Identify We conduct a Provincial Employee meetings that

Identify and
explain the factors which influence employee behaviour at work in selected
organization

Employee
behaviour is defined as an employee’s reaction to a certain situation in the
organization. Employees need to behave sensibly at organization not only to
gain appreciation and respect from others but also to maintain a healthy work
culture. An employee needs to adhere to the rules and regulations of workplace.
Workplace isn’t the place where you can shout on fellow workers, spread
rumours, and criticize your manager. You should not be rude with your group
members. Be humble. Do not forget that you are not the only one working; there
are other people around as well.

Management of Sri lanka Telecom Mobitel.

Managers play an
important role in influencing the behaviour of individuals at the organization.
It is the responsibility of leaders to set a direction for team members. In
majority of the cases, it has been observed that employees do not feel like
going to work when they have strict managers. You need to stand by your
employees always. Guide them and help them in their day to day operations and
help them acquire new skills and upgrade their knowledge. Make them feel
important. As a leader, you need to be a strong source of inspiration for your
subordinates. If you do not reach office on time, how can you expect your team
members to adhere to the rules and regulations of organization? Employees
should be asked to do what best they can perform. Do not overburden employees.
Encourage them to upgrade their skills from time to time.

 

We introduced
regional managers to extend our reach to all employees; especially those in
more dispersed areas. We conduct a Provincial Employee meetings that aggregates
all employees and relevant management executives from a particular region to
discuss and resolve any issues that may be present. Through these awareness
programmes, we witness that our outstation employees have very few HR-related
problems, and much of their concerns lie on technical and material grounds
(such as service-quality matters, contractors etc.). (SLT,
2016)

Benefits

Employees need to
feel comfortable at work for them to stay positive and happy. Rules and regulations
should be same for every employee. Making simple reporting systems.
Transparency at every levels is essential.

We
offer a range of benefits to our employees. These include initiatives to raise
awareness on work-life balance, events such as financial health camps, book
sales, and e-sales, and a flood-relief fund to provide assistance in case of
hardship.
Some of the additional services that SLT extends to
its employees are detailed below:

Medical
insurance

Front-line
staff uniforms

Concessionary
rates on phones and mobile packages

Dongle
and data connection

Concessions
on the purchase of desktop and laptop computers

Gift
vouchers for new-born babies

Birthday
vouchers and cards

Death
relief fund

Funeral
wreath

Job
Responsibilities(SLT, 2016)

 

Relevant
Communication to employees

Managers need to
communicate effectively with employees. The moment, employees feel left out,
they lose interest in working background. They need to have a word in
organization’s major decisions. Let them express their views and express their
problems. Grievances need to be addressed immediately.

We
possess comprehensive mechanisms for the handling and resolving of any and all
employee grievances. Any issues can be reported to supervisors or line
managers, which will consequently be brought to the notice of the HR
department. If a supervisor or manager is related to the matter, the employee
can directly contact the HR department.The HR department will then take
appropriate measures to correct the issue under concern, to the benefit of all
invested parties.
(SLT, 2016)

 

 

Personal Life of employees

Personal life
fights with your family members in the morning, you feel stressed the whole
day. It has been observed that individual employees with a troubled background
or problematic family tend to behave irrationally at work. Employees who have
strained relationships with family members like to sit till late at work and
spoil the work culture. Individuals from very poor families have a instinct of
stealing office stationery and taking them home. Conflicts in personal life
lead to stress and irrational behaviour. Also, employees should try not to
bring their personal problems to work. Try to keep your personal and
professional life separate.

 

Relationship of the employee towards SLT Mobitel

It is necessary
to have friends at the workplace. You need people around to talk to, discuss
and share experiences. It is really not possible to work in isolation. Not
allowing employees to interact with fellow workers leads to frustration and
stress at workplace. Avoid arguing with team members.

Throughout
the year, we organised a range of social and sporting activities, as well as
voluntary initiatives. Some of these included the Telecom Games Provincial
Meets, the Telecom Games Inter-Provincial Meet and Regional Awareness
Programmes designed to improve the relationships amongst regional staff.SLT
possesses holiday bungalows in numerous locations throughout Sri Lanka. We aim
to operate additional units at new locations, as well as improve the conditions
of existing ones. We further grant funds for any annual divisional trips that
may take place.(SLT, 2016)

Disscus the
leadership style that branch/centre manager exibit in the selected organization
and explain how it motivates the employee to archieve organizational objectives

Leadership style used in SLT Mobitel Negombo branch

At Mobitel, the
previous CEO Mr. Suren Amarasekara initiated the transformational leadership at
Mobitel. He totally changed the established culture at Mobitel to give shared
authority and responsibility to the employees. This encouraged the followers
also to contribute to decision making and become leaders when necessary. This
change along with some prudent investment decisions, contributed Mobitel to
become a profit making company from a loss making company within a very short
period of time. The CEO Mr. Lalith de Silva to present CEO MR.Nalin Perera
continued the same concept even further by segmenting non routine tasks to
projects and appointing project managers giving total authority and
responsibility to them. With this initiative, a manager in one project is a
follower in a different project.

