Ob Assignment Final
Ob Assignment Final
Ob Assignment Final
Contents
1. INTRODUCTION OF COMPANY ........................................................................................ 2
4. FINDINGS............................................................................................................................. 12
5. RECOMONDATION ............................................................................................................ 27
6. CONCLUSION ..................................................................................................................... 30
7. APPENDIX ........................................................................................................................... 31
8. Reference ............................................................................................................................... 33
9. BIBLIOGRAPHY ................................................................................................................. 36
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1. INTRODUCTION OF COMPANY
VISION OF COMPANY
“Be a leading business creating enduring value for all stakeholders, whilst being a catalyst of
economic growth & supporting sustainable development” (stomaldives.com, Annual report 2013,
2013).
MISSION OF COMPANY
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The entire operation of STO is now built on the SAP ERP platform. As a result, the Company has
identified the need or SAP trained professionals in the organization and also organization can plan
training program both local and foreign employees. The below shows the current status in genders
of employees work in STO.
Figure: 1.1
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According to Gareth Jones, Jennifer George and Charles Hill define motivation as “psychological
forces that determine the direction of a person’s behavior, a person’s level of effort, and a person’s
level of persistence in the face of obstacles”.
“Motivation is the process whereby goal-directed activity is instigated and sustained.” (Gardner,
1985). Motivating employees begins with recognizing that to do their best work, people must be
in an environment that meets their basic emotional drives to acquire, bond, comprehend, and
defend (Nohria, 2008). The authors identify the organizational levers that companies and frontline
managers have at their disposal as they try to meet workers’ deep needs. Reward systems that truly
value good performance fulfill the drive to acquire. The drive to bond is best met by a culture that
promotes collaboration and openness. Jobs that are designed to be meaningful and challenging
meet the need to comprehend. Processes for performance management and resource allocation that
are fair, trustworthy, and transparent address the drive to defend.
STO motivates the staff by providing challenging tasks, a smart corporate culture and long-term
progressive perspectives (Organization, 2014). The top priority of the management is to develop
employees so that their services in turn propel the company’s performance. In this regard, the
company encourages staff initiatives and participation in the decision making process. The factors
that motivate employees are as follow:
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with an annual bonus according to the annual bonus plan. This is a reflection of the fact
that the Company’s management has appreciated the employee’s hard and dedicated work
and also employees are fully motivated.
In STO there are given reward according to performance of employees. Every year and
every month company expected a high performance from their staff sides.
According to Victor Vroom says his expected theory states that the intensity of a tendency
to perform in a particular manner is dependent on the intensity of an expectation that the
performance will be followed by a definite outcome and on the appeal of the outcome to
the individual (www.yourcoach.be, 2003). This strategies is related STO company
philosophies which there given reward based on the performance. Those philosophies and
polices, staff gets different amount of rewards. Some of monetary and non-monetary
benefits provide by State Trading Organization are as follows:
a) STO also gives a keen importance to staff empowerment by providing the
opportunity for employees to work as leaders.
b) While at the same time STO’s HRD create the opportunities to move up the ladder
in their respective field.
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employees to shadow more tenured staff. According to the Michel Armstrong, “Training
is systematic development of the knowledge, skills and attitudes required by an individual
to perform adequately a given task or job”. During the last year, STO total of 382 staff
participated in various short-term training programs, while 72 staff continued in company
sponsored long-term trainings of local and overseas programs (organization, Human
resources report, 2014). In 2013 STO has given strong emphasis on staff training and
development. As such, career and capacity development remains a top priority of the
company’s HR strategy.
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and levels of pay, benefits and other forms of compensation. This constitutes measuring
job values, designing and maintaining pay structures, paying for performance,
competence and skill, and providing employee benefits. However, compensation
management is not just about money. It is also concerned with that non-financial
compensation which provides intrinsic or extrinsic motivation. The philosophy behind
State Trading Organization (STO) compensation program is to create a compensation
program that support the company’s and employee mission and values and objectives.
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By following those strategies, STO increase the productivity and increase the work performance
of employee. Here are some of the areas which increase the productivity of company.
Figure: 3.1. Show the financial indicators of STO (Organization, Human resource report,
2013)
Figure: 3.2. Show the financial indicators of STO (Organization, Human resource report, 2013)
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In the figure 3.1, 3.2 and 3.3 show the changes in the organization productivity. Those all changes
comes from employee sides. It is depending upon how much employees are satisfied and motivate
a particular company. In the figure 3.1 shows the financial ratio of the company in year 2009 to
2013. By looking those data, find that each year entre financial profit increase and company rapidly
growth in country.
