Innovation

Innovation plays a key role to contribute in the success of the entrepreneurs in the contemporary economic era. Loosmore M (2014) views innovation as the process of bringing new and creative ideas to reality. In fact, “Innovation allows organizations to better meet consumer needs, stay ahead of the competition, capitalize on strategic market opportunities, and align organizational strengths with market opportunities” (Rujirawanich, 2011). Therefore, innovation acts as a key element for the progression and promotion of an organization. With regards to the innovation theories, many researchers believe that such theories are created from general beliefs. The most contiguous theory of innovation where entrepreneurs have enhanced to be creative is Schumpeterian theory of innovation. Schumpeterian defines innovative as people who discover opportunities by introducing new products or new services (Bula, 2012). Therefore, innovation is the creation of new and intelligent ideas to modify the current conditions and to develop them through creative processes. As far as Oman is concerned, the question is: To what extent innovation exists in new firms in Oman? Do Omani universities prepare students to become innovative entrepreneurs (with reference to government supports, regulation, and policies, and other related factors)?

Government Support

With reference to the factors affecting the growth of innovations, government support is one of the major factors that assist to develop innovation and elevate a firm’s performance. Such financial strengths and support are essential to innovation success (Bayarçelika, Taşelb, Apakc, 2014). Moon & Bretschneider (1998) state that the government has a positive involvement in the innovation process as well as the development process. A study conducted by Jiannan, Liang, & Yuqian (2007) suggests that internal motive forces and external pressures on local government are the two major factors causing innovations. Hence, the policies and legislations established by the government have a considerable role to develop innovations at the national level.

Cultural and Social Beliefs

The cultural and social beliefs and principles that have an effect on people’s desire to innovate is yet another element for the innovation (Bayarçelika, Taşelb, Apakc, 2014). Berent, Uhlaner, Jeurissen, & Wit (2010) found in their study that “less innovative organizations are also less concerned about the environment”. In contrast, more innovative organizations are more concerned about the environment. According to Elenkov & Manev (2005), “sociocultural context directly influences leadership and moderates its relationship with organizational innovation”.  Thus, the cultural and social system (refer to as the environmental fragment) have a significant role to shape a firm’s performance by bringing in innovative ideas.

Human Resource

Human resources (individuals) are another factor that influences the drive of innovation. Individuals’ management skills and institutional structure are imperative factors that affect the performance (Bayarçelika, Taşelb, Apakc, 2014). Pratoom & Savatsomboon (2012) investigated and concluded that a lot of studies show “that community product producer with high level of self-leadership” characters “are more likely to be successful innovative entrepreneurs”. Lee & Lee (2014) consider entrepreneur’s labor and hard work as the key elements to the successfulness of a firm, and not the human capital. Therefore, individual characters can turn out to be the motivational drivers for firms’ performance and success.

Harvard School of Business Theory

In the context of government support, cultural elements, and individuals characteristics that affect the driving of innovation in any firm, Harvard School of Business Theory refer successful entrepreneur as internal and external factors (Mohanty, 2005). Industrial elements such as development of new products or services, marketing orientations, usage of technologies and creative strategies are counted as significant industrial factors for the creation of innovations. Barbosa, Faria, & Eiriz, (2013) indicate that “industry context have power to shape the firm’s innovation choices”. Zakić, Jovanović, & Stamatović, (2008) point out that the “Empiric researches confirm the influence of industry maturity on type of innovation”. Vega‐Vázquez, Cossío‐Silva, & Martín‐Ruíz, (2012) found a positive relationship between market orientation and new product success and their influence in innovation. Schumpeter theory of innovation regards the success of entrepreneur to the product design and development (Piore, 2007).

Entrepreneurship

Entrepreneurship is also a critical key in developing countries within the economic engine. For the same reason, it has become a significant topic for researchers and policy makers. However, there is no specific definition to explain it because companies demonstrate differences in terms of employment, profitability, resources, sales, and other aspects. Therefore, these variables have been the basis of definition. Doepfer (2012) refers to entrepreneurship as the process of pursuing new opportunities by individuals to create market innovations.

