Hi TS,
I never said that such situations/issues are there only in IT/BT sector!! The whole idea of me joining the discussions that were going on was to view the issue in a different angle all together for a non-IT/BT industry. As you rightly said - "This could be mainly due the fact that average level of education/qualifications of employees in non-IT sector is lower compared to the IT sector & also the lower international exposure." After all, we are all human beings and the reasons for the attitude is definitely same but in varying degrees. A person who is employed in an IT/BT industry may not be able to fully understand the attitude issues of a non-IT/BT industry. This has to be tackled in a totally different way. I was only trying to know what my friends feel regarding this issue. ATTITUDE is definitely is a problem which affects the whole Organisation. Anyway I would be eager to know your views and other friends views on this.
-Srinaren
From India, Bangalore
16I never said that such situations/issues are there only in IT/BT sector!! The whole idea of me joining the discussions that were going on was to view the issue in a different angle all together for a non-IT/BT industry. As you rightly said - "This could be mainly due the fact that average level of education/qualifications of employees in non-IT sector is lower compared to the IT sector & also the lower international exposure." After all, we are all human beings and the reasons for the attitude is definitely same but in varying degrees. A person who is employed in an IT/BT industry may not be able to fully understand the attitude issues of a non-IT/BT industry. This has to be tackled in a totally different way. I was only trying to know what my friends feel regarding this issue. ATTITUDE is definitely is a problem which affects the whole Organisation. Anyway I would be eager to know your views and other friends views on this.
-Srinaren
From India, Bangalore
Dear All,
I am an MBA - HR and working as an Executive in a Pharmaceutical company, Now I've an experience of 3 years in HR. I am doing the time office work, Recruitment up to mid level positions, Trainings, maintaining all personal data of employees and all the routine activities of HR in the company along with the Administrative work.
But still I used to feel as I am lacking in the knowledge required for HR, you can say like "Jack of all trades master of none".
Please suggest me what should i do? what thing i must have to learn to survive in HR field.
Rajeev
From India, Chandigarh
I am an MBA - HR and working as an Executive in a Pharmaceutical company, Now I've an experience of 3 years in HR. I am doing the time office work, Recruitment up to mid level positions, Trainings, maintaining all personal data of employees and all the routine activities of HR in the company along with the Administrative work.
But still I used to feel as I am lacking in the knowledge required for HR, you can say like "Jack of all trades master of none".
Please suggest me what should i do? what thing i must have to learn to survive in HR field.
Rajeev
From India, Chandigarh
Hi,
Nice suggestions by all.
Some simple formulas for human behaviour ::
1. Workers' behaviour is the reaction to management's attitude.
2. Don't look for superficial solutions, go deep and remove the root cause.
3. If the team is defective, fire the coach.
From India, Delhi
Nice suggestions by all.
Some simple formulas for human behaviour ::
1. Workers' behaviour is the reaction to management's attitude.
2. Don't look for superficial solutions, go deep and remove the root cause.
3. If the team is defective, fire the coach.
From India, Delhi
Hi All,
After going through the discussion, I would also like to share my thought regarding this subject.[correct me if I am wrong or it needs to be modified]
Before I go for a meeting with such a person/employee who is filled with the negative thoughts, I myself should ensure that I am positive enough to face the person. Both Positive and negative energy are contagious. A very common example of this can be seen in the corporate sector, where an employee or a set of employees in a process or in an operation can influence the thought and the attitude of the rest.
Moreover, if I am positive in the entire meeting with that employee, I would be able to kindle some amount of hope and confidence in the other person. I can drill down to his problems easily and can come up with solutions.
This can change his attitude and this can even spread across the other employees as well. [Remember Positive and negative energy are both contagious]
Thanks
From India, Ghaziabad
After going through the discussion, I would also like to share my thought regarding this subject.[correct me if I am wrong or it needs to be modified]
Before I go for a meeting with such a person/employee who is filled with the negative thoughts, I myself should ensure that I am positive enough to face the person. Both Positive and negative energy are contagious. A very common example of this can be seen in the corporate sector, where an employee or a set of employees in a process or in an operation can influence the thought and the attitude of the rest.
