Basically this is the factor of productivity of workers with respect to pay,light, humidity and rest breaks. It is eventual that all the factors have worked in different time and with different combinations. With reference to Elton Mayo, any productivity model should be a factor in intangable attributes like human behaviour.
The Yerkes-Dockson law depicts and law of Dimnishing Marginal utility, when motivation does increases productivity to certain point, any more motivation would not be effective due to satururation of utility.
The Pygmalion Effect: it is self-fullfilling prophecy, building trust on others and to make them to perform accordingly.
The Placebo Effect: Creating beleif among the people by ineffective treatment, by which individual believes that it will work.
My Intrepretations
In recent times, factors which are supported by external environment (Salary, AC room, Personalized laptops, Salary hike every quater, Bonus, Special offers) works, but it should be bounded by individual's traits. Traits are characteristics which support individual to retain the temporary motivation or thrust by external environment. Traits include loyalty, dedication and so on. If an individual built with all these traits then above theories work and firms should focus on inculcating such traits within their employees.
02 December 2010
29 November 2010
Recruitment - Introduction
//Data's from WikiPedia//
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.
The recruitment industry has five main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, niche agencies which specialize in a particular area of staffing, or employer branding strategy and in-house recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews.
Headhunters
A "headhunter" is industry term for a third-party recruiter who seeks out candidates, often when normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have preexisting industry experience and contacts. They may use advanced sales techniques, such as initially posing as clients to gather employee contacts, as well as visiting candidate offices. They may also purchase expensive lists of names and job titles, but more often will generate their own lists. They may prepare a candidate for the interview, help negotiate the salary, and conduct closure to the search. They are frequently members in good standing of industry trade groups and associations. Headhunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers. Headhunters are typically small operations that make high margins on candidate placements (sometimes more than 30% of the candidate’s annual compensation). Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles. Headhunters are also used to recruit very specialized individuals; for example, in some fields, such as emerging scientific research areas, there may only be a handful of top-level professionals who are active in the field. In this case, since there are so few qualified candidates, it makes more sense to directly recruit them one-by-one, rather than advertise internationally for candidates. While in-house recruiters tend to attract candidates for specific jobs, headhunters will both attract candidates and actively seek them out as well. To do so, they may network, cultivate relationships with various companies, maintain large databases, purchase company directories or candidate lists, and cold call prospective recruits.
Niche recruiters
More and more we are seeing the emergence of specialized firms which only staff for a very narrow specialty. Because of their focus, these firms can very often produce superior results due to their ability to channel all of their resources into networking for a very specific skill set. This specialization in staffing allows them to offer more jobs for their specific demographic which in turn attracts more specialized candidates from that specific demographic over time building large proprietary databases. These Niche firms tend to be more focused on building ongoing relationships with their candidates as is very common the same candidates are placed many times throughout their careers.
Job analysis
The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search.[2] Oftentimes a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting a recruitment with an accurate job analysis and job description ensures the recruitment effort starts off on a proper track for success.
Sourcing
Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in #1. This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened (see below).
Screening and selection
Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. Other resume screening criteria may include length of service, job titles and length of time at a job. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing.
Onboarding
"Onboarding" is a term which describes the process of helping new employees become productive members of an organization. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. Onboarding is included in the recruitment process for retention purposes. Many companies have onboarding campaigns in hopes to retain top talent that is new to the company; campaigns may last anywhere from 1 week to 6 months.
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.
The recruitment industry has five main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, niche agencies which specialize in a particular area of staffing, or employer branding strategy and in-house recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews.
