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Characteristics of Motivation:

• Internal Inspiration
• Psychological Concept
• Increase in Efficiency of Employees
• Continuous Process
• Reduction in Labour Turnover Rate
• Achievement of Goals
• Wider Scope,
• Adapting changes in an organization
• Tool to get Co-operation
• Positive Attitude and
• One of the Function of Management.

Motivation is the internal feeling which encourages a person to work. Motivation includes financial incentives, non-financial incentives, amenities, unsatisfied needs, etc.

In ordinary terms. “Motivation means the process of stimulating people to perform action and to make jLt possible to have maximum work satisfaction.”
As per Jucious, “Motivation is the act of stimulating someone or oneself to get desired course of action.”

Promotions: It is upward movement of an employee from one job to the higher one within the organization. It Increases salary, status & responsibilities. 

Transfer: It means lateral movement of employee in the same grade from one job to another without any changes in his status.

It means lateral movement of employee in the same grade.

Casual Callers: They are also called an unsolicited application. Here many qualified persons apply for employment to the reputed companies on their own initiative.

Advertisement: Employment advertisement refers to the details about the company, job specification given in the newspaper, journals, bulletins, etc. which brings a response from the. suitable candidates.

Selection of suitable candidates from the universities, colleges, and institutes are popularly known campus recruitment.

These tests are made to discover & measure, the skills abilities of the candidates in terms of the requirement.

In this type, the interviewer is done while looking for information in a particular area of interest. A number of standard questions are framed by the interviewer, to focus on the skills & personality of the candidate.

Mostly, there are two types of interviews in a selection process.

i. Preliminary Interview: The candidate is physically and mentally examined in this interment. Those found deficient are not included in subsequent process.

ii. Final Interview: It is mostly conducted in two stages. In the first stage, personnel manager collects detailed information regarding candidates. Those found suitable on the basis of appraisal are directed for interview with those departmental managers who had put up demand for their services. Departmental manager converses face to face with the candidate on the basis of nature of work and having satisfied himself, declares the latter successful in the interview.

In this interview, a group of persons asks the applicant question on different subjects. This type of interview is common in case of professional jobs.

Indian industries start large-scale production After industrial revolution

Staffing includes recruitment, selection, training,, promotion, transfer and post retirement activities.

i. To make the managers able to handle more responsibilities

ii. To prepare ways of promotion for the managers.

The scope of development is wider.

Correct option is (B) Recruitment

Since the workers of a factory are unable to work on new machines, training should be imparted in this case as it is the process of learning new skills and application of knowledge. Whenever the new machines are installed in business, it is the duty of management to provide training in order to achieve the desired goal.

As per the case it is mentioned that supervisors are overburdened with the calls for help. Supervisor have other duties also and if he is involved in imparting training, then his work suffers. Thus, the management should provide the apprenticeship training programme. Under this, trainee is put under the guidance of a master worker.

These are designed to acquire a higher level of skill. The master worker performs the job and the trainee observes him performing. When the learner learns all the skills, then slowly they can start taking up the job step by step and get full charge on job after some time.

It is the most economical source because the organisation does not have to spend any amount on search for sources of recruitment, nor does it have waste time on long selection process. Moreover, such employees do not require much training. They are already well informed about all the activities of the organisation.

When an organisation uses internal sources of recruitment employees are motivated as promotion at a higher-level lead to a chain of promotions at the lower levels in the organisation.

Employees are motivated to improve their performance by promoting them to higher level jobs or positions because a promotion at higher level may lead to a chain of promotions at lower levels in the organisation.

(a) Promotion 

(b) Transfers 

(c) Motivation

(a) Selection 

(b) Steps in selection: 

1. Preliminary screening 

2. Selection test 

3. Employment interview 

4. Reference and background checks 

5. Selection decision 

6. Medical Examination 

7. Job offer 

8. Contract of employment 

(c) Honesty

(a) Staffing 

(b) 1. Estimating the manpower requirement 

2. Recruitment 

3. Selection 

4. Placement & Orientation 

5. Training & development 

6. Performance appraisal 

7. Promotion & career planning 

8. Compensation 

(c) Growth for all

(a) After selecting the heads of different departments the next three steps to be followed in the staffing process are:

(i) Placement and orientation.

(ii) Training and development.

(iii) Performance appraisal.

(b) Two values that Harish wants of communicate are:

(i) Optimum and efficient utilisation of the waste materials.

(ii) Fulfilling social responsibilities by providing the employment opportunities.

(iii) Recognition of talented personnels.

(iv) Equal treatment and equal chance to every one without any discrimination on the basis of religion, caste, etc.

(a) Next three steps to be followed by Prashant in staffing process are:

(i) Selection.

(ii) Placement and orientation.

(iii) Training and development.

(b) Two values communicated by Prashant are:

(i) Development of rural areas,

(ii) Fulfilling social responsibilities by giving reservation in employment to disabled and minority community,

(iii) Best use of waste material,

(iv) Making people of rural areas self-dependent,

(v) Removing regional and income disparties.

(i) Training of employees.

(ii) Benefits to organisation or employees.

Training is important for the employees because:

(a) It improves skills and knowledge leading to better career

(b) It enhances the earning capacity because of better performance.

(c) It increases efficiency of workers/employees.

(d) It increases the satisfaction and morale of the employees.

(e) It reduces accidents.

Reasons, why training is important for an organisation:

(a) It avoids wastage of efforts and money by systematic learning of skills.

(b) It enhances employee's productivity, leading to the higher profits.

(c) It equips the future manager who can take over in case of an emergency.

(d) It reduces absenteeism and employee turnover by increasing employee morale.

(e) It helps in obtaining an effective response to a fast changing environment.

Aptitude test is conducted to determine ability and capacity of the candidates to learn the skills required to perform the specific jobs.

The pre-requisite to selection is recruitment.

Correct option is (D) All of these

(a) Staffing 

(b) Staffing Process 

(1) Manpower planning :

It is concerned with forecasting the future manpower needs of the organisation, i.e. finding out number and type of employees need by the organisation in future.

(2) Recruitment :

Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.

(3) Selection :

Selection is the process of selecting the most suitable candidates from a large number of applicants. 

(4) Placement and Orientation :

Placement refers to putting the right person on the right job. Orientation is introducing the selected employee to other employees and familiarising him with the rules and policies of the organisation.

(5) Training and Development :

The process of training helps to improve the job knowledge and skill of the employees. It motivates the employees and improve their efficiency.

(6) Performance Appraisal :

Performance appraisal means evaluating an employee’s current and past performance as against certain predetermined standards.

(7) Promotion and Career Planning :

Promotion means movement of an employee from his present job to a higher level job.

(8) Compensation :

Compensation refers to all forms of pay or rewards going to employees. It may be in the form of direct financial payments like wages, salaries, commissions and indirect payments like employer paid insurance and vacation.

It is the systematic evolution of the individual with respect to his performance on the job

It refers to the process of not only building up the skills and abilities for a specific purpose but to undertake more difficult & challenging tasks.

Training is the organized procedure in which people learn knowledge & skill for definite purpose.

It is the systematic evolution of the individual with respect to his performance on the job.