Managing change and people in organizations

Await my new enlarged book on change management this has extensively researched  inputs the new methodology for implementing change in organizations The case studies include the world's biggest scams and their mistakes lessons on value-based leadership These two examples prove the point that change is not an option and a hundred years of existence is no guarantee  for survival for the next hundred years. The answer lies in Change and transformation. Change management is a fascinating subject because it deals with rewriting and reshaping the destiny of not only organizations but also of people and their emotions. For anyone who has a responsibility to manage people,  and leaders who love to initiate the creative intervention, this is the subject to explore and learn to make life meaningful for many who come with dreams to be with the organization.                  ...

Change management challenge the status quo Is there a way to decipher how our brain helps to see and comprehend the world? Cognitive science and Human-Computer Interface (HCI) have been trying to find the answer to mindsets, based on research to establish the commonalities among the ways human beings and computers understand the world. When we see and interpret the prompts from outside, does our brain apply any logic? This hypothesis is not supported by research studies so far. There are limitations associated with segregating, studying and validation of the mental models. Individual’s behaviour when confronted with new thoughts have been inadequately studied with a comparable knowledge base. An approach was made to isolate complex knowledge and behaviours apart and study mental models, cues, and their interrelationship. Study techniques and results in this area have been challenged as the mental models seem to be not very robust and stable. The studies have been highly subject...

Employee Reward Recognition : Motivating and Retaining employees     Creative ideas for employee recognition Want to find out about the reward strategy for employee rewards/recognition? Please read my latest book written after 40 years of HR experience. https://www.amazon.com/dp/198323222X There are two schools of thoughts on the subject of rewarding employees. why spend above pay and benefits to employees? The book presents  both views -positive and negative - about introducing formal employee reward or recognition programs and other types of incentive plans. There is always a dilemma about issues like having the formal reward or no reward, cash reward or non-cash, long-term or short term. When it comes to decision making on rewards these issues are debated hotly. Find an answer? Find the answer to these questions in my book. both kindle and paperback search in the author's name as Dr.E.J.Sarma in amazon.com 

Here is what the employee engagement effort is all about.  According to me, in the current Millennial workforce  scenario engaging assume a totally different view 1-Money is not the only piece of the puzzle but an important piece. Being paid  properly is important as far as an employee is concerned, so it runs against management and  HR perception of  proper adequate pay 2-EE is about culture in the organization. If the senior managers are not aligned learn and implement EE,  it does not work. 3- Stress-free workplace is a myth, and cannot be guaranteed these days as customers are very demanding. 4-Satisfaction has no correlation to employee happiness or EE. Creating a mere nice workplace syndrome does not work for EE. 5-Satisfaction can at most reduce turnover but cannot induce motivation. 6-Not every employee will align unless they identify the personal hidden vales to org values.HR has to work overtime to match this. ...

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 certifica...

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 ...

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 servic...

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...

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 la...

“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  ...