Contents

QUESTION 1.................................................................................................................................................2
a. Describe your organization..................................................................................................................2
Type of the organization..........................................................................................................................2
b. Describe the key business....................................................................................................................2
Size of the organization...........................................................................................................................3
Range of products...................................................................................................................................3
c. Describe a problem that the company requires a research.....................................................................3
d. Justify why the research needs to be done.............................................................................................4
QUESTION 2.................................................................................................................................................5
Write a research proposal suggesting quantitative methodology...............................................................5
Objectives of the Project.........................................................................................................................5
Research questions..................................................................................................................................6
Research Strategy....................................................................................................................................6
Sampling Approach..................................................................................................................................6
Population...........................................................................................................................................6
Sample.................................................................................................................................................7
Sampling techniques............................................................................................................................7
Data analysis approach............................................................................................................................7
Data collection methods..........................................................................................................................7
Interviews............................................................................................................................................8
Questionnaires....................................................................................................................................9
Limitations of the research process.........................................................................................................9
QUESTION 3...............................................................................................................................................10
Develop research a Questionnaire to collect information from the target group.....................................10
QUESTION 4...............................................................................................................................................20
Prepare a summary report based on your findings...................................................................................20
findings..................................................................................................................................................20
Recommendations.................................................................................................................................35
Conclusion.............................................................................................................................................38
References.................................................................................................................................................39
QUESTION 1

a. Describe your organization.

Mobitel Pvt Ltd, one of the top wireless and fixed line service providers in Sri Lanka, was
founded in 1993 as a provider of advanced mobile phone systems using first-generation cellular
technology. In 2002, Mobitel became a subsidiary of Sri Lanka Telecom.

Figure 1Logo

Source: https://pbs.twimg.com/profile_images/2149538640/Facebook_-_logo_400x400.jpg

Type of the organization

Vision: "Through our service offerings, to guide Sri Lanka toward an info-cam and knowledge-rich
society."

Mission: to provide, share, and

b. Describe the key business.

Mobitel's vision and ambition have helped it become the first mobile service provider in South
Asia to use the "super 3.5G" network. Additionally, Mobitel received the 2014 Engineering
Excellence Award as well as the ISO 27001:2005 certification for the finest information security
management system.
Source: Author’s work based on: http://www.mobitel.lk/about-us

Mobitel has a subscriber base of up to 5 million and a total income of Rs. 60 billion, solidifying
its position in the mobile telecommunications industry. When compared to the prior year,
earnings per share reached Rs. 3 and the profit rose by Rs. 11.98% billion. The price of a share is
currently Rs. 37.20.
Source: author’s work based on https://www.cse.lk/cmt/upload_report_file/390_1395133548115.pdf

Size of the organization

Mobitel has expanded its business to all around the island and has outlets in every city and town.
Currently 5,000 employees are working under the top down hierarchy of mangers and CEO.

Range of products
Postpaid, prepaid, broadband, international, support, mcash, mcommunity, VAS, and business
are the categories in which Mobitel offers its services.

Source: http://www.mobitel.lk/about-us

c. Describe a problem that the company requires a research.

‘Lack of employee motivation at Sri Lanka Telecom mobitelPLC.’

Sri Lanka Telecom mobitelhas experienced a high employee turnover amidst considerable
motivational activities by the management. The management has been unable to identify the
reasons for this and specially the impact of employee motivation strategies on employee
retention.

d. Justify why the research needs to be done.

Employee assistance at Sri Lanka Telecom mobitel has developed into a recognized
organizational problem as a result of its financial impact and significant effect on the affiliation
uncommon source. There are problems, such as:

• Lots of turnover

• High cost of choosing

• Expensive getting ready fees

• Heavy labor load

• A high absenteeism rate and unhappiness among the teachers

The investigation has discovered factors that influence the Sri Lanka Telecom mobitel's
specialist turnover.
Rudeness, giving out criticism, playing top picks, and retaliation are a few factors that contribute
to specialist turnover.

