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Top 5 Productivity Killers and Solutions

Top 5 Productivity Killers and Solutions
What can be the top 5 productivity killers in your office? I’d like to start this discussion with an apt quote by Timothy Ferriss that says “Focus on being productive instead of busy”. Productivity Killer 1 – PAY OR COMPENSATION Though there is a general argument that pay is not the primary motivating factor for employees, I feel it is. Employees are always smart who are well versed with the current industry position, financial constraints faced by the company, revenue deficits, and increased competition. Problems arise only when the management is not giving a pay rise periodically and more so when the workers feel there is no equity in financial treatment with their peers both inside and outside the company. It is true that the most contented and engaged employees feel they work for something more than just money. It’s the management’s responsibility to provide that sense of belonging and implication. Statistics : The category “Quits” (more than 2 million Americans are voluntarily leaving their jobs every month even in a climate of business uncertainty and an unemployment rate of 7.8 percent) show that inadequate compensation is by far the number one reason that dissatisfied employees want to leave their job. It has been proven time and again that fair pay practices benefit not only the employee, but also the employer. Solution: Open Reward System and make them stake holders in your company. Finding the Productivity Sweet Spot – Read this infographic from NICE systems on time wasted at work to understand if fantasy football or facebook causes us to procrastinate more: Productivity Killer 2 – UNPRODUCTIVE OFFICE SPACE The right kind of workspace can greatly enhance employees’ peace of mind and productivity. It only calls for a few simple design fixes in your office environment to make it much more productive. The Color Affects System, developed by world-renown color psychologist Angela Wright, establishes that while individuals might have certain preferences for color, the effects of color influence people universally. It the secret lies in the saturation and intensity of the color choice where highly saturated, bright colors will motivate while softer, gentle hues tend to be soothing. Letting in a lot of natural light increases productivity, energy and creativity. Ensure that employees have the space to get up and take a walk occasionally and not chained to their cubicles rightly termed as monolithic insanity, or maybe a lounge area where they can relax for a while instead of sitting in the same place all day. Statistics: A nation-wide survey conducted on behalf of Ask.com, in which they canvassed more than 2,060 professionals ages 18 and up, to unearth the preferences and habits of U.S. office workers when it comes to an optimally productive environment. As it turns out, telecommuting, group projects, impromptu meetings, cubicles, sitting next to the boss, and face-to-face interactions are other big culprits. Solution: Good Ergonomics is good economics and creating a personal space where you can tune out the outside world and maximize output is considered more valuable. Related: Smart Ways to Compensate Employees Productivity Killer 3 – PERSONAL USE OF TECHNOLOGY When it comes to office distractions or diversions, it is no wonder that the leading problem is the personal use of technology. A surprising one in four workers confessed to spending at least one hour a day on personal calls, emails or texts while on the clock. One in five said she/he spent at least one hour every workday visiting non-work related websites. There’s Facebook, of course, and the email from a friend with a video link followed by a coffee break. The onslaught of tablets and Cloud-based computing makes it possible for more...
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Trends and Challenges of HRM

Trends and Challenges of HRM
Changing Trends and Challenges in HRM The very conception of Human resource management has changed tremendously in the recent past as it has taken a new form and shape that embraces each and every activity of the organization, as every action requires human intervention. Human resource has become the most important of all the resources from the point, where it was merely one of the many resources. What has caused this great transformation? What has made firms recognise that manpower is the most important of all resources to the extent of including human resource in their accounting as assets! Evolution of HRM: A thorough analysis of the evolution of human resource management clearly indicates the exceptional quality of manpower, especially managers to tackle the very many challenges that come on their way. A manager who was merely a reporter to the top level management has now become indispensable. The laborers whether skilled or unskilled cannot be treated the way they were treated earlier, as the introduction of many labor laws support their cause. The legal framework guides the organization in terms of pay scale, bonus and increments and supports the workers in their welfare, security and safety. Globalization, Privatization and Liberalization: With the initiation of globalization, privatization and liberalization the firms are exposed to more competition and the managers have to put their think tanks to the best use in order to sustain and succeed in the market. People from various background work together in a multinational firm; their language, dress code, food habits, style of working and adaptability are quite different from one another. A human resource manager must go for a “culture” that is unique to the organization. He has to be proactive in order to safeguard the employees from a “culture shock”, by training them sufficiently before induction.   Human behavior: Management of human resources by itself is complex and it needs people with special skills. The unpredictable nature of human behavior makes the job more difficult. In the task of managing the emotions and behavior of his employees, a manager must not lose his composure at any point of time for which he has to be a balanced personality. How many of us are gifted with a balanced state of mind and especially in a crisis situation many of us scream our lungs out and blame others for our own faults. Employee Motivation: Motivating the employees to do the job and steer them in the right direction is a Himalayan task for most of the managers. For this they have to adopt a participative style of leadership that will make the employee come closer to them in terms of trust and openness and also it enhances the productivity by improving the efficiency. A relaxed mind is more efficient than one with tight cords. It thinks and acts freely and gives its best. Now a days employees are more educated and informative, so you cannot take them for granted. They are aware of their rights and privileges regarding their jobs and work environment and managers need to handle them very cautiously and intelligently when it comes to satisfying their needs, sentiments and attitude. Handling a large number of employees, allotment of employees to shifts, managing the turnover and keeping the morale high are some of the challenges that the management has to face up to. Achieving the Desired Results: The biggest challenge of any modern manager would be to show results by managing his team. Achieving targets in the specified time is a herculean task; also making people working for the firm realize and understand that unless and until their products and services are of international standards and customer satisfying,...
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Job Satisfaction

