Walter Okpala: How long can an employee stay at the same company?...

Walter Okpala: How long can an employee stay at the same company?...: There is a question that always props up again and again. How long can an employee stay at the same company? Provide your comments on thi...

How long can an employee stay at the same company?

There is a question that always props up again and again. How long can an employee stay at the same company?

Provide your comments on this question. I will like to hear from you!

Walter Okpala: Asking for a pay raise 3

Walter Okpala: Asking for a pay raise 3: In my last post, I asked a question regarding good performance which is not compensated with an increase in salary. What should an employee...

Asking for a pay raise 3

In my last post, I asked a question regarding good performance which is not compensated with an increase in salary. What should an employee do in such a situation? I consulted 3 specialists about this theme and each gave me a different response.

     The first told me that the employee should first check the financial situation of the organization. If the condition is good, he or she can then ask for an increase in pay. On the contrary, the employee should not ask for a raise. The second specialist told me that the employee has the right to a raise if the performance is good. Therefore, the employee should ask for a raise if the organization did not offer that.

     The third specialist informed me that the employee should not ask for a pay raise, but should look for another place to fulfill his desire. The specialist emphasised that if the employee thinks he worths more, he should look for this compensation outside the present organization.

     Which of the three advice do you accept? Give your comments!    

Walter Okpala: Asking for a pay raise 2

Walter Okpala: Asking for a pay raise 2: Do you think you are receiving less than what you worth? Are you demotivated because of your pay? Do you think people in other companies pe...

Asking for a pay raise 2

Do you think you are receiving less than what you worth? Are you demotivated because of your pay? Do you think people in other companies performing the same functions are earning more than you do? How would you then proceed to ask for a pay raise? 

     There are two schools of thought regarding this topic. One school of thought says an employee should make his or her desire known to the boss while the other says an employee should not request for that. The first opinion argues that an employee should express his desire if he works in a small company. The reason is that small organizations generally forget about the issue and reminding them will be beneficial to the employee. 

     The second school of thought justifies its opinion of not requesting for a pay raise because your pay is tied to your performance. If your performance is good, your salary will automatically be good. This school of thought emphasizes that big companies generally use performance evaluation to compensate its functionaries. 

     But, what happens if your performance is good but there is no change in your income? Watch out for what specialists say about this!    

  

Walter Okpala: Asking for a pay rise

Walter Okpala: Asking for a pay rise: The issue of salary is always a hot, but subtle topic to discuss about in any organization. Everybody wants to receive big salary. However,...

Walter Okpala: Asking for a pay rise

Walter Okpala: Asking for a pay rise: The issue of salary is always a hot, but subtle topic to discuss about in any organization. Everybody wants to receive big salary. However,...

Asking for a pay rise

The issue of salary is always a hot, but subtle topic to discuss about in any organization. Everybody wants to receive big salary. However, no one wants to talk about openly. To worsen the situation, some employees think they are not receiving enough and this keeps them demotivated. The question asked by many is: how should an employee ask for a pay raise?

     Write your comment on how you think employees should ask for a pay raise!

     

Walter Okpala: High level of conflict in an organization 2

Walter Okpala: High level of conflict in an organization 2: In my last post, I asked the question regarding the level of conflict an organization can support. Although some specialists admit that som...

High level of conflict in an organization 2

In my last post, I asked the question regarding the level of conflict an organization can support. Although some specialists admit that some kind of conflict is good for an organization, they also affirm that excessive conflict can be destructive. The question to answer now should be: what is the tolerable limit?

     One thing is to identify some individuals who cannot work in teams. These are called individual contributors. The second thing to be done is to find out why these individuals do not like working in teams. Is it because of conflict among the members of the team? The real thermometer is measured by the number of people who desist in working in a team. If many people resist working in a team, that means a high level of conflict. In this case, specialists recommend that organization take drastic measure.

     The drastic measure is to fire the leaders of the conflict. Specialists argue that these individuals must be fired in order to prevent the destablization of the organization. Therefore, organizations should watch closely to know when the situation is getting out of hand in order to take the necessary action.

   

  

Walter Okpala: High level of conflict in an organization

Walter Okpala: High level of conflict in an organization: What happens when there is a high level of conflict in an organization? Who is to blame? Please, give your input into this discussion by a...

High level of conflict in an organization

What happens when there is a high level of conflict in an organization? Who is to blame?

Please, give your input into this discussion by answering the questions above.

Walter Okpala: What level of conflict can organizations tolerate ...

