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Manthano Page 1 of 15 Volume 2, Issue 4 MANTHANO ISTD Hyderabad E-Newsletter Nov 2017 | Volume 2 / Issue 4 FROM THE EDITOR’S DESK… Poonam Jindal Editor, Assistant Professor, Vignana Jyothi Institute of Management Emotions at the workplace When we think of emotions, a plethora of feelings run through our minds such as: Happiness, sadness, anger, disgust, frustration etc. The concept of emotions at the workplace is not very old. However, corporates have given very little attention to emotions and moods at the workplace. Many organizations are still not in favor of expressing emotions at the workplace be it – love, anger, or sadness. TeamLease in its survey “India’s Changing World of Work Series: Workplace Romance” found that 56% of those people who were questioned, expressed that there is a negative impact on the speed and quality of work due to being romantically involved with a co-worker. According to the findings of the research, emotions of any kind are disruptive. The idea is to create an emotion-free workplace, but that has not seemed to materialize. Once the inseparable nature of emotions and work is understood, importance can be given to discussions on this topic. Happiness is one of the most important emotions to live with. Not only companies, but even countries are administering ‘Happiness Index Surveys’. Many organizations are working towards improving happiness for their employees (at the workplace) and contributing to their well-being. We, through our newsletter are trying to spread the happiness of knowledge. Hope you appreciate our efforts and encourage more participation in writing and reading of Manthano. Happy reading and writing!!

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Page 1: MANTHANO - ISTD, HYDERABAD

Manthano

Page 1 of 15

Volume 2, Issue 4

MANTHANO

ISTD Hyderabad E-Newsletter

Nov 2017 | Volume 2 / Issue 4

FROM THE EDITOR’S DESK…

Poonam Jindal

Editor, Assistant Professor, Vignana Jyothi Institute of Management

Emotions at the workplace

When we think of emotions, a plethora of feelings run through our minds such

as: Happiness, sadness, anger, disgust, frustration etc.

The concept of emotions at the workplace is not very old. However,

corporates have given very little attention to emotions and moods at the workplace. Many

organizations are still not in favor of expressing emotions at the workplace be it – love, anger, or

sadness. TeamLease in its survey “India’s Changing World of Work Series: Workplace Romance” found

that 56% of those people who were questioned, expressed that there is a negative impact on the

speed and quality of work due to being romantically involved with a co-worker. According to the

findings of the research, emotions of any kind are disruptive. The idea is to create an emotion-free

workplace, but that has not seemed to materialize. Once the inseparable nature of emotions and work

is understood, importance can be given to discussions on this topic.

Happiness is one of the most important emotions to live with. Not only companies, but even countries

are administering ‘Happiness Index Surveys’. Many organizations are working towards improving

happiness for their employees (at the workplace) and contributing to their well-being.

We, through our newsletter are trying to spread the happiness of knowledge. Hope you appreciate

our efforts and encourage more participation in writing and reading of Manthano.

Happy reading and writing!!

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Volume 2, Issue 4

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CHAIRMAN’S MESSAGE

Sushant Divakar

Chairman, ISTD Hyderabad Chapter

Dear Reader,

As we battle the incessant weather, I am pleased to yet again welcome this

edition of ISTD Hyderabad’s newsletter. This issue of “Manthano” brings

insightful thoughts and revelations from industry’s leading professionals and academicians.

It was a memorable occasion as we launched the Campus Connect initiative to enable students to

interact and understand the needs of the industry, while they prepare to join a vocation of their choice.

The event was highly appreciated and the first among a series to come.

As you are aware that we have bid for the 2018 NatCon. The chapter will look forward to your help

and contribution in making this event unimaginably successful.

In the month of November, we also plan to host an International speaker who will be conducting a

workshop on Enabling Organizational Performance. More to follow.

It is a moment of great pride for the chapter that Dr. Kiranmai P. received the recognition as Woman

Achiever from Bangaruthalli awards. Bangaruthalli awards is a dais where 9 women achievers (Nava

Durgas) from various fields, are honored.

This issue is another wonderful collection of articles on crisis management, emotions, culture and

corporate growth by Dr. Kalyana Chakravarthi, Dr.G.SatyaPrasad, and Ms. Khushboo Shroff. I hope you

enjoy this newsletter and send us your feedback in helping us better this service.

Wishing you happy reading and season’s greetings.

With warm regards,

(Sushant Divakar)

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CRISIS MANAGEMENT AND COMMUNICATION

Dr. Kalyana Chakravarthi Thirunagari

Visiting Professor, Research Guide, & Coach – Business Communication, ELT,

& Life Skills

Founder – Knowledge, Attitude, & Skills Services (KASS)

E-mail: [email protected] | Web: http://skillosophyconsulting.in

Panacea Crisis Management Consultants (PanCMC) deals with various

crises and disasters. They are specialized in Crisis Communications.

