I dont know if you have read this thread but its related to today's tip...
Can say a real case study.....:)
How to handle if your employee is not happy with his hiked salary
Please go through if not already done....:)
From India, Mumbai
Can say a real case study.....:)
How to handle if your employee is not happy with his hiked salary
Please go through if not already done....:)
From India, Mumbai
Non Monetary Motivational way is of two types. First one is negative and threatening way and second one is positive Motivation.
With some people positive Motivation will work out but with some people Negative motivation only work and make them to run fast in their life.
You have shared a nice debatable subject which cannot be covered in two lines.
Thanks for your wonderful and praiseworthy thread.
From India, Kumbakonam
1168With some people positive Motivation will work out but with some people Negative motivation only work and make them to run fast in their life.
You have shared a nice debatable subject which cannot be covered in two lines.
Thanks for your wonderful and praiseworthy thread.
From India, Kumbakonam
Always let your boss have the first say
A sales rep, an administration clerk and the manager are walking to lunch when they find an antique oil lamp. They rub it and a Genie comes out in a puff of smoke.
The Genie says, “I usually only grant three wishes, so I’ll give each of you just one.”
“Me first! Me first!” says the admin clerk “I want to be in the Bahamas, driving a speedboat, without a care in the world.” Poof! She’s gone.
In astonishment, “Me next! Me next!” says the sales rep. “I want to be in Hawaii, relaxing on the beach with my personal masseuse, an endless supply of pina coladas and the love of my life.” Poof! He’s gone.
“OK, you’re up,” the Genie says to the manager.
The manager says, “I want those two back in the office after lunch.”
Management Lesson: Always let your boss have the first say.
************************************************** ********
AVS
From India, Madras
A sales rep, an administration clerk and the manager are walking to lunch when they find an antique oil lamp. They rub it and a Genie comes out in a puff of smoke.
The Genie says, “I usually only grant three wishes, so I’ll give each of you just one.”
“Me first! Me first!” says the admin clerk “I want to be in the Bahamas, driving a speedboat, without a care in the world.” Poof! She’s gone.
In astonishment, “Me next! Me next!” says the sales rep. “I want to be in Hawaii, relaxing on the beach with my personal masseuse, an endless supply of pina coladas and the love of my life.” Poof! He’s gone.
“OK, you’re up,” the Genie says to the manager.
The manager says, “I want those two back in the office after lunch.”
Management Lesson: Always let your boss have the first say.
************************************************** ********
AVS
From India, Madras
HR TIP OF THE DAY: DESIGN THE PERFECT JOB:When designing a new job or revamping an old job descriptions use the Job Characteristics Model as a checklist to ensure that the job will maximize the motivation of the job holder. This will help to maintain and build employee motivation, satisfaction, and productivity and reduce absenteeism as well as the likelihood of your best workers leaving.
From India, Madras
From India, Madras
Really Nice contribution and addition Ms. Bharathi, Mr. AVS and Mr. Bhashkar :)
Sharing a article: you may find interesting :)
8 Management Lessons from Indias Freedom Struggle
We recently celebrated Indian Independence Day on 15 August. I cherish the freedom and celebrate Indias growth towards global recognition. Going back in history, Indian freedom struggle lasted nearly a century. The last 25 years of the struggle was lead by Mahatma Gandhi on the concept of non-violence. India is one of the unique countries which gained freedom without much bloodshed. I think there are lot of management lessons which corporate world is implementing presently which were prevalent in the freedom struggle.
In this post I am exploring Mahatma Gandhis leadership and management style, and linking it to the current management practices.
1. Walk the talk
Mahatma Gandhi preached the concept of simple living and high thinking, although he came from an affluent Indian family. He came up with various austere living standards and requested his followers to adopt them. His kept his life open to public scrutiny. People may debate regarding his personal choices but no one would raise questions on his ethics and integrity. Irrespective of the difficulty involved, he always was able to take the high moral ground and never compromised on his personal values. In the present corporate world we respect the leaders who are able to walk the talk, demonstrate ethical and principled behavior and lead by example.
