Building Youth Entrepreneurship Through Education
Though people say and believe that Leadership is born and cannot be learnt, the saying may not hold ground in all circumstances. When it comes to Youth and Entrepreneurship, a sustained effort to build leadership or entrepreneurial ship definitely helps and yields results. Youth Entrepreneurship is an amalgamation of attitude, character, behaviour, passion, natural orientation […]
Current State of Employer Branding
Welcome to the talent economy! With the changing perception of organizations and increasing appreciation for talent, it won’t be wrong saying that we have transported into the talent economy. Though the shift has been taking place for many decades, the last decade, however, altered the scenario seemingly in the blink of the eye. The C-suite […]
Market Rate Surveys and Reward Research
Need for Market Rate Surveys and Reward Research The previous articles in this module discussed how companies must be cognizant of the market trends when deciding on compensation and nonmonetary rewards. This is especially the case when premium talent has to be rewarded. Since top quality talent would migrate to the companies where they are […]
Role of Bonuses in Rewards Management
How Bonuses are Structured If you are an employee in a corporation or are aspiring to join one after your graduation, one of the key factors that would determine whether you join a particular organization or not is the financial aspect. The salary and the bonuses that you get as part of your package determine […]
Employee Relationship Management (ERM)
Employees are the major assets of an organization. It is essential that the employees perform together as a collective unit and contribute equally towards the realization of a common goal. No task can be accomplished if the individuals are engaged in constant conflicts and misunderstandings. It has been observed that targets are achieved at a […]
Let us go through following five types of employee behaviour at workplace:
Such individuals are well aware of their key responsibility areas and what they are supposed to do at the workplace. Every individual needs to have some goals in life. Task performers set targets for themselves and strive hard to accomplish tasks within the stipulated time frame. Set a direction for yourself. It works. The roles and responsibilities should be in line with organization’s goals and objectives. Task performers concentrate on their work, never lose their focus so that they meet deadlines and achieve targets on or before time. Such individuals work in close coordination with clients and customers, train their fellow workers and try to finish tasks on time with minimum possible errors. They do not believe in working alone and prefer working in teams. Working in unison helps them not only meet and exceed superior’s expectations but also accomplish tasks within the desired time frame.
In today’s scenario of cut-throat competition, organizations need to provide something extra to clients for them to survive in the long run and outshine competitors. Remember, mere performing daily job responsibilities would not help. You need to think out of the box, if you aspire to reach the top slot within the shortest possible time frame. Find out what extra, apart from your regular job, you are doing for the organization. Managers need to encourage employees to gain from each other’s knowledge and expertise. Help your colleagues. Lend a sympathetic ear to their problems. If one of your team members is not able to perform a particular task, sit with him, brainstorm ideas and help him find an appropriate solution. Show genuine courtesy towards fellow workers. There is absolutely no harm in knowledge sharing. Help your co workers acquire new skills and learnings.
Individuals with counterproductive work behaviour have a tendency to harm their organization. Such individuals not only speak ill of their organization but also abuse fellow workers and pass lewd comments. They are often involved in objectionable activities and doing unproductive tasks which spoil the entire work culture. Individuals with counterproductive work behaviour are often indulged in thefts, leaking confidential information, data tampering and so on. Such individuals need to be dealt with patience. Encourage them to get rid of their negative traits, else show them the exit door immediately.
It is essential for individuals to stay with the organization for quite some time. Organizations need to treat employees with respect for them to stick around for a long time and do not even think of quitting their jobs. When talented people leave, knowledge is lost, eventually work suffers. Talent acquisition professionals ought to check the background, past track record and credibility of new joinees to avoid problems later on. While hiring, do not forget to find out how frequently they have changed jobs in the past.
Employees need to attend office regularly. Take a leave, only when there is an emergency. Employees who find work as a mere source of burden and have nothing new and interesting to do, take frequent leaves as compared to individuals who love coming to work.
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Should Bad Behaviour at the Workplace Be Dealt With a Velvet Glove in an Iron Fist?
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