• Work-life ponderousness: Employees are forced to choose between their personal lives and
their professional lives. When the two partners or basic others work, this is made worse because
the workforce today is getting younger.

• The work fell short of expectations: This can raise issues. What else are they not being honest
about, the delegate begins to wonder. There cannot be certifiable specialist ownership when trust
is absent.

• Sensing slighted: Money shouldn't be a factor in recognition. Sincere gratitude is the best kind
of affirmation. While continuing those workouts and procedures, seeing agents is not only a great
pastime but also a persuasive technique to cope with conveying thanks for good effort.

• Information and coaching are lacking: Despite knowing that sharing and receiving accurate
information is essential for improvement and creating fruitful associations and gathers,
ineffective leaders avoid providing analysis to delegates.

• Raises and advancements are set: Raises and advancements are frequently slowed down for
financial reasons but then resumed once the crisis has passed. Organizations probably won't aim
to pay the highest rates in their general area, but if they don't, they'd better pay forceful wages
and benefits while treating their workers with respect! This blend is fundamental.

QUESTION 2

Write a research proposal suggesting quantitative methodology.

Goals for the Project

broader purpose
Boost staff retention and motivation to the fullest extent possible

The following specific objectives will be addressed:

• To determine the causes and costs of high absenteeism;

• To identify high employee turnover;

• To understand high employee grievances;

• To determine whether employees have any intention to leave;

• To determine the causes of that intention; and

• To provide management with recommendations to minimize these issues.

research issues

1. What drives Sri Lankan Airlines employees?

2. What are the motivating factors for a Sri Lankan airline employee to stay on the job?

3. What conditions will result in a Sri Lankan airline worker leaving his position?

4. Does employee retention depend on motivation?

5. What are some suggestions that may be made to increase employee retention?

Research Strategy

 For the author to follow in a research study, three key approaches are available.
 These methods are referred to as quality, quantitative, mixed or pluralistic.
 The end result cannot be measured in a qualitative analysis.
 Where the final results are observable in the quantitative analysis.
 A blend of qualitative and quantitative analysis is a mixed review.
 The research that is ongoing today is quality.
Sampling Approach
Population
The whole community of individuals, incidents or objects that researchers want to investigate
refers to population.

In Sri Lanka Telecom, there are the organization's administrators, managers and all other staff.

Sample
Sample is the human or object category which is taken for measurement from the total
population.The justification for samples is that costs can be reduced, the time required to collect
the data reduced and so on.The total population should reflect the sample.There were a total of
30 sample units.

Sampling techniques

Two main categories of sampling procedures are offered. As the name suggests, they are
sampling of probabilities rather than samples of chance. The main application of chance
sampling is in quantitative analysis. Each case is picked with care, and the public is made as
aware of it as feasible. The four types of probability sampling procedures are as follows. The
sampling techniques include simple random sampling, systemic random sampling, laminated
random sampling, and sampling of clusters.

The solutions, on the other hand, can be generalized. Convenience sampling, purposeful
sampling, decision sampling, and quota sampling are some of the methods of unlikely sampling
that can be used in practice. Specifically, the author employed non-prospect sampling techniques
in this particular investigation. The convenience sampling technique was chosen by the
researcher from among four (4) non-probability sampling techniques.

In the words of Bougie, "comfortability sampling is the process of gathering information from
individuals who are readily available to provide it" (2011 p.276). Bougie.
data analysis strategy

Interviews were the primary approach employed by the researcher to get answers to open-ended
questions from individuals chosen from the sample population.

Data gathering techniques

Two categories of data collection techniques exist:

• Primary data set

 Set of secondary information

In the words of Sekaran and Bougie, "the main figures refer to the knowledge that the researcher
collected first-hand on the variables of interest for a specific purpose of the analysis" (2011,
p.180-184).

There are a variety of methods for gathering primary information.

Interviews were the primary source of knowledge that the researcher drew on in order to gather
responses to open-ended questions.

Meyer and Allen's questions have been taken into consideration.