2. Think out of the box
The strategy and tactics adopted during the Indian independence struggle were unlike any other country™s revolution. Some of the concepts were:
 ˘ Non-violence “ A war fought on the basis of principles without any bloodshed.
˘ Civil disobedience- Court arrest if the British officials are threatening imprisonment for demanding your rights.
 ˘ Non-cooperation- The message given was maintain your jobs with the British Empire, however do not support it regarding its practices against Indian people. Managements today are advocating out of the box thinking and competing strategically. The organization which implements a unique strategy generally wins the market.
3. Brand building
Mahatma Gandhi™s personal brand has lasted 60 years after his death without any investment. He created a brand of a simple moral man living life on the principle of Ahimsa (non-violence). His home spun cotton clothes, wooden shaft, leather slippers, vegetarian meals and home at the ashram all embodied his personal brand. His character and communication depicted his core values to the masses. We must acknowledge that fact that very few leaders in history have as strong a brand image as Gandhi. The corporate world is spending huge sums on advertising to build the corporate brand. We hear Tom Peters and other management gurus talking about building the śBrand You .
4. Competitors size doesnt matter
The Indian freedom struggle gained ground by the idea of a few committed individuals who wished to bring about a change. They envisaged taking on the might of British Empire who had the resources, funds, weapons and management capability. The Indian leadership team acknowledged the strengths of the British Empire and devised a strategy which minimized those strengths. They built a strategy on the following:
Non-violence which required no weapons;
Asked masses to contribute for the independence and live frugally, hence survived on minimal resources;
Developed local leadership across all regions under Congress banner. Using a similar strategy Barrack Obama won the American president elections when he had no funds and support. Also, one notices small IT companies (e.g. hotmail) which developed into big names just by pioneering a unique product and leveraging the market properly.
5. Build dream teams
Indian Congress Party besides Gandhi had a number of other accomplished leaders. Namely, C. Rajagopalachari, Jawaharlal Nehru, Â Vallabhbhai Patel, Subhash Chandra Bose and others. These leaders all had different personalities and ideologies, however worked for a common cause. Gandhi and Nehru complimented each other tremendously and mostly operated as two in a box. Senior leaders acted as mentors for the younger generation. The party had leaders at grass root level, and people were encouraged to develop leadership traits. Business world is focusing on building dream teams with leadership at all levels. The Human resource Departments are focused on concepts of two in a box, alternate leaders, chief mentors and succession planning.
6. Engage and empower people
Mahatma Gandhi in his speech on the eve of Dandi March said -Wherever there are local leaders, their orders should be obeyed by the people. Where there are no leaders and only a handful of men have faith in the programme, they may do what they can, if they have enough self-confidence . He encouraged common man to show leadership and commitment under the overall umbrella of Congress. He united the people by specifying the mission, vision and code of conduct of Congress. The masses were committed to the cause and in all his symbolic protests he involved people participation. The corporate world™s biggest challenge is of disengaged employees due to actual or perceived lack of empowerment. It is becoming apparent that success or failure of the organization is increasingly dependent on a healthy organization culture which encourages employee participation.
7. Accept and encourage diversity
The British are generally blamed for implementing divide and rule policy in India. On the contrary, India already was already divided into various regions, religions and castes before the British rule. Mahatma Gandhi in his struggle for independence attempted to unify the country. He encouraged the princely states to join hands, brought Hindus and Muslims on the same platform and removed caste barriers for joining the freedom moment. He supported gender equality and encouraged women to actively participate in the movement. His wife, Kasturba Gandhi played a pivotal role in getting women™s participation. With less than 10% women in senior management positions in the corporate world, the mantra today is to bring more women on board. With globalization the concept of accepting and encouraging diversity has taken hold.
