02:17
Noman Ikhlaq
Most of these employees have traditionalist parents. They enter the industry with strong opinions and work ethics and also as dual career couples with their equally educated wives at the flank. This generation can be observed by their hard work, aspiration to stand out and be unique, their value of personal growth and their observance of the equality amongst the sexes. Their work ideologies include questioning authority, and less hierarchal work structures. The usually have small families and follow luxurious lifestyles earning them the title of the ‘Me Generation’. This generation initiated the popularity of divorces and second marriages, and also a professional deviation from long term employment through multiple employers, downsizing, restructuring, second careers etc. The middle aged workforce is the fuel to today’s management and businesses. Another trend initiated by these people is the delay in retirement, with nearly 80% having a desire to work part time after retiring (Hicks & Hicks, 1999)
Wednesday, 18 May 2011
What Is Work " According To Mr. Abide"
Also known as veterans, matures, or the silent generation Traditionalists are the conventional workforce of the 1900’s to 1940’s defined by their stereotypic approach to work and life. They work in the office from 8 am to 5 pm, including work on weekends and overtimes in busy season. Traditionalists are stubbornly conservative, economical, hard working conservatives who respect authority, abide by the written rules unremittingly and put duty before pleasure. Most of their careers are spent under the banners of one or two employers which makes them loyal, and stable. Although traditionalists are retiring increasingly they remain connected, well informed and influential (Hicks & Hicks, 1999).
Generational Differences in the Workplace
The corporate firms today generally have five different generations of people working adjacently; the middle aged workers, the Traditionalists, generation X and Generation Y. To ensure productivity and a continuation of traditional work ethics and methodology, employers have to create an effective work environment for younger workers, as well as older workers. A balance between these work forces can be advantageous to the employer creating newer work opportunities which can be executed up to optimum level with the help of experienced workers.
A generation is defined by demographics and key cultural and historical events that shape characteristics (thought processes, work ethics, traditions, techniques, aspirations, future ambitions etc) of the people in that age.
General description of these generations are employees over 60 years of age belong to the Traditionalists, In their mid 40s to 60 are the middle aged work force, employees from the age of 20 to 40 are the Generation X and those in their early 20s or younger are the Generation Y (Deal,2006).Generational differences create patterns that can be observed over time. Studying the background and characteristics of each generation can be helpful in assessing the challenges each individual imposes on the work environment, and distinctive talents of individuals as well as determining the future patterns of the workplace
A generation is defined by demographics and key cultural and historical events that shape characteristics (thought processes, work ethics, traditions, techniques, aspirations, future ambitions etc) of the people in that age.
General description of these generations are employees over 60 years of age belong to the Traditionalists, In their mid 40s to 60 are the middle aged work force, employees from the age of 20 to 40 are the Generation X and those in their early 20s or younger are the Generation Y (Deal,2006).Generational differences create patterns that can be observed over time. Studying the background and characteristics of each generation can be helpful in assessing the challenges each individual imposes on the work environment, and distinctive talents of individuals as well as determining the future patterns of the workplace
Principles of Character in Leadership
Character and its connection to leadership success is a vital element in managerial and organizational performance. The Principle of Character in Leadership skills is simple and unfeigned stating that doing the ‘right’ things is more important that doing things right. Often people fail to grasp the concept of building their careers on the basis of their strong character; and in hurried decisiveness neglect in establishing themselves as worthy doers.
Hesselbein (2004) expresses that ‘Leadership is about how to be, not how to do […] it is about character”. Nearly all Leaders with character have been identified as authentic leaders (Fairholm, 1991, 1998; Gardner & Avolio, 1998; Luthans & Avolio, 2003; May, Chan, Hodges, & Avolio, 2003; Price, 2002). The description of an authentic leader consists of their being morally veracious; having a clear vision of their preferred destinations; focused on their goals and beliefs; show substance in their values, ethics and actions; and hone a positive attitude constituting confidence, optimism, resilience in their selves and their associates and command a respect for their dignified disposition (UNL Gallup Leadership Institute, 2004). It is affirmed by May, Chan et al (2003) that “authentic leaders ... see themselves as the ‘moral standard bearer’ for their organizations, demonstrating consistently high standards of ethical conduct.”
