Organisational Behavior application .

1. Impact of Employee Motivation and
personality on Performance (Productivity)
In an Organization
Foundation University Rawalpindi Campus
Presentedto : Ma’am Hina Fayaaz
Presentedby : Syeda KanwalNoreen
Flahta Bin Rashid
Osman Ahmed
Rehab Butt
HassanTariq
Date : 28th
January, 2015

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Table of Contents
Dedication....................................................................................................................................... 3
Acknowledgment ............................................................................................................................ 4
Introduction to LMKR.................................................................................................................... 5
Vision.......................................................................................................................................... 5
Organizational Chart................................................................................................................... 6
About the project............................................................................................................................. 6
Methodology for study.................................................................................................................... 7
Organizational Behaviour ............................................................................................................... 7
Factors Under study........................................................................................................................ 8
Motivation....................................................................................................................................... 8
Motivational Strategies ............................................................................................................... 8
Job designing ........................................................................................................................... 8
Job redesigning ...................................................................................................................... 10
Employee Involvement Program ........................................................................................... 11
Rewarding employees (monitory/ non monitory).................................................................. 11
Personality..................................................................................................................................... 12
Link between individual personality & workplace ................................................................... 12
Job Description and job specification.................................................................................... 13
Importance in recruitment & selection .................................................................................. 13
Recommendation .......................................................................................................................... 15
Conclusion .................................................................................................................................... 15
Appendix....................................................................................................................................... 17

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Dedication
This report is dedicated to our nation, who has given us multiple resources and platform to lavish
our skills and work for its prosperity. Furthermore we would like to dedicate it to our teachers,
without their consultancy we would not be able to finish this report.

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Acknowledgment
Words will never be able to express enough our fervent gratitude to almighty Allah, the most
compassionate and merciful, for giving us the courage and fortitude to accomplish this gargantuan
task. We are Thankful to the Holy Prophet’s Hazrat Muhammad (Sallalah-al laho alihaewa ale he
wasallam) Ummah and we acknowledge that the Holy Prophet’s (Sallalah-al laho alihaewa ale he
wasallam) moral and spiritual teachings have enlightened our heart and mind and have guided our
thoughts towards new horizons enriched with great ideas of life. We are undoubtedly indebted to
Ma’am Hina Fayaaz who has been our mentor and thanks for his kind supervision, valuable
suggestions and moral support throughout our project. We are highly impressed by his intellectual
activities and inexhaustible energies used in steering forth the students.
We are highly grateful to Mr.Zarnab Senior officer (HR), LMKR, who has given us an
opportunity to visit and explore LMKR and we pay our gratitude to MR. Ahsan Senior Officer
(Operation) who provide us useful information for the accomplishment of our project report.
We must take this opportunity to appreciate efforts and co-operation of our fellow students and
friends whose constructive suggestions made it possible for us to conduct this project. We extend
our thanks to all of them for their helping hand whenever needed. Once again words fail in
expressing our thanks to our families, whose hands are always raised in prayers for our success.

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Introduction to LMKR
Vision
To become the most advanced geoscience technology provider in the E&P sector, offering a balanced portfolio
of products & solutions across the globe.
LMKR is a petroleum technology company with an extensive E&P Software Solutions Portfolio
as well as Geoscience and Information Management consulting solutions – all focused towards
lowering the risk associated with conventional and unconventional resource plays
Founded in 1994, LMKR is a petroleum technology company with an extensive solutions portfolio
that includes reservoir-centric interpretation, modeling and analytics software, mobile technology
solutions, E&P data services as well as geoscience and information management consulting
solutions - all focused towards lowering the risk associated with exploration and production of
conventional and unconventional resource plays.
LMKR is a privately held company with worldwide operations, servicing clients which include
Fortune 500 companies in over 80 countries. LMKR has a large global footprint with its own
facilities which is supplemented by a network of technology partners and distributors.
We offer a diverse portfolio of products & solutions through our onsite and offsite delivery models.
Over 400 highly skilled and experienced geoscience and IT professionals with immaculate
reputation for dedication, hard work and industry knowledge are predominant to our success and
progress in an E&P industry.