8. Dont make it personal
In the Quit India speech in 1942, Mahatma Gandhi stated- Then, there is the question of your attitude towards the British. I have noticed that there is hatred towards the British among the people. The people say they are disgusted with their behavior. The people make no distinction between British imperialism and the British people . Deal with the issue and not the person; this is the corporate mandate today. Mahatma Gandhi pioneered this thought process. In all his communication and dealings he stood up against British Imperialism. He however, had friendly relationships with Britishers and never made a personal attack in his speeches. On the other hand, he continuously advocated decent and humane behavior even towards ones enemy. His thought process was- address the issue at hand and keep a positive attitude towards a person from the competing camp. In nut shell, there is a lot to learn from the Indian freedom struggle for the corporate world. It had unique dimensions which are gaining hold now as corporate best practices. History is the best teacher, if we are willing to learn from other peoples successes and failures.
~Internet
From India, Karnal
Sharing a article: you may find interesting :)
8 Management Lessons from Indias Freedom Struggle
We recently celebrated Indian Independence Day on 15 August. I cherish the freedom and celebrate Indias growth towards global recognition. Going back in history, Indian freedom struggle lasted nearly a century. The last 25 years of the struggle was lead by Mahatma Gandhi on the concept of non-violence. India is one of the unique countries which gained freedom without much bloodshed. I think there are lot of management lessons which corporate world is implementing presently which were prevalent in the freedom struggle.
In this post I am exploring Mahatma Gandhis leadership and management style, and linking it to the current management practices.
1. Walk the talk
Mahatma Gandhi preached the concept of simple living and high thinking, although he came from an affluent Indian family. He came up with various austere living standards and requested his followers to adopt them. His kept his life open to public scrutiny. People may debate regarding his personal choices but no one would raise questions on his ethics and integrity. Irrespective of the difficulty involved, he always was able to take the high moral ground and never compromised on his personal values. In the present corporate world we respect the leaders who are able to walk the talk, demonstrate ethical and principled behavior and lead by example.
2. Think out of the box
The strategy and tactics adopted during the Indian independence struggle were unlike any other country™s revolution. Some of the concepts were:
 ˘ Non-violence “ A war fought on the basis of principles without any bloodshed.
˘ Civil disobedience- Court arrest if the British officials are threatening imprisonment for demanding your rights.
 ˘ Non-cooperation- The message given was maintain your jobs with the British Empire, however do not support it regarding its practices against Indian people. Managements today are advocating out of the box thinking and competing strategically. The organization which implements a unique strategy generally wins the market.
3. Brand building
Mahatma Gandhi™s personal brand has lasted 60 years after his death without any investment. He created a brand of a simple moral man living life on the principle of Ahimsa (non-violence). His home spun cotton clothes, wooden shaft, leather slippers, vegetarian meals and home at the ashram all embodied his personal brand. His character and communication depicted his core values to the masses. We must acknowledge that fact that very few leaders in history have as strong a brand image as Gandhi. The corporate world is spending huge sums on advertising to build the corporate brand. We hear Tom Peters and other management gurus talking about building the śBrand You .
4. Competitors size doesnt matter
The Indian freedom struggle gained ground by the idea of a few committed individuals who wished to bring about a change. They envisaged taking on the might of British Empire who had the resources, funds, weapons and management capability. The Indian leadership team acknowledged the strengths of the British Empire and devised a strategy which minimized those strengths. They built a strategy on the following:
Non-violence which required no weapons;
Asked masses to contribute for the independence and live frugally, hence survived on minimal resources;
Developed local leadership across all regions under Congress banner. Using a similar strategy Barrack Obama won the American president elections when he had no funds and support. Also, one notices small IT companies (e.g. hotmail) which developed into big names just by pioneering a unique product and leveraging the market properly.
5. Build dream teams
Indian Congress Party besides Gandhi had a number of other accomplished leaders. Namely, C. Rajagopalachari, Jawaharlal Nehru, Â Vallabhbhai Patel, Subhash Chandra Bose and others. These leaders all had different personalities and ideologies, however worked for a common cause. Gandhi and Nehru complimented each other tremendously and mostly operated as two in a box. Senior leaders acted as mentors for the younger generation. The party had leaders at grass root level, and people were encouraged to develop leadership traits. Business world is focusing on building dream teams with leadership at all levels. The Human resource Departments are focused on concepts of two in a box, alternate leaders, chief mentors and succession planning.