Relationship between Innovation and Entrepreneurship

The relationship between innovation and entrepreneurship has been observed by many researchers and economists. Many studies show that firms’ performance is strongly linked to innovations. Hatzikian (2012) cited from European commission 2004 and concluded that innovation plays a central role in business achievement. It needs to be mentioned that innovations and entrepreneurship in Oman are still infant topics due to the lack of applied studies and the scarcity of qualified experts. Therefore, it is anticipated that this study will contribute to determine the future direction and assist decision makers in building effective strategies.

Problem Statement

Innovation and entrepreneurship are major concepts in the modern-day economic world. It has become a great concern in Innovation and Entrepreneurship for different reasons among researchers and businesses. Such reasons are epitomized in positive results, employment creation, and economic growth (Naudé, Szirmai, & Goedhuys, 2011), scientific fields, and the increased role of innovation in achieving entrepreneurship in the context of the knowledge economy (Ali, 2011). Meanwhile, the process of entrepreneurship is also considered as an essential requirement for stability in the business world. Therefore, a vital need to merge these concepts and applications in business along with the global development is extremely important. Since the achievement of entrepreneurship is a vital demand of the organizations, it must cope with the variables to compete with other organizations (Papulova, & Papulova, 2009). Furthermore, it is also necessary to avoid the reaction of being far from the edge of pursuing contemporary organizations. In Oman, numerous steps are being taken by the government, private sector, local communities, and individuals in this regard. However, these initiatives pose a real challenge because of the lack of coherence with the standardized system. It is imperative to note that the governmental contribution is certainly an innovation driver as “innovation depicts a role for policy makers, less as innovators in their own right, and more as orchestrators or enablers of innovation” (Social Innovation Europe, 2014). The mentioned are considered as obstacles of driving innovation in new firms in Oman. Thus, the performance of the firms is affected by them.

Research Questions

This study attempts to answer the following question:

What are the individual, cultural, governmental, and industrial factors related to innovation creation & entrepreneurial performance in Oman? Is there a momentous relationship between these factors and innovation creation & entrepreneurial performance?

Among the four independent variables, which variable(s) will be the most significant in relation to the innovation creation & entrepreneurial performance in Oman?

Research Objectives

To determine innovation creation dimensions related to entrepreneurial performance

To introduce the concept of creation innovation and entrepreneurship performance as a basic concept to manage modern firms in Oman

To determine the factors affecting the creation of innovations & entrepreneurial performance in Oman

To determine the nature of relationship between each independent variables (individual variables, cultural variables, industrial variables, and government variables) and dependent variable (creation of innovation & entrepreneurial performance in Oman)

To determine the most independent variable that has significant relationship to the innovation creation & entrepreneurial performance in Oman

Significance of the Research

Entrepreneurship is considered as one of the hot topics in the context of knowledge of economics as well as technological and scientific development. Since business world has become more competitive and more challenging, managers, leaders and governments must be more aware concerning the importance of related topics (Storey, 2003).

Entrepreneurship and innovation needs more researches for more studies. Meanwhile, Oman is still in its initial phase in the areas of innovation and entrepreneurship. Due to the lack of research and application of the research in the country, this research will have a crucial role to clarify some major concepts and facts related to the development of best strategies.

Theoretical Framework

The study will rely on two theories; innovation theory by Schumpeter and Harvard Business School’s Theory of Entrepreneurship. According to Schumpeter, “innovation reduces the competition” (Soriano, 2013) and lead to increasing opportunities for success attainment by introducing unique products or processes. On the other hand, Harvard Business School’s theory introduces entrepreneurial functions and environmental functions as internal and external factors respectively influencing the entrepreneurial performance (Mohanty, 2005).