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Organizational Chart
About the project
The project is assigned by Ma’am Hina Faayaz to examine the current motivation level of the
organisation, and how the personalities influencing an organizational behavior. How motivational
strategies and importance of personalities recruiting, selecting and performing a job refers to
productivity in an organisation
The purpose of this report is to
 Gather the information related to Motivation and personality in LMR
 Analyze the influence and importance of these factors
 Provide suitable recommendations

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Methodology for study
For the completion of this report, verity of methods has been used for analysis, recommendations
and conclusions. Initially data was collected on quantitative interview, face to face meeting was
held in
Enabling Integrated Oilfield Solutions. Email remain a mode of communication for further
required information. A handsome data for analysis and study was gathered on May 12, 2015
involved 8 people.
This document is prepared with the help of comparing general public practices and the subject
under study. To the degree of precision, this reports covers the required aspects at the extent of
information available till the date 28th May, 2015.
Ultimately, writing this report with believe that the research is fully conducted via using
confidential information, precise analysis and effective discussion. The study bring the facts in the
site of reader about the benefits of motivation and personality.
Further conclusion are made after elevating and analyzing the collected information. Moreover,
recommendation are proposed further for updating strategies in order to make the organisation
environment more efficient and productive.
Organizational Behaviour
Organizational Behaviour offers a different critical and analytical perspective of an organization
than a simple managerial perspective. According to Gary Johns and Alan M. Saks, management is
the art of making things happen in organizations although its definition does not include how to
achieve things. It can be surmised that only managerial studies of an organization would never
suffice:
"Huczynski and Buchanan (2001: 3) suggest that, "Organizational behavior has a controversial
relationship with management practice" and they criticize many US and British texts for being
overly managerialist (Mullins, 1999) for several reasons. They suggest that these more managerial
texts that are overly focused on the study for organization performance fail to deal with the
"political" dimensions of organizations?
O.B. as a science, unlike the binary logic which focuses on black and white (i.e. measurable facts),
considers all grey and fuzzy areas of human behavior; in general, O.B. focuses on individual

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processes as well as organizational processes. Individual processes, in fact, deal with an
organization's values at granular level as individuals are building blocks of an organization. These
individual processes include personality, motivation, and job satisfactions. These concepts have
direct effects on the performance in an organization
Factors Under study
For the current project, only two factors are addressed in the selected organisation that are as
follow:
 Motivation
 Personality
By gathering, analysing and concluding the data, the impact of these factors is listed in the
following study.
Motivation
Internal and external factors that stimulate desire and energy in people to be continually interested
and committed to a job, role or subject, or to make an effort to attain a goal.
Motivation results from the interaction of both conscious and unconscious factors such as the
(1) Intensity of desire or need
(2) Incentive or reward value of the goal
(3) Expectations of the individual and of his or her peers
These factors are the reasons one has for behaving a certain way.
Motivational Strategies
The difference between inspiration and motivation is that inspiration gives you the idea and
motivation causes you to put the idea into action. In business, inspiration is important in offering
new ideas for running expanding your company and motivation insures that employees will work
hard enough to see your ideas through to success. There are several motivational strategies in
business that can help get your employees excited about making inspiration a reality. Some of the
motivational strategies that LMKR follows are:
Job designing
Job design is the allocation of specific work tasks to individuals and groups. Allocating jobs and
tasks means specifying the contents, method, and relationships of jobs to satisfy technological and
organizational requirements, as well as the personal needs of jobholders. Many of us assume the
most important motivator at work is pay. Yet, studies point to a different factor as the major
influence over worker motivation—job design. How a job is designed has a major impact on
employee motivation, job satisfaction, and commitment to an organization, absenteeism, and
turnover. Through these following strategies LMKR tries their best to satisfy their employees need
in return to motivate them. LMKR believes that in order to get the best from their employees they
should be motivated. By using the following methods of job design LMKR do their best in order
to motivate the employees.

