motivation at olpers pakistan

7/24/2019 Motivation at Olpers Pakistan

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Chapter 1: Introduction

One of the important factors that lead one to their goals is the drive. This drive isknown as motivation. Motivation is term that refers to a process that elicits control

and sustains certain organizational behaviors. It is a group phenomenon whicheffects the nature of an individuals behaviors ,the strength of the behavior and the

persistence of the behavior .It is the crucial element in setting and attaining goalsand research shows you can influence your own level of motivation and self-control .It may be rooted in a basic need to minimize physical pain and maximize

pleasure ;or it may include specific needs such as eating and resting or a desiredobject , goal , state of being or ideal or it may be attributed to less apparentreasons such as altruism , selfishness , morality or avoiding morality.Conceptually, motivation should not be confused with either violation or optimism.Motivation is related to, but distinct from emotions.

For the research we have selected Engro Food Corp.as our research area, as wefound it as a very successful, competitive and employee friendly Company. Wehave visited their Regional head quarter at Harbor Front Clifton, Karachi.

What is motivation?

The role of motivation in organizational behavior can have a critical impact onproductivity, workplace atmosphere, and many other areas that help determine an

organization's level of success. Understanding the psychological importance ofmotivation can help businesses, schools, sports teams, and other organizationscreate a healthy, supportive culture that helps meet organizational goals. Some ofthe most important practices that can improve motivation this area include strongleadership, incentive programs, and fair policies

1.1 Purpose of Research

Broad problem area:

What are the factors that affect employee motivation at workplaces?


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Aim of research

This research aims to find out whether companies and organizations are givingproper attention to employee motivation. As employee motivation is thought to bea proficient tool to improve productivity.

Significance/Expected outcomes of the study

This study will draw attention to the fact that motivation leads to moreproductivity, efficiency, effectiveness and many other positive factors within theemployees of an organization and it will also back the claims made in manystudies in the that factors such as pay-scale, recognition and job satisfactionimprove motivation of employees.

1.2 Problem Statement

What role does motivation play behind the success of Engro Food Corporation?

Reason of choosing this statement

The reason of choosing this problem is that the topic we have chosen is motivationso with respect to motivation we will study all of the grounds of Engro Foods

where motivation can be applied. The main motive of any organization is to earnprofit and make its business successful. We will study in this report that just byapplying motivational theories in Engro Foods they can increase their profit andcan solve the problems as well. We will tell that how motivation is effecting theEngro Foods success. The reason of choosing the motivation as a subject is that wewant to draw the attention of Engro Foods towards this factor which is highlyneglected not by only Engro Foodsbut most of the organizations do not considermotivational problems so therefore they cannot find the absolute solutions for their

problem.

1.3 Research Question

Is their any relation between job satisfaction and motivation?


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1.4 Scope of Research

The topic at which we are researching at is Motivation. As Most employees needmotivation to feel good about their jobs and perform optimally. Some employeesare money motivated while others find recognition and rewards personallymotivating. Motivation levels within the workplace have a direct impact onemployee productivity. Workers who are motivated and excited about their jobscarry out their responsibilities to the best of their ability and production numbersincrease as a result.

1.5 Organization of Report

Engro Foods is among the biggest and fastest growing companies in Pakistan witha vision to cater to local needs with products conforming to global standards.

Highly passionate about providing millions of people across the length and breadthof Pakistan and beyond with the ultimate brand experience, our product portfoliocomprises some of the country's biggest and best selling brands including Olper's,Olper's Lite, Omore, Dairy Omung, Olper'sLassi and Tarang.Engro foods has over1500 Employees and strongly believe in the dignity and value of their people.

Engro consistently treat each other with respect and strive to create anorganizational environment in which individuals are fairly treated, encouraged andempowered to contribute, grow and develop themselves and help to develop eachother. Who do not tolerate any form of harassment or discrimination?

