:unsure:Dear All
We all are Employees from one end and Employers at other end, but are we sure why do as a Employee we are not happy with the job/organisation? and how do we expect our employee to be happy with job/ organisation?
Would like to collect your point of view on this.
Regards
Silpa:!:
From India, Pune
1We all are Employees from one end and Employers at other end, but are we sure why do as a Employee we are not happy with the job/organisation? and how do we expect our employee to be happy with job/ organisation?
Would like to collect your point of view on this.
Regards
Silpa:!:
From India, Pune
Dear Silpa,
As learned from the book- Sound Bites for Success, losing good employees can be costly. But how can you motivate commitment and loyalty to your company? Fred Herzberg "determined that there are five main "satisfiers" for employees.
The first satisfier is "advancement". It's a significant reason for staying loyal, especially in tough times. Advancement within a firm is the chance to develop professionally and personally. Advancement implies more money, more information, greater status and other desired benefits.
Satisfied employees often report that they feel they have a future with their firm. They know where they are and what they have to do move ahead. This is called a career path. It creates a foundation for performance appraisals and personnel evaluations. Without it, your employees may feel they have got both feet firmly planted in midair.
The possibility of promotion is a powerful management tool. People want to know what they have to do in order to be considered for a better job. You'd be amazed at how many of your people have no clear idea how to get promoted. You can create this opportunity for advancement by setting up a career development program for your employees. These programs identify the job skills needed at each level of the organization and spell out how your employees can get them.
Whether their skills develop through internal training programs, home correspondence courses or professional seminars, your employees will get a glimpse of a preferred future and how to get there. This is a strong motivator that, if implemented properly, can create a lifetime commitment and make them happy to stay with organization.
Best regards,
John
From China, Shanghai
As learned from the book- Sound Bites for Success, losing good employees can be costly. But how can you motivate commitment and loyalty to your company? Fred Herzberg "determined that there are five main "satisfiers" for employees.
The first satisfier is "advancement". It's a significant reason for staying loyal, especially in tough times. Advancement within a firm is the chance to develop professionally and personally. Advancement implies more money, more information, greater status and other desired benefits.
Satisfied employees often report that they feel they have a future with their firm. They know where they are and what they have to do move ahead. This is called a career path. It creates a foundation for performance appraisals and personnel evaluations. Without it, your employees may feel they have got both feet firmly planted in midair.
The possibility of promotion is a powerful management tool. People want to know what they have to do in order to be considered for a better job. You'd be amazed at how many of your people have no clear idea how to get promoted. You can create this opportunity for advancement by setting up a career development program for your employees. These programs identify the job skills needed at each level of the organization and spell out how your employees can get them.
Whether their skills develop through internal training programs, home correspondence courses or professional seminars, your employees will get a glimpse of a preferred future and how to get there. This is a strong motivator that, if implemented properly, can create a lifetime commitment and make them happy to stay with organization.
Best regards,
John
From China, Shanghai
Shilpa,
I guess this is one of the most intelligent question, I have come across in recent times and I must admit that it made me think. I am putting my thought process on this aspect. Please note that my thoughts may not have reference to any text book, but these are based on experience.
Because we are not satisfied as employee, we create a team of unsatisfied employees as employers. To ensure a team of happy and satisfied employees, we as employer need to make sure that we are happy and satisfied as well.
We can share and give what we have. First we as employers need to fill ourselves with happiness and satisfaction then only we can give our organization, a team of happy and satisfied employees.
Rakesh
From India, Hisar
I guess this is one of the most intelligent question, I have come across in recent times and I must admit that it made me think. I am putting my thought process on this aspect. Please note that my thoughts may not have reference to any text book, but these are based on experience.
Because we are not satisfied as employee, we create a team of unsatisfied employees as employers. To ensure a team of happy and satisfied employees, we as employer need to make sure that we are happy and satisfied as well.
We can share and give what we have. First we as employers need to fill ourselves with happiness and satisfaction then only we can give our organization, a team of happy and satisfied employees.
Rakesh
From India, Hisar
Dear John & Rajesh
Thanks for your views and it's really informative.
Here as a concern, i saw employees who were not satisfied with the boss/ organisation because of high expectations and low performances of top management. At the same time, i come across employees who took responsibility/ initiative which has been taken as a threat by senior people for their future in the organisation.
I strongly agree that, always there are both kind of people in any company. But when you are working as team and the goal of the team is to complete the task in specified time, why do personal attitude/ preferences plays main role than final goal & achievement in professional life/ work environment.
I hope my question is making a sense to discuss with you all. Please let me know if i am not clear in putting my question in a constructive way.
Regards
Silpa
From India, Pune
Thanks for your views and it's really informative.
Here as a concern, i saw employees who were not satisfied with the boss/ organisation because of high expectations and low performances of top management. At the same time, i come across employees who took responsibility/ initiative which has been taken as a threat by senior people for their future in the organisation.