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Skill verity
In LMKR, human resources and management may go to great lengths to vary the mix of skills
required for a job, even implementing job design initiatives and programs to increase skill and task
variety. Skill variety in job design is that it will reduce boredom, thereby increasing job satisfaction
and motivation. This is likely to be true as long as the employee enjoys the skills and perceives the
addition and mix of skills to be a benefit to the job. But adding a variety of skills the employee
finds stressful, isn't qualified to address, or simply adding basic duties and minimal skills without
adding to the intrinsic value of the job could actually have the opposite effect and increase
dissatisfaction. Involve employees in job design to have the greatest positive impact on motivation
and satisfaction.
Task identity
LMKR follows that tasks should be combined or put together to form a new, larger module of
work to increase skill variety and task identity. Create natural work units. Managers design tasks
that form an identifiable and meaningful whole to increase employee “ownership” of the work and
encourage employees to view their work as meaningful and important rather than as irrelevant. A
link between motivation and task identity and motivation is evident. People are said to be
intrinsically motivated to conduct a certain activity when they are ‘freely engaging in activities
that they find interesting, that provide novelty and optimal challenge’. So LMKR follows that by
giving importance to task identity they can positively motivate the employees
Task significance
LMKR conceptualize task significance as an objective characteristic of the work itself, seeking to
increase job performance by structurally redesigning tasks to enrich employees. According to
LMKR task significance may play an important role in increasing job performance. And Increases
in perceived social impact mediate the effect of task significance on job performance. Letters of
appreciation given by the organization positively reinforce the employees. LMKR gives
importance to task significance which increases the job dedication and helping behavior of
lifeguards, and these effects were mediated by increases in perceptions of social impact and social
worth.
Autonomy
Autonomy is the degree to which a job provides an employee with the discretion and independence
to schedule their work and determine how it is to be done. LMKR now have started to make use
of autonomous work teams. Because LMKR believes Autonomy in the workplace can have
benefits for employees, teams, managers, and the company as a whole. Increased autonomy should
make employees feel a greater responsibility for the outcomes of their work, and therefore have
increased work motivation.

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Feedback
Often, game elements are not easy to manipulate or change for the researcher or game designer.
One element that may be particularly easy to adapt, and have a significant effect on motivation, is
feedback. In computerized learning environments, feedback can be as simple as a confirmation of
a correct response (simple feedback) or as difficult as including a lengthy explanation of a
recommendation (elaborate feedback). Elaborate feedback produces larger effects on learning
behavior and motivation compared to simple feedback, however, this depends on the learner’s
attention and ability to correct their action. LMKR uses Organizational feedback that is essentially
a process wherein the manager and the employee discuss possible ways to effectively work
together to achieve organizational goals. The feedback can either be informal oral communication
or a formal report of performance appraisals, probation etc.
Job redesigning
Job enlargement
Job enlargement means increasing the scope of a job through extending the range of its job duties
and responsibilities generally within the same level and periphery. At LMKR job enlargement
involves combining various activities at the same level and adding them to the existing job. It is
also called the horizontal expansion of job activities.
The objective of job enlargement at LMKR is to motivate an employee by increasing his efforts
and exposure towards achieving the organizational objectives as set for the job. By doing this, an
employee get a wider range of his or her objectives without his or her job in a repetitious manner.
Some advantages of job enlargement are a variety of skills, improves earning capacity, and wide
range of activities. Variety of skills-Job enlargement helps LMKR to improve and increase the
skills of the employee due to organization as well as the individual benefit.
Job enrichment
Job enrichment can be described as a medium through which management can motivate self-
driven employees by assigning them additional responsibility normally reserved for higher level
employees. By doing this, the employees at LMKR feel like their work has meaning and is
important to the company.
Advantages
Learn new skills: the consultancy and the resultant software development is carried out in the form
of a team. By having more responsibilities, the employees at LMKR have the chance to work on
new tasks and therefore learn new skills. Decision making can lead to the employee to think,
decide, and try new things.
Reduce boredom: Job enrichment focuses on giving employees more variety and responsibilities.
At LMKR the target of job enrichment is to reduce the chance of boredom from the repetitive,
tedious activities.
Receive acknowledgment:

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Job enrichment helps employee to have a chance to shine in the company with their responsibilities
and duties. At LMKR the accomplishments of the employees are rewarded with incentives,
awards, or even promotions.
Reduce employee turnover:
job enrichment at LMKR helps raise overall morale of employees in the work place. This directly
translates to less employees trying to leave the company for work elsewhere as well as greatly
decreases number of new employees that are needed to be brought in and trained.
Employee Involvement Program
Participative Management means involving workers in the decision making process. Participative
Management is based on the concept that when the worker invests his time and ties his fate to the
workplace, he should be given an opportunity to participate in the decision making process of the
management. At LMKR the nature of job that is to provide the consultancy for the oil related
fields and subsequent software development involves an interactive and participative management.
Rewarding employees (monitory/ non monitory)
Rewarding strategies
Developing the right reward strategy helps LMKR to attract, retain and motivate the right people
for the organization.
Reward is one of the largest expenses the LMKR has. So it’s important to get it right. And this
means more than just finding out what the market is paying. After all, the business strategy of
LMKR and work culture are unique to the organization.
Bonus equivalent to two/three pays is given to those members of the team who perform
exceptionally well. Outstanding employees are given motor bikes as an incentive for further better
results
Those who perform extremely well are elevated up in the rank and pay to give them reward of
their hard work.
The rent, medical and transport allowances are also enhanced as an attraction to work hard and to
produce best results, sometimes the entire team is declared as team of the year which gives them
pride and incentive to continue to perform exceptionally well.
o Establishing Pay structures
o Reward via variable programs (piece or price, merit base, bonus, profit
sharing plan, gain sharing)
o Skilled based pay

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Personality
Link between individual personality & workplace
Openness is the degree to which a person is curious, original, intellectual, creative, and open to
new ideas. People high in openness seem to thrive in situations that require being flexible and
learning new things. They are highly motivated to learn new skills, and they do well in training
settings. They also have an advantage when they enter into a new organization. Their open-
mindedness leads them to seek a lot of information and feedback about how they are doing and to
build relationships, which leads to quicker adjustment to the new job. When supported, they tend
to be creative. Open people are highly adaptable to change.
Conscientiousness refers to the degree to which a person is organized, systematic, punctual,
achievement oriented, and dependable. In addition to their high performance, conscientious people
have higher levels of motivation to perform, lower levels of turnover, lower levels of absenteeism,
and higher levels of safety performance at work.
Extraversion is the degree to which a person is outgoing, talkative, and sociable, and enjoys being
in social situations. These type of people are better in performing at sales jobs. Good socialization
results in good managerial skills.
Agreeableness is the degree to which a person is nice, tolerant, sensitive, trusting, kind. Since
these people help others without any hesitation that Organizational citizenship behavior of the
company these people work in are high as compared to others.
Neuroticism refers to the degree to which a person is anxious, irritable, aggressive, temperamental,
and moody. These people have a tendency to have emotional adjustment problems and experience
stress and depression on a habitual basis. People very high in neuroticism experience a number of
problems at work since they think that whatever they are performing/doing is better as compared
to others. They do not take criticism positively.
Personality traits valued by LMKR
LMKR short lists candidates with personality trait ( openness ) into their R&D department
(Research and Development) since this type of post requires the employees to be creative in nature
and since the oil and gas industry consistently requires new methods and innovations to add in
there software’s. These type of people fit best in these situations.
For its sales and marketing departments LMKR employ’s extrovert trait candidates because these
type of people are good at socializing and communicating with other people. This post department
requires these attributes since the sales of products is the most important part of any business.
Neuroticism trait representatives are not accepted in LMKR as they want their employees to
accept criticism positively which these type of people cannot do.