Based on above theories, research questions, and objectives, the framework adopts four independent variables – Government supports (GV), Cultural factors (CF), Individual characteristics (IC), and Industrial factors (IF).  These four variables hypothesize to affect two major dependent variables – Innovation Creation and Entrepreneurial Performance (IC & EP) in Oman’s new firms. The figure below illustrates these variables

Scope of the Study

The scope of the study expands to analyze almost 300 new firms with the utilization of mixed-method (interview and questionnaire). These firms will be determined by the General Authority for the Development of Small & Medium Enterprises. Four independent variables namely GS, CF, IC & IF will be hypothesized to dependent variables namely IC & EP in Oman’s new firms. All these variables will be tested and theoretically underpinned by two economic theories namely; Schumpeter’s theory of innovation and Harvard Business School’s theory of Entrepreneurship (Chetty, 2010).

Hypotheses

In order to resolve the problem at hand (and depending on the variables of the study), the following hypotheses is created:
H1: individual variables are significantly related to innovation creation & entrepreneurial performance in Oman

H2: cultural variables are significantly related to innovation creation & entrepreneurial performance in Oman

H3: industrial variables are significantly related to innovation creation & entrepreneurial performance in Oman

H4: government variables are significantly related to innovation creation & entrepreneurial performance in Oman.

Methodology

In this study, a mixed-method and multiple case studies will be applied to gain accurate results (for complementary purposes) (Sale, Lohfeld, & Brazil, 2002). Both quantitative and qualitative approaches will be designed for implementation in the group of innovative entrepreneurs. In addition, an in-depth analysis of at least 20 case studies of new firms (with 5 or less number of employees) in Oman will be conducted. These approaches will be used to collect and analyze data for a single study and among case studies to allow for more understanding and accuracy. The mixed-method and multiple case studies address these gaps between current available resources and factors related to the development of innovations as well as the outcome of innovation levels and enterprises’ excellence. These would ultimately assist for the development of best strategies and practices to drive innovation for the purpose of entrepreneurs’ accomplishments.

In the quantitative approach, the researcher relies on numerical data. The segments’ views are used for developing knowledge including linkage of causes and effects, theories’ investigation, and reduction of specific variables, hypothesis, and questions. Therefore, isolation of specific variables with regularity and accuracy of relationships will be done to deeply investigate and determine instruments. As a consequence, it will return highly reliable and valid scores. For the same reason, a questionnaire method will be utilized for collecting data from at least 300 new firms in Oman.

Alternatively, the qualitative approach provides advanced insight to understand the issues by underlying additional openings, views, and reasons. It links related theory and the empirical results (Kovalainen, & Eriksson, 2008). Moreover, it assists in generation of reliable variables, hypothesis, and questions.  In this study, a semi-structure interviewing method will be employed for data collection from certain innovative entrepreneurs to elucidate in-depth views and concerns. The qualitative method will be used in the first stage to facilitate the development of the research hypotheses and questions and the modification of variables. It will also be helpful in the development of the quantitative approaches. It is intended that this approach will be applied to at least 20 new firms in Oman.

Case studies will be used for an all-encompassing analysis of 20 firms and innovative entrepreneurs in order to explore research questions (Devos, 2014). It will also allow a comprehensive analysis about the causes and effects of the phenomenon. Also, they will be utilized for application on 20 firms for supplementary analysis and accurate results. This method is useful to explore the conditions and causes behind the failures to drive innovation (Texas State Auditor’s Office).

A provisional timetable for the project is as follows:

References

Banerjee, P. (2002). Narration, discourse, and dialogue: Issues in the management of inter-cultural innovation. Springer-Verlag London Limited.

Bayarçelik, E. B., Taşel, F., & Apak, S. (2014). A Research on Determining Innovation Factors for SMEs. Procedia – Social and Behavioral Sciences,150, 202-211. doi:10.1016/j.sbspro.2014.09.032.

Bula, H. (2012). Evolution and Theories of Entrepreneurship: A Critical Review on the Kenyan Perspective. International Journal of Business and Commerce, 1 (11), 81-96.

