Rolling up your Sleeves


If there’s one way that you can get other people to become more interested and more focused on improving themselves, it is to lead by example. Take time out to go on training courses, even though you may be too busy. Take time to read useful information, not just novels, books or newspapers but actual up-to-date books and texts from the experts within your industry. Practise your skills, use them and make sure that they’re developed as far as they possibly can be. If it means learning a new language or learning a skill that you don’t have then take on that challenge. It is very difficult to manage people well if you have low self-esteem, but if you feel good about yourself and you have that feeling of progress and achievement, then it is very hard for this not to rub off on other people.

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.

Futures Analysis


Futures analysis allows companies to project future conditions and set future objectives to be achieved. It represents a leap to the future rather than step-by-step progression from  today’s situation forward to the future. It allows managers to assess the future relevance of issues that appear important today and thereby identify important human resource issues.

Futures analysis is an inherent requirements for strategic thinking. It requires defining the forces shaping the future, evaluating alternative future states, setting objectives, and selecting courses of action that will yield needed changes in direction for the enterprise. While incremental change analysis looks at continuities, futures analysis looks at discontinuities.

Futures analysis provides at least a conceptual vision of the future that can help identify and define organizational or competitive requirements. In its simplest forms, futures analysis involves open thinking about future issues and options. Companies use brainstorming, visioning, or modified Delphi analysis (iterative survey of experts) to help define the future human resource issues that need to be addressed. It is an exercise that may involve many participants within the company as well as outside consultants or others.

Futurists, functioning on company planning staffs and as independent consultants, have helped assess the prospective futures in which companies would operate. Their value added appears to lie in their work on demographic technological and environmental futures. In other areas, such as, socio-political changes worldwide, energy availability, economic conditions, or legislation.

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.

International Codes of Environmental Conduct


A number of business organizations have developed codes of environmental conduct. Among the most important ones are the following:

  • International Chamber of Commerce (ICC): The ICC developed the Business Center for Sustainable Development, 16 principles that identify key elements of environmental leadership and call on companies to recognize environmental management as among their highest corporate priorities.
  • Global Environmental Management Initiative (GEMI): A group of over 20 companies dedicated to fostering environmental excellence, GEMI developed several environmental self assessment programs, including one that helps firms assess their progress in meeting the goals of the Business Center for Sustainable Development.
  • Keidanren: This major Japanese industry association has published a  Global Environmental Charter that sets out a code of environmental behavior that calls on its members to be “good corporate citizens.”
  • Chemical Manufacturers Association (CMA): The U.S. based industry association developed Responsible Care: A Public Commitment, which commits its member-companies to a code of management practices, focusing on process safety, community awareness, pollution prevention, safe distribution, employee health and safety, and product stewardship. The group is working for the international adoption of these principles.
  • CERES Principles: These are 10 voluntary standards developed by the Coalition of Environmentally Responsible economies that commit signatory firms to protection of the biosphere, sustainable use of natural resources, energy conservation, risk reduction, and other environmental goals.
  • International Organization for Standards (ISO): ISO 14000 is a series of voluntary standards introduced in 1966 by the ISO, an international group based in Geneva, Switzerland, that permit companies to be certified as meeting global environmental performance standards.

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 Significance of Productivity


The significance of productivity in increasing national welfare is universally recognized. There is no human activity that does not benefit from improved productivity. This is important because more of the increase in gross national income, or GNP, is produced by improving the effectiveness and quality of manpower than by using additional labor and capital. National income, or GNP, grows faster than the input factors when productivity is improved.

Productivity improvement, therefore, results in direct increases in the standard of living under conditions of distribution of productivity gains according to contribution. It would be wrong to state that productivity is the only important worldwide source of real economic growth, social progress and improved standard of living.

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.

