tag:blogger.com,1999:blog-45416663118335924682024-03-08T06:20:07.960-08:00girish bhranyGirish Bhranyhttp://www.blogger.com/profile/12097901824000466934noreply@blogger.comBlogger5125tag:blogger.com,1999:blog-4541666311833592468.post-16046919606939458032019-05-21T01:42:00.005-07:002019-05-21T01:42:54.397-07:00Human Behaviour - Introspection!<div dir="ltr" style="text-align: left;" trbidi="on">
<br />
<div style="text-align: justify; vertical-align: baseline;">
<span lang="EN-GB" style="font-size: 12.0pt; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;">As a human our
propensity or disposition inadvertently is that we tend to find flaws or reason
for why a specific act was done by such and such person, without reflecting
these exact thoughts on our own self and we completely ignore our acts! And it
is really a prerequisite to transform this ignorance into realisation, into
self-introspection, not just once or twice but on a regular basis if we want to
witness a renovation. The way ‘Charity begins at home’, ‘To bring in the change
one has to be the change’. <o:p></o:p></span></div>
<div style="text-align: justify; vertical-align: baseline;">
<span lang="EN-GB" style="font-size: 12.0pt; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;"><br /></span></div>
<div style="text-align: justify; vertical-align: baseline;">
<span lang="EN-GB" style="font-size: 12.0pt; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;">While I was
penning down these things one of my fond memories knocked in; My mentor and Ex-boss,
late Mr Edburg P Mendes taught me in my very early years of career and I quote
"When you're nothing or doesn't have any identity/ recognition in the world,
world will give you only crap but when you become something and are capable of
bringing a change; create the world you always wanted for yourself and be
always conscious of never to give back what you got from the world". This
also means that if you give back what you are getting then it’s like 'garbage
in garbage out' and there is no constructive contribution that you are making
with this approach. And if you keep this progressive attitude up then what it
would establish is that all the garbage that you got, when you were nothing has
been successfully converted into a high-quality manure. <span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div style="text-align: justify; vertical-align: baseline;">
<span lang="EN-GB" style="font-size: 12.0pt; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;"><br /></span></div>
<div style="text-align: justify; vertical-align: baseline;">
<span lang="EN-GB" style="font-size: 12.0pt; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;">Therefore, what becomes
utmost important in our life is 'WHAT WE DO'.<o:p></o:p></span></div>
<div style="text-align: justify; vertical-align: baseline;">
<span lang="EN-GB" style="font-size: 12.0pt; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;"><br /></span></div>
<div style="text-align: justify; vertical-align: baseline;">
<span lang="EN-GB" style="font-size: 12.0pt; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;">Remember that you
cannot control anyone else's behaviour/ action but only yours. That means by controlling
your behaviour/ action, you can control other's conduct/ reaction, as it is no
more action but only reaction.<o:p></o:p></span></div>
<div style="text-align: justify; vertical-align: baseline;">
<span lang="EN-GB" style="font-size: 12.0pt; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;"><br /></span></div>
<div style="text-align: justify; vertical-align: baseline;">
<span lang="EN-GB" style="font-size: 12.0pt; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;">So, let's not
crib about the situation you think that you are trapped into and curse your
luck and time, let's do something about it.<span style="mso-spacerun: yes;">
</span>You are your own boss and this control on present situation is what will
help you in deriving your path for success.</span></div>
<div style="text-align: justify; vertical-align: baseline;">
<span lang="EN-GB" style="font-size: 12.0pt; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;"><br /></span></div>
<div style="text-align: justify; vertical-align: baseline;">
<span lang="EN-GB" style="font-size: 12.0pt; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;">Happy Controlling!!!</span></div>
</div>
