1

Table of Contents
QUESTIONS......................................................................................................................................1
Abstract............................................................................................................................................2
ABDULLAH TEXTILE COMPANY LTD.................................................................................................3
About...........................................................................................................................................3
Mission Statement of the Company........................................................................................3
Vision Statement of the Company...........................................................................................3
Employee Engagement and its Impact on Performance:............................................................3
Successful Engagement Initiative................................................................................................4
Exit Interviews to Improve Turnover Rate...................................................................................5
Impact of Motivation...................................................................................................................6
Training and Development in Motivation...................................................................................6
Conclusion........................................................................................................................................7
 2

QUESTIONS
1. Mission/vision/purpose of company
2. Do you believe in employee engagement? And its impact on their productivity?
3. What are the successful engagement initiatives taken in your organization to improve
motivation?
4. How do you gauge the morale level of your staff members? Have you ever conducted
organizational climate survey? If yes, how? If no, why?
5. Employee turnover rate? And do you conduct the exit interview?
6. Major reasons for your employee to leave your organization and how do you utilize
the information given in the exit interview to improve the turnover rate.
7. What factors contribute into the intrinsic motivation?
8. In your opinion do you think that training and development contributes in motivation
and satisfaction?
9. Do you follow any succession policy? Why it is important for employee satisfaction
and commitment towards company?
 3

Abstract
The study aim to investigate the relationship between work motivation and quality of work life
among the textile sector employees. Quality of work life conditions and feelings were the
independent variables of the study. Autonomy, work speed and routine, task related
interaction, personal growth and opportunity, and work complexity were the sub factors of
quality of work life conditions. Work motivation was the dependent variable of the study and
was defined in terms of satisfaction in six areas i.e. dependence, organizational orientation,
work group relations, psychological work incentives, material incentives and job situation. The
study adopted convenient sampling method for data collection. A list of questions were asked
to the HR manager of the company i.e. Abdullah Textile one of the major industry in textile
sector. Results indicate that other than the relationship between few of the sub factors of both
variables total quality of work life condition and feelings are related with total work motivation.
 4

ABDULLAH TEXTILE COMPANY LTD.

About
Abdullah Textile aim to seeing our company to be a good manufacturing unit producing high
quality thread by complying with the requirements of quality management system and
continuously improving its effectiveness for total customers’ satisfaction. We wish to play an
honorable role in the spinning and weaving sector by keeping a substantial presence in the
export and local markets.

Mission Statement of the Company

To install state of the art machinery and to acquire sophisticated process technology to achieve
maximum growth in a competitive standard quality environment.

To improve customer’s satisfaction level by adhering strictly to standard quality requirements

of our customers in local and export markets and by receiving prompt feedback about quality
standard of our products.

Vision Statement of the Company

To achieve excellence in all sectors of the textile industry, from fiber to finished product,
constantly striving to be at the forefront of our industry and to generate highest possible value
for all stakeholders.

Employee Engagement and its Impact on Performance:

Definitions of employee engagement vary greatly across organizations. Many managers wonder
how such a vague concept can be quantified. The term does encompass several ingredients for
which researchers have developed measurement techniques. These ingredients include the
degree to which employees fully occupy themselves in their work, as well as the strength of
their commitment to the employer and role. Fortunately, there is much research on these
elements of engagement—work that has deep roots in individual and group psychology.
Employee engagement initiative has a direct impact on the organization’s productivity. All
organizations want their employee to be engaged in their work. Employee engagement is linked
to customer satisfaction, which is linked to an organization’s financial success.

His statement when we ask a question. Does employee engagement impact on performance?
 5

“Striving to maintain a higher level of employee engagement not only contributes towards
short-term survival during volatility, but also is a key factor for longer-term business
performance and better positioning when market condition becomes favorable. The companies
that get engagement right can enjoy a surplus of competitive advantage in talent strategy and
business results that is hard for others to replicate. ”

Successful Engagement Initiative

We asked the motivation question because a person working in the organization makes a
person bore by doing same work again and again. Motivation is an important life skill. The
reason it's important is because every person on this earth is unique and has a purpose. To
steward your purpose well, you have to be motivated to work towards your goals, which helps
your dreams become a reality 68. A well-motivated workforce can provide several advantages:
Better productivity (amount produced per employee). This can lead to lower unit costs of
production and so enable a firm to sell its product at a lower price. Lower levels of absenteeism
as the employees are content with their working lives.

We have continuously discussions and meetings at different level for engagement of employees
in organizational policies few of them are as follows

 Easily accessibilities of staff or higher level management

 Regular discussions and meetings

 Daily weekly and monthly targets to get motivated

If a person is working properly in an organization they made their promotions and change
designations. They use simple form for the motivation in their company. If you let them know
you trust and depend on them, they will fill those shoes sooner than you think. A vote of
confidence can go a long way. Let them know you trust them to do the best job possible and
they will rarely disappoint you.

Not all the work gives reward immediate to the workers but their organization give immediate
rewards to employee nothing works better than a reward to encourage employees to
reach their objectives. Their rewards are goal related they create healthy competition
between the employees. Where the rewards are simple but are very good so it helps
them to motivate their employees in everyday normal work.
 6

Exit Interviews to Improve Turnover Rate

Leaving job is part of people life. They always leave job when they see better opportunity or
they see more advantage in other job something’s is missing from their current job they see
their desire fulfill so they switch job. Now looking into reasons why people leave their company
everything is set they have adopted the culture and environment of the organization. they have
a very good routine but still they switch jobs leave their jobs. Sometime people go and work on
lower level people often is amused to see them leaving jobs buy why people do that. The exit
interview is also conduct for this situation because sometime a company core person leaves the
job.

