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Maslow in HR From an Azerbaijan Business Perspective

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Probably, you either know Azerbaijan as an Islamic country, a country famous for its oil and gas projects, or you just know nothing about Azerbaijan. No matter the case, we are going to talk about a different topic today. You also probably know Maslow`s Needs Pyramid. However, besides your knowledge of it, how much do you benefit from it? You can utilize it in motivation, work satisfaction, commitment, HR and other management practices. Let`s take a look at this pyramid in a modern way considering the Azerbaijani business culture and experience along the way.

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The reason why all needs comprise a pyramidal shape is that it accounts for their sequence and explains their position amongst the endless needs of humanity. One of the main goals of HR professionals is to help people get their undertaken responsibilities done with great satisfaction and enthusiasm. In the language of business, this is called motivation. The way to keeping employees` motivation high is by meeting their needs. It goes without saying that we may use other motivation theories such as Herzberg`s Double Factor, Adam Stacy`s Equity theories as well as Maslow`s Pyramid. However, today, we are going to discuss Maslow`s Needs Pyramid, our example being the needs of Azerbaijani workers, also considering cultural, social, economical and personal differences.

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Physiological needs. Mind you, one of the main metrics showing the development level of a country is its percentage of mid- income population. A Human being must meet his physiological need first regardless of how long other needs wait. If they do not receive sufficient amount of money or other essential needs such as food, it will never matter how much respect you have for them, or how well you treat or approach them at the workplace. If employees are unable to provide enough food for their kids or pay off monthly rent -in other words, unable to make their family members happy- you cannot expect them to be happy and engaged to your organization. To provide these needs for them, what should you do?

  1. Pay fair salary to fair work. While determining the salary, consider the minimum living standards and compare to salaries of similar positions in the market.
  2. Besides the salary, you may give them extra benefits such as food aid (particularly food manufacturers).
  3. By providing free transportation service, you will help them save money.

Security needs. Health and Safety at workplaces is the biggest downside of Azerbaijan business experience. After meeting fundamental needs, a person begins to worry about his mental and physical safety. If unsafe working factors exist in an organization, it will affect all its processes. People require health checkups, medication, and a workplace without sexual harassment in order to feel secure about their life. Moreover, there are also people who wish to secure their second life (after death) by performing religious routines and prayers. To provide these needs for them, what should you do?

  1. Help your employees with their expenditure on health or cooperate with hospitals and pharmacies for employee health checkups and medicines.
  2. Apply Health and Safety precautions or ISO 18001 requirements in the organization. Minimize health and safety risks at the workplace.
  3. Do a survey among your employees and make sure that there aren’t any mobbing cases.
  4. Set a particular area within organization to perform religious rituals.
  5. Last but not least, educate your employees about safety.

Social needs. We discussed the sequence and infinity of human needs. Our workers can jump to self-esteem needs (promotion, career), thus cancelling these social needs. This is the reality of Azerbaijan. Some people prefer to gain status or be promoted rather than build social relationships. Fortunately, due to the increasing number of educated young staff, people now are becoming more interested in the social side of jobs. Humans are social creatures that desire to stay in touch with other human beings, socialize with them, maintain sincere and honest relationships, and feel respected. To provide these needs for them, what should you do?

  1. Create informal relationships and an inspirational environment in your organization which can enable your workers to feel relaxed and think without stress.
  2. Introduce ethical behavior rules as well as discipline regulations.
  3. Shorten the hierarchical distance between managers and workers so that workers can get in touch with their managers in an easy and sincere way.
  4. Make the managers mentors for long-term plans. Encourage them to arrange visits to workers` houses and organize celebrations on special days of workers.

Self-esteem needs. These needs emerge in time, in case of both those who are eager to spend a great deal of money -sometimes via corrupted ways- to promote to the position, as well as those who work in the public sector strive for a better retirement after 20-30 years. These people agree to work in return of low wages for 30 years until their retirement without thinking of ways to live well during these 30 years, because they are blinded by the greed of higher position and status. However, it is a good sign that recently, young generations who care about career development opportunities look for these features in job offerings. To provide these needs for them, what should you do?

  1. Career planning for organization and individuals. Adjust individuals` career goals to harmonize with goals of organization.
  2. Assess employees` performance regularly and give them fair promotions according to this assessment.
  3. Set achievable goals for your workers. During appraisal, consider these goals at first
  4. Redesign the jobs. Empower them with new authorities and responsibilities.

Self-realization needs. Mostly, you may witness these needs in vision-oriented people who gained enough experience and money throughout their lives and realized their dreams and plans. At the same time, these people are likely to assist others to build their own life. Sometimes, people are not able to reach this stage, simply because they are not interested to realize their dreams and to assist others. Luxury expenses are favorite ones among these people. What ways are recommended for high motivation in this phase?

  1. Set up an assessment centre which receives creative thoughts and rewards them.
  2. Rotate experienced and expert employees to mentorship positions.
  3. Provide participation of these types of employees in decision-making processes of organization.