History

In 1957, the search for oil by Pak Stanvac, an Esso/Mobil joint venture led to thediscovery of the Mari Gas field near Daharkia small, remote area in Upper Sindh

province at the time. Esso proposed the establishment of a urea plant in that areawhich led to a fertilizer plant agreement signed in 1964. In the subsequent year,

Esso Pakistan Fertilizer Company Limited was incorporated, with 75% of theshares owned by Esso and 25% by the general public.

The construction of a urea plant commenced at Daharki in 1966 and productionbegan in 1968. At US $43 million with an annual production capacity of 173,000tons, it was the single largest foreign investment by a multinational corporation inPakistan at the time.


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A full-fledged marketing organization was established which undertook agronomicprograms to educate the farmers of Pakistan. As the nations first fertilizer brand,Engro (then Esso) helped modernize traditional farming practices to boost farmyields, directly impacting the quality of life not only for farmers and their families,

but for the nation at large. As a result of these efforts, consumption of fertilizersincreased in Pakistan, paving the way for the Companys branded urea calledEngro, an acronym for Energy for Growth.

Engro Chemical Pakistan Limited then started a journey of venturing into othersectors including foods, energy, industrial control and automation, PVC resinmanufacturing and marketing, and chemical terminal and storage.

In 2009 plans were announced of demerging the fertilizer business into anindependent operating company. The expansion and growth in the companynecessitated a change in the way the company operated and conducted business.Keeping in view the operations of multi category businesses, expansion strategyand growth vision, the management decided that the various businesses would be

better served if the Company was converted to a holding company. As a result itwas decided to demerge the fertilizer business and establish a holding companystructure to manage the affairs of various businesses.

Engro Fertilizers Limited was incorporated in June 2009 to manage the fertilizerbusiness post demerger. The demerger required the approval of the High Court ofSindh, which was granted on December 9, 2009 after obtaining the requisite

approvals from the creditors and shareholders of the Company. The demergerbecame effective from January 1, 2010. Consequently, all fertilizer business assetsand liabilities have been transferred to Engro Fertilizers Limited against the issueof shares to the Company.

To reflect the change in the scope of mandate and scale of operations, EngroChemical Pakistan Limited was renamed as Engro Corporation Limited with

effect from January 1, 2010. Engro Corp, as the holding company is responsiblefor the long term vision of the company, overseeing the performance of thesubsidiaries and affiliates, allocation of capital, management of talent, leadership

development, HR guiding policies, leadership role in public relations and CSRactivities, control structures, legal and IT support.

Engro Corp will maintain a lean structure with a focused scope, allowingmaximum empowerment to the subsidiaries and affiliates to drive the operations oftheir respective organizations.


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Mission Statement

Engro Foundation is committed to make positive impact on lives of communitiesaround its supply chain through provision of improved basic services (health,infrastructure, water and sanitation); education and skill development; environmentand livelihood training. In addition, it will work with partner organizations to

provide financial and technical support in response to natural calamities.

Vision

At Engro Foods, at the heart of our operational strategy is an unwaveringcommitment to make investments geared towards bolstering the economy in waysthat can translate our growth into heightened prosperity for Pakistan and beyond.Keeping this as our core focus, we have always strived to create value by making a

meaningful contribution to our economy, our stake-holders and all thecommunities that we engage and do business with

Motivation, Innovation and Engro Foods

At Engro Foods, innovation is valued, encouraged and rewarded in all aspects ofour operations. As we continue to deliver quality products, we strive to thinkoutside the box to create products that will help us gain preference and provide thegreatest value to our consumers. For which they need their Employee at fullpotential and for that employees should be kept motivated with all the aspects so

that their skilled can be employed at most.


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Products

Most of the revenue generated Engro is generated from its foodproducts, some of which are

Dairy Products

Olpers

Olpers Lite

Olpersflavored milk

Olper's Cream

Tarang

Omung Dobala

Dairy Omung

Frozen Desserts

Frozen Desserts are manufactured under thename of Omore. The variety of productsconsists of cups, sticks, cones, family tubs, etc.


