Final Project

ANALYTICAL STUDY ON EMPLOYEES’ MOTIVATION OF AGILITY LOGISTICS

│A Report on Agility Logistics (Pvt.) Limited│

SUBMITTED TO THE DEPARTMENT OF MANAGEMENT SCIENCES, VIRTUAL UNIVERSITY OF PAKISTAN

IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER IN BUSINESS ADMINISTRATION

Submitted By

MC090401047 ADNAN MUZAFFAR

Department of Management Sciences Virtual University of Pakistan

DEDICATION

My parents and my teachers, thank you for your unconditional support with my studies. I am honored to have you as my well-wishers. Thank you for giving me a chance to prove and improve myself through all my walks of life. Please do not ever doubt my dedication and love for you.

ACKNOWLEDGEMENT

I thank all those who assisted, encouraged and supported me during this project. I extend my heartfelt gratitude to my professors and superiors; you were so wonderful to me. You made me believe that I had so much strength and courage to persevere even when I felt lost. You showed me light in a tunnel where everything was dark. You were very tolerant and determined to see me through. You were such wonderful motivators even when the coping seemed tough for me. I aspire to emulate you.

EXECUTIVE SUMMARY

Performance evaluation system is regarded as one of the most important requirements for successful business and for human resource policy articulate. Evaluation of the performance of employees is perhaps the toughest task a supervisor performs. HR policy regarding performance evaluation has gained an increased attention in today’s organizational structure. It’s evident that people working in organizations are accountable for their organizational performance and success. Employees’ performance evaluation is a relatively primitive administrative art. Even sophisticated, mature organizations with well-developed managerial practices tend to be dissatisfied with their methods for appraising and improving employee performances. Agility Logistics (Pvt.) Limited is discussed as target organization throughout in this project. Objective of this project is to study the performance evaluation practices of target organization and measure the overall motivation level of targeted organization. It is also a key objective of the project to find out the relationship between performance Evaluation practices and employee motivation. To give suggestions for any necessary improvements Performance evaluation practices of the target organization has been keenly observed, it has been noticed that performance evaluation is performed in Agility Logistics (Pvt.) Limited and employees are aware of these practices and know the actual purpose of performance evaluation.

Employees’ Motivation practices of the target organization has been keenly observed, it has been noticed that performance evaluation is performed in Agility Logistics (Pvt.) Limited periodically and employees are aware of these practices and know the actual purpose of performance evaluation.

Findings and observations show that Employees of Agility Logistics (Pvt.) Limited are working in healthy, grooming and positive environment. Employees are satisfied with the working conditions of the organization.

Employees believe that appraisal system impacts their motivation. Thus, it must be make sure that performance evaluation practice is a fair practice which is not influenced by anyone.

Although it’s not possible to facilitate each employee as per his/ her desire but yet there is need to reconcile some issues directly related to employees e-g salary, appraisals, incentive, increment etc. Necessary suggestions and improvements are there in Chapter 3.

Table of Contents

DEDICATION ........................................................................................................................................ 3

ACKNOWLEDGEMENT ....................................................................................................................... 4

EXECUTIVE SUMMARY ..................................................................................................................... 5

CHAPTER 1: INTRODUCTION ............................................................................................................ 1

1.1 Introduction of Topic ..................................................................................................................... 1

1.2 Background ................................................................................................................................... 2

1.3 Introduction of Agility Logistics (Pvt.) Limited .............................................................................. 3

1.3.1 A young company with a rich history: ..................................................................................... 3

1.3.2 Agility in Pakistan ................................................................................................................... 3

1.4 Relevance ...................................................................................................................................... 5

1.5 Project Objective ........................................................................................................................... 5

1.6 Significance of the Project ............................................................................................................. 6

CHAPTER 2: Data Processing, Analysis & Interpretation ........................................................................ 7

2.1 Research Methodology .................................................................................................................. 7

2.1.1 Useful Methods ........................................................................................................................... 7

2.1.1.1 Primary Data Collection Sources .......................................................................................... 7

