Impact of manager’s personal prejudices on the financial gain of multinational companies

Management team is the core string in companies to generate a healthy environment and enthuse the workforce to boost productivity. Financial success depends on the impartial approach of managers in project development, promotion of personnel and offering emotional and job security. Adroit managers serve as promoters in the workplace to eliminate obstacles for disadvantaged people.

Managers have to suppress their personal biases when managing diversity in the workplace to enhance production of the company. Prejudice is a negative trait of managers which results in attitudinal favoritism and means to prejudge something or someone on the basis of some characteristics toward specific groups and their affiliates. Such prejudiced attitudes can lead to elusive discrimination.  Managers must be emotionally strong to deal with a range of issues such as personal bias, discrimination, and stereotypes to successfully manage a dissimilar workgroup and create a positive, prolific ambiance for all workforces. Personal biases and stereotyping are negative indicators which crash the fiscal development of multinational companies as personnel of different cultures work together and they require an impartial management team to work on intricate technical projects.

In multinational companies, deliberate discrimination is not common in the workplace but personal biases of managers are observed in which professionals do not have liberty to choose projects, or the overlooking of comments made by women and subgroups at meetings which has considerable impact on the financial graph of a corporation. Discrimination from managers may lose trust among workers.

Closing thoughts:

Personal bias of some managers in organization can lead to misinterpretations, muffled innovation, and possibly damaging group behaviors. It is said that the workplace is breeding podium for a stereotypical attitudes. Managers who have stereotype persona may be an intense threat to the work force and in turn decline the productivity of companies. In an organizational setup, personal biases should be vigorously vetoed to create a soothing work environment and beat the competition in the global market. 

Important note: Above article is based on environmental inputs and expression of the writer. Any resemblance is just a coincidence. Writer is not responsible for any disagreement.

 

Water birth emerge as a soothing baby delivery technique for females

 

Delivering a baby is both exciting and frightening feeling for females. Gynecologists offer myriads of options to expecting mothers for painless delivery. If everything goes normal, doctors espouse latest medical advancement to help pregnant women to opt delivery options keeping good health of mother and baby that encompasses, choose to deliver in the hospital, at a birth center, or at home. In recent medical progression era, many expecting mothers are inclined towards the option of “water birth” to deliver the baby.

Pregnant women are often concern about unbearable pain during delivery and take decision for cesarean delivery which has lifelong precaution. Water birth is medical revolution which is gaining popularity in numerous countries. In Water birth delivery, pregnant women are submerged in a birthing pool to deliver the baby. At this stage, women feel more comfortable as compared to traditional delivery option. This procedure is quite helpful to lessen the pain and anxiety level for women who has started labor pain and very close to deliver the baby. In water birth option for expecting mothers, less medication is required and it is safe. Other noticeable benefits of water birth are less risk of vaginal intervention and natal parents get relaxed due to reduced duration of labor pain. Women has a choice to immerse in lower portion in water during labor pain and come out to give birth a baby outside the pool.

Who is a Good Candidate for Waterbirth?

Gynecologists have authority to decide who is suitable for water birth as an option for delivering the baby. In general, ideal woman for waterbirth procedure must conform to following conditions:

Expecting mothers should be healthy and there should be no complications in growth of unborn baby as well in woman’s health condition.  It must be over 37 weeks gestation and baby’s head is fixed as per physical examination of doctor. Woman can deliver single baby in water birth procedure.

Pressing debate:

Though women are welcoming the water birth procedure for delivery, still it is contentious among medical researchers and health care providers. Antagonists voiced that there are greater risk of neonatal, such as infection, respiratory suffering, tub water aspiration, hyponatriemia, seizures, cord avulsion and mortality. During first stage of labor pain, water immersion may be safe and reduce pain but in advanced stage of labor, there is concern among health care providers to manage pain and smooth delivery.

Water birth may be at Risk: Women may be at risk and baby can catch infection. Other risk factor includes baby’s body temperature could be too high or too low and baby could have seizures or difficulty in breathing.

 

Bottom line:

Waterbirth is emerged as excellent option for delivery under water in a deep birth pool. Women who choose water birth may be less anxious about labor pain and avoid unnecessary medication. Besides positive aspects of water birth, challengers are concerned about infection and breathing problem to baby during water birth. It is well nestled that through water birth techniques, expecting mothers can miraculously escape from severe pain during labor. This method helps females to be mentally stable and welcome baby with full enthusiasm. 

