Do you find the idea of being perfect in all your pursuits rather appealing? In fact, many people do. In the age of competition and the need to be the best, many people feel that being a perfectionist is their strongest quality. However, is it really? We will learn about the pros and cons of workplace perfectionism in this article.

Who is a Perfectionist?

First and foremost, we need to understand what perfectionism really means. Perfectionism is the tendency to strive for flawlessness. By its very definition, it seems that all of us should be striving for it. However, perfectionism is more often than not accompanied by the tendency to fixate and ruminate about one’s performance, trying hard to control every facet of the task, and being extremely harsh on one’s mistakes. In addition, perfectionism is often accompanied by obsessive slowness. In other words, a perfectionist can never click the submit button without making sure that each and every nook and corner of the task is flawless. All of these factors, together with the lack of flexibility of the person making it impossible for other co-workers to work in a peaceful space. Therefore, perfectionists not only hamper their own productivity and peace but also that of others around them. Perfectionism has nothing to do with a desire to give one’s best. Rather it is a shield that protects the person from the shame and embarrassment of not doing a good job.

How to recognize a perfectionist?

We can easily recognize a perfectionist in any social setting with very few interactions with the person. For instance, they are likely to suffer from high levels of anxiety. Any situation where they feel the pressure of being evaluated evokes anxiety responses in them. They would also overthink and ruminate. Here are a few signs of perfectionism:

Procrastination:

A key characteristic of perfectionists is procrastination. This mainly arises because of the need to be flawless and an inability to start a task till they know how to do it fully.

Having unrealistically high performance standards:

Perfectionists often set very high standards for themselves. Most of these standards are way out of the person’s ability. Therefore, they are likely to set unachievable goals.

Shame on unattained goals:

They are likely to feel extreme levels of shame and embarrassment when they fail to achieve goals. Since their goals are anyway unrealistic, shame is almost inevitable for them. This, in turn, initiates a vicious cycle of rumination, anxiety, and poor wellbeing.

Focus only on the end result:

We all make mistakes in our work and learn to be better in the process. Enjoying and appreciating the journey is as important as the end product. However, perfectionists do not believe in this. Rather, they judge the utility of activity by the end result.

Desire to win every time:

Nothing less than victory satisfies a perfectionist. They are very bad at accepting failures and learning from them.

Self-criticism:

Perfectionists are very critical of each and every action they take. They are too preoccupied with failures and imperfections and are extremely judgemental.

Fear of Failure:

They are often paralyzed by the fear of failing at a task. The most common consequence of this is their tendency to procrastinate.

Slowness:

Perfectionists are very slow in their work. They have trouble taking a step forward if they have the slightest doubt about it. As a result, they are most likely to miss deadlines.

Low self-esteem:

All of the above symptoms are actually manifestations of low self-esteem. Since they have trouble trusting their own abilities, they are likely to hide behind the shield of perfectionism.

Mental health problems:

Perfectionism is strongly associated with mental health problems like depression, anxiety, obsessive-compulsive disorder, panic attacks, and many more.

Why is perfectionism not good for us?

First and foremost, we should never confuse perfectionism with high achievers or the desire to do a good job. In fact, it is a condition where individuals actually under-perform but are constantly experiencing high levels of stress and anxiety. Therefore, the star performer of your group is not a perfectionist.

Perfectionism actually stems from the unconscious fear of disapproval and societal judgment. Due to this reason, we often see that children of extremely strict and punishing parents often develop this problem. The fear of parental love and approval forces the child to try to be flawless. However, over time, they develop high anxiety, fear of punishment, fear of rejection, and low self-esteem. This gives rise to mental health issues in adult life.

How to reduce perfectionistic tendencies?

Reducing perfectionistic tendencies is not an easy task. It is a battle between the inner unrealistic world and the outer real world. However, there are certain steps that can be taken to manage it and lead a happy life:

1. Positive affirmations help dealing with low self-esteem and has been found to be helful for anxiety patients as well. Since perfectionism is a self-esteem and anxiety issue, trying positive affirmations may help.
2. Psychotherapy: Therapy to reduce anxiety and the fears associated with “not being good enough” may help.
3. Parenting Style impacts the mental health of children throughout their lives. Hence, new parents may consider parenting guidelines to raise mentally strong children.
4. Mindfulness helps us be more aware of ourselves and the tasks we do everyday. Being more mindful will help us recognize the problems in our behaviors and thoughts. Therefore, it will be easier for us to control the same.