2.1.2 Data Collection Tools ................................................................................................................. 7

2.1.3 Sampling Technique ................................................................................................................... 7

2.2.1 Subjects/ Participants .............................................................................................................. 8

2.2.2 Fieldwork/Data Collection: ..................................................................................................... 8

2.3 Data Processing & Analysis: .......................................................................................................... 8

2.4 Questionnaire: ............................................................................................................................... 8

2.5 Data Analysis: ............................................................................................................................. 11

2.5.1 Findings ................................................................................................................................ 11

2.6 Summary ..................................................................................................................................... 13

CHAPTER 3: Conclusion, Recommendations and Limitations............................................................... 15

3.1 CONCLUSION ........................................................................................................................... 15

3.2 Recommendations........................................................................................................................ 15

3.3 Limitations .................................................................................................................................. 16

Introduction of the student ................................................................................................................. 18

Bibliography...................................................................................................................................... 18

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CHAPTER 1: INTRODUCTION

1.1 Introduction of Topic Employees Motivation is regarded as one of the most important requirements for successful business and for human resource policy articulate. The efforts of employees can determine the success and survival of an organization and appraisal is potentially one way in which those efforts can be aligned with the aims of an organization, employees can be motivated and their performance can be managed. Still, many organizations express dissatisfaction with their appraisal schemes, this may signal a lack of success of performance appraisal as a mechanism for developing and motivating people. There is general consensus among performance appraisal researchers and practitioners that assessment of employees’ motivation and appraisal reactions are important to access the success of any organization. For instance, it is frequently argued that in order for performance appraisal to positively influence employee behavior and future development, employees must experience positive appraisal reactions. If not, any appraisal system will be doomed to failure. Thus, Employees’ Motivation is the most frequently measured appraisal reaction. Rewarding and promoting effective employee performance in organizations as well as identifying ineffective performers are essential for effective human resource management. The ability to conduct performance appraisals relies on the ability to assess an employee’s performance in a fair and accurate manner.

In today’s world innovative organizations, entrepreneurs, professionals, managers and workers consider employees’ motivation, according to demand of time, as a prominent part of their strategic planning to cope with today’s challenges. To meet these criteria HR policy regarding appraisal system has gained an increased attention in today’s organizational structure. It’s evident that people working in organizations are accountable for their organizational performance and success.

Thus, there is need to know the experiences and behavior of the employees towards appraisal system. That is why being student of MBA (HR), the topic “Analytical Study on Employees’ Motivation of Agility Logistics” is right choice for final project.

In project proceeding, Agility Logistics (Pvt.) Limited will be discussed as focused organization with slight touch of its competitors in Pakistan e-g Raaziq Logistics & Supply Chain Management, Mercury Logistics Pakistan.

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1.2 Background Performance management focuses on ways to motivate employees to improve their performance. The goal of the performance management process is performance improvement, initially at the level of the individual employee, and ultimately at the level of the organization. The employees’ motivation is a technique that has been credited with improving performance and building both job satisfaction and organizational commitment Although the relationship between appraisals and performance may not be a direct and causal one, their impact on performance may be attributed to their ability to enhance: role clarity, communication effectiveness, merit pay and administration, expectancy and instrumentality estimates, and perceptions of equity. Thus, by reducing ambiguity performance appraisals may positively influence the levels of motivation exhibited by employees. More frequent appraisals and feedback help employees to see how they are improving, and this should increase their motivation to improve further.

Appraisals are generally considered to have a positive influence on performance, hut they also

may have a negative impact on motivation, role perceptions, and turnover when they are poorly

designed or administered. The ultimate goal of performance appraisal should be to provide

information that will best enable managers to motivate employees and improve employee

performance. Thus, ideally, the performance appraisal provides information to help managers

manage in such a way that employee performance improves. Providing the employee with

feedback is widely recognized as a crucial activity. Such feedback may encourage and enable

self-development, and thus will be instrumental for the organization as a whole.

