AirWatch

Discussion in 'Octapharma' started by Anonymous, Jan 20, 2014 at 7:24 PM.

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  1. Anonymous

    Anonymous Guest

    Well, Octapharma has implemented the AirWatch app on all phones and iPads to monitor our every move and track where we are at all moments of the day... They tried to convince us that the app was just to help "troubleshoot our devices more easily". Haha! Do they think we're stupid?! They obviously think tracking employees will help to increase sales. Wrong. Another waste of money. Maybe they should start questioning the company's management instead?
     

  2. Anonymous

    Anonymous Guest

    Maybe someday someone will realize it's morale that is the biggest problem and that problem comes down from the top. Of course, the first step is to be able to see that you have a problem. Not sure that's even happened.
    Notice #1 below...

    Here are five suggestions that will help you to avoid destroying morale and experiencing both the hard and soft costs of unhappy employees:

    Suggestion #1—Form Relationships Built on Trust
    Strong, effective relationships are built on trust. If you don’t have strong, trust-based relationships with your people, everything you do to recognize them will be seen as manipulation. When employees feel that you are using recognition to “get more out of them” rather than to show that you value them personally, they begin to emotionally disengage and morale suffers. It’s not hard to develop trusting relationships with your people, but it does take time, consistency, and integrity.

    Suggestion #2—Show Them Respect
    The book The One Minute Manager introduces a theory of personal responsibility that allows managers to get maximum results with a minimum of time invested with each staff member. The secret is in showing them respect, defining their expectations, and avoiding micromanaging. Most employees respond well to being given enough rope to hang themselves, as long as their job is well defined and they are allowed to fail periodically without fear of unrealistic retribution. Respected employees are more alert, creative, and productive. When they do make a mistake, they’ll fix it, move on confidently and won’t make that mistake again.

    Suggestion #3—Nurture Creativity
    Once you’ve built trusting relationships and developed a foundation of respect, employees will automatically respond with more creativity. The best way to nurture and benefit from their new-found creativity is to go by the philosophy that there are no bad ideas, only undeveloped ones. Trusted and respected employees with managers who reinforce the fact that they have some flexibility to try new things will surprise you with the creative ingenuity that they bring to their work. The best part is that you get this for the same price you’re paying unhappy employees who are doing just enough to get by.

    Suggestion #4—Build Effective Teams
    Team building is a more complex challenge than fostering high morale in individual employees. Here are five problems that many teams develop that keep them from being as effective as they want to be in accomplishing company goals:
    • Absence of Trust—due to invulnerability
    • Fear of Conflict—artificial harmony
    • Lack of Commitment—ambiguity
    • Avoidance of Accountability—low standards
    • Inattention to Results—caused by individual status and ego issues
    In the absence of trust, morale is at its lowest and self protectionism becomes the rule. It doesn’t take a PhD in psychology to realize that this will limit productivity and make work a lot less rewarding for both employees and their managers. This “every man for themselves” attitude destroys teams and makes it impossible to optimize goal setting and achieve corporate objectives in a timely manner, if at all.
    By learning to communicate more effectively based on honesty, consistency, vulnerability, and respect, your teams will be able to focus unselfishly on common results. This in turn keeps individual egos and agendas in check.

    Suggestion #5—Make It Real
    One of the first things to stress with your management team is what’s called “Making It Real.” This means being genuine and believable in interacting with their people. Employees tend to fall into some common negative habit patterns that employees experience when they feel underappreciated. When your managers understand how to be more open and vulnerable with their staff, they work towards trust, respect and improved communication.
     
  3. Anonymous

    Anonymous Guest

    They just don't get it... That's why employees keep dropping like flies and customers don't trust this company, so business continues to suffer. Management is dysfunctional and they can't retain employees long enough for them to build solid relationships with customers. Amateurs.
     
  4. Anonymous

    Anonymous Guest

    How does a fish rot?
     
  5. Anonymous

    Anonymous Guest

    Do they still require new hires to pass the psychological test? If so, it does not appear to be working.
     
  6. Anonymous

    Anonymous Guest

    Airwatch does not track you!! Lawdy
     
  7. anonymous

    anonymous Guest

    Is this company still even around?
     
  8. anonymous

    anonymous Guest

    That's what most of the docs and hospitals say.