Leadership models Essay Example | Topics and Well Written Essays - 750 words

Leadership models - Essay Example In this regard, the paper will endeavor to identify and analyze different characteristics of change models, and will attempt to discuss its advantages and drawbacks as well. In any organization, commitment plays a significant and decisive role in the success of any change process. However, studies indicated that organizations and business experts were unable to give importance to the notion of commitment that is an imperative component in the process. For such purpose, the identified change model has attempted to provide an illustration of the process of creation of commitment. Specifically, this model has provided three phases that are responsible for the development of commitment, and may have a significant impact on any change process in the organization (Burke, 2007). This model suggests that support is very crucial for any change, and thus, the first phase of ‘Inform’ focuses on the formation of basis for expansion of essential support. In specific, inform phase put efforts by providing awareness to individuals that is necessary for alteration in their behavior, a step that allows positive change in the organization. After some awareness, this model brings individuals and organizations into ‘Educate’ phase that involves recognition of the change and its effect that will create an environment encouraging individual decisions in the organization. Thus, advocates of this model argue that it is very imperative for employers to present a positive and efficient outcome of the change that will facilitate all the stakeholders to take their decision in favor of the change during this phase. After stages of information and education, the model has suggested the last phase of ‘commit’ that begins the implementation of change in the organization. In other words, the first two stages are the preparatory phases and the third one can be termed as executive phase (Burke, 2007). In brief, one of the advantages of this system is

Examining Insurance Policies Part 3 Essay Example | Topics and Well Written Essays - 750 words

Examining Insurance Policies Part 3 - Essay Example Premises medical coverage is intended on paying for minor injuries, which might happen in individual’s airport facility. The coverage helps in avoidance of litigation for minor claims (Diederiks-Verschoor and Butler 247). The coverage would help Mike’s students incase an injury occurs during the training. The limits of the medical coverage range from 1000 to 5000 US dollars individually. Products and completed operations policy offer liability protection for property damage and bodily injury which arises after selling the aviation products or services that the organization offers. The policy only covers when an accident occurs while delivering a product or service by another person (Diederiks-Verschoor and Butler 252). Hangar-keeper liability covers any damage to an aircraft if it is not fully owned or leased to you and while the aircraft is under your care, control and custody, mostly likely when servicing for maintenance, storing or fueling. The cover pays for all damages that a person is legally responsible. Off-Premise’s liability extends from Premises Coverage that includes other necessary or incidental locations to one’s operation. In-Flight Hangar-keepers is an extension of Hangar-keepers liability covering for damage to non-leased or non-owned aircrafts flown by any other pilot (Grothaus 20). Personal injury coverage pays for legal defense any owner of an aircraft sued for damages for injuries that arise from false arrest, imprisonment or detention, slander or libel, malicious prosecution, wrongful entry or invasion to an insured person (Grothaus 25). Fire legal liability covers for legally responsible damages to the buildings leased or rented on the insured airport premises caused by fire. Professional liability covers the protection for bodily injury that arises from an omission or error committed on giving of flight instruction, which may result to an accident at a

Subsidized in the city Essay Example | Topics and Well Written Essays - 750 words

