By : Jaime H. Menor Jr.
February 17-18, 2010 (SBMA MINI-OLYMPICS)- A healthy work environment can be defined in a number of different ways, The SBMA admin has looks in a new ways in which it can make the workplace healthier for staff and managers. "We spend a lot of our life in the work place, One of the things that we know we need to focus on if we really want people to excel at their chosen career, is the relationships in the workplace - whether they feel recognized, or whether they have control over their work - all the things that feed into a healthy workplace."
I had read in many management books that the most satisfied employees are those who are challenged but not overwhelmed by their work, and its’ good to know that our admin knows how to help its worker strike that balance the relationships between worker and supervisor are a definite key to a healthy workplace. This initiative, which aims to help employees their sporting commitments with a working career, is something viewed as a key for “The work & career performance life balance”
Having a Workplace Olympics, as I see it, is to show that all workers can work, play and compete together. Even as competitive as some of the athletes are, for the most part you see an attitude of fellowship among them.
What if these very same attitude permeated at our workplace? Or in your workplace?
What if all workers came to work determined to help each other succeed? To celebrate each other’s successes? To look for how ideas could work instead of determined to show why they can’t?
Let’s all take that Olympian attitude “about your work and workplace today, It’s about winning together.”
Thursday, February 18, 2010
Friday, August 7, 2009
World Best Resignation Letter Analyse
The validity of this letter is still unconfirmed weather it is real or not, this letter was presented to me by my professor during my Masters study at Mondriaan Aura College-Subic for me to analyze.
Actual letter of resignation from an employee at Fortex Computers, USA, to her boss, who apparently resigned very soon afterwards!
Dear Mr. Baker,
As a graduate of an institution of higher education, I have a few very basic expectations. Chief among these is that my direct superiors have an intellect that ranges above the common ground squirrel. After your consistent and annoying harassment of my coworkers and me during the commission of our duties, I can only surmise that you are one of the few true genetic wastes of our time. read it more at>>> http://bestissue.yolasite.com/best-resignation-letter.php
Analysis and Reaction to “The Best Resignation Letter”
This letter was brought by a very disgruntled employee with a purpose of striking back. Nevertheless his mind was full of revenge which drove him to do something extraordinary an unnatural act that twists his soul into something evil. His basic personality has been altered and we knew that a person with vengeful mind will never cease to be satisfied his desire until he finish or do his agenda. In lay mans term this is a case of a revenged rather than a faithful rendering of an actual letter of resignation. As to why the document has proved as useful as it has for the sender, It because the desire of retribution runs deeply on him. Most of us who have wronged felt the urge to strike a counter-blow, or at least to tell a wrong-doer exactly what we think of him. Most of us indulge in this pursuit because we've deemed the cost of getting even, to justify the transients benefits gained. Such acts give us the chance to experience the joys of fruitful retribution. Unfortunately for the company and its director or even on human resources department, the employee as a computer savvy, got his revenge in a very creative "21st century" way.
I was ask, If I am the manager of this disgruntled employee. What shall I do? I simply answered "I would opt to accept his resignation immediately telling him that the letter main purpose is to black mail me. As a manager, I knew at least and can comprehend how computers being run and being manipulated. I could simply say and react that all evidence he has was into is a fabrication of his foolish mind, just for him to get even, especially the issue about my privilege access on internet. About the nude picture that he has on the camera I borrowed obviously, it was a personal matter".
Conversely, if I am the disgruntled employee and all those written in the letter is true, I might think that it was just the right thing to do, pass this resignation letter, I might assume that the management has purportedly use the Dilbert Principle that they practically promote my manager systematically even they know he is the least-competent employees, enabling them to limit the amount of damage he is capable of doing. As the saying goes "leadership is nature's way of removing morons from the productive flow".
Actual letter of resignation from an employee at Fortex Computers, USA, to her boss, who apparently resigned very soon afterwards!
Dear Mr. Baker,
As a graduate of an institution of higher education, I have a few very basic expectations. Chief among these is that my direct superiors have an intellect that ranges above the common ground squirrel. After your consistent and annoying harassment of my coworkers and me during the commission of our duties, I can only surmise that you are one of the few true genetic wastes of our time. read it more at>>> http://bestissue.yolasite.com/best-resignation-letter.php
Analysis and Reaction to “The Best Resignation Letter”
This letter was brought by a very disgruntled employee with a purpose of striking back. Nevertheless his mind was full of revenge which drove him to do something extraordinary an unnatural act that twists his soul into something evil. His basic personality has been altered and we knew that a person with vengeful mind will never cease to be satisfied his desire until he finish or do his agenda. In lay mans term this is a case of a revenged rather than a faithful rendering of an actual letter of resignation. As to why the document has proved as useful as it has for the sender, It because the desire of retribution runs deeply on him. Most of us who have wronged felt the urge to strike a counter-blow, or at least to tell a wrong-doer exactly what we think of him. Most of us indulge in this pursuit because we've deemed the cost of getting even, to justify the transients benefits gained. Such acts give us the chance to experience the joys of fruitful retribution. Unfortunately for the company and its director or even on human resources department, the employee as a computer savvy, got his revenge in a very creative "21st century" way.
