Motivation Process Practice Airtel Bangladesh Ltd

of

How Airtel Bangladesh Ltd Motivate their prospects Submitted To

Mr. Kamrul Hassan Asssistant Professor Department Of Business Administration Submitted By
20th April, 2011

LETTER OF TRANSMITTAL
20th April, 2011

To, Kamrul Hasan Assistant Professor Department of Business Administration East West University 43, Mohakhali, Dhaka. Subject: Submission of Report Dear Sir, We are honored to submit this report on Motivation Process Practice of Airtel Bangladesh Ltd as you have authorized us to in this semester.. We are very pleased to prepare this assignment under your guidance since it gave us the opportunity to know the current condition of Organizational Behavior and Motivation Process Practice of Airtel Bangladesh Ltd and analyze its motivation performance and advantage. The congenial atmosphere, the information assistance, feedback on the topic and to improve this report, we are so grateful to you. We tried our level best to accumulate the information for you as comprehensive as possible. We will be obliged to provide further clarification on this report whenever necessary. Sincerely Yours, Tahmina Shabnam Khan 2009-1-10-232 On behalf of the group 8

ACKNOWLEDGEMENT
First and foremost we would like to express our gratitude and indebtedness to our honorable faculty, Kamrul Hasan, Assistant Professore, Department of Business Administration, East West University (EWU). We would like to thank our Sir for providing full assistance and detailed outline about how to proceed with data collection and writing procedure. With his inexhaustible guidance, valuable advice, continuous inspiration, constructive criticism and generosity he helped us to carry out this report successfully We would like to thank Syeda Saadia Ameer, Senior Officer of HR Engagements, Airtel Bangladesh Ltd for giving us her valuable time and permit us to take her informative interview about the motivation practicing process of Airtel Bangladesh Ltd. We will always be indebted to you for your kind consideration and also for the suggestion regarding the report writing works. We also would like to thank M. Mahboob Hossain, Head Revenue Planning, Airtel Bangladesh Ltd for his co-operation. We would further like to thank all communication officer and management employees for providing us with detailed information regarding the Airtels Motivation Process practices. At this stage, we must show our gratitude to receptionist, who has significantly assisted us. Finally, we would like to thank to all group members that directly or indirectly helped us to provide and accumulate all the necessary information for the accomplishment of this assignment.

Table of Content
Topic Name
Executive Summary Chapter 1 : INTRODUCTION 1.1 Origin of The Report 1.2 Background of The Study 1.3 Objective of The Study 1.4 Scope 1.5 Methodology 1.6 Definitions and Acronyms 1.7 Limitations 1.8 Report Preview Chapter 2 : ORGANIZATION 2.1 history of the organization 2.2 mission vision strategy 2.3 organizations structure and size 2.4 products ,services, customer, market 2.5 future plan of the organization 3. Chapter 3: Findinhs and Analysis 3.1 OB practices in Airtel Bangladesh Ltd 3.2 Internet base information on motivation process 3.3 Two journal paper print outs on the motivation process 14-16 17-20 21-23 24-32 32 Page Number 7 8 9 9 9 10 11 12 13

33-41 42-50 51-58

Chapter 4: conclusion and Recommendations 4.1 Conclusion 4.2 Recommendations

59 60-62

APPENDED PARTS

References

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Executive Summary
The HR (Motivation) Strategy is very influential issue for an organization to approach in a new market segment and survive in that market. If any company wants to survive in a market for a long time the firm should take a proper HR plan. Through a proper communication one can easily enter in a new market and gain profit. An overall HR plan includes various promotion policies, cultural show, increment, bonus, special awards, games, events, cold leave and a lots of facilities for the employee. Here we take Airtel Bangladesh Ltd and through this we try to expose motivation activities of this company. We mainly focus on how to approach in a new market and gain long term facilities from the employees. We hopefully say that through this assignment one can easily understand how to perform motivation process in a new market and earn a long term profit.

Chapter 1 : INTRODUCTION
1.1 Origin of the Report :
Project report is a practical part of academic studies. This is a reflection of academic knowledge throw practical work experience. Thus this project report aims to reflect the professional view of a real world work environment. Business Administration Department of East West University offers four years BBA program majoring in different related fields. This four years academic program is the building up of the theoretical knowledge. Organizational Behavior (OB) is a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organizations effectiveness. Our esteem faculty Mr. Kamrul Hasan asked us to choose a company and complete a study that covers motivation process of organization behavior relating to this company. After a brain storming session with in the group we decided to study behavioral pattern of motivation process of Airtel Bangladesh Ltd . This report Motivation Process Practice of Airtel Bangladesh Ltd is the outcome of over 2 years studying in the East West University under graduation program.

