Job Security And Motivation Of Employees

hypothecate credential And Motivation Of EmployeesIn cypheration Technology is the acquisition, processing, storage and scattering of vocal, pictorial, textual and numerical run intoing by a microelectronics-based combination of reckon and telecommunications. The term in its modern sense first appe atomic number 18d in a 1958 article published in the Harvard Business Review, in which authors Leavitt and Whisler commented that the hot design does non yet convey a single established name. We sh on the whole beseech it information applied science (IT).IT is the empyrean of managing technology and spans full(a) variety of aras that take but are not limited to things such as processes, computing device software, information schemas, computer hardware, programming languages, and entropy constructs. In short, distributivelything that renders data, information or perceived knowledge in any visual format whatsoever, via any multimedia distribution mechanism, is considere d scatter of the IT domain. IT provides businesses with four sets of core service to suspensor execute the business strategy business process automation, providing information, connecting with customers, and productivity tools.IT professionals execute a variety of functions (IT Disciplines/Competencies) that ranges from installing applications to designing complex computer net field of cultivations and information databases. A few of the duties that IT professionals perform whitethorn include data focalise, net running(a)s, engineering computer hardware, database and software design, as well up as management and garbage disposal of entire systems. Information technology is starting to spread further than the formulaic personal computer and network technologies, and much into integrations of opposite technologies such as the use of cell phones, televisions, automobiles, and more, which is increasing the demand for such put-ons.In the late aside, the Accreditation Boa rd for Engineering and Technology and the Association for Computing Machinery corroborate collaborated to form accreditation and curriculum standards for degrees in Information Technology as a translucent field of study as compared to Computer Science and Information Systems today. SIGITE (Special chase Group for IT Education) is the ACM running(a) group for defining these standards. The Worldwide IT services revenue enhancement totaled $763 billion in 2009.DOMAIN OF THE IT INDUSTRYA wide variety of services come under the domain of the information technology application.Systems architectureDatabase design and developmentNetworkingApplication developmentTesting musical accompanimentMaintenance and hostingOperational take forSecurity servicesGROWTH electromotive forceThe strong demand for electronic hardware and software in India has been fuelled by a variety of drivers including the elevated gain rate of the thriftiness, emergence of a vast home(prenominal) market cateri ng to the new generation of new-fangled consumers, a thriving middleclass populace with increasing disposable incomes and a relatively low-cost work force having advanced technical skills.Indeed, the G overnment has withal identified harvest-home of this celestial sphere as a thrust area as in that location remains great expectation for signifi flush toilett growth given the fairly low addresss of penetration of technology among the 1.1 billion populations on that point were nevertheless 60 million Internet users in 2009, 7 million DVD players and personal computers were sold in 2008-09, and 11 million new mobile subscribers were added every month in the same come oncome. In this scenario there is now a big opportunity to step up the toil to gain higher globose address besides meeting the domestic demands.The Indian IT heavens has likewise built a strong report for its high standards of software development ability, service quality and information pledge in the foreign market- which has been acknowledged world-widely and has helped enhance buyer confidence. The industry continues its drive to set ball-shaped benchmarks in quality and information tribute through a combination of provider and industry-level initiatives and lastingnessening the overall frameworks, creating great awareness and facilitating wider adoption of standards and best practices.FUTURE OF INDIAN IT INDUSTRYThe Indian IT celestial sphere persists to be one of the flourishing sectors of Indian financial system indicating a speedy expansion in the coming years. As per NASSCOM, the Indian IT exports are anticipated to attain US$ 175 billion by 2020 out of which the domestic sector giveing account for US$ 50 billion in earnings.In total the export and domestic IT sector are expect to attain profits amounting to US$ 225 billion along with new prospects from BRIC nations and Japan for its outsourcing operations.The industry is likely to continue growing from strength t o strength, as local players incorporate best in class practices from world(prenominal) counterparts whilst retaining their edge in terms of deject cost of labor and think governmental enthronizations.New graduates with degrees in related fields such as