Organizational Composition Of Virtusa Business Essay

The purpose of the statement is to identify the techniques within organizations in Sri Lanka. The report consisted of tasks that required the need to visit both a consumer and therefore Virtusa and Softlogic were chosen.

First the primary organizational set ups and cultures prevailing in an organization are pointed out with relation to the organizations chosen, and the influences of the organizational framework and culture on the business performance are looked into. Thereafter the management approaches utilized in the companies are looked into and thereafter the personality characteristics of employees which should be grasped by professionals are discovered too. Thereafter three motivational theories were taken into consideration in regards to to the two organizations.

1. 0 Introduction

1. 1 Virtusa

Virtusa was proven in September 1985 under the Chairmanship of Deshamanya H. K. Dharmadasa with the aim of creating it as a middle of excellence in high technology diagnostic and curative facilities. Treatment of the tired being the principal objective, "Recovery with Being " became this Hospital of tomorrow. Located at Union Place, Colombo 02 in very close closeness to the business centre and within easy reach from the General Medical center and other many commercial organizations.

1. 2 Softlogic

Established in 1902, Perera and Sons Bakers, is the biggest bakery in Sri Lanka, producing over 75, 000 bakery products including almost 150 birthday cakes each day and appealing to over 15, 000-20, 000 customers daily. Run by the fourth era today, the business enterprise consists of 58 outlets and three bakeries.

1. 3 Organizational composition of Virtusa

The tactical level managers have used procedure for grouping activities which can be similar in nature. Departmentalization has used here by function structure. This organization composition is better. Through this employees get more capable and well committed to their duties. As for an example under funding director there are purchasing and accounting managers. They are learned in each sector and no need to determine about other operations. Therefore the specific duties have been given. This is an advantage to them as they can focus on their own team and can offer a better successful service. Every single manager is accountable for their own obligation. Therefore accountability has developed.

Each department concentrates on their own work and that can be a drawback for the clients who expect an excellent service. Competition one of the departments can lead into conflicts as all the departments focus on winning the war than participating to overall business aims. Directors should maintain the overall flexibility among employees who work in various departments to make the effective use of the structure.

Advantages of the framework:

There is seen a decentralized framework. It permits decisions to be produced closer to the operational level of work.

Accountability and responsiveness is higher.

Always make higher performances.

More maintaining developments and more flexible structures.

Effective inspiration and encouragement can be carried out.

Time is been able efficiently various responsibilities and tasks have distributed.

Disagreements are less because decision making is done with other party's involvement.

It provides chance for training and development in management.

Disadvantages of the composition,

Functions can be isolated anticipated for some failures of communication and technical issues.

This is not secure for immediate situations.

There can be happen contests among each division than concentrating the overall achievement of the organization.

1. 3 String of command word in Virtusa

Chain of demand serves as a the way of specialist and responsibility complete from the hierarchy. Authority is who've power to make decisions and who've authority to supervise subordinates. In Virtusa mainly proper level managers such as basic manager and board of directors have expert to make decisions and they are approved to the each level through the hierarchy.

Responsibility is the obligation to carry forward an assigned task to a successful conclusion. In this case certified person can delegate his responsibilities to his assistance but to delegate his responsibility is not allowed.

1. 4 Course of control in Virtusa

Span of control is the number of men and women who are accountable to one administrator in a hierarchy. In Virtusa there can see a narrow period of control. There have four levels and five levels. Few employees is seen under each administrator. It allows those to talk quickly with employees under them and handling is easier.

Also close supervision can be done and feed again can be getting effectively. It'll reduce grievances and conflicts among employees. Also can be reduced getting complex of work. Production are certain to get increased and resources can be employed effectively as well.

1. 5 Organizational Culture of Virtusa

Culture is a collective programming of your brain which distinguished the members on individual group from another. When it comes to an organizational culture this can be a pattern of beliefs and expectations distributed by the organizations users. These values and expectations produce norms that powerfully condition the behaviors of people and groupings.

