INFOSYS’S STRATEGIES FOR

HIGHER JOB SATISFACTION

MC PROJECT REPORT

REPORT SUBMITTED TO:

Dr. Neetu Ganapathy
M.Sc., MDBA & Ph. D
Assistant Professor - Systems 
SDMIMD Mysuru

REPORT SUBMITTED BY:

Group-8 Section ‘A’- PGDM 22-24
MANJUNATH C - 22584
ALWYN SABU- 22562
IMRAN BISNALLI- 22574
RADHIKA CHOUHAN - 22594
SRISHTI K – 22604
TAHA DHILAWALA - 22610
 ACKNOWLEDGEMENT

We the members of Group 8, Section A, 1 st year of SDMIMD have inclusively put in efforts for
the completion of Managerial Communication Project Report on the topic “Infosys’s Strategies
for higher job satisfaction”. We express our gratitude to our guide and Professor Dr. Neetu
Ganapathy, who gave us this opportunity to work on this topic.

We would also like to thank our teammates for helping in completing the project.

Finally, a note of thanks to all the people who helped directly or indirectly to complete this
project.

Thanking you,

Group 8 (Section A)
 EXECUTIVE SUMMARY

Every country in the world was significantly impacted by Covid-19, which was labelled a pandemic over the
world. Eventually, all businesses were forced to make the decision to require remote work from all of their
workers leading to lack of communication between the employer and the employee therefore caused job
unhappiness and dissatisfaction. This was one of the reasons. Infosys was one of the businesses that encouraged
its staff to work remotely.

Employee unhappiness at work results from a variety of factors. Some of these include inadequate remuneration
for workers, bad management, little room for advancement, an unsupportive boss, and pandemic. Working from
home has an impact on women specifically since they must balance job and family. Through this report, we can
understand how Infosys overcame this situation and what strategies it planned.

For its workers, Infosys introduced the HALE plan, which means Health assessment and lifestyle enrichment
plan, HALE tool’ refers to an e-commerce plan which includes a ‘InfyGold+’ card, and counselling is done to
employees giving them face to face advice. Apart from all of these Infosys provides coupons of Swiggy and
Zomato, and many more offers. Infosys has thus developed a few solutions, they are learning activity and a
choice of assignment to its employees, flexible work schedule and time off, individual recognition i.e., valuing
each individual and their work, greater autonomy and authority at work, time spent with their supervisors which
will eventually lead to job satisfaction and high morale among employees, and you may find a few tips for
improving workplace employee happiness throughout this paper.
 TABLE OF CONTENTS

Introduction....................................................................................................................................1
Literature Review...........................................................................................................................2
Research Methodology..................................................................................................................4
Findings..........................................................................................................................................5
Reason For Employees’ Dissatisfaction at Workplace Post Pandemic......................................5
Gender based Effects of COVID-19...........................................................................................5
Strategies employed by Infosys to Keep Employees Happy at Workplace................................6
Factors considered to Improve Employees’ Productivity at Workplace.....................................7
Solutions.........................................................................................................................................8
Recommendations..........................................................................................................................9
Conclusion...................................................................................................................................11
References....................................................................................................................................12
 Introduction
Attitudes are assessment about things, people, or events that can be positive or negative. They serve as a
reflection of one's feelings. When it comes to how employees perceive their surroundings, commit to their
intended behaviours, and ultimately behave, their work attitudes play a significant role. One of the various
attitudes people have about their jobs, along with involvement at work and organisational commitment, is job
satisfaction. Therefore, job satisfaction is a collection of positive or negative feelings and emotions that
employees have about their employment. A person who is highly content with their job has positive
sentiments about it, whereas a person who is not satisfied with their employment has negative feelings about
it. Because it affects numerous organisational behaviours, job satisfaction is a crucial issue for both
employers and employees. The purpose of the employee satisfaction survey is to gather data for various
improvements, including increased productivity, loyalty, and job satisfaction. Organizations can find the
fundamental reasons and make adjustments using the employee opinions. The organisation just needs to
identify what inspires individuals, what fosters loyalty, and what truly makes employees happy. Employee
satisfaction only lasts as long as employees are confident that their concerns are being handled.