1.2 Background of the study :

The background of the study is OB practices employees of Airtel Bangladesh Ltd. A total number of 750 employees work their. To motivate employee, Airtel use different types of strategies and criteria. One of a very strange culture we found that, at work place they used to call their superior Bhaia or Apu culture. No Sir or Madam culture exist there. So that employee feel free to talk his/her working problem with their supervisor.

1.3 Objective of the study :

This program was designed to accomplish two objectives. The objectives were identified through closer interaction and exchange of views with the management of Airtel. Followings were the objectives of the study: To know briefly about Airtel Bangladesh Ltd and their HR department. To find out the Motivation level of Airtel employee. To identify the way of practicing the motivation process.

1.4 Scope :
One of our group members cousin, M. Mahboob Hossain, is recently working in Airtel Telecommunication Ltd as Revenue planning manager. He has created some good opportunities for us to visit HR department of Airtel and helped us to get some valuable information about Airtel. We have also got the chance to talk with Syeda Saadia Ameer, Senior Officer of HR Department of Airtel Telecommunication Ltd. So we have collected the true information and tried to identify the motivation process of Airtel Bangladesh Ltd.

1.5 Methodology :
Nature of the study: Exploratory Sources of information: Both primary and secondary information sources were used to complete this study.

Primary sources: For our primary research, we have mostly used the practical
experiences, knowledge, skills, references of Airtel Employees and some standard reference sources like HR Department, Head office of Airtel Bangladesh Ltd . Daily Newspaper Weekly Newspaper Magazine

Secondary sources: Secondary information was collected from the web site of the
parent company. For finding materials in the web, we used the standard search engines such as Airtel.com Google Yahoo Hotmail Bdnews24 Wikipedia

1.6 Definitions and Acronyms :

There is no specific definition of the word Airtel . But the logo symbolizes a strong meaning and looks more like a curved A with little bit of highlighting to indicate what they call dynamism and the warm and friendly appeal of Airtel. They have also said that it represents a dynamic force of energy which would bring the management and customers closer. Its color is quite natural. The red color comes from the BLOOD they have sucked from innocent people of India by over billing, over charging and all sorts of anti consumer hidden policies that they have. In the logo of Airtel the air curve represents the dynamic energy and positive spirit of airtel. It connects us to everything and everyone. Red is passion-the color red of the logo represents our heritage, red inspires and motivates. Airtel says, Lets get together and paint this town red .

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1.7 Limitations : of the study

Thr basic strategy of Airtel is widening its market through its emerging country wide network. As a result of this strategy, subscribers are from different segments or from different income levels. Moreover, subscribers are scattered all over the country. The time constraint confined this study mostly on the data collected in Dhaka zone. Moreover, it was not possible to get all required internal information of the company as these are treated as confidential to the company. The outcome of the study can thus be regarded exploratory, and may not be treated as absolute for the whole country. In the later case more comprehensive study is required. Airtels whole office is not in the same building. It has different buildings and sectors in different places of Dhaka city. That is why we can not observe the whole internal process. When we visited Airtel office, at that time they were very busy for Pohela Boishakh preparation. So, they have very little time to talk with us. We have few limitations. But we were quite successful to collect our main information. So the result was hopefully satisfactory.

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1.8 Report Preview

In chapter one we have emphasized on origin of the report and Airtel motivation process. In next chapter we will show companys history, mission, vision, organizational structure and companys future plan. In Chapter three we will discuss on how Airtel practices OB in organization. In chapter four we have given some recommendation for betterment of the organization.

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Part 2: ORGANIZATION
2.1 History of the organization :
Bharti Airtel Limited , commonly known as airtel, is an Indian Telecommunication Company that operates in 19 countries across South Asia, Africa. Airtel has become a leading global telecommunication company.

2.1.1 History of Bharti Airtel Limited :

Sunil Bharti Mittal founded the Bharti Group in 1976. Bharti has grown from being a manufacturer of bicycle parts to one of the largest and most respected business groups in India. With its entrepreneurial spirit and passion to undertake business projects that are transformational in nature, Bharti has created worldclass businesses in telecom, financial services, retail, and foods.

