WHY DO EMPLOYEES QUIT JOBS??

Dear friends it has been long that nothing on the blog has been engraved. My guilt has erupted today and,  I became quite impatient to write this article, as I was the victim of the curses given by my family members, relatives and well-wishers over quitting jobs. I then justified this with a feeling that why do people praise or appreciate at other girls or women in spite that they are living a happy go married life with their "Own rather than their respective wives.  This was pretty good to be self justified. I was then  fully convinced and stopped to think over this. But then what made me serious to write this article was that employees like me in would be perhaps be benefited by this who want to quit or change or hop over the job.

I had a courage to ask myself at the age of my sixties first, and then to at-least twenty people like those who had quit or changed their jobs. I was very much eager to learn from them. They had enough reasons to describe their inability to continue with their organization. Some of the reasons were really convincing but many were not.  But one thing was verified for all those who wanted to quit the decision was never easy. I also spoke with many company directors, human resource personals, they too had several reasons with them; again some justified but some unjustified. However when I observed that in some organizations employees leave or quit frequently, then there is something wrong with the organization. This is also true with the employee of course in case of some exceptions.I could draw several conclusions from the analysis that I made. Let's follow the list below: 

1. Incorrect selection of the candidate for the position which he is selected for- The organizations should not pounce on me for this. Many times the requirements of the organization do not match with the potential of the company, yet the candidate is selected as the need of an hour.
2. Lack or lag of communication between the employee and the employer, as there are many hierarchies in between.
3. Lack of trust from the organization end, especially High performing employees do not need the level of oversight in the environment in which they are working.  In fact such employees need a liberalized way of working and trust in his work. Good employees are reluctant to work in environments in which their leaders do not trust on them.
4.  If employees are not appreciated or rewarded for their good exclusive work they think of switching into another job and therefore may think to quit. In fact this lack of appreciation can be anything like not considering them meritorious, being unpaid for what has been committed to them, not receiving a positive feedback from their senior management. Even when the suggestions are frequently neglected. I had an experience quite few years back, that a talented sales person who had given a pretty good sale which contributed to the company's growth to almost 25 percent was not promised his huge share, and the company finally ended up by giving him just 10 percent of raise, for which he was unhappy, his probation period had just ended and was due for conformation. He was determined to quit..
5. It is important to recognize the talent of the employee in time. The employer should understand his skills and talent and engage him with the development of the company. It is the responsibility of the company to offer a talented and a skilled person with a salary hike, bonus and extra benefits and liberty to work.
6. Good employees will quit if their contribution is not recognized in the organization.
7. Lack of Respect is another important expectation of a sincere and a hardworking employee. Respect means how they are treated in the companies by their managers and co-workers. If their abilities and quality of work is not respected the employees will leave.
8. A good talented employee may leave if there are no further promotional or growth in the company. It could be difficult for the companies who have developed steadily to handle employees who intend rapid growth matching their speed.and capabilities. Such employees are career oriented and want to develop fast and they always want to keep pace with time and technology.
9. If you want to keep your people — especially your stars — it’s time to pay more attention to how you design their work. Most companies design jobs and then slot people into them. Our best managers sometimes do the opposite: When they find talented people, they’re open to creating jobs around them.
10. People leave jobs, and it’s up to managers to design jobs that are too good to leave. Great bosses set up shields — they protect their employees from toxicity. They also open doors to meaningful tasks and learning opportunities — they enable their people to be energized by their projects, to perform at their best, and to move forward professionally without taking steps backward at home.
11.  Excessive stress, high hours of work and lack of facilities will encourage the employee to surely quit the company. The employer must be matured enough to understand the work culture of the country in which his or her company is set up. The management of the company is responsible to keep their employees in stress free set up.

Friends there could be so many more reasons to quit the jobs, yet it is also a responsible task for the employee to understand the drawbacks and advantages of that company before quitting  Though it is the choice of the employee to leave the company he should also remember that he keeps a good morality towards the organization in which he is working or worked for.

Thanks a lot My dear readers for having spared their valuable time to read this article. Your comments and views are welcomed.

