BUSN20016: Staff Motivation and Productivity in Beach Petroleum, AU

This project investigates the relationship between staff motivation and productivity at Beach Petroleum Company in Australia. It identifies the current state of employee motivation, analyzes the benefits of motivated employees, and recommends strategies to address motivation issues within the company. The research uses a conceptual framework based on existing literature and incorporates Maslow's Hierarchy of Needs to understand employee needs and motivation factors. The project aims to provide insights into how improved staff motivation can enhance the company's overall performance and profitability. Desklib provides access to similar past papers and solved assignments for students.

Running head: RELATIONSHIP BETWEEN STAFF MOTIVATION AND PRODUCTIVITY
Relationship between Staff Motivation and productivity in Beach Petroleum
Company in Australia
Name of the Student
Name of the University

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RELATIONSHIP BETWEEN STAFF MOTIVATION AND PRODUCTIVITY
Table of Contents
1. Introduction..................................................................................................................................3
2. Problem Statement.......................................................................................................................3
3. Aim, Objectives and Research Questions....................................................................................4
4. Justification of the project...........................................................................................................5
5. Conceptual Framework................................................................................................................6
6. Maslow’s Hierarchy Theory........................................................................................................8
7. Research methodology...............................................................................................................10
8. Timeline.....................................................................................................................................11
9. Budget........................................................................................................................................12
10. Expected Outcomes.................................................................................................................13
11. References................................................................................................................................14

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RELATIONSHIP BETWEEN STAFF MOTIVATION AND PRODUCTIVITY
1. Introduction
The primary concern of companies have been enhancing their customer satisfaction level and
profit in the period of time. These companies have been getting their goals by giving proper
training session, motivations and awareness among employees. As research done by Leblebici
(2012), employees are mentioned as assets in the organizations. Future research has been helping
changing in the thinking of employees as primary contribution of production in the business.
Motivation has been helping in enhancing production of the company in the market. Researchers
have been helping in finding out various liabilities in the market (Leblebici 2012). These
employees have been helping in maintaining keen approach in the development of the staff
motivation. (Hofstede 2012). This research has been focused on identifying the factors of staff
motivation in the Beach Petroleum Company in Australia.
2. Problem Statement
The employability in the workers in the Beach Petroleum company has been facing issues. As
mentioned by Australian government, there have been less experience in staffs of the company in
oil and gas industry. This has been one of the primary item that helped in empowering staffs
related to staff motivation in the Beach Petroleum Company in Australia. The enhancement of
company has been degrading continuously with number of proper disabilities (Meyer and Peng,
2016). Australian government has been responsible for oil trade and becoming useful in the
market. The decrease in the trade council of the country has been facing issues in the market.
Therefore, the company has not been able to maintain a profit margin in the market (Foss and
Saebi, 2017).

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RELATIONSHIP BETWEEN STAFF MOTIVATION AND PRODUCTIVITY
The use of proper research in maintaining a proper motivation of staff has been helping in
providing proper indication in the development of the organization. This research will help in
identifying various factors that have been responsible for development of motivation among
staffs. However, different companies have been using several methods for increasing motivation
of the employees (Quarshie, Salmi and Leuschner, 2016).
3. Aim, Objectives and Research Questions
This research has focused on identifying factors of staff motivation on the productivity of
Beach Petroleum Company
Following are objectives of the research:
 To determine the current situation of employee motivation within Beach Petroleum
Company
 To analyze benefits of employee motivation with Beach Petroleum Company
 To recommend strategies about mitigating motivation issues among employees in the
Company
Following are research questions:
 What is the current situation of employee motivation within Beach Petroleum Company?
 What is benefits of employee motivation with Beach Petroleum Company?
 How motivation issues can be mitigated within Beach Petroleum Company?
4. Justification of the project
This research has focused on the development of factors that are responsible for
increasing staff motivation and production of the company. Several factors have been affecting

