In my opinion disclosing the name of the future employer to the current one once you have put in the papers will depend upon the relationship or the bonding between the employer and present employer. One can divulge the name unofficially depending upon the rapport and the nature of trust that exists between the two parties involved. But officially one shouldn’t reveal the name of the future employer as it might have some negative repercussions for the out going employee and this could create problems for the employee before and after joining.
The real question is, are you leaving with your relationships in your existing organization intact? If this is the case, then the answer is yes, by all means. By doing so, your existing organization may even help you in the transition. In the process, you only strengthen your network. If this is not the case be discrete but you need to reflect on why you want to hide it in the first place.
It depends on the relationship between the employee and employer. One can share the name of future employer as there is no major harm that can be incurred in revealing it and it’s always better to tell your current employer about your new employer instead of him/her getting the same news form someone else. For a long term relationship to be sustained one should be forthcoming in sharing such information and in turn, his /her employer would be happy with the openness displayed by the employees.
From India, Mumbai
Acknowledge(0)
Amend(0)
The real question is, are you leaving with your relationships in your existing organization intact? If this is the case, then the answer is yes, by all means. By doing so, your existing organization may even help you in the transition. In the process, you only strengthen your network. If this is not the case be discrete but you need to reflect on why you want to hide it in the first place.
It depends on the relationship between the employee and employer. One can share the name of future employer as there is no major harm that can be incurred in revealing it and it’s always better to tell your current employer about your new employer instead of him/her getting the same news form someone else. For a long term relationship to be sustained one should be forthcoming in sharing such information and in turn, his /her employer would be happy with the openness displayed by the employees.
From India, Mumbai
Acknowledge(0)Amend(0)Promotions: Advancements to positions of increased responsibility.
Transfers: Reassignments to similar positions in other parts of the firm.
Promotions and transfers are important parts of most people’s careers. Promotions traditionally refer to advancements to positions of increased responsibility; transfers are reassignments to similar positions in other part of the firm.
Making promotion Decisions
Most people look forward to promotions, which usually mean more pay, responsibility and (often) job satisfaction. For employers, promotions can provide opportunities to reward and exceptional performance and to fill open positions with tested and loyal employees. Yet the promotion process isn’t always a positive experience for either employee or employer. Unfairness, arbitrariness or secrecy can diminish the effectiveness of the process. Several decisions therefore loom large in any firm’s promotion process.
From India, Mumbai
Acknowledge(0)Amend(0)At many employers the work environment and human resource practices are often explicitly or implicitly biased against older workers. Changing this culture and making the workplace more attractive to those of retirement age, requires concrete actions. For example, CVS executives took several steps to make their company more retiree-friendly. Thus, knowing that traditional recruiting channels such as want ads and help wanted signs not attract older workers, the pharmacy chain now works through The National Council of Aging, city agencies and community organizations to find new employees. They’ve also made it clear to retirees with their policies that they welcome older workers: I’m too young to retire [CVS] is willing to hire older people. They don’t look at your age but your experience said one dedicated older worker. Other employers modify testing procedures. For example, one British bank stopped using psychometric tests, replacing them with role playing exercises to gauge how candidates deal with customers.
From India, Mumbai
Acknowledge(0)Amend(0)During your MBA, look at gaining as much experience in the area that is of interest as you can. Look into doing internships before, during or after your MBA in organizations working on sustainability to get some first and experience. If you can’t find an internship, take advantage of your time at school to focus your research or other project work on sustainability.
Regardless of your skills the MBA or the career path you choose to take, there are a growing range of viable options in the sustainability sphere that will make you and your bank account happy. As companies get more engaged in the sustainability arena sustainability will become part of everyone’s job.
From India, Mumbai
Acknowledge(0)Amend(0)
Sticking to one job or one company is not as common as it once used to be. Today, a stint of more than two to three years with one company is often tagged as fossilization. This trend comes with its own pros and cons. While it can be a blessing for some, for many it turns out to be a bane.
The need of change is natural. What was a challenging task earlier may become a rut over a period of time. It’s then obvious that you bring back the buzz in your life by giving yourself a new challenge!
From India, Mumbai
Acknowledge(0)Amend(0)
The need of change is natural. What was a challenging task earlier may become a rut over a period of time. It’s then obvious that you bring back the buzz in your life by giving yourself a new challenge!
From India, Mumbai
Acknowledge(0)Amend(0)
The aviation sector in India is on a growth path. Despite the fact that the economic recession did have several repercussions on the industry that led to layoffs and even put orders for new planes on hold, the industry is touted to boom by 2012.
In the early nineties, when private airlines came to India, they could not sustain for long because of a lack of trained people. But from 2005 onwards, a second revival of the sector took place that led to aspirants taking note of it as a serious job.
With the opening up of the private sector for airline operations, the opportunities for commercial pilots have gone up tremendously. Opportunities exist in the airlines, private airplanes, business house-owned aircraft, and also there are opportunities for people with a commercial pilot license such as flying instructors, assistant flying instructors, etc. Also, jobs in cabin crew, aircraft maintenance, traffic regulations, etc., are also in demand.