 

Importance of hybrid organizations in cutthroat competitive business

Hybrid organizations are ubiquitously established at global stage. A hybrid organization is illustrated as a market-oriented and has broad-spectrum operation. In the arena of Institutional Economics, the phrase “hybrid organization” is used in reference to hybrids that operate between market and hierarchy. Such organizations unify features of non-profit organizations, for example volunteering, mission orientation and creating social and economic value. Fast paced globalization led to the hybridization process and the advent of hybrid organizations.

Hybrid organizations mainly tackle environmental and social issues while retailing the product and services to gain advantage such as fair trade matters, social entrepreneurship in banking services. Essentially, hybrid organization hold functional and central structures and have similar administration policies. Subsequently, the hybrid organization is considered as a unification of government and a private company.

It is visualized that numerous companies may engrained in hybridity. Hybrid organizations are flourishing in energy industry. For example, universities that offer consultancy sessions on a profitable basis. Another case of hybrid structure is Toyota Motor Corporation. In this organizational framework, the functional and product structure responsibilities are mingled, wherein chief engineers are accountable for product structure job and managers have functional responsibilities.

There are advantages and disadvantages of Hybrid organisations. Key benefit of hybrid organization is intermingling of public responsibilities and marketable activities which can have positive impact on productivity. Hybrid organizations make Alliance of business and local goals and it has functional proficiency, flexibility and suppleness in business functions of all units of organizations.

There are some shortcomings of hybrid organizations such as some conflicts may rise between business and other sectors. In hybrid organizations, there are more expenses of unnecessary administration and lethargic response to business scenario.

In short, Hybrid organization may signify traits of non-financial performance valuation and substitute capitalization. All hybrid organizations produce social and economic value and are linked with motive, responsibility and revenue.

Six sigma - An effective technique for companies to gain competitive advantage

Six Sigma is a systematized tactics for strategic process upgrading and new product and service development that depends on statistical methods and the scientific technique to make vivid reductions in customer defined fault rates. The notion of Six Sigma was evolved in 1986 by Motorola as a set of tools and techniques to enhance the processes. The term six sigma is based on a statistically measure that equates to 3.4 or fewer errors per million opportunities.

Goals of Six Sigma:

The key role of Six Sigma is to augment the performance of manufacturing industry. It was initially established as quality control especially for huge manufacturing companies. The major objective of six sigma was to improve the manufacturing processes along with removing the number of flaws found in them. Afterward, the approach of Six Sigma was extended to various other types of industries regardless of their size around the globe. Six Sigma methodology guarantees that the manufacturing process has minimum imperfections. Six sigma has a set of metrics that can be used to realize project goals and monitor progress. Six sigma is a measurement device to evaluate the level of quality and is based on the Normal distribution.

Six Sigma detects and eradicates the imperfection which results in reducing errors in process of the business and manufacturing to improve the quality of productions. In this procedure, a set of quality management techniques is used to create within the organization for a special infrastructure of the people who can use these methods like experts. An organization follows distinct steps to quantify the targeted value of the project while using each project of Six Sigma. Such as, companies lessen the impact of pollution, reduce time cycle of a process and decrease cost of production to generate profits and satisfy its clienteles.

Functioning of Six Sigma:

 A sigma rating can designate the maturity of a manufacturing process by representing its percentage of imperfection free products created or its yield. Almost 100% products manufactured through Six Sigma process are statistically expected to be errorless even of the level of their defect is equal to 4.5. An objective of Six Sigma was set by Motorola for all of its manufacturing processes and all of its engineering and management practices to take this goal by-word for its accomplishment.

Numerous researchers propose three possible approaches to implement Six Sigma in companies. The first is through a business transformation approach where an organisation undertakes complete change to transform its outmoded method of working in order to recuperate customers or to revive from major losses. The second is the strategic improvement approach limited to one or two critical business needs focusing on major opportunities and flaws. The third is a problem-solving approach which concentrate on tenacious issues.

Traits of Six Sigma:

The key features of Six Sigma to enhance manufacturing industry are as under:

This methodology has main focus on measuring the financial returns of any project, the ardent commitment and support of the managers of an organization about their leadership, and creation of infrastructure of professionals. These features allow the responsibilities and role of every personnel within the team to augment the manufacturing process of the organization.

