What won the Slumdog Millionnaire the Oscars

Kudos to the Slumdog Millionnaire team which on expected lines (after winning various awards for the past few weeks) swamped the Oscars with an 8 count. It was a great feeling – I am sure all those who watched it live from Los Angeles will agree with me – to finally see lots of Indian actors on an Oscar stage along with scores of all time greats. Guruji AR Rehman bagged 2 Oscars (not to forget Gulzar for sharing the Oscar for Best Score – for lyrics) – that simply is one of the happiest days of all musicians in the country. The movie of the year – while almost expected, but “The award goes to….” sounded like bells in a fairyland. Amazing stuff!

Now that was the perfect formula, some critics will say, a Hollywood movie under the banner of the WB and a British Director, an international crew, sleek storyline, editing and cinematopgraphy, great music (Rehman... Rehman) and Indian poverty in slums (again!). Well Satyajit Ray faced the same critics, who said he was selling Indian poverty abroad to win awards. True, lot of winners from India in the past in Global awards like Cannes had similar themes. But then, at least they are not trying to hide any facts behind the facade of a multi-billion IPL industry or similar riches that India boasts of (like 4 out of top 10 richest men in World are Indians). Truth lies out there!

But then, there were many such movies of better substance, like Lagaan for example, which to me was one of movies with the best potential to win an Oscar. Mother India was another potential, and so was Salaam Bombay to some extent. Gandhi won 8 Oscars, but again it was not an Indian movie. It was under the Hollywood banner with an international crew and a international hero, that were major pull factors for multiple Oscars). But the kind of mass appeal that Slumdog generated was unmatched probably. There was a typical Indian disbelief at our hearts, because we have never experienced glory at this level before, and we were looking at the screen more with hope than anything else, though all the logic pointed at a sweep of Academy awards 2009 by Slumdog. It was more of a question of “how many” and they all happened in a heap at the end, again, more or less on expected lines. Folks in India were ecstasic, but not majorly surprised. There was a hint of disbelief, but it was "kind of expected". Thanks to the media who made us starting to believe, that it will happen this time!

The common factor of Indian movies that failed in Oscars was that they were “Indian” movies vying for just one slot in the ‘Foreign language film” with thousands of competing movies across the world. It may sound weird, but the competition is less when it comes to Hollywood movies! Think about it! The only other so called “Indian” movie (root wise) that made similar waves was Gandhi which also won 8 Oscars. That also had the international appeal of being a Hollywood film, directed by Richard Attenborough with a foreigner (Sir Ben Kinsley) playing Gandhi. It even had another common factor with typical Indian movies - it was long!

Other couple of points to note why the 3 pure Indian movies didn’t make it - Mother India, Salaam Bombay and Lagaan. It “pure Indian” tag may not have raised enough public interest, vis-a-vee a white man looking at India though much more credible (!!) eyes, dissecting Indian poverty through its naked lens! And of course, as I said earlier, in the “foreign film category” they were battling against the world’s best rather than Hollywood’s best for just 1 award. Mother India and Lagaan also had a hint of patriotism which may not have cut ice with the jury. “Water” was the other Indian film which participated in Oscar under Canadian banner for whatever reasons. It was a nice movie, on a controversial theme as usual like other Mira Nair films, but even the avid Indian watchers had doubt about its fate in the Oscars. As it happened it went down without much of a whimper. Rang de Basanti was a strong movie, but couldn’t bag nominations against stronger “foreign films”. Strong messages are important, all the winners have them, but the presentation and the pedigree of production look like pre-qualifiers.

Bottomline, whether the Academy awards jury trusts a western eye to describe Indian facts based stories (and yes, along the truth of slums and poverty – that is a proven winner – you don’t expect to win Oscars for “dishum dishum” and “running around the trees” movies) will become a debate I am sure with more and more movies trying out the formula of an Indian theme, an India crew along with international crew, a Hollywood director and of course, most important - it should be a hollywood production. May be there’s a “Returning to The City of Joy” awaiting us in the Oscars tomorrow!

