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    FACTORS THAT AFFECT WOMENS PROGRESSION IN

    ENGINEERING WORKFORCE A CASE STUDY IN PETRONAS

    CARIGALI SDN BHD

    NURFADILLAH BT AHMAD MAHMMUD

    (2007126479)

    BACHELOR OF BUSINESS ADMINISTRATION WITH

    HONOURS (INTERNATIONAL BUSINESS)

    FACULTY OF BUSINESS MANAGEMENT

    UNIVERSITI TEKNOLOGI MARA

    SHAH ALAM

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    April 2010

    TABLE OF CONTENT

    DECLARATION OF ORIGINAL WORK iLETTER OF SUBMISSION. ii

    ACKNOWLEDGEMENTS iii

    LIST OF FIGURE iv

    LIST OF TABLES.. iv

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    BIBLIOGRAPHY.......................................................................................

    48

    APPENDICES.............................................................................................

    CHAPTER

    1.0 INTRODUCTION

    Background of PETRONAS........................... 1

    Background of Study.. 2Problem Statement................................. 4Research Questions . 6

    Research Objectives.... 8

    Scope of Study .. 9Significant of Study

    Definition of Terms.....................................................................................

    Limitation of Study......................................................................................

    10

    11

    13

    2.0 LITERATURE REVIEW

    Introduction 14Career progression.. 13

    Barriers to Career progression................. 15

    Work-Life Balance........................................................................... 17

    Opportunities for Growth ... 20

    Working Environment............ 22

    Theoretical Framework. 25Hypothesis.. 26

    3.0 RESEARCH METHODOLOGY AND DESIGN

    Data Collection Method. 27Sampling Technique...... 31

    4.0 DATA ANALYSIS & FINDINGS..........................................................

    Descriptive Statistics..................................................................................

    Regression Analysis..................................................................................

    33

    34

    40

    5.0 CONCLUSION & RECOMMENDATION.......................................... 45

    iii

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    BACHELOR OF BUSINESS ADMINISTRATION

    WITH HONOURS (INTERNATIONAL BUSINESS)

    FACULTY OF BUSINESS MANAGEMENT

    UNIVERSITI TEKNOLOGI MARA

    DECLARATION OF ORIGINAL WORK

    I, Nurfadillah Bt Ahmad Mahmmud, (I/C Number: 850413-14-5832)

    Hereby, declare that:

    This work has not previously been accepted in substance for any degree, anylocally or overseas and is not being concurrently submitted for this degree or any

    other degrees.

    This project paper is the result of my independent work and investigation, except

    where otherwise stated.

    All verbatim extracts have been distinguished by quotation marks and sources ofmy information have been specifically acknowledged.

    Signature: .. Date: .

    i

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    22nd April 2010.

    Puan Azlina Bt Haniff

    Encik Nurul Hafiz Bin Abdul Halil

    Faculty of Business ManagementUniversiti Teknologi MARA

    40450 Shah Alam

    Selangor

    Dear Sir/Madam,

    SUBMISSION OF FINAL REPORT (DRAFT)

    Enclosed is a copy of final draft report on Factors that Affect Womens Progression inEngineering Workforce A Case Study in PETRONAS Carigali Sdn Bhd. Basically, this

    paper will help the management to determine the major issues surrounding womens

    progression in the technical profession and assist them in developing and implementingbetter strategies in the future.

    The main purpose for the submission of this project paper is to fulfill the practical

    training requirement as needed by the Faculty of Business Management, UniversitiTeknologi MARA.

    Thank you.

    Regards,

    NURFADILLAH BT AHMAD MAHMMUD

    BBA (Hons) International Business

    Faculty of Business Management

    Universiti Teknologi MARA

    Enclosure: Final Draft Report

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    ACKNOWLEDGEMENTS

    First and foremost, praise to Allah, the Almighty, the Generous for His blessings and

    guidance for giving me the inspiration to carry on this research study and instilling all the

    strength to complete this research successfully. Thousand of compliments were awarded

    to all respondents who promptly answered and returned the questionnaires completely as

    well as those who kindly allowed themselves to be interviewed during the study.

