Michael Clarke will take charge as the chief operating officer (COO) as well as the chief human resource officer (CHRO)…
Browsing: Hero Motocorp
These employees were not only found guilty of fudging travel-expense bills, but also of accepting personal favours, gifts and other benefits from some of the vendors, suppliers and dealers .
Jorapur has been managing HR at Hero MotoCorp since 2014.
Due to our own specific physical constructions, developed through the combinations of about 69 natural elements in varied proportions, the genesis of five broader approaches reconcile with the five natural orientations we are living with.
The personal ego state of the stakeholder individuals can make or mar the desired industrial relations.
A majority of the IR managers and trade union leaders are not aware of the legal, behavioural, business and conceptual aspects of unionisation—labour, productivity, benefits, IR, leadership, role modelling, discipline and business management which is why they have a short time perspective to resolve an issue.
Politics coupled with inflated ego is a deadly combination in any situation and it’s rampant in industrial relations.
Any right can only be demanded in return for duty, and that has to be understood by the employees as well as the management.
LinkedIn Power Profiles 2016 is a celebration of members who are not only great at what they do, but have also invested in their professional identity on LinkedIn
Just play along with cause & effect, gravity, flow thermodynamics, electromagnetism and time. You will not only feel motivated, but appear motivated.
The eight stages of an effective IR.
Erikson’s theory of child development can be applied to Industrial Relations.
IR is simply the science and art of togetherness. Learn about the appropriate length, width, depth and time for industrial relations.
It is important to build a charming professional culture in an organisation. Professionalism is nothing but swimming in tandem with the natural rhythm of ‘cause and effect’.
Many IR managers feel that these manipulations are necessary to manage people in varied situations, with varying needs, egos and greed. But it is absurd to believe that such manipulations and negativity can yield positive results.
The prime vested interest of company executives is to rule at will – egocentrism. However, the vested interest of the union leaders is to satisfy their social and self-esteem needs. These are the raw motives, to overcome which and to develop behavioural compatibility between both the agencies, two measures need to be established—a defined transactional system, and constant interpersonal communication.
Hypocrisy is what is observed these days, in the name of decency and tolerance, and the key source of most IR trouble.
Intolerance grows to the level of incapacity in dealing with the four dimensions of universal phenomenon—need, greed, support and ignorance.
Each individual works to satisfy his own need, greed and ego. Each person plays a role in the company’s fitness and has to be paid for his contribution to the same, proportionately.
When Darwin explored ‘survival of fittest’, the ‘emotional intelligence’ was not a developed subject in the new-world. Now, we are very successfully dodging the growth fitness with our hypocrisy.
IR managers need to align workers and their leaders to productive co-existence at all the levels of Maslow’s hierarchy of needs.
Industry laws are meant to make us behave right in a social and natural context, but the trouble begins when someone starts behaving in an unsynchronised way.