Personality Cults


In the absence of an agreed working culture the leaders of an organization will use their own personalities to dedicate the way relationships are handled in their own area of influence.

The relative power and influence of each member of the leadership team will determine the relative strength of their cultural influence. Whatever the relative balance, however, you can be absolutely certain that this will create confusion, waste and stress.

The result will be a cult personality with the more dominant leaders commanding more followers, resulting in a split working culture within the organization.

The effect of this can be seen in the way organizations respond differently to sales enquiries than to service enquiries.

How many times you  have been left to wonder alone in a shop because a sales assistant is suddenly needed elsewhere when they discover that you are only enquiring and not intending to buy then and there?

It is interesting to note that when individual people suffer from a split or multiple personality they are usually diagnosed as schizophrenic  and receive the benefit of medical help. When organizations suffer from a split or multiple culture, it is usually accepted as normal.

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.

Services Marketing


As the forces coincide and evolve, those involved realize that there is something different about marketing services and managing services. When a firm’s core offering is a deed performed by an employee, how can the firm ensure consistent product quality to the marketplace? As services businesses begin to turn to marketing and decide to hire marketing people, they naturally recruit from the best marketers in the world. People who move from marketing in packaged goods industries to marketing in healthcare, banking and other service industries find their skills and experiences are not directly transferable. They face issues and dilemmas in marketing services that their experiences in packaged goods and manufacturing has not prepared them for. These people realize the need for new concepts and approaches for marketing and managing service businesses.

Service marketers respond to these forces and begin to work across disciplines and with academics and business practitioners from around the world to develop and document marketing practices for service industries. As the field evolved, it expanded to address the concerns and needs of any business where service is an integral part of the offering. Frameworks, concepts, and strategies developed to address the fact that services marketing is different. As the field continues to evolve into the 21st century, new trends are developing that will shape the field and continue the need for services marketing concepts and tools.

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.

Positive Discipline


Positive discipline attempts to integrate the disciplinary process with the performance management system. When problems arise, rather than promptly responding with a written verbal warning (punitive), positive discipline attempts to get the employee back on track by helping to convince the individual to abide by company performance standards. That is, in using positive discipline, attempts are made to reinforce the good work behaviors of the employee, while simultaneously emphasizing to the employee the problems created by the undesirable performance.

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.

 

Resource Dependence Theory


This is the theory that argues that the goal of an organization is to minimize its dependence on other organizations for the supply of scarce resources in its environment and to find ways of influencing them to make resources available. Thus an organization must simultaneously manage two aspects of its resource dependence: 1) it has to exert influence over organizations so that it can obtain resources, and 2) it must respond to the needs and demands of other organizations in 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.

 

Effective Market Segmentation


Market segmentation is a means to an end: to identify and profile distinct groups of buyers who differ in their needs, preferences, and responsiveness to an organization’s marketing programs. Effective market segmentation should provide answers to six fundamental buyer-related questions for each market segment:

  1. Who are they?
  2. What do they want to buy?
  3. How do they want to buy?
  4. When do they want to buy?
  5. Where do they want to buy?
  6. Why do they want to buy?

More often than not, the answers should be expressed in a narrative form documented with quantitative and qualitative research.

From a managerial perspective, effective market segmentation means that each segment identified and profiled satisfies four fundamental requirements. Each market segment should be:

  1. Measureable. The size and buying power of market segmentation can be quantitatively determined.
  2. Differentiable. A market segment is distinguishable from other segments and responds differently to different marketing programs.
  3. Accessible. A segment can be effectively reached and served through an economically viable marketing program.
  4. Substantial. A segment should be large enough in terms of sales volume potential to cover the cost of the organization serving it and return a satisfactory profit.

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.

 

Attitude


Attitudes are hypothetical constructs, they cannot be seen, touched, heard, or smelled. Because attitudes cannot be observed, a variety of perspectives have developed over the years in attempting to describe what they are. Fortunately, there is now widespread agreement that the term attitude should be used to refer to a general and enduring positive  or negative feeling  about some person, object, or issue.

The effective component  is what is generally  being referred to when people use the word “attitude.” However, attitude theorists recognize two additional components, cognitive and conative. The cognitive component refers to a person’s beliefs (knowledge and thoughts, which sometimes are erroneous) about an object or issue (e.g., “Reebok shoes are more stylish  that Nike;” “Nike Air Jordans are high-quality basketball shoes”).

The conative component represents one’s behavioral tendency toward an object. In consumer-behavior terms, the conative component represents a consumer’s intention to purchase a specific item.

Attitudes are learned predispositions to respond to an object or class of objects in a consistently favorable or unfavorable way.

An attitude is characterized by progressing from “thinking” (cognitive), to “feeling” (affective), to “behaving” (conative).

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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