Dear Kavita,
I am no HR or psychology expert. I wonder whether you are a psychologist to categorically say that the software developers (SDs) are not stressed. Unlike many at CiteHr, I will not give you solutions but raise questions. Have you discussed with SDs why they are stressed? I used to work in a place where I did not have much to do, and "clock watching" waiting to go home was itself a stress.
Have you asked them why they have not met deadlines? Do they have enough knowledge to work on new projects?
How much experience do you have of the nature of their work? How old and large is the company and how much does the MD know about their work? May be the MD knows the problems and hence does not say anything about it.
I also wonder why you have not commented on the posts in the thread started by you. Dinesh is correct in giving an one liner, as he wants to raise questions to assess the situation before giving his views.
Finally, what position do you hold in the company?
Have a nice day.
Simhan
A retired academic in the UK.
PS: I also liked the excange of views between Khadir and Susita, and the advice of (Cite Contribution) of viewing videos.
From United Kingdom
1624I am no HR or psychology expert. I wonder whether you are a psychologist to categorically say that the software developers (SDs) are not stressed. Unlike many at CiteHr, I will not give you solutions but raise questions. Have you discussed with SDs why they are stressed? I used to work in a place where I did not have much to do, and "clock watching" waiting to go home was itself a stress.
Have you asked them why they have not met deadlines? Do they have enough knowledge to work on new projects?
How much experience do you have of the nature of their work? How old and large is the company and how much does the MD know about their work? May be the MD knows the problems and hence does not say anything about it.
I also wonder why you have not commented on the posts in the thread started by you. Dinesh is correct in giving an one liner, as he wants to raise questions to assess the situation before giving his views.
Finally, what position do you hold in the company?
Have a nice day.
Simhan
A retired academic in the UK.
PS: I also liked the excange of views between Khadir and Susita, and the advice of (Cite Contribution) of viewing videos.
From United Kingdom
Hi KAvita, Plz do send me ur mail id so that i can send you a very good presentation on this. Cheers Pratibha Shukla Hi This is Pratibha.working as a director of the management institute.
From India
From India
It is said that Black is not opposite of White. It is Absence of Light. Similarly A Problem is in Existence because of Absence of Solution.
If the guys are unable to meet deadlines & yet are not blamed, one must find out if the deadlines are realistic.
Management appears reasonable by not pressurising the individuals. However, we also must understand that NGO's and even Non-profit Organizations also have targets to meet.
Stress management alone may not help the individuals as well as the organization. One also must remember that some amount of stress is essential for performance and only excessive stress results in breakdown of the individuals.
I feel apart from Stress Management, the team members need technical support. They need a knowledgeable leader or possibly a competent Advisor from the field.
Brain stroming on how to tackle the problem should also help. They know their problems, what they lack & would be able to come out with a list of requirements which can be looked into.
Dr Ulhas Ganu
From India, Mumbai
If the guys are unable to meet deadlines & yet are not blamed, one must find out if the deadlines are realistic.
Management appears reasonable by not pressurising the individuals. However, we also must understand that NGO's and even Non-profit Organizations also have targets to meet.
Stress management alone may not help the individuals as well as the organization. One also must remember that some amount of stress is essential for performance and only excessive stress results in breakdown of the individuals.
I feel apart from Stress Management, the team members need technical support. They need a knowledgeable leader or possibly a competent Advisor from the field.
Brain stroming on how to tackle the problem should also help. They know their problems, what they lack & would be able to come out with a list of requirements which can be looked into.
Dr Ulhas Ganu
From India, Mumbai
Dear Susitha,
I am agree with you. This will be the only solution in place of providing them a presentation on stress management. First of all Kavita should have a face to face discussion with the staff and try to find out the actual problem with them i.e why they are not meeting their dead lines ? Why the organization has given this much of freedom ?
Please collect the feedback of staff and as per my knowledge the problem can be sort out with a very less effort.
Regards
Gautam Kumar Gupta
Officer HR
Bhopal
From India, Bhopal
I am agree with you. This will be the only solution in place of providing them a presentation on stress management. First of all Kavita should have a face to face discussion with the staff and try to find out the actual problem with them i.e why they are not meeting their dead lines ? Why the organization has given this much of freedom ?
Please collect the feedback of staff and as per my knowledge the problem can be sort out with a very less effort.
Regards
Gautam Kumar Gupta
Officer HR
Bhopal
From India, Bhopal
Dear Ms. susitha,
I agree with you in all aspects because whatever you had mentioned is the FACT. I am practicing POSITIVE MENTAL ATTITUDE by means of POSITIVE THINKING STRATEGIES. I had even trained my employees on the same topic, tried my level best to inculcate good habits with rigorous follow ups but, at the end of the day, most of the employees are expecting MONETARY BENEFITS(even at TOP MANAGEMENT LEVEL) as they always compared their HARD WORK/OUTPUT with MONETARY BENEFITS correlated with their REQUIREMENTS/COMMITMENTS .....I had concluded that its a HABITUAL..
Even employees are fond of comparing their packages with their co-workers without analyzing the facts(pay fixation)
I had personally studies and observed in employees - HAPPINESS gained through MONETARY BENEFITS is on the TOP of the MOTIVATIONAL STRATEGIES. Rest of the MOTIVATIONAL STRATEGIES could not deliver LAST LASTING RESULTS.
