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The 9 Most Despised Work Personalities

The 9 Most Despised Work Personalities
The 9 Most Despised Work Personalities #HRM Visit Human Resource Development to save pins more of this...
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When is Employee Downsizing the Answer?

When is Employee Downsizing the Answer?
When is Employee Downsizing the Answer? 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...
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Effective Business Communication Tips

Effective Business Communication Tips
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 interpretation 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...
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Top Ten Tips for First Time Managers

Top Ten Tips for First Time Managers
Top Ten Tips for First Time Managers Everybody wants to become a leader. You may vie for it, I might die for it; but in reality not everybody can make a good leader. Leadership does seek persons who are unique in their own way. One unique element which I’ve noticed in managers or leaders is that when they enter the work place, they bring along with them a kind of aura that has the power to make others submissive and polite. Not to say they are over-powering but definitely the sub-ordinates would love to greet their heads with such vigor so as to be in their good books combined with a sense of loyalty laced with respect. This session talks about “First Time Managers” who have reached the position by chance or choice and the etiquettes needed to be bestowed upon that position. 1. Learning is Eternal: “கற்றது கைமண் அளவு, கல்லாதது உலகளவு –This quote by the famous Tamil lady poet Avvaiyar who lived in 13th century reminds you “What you have learned is a mere handful; what you haven’t learned is the size of the world” and exhibited at NASA. It can also be written as “Known is a drop, unknown is an Ocean.” See how appropriate she is in indicating the finer points in our lives- just because you are a team leader or a manager does not mean that you are near perfect. You may be lacking the self-confidence to lead a team or you might be falling short in communicating clearly with the team down the line. It is always better to play along with the team, understand their psychology and at the same time exercise your rights at the right spots. You will stand to gain so much by being flexible and empathetic. 2. Communication is the Key: Here I want to take the help of the ManagementGuru Peter Drucker who prescribed the medicine for better management which is “Management by Objectives.” Keep your team fully informed of project goals, priorities, and all-important deadlines and also involve them to set short term goals. A periodical review of the goals and results would put them in place and make your work easy. Effective communication makes you trust worthy in the eyes of your team, also provides clear direction and a sense of belongingness. 3. Inspire your Team: Passion is one element that is infectious and the other being smile. If you are passionate and sincere in your work, the enthusiasm flows like honey on ice-cream all over the workplace. A good manager creates that “Feel-Good-Factor’ whenever he is around. It is his confidence, emotional stability, communication and determination that gets carried on facilitating effective accomplishment of the enterprise goals. An infographic from AN ETHICAL ISLAND– A great guide for leaders and managers… 4. Be a Friend: Efficient managers understand the pulse of work-force just from their body language and communicating styles. It becomes difficult sometimes to read between the lines when employees are hard nuts to crack and would not explicitly convey or talk about important issues that are bothering them. This may be due to fear, anxiety or peer pressure.  These are the times when a manager has to behave like a friend in listening to them patiently to understand the crux of the problem so as to find a suitable solution. 5. Spontaneous appreciation and Mild Criticism: Think about the happiness you derive when somebody appreciates you for a good effort or achievement. The same applies to your team also, right! Appreciation for the sake of appreciating will fetch you only negative results, it has to be spontaneous. Even a mild nod of approval, a pretty...
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How to Develop Interpersonal Skills

How to Develop Interpersonal Skills
This discussion is centred around an article from WIKIHOW.COM and an infographic from AMERICAN EXPRESS.COM both talking about “Inter Personal Skill Development at workplace via Clear Communication and Body Language.” Inter personal relationship between personnel in workplace has become a serious issue of debate and most of the organizations spend maximum effort and money to make organizational atmosphere bearable devoid of tension and heat. The wikihow article places four important points before us  to be considered: Building strong relationships Demonstrating ethical behavior Communicating clearly and Working effectively in teams. As Beatrice Vincent rightly puts it “The people with whom you work reflect your own attitude. If you are suspicious, unfriendly and condescending, you will find these unlovely traits echoed all about you. But if you are on your best behavior, you will bring out the best in the persons with whom you are going to spend most of your working hours.” Conflict is the in-thing to be resolved in a work place which is achieved only through motivating the work-force to accomplish some common objectives, that is, the objectives of the organization. How to Develop Interpersonal Skills This infographic stresses the importance of body language like gestures, eye contact, eye rolling, dressing etc. which openly reveals your inner thinking. Explicitly revealing your frutration or unpleasantness over something or someone  is definitely not going to help you in getting along with other employees. If your mannerisms do not reflect your self-control, you are in big trouble. Being open and honest may be contextual  but being open and rude becomes subjective. 6 Body Language Mistakes to Avoid The most basic of all human needs is the need to understand and be understood. According to Stephen Covey “The Inside-Out approach to personal and interpersonal effectiveness means to start first with self; even more fundamentally, to start with the most inside part of self — with your paradigms, your character, and your motives. The inside-out approach says that private victories precede public victories, that making and keeping promises to ourselves recedes making and keeping promises to others. It says it is futile to put personality ahead of character, to try to improve relationships with others before improving ourselves. So, first understand where you really stand in terms of your EQ or EI (Emotional Intelligence) the vital quality that decides the kind of inter personal relationship you are going to enjoy with your colleagues. Be emphathetic and open minded and never jump to any...
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