The candidate has to be medically fit and must be ready to undergo intensive training. Self-discipline, dedication, patience, courage, an ability to make quick decisions, knowledge of the systems of the aircraft, good communication skills, good knowledge of air navigation, etc., are essential traits to become a successful pilot. Today, along with commercial pilot licenses, there is a growing demand for private pilot licenses as well, wherein a few elites are taking up flying as a hobby/adventure sport. Efforts are being made towards enhancing the skills of aspirants with an inclination to work in this sector as the number of aircraft operating in the country is expected to rise in the coming years.
From India, Mumbai
Acknowledge(0)Amend(0)
In the early nineties, when private airlines came to India, they could not sustain for long because of a lack of trained people. But from 2005 onwards, a second revival of the sector took place that led to aspirants taking note of it as a serious job.
With the opening up of the private sector for airline operations, the opportunities for commercial pilots have gone up tremendously. Opportunities exist in the airlines, private airplanes, business house-owned aircraft, and also there are opportunities for people with a commercial pilot license such as flying instructors, assistant flying instructors, etc. Also, jobs in cabin crew, aircraft maintenance, traffic regulations, etc., are also in demand.
The candidate has to be medically fit and must be ready to undergo intensive training. Self-discipline, dedication, patience, courage, an ability to make quick decisions, knowledge of the systems of the aircraft, good communication skills, good knowledge of air navigation, etc., are essential traits to become a successful pilot. Today, along with commercial pilot licenses, there is a growing demand for private pilot licenses as well, wherein a few elites are taking up flying as a hobby/adventure sport. Efforts are being made towards enhancing the skills of aspirants with an inclination to work in this sector as the number of aircraft operating in the country is expected to rise in the coming years.
From India, Mumbai
Acknowledge(0)Amend(0)An organizational structure that effectively integrates domestic and international marketing activities has yet to be devised. Companies face the need to maximize the international potential of their products and services without diluting their domestic marketing efforts. Companies are usually structured around one of three alternatives: (1) global product divisions responsible for product sales throughout the world; (2) geographical divisions responsible for all products and functions within a given geographical area; or (3) a matrix organization consisting of either of these arrangement with centralized sales and marketing run by a centralized functional staff, or a combination of area operations and global product management.
Companies that adopt the global product division structure are generally experiencing rapid growth and have broad, diverse product lines. General Electric is a good example, having reorganized is global operations into six product divisions – infrastructure, industrial, commercial financial services, NBC Universal, health care and consumer finance. Geographic structures work best when a close relationship with national and local governments is important.
The matrix form – the most extensive of the three organizational structures – is popular with companies as they reorganize for global competition. A matrix structure permits management to respond to the conflicts that arise between functional activity, product and geography. It is designed to encourage sharing of experience, resources, expertise, technology and information among business units. At its core is better decision making, in which multiple points of view affecting functional activity, product and geography are examined and shared. A matrix organization can also better accommodate customers who themselves have global operations and global requirements.
A company may be organized by product lines but have geographical subdivisions under the product categories. Both may be supplemented by functional staff support. Exhibit shows such a combination. Modifications of this basic arrangement are used by a majority of large companies doing business internationally
The turbulence of global markets requires flexible organizational structures. Forty three large US companies studied indicated that they planned a total of 137 organizational changes for their international operations over a five year period. Included were such changes as centralizing international decision making, creating global divisions, forming centers of excellence and establishing international business units. Bausch & Lomb, one of the companies in the study, revamped its international organizational structure by collapsing its international division into a worldwide system of three regions and setting up business management committees to oversee global marketing and manufacturing strategies for four major product lines. Bausch & Lomb’s goal was to better coordinate central activities without losing touch at the local level. Global coordination is essential according to the company’s CEO, but in a way that maintains the integrity of the foreign subsidiaries. More recently, General Motors dramatically revamped its global strategies through its network of strategic alliances.
To the extent that there is a trend, two factors seem to be sought, regardless of the organizational structure: a single locus for direction and control and the creation of a simple line organization that is based on a more decentralized network of local companies.
From India, Mumbai
Acknowledge(0)Amend(0)
About the skill
Because a simple, all encompassing set of motivational guidelines is not available, the following suggestions draw on the essence of what we know about motivating employees.
Steps in Practicing the Skill
Recognize individual differences: Almost every contemporary motivation theory recognizes that employees are not homogeneous. They have different needs. They also differ in terms of attitudes personality and other important individual variables.
Match people to jobs: a great deal of evidence shows the motivational benefits of carefully matching people to jobs. People who lack the necessary skills to perform successfully will be disadvantaged
Use Goals: You should ensure that employees have hard, specific goals and feedback on how well they are doing in pursuit of those goals. In many cases, these goals should be participative set.
Ensure that goals are perceived as attainable: Regardless of whether goals are actually attainable employees who see goals as unattainable will reduce their effort. Be sure, therefore that employees feel confident that increased efforts can lead to achieving performance goals.
Individualize rewards: Because employees have different needs, what acts as reinforce for one may not do so for another. Use your knowledge of employee differences to individualize the rewards over which you have control. Some of the more obvious rewards that you can allocate include pay promotions, autonomy, and the opportunity to participate in goal setting and decision making.
Link rewards to performance: You need to make rewards contingent on performance. Rewarding factors other than performance will only reinforce the importance of those other factors. Key rewards such as pay increases and promotions should be given for the attainment of employees’ specific goals.
Check the system for equity: Employees should perceive that rewards or outcomes are equal to the inputs given. On a simplistic level, experience ability, effort and other obvious inputs should explain differences in pay, responsibility and other obvious outcomes.
