Mars Group Human Resource

The Managing Leader vs the Coaching Leader!

What’s your managerial style: like Lord Ram or Lord Krishna?
Read on..*

In Hindu mythology there are two great epics. One is called Ramayan and other is called Mahabharata. The centre story of both these books is around victory of good on evil. In one story Lord Ram leads his army to defeat Ravana in his land,
While in the second Lord Krishna oversees Pandavas defeat Kauravas in the battle at Kurushektra.

In Ramayan, Lord Ram is the best yodhaa of his side.
He leads his army from the front. Strategizes & directs different people to do things which will meet the objectives. His people are happy to follow orders & want to get all the appreciation for being the best executors. Lord Ram set direction & also tells people what to do during difficult times.

Ultimately they won the war & the final outcome was achieved.

On the other hand Lord Krishna told Arjuna, I won’t fight the battle. I won’t pick up any weapon; I would only be there on ur chariot as a charioteer. And he did what he said. He never picked up the weapon & he never fought.

Still, Pandavas won the war & final outcome was achieved.

So, what was different? It was their managerial style & it was also the type of people who were being lead.
Lord Ram was leading an army of ‘MONKEYS’ who were not skilled fighters & they were looking for direction. While on other hand,

Lord Krishna was leading Arjuna who was one of the best archer of his time. While Lord Ram’s role was to show it & lead from the front,

Krishna played the role of a coach whose job was to remove cobwebs from his protégée’s mind. Krishna couldn't teach Arjuna archery but he could definitely help him see things from a very different perspective.

*Here are some of the basic differences in two styles:*
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*Lord Ram- A skilled warrior, lead monkeys, was emotional, gave precise roles & instructions, motivated the army to fight for his cause*

*Lord Krishna: works with best the professionals, provides strategic clarity, allows team members to take lead, fights for the cause of the team, did not depict his true emotions*

*Look at ur team/family & reflect what type of leader/parent u are, One who keeps answering/solving problems for people/kids Or Who asks relevant questions from their people/kids so that they can find their own solution.*

*Are u someone who tells/directs all the time Or*
*Someone who clarifies doubts & allows their people/kids to find their own ways.*

Are u someone who has monkeys in the team & the way u deal with it Or u have the brightest experts in their area getting stuck with issues?

*Younger generation doesn't want you to tell or show how things are done, they want to know the meaning of their task and how it makes a difference in this world.*

They are Arjuna’s who don’t necessarily seek more skill/knowledge but they need someone to clarify the cobwebs in their mind, if u still apply Lord Ram’s style on them, u are bound to fail as a manager.

On the other hand if there are people who aren't skilled enough but rely on ur expertise to sail u through Lord Ram’s style is appropriate.

Isn't it good for us to reflect & think what managerial style will bring the best result for u and ur team/family ?

Is it Lord Ram or Lord Krishna?

The Managing Leader vs the Coaching Leader!

What has changed in New UAE Labour Law 2016?

Most of the free zones follow UAE Labor Law; however they need not, as they are independent to follow their own rules and policies. In addition to the UAE Labour Law, the free zones may have their own rules which they may follow. You will have to visit their websites to find out more.

As an employee, UAE Labor Law will help you understand your rights, various procedures that you may need to follow and so on. As an employer or company, you must be aware of legalities involved in hiring and terminating employees. A careful reading of labor law will let you understand the various aspects that may affect your decisions. Companies do not know circumstances in which they can terminate an employee. Your HR team must be equipped well enough to gauge the UAE Labour Law which may save you from many difficulties.

With the new resolutions released by MOL, it has become more important for you to understand minute details and circumstances which may affect you.

Basically, the UAE Labour Law speaks about the following:
 Gratuity Calculation
 Limited Contracts
 Unlimited Contracts
 Rights of Employees
 Termination
 Labour Ban
 Overtime Calculation

The new UAE Labour Law that has come into effect changes 3 main aspects of the UAE Labour Law.
 Standard Offer Letters – Resolution 764
 Termination of Contract – Resolution 765
 Getting New Work Permit / Labour Ban – Resolution 766

Dubai unveils new visa system Residents will not be required to visit GDRFA offices to apply for visa other services

Only 2 in 10 UAE workers are ‘engaged’ in their jobs
However, engagement levels in UAE are higher than global average

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Dubai: Conventional wisdom holds that when workers are engaged with their work, they exhibit passion and go the extra mile to be productive. An engaged employee is therefore an asset to any company, as they can ultimately drive up quality and profitability.

But do UAE employees really enjoy their work? If one research were to be believed, there aren’t that many who truly do.

Based on the data collected by Steelcase with global research firm Ipsos from 12,480 workers in 17 countries, only two in ten (20 per cent) workers in the UAE are engaged in their jobs. That’s fewer than the number of committed employees in India (29 per cent) and Mexico (22 per cent).

However, there aren’t many enthusiastic workers in other job markets either, with the average size of engaged workers worldwide representing only 13 per cent of the population.

