Professional Documents
Culture Documents
Group: B
Heba Ahmed
Mahmoud Hosny
Mohamed Ali
Khaled Omar
Mahmoud Hussein
Mohamed Hassan
Maryam Riad
Mohamed Abdallah
Agenda
1. The wider context
7. The result
8. The Recommendations
P
2
Market conditions
Economic conditions are
still restricting pay
inflation globally
Increased
recognition
Across the world
the approach to
reward is shifting
away from
paternalism and
towards a
performance and
recognition based
approach
Focus on benefits
The succeeded companies are
refocusing on employee
benefits
4
2. The Motivation
Theories
5
2. Definition of Motivation :
The psychological forces that determine the direction
of a persons level of effort, as well as a persons
persistence in the face of obstacles.
The direction of a persons behavior refers to the many
possible actions that a person could engage in, while
persistence refers to whether, when faced with
roadblocks and obstacles, an individual keeps
trying or gives up.
Taylor
Scientific
Management
Mayo
Maslow
Herzberg
Human
Relations
Management
Hierarchy
of Needs
Two Factor
Theory
Motivators
Hygiene or
Maintenance
Hawthorne
Effect
McGregor
Theory X
Theory Y
Drucker
Importance
of
Objectives
Peters
Involving
Employees
Recognizing
Champions
3- The Definitions
of Motivation
Theories
8
10
Better communication
Working in groups
Team working
personnel departments to look after employees
interests
12
By challenging him
14
15
http://www.hrzone.com/community-voice/blogs/steve-smith-0/how-maslows-hierarchy-of-needs-influences-employee-engagement
20
21
23
24
Im paid very
well
The educational
There is no
allowance is a
transparency
major selling
around the link
point comparing between rating
to internationals
and bonus
companies
This is a flat
structure. I
cant see the
opportunity
for
progression
Advertising
Training is
available to do externally makes
your job but us feel like we are
not to step into not good enough
to apply for the
the one above
job
I dont
understand
how to get
promoted
25
Allowances such as
Housing and Education
Safety at the work place
Career Path
Salaries,
compensation
Link between appraisal
& reward
Retirement plans and
packages
Competitive
reward
proposition
Tuition Allowances
Benefits
The gap between the
position
Flexible Working
Schedule
26
27
1- Interesting Work
Interesting means engaging or exciting and holding the attention
or curiosity.
When an
employee like
his work, dont
get bored ,
learn new skills
, feel
supported, and
is a part of the
succession of
the job
Open
supportive
Entrepreneurial
stimulating
Collaborative
Inspiring
Focused on
fostering strengths
28
2- Appreciation of Work
William James said: "The deepest desire in human nature is to be
appreciated."
Career opportunities.
Everyone want
to know that
their efforts are
being seen and
appreciated,
especially by
their manager.
80 % are motivated
to, when they are
appreciated
29
3- Being Included
In low power distance culture, everyone is perceived to have the
potential to contribute to the decision-making process; in fact,
everyone is assumed to have equal rights
4- Job Security
Assurance (or lack of it) that an employee has about the continuity of
gainful employment for his or her work life.
5- Good Wages
Fair wage refers to wage levels and company practices regarding
wages that provide a living wage for workers while still complying
with all national regulations
With a fair wage, employees should be able to :
such as :
minimum wage
overtime
payments
provision of
paid holidays
Others ..
32
better in terms of
Greater responsibility
Types of Promotion:
Horizontal
Vertical
Dry
Greater skill
with photos
or small trinkets
http://www.businessdictionary.com/definition/working-conditions.html
34
8- Loyalty to employees
The employer has a moral obligation to make business decisions to
advance the welfare of employees.
This includes:
An ethical
employer does not
think
of employees only
as a means to an
end.
Employees must
be treated as a
major stakeholder
group.
Respectful treat
Fair Payment
35
9- Tactful Discipline
Written, step-by-step process which a firm commits itself to follow in
every case where an employee has to be warned, reprimanded, or
dismissed.
Being tactful, sensitive and using a coaching, teaching model to
correct work deficiencies
There are many ways to approach a member of your staff
when you need to correct a behavior or a possible mistake
and/or annulment of
the firm's action.
http://www.businessdictionary.com/definition/disciplinary-procedure.html#ixzz3USkit2dr
36
A Smart managers
knows he is not
therapist
But he should
recognize that any
employees is having
personal problems
that are affecting his
job performance
Or to the Employee
Assistance Programs.
http://wheniwork.com/blog/what-todays-employees-want-from-their-managers/
37
5. Conducting in-site
& online survey
38
Survey Site
39
Female
Age:
Under 30
41 50
31 40
Over 50
Company Sector
Governmental
NGO
Private sector
42
43
Questions 1:
Interesting Work
Appreciation of Work
Questions 2:
1 Management within my organization
recognizes strong job performance.
2 financial appreciation is enough as a
motivator.
3.
Your efforts not being recognized by your
manager affects negatively your
performance.
4.
work appreciation is important to you
5.
Questions 3:
Being Included
2.
I feel completely involved in my work.
4.
5.
Questions 4:
1-
Job Security
Questions 5:
1-
Good Wages
Questions 6:
1 I am satisfied with my opportunities for
professional growth.
2
2.
I am pleased with the career advancement
opportunities available to me.
4.
3.
My organization is dedicated to my
professional development.
6.