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RELATIONSHIP BETWEEN STAFF MOTIVATION AND PRODUCTIVITY
the motivation of staff and workers in the Beach Petroleum Company. The justification of the
research has been based on increasing production of the company in the market. There have been
use of motivational theory in the research that might help in understanding the relation with the
motivational factors. The main goal of the research has been identifying benefits of the staff
motivations in the company. The research will help in connecting proper factors related to
increasing staff motivation in the company. Muogbo (2013) explained that employee motivation
has been an important art of the development of the company in the market. Employees have
been main asset for the company that helps in running the company in the market. This has been
one of the primary item that helped in empowering staffs related to staff motivation in the Beach
Petroleum Company in Australia. The enhancement of company has been degrading
continuously with number of proper disabilities
5. Conceptual Framework
Skilled officials can impact the organization’s primary concern and can make the working
environment by anticipating in it rather only by spotting “get a check” (Dobre, 2013).
Additionally, a well persuaded organization will progressively persuade the representatives and
subsequently they be highly beneficial and this adds some additional funds too (Uddin, Luva &
Hossian, 2013). Every organizations try to invigorate their kin and allow to maintain the roused
in handling to achieve the profitability benefits and guarantee the rise the intensity too. Many
cases are also found where individuals are allocated with some tasks and feel propelled and thus
reply a brave effort or work operation (Hameed, Ramzan & Zubair, 2014). Elnaga & Imran,
(2013) also determined that motivation is tied in to allow all the workers to work hard by
spurring and consequently operations. Additionally, the organizations ought to spur the workers
such that they can spur to develop upper hands and get the organization’s both vision as well as

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RELATIONSHIP BETWEEN STAFF MOTIVATION AND PRODUCTIVITY
mission (Khan et al., 2012). The researchers also found that the employee’s dedication towards
the organization will develop their dreams which alternately provides profit to the organization.
However, many research also determined that inspiration develops the intensity of workers
toward the business operation. According to Sageer, Rafat & Agarwal, (2012), maximum analyst
observed crystal clear link between the inspiration as well as the employee’s execution. If the
employees are motivated then they will generate better execution in the business operations. The
better execution will develop the accomplishments which will alternately results to noteworthy
motivation. Some researchers also determined that organizations misuse their money by rousing
the representatives and a maximum of them concurred that squandered money is achieved in the
extreme time by those roused representatives (Ertas, 2015). However, experienced employees
and entertainers are the founders of any organization by producing the consequences of business.
They also produce the business addition and development. According to Zameer, Ali, Nisar &
Amir, 2014, rousing of the workers and their duty are important to rise the profit of any
organization. They will enhance the business operation in full power. This enables the business
to achieve maximum profit from their stakeholders. Tan & Netessine, (2014), determined that a
well prominent motivation will help an organization to improve the profitability in various fields.
Figure 1: Conceptual Framework

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RELATIONSHIP BETWEEN STAFF MOTIVATION AND PRODUCTIVITY
(Source: Created by author)
Beside the fact of inspiring the workers, it also enhances the positive execution.
The work speed, work load accessible for the business activity are significantly increasing day
by day (Cherian & Jacob, 2013). For example, there may be two workers operating on same type
of task, both of them will operate efficiently but the type of the operation may vary from each
other. They individually uses different business process to complete or fulfill the task. In other
words, the employees have certain duties and responsibilities in the company that they must
fulfil whether or not the company decides to provide additional benefits or not. Thus, the
employees must be more aware of their job roles and increase their productivity irrespective of
the management’s response towards their work. While the unmotivated workers opt to leave the
organization giving excuses regarding the business processes and the operations. The leaving of
the experienced employees from the organization can barely harm the organization and can cause
a loss for the business. Thus, workers should be kept motivated such that they can deliver more
effective and efficient effort on the business operation.
6. Maslow’s Hierarchy Theory
As per the research by Raziq & Maulabakhsh (2015), a theory on human relation was
introduced by Abraham Maslow that also consisted with the needs of an employee in a
workplace. The needs of an employee of an workplace are as follows:
Physiological needs: For the survival of any individual, the physiological needs are the
most important ones that should be met. Physiological needs consists of the basic ones such as
food, air, water and shelter and if these are absent then the employees would be npot be able to
proceed to the further levels.

