Management Blog

September 13, 2016

Self improvement tips

Self improvement tips  Review Your Performance:Whether it’s communication, whether it’s activity, whether it’s a CEO, whether it’s on the job. Always do more than you are paid […]
September 13, 2016

Low cost employee motivational tips

Low cost employee motivational tips Low cost employee motivational tips Retention and productivity are always challenges, especially with budgets shaved to the bone. So here are […]
September 13, 2016

High Octane Leadership Development ..

High Octane Leadership Development .. Demographic realities and lack of long-term leadership development programs are leaving many organizations with a dearth of candidates ready to take […]
September 13, 2016

Supreme Confidence of a child

Confidence Supreme confidence of a child  Story told by a man which is most frightening yet thought-provoking Experiences of his life. He had been on a […]
September 13, 2016

Humor – One liners

Humor – One liners 1. I say no to alcohol, it just doesn’t listen. 2. A friend in need is a pest indeed. 3. Marriage is […]
September 13, 2016

Its healthy and smart to be grateful

Its healthy and smart to be grateful Most stress specialists, say that gratitude is the healthiest of all human emotions and revenge is the most destructive. It […]
September 13, 2016

An Attitude Of Gratitude

An Attitude Of Gratitude Be thankful that you don’t already have everything you desire. If you did, what would there be to look forward to? Be […]
September 13, 2016

Training Essentials

Training Essentials Training Essentials Multiple programmes on the same topic :Any training programme, howsoever qualitative it might be, will not have impact on its participants if […]
September 13, 2016

HR – Glossary

HR Glossary Statistical Concepts in HR Before we take up Statistical Concepts in HR please remember and understand the meaning of following words often used in […]
September 13, 2016

How to hold a difficult conversation

How to hold a difficult conversation How to hold a difficult conversation  If you manage people, work in Human Resources, or care about your friends at […]
September 13, 2016

FIRO-B Concepts

FIRO-B Concepts Fundamental Interpersonal Relations Orientation (FIRO) is a theory of interpersonal relations, introduced by William Schutz in1958. Description According to the theory, three dimensions of interpersonal relations are […]
September 13, 2016

Data Analysis in HR Functions

Data Analysis in HR Functions STATISTICAL ROLE IN HR FUNCTIONS EMPLOYEE APPLICATIONS FOR RECRUITMEN INTERVIEW EVALUATION FORMAT (RE-DESIGN) PERFORMANCE APRAISALS TRAINING NEED IDENTIFICATIONS MEASURING EFFECTIVENESS VALUE […]
September 13, 2016

CEO focus

CEO focus Your CEO may need to get his vision checked—his corporate vision, that is. Tom Northup, author of the book, “Five Hidden Mistakes CEOs Make: […]
September 13, 2016

Talk on Transaction analysis..

Talk on Transaction analysis Transaction analysis Parent ego state : it is formed of the unquestioned, unverified & un-edited recordings from external sources & consists of instructions, […]
September 13, 2016

Change the world ?

Change the world ? Husband & Wife A man feared his wife wasn’t hearing as well as she used to and he thought she might need […]
September 13, 2016

Customer relations

Customer relations Talk – customer relations – 08/Jun/05 Definition : Customer : any person who accepts any goods or service is a customer. Categories of relations Not satisfied : […]
September 13, 2016

Talk on Behaviour Styles

Talk on Behaviour Styles Talk – behavior styles People v/s task oriented : people oriented – first priority in consideration while making decisions is people task oriented – […]
September 13, 2016

HUSBANDS FOR SALE !

HUSBANDS FOR SALE ! A store that sells husbands has just opened in New York City , where a woman may go to choose a husband. […]
September 13, 2016

Exploit your potential

Exploit your potential God gives everyone certain attributes, characteristics, talents, and then He says, “If you use what you have I’ll increase it, but if you […]
September 13, 2016

Position v/s Performance

Position v/s Performance A Priest dies & is awaiting his turn in line at the Heaven’s Gates. Ahead of him is a guy, fashionably dressed, in […]
September 13, 2016

The Mayonnaise Jar & 2 Beers

The Mayonnaise Jar & 2 Beers When things in your life seem almost too much to handle, when 24 hours in a day are not enough, […]
September 13, 2016

Smart Work V/s Hard Work

Smart Work V/s Hard Work Two sons work for their father on the family’s farm. The younger brother had for some years been given more responsibility […]
September 13, 2016

Body language & its impact..

Body language & its impact In Communication body language plays a vital role even more than verbal. Non-verbal cues are more important than verbal ones You […]
August 28, 2016

8 Steps to Higher Performance

The following eight steps will help you and your employees interact in ways that make you work more efficiently and effectively. These steps will help you […]
August 28, 2016