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 In 1983, Sunil Mittal was into an agreement with Germany's Siemens to manufacture the company's push-button telephone models for the Indian market. In 1986, Sunil Bharti Mittal incorporated Bharti Telecom Limited (BTL) and his company became the first in India to offer push-button telephones, establishing the basis of Bharti Enterprises. In 1992, Sunil Mittal won a bid to build a cellular phone network in Delhi. In 1996, cellular service was extended to Himachal Pradesh. In 2000, Bharti acquired control of Skycell Communications, in Chennai. In 2003, the cellular phone operations were rebranded under the single Airtel brand. In 2005, Bharti extended its network to Andaman and Nicobar. In 2009, Airtel launched its first international mobile network in Sri Lanka. In 2010, Airtel began operating in Bangladesh and 16 African countries. Through its global telecom operations Bharti group has presence in 21 countries across Asia, Africa and Europe - India, Sri Lanka, Bangladesh, Jersey, Guernsey, Seychelles, Burkina Faso, Chad, Congo Brazzaville, Democratic Republic of Congo, Gabon, Ghana, Kenya, Madagascar, Malawi, Niger, Nigeria, Sierra Leone, Tanzania, Uganda, and Zambia. Today, Airtel is the largest cellular service provider in India and fifth largest in the world.

2.1.2 Airtel Bangla :

Airtel Bangladesh Ltd. is a GSM-based cellular operator in Bangladesh. Airtel Bangladesh Ltd is the sixth mobile phone carrier to enter the Bangladesh market, and launched commercial operations on May 10, 2007. Warid Telecom International LLC, an Abu Dhabi based consortium, sold a majority 70% stake in the company to India's Bharti Airtel Limited for US$300 million.

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 Bharti Airtel Limited will take management control of the company and its board, and rebranded the company's services under its own airtel brand from 20th December, 2010. The Bangladesh Telecommunication Regulatory Commission approved the deal on Jan 4, 2010. In January 2010, Bharti Airtel Limited, Asias leading integrated telecom services provider, acquired 70% stake in Warid Telecom, Bangladesh, a subsidiary of the UAE-based Abu Dhabi Group. Bharti Airtel is making a fresh investment of USD 300 million to rapidly expand the operations of Warid Telecom and have management and board control of the company. This is the largest investment in Bangladesh by an Indian company. Airtel Bangladesh Ltd is Bharti Airtels second operation outside of India. The company launched its mobile services in Sri Lanka in January 2009 on a state-of-the-art 3.5G network. On July 19, 2007, the company crossed the 1 million customers mark in the the first 70 days of operation.

2.2 Mission, Vision and Strategy of Airtel :no need

2.2.1 Mission :
We will meet the mobile communication needs of our customer through error-free service delivery Innovative Product and Services cost efficiency Unified messaging solution

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2.2.2 Vision :
By 2015 Airtel will be the most loved brand, enriching the lives of Millions.
" Enriching lives means putting the customer at the heart of everything we do. We will

meet their needs based on our deep understanding of their ambitions, wherever they are. By having this focus we will enrich our own lives and those of our other key stakeholders. Only then will we be thought of as exciting, innovation, on their side and a truly world class company."

2.2.3 Strategy :
The basic strategy of Airtel is coverage of both urban and rural areas. In contrast to the island strategy followed by some companies, which involves connecting isolated islands of urban coverage through transmission links, Airtel builds continuous coverage, cell after cell. While the intensity of coverage may vary from area to area depending on market conditions, the basic strategy of cell-to-cell coverage is applied throughout Airtel network.

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Airtel Bangladesh Ltd followed some strategies and focus on their Functions:
Total 13 functions combine Airtel Bangladesh Limited workforce. These are:

Customer Care

Supply Chain Management Network Operational Excellence Human Resources & Administration Sales Information Technology Corporate Affairs Finance Marketing Legal & Secretarial CEO Office Corporate Assurance Group

2.3 Organization Structure and Size :

As an outcome of a restructuring exercise conducted within the company; a new integrated organizational structure has emerged; with realigned roles, responsibilities and reporting relationships of bhartis key team players. With effect from March 01, 2006, this unified management structure of 'One airtel' will enable continued improvement inthe delivery of the Groups strategic vision.

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2.3.1 Barti Airtel Organization Structure :

2.3.2 Organization Size :

Airtel is the 5th largest mobile operator in the world in terms of subscriber base and has a commercial presence in 19 countries and the Channel Islands.

