Hi folks, I'm new in this community. However, I'm impressed with the expert advice that is given on this site for every HR problem. Could you please help me in giving ideas to change my employees' attitude towards their work?
Thank you for your assistance.
From India, Pune
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Thank you for your assistance.
From India, Pune
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Dear Skyla,
Employee attitude is an offshoot of the organization's culture. Shaping the organization's culture is a deliberate effort that requires top management's commitment as well. If you focus solely on fixing employee attitude in isolation, it may prove to be a wild goose chase.
Recently, I conducted a training program titled "Creating a Culture of Business Excellence." During this program, the Managing Director (MD) of the company participated and was present throughout the session. Afterwards, he openly admitted that there were a few things he could have done differently earlier, which he now intends to implement going forward.
As a first step, it is crucial to have strong control over your recruitment process. The second step involves creating a culture that emphasizes performance.
For additional information, please feel free to contact me on my mobile.
Thanks,
Dinesh V. Divekar
From India, Bangalore
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8036Employee attitude is an offshoot of the organization's culture. Shaping the organization's culture is a deliberate effort that requires top management's commitment as well. If you focus solely on fixing employee attitude in isolation, it may prove to be a wild goose chase.
Recently, I conducted a training program titled "Creating a Culture of Business Excellence." During this program, the Managing Director (MD) of the company participated and was present throughout the session. Afterwards, he openly admitted that there were a few things he could have done differently earlier, which he now intends to implement going forward.
As a first step, it is crucial to have strong control over your recruitment process. The second step involves creating a culture that emphasizes performance.
For additional information, please feel free to contact me on my mobile.
Thanks,
Dinesh V. Divekar
From India, Bangalore
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Hi Skyla, Please tell what is your companie’s product. what type of employees do you have. what is their present attitude and what you want to make.
From India, Hyderabad
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From India, Hyderabad
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Thanks for the post. I too have problems with how to ensure that investments in training will really yield returns. Attitudes drive performance.
I have heard from some consultants I asked that the only way to measure attitude is to pinpoint the measurable behaviors/performance of a particular attitude and measure it from there. Alternatively, before certain training programs, objectives should be clear about what should be measured after the training.
From Philippines, Dadiangas
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I have heard from some consultants I asked that the only way to measure attitude is to pinpoint the measurable behaviors/performance of a particular attitude and measure it from there. Alternatively, before certain training programs, objectives should be clear about what should be measured after the training.
From Philippines, Dadiangas
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Hi,
It is very sad that employees whom we hire to do some specific duties are not motivated enough. Motivation is not an external factor; it is very internal. Once an employee is motivated, his attitude towards any problem is positive. In this world, only two things will motivate people: "NEED AND GREED." Salary may satisfy the needs, but nothing satisfies on the greed part. You cannot generalize the way for changing the attitude. My suggestion is to create a group of similar or like-minded people to create a group attitude and then let this group attitude boil down to the individual. I have personally mentored an organization in this way, which has given them a fairly good success rate. You cannot have one right solution for this; you need to constantly work on this to make it a habit for them because "motivation is an internal factor and it decides the attitude."
If you want personalized help, you can send your case to our ID tools_bangalore@rediffmail.com. We will help you in resolving the issue - No consultancy charges!!!
From India, Bangalore
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It is very sad that employees whom we hire to do some specific duties are not motivated enough. Motivation is not an external factor; it is very internal. Once an employee is motivated, his attitude towards any problem is positive. In this world, only two things will motivate people: "NEED AND GREED." Salary may satisfy the needs, but nothing satisfies on the greed part. You cannot generalize the way for changing the attitude. My suggestion is to create a group of similar or like-minded people to create a group attitude and then let this group attitude boil down to the individual. I have personally mentored an organization in this way, which has given them a fairly good success rate. You cannot have one right solution for this; you need to constantly work on this to make it a habit for them because "motivation is an internal factor and it decides the attitude."
If you want personalized help, you can send your case to our ID tools_bangalore@rediffmail.com. We will help you in resolving the issue - No consultancy charges!!!
From India, Bangalore
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The very first line "Employee attitude is an offshoot of the organization's culture" is not agreed upon. The candidate should be screened while being inducted into the company. We should have more ways to check and screen one's attitude. It has something to do with family background, friends' circle, etc.
From United States, Sunnyvale
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From United States, Sunnyvale
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Dear duvurisp,
"You have written that candidates should be screened while being inducted in the company." This screening is part of the recruitment practice, which is in turn part of the organizational culture.
Employee attitudes are shaped by the organization's culture. When employees ask themselves, "What is important here?" they receive a certain answer. They adapt their behavior based on this response. For example, if an employee has previously worked in a highly disciplined organization and then joins a company where discipline is not emphasized, they will adjust to the new environment. The reverse is also true.
Faculty members at hotel management institutes often inform their students that they are future chefs or restaurant managers. They specify that certain behaviors will not be accepted in "X" or "Y" hotel group. Indirectly, what the faculties do is shape their students' attitudes.
Attitudes are also influenced by informal discussions among employees in places like the lunchroom or smoking area. Statements like "Do not do this" or "You can do this" are responses to the organization's culture.
Innovation thrives in many American companies because it is a core value embedded in their culture. While the IQ levels of software engineers may be similar, the lack of companies like Google, Microsoft, or IBM in India is attributed to the failure to establish a similar innovative culture. Mr. Vishal Sikka, the recently appointed CEO of Infosys, is attempting to introduce "design thinking." Is he not changing the organization's culture?
I hope this addresses your query.
Thanks,
Dinesh Divekar
The initial statement "Employee attitude is offshoot of organization's culture" is not agreed upon. The candidate should be screened while being inducted into the company. We should explore more ways to assess and screen attitudes. Attitudes are influenced by factors such as family background and friends' circles.
If you have any further questions or need clarification, please let me know.
From India, Bangalore
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"You have written that candidates should be screened while being inducted in the company." This screening is part of the recruitment practice, which is in turn part of the organizational culture.
Employee attitudes are shaped by the organization's culture. When employees ask themselves, "What is important here?" they receive a certain answer. They adapt their behavior based on this response. For example, if an employee has previously worked in a highly disciplined organization and then joins a company where discipline is not emphasized, they will adjust to the new environment. The reverse is also true.
Faculty members at hotel management institutes often inform their students that they are future chefs or restaurant managers. They specify that certain behaviors will not be accepted in "X" or "Y" hotel group. Indirectly, what the faculties do is shape their students' attitudes.
Attitudes are also influenced by informal discussions among employees in places like the lunchroom or smoking area. Statements like "Do not do this" or "You can do this" are responses to the organization's culture.
Innovation thrives in many American companies because it is a core value embedded in their culture. While the IQ levels of software engineers may be similar, the lack of companies like Google, Microsoft, or IBM in India is attributed to the failure to establish a similar innovative culture. Mr. Vishal Sikka, the recently appointed CEO of Infosys, is attempting to introduce "design thinking." Is he not changing the organization's culture?
I hope this addresses your query.
Thanks,
Dinesh Divekar
The initial statement "Employee attitude is offshoot of organization's culture" is not agreed upon. The candidate should be screened while being inducted into the company. We should explore more ways to assess and screen attitudes. Attitudes are influenced by factors such as family background and friends' circles.
If you have any further questions or need clarification, please let me know.
From India, Bangalore
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Employee Attitude.ppt