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4. FINDINGS
In this assignment, data are collected by filling the questionnaires. In the questionnaires form there
are 15 question which is related the employee motivation and collecting feedback from employees.
Total number of respondent’s employees are 20. In this assignment used graphs, table’s pie charts
for analyzing the data. It helps to correlate the data and identify it easily. It was very helpful to
give the suggestions and ideas using these tools. Below shows the status and interpretation of
questionnaires form.
Figure: 4.1
14
12
60%
10
8
40% Male
6 Female
0
Male Female
INTERPRETATION:
The above data shows that 48% of the respondents’ are Male
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Figure: 4.2
Qualification
50%
10
25%
5
15%
0 10%
O'Level
Diploma
Graduate
Above
Graduate
INTERPRETATION:
From the above data we can understand that 5% of the respondents’ have completed
O’Level
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Numbers Percentage
10-20% 2 10%
20-40% 12 60%
40-60% 3 15%
60%100 3 15%
Figure: 4.3
10
4 15% 15%
10%
2
0
10-20% 20-40% 40-60% 60-100%
INTERPRETATION:
The above data shows that between 20-40% of company information know 12 employees
The above data shows that between 60-100% of company information know 3 employees
The above data shows that between 40-60% of company information know 3 employees
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Numbers Percentage
Less than 1 years 9 45%
1-3 years 7 35%
3-5 years 3 15%
5 -9 years 1 05%
More than 10 0 0%
years
Figure: 4.4
INTERPRETATION:
The above data shows that 9 employees are work less than one year
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Numbers Percentage
Rewards 15 75%
Compensation 3 15%
Organizational 1 5%
culture
Organizational 1 5%
policies
Figure: 4.5
5% 5%
Rewards
15%
Compensation
Organizational Culture
75% Organizational Policies
INTERPRETATION:
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6. Below table shows the respondents of job makes good use of my skills and abilities.
Numbers Percentage
Strongly disagree 0 0%
Somewhat 1 5%
disagree
Neither agree nor 10 50%
disagree
Agree 4 20%
Strongly agree 5 25%
Figure: 4.6
0%5%
25%
Strongly disagree
Somewhat disagree
50%
20%
Neither agree nor disagree
Agree
Strongly agree
INTERPRETATION:
50% of employees neither agree nor disagree about staff job make good use of abilities and
skills
25% of employees strongly agree about staff job make good use of abilities and skills
20% of employees agree about staff job make good use of abilities and skills
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Numbers Percentage
Extremely happy 6 30%
Very happy 2 10%
Moderately 5 25%
happy
Slightly happy 3 15%
Not happy at all 4 20%
Figure: 4.7
Slightly Happy
Moderately Happy
Very Happy
Extremly Happy
0 1 2 3 4 5 6 7
INTERPRETATION:
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8. The satisfaction level of staff which opportunity to get a better job in this company
Numbers Percentage
Strongly disagree 0 0%
Somewhat 3 15%
disagree
Neither agree nor 4 20%
disagree
Agree 11 55%
Strongly agree 2 10%
Figure: 4.8
Strongly disagree
10%
0% 15%
Somewhat disagree
20%
Neither agree nor
55% disagree
Agree
Strongly agree
INTERPRETATION:
55% of employees agree about opportunities which gets to employees are good in
organization
20% of employees neither agree nor disagree about opportunities which gets to employees
are good in organization
15% of employees somewhat disagree about opportunities which gets to employees are
good in organization
10% of employees strongly agree about opportunities which gets to employees are good in
organization.