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Job Description and job specification
Job description includes basic job-related data that is useful to advertise a specific job and attract
a pool of talent. It includes information such as job title, job location, reporting to and of
employees, job summary, nature and objectives of a job, tasks and duties to be performed, working
conditions, machines, tools and equipment’s to be used by a worker and hurdles involved in it.
1. To collect job-related data in order to advertise for a particular job. It helps in attracting,
targeting, recruiting and selecting the right candidate for the right job
2. It clarifies what employees are supposed to do if selected for that particular job opening.
3. It gives recruiting staff a clear view what kind of candidate is required by a particular
department
Importance in recruitment & selection
Job specification is a written statement of educational qualifications, specific qualities, level of
experience, physical, emotional, technical and communication skills required to perform a job and
to fulfill the responsibilities involved in it. It is essential to clarify all these attributes because it
will also give the candidate the basic idea of what type of work and skills is expected or required
from him.
Purpose of job specification
1. Job specification helps candidates analyze whether are eligible to apply for a particular job
vacancy or not.
2. It helps recruiting team of an organization understand what level of qualifications, qualities
and set of characteristics should be present in a candidate to make him or her eligible for
the job opening.
3. It helps in selecting the most appropriate candidate for a particular job.
4. More Insight is available.
Person job fit
Job fit is a concept that explains whether the intersection between an employee's strengths, needs
and experience, and the requirements of a particular job and work environment. Will they match
or not. When the two interests match, an employee and the organization experience a good job fit.
Person Organisation Fit
This is match between an individual & broader organizational attributes. Companies while
pursuing person organization (P-O) fit focus on how well individuals fit with values of their
company & culture. They tend to emphasis on hiring people with an ability to work & co-operate
with other employees in the company
Personality building organisation Culture

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Personality traits of every individual grooms from time to time until the point when an employee
completely adapts to the culture of the organization. During our interview session we asked about
the core points that are expected to be followed by every single employee weather the individual
was a higher ranking officer or lower.
 Punctuality
 Respect and chord of conduct towards fellow employees
 Honesty
 Patience
 Optimistic
 Confident
These are some of the personality points that matter the most in LMKR and are expected from
everyone to adapt them in their personality.
Value system Of LMKR
LMKR values and gives importance to every individual who follows the culture, rules, regulations
and norms of the company in the form of certificates, bonuses, incentives and vacation privileges.
They believe that if these small favors are done from time to time for a specific individual then the
other employees would also try to maintain their behavior and actions in the form of productivity.
The importance of personality in O.B
The significance of personality in OB as mentioned, O.B. enjoys a rather fuzzy existence than a
black and white one as it might not be possible to come to a concrete conclusion when considering
human behaviour.
In the previous section, the importance of culture was illustrated. It is not farfetched to conclude
that the personality of people who are members of a certain culture is, indubitably, as important
as the culture itself.
There are two types of values governing our behaviours in an organization: Personal values and
'the commonly held values of an organization.' We tend to act in accordance with these values,
which in turn will define what is ethical and what it is not. Notwithstanding, ethics would be the
subject of a different discussion. Personal values define how we act, and above all how we behave;
as it went, they define our personalities and our moods.
Another definition for personality is what we believe and the values that are important to us. These
beliefs and values remain relatively stable regardless of what situation we are in. Our feelings and
behaviours, on the other hand, tend to be easily influenced by the environment in which we
function.
One factor which determines the importance of personality in O.B is the environment where
personality of an individual is being studied; after all, personality's impact on an organization is