A company will have lower turnover, greater customer loyalty, more positive word-of-mouth, higher
earnings, and better teamwork if its employees are content and highly satisfied with their job. In fact,
business units with staff who perform in the top half in terms of employee engagement see an average 50%
greater success rate in terms of productivity outcomes.

Infosys should develop strategies relating to work conditions, salary and promotion, work relationships,
utilising employees' skills and abilities, feedback systems, and building long-term associations in order to
improve staff performance and productivity. These strategies will ultimately improve the work environment,
boost employee morale, and increase employee satisfaction, high profits, and customer retention.

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 Literature Review
The COVID-19 crisis has fundamentally altered how people live and work. The COVID-19 pandemic has
undeniably had a significant impact on many aspects of our lives and will continue to do so for months and
years to come. However, the consequences of the crisis and societal responses to the virus's challenges are
not entirely negative. The new situation also provides opportunities for positive changes in our work and
personal lives that were previously unthinkable due to the COVID-19 crisis. Many people may see this crisis
as an opportunity to learn how to cope with significant changes in their daily lives, and even to adopt new
proactive behaviors. For example, some employees may discover that new ways of working (e.g., WFH)
increase productivity and satisfaction when compared to working in an office (Kramer A, 2020). According
to data collected from employees in Denmark and Germany between March and May 2020 (Ipsen C, 2020),
71% felt informed and well prepared for the changing work situation and WFH. Participants also mentioned
several benefits of working from home, such as having more control over their workday, working more
efficiently, or saving time spent commuting. In contrast, some reported disadvantages of WFH included
social isolation, a loss of work value, and a lack of critical work equipment. Nonetheless, respondents
reported relatively more positive than negative experiences with WFH. (Martin Tušl, 2021)

Theories Taken into Consideration:

 One of the studies carried out by foreign researchers included integration of the transactional stress
theory (John P Trougakos 1, 2020) 1984 along with self-determination theory (Anthony, 2021) to
advance and test a model predicting that Covid-19 anxieties prompts individuals to suppress
emotions, which has detrimental implications for their psychological need fulfillment. In turn, lack of
psychological need fulfillment hinders employees' abilities to work effectively, engage with their
family, and experience heightened well-being. These theories played a crucial role in determining
factors which has led to change in the behavior of individuals during this pandemic. This research
represented a first step to understanding the work-, home-, and health-related implications of the
unprecedented pandemic situation, highlighting the detrimental impact of the anxiety stemming from
the COVID-19 pandemic. We can further analyze and understand that there was decrease in the goal
progress, family engagement and increased health issues due to rise in emotional suppression and lack
of psychological need fulfillment.
 Hawthorne studies of management are the best reference for understanding the relationship between
sociopsychological factors of human behavior and job satisfaction. Hawthorne studies are well-
known for investigating sociopsychological aspects of human behavior as a strategy for employee

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 management in the workplace. These studies demonstrated that novel changes in working conditions
temporarily boost productivity (called the Hawthorne Effect). The Hawthorne studies were created to
look into ways to increase worker productivity. According to the Hawthorne management theory,
worker productivity is determined not only by physical conditions, but also by management's concern
for employee welfare and wages paid to them. The most well-known study of organizational behavior
is the Hawthorne Effect, which describes how test subjects' behavior may change when they are
aware that they are being observed. According to the findings of this study, employees in businesses
with a positive social environment are more likely to have a higher level of job satisfaction and
enjoyment. Workers are more likely to dread work and have a negative opinion of their employer if
negativity is the norm and employees are constantly at odds with one another. (Dr. Surekha
Kommirshetty, 2022).
 The study of job satisfaction was also influenced by scientific management. Frederick Winslow
Taylor's monograph "The Principles of Scientific Management" was published in 1911. Taylor
contended that flaws in a given work process could be scientifically resolved through improved
management methods, and that the best way to increase labor productivity was to optimize how the
work was done. Taylor's methods for increasing worker productivity are still used in businesses,
modern militaries, and even professional sports. Because workers were forced to work at a faster
pace, the initial use of scientific management by industries greatly increased productivity. However,
workers became exhausted and dissatisfied, leaving researchers with new questions about job
satisfaction to answer. (MasterClass, 2021)
 Some argue that the foundation for job satisfaction theory was laid by Maslow's hierarchy of needs
theory, a motivation theory. According to this theory, people seek to satisfy five distinct needs in their
lives: physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This
model provided a solid foundation for early researchers to develop job satisfaction theories. While in
the past, this approach of applying Maslow's hierarchy of needs seamlessly aligned with employee
engagement, the spread of Covid-19 and the advent of a new normal has put these claims on shaky
ground. Fortunately, organizations are successfully reinventing their approach to meet these needs in
the most creative way possible while maintaining a high level of engagement. (Roy, 2021)

