Blogs and Digital Brochure

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Mail Your  Confirmation to the below mentioned email address.

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sonaliraikar.aircrews@gmail.com

Sonali Raikar [BE]
IT Manager HR cum CTO
AeroSoft Corp 
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Er Pallavi Naik
COO
AeroSoft Corp
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Organization Culture and Image Building of Organisation

Organization Culture and Image Building of  Organisation
Organisation culture is one of the most important concept, it acts as the pillar to a company and hold its employees together. Organisation culture is all about the values, beliefs and basic assumptions that are guided by leaders and shared by employees. The concept has gained wide acceptance as a way to understand human systems. A greater need for organizational culture is created due to increased competition, globalization, mergers & acquisitions, alliances, and various workforce departments. Thus, it has emerged as an important pattern for the organization's development. It is the foundation of productivity and progress as it is a powerful component of an organization's success, which lays the tracks for strategy to roll out. Hence, each aspect of organizational culture can be seen as an important environmental condition that affects the system and its subsystems.
It is believed that the benefit of positive culture includes better talent retention and increased productivity. The more an employee is integrated to the culture of a company the more they value it. It helps an employee to understand the key elements of an organisation such as the organisation structure, incentive program and also helps an employee to further diagnose a problem pertaining to organisation and develop better organisation culture. Thus the beliefs, norms and values derived from the organizational culture influence the actions of the employees and the informal messages that they communicate outside as a company have more than one image which depends on the nature of the interaction the company has with the different groups. This in turn, determines how their company or organisation is perceived, what it stands for, as well as the value of its products. And it goes a long way affecting the organisational image and makes it evident that there is a strong positive correlation between people's perceptions of an organisation supportive organizational behaviour. Thus more recently it has been conceptualized as a factor in shaping a company's image in the marketplace.

Soumyasree Biswas
Manager HR
Aircrews Aviation Pvt. Ltd
www.AircrewsAviation.com
soumyasreebiswas.Aircrews@gmail.com
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@Soumyasree Biswas, Manager HR,  Aircrews Aviation Pvt. Ltd
#Organization #Culture #Image #Building

Best Practices of Organisational Culture

Best Practices of Organisational Culture in India

An organization’s culture, which is its soul, comprises the collective values of the 
individuals that make up the organisation. Each individual has his/her beliefs that translate into personal values which, expressed collectively, shape an organisation’s culture (Haines, 2000). Culture also operates as a ‘social control system’ (O’Reilly, 1989). It communicates how things ought to be and defines the “unwritten rules of the game” (Scott-Morgan, 1994). Culture can be felt in the implicit rules and expectations of behaviour wherein employees know what is expected of them, even in the absence of written rules (Saxena and Shah, 2008). 
A clear understanding of organisational culture is important for all organisational 
managers and leaders because it influences the way their organisations react to the changing demands of the business environment. At any given time, the culture of an organisation is strongly influenced by the past successes and past learnings about how to adapt and survive. As the business environment changes, leaders must constantly anticipate the necessary changes and actively monitor the relationship between the demands of the environment and the capabilities of the organisation. However, most successful changes also require changes in mindset, in values and in behaviours of organisation members. Without creating these changes, changes in basic capabilities of the organisation are impossible. Many organisations are discovering that successful change requires careful attention to the ‘soft’ side of organisations – the values and beliefs that are the ‘heart of the company’, the policies and practices that put those values into action, and the importance of teaching organisational members an understanding of how they create value for their customers (Denison and Neale, 1996, pp.1–4). 
Organisational culture has been perceived to have a great impact on a range of 
organisationally and individually desired outcomes (Mc Naughton, 2003). When organisation members identify with the culture, the work environment tends to be more enjoyable, boosting morale. This leads to increased levels of team work, sharing of information and openness to new ideas (Goffee and Jones, 1996). Organisational culture also affects the way in which people consciously and subconsciously think, make 
decisions and ultimately the way in which they perceive, feel and act (Hansen and 
Wernerfelt, 1989; Schein, 1990). Koh and Boo (2001) found that three measures of 
organisational culture (top management support, ethical behaviour and career success) are positively associated with commitment of employees. Similarly, Chusmir and Koberg (1988) found that employees’ personal belief in organisational culture had a direct effect on commitment with increased empowerment. In a recent study of R&D professionals in India, Saxena and Shah (2008) found that organisational culture had a significant role in creating or removing learned helplessness. 
In the light of the importance of organisational culture to managers and leaders in a changing business context and its possible impact on organisational outcomes, this study empirically examines the organisational ethos of Indian organisations in various sectors, an area which, although quite significant, is still under researched. The rest of this paper is organised as follows: The next section reviews the literature on organisational culture, especially in the Indian context. This is followed by a development of the objectives and the methodology of the study. The results and discussions are described next, while the final section gives the conclusions emanating from the study.
Organisational culture in the Indian context 