Majority of the companies have adopted this quality control system for improving their products and services. It is represented that in adopting Six Sigma, they generated huge profit. The triumphant example of six sigma is Volvo car corp. which completed 500 six sigma projects and created net profit of one million SEK. 

Lean Six Sigma:

Lean concept is closely associated with Six Sigma in industry. Lean Six Sigma is an amalgamation of Lean methods and Six Sigma techniques. Lean manufacturing, commonly called as "Lean", is a production practice. Lean Six Sigma enhanced the knowledge, methods and tools stemmed from many decades of operational improvement research and implementation. Lean approaches concentrate on decreasing cost through process optimization. The main dogma of Lean Six Sigma is "the activities that cause the customer's critical-to-quality issues and create the longest time delays in any process offer the greatest opportunity for enhancement in cost, quality, capital, and lead time". This philosophy accentuates the strength of concentrating on customer requirements and shortening lead times. Though Lean and Six Sigma focus on dissimilar improvement goals, the decrease of waste and process variation, an analysis of each method displays that the approaches counterpart each other.

Six sigma has numerous benefits in production companies such as this approach generates sustained success, sets a performance goals for everyone, enhances values for customers, accelerates the rate of improvements, promotes learning and cross pollination and executes strategic change. It has been observed that Six Sigma methods has improved the efficiency of production capability, minimising waste such as reduced need for inspection, removed unusable components and unnecessary movements and decreased time for renovation.

To realise key details, six Sigma is an effective process of quality control in any manufacturing organizations. This technique adopts data, measurements and statistics to recognize process inadequacies and then applies strategic tools to remove imperfections through decreasing process dissimilarity. Companies which espouse the six sigma approaches have reduced waste, generate revenues and improve shareholder value. It can be appraised that six sigma is intricate but flexible technique to maintain and realize business success. 

Leadership is an essential management Capability

Leadership skill is very influencing in a business set up.

Leadership skills are basic and static throughout time, no matter whether business changes. Leadership is a process by which one person influences the thoughts, attitudes, and behaviors of others.

Through leadership skills, professionals get success in today’s environment, such as the ability to energize a group of people to take on an objective and achieve it. It is the talent to take a company forward in terms of scale and scope.

For example, when senior manger is facing crisis time in an organization, he copes up with the situation and in what way he utilizes leader ship skill to come out of jeopardy.

Key Leadership Skills are as under:

-Commitment, resolve and perseverance. It drives every aspect of the organization toward a singular unified purpose.

-Risk-taking: Breaking conventions and developing new products and services to establish marketplace dominance (and possibly even create a unique market).

-Planning: Though a leader typically does not get too involved in the details, he or she must orchestrate a high-level plan that drives everyone toward the unified goal.

-Motivating: An effective leader must be able to encourage contributions from the entire organization, navigating the specific motivators of each individual or group to push the right buttons and inspire employees at every level to achieve not only their personal best but the best for the organization as a whole.

-Communication skills that rely on active listening: Leadership communication skills incite others to work toward the stated goal in line with the path the leader has chosen.

-Possessing or obtaining the skills required to successfully achieve business goals: Bringing a unique knowledge set to the table or acquiring it personally or through employees and other subordinates

Managers can guide, have empathy and trust on their team members because at crisis period, whole organization needs proper direction and security to tackle serious hazards, so it is responsibility of top managers to show their juniors a path to handle the situation smoothly through effective leadership. Leadership comes in diverse -forms, in different openings.

Managers can learn a lot of the skills that help them to today -skills such as team building, consensus management, and marketing. Most important, they can understand how to take a discouraged organization and stimulate its people to create a turnaround.

Disruptive innovation is means for business growth of companies

Innovation of any kind is highly supportive and advantageous for business growth of any corporation. Today companies are making revolutionary changes in their business operations and hiring experts who can innovate products to capture global market. Among many innovative techniques, disruptive innovation has special significance.

The phrase disruptive innovation has special meaning in literature. Disruptive innovation denotes to the processes of replacing older technologies with technologies that alter the sequence of development. Disruptive innovation was devised by Clayton M. Christensen (1997), who recognized them as novel technologies that transform the previous course of enterprises’ development.

Disruptive innovation model

Disruptive innovation initially attract customers and require certain value chain  of activities and ways of competing that are only different but which also conflict with existing way of competing. Many researchers and business experts inferred that leading western firms are not willing to introduce disruptive innovation in their market. Because such innovation do not appeal to consumers.