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Numbers Percentage
Extremely happy 6 30%
Very happy 2 10%
Moderately 5 25%
happy
Slightly happy 3 15%
Not happy at all 4 20%
Figure: 4.9
0
Extremely happy Very happy Moderarely happy Slight happy Not happy at all
Series 1
INTERPRETATION:
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Numbers Percentage
Highly satisfied 13 65%
Satisfied 4 20%
Neutral 2 10%
Dissatisfied 1 5%
Highly 0 0%
dissatisfied
Figure: 4.10
12
10
0
Hihly satisfied Satisfied Neutral Dissatisfied Highly
dissatisfied
INTERPRETATION:
65% of employees are says highly satisfied with STO HR department get full support to
employees
20 of employees says their satisfied with STO HR department get full support to employees
10% of employees are neutral about STO HR department get full support to employees
1 % of employees are says their dissatisfied with STO HR department get full support to
employees
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Numbers Percentage
Financial 4 20%
incentives
Non-financial 3 15%
incentives
Both 13 65%
Figure: 4.11
20%
Financial incentives
Non-financial
15%
Both
65%
INTERPRETATION:
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12. Below table shows satisfaction level with the incentives provided by the organization
Numbers Percentage
Highly satisfied 13 65%
Satisfied 4 20%
Neutral 2 10%
Dissatisfied 1 5%
Highly 0 0%
dissatisfied
Figure: 4.12
Highly dissatisfied
Dissatisfied
Neutral
Satisfied
Highly Satisfied
0 2 4 6 8 10 12 14
INTERPRETATION
65% of employees are says highly satisfied with incentives which provide by STO
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13. Below shows respondents of incentives and other benefits will influence your
performance
Numbers Percentage
Influence 13 65%
Does not 3 15%
influence
No opinion 4 20%
Figure: 4.13
20%
Influence
Does not influence
15%
65% No opinion
INTERPRETATION
65% of employees are says incentives which provide by STO are fully influence employee
performance
65% of employees are says incentives which provide by STO does not influence employee
performance
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Numbers Percentage
Yes 14 70%
No 2 10%
Occasionally 4 20%
Figure: 4.14
20%
Yes
10% No
Occasionally
70%
INTERPRETATION
70% of employees are says management involves for decision making in organization
10% of employees are says not involves management for decision making.
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Figure: 4.15
Numbers Percentage
Rule and 7 35%
requlation
Reward system 10 50%
Organizational 3 15%
structure
10
0
Rules and Reward system Organizational
regulation Structure
INTERPRETATION
50% of employees are says they need to change the reward system in STO
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5. RECOMONDATION
Keeping employees motivated is an important element of not only getting the most out of your
employees, also try to become best employees in organization. The best employees are always in
high demand, and will change companies if they are not kept motivated at work, according to an
April, 2009, article in Bloomberg Business week (Magloff, 2009)
According to survey which researcher fill the questionnaires, most of the employees are need to
change company reward system. So in in order to motivate employees in STO, company must need
to change the philosophies of reward system and bring different strategies to improve and attract
the employees in organization. According to MBO theory, researcher refers to change the
strategies and make strategic decision from management sides. An implementation of the goal-
setting theory is management by objectives, better known as MBO. MBO is a systematic way to
utilize goal-setting theory, in which goals are set jointly by managers and employees. The goals
must be tangible, verifiable, and measurable in order to be effective. Now in STO organizational
goals are define. In order to achieve, organization can provide some strong benefits to employees.
As a result employees can perform and increase the productivity of employees.
As on questionnaires, one employees are compare another employees benefits. In STO, the
compensation are given according to the performance of employees. As a result some of the
employees are get less amount of annual bonus. Those strategies are very difficult to implement
equally. Because it is very difficult to measure every employees performance. According to John
Stacey Adams introduced the idea that fairness and equity are key components of a motivated
individual. Equity theory is based in the idea that individuals are motivated by fairness, and if they
identify inequities in the
input or output ratios of
themselves and their
referent group, they will
seek to adjust their input
to reach their perceived
equity (Hawks, 2003).
Figure:5.1
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In the above diagrams, which equity theory says people feel fairly or advantageously treated they
are more likely to be motivated; when they feel unfairly treated they are highly prone to feelings
of disaffection and demotivation. Employees seek to maintain equity between the inputs that they
bring to a job and the outcomes that they receive from it against the perceived inputs and outcomes
of others
In every organization often face a challenge to keep their people motivated at work, especially in
environments that fail to make employee satisfaction a part of their core business strategy. While
these businesses are aware of the fact that they draw their power and success from the best their
employees have to offer, they feel unsupported when it comes to develop motivated and
contributing employees. According to ERG Theory of Motivation, focusing exclusively on one
need at a time will not motivate your people. The frustration-regression principle impacts
workplace motivation. For example, if growth opportunities are not provided to employees, they
may regress to relatedness needs, and socialize more with co-workers. If STO can recognize these
conditions early, steps can be taken to satisfy the frustrated needs until the employee is able to
pursue growth again. This can help to increase productivity of organization. They give more
attention about the safety of the workers while working, they are trying to build relationships
among their staffs and they are trying to introduce new technologies for the workers.
