Posted by Managementguru in Decision Making, How To, Human Resource, Social Media
on Jan 19th, 2016 | 0 comments
This is all about the art of changing hearts, minds and actions of people whom you move with, interact with every day and possibly want them to like you to get things done. What influences people to say yes? These are scientifically validated principles of persuasion that provide for small, practical and often costless changes that can lead to big differences in your ability to influence and persuade others in an entirely ethical way. What are you waiting for?
Posted by Managementguru in Change management, How To, Organisational behaviour
on Oct 20th, 2015 | 0 comments
How to Overcome the Challenge of Resistance to Change? I’ve tried to supplement solutions to overcome the challenge of resistance to change in the form of quotes by lot of industry stalwarts and #management scholars. It is true that change is the only entity that never changes. “Any change, even a change for the better, is always accompanied by drawbacks and discomforts.” ~Arnold Bennett Change is resisted because it can hurt. When new technologies displace old ones, jobs can be lost; prices can be cut; investments can be wiped out. The best thing leaders can do when the changes they seek pose significant threat is to be honest, transparent, fast, and fair. “He who rejects change is the architect of decay.” ~Harold Wilson Although leaders can’t always make people feel comfortable with change, they can minimize discomfort. Identifying the sources of resistance is the first step toward good solutions. And feedback from resistors can even be helpful in improving the process of gaining #acceptance for change. The natural and normal reaction to change is resistance. “Adding Twitter Cards Can Greatly Help Your Business Promotions“ Top Reasons why Employees Resist Change? 1. Misunderstanding about the need for change/when the reason for the change is unclear — If staff do not understand the need for change you can expect resistance. Especially from those who strongly believe the current way of doing things works well…and has done for twenty years! In times of rapid change, experience could be your worst enemy. ~J. Paul Getty 2. Fear of the unknown — One of the most common reasons for resistance is fear of the unknown. People will only take active steps toward the unknown if they genuinely believe – and perhaps more importantly, feel – that the risks of standing still are greater than those of moving forward in a new direction “#Future shock is the shattering stress and disorientation that we induce in individuals by subjecting them to too much change in too short a time.” ~Alvin Toffler 3. #Lack of competence — This is a fear people will seldom admit. But sometimes, change in organizations necessitates changes in skills, and some people will feel that they won’t be able to make the transition very well. “Our dilemma is that we hate change and love it at the same time; what we really want is for things to remain the same but get better.” ~Sydney J. Harris 4. Connected to the old way — If you ask people in an organization to do things in a new way, as rational as that new way may seem to you, you will be setting yourself up against all that hard wiring, all those emotional connections to those who taught your audience the old way – and that’s not trivial. “When it becomes more difficult to suffer than to change… you will change.” ~Robert Anthony 5. #Low trust — When people don’t believe that they, or the company, can competently manage the change there is likely to be resistance 6. Temporary fad — When people belief that the change initiative is a temporary fad Share Content; Drive Traffic – Attach a Call-To-Action to Every Link You Share 7. Not being consulted — If people are allowed to be part of the change there is less resistance. People like to know what’s going on, especially if their jobs may be affected.Informed employees tend to have higher levels of job satisfaction than uninformed employees. “The world hates change, yet it is the only thing that has brought progress.” ~Charles Kettering 8. #Poor communication — It’s self evident isn’t it? When it comes to change management there’s no such thing as too...
Posted by Managementguru in Human Resource, Organisational behaviour
on Sep 27th, 2015 | 0 comments
The 9 Most Despised Work Personalities #HRM Visit Human Resource Development to save pins more of this...