I was ask, If I am the manager of this disgruntled employee. What shall I do? I simply answered "I would opt to accept his resignation immediately telling him that the letter main purpose is to black mail me. As a manager, I knew at least and can comprehend how computers being run and being manipulated. I could simply say and react that all evidence he has was into is a fabrication of his foolish mind, just for him to get even, especially the issue about my privilege access on internet. About the nude picture that he has on the camera I borrowed obviously, it was a personal matter".
Conversely, if I am the disgruntled employee and all those written in the letter is true, I might think that it was just the right thing to do, pass this resignation letter, I might assume that the management has purportedly use the Dilbert Principle that they practically promote my manager systematically even they know he is the least-competent employees, enabling them to limit the amount of damage he is capable of doing. As the saying goes "leadership is nature's way of removing morons from the productive flow".
Thursday, August 6, 2009
Effective Employee Recognition
Effective Employee Recognition
Prioritizing employee recognitions is one of the first step HR practitioners’ must do, to ensure a positive, productive, innovative organizational climate.
By providing a simple gesture to an employee like saying “thank you” and encouraging him/her with an actions and made them think that you believe in her/his skills and ability will make your organization successful.
The best way to recognize an employee for job well done can be one of the best formula in recognizing their efforts. So an effort that came from the Managers’ and Supervisors’ must be done in specific ways, being specific is vital because it identifies and reinforces the desired behaviour, herewith are the simple but effective ways:
• If there's no bonus money available, of course Employees want is at least be recognize by a simple pat on the back. People with positive self-esteem and people who feel appreciated are more positive about themselves and their ability to contribute is enormous.
• Thanking the person by name- Even kids when recognized made them think they were important. Specifically state what was done that is being recognized. Point out the value added to your team or organization.
• Whenever possible, point out the way in which his/her deeds supports an organizational goal or objective. This shows a direct connection between the work and your organizational mission vision, goals - a strategic way of reinforcement.
• Thank the person again by name for their contribution.
In my experience, employee recognition is scarce because of a combination of several factors. Manager did not know how to provide it effectively, so they have bad experiences when they do. Assuming “one size fits all” when providing employee recognition is a common pitfall, time is an often-stated reason and admittedly, employee recognition does take time for human behavior is so complex.
Prioritizing employee recognitions is one of the first step HR practitioners’ must do, to ensure a positive, productive, innovative organizational climate.
By providing a simple gesture to an employee like saying “thank you” and encouraging him/her with an actions and made them think that you believe in her/his skills and ability will make your organization successful.
The best way to recognize an employee for job well done can be one of the best formula in recognizing their efforts. So an effort that came from the Managers’ and Supervisors’ must be done in specific ways, being specific is vital because it identifies and reinforces the desired behaviour, herewith are the simple but effective ways:
• If there's no bonus money available, of course Employees want is at least be recognize by a simple pat on the back. People with positive self-esteem and people who feel appreciated are more positive about themselves and their ability to contribute is enormous.
• Thanking the person by name- Even kids when recognized made them think they were important. Specifically state what was done that is being recognized. Point out the value added to your team or organization.
• Whenever possible, point out the way in which his/her deeds supports an organizational goal or objective. This shows a direct connection between the work and your organizational mission vision, goals - a strategic way of reinforcement.
• Thank the person again by name for their contribution.
In my experience, employee recognition is scarce because of a combination of several factors. Manager did not know how to provide it effectively, so they have bad experiences when they do. Assuming “one size fits all” when providing employee recognition is a common pitfall, time is an often-stated reason and admittedly, employee recognition does take time for human behavior is so complex.
HUMAN RESOURCE ISSUES IN JOHN Q. MOVIE
HUMAN RESOURCE ISSUES IN JOHN Q. MOVIE
"John Q" (2002) an under-rated and ignored movie.
This movie is too intelligent for a viewing enthusiast unfamiliar with topics involving Human Resource Management Problems (recruitment, health care and insurance policies, rights of blue-collar citizens, exploitation). The story starts when J.Q’s young son falls out one day at a little league baseball game. The diagnosis is frightening. Without a new heart, the boy will most definitely die. HR issues arise at the following scenes:
SCENE-I: RECRUITMENT
Due to company cutback John Q need a second job he tried to look for second job at INT. OTISVILLE MACHINERY PLANT on that day the waiting room is packed, a lot of people applying for a job. John fills out the application. This is a waste of time. Four hundred people for one job. Said Jimmy his friend Give me a break, .John keeps filling out his paperwork. JIMMY (CONT'D) I'm telling you, somebody's son, cousin, uncle of a friend has already got this job. J.Q. said Jimmy, why do they put it in the paper if they're not hiring? JIMMY answer, They've got to put it in the paper to make it look good a State law or something. John Q. continue and find out later that his friend was telling the truth. He found it's a run around and a complete waste of time.
