Small Things can Do Wonders in your Business

The common belief doing the rounds of organization,is that we are the best in the class, not because we have set in the best benchmarks, but because we boast of the the unique human capital mix, which many of our competitors may not possess.However, one need to go behind the scene activities and observe each and every move with a magnifier and hear the sounds with an amplifier to know whether the statements are only lip-service or reality.It has been observed that in spite of having the best employees, most of the organizations, care a damn for their most important resource, namely the human capital.Ironically these practices are often found in knowledge driven sectors, where human resources are supposed to form the fulcrum of every activity.Short term myopic approaches often reflects the endeavours of the management, thereby reducing the confidence of the employees on the organization and its ability to protect their well-being.Protecting the well-being of the employees are not restricted to doling out an attractive pay packet with some perks and fringe benefits, here and there, it calls for that human touch from the employer towards their professional and personal issues, giving them that confidence, that the organization is standing rock solid behind them even during the moments of crisis.The small deeds so as to make that permanent mark in the mind and soul of the employees can result in with that birthday wish or by complimenting him on his new house or car or even greeting during the anniversary.All these does not cost much in true sense for an organization, but it's the absence of that culture of showing that we care which results in employee morale dwindling, affecting the productivity over a period of time.Did anyone say employee turnover and erosion of talents can also be attributed to this factor, big time, especially in knowledge driven companies.

Advancing age a barrier to the modern day workplace?

The common perception that goes around is the amount of grey hair one has is directly proportional to the sensibility of his mind.The experiences gathered recently proved me wrong and after observing quite a few of the so called experienced campaigners, I have concluded that its more of an exception than a rule, especially in the modern era.The employees who are comparatively younger presents not only an added thrust in the workplace, but also shows more maturity especially while dealing with a host of stakeholders. The grey haired experienced hands are often at the receiving end mainly because of the head-weight they carry along with their personality. A normal individual who was a thorough professional during his prime now presents instances of childish/kiddish behaviour either through their peer management handling or through the estranged relationships they build with other staff members, including those at the helm and the ones below their level. The workplace having an equitable mix of old and young minds often comes across this crisis, and the positive channeling of the accumulated energy depends on the abilities of the organizational masthead. If the man at the helm happens to be an old mind he would generally favour the staff of his clan and age, however, the same cannot be said about a young boss as the 21st century folks are always on the look-out for new things and are fast learners and adapters. On the top of that if the workplace boasts of a diverse workforce comprising of different nationalities, the job is even more cumbersome for the leader.The ideal situation would have been to respect the grey haired individual owing to their age especially in a culture where age is considered head and shoulders above the exceptional talents possessed by the young minds. It is imperative for the decision makers to respect the young blood who are responsible for bringing in fresh perspectives, mindset and approach.The overall satisfaction lies in complimenting the old hands with the young ones in a way which is symbiotic for all concerned and is beneficial for the organization at large.

Is Peer Learning successful everywhere?

Peer Learning is a very strong tool in the modern day learning.It helps an organization to inculcate a culture of learning by sharing apart from saving on a substantial sum incurred by the learning and the development domain/function.However, prima-facie it may look like peer learning can be imbibed by all organizations,a microscopic study and minute observation would reveal that not many organizations can successfully align their organizational culture with that of the peer learning model.Some reasons which contributes towards the failure of the implementation of the peer learning model in an organization are- Lack of awareness at the top management level,Absence of cohesiveness amongst the rank and file of the organization,Unhealthy competition amongst peers where success at the cost of ethics and values are appreciated, encouraged and acknowledged,a sense of false ego in the mind of the decision makers,favouritism and nepotism forming the backbone of most of the decisions taken by the strategic and middle level managers, absence of an open communication system and culture,unequal motivational level amongst the staff members, lack of corporate focus,haywire and shoddy management information system are few of the reasons. Some companies try to adapt to these situations by practising pseudo-peer learning which are more of an eye-washing exercise.It is either to manage their annual internal and external audit exercise by filling up their files with papers showcasing peer learning through some exercises, get-togethers and other allied activities here and there.A thorough analysis by quizzing the key stakeholders so as to know the depth of peer learning either through the indirect organizational indicators like peer relationship, cooperation and motivation across the functions and levels or through the periodical understanding of the direct learning quotient of staff on a continual basis provide enough food for thought for an analyst to decipher the reasons of success and failure of peer learning.

