Money ISN'T THE ONE Motivator Management Essay

We are presenting our term task that was chosen from one of the matters provided by the course instructor. We are pleased to present our survey on matter Money is not the sole motivator" This research provided us a fantastic chance to comprehend the concept of motivation and its applications in practical world. We decided to go with Pakistan State Olive oil as our organization for our research.

We would also prefer to thank all our respondents, who had been kind enough to answer our questionnaires and gave their valuable time in guiding and informing us about their conception on our issue. We acknowledge all of your support and help because of this research.

We sincerely give thanks to our instructor Ms Unzela Hasni on her behalf support and trust in our capabilities.

Yours Sincerely,

Syed Ahmed Asad (12131)

Bilal Jawaid (12093)

Riaz Ramzan Ali ((10712)

Abdul Moiz Mughal (11540)

Maryam Abbasi (11869)

Acknowledgement

We commence by expressing our appreciation to your Lord, the Almighty Allah without Whose Information and can, all is impossible.

We are also highly thankful to our teacher and instructor, Mr Unzela Hansni, whose teaching has given us great knowledge and a look in to the professional world of People Resource Management and its various aspects. This article has sharpened our capacity to interpret the ideas and methods with greater sensibility.

Executive Summary

Pakistan State Olive oil is the leading essential oil company in Pakistan's energy sector with major retail outlets to provide all sectors and consumers of Pakistan. PSO calls for pleasure to keep tradition of brilliance and it is fully committed to meet energy needs of future. PSO is one of local firm that holds an prize for bringing in employees because of their strategic human source of information practices. PSO calls for it human learning resource management as the most important department with their company because they treat their workers as their most crucial asset. PSO along its effective settlement plan (economic) holds a great many other techniques and ways of modern time to keep employees employed and make sure that they are trying for the attainment of company's goal. In this particular article we surveyed PSO to collect valuable information on different motivational aspects and methods utilized by management to make sure employees feel interested at the job and have a sense of belonging to the business. We discovered various techniques such as performance management, motivational surveys, employee honors, recreational facilities, training and development and others.

Hypothesis

H0: PSO is prosperous in motivating its employees

H1: PSO is not successful in motivating its employees

In our research we assumed that PSO is one of the very most successful domestic organizations to keep a motivated labor force in Pakistan, so to test our hypothesis we went to the organization and interviewed 2 top professionals and acquired questionnaires crammed from 12 employees associated with mature, middle and lower level management positions. Our hypothesis is to verify whether a determined group of employees help individuals and business to achieve job satisfaction, productive employees, more profit, self applied development and an effective work place (culture).

Methodology

We used research structured methodology to work on this article. Our research was conducted in several steps which include

Planning which matter to choose

Choosing the Organisation

Collecting supplementary information from different options such as

Human Tool Books

Internet

Articles from Harvard Business Review

Next we designed a questionnaire

Site visit (PSO)

Get our questionnaires filled

Interviewed two managers

Assembled most important and secondary data

1st draft report to check plagiarism

Final report

INTRODUCTION

PSO: Overview

Just like any other competitive business, PSO is a challenging petroleum products' marketing expert, supporting foresight, quick judgment and hard work and acumen. At PSO, we've been making new grounds since our situation on the market. By producing a competitive product profile, aligning our corporate and business social responsibility, putting up up storage space depots at far-flung areas, presenting comparative marketing techniques, energizing industrial institutions, encouraging the country's defense forces, ensuring customer's satisfaction and provision of home based business difficulties, PSO has been establishing the standard for other oil marketing companies through the 25 years of its excellent presence.

Under the strategy, Express Oil Company Limited - a private company had by the Federal government in which executing were vested on 15th Sept 1976 - took over the whole undertakings of Pakistan's Oil limited companies and Country wide Petrol limited companies as disclosed in their respected financial statements declared on June 30th.

The company then later converted in to People limited company.