India is one of the fast growing economies in Asia. Several organisations outside India 
have been evincing interest in the country but not much research has been done so far to 
throw light on effective management practices in the Indian context (Singh and Krishnan, 2007). Indian work culture indicates that high-power distance, collectivism and affective reciprocity are major cultural values of Indian managers (Chhokar, 2000). Singh and Krishnan’s (2007) study suggests that transformational leadership does not manifest in the same set of behaviours in the Indian cultural context as it does in the Western world. In addition, a criticism against Hofstede (1980) is that he treated large nations like India as single units. Authors on Indian culture have noted the diverse elements that are part of 
the culture, but have highlighted an underlying unity behind that diversity (Gupta, 2002; Sinha, 2000). Pearson and Chatterjee (1999) have commented that “Within the context of organizations, Indian employees can embrace global work values while retaining deep connection to their societal culture”. Sinha and Kanungo (1997) tried to provide a sociological explanation and the coexistence of the ‘global’ and ‘local’ in Indian’s organisational behaviour on the basis of what they call ‘context sensitivity’ and 
‘balancing’. Context sensitivity is basically a thinking principle or a mind-set that is 
cognitive in nature and it determines the adaptive nature of an idea or behaviour in 
context. Balancing is a behavioural disposition to avoid extremes and to integrate or accommodate diverse considerations. Context sensitivity mindset and balancing disposition in Indian culture suggests that Indian managers have the potential to integrate, blend and accommodate traditional values and western management practices in order to render their organisations effective in the face of global competition (Sinha and Kanungo, 
1997, p.96 and 103). Singh and Kedar (1991) have studied organisational culture in terms of achievement, extension, control and dependency. Pillania (2006) has studied the state of organisational culture for KM in the Indian industry. His study of software, pharmaceuticals and petroleum marketing companies reveals that there is a lack of organisational culture for knowledge creation, sharing and dissemination which could affect the competitiveness of these firms, the industry and the country as a whole. Saxena and Shah (2008), based on 
data collected from 332 R&D professionals from India, have concluded that the 
dimensions of organisational culture are negatively related to learned helplessness. Singh et al. (2008) question the homogeneous conception of Indian national culture and look at national culture from a multidisciplinary perspective by exploring the antecedents of culture formation. Using social, historical, institutional, economic and geographic variables, they suggest 10 different clusters of Indian states that manifest different cultures. 

This study has mapped out the ethos/values present in the culture of Indian organisations 
along eight dimensions. The analyses indicate that the cultures differ along public and private sectors and amongst services, manufacturing, consulting and IT/ITES sectors. It is essential for growing companies, especially those in the public sector, to develop and maintain open and flexible corporate cultures and avoid the bureaucracies typically associated with larger, more complex organisations. Companies can foster innovative and 
empowered cultures by encouraging knowledge sharing and rewarding creativity and risk taking while focusing on tangible results. Culture can also be a great attracter for talent, especially those who are professionally qualified, in these competitive times. It is important to understand the elements that attract, retain and engage employees. 

Successful implementation of a positive corporate culture with strong values/ethos can be a powerful human resource strategy whose importance will be growing continuously. Future studies can explore whether the findings of this study have generalisability beyond the Indian context.

Sweta Patwal 
HR Manager
Aircrew Aviation Pvt. Ltd

swetapatwal.aircrews@gmail.com

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#Best #Practices #Organisational #Culture

Work-Life Balance by Muskan Wadhva Event Manager AirCrews Aviation Pvt Ltd

Work-Life Balance is a renowned concept that refers to the situation when a person has a regular and sustainable source of income, while at the same time, is able to take out enough time to relax with his or her loved ones or to do stuff that they find entertaining, in order to regularly rejuvenate themselves and avoid experiencing burnouts.

In today’s fast-paced world, maintaining a work-life balance requires creativity, passion for work, and a contemporary way of thinking. As corporate life stretches to late night hours, many successful employees have started to figure out ways to blend their work lives with their personal lives, so that they are able to fulfill their commitments to both.

One might think that finding this true balance would require quitting one’s full-time job, but that’s not true. If one is determined to maintain harmony in life, it is very much possible to achieve that without lagging behind in one’s performance in any aspect. All that needs to be done is to avoid certain things you shouldn’t waste time on, and add in elements of flexibility into your mindset towards work.

