留學(xué)碩士畢業(yè)論文DATA ANALYSIS ANDFINDINGS 數(shù)據(jù)分析和結(jié)論

第一個(gè)問題是關(guān)于動(dòng)機(jī)水平和鼓勵(lì)，問卷已傳遞給公司員工激勵(lì)水平，根據(jù)收到的反饋；研究者發(fā)現(xiàn)，，在學(xué)習(xí)階段的激勵(lì)是在中等水平。在Infosys公司26%的員工說他們沒有得到足夠的支持或鼓勵(lì)從組織。中立的反應(yīng)已經(jīng)收到來自11%的員工，而其他11%的員工表示，他們正在高度鼓勵(lì)。這些結(jié)果證明，超過一半的公司員工不由Infosys的組織提供動(dòng)機(jī)和激勵(lì)滿足。研究人員已經(jīng)確定了該組織的場(chǎng)景是隨機(jī)的，并沒有改變的模式。公司已經(jīng)投入了很多的培訓(xùn)和發(fā)展計(jì)劃，為員工。研究人員表示，鼓勵(lì)學(xué)習(xí)和發(fā)展活動(dòng)將使員工積極的客戶關(guān)系管理活動(dòng)中發(fā)揮作用。

Question 1:
The first question is about the level of motivation and the encouragement that the Infosys organization is providing in the learning and development programs in the employee perspective. Questionnaires have been passed to the Infosys employees about the level of motivation and based on the responses received; researcher has found that in the learning stage the encouragement is at moderate level. 26% of the employees in Infosys said that they are not getting enough support or encouragement from the organization. Neutral response has been received from 11% of the employees whereas the other 11% of the employees said they are being highly encouraged. These results prove the fact that more than half of the Infosys employees are not satisfied by the motivation and encouragement that the Infosys organization is providing. The researcher has identified that scenario at the organization is random and there is no pattern for change. Infosys has invested a lot in training and development programs for the employees. Researcher is agreeing with the view of Senge (2007) who stated that providing encouragement to learning and development activities will enable the employees to play their role actively in the CRM activities.

Question 2:
The focus of this question is on the extent in which organization is giving opportunities for the employees to express their views and opinions in reaching the goals and objectives. In this case, 52% of the employees responded as not up to the mark. In Infosys, operational level employees are being allowed to work on new areas and not given opportunity to express their views and they are made confined to their daily jobs. The percentage of employees who responded as high level of encouragement in evaluating and exploring new ideas is 15 whereas neutral response is received from 7% of the employees and 6% of the employees did not find any encouragement. In this point of view, it can be said that the distribution is mixed and uneven. In an organization, employees should be very careful in dealing with CRM activities. Employees involving in cold calling jobs should present their own ideas rather than totally depending on the training and development programs where there will be a limited exposure to real time environment.

Question 3:
This question focusses on the learning opportunities and how they are being made available for the employees. Half of the participants state that the availability of learning opportunities is at moderate level. 33% of the employees are saying that they are not getting sufficient learning opportunities from Infosys and 13% of the employees are totally satisfied with the learning opportunities available at Infosys. Finally, it can be said that Infosys is not encouraging and providing opportunities for the employees in learning. This might be one of the main reasons for the organization's normal profitability in the period of global economic recession. Infosys is having its own trademark and brand name. Even in the period of global economic recession, the organization is gaining huge profits. As the CRM activities have been strictly followed, customer loyalty has been improved, new clients are being attracted and long term relation has been maintained with existing clients.

Question 4:
In this point of view, the question is about how much effort the employees are putting to learn new things. This question does not correspond to motivation or the encouragement that the organization provides and the focus of this question is mainly on the interest and ability of the employees to learn something new. 58% of the employees are putting moderate effort, 19% of the employees are putting high effort and 23% of them are making less effort for learning. They are the results which were obtained after conducting interview with different employees. If people are being far from learning this is an indication that there is some sort of lacking in ability and motivation.

Question 5:
In this phase, the focus will be on how much interest that the employees are having in performing their roles actively. The job satisfaction level that the employees get in doing their jobs is also emphasized in this question. The responses obtained are that 48% of the employees have less interest, 30% of them has moderate interest and 19% of them has high level of interest in doing their jobs. Employees who have no interest are more than that of employees with moderate interest. This is an indication that as different people have different attitude, everyone do not view their job in the same way.

Question 6:
The focus of this question will be on how the learning has enabled the employees in improving their skills and progress in their careers. If the rewards are given for the employees for the outcomes that they have generated in learning, they will be highly motivated. Employees have to understand the fact that learning process helps in achieving the desired outcomes and motivates the employees to work hard. The performance culture of the organization is indicated from the fact that majority of the employees have responded about the learning process as highly supportive. In the interview, 31% of the employees said that learning support is moderate where as 9% of the employees have said as less support. But 4% of the employees are not clear about the learning support provided by Infosys. The result finally is that more than 50% of the employees are satisfied with the learning process as it helped them in their career progression.

Question 7:
In this question, the focus will be on autonomy at work environment in the employee perspective. Autonomy corresponds to allowing the employees to perform the roles assigned to them in their own style. In the interview, 36% of the employees have said that autonomy is low and 18% of them say as no autonomy. 13% of the respondents rate the autonomy level as moderate and 10% of them say as high autonomy. Finally, it can be said that level of autonomy is not much impressive.

Question 8:
Here, the question is about the level of encouragement that the Infosys organization provides for the employees to work in collaborative environment. In learning process, vital role is played by team work because it improves the effectiveness and creativity. In terms of collaborative environment, 41% of the employees rate the encouragement provided as moderate where as 17% rate as high. 13% of the respondents rate the level of encouragement as low and 6% of the employees expresses their opinion as no encouragement in working as a team.

Question 9:
The question here focusses on the employee's willingness in accepting and working on challenging tasks. In this point of view, individual personality and organizational culture determine the employee attitude. The results obtained are that 37% of the employees are keen to deal with challenging tasks, 36% of the employees are showing moderate acceptance, 11% of the employees are showing high interest and 8% of the employees are not showing ant interest in working on challenging tasks. Based on the results obtained, it can be said that some employees are showing interest in accepting and working on challenging tasks and some of them are not willing to deal with them. Through these findings, researcher gets the opportunity to analyze the attitude of employees towards learning and development under the motivation of experts. In the perspective of CRM activities, employees should actively involve in speaking to clients convincingly in marketing various products. The histogram report puts forward the evidence that the attitude of employees in dealing with various challenges is good considerably.

Question 10:
In this point of view, the question focusses on the extent to which employees perceive the hard work and the effort they put will receive awards. It can be obviously said that people expect something for the hard work they have done in finishing the tasks before deadline. Another question here is about how people link their effort with reward. The results obtained are that 50% of the employees are towards the view that learning and development programs are less likely leading them to rewards, 22% of them are rating as moderate and 8% of employees are saying that correlation level between development and reward is very high. The 50% figure is very surprising and the researcher says that people are not motivated to learn as the chances for them to get the reward are fairly less.

Question 11:
This question focusses on determining the level of employee satisfaction from the programs of training and development. The aim of this question is in identifying the people's view of learning and how it satisfies their personal needs which can be monetary or non-monetary. The view of more than 50% of the employees is that their personal needs are satisfied from training and development programs which facilitate learning. The other results are that 26% of the employees are moderately satisfied and 10% of the employees have shown their dissatisfaction towards the programs. The figure above depicts the prominence of training and development programs at the Infosys organization.

Question 12:
This question aims at identifying the response of employees in how the corporate culture at Infosys enables them in learning new things. Various activities that the Infosys organization performs in providing learning programs to the employees are job enlargement, job rotation and job enrichment. The results obtained in this stage are that 46% of the employees view the job design as poor for learning new things and the respondents are all from operational level, 22% of the employees are having neutral view, 11% of them are not in accordance with the job design of Infosys and 9% of them are not supporting the job design for learning new things.

Question 13:
This question is aiming at identifying the extent in managers provide feedback for employees. There is no end for learning and in Infosys the process is always by doing. The feedback provided plays a crucial role through which employees can enhance their productivity and improve their skills. In this perspective the results obtained are that 42% of the employees are less likely receiving the feedback from managers, 16% of the employees are rating as high, 18% of the rate the level of feedback received from managers as moderate and 11% of the employees say that they are not receiving feedback. Finally, it can be said that managers on the regular basis are always providing feedback.

Conclusion:
The questions related to training and development programs at Infosys are framed as questionnaires. Quantitative analysis is performed on the data gathered from primary and secondary sources. The next chapter deals with finding out the relation between the existing literature and the findings obtained.