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 Research Methodology
This research is carried out in order to understand and to gain better insights of how Infosys manages to keep
their employees happy at workplace.

Data Collection:

The data which is collected for the purpose of the study is categorized into two categories:

PRIMARY SOURCE:

The Primary data comprises information of Employee Satisfaction at Infosys’s Workplace. The data has been
directly collected from the respondent i.e., Ex- employees who worked at Infosys, Mysore with the help of a
telephonic interview and in person communication.

SECONDARY SOURCE:

The secondary data was collected through Internet, Publishes articles and YouTube videos.

The Research method we used was Descriptive research.

RESEARCH PERIOD:

The research was carried out for a period of 2-3 days.

The goal of conducting this research was to find out the ways in which organizations keep their employee
happy at workplace and finding out the ways for employees’ dissatisfaction at their workplace.

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 Findings
The findings of this research report are as follows:

1. The reasons for employee’s dissatisfaction at the workplace post pandemic.

2. Gender-based effects of COVID-19 in the workplace.

3. Strategies employed to keep their employees happy at workplace.

4. Factors considered to Improve Employees’ productivity at workplace

Reason For Employees’ Dissatisfaction at Workplace Post Pandemic

 Poor communication was one of the causes of employee unhappiness. In fact, 17% of individuals who
were employed during the pandemic reported that their employer did not adequately and promptly
communicate with them about important concerns including working hours, layoffs, and salary during
the crisis. In a similar vein, 55% of employees who were furloughed felt ignored by their company, as
their company failed to advise them of the next steps or to interact with them.
 Most employees want to work from home following the epidemic, and mental health is a significant
consideration. Employees also mentioned that if their company went back to exclusively on-site
employment, they might think about changing jobs.
 Employees prioritize work-life balance, flexibility, and mental wellness as they rely on their
employers for future security. After the COVID-19 outbreak suspended conventional working
procedures, businesses across the world are reviewing their policies and working arrangements.
 According to a McKinsey & Company survey, once the epidemic is over, employees want to see
businesses place with a greater emphasis on flexibility, competitive pay, and well-being. Furthermore,
they expressed concern that their needs and desires would differ from those of their employers.
 In 2021, most workers who left their jobs cited low income, a lack of opportunity for promotion, and
a sense of contempt at work as reasons for their departure.

Gender based Effects of COVID-19

The pandemic's effects on the labour market have primarily hampered women compared to men. According
to a McKinsey & Company report, women's jobs are 1.8 times more vulnerable to the crisis than men's jobs.
Women account for 39% of global employment but account for 54% of total job losses. One reason for the
virus's greater impact on women is that it significantly increases the burden of unpaid care, which is borne
disproportionately by women. This, among other things, means that women's employment is declining faster

5
than the national average, even after accounting for the fact that men and women work in different industries.
Four out of every ten working women worldwide work in industries such as transportation, commerce,
cuisine, lodging, and other activities that were severely impacted by COVID-19. In addition, attitudes
influence how women perceive the economic consequences of a crisis in comparison to men. These are not
new beliefs, but rather traditional societal perspectives on women's roles. They may be reflected in current
decisions about who gets to keep their jobs, whether at the organizational level or within the family. For
example, according to the global World Values Survey, more than half of respondents in many South Asian
and Middle Eastern countries agreed that when jobs are scarce, men have a greater right to work than
women. In developed countries, roughly one in every six respondents said the same thing. Due to gender
biasness, the threats to women's physiological and psychological health are considerably greater. The need
for childcare brought on by school closures may also be to blame for a decline in the number of working
women. Particularly heavily hit are workers in the hospitality and food services sectors. Less secure work has
increased the chances that people would lose their livelihood or experience financial difficulties during the
current economic crisis. (Anu Madgavkar, 2020)

