The Modern Organization
30 Sep 2010 Leave a Comment
in The Modern Organization Tags: answer, best, business, change, company, competitive, Cost-effective, deregulation, fact, faster, few, Globalization, internet, knowledge, look, manage, managed, mean, modern, move, Organization, political, pressure, put, respond, service, shift, snapshot, speed, superfast, system, technology, thing, thought, today, tremendous, way, workforce, world
Things are moving superfast in the world of business today; in fact, they’re moving “at the speed of business.” Technology, globalization, deregulation, changing political systems, the new workforce, and a shift to service and knowledge work are putting companies under tremendous pressure to respond faster and to be ever more cost-effective and competitive. What does this mean for how companies are managed? Perhaps the best way to answer that is to look at a few snapshots of how superfast businesses are being managed today. For some, being superfast means using the Internet for “Managing @ the Speed of Thought.”
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 visit www.asifjmir.com, and my Lectures.
Types of Customers
28 Sep 2010 Leave a Comment
in Types of Customers Tags: Customer, different, knows, type, want
There are different types of customers:
- Type 1: a customer who knows not what he wants and knows not that he knows not what he wants.
- Type 11: a customer who knows not what he wants and knows that he knows not what he wants.
- Type 111: a customer who knows what he wants and knows not that he knows what he wants.
- Type 1v: a customer who knows what he wants and knows that he knows what he wants.
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 visit www.asifjmir.com, and my Lectures.
Determining Salary Range
27 Sep 2010 Leave a Comment
in Determining Salary Range Tags: absence, address, advertise, associate, avoid, base, business, carrier, category, challenge, claim, clerk, collect, company, compensation, consistency, coordinate, coordinator, correct, corresponding, cost, create, deal, decide, department, description, determine, draw, duty, employee, equity, establish, exempt, extra, fact, form, handle, hard, healthcare, hire, hour, include, inefficient, inflate, insurance, internal, involve, job, label, level, lose, maintain, management, manager, market, miss, money, need, nonexempt, objective, opening, overpaid, overtime, paste, People, perform, position, prescribe, probably, problem, process, program, provide, range, relate, responsibility, return, rough, rule, salary, series, sight, Skill, solve, sort, speak, speed, structuring, supervise, task, temptation, throughout, thumb, title, wait, whether, work, written
Responsibilities and salary are always related. Once you have drawn up a list of job duties and responsibilities and have written a job description, determining a corresponding salary range should be easy.
Roughly speaking, all jobs can be sorted into three categories:
- Nonexempt jobs are those that involve performing prescribed, internal tasks and include little problem solving.
- Exempt jobs are those associated with supervising the performance of internal tasks and dealing with problems related to those tasks. These employees do not need to be overpaid overtime for extra hours. A good rule of thumb for determining whether a job is exempt is this: if you miss a day of work and someone else does your work for you during your absence, your job is probably nonexempt. But if you return to work and find your work waiting for you, you’re probably exempt.
- Management positions are those involving responsibility for addressing internal and external problems and programs, such as business objectives and challenges.
Avoid the temptation to inflate a job’s title by pasting the management label on a task-based job. People with management skills cost more money in the job market and are harder to hire. Let’s say you decide to speed up your company’s inefficient employee healthcare claims handling process by creating a new position: someone who will collect claim forms and coordinate with your insurance carrier. Don’t lose sight of the fact that you are hiring someone to perform a series of tasks, not to address a management problem. Advertise for a clerk or coordinator, not a manager.
Always establish the correct responsibility level and salary range for every opening you advertise. Doing so will provide consistency throughout your department and maintain internal equity in the structuring and compensation of jobs.
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 visit www.asifjmir.com, and my Lectures.
