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A study on motivational levels of employees in Dr. Reddy’s Laboratories

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  1. Introduction
  2. The meaning and definition of 'Motivation'
    1. Nature of 'Motivation'
  3. Importance of 'Motivation'
  4. Objectives of 'Motivation'
  5. Introduction to Human Resource Management (HRM)
  6. Hertzberg's two-factor of 'Motivation'
  7. McClelland's need theory
  8. Vroom's expectancy theory
  9. McGregor's theory of X and Y
  10. An overview of Dr. Reddy's Laboratories Limited
  11. Products profiles of Dr. Reddy's Laboratories Limited
  12. Tables and inferences
  13. Methodology of the study
  14. Limitations of the study
  15. Suggestions
  16. Conclusion
  17. Bibliography

Motivation is a basically a psychological process. Many people equate the causes of behavior with motivation. The causes of behavior are much broader and more complex than can be explained by the motivation alone. Along with perception, personality, attitudes and learning. It interacts with the acts in conjunction with other mediating process and the environment. Motivation is a hypothetical construct that is used to help to explain behavior and it should not be equated with behavior.

The term motivation is derived from the Latin word "movere" which means, "Top move". Motivation is a process that starts with a physiological deficiency or need that activates behavior or a drive that is aimed at a goal or incentive.

Motivation is the art of understanding the motives and satisfying them to direct and sustain behavior towards the accomplishment of organizational goals.
Motivation is the complex of force starting and keeping a person at work in an organization.
Motivation is the process of operating organizational conditions, which will limpet employees of any emotions or desire operation upon one's will and prompting or driving at it to action.

The purpose of motivation is to create conditions in which people have willingness to work with zeal, initiative, interest and enthusiasm to work with high personal and group morale, satisfaction with a sense of responsibility, loyalty and discipline and with pride and confidence in a most cohesive manner so that the goals of an organization are achieved effectively.

[...] [ ] There is enough number of mechanisms in this organization to reward, or give incentives for, any good word done or any positive contribution made by employees A. [ ] B. [ ] C. [ ] Frequency of job rotation [transfer of employees from job to job in the same department] makes me feel satisfied. A. [ ] B. [ ] C. [ ] The promotion policy in this company makes me feel happy. A. [ ] B. [ ] C. [...]

[...] Conducting active R&D and Technology planning in new process development to minimize the adverse impact on safety health and environment Using and maintaining equipment systems & facilities to provide a safe work atmosphere to our employees contractors, visitors and neighboring community and move towards our aim of becoming incident and injury free units. Conserving resources and preventing pollution using a closed cycle approach. Continually improving safety, health and environment aspects through objectives targets, management programs, audits and reviews. Establishing emergency preparedness through planning and process safety analysis. [...]

[...] Statistical tools: - Percentage method Conclusion:- The researches will follow the above-mentioned procedure in fulfilling the objectives to study the motivation level among the employees in Dr.Reddy's Laboratories ltd., INTRODUCTION TO HRM The main purpose of human resource management is to ensure that the employees of a comp any, i.e., its human resources, are used in such a way that the employer obtains the greatest possibilities from their abilities and the employees obtain both materials and psychological rewards from their work. [...]

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