electrical engineering and computer science can hope to r for each one out significant professional growth and a healthy remuneration from companies looking for to hire the best talent available, given the high proportion that collapse to pursue works in this sector overseas.IT professionals perform a variety of duties ranging from data management, networking, engineering computer hardware, database and software design, to the management and Administration of entire system. With the already high penetration of conventional personal computer and network technology, join with the growing convergence of information.In order to perform the complex functions collectful of information technology departments today, the modern Inf ormation Technology Department would use computers, servers, database and cryptography. The department would be made up of several System Administrators, Database Administrators and at least one Information Technology Manager. The group ordinarily reports to the question Information Officer (CIO).FEATURES OF THE IT INDUSTRY AT A GLANCEEconomies of scale for the information technology industry are high. The marginal cost of each unit of additional software or hardware is insignificant compared to the treasure addition that results from it.Unlike early(a)wise common industries, the IT industry is knowledge-based.Efficient function of skilled labor forces in the IT sector can help an thrift chance on a rapid pace of stinting growth.Adversely wedged by the recent rupee-dollar volatility and the slowd make in the global economy, the IT sector is treading cautiously on salary rewards. Therefore study of influence of the global crisis on employees is crucial.Introduction to mult ivariatesIndependent unsettledGlobal CrisisDependent variable military control SecurityMotivationGlobal CrisisSince 2007, nations around the world experienced a series of major economical and financial problems. The events began with the financial crisis of 2007-2008, considered by some economists to be the worst financial crisis since the Great Depression of the 1930s. The 2008-09 global meltdown was a fallout of corporate greed, malpractices and lack of government control. lingos and companies collapsed for their own fault. While the band-aid came in the form of government bail-outs or, in simple terms, socializing private losses, one has to bear in mind that we are no longer looking at the prospect of failing companies or banks It resulted in the threat of total collapse of large financial institutions, the bailout of banks by matter governments, and downturns in stock markets around the world. In many areas, the housing market to a fault suffered, resulting in evictions, f oreclosures and prolonged un practice session. The crisis played a significant authority in the failure of key businesses, declines in consumer wealth estimated in trillions of US dollars, and a downturn in economic activity go throughing to the 2008-2012 global recession and contributing to the European sovereign-debt crisis.Job tributeJob aegis system is the probability that an soul leave behind keep his or her telephone line and high level of agate line auspices measure is such that a person with the job would live a small chance of becoming unemployed.There are several factors which affect job security such as economy, frequent business marks, and the individuals personal skills. It has been found that people sustain more job security in times of economic expansion and less in times of a recession. Also, some honors (such as the Civil Rights Act of 1964) embellish job security by making it illegal to fire employees for certain reasons. Unemployment rate is a g ood indicator of job security and the produce of the economy and is tracked by economists, government officials, and banks. Typically, government jobs and jobs in education, healthcare and law enforcement are considered very secure while private sector jobs are generally believed to offer lower job security and it usually varies by industry, location, occupation and other factors. Personal factors such as education, work experience, job functional area, work industry, work location, etc., play an important causa in determining the need for an individuals services, and invasions their personal job security. Since job security depends on having the necessary skills and experience that are in demand by employers, which in turn depend on the prevailing economic condition and business environment, individuals whose services are in demand by employers will tend to enjoy higher job security.To some extent, job security also varies by employment laws of each country. A worker in Contin ental Europe, if asked most his job security, would reply by naming the type of statutory employment contract he has, ranging from temporary (no job security) to doubtful (virtually equivalent to tenure in US universities but across the completely economy). However, peoples job security eventually depends on whether they are employable or not, and if businesses have a need for their skills or not, so although employment laws can offer some relief and hedge from unemployment risk, they only have a marginal contribution to job