Several business intellectuals squabble that disruptive innovation are rarely seen as opportunities by giant companies. Instead these innovations are observed as major threat because they create new market conditions that cannibalize existing products and undermine the established company’s prevailing competence. Challengers of these thoughts voiced that disruptive innovations emerge as golden opportunities in marketplace. In the view of some experts, disruptive innovations may result in altering business scenario of firms. But they do not often rely on technological revolutions. Actually, many times the technology is quite insignificant. It is the business model, the way a company organizes and acts that drives disruption.

In nutshell, disruptive innovation is a process by which a product or service takes root in simple applications at the bottom of a market and then relentlessly moves up market, ultimately shifting established rivals. It is the starter of novel technologies, products or services that surprisingly shift a conventional technology, product or service.

Benefits of Reverse innovation

Innovation is understood as the successful commercialization of unique ideas, including products, services, processes and business models. It is a critical element of economic progress of any country. A reverse innovation is unfamiliar but dominant concept that entails any innovation espoused first in the developing countries. Reverse Innovation basically denotes to any modernisation that is first hosted in the developing countries like India which later implemented in industrialized marketplace. Reverse Innovation is also called as Trickle-up Innovation. Reverse innovation will transform just about every industry, including energy, health­care, transportation, housing, and consumer products.

Reverse Innovation is effective strategy of innovating in incipient markets and then distributing/marketing these innovations in advanced markets. Many companies are engrossed in innovating products such as China and India and then dispensing them internationally. Factually, reverse innovation has been a sporadic phenomenon.

Global companies must recognize that to grab emerging markets, they must revolutionize, not simply export. And, they must successively be prepared to wander those innovations from the developing world to the affluent world.

Scope of Reverse Innovation:

 Multinational companies must have to transform their business process on strategy and innovation. Since long time, multinational companies are more involved in innovation on the needs of industrialized countries and then exported products to different locations of globe. Presently, they must revolutionise to solve the glitches of the developing world and then bring the innovations home.

Major grounds which propel reverse innovation:

1. Income gap between emerging markets and matured markets: The primary driver of reverse innovation is the income gap that exists between developing markets and the industrialized countries. In the developing countries, per-capita income is low. Conditions are suitable for innovations that offer quality products and services at low cost.

2. Infrastructure gap: Main infrastructure such as energy, transportation, telecom in developing countries are still to develop.

3. Sustainability Gap: Around the globe, as the economy cultivates, the battles between economic vitality and environmental sustainability are likely to become more severe. The pressures will not rise consistently. In many cases, the intensity of sustainability issues are at peak in the developing world.

Developing countries such as India with their snowballing disposable incomes, and the largest and ever rolling middle class with higher than before spending capacitates, is now a very profitable and powerful target market for numerous giant international companies to venture into and capitalize on or to establish a stronger hold. Though the middle class in India today can afford to spend an extra buck for their added requirements and interests, they continually explore products developed in the western economies out of reach, highly priced or high-priced.

An active example of reverse innovation is Tata Motors who innovated Tata Nano. While companies like Ford establish its international automobile podium in India and supplied to the niche best segments in India, Tata launched the Tata Nano in 2009 at low cost so that middle class consumer can afford it. Tata planned to launch Tata Nano in Europe and U.S. afterwards.

Another example is Nestle’s Maggi brand which offered at reasonable cost, low-fat dried noodles developed for rural India and Pakistan then found a market in Australia and New Zealand as a healthy alternative.

Merits of Reverse Innovation for India:

Principally Reverse Innovation may lead to prosperity in industrialization. Today many Multinationals embrace and opt to produce and/or invent new products in India for local as well as western markets, the Indian economy is observed as an increase in FDIs and also the Original Multinationals would automatically rise their investments to build advanced R&D facilities that would motivate progressive innovation and engineering. As a result, the engineers may get good job opportunities, and the consumer market would be lucrative from better products developed to furnish their requirements of customers at low prices.

Reverse Innovation also lead to the complete development of the entire eco-system including of Tier I and II suppliers, technology vendors, educational institutions which support, strengthen and facilitate this unparalleled growth through synchronised engineering, providing smart and agile engineering and production solutions to complex challenges, and development of resources.

Reverse innovation may bring the countries and global markets closer by vanishing the global borders to make “one world, one market” phenomenon.

