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,...

Managers and their Role in the Organization...

Managers and their Role in the Organization Managers are the life of an organization. They are to ensure that the organization performs to the expectation and achieves its purpose and goals. For doing this, managers are to perform certain roles and duties, which include organizing, controlling, directing, coordinating, and leading. Managers may be the entrepreneurs, sometimes they may not be, but however, at all the times they are to balance the available resources of the organization for the achievement of the organizational goals and objectives. For the managers to carry out these duties, they have to possess certain skills which include inter-personal skill, people skill, conceptual skill, and technical skill etc. A manager is often defined as someone who coordinates and oversees the work of other employees so that the organizational goals can be accomplished. It is not about personal achievement but helping others do their job. Managers may also have additional work duties which are not related to coordinating the work of others. Manager is a job title which is used in organizations to denote an employee who has certain responsibilities to lead some functions or departments and/or employees. He has a level in the organizational structure which integrates functions and departments for implementation of the management decisions and for the achievement of the organizational goals and objectives. He is a person responsible for planning and directing the work of a group of individual employees, monitoring their work, and taking corrective action when necessary. He is normally assigned a particular level in the organizational chart and usually has diverse responsibilities for the employees and the functions. The job description of a manager varies from organization to organization. Usually the manager is responsible for a department and has direct reporting employees for whom he has leadership responsibility. Though manager is a job title,...

Operational Discipline in Steel Industry...

Operational Discipline in Steel Industry Operational discipline means complying with a set of ‘well thought out’ and ‘well defined’ processes, and consistently executing them correctly. Striving to achieve operational excellence is one of the most important contributors to the steel industry’s sustainable performance and growth. Steel organization which reach for a higher level of operational excellence reap numerous benefits namely (i) a systemic, evolving and effective approach to its operations (ii) a continually productive and innovative workforce, and (iii) an organization which consistently achieves sustainable growth and increasing valuation. It is not uncommon to confuse operational discipline with operational excellence. While the two are closely linked, yet the latter cannot be realized without the former.  Operational discipline is but one important component among others which one can find on the path of the operational excellence. DuPont defines operational discipline as ‘the deeply rooted dedication and commitment by every member of an organization to carry out each task the right way every time’. In short, operational discipline can be stated as ‘everyone in the organization doing it right every time’. It means complying with a set of well thought out and well defined processes, and consistently executing them correctly. It is an essential ingredient when trying to achieve operational excellence. Operational discipline provides an organized and systematic way to complete tasks and implement operational changes through a fundamental set of procedures which are specific to the steel organization’s unique product. Regardless of the final products of the steel plant, operational discipline increases reliability and decreases the risk of the occurrence of a high magnitude incident. This is much easier said than done. However, building a culture in the organization around the pillars of operational discipline is the most effective way towards the achievement of this...

Management of Complexities in the Organization...

Management of Complexities in the Organization All the organizations are usually complex in nature since they are to pursue complex goals and, as a consequence, are likely to face complex issues. It is the responsibility of the organizational management to navigate, manage, and solve the different kinds of complexity existing in the organization to ensure that the organization fulfills its objectives and delivers the intended results. The management is not to be daunted by the challenges and is to recognize that operational, outcome-based, and environmental challenges are inherent to the organization and cannot be avoided. In fact, the management is to be always ready to meet the challenge of managing the intrinsic complexities present in the organization. There are, however, other kinds of complexities that must also be managed. These are those complexities which are seemingly extrinsic to the organization. These are complexities which are needed to be navigated for the internal organizational governance and for the implementation of the organizational strategies and plans. The understanding of the impact of complexities on the organization can be a complex attempt unto itself since complexities by nature are normally complicated or intricate as to be hard to understand or deal with. However, it is easier to navigate a complexity. To better understand complexities and how to navigate them requires that the management makes them more understandable. It requires that the management is able to appreciate and explain their root causes, so that the organization can better recognizes and controls their emergence. It requires that the organization develops the right tools to manage them. Complexity management frameworks are useful for this purpose. Primary sources of complexities Normally organizations encounter three major categories of complexities. These complexities are based on human behaviour, system behaviour, and ambiguity. The complexities...