Astounding leadership has to have the basis of a strong personal character (Rousseau, 1990; Rousseau, Sitkin, Burt, & Camerer, 1998; Schein, 1985). A show of worthy character also involves the display of the presence of values. Values associated with trust in a work environment. The greater the concern for the employees the more likely it is to attain a reputable position as a trustworthy employer compared to those employers who value self gratification (Whitener, Brodt, Korsgaard, & Werner, 1998, p. 523). The existence of character helps to ameliorate the relationship amongst leadership and personal values.
Successful interpretation of various employment opportunities by an astute leader is possible if the leader exhibits traits like being an organizational representative, who gets things done through others, and has a vision for the organization and demonstrates this vision through his interpersonal strengths, change imperatives and strategic enterprises (Bass & Avolio, 1994; Kotter, 1990, 1998; Rost, 1993).
According to the Greek scholar Aristotle (384-322 B.C) the character explains a person’s past actions and predicts a person’s future behavior (Sherman, 1989). There are competitive and supportive environments to work in that nurture character building (Bass & Steidlmeier, 1999; Josephson & Hanson, 1998; Spears, 1998). For example, as an element of character, integrity surfaces when a leader ordinates his actions with his words reinforcing follower’s thoughts of his leadership approach (Simons, 1999).
The British Royal Military Academy at Sandhurst encourages character as a preliminary component to leadership development (Rowallen, 2002). Research states that leadership is crucial to the social, moral, economic, and political frames of society (Bass & Steidlmeier, 1999; May et al., 2003; Price, 2002). Gavin et al. (2003, p. 171) in their study of world leaders over the past 150 years say that "manager[s] possessing strong character ... will create a better world for everyone." Peterson (2004, p. 11) say that the presence of integrity in an organization’s leader reduces the chance of unethical business practices which harm the workers or the customers.
Kirkpatrick and Locke (1991) in their report show that “character as a leadership trait consists of six elements: drive, desire to lead, honesty and integrity, self-confidence, cognitive ability, and knowledge of the business”. Similarly, Gergen (2001) suggests that “character, vision, and political capacity are three essential traits of anyone aspiring to be in a leadership position”. Tait's (1996) study in the United Kingdom found that “character consisted of honesty, fairness, compassion, humility, and being one's own person”. The seven virtues, as outlined by Barker and Coy (2003) are “humility, courage, integrity, compassion, humor, passion, and wisdom”.
The importance of ethically conscious organizations cannot be underestimated; neither can the fact that leaders with a healthy character are essential building blocks for socially responsible and financially prosperous organizations. According to Calabrese and Roberts (2002, p.232), “leaders lacking character create chaos and foster despair.” It is vital that business leaders understand the gravity of their characters, strengths and weaknesses to prevent crisis related to workplace. A leader with prominent character traits can inspire in his employees the desire to function in an honest and healthy social and economic manner. It is a significant means of constructing companies and environments that have ethical and economical advantage over others (Goffee & Jones, 1998).
The growing awareness of Character is not enough to engender a more ethical work methodology. To fully comprehend and cultivate this attribute one has to know the in depth meaning of Character. Barlow, Jordan, and Hendrix (2003, p. 564) define character as “doing the right thing despite outside pressure to the contrary”. Likona (1991) states that character is not necessarily inborn but on the contrary character develops over time progressing in three essential phases. The first phase is ethical awareness and adequate moral knowledge; and the use of this moral knowledge to justly decide the right thing to do. The second is ethical concern regarding one’s course of actions. This aspect constitutes of a person having a “fair conscience, self-esteem, empathy and humility”. The third phase is of taking actions in accordance with the ethical decisions.
From general definitions of it we can deduce that although character is a matter of personal values it has far reaching implications on outward results.
Sunday, 15 May 2011
Careerbuildertools of Appointment Latter
Mr. _________________
House # ____, Sector ____, area ______,
City: ___________
Dated: ___________
Ref: ___________
Re: EMPLOYMENT LETTER
Dear Mr. ________________
This draws reference to your application for the service, and subsequent interview we are pleased to offer you employment as a _______________________ in our company ________________ “the Company” on the following terms and conditions:
1) Your employment will be deemed to have commenced from the date you assume for your assignment, which in any case should not be later than ______________, duly verified by your joining report. Your employment will be subjected to your antecedent being verified and found to be satisfactory.