Subsidized in the city - Essay Example Parents have pampered their children beyond imagination, they give their children credit cards which spoils them, they have the liberty to spend money on anything and everything that they like, entering adulthood in the real sense is no walk in the park, it comes with a lot of responsibilities which one must understand and fulfill, earning a substantial amount is extremely important, without that it is very difficult to survive in today’s world. The accommodation has become so expensive; the standard of living has gone up by manifolds and there are several other expenditures which one must take care of to be able to live a happy life. Above all there one should have self-respect, parents will always come to rescue their children but one must start drawing a line, becoming financially independent is extremely important these days, children should not only become financially independent but they should also help and support their parents in any which way plausible. Adults these days are not interested in changing their lifestyle, they are aware of the fact that they cannot refrain from going to posh places, shopping, watching movies so on and so forth, they should change their lifestyle and seek no help from their parents, an adult who is financially dependent has no respect and to earn respect one must refrain from spending excessively, parents who pay for their children after they become adults should completely stop helping them, they should try their best to make their children financially independent and they should also ensure that no money should be spent on their vices, adults have several vices these days, several adults are hooked on to drugs, alcohol and what not, parents must keep a strict check on all these vices which are more than capable of ruining one’s life. â€Å"There is something to be said for writing that rent check each month and knowing you've managed to live comfortably on your own terms. Racking up $500 shopping sprees on Mommy and Daddy's credit card may have its momentary allure, but the adult part of me believes that working for what you have is much more rewarding than being handed it on a silver platter. And I have my own mom and dad to thank for that.† (Subsidized in the City) Overspending is a major concern, adults should completely stop blowing up the hard-earned money of their parents on useless activities, they must keep a check on their spending only then will they become adults in the real sense otherwise they are just a bunch of over aged children who fail to understand what is expected of them. It is also important to understand the feelings of parents’, though they hardly say anything, deep down they know that they are spoiling the future of their children and making them overly dependent which is not good at all. Conclusion There is no counter argument possible on this topic, adults must manage their own expenses, they must also understand that their parents will not be around forever to keep helping them out, they must earn well and spend smartly, spending on useless things is hardly going to help them. It is high time for adults to realize their responsibility, they should be making their parents proud, and instead they are busy spending their hard-earned money. Spending money is perhaps the easiest job but earning it requires a lot of hard-work and dedication. The article is a well written; it comprehensively presents how

Positive Effects of Media on Our Society Essay Example for Free

Positive Effects of Media on Our Society Essay Today i am going to aware you about the positive effects of media on our society. Media has served as a boon to mankind. It has provided us with an exposure to the world outside our cozy homes. It has resulted in an exchange of views on a variety of subjects of a wide variety of people from all around the world, thereby leading to a global exchange of information and knowledge. Mass media has given each of us a platform to voice our opinions on all sorts of social and political issues and share information with one another. It has brought out easy ways of communication and provided us with easily accessible means to reach out to people in various parts of the world. Thanks to technological development, we have been able to obtain a platform that enables us to present ourselves to the rest of the world. The negative influences of media that are a result of an overexposure to it, are most often talked about. It is true to a certain extent that media has affected the society in a negative manner. But, undoubtedly, media has proved being a bliss. The media like television, radio and the Internet increase an overall awareness of the masses. They enhance the general knowledge by providing us with information from all over the world. News broadcast through different media helps us know about the day-to-day events in the world. News, tele-films and documentaries revolving around social issues increase a social awareness in children and develop their concern towards society. Newspapers, apart from updating us with the latest news and new information, also contribute to the enhancement of our vocabulary. Newspapers are the best beginners in developing reading habits in children. Through the print media, they provide the general public with a platform to give updates about their parts of the city, exchange their views over different issues that the society faces and share their thoughts on a larger scale. Media serve as the best means for a speedy spread of news about important incidents or events taking place. What has happened in the remotest corner of the world can reach us within minutes, thanks to media. The speed that technology has achieved is helpful in times of crisis when media is to be used for reporting news needing immediate attention. Research has revealed that media is responsible for influencing a major part of our daily life. Media contribute to a transformation in the cultural and social values of the masses. Media can bring about a change in the attitudes and  beliefs of the common man. The persuasive nature of the content presented over media influences the thoughts and behavior of the general public. Media has a direct impact over the lifestyle of society.

