Thinking Flexibility


Organizations have to sell flexibility of the structure to the people who work for them, and the only way to do this is by deeds rather than words. The employees have to see the tangible proof not only that the structure is flexible but that this flexibility works to their advantage and their self interest. This should be one of the consderations in the initial line structuring of the organization. They should want the people within the structure to feel the flexibility. The people should know that they are going to try out goods ideas, no matter thinks of them, no matter how directly or indirectly these ideas are applied to their division or to their specific areas of responsibilities. Organizations need to spend 90 percent of their time on business and 10 percent on organization. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact Asif J. Mir.

Turning Crises into Opportunities


People tend to deal with crises only in terms of their potential for disaster. And yet in a crises people are more on edge and agitated than they might otherwise be, and their vulnerability can be turned into a great advantage. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact Asif J. Mir.

Political Feasibility of Strategy


The guiding principles for developing the tools and techniques derive from seeking the political feasibility of strategy by focusing on process management and design as much as on content management. To gain political feasibility the wisdom and experience and therefore the ideas and views of each member of the strategy-making team are attended to. The processes introduced pay attention to the need for strategy to be negotiated product of a group process that is designed to gain a sufficient degree of consensus for strategy delivery to follow. Power, politics, procedures, psychology, social psychology, group behavior and negotiation are key background concepts that guide the process management and content management. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact Asif J. Mir.

Keeping Company’s Momentum


It is hard to keep a company’s momentum, to shift its speed, to alter its direction. It is hard to make decisions becuaes so many additional factors have to be considered, and it is hard to get them executed because you are rarely talking directly to the people who will be executing them. But the biggest single problem is that the structures and systems created to make all this a little easier, to make it all flow a little smoother, begin to stifle the very momentum they are supposed to help. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact Asif J. Mir.

Globalization


There is an emerging world – and that is the real world of globalization. This other world is a multicentric, comprising almost infinite number of participants who must be acknowledged as having a capacity for international action that is more or less independent of the state under whose jurisdiction they supposedly exist. The sphere of action of globalization is very often in the zone that escapes the attention of government because of new technologies and because of all technological kinds of developments. It has this zone of a responsibility, not in the pejorative sense, but where responsibility does not exist because it has not been assigned. And this is the case.

Alongside the oddments of Globalization, which is exciting and ripe with opportunities, there are looming challenges, some well known, and others emerging and unclear. Why must the leaders and thinkers of the next generation manage the transition in a way that provides comfort to individuals in these turbulent times and ensures that no groups in society are left behind? This is a tall order that requires creative new approaches. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact Asif J. Mir.

Investment in Human Capital


As competition increases through the globalization of the economy, companies will increasingly recognize that their competitive advantage lies in tapping the deepest levels of their employees’ productivity, creativity and knowledge. To do this they must invest in their human capital. They will need to focus on creating a corporate culture and working environment that brings personal fulfillment to everyone in the organization. This means caring for the physical, emotional, mental and spiritual needs of their employees. Work/life programs will not be sufficient. Companies will need to invite employee participation, provide work that gives their lives meaning and align employees work with their passion. They will need to create a climate of trust and openness that encourages employees to become all they become and bring their whole selves to work. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact Asif J. Mir.

Public Servant – Types of Misconduct


A public servant will be guilty of misconduct if he:

  1. Is rude or offensive, or assaults or even threatens to assault or attempts to assault.
  2. Has disregard for the circumstances and concerns of the public in performing his official duties and in the making of decisions affecting them.
  3. Discriminates on account of race, gender, ethnic or social, religion, color, sex, age, disability, political persuasion, conscience, belief, culture or language.
  4. Uses his position in the public service to promote or to prejudice the interest of any political party.
  5. Conducts himself in a disgraceful, improper or unbecoming manner.
  6. Refuses to give basic information that is required by any citizen.
  7. Favors relatives and friends in work-related activities and abuses his authority or influences another employee, or is influenced to abuse his authority.
  8. Does not strive to achieve the objectives of his institution cost-effectively and in the public’s interest.
  9. Is not punctual in the execution of his duties and does not provide timely service.
  10. Does not execute his duties in a professional and competent manner.
  11. Is dishonest and not accountable in dealing with public funds and uses the public service’s property and other resources ineffectively, inefficiently, and for unauthorized official purposes.
  12. Does not promote sound, efficient, effective, transparent and accountable administration.
  13. In the course of his official duties, fails to report to the appropriate authorities, fraud, corruption, nepotism, misadministration and any other act which constitutes an offence, or which is prejudicial to the public interest.
  14. Does not give honest and impartial advice, based on all available relevant information.
  15. Does not honor the confidentiality of matters, documents and discussions, classified or implied as being confidential or secret.
  16. Does not dress and behave in a manner that enhances the reputation of the public service during official duties.
  17. Is negligent or indolent in the carrying out of his duties.
  18. Falsifies records or any other documentation.
  19. Is under the influence of an intoxication, illegal or habit forming drug including smoking whilst at work.
  20. Asks the citizens for a favor in return for some service or refuses to provide with a service unless he is paid a bribe.
  21. Uses or discloses any official information for personal gain or the gain of others.
  22. Undertakes paid work outside his official duties or uses office equipment for such work.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact Asif J. Mir.

