Sy bms ch 2 motivation and leadership

SY BMSCH.2MOTIVATION AND LEADERSHIP

1) East v/s west, motivating workers (Indian)

2) The Indian scene- basic differences.

3) Work life balance—concept, generation difference and tips on work-life balance.

BY: DR. RENU JAIN

CH .2 EAST V/S WEST AND WORK LIFE BALANCE

EAST V/S WESTPeople with different cultural backgrounds behave differently at the workplace. For eg: in eastern culture not take appointment to meet superior. In western requires prior appointment.

Neither is better nor worse than the other. But, if truth be told, variations do exist even though in unpredictable proportions.

It’s the way of looking at life that by and large differs. It has been assumed that Asia, including Middle East, depicts the Eastern world while Europe and North America form the western world.“ Culture is more often a source of conflict than of synergy.”

DIFFERENCES BETWEEN THE EAST AND WEST

EASTERN1. People cannot change.The org. Should emphasise selection

rather training. Select the right person for the job and donot expect him to change.

2. Relationship dominate over individualistic concerns.CEO relative get job

3. Employees work hard as needed for their survival.

4. Executive should hold important meetings in an open area, not aware of interruptions.

5. The company intends to perform in the future as it has done in the past.

6. Leader assume supreme status. A technically greater man is often elevated to god-like status irrespective of his worth.

7. Eastern culture are family centric. Couples –need to pass through family approvals as something personal and important as marriage. That is why marriages are still very much pertinent.

WESTERN1. People can change. Training is importance because it gives

an opportunity to learn on the job.

2. People are individualistic. People should be hired on merit basis.

3. Work hard to achieve goals.

4. Executives hold meeting in closed doors. No interruptions.

5. Policy statements refer to long term goals. While keeping in focus this years- quarterly reports, innovation and flexibility to meet a dynamic and changing future are emphasised.

6. Concept of equality is taken more seriously and leader is just one among the rest.

7. Self is given preference over family hence decisions on individual basis---major difference.

East v/s west8. While holidays are awaited, depends very

much on the work place approvals, nature of the individuals and mindset of the society. Slogging and labouring mindset pertinent in the east

9. The vital decisions o one’s life are often forced on an individual by the family or community in the east.

10.No individual can be truly independent in the east where the bond with the family precedes anything related to the self.

11. Women are still regarded as those who sacrifice professional life and career in favour of taking care of the family. Although fought for but not granted.

12. The concept of us is very strong. The family is interdependent ( strong concerns and responsibilities for sibling)

8. Takes time out for travelling as an indispensable part of their lives. In vacation they used to go out .

9. Individual is given more worth. Not forced by the family or community .

10. The idea of independence in its true context exists only in the western culture. children moving out of the parent’s house after a certain age.

11. Female is free to decide her priorities and about her life.

12. Focuses more on individualism.

EAST V/S WEST13. Cyclic development. Thus improvement

has no limits and is an ultimate goal.14. Not transparent in their thoughts.

15. Eastern attend more broadly- to the overall surroundings and to the relations between the object and the field.

16. More scared of loosing their jobs. Sense of community is more important, they put great emphasis on human relationship.

17. Doing more work if required. One must do more than one’s job description requires one to do.

13. Linear development, thus improvement has a goal. Development stops when the goal is reached.

14. People are More transparent, open, more outgoing in nature and in their attitude.

15. Westerners pay attention to the focal object.

16. More safety towards their work. People have their own responsibilities for their specific works. Non interfering in the work of others.

17. More task specific. Management is better than east.

MOTIVATING INDIAN WORKERSINDIAN APPROACH TO MOTIVATIONIn today’s global market, managers often work with culturally diverse teams. Quickly fails when they try to apply western management practices in a eastern team and vice-versa.India has diverse workforce, and the approach you use will depend on where/which area your team based, and the type of industry they work in. Eg: rural and mnc worker. All employees want good salary, recognition, more than money and an occasional thank-you. It requires a strategy tailored to each worker’s needs.MOTIVATIONAL TECHNIQUES:1. ASK WHAT THEY WANT OUT OF WORK: HR manager or boss is interested in a worker’s goals-- will

make many employees feel better about their jobs. Are they comfortable or feel good about project they have been assigned.

2. CONSIDER EACH EMPLOYEE’S AGE AND LIFE STAGE: Workers nearing the end of their careers are less focused on the next promotion than those who are just started their career. Younger workers can not wait patiently in a job they donot find interesting.

3. MATCH MOTIVATORS TO THE COMPANY OR DEPARTMENT CULTURE: sales professionals tend to use money as a way to measure how well they are doing. Engineers are more work oriented.

