Organisation Psychology (Essay Sample)

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The case study aims at looking on different problems that affect the human resource in Dolphin Oil Services. Oil sector being one of the major product and service delivery providers in Libya is important to look at it. This will help understand the major problems affecting Libyan economy as whole. Dolphin Oil Services is a Libyan company that was established in 1999 with an aim of providing professional approach to the oil sector. The company’s main business is to provide high quality services on the oil related fields (Dolphin, 2012). These fields include engineering, oil drilling, hiring out equipment to the oil and gas operators. The company has managed to deliver its services to majority of its clients with satisfaction. The company has been successful since its establishment and has been one of the best performing in the country and especially in the oil sector. Since its establishment the company has been experiencing increased revenues meaning it is performing as expected. The company also has a recruitment policy on a year basis meaning that even the employees increase every year. The company has gained reputation in the recent years as one of the best performing companies in Libya and specifically the oil sector. The company has been one of the highest contributors of revenue to the government through its payment of taxes. Increased company profits means that the company is in a better position financially and it is growing at the projected rate. To show the company’s current position and performance we refer to the annual report on finances. This will be projected from comparing two years that is 2011 and 2012 (Dolphin, 2012).
Annual financial figure
20122011In millions except per share dataRevenues 1.253.31,135.1Adjusted EBITDA534.8475.4EBIT –impairment charges141.3130.5Net income33.7(14)EPS basic0.16(0.07)EPS diluted0.15(0.07)Cash flow from operations480.4355.5Capital expenditures(whether paid or not)279.9223.5Multi-client cash investment203.9166.7Total assets 3,137.23,035.0Multi-client library334.1310.8Cash and cash equivalent424.7432.6Shareholders’ equity1,771.71,755.3Net interest bearing debt394.2279.2
Looking at the table above one can tell that the company is performing successfully at the oil industry. Looking at the revenue those of 2011 were lower than those of 2012 this can be attributed to increased business as the company gained reputation which helped increase the clients base. Looking at net income in 2011 the company had negative net income which means it was earning losses but this has changed in 2012 and the company has improved to earn millions in net income. This means that the company position and performance in the industry has improved. Therefore, the company has become stable in the past one year. The company has also increased it assets so as to be able to handle it clients and to widen the services it can be able to offer to the clients. The company has also increased the number of employees as compared to 2011 so as to perform better and offer quality services to the clients (Dolphin, 2012).
The internal environment of the company is favourable because the management is very friendly to the other staff. They are also supportive to the staff in performing their duties. This favourable working environment is a motivator to the staff to perform their duties in the best way possible. The external environment has been a bit hostile since the over throwing of Late Gaddaffi government which meant that there was no peace in the whole of Libya.
Problem identification
The problem to be reviewed is motivation in the Dolphin Oil Services. Motivation refers to the force that drives employees in an organization to increase their effort to do their duties in a perfect way without being disrupted by any obstacles as they work to satisfy customer needs (Herzberg, Mausner & Snyderman, 1959). It can also be defined as how an employee works hard and in a passionate way to accomplish their duties persistently. Most companies works towards motivating their employees so as to increase the companies’ profits through increased out and productivity (Lauby, 2005).
There are many researchers who have laid down strategies on how employees can be motivated to perform their duties and satisfy customer needs. Motivation is any activity that the company owners and management take for the benefit of their employees with an aim of raising their productivity and output (Neuberger & Beck, 1978). This is done to bring out the best from the employees giving them the most favorable working environment. There are different ways and methods of motivation as they will be explained in the course of this project (Kehoe, 2007).
Motivation among employees is determined by different factors such as how employees enjoy or how they are proud of their job or place of work. Motivation in company runs from the top management to the low level workers. The more the motivated the employees are the more the company is any to realize its goals and objectives. There are so many factors that a company can use to motivate its employees (Rosenstiel, 2001). These factors include better working conditions, better remuneration package, fair promotions, and fair treatment at the place of work. This means that there is no discrimination of any kind such as racial or sexual. Presence of these factors encourages the employees to perform their duties to the best of their ability so as promote the image of the company and help the company to achieve its goals and objectives (Neuberger & Beck, 1978). Motivation among employees is a key determinant of how the employees will perform their duties and realize their full potential (Bruggemann, 1976).
Solution to the problem
In Dolphin Oil Services the problem of motivation has been evident from the feedback given by the employees during interviews. There were forty (40) respondent chosen at random and the questionnaire was mailed to them and they were to complete it and mail it back. The questions to be answered were related to workers motivation in their place of work. Their responses have been presented in table forms and interpreted in charts and graphs. This will help for better understanding (Bruce, 2003).
Employees Motivation responses
Question1. How often do you feel there is fair treatment at your place of work?
Table 1
Job prideFrequencyPercentageAlways1537.5Sometimes2050Never512.25Total40100
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Author (2012)
On whether the employees are proud of their work, 15 of the 40 respondents who amounted 37.5% of the respondents reported that there always fair treatment in their place of work. 20 out of the 40 respondents who amounted to 50% reported that sometimes there was fair treatment. The remaining 5 out of the 40, these amounted to 12.5% of the respondents answered that there was no fair treatment and they cited race as one of the factors of discrimination.
Question 2: Does your company provide avenues for employee motivation?
Table 2

Presence of motivation avenuesFrequencyPercentageYes2562.5No1537.5Total40100Author (2012)
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Author (2012)
On the factor of whether the company provides avenues for employee motivation, 25 0f the 40 respondents who were the same as 62.5% of the participants were of the observation that avenues for employee motivation are provided, while 37.5% of the respondents were of the view that no avenues are provided by the company to ensure employee motivation. This shows that there are employees who feel that the company does not motivate the employees (Downing and Clark, 2010).
Question 3: Do you feel that your organization motivates employees using the following?
Table 3
Employee motivation factorsFrequencyPercentageJob satisfaction1025Participatory management512.5Recognition and promotions1025Incentives and salary increment1537.5Total40100Author (2012)
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Author (2012)
On the motivation factors employed by the company, the following results were achieved. 25% of the employees felt that the company provides job satisfaction as a way of motivating employees, 12.5% felt that the company employed participatory management, 25% felt that the company used recognition and promotion to motivate employees, while 37.5% of the respondents felt that Incentives and salary increment was used by the company to motivate employees.
Question 4: Does motivation affect employee performance in your organization?
Table 4
Employee performance in relation to motivationFrequencyPercentageYes2562.5No1537.5Total40100Author (2012)
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Author (2012)
On the study about whether employee motivation affects employee performance, 62.5% of the respondents interviewed were of the view that employee motivation has an effect on how they perform in their duties, whether positively or negatively. On the other hand, 37.5% of the 40 respondents interviewed were of the view that employee motivation and performance are not related; hence motivation does not affect employee motivation.
Therefore, given the above feedbacks employee motivation is a great problem in the company and needs to be addresses so as the company can continue to deliver the best services to its clients. Majority of the respondents feels that the company has done something little of promoting workers motivation. They feel that employment is important for the growth of the company and better performance of employees.
Since implementing employees’ motivation at once in the whole company it will be expensive the company will start implementing the policy at the departments’ level. ...