Employees’ satisfaction with performance appraisal would be positively related to work

performance. Because performance appraisal often includes equipping employees with new

knowledge and skills, it may also contribute to employees‟ perceived investment in employee

development. Employees who believe their organization is committed to providing them with

developmental activities may feel an obligation to “repay‟ the organization through high work

performance and this shows employees’ motivation in real sense. Finally, research on employees

suggests that organizational commitment is positively associated with the use of explicit

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evaluative criteria, employees’ motivation and openness to discussing the appraisal. While it is

negatively related to ambiguous appraisal system.

1.3 Introduction of Agility Logistics (Pvt.) Limited

1.3.1 A young company with a rich history: Agility was established in Kuwait in 1979 and by 2004 grew to be the largest logistics provider in the Middle East. The company pursued an aggressive merger strategy from 2004-2008, acquiring many global brands, some with a history dating back to the 1800s. All acquired firms were unified into a seamless global network under the Agility brand name in 2006.

From roots in emerging markets, Agility brings efficiency to supply chains in some of the world's most challenging environments, offering unmatched personal service, a global footprint and customized capabilities in developed countries and emerging economies. Agility is one of the world’s leading providers of integrated logistics with more than 22,000 employees in over 550 offices and 100 countries.

1.3.2 Agility in Pakistan Agility is one of the leading international logistics providers with more than 1000 employees, 20 offices, and 64,000 sq m of warehouse space in 15 locations in Pakistan. Since 2001, Agility focused on offering customers truly personal service and flexible supply chain solutions tailored to meet their individual business needs. Customers of Agility span a range of industries such as FMCG, Telecom, Pharmaceuticals, Hi-Tech, Retail, Apparel, Fashion, Chemicals, Engineering, Oil and Gas, and Government Services.

Freight Forwarding

Air Freight:

Air Freight service of Agility in Pakistan allows customers to choose an optimal balance between time, space, frequency, and cost. Agility is partner with premier air carriers. Their long standing relationships and commitments help them deliver the space allocation, on-time service performance, and flexibility you demand. Major Air Freight hubs of Agility are Karachi, Lahore, Islamabad, Sialkot, and Peshawar.

Sea Freight:

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As one of the leading Sea Freight forwarders in Pakistan, Agility concentrates on a portfolio of major global carriers to ensure the space, sailings and transit times that their clients require. Main gateways of agility for sea freight are Karachi Port and Port Muhammad bin Qasim, both becoming increasingly important for the traffic to Asia, Europe, the Middle East, and United States.

Road Freight:

Road Freight Priority and Standard service of Agility offers customers a choice of connections across Pakistan. Owned main line hubs are in Karachi, Lahore and Islamabad with other linked hubs in other locations connecting 100 cities of Pakistan with competitive transit times. Local distribution happens within 48-96 hours and their own fleet of more than 150 trucks and carefully selected providers has the expertise and resources to deliver prompt service.

Full Truck Load Services:

Agility offers Full Truck Load Services across Pakistan catering for Dry and Reefer cargo. Vehicles are equipped with track and trace facilities with 24 x 7 monitoring. Agility Pakistan has also introduced Road Trains – single prime mover with two chassis, a concept implemented for the first time to benefit customers via a reduction in their product transportation costs.

Logistics:

Agility Pakistan offers customer-driven solutions dedicated to meeting complex logistics needs. Their logistics centers are strategically located, i.e. in Karachi, Lahore, Faisalabad and Islamabad catering to the FMCG, Telecom, Pharmaceuticals, Hi-Tech, Retail, Apparel, Fashion and Oil and Gas sectors. In addition, Agility also operates a fruit and vegetable processing centre at Sharkpur and cold storage facilities in Karachi, Lahore and Islamabad

Specialties:

Fair & Events:

Agility Fairs & Events has successfully managed thousands of exhibitions and performances in Pakistan and around the world. Their dedicated teams of professionals are at key locations such as Karachi, Lahore and Islamabad.