Headhunters
A "headhunter" is industry term for a third-party recruiter who seeks out candidates, often when normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have preexisting industry experience and contacts. They may use advanced sales techniques, such as initially posing as clients to gather employee contacts, as well as visiting candidate offices. They may also purchase expensive lists of names and job titles, but more often will generate their own lists. They may prepare a candidate for the interview, help negotiate the salary, and conduct closure to the search. They are frequently members in good standing of industry trade groups and associations. Headhunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers. Headhunters are typically small operations that make high margins on candidate placements (sometimes more than 30% of the candidate’s annual compensation). Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles. Headhunters are also used to recruit very specialized individuals; for example, in some fields, such as emerging scientific research areas, there may only be a handful of top-level professionals who are active in the field. In this case, since there are so few qualified candidates, it makes more sense to directly recruit them one-by-one, rather than advertise internationally for candidates. While in-house recruiters tend to attract candidates for specific jobs, headhunters will both attract candidates and actively seek them out as well. To do so, they may network, cultivate relationships with various companies, maintain large databases, purchase company directories or candidate lists, and cold call prospective recruits.
Niche recruiters
More and more we are seeing the emergence of specialized firms which only staff for a very narrow specialty. Because of their focus, these firms can very often produce superior results due to their ability to channel all of their resources into networking for a very specific skill set. This specialization in staffing allows them to offer more jobs for their specific demographic which in turn attracts more specialized candidates from that specific demographic over time building large proprietary databases. These Niche firms tend to be more focused on building ongoing relationships with their candidates as is very common the same candidates are placed many times throughout their careers.
Job analysis
The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search.[2] Oftentimes a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting a recruitment with an accurate job analysis and job description ensures the recruitment effort starts off on a proper track for success.
Sourcing
Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in #1. This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened (see below).
Screening and selection
Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. Other resume screening criteria may include length of service, job titles and length of time at a job. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing.
Onboarding
"Onboarding" is a term which describes the process of helping new employees become productive members of an organization. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. Onboarding is included in the recruitment process for retention purposes. Many companies have onboarding campaigns in hopes to retain top talent that is new to the company; campaigns may last anywhere from 1 week to 6 months.
29 July 2010
FAMILY PRACTICES DWELLING IN HR
Generally, concepts arise from our ancestral beliefs and practices. Likewise most of our HR concepts relate with our family practices and beliefs which has been left out for us by our ancestors. Now, we will see the concept of Succession Planning & Mentoring and how does it relates with our traditional practices.
Succession Planning:- Experienced people when they quit their job, they usually train their subordinates for a period of time to make the trainee fit into the quitter’s position. Usually, Dad when he is getting out of his business he makes his successor (son/daughter) get trained in the same field just to make him/her to fit into the Dad’s position.
Mentoring:- Similarly a person with more knowledge and experience will be a mentor for either his/her junior, relative, successor, subordinate or student. That’s how in families we use to get advice from our elderly siblings. Healthy practices like assertiveness, disciplinary procedures, Grievance handling, career planning and poaching everything has emerged from our ancestral family practices.
A socially defined way of behavior have been inculcated in all members of family same as corporates. They mention employees as family members and they bound to follow a corporate culture. This is perpetual and goes on for till the social setup survives.
Succession Planning:- Experienced people when they quit their job, they usually train their subordinates for a period of time to make the trainee fit into the quitter’s position. Usually, Dad when he is getting out of his business he makes his successor (son/daughter) get trained in the same field just to make him/her to fit into the Dad’s position.
Mentoring:- Similarly a person with more knowledge and experience will be a mentor for either his/her junior, relative, successor, subordinate or student. That’s how in families we use to get advice from our elderly siblings. Healthy practices like assertiveness, disciplinary procedures, Grievance handling, career planning and poaching everything has emerged from our ancestral family practices.
A socially defined way of behavior have been inculcated in all members of family same as corporates. They mention employees as family members and they bound to follow a corporate culture. This is perpetual and goes on for till the social setup survives.
26 July 2010
ESSENTIAL FACTORS FOR MANAGEMENT
Management is factor of mind. Each and every decision is made by many contributing factors. Those are in terms of Micro and Macro economic factors. An organisation will reach its success with strongly responding to such micro and macro factors. Being well prepared to tackle the certainty and uncertainty make its business run for long term.
Micro Economic Factors
Micro economic factors are controllable. They are internal strength of company. How does it prepare for capturing market, harnessing competitors, dealing with customers, ethical and social responsibility.