To collect data from the specified sample, it is necessary to employ data collection techniques.
Interviews
Interviews are a method of gathering more detailed information from participants. It has both
advantages and disadvantages. If we look at the advantages, the interviewee may examine an
answer from an interviewee more thoroughly, and interviews result in a higher rate of response
than traditional methods.

However, there are some disadvantages, including the fact that the interview will not be used by
many people, that it may take more time, and that if the interviewer does not comply, it may
have an impact on the data.

As part of my research, I will conduct an interview with the participant to gather demographic
information and ask questions about organizational engagement factors.
Questionnaires

I have studied the questions developed by Meyer and Allen and developed my own questions
based on demographic information and issues, with all questions pertaining to organizational
motivation being included in the set.

In the words of Sekaran and Bougie, "Secondary data refers to information obtained from
someone other than the researchers who are performing the current analysis" (2011, p.184).

Among the types of secondary information available are government documents, census data,
newspapers, and surveys.

Books, journal articles, and company reports were utilized as secondary sources of information
by the researcher.
Limitations of the research process
 We were unable to join the company in order to build employee confidence. They were
afraid to demonstrate their protection and safety because they were afraid of being
judged.
 It was difficult to interview workers for a survey.
 They were extremely busy during normal working hours.
 Because the author was already a graduate with little understanding of the findings, it was
more difficult and time-consuming to visually characterize the findings.
 The time required for completion of the analysis was reduced to three months.
 Since the managers and workers in Sri Lanka are constantly very busy, gathering
information through primary sources like interviews proved quite practical.
 The variables utilized were drawn from previously accessed literature, which also
affected how well the research performed as a whole.
 All of the independent and dependent variables were selected to have a direct bearing on
the research's definition and in accordance with the data's availability.

QUESTION 3
Create a questionnaire with research to gather data from the target audience.
The following should be checked and filled out.

• What gender are you?

Female Male

• When were you born?

18 – 28 \s 29- 39 \s 40 – 50 \s 51 - 61

What is the highest educational level you have attained?

High school graduate Trade or technical training College grad

postgraduate education

empowering of workers

4. I am content with the duty I have been given.

Strongly disagree Strongly agree Neutral Disagree Neutral

5. I'm happy in my current situation Definitely agree Agree Neutral

Strongly disagree
 6. I take great pride in letting others know that I work for this company.

strongly concur

Agree

Neutral

Disagree

vehemently disagree

7. I would not feel that it was appropriate to leave my company even if I

received another offer for a better position elsewhere.

strongly concur

Agree

Neutral

Disagree

vehemently disagree

8. Generally speaking, this company is where I work for my career.

strongly concur

Agree

Neutral

Disagree

vehemently disagree

interaction with coworkers

9. I enjoy working with the other staff Definitely agree

Agree

Neutral

Disagree

vehemently disagree

10. I think we communicate well with other employees.

strongly concur

Agree

Neutral
Disagree

vehemently disagree

I believe I can cooperate with others.

strongly concur

Agree

Neutral

Disagree

vehemently disagree

12. The management' input on our new ideas has not satisfied me.

strongly concur

Agree

Neutral

Disagree

vehemently disagree
13. I have completed further training initiatives to strengthen our
interpersonal and communication skills.

strongly concur

Agree

Neutral

Disagree

vehemently disagree

Rewards

14. I am satisfied with the compensation provided by the company.

Strongly agree. Agree. Neutral

Disagree

vehemently disagree

15. I'm content with the incentives and other types of prizes as well.

Totally in agreement

Neutral

Disagree

vehemently disagree
16. This company handles employee awards in a terrible manner.

