BLOGStreet, from JobStreet.com

Interaction of company culture and employee loyalty

(Editor's note: what is corporate culture? In this article, Serene Yap, a Human Resource Practitioner and a certified Master Class Trainer in human capital development, shares her thoughts with us. Her experiences in both multinational and small to medium-size companies include the whole spectrum of Human Resource Management and Development. Serene holds an MBA (Distinction) in General Management and a Diploma in Private Secretaryship. She is also a Competent Communicator certified by Toastmasters International.)

Company or Corporate culture is defined as "the shared basic values, ideologies and assumptions, which guide and fashion the organisational behaviour and action".

Corporate culture can be influenced by the local and global business environment, for example, the telco industry may have to instill an innovative and fast decision-making culture due to the quick evolution of the industry. Corporate culture may also be influenced by the diversity of race or nationality, which creates the needs to be sensitive to differing racial personality and background.

Corporate culture plays a very important 'informal' role in the daily activities of an organization by providing guided practices of company values and behaviour. Therefore, it is imperative to cultivate positive company culture from respectful values which encourage employees loyalty. The key strategy is to create a strong foundation or framework that holds and aligns all employees to ONE direction (it's just like music, when sung together in rhythm, its in harmony), and instill into them from a 'New Born' stage. It is not what's written on the walls or in the offices, but values that change and touch the hearts and minds - values that can be imprinted in the hearts and minds of all employees.

Company culture cannot be cultivated or changed overnight, nor in just a few months. The change is gradual and may take at least one year or more. It is most ideal to introduce the Company culture from the day the employee starts work, and gradually cultivate into them the values to be adopted and expected from all staff.

In a recent overseas study, statistics show that in about 85% of companies, employee morale declines sharply after the first six months of joining, and continues to deteriorate for years after that. This survey from about 1.2 million employees at 52 primarily Fortune 1000 companies, found that the fault lies with the management who diminished or destroyed these employees' enthusiasm. Therefore, it is crucial to MAP the journey of all employees to the right direction and to be in alignment with the organization's direction. These employees need to be guided from 'young' to work together and adapt to the Company culture and environment through a structured orientation program, which will also provide a cushion to any cultural shock.

Top Management plays a significant role in evolving the Company culture. People in the organization tend to look upon the Top Management as their role model, and modify their behaviours to suit the wishes and behaviours of the top people. An autocratic CEO or leader using coercive management will often find people in the organization blaming each other for faults or problems. In such a culture, the first thing that the superior does when things go wrong is to find who is at fault, and not the causes and solutions, and Employees are sometimes dismissed indiscriminately. However, one factor that is often overlooked by the management of such culture is that the way the firing is done can have as much impact on the people who remain. These people who remain in the organization will ask "Could this happen to me?" or "When will this happen to me?" Naturally such culture will instill 'fear' instead of 'loyalty'.

Human Resource practitioners play an important role by assisting the Management in shaping a desired positive company culture through introduction or improvement of appropriate management or HR best practices and tools. Effective implementation of reward systems, training / coaching / counseling, and most importantly, Leading By Example.

Maintaining an emotional bond while you travel

Many of us travel overseas as part of our work and sometimes, these travels take up a lot of time and separates us from our families. Our emotional disconnection from our families and loved ones can often affect us in many ways. Here are some helpful hints to stay connected with your home while you travel.

• If you have small children, take them with you in your mind. Ask them to select one of their small toys for you to keep in your luggage and carry with you. Before you leave, tape record a favorite story or a good night ritual which can be played to your children before they go to sleep.
• Send post cards home to each member of the family. You don't have to write long stories. It's more important to tell you that you are in touch with them - physically and tangibly - through something they can hold in their hands. And don't worry that you may be home before the postcard arrives. It's the thought that counts.
• Leave little endearing notes for your spouse under the pillow, behind the bathroom mirror, pinned to her clothes ... anywhere that they can be found later.
• Email them often from wherever you are.
• Take a photograph of your family with you on your travels.
• And the most obvious hint: call home to your spouse and children. It'll be worth the money spent.

                             

Putting humour to work, Part 1

(Editor's Note: This is the first instalment of a two-part article by James Suresh. James is the Managing Director of Training Plus International in Singapore.)

