"Managers play an important role in creating environment within
which individuals either thrive or disengage. What have been your
experiences and what have you learnt about developing the former and
avoiding the latter?"
Manager is the person who has employees, who reacts to change, who has good ideas, who communicate with and controls groups as well as conflicts. At a glance, manager is the person who manages everything towards positive for the organization. Manager has to be acted as a leader in one hand as well as follower in other hand. Although it is controversial but this is true.
Manager's one of the best responsibilities is to create environment in which individuals can thrive themselves in spite of disengaging. But this environment creation is not an easy task. This challenge requires a few strong qualities such as knowledge, expertise as well as which can create positive exuberance among the individuals.
The above criteria cannot be achieved in a day. This is adopted day by day within the organization. I am continuing my job in a reputed pharmaceuticals company in our country as an executive, production in since February, 2008. I have completed graduation in Pharmacy (B.Pharm) and post graduation in Pharmaceutical science.
Here I want to share my experience and development skills what I have achieved through my knowledge, cerebration and job activities. Nearly two years ago in my organization we found strong grievance among the employees (non management level) and lack of motivation. They did not find interest to their job due to some policies, facilities, systems and behavior of management with them. As a result productivity decreased remarkably. When the situation was going in worse condition, we (management level) noticed it and arranged a general meeting among us. We tried to find out the root cause as well as their demand also. Then I had taken some strategies for betterment the situation.
Relationship and commanding nature: Few days we noticed that my colleagues behave very roughly without any reason and always commanded them without showing any empathy towards them. I started to build good relationship with them through behavior and active involvement in work with them. I always tried to care of them, share personal sorrows and peace with them, discuss family issues and tried to solve them by dint of proper suggestions. Active involvement helped me to monitor and supervise them properly. Few days later I noticed that they feel free to communicate with me and getting pleasure when they work with me and doing their task spontaneously. This elated me in a great way for further advancement.
Kiss Kick kiss theory: Previously if my subordinates make any fault, I scold and reprove them in a crucial manner and they become dishearten and sometimes they avoided me by hiding information. After this I changed my pattern of chiding. If anyone make fault I first wanted to hear the reason actually in a pliable way, if it was not accidental but intentional, I reproached them severely and after that I tried to make them understandable what would be the impact of this fault and trained them again properly. I observed that they took it positively and tried to work faultlessly. This strategy started working amazingly beyond my expectation.
Reward or incentives: This organization many daily basis employees working and they frequently absent in their work station. Since most of the people are daily basis employee, so their frequent absenteeism impacted greatly and higher management become disappointed about our activities and supervision. I discuss with the management and announced bait like incentive system through which if any daily basis employee are present in their work station fifteen working days consecutively except holidays they would be rewarded by attractive package in our native currency, that means they have two times opportunity in a whole month (15+15=30). On the other hand, for six consecutive night shift duties they would be given one day wages more with their normal package. This incentive system remarkably reduced absenteeism and increased productivity.
Flexible shifting work: My company run operation in three shifts. Employees were strictly restricted to their own assigned shift and if any one changes, penalty must. This was one of the great causes of absenteeism. To minimize it, they are allowed to change their assigned shift only two days in a week. This brought positive change in marked absenteeism.
New scope and opportunities: Expansion activities and new projects inauguration is continuous process of my company. Previously this information was kept hidden to the non management employee to avoid extra demand of them but found that after informed that they become more positive to their work and they began to feel that their job is now more safe and secured as well as prosperous. They found new wing of improvement of the company and own.
Safety and security: This Company has a policy of provident fund and gratuity. But employee did not get any information or notification about their own deposited amount and company's accreditation of payment. They were always remaining in dark about the issue but they have legal right to be informed. After that agitation, company decided to provide informative notice about their provident fund and gratuity half yearly.
Team work and skill development Each year company provide training for their employees by inviting foreign expertise in order to develop skill and global exposure and international practice. Routinely I discuss the positive impact of team work and how company and individual will be benefited through team. This will enhance their team spirit and hard work with enthusiasm and zeal.
Departmentalization and internal rotation: Some work nature is monotonous and personnel become exhausted for their routine and common work. Workers feel the need of change but they fear to loss their job or other difficulties. But departmentalization can cheer up personnel and can increase working tendency. It also minimizes emergency or sudden vacancy of specified skilled manpower in need. In departmentalization worker can adept in various department and they feel eagerness for achieving new experience. But to be careful enough that those are habituated and getting pleasure with their current position, no need to replace them for departmentalization. They are in right position now.
Smooth supply of necessary accessories In manufacturing industry various ancillary items and machine parts needed frequently and usually machine operators wants to get those in right time for smooth operation and productivity. Responsible personnel ensure this properly for positive result. I face difficulties for many times with this accessories due to negligence of supply chain and finally arrange a few supply chain personnel in industry premises for their face to face communication and outcomes.
Finally, Manager should have to be prudent enough in controlling overall environment of an organization. Organization's growth, prosperity depends on skill, intelligence and leadership of a manager. I think that experience is the combination of outcomes, problems, analysis, thought, logic and implementation of science and math for recovery and continuity.
From above discussion it can be said that good manager brings successful organization reduced conflicts and grievance as well as enhance joviality among the employees. Organizations not only run by few managers but also have huge manpower. So, every people should be co-operative and positive thinker to achieve environment in which people can thrive themselves and never think about disentanglement.