Totally in agreement

Neutral \sDisagree

vehemently disagree

17. My job is the main source of happiness in my life.

strongly concur

Agree

Neutral

Disagree

vehemently disagree

18. The way promotions are handled doesn't seem fair to me.

strongly concur

Agree \sNeutral \sDisagree

vehemently disagree

Reputation

19. The senior management recognizes me for my work

strongly concur

Agree \sNeutral \sDisagree

vehemently disagree

20. In my opinion, this is the best company you could work for. Strongly
agree Agree Neutral Disagree

vehemently disagree

21. I recommend this organization to my friends as a fantastic place to

work

Agree \sNeutral \sDisagree

vehemently disagree

22. I enjoy spending time at my desk.

strongly concur

Agree

Neutral \sDisagree

vehemently disagree

23. The company really motivates me to provide my best effort in the job.

strongly concur

Agree

Neutral

Disagree
vehemently disagree

Creativity \s

24. My employment allows me to practice what I'm good at.

strongly concur

Agree

Neutral \sDisagree

vehemently disagree

25. At my job, management consults with employees before making any

changes that could have an impact on them.

strongly concur

Agree

Neutral \sDisagree

vehemently disagree

26. Due to how it treated me, my company deserves my allegiance.

 strongly concur

Agree

Neutral

Disagree

vehemently disagree

QUESTION 4

Prepare a summary report based on your findings

findings
This section estimates the distribution of the workforce by gender, age, and educational
credential.

How was the distribution of the visitors according to their gender in this study?

Frequency Percent Valid Percent Cumulative Percent

Male 19 63.3 63.3 63.3

Valid Female 11 36.7 36.7 100.0

Total 30 100.0 100.0

Table 1 – Gender
• When were you born?

There are four age categories:

18 to 28;

29 to 39;

40 to 50;

51 and 61.

A total of 9 employees, or 30% of the studied workforce, are between the ages of 18 and 28 and appear
to be new to the organization. 10 employees, or 33% of the total, are in the age range of 29 to 39, while
7 employees, or 24% of the total, are in the age range of 40 to 50. There are 4 people who make up the
13% of the workforce.

What is your age

Frequency Percent Valid Percent Cumulative Percent

Valid 18 – 28 9 30.0 30.0 30.0

 29 – 39
10 33.3 33.3 63.3

40 – 50
7 23.3 23.3 86.7

51 – 61
4 13.3 13.3 100.0

Total 30 100.0 100.0

What is the highest educational level you have attained?

The four categories that make up the level of education are: high school graduate;
trade/technical/vocational training; college graduate; and postgraduate degree.

The percentage of high school graduates among the 11 employees is 36%; the percentage of
trade, technical, or vocational training graduates among the 8 employees is 26%; the percentage
of college graduates among the 11 employees is 17%; and the percentage of postgraduate degree
holders among the 6 employees is 20%.

What is the highest level of education you have completed

Frequency Percent Valid Cumulative
Percent Percent
High School Graduate
11 36.7 36.7 36.7

trade technical
vocational
8 26.7 26.7 63.3
Valid training

College Graduate 5 16.7 16.7 80.0

post graduate degree 6 20.0 20.0 100.0
Total 30 100.0 100.0

According to the table's data, the employee with the highest degree was a high school
graduate, with a percentage of 36.7, while the employee with the lowest degree was a college
graduate, with a percentage of 16.7.

• How are things with your marriage?

There are five categories for marital status: single, never married, married, widowed,
divorced, and separated.

When it comes to marital status, there are 12 employees, or 40% of them, who are single, 17
employees, or 57%, who are married, and only one employee, or 3% of them, who is
widowed. There were no employees discovered in the other two headings.
What is your marital status
 Frequency Percent Valid Percent Cumulative
Percent

Single, never married 12 40.0 40.0 40.0

married 17 56.7 56.7 96.7

Valid
Widowed 1 3.3 3.3 100.0

Total 30 100.0 100.0

• The researcher uses five questions for each independent and dependent variable to
determine the relevance of each and every question relating to the independent and dependent
factors, as well as if there is a positive or negative link. As evidence,

• consider the following.

• empowering of workers

• If I received another offer for a better job elsewhere,

• I would not feel it was appropriate to leave my organization.

• In general, my career is in this organization.

• I am satisfied with the responsibility I have been given. I am satisfied with my job
position.

• I am proud to tell others that I am a part of this organization.

