Sachin Tendulkar will go down in the annals of cricketing
and sporting history as one of the greatest that has ever played this game. He
had his own share of controversies, humongous public expectations and pressures;
and of late everyone had been worried when Sachin would retire. Much to the
comfort of those predicting and wishing his retirement, Sachin is finally
signing-off and hopefully he does so, on a ‘high’. There has been a lot of
unfair criticism of Sachin that he is delaying his retirement. How long a
player wants to play is purely his/her decision; as much it is the selectors’ discretion
to select or not select that player in the team. It is the selector’s job to
see that a player earns his place in the team by the virtue of his non-substitutable
merit rather than any other factor. Sachin’s
eagerness and desire to play this game at the highest level for about a quarter
of a century was driven by his passion for the game of cricket rather than any
other motive, and even if there was one it could have been nipped by the selectors.
If they failed, do not blame Sachin.
In the words of his teammate and counterpart for long,
Sourav (Dada) Ganguly, Sachin stands-out in the entire cricketing history
because of the ‘way he played this game’. No one can deny this fact. When
Sachin stepped-out yesterday in the historic Eden gardens, one could see the
same enthusiasm and child-like eagerness to play as one had seen when he made
his debut as a young teenager. Few have also questioned whether Sachin played
for himself rather than for the team, but leaving this argument aside, one
thing that has always been unquestionable has been his passion for the game.
On similar lines, engagement of an individual employee could
be categorized as Engagement to the Profession (that he/she practices) and
Engagement to the organization (where he/she is employed). Those who are
engaged to the profession are intrinsically motivated and self-driven. They do
have to be told or directed. Organization must ensure that no worry, either on
professional or on personal front, ever engulfs them. These types of employees
will then just go on do their jobs and making meaningful contributions. On the contrary those employees whose
engagement to the profession is not very high, have to told more, directed more,
supervised and guided more.
When we do the classical two-by-two (refer diagram below),
four employee types are generated:
Type A: Their
engagement to both the profession they are currently practicing and as well as
to their current organization, are both low. They are likely to ‘switch’ not
only their current organization but also choose a different profession
altogether. They are the poor job-fit and poor enterprise-fit people. Trying to
retain them doesn’t seem to be a very bright idea. However if they seem to be
very good prospects then a role change may be the right thing to contemplate. A
change of vertical within the same group may also be considered.
Type B: Their
engagement to their current organization is high and in all likelihood this is a
more functional engagement rather than a psychological engagement. This is well
exhibited by the fact that they do not practice a profession because they are
passionate about it, rather they do it because they are good at it. Functional
variables at work and rationale engagement works far more than emotional
engagement with ‘Type B'. At a later stage, they are likely to choose a second
career for themselves.
Type C: They are
the darlings for any organization where they are employed. They are engaged to
their profession and hence are self-driven and intrinsically motivated, very
passionate about what they do and the organization where they work also seems
to have done things right on its part. ‘Type C’ are high potentials with high
chances of retention. I could have as well called the ‘Type C’ as type S or ‘Sachin
Type’. ‘Type C’ are real assets for any
organization. Focusing on ‘Type C’ and do everything possible to keep their
engagement levels high is pertinent.
Type D: Engaged
to the profession but not to the organization. Recently Gallup in its annual report
has stated means that 91 per cent Indian employees are either ‘not engaged’ or
‘actively disengaged’ at their workplace. Out of that the 31 per cent of
employees who are actively disengaged are not only unhappy but they also
undermine the achievements of the engaged workers. ‘Type D’ is very likely to ‘switch’
their current organizations, very soon. Organizations need to immediately get
into diagnosis phase for the ‘Type D’, if it values their presence.
5 comments:
Though in today's working Culture no employee want to remain in any one organisation for such a long period of time, he/she can have an abundance experience in his/her profession but will not remain in same organisation for long period of time, so in type C less number of people fall but Sachin Tendulkar can be one example of this category that he played with same dedication for almost 25 years of his life and he worked hard in his profession as well.
sachin ....de person who started his carrier 25 years back at the age of 14 .He played his first match against pakistan in pakistan in year1989 never thought that he would be able to serve his nation for these many years.but it was due to his consistance performance and hard work he was able to remain in in squaid of the indian cricket team..in todays era competetion is every where and in order to occupy ur position in any company or organisation one has to perform extra ordinary in order to make his position secure ..it was also truely said by sachin in his farewell speech if u want to chase your dreams never follow the short cutss.and due to his hard work n determination he was one of the greatest playear of the 20th century.......
Firstly i wanna appreciate your thought to compare sachin the cricket god and employee engagement. As he is retiring everyone is interested in his scores, age and how many matches he played etc,. But lot of people forgot how engaged he had been with the indian team and how hard he worked for the team. This is right kind of approach taken by u , which can be easily understood by many people , if you are engaged with your profession and organization you are working with as Sachin did , then success will follow you.
Sachin comes under the type 3 as he was the regular and
consistent player of the Indian cricket era and was able
to occupied his position consistently in the Indian cricket
team for playing cricket for 24 years.
In the same manner employees has to be work hard and
maintain their position consistently in their organisation.
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