Chapter 5 Reflective Case Study

UNIVERSITI TEKNOLOGI MARA
FACULTY OF ACCOUNTANCY
BACHELOR OF ACCOUNTANCY (HONS.) | AC220
INTRODUCTION TO ORGANISATIONAL BEHAVIOUR (MGT430)
FOUNDATIONS OF EMPLOYEE MOTIVATION

(AIRASIA BERHAD)
GROUP: AC220B5W
PREPARED BY:
STUDENT’S NAME STUDENT’S ID
AMAR HAFIZZUDDIN BIN TORMIZI 2019871412

AZRI NAZMI BIN MOHD RASHID 2019813854
MUHAMMAD ADLY BIN MAZLAN 2019602132

MUHAMMAD RAIF SHAMIL BIN ROSLY 2019495512
NOORALIANI AINA BINTI AHMAD 2019461514
PREPARED FOR:
MUNA WADHIHA BINTI MOHD FAUZI
DATE OF SUBMISSION:
15th JANUARY 2021

AMAR HAFIZZUDDIN BIN TORMIZI
AZRI NAZMI BIN MOHD RASHID
MUHAMMAD ADLY BIN MAZLAN
MUHAMMAD RAIF SHAMIL BIN ROSLY
1
NOORALIANI AINA BINTI AHMAD
2
TABLE OF CONTENT
TABLE OF CONTENT 3
ACKNOWLEDGEMENT 4
OBJECTIVES OF STUDY 5
BACKGROUND OF ORGANIZATION 6
RELATION OF AIRASIA AND CHAPTER 5: FOUNDATION OF MOTIVATION 8
RECOMMENDATION 13
CONCLUSION 15
REFERENCES 16
3
ACKNOWLEDGEMENT
First and foremost, we want to thank God, the Almighty for the showers of blessings
and the strength that He gave us for the past few weeks in finishing all assignments
including this report.
We would like to express our deepest and sincere gratitude to our lecturer, Madam
Muna Wadhiha Mohd Fauzi for the guidance throughout the process of finishing this
chapter review. We cannot imagine the outcome of our report if she did not guide us
until this far. We are extremely grateful for what she has offered us.
We would also like to express the grateful towards our parents for always
understand that Open Distance Learning (ODL) is hard and need fully concentration.
They always know that we have so many works yet, they still take care of me, loving
us each day. And we thank them for that.
This report would not be one of the best report we have written if our friends are not
here helping us. Even though we do not see each other anymore, thanks to the
technology that can make us communicate well in preparing all works.
We are deeply thankful for everything. Alhamdullillah.
4
OBJECTIVES OF STUDY
● To identify the relationship between employee motivation discussed in
Chapter 5 and employee motivation in Air Asia Berhad.
● To identify whether employee in Air Asia Berhad have the motivations as

mentioned in Chapter 5.
● To comprehend more about motivation mechanism that is being practiced in

Air Asia Berhad.
● To explore the factor that influence employee’s motivation in the Air Asia
Berhad.
● To evaluate employee motivation in Air Asia Berhad.
5
BACKGROUND OF ORGANIZATION
Air Asia Berhad is recognized as one of Malaysia's leading firms. The AirAsia
Group is a multinational group of airlines based in Kuala Lumpur, Malaysia. Based
on our findings, Air Asia Berhad became the second airliner of the national airline in
1993 by the Malaysian government. On 18 November 1996, Air Asia Berhad
launched the service. For the next five years, Air Asia has struggled to make the
gains and expenses yearly. In 2001 the Dato Sri Dr Tony Fernandes and its affiliate
Dato' Pahamin Rejab bought Air Asia at DRB-Hicom and paid the company's debt as
well as other Dato' Kamarudin Meranun and Dato' Aziz Bakar associates.
Air Asia Berhad is well-known as the lower cost carrier of Malaysia and also
Asia, the world's first low-fare, no-frog airline. In order to increase the sustainability of
air transport, Air Asia has begun with an Ambitious goal. The simple "Now All Can
Fly" slogan of Air Asia has captured the customer's heart. Air Asia does very well in
the customer context, with low fares, a majority on time and high efficiency and
working levels. For 11 years in a row, and for 2019, AirAsia was named the world's
best low cost airline. The company's goal is to employ a healthy and empowered
workforce and develop close ties between employees and senior management. We
can now clearly understand that in the aviation industry Air Asia has been a huge
success and it is important to know the secrets and tactics pulled by Air Asia
managers to produce this awesome result.
The main new office is located at Kuala Lumpur International Airport 2