Job Satisfaction
Job Satisfaction – Are You Happy with Your Job What is your attitude towards Job? How many of us go to work with cheery attitude and positive framework of mind. Most of us treat work as a duty or accountability. Either way it does not solve the purpose. If you treat job as a duty, there can never be any enjoyment attached to it. In case of accountability, you work to reach some targets without any passion for the job or you spend most of your time dreading the thought of reporting to your superior. Without involvement and love, any job is not complete and people experience only “Job Satis-friction“and not satisfaction. Have you thought about it? The Mobile Shop Scenario in Developing Countries: In most of the developing countries the proportion of dissatisfied group dominates the satisfied set of employees. This is because preference and priority is to earn the daily bread rather than achieving anything big. Well, this attitude shall be attributed to the low income group where without work their lives cannot go on. But the bottom line remains the same, the work should be satisfying. So, what are the terms? Also See: Performance Appraisal High Income Group: In high income group and higher level jobs where the work is very challenging, we see that the employees are very much satisfied with their work. They need constant battles to win over and are provided with such an environment that puts their think tanks into full use. But is it enough to keep them satisfied; no, the reward system has to be equally compensatory. Rewards in terms of pay, perks, recognition, appreciation, social status, awards and what not. So, how do we correlate satisfaction factor with productivity? The organization has to maximize the positive relationship between performance and reward systems. Also See: How to Handle Attrition Repetitive and Monotonous Jobs: Repetitive and monotonous jobs make a person dull headed and a stereotype; his enthusiasm is absorbed to the extent that he fails to understand and rejuvenate his skills. The job content should provide at least some sort of cheer and interest to the performing individual. Say for instance, you manufacture plain paper cups, if you decide to incorporate some floral designs on the covers; you very well witness a fresh whiff of enthusiasm amongst your work force. Such is the power of variety and change that brings cheer into human lives and attitude. If you are a terrific boss everybody will like you but if you are a source of terror, chances are there that there is a high turnover ratio in your company. People after all expect certain level of consideration and warmth from their bosses. Organizations must make the individuals perceive their roles properly to affirm satisfaction and to avoid conflicts. Career Advancement: Career advancement is what most of the people aspire and when they don’t find any scope for advancement their interest in the job gradually decreases. Merit versus experience factor also has its say over deciding the next probable candidate for promotion. The top level management, especially the human resource department must ensure the employees with a supportive environment that paves the road for collaborative effort and in turn internal satisfaction. Job Satisfaction: Job satisfaction has to be considered from a broader perspective that encompasses all the independent and dependent variables that affect the nature of a particular job. This is very vital to an organization as job dissatisfaction leads to absenteeism, high turn over or attrition and decline in productivity. A dissatisfied employee is always a pain who can create problems by voicing his protest, gathering the union, neglecting his work or quitting. To avoid friction in the minds of employees, try to create a...
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What Motivates Your Employee