Virtusa works regarding to role culture. Top level managers decide the bulk of duties should be done by employees and they're sent out among employees. Employees are given for a specific role. They can be specialized in each job. So the commitment and dedication can be increased for this reason. So to make maximum use than it managers should their skills. The management can make sure they are are better and hard to improve the company's performance effectively.

1. 6 The Organizational Composition of Virtusa

The framework of Virtusa is established with some levels predicated on functional department wise. This hierarchy has four layers maintained by four main chief managers. In such a structure the value of role establishes the positioning in hierarchy. It can be seen wide period of control.

One manager control buttons large numbers of subordinates compared with Virtusa. Therefore managers talk to employees quickly but it isn't easy to steer and to control them. Far better feed back can be received from personnel. Also it is vital to acquire management skills to regulate greater range of employees concurrently. Grievances and conflicts will be either less or more. They rely upon the problem. Close guidance is not easy to be achieved so efficiency can be change. The process of the culture is corresponding to their ideals that are integrity, care, passion, teamwork and service.

Probably centralized management is seen here. Communication between employees may less in this composition as the work is specialized. This is often a advantage to the organization as the man vitality and time has been saved. There can see drawbacks as well as advantages. The role of each individual is well established but the chain of control is one way, top level to lower level.

Advantages of the structure:

Costs less and company does not need to employ as much managers.

Easy to communicate and organize.

Decisions are taken by top level managers and they are effective and fast.

Conflicts and problems are less.

Greater of specialty area.

New technology and new methods can learn easily without higher costs.

Managers can meet and complete massages easily to employees.

Disadvantages of the composition,

Difficult to control without proper management techniques.

There is not any opportunity to low level employees for his or her ideas.

Less usage of new ideas.

Sometimes it could be costly.

Difficult to own close supervisions.

Hardly get possibility to discuss complexities with managers for low level employees.

1. 7 String of demand in Softlogic

Chain of control is just how of transferring decisions from strategic level to functional level as stated before. Likewise the long term proper decisions are used by top level managers such as CEO and other officers like key managing officer, chief people officer, main financial officer and chief functional officer. Therefore the officers have specialist to consider decisions of every sector under them.

When it come to responsibilities there have around four mangers under one key officer. So duties can be delegated easily. But each supervisor has different schedules and work to be achieved. So they aren't accountable for other's duties. This implies they are specialised in each sector. So responsibility can not be delegated.

1. 8 Course of control in Softlogic

In Softlogic there can easily see wide span of control, meaning one authorized manager have large subordinates to control. But this is larger than Virtusa. Within the hierarchy tiers are lesser in comparison to volume of levels. For a good example one chief officer is responsible to regulate four managers. So he should have mastered in more than one section. So problems can be occurred easily.

It is simple to pass announcements though it is a set structure. And yes it costs less money to perform a wider span of control because the business does not need to employ as much professionals. But there are cons as well out of this horizontal management framework.

1. 9 Organizational Culture of Softlogic

Culture is the specific collection of worth and norms that are share by people and categories in an organization and that control just how they interact with one another and with stakeholders beyond your corporation. Role culture and process culture are normal in Softlogic.

Specific duties have given to each and every employee who originates from various backgrounds. Each is driven towards a typical goal. Softlogic is more worried on team work rather than individual performances. They assume that satisfied employees excel in quality customer service. Softlogic also maintain commitment to stakeholders, and the surroundings. Softlogic's corporate and business culture is to do the right thing for their employees, the city and the customers they serve.

2. 0 The effect of the organizational structure and culture towards organizations' performance.

2. 1 The relationship between the organization's framework, culture and the consequences on business performance in Virtusa.