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Departments

Administration

Efficient management of all administrative affairs of Engro Foods Limited is thejob of the administration department. From legal matters to general day to dayoperations of the office, the Administration department ensures that all affairs runsmoothly.

Finance and Accounts

The finance and accounts departments at Engro Foods are responsible for the totalfinancial management of the different businesses of the company. From the usualaccounting statements and sheets to risk and portfolio management, the team

ensures that every rupee coming into and out of the companies pocket is properlydocumented and audited.

Human Resource

The human resource department at Engro Foods limited spearheads theirrecruitment process to ensure that the finest human resource is taken on board atEngro Foods. Resumes of candidates are carefully filed and documented forcurrent or future reference. The department, besides carrying out succession

planning, maintains and implements HR policies pertaining to employment,

retention, superannuation. Assessing training needs of employees and ensuringadequate training is also carried out by the professional HR team at Engro Foods.

Marketing

Consisting of leading market professionals of the industry, who are graduates oftop business schools of Pakistan, the marketing department ensures that from

product need identification to product development, launching and post launch, allstrategic decisions are made based on authentic information and research.

Identifying the target markets, effectively communicating to them and building theimage of the brands as well as the Companies, is the job of the professionalsrunning the marketing at Engro Foods.


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Procurement

As all of our food products are milk based the entire Milk procurement departmentplays a critical role in defining the quality of the end product that reaches ourcustomers. Ensuring regular collection of fresh and pure milk right from the farmerto the factory and ascertaining the freshness of milk all across the milk

procurement process, is the responsibility of Milk Procurement department,consisting of food technologists working at the collection centers and veterinarydoctors providing service to the farmers.

Management Information System

The MIS department at Engro Foods ensures that all automation is running error-free at all times. Regularly modifying and updating the Companys accounting

software is also the MIS teamsresponsibility.

Production

Modern technology is part and parcel of Production at Engro Foods. The state ofthe art plan set up near Sukkur has a processing capacity of more than 300,000liters of milk per day, making it one of the largest in the country. Professionallyqualified human resource efficiently works night and day to maintain highesthygiene standards.

Quality Assurance

Quality Assurance is strictly followed in Engro Food. Qualified food technologistsat this department ensure that highest quality parameters are adhered to through allsteps of production and that the products reach the consumers as per promise.

Supply and Distribution

This department ensures timely and effective distribution of the products to

different shops and stores spread all across Pakistan. From transportationmanagement to obtaining route permits and approvals, is done by this department.


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CHAPTER 2: Literature Review

Several studies focusing on organizational behavior have given extensiveconsideration motivation, employee job satisfaction and organizational

performance. All these variables are interdependent on each other. Simply theassociation between motivation, job satisfaction and organizational performancecan be viewed as:

Motivation can be elaborated as what individuals strive to achieve better. However,not everyone gets motivated by the identical factors. Someone may get motivated

by or satisfied by achieving higher authority and responsibility where some otherperson merely needs flexibility in work schedule, or someone may be motivated bysense of accomplishment. When we talk about motivation this only effects peoplewhen they are ready for it and when it is applied the best way suitable for them.

That is, when it feeds the needs of the person to be motivated. Still the motivationwill not have effect on individuals if they are unable to perform a task or if theyar3e not willing for certain tasks. Here comes the role of leadership as leaders haveto decide what foundation requirements are there to apply motivation and what sortof motivation is needed. Motivation is going to work if the right person withsuitable skills is made responsible for the job or otherwise it will be wastage ofresources and time, and may lead to an opposite side that creates an incapable andnon-willing job performer.