Project Logistics:

Project Logistics business of Agility has earned a reputation as one of the world’s preeminent groups for turnkey transportation, project management and services for large-scale, logistically complex initiatives.

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Chemicals:

Agility’s specialist chemicals business offer ‘intelligent logistics’ to the chemicals and associated industry sectors. This approach combines supply chain solution development, leveraged freight procurement and operational experience with stringent chemicals industry HSSE requirements.

Customer Clearance and Services:

Agility Pakistan offers country-wide customs clearance services at all ports and hub airports. Expert teams of Agility ensure timely clearance for import and export cargo and advise customers on various queries related to custom duties and taxes.

Competitors of Agility in Pakistan:

Agility is logistic leader in true sense because of its wide range of operations regarding supply chain management in Pakistan and worldwide. Following are the competitors of Agility in Pakistan.

Raaziq Logistics & Supply Chain Management Mercury Logistics Pakistan DHL TCS OCS

1.4 Relevance Organizations which know how performance evaluation system can create innovation and affective commitment can use the information provided in this project to satisfy employees with the appropriate performance evaluation methodology. Organizations can maintain positive behaviour of employees even if reforms and adaptations are necessary within and outside the organization

1.5 Project Objective Following are the key objectives of this project

To identify the factors of motivation.

To measure the overall motivation of employees of Agility Logistics (Pvt.) Limited.

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To give suggestions and recommendations for improvements

1.6 Significance of the Project Success and failure of any organization broadly depends its appraisal system and motivation level within employees. Keeping in view the integrity and validity of employees’ motivation, following points reflect the significance of this project This project can provide the opportunity to define the job so that both the supervisor and the

employee may have the same understanding of what is to be done. This includes establishing the expectations of how it is to be done, as well as developing the standards which will be used in the organizations to apply the significant ratings

This project can provide the opportunity to review the appraisal system in focused organization and to discuss both negative and positive aspects of employee performance and to acknowledge meritorious performance

This project can provide the opportunity to bring necessary amendments in appraisal system of the focused organization

The outcomes of this project can bring supervisors and the employees to platform where they can discuss upward mobility and/or identify training needs

This project can bring individual as well as collective reforms in any organization if there is no well established performance appraisal system or motivation level of employees is below any subsequent organization

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CHAPTER 2: Data Processing, Analysis & Interpretation

2.1 Research Methodology This is a causal research based project that uses statistical tools for analyzing employees’ motivation. The study is conducted on the employees of Agility Logistics (Pvt.) Limited. The core values of Agility Logistics (Pvt.) Limited are as under: Customer focus Innovation Meritocracy Integrity Teamwork Humility

2.1.1 Useful Methods To precede this project, primary and secondary sources of data are used.

2.1.1.1 Primary Data Collection Sources Data has been collected primarily from the employees of the organization through my personal visit of workplace. My focus is on customer service, operations, Inventory and quality assurance department of the company. The criteria to analyze the employees’ motivation for all the departments are similar. Thus the primary sources of this research are employees of the organization and secondary sources are research papers, internet and libraries.

2.1.2 Data Collection Tools “Questionnaire” is data collection tool and for convenience close ended questions has been included in questionnaire by using likert scale of level 5.

2.1.3 Sampling Technique A non-probability sampling technique (convenience sampling) has been used to precede the project. Because of time constraints, limited income and busy job schedule, it was almost impossible for me to randomly sample the entire population that is why I used the non-probability sampling technique for project proceeding.

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2.2.1 Subjects/ Participants Target population will be employees. A sample of five employees from each department participated in this project i.e. population comprises of total 20 employees from all above described departments.

2.2.2 Fieldwork/Data Collection: Data has been collected by personal visit of the organization. To maintain quality control more than one sample were preferred to focus.

2.3 Data Processing & Analysis: Data was gathered in the form of filled questionnaires and preceded in MS Excel for analysis.

For data measurement, descriptive measures e-g mean analysis has been used to achieve the

project objectives because emphasis is on the degree to which a linear model may describe the

relationship between two variables e-g performance and employees’ motivation.