My observation says that, It is TOP MANAGEMENT's responsibility to COMPENSATE their EMPLOYEES proportionately where OUTPUTS/PERFORMANCE/PRODUCTIVITY should be measured with PAY(SALARY) NORMS. Very few companies are able to compensate their employees which is the key reason for an organisation to be "employee driven"
TOP MANAGEMENT should make their employees feel their worth. This STRATEGY - PAY WELL & EXPECT EMPLOYEE TO MEET DEADLINES/TARGETS/GAOLS/OBJECTIVE - if an employee(well paid) fails to deliver or meet targets/goals then, initiate necessary measures to recover LOSS DUE TO EMPLOYEE...IT CAN BE DONE...but TOP MANAGEMENT doesn't understand its benefits.
Kindly correct me, if i am wrong.
With profound regards
From India, Chennai
I agree with you in all aspects because whatever you had mentioned is the FACT. I am practicing POSITIVE MENTAL ATTITUDE by means of POSITIVE THINKING STRATEGIES. I had even trained my employees on the same topic, tried my level best to inculcate good habits with rigorous follow ups but, at the end of the day, most of the employees are expecting MONETARY BENEFITS(even at TOP MANAGEMENT LEVEL) as they always compared their HARD WORK/OUTPUT with MONETARY BENEFITS correlated with their REQUIREMENTS/COMMITMENTS .....I had concluded that its a HABITUAL..
Even employees are fond of comparing their packages with their co-workers without analyzing the facts(pay fixation)
I had personally studies and observed in employees - HAPPINESS gained through MONETARY BENEFITS is on the TOP of the MOTIVATIONAL STRATEGIES. Rest of the MOTIVATIONAL STRATEGIES could not deliver LAST LASTING RESULTS.
My observation says that, It is TOP MANAGEMENT's responsibility to COMPENSATE their EMPLOYEES proportionately where OUTPUTS/PERFORMANCE/PRODUCTIVITY should be measured with PAY(SALARY) NORMS. Very few companies are able to compensate their employees which is the key reason for an organisation to be "employee driven"
TOP MANAGEMENT should make their employees feel their worth. This STRATEGY - PAY WELL & EXPECT EMPLOYEE TO MEET DEADLINES/TARGETS/GAOLS/OBJECTIVE - if an employee(well paid) fails to deliver or meet targets/goals then, initiate necessary measures to recover LOSS DUE TO EMPLOYEE...IT CAN BE DONE...but TOP MANAGEMENT doesn't understand its benefits.
Kindly correct me, if i am wrong.
With profound regards
From India, Chennai
Dear Mr. Simhan
I am much younger than you and still learning(gaining knowledge) every day. I am just sharing my knowledge/perception with you, as we are responding(everyone has got their own opinion/views/perception) to Ms. Kavita's thread rather understanding Ms. Kavita, in person.
Ms. Kavita had posted her thread "EMOTIONALLY". As such Ms. Kavita, has no issues(problems). We need to understand Ms. Kavita in person(human being), that will help us to solve her query(s).
One thing is sure about Ms. Kavita is that, she is dynamic, dedicated and result oriented employee who wants to do more and more for her organisation but things are not in place, in par with her expectations/perception. She needs an employer who can match her frequency(thoughts).
One has to understand HUMAN PSYCHOLOGY, it will help us in many ways and much supportive in our professional and personal lives.......
Kindly correct me, if i am wrong.
With profound regards
From India, Chennai
I am much younger than you and still learning(gaining knowledge) every day. I am just sharing my knowledge/perception with you, as we are responding(everyone has got their own opinion/views/perception) to Ms. Kavita's thread rather understanding Ms. Kavita, in person.
Ms. Kavita had posted her thread "EMOTIONALLY". As such Ms. Kavita, has no issues(problems). We need to understand Ms. Kavita in person(human being), that will help us to solve her query(s).
One thing is sure about Ms. Kavita is that, she is dynamic, dedicated and result oriented employee who wants to do more and more for her organisation but things are not in place, in par with her expectations/perception. She needs an employer who can match her frequency(thoughts).
One has to understand HUMAN PSYCHOLOGY, it will help us in many ways and much supportive in our professional and personal lives.......
Kindly correct me, if i am wrong.
With profound regards
From India, Chennai
Greetings,
I appreciate what you said. I had a word with Kavita. She is an intelligent professional, who is determined to solve this. I respect her dedication and thoughts. I am sure, with this kind of support, she will be equipped to resolve this.
Mr. Simhan have raised questions to ponder. I am sure, it will steer her thoughts in the right direction.
I look forward to her reply and her preparation so far.
Regards,
(Cite Contribution)
From India, Mumbai
I appreciate what you said. I had a word with Kavita. She is an intelligent professional, who is determined to solve this. I respect her dedication and thoughts. I am sure, with this kind of support, she will be equipped to resolve this.
Mr. Simhan have raised questions to ponder. I am sure, it will steer her thoughts in the right direction.
I look forward to her reply and her preparation so far.
Regards,
(Cite Contribution)
From India, Mumbai
Hi friends, I am looking for a salary structure with tax benefits to employees effective for 2011. I also have doubt whether we can frequently change the salary structure . Please advice
From India, Mumbai
From India, Mumbai
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