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relative, and depends on how the organization has been structured. Weakly structured
organizations with loosely defined roles tend to get the most impact, compared to strongly
structured organizations with more defined roles. [19]
In the light of these reflections, our personal values and personalities govern our actions and
behaviours, and since organizational behaviour is built upon our personal values, it is of paramount
importance to understand personalities of employees to make good use of O.B.
Personality and when it influences employee behaviour
'How we measure personality', and 'when it is more likely that personality exerts its power
on people' are integral part of each other. We will have to study both dimensions if we are to
understand when it is more likely for employees to experience the result of their personalities in
their behaviours and attitudes.
It was mentioned that there are different views as how to measure personalities; the Big Five scale
would be a reliable and yet basic and general. Way to achieve this. There have been researches to
link each one of the big five to organizational behaviour and the performance of individuals at the
work place. These researches show how different personality traits (e.g. sociable and talkative vs.
withdrawn and shy) can and will affect performance.
This would not be a new idea to the reader that one major reason a personality trait can be
linked to O.B. would be merely because of the power of personality on our attitudes and behaviour.
It is worth mentioning that almost %30 of changes in job attitudes could be result of genetic factors,
but the rest (a larger portion) would be because of the situational reasons and how they and
personality qualities react to each other.
Recommendation
Managers of the organization should take proactive role coming up with jobs that have task identity
and to use the psychological approach to job designing so that when coming up with job
descriptions, they consider the aspects in a given task that can motivate the workers. Management
should seek to design Jobs which offer task identity, so as to make the worker feel proud and have
a sense of achievement when that particular job is well done. It may also include other factors than
task identity that may also influence employee motivation. Factors like office layout, employee
needs and expectation and also working conditions.
Conclusion
Human behavior is relative. There are different factors involved in how/when the effect of
personality surfaces, such as the organization, and the individuals themselves. Humans leave deep
impressions in their environments; there is no question about this. The question is how deep the
impressions might be.

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Employees are motivated by success when that success translates into material reward for them so
LMKR gives their employees with the rewards they desire and they refers to empowerment as
allowing an employee to have more authority over his daily job duties and less need for managerial
supervision. In some cases empowerment may not work. Some employees require regular
supervision to be effective. But the employees that show initiative and the desire to alter their
duties to make their job processes more efficient should be allowed to have more of a say in what
they do. Empowerment, in conjunction with the proper training, can be a powerful employee
motivational strategy.
Our personalities, as it was discussed so far, influence our attitudes at all times. They, even,
influence the behavioral patterns in organizations in which we function, in some organizations
more than the others. The level of the influence depends on how strong our personalities and the
organizations behavior are.

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Appendix
Q | Being a manager, do you react negatively to bad news and yell at your colleagues, or do
you react calmly?
I try not to show any emotion when issues arise. This is important for the overall productivity of
my team.
Q | Do you worry obsessively about small details, or are you relaxed in stressful situations?
Even under stress, you cannot show any sign of stress. When it comes to little details, I make sure
that they are incorporated in my teams work because I want to leave a good impression on my
customer, who knows when I work a little extra hard to provide all details.
Q | Does a specific position need a team player or someone who works well independently?
(org autonomy)
Depends on the position. Usually in a company like LMKR, where you have scrums (please google
this term), you are working in a team environment. This enhances product quality.
Q | Is the corporate culture very bureaucratic and organized, or more artistic and relaxed?
Corporate culture is ideally supposed to be organized. I find my company to be more relaxed than
most of the companies in Pakistan. Not a lot of creativity is required in our line of work. Every
resource in LMKR is responsible for his own work that has to be finished before a given release
date, but nobody is going to stand on you and micro manage you to do your work. This puts us in
a very relaxed environment.
Q | Does the role demand out-of-the-box thinking, or someone who is very comfortable
following routines? Improving interpersonal relationships
Again this depends on the role. I have no clue how this is related to Improving interpersonal
relationships!! IF YOU DO KNOW, then please let me know as well. 
Improving interpersonal relationship in an organizational behavior refers to:
An honest, trustworthy coworkers, so one can consult in the time of need. Moreover it eliminates
the office politics and stressful situation in decision making process. Man is a social amical and
one cannot work 9-5 like a machine. If a culture of an organisation support honesty and give
confidence to employees, stand again politics with in the premises they can create a healthy and
productive environment. Similarly, interpersonal relationship matter in following ways:
 An individual needs to get along with fellow workers to complete assignments within the
stipulated time frame
 We need people around who can appreciate our hard work and motivate us from time to
time
 Interpersonal relationship has a direct effect on the organization culture
 A single brain can’t take all decisions alone