Employee Motivation - The power is in there!

There are several myths about employee motivation that exist today. One popular one is that “People can be motivated”. Well, not really! You can bring the horse to the water but cannot make it drink it. One cannot motivate people. The key is however to set up the environment that will empower the employees to motivate themselves. Also, it is wise to understand that different people are motivated by different things and one shoe will not fit all sizes.

Money, Fear factor, job satisfaction, incentives, flexible timings, training and learning, perks of various kinds and various other tools are used at random by the organizations with the belief that a combination of these tools will motivate their employees. These tools in isolation indeed motivate people for a short term or even slightly longer terms. The chance is that one or two in the combination will definitely work for an individual as long as “all the tools are covered”. While, there is nothing wrong in this formula, none of these tools work in isolation to the environment and culture of an organization.

So, instead of focusing on the tools, an organization has to work towards building an environment and culture that empowers employees to develop themselves and get self actualization needs (Maslow’s Hirarchy model) fulfilled. Self Actualization is a need to maximize one’s potential. The onus is on an organization to provide employees the platform to maximize their potential as they desire.

At the same time, the focus of any employee motivation program should not lose its focus on the key objectives. Employees can be all fired up about their work and be working very hard. However, if the results of their work don't contribute to the goals of the organization, then the organization is not any better off than if the employees were sitting on their hands! Identifying the goals for the organization is usually done during strategic planning. The steps then taken to support the motivation of the employees are aligned to build an environment that is aligned to the corporate goals.

Another factor to remember is the phenomenon of “change”. Organizations change all the time, as do people. Hence, sustaining an environment where employees can strongly motivate themselves is a continuous process. Cultivating strong interpersonal relationships with employees to motivate them may not work at all times. Particularly at times of stress, nature of these relationships can change to a great extent. Take for example the current economic downturn when many companies are resorting to survival tactics like downsizing. Priorities of organizations change, and interpersonal activities and employee motivational programs strangely take a backseat. This results in an environment where fear and uncertainty rules with la ot of negative vives.

This is the time to indulge in use innovative, reliable and comprehensive systems in the workplace to help motivate employees. For example, a clear corporate communication to take employees in confidence, establish compensation and performance incentive systems, organizational policies and procedures, and sustained employee motivational programs. Various systems and structures such as these help ensure clear understanding and equitable treatment of employees which takes care of the primary needs as per Maslow’s Hierarchical model and drives the self actualization needs which provides the platform for employee motivation.

To start with, make a list of top 5 motivators of your employees and then have your employees fill out a list through a survey. The order of priority or even certain line items may differ between your impression of what you think is important for them and what they think is important. Talking to employee groups and one-on-one will help understand the motivational factors even more. Work with your employees to ensure that these motivational factors are taken into consideration in your reward systems and corporate behavioral styles. Good starting point will be to recognize their importance and communicate effectively how their contributions affect corporate results.

Employees are motivated more care and concern. Sincerity is must and setting aside time to be with each of them is recommended. Skills in delegation should be cultivated can free up a great deal of time for managers and supervisors. It also allows employees to take a stronger role in their jobs, which usually means more fulfillment and motivation in their jobs, as well. Another fact to remember is, employees must be rewarded when the time comes and as soon as the time comes. Procrastination will spoil the show. That’s why every success should be celebrated in whatever appropriate way. Without ongoing acknowledgement of success and appreciation of good work (both from internal and external customer perspective), employees become frustrated, skeptical and even cynical about efforts in the organization.

Let me cite here an example of an employee motivational initiative taken by my organization Innominds software. The initiative started in February 2008, on the brink of the break out of the global financial crisis that started the meltdown. The Innominds management team firmly believed in the idea of building a team within the organization “for the people, by the people” which will champion employee motivation and spirit within. Thus born an organization called “IMpressions” within Innominds (IM capital – highlighting Innovative Minds).