The term motivation is derived from the Latin term movere, which means tomove (Baron, Henley, McGibbon and McCarthy, 2002). Motivation refers to the

reasons underlying behavior (Guay et al., 2010). Campbell and Pritchard (1976,p.78) defined motivation as a label for the determinants of the choice to initiate

effort on a certain task, the choice to expend a certain amount of effort, and thechoice to persist in expending effort over a period of time. Motivation, therefore,

closes the satisfaction-performance loop, and has to do with a set of interrelatedfactors that explain an individuals behavior, holding constant the variablescontrolled or influenced by management, as well as by individual skills, abilitiesand knowledge (Campbell & Pritchard, 1976). Spector (2003) saw motivation as

an internal state that induces a person to engage in particular behaviors, and heldthat motivation may be viewed from two angles. To Nelson and Quick (2003),motivation is the process of arousing and sustaining goal-directed behavior. Gouws(1995) defined motivation as an inner wish or urge that originates with anindividual, either consciously or unconsciously, to complete a task successfully

because it is enjoyable, and not necessarily for what will be received in return. Inan age where retaining talent is crucial to their prosperity, companies realize that


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they need to do a better job at letting employees know that their work matters, bystepping up employee recognition (Clarke, 2001).

By reviewing different articles and search engines on the above general researchquestion the following statements have been observed:

Salary motivates employees to work more effectively

Rynes, Colbert, and Brown (2002) presented the following statement to 959members of the Society for Human Resource Management (SHRM): Surveys that

directly ask employees how important pay is to them are likely to overestimatepays true importance in actual decisions (p. 158). If our interpretation (and that

of Rynes et al.) of the research literature is accurate, then the correct true-falseanswer to the above statement is false. In other words, people are more likely to

underreport than to over report the importance of pay as a motivational factor inmost situations. Put another way, research suggests that pay is much moreimportant in peoples actual choices and behaviors than itis in their self-reports ofwhat motivates them, much like the cartoon viewers mentioned in the quote above.Yet, only 35% of the respondents in the Rynes et al. study answered in a wayconsistent with research findings.

Satisfaction leads to motivation

The relationship between job satisfaction and motivation at work has been one ofthe widely researched areas in the field of management in relation to different

professions, but in Pakistan very few studies have explored this concept especiallyon banking sectors employees. According to Khan (1997), in the current businessenvironment, organizations in all industries are experiencing rapid change, whichis accelerating at an enormous speed. Finck et al. (1998) also stated that companiesmust recognize that the human factor is becoming much more important fororganizational survival, and that business excellence will only be achieved whenemployees are excited and motivated by their work. In addition, difficultcircumstances, such as violence, tragedy, fear, and job insecurity create severe

stress in employees and result in reduced workplace performance (Klein, 2002).According to Watson (1994) business has come to realize that a motivated andsatisfied workforce can deliver powerfully to the bottom line. Since employeeperformance is a joint function of ability and motivation, one of managements

primary tasks, therefore, is to motivate employees to perform to the best of theirability (Moorhead & Griffin, 1998).


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Recognition can help motivate employees

Motivation through recognition can and does work. It will provide your companywith many benefits and advantages, some of which cannot be measured on atangible scale. Recognition can be an incredibly powerful tool to foster a close-knitteam environment, encourage employees to achieve high levels of productivity,increase your employee retention rates, and reduce incidental expenses relating toinattentiveness to job duties that result in dissatisfied customers, safety issues, oron-the-job downtime.

Recognizing your employees for the work they do also costs you nothing at allother than your time and effort, and if they are working that hard for you, surelyyou can demonstrate your appreciation in ways that let them know you are awareof their efforts.

Amabile et al. (1994) concluded that employee who reveals high job satisfaction ismotivated by rewards, and rewards supported work engagement(VandenbergheandTrembley 2008). According to Zainis (2009) satisfaction of

rewards in public and private sector employee has been established certainlyassociated with job satisfaction. Furthermore, Zaini et al. (2009) and Chew (2005)

preceding research found that job satisfaction is associated with the monetarycompensation (pay, promotion, and bonus) and non-monetary compensation isoneof the most important explanatory variables in both sectors (A. Furham et al.2009). William James said, "The deepest desire in human nature is to be

appreciated." It does not matter how much you pay someone, everyone want toknow that their efforts are being seen and appreciated, especially by their manager.Don't just send them a thank you e-mail - that just means you care enough to hit the"Enter" key. If you really want to thank someone buy them a real "Thank You"card and describe how their behavior and performance has added value to the teamand organization.