5 P’s in Management
Dr.Mildred Golden Pryor, J.Chris White and Dr.Lesile A Toombs coined the term “5 P’s in Management”. It includes purpose, principles, processes, people, perform as terms which predominantly support an organisation to sustain long term growth. With defined purpose and principles the firm inculcate best culture and belief system in organisation. Process portrays the competitiveness of the firm. People are company’s assets, making the best use of human resources brings higher productivity. Final step will be performance. Performance will be result of factors which constituted by above 4 factors.
1. Purpose:
2. Principles
3. Process
4. People
5. Performance
Purpose:
Vision, Mission, Goals, Objective and Strategies
Principles:
Guiding philosophies, assumptions or attitudes about how the organisation should conduct its business.
Process:
Organisational structures, systems, procedure and people
People:
Resources which yields productivity
Performance:
Encompasses all the metrics, measurements, expected results that indicate status of the organization and are used as criteria for decision making.
Micro Economic Factors
Micro economic factors are controllable. They are internal strength of company. How does it prepare for capturing market, harnessing competitors, dealing with customers, ethical and social responsibility.
5 P’s in Management
Dr.Mildred Golden Pryor, J.Chris White and Dr.Lesile A Toombs coined the term “5 P’s in Management”. It includes purpose, principles, processes, people, perform as terms which predominantly support an organisation to sustain long term growth. With defined purpose and principles the firm inculcate best culture and belief system in organisation. Process portrays the competitiveness of the firm. People are company’s assets, making the best use of human resources brings higher productivity. Final step will be performance. Performance will be result of factors which constituted by above 4 factors.
1. Purpose:
2. Principles
3. Process
4. People
5. Performance
Purpose:
Vision, Mission, Goals, Objective and Strategies
Principles:
Guiding philosophies, assumptions or attitudes about how the organisation should conduct its business.
Process:
Organisational structures, systems, procedure and people
People:
Resources which yields productivity
Performance:
Encompasses all the metrics, measurements, expected results that indicate status of the organization and are used as criteria for decision making.
17 June 2010
MOTIVATE OTHERS TO REALISE THEIR POTENTIAL
MOTIVATE OTHERS TO REALISE THEIR POTENTIAL
Leaders realise that setting high expectations can lead to self-fulfilling prophecies, where those expectations magically come true and people start playing at higher performance levels. However, unleashing high expectation prophecies are not that easy. Following a few ground rules can be prepared the ground.
POTENTIALS IS WAITING TO BE DISCOVERED
The first rule in unleashing self-fulfilling high expectations is the realisation that everyone is already that everyone is really blessed with high potential and they are waiting to be discovered by a good leader. Unleashing this potential like prospecting or drilling for oil. The expert knows that the oil is there and the challenge is to figure out how to get to it and get it out of the ground. You might not get there in first go, bit finally you get to it. The same is true with people. They are all gifted. Once you recognise this, you just have to unwrap it and put it to use.
TREAT EVERYONE IS EQUAL, BUT SPECIAL
Second ground rule is that everyone, irrespective of birth, living conditions or the designations that are beautify, and is equally blessed. It does not matter whether they are from a premier institute or whether they are from a premier institute or whether they are the CEO’s relations.
Everybody is considered equal from the point of potential. At the same time, a leader should make efforts to discover the potential behind individuals and their special interests to unleash self-fulfilling prophecies in the life of each individual. So every leader who wants his people to realize their potential faces the challenge of treating everyone equal, at the same time special.
FIRST IMPRESSIONS SHOULD NOT BE DECEPTION POINTS
First impressions need not to be true, since it is easier to be deceived by them. People could seem as if not fitting with already defined social expectations because of their external appearances. The real challenge of leader is declaring his high expectations even when they are against the conventional norms. Expecting high irrespective of appearance would mean that leaders are putting extra faith in those people, and hence adding pressure on them to live up to it.
