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ement - subordinate relationship is good within calumet and this relationship facilitates high performance and it affects the goals of individuals to a big extent. It contributes majorly to a good organisational culture as work is done in co-operation. The majority employees said they were satisfied with and enjoy the variety in their work. This develops learning instincts in the employee and the employee is encouraged to undergo training to gain more skills and knowledge in the own area of work. When asked:

WHAT ARE THE TWO FACTORS THAT WOULD MOST IMPROVE YOUR PERSONAL WORKING SITUATION AT CALUMET?

The top two answers where 'Clear opportunities for advancement' and 'more opportunities for training'.

The effectiveness of these incentives depend on the presence of job security, promotion acts as a long-term incentive for those with long and stable employment relationships with their organisations. As the level of staff turnover at calumet is low it would appear that employees would be incentivised by organisational training or professional educational training. This may serve employee retention rates whilst offering employees hope of promotion as their skill level increases. When promotion is difficult, it is necessary to establish new career tracks in which employees are encouraged to acquire professional knowledge and skills and completely utilise their expertise rather than pursue advancement in the organisational ladder.

There is a mixed feeling among employees regarding career development and promotional policy and according to the results the pay is also not very satisfactory. The career development route within calumet maybe considered slow or difficult as it is a small company in size and promotion may only be possible when a position is available rather than creating new positions. As calumet have a current plans for growth, new positions may become available offering further incentive to those employees stating they wish to pursue their career within the company.

The main function of organisation culture is to ascertain a way of doing things in order to define organisational behaviour. It identifies key goals work methods and also how to conduct ourselves within the organisation. The organisational culture within Calumet promotes trust, co-operation and mutual respect in the work place. The employee is willing to perform well, deliver his best to contribute to the growth of the organisation.

The employees are trained according to the requirement of the job description in the company and are encouraged by the superiors to achieve high performance by setting goals and targets for which there is a financial reward in some areas.

Workplace motivation strategies are commonly adopted by organisations to improve profitability by increasing motivation and productivity, reducing absenteeism and turnover, and to retain talented and skilled employees. Typical motivation techniques such as incentives, rewards and recognition are often used complementarily to motivate employees. Organisations use rewards as incentives to stimulate desired behaviour. Recognition, on the other hand, is to show appreciation for the employee's efforts and positive contributions, Recognition takes place only after the behaviour has occurred and it may be offered in conjunction with the reward.

The Pay subject in our questionnaire produced negative responses. W本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。