Equality, Inequality


Some people don’t think of you as an equal. Before they can accord you with the honor of being treated as an equal, they feel you need to prove yourself. You’ve run into these people before – you can probably spot them right away. And, try as you might, you probably have a difficult time respecting them, because you know that, deep down, they don’t respect you.

By nature, we are organizers, and sometimes we fall into the trap of organizing people. One of the most persistent downfalls of human society has been the urge to rank people according to worth. Even today, many cultures that now enjoy political freedom are still tarnished with the vestiges of a class system – a declaration that people are inherently unequal.

On a social level, this tendency is nothing more than a reflection of how we often behave in our personal lives. For whatever reason, we conclude that some type of people is better than others, and we make decisions based on this conclusion. If you think about it, all complaints of discrimination are essentially protests against decisions based on the notion of inherent inequality.

Another brand of inequality that has plagued history is the inequality of opportunity. Some people have a head start over others. Some people have more opportunities open to them than others do. It’s easy to say that ‘achievers create their own opportunities,’ but the fact is, life isn’t fair. Some people do have an advantage when it comes to opportunity. in life, there are few level playing fields, and there is very little any of us can do to change this.

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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People’s Self-Worth


When people fail, let them know their failure does not diminish their worth as a person or their worth to the organization. For some of your people, when you treat them in this way, you will be acting as the supportive, protective parent they never had. You will be the first person ever to provide them the luxury of being able to fail without being unduly chastised or degraded as a person.

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.

Theory of Incapacity


The basic reason for holding that insane persons lack the capacity to contract is that we presume such persons are unable to bargain effectively with those who do not share their disability. Some countries treat drunken persons like insane persons if, the time they entered the agreement, they were so drunk that they were unable to understand the nature of the business at hand.

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.

Organizational Philosophy Statements


Ford Motor Company: “Quality is job 1!”

L. L. Bean: “Sell good merchandise at a reasonable profit, treat your customers like human beings, and they’ll always come back for more.”

Metropolitan Life Insurance Company: “Quality is the key to our future success.”

Xerox: “Leadership through quality.”

Federal Express: “People—Service—Profit.”

Ritz Carleton: “Ladies and gentlemen serving ladies and gentlemen.”

Citicorp Savings of California: “To consistently deliver a differential level of service so exceptional and so unexpected that it becomes a vehicle for the acquisition of profitable new relationships as well as the retention and growth of existing ones.”

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.

Managing for Customer Satisfaction


If you are working in a business that is focused and dedicated to customer satisfaction you cannot manage it in the same way as an ordinary or traditional business – it just doesn’t work. Organizations have found this to their cost. Implementing policies without changing the organization first is self-defeating. The organization will defeat change as soundly as day follows night. However, if you change the organization and the way people are managed and led and you have developed the policies, ideas, procedures, standards and systems will evolve rapidly and effectively.

The first major change has to be  the ritual burning and demolition of the standard organization chart. Customers, suppliers and employees cannot be forced to work through traditional top down hierarchical management systems. Not only does it give people the wrong feeling, it actually just doesn’t work. It’s not that it ever worked particularly well anyway, it was just the thing that everyone used when they put together a large organization.

Today’s manager has to be much more of a communicator than a dictator. They also have to be much more of a facilitator than a policy determinator. People’s aspirations have changed, just as the customers have. They need to be treated in a way that encourages them, empowers them and enthuses them to deliver the best for their customers.

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.

Equity Theory of Motivation


First articulated by J. Stacey Adams, equity theory is based on the simple premise that people want to be treated fairly. The theory defines equity as the belief that we are being treated fairly in relation to others and inequity as the belief that we are being treated unfairly in relation to others.

Equity theory is just one of several theoretical formulations derived from social comparison processes. Social comparisons involve evaluating our own situation in the context of others’ situations.

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.

Principles for Empowering People


  1. Tell people what their responsibilities are.
  2. Give them authority equal to the responsibilities assigned to them.
  3. Set standards of excellence.
  4. Provide them with training that will enable them to meet the standards.
  5. Give them knowledge and information.
  6. Provide them with feedback on their performance.
  7. Recognize them for their achievements.
  8. Trust them.
  9. Give them permission to fail.
  10. Treat them with dignity and respect.

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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