Wipro Technologies Europe Essay

726 Words3 Pages
Wipro Technologies Europe


In my opinion, the critical personal characteristics that WIPRO is looking for will make it easier in order to find the Indian context, this is because the type of people the company is looking for are people who have sufficient grasp of the abstract, tolerance for ambiguity, and the patience to be able to grow with them. This will make it easier for them because they just need to find people with this characteristics or if not just train them in order to act like that. The company was also searching for people with Indian characteristics like the resilience, the ability to remain calm and the ability to deal with uncertainty. This means that they will have to prepare themselves in order something
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The Indian employees also were enrolled in language programs. It was helpful for them to understand different languages so that they could speak with the client without any trouble or misunderstanding. The company also encouraged his clients who lacked with experience to learn more about the Indian culture.


The way to motivate workers are some of these that are stated below,
Training and personal development: is important as it stimulates the employee by making them learn new skills, and keeping them interested over a longer term.
Pay and pay incentives: it is an important factor for the employee when deciding to accept a job offer at a company. Incentives are a great way to motivate staff to achieve goals, and it becomes a reward for great achievements.
Social contact: People in open plan offices always performs better than people enclosed.
Employee participation and responsibility: If a person does not feel valued they may quickly lose interest, and the performance levels will drop people like to feel that they are making a difference.
Non pay incentives such as an extra day off, employee of the month schemes, etc. is a great way to motivate a team without costing the company much money.
Promotion: which is really important, Companies that promotes from within have a much higher staff retention rate than companies who overlook their own staff and outsources candidates for supervisory/managerial
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