Don’t ignore money: It’s easy to get so caught up in setting goals, creating interesting jobs, ad providing opportunities for participation that you forget that money is a major reason why most people work. Thus, the allocation of performance based wage increase piece work bonuses, employee stock ownership plans, and other pay incentives are important in determining employee motivation.
From India, Mumbai
Acknowledge(0)Amend(0)
Because a simple, all encompassing set of motivational guidelines is not available, the following suggestions draw on the essence of what we know about motivating employees.
Steps in Practicing the Skill
Recognize individual differences: Almost every contemporary motivation theory recognizes that employees are not homogeneous. They have different needs. They also differ in terms of attitudes personality and other important individual variables.
Match people to jobs: a great deal of evidence shows the motivational benefits of carefully matching people to jobs. People who lack the necessary skills to perform successfully will be disadvantaged
Use Goals: You should ensure that employees have hard, specific goals and feedback on how well they are doing in pursuit of those goals. In many cases, these goals should be participative set.
Ensure that goals are perceived as attainable: Regardless of whether goals are actually attainable employees who see goals as unattainable will reduce their effort. Be sure, therefore that employees feel confident that increased efforts can lead to achieving performance goals.
Individualize rewards: Because employees have different needs, what acts as reinforce for one may not do so for another. Use your knowledge of employee differences to individualize the rewards over which you have control. Some of the more obvious rewards that you can allocate include pay promotions, autonomy, and the opportunity to participate in goal setting and decision making.
Link rewards to performance: You need to make rewards contingent on performance. Rewarding factors other than performance will only reinforce the importance of those other factors. Key rewards such as pay increases and promotions should be given for the attainment of employees’ specific goals.
Check the system for equity: Employees should perceive that rewards or outcomes are equal to the inputs given. On a simplistic level, experience ability, effort and other obvious inputs should explain differences in pay, responsibility and other obvious outcomes.
Don’t ignore money: It’s easy to get so caught up in setting goals, creating interesting jobs, ad providing opportunities for participation that you forget that money is a major reason why most people work. Thus, the allocation of performance based wage increase piece work bonuses, employee stock ownership plans, and other pay incentives are important in determining employee motivation.
From India, Mumbai
Acknowledge(0)Amend(0)
You are a production manager at an automobile manufacturing plant in North India. One of your newest employees is Bharat, having a bachelor’s degree in engineering and a master’s in business management. You recently hired Bharat through campus placements for a position in supply chain management.
You’ve chosen to head up a cross functional team to look at ways to reduce inventory costs. This team would essentially be a permanent ask force. You’ve decided to have team members come from purchase, cost accounting, transportation and production systems. You’ve also decided to include Bharat in the team. While he has only been in your plant for four months, you’ve already been impressed with his energy, smartness and industriousness. You think this would be an excellent assignment for him to increase his visibility in the company and expand his understanding of the company’s inventory system.
When you called Bharat into your office to give him the good news you were quite surprised by his response. I’m not a team player, he said I didn’t join clubs in college. I was on the athletics team and I id well, but athletics is more an individual sport. We were a team only in the sense that we rode together in the same bus while going to inter-college meets. In college, I used to avoid the whole cultural festival thing. Some people may call me a loner. I don’t think that’s true. I can work well with others, but hate meetings and committees. To me, they waste so much time. And anything you’re working on with a group, you’ve got all these different personalities that you have to adjust with. I’m an independent operator. Give me a job and I’ll get it done. I work harder than anyone I know – and I give my employer 150 percent.
But I don’t want my performance to be dependent on the other people in my group. They may not work as hard as I will. Someone is sure to shirk some of their responsibilities. I just don’t want to be a team player.
What do you do? Should you give Bharat the option of joining the inventory cost reduction team? Is it unethical for you to require someone like Bharat to do his or her job so as part of a team?
From India, Mumbai
Acknowledge(0)Amend(0)
You’ve chosen to head up a cross functional team to look at ways to reduce inventory costs. This team would essentially be a permanent ask force. You’ve decided to have team members come from purchase, cost accounting, transportation and production systems. You’ve also decided to include Bharat in the team. While he has only been in your plant for four months, you’ve already been impressed with his energy, smartness and industriousness. You think this would be an excellent assignment for him to increase his visibility in the company and expand his understanding of the company’s inventory system.
When you called Bharat into your office to give him the good news you were quite surprised by his response. I’m not a team player, he said I didn’t join clubs in college. I was on the athletics team and I id well, but athletics is more an individual sport. We were a team only in the sense that we rode together in the same bus while going to inter-college meets. In college, I used to avoid the whole cultural festival thing. Some people may call me a loner. I don’t think that’s true. I can work well with others, but hate meetings and committees. To me, they waste so much time. And anything you’re working on with a group, you’ve got all these different personalities that you have to adjust with. I’m an independent operator. Give me a job and I’ll get it done. I work harder than anyone I know – and I give my employer 150 percent.
But I don’t want my performance to be dependent on the other people in my group. They may not work as hard as I will. Someone is sure to shirk some of their responsibilities. I just don’t want to be a team player.
What do you do? Should you give Bharat the option of joining the inventory cost reduction team? Is it unethical for you to require someone like Bharat to do his or her job so as part of a team?