Devos, J. (2014). Information Systems for Small and Medium-sized Enterprises State of Art of IS Research in SMEs. Berlin: Springer Berlin.

Doepfer, B. C. (2012). Co-innovation competence: a strategic approach to entrepreneurship in regional innovation structures. Wiesbaden: Springer Gabler.

Hatzikian, Y. (2013). Exploring the Link between Innovation and Firm Performance. Journal of the Knowledge Economy, 6(4), 749-768. doi:10.1007/s13132-012-0143-2

Günther, E., & Hüske, A. (2014). How stakeholder shape innovation in controversial industries: the biotechnology industry in Germany. Uwf UmweltWirtschaftsForum, 23(3), 77-86. doi:10.1007/s00550-014-0343-2

Jiannan, W, Liang, M. & Yuqian, Y. (2007). The Local Governments’ Impetus for Innovations, their Characteristics and the Related Performance: An Analysis of the Test of Cases Adopted from “The Awards for Innovation to China’s Local Governments”. Retrieved February 27, 2017 from http://en.cnki.com.cn/Article_en/CJFDTOTAL-GLSJ200708007.htm.

Kovalainen, A. & Eriksson, P (2008). Qualitative Methods in Business Research. SAGE.

Lee, S. M., & Lee, B. (2014). Entrepreneur characteristics and the success of venture exit: an analysis of single-founder start-ups in the U.S. International Entrepreneurship and Management Journal, 11(4), 891-905. doi:10.1007/s11365-014-0324-5

Loosemore, M. (2014). Innovation, strategy and risk in construction: turning serendipity into capability. Abingdon, Oxon: Routledge.

Mas-Tur, A., & Soriano, D. R. (2013). The level of innovation among young innovative companies: the impacts of knowledge-intensive services use, firm characteristics and the entrepreneur attributes. Service Business, 8(1), 51-63. doi:10.1007/s11628-013-0186-x

Naudé, W., Szirmai, A., & Goedhuys, M. (2011). Innovation & Entrepreneurship in Developing Countries. United Nations University, P.1.

Papulova, E.  & Papulova, Z. (2009). COMPETITIVE STRATEGY AND COMPETITIVE ADVANTAGES OF SMALL AND MIDSIZED MANUFACTURING ENTERPRISES IN SLOVAKIA. E-Leader, Slovakia 2006.

Pratoom, K., & Savatsomboon, G. (2010). Explaining factors affecting individual innovation: The case of producer group members in Thailand. Asia Pacific Journal of Management, 29(4), 1063-1087. doi:10.1007/s10490-010-9246-0

Sale, J., Lohfeld, L. & Brazil, K. (2002). Revisiting the Quantitative-Qualitative Debate: Implications for Mixed-Methods Research. Netherlands : Kluwer Academic Publishers.

Texas State Auditor’s Office, Methodology Manual. Data Analysis: Analyzing Data – Case Studies. Retrieved February 27, 2017 from http://www.preciousheart.net/chaplaincy/Auditor_Manual/13casesd.pdf.

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Introduction

For the development of a strategic planning and its implementation, honest endeavors, discipline, and the ability to foresee the probable outcomes are extremely important. However, there are several barriers that may hinder the successfulness of strategic implementation. The two major barriers that influence positive results are mere focus on the outcomes without understanding the corporate milieu and the involvement of incompetent people in the plan execution (Aileron, 2011).

Reasons of Failure

In a majority of failed strategic implementation cases, the problem occurs when the planning teams are unable to focus on the trending business environment changes. In the same connection, the prioritization of tasks and goals is significant as the pursuit of results is directly connected to proper understanding of priorities. Likewise, when the wrong or inept people are involved in developing and implementing plans, there is no chance of achieving the goals considering their inexperience and ineffectiveness to execute the tasks appropriately (Aileron, 2011). Therefore, the mentioned two barriers make plans ineffective and the implementation impossible.