I strongly agree that, always there are both kind of people in any company. But when you are working as team and the goal of the team is to complete the task in specified time, why do personal attitude/ preferences plays main role than final goal & achievement in professional life/ work environment.
I hope my question is making a sense to discuss with you all. Please let me know if i am not clear in putting my question in a constructive way.
Regards
Silpa
From India, Pune
Hi,
Please refer to the following thread:
https://www.citehr.com/123163-job-hu...e-reasons.html
It may give some insights!!
Regards,
Geetha
From India, Coimbatore
Please refer to the following thread:
https://www.citehr.com/123163-job-hu...e-reasons.html
It may give some insights!!
Regards,
Geetha
From India, Coimbatore
Hi All,
At this downfall time everyone assessing the same question in their mind. This question is a perfect question at this perfect time. Being an employee of a IT Company I realized this question's answer very much. Being an employer a person should have a clearcut vision and mission. That vision and mission should b profitable towards society. if this thing is lacking then he/she is not a genuine employer. One has to understand being an employer u never think that employee are ur slave rather than they are the asset of company whom how u will treat and how u will use that way u will get in return. Like Mr. X (sa...am frame) is the best example .
When his one interest was not satisfied then all the things came into picture otherwise it will be continuing as same. So employer is not satisfied when he lacks with a genuine reason for his establishment, lack interesrt for serving people, and not a true people's leader and not a ethical person.
Next we will come to employee side ,
Employee has to think when he/she is joining a company he or she must has to be socially productive, then he has to utilize his skills and talent in a progressive way, Next I will say when an employee lacks motivation and immediate recognition he or she feels demotivated and this is the first reason for disatifaction. No body joins a company for charity. if comapny makes loss or enterd into some wrong process and financial issues arised then an employee is severely disatsfied. these issues are to be takebn care of properly.
These are some of my points several other issues are there but one thing i would like to say that as everyone writes in their career objective that they want want mutual growth which combines their and the company itself like wise if a company will run accordingly generating positive return for a employee as well as employer then nobody will b disatisfied.
From India, Bangalore
At this downfall time everyone assessing the same question in their mind. This question is a perfect question at this perfect time. Being an employee of a IT Company I realized this question's answer very much. Being an employer a person should have a clearcut vision and mission. That vision and mission should b profitable towards society. if this thing is lacking then he/she is not a genuine employer. One has to understand being an employer u never think that employee are ur slave rather than they are the asset of company whom how u will treat and how u will use that way u will get in return. Like Mr. X (sa...am frame) is the best example .
When his one interest was not satisfied then all the things came into picture otherwise it will be continuing as same. So employer is not satisfied when he lacks with a genuine reason for his establishment, lack interesrt for serving people, and not a true people's leader and not a ethical person.
Next we will come to employee side ,
Employee has to think when he/she is joining a company he or she must has to be socially productive, then he has to utilize his skills and talent in a progressive way, Next I will say when an employee lacks motivation and immediate recognition he or she feels demotivated and this is the first reason for disatifaction. No body joins a company for charity. if comapny makes loss or enterd into some wrong process and financial issues arised then an employee is severely disatsfied. these issues are to be takebn care of properly.
These are some of my points several other issues are there but one thing i would like to say that as everyone writes in their career objective that they want want mutual growth which combines their and the company itself like wise if a company will run accordingly generating positive return for a employee as well as employer then nobody will b disatisfied.
From India, Bangalore
Dear All
My question is not about why do employee look for a change? or How to retain an employee. My point is that we all join a reputed organisation with personal goals and with lot of dreams. when we are working as a team, even though we all are professionals, we lacks professionalism and starts giving importance to our personal preferences like colleague attitude, behaviour, etc.
Sometimes i get an answer like because humans work together and in life, behavioural preferences are important than anything. But would like to know is there any other point behind that.
Regards
Silpa
From India, Pune
My question is not about why do employee look for a change? or How to retain an employee. My point is that we all join a reputed organisation with personal goals and with lot of dreams. when we are working as a team, even though we all are professionals, we lacks professionalism and starts giving importance to our personal preferences like colleague attitude, behaviour, etc.
Sometimes i get an answer like because humans work together and in life, behavioural preferences are important than anything. But would like to know is there any other point behind that.
Regards
Silpa
From India, Pune
Dear Silpa,
Because of the downsizes, mergers, re-organizations, employee diversity, today’s leaders have to work more like public relations agents than like the number-crunchers of the past.
If there is a way to measure the way you’ll be working from now on, one end of that tape you’ll see the use of traditional management skills, and on the other, the mentoring/monitoring system of dealing with self-directed work teams and empowered, skilled, knowledgeable employees.