Thinking Outside the Box

Being employed full-time by a company and being able to contribute to its growth is a blessing in itself. However, when an employee is going through a burnout from their job or work, they may feel that work-life balance is a myth, and is isn’t really attainable.

In these cases, there are usually multiple factors that are causing their exhaustion or failure. Let’s examine this by looking specifically at engineers. Most engineers, by nature are good people, hardworking, dutiful and dependable and focused on improving civilization. But sometimes, their analytical mindset doesn’t allow them to think outside of the box. Chemical engineers (in general) working in offices or laboratories have a standard schedule that follows the 40-hour workweek. If they like the job they are doing, no matter how long their day has been or how tiring their job is, they can still take the time to relax with their family by having a dinner together every night. However, engineers employed at industrial plants, typically exceed 40 hours of work per week, as they often have to respond to emergencies at the plant.

However, if they think of their work as leisure, they would feel more valued and in-demand rather than agitated every time they’re called for an urgent situation.

Other chemical engineering jobs require the employee to travel extensively to and from project sites. Even though traveling could be exhausting for the mind and body, for a person with an adventurous mind, it’s not difficult to take it as an opportunity to visit new places and explore new kinds of people and cultures.

We should learn from those people who are really passionate about their profession and enjoy taking on challenging tasks in the organization they are employed.

Yes, there are people like that – those who have achieved a decent amount in their careers to date, and have begun to take pleasure in what they do for a living. These people are to some extent in a much better harmony with their overall lives than the rest of the masses. They don’t think of “work” as anything separate from their “life”. Thus they do have a “work-life balance”, but they may not necessarily call it that way.

Include Self-Care in Your Routine

When a person is passionate about their job, it is easier for them to include self-care strategies into their routine. These people can stay motivated to take care of their fitness, positively affecting their performance at work. This in turn translates to healthier personal and family lives, as they are able to stay lively in their work routine. In other words, we can say that they are able to create an overlap between their work and personal life, so that they are able to enjoy both.

How do they do this? Well, it typically depends on three factors.

1. Sustain Interest in Your Work

First, we have to understand that balancing work and life is not a static goal. It’s a dynamic and flexible effort that is driven in large part by the level of satisfaction we get from our profession and job. It’s simple – if we don’t like what we do, we will not only be slow in doing it, but it will drain our energy faster than otherwise, leaving no time for any fun or relaxing activities throughout the week.

That is why, before embarking on any new job opportunity, it is crucial to give thought to whether or not we can actually sustain our interest in the kind of work it entails in the long run. Choosing the wrong direction for your career is one of those mistakes that can cost you more than you think. People who choose their career paths more quickly mature in maintaining some kind of equilibrium in their lives faster.

2. What is Your Personality Type

Second, it depends on your personality type. If you have a casual personality, for instance, you can simplify your schedules to rid yourself of minor things you shouldn’t waste time on, both at work and at home. If you are the efficient type, you can focus on setting your priorities and sequence of tasks that need to get done. Then again, if you like to be proactive in everything that you do, you’d opt for learning and practicing time management techniques.

If you feel you are physically fit and healthy, you can consider multi-tasking in the office and at home. Adopting strategies based on you personality style may not give you a perfect life routine, but they would for sure make a difference in your overall personal sense of satisfaction.

3. Delegate Tasks

Third, when a person has attained a certain position in their career, they have the authority to be able to delegate certain tasks to those below them. Successful delegation is a way of utilizing others to share your workload by taking some parts of it off your shoulders, allowing you extra time to focus on what you are more efficient at or passionate about.

Besides the above factors, your mindset also makes a big difference on how you feel about your life. People who have elements of gratitude, patience and tolerance in their nature are able to appreciate the good things more than complaining about the negatives. It is truly mentioned in numerous psychology research papers and dissertation writings, “We are what we think!” If we think being satisfied with our job and personal life at the same time is impossible, it would really become impossible and unachievable, whereas, if we think we can take small steps to add delightfulness in whatever we do, we can fill our routines with memorable and pleasurable moments.

To conclude, we can say that work-life balance does exist, but maybe not in the exact way that it’s perceived. At the end of the day, it all boils down to your approach towards work. When we are able to take pleasure in our jobs, we wouldn’t even feel the need to maintain any kind of balance, as our lives would already be in harmony.

Perhaps “balance” is not the right word to use. Let’s call it “work-life blend” or “work-life harmony” instead.