Personality Theories in Successful Leaders

Personality Theories in Successful Leaders Abstract One question that all good employee thinks is what makes a good leader and how do I become one. It is important to understand what makes a leader and are there certain personality characteristics that make leaders successful. Using the big five personality dimensions which are extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience it will be explored what characteristic’s fit with successful leaders today. This study aims to quantify what of the big five personality dimensions are most present in successful and effective leaders today. It will take 4 teams from 100 organizations from fortune 500 companies to non-profit organization. Hypothesis This study intends to demonstrate with evidence that effective leaders have similar personalities traits based on the big five personalities dimensions. Leadership Was Steve Jobs a good leader or George Washington a good leader? What makes a good leader? Before that is answered, it must be understood what defines leadership and what qualifies as a good leader. Many scientific papers and books try to define leadership some define it as â€Å" leadership involves persuading other people to set aside for a period of time their individual concern and to purse a common goal that is important for the responsibilities and welfare of a group (Hogan, G, Hogan, 1994)â€Å" while others believe it stands it for â€Å"†¦inspiring followers to identify with a vision that reaches beyond immediate self-interest (Benoliel Somech, 2014).† Between the two definitions it is clear a leader must inspire a group of people to go above and beyond and do what is beyond what they will want to do. Not everyone can be a leader there are certain traits we expect out of them. In our everyday life we work for, learn from, and follow leaders. These leaders can be CEO’s, managers, teachers, or even the President of the United States. They should be intelligent, likeable, have strong technical skills to relate to their roles. There are many people in the world with these traits but not every one of them makes a good leader. Based on these assumptions there must some additional traits that separate good leaders from average leaders. A leaders personality must have an effect on how the lead and inspire people to go above and beyond. Looking at a leader from the aspect of the big five personality dimensions might shed some light on what makes a strong leader. Big Five Personality Dimensions For centuries people have classified personalities, even Aristotle have established several categories of classification. The current established theory has been created by Tupes and Christal (1961). This taxonomic structure has five personality dimensions which are extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience. The first factor of the personality dimensions is extraversion. Leaders who possesses high level of extraversion are described of â€Å"sociable, optimistic, expressive, active, and assertive (Benoliel Somech, 2014).† Salespersons often are high-extraversion employees because they enjoy person interaction and thrive in an environment that involves. These employees seek a positive environment to work in because it gives them a sense of security, The second factor of the personality dimensions is agreeableness. Agreeableness can be described as cooperative, trusting and flexible. Employees with a high level of agreeableness tend to be successful in roles that work in groups and require joint efforts between teams. Project managers are a great example of a role someone with agreeableness might hold. Similar to extraversion, agreeableness enjoys the interactions between people but focuses more in the intimacy of relationships between people. The third factor of the personality dimensions is conscientiousness. â€Å"High- conscientiousness individuals tend to be responsible, dependable, hardworking, persistent, and achievement oriented; low-conscientiousness individuals tend to be irresponsible, undependable, and lacking self-discipline (Benoliel Somech, 2014).† High- conscientiousness employees believe they are capable of doing the job and set high achieving goals for themselves. These will employees tent to dive in when the workload gets intensive and will work with others to relief the stress. The fourth factor of the personality dimensions is neuroticism. Neuroticism is a personality dimensions that unlike the other having a high level of is not necessary a good thing. People who have a high level of neuroticism are often described as a worry-ward and insecure. Those with low levels are neuroticism are calm individuals who can handle high amounts of pressure. This is important in a high stakes environment some occupations where one would expect to see people with low levels of neuroticism would be in the medical field such as doctors and nurses or traders on the New York Stock Exchanges floor. The final factor of the personality dimensions is openness to experience. These individuals are creative and the out of the box thinkers. They adjust to change fairly easily and are willing to adjust their behaviors to meet the environment they are in. Method This study aims analysis what big five personality dimensions are most common with effective leaders. An effective leader will add value to any organization and therefore it is important to understand what makes up an effective leader. Additionally it is vital to understand the employees think of this leader. Why is it important to understand an effective leader from one that is not so effective? If we go back throughout history and look at the effect a good leader on the outcome of a situation there is plenty of evidence that shows an effective leader will have a positive impact. To give some examples the explosive growth Steve Jobs had on Apple to in 1997 