In organization leaders are plays an important role to run the business. Leaders can be monitoring
the team works and involving the work and given support to increase the performance of
employees. In the STO which is operated different branches in different island, researcher
recommended to implement leadership strategies to increase the productivity of organization.
Leadership style plays an important role in the motivation of workers to performance. The style of
leading adopted by a manager can affect the performance of the subordinates. The success of a
leadership in influence subordinates to performance can be affected by certain situational variables
like confidence of the subordinates, experiences, the need and the perception of the subordinates.
It is important that before any leader adopted any style of leading, he should first of all understand
the nature and characteristics of the subordinates since this can affect his performance and
organization productivity.
Increasing the responsibilities can result as increase the productivity of employees in organization.
Furthermore job enrichment is the one of important tool to icrease the motivation of employee in
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the organization. Job enrichment is referred to as the vertical expansion of the job which entails
giving the individual full control and autonomy over the job doing. Basically increasing the
responsibility of a job in order to increase the satisfaction associated with the job.
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6. CONCLUSION
Though we have discussed motivation extensively earlier, the role of the HR department and the
role of the organizational culture in motivating employees have not been discussed at length. As
organizational theory states, employees need to be motivated to actualize their potential and there
are several ways of enabling them and empowering them to do so. These include the role of reward
systems in motivating employees according to their needs for extrinsic or external motivation and
by providing them opportunities that appeal to their intrinsic or internal motivation needs.
The other factors that motivate employees are the kind of job that they are asked to perform, the
added benefits like extended vacations and perquisites like company provided accommodation and
funding for kids schooling as well as provision of medical insurance coverage for the employees
and their families. In recent years, there has been lot of emphasis on motivating employees by
organizing offsite events and fun and recreation events where the employees let their hair down
and indulge in the much-needed stress relieving activities.
In order to success the business, STO management need to provide factors which increase the
motivation level of the employees.
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7. APPENDIX
8. How satisfied are you with your opportunity to get a better job in this company?
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10. Are you satisfied with the support from the HR department?
12. How far you are satisfied with the incentives provided by the organization?
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
13. Do you think that the incentives and other benefits will influence your performance?
14. Does the management involve you in decision making which are connected to your
department?
a. Yes
b. No
c. Occasionally
15. What changes can be made to improve the work place environment? Please comment it!
………………………………………………………………………………………………
………………………………………………………………………………………………
Thank you for your kind co-operation
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8. Reference
BVBA, Y. (2009, nd nd). contemporary theory. Retrieved from fastpitchwoody0.tripod.com:
http://fastpitchwoody0.tripod.com/theories_of_motivation2.htm
Chelniciuc, A. (2014, april 23). What is goal setting theory? Retrieved from
www.performancemagazine.org: http://www.performancemagazine.org/wp-
content/uploads/goal-setting-theory.png
Hartzell, S. (2012, nd nd). Motivating Employees Through Goal Setting. Retrieved from
2012books.lardbucket.org/books: http://2012books.lardbucket.org/books/an-introduction-
to-organizational-behavior-v1.1/s10-03-motivating-employees-through-g.html
Hawks, D. (2003, nd nd). Equity Theory of Motivation in Management: Definition & Examples.
Retrieved from study.com: http://study.com/academy/lesson/equity-theory-of-motivation-
in-management-definition-examples-quiz.html
LeBoeuf, M. (2003). The greatest management principle in the world. nd: AMACOM.
Lister, J. (2014, nd nd). Three Methods to Motivate Employees With Organizational Change.
Retrieved from smallbusiness.chron.com: http://smallbusiness.chron.com/three-methods-
motivate-employees-organizational-change-35669.html
Magloff, L. (2009). How to Increase Motivation at the Workplace. Bloomberg Businessweek, nd.
Nohria, N. (2008, augest nd). Employee Motivation: A Powerful New Model. Retrieved from
hbr.org: https://hbr.org/2008/07/employee-motivation-a-powerful-new-model
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Stomaldives.com. (2004, Nov nd). Begining and overview . Retrieved from Stomaldives.com:
http://stomaldives.com/About_Us.aspx
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9. BIBLIOGRAPHY
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