Reverse innovation may offer better products for customers and various options at low cost.

It is predicted that reverse Innovation would certainly transform, and revolutionize industry standards, market imperatives, and global expansion and success strategy viewpoints for the Multinationals who continually require to keep exploring various distinctive ways.

Demerits of reverse innovation:

-      Per-capita incomes are small in the developing countries and conditions are ripe for innovations that offer decent quality at an ultralow price that is, 50% solution at a 5% price

-      Most of the infrastructure (energy, transportation, telecom in the developing world is not favourable for innovation as it is still at developing stage.

-      Many developing countries are challenged with environmental restraints in their path of financial development as compared to affluent nations.

Business phenomenon of reverse innovation: 

Reverse innovation lies in a reversal of the traditional process by which new products are developed and approved in the Western countries and later exported to developing economies.

To bind up all filaments, it is well clinched that Reverse innovation is a prospect of sustain progress for countries and companies. It requires flexibility and the ability to fulfil the consumer needs. It is vital inventiveness for the developed world. In final words, Reverse Innovation would positively transform the market place and consumer may get huge benefit from this rare strategy.

Effective human resource strategy is a synonym of success

Any organization can progress and retain superior status in international market through formulating effective human resource planning. Human Resource Management is a comparatively novel slant to manage personnel in organizational setup to effectively compete in market. Employees are esteemed asset of and resource in this approach. It is concerned with the people aspect in management of an organisation. Since an organisation is cluster of personnel, their attainment, polishing of skills, inspiration for higher levels of accomplishments, are important activities in the domain of HRM. Abundant of literature denotes that human resource management practices contribute to prolifically attracting, developing, motivating, and maintaining a high-performing workforce that result in organizational success.

The process of Human Resource Management comprises of four key activities that include acquisition, development, motivation, and maintenance of human resources.

The prime motive of human resource management is to contribute to the realisation of the organisational goals. Objectives of human resource management can be briefed as under:

-To safeguard effective utilisation of human resources, all other organisational resources will be resourcefully utilised by the human resources.

-To begin and maintain an passable organisational structure of relationship among all the members of an organisation by dividing of organisation tasks into functions, positions and jobs, and by defining clearly the responsibility, accountability, authority for each job and its relation with other jobs in the organisation.

-To create maximum development of human resources within the organisation by offering prospects for advancement to employees through training and education.

-To guarantee respect for human beings by providing various services and welfare facilities to the employees.

-To guarantee understanding of individual/group goals with those of the organisation in such a manner that the employees feel a sense of promise and faithfulness towards it.

-To recognise and satisfy the needs of individuals by providing various financial and non-monetary rewards.

Human resource management assumes the following activities to accomplish organizational objectives:

1. Human Resource Planning, such as determining the number and types of employees necessary for different positions in the organisation.

2. Recruitment, selection and placement of employees.

3. Training and development of employees for their efficient performance and development.

4. Assessment of performance of employees and taking corrective steps such as transfer from one job to another.

5. Inspiration of workers by providing financial spurs and possibilities of promotion.

6. Compensation of employees. The employees must be given appropriate salaries and fringe benefits to live peaceful life and to encourage them to display good performance.

7. Social security and welfare of personnel.

In the human resource management progression, there is a growing emphasis on the individual requirements of the organization and its members. The ability of its human resource management staff determines how effectual contribution of employees to organizational goal. The calming organizational environment is created in which each employee can develop his inner endowment. It has been perceived that different employee behaviours are necessary to execute different strategies. It emphasizes the need of human resource policies systematically linked with organizational strategies.

The role of human resource strategy is powerful in an organization to manage its resources. These strategies support in making plans, developments and programs for change. Major goal of human resource strategy is the development of capability within the organization to give the business a competitive advantage.

Management scholars have stressed that human resource strategy is an outcome, a process or action, a mechanism to attain a preferred objective. Organizations focus on configuration of the Human Resource system with the strategic goals and objectives of the firm to achieve outstanding objectives. Academicians believe the strength and limitation of the organization's human resource strategy can considerably effect on the practicality of its strategic choices. Employees in organizations can contribute a lot to subsist in the competitive market and enhance organizational performance.

Human resource policies assistance managers to safeguard that people management is in line with corporate values. Certainly, human resource policy is valuable in umpiring the extent to which the consistency between the declared philosophy in people management at the strategic level and the day-to-day management of human resources in terms of decisions and activities at operational level is sustained.

