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Understanding Hclites: Understanding Individuals Behavior (Leading) Presented By: Farah, Rabia, Summaya & Noor

This document provides background information on HCL Technologies, an Indian IT company known for its "employee first" culture. It discusses how HCL prioritized employee satisfaction and development over cost-cutting measures during an economic downturn. As a result, HCL inverted its organizational structure to empower employees. HCL established forums for direct communication between employees and leadership to increase transparency. The document suggests HCL's success is partly due to employees having skills like persuasiveness and resilience that help advance the company's goals.

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385 views11 pages

Understanding Hclites: Understanding Individuals Behavior (Leading) Presented By: Farah, Rabia, Summaya & Noor

This document provides background information on HCL Technologies, an Indian IT company known for its "employee first" culture. It discusses how HCL prioritized employee satisfaction and development over cost-cutting measures during an economic downturn. As a result, HCL inverted its organizational structure to empower employees. HCL established forums for direct communication between employees and leadership to increase transparency. The document suggests HCL's success is partly due to employees having skills like persuasiveness and resilience that help advance the company's goals.

Uploaded by

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UNDERSTANDING HCLITES

UNDERSTANDING INDIVIDUALS BEHAVIOR (LEADING)


PRESENTED BY:
FARAH, RABIA, SUMMAYA & NOOR
BACKGROUND

HCL TECHNOLOGIES IS AN INDIAN MULTINATIONAL IT COMPANY. THIS COMPANY ADAPTED A UNIQUE AND
CRUCIAL CULTURAL VALUE THAT IS "EMPLOYEE FIRST" CULTURE. BACK IN 2010, HCL BELIEVED IN NO LAYOFF
POLICY WITH EXCESSIVE NUMBER OF EMPLOYEES AND SUSPENDED RAISES, DURING THE TIMES OF ECONOMIC
DOWNTURN. THIS COST HCL LOST IT'S 22 PERCENT OF WORKFORCE AS THE COMPETITORS WERE HAVING
MORE TO OFFER THE EMPLOYEES. THIS MADE HCL MONITOR AND TRACK IT'S EMPLOYEES SATISFACTION.
HCL INVERTED IT'S ORGANIZATIONAL STRUCTURE AND PLACED MORE POWER IN HANDS OF EMPLOYEES. IT
BASICALLY INCREASED INVESTMENT IN EMPLOYEE DEVELOPMENT. A FORUM CALLED "U AND I" HAS BEEN
ESTABLISHED SO THAT EMPLOYEES CAN DIRECTLY COMMUNICATE WITH CEO TO INCREASE TRANSPARENCY AND
INCITE CRITICISM. AS HCLITES HAVE MORE AUTHORITY THAN NORMAL, THEY DO HAVE UNIQUE OR PARTICULAR
DNA TO UPHOLD THEIR ORGANIZATION TO A POSITION IT IS AT NOW. THEY HAVE VERY HIGH PERSUASIVE SKILLS
AND THE MOST IMPORTANT FACTOR IS RESILIENCE WHICH CREATES A DESIRE IN THEM TO REACH OUT.
Q/1(A):WHAT IS YOUR IMPRESSION OF AN
“EMPLOYEE FIRST” CULTURE?
IN OUR OPINION EMPLOYEE FIRST CULTURE IS A VERY INNOVATIVE AND HEALTHY IDEA
ESPECIALLY IN 21ST CENTURY, BECAUSE:
❖IT INVOLVES GREATER EMPLOYEE COMMITMENT TOWARDS ORGANIZATIONS.
❖IT INVOLVES THE PROPAGATION OF MORE AND BETTER IDEAS SINCE THERE ARE MANY
PERSPECTIVES INVOLVED.
❖EMPLOYEE FIRST CULTURE LEADS TO INCREASED PRODUCTIVITY BECAUSE LESS ABSENTEEISM.
B)WOULD THIS WORK IN OTHER ORGANIZATIONS?
WHY OR WHY NOT?

EMPLOYEE FIRST CULTURE CANT WORK IN EVERY OTHER ORGANIZATION


BECAUSE: WHY NOT?

❖ IT INCREASES THE RISK OF REMOVAL OF EMPLOYEE LEVEL AND MANAGER LEVEL BOUNDARY.
❖ INCONSISTENCY B/W BEHAVIOR AND ATTITUDE
❖ LEAD TO THE CLASHES OF IDEAS WHILE DECISION MAKING
C)WHAT WOULD IT TAKE TO MAKE IT WORK?