Moreover, if I am positive in the entire meeting with that employee, I would be able to kindle some amount of hope and confidence in the other person. I can drill down to his problems easily and can come up with solutions.
This can change his attitude and this can even spread across the other employees as well. [Remember Positive and negative energy are both contagious]
Thanks
From India, Ghaziabad
Two following common quotations may be appropraite to keep in mind on this subject.
"SHORTCUT METHODS CUT SHORT THE SITUATION" and "IF THERE IS NO TRUST, IT CREATES ONLY RUST" in the environment.
The suggestions mailed by highly experienced HR Experts earlier in this post are touching all angles of the problem. While fully agreeing with I like to share the following.
One MD of a public sector steel plant asked me for this assignment in his organization. I suggested him to cover a good percentage of potential leaders among employees in a three day workshop on " Attitude Building, Positive Thinking and Changing Mindset". I guarrented his expectation to be fulfilled by recieving "Excellent" feedback from the participants. The first programme was a free offer from Pragyan Productivity Center. Based upon the feedback of that programme the company decided to continue it every month to cover about 500 such workmen and it gives very positve result from October 2009.
The schedule and detail coverage may be sent to interested people.
Er Prafulla K Acharya, Ph.D. in HRD & Mgt ( IIT-Kgp ) 09437022040,
From India, Bhubaneswar
"SHORTCUT METHODS CUT SHORT THE SITUATION" and "IF THERE IS NO TRUST, IT CREATES ONLY RUST" in the environment.
The suggestions mailed by highly experienced HR Experts earlier in this post are touching all angles of the problem. While fully agreeing with I like to share the following.
One MD of a public sector steel plant asked me for this assignment in his organization. I suggested him to cover a good percentage of potential leaders among employees in a three day workshop on " Attitude Building, Positive Thinking and Changing Mindset". I guarrented his expectation to be fulfilled by recieving "Excellent" feedback from the participants. The first programme was a free offer from Pragyan Productivity Center. Based upon the feedback of that programme the company decided to continue it every month to cover about 500 such workmen and it gives very positve result from October 2009.
The schedule and detail coverage may be sent to interested people.
Er Prafulla K Acharya, Ph.D. in HRD & Mgt ( IIT-Kgp ) 09437022040,
From India, Bhubaneswar
Greetings,
This discussion is going very interesting . I would look forward to the solution that we can brain storm here. Srinaren , Satheesh and Khadir, thankyou for the excellent inputs . Coolheadtamil, Erate and Kriyaz, look forward to your analysis of the situation.I have written CPS singh for more details in this case. Until and unless we screen out all the areas , we are not likely to find a solution.
Dr. Acharaya have shared about Pragyan program. I am looking forward to know more about it . Please do mention how to make it work in these following situations:
I look forward to the inputs and further brainstorming to this.
Regards,
(Cite Contribution)
From India, Mumbai
This discussion is going very interesting . I would look forward to the solution that we can brain storm here. Srinaren , Satheesh and Khadir, thankyou for the excellent inputs . Coolheadtamil, Erate and Kriyaz, look forward to your analysis of the situation.I have written CPS singh for more details in this case. Until and unless we screen out all the areas , we are not likely to find a solution.
Dr. Acharaya have shared about Pragyan program. I am looking forward to know more about it . Please do mention how to make it work in these following situations:
- In a distant place, such as Khadir's organization, how do we implement this model? Is there any option for remote support ? We look forward to understand how can this program be delivered irrespective of distance ?
- In case an organization have limited resource both in terms of manpower and budget, how would they implement this program?
- How to make this work, if there are resistance to such an intervention , not just from the workers but top leadership as well? Let us imagine a worst case scenario where the management doesn't care to consider such an intensive program and rejects on the basis of productivity being affected?