Muskan Wadhva 

Event Manager

AirCrews Aviation Pvt Ltd

muskanwadhva.aircrews@gmail.com

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@Muskan Wadhva  Event Manager  AirCrews Aviation Pvt Ltd

#Work- #Life #Balance

Perception and Biases of new Joinee Employees Roshni Rathod Business Analytics Aircrews Aviation Pvt. Ltd

Perception and Biases of newly Joined Employees
Perception:
In employee relations, perception is a major factor. Most of the times, it is formed by organizational roles, styles of leadership, styles of communication at the workplace etc. and so it is very important that the organization be able to form the correct perception in the minds of its employees. Thus a proper and effective supervision is required to prevent employees from having a wrong understanding.
In terms of perceptions, research has shown that what employees perceive from their work situation influences their productivity most. Therefore, to influence productivity, it is necessary for employers to assess how workers perceive their jobs.
Likewise, non-appearance, turnover and job satisfaction have more to do with an employee’s perception of the job. Those individuals who perceive their jobs as negative are likely to have increased non-appearance, more frequent turnover and less job satisfaction.
That we all know about interview within the first few minutes of the interview, the interviewer has learned some information about the interviewee and has formed an impression based on various perceptions. The interviewer then decides whether the candidate is a good fit with the company.
Working hard to ensure employees and their managers (and the employer, too) understand each-others’ motivations in decisions large and small.
Biased 
I am biased, you are biased, all humans are biased. 
Recency bias
When reviewing an employee’s performance, managers tend to focus on the most recent time period instead of the total time period. 
Primary bias:
When reviewing employee performance, managers focus on information learned early on in the relationship, like first impressions.
Central tendency bias:
The tendency to rate most items in the middle of a rating scale.
Confirmation Bias
The tendency to search for or interpret new information in a way that confirms a person’s preexisting beliefs. Similarly, if you initially think someone might be a bad apple, you are much more likely to seek out (and find) information that confirms your initial suspicion.
Gender bias
When giving feedback, individuals tend to focus more on the personality and attitudes of women. Contrarily, they focus more on behaviors and accomplishments of men. This exacerbates gender bias, growth/promotion opportunities, and the pay gap
Similar to me bias
Occurs when a person defaults to choosing a candidate who is most similar to them and can hurt candidates who are qualified but come from a different background than their interviewer

Roshni Rathod 
Business Analytics
Aircrews Aviation Pvt. Ltd
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#Biases 
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#Employees

Learning and Development

Learning and Development is a structured mechanism for improving the expertise , knowledge, and aptitude of an employee, leading to greater results in a work environment. In particular, learning is about acquiring awareness, skills , and attitudes. Development is the expansion and advancement of information according to one's growth goals. 
The learning and development aim is to improve or change the actions of individuals or groups for the better, to share information and insights that will allow them to do their work better, or to foster attitudes that will help them perform better.

What Is the essence Learning and Development 
The global market climate is fast, challenging and ever-evolving. Global leaders in general management need the skills to tackle ever-new circumstances and their success as leaders can not be left to chance. A strong learning and development approach integrates senior executive preparation, while constantly sharpening their leadership skills. 
Senior executives know that the talent pipeline is safe in a organization with a transparent and successful learning and development strategy: team leaders have undergone sufficient management skills training to perform their individual positions and the management succession plan is solid.
Importance of learning and development are:
1.Optimum Use of Human Resources: Human resource needs to be refined and educated to maximize its efficiency. Employee preparation and growth helps allow the best possible use of the total interest of the employee to the company. 
2. Creating a Highly Educated, Empowered and Enthusiastic Workforce: The current workforce is trained to maximize productivity, and encouraged to give their best to the company. Employees should be more self confident and excited about their work. They should respond more readily to technological changes and developments.
3. Increase Productivity: Employees are given knowledge of the use of sophisticated machinery and modern technology which will enable them to use the equipment more effectively and thus increase productivity. 
4. Building Team Spirit: Preparation is frequently conducted in groups where the trainees are encouraged to communicate and address organizational issues. This helps in building team spirit among the employees. 
5. Safe Work Climate: Training and learning systems help change the workers' thinking and actions processes in such a way as to create a healthier work atmosphere.
6. Employee Personal Growth: Training plans provide workers with opportunities to develop their skills and knowledge and help them achieve stronger career development. 
7. Promote the culture of learning: Workers are encouraged to constantly learn new ideas and develop their skills. This helps to foster a culture of learning within the company that would greatly assist in its potential sustainability and growth. 
8. Boost Workplace Morale: When prepared to become successful workers, employees experience a sense of achievement. They know that they are contributing successfully to corporate objectives and are therefore getting a moral boost.
9. Better Management Skills: Training and development programs encourage workers to think, prepare, address problems , and make informed decisions. This hones their managerial skills. 
10. 10. Reduce the turnover of employees: A well-trained employee can take more pleasure in his job and be a more productive worker. He'll be having more career satisfaction. People enjoying their work are more loyal to the organisation. 
Let us understand the definition and function of the three elements that help workers make the best of themselves: 
1. Training is a method aimed at integrating or improving workers' behaviors, skills and abilities to perform specific work. The goal is not only to improve the current situation of an employee but also prepares him/her for other responsibilities.
2. Training is the method of developing employee awareness and understanding. This creates a logical and analytical mind that helps workers understand common concepts and phenomena so that the knowledge can be interpreted and synthesized. 
3. Production is a method of helping grow the workforce. It involves all such activities aimed at providing opportunities for improving job performance, bringing personality development, helping to realize real potential and becoming better people.