Diversity can be a boon and a bane

Organizations which are willing to grow always thrive on diversity.The ones which are contented with their current positions and are not willing to disturb their status-quo or which pretend to be a growing organization under the garb of nepotism, favouritism as there is yawning gap existing between the top management and the ones managing at the operative level.The organizations which tend to take global shape would always develop a neutral culture and thereby provide a level playing field to all the stakeholders representing different ethnicities.Handing over the reins of an organization to a specfic nationality having a global perspective would always lead to such titled endeavour thereby affecting the organizational culture.Indians have always thrived on their Unity in Diversity tag, especially when it came to represent the varied culture, language, food habits, dress codes of the country.This boon which is often emphasized by the leadership of the most populated democracy, albeit as a lip service, to serve their own myopic visions with a self centric agenda, translates into a bane when Indians join a global organizational set up.Reasons are not difficult to find, in a foreign land where Indians should do away with their diversity, which are considered their USP back home try to leverage the same with some amount of ulterior motive, so as to serve their vested interests.The favouritism shown by one bengali towards another, one tamil towards another, one punjabi towards another, one Malayali towards another, without even bothering even an iota for the bigger objective of serving the organization commensurate with the larger organizational goals and objective and their national fabric of unity in diversity poses serious doubts about the importance of diversity to an alien.These favouritism driven personal approach on the basis of language, state, dress, food, caste, creed culminates in the development of a global organization more on aspiration and short on perspiration.This stagnates the growth of the employees, not to mention the impact it has on the overall trajectory of the organization, which can only be arrested with the dawning of the realizations by the higher ups, taking firm action with a neutral stance in the overall interest of the organization concerned.

Policy of appeasing others in an organization

Many of the modern day organizations have developed a culture where the truth presented point black and white isnt accepted and instead the culture developed over a period of time appreciates appeasing others, buttering and oiling only to saisfy their egos.The egos can be derived from various reasons, one because the so called senior pros in the organization wants to show that they are different from the juniors especially when it comes to knowing the organizational systems and processes, the popularity of their brand name with the higher echeleons so on and so forth. The million dollar question is the overall impact the culture may have on the organizational growth.This policy of appeasement, humility beyond expectations can often go beyond the requirement so as to set up a professional culture, culminating in a feeling amongst the rank and file a feeling of "You Save Me, I Save you", "You Respect Me, I Respect You".These mutual understandings are often observed between peers aho are either at the same level or have the same level of seniority within the organization, even though they may be at different levels, functions or domains.The reason for the emergence for such culture is not difficult to find.On one hand immature heads at the top always craves for opportunities to satisfy their bolstered ego, which happens to be the right opportunity for those below so as to get their objectives being met.This is done both in cash and kind, depending on the surrounding environment, the status of the stakeholders involved,commonality of interests between the stakeholders,survival in a polluted environment with a specific objective in mind, which may be related to ones experience profile or to his earnings while being employed to the organization.Whatever may be the reason, over a period of time such organizations are full of Yes Man, rather than bold upright professionals who would call a spade, a spade.This further deteriorates the working environment and stagnates both the individual growth of the employees, along with the collective growth of the organization.

Is it correct to Save your own Skin at the Cost of the Organization

It is indeed suprising how organizations under the garb of competition transforms into an working environment which has dogs eat dogs as the major thrust area for all endeavours.However,this behaviour gradually metamorphoses into a bane for the organization as it leads to a feeling of insecurity within the rank and file of the company, culminating in everyone irrespective of their level and domains start to protect their own skin at the cost of the organization.Infact a rank outsider after observing these phenomena is surprised as all and sundry are always on their toes not to put their best foot forward, but to protect themselves from being fired due to one reason or the other.Such type of organizations are always in the look out for scapegoats so as to save themselves from their own mistake.The culture also alters from that of growth and development to that of fault finding where pointing fingers happens to be the order of the day.The employees working in such a set up initially may try to be ethically correct with an open and learning approach, but, over a period of time, the environmental influencers results in changing and adopting the protect your skin approach.Every one is trying to pass on the buck, accountability is the last word in the lexicon of the employees and all their positive characteristcs and behaviours goes for a toss.Knowing the developments very well, none is willing to be the whistle blower fearing backlash and being targeted.This continuous approach of fault finding across the length and breadth of the organizations impacts the overall creativity and innovation as most of the discussion and activities hovers around protect your skin at the cost of others.

465 publication on "Sports as a Rejuvenator and Unifier"

The article is published in the home page of www.knowledgeoman.com (http://knowledgeoman.com/forums/showthread.php?t=9321). It presents a snap shot on the annual sports at Ibra College of Technology, Sultanate of Oman, proving beyond doubt the fact that Sports play a pivotal role in rejuvenating the mind and also unifies people across domains, industry, regions, languages and culture.The annual sports extravaganza at the college campus gave the real life meaning of sportsmanship, competitive spirit and never say die approach to name a few.The event brought together all the staff and students on a single platform, which helped in knowing each other, not to forget the boosting of the friendly relationships between one and all.This culminated in a new found spirit and exhuberance amongst the stakeholders.

When Your's Truly was Live in FM Radio in Oman for the Second Time in One Year

It was indeed a pleasure to be online in Tariq Talk radio show on the topic of success on Wednesday,April 14th,2010,5.40 PM to 6.10 PM(Oman Standard Time) in 90.4 FM in the Sultanate of Oman,similar to the previous participation in the same channel an year ago.(details in http://manishankarthetrainer.blogspot.com/search/label/Cyber%20Talk%20Show . The 20 minutes interview hovered around success, where your's truly responded to a volley of questions from the host, Mr. Tariq of www.knowledgeoman.com along with the customized response to callers queries on a host of issues pertaining to Success.The epicenter of the discussion was success, its defintion,the ingredients to achieve success, the roadmap to achieve success, contributors to success,to name a few.

