MORE SUCH ARTICLES IN MY OTHER WEBSITE = www.majidall.com
Also my Book Website at www.majidbooks.com
When the rate of change outside exceeds the rate of change inside – the end is in sight! – Jack Welch.
The way your employees feel about their job and their workplace determines how motivated they are.
Image – Happy Cheerful Staff!
If you go in the Internet, you will get lots of information and material on this subject – also you can go to any book in Human Resources and or Management to find many such topics in Staff Motivation, Change Management, Staff Retention, Staff Empowerment etc – please see also my website www.mas-trac.com
I will try to attempt to handle this from the Omani (Arab) angle and in sharing my experiences with you. You can also find much more information and details in my Arab Management books – please visit my books website at www.majidbooks.com
Image – When Management is accountable and transparent!
My Own Observations – to share with you!
Firstly – in the recent labour situations, we had big companies that staff went on demonstrations – whilst equally some big ones none did. Same case for the smaller companies! So what gives – or is the secret and trick here?
Image – Omani employees stage a demonstration outside their headquarters
A long time ago when I was still working for my Oil Company, I personally had initiated and conducted what is called as a Staff Morale Satisfaction Study (Climate) for my business unit. The unit consisted of approximately 1100 Staff and Employees – and the majority at approximately 70% were Omani Nationals.
The biggest shocker – if you want to call it that – is that it is a costly mistake to get lost in the false theory that more money equals more happy employees. This is particularly true to the Omani employees – of course nobody will ever say No to more money, incentives and added responsibilities and positions – but they were more concerned with the following – especially The Young Omani entrants and graduates intakes.
They were – generally speaking that is – just by points due to the limited column words:-
• Treating Staff correctly and with respect, ethics, professionalism, principles and dignity. Courtesy and Politeness were the key words.
• Good Communication skills and open transparencies without hidden agendas, innuendos and trap-sets – this one upset and irked them the most!
• They need to be told clearly what is expected of them and their deliverables – even for those in Middle and Higher Levels.
• It all comes from bad experiences and getting fingers burnt when dealing with especially expatriate bosses and ‘The-die- hard-old-guards’ locals – who behave more alien than expected. Covered in my books too!
• Give compliments and praises as the process continues for good works and results – people are so busy mini-managing they simply have no time for this!
• Always have a hidden fear and concern that ‘people are looking over their shoulders’ syndromes – and everyone is looking for them to make a mistake and error of judgment before ‘they are jumped upon’!
• As a result, people remain uninvolved and docile – and ‘no risk taking’ factor of any kind!
• As a parent, you know it is difficult to deal with teenager children of your own – so why should your employees – and especially the young set be any different?
• Avoid wrong and grossly stereotyping and analysis – the same young man forced to work in India, Pakistan, Philippines, UK, Europe and USA may well surprise and amaze you!
• Management being accessible to meet, greet and see the employees – from what may sound even small and silly to you – part of the culture and customs.
• Personally, I think that all the recent problems in some of the establishments was the ignorance of this factor mainly!
• Can explain why in some establishments there were simply no troubles of any kind!
• The younger generation is more vocal – and they know their rights and how to go after them – unalike the older generations – change has come in!
• That too spells about their priorities – which does not necessarily relate to the work. This in particular to working extra hours – or come in the days off – and especially declared holidays!
• More social gatherings, competitions and events to be encouraged.
• The fear element that the job is perhaps temporary and that they may lose their jobs in time is a guiding factor in how they behave and relate at work!
• They need constant training, mentoring, counseling and guidance – that is why so many Coach Companies run by fellow Omanis have sprung up and doing good business – or the call in for Local Consultants, Advisors and Experts!
By: Majid Al Suleimany
Feel Free To Contribute here for the worthy National Cause! God Bless – Amin!
Scanned Article as it had appeared in The Oman Daily Observer Observer Weekend Features of September 21st 2011 …
All The Best & Take Care!….