Contamination of Resources


Nations have paid relatively little attention to the contamination and destruction of the world’s natural resources. Entire forests have been destroyed by people wanting to get firewood or to clear land and by contaminated air and water. Pollution control of air and water was considered a luxury that governments, anxious to attract new industry and to keep the industry they had, could ill-afford to impose. Developing countries assert, “They can’t afford pollution control like Japan or the United States—that’s cultural imperialism.” They unfortunately do not realize that the price for such negligence is too high.

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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Women at Workplace


Traditionally, stress-related health problems have been considered a masculine phenomenon. Heart attacks, stomach ulcers, burnout, and strokes were all considered diseases of men in the workplace, and indeed are the reasons why elderly widows outnumber wid-owners by almost five to one. However, with the equal responsibilities women are taking at work now, they are also being exposed to at least equal amounts of stress. If anything, in fact, stress levels faced by career women can be considerably greater than those levels imposed on men.

While women are being given equal hiring opportunities and equal rates of promotion to the middle management levels, they seem to encounter a “glass ceiling” preventing their climb up the corporate ladder. In other words, they have been granted equal access, but not equal ascent. In fact, only 2% of top management in major corporations is female. This reflects a modest advance of women in selected fields such as financial services, telecommunications, retailing, advertising, public relations, and publishing.

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.

Basic Thinking Patterns


Teamwork can be managed into existence by teaching people to use consciously and cooperatively four basic  patterns of thinking they already use unconsciously and individually. These four basic patterns of thinking are reflected in the four kinds of questions managers ask every day:

  1. What’s going on? It begs for clarification. It asks for a sorting out, a breaking down, a key to the map of current events, a means of achieving and maintaining control. It reflects the pattern of thinking that enables us to impose order where all had been disorder, uncertainty, or confusion. It enables us to establish priorities and decide when and how to take actions that make good sense and produce good results.
  2. Why did this happen? This indicates the need for cause and effect thinking. It is the pattern that enables us to move from observing the effect of a problem to understanding the cause so that we can take appropriate actions to correct the problem or lessen its effects.
  3. Which course of action should we take? This implies that some choice must be made. This basic pattern of thinking enables us to decide on the course of action most likely to accomplish a particular goal.
  4. What lies ahead? This pattern looks into the future. This is used for thinking when we attempt to assess the problem that might happen, the decision that might be necessary next month, next year, or in five years.

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.

Determining Training Needs


When a supervisor sees evidence of inadequate job performance, assuming the individual is making a satisfactory effort, attention should be given to raising the worker’s skill level. When a supervisor is confronted with a drop in productivity, it may suggest that skills need to be fine-tuned. Of course it would be related to other factors, too—lack of resources or equipment malfunctions. That’s why it’s imperative to pinpoint the problem precisely.

In addition to the productivity measures, high rejection rate or unusual rate of wastage may indicate a need for employee training. A rise in the number of  accidents reported can also suggest some type of retraining is necessary. Furthermore, the changes that are being imposed on workers as a result of a job redesign or a technological breakthrough demand training.

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.

Miscast Workforce


It is tempting to believe that some roles are so simple that they don’t require talent. Misled by this wisdom, many managers don’t bother selecting for people who have talent for these roles. They hire virtually anyone who applies. Consequently, they end up with a hopelessly miscast workforce—thousands of employees who see their roles as demeaning and who can think only of getting  out of it as fast as possible. Thus cursed, their managers respond with strict legislation. They impose procedure manual on their people in the hope that they can make the role idiotproof. Their rationale: if I give these people the chance to make choices, many of them will use that freedom to make the wrong choices.

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.

 

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