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Chapter 3: Research Methodology

Observation

One of important factor in determining the organizational efficiency ismotivation. Motivation is the factor that stimulate desire andenergy inpeople both internally and externally to be continually interested andcommitted to ajob,role or subject, or to make an effort to attain agoal.Without it all organizational facilities will go to waste. Motivation is aneffective instrument in the hands of management in inspiring theworkforce. Motivation increases the willingness of the workers to work,thus increasing efficiency and effectiveness of the organization.

Hypothesis

1. There is significant relationship between pay scale and work motivation.

2. There is significant relationship between recognition and work motivation.

3. There is significant relationship between incentives and rewards with employeemotivation.

4. There is significant relationship between job satisfaction and work motivation.

Experiment

For experiment we visited Engro regional The Harbour Front Sea View Road,Karachi where we took interview from various managers and asked them abouthow motivation played a role in the success of their organization.

We also made questionnaire in order to collect a survey of information from theemployees there. The sample size we selected was 25 employees at Engro.
http://www.businessdictionary.com/definition/energy.htmlhttp://www.businessdictionary.com/definition/job.htmlhttp://www.businessdictionary.com/definition/role.htmlhttp://www.businessdictionary.com/definition/goal.htmlhttp://www.businessdictionary.com/definition/goal.htmlhttp://www.businessdictionary.com/definition/role.htmlhttp://www.businessdictionary.com/definition/job.htmlhttp://www.businessdictionary.com/definition/energy.html


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Interview

Following is the interview that we took from assistant manager MuhammadHussain of Engro Corporation in order to find the answer of above hypothesis.

1. What is the mission of your company?

Mission of our company is Engro Foundation is committed to make a positiveimpact in the lives of those living in communities around its supply chain throughthe provision of improved basic services (health, infrastructure, water andsanitation); education and skill development; environment and livelihood training.In addition, it works with partner organizations to provide financial and technicalsupport in response to natural calamities.

2. What is your vision?

Engro Foundation brings realization to the dreams of our people to make adifference in lives of those around us. We believe in the power of Pakistans

human capital to change the face of communities and economies and make themagents of a wider change.

3. What are your views about motivation?

According to my point of view motivation always played as the most integral

instrument in order to create a satisfied behavior of employees at work.

4. How do you motivate your Staff before starting any project?

We use a variety of different methods to motivate staff. When a project is about tostart and I am delegating tasks, I supply some type of mild reward, such as I will

treat you all to coffee once this is over.5. Why is it important to motivate employees in the workplace?

The foremost reason that calls for motivating employees in the workplace is:

Lack of motivation that is low productivity


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6. How do you motivate employees?

We have several ways to motivate our employees such as providing personal care,feedback for performance and providing bonuses for their performance. Apart fromthat we also have some programs like reward program, employee benefit programand professional development program. All of these do improve our employeesmotivation one way or another.

7. Over the years have you seen your company giving special attention to

employees motivation?

Yes. Our company always believed in betterment of employees and betterment ofthe organization and it is general truism that motivation helps an organization growand perform better that is why we also started to give special attention to the

motivation of our employees.

8. What kind of work culture do you think increases the motivation level of an

employee?

A culture in which:

I. Suggestions of employees are listened to.II. Employees are well informed about the decisions being taken which mightaffect them.

III. Communication between all employees is open.IV. Employees are trusted and treated with respectV. Employees work and deliver as a teamVI. Employees see a path to grow and are regular trained for development

9. Do you think challenges increases the motivation level?

Yes, giving challenges to the employees increases the motivation level because bygiving challenges to them their interest level will increase and it will helpincreasing their performance.