or George Washington entering the revolutionary war and become the first President. These leaders took a situation that was losing situations and thorough their leadership turns the situation around and makes it extremely successful through hard work and dedication. The first step of this study is to analysis what an effective leader is. To do this the study would work with 100 organizations from fortune 500 companies to non-profit organizations such as universities, charities, and military. From each of the organizations select they study will review 4 teams, within these teams there will be effective leaders and teams and those who are not as effective. By understanding those who have successful leadership compared to those who are not the goal would be see what personality dimensions are prominent. To do these the leaders will take a big five personality test that will quantify how their personality matrix is built. In addition the employees of those leaders will take the test for their leader. This will aim to quantify what dimension of the big five personalities to followers look to the most. This will also help give an unbiased look because leaders might try to skew the results. Once the tests have been completed the study will focus on the effectiveness of those leaders. The study will analysis each team within their organizations to understand their effectiveness. The effectiveness of the team will look at the team’s productivity. The more productive the team the expectation would be the more the effective the leader. Besides the level of productivity the study will also look at the morale of the team. Expected Outcomes Once the data has been collected the results will be analysis to see if there is any positive or negative correlation between the big five personalities dimensions. Among these correlations it would be expect to see that effective leaders will have specific traits in their personalities that make them effective leaders. In the contrary the study will also show the dimensions are negatively affect leadership. Based on expectations I would expect to see the big five dimensions show up in leadership in the following ways. The first personality to analysis would be the extraversion. It would be expected that a leader should have a medium to high level of extraversion. Extraversion involves the socialness of the individual. A leader should be social with the team and keep the optimistic view that will drive the team going forward. The next attribute that is vital to a leader is agreeableness. The expected outcome would be all leaders would have a high level of agreeableness. They will work well with the team and keep everyone on track. There will also make the teams function more effective because leaders do not always have the correct answers and a good interaction between leader and the employees can create a good dialogue that will lead to the best solution. Conscientiousness is one trait that all company want out of their employees have and therefore would be a high expectation of any effective leader. Employee with high levels of conscientiousness are often described as dependable and organized. â€Å"Individuals who are conscientious also tend to preserve, work hard, and enjoy achieving and accomplishing things (BOOK).† Since all conscientious enjoy achieving their goals it is important that leads hold these values. Additionally all leaders should be able to keep their followers organized and focused on the goals ahead. Since cons Neuroticism is the one trait that would be advantageous to have in the lower spectrum. People in the high spectrum are often emotionally unstable. Leaders need to have their emotions in check all the times. The final personality dimensions is openness to experiences which like most of the other dimensions the expectation would be a leader would be on the higher side. Leaders should be open to change and also be a leader of change within an organization. A leader who cannot handle moving parts of everyday business will not be effective. Benefits of research There will be a lot of benefits from the research into what makes an effective leader. If an employee was interesting into taking a leadership role they can take a personality test and see if what areas they are strong in and where they are weak. This can then help them work on improving their skills. For example say an employee is lacking in extraversion assuming it is a primary measure of leadership skills. The employee can be put into situation to help then become more expressive or go to particular training classes to make then more expressive. This will help the organization put in leaders that will lead to change making the teams and organization more effective. Understanding the trains of an effective leader will help human resources as well. Understanding the personalities of employees coming in will help them understand the person potential. Another example is there is an opening for a senior vice president of operation. This department has been suffering for years under the lack of leadership. It will be helpful to know what traits to look for in the new leader. Supporting References The following studies have support this hypothesis and will help provide guidance. Study 1 –Five-Factor mode of personality and transformational leader In this study the authors explore the personality factors of transformational leaders. References Hogan, R., Curphy, G. J., Hogan, J. (1994). What we know about leadership: Effectiveness and personality. American Psychologist, 49(6), 493-504. doi:http://dx.doi.org/10.1037/0003-066X.49.6.493 Benoliel Pascale, Somech Anit (2014) The health and performance effects of participative leadership: Exploring the moderating role of the Big Five personality dimensions, European Journal of Work and Organizational Psychology, 23:2, 277-294, DOI: 10.1080/1359432X.2012.717689

