Really Recession??

At times i think since this recession been almost an year now....i should have had more time doing things i would have done in a bit of leisure...and blogging comes at a top priority since it gives me a scope to write.I had always wanted to write but never could move on to professional writing nonetheless a few regional articles here and there were published. Writing something out of passion or for something that we really feel for is infact valued.

Anyways not deviating from my topic ,i have hardly seen recession personally on the work front.May be the inflations have gone up,prices of commodities have been fluctuating a lot but still i have not found out time to spend time in leisure.Somehow i feel in these reccession times we do the same work but at a slower pace, with a lot of irritation and constant complaint "recession or no recession pressure of work is still the same". I guess this time we should really start thinking of work in a different sphere.

The IIM-ISB debate:

I just came across this interesting thread on the IIM-ISB debate fo placements this session...
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Somebody wrote:"I am not writing this as a reprsentative of ISB alumni community,but we must all realize one thing ,its difficult times for everyone and in such times placement is not the only criteria you should base a decison upon if yo are an MBA aspirant .MBA is an experience and a long term investment.So carefully weigh your options.And commenting on the ISB-IIM comparison ,I think its as useless as the exit poll opinions:).Both schools have diffeernt batch profile,different pedagogy and different targeted job profiles for placements.Plus in ISB people come with significant work experience and are very clear about where they want to head to.So lot of high salary offers are also turned down unless the roles and responsibilities are meaty enough.So if placements puts a question mark on the credibilty ir quality of the institute then the inseads,whartons,havards of the world will also be as useless as ISB is:)

So what say ...this has infact made me think how not so distinctively we base our decsions and opinions on B-school ratings and how well made is it.ISB being a deemed institute by one and all in our country also has to undergo such a severe scrutiny,overlooking its last 50 years of rich heritage and contributions to the business world.

ways of writing effective e-mails...

Dear readers ,today's post being taken from "David Silverman" who has authored tips of writing better e-mails.
"Given the number of emails you send every day, you should be an email-writing expert, right? In case not, here are a few tips for effective messaging:

Ask for something. All business writing includes a call to action. Before you write your email, know what you're asking of your audience.

Say it up front. Don't bury the purpose of your email in the last paragraph. Include important information in the subject line and opening sentence.

Explain. Don't assume your reader knows anything. Provide all pertinent background information and avoid elusive references.

Tell them what you think. Don't use the dreaded "Your thoughts?" without explaining your own. Express your opinion before asking your reader to do the same.

Well .......after reading the stuff I too felt the same way as you did,I mean "who wants to read all this crap....as if I dont know ,I could have easliy authored something like this and get myself listed in Harvard Business Review and why the hell does David or someone else have to tell me this as if reminding to some kindergarten kid! Huh!"
Then I paused if this wasn't so important then why would it be listed in HBR,I mean how many of us really notice these when we write an email.....and if the person sitting and reading at the other terminal doesn't understand it we trash him to be a moron.....not fair!

favorite blogs.....

Huh! friends long time since I scrabbled something on my this thinkpad. Ah! admitting though been a bit lazy these days,and more probably thinking "anyways who would be reading me regularly and how does it matter to rest what I think for HR,I mean there's already been lot of business guru's pouring out immaculate amount of views on the HR regime here and there" ...Well! I would have continued thinking so and might have delayed my this post too, when I came across this -http://www.personaltoday.com/articles/2008/22/46637/favourite-blogs.html

Wow! so some people really read my postings with interest even though it took my notice that our man has changed my gender here;-) Anyways, probably yes once the continuity of writing breaks its difficult to get back again to writing untill something instigates you.Hmm but let me ponder over somethings here, do we really write just to drive in traffic or is it because you really see a cause in your writing and it assures you that the cause would be visible to others too ? Give it a thought!

The Six-Month Itch!

The idea of 'quality employment' among generations of workers................

Lack of quality employment/job satisfaction forces dwindling enthusiasm at work, both for the older and younger workers alike
Both younger and older employees show a remarkable decline in their job satisfaction levels right within the first six months of their employment
Veterans, Baby boomers, Generation Xers, Millennials. ..! They are four different generations with varied work styles, attitudes and work preferences. While the first two generations believed in loyalty towards their employers, the latter thrust their loyalty towards their career...more so the millennials. All these differences have proved over decades what we call the 'generational gap'! That's old story. Ripping apart differences, is a commonality among them...their idea of a 'quality employment' or a 'good job'! Lack of it forces dwindling enthusiasm at work, both for the older and younger workers alike.

Sirota Survey Intelligence examined the overall job satisfaction of workers across generations. Emphasis was on employee treatment in line with the basic conditions of employment. Results showed that only 14 percent of employers have enthusiastic employees in their workforce. This was largely a result of their tenure on the job rather than generational differences. It was found through the survey that both younger and older employees showed a remarkable decline in their job satisfaction levels right within the first six months of their employment.

Job dissatisfaction - a few reasons
Let's see a few reasons why employees show a decline in their job satisfaction levels within six months of their employment.
Employer attitude and behaviour: The way management treats its employees, its attitude and behaviour towards them, in general, the 'company culture' determines the enthusiasm levels of employees to a great extent. Irresponsible behaviour of management would result in a decline in enthusiasm.
Unmet needs of employees: An employee's previous work experience, career stage and life stage, all define his present needs at workplace. Lack of need satisfaction measures at organisations keeps employees unhappy and demotivated. Lack of appropriate recognition and rewards, poor vacation policy and such other issues undoubtedly keep employee enthusiasm levels dipping .
Monotonous tasks and responsibilities: Unchallenging assignments, routine tasks and responsibility without commensurate authority can all lead to waning enthusiasm. Dropping enthusiasm levels can only harm employee productivity, thereby resulting in negative growth of the company.
A Jewish proverb goes, "Drive your horse with oats, not with a whip". Experts therefore suggest a few techniques both for the employer and the employed to reignite the lost passion for work and make the workplace a haven.

Rekindling passion
For employers - Appreciate a good job done immediately: Pat employees immediately for a good job done. Immediate feedback gives better results than unending wait until the annual performance reviews. More importantly, displaying enthusiastic feelings overtly about the good job is essential. Whoever said that non-verbal communication forms a major share of good communication habits was not wrong!
Make trust the key word: Trust employees that they will successfully complete a given assignment. Employer trust builds up enthusiasm levels by volumes.
For employees - Think of positive examples: Inspiring stories and positive lessons of others keep your enthusiasm clock ticking. The more the number of stories, the better motivated you will be. Find employers who allow your passions find direction and keep you more engaged in your work and inculcate the participative approach in you. Don't just think of a job, think of a positive contributor towards achieving the mission of your company.
Reason out 'why': List reasons why you have taken up your job and put it up at a place where your vision reaches frequently. Identify the top motivating factors and remain glued to them. More importantly, identify the demotivating factors and work towards eliminating them. Keep a journal of your progress and make suitable changes accordingly.
Leave behind doubts and hesitations: Waiting for somebody backstage to rekindle passion in you? The wait is worthless because passion comes from within you. The key lies in recognising it and putting forward yourself without doubts and hesitations.
Commit yourself to work relentlessly: Plan your work. Planning gives stability and certainty. Plan to commit yourself to increase passion gradually. Belief in your plan and proper execution will take you ahead.
Believe in yourself: "Is it going to work?" and "How is it going to work?" There's only one additional word in the latter question...'how'. And that simple word makes a world of difference in achieving something. It's all about your attitude that determines largely your success at work and of course in life.

So friends , how do you plan to reignite your passion for work and improve your quality of life?