Importance of Strategic Planning and Implementation

The significance of strategic plan and strategic implementation cannot be ignored considering that no organization can achieve its goals in the absence of any of the two. A great leader/manager possesses the ability to develop meaningful plans, present alternatives, and listen to and acknowledge experts’ advices and perspectives. However, the inability to implement such plans makes his/her ideas simply a theoretical approach. Therefore, strategic implementation is tougher and more important. Entrepreneurs and leaders who are capable of implementing their ideas eventually have excellent strategic planning abilities. To conclude, the strategists need to assess the practicality of the developed ideas and how to implement them aptly.

References

Aileron. (2011, November 30). 10 Reasons Why Strategic Plans Fail. Retrieved April 15, 2019, from https://www.forbes.com/sites/aileron/2011/11/30/10-reasons-why-strategic-plans-fail/#3e52797986a8

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In this paper, three articles are being reviewed to understand the interaction between consumers and salespersons and the subsequent issues.

Three Rs of Interpersonal Consumer Guilt Relationship, Reciprocity, Reparation

The first article, Three Rs of Interpersonal Consumer Guilt Relationship, Reciprocity, Reparation is authored by Darren W. Dahl, Heather Honea, and Rajesh V. Manchanda. Dahl is a professor at the University of British Columbia and a specialist in Social Interaction and Marketing. Similarly, Honea is a professor at the San Diego University and a specialist in Integrated Marketing Communication whereas Machanda is a professor at the University of Manitoba and a researcher on Sustainability and Social Marketing. After conducting a thorough research, they assert that “when the interaction with a salesperson establishes social connectedness, failure to make a purchase induces guilt (of consumers)” (Dahl, Honea, & Manchanda, 2005). Also, they have attempted to discover “the behavioral consequences of interpersonally motivated guilt that is experienced in a consumption context” (Dahl, Honea, & Manchanda, 2005).

Norms

Next, the authors elaborate and explain the norm of relationships, reciprocity, and reparation between consumers and salespersons suggesting that after the “social connectedness” between the two, consumers regard their purchase as a pay back to sales. If not, they tend to feel guilty and might produce reparation to salespersons (Dahl, Honea, & Manchanda, 2005). Two studies were made to test their hypothesis and the results revealed that guilt reflected when consumers failed to make a purchase and made future purchases to compensate the salesperson. The significance of this research cannot be ignored as it is one of the first to indicate guilt in the connection between salespersons and consumers. The article explains several issues indicating that guilt may shape consumers’ behavior. However, it still leaves some other questions in the same aspect; how will guilt influence consumers in long term? Will guilt leads the consumers to make reluctant decisions about purchasing from the salesperson?

The Effect of Trust Belief and Salesperson’s Expertise on Consumer’s Intention to Purchase Nutraceuticals

The second article, The Effect of Trust Belief and Salesperson’s Expertise on Consumer’s Intention to Purchase Nutraceuticals: Applying the Theory of Reasoned Action, is written by Business professors – Ming-Tien Tsai, Chao-Wei Chin, and Cheng-Chung Chen. As the title suggests, this article discusses costumer’s inclination of purchasing and how it is related to their personal attitude, advices from people they respect, and the positive relationship they build with the level of advertisement of salespersons. The research provides important information asserting “trust as an antecedent of attitude and subjective norm” (Tsai, Chin, & Chen, 2010). The influence of personal attitude and advices from respective people is also agreed by Hassanein and Head (2007) and Niva & Mäkelä (2005). Moreover, the more knowledgeable the salesperson is in the field, the more likely costumers are going to make the purchase. This research again paved my way in my research as it informs that both social interactions and professional knowledge of salespersons is important in the conversation. However, the authors did not mention how much the consumers are going to trust salespersons from their advertisement. Considering the amount of advertisements we see every day, there are people even today who contradict the feeling of being advertised. Therefore, how will these people influence the positive curve between the talks of salespersons and consumers? Also, in what way will it shape the shopping environment? I expect to find out more information concerning these issues in my field observation.