Today’s measuring system indicates that your job is not so much to conduct monthly budget reviews or demonstrate your economic problem-solving prowess, as it is to articulate where your company, your department, your division, or your entrepreneurial organization is going – not only where it is going but how it’s going to get there.
Your main functions, then, are to hire, train, and retain a wide diversity of good people with knowledge and skills; empower them to be accountable for their area of expertise; turn them loose to do their jobs; and provide rewards and incentives for them to keep up the good work.
Well, let talk about how to develop your employees into team players? You can do this by getting to know the following variables in your team:
John
From China, Shanghai
Because of the downsizes, mergers, re-organizations, employee diversity, today’s leaders have to work more like public relations agents than like the number-crunchers of the past.
If there is a way to measure the way you’ll be working from now on, one end of that tape you’ll see the use of traditional management skills, and on the other, the mentoring/monitoring system of dealing with self-directed work teams and empowered, skilled, knowledgeable employees.
Today’s measuring system indicates that your job is not so much to conduct monthly budget reviews or demonstrate your economic problem-solving prowess, as it is to articulate where your company, your department, your division, or your entrepreneurial organization is going – not only where it is going but how it’s going to get there.
Your main functions, then, are to hire, train, and retain a wide diversity of good people with knowledge and skills; empower them to be accountable for their area of expertise; turn them loose to do their jobs; and provide rewards and incentives for them to keep up the good work.
Well, let talk about how to develop your employees into team players? You can do this by getting to know the following variables in your team:
- Because of the age, education, and ethnic background of your people, you need to get a very clear picture of what your team force looks like.
- You need to know what values are held by the majority of your employees. The best way to do this is to talk to them individually, hold discussions in groups, and then watch and listen.
- Ask your employees what they see when they “look” at your company, department, or division. In other words, what kind of organization do they think you have and how do they think it can be brought to a higher level of competency and productivity?
- Match people to your existing jobs; not the other way around. Reinforce and reward excellent performance. Keep people informed of what’s going on and be as supportive of their lifestyles as you possibly can be by utilizing such things as flex time, networking stations, and a functioning feedback loop.
- Once you have implemented the first four items, look at your rate of turnover, the quality of your new-hires, team rapport, overall productivity, and the number and kind of grievances you’re getting, to get an overall picture of how you’re progressing in developing truly empowered teams in your organization.
John
From China, Shanghai
Hi,
There are few major reasons why the employees are not satisfied with the organization.
1. Performance Management system and Performance Appraisals - This is the major reason why employees get dis-satisfied when his actual performance is not recognized due to the appraisals. Since appraisals are infact directly linked with the salary increments.
2. Organizational climate - The climate of the organization is yet another reason why employees are dis-satisfied. FOr eg. During recession, if the company brings in few measures which might influence the climate of the organization.
3. External consultants - Employees get dissatisfied when the organization system gets a external consultant being introduced for few alignments in the organization.
4. Change in the process - A small change in the process of the organization with respect to all the activities will also affect the interest level of the employee. For eg. Introducing a new technology in the organization for increasing the pace of the operations will infact affect the employee's motivational level.
5. Miscellaneous - There are also few other factors like work - life balance, physical amineties, peer group which would in turn affect the interest level of the employee.
I hope i had given a few factors which influence the interest level of employee towards the organization
Regards
K.Jayavel
From India, Madras
There are few major reasons why the employees are not satisfied with the organization.
1. Performance Management system and Performance Appraisals - This is the major reason why employees get dis-satisfied when his actual performance is not recognized due to the appraisals. Since appraisals are infact directly linked with the salary increments.
2. Organizational climate - The climate of the organization is yet another reason why employees are dis-satisfied. FOr eg. During recession, if the company brings in few measures which might influence the climate of the organization.
3. External consultants - Employees get dissatisfied when the organization system gets a external consultant being introduced for few alignments in the organization.
4. Change in the process - A small change in the process of the organization with respect to all the activities will also affect the interest level of the employee. For eg. Introducing a new technology in the organization for increasing the pace of the operations will infact affect the employee's motivational level.
5. Miscellaneous - There are also few other factors like work - life balance, physical amineties, peer group which would in turn affect the interest level of the employee.
I hope i had given a few factors which influence the interest level of employee towards the organization
Regards
K.Jayavel
From India, Madras
Dear
I think we dont find satisfaction because we dont agree always what our seniors believe or follow ... half hearted we listen to it and act upon it. Same happens with our associates who we find may not be satisfied with us.
Moreover its a proven fact that if you find everyone pleased with you , you are not a successful manager .
regards
Ame
From India, Delhi
I think we dont find satisfaction because we dont agree always what our seniors believe or follow ... half hearted we listen to it and act upon it. Same happens with our associates who we find may not be satisfied with us.
Moreover its a proven fact that if you find everyone pleased with you , you are not a successful manager .
regards
Ame
From India, Delhi
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