Organizational behavior project

1:Introduction
A family owned Vintage Insurance company before being taken over by a top 20 ASX
company

• Renowned as an industry expert in commercial and heavy motor insurance

• Head Office located in Islamabad

• Workforce located in many capital cities of Pakistan

• After 3 years of poor results and huge loses, managerial change occurred implementing
a new strategy and path forward for the company. Main focus on the more densely
populated NSW & Qld operations – Regional Manager instrumental in the new direction
– She has been Vintage Insurance for approximately 15 months – Currently on track to
achieve a small net profit for the first time after 3 years of bad loses

2: Purpose of the Project

The purpose of the project is to Investigate issues of staff engagement, satisfaction and
motivation in an organization or organizational unit

• Analysis survey data, outcome and find the correlations between workplace
engagement, satisfaction and motivation and the effect on performance without any
quantitative analysis.

Methodology of Data Collection and Analysis Qualitative Interview Method:

* Our Objective:
explore tangible and measurable outcome as well as experiences of employee
engagement, satisfaction and motivation practice from individual participants Surveys
were conducted face to face with diverse members of the company, Our survey focused
on 3 key areas and the perceived effect they have on performance:
•Engagement

•Motivation

•Satisfaction

(*Gill, P. et al. 2008, Methods of data collection in qualitative Research Interview and
focus groups 5)

ENGAGEMENT:

“work engagement is a positive, fulfilling, work-related state of mind that is

characterized by vigor, dedication, and absorption” (Schaufeli, Sala nova, González-
Roam & Bakker, 2002)

Measures of Engagement In the survey form we used following parameters to assess

qualitative responses of Engagement:

• Level of employees believe that they have clear understand the company’s goals

• Level of workplace relationship and satification

• Level of reward Engagement Strategies Used by the Company

• Enhancing communication between management teams and staff – C level directors’

morning tea section – Regional director regular (inter states) face to face meeting

• Reward and recognition program – Rewards - broken down to teams, divisions rather
than simply based on over all company’s revenue

• Adequate performance review and ability assessment – Proper requirement process –

Focus on utilizing employees’ strengths development – Implement 9 Box grid talent
assessment methodology performance-and-potential- matrix-9-box.htmland recognition
of employee’s contribution
• Level of autonomy • Level of team work atmosphere within the division

them in person.

Positive Outcomes of Engagement As literature research indicated: employee

engagement corresponds with positive and proactive behavior’s in organization (Weigl et
al., 2010).

• Ultimate outcome of employee engagement is “the extent to which people enjoy and
believe in what they do, and feel valued for doing it” (Buchanan, et al. 2010, p. 285).

• Those fundamental changes, introduced by new regional director, from employee

engagement perspective, have brought tangible uplift in business performance.

• We actually can feel enthusiasm and commitment from participates during the interview

7 Steps to Engaged Employees process

When you're starting a business, every day brings with it some new unexpected twist or
turn. However, the moment you add employees into the mix, that challenge increases
many times over.

The good news is that there are some simple things you can do to ensure that your people
are fully involved in, dedicated to, and enthusiastic about their work. Take these 7 steps
and your employees will be as engaged in your business and its success as you are.

1. Create a Partnership

The best way to encourage your people to consistently give their very best on the job is to
create a partnership. Treat each employee as a valuable member of your team, and give
them the autonomy to make decisions and do their work as they see fit, so long as they
meet their performance standards.

2. Involve Your Employees

Involve employees more deeply in your organization by inviting them to join cross-
functional teams that draw on the expertise and talent of people from different parts of
the organization. Let each team have the authority they need to make decisions on their
own - especially when the decisions directly affect them.

3. Let Your Team in on the Plan

Be as transparent with your people as you can be, in terms of providing information on
how the company makes and loses money, letting them in on any strategies you may have
and explaining to them their role in the big picture. When your employees understand the
overall plan, they will view themselves as an important, vital piece of the puzzle.

