The Skill and the Will


All training, whether it is provided by the training department or by you, should accomplish two objectives. It should provide people with the skill, meaning the ability, to do the job. Or it should provide them with the will or the desire to do the job. Some training will accomplish both.

The skills training you provide your people will be dictated by the needs of the business and the current skills of the people. First you must determine what your people need to learn. Here are some questions that will help lead you to the answer:

  • What are the goals and objectives of the area?
  • What are the responsibilities of each job?
  • What are the standards the people are expected to meet?
  • What are the skills needed to meet the standards, fulfill the responsibilities, and achieve the objectives?
  • What are the current skills and abilities of the people?
  • What is the deficit between the skills needed and the current skills of the people?

Providing people with the skills to do the job is only half the training job. People must be motivated to apply the skills they have learned; therefore, some of the training should be principally motivational in nature. As you develop plan for motivating your people, you will want to ask yourself these questions:

  • What should they know about the company in order to have a sense of pride?
  • What I can teach them about the department that will give them a sense of pride?
  • What kinds of personal growth training will enhance their self-confidence and personal pride?

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 Chief Executive Officer


The chief executive officer (CEO) is the person ultimately responsible for setting organizational strategy and policy. Even though the CEO reports to the chair of the board (who has the most legal authority), in a real sense the CEO is the most powerful person in the corporation because he or she controls the allocation of resources. The board of directors gives the CEO the power to set the organization’s strategy and use its resources to create value. Often the same person is both chief executive officer and chair of the board. A person who occupies both positions wields considerable power and directly links the board to corporate management.

How does a CEO actually affect the way an organization operates? A CEO can influence organizational effectiveness and decision making in five principal ways:

  1. The CEO is responsible foe setting the organization’s goals and designing its structure.
  2. The CEO selects key executives to occupy the topmost levels of the managerial hierarchy.
  3.  The CEO determines top management’s rewards and incentives.
  4. The CEO controls the allocation of scarce resources such as money and decision making power among the organization’s functional areas or business divisions.
  5. The CEO’s actions and reputation have a major impact on inside and outside stakeholders’ views of the organization and affect the organization’s ability to attract resources from its environment.

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.

Getting a Corporate Charter


The first step of incorporation is to submit a formal application, usually to the secretary of state in the state in which you want to incorporate. This becomes the corporate charter, the document usually includes the name, address, and purpose of the business, a listing of the board of directors and the principal stockholders, the types of stocks to be used by the company, and the mechanism to be used for amending the charter. Incorporation usually takes place when this corporate charter is approved by the state.

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.

 

Agency Theory


Whenever there is a separation of the owners (principals) and the managers (agents) of a firm, the potential exists for the wishes of the owners to be ignored. This fact, and the recognition that agents are expensive, established the basis for a set of complex but helpful ideas known as agency theory. Whenever owners (or managers) delegate decision-making authority to others, an agency relationship exists between the two parties. Agency relationships, such as those between stakeholders and managers, can be effective as long as managers make investment decisions in ways that are consistent with stakeholders’ interests. However, when the interests of managers diverge from those of owners, then managers’ decisions are more likely to reflect the managers’ preferences than the owners’ preferences.

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.

 

Termination of Agency Agreement


  1. Termination by expiration of the specified period in which the agent has to act. The courts say that the agency was for a “reasonable” time if no specific duration was stated in the agency agreement. The meaning of “reasonable time” is construed by the courts on a case-by-case basis, depending on the nature of the agency, the difficulty of accomplishment, and other controlling factors.
  2. Termination by specific agreement to do so between the principal and the agent.
  3. Termination by death or legal incapacity (insanity and so on) of either the principal or the agent. Most courts also hold that bankruptcy of either the principal or the agent terminates the relationship. However, the agent may still dispose of the principal’s property that is being held at the time of the bankruptcy.
  4. Termination through revocation by the principal. The agency contract is one that the principal is allowed to end at any time without giving any reason.
  5. Termination by withdrawal of the agent. This may be done at any time in an agency at will. If the agent is operating under a contract for a specified time of service or until a certain event is accomplished, the agent will be liable of damages to a principal who was not at fault in bringing about the termination.
  6. Termination by loss or destruction of the subject matter or by change of circumstances. The agent’s authority is lost if the subject matter is seriously disabled, lost, or destroyed.
  7. Termination by rescission. The general rules of law concerning rescission apply to agency 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.

 

Internet and Knowledge Management


The Internet and knowledge management function as catalysts or stimuli for each other. The Internet provides a physical medium of the organization’s sharing and co-creation of knowledge. It also acts as a catalyst for the cultural shift in attitudes, which encourages cooperation and collaboration among all of the players in the activities of an organization including co-workers (by co-workers mean all employees regardless of their status), suppliers, customers, business partners and in some cases even among competing firms. Knowledge management, on the other hand, requires a medium like the Internet for the distribution, facilitation and promotion of knowledge transactions. The Internet is reshaping collaboration and we ought to know how this is taking place and how we can take advantage of it.

Not only has the Internet functioned as an excellent medium for the practice of knowledge management by speeding up the pace of innovation and the force for bringing knowledge to the fore as today’s principal source of wealth. In the age before computing and the Internet, when change was not so rapid as it is today, all players had more or less the same opportunity to acquire the knowledge to conduct business. In today’s rapidly changing environment the ability to access and create knowledge is absolutely essential to success and , hence, the emergence of knowledge management.

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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