setting SMART goals - POM Lesson 4.

Objective:

Today's objective is to understand the importance on setting goals and the things we must keep in mind while setting ourselves SMART goals.

"Success can't be a pleasant surprise,

It has to be Planned.

setting a SMART goal is the first step to it. "

Dr. Edwin Locke, who began goal setting research in the 1960’s revealed an inductive relationship between goal setting and improved production performance. Goal setting involves the conscious process of establishing levels of performance in order to obtain desirable outcomes. If individuals or teams find that their current performance is not achieving desired goals, they typically become motivated to increase effort or change their strategy.Setting a goal should include setting a structure that directs actions and behaviors which improve the unsatisfactory performance.  Setting a goal serves us in the following ways:

1. When an individual or team can focus attention on behaviors that will accomplish a goal, they also divert attention away from behaviors that will not achieve the goal. 
2. Goals energize people to expend more effort based upon the effort that is required to reach a certain goal. 
3. Goals also lead to a persistent pursuit of reaching the goal by providing a purpose for that pursuit.

How to set a Goal:

A smartly set goal leads to excellence. when you set a specific and measurable; challenging yet realistic goal for yourself and go for it with full devotion, its then you come face to face with the depth of potential. take some time out to watch this thrilling video.

now lets try to associate the video with the following characteristics that a goal must have. 

i am quite sure that you must have related the video with the five S.M.A.R.T. points which are mentioned in the above picture in several ways. here is some supplement to it.

A goal must be specific and measurable. It should answer the who, what, when, where, why, and how of the expectations of the goal. A goal to just jump higher is too general. Instead, an example of a specific goal would be to improve high jump by three inches.

They should be set high enough to encourage high performance but low enough to be attainable.  setting goals that are too high not only jeopardizes motivation and commitment but also can create a culture of corruption, dishonesty, and cutting corners.

The goal must be challenging, yet realistic. Lowering the bar for a high jumper could not realistically increase motivation nor enhance performance. Similarly, setting a goal to raise the bar ten feet is not a realistic or attainable goal and would therefore not positively affect motivation or performance. 

In order for goals to positively affect motivation and performance, goals must be time-related. For the high jumper, he may set a time within three months which may provide a realistic time frame to meet his goal. But again, time lines should be arranged such that it will keep the goal challenging yet achievable.

the goal.

So friends next time when you set a goal for yourself, be SMART about it. please keep reading for management GYAN and give your valuable feedback. 

Craftsmanship Vs Organization and Objectives of Mangement - POM Lesson 3.

objective:

today's objective is to understand the difference between craftsmanship and organization and identifying the objectives of organization.

Craftsmanship is the art of doing something using the personal skills. In craftsmanship, the whole process of developing a product (good or service) is managed and executed by one single person. e.g. work of a tailor, cobbler or a carpenter falls under the category of craftsmanship.

organization, on the other hand is a social entity in which people work together to achieve a common goal. 

here i have listed come points of comparison between the two to refine our understanding of them.

*De-skiling: when an organization breaks a particular process of making a product into small-small work steps and minimizes the requirement of skills in it. The main objective of De-skiling is that it makes the quality of product more of process dependent than skill dependent.


Now, lets move on to Objectives of Management.


Management always thrives to reach the three set of objectives which are called 3 Es of management. which are:
1. Effectiveness
2. efficiency
3. Excellence

effectiveness can be defined as the capability of producing intended result or having a sticking effect. whereas, efficiency is the ratio of Output to Input. If effectiveness is about doing the right thing then efficiency is about doing the things in a right way.

Dynamics of an organization is Excellence = effectiveness * efficiency

In future, i will be writing more on Organizational management. keep visiting. till then remember:

"Don't settle for success when excellence is withing your grasp."

Management styles : theory X and theory Y - POM Lesson 2.

Social psychologist Douglas McGregor of MIT expounded two contrasting theories on human motivation and management in the 1960s: The X Theory and the Y Theory.The theories look at how a manager's perceptions of what motivates his or her team members affects the way he or she behaves.