From India, Mumbai
Acknowledge(0)Amend(0)
Career counseling expert John Holland says that personality (including values, motives, and needs) is one career choice determinant. For example, a person with a strong social orientation might be attracted to careers that entail interpersonal rather than intellectual or physical activities and to occupations such as social work. Based on research with his Vocational Preferences Test (VPT), Holland found six personality type orientations.
Realistic orientation: These people are attracted to occupations that involve physical activities requiring skill, strength, and coordination. Examples include forestry, farming, and agriculture.
Investigative orientation: Investigative people are attracted to careers that involve cognitive activities (thinking, organizing, understanding) rather than affective activities (feeling, acting, or interpersonal and emotional tasks). Examples include biologist, chemist, and college professor.
Social orientation: These people are attracted to careers that involve interpersonal rather than intellectual or physical activities. Examples include clinical psychology, foreign service, and social work.
Conventional orientation: A conventional orientation favors careers that involve structured, rule-regulated activities as well as careers in which it is expected that the employee subordinate his or her personal needs to those of the organization. Examples include accountants and bankers.
Enterprising orientation: Verbal activities aimed at influencing others characterize enterprising personalities. Examples include managers, lawyers, and public relations executives.
Artistic orientation: People here are attracted to careers that involve self-expression, artistic creation, expression of emotions, and individualistic activities. Examples include artists, advertising executives, and musicians.
---
I have corrected the spelling and grammar errors in the text and ensured proper paragraph formatting with a single line break between each paragraph. The original meaning and tone of the text have been preserved.
From India, Mumbai
Acknowledge(0)Amend(0)
Realistic orientation: These people are attracted to occupations that involve physical activities requiring skill, strength, and coordination. Examples include forestry, farming, and agriculture.
Investigative orientation: Investigative people are attracted to careers that involve cognitive activities (thinking, organizing, understanding) rather than affective activities (feeling, acting, or interpersonal and emotional tasks). Examples include biologist, chemist, and college professor.
Social orientation: These people are attracted to careers that involve interpersonal rather than intellectual or physical activities. Examples include clinical psychology, foreign service, and social work.
Conventional orientation: A conventional orientation favors careers that involve structured, rule-regulated activities as well as careers in which it is expected that the employee subordinate his or her personal needs to those of the organization. Examples include accountants and bankers.
Enterprising orientation: Verbal activities aimed at influencing others characterize enterprising personalities. Examples include managers, lawyers, and public relations executives.
Artistic orientation: People here are attracted to careers that involve self-expression, artistic creation, expression of emotions, and individualistic activities. Examples include artists, advertising executives, and musicians.
---
I have corrected the spelling and grammar errors in the text and ensured proper paragraph formatting with a single line break between each paragraph. The original meaning and tone of the text have been preserved.
From India, Mumbai
Acknowledge(0)Amend(0)
You have done all your homework and now the big day is almost here you have an interview next week with the person who is responsible for hiring for the job you want. What must you do to excel in the interview? Here are some suggestions
First, remember that preparation is essential. Before the interview, learn all you can about the employer, the job, and the people doing the recruiting. Search the Internet (or your library) to find out what is happening in the employer’s field. Who is competition? How are they doing?
Uncover the Interview’s needs
Spend as little as possible answering your interviewer’s first questions and as much time as possible to describe his or her needs -- what the person is looking to get accomplished and the type of person needed. Use open ended questions, such as could you tell me more about that?
Relate yourself to the person’s needs
Once you understand the type of person you interviewer is looking for and the sorts of problems he or she wants solved, you are in a good position to describe your own accomplishments in terms of the interviewer’s needs. Start by saying something like, one of the problem areas you’ve indicated is important to you. Then state the problem that describes your solution and reveal the results.
Think before answering
Answering a question should be a three step process: pause, think, and speak. Pause to make sure you understand what the interviewer is driving at, think about how to structure your answer and then speak. In your answer, try to emphasize how hiring you will help the interviewer solve his or her problem.
Make of good appearance and show enthusiasm
Appropriate clothing, good grooming, a firm handshake and the appearance of controlled energy are important. Remember that studies of interviews show that in almost 80% of the cases interviewers make up their minds about the applicant during the first few moments of the interview. A good first impression may turn bad during the interview but it is unlikely. Bad first impression is almost impossible to overcome.
From India, Mumbai
Acknowledge(0)Amend(0)
First, remember that preparation is essential. Before the interview, learn all you can about the employer, the job, and the people doing the recruiting. Search the Internet (or your library) to find out what is happening in the employer’s field. Who is competition? How are they doing?
Uncover the Interview’s needs
Spend as little as possible answering your interviewer’s first questions and as much time as possible to describe his or her needs -- what the person is looking to get accomplished and the type of person needed. Use open ended questions, such as could you tell me more about that?
Relate yourself to the person’s needs
Once you understand the type of person you interviewer is looking for and the sorts of problems he or she wants solved, you are in a good position to describe your own accomplishments in terms of the interviewer’s needs. Start by saying something like, one of the problem areas you’ve indicated is important to you. Then state the problem that describes your solution and reveal the results.
Think before answering
Answering a question should be a three step process: pause, think, and speak. Pause to make sure you understand what the interviewer is driving at, think about how to structure your answer and then speak. In your answer, try to emphasize how hiring you will help the interviewer solve his or her problem.
