Saturday, August 16, 2008
Is your CIO committing Management Malpractice?
Have you ever considered the fact that your CIO will outsource work to India but employees can't work from home...
Before we get started, I think that much of the problems aren't directly related to IT and are caused by general human resource professionals and their non-forward thinking way of viewing the world. Consider that HR isn't involved in outsourcing and at some level, this is what allows it to be mediocrity successful.
Many of the today´s human resources professionals have struggled in appreciating the value proposition of working from home, when they have developed for so many years a mentality where managing payrolls, exerting control through rigid policies and being an administrative organization with poor emphasis in people issues has determined that flexible work schedules as a mean to provide a right balance between life and work to busy, valued and stressed employees is not one of the top concerns from a merely transactional HR management.
A conservative corporate culture usually is adverse to assume a high risk profile and are characteristically reluctant to provide to its employes the time and the authorization to work at home as part of a talent policy to deliver true employee satisfaction from the perspective of providing a flexible work schedule as part of a corporate program designed to deliver means to reach a healthy balance between life and work.
This reluctance in providing flexible schedules to work from home are accentuated through of managerial malpractices like micromanagement where the activities developed by manager´s subordinates are obsessively overviewed; the possibility of innovate is systematically denied and the communication among co-workers is systematically censured.
Based in the premise that employees are the most valuable asset in current organizations, most of the Fortune 500 companies are developing programs with diverse recreational activities and flexible job schedules where working at home is a possibility to help to their employees in reaching a healthy balance between life and profession, and by this way minimize the risks of having employees suffering from professional burnout.
Having said that, is straightforward the appreciation that for these companies their employees are considered as an valued asset because they have the unique opportunity of enjoying of a supportive workplace environment where their professional development will be systematically encouraged, their expectations will be fulfilled in a supportive workplace environment and additionally, they enjoy the privilege of working in a company, which culture is appreciative to recognize, reward and celebrate timely, the extra-value that a responsible and competent professional may offer to his/her organization.
| | View blog reactionsBefore we get started, I think that much of the problems aren't directly related to IT and are caused by general human resource professionals and their non-forward thinking way of viewing the world. Consider that HR isn't involved in outsourcing and at some level, this is what allows it to be mediocrity successful.
Many of the today´s human resources professionals have struggled in appreciating the value proposition of working from home, when they have developed for so many years a mentality where managing payrolls, exerting control through rigid policies and being an administrative organization with poor emphasis in people issues has determined that flexible work schedules as a mean to provide a right balance between life and work to busy, valued and stressed employees is not one of the top concerns from a merely transactional HR management.
A conservative corporate culture usually is adverse to assume a high risk profile and are characteristically reluctant to provide to its employes the time and the authorization to work at home as part of a talent policy to deliver true employee satisfaction from the perspective of providing a flexible work schedule as part of a corporate program designed to deliver means to reach a healthy balance between life and work.
This reluctance in providing flexible schedules to work from home are accentuated through of managerial malpractices like micromanagement where the activities developed by manager´s subordinates are obsessively overviewed; the possibility of innovate is systematically denied and the communication among co-workers is systematically censured.
Based in the premise that employees are the most valuable asset in current organizations, most of the Fortune 500 companies are developing programs with diverse recreational activities and flexible job schedules where working at home is a possibility to help to their employees in reaching a healthy balance between life and profession, and by this way minimize the risks of having employees suffering from professional burnout.
Having said that, is straightforward the appreciation that for these companies their employees are considered as an valued asset because they have the unique opportunity of enjoying of a supportive workplace environment where their professional development will be systematically encouraged, their expectations will be fulfilled in a supportive workplace environment and additionally, they enjoy the privilege of working in a company, which culture is appreciative to recognize, reward and celebrate timely, the extra-value that a responsible and competent professional may offer to his/her organization.