Descriptive Statistics
N Minimum Maximum Mean Std. Deviation Variance
Statistic Statistic Statistic Statistic Statistic Statistic
Employee Empowerment 30 1.00 4.00 2.2000 .81368 .662
Valid N (listwise) 30

Descriptive Statistics
Skewness Kurtosis
 Statistic Std. Error Statistic Std. Error

Employee Empowerment .319 .427 -.363 .833

Valid N (listwise)

The results indicate that there is a high reaction from the employees for the co-relationship
with workers, which is in the middle of agree and neutral. The results mean are 2.2000. The
standard deviation is currently at. 81368

Employee Empowerment
Frequency Percent Valid Percent Cumulative
Percent
1.00 5 16.7 16.7 16.7
1.80 8 26.7 26.7 43.3
2.00 3 10.0 10.0 53.3
2.20 2 6.7 6.7 60.0
2.40 1 3.3 3.3 63.3
2.60 2 6.7 6.7 70.0
Valid
2.80 4 13.3 13.3 83.3
3.00 1 3.3 3.3 86.7
3.20 1 3.3 3.3 90.0
3.60 2 6.7 6.7 96.7
4.00 1 3.3 3.3 100.0
Total 30 100.0 100.0
• Co-operation with coworkers:

• "I feel I can work with others,"

• "I have good relationships with coworkers,"

• "I think we communicate well with coworkers,"

• "I'm not satisfied with supervisors' input on our new ideas,"

• "I've done additional training programs to increase our personal skills and
communications,"
 Descriptive Statistics
N Minimum Maximum Mean Std. Deviation Variance
Statistic Statistic Statistic Statistic Statistic Statistic
Relationship with Co-workers 30 1.00 3.40 2.1200 .81638 .666
Valid N (listwise) 30

Descriptive Statistics
Skewness Kurtosis
Statistic Std. Error Statistic Std. Error
Relationship with Co-workers .306 .427 -1.210 .833
Valid N (listwise)

Based on the data, the mean is 2.1200, indicating a high level of employee support for the co-
relationship with coworkers that lies between agree and neutral. Additionally, the standard
deviation is.81638.

Relationship with Co-workers

Frequency Percent Valid Percent Cumulative
Percent
1.00 2 6.7 6.7 6.7
1.20 5 16.7 16.7 23.3
1.40 3 10.0 10.0 33.3
1.80 2 6.7 6.7 40.0
2.00 4 13.3 13.3 53.3
2.20 4 13.3 13.3 66.7
Valid
2.40 1 3.3 3.3 70.0
2.60 1 3.3 3.3 73.3
3.00 2 6.7 6.7 80.0
3.20 2 6.7 6.7 86.7
3.40 4 13.3 13.3 100.0
Total 30 100.0 100.0
Reward

• I am happy with the compensation I receive from the company

• I am also happy with the incentives and non-cash awards

• This company handles employee rewards in a horrible manner

• My job provides the majority of my happiness in life

• I believe promotions are not handled fairly

Descriptive Statistics
N Minimum Maximum Mean Std. Deviation Variance Skewness
Statistic Statistic Statistic Statistic Statistic Statistic Statistic
Rewards 30 1.80 14.20 3.5933 2.15630 4.650 4.297
Valid N (listwise) 30
 Descriptive Statistics
Skewness Kurtosis
Std. Error Statistic Std. Error
Rewards .427 21.585 .833
Valid N (listwise)

Based on the findings, the mean is 3.5933, indicating that employees have a strong opinion on
the reward, which falls between neutral and disagree. Additionally, the standard deviation is
2.15630.

Rewards
Frequency Percent Valid Percent Cumulative
Percent
1.80 2 6.7 6.7 6.7
2.00 2 6.7 6.7 13.3
2.20 1 3.3 3.3 16.7
2.40 3 10.0 10.0 26.7
2.80 1 3.3 3.3 30.0
3.00 3 10.0 10.0 40.0
3.20 2 6.7 6.7 46.7
Valid 3.40 1 3.3 3.3 50.0
3.60 4 13.3 13.3 63.3
3.80 3 10.0 10.0 73.3
4.00 2 6.7 6.7 80.0
4.20 4 13.3 13.3 93.3
4.40 1 3.3 3.3 96.7
14.20 1 3.3 3.3 100.0
Total 30 100.0 100.0
Reputation I'm well-recognized by upper management for my work;

I consider this to be the greatest organization for which to work;

I recommend it to friends;

My work area is a nice place to be;

The organization really inspires the best work from me in terms of performance on the job.