IT’S NOT ABOUT THE LEADER, BUT EVERYONE ELSE
Self-fulfilling high expectations are all about motivating others to their finest efforts. Leaders must believe they can count on other people to come through. If the people in charge rely only on themselves as heroes who can rescue any situation, while focussing on other people’s inadequacies, they undermine confidence and break the flow of the prophecy. In contrast, when leaders believe in other people and reinforce through self-fulfilling high expectations, confidence grows, and winning becomes more attainable.
Leaders realise that setting high expectations can lead to self-fulfilling prophecies, where those expectations magically come true and people start playing at higher performance levels. However, unleashing high expectation prophecies are not that easy. Following a few ground rules can be prepared the ground.
POTENTIALS IS WAITING TO BE DISCOVERED
The first rule in unleashing self-fulfilling high expectations is the realisation that everyone is already that everyone is really blessed with high potential and they are waiting to be discovered by a good leader. Unleashing this potential like prospecting or drilling for oil. The expert knows that the oil is there and the challenge is to figure out how to get to it and get it out of the ground. You might not get there in first go, bit finally you get to it. The same is true with people. They are all gifted. Once you recognise this, you just have to unwrap it and put it to use.
TREAT EVERYONE IS EQUAL, BUT SPECIAL
Second ground rule is that everyone, irrespective of birth, living conditions or the designations that are beautify, and is equally blessed. It does not matter whether they are from a premier institute or whether they are from a premier institute or whether they are the CEO’s relations.
Everybody is considered equal from the point of potential. At the same time, a leader should make efforts to discover the potential behind individuals and their special interests to unleash self-fulfilling prophecies in the life of each individual. So every leader who wants his people to realize their potential faces the challenge of treating everyone equal, at the same time special.
FIRST IMPRESSIONS SHOULD NOT BE DECEPTION POINTS
First impressions need not to be true, since it is easier to be deceived by them. People could seem as if not fitting with already defined social expectations because of their external appearances. The real challenge of leader is declaring his high expectations even when they are against the conventional norms. Expecting high irrespective of appearance would mean that leaders are putting extra faith in those people, and hence adding pressure on them to live up to it.
IT’S NOT ABOUT THE LEADER, BUT EVERYONE ELSE
Self-fulfilling high expectations are all about motivating others to their finest efforts. Leaders must believe they can count on other people to come through. If the people in charge rely only on themselves as heroes who can rescue any situation, while focussing on other people’s inadequacies, they undermine confidence and break the flow of the prophecy. In contrast, when leaders believe in other people and reinforce through self-fulfilling high expectations, confidence grows, and winning becomes more attainable.
13 June 2010
CHANGE THE CHANGE
Organisations face lot of difficulties to bring changes in process, structure and systems. Most of the firms face stiff resistance from employees and peers. Change is bilateral process, in terms of both are benefited. Once people understood the urge or need for change it is relaxed change. Role of a leader starts from make others to understand the urge for change.
LEADERS ROLE IN CHANGE
People will try to pull down the change, since they may feel fear of unknown, social status, peer pressure. In order to counter that, good leaders have to have
· Need to face loyalty to legacy practices
· Crisp decision making
· Have analytical problem solving
· Articulation of clear direction
· Adaptable
DUAL GOALS
It does not stop with focus on future or change. There is ultimate prerequisite in making people comfort with present process. In this situation a leader should maintain dual goals.
| GOAL 1 | GOAL 2 |
| Harnessing present Situation/Change | Building Adaptability |
TACKILIN ISSUES
Leaders need to be more dynamic in case of dealing with people. It requires orchestrating of conflicts, chaos & confusion of change. So that disturbance is productive rather than destructive.
RESCUE FROM TUSSLE
· Create a discomfort, change Status Quo
· Keep in mind, “Stability is liability not an asset”
· Distribute leadership responsibility
Leader need to mobilize everyone to generate solutions by increasing the information flow that allows people across the organisations to make independent decisions and share lesions they learn from innovative efforts.
With Warm Regards
Vinodh..