4. Provide Feedback on Performance

Regularly set aside time to tell your people what they are doing right and point out any
areas for improvement. If performance is not up to par, work with them to develop ideas
on how to improve. It’s important that employees feel they are supported by you and the
organization, rather than being left behind because of an occasional mistake or bad call.

5. Keep Promises

Never make a promise you can’t keep, and when you do make a promise -- no matter
how small it might be -- be sure to follow through with it. Even if you think your
employees don’t care about it, you can be sure that they are keeping score. If you aren’t
certain that you will be able to follow through on a promise, then don’t make it.

6. Create a Productive Work Environment

A workplace that is trusting, open and fun will be the most productive and successful. Be
open to new ideas and suggestions that come from your employees, and show them that
their voices are being heard. Regularly set time aside for team-building exercises and
meetings, and make them fun so your employees actually look forward to participating
rather than looking for reasons to ditch them.
7. Thank Them

A sincere thank-you for a job well done can be a powerful motivator for continued
success and is an essential tool for every manager. Thank your employees personally and
promptly when you catch them doing something right by writing a quick thank-you email
or text message, or by dropping by their office to tell them in person.

MOTIVATION:

• Employers and Managers not only see the motivation of staff as an integral part
of workplace performance, but also as a major issue they face in staff management. If
a staff member is unmotivated then they are likely to produce low levels of output and
quality in their work. In comparison a motivated staff member is likely to have a high
level of quality and output (Amabile 1993; Steers 2004). Summary of findings relating
to motivation theory
• Teamwork within AVI, was nonexistent. Through the Strategic change
management is implementing strategies to try and change this and improve the
outcomes achieved.
• Communication, and the lack of it was the biggest problem identified with the
lack of teamwork within the company, this has improved but still requires more work.
• According to Jiang (2010), work within teams is becoming more common and
managers are implementing strategies to monitor and motivate staff. One strategy
which is clearly emphasized to all managers is MBWR.
1. Summary of findings relating to motivation theory

• The Reward & Recognition problems have overhauled and brought into line to work
with the strategic goals of the company.
• Staff reviews and assessments through scorecards are now used and clearly outline the
expectations of each staff member and are now focused on tasks which they work together
in their teams better. Staff training programs are much better as they try to achieve the
overall goal of better staff who can progress within the company through internal
promotions. (intrinsic rewards.

2. Satisfaction Affective Satisfaction Theory

“focuses on whether the job evokes a good mood and positive feelings and
affectively-oriented measures of job satisfaction” (Moorman, R.H. 1993)* Cognitive
Satisfaction Theory • “is satisfaction based on a more logical and rational evaluation
of the job conditions” (Moorman, R.H. 1993)* * The influence of cognitive and
affective based job satisfaction measures on the relationship between satisfaction and
organizational citizenship behavior
3. Summary of findings relating to Satisfaction theory
Affective Satisfaction Vintage Insurance Employees expressed the following
feelings about their jobs overall Satisfaction (Emotional Resonance) Openness and
Honesty Integrity Valued Appreciated Inspired Challenged Excited Cooperative
Dissatisfaction (Emotional Dissonance) Stress Work/Life Balance Time for Family
Cognitive Satisfaction Vintage Insurance Employees expressed satisfaction and
dissatisfaction with particular facets Satisfaction Remuneration Super Communication
Company Structure Work Environment Dissatisfaction Working hours
Approachability of Some Management

12 steps to motivate employees:

motivating your employees does not have to be a challenge anymore. Here are 12
fantastic ways you can use to motivate your employees:

Create a friendly work environment

Your employees spend a large amount of time of their lives working in the office. So
try to make the office look as friendly and appealing as possible.
 When you create a pleasant atmosphere where it is welcoming and comfortable, your
employees will be more than eager to go to work every day.

Acknowledge employees’ achievement

Everyone wants to be recognized for something they have done; regardless if it

was for a work or personal achievement. The acknowledgement of a job well done
coming from upper management will mean more to an employee than you think. Always
remember to give credit when credit is due.

