Unless the Management create a feeling of ownership towards the company among the work force, things like this will happen. The feeling of ownership can be created with highly democratic and human approach. If the company is sparing some time to know the personal problems of the staff, they will find time to solve company\'s problems even in the absence of any supervisor.
From India, Thrissur
From India, Thrissur
Dear Aparna, I think the employee who have been hired for their role are not responsible for their work that why they have required somebody on their head. Regards, Rajesh Negi
From India, Delhi
1From India, Delhi
Dear Aparna
First of all collect the monthwise factual data about the quantity of Tea manufactured, Quality of Tea Manufactured, No of workers engaged, Quantity of Tea sent to market, Quantity of Tea received from Factory, Sales data of each month, alongwith the complete programme schedule of the Boss and submit the same to your boss for analysing the subject. You can give your opinion to your boss politely without any complaint, that in his absence period the production is going down and similarly the sales are also going down.
If you analyse and take forward this issue in this way this will surely useful for your company as well as the management and the management will feel that deploying the HR is not waste and it will surely fetch good productivity to the organisation.
Wish you all the best
From India, Kumbakonam
First of all collect the monthwise factual data about the quantity of Tea manufactured, Quality of Tea Manufactured, No of workers engaged, Quantity of Tea sent to market, Quantity of Tea received from Factory, Sales data of each month, alongwith the complete programme schedule of the Boss and submit the same to your boss for analysing the subject. You can give your opinion to your boss politely without any complaint, that in his absence period the production is going down and similarly the sales are also going down.
If you analyse and take forward this issue in this way this will surely useful for your company as well as the management and the management will feel that deploying the HR is not waste and it will surely fetch good productivity to the organisation.
Wish you all the best
From India, Kumbakonam
Hi Aparna
As HR professional, what i believe makes up a good worker is to think of what to do everyday that will help your organisation to grow. An experienced staff does not need to be told what to do when your boss is going out of the office. You already have a target in your department which you must complete. Bosses should inculcate the habit of sharing with their subordinates these targets so that they also be in line with the department objectives.
I work for a mining company, when i have no work to do, i will think of any Hr functions that is not being in operation and suggest that to my boss. She will ask me to do it and present to her. later we discuss it and we arrive at something that is good for the department.
Alusine
From Sierra Leone
As HR professional, what i believe makes up a good worker is to think of what to do everyday that will help your organisation to grow. An experienced staff does not need to be told what to do when your boss is going out of the office. You already have a target in your department which you must complete. Bosses should inculcate the habit of sharing with their subordinates these targets so that they also be in line with the department objectives.
I work for a mining company, when i have no work to do, i will think of any Hr functions that is not being in operation and suggest that to my boss. She will ask me to do it and present to her. later we discuss it and we arrive at something that is good for the department.
Alusine
From Sierra Leone
Dear Aparna
Apart from the contributions made by friends above, let me add Motivational dimension to it.
I feel if you compile all the motivational policies it would boil down to "Carrot and Stick approach". The employees have developed this kind of attitude because of reinforcement from the management. You need to develop policies and practices that encourages them to work and stills fear if they do not.
Mind it, you need support of senior management in developing and especially in implementing these policies otherwise it may backfire on you. If your company is located in Bengal, please be extra cautious because in Bengal there is a very strong social structure and relationships which dominates professional structures and relationships.
S. M. Mashuque
Assistant Manager
Hindustan Copper Limited
Kolkata
From India, Calcutta
Apart from the contributions made by friends above, let me add Motivational dimension to it.
I feel if you compile all the motivational policies it would boil down to "Carrot and Stick approach". The employees have developed this kind of attitude because of reinforcement from the management. You need to develop policies and practices that encourages them to work and stills fear if they do not.
Mind it, you need support of senior management in developing and especially in implementing these policies otherwise it may backfire on you. If your company is located in Bengal, please be extra cautious because in Bengal there is a very strong social structure and relationships which dominates professional structures and relationships.
S. M. Mashuque
Assistant Manager
Hindustan Copper Limited
Kolkata
From India, Calcutta
Dear Aparna
Try taming the shrew..and in the instant case this is going to be your boss! Changing the diverse group in the owner centric and family driven organization..its better to sometimes have a frank ,confident chat with the boss..show him the mirror as it were..(exercise usual care of taking him in to confidence) that would be first primer for the Change process--communication with the people being the key..rest assured any of the tricks/steps punitive or otherwise will not work indeed this could further perpetuate the \"environmental degenerate\". Try also the one minute managers recipe..for quick reward and reprimand..but the broad endemic problem of diffused enablers /control and command structure/perceptual gaps etc must first be addressed by tackling the simpler DNA element of the progressive change..and that is one step at a time.
From India, Delhi
Try taming the shrew..and in the instant case this is going to be your boss! Changing the diverse group in the owner centric and family driven organization..its better to sometimes have a frank ,confident chat with the boss..show him the mirror as it were..(exercise usual care of taking him in to confidence) that would be first primer for the Change process--communication with the people being the key..rest assured any of the tricks/steps punitive or otherwise will not work indeed this could further perpetuate the \"environmental degenerate\". Try also the one minute managers recipe..for quick reward and reprimand..but the broad endemic problem of diffused enablers /control and command structure/perceptual gaps etc must first be addressed by tackling the simpler DNA element of the progressive change..and that is one step at a time.
From India, Delhi
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