Miscast Workforce


It is tempting to believe that some roles are so simple that they don’t require talent. Misled by this wisdom, many managers don’t bother selecting for people who have talent for these roles. They hire virtually anyone who applies. Consequently, they end up with a hopelessly miscast workforce—thousands of employees who see their roles as demeaning and who can think only of getting  out of it as fast as possible. Thus cursed, their managers respond with strict legislation. They impose procedure manual on their people in the hope that they can make the role idiotproof. Their rationale: if I give these people the chance to make choices, many of them will use that freedom to make the wrong choices.

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.

 

A Stitch in Time


One of the top five hundred companies in America had a real problem. Their marketing department was under fire for questionable market practices. Serious allegations were involved that were destroying the company’s marketing image both internally and externally. Establish your leadership in the department and eliminate the questionable marketing practice. Advise and structure a plan that would lead to the fulfillment of your objective.

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.

 

Employee Privacy


Employee privacy has become a significant issue in many organizations. For example, some organizations have started to implement random drug tests. Background checks on prospective employees have become more comprehensive. And some firms have implemented extraordinary performance assessment devices, including random checks of telephone calls and frequency counts of keyboard strokes for word processing operators. Some people, however, believe that these and related activities are too intrusive and encroach too much into private lives. Thus, a manager in an organization that is following this trend needs to be sensitive to the resentment these practices may create.

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.

 

Foreign Exchange


An international marketer needs to transact financial transfers across nation lines in order to close deals. The financial transfers from one country to another are made through the medium of foreign exchange.

Foreign exchange is the monetary mechanism by which transactions involving two or more currencies take place. Transacting foreign exchange deals presents two problems. First, each country has its own methods and procedures for effecting foreign exchanges—usually developed by its central bank. The transactions themselves take place through the banking system. Thus, both the methods and procedures of the central bank and commercial banking constraints must be thoroughly understood and followed to compete a foreign exchange transaction.

The second problem involves the fluctuation of  the rates of exchange. Fluctuations in exchange rates are based on the supply and demand of different currencies. The rate of exchange between two countries can fluctuate from day to day. This produces a great deal of uncertainty since a business person cannot know the exact value of foreign obligations and claims.

To appreciate fully the complexities of foreign exchange, a few terms must be understood. Their understanding also will provide a historical perspective on the making of payments across national boundaries. The terms are gold standard, gold exchange standard, gold bullion standard, inconvertible currencies, and hard and soft currencies.

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.

Inspection Buying


Inspection buying means looking at every item. It’s used for products that are not standardized and require examination. Here each product is different – as in the case of livestock or used equipment. Such products are often sold in open markets – or at auction if there are several potential buyers. Buyers inspect the goods and either haggle with the seller or bid against competing buyers.

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.

 

Defining Oligopoly


An oligopoly is a form of competition in which a market is dominated by just a few sellers. Generally, oligopolies exist in industries that produce products such as steel, cereal, automobiles, aluminum, and aircraft. One reason some industries remain in the hands of a few sellers is that the initial investment to enter an oligopolistic industry is usually tremendous. Think what it would cost to build a steel mill or an automobile assembly plant. In an oligopoly, prices tend to be close to the same. Note, for example, how most credit cards charge very similar rates. The reason for this is simple. Intense price competition would lower profits for all the competitors, since a price cut on the part of one producer would most likely be matched by others. Product differentiation, rather than price differentiation, is usually the major factor in market success in a situation of oligopoly.

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.

 

Want Satisfaction and Levels of Living


The level of want satisfaction achieved in a given economic society is hard to measure. Ordinarily it is expressed in terms of per capita income—sometimes gross and sometimes net, depending on the availability of data. There may be a great dispersion around the average; and the average income figure may be misleading.  Nevertheless, per capita income appears to be one of the best measures available of the performance of an economy.

Sometimes people judge the performance of an economy on the basis of whether per capita incomes are at a satisfactory level. The implication is that if the level is below satisfactory, something ought to be done about it—that everyone is entitled to a satisfactory level of living. Judgments of these kinds are not very valuable from the point of view of economic analysis.

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.

 

Organizational Objectives


Organizational objectives are designed to direct the efforts of all the people in the organization. They must include general and long-range goals for the top of the organization and more specific and short-range goals at the lower levels. Managers must set these goals and make sure they are consistent.

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.

 

Nourish your Dream Seed


Think some more about your tomato seed. It is an excellent seed, the soil is well prepared, and you have planted it. But to grow and pay off with good-tasting tomatoes, the seed needs nourishment – sunlight, fertilizers, and water.

Your dream seed also requires nutrition – imagination, encouragement, and ideas – to grow and make you prosper. In the US alone, some two million businesses are started each year but only a small fraction succeeds. In one way or another, neglect is the main reason.

Those who make their dream of financial independence and prosperity grow in a multi-level marketing business. The basic idea – the dream seed has all the potential you need. Other people make it work. People who aren’t any smarter or better than you are.

Once the dream is planted, feed it. Attend seminars. Go to school if necessary. Join trade associations. Talk to successful people. Read.

Let other success-minded people help you. Birds of flock together. That rule always stands. So, if you want to make a large income and accumulate wealth, affiliate with people who are comfortable earning large incomes and who are determined to acquire even more net worth. You become like the people you associate with every day. If your circle of friends is people who are resigned to mediocrity and the whatever-will-be-will be philosophy, in time you will be one of them. Your dream will die, your vision will shrink, and your spiritual death will come.

As you grow your dreams, surround yourself with people who are positive. Positive people want you to win, to achieve, to enjoy the good life, to find genuine satisfaction, and to make a contribution to others.

Negative people want you to accept life as it is, to be content with boredom and mediocrity, to be satisfied with a small income, and to miss out on the rewards that come from helping others.

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.

 

Constant Challenge


This is clear when you consider how people find jobs in the first place. For many people their whole career history is laced with luck and chance: being in the job market when a certain company was recruiting, seeing a certain advert, knowing someone who knew someone. Many people not in a true vocation have little real idea about the job or company they start working for before they actually start the job.

Some people pick losers and are repeatedly made redundant, or take several jobs before they find something that fits. Other people pick winners in the job lottery, walk into their first position and stay there all their working life.

Nothing wrong with that from a personal point of view, but the last thing these people want to do is rock the best by pushing themselves or indeed anyone else (except those lower down the pecking order) out of their comfort zones.

This inevitably creates stuffy, complacent business. What incentive is there for these people to take risks or leave when they don’t think they will ever find another job half as cushy as the current one?

What is more, when an employee has several years of service under their belt, disgruntled employers will duck this issue, thinking that they will be too costly and difficult to move on.

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.

 

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