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Q | How can we best relate to and communicate with other personality types to maximize
understanding? Developing education and training
Communication with team is very important for productivity. Whatever the personality type, there
will always be something common between two individuals. Finding that common ground will
further flourish into educating each other.
Q | which teaching methods will ensure that all personality types benefit from the
information presented? Coaching and advising people
Some resources like to be taught first hand while others are savvier with presentations and then
applying it themselves. The best that I have found is to make a resource make a mistake. I was
advised to make as many mistakes as I can early in my career. Making a mistake and then rectifying
teaches you more than anything.
Q | How can we help people understand themselves better, identify their strengths, and
address their weaknesses?
Annual assessments along with discussions with the resources are very important now. Also,
whenever you let any resource know about their weaknesses, it is extremely important to let them
know about their strengths as well. Only mentioning weaknesses will break self-confidence really
quickly.
Q | How can a company assessperson–job fit before hiring employees?What are the methods
you think would be helpful?
This is again very job specific. I would divide this into 2 categories related to LMKR. Technical
and Managerial. If you are hiring a technical resource then domain knowledge is very important
along with working in team environment. For this having a Technical Interview along with a basic
review is very important. Whereas, for a managerial position communication skills and personality
tell a lot to the interviewer. I will answer more on this later.

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New Question:
Q: Organizational structure and culture of LMKR? As culture is how people are expected
to behave?
Q: Big five personality traits such as:
 Conscientiousness which refers to carefulness and dependability
 Agreeableness which includes courteousness, and being caring
 Neuroticism which characterizes anxiety, hostility, depression, and so on
 Openness to experience which refers to flexibility and desirability
 Extroversion which characterizes sociability and assertiveness
Are kept in view while recruiting, selecting process in order to hire person-organisation fit
employee?
Q: Emotions and mood are the indicators of a personality. Sometimes due to situational
factor a performance may fluctuate of an efficient employee. In that time a manager should
activate his emotional intelligence skill. How will u handle this situation?
Q: How much u give importance to “personal values” in order to achieve high level of
performance.( i.e. if an employee personal value is honesty and punctuality , how much give
appreciate his value and award them in order to build uplift their moral and performance.
Moreover, by providing rewards will motivate other employees as well to depict such
behaviors.
Q: how much LMKR support reward system & Career opportunities?
Q: Job satisfaction results in better performance. How do you inculcate these motivator in
your employees?
Q: How do you provide job security, compensations and benefits, safe working conditions
for your employs?
Q: people flourish in a better social environment. How do you provide a good social
environment and working conditions?
Q: Do you have some mechanism to get feedback form employees in order to make their job
more satisfying?
Q: Salary, accommodation, medical facilities are the basic needs of an employee. How do u
satisfy their primary needs?

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Q: Needfor affiliation is the desire for friendly, close interpersonal relationship which omit
conflicts, how do u ensure that the working atmosphere is friendly and how do u develop a
good relation with your employees?
Q: what are the motivational strategies of LMKR to improve productivity and performance?
Q: what is the Impact of your motivational strategies on organizational behavior?