Regards,

Girishl T. Kulkarni

CEO-Real Minds.Com

Virtual Office: realminds.com@gmail.com , realminds@hotmail.com

Contact: +91-9890331683

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RELATIONSHIP STRATEGIES- PROFESSIONAL AND PERSONAL. -PART II

Dear Friends, Thanks a lot for the splendid response to Part I of this article.

We have already referred to some aspects on 'Relationship . In this second part let's further see the impact of Cultural forces on 'Relationships'. In fact, the cultural forces act both on personal and impersonal relationships. Building and maintaining relationships will not only make you more engaged and committed to your organization it can also open doors to key projects, career advancements and many other new opportunities.

It is advisable to use the following strategies to build good 'Working Relationships' with your colleagues.:

1. Develop your people skills.

2.Identify your relationship needs.

3.Schedule time to relationship.

4. Focus on Emotional Intelligence.

5. Appreciate others.

6. Be Positive.

7. Manage your boundaries.

8. Avoid Gossiping.

9. Listen Actively. 

Stable relationships tend to remain stable, but through time will incline towards repetitive behaviors and co-existence of the persons involved in relationships i.e participants. Let us consider a case of personal relationship: Initially a man and a woman develop a highly personal caring relationship. As they spend more time together the relation 'converges', and and the personal stake that each feels in the relationship increases. At the time of marriage and during the honeymoon phase they are at peak intensity, interdependent phase. As time goes by and each become more familiar with the other, the relationship stabilizes as a warm personal marriage of sharing and co-operation.

       If the marriage partners are not innovative in keeping their relationship on a personal basis, it becomes more and more 'Impersonal' until in many cases they can be said on to be sharing the same residence. Further they reach a highly repetitive impersonal co-existence phase that may go on indefinitely unless it is disrupted and goes into competition, withdrawal or combat. Then the relationship re stabilizes at the same or lower level of commitment or deteriorate through competition or withdrawal. if the individuals want to increase their personal involvement, then they  must apply deliberate strategies converging to happen and develop new relationship. 

 The above application is though for the personal relationships it is also applicable to professional relationships. As we have to deal with various hierarchical persons in the organizations, it is almost or as if we have got married to them.

Let us now see what are the deliberate 'Converging' strategies that we need to apply recover from Diverging state to the Converging state:

1. Awareness of Process: Individuals who are involved in a relationship should be aware of the process of that relationship. This requires them to learn about their relationship in general and acquire the conceptual framework and vocabulary for monitoring the progress of their own relationship.
2. Allocation of Time: At-least some time should be devoted in maintaining the relationship and meeting the individual needs of the participants. Although those needs may not directly be a part of the relationship, they must be dealt with in order for the individuals to continue in relationship.
3. Communication Skills: Many times verbal language provides more opportunities for misunderstandings that for understanding. On the other side many things are important to a relationship cannot be verbalized at all. It is obvious that individuals should develop skills in both verbal and non-verbal communication.into wide range of subjects that will be relevant to the relationship-such as emotion, feelings, thoughts, ideas, belief, suspicions, fears, and apprehensions.
4. Options for behaviors and Feelings:  It is important to understand that any extended relationship between people, places numerous demands on their behavior and feelings. In order to respond to these situations, the individuals/ participants need to develop range of options in the behavior and feelings. If for instance an individual A establishes a normal pattern of keeping an understanding with 'B' and if 'B' takes an advantage of the friendship from'A" and if this happens repetitively through B when A is true, then an established anger may lead to the loss of the option to keep an 　　understanding.
5. Willingness to Risk:  During 'Safe and Satisfactory' relationships can lead to improving the benefits of the relationship for the participants, but it requires their willingness to take emotional risks. They must be willing and able to trust each other and to expose themselves to anger, fear, joy and even rejection. The best part is deeper understanding and more rewarding relationships.

In totality Relationships have to handled delicately whether Professional or Personal..

Thanks a lot friends for being a part With Real Minds.Com especially towards this article.

Please feel free to leave a comment and to contact in accordance.

My special thanks to Mr. Albrecht.