It has often been said that humour is a highly effective communication tool. Celebrities - including actors, singers and even politicians - take great pains to inject humour into their communication in an effort to create a greater impact with their audiences.

It has become increasingly evident that humour can help organisations and individuals to differentiate themselves from the competition. It can boost staff morale. It can help you achieve instant rapport with customers and clients.

According to Howard Putnam, CEO of Southwest Airlines, "Fun is a pervasive spirit that encompasses an organisation and enables it to think positively and be productive". Many organisations have learnt that injecting fun into business can also contribute to the bottom line.

The Pike Fish Place in Seattle, Washington is an example of a company that has become world famous for introducing the concept of 'Play' into their work place. Their fishmongers entertain customers by throwing and catching fish as they go about their daily work. Their CEO remarks that they are "not really working but playing…"

Even in Singapore it is interesting to note that many senior managers and executives including those from the public sector have been attending seminars on how to have fun at work and how to inject humour into their management style.

Even our senior minister has become very adept at using humour in public speaking. When Mr Goh Chok Tong first became prime minister, Mr Lee Kuan Yew, then the senior minister, remarked that Goh was "wooden" It was not an insult but more an observation that he needed to be more relaxed when addressing the public.

Looking at Goh's performance today, we can conclude that he has learnt to use humour effectively in public speaking. Also, his use of humour has also influenced other leaders to do likewise, resulting in more entertaining and memorable speeches in parliament and other public forums.

To be continued.....

Choosing the right company for your job

Choosing where you work will always have a major influence on your career opportunities. It is always more secure to work in a growth industry as lay-offs and facility closures are financially and emotionally painful for any employee and his family.

A person with an average capability in an attractive industry frequently makes more money and enjoys more rapid career advancement than a more capable employee in an unattractive industry. Also, the longer you work in an industry or field, the more difficult it is to switch if your first choice turns out to be a poor one. You become labelled with that industry or occupation. For example, “Tom’s an automotive guy” or “Sarah is an accountant.”

Once you have been in the job a couple of years, your compensation will have risen above the entry-level. Even if you are willing to take a pay cut, it may be difficult to convince your company to let you move into another function or to convince another company in an unrelated industry to hire you.

So how do you go about to choose the right company? Although there are no fixed and hard rules, there are two rules of thumb to use as guidance:

a) If you are part of a winning team, then growth and profitability are more likely. Company growth and profitability usually translates into more career opportunities (promotions, personal development), less risk of losing your job from a lay-off and more financial rewards (company stock price, profit sharing).

b) Working for a winning company is more fun and it conveys more status, pride and esteem. You tend to learn more at the best companies and competitors are more likely to seek you out with job opportunities involving salary increases and promotions. Don’t get stuck in a future job interview needing to explain why you picked a loser for your first job!

Timing is everything

(Editor's note: We came across this press release from Hays Australia and we thought it is useful enough to share with you. Happy reading!)

Timing is everything and the recruitment process is no different, quickening as employers realise the need to act fast to secure the best candidates, says specialist recruiter Hays.

“Candidate shortages are still very evident in many sectors, and in these cases today’s job seekers need to be prepared for a swift response,” said Chris Mead, General Manager of Hays in Singapore. “Solid candidates in skills-short areas often receive an employment offer within 48 hours of an interview, although it is not uncommon for candidates with a very strong skill base and experience ideally suited to a vacancy to be offered a role less than 24 hours after interview. 

“Traditionally, a week would easily pass between an interview and an offer.  However today if one company's recruitment process is protracted, they risk losing the candidate to competitors with a faster and more efficient recruitment process. So it has become imperative for hiring managers to act quickly and decisively.

“It is no surprise that organisations with an efficient recruitment process are the winners in the current market.  The recruitment process should last no longer than two interviews - one with the direct line manager followed by a second interview with senior management - and an assessment or testing session if necessary. However some organisations will hold one interview, calling senior management into the interview if the line manager is impressed, and will offer the candidate pending successful testing if it’s required.