Role culture is common in most organizations today. The decisions are used by top level professionals are implemented by tactical level and functional level employees. So each member has specific goal. It leads to success of the organization. Also it has a versatile environment. It can help the employees to understand organizational occurrences and buildup strong romantic relationship among employees. The personnel of Virtusa advantages from field of expertise. Also training programs are conducted to enhance the personality skills and the behaviour of employees.

The structure and the culture of the organization teach about organizational activities. They require with specific work alternatively than hanging out to find out the expected job to be done by them because they're well educated and with developed skills. This reduces wastage of their time and man vitality as well. This assists to improve company shows. Here has departmentalized relating to function framework. Human resources, sales and marketing and Finance are a few of main departments in Virtusa. The employees in each section can get more experience and it causes enhance the company performances plus they provide best customer support too.

2. 2 The partnership between your organization's composition, culture and the effects on business performance in Softlogic

Softlogic operates corresponding to commercial culture. Decisions are taken by top level managers and other employees are never engrossed. Probably decisions in Softlogic are permanent and they are stable. So subordinates never get an opportunity make decisions when top level professionals are absent. In Softlogic the number of decisions are quite simply to maintain criteria also to offer a best customer service

The employees have built strong associations among them and so they can work friendly and helpfully when they work together. By working friendly they get motivated and make an effort to do their best. There must have a good customer service as well as providing quality foods. So this can be an advantage to customers as well because the customers are always looking for best service. Employees work in Softlogic have work outlets to develop personality skills as well concerning improve staff relationships.

The structure of Softlogic is more effective for his or her success. Few levels can be seen and it can help to boost its company performances by doing more work under advice of each manager. Communication is not hard rather than costly. So the culture and composition of the business have an effect on the performance of Softlogic and everything the employees will probably make it effective.

3. 0 The different management techniques in Virtusa and Softlogic

3. 1 How Management ideas are applied in Virtusa.

Classical method of management

Division of Labour

Division of labour is one of the main element features, mainly applied in the Virtusa. They may have segregated the service treatment into various elements, with each part assigned to a particular worker or set of employees. It really is based on the idea that employees can reach a high degree of success if they are classified to 1 particular service


There is one central position in a healthcare facility that handles the control over-all the divisions. Centralization got made easy consultation and communication among subdivisions, generally those at the centre; as nowadays with technology, electronic digital and computer control, centralization has its desirability. This approach is mainly utilized in the office of IT and administration.

Chain of command

That is, the chain of superiors ranging from the top to the lowest. Unluckily, this has become a prolonged process in large organizations, such as this Virtusa and therefore problems can occur.

This chain of command methodology is applied in almost all the departments of the hospital.


Payment is a significant motivator though by analyzing lots of possibilities. In such a hospital all the employees are quite paid relative to their contribution. This process is applied in the recruiting department in essence.


Employees must obey their superiors, but this is two-sided: employees is only going to obey orders if management takes on their part by giving good management.

3. 1. 1 Behavioral method of management

Human relations approach

As atlanta divorce attorneys organization human relations approach is actually applied in the human resources section in the Virtusa. That is an effort to make professionals more responsive to their employees' requirements. There is certainly an improved understand of human behavior at work, such as determination, expectations, and enhanced productivity.

Systems approach to management

The systems method of administration is a thought which views a firm as an interconnected purposive system that includes numerous business parts. It really is a management procedure which permits the managers to provide the company as an incorporated part or a significant section of the larger outside commercial environment.

Contingency approach to management

Since, the contingency method of management is dependant on the thought that there surely is nobody finest way to administer and that to be effective, planning, managing, leading, and handling must be custom-made to this conditions confronted by an organization, Virtusa is also exercising a similar thing. As organizations, people, and conditions differ and change as time passes. Virtusa has discovered environmental change and improbability, work technology, and how big is a firm as environmental factors impacting the efficiency from it.