Symposium on Technological Development: Challenges and Perspectives @ SCAS, Sohar,Oman

The two day knowledge extravaganza at Sohar College of Applied Sciences, Sohar, Oman, on the 12th and 13th of April 2010 presented plethora of issues targeting the higher education sector. The academia from the Arab World addressed issues pertaining to different domains of technology, viz. electronic learning, novel learning methodologies, the sphere of the applied sciences, engineering and technology and business studies.The cross section of the presenters comprising of on stage and poster presenters detailed the nuances either in the form of research paper, case study or a mixed of both.Yours truly presented a case study titled, "A Case Study on Technology and Higher Education in the 21st Century"(abstract attached alongside this blog) presented real life experiences encountered in the Arab World as a faculty and corporate trainer.The major takeaways for yours truly were, usage of e-learning as a blended tool, the need for a perfect relationship between teaching faculties and laboratory attendants, as in the era of technology driven education it is important for the duo to compliment each other, rather than compete with each other.The big list of takeaways also entailed the need for the academic administrators to understand the importance of technology, thereby sourcing the state-of-the-art technologies and alter the same from time to time, rather than keeping them stagnant for a longer period of time.Moreover, the importance of training so as to imbibe the technological tools in the repertoire of all the stakeholders involved in the higher education sector needs to be understood locally and on an one to one basis, rather than a one size fits all.The snaps from the conference and Sohar is present in the following link-http://picasaweb.google.com/117563529873132697910/SymposiumSoharCollegeOfAppliedSciencesOman#The certificate can be viewed from the link http://manishankarthetrainer.blogspot.com/2009/09/details-of-conference-participation-at.html
Kudos to the SCAS, Sohar Team and the Ministry of Higher Education, Oman for conducting an excellent knowledge generating and disseminating platform!
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463rd on Training Day

The 463rd publication carried out by the leading daily of India, The Indian Express, dated 25th March 2010, presents a snap shot of Training and its Significance for an organization.Organizations today are putting less emphasis on training and development and that is understandable especially when the recently subsided recession(in parts of the globe, sans Europe and Americas completely.The organizations which aren't following a myopic approach are spending more or less the same amount in T&D as they know once the opportunities springs up they have to leverage the same through their manpower and therefore it is better to sharpen their axe before they move out to the woods.The organizations in the emerging economies knows this proposition pretty well and are therefore leaving no stones unturned so as to train their human capital.Companies are also trying to innovate so as to devise new methodologies which can not only reduce the cost, but also help in increasing the training effectiveness.Technologies like E-Learning, Blended Methodologies are coming to the rescue of the training department during these trying times.

Building a Champion Team through Teamwork

Making a champion team rests more with the leader than the followers, although one school of thought proclaims that the leader is as good as his team. After seconding this view, yours truly adds the fact that if the leader is empathetic with his team members and understands their respective strengths and weaknesses, adopts a customized strategy to handle them individually rather than a common one size fits all,the man at the helm is sure to groom mediocre talent into exceptional team members, culminating in the formulation of a cracking unit.Yours truly witnessed the same first hand at the Business Department of ICT, when the team which were at the bottom of the table in the inaugural annual sports event on 2009 went for a podium finish in 2010, solely on the basis of teamwork.Every member were motivated to give that extra bit,and this was possible because of the pep-talk and adrenaline flowing non-verbal approaches,without making them feel that they are undergoing that grind.Moreover, the approach adopted by the departmental leader with his troops is quite friendly,which makes everyone realize their respective latent potential.The ever-smiling presentation of the team leader even during the moment of crisis speaks a lot during those trying times which creates a permanent mark in the follower's mind and heart.To add to the official itinerary, of commitments and engagements which is as professional as it can be an outfit willing to be the champions need to undertake the same professional, unifying, never-say-die approach even while going for extra-curricular or fun filled moments.In fact,one common theme which gets percolated to the team members permanently,ireespective of the events that includes even departmental get-together, picnics,sporting activities is the ability to enjoy each other's success and peer learning, resulting in the development of group dynamics.Being two of the major pillars of a successful unit,the leader always considers everyone at par and is not willing to consider anyone greater than the team or its cause.The involvement of the team leader for the nurturing of a unified team having the common goals and objectives commensurate with that of the organization hinges on his sincereity towards the cause, not to mention the treatment meted out to every member from time to time.All these aspects were observed in aplenty and probably are the reasons as to why the business department of ICT came from no where in the annual sporting event and finished at the top!This should also explain the department's leadership in other professional exercises periodically, at times drawing attention from other competing departments, often found lagging behind.