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De-Stressing the Self

De-Stressing the Self
De-Stressing the Self India often looks at Japanese or American models to comprehend the concepts of management. In reality, Indian scriptures can be considered as treasuries of management. The Bhagavat Gita, the Vedas and the Epics highlight the true spirit of working together and the need for de-stressing the self for enhanced performance levels. The idea of NISHKAMYAM (to perform one’s own work without expecting a result) is truly said to be the highest ideology preached by Lord Krishna. Stress Management: 40+ easy ways to deal with stress What Induces Stress? A dynamic condition in which an individual is presented with an opportunity or confronted with a demand, related to what she or he desires and for which the outcome is uncertain but important, can be called a stressful situation. The consequences of stress in an organizational set up express themselves in the form of physiological, psychological or behavioral symptoms, which are harmful to the individuals who experience high levels of stress. Symptoms of stress: Anxiety Depression Increased job dissatisfaction Absenteeism Decline in productivity Rapid turn over High blood pressure Heart diseases Head aches Stress Can be Motivating: While long term stress is harmful to the individual and organization as well, it is said that short term stress serves the purpose of task accomplishment by individuals or groups, within the stipulated time. It serves as a motivation factor rather than a causative agent of frustration. It has been proved by scientists and medical researchers that stress has a direct effect on the metabolism of a person, that causes increase in heart and breathing rates, increase in blood pressure, thus inducing heart attacks. Equally important are the behavioral and attitudinal changes that are created by stress, which cannot be overlooked. Job Satisfaction: Psychological symptoms arise due to job-related dissatisfaction, boredom, work pressure, irritability and procrastination. Sometimes forceful involvement may also lead to decreased job satisfaction. The job to be carried out can be finished at the particular time if the individual is able to give one’s best shot. But when it is performed under stress, they complete the job with dissatisfaction. When the incumbent is asked to perform a task that lacks clarity, naturally ambiguity arises in his mind followed by anxiety. Behavioral Symptoms of Stress Changes in productivity levels, absence, and rapid staff turnover are stress symptoms of behavioral nature. It might be expressed even in the form of increased smoking, consumption of alcohol etc., Say for instance, in production department, when there is a need to supply a product in a very limited time, the workers may be active initially, but the performance slows down when they get totally tired or dissatisfied with the work. Again the demand by the superior adds additional stress that reaches unmanageable levels. Similarly, people taking care of administration, banking, marketing and other office related works fall a prey to stress. How to manage stress? From an organization view point, it is believed that a limited amount of stress may work wonders in terms of performance, with stress acting as a “positive stimulus”. But even low levels of stress are likely to be perceived as undesirable from an individual’s stand point. How could be the notion of management and individuals be different on the acceptable levels of stress? It does not solve the purpose. Individuals have to understand that, they have to live up to the expectations of the management in order to enhance their credit ratings, in terms of promotion and pay. They have to understand that challenges are to be perceived as opportunities to prove their mettle. Self and situational analysis, work analysis, time management and physical well- being are some...
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Organizational Culture

