Fri, 17 May 2013

PERSONAL traits such as self-initiative, positive attitudes, honesty, loyalty, reliability, professionalism, and so on -- characteristics that collectively make for a good work ethic -- are among a gamut of themes that will be discussed at next week's Conference, titled Work Ethics to Improve Performance and Productivity'. The two-day event, scheduled for May 19-20, 2013, will be held at the InterContinental Muscat.

The event, which includes a pair of intensive workshops, has been organised by the Studies & Research Centre, a department of Oman Establishment for Press, Publication & Advertising (OEPPA), publishers of Oman Daily Observer and its sister Arabic daily, Oman. A number of prominent organisation and brands are backing the event as corporate sponsors and partners, as well as by sponsoring the attendance of a large number of Omani executives, employees, and fresh labour recruits at the conference and accompanying workshops. Key sponsors include Petroleum Development Oman (PDO), Nawras, Qalhat LNG, Oman LNG, Galfar and Al Wisal.

A combination of strong occupational skills and good work ethics, it is said, makes for rewarding careers. Organisations value employees who understand and possess a willingness to work hard and work smart as well. The latter means learning the most efficient ways to complete tasks effectively and efficiently in the least possible time. Equally important is one's attitude towards work. Going the extra mile is a good way to show your employer that you're not a slacker and you don't do personal jobs on company time.

Employers prefer workers who take the initiative and have the motivation to get the job done in a reasonable period of time. A positive attitude gets the work done and motivates others to do the same without dwelling on the challenges that inevitably come up in any job. It is the enthusiastic employee who creates an environment of goodwill and who serves as a positive role model for others.

Honesty is another important trait that employers value in an employee. Studies have shown that employees account for 30 per cent of all shortages in a retail or commercial establishment. But being honest is more than just not taking things. In an 8-hour day, we need to ask ourselves how much time should be spent on a given task. Using the company telephone for personal calls, checking email, or texting is actually stealing from the company.

In return for salaries and benefits, employers also expect loyalty on the part of those on their payrolls. Employers value employees they can trust and who exhibit their loyalty to the company. Loyal workers are those who promote the policies, products, and reputation of their organisation. They exert a positive influence on the business climate, and project an image that reflects favourably upon the public relations of the organisation.

Besides, they enforce organisational policies without creating negative reactions. With loyalty comes a sense of pride in the company. Employers see their staff as goodwill ambassadors for their company. Those who cannot support and empathise with an employer's legitimate interests and goals have no place to be receiving a wage from him.

Self-starters and self-motivated employers have a far greater chance of succeeding in performance-driven organisations than those who are not. Employers look for employees who require little supervision and direction to get the work done in a timely and professional manner. Supervisors who hire self-motivated employees do themselves an immense favour. For self-motivated employees require very little direction from their supervisors.

Once a self-motivated employee understands his/her responsibility on the job, they will do it without any prodding from others. Employers can do their part by offering a safe, supportive, work environment that offers employees an opportunity to learn and grow. Working in a supportive work environment and taking the initiative to be self-directive will provide employees with a better sense of accomplishment and increased self-esteem.

When employees have initiative, they are willing to see that work gets done. People with initiative are: motivated, enthusiastic, industrious, and hardworking. They see a job that needs to be done and do it -- beyond the call of duty. Importantly, in an ever-changing workplace, the self-motivated stay abreast of the advancements in their respective fields and show themselves to be resourceful to their employers.

Employers must make every effort to ensure such individuals are suitably remunerated and rewarded, failing which they risk losing such go-getters to competition. In fact, one reason employees leave their employers is the lack of opportunity for career development within the organisation. Learning new skills, techniques, methods, and/or theories through professional development helps keep the organisation at the top of its game. Also ranking high in an employer's checklist of traits expected in an employee is professionalism.

To be professional is to be thorough in every aspect of a job and to do it to the best of one's ability. Professionals look, speak, and dress to maintain an image of someone who takes pride in their behaviour and appearance. They complete projects as quickly as possible, eschew procrastination of work, and generally have an in-tray that's perpetually bare. Besides, the quality of their work is above reproach and they tend to be positive role models for others in their midst.

Another trait that employers hold dear is dependency. Organisations expect their employees report for duty on time, and show responsibility for their actions and behaviour. Workers are expected to keep their immediate supervisors abreast of any developments that may require them to be away from their stations, as well keep them posted about changes in their schedule. Being dependable and responsible as an employee shows your employer that you value your job and that you are responsible in keeping up with projects and keeping them informed of the things that they should know about.

Conference themes and case studies
1. Impacts of Ethical Values on Development Plans.
2. Role of Work Ethics in Customer Centric Organisations.
3. Revitalising Work Ethics.
4. Professional Proficiency and Work Ethics in Attracting Investments.
5. The Legal Aspects of Work Ethics.
6. Occupational Safety and its Impact on the Individual and the Institutions.
7. The Role of Private Sector in Support of Work Ethics.
8. The Power of Holistic Ethical Management.
9. Self-Motivation to Mastering Professional Ethics.
10. Impacts of Ethical Values on Performance.

© Oman Daily Observer 2013