Today the corporations confront the harsh judgments of the market. Customers choices hastens corporate evolution. this offers opportunities to transform companies for the information society. Corporate change has come with challenges that spurred corporations to adopt decentralized new models such as small teams and quality control circles–ideas that knocked around the business community. there are trends fueling the need for corporations to re-invent themselves: 1) the shift in strategic resource from financial capital to human capital in the information society. 2) The whittling away of middle management. We should recognize the prophetic blueprint for re-inventing the corporation. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations, makes them relevant, and suggests solutions for succes. For details please contact Asif J. Mir
30 Jun 2008 1 Comment
29 Jun 2008 Leave a comment
in Services Marketing Tags: communications, consumer behavior, customer service, demand, expectations, global reach, goods, manufacturing, Marketing, perceptions, Pricing, profitability, profits, Quality, recovery, relationship, Research, Response, retention, satisfaction, Segmentation, Services, standards, strategy, technology, trends, Value
Services have moved to the forefront of business landscape. those who were once considered as big manufacturers are shifting their focus to services. The economic growth in services, their profit and competitive advantage potential, and the overall decline in customer satisfaction with servives, the potential and opportunities for companies who can excel in services marketing, management, and delivery are great. To face the challenges of modern day competition, your company needs transformation and necessary planning. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations, makes them relevant, and suggests solutions for succes. For details please contact Asif J. Mir
27 Jun 2008 Leave a comment
in Organizational Creativity Tags: Competition, corporate, decision-making, design, diagnosis, Globalization, HRM, Human Resource Management, innovation, interaction, management, Marketing, operations, problem solving, Product, structures
Organizational creativity is a matter of management choice. Organizations can survive by successfully occupying monopolistic niches. Such niches though are rapidly decreasing due to global competition, so that organizational creativity becomes downright necessity. I can transform your organization into a creative organization. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations, makes them relevant, and suggests solutions for succes. For details please contact Asif J. Mir
26 Jun 2008 2 Comments
in Redesigning the Organization Tags: alterations, behavioral, culture, human resourse, improvement, integration, leadership, Performance, processes, Rate of Change, Results, Structure, system, tasks, transformation
The ra, pidly increasing rate of change demands not just incremental change but fast radical alterations of strategy, culture, structure and processes. This is a complex, continuing effort that is closer to revolution than evolution. Actions that must precede the initiation of change; guidance on how to perform the technical, social and behavioral tasks, and the actions required to wrap up and integrate everything into a complete, workably changed organization. Organizational redesign is an excellent demonstration of change leadership, and a simple powerful model of the process.
Redesigning the organization involves a process map of the organization as the basis for process improvement; looking at the various change methods that are available, conducting a broad design of the total organization, and then designing the human resource support processes for the redesigned organization. This follows ways to incorporate the redesigned processes into the existing system. The redesigning of the organization demonstrates how better integration can be achieved to provide better overall results. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations, makes them relevant, and suggests solutions for succes. For details please contact Asif J. Mir
25 Jun 2008 1 Comment
Change Management is the task of managing change in an organization. This implies to making changes in a planned way. The purpose is to effectively execute new methods and systems in a running organization. These internal changes might have been set off by external events–external environment. Managing change also means response to changes over which the organization exercises little or no control. It is a reactive or proactive response. Change is what your organization needs to align it with internal or external environment. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations, makes them relevant, and suggests solutions for succes. For details please contact Asif J. Mir
24 Jun 2008 1 Comment
in Uncategorized Tags: 21st Century Company, Aspirations, Behavior, business partners, change, corporate transformation, corporation, customers, Employees, empowered, flexible, functional, goals, Ideal company, Mission, motivation, non-achievement, Objectives, Organization, outputs, People, process, relationships, Results, suppliers, values, vision
Does your company have a compelling reason for existing?
What would the world lose if it ceased to exist tomorrow?
Does your company have clear and agreed vision, goals and values?
Who within the company has thought through what the vision and these goals and values mean for its relationships with people, whether as customers, suppliers or business partners?
Is there an overview of what the company is trying to achieve in terms of various objectives?
Are all the objectives expressed in terms of measurable outputs?
To what extent are you and management colleagues frustrated with what has been achieved in the area of corporate transformation?
What are the symptoms of non-achievement?
Is there a process in place within your company to root out the underlying causes of gaps between aspirations and achievement?
Is the complex nature, and full extent, of the corporate transformation challenge fully appreciated?
Has thought been given to whether particular change elements are missing from the transformation jigsaw puzzle?
How genuine is the desire to change in each functional component and business element of your organization?
Is there an agreed vision of a more flexible and responsive end point organization?
To what extent have the changes which have been introduced into your company to date influenced attitudes, values and behavior?
Have relevant roles and responsibilities been allocated, and the required resources been lined up;
Are people equipped, empowered and motivated to do what is expected of them?
My Consultancy–Asif J. Mir – Management Consultant–transforms organizations, makes them relevant, and suggests solutions for succes. For details please contact Asif J. Mir
23 Jun 2008 Leave a comment
Gap exists between aspirations and results or the desired or target state and what actual accomplishment is. Organizations must see how such gaps are bridged. They may often be accomplished by backward-chaining logical sequences of actions or intermediate states from the desired state to the present state. In other words, asking the question: “What must be in place, or must have happened in order that this desired state can exist?”
Nonetheless, “what ought to be” is a highly variable target. Also, some problems have many alternative solutions, in which case backward-chaining search strategies may have little practical use. What matters at the end is proper planning and right prescription to the specific situation. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations, makes them relevant, and suggests solutions for succes. For details please contact Asif J. Mir