Q1: Are employees showing their total disenchantment by leaving as quickly as they can? Is morale and motivation are non-existent?

Answer:

Disenchantment is the state of disappointment or disillusionment. During first stage of disenchantment employees tries to settle the factors in a positive way. After becoming total disenchantment employees starts to search new job. After getting the job, employees left the organization for the new job. Most of the times this is the common situation happens in all organization. But some disappointed employee’s remains in the organization for a long time. They don’t have the scope or don’t want to leave the organization. They don’t have other option against their current job. Even though they are disenchanted they stay in the organization.

Morale and motivation exists within organizations employee for a short period. Employees that are happy and positive at work are said to have positive or high employee morale and motivation. Companies that maintain employees who are dissatisfied and negative about their work environment are said to have negative or low employee morale and motivation. If employees became disenchantment moral and motivation doesn’t work for a long time.

During my previous employment in Silkways group I became disenchanted, thus reduced morale factors. Morale and motivation failed to work after a short period of time. In the end I left my job because I was demotivated and dissatisfied with my job. Other type of employees those stay in the organization for a long time morale and motivation doesn’t work for them.

Q2: Are employees unhappy and grumble frequently about the non-existence of a remuneration system? Do they openly talk about the problems instead of getting on with their work?

Answer:

Due to non-existence of a remuneration system in an organization, employees of the organization became unhappy. If employees became unhappy, frequently they complain due to non-existence of the remuneration system. Employees tries to establish their complains to the other employees of the organization whenever employees feel that I am not getting actual pay at that time employees became unhappy and starts complaining. Yes them openly talks about the problems instead of getting on with their work. Employees talk with fellow colleagues, outsiders.

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In Silkways group employees are unhappy and grumble frequently due to non-existence of a remuneration system. Employees openly talks about the problems. That might not reach to the appropriate authority. After several complains employees started to work with a negative motivation because complain doesn’t led to good result for the employee.

Q3: Are employees unhappy and comment frequently about the non-existence of a remuneration system? Do they openly talk about the problems instead of getting on with their work? Does a work ethic exist and they do some work?

Answer:

A good remuneration system ensures all employees proper evaluation. If it doesn’t work that lead to inappropriate evaluation of each employee. Yes employees became unhappy and comment frequently about non-working remuneration system. Non- benefitted employee’s remains unhappy and comment frequently for this reason. In Silkways group proper remuneration system was absent. Thus employees were unhappy and they comment frequently for the remuneration system implementation.

A strong work ethic is vital to a company achieving its goals. Every employee, from the CEO to entry-level workers, must have a good work ethic to keep the company functioning at its peak. A work ethic is a set of moral principles an employee uses in his job. Certain factors come together to create a strong work ethic.

1. Integrity2. Sense of responsibility3. Emphasis on quality4. Discipline5. Sense of team work

Negative work ethics may be the behavior of a single individual. Due to proper remuneration system employees shows negative work ethics. In Silkways group unhappy employees reduces work ethics through,

1. Lack Of Productivity2. Attendance3. Politics4. Bad Mouthing

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Q4: Do the employees believe that management controls and manipulates the system? Do they continue on regardless? But they do not like it?

Answer:

Yes employees believe that management controls and manipulates they system. All the decisions came from management. All employees doesn’t benefitted by the compensation system, because it is controlled and manipulated by the management. As an example in Silkways group- One employee’s performance was good and he didn’t get is reflected in his compensation plan. As it is controlled and manipulated by management.

Employees continues to work unless getting another job or settling mind to work in his organization, because that job is the only hope for that employee. In silkways group a large number of employees exist because this job is the only option for his living.

Q5: Are employees aware of a remuneration system but do not see it working for them? Does it cause some dissatisfaction?

Answer:

Most of the employees are aware of the remuneration system. If the system doesn’t work for the employee creates severe dissatisfaction. By remuneration system employees pay and other benefits increases time to time. But some of the employees might not get the anticipated benefit and pay rise. Those employees became dissatisfied. By this they lose the motivation to work, creates an impact in the attendance.

In Silkways Group most of the employees are aware of remuneration system which increases their salary and benefits. Some employee was satisfied because their remuneration system works for them. Others are dissatisfied because the system doesn’t works for them.

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Q6: Do the employee believe the remuneration system is working, others believe it could be better targeted to their particular situation?

Answer:

The employees believe that remuneration system works only for management level employees in most of the time. During yearly increment management level employee’s salary increases whether other employee’s salary increases or not. Incremental percentage is also variable for management in most of the time. In Silkways Group other employee’s salary increases by 5% but management level employees can increase their salary according to their decision. Proper system is not followed in silk ways group. In other word during recruiting a management level position proper fixed remuneration package is not followed. So employees believe that the remuneration system only works for management always.

Q7: Do some employees believe the remuneration system is working, others believe it could be better targeted to their particular situation?

Answer:

Some employees believe that the remuneration system is working. The reason is that they are benefitted by the remuneration system. In other word they are in the good book of management, So that their demands are handled properly than other employees. Not all employees are in the good book. They might not get the good benefit through the system. They think that their current situation should have been analyzed before the performance evaluation.

In Silkways Group production people are well benefitted by the remuneration system. They are recruited at a high salary. They get high percentage in performance evaluation. In other situation Accounts department employees, they are getting low percentage in performance evaluation. So they are getting least benefit. Thus some production employees believes that remuneration system is working and Accounts department employees believes that it could be better targeted to their particular situation.

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Q8: A comprehensive system is in place. Position value and remuneration is fairly evaluated and most are well compensated. Areas for improvement are recognizing individual and team contribution fairly. This system is reviewed regularly.

Answer:

For a comprehensive remuneration system in organization position value and remuneration should be equally evaluated. All the employees should be compensated according to the position value and remuneration equally. Individual and team contribution should be recognized properly. The system should be reviewed regularly for any required change.

In Silkways Group position value and remuneration should be equally evaluated which is absent in the system. All the employees didn’t compensate according to the position value and remuneration equally. Rather the employees are compensated unequally most of the time. System must be reviewed regularly for a good remuneration system.

Q9: Is a comprehensive system in place? Does a position value and remuneration is fairly evaluated and nearly all are well compensated? Are individual and team contributions recognized? Will higher achievement come from better implementation?

Answer:

In Silkways Group comprehensive system is not in place. Position value and remuneration system is not fairly evaluated. Thus most of the employees are not compensated well. Individual and team contribution doesn’t evaluate by management. Areas of improvement don’t identify and communicated to the employees. So employees do not know what their performance deficiency is, areas for improvement. The system is not reviewed regularly. Once the system is build it runs for a long time. It should be reviewed once or two twice in a year. In addition employees must know what are the goal and areas of improvement. So employee performs well. A proper implementation leads to high performance achievement.

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Q10: Does everyone from the CEO don’t believe that the remuneration system is working well and being equitably administered? Are individual and team contributions recognized and rewarded accordingly?

Answer:

No, In Silkways group everyone from the CEO down does not believe that remuneration system is working well and being equitable administered. Management believes that employees are getting a good compensation and equitable, where most of the employees believes opposite.

Individual and team contributions do not recognized and rewarded accordingly. In silkways group most of the employees believes that the system is not working well. Equally employees are not compensated. Contributions are not recognized and rewarded, so silkways group’s employees are dissatisfied.

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