6. Engage and empower people
Mahatma Gandhi in his speech on the eve of Dandi March said -Wherever there are local leaders, their orders should be obeyed by the people. Where there are no leaders and only a handful of men have faith in the programme, they may do what they can, if they have enough self-confidence . He encouraged common man to show leadership and commitment under the overall umbrella of Congress. He united the people by specifying the mission, vision and code of conduct of Congress. The masses were committed to the cause and in all his symbolic protests he involved people participation. The corporate world™s biggest challenge is of disengaged employees due to actual or perceived lack of empowerment. It is becoming apparent that success or failure of the organization is increasingly dependent on a healthy organization culture which encourages employee participation.
7. Accept and encourage diversity
The British are generally blamed for implementing divide and rule policy in India. On the contrary, India already was already divided into various regions, religions and castes before the British rule. Mahatma Gandhi in his struggle for independence attempted to unify the country. He encouraged the princely states to join hands, brought Hindus and Muslims on the same platform and removed caste barriers for joining the freedom moment. He supported gender equality and encouraged women to actively participate in the movement. His wife, Kasturba Gandhi played a pivotal role in getting women™s participation. With less than 10% women in senior management positions in the corporate world, the mantra today is to bring more women on board. With globalization the concept of accepting and encouraging diversity has taken hold.
8. Dont make it personal
In the Quit India speech in 1942, Mahatma Gandhi stated- Then, there is the question of your attitude towards the British. I have noticed that there is hatred towards the British among the people. The people say they are disgusted with their behavior. The people make no distinction between British imperialism and the British people . Deal with the issue and not the person; this is the corporate mandate today. Mahatma Gandhi pioneered this thought process. In all his communication and dealings he stood up against British Imperialism. He however, had friendly relationships with Britishers and never made a personal attack in his speeches. On the other hand, he continuously advocated decent and humane behavior even towards ones enemy. His thought process was- address the issue at hand and keep a positive attitude towards a person from the competing camp. In nut shell, there is a lot to learn from the Indian freedom struggle for the corporate world. It had unique dimensions which are gaining hold now as corporate best practices. History is the best teacher, if we are willing to learn from other peoples successes and failures.
~Internet
From India, Karnal
Ten Employee Training Tips
Well-trained employees are the key to your small business success. Studies have shown that the most successful, productive employees are those who have received extensive training.
TIPSStress training as investment.
Determine your needs.
Promote a culture of learning.
Get management on board.
Start out small.
Choose quality instructors and materials.
Find the right space.
Clarify connections.
Make it ongoing.
Measure results.
From India, Karnal
Well-trained employees are the key to your small business success. Studies have shown that the most successful, productive employees are those who have received extensive training.
TIPSStress training as investment.
Determine your needs.
Promote a culture of learning.
Get management on board.
Start out small.
Choose quality instructors and materials.
Find the right space.
Clarify connections.
Make it ongoing.
Measure results.
From India, Karnal
Time-out:
It is an efficient tool by which every employee is given an opportunity to choose time-out during work hours.This can be followed on a daily/weekly basis depending on the nature of the business. An employee can take 30-45 minutes of time-out to read, listen to music, play an indoor game, take a nap, exercise, practice yoga, watch a movie, etc. But at the same time, the employee must be within the company premises at a dedicated space allocated to pursue such activities.
Child care:
It's necessary to develop a children's programme for working mothers/fathers wherein companies need to invest in a separate space where a working parent can spend time with their kid/kids during work hours. A progressive firm needs to make arrangements w.r.t school pick-up/drop and other basic amenities in the form of indoor games, stationary, food, etc.
