Workable Change


For years social scientists have said that humans resist change—and so they do. But they resist only those changes they do not understand, are suspicious of, or consider to be against their interests. Humans embrace change that seems good for them or good for the world they live in and care about.

A new idea or new expectation, in itself, will seldom bring about change. On the other hand, change can be very attractive if it is the product of a new idea or expectation that appears to be in the best interests of the people who are expected to adopt it, if it is accompanied by the means for its fulfillment, and if it results in recognition and approval. To improve an organization, we must introduce good ideas, establish the means for making them work, and provide a visible payoff for the effort involved.

No organization can reach its full potential unless it promotes and enjoys the coordination of productive activities among its members. The more complex the activities of the organization, the more need there is for coordination if the organization is to flourish. No one knows it all anymore. Teamwork is an increasingly critical element in organizational success; fortunately, it is not difficult to achieve. But teamwork must be managed into existence through experiences that are capable of producing teamwork.

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.

Online Retail Selling: Barriers to Success


i.            Increasing consumers’ comfort levels: Online retailers need to improve convenience and value for customers and assist them in overcoming their concerns about security and trust.

ii.            Resolving technological limitations: The ability for online retailers to deliver unique experiences is linked to technology improvements. The internet is still constrained by lack of bandwidth and problems with reliability.

iii.            Rapidly scaling internal operations: Online retailers face the challenges of managing significant growth, internal organizational change and developing and scaling their customer service and fulfillment infrastructure—all while the technology is still evolving.

iv.            Engineering comprehensive convenience: Customers identify many convenience problems with today’s online environment. Among them are the need for customers to reenter personal data on different sites, the vide variation in customer service across sites and the lack of coordination between online and offline retail environments on the part of retailers using both channels.

v.            Resolving channel conflict: many offline retailers believe that there is a risk of cannibalizing sales through existing channels by going online. Many manufacturers fear alienating their existing distribution partners by providing an alternative channel for customers to purchase. These perceived channel conflicts are keeping some traditional retailers and manufacturers from joining the Internet.

vi.            Developing low-cost distribution: Distribution system can be expensive. Online fulfillment systems are still developing and there is a disconnect between what is required and what is currently offered by existing offline systems.

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.

 

A Stitch in Time


One of the top five hundred companies in America had a real problem. Their marketing department was under fire for questionable market practices. Serious allegations were involved that were destroying the company’s marketing image both internally and externally. Establish your leadership in the department and eliminate the questionable marketing practice. Advise and structure a plan that would lead to the fulfillment of your objective.

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.

 

Communicate and Reinforce Responsibilities


Once you have clearly defined in your own mind the responsibilities of a particular job, the next step is communicating them to the person. People must be told not once, not twice, but repeatedly.

If a person is conscientious and capable of performing the job, why must you remind him of his responsibilities? If he has to be told more than once, maybe he doesn’t belong in the position.

Reminding people of their responsibilities is similar to reminding them of the goals and objectives. Due to the complexity of jobs and companies today, people on all levels can easily become sidetracked.

It’s not unusual to see people, even at high levels, involved in activities that are not in fulfillment of their job responsibilities. Nor do these activities contribute to the goals and objectives of the department or company. This is one of the primary reasons why companies don’t reach their objectives: people concentrate their efforts on activities that seem like good ideas at the time but that don’t lead them to their desired objectives.

People also have a natural tendency to do the things they like to do. They gravitate to certain types of activities because they are good at them and enjoy them. The result? The responsibilities they don’t enjoy go unfulfilled because the people either consciously or unconsciously let them fall through the cracks.

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.

 

Communicating Responsibilities


How do we communicate responsibilities to a person so that he has a clear understanding of what is expected of him? And how do we keep those responsibilities in the forefront of his mind so that he is always on track, working on the correct activities?

Before a person is hired he should be shown a written description of the job. At the time he is hired, he should be given a copy of the description to keep. When you review the responsibilities section with the person ask him for feedback. You want to make sure that his understanding of the responsibilities matches your own understanding.

The responsibilities section of the job description should be the basis upon which the employee’s performance is evaluated. Therefore, it makes sense to review the responsibilities with the person at the beginning of each review period and at the time of the annual written review.

Whenever, you verbally review the person’s performance, which should be on a fairly frequent basis, the responsibilities should be reviewed at that time as well.

If you have difficulty with a person, if the person consistently works on activities that do not lead to the fulfillment of his or her responsibilities, you may have to review the responsibilities more frequently.

The objective is to make sure the person clearly understands what he is to do at all times. Understanding, of course, cannot take place without communication.

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.

 

Culture and Marketing


Culture influences every aspect of marketing. A marketing oriented firm should make decisions based on customer perspectives. Customers’ actions are shaped by their lifestyles and behavior patterns as they stem from their society’s culture. Thus, the product that people buy, the attributes that they value, the principles whose opinions they accept, are all culture-based choices. As a matter of fact, it is not an overstatement to say that a person’s perspectives or resources, problems and opportunities to a considerable extent are generated and conditioned by culture.

 

A practical example of cultural impact is illustrated by the foods that people prefer. Of all the cultural universals that constitute “culture,” few, if any, are so ingrained and consistently reinforced as are food habits. The daily physiological requirement of nutrition in some form exists for every human inhabitant in any society or culture—there is no escape from eating for any extended period. Food consumption, acquisition, and perception also are interrelated with many of the other universals of the culture, including religious observances and ceremonies, feasting, folklore, and the division of labor.

 

The human perception of edibility has little to do with logical nutritional fulfillments. Culture creates the system of communication among humans about edibility, toxicity, and repleteness. Cultural pressures easily overrule physiological necessities; therefore, it becomes even more difficult for an individual alien to a culture to predict that culture’s preference for or rejection of certain food habits.

 

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