Rewarding employees
There will be times when it takes more than just a pat on the back. Try giving
simple incentives when rewarding engaged employees. It does not have to be monetary
rewards all the time; simple things like a week of having a personal parking spot at the
office would be sufficient. Rewarding employees could also be a part of the company
benefits.

Positive communication is the key

Everyone communicates at work and it is probably the easiest thing you can do with your
employee. Yet it can also be the most difficult. Spend a short period of time each day to
have a word with your employees; discussing things from concerns to ideas.

This will not only make your employees happy, it will also provide you with much-
needed insight on your business from your employees.

Encourage friendly competition

A little competition among the employees would not hurt. A competitive environment is
a productive environment. Encourage employees to participate in competitions or
challenges as it is healthy and may actually lead to increased camaraderie.

Friendly competition amongst teams helps with employee engagement and employee

participation.
Have a meaningful and worthwhile goal

Managers should ensure that the company has a vision and plan at a corporate and
individual level. Employees who have a path set before them that may lead to promotion
can work towards a goal. Achievable goals are very helpful as it gives employees the
drive to work harder without being asked.

Create a career path

When employees have an idea of what is provided or what the incentives are, they
become further motivated. This will lead to increased commitment towards their
employer. The members of your team will be more valuable to your organisation, and to
themselves, when they have opportunities to learn new skills.

Provide your employees with the training they require to advance in their careers and to
become knowledgeable about the latest technologies and industry news.

Be a leader worth following

As a leader, employees are going to look to you to set an example for the rest of the
group. Leaders tend to be setting a tone and values for the company. By doing so, it could
have a meaningful effect on the mentality of the employees. If leaders set an example of
positive thinking, employees will follow and the entire work culture will become more
motivating.

Encourage creativity

Creativity does not have to be based on the work that the employees are doing. It could
be simple task like giving ideas on the next company retreat or team building exercises.

Encourage team work

Try to remove any bureaucracy and hierarchy within the company and create an
‘openness’ to new ideas at any level and working together as a team keeps employees
motivated.

Welcome all ideas

Everyone is unique and unpredictable and each with individual desires and some with
complicated ideas. Remember not to shunt away ideas or suggestions no matter how silly
or meaningless they may sound.

No single strategy can ever hope to please all of your workers all at once. A tiny silly
idea could be brainstormed into something brilliant sooner or later.

Don’t let employees become bored

Some employees have a short attention span. Host a cupcake bake-off, plan a happy hour
every Friday, have company lunches together in the office on alternate Wednesdays or
allow a different person to run the weekly meetings to break up the dreariness.

Performance:
“To perform is to take a complex series of actions that integrate skills and knowledge
to produce a valuable result” (Don Elger, Theory of Performance,

Assessment of the performance The questionnaire with 14 questions used to assess

and to understand the measures that the company has deployed to leverage employees
performance. Investigated factors were: • Leadership Style, Organization Culture,
Organization Structure and evaluation impact on job performance • The simultaneous
effect of these factors on perceived job performance • Organizational factors that
could affect the performance of personnel • Organisational processes or routines that
could be improved
 Conclusion:
On Performance Organisation structure was found as the strongest predictor of
sufficient performance The implication of the findings is that, if insurance industries
need to enhance their profitability, Organization Structure, Organization Culture,
Leadership Style and Performance Evaluation are critical to be considered and various
strategies can be applied to enhance them. Strategies should focus on improving the
present level of variables Proper organisation structure provides a clear picture to
employees and it affects their performance.

Our Recommendation:
Based on analysis survey data and published report, we believe the organization is
progressing well in their transformation. Our recommendation for the company to move
to next stage are:

• Focus on short/medium tangible deliverables

• Improve team coherence – Strengthen relationships, negotiate and enact new

behavior’s, resolve conflicts

• Develop staff competence

• Managing the Psychological contract – Monitor for “pinches” & take action
when they occur – Provide timely and unambiguous feedback – Keep the promises

• Ensure management and staff can retain Work-Life Balance Anthony Fee
(2013), Organizational Behavior in Practice Seminar.