The study on the leadership style of Negombo branch,
Sri Lanka Telecom Mobitel that was cleared that it used the Transformational
leadership style.

The term
‘transformational leadership’ was first coined by J.V. Downton in Rebel
Leadership: Commitment and Charisma in a Revolutionary Process(1973).Transformational
Leadership, proposed by Burns and extended by Bass and associates, has been
conceived as a more complete model of leadership than that advocated by the
trait, style, contingency, or exchange theorists.

A
transformational leader is a charismatic manager who believes he has a vision
for the future of the organization that will bring success to the entire staff.
He motivates by getting employees enthusiastically on board with his ideas for
the future and then continually uses the vision of a brighter future as the
incentive for employees to be more effective. The transformational leader
creates a comprehensive plan for success that he delivers to employees and
explains how each employee will have a role in the organization’s success.

Transformational
leadership style as observed by employees at mobitel are found to be positively
co-related and highly significant with the Employees Commitment towards SLT
Mobitel.

A successful
leader in an organization often expresses the following attributes;

Ø  An
attitude of positivity, reliability and pro-activeness

Ø  clear
vision of business goals

Ø  a
firm commitment towards meeting defined goals

Ø  an
ability to effectively communicate their vision

Ø  commitment
to their team and to their organisation

Ø  skilfulness
in planning and developing strategies

Ø  a
focus on motivation and setting clear directions

Ø  the
adaptability to engage with the views and needs of team members

Ø  an
ability to inspire employees to meet goals

Ø  commitment
to the happiness and wellbeing of their team

Ø  honesty
and openness with their team

There is also a
structural linkage of Transformational Leadership to Maslow’s hierarchy of
Needs. Transformational Leadership would fit into the higher levels, as it
requires a high level of authenticity, self-esteem and self actualization to
successfully be a Transformational Leader. Ideals are higher in Maslow’s
Hierarchy, which does implement that lower concerns such as health must be
reasonably safe before people will pay serious attention to the higher ones.

How leadership style motivates employees to archieve
objectives

Various blogs and
websites defines motivation in their unique words whilst explaining the
leadership theory. Motivation may can be defined as: desire to do the work,
aim, motives and needs etc. The exact word motivation is extracted from Latin
word group ‘To Move’. Motivation is a process of driving the force that is
present in human to obtain the desired goals or endeavour that is set in one’s
mind. Accordingly there is three basic elements; Needs, Drives and Incentives.
Anyhow, when there is imbalance that human nature the need of anything is
created. To accomplish the needs and wants there is a force that encourages
achieving the required satisfaction, so this force is motivation.

 It has been studied and stated by various
people that transformational leadership has positive and significant impact on
employee motivation. Transformational leader act as role model for the
followers by accepting challenges have to face in future by motivating their
workers to accomplish optimum results. They make aware their followers about
the vision of organization. They encourage the subordinates for work and stimulates
them for being paid more. Followers when encouraged for express some new ideas
they freely elaborate their interior feeling and distinctive ideas as they
believe that their ideas will be supported.

Effect of
tranformational leadership on motivation is based on self-concept theory.
Actually transformational leadership is very important in field of leadership
and research has shown that there is positive correlation between
transformational leadership and dependent variable components like performance
of the employees, their satisfaction, commitment, and motivation.

The employee
motivation is one of the important elements that are necessary for the success
of a company. It is necessary for a company to keep its employees motivated
towards work because motivation is considered vital for the success of an organization
future. Leadership have positive impact on Employee Motivation which proves
that Transformational Leadership has significant, positive and big effect on
employee motivation. Study also reveal that there is positive and strong
relationship of all dimension of transformational leadership such as Idealize
Influence (II), Individual Consideration (IC), Intellectual Stimulation (IS)
and Inspirational Motivation (IM) with employee motivation. At the end
concluded that it is all in the hand of organization to keep the employees
motivated to work because they can develop such policies that lead to
motivation of employees.

Conflicts are
natural when people work together, identify a conflict situation and explain
how the manager resolved it

Conflicts

In most
conflicts, neither party is right or wrong; instead, different perceptional
ideas collide to create disagreement between the parties. Conflict is natural
and it’s up to the manager to respond to conflict situations quickly and
professionally using his management skills. Conflict can be very positive; if
you deal with it openly, you can strengthen your work unit by correcting
problems. Conflicting views give you a chance to learn more about yourself,
explore views of others, and develop productive relationships. Clear and open
communication is the cornerstone of successful conflict resolution.

