Employee Relationship Management...

Employee Relationship Management Employees are the major assets of an organization. They are among the organization’s most important audiences with the potential to be its most effective ambassadors. It is essential that the employees perform together as a collective unit and contribute equally towards the realization of a common goal. Employees share a certain relationship with their colleagues at the workplace. The relationship which the employees can have can be between co-employees, supervisors, managers and higher management. It is important that the employees share a healthy relationship for delivering their best performances. Employees are the focal point of an organization during its journey towards success. If the employees work together and share a good relationship with management then the organization achieves its tasks and objectives much faster. Management of the employee relationship is both important and valuable for the organization in the achievement of the competitive advantage. It is necessary to have a strong relationship between employees as well as between employees and management since it leads to better organizational productivity and performance. Employee relationship management (ERM) is a term which refers to relationship development and management between the organizational management and the employees. There are a lot of different issues in ERM which can affect employee satisfaction and which has a direct result on employees’ productivity and overall corporate culture. ERM refers to managing the relation between the different employees of the organization. The relationship can be between employee and the management as well as between employees at the same level. It is nothing but a technique which brings employees and management together on a common platform and guides them so that the organization achieves the desired targets without fighting with each other. In a layman’s language, ERM is nothing but managing interaction...

Employee Morale

Employee Morale Employee morale plays a vital role in the performance of the organization. Morale can be considered as the total satisfaction that the employees of the organization derive from their job, the prevailing atmosphere and the factors that appeal to them. It is a conglomeration of attitudes and feelings that constitute a reserve of physical and mental strength including factors like self-confidence, optimism and a positive mental attitude. Morale is an invisible element which determines the success or failure of the organization. Morale is a way of describing how employees feel about their jobs, management and the organization. These feelings are tied to the behaviours and attitudes which the employees show in their workplace. When employees have good morale, they feel committed to the management and the organization, loyal to their jobs and motivated to be productive. They work harder, produce more, meet deadlines and give it their all. Low morale of the employees takes a toll on employees’ performance and productivity. Employee morale is related to how the employees feel about the organization. It is an important factor in creating a healthy work environment.  Organization which has higher employee morale displays improved productivity, improved performance and creativity, reduced number of days taken for leave, higher attention to details, a safer workplace, and an increased quality of work. In addition to that, the organization has employees who arrive to work on time, communicate better, waste lesser time in gossip, have higher rate of retention, and are more creative. Moreover, employees who work with high morale develop higher rates of job satisfaction, creativeness and innovation, respect for their own job, commitment to the organization, eagerness to satisfy group objectives instead of individual objectives, and desire to improve the organizational performance. On the other hand,...

Workplace discipline

Workplace discipline Workplace discipline is the discipline which the employees are to observe at the workplace. It is fundamental to the smooth running of an organization. The organization runs efficiently when all its processes functions normally and the normal working of the processes occurs when the all the procedures are followed without any deviations. The word ‘discipline has the same origin as the word ‘disciple’. Just as the disciple follows the teachings of his teacher, so discipline means following the rules, laws, and procedures of the organization or the technical processes of the workplace.  As per dictionary the meaning of discipline includes instructions and learning. It also includes improvement, correction as well as punishment. Discipline is defined as a force that prompts individuals and group of employees to observe rules, regulations, systems, processes and procedures which are considered to be necessary for the effective functioning of the organization. It is also defined as an activity that involves acting in accordance with a set of known rules, proven guidelines and conventions framed for the purpose. It is basically an attitude of the mind and a product of culture and environment. Discipline refers to the regulation of behaviour of the employees of the organization involving rules that govern goal orientation and behaviour of employees inside and outside the organization. Workplace discipline consists of those features of discipline which the employees are to observe at their workplace. There are two major features of the workplace discipline (Fig 1). These are given below. Observation without any deviations the technical instructions, procedures, standards, guidelines, and practices of the technological processes which the employees are operating at their workplaces Observation of the rules and regulations of the organization which the management has framed for the functioning of the organization Fig1...

Management of Man and Machine...

Management of Man and Machine Human intervention of the production processes has undergone a big change after automatic and computerized controls have been introduced for the production processes. A large number of activities previously done by human beings have been taken over by the automation. But this has not eliminated the need for operator for the running of the equipment/process though his role has changed a lot with the automation of the process. Today mass production would not exist without the usage of automated and flexible manufacturing processes. These automated processes need machines and equipments which require human intervention for controlling them. Close and harmonious interaction by operators with their machines is a necessity for the productive output. An integrated and coordinated communication between machines and the men operating them is needed for the productive output. The complexity of industrial processes has greatly increased during the last few decades. This tendency has originated due to a number of reasons, such as (i) the enlargement of the scale of the modern plants, (ii) the required specifications dealing with the product quality, (iii) the need for the energy conservation, (iv) the requirements for the environmental pollution control, (v) the necessity of safety in the plant, and (vi) the progress in process control and informatics creating totally new possibilities. This essential change in the process operation has led to the definition of new human operator tasks. In the last thirty years, human manual control has become much less important and human supervisory control has been developed as the main concept for man and machine interactions. The tasks of the human supervisor are now predominantly cognitive ones, and contain at least the following six subtasks namely (i) the monitoring of all data presented to the human supervisor, (ii)...

Employees Loyalty and the Organization...

Employees Loyalty and the Organization It is often said that it is extremely important for the organizations to provide a healthy work environment, in order to attract and retain qualified, highly committed, and loyal workforce, because committed and loyal employees reinforce employees’ motivation to act in the best interest of organizations they work for. Employees’ loyalty is important for the organization because employees are a vital resource for the organization, especially since they represent a significant investment in term of locating, recruiting, training let alone salaries, welfare plans, bonuses and rewards etc. Loyalty, as a general term, signifies a person’s devotion or sentiment of attachment to a particular object, which may be another person or group of persons, an ideal, a duty, or a cause. It expresses itself in both thought and action and strives for the identification of the interests of the loyal person with those of the object. Employee loyalty can be defined as a psychological attachment or commitment to the organization and develops as a result of increased satisfaction. Satisfaction results from a process of internal evaluation, and if an employee’s expectation level is met or exceeded, then satisfaction grows. Employee loyalty then develops into a generalized emotional attitude towards the organization. In other words, the more satisfied an employee is regarding his working environment, the more likely that he develops a sense of commitment towards the organization in general. Employees’ loyalty towards organization is often referred as organizational loyalty of the employees. It is the most important factor that determines the effectiveness and efficiency of the organization. It is the one of the key elements that measures the compatibility between employees on one hand and the organization on the other hand, since if this compatibility increases, the organization achieves a...