In awareness for the copy, the reconciliation program provided all shareholders of the two previous companies, PNOL and POCL, be issued fully paid-up normal shares of PSO against their holdings in PNOL and POCL along with totally paid-up premium shares. This was done at the pace of just one 1, 185 PSO shares for each and every 1, 000 stocks of PNOL and 1, 136 PSO stocks for each 1, 000 stocks of POCL.

The inception period of any company is definitely comparatively difficult but for an organization appearing from the merger of three individual units, the problems can become more complex. PSO, during its first time of procedure, was no amazing. However, the majority of the problems were properly solved and taken care by the company.

PSO sold a complete of 2, 514, 000 tons of petroleum products till June 30th 1977. This made a turnover of Rs 404. 53 crores. Such meager return was partially because of the unrealistic gross margins, which were open to the engine oil marketing companies in all main products and were fixed by the government dating back to 1963.

At the finish of the first calendar year, the level of the PSO functions was that it possessed four sea terminals, 34 inland depots, four blending plant life and 950 shops. Of the retail outlets, 715 were gasoline and HSD stations, 126 service stations, 44 LDO farm channels and 65 kerosene stations.

In its first season of procedures, the upcountry storage capacity of the company was augmented by 33, 000 lots. The storage area capacity was founded at Gilgit, Chitral and Skardu, permitting the residents of the Northern Areas to acquire their requirements of petroleum products throughout the year and at reasonable prices.

By the second year of functions i. e. 1977, the business had successfully overcome the initial problems of the merger, creating itself as a homogeneous commercial make capable of playing its rightful role in the economical progress of the country. It sold 1, 826, 000 metric tons of petroleum products through the calendar year as against 1, 746, 000 tons in the first season. This indicated an increase of 4. 56 per cent.

Since then, PSO's success history has prolonged with the business making a solid effect on the country's overall development over the years with excellent leads for further expansion.

A cursory look at "PSO at a Glance" in the twelve-monthly report reveals exceptional financial strength gathered since inception. Statistics, though somewhat constrained, nevertheless, provide a picture of all-round improvement despite temporary setbacks.

The company's shareholders have reposed unwavering confidence in the astute financial insurance policies followed by this company which have not only given extremely attractive cash dividends year-after-year but also a steady increase in the shareholders' equity from Rs 116. 2 million in 1977 to Rs 9, 808 million in 2001.

Where do we stand today?

PSO's sales earnings during FY-2001 rose to Rs. 170 billion, demonstrating a growth of 25. 7% over the prior year. The business received an all-time record gross income of Rs. 6. 4 billion, that was up by 12. 4% in the preceding year. The income after taxes was Rs. 2. 25 billion. This was marginally greater than the previous year's earnings of Rs. 2. 23 billion.

If PSO had not made these provisions, the company would have reflected yet another revenue of the same amount, which would have resulted in significantly higher revenue than the preceding time.

Not only that, the business has emerged as one of the country's few major taxpayers in the corporate sector. PSO's business operations have helped acquire through the years Rs 338 billion in tasks and taxes with respect to the government.

Integral to our success are our attempts to provide our customers an unmatched service based on innovation, deep treatment and our eye-sight for future years. Accordingly, we've launched an extreme plan to build New Eye-sight outlets in order to provide better quality service to its customers. Some 330 New Eyesight retail outlets have been proven all over the country in a short period of two. 5 years, which is a record.

At the same time, to set high requirements of customer support, the number of Company-owned and Company-operated (CoCo) sites has risen to 20.

Yet another ambitious program that PSO has launched will see the promotion of Internet, especially in inaccessible areas of Pakistan. A complete of 500 shops should be given Internet service, which is currently offered by 150 outlets.

