Termination of Employees


Most employees are hired for an indefinite period. If no length of employment is agreed upon, employment is “at will.” This means that an employer can discharge such an employee at any time for any reason or without giving any reason. Unions generally negotiate a change in this rule for the employees they represent. Most union contracts contain a clause that permits discharge only for good cause.

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.

Imperfect Organizational Decision-making


Decision-making must be made in all organizations and actions must be taken. It is up to the appropriate people in the organization to select the actions, determine how to carry them out, and take responsibility for their successful implementation. But there is often confusion over decisions. People find it hard to think together about the choices they must make. They don’t agree on where to start or how to proceed. As a result they may overlook important information, fail to consult the proper people, and make mistakes. Organizational decision-making is often not as good as it should be.

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.

Illusory Promises


For a promise to constitute consideration, it must actually promise something without being illusory. One party to the agreement is not bound anyway. When one party is not legally bound, neither should the other party be. There is no contract because of an absence of consideration. An agreement between the parties to agree on something in the future is regarded as too indefinite to make a contract.

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.

Market-Driven Management


Market-driven management is a cross functional effort involving all levels of the organization. Properly followed, it ensures all activities are coordinated to meet the specific needs of target customer groups. All R&D projects are focused on developing solutions to identified customer problems, manufacturing is committed to meeting cost targets, quality standards, and delivery cycles, and sales focused on identifying and interpreting customer problems and then selling them solutions. If someone ask the individual managers within any of these functional areas how they operate, they would most likely say, “just as you described.” It is unlikely, however, that their counterparts in other functional areas would agree, and even more unlikely that there would be a consensus among all managers at all levels. Achieving this market driven focus with fully agreed upon objectives and priorities in each functional area requires the complete support of everyone in the organization. Market-driven management is much easier said than done because it flies in the face of the attitudes and actions of most managers.

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.

Performance Review Discussion


  • Review what has been achieved since the last review and examine reasons for successes and failures;
  • Agree on actual levels of achievement;
  • Stimulate and discuss ideas about what can be done to improve results achieved;
  • Agree on future performance goals, the basis of measurement, and timing of review;
  • Help the individual analyze personal performance and underlying factors affecting performance such as skills and knowledge, job structure, standards, and resources available;
  • Strengthen the individual’s commitment to the job;
  • Learn about the individual’s interests, goals, and long-range career plans, and help the individual relate these to the current job;
  • Strengthen the understanding between manager and individual, and foster an open line of communication;
  • Discuss and resolve specific anxieties, uncertainties or misapprehensions affecting job performance plans and directions for future career development, plan specific activities in  support of these plans and directions;
  • Get feedback from the individual on how well you have managed.

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.

Choosing a Forecasting Method


The sales manager faced with a forecasting problem has a dilemma: which forecasting method should be used and how accurate is the forecast likely to be? The dilemma is particularly acute when several methods are tried and the forecasts don’t agree.

Each method has advantages and disadvantages, and the decision of which to use will not always be clear. In a typical company, the decision will more than likely depend on its level of technical sophistication and the exercise of historic sales data. It will also likely depend on the use to which the forecast will be put. A forecasting system designed to estimate production scheduling and inventory requirements may rely on a completely different set of procedures than one designed to plan marketing strategy. One guide a manager might find useful when choosing a forecasting method is what other companies have done.

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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