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How well employees know about Your Organization?

How well employees know about Your Organization?
How well employees know about your Organization? Now, this is a million dollar question and a prominent issue that has to be taken care of when it comes to motivating your employees. Transparency is a booster pack that works out wonders in the area of motivation. How can a management be transparent in key areas like finance and business deals, my question is WHY NOT? The success of operations of a firm relies solely upon the performance of individuals who work towards the accomplishment of goals. They are the key persons who should be kept abreast about the activities of the firm. What makes some organizations stand out? When the Boss wants each and every employee to be truthful and loyal to him, the same expectancy would be there on the part of the workforce –Why don’t the bosses understand this? I would cite TVS Group as a classic example that commands respect from the employees and many a times I’ve heard people say that they are proud to work for TVS. What makes the employees so motivated to work for certain firms overlooking the pay scale and perks? One should deeply delve into the psychological theories that support motivation, perception and attitude. Etiquette of the company: This is one thing that a firm has to clearly communicate to its work force. The ideology and principle behind the running of the business should be genuine and authentic. The pathway to achieve those missions should be realistic and achievable-to put it clearly a firm should have its business roots stemming out from clear cut intent and purpose. When JRD Tata wanted to start a steel plant in India, not many believed it to be a possible venture. The business legend had clear cut intent of installing a steel plant to utilize the resources available in India and to pass on the proceeds for the economic benefit of the country. Nobody suspected his intent; such was his determination and resolve. Communication of Goals: The management will have clear plans of production target which has to be communicated properly to the lowest level with the same amount of clarity. This has to be done via channels or different levels of management and executives have to play their roles properly. Nobody needs to show their prowess or power; only thing needed is proper delegation of authority and responsibility. This gives clear direction to the work force and when their immediate boss sits with them for periodic discussions to decide on the short term as well as long term objectives, they feel part of the show which immensely motivates them. Ethical Standards of the company: This again adds image to the company and “As is the Leader so is the Employee.”  The management should not involve itself in any kind of lobbying – When there is political corruption, malpractices become the order of the day. A country like India needs more educated leaders who can bring awareness on the importance of economic independence and even distribution of wealth to the masses. If people clearly know what is right and what is wrong, the unwanted elements cannot take them for a ride. Given the population, India though marching towards becoming a developed nation, the growth is hindered by poor policy decisions and sky rocketing inflation. Clarity in Structure: Ego clashes start when the organizations have more number of levels and generate chaos in communication. Misunderstanding creeps in because there is no clarity in “Who reports to whom?” If the employees know that a superior will be there for him when he needs him that creates a kind of special bond that is to stay. Employees...
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Getting Out of Functional Conflict

Getting Out of Functional Conflict
Getting out of Functional Conflict An Open Frame of Mind: Line and staff authority should be open with each other and come out of their compartmentalized state of mind. Rationale thinking and logical action is what is required to understand and resolve conflicts. Be a Manager rather than a Technocrat: Specialization has made people to stick to their line of action and they act merely like tech wizards and conveniently forget the human element of flexible mental purview and compromise. Development of each individual’s managerial qualities will minimize conflicts. A manager has to harmonize functions of diverse natures and bring about co-ordination. Think as an Entrepreneur: Thinking about the strength, weaknesses, opportunities and threats an organization faces makes each individual realize that he or she is part of the organization and whatever happens to the firm directly affects his/her  stability and security. Make others feel a Sense of Achievement: It is the job of a manager to appreciate and encourage the achievements of his sub ordinates that bring greater joy in the minds of individuals and motivate them to work for the cause. Interaction among Functions: Cross functional interactions on a continuous basis are found to be useful in preventing and resolving conflicts. Informal groups serve as the best example of a committee consisting of members from different functional groups but with a common interest. These groups can be best identified and utilized by the management to resolve conflicts by seeking the help of the key person in the group. Roles, Responsibilities and the Scope of other Functions: The basic requirement is to first clearly define the objectives and sub objectives, the process, the roles of each function as a tool and their rights and responsibilities. One should know the roles and responsibilities of all functions having common interface: their position in the firm as well as their relevance and contribution towards the organizational goals. Communication and Information Sharing: The informal communication system helps in achieving group dynamics and cohesion while the formal channels take care of organizational directives. A quick and effective means of communication can considerably reduce the conflict level that arises out of communication disorders. Adequate Planning and Co-ordinations: At each operational level, hasty actions must be avoided to stop conflicts from arising. Planning and Co-ordination go hand in hand: Say, if a new product launch is aimed at without proper promotion, what would happen to the success of the project? Evaluation of Functional Performance: A standard mechanism must be set to evaluate managerial performance in terms of their ability to achieve an integrated set of objectives in a balanced manner. Necessity of Transparency: Transparency is needed at all functional levels or the initiator appears to be tainted with the accusation of having an ulterior motive. In case of big corporate firms all the policy decisions are taken by the board and not by a single person to avoid conflicts. Conflict need not necessarily be viewed as an evil but a disorder to be curbed. Sometimes a conflict might showcase the inherent inflexibility and malfunctions in the firm  to be corrected paving way for innovations. Sometimes it causes frustration for the management by preventing synergy amongst the sub-systems. All said and done, conflict once identified have to be immediately dealt with and resolved by the management in order to facilitate smooth functioning of the...
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