Travel Stress


We travel to get to work, we travel during our work, and we travel to get to distant meetings. Travel comes in all forms: short and long timeframes and short and long distances. For most people, the commonest hurdle is the daily grind to and from work. This is most acute in large cities. The problems are truly international, but some of the ugliest and best-studied traffic jams are now everywhere.

The levels of stress that this brings are extremely significant. For those who handle it poorly, it can be damaging  to their health, and may even endanger the lives of others. Medically, we know that stress mechanisms all fire at once when the body identifies a crisis. Adrenaline pours out, the stomach shuts down, the pulse races, and the hair stands up on end. The blood pressure soars, muscles clench in spasms around the shoulder tips and jaw,  and primal aggressions rise, ready for fight or flight.

With immediate flight brings out of the question, more and more frustrated drivers are turning to the fight option—either inside their cars as they tip at the heels of slower drivers, or outside their cars, where they may stomp up and beat a dent into the roof of an offending vehicle. Even the mild and polite become aggressive when they strap themselves into their bumper cars to drive to work. This means they usually arrive late, enraged and spent before they even start to face the day’s stresses on the job.

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.

Pressure Groups


Big businesses, big labor, and big government are giants on the economic scene. As a pressure group or interest group, each tries to achieve its own objectives. And of course the major objective of a business is to earn profits. Some are more successful than others. To become and stay successful, big businesses employ full time representatives to fight for and protect their interests with government and consumers alike.

Labor is big too. The pressuring power of unions  is evidenced by such accomplishments as minimum wage laws and 40-hour work weeks. Big government now employs large share of all workers in its agencies, departments, and programs. Pressure from government is felt through such actions as taxes, environmental protection laws, and anti-trust legislation.

There is a wide variety of other types of pressure groups such as the media, professional organizations, neighborhood organizations, and dissident stockholder groups. Large and small pressure groups work vigorously to influence business, labor, and government in directions favorable to their own interests.

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.

Leadership: The Uses of Power


Power can be used in many ways. Three outcomes potentially result when a leader tries to exert power—Commitment, Compliance, and Resistance. These outcomes depend on the leader’s base of power, how that base is operationalized, and the subordinate’s individual characteristics.

Commitment probably will result from the attempt to exercise power if the subordinate accepts and identifies with the leader. Such an employee will be highly motivated by requests that seem important to the leader. A committed subordinate will work just as hard as the leader to complete the project, even if that means working overtime.

Compliance means the subordinate is willing to carry out the leader’s wishes as long as doing so will not require extra effort and energy. Thus, the subordinate may work at a reasonable pace but refuse to work overtime, insisting that the job will still be there tomorrow. Many ordinary requests from a boss and the subsequent responses of subordinates fit this description.

Resistance occurs when the subordinate fights the leader’s wishes. A resistant subordinate may even deliberately neglect the project to ensure that it is not done as the leader wants.

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.

Strategies for Weak Businesses


A firm in an also-ran or declining competitive position has four basic strategic options. If it can come up with the financial resources, it can launch an offensive turnaround strategy keyed either to low-cost or “new” differentiation themes, pouring enough money and talent into the effort to move up a notch or two in the industry rankings and become a respectable market contender within five years or so. It can employ a fortify-and defend strategy, using variations of its present strategy and fighting hard to keep sales, market share, profitability, and competitive position at current levels. It can opt for an immediate abandonment strategy and get out of the business, either by selling out to another firm or by closing down operations if a buyer cannot be found. Or it can employ a harvest strategy, keeping reinvestment to a bare-bones minimum and taking actions to maximize short-term cash flows in preparation for an orderly market exit. The gist of the first three options is self-explanatory. The fourth merits more discussion.

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

Disambiguating Champions


Champions are individuals who take an idea for a new product or service and do all they can within their power to ensure the success of the innovation. By actively promoting the idea, communicating and inspiring others with their vision of the potential of the innovation, champions can help their organizations realize the potential of an innovation. But recognizing the potential of an innovation does not mean that a firm is going to adopt the innovation. In fact, recognizing the potential of an innovation may actually make the political coalitions that more determined to block is adoption since they can better see how their political power will be diminished with the innovation. This is where the champion’s power and prestige in the organization come in. He or she can use this power to fight any coalitions that may want to block the development process.

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