Girish Bhranyhttp://www.blogger.com/profile/12097901824000466934noreply@blogger.com0tag:blogger.com,1999:blog-4541666311833592468.post-24963732904637798042010-05-27T22:24:00.000-07:002010-05-27T22:57:32.271-07:00Organisation can Achieve<div align="justify">Organisations are entities that run economies, systems and governments. It is very crucial for an organisation to behave in a balanced manner. The organisations can be disastrous if they do not follow the ground rules.</div><div align="justify"> </div><div align="justify">But let's look into the aspect of what are organisations and who run them? We will be directed towards the answer saying its 'HUMANS'. So, we can say organisations are also driven and managed by 'EMOTIONS'.</div><div align="justify"> </div><div align="justify">Now we understood the involvement of emotions, it is very critical to understand them and act accordingly to build in the long lasting healthy organisation. Human Resource Department or HRD is a very prevalent and common function in all the organisations. But at times so called HRD people don't behave the way they should. Rather than helping the employee, they trouble the employee. They speak all glittery things but when it comess on action those ideals they spoke and encouraged seems missing. hence we can say there is a big disconnect between the belief and practice of this function. This is one of the major reasons of employees getting dissatisfied from the organisation hence affecting the oganisational environment and employee trust in the organisation.</div><div align="justify"> </div><div align="justify">One can imagine an unhappy employee can be dangerous to the organisation as he/ she is very vulnerable and prone to attract dangers and losses to the organisation.</div><div align="justify"> </div><div align="justify">This becomes the key achievement of the organisation if management has gained the trust of its employees. This will also ensure the other successes of the organisation. That is the reason if we look at the well established large multinationals, they emphasize on the employee welfare and listen to the voice of the employees.</div><div align="justify"> </div><div align="justify">Let's take an example of employee separation from the organisation. When an unhappy employee leaves, he/ she does not speaks good for the organisation because they had suffered. On the other hand, a happy employee will always speak good about the organisation and will help the organisation in its brand building.</div><div align="justify"> </div><div align="justify">While working in the organisation, the happy employee will bring in prosperity in the organisation by providing great service to the clients of the organisation and gaining in positive balance sheets.</div><div align="justify"> </div><div align="justify">So I recommend the leaders to take care of this and build healthy/ happy organisations.</div>Girish Bhranyhttp://www.blogger.com/profile/12097901824000466934noreply@blogger.com0tag:blogger.com,1999:blog-4541666311833592468.post-14106668782857353922010-05-11T21:48:00.000-07:002010-05-11T23:50:19.649-07:00Value Chain: A Strategic Tool Snapshot<div align="justify">Value Chain is a strategic tool that was developed by Michael E. Porter in 1980's. The tool is wonderful to understand the competitive advantage of an organisation. This tool divides the activities in two parts viz. Primary and Support activities. These activities add value to the product/ services organisation produces and makes the end product/ services available to the consumer.</div><div align="justify"> </div><div align="justify">Among Primary activities are: Inbound Logistics, Operations, Outbound Logistics, Sales & Marketing and Services. These activities are actual doers. The main business run on these activities and in its absence the business can not function effectively.But to enable effective functioning of Primary activities, some support activities are required. Among Support activities are: Procurement, Firm Infrastructure, Technology Development and Human Resource Management.</div><div align="justify"> </div><div align="justify">Put together these activities ensure the optimum functioning of the organisation resulting in increased margins and effective products/ services.</div><div align="justify"> </div><div align="justify">This tool also indicates that if all departments are not competitors but really are the complements to each other.</div><div align="justify"> </div><div align="justify">Value chains of different organisations but in same supply chain put togther will create a value system. This system confirms the effective working of all value chains or which link is weak and needs attention to gain 'Competitive Advantage'.</div><div align="justify"><span style="font-size:78%;"><em>Ref.: 'Competitive Advantage: Creating and Sustaining Superior Performance' by Michael E. Porter.</em></span></div>Girish Bhranyhttp://www.blogger.com/profile/12097901824000466934noreply@blogger.com0tag:blogger.com,1999:blog-4541666311833592468.post-1542204804860242992010-05-06T21:33:00.000-07:002010-05-07T03:04:50.542-07:00Coping Up with Changing Times!<div align="justify">The times are changing very fast and so are the business requirements. All businesses worldwide strive hard to create a difference and remain successful. In the race of maintaining and sustaining, businesses face challenges day in and day out. So what is the best way of keeping yourself at pace? Which innovative idea can guarantee us ‘Success’?