Human resource management decisions are made steadily. Managing employees is about decision-making and implementation of human resource intents in the whole spectrum of the terms and conditions of employment Human resource policies offer a reference and guidance for evading inconsistent decision making by substantive managers or those who make decisions in similar matters and thus affecting different employees over time. This builds confidence and trust between managers and staff.

Human resource policies enable decentralisation, delegation and local empowerment. Staffing decision making can be delegated to lower levels of management without the risk of the wrong decisions being taken because the policy will provide guidance on how certain issues or problems on staffing should be handled. The human resource policy document becomes the source of power and authority for those entrusted with the execution of duties affecting employee’s work and wellbeing.

Formulating human resource policies:

In an idyllic situation, it is strappingly suggested that an organisation formulates human resource policies that will shield all human resource management functions. These include:

-recruitment, selection, performance management, training and development, pay, promotion, and redundancies.

-Emphasis is on the creating of policies in all types of organisations in developed countries. The formulation of policies cover aspects of human resource management functions or just a selection of a few areas like training and development depends on a number of factors, including lack of top management’s appreciation of the need for policies and resource constraints such as technical expertise and finance.

-The formulation of human resource policies requires detailed preparation and commitment to provide the necessary motivation for the preparation of the policy document, its implementation and continuous review.

The goal of all firms is to entice adroit employees and match them to jobs for which they are best suited. Human resources employees deal with these tasks, but, increasingly, they also discuss with senior executives regarding strategic planning. There are numerous human resources, training, and labour relations managers and specialists. In a small organization, a human resources generalist may tackle all aspects of human resources work, and thus require a wide range of knowledge. In leading company, the director of human resources may control several departments, each headed by an experienced manager who most likely specializes in one human resources activity, such as employment and placement; compensation, and benefits; training and development; or labour relations. Within a given human resource strategy, the HR functions may be mutually dependent. HRM assists to manage employee’s competence that means recognizing their current competencies as well as the competencies the organization requires. Professional skills and aptitudes, as well as personal skills, can all be tracked and evaluated. These factors affect the performance of an organization through recruiting and hiring employees, orienting and training them. When organizations are aligned with HRM strategies, they get huge support to formulate corporate strategy.

The configuration model proposes that best HRM merges both vertical integration between HR and business strategy, and horizontal integration between individual HR guidelines. Contingency theorists highlight the monetary attraction of aligning HR strategy to the organization’s strategies. Organizational philosophers recommended that there is a need to manage employees in the organization in different ways depending on the period of growth of the organization, the structure of the firm and flexibility. According to business theorists, HR strategy relies on business strategy while change management theorists squabble that the degree of change in the organization determines the HR strategy.

Human resource strategy is established on the basis of difference in organizational form such as size, structure and age, competitive pressures on management and the constancy of labour markets.

In briefing the dialog of human resource strategies, it is appraised that HRM practices greatly impact particular individual abilities through the achievement and development of human capital.  HRM can support organization in assessing employee’s competencies through various activities. Useful recruitment and selection practices of HRM can provide the organization with well-trained applicants. Training and development opportunities contribute to rising human capital. HRM practices can also influence levels of enthusiasm by the use of performance judgments, pay-for-performance incentives, and internal promotions systems based on merit. HRM practices can also focus on the design of work so that highly motivated and skilled employees can use their talent. The practice of human resource management must be observed through the prism of overall strategic goals for the organization instead of a separate shade that takes a unit based or a micro approach.

Impact of flexible working hours on employee performance

Employees are the asset of any company and help to thrive business in global platform. Therefore, employee satisfaction, talent retention and their management are prime responsibilities of firms to stay competitive in marketplace.

Flexible working is recognized as a successful factor to accomplish a better work-life balance. Huge number of employees conveyed that flexible working help them in lessening and managing stress levels. There is strong correlation between the flexible working and performance benefits. In flexible working environment, employees give their best and it enhances productivity of organization.

There are numerous ways by which employees can do work in flexibly such as part time working, term time working, job-shares, home-working, compressed hours and flexitime.

There are many benefits of flexible working hours:

The advantages of flexible working hours to businesses include being able to hold onto valuable staff, retain great talent pool, decrease absenteeism, increasing commitment from employees and improving output.  A business might also be able to extend opening hours due to the wider availability of the workforce.