2) The contract assigned to you can be terminated earlier according to the clause 7(a) of the contract or upon expiry of this contract terms, which ever is earlier. You will automatically cease to be in employment of “the Company” and will not entitled to any notice or pay in lieu of notice or any other benefits, allowances or benefits whatsoever other then mentioned in letter of this contract.
3) If “the Company” requires your further services, the “the company” would offer you a fresh contract for the specific period after expiry of this contract. Unless such contract is entered into written between _______ and your self, no such contract or employment would in any way be implied or construed.
EMOLUMENTS:
4) Your salary, inclusive of all cost living allowances and other statutory allowances enhancement, benefits, mandatory increments shall be the sum of $.______ (Dollar _________ Only) per month.
The above emoluments will be paid after any deduction requires under the tax or applicable legislation. You will be personally responsible and liable for all personal income and other taxes associated with your contract.
BENEFITS:
In addition to the emoluments outlined above you shall be entitled to the following additional benefits and such other as may be prescribed by “the Company” from time to time. In addition this regard it is expressly understood that the above compensation package and benefits may be altered at the sole discretion of “the Company” without prior notice.
LEAVE:
5) Should your cumulative contractual service period with the company extend beyond 12 months you will be entitled to 15 days earned leave upon completion of first twelve months. The above entitlement will be governed by “the Company Leave Policy rules.
TERMINATION OF CONTRACT:
6) Your appointment may be terminated:
a) If in the company opinion, which shall be final and binding, you are found guilty of dishonesty, misconduct, disorderly behavior, negligence, indiscipline, insubordinate nation. Absence from the duty without permission or of any conduct which violates one or more terms of this letter, your contract shall be liable to be terminated forthwith without any prior notice whatsoever or any compensation in lieu of notice.
b) Upon expiry of this contract assignment as mentioned in clause2 of this letter of appointment. In such case you will not be entitled to any notice or compensation, or benefits, allowances or facilities in lieu thereof.
7) Should you wish to leave terminate the contract employment prior to the expiry of this contract period, you shall have the right to terminate the Job Contract under the clause by giving notice period not less than one month in writing at any time with pay a lump sum cash equivalent to the salary for remaining period of the contract in lieu thereof. Similarly the Company may also terminate the Job Contract under this clause by giving one month notice period in writing at any time.
OTHER RULES AND REGULATIONS:
8) Your contract will be governed by the services of __________ enforced from time to time in all respect.
9) You agree to perform, observed and confirm to such duties and instructions as may form time to time be assigned or communicated to you by the designated officer.
10) You will be responsible for the safe custody and return in good condition and order, of all Company property, which may be in your use, custody, care or charge. The ______ shall have right to deduct the any value of all such things from your dues and take such other action, as it deems proper in the event of your failure to account for such property to the company satisfaction.
11) You will not divulge, directly or indirectly, to any person or body any knowledge or information which you may acquire concerning the affairs, property, enterprise and undertaking of the Company and shall maintain the usual secrecy about the business and other affairs of the Company. Furthermore, you shall not take or remove premises of the company without consent of the management any data, table calculation pertaining to the Company’s business affairs, in any form (paper, diskettes, tape, CD, optical or magnetic, etc).
12) You will be required to observe the office hours fixed by the Company time to time.
13) You are required to notify the Company immediately of any change in your residential address, phone number or in your civil status.
14) Your contract responsibilities or duties may be changed from time to time by the Company, as it may necessary.
15) During the period of Contract your services are liable to be transferred to any where in
16) You must note that you will be contractual employee of the Company and shall not claim any remuneration/facilities from Company.
17) If these above terms and conditions of this Job Contract are acceptable to you, kindly sign and return his duplicate copy attached as your acceptance to the same. Please also provide two references of persons not related to you.
Yours Sincerely,
For ______________________
___________________
Chief Executive Officer