“We’ve even seen instances where some hiring managers will conduct interviews on a Friday and then come into work on a Saturday or Sunday to finalise the offer so it is presented to the ideal candidate first thing Monday morning. Many businesses are also acting to secure quality candidates before formal vacancies are even confirmed.”

However, Hays offers an element of caution about creating a recruitment process that trades time for the appropriate depth of information required for both parties to make a decision.

“Candidates should be ready to receive and action offers quickly, and be sure of their motivations for applying for specific jobs. They should also be prepared for a number of offers and the concerted efforts of their existing employers to buy them back through a counter offer,” said Chris. 

Snippets: Dressing unprofessionally

This is part of a series of articles to make your job hunting experience more meaningful with JobStreet.com.

What to avoid when you go for job interviews: dressing unprofessionally. First impressions can make or break you; so always meet company representatives smartly dressed. Remember this rule even if the employees themselves wear casual outfits. You can follow prevailing in-house fashion after you’re hired but not before. You needn’t look like a glossy magazine pin-up gal or boy either, but do look neat and clean. In particular, avoid chunky jewelry, loud prints and overpowering cologne.

Do check back on 30 Aug 2008 for more tips!

Potential in tourism industry

Would you know that the tourism industry provides enormous opportunities to generate employment? We've just been reading that in India alone, the travel and tourism industry is estimated to generate 9.3 million direct jobs.

Of course, this figure comes from taking the whole of the Indian population in its proper perspective. Nevertheless, though other countries in the region are not quite as populated as India, the tourism industry - if properly managed and promoted - is likely to generate good opportunities for employment too.

Tourism activities are varied and include accommodation, transport, catering, entertainment, recreation and other travel-related services.

Moreover, tourism jobs are rapidly generated at relatively low cost, concentrated in small business and local communities, provide significant opportunities for women and young people, offer education, training and skills development and protect and revitalize traditional arts and crafts.

Soft skills

I once saw someone trying to make a list of 60 soft skills. How many of them can you identify with?

Math
Safety
Courtesy
Honesty
Grammar
Reliability
Flexibility
Team skills
Eye contact
Cooperation
Adaptability
Follow rules
Self-directed
Good attitude
Writing skills
Driver's license
Dependability
Advanced math
Self-supervising
Good references
Being drug free
Good attendance
Personal energy
Work experience
Ability to measure
Personal integrity
Good work history
Positive work ethic
Interpersonal skills
Motivational skills
Valuing education
Personal chemistry
Willingness to learn
Common sense
Critical thinking skills
Knowledge of fractions
Reporting to work on time
Use of rulers and calculators
Good personal appearance
Wanting to do a good job
Basic spelling and grammar
Reading and comprehension
Ability to follow regulations
Willingness to be accountable
Ability to fill out a job application
Ability to make production quotas
Basic manufacturing skills training
Awareness of how business works
Staying on the job until it is finished
Ability to read and follow instructions
Willingness to work second and third shifts
Caring about seeing the company succeed
Understanding what the world is all about
Ability to listen and document what you have heard
Commitment to continued training and learning
Willingness to take instruction and responsibility
Ability to relate to coworkers in a close environment
Not expecting to become a supervisor in the first six months
Willingness to be a good worker and go beyond the traditional eight-hour day

Snippets: Telephone interview

This is part of a series of articles to make your job hunting experience more meaningful with JobStreet.com.

Heard about telephone interviews? They are fairly common nowadays. Some employers may want to interview you by telephone to see whether how good you are when responding to telephone conversations. If you do get a telephone interview, do answer politely and answer each and every question in a clear voice. If you are in a noisy place such as a restaurant, try to find a quieter place to attend to that important call. At the end of the conversation, do not forget to say Thank You to the caller.

Do check back on 20 Aug 2008 for more tips!

An unlikely recruit

Every now and then, we come across some quirky news from around the world. For example, there's this news that a drawf, standing barely 1.2m in his socks, had been recruited - yes, recruited - by a gang of burglars!

Of course, the recruitment wasn't done in the normal channel that we will expect from every law-abiding company but nonetheless, it set off wide grins here in the office when we read about it. Don't, please don't, use JobStreet.com for such activities, okay? Perish the thought, ha ha!!

Here's the picture of the news report that appeared in the Telegraph:

You can read the full story here.