I love to read books written by the author Dale Carnegie.He was an American writer and lecturer and the developer of famous courses in self improvement, salesmanship, corporate training ,public speaking and interpersonal skills.
His books are a must read for all management students.In one of his books he as written how to win people to your way of thinking.The ideas given by the author are reviewed below,
1.The only way to get the best of an argument is to avoid it.
2.Show respect for the other person's opinions. Never say, "You're wrong."
3.If you are wrong, admit it quickly and emphatically.
4.Begin in a friendly way.
5.Get the other person saying "yes, yes" immediately.
6.Let the other person do a great deal of the talking.
7.Let the other person feel that the idea is his or hers.
8.Try honestly to see things from the other person's point of view.
9.Be sympathetic with the other person's ideas and desires.
10.Appeal to the nobler motives.
11.Dramatize your ideas.
12.Throw down a challenge.
In the same book he as given ideas on How to Change People Without Giving Offense or Arousing Resentment.
A leader's job often includes changing your people's attitudes and behavior. Some suggestions to accomplish this:
1.Begin with praise and honest appreciation.
2.Call attention to people's mistakes indirectly.
3.Talk about your own mistakes before criticizing the other person.
4.Ask questions instead of giving direct orders.
5.Let the other person save face.
6.Praise the slightest improvement and praise every improvement. Be "hearty in your approbation and lavish in your praise."
7.Give the other person a fine reputation to live up to.
8.Use encouragement. Make the fault seem easy to correct.
9.Make the other person happy about doing the thing you suggest
Thursday, July 30, 2009
Tuesday, July 28, 2009
Does Management know their Staff?
I received a mail from one of my friend with the subject "Does management know their staff? The story in the mail really made me laugh.This is how most of the organizations seemed to be functioning in reality.Its not possible for the management to know each and every employee working in the company, but they should have a functioning system to identify who their employees are and are not.
On walking into the factory, the Managing Director of the company
noticed a young guy leaning against the wall, doing nothing.
He approached the young man and calmly said to him,
"How much do you earn?"
The young man was quite amazed
that he was asked such a personal question,
he replied, none the less, "I earn $ 2000.00 a month,
Sir. Why?"
Without answering, the MD took out his wallet
and removed $6000.00 cash and gave it to the young man and said,
"Around here I pay people for working,
not for standing around looking pretty!
Here is your 3 months salary, now GET OUT and don't come back".
The young man turned around and was quickly out of sight.
Noticing a few onlookers, the MD said in a very upset manner,
"And that applies to everybody in this company".
He approached one of the onlookers and asked him, "Who's the young man
I just fired?"
To which an amazing reply came - "He was the pizza delivery guy , Sir!"
On walking into the factory, the Managing Director of the company
noticed a young guy leaning against the wall, doing nothing.
He approached the young man and calmly said to him,
"How much do you earn?"
The young man was quite amazed
that he was asked such a personal question,
he replied, none the less, "I earn $ 2000.00 a month,
Sir. Why?"
Without answering, the MD took out his wallet
and removed $6000.00 cash and gave it to the young man and said,
"Around here I pay people for working,
not for standing around looking pretty!
Here is your 3 months salary, now GET OUT and don't come back".
The young man turned around and was quickly out of sight.
Noticing a few onlookers, the MD said in a very upset manner,
"And that applies to everybody in this company".
He approached one of the onlookers and asked him, "Who's the young man
I just fired?"
To which an amazing reply came - "He was the pizza delivery guy , Sir!"
History of Human resource management
I have been researching few days to find out,from where the HRM had its first existence.After a detailed research i was able to find the answer to it.
The history of HRM can be traced to England before 1900,where masons,carpenters, leather workers and other crafts people organized themselves into guilds.They used their unity to improve their work conditions.These guilds became forerunners of trade unions.However many key concepts of HRM came from the USA.
Before 1900,most hiring ,firing,training and pay adjustment decisions were made by individual supervisors.The scientific management studies conducted by Frederick W.Taylor and others,beginning in 1885,helped management to identify different ways of doing work and to increase the work productivity.
The HRM field further developed with the arrival of the Industrial Revolution in 1870s.The Industrial Revolution began with the substitution of steam power and machinery for time consuming hand labour.Due to the Industrial Revolution,working conditions,social patterns and division of labour were significantly changed.