EMPLOYEE FIRST CULTURE COULD BE MADE TO WORK IN EVERY ORGANIZATION BY FOLLOWING


AMENDMENTS:
❖GIVEN CALCULATED AND BALANCED DECISION MAKING ABILITIES TO EMPLOYEES
❖HEIR CONSISTENT AND HARD WORKING EMPLOYEES AS IN HCL
❖DEFINING MANAGER EMPLOYEE BOUNDARIES
❖STYLE OF DECISION MAKING SHOULD BE RATIONAL & JUDGMENTAL
Q/2:HOW MIGHT AN UNDERSTANDING OF
ORGANIZATIONAL BEHAVIOR HELP CEO VINEET
NAYAR LEAD HIS COMPANY? BE SPECIFIC
A DEEPER UNDERSTATING OF ORGANIZATIONAL BEHAVIOR (INCLUDES 6 EMPLOYEE BEHAVIOR)
▪ EMPLOYEE PRODUCTIVITY
▪ ABSENTEEISM
▪ TURNOVER
▪ ORGANIZATION CITIZENSHIP BEHAVIOR (OCB)
▪ JOB SATISFACTION
▪ WORKPLACE MISBEHAVIOR
WILL HELP NAYAR TO LEAD HIS COMPANY. HE SOUGHED AND EVALUATED EMPLOYEES ATTITUDE &
PERFORMANCE. HE BUILT HEALTHY & TRUSTFUL RELATIONS WITH EMPLOYEE BY USING FORUM (U & I)
B)HOW ABOUT FIRST LINE COMPANY SUPERVISORS?

FIRST LINE SUPERVISORS INTERACT WITH BOTTOM LEVEL EMPLOYEES. A FIRST LINE SUPERVISOR
OVERSEES A TEAM OF EMPLOYEE OR A SPECIFIC OPERATION, BASICALLY ORGANIZATIONAL
HIERARCHY IS COORDINATED BY FIRST LINE SUPERVISORS.
ITS VERY IMPORTANT FOR VINEET NAYAR TO UNDERSTAND THE BEHAVIOR FOR COORDINATION
IN COMPANY.
FIRST LINE SUPERVISORS CAN INCREASE THE EFFICIENCY, WORK PRODUCTIVITY AND
REPUTATION OF A ORGANIZATION.
Q/3:WHAT ASPECTS OF PERSONALITY DO YOU SEE
IN THIS STORY ABOUT HCL? HOW HAVE PERSONALITY
TRAITS CONTRIBUTED TO MAKE WHAT HCL IS TODAY?
PERSONALITY ASPECTS (TRAITS) HCLITES HAVE:
❖ EXTROVERT
❖ RESILIENT
❖ LOCUS OF CONTROL(INTERNAL)
❖ HIGH SELF MONITOR
❖ HIGH RISK TAKING
❖ HIGH SELF ESTEEM
❖ EMOTIONALLY STABLE
❖ OPENNESS TO EXPERIENCE
CONTINUE(Q/3)

SINCE WITH EACH ADVERSITY THEY HAD FACED, THESE TRAITS CONTRIBUTED TO MAKE WHAT
HCL IS IT TODAY. IF HCLITES WEREN’T INNOVATIVE, RISK TAKING, RESILIENT, ENERGETIC AND
WITH GREATER PERSUASIVE SKILLS, THEY WOULDN’T HAVE (HCL COMPANY WONT HAVE)
GOTTEN NEW TEMORES SINCE STAGNANT IDEAS ATTRACT LEAST OFFERS IN MARKET.
Q/4: DESIGN AN EMPLOYEE ATTITUDE SURVEY FOR
HCL’S EMPLOYEES. COMPARE YOUR IDEAS WITH
WHAT OUR “REAL” MANAGER SUGGESTED.
SURVEY QUESTIONS:
1. DO YOU HAVE AMPLE OPPORTUNITIES TO USE YOUR SKILLS/ABILITIES IN YOUR JOB?
2. DO YOU FEEL GOOD/SATISFIED WITH YOUR SALARY PACKAGE?
3. DOES THE COMPANY SUPPORT YOUR ABILITY/EXCEL AT WHAT YOU DO?
4. DO YOU THINK YOU ARE AN IMPORTANT PART OF HCL?
5. DOES U & I FORUM IS PRODUCTIVE FOR YOUR OVERALL EXPERIENCE?
CONTINUE (Q/4)

• THE EMPLOYEE SURVEYS IN ANY ORGANIZATION ARE CONDUCTED TO CHECK THE LEVEL OF
JOB SATISFACTION AND TO ACHIEVE THE ATTITUDE SCORE OF AN INDIVIDUAL. THE SURVEY
SAMPLE FOR HCLITE IS NOT MUCH DIFFERENT FROM THAT OUR REAL MANAGERS DO AS BOTH
SURVEYS PROVIDE MANAGER WITH VALUABLE FEEDBACK ON HOW EMPLOYEES PERCEIVE
THEIR WORKING CONDITIONS.

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