(KLIA2), RedQ Jalan Pekeliling 5, Selangor. Below is the location of the main office
retrieved from the Google Maps.
6
Organization Chart
7
RELATION OF AIRASIA AND CHAPTER 5:
FOUNDATION OF MOTIVATION
i. What kind of motivation can be done to motivate the employees?
AirAsia is a successful company and there are many reasons why the
company is still one of the top companies in Malaysia. One of them is how AirAsia
motivates its employees. As you all know, staff are like the backbone of every
company, which is why the management team has to find out ways to treat them
properly. Yes, AirAsia does put their concern on the quality of products, the quality of
the services provided, marketing their sales and advertising their promotions. But
this company’s success can be traced back to how this company motivates their
employees, the staff are the one who make things work. The motivation to the
employees can be considered crucial when it comes to the AirAsia company.
One of the things management can do to increase the motivation amongst the
employees is Empowering Employees. The management team can assign their
employees individually with organization authority, autonomy, trust and
encouragement. This will boost up the motivation of the employees because he or
she feels like taking a big responsibility, which implies that this individual is reliable
and trustworthy. When this individual feels this way, he or she will perform well in
finishing the task given by the management team. Why? Because this individual
wants to show that he or she can be relied on and also the fear of failure on tasks
given by the management team makes him or her perform well. This shows that by
giving the employees authority, autonomy, trust and encouragement, it will motivate
the employees.
Next, creating flexibility. In working industries nowadays, flexibility is what

employees are searching for. People have so many things that they need to take
care of but have limited time to do so. Especially for those who are working, time is
so limited and mostly spent for working. Those who are working and have other
commitments, for instance having a family. Due to family needs or other
commitments, working hours from 9:00am to 5:00pm is highly demanded amongst
the workers. Besides, most of them do not want to work during the weekend. With
8
that being said, flexibility can be created when employees get to choose their own
working time. But this action must be monitored, or else no one will be working
during the weekend. And the operations need to be stopped due to this. Hence,
flexibility can be achieved when they are monitored. (McNamara, 2012)
The last step can be taken by the management to increase motivation

amongst employees is Redesigning Jobs. Working the same job, doing the same
thing over and over again can bore the employees, thus leaving them demotivated.
What the management team can do is redesign the employees’ jobs. Changing
employees from one department to another once every few months. By doing this,
employees will not be bored of their work since it’s not the same job. Not just that, by
doing this, employees can also gain experience from different departments. For
instance, a stewardess can work on the front desk at the check in counter. It’s like
killing two birds with one stone.
ii. Who conducts the motivation process in AirAsia?
In AirAsia, the owner, Tony Fernandes aims to run AirAsia as a company

where the employees can venture more opportunities within the organization. He has
been adapting openness in his leadership culture. Hence, he allows his employees
to explore their creativity and be passionate in their routine. He took such good care
of his employees by giving them different kinds of motivations. He is the one who
started with the motivation techniques, which is now being conducted by the
management team. Even though the management team took over in motivating the
staff, Tony still monitors how these things are conducted. This will ensure that the
employees will stay motivated and satisfied from working in this company.
iii. When?
Tony started to implement the motivation activities when he started the