Make of good appearance and show enthusiasm
Appropriate clothing, good grooming, a firm handshake and the appearance of controlled energy are important. Remember that studies of interviews show that in almost 80% of the cases interviewers make up their minds about the applicant during the first few moments of the interview. A good first impression may turn bad during the interview but it is unlikely. Bad first impression is almost impossible to overcome.
From India, Mumbai
Acknowledge(0)Amend(0)
Hi,
Thank you so much, sir, for sharing your views. Could you please tell me how important it is for an HR student to be good at aptitude? Do HR recruiters look for persons good with numbers?
Regards,
Shikhambri
From India, Muktsar
Acknowledge(0)Amend(0)
Thank you so much, sir, for sharing your views. Could you please tell me how important it is for an HR student to be good at aptitude? Do HR recruiters look for persons good with numbers?
Regards,
Shikhambri
From India, Muktsar
Acknowledge(0)Amend(0)
Stock options: A program that allows employees to purchase company stock at a fixed price.
A variation of pay for, performance programs in organizations today is the offering of stock options. Stock options have been a common incentive offered to executives. They generally allow certain individuals to purchase, at sometime in the future, a specific amount of the company’s stock at a fixed price. Under the assumption that good management will increase the company’s profitability and therefore the price of the stock, stock options are viewed as performance based incentives. The clear intent of these programs is to reward those individuals who are fulfilling the strategic and political contingencies of the organization as well as stakeholder interests. It should be pointed out, however, that the use of stock options is heavily influenced by the current status of the tax laws.
Although stock option programs are designed to reward performance a more fundamental question today is: Do stock options encourage managers to engage in unethical accounting practices and / or manipulation of performance data? Newspapers and the popular press recently have been flooded with reports of indiscretions in the accounting practices of some US firms such as Enron and Adelphia. Stories cite top management decisions to engage in questionable accounting practices to inflate stock prices and bolster their stock options. What is even more sinister, some of the corporate leaders have been accused of withholding accurate financial data long enough to sell off their stocks at significant profits. When the truth becomes known, many shareholders (many of whom are company employees) watch stock values plummet. Ironically we discussed the point that one way for companies to be socially responsible was for them to properly police themselves. When that fails to happen, actions of managers at some companies have led to new legislation to reform the corporate governance and accounting practices of public companies.
From India, Mumbai
Acknowledge(0)Amend(0)
A variation of pay for, performance programs in organizations today is the offering of stock options. Stock options have been a common incentive offered to executives. They generally allow certain individuals to purchase, at sometime in the future, a specific amount of the company’s stock at a fixed price. Under the assumption that good management will increase the company’s profitability and therefore the price of the stock, stock options are viewed as performance based incentives. The clear intent of these programs is to reward those individuals who are fulfilling the strategic and political contingencies of the organization as well as stakeholder interests. It should be pointed out, however, that the use of stock options is heavily influenced by the current status of the tax laws.
Although stock option programs are designed to reward performance a more fundamental question today is: Do stock options encourage managers to engage in unethical accounting practices and / or manipulation of performance data? Newspapers and the popular press recently have been flooded with reports of indiscretions in the accounting practices of some US firms such as Enron and Adelphia. Stories cite top management decisions to engage in questionable accounting practices to inflate stock prices and bolster their stock options. What is even more sinister, some of the corporate leaders have been accused of withholding accurate financial data long enough to sell off their stocks at significant profits. When the truth becomes known, many shareholders (many of whom are company employees) watch stock values plummet. Ironically we discussed the point that one way for companies to be socially responsible was for them to properly police themselves. When that fails to happen, actions of managers at some companies have led to new legislation to reform the corporate governance and accounting practices of public companies.
From India, Mumbai
Acknowledge(0)Amend(0)
Mere talent and creativity may not be enough to bring you in the spotlight at work, unless expressed at the right moments. Even for an organization, it is a huge loss when potential remains untapped due to personality traits like shyness and difficulty in expressing in groups. However, such individuals need to be identified at the earliest and taught to open up and participate in meetings and discussions.
While it can be challenge to pay attention to each and every employee in an organization, the HR department must strive to do exactly that. Superiors and HR can encourage shy employees to participate and speak up by involving employees in most of group activities by giving them anchor responsibility whenever possible and identifying their strength areas an encouraging them to contribute in those fronts
For instance we at Dream 11.com run an internal fantasy cricket competition to encourage employee interaction and boost team building. In this game, each user is allocated Rs 100 crore of virtual money to choose their favorite cricketers from across various teams and create their fantasy cricket team. Depending on the on-field performances of these cricketers, the contestants earn points and win prizes. Fantasy Cricket is a creative, engaging and analytical game that tests a person’s managerial abilities and is used as a great HR tool to foster team bonding amongst employees.
One of primary reasons why a few employees get habituated to remaining silent at meetings is unfortunately the dominance of very enthusiastic and more aggressive employees. Taking a serious view of this problem over aggressive or extrovert employees will always try to put their hands in everything irrespective of their scope area.
In today’s competitive world, it is observed that extroversion is often encouraged over reticence. So, do companies believe that outgoing candidates have an edge over their more reserved counterparts?
We have a mix of different personality types. It is the quality of work that a person does, which makes him/her preferred employees for an organization. Most of the time, it has been observed that outgoing employees are preferred by companies if their performance and contribution are up to the mark.
