Banarsi Paan

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engagement. For example, a Banarasi paan challenge can be organized, where employees would be invited to eat unlimited number of paans. The only condition is to spit in pre-arranged dustbins. The whole episode would be popularized with the help of Facebook live, YouTube, loads of pictures on social media, organization emailers and bulletins. Poster making and slogan writing competitions can be arranged for the children of employees, and the best entries can be publicized in different areas of the campus. Another prospective initiative can be to start a campaign by altering the wallpapers and screensavers of office computers in line with the Cleanliness campaign. The idea would be to create a vivid and lasting picture in people’s mind that will imbibe new values of cleanliness and hygiene in them with ease.

Finally, a reward and recognition scheme can be devised, taking the HR team in the loop. Each department can be responsible a particular area of the campus and the winner be awarded “Cleanest Department of the month”. While developing a sense of competition among the groups would create a deeper impact on the minds and a sense of responsibility among the employees, the recognition will attach positivity to the value. Active volunteers and participants can be rewarded every month. Further, to discourage the act of spitting, cameras can be installed in and around the campus to keep a close eye on the employees, and people committing repeated violations could be fined. The funds generated from this system can be recirculated for the initiative. Rewards, recognition, and punishment would work as strong factors of external motivation and bring about the change.

In conclusion, to deal with the problem at hand, Siddharta will have to induce slow and steady changes in the value system and target the cognitive part of the attitude. The various options for achieving this, as discussed above will help bring about a lasting change in the behavior of the employees in his organization.

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