Eeshwar is a Chief Operations Officer (COO), Emergency Rescue Services, PanCMC. His job involves

multi-tasking as he has to deal with his team, bosses, clients, NGOs, media, lawyers, police officers

and doctors. He has to always be on his toes keeping track of various incidents and events. One

morning, a TV news report narrates about the recent ‘product release’ and the damage caused to

the people. Immediately he looks into the newspapers and finds the following:

Glutton FMCG India Ltd., Costs Lives

23 September’16, Bangalore, (PTI).

As per the media reports, a south Indian regional hospital registered maximum cases of food poisoning,

nausea, vomiting and high fever. There were nearly 160 cases registered in the local Govt. Hospital

itself. There can be many in other private hospitals.

The local Food and Sanitary inspector says, “People keep buying and eating whatever new product is pumped into the market. In most of the cold drinks there are traces of dangerous E-Coli bacteria, fruit juices and food products contain fungus as well. These things affect public health. They do not see the physical or chemical condition of the products, be it a food product, cold drink or a fruit drink. Neither, the retail store keepers would bother about the sanitation. It is the responsibility of the consumer as well as the company to keep track of the quality of the food or beverage that is being sold in the market!” When asked about the issue, a retailer states, “We are only distributors and sellers, the quality control assurance is responsibility of the wholesaler and the company. We only sell what reaches us in an as-is-where-is condition.” However, the consumers and NGOs feel that the company, Glutton FMCG; is solely responsible for the damage to public health.

– Author’s own fiction

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His action plan starts by mind mapping an Internal Communication Strategy for his client. In response

to the media reports, the COO alerts his team of executives and field workers.

Meanwhile, he contacts the senior management of Glutton FMCG to control the situation and to

protect the brand image of the company. He flashes a counter Press Note as follows:

Eeshwar, now makes a ‘Crisis Management and Communication Plan’ to combat the future crisis.

Companies may not actually have a Crisis Management plan, but it is essential. Here, ‘crisis

communication’ plays a vital role, may it be ‘downward’, ‘upward’, or ‘lateral’ communication in the

academia, media, and corporate. It is during crises that communication gets distorted due to which

rumors often displace facts causing confusion. At this juncture, ‘communication’ plays a vital role in

the academia, media and corporate, may it be ‘downward’, ‘upward’, ‘lateral’ or between

‘Government agencies to common public’, ‘employers to employees’, ‘companies to consumers’,

‘corporate to media’ etc.

Crisis in organizations can happen because of the following:

CEO Glutton FMCG Saves Lives?

26 September’16, Bombay, (PTI).

In response to the recent media reports related to the food poisoning and other allegations,

the CEO, Glutton, submits a clean chit to the public.

Mr. Bhargav, CEO, explains, “We take utmost care while most of the cold drinks processed at our production units, there cannot be traces of dangerous EColi bacteria in those because we fill the cold drink at -5 degree Celsius, and P263 –a preservative gas– is added to all the bottles before sealing. Moreover, the empty bottles are washed at 120 degrees Celsius, more than at boiling-point, to protect the drink from bacteria. In case of fruit juices and food products there cannot be fungus formation also. All our fruit drinks contain the juices extracted from our own scientifically-grown farm-fresh fruits. The workers who pick the fruits cover their hands with hand-glows. As soon as the fruits are plucked, they are steam-washed at 75 degree Foreign Heat in our labs, then they are cut with steel choppers and sprayed with T235, a preservative for long life, before they are packed. Then our containers also have scientific apartments to keep these products safe till those are delivered at various retail outlets across the country. It is the responsibility of the retailers, vendors, and consumers also to keep up the quality of the goods being consumed before they consume! The consumers, media and the NGOs are welcome to visit our factories and see for themselves how we care for the public health! Hence, our company, Glutton FMCG, is not responsible for the damage to public health.” This news has created perplexity among the consumers and competitors in the market.

– Author’s own fiction

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Product recalls

Downsizing

Technical problems

Competitors

Personal scandal

Sexual harassment

Disasters

Investigation

Criminal allegations

Violating environmental regulations

Ethical / Financial issues.

Suggestions

The best way to handle the crisis situation is to be prepared for it.

• In most companies and organizations, crisis never gets reported in the press. Sometimes it so

happens that, the story is not worth publishing and the company handles the situation skillfully

enough that it never becomes visible to the press.

• A crisis may be significant enough that it is both newsworthy and gets attention in the press.

• A key element is the development of a Crisis Communication Plan in your organization.

• Even if you don’t create a crisis plan, it is vitally important that you put together a plan to effectively communicate with the press and the public when the inevitable crisis occurs.

