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Mar 27, 2014

Are you expecting a promotion?

Every employee has this inner desire within themselves to be promoted and be ahead with their contemporaries in their organization. However not everyone who desires to be promoted wants to work hard for that coveted promotion they simply take it easy. Then when they are not chosen they sulk and blame anyone but themselves.

Employees who want to be promoted must work for it; the best starting point is to work hard in their present job assignment. You work hard not because you’re expecting to be promoted you work hard because that is the right action to do. 

Every worker must work hard so that they could give equitable value to the salary that they receive from their organization. Promotion is a just reward for a person who works hard on his/her job. But there are also times that no matter how you work hard you are not chosen to be promoted. So what would you do? Will you sulk and be indifferent to your organization?

The proper attitude to have is to continue on working with zeal even if you are not chosen for promoting. You will always have a good karma once you choose to continue on working with passion no matter what the outcome of your desire to be promoted. 

Let us say that you continue to work with enthusiasm even if you were not promoted. Then it happened that there again was a window for promotion. So you aspired again and by this time you’re positively expecting that you will now bag the coveted promotion. However to your great dismay you were not chosen again even if you were the most qualified.

So what will you do now?

If you believe in yourself and you firmly believe in your competence, it’s high time to walk away from your present employment. Look for an organization that will value your hard work and competence by doing so you will eventually bag your long expected promotion! - Marino J. Dasmarinas

I conduct Lectures/Talks on Motivation, Leadership, Values and other Organizational Behavior topics.

 I conduct Lectures/Talks on Motivation, Leadership, Values and other Organizational Behavior topics. - Marino J. Dasmarinas

Mar 24, 2014

How to extinguish an undesirable behavior

Once upon a time there was a professor who had a group of favorite students. Whenever there was a recitation he would always call upon this select group of students. He was confident with them for the reason that whenever they were called they would always give a satisfactory answer. 

But as the days of his class were progressing he noticed also a sudden change on the behavior of his favored students. They started to behave abrasively they would react to every question even if the question was not meant for them to answer. So the professor thought of a strategy on how to stop their undesirable behavior.

During their succeeding meetings he did not anymore call on them during recitations. He also distanced himself from them whereas before he would easily open conversation with them. By doing this the professor sent a strong message to his former favored students that he means business and he doesn't want any misbehavior in his class. Soon enough their undesirable behavior stopped.

In an organizational setting a manager/leader deals with a lot of behavioral idiosyncrasies. There will be subordinates who would always try to get your attention as if to tell you that they know more than their co-employees. They know more than what you know and they would somehow try to dominate you. Once you fail to properly handle this kind of employees they would become a behavioral nightmare for you.

So what must you do as a manager/leader? Start by keeping your distance from them. If before there was no space that divides you; start by creating an invisible demarcation line so that they will know their limits and the proper respect that they must observe over you.

This doesn't mean that you will not be accessible to your subordinates anymore. It simply means that your subordinates must respect you because of the position that you occupy in your office.

There are employees who behave improperly because there are managers who doesn’t know how to stop their undesirable behavior. - Marino J. Dasmarinas

Mar 18, 2014

Shape the behavior of your subordinates

Mr. X is a newly hired employee in a manufacturing company. Being young and having recently finished his engineering course he virtually had no actual experience in his job. From time to time he would make little mistakes on the job but his boss saw something positive from Mr. X.

 So, instead of getting impatient with Mr. X whenever he commits little mistakes he would try to patiently teach him about the nitty-gritty of his job. After a month of patiently teaching Mr.X, he  could now competently do his job.

In the theory motivation there’s a topic called SHAPING this is understood as the perpetual application of constructive support to an employee until such time that he eventually reach the desired behavior envisioned for him by his organization.

Shaping is very important because this is where you could find those who have potential to help the organization grow. These employees are like diamonds in the rough that needs your patient shaping/contouring. So that they could eventually become brilliant employees that will brightly shine whenever you assign them.

However, to unearth this to be contoured subordinates you must also be patient with them. You should not judge them based upon your initial impression upon them.

Be patient with your subordinates mentor them for they are diamonds in the rough that needs to be shaped. - Marino J. Dasmarinas



Mar 13, 2014

How to deal with your problem employee/s

Do you have a problem employee in your organization?

Every organization has its own share of problem employee/s; name any organization and there is somebody who creates headache for their manager/leader.

How would you deal with this problem employee? Would you immediately impose punishment or you talk to him/her first? It’s no brainer that the best course of action to take is to talk to this problem employee/s first, for all you know he/she only needs attention.

Punishment must always be the last option for problem employees because the moment you impose punishment. You are actually planting the seeds of resentment in their hearts and this is best illustrated by this short story.

Mr. X is an HR manager in a private organization; like other HR managers he also has his own share of problem employees. But what makes him unique is this: He has never resorted to punishment to straighten out a problem subordinate. He always resorts to diplomacy and so far this method always bears fruit for him.

Why does he refuse to use punishment as a tool in disciplining erring employee/s? This was his short but insightful answer.

When he was a child he was always been subjected to corporal punishment by his retired military man father. Whenever he commits a wrongdoing there was always a corporal punishment immediately imposed upon him. 

But unknown to his father there was always resentment in his heart whenever he was punished. The trend of imposing punishment as a means to correct his breach of discipline continued for a quite sometime. until it reached a boiling point that he argued with his father until they nearly came to blows.

Punishment as a measure of discipline always has its limitations; it may work initially but the moment you impose punishment you are actually igniting the smoke of resentment in the hearts of your erring employees. Until such time that this smoke becomes a full blown fire that can destroy not only you but also the entire organization.

Always use diplomacy first in dealing with your erring employees for this is the best path to take. - Marino J. Dasmarinas