Shirkers can transform into performers: Study
The research survey can be helpful for HR during recruitments
By Yogesh Avasthi
Posted On Wednesday, May 26, 2010 (http://www.ahmedabadmirror.com/index.aspx?Page=article§name=News%20-%20City§id=3&contentid=2010052620100526042238498ac32a586)
A study carried out among employees of some firms in Ahmedabad states that companies and turn non-accountable employees into productive personnel.
Arti Trivedi, a Ph D student of CU Shah Arts College has conducted a survey which acts as an indicator of the percentage of accountable employees in a company. ‘Individual Personality Factors as Predictor of Accountability Behaviour — A Counselling Based Model to Modify Non-Accountability Behaviour of Employee’ also studies the relationship between individual personality and accountability.
Arti Trivedi chose organisations in Ahmedabad for the detailed research which concluded with counselling of under-performing or non-accountable employees.
The research, Trivedi says, is first of its kind for the management sector. “Not all employees are efficient. Some of them can work, but don’t due to several factors. The survey is an attempt to know those and devise methods to improve production,” Trivedi told Ahmedabad Mirror from Hyderabad.
The study reveals that there are several factors that create non-accountabilty. “The person may be a shirker, there could be personal reasons, he may be unhappy with the company,” said Trivedi, adding that the counselling to selected samples showed that non-performing employees can be turned into performers with help from the company.
To formulate questions that could act as tools to measure employee behaviour, Trivedi invited views from IIM professors, company experts, psychologists and students.
Employees were judged through a questionnaire of 41 questions. The respondents’ replies were analysed on a scale of 1 to 5 (complete disagreement to total agreement). A set of respondents with low accountability scores were selected for counselling.
These respondents had negative feelings and emotions based on their perception of a situation in an organisational set-up which led to behavioural outcomes like lack of responsibility, lack of self motivation, low self awareness, avoiding owing up mistakes.
At the end of the counselling sessions, it was found that 25-30 per cent of these showed a marked change in accountability.
Trivedi said the study will help HR professionals in identifying candidates with higher accountability behaviour. The study, carried under the guidance of Dr Bhalchandra Joshi, registrar, psychology, Gujarat Law Society, took five and a half years.
Yes or no ?
♦ Till now, I have been able to submit my work before deadline
♦ Unless I am being forced, I prefer not to take initiative because I get worried about the results
♦ I feel guilty until I don’t accept my mistake
♦ I feel, practical approach to any problematic situation is, to pass the buck carefully when you cannot control the situation
♦ I do not prefer an office space in which, cubicles and transparent glasses are used extensively
♦ I play on a hunch without bothering to get factual data while doing casual tasks
♦ When someone finds a mistake into my work, immediately, I go back to my shell
Some posers sourced from Trivedi’s questionnaire
By Yogesh Avasthi
Posted On Wednesday, May 26, 2010 (http://www.ahmedabadmirror.com/index.aspx?Page=article§name=News%20-%20City§id=3&contentid=2010052620100526042238498ac32a586)
A study carried out among employees of some firms in Ahmedabad states that companies and turn non-accountable employees into productive personnel.
Arti Trivedi, a Ph D student of CU Shah Arts College has conducted a survey which acts as an indicator of the percentage of accountable employees in a company. ‘Individual Personality Factors as Predictor of Accountability Behaviour — A Counselling Based Model to Modify Non-Accountability Behaviour of Employee’ also studies the relationship between individual personality and accountability.
Arti Trivedi chose organisations in Ahmedabad for the detailed research which concluded with counselling of under-performing or non-accountable employees.
The research, Trivedi says, is first of its kind for the management sector. “Not all employees are efficient. Some of them can work, but don’t due to several factors. The survey is an attempt to know those and devise methods to improve production,” Trivedi told Ahmedabad Mirror from Hyderabad.
The study reveals that there are several factors that create non-accountabilty. “The person may be a shirker, there could be personal reasons, he may be unhappy with the company,” said Trivedi, adding that the counselling to selected samples showed that non-performing employees can be turned into performers with help from the company.
To formulate questions that could act as tools to measure employee behaviour, Trivedi invited views from IIM professors, company experts, psychologists and students.
Employees were judged through a questionnaire of 41 questions. The respondents’ replies were analysed on a scale of 1 to 5 (complete disagreement to total agreement). A set of respondents with low accountability scores were selected for counselling.
These respondents had negative feelings and emotions based on their perception of a situation in an organisational set-up which led to behavioural outcomes like lack of responsibility, lack of self motivation, low self awareness, avoiding owing up mistakes.
At the end of the counselling sessions, it was found that 25-30 per cent of these showed a marked change in accountability.
Trivedi said the study will help HR professionals in identifying candidates with higher accountability behaviour. The study, carried under the guidance of Dr Bhalchandra Joshi, registrar, psychology, Gujarat Law Society, took five and a half years.
Yes or no ?
♦ Till now, I have been able to submit my work before deadline
♦ Unless I am being forced, I prefer not to take initiative because I get worried about the results
♦ I feel guilty until I don’t accept my mistake
♦ I feel, practical approach to any problematic situation is, to pass the buck carefully when you cannot control the situation
♦ I do not prefer an office space in which, cubicles and transparent glasses are used extensively
♦ I play on a hunch without bothering to get factual data while doing casual tasks
♦ When someone finds a mistake into my work, immediately, I go back to my shell
Some posers sourced from Trivedi’s questionnaire
