Carmel _Gobbard PPT original.ppt

7/30/2019 Carmel _Gobbard PPT original.ppt

1/15

Upstream Monitoring and Regulation Department of Petroleum ResourcesAPRIL, 2013

POSITIVE CHANGES TO MOTIVATE THERESOURCES MANAGEMENT (RM) TEAM

MEMBERSBy

Onwunyili Christian Chime


2/15

Upstream Monitoring and Regulation Department of Petroleum Resources

Presentation Outline

R & M Mandate

Overview

The Barriers

Assumptionsthe Killer

Motivation

What they Want

The Proposal

The Art of Positive Reinforcement

Benefits

Conclusion

Recommendations


3/15


RM MANDATEThe Petroleum (Drilling and Production) Regulations of 1969 and

regulations derived therefrom Supervise and monitor all Upstream Production Activities and Operations in

Nigeria in line with applicable Law and Regulations

Grant approvals for Well Test and Production Allowable

Maintain a Databank of the National Reserves and Production Information

Implement Government Policies Relating to the Conservation of PetroleumResources

Set Standard and Guidelines to Ensure Sustainability of Petroleum Resources

Advise Government and relevant agencies on technical matters and policiesrelating to Petroleum Resources Management.

Work Programme & Unitization

Oil & Gas Characterization


4/15


Overview

The Problem:

Inadequate staffing

Change in reporting frequency

Low staff morale

More status?, higher pay?, better working conditions?, flexible benefits?

The Need:

Improve Productivity, Quality and Service

Motivation

Punishment and Reward


5/15


The Barriers

We dont get paid extra to work harder

Weve always done it this way

Our bosses dont have a clue about the stress were passing through

It doesnt say that in my job description

I have not completed my last years annual leave

I cant continue spending my hard-earned money on recharge cards because ofthis work

Im going to do as little as possible without getting fired


6/15


Assumptions..the killer

Assumptions about what drives others

Are others like you?

Forcing people into things that are supposedly good for them

Neglecting the need for inspiration

Delegating Work vs. Delegating Responsibility


7/15Upstream Monitoring and Regulation Department of Petroleum Resources

Motivation

the heart of motivation is to give people what they reallywant most from work. The more you are able to provide

what they want, the more you should expect what youreally need, namely: Productivity, quality, and service.

(Twyla, An Honest Days Work)



What They Want

More interesting work

More efficient bosses

More opportunity to see the end result of their work

Greater participation

Greater recognition

Greater challenge

More opportunities for development



The Proposal

Organisations Policies and Attitudes (flexible work, reward,promotion, training & development, and participation)

Management Training on Motivation Practice and RelationshipBuilding

Walking the Job ( a pat at the back can go a long way)

Working Tools

Looking for real participation( sharing the problem solving anddecision makingwho implements the change?)

Demonstrate Support

Remove Demotivators (unfairness, barriers to promotion, lack ofrecognition)

Feedback System (Consult fully with staff and unions)

..development, progress and accomplishments are shaping up??



The Art of Positive Reinforcement

B. F. Skinner and his Skinner Box

Operant Conditioning

Behaviour which is reinforced tends to be repeated (i.e.strengthened); behaviour which is not reinforcedtends to die out- orbe extinguished (i.e. weakened)



Understand the differences between real ,

longer-term motivators and short-term spurs

Be wary of Cash Incentives

it doesnt motivate for long

The fact that you are concerned to find out what iswrong and do something about it is in itself a

motivator



Benefits

Achieve goals

Gain a positive perspective

Create the power to change

Build Self-esteem and capability

Manage personal development

The Impression:

Our Department



Conclusion

Improved productivity, quality and service from the Department, and from the

Resources Management Unit in particular, depends on the level at which

employees use their talents

Employees would not attain their full potential, and use their talents, if Staff

Motivation is not taken seriously

Positive Reinforcement should be the driving element in staff motivation

Aligning staff individual development plans with companys objectives is a good

motivator


14/15Upstream Monitoring and RegulationDepartment of Petroleum Resources

RecommendationsIn view of the foregoing, recommendations are made as follows:

Top-Level Management:

Organization policies and attitudes should be altered by issuing fresh guidelines, to all unitheads, that affect flexible work, reward, promotion, training and development, andparticipation

Team Leaders:

Should demonstrate full support to team membersPerformance & Appraisal Unit:

Should recognize on monthly basis the best performing staff for each unit in the Department,by way of cash rewards and commendation letters

Communicate also with the non-performing staff

Promotion should be tied to performance (not automatic)

Training Department:

Should design top quality training programmes that would enable staff perform their jobs,based on need, and in line with individual Development Plans


15/15Upstream Monitoring and RegulationDepartment of Petroleum Resources

Thank you for listening

Questions?

Documents

Carmel _Gobbard PPT original.ppt