The Benefits of Having a Good Boss Essay Example | Topics and Well Written Essays - 1250 words

The Benefits of Having a Good Boss - Essay Example A good boss increases productivity and promotes healthy working relationship while a bad boss hampers the growth of a company. The two kinds of boss are similar in terms of their professional roles in an organization. Both have people working under them, possess power over others, work towards the success of the company, and implement rules of the company. In an organization, employees look up to their bosses and make them the role model. Serving as role models, bosses should possess admirable qualities that others may imitate. In particular, the boss should behave according to the mission and goals of the company. He should have ideal professional qualities and imbibe the principles of goodwill, justice, and honesty in his profession. However, personal qualities are as important as professional ones to promote good-working relationship with employees. According to Brusman (2), the way a boss treats people is what differentiates him from others. It is the aspect in which many bosses commit mistakes, thus it is one aspect that easily distinguishes a good boss from a bad one. Another aspect is decision-making strategy. As the superior, a boss holds the highest power in an organization but such power may be equally divided among employees if a boss wishes to. Furthermore, the life goals of a boss differentiate a good one from a bad one. Life goals include those accomplishments that a boss wants to attain for himself, his employees, and organization. Treating employees positively is one of the characteristics of a good boss. Positive treatment of employees may be challenging especially with the presence of tension and pressure from work. Deadlines, work quality, and other factors may affect the way a boss deals and treats his employees, thus they can serve as the real margin to distinguish a good boss from a bad one. Despite pressure, a good boss shows good examples that others imitate while a bad one acts in the dismay of his subordinates. A good boss is friendly and deals nicely with others. He is neither feared nor avoided. Rather, subordinates work freely in his presence. In the morning, employees wait for him to arrive and wish to see him in the meeting to discuss issues that need to be resolved. In contrast, a bad boss terrorizes his employees with his presence alone. Subordinates do not feel comfortable when he is around. They are alarmed by his presence, and sometimes pretend to be busy when the boss is around. Likewise, in a meeting, employees do not wish to see the boss, but they still attend because they are afraid of being scolded at. Moreover, employees talk behind the back of a bad boss. They make fun of him and draw funny caricatures, and laugh at his mistakes. In sum, the friendly boss causes a positive atmosphere in the office while the terror boss brings about a negative climate. Athough the bad boss may decrease cases of absenteeism due to the fear of employees to be reprimanded, he may in turn increase employee turnover be cause subordinates could have a hard time dealing with him. A good boss knows how to sympathize with others while a bad one does not care about others’ feelings. As a leader, a boss acts as the parent of the organization. Therefore, he should be concerned of all employees, eventhough they are not directly under them. As such, he should know show sympathy when they need it. Showing sympathy to others could be as simple as giving condolences to bereaved employees, sending get-well-soon cards, calling up employees to check why they are absent, and so on. Likewise, a good boss knows how to appreciate the efforts of his people. He says â€Å"thank you† for favors done for him, greets people on their birthdays, and celebrates birthdays with them. However, a bad boss lacks all the

Offshore Jobs Essay Example | Topics and Well Written Essays - 750 words

Offshore Jobs - Essay Example are some of the countries where MNCs from USA, UK, Germany and other developed nations have started outsourcing the jobs. This trend has picked up in a big way in the last 15 to 20 years. In fact, as this trend kept growing, a debate also started in the political spheres about the job losses taking place in USA, Germany, UK etc. In the recently concluded Presidential elections in the USA, outsourcing became a big issue, with the candidates spelling out their own versions of the truth on outsourcing by many companies. But as per the indications available the trend appears unstoppable in the immediate future. The high turnover rates amongst IT staff in some of the Indian cities points towards the availability of opportunities in this sector which propels the staff to switchover jobs from one company to another looking. The research conducted by McKinsey Global Institute (MGI) points out that even after a huge hike in salaries in the outsourcing destinations, the salaries are still quite low as compared to the cities in the America and leading EU nations. While the criteria of selecting the sites depends on a variety of factors like, work culture, infrastructure availability, talent pool etc. besides the wages; the study points out that many companies have preferred to go for tried and tested nations like India and China. Though the infrastructure is far from satisfactory in some of the cities of India, still some of the companies have expressed their confidence in these cities based on their past experience and the availability of other similar companies in the vicinity. At the same time, the study points out that many companies like Amazon.com, Telefonica, Intel and Sakonnet Technology have preferred offshore centers in the African cities like Cape Town, Tangier, Cordoba, Rio de Jenerio etc. But in general it has been found out that some of the hot spots have become favorites of companies which have followed the trend observing the 'first mover's cost advantage'. But this trend also results in overheating of the job market in those cities and the infrastructure too starts deteriorating. Citing the example of Gurgaon, a place near the capital city of India the study finds out that the area has become very populous with many shopping malls, multi-story apartments etc. when leading companies set up their operational units in these cities. But gradually it has started taking its toll with paralyzing traffic congestions, frequent power cuts, communication network breakdowns etc. But, the fact that so far the reverse trend has not started, points towards the cost advantage still being favourable to the MNCs. The availability of huge numbers of unemployed educated youth at offshore hot spots makes these locations all the more attractive. MGI studied 28 low-wage countries and figur ed out that about 6.4 million young professionals are available in 2003 for far less number of jobs. It has been projected through the study that supply of college educated talent will continue to outstrip the demand from MNCs offshore operations for many-many years to come. In general some of the key factors identified for choosing a location include Cost, availability of skills, suitable political and legal environment; market potential of the region or country; risk factors; and infrastructure. Though destinations like Dubai have also been