CALLPLAN model

The third article is based on the research conducted across India, China, Korea, and Philippines and introduces the CALLPLAN model which “was suggested for allocation of sales calls across customers for a given sales force size, structure, and sales territory design” (Sy-Changco, Singh, Gregorio, Lu, & Shin, 2016). It also highlights how sales call length is impacted by salespersons adapting their sales calls (a form of adaptive selling) and the role of a customer’s willingness (Sy-Changco, Singh, Gregorio, Lu, & Shin, 2016). Referring to a previous research, the author points out that Mulcahy suggests only a small percentage of consumers are willing to spend time and feel their conversation with salesperson effective and worthy. However, the authors believe that the sales call length is more related to consumer’s reactions as compared to their conversation. Darmon, in a previous research, supports this assumption. In the article, the authors conclude from their research that “salespeople adapt the length of the sales call according to potential sales” (Sy-Changco, Singh, Gregorio, Lu, & Shin, 2016) as “customer willingness is an important consideration in determining the sales call length” (Sy-Changco, Singh, Gregorio, Lu, Shin, 2016).

Conclusion

This article also supports the two previous articles discussed in this paper stressing that consumers’ willingness is a crucial determinant in their interactions. However, none of the articles mentioned how does the interaction shape consumers’ willingness? All three of the articles are reliable sources as they were data-driven research studies.

References

Dahl, D. W., Honea, H., & Manchanda, R. V. (2005). Three Rs of Interpersonal Consumer Guilt: Relationship, Reciprocity, Reparation. Journal of Consumer Psychology,15(4), 307-315. doi:10.1207/s15327663jcp1504_5

Sy-Changco, J. A., Singh, R., Gregorio, R. L., Lu, P., & Shin, G. (2016). Impact of Sales Call Adaptiveness and Customer Willingness on Sales Call Length: A Cross-Country Study of India, China, Korea, and Philippines. Journal of Global Marketing,29(3), 128-138. doi:10.1080/08911762.2016.1171940

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12 Books that grooms to become a great business professional:

• A Whack on the Side of the Hand (Roger Von Oech)
• Discovering the Soul of Service (Leonard Berry)
• Emotional Intelligence (Daniel Goleman)
• Growing a Business (Paul Hawken)
• How to Become a Rainmaker (Jeffrey J. Fox)
• Little Red Book of Selling (Jeffrey Gitomer)
• More Than You Know (Michael J. Mauboussin)
• Naked Economics (Charles Wheelan)
• Reengineering the Corporation (Michael Hammer & James Champy)
• The Leadership Challenge (James M. Kouzes & Barry Z. Posner)
• The Smartest Guy in the Room (Bethany McLean & Peter Elkind)
• What Should I Do with My Life? (Po Bronson)

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Organizations all over the world design employee training programs to ease employees in modifying their behaviors and performance in both their personal and professional lives. Therefore, it is significance of employee training cannot be overstated for the fresh and veteran personnel in the corporate world. In particular, it has the tendency of generating optimistically positive results for the new workforce members. Organizations today are well-aware of the market’s hard competition and challenges. For the same reason, almost every renowned and successful organization has made the programs a mandatory and regular component.

Components of Employee training Programs

The programs are extremely important as they:

• Offer guidance and education to the employees concerning the use of technology in the most efficient manner
• Help businesses and organizations to make certain that they enjoy a competitive edge in the marketplace
• Allow employees to acquire outstanding benefits on a personal level when they get involved and participate in training programs
• Encourage psychological wellbeing and physical fitness with the introduction of various activities at workplace
• Retain workforce by creating exceptional opportunities for the development of their career
• Help in improving the general productivity and efficiency of the organization

Conclusion

When a workforce is trained, it demonstrates confidence and improves its productivity. Employee training programs also promote a healthy environment at the workplace as employees are exposed to various skills and abilities that they may acquire and develop to become better people and better professionals.