Walter Okpala: What level of conflict can organizations tolerate ...: In my last post, I asked a question about the level of conflict tolerable in an organization. Specialists have different opinion about the ...

What level of conflict can organizations tolerate 2?

In my last post, I asked a question about the level of conflict tolerable in an organization. Specialists have different opinion about the issue. Some say that having different opinions should be tolerated because it is beneficial to organizations. Others argue that everybody should be given opportunity to give their opinion during meeting. However, some specialists think that conflict should not be permitted because it can bring hostility in the team. Those who accept some sort of conflict says that the stated conflict is nothing but argument. The conflict is not physical because this type of conflict can never be tolerated. Whatever has to be discussed has to be done in the meeting room. As soon as the meeting is over, the decision of the majority should be followed.

     The take home from the discussion is that leaders should transform what is usually considered conflict into an argument in the meeting room. In this way, the person is given the chance to explain himself instead of being isolated. Think about this!    

Walter Okpala: What level of conflict may be tolerable in an orga...

Walter Okpala: What level of conflict may be tolerable in an orga...: It is understandable that wherever there are people there must be a kind of conflict. It is also understandable that organizations cannot f...

What level of conflict may be tolerable in an organization?

It is understandable that wherever there are people there must be a kind of conflict. It is also understandable that organizations cannot function adequately if there is always conflict in them. Since conflict is inherent within group of people and at the same time, prejudicial, how then should organizations deal with conflict? What level of conflict should organizations tolerate?

     In the next posts, we should look at what specialists say about this issue. So, check out!

  

Walter Okpala: Stop procrastinating, take action!

Walter Okpala: Stop procrastinating, take action!: We are getting towards the end of the year, a period in which many people generally leave everything they wanted to do until the following ...

Stop procrastinating, take action!

We are getting towards the end of the year, a period in which many people generally leave everything they wanted to do until the following year. People who want to lose weight will say "I will start my diet only after Christmas and New Year Day celebrations". People who want to change their jobs will say "I will do so next year". The same goes to people who want to start new businesses. The list goes on and on and on. Putting up what you can do today to a future date is called procrastination. Procrastination is a killer to whatever your plans may be.

     When we procrastinate, we postpone actions which could have turned us into success. Success does not come to people who know what to do, rather, it comes to those who execute. No matter how intelligent or articulated or strategic you are, there is no success unless there is execution. Secondly, there is no formula you can apply that can lead you success. Success requires a lot of trial and error until you get there. Therefore, you cannot assume you know what to do and any time you start doing it, you will reach success. 

     Some people procrastinate because of fear of facing the reality. Others do it as a result of the natural equilibrium process which hold a lot of people back. Others still do it because of lack of a strong vision. In order to overcome procrastination, think about being at a place where you want to be. What would it be like if you are there? How would your life change? How would the people around you see you? After asking yourself these questions, you should stop procrastinating and take action immediately!

         

Walter Okpala: What happens if you discover that some workers do ...

Walter Okpala: What happens if you discover that some workers do ...: In the last post, I asked a question regarding your reaction if you discover that some of your subordinates do not like working in teams. T...

What happens if you discover that some workers do not like working in teams 2?

In the last post, I asked a question regarding your reaction if you discover that some of your subordinates do not like working in teams. This is a problem many companies face. In many cases, the leaders of the teams take the wrong action. Examples of the decisions taken are demition, punishment of the disobedient, or picking them for revenge. But, what are the right proceedures to follow in this case?  

     According to specialists, a leader should firstly identify those individuals who do not like working in teams. Jack Welch, the famous former CEO of GE, recommends verifying the ability of those who do not like working in teams. He says that these individual contributors with exceptional skills should not be wasted. Instead, he recommends keeping them outside the teams in as much as they bring the required results. Other specialists even recommend having meeting with them to find out why they do not like working in teams. However, these recommend giving the group supervised autonomy so they do not become disaggregator in the organization. They can be trained through coaching in order to reduce resistance to teamwork.

      

  

Walter Okpala: What happens if you discover that some workers do ...

Walter Okpala: What happens if you discover that some workers do ...: It is known that every organization spends a lot of money on training its staff about teamwork. However, some people do not like working in...

What happens if you discover that some workers do not like working in teams?

It is known that every organization spends a lot of money on training its staff about teamwork. However, some people do not like working in groups or teams. The question is therefore: what should a leader do if he or she discovers that some of the subordinates do not like working in teams? How should he or she proceed about this? Should a leader fire those who cannot work in teams or should he tolerate them? What happens to those who obey working in teams? 

     If you are a leader, think about this question and make a comment on how you should deal with the problem.