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Aljure By Andrew Saab, Professor international socio-founder of Corporate Communications Aljure-Ocampo.
already affected by the "bug" economic self-sufficiency during the final phase of my engineering studies, I consulted my teacher of Industrial Relations, and basic tips for job search was just beginning.
With special interest we shared some of the comparative analysis was performed with the alternatives he had.
remember well that this analysis sought to make the best choice work "put in the balance" among others, issues such as compensation, company name, its origin, history and performance, non-economic benefits, the roles and responsibilities, learning potential and even simple features such as ease of access and geographic proximity.
Since then, I've never forgotten what my teacher said with words similar to the following: " Andrew, before any consideration, consider who will make sure your boss and, if possible, that means well with him. "
After 19 years, the council could not have greater validity.
In fact, studies conducted by the Gallup Agency, based on interviews with 80,000 managers and more of 1,000,000 employees, concluded that "more valued employee relationship with your manager - chief - the credit, prestige, benefits, salary and other characteristics of a particular company, however big and powerful that it is" .
According to this conclusion, the logic becomes relevant formulation of the question, What then are the aspects that should allow for a boss to have good relations with their partners? Or, in other words, what may be what characterizes a "good boss"?
To arrive at an alternative approach to answer this question, well worth considering that the Great Place to Work Institute, which investigates and makes classifications of "good places to work," said the trust between managers and employees as the basic feature of these sites or organizations and states as well that this trust has three dimensions:
already affected by the "bug" economic self-sufficiency during the final phase of my engineering studies, I consulted my teacher of Industrial Relations, and basic tips for job search was just beginning.
With special interest we shared some of the comparative analysis was performed with the alternatives he had.
remember well that this analysis sought to make the best choice work "put in the balance" among others, issues such as compensation, company name, its origin, history and performance, non-economic benefits, the roles and responsibilities, learning potential and even simple features such as ease of access and geographic proximity.
Since then, I've never forgotten what my teacher said with words similar to the following: " Andrew, before any consideration, consider who will make sure your boss and, if possible, that means well with him. "
After 19 years, the council could not have greater validity.
In fact, studies conducted by the Gallup Agency, based on interviews with 80,000 managers and more of 1,000,000 employees, concluded that "more valued employee relationship with your manager - chief - the credit, prestige, benefits, salary and other characteristics of a particular company, however big and powerful that it is" .
According to this conclusion, the logic becomes relevant formulation of the question, What then are the aspects that should allow for a boss to have good relations with their partners? Or, in other words, what may be what characterizes a "good boss"?
To arrive at an alternative approach to answer this question, well worth considering that the Great Place to Work Institute, which investigates and makes classifications of "good places to work," said the trust between managers and employees as the basic feature of these sites or organizations and states as well that this trust has three dimensions:
1. credibility, regarding aspects such as communication between managers and employees, the ability to make them understand the relationship of his work with the objectives of the company and the example set by leaders.
2. respect, related to events such as empowering employees with resources and training, thank you for your efforts and results, and making them partners in the activities of the organization.
3. justice, understood as the exercise of impartial decision-making, non-discrimination, the opportunity for the collaborators to be recognized and share the income equally over the pay and compensation.
If you look good in front of the search of the characteristics of a "good boss," What aspect that includes Great Place to Work, presented above, is not connected with this administration?
Moreover, several studies on job satisfaction and consolidation of good places - businesses - for work, found a direct relationship between lack of satisfaction, productivity and competitiveness of organizations. This
dissatisfaction caused by personal characteristics and management of the chiefs is reflected in three aspects:
-
Decreased performance - Increased levels of complaints
- ; Increased absenteeism
- Low innovation and
- Increasing levels of staff turnover.
Being a "good boss" or not, has implications directly on job satisfaction which in turn directly impacts productivity.
Then be a "good boss" is a necessity and a requirement that impact well-being and organizational climate has a direct impact on corporate competitiveness .
According to a study led by J. Ridderstrale and KA Nordstrom, "80% of executives worldwide said that attracting and retaining people is currently number one strategic issue" . Auque
retain talented employees is another issue related to corporate reputation, this is an issue associated with the characteristics of a being a good leader.
If your role in your organization includes the management of human talent, it's worth before it came to judging the performance of its partners, ask first what might not be doing well as head or what could be improved.
dissatisfaction caused by personal characteristics and management of the chiefs is reflected in three aspects:
-
Decreased performance - Increased levels of complaints
- ; Increased absenteeism
- Low innovation and
- Increasing levels of staff turnover.
Being a "good boss" or not, has implications directly on job satisfaction which in turn directly impacts productivity.
Then be a "good boss" is a necessity and a requirement that impact well-being and organizational climate has a direct impact on corporate competitiveness .
According to a study led by J. Ridderstrale and KA Nordstrom, "80% of executives worldwide said that attracting and retaining people is currently number one strategic issue" . Auque
retain talented employees is another issue related to corporate reputation, this is an issue associated with the characteristics of a being a good leader.
If your role in your organization includes the management of human talent, it's worth before it came to judging the performance of its partners, ask first what might not be doing well as head or what could be improved.
F eltiempo.com