Organizational Culture
Defining Organizational Culture Business is an integral part of the society; and it influences other elements of the social system, which in turn affect business. The entire sphere of business activities are influenced by the social structure and culture of a society. The social system is influenced by the way the business functions, innovations, transmission and diffusion of information and new ideas etc. Business activities have greatly influenced social attitudes, values, outlooks, customs and traits. However, it is very difficult and, in some cases, almost impossible to change many elements of the social environment in the short run. Hence, a business may have to anticipate and adapt to these uncontrollable external environments. Socio-cultural environment refers to the influence exercised by certain social factors, which are “beyond the company’s gate“. This includes attitude of people towards: Work Wealth Knowledge Family Marriage Religion Education Ethics and social responsibility of business. Belief System Influencing the Action: Culture is something that is evolved in a society over a long period and it represents the unified belief system of a large group of people. An organization can be distinguished from another by way of its culture, since organizational culture is unique in its perspective and methodology. When people from different social backgrounds are made to work under the same roof, a corporate organization acquires a distinct culture. Culture conveys a sense of identity for the organization. It facilitates the generation of commitment to do something noble than one’s own self-interest. Cultural Differences: As business go international, the need for understanding and appreciating cultural differences across countries is essential. Any move from one country to another will create a certain amount of confusion, disorientation and emotional upheaval. Especially, people form Asian countries that migrate to the west are subjected to what is called a “culture shock”, in terms of attitude, working style, language, way of life, dress codes and negotiating styles. Freshers may adapt to these changes quickly, since they are natural and easy to be trained. The problem arises with individuals who had been working under a totally different cultural setup from that of the new cultural environment; they will have to undergo the process of ‘unlearning‘, which is more like swapping old ideas for new ideas. This change process is what both the employees and the management find challenging; but ultimately what needs to be done has to be done. Culture Shock: Multi national and Trans national companies, which have business establishments in different parts of the world, must be prepared to cope with the culture shock. Since huge investments go into their projects, they have to think and analyze about the cultural and social aspects that have a definite impact on the working of organisations. For example, the work attitude of employees in the west might lay emphasis on services and results, oriented towards self-improvement; while that of the Asian counterparts may be patience and sacrifice rooted in emotions and loyalty. Business can be considered as a large social network serving to satisfy economic and social interests; culture acts as the social glue that helps hold the organization together by providing appropriate standards for the behavior of organization members. Slogans of Some Reputed Organizations in the Industry: Nokia: Connecting people Jet Airways: The joy of flying Reliance Industries: Growth is life Citibank: Your citi never sleeps The above cited examples give you a fair idea about what a particular company stands for. The orientation of these companies, expressed in the form of SLOGANS contributed to the successful conduct of their...
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Human Behavior

Human Behavior
Human Behavior- A Psychodynamic Approach In any organization, utmost importance is given to human resource management. Handling or manipulating other resources like physical, financial or production is at your discretion. When it comes to managing your employees, there you go! You start feeling the pinch. Man is like a “live wire” and if you don’t possess the mastery to understand and utilize the power behind his psyche, then you are at a loss and you are not capable of what is called “the wizard touch”. Maintaining the Employee Morale: The main problem with your subordinates or even with yourself might be boosting up of morale. Always keeping yourself in a cheerful proposition will take you to greater heights, as it helps you to achieve your goals faster. Human strength lies in self belief which is his reserved store of strength, the one which he never utilizes or not allowed to utilize to the fullest extent possible. A bureaucratic or autocratic manager should understand the fact that when human mind is given a chance to explore with full freedom instead of following orders it comes out with the greatest ideas; which may prove fruitful to your organization in a big way. Make Your Work-force Dynamic: If a person wants to become successful in a business venture, he should possess the fire of unfailing enthusiasm and the nerve to face the adversities that come in his way. Life is a game and so is business. You can play the game fearlessly when you are backed up by like minded individuals who will carry on your fire to the next level. So it is important on your part to prepare your subordinates to adapt to the different dimensions of the business atmosphere and make them more dynamic. Human mind has the power to grasp things faster than what we assume it to be. Even average performers can be transformed into star performers when, The work itself is appealing, yielding and useful The work has scope for independent activities The Work defines goals or targets The social atmosphere created by the manager is warm Innovative ideas are welcome Empathy on part of the manager The Power of Relaxation: Another important aspect for the betterment of human psyche is relaxation. A relaxed mind can achieve things hundred times better. People who are always on the run have the feeling that they have not accomplished much. If you keenly observe, only 8 hours of productive work is done every day. In order to accomplish whatever you have in your agenda, you definitely need to relax and plan. The art of resting the mind and the power to dismiss all worries and exhaustion is probably the winning formula. The employer who secures the goodwill of his employees can accomplish more with less effort and exhaustion. Try to bring out the creativity of your subordinates to make the climate of your firm cordial and the attitude...
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Decision Making