Conclusion

Therefore, perfectionism is not something to boast and be proud about. In fact, it is a serious anxiety problem and can lead to maladaptive behaviors. Perfectionistic tendencies can actually slow us down and make our lives worse.

The post Is Perfectionism Slowing You Down? appeared first on Management Weekly.

Job satisfaction entails a positive feeling about one’s job. It is one of the most studied aspects of job attitudes. This is because it drives on-the-job behavior and has a strong correlation with actual job performance. A satisfied employee is more likely to walk the extra mile for the organization. He or she is also far more likely to stick to the job despite the unavoidable ups and downs in one’s professional life.

Real-life reports by several dissatisfied employees reveal two crucial factors that prompt them to quit the job:

1. Opportunity for a better job
2. Irrational demands by managers and bosses in the current organization.

Research suggests that the latter is a far stronger predictor of actual turnover than the former. Therefore, the importance of job satisfaction and the advantages of having a satisfied employee can never be underestimated.

What leads to job satisfaction?

Think about it. What would you like to change in your current job to feel happier? For a person struggling with finances, pay would be the first answer. It has been found that pay increases satisfaction but only up to a point. For instance, if a person’s income keeps rising after a point, it does not provide incremental satisfaction anymore. Thus, pay or salary has a diminishing utility when it comes to job satisfaction.

Far more important factors include training, variety of tasks, independence or autonomy, control, and good co-workers. In reality, job satisfaction is not strictly related to the job. Personality factors also drive one’s level of satisfaction. Cynical individuals are likely to be skeptical of even positive job conditions and end up feeling dissatisfied. Research has shown that individuals with a positive core self-evaluation are more likely to be satisfied. In other words, individuals who believe in their inner potentials and competence are likely to experience job satisfaction.

What happens with employees are not satisfied?

Robins et al(2013) developed the following framework for describing responses to dissatisfaction:

1. Exit: This involves leaving the organization. Exit is often directed by new job opportunities or opting for higher studies. New job opportunities may be in the form of switching to a different organization or starting one’s own enterprise. Higher education may be in the form of obtaining a diploma to continue in the same career or pursuing courses like MBA or PhD to change the course of one’s career.
2. Voice: This involves an active effort to change the existing and frustrating job conditions. It involves taking action in the form of discussing with co-workers and supervisors to accept the problem and find solutions for the same. Voice is often perceived in a negative fashion by top management, especially in high power distance cultures, where employees are expected to carry out orders. However, research evidence suggests that it is a better option to hear out employee grievances rather than ignoring them at face value.
3. Loyalty: It involves optimistically yet passively waiting for job conditions to improve. Loyalty also involves defending the organization in cases of external criticisms, therefore, not acknowledging the problem directly. Such employees have high levels of trust in the top management and believe that the organizational leaders will make things right. Hence, it is the passive version of employee voice.
4. Neglect: This involves chronic absenteeism, low productivity, loss of motivation in employees. Yet there is no attempt by employees to make conditions better. It is like accepting fate and finding a way to deal with it. Therefore, conditions are likely to worsen.

What happens when employees are satisfied?

1. Performance: Happy workers are likely to do more work and perform better. Based on a study published in Science Daily, higher levels of job satisfaction predicted better organizational performance about 6 months later. This study also found that job satisfaction gives rise to a virtuous cycle. Satisfied employees perform better, thereby increasing output. Profitable firms, in return, create conditions where employees are more satisfied. In general satisfied employees are more motivated and empowered.
2. OCB: Satisfied employees are more likely to talk positively about the organization, assist others and go beyond their job descriptions to contribute to the organization. Perceptions of organizational justice also moderate this relationship. When employees perceive that they have received rewards consistent with their efforts in the organization, they are more likely to walk the extra mile.
3. Customer satisfaction: Employees in front line jobs have to interact with customers on a daily basis in a pleasant and soothing tone. Satisfied employees are more likely to be naturals at it, whereas, dissatisfied employees have to put up a façade which is both emotionally taxing and robotic. Therefore, satisfied employees are more likely to enhance customer satisfaction as well.
4. Absenteeism and Turnover: There is a moderate yet consistent negative relationship between job satisfaction and absenteeism. However, dissatisfied employees are more likely to show up for the job and be less productive. Absence of job satisfaction often serves as a pushing force that prompts employees to quit the organization despite not having a lucrative job offer at hand.
5. Workplace deviance: When employees feel exploited in the workplace, they are likely to show deviant behavior, like social withdrawal, substance abuse in the work place, extreme levels of aggression, unionized attempts and many more. Therefore, perceptions of justice and job satisfaction often go hand in hand.

