Risking New Ideas


If we want people in the organization to start taking some risks, we need to replace no with yes and replace limits with encouragement. The key to the development of a risk-taking organizational climate lies in the ability of management to convey the attitude that new ideas are always a hot commodity. New ideas do not have to be perfect at birth. As the saying goes: “It doesn’t have to be right the first time. It just needs to be real.”

The best risk-takers are those who act without concentrating on all the jeopardies and instead work around the fears that hang up other people. That doesn’t mean that they don’t think before they act; it does mean that in this environment, they take some well-planned chances. I’ve watched associates get better month by month at learning how to make the right risks pay off for them, personally and professionally.

When we communicate that we expect mistakes to occur when people are putting out and working hard, we create an atmosphere of encouragement.  A lot of people in corporate life have made careers out of surviving rather than succeeding; they’ve had to cope with atmospheres laced with fear, suspicion, and blame. Get rid of the blame and start celebrating the efforts and new ideas. Plan to make mistakes and still make it through.

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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Routines


Routines take the same route to work each day, to see the same familiar faces and tasks waiting when we get there, and to collapse into the same easy chair after the day is done. Although routines in themselves are harmless, the inertia they cultivate can interfere with our ability to cope with new stresses. Unless we actively fight back, there is a natural human tendency to divide our lives into two discrete periods: our learning years and our earning years. The former period ends, many think, when the later begins.

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.

Behavioral Consequences


From behavior of people within an organization come such important consequences as productivity, satisfaction, and revitalization. Productivity refers to the quality and quantity of products and/or services, i.e., the output (in relation to inputs) that is ostensibly the organization’s logical or formal purpose. Satisfaction refers to the positive feelings of the people in a group about themselves and their situation. How much of what kind of satisfaction are they getting? Revitalization refers to the increased ability to cope with and adapt to changes in both the internal and external environments. For the individual this includes growth, in terms of emotional health or skill or learning of various kinds. For the social system in which individuals behave, it means the capacity to change internally to permit more productivity and/or satisfaction in the long run.

Productivity, satisfaction and revitalization are collectively referred as collectiveness. This term implies that to be effective a system must purchase all three. The complexity imposed by these multiple criteria for effectiveness demolishes any meaningful idea of maximizing effectiveness—at best, an organization can only approach an optimization of these criteria. The components of effectiveness may be viewed from the vantage point of any of the principal entities; namely, the individual, group, and organization. The consequences of behavior may vary by entity and category.

A second major behavioral consequence of importance to small groups is cohesiveness. By cohesiveness  is meant the tightness of the inter-personal bonds that hold a group together. Cohesiveness and effectiveness are essentially different concepts.

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.

 

Diet and Fitness


Growing evidence indicates that reduced intake of salt and saturated fats and increased consumption of fiber – and vitamin-rich fruits and vegetables are steps that can greatly increase the body’s ability to cope with the physiological effects of stress. Regular exercise also helps. People who exercise regularly obtain many benefits closely related to resistance of the adverse effects of stress. Fitness reduces both the incidence of cardiovascular illness and the death rate from such diseases. Similarly, physical fitness lowers blood pressure, an important factor in many aspects of personal health. It is not surprising that growing numbers of companies are taking steps to ensure that their employees engage in regular exercise.

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.

 

Organization Development


Organization development is a planned, managed, and systematic process. Its objective is to change the system, the culture, and the behavior of an organization in order to improve the organization’s effectiveness.

Organization development deals with organizational aspects of the behavioral sciences and links with human resource development and organizational renewal. Many definitions of organization development mention such objectives as helping members of an organization to interact more effectively. It must always be organization-wide, directed towards more participatory management, must provide for integrating the individual’s goals with the organization’s and must be considered an ongoing process.

Much organizational inefficiency can be traced to individuals who are not interested in the organization they belong to. Conversely, a lot of personal unhappiness can be traced to feeling inadequately integrated into the organization one belongs to. The benefit of organization development lies in reconciling the interests of individuals and of the organization and successfully realizing both.

While organization development will not overcome such deficiencies as outdated technology, inadequate financing or hostile external forces, it will enable organizations to cope more effectively with these negative influences.

Organization development is based on the behavior of organizations, but that both can be modified with proper diagnosis and skilful intervention.

Most organization development agents or consultants tend to view their mission as helping client organizations become more participatory and consensus seeking.

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 New Management


Forces like technological change, globalized competition, deregulation, political instability, and trends towards service jobs and the information age have altered the playing field on which firms to be efficient, responsive, flexible, and capable of competing and reacting rapidly to competitive and technological changes.

Firms are recreating themselves to fit these new conditions, by implementing new management methods that enable them to cope with great competition and rapid change. Forces such as technological innovation, globalization, and deregulation mean that companies today must cope with much greater levels of competition, change, and unpredictability than ever before. As a result, to succeed some companies have instituted new management methods (such as mini-units, Internet based financial controls, and team-based organizations) that enable these companies to be more efficient, and also much more effective at reacting quickly to competitive and technological change.

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.

Coping with Red Tape


No business operates in a vacuum or under a glass dome. New businesses are subject to the pressures and requirements of society’s legal and regulatory system. If you need a trademark, a company brand, or a patent, or if you’re thinking of becoming incorporated, you will definitely need legal help. Many other situations require the help of a lawyer too.

Likewise, you’ll be coping with government regulations, many of which were written with larger businesses in mind are applied to SMEs anyway. Disposing off hazardous wastes, for example, may be difficult for small companies, which typically lack their own water-treatment facilities. Similarly, small businesses may have problems complying with disabilities laws, designed to ensure that disabled consumers receive the same level of services as other customers. Thus SMEs may be required to make costly modifications to their facilities or prove that doing so would pose an economic hardship.

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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