Public Servant Matrix


Government employee, that would be anyone who is employed by any governmental entity, conducts himself as though he is a part of some controlling mechanism of authority and that he is in fact a public servant.  This is not simply attitudinal at the employee level, it is an institutional mindset that is evident in every memorandum, directive, policy and communiqué emanating from the top down.

In broad terms, a public servant must respect and protect every person’s dignity and his rights as contained in the Constitution. A member of the public (citizen) should be treated as a customer – he/she is entitled to be treated in an unbiased and impartial manner. In terms of the law any breach of the code is regarded as misconduct. If any citizen feels that a public servant has treated him/her badly or breached one of the rules of conduct he/she should be encouraged to report it to the relevant department, public entity or protection agency.

The strength of any government system lies in the extent to which it deserves and holds the respect of its citizens. This depends more than anything else on the integrity of its institutions. In the case of the Public Service, such integrity is built on conventions and practices that attach the highest importance to lawful conduct, due process, fairness, probity and professionalism.

A public service could claim to meet all of the performance targets set for it, and yet not merit respect if serious questions existed about the way it did its business, or about its regard for the rights of citizens, or about its internal control and management. Public servants, therefore, are as much servants of democracy as they are of the government of the day or their fellow citizens.

Lawful conduct, due process, fairness, probity and professionalism should be common values of our society. Unlike a good many others, we do not have to try to establish these against the currents of a strongly established contrary culture. But this also means that our citizens have naturally high expectations of their government and its institutions, and are sharp to criticize when they believe the expectations are not met.

Citizens expect departments to comply with the letter and the spirit of the law. They expect official decisions to be made fairly and impartially, public money to be spent wisely, and public assets to be used and cared for responsibly. They expect the conduct of officials to be above reasonable reproach, and official duties to be performed conscientiously and competently at all times. Where the integrity of the government system is concerned, they will accept nothing less than a full measure, and rightly so.

Unfortunately our government employees have the misimpression that they have been appointed as our betters, our superiors and rulers whose every order must be obeyed.  This is evident not only in their officious and rude behavior but also in the copious amounts of controlling regulations that we must follow when entering one of “their” facilities.  They expect that the citizens must abide law (the assumption is that the presumed or convicted criminals are being brought before the judge in chains) treat with suspicion, search and restrict them.

This lack of accountability is the result of many factors, the most major one being the total ignorance and propagandizing of the people. If we are to win this war for our freedom, an essential ingredient is going to be the transformation of the public consciousness from the attitude of serf to that of a sovereign citizen.  Any of us who have conducted ourselves as a sovereign, aware of our rights and the fact that the “authorities” who confront us are in fact our public servants, can testify that this will engender the most belligerent and often brutal behavior from said servants.

And yet we must be mindful of this fact, that any time anyone who is in fact a public servant speaks or acts, it must be constrained by the Constitution; else it is nothing more than lawlessness and brigand. When a public servant exceeds his proper authority (and I am not speaking of the authority illegally granted him by his own supervisors through some official sounding but legally hollow directive or decree), he is in fact nothing more than a lawbreaker.

Start referring to all government employees as public servants in your thinking and conversation, and see if it does not create change in your thinking.  While this alone is not going to rectify the current situation, it can be instrumental in changing the thinking and behavior of the person who can do the most to help us restore our Constitutional Republic, namely you. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact Asif J. Mir.

Technology Convergence


Enterprise business technology architechture is the linchpin among business strategy, strategic applications, technology infrastructure, and technology support. As business is enabled by technology and technology defines new business models and processes, the importance of enterprise business technology architecture is growing more and more every day. Business technology optimization is an opportunity area. Increasing number of companies are struggling to optimize the performance of their software applications, networks, database management platforms, and infrastructure. Another aspect of organization design is the velocity of change in the field of technology that compels us to rethink technology convergence. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact Asif J. Mir

Rethinking organization’s Infrastructure


An architect’s work requires more than site selection and structural design. Infrastructure is not just an add-on. Some new organizational concepts and technologies are needed to make horizontally oriented structures workable and vacuum-free. The organizational infrastructure is needed to make the new corporation work. Issues, such as, the hierarchy of reporting relations, the career structures they imply, and the middle managers who populate them are considered, along with ways to rethink control and coordination so that new learning, rather than redesigned compliance, is produced. My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact Asif J. Mir

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