3. 2 How Management theories applied in Softlogic

3. 2. 1 Classical method of management

Division of Labour

At Softlogic. , Field of expertise allocates the person to build up experience, and also to constantly improve his skills. Thereby he can become more dynamic. The utmost development in the productive powers of employment, and the greater part of the skill, handiness, and judgment with which it is anywhere targeted at, or applied, seem to get been the effects of the section of labour.


This company feels that payment for work done should be reasonable to both employees and employers and employees must be paid properly as this is an integral desire of employees and therefore greatly influences productivity.


They also believe that workers must be cured kindly, and fairness must be enacted to ensure a just office. Professionals should be fair and indie when working with employees. Encourages personnel to be trustworthy also to be dedicated individuals.

3. 2. 2 Behavioral method of management

Human relationships approach

This company uses People Resource Management theories concentrate on techniques of recruitment and selection and highlight the benefits of interviews, general diagnosis and psychometric testing as staff selection treatment.

3. 2. 3 Systems method of management

The systems strategy is not practiced in the corporation.

3. 2. 4 Contingency method of management

Company is concerned about the changes in the movements and they're producing new sorts of food items in order to remain firm in the competition. Based on the contingency perspective, frequent environments suggest mechanistic structures that spotlight centralization, formalization, standardization, and specialty area to accomplish efficiency and persistence.

4. 0 different motivational ideas and how they could be exercised to inspire employees/individuals within an organization to achieve organizational goals.

Motivating each one of the individuals requires acknowledgement on your part that all employee's drive needs are different, and motivating the team takes a different procedure from motivating the team members.

It is improbable that you will ever control a team where everyone is adequately trained. It really is even more improbable that any head has a team that never needs training. You should be able to identify working out needs of your team members and also get that training for them.

Motivation theories are mainly of two types:

Content (need) theory

Process theory

4. 1 Content (need) Theory:

This theory mainly targets the internal factors that direct and enhance individual behaviour.

The pursuing are a few of the major content theories:

Maslow's hierarchy of needs

Aldermen's ERG theory

Hertzberg's motivator-hygiene theory (two - factor theory)

4. 1. 1 Maslow's Hierarchy of human being needs

Of the several types of content ideas, the most well-known content theory is Abraham Maslow's hierarchy of individual needs. Maslow introduced five degrees of basic needs through his theory.

The Hierarchy of Needs is really as follows:

1. Physiological Needs: basic issues of survival such as salary and secure employment

2. Security Needs: stable physical and psychological environment issues such as benefits, pension, safe work place, and fair work practices

3. "Belongingness" Needs: public acceptance issues such as camaraderie or cooperation on the job

4. Esteem Needs: positive self-image and esteem and acknowledgement issues such as job titles, nice work places, and prestigious job assignments.

5. Self-Actualization Needs: success issues such as work environment autonomy, challenging work, and subject matter expert status on the job

Just like Maslow's hierarchy of needs, through dual factors theory, Hertzberg explains certain factors in the workplace which cause job satisfaction.

4. 1. 2 Hertzberg's two factor theory:

According to Hertzberg, he essentially identified two independent groups of factors that had a strong impact on drive. His first sets of factors were the health factors which consisted of factors such as working conditions, quality of guidance, salary, status, company guidelines and administration. Having said that, the second band of factors diagnosed were known as the motivating factors which contains factors such acknowledgement, accomplishment, responsibility, interesting job and progression to raised level tasks as and expansion etc.

4. 1. 3 Process Theory:

Process theory of motivation is a cognitive logical process and specializes in mental health and behavioral functions. This fundamentally motivates individuals and concentrates on how staff needs influence their own patterns.

Main process theories include

Vroom Expectancy theory

Adam's Equity theory


Vroom Expectancy theory initiatives linked not simply to the desire to have a particular outcome, but moderated by an analysis of the likelihood of success. Here desire strength is determined by the supposed value of the consequence of performing a behavior and the intended likelihood that the patterns performed will lead the effect to materialize.