Private company’s and even in the government itself post their vacancy just to comply on rules for the record.
SCENE- II: EMPLOYEES’ BENEFITS
INT. NEIMAN MACHINERY PLANT - EMPLOYEE SERVICE OFFICE DAY
John sits in a cubicle across from his employer's insurance representative.
INSURANCE REP. said, Your coverage has changed, Mr. Archibald,.
J.Q. reply “Changed?”
INSURANCE REP(CONT'D) We've recently switched carriers from a PPO to an HMO. It's a less expensive policy, but unfortunately it has some restrictions.
J.Q. ask, “What kind of restrictions?”
INSURANCE REP said. This is how it works. Non-management, part-time employees such as yourself only qualify for second tier catastrophic coverage.
J.Q. said Let me get this straight. You drop me from full-time to part-time, switch carriers, and now you're telling me I'm not fully covered even though I have a policy that says I am.
Employee benefits has been affected due to company cutback J.Q. Insurance coverage has been degraded without proper information on the inclusion and seclusion of his policy. HR benefits section has made a lapsed on their duty by not informing J.Q. about the changes in the limitation of his insurance coverage.
SCENE- III: UN-ORIENTED NEW EMPLOYEE
J.Q. Said This kid's got an ear infection. You! With J.Q.'s finger pointed to (the nurse) Debby falls apart, bursting into tears. DEBBY say I can't., J.Q. said Why not?, DEBBY said, I don't know anything. It's my first. J.Q. gives her a look. "Oh, Jesus." The other man hands a bottle of Amoxycillin to Debby.
All new employee in a given field of practice should at least been brief or properly oriented on the type of job or training they will goes into. Even here in the Philippines, this practice still arise. New employees has not been properly oriented by the establishment or company they been hired, new employee was directly deployed on their respective place of duty lacking or without proper orientation.
"John Q" (2002) an under-rated and ignored movie.
This movie is too intelligent for a viewing enthusiast unfamiliar with topics involving Human Resource Management Problems (recruitment, health care and insurance policies, rights of blue-collar citizens, exploitation). The story starts when J.Q’s young son falls out one day at a little league baseball game. The diagnosis is frightening. Without a new heart, the boy will most definitely die. HR issues arise at the following scenes:
SCENE-I: RECRUITMENT
Due to company cutback John Q need a second job he tried to look for second job at INT. OTISVILLE MACHINERY PLANT on that day the waiting room is packed, a lot of people applying for a job. John fills out the application. This is a waste of time. Four hundred people for one job. Said Jimmy his friend Give me a break, .John keeps filling out his paperwork. JIMMY (CONT'D) I'm telling you, somebody's son, cousin, uncle of a friend has already got this job. J.Q. said Jimmy, why do they put it in the paper if they're not hiring? JIMMY answer, They've got to put it in the paper to make it look good a State law or something. John Q. continue and find out later that his friend was telling the truth. He found it's a run around and a complete waste of time.
Private company’s and even in the government itself post their vacancy just to comply on rules for the record.
SCENE- II: EMPLOYEES’ BENEFITS
INT. NEIMAN MACHINERY PLANT - EMPLOYEE SERVICE OFFICE DAY
John sits in a cubicle across from his employer's insurance representative.
INSURANCE REP. said, Your coverage has changed, Mr. Archibald,.
J.Q. reply “Changed?”
INSURANCE REP(CONT'D) We've recently switched carriers from a PPO to an HMO. It's a less expensive policy, but unfortunately it has some restrictions.
J.Q. ask, “What kind of restrictions?”
INSURANCE REP said. This is how it works. Non-management, part-time employees such as yourself only qualify for second tier catastrophic coverage.
J.Q. said Let me get this straight. You drop me from full-time to part-time, switch carriers, and now you're telling me I'm not fully covered even though I have a policy that says I am.
Employee benefits has been affected due to company cutback J.Q. Insurance coverage has been degraded without proper information on the inclusion and seclusion of his policy. HR benefits section has made a lapsed on their duty by not informing J.Q. about the changes in the limitation of his insurance coverage.
SCENE- III: UN-ORIENTED NEW EMPLOYEE
J.Q. Said This kid's got an ear infection. You! With J.Q.'s finger pointed to (the nurse) Debby falls apart, bursting into tears. DEBBY say I can't., J.Q. said Why not?, DEBBY said, I don't know anything. It's my first. J.Q. gives her a look. "Oh, Jesus." The other man hands a bottle of Amoxycillin to Debby.
All new employee in a given field of practice should at least been brief or properly oriented on the type of job or training they will goes into. Even here in the Philippines, this practice still arise. New employees has not been properly oriented by the establishment or company they been hired, new employee was directly deployed on their respective place of duty lacking or without proper orientation.
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