Summary and Conclusion

Previous blogs have been used to do a detail analysis on motivational thories applicability on information technology companies’ perspective. Tech companies being heavily dependent on motivated employees to provide innovative solutions to the customers and sustain in business, it was indicative that practical approach, motivate the employees is essential (Baddoo, Hall, and Jagielska, 2006).

Out of the factors affecting the motivation of the knowledge workers, flexible working, culture and values, recognition and learning opportunities were identified as critical, compared to money as a factor (Carleton, 2011). However, money factor is significant as well and reasonable compensation package is found mandatory to keep the employee moral up (Moran and Herr, 2015). Nevertheless, the money factor alone would not motivate a knowledge worker and the learning opportunities, career growth possibility, flexibility, and culture with diversity are vital on top of monetary benefits to create a passionate tech employee who delivers the required outcome to an information technology firm (Baddoo, Hall, and Jagielska, 2006).

Theory of Maslow’s needs was indicating that the IT industry worker is generally have a less concern on physiological needs as the high salary scales in IT sector is a norm that is satisfying the basic needs of human being automatically (Jerome, 2013). However, there the IT companies may struggle to attract employees without offering a competitive compensation packages as the employees with right skills always have the advantage of demand and opportunities (Verner et al., 2014).  Equally the safety needs are not much of a concern due to the secure and inclusive culture in most tech companies (Verner et al., 2014). The analysis was providing evidence on measures taken by tech companies such as team building events, flat management structure helping to create belongness to the group withing the employees of an organization (Jerome, 2013).  Employee recognition with peer voting, identifying great contributors with special titles such as Microsoft Most Valuable Professionals are innovative approaches used by tech companies to satisfy the self-esteem needs of employees (Cao et al., 2013). However, Verner et al. (2014) say, the top most level in the needs hierarchy of Maslow the self-actualization is the hardest for the human resource management to handle in a tech company with a diverse set of employees. Flexibility in career path change may somewhat supportive to an individual in an IT company to reach one’s self-actualization, however, the reality is even for an individual realizing what is meant for him is a tough ask (Cao et al., 2013).

In the information technology industry, the agile practices and principals adapted are indicating the application of Locke’s goal setting, in an innovative way (Hamid, Sengupta and Swett, 1999). Usage of user stories break down the larger goals of customer requirement into measurable and achievable, smart goals is significant application of goal setting in software development practices (Tohidi, 2011). It was evident that the tool usage in tech companies to monitor work progress effectively helps feedback aspect of goal setting which helps to take necessary corrective actions on time (Tohidi, 2011). The work itself in the industry is complex and challenging to keep the employees motivated and strive for the achievements (Cao et al., 2013).

It was identified that the expectancy, instrumentality and valence described by the Croom’s expectancy theory can be applied to make the IT company employees motivated (Ahmed et al., 2017). As expectancy variable demands the clear identification of the job, having necessary experience and skills to deliver the job is key to keep employees engaged in the work actively (Banerjee, 2018). However, Banerjee (2018) says, evidence was found that some tech companies are not clearly identifying client requirements may cause demotivation to the workers as the clarity of the job to be done is not sufficient. Visibility of information on the getting the desired benefits if job is performed well is discussed with the instrumentality variable and the tech industry has adapted measures using transparent performance appraisal procedures (Ahmed et al., 2017). As per the valence variable whether the employees value the benefits is continuously monitored by the leadership of tech companies and there are well mixed set of benefits provided to employees to keep most of them satisfied (Ahmed et al., 2017). However, it is evident that some of the employees may not value the benefits in a given firm and may look for another organization, which has the outcomes valued by the individual (Banerjee, 2018).

Compared to the colleagues whether an individual employee is happy with the outcome he/she gets for the inputs given to the organization is a key factor for motivation for the employees (Souza, 2014). The tech companies adapting slabs of salary scales and equal benefit packages to all employees assure the individual employees that the treatment from the organization is fair towards oneself (Souza, 2014). Encouraging team work and getting the benefits as teams make the knowledge workers to think the fairness in work environment (Tohidi, 2011). However, Souza (2014) argues, at times some individual may need to be provided with special benefits, to keep them in the organization, due to the special skills and dependencies organization might have on such individuals, may demotivate the other team members in IT firms.

With all the above theory-based analysis, the evidence clearly indicates that motivational thories are highly applicable to the information technology companies. The nature of tech companies demands enthusiastic and passionate workers to develop innovative solutions to client requirements (Tohidi, 2011). Hence, the motivation is essential in the employees for the success of the business of information technology firms (Souza, 2014). Therefore, it can be concluded that the motivation of the intelligent workforce is a key, vital aspect which must be addressed by human resource management and leadership of tech companies innovatively, to assure long term success in the trade and to gain competitive advantage (Souza, 2014).

List of References

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Baddoo, N., Hall, T and Jagielska, D. (2006) Software Developer Motivation in a High Maturity Company: a Case Study. Software Process Improvement and Practice, 11(1), pp.219-228.

Banerjee, A. (2018) Relationship between Employees Motivation & Turnover Intention in Information Technology Sector. International Journal for Scientific Research & Development, 6(9), pp. 183-191.

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Tohidi, H. (2011) Teamwork productivity & effectiveness in an organization base on rewards, leadership, training, goals, wage, size, motivation, measurement and information technology. Procedia Computer Science, 3(1), pp.1137-1146.

Verner, J. M., Babar, M. A., Cerpa, N., Hall, T and Beecham, S. (2014) Factors that motivate software engineering teams: A four country empirical study. The Journal of Systems and Software, 92(1), pp.115-127.