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The 4 winning strategies are as follows:

Treat Your Customers Like You Treat Your Kids:

Just as you listen to your kids’ demands patiently, you must also question your customers about their wants. You can serve and satisfy your customers by knowing their needs.

Maintain a Positive Rapport with Your Customers:

Building up and maintaining a good relationship with your customers would greatly help you in understanding their needs and wants. A positive relationship with them will allow you to comfortably inquire them concerning their real needs. It needs to be remembered that truly satisfied customers are the ones that could be kept. By digging deeper and knowing their likes and dislikes, you can satisfy them beyond doubt.

Make On-time Deliveries:

Customers can be made truly happy when you are successful in providing on-time service. Demonstration of a proactive attitude would allow you to overcome all barriers that may hinder the provision of on-time deliveries. Prioritizing on-time provision of products and services would surely satisfy your customers.

Demonstrate Loyalty Towards Your Customers:

Customer loyalty is given extreme importance when it comes to business successfulness. However, showing loyalty to the customers is equally important. You must make consistent efforts to show them that their satisfaction is extremely crucial. This can be done by offering them your best products/services.

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The 7 Effective Guidelines to never lose your job are as follow:

Link Yourself with High-Profile Projects

You must make efforts to link yourself with sophisticated, urgent, and high-profile projects. It is vital to give attention to the tasks that are considered significant by the management.

Contribution in Multiple Areas

Contribution in multiple areas at workplace may increase the chances of being retained. Therefore, it is required of you to achieve knowledge and develop skills that stress your importance in several positions. One’s usefulness lessens when one possesses a limited set of skills or knowledge.

Update Yourself

Outdated knowledge increases your vulnerability during layoff phase. Updating yourself with contemporary knowledge concerning your field will be helpful to retain your position.

Positive Attitude

Management usually gets rid of employees who demonstrate rebelliousness, negativity, defiance, or noncooperation. Positivity, friendliness, cooperation, and helpfulness are all such attitudes that would make your job safer.

Expand Your Network

Getting out of one’s cubicle is extremely necessary to make interaction with people. If you want to enhance your job security, it is necessary to expand your network, share information, converse intelligently so that the management may not forget you. Make good connections with Human Resources Management as the related people have a great impact over decisions of management concerning the workforce.

Share Achievements with Manager

Make sure to share your achievements with your manager so that he/she may know what challenges you have faced and what difficulties you have conquered. It is not considered arrogance. In fact, it is a great way to save your job by sharing your accomplishments with your manager.

Develop Communication Skills

Develop communication skills that make you a favorite colleague and employee. People must see you as an individual they like and enjoy to work with. Offensiveness and arrogance at work may increase your chances to lose your job sooner or later.

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Accept my heartiest congratulations on managing to land a job interview!!!

But be certain to avoid making these blunders while seated before your interviewer…

In Job Interview You must NOT:

1. Sit down until you are asked to or directed to the seat
2. Keep your cell phone ‘on’ or even on ‘silent’ mode. Remember that a vibration is still hearable and cause distraction during an interview.
3. Slouch or droop down in your seat. Keep your posture tall and straight. Your body language reflects your coolness and confidence.
4. Badmouth or criticize your previous employers/manager. Although honesty is the best policy, do not show negativity.
5. Mutter and mumble. Speak confidently with a clear tone!! Good communication skills are always helpful in impressing others.
6. Demonstrate too much familiarity or act in a flirty manner with the interviewer (s). It lowers your chances of getting any positive response.
7. Talk money until the topic is initiated by your prospect employer. Also refrain from discussing leaves and holiday arrangements.
8. Toy and twitch with pointless props such as a pen, mobile, tissue. Such fidgeting acts reveal your restlessness, unease, and low confidence levels.
9. Do not forget to dress appropriately and arrive at the spot on time with a positive attitude!!!