As organizations grew larger,many managerial functions such as planning ,recruitment,selection,placement and purchasing began to be performed by specialists.Now HRM is the backbone mantra for almost all organizations.
The history of HRM can be traced to England before 1900,where masons,carpenters, leather workers and other crafts people organized themselves into guilds.They used their unity to improve their work conditions.These guilds became forerunners of trade unions.However many key concepts of HRM came from the USA.
Before 1900,most hiring ,firing,training and pay adjustment decisions were made by individual supervisors.The scientific management studies conducted by Frederick W.Taylor and others,beginning in 1885,helped management to identify different ways of doing work and to increase the work productivity.
The HRM field further developed with the arrival of the Industrial Revolution in 1870s.The Industrial Revolution began with the substitution of steam power and machinery for time consuming hand labour.Due to the Industrial Revolution,working conditions,social patterns and division of labour were significantly changed.
As organizations grew larger,many managerial functions such as planning ,recruitment,selection,placement and purchasing began to be performed by specialists.Now HRM is the backbone mantra for almost all organizations.
Sunday, July 26, 2009
Life in a BPO
BPO industry is the one which recruits people at all times,the reason is not they need more people, the real reason is many people keep leaving the industry day by day.ITES companies provide a good working environment,Attractive salary, huge incentives, transport facilities ,Food allowances,etc....but in compromise with your sleep,health ,time with your lovely family and friends.
Employees in a BPO get only 1 week off and that day will be spent for sleeping.They always go away from their social life,they have a quest to link themselves to the social life.This is very hard for them to mingle with their society or attend social gathering.Even though most of the times they are not able to celebrate their festivals.
While solving the problem of client they have to wear a fake smile on their face and have to prove themselves that how happy they are while servicing them(clients).Handling a single customer is really a uphill task.
10Hr work- 4 hr transport- 10Hr Sleep ,this is how the life will be in a day at BPO.I feel for a employee working in a BPO ,should be given 2 days week off and the time period of work should be limited to 8hrs.May be this can reduce the mental pressure and give little time for the employee for his personal life too.
The best way to retain people is to make them qualified. Most of the staff in BPOs is young and so, very concerned about their career. Courses like M Tech, MCA and MBA at PG level will make them well equipped for the job market after three years.”
One might note that such interesting educational offers have been offered from time to time however; they were more on a short-term basis. But with regular classes at Call Centers, the scenario might entirely change. Professional diplomas like MCSE, JCP (Java Certification Program) and Cisco have clicked in the past.
By offering interesting educational programme the Indian Call Centerswould not only be taking care of their employees futures, but also, fighting off attrition by absorbing candidates at higher levels into management after graduation. Moreover, with 100 per cent placement guarantee, the programme may be a big success besides, being a model for the world to follow.
Employees in a BPO get only 1 week off and that day will be spent for sleeping.They always go away from their social life,they have a quest to link themselves to the social life.This is very hard for them to mingle with their society or attend social gathering.Even though most of the times they are not able to celebrate their festivals.
While solving the problem of client they have to wear a fake smile on their face and have to prove themselves that how happy they are while servicing them(clients).Handling a single customer is really a uphill task.
10Hr work- 4 hr transport- 10Hr Sleep ,this is how the life will be in a day at BPO.I feel for a employee working in a BPO ,should be given 2 days week off and the time period of work should be limited to 8hrs.May be this can reduce the mental pressure and give little time for the employee for his personal life too.
The best way to retain people is to make them qualified. Most of the staff in BPOs is young and so, very concerned about their career. Courses like M Tech, MCA and MBA at PG level will make them well equipped for the job market after three years.”
One might note that such interesting educational offers have been offered from time to time however; they were more on a short-term basis. But with regular classes at Call Centers, the scenario might entirely change. Professional diplomas like MCSE, JCP (Java Certification Program) and Cisco have clicked in the past.
By offering interesting educational programme the Indian Call Centerswould not only be taking care of their employees futures, but also, fighting off attrition by absorbing candidates at higher levels into management after graduation. Moreover, with 100 per cent placement guarantee, the programme may be a big success besides, being a model for the world to follow.
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