They have not a high turnover rate but people in their organization also leave the job but their
majors reasons so far are. The better opportunity they get from aboard. Because people in their
organization go aboard, after leaving them due to higher pay. They say people usually rotate at
their lower level some people go and comeback when needed or due to some reasons they
come and go. They don’t have concern with them because they easily get lower level worker.
Some people who are working from some time their turnover ratio is very low. Those people
leave the organization due to their personal issues not related to organization.

The higher level management leave because they get good opportunity for aboard so the
differences in their pay scale is huge so they can’t stop them from leaving how good they might
be because if a person is leaving Pakistan you can’t stop them because they get a good package
from leaving their job. This is a main reason that employee leave by conducting these exit
interview we get this and we can’t do anything for that. We can’t match their Package with our
package so we don’t do anything.

In human resources context, turnover is the act of replacing an employee with a new employee.
Partings between organizations and employees may consist of termination, retirement, death,
interagency transfers, and resignations. Sometime turnover rate are very important in some
context for the company. If the turnover rate is high company might need to change many big
things like management their company policy their working culture and many others things also
so they concentrate also on the company turnover rate. This also comes in mean HR domain.
The exit interview is also important for some companies because they have a very minor
employee leaving rate so they are concern why a person is leaving. Exit interview also give
company a very honest and frank review for the person who is leaving the job. It’s the
information the employers get so he can use it to avoid losing additional employees from the
company.
 7

Employee’s turnover rate in their company is various with the seniority level like at senior level
their turnover ratio is very low in-fact few members are engaged with them since their
beginning because it’s a new company it’s not that old. So they don’t suffer with employee
retiring to give him allowances he might have work for many years but they are not at that level
to give them allowances. But at lower level the turnover ratio is as per their norm of industry
and they have tried best to sustain their employees through proper incentives and work
environment.

They conduct exit interview in their company but it varies from whom they are taking the
interview. If they are conducting exit interview from the labor force or low level they conduct in
a casual way. But if a person from management or senior level want to leave job the conduct it
in a formal way.

Impact of Motivation
Every manager craves a highly committed, motivated workforce. When workers are engaged,
business performance is better, customer satisfaction scores rise and ultimately, revenues
increase. But keeping employees engaged isn’t easy – particularly in today’s distracted and
fragmented workplace. You have to tap into your employees' intrinsic motivators.

Employees become focused when they’re presented with: a clearly defined goal system of
measurable progress toward that goal notion of increased status when the goal is reached and
meaningful rewards for achieving the goal

There are four factors that provides the right balance of reinforcement to induce interest and
promote participation. They lay the foundation for a successful program because while they
leverage extrinsic tactics, they tap into intrinsic motivation – the internal, emotional fuel that
drives humans to engage in an activity for its own sake, because it is personally rewarding

Training and Development in Motivation

A work force filled with people eager to learn and develop is a sure sign a company hired well.
Employees who are engaged in their jobs and careers want to know more about their company
and industry and to learn skills that will improve their performance. Employers who want to
harness the full value of their employees and foster loyalty and retention will find training is a
winning prospect for all involved.

Understanding: Each employee contributes to an organization's overall function. Only, not

everyone sees how that occurs. Employees with specific and limited scope jobs can easily come
to feel they are just a cog in the wheel whose work may not be that important. Training can
help employees understand how their work fits into their company's structure, mission, goals
 8

and achievements. As a result, employees can become more motivated and excited about their
work as they understand how what they do matters to the success of the organization.

Improvement: Employees often know as well or better than managers do when their work,
processes or productivity could be better. In many cases, employees are missing the tools,
education or organization to achieve their potential. Training particularly for departments,
workgroups and team scan help get things on track to improve work quality and outcomes. As a
result, people feel happier in their work and more excited about the prospects of success.

Career Development: Many workers join their organizations not just to have a job but to
develop a career. Opportunities for advancement are essential to employee retention and
performance. However, if these prospects exist only in theory, workers can become
disfranchised. Training helps employees realize their goals by giving them the education they
need not only to do their jobs better but to learn about new aspects of business and even
higher-level managerial skills they can use down the line.

Message: Training is an investment employers make in their work force. When companies offer
training and education to their employees, they indicate that they value their people and the
contributions they make. They also send a message that the organization values progress both
in organizational achievements as well in the careers of its people. Naturally, this creates
attachment, loyalty and enthusiasm among staff.

Conclusion
Engaged employees can help your organization achieve its mission, execute its strategy and
generate important business results. This report has highlighted ways in which different HR
practices, including job design, recruitment, selection, training, compensation and performance
management can enhance employee engagement. But these examples also show that
employee engagement is more complex than it may appear on the surface. Organizations
define and measure engagement in a variety of different ways, suggesting there is no one
“right” or “best” way to define or stimulate engagement in your workforce. The decision to
invest in strengthening engagement or commitment (or both) depends on an organization’s
strategy and the makeup of its workforce. For these reasons, it is vital to consider your own
organization’s view of engagement, as well as its strategy and workforce composition when
deciding which HR practices will receive scarce investment dollars. The research, guidelines and
examples provided in this report—as well as the annotated bibliography—can help you begin to
weigh the options and to craft an investment plan that will best suit your organization’s unique
circumstances.
9