Every Organization should be questioned by themselves
What are the actions of an organization, when it is found purely external factors, affects 30 percent of quality and production?
To be truly said this thirty percentage of wastage is unnoticed and they will have 95 percent hallmark quality record as per their existing scales.
1. Are you ok with 70 percent outputs with Environmental Goal and Grooming satisfaction?
2. Then you are not considered about woman under play always a railway counter?
3. Will you stop employing recruiting such category in future Who is cornered as single negligible? Anyone can fix that box in future for pressure groups later to demolish any one?
4. Do the reservations goals are further lessen quality without your knowledge are you ok?
5. What is the judgment for who did worked productively than much inside and came out in wrong entrance?
6. Will you educate about allowable behavior noise inside? do you have any gauge to check?
Decision Making should be in rational way.
Team grouping against a Unique Skilled Employee
Sometimes team won’t support a unique skilled employee and they will farm a teasing type like in colleges from juniors to mid senior level. Few cases there will be a cold war with friendly colleague who is like camphor in skills or quiet fit to the platform. This led to un support the right one picking out one which is wrong move for right person as a group and always eye candy. The right and unique person will get lower credits in team support and led to stop allotting a group goal of mass productions. Most of the time in all this cases it is expressed we want that person always with us should not exit but always under us only as executive in their entire carier. It spoils much the Organizational Climate, Job, Human culture and much the good future of the right person locked in their net.
This can be identified in monthly review of employee and personal feedbacks and HR informal reviews.
To Team
· Organization check points
· Are you equally supported by team?
· What is your unique skill than your team mate?
· How many team mate you are 5 or 10? Which fits you best?
· Weekly progress Personal Score vs Team Score?
· What is the reason behind reducing your team size?
· What is the reason you don't have responsibility to carry as unique?
· Do all works under team in equal shares?
To self
· Who works in less share of responsibility? Why? Team or Employee is the reason? Does it affect the HRA SKILLS under estimated and wasted by team?
· Individual production is 10 percent less; it’s OK its employees hurdle say yes or no.
· What is the corrective Suggestion on experience to set the right one?
Personal check points of employee
· Are you Ok to yield less with more efforts wasting your HRA skills?
· Do the correction is in your side or Organization?
· Are you ready to give feedback hints?
Womanly things/ Mala chauvinism
Factors highlighted among women
· More extended hours expected where there is no three shifts
· Expecting timing arrival when there was continuous extended shifts
· Though did high skilled job not highlighted which is said to be the role of higher hierarchy
· Maternity leaves considered as paid for nothing considered during appraisals than rate of work and heavy loads that nobody will dare it. The major behavior adjustments collapsed.
· A woman without a professional degree or diploma kept under constant control under played where the entry and experience is from PLUS TWO for some cadre. Who is expert well used, generally men can make a degree quick but women lose some credit points with high skill points. Here Output and Output values high and low wages
· Need to withstand fusion words and high test to fit among that "Always Males are Males" and high expectation of character value may be low or high and it’s a variable factor to corner one wanted.
· Dress codes
It’s very bad for ethnic suppression by external move , the platform is just to fail as a lady without glory or money.
Checklist
· Mentor mentees should be married and experienced.
· Informal reviews.
· Women's day interaction of experience best and worst inside office in open arena.
· It doesn’t need completion but group discussion and solutions
Managerial coordination
Factors affecting Management.
· Lack of coordination among supervisor or authoritarian and top management
· High and lack coordination among supervisors and executives.
· No weekly meeting of team and team decision according to noise and need
· No Monthly progress reviews about team works, team general body meetings
· Big boss team, a team inside a team in top level management with executives and they will make their move to win which is a behavior mistake on any grouping.
· Lack of official meeting between supervisors or authoritarian and top management. Lack of screening the view of supervisor or authoritarian for good team building.
· Lack of management committees in small informal form too.
· Lack of understanding their responsibility and ability to control, expecting young executives support to sustain.
Evaluation based on personal savings and protection
An organization is eighty percent for its benefit and remaining twenty percent has separate routings, here evaluation is based on outcomes, outcomes growth and current HRA skills with organizational behavior. Most fail by going on team information bases and neglecting the right by personal values.
Here they work out a proper statistics' to put him in low cadre from scratch, here the internal informal management team and personal interviews, participative skills and proper job booking plays major role.
They will have some below average performers to scale up for their personal and hierarchical benefits, generally the needed one will be within hands are the thumb rule.
Hierarchical Suppression
There will be top seniors who where comfortable with shares and chairs. They never let a buddy which will gloom in their chair soon they crush at every possible minute without team support. They will have production reports of consisting performance with lots of negative scorings.
Here team meetings, skill assessments and training capability, production ability tests will show them separately mastered with their person participation skills.
Consecutive appraisal failures and always fingered will show that unique person under hierarchical suppression.
HR assessment with appraisal assessment based on participation and unique skills evaluated will show major difference, if enquired may found positive in few cases.
Time, Leave vs Quality output in required time
Organizational behavior of punctuality and attendance is valid if it is able to produce in quality time It doesn't require too much of mentally physically, present with a graphical needed outputs. There may be 80 percent perfect attendance employee with good outputs where put to low before always present and less output than them.
What is the Solution for employee suffered in External Political Behavior pressures?
1. If they exit whole management drive fails and organization
2. We can’t uplift before them it will make more pressure and more participative dramas
3. The employee should Current capable and existing needs.
Solutions
1. Do not let exit.
2. Should have their ERG Scale maintained, is organization and Management skill
They should grow like Bamboo with Coupons and trainings until the time and environmental climate is not good, If Good should have marginal open ERG
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