The conclusions that can be strained out of this theory are,

Individuals is only going to act when they have got a reasonable expectation that their action will lead to the required outcome.

Effort alone is not sufficient. It needs to be accompanied by capability and skill.

Job satisfaction results from effective job performance as opposed to the other way round.

Job design is therefore of essential importance.

4. 2 The effective implementation of the aforementioned theories and motivate employees to be able to attain the organizational goal in both Virtusa and Softlogic:

In order to do this objective and to keep carefully the employees determined the first two degrees of Maslow's hierarchy can be used as follows

Physiological needs:

The basic pay of the employees can be increased or in addition to the basic pay an as time passes rate can be paid. The facilities like a balanced meals can be provided at that time they may be on over time as to encourage them. This shows the business can be involved about the employees and will lead to motivation.

Safety needs:

While they are in work, they could be given necessary equipment and equipment to keep them safe such as face masks, gloves and etc. en the number of crashes during working time will be reduced. Instead of providing safety and then workers, their families can be looked after by providing medical schemes, life insurance coverage as well as health insurance and safety insurance.

Along with Maslow's hierarchy of needs, Herzberg's two factor theory may also be applied to motivate the employees.

Hygiene factors:

Increment in salary will be a factor which motivates the employees. As mentioned above, over time repayments, salary increments and pension techniques can be provided to the employees of this company.

Motivating factors:

The employees can be paid a lot more attention and can get more recognition. To be able to give them more recognition and make them feel within the organization, the company can can allocate a certain part of the revenue to its employees. After they have achieved a given target they can be appreciated.

The employees should be given targets that they are capable of achieving and leaders can be appointed among the list of employee groupings to make them responsible for related jobs

As mentioned previously process theory can be applied in order to encourage the employees in the corporation. Mainly goal setting techniques theory and expectancy theory can be used to overcome these crises.

The employees in the business can achieve the given goal within the given time period. Therefore it is essential for task to of easy achievability and to the team members should be with positive attitudes and focused on the organizational goals rather than individual pursuits.

As for an example the workers should be given goals that they can achieve. Based on the scenario demand for grains has been increasing and fertilizes and grains are suits. Therefore the supply of fertilizes also have to be increased. In order to increase the supply of fertilizes, the personnel should be determined and their productivity should be increased.

It is reviewed in the expectancy theory that employees must have the ability and skills to do the precise tasks. Therefore work alone is not enough. They should be satisfied in order to gain maximum contribution from them. That is one of a crucial event which is often observed in any corporation.

5. 0 The partnership between control and desire, and how the management methods are affected by these two factors:

5. 1 Different Management styles in management

Many people consider that command is merely being the first, greatest or most effective. Control in organizations has a particular and more significant explanation. Very basically put, a leader is interpreted as somebody who sets direction in an attempt and influences people to pursue that direction the people can be oneself, another person, a group, a business or a culture. How they establish that direction and affect people depends on a number of factors that we'll consider later on below.

There are also abundant theories about management, or about performing the duty of head of an organization. Such authority styles employed by the corporation and their advantages are as the following.

5. 2 Management styles utilized in the organizations

Autocratic Leadership

The autocratic leadership style is regarded as an aged fashioned method with the next distinctiveness:

Manager tries having the most ability and control in decision making.

Manager will try making as much decisions as you can.

Managers are less concerned with spending their own leadership improvement, and want to basically work on the mission at hand.

Manager attempts retaining accountability alternatively than utilize complete allocation.

The autocratic authority is still utilized by many leaders across the world in many companies. The cause autocratic leadership carries on, even if it's old-fashioned, is because it is spontaneous, bears instant advantages, and comes natural to numerous leaders. Many leaders who begin seeking leadership improvement tend to be trying to build up upon their organizations autocratic management style.