4. PINPOINT EACH EMPLOYEE’S PERSONALITY: Some people love public praise, some only thank- you. Make sure if you are planning a ceremony to give award or recognition.

5. USE FLEXIBILITY WISELY: Allowing employees to telecommute some of the time or to set their own office hours can have big benefits. It makes employees’ lives more manageable and it shows them that they are trusted.

6. PUT MONEY IN ITS PLACE: An employee who demands a raise and get but might really be unhappy because his suggestions are being ignored. People just do not want to feel like their employer is taking advantage of them. Motivation to work hard rarely comes solely from money.

7. DO NOT RELY ON STOCK OPTIONS: If money is an unreliable motivator, stock options(holding share of a comp) are even less likely to motivate most workers. People tend to look at the whole cash package.

8. OFFER HELP WITH CAREER GOALS: When you ask workers what kind of work they enjoy, also find out about what they are hoping to do in the future. Giving workers opportunities to build the skills and make the connections they need to get ahead in their careers will build loyalty and motivation.9. HELP EMPLOYEES LEARN: The ability to gather new knowledge on the job. Organized classes seminars , tuition-reimbursement programs. It is important to listen what skills a worker is interested in acquiring, then giving the person a chance to work on a project that will develop those skills.10. RECOGNIZE THAT MOTIVATION IS NOT ALWAYS THE ANSWER: If an employee would really rather be doing something else, It may be best to encourage these type of people to pursue something new.

THE INDIAN SCENE-BASIC DIFERENCES1. Religion: to avoid misunderstanding, it’s best to learn about religious

requirement and practices-customs.2. Religious holidays: help you to avoid planning mistake. Aware of

National, regional holiday international holidays.3. Caste system: it could influence your team members, imp. To aware

of it.4. Managing people: In India- task oriented in western- pay, flexible hours5. hierarchy: respect their managers.6. Employees first .7. Let the team think for solution of problem.8. Recognize family commitment9. Learn Indian values and cultural norms.10. Ask for feedback-survey-feeling of care.

Work life balanceIt is a concept that supports the efforts of employees to split their time and energy between work and other imp. Aspects of their lives.Time for family, friends, community participation, personal growth, spiritually, self care.DEFINITION—” HUDSON- defines work life balance as a satisfactory level of involvement or a “fit” among multiple roles in a person’s lie. conflict due to career ambition, pressure in work place and demands from the family.

# Job affect and create stress in personal life.----affect personal health both physiologically and psychologically.# balance will help them achieve personal goals, professional goals and organisation goals smoothly.

For employers- absenteeism, less productivity, more time on counselling , motivation, conflict management

HOW TO MANAGE/MEASURES FOR WORK LIFE BALANCE

BY EMPLOYEES:1) Adopt time management2) Work sharing, flexi timing, job rotation,

delegation3) For de- stressing – engage in creative hobbies4) Understand stress management tools5) Remain healthy6) Information and help by upper management

BY EMPLOYERS:1) Clarify business priorities and tell them to

clear about personal priorities.2) Providing them with support and resources3) Flexi hours,job sharing, part time , shift work4) Counselling and guidance against conflict5) Training and education on stress, time,

parenting, retirement planning6) Child care centres

GENE RATION-DIFF ERENC E4 distinct ge neratio n in the work place. Each h ave different v alues a nd pe rception reg arding work life balanc e:

TRADITIONALISTS(1922-1943)

• Conservative, dedicated, strong work ethic, respect authority, loyalty

• Utilize their vast experience and knowledge and give flexible hours.

• BABY BOOMERS (1943-1964)

• Workaholic,effecient, desire quality,team player,driven to succeed title recognition, sandwich gen.

• Needed, valued, giveTime off for overtime and flexible scheduling is great incentive for this group.

GENERATION X(1964-1980) Working mother,

independant, entrepreneurial and technologically savvy,want structure and direction

Value work life balance,adaptable,life long learners and provide opportunities for growth and development and give them balance.

GENERATION Y (1980-2002)• Collaborative, enthusiastic and

optimistic, self-confidence, valuing honesty and integrity, digital gen.,change job every 2-4 years

• Meaningful work , creative people, successful career .

They are active in their family decisions and expect to have their contribution valued in org.

If not satisfied--change

SOME MORE TIPS:UNPLUG YOUR GADGETSEXERCISE AND MEDITATECHANGE THE STRUCTURE OF YOUR LIFESTART SMALL, BUILD FROM THEREHAVE STRUCTURE IN PLACETAKE HOLIDAYS AND LONG WEEKENDSREWARD YOURSELFLOVE YOUR JOB.