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Vijay Kumar Shrotryia
- 41, Male
- Shillong - Meghalaya
- India
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Vijay Kumar Shrotryia's Discussions
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Derek..... Nice piece and nicely put tegether by you....
An interesting link for this discussion forum:
http://blogs.harvardbusiness.org/corkindale/2009/09/when_work_doesnt_make_you_happ.html
I would like to post this link, an interesting site : http://positivesharing.com
thanx for sharing this.... Let me go through this in detail and compare it with the last years report....
congrats!!!!!!!!!
Profile Information
- Who are you?
- A teacher teaching OB, Strategy & HRM at North-Eastern Hill University, Shillong, INDIA.
Involved in teaching and research on People, Satisfaction and Happiness.
I edit Invertis Journal of Management.
I enjoy reading, travelling, making friends, composing poems. amd blogging...
- What is your interest or involvement in employee engagement?
- as a researcher
- Website:
- http://www.webng.com/vkshrotryia
- Where are you located?
- Shillong - Meghalaya - India
Vijay Kumar Shrotryia's Blog
Engagement and Obama
I would just like to know the views of all the members on the impact of Obama's victory on Engagement from organizations' point of view as well as from individual point of view.
Posted on November 5, 2008 at 11:37pm — 2 Comments
Comment Wall (18 comments)
- At 1:19pm on July 9, 2009,
David Zinger said… - Thanks Vijay and I think we will grow larger and more resourceful.
- At 11:12pm on July 5, 2009,
Rev. James Rosselli said…
- Hi, Vijay--
Yes, but "popularity" was all it was. He's never really done anything in
public life, he's just a brilliant personality who's being run by the
Clinton machine. He knows how to campagn, and he's bright and'
thinks on his feet. So far, however, now that he has to produce substance,
it's evident that charm (and a puppyish love for the socioeconomic whimsy
that Europe is feverishly trying to find a way to discard) are all he's
got. I fear for our country.
Fr. Jim <><</body>
- At 4:03pm on July 5, 2009,
- Hi, Vijay--
Thanks for sending the "friend" request.
As a priest, I define "engagement" (from a secular/phenomenological
point of view) as a sense of shared purpose and mission.
In order to be effective and lasting, it is necessary that this "shared"
part be real. It is not enough that I simply manipulate "buy-in" to my
pre-packaged notion. This sort of "pretend ownership" only breeds
cynicism in the long run, and is counterproductive.
I can present my vision, but I also need to listen to the feedback from
the people who will have to live with it. Also, they need to feel free to
say things to me that they know I won't like to hear, and they have to not
just "feel like" but know that their views will be considered. That means I
have to actually consider them, and be willing to acknowledge when they
are bettter than mine.
Since you asked, I think this is where Mr. Obama falls short. He came
to office with a vision of a country he'd like to assemble. This vision is
very different from the way of life we have enjoyed since 1776 in our
very dynamic and successful nation, and it doesn't fit. The consequences
are daily more evident.
Mr. Obama's vision is Euro-liberal, a system which derives from kingdoms
and empires in which the sovereignty of the nation is invested not in the
people but in the government--a government which is free to, and does,
remove freedoms at will and is domianted by a civil service which has replaced
(and therefore become) the franchised aristocracy.
There are lots of different systems at work in the world, and I'm not saying
Mr. Obama's model couldn't work, just that it isn't like ours, and it can;t
work, here.
Mr. Obama is perhaps one of the finest orators in the world. His personal
charm is compelling, and he has structured the illusion of participation into
his administration. What he really did was run a campaign for Class
President on the basis of being the Most Popular Kid. It worked. But
his vision is not an American one, and as this becomes more apparent
the smoke is dissipating and the mirrors are developing cracks. Even
the media, which have heretofore been a wholly-owned subsidiary of his
administration, are becoming sceptical.
In short, it has to be real, it has to be shared, and it has to be really--nor
artificially--shared.
Just my two cents, for what they'e worth.
