#HR #Word:#Lone #Worker

Lone worker is a person working alone without assistance and isolated from other workers without a supervisor

Such a person could be vulnerable to risk. 

Lone workers, since they are not directly supervised, faces more risk than other workers. The employers have to take necessary steps for the safety of the lone worker. The employers should maintain the written health and safety policy and give a clear understanding about that to the employee.

Lone worker includes many different kinds of workers such as:

 1. People who work in a fixed base and working alone on the premises, like employees working in petrol pumps and in shops.

 2. People working separately from others but in the same premises as other employees, like security staff or the people working outside the normal hours. 

3. People working away from the fixed base, like agriculture and forestry workers, electricians, healthcare workers, service or maintenance workers etc.

 4. People working from home, like freelancing, software code developers etc. 

 5. People working on mobile, like taxi drivers.


The employer should provide a safe system to work because in case of electricians and maintenance employees it would be very risky if the systems are not good. Employers have prove safe work environments to work, else it would be dangerous to the employees working in petrol pumps. And maintenance workers should not be asked to go to any place or any client for work, the employer has to make sure it is safe before asking the employee to go there. The employer has to give necessary training to the employees before assigning the work.

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Posted by on July 16, 2017 in HR Word of The Day


#HR #Word:#Learning #Organisation by #Senge

This theory was given by a well-known strategist Peter M. Senge. The theory defines what is called as a ‘Learning Organization

Quoting Mr. Senge here, he describes learning organizations as:

    ‘…organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together.’

The rationale behind such lines of thinking for any organization is response to the market. In today’s scenario where the competitive environment is changing rapidly, only the companies that are flexible, adaptive and productive will survive. Being a learning organization is just a way to do so.

The theory calls for companies to work on these on five dimensions:

  • Systems thinking
  • Personal mastery
  • Mental models
  • Building shared vision
  • Team learning

 Peter Senge

Click the Link for Detailed view on This theory 👇

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Posted by on July 13, 2017 in HR Word of The Day


#HR #Word:#Goleman #Leadership #Styles

Daniel Goleman came out with a book in 2002 on the topic of leadership style and the importance of leaders to create resonance in the organization.

 He mentioned six different leadership traits and each have there of creating resonance.

The most effective leader will be the one who can switch between the various roles as demanded by the situation in order to create the resonance in the organization.

The resonance here is nothing but the positive feeling of faith and trust within the employees which increased the efficiency and effectiveness of the employees.

The six leadership styles are as follows:

  • 1.Visionary: Believes in the vision and act as an inspiration for the employees and subordinates
  • 2.Coaching: Helps and believes in mentoring.
  • 3.Affiliative: Inclined toward creation of harmony and peace among subordinates
  • 4.Democratic: More of a team player and give equal chance to all
  • 5.Pacesetting: High on taking initiative and achieving personal goals but low in affiliation
  • 6.Commanding / Authoritative: Believes in giving orders and no chance of equal opportunity and affiliation. Prefers strict control over the company


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Posted by on July 12, 2017 in HR Word of The Day


#HR #Word:#Late #Career #Stage

Late Career Stage is the stage where one relaxes a bit and plays the part of an elder statesperson.

 Here they give directions and instructions to younger employees owing to their experience in the industry & organization.  

In the late stages of their careers, employees are considered very experienced in their professions. They may or may not be executives.

Also, during this stage, employees might be formally or informally considering semi-retirement or some sort of planned exit strategy.

This is probably a good time to mention that career stages aren’t age driven. There are many people who have multiple careers in their lifetime.

When you’re in the late stages of your career you’ll want to:

  • Discuss with management participation in company mentoring programs. Knowledge management is a huge issue and you have an opportunity to share yours.
  • Re-evaluate learning opportunities. Employees today realize that they need to be constantly learning, even during the later part of a career.
  • Explore new job assignments and role adjustments. If a second act is part of your career management plan, what do those roles and responsibilities look like?

It is a career stage in which neither the person is learning about their jobs nor they are expected to outdo their level of performance from previous years.


• Individuals who have grown in mid career stage

• Individuals who have stagnated or deteriorated

• Typical Age Range: 55-retirement

• Major Tasks: In this stage the major task is to remain productive in work, maintain ones self-esteem and be prepare for effective retirement.

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Posted by on July 11, 2017 in HR Word of The Day


#HR #Word:#Lake #Wobegon #Effect

Lake Wobegon Effect is the overestimation of self-capabilities in comparison with others which in way leads to assume oneself better than others

The major factor behind the Lake Wobegon Effect is self-serving bias. But practically it is impossible to be above average for all. If almost all the participant expects themselves to be above average then it is unrealistic optimism only and nothing else.

The term Lake Wobegon Effect was coined by Garrison Keiller. Lake Wobegon is imaginary place where everything is as desired. From this analogy term was derived as Lake Wobegon Effect.