Questions 7:
1 I am satisfied with the workplace
flexibility offered by my organization.
2
2.
My organization has a safe work
environment.
4.
3.
Having a smoke free work place affects
your comfort
6.
Loyalty to employee
Questions 8:
1 I am satisfied with the job-related training
my organization offers.
2 I am satisfied with the investment my
organization makes in training and
education.
3.
My supervisor and I have a good working
relationship..
4.
I am satisfied with the healthcare-related
benefits offered by my organization.
5.
My organization's work positively impacts
people's lives.
Questions 9:
Tactful Discipline
5.
Questions 10:
Sympathetic Help
6. The results
67
15
49
41-50
%
6.4
20.9
80
34.2
90
38.5
31-40
under 30
10
20
30
40
50
60
70
80
90
100
68
120
51.7
112
48.3
Female
Male
108
110
112
114
116
118
120
122
70
Sector Result
Resp.
NGO
24
10.4
180
78.3
26
11.3
Private
Gov.
20
40
60
80
100
120
140
160
180
200
71
Under 30
3.39
Sympathetic help
3.35
Tactful discipline
Loyalty to employees
3.37
3.37
3.18
Under 30
Good wages
3.23
Job Security
3.38
Being included
3.25
Appreciation of work
3.68
Interesting work
3.35
3.00
3.10
3.20
3.30
3.40
3.50
3.60
3.70
72
Sympathetic help
3.78
Tactful discipline
3.81
Loyalty to employees
3.55
3.12
31 - 40
3.42
Job Security
Being included
3.54
3.44
Appreciation of work
Interesting work
3.86
3.53
3.00 3.10 3.20 3.30 3.40 3.50 3.60 3.70 3.80 3.90 4.00
66
Sympathetic help
3.87
Tactful discipline
3.95
Loyalty to employees
3.72
3.30
41- 50
3.54
Good wages
3.77
Job Security
3.63
Being included
4.00
Appreciation of work
3.75
Interesting work
3.00
3.20
3.40
3.60
3.80
4.00
74
Over 50
3.85
Sympathetic help
3.75
Tactful discipline
3.96
Loyalty to employees
3.80
3.53
Over 50
3.95
Good wages
3.75
Job Security
Being included
Appreciation of work
Interesting work
3.64
3.82
3.76
3.00 3.10 3.20 3.30 3.40 3.50 3.60 3.70 3.80 3.90 4.00
75
31 - 40
41 50
Over 50
Interesting Work
Appreciation of Work
Being Included
Job Security
Good Wages
10
10
10
10
Loyalty to Employees
Tactful Discipline
Sympathetic Help
6
76
8. The Recommendations
77
http://www.presentaplaque.com/tag/maslows-hierarchy-of-needs/
78
To motivate employees :
Interesting
Work
Appreciation
He is your
family
member
Involve
him in
decisions
Be fair in
punishing
him
Key points to
each
recommendation
has been taken
into
consideration
To motivate
you worker
Give him
Put your
self in
his
shoes
Create a
comfortable &
safe working
area
Promote
him & let
him grow
Secure his
furure
Pay him
enough
money
Matching jobs
The Job
Structure
Skills,
experience and
knowledge
80
Customer
Service :
-XXXXX
Safety
Attendance
Productivity
- for achieving
a certain
number of
days without
an on-the-job
injury
- six months or
a year without
an absence is
the typically
rewarded goal
- Achieving a
competitive
edge above
colleagues
superior
performance
awards
Achievement
-Employee of
the month
programs
- on a specific
project
- For
outstanding
effort
81
83
Retirement
Plan
Legislation
Employee
feeling
Secure
Policy of the
co.
Agreements
84
85
Recognising high
performance
Reward System
When your
employees do
well, reward
them.
Scorecards to ensure
the objectives are
aligned with the
job
Appraisal process
transparently done to
rate the employee
86
Band minimum
Band maximum
Director
xxx,xxx.xx
xxx,xxx.xx
Senior Manager
xx,xxx.xx
xxx,xxx.xx
Manager
xx,xxx.xx
xxx,xxx.xx
Assistant Manager
xx,xxx.xx
xx,xxx.xx
Associate
xx,xxx.xx
xx,xxx.xx
Administrator
xx,xxx.xx
xx,xxx.xx
Assistant
xx,xxx.xx
xx,xxx.xx
87
Not a job
evaluation
exercise
Not assessing
your
performance
and skills
Horizontal
movement
Vertical
progression
88
Function 1
Director
Function 2
Director
Senior Manager
Senior manager
Senior
manager
Manager
Manager
Manager (x 3)
Assistant
Manager
Assistant manager
Associate
Administrator
Associate
Administrator
Administrator
Assistant
89
Air
Building
Fire alarm
Mode
First
Aid Kit
Furniture
Employee
Comfort
Safety
Healthy
Fresh and
clean Air
Constructed to
ease work and
provide
security
For safety
Full access to
technology
Personal
items are
allowed
90
Employer
Respect
Moral
Obligation
Good Wages
Working
Christian Scharff
conditions
Employee
Retirement
plan
Employee Satisfaction
91
Attending a professional
development classes
Attend a public
speech or
Sponsor employee
in fitness program
Recognizing success in
graduate degree or
Recognising success in
getting the black belt
Class of personal
financial planning
92
Employee
Management
Evidence
must be applied
Witness
The Discipline
Absenteeism
94