INDIVIDUAL DYNAMICS AND LEADERSHIP  PROJECT ON  BEHAVIOUR MODIFICATION AND MOTIVATION USING OB TECHNIQUES

1. INDIVIDUAL DYNAMICS AND LEADERSHIP
PROJECT ON
BEHAVIOUR MODIFICATION AND MOTIVATION USING OB
TECHNIQUES
BEST PRACTICES THAT CAN BE FOLLOWED FOR BEHAVIOUR MODIFICATION AND
MOTIVATION OF EMPLOYEES OF THE CIS PRACTICE AT DELOITTE INDIA CONSULTING
PVT LTD
Mayank|Prity |Deeksha |Harika |Abhishek | Prasanth
Group 5

2. The CIS Practice at Deloitte
Growing Fast
One of the fastest growing practices at Deloitte, the
tam size grew by 4 times in the last two years
Diverse
The practice caters to the life sciences and healthcare
sector and consists of people from different
professional backgrounds like physicians, dieticians,
dentists, physiotherapists and engineers.
Dynamic
Since the project supports EMR systems at a big
Healthcare provider in the US, there is a constant
budge of activities and challenges pertaining to new
requirements.
Client Interaction
Employees have to constantly interact with physicians,
nurses and other hospital staff who are using the EMR
application , understand their problems and provide
quick solution
Onshore - Offshore
The team is spread across US & India offices working
across different time zones.
Deloitte CIS
Practice
Diverse
Client
Interaction

3. 1
2 3
54
7
6
Employees should come to office on time
They should meet their deadlines
Effective communication
Creativity and Innovation
.
People should be a team player
Employees should deliver quality work
They should spend more no. of hours in office
Manager’s Concern
8 Job rotation
9Budget constraint

4. Talked to managers and team
leads in the practice to
understand the key issues
pertaining to organizational
behavior that they face
Connect
Relate their problems to core
concepts of organizational
behavior and try to find
solutions for them based on OB
models
Explore
Study and analyze the survey
results to suggest best practices
that can be followed to modify
employee behavior and
motivate them
Analysis
Float a survey to employees in
the practice to understand
what are there individual
preferences and where they fit
in the model.
Interact
Objectives and Methods of Study
Objective
The key objective of this exercise is
to study the behavioral issues faced
by mangers in the CIS practice at
Deloitte and relate them to OB
models in order to suggest best
practices to be followed to modify
employee behavior and keep them
motivated.

5. Modifying Behavior
25%
4%
71%
Award you for
coming on time and
being punctual
Deduct your salary if
you come late
praise you if you
come to office on
time
43%
57%
Award you for
spending the
needed hours in
office
praise you if you
spend the correct
hours in office
32%
4%64%
he can praise you if
deliver them on
time
Penalise you if you
don’t meet your
timelines
Reward you for
delivering them on
time
25%
4%
71%
praise you for
quality work
Penalise you if
your work is
not up to the
mark
Reward you for
being good and
delivering the
best solution
18%
82%
praise you when
you deliver
something out of
the box
Reward you for
being an innovator
39%
61%
Praise you if the
client is happy
with you
Reward you
every time the
client praises
you
46%
4%
50%
just praise you
for being a team
player
Penalize you for
not working in
sync with the
team
Reward you for
helping others
in the team
Come to office on time – Praise Spend time in office – Praise Meet deadlines – Positive reinforcement
Quality deliverables – Positive
reinforcement
Creative solution – Positive
reinforcement
Client Interactions – Positive
reinforcement
Team player – Positive
reinforcement

6. Motivation
19%
81%
Employees' Response
Job and valued
Job and not
valued
61%
39%
Employees’ Response
Career and
valued
Career and not
valued
Challenges:
• Job rotation
• Budget Constraints
Response:
• Maslow’s hierarchy of needs can be
applied on survey response.
• Career oriented employees feel they are
valued unlike job oriented employees.
100%
Employees' Response
Career
and Yes 57%
43%
Employees' Response
Job and
Yes
Herzberg’s two factor theory:
• Only involving employees in decision
making decreases dissatisfaction.
• However, rewarding employees
increases satisfaction

7. Learnings and Conclusion
Best practices
Key takeaways from
analysis based on
reinforcement and
motivation theories
Reinforcement
For expectations
over and above the
job role they look
for rewards.
Self motivated
Most of the
employees
understand core
values
Job rotation
Provide ample
opportunities for
learning and career
development
Recognition
Awards and pay
hikes are
substantial job
motivators