OB Project Ashutosh Soni EMBA23006 PPT.pptx

Study of office ethics

1. Organizational Behavior – A study of Office Ethics Course Instructor Dr. Mamta Tripathi Ma’am Submitted By Ashutosh Soni (EMBA23006)

2. Learning, Motivation & Satisfaction Learning is of great importance for both employers and employees in the modern workplace.  It helps both employers and employees in providing competitive advantage not only in employees career but also for organization growth perspectives. It is generally believed that effective learning depends on the availability of an authentic learning environment which facilitates the learning process, and this has been an important research agenda in education. The concrete steps of a lesson study, which are considered to be able to bring about increased professional knowledge and skills, are as follows  Defining and researching a problem Planning the course of action Evaluating and reflecting the results

3. Definition Of Learning

4. 4P’s concept System

5. A Case Study On Valvoline Dr. John Ellis, the inventor of a petroleum lubricant for steam engines, founded Valvoline on September 6, 1866, in Binghamton, New York, as the "Continuous Oil Refining Company”. In 1868, Ellis renamed his Binghamton Cylinder Oil to the more memorable Valvoline. In 1949, Ashland Inc. purchased the Freedom-Valvoline Company. By 2016, Ashland's Valvoline subsidiary accounted for about 37% of the parent company's annual revenue. Valvoline completed an initial public offering on the New York Stock Exchange on September 22, 2016

6. Overview With net profits for around 3.4 billion Valvoline become the 2 nd largest retailer with around 2200 retail outlets in world. Valvoline growth has resulted workforce of over 2,80,000 employees worldwide. To support its growth, Valvoline needs staff that are motivated, flexible and well-trained and who recognize customer needs. In turn, Valvoline’s employees are supported by the company in their various roles and at different levels - from customer assistants in stores to department managers; from warehouse employees to office and logistics staff. Valvoline recognizes that employee motivation is important for the continued growth of the company.

7. Details Of Case Study Gender and Age of Respondents. Gender # of Respondents Age # of Respondents Male 23 19 - 30 13 Female 27 30 – 50 25 Over 50 12

8. Education and length of employment Education level # of Respondents Length of employment # of respondents Secondary 4 Up to 7 years 5 College education 8 8-14 years 8 Bachelor 13 15-22 years 19 Master's degree 15 23-28 years 17 Master of science 6 Over 29 years 1 PHD 4

9. General Motivation with the job Criteria % of respondents Work satisfaction 90% Joy at work 82% Payment system and motivation 60% Appropriate reward for their work 50% Take more responsibility for a higher payment 76% Information about the company vision 67% Upgrading Learning 88% Impact of work performance on payment levels 53%

10. Satisfaction and motivation of employees at the workplace

11. Findings With Survey Respondents expressed the greatest dissatisfaction with work performance on payment levels. Around (90%) respondents are extremely satisfied. Respondents in the workplace are most motivated with salary (30%) the reward option (28%) and working conditions (26%).

12. Actions Taken Based on Study Review the existing payment system and consider implementing performance-based bonuses or incentives to motivate employees Conduct regular salary reviews and adjust compensation packages to be more competitive in the job market. Conduct surveys or feedback sessions to understand why employees are not satisfied with the current motivational approach. Establish clear performance metrics and tie them to compensation to make the connection between performance and rewards more evident. Offer career development opportunities and paths for employees to take on more responsibilities as they grow within the organization. Develop a clear promotion and advancement framework tied to increased responsibilities and compensation.

13. Organizations should invest in training and development programs to enhance the skills and knowledge of their employees. These programs can include on-the-job training, workshops, seminars, online courses, and mentoring opportunities. Promote knowledge sharing within the organization. Encourage employees to share their expertise, best practices, and lessons learned. Create platforms and tools for knowledge sharing, such as internal wikis, forums, or regular team meetings Encourage employees to reflect on their experiences and learn from both successes and failures. Provide regular feedback and performance evaluations that help individuals identify areas for improvement. Leadership plays a crucial role in promoting learning within an organization. Leaders should lead by example and prioritize their own learning and development. Leadership should allocate resources and create policies that support learning initiatives. Keep an eye on industry trends and benchmark against competitors to ensure that the organization is staying up-to-date with the latest developments. Create a culture where making mistakes is seen as an opportunity for learning and growth rather than as a failure Conduct post-mortems or root cause analyses to understand the underlying causes of mistakes and prevent their recurrence