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10. What makes your company different from others in aspect of motivation

for the employees?

Engro believes that its employees are its most important assets. Being assets, theyare provided with the best facilities and incentives to motivate them and increase

both their creativity and productivity at work. This makes Engro different thanother competing organizations

11. Is motivating your employees providing any benefits?

Yes. Motivating our employees has benefited Engro in several ways such asincreased productivity and innovative ideas by the employees which is a source oflong term benefits to the company.

3. 1 Nature of the research

We use the exploratory research in order to find out find out the answer of abovehypothesis

Qualitative Research has been used in order to identify the factors affectingmotivation .It provides insights into the problem or helps to develop ideas orhypotheses for potential quantitative research.

3.2 Target population

Our targeted population is employees of Engro Company. The number of peoplethat we selected for filling the questionnaire is 25.


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3.3 Data collection

The Data we have gathered at Engro Foods was catered to us by two sources ofdata Collection.

Primary Data

Primary data was collected via questionnaires which were given to 25 Engroemployees.

Secondary Data

Several websites and articles were used to collect secondary data for our report, ofwhich some are listed in the references and bibliography.

3.4 Data treatment

Data was collected through questionnaires and also from several websites andarticle. Not much analysis was needed on the data, so figures were converted onMicrosoft Word into charts for better understanding.


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CHAPTER 4: Data Analysis

As mentioned earlier, 2 sources of data collection were used.

Primary Data:Using questionnaires, we had 25 Engro employees fill out questionnaires to

understand their personal thoughts on the issue of our research

Secondary Data:Several articles and websites were used to collect qualitative data relevant toour report.

The following results were collected using our questionnaires, over the concerned Variables;

Good Pay Scales Motivates Individuals to Work Efficiently

Our Questionnaire asked whether the pay scales play a vital part in motivating an employee andwe received the following answers from the Employees at Engro.

Figure 1

Analysis of Figure 1

According to the answers of the questionnaire, we found out that 60% of the Employees stronglyagreed with this hypothesis, while 21% agreed. Disagreement was displayed by 13% of the

Sample Population while the rest remained neutral.

We found a positive relation between the above statements for the Employees of Engro. Moneyis important for all the employees, whether it is in the form of Benefits or various increments andbonuses that organizations implement in order to promote healthier working environment. Butwe also had many employees who disagreed with the fact that money is not what employee looksat. Many of them consider job satisfaction as the most prominent member from this family ofvariables to encourage and motivate the employees.

Strongly

Agree60%

Agree

21%

Neutral

6%

Disagree

13%

Effect of Pay Scale on Motivation


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Employeessatisfaction leads to Motivation:

We asked the people at Engro if they felt that job satisfaction also affects their motivation level.We found the following results

Figure 2

Analysis for Figure 2

According to the answers of the questionnaire, we found out that 73% of the Employees stronglyagreed with this hypothesis while 19% agreed. Disagreement was displayed by 8% of the SamplePopulation.

In this variable of research as well, we found a positive answer to our research question. theemployees of Engro Foods also agree with the fact that only a satisfied employee can be drivento a level of Motivation where he adopts an organization citizenship behavior. Therefore, its

imperative that an organization should make the Satisfaction of their employees at the workplace, the top priority.

Strongly Agree

73%

Agree

19%

Disagree

8%

Effect of Satisfaction on Motivation


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Recognition of Efforts plays as an important factor for Motivating an

Employee:

Recognition of work has been always been regarded as the key element in motivating anEmployee to his best potential. The thoughts of employees at Engro are as follows:

Figure 3

Analysis for Figure 3

According to the answers of the questionnaire, we found out that 68% of the Employees stronglyagreed with this hypothesis, while 17% agreed. Disagreement was displayed by 6% of theSample Population while the rest remained neutral.

According to the information collected through our questionnaire, we can conclude that

Organizations should be focusing on recognizing the efforts of their Employees, as that plays avital role in encouraging company employees and helps them realize their true potential andability.