Descriptive Statistics
 N Minimum Maximum Mean Std. Deviation Variance Skewness
Statistic Statistic Statistic Statistic Statistic Statistic Statistic
Reputation 30 1.20 3.60 2.0733 .61360 .377 .442
Valid N (listwise) 30

Descriptive Statistics
Skewness Kurtosis
Std. Error Statistic Std. Error
Reputation .427 -.186 .833
Valid N (listwise)

Based on the results, the mean is 2.0733, indicating that employees have a strong opinion on the
reputation, which is somewhere between agree and disagree. Additionally, the standard deviation
is.61360.

Reputation
Frequency Percent Valid Percent Cumulative
Percent
1.20 4 13.3 13.3 13.3
1.60 8 26.7 26.7 40.0
1.80 1 3.3 3.3 43.3
2.00 1 3.3 3.3 46.7
2.20 6 20.0 20.0 66.7
Valid 2.40 1 3.3 3.3 70.0
2.60 6 20.0 20.0 90.0
2.80 1 3.3 3.3 93.3
3.20 1 3.3 3.3 96.7
3.60 1 3.3 3.3 100.0
Total 30 100.0 100.0
Creativity,

the opportunity to perform what I do best in my career, management asking employees first
before making changes that effect them, and my employer earning my loyalty due to how it
treated me.
 Descriptive Statistics
N Minimum Maximum Mean Std. Deviation Variance Skewness
Statistic Statistic Statistic Statistic Statistic Statistic Statistic
Creativity 30 1.00 3.67 2.2222 .77476 .600 .135
Valid N (listwise) 30

Descriptive Statistics
Skewness Kurtosis
Std. Error Statistic Std. Error
Creativity .427 -.709 .833
Valid N (listwise)

Based on the results, the mean is 2.2222, indicating that employees have a strong opinion on the
reputation, which is somewhere between agree and disagree. Additionally, the standard deviation
is.77476.

Creativity
Frequency Percent Valid Percent Cumulative
Percent
1.00 4 13.3 13.3 13.3
1.67 7 23.3 23.3 36.7
2.00 4 13.3 13.3 50.0
2.33 3 10.0 10.0 60.0
Valid 2.67 6 20.0 20.0 80.0
3.00 2 6.7 6.7 86.7
3.33 2 6.7 6.7 93.3
3.67 2 6.7 6.7 100.0
Total 30 100.0 100.0
Correlations
Employee Relationship with Rewards
Empowerment Co-workers
 Pearson Correlation 1 .943** .469**
Employee Empowerment Sig. (2-tailed) .000 .009
N 30 30 30
Pearson Correlation .943
**
1 .571**
Relationship with Co-workers Sig. (2-tailed) .000 .001
N 30 30 30
Pearson Correlation .469
**
.571**
1
Rewards Sig. (2-tailed) .009 .001
N 30 30 30
Pearson Correlation .950
**
.940**
.490**
Reputation Sig. (2-tailed) .000 .000 .006
N 30 30 30
Pearson Correlation .970
**
.952**
.521**
Creativity Sig. (2-tailed) .000 .000 .003
N 30 30 30

Correlations
Reputation Creativity

Pearson Correlation .950 .970**

Employee Empowerment Sig. (2-tailed) .000 .000
N 30 30
Pearson Correlation .940 **
.952
Relationship with Co-workers Sig. (2-tailed) .000 .000
N 30 30
Pearson Correlation .490 **
.521**
Rewards Sig. (2-tailed) .006 .003
N 30 30
Pearson Correlation 1 **
.966**
Reputation Sig. (2-tailed) .000
N 30 30
Pearson Correlation .966** 1**
Creativity Sig. (2-tailed) .000
N 30 30
Recommendations