The Relationship of Freedom to the Acquisition, Possession, and Exercise of Virtue :: Philosophy Philosophical Essays

ABSTRACT: There are three common objections that any broadly Aristotelian virtue theorist must face, insofar as he or she holds that acts must be performed from a firm and stable disposition in order to express virtue, and that virtue is in some way a praiseworthy fulfillment of human potential. Each of these objections accuses the virtuous person of not fully exercising his or her rationality and freedom, and thus of being somehow less than fully human. There are three common objections that any broadly Aristotelian virtue theorist must face, insofar as he or she holds that acts must be performed from a firm and stable disposition in order to be called acts expressing virtue, and that virtue is in some way a praiseworthy fulfillment of human potential. Each of these objections accuse the virtuous person of not fully exercising his or her rationality and freedom, and thus of being somehow less than fully human. The first objection is that acts flowing from the firm and stable disposition of virtue need not be expressions of rationality and freedom, since they may be performed by rote. The second objection, related to the first, has to do with the voluntariness of the possession of virtue. Those who hold that the virtues must be firm and stable dispositions generally hold that a good upbringing from childhood is of utmost importance in the acquisition of such dispositions. The second objection is thus as follows: if a person’s virtue depends upon her upbringing, then she is not responsible for her virtue; it was not up to her and she deserves no praise. The first objection, then, is that particular acts from a firm disposition of virtue are not fully rational or free; the second objection is that the acquisition of the dispositions themselves is not fully rational or free, since it depends upon upbringing. If neither the possession nor the exercise of virtue need be rational and free, then it seems that the activity of virtue is less than fully human, and thus cannot be the praiseworthy fulfillment of our human potential. The third objection, like the second, also has to do with the importance of one’s upbringing to the virtuous life, but is a bit more pointed. Those who present the third objection argue that the acquisition of virtue, inasmuch as it requires such a directive upbringing, itself constitutes a limitation of one’s freedom.