In Ãppraisal process also Lake Wobegon Effect is observed. There is column of self-assessment which employee need to fill​ at the start of appraisal evaluation. In this also employee rate themselves very high without understanding relative work that they have performed.

Areas where Lake Wobegon Effects strongly observed:

1. Students

Generally students tend to overestimate their capabilities. Most students claim that they are among top x per cent of class or their batch. Very few students estimate themselves to be below average.

2. Countries with high income disparity

People in countries with high income disparity, tend to overestimate there self-worth as against countries with lower income disparity. Among the people with low income disparity, as expectations are clear, there is no scope for Lake Wobegon Effect to occur.

With high income disparity people tend to overestimate. This is probably due to the fact that high paying jobs are very less in such economies. In order to get these job s people tend to overestimate there capabilities, this overestimation happens to show that person is more capable than others.

3. Luck, Fairness etc.

People tend to overestimate themselves in their tuck in achieving results. The underlying observation is that I cannot be so unlucky. Also in case of fairness (look wise) person assumes themselves fairer than others.

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Posted by on July 9, 2017 in HR Word of The Day


#HR #Word:#Labour #Standards

Labor Standards refers to the standard conventions with respect to the workers, in matters of basic worker rights, working conditions, wages to be paid & also related to job security.

Basically it is done in order to improve labor employment on a global scale. Given the laying down of the standards, a minimum level of protection is there from inhumane practices like bullying, aggression, gender equality, etc. More than laying down of the labor standards, it is the implementation which is important.

Primary international body working towards the development of the labor standards & enforcing them is the International Labor Organization. It was established in 1919, to advocate international standards, with respect to the injustice, hardship & privation. It is also working towards ensuring peace, and removing the negative impacts associated with the labor market.

Advantages of Labor standards

1. It lays down rules & procedures against workplace discrimination, gender discrimination, & ensuring the well-being of the employees.

2. It also regulates mechanisms relating to unsafe labor practices that may be prevalent.

3. The ILO has the prime responsibility of implementing them in practice, and ensuring that they are followed, to keep up with the protection of the employees

Criticisms faced

1. Since it is not only about laying down of the labor standards, but also about implementation of the same, there had been issues related to implementation patterns.

2. Issues relating to labor costs have often cropped up, with relation to the economic consequences.

3. The system of maintaining parity among countries on the basis of benchmarking, rather than taking into account the economic & social condition of the country

Thus even though the labor standards have had a positive influence, it is the manner in which the implementation is done, which contributes to the impact generated by it.


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Posted by on July 6, 2017 in HR Word of The Day


#HR Word:#Jungian #Personality #Typology

Jungian Personality Typology was given by Carl Jung, which talks about how human personalities are expressible in terms of Extraversion or Introversion, Sensation or Intuition, Thinking or Feeling.

 Carl Gustav Jung was a Swiss psychiatrist and psychotherapist. In his book “Psychological Types”, he identified 8 different personality patterns.

These were created by combining two opposite pairs of functions and a pair of attitude.

The pairs of functions are:

• Perceiving functions: Sensation and Intuition

These functions are related to information collection. They describe how an individual collect, understands and interprets an information.

Sensation: Those who rely on tangible and concrete data. Any information that is not based on facts are not considered to be of any importance by them. Gut feelings or hunches are not trusted by these individuals.

Intuition: These are those individuals who tend to trust abstract or theoretical data. They are more interested in possibilities and have huge faith on the hunches.

• Judging functions: Thinking and Feeling

These functions are related to decision making. They describe how an individual takes a decision based on the information gathered.

Thinking: Decisions are taken after reasoning. Data is logically pondered upon before arriving to any conclusion.

Feeling: Decisions are taken by empathising with the situation. The primary decision making factor is not logic but the situation’s demand and also the involved individuals.

The pair of attitudes are:

• Extraverted: Energy is derived from external sources

• Introverted: Energy is derived from one’s own self and internal world

These four functions can be can be assimilated with the attitudes to predict psychological types. They are as follows:

Extraverted sensation

Introverted sensation

Extraverted intuition

Introverted intuition

Extraverted thinking

Introverted thinking

Extraverted feeling

Introverted feeling



Extraverted Sensation

Outgoing and active focuson surroundings. Relies on logical data and experience

Introverted Sensation

Reflective focus on cognitive experiences and on logical data and experience

Extraverted Intuition

Outgoing and active focuson the various unfamiliar prospects of the surroundings

Introverted Intuition

Reflective focus on the images and contents of the surroundings

Extraverted Thinking

Outgoing and active focuson employing logical sense to the surroundings by creating sensible format and taking decisions based on them

Introverted Thinking

Reflective focus on cognitive reasoning and understanding them by structuring the principles of a situation

Extraverted Feeling

Outgoing and active focuson providing meaning to the surroundings by pursuing unanimity to the surrounding. Open expression of values

Introverted Feeling

Reflective focus on the surrounding. Seeking harmony by aligning individual action

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Posted by on July 2, 2017 in HR Word of The Day

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