Throughout the course of the research, the researcher addressed motivating factors, employee
empowerment, the connection between colleagues, reputation, rewards, innovation, and
employee motivation, among other topics.
Additionally, in order to complete this research project, the researcher would have gained insight
into the difficulties that workers face, as well as possible solutions to these difficulties.
The first issue was that workers required training to improve their understanding of the
workplace while also developing their personal skills. Many businesses employ employees in
such systems, which allows them to increase their levels of efficiency. Such programs were not
implemented in SLT researchers' laboratories.
As a result, the researcher suggests that the company create training programs, such as lectures,
workshops, and other activities, in order to help its staff with communication and other
interpersonal skills.
Holding a workshop will enhance an employer's interest, which will lead to more motivated
staff, and the workshop will increase the company's revenues.

Disagreements within an organization are frequently caused by its organizational structure.

The hierarchy of the organization is a panel that is aware of the demands of its members and
ought to be ready to hear their ideas and proposals as they are put forth.
A rigid set of rules that forces employees to fight for their rights is not adhered to by the workers
who run the organization.
Another issue brought to light by this research was the fact that workers are frequently
overlooked because they do not pay back the loans they have been granted.
As a result, in order to resolve this issue, the leader must adopt a more democratic approach and
show greater respect for the work of his or her employees.
The likelihood of workers participating in decision-making, having their opinions respected, and
having their initiatives valued may all increase. One other issue identified by the researcher was
the fact that some employees at the SLT have gone unpromoted for a significant period of time.
It is critical that senior employees are treated in this manner when dealing with these situations.
The members of the board should meet as soon as possible to discuss these concerns and take
action to promote these officers to a more senior position while also providing them with
additional training in their new positions.
Salary should be increased in order to keep employees happy and motivated.
Additionally, creating a precise working environment is an excellent strategy.
There is no such thing as a fair wage for certain jobs.
They have now been demotivated as a result of this.
The most effective way to accomplish this is to provide some promotions and pay raises.
Because the majority of workers rely on public transportation for their regular commutes,
transportation is a significant concern.
Despite the fact that the majority of senior officials have their own vehicles, this may cause
conflict with other employees.
It is also necessary to be able to arrange for public transportation.

Furthermore, because workers require a healthy and comfortable work environment, it is critical
to create a safe and healthy workplace environment for them.

You would be unable to concentrate on your work in such a hostile environment.

It is, without a doubt, extremely difficult and stressful to work in a private institution that
requires a significant amount of effort.
As a result, it is essential to plan annual rallies, dinners, and the annual journey, among other
activities, to relieve employees of the pressure and stress of their jobs.
It has a calming effect on the physical state of mind and motivates employees to perform their
jobs more effectively. The investigator brought to my attention a number of issues that the SLT
employees had to deal with, as well as my thoughts on their responses Several actions can be
taken, as the researcher previously mentioned, to empower people inside the firm and enhance
their standards. To ensure that all of the operations listed above are completed correctly and
efficiently, the board should implement a system that is appropriate for the task at hand.
 Conclusion

According to the findings of this study, long-term involvement of employees in most areas,
employment roles, and enterprises is more successful than additional cash for people who are
motivated, empowered, rewarded, credible, and motivated by other non-financial factors, among
other things.

Even though many financial incentives mostly result in short-term energy boosts, they might
nonetheless have unanticipated negative effects.

In fact, the current economic crisis offers business executives a critical chance to reconsider the
combination of monetary and nonmonetary incentives that will best serve their organizations
both during and after the slump. One crucial aspect of this is the requirement to maintain
expenses as low as possible while also successfully balancing short- and long-term results. The
business is motivated by the idea that through enhancing employee knowledge, it will open up
opportunities for the future. Furthermore, the organization's structure should be set up in such a
way that all employees feel treated fairly and that they are satisfied with the efforts made by the
organization's employees. At the moment, the world is extremely competitive, and businesses are
faced with the challenge of retaining their most talented employees. It's also important to know
how much your employees are valued and appreciated.

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