The most effective way to implement all these changes would be to conduct a survey for your employees and then find out provision percentages of each need. If you do these researches regularly and for each department separately, it would be more reliable and valid in terms of accuracy and functionality.

By: Mubariz Shahbazli

EDITOR: Mennat-Allah Yasser Zohny

 

 

Articles

Was it Critique,Training or Bluntly Bullying?

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Artwork & Writing By: Rim Abdelhamid

At one of the call centers I worked in, since day one, the manager and the trainers who were supposed to help us learn and get adapted to the job, they kept telling me how much negative and depressing they think I am. They even went as far as calling me a DEAD person. My manager enjoyed making fun of me by imitating how he thought I used to speak or how I sound, saying that I have speech disorder -because this is “funny”- just a joke! He even tried to get others to join in. It was always the same excuse: they’re “trying to help me get better at my job!” Even though it had nothing to do with my performance and it started the first day I started work.

Let me tell you why -them trying to help me- was a lie? How this is not a critique but in fact bullying? What is the aim of bullies? What are the types of bullying in general? How do they start? And how to stop it?

What workplace bullying is…

When giving a critique one gives it based on actual facts. They could give a certain advice, or simply just tell the person what they’re doing wrong, etc… But it’s never calling them names; that’s abuse. What makes abuse turn into bullying is it not being on all employees but a specific one targeted, and over a prolonged period of time (not just one incident). The harassment behavior could be by one or more colleagues (subordinates and/or superiors), where the one being targeted is unable to defend his/herself. In that case it’s no longer a bad management issue, or a bad behavior by one individual but in fact one person being alienated; BULLIED.

How bullying is like at the workplace?

You might think it is physical? But no, bullies are smart! It cannot be psychical because it could cost them their job and even get them arrested. However, it’s a mental abuse. For example, telling you something hurtful in a way of “joking” or putting you in situations that could affect the quality of your work like unrealistic deadlines. Also, it could be things like yelling, threats or sabotage. Whatever it is, it is an action that could cause stress to the victim. And could cause them to feel trapped and it is repeated over time.

In my case, I was forced by that same manager to work overtimes and on weekends. And even without extra pay. Spending every day, and almost 12-13 hours a day, sometimes with no breaks, with no time to eat and no way of getting good sleep or the rest my body needed. And I couldn’t risk losing my job. Why though? Why would someone bully another at work? POWER AND CONTROL. The bullies in this case just want to feel in control and they do it by bringing others down. In my situation, I was the only one in my team with past experience in that field, the only one who didn’t need training so that was my manager’s and the trainers’ way to “put me in my place”. They didn’t have any real critique so they tried to gain power by verbal abuse, by overwork, by putting me down and stressing me out.

What makes victims not speak sometimes or have a hard time reporting the issue? Because of the charming personality of the bully. You’d think you can tell that the person in front of you is a bully but it’s actually hard to tell. Since bullies manipulate others with poker face. They are self-centered and in some cases sociopaths but likeable.

I was always being told it’s an “advice”, they’re “helping” me. All in the midst of me being bullied. I was made to think I deserved the way I was treated.

In other cases, bullies could come after you in a non-direct way. For example, by emailing a manager telling them you’ll meet a certain deadline when it’s impossible for you to do so, they’re not coming to you directly but instead they’re putting you in a situation where you can’t really decline, knowing you’ll be in a hard and stressful situation. They could work on making you lose your job in that same manner. So basically, they’re not monsters hunting you down literally, they’re just that guy/woman sitting next to you smiling while putting you intentionally in stressful situations. Making you feel stuck all the time.

Well, how to stop bullies?

The thing about bullies is that they test their target victim. So, if you right away push back, you’ll be ok. But if they managed to get to you, they won’t stop easily. You need to always address the situation head on. Call out the behavior and leave the situation, no matter how awkward or uncomfortable it might be for you at that specific moment. Instant action is a must. You should also document every single detail big or small. The reason why sometimes bullying incidents go undisciplined is the lack of evidence. Stick to facts, to what happened and do not allow anger or other emotions to cloud your action. Then reach out to the HR and bring the incident to their attention.

To conclude the key to end bullying is to remain calm, confident and immediately push back, by calling out the action then reporting it if it’s repeated.

If there is anything, I wish I could have done differently is not letting my emotions control me. While I didn’t get angry, but instead I felt stuck, depressed and worthless. I let them put me down and I accepted the idea that I deserve to be treated this way, this is why I never reported what happened. I should have only focused on achieving my target because that’s what evaluates the quality of my work, not what anyone thinks. I wish I could tell my old self that: “Harassment, stress and overwork do not help anyone. Teamwork, respect and positive work environment does. Always know your work duties (targets) and your rights as well.”

If anyone who’s going through the same experience is reading this, I hope you know now what to do.

