1. INTRODUCTION
Motivation is an urge or a drive to do, that develops within an organism and is
often subconscious in nature.
Employee motivation or work motivation is collection of the forces and energies
that pushes an employee to go to work every day and perform at an optimum level.
Main factors of employee motivation are:
Pay and
benifits
job security
Relationships
working
conditions
company
policies
Work
Supervisor
MOTIVATION
Status in the
company
Also it is widely believed that motivation cannot be directly observed, it can only
be inferred. As motivators reside mainly in the subconscious mind, it can be quite
difficult to measure motivation through quantitative measures such as
questionnaires and surveys.

2. Motivation generally involves three processes:
arousal
•action is
intiated
•path that a
person takes
gets decided
direction
intensity
•energy
put by
employee
By optimizing above processes we can influence employee motivation.
There are four types of motivation:
Positive motivation
Motivation towards a goal
So
Extrinsic
me
on
e
wa
nts
yo
u
to
do
it
“WRITE THE
REPORT AND
YOU GET A
motivation
BONUS”
“WRITE THE
REPORT OR YOU
ARE FIRED”
“I REALLY
WANT TO
WRITE THE
REPORT”
“I DON’T WANT
TO WRITE THIS
REPORT”
Intrinsic motivation
Yo
u
wa
nt
to
do
it
Negative motivation
Motivation away from a goal
Attitude is the way an
employee feels about

3. his job. It can be positive as well as negative and can influence his motivational
level.
Factors affecting employee attitude are:
Job stress
trust on the
top
management
Employee
personality
Employee
attitude
job
involvement
Role clarity
Role clarity
Pay
competence
*End
of Introduction*
An organization is facing the issue of higher attrition rate, hence the company
thought on focusing on handling this issue. The two major areas of concern
are motivation and attitude of the employees. You as a manager have to

4. suggest the various tools one should use to identify the motivation and attitude
levels of the employees. Mention all tools you would use and describe them in
detail.
Since Motivation and attitudes are qualitative in nature, measuring and judging
them from statistical data is not that accurate but better to be roughly right than
precisely wrong, and in the above company’s situation something has to be done in
order to reduce the attrition rate.
The problem here is the attrition rate is high, not the employee turnover implying
that number of skilled employees are leaving and there is no one to replace them
causing the reduction in company’s workforce.
Why the employees are leaving is the question, there must be some demotivating
factors that are influencing them and making them leave.
In my view the best methods for determining the motivation and attitude are as
follows:
1. Traditional Questionnaires: Questionnaires are the tested and tried way of
assessing something. They have been around for ages and helping
organizations taking view from their consumers, associates, employees etc.
But a Questionnaire has to be designed skillfully in order to extract the best
possible information
One of the choice for questionnaire could be like as below:
PART 1
RATING SCALE:

5. 1-stongly disagree
4- Somewhat agree
2- somewhat disagree
3- neither agree nor disagree
5- strongly agree
i)
ii)
iii)
iv)
v)
Are you satisfied with your job?
Are you satisfied with the incentives given?
Are you happy with your salary?
Are you content with your supervisor?
Do you find yourself struggling while bonding with
Your colleagues?
vi) Do you feel company values you?
vii) Is your job role without any ambiguities and well defined?
viii) Are you motivated to do your work?
ix) Are you satisfied with the lunch breaks and vacations?
x)
How do you feel about working conditions (hygiene)?
xi) Do you think retirement, medical and other benefits sufficient?
xii) Are you not satisfied with your status in the company?
PART 2
i)
According to you what will lead to improvement of (organization name)?
---------------------------------------------------------------------------------------ii)
Things needed to be improved?
----------------------------------------------------------------------------------------
iii)
Any demotivating or problematic factors existing in the company?
----------------------------------------------------------------------------------------
iv)
Any other issues that needs to be paid attention to other than mentioned
in the survey?
----------------------------------------------------------------------------------------
2. Conduct meeting with employees: Although traditional questionnaires are
an effective way of measuring employee motivation as written

6. communication is the best but interviews are a way of more closely
observing employee because meetings offers:
-Immediacy – employees do not have chance to change their answer and the
answer comes straight from the mind signifying how they really feel.
-Written form prevents expressions from reaching the other party.
-Written form has limited question while a conversation can easily contain
several questions.
-meetings can be personal or in a group, both ways works efficiently and can
be crucial in getting feedback.
3. Monitor employee entry footage:
Body language is also a form of communication that sometimes speaks more
than words and writes more than one intends to, hence monitoring
employee’s body language in the workplace especially at their entry and exit
and checking whether they are grump or happy, can give an idea of how
much employees are motivated to work. Monitoring can be done through
surveillance camera.
4. Using the equations: There’s a direct correlation between motivation level
and the performance of an employee. According to an Equation given by
laurie.j mullins:
Performance=Ability x Motivation
So if we assume the ability of all employees as constant and assume it as ‘µ’ then
we can say that performance is proportional to motivation, hence measuring
performance of an employee can give a rough estimate of employee’s motivation.

7. Also we can use theoretical models given by the gurus of management to analyze
the motivational and attitude level
For example we can use the Hackman and Oldham’s job characteristic model,
which gives us the formula of Motivation potential score (MPS) which is as below:
MPS=
Skill Variety + Task Identity + Task Significance x Autonomy x Feedback
3
Jobs that have high MPS have high satisfaction for the employees hence resulting
in high motivation and employees.
Above data needed for MPS formula can be calculated by assigning marks to the
questions of a survey which asks the employee about above factors.
We can also analyze the motivation and attitude levels by comparing the levels of
your employee with another employee who work in similar type of organization at
the same level and if there’s any discrepancy between the two, it can be studied
which factors are contributing to the difference.
Also there is a scope of judging the levels through analysis of organizational goals
and whether they are in sync with everyone or not.
And expectancy theory can be used to judge what employees really expect out of
their job, what are their preferences, for example given the choice of promotion
and bonus, which one they would prefer.
It should be seen that there’s healthy competition in the company if there are
teams, bad competition and mismanaged team structure can lead to demotivation.