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Introduction

What is employee engagement? It is simply making your employees happy, contented, and waking up every morning excitedly to come to the office. Employee engagement is an organizational approach that consequently allows employees to give their best on a regular basis and demonstrate the commitment towards the values and goals of the organization. Therefore, it is extremely significant for employers to create the right conditions offering employees to be their own selves and contribute in the organization’s excellence with complete efficiency. Here are 10 ways to engage your organization’s capable workforce towards productivity and success for all:

Company values’ assignment:

Once a month, assign a company value to a particular worker after peer-voting. Acknowledge the best representative of that value publicly at the end of the month to appreciate his/her conduct.

Arrange themed workplace activities:

Employee loyalty and engagement can be greatly enhanced with the arrangement of themed office days. Participation in such activities tremendously helps in the augmentation of employee morale.

Place team photos at workplace:

By placing team photos or random employee photos on walls, doors, cabins, and other appropriate places at office, encouraging fun, friendship, and engagement at work becomes a lot easier.

Involvement in charity:

Engage your employees to work for a common cause and come up with solutions and money-raising activities. Such activities immensely facilitate employees to work for a good cause as a team and helps in the nurturing of relationships at workplace.

Recognition and promotion of innovative ideas:

During meetings, place a box in the room and let your employees drop in any innovative ideas/suggestions they have for the organization’s betterment. Make sure to go through all of them and implement the practical ones. At the end, recognize the innovative ideas of the employee and acknowledge their contribution.

Rejoice together after achieving company’s goals:

There is no doubt that your employees work hard and that’s the reason your company prospers. Therefore, you must celebrate all the achievements, big or small, with them to show them that you acknowledge their contributions.

Show your employees that they are important:

Celebrate promotions, birthdays, individual achievements, retirements, etc. to let your employees know that they matter. By putting them at the front every now and then, you can show them their significant moments and achievements are valuable for the company as well.

Conclusion

Above all, make certain that your employees are respected and empowered at the workplace. In fact, empowering them to take decisions and make choices demonstrates that you respect them and their opinions. Even though there might be some ups and downs within the workplace engagement experience, you must know that relationships nurture when they are allowed to develop and grow. You have a special bond with your employees and they need to feel and enjoy it from time to time. It is recommended that your company makes a particular manager/supervisor responsible to maintain employee engagement for tracking the improvements after implementation of such employee engagement ideas.

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Although you may have plenty of money, there are better things you may utilize for boosting your workforce morale and motivate your employees…

There is no doubt that the capability of motivating staff is one of the finest skills a ‘person in charge’ can have. However, most of such ‘persons’ think that money is the ultimate key to keep employees inspired and motivated.

They are indeed, WRONG!!!

This is because there are other useful and worthwhile things that are more meaningful to employees than pay increments and bonuses…

Praise:

It is one of the simplest and easiest form of motivational boos you can offer to your employees as everyone needs it. Therefore, it is a great thing to be generous with your kind and valuable words.

Never discourage or pass judgments:

There is not a single person on the face of this planet who wants to hear others say that he/she is mistaken. Same applies to your employees. In fact, criticizing employees’ work (especially in front of other personnel) is an instantaneous de-motivator. The best thing is to adopt a not-so-direct approach to let people realize their erroneous behavior or invalid task fulfillment. This is how they will learn, improve, and fix themselves. Never ever pinpoint the mistakes directly or be ready to lose them.

Appreciate them through recognition and little treats:

Appreciation and rewards are of many types. You may say a simple ‘thank you’ to your top performers in a meeting for his/her accomplishments. You may also organize competitions and games and display results openly on a board so that everybody may notice the best participants. Similarly, rewards other than bonuses and cash may also motivate employees tremendously. These may include lunch/dinners, vacations, awards/certificates, and whatever you think would not break your bank accounts.

 Conclusion

Remember that money helps to attract and retain human resources but does not have any influence on their overall attitude. Rewarding them ‘emotionally’ by making use of the listed methods would stimulate work behavior in your employees. They would feel responsibly about their performance when provided with honest remarks and gratitude from your side. Surely, they would do better without the involvement of MONEY!!!

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