Hr Project on Motivation

ELIJAH INSTITUTE OF MANAGEMENT STUDIES Thrissur CERTIFICATE FROM THE COLLEGE This is to certify that the project report entitled â€Å"A STUDY ON EMPLOYEE MOTIVATION†Ã¢â‚¬â€œwith special to reference hyderbad industries limited, Thrissur, submitted in partial fulfillment of the requirement for the award of degree of Master of Business Administration of University of Calicut was carried out by Mr. SHAHID KV. Dr. C. T. PAUL Principal CERTIFICATE FROM THE GUIDEThis is to certify that the project report entitled â€Å"A STUDY ON EMPLOYEE MOTIVATION†Ã¢â‚¬â€œwith special to reference hyderbad industries limited, submitted in partial fulfillment of the requirement for the award of degree of Master of Business Administration of University of Calicut was carried out by Mr. SHAHID KV under my guidance. This has not been submitted to any other university or institution for award of any degree/diploma/certificate. Miss. ANITHA. A (Faculty Guide) DECLARATIONI, Shahid kv declare that the project entitled â€Å"A Study on employee motivation of Hyderabad Industries Ltd† submitted to Calicut University in partial fulfillment of the requirement for the award of the degree of master of business administration is a record of original project work done by me during my period of study in Elijah Institute of Management Studies under the able guidance of Miss. ANITHA. A (MBA). I further declare that this project report has not been submitted to any other university/institution/board for award of any degree/diplomaPlace: TrichurSHAHID KV Date: ACKNOWLEDGEMENT First and foremost let me sincerely thank ALMIGHTY for the great opportunity and blessings that he has showered up on me for the successful and timely completion of my project work. I extent my sincere gratitude to Dr. C. T. Paul, Principal, Elijah Institute of studies and Dr. Sandhya. G. nair, Head of the department of management studies, for their kind support and guidance for making my project great succes s. I very great fully wish to forward due respect and thanks to my internal faculty guide Miss. Anitha.A, able guide for the project, for the continuous, creative, valuable and informative support extended to me, without which the project would not have been efficiently completed. I am also thankful to Mrs. Jyothis Rachel and Mr. Vinod A. S [faculty of ELIMS]. I render my whole hearted thanks to all the other respected faculties of the management department, librarian, lab technician and all other office staff for their assistance and co-operation given to me in regard to this work. I am extremely indebted to the management of Hyderabad Industries Limited, Thrissur and Mr.Pradeep kumar, General Manager (works), who gave me the privilege to carry out my project in their distinguished institution. Let me take this opportunity to thank all the Hyderabad Industries Ltd’s staff for their help and co-operation. I thank my parents and all other family members for their valuable and inseparable support in completion of this project. Once again I take this opportunity to convey my sincere thanks to each and every person who helped me directly and indirectly in the successful completion of this project.SHAHID KV TABLE OF CONTENTS |CHAPTERS |CONTENTS . |PAGE NO | |CHAPTER 1 | | | | |(1. 1) INTRODUCTION |1 | | |(1. ) RESEARCH PROBLEM |2 | | |(1. 3) SIGNIFICANCE OF THE STUDY |2 | | |(1. 4) RESEARCH OBJECTIVES |3 | | |(1. 5) RESEARCH HYPOTHESIS |4 | | |(1. ) RESEARCH METHODOLOGY |4 | | | | | |CHAPTER 2 |LITERATURE REVIEW |8 | | | | | | |(3. ) INDUSTRY PROFILE |17 | |CHAPTER 3 |(3. 2) COMPANY PROFILE |22 | | |(3. 3) DEPATMENT PROFILE |26 | | | | | |CHAPTER 4 |(4. ) DESCRIPTIVE STATISTICS |32 | | |(4. 2) INFERENTIAL STATISTICS |49 | | | | | |CHAPTER 5 | | | | |(5. ) SUMMARY |53 | | |(5. 2) FINDINGS |54 | | |(5. 3) SUGGESTIONS |55 | | |(5. 4) LIMITATIONS OF THE STUDY |56 | | |(5. ) CONCLUSION |57 | | |(5. 6) SCOPE FOR FURTHER RESEARCH |58 | | | | | | |BIBLI OGRAPHY |Ix |LIST OF TABLES |SL: NO: |PARTICULARS |PAGE NO: | | | | | |4. 1. |Response about the support from the HR department |32 | | | | | |4. 1. 2 |Management is interested in motivating the employees | | | | |33 | |4. 1. |The type of incentives motivates more | | | | |34 | |4. 1. 4 |Satisfaction with the present incentives provided by the organization | | | |The company’s attitude in recognizing and acknowledging your work. | |4. 1. 5 | |35 | | |Periodical increase in salary | | | | | | |4. 1. |Job Security existing in the company |36 | | | | | |4. 1. 7 |Relationship with the Co-worker |37 | | | | | |4. 1. |Effective performance appraisal system |38 | | | | | |4. 1. 9 |Effective promotional opportunities in present job | | | | |39 | |4. 0 |Good safety measures existing in the organization | | | | |40 | |4. 11 |Performance appraisal activities are helpful to get motivated. | | | |Support from the co-worker is helpful to get motivated |41 | |4. 