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When asked what was the worst thing about working for Calumet? 21%, the highest percentage of respondents cited wages as their main concern.

When asked what would make Calumet more efficient, the majority of respondents 27% chose better pay.

工作环境——Work Environment

67% Agreed and 22% strongly agreed that their working conditions where as safe as they can reasonably be.

45% Agreed and 45% strongly agreed that their working conditions where as safe as they can reasonably be

50% Agreed and 35% strongly agreed that they always understood what's expected of them.

65% Agreed and 10% strongly agreed that their workload is reasonable.

62% Agreed and 10% strongly agreed the stress level for their job is reasonable.

77% Agreed and 10% strongly agreed that the administrative requirements they were subject to are reasonable.

52.5% Agreed and 20% strongly agreed that the priority is to find ways to make lasting improvements, rather than 'quick fixes.'

62.5% Agreed and 32.5% strongly agreed feel that they are a member of a well-functioning Calumet team.

45% Agreed but 45% Disagreed with a further 10% strongly disagreed that their work group has all the resources it needs to do its job.

The following questions where multiple choice answer.

When asked: WHAT ARE THE TWO MOST IMPORTANT REASONS THAT YOU CONTINUE TO WORK FOR CALUMET?

26% chose the option that the work matched their skills and interests

23% chose that they enjoyed working with their colleagues

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

16% chose clear opportunities for advancement

15% chose more opportunities for training

When asked WHAT IS THE BEST THING ABOUT WORKING AT CALUMET?

27% chose work was enjoyable and matched their interests

21% chose they enjoyed working with their colleagues

When asked WHAT IS THE WORST THING ABOUT WORKING FOR CALUMET?

21% chose Pay as the worst thing

15% chose not enough staff.

分析讨论——Analysis and Discussion

It is important for organisational managers to know what employees need and also their needs will evolve over time while bearing in mind that needs differ considerably among employees. Subsequently they must design a flexible reward system (McShane, Von Glinow 2000, 74.) to adapt to various needs of the employees. In this case, the needs of employees will determine the effectiveness of incentives used to motivate them.

Work life is one of the most important topics in terms of social and individual behaviour. There are a lot of different issues that can affect employee satisfaction, which has a direct result on employee productivity and overall corporate culture. The keys to enhancing employee motivation through incentives are for organisations to communicate the program to the employees, spend some time discovering what motivates them, how they would like to be rewarded for good performance and thereafter construct and implement a suitable program based on the needs of the employees.

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