company. He believes with employees that work not just as a team, but as a family
can bring them closure and will strengthen the employees attitudes. And this action
is still being implemented till now. Because motivation does not just begin when the
company is founded, the motivation process must be ongoing to ensure satisfaction
to the staff and to keep the staff motivated. With that being said, staff will give their
9
best to the company. Hence, AirAsia can be run in their best performance. Below are
what AirAsia has provided as a motivation to its employees.
Tony Fernandes also has this kind of characteristic where he puts all his
employees first than customers because when the employees have a happy
workforce, therefore they will look after the customer. This will boost the motivation
of employees to strive on whatever they do to increase the company's overall
performance. He also started to look for employees that can pursue their passion
and wanted to make use of all the talent that Air Asia has in-house. The culture that
the company has stems from the fact that the company wants openness and also for
people to be creative and passionate about what they do. In order to do that, Air Asia
needs to inspire them.
iv. How AirAsia organizational change is conducted?
Intrinsic rewards are self-administered. An intrinsic reward refers to the

motivation that comes from inside of an individual rather than from any outside
rewards such as bonus, gifts and so on. It is an outcome that gives an individual
personal satisfaction such as an experience after completing a job, professional
growth and sense of pleasure. The individual will feel good because he or she have
the feeling of learning and achieving something which can be also called as personal
development. Besides that, the individual will also have the feeling of competency
and self-control over her work. The motivational stimulus in intrinsic do not depends
on the actions of other people. People always rewards come from a person’s inside.
Extrinsic rewards are externally administered. Extrinsic rewards are usually

can be seen like financial in nature. For example, an increase in wages, special
assignments or incentives for reaching some quota. In addition, extrinsic rewards
can be also as simple as getting a verbal compliments, public recognition, and
awards for achieving something, promotions and some other extra responsibility.
The motivational stimulus in extrinsic depends on the actions of other people which
is also opposite from the intrinsic rewards because it originates outside the
individual. All those rewards are very important for most of the workers therefore the
rewards can be motivating. They will feel they are valued or been appreciated.
10
● AirAsia treats the employees like a family.
AirAsia has been maintaining a good relationship with its employees. It

provides the needs and wants of the employees. For instance, to prevent from the
employees from having stressful events while working, the management conduct
monthly organized staff forum and programs for them. According to McNamara
(2012), the management of AirAsia also let their employees to express their point of
view towards their working place.
● Employees received incentives despite low salaries.
AirAsia is a low-cost organization that understands this idea from its workers.
However, AirAsia does ensure that its workers are granted benefits considering its
low-cost leadership. The benefits offered include equity options, productivity and
achievement bonuses. Moreover, all of the employees are given a broad range of
incentives such as share offers, stock options, productivity and performance based
bonus even though their salaries are low (Zhu, 2010). These motivations can help
workers to feel 'managed' and increase productivity and performance.
● Flexible work rules.
According to Zhu (2010), the employees of AirAsia can change department

after working for a month. For example, flight attendants can work at check-in
counter. Even a dispatcher is able to pilot in AirAsia. This is called re-designing jobs
(Foo, 2012). By doing this, the employees will not be bored to work in one same
area. These flexible rules will motivate employees to work happily. Despite being
happy, the employees can also gain experiences and knowledges in other aspect
other than their expertise.
● AirAsia always provides their employees the best training.
The AirAsia management gives its employees the teaches courses. These
training courses give staff the feeling that they learn new expertise and abilities and
are more positive in working. This course meets the principle of inspiration for the
expectation.
11
● AirAsia award bonuses to their employees based on their performance
Another benefit-in-kind in this organization is that it provides share incentive to

