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Fremont: Companies have their own ways of climbing up the learning curve--some have godfathers or mentors to advice them at every step, some learn by their own mistakes or those of the others, some follow the trends, but some follow the outdated methodologies, which can become very destructive, not just for the companies, but also for the people working over there.
Many of the companies ask their employees to work for longer hours, or work during holidays, in a belief that the productivity would be increased. If such is the case, then why were holidays or time frame for work designed? It is not the quantity, but the quality of time that the employees spend on the job that determines the amount of work completed. Not a surprise when a majority of the working class describe stress as the numero uno killer. Employees need to renew their batteries intermittently which make them more productive, rather than sitting all day in front of the computer. Thus, the companies should allot intervals for employees to take a breaker during the intense work schedules. Studies show that long working hours take a toll on not just the productivity of the organization, but also on the lives of the employees.
Little anxiety may help employees work better is a belief many organizations have, but isn't anxiety a negative emotion, which would bring down the productivity level? People perform better when they are surrounded by positive energy, working under pressure or anxiety would just take away the fun of working in the first place. Anytime the bosses try to push the work to their subordinates, it directly affects the performance and drags the productivity curve along with it.
Companies try to hire people with the required skillset, as they feel that these people would be able to do justice to the work. They feel that people are born with those skills, that aura, which makes them successful. But, the fact is that majority of the skills, including creativity and leadership can be taught to the people. Just as the job requirements are passed on to the employees through training sessions, can the soft skills and the creativity be passed on to the workers. People can quickly learn what is required of them, and make themselves the assets for the organizations.
Companies try to cut down on the tasks by making the employees multitask, which means that a single person is made to do multiple tasks. This is not just toiling for the employee, but also to those directly related to the work done by him--the quality would not be upto the standards as the right and the left sides of the brain may refuse to coordinate ruining the whole purpose. This would make the employee prone to lack of concentration and can be an annoying thing to do. Just imagine the condition of an employee who starts doing task 'A' when a senior employee comes and asks him to focus on task 'B', and while the task 'B' nears completion, another member asking him to focus on task 'C'. it is like torturing the employee just cause you want to cut down on the costs. Getting an all-rounder may seem alluring at the first look, but deep down it would only increase the costs as the time taken for doing the task and the costs of reworking along with cost of stress the employee has to undergo would make the scales imbalanced.
These myths have been built upon by companies over years and are tough to get over, but for the benefit of the employee and the employer, it is better to let go off the ice age practices and come to terms with the latest practices, which are employee-focused, and motivate them rather than shoving them under piles of files.
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