Strongly Agree

68%

Agree

17%

Neutral

9%

Disagree

6%

Effects of Recognition on Motivation


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Chapter 5: Conclusion and Recommendations

Conclusion: Engro is well aware of the importance of motivation in a workplaceand also of the fact that motivation helps energize, maintain and control the

behavior of employees. Due to which Engro takes special care of its employees bygiving them all facilities possible and also compensating them on the basis of theirwork, this helps to keep the employees of Engro motivated and productive. Engroalso tweaks the pay-scales of its employees according to their work and alsorecognizes its employees efforts and hard-work and makes sure that they are

benefitted according to their efforts. Because of all of these constant efforts tomotivate employees Engro always ends up with a workplace full of satisfied,motivated and productive employees.

Recommendations: It is highly likely that all employees may have differentneeds from one another; some might be motivated by monetary bonuses whileothers by recognition. Therefore, to satisfy all of its employees with different needsEngro should motivate their employees in different ways, such as:

Give information regarding new products, new strategies being implementedand how employees fit in the overall plan.

To avoid mistakes in the future and boost productivity, provide feedbackabout the performance of employees.

Thank employees when they do a good jobeither personally or in written

form. Do it as just after the job has been completed. Try to bond with each employee, give them a chance to grow and acquire

new skills. Also show them how you can help them achieve theirorganizational goals.

Use performance as the basis for recognizing, rewarding, and promotingpeople. For example, an employee performing better gets a better salary thanone who is not.

Make sure that enough time is being given to employees and theirsuggestions are being listened to.

Always take out time for celebrations if the company, a department or someindividuals succeed in achievement of a major goal as this will boost themorale of employees.

Make sure that team and morale-building meetings and activities are held atleast monthly.

Rather than an autocratic environment, create an environment which istrusting, fun and open to new ideas.


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Bibliography

Moorhead, G. & Griffin, R.W. (1998). Organizational behavior: Managing peopleand organizations (5th ed.). Boston: Houghton Mifflin.

Oshagbemi, T. (2000b), Correlates of Pay Satisfaction in Higher Education,

International Journal of Educational Management 14(1):31-39.

Pearson, C.A.L., Chatterjee, S.R. (2002) Gender variations in work goal priorities:a survey of Chinese managers. International Journal of Management, 535-543.

Pinder, C.C. (1998). Work motivation in organizational behavior. Upper SaddleRiver, N J: Prentice-Hall.

Sempane, M.E., Rieger, H.S. &Roodt, G. (2002). Job satisfaction in relation toorganizational culture. South African Journal of Industrial Psychology, 28(2), 23 -30.

Ali, R., and Ahmed, M. S. (2009). The impact of reward and recognition programson employees motivation and satisfaction: an empirical study. InternationalReview of Business Research Papers, 5(4), 270-279.

References

http://www.engro.com/

http://engrofoods.com/

http://irjbm.org/irjbm2013/November/Paper9.pdf

http://www.worldatwork.org/waw/adimLink?id=39032

https://www.utm.edu/staff/mikem/documents/Payasamotivator.pdf

http://www.iobm.edu.pk/pbr/pbr_1107/110708_workmotivation.pdf

https://fenix.tecnico.ulisboa.pt/downloadFile/3779572346170/T7.3-C2-

Leader's%20role%20in%20motivation.pdf

http://www.mcser.org/journal/index.php/jesr/article/download/1836/1835


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Questionnaire*

1. Do pay scales play a vital part in motivating employees at Engro?

a. Strongly Agree

b. Agree

c. Neutral

d. Disagree

e. Strongly Disagree

2. Do you think that job satisfaction improves motivation?

a. Strongly Agree

b. Agree

c. Neutral

d. Disagree


3. Is recognition at work positively correlated with the motivation of employees?

a. Strongly Agree

b. Agree

c. Neutral

d. Disagree


*Several other questions were asked, but were later removed as they werent providing much to the final report.

motivation at olpers pakistan

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