- How do we measure happiness index beyond measurement tools such as survey and questionnaire? Every implementation ends with audit. What is the most practical shop-floor measure for happiness index to be considered for this program ?
I look forward to the inputs and further brainstorming to this.
Regards,
(Cite Contribution)
From India, Mumbai
Dear CP Singh,
The wonderful short cut to change the negative attitude of workers to positive one is to be positive yourself. If attitude of management is not positive towards the workers, the workers can't be expected to have positive attitude towards the management and organization irrespective of any number of costly trainings or individual mentoring. Change in your own attitudes would reflect in the mental attitudes of the employees.
We need to understand the personal problems of the employees, besides work to keep a rational balance between the official and personal lives of the employees.
This is based on my own personal experience gained during my 39+ years of service period before my retirement in 2001. Howsoever negative minded and stubborn employee is, you would find a lot of change in his attitude if you are positive and sympathetic towards him without keeping any egoistic attitude as a Manager. My people used to recognize me not only as a disciplinarian Manager, but also a sympathetic, protective and helping friend of the employees. During the whole of my 39 1/2 years of service before my retirement from active service, I had never had to experience any problem from the side of any of the trade unions, rather my word was treated as final, as I was ever treated employee friendly and my Units always were ahead of all other Units in productivity terms. People of other units preferred to get transferred to my units. During 1980s, at one stage my Zonal Head in a PSU asked me, "Mr. Dhingra, people com to me and request me to transfer them to your Unit, how I can transfer every one to your Unit?" That was of course a news for me. I had to tell the Zonal Head, "I had never asked for any transfer, as neither I ask posting of any particular person to my Unit, nor I request to transfer anyone out of my Unit." I am always satisfied with my workers I have been provided by the organization." Wherever I was posted, the people of that organizations used to know me beforehand, who I was, and whenever I relinquished any charge, even the people of the other units also voluntarily sponsored my farewell parties, besides those of my own unit. It is not a case of my boasting, but a naked truth. Even in 1987 during my farewell party in a Corporate Office of a PSU, the CMD of the PSU had to exclaim and openly declare, "I have not seen any such farewell party where right from the Security Guard community up to the CMD have participated in a farewell party."
SO, at first, WE NEED TO CHANGE OUR OWN ATTITUDE TOWARDS THE EMPLOYEES, BEFORE WE EXPECT THEM TO CHANGE THEIR ATTITUDES.
JUST TRY THIS FORMULA AND SEE THE RESULTS WITH WONDERFUL CHANGE IN THE ATTITUDES OF YOUR WORKERS.
We should not forget, our employees are laymen and we are qualified guides, advisers and mentors for the workers, NOT dictators or tyrants. Nothing else, except injustice towards them make them negative.
PS Dhingra
Chief Executive Officer
Dhingra Group of Management & Vigilance Consultants
New Delhi
[dcgroup1962@gmail.com]
From India, Delhi
The wonderful short cut to change the negative attitude of workers to positive one is to be positive yourself. If attitude of management is not positive towards the workers, the workers can't be expected to have positive attitude towards the management and organization irrespective of any number of costly trainings or individual mentoring. Change in your own attitudes would reflect in the mental attitudes of the employees.
We need to understand the personal problems of the employees, besides work to keep a rational balance between the official and personal lives of the employees.