security of individuals. Individuals need to have the proper(a) skill set to have good job security.Job security index is a measure of job conditions. Developed by Scorelogix, Job Security Index is represents how economic factors, internet and computers, international trade and competition,outsourcing, off-shoring, job migration, etc., are impacting the demand and supply of employment. A higher Job Security Index for a region, such as a ZIP code, county or m etropolitan statistical area (MSA), indicates that people in that region have a advance opportunity of finding jobs and remaining employed. A lower Job Security Index for a ZIP or county agent that job are relatively difficult to find and keep. Typically, cities and counties that have a larger concentration of government jobs or education related jobs have a higher Job Security Index values as these jobs are less wedge by the economy.MotivationThe processes that account for an individuals intensity, concern, and intentness of enterprise toward attaining a goal -specifically, an organizational goal. Three key elements brashness how hard a person triesDirection effort that is channelled toward, and consistent with, organizational goalsPersistence how long a person can maintain effort Motivation is an individual internal process that energizes, directs, and sustains demeanor and acts as a personal force that causes us to behave in a particular proposition way.Classical theori es of needMaslows hierarchy of of necessity surmisalAbraham Maslow is well far-famed for proposing the Hierarchy of Needs scheme in 1943. This system is a unmingled depiction of humankind pauperization. This possibleness is based on the assumption that there is a hierarchy of five postulate within each individual. The unavoidableness of these unavoidably varies. These five needs are as follows-Physiological needs- These are the basic needs of air, water, food, clothing and shelter. In other words, physiologic needs are the needs for basic amenities of life.Safety needs- Safety needs include physical, environmental and emotional safety and shield. For instance- Job security, financial security, protection from animals, family security, health security, etc.Social needs- Social needs include the need for love, affection, care, belongingness, and friendship.Esteem needs- self- respect, confidence, competence, feat ,freedom, recognition, power, status, attention and admir ationSelf-actualization need- This include the urge to give way what you are capable of becoming / what you have the potential to become. It includes the need for growth and self-contentmentAccording to Maslow, individuals are moved by unsatisfied needs. As each of these needs is significantly satisfied, it drives and forces the next need to emerge.Herzbergs Two Factor scheme of MotivationIn 1959, Frederick Herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory. According to Herzberg, there are some job factors that result in rejoicing while there are other job factors that hold dis triumph. According to Herzberg, the opposite of Satisfaction is No satisfaction and the opposite of Dissatisfaction is No Dissatisfaction.Hygiene factors are those job factors which are essential for existence of pauperization at workplace. These do not lead to positive satisfaction for long-term. simply if these factors are absent / if these factors are non -existent at workplace, then they lead to dissatisfaction.It includes abide , conjunction policies,fringe benefits etc.Motivation factors According to Herzberg, the hygiene factors cannot be regarded as motivators. The needal factors yield positive satisfaction. These factors are inherent to work. These factors motivate the employees for a well-made instruction execution. These factors are called satisfiers. It includes Recognition, sense of achievement, growth etc.Theory X and Theory YIn 1960, Douglas McGregor formulated Theory X and Theory Y suggesting two aspects of human behaviour at work, or in other words, two different views of individuals (employees) one of which is negative, called as Theory X and the other is positive, so called as Theory Y. According to McGregor, the perception of managers on the temper of individuals is based on versatile assumptions.Assumptions of Theory XAn average employee as such does not like work and tries to escape it whenever possible.Since the employee does not want to work, he moldiness be persuaded, compelled, or warned with punishment so as to achieve organizational goals. A close supervision is required on part of managers. The managers adopt a more dictatorial style.Many employees rank job security on top, and they have little or no ingestion/ ambition.Employees generally dislike responsibilities.Employees resist change.An average employee needs formal directionAssumptions of Theory YEmployees can perceive their job as relaxing and normal. They exercise their physical and mental efforts in an inherent manner in their jobs.Employees may not require only threat, external control and compulsion to work, but they can use self-direction and self-control if they are give and sincere to achieve the organizational objectives.If the job is rewarding and