Conclusion

The survey findings indicated that companies should do more efforts in understanding the needs of their employees and better meet their job expectations and consequently reducing the gap between needs and satisfaction. This could be achieved through internal employee surveys aiming at understanding employee needs. However, more attention should be given to economic factors and training and development, as they have the highest need-satisfaction gap. Moreover, Top management should work on improving the levels of interdepartmental cooperation and further encourage teamwork by reorganize work groups into more efficient structures. The problem of long working hours faced by most of the respondents should be handled by employers by determining the reasons behind the late hours, to provide employees with better balances between personal and professional lives. Additionally, employers should set more ambitious career paths for their employees; they should have clearer pictures for their development paths in their companies in specific and the market in general. In reducing the brain drain and turnover rates, companies should increase restrictions on ICT employment contracts in order to guarantee retaining employees in the Egyptian ICT market for a certain period of time. In return, however, employees must be motivated and encouraged to remain in their jobs.

As indicated earlier, the two most important factors to retain individuals within the Egyptian market were providing clear career paths and providing better access to technologies. Therefore, it is necessary for companies to have more interest in managers. Since they are the least satisfied segment, companies must understand and meet managers' needs, because high dissatisfaction levels among this group is risky to corporations. The focus in motivating this segment should be via meeting their economic and training and development needs. Moreover, the high importance of ICT to the public sector should be a key element when considering the high dissatisfaction among public sector employees by providing more incentives to them as well as training to boost their morale and maintain their high level of loyalty.

It is necessary to mention that the findings of the study regarding the overall level of job satisfaction among ICT professionals in Egypt were surprising and interesting. The level of satisfaction was expected to be lower than what was actually indicated through the results. However, there still remains the problem of skilled ICT brains being drained to job opportunities abroad, where they get the opportunity of advancement and career development. Their overall job satisfaction does not fully compensate for all their needs. The reason they travel is not that they are generally dissatisfied, instead, it is that they need to find the job that provides them with a clear career path, provides a chance to grow, and exposes them to advanced technologies. Therefore, these job aspects are the key motivational factors for retaining ICT professionals in Egypt.



Managing Globally with Information Technology
Managing Globally with Information Technology
ISBN: 193177742X
EAN: 2147483647
Year: 2002
Pages: 224

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