IMpressions, formed with volunteers across the ranks, is an independent (it does not report to any function head) and autonomous body made up of Innominds employees which acts as a change agent in the organization to bring in positive changes through various activities and initiatives in culture, Corporate Social Responsibilities, internal communication, team spirit and employee motivation.

The primary objective of being a change agent towards building a positive atmosphere within Innominds, IMpressions focuses on enhancing:

• Effective Communication channels
• Camaraderie and team building
• Healthy competition across teams
• Professional culture and etiquettes
• Boost morale and create a bonding with Innominds brand identity
• Feel good factor and pride being an Innomindsian
• Organizational development activities
• Creative spirit leading to ideas and innovation

IMpressions has its own operating body and office bearers with various responsibilities with specialists from various departments to handle specific operational tasks. The team does frequent surveys and keep talking to employees and various levels to understand the dynamics and pulse of the organization and decides on action plans to address employee related organizational issues under the principal of Internal Marketing and Internal Branding. It undertakes various intra-company activities like sports, socio-cultural activities, internal branding and posters, internal newsletter (of the same name “IMpressions”) and Corporate Social Responsibility activities.

IMpressions is in a constant state of evolution ever since its inception. As new members keep joining, the team keeps up its learning curve at a sustained basis. Following are some of the activities the team started with:

• A monthly in-house newsletter
  o To serve as a communication platform for top management to the employees with regular articles and Q&A sessions
  o A platform to broadcast announcements, news, awards and other happenings in Innominds
  o To propagate writing habits and creativity in employees
  o To propagate Innominds’ branding identity and culture across the organization

• An internal corporate blog
  o IMpressions is working on creating an IMpressions portal with interactive facilities including blogs, to further provide a platform of exchange of information and corporate communication

• Creating a structured CSR face of Innominds
  o It organized its first blood donation camp which also attracted positive media attention.
  o Organizing a corporate handloom mela for the benefit of the handloom weaver community of Andhra Pradesh.
  o Other CSR activities followed with more participation from within, like Bihar Flood Relief along with TCS and HYSEA organizations.
  o Currently IMpressions is planning various activities and movements to create a Green environment at working places, tree plantation movements in Hyderabad city and popularizing public transport and carpooling to reduce traffic problems, encouraging office bearers to use public transport at least once a week.

• Organizing several internal social events like national dress day, khadi wear day, tree plantation day, painting competition and Diwali lighting festival with a central theme to create bonding among employees and have fun at the same time.

• Organizing a intra-group competition to build an atmosphere of healthy competition charged with positive energy
  o The Innominds employees were divided into 4 teams (across the functions) of equal size and strength. The 4 teams were named “Power Panthers”, “Regal Eagles”, “Raging Rhinos” and “Bashing Bulls” – to signify power, speed, vitality and endurance as spirit of all socio-cultural and sports competitions.
  o Teams compete against each other in multiple sports and cultural disciplines starting last year August – with the winners to take the honors after a 12 month long schedule of competitions. The 12 month calendar also features a socio-cultural nite and an Annual Sports day.
  o The key feature of the competition is that – the executive management team members run the 4 teams as Presidents and Vice Presidents and play significant roles in motivating and encouraging their teams to win! In all events, participation of the senior management team is mandatory and they have been doing that so far with remarkable regularity.

• IMpressions is also working on a plan to organize campaigns to propagate positive values in employees by activities like Buddy week, Time Mgmt and Office etiquettes workshops, presentations and external training programs
  
  To conclude, IMpressions is just an example of an initiative taken by the people for the people at Innominds. It reinstates the theory that, people themselves understand what motivates the best and can work together to create an environment to achieve the best results. The organizational and top management support and participation is of course mandatory without which any such initiative will not survive the barrier of time! Its time, the corporate management teams start looking at this reality.