As a result Indian companies like Wipro, Infosys increased their base level salaries. During this phase, Indian economy was transforming towards an era of information and knowledge. This can be seen from the fact that contribution of services towards the economy’s GDP was higher than 18% in 2001 as against in 1980. No other industry had done better standing against global competition. The annual exports had always been over 50% over a decade.
Objectives And Issues Studio 12 has set some achievable objectives for its first year and second year outlook with an established business; based on 14 years of experience and steady growth. First-Year Objectives As an established organization Studio 12 aims to increase its customer base by 20 - 30 percent during the initial year. With a moderate increase occurring weekly and with the addition of 2 more full time employees. This is a very achievable first year goal. This will also allow profits to climb depending on the services rendered to the customer with an average price of $30 to approximately $200 per customer.
Firms may have the objective of profit maximization; it would be hard to find an employee who shared the same objective as the firm all the time. There is clear conflict between the goals. This inefficiency means motivation has a big part to play and solve the problem. However, the extent to which managers can change employee’s motivation is debatable since it can be said that it is human nature to be selfish and ‘impossible’ to be altruistic especially to an organization. Thus, it is crucial to assess different mechanisms (incentives and corporate in particular) which may help improve motivation with perspectives from economists, sociologists and psychologists.
Recognizing and avoiding your own excessive defensiveness is not easy if you have developed a pattern of protecting a fragile self esteem in this way. However, you will not keep up with the demand in today's competitive market to learn faster if you do not confront this issue for yourself. Assertiveness - you may think you are assertive just because you rant and rave at times. Maybe you often give in to others, kidding yourself that you are just being reasonable. So how can you say "no" to your boss or others without incurring their wrath?
Human Resources have been believed to be a cost to the organization that needs to be minimized and controlled. However, in recent years, the connection of human capital to financial performance has been well recognized. Many organizations battle not only the tough competition, but also a world financial crisis. An increasingly competitive environment, many companies turn to human resources (HR) in order to stay in business and achieve goals, and maintain profitability. “Resources are invaluable and limited sources of any organizations which cannot be easily replaced” (Zohreh, M; Napsiah, I; Zulkiflle, L; Norzima, Z., 2013).
When there is an information discrepancy between employees and employers, it’s up to management to find the root of the issue and fix it, not to have the issue arise again or become a larger conflict. This will include training for managers, not always firing the employee but trying to figure out how did the issue come up, and how to avoid it in the future. When management don’t fully recognize the impact overloading have on fostering a hostile
In order to fully change an individual’s style of thinking and working, we must understand the theory and techniques in order to break down the barrier of resistance. REASONS FOR RESISTANCE There are several reasons for resistance to change from employees These reasons include fear of the unknown, threatening job security, bad timing, lack of resources, no personal gain, and fear of incompetence. Individuals that are resistant to change fear the unknown when they do not know how it will affect their lives and the changes it will bring. The perceived threat to job security is a factor that will cause resistance. People who think that the change may cause them to lose their job will oppose it.
Individuals when faced with any major change will be inevitably resistant and will want to preserve the status quo, especially if they think their status or security within the organization is in danger (Bolognese, 2010). Folger and Skarlicki believe that organizational change produces skepticism in employees which make it problematic and possibly even impossible to contrive improvements within the organization (as cited in Bolognese, 2010) Therefore, management must understand, accept and make an effort to work with resistance, since it can undermine even the most well-conceived change efforts (Bolognese, 2010). Furthermore, Coetsee states for organizations to achieve the maximum benefits from change they must effectively create and maintain a climate and culture that does not support resistance and rewards acceptance and support ( as cited in Bolognese, 2010). Therefore, it is important to understand what resistance is and how to reduce the affects from resistance. Bolognese (2010) looked at several examples of different definitions for resistance and one example by Alvin Zander explained resistance as behaviors that are intended to protect an individual from the negative effects of change which could be either real or imagined.
Employees use these mechanisms by not providing response on their assigned task and ignore the leader. (Moshavi, Brown & Dodd, 2003) It is a different approach to explain a situation to the employees. It is very important to a success leader; sometimes the employee may not perform well, so instead of telling that you are not doing well at your project, the leader can explain the findings and how to improve in future. The leader needs to make sure that the employee does not get frustrated and not do well in future. It is always better to motivate instead of discourage an employee.
They are afraid that the additional works will come with the empowerment, also they don’t want to take the additional pressure due to the added responsibility. Even more, they are afraid of being responsible for decision making, because empowerment will easily reveal their mistakes on decisions. They don 't want to expose themselves under all attentions so as to protect the current position from accusation if something goes wrong (McIntire, 2014). That is why in some particular circumstances, a part of employees are still willing to be motivated by financial incentive or tangible