Abstract

The research answers the following question: what actions do organizations undertake to attract and retain young IT professionals and how do they correspond with expectations of young IT specialists? In order to get information about life values of young professionals, their expectations and apprehen-sions, in this research qualitative methodology and semi-structured interview method were used. All the respondents were conditionally divided in accordance to the companies they are employed with into international companies, big Latvian companies and modern IT companies. The research showed that different types of companies use different strategies to attract, retain and motivate young IT specialists. International companies try to satisfy the needs of young professionals for self-expression, freedom and self-realization. Big Latvian companies try to create environment where employees feel their dependence from the organization and are afraid to lose their jobs. Modern IT companies shape attachment to the company and create desire to make this company more compet-itive.

Highlights

  • The effective motivation model needs to be created in order to achieve corporate goals

  • The need in life goals which are tightly connected with the shift from survival to self-expression values discussed in Modernization Theory demonstrate the importance of correct and well-developed motivation system for attracting and further retaining employees

  • All theories of motivation can be relatively split into three groups: theories which observe motivation as a way of satisfying needs of employees (Alderfer, 1972; Maslow, 1954; McClelland & Burnham, 1976; Inglehart & Welzel, 2005); theories, which describe motivation as a process which leads to successfully functioning organization (Herzberg, 1987; Herzberg, Mausner, & Snyderman, 2010; Kopelman, Prottas, & Falk, 2012; McGregor, 1960) and theories, where motivation can be considered as interactive process between society and individual, where organization is an intermediary of this process (Bourdieu, 1996; Trigg, 2004)

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Summary

Introduction

The effective motivation model needs to be created in order to achieve corporate goals. The motivation process needs to correspond with employee value system and needs life goals. It is quite clear that motivation of employees leads any organization to higher output level. It perfectly corresponds with the engagement theory that states that an employee that has a positive attitude towards goals and values of the organization is very beneficial for the company. This is why company should create the participative working environment that stimulates engagement of employees (Kahn, 1990)

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