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RELATIONSHIP BETWEEN STAFF MOTIVATION AND PRODUCTIVITY
Safety needs: These needs are the requirements regarding the security of an employee
along with the family and job security.
Social needs: The needs belonging to this level are the social attachments of the
employee having family and friends as the integral part of the social circle.
Esteem needs: The feeling of importance in the organization belong to this category of
needs.
Self-Actualization needs: This level of requirements are solely served be the employee to
the employee him/herself regarding the efficiency and capacity to the maximum level that the
employee can serve to the organization. According to a study by Dixit & Bhati (2012) the needs
of this category are never met entirely. Equity, truth and astuteness resemble the needs of the
self-actualization category. The workers can be fulfilled and inspired by various means. Among
them, money plays the most significant role to inspire the workers as well as money serves the
employee’s physiological and well-being needs. The working environment of the organization is
the key towards the social needs. The environment can be made worker friendly by introducing
several programs between the officials of different departments to improve the integrity between
them and build a strong relationship or bond between the employees of different departments.
Such instances would surely improve the social life of the employee within the organization (Gin
Choi, Kwon & Kim, 2013).
The performances of the employees is proportional to the acknowledgement and acclamation
they receive from their managers in the organisation. It has been seen from a study that the
employees who are acknowledged for their efforts more often are more likely to provide high
productivity in the business operations of the organisation (Aktar et al., 2012). It has been

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RELATIONSHIP BETWEEN STAFF MOTIVATION AND PRODUCTIVITY
deduced that in spite of high work load and duties for each individual employee in the
organisation, frequent acknowledgement or praise works as a significant motivational factor that
helps in enhancement of the employee performance even when the employee is working long
hours for fulfilling work requirements. Researchers have also said that frequent and sufficient
acknowledgement and recognition help the employees to treat their work requirements in a much
simpler way as they try to increase their personal productivity for the company’s business output
(Calabrese, 2012). Hence, employee motivation is a major factor that drives the organisation
towards high and successful business output. However, some business organisations do not
follow this approach and does not tend to acknowledge the employees for their work – the
managers in these organisations have perception that the employees are working in exchange of
monetary payment and hence, they do not require additional acknowledgement for motivating
themselves. As per the research conducted by various researchers, these organisations are much
less productive than the organisations that regularly acknowledge and motivate their employees.
However, some researchers have also discussed about negative impacts of frequent employee
motivation on the business productivity of the organisation (Sageer, Rafat & Agarwal, 2012).
The researchers have stated that the acknowledgements often come in form of monetary benefits
and vouchers that add up to the annual expenses for the company. Furthermore, with frequent
acknowledgement from the management, many employees often start to take their duties as taken
from granted and instead of increasing the productivity, their performances come down below
the minimum expected level. Hence, the researchers have suggested that the companies should
not overdo on their employee motivation and acknowledgement and also avoid monetary
benefits unless absolutely necessary. Authors Boachie-Mensah and Seidu (2012) have also
supported this opinion and have said that the entire process is wastage of monetary resources for

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RELATIONSHIP BETWEEN STAFF MOTIVATION AND PRODUCTIVITY
the company as it is spent to motivate the employees to do the work that is already a part of their
regular duties. In other words, the employees have certain duties and responsibilities in the
company that they must fulfil whether or not the company decides to provide additional benefits
or not. Thus, the employees must be more aware of their job roles and increase their productivity
irrespective of the management’s response towards their work. However, the authors have agreed
that some amount of acknowledgement is required if the employee surpasses his job duty and
provides productivity much more than the expected level. In that case, the authors opined that the
acknowledgement must be provided once the high work period is over and the employee is
motivated to outdo himself in the next high work period.
The progressive fulfilling and profound performance of representatives, who are also
provided by errands, get helped more in order to perform diligent work and they can urge others
for performing the same way. This would definitely influence the efficiency of the business in an
emphatic manner (Shahzadi et al., 2014). In the year 1997, Advancement Dimensional
International, after the completion of meeting and surveys found that the profitability and
efficiency of the organization does depend on the way of execution of the employees and the
faithfulness that the employee show towards the organization. Another report by Sarwar &
Abugre (2013), succeed to demonstrate the connection between the worker fulfillment and
profitability of the organization. The greater concern for the organization is to make the
production out of the workers who feel enthusiastic towards the organization and the work and to
make the non-enthusiastic workers work according to the condition where the organization’s
benefits will be served keeping as much of the worker’s requirements possible. Reports also
revealed that worker who are aroused with the feeling of enthusiasm towards the work will
definitely bring accomplishments for the organization regarding its targets, goals and objectives.