Flexible working ease employees to make good work life balance so that they have more time to spend with their families or undertake hobbies. With employer permission, they can travel to work in odd hours to avoid rush hour traffic. This helps in arriving to work more refreshed.  For those employees who are allowed to work at home all or part of the week, there are the benefits of reduced fuel and motor maintenance costs.

Besides benefits, there are some drawbacks also.

If employees are working in flexible hours in office without a supervisor, they may face some work obstacles as they may be unable to take the initiative or need direction with their duties.  Employees who are not personally inspired may struggle to complete task. It may directly impact on output of organization. Another disadvantage is that there is not effective communication and team working which may adversely effect on performance of employee as well as production of company.

It is well recognized that flexible work arrangements may have positive results. It reduces stress because employees working flexibly are more satisfied with their jobs, more satisfied with their lives, and experience better work-family balance. They are highly promised and do not easily get motivated to switch into new job and they enjoy working with their company. 

Employee management at work

Employee management in fluctuating business climate is a complicated phenomenon. Since last many decades, there is a fast growth in the workforce which has created new developments to deal with employee relations. It poses great challenges to management team in organization. In global business environment, management has to tackle numerous employment issues and preserve talented employees to meet the giant targets of company.

Hitherto, management role was restricted to maintain relationship between a boss and followers who worked on given instructions of management without objections. Currently, the concept of management has been changed because of constant changes around the world and in the business environment. Therefore, it is a challenging task to manage employer-employee relations. To cope up these challenges in external business environment, human resource managers need to enhance skills such as active listening, flexibility and make changes in decision-making process. This professional expertise enables the management team to resolve difficult issues that may occur within their workforce.

Presently, business environment is transforming due to varying needs of consumer advanced production processes, and hi-tech revolution in scientific field. These changes exert pressure on organizations to develop strategic business practices to facilitate change to adjust to the global business. Therefore, it is vital for organization to acclimatize the process of change in competitive environment through proposing effectual technique for implementation.

Numerous studies have signified that today issues related to personnel put great impact on organization than earlier business environment. Companies are more involved in developing innovative strategies to entice and retain brilliant employees that represent fundamental shifts in employer and employee relationship. In modern business atmosphere, people are less committed to their firms. On the other hand, employers do not guarantee stability and long-term job security. The traditional concept of employee faithfulness is not working.

To wrap up, employee management is an intricate process that corporations use to successfully manage all exchanges with personnel, to attain goals. To effectively manage employees, the human resources department has immense role through providing good training and coaching managers and executives to nurture relationships with employees.

Impressive farewell speech by leaver of company

Corporate professionals, government officers and personnel have to float farewell speech when they depart from company or getting transfer. It is an emotional scenario in corporation from leaver as well as existing employees. On this   emotive occasion, it is highly important to share some good experience with company and colleagues and deliver stunning speech.

To facilitate professionals or employees leaving from company due to myriads of reasons, significant tips and draft of speech is mentioned below.

-      Delivery advices is that leaver must make pauses in his/her speech. It will have good impact on masses. It is again advised to leaver that speak gently and use the spaces between sentences in the scenario of pin drop silence.

-      Good bye speech must be stuffed with poignant words. Such as it is hard to express my sadness to depart from you. When I joined a year or years back, we all are well connected with each other, shared professional work and helped in project completion.

-      Leavers can speak words expressively like although we are departing by time and distance in the temporary, but this will not diminish the role you all played in my life.

-      In final goodbye, leavers can say, “I will miss you all and remember you all warmly.”

Professionals can follow below draft:

“Good evening to all,

Thank you for this delightful farewell that has been arranged for me. It is really touching that I am leaving. This place is highly important for me as I learned a lot from my seniors and shared technical knack with my colleagues which excelled my prowess.

I hearty want to thank this office, but particularly my mentor (Name) for giving me the space to polish my technical knowledge, equipped me to take major project decisions, learning from my mistakes and enhanced my personality which developed self-confidence.

Lastly, as I am going to other location of company with anticipated challenging opportunities, I can only speak that I would never have been apt to do this if I had not got my first chance in this office. I will always appreciate everything for great support given to me.

Thank you everyone”

This draft can be amended as per the experience and abilities honed by leaver. Farewell should be in normal tone, concise and comes from inner heart. Such dialogues only can leave magnificent impression on the people gathered to honour leaver on the occasion of farewell.