2.4 Questionnaire: Following questionnaire was used as project to access the information from the employees.

QUESTIONARE

ANALYTICAL STUDY ON EMPLOYEES’ MOTIVATION OF AGILITY LOGISTICS

│A Report on Agility Logistics (Pvt.) Limited│ DESIGNATION: _________________________ DATE OF JOINIING: ______________

DEPARTMENT: _________________________ AGE: __________ GENDER: _________

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METHOD FOR ANSWERING QUESTIONS

With each question, you have a choice of five answers.

Choose one of the following:

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Strongly Disagree Disagree Neutral Agree Strongly Agree

1 2 3 4 5

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WORK CONTENT

1.1 I am interested in my work 1 2 3 4 5

1.2 My work consists of a variety of work 1 2 3 4 5

1.3 I receive training daily which teaches me something new 1 2 3 4 5

1.4 My work is easy 1 2 3 4 5

1.5 The amount of work is easy to handle 1 2 3 4 5

1.6 I control the amount of work I do myself 1 2 3 4 5

1.7 I am completely independent of others 1 2 3 4 5

1.8 I regard the content of my work as responsible 1 2 3 4 5

1.9 I know exactly what my mistakes are 1 2 3 4 5

1.10 I am allowed to decide on the methods for doing the work. 1 2 3 4 5

1.11 I am proud to say what kind of work I do 1 2 3 4 5

1.12 My work is the way to future success 1 2 3 4 5

1.13 I will not be dismissed without good reason 1 2 3 4 5 1.14 I have the opportunity to take part when decisions are made 1 2 3 4 5

1.15 I feel that my work is of value in my department 1 2 3 4 5

1.16 There is not time for idleness 1 2 3 4 5

1.17 I have a certain degree of authority in my work 1 2 3 4 5

WORKING CONDITIONS

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2.1 My working hours are reasonable 1 2 3 4 5

2.2 I am never overworked 1 2 3 4 5

2.3 I get the opportunity to mix with my colleagues and to communicate on aspects of our work

1 2 3 4 5

PERSONAL

3.1 I am given work in accordance with my qualifications and skills 1 2 3 4 5

3.2 I work in the department of my choice 1 2 3 4 5

MY LEADER/ MY SUPERVISOR 4.1 My supervisor is satisfied easily 1 2 3 4 5

4.2 My supervisor supports me if there are problems 1 2 3 4 5

4.3 My supervisor can be convinced and persuaded 1 2 3 4 5

4.4 My supervisor is a warm-hearted person 1 2 3 4 5

THANK YOU FOR YOUR COOPERATION

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2.5 Data Analysis: Questionnaire was divided into following four parts to analyze in depth motivation level of employees in Agility Logistics (Pvt.)

1. Work Contents

2. Working Conditions

3. Personal

4. My Leader/ My Supervisor

Questionnaire was comprises off total 26 questions. 17 questions were included in Work Content and 03 were about Working Conditions, 02 questions were personal (directed related to participants) and 04 questions were asked about the leader/ supervisor to get in depth response of the employees and achieve project objective. Following findings will help us to find the response of the employees towards the objective of the project and this analysis will further help us to drive the conclusion from the accessed information.

2.5.1 Findings

2.5.1.1 Work Content: Overall mean score of work content in Agility Logistics (Pvt.) Ltd is 4.221, which depicts; employees

rated their work > 4 (Agree) < 5 (Strongly Agree). This shows overall employees are satisfied with

their work and feel pleasant to perform their duties in Agility Logistics (Pvt.) Ltd.

High Score Mean Questions:

Question number 1.1 to 1.5 and 1.8 to 1.15 are high mean questions related to Work Content as per findings, which approach score ≥ 4.

Above findings show that employees are pleased with their work.

