Boss's Day and Why We Celebrate It

Boss's Day is a day used by administrative professionals and other staff members to honour and appreciate their superiors, supervisors, executives and directors at work. Let us explore the meaning of boss's day from its originators in the United States of America and it is celebrated.

What is Boss's Day

Boss's Day according to Wikipedia is a secular holiday celebrated on October 16 (or the nearest working day) in the United States, Canada, Lithuania and Romania. It has traditionally been a day for employees to thank their bosses for being kind and fair throughout the year.

Some Quick Facts about Boss's Day

Boss’s Day is observed in many workplaces in the United States on October 16, or the nearest working day, each year. Boss’s Day, also known as National Boss Day or Bosses Day, is a time for many workers to appreciate their employers. It is annually observed in the United States on October 16, or the nearest working day.

What do Staff or Employees do on Boss's Day?

Boss’s Day is dedicated to all employers and provides a prospect of improving the liaison between employers and their staff. Many workers dedicate this day to their supervisors for various reasons, such as supporting staff with their jobs and careers. This observance also gives employees a chance to recognize those in supervisory positions.

Some people give their bosses cards, gift certificates, or flowers on Boss’s Day. This observance is becoming increasingly popular in various workplaces. It has received both praise and controversy.

Public life and Boss's Day

Boss’s Day, which is on October 16, is an observance and it is not a nationwide public holiday in the United States. If it falls on a weekend, then it is celebrated on the working day closest to it.

Background of Boss's Day

The concept of National Boss Day began in 1958 when Patricia Bays Haroski, then an employee at State Farm Insurance Company in Deerfield, Illinois, registered the holiday with the United States Chamber of Commerce. She designated October 16 as the special day because it was her father's birthday. Haroski's purpose was to designate a day to show appreciation for her boss and other bosses. She also hoped to improve the relationship between employees and supervisors.

Four years later in 1962, Illinois Governor Otto Kerner backed Haroski's registration and officially proclaimed the day. The event’s popularity is growing outside the United States and is now also observed in countries such as Australia, India, and South Africa.

Note: The dates show when National Boss Day was first officially proclaimed in 1962, although the concept for this observance began in 1958.

(credit: https://en.wikipedia.org/wiki/Boss's_Day)

So from the above explanations, boss's day is about appreciating and honouring our superiors or bosses at our various workplaces and companies.

When Did Ghana began to Celebrate Boss's Day

The Administrative Professionals Association of Ghana (APAG) since its inception has been encouraging its members to appreciate and honour their boss's and superiors when it is boss's day that is October 16. The association has been doing this for some time now.

As you are reading this, you will say but I have never heard of boss's day? Yes it is true, it is because a lot of awareness has not been drawn to the day and most people take it for granted.

However, this year 2015, we Administrative Professionals will like to encourage all employees and staff members of companies and organizations to appreciate and honour their bosses and supervisors this coming boss's day on Friday October 16, 2015.

We as an association would welcome staff, employees, entrepreneurs and organizations to share your experiences here on this blog or send through email  the pictures of what you did for your bosses or executives or supervisors on this special day called boss's day on Friday October 16, 2015.

Have a productive working month of October and I am eager to hear from you. 

Does your Dressing affect Your Company’s Productivity?

The dress that you wear to work or a corporate environment is very important, it says a lot about you and the kind of work you do. We, Administrative professionals are most of the time the face or image of the organizations we work with and therefore we need to dress appropriately for the office and other functions we attend.

Below is an article I found on dressing with the title "does your dressing affect your company's productivity". Let us read to learn more about dressing and the corporate environment.

If you wear a plain white, long-sleeve shirt over a pair of brown trousers or skirt, what should be the colour of your necktie or socks, in the case of men?

How about the belt/brace and shoes? And is it appropriate in fashion and the corporate world in particular for women to tuck in without wearing belts? What of a gentleman putting on a necktie over a short-sleeve shirt without a jacket?