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Achieving Sustainable Corporate Growth:

Dr. G.SatyaPrasad Ph.D, DGM (HR)

RINL Visakhapatnam

Addanki Murali Mohan AGM (Trg)

RINL Visakhapatnam

Ph.D Scholar, Vignan University

Introduction: Achieving sustainable growth has remained the major objective of

business enterprises since ages. While several management theories are suitable

in certain environments, the same do not give expected results in different environments. Studying

Vedic philosophy or Ancient texts provide concrete solutions.

Rejuvenating points.

Ancient Indian texts could be read and understood differently with different purposes. “Bhagavad-

Gita” is the divine discourse spoken by the Supreme Lord Krishna and is the most popular and well

known of all the sacred scriptures. It reveals the purpose and goal of human existence. A person with

a deep desire to introspect, or a spiritual seeker may view Gita as a spiritual guide. But there is a third

aspect – a “secular” or “material” perspective focusing on customer satisfaction.

Nowadays, implementation of Business Excellence Models (BEMs) are being considered to be the best

way to attain excellence. But, it is necessary to study the needs of customers and their feedback to

understand their expectations and level of values to be maintained.

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Customers’ Expectation Hierarchy

It can be seen the immediate need of action for sustenance is to fulfill customers’ basic needs namely

– quality, delivery, price and response-time. So, organizations have to focus and improve their product

quality with delivery for their survival. At the second level of maturity, organizations focus on problem

solving, accountability, and building relationships with their customers to fulfill their “Wants”. At the third

level, organizations focus on innovations and partnerships to enhance their business growth. This level

of maturity may be named as “Business Impactors”. At the fourth and highest level of maturity,

organizations focus on increased global presence and universal well-being to enhance stakeholder

value. Values identified and widely accepted for organizational success are values driven leadership.

Practicing values built trust, facilitates decision making and consensus on organizational values leading

towards sustainable success.

Identification of rejuvenating points and their effective implementation are required for sustainable

growth for any organization. To achieve this, the following principles/values are required.

A) Principles for sustenance:

➢ Clarity of Intention

➢ Awareness

➢ Empathy for one another

➢ Appreciation for each other and what you receive

➢ Stretching beyond your own limits

➢ Letting go of what does not work and old mindsets

Intention provides the direction and focus for our actions. Awareness gives us the capacity and

intelligence to go after our goal. Empathy helps us build partnerships with others and

appreciation is the key to motivation and productivity. Stretching beyond the perceived limits

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helps us to grow and meet the challenges presented and letting go of our attachment assures

not only success but accomplishment. Together, these six principles convey the essence and

practicing them with self awareness leads to success.

Conclusion: No organization has been able to survive unless society has felt and appreciated the

benefits of its existence. It is an effort to lift the obscuring curtains of superficiality and to understand

the macro and micro organizational management principles from which spring the seeds of an

elaborate superstructure heading towards customer satisfaction.

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COGNITIVE CULTURE OR EMOTIONAL CULTURE – WHAT SHOULD LEADERS FOCUS ON?

Khushboo Shroff Gaba

Megha Constructions

Partner

Customer Feedback Forms – commonly used to capture or quantify the

emotions of a customer and bring about improvements in a particular

product or service.

HCL Tech, Virgin Group, Renault and some of the well known companies, have the concept of

“Employees are the most valuable assets for an organization” engraved in their value systems.

Then why is it that most organizations seem to be ignoring to quantify the emotions of employees?

This takes us to the concept of organization culture. Edgar Schein in his book “Organization culture and

Leadership” encapsulates the concept of organization culture beautifully. He defines organization

culture as – “accumulated shared learning of a given group”. Culture at the very crux of it is the

“organizational air” present within the organization.

In an era of big data, is it enough for an organization to be just “smart”? Not really! An organization

also needs to be healthy – attention needs to be given to the culture of the organization.

“Culture Eats Strategy for Breakfast” said Mr. Peter Drucker! What does this mean? Focus on getting the

organization smarter and healthier!

We can divide organization culture into two –

• Cognitive culture – That part of organization culture which sets the tone for how employees think

and behave at work. Cognitive culture is something that is conveyed verbally.

• Emotional culture – That part of culture which sets the tone for shared affective values, norms, and

assumptions; which takes care of what emotion an employee must express and what emotion an

employee must suppress. Emotional culture is conveyed through non-verbal cues.

..this is basically the thinking v/s feeling.

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Jeff Bezos, Warren Buffet, Sundar Pichia, Ursula Burns to name a few, have worked to mature their

emotions and have successfully created mature organizations that expand in consciousness and

awareness. It is important for leaders to understand that emotions can be used as resources when they

are managed and harnessed correctly.

The fact of the matter is – every organization has an emotional culture, even if it’s one of suppression.

In most cases, it is the emotional culture that is ignored which actually seems to be a vital part, which

makes people and organizations tick.