Nandini Sethi
Aircrews Avition Pvt ltd
Nandinisethi@Air-aviator.com
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#Learning, #Development 

Cultural Celebrations in Organisations and their Importance

Cultural Celebrations in Organisations and their Importance

The workplace environment can sometimes be drab.  Workplace celebrations are a time that most look forward to.  Even more, this type of celebration offers a variety of benefits.  Employees are given an unspoken opportunity to gain intangible rewards from company events. 
Cultures are norms and values, belief, laws customs that people follow in society. In work place, there are employees from different background. They have their own culture and celebrate their own festivals. Rituals of celebration makes feel proud of the hard work that employees accomplish. Creating a culture of celebration helps meet employees’ needs for inclusion, collaboration, and appreciation. Virtually all organizations that have high levels of employee engagement have rituals of celebration. We Indians have different cultures and festivals, if we celebrate them in occasion employees feel that organization is accepting them as their own family. For eg: celebrating Diwali eid, Christmas in office makes feel employees that they are part of the organization and organization is giving value and respect to their own culture. It enables employees to feel a sense of connection to their work tribe as a whole. It helps create a positive environment at work, where employees perform better, work harder, are healthier, and are more creative and innovative.
Some the importance of cultural celebrations in organizations are ;

1. Recognition:
By making a celebration, you can give your employees recognition for accomplishments and milestones.  Recognition shows employees that you are paying attention to their hard work and efforts.  Even more important, celebrations show you care and value your employees.  For example, recognizing someone on their festival or in honour of an engagement will create a personal level of appreciation that will go a long way.  However, work specific recognition is always a welcome treat! For eg;  if eid is celebrated in organization then Muslim employees will think that they are  like family to the organization. In every organization there should be cultural harmony.


2. Morale:
One thing is for sure; employee morale will be boosted when the staff is noticed through workplace celebration. The feeling of appreciation helps employees improve their position about the job. Further, a party provides a fun break from the routine.  When confidence is high at the office, your employees are more likely to work efficiently and become the long-term, knowledgeable resource your customers desire

3. Cultural diversity : 
Cultural diversity in the workplace is a result of practices, values, traditions, or beliefs of employees based on race, age, ethnicity, religion, or gender. If there is cultural celebration I n organization it will reduces the cultural barrier among the employees. Every employee will start loving caring for other norms, values and cultures.

4. Team-Building:
A workplace cultural celebration brings the staff members together for one purpose: The celebration helps create a sense of team unity for the staff members, particularly if you are celebrating a team accomplishment. The celebrations often have a relaxed atmosphere, where colleagues are able to get to know one another beyond the work they do together. The personal connections may help the employees work together better on future projects.

5. Motivation:
By hosting the occasional cultural celebration, you can help motivate the entire team.  Seeing others receive recognition, or being personally appreciated, encourages an employee to continue working hard!  The break from the monotony of the workday helps recharge staff, so they are focused and better able to buckle down when they return to work.

Every organizations should host cultural celebration to boost up the employees. This will make them feel that they are part of the organization. Cultural celebration helps in employee’s motivation. They can enjoy in workplace which helps to increase their performance as they won’t feel monotonous.

Kritana Regmi  [PGDM]
Manager HR  [ Internship In-Charge]     
AirCrews Aviation Pvt. Ltd.     
kritana@air-aviator.com 
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@Kritana Regmi  [PGDM]  Manager HR  [ Internship In-Charge]     AirCrews Aviation Pvt. Ltd.     
#Cultural #Celebrations  #Organisations   #Importance