The benefits associated with the Autocratic Management Style and their effect on employee and company performance

In spite of having many opponents, the autocratic authority styles recommend many benefits to managers who utilize them. These comprise:

Decreased pressure credited to increased control. Where in fact the supervisor finally has important legal and personal accountability for a job, it will reduce them and reduce their pressure levels to learn they have control over their providence.

A more beneficial & active group 'whilst the first choice is enjoying'. The hold off an autocratic manager maintains on the team boosts their working speed and makes them less inclined to relax. That is ideal for inadequately motivated employees who have little matter or attention in the superiority or quickness of work performed.

Improved logistics of functions. Having one head with serious contribution in many areas makes it much more likely that tribulations are noticed beforehand and deadlines fulfilled. This makes autocratic control perfect for one-off tasks with predetermined deadlines, or complicated work environments where well-organized co-operation is the key to success.

When is the Autocratic Leadership Style effectual?

Following on from the features in the above list, the autocratic leadership style is useful in the following work circumstances:

Work surroundings where spans of control are broad and complex then the manager has little time to allot to each staff.

Business where workers need to execute low-skilled, droning and recurring tasks and normally have low levels of motivation.

Projects where in fact the work executes wishes to be completed to exact technical specs and with a good deadline.

Democratic Leadership

Democratic Authority is the authority style that encourages the distribution of accountability, the exercise of allocation and recurrent talk. The style gets the following distinctiveness:

Manager makes dialogue on all major issues and conclusions.

Manager effectively hands over tasks to employees and present them full control and accountability for those duties.

Manager welcomes touch upon the results of initiatives and the work environment.

Manager facilitates others to become leaders and be occupied in management improvement.

The great things about the Democratic Authority Style and their effect on staff and company performance.

Positive work environment. An ethnicity where subordinate staff are given fair amount of accountability and are permitted to challenge themselves is one where staff are more inspired to work and enjoy what they do.

Creative thinking. The free circulation of ideas and optimistic work atmosphere is the ideal catalyst for creative thinking. The benefits of this aren't just appropriate for creative market sectors, because creative thinking is essential to resolve tribulations in every single group, whatever its mother nature.

Reduction of friction and office politics. By allowing subordinates to utilize their ideas and much more outstandingly increase credit to them, you are carefully minimizing the amount of nervousness workers generate with their director. When autocratic leaders reject to hear their employees, or intentionally pay no focus on their ideas, they may be efficiently asking for people to talk behind their back and work to undermine or be successful them.

Reduced employee turnover. When staff feel authorized through control improvement, a business will notice lower rates of worker turnover which has many benefits. A company that spends in control improvement for its workers is buying their future, which is valued by a big majority of the labor force.

When is the Autocratic Command Style effectual?

Democratic control is practical to a level in the industrialized industry, to allocate staff to give their ideas about how functions can become leaner plus more inventive. While 'Fordism' is still functional in a few factories across the country, truth is that production professionals are now actually starting to connect alongside one another the motivational bonus products associated with not treating personnel like robots anymore.

Democratic leadership is prosperous in professional organizations where the importance is obviously on training, professional & control improvement and quality of work performed. Democratic occasions are simply one cog in the successful command mechanisms organizations.

Nonprofit organizations also terrifically reap the benefits of drawing upon the creative energies of all their personnel to effect a result of cost cutting systems or account nurturing ideas.

As previously mentioned, imaginative establishments such as advertising and television set enjoy a lot of benefits from the free movement of ideas that democratic leadership brings.

Bureaucratic Leadership

The bureaucratic management style is concerned with ensuring personnel follow guidelines and procedures effectively and constantly. Bureaucratic command generally has the pursuing distinctiveness:

Leaders anticipate employees to display an official, business-like approach in the workplace and between one another.

Managers gain immediate specialist with their position, because guidelines command that personnel pay them certain privileges, such to be able to signal off on all main decisions. Because of this, leaders experience from 'position power'. Authority development becomes worthless, as only game titles and jobs provide any real control or vitality.

