ORGANISATION

BEHAVIOUR
SUBMITTED TO- Dr. AMAR MISHRA
SECTION-A
GROUP- 9
ROLL NO. NAME
18034 AMAN KUMAR JHA
18001 AKASH MITTAL
18046 ANSHU SINGH
18052 ARCHIT GOEL
18021 AKASH BISHT
18059 PAKHI GOYAL
FUTURE CHALLENGES
OF MANAGERS
 INTRODUCTION
“TO SURVIVE AND SUCCEED EVERY BUSINESS WILL
NEED TO TRANSFORM ITSELF INTO
A CHANGE AGENT”

There are two eternal truths: Life is about

change; and being a business leader can
be super challenging!
CREATING INNOVATIVE
TEAMS
With technology advancing so quickly, if you’re not
invested in staying up-to-date and making sure your
team is innovative,

It’s not as hard as you may think because people want

to learn.
Many ways to Promote Innovation on projects

• Reduce control, increase trust

• Create a safe environment
• Reward new ideas
• Bring diverse people together
• Invite outsiders onto the team
• Rotate people
• Enable people to learn in the experience

Pro-Tip: It’s good to give your team autonomy to play with ideas while still in the
planning stage. It empowers your team to find solutions and not just complete
tasks.
 HIGH STAFF TURNOVER
• HIRE THE RIGHT PEOPLE
You must hire employees who are behavioral and cultural fits for the job.
They will take their skills somewhere they fit in.

• OFFER COMPETITIVE PAY AND BENEFITS

People want to be compensated well. They need to cover standard
expenses like housing, utilities and food and employees want good benefits
for the betterment of the life.
• GIVE PRAISE
Employees want encouragement .when employee do something right
appreciation is must. The goal here is to create an encouraging , positive work
environment. When employees feel motivated ,they are more likely to stay.

• SHOW THE CAREER PATH

Most employees want to increase their skills and knowledge and move up the
career path. Giving them opportunities to learn new skills and practice them.

• ALLOW FLEXIBLE WORK SCHEDULES

Flexible work schedules let employees adjust their work time and location. Take
care of families .when employees can live their live outside of work,they will be
more satisfied and less distracted when at work
 Bringing Out The Best In Your Employees

All employees have good days and bad days. Some

of the causes are out of your control. But it’s
important that you take steps to make as many days
as possible “good days.”

Treat every employee with

respect
Help employees align their personal
goals with their work goals.
• Here are four simple tenets to help you re-
focus on bringing out the best in your team-
Communicate
• Communication is the most important tool in the workplace,
but unfortunately, it’s the one we see companies struggle
with the most. Employees will follow your lead, so talk to your
team.

Reward
• There’s nothing wrong with a little incentive for good work.
However, don’t overdo it. It’s common for people to expect
this when they’ve become used to things; and when your
employees don’t get rewarded, they might stop working.
Compliment
• One alternative to giving rewards is complimenting your
workers. Give them praise for the good work they do every
day. If you’re adept at noticing mistakes, you should also
make it a point to recognize good work.

Balance
• People make mistakes, and everyone has weaknesses.
Just because your employee missed a deadline this one
time doesn’t mean it was due to irresponsibility. There
should always be a balance between criticism and praise.
If you always criticize your workers, they will feel as
though nothing they do is ever good enough for you.
 ELEVATING HUMAN CAPITAL INVESTMENT:
Around two-fifth of HR professionals indicate that the biggest
challenge for the coming decade will be acquiring human capital and
optimizing human capital investments. On deeply analyzing the
challenges, one thing that is clear is that the most difficult challenge
that’ll crop up is retaining good employees and attracting best
candidates. This entails that HR professionals need to develop talent
management tactics that can effectively contribute in attracting,
retaining and rewarding top performing employees. But what the
organizations can do for countering this skills shortage and ensure
that they find right candidates?
 TYPES OF HUMAN CAPITAL INVESTMENT
• Two common types of human capital investment include education
and training. Education often includes reimbursing employees for
traditional college degrees or paying for seminars or trade schools.
Education is often used to develop an employee’s technical skills
in areas such as accounting, finance, or production.
• Training is most often conducted by supervisors working on the
job with employees, showing them how to complete specific
functions.
• Companies need to consider which employees should receive
training
 Dealing with Outstanding Employees
Some of your employees obviously outperform the others. That’s good news for the
organization.
Outstanding employees need special treatment.
Manager have to pay them special attention.
They want recognition for their talents and efforts. They need encouragement ,
training and guidance.
And above all they need to know that they have a career path in your company, even
if that career path takes them out of your organization.
You’ll be tempted to hold on to your outstanding employees
And ultimately, you’ll be rewarded for your good deed of helping the employee
achieve his or her potential.
Your reputation as a “team player” and good manager will grow, and your own
career will be enhanced.
 DEALING WITH UNDERPERFORMING
EMPLOYEES
• Not all employees do their best.
• Employees’ personal issues
• Provide motivation and counselling. Try to find out the problem area.
• Balance the needs of the organisation with the needs of the
employees.
• Get him trained if there is a problem with his skills.
• If after taking all these measures, there is no improvement, create
circumstances for him to resign from work.
• #1 doing the wrong work, is on the manager: it's your job to make sure your
people work on the right things.
• #2, motivation, means that the employee doesn't see how their work is
helping them meet their individual goals. In addition to money, most people
are looking for purpose, autonomy and mastery.[1] They want their work to
mean something, they want to be free to do it without hassle, and they
want to be good at it. Figure out what they want and why they aren't
getting it. Then fix that.
• #3, lacking skill, is a training issue. Send them to courses, pair them with a
mentor, and give them assignments that grow their skill progressively over
time. Alternately, move them into a role that leverages skills they already
have.
• #4, regular one on ones and try to know what makes the employee not
perform. Nothing happens without a reason.
 CONCLUSION
• knowledge encultured in the norms, values and practices of
managers
• knowledge encoded in management tools and techniques
• knowledge embodied in the skill sets of individuals.
• Leadership training and development programmes
• Encourage strong network ties.
• Retaining and engaging a changing workforce
• Aligning technology best practices to global management strategy