Regards,

Girish. T Kulkarni,

CEO-Real Minds.Com

Contact: +91-9890331683

Virtual Office: gtkulks@gmail.com  / realminds@hotmail.com.

copy rights reserved with Real Minds.Com.

RELATIONSHIP STRATEGIES- PROFESSIONAL AND PERSONAL.

RELATIONSHIP STRATEGIES- PROFESSIONAL AND PERSONAL. -PART I

Dear friends I am presenting this exclusive article article to acknowledge 'Relations'  both professional and Personal. It would be interesting to know that how to maintain relationship, extend relations and even rejuvenate the disrupted relations.rejuvenate relations  that have or had parted.

Relations-

A typical definition of relation has been vividly described, the dictionary defines relation as a person connected by blood or in marriage.

Whatever is the definition, relation ultimately leads to " Relationship".

Well, the dictionary defines "Relationship" as the state of being connected by blood or marriage. 

BASIC FACTORS TO MAINTAIN PERSONAL OR PROFESSIONAL RELATIONSHIPS-

• Loving self- This is the initial aspect considerable to love human beings. One must love self to love others.
• Trust or Faith - This may seem obvious, but so many people are with partners they don't trust or keep faith.
• Honesty- This is the Vital ingredient to continue relationships.
• Communication- Clear transparent communication with partners, participants and agreeable to self.
• Connection- Staying connected directly or indirectly leads to fairness in relationships.

 In order to maintain healthy relationships various concepts have been discussed and defined. The concepts are referred to as " Stable, Convergence"concepts, and are the part of "Relationship Strategies. Also known as Convergence Strategy Models. The convergence strategy models leads to establish, maintain and improve relationships. We shall also focus on the model of Walt-Boshear and Karl Albretcht relationship models in short which deals with concept of relationship-motions.

The concept of relationships strategy describes the forms of relationship viz - 

Stable Relationship, Converging or Diverging relationships.

Stable, Converging or Diverging Relationships-

Stable Relationships- 

In a stable relationship, two persons reach a conscious or unconscious agreement regarding the ways in which they will relate to each other, They avoid any behavior that will change the relationships. On the other hand, relationships that are in a state of change can in turn lead to become either 'Diverged  or Converged.

Converging and Diverging Relationships-

The converging relationship changes in such a manner that it enhances the benefits of the relationships to the persons involved into relations.

 The Diverging relationships however, changes in such a way that it tends to destroy the relationship or detracts from its benefits to the participants.

Let us now compare and understand the values and the essence of 'personal' and  'Impersonal' relationships. In fact it may be Stable, Converging or Diverging relationship they can be predominantly personal or predominantly impersonal.

At the 'Personal' extreme- The ego involvement of the participants- Their attitudes, beliefs, and feelings are an integral part of the of the relationship. On the other hand, emotional and personal issues are not considered in 'Impersonal ' relationships and will be disruptive to relationships if  they arise. 

 It is interesting to know that while an individual is growing up and passes through different phases of growth, then individuals are also influenced by 'Western Culture' and are pushed into the direction of 'Impersonal Stable Relationship'.  From Birth to Adolescence individuals cast in the roles of dependency and inadequacy. They are surrounded by people who, by virtue of their age and experience, are better able to cope with their environment. and who have been placed in the position of authority by cultural traditions of the society. They are strongly encouraged to refrain from making any emotional attachments except those that are approved by the society, such as courtship, marriage and friendship. In addition to the forces of culture that guide the individual in establishing and maintaining relationship with people, there are forces of time and exposure. The human intellectual and emotional system is highly adaptive and it tends towards stability. Experiences that initially may provoke a strong intellectual or emotional response will when sustained or repeated, will tend to elicit a lesser response.

Dear Friends I am closing the first part of this topic.I will continue with the Second Part shortly. 

Thanks a lot friends for having supported my previous articles. pPlease feel free to contact or communicate to me over this article.

Best Regards, 

Girish T. Kulkarni,

CEO- Real Minds.Com

Contact-+91-9890331683

Virtual Office- gtkulks@gmail.com  / realminds@hotmail.com.

Copy rights reserved with Real.Minds.Com.