12 June 2010
INNOVATORS DNA
{this article is publisher at Harvard Business Review and this article is Best Article published in Year 2009. I publish what I understood from the article}
Innovation is muscle power of all firms. Unless the firms innovate, they will be no more in industry. Underlying theme in present scenario among the companies are “Innovate or Evaporate”.
INNOVATORS DNA
1. Associating
2. Questioning
3. Observing
4. Experimenting
5. Networking
Associating: It is ability to connect unrelated questions, problems, ideas etc.
Steve Jobs said, “Creativity is connecting things”
Questioning: It is make use of Sixth sense. Ask “Why is?” & “Why not?” & “What if?”
As Ratan Tata’s Words, “Question the unquestionable”
Experimenting: Relentlessly try on new experiences and explore the world.
Networking: Build network with individuals from diverse backgrounds they gain radically different perspectives.
Ingrain In You:
Spend 15 to 30 minutes a day writing down questions that challenge the status quo in your company and try to understand and change things.
Cheers
Vinodh
12 May 2010
BELIEVE IN YOU!!
Make the most through faith!!
When faith is blended with thought, subconscious mind instantly picks up the vibration and translates into its spiritual equivalent, and transmute to infinite intelligence. Whenever you want to succeed, faith is the voyage between both success and desire. It provided the power to attain the destiny. Faith makes you to have definite plans.
Anything which is given to mind in the form of emotion, it reaches subconscious mind rapidly. The emotional content was transmuted into plans and actions which brings victory. It needs repetitive conditioning of mind through habits. Continuously making brain which receives signals filled with faith conditions it to believe in it.
I would like to convey an incident in my personal life. I and my friend were able to meet an old person while returning from Chidambaram. On that time we were at Sirkazhi bus stand. He is the person who sells sweets in and around bus stand by carrying in a plate. When he was able to cross us, my friend bought one sweet from him, on that time I saw his hands were shivering and he felt difficulty to lift that plate. By seeing his struggle I offered amount more for that sweet. For my surprise he didn’t accept, he gets paid for what he had been sold. I was amazed to see his faith to earn himself and eat. I aspired his faith to believe in myself to reach my destiny.
Friends Please develop habits which fosters your inbuilt faith and try to accumulate your success!!
Regards
M.Vinodh Kumar
07 May 2010
Management Wave
Note: This article written by me and Yuvaraj. We visited Radio Mirchi premises in coimbatore city and studied about their culture systems and processes. Here is the crux of it.
THE MANAGEMENT WAVE
In a developed stage of visual media dominance, it was thought that the wave cannot be sensed again. But the wave had came again, by the ears engaged with head sets, and mobile and immobile service providers satisfy their customers with frequency modulation, -its FM. Amidst the tough competition , Entertainment Network India Ltd (ENIL) a BCCL group has emerged as a topper in Coimbatore with 42 stations in the subcontinent. This group existence was counted as 170 years, in the globe. From the roof of ENIL paints its excellence in the sector. What made them to achieve the No: 1 place within a year, Is it the management, the research, the radio jockey’s (RJ’S), the executives?
With well organized functional departmentation, “our creative team is enhancing the qualities of programming” says Deepa- Accounts manager. The basement of their growth is their research and development. In their words, their TG- target group of 15 – 35 in age was identified by IMRP research organization this paved them in their brand positioning. It needed a great heart to go for specific age group people, when the radio sector was in classical mode. But it now proved the typical research follow up has some great vision in it. They are also very keen in planning their activities crystal clear. The RJ’s voice heard will be shorter than most of the radio’s in the nation. The maximum time for RJ’s to speak out is 12 min approx. Even the girl who was recruited said “Vote me… I won’t speak more”, these things shows that Mirchi is so clear in things where they differ from others.
Their Human resource guides them from Mumbai by proper motivation. They are describing their success pep plus fun. The paradigm of RJ slang was broken by Mirchi, where they deviated from the formal words and salutations to listeners which made them more attractive. The apples of Himachal Pradesh always entice south Indian to taste it, like wise other regional slangs attracted Coimbatore more towards Mirchi. RJ’s from various parts of the state delivers their own slangs Moreover RJ’s are allowed to express them, rather than acting as commercial radio jockeys. Their creative works are scanned completely before it enters screen, but it done with a friendly environment and encouraging frame of mind.