This is based on my own personal experience gained during my 39+ years of service period before my retirement in 2001. Howsoever negative minded and stubborn employee is, you would find a lot of change in his attitude if you are positive and sympathetic towards him without keeping any egoistic attitude as a Manager. My people used to recognize me not only as a disciplinarian Manager, but also a sympathetic, protective and helping friend of the employees. During the whole of my 39 1/2 years of service before my retirement from active service, I had never had to experience any problem from the side of any of the trade unions, rather my word was treated as final, as I was ever treated employee friendly and my Units always were ahead of all other Units in productivity terms. People of other units preferred to get transferred to my units. During 1980s, at one stage my Zonal Head in a PSU asked me, "Mr. Dhingra, people com to me and request me to transfer them to your Unit, how I can transfer every one to your Unit?" That was of course a news for me. I had to tell the Zonal Head, "I had never asked for any transfer, as neither I ask posting of any particular person to my Unit, nor I request to transfer anyone out of my Unit." I am always satisfied with my workers I have been provided by the organization." Wherever I was posted, the people of that organizations used to know me beforehand, who I was, and whenever I relinquished any charge, even the people of the other units also voluntarily sponsored my farewell parties, besides those of my own unit. It is not a case of my boasting, but a naked truth. Even in 1987 during my farewell party in a Corporate Office of a PSU, the CMD of the PSU had to exclaim and openly declare, "I have not seen any such farewell party where right from the Security Guard community up to the CMD have participated in a farewell party."
SO, at first, WE NEED TO CHANGE OUR OWN ATTITUDE TOWARDS THE EMPLOYEES, BEFORE WE EXPECT THEM TO CHANGE THEIR ATTITUDES.
JUST TRY THIS FORMULA AND SEE THE RESULTS WITH WONDERFUL CHANGE IN THE ATTITUDES OF YOUR WORKERS.
We should not forget, our employees are laymen and we are qualified guides, advisers and mentors for the workers, NOT dictators or tyrants. Nothing else, except injustice towards them make them negative.
PS Dhingra
Chief Executive Officer
Dhingra Group of Management & Vigilance Consultants
New Delhi
[dcgroup1962@gmail.com]
From India, Delhi
Dear All,
With reference to my practical views posted above, we all need to consider certain bitter facts which are lacking in many organisations. We all are working to earn our bread and butter as we are committed and irrespective of our financial status.
1) We need to carry out analysis as why our employees are getting DEMOTIVATED and following wrong path.
2) Why employees are loosing their FAITH in employer?
3) whether NEGATIVE ATTITUDE in employees is HABITUAL or due to those factors prevailing in our organisation or due to NEGATIVE APPROACH from their SUPERIORS/SENIOR EMPLOYEES/TOP MANAGEMENT.
4) Whether NEGATIVE ATTITUDE is clubbed with ADAMANT & ARROGANT NATURE, again it can be HABITUAL which needs PSYCHOLOGICAL TRAINING.
5) Please ensure that POSITIVE APPROACH should flow from TOP LEVEL TO BOTTOM LEVEL. This will yield BEST RESULTS at all LEVELS.
Kindly make a note that, NEGATIVE ATMOSPHERE does prevails in many organisation which is again due to NEGATIVE APPROACH which is making our employees to LEARN INDECENT/BAD STRATEGIES, MISLEAD/MISGUIDED,formation of INFORMAL GROUPS, DISINTEGRATION/LOSS OF UNITY etc.
According to my analysis only POSITIVE APPROACH can bring drastic changes in employees and more over SENIOR EMPLOYEES and MANAGEMENT should never treat employees as JUST EMPLOYEES which is the major reason as why employees are failing to meet organisation's goals.
ORGANISATION SHOULD ALWAYS BE DRIVEN BY HUMAN VALUES AS EVERY EMPLOYEE IS AN ASSET TO AN ORGANISATION.
My request to you all is that "PLEASE BE A PART OF A TEAM, THAT CAN BRING MAJOR CHANGES IN SENIOR EMPLOYEES/TOP MANAGEMENT, ONLY THEN AN ORGANISATION CAN PRODUCE BEST RESULTS WHILE RETAINING ITS EMPLOYEES FOR EVER"
Wishing you GOOD LUCK in all your endeavours
With profound regards
SHAIK ABDUL KHADIR
From India, Chennai
With reference to my practical views posted above, we all need to consider certain bitter facts which are lacking in many organisations. We all are working to earn our bread and butter as we are committed and irrespective of our financial status.
