IndexManagement of Sri Lanka Telecom MobitelRelevant Communication to EmployeesPersonal Life of EmployeesEmployee Relationship with SLT MobitelLeadership Style Used in SLT Mobitel Negombo BranchHow Leadership Style Motivates Employees to Achieve GoalsEmployee Behavior is Defined as an employee's reaction to a certain situation in the organization. Employees must behave sensibly within the organization not only to gain the appreciation and respect of others but also to maintain a healthy work culture. An employee must comply with the rules and regulations of the workplace. The workplace is not the place where you can yell at coworkers, spread rumors, and criticize your manager. You should not be rude to your group members. Be humble. Don't forget that you are not the only one working; there are other people around too. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get Original Essay Sri Lanka Telecom Mobitel Management Managers play an important role in influencing the behavior of individuals within the organization. It is the responsibility of leaders to set direction for team members. In most cases, it has been observed that employees do not feel like going to work when they have strict managers. You must always stand by your employees. Guide and help them in their daily operations and help them acquire new skills and update their knowledge. Make them feel important. As a leader, you must be a strong source of inspiration to your subordinates. If you don't get to the office on time, how can you expect your team members to adhere to the organization's rules and regulations? Employees should be asked to do what they can do best. Don't overload your employees. Encourage them to update their skills from time to time. We have introduced regional managers to extend our reach to all employees; especially those in more dispersed areas. We conduct provincial employee meetings that bring together all relevant employees and managers of a particular region to discuss and resolve any issues that may be present. Through these awareness programs, we see that our external employees have very few HR-related issues and most of their concerns are based on technical and material reasons (such as service quality issues, contractors, etc.). (SLT, 2016) Employees need to feel comfortable at work to stay positive and happy. The rules and regulations should be the same for every employee. Create simple reporting systems. Transparency at all levels is essential. We offer a number of benefits to our employees. These include initiatives to raise awareness about work-life balance, events such as financial health camps, book sales and e-sales, and a flood relief fund to provide assistance in times of hardship. Some of the additional services to which SLT extends its employees are detailed below: Medical insurance Uniforms for frontline staff Concessionary rates on phones and mobile packages Dongles and data connections Concessions for the purchase of desktop and laptop computers Gift vouchers for newborns Vouchers and birthday cards Death assistance fund Funeral wreath Job responsibilities (SLT, 2016) Relevant communications to employeesManagers must communicate effectively with employees. When employees feel excluded, they lose interest in the work environment. They need to have a say in decisions moreimportant to the organization. Let them express their opinions and express their problems. Complaints must be addressed immediately. We have comprehensive mechanisms in place for handling and resolving all employee complaints. Any problems may be reported to superiors or hierarchical superiors, who will consequently be brought to the attention of the HR function. If a supervisor or manager is related to the matter, the employee can contact the Human Resources department directly. The Human Resources department will then take appropriate measures to correct the issue in question, for the benefit of all parties involved. (SLT, 2016)Personal life of employeesPersonal life argue with your family members in the morning, you feel stressed all day. It has been observed that individual employees with a troubled background or a problematic family tend to behave irrationally at work. Employees who have strained relationships with family members like to sit late at work and ruin the work culture. Individuals from very poor families have the instinct to steal office stationery and take it home. Conflicts in personal life lead to stress and irrational behavior. Additionally, employees should try not to bring their personal problems to work. Try to keep your personal life separate from your professional life. Employee Relationship with SLT Mobitel It is necessary to have friends at work. You need people around you to talk to, discuss and share experiences with. It's not really possible to work in isolation. Not allowing employees to interact with colleagues leads to frustration and stress in the workplace. Avoid arguing with team members. Throughout the year we organized various social and sporting activities, as well as volunteering initiatives. Some of these included the Provincial Telecom Games Meetings, the Inter-Provincial Telecom Games Meeting, and regional outreach programs designed to improve relationships among regional staff. SLT owns holiday bungalows in numerous locations across Sri Lanka. Our goal is to operate additional units in new locations, as well as improve the conditions of existing ones. We also provide funds for any annual divisional trips that may take place. (SLT, 2016) Leadership style used in SLT Mobitel Negombo branch In Mobitel, the previous CEO, Suren Amarasekara, initiated the transformational leadership of Mobitel. He totally changed the established culture in Mobitel to give shared authority and responsibility to employees. This also encouraged followers to contribute to decision making and become leaders when needed. This change, along with some prudent investment decisions, helped Mobitel become a profit-making company from a loss-making company in a very short period of time. CEO Lalith de Silva, who will introduce CEO Nalin Perera, further continued the same concept by segmenting non-routine activities into projects and appointing project managers giving them total authority and responsibility. With this initiative, a manager in one project is a follower in a different project. The study on the leadership style of Negombo branch, Sri Lanka Telecom Mobitel clarified that it used transformational leadership style. The term “transformational leadership” was first coined by JV Downton in Rebel Leadership: Commitment and Charisma in a Revolutionary Process (1973). Transformational leadership, proposed by Burns and extended by Bass and associates, was conceived as a more complete model of leadership than that advocated by trait theorists,.