The school of thought of HR in PSO

1. Consider individuals asset as the one advantage which gets liked by duration of time.

2. Always the right person at the right place for the right job.

3. Continuously re-align organization consistent with contemporary business procedures.

4. Make Corporation responsive by which makes it lean and flexible.

5. All HR issues to be handled with transparency and keenness.

Work environment in PSO

Employee Recognition

To raise the morale of employees an incentive and recognition design is in place for the last couple of years and is a great source of creating a nature of healthy competition between employees. Each year employees are nominated for just two company-wide ceremonies viz

- 'Shaukat Raza Mirza Management Superiority Honor' and

- 'PSO Managing Director's Performance Award'

Motivation Survey

Special efforts for continuously enriching our business systems and applying relative strategies will always be fruitful which are targeted at augmenting a work culture that increases employee desire as well as getting a better understanding of forces that patterns motivation, attitude, tendencies patterns and anticipations.

Employee Motivation studies are conducted that understand the needs, ideas, concerns and perceptions of our own human being capital about the business and what they value in conditions of professional and personal pursuits and bonuses. Keeping a human being element is brain these surveys help identify a meaningful employee marriage with the organizational targets and understand their job obligations and work goals.

Communication:

Open-book & direct approach environment

An assortment of forums/meetings at hand (Professional Committee, Management Committee, Staff Leadership Team) encourage discipline and accelerate establishment of operations & systems.

Encourage team work & group dynamics while inculcating a feeling of possession through empowered Cross Functional Clubs (CFTs)

Employ Business Process Reengineering (BPR) to keep an international working environment by streamlining techniques and removing needless layers

Interactive trainings are regularly performed by the Managing Director by any means levels because clear, coherent and consistent announcements ensure that employees are able to integrate the inputs to their thinking

All organizational changes are announced

Tolerance

We have high ethical specifications and a 'Business Rules and Ethics Policy' in place. We value, encourage and inculcate commercial reforms, good governance, best business tactics and an environment of continuing adherence to 'Zero Tolerance', resulting in the introduction of our human capital and conference all business challenges.

Facilities and Recreational activities

PSO encourages outdoor recreation of workforce at all levels. Development and performing of "PSO Team" provides assist with employees for his or her mental and physical health as well as for their public activities. Athletics and outdoor recreation are sorted out through this website, where employees and their families should participate.

It is our priority to ensure the employees are in good condition and health. To actually show that we care, we have in-house food service with subsidized foods in a cafeteria that can serve all the employees stationed at PSO House. Employees can enjoy gymnasium service right in PSO's corporate vicinity, a capability of walking from your workstation to a private health club for a revitalizing workout.

Performance Management

System of effective performance and feed back is exercised at PSO and is also a significant shape of our own appraisal management

Individual performance is sorted with the business enterprise goals and goals of the company

Performance-based rewards can be found on early basis

All management employees twelve-monthly appraisal via a population spread

Human Learning resource Awards

In Sept 2007 Engage Human Resources (consultancy, alternatives and services) together with the Pakistan Contemporary society of Human Resources Management (PSHRM) conducted a inclination analysis interviewing 550 graduating MBA students from 8 colleges, chosen from the latest Higher Education Commission ranking study.

December 18, 2007, Karachi - (PSHRM) and Engage RECRUITING, announced the results of the first Most Preferred Graduate Employer 2007 study at the service kept for 'PSHRM Graduate Workplace Awards 2007'.

As we create an aspiring internal reliability along with leading HR techniques delivering that promises, we standout for graduating MBA students as the most preferred place to work. Pakistan Express Oil acquired the 'Most Preferred Local Company Honor' as the best placed Pakistani company using their perceived attractive settlement package as the main reason for their capacity to attract talent.

Literature Review

Motivation

Motivation is the process that is a mixture of individual's intensity, route & persistence of effort toward attaining an objective. We would like to describe each element separately.

Intensity- states how hard a person will try, or how much work he will apply in his job

Direction- A person should know the areas where he must put more or less effort.

Persistence-states just how long a person could maintain his effort

Effort that is directed toward and consistent with organizational goals is the kind of effort that we must be seeking.

