Orix approach to employee motivation and engagement:

Empowers companies by providing them with a more complete, accurate and simplified
understanding of the geology and exploration potential of a project

Financial and Non financial benefits: Orix provides various type of benefits and incentives for the
employee. In terms of benefits they provide two type of benefits financial and non financial such
as salary, vacation pay, health benefits, pension fund, leadership training facilities, long term
leave facilities.
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Rewards are given based on performance of the employees: There are a number of different
types of reward programs aimed at both individual and team performance. Some benefis are
given bellow:
 Variable Pay
Variable pay or pay-for-performance is a compensation program in which a portion of a person's pay is
considered at risk. Variable pay can be tied to the performance of the company, the results of a business
unit, an individual's accomplishments, or any combination of these. Orix take many forms, including
bonus programs, stock options, and one-time awards for significant accomplishes.
 Bonuses
Orix have the reward individual accomplishment and are frequently used in sales organizations to
encourage salespersons to generate additional business or higher profits. They can also be used, however,
to recognize group accomplishments. Indeed, increasing numbers of businesses have switched from
individual bonus programs to others.
 GROUP-BASED REWARD SYSTEMS
Orix is a small businesses firm. They use team structures to reach their goal. Group-based reward systems
are based on a measurement of team performance, with individual rewards received on the basis of this
performance. While these systems encourage individual efforts toward common business goals, they also
tend to reward under-performing employees along with average and above-average employees. A reward
program which recognizes individual achievements in addition to team performance can provide extra
incentive for employees.
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Benefits as like financing for post-secondary education: Orix gives the opportunity to their
employee on financing post – secondary education. They provides different funding course with
a minimum cost. For example, MBA programme cost is $35,000. So, it is a good opportunity

Child care is another benefits with which orix is liberal. After the babies arrived, parents would
often bring them to office for meetings
Pros:
1.Decentralisation of business activities : Decentralization is a type of organizational structure in
which daily operations and decision-making responsibilities are delegated by top management
to middle and lower-level mangers. Here, for a small business like orix growth may create the
need to decentralize to continue efficient operations.
2. Active Participation of the employees in decision making process: An organization should
motivate its workforce, but the responsibility to change dishonesties with the employees.
Impermanent proactive behavior and forward thinking by providing employees with opportunities
to improve themselves. For example ,orix provide offer career advice and support to encourage
their employees to make decisions that benefit them and also business.
3. Competitive compensation policies and motivation: According to the case, compensation
packages have a huge impact on an employees’ level of engagement. High compensation
provides employees with a sense of satisfaction from their job and incentivizes them to perform
better. The manager of orix shastri Rahman focused to employee- Job satisfaction, Retention,
prospective recruitment, work productivity etc. Moreover, orix need to create a good plan and
execution strategy to truly allow compensation to fulfill its maximum potential.
4. Evaluation system of the employees such as Peer-review system : Peer review is a process
by which employees' co-workers offer their evaluations of the reviewees' performance, skills,
competencies, or attitude. The manager of orix, concentration to employees only review coworkers with whom they regularly interact. Peer reviews can also help managers discover
hidden talent — the quiet performers who routinely produce exceptional work without
recognition. Therefore most employees know how they are doing and where they need to
improve, the feedback from the reviews can help them grow.
5. Employees recruiting system: The key to successful recruiting of new employees is the
development of a systematic process for developing job descriptions, generating a pool of
candidates, and selecting the right candidate. Here we can see, the manager follow the
secondment and opportunistic process for different situation of orix.
6. Dedicated and skilled pool of employees: According to the review of employee, the people of
this company are incredible have great team atmosphere and very friendly. Besides, broad to
explore to greenfield and brownfield exploration with ample opportunity for both field and
desktop work.
Cons:
1. Work will not get equal facilities: Equal facilities means that all people will be treated equally
or similarly and not disadvantaged by prejudices or bias. This means that the best person for a
job or a promotion is the person who earns that position based on qualifications, experience and
knowledge. Here, we see the orix typical a company which owner want you give 100% and
return give you 10% in return.
2. Workplace diversity: Diversity is about learning from each other regardless of our cultural
background and bringing those differences into the workplace to broaden experiences and
knowledge. Diversity includes not only race but gender, ethnicity, personality, age, education
and background. Orix have different diversity strategy. They only focus on about benefits of
work systems which is systematic by the founder. Sometimes employee disqualified for lack of
skills for the work.
2. Injustice with employees: Injustice caused by unfair employee treatment or unequal
distribution of pay these cause significant psychological distress among employees. In order to
avoid creating the feeling of injustice in the workplace, employers should consider creating clear
boundaries between different types of employees. For example, orix sometimes they do not
focus on basic salary and their employees different needs which is bad reputation for the
company.
3. Dissatifaction: The consequences of job dissatisfaction which obviously affect both the
employees and the organization. It may result in loss of motivation, lack of interest, frustration,
poor productivity, absenteeism and even high turnover rates. We can see, the employee faced
many problems here. For example – poor management system, lack of meaningful work.
Limited career growth, underpaid etc.
4. Unsuitable working environment: According to analysis orix ,it is responsible for low pay but
high demand for work, OT with little compensation, too many rules, punctual is everything,
never take consider the exception, no clear career path and small office.
5. Putting the right people at the right place: It is difficult to keep with the growing need of
experiences staff and with how the minning industry is now a vibrant community, there is
demand now service of orix. It is sometimes difficult to find the find the right person for a
position and orix works hard at finding the right employee to fit the company standard.