10 signs of a dysfunctional workplace

10 signs of a dysfunctional workplace  Though there are many organisations today that can be vouched for as the perfect workplaces, there are still many more who simply don’t manage to make it to that list. Though the scenario on the outside might be ‘picture perfect’, in reality the case might not exactly be so. Most workplaces fail to be the ‘ideal’ place to be for various reasons – at times the management is not up to the mark or at times, it’s the employees who aren’t good enough. There can be many tell tale signs of what makes a workplace dysfunctional. If these signs are not comprehended at an early stage, it can spell doom for the organisation as well as the employees. Here are 10 signs of a dysfunctional workplace that every organisation should put its guard up against. 1. Communication or the lack of it  Communication, or the lack of it, is one of the earliest signs of a dysfunctional organisation. The symptoms are increased gossip, more water-cooler/coffee-machine groupings of employees, younger people looking for opportunities to get authentic information from their bosses, bosses in the ‘don’t quote me but’ mode, employees’ scepticism increasing and a sense of apathy when employees gather together and talk about the organisation. “Let’s face it; gossip by itself is harmless, unless it tends to get malicious and personal. The office grapevine is probably the best way most people hear about organisational news. If this media can be purposefully harnessed, then the flow of communication can be made very productive,” says Marcel Parker, chairman, Ikya Human Capital Solutions. 2. Nothing gets done without the boss’s approval  “Sure, the boss has the final say, but work should be delegated, with employees taking responsibility for tasks that do not require the boss’s personal time and attention. The organisation will be much more productive and empowered if the top boss doesn’t have to sign off on every little thing,” says Dr Naresh Malhan, MD, Manpower India. “Lack of delegation of authority can be a big impediment. In such organisations, the entire decision-making process is so democratic that most often there are more meetings after meetings but seldom any directions or decisions are taken,” adds Ajeet Chauhan, VP, HR & training, Nirula’s. 3. Continuous fire fighting  If a workplace is operating without any process in place, where the stress level is very high, nobody has time for anything, all are busy all the time, work-life balance is nil and there is no innovation happening, then it certainly qualifies to be a dysfunctional workplace,” expresses Anuradha HR, project head, Metis ERC India Pvt Ltd, adding, “A workplace needs to evolve work process, and a goal oriented culture to get rid of this.” Over-worked employees and avoidable pressures are also signs of a dysfunctional workplace. Such organisations run in constant crisis situation and fire fighting mode. This creates undue pressure on the work force and results in ‘burn outs’,” informs Chauhan. 4. Meetings without any agenda  “Meetings conducted without any agenda build employee frustration. The management should conduct meetings with defined agendas to ensure constructive input and productive output from its employees for such meetings, states Sandeep Soni, ED and CEO, Spanco BPO. 5. Perception management Vs Performance management  “People are judged by their proximity and perception than productivity or output. For example, if an employee is seen working late hours, he invariably becomes the ideal/good worker,” says Chauhan. According to Malhan, “In dysfunctional organisations, what matters is not what you’ve accomplished in a day, but how many hours you were seen ‘working’. We all know at least one person who hangs around until everyone else goes home or shows up at 7 in the morning just to make a good impression with the boss. Reward productivity, not time spent at the office. Adds Soni, “Senior management should evaluate the employee’s performance based on achievement of targets rather than how long employees are working at office.” 6. Lack of empowerment  Lack of empowerment is another sign of a dysfunctional organisation, particularly promoter driven organisations. As we all understand, empowerment is not the signing of financial instruments or purchasing goods/services up to a certain financial level, but taking responsibility for your decision without fear of failure and having the requisite tools to do so. Owning a decision without passing the buck to one’s boss or even ones junior is essential. “Organisations which have successfully overcome the mindset of operating in a blame-culture (wherein employees think somebody has to take the blame but not ME), have invited suggestions from the employees themselves as to what can be done about this. This has been the beginning of trust development, expresses Parker. 7. Lack of rewards/recognition/incentives  Such organisations don’t drive a rational action-reward system, which lowers the quality of performance and also leads to higher attrition in the company. “A company should constantly motivate its employees to improve performance by giving them various performance-based incentives, appreciation mails from top management and also acknowledging their achievements in their internal meetings/forums and magazines,” states Chauhan. Adds Soni, “Companies should create an extremely motivating work environment by rewarding and recognising top performers. This helps in encouraging and motivating the employees to perform better.” 8. No one ever gets fired, no matter how ineffective they are at their job  While employees need hope, they also need expectations and standards. “If doing a bad job doesn’t get a worker reprimanded or even fired, what’s the point of doing a good job,” questions Malhan. Similarly Soni adds that no action against inefficient/lazy employees is also a sign of a dysfunctional workplace. “Organisations should take corrective actions against employees who are lazy and recoil from hard work. Failure to take any corrective measures de-motivates even the efficient employees to continue performing well. It further provides leverage to employees who do not perform to continue underperforming without any fear of being reprimanded,” says he. 9. Corruption  Misuse of equipment, money, position, and power are the most evident signs of a workplace that is not going towards the right direction. “The signs of people working towards their own benefit by using the workplace is a warning for any workplace,” explains Anuradha HR. 10. Lack of values and mission  Some organisations have values and moralities which they only respect at the lower level but when it comes to serious issues, they easily surrender to it. This can cause conflict in the employee and confuse him ‘when to follow which value’. Every organisation should have clearly defined values and missions which have to be followed by all, from front line staff to top management,” adds Chauhan. In the day to day functioning of organisations, many a times signs that can cause major harm are ignored or not given much importance. But, eventually, these very signs can seep deeper into the system and hence cause bigger damage than imagined. Hence, every organisation should be alert and make sure that they keep such signs at bay and maintain a positive and healthy environment.