Conclusion

Thus, we see that job satisfaction is correlated with positive on-the-job behavior, whereas low satisfaction is related to negative on-the-job behaviors. Therefore, organizations need to make attempts to enhance job satisfaction in employees.

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The stick and carrot theory is a well-known approach. Although some people think that this is a theory of motivation, this is actually a theory of compliance. Firstly, we shall take a look at this theory and try to understand what this is about. Then we will look at some real-life examples. 

What is carrot and stick theory? 

The carrot and stick theory says that there are two different approaches to controlling someone’s behavior. We can either encourage someone by providing a reward for favorable behavior. We can also encourage someone by providing punishment for an unfavorable behavior. However, when we take a deeper dive into this theory, we will understand that there is much more to it than rewards and punishment. 

The storm has been traced back to the 19th century. During those times, people used to race on donkeys. One of the surviving images shows that there was a unique approach taken by one of the jockeys. He hung a piece of carrot at the end of a stick and held it in front of the donkey. This encouraged the donkey to run faster than others. Meanwhile, other jockeys simply use the stick approach. They were beating their donkeys left and right in order for them to gain speed. Therefore, the jockey that used both carrot, as well as stick, was able to outperform others. 

In the modern context, the carrot and stick approach refers to the practice of using different techniques like rewards and punishment to encourage a specific behavior. This term is mostly applied in the field of management. However, it is also used in the field of politics. 

The theory behind this term 

One of the key traits of a leader is to make people follow them. One of the pioneering works in this area was done by Amitai Etzioni. He proposed that organizations can use three different means by which they can ensure compliance by the members.  

1. Coercion 

2. Remuneration 

3. Normative 

Coercion is a more severe form of control where the members are controlled by physical force or threat. You can also equate this with the different kinds of threats or punishments that can be meted out to an individual. Therefore, we can classify coercion as a form of ‘sticks’ approach.  

The most common form of remuneration can be money. Money is a powerful motivator and controller of behavior. At the most basic level, the salary of the employees is dependent on the organization. If the organization removes someone from their payroll, that would lead to financial hardship. When an employee behaves in a manner that is favorable to the organization, the organization rewards them with higher remunerations an increase in salary or an increase in position. 

Finally, we come to the normative form of control. This type of form is more symbolic in nature. Here we see that people are controlled by their loyalty or affection towards their organizations. People who are more compliant are typically regarded at a higher level than those people who are rebellious in nature. This in turn informs people’s behavior and keeps them in control. 

Punishment vs Rewards 

Not all punishments are equal in nature. Some of the punishments may be seen as a severe threat, while others can be neglected. In this regard, there are two different factors that can increase the power of punishment. 

1. Severity of punishment – When we perceive that the punishment is going to be severe, we have got higher motivation to comply. 

2. Certainty of punishment – Similarly, when we see that there is a higher probability of getting punished after the crime is caught. 

On the other hand, rewards are generally considered to be a more positive approach towards extracting higher performance. It does not just help people comply; it also keeps them motivated. However, we should also keep in mind that only rewards can get ineffective. Therefore, most managers use a combination of rewards and punishments. The most common benefits of reward are as follows: 

1. Improvement in performance. 

2. Increase in productivity. 

3. Higher creativity. 

4. Higher compliance. 

Why do we need carrot and stick theory? 

There’s a popular theory in management called the agency theory. This theory states that there are two kinds of entities. The first entity is called the principal. The second entity is called the agent. In an organizational context, the principle is the organization, and the agent is the member of the organization that has been hired to do some specific job. 

As per this theory, these members or employees will act to maximize their own benefits. This comes from the self-serving nature of any human being. Whenever they face a certain scenario when they have to choose between personal wellbeing and organizational wellbeing, they will choose personal wellbeing. Therefore, the use of sticks and carrot theory has been suggested. The provision of rewards makes the agent align their personal goals with the organization because they are getting some form of personal benefit in doing so. At the same time, punishments can deter people from some activity as it is personally harmful to them. 