Managers are the nervous system of any corporation, so they play the key role to be sure of motivational procedures that are necessary for an organization. Major steps which managers should take to motivate employees are

Recognize individual differences

Use goals and take responses on these goals

Link reward to performance

Check the pay back system

Make sure employees are present in decision making which straight affect them

There are two basic ways to stimulate employees. They are financial and non-monetary techniques that are used by management. Furthermore before using rewards to encourage employees we have to take some tactical decisions. These are what ought to be the pay structure? How exactly to pay employees? Whether there must be adaptable benefits or not? How the company should build its reputation programs?

First major decision is what things to pay, that is to determine a pay composition. It is a rather intricate decision and entails balancing interior and external collateral. However the best pay system will pay the work what it is worth while also paying competitively relative to the labor market.

Second decision is how to pay, whether there must be variable programs or skill based mostly programs.

Variable Pay Programs

A part of an employee's pay is dependant on some specific and/or organization way of measuring performance

Piece Rate: Workers are paid a set sum for each unit of development completed

Merit-Based: Predicated on performance appraisal scores. This merit based mostly pay is motivating for employees because if they are designed properly, individuals can see their performance and compensation they are receiving.

Bonuses: Praise recent performance alternatively than historical.

SKILLED BASED PAY:

It is also known as knowledge based mostly pay, it places pay based on careers or skills a worker can perform.

Profit Showing plan: These are organization extensive programs that send out compensation based on some established formulation designed around a company's success. These can be cash outlays or stock options.

Gain writing: It is a formula structured group incentive plan. Rewards are tied to production gains never to profits.

Employee Stock Possession Packages: In the program employee acquire stocks and shares mainly below market price within their benefits, it increases staff satisfaction but its effect on performance continues to be not yet determined.

Third decision is what benefits to offer, another aspect is known as adaptable benefits.

Flexible Benefits:

It allows each staff to construct a benefits offer individually tailored to his needs and situation. Three most popular benefits programs are

Modular ideas- a predesigned offer of benefits come up with to meet needs of specific band of employees

Core-plus ideas- consists a primary of benefits and a menu like collection of other benefits.

Flexible spending ideas- allow employees to create besides up to the dollars amount offered in the plan to cover particular services.

Employee Acceptance:

Fourth is to build a comprehensive employee acceptance program. It varies from a THANKYOU to broadly publicize formal programs in which specific types of patterns are urged and steps for attaining identification are clearly diagnosed. Two of the most popular methods are giving gift ideas certificates and cash rewards. In addition, it includes supplying personal focus on employees.

But all factors described above holds some benefits and drawbacks. Benefits of it are

Fulfill employees' desire for recognition

Inexpensive to implement

Encourage repetition of desired behaviors

Non Monetary Methods to Motivation:

There are some non economic approaches to stimulate employees. To move forward further we need to understand job design first i. e. way the elements in a job are sorted out.

First way to redesign a job to motivate a worker is job rotation that is periodic shifting of staff in one job to another. When an activity becomes unchallenging staff is shifted to some other job usually at the same level of skills requirements. One other way is job enlargement in which variety and variety of tasks of a worker are increased; this can be a horizontal expansion within an employee's job design. Similarly, we develop vertically to which is known as job enrichment. It does increase the degree to which staff member settings planning, execution and evaluation at the task.

Furthermore there are some alternative work preparations. These are

Flexitime:

Employees work throughout a common center time work daily but can set up their total hours a day by themselves from the group of hours outside the core.

Job sharing

It is a practice in which a 40 hour a week job is separated between 2-3 employees. It allows management to bring on talents greater than one person in a given job and is mainly suitable for female workers.