its employees. The scheme which is known as Employee Share Ownership Scheme
(ESOS) applies to all the employees in AirAsia. Since AirAsia awards the bonus
based on performance, the employees are motivated to improvise their productivity.
AirAsia uses expectancy theory of motivation to their employees. Air Asia also
awards the employees who work more than 10 years for them as a token of thanks
to the workers and hope that they can continue to give excellent work. Every year,
some of the employees will be chosen to get free flights to different destinations if
they do well in their jobs. They also provided up to 90% of discount for their
employees on concession travel
Based on what AirAsia gives its employees, AirAsia seems to have mainly
practiced the Expectancy theory of motivation where the rewards or bonuses are
given based on the performances and their contribution to the company. This theory
makes the workers motivated to work as they have a goal to be achieved.
12
RECOMMENDATION
No matter how small or big one company is, the organization must consider to
improve their management time after time. This is important as to make sure the
company will not stay at one time for a long time. As Air Asia is known as one of the
successful company in the world because the company has received the title of
“Best Low Cost Airline in the world”, the company must apply a lot of improvement
as there are a lot of competitions out there that will beat them anytime. To make
greater improvement, the organization needs to improve the motivation of the
workers first. This will one day lead to the greatest achievement.
The first recommendation that management of Air Asia should consider to

further improve the organization is to implement a training course that involves all
employees. Air Asia has this training course, but we need all employees to join the
programme if possible. This is one of the ways to make sure the quality performance
of their employees getting better. According to Adams (1998), management training
course fail because they are too generalized and fail to meet specific needs of
trainees. Hence, if Air Asia is to consider this recommendation, the organization
should highlight the main objective of the training that can be understand by all
employees. An effective and efficient of a programme can change the behavior and
improve the employees’ motivation. Thus, the employees can perform their task well.
Another way to improve the motivation of the employees is by giving the rewards to
them. The quality performance performed by the employees after they receive full
motivation by the employers can make sure the company’s successful in hand.
Next, by improving their customer service. Air Asia is a company that serve a
great service to their customers but there has been news on the internet that their
service are far from what they claim. Therefore, the management of the company
should take action on how to maintain their employees’ motivation that serve the
customers. Air Asia might look up to one of their competitors as example as there
are a lot of successful airlines in the world. The challenges in evaluating this sector is
by evaluating the service quality as it varies from one person to another. Air Asia
should improve their employees’ soft skills to make sure the customer satisfaction is
excellent.
13
Last but not least, it can be said that the Four Drive Theory can be suggested
to be applied by the management of the Air Asia. To summarize, all the drives which
are drives to acquire, drives to bond, drives to comprehend and drive to defend are
mainly to determine the emotions to tag for the incoming sensory information.
Emotions become one of the conscious experiences when conflict with each other is
set relies on social norms, personal values and experiences. Therefore, the
emotions play an important role in employees’ motivation. One of the ways for
management of Air Asia to drive to create emotions is to create the best workplace
that helps employees to fulfill all four drives. One of the ways to achieve this is by
providing sufficient rewards, learning opportunities, social interaction and more for all
employees.
In conclusion, the recommendation above will help Air Asia to enhance the
employees’ motivation and thus. Fulfill the objectives of the company.
14
CONCLUSION
Conclusively, chapter 5 of MGT 430 Organizational Behavior is about
foundations of motivation that discuss about Employee Drive and Needs, Theories of
Motivation and Practical Application and the Process Theories.
Our group has chosen AirAsia Berhad to analyze how the company applies
the foundations of motivation among employees. AirAsia has won World’s Best Low
Cost Airline for 11 years straight for a reason. Based on what AirAsia gives it’s
employees, AirAsia seems to have mainly practices the Expectancy model (by Victor
Vroom) of motivation where the rewards or bonuses are given based on the
performances and their contribution to the company. This theory makes the
employees feel motivated to work as they have goals to be achieved.
Even though AirAsia has successfully adopted the motivation theory, the
company might still have some flaws. In order to overcome those flaws related to the
motivation of the employees, the stated recommendation in the earlier discussion
can be taken into consideration by the upper management.
Motivating the employees will help them feel more motivated and committed
to their work. A motivated employee will bring a better outcome in their performance.
Thus, every company should pay attention to the employee’s motivation to ensure
they have a potential employee that will be able to make a quality job which will help
the company in the future.
15
REFERENCES
Website
McNamara, F. K. (2012). AirAsia: The World’s Lowest Cost Airline. Retrieved from
https://www.academia.edu/1508051/AirAsia_The_World_s_Lowest_Cost_Airline
Zhu, A. (2012). Identifying the Strengths and Weaknesses of AirAsia. Retrieved from
https://knoji.com/article/strengths-and-weaknesses-of-airasia/
UKEssays. (November 2018). The Motivation And Rewards Management Essay.