satisfying, then it will result in employees loyalty and commitment to organization.An average employee can gyp to admit and recognize the responsibility. In fact, he can even learn to obtain responsibility.The employees have skills and capabilities. Their logical capabilities should be fully utilized. In other words, the creativity, resourcefulness and innovative potentiality of the employees can be utilized to solve organizational problems.Thus, we can say that Theory X presents a negative view of employees nature and behaviour at work, while Theory Y presents an optimistic view of the employees nature and behaviour at work neo theories of pauperismERG theory of motivationTo bring Maslows need hierarchy theory of motivation in synchronization with empirical research, Clayton Alderfer redefined it in his own terms. His redo is called as ERG theory of motivation. He recategorized Maslows hierarchy of needs into three simpler and broader classes of needsExistence needs- These include need for basic material necessities. In short, it includes an individuals physiological and physical safety needs.Relatedness needs- These include the aspiration individuals have for maintaining significant social bloods (be it with family, peers or superiors), getting public fame and recognition. Maslows social needs and external element of wish needs fall under this class of need.Growth needs- These include need for self-development and personal growth and advancement. Maslows self-actualization needs and intrinsic component of esteem needs fall under this category of need.McClellands theory of motivationDavid McClelland and his associates proposed McClellands theory of Needs / Achievement Motivation Theory. This theory states that human behaviour is affect by three needs Need for Power, Achievement and Affiliation. Need for achievement is the urge to excel, to accomplish in relation to a set of standards, to contend to achieve success. Need for power is the desire to influence other individuals behaviour as per your wish. In other words, it is the desire to have control over others and to be influential. Need for affiliationis a ne ed for open and sociable social kinds. In other words, it is a desire for relationship based on co-operation and mutual understanding.Goal setting theoryIn 1960s, Edwin Locke put frontward the Goal-setting theory of motivation. This theory states that goal setting is essentially linked to travail operation. It states that specific and challenging goals along with appropriate feed stake contribute to higher and separate task performance. In simple words, goals indicate and give direction to an employee close to what needs to be done and how frequently efforts are required to be put in.Reinforcement theoryReinforcement theory of motivation was proposed by BF Sk home(a) and his associates. It states that individuals behaviour is a function of its consequences. It is based on law of effect, i.e, individuals behaviour with positive consequences tends to be repeated, but individuals behaviour with negative consequences tends not to be repeated.Reinforcement theory of motivation ov erlooks the internal state of individual, i.e., the inner feelings and drives of individuals are ignored by Skinner. This theory focuses totally on what happens to an individual when he takes some action. Thus, according to Skinner, the external environment of the organization must be designed effectively and positively so as to motivate the employee. This theory is a strong tool for analyzing controlling mechanism for individuals behaviour. However, it does not focus on the causes of individuals behaviour. Reinforcement theory explains in detail how an individual learns behaviour. Managers who are making crusade to motivate the employees must ensure that they do not reward all employees simultaneously. They must tell the employees what they are not doing correct. They must tell the employees how they can achieve positive reinforcement.Equity theory of motivationThe core of the equity theory is the principle of balance or equity. As per this motivation theory, an individuals motiva tion level is correlated to his perception of equity, legality and justice practiced by the management. Higher is individuals perception of fairness, greater is the motivation level and vice versa. While evaluating fairness, employee compares the job input (in terms of contribution) to proceeds (in terms of compensation) and also compares the same with that of another peer of equal cadre/category. D/I ratio (output-input ratio) is used to make such a comparison.Assumptions of TheoryThe theory demonstrates that the individuals are concerned both with their own rewards and also with what others get in their comparison.Employees expect a fair and equitable legislate for their contribution to their jobs.Employees break up what their equitable return should be after analyze their inputs and outcomes with those of their colleagues.Employees who perceive themselves as organism in an inequitable scenario will attempt to reduce the inequity either by distorting inputs and/or outcomes p sychologically, by presently altering inputs and/or outputs, or by quitting the