From India, Mumbai
Acknowledge(0)Amend(0)
While it can be challenge to pay attention to each and every employee in an organization, the HR department must strive to do exactly that. Superiors and HR can encourage shy employees to participate and speak up by involving employees in most of group activities by giving them anchor responsibility whenever possible and identifying their strength areas an encouraging them to contribute in those fronts
For instance we at Dream 11.com run an internal fantasy cricket competition to encourage employee interaction and boost team building. In this game, each user is allocated Rs 100 crore of virtual money to choose their favorite cricketers from across various teams and create their fantasy cricket team. Depending on the on-field performances of these cricketers, the contestants earn points and win prizes. Fantasy Cricket is a creative, engaging and analytical game that tests a person’s managerial abilities and is used as a great HR tool to foster team bonding amongst employees.
One of primary reasons why a few employees get habituated to remaining silent at meetings is unfortunately the dominance of very enthusiastic and more aggressive employees. Taking a serious view of this problem over aggressive or extrovert employees will always try to put their hands in everything irrespective of their scope area.
In today’s competitive world, it is observed that extroversion is often encouraged over reticence. So, do companies believe that outgoing candidates have an edge over their more reserved counterparts?
We have a mix of different personality types. It is the quality of work that a person does, which makes him/her preferred employees for an organization. Most of the time, it has been observed that outgoing employees are preferred by companies if their performance and contribution are up to the mark.
From India, Mumbai
Acknowledge(0)Amend(0)
It’s not unusual for someone to fail miserable in a job interview. But a bad interview can be a great learning experience for many. So, rather than loosing your sleep over a bad interview it is important to handle it with fortitude. Here are some tips to recover from a bad job interview and get job search right back on track:
If you want to recover from a bad interview, try and evaluate the situation objectively. Take a piece of a paper, and write down everything that you think went wrong during the interview. This includes questions that you failed to comprehend points you target to mention, etiquette mistakes etc. Once this is done, this measures to rectify your mistakes. This way you’ll even get to know whether or not you’re responsible for your poor performance. If you have contacts within the company ask them to find out more details including the extent of the damage. You never know, they may even be someone to put in a good word for you.
Do a follow up
Depending on the urgency of the situation you may want to call the interviewer to clarify some of your blunders. But we suggest you wait for at least two days before doing so to avoid coming across as a neurotic. Always make sure that you thank the employer for having given you a chance for an interview. If you’re embarrassed about doing it in person, send an email or a letter.
If the pervious steps don’t work out for you, and you feel that the situation demands drastic measures your only chance to recover from a bad interview now is call you potential employer and ask for second chance. But please avoid making this request via mail. Keep in mind that be asking for second interview you run the risk of flagging up problems the interviewer may not have even noticed. Also, while some employers can be surprisingly accommodating about meeting you again, many view such requests as a sign of weakness.
Sometimes the damage is just beyond repair. If the employer rejects all your attempts to recover from a bad interview, you have no option but to focus on your next job prospect. Don’t dwell on this last opportunity or let the negative experience shake your confidence. Remember that you already surpassed a number of candidates by actually making it to the interview room at least. Now you need to ensure that your interview with the next company is more successful, and the best way to do this is to learn from your mistakes.
From India, Mumbai
Acknowledge(0)Amend(0)
If you want to recover from a bad interview, try and evaluate the situation objectively. Take a piece of a paper, and write down everything that you think went wrong during the interview. This includes questions that you failed to comprehend points you target to mention, etiquette mistakes etc. Once this is done, this measures to rectify your mistakes. This way you’ll even get to know whether or not you’re responsible for your poor performance. If you have contacts within the company ask them to find out more details including the extent of the damage. You never know, they may even be someone to put in a good word for you.
Do a follow up
Depending on the urgency of the situation you may want to call the interviewer to clarify some of your blunders. But we suggest you wait for at least two days before doing so to avoid coming across as a neurotic. Always make sure that you thank the employer for having given you a chance for an interview. If you’re embarrassed about doing it in person, send an email or a letter.
If the pervious steps don’t work out for you, and you feel that the situation demands drastic measures your only chance to recover from a bad interview now is call you potential employer and ask for second chance. But please avoid making this request via mail. Keep in mind that be asking for second interview you run the risk of flagging up problems the interviewer may not have even noticed. Also, while some employers can be surprisingly accommodating about meeting you again, many view such requests as a sign of weakness.
Sometimes the damage is just beyond repair. If the employer rejects all your attempts to recover from a bad interview, you have no option but to focus on your next job prospect. Don’t dwell on this last opportunity or let the negative experience shake your confidence. Remember that you already surpassed a number of candidates by actually making it to the interview room at least. Now you need to ensure that your interview with the next company is more successful, and the best way to do this is to learn from your mistakes.
From India, Mumbai
Acknowledge(0)Amend(0)
Being technically good at your job isn’t enough today, you must also be able to communicate, influence and motivate colleagues and clients. Making an immediate positive impression is essential for success and you cannot ignore the fact that people are more likely want to do business with those who are self aware comfortable to their own skin and confident with whom they are. Ask yourself what’s your brand identity?
Personal branding is not all about self promotion and marketing tactics; it is more fundamental than that. It is a clear deep and profound understanding or who you are and what you stand for. Employees who can brand and market themselves well carry an image that gets associated with not only their brand name but also the organization. However, employees should not resort to bragging of pretence. It’s careful study of oneself in a quest to understand what on excels in and then leveraging on those attributes to create a brand called me.