Theory X assumes that employees are naturally unmotivated and dislike working, and this encourages an authoritarian style of management. According to this view, management must actively intervene to get things done. This style of management assumes that workers avoid responsibility and need to be controlled, forced, and threatened to deliver what's needed.

Theory Y expounds a participative style of management that is de-centralized. It assumes that employees are happy to work, are self-motivated and creative, and enjoy working with greater responsibility.

                                click to watch the video.

It will be too soon to judge the two different styles without testing them under following different conditions.

1. Theory X Manager assume LAZY  workers as LAZY  and make them work 

2. Theory X Manager assume NOT LAZY  workers as LAZY  and make them work 

3. Theory Y Manager assume LAZY  workers as NOT LAZY   and make them work 

4. Theory Y Manager assume NOT LAZY  workers as NOT LAZY  and make them work 

Condition 1. Theory X Manager assume LAZY  workers as LAZY  and make them work 

in this situation, there are chances that the workers will be stretched out of their comfort zone but the workers are less likely to resort to mutiny. Ultimately it will be good for organization. Risk to the organization are minimum because the workers were already demotivated and dejected from their work.

Condition 2. Theory X Manager assume NOT LAZY  workers as LAZY  and make them work

this situation might result in confrontation between manager and workers. organization is carrying huge risk of loosing good talent and well fashioned employees. In spite of that risk there are healthy chances that the goal of the organization is still within reach.

Condition 3. Theory Y Manager assume LAZY  workers as NOT LAZY and make them work

this is undoubtedly would be the worst combination from organization's point of view. deliveries will be delayed and the organization will sink into darkness of inefficiency and ineffectiveness.

condition 4. Theory Y Manager assume NOT LAZY  workers as NOT LAZY  and make them work

this combination represents a culture of excellency in an organization. there is really no limit of prosperity to such organization.

to summarize the above discussion, effectiveness of management style is always subjected to situations. where style Y represents a good and positive choice for most of the organizations in most of the situations, style X can't completely be discounted only because of it's negative perception about things.

No Dark Sarcasms In The Classroom - POM lesson 1.

this blog is about my understanding of the subject 'Principles of organization and Management (POM)' which is being taught by Dr. T. Prasad who is popularly known as Dr. Mandi. 

Talking about the teaching style of Dr. Mandi; he walks into the classroom, removes his floaters and walks into the narrow space between rows of students as he speaks.

he is very direct with his choice of words and don't care about euphemism in his remarks. he boldly said: "anyone who is not earning the money he is spending is, to me, a financial beggar." most of we students fall under this category. he doesn't provide a conclusion and lets the student free to analyse and understand things and concept as they see fit. his style reminds me of a famous quote:

"you want to feed a man for a day, give him a fish.

you want to feed a man for life, teach him how to fish."

he definitely doesn't feed us with the concepts, instead he is teaching us to observe, think and learn the principles of organization management on our own. that is why he made us to repeat the following words after him:

Soacho.. Becho !  Becho.. Seekho ! !   Seekho .. Soacho ! ! !

he gave us some toys and asked us observe them. every toy had some science behind it. It is then he told us that how we can leverage upon our knowledge of science and sell that knowledge with the toy at a much higher price. once the wheel of "thinking-selling-learning" is set in motion, things are easy.

Then I learned that average cost per person per day of pursuing MBA in NITIE is around 2500 Rs. and Dr. Mandi was very serious when he said "AAJ KI ROTI AAJ HI KAMANI HAI." As the cost of studying is very high so every student must thrive to recover it as along he pursues MBA. In such scenario, it becomes a necessity to think like an entrepreneur. The best way to learn Business Administration is by thinking businessman. Dr. Mandi doesn’t want his students to become corporate slaves; he wants them to become great self sufficient professionals.  This is exactly the kind of attitude a student must also carry.

I shall continue writing on future lessons on the subject. keep visiting and comment your feedback and suggestions.