Strategies employed by Infosys to Keep Employees Happy at Workplace

Employees at Infosys's Pune office have access to a variety of events and amenities aimed at improving the
bodily and psychological state of mind, from a pedaling club called Thunderbolt to intervention
accommodations with interiors that give the deception of a nightly atmosphere. While some of the workshops
have a minimal fee, most of them are complimentary.

“We frequently neglect ourselves and our health as we try to keep up with this fast-paced world. Particularly
in the business atmosphere, there isn't much time for many of us to think about our health because of the
juggling act between work, family, and personal time. We have implemented a number of programmes and
interventions as a result of seeing the need to assist employees in addressing health issues, says Richard
Lobo, executive vice-president and director of human resources at Infosys.

‘HALE’ Plan: Health assessment and lifestyle enrichment plan that tries to address the consequence of
pressure on workforces and their peoples. Open communication channels with peers and leaders and
emotional support with counsellors helps employees Happy.

HALE Tool: It is an online survey, where professional brief and suggest to change the lifestyles, diet habit
and other aspects for changing lives. InfyGold + (e-commerce platform for employees) providing wellness
offerings at discount rates exclusively for employees.

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Professional counselling at Locations: Counsellors do Counselling at the campus for employees which
provide face to face advice.

Apart from this, Infosys provides food coupons for its employees from reputed restaurants or from online
food delivery platforms like Swiggy and Zomato. It provides various offers and discounts for its employees
from e-commerce sites. Provides with insurance and family insurance and health insurance coverage to its
employees. Reimburses Internet and telephone charges to its employees who ‘work from home’

Factors considered to Improve Employees’ Productivity at Workplace

Infosys is called as an employee-friendly organization. Infosys Technologies Ltd is one of the biggest IT
Industry in India with more 2500 rating and 3.25 rating on Job Buzz (a platform where employers give
ratings).

There are many reasons that make employees happy at workroom in Companies. Below are the few factors
listed which should be considered to enhance employee productivity.

Work-Life fit (21%): Infosys Technologies Ltd allows workforces work remotely for nine to twelve days
every month. This is to improve employee’s efficiency along with to sustain better work-fit balance.

Working Environment (20%): Infosys has a lively business environment. Company has less hierarchy,
where employees enjoy translucent work principles where office governments are kept down to the minutest.

Trade name (18%): Present employees and former employees elected to work at Infosys because of the
label of the Infosys. It continuously works towards motivating employees, by providing a good and
comfortable environment where employees feel secured.

Training and Progress (17%): Infosys delivers essential tools for profession growth which helps in
developing professional skills.

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 Solutions
Job satisfaction depends on having a cooperative workplace where employees are valued and wanted. This
Contains

 Work life balance

 Flexibility
 Mental health
 Employee involvement in actual goal-setting, planning, and problem-solving
 Respect for other viewpoints and ideas,
 Providing and accepting honest and useful feedback
 Setting up mentorship programmes,
 Sharing as much information as possible to staff members.

Employees feel satisfied to work in an environment with this type of culture.

Solutions are as follows.

1. A learning activity and a choice of assignment – Employees cherish learning opportunities that allow them
to develop abilities that will increase their marketability. Whenever possible, they also want the option to
select their own job assignments.

2. Flexible work schedule and time off - Employees value their work schedule and time off. Flexibility in
their work schedules will enable them to better balance their personal and professional duties.

3.Individual recognition - People prefer to feel needed and that their job is valued.

4. Greater autonomy and authority at work - This shows employees that the company believes in their ability
to operate independently and without seeking permission.

5. Time spent with their supervisors - Managers can accomplish two objectives by spending time with their
staff members. In the beginning, it gives acknowledgment and validation because a manager's time is
precious. Second, it offers assistance by listening to employees' concerns, responding to their queries, and
giving guidance.