Here are a few tips to brand your self:
1) First of all identify and build things that help people make that impact. Start by writing down qualities that distinguish you from the rest. What distinct feature do you have and how does it benefit the people around you? What do you do that adds measurable, distinctive value? What do you do that you are most proud of?
2) You must make yourself visible. Without visibility, you can’t be distinct. Sign up for extra projects
3) Eliminate “Good enough” thinking means doing the bare minimum to get the job done. Challenge yourself to go the extra mile.
4) Be available and communicate effectively in social and professional circles
5) Improve yourself. Try to keep raising the bar on your own performance and competing with yourself.
6) It is important to be visible in the system, participative and collaborative which will help build a brand for oneself.
Hence, if you want to ride high in your career, ensure you create a positive brand and make that impact everywhere you go.
From India, Mumbai
Acknowledge(0)Amend(0)
Personal branding is not all about self promotion and marketing tactics; it is more fundamental than that. It is a clear deep and profound understanding or who you are and what you stand for. Employees who can brand and market themselves well carry an image that gets associated with not only their brand name but also the organization. However, employees should not resort to bragging of pretence. It’s careful study of oneself in a quest to understand what on excels in and then leveraging on those attributes to create a brand called me.
Here are a few tips to brand your self:
1) First of all identify and build things that help people make that impact. Start by writing down qualities that distinguish you from the rest. What distinct feature do you have and how does it benefit the people around you? What do you do that adds measurable, distinctive value? What do you do that you are most proud of?
2) You must make yourself visible. Without visibility, you can’t be distinct. Sign up for extra projects
3) Eliminate “Good enough” thinking means doing the bare minimum to get the job done. Challenge yourself to go the extra mile.
4) Be available and communicate effectively in social and professional circles
5) Improve yourself. Try to keep raising the bar on your own performance and competing with yourself.
6) It is important to be visible in the system, participative and collaborative which will help build a brand for oneself.
Hence, if you want to ride high in your career, ensure you create a positive brand and make that impact everywhere you go.
From India, Mumbai
Acknowledge(0)Amend(0)
Also see Personal Branding University & TPS Intl. Inc. where Dr. Huber Rampersad, an expert on Personal Branding, has shared his views.
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
Acknowledge(0)Amend(0)
1639Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
Acknowledge(0)Amend(0)
Imagine for a moment that your first managerial job after graduating from college involves overseeing a group of minimum wage employees. Offering more pay to these employees for high levels of performance is out of the question. Your company just can’t afford it. What are your motivational options at this point? One of the toughest motivational challenges facing many managers today is how to achieve high performance levels among minimum wage workers.
On trap many managers fall into is thinking that employees are motivated only by money. Although money is important as a motivator, it’s not the only reward that people seek and that managers can use. What are some other types of rewards? Many companies use employee recognition programs such as employee of the month, quarterly employee performance award ceremonies, or other celebrations of employee accomplishment. For instance while flying by JetLite or Jet Airways, a feedback form is distributed among passengers chosen randomly; questions asked include naming the crew member whose service you were very impressed with and details about the service. These types of program highlight employees whose performance has been of the type and level the organization want to encourage. Many managers also recognize the power of praise, but you need to be sure that these pats on the back are sincere and done for the right reasons; otherwise employees can interpret such actions as manipulative.
We know from the motivation theories presented earlier that rewards are only part of the motivation equation. We need to look at other elements such as empowerment and career development assistance. We can look to job design and expectancy theories for these insights. In service industries such as travel and hospitality retail stores , child acre and maintenance where pay for front line employees generally doesn’t get much above the minimum wage level, successful companies are empowering these front line employees with more authority to address customers’ problems. If we use the JCM to examine this change, we can see that this type of job redesign provides enhanced motivating potential because employees now experience increased skill variety task identity, task significance autonomy and feedback. Also, employees facing this situation often want to better themselves professionally. They need guidance assistance in self assessment and training. By providing these to minimum wage employees, you’re preparing them for the future – one that hopefully promises better pay. For many, better compensation is a strong motivator.
From India, Mumbai
Acknowledge(0)Amend(0)
On trap many managers fall into is thinking that employees are motivated only by money. Although money is important as a motivator, it’s not the only reward that people seek and that managers can use. What are some other types of rewards? Many companies use employee recognition programs such as employee of the month, quarterly employee performance award ceremonies, or other celebrations of employee accomplishment. For instance while flying by JetLite or Jet Airways, a feedback form is distributed among passengers chosen randomly; questions asked include naming the crew member whose service you were very impressed with and details about the service. These types of program highlight employees whose performance has been of the type and level the organization want to encourage. Many managers also recognize the power of praise, but you need to be sure that these pats on the back are sincere and done for the right reasons; otherwise employees can interpret such actions as manipulative.
We know from the motivation theories presented earlier that rewards are only part of the motivation equation. We need to look at other elements such as empowerment and career development assistance. We can look to job design and expectancy theories for these insights. In service industries such as travel and hospitality retail stores , child acre and maintenance where pay for front line employees generally doesn’t get much above the minimum wage level, successful companies are empowering these front line employees with more authority to address customers’ problems. If we use the JCM to examine this change, we can see that this type of job redesign provides enhanced motivating potential because employees now experience increased skill variety task identity, task significance autonomy and feedback. Also, employees facing this situation often want to better themselves professionally. They need guidance assistance in self assessment and training. By providing these to minimum wage employees, you’re preparing them for the future – one that hopefully promises better pay. For many, better compensation is a strong motivator.
