CHAPTER I INTRODUCTION Context of the Study Need and Significance of the Study Statement of the Problem Operational Definition of Key Terms Objectives of the Study Hypotheses of the Study Methodology Scope and Limitations of the Study Organisation of the Report
23
Embed
INTRODUCTION - Shodhgangashodhganga.inflibnet.ac.in/bitstream/10603/12822/8/08_chapter 1.pdf · Introduction resource managers, this translates into opportunity and excitement because
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
CHAPTER I
INTRODUCTION
Context of the Study
Need and Significance of the Study
Statement of the Problem
Operational Definition of Key Terms
Objectives of the Study
Hypotheses of the Study
Methodology
Scope and Limitations of the Study
Organisation of the Report
CHAPTER I
INTRODUCTION
1.1 CONTEXT OF THE STUDY
Every industry requires certain perquisites for its functioning, namely,
raw materials, finance and funding, machinery, etc. Similarly, it requires
manpower. And this manpower is the human resources and in order to
manage the manpower, human resource management is necessary. Human
Resource Management involves managing manpower in order to improve
individual, group and organisational effectiveness. It is important to manage
human resources as they help in the prosperity and progress through the
committed and creative efforts and competencies of their human resources.
Dr. W.E. Deming once remarked: “Abundance of natural resources is not a
requirement for prosperity. The wealth of a nation depends on its people”.
Human Resource Management also looks into the grievances and issues
faced by the employees and industrial relations.
Our environment is changing faster and becoming more complex, more
competitive and more global than ever. To compete in this environment
indeed, to survive in this environment, today’s organisations must be more
competitive, adaptive and lean. They must think globally and they must
decentralise. They must foster quality, cost reduction and innovation. To
compete in this environment, the people in today’s organisations must be
willing and able to accomplish all of these things. For personal and human
2Introduction
resource managers, this translates into opportunity and excitement because
there is the challenge to match the ever-changing needs of organisation with
quality human resources. Managing human resource effectively requires a
great deal of knowledge and expertise. Human resource managers must
know the environment in which the organisation is operating. They must also
know about all of the personnel and human resource management activities
that an effective firm uses in managing their human resources. Today’s
human resource managers must be willing and able to play more roles, must
be as adaptable as the organisation itself and must be flexible in order to take
in stride the accelerating pace of change.
Human Resource Management deals with finding the right people,
placing them on the right job, at the right time, training and development for
better performance, providing a growth-oriented career path and sustaining
their motivation and satisfaction through proper and timely rewards.
Ultimately both the employer and the employee should be able to attain their
goals in their respective mission. In the process, the success depends on
how the management is able to make its human resource committed to the
goals of the organisation.
The term Job Satisfaction is quite frequently used in the literature of
industrial psychology for individual attitude towards the specific aspects of
total work situation. Since the time when the occupation of individuals
became a socially significant phenomenon, social scientists focused their
attention on the problem of job satisfaction. Job satisfaction refers to the
3Introduction
general attitude of employees towards their job. Job satisfaction describes
how content an individual is with his or her job.
Analysing Job Satisfaction and Organisational Commitment is
particularly crucial nowadays, as people often do not work at the same
organisation or job throughout their lifetime. So once an ideal candidate is
chosen, organisations will like to make a great effort to retain those
employees. An effective organisation will make sure that there is a spirit of
co-operation and sense of commitment and satisfaction within the sphere of
its influence.
Job Satisfaction represents several related attitudes which are most
important characteristics of a job about which people have effective response.
These are the work itself, pay, promotion opportunities, supervision and
workers (Luthans, 1998).
Commitment can be identified as three different types, which include:
affective, continuance and normative commitment. The attachment of the
employee to their organisation has received a considerable attention in the
fields of management and organisational behaviour. This attachment has
been used and defined in many ways over the years. However,
Organisational Commitment has clearly emerged as the most recognised and
researched construct of the employee’s attachment or loyalty to the
organisation. A highly committed person has the feeling that he is working for
himself and not somebody else. As a result, he develops a sense of
responsibility and does not require any external drive for his job performance.
4Introduction
Weiner (1982) suggested that Organisational Commitment is likely to
predispose employees to put in their best in organisational programme
activities.
Venkatachalam (1998) recognised that the concept of Organisational
Commitment has provide its usefulness not only as a theoretical construct and
as an empirical predictor, but also a powerful tool which can also be used as
an aid to achieve higher levels of performance and discipline in an
organisation. He found that the construct has been related to many important
outcome variables like performance, absenteeism, personnel turnover, tenure,
tardiness, etc.
1.2 NEED AND SIGNIFICANCE OF THE STUDY
IT industry is a fast growing one especially in Kerala. In Kerala, IT
industry is at the childhood stage. Without noise and smoke, this industry
faces many fever and fret. Professionals are the backbone of this industry.
But they face many problems in society and in workplace. The work
environment that is able to fulfil employees’ personal need is considered to
provide a positive interaction effect, which will lead to an excellent quality of
work life. The personal needs are satisfied when rewards from the
organisations such as compensation, promotion, recognition and development
meet their expectations. When stress arises in the process of interaction
between a person and the work environment, it threatens the individual’s
psychological and physiological well-being. Physical illness and psychological
disorders increase when pressure at work increases. Stress causes problems
5Introduction
to the muscular system and circulation thus increasing the risk of heart attack
which is well documented in psychosomatic studies. Employees who have
been exposed over two years in high strain work environment are likely to
develop higher systolic blood pressure. The nature of work of IT professionals
reflects a similar situation. A continuously demanding and monotonous work
environment affects the brain resulting in exhaustion and degenerate
cognitive abilities. Depression and anxiety are also another form of stress
that contribute towards the deterioration of health. The prevention strategies
must be healthy and humanistic in nature in order to evolve IT professionals
work comfortably.
Today, everything and anything is being computerised across the
board. Almost every country is linked by the World Wide Web. Almost all
companies, business enterprises and government department – both Central
and State – linked through either intranet or internet. So the IT sector is vital
to the progress of any nation. Human resource is the key ingredient in the
development of IT sector. So the Job Satisfaction and the Commitment of IT
professionals towards the job are important for the healthy growth of this
industry.
IT professionals perform a variety of duties that ranges from installing
application to designing complex computer networks and information
databases. A few of the duties that IT professionals perform may include data