3.

0 SECONDARY DATA SOURCES

3.1 Website

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3.2 TEXTBOOK

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4.0 PRIMARY DATA ANALYSIS

4.1 ORGANISATIONAL MOTIVATION

An organizational Motivation defines Employee motivation is the level of energy, commitment,

and creativity that a company's workers bring to their jobs. Whether the economy is growing or
shrinking, finding ways to motivate employees is always a management concern. Competing
theories stress either incentives or employee involvement (empowerment). Employee motivation
can sometimes be particularly problematic for small businesses. Motivation is an employees
intrinsic enthusiasm about and drives to accomplish activities related to work. Motivation
is that internal drive that causes an individual to decide to take action. (Tyler Hamptons,
2009).

What is the importance of an organizational Motivation? Motivating your employees is vital to

any business. A motivated workforce means a highly productive staff, all of which will help you
achieve your business goals. And this should be a main objective in your organizational and
business plan. Before you build a motivational strategy, the first step you need to take is to
understand what motivates your employees. What drives them to their peak performance will
better help you develop programs that both motivate and retain the best employees for your
business. While not every employee will be motivated by the same thing, focusing on a list of
key motivating programs can help .A company can achieve its full potential only by making
use of all the financial, physical, and human resources that it has. It is through these
resources that the employees get motivated to accomplish their duties. This way, the
enterprise begins to glisten as everyone is doing their best to fulfill their tasks. (Ruther
Stan, 2003).

How should a company motivate employees? Management and leadership actions that empower
employees, and Transparent and regular communication about factors important to employees,
and Treating employees with respect and Involving employees in decisions about their work and
job. and minimizing the number of rules and policies in an environment that demonstrates trust
for employees and treats employees like adults

and providing regular employee recognition, and Feedback and coaching from managers and
leaders, And Above industry average benefits and compensation, and Providing employee perks
and company activities, and positively managing employees within a success framework of
goals, measurements, and clear expectations.

Underpaid - One of the primary reasons for job dissatisfaction results from companies
underpaying workers. The Economic Policy institute reported that workers income is
lagging behind inflation as of 2011 (Peter Cohan, 2013). This means that employees must
stretch their dollar further to buy higher-priced goods and services. Not only must employees
deal with stagnant wages but also high costs for health insurance. The stress of paying bills with
limited income causes many workers to feel dissatisfied with their jobs.

Limited Career Growth and Advancement - A lack of career growth and advancement is another
reason why workers are dissatisfied at their jobs. Employees who feel stuck in their job position
are less motivated to maintain high productivity than those who do not. Workers feel valued
when employers include them in their long-term plans and show their appreciation through
promotions. Employees who move up in an organization and receive just compensation to reflect
their title and responsibility changes usually commit themselves to the company for the long
term.

Lack of Interest - A lack of interest in the work is another reason why employees are unhappy.
Most employees want to perform job duties that are engaging and challenging. Monotonous
work causes an employee to experience boredom. Bored and unchallenged employees
experience little incentive to concern themselves with workplace productivity ( Lise M.
Saari and Timothy,2003) .

Poor Management - The management team plays an important role within an organization.
Managers are responsible for motivating employees, planning, organizing and controlling within
the organization. A key reason employees perform poorly in the workplace is poor management.
Managers with poor leadership skills tend to offer little feedback on employees performances.
Micromanaging and dictating to employees instead of motivating them can cause a decrease in
employee productivity. Some organizations possess highly political cultures that tend to
discourage workers from believing the roles they fill are important to the organization.

Based on what we learned from our interview is that Petronas follows the
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