From India, Mumbai
Acknowledge(0)Amend(0)
What does a chief sub-editor working or Business India, an associate consultant working for Infosys technologies, and an investment banker working for Kotak Mahindra bank have in common? They are professional and technical employees, and they have a strong and long term commitment to their field of expertise. Their loyalty however, is more often to their profession than to their employer. To keep current in their fields they need to regularly update their knowledge and tier commitment to their profession or technical field means they rarely find their work week in terms of nine to five days a week.
So what motivates these types of employees? Money and promotions into management typically are low on their priority list. Why? They tend to be well paid, and they and they enjoy what they do. In contrast, job challenge tends to be ranked high. They like to tackle problems and find solutions. Their chief reward is the work itself. Professional and technical employees generally also value support. They want others to think that what they are working on is important. The preceding points imply that managers should provide professional and technical employees with new assignments and challenging projects. Give then autonomy to follow their interests ad allow them to structure their work in ways they find productive, reward them with educational opportunities – training workshops, conferences – that allow them to keep current in their field and to network with her peers. Also reward them with recognition. Managers should ask questions and engage in other actions that demonstrate to their professional and technical employees that they’re sincerely interested in what they’re doing.
From India, Mumbai
Acknowledge(0)Amend(0)
So what motivates these types of employees? Money and promotions into management typically are low on their priority list. Why? They tend to be well paid, and they and they enjoy what they do. In contrast, job challenge tends to be ranked high. They like to tackle problems and find solutions. Their chief reward is the work itself. Professional and technical employees generally also value support. They want others to think that what they are working on is important. The preceding points imply that managers should provide professional and technical employees with new assignments and challenging projects. Give then autonomy to follow their interests ad allow them to structure their work in ways they find productive, reward them with educational opportunities – training workshops, conferences – that allow them to keep current in their field and to network with her peers. Also reward them with recognition. Managers should ask questions and engage in other actions that demonstrate to their professional and technical employees that they’re sincerely interested in what they’re doing.
From India, Mumbai
Acknowledge(0)Amend(0)
Hi,
I think you can try out these strategies to motivate minimum wage employees:
i) Let employees participate in decision-making.
The workers in your business who actually do the work are often the best-qualified to judge how it should be done. Let them have a voice and share their opinions in making decisions. This is not to suggest that you should let them have the final say - after all, you are the manager. But their input is essential. Not only will they provide you with good suggestions, but they will feel a part of the process, which is critical if you want to maintain high morale among the workers.
ii) Try to speak to each employee and engage with each one of them in a brief discussion every day.
They may feel that they are part of a big corporate family.
iii) Generally, you will notice employees coming to this section are not highly skilled labor. They always have hesitance to speak out their words, so a friendly "hello" every morning, a smiling face, and a pat on the back would remove the language barriers. It will do wonders to show the minimum wage worker you care.
iv) Small celebrations always have a greater impact on these workers (Birthday celebrations, coffee with the teams, games, small outings, etc.).
Just see how these points would work for you.
Regards,
Shabana Jamal
From India, Calcutta
Acknowledge(0)Amend(0)
I think you can try out these strategies to motivate minimum wage employees:
i) Let employees participate in decision-making.
The workers in your business who actually do the work are often the best-qualified to judge how it should be done. Let them have a voice and share their opinions in making decisions. This is not to suggest that you should let them have the final say - after all, you are the manager. But their input is essential. Not only will they provide you with good suggestions, but they will feel a part of the process, which is critical if you want to maintain high morale among the workers.
ii) Try to speak to each employee and engage with each one of them in a brief discussion every day.
They may feel that they are part of a big corporate family.
iii) Generally, you will notice employees coming to this section are not highly skilled labor. They always have hesitance to speak out their words, so a friendly "hello" every morning, a smiling face, and a pat on the back would remove the language barriers. It will do wonders to show the minimum wage worker you care.
iv) Small celebrations always have a greater impact on these workers (Birthday celebrations, coffee with the teams, games, small outings, etc.).
Just see how these points would work for you.
Regards,
Shabana Jamal
From India, Calcutta
Acknowledge(0)Amend(0)
The good news is that there are lots of options. Millions of new jobs are among the gold-plated linings on the cloud of climate change. There are several sectors likely to create jobs, including clean energy, clean technologies, sustainable agriculture, ecosystem infrastructure, and sustainable cities, including planning, transportation, and building. The growth of sustainable jobs goes beyond those associated with climate change. There is an increasing number of opportunities available to graduates across sectors and industries.
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Reference groups can be very potent influences on behavior in general, and they may also be very influential on consumer behavior. For example, before making a decision about purchasing a product, consumers often consider what a particular group would do in this situation or what they would think of the consumer for purchasing the product. This common sense notion, however, has been difficult to apply meaningfully in specific marketing situations. The basic problem is one of determining which kinds of groups are likely to be referred to by which kinds of individuals under which kinds of situations in making which decision, and of measuring the extent of this influence. Nevertheless, a start has been made in understanding this process.
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Employer-employ ee_866.jpg
Employer-PF-res trict to wages of Rs 6500.pdf