Telecommuting

It identifies employees who do their work at home atleast 2 times a week over a computer that is linked to their office. Three types of jobs suits this method

Routine information handling task

Mobile activities

Knowledge related jobs

Employee Engagement:

It is a process that supports participative management by using employees type to increase their dedication to the organization's success. By increasing employee autonomy and control over work lives (involvement), organizations

Increase employee motivation

Gain higher organizational commitment

Experience greater worker productivity

Observe higher degrees of job satisfaction

Three major types of employee determination are

Participative Management

Subordinates share a substantial amount of decision-making power with their immediate superiors

Representative Participation

Works Councils: Sets of nominated or elected employees who must be consulted for just about any personnel decisions

Board Representative: An employee sits over a company's table of directors and presents the hobbies of the firm's employees.

Quality Circle

A work group of employees, who meet regularly to discuss their quality problems, investigate triggers, recommend alternatives, and take corrective actions.

Articles on Inspiration from HARVARD BUSINESS REVIEW:

To make our research more interesting we made a decision to summarize some very interesting article from Harvard Business Review which we were advised to read regularly by our trainer. Personal references to these articles are given at the end.

Article 1: "Say, Tom, Let Me Whitewash a Little": THE ENERGY of Intrinsic Desire:

Article Link: http://blogs. hbr. org/erickson/2007/07/say_tom_let_me_whitewash_a_lit. html

Summary or this article:

This article produces clear sense of what intrinsic motivation is. Intrinsic motivation is the determination to engage within an activity without some exterior rewards (i. e. French benefits) or quite simply we can say that it's the inspiration that originates from inside of an individual rather than from any exterior reward. It's the pleasure one gets from the duty itself or from the sense of satisfaction in completing or even focusing on the duty.

The computer games will be the best example as it's suckled on the basic principle of intrinsic motivation. The growing skill level and the increasing amount of difficulties led to effective online learning with the drive for players to move towards "the next level". In the same way within this kind of ethnic norms, smaller steps are much better than the best infrequent increment.

If workplace take up same culture than the personnel will continue to work harder to compete with colleague and move towards another level in order to achieve the desired goal. Nowadays the labor force are adopting this culture i. e. using games (whether addictive or not) in which there's a use of intrinsic rules to encourage self-motivated work activities that can led to enormous effective development.

This is a successful strategy because people want to move to next level as fast as they can and in labor force competition among workers motivate these to work hard and to move towards the next level to be able to achieve goal after which they get self applied satisfaction and pleasure which is known as Intrinsic Desire.

Article 2: "Four Determination Mistakes Most Market leaders Make":

Article Website link: http://blogs. hbr. org/cs/2011/10/four_motivation_mistakes_most. html

Summary

This articles talks about the motivational problems the leaders make while leading their employees. The first blunders they make are by always thinking rational and create aggravating unintended results. The leaders should rather focus on five sources of meaning for humans at the job: the impact of the work on society, the client, the company, the team, and "me. " Another blunder that is made by the market leaders is focusing on offering monetary bonuses only. Experience and numerous studies, however, show that big bonus products are less effective than smaller, sudden gestures, because products create a romantic relationship while bonus products are solely transactional also market leaders are habitual of supplying orders rather listening to the employee's perspective. Lastly the market leaders need to be optimistic and do not search for problems. Concentrating on problems tends to create exhaustion and resistance, instead concentrate on how your organization's or individuals', strengths may be used to overcome your challenges.

Questionnaire

For the length of time have you been a part of this corporation?

Less than 5 years

5-10 years

10-15 years

More than 15 years

What is your level of satisfaction with the working culture of the business?

Highly Satisfied

Satisfied

Moderate

Dissatisfied

Highly Dissatisfied

Rate the following statement

"Professionals are thinking about motivating the employees"?

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

What is your satisfaction level with the incentives provided by the company?

Highly Satisfied

Satisfied

Moderate

Dissatisfied

Highly Dissatisfied

Please rate the statements given underneath in line with the following evaluations.