2 | | | | |Career develo pment opportunities are helpful to get motivated | | |4. 13 |Opinion about the important factor which motivate the employees |42 | | | | | |4. 14 |The effect of incentives and other benefits in employee performance 43 | | |Involvement of employees in decision making | | |4. 15 | |44 | | | | | | | |45 | |4. 6 | | | | | | | |4. 7 | |46 | | | | | | | | | | | | | | | |47 | | | |48 |LIST OF CHARTS |SL: NO: |PARTICULARS |PAGE NO: | | | | | |4. 1. |Response about the support from the HR department | | | | |32 | |4. 1. 2 |Management is interested in motivating the employees | | | | | | |4. 1. |The type of incentives motivates more |33 | | | | | |4. 1. 4 |Satisfaction with the present incentives provided by the organization |34 | | |The company’s attitude in recognizing and acknowledging your work. | |4. 1. 5 | | | | |Periodical increase in salary |35 | | | | | |4. 1. |Job Security existing in the company | | | | |36 | |4. 1. 7 |Relationship with the Co-worker | | | | |37 | |4. 1. |Effective performance appraisal system | | | | |38 | |4. 1. 9 |Effective promotional opportunities in present job | | | | | | |4. 0 |Good safety measures existing in the organization |39 | | | | | |4. 11 |Performance appraisal activities are helpful to get motivated. 40 | | |Support from the co-worker is helpful to get motivated | | |4. 12 | |41 | | |Career development opportunities are helpful to get motivated | | |4. 13 Opinion about the important factor which motivate the employees | | | | |42 | |4. 14 |The effect of incentives and other benefits in employee performance | | | |Involvement of employees in decision making |43 | |4. 5 | | | | | |44 | | | | | |4. 6 | |45 | | | | | |4. 7 | | | | | |46 | | | | | | | | | | | | | | | |47 | | | |48 | LIST OF FIGURES |FIGURE . NO. |INDEX |PAGE NO. | |2. |Maslow’s pyramid |12 | | 3. 2. 1 |ORGANIZATION CHARTs |26-29 | LIST OF APPENDICISES |SL. NO. |INDEX |PAGE NO. | |1. |QUESTIONNAIRE |X | Bibliography BOOKS. 1. Chabra T N â€Å"H uman Resource Management† (2005) revised edition Gangan Kapur, Delhi. 2. Venugopal & Aziz Abdul â€Å"Human Resource Management† (2004) revised edition, 3. Prasad L. M, â€Å"Human Resource Management,† second edition (2005), Sultan Chand & Sons- New Delhi. 4. Kothari C.R â€Å"Research Methodology- Methods and Techniques† 2nd revised edition (2007) New Age International Publishers- New Delhi. Journals 1. HRM Review, July 2008, The ICFI University press, Page No 55-59 2. Management Research, October 2007, ICFAI University press, Page No 37-40 WEBSITE †¢ http://www. allbusiness. com/human-resources/employee-development-employee-productivity/601547-1. html †¢ www. Hil. in †¢ http://en. wikipedia. org/wiki/Asbestos †¢ http://www. petech. ac. za/robert/reshypoth. htm Questionnaire A STUDY ON EMPLOYEE MOTIVATION Respected madam/sir, As a part of my project I would like to gather some information from you which will help me in an in depth stu dy of project. I would be obliged if you co-operate with me in filling the questionnaire.Since the questionnaire is being used for academic purpose, the information gathered will be strictly confidential. Shahid kv Kindly fill the following: (Please put a tick mark in the appropriate box) 1. Are you satisfied with the support from the HR department? Highly satisfied Satisfied Neutral DissatisfiedHighly Dissatisfied 2. Management is really interested in motivating the employees? Strongly agree Agree Neutral DisagreeStrongly disagree 3. Which type of incentives motivates you more? Financial incentives Non-financial incentives Both 4. How far you are satisfied with the incentives provided by the organization? Highly satisfied Satisfied NeutralDissatisfiedHighly Dissatisfied 5. Please provide the following rates. (5- Strongly agree, 4- Agree, 3-Neutral, 2-Disagree, 1-Strongly disagree) | No |Factors |Rates | | |Reasonable periodical increase in salary | | | |Job security exist in the co mpany | | | |Good relationship with co-workers | | |Effective performance appraisal system | | | |Effective promotional opportunities in the organization | | | |Good safety measures adopted in the organization. | | | |Performance appraisal activities are helpful to get motivated | | | |Support from the co-worker is helpful to get motivated | | | |Company recognize and acknowledge your work | | 6. Rank the following factors which motivates you the most? (Rank 1, 2, 3, 4†¦. respectively) No |Factors |Rank | | |Salary increase | | | |Promotion | | | |Leave | | | |Motivational talks | | | |Recognition | | 7. Do you think that the incentives and other benefits will influence your performance? Influence Does not influence No opinion 8. Does the management involve you in decision making which are connected to your department? Yes NoOccasionally 9. What changes can be made to improve the work place environment? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Thank you for your kind co-operation