NU12 Topic: Professionalism – new work, methods, practices

Performance bonus! Salary Increase! Job Promotion! Additional Perks! Travel! Etc… 

These are what every employee (at any level) aim after a year of hard work, exceeding quotas, hitting KPIs, overtime, again overtime, and over-overtime… But how each employee gets their bonuses, increases, perks, etc..?

It's thru yearly performance evaluation! Right?

The process of evaluation: Staff level employees are being evaluated by their manager; then managers are being evaluated by the top management. 

End Result: Managers are pushing too hard their staffs to hit their targets and quotas… whatever it takes and If that happens the credit will go directly to the manager.

Top management will commend the manager for a job well done and will generously be given corresponding bonuses, salary increase and other perks.

On the other hand the staff will also receive bonus, salary increase and other perks as well though not as generous as the manager gets.

It is the reality! And this is happening mostly in all the companies out there. 

  

Sad Reality: Are the top management know how did the manager hit their targets and able to manage their resources? 

Are they aware of how manager and staff relates to each other?

Does top management know how the managers behave in times of pressures?

Does the top management know what kind of attitude their managers have towards staff?

Almost all the answers from the questions above are NO!

A lot of staffs were being mistreated, forced to do overtime, and worst felt degraded. 

This is one of the major reasons why a company has a high employee turnover ratio.

The proposal: Why not hear it from the staff?! Staff level employees will still be evaluated by their manager; but this time, staff level employees will be given a chance to evaluate their own managers. 

Through this, top management will have an idea on how the managers behave and what kind of leader he/she is. 

Doing so, will give input to the top management who will still give the final say in the evaluation process

Bright side of the proposal: Top management will really know their managers not just in their output but also their people handling skills and their attitude towards their subordinates.

This process aims to address high employee turnover ratio and at the same time managers will learn to give respect to their subordinates since they know they are also being evaluated by them.  <Not new>

Senica, Carlo Phillip

SPENTREP - S09

NU12_Professionalism_Roque

Hi Sir,

Here's my 6th NU12 Topic: Professionalism – new work, methods, practices

 

My level n in our company has no time-in/out, don't have late & at the same not entitled for OT pay. But of course we are still required to complete at least 8 hours of duty per day. Our company is in expansion state and it means we have lots of work to do so, it can't really be avoided to extend for long hours most of the time. One of our colleagues, same level as I am, always refuse to extend because he said that he's not paid if its after 5PM. Though it his right, I think it's still wrong.

Being part of the management requires higher sense of responsibility. I think the reason we were given freedom of our time is because we are expected to bring result no matter what. We don't need to be monitored from time to time and check what we are doing every hour, what is important is our output. Going back to my colleague, there's nothing wrong to just work from 8am-5pm if he provides the output needed from him. But the problem is that the works we have now really need so much time; comprising it with a shorter time may result to not so good output.  I think as professional, we should be responsible enough to understand our task . No one will repetitively tell us the things that we need to do, because they know that we should know them already. In work, even if we were already promoted to the position that we want, we should not stop doing our best. Even the person in the highest position can't just be stagnant forever or else, he might lose that position someday. Aside from that, we should also care for our colleagues especially those that belong to our group. They might be affected with our behavior; if someone in the group does not do his part, usually there's no choice but for others to take it. Like what they say, great power comes with great responsibility.  (work attitude is important, love what you do and do what you love)

Regards,

Rachelle

Ramon Martin P. Revilla - NU 12 paper #3 - Professionalism – new work, methods, practices

Ramon Martin P. Revilla                                                       Entrepreneurship S10

MBA Standard                                                                       Professor Jorge Saguinsin

Ateneo Graduate School of Business                                   September 23, 2013

Professionalism – new work, methods, practices

Medical and Sales Representatives, Detail Man is it a professional job, or do you need to neither be functional nor be competitive?

Sales and marketing is a kind of job that requires great ideas, creativity and innovative thinking.  It is said that a great sales and marketing person produces his/her best output during high degree of pressure, that is why it is also said that sales and marketing is a good stepping stone for a career path.

But can we consider sales and marketing a career? Do they need to have functional and repetitive working environment? Is it necessary to have a competency for employee differentiation, will the numbers or quality/volume of sales will gauge the skills of a great sales person?

Being a medical sales representative (detail man) as they call it before requires a holistic skill competency for it caters different job aspects at certain degree of difficulty, now a days in order for a sales person to deliver sales he/she first needs to deliver the needs and wants of the client.  A skill that requires flexibility of character and focus in client profiling, here are some of my thoughts on how to be a successful sales person:

Customer Engage – great sales persons not only focus on clients, rather have commitment on delivering needs and wants, with engagement it separates the sales person and creates his/her differentiation among other sales person. Focus is different with engagement.

Business Analysis – it is said that if a soldier would go to war he/she must be knowledgeable of the battlefield and always prepared on what to do.  In sales and marketing, it is important to do a geographical strategy of the area, know the key opinion leaders, availability of distribution channels and know what problems needed for solutions.

Innovative – sales and marketing people always need to provide creative ideas, introduces and applies something new, useful and valuable to the company and its stakeholders most especially its customers.  There is a saying in marketing " Don't sell the steak, sell the sizzle" < Let us mention some of these Martin>

Act like an Entrepreneur – sales people must have mindsets of as if they own the company, they need to show integrity and sincerity for their jobs and produce better or outstanding performance sales outputs, sees opportunities, enhances results and consider setbacks as learning opportunities.

Leadership Skills – demonstrates ability to carry out company's vision to manage changes; leads, builds and motivates co workers/team mates to achieve objectives with integrity and proactivity.  This skill is the most important competency; it can inspire and influence colleagues for a sustainable and successful common goal.

Team Work – collaborates to achieve common objectives and encourages diversity of views and creates synergies among team members and across work units.  This can lead to better working environment both internal and external.

Communication – in sales, communication is the most important part.  Integrated communication is the best weapon a sales person must have, with proper endorsements and clear client – sales communication it will ensure that the information is passed on to others who need to be kept informed detailed and accurately.

Working in sales and marketing requires not only being functional, it requires skills of some extraordinary, a competency that separates the good from the best and the best from the excellent.  The job must be considered as a profession not just a stepping-stone for another career.