1 for Strongly Agree

2 for Agree

3 for Neutral

4 for Disagree

5 for strongly disagree

Reasonable periodical increase in salary

Job Security

Good Relationship with other personnel members

Effective performance appraisal system

Effective promotional opportunities

Performance appraisal activities are helpful to get motivated

Support from the other workers is effective to get motivated

Organization recognizes and acknowledges your projects.

Organizational Procedures motivates for achieving its goals and objective

Do you think that bonuses and other benefits will influence your performance?

Yes

No Opinion

No

Does the very best Management require you in decision making which can be connected to your section?

Always

Usually

Often

Sometimes

Rarely

Never

Do you think Internal Competition takes on an important role in staff motivation?

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Does ethical rules of the business influence employee inspiration?

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Do you agree that employees are located on their jobs according to their field of interest?

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Does your task provide you the opportunity to continually progress to more senior positions.

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

How will pressure motivate you?

Handling Competing Priorities

Facing Tight Deadlines

Managing Setbacks

Being in a team motivates you?

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Results

For how much time are you a part of this corporation?

Less than 5 years

5-10 years

10-15 years

More than 15 years

Out of 12 people we interviewed 4 were doing work for less than five years, 6 were working for more than five years and 2 employees were PSO's part for approximately 12 years.

What is your degree of satisfaction with the working culture of the business?

Highly Satisfied

Satisfied

Moderate

Dissatisfied

Highly Dissatisfied

A very positive reply was noticed as 59% of the test was satisfied with the organization culture of PSO as it includes an insurance plan of orienting employees matching to their need, which then leads employees to comprehend the culture more easily. Secondly, available door insurance policy and firm of co-workers is urged in PSO that allows high satisfaction levels. PSO is regarded as an "EMPLOYER OF CHOICE" for which it received an prize in 2007. 25% of the sample was satisfied reasonably while left over 16% were employees who were working for more than 10 years and proved their extra satisfaction as a result of growth, status and respect that they received in their job at PSO.

Rate the next statement

"Professionals are interested in motivating the employees"?

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Open door insurance policy, performance management, career development, workout sessions, authority and being a part of departmental decision making are some factors that aroused 67% of the sample to list this declaration with the second option, however some employees who remain new to the organization ranked it as natural that executives aren't biased towards other employees but they are also in a roundabout way involved with decision making. Top management provides help with particular issues, they encourage Mix functional teams, Worker Business Process Reengineering, ending up in employees, different informational and interactive sessions and make sure that all organizational changes are well announced.

When the response of the 33% employees was proven to a top professional Rashad Usama brand director lubricants, he provided us with the answers that it is our policy of first examining fresh employees and let them show their potential then with the respective supervisors a full training and development plan is made for them.

What is your satisfaction level with the bonuses provided by the business?

Highly Satisfied

Satisfied

Moderate

Dissatisfied

Highly Dissatisfied

16 % employees were highly content with their benefits which include medical care insurance, petrol, children education, pension finance, paid holidays, trips and etc, 67 % employees were just satisfied as they think even in difficult times PSO assumed them as their property and rest exhibited moderate responses. In addition employee recognition honours, ethical standards, tolerance policies and facilities such as gym, cafeteria and PSO team plays a great role in keeping employees proactive.

Please rate the statements given underneath based on the following scores.

1 for Strongly Agree

2 for Agree

3 for Neutral

4 for Disagree

5 for strongly disagree

Reasonable periodical upsurge in salary

Job Security

Good Romantic relationship with other staff members

Effective performance appraisal system

Effective promotional opportunities

Performance appraisal activities are beneficial to get motivated

Support from the other workers is helpful to get motivated

Organization identifies and acknowledges your projects.

Organizational Insurance policies motivates for attaining its aims and objectives

84 % employees highly decided with 2nd, 3rd and 7th declaration while for other claims mix replies were seen. Individuals are inspired in the business as they get acceptance & acknowledgement for his or her good work from supervisors. Performance appraisal is turned into a motivating element in the business as performance management is applied in the business, employees feel safe during their appraisals as they know they may be been scrutinized for their own betterment. Around 91% of the test explained that they get to know where they stand through their appraisals.