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Articles

Work Slave

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Written By: Yasmine Gazzarine

Edited & Published By: Mariham Magdy

Nowadays, HR managers struggle with work place ethics. At this critical time where every detail is shared on social media, we, as employees, are not prudent enough to choose what to share and what not to share.

On the other hand, HR is confused what could be the criteria to judge upon or what should be taken seriously and what should not be taken into consideration regarding the employees social media posts.

Let me take you through my personal experience; I’m a consultant and trainer, in addition to my full time job, out of my bigger aim to influence the new generation. One day I found my personal photo among my trainees printed by the work printer. In a way or another, I knew who printed it.

The surprise was that it’s my dear beloved boss who did so, I confronted him in front of the section head and he just snapped shooting “I’m your boss and I’m free to do whatever I see appropriate, you’re my subordinate and I got unlimited authority to investigate you”.

For a moment I saw myself wearing prison outfit in dark dungeon dragging these feet cuffs and this big metal ball. Is working in an organization means being deprived from your free days? To cut it short I took my action to condemn this act as freedom trespassing which is illegal and unethical.    

That drives us to the concept of work place ethics, does that means policies and procedures within the organization?!, or is it a personal factor depending on the culture, behavior and heredity ?! Going through some search we can easily find that the work place ethics definition is “the ability to maintain proper moral value within the workplace”. It is an attitude that shapes the way an individual performs his/her job duties with high moral standards.

This leads us to a more important question “Do you want to be a boss or a leader?” supportive or frustrating? In my point of view, every boss should or better be a leader. If you recognize that one of your staff has a potential or a sparkling skill, please win this employee, benefit from him, make him or her your ambassador.

As he/she demonstrates his/ her skill inside or outside the work environment he/she makes the organization image very good. As he/she delivers the level of professionalism within your organization outside…imagine what would this add to you later on?

Moreover, the competition between work-mates should be healthy and for the best of the organization. There is nothing wrong if your subordinate excels you in some skills or in some domains. Work environment is all about integration.

May be if we put clear fine-tuned policies and procedures this can enhance or guide the existence of preferable work ethics and their application.

In the Egyptian work environments there are always written policies in the background but what really rule the situation are norms. Egyptians are emotional people who are prone to consider anything you post on social media a direct projection on somebody or a certain situation.

But as HR, shall we take what’s posted on social media seriously?! or am I supposed to monitor every post of every employee?! In my humble opinion if a post contains bulling sentence against a colleague or the organization I shall take it seriously only in this case.

Anyway to avoid such problems, simply set rules, communicate it and apply it over all the organization. Be aware not to encourage ever an employee who spread rumors or snitches even if it’s for your own benefit cause Karma always gives you back what you give.           

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Articles

5 Reasons Why Smoking is Good for your Employees and Workplace!

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Written By:
Mahmoud Mansi

The average number of smokers consume around one pack of cigarettes a day or less. During their working hours they will take at least five short breaks in order to smoke. During these short breaks there are various unnoticed benefits for the concerned employees and for the organization. No doubt smoking has its harms as a habit, however we can see a different perspective…

1-Back, Neck and Eye Pain Release

Continuous working on the desk causes back and neck pain, same goes with staring at the screen for a long time and forgetting to rest. Nonsmokers in most organizations tend to spend more time on their desks forgetting all about taking short breaks.

2-Brainstorming and Communicating

Many smokers would agree that during their “short breaks” they mingle very well with colleagues or managers, talk about KPI’s, discuss concerns related to work, suggest ideas, share solutions and communicate more freely than inside the office environment.

3-Meditation, Less Fatigue, More Focused

If not mingling with others, some of the smoking breaks are all about solitude, spending time with the self, breathing slowly and contemplating the view or some ideas. This solitude and quick meditation gives the person the chance to take a mental and emotional break from the stress environment then return back recharged and ready to complete the day.

4-Fresh Air and More Exposure to Sun

Employees are almost trapped all morning and evening at the office, they forget that they need to breathe fresh air instead of the air conditioner and be exposed to natural sunlight. Many employees suffer vitamin D deficiency because of that reason.

5-More Connected to Personal Life

Usually spending most of the time answering office calls, emails and delivering tasks on the laptop or doing some paperwork, employees forget to check their social media updates, call a family member or answer a message sent from a friend. Work keeps them detached from the community and it might cause increase in stress or anxiousness. With breaks employees tend to check their personal messages and have a chance to connect and fulfil their social needs.

Solutions!

Healthwise, smoking is harmful, and smokers – like all other people – are attached to a habit. Every person has a different habit that they wish to change or not!

The purpose behind this article is to see the other side, and how professionals can change the system of the organization in order to provide the discussed five benefits to ALL employees (smokers and non-smokers), and therefore have a working environment that cares about their employees’ backpain, neck pain, eye dryness problems, providing channels of informal communication and innovative ways to brainstorm, caring about employees’ fatigue and nourishing their souls and minds with meditation, giving a chance for employees to be daily exposed to the sunlight and nature, and giving some measured space for them to connect with their families and community.

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