Retrieved from
https://www.ukessays.com/essays/management/the-motivation-and-rewards-manag
ement-essay.php?vref=1
Schaal, D. (October 2020). AirAsia’s Tony Fernandes Talks Digital Transformation in

Exclusive Skift Interview. Retrieved from
https://skift.com/2020/10/12/airasia-groups-tony-fernandes-talks-digital-transformatio
n-in-exclusive-skift-interview/
Company Background. (n.d.). Retrieved from

https://airasiainformationsystem.weebly.com/company-background.html
16
FACULTY OF BUSINESS AND MANAGEMENT
ASSIGNMENT/ PROJECT DECLARATION FORM
Student’s Name : MUHAMMAD ADLY BIN MAZLAN
Student’s ID : 2019602132 Student’s I/C No. : 980720-14-6603
Program Code : AC220 Part : 5 Course Code : MGT430
Course
Name : INTRODUCTION TO ORGANISATIONAL BEHAVIOR
Assignment/ Due Submission

Project No. : 3 Date : 15 January 2021 Date : 15 January 2021
Assignment/
Project Title : REFLECTIVE CASE STUDY
Lecturer’s Name : PUAN MUNA WADHIHA BINTI MOHD FAUZI
I hereby declare that the work in this assignment/ project was carried out in accordance with the
regulations of Universiti Teknologi MARA. It is original and is the results of my own work, unless
otherwise indicated or acknowledged as referenced work. This assignment/ project has not been
submitted to any other academic institution or non-academic institution for any degree or qualification.
I acknowledge that I have been supplied with the Academic Rules and Regulations for Universiti
Teknologi MARA’s Bachelor Degree students, regulating the conduct of my study and exams.
I hereby declare that this assignment/ project is written by me and:

i. is a result of my own work;
ii. has not been used for another assessment at another department/ university/ university college
in Malaysia or another country;
iii. does not refer to/quote works of others or own previous writings without stating it both in the text
and in the reference list;
iv. mentions explicitly all sources of information in the reference list; and
v. will go through similarity check (Turnitin).
I am aware that disciplinary action (which may include the deduction of marks in the assignment/
project) will be taken against me if I am found to be an offender.
15 January 2021
Date Student’s Signature
/ SAT FBM Sep 2020