1) We need to carry out analysis as why our employees are getting DEMOTIVATED and following wrong path.
2) Why employees are loosing their FAITH in employer?
3) whether NEGATIVE ATTITUDE in employees is HABITUAL or due to those factors prevailing in our organisation or due to NEGATIVE APPROACH from their SUPERIORS/SENIOR EMPLOYEES/TOP MANAGEMENT.
4) Whether NEGATIVE ATTITUDE is clubbed with ADAMANT & ARROGANT NATURE, again it can be HABITUAL which needs PSYCHOLOGICAL TRAINING.
5) Please ensure that POSITIVE APPROACH should flow from TOP LEVEL TO BOTTOM LEVEL. This will yield BEST RESULTS at all LEVELS.
Kindly make a note that, NEGATIVE ATMOSPHERE does prevails in many organisation which is again due to NEGATIVE APPROACH which is making our employees to LEARN INDECENT/BAD STRATEGIES, MISLEAD/MISGUIDED,formation of INFORMAL GROUPS, DISINTEGRATION/LOSS OF UNITY etc.
According to my analysis only POSITIVE APPROACH can bring drastic changes in employees and more over SENIOR EMPLOYEES and MANAGEMENT should never treat employees as JUST EMPLOYEES which is the major reason as why employees are failing to meet organisation's goals.
ORGANISATION SHOULD ALWAYS BE DRIVEN BY HUMAN VALUES AS EVERY EMPLOYEE IS AN ASSET TO AN ORGANISATION.
My request to you all is that "PLEASE BE A PART OF A TEAM, THAT CAN BRING MAJOR CHANGES IN SENIOR EMPLOYEES/TOP MANAGEMENT, ONLY THEN AN ORGANISATION CAN PRODUCE BEST RESULTS WHILE RETAINING ITS EMPLOYEES FOR EVER"
Wishing you GOOD LUCK in all your endeavours
With profound regards
SHAIK ABDUL KHADIR
From India, Chennai
Dear CP Singh,
My esteemed colleagues have provided very valuable suggestions, which when implemented can definitely show a positive change.
My only suggestion would be to build trust between you and the employees. If you can make them believe in what you belive in, then they will be more receptive to all your efforts in creating a positive atmosphere. While I agree that this is a long-term process, why not start off with a few small, easy steps? You can narrow down on 2-3 small things / grievances and tell the employees that they will be addressed and sorted out. Give a time frame for doing this and be very sure that you manage to resolve those issues in the given time, thereby gaining the confidence of the employees.
Once you achieve this, the employees will be more willing to help you achieve the attitude overhaul that you want.
Regards,
From India, Mumbai
My esteemed colleagues have provided very valuable suggestions, which when implemented can definitely show a positive change.
My only suggestion would be to build trust between you and the employees. If you can make them believe in what you belive in, then they will be more receptive to all your efforts in creating a positive atmosphere. While I agree that this is a long-term process, why not start off with a few small, easy steps? You can narrow down on 2-3 small things / grievances and tell the employees that they will be addressed and sorted out. Give a time frame for doing this and be very sure that you manage to resolve those issues in the given time, thereby gaining the confidence of the employees.
Once you achieve this, the employees will be more willing to help you achieve the attitude overhaul that you want.
Regards,
From India, Mumbai
Hii
I believe before going for any actions pls Go through the book called "Fish" and fish philosophy help alot to understand the issues first to work on it because it work on following four principles:-
a. Choose your attitude
b. Play
c. Make their day
d. Be present
I am sure it will help you alot.....
Cheers!!!
From India, Delhi
I believe before going for any actions pls Go through the book called "Fish" and fish philosophy help alot to understand the issues first to work on it because it work on following four principles:-
a. Choose your attitude
b. Play
c. Make their day
d. Be present
I am sure it will help you alot.....
Cheers!!!
From India, Delhi
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