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RELATIONSHIP BETWEEN STAFF MOTIVATION AND PRODUCTIVITY
It will be also possible to build a solid hierarchical structure within the organization (Muogbo,
2013). Besides, the workers who will be persuaded to execute some important tasks for the
organization will also feel more important for the organization and will be more responsible in
terms of their duties, which will surely bring steadiness and profitability at per day basis
(Manzoor, 2012)
7. Research methodology
Research methodology has been an important part of the research study. The research
will use qualitative approach for identifying the factors included in the motivation if the staffs
and employees in the company. Data will be collected from secondary sources including online
journals, articles and databases. Face-to-face interview will be conducted with three managers of
the Beach Petroleum Company in Australia. There will be three open ended questions asked to
the managers and their views and answers will be collected as data and information for the
research The sample size for research will be 15 online journals that are related to staff
motivation in the company (Kumar, 2019). (Mackey & Gass, 2015)
8. Timeline
Task Name Duration Start Finish Predecessors
Relationship that exists between
Motivation of the Staffs and their
productivity in the Beach
Petroleum Company in Australia
84 days Mon 6/4/19 Wed 10/10/19
Initiation of Study 11 days Mon 6/4/19 Mon 6/19/19
Analysis of the requirements of
the study 2 days Mon 6/4/19 Tue 6/5/19
Approval of the Topic of
Research from the Supervisor 1 day Wed 6/6/19 Wed 6/6/19 2
Development of the Research
Plan Document 2 days Thu 6/7/19 Fri 6/8/19 3,2
Development of the Research
Framework 4 days Mon 6/11/19 Thu 6/14/19 4,2
Preparing Draft of the Research
Proposal 2 days Fri 6/15/19 Mon 6/19/19 5,4

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RELATIONSHIP BETWEEN STAFF MOTIVATION AND PRODUCTIVITY
Research Planning 21 days Tue 6/19/19 Tue 7/17/19
Formation of the Research Team 2 days Tue 6/19/19 Wed 6/20/19 6
Analysis of the Research
Requirement 1 day Thu 6/21/19 Thu 6/21/19 6,8
Identifying the Research
Questions 4 days Fri 6/22/19 Wed 6/27/19 8,9
Identifying the Scope of
Research 4 days Thu 6/28/19 Tue 7/3/19 10
Estimated Research Timeline 4 days Wed 7/4/19 Mon 7/9/19 10,11
Allocation of the Resources and
Time required for the Research 2 days Tue 7/10/19 Wed 7/11/19 10,11,12
Initiation of the Research 4 days Thu 7/12/19 Tue 7/17/19 13
Research Development 26 days Wed 7/19/19 Wed 8/22/19
Determination of the Research
Problems 4 days Wed 7/19/19 Mon 7/23/19 13,14
Access to the Necessary Media 1 day Tue 7/24/19 Tue 7/24/19 13,16
Access to the Online Library 1 day Tue 7/24/19 Tue 7/24/19 13,16
Selection of the Literary Sources 2 days Wed 7/25/19 Thu 7/26/19 13,17,19
Literature Review 4 days Fri 7/27/19 Wed 8/1/19 19
Necessary Data collection 10 days Thu 8/2/19 Wed 8/15/19 19,20
Secondary Data collection 5 days Thu 8/16/19 Wed 8/22/19 21
Analysis of Data 8 days Thu 8/23/19 Mon 9/3/19
Primary Data Analysis 4 days Thu 8/23/19 Tue 8/28/19 21,22
Secondary Data Analysis 4 days Wed 8/29/19 Mon 9/3/19 24
Research Evaluation 13 days Tue 9/4/19 Thu 9/20/19
Data Evaluation 6 days Tue 9/4/19 Tue 9/11/19 21,22,23,24
Reflection on the Undertaken
Research 2 days Wed 9/12/19 Thu 9/13/19 27
Documentation of the Learning
Outcomes 2 days Wed 9/12/19 Thu 9/13/19 27
Identifying the issues and the
Future Plans 5 days Fri 9/14/19 Thu 9/20/19 29,28
Closure of Research 14 days Fri 9/21/19 Wed 10/10/19
Completing All the Activities in
the Research 1 day Fri 9/21/19 Fri 9/21/19 30
Documentation of the Entire
Research 10 days Mon 9/24/19 Fri 10/5/19 32
Validation of Research and
associated Learning 2 days Mon 10/8/19 Tue 10/9/19 33
Team Sign Off 1 day Wed 10/10/19 Wed 10/10/19 34
9. Budget
The budget of the research has been finalized as $3000. The breakdown of budget has been
mentioned below: