The Manager Of It Department Commerce Essay

Published:

This project report basically has the goal to identify the proper scope of the problem outlined in Case Study: Victor B, who has been appointed as the IT Systems Manager the largest New Zealand Health Care Provider. Our team has done a thorough primary & the secondary sources to analyze & find possible solutions for our client Victor B. The analysis and solution recommendations will be presented in the form of a formal written report and a team oral presentation.

Terms of Reference:

This project report has been mainly written particularly to solve a managerial problem existing in the IT department & probably provide working solutions in our proposal.

Scope:

This project report basically includes a working business process solving model mainly to identify different problem areas, evaluating the data obtained from both the primary & the secondary sources & simultaneously providing a working solution for our client.

Methodology:

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Our group members have collected data from different sources including the primary & the secondary data sources for providing the best possible solution. Our group have discussed & analyzed data in order to create a clear & coherent theoretical & practical framework to support sound solution development. Our group has used one of the business problems solving model "INTEGRATED DRAWING/DESIGN TECHNOLOGY PROBLEM SOLVING MODEL" developed by Roberts & Russell (1975) whom we have used in our applied management project report. Following are the steps of our model:-

Understanding the Problem

Developing a Plan

Carrying out the Plan

Evaluation

Understanding the Problem: -

Brief Explanation of the Above Problem-Solving Model:-

The model describes firstly to understand the main problem arise in the IT department of the health care provider. The main problem definition existing in the health care provider is that Victor wants' to bring some sound principles of management & leadership to the role. Identifying the problem is very important part of any team & without properly identifying the main problem we cannot go further in developing the proper plans for combating with the problem.

Developing a Plan:- The model describes about developing a good working plan after being identified correctly what is the main problem which have been there in the company. In this stage basically the initial sketches & some graphs is been developed. The sketches & flow chart which have been identified properly are to be followed through-out the carrying the plan in the project.

Carrying out the Plan: - This fourth stage will be carried out by the health care provider. It's because they want the solution & we are here just for recommending the solution to them. The case study VICTOR B will carry out the plan it will really help them to solve further the smaller problems that are existing in the company.

Evaluation: - This stage basically is all about setting some established critical standards & benchmarks to compare the actual planning employed against the standards established. According to us weekly checking if the plan should be done to check that actually the plan is properly going or not according to what is being planned. According to our firm employed plan should be reviewed weekly basis. If this happens it will be possible for them to go with the plan accordingly.

Primary Research Sources:

We have conducted an interview with the manager of IT department of Sungard Ltd., Mr. Savjot Singh. The reason why we interviewed this person was because according to us he is the current manager of this company Sungard Ltd. & we thought that being the manager of this company he has much experience & has enough knowledge of the company's technical knowhow. This company basically deals in software & hardware systems. It has location in Christchurch with 1700 employees working under it. We have discussed the manager their style of motivation, leadership, working environment & communication.

Secondary Research Sources:

Bibliography

Harold Koontz, H. W. (2009). Principles of Management . Tata McGraw Hill.

Hartel, C. E. (1986). Human Resources Management. Pearson Education.

Ivancevich, J. M. (2006). Organization Behaviour and Management. Tata McGraw Hill.

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Management.com. (n.d.). Retrieved from www.management.about.com: http://management.about.com/

www.dol.govt.nz. (n.d.). Retrieved from www.dol.govt.nz: http://www.dol.govt.nz/

(Community law Organisation of New Zealand)

(dol.govt.nz)

Acknowledgements:

Our group would like to thank our tutor Mr. Guillermo Merelo whose useful advice & support based on this project report were really very valuable. He was very helpful whenever we had any problem regarding this project report. Without the extensive help of our tutor it would not have been possible for us to complete this project. He provided us with much positive guidance which helped us to complete this project report by the due deadline. Moreover we would also like to thank the manager of Sungard Ltd. Who gave his precious time to us. Without the interview it would not have been possible to collect enough data.

Problem Definition:

The main problem is that our client wants to bring sound principles of management & leadership in the IT department system of the health care provider but there is no participative leadership, not maximum staff co-operation. He is not able to handle his own team in his own IT department because of the inconsistencies which are present in the team

Problem Issues:

Positive Issues:

Our client got appointed in an IT company.

Our client believes in the participative leadership and have positive attitude towards the task.

Our client is very passionate and enthusiastic to achieve high goals with the team work.

Our client feels that the business context he is working in makes this even more essential

Negative Issues:

There is no clear organization culture in this company.

There is so much negative behaviour existing among the staff members working in the health care provider.

There is a lack of positive attitude in the department.

There is very poor coherent and consistent developmental over sights.

There is no proper interaction and mutual understanding between the team members.

Discussion:

Primary Source

Interview

We have collected the primary data of Sungard system Ltd. by interviewing the manager "Savjot Singh Brar" of this company. This Company is situated in Christchurch which designs the software for the systems Sungard Ltd. Is an IT company & it deals in software & hardware systems.

Sungard has many branches around the globe which has more than 1700 employees. We have discussed with him about the leadership, motivation & communication with him in his company. We have discussed with him that how he motivates all his employees in his company.

He says that employees working in the company after a period of 6 months, the company chooses the best employee & their pay rise occurs simultaneously. The employee is then given some reward in this company.

The manager of Sungard Ltd. told us that leadership is more important & the company deals in the technical work. So, it is very important to lead them in this company. He says that good employees are rewarded with a promotion, pay rise & other gifts. He discusses that communication in the company is very formal. He mentioned:

"We do meetings monthly & take feedback from them & discuss about their problems & we gave them targets as well & if they have any problems so they are welcome to discuss with the manager".

He also said that the working environment of the company is state of the art & provides all the facilities & all the employees don't face any problem & proper interactions between the workers goes on.

Secondary Data Sources

In order to provide a clearer picture about the problem our client is facing this team has identified four underpinning issues which are necessary to clarify in theoretical terms.

These issues are:-

1.Leadership: - Leadership is a process by which a person influences others to accomplish an objective and directs the organization in a way that makes it more cohesive and coherent. Leaders basically help to accomplish all the objectives in a group. They don't stand behind the group but they stand in the front so as to lead the team from the front.

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Leaders carry out this process by applying there leadership knowledge and skills. There are 4 factors of leadership & they are: - [1] (US Army. 1983)

Leader

Followers

Communication

Situation

Leader: - A leader must have an honest understanding of him & what can he do. Only the followers determine that if the leader is successful or not. So, to be successful a leader must be able to convince his followers.

Followers: - Different people require different styles of leadership. A person who lacks motivation requires a different approach than one with a high degree of motivation. A leader must very well know his people.

Communication: - You lead through two-way communication. Much of it is nonverbal. For instance, when you "set the example," that communicates to your people that you would not ask them to perform anything that you would not be willing to do. What and how you communicate either builds or harms the relationship between you and your employees.

Situation: - A must well know that all the situations are different. A leader must decide his best judgment or the best course of action for tackling each different situation. A situation has a great effect on a leader's action than his or her characteristics. Traits of a leader will have little consistency across situations.

Leadership can be discussed from the following theories & that is:

Management Theory: - Management theories, also known as transactional theories, focus on the role of supervision, organization and group performance. These theories base leadership on a system of rewards and punishments. Managerial theories are often used in business; when employees are successful, they are rewarded; when they fail, they are reprimanded or punished. This theory is based upon the system of rewards & punishments. This type of theory is often used in business when the employees are successful they are rewarded & when they are punished. The rules, procedures & standards are essential in transactional leadership.

2.Communication: - The communication is the transfer of information from a sender to a receiver with the information being understood by the receiver. The term communication can be understood by the communication process which includes thought, encoding & decoding of messages.

Our client organization, the communication flows in various directions like downward, upward & cross-wise. Basically, downward communication was emphasized but there is ample evidence that if communication flows only one downward, problem will develop. In fact, one could argue that effective communication has to start with the sub-ordinate & this means primarily upward communication. The horizontal communication flows between the people on the similar organizational levels. The communication in our client's organization is absolutely absent. Although the department head tries to communicate with their team members, but as per the scenario nobody is listening to him. So, the communication is not proper between the team leader & his employees.

3.Motivation: - The motivation can be defined as the driving force behind all the driving force behind all the actions of an individual. According to our case study, manager is not satisfied from employees work. Because the employees were not following the rules & regulations of company & they have no interest or confidence towards their work. So, employees need to be motivated & follow some rules & regulations by which the environment of the company should be maintained.

According to the Reinforcement Theory, formulated by E.L. Thorndike the relationship between behavior & its consequences, this theory focuses modifying an employer on the job behavior through the appropriate use of one of four techniques.

Positive reinforcement rewards behavior: - Positive reinforcement such as pay rise or promotion is provided as a reward for positive behavior with the intention of increasing the probability that the desired behavior will be repeated.

Avoidance: An attempt to show an employee what are the consequences of improper behavior will be.

Extinction: Ignoring the behavior of a subordinate & not providing either positive negative reinforcement.

Punishment: An attempt to decrease the livelihood of behavior recurring by applying negative consequences.

Role of motivation

High performance level

Low employee turnover & absenteeism

Acceptance of organizational change

Different types of motivation:-

Intrinsic motivation is what people engage in an activity.

Extrinsic motivation comes from outside of the performance

Biological motives are things such as hunger

Social motives are behaviours such as achievement, power, affiliation & other social experience.

4. Working Environment:-

The working environment is pretty good in our client organisation & all the employees working in this company feel very comfortable and they respect each other & they do their jobs in team work. & the communication is pretty good & they have fun while they work as well. In short we can say that every employee is a team player. A good working environment will take care of any needs of the employee/worker. Contests or competitions can make the work place for a worker better.

Findings:

Problem Parameters:

Our firm has identified some elements that our client needs to take into consideration in any decision he makes. These elements are beyond his reach and they constitute specific parameters which is compulsory to follow. They are basically related to rules and regulations established by the New Zealand government in terms of rights and obligations of employers and employees.

Therefore is relevant to clarify the next issues:

Possible Solutions

Dismissal procedures:

The labor law does not prescribe a particular dismissal / disciplinary action that the employer has to follow, but his dismissal and the process is used, it must reflect what a fair and reasonable employer would have done under the circumstances. Case law has shown that the employer must have a good reason and the disciplinary procedure must in a way that is fair to the employee performed.

The employment legislation does not provide a particular dismissal procedure

Employees Rights and Obligations:

obey the employer's lawful and reasonable directions

display due care and competence in the performance of a particular job

To be honest.

To conduct themselves in such a way as not to bring the employer into disrepute

Not act in a manner that is hostile to the employer's interests, for example, leak confidential information.

Employer's rights and obligations:

Pay the employee the agreed wage

Provide the employee with a safe workplace

Not discriminate against an employee on a prohibited ground of discrimination

Treat employees in a fair & reasonable manner

Not act in a way that destroys the relationship of trust & confidence.

In order to provide our client with a range of possible solutions our firm has identifies two main options for him to solve the problem, these are:

OPTION 1:

We have done several findings & we have selected the following problem parameters:-

Dismissal:

Dismissal basically has legal procedures for which if the employees need to be dismissed they have to follow some legal procedures for the dismissal process. According to the Employment Act 2000, a warning letter is given to the employees & if they don't listen then they are dismissed.

Estimation of circumstances:- It depends on the situation on what the employees have done if the situation is really critical then a certain action can be taken against the employee. It could be anything like for example the employee is caught in stealing something or he is not performing well, or abusing to other employees or a sexual harassment then strict actions can be taken. The manager of the company has to consider all the circumstances on what basis the particular employee have been caught. In short we can say that a manager or the team leader of the company cannot fire an employee directly from the organization. He has to follow some legal procedures before he dismiss any of his employees from his company.

Checking of formalities: - Here in this stage it means that if the manager really wants to dismiss an employee he has to follow all the formalities like giving the verbal warning, then the warning letter & after than giving the final warning letter to the employee. Then after the employee is asked to give his resignation if the employee asks for a last chance then he has to give it to him but the employee has to take the written letter from the other employee that the employee will not do the mistake again. If the employee has done the same thing in the future then he will get instant dismissal.

Preparation of the documents & the meeting:- Here, if the manager suspects that an employee has done something wrong & if he is genuine than following actions can be taken like the cancellation of the contract of the employee, no legal certificate for the work he has done in that company & he may not be recruited again.

Effectuation of the dismissal: - Here, effectuation is a set of decision making principles which are observed to employ in the circumstances of the uncertainty of an employee.

Negotiations: - The negotiations can be done with the employee if the manager thinks that the employee wants a last chance so as to improve its own situation without repeating the mistake again. Negotiations can provide a last chance for the employee to convince the manager of the company save himself.

Inform the person who is underperforming that you would like to have a meeting to discuss their performance as things are not going well.

Tell the person the grounds for concern up front so they have had time to prepare - no ambushes and tell them they can be accompanied by a friend or union rep - if they chose bring along a relative make sure you are also supported just in case things get heated. You must tell the employee they have the right of appeal at any stage - if possible to another senior partner or independent person.

Hold the review meeting at your offices - reserve an office and ensure that all calls are held and you are not disturbed. Go through and explain the reasons for taking the action - state clearly that this meeting is about unacceptable performance and list out the issues. Allow the person their say - there will be defence obviously listen politely but be firm in your resolve. If this is a final meeting inform the person in clear terms that they are dismissed - leave no room for misunderstanding use a form of words like ' I have decided to terminate your employment'.

If this is not the final meeting in most cases it is advisable to agree a review period to give the person the opportunity to improve performance. Agree this review period and state what

Document this meeting with the grounds and issues of concern and the agreed actions and send this in a letter to the person concerned copied to the HR department.

Hold the agreed follow-up review meeting and go through what has been achieved (or not) - hold the meeting even if performance has improved to your satisfaction and set down a new period of review to show the performance improvement is maintained.

OPTION 2:

Retaining the staff:

The employee retention is the act of keeping employees. There are many reasons that organizations want to retain employees, and there are actions the organization can take to promote employee retention.

Warning letter can be given to the employee: - In order if any employee have broke the rules & regulations of the company so, the manager have rights to give the warning letter. He can tell him if he repeats the mistake again then legal actions can be taken place.

Open communication with the team is must: - If any experienced employee is about to be dismissed for his mistake but for company's not worth enough to lose him then the manager can have an open chat with him to keep him on the same place, what he is serving right now & after that it's his manager's to solve the problem .

Make sure that each individual has clear objectives & responsibilities: - Here the employee working in the company should have a clear goal & proper objectives as what the organization wants exactly from him. Without proper goals & objectives a company cannot succeed in the long run & without following the objectives of the company an employer cannot survive in the company.

Involve the team in the interviewing process: - Here it is necessary to involve the whole team in the interview process to know their problem, & to know each other well, so that they can have an understanding with each other & work in a team.

Carry out thorough research into salaries & packages for the industry: - Sometimes, it can be possible that experienced employees are underpaid. They don't get proper benefits as to, what the employee deserves. So, the manager of the company should have a thorough research of the paid list of all the employees & the manager needs to increase the pay of the experienced employee. By this it would be possible for the firm to retain the experienced employee. It's indirectly taking the benefit of the valuable experience of the employee by the respective firm.

Evolve a development program that's in line with the departmental & corporate strategy: - Here, basically its necessary for the employees to have a promotion chances in the company where they work. That they can work hard & they can keep them self motivated to achieve their goals & to get their positions.

Build realistic training programs designed around each individual: - It is necessary to have the training programs in an organization that the employees can know what they are doing & they can increase their knowledge about the job & which can further increase the profit of the company & it can get the perfection in the job of the employees.

Conclusion:

Option 1: Dismissal of the Staff

Advantages:

According to the theory of the rotten potatoes "one rotten potato can infect others also". So it is very important for the firm to get rid of those employees who create different problems which can cause others.

With this the company can reduce the labor costs.

When an employee is dismissed the company gets a chance to hire a new fresher employee in the place of the previous employee. With that they get a chance of building a new relationship.

The firm can get new & fresh ideas from the new employee.

If the new employee is a quick learner then it proves the benefit for the firm to reap the advantage of the fresh new ideas of the new employer.

The company gets a chance to rid the employees who don't work well.

Disadvantages:

The main disadvantage of the dismissing the employees is that the company loses some experienced employees who has a lot of experience

It gets expensive to hire new employees which increase their labor costs.

To fire the staff it can delay the work schedule.

If the company keeps dismissing its staff then it may affect on the company's reputation. Because there is no job security in that company.

It's actually too time consuming to fire the old staff because the company has to follow all the legal procedures to gave the sack to the employee.

Sometimes, the manager doesn't investigate the all circumstances on which the employee is to be fired. It may also be possible that because of the enmity going on between the two employees one is suffering of getting dismissed although he is very genuine & did not do anything wrong in the firm.

Option 2: Retaining the Staff

Advantages:

The main advantage of retaining the staff is that it's very cheap & the company doesn't needs to give the training all together to the employee to do his job.

It's not going to put an effect on the work schedule

An old employee knows what his jobs so; will are not going to tell him what to do as like a new staff.

An old employee has experience & he can do the job better & he doesn't needs to ask others what to do.

Disadvantages:

The disadvantage of retaining the employees would be according to the rotten potato theory "one potato can infect others". One bad employee can infect the other employees working in the company. So, it's better to get rid of the problem.

The employees who are experienced but don't work well, may know many internal matters of the firm so they can cause much damage to the firm. So it's not worth enough to keep them.

RECOMMENDATIONS:

Preferred Solution:

Our group has researched a lot of primary & the secondary resources & we would like to recommend that the preferred solution for the firm would be retaining the staff than to dismiss the staff facing some legal actions.

Actions necessary to implement the solution:

Motivate the employees in each & every department of the firm.

The firm should introduce a developmental program for each & every individual working in this company.

Each employee should be given proper training & seminars should be organised for the individual growth of every employee.

Provide a good working environment for the employees working in the firm & try to cater all the needs & the demands of the employees. Only good working environment can encourage & motivate employees to working according to the company's objectives & goals.

Experienced employees must have good pay raise so as they don't leave the firm so early because of the frustration.

Rationale:

Here the best strategy would be to keep the experienced employees & not firing them because of their underperformance or any legal actions taken place on them. In short we conclude that retaining the staff is a better alternative for the firm than to dismiss the staff. The main reason for retaining the staff is that if any staff has done something wrong in the company then the particular employee can be penalised but it should not be forgotten that the same employee has been working in the organisation since many years & so due to his working he has gained much experience of the working of the firm as compared to the new fresher employee. A new staff will take some time to get the experience in the company but the employees working for several years will be a direct benefit for the firm. The firm can take the advantage of the much valuable experience of the employee who is going to be dismissed due to some legal actions. The manager of the firm can negotiate with the employee as to what problem he is facing why is he is not doing well. The manager should try to solve the problem of the employee so as to keep him as he is experienced in the department. Retaining the staff looks better move of the company than the previous option in saving the company's precious time in training new employees.

The company should try to understand their matter & recognise their previous contributions they have given for the firm. The manager of the firm should recognise their previous efforts as it led the company to earn good revenue. Without their help it would not have been possible for the firm have good revenue. Their previous track record should be taken into account while at the time of dismissing them. If an employee has a good track record then he should be given another chance for working in this company. This would be indeed a good strategy for any successful company to implement.

Signatures of team members

Satinder Pal Singh (A207)

Martin Gomes (A153)

Gurpalvir Singh (A038)

Vijender Modgil (A210)

Appendix: Project Proposal

Introduction

Project Purpose and Goals

This group research project aims to identity the nature and scope of the managerial problem outline in the case study, VICTOR B and through collection, collation and analysis of both secondary and primary research by group members to find and evaluate possible solutions.

Group research discussion and findings. Analysis and solution recommendations will be presented in the form of a formal written report and a team oral presentation.

Problem Definition

The main problem is that Victor wants to bring sound principles of management & leadership in the IT department system of the health care provider but there is no participative leadership, not maximum staff co-operation. He is not able to handle his own team in his own IT department because of the inconsistencies which are present in the team

Problem Issues

following are the issues have been identified by our group members from the case study VICTOR B.

There is no clear organization culture in the company.

There is so much negative behavior existing among the staff working in the health care provider.

There is lack of positive attitude department.

There is very poor coherent and consistent developmental over sights.

There are no proper interactions between the team members.

Rationale

According to our group there are many problems which have been identified by our group members in the New Zealand's largest health care provider is that there exists lack of rules & regulations. Moreover, the management team seems to be very weak in combating the problems of the company. It is because Victor the IT Systems Manager knows very well about the employees who are consistently irregular & are not working properly in the firm. He knows their weaknesses very accurately but unfortunately when he tries to negotiate with the HR Manager for the suspension of those following employees the management team seems to be very particular about the process the employment dismissal process.

The employment dismissal process seems to be very long & it will take time to get rid of these employees simultaneously making very difficult for Victor to run his whole team with this type of employees.

Another problem mentioned by our group is that there are no proper interactions between the team members. According to our group the main reason is that each & every employees is seeing for the benefit of its own & not thinking as a whole team. Unlike Victor who tries to run his whole team effectively the team members are not thinking like Victor & thus fail to interact positively between the other team members. No interactions occur between their team members which result in no collective team effort to produce the desired results. Every firm may be a health care provider or any small business will try to earn some profit but for this it needs to group together to produce effective results.

Even the employees working in the health care are being known for their negative behavior as given in the case study. We can see this by the following examples given in the case study that one employee is arriving late to the work daily without any genuine reason. The employees mostly are seeing doing the bare minimum work instead of doing the heavy work load. The other employee seems to be talkative & seen talking with another fellow administrative staff which mostly includes the female workers thus avoiding concentration on the work to do. Without avoiding these types of behaviors among the employees it is impossible for a team to perform effectively. There seems to be a hindrance in the organization culture & moreover there are no clear organization goals or targets define systematically. So the employees just arrive at their work & do their work without even bothering it seriously.

Another challenge in the health care provider is that problems existing with the dismissal process. According to the New Zealand Employment Act 2000 it was substantially amended by the employment relations amendment act 2000. The NZ Employment Act 2000 is a status of the parliament of New Zealand.

Termination of Employment:- In these term the employees can only be fired if the employer has a good reason & has followed a fair procedure.

Reasons for firing employees include:-

Unsatisfactory Performance

Incompatibility with other employees

Absenteeism

Misconduct

Violence

Inability to perform the work due to some injury or illness.

Employment Act:-

The body of laws that governs the employer-employee relationship, including individual employment contracts, the application of contract doctrines & a large group of statutory regulation on issues such as the right to organize & negotiate collective bargaining agreements, protection from discrimination, wages & health & safety.

Employment Relations Act 2000:-

To build productive employment relationships through the promotion of in all aspects of the employment environment relationships.

By acknowledging & addressing the inherent inequality of power in employment relationships.

By promoting collective bargaining

By protecting the integrity of individual choice.

By promoting the mediation of the primary problem solving mechanism.

By refusing the need for judicial intervention.

To promote observance in New Zealand of the principles underlying international labor organization convention on freedom of association & convention 98 on the right to organize & bargain effectively.

New Minimum Wages Rates.

Cashing up your annual holidays:-

The Policy on the enforcement of employment standards guidelines for collective bargaining employment agreements.

Staff Development & the Motivation Strategies:-

There are different motivation theories available to motivate the staff working in the company or any health care provider. If the employees are not motivated then they will not do their work seriously. So, it is important for the owners of the firm to keep motivating their staff from time to time. If they are motivated then, they will work better& their productivity will be very high. It's a direct benefit for any firm to have motivated employees. There are different strategies for motivating employees like for eg:-

Their pay should be increased to a standard level if they are working hard.

They should be given additional incentives; pay rise should be there in short.

Their work should be recognized so that they can feel that they are very important & if they don't work seriously it will be their loss.

They should be motivated to participate in each & every function organized by the companies.

If the company gains profit or has high revenues all the employees should be given a small share of the profit so as to gain sympathy among the employees.

The company should try to organize some social events & parties in the festive season & should try to invite all their employees to come with their family.

The company should follow good strategies to try to avoid any conflict between the employees. They should always try to keep motivating the employees & try not to demote the employees more frequently. The firm should try to avoid severe punishments like the dismissal of the employee from the company & suspension orders.

If there is a serious situation like this, then the top management of the firm should try to negotiate with the employees about their employees matter & their complaints & solve. It should try to negotiate any serious matter like this peacefully so that no employees go empty hand. When there's a problem arise among the employees working in the firm.

It is very important to keep in mind that only motivated employees is a direct benefit for any large or small organization because it can avoid a company to avoid any type of losses in the present & in the near future.

Research:-

Our group consists of five members in total & all the tasks have been clearly defined among the team members & all have done their tasks with getting help from the following sources.

Following are the list of our team members with their tasks & the sources they assisted with in the project.

Primary Data Sources

Interview

We have collected the primary data of Sungard system Ltd. by interviewing the manager "Savjot Singh Brar" of this company. This Company is situated in Christchurch which designs the software for the systems Sungard Ltd. Is an IT company & it deals in software & hardware systems.

Sungard has many branches around the globe which has more than 1700 employees. We have discussed with him about the leadership, motivation & communication with him in his company. We have discussed with him that how he motivates all his employees in his company.

He says that employees working in the company after a period of 6 months, the company chooses the best employee & their pay rise occurs simultaneously. The employee is then given some reward in this company.

The manager of Sungard Ltd. told us that leadership is more important & the company deals in the technical work. So, it is very important to lead them in this company. He says that good employees are rewarded with a promotion, pay rise & other gifts. He discusses that communication in the company is very formal. He mentioned:

"We do meetings monthly & take feedback from them & discuss about their problems & we gave them targets as well & if they have any problems so they are welcome to discuss with the manager".

He also said that the working environment of the company is state of the art & provides all the facilities & all the employees don't face any problem & proper interactions between the workers goes on.

Secondary Data Sources:-