Decision Making
Evaluating the Importance of Decision Making Successful decision making is one that is devoid of any ambiguity or #tentativeness. Although there is a wide range of choice and alternative techniques to arrive at a decision, timely decision making is what adds value to the decision. The objective is to execute the action plan immediately to avoid delays that might prove costly in terms of #productivity. Defensive #behavior of #managers: Managers who are the key figures to make decisions sometimes play defense to avoid action, blame or change. They exhibit a variety of defensive behaviors which is a wasted effort; this also makes the workers lethargic in their #attitude. Avoiding action is considered to be the best political strategy. Some managers always talk about the rules and regulations that have been followed for ages in that company and want every action to be rigidly adhered to the precedence and neither allows nor admits the need to consider the nuances of a particular case. Decision-making models for entrepreneurs #policies and #procedures: Policies and procedures are of course the prerogative of the top level management, but it is the duty of the manager to suggest reforms in those policies that are obsolete by bringing it to the perusal of the ultimate authorities. How long will you sing the same song “The rules clearly state that”!Also don’t try to pass the buck or play duals, that clearly showcases your inability to handle things and nobody nowadays is prepared to believe false pretense. #expectation of Sub-Ordinates from the Superiors: Subordinates look up to their superiors for support as well as quick solutions for problems of any kind that comes their way; only a person who is quick in reacting to situations with presence of mind and consideration is well liked by and approved of. If you distance yourself from problems or try to prolong a task in lieu of your inability to make a decision, in the short run it might prove helpful in covering up making you look busy and productive. But what happens in the long run? It leads to organizational rigidity and stagnation in terms of productivity and a sag in the #morale of the #employees. Fifty Models for Strategic Thinking  Playing it Safe is not Always Safe: Playing safe is not always safe. Some managers always like to lead a team that has taken up viable projects with a high probability of success. There is no pain but lots of gain. This tactics makes you devoid of risk taking -which according to me is the prime and supreme quality that a manager or a team leader must possess or at least try to develop. Also taking a neutral position in #conflict situations makes you a dull leader and not a person to be much sought after. Finance For Managers What is the result of Poor Decision Making? The first and foremost thing that managers have to understand and admit is that, poor decision making is the root cause of failed course of action. They should have the guts to admit and take up the responsibility for the negative outcome and not to seek some strategically helpless defense mechanisms. Making others a scapegoat for your helplessness doesn’t shield you for long but puts you in the defending territory forever. #defensiveness delays decisions, affects organizational success, sets a bad precedence, increased group conflicts, interpersonal tensions and leads to unreliable evaluations. The long and short of the discussion clearly highlights the importance of recruiting not only a qualified manager but a committed and reliable person who has the ability to take risks and tackle crisis situations with ease and steer the #organization smoothly...
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Grapevine

Grapevine
Organizational Benefits that come along with Grapevine In every organization there exists an informal channel of communication called the grapevine in operation. It is quite natural for a group of people working together to be interested in one another and talk about appointments, promotions, retrenchments or even domestic affairs. Some people derive extraordinary pleasure from gathering such ‘secret’ information and transmitting it to others. They are the leaders who control the grapevine. Soon this top reaches everybody and becomes an ‘open secret.’ Grapevine is more a product of a situation than of a person. Certain situations like insecurity of service, uncertainty over promotions, special increments to a colleague, certain innovations in the organization that are likely to affect the job prospects of the employees, are sure to activate the leaders of the grapevine that instantly spreads all kinds ofrumors in the organization. Communication Network of an Organization: The channel’s network is in a horizontal fashion as the communication is only between the workers of the same level of hierarchy. Apprehensions experienced by workers on matters like promotions and retrenchments become an obsession with them. Talking about them may not alleviate their fears, but it certainly provides them emotional relief. The existence of the grapevine proves that the workers are interested in their associates. The very fact they talk among themselves helps to promote organizational solidarity and cohesion. The management should work up this kind of situation to their advantage. How? Well, all information cannot be transmitted to the employees through the official channels. If there is some useful information unsuitable for being transmitted through official channels, it can be done through grapevine. The speed with which information is transmitted through the grapevine is just remarkable. Spot the Key Persons: The management should try to spot out the key persons involved in this process and keep them well informed to block harmful rumors reaching the employees. Also the grapevine can be used as an “acid test “to check the pulse of the employees. If there is any false rumor the management should immediately use the official channels to contradict and to dispel the fears from the minds of the employees. Grapevine might be Harmful Too: One of the major drawbacks of the grapevine is that it may spread baseless or distorted news which may sometimes prove harmful even to the employees. The information is sometimes incomplete leading to ambiguities. The swiftness with which the grapevine transmits information may even be damaging, before the management becomes aware of it and can take any rectifying steps. How to Handle the Rumor-Mongers? If the workers are associated with decision-making, the rumor-mongers will be automatically frustrated. If the workers are already aware, say, that the plant is to be modernized but the modernization process is not going to involve any retrenchments, the arrival of new machinery and engineers will not cause any undue apprehensions among them. Thus the harmful effects of the grapevine can be successfully counteracted. Organisations should indulge themselves in sending positive signals to the employees to win their trust and...
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