenteeism among

your workers?

Incentive

Threat

None

(5) Which advantage you have got by building good relations

with your workers?

Reduced absenteeism reduced turnover

Better discipline all of the above

None of the above

(6) Which type of financial motivation you give to your

workers?

Vacation pay health wages

Bonus others

(7) Which positive motivation do you give to your workers?

Delegation of authority responsibility

Participation in decision making process

(8) Who supervise the activities of workers?

Owner

Supervisor