some management jargons

Some misunderstood Jargons listed below:

EMPOWERMENT: Under the garb of ‘empowerment’, the management pushes the transactional level of decision-making to the lower levels while keeping a tight control as far as key decisions are concerned (this is incorrect). Empowerment, in its true sense, is a bottoms-up approach wherein the decision making authority resides with the junior employees and isn’t hierarchy-driven.

COACHING / MENTORING: Coaching is ‘task-oriented’ in which a coach helps a coachee think strategically by developing current skills and helping him/her acquire new ones.The duration of coaching is relatively shorter, which means that a coach’s requirement ends when the required skills are developed. Mentoring, on the other hand, is more ‘relational’ wherein the mentor shares her/his experiences (personal and professional) with the mentee. She/he helps provide guidance by helping the mentee to clear doubts related to professional or personal growth.

REPATRIATE: It is the process of an individual returning to the home country (India in our case) after being placed on a long-term international assignment. However, it is more often than not perceived to be a complicated arrangement of a foreign national relocating to India (read: modified expatriate), which is a misinterpretation.

EMOTIONAL INTELLIGENCE (EI):Someone with a ‘low’ EI is typically construed to be the one who is ‘emotionally weak’ or at times, EI is used interchangeably for IQ. EI as defined by Daniel Goldman is “the capacity for recognizing our own feelings and those of others, for motivating ourselves, for managing emotions well in ourselves and in our relationships”. So even if you are able to control your emotions, but your behavior elicits undesired responses from others, you can be low on EI.

CHANGE MANAGEMENT: In today’s business environment, this term means to the employee population that they are expected to be uncomfortable all the time. For HR, the term relates to the organization’s ability to create an environment where dealing with the ‘new and different’ is not a challenge, but rather is seen as a contributing factor to growth and success.

BENCHMARKING: When employees hear the term, I think that they believe that it is a way to hold them to an unachievable standard of delivery based on a study of the market. In its purest form, benchmarking refers to a company’s comparison of its policies, practices, and results to outstanding competitors’ in their same industry to determine if their operations and practices reflect those that will lead to outstanding results. In the case of compensation, it refers to looking at an organization’s salary structures in comparison to other market players.

WORK-LIFE BALANCE: Work-life balance is not a tight-rope walk between office commitments and home demands. In fact, it is about understanding your priorities, both at a personal and professional level.You could work 80 hours a week and still make time to pursue highly fulfilling hobbies.Work-life balance is about making time for what you think is important and this has no relation to how many hours you work in a week.

EMPLOYEE ENGAGEMENT: Employers spend an enormous amount of money on ‘fun’ activities and still find low engagement scores. Little do they realize that an employee who is positively charged and sees the value in working with an employer, is not because of the one-odd social event the company organizes, but because of the innumerable positive ‘events’ the company offers each day. Employee engagement is a function of a well-defined job role, good learning opportunities, exciting growth avenues and a competitive pay.

LOOK AT THE BIG PICTURE: We always use this term quite freely, but it implies that one should never take a call without taking all the factors into consideration – this helps take better informed decisions.This can happen when all departments are coached to think of ‘macro’ goals in addition to thinking about their own ‘micro’ ones, so that it results in better productivity/revenues.

Courtesy: TOI


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