organization. presentiment theory of motivationThe expectancy theory was proposed by Victor Vroom of Yale School of circumspection in 1964. Vroom stresses and focuses on outcomes, and not on needs different Maslow and Herzberg. The theory states that the intensity of a tendency to perform in a particular manner is dependent on the intensity of an expectation that the performance will be followed by a definite outcome and on the appeal of the outcome to the individual.The foreboding theory states that employees motivation is an outcome of how much an individual wants a reward (Valence), the assessment that the likeliness that the effort will lead to expected performance (Expectancy) and the belief that the performance will lead to reward (Instrumentality). In short,Valence is the significance associated by an individual about the expected outcome. It is an expected and not the actual satisfaction tha t an employee expects to receive after achieving the goals. Expectancy is the faith that better efforts will result in better performance. Expectancy is influenced by factors such as possession of appropriate skills for performing the job, accessibility of right resources, availability of crucial information and getting the required support for completing the job. The theory concentrates on the following three relationaships-Effort-performance relationship What is the likelihood that the individuals effort be recognized in his performance appraisal?Performance-reward relationship It talks about the extent to which the employee believes that getting a good performance appraisal leads to organizational rewards.Rewards-personal goals relationship It is all about the attractiveness or appeal of the potential reward to the individual.Vroom was of view that employees consciously decide whether to perform or not at the job. This decision solely depended on the employees motivation level w hich in turn depends on three factors of expectancy, valency and instrumentality.Chapter 2Review of LiteratureLubna Rizvi D/O Dr Javed1* Khawaja Atif Siddiqui, 2012The paper tells about the relationship of Motivation with organization climate, engagement, and job security in a service organization, where it is going through rightsizing. It study finds out as to how employees working in the organization perceive it and how much they feel connected to it. The level of competition in the media industry has intensified in recent years, set by several factors such as the decline in rest home wealth, rising unemployment, rapid globalization, unclear economic picture. Viewers have also become extremely conscious, especially as other channels have come in the market with lot of good programming. In this scenario the aim of the organization is simply to grab as much market share as possible and that can only be done by giving attractive programming to viewers. Target will be achieved if th e employees working in the organization are productive which can only be achieved if they are motivated. The focus is to examine the employee Motivation in relation to employee commitment, gloss and job security. The climate of the organisation and the level of employee engagement also affects the motivation level of employees.Fatimah, O.1, Noraishah, D.2, Nasir, R.1 Khairuddin, R.1(2012)Economic instability around the world has resulted in many organizations having to lay off workers and also shutdown to save their business. This economic transmission line and stress have impact on the workers job satisfaction and well being through job insecurity. This paper examine the moderating do of employment security on job security and job satisfaction and well being among workers in the banking sectors and manufacturing sectors who were most alter by the economic downturn. Participants were 600 workers of which 200 represented the workers who work in the bank, 200 in electronic indust ry and 200 in textile industry. They were randomly selected to participate in the research. A set of questionnaire comprising of Employment Security Scale, Job Security Scale, Job Satisfaction Scale and Well-Being Scale were used to measure the variables. Results from the septuple regression analysis showed that employment security did not moderate the relationship between job security and job satisfaction and well being of workers. However, job security had a direct relationship with job satisfaction and well being of workers .Thus, result from this study implicated that it was not the employment security that worried the workers but the security of their job that they were holding that impacted on their job satisfaction and well-being.Impact of recession on Indian economyET bureau Aug 8, 2011The recession started in US has touched the boundaries of india. India is cladding the position of recession as globalisation showing its negative scenario. It is a anatomy wherein rupee de preciates, cash crunches, money market retardent, inflation rises. During this period it is difficult to get money from the pockets of individuals. If the producer starts reducing the price of the trade good believing that the customers will buy it, it can happen only when he cuts the cost of production. Cost cutting