Its area of operations include:

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1. The Indian Subcontinent : Airtel Bangla, in Bangladesh. Airtel (India), in India Airtel Srilanka, in Srilanka 2. Airtel Africa, which operates in 16 African countries: Burkina Faso, Chad, Democratic Republic of the Congo, Republic of the

Congo, Gabon, Ghana, Kenya, Madagascar, Malawi, Niger, Nigeria, Seychelles, Sierra Leone, Tanzania, Uganda andZambia 3. The British Crown Dependency islands of Jersey and Guernsey, under the brand name Airtel-Vodafone, through an agreement with Vodafone.

Employee Number of Airtel Bangladesh Ltd :

Airtel has 1600 employees all over the country.

2.4 Products, Services, Customers, Markets :

2.4.1 Products Airtel provides both post-paid and pre-paid connection plans. Post-paid Plan : The post-paid plan is branded and marketed across the country under the name airtel Postpaid, which means leader or royalty. Airtel Postpaid which comes with 2 packages is designed to cater to both your professional and personal communication needs. Airtel Post-paid packages are-

19

1. Airtel Exclusive : airtel exclusive brings you the highest fnf features and 1 second pulse that will enable you manage your calls efficiently. This package is available for new acquisition. Regular Classic, advantage & super benefits customer will be able to migrate to this new package and also migration from Exclusive package to Classic, advantage package is possible but exclusive package to super benefits will not be possible. Only the customers from super benefits package will be able to migrate to exclusive package through short code 3136 at FOC (free of cost). Customer will write Exclusive and send to 3136

2. Airtel Classic : airtel classic offers you flexible tariff plans which will help you to
explore a wide range of services and keep overall cost to a reasonable limit. existing customers can continue with their current packages or migrate to new packages. but migration from new package to old package will not be possible. new sales will only be made through new tariffs. no use no bill policy will prevail as it is for the postpaid packages. if a postpaid customer does not make any activity during an entire bill cycle, the line rent will not be applicable in the month-end invoice.

Pre-paid Plan : Different people love different things. To cater to all customers
need, airtel offers them 3 different packages in one prepaid connection . This segment is branded and marketed as airtel Prepaid. The airtel Prepaid category is divided into four segments:

Adda Golpo Kotha

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1. Adda : You are the kind of person who loves to keep in touch with a close
group of friends. You like to browse the net when bored and make the most of your time on your phone. 'adda' will give you maximum fnf and all that at fantastic rates.

2. Golpo : If you are someone who loves making long conversations, our 'golpo'
package with 24 hrs flat tariff to any number is something you will fall in love with. Talk to any number anytime at a fixed flat rate.

3. Kotha : Share every little moment with the ones you love with airtel 'kotha'-the
package plan with 1 sec pulse from the very first second. Airtel-Postpaid and Airtel Prepaid user enjoy various value added services(VAS), such as SMS, MMS, GPRS, 64K SIM, Dual SIM product, Corporate packages for product advertising via SMS, and a host of other features. However, International Roaming is available only to Warid (Airtel) postpaid users.

2.4.2 Services :
Main service of Airtel is Mobile communication services in Bangladesh. But the company also provides different types of value added services such as Airtel live WAP Sports Finance Travel Astrology Tunes & Downloads Entertainment Messaging Services News & Updates Call Management Services

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FM Radio Services Emergency Info Data Services

International roaming :
With Airtel, you don't have to worry about roaming around the world. No matter where in the world you travel, our vast roaming coverage will keep you seamlessly connected. A big world requires big coverage and that is exactly what Airtel is all about. We now bring the whole world to your mobile phone. Leave the country, see the world, but never lose contact with home. Take Airtel International Roaming services with you; from sightseeing to business, your Airtel number will let you maintain your connections worldwide without changing your number or the hassle of getting multiple bills. Select Roaming Service : Post-paid roaming Pre-paid roaming GPRS roaming SMS roaming In-flight roaming In-bound roaming