But what really drives people to work harder and produce great results? Is it high salary or bonus? Is it constant fear of losing their jobs? Or is it great wokplace culture?

For Michelle, who has been working as a front-desk staff at a company in Dubai for more than five years now, it is the lack of career growth prospects that’s bringing her down.

“Honestly, I don’t feel engaged in my work anymore because every day feels like a routine and there is no challenge. I feel like I’m stagnant in my job,” she said. “There is no productivity to speak of. There’s no career growth.”

For Jenny Mangalo (name changed), who works for a legal firm, the sense of job security that she gets in her current role, coupled with the prospect that one day she will move on to a higher position, is keeping her upbeat.

“Being given the opportunity to work at an established organisation, with the right amount of pressure, and the many [lessons I encounter] on a daily basis provide much motivation for me to love my work,” she said.

Some HR specialists said there are many other contributing factors that make employees feel disconnected from their jobs. The state of their well-being and personal lives can have a strong impact as well.

"Modern life is taking its toll on employees and leaving them overwhelmed, stressed out, and depleted. That has a major impact on how engaged and productive people are both on and off the job," said Chris Boyce, CEO of Virgin Pulse, in a press statement.

However, according to Steelcase, the issue has something to do with the office environment. Employees become passionate about their jobs not just when they feel valued by the company, but also when they are happy with the “various aspects” of their workplace.

The company said things as basic as an office layout – or how desks and other office furniture are arranged - could greatly influence employee engagement levels.

Providing a great office environment is more than just about aesthetics, however, as they must help employees feel connected, in control, relaxed and focused.

“As we analysed [the data] it was interesting to us how consistently the most engaged workers were those who had more control over their work experience, including the ability to concentrate easily and work in teams without being interrupted,” said Christine Congdon, director of research communications at Steelcase.

“Workers who have the ability to choose where they wish to work in the office based on the task they have to do are much more engaged in the work they do.”

In order to increase employee engagement, therefore, companies should pay attention to individual workspaces and find out how these affect employees’ wellbeing and behavior.

Andy Morris, head of sales, Middle East, at Steelcase, said there is no one-size-fits-all approach, saying that one office layout, for example, may work for some employees but discourage the others.

“Offices of the future should be designed to support the physical, cognitive and emotional wellbeing of their employees, with technology serving as an enabler instead of a hinderer that chains people to their desks,” Morris told Gulf News.

“This might mean giving workers the opportunity to move and change posture throughout the day, the ability to choose where they want to work based on their need to focus or do creative work, either individually or in teams, or the chance to rejuvenate and build connections with people in a social setting. Based on our research, organizations that offer a broader range of spaces – for collaboration, socializing, focus, rejuvenation and privacy – tend to have more engaged employees.

“We believe that workplaces should be created as an ecosystem of places that support a palette of posture, presence and privacy, allowing people to have choice and control over their work environment – temperature, sight lines, light, noise levels.”

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Published: 07:54 March 14, 2016 (Gulf News)

New UAE Labour Law in effect Jan 2016

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New labor law in UAE is aiming to regulate relations between employers and workers.

The UAE intends to enforce new labour laws at the start of 2016 to regulate the relationship between employers and workers to ensure both parties will have equal labour rights.

These three decrees are covering 'Standard Work Contracts', 'Termination of Limited Contract' and 'Unlimited Contract' and 'Granting of New Work Permits'. With these new laws in place, UAE’s labour market will improve and strengthen the principle that any individual’s employment in the UAE must be based on mutual agreement between the employee and the employer.

The new and more flexible rules about changing jobs will make the labour market more competitive and also have the very important benefit of making the UAE much more attractive to skilled global talent and thereby help the country improve the standards of it's workforce.

The first rule in the new law requires employers to issue a “clear and detailed” contract for the foreign employees who are brought from abroad. It should include all duties and rights for the two parties, job terms and other requirements in a language understood by the employee. This will ensure that there are no miscommunication between the parties when the employee arrives in the UAE.

The contract must be signed by the worker before it is submitted to the labour ministry for the issuance of a work permit, which must not be altered at any stage. The same measures apply to workers who reside in the UAE. In this case, the employer must also get the worker’s signature.The second clarifies that either a term-contract or an unlimited one can be ended by either the employee or employer at any stage.

The third decree makes it clear that an individual who has left a job has the legal assurance of being allowed to seek new employment, even if the employer is not happy about the employee ending the contract. In all contract termination cases, any party has the right to go to court to seek compensation and any other rights. This will help any employees who are not being paid their gratuity or final salary to receive their dues owed to them.

Under the new rule, the work contract is considered null if the employer is found to have violated the law including failure to pay the worker for two months.

These three decrees have the important effect of de-linking sponsorship from employment and stopping dishonest employers from exploiting their labour force. It is made clear that employment is based on voluntary engagement and either side has the right to opt out.

In explaining the rationale behind the decrees, any individual who enters the UAE for employment needs a job to stay in the country. The new rules make it clear that the individual also has the legal right to look for alternative employment should he or she wish to.

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