Posted by Managementguru in Change management, Decision Making, Entrepreneurship, How To, Human Resource
on Jul 23rd, 2015 | 0 comments
I was going through this quote by Vince Lombardi the other day and couldn’t control my amusement and laughter for some time. “If you aren’t fired with enthusiasm, you will be fired with enthusiasm.” But the truth behind this statement looms large in front of all HR professionals when they start working for an organization in whatever capacity. Results, Targets, Closing the sale, Clinching the deal are the inevitable #management mantras that drive the executives crazy. Isn’t it funny that it is very important to keep the morale high of the #survivors during a layoff #strategy! How on earth one can expect such a thing to happen when you know the sword is dangling above your head too! Please remember, “Resources are hired to give results, not reasons.” You need to be a star performer the first time and every time. Why Downsizing Happens? When the management of an organization finds out that their organization is not operating at peak efficiency, they naturally look for ways to make the organization more productive. This is seldom accomplished via organizational downsizing, which is a reduction in organizational size and operating costs implemented by management in order to improve organizational efficiency, productivity and/or the competitiveness of the organization. Organizational downsizing affects the work processes of an organization since the end result of the downsizing is typically fewer people performing the same workload that existed before the downsizing took place. The act of downsizing results in two categories of people: ######victims, the people who involuntarily lose their jobs due to organizational downsizing, and survivors, the employees who remain after organizational downsizing takes place. When Is Downsizing the Answer—and How to Do It Right? “When downsizing is a knee-jerk reaction, it has long-term costs.” In order for an organizational downsizing to be most effective, management must connect openly and honestly with their employees concerning the reason for the downsizing and the downsizing plan. Managers also need to listen to employees and provide comfort when necessary in order to keep the morale high among the survivors of the downsizing. It is also important that management take steps to prepare the workforce in advance of the downsizing. Proper planning includes outplacement strategies, which is the process of supporting former employees in finding new employment and training and re-skilling the remaining workers into their new jobs. By treating the victims of downsizing fairly and compassionately, the survivors of the downsizing are more likely to remain loyal to their organization. Best Practices for Managing the Downsizing Process Be transparent about the current conditions that the organization faces and the potential impact on the workforce. Treat laid-off employees with respect and sensitivity. On the day of discharge, give employees options on how they want their exit handled. Ensure that procedures used to make decisions are seen as just and fair. Carefully examine the impact of employment downsizing on all HR systems. Give survivors a reason to stay and new hires a reason to join. Kim Cameron’s 3 types of downsizing strategies: 1. Workforce Reductions– short-term strategy to cut the number of employees through attrition, early retirement or voluntary severance packages, and layoffs or termination. 2. Work Redesign– medium-term strategy in which organizations focus on work processes and assess whether specific functions, products and/or services should be eliminated. 3. Systematic Change– long-term strategy that changes the organization’s culture and attitudes, and employees’ values, with the goals of reducing costs and enhancing quality. Why do Organizations Downsize? Declining profit Business downturn or increased pressure from competitors Merging with another organization, resulting in duplication of efforts Introduction of new technology The need to reduce operating costs The desire to decrease levels of management Getting rid of employee...
Posted by Managementguru in Business Management, Entrepreneurship, How To, Organisational behaviour
on May 2nd, 2015 | 0 comments
How to effect “Effective #Business Communication?” Communication is an entity much talked and debated about in corporate #management circles. The question is, have you really understood what the term ‘Communication’ means, how it has evolved over all these years and the impact it creates in an organization? Well, communication is nothing but the transfer or exchange of information from one end to another end, from one user to another user or from sender to receiver to put it straight. Is that it- No! If the process could be as simple as it sounds, there should be no conflicts, no difference of opinions and no mis-understandings in this world. Are we witnessing such a peaceful scenario; In particular, office atmosphere sometimes becomes unbearable thanks to ‘clash of the so called intellectual titans’ fighting over a simple issue which could be solved by discussing it over a cup of good coffee. Now, coming back to the point, the process of communication involves the following steps, Sender- Message- Receiver I’m not quite convinced with this explanation, are you? Let us rewrite it like this, Sender- Message- Medium- Receiver- Interpretation- Feedback This somewhat makes sense because only when the message intended is interpreted rightly so by the receiver or the target, the process of communication gets completed. In olden days when only sign language was the norm of the day, people still communicated precisely through pictograms, cave paintings, ideograms and sign language. This was a form of restricted communication as people had to go to that particular place to see the message. The process of evolution has led us to what we call #verbal communication, the highest form of exchanging information. More sophistication has been innovated in the technological sphere and now I’m able to write to you and publish this article from an Apple IPad, of course with references made from the web in a jiffy. Three types of communication are present Verbal Non-verbal and Written. Interpersonal communication is contextual: In other words, communication does not happen in isolation. There is: Psychological, which is your persona and what you bring to the interaction. Your needs, desires, values, personality, etc., all form the psychological context. (“You” here refers to both participants in the interaction.) Relational context, which refers to your reactions to the other person–the “mix.” Situational context deals with the psycho-social “where” you are communicating. An interaction that takes place in a classroom is entirely different from one that takes place in a bar. Environmental context deals with the physical “where” you are communicating. Furniture, location, noise level, temperature, season, time of day, all are examples of factors in the environmental context. Cultural context includes all the learned behaviors and rules that affect the interaction. If you come from a culture (foreign or within your own country) where it is considered rude to make long, direct eye contact, you will out of politeness avoid eye contact. If the other person comes from a culture where long, direct eye contact signals trustworthiness, then we have in the cultural context a basis for misunderstanding. Courtesy:http://www.pstcc.edu/facstaff/dking/interpr.htm Three Approaches in Communication: Linear approach: Correct communication in this perspective causes the desired effect. Production of exchange and meanings: Communicating through signs and the process of extracting meanings from these messages is called “Signification”. The interpreation can lead to very different but equally valid outcomes. How communication is used to construct our social reality: We constantly share ideas with people around, thereby constructing, re-inforcing or de-constructing our identities. This perspective sees communication as the binding force of any culture, group or society. Source- coursera.com The #Semantic Noise: Another important concept in communication is the #semantic theory. It is nothing...