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DALLAS — One of the "hardest things in life" for would-be leaders to learn involves the "soft things in life," former Walt Disney World executive vice president of operations Lee Cockereil told MUFSO attendees here. However, "many businesses don't want to hear about the 'soft things,'" he said are the leadership skills that help a manager realize "people won't be committed to you until you are committed to them. " "Appreciation, recognition and encouragement — this is the fuel that drives human performance," Clicking Here

However, those things are "highly underused," he said. The above article gives a clear view as to what is required to motivate a human resource in any organization. The appreciation and recognition are two such essential factors that make an individual sure of oneself and helps in boosting their morale. As for everything, this also requires balance as well, that is the employee should know that the appreciation and recognition received is because he/she deserved it.

Unnecessary recognition and appreciation does nothing but gives a big head to the person who is not worthy of it. This fuel for motivation is highly required in most of the incidents but the overly use of it can stain the desired results. There’s also an issue regarding what the universities are teaching their students that are far from what the companies are really looking for. "There is a disjoint between what skills the companies need and what universities impart to the tech students," says Ashish Sharma, a technology analyst at consultant Arthur D. Little in Singapore. (Liddle, 2006)

Impact on Employer of Soft Skills It is considered difficult to assess the soft skills in an individual rather than the hard skills, the soft skills are very judgmental and cannot take quantitative tools into account, and however the hard skills can be easily classified as right or wrong. “And yet, ‘soft skills’ aren’t easy to spot — through traditional interviews, anyway. Savvy candidates can ‘talk the talk’—that doesn’t mean they’ll ‘walk the walk’” (McKenna, n.d. ).

Hence, even after the hiring process the employer cannot be cent percent sure as to whether the selected candidate would be fit in the given environment and whether he or she would be able to cope up or not. However, the given statement doesn’t state that hard skills would help in doing that as even technically sound people are not very flexible or adaptable due to which they have numerous problems in their daily lives in the professional environment.

At times people are hired for what knowledge they have and are forcibly fired because they are unable to work with a team or do not possess enough skills to communicate there ideas accordingly to the required personnel. “People are often selected for their ‘hard skills’ (what they know, have done, or are trained to do). People are usually fired for their ’soft skills’ or a lack thereof” (McKenna, n. d. ).

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