Manager is the person who has employees, who reacts to change, who has good ideas, who communicate with and controls groups as well as conflicts. At a glance, manager is the person who manages everything towards positive for the organization. Manager has to be acted as a leader in one hand as well as follower in other hand. Although it is controversial but this is true.
Manager's one of the best responsibilities is to create environment in which individuals can thrive themselves in spite of disengaging. But this environment creation is not an easy task. This challenge requires a few strong qualities such as knowledge, expertise as well as which can create positive exuberance among the individuals.
The above criteria cannot be achieved in a day. This is adopted day by day within the organization. I am continuing my job in a reputed pharmaceuticals company in our country as an executive, production in since February, 2008. I have completed graduation in Pharmacy (B.Pharm) and post graduation in Pharmaceutical science.
Here I want to share my experience and development skills what I have achieved through my knowledge, cerebration and job activities. Nearly two years ago in my organization we found strong grievance among the employees (non management level) and lack of motivation. They did not find interest to their job due to some policies, facilities, systems and behavior of management with them. As a result productivity decreased remarkably. When the situation was going in worse condition, we (management level) noticed it and arranged a general meeting among us. We tried to find out the root cause as well as their demand also. Then I had taken some strategies for betterment the situation.
Relationship and commanding nature: Few days we noticed that my colleagues behave very roughly without any reason and always commanded them without showing any empathy towards them. I started to build good relationship with them through behavior and active involvement in work with them. I always tried to care of them, share personal sorrows and peace with them, discuss family issues and tried to solve them by dint of proper suggestions. Active involvement helped me to monitor and supervise them properly. Few days later I noticed that they feel free to communicate with me and getting pleasure when they work with me and doing their task spontaneously. This elated me in a great way for further advancement.
Kiss Kick kiss theory: Previously if my subordinates make any fault, I scold and reprove them in a crucial manner and they become dishearten and sometimes they avoided me by hiding information. After this I changed my pattern of chiding. If anyone make fault I first wanted to hear the reason actually in a pliable way, if it was not accidental but intentional, I reproached them severely and after that I tried to make them understandable what would be the impact of this fault and trained them again properly. I observed that they took it positively and tried to work faultlessly. This strategy started working amazingly beyond my expectation.
Reward or incentives: This organization many daily basis employees working and they frequently absent in their work station. Since most of the people are daily basis employee, so their frequent absenteeism impacted greatly and higher management become disappointed about our activities and supervision. I discuss with the management and announced bait like incentive system through which if any daily basis employee are present in their work station fifteen working days consecutively except holidays they would be rewarded by attractive package in our native currency, that means they have two times opportunity in a whole month (15+15=30). On the other hand, for six consecutive night shift duties they would be given one day wages more with their normal package. This incentive system remarkably reduced absenteeism and increased productivity.
Flexible shifting work: My company run operation in three shifts. Employees were strictly restricted to their own assigned shift and if any one changes, penalty must. This was one of the great causes of absenteeism. To minimize it, they are allowed to change their assigned shift only two days in a week. This brought positive change in marked absenteeism.
New scope and opportunities: Expansion activities and new projects inauguration is continuous process of my company. Previously this information was kept hidden to the non management employee to avoid extra demand of them but found that after informed that they become more positive to their work and they began to feel that their job is now more safe and secured as well as prosperous. They found new wing of improvement of the company and own.
Safety and security: This Company has a policy of provident fund and gratuity. But employee did not get any information or notification about their own deposited amount and company's accreditation of payment. They were always remaining in dark about the issue but they have legal right to be informed. After that agitation, company decided to provide informative notice about their provident fund and gratuity half yearly.
Team work and skill development Each year company provide training for their employees by inviting foreign expertise in order to develop skill and global exposure and international practice. Routinely I discuss the positive impact of team work and how company and individual will be benefited through team. This will enhance their team spirit and hard work with enthusiasm and zeal.
Departmentalization and internal rotation: Some work nature is monotonous and personnel become exhausted for their routine and common work. Workers feel the need of change but they fear to loss their job or other difficulties. But departmentalization can cheer up personnel and can increase working tendency. It also minimizes emergency or sudden vacancy of specified skilled manpower in need. In departmentalization worker can adept in various department and they feel eagerness for achieving new experience. But to be careful enough that those are habituated and getting pleasure with their current position, no need to replace them for departmentalization. They are in right position now.
Smooth supply of necessary accessories In manufacturing industry various ancillary items and machine parts needed frequently and usually machine operators wants to get those in right time for smooth operation and productivity. Responsible personnel ensure this properly for positive result. I face difficulties for many times with this accessories due to negligence of supply chain and finally arrange a few supply chain personnel in industry premises for their face to face communication and outcomes.
Finally, Manager should have to be prudent enough in controlling overall environment of an organization. Organization's growth, prosperity depends on skill, intelligence and leadership of a manager. I think that experience is the combination of outcomes, problems, analysis, thought, logic and implementation of science and math for recovery and continuity.
From above discussion it can be said that good manager brings successful organization reduced conflicts and grievance as well as enhance joviality among the employees. Organizations not only run by few managers but also have huge manpower. So, every people should be co-operative and positive thinker to achieve environment in which people can thrive themselves and never think about disentanglement.
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