The simplest example of this can be an employee who has been hired to sit as the security guard at the gate. The guard knows that if he is away from that post for long, then his job can be jeopardized. Therefore, he will ensure that he does not leave the post unattended. This thread to the job is like a punishment that will ensure that he diligently sits at the place. He only leaves when he sees that there is some other guard present at the gate. 

Another example of this can be a sales representative for a company. The sales representative has been offered a cut from the total sales that he brings. This incentive or reward will ensure that the employee puts in extra effort to sell the products. 

Deeper understanding 

You must have heard about the term intrinsic motivation. It is extremely important to understand it in this context. Chen et al. (2012), has discussed, the application of stick and carrot theory in the context of policy compliance. They have stated that motivation can have a continuum between autonomy and control. When the motivation is autonomous it means that it is derived from a person’s own interest. This type of motivation is also called intrinsic motivation. 

One of the points of criticism of the stick and the carrot approach is that this approach touches upon the controlled aspect of motivation only.  

Because of this bifurcation that we can find certain limitations to the stick and carrot theory. Firstly, we see that there are many limitations to the monetary rewards for the employees. 

1. Monetary rewards are typically short lived. They have a temporary effect and therefore when they are removed, the effect is also gone. 

2. It has also been seen, then monetary rewards can improve the quantity, but they don’t affect the quality of output. 

Autonomous motivation 

Therefore, we go back to the self-determination theory. This theory explains where does motivation comes from. It says that there are three basic needs that need to be fulfilled. The first need is the need for relatedness or social affiliation. The second need is the need for competence or personal efficacy. The third need is the need for autonomy or self-reliance. 

Controlled motivation 

Let us go back to the stick and carrot approach. We can look at it as a form of control motivation. The basic mechanism of control motivation works by working on certain fears and aspirations of individuals. Some of these aspirations are highlighted below: 

1. Fear of punishment. 

2. Guilt. 

3. Reward for good behavior. 

4. Uneasiness of doing something wrong? 

5. Personal gains. 

6. Expected returns and reciprocity. 

7. Pressure and coercion 

Therefore, we can say that controlled motivation that is conceptualized as the stick and carrot theory has got some major drawbacks. At least contemporary management looks at it with an eye of skepticism. Firstly, it reduces the overall motivation of an individual. Any motivation that is brought about externally or controlled manner will not sustain for long. Secondly, it also lowers the performance. It has been seen that rewards or punishments can work well in the short term, but they do not work well in the very long term. On the other hand, intrinsic motivation has been seen to provide much better results in some contexts. Thirdly, it also leads to a resentful environment in the workplace. Employees always feel that they are being monitored and assessed. It feels like sitting for an exam. Also, the concept of reward and punishment makes some team members superior to others. This leads to conflicts in the workplace. Lastly, it also ends up making people unhappy. It has been seen that this kind of work structure can reduce the well-being of individuals and stress them out. 

What is better than the carrot and stick approach? 

1. Research shows that feedback for improvement is much more important. Then the concept of rewards and punishment. 

2. A good manager follows the old adage ‘praise publicly, criticize privately. 

3. You can also plan to establish a healthy work environment by encouraging team goals.  

4. The personal goals of the employees need to be aligned to the professional goals. This has to be worked out by the manager by sitting down and understand the perspective of their subordinates. 

5. It’s also imperative to understand the importance of job ownership. It has been seen that employees who have a greater ownership in what they’re doing also perform better. 

6. Finally, there should be a clarity about the task that someone has to do. At the same time, there needs to be clarity about the reward that is associated with that task. Sometimes stick and carrot approach fails because the a person may lack clarity about these.  

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The COVID-19 pandemic has been a scary experience for many of us. Job losses and layoffs have been the order of the day. When companies are undergoing economic stresses, they are bound to let go. However, if you are caught between this crossfire then furloughed leave maybe a middle ground between unemployment and employment. 

What is Furloughed Leave? 

One of the easiest ways to understand furloughed leave is to consider it to be the opposite of temporary employment. Temporary employment means that the company seeks the work of individuals on a short term basis.  On the other hand, furlough means that the company is seeking the temporary unemployment of an employee. It is also called an extended leave of absence. 