Sanjay Bhan, director – HR, Texas Instruments (India) Pvt. Ltd
From India, Madras
It is an efficient tool by which every employee is given an opportunity to choose time-out during work hours.This can be followed on a daily/weekly basis depending on the nature of the business. An employee can take 30-45 minutes of time-out to read, listen to music, play an indoor game, take a nap, exercise, practice yoga, watch a movie, etc. But at the same time, the employee must be within the company premises at a dedicated space allocated to pursue such activities.
Child care:
It's necessary to develop a children's programme for working mothers/fathers wherein companies need to invest in a separate space where a working parent can spend time with their kid/kids during work hours. A progressive firm needs to make arrangements w.r.t school pick-up/drop and other basic amenities in the form of indoor games, stationary, food, etc.
Sanjay Bhan, director – HR, Texas Instruments (India) Pvt. Ltd
From India, Madras
Dear Citehr friends
I wish to share the below article about self-discipline
Have a nice week ahead.
AVS
************************************************** ****
Self-Discipline
Supervisory discipline is a thing of the past. Prepare employees to be self-disciplined and get rid of the unpleasant task of "chiding employees".
Most managers dislike taking disciplinary action as much as they have an aversion to conducting traditional performance appraisals. As for the employees, they simply hate it. So, why is it that disciplinary procedures have found a home in most organisations today?
Managers influence the environments in which employees work but not their upbringing. They cannot control earlier work environments in which employees would have developed the skills, knowledge and work ethics. However, managers can strive to create a work environment and positive supervisory interactions that encourage employees to develop and practice self-discipline.
Creating conducive environment
Clear expectations: Employees need to know exactly what is expected of them, such as continuous improvement, initiative and problem solving. Job descriptions need to be informative, but not all encompassing, in order to encourage flexibility.
Fan the flame: When employees exhibit initiative and self-discipline, praise them, offer support, reward them and ensure that the idea is implemented.
Treat them as adults: Adults want minimal rules and guidelines, policies that ensure an orderely , fair and consistent work environment. They want a say in decisions concerning them or their work. Employees want to contribute to workplace. The best work places promote individual and team success. They raise the self-esteem of employees.
Train them: Employees need to be trained in problem solving and process improvement.
Solicit input: Consult employees before implementing a new policy. Focus groups help in gauging employee reaction to potential new guidelines. Enforce policies consistently.
Encourage experimentation: When an idea fails, employees need not be punished. Provide a budget for employees to spend on new ways of working.
Regular meetings: Spending time meeting with employees on a personal basis is imperative. Coach and encourage the development of each employee. Ensure all communication channels are open to the employees.
Employees are human beings too. Occasionally, they may not practice self-discipline. In such instances, address unacceptable behaviour immediately.
Source:The Mange Mentor************************************************** ***
AVS
From India, Madras
I wish to share the below article about self-discipline
Have a nice week ahead.
AVS
************************************************** ****
Self-Discipline
Supervisory discipline is a thing of the past. Prepare employees to be self-disciplined and get rid of the unpleasant task of "chiding employees".
Most managers dislike taking disciplinary action as much as they have an aversion to conducting traditional performance appraisals. As for the employees, they simply hate it. So, why is it that disciplinary procedures have found a home in most organisations today?
Managers influence the environments in which employees work but not their upbringing. They cannot control earlier work environments in which employees would have developed the skills, knowledge and work ethics. However, managers can strive to create a work environment and positive supervisory interactions that encourage employees to develop and practice self-discipline.
Creating conducive environment
Clear expectations: Employees need to know exactly what is expected of them, such as continuous improvement, initiative and problem solving. Job descriptions need to be informative, but not all encompassing, in order to encourage flexibility.
Fan the flame: When employees exhibit initiative and self-discipline, praise them, offer support, reward them and ensure that the idea is implemented.
Treat them as adults: Adults want minimal rules and guidelines, policies that ensure an orderely , fair and consistent work environment. They want a say in decisions concerning them or their work. Employees want to contribute to workplace. The best work places promote individual and team success. They raise the self-esteem of employees.
Train them: Employees need to be trained in problem solving and process improvement.