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2.4.3. Customers :
Indias largest Mobile Service operator and Global global telecommunications company Bharti Airtel, today announced the launch of its mobile services in Bangladesh under the airtel brand. With this, airtel Bangladesh joins the global airtel family of 200 million customers having completed the acquisition of Warid Telecom, Bangladesh from the Dhabi group The airtel brand in Bangladesh will be launched with the brand promise: Bhalobashar tane, pashe ane. The CEO added Our brand promise reflects what is unique and different about us. We are here to keep our customers connected not only to each other but with what they love the most in every part of their lives music, games, entertainment, networking etc. Airtel also unveiled a GPS-based Vessel Locating Service to enable tracking of fishing vessels for the fishermen community, in line with the promise of taking mobile telephony into rural areas. Customers in rural Bangladesh can look forward to experiencing many such innovative services in the near future as part of airtels focus on contributing towards the vision of Digital Bangladesh. Airtel Bangladesh (formerly known as Warid Telecom) has around 4 million customers to date and covers 64 districts in the country. Both rural and urban people are customers of Airtel Because of its new development of network and lower call rate. Airtel Postpaid users are basically urban people. Young generations are fan of Airtel prepaid package.

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CUSTOMER COVERAGE OF AIRTEL IN BANGLADESH

24

2.4.4 Markets :
Airtel was born free, a force unleashed into the market with a relentless and unwavering determination to succeed. A spirit charged with energy, creativity and a team driven to seize the day with an ambition to become the most admired telecom service provider globally. airtel, in just ten years of operations, rose to the pinnacle of achievement and continues As India's leading telecommunications company, airtel brand has played the role of a major catalyst in India's reforms, contributing to its economic resurgence. Today we touch people's lives with our Mobile services, Telemedia services, to connecting India's leading 1000+ corporates. We also connect Indians living in USA, UK and Canada with our callhome service The latest developments come at a time when Bangladesh with its 160 million population is expected to garner substantial revenues for Airtel South Asia operations in the coming quarters. Airtel has about 4.37 million subscribers in Bangladesh as of February 2011

2.5 Future plan of Airtel :

Airtel targets a 200 million plus subscriber-base as one of its future plans. Airtel would launch 3-G technology in Bangladesh. Once the regulator clears all the issues about 3-G, Airtel will go for it Bangladesh also has a huge youth and rural population. The youth and the rural population is the thing airtel would look on while proliferating this market. the company was looking forward to expanding in other emerging markets in the Middle East, Asia and Africa.

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Chapter 3: Findings and Analysis

3.1 Ob Practices in Airtel Bangladesh Ltd :
Our selected organization is Airtel Bangladesh Ltd . Airtel considers its employees to be one of its most important assets. Airtel wants to provide an extensive employee benefit scheme such as Day Care Centre, Children's Education Support, and Higher Education Support for employees, in-house medical support to there employees. But Airtel is new in Bangladesh(acquired 70% share of warid). The company runs there operation not more than 1.5year and growing rapidly. So The company is trying to increase employee benefit to motivate for working. There are motivation program is mainly done by the HR department. They take various motivational activities measure to ensure employee performance remain higher. They talk to the employees individually regarding their work problems and find out the steps to be selected to motivate them. Line manager also gives counseling hour to the employees so that their performance levels get improved. So this is how employees are motivated in Airtel. High pay scale and excellent benefit programs are also there to motivate employee performance. We have taken survey of job satisfaction of 50 Grameen phone employees. The result of the study is given below:

Benefits of Trained and Motivated Employees in Airtel:

Better customer experience Better customer value Increase productivity Improves job satisfaction Reduces cost of worker turnover.

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Motivation Strategies of Airtel :

Communicate expectations and provide frequent feedback to the employee. Recognize and reward performance Individual recognization Reward programes Verbal appreciation Employee of the month

solving

Involve employees Share goals and celebrate success Listen to employee ideas Involve employees in decision making and Round table discussion all the employee.

problem

Job Satisfaction Questionnaire :

This is a survey of job satisfaction of Airtel employees. It is to be noted that all information here are fully confidential and will be used for a particular research work. Sex: Age Job duration: Male Female 1-2 years 2-4 years more than 6 years Strongly Disagree 5

lless than 1 year

Please respond to the given items using the following scale: Strongly Agree Undecided Disagree Agree 1 2 3 4

Pay and Benefit :

1. 2. I feel I am being paid a fair amount for the work I do My payment is equitable to the others in the similar positions in other companies 1 1 1 1 1 2 2 2 2 27 2 3 3 3 3 3 4 4 4 4 4 5 5 5 5 5

3. 4. 5.

