"Organisational Behaviour Anglia Ruskin UniversityAppendix 2:Sheng Siong’s staff related information (Sheng Siong, 2014)We value our workforce as much as our customers. We believe that by taking good care of ourstaff, they will be even more committed and productive at work. We show our care by offeringcomplimentary meal, Good Attendance Incentive and long service award. To celebrate, staffare awarded Sheng Siong vouchers in their birthday month and ang pows on their wedding. Inaddition, my brothers, Mr Lim Hock Chee, Mr Lim Hock Leng and I have, out of our ownpockets, given Education Grants in recent years, to our low-income workers with school-goingchildren. Such Education Grants can help ease the family burden and defray the cost as thechildren learn and progress. As a unionised company, we always follow the five guidingprinciples of fair employment practices as stated in the Tripartite Guiding Principles for FairEmployment Practices, namely, to:1. Recruit and select employees on the basis of merit (such as skills, experience or ability toperform the job), and regardless of age, race, gender, religion, family status or disability.2. Treat employees fairly and with respect and implement progressive human resourcemanagement systems.3. Provide employees with equal opportunity to be considered for training and developmentbased on their strengths and needs, to help them achieve their full potential.4. Reward employees fairly based on their ability, performance, contribution and experience.5. Abide by labour laws and adopt Tripartite Guidelines which promote fair employmentpractices.Extract from Annual report 2014: OPERATING EXPENSESAdministrative expenses increased by S$6.4 million in FY2014 compared with FY2013, mainlybecause of the increase in staff costs. The increase in staff costs came from salary adjustmentsas well as a higher provision for bonus arising from the improved financial performance ofthe Group in FY2014. The increase in bonus was in line with the increase in net profit. Rentalexpenses remained at about 2.7% of revenue, despite an overall increase of 3.2% in rentcompared with FY2013. Student ID: 1527042/19 Organisational Behaviour Anglia Ruskin UniversityAppendix 3: Various Leadership Theories (Burns, 1978; Mullins, 2013; Tannenbaum andSchmidt, 1958)Figure 5: Author’s work, 2016Student ID: 1527042/110 Organisational Behaviour Anglia Ruskin UniversityAppendix 4: Maslow hierarchy of needs (1943)Sheng Siong’s staffcurrent state ofmotivational levelFigure 6: Author’s work, 2016Based on appendix 1 and 2, Sheng Siong’s staff current state of motivational level would be atits highest level. Apart from free staff meals, the company also profits share its earnings withits employees through bonuses. The management seeks to develop all of their staff andupgrade their skills through training and development based on their strengths and needs, tohelp them achieve their full potential. The company also treat employees fairly and withrespect and implement progressive human resource management systems, as well asrecognizing deserving staff (Business Time, 2006).Student ID: 1527042/111 "