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Upstream Monitoring and Regulation Department of Petroleum ResourcesAPRIL, 2013
POSITIVE CHANGES TO MOTIVATE THERESOURCES MANAGEMENT (RM) TEAM
MEMBERSBy
Onwunyili Christian Chime
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Presentation Outline
R & M Mandate
Overview
The Barriers
Assumptionsthe Killer
Motivation
What they Want
The Proposal
The Art of Positive Reinforcement
Benefits
Conclusion
Recommendations
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RM MANDATEThe Petroleum (Drilling and Production) Regulations of 1969 and
regulations derived therefrom Supervise and monitor all Upstream Production Activities and Operations in
Nigeria in line with applicable Law and Regulations
Grant approvals for Well Test and Production Allowable
Maintain a Databank of the National Reserves and Production Information
Implement Government Policies Relating to the Conservation of PetroleumResources
Set Standard and Guidelines to Ensure Sustainability of Petroleum Resources
Advise Government and relevant agencies on technical matters and policiesrelating to Petroleum Resources Management.
Work Programme & Unitization
Oil & Gas Characterization
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Overview
The Problem:
Inadequate staffing
Change in reporting frequency
Low staff morale
More status?, higher pay?, better working conditions?, flexible benefits?
The Need:
Improve Productivity, Quality and Service
Motivation
Punishment and Reward
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The Barriers
We dont get paid extra to work harder
Weve always done it this way
Our bosses dont have a clue about the stress were passing through
It doesnt say that in my job description
I have not completed my last years annual leave
I cant continue spending my hard-earned money on recharge cards because ofthis work
Im going to do as little as possible without getting fired
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Assumptions..the killer
Assumptions about what drives others
Are others like you?
Forcing people into things that are supposedly good for them
Neglecting the need for inspiration
Delegating Work vs. Delegating Responsibility
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Motivation
the heart of motivation is to give people what they reallywant most from work. The more you are able to provide
what they want, the more you should expect what youreally need, namely: Productivity, quality, and service.
(Twyla, An Honest Days Work)
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What They Want
More interesting work
More efficient bosses
More opportunity to see the end result of their work
Greater participation
Greater recognition
Greater challenge
More opportunities for development
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The Proposal
Organisations Policies and Attitudes (flexible work, reward,promotion, training & development, and participation)
Management Training on Motivation Practice and RelationshipBuilding
Walking the Job ( a pat at the back can go a long way)
Working Tools
Looking for real participation( sharing the problem solving anddecision makingwho implements the change?)
Demonstrate Support
Remove Demotivators (unfairness, barriers to promotion, lack ofrecognition)
Feedback System (Consult fully with staff and unions)
..development, progress and accomplishments are shaping up??
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The Art of Positive Reinforcement
B. F. Skinner and his Skinner Box
Operant Conditioning
Behaviour which is reinforced tends to be repeated (i.e.strengthened); behaviour which is not reinforcedtends to die out- orbe extinguished (i.e. weakened)
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Understand the differences between real ,
longer-term motivators and short-term spurs
Be wary of Cash Incentives
it doesnt motivate for long
The fact that you are concerned to find out what iswrong and do something about it is in itself a
motivator
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Benefits
Achieve goals
Gain a positive perspective
Create the power to change
Build Self-esteem and capability
Manage personal development
The Impression:
Our Department
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Conclusion
Improved productivity, quality and service from the Department, and from the
Resources Management Unit in particular, depends on the level at which
employees use their talents
Employees would not attain their full potential, and use their talents, if Staff
Motivation is not taken seriously
Positive Reinforcement should be the driving element in staff motivation
Aligning staff individual development plans with companys objectives is a good
motivator
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RecommendationsIn view of the foregoing, recommendations are made as follows:
Top-Level Management:
Organization policies and attitudes should be altered by issuing fresh guidelines, to all unitheads, that affect flexible work, reward, promotion, training and development, andparticipation
Team Leaders:
Should demonstrate full support to team membersPerformance & Appraisal Unit:
Should recognize on monthly basis the best performing staff for each unit in the Department,by way of cash rewards and commendation letters
Communicate also with the non-performing staff
Promotion should be tied to performance (not automatic)
Training Department:
Should design top quality training programmes that would enable staff perform their jobs,based on need, and in line with individual Development Plans
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Thank you for listening
Questions?