Management points to resolve conflicts effectively

To manage
conflict effectively and efficiently you must be a skilled communicator in
management field. That includes creating an open communication environment in
your workplace by encouraging employees to talk about work issues. Listening to
employee concerns will foster an open environment. Make sure you really
understand what employees are saying by asking questions and focusing on their
perception of the problem with a clear mind. Whether you have two
employees who are fighting for the desk next to the window or one employee who
wants the heat on and another who doesn’t, your immediate response to conflict
situations is essential. Here are some tips you can use when faced with
employees who can’t resolve their own conflicts.

Acknowledge
that a difficult situation exists. Honesty and clear communication play an important role in the
resolution process. Acquaint yourself with what’s happening and be open
about the problem.
Let
individuals express their feelings. Some feelings of anger and/or hurt usually accompany conflict
situations. Before any kind of problem-solving can take place, these
emotions should be expressed and acknowledged.
Define the
problem. What is
the stated problem? What is the negative impact on the work or
relationships? Are differing personality styles part of the problem? Meet
with employees separately at first and question them about the situation.
Determine
underlying need. The goal
of conflict resolution is not to find out which person is right or wrong;
the goal is to reach a solution that every employee can live with. Looking
first for needs, rather than solutions, is a powerful tool for generating
win methods. To discover needs, you must try to find out why people want
the solutions they initially proposed. Once you understand the advantages
their solutions have for them, you have discovered their needs.
Find common
areas of agreement, no matter how small:

Agree on
the problem
Agree on
the procedure to follow
Agree on
worst fears
Agree on
some small change to give an experience of success

Find
solutions to satisfy needs:

Problem-solve
by generating multiple alternatives
Determine
which actions will be taken
Make sure
involved parties buy into actions. (Total silence may be a sign of
passive resistance.) Be sure you get real agreement from everyone.

Determine
follow-up you will take to monitor actions. You may want to schedule a follow-up meeting in
about two weeks to determine how the parties are doing.
Determine
what you’ll do if the conflict goes unresolved. If the conflict is causing a disruption in the
working unit and it remains unresolved between a time period, you may need
to explore other options. An outside facilitator may be able to offer
other insights on solving the problem. In some cases the conflict becomes
a performance issue, and may become a topic for coaching sessions,
performance appraisals, or disciplinary action

Conflict occurred in Sri Lanka Telecom Mobitel

Dusara
has been the sales manager for over a year. His sales reports show an increase
in sales and he seems to know how to motivate his reps pretty well.

But
a few of the reps repeatedly complain about Dusara’s management style. He tends
to get very involved with their techniques, calls them out when he thinks they
are making a mistake, and doesn’t take criticism himself very well.

One
of the top producing reps complains more than the others, and he is threatening
to quit.

Conflict resolution
process of the branch manager

First,
he let the two employees resolve their conflicts without interference from
Human Resources. But, it becames clear that unsupervised resolution isn’t
likely, mediation was his next best step.

In
mediation the needs of both employees should be acknowledged. Emotions make for
difficult terrain in a workplace, so he empathized with all parties, making it
clear that he will not take sides.

Once
each person feels heard, there is a possibility he will be able to think more
clearly about a solution.

 They were angry they tend to be fatalistic and
believe there is no possible way to resolve a conflict. He got both employees
to calm down and sees things with less emotion and next logic was his best
first step to agreeing on a solution to both to be settled down.

Identify and explain the types of groups available in
the selected company and explain the group behavior

Group

A group can be defined
as two or more interacting and interdependent individuals who come together to
achieve particular objectives. A group can be stated as a direction of action a
group takes as a united family.

Types of Groups

There
are two types of groups an individual forms. They are formal groups and
informal groups.

Formal Groups

These are the type of work groups created
by the organization and have designated work assignments and rooted tasks. The
behavior of such groups is directed toward achieving organizational goals.

 

These can be further classified into two
sub-groups ?

·     
Command group ?
It is a group consisting of individuals who report directly to the manager.

·     
Interest group ?
It is a group formed by individuals working together to achieve a specific
objective. Example ? A
group of workers working on a project and reporting to the same manager is
considered as a command group.

Informal Groups

These groups are formed with friendships
and common interests. These can be further classified into two sub-groups ?

·     
Task group ?
Those working together to finish a job or task is known as task group.

·     
Friendship group ?
Those brought together because of their shared interests or common
characteristics is known as friendship group.

Mobitel has
several times of groups in their respective branches according to the facts I studied.
At mobitel its employees are grouped according to their respective branch on
their sports carnival day, they represent their branch as a group in the sports
carnival.

They are group
according to their project wise also as alfa,beta,etc.. on engineering
department to make that task efficient by using the group skills.

Employees are
bounded to a union group also in order to accomplish their needs and wants in a
meaningful manner. Their are several union groups employees
join to the relavant group according to their wish.