During the tenure of the furloughed leave. The employee remains on the rolls of the firm.  Put all practical purposes, the employees considered being a part of the organization. However, there is no work expected and usually, the leave is unpaid in nature.  However, in the case of certain government employees furlough can be paid. 

 What are the advantages of furloughed leaves? 

1.  First and foremost, the person retains the job. Being retained even at no salary is better than being fired.
   

2.  Secondly, the employee is not considered to have taken a break.  In this situation that the furlough extends more than a year, it can have an impact on the resume of the person. This is taken care of by the furlough. The person shows continuous employment with a firm. 

3.  Furlough schemes are protected by government laws in some countries.  This means that the employees are protected from being exploited by a firm. However, in case of coronavirus or COVID-19 pandemic, things have not been that clear.  

4.  It is applicable to all kinds of employees. You are covered if you are a full time or a part time employee. Additionally, it also covers certain agents working for a firm. 

The situation regarding furloughed leave in different geographies

United Kingdom 

Currently, in the United Kingdom, the government is paying about 60% of the salary to furloughed employees. This comes under the coronavirus job retention scheme or CJRS.  This scheme has been extended till 31st of March 2021.  The conditions for claiming furlough in the United Kingdom are: 

1.You must be a part of the pay as you earn or PEYE system. 

2.  Your job must have been started before 31^st of October 2020. 

3.  You must have a bank account with the Channel Island Bank, UK bank or the Isle of Man Bank to claim the benefits. 

United States 

On the other hand, United States is not new to the concept of furlough. Previously there have been furloughs during government shutdowns as well as during the recession. Certain companies in the United States have announced that although they are not paying for the furlough, employees will get other benefits.  Typically some of the benefits that are retained are health benefits and tax benefits. Sometimes the pension fund is also contributed by the employer. You need to check with the specifics with your HR team regarding this.  Certain rules regarding the furloughed leaves in United States: 

1.  The employees who are undergoing furlough, may claim the unemployment benefits. 

2.  Most of the workers can get dollars 600 per week for their unemployment benefit. 

Paid time offs are not counted within the gambit of the furlough period.  However, the employees continue to accrue whatever leaves they are entitled to.  For example, if you are entitled to 10 days of leave for six months. Then you would have accumulated that by being furloughed for six months. When you join back, you are entitled to take 10 days off as PTO.   

India 

There is a provision for furlough in some Indian Government departments. The officers of the defense forces can take a furlough.  They have sanctioned a pay that is roughly half of their original salary.  However, this entitlement is only for 20 days per year. However, in the private sector, there is still uncertainty in terms of the laws regarding the furlough. While on one hand, many companies have offered a haircut to the salaries of the working employees. On the other hand, some of the companies have asked employees to go on a furloughed leave until further notice.  

The Chief Human Resources Officer of Titan Limited, Raj Narayan said that it is the ideal solution for times when a company struggles with the cash flow.  Alternatively, another technique used by some of the other firms is to as for partial employment.  Employees are called for 50% of the days and they are paid accordingly.  This kind of arrangement is working in certain manufacturing companies.  

 European Union 

European Union is known for its extensive social policies. The governments that come under the EU have granted furlough for over 18 million people.  The respective governments are bearing the unemployment benefits. This could not be feasible for the very long term. However, owing to the recovery in many sectors, many people are returning to work.  Overall, the performance of the job market has been better in Europe compared to the United States.  The unemployment rate at the end of June was around 10% in the European zone. On the other hand, it was around 17.5% in the United States.  

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31st March 2020 is being observed as Equal Pay Day this year. There is an interesting story about how this day became a symbol of gender pay gap. In 1996, the National Committee on Pay Equity wanted to highlight the need for equal pay for men and women. Women on average earn less than men so they need to work longer to earn the same pay as their male team members. In order to represent the disparity of the pay, the committee chose it on the first Tuesday in April and called it Equal Pay Day. This Tuesday represents the extra days that women need to work over an entire workweek to earn the same salary as men.

“Latina women earn just 53 percent of white men”

Sections:

• What is Equal Pay?
• Gender Pay Gap by Industry
• Gender Pay Gap by the Level of Education
• Does Zero Pay Gap exist?
• Why is Gender Pay Gap still a Reality?
• How to Attain Equal Pay?

What is Equal Pay?