Spirit of High Performance
26 Sep 2010 Leave a Comment
in Spirit of High Performance Tags: ability, achievement, atmosphere, autonomy, capability, champion, clear, commitment, company, conceive, concern, confuse, consistent, constructive, contribute, create, culture, develop, dignity, emphasize, employee, encourage, enforce, excel, excellence, expectation, grant, happy, high, hold, implement, individual, initiative, inspire, instill, intense, level, management, manager, near, occasion, Organization, oriented, outcome, peak, People, perform, Performance, permeate, policy, practice, pressure, punishment, pursue, range, reasonable, reinforce, report, respect, responsible, result, reward, satisfy, set, Skill, spirit, stand out, standard, strategic, strategy, strong, success, thorough, together, train, treat, typical, valuable, winning, work
An ability to instill strong individual commitment to strategic success and to create an atmosphere in which there is constructive pressure to perform is one of the most valuable strategy-implementing skills. When an organization performs consistently at or near peak capability, the outcome is not only more success but also a culture permeated with a spirit of high performance. Such a spirit of performance should not be confused with whether employees are happy or satisfied or what they get along well together. An organization with a spirit of high performance emphasizes achievement and excellence. Its culture is results-oriented, and its management pursues policies and practices that inspire people to do their best.
Companies with a spirit of high performance typically are intensely people-oriented, and they reinforce their concern for individual employees on every conceivable occasion in every conceivable way. They treat employees with dignity and respect, train each employee thoroughly, encourage employees to use their own initiative and creativity in performing their work, set reasonable and clear performance expectations, use the full range of rewards and punishment to enforce high performance standards, hold managers at every level responsible for developing the people who report to them, and grant employees enough autonomy to stand out, excel, and contribute. To create a results-oriented culture, a company must make champions out of the people who turn in winning performances.
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 visit www.asifjmir.com, and my Lectures.
The Personal Touch
24 Sep 2010 Leave a Comment
in Uncategorized Tags: accommodate, attention, build, business, buy, communication, conversation, Courtesy, Customer, feel, first, hundred, important, impossible, key, know, learnt, loyalty, manner, name, People, percent, personal, politeness, possible, purchase, quickest, rapport, reach, regular, request, respect, route, sale, Skill, special, statement, subjective, time, touch, trust, Use, verbal, written
- People like to buy from people
- You build a business one customer at a time, one purchase at a time
- Use the customer’s name in all written communication
- Courtesy, manners and politeness are keys to building trust, respect and loyalty
- Use names regularly in conversation
- Accommodate the customers special requests wherever possible (impossible is a subjective statement)
- The first sale you make is yourself
- Rapport is a skill that can be learnt
- No-verbal communication is the most important and quickest route to reaching people
- Get to know your customers—all of them
- One hundred percent attention at all times
- Make every customer feel like your most special customer (not your only customer)
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 visit www.asifjmir.com, and my Lectures.
The Characteristics of Diversity
22 Sep 2010 1 Comment
in The Characteristics of Diversity Tags: ability, acquire, age, background, belief, change, characteristic, complete, consider, dealing, define, difference, discard, diverse, diversity, divide, education, enhance, enterprise, ethnicity, gender, geographic, important, inborn, income, interrelation, live, location, manager, marital, mean, military, orientation, parental, person, primary, progress, race, religious, remember, represent, secondary, sexual, speak, status, typical, understanding, work, workforce
When managers speak of diverse workforces, they typically mean differences in gender and race. While gender and race are important characteristics of diversity, others are also important. We can divide these differences into primary and secondary characteristics of diversity. Age, gender, race, ethnicity, abilities, and sexual orientation represent primary characteristics of diversity which are inborn and cannot be changed. Eight secondary characteristics of diversity—work, background, income, marital status, military enterprise, religious beliefs, geographic location, parental status, and education—which can be changed. We acquire, change, and discard them as we progress through our lives.
Defining characteristics of diversity as either primary or secondary enhances our understanding, but we must remember that each person is defined by the interrelation of all characteristics. In dealing with diversity in the workforce, managers must consider the complete person’s differences.
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 visit www.asifjmir.com, and my Lectures.