Low Score Mean Questions:

Question number 1.6, 1.7, 1.16 and 1.17 fall under the category of Low Mean Questions according to our findings. Mean of these questions don’t approach the satisfactory level score of 4 (Agree) as per our findings. This depicts that although mostly employees are pleased with their work but on peak days when their more work than usual work employees feel difficult to control amount of work. Moreover, team work is focused more rather than individual tasks due to which employees feel they are not totally independent of others. If authority is concerned, a small fraction of employees (at lower level) feel that authority is not shared entity among them.

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2.5.1.2 Working Conditions: Overall mean score of “Working Conditions” is 4.733 which crosses the rating score of 4 (Agree) as per our data collection tool.

High Score Mean Questions:

All the questions related to Working Conditions resulted in high score mean, which depicts that employees are working in quality working conditions which meet their expectations.

2.5.1.3 Personal: Overall mean score of “Personal” is 3.725 which tends to approach the rating score of 4 (Agree) as per our data collection tool.

Outcomes:

Outcomes of both the personal questions, which are directly related to participants, don’t approach the “Agree” but crossed the “Neutral” and tend to approach “Agree” rating.

In employees’ views, they want to work in their desired departments, at desired positions as per their qualifications and experiences but for the time being it doesn’t seem possible for them.

2.5.1.4 My Leader/ My Supervisor: Overall mean score of “My Leader/ My Supervisor” is 3.763 which tends to approach the rating score of 4 (Agree) as per our data collection tool.

High Score Mean Questions:

Questions 4.2 and 4.4 are high score mean questions, which cross the rating score of 4 (Agree).

Employees agree that their supervisor/ leader support them whenever needed and he/she is warm hearted person.

Low Score Mean Questions:

Questions 4.1 and 4.2 are Low Score Mean Questions, which don’t approach the rating of 4 points (Agree).

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Here, employees responded that it’s not easy to convince their supervisor and its bit hard to satisfy his/her.

2.5.1.5 Overall Motivation: Overall mean of Motivation including all four parts Work Content, Working Conditions, Personal, My Leader/ My Supervisor is 4.111, which crosses rating score of 4 (Agree) as per our defined rating tool. This shows that Agility Logistics (Pvt.) Limited is holding good moral values, where employees are provided with good working conditions and employees are pleased to work for the organization. But as far as, personal behavior of employees, supervision and leadership are concerned, there is still need of improvement to establish more reliable, healthy and grooming working environment.

2.6 Summary Findings of this research are related to key objectives of this project. Following key objectives were focussed while preceding the project

Work Content:

Overall mean score of work content in Agility Logistics (Pvt.) Ltd is 4.221, which depicts; employees rated their work > 4 (Agree) < 5 (Strongly Agree). This shows overall employees are satisfied with their

work and feel pleasant to perform their duties in Agility Logistics (Pvt.) Ltd.

Working Conditions:

All the questions related to Working Conditions resulted in high score mean of 4.733, which depicts that employees are working in quality working conditions which meet their expectations.

Personal

Outcomes of both the personal questions, which are directly related to participants, don’t approach the “Agree” but crossed the “Neutral” and tend to approach “Agree” rating. In employees’ views, they want to work in their desired departments, at desired positions as per their qualifications and experiences but for the time being it doesn’t seem possible for them.

My Leader/ My Supervisor

Overall mean score of “Personal” is 3.763 which tends to approach the rating score of 4 (Agree) as per our data collection tool. Employees think that it’s not easy to satisfy and convince their leadership but on other hand they agree that their leadership is always available to support and guide them in any difficulty.

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Agility Logistics (Pvt.) Limited is holding good moral values, where employees are provided with good working conditions and employees are pleased to work for the organization. But as far as, personal behavior of employees, supervision and leadership are concerned, there is still need of improvement to establish more reliable, healthy and grooming working environment.

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CHAPTER 3: Conclusion, Recommendations and Limitations

3.1 CONCLUSION Findings and observations show that Employees of Agility Logistics (Pvt.) Limited are

working in healthy, grooming and positive environment. Employees are satisfied with the working conditions of the organization and they are motivated to continue work in their organization.

Employees are free to give their feedback and they speak out when and wherever required.