Student’s Name : AMAR HAFIZZUDDIN BIN TORMIZI
Course

Assignment/

15 January 2021
/ SAT FBM Sep 2020

Student’s Name : AZRI NAZMI BIN MOHD RASHID
Course

Assignment/

15 January 2021
/ SAT FBM Sep 2020

Student’s Name : NOORALIANI AINA BINTI AHMAD
Course

Assignment/

15 January 2021
/ SAT FBM Sep 2020

Student’s Name : MUHAMMAD RAIF SHAMIL BIN ROSLY
Course

Assignment/

15 January 2021
/ SAT FBM Sep 2020

FACULTY OF BUSINESS MANAGEMENT
UNIVERSITI TEKNOLOGI MARA, MALAYSIA
ASSIGNMENT RUBRICS
Course Name: Student’s Name: Lecturer’s Name:
Course Code: Student’s ID: Group:
1. INDIVIDUAL ASSIGNMENT
Performance
No Assessment Rubrics SIDDIQ Tool Target Performance Criteria
Component
a) Analytical
b) Writing
i. Content
Report SAMOBEC/OPNEC
1. Assignment Yes Individual ii. Organization
(Lower Level)
iii. Grammar-Mechanics-
Usage-Spelling
c) Knowledge
a) Analytical
b) Writing
Report SAMOBEC/OPNEC i. Content
Yes Individual
(Upper Level) ii. Organization
iii. Language
c) Knowledge
Yes Presentation
1
2. GROUP ASSIGNMENT
Performance
No Assessment Rubrics SIDDIQ Tool Target Performance Criteria
Component
d) Analytical
e) Writing
iv. Content
Report SAMOBEC/OPNEC
1. Assignment Yes Individual v. Organization
(Lower Level)
vi. Grammar-Mechanics-
Usage-Spelling
f) Knowledge
d) Analytical
e) Writing
Report SAMOBEC/OPNEC iv. Content
Yes Individual
(Upper Level) v. Organization
vi. Language
f) Knowledge
Yes Presentation
Yes Team Work
2
ASSIGNMENT RUBRICS
Course Name: Student’s Name: Lecturer’s Name:
Course Code: Student’s ID: Group:
A. Rubrics Scale
1. Assignment (Lower Level)
Marks Marks (M) Weighted C P A

Criteria Marks
Allocated 1 2 3 4 5 Obtained
Able to C2 A1
Not able to Minimal ability to Some ability to
Able to discuss discuss with
Analytical Skills 10% discuss the discuss the discuss the
the given task good
given task given task given task
illustration
3

Criteria Marks
The content A1
The content The content was The content was
The content was very
Writing Skills was not minimally generally
20% was relevant to relevant to
a) Content relevant to the relevant to the relevant to the
the given task the given
given task given task given task
task
The P3
The The
organization of
assignment organization of The The paper
the paper was
was poorly the paper was organization of was very well
b) Organizati somewhat
10% organized and generally the paper was organized
on organized with
lacked acceptable with well organized and
minimal
supporting some supporting and supported supported
supporting
evidence evidence
evidence
A1
c) Grammar- Too many Numerous Several Few No
Mechanic 10% grammatical grammatical grammatical grammatical grammatical
s-Usage- errors errors errors errors errors
Spelling
Student does Student Student Student Student C3
not demonstrates demonstrates demonstrates demonstrates
Knowledge 50% demonstrates some grasp of moderate level sufficient level sound
Skills the subject the subject of the subject of the subject subject
knowledge knowledge knowledge knowledge knowledge
4

Criteria Marks
C3 P3 A1
Overall
100%
Assessment
2. Assignment (Upper Level)
Marks (M)
Marks Weighted
Criteria Marks C P A
Able to M/5 x 20% C4 A3

Not able to Minimal ability to Some ability to Able to =
Analytical analyze with
20% analyze the given analyze the analyze the analyze the
Skills good
task given task given task given task
illustration
The content was The content The content M/5 x 20% A3

The content was The content was =
Writing Skills minimally was highly was highly
20% quite relevant to relevant to the
a) Content relevant to the relevant to the relevant and
the given task. given task.
given task. given task. interesting.
5
Marks (M)
Marks Weighted
The The paper M/5 x 10% P4

The paper was organization of The =
was extremely
poorly organized the paper was organization of The
well organized
and lacked weak and the paper was organization of
b) Organiz and supported
10% supporting support was good and the paper was
ation through the
evidence. insubstantial or generally well supported
use of
Generalization unconvincing supported with with evidence
examples in
was a problem little evidence
detail
Sentences were M/5 x 10% P4

somewhat =
Writing lacks Sentences
varied, and Sentences
sentence variety Sentences were were correctly
some were were well
c) Language 10% and few correctly constructed
inappropriate written and
grammatical constructed and well
with minimal expressed
errors articulated
grammatical
errors
Student M/5 x 40% C4

Student Student Student
Student demonstrates =
demonstrates demonstrates demonstrates
Knowledge demonstrates excellent
40% some grasp of moderate level sufficient level of
Skills sound subject understanding
the subject of the subject the subject
knowledge subject
knowledge knowledge knowledge
knowledge
6
Marks (M)
Marks Weighted
C4 P4 A3
Overall
100%
Assessment

