While reading a book related to organizational behaviour, the author clearly define how to praise the sub coordinates contributions in each organization? The author also highlight the importance of the rewarding the employee with their excellent performance they done will lead to the success to the organization. He presenting so many methods which will improve the workers involvement in the organization, but the merit system was really success one.
According to the author of that book, each small task completion will give the worker a special bronze coin. Every 7 bronze coins can be converted to one silver coin and every 4 silver coins can be converted to 1 gold coin. At end of year each gold coin will carry one month bonus, each silver coin will paid by one week bonus and each bronze coin will carry one day bonus. This method was proved improve worker commitment in their work fully. Now days, the fixed bonus system was replaced by the performance bonus system. But some company doing their evaluation of their work force at end of the year which given short period for the worker to act on. Unfairness issues will be turn up among the work force if the performance not evaluated throughout the year. The bosses are human too which tend to forget their workers small contribution which some time become base for the big achievements. Year end evaluation should be taken off replaced with contribution base evaluation; Reward as and when the employee contributes for the management victory.
The top management need to understand one thing here carefully; the employees are their main assets. Satisfied workers will increase the organizational productivity with expect they will be rewarded. Most of companies in this region thinking to maximise the profit by cut down employee welfares. The employees are working harder during the nightmare of the company. Even the company did reach the profit they expected; it wasn’t the employee’s mistake. External forces are high percentage for a company drop in their business; less demand and product not suite the current environment will be the main concept of marketing failure. The right time for an employee evaluation is at the downstream of the company: measure against the employee’s dedication toward to bring the company image and brand. There will be a hundred way to reduce the cost of production but never cut down the raw material for the production. These employees are the raw material for each wall of the company.
“Successful managers are those always impieties the POSLC (Plan, Organize, Supervise, Lead, Control) processes into all 5M’s (Men, Moneys, Machineries, Materials, Methods). Fail in any of these M’s will slow down his performance.”
Prof. Dr. Adam Bakar, Dean School of Management
Most of the educated personnel are speaking and wrote about the importance of the employees and their satisfaction into the management system for the success of their employer. A recent research at USA involving a massive group of worker force indicate the worker give the pay, compassionate and benefits are given higher rank for the job satisfaction. Work load and uneven work distribution was took top place for job dissatisfaction. The work forces are will laterally move to other company if they not seen any movement vertically at their current organization. Lateral movement provide a salary increment beside an opportunity for a position changes. It does not mean the loyalty vanish here: what a joy if the loyalty never appreciated?
“Reflect yourself every day before bedtime to construct your day tomorrow. Ask yourself, what am I done today? What else should I able done and what are things are miss out? Whom am I met today and what did I spoke? What I should and shouldn’t spoke today? The answer for these questions will groom you to take tomorrow’s challenges.”
Capt. Leo N. Vincent, former BP Ship care’s General Manager
Our customs and culture mould us into scheduled working system. Working as per the routine schedule system: as per the job description. Working harder doesn’t mean you are performed. The employees should work SMART (specifically, manageably, accountably, responsibly, and trustily). Those having SMART was rewarded and will be rewarded. Never ever pull our personnel agenda’s into the organizational agenda. Shaping your internal capability into your personnel problem become you free access to the final victory. No employer will thanks us if just about meet the targets. We are pay for it. Employees need to exposure their self into the management vision and mission. The mission and vision made for propose of the employee understanding the employer expectation.
“My expectation is your reality”
Mr. Saravanan Krishna, ISC Director of Operation.
The commercial pressure is now everywhere. The work environments are run on negative cultures and behaviours. Blaming peoples one of it. Accountants blame marketers; commercials blame operations. At end, everyone blame the management and it process. Management is weight for the base but the workers are strength part of the building. Both need a better understanding for strong standing.
One thing is sure; the work force is a mirror of the management. The mirror always reflect each and every action of the management; kicking a mirror eventually same as kick our own self.
No comments:
Post a Comment