Solicit input: Consult employees before implementing a new policy. Focus groups help in gauging employee reaction to potential new guidelines. Enforce policies consistently.
Encourage experimentation: When an idea fails, employees need not be punished. Provide a budget for employees to spend on new ways of working.
Regular meetings: Spending time meeting with employees on a personal basis is imperative. Coach and encourage the development of each employee. Ensure all communication channels are open to the employees.
Employees are human beings too. Occasionally, they may not practice self-discipline. In such instances, address unacceptable behaviour immediately.
Source:The Mange Mentor************************************************** ***
AVS
From India, Madras
Communication
If you read the verbatim minutes of a meeting, you wouldn’t grasp the impact of what was said the same way as if you had been there or saw the meeting on video. Why? There is no record of nonverbal communication. The emphasis given to words or phrases is missing.
The following list of statements shows how intonations can change the meaning of a message when the speaker puts emphasis on different words. The following statements, spoken in different ways, can mean very different things:
1.Why don’t I take you to dinner tonight? Means: Not tomorrow night.
2.Why don’t I take you to dinner tonight? Means: I was going to take someone else.
3.Why don’t I take you to dinner tonight? Means: Instead of the guy you were going with.
4.Why don’t I take you to dinner tonight? Means: I’m need a reason why I shouldn’t take you.
5.Why don’t I take you to dinner tonight? Means: Do you have a problem with me?
6.Why don’t I take you to dinner tonight? Means: Instead of going on your own.
7.Why don’t I take you to dinner tonight? Means: Instead of lunch tomorrow.
Misunderstandings is a particular problem when writing e-mails. It is easy to miscommunicate your intentions in a short e mail as there is no tone of voice to provide context. Emoticons were introduced to try and solve this problem but they seem to have fallen in to disuse in most cases.
So here is Today’s Daily HR Tip: Don’t send important messages by short e-mail. At the very least write a well thought through message and put it in an attachment that has been tested for comprehension. Ask another person to read it to check for comprehension. Of course, the best method of communication has been with us for thousands of years, is free, and should be used more frequently: in person, face-to-face communication.
************************************************** ******
AVS
From India, Madras
If you read the verbatim minutes of a meeting, you wouldn’t grasp the impact of what was said the same way as if you had been there or saw the meeting on video. Why? There is no record of nonverbal communication. The emphasis given to words or phrases is missing.
The following list of statements shows how intonations can change the meaning of a message when the speaker puts emphasis on different words. The following statements, spoken in different ways, can mean very different things:
1.Why don’t I take you to dinner tonight? Means: Not tomorrow night.
2.Why don’t I take you to dinner tonight? Means: I was going to take someone else.
3.Why don’t I take you to dinner tonight? Means: Instead of the guy you were going with.
4.Why don’t I take you to dinner tonight? Means: I’m need a reason why I shouldn’t take you.
5.Why don’t I take you to dinner tonight? Means: Do you have a problem with me?
6.Why don’t I take you to dinner tonight? Means: Instead of going on your own.
7.Why don’t I take you to dinner tonight? Means: Instead of lunch tomorrow.
Misunderstandings is a particular problem when writing e-mails. It is easy to miscommunicate your intentions in a short e mail as there is no tone of voice to provide context. Emoticons were introduced to try and solve this problem but they seem to have fallen in to disuse in most cases.
So here is Today’s Daily HR Tip: Don’t send important messages by short e-mail. At the very least write a well thought through message and put it in an attachment that has been tested for comprehension. Ask another person to read it to check for comprehension. Of course, the best method of communication has been with us for thousands of years, is free, and should be used more frequently: in person, face-to-face communication.
************************************************** ******
AVS
From India, Madras
Good morning sir...................yes very true said tips on communications ..............in every field communications plays a very important role not only in professional even in personal life it plays .. Now the trend is that they use jargons where some people dont know.. these should be avoided in our life.. Every one has to speak in simple English .... :)
From India, Madras
From India, Madras
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