Employees Who Exceed Expectations


  1. Immediate promotion potential: These individuals consistently perform their jobs at such high levels of quality and quantity that a promotion seems to be past due. They also accomplish specific objectives established for the job from the overall business plan. These individuals may be working at a job that is  beneath their basic set of skills and general capabilities, perhaps because no promotional  openings have been available. Without question they could perform the responsibilities of a higher position.
  2. Eventual promotion potential: The performance of employees in this subcategory has been progressing at a rate that is normal for the job and typical for an incumbent who is expected to progress to the next higher-level job within a year or two. Their performance includes normal duties as well as objectives assigned based on the overall business plan.

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.

Business Process Reengineering: Things to Remember


  • Do not undertake reengineering of all processes simultaneously. Select only those which meet the following criteria:
  1. Processes that require immediate attention;
  2. Processes that will have significant impact on customers;
  3. Processes which are most amenable to redesign.
  • Communicate intensely to persuade people to accept and not resist the proposed changes.
  • CEO must be seen to commit, at the minimum, 50 percent of his time.
  • Set aggressive reengineering performance targets; incremental improvement targets will not create either urgency or excitement.
  • Monitor progress and initiate corrective action.

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.

Collaboration: Key Messages


i.            The foundation of a profitable business culture is characterized by a robust spirit of collaboration between:

  1. Employees and management,
  2. Internal departments or divisions, and
  3. The organization, its customers and its suppliers.

ii.            A collaborative environment best enables staff to align their professional goals with the objectives of the organization and to implement strategies and tactics to realize these objectives.

iii.            In order for a knowledge management strategy to be successful, it must include a strategy for collaboration.

iv.            The Internet and the World Wide Web provide a powerful paradigm of collaboration for any organization.

v.            There are cognitive, emotional and motivational dimensions to collaboration.

vi.            There are a number of tools and processes that help develop a culture and psychological environment of collaboration.

vii.            A unique assessment instrument, the Collaboration Quotient, measures the readiness of individuals and their organization to collaborate. This tool is also used to monitor the organization’s progress in developing collaboration.

viii.      An Internet-based knowledge network dramatically facilitates knowledge sharing and co-creation.

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.

 

Losers’ Description of Capabilities


Corporate losers describe their capabilities in terms of the physical and financial resources they own and control and the individuals whom they employ and can manage. Their markets are places. Their people are more comfortable with tangible assets that can be seen, smelt and touched, and easily counted, measured and valued.

Because their activities depend on the availability of physical resources some losers can operate only in certain geographical areas. It may be difficult for people living elsewhere to access them and work with them. Buildings become prisons and those excluded from participation become outsiders.

In general, losers prefer more rather than less. Some consider the accumulation of resources as an end in itself. Recruiting more staff and moving to a larger property is viewed as evidence of progress. Losers focus upon the individual items of capital rather than their relevance use, and the flow of benefits that they provide. The more losers succeed in accumulating fixed overheads, the more vulnerable they become to economic forces, commercial constraints and financial pressures.

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.

 

Independent Thinking


All employees are challenged to use their individual minds to their optimum to make rational decisions. In this context, each of us is responsible for what we do and who we are. In addition, creativity is strongly encouraged and only possible with independent thought.

We learn a great deal from each other. Teamwork is important. However each of us thinks alone. Our minds are not physically connected. In this regard, each of us must be willing to make an independent judgment of the facts based on our capacity to think logically. Just because the “crowd” says it so, does not make it so.

In this context, each of us is responsible for our own actions. Each of us is responsible for our personal success or failure, i.e., it is not the bank’s fault if someone does not achieve his objectives.

All human progress by definition is based on creativity, because creativity is the source of positive change. Creativity is only possible to an independent thinker. Creativity is not about just doing something different. It is about doing something better. To be better, the new method/process must be judged by its impact on the whole organization, and as to whether it contributes to the accomplishment of the mission.

There is an infinite opportunity for each of us to do whatever we do better. A significant aspect of the self-fulfillment which work can provide comes from creative thoughts and action.

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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