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Activity:
954 referals
574 views;
last activity : 7 hours ago
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Loyality
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RESPECT, WISDOM AND TRANSPARENCY
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Mutual Trust between Management and Employees
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Shift from JOB to YOB concept
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Better Work place and Happy Salary
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constant interaction
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Benefits of Mutual association
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Constant two-way communication
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committment towards employee welfare and development
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Between employee and organisation there should be family Relationship
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Recognition
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Compatibility
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Loyality is a very important bondage between employee and organisation relationship. This is the bondage which generates trust between the two and helps in both of their development. The organisation takes proper care in employee's upliftment in in return, employee becomes a part of the organisation's development. |
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In fact EOR is a very complex issue to resolve. It is not easy to predict the human nature and hence the relationship between two human beings. The relation ship between the organization and employee varies widely according to the nature of the employer and employee and the theory of governance. Loyalty and obedient is the simplest path to achieve goal for an employee provided everybody in hierarchy is honest. Therefore, I argue every body in the channel to open the mind and follow the truth for a win win relation ship in the organization.
if loyalty is der, all the other will follows it...
Loyalty is a highly subjective and emotive issue, loyalty is not imposed but it is inspired. The risk reward of loyalty vis- a vis Employee relationship with organisation can never be analytically summerised in HR manual. It is a 24x7/7 days a week/365 days a year thought and application process.
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ALL THREE ARE IMPORTANT TO DEVELOP A MUTUAL FAITH, OPINION AND INTEREST TO ACHIEVE STRATEGIC GOALS OF AN ORGANIZATION |
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Thanks to all....whatever iI have an idea that is all over respect and wisdom...inless you have free voice to suggest something and receive the respect towards your free voice you will become loyal to organization and vice versa
I agree with Mr. Makrand Bhave. In most of cases This is one way street.
Respect is definitely two way street. In many organizations Respect, while communicating with management, is lacking. This in turn makes employee to look for another job/organization. So neither employee nor the organization gets maximum benefit of the talent. Organizations loose talents.
In my opinion Respect is must and definitely Loyalty automatically becomes evident.
In my first argument I spelt as Manjunath insted of Madhukar pls be corrected.
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Wherever trust is absent, loyalty will not come. Wherever loyalty is absent devotion/dedication will not come. Wherever dedication is missing results will be substandard and the two sides could be working at cross purposes-overtly or covertly-. |
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I would like to support the mutual trust between management and employees idea. Because, no relationship will stand without trust and faith. And if the organisation wants the employees to give their 100+% to the company, then, it should trust the employees. At the same time the employees also need to put thier best possible effort within the framework of the policies and procedures laid down by the orgranisation to make sure that the company achieves the desired goals.
Hi folks!!!
Mutual(trust,respect,understanding,benefits) are the main ingredients which helps in building a symbiotic bond between the employer and employee.
Building a congenial and conducive atmosphere within the org. is also one of the factor in building a good relationship between the employer and employee.
On the other side backstabbing, demotivation , verbal aggressiveness, demoralizing from either of them plays a spoilsports in a employee and employer relationship.
Sayonara
Regards
Harminder Singh Gumbhir
(Tehzeeb Square Boy)
Hi,
I would like to support most of the above ideas. Because if you look at it, it is one way or the other linked to each other. I would like to put my idea as mutual trust and respect for each other will improve the overall relationship between the employer and employee.
When I say Trust, both should have faith in each other, employee with organisations policy and systems and employer for that matter the commitment and attitude of the the employee.
similarly when I respect, employer / orgn should understand that the employee is given due respect which is similarly reciprocated.
these things can be achieved when an organisation is more professional, organised, transparent, not just communicate well, but also expects,accepts,value and validate the opinion of the employees.
Thats why I felt that above all ideas stand to support each other.
prabhakaran nambiar
HR Professional
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The primary objective of any organisation after hiring an employee is to imbibe YOB (Your Own Business) rather than JOB (Joining Other Business)culture. This way accountability/productivity can easily be analysed. The micro hiccups of communication/work atmosphere/remuneration, etc will automatically be taken care of. For me, each employee is a strategic business unit for the organisation to achieve its broader Vision and Mission statement. With a clear road map and active encouragement from top management a YOB employee is far more effective than a copy-book JOB employee . |
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I agree with Ranjeet.Loyalty,respect....etc,etc.these are all to keep a healthy enviornment in the organisation.At the end of the day business matters.Nobody works for the PEANUTS.If an employee doesnt gets proper attention he will obviously leave the organisation then where will be this loyalty and trust funda similarly with respect to organisation if it sees an employee not giving proper output which he was giving before would they think it is better to keep that employee and move on,no.They will change their strategy.This loyalty,trust things is only good for social organisation where your not working for money but for some social cause.
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These are the expectation of an employee within the organisation culture. If you feel that the company holds it's bonus due to recession but opt to buy a new vehicle for the managing director, it is where the issues are lies. For people in middle management (like divisional HR managers) feels difficulty when managing situation like above. Because they are unale to influence above, left with no options to find a solution. |
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while in constant interaction with employees, we tend to learn various
personal and professional aspects. Some requirements are immediate
while some may not. if we sort out these requirements and try to match with
what our organistion support can provide. |
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Apart from normal mutual expectations like work & consideration for work.Organisation looks for value addition within itself and in business whereas Employee looks for recognition in terms of position,monitary benefits,appreciation. If this balance is maintained then mutual association is beneficial. |
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There should be constant communication between the employees and the Management which helps all things : loyalty, respect, wisdom, transparency etc. |
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this promotes general sense of security and belongingness among employees leading to employee engagement and retention reflected in the basic attitude of the organisation towards the employees while treating them with dignity and love in a humane environment with focus on human values and ethics. regards/kshantaram
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If we think as a family relationship with our organisation then all other things mention here will come in this. |
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The efforts and time put by the employee should be noticed, recognized and appreciated. This will result in the employee becoming more loyal and inspire to perform better. If it is not done at appropriate time, this can lead to frustation and a gap can result which can become difficult to bridge..... |
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The moment the term relationship is discussed whether it’s a professional one between organizations or a personal one, the outright factor is compatibility the rest follows in league. Tnx for the referral Darshana. And keep up the good postings. |
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