Good morning

Pakistan telecommunication
company ltd.
Presented to: Sir Abbass
Presented by: Sidra Safdar Jafferi &
Sadaf Safdar Jaffery
review

R Objective of our presentation

R Brief introduction and historical
background of 

R ision and mission
R SWO analysis
R
ompetitors
R Motivation & its purpose
R Islamic and western view about
motivation
R Our project and its result
R General theories of motivation
R Implication of motivational
theories at 

R mployee motivation at 

R Motivation and gender at 

R Self motivation
R Recommendations and
suggestions
R
onclusion
 Objective of our presentation.

R o let all of us know about the implication & critical

gaps between motivational theories and their practice
in P
.
Brief introduction
R ew years into a new century, the telecom sector of world finds itself
at crossroads after changing itself almost beyond recognition over the
last 25 years.
R Privatization and competition are the order of the day, with a majority
of
ountries having adopted these policies to advance their telecom
sector.
R he results have been impressive; the industry has grown at
unprecedented pace.
R here has been a phenomenal growth in Pakistan, especially in the
cellular mobile communication and in the internet.
R So far P
 is the sole land line service provider of Pakistan.
R P
 is the giant of Pakistan telecommunication industry and
enjoying the monopoly.
Äistorical background.

R Pakistan elecom
orporation

R 1990-91: AS: 850,000 Waiting list: 900,000 Expansion Program of
900,000 lines initiated
R 500,000 lines by Private Sector Participation
R 400,000 lines P
P own resources).-5-
R 1947: Posts & elegraph Dept. established
R 1962: Pakistan elegraph & elephone Dep't.
R 1969 : About 5 % of P
assets transferred to P A, AB & N
.
R 1996 : P
 ormed listed on all Stock Exchanges of Pakistan
R 1998 ; obile & nternet subsidiaries established
R 2000: elecom Policy inalized
R 2003 : elecom Deregulation Policy Announced
R 2005 : 26 % Shares by tisalat UAE through open bidding.
 vision

t is our vision to be the leading 
service

provider in the region by achieving
customers¶ satisfaction and maximizing
shareholders¶ value.
 Mission
R ur mission is to achieve our vision by having:
R
) Professionalism, motivation and quality;
R 2)
ost effective and quality conscious environment;
R ) ost optimum technology;
R ) µQuality¶ and µtime¶ conscious customer service; sustained
growth in earnings and profitability.
SWO ANASIS
 Strengths.

R 
 enjoys monopoly State Of he Art International Gateway

changes & Satellite arth Stations.
R P
 have largest net work with its state of art technology and new digital
exchanges,
R nternational Submarine
ables,
R igh
apacity National iber ptic Backbone Ring,
R 6 ransit Exchanges with easy acility of Expansion,
R About 99%Digitization of
ountry Network,
R Strong Platforms & Exchanges for Value added Services,
R arge arnings
As described earlier that P
 with more than  million users having greeted
revenues ,this is another strength of the company.
R Government support
As you know P
 is government organization so it has great support and it is
strength for P
.

ontinued«..
R ý Weakness
R  mage ± overnment
organization.
R  Opportunity
R  rowth in telecommunication
industry,
R ý hreat
R Strong competitors.

ompetitors.

R here is no major competitor of P
 in landline but, with the growth

of elecommunication industry of Pakistan competition is increasing
specially in mobile phone sector.
R n total there are more then 800 million subscribers of mobile phone.
here are 0 big players in mobile phone industry & these are the
competitors of P
:-
R  obiink
R  Warid
R  Ufone
 Motivation
³is derived from atin word movere, ¶to move¶.
³Something (as a need or desire) that causes a person to act´, while motivate
is defined as, ³the object influencing a choice or prompting an action.´

urpose of motivation
Motivation is necessary to accomplish tasks,
to produce quality goods,
And for other related purposes.
Styles of motivation

R slam and motivation.

R Western view about motivation.
Our project and its result..
R What are the theories which are
being implemented at P

R All these theories are
implemented in P
 except
the theory of hierarchy of
needs.
R Maslow¶s Äierarchy of needs:
R Alderfer¶s RG heory:
R heory X:
R heory :
R . wo Factor heory:
R Mc
lelland¶s heory of
needs:
R
ognitive evaluation theory:
R Goal setting theory:
R Self fficacy:
R quity heory:
R pectancy theory:
 Now we will be explaining to you all what we have gained through our
research and experience at P
, that will support the result we
mentioned earlier..

