grand final - copy

8/14/2019 Grand Final - Copy

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Employee Motivation and Morale


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Flow of the presentation Introduction

Purpose of the Project

Why study motivation

Approach of the study

Statistical representation : Findings Graphs Scatter plots Bar diagrams

Qualitative analysis: findings

Areas of improvement

A comparative study

Recommendation

Good practices


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Introduction Study on Employee Motivation and Morale at PNCP site of

Hydrocarbon Mid and Down, E&C Division.


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Purpose of the Project

Identify the factors related to Employee Motivation andOrganizational function

To find out the areas of improvement

Do a comparative study

Recommendations


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Motivation ?


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Successful motivation involves :

qq etting people to do whatou want them to doq

qq ow much ou want them to

o itqqqq ow long ou want them too itqq

q he way ou want them too it

Direction

Intensity

Persistence

q Because they want to do it


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.braham H Maslow-908 1970

heory of Human/otivation needs= elf Transcendence= elfactualization


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High aintenance Factors Low( , , Extrinsic motivators physiological safety and social needs existence and

)Relatedness needs, , , ,Pay benefits job security working conditions company policies

ot Dissatisfied ( )with the maintenance factors Dissatisfiedotivator Factors

( - )Intrinsic motivators esteem and self actualization needs growth needs, , , , Work itself recognition achievement increased responsibility growth

Satisfied ( )with job motivator factors ot Satisfied( )Motivated ( )Not Motivated

erzberg`s Two factortheory1960


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Clear Goal setting

Employees can be motivated

by


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Rewards&

Incentives


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Sense of achievement


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RECO

GNI

TIO

N


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Team spirit, loyalty&

Strong relationships


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+wnership Participative=anagement Motivated Employees( )obbins


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Motivation is the key to finishing therace with Success

Those whorun in a raceall run, butone receives

the prize.Run in sucha way thatone may

taste thesuccess


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Why studymotivation?

be attracted tojoin and stay with the

organisation

transcenddependable

performance +engage in creative/

innovative

behaviour at work

dependably carryout their job

Katz& Kahn (1978):-

Employees must

To Gain Competitive advantage


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Approach of the studyPopulation = 67 (approx.)

Sample size = 40E&C 80% and others 20%)Technical= 92.5%Non technical= 7.5%

Sampling Method

Multistage Sampling ( stratified + random sampling)

Questionnaire formation + pretesting

Data collection( quantitative + qualitative)

Data analysis

Findings

Comparative study


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Questionnaire : rationale behind differentparameters


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Quantitative study


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=strongly disagree= disagree= = =neutral 4 agree 5trongly agree


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Motivationandmorale


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Job satisfaction


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Hygiene Factors

Statemens


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Performance and rewards


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Analysis based on work experiences:

Motivation and morale

Work Experience


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Analysis based on work experiences :Inclusiveness

Work experience


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Analysis based on work experiences : Jobsatisfaction

Work experience


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Work experience

Analysis based on work experiences :


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Analysis based on work experiences :

Performance and rewards

Work experience

Ratin

g

Findings

Low satisfactionamong employeeshaving 4 to 8yearsof experience

and0 to 2 yearsof experience


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Qualitative study


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Interview & Observation

ob dissatisfaction

.oles not as per ones qualificationo fixed working hours

ent inequity as compared to the colleagues in the office(o clarity in the task allocation reason being internal reorganization of H

ess assistance from seniors in pro

outine and monotonous job

ork overload

ultiple reporting

raining( )ore in house

.


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SE Conditions, ,ealth problems such as fatigue tiredness weight loss etcnhygienic food in executive guest houses leading t


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Suggestions (given byEmployees)

q ecreational activities and indoor. .ames such as T T table in the officeo overcome boredomq t least two Saturdays in a month.hould be offqq . .orking hours to be fixed i e max up(o 10 hours on the site except for)rgenciesqq ppreciation and Encouragement.rovided to the employeesqq ransparency in terms of Rewards andRecognitionq

q


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q

Continued :-

q /ork Experienced fresh entrants inhe teams should be increasedq

q orale boosting seminars or gatheringsqq uting every six monthsq

q . .mployee assistance program e gounselingqq


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Areas of improvement

q MBO ( management by objective)qqTask allocation as per one`s back ground and

talentqq Information sharing (task + results+ organ.)qq Inequity among the employees(reward & recogn)

qqAlign individual goal to the organization`s goalqq Culture of appreciationqq Job enrichment by provision of job challengesqq Check the gap b/w policies and practice ( HSEqq Performance based rewards and recognitionqq Transportation


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Percentage performance improvement according todifferent types of O.B. mode Reinforcers

Type of Organization Overall effect Monetary Performance SocialFeedback

atten/recog.(1) (2) (3)

Manufacturing 33% 39% 41% (no studies)

Service 13% 14% 6% 15%

ype ofOrganizations

ManufacturingServices

SimultaneosApplicatioofand 2( )No studies

%30

SimultaneosApplicatioofand 3

%41

%30

SimultaneosApplicatioof,2 and 3%44

%49

. . ,Source Dr Zubin R Mulla Professor


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Research based comparative study

Research conducted by department of labor (U.S.A.) on 1500 workers ( white collar)who were asked to rate the job factors. There findings ( Sanzotta 1977) are as follows :-

ost important

eastImportant


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(PNC

P

ostimportant

eastimportant

Comparative study


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Comparative studyGlobal Employee Engagement Vs PNCP

Employment engagement report 2008(BlessingWhite,Inc.) : Global Findings


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Recommendations

q ppreciation and Awardsq roper feedback should be providedfter very goal achievedq haring of information regarding+ +asks results Organizationstrategyq ore challenging and responsible taskq ( )ncentives piecemeal based on+ +ndividual Team Organization`sperformanceq eview of HSE conditionsq eview of working hours and holidays


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Continued:-

q ask allocation based on mployee`s qualificationq ransparency in rewards and recognitionqq erformance based rewards


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Operant conditioning (1953) :-

A desired voluntary behavior which

leads to

reward or prevents a punishment or

People learn to associate stimulus and

response

. .F skinner-904 1990


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chedules ofreinforcementeinforcement scheduled Nature of reinforcement ffect of behaviorContinuous

Fixed Interval

Variableinterval

Fixed ratio

ariableratio

Rewards after each

Desired behavior

At fixed timeintervals

At variable time

At fixed amounts ofoutput

At variable amountof output

+ve but rapidextinction

average performance+rapid extinction

+Moderately high slowextinction

High and stableperformance but rapid

extinction

+Very high performanceslow extinction

umber of 2 3 4 5 7 8 9 10 11 12 134 15

- :ariable ratio schedule Commissionedsalespeople


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Good practices

qGood interpersonal relation amongst teammembers + boss+ subordinates

qq Freedom of expressionqq Company values new ideasqqSite based job : good learning experience +

value add to the skill setsqq High accountability of the jobqq More autonomy and less supervision

q


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References

(h e b es t o f t h e Ga l lu p M an a ge m e nt J ou r na l ed i te d b y)e of f r ey Br ew e r an d B ar b Sa n f or d.r ou p pr o ce ss e s by Do ne l s on R F or sy t h

p pl i e d H um an Re la t io ns an or g a ni z at io n al a p pr o ac h by Ja ckH a l l o r a n

r ga n i za t io n B eh av i ou r b y Ro b bi nsn du s t ri a l ps y ch ol o gy by H ar r el

, . , . . .m pl o y ee en ga g em en t r ep o r t b y B le s si ng W hi te I n c U S A


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Thank you

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