    I would like to express my honorable gratitude to all Carigali Human Resources

    department especially People Strategy & Planning Section, the Managers and executives

    whom has shared their experience and knowledge during conducting my study in

    PETRONAS Carigali Sdn. Bhd. Without their assistance and guidance, I may not be

    able to get respondents to answer my questionnaires.

    I am heartily thankful to my supervisor, Puan Azalina Bt Hanif whose encouragement,

    guidance and support from the initial to the final level enabled me to develop an

    understanding of the subject. Not forgotten, the second examiner, Encik Nurul Hafez

    Abdul Halil.

    Lastly, I offer my regards and blessings to all of those who supported me in any respect

    during the completion of the project.

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    LIST OF FIGURE

    Figure

    1

    2

    3

    4

    Theoretical Framework.

    Demographic Profile (Diagram I)...............

    Descriptive Statistics (Variables).............................................

    Regression Plot.........................................................................

    25

    34

    35

    44

    LIST OF TABLES

    Table

    3.1 Rating Scale (Section B)..... 313.2 I am interested in my job......................................................... 35

    4.1 I Feel Stressed in my job.......................................................... 354.2 I am satisfies with the professionalism of my co-wrokers....... 36

    4.3 I see more positive than negative aspects in my job............... 37

    4.4 The Organisation has reasonable expectations of its employees...... 37

    4.5

    4.6

    Regression ..

    Reliability Test ...........................

    41

    42

    4.7 Correlation ..... 43

    iv

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    1.0 - INTRODUCTION

    1.1 Company Background

    Petroleum Nasional Bhd ( PETRONAS ), is Malaysias national petroleum

    corporation established on 17 August 1974 under the Companys Act 1965. Since

    its incorporation, PETRONAS has grown to be an integrated international oil and

    gas company with business interests in 35 countries. As at the end of March

    2005, the PETRONAS group comprised of 103 wholly owned subsidiaries, 19

    partly-owned outfits and 57 associated companies.

    PETRONAS is ranked among the Fortune Global 500 largest corporation in

    the world. The Fortune Global 500 is a ranking of the top 500 corporation

    worldwide as measured by revenue. The list is compiled and published annually by

    Fortune magazine. Fortune ranks PETRONAS as the 80 th largest corporation in the

    world in 2009. It also ranks PETRONAS as the 8th most profitable company in

    Asia.

    Basically, PETRONAS primary business activities can be divided into

    three major activities which are the international operations, upstream activities

    and downstream activities. PETRONAS is actively engaged in the exploration,

    development and production of crude oil and natural gas both at home and

    abroad. In Malaysia, these activities are undertaken and managed through

    production sharing contracts (PS) with a number of international oil and gas

    companies as well as its subsidiary, PETRONAS Carigali Sdn Bhd.

    1

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    PETRONAS Carigali Sdn bhd or PCSB in short is the wholly owned

    subsidiary of PETRONAS incorporated on 11 May 1978. PCSB was formed to

    expand the exploration and development activities of foreign oil companies and

    enhance the pace of development of upstream sector in the country.

    1.2 Background of Study

    In todays global market, companies are surrounded by competitors,

    regardless of industry. To develop a competitive advantage, it is imperative that

    companies truly leverage the workforce as a competitive weapon. A strategy for

    improving workforce productivity to drive higher value for the organisation has

    become an important focus. Companies seek to optimize their workforce through

    comprehensive development programmes not only to achieve business goals but

    most importantly, to survive and thrive for the future.

    To accomplish this undertaking, companies will need to invest resources

    to ensure that employees have the information, skills and competencies they need

    to work effectively in a rapidly changing and complex environment. For this,

    companies need to understand policies and programmes that would enhance

    employee satisfaction and improve their performance.

    PETRONAS Carigali Sdn Bhd (PCSB) has grown to become (established

    itself) a full-fledged field operator and is one of several companies currently involved

    in crude oil and gas production in Malaysia. Having earned a place alongside

    multinationals in the country's petroleum sector through determination and hard work,