By Jeff Damulira This video shows that a good deed never goes without reward in return. Enjoy the video below :) By Jeff Damulira
Asking for help requires an balance of reciprocity. Because, we cannot continue to sustain a long term commitment and loyalty with others; if we continue asking for favours and never reciprocating the favour in return. And, this will create resentment and dissatisfaction. So, therefore if we want to have longevity of influencing other people; then we need to reciprocated the favour in return. The favour can extend beyond buying a drink for them. The favour could extend such as helping them with writing anything important such as resume/CV, business letter or helping them with any problems that could be resolved. And, the bigger your favour, the stronger your levels of influence. By Jeff Damulira Equity theory is usually associated within organizational behaviour and management. But, the equity theory is based on how people measure their amount of input in correlation to the outcome and comparing input/outcome ratios to others. To oversimplify the similarity to our daily interactions with others could be measuring our contribution to colleagues lives or friend or spouse and noticing the recognition, rewards or returned bigger favour. Then, we can observe the ratio difference on the similar amount of input to other people and overall outcome. If, one person has a lower outcome, than the other person with higher outcome; then the person with less or no favour will lose influence and commitment in the long term. By Jeff Damulira Although, many people may not realize the tremendous impact of Karma. Because, when you give love, you get love, you give kindness, you get kindness. But, if you continue to create negativity around others or making others suffer; then you will experience the negative reflection in due time. It's all about equalizing the balance of your energy. Therefore, it's important to engage in good deeds and trying to minimize as much possibility of negativity; in order for good things and good experiences to manifest into your life. By Jeff Damulira Maslow Theory in correlation with organizational factors Maslow's need hierarchy theory in an organizational setting is an psychological observation of different needs of members or employees within an organization. However, applying Maslow's need hierarchy can vary from different needs such as: - Physiological ( food, water, sleep) - Safety( security, stability, protection) -Esteem( self-esteem, self-respect, prestige, status) -Self actualization( advancement, growth and creativity) And these factors can correlate with pleasant working condition, financial gratification, cohesive work group, friendly supervision, social recognition and advancement in the organization. For example, rewarding people with better pay or financial bonus can increase their possibility to have more food on the table; especially, if their living cost has increased. Another example of an CEO who has fulfilled the basic needs for his employee of his company is Dan Price. Dan Price has fulfilled every factor of Maslow's hierarchy theory in fulfilling every needs of people within an organization. Dan Price decided to cut a percentage of his own salary by increasing his employee's salary to $70,000. Therefore, the employees from his organization has been extremely elated since they have more money to provide more food for their family and having a better sleep at night. Moreover, the employees will feel little bit of financial stability, since their wage would last longer. Additionally, they will feel a boost of prestige and status from a huge acknowledgment and recognition by an awesome boss such as Dan Price. Furthermore, there was an huge financial karma within the company such as making record breaking profits; prior to the previous yearly revenue. Dan Price who has fulfilled the basic needs of his employees has created an positive karma all throughout the company. The employees even decided to buy his dream car such as Tesla with an acknowledgment by his employees. By Dan Price increasing his ability to fulfil the needs of his employees to a higher levels has increased a higher levels of good karma in return. By Jeff Damulira Michael Beckwith has mentioned about rising up to the potential of giving. Because, success used to be about hoarding, getting and accumulating. But, Michael Beckwith has stated that giving has given a different meaning of success. And, I completely agree with his statement that how much can you give before you die; that can defined a different of meaning of success. By Jeff Damulira
Organizational behaviour in Karma is my unique perspective on 'do unto others as you would have them do unto you', with emphasis on being a ' people company'. Because, the energy you give out, you get back in return. This concept has been illustrated in the Management and Organisational Behaviour book, which mentions the 'Golden Rule Management' of companies such as the multi-million dollar company Mary Kay Cosmetics in the USA. For example, Mary Kay Cosmetics believe that people come first from beauty consultants, sales directors, employees, customers and suppliers. Their core value is based on caring for people. Because, if you help other people get what they want; you will get what you want. Furthermore, there are many successful organization that do utilise the caring and positive approach to the management of people. Another example is the Portsmouth-based insurance firm Zurich; that gives its full-time staff £1000 each to celebrate the particular 75th anniversary. In addition, all temporary contract staff received £500. The company also engages in glad tidings such as organising huge outdoor party with a funfair, free food and drink for staff and their guest. This is an perfect example of establishing a positive karma effect in a organization; because, the more you are willing to spread more glad tidings, the more glad tiding will return. |
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