Directorate of distance education master of business administration

Learning Objectives
To understand the need for and importance of enhancing motivation at 
work place.
 
ӹ To identify types, theories and models of motivation suitable to 
different contexts. 
 
ӹ To study the concept, methods, merits and demerits of launching 
a Job Evaluation Program for structuring the compensation 
packages. 
 
ӹ To know the theoretical and practical nuances of the 
Compensation function involving Wages and Salaries.
 
ӹ To understand the concept, components, contributing factors, 
significance and types of productivity in organizations. 
 
ӹ To examine the correlation between high levels of job satisfaction 
and productivity.  
 
ӹ To know the meaning, symptoms and classifications of stress and 
the stress management practices of organizations. 
 
ӹ To understand concepts such as burnout, Distress and Eustress 
associated with the study of stress. 

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ӹ To learn about the multifarious factors that is likely to affect the 
Quality of Work Life (QWL) of employees of a firm.
 
ӹ To trace out the significance of QWL movement in the context of 
Organization Development and effectiveness.
 
ӹ To appreciate the challenges faced by Human Resource Managers 
in creating a system of satisfying working conditions in an 
organization.    
Introduction
 
Human resource activities are based on the propositions that 
highest goals can be achieved only by developing and maintaining a 
loyal, efficient group of employees, who believe in the company, who gain 
satisfaction from their work, and from whom extraordinary achievement is 
an individual ambition.  In order to achieve these conditions a professional 
would need a strong foundation on the variables like morale, motivation, 
compensation and quality of work life, which are being elaborated upon 
in this unit. In the absence of an amiable and cohesive human resource 
environment, an organization’s activities would see a gradual decline, 
even if the organization is provided all resources. Organizations that 
focus their energies on achieving reasonably satisfying levels of Human 
Resource Development indicators tend to be more stable and healthy.