I feel satisfied with the rules for salary increases I am well paid for overtime I am satisfied with the benefits package I receive

Advancement and growth :

6. 7. There are sufficient infrastructural support for research work I am satisfied with the rules and policies for promotion 1 1 2 2 3 4 3 4 5 5

Work Itself :
8. 9. 10. I feel a sense of pride in doing my job I feel my job is interesting This company is a pretty good place to work 1 1 1 2 2 2 3 4 3 4 3 4 5 5 5

Leadership :
11. 12. 13. 14. 15. Authority is very conscious about problems and benefits My suggestion to the team is taken seriously I often feel that I do not know what is going on within the organization Performance standards are well defined and properly communicated Employee promotion decisions are manipulated by something 1 1 1 1 1 2 2 2 2 2 3 3 3 3 3 4 4 4 4 4 5 5 5 5 5

Performance feedback and Recognition:

16. 17. 18. 19. When I do a good job, I receive the recognition for it that I should receive Performance rating system is properly designed Performance feedback are communicated regularly There are enough rewards for those who work here 1 1 1 1 2 2 2 2 3 3 3 3 4 4 4 4 5 5 5 5

Colleagues :
20. 21. I like the people I work with My colleagues are helpful and cooperative

1 1

2 2

3 4 3 4

5 5

Overall Satisfaction :
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22. 23.

I am satisfied with my job I always dream of a better job

Result of the Survey:

SL No. 1 Description Strongl y Agree Agree 3 5 Undecide d 2 3 Disagre e 0 1

1 1

2 2

3 4 3 4

5 5

I feel I am being paid a fair 45

Strongl y disagree 0 0

Total populatio n 50 50

amount for the work I do 224. My payment is equitable 41 to the others in the similar positions in other companies 3 25. I feel satisfied with the 43 rules for salary increases 41

5 3 5 9

1 1 3 5

1 5 2 5

0 0 0 2

50 50 50 50

4 I f I am well paid for overtime 5 6

I am satisfied with the 40 benefits package I receive There are sufficient 29 infrastructural support for research work I am satisfied with the rules 44 and policies for promotion I feel a sense of pride in 40 doing my job I feel my job is interesting 38

7 8 9 10 11

3 5 7 5 7

1 3 3 2 1

2 1 1 0 2

0 1 1 0 0

50 50 50 50 50

This company is a pretty 43 good place to work Authority is very conscious 40 about problems and benefits of teachers My suggestion to the team is 41 taken seriously

12

50

29

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I often feel that I do not know 40 what is going on within the organization Performance standards are 40 well defined and properly communicated Employee promotion 43 decisions are manipulated by something When I do a good job, I 38 receive the recognition for it that I should receive Performance rating system 45 is properly designed Performance feedback are 40 communicated regularly There are enough rewards 37 for those who work here I like the people I work with 40

50

14

50

15

50

16

50

17 18 19 20 21 22 23

3 6 8 5 7 5 5

1 2 2 2 2 4 5

1 2 2 2 3 2 20

0 0 1 1 0 0 5

50 50 50 50 50 50 50

My colleagues are helpful 38 and cooperative I am satisfied with my job 39 I always dream of a better 15 job

3.2 Internet based information on Motivation Topic :

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Motivation is the driving force which helps us to achieve goals. Motivation is said to be intrinsic or extrinsic. The term is generally used for humans but it can also be used to describe the causes for animal behavior as well. This article refers to human motivation. According to various theories, motivation may be rooted in a basic need to minimize physical pain and maximize pleasure, or it may include specific needs such as eating and resting, or a desired object, goal, state of being, ideal, or it may be attributed to lessapparent reasons such as altruism, selfishness, morality, or avoiding mortality.

Motivation concepts
Intrinsic and extrinsic motivation
Intrinsic motivation refers to motivation that is driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on any external pressure.[2] Intrinsic motivation has been studied by social and educational psychologists since the early 1970s. Research has found that it is usually associated with high educational achievement and enjoyment by students. Explanations of intrinsic motivation have been given in the context of Fritz Heider's attribution theory, Bandura's work on self-efficacy,[3] and Deci and Ryan's cognitive evaluation theory (see selfdetermination theory). Students are likely to be intrinsically motivated if they:

attribute their educational results to internal factors that they can control (e.g. the amount of effort they put in), believe they can be effective agents in reaching desired goals (i.e. the results are not determined by luck),

See also Intrinsic motivation and the 16 basic desires theory below. Extrinsic motivation comes from outside of the individual. Common extrinsic motivations are rewards like money and grades, coercion and threat of punishment. Competition is in general extrinsic because it encourages the performer to win and beat others, not to enjoy the intrinsic rewards of the activity. A crowd cheering on the individual and trophies are also extrinsic incentives. 31

Self-determination theory proposes that extrinsic motivation can be internalised by the individual if the task fits with their values and beliefs and therefore helps to fulfill their basic psychological needs.