Blessings,
Fr. Jim <><</body>
- At 6:50am on March 25, 2009,
geetika said… - Hello Sir,
I am going to conduct a survey on measuring the factors affecting employee engagement.For this i have designed a questionnaire with each question coming under certain heads like communication,enpowerment etc.But if a certain group of employees give a low score on a certain question then it would mean that area needs to be taken care of .For eg.if employees of a deptt. give low score on communication questions then the organisation needs to work on communicating things in that dept .But what should be the broad parameters like gender,deptt,years of service,level in organisation.What combinations amongst these shloud I take?
- At 3:57am on March 19, 2009,
geetika said…
- Sir,
Thanks for ur reply
I have modified the gallup questionnaire because i felt that some questions were not very clear.
regards
geetika
- At 3:44am on March 16, 2009,
geetika said…
- hello Sir,
I am a MBA student and for my internship project,i have taken the topic of employee engagement.I would be analysing factors affecting employee engagement and for that i'm going to use Gallup Q12,i have read many articles on that but i'm unable to understand that which question relates to which exact factor of employee engagement and what is the best way to analyse the results
- At 7:33am on October 31, 2008,
David Zinger said…
- Vijay:
I will pass the color idea on to my design person to see what he thinks. It is always a good day for me when I see you have been to the network.
David
- At 5:00am on October 15, 2008,
Reshma Bhoopal said… - Hello,
A satisfied employee makes an organization happy
- At 7:21am on August 12, 2008,
Rudra said… - Sir,
Thank you for your response and willingness to share some of your experiences. The pharma industry is an industry where the business is given by the frontline field force working in the field going and meeting the doctors who need to be convinced to make an prescription of their brand. Now, the funny part is that in this industry the doctor is not the customer. The patient is the customer, doctor starts the sale process by giving the prescription.
I intend reducing this feeling amongst the field force.
Regards
rudra
Although the field force is teamed, however ogn ground they operate alone in a well defined geographical area. This bring in boredom and monotony in them, thereby forcing them to change their job. The lack of regular contact with their leader makes them go haywire.
- At 6:29am on August 2, 2008,
Rudra said…
- Dear Sir,
i have been assigned a project on employee engagement targetting the field force of a pharma industry. Could you share some of your ideas and views on the subject.
regards
chauhan
About
Latest Activity
Maggie,
Please share with us the content of your leadership level training.
Best regards, Ben
Hi everyone who replied to my request for "cynical" employee insights. I designed a training package targeted at the leadership level of this organization. I presented yesterday as 'round #1' and session received excellent reviews. Thank you for h...
Hi, I am conducting a study as part of a PhD at City University in London looking at the links between leaders' beliefs and behaviours, and how these impact employee engagement and team climate.
The research involves managers and 3-5 direct repor...
A group to help people working in the UK find each other and to offer assistance to visitors coming over for work or just passing through
This is a group for people interested in research on employee engagement. You can offer the latest sources or discuss the results.
Hi
I am conducting a study as part of a PhD at City University in London looking at the links between leaders' beliefs and behaviours, and how these impact employee engagement and team climate.
The research involves managers and 3-5 direct repor...
Marty,
Thank you so much for posting this. I have not read it in detail but appreciate the depth and breadth and focus on the work.
David
Wanted to share this Ivey Business Journal article with network members.
http://www.iveybusinessjournal.com/article.asp?intArticle_id=867
Here is introduction from the website to the author and the content of the article.
Kenneth W. Thomas is a...
In the last few months, employee engagement has been derided by some as nothing more than the latest industry buzzword or HR bandwagon that everyone is rushing to jump on as the as the as the savior of employee loyalty and productivity from the re...
Understand the needs of your employees and make room to accommodate when you can, and be honest about why you can't.
Communicate; honestly, plainly and often.
Create opportunities for autonomy, Give your employees the "what" and let them come up with the "how".
Make time to discuss Expectations: Both, what you expect of your employees and what your employees expect of you.
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Manager Tools for Empl...
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Employee Engagement Wr...
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Research on EE
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Employee Recognition
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Engaging Books
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Social media in the wo...
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Engaging Quotations
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Canada
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