In order to improve staff performance and productivity, which eventually leads to high profits, satisfied
customers, and customer retention, Infosys should devise techniques that improve the work environment,
boost employee morale, and raise employee satisfaction.

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 Recommendations
The era in which employee preference was not of supreme significance has long since passed. Now, though,
it's crucial that workforces are content. Better inspiration, increased manufacture, and improved workplace
ethos all result from content employees.

An illustration of how Netflix expresses its gratitude intended for its employees. Workforces by Netflix who
become parents for the first time receive an annual paid leave. This proves that Netflix genuinely
maintenances around their staff.

The position of a good workroom ethos takes into justification these four essential characteristics:

 Trustworthiness

 Esteem

 Impartiality

 Self-importance

Here are a few justifications for promoting workplace companionship:

• Encourages development and excellence teamwork among work.

• Peer communication improves the work environment.
• A positive work environment let fall stress and improves presentation.
• Workforces’ appearance frontward to habitual effort.
• Most of all, it fosters a healthy network of emotive care.
 Businesses should carefully clean and disinfect workplaces to maintain the security of the working
environment. There must be a defined procedure in place for both removing a suspected COVID-19-
infected employee from the workplace and for treating the workplace properly.
 Meeting and travel regulations should be updated. As travel has been connected to the spread of
COVID-19, companies with significant travel needs, particularly to overseas destinations, must
determine how the pandemic may affect travel. Companies should examine their travel policy, keep
up with the newest government travel advice, and be ready to track and connect with passengers. The
potential for the staff to become trapped far from their home regions because of the extent to which
the individuals become dissuaded from taking international trips, as well as the application of travel
restrictions by governments around the world.

9
 It is critical that social media policy be appropriate for this crisis and well established. It should lay
out clear guidelines for how employees can discuss the company and the effects of COVID-19 on
operations and worker’s health and safety. Should give employees a channel for internal reporting on
what they are seeing and feeling within the company to ensure direct contact as an alternative to
social media. Furthermore, an effective social media monitoring program may enable the detection of
new problems affecting target markets, customers, and production areas.
 The information sources at work should be considered. False information spreading within the
organization, responding to virus outbreaks through the media has presented unique problems.
Employers should serve as their employees' go-to source for accurate, timely information. Companies
should think about starting their own news channel at work, using reliable data sources.

10
 Conclusion
We found out from this study that work productivity, work engagement, and stress are all correlated with job
demands and job resources at home. Almost everyone in the world now needs to function in a situation that is
extremely different from what they are accustomed to owing to the pre-pandemic world. The COVID-19
treatments, which include social exclusion, travel limits, distant or online work, and limited staff, have
restricted the use of earlier techniques and altered how employees fulfil their responsibilities. Staff behavior
was changed by the COVID-19 outbreak remedies, these behavioral changes worry managers and executives,
group leaders, and human resource management specialists because they may influence employees'
psychological, mental, and general health, which could therefore have an impact on their effectiveness and
productivity. In reaction to the adoption of COVID-19, the businesses took actions to decrease the pandemic
effect on employees' performance. With respect to the company considered for our study i.e., Infosys, we can
conclude that Infosys management needs to make an effort to develop human resource policies that are
compatible with its employees' needs and motivation. It is critical for Infosys management to meet their
employees' expectations in order to strengthen their motivation, to reduce turnover, to make employees feel
satisfied and committed. However, the direction of the influence is debatable because there are arguments for
both the negative and positive sides. Psychological stress, unsatisfactory infrastructure, absence of
coworkers and office, unreasonable performance standards, poor relationships between management and
workers, challenges building faith among peers are all disadvantages of a work from home job. Employee
productivity may deteriorate as a result. In contrast, remote workers have more flexibility since they would
not have to travel, but more crucially, they have accessibility to more expertise globally, which can help the
business grow on an individualized level resulting in a more productive workforce to be produced by
businesses that provide virtual work possibilities and doing so might make both the employees and the
employers to feel motivated. However, in the end it becomes essential to devise and employ a strategy that is
adaptable to the changing work conditions by taking into account the pros as well as cons of the implemented
policies.

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