Self-control
The self-control of motivation is increasingly understood as a subset of emotional intelligence; a person may be highly intelligent according to a more conservative definition (as measured by many intelligence tests, yet unmotivated to dedicate this intelligence to certain tasks. Yale School of Management professor Victor Vroom's "expectancy theory" provides an account of when people will decide whether to exert self control to pursue a particular goal. Drives and desires can be described as a deficiency or need that activates behavior that is aimed at a goal or an incentive . These are thought to originate within the individual and may not require external stimuli to encourage the behavior. By contrast, the role of extrinsic rewards and stimuli can be seen in the example of training animals by giving them treats when they perform a trick correctly. The treat motivates the animals to perform the trick consistently, even later when the treat is removed from the process.

Employee motivation
Workers in any organization need something to keep them working. Most times the salary of the employee is enough to keep him or her working for an organization. However, sometimes just working for salary is not enough for employees to stay at an organization. An employee must be motivated to work for a company or organization. If no motivation is present in an employee, then that employees quality of work or all work in general will deteriorate. When motivating an audience, you can use general motivational strategies or specific motivational appeals. General motivational strategies include soft sell versus hard sell and personality type. Soft sell strategies have logical appeals, emotional appeals, advice and praise. Hard sell strategies have barter, outnumbering, pressure and rank. 32

Applications
Education
Motivation is of particular interest to educational psychologists because of the crucial role it plays in student learning. However, the specific kind of motivation that is studied in the specialized setting of education differs qualitatively from the more general forms of motivation studied by psychologists in other fields. 1. Direct behavior toward particular goals 2. Lead to increased effort and energy 3. Increase initiation of, and persistence in, activities 4. Enhance cognitive processing 5. Determine what consequences are reinforcing 6. Lead to improved performance. Because students are not always internally motivated, they sometimes need situated motivation, which is found in environmental conditions that the teacher creates. Research done by Whyte in 1986 raised the awareness of counselors and educators in this regard. In 2007, the National Orientation Directors Association reprinted Cassandra B. Whyte's research report allowing readers to ascertain improvements made in addressing specific needs of students over a quarter of a century later to help with academic success.[43]

Business
At lower levels of Maslow's hierarchy of needs, such as physiological needs, money is a motivator, however it tends to have a motivating effect on staff that lasts only for a short period (in accordance with Herzberg's two-factor model of motivation). At higher levels of the hierarchy, praise, respect, recognition, empowerment and a sense of belonging are far more powerful motivators than money, as both Abraham Maslow's theory of

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motivation and Douglas McGregor's theory X and theory Y (pertaining to the theory of leadership) demonstrate.

Motivated employees always look for better ways to do a job. Motivated employees are more quality oriented. Motivated workers are more productive.

Nonetheless, Steinmetz also discusses three common character types of subordinates: ascendant, indifferent, and ambivalent who all react and interact uniquely, and must be treated, managed, and motivated accordingly. An effective leader must understand how to manage all characters, and more importantly the manager must utilize avenues that allow room for employees to work, grow, and find answers independently. The assumptions of Maslow and Herzberg were challenged by a classic study at Vauxhall Motors' UK manufacturing plant. This introduced the concept of orientation to work and distinguished three main orientations: instrumental (where work is a means to an end), bureaucratic (where work is a source of status, security and immediate reward) and solidarity (which prioritizes group loyalty). Other theories which expanded and extended those of Maslow and Herzberg included Kurt Lewin's Force Field Theory, Edwin Locke's Goal Theory and Victor Vroom's Expectancy theory. These tend to stress cultural differences and the fact that individuals tend to be motivated by different factors at different times.[54]

In contrast, David McClelland believed that workers could not be motivated by the mere need for moneyin fact, extrinsic motivation (e.g., money) could extinguish intrinsic motivation such as achievement motivation, though money could be used as an indicator of success for various motives, e.g., keeping score. In keeping with this view, his consulting firm, McBer & Company, had as its first motto "To make everyone productive, happy, and free." For McClelland, satisfaction lay in aligning a person's life with their fundamental motivations. 34