In executives view they are allowed to express their feelings from headache to happiness, enjoying a perfect MNC culture, invisible boundaries, and decentralized. They are also clear if a jockey comes with a mood the same mood he can and he will carry till the end of the show. The organization culture shows skills of assertiveness, flexibility and effective communication. This complete environment gives professional satisfaction says RJ Anand.
“Our people are allowed to take risks but an informed risk” says Mr. Sales, Mirchi. Their HR team can be coated “the stress less” as they maintain very low employee turnover. They analyze the trend from recruitment to programming with perfection. The basic concept of recruitment is openness along with voice, attitude, perception and background. They have excellent career growth in this culture. It’s a media addressing complete fun and happiness.
The run of other FM’s are also at competitive level by which people walk, sit, and even sleep with listening to the new era developing. In every city at least there are minimum of five to six FM channels reaching listeners. In this scenario some of them follow classical way of programming and channels with television background clearly exhibits their own way of execution. This helps the new entries to shine when they have some thing new towards this sector. The same has been performed better now by Mirchi to take the best spot.
The management techniques which performed better and reliable to the situation make organization to accomplish its objectives in right way. Their work towards the society differs from the normal Radio’s they help people by addressing local problems which affect people. Even traffic problems are addressed invisibly. When they are in a state to convey a message to their colleague in traffic, they address him & convey people that there was some traffic problem in the live, so that others can use some other road. With innovative ideas and the strong listener’s choice over Mirchi in the FM sector, RadioMirchi- it’s hot.
05 May 2010
A Ship in the Harbor is Safe but that's not why ships are built
Conception on this article is Exploring. We often try to get lot of Backlogs in our day to day life, Screwing boss, irritating customers, ineffective subordinates and lot of frustrations in the common place. All our thoughts are inclined towards tacking revenge against boss, not responding to customers and so on. Apparently well-known result is loss of customers or sometimes job.
We look on the one side of the problem.
OTHER SIDE OF COIN
Think about few individuals who changed radical phase of approach to problem solving.
Henry Ford stuck with inability to produce mass T model car found out assembly line balancing. A revolutionary concept in industrialization. It transformed production into mass production. He never looks at the problem rather he looked at the solution.
Same example can be quoted in local context, Mr.Chinnasamy, seeing there is lack of fresh and varieties of fruit shops in coimbatore started "Pazhamudir Nizhayam" at a small level. With his persistence and entrepreneurial skills it now stood as a big chain of fruit shop. Think about the perception of them.
There is a common point in Henry Ford’s View and Mr.Chinnasamy’s view. That is Oppurtunity. It doesn’t comes with thinking about the solution, requires deep understanding of business and needs of the customers.
WE AS INDIVIDUALS
Most of us, irrespective of any demographic factors look at the problems and defend ourselves from rest of the crowd. We should change our view ie., Paradigm Shift. Change your view – never give chance to your boss to screw you, never sell a product without telling complete information.
DEFINITE KNOWLEDGE - EXPLORE
Because all our day to day habits which make our behaviour, our character. Create a desire to bring positive results among all the odds. Learn all possible factors in your area of work. Build a specialised knowledge. Only then, you can find a new idea, method or process.
Positive stimulus creates lateral response. Good work in job bring appraisal from organisation. Here stimulus is getting nice career path and response is best performance.
n Choose your field of interest, irrespective of your Educational Qualification.
n Educational Qualification can give you an edge, but it need not be the sole criterion for selecting your field.
Irrespective of all odds, have an exploring mind which infiltrates in any issues and find solution for problems. Search for new things, new methods, new ideas and develop a prototype using it and implement it.
Often we forgot to see the other side of the coin, thats opportunity.
A small change is tilting your view!!
Look at Opportunities!!
Every problem is an Oppurtunity!!
Explore them as said
"A Ship in the Harbor is Safe but that's not why ships are built"
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