While these questions might sound menial in the minds of many people, they are pertinent issues that every corporate executive, job seeker or entrepreneur preparing for that crucial meeting, be it with the board, the bosses, stakeholders, peers or for a job interview, would have to answer prior to settling on what to wear.

Unfortunately, however, not many executives in the country and the world at large have answers to these questions. Most executives might not even bother to ask them, with the excuse that results rather than appearance matter in today's competitive business environment.

But while that might be true, Medical Aesthetician and Chief Executive Officer of the FC Group of Companies, Mrs Grace Amey-Obeng, said a good look would boosts one’s confidence and serve as an icing on the person's personality.

From the shape and size of toe and finger nails to the colour of one's pen, Mrs Amey-Obeng said proper attention must be paid to virtually everything one puts on the body to ensure that they align and send a positive message to the outside world.

In the September 27 edition of the weekly motivational radio talk show, the Springboard, Your Virtual University, Mrs Amey-Obeng thoughts on Executive Dressing and Personality Management, which were shared at this year's Festival of Ideas in Accra, were replayed to listeners.

It aimed at exposing the audience to the rudiments of dressing and personality branding, which are key to the success of every business executive and individual.

The FC boss intimated that good looks in the corporate world was of paramount importance, given that it enhances the person's confidence, which could invariably translate into higher performance and results for the individual and the company in question.  

First Things First

Mrs Amey-Obeng, who is a beautician and founder of the FC Group, explained that the first thing for every corporate executive was good feet, which she said must fit the person's body shape.

"If your institution has a dress code, follow that dress code but make your personality shine through that dress code by associating correctly with the right shoe, bag and pen, among others; don't do anything flashy, something that is acceptable and will make your friends say they are always happy to have you here," she said.

Given that most business executives are exposed to a lot of people, the FC CEO said it was advisable to avoid using strong perfumes, which could end up causing disaffection among colleagues.

"Sometimes we blend all kinds of perfumes to formulate our own scent and it can become very offensive. Just use the mild ones and preserve the strong ones for the night when the temperature is low," she said.

To avoid a clash of scents between the perfume and deodorant, she advised that those using scented perfumes should avoid applying deodorants that have scents.

I hope this post assists us Administrative Professionals on how to dress appropriately for work or corporate events. You can share with experiences on corporate dressing with us and leave a feedback below.

Kindly come back again as we will continue the discussions on this topic and get ready for part 2. Thanks for reading.

credit: http://graphic.com.gh/features/opinion/50747-does-your-dressing-affect-your-company-s-productivity.html

Motivation, What Is It?

Often, when people are promoted into a manager role or executive administrative professional role within an organisation, they are ill-prepared for their new set of responsibilities. How to encourage people is a problem that is close to the heart of anyone who is responsible for getting results through the effort of other people.

In this post, we will like to continue from where we left off, on our subject of Motivation, especially motivation at the workplace. To read the previous post, click here.

In the previous post, we defined motivation as “the desire, willingness or enthusiasm for doing something”. So, let us continue….

Theory of Motivation

Let us begin this very interesting subject by looking at some classic theory in the area of motivation starting off by considering the important question: why do people work? The obvious answer is: for money.  But, it is not the whole of the picture. Sure our employees work for money, but they have other reasons too and it is those reasons that we need to understand and utilise to motivate people.

It is not my intention to write a Wikipedia article here. I would certainly encourage you to look at the sources of this information for yourself, especially McGregor, Herzberg and Maslow. However, an analysis of the received wisdom reveals that, beyond the obvious need for money, the main reasons that people go to work are as follows: 

• Recognition
• Interest
• Accomplishment
• Respect
• Responsibility

Also you can read more reasons in the article why do people work?

