Impact of Training and Motivation on Performance at Qatar Petroleum - Research Proposal Example

Institute: Investigating the impact of training and motivation on performance of employees: the case of Qatar Petroleum (Oiland Gas Corporation) Introduction Training and Motivation is a key issue in any company. The performance of a company is a function of Motivation and Training. It is established fact that training provides skills, knowledge and abilities to the employees to do the job properly. Unless the employees are motivated enough and given proper environment they will slowly lose interest to work. Research has shown that companies which give more importance to training achieve improved financial results and their profit margin gets increased. Recently many oil and gas company like Qatar Petroleum has lost their employees to their competitors. This has resulted in shortage of labour skills in the oil and gas industry. Thus retention of good performing employees is becoming a challenge for these companies. They have started providing training and motivating their employees so that the companies can improve their performance. This research paper will discuss the impact of training and motivation on the performance of the employees in Qatar Petroleum. This paper will give answers to questions like what motivates the employees in the workplace, what is the role of the supervisors and what is the impact of motivation and training on the company and what new should be done by Qatar Petroleum to improve motivation of the employees. Recent research has shown that quality and quantity of training which is provided in an organisation will positively result in effectiveness of the company. Thus it is important for the managers to look into all the factors which will help in designing training so as to make it a success. Recent research suggest that training will be successful it the trainees has a high level of motivation and they perceive the training to be of high quality. They believe that whatever they learn from training will help them in improved performance. Not only training but training environment also contributes to effectiveness of the employee. Improved training methods will result in improved performance of the employees and which will in turn improve the financial performance of the company. Theory Oil and Gas industry is facing one of the key problems associate with the employees. Employee motivation is a key requirement for any company. Recent studies have shown that by proving training the employees achieve grow their skills and knowledge and thus perform better at their job. According to Blanchard (1995) an employee will not perform well unless he is equipped with knowledge and skill. They can achieve this through the process of training (Maslow 92). This will improve their motivation since training and appropriate work environment is important for them to achieve a good performance on the job. There are basically two types of motivation. One is extrinsic and another is intrinsic (Fishbein and Ajzen 78). Both of the above motivation affects the individual performance. Managers in Oil and Gas companies are finding the key ingredient to motivate the employees. Many mangers in companies like Qatar Petroleum miss the fact that motivation comes from within. Motivation is about creating an environment where the employees will be motivated instead of forcing them to do something. Many mangers in such companies believe that only money is the sole deciding factor for motivation (Porter and Lawler 64). This kind of view within the management level has resulted in companies facing high employee turnover. According to a research it was seen that changes in external factors have lead to creation of this issue. Previously there was no competition in the market but now with new government initiatives for the oil companies to increase their production level, there are many international and local oil and gas companies who have started entering the industry (Parker 87). This has resulted in increase in the competition level and many employees have started leaving the national oil companies and even government employment to enter into these companies. This has become a worldwide phenomenon. Again the cost of recruiting an employee of the same country with 10 years of experience is almost half than that of recruiting an expatriate (Robbins 109). This has resulted in increase of demand for such employees (Sims 216). All the above factors have led to importance in the issue of motivation and training to retain the employees (Hansen 58). Employee motivation cannot be neglected in any case by an organisation today (Brown 218). According to Wise and McColy (2002) motivation is a tool which will improve the performance of the employee through the process of learning (Carron 152). In today’s globalised world the success is dependent on the learning and it is imperative that employees should be motivated to learn. Smith (1994) stated that for an organisation to survive in a competitive market environment employees should be motivated (McClelland 59). According to Research motivated employees plays a vital part in the success of an organisation. Motivation describes the success of organisation and it is the driving force for individuals (ONeil, Drillings, Michael and ONeil 115).Need hierarchy theory which is presented by Maslow identifies five levels like basic, social, ego, safety and self-actualization needs for them to work efficiently (Wigfield and Jacquelynne 205). Methodology A sample of employees was first chosen from Qatar Petroleum. A list of questionnaire was designed to find out what motivates the employees in the organisation (Kozlowski and Salas 312). This part will find out whether money is the only factor which motivates them or there are other non-financial things. Next the role of the supervisor is found out in motivation of the employees (Mohtsham and Asghar 12). Questionnaires designed will help to find out if training helps improve motivation the employees and will it improve the overall financial of the company (Laird, Holton, Sharon and Naquin 245). This will find out whether factors like progression of career of an employee will help them in retaining them (Qatar Petroleum 1). The other non-financial factor is employee empowerment and performance appraisal (Al-Harthy 5). The importance of continuing training and development will help them to learn new things and will open up career progression within the company. Thus primary research is mostly conducted through a list of questionnaires. Secondary research includes taking reference from many journals, articles online and government sources (USAID 23). References Al-Harthy, M. Hamood. Motivation: A Challenge For Oil And Gas Companies An Omani Case Study, 13 Sept. 2012. Web. 12 Feb. 2014. Brown, Lois V. Psychology of Motivation. London: Nova Publishers, 2007. Print. Carron, Albert V. Motivation: Implications for Coaching & Teaching. London: Sports Dynamics, 1999. Print. Fishbein, Martin and Icek Ajzen. Belief, attitude, intention, and behavior: An introduction to theory and research, Reading, New York: Addison-Wesley, 1999. Print. Hansen, William. Rewards and recognition in employee motivation, Mason: Cengage Learning, 2002. Print. Kozlowski, Steve W.J. and Eduardo Salas. Learning, Training, and Development in Organizations. San Francisco: Taylor & Francis, 2009. Print. Laird, Dugan, Elwood, F. Holton and Sharon, S. S. Naquin. Approaches To Training And Development: Third Edition Revised And Update, 2003. Print. 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Print. USAID. Oil and Gas and Conflict Development Challenges and Policy Approaches, 17 Jan. 2006. Web. 12 Feb. 2014. Print. Wigfield, Allan and Eccles, Jacquelynne S. Development of Achievement Motivation, 2002. Print. Read More