In Essentials of Organizational Behavior, Robbins and Judge examine recognition programs as motivators, and identify five principles that contribute to the success of an employee incentive program:[56]

Recognition of employees' individual differences, and clear identification of behavior deemed worthy of recognition Allowing employees to participate Linking rewards to performance Rewarding of nominators Visibility of the recognition process

Motivational theories
Incentive theory
A reward, tangible or intangible, is presented after the occurrence of an action (i.e. behavior) with the intent to cause the behavior to occur again. This is done by associating positive meaning to the behavior. Reinforcers and reinforcement principles of behavior differ from the hypothetical construct of reward. A reinforcer is any stimulus change following a response that increases the future frequency or magnitude of that response. Positive reinforcement is demonstrated by an increase in the future frequency or magnitude of a response due to in the past being followed contingently by a reinforcing stimulusIncentive theory in psychology treats motivation and behavior of the individual as they are influenced by beliefs, such as engaging in activities that are expected to be profitable. Incentive theory is promoted by behavioral psychologists.As opposed to the body seeking to reestablish homeostasis pushing it towards the stimulus. In terms of behaviorism, incentive theory involves positive reinforcement: the stimulus has been conditioned to make the person happier. For instance, a person knows that eating food, drinking water, or gaining social capital will make them happier. As opposed to in drive theory, which involves negative reinforcement: a stimulus has been associated with the removal of the punishment-- the lack of homeostasis in the body. For example, a person has come to know that if they eat when hungry, it will eliminate that

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negative feeling of hunger, or if they drink when thirsty, it will eliminate that negative feeling of thirst.

Cognitive dissonance theory

Suggested by Leon Fastener, this occurs when an individual experiences some degree of discomfort resulting from an incompatibility between two cognitions. For example, a consumer may seek to reassure himself regarding a purchase, feeling, in retrospect, that another decision may have been preferable. While not a theory of motivation, per se, the theory of cognitive dissonance proposes that people have a motivational drive to reduce dissonance. They do this by changing their attitudes, beliefs, or actions.[7] Dissonance is also reduced by justifying, blaming, and denying. It is one of the most influential and extensively studied theories in social psychology

Chapter 4: Conclusion and Recommendations :

4.1 Conclusion :

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After Studying about the motivation process practice of Airtel Bangladesh Ltd, we found a lot of valuable information about the motivation policy of the organization. Although the company is new and there employee number is not very high relatively to other telecommunication company, but they are managing their task quite successfully because behind the success they have strong motivation policies.They have a strong HR department which helps to find out most efficient and skilled employee. Not only that they are also recruiting lot of fresh efficient graduates from different reputed universities. Also they motivate their employee by varities ways, such as common gathering, family involvement, picnic, gaming, reward, better facilities in office, performance bonus etc.

4.2 Recommendations :
We have designed our recommendations concerning the Motivation to employee, aiming to increase employee satisfaction. We have also tried to present recommendations about how to improve motivation process. Employees are the key for any kind of organizational success. So motivating the employee is a great concern. Our recommendations towards the organizational motivations are:r Fair salary: Salary is the big factor for motivation. Airtel should ensure that salary is fair for all employees Family plan: Some companies have family plan for their employee. Every employee has family engagement so if anyone conducts a family plan that will be a good motivation for the company. After studied with Airtel we learnt that Airtel has some family plan but those are not so rich. Our suggestion is Airtel can improve their employee family plan. Set a major goal, but follows a path: The path has mini goals that go in many directions. When you learn to succeed at mini goals, you will be motivated to challenge grand goals.

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Increase knowledge of subjects that inspires: The more we know about a subject, the more we want to learn about it. A self-propelled upward spiral develops. Airtel is doing in wherever they are. But after knowing about their motivation policy we include those things that could be a good motivate tools. Fresher: Freshers are coming to the corporate world. They are the future leader. Finding the good talented fresher is to be good job. Airtel should encourage those new comers that come and work with us.

References :
1. http://www.bdnews24.com/details.php?id=151228&cid=2 2. www.waridtel.com.bd 3. http://hbr.org/2010/01/the-hbr-list-breakthrough-ideas-for-2010/ar/1 4. www.webpages.uidaho.edu/~mbolin/tella2.pdf 5. Syeda Saadia Ameer, Senior Officer of HR Engagements, Airtel Bangladesh Ltd 6. Mahboob Hossain, Head Revenue Planning, Airtel Bangladesh Ltd

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