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Study of Employee Motivation in the Indian Information Technology(IT) Sector

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Introduction:
Motivation is defined as a person’s internal drive to act on situations and modify it to serve his own purposes which form the basis for all human development. It is primarily a psychological function the mechanics of which is very sparsely understood hence not completely controllable. This study attempts to increase this understanding to help managers control motivation affecting factors to increase shareholder value.
This report looks specifically at the information technology sector as this is one sector which is anachronistic to the rest of the India growth story and in other ways driving it. This sector is characterised by low IT penetration and spends by Indian industry on one end but a strong and vibrant sector serving global IT requirements using labour arbitrage as well as cost advantages from an excellent manpower base. This lends to unique problems in how to build a large manpower base to serve the global corporations, motivate and retain young professionals who know their worth in the global marketplace.
The author envisaged that a discernable relationship is possible to be detected and documented between key organizational attributes like respect for the individual, transparency, timeliness of rewards and other such factors, the degree of motivation and drive that the individual felt towards carrying out her responsibilities and the measures that managers and human resources professionals could take to control and positively influence these factors to attain organizational objectives.
All literature was studied to capture, understand and document the entire body of work by management theorists and human resource experts around motivation including McGregor, Maslow, Alderfer, Adams, Vroom, McClelland, and Herzberg. The first phase of primary research study design consisted of building hypotheses based on the secondary research conducted in earlier phases which showed the presence of around ten different motivational models all of which appear to be prima facie correct in espousing relationships between factors and motivation.
The second step consisted of building a questionnaire, which explored the relationship between these factors and motivation as captured in the hypotheses for testing. Also an essential part of the design were the assumptions governing the design which are validated and listed as limitations if they are out of line with what was found to be practiced therefore introducing a skew in the findings of the study. Responses from a variety of professionals across five IT organizations including MNC’s, large Indian IT companies and some from small and medium IT companies were collated and analyzed.
The conclusions mostly support the current understanding of motivation inducing practices but the author definitely sees room for incorporating a deeper understanding and insights obtained on some issues that HR managers in IT organizations grapple with on an ongoing basis.
In line with the intent of the study a list of organizations were identified who could be part of the study. Since the author of this study was conducting it on an informal basis based on personal relationships with people in the organizations the study was limited to one MNC organization – IBM, Two top tier Indian IT Companies Infosys and Wipro and three other Indian IT companies, which were smaller in size and scale or serving niche segments – HCL Technologies, Sasken Communications and Comviva.

Number of Pages of Project Report: 79
Package Includes: Project Report
Project Format: Document (.doc)

Table of Contents of Project Report:
1.0 Introduction
1.1 Rationale for the Study
1.1.1 Motivation Background
1.1.2 Current HR Issues
1.2 Objectives of the Study
1.3 Indian IT Industry Background
1.4 Project Plan & Methodology
2.0 Secondary Research
2.1 Theories of Motivation
2.1.1 Herzberg’s Two-Factor Theory
2.1.2 McClelland’s Need Theory
2.1.3 Maslow’s Need Hierarchy
2.1.4 Alderfer’s ERG Theory
2.1.5 Management By Objectives
2.1.6 Victor Vroom’s Expectancy Model
2.1.7 Reinforcement Theory
2.1.8 Adam’s Equity Theory
2.1.9 McGregor’s Theory X and Theory Y
2.1.10 Intrinsic Motivation Theory
2.2 Motivational Practices of IT Organizations in India
2.2.1 Wipro
2.2.2 Infosys
2.2.3 IBM
3.0 Primary Research
3.1 Design
3.1.1 Research Questions
3.1.2 Questionnaire
3.1.3 Coverage & Scope
3.1.4 Assumptions
3.2 Execution
3.2.1 Analysis & Findings
3.2.2 Limitations
4.0 Conclusions
5.0 Suggestions
6.0 Bibliography
7.0 Annexure I–Profile of Indian IT Companies selected as a part of this Study
7.1 Infosys Technologies
7.2 IBM India
7.3 Sasken
7.4 Comviva
7.5 Wipro Technologies
7.6 HCL Technologies


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