</div><div align="justify"><br />The answer is very simple indulge yourself into continuous innovation. Easy said than done, isn’t it? But then this is the only key to success. Worldwide businesses invest lot of resources in finding the different ways of doing things. Aiming to optimize on various aspects of businesses e.g. total cost of ownership etc. The key is how to run the business at minimal cost including minimal rework.<br /></div><div align="justify">The times were tough during recession that backfired the whole financial system worldwide and still has some of its impact. It was like a nuke bomb explosion in financial markets. Like nukes it had ripple effect and we saw fall of financial institutions one after another followed by non-financial industries. Everything is interconnected. It is very hard to say that a particular industry is absolutely risk free. In fact absolute risk free doesn’t exist, everything is vulnerable.<br />World saw many companies vanishing and many survived the storm by using some innovative strategies.</div>Girish Bhranyhttp://www.blogger.com/profile/12097901824000466934noreply@blogger.com2tag:blogger.com,1999:blog-4541666311833592468.post-45193780095160903152010-05-06T04:18:00.000-07:002010-05-14T02:46:52.334-07:00How to identify the effectiveness of Leadership?<div align="justify"><span style="font-family:verdana;"><em><strong>'To get the things done by self is very easy but to get the same done by others is a real challenge.'</strong></em></span></div><br /><div align="justify"><span style="font-family:verdana;"></span></div><div align="justify"><span style="font-family:verdana;">Real managers who understand and practice this become real leaders. They don't only believe in themselves but most importantly trust in their team members by exploring their respective strengths and areas of improvement. This enables the leaders to delgate the right work to right people. In this way all team members are not only effective but they complement each other rather than feelling threatened.</span></div><br /><div align="justify"><span style="font-family:verdana;"></span></div><div align="justify"><span style="font-family:verdana;">Real Leaders do not interfere much unless the job goes totally out of track. Full freedom with authority is delegated to the team member enabling him/ her to perform the tasks assigned. Giving the right to pursue entrepreneurial behaviour is something that witnesses boost in performance across the floor.</span></div><div align="justify"><span style="font-family:verdana;"></span></div><br /><div align="justify"><span style="font-family:verdana;">Real leaders do not have any vested interests. Their only vested interest is the team performance and professional satisfaction of the team members. Such leaders make sure that the performance is recognised as team work and not as individual work. These leaders don't even over whelm any team member, rather work on the weakest team member to boost his/ her performance so as the team performance can be further enhanced.</span></div><div align="justify"><span style="font-family:verdana;"></span></div><br /><div align="justify"><span style="font-family:verdana;">Let us look at this logically. Think of a team member in your team who is doing exceptionally well, the scope of improvement in such case would be limited than the scope in case of a team member who still has long way to get up to the mark level. Rather performing team member's performance can be hampered if all the attention and over appreciation is given to them as they can become arrogant and feel they are invincible. In other words it can be said as such leaders are responisble for deterioration of performing team members.</span></div><div align="justify"><span style="font-family:verdana;"></span></div><div align="justify"><span style="font-family:verdana;"></span> </div><div align="justify"><span style="font-family:verdana;">The author suggests that managers have to be cautious of these situations. As there is always a temptation of fast success and some managers get trapped, thinking that by providing more support to the performers, they will be able to enhance their performance hence team performance. A real leader believes in continuous working and working on/ with all team members at par.</span></div><div align="justify"><span style="font-family:verdana;"></span></div><br /><div align="justify"><span style="font-family:verdana;">In conclusion, it is said that there is no readymade success or shortcut to success. In fact such things do not exist. Also there is something which no manager should forget, 'Past success no guarantee for future success.' and this holds true for the manager/ leader himself/ herself.</span></div>Girish Bhranyhttp://www.blogger.com/profile/12097901824000466934noreply@blogger.com0