R ain focus : otivational

theories«.
R heories and practice!!!
 General theories of motivation... An Overview &
our findings....
R 1.Maslow¶s Äierarchy of needs:
R A hierarchy of needs, phsyiological, safety, social, esteem and self actualization.n
which as each need is substantially satisfied, the next need becomes dominant.
R 2.Alderfer¶s RG heory:
R A theory that posits three groups of core needs:existence, relatedness, and growth.
R 3. heory X:
R he assumption that employees dislike work, are lazy, dislike responsibility, and
must be corected to perform.
R 4. heory :
R he assumption that employees like work, are creative, seek responsibility and can
exercise self direction.

ontinued«..
R 5. wo Factor heory:
R A theory that relates intrinsic factors to job satisfaction and assosiates
extrinsic factors with dissatisfaction.Also called motivation ygiene
theory.
R 6.Mc
lelland¶s heory of needs:
R A theory which states that achievement, power and affiliation are three
important needs that help explain motivation.
R 7.
ognitive evaluation theory:
R A theory that states that allocating extrinsic rewards for behavior that had
been previously intrinsically rewarding tends to decrease the overall level
of motivation.
R 8.Goal setting theory:
R A theory that says that specific and difficult goals, with feedback, lead to
higher performance.

ontinued«..

R 9.Self fficacy:
R An individual¶s belief that he or she is capable of performing a task.
R 10.quity heory:
R A theory that says that individuals compare their job inputs and outcomes
with those of others and then respond to eliminate any inequities.
R 11.pectancy theory:
R A theory that says that the strength of a tendency to act in a certain way
depends on the strength of an expectation that the act will be followed by
a given outcome and on the attractiveness of that outcome to the
individual.
Motivation and gender at 


R Because of work force diversity, number of working women has

remarkably increased .
R anagers at P
 ensure healthy and safe working environment for
both men and women at P
.
R hey try their best to motivate both male and female employees by
understanding their state of minds & psychology.
Self motivation

R ake a deal with yourself

R ove the goal spots
R Do something small and create
a flow
R Do the toughest task first
R Start slow
R
ompare yourself with yourself
and not with others
R Remember your success
Recommendations

R Our major recommendations

are«.
R P
 should improve their
contact with middle &lower
level employees,
R With supervisory level ,
R Establish internal performance
appraisal system to avoid the
future complications
R o evaluate the employee
performance and encouraging
them.
Suggestions
R . Due to the potential economic problems of the country and the
industry employees should be aware of that the organization will
acquire them to work harder.
R anagers have to communicate that the company is dependent on the
workers and their dedication to excellence in every aspect of their
work
R he organization has to have close relationships with managers and
key employees to establish a plan for attaining increased excellence in
every department.
R he plan could include special financial incentives or perks, employee
recognition awards and employee training.
R otivating the staff and have them working together will help them
focus on what is important, continue doing a great job.
R ocus on processes that help to enhance the involvement of
employees at the company and inspire feelings of responsibility for
the company's overall success.

ontinued«..

R anagers should set up employee suggestion systems, focusing on

the topic " ow to increase productivity to offset an economic
slowdown." .
R Employees are the ones that conduct work tasks on a routine basis
and therefore they are the best to suggest improvements and help
the company survive hard times.
R he organization has to encourage managers to step to the front
lines and become as pragmatically involved in the day-to-day
operations of the business as possible.
R any managers view themselves as being somewhat better than
other employees and this viewpoint can be disastrous during
difficult financial periods.
R anagers should be creative and encourage creativity among
employees in the organization.

onclusions.

R rom the above findings the following conclusions can be

made:
R anagers should use both internal and external motivational
factors as it is better to focus on both rather than assuming
that one is dominating.
R
ompanies have different strategies concerning motivating
employees, some are focused on their personnel while other
focus on the performance of the organization.
R Do not focus too much on existing incentive profiles, since
they may not be suited for all companies.

ontinued«

R anagers should be motivated themselves before trying to motivate

others, otherwise the effort will be a waste of time for the company.
R All managers are not necessary good managers; therefore an invisible
or informal leadership style might be preferred.
R
ertain job characteristic aspects have greater importance on work
motivation than others due to individual differences.
R eedback and communicating with employees are a great part of the
managerial work task, which contributes to increased motivation.
Any questions