Factors Affecting Employee Behaviour
There are several internal as well as external factors affecting employee behaviour. Let us go through them in detail: Leadership Managers and leaders play an important role in influencing the behaviour of individuals at workplace. It is the responsibility of leaders to set a direction for team members. In majority of the cases, it has […]
Some Points to Consider About Executive Management Programs
In recent years, many business schools in China, Singapore, and India apart from other Asian countries have been offering one year or two year executive management programs. These programs are aimed at mid-career managers who wish to upgrade their managerial skills or who want to change careers midway. The main advantage of these executive management […]
After Quiet Quitting Comes Quiet Hiring! What It Is, And Why It Would Be Trending In 2023!
What Are Quiet Quitting and Quiet Hiring and Why They Matter For Corporate America Quiet Quitting was the rage for most of 2022. As the post pandemic workforce battled stress and burnout and became lethargic, many employees resorted to what is known as Quiet Quitting, where they were unwilling to go beyond and over what […]
Factors affecting Job Design
A well defined job will make the job interesting and satisfying for the employee. The result is increased performance and productivity. If a job fails to appear compelling or interesting and leads to employee dissatisfaction, it means the job has to be redesigned based upon the feedback from the employees. Broadly speaking the various factors […]
Managing Employee Performance
Introduction Managing employee performance is one of the key drivers for organizational success in the present context of firms trying to adopt a resource centered view of the organizational. We have seen elsewhere that integrating HRM practices with those of organizational goals and strategy increases the competitive advantages for the firm. Similarly, managing employee performance […]
Various studies have shown that actively engaged employees are almost 50 percent more productive than their not-engaged or disengaged colleagues. The employee engagement cannot be improved only by designing and implementing effective human resource strategies but their involvement and quality of output produced by them also depends on their relationships with their colleagues, subordinates and seniors. It is a basic need of human beings to belong and to be belonged. Such collaborations can be a major contributor to the success of a company.
Until recently, solutions facilitating two-way communication including top-to-bottom and bottom-to-top were given much important but nothing has been done to foster the open communication and collaborations among employees. The way they interact with each other determines the health of any organisation. A perfect balance of respect, care and competitiveness should be prevailed in the organisation to keep them actively engaged in their jobs. Mutual support and healthy relationships contribute majorly to the organisation’s success.
Besides this, empowering employees by delegating them responsibilities and giving them autonomy to take decisions regarding their job on their own can also increase their productivity. It is worth going beyond the traditional management tools of connectivity to help employees remain motivated and dedicated to perform their tasks. To achieve this, the organisations can design effective employee engagement strategies on the basis of the model explained below.
Your email address will not be published. Required fields are marked *
