Problem-solving at the Upper Management Level


Full step-by-step application of the process, documented on chartpad or notepad, is required most often for concrete problems whose identity can be directly observed or easily visualized. These largely are mechanical, tangible situations.

At the upper management level, however, application of the process often consists of use of the ideas of the process. This includes discussion of a situation in al l its dimensions rather than formulation of hypotheses based on experience; attention to distinctions of identity, location, timing and magnitude rather than informed speculation alone; and testing of possible causes against the facts surrounding a situation rather than immediate action directed at the cause suggested by informed speculation. Data may be recorded and notes taken, but use of the process at upper levels of management is usually observable in the character of the questioning and the nature of the investigation. We observe people using the common language of Problem Analysis to organize their information, communicate it, and put it in perspective. They are sharing information through the channels of a systematic process. They are using words that will clarify each individual’s contributions.

Busy managers are not avoiding responsibility when they tell subordinates, “I want you to solve your own problems.” They have neither the time nor the specific skills to personally guide their subordinates’ problem-solving efforts. The truth of the matter is that managers who become directly involved in problem solving are subject to criticism for failing to set priorities on their own time or to delegate appropriately—in short, for failing to manage their operations. Managers need not have all the right answers. What is required of them are the ability and willingness to ask the right questions. The kind of questioning we use in specifying, in identifying distinctions and change, and in testing possible causes lends itself well to the process of assessing the logic and the work that other people have contributed to resolving a problem.

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 Leasing


Whereas temporary employees come into an organization for a specific short-term project, leased employees typically remain with an organization for longer periods of time. Under a leasing arrangement, individuals work for the leasing firm. When an organization has a need for specific employee skills, it contracts with the leasing firm to provide a certain number of trained employees. One reason for leasing’s popularity is cost. The acquiring organizations pays a flat fee from the employees. The company is not responsible for benefits or other costs it would incur for a full-time employee. This is because leased employees are, in fact, employees of the leasing firm. Furthermore, when the project is over, employees are returned to the leasing company, thus eliminating any cost associated with layoffs or discharge.

 

Leased employees are also well-trained individuals. They are screened by the leasing firm, trained appropriately, and often go to organizations with an unconditional guarantee. Thus, if one of these individuals doesn’t work out, the company can get a new employee, or make arrangements to have its fee returned. There are also benefits from the employee’s point of view. Some of the workers of today prefer more flexibility in their lives. Working with a leasing company and being sent out at various times allow these workers to work when they want, for the length of time they desire.

 

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, Line of Sight

Creating and Consuming Knowledge


There are far too many passive consumers of other peoples’ knowledge, and unimaginative users of standard tools. To ensure relevance, individuals and teams should be encouraged to develop their own approaches and understanding. Innovators and market leaders move beyond what is generally known or assumed. They voyage into the unknown, discover new knowledge and create additional competencies relevant to the achievement of their entrepreneurial visions.

 

Learning is dynamic. It is concerned with flows, processes for creating new knowledge. In many companies there is an imbalance between the consumption and development of knowledge. People simply draw down an existing supply without replenishing the well. The value of knowledge can rapidly diminish if it is not developed and kept current and relevant.

 

Winners champion knowledge and sharing. Their balanced scorecard assessments embrace learning, intellectual capital issues, and whether knowledge is being appropriately valued and effectively exploited.

 

Ultimately, a company and its people must outlearn competitors. Effective and collaborative learning can require creative combinations of complimentary approaches, environments, processes and technologies.

 

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 www.asifjmir.com, Line of Sight

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