Scribd
Upload
25 views4 pages

OB Term Project Problems

The document outlines several challenges faced by an organization called TCS due to employees working from home during the COVID-19 pandemic, including creating performance evaluations, sharing work across country sites, shifting employees to different teams, conducting virtual training, and maintaining employee motivation. It then proposes using motivation theories like Herzberg's theory and goal-setting theory to address these issues through recognition, setting specific and achievable goals, and providing rewards and feedback. Managers are encouraged to adopt a Theory Y approach to understand employee needs and maintain motivation.

Uploaded by

Ambuj Priyadarshi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
25 views4 pages

OB Term Project Problems

The document outlines several challenges faced by an organization called TCS due to employees working from home during the COVID-19 pandemic, including creating performance evaluations, sharing work across country sites, shifting employees to different teams, conducting virtual training, and maintaining employee motivation. It then proposes using motivation theories like Herzberg's theory and goal-setting theory to address these issues through recognition, setting specific and achievable goals, and providing rewards and feedback. Managers are encouraged to adopt a Theory Y approach to understand employee needs and maintain motivation.

Uploaded by

Ambuj Priyadarshi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 4

OB Term Project

Problems

1. Creating an Evaluation Criteria when people are working from home


Currently TCS adheres to yearly performance evaluation where a goal-sheet is
provided to employees 1-2 months before March. Employee then fills it up and
submits it to respective team lead. We are proposing a continuous evaluation method,
where short term and yearly goals will be shared and discussed with employee and
will be monitored time to time. This way, work efficiency will increase and
performance evaluation will get simpler.

2. The work in ECM is the same for all the three countries except some standards
are being followed by the USA, Netherlands, and the Czech Republic has almost
the same in terms of work. Associates who are working for the different sites
possess respective credentials according to the client location. Due to health
issues some days there will be a shortage of resources at a particular site, then
sharing of the work won’t be possible among other site associates due to
restriction by clients.
Understanding security concerns and protocols by client and try to come up with a
uniform logging systems, also feasibility with Virtual Machines can be checked and
this system can be implemented.

3. Due to the COVID situation in the Netherlands, the plant was completely shut
down due to lockdown, associates who are supporting that site has very less
work. With the shutdown of the plant, the client is focused more on the R&D
design part. The load is more on the R&D team.
Some of the employees can be shifted to R&D teams, managers can motivate
empower some of the employees to be experts. This way employees will get
challenges, they will feel they are contributing to a higher level. Job satisfaction will
be more resulting into better performance.
4. Training associates according to the work requirements in the virtual is a new
thing and we are having challenges here.
Conducting seminars for subject matter experts or facilitators to impart knowledge
virtually in more efficient way. Access to virtual training where problems by new
comers will be resolved in a one to one manner
5. The flexibility of working hours, things, and conditions in the office are different
whereas at home is different. As most of our works are interdependent, flexible
working hours making an impact on deliverables within the deadline, after
considering this situation we cannot forcefully ask associates to maintain the
proper working hours schedule in these tough times, Sriram felt it is not ethically
correct.
Priority based scheduling to effectively manage progress of the project

6. As Covid-19 positive cases have been increasing in India day by day, how to
maintain project planning if employees or their family member tests positive
Empathising, understanding the problems so that in long run employees will be more
dedicated and self- motivated towards work. Resource management framework to
handle such situations.

7. How to improve moral and positivity in work environment? How to maintain


connectivity with co-workers?
Managers can arrange Yoga, fitness sessions for positivity and health aspects. Weekly
or monthly fun interactive sessions like Virtual Fun Friday can be arranged by HRs to
improve connectivity.

1. Problem Statement
2. Alternatives and analysis
3. OB Theories
Ambuj
4. Implementations and Contingency
Goutam and Akanksha

Source: https://www.paychex.com/articles/human-resources/boosting-employee-
motivation

TCS contains a good mix of various personality types of employees. To motivate


them we have first categorized them based on Hollands typology of personality :

 Social – Such employees are friendly, social, cooperative, and understanding. Due to
COVID-19, they have been confined to their home as a workplace. This is opposite to
their nature of mingling, chatting over a cup of coffee, eating lunch as a group, or
some badminton in leisure time.
 Realistic – Such employees understand the “new normal”. But are not fully adjusted
to it. They understand the complexities of the situation and want help from the
management in coping up with the new challenges arising every day.
 Conventional – Such employees are long time workers who are used to going to the
office following the routine doing their part as and when instructed and coming back
home. For them, home and office are two non-intersecting sets. They are
uncomfortable with the new office at home culture. Also, the flexi-time of working
anytime is having a mental and physical toll on them.
 Artistic -Such employees are imaginative and emotional. They need other employees
to share their emotions and need support at times as things are not as usual now.

Motivation Theory:
Herzberg's theory: Factors affecting the job attitude of TCS employees are evaluated by
Herzberg's theory. We can promote employee motivation in such a scenario by:
 Recognition for their effort in hard times.
 Making a sense of achievement from their work.
 Responsibilities to employees are to be given after discussing it with them.
 Advancement and growth in work are to be specifically stated. Uncertainty related to
work are too diluted
 Company policy and administration are to be more employee-centric
 The degree of supervision has to be adjusted as per the need and demands of an
employee.
 Relationship with the managers is crucial at such times
 Work conditions are not healthy for some people. They have to be listened to and
catered to.
 Salary is an important component. In tough times like this TCS is to abstain from
making any wage cuts
 The personal Life of employees is getting mixed with professional work. This is
creating a problem.
Zoom calls.
Goal-Setting Theory :
TCS can employ goal setting, as setting goals influence the behavior of people in
organizations.
The goal is set based on
 Difficulty level: higher difficulty goals regarding client requirements can be given
stretched period and more members working on it. One who is contributing
effectively is to be given small rewards.
 Specific goal: Targets for the employees are to be made clear and specific. Such that
the employee can evaluate and maneuver how s/he wants to achieve it.
 Goal acceptance: Employee goals are to be given after discussion with them. This
makes them ready to achieve it. This gives a sense of ownership.
 Goal commitment: The commitment of the employee in reaching the goal is to be
measured. When completed the employee is to be rewarded and appreciated.
Reinforcement Theory :
Reinforcement schedules are to be made for reinforcing the motivation to completion of goals
f=by employee.
 Fixed interval schedule reinforcements are to be done for the overall motivation of
employees. Pay-checks are disbursed on time.
 Merit bais promotion following variable interval scheduling is to be undertaken. This
will ensure effectiveness, positive competitiveness among employees, and overall
increased efficiency.
 A fixed and variable ratio can also be undertaken for slacking employees. This will
make them understand that efforts are rewarded.
Theory Y for Managers:
Managers are to understand that workers have different needs which motivate them. They do
enjoy work. They aren’t lazy or dislike the work they just need timely appreciation and other
satisfiers to keep them going. Its not all about money for the employees. They do like the
work and enjoy doing it. The motivation makes employees organize themselves and care for
the needs of organizations and not just self need. They will take responsibility and put effort
to get goals achieved within the timeframe, effectively in a hassle freeway.

You might also like