From your boss, from your colleagues, from your clients…. so many requests, so little time! Time — there just doesn’t seem to be enough of it. Often, it isn’t a lack of time that leaves us feeling stressed, but an excess of expectations.
Time management in your work environment is a skill you need to master in order to increase your effectiveness and make you more productive – without feeling overwhelmed.
It involves eliminating ‘’time wasters’’ such as interruptions and distractions and in establishing ‘’what’s important’’. Once you set your priorities, stay focused and move towards your goals, you will also need to learn how to say ‘’No’’ …
When facilitating our Time Management trainings, most participants are reluctant and defiant when we suggest to say ‘’No’’. Most remarks sound like this:
- ‘’ I’m being paid for doing what my manager asks me to do.’’
- ‘’ But I really like helping others!’’
- ‘’ Yeah right! I’ll lose my job!’’
- ‘’ If I say ‘’No’’ to my colleagues, they’ll turn their back on me when I’ll need them’’
- ‘’ I feel so guilty saying ‘’No’’.
- ‘’ I don’t think I’ll be the best candidate for a raise or a promotion that way.’’
- ‘’ There’ll be a big ‘’No’’ on my next performance review.’’
- …
Leading companies have grasped the link between the trustworthiness of their organizations with their sustainability. Researchers also confirm that an organization’s trustworthiness is a key asset, a source of competitive advantage for an organization and lack of trust by its key stakeholders – such as employees, customers and suppliers, clearly presents a threat for the organizations long term survival.
The more favorable stakeholder perceptions of trustworthiness are, the more likely it is that they will engage positively with the organization, contributing to sustained improvement in performance.
A European survey, conducted in spring 2007 by Krauthammer on behalf of seven universities has identified 6 specific pillars of organizational trustworthiness.
To determine the overall trustworthiness of an organization you need to examine employee perceptions of these areas, and of ‘organizational trustworthiness’ as a whole.
Human Resources Justice
The perception of employees that conditions in terms of its procedural and distributive justice system at their organization are such that they receive fair rewards, remuneration, training and development, job decisions, workload, work-life balance, job security, training, and development opportunities.
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