Employees are rewarded for their aptitude to stay to the rules and follow method faultlessly.

Bureaucratic systems regularly little by little progress over an extended time frame, and hence are more often found in large & old businesses.

The benefits of the Bureaucratic Management Style and their effect on employee and company performance.

Increased security. In harmful workplaces where methods save lives, a bureaucratic management style can help put into practice health and security rules.

Quality work. Some duties, such as doing particular work or medicinal examinations, have to be done in a careful manner to be achieved properly. Idleness can result in poor work, and for that reason one solution is to apply the guidelines via the bureaucratic command style.

Ultimate control. An atmosphere whereby employees are essentially pressured to follow rules to become promoted and become successful results the tightest control management can ever presume on the company. This control can be used to spend less or develop efficiency.

5. 3 Motivational ideas employed in this corporation.

People have a variety of and various reasons for working. Everyone works to attain something in return. What the worker desires has a right impact on staff confidence, employee inspiration and the superiority of life. Management requires executing steps in the work environment, where workers are self-motivated to do tasks that exceed management's standards.

Taylor's Motivational theory

Frederick Winslow Taylor (1856 - 1917) put forward the idea that employees are provoked essentially by pay. His Theory of Scientific Management argued the next:

Employees do not in a natural way enjoy work and so require close supervision and control. As a result managers must break down work duties into a series of small responsibilities. Employees must then be given suitable training and tools so they can work as appropriately as possible on one set process. Employees are then salaried according to the number of jobs done in a collection time frame. Because of this employees are required to work hard and boost their efficiency. Taylor's techniques were extensively accepted as businesses saw the benefits of augmented efficiency levels.

Mayo's Motivational theory

Elton Mayo (1880 - 1949) supposed that employees are not only worried about money but might be better determined insurance agencies their social requirements met at the same time as at work. He released the Human Relation Approach, which paying attention on professionals taking more of an attention in the employees, treating them as individuals who have valuable attitudes and noticing that employees take pleasure in interrelating alongside one another.

Maslow Hierarchy of determination.

Abraham Maslow (1908 - 1970) with Frederick Herzberg (1923- ) commenced the Neo-Human Relationships University in the 1950's, which paying attention on the emotional requirements of staff. Maslow put forward a assumption that there are five degrees of individuals requirements which employees require to get satisfied at the job.

All of certain requirements are ready into a hierarchy and only on one occasion a lower level of necessity has been completely satisfied, would an employee be provoked by the chance of having another need up in the hierarchy satisfied. For instance a person who is dying of hunger will be motivated to attain an essential salary sequentially to buy food before fretting about having a guarded job contract or the respect of others.

Herzberg Motivational theory

Frederick Herzberg (1923- ) experienced close relations with Maslow and thought in a two-aspect theory of determination. He showed that there were certain aspects a company could set up that would honestly motivate workers to work harder. Nevertheless there have been also things that could de-motivate an employee if not present but would not in themselves truly motivate staff to work harder.

Job enlargement - employees being given a better diversity of duties to execute, this should make the work more attractive.

Job enrichment - will involve employees being given a wider variety of more challenging, attractive and demanding tasks surrounding a whole product of work. This should give a much better sense of success.

Empowerment means allotting more expert to workers to make their own choices over areas of their performing life.

6. 0Conclusion

The report contains responsibilities that required the necessity to visit Virtusa, a software company giant and also Softlogic in Sri Lanka.

First the primary organizational set ups and ethnicities prevailing in an organization were described with regards to the organizations chosen, and the influences of the organizational framework and culture on the business enterprise performance were looked into. Thereafter the management approaches practiced in the firms were looked into and thereafter the personality characteristics of employees that ought to be known by managers were determined too. Thereafter three motivational ideas :i. e, Maslow's Hierarchy of needs theory, Vroom expectancy theory and Herzberg's two factor theory were taken into consideration in regards to to the two organizations.

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