Maternity Policy: Good move and Unanswered Questions

In a welcome move, the Centre has announced that maternity leave in private sectors will be increased to 26 weeks from the stipulated 12 weeks. According to the Maternity Benefit Act, 1961 female workers are entitled to a maximum of 12 weeks (84 days) of maternity leave, with not more than 6 weeks before the date of delivery (Indian Express).

Year 2015 will be the bench mark year as far as maternity leaves are concerned.  Merissa Mayer, CEO of Yahoo was making news across the world as she planned to take only two weeks maternity leave to deliver twins in December. On the other hand scene in India is looking brighter.

This year companies are seems to be becoming more diversity conscious and making inclusive policies for women employees. Maternity benefit is one of the most important benefits always been talked about. Newest organizations are going extra miles for women and setting high benchmarks in the industry.

Citi India is offering leaves of 180 days as per the convenience of mother.

Citi Bank offers child care allowance of Rs. 1.32 lakhs annually for up to 4 children.

Filpkart has recently announced 6 months paid leave and 4 months of flexible working hours with full pay.

Google offers 5 months paid leave including salary, bonus and stock.

Does that mean that India has one of the best maternity benefits across the world? As per NDTV news data we get to see the global view on maternity leaves:

Canada	50 weeks with 85% pay
Sweden	56 weeks with 80% pay
Australia	No maternity leave only parental leave of 18 weeks which can be divided amongst parents
Finland	Paid leave of 50 days before delivery and 4 months after delivery
France	16 weeks leave for single birth and up to 34 weeks for multiple births
Germany	14 weeks leave with full pay
Japan	14 weeks leave with 67% salary
USA	12 Weeks unpaid leave but given benefits from state
South Africa	16 weeks leave

So Indians have reason to smile. Experts mentioned extending maternity leave will also promote more women to return to work and close the gender gap in the labour market. Many women reluctantly drop out of work because they need more time for their newborns.

The news went viral of social networking sites and got to see lot of reactions from women and men as well. Though the news is positive, women have expressed their concerns about job security once they come back. 

One of the ladies working an advertising company said, “Mixed emotions right now since it might even give room to decelerate the lady's career growth considering 26 weeks is 6.5 months!!! I would be all for it if they make that optional rather than mandating it!”

At the same time one young girl doubted about promotions and appraisals.  Men also expressed hopes on the alteration in paternity leave.  

The surprising comment was, “I really will think twice before taking such a long leave. It will impact my career.”

At the same time there are many working women who are not aware about the policies. The picture seems to be good in MNCs and in unorganized sectors women are not able to avail even existing policy. The uniformity in execution of maternity leave policy seems to be missing. To ensure the implementation of the policy government need to develop mechanism. The small scale companies where there is less than 20 workers face major challenge to implement this policy. Industry is moving forward contractual employment; women working on contract basis may not be able to avail this facility. The biggest question remain unanswered for working women face is do firm assure that their career path will not be affected if female employees choose to take career break?

*Note: The author has put together various views expressed in numerous news and articles.  

The Emotional Intelligence – The New Yardstick

 

Appraisals were nearby. Boss was making important announcements in the meeting but he was looking distracted. After a while everyone realized my colleague and cabin mate Ria was crying and tears were rolling down, all of us ignored. Before I and Ria returned to cabin, intercom was ringing I picked up. It was boss, “Send Ria immediately”. Ria wiped her face and rushed. Ria came back smiling from boss cabin. I was glad to see her relaxed face .Before I ask her anything she shared that she had a break up with her boyfriend. But boss made her realize how it is crucial to focus on career during this hard-hitting time on personal front. Ria was a performer. She kicked off her work with the same enthusiasm and was anticipating promotion. Appraisals came Ria got increment but could not uphold promotion as Branch manager. It was outrageous for her and for the team. Ria was most meritorious candidate. Anxious Ria interrogated boss, “Why? Where did I go wrong?” He replied, “Ria you are emotionally disturb now and this position is challenging and taxing. I think you are unfit to handle pressure but don’t worry in fact you should be glad that you got an increment without additional responsibilities. Right? Take it positively wish you all the best.”

This is where Ria experienced the lesson of managing emotions at workplace. Impulsive emotions overrides the rational for which can be expensive for employees. The rules at workplace are changing. Employees are being apprised by new yardstick. It is no more imperative how intelligent employees are but how effectively they manage their emotions at work. Jobs demands managers to work under pressure, manage conflict etc. Emotional management trait has become more crucial while hiring, promoting or retaining for future job.

Human beings are born with emotions. The primary implication of emotion is “any agitation or disturbance of mind, feelings, passion, and any vehement or excited mental state.” Emotions are like anger, sadness, fear, enjoyment etc. Emotional management helps managers to have better interpersonal skills. Daniel Goleman, an American psychologist who popularize Emotional Intelligence (EI), there are five main elements of emotional intelligence: 1. Self-awareness; 2. Self-regulation; 3. Motivation; 4. Empathy; 5. Social skills.

1.      Self-awareness: Self- awareness is a vital ability to build a basic mechanics of our mental life. Self- awareness fosters self management. It is an ability to monitor feelings from moment to moment. It is crucial to psychological insight and self understanding. Managers with greater certainty about their feelings are better pilots of their lives. Self- awareness of moods, clarity of emotions, when employees get into bad mood their mindfulness help mangers to control their emotions. Self- awareness helps managers while making decision, managing their feelings, handling stress etc.

2.      Self-regulation- Self-regulation skill is necessary for consistent emotional well being. It is regulating our internal processing and deciding what our reaction will be. Managers who regulate themselves effectively rarely verbally attack others, make rushed or emotional decisions, stereotype people, or compromise their values. Regulating our emotional response to a situation can have a profound effect on the outcomes.

3.      Motivation- Self motivation is reflects achievement drive, initiative and optimism. Self motivated managers are more committed and also has high benchmarks for themselves. Emotions are contagious. Motivated managers encourage their team, encourage debate, open discussion and try to achieve win- win situation.

4.      Empathy- Empathy begins inside. It refers to understanding others, developing others and service orientation.  It is sensing what others feel without saying so capture the essence of empathy. Empathy is the fundamental to built strong relations. Subordinates or colleagues of managers express themselves through non- verbal ways. Mangers need to pick up emotional cues.

5.      Social skills- “None of us are as smart as all of us”- surviving without team is impossible.  Socializing shapes the brains. Social skills refer to an art of collaboration, change catalyst, networking and building bonds. It is about ability to understand team needs facilitate them to fulfill. Managers require being sensitive, providing constructive feedback, being mentor. Seek ways to help others.  

To be effective, manger you must have a concrete understanding of how their emotions and actions affect the people around them. The better a leader relates to and works with others, the more successful he or she will be. Take the time to work on self-awareness, self-regulation, motivation, empathy, and social skills. Working on these areas will help you excel in the future!

This article also featured on BizDivas.com :

http://www.bizdivas.in/the-emotional-intelligence-the-new-yardstick#