Now, if you can creatively make use of those drivers, you will have an extremely powerful method of motivating people. Let us just take one of those drivers and examine how it was proposed to be used by Blanchard and Johnson in their book, The One Minute Manager. In essence, this book suggests that you ensure people understand what you want from them and then you engage in coaching them to achieve their goals.

However, I would say that the main focus of the book, as far as getting specific behaviour change is concerned, is around the use of the principle of praise. As they put it in the book, "try to catch people doing something right" and then praise them for it. So you can see that this method is focused around the use of the 'recognition' principle from the above list.

Motivation at Work

The 'recognition' principle is astonishingly powerful. You can train animals using this method, you can correct the behaviour of problem children and, yes, you can even get your employees to change their behaviour too. To use it effectively, the recognition must be delivered conditionally, related to the specific, desired behaviour(s) you want to encourage. It is not complicated - if Super Nanny can do it, so can you - but it is remarkably effective.

The use of the other principles is equally important. You want people to be engaged in work that really matters to both them and the organisation. You need to give them tasks that challenge and stretch them and you should empower them by giving them the responsibility to make their own decisions as far as that is possible. If you do these things, you will definitely see a marked change in attitude; however, a common objection I get at my workshops is that people do not work in jobs that permit any of this.

Personally, I believe this attitude alone is what sets apart good managers from those people who should simply not be in the role. When you look at your job, whatever it is, as consisting of simply turning up and doing what it says in your contract of employment, then you truly are impotent and powerless to effect positive change within the organisation. What you need to do is be creative and, do you know something? You can be, but first, you have to dump that attitude - if you have it, that is. The alternative is that you resort to the Jackass method of motivation.

Becoming a Good Manager

Actually, I really like The One Minute Manager book that I mentioned. When I bought the audio version, it also came with an interview in which Spencer Johnson outlined how to be a bad manager. It was a lovely bit of fun. Of course, the book is about the reverse and indeed the three principles in the book are the reverse too.

Here is what he said you need to do in order to be a bad manager: 

1.  Make sure people do not know what you want;

2. If they do something wrong, make sure you catch and reprimand them; and

3.  If they do something right, just ignore it.

Most people will chuckle when they see his list because they recognise the management style of people they have worked for in the past. So, do not be a bad manager; be a good manager. The principles are the reverse: 

1.  Make sure people know exactly what you want (goals);

2.  Catch them doing something right and praise them for it; and

3.  If they do something wrong, just ignore it.

Of course, there will be times when you will have to deal with bad behaviour with some kind of disciplinary action, that is true, but do not let it become your modus operandi. Remember that people are starved of their esteem needs i.e. the need for respect, responsibility and recognition. If you can position yourself as the supplier of those things, the people who work for you will be prepared to do almost anything for you including getting you promoted.

"The people below you get you promoted. The people above you only deliver the message." - Spencer Johnson

This is the concluding part on the subject “motivation”. Indeed, motivation is needed in every area of our lives, especially in our professional lives in order to keep us going as we work to achieve our personal goals and also the organization’s vision.

I hope this post help to make us, better managers, Executive Assistants or administrative professionals.

If you enjoyed this article, you will also enjoy the Free Personal Development Books.

Will Edwards is a Writer and Founder of www.whitedovebooks.co.uk. Article Source: http://EzineArticles.com/?expert=Will_Edwards

Welcome to APAG

Welcome to the Administrative Professionals Association of Ghana (APAG). Your number one hub for office professionals.

We are professionals who possess a mastery of office skills, demonstrate the ability to assume responsibility without supervision, exercise high level of initiative and judgement and make decisions within the scope of assigned authority and are responsible for all administrative tasks and coordination of information in support of an office related environment.

Established in May 2002, the association has grown from a modest beginning to accommodate members from almost every business entity in the country, Ghana.

Administration is fundamental to the success of any organisation and the Administrative Professional Association of Ghana (APAG) plays a major role in promoting professionalism in the industry, encouraging organisations to strive towards maintaining international standards in office and customer care practices.