What Motivates Your Employee
Understanding What Motivates Your Employee Motivation is one area where periodical updates are necessary for an organisation to gauge the morale and mood of their employees. Companies sometimes act very smart in that they break their hands by patting their own back. If you wish to propel your organisation forward, you need to satisfy your work force first. The million dollar question is a big “HOW?” Well, a problem properly diagnosed is half done. And this motivation thingy is not a problem at all. Keen observation and understanding is what is needed on a manager’s part to steer things in the right direction, that is good for the company. Man, even your kid will turn his back if you want to take control by unleashing your power. The right thing to do is to find out exactly how motivated they are. There are several things that come into the purview of motivation.Let us do this in a questionnaire format so that things might fall in place. Question No 1: What is that, that motivates an employee, to be more precise your employee? (This turns out to be the hot dissertation topic for many young MBA’s) Is it any one of the following? Financial rewards Clear Goals Connecting with others Rank Appreciation and Recognition Throat neck competition Job security Fear Results Excitement Variation or Diversity Principle of Motivation: Well, the principle of motivation is pretty much the  same for all individuals. I 100 % go with Maslow’s hierarchial needs theory which travels right from physical needs at the base of the pyramid upto self realisation at the top. If this is the case,how come there is a disparity when everybody is subjected to the same kind of influence at the work place? For some it stops somewhere in the middle who are very much satisfied with the pay check figure and the perks that go with it. For some there is an inner drive that makes them unstoppable until they reach the pinnacle. This is the very thing that differentiates a manager from a subordinate. This is the very thing that distinguishes a CEO from a manager. This is the same thing that generates top business guns and management gurus who fall a genre apart form the rest of the crowd. Well, there are other factors such as the family background and the environmental influence that shaped up your personality all through. Motivation Surveys: Motivation surveys are not only important in getting to know your employees but also it showers a immaculate image on the company. It feels good for your workforce when they are involved and consulted with, on issues related to themselves. A recent Harvard review has stated that most of the managers feel that they really get motivated when there is : “Recognition for Good Work.” But folks, you will be surprised to know that the same review reveals another side of the coin, the top motivation for workers is when they make “Progress.” Again, call it the inner drive, impulse, motive, ambition, fire in belly, vigor, vitality…Getting to know your work force makes you “BOND WITH THEM” and it aids you in plugging the holes at the right place and at the right time. See, there is no bench mark for motivation, you respect your work force, treat them with dignity, communicate well and give them what they want and that’s it, you are defintely a winner. If you are a person capable of motivating your work force, you automatically become a source of inspiration. My humble suggestions to managers goes thus: 1. Make your employees understand what motivates them.( Kindly find what flares your temper before...
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Objectives and Functions of HRM

Objectives and Functions of HRM
Objectives and Functions of HRM Human Resource Management is very challenging because of the dynamic nature of the people and it is not only managing men but involves administering a social system. According to Dale Yoder “Man power management is the function or activity in directing working men and women in maximizing their satisfaction in employment.” George R. Terry says, “Personnel management is concerned with the obtaining and maintaining of a satisfactory and satisfied work force.” OBJECTIVES OF HUMAN RESOURCE MANAGEMENT: 1. Social Objectives:   a) Facing the challenge of unemployment and providing people with maximum employment opportunities is the first and foremost priority of countries like India where there is pressure of population growth. b) The employees must be able to derive maximum satisfaction from the work performed. c) The system should facilitate harmony and co-operative endeavor for one and all. 2. Personal Objectives: Job satisfaction and rewards in the form of pay, promotion and recognition is aimed at, on the part of employees. This can be achieved by providing adequate remuneration, opportunities for advancement, facilities for training and development, job security and proper work. 3. Enterprise Objectives: This can be achieved by selecting the right people for the right job, empowering them through training, development and participation. FUNCTIONS OF HUMAN RESOURCE MANAGEMENT:  1. Planning: Assessment of future man power requirement is done with the help of man power inventory chart followed by the recruitment and selection process. A clean job description is needed to lure people with the right skills for the right position. It is the responsibility of the manager of a firm to lay down specifications of the qualities and skills required by the workers and determining sources from where the workers are to be recruited. Selection is done by means of written test and personal interviews. 2. Organizing: This involves proper designing of organizational structure, the inter relationship between jobs, establishing smooth channels of communication, assignment of authority, responsibility and creating accountability, establishing line and staff relationship etc. 3. Directing: Issuing orders and instructions down the line and motivating the work force to carry out those instructions satisfactorily. Positive motivation in the form of financial and non-financial incentives, a good working environment is essential on the part of the management. 4. Controlling: The motive is to ensure that performance of each worker coincides with the plans or standards. Bench marking, Total quality management and Six sigma are some of the popular concepts of standardization. → Scope and Characteristics of...
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