In the not so distant past, the management theory was about the employees working towards the organizations goals. Today, despite the increase in population, the labor is scarce, be it skilled or unskilled. Organizations can attract the best talent only if they change their attitudes to a different theory. Organizations have to realize their goals, by meeting the personal goals of its employees.
Yes, organizations should do everything it can to ensure that the personal goals of its staff are achieved. This achievement process motivates them to do what the organization expects from them, that too happily without boredom.
But this change is easily said than done. It’s a whole new game. The challenges it brings are as many as the number of staffs that you have. As the expectations of staff are not mere money related, as its social factors to a large extend. But if organizations are to address the varied needs of its staff, will it be practically possible, viable? This means organizations will have to provide such services en masse to benefit from the economies of scale. This again leads to selecting employees with similar tastes and desires. This is going to change the way we recruit and what we look for in a CV.
The challenges are not limited to these. It can be different and diverse in different industries and even within the same industry.
Interesting times ahead for the management team, and for their consultants.
Problem-solving doesn't need to be all hard work and focus.
Next time you need to solve a problem, start a contest: offer a prize to the first employee who figures out how to get the attention of a tough customer, or give a gift certificate to the person who figures out how to resolve a product issue that customers regularly complain about. Here are three rulesfor making -- and keeping -- it fun:
Focus on real problems that matter.Avoid fun for the sake of fun. Find real problems and opportunities that people can tackle.
Choose problems that require creativity. Those problems are the most fun to crack.
Money isn't fun. Don't offer cash as a reward. That makes people compete in a serious way and robs them of the fun.
Today's Management Tip was adapted from "How to Make Solving Problems Fun" by Peter Bregman- Harvard Business Review
The point of a job interview is to make sure the candidate has the necessary skills to do the work. But aside from references, how can you determine if a potential employee actually knows what he claims to know? Here are two tips for finding out how deep a person's knowledge and experience goes:
Ask "how" and "why." When an interviewee relays a success story, drill down to understand as much as you can. Keep asking, "How did you do that?" or "Why?" until you get to a question the candidate can't answer. This isn't always comfortable but it will shed light on his true capabilities.
Bring in a fellow interviewer. With two people conducting the interview, one of you can focus on asking the right questions and the other can listen attentively to responses.
By Michael Mauboussin. Harvard Business Review
Thus we may know that there are five essentials for victory:
(1) He will win who knows when to fight and when not to fight.
(2) He will win who knows how to handle both superior and inferior forces.
(3) He will win whose army is animated by the same spirit throughout all its ranks.
(4) He will win who, prepared himself, waits to take the enemy unprepared.
(5) He will win who has military capacity and is not interfered with by the sovereign
From Art of War by Sun Tzu. A book used by management experts in the corporate war.
Some businessmen rely only on their own experience. They seldom grow beyond a limit. Because our business world is dynamic and changing by the second. They should make use of others (academicians and consultants) who spend time to read about others experiences. And use this knowledge, to best suit his situation.
Have you ever wondered, while it takes years of hardwork, dedication and planning for some to succeed in business and make it large; some totally unsuspecting people like a teenager, or a not so smartperson, becomes an over night success. What do we learn from this?
My understanding is that, the latter once are anomalies. They are just a message from GOD that ultimately he is the most powerful capable of granting success to those he wishes. It is an act to make us humble.
So for us to succeed, dont follow the anomalies, for they themselves may not know how they succeeded. There is no short cut to success.
By Ameen Ahsan
" A hundred successful projects can provide job opportunities for ten of thousands of people and make the world a better place for future generations" - Sheikh Mohammed
A new venture is a great sacrifice. If successful, people praise it. If not, it becomes a matter of pity or joke. Successful or not, a project or a venture is a heap of tears and sweat. The people who take leadership in making it are leaders in their own spheres. It is upon the risk that they take upon them, that this world has opportunities for everyone. It creates employment that feeds the rich and the poor. It creates opportunities for the poor to become rich.
A beautiful quote by Sheikh Mohammed " History has shown us that there different types of leaders. Most of whom propelled to notoriety by events and circumstances and were thus categorized by history as leaders. An even rarer type of leader is one who uses his astuteness, intelligence and leadership skills to produce events that shape life and consequently history. The most gifted leader is however, one who does not shape only the present, but a good part of the future as well". How many of us can be a Gifted Leader ?
By Ameen Ahsan