Do you think that incentives and other benefits will influence your performance?

Yes

No Opinion

No

We always expect a confident answer this question but this is not the reality in this business world nowadays, trend has altered. Employees who have been a part of organization for an extended part of their career feel that autonomy, authority, position and recognition are more valuable to them then incentives and benefits; this type of response is also turned out in this question by mature managers of our own test. However employees who are in the middle of their career or starting it feel that both of these factors are important for accelerated performance.

Does the most notable Management entail you in decision making that happen to be linked to your department?

Always

Usually

Often

Sometimes

Rarely

Never

66% of the test replied that they are usually involved with decision making as these were middle level managers, while 17% were always included because of their experience specifically and due to their position and experience in virtually any Strategic Business Product. For example Mature Administrator Lubricants were always there when issues related to their field were mentioned. However rest of the sample was hardly ever involved in decision making but their views were shown by their ordinates in the assembly.

Do you think Internal Competition takes on an important role in employee motivation?

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Almost everyone who was simply sampled strongly decided to this question and added that not only internal competition helps to keep a person heading but external competition is also providing them with hard time. " 2008 world turmoil make us understood that people need to work on our competencies as they provide us a major edge on other recruits or employees, similarly it strengthens our promotional functionality and allows company to meet its goals " said by assistant administrator petroleum.

Does ethical key points of the organization influence employee desire?

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Organizations with proper moral standards are able to attract better recruits same is the case with PSO, PSO was among some primary companies to impose these standard in their firm. Around all employees agreed to the question. To put into practice these specifications PSO has opted for a great payment strategy.

Example: For labor workforce and assembly series employees at PSO's terminals especially they launched concept of HSE (HEALTH SAFETY ENVIRONMENT). The employees working at the posted places are encouraged and maintained through following

Educating employees towards the value of taking precautionary measures throughout their work hours to be able to guard their health.

Declaring Employee of the month: satisfying all the requirements of HSE program

Cash gain for labor labor force for compelling to the safety precautions provided: Rs. 1500

Cash benefit to assembly brand employees (level I) for compelling to the safety precautions provided: Rs. 2300

Do you agree that employees are placed on their careers according to their field appealing?

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Around 84% of sample strongly agreed, relating to them PSO recruits person in departments where they should go and work with their full potential, however PSO also provides flexibility to experienced employees as they can transform their field within the business when they see any vacancy. 16% of employees were quite neutral relating to them experts who can bring a significant change are given assignments that are challenging and can encompass significant amounts of responsibility which relating to us is a superb motivating factor.

Does your task provide you the opportunity to continually move forward to more mature positions?

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

67 % employees who will work in PSO for at least 7-8 years firmly decided to the assertion as succession planning, staff recognition and promotion are major elements of PSO philosophy as they are monitoring these factors in this stage of profession; however 33% of employees were natural to the question.

How does pressure motivate you?

Handling Competing Priorities

Facing Tight Deadlines

Managing Setbacks

Top professionals responded with the 3rd option as they are accountable for the complete department, whereas snooze 84 % of the test size responded with all of the options above. However they were reluctant in choosing the option of small deadlines.

"Sometimes these deadlines are energy drink for us, but sometimes we have to take anti-depression tablets". (Response of a worker questioned)

Being in a team motivates you?

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

67% replied that being in a team is a blessing for them as it allows them to utilize a movement, 25% disagreed because they thought these were more satisfied individually and 8% continued to be neutral.

How important do you consider training is good for enhancing employee inspiration and worker performance?

Very Important

Important

Moderately Important

Of Little Importance

Unimportant

Some recommendations

Pso also needs to work on

Western motivation methods

Etc

Conclusion

Hypothesis proved

Motivation is done in PSO

Advantages

Some methods

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