"Maxis Telecommunication Berthed"
It is a communications service provider in Malaysia. Headquartered in Kuala Lumpur, Malaysia and provide a variety of communication products, applications and value added services for consumers, large enterprises and small & medium business owners. MAXIS is one of the largest companies in Malaysia having more than 2091 employees.    

    When Maxis began their transformation journey in late 2013, their main focus was towards creating a great workplace. Maxis spent a huge amount of energy and resources on it, and still is continuing to do so. To create a truly great workplace requires creating a great culture. A culture that keeps attracting smart and talented people from diverse backgrounds, to come and be part of Maxis. Maxis had also clearly outlined its ambition to be a company admired for excellence.

    Maxis tightly links rewards to results and behaviours. Instead of seniority and status, Maxis prioritize performance and potential, and promote this through numerous incentives and rewards programs, and benefits that are standardized across all levels of employees. This is part of our culture change process – to get our people focused on real achievement and growth. Making employee rewards as competitive as possible and a fair reflection of employees€™ performance and potential, is a critical part of our efforts. 

    Through its annual report in 2014, Maxis also reduced the levels and tiers in their organizational hierarchy to better reflect actual contribution and competence rather than multiple micro-promotions because of seniority. Maxis now have a smaller number of capable managers to lead our teams of individual contributors. 

  

     The most relevant theory that we can come up with for Maxis is the expectancy theory. Expectancy theory is a tendency to act in a certain way depends on an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.

      I suppose the employees in Maxis are well motivated with this theory because of the incentives, reward programs and benefits that are given to the employees based on their productivity. An employee€™s efforts will be related to their performance which is the probability perceived by the individual that exerting a given amount of effort will lead to performance. This is known as the effort-performance relationship. 

      Due to an employee€™s good performance, a high appraisal score and many other factors, comes the performance-reward relationship. It is a relationship, which is the degree to which the individual believes that performing at a particular level will lead to the attainment of a desired outcome. 
      

      After gaining the rewards, the employees are now able to satisfy their personal goals. A rewards-personal goals relationship which is the degree to which organizational rewards satisfy an individual€™s personal goals or needs and the attractiveness of those potential rewards for the individual.

Expectancy theory is a theory that suits Maxis company well enough as the employees are mostly known to be expectant. Employees are also human beings and that they have their own personal goals. Knowing that rewards can be achieved based on their performance and work rate, employees will then strive towards it to achieve their personal goals. This is a common theory for not only Maxis, but also to other companies as through rewards, it motivates the employees.

      

 Employee engagement sessions are also carried out through various programs such as employee volunteerism, treasure hunts, sports tournaments and competitions which keep our employees motivated and promote interaction across the different levels and divisions within Maxis. This kind of motivation creates a positive and employee-friendly company culture to their employees as employees are more willing to share their ideas and are high in productivity. Next, Maxis makes it a priority to understand their employees€™ needs and views and address areas of concern. Every employee has different needs and different areas of concern. They would make sure to overcome all of this to create a highly motivated workforce. For example, if the employees feel that their skills or talent needs are not being recognized by others, Maxis value each of their employee role or contribution highly, no matter how inconsequential it may seem to the bigger picture. Knowing how one€™s employees contributes to Maxis overall success is a key longer-term motivator and morale builder. This kind of motivation will make the employees know that their contributions are valued and that the management is confident in their capabilities.

          

  The outcomes of the motivated behaviour in Maxis is that job satisfaction is created. Employees who are highly motivated should be able to perform better and understand greatly of their role. Maxis motivated their employees by clearly stating that success in this position means dealing with their customers every day and is given a reward when success is achieved and understands what is expected. Next, the motivated employee performance will be a lot better. For example, if you thanked an employee for their good customer service, they will likely strive to duplicate it since they feel appreciated. Likewise, if you motivate by threatening to reduce the hours of an underperforming employee, they may also try harder to prevent the negative consequences of the motivation. Lastly, employee motivation helps to improve efficiency, builds stronger relationship and leads to a stable workforce. These factors contribute to improved productivity and performance of the entire organization and lead to the attainment of goals. Therefore, managers need to find creative ways that help to keep their employees motivated consistently.