Despite multiple studies and researches on ways in which emotions shape people’s behavior at work,

emotional culture is most often neglected vis-a-vis cognitive culture. As a result – companies suffer!

It is true that the top management sets the tone for the corporate culture and value system, but it is

the middle management and front-line supervisors who should ensure that the emotional values are

consistently practiced by all the employees of the organization. The emotion that is expressed at work

reflects the chosen culture. At the same time, it is important to link operations and processes to the

emotional culture of the organization.

Emotional culture, at the end of the day takes shape depending on how employees from the highest

to the lowest conduct themselves day in and day out.

Finally, it all depends on the senior leader to establish the emotion that will ultimately help in

achieving the corporate goals that have been set.

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THE ISTD ACADEMIA COLLOQUIUM CONDUCTED ON 16-09-2017 AT

B.V. RAJU INSTITUTE OF TECHNOLOGY, NARSAPUR

An Industry-Academia Colloquium was organized at BVRIT, Narsapur campus in collaboration with

Indian Society for Training & Development (ISTD), Hyderabad Chapter. This is one of the initiatives taken

by the ISTD Hyderabad chapter to go into colleges and spread the awareness on latest happenings in

the industry by organizing an event. As part of the colloquium, there was a guest session by Mr. Arun

Rao, Head-HR, DXC Technology, Hyderabad on “Emerging Trends in HR”. There was a panel discussion

held on the broad topic of “Building Career”. Ms. Parvathy Krishnan, CEO, Cucumber Consultants,

Hyderabad acted as session moderator. The panelists include Dr. S. Anand Reddy Manager-HR (L&D),

Hetero Drugs Limited, Ms. Suneeta Lawrence, Success Coach, Tune Inwards and Mr. Sushant Divakar,

Secretary, David Memorial Group of Institutions & Chairman, ISTD, Hyderabad Chapter. Dr. Anand

Reddy dealt with sub-topic of “Career in Corporate: Expectations Vs. Reality”, while Ms. Suneeta dealt

with sub-topic of “Passion Vs. Career – Finding work you love” and Mr. Sushant spoke what it takes to

become a successful manager. There was question and answers part where students got the doubts

clarified.

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THE ISTD ACADEMIA CONNECT PROGRAM CONDUCTED ON 21-10-2017 AT

VJIM, HYDERABAD

An Industry-Academia Connect program was organized at VJIM, Hyderabad in collaboration with

Indian Society for Training & Development (ISTD), Hyderabad Chapter. As part of the program, there

was a panel discussion held on the broad topic of “Building Career in HR”. Ms. Madhujit Singh, CEO,

Ananya Women@work, Hyderabad was session moderator. The panelists include Mr. Narayan Rao,

Head HR, NCC Group, Hyderabad, Ms. Hema Srinivas, Independent Consultant, People Development,

Hyd., Ms. Tushma Singh, Manager L&D, Granules India Ltd, and Cdr Santosh Nagarajan, Associate

Director-Talent Development, Virtusa. There was question and answers round for the clarification of

doubts.

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RECOGNITION

It is a moment of great pride for the chapter that Dr. Kiranmai. P received

the recognition as Woman Achiever from Bangaruthalli awards.

Bangaruthalli awards is a dais where 9 women achievers (Nava Durgas)

from various fields, are honored. Dr. Kiranmai, we congratulate you!

HTTP://CONTENT.TIMESJOBS.COM/MY-FIRST-JOB-KIRANMAI-PENDYALA-

CORPORATE-VICE-PRESIDENT-CHIEF-OPERATING-OFFICERCOO-HR-

AMD/ARTICLESHOW/60779999.CMS

UPCOMING EVENTS

Febuarary, 2018

ISTD NATCON- 47TH Annual National Convention, 2018

Theme: “Evolving Technology- The Future of Workforce”

Date: 23 and 24 Feb, 2018

Venue: Hyderabad Chapter

Details will be shared soon.

We request you all to contribute your original articles for next issue of Manthano on “Technology

Evolution: Developing the Future Workforce” latest by 20th Dec, 2017.

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Editorial Advisory Board

Mr. SV Nathan, Chief Talent Officer, Deloitte

Prof. BR Virmani, Founder-Chairman, CORD-M (http://www.cord-m.com/)

Rajeev Balakrishnan, AVP, Talent Development, Deloitte Consulting

Editorial Support, Vol. 2, Issue 4

Khushboo Shroff

Become an ISTD member: Download the application form from this link:

http://www.istd.co.in/sites/default/files/INDIVIDUAL%20MEMBERSHIP%20FORM.pdf.

Bring the completed form along with the cheque to the Learning Professionals' Forum and hand it to

an ISTD office bearer.

Join the ISTD Diploma course! Details here: http://www.istd.co.in/diploma

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