Employees believe that they are motivated and appraisal system is working well.

Observations show that employees feel that there is communication gap between employees and their supervisors and they feel that it’s not easy to satisfy their supervisors, they are not easily convinced. They also think authority is not shared entity among them and team work is focused more rather than individual tasks. Thus, individual performance sometimes is not approached

Few employees feel that they are not working as per their choice, experience, skills and qualification.

Employees at floor level i-e laborers are not satisfied with their salaries and appraisals and they don’t get what they expect from organization. While at managerial and supervision level employees seem satisfied with the system.

As overall motivation level crosses rating points of 4 (Agree), yet still some improvements in the system are required.

3.2 Recommendations Agility Logistics (Pvt.) Limited carries good practices and providing healthy atmosphere to employees to rise and grow and mostly employees seem satisfied with the system but yet there is need of some improvement in the system and being student of MBA (HRM), I will recommend following improvements in the system.

Employees at floor level i-e laborers are not satisfied with the system and they wish some improvement. When we observe keenly, we come to conclusion that labor and staff at lowest level is not satisfied with the facilities provided to them while at higher level employees are

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happy. HR must also focus these employees and they must be facilitated and provide them with opportunities to rise and grow equally.

As employees are in view that it’s bit hard to convince and satisfy employees get the results as per their expectations that mean either the expectations of their leadership, it’s either due to the reason that expectations of leadership are very high or there is communication gap between employees and leadership. There is need to cease this communication gap and managers show them “how to do?” rather than just telling “What to do?”

Authority must be shared entity among employees and leadership should take all the employees in confidence because when authority will be shared employees will learn and progress in more précised and positive manner.

Majority of the employees believe that appraisal system impacts their motivation. Thus, it must be make sure that appraisal system is a fair practice which is not influenced by anyone.

Although it’s not possible to facilitate each employee as per his/ her desire but yet there is need to reconcile some issues directly related to employees e-g salary, appraisals, incentive, increment etc

3.3 Limitations Limitations of this project can be discussed under following categories

Access to the concerned participants/respondents:

Because of visiting the workplace in busy work hours, it was not possible to access each employee within the organization. That is why just those employees accessed which were easily available. So that routine work might not be disturbed.

Access to the required information

At grass root (Lowest division), it was not easy to access the required information from the employees because they were unaware of the terms used in questionnaire. A comprehensive lecture helped like a tonic to aware them and accesses the information. Timescale Due to limited timescale and busy job schedule, this was not possible to visit each employee to access the required information. I visited organization only once and accessed the information.

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Reluctance or hesitation of participants to participate in the study

Some employees were reluctant or hesitate to participate in the study because they either possessed low confidence level or they were unwilling to give their opinion and share the information.

Budget constraint

Due to limited budget constraints it was not possible for me to travel time and again to collect the information from the organization or visit multiple locations and offices of the organization. That is why just “The Ravi” station of Agility Logistics was visited which is situated in Manga Mandi Lahore.

Scope of study

Because of above mentioned limitations it will be unfair to assume that outcomes of this project

cover whole the organization globally. Results can vary from station to station and country to

country due to geographical differences, situations, management.

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Introduction of the student Last Degree Obtained: B.A Organization’s Name: Tameer Micro Finance Bank (Pvt.) Limited Designation: Customer Services Officer Experience (Years): 1 Year

Bibliography Department of Human Resources. (2009). JOB PERFORMANCE PLANNING AND EVALUATION A Manual for Raters. State of Tennessee: Department of Human Resources.

George T. Milkovich and Alexandra K. Wigdor, Editors, with Renae F. Broderick and Anne S. Mavor; Committee. (1991). Pay for Performance. National Academies Press.

William Stipp. (July 1999). Employee Performance Evaluations, Good or Bad? Stoughton Fire Department: National Fire Academy.

JOB PERFORMANCE PLANNING AND EVALUATION, Department of Human Resources State of Tennessee Performance Evaluation Manual for Supervisors, Classified Staff, Western Washington University 2011