Equal pay means that men and women be paid equal sums of money for doing equal jobs. For some readers, it might seem trivial because they either assume that this problem will not have an impact in their field of work or they might think that this issue can be solved by policymakers. Here are some facts to prove otherwise:

• Based on data from the USA, women earn 81 cents for every dollar a man earns doing the same job.
• 78% of the largest companies in Britain reported a gender pay gap.
• The median salary of Indian men is 19% more than the median salary of Indian women.

However, there is some optimism. The gender pay gap has been decreasing. In 1980, women (aged 25-34 years) earned 33 cents less than their men counterparts while in 2018, they earned 11 cents less than their male counterparts.

This is good news but data also shows that the pay gap widens as age and work experience increases. The World Economic Forum reported in 2020 that it would take another 257 years to close the gender pay gap from all sectors across age groups.

Gender Pay Gap by Industry

Almost all sectors (both formal and informal) report the gender pay gap. The BBC was highly criticized when it released data regarding their top paid presenters and the proportion was widely in favor of men.

Top three industries where the gender pay gap is highest are:

• Agencies and Consultancies
• Retail and Customer Service
• Transportation

Gender Pay Gap by Level of Education

The lowest level of the gender pay gap as reported in the field of Law (data from USA). Top four levels of education where gender pay gap is highest are:

• Management post-graduates
• Non-management post-graduates
• Health care doctorates
• Doctorate (Ph.D.)

Does Zero Pay Gap Exist?

Yes, some companies do report Zero Pay Gap. At chocolate-maker Mondelez India, the gender pay gap is zero.

Their HR-Director, Mahalakshmi R. says, “Women are striving to be independent and seek equal opportunities on all grounds. Men are increasingly considering women to be equals in all aspects of life. We have ensured that we build no bias whatsoever in pay while recruiting and growing our female talent.”

Economic Times

Why is Gender Pay Gap still a Reality?

Although many legislations and policies direct companies to pay women the same salary as men, equal pay is still far from reality. A number of factors contribute to this.

1. Social Factors: The educational system in most cultures teach gender norms in such a way that young girls are nudged to choose low paying jobs that are less valued. Society expects women to take up caring and nurturing roles like motherhood gaps or working part-time to take care of household chores and aging parents. This hampers earnings and dampens their career progress.
2. Organizational Structure: In most organizations, the senior-level positions and highly paid positions have a skewed gender ratio. The representation of women in these posts is very low. Due to the glass-ceiling effect, most women are stuck in mid-management positions and never reach the higher levels. As a result, the median salary of women is lower in most organizations.
3. Implicit Biases: These refer to unconscious biases about members of a particular social group. During hiring and compensation planning, executive decision-makers often fall prey to implicit biases against women. This them to offer less salary to women and hiring fewer women in top management positions.
4. Poor representation of women in technical education: The representation of women in technical education (which leads to the highest paying jobs) is low. In the United Kingdom, only 12.37% of engineers in 2018 were women. Out of all women engineers, only around 21% of them work in core engineering jobs.

How to Attain Equal Pay?

1. Whistle-blowing: Unless cases of unequal pay receive the attention of society, things are unlikely to improve. As employees of an organization, it is our duty to report cases of unequal pay based on gender or race so that the situation can be made better.
2. Societal Changes: It is often seen that women voluntarily choose jobs that do not do justice to their educational and professional skills. This is because they are socialized into believing that their primary role in the family is that of a caregiver and not that of a bread-winner. This leads them to make career sacrifices which hinders their progress and earning potential. Parents and educators have a major role in this. They need to empower their daughters and students and make them understand that it is fine to make career first priority in life. At the same time, they must teach young boys that it is their duty to share household responsibilities and it is fine to be the primary caregiver of the family for men too.
3. Encouraging women to pursue technical education: Most highly paid jobs (AI, Blockchain, Machine learning) require technical education. Worldwide data reveals a very low percentage of women in these fields. School educators and parents need to rise above gender stereotypes and encourage young girls to pursue technical education.
4. Company policies: Organizational policies aimed at encouraging paternity leaves, creche facilities in the workplace vicinity and avoiding implicit biases while hiring and compensating would reduce the pay gap. Also, biases like women cannot be given work that required travel and women are soft-spoken need to be eliminated. Am inclusive organization needs to be created where employees are valued for their talent and contribution.

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