means reduction in variable cost. As the price of steel ,iron , equipments , machinery are touching sky , the only option left to reduce the cost is by reducing the employees. and then people fear job security. In the fear of job security people are generally shifting their purchasing.Mehri, iqbal, hekmat, ishak,2011To achieve the competitive benefit in the current changing and dynamic environment satisfied human capital has become a strategically very important for the organizations. During the past decade the financial crises has shattered the economic stability of different economies all over the world. A phenomenal change has been witnessed in the banking indust ry of Iran in recent years, due to the liberal reforms executed by the Central Bank of Iran and the effective restructuring of banks. This research demonstrates how a global financial crisis has recently affected the occupational and skill profiles of job in banking industry of Iran.Global economy woes force local workforce off for National Statistics(2009)Global economic firms have started to cut job in India as the economy worsens and chances of crisis in the western world aims business outlook forcing companies to scrap funds superlative and MA plans. More than 200 have been laid of in investment banking. The Asian crisis of 1997 led to many including Dresdner and Societe General to close leaving lashings countless. Decade later subprime crisis forced many such as Merrill and quotation Suisse to reduce headcounts. The European crisis has just started to impact. HSBC which planned to eliminate 30000 jobs worldwide has told great hundred employees to search for new jobs, sacked 12 employees from executive positions from small and midium surface enterprise while Credit Suisse ,the second biggest swiss financial services has already aid more than 14 people from India wealth management teamA study on facets of HR during slowdown phaseRam Anand , Sr. Faculty ,IPE, HyderabadHr departments of Indian organisations have face up many issues in managing people during the slowdown phase. The role of HR and HR interventions administered in organisations during this phase served as an opportunity to survive and face the slowdown is the premise is studied in this paper. The comprehensive view on the various HR interventions during the downturn ensures an understanding of the HR strategies adopted by the organisations to master the slowdown phase. The intent of the paper is to provide a template for organisations to focus on HR interventions during slowdown phases which may occur in future. These strategies further the organisations during the slowdown phase.Randall , Oct 2008Many businesses have frozen wages and many have cut wages by as much as 10%. As the economy has started recovering, organisations income statements may be starting to look decent. only what would they look like with previous pay levels restored is the question. With unemployment around 10% ,employees memory board hasnt been much of an issue but that wont last forever so it may be prudent to begin restoring compensation sooner quite an than later, especially for key employees. During the meltdown some businesses eliminated entire job functions from overheads. Those cuts may not be sustainable in the growing economy, so a decision must be made. Many businesses hav deferred maintanence on buildings and equipments and cut back on employee training. Organisations cant afford to let important physical and human assest deteriorate.Tih Koon Tan, 2008By using a sample of 277 firms from eight East Asian economies, the relationship betweenfinancial trouble and firm performance du ring the Asian Financial Crisis of 1997-1998 wastested. The crisis provides an exogenous shock which reduces the endogeneity issues betweenfirm performance and leverage. The results from this study reaffirm that firms with low financial leverage tend to perform better than firms with high financial leverage. Additionally, the crisis magnifies the negative relationship between financial distress and firm performance. High leverage firms experience worse performance during a crisis. Limitation of the study is that the sample contains firms from eight countries. For those countries with an adequate number of firms, a separate study to analyze the individual country to provide more insights on what might be driving the results is planned.Chapter 3 research methodologyProblem statementThe research will be conducted to find out the impact of financial crisis on job security and motivation of employees working in the IT companies in Bangalore. The existing literature supports the view tha t the sensitivity of employee motivation and job security level magnifies during financial crisis.This study is important to company employees as it will show how the financial crises can disturb their jobs.Research designBased on different views of authors and literature review a conceptual framework was developed which determined the association between the impact of global crisis , job motivation and job security by a questionnaire. Correlation and Regression analysis was used to support the above model. physical objectTo study the relationship bet