Managing change and people in organizations

Ten Most weired  company perks to  employees . In my book The Invisible hand-How to reward employees without killing the motivation of others . you will find more examples, anecdotes.          1-One Florida based American company offers beer cart Fridays -Free beer to employees every Friday My boss would say " alcohol at work place. Go away".  2-The company that held an orgy to ‘reward' their salesmen. A german  company  held an orgy to ‘reward' their salesmen in budapest Spa.  Participants in the orgy  revealed that far from being a chaotic free-for-all, the occasion was extremely well organized, . 3-Another  company that offers free Botox injections and tanning beds to their employees Employees can  access to a 72,000 square-foot fitness center, also to on-site Botox injections and tanning beds.Parent/child yoga classes, lesion removal, cancer screenings and complimentary scuba diving certification.  4 -A company  declared a naked Friday to b

Amazon.com Culture and its impact on work ethics “Withhold not good from them to whom it is due, when it is in the power of thine hand to do [it].” Bible. Recently a famous business man from Bangalore  from a reputed family committed  suicide by jumping off the bridge to a swollen river below. apparently because of guilt consciousness. he addressed a letter to the board and employees  asking for pardon. learning from this event is that without principle and value driven life , life is meaningless despite having plenty of money. In global organizations  of today, the fundamental  requirement for  effective people management is , a sound  understanding and appreciation of  the work ethics in different cultures on the part of decision making   managers and leaders who influence the individual and team morale at work places. The effectiveness is lost without this. Different  cultures prescribe different  norms that greatly influence the work place lifestyle . In the cu

What do great leaders have in common ? They have a  life of strong principles . They have complete faith in followers . They have ability to inspire people to deliver superior performance. They continually keep challenging. They push back till hey get the best. They have always a winning attitude and the “big picture” ready. They always set example. Have some unique personal attributes to demonstrate so that others want to emulate Leaders are passionate about whatever they undertake; No half hearted efforts.They always radiate high energy Never a dull moment ; they can energise everyone around by sheer presence . Have clarity of goals;results matter not efforts ;they have good oratory and public speaking skills They exhibit Care and concern for their follower's security to ensure that no follower feels insecure. They  Recognize followers as often as possible Mentoring followers they educate and upgrade skills all the time They exhibit service men

When was the last time you felt cheated or let  down  and your peer got the reward ? Jealousy in the workplace is not uncommon and shows off in hostile glances, sarcastic comments, or even sabotage . If ignored ,it  results in a hostile  environment. Whether you're the ' jealous person or the victim atleast you should know how to spot it  and then manage it. Here is a tool for you to use to check the intensity of your jealousy Are you jealous? How someone getting rewarded affects you. ?  If it does not then you must be a robot !!! Think of a peer at work and think of your own self-assessment of your performance and the peer's  1. Recently your peer got promoted when you were expecting it and how that affected you? 2. How did you react with your boss for your loss?  3. Did you wonder why you always have to struggle to get what is due ? 4. How often do you give credit or have given credit to your peers publically ?

What could ensure total loyalty from any employee?   Is it above market median pay, liberal benefits, fancy perquisites, accelerated career, or robust recognition opportunities? Having a sound reward plan, is no guarantee for eliciting employee’s loyalty and serve as a passport to superior performance. The employee reward plans can at best achieve short-term and purely a temporary correction in employee behaviour. Reward programs do not produce lasting changes in employee behaviour just as penalising employee brings an impact which lasts only for short periods. The positive impact of rewards lasts only for a few days just like the swing and sting of cricket ball which is lost once the shine fades away. Employers cannot aspire to secure a durable loyalty by rewarding the milestone anniversaries with liberal monetary rewards. Long serving employees are not committed to  acknowledging  with continuous contribution. Acknowledging invokes positive feeling which lasts till the r

“Withhold not good from them to whom it is due, when it is in the power of thine hand to do [it].” Bible. The basic rule of effective people management in organizations is a deep understanding of the work ethics in different cultures. In the culture of collectivism, the value of people and social acceptance are high compared to culture of individualism where importance is on individual excellence. The collectivist culture, values the group needs of cohesion and working as one team.This is the culture in most African nations. Collectivism places higher importance on collaborative task execution and focuses on what the group has in common. It will be futile to design rewards for individual excellence in those cultures. Individualism  focuses on engaging in competitive tasks and the emphasis is on making the individual noticeable. In a culture that  puts importance on agreeing on social norms and treat jobs as interdependent, collectivism is more powerful, whereas  in stratified

Book is now available-47% price discount now  at amazon.in kindle store from  31 January 2017 https://www.amazon.co.uk/Invisible-Hand-EMPLOYEES-WITHOUT-MOTIVATION-ebook/dp/B01N2314V2 https://www.amazon.in/Invisible-Hand-EMPLOYEES-WITHOUT-MOTIVATION-ebook/dp/B01N2314V2 https://www.amazon.com/Invisible-Hand-EMPLOYEES-WITHOUT-MOTIVATION-ebook/dp/B01N2314V2 Must read for all HR professionals, compensation specialists,HR managers, students of MBA HR The Invisible Hand-Employee reward Recognition-

Culture and work ethics In a culture where collectivism is valued people respect social acceptance than that of individual excellence. They value the group needs of cohesion. They work as one team.This is the case with most African nations. Collectivism  emphasises on  collaborative execution of  tasks, and focuses  on what people have in common. Individualism is focused on  engagement in competitive tasks and the  emphasis is on making  the individual distinct. In general in culture which puts importance  on agreeing on social norms and jobs are interdependent, collectivism is preponderant, whereas in stratified cultures  where affluence, independence, and differences are emphasized, individualism is preponderant The culture of the so called affluent society like United States is individualism, always forcing everyone  to exhibit  the “American dream”. Every new generation of Americans is taught to strive individually for a better quality of life and a higher stan