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UNIVERSITI TEKNOLOGI MARA

FOUNDATIONS OF EMPLOYEE MOTIVATION

STUDENT’S NAME STUDENT’S ID

AMAR HAFIZZUDDIN BIN TORMIZI 2019871412

MUHAMMAD ADLY BIN MAZLAN 2019602132

NOORALIANI AINA BINTI AHMAD 2019461514

MUNA WADHIHA BINTI MOHD FAUZI

15th JANUARY 2021

AZRI NAZMI BIN MOHD RASHID

MUHAMMAD ADLY BIN MAZLAN

MUHAMMAD RAIF SHAMIL BIN ROSLY

RELATION OF AIRASIA AND CHAPTER 5: FOUNDATION OF MOTIVATION 8

We are deeply thankful for everything. Alhamdullillah.

● To identify whether employee in Air Asia Berhad have the motivations as

● To comprehend more about motivation mechanism that is being practiced in

● To evaluate employee motivation in Air Asia Berhad.

The main new office is located at Kuala Lumpur International Airport 2

Next, creating flexibility. In working industries nowadays, flexibility is what

The last step can be taken by the management to increase motivation

ii. Who conducts the motivation process in AirAsia?

In AirAsia, the owner, Tony Fernandes aims to run AirAsia as a company

Tony started to implement the motivation activities when he started the

iv. How AirAsia organizational change is conducted?

Intrinsic rewards are self-administered. An intrinsic reward refers to the

E​xtrinsic rewards are externally administered. Extrinsic rewards are usually

AirAsia has been maintaining a good relationship with its employees. It

● Employees received incentives despite low salaries.

● Flexible work rules.

According to Zhu (2010), the employees of AirAsia can change department

● AirAsia always provides their employees the best training.

Another benefit-in-kind in this organization is that it provides share incentive to

The first recommendation that management of Air Asia should consider to

UKEssays. (November 2018). The Motivation And Rewards Management Essay.

Schaal, D. (October 2020). AirAsia’s Tony Fernandes Talks Digital Transformation in

Company Background. (n.d.). Retrieved from

Student’s Name : MUHAMMAD ADLY BIN MAZLAN

Student’s ID : 2019602132 Student’s I/C No. : 980720-14-6603

Program Code : AC220 Part : 5 Course Code : MGT430

Assignment/ Due Submission

Lecturer’s Name : PUAN MUNA WADHIHA BINTI MOHD FAUZI

I hereby declare that this assignment/ project is written by me and:

Date Student’s Signature

/ SAT FBM Sep 2020

Student’s Name : AMAR HAFIZZUDDIN BIN TORMIZI

Student’s ID : 2019871412 Student’s I/C No. : 961224-10-5673

Program Code : AC220 Part : 5 Course Code : MGT430

Assignment/ Due Submission

Lecturer’s Name : PUAN MUNA WADHIHA BINTI MOHD FAUZI

I hereby declare that this assignment/ project is written by me and:

Date Student’s Signature

/ SAT FBM Sep 2020

Student’s Name : AZRI NAZMI BIN MOHD RASHID

Student’s ID : 2019813854 Student’s I/C No. : 970711-01-5223

Program Code : AC220 Part : 5 Course Code : MGT430

Assignment/ Due Submission

Lecturer’s Name : PUAN MUNA WADHIHA BINTI MOHD FAUZI

I hereby declare that this assignment/ project is written by me and:

Date Student’s Signature

/ SAT FBM Sep 2020

Student’s Name : NOORALIANI AINA BINTI AHMAD

Student’s ID : 2019461514 Student’s I/C No. : 980622-02-6392

Program Code : AC220 Part : 5 Course Code : MGT430

Assignment/ Due Submission

Lecturer’s Name : PUAN MUNA WADHIHA BINTI MOHD FAUZI

Extrinsic rewards are externally administered. Extrinsic rewards are usually