Analysis of Motivational Factors in IT

Motivational factors drive the behaviors of individuals to take actions, to accomplish a goal or a target and feel of achievement and work itself can be, influences of motivation for a person (Nikou and Economides, 2017). A person’s autonomy, advancement in career, personal growth, or the recognition received may act as factors of motivation, to initiate positive behavior in oneself towards the work as per Kantek, Yildirim and Kavla  (2015) and they further describe that the responsibility given to an individual may motivate to take steps to accomplish the assigned goals, as an influence that comes within oneself. Motivational factors are considered as intrinsic behaviors and may not necessarily be the drives due to the situations in the surrounding environment (Nikou and Economides, 2017). However, Kantek, Yildirim and Kavla (2015) argues, that there can be circumstances people might be motivated by the influences, of situations in their work environment, or in the personal life states occurred due to family matters.

Monetary Benefits

The wealth of a person is an integral requirement to assure the quality lifestyle in the modern world, where most essentials can only be obtained, if one is having enough money to spend on the necessities according to Moran, N and Herr, P. (2015). Hence, any employee working in any industry would look for a reasonable compensation package to meet all the possible basic needs in life (Kantek, Yildirim and Kavla, 2015). However, Al-Alawi (2005) says, an information technology employee may expect more quality life style, due to the need of maintaining the professional status quo. Therefore, the monetary benefits received from the employment may act as a major motivational influence for the information technology sector employee’s motivation to productively execute the job functions (Al-Alawi, 2005). However, the compensation alone is not a factor which makes the tech employee satisfied or motivated, since the several other factors, such as workplace culture, flexibility in work times, diversity, recognition and opportunity to learn are factors, which play a major role in influencing tech employees to be productive (Sanyala and Biswas, 2014).

Culture and Values

Intelligent workers expect their work environment to be friendly and harassment free, due to the reason that the modern intellectual employees are not working for survival, or to maintain status any longer, rather these knowledge workers seek quality of life even in the workplace, as per Al-Alawi (2005). It is evident that the companies with great culture and values can gain the trust of the employees, attract new talents from the job market and capable of retaining the best of the employees who are delivering the largest and valuable contributions to the business of the company (Carleton, 2011). Further, the employers who are gathering feedback from the employees, in the process of adapting a best fitting human resource culture in the organization, manage to resonate the core values of the organization, with workers in building the company culture where the knowledge workers are kept motivated to dedicate and be committed in the work (Carleton, 2011).

Flexible Working

Flexibility in working hours are possible with tech companies as most of the operations are digitized as per Carleton (2011). Working smart in sustainable phase is a key factor in assuring the tech employees are kept motivated at the tasks according to Al-Alawi (2005). Keeping the work life balance is essential for knowledge workers in information technology industry, since the mind of such employees must be stress free and should be motivated to produce innovative solutions (Carleton, 2011). Hence, the flexibility in the work times encouraged in tech companies, which would result in more dedicated employees (Al-Alawi, 2005).

Diversity and Inclusion

It is vital to provide equal opportunity to all the workers regardless of the race, religion, disabilities, gender or sexual orientation, in order to make the employees feel safe in sharing the genuine thoughts and ideas on the work, which is essential for information technology workers who are providing innovative services to the clients of the business (Horwitz, Heng and Quazi, 2003). Gender diversity and providing equal pay scale based on skills regardless of gender is considered a key need in tech companies (Carleton, 2011). The assessment of skills in a transparent and visible manner, from the recruitment to annual performance reviews, must reflect the fair and equal treatment to all ethnics, genders and for even differently abled people in tech industry, so that the employees are motivated to strive for the company goals as per Horwitz, Heng and Quazi (2003).

Recognition

Feel of lack of appreciation can result in demotivated employees, in any business sector, as described by Al-Alawi (2005), and he further states lack of appreciation would result in key employees leaving the organizations at times. The knowledge workers especially seek the due appreciation from the leaders, towards the innovative work delivered to the information technology solutions and services (Al-Alawi, 2005). The recognition from the employer fills the mind of tech employees with the feeling of accomplishment and self-appreciation that motivate them to dedicate more to the innovative work that needs to be done (Horwitz, Heng and Quazi, 2003).

Learning and Development

The organization’s investment of time and money for the skill development of the employees signify that the employees are a matter to the business of the organization and the company is appreciative of the employees (Carleton, 2011). On the other hand, knowledge workers in tech industry required to continuously build their skills, with necessary training to ensure the capabilities are there to deliver the innovative solutions needed by the client of the business (Horwitz, Heng and Quazi, 2003). Therefore, it is vital for tech companies to invest on employee skill development, to motivate, retain and get the productive work done from the employees according to Al-Alawi (2005).

It is evident that, modern society seek for the quality of life especially intelligent knowledge workers, would be motivated only when all aspects life is in fulfillment (Kantek, Yildirim and Kavla, 2015). Hence, tech companies have to invest not only on compensation, but on skill development, diversity, building a better culture and values as descried by Carleton (2011), and he further states, that it is required to give the due recognition to employees to keep them motivated.

List of References

Al-Alawi, A. I. (2005) Motivating Factors on Information Technology Employees in Bahrain Hotel Industry. Issues in Information Systems, 1(2), pp.224-230.

Carleton, K. (2011) How to Motivate and Retain Knowledge Workers in Organizations: A Review of the Literature. International Journal of Management, 28(2), pp.224-230.

Horwitz, F. M., Heng, C. T and Quazi, H. A. (2003) Finders, keepers? Attracting, motivating and retaining knowledge workers. Human Resource Management Journal, 13(4), pp.23-44.

Kantek, F., Yildirim, N and Kavla, I. (2015) Nurses’ perceptions of motivational factors: a case study in a Turkish university hospital. Journal of Nursing Management, 23(1), pp.674-681.

Moran, N and Herr, P. (2015) The Motivating Power of Money: Understanding Money’s Unique Effect on Motivation. Advances in Consumer Research, 43(1), pp.641-642.

Nikou, S. A. and Economides, A. A. (2017) Mobile-Based Assessment: Integrating acceptance and motivational factors into a combined model of Self-Determination Theory and Technology Acceptance. Computers in Human Behavior, 68(1), pp.83-95.

Sanyala, M. K and Biswas, S. B. (2014) Employee Motivation from Performance Appraisal Implications: Test of a theory in the Software Industry in West Bengal (India). Procedia Economics and Finance, 11(1), pp.182-196.