Self Motivation-Key to Managerial Success What is Self Motivation : Ability to do what needs to be done without external influence. How does your company become successful? Just because you have cutting edge technology! Surplus capital! Excellent Infrastructure! Reliable Workforce! Definitely not. A COMPETENT VALUE-DRIVEN CORPORATE MANAGER would make all the difference. Even his very presence would make the atmosphere ELECTRIC. Only some are gifted or bestowed with top managerial qualities. How! Is it an innate quality or imbibed! It is a topic worth the discussion, because it proves to be the liveliest element in the management process.     Well, when top management decides to recruit a good manger, what are the qualities they would be in favor of? Think about it, we even expect a house maid to be sincere, on time and loyal to us. When it comes to corporate dealings, the first and foremost quality desired will be “BEARING HUGE RESPONSIBILITY“. Accountability, transparency and control towards the day to day affairs of the company follow suit.   Read this resourceful article from Inlpcenter – Change Your Thinking: The Alternate Futures Self-Motivation Exercise , a unique self motivating strategy to make believe in yourself and become better problem solvers.     These managers who are also leaders serve as a ROLE MODEL for all the other employees SET STANDARDS FOR PERFORMANCE Motivate their employees Set a Brand Image for the company Be a GOOD LIAISON Problem solver Counselor and make the company special. Strategic Direction: When we talk about value, we talk about the influence that the value has on the STRATEGIC DIRECTION OF THE FIRM, which involves shaping up the character and image of the firm. A good manager EVOLVES OVER A PERIOD OF TIME. While considering the HEAVY TURN OVER TREND that has set in lately in the corporate environment, it becomes important for the top management to pick their HR lot carefully. How do you empower your trusted persons is a question that every Boss has to ask himself to retain the best talent. Good Managers stick to the firm and they contribute to the GROWTH OF THE FIRM. Training plays, of course a major part in the DEVELOPMENT OF MANAGERS but I feel that ONLY THE PERSON WHO MAKES THE BEST USE OF HIS SUBCONSCIOUS INNER DRIVE, REACHES THE TOP. Loyalty is an outdated term in this modern world and the minimum you could expect is SINCERITY. Self motivated managers easily regulate the environment and makes the climate cordial. He has to don many roles, A BRIDGE BETWEEN TOP MANAGEMENT AND EMPLOYEES MANAGE THE INTEREST(OF BOTH THE FINANCIAL INSTITUTIONS AND EMPLOYEES) FORMULATING MARKET STRATEGIES SHOULD BE A TECH-SAVVY A MAN OF EMPATHY A MAN OF BRILLIANT INTUITIONS(ESPECIALLY WHEN IT CONCERNS STOCK MARKET) EVER LEARNING VERSATILE and much more. Practice makes a man perfect is the saying. It suits the corporate business world too, provided the man is intelligent, capable and smart in taking decisions. Always a thinking person, an efficient manager would be on the look out for opportunities and resources that could benefit the firm. Every one of you who aspires to catch up with top positions in the business world must do a “THOROUGH SELF ANALYSIS” as to how agreeable you are in the likert scale of the...

The Ideology of Corporate Culture What is Corporate Culture: the collective beliefs, value systems, and processes that provide a company with its own unique flavor and attitude. Management Attitude: Globalization has necessitated organizations existing in the corporate business world to respond in a unique way in an attempt to enjoy a competitive edge in the market. Corporate culture is a value that keeps an organization intact and helps in building team spirit amongst the members. It is not possible to specifically describe or delineate the concept of culture, yet, people are aware of its fine and striking presence. Let us say that each corporate firm has a dissimilar but unique culture which embraces the values, norms, beliefs and assumptions of the members of the organization and their behavior. It is also greatly induced by the leadership style and management attitude. Role of Culture: Why do organizations need culture as a milieu? Has culture any role in improving the output? Management uses culture as a means to reach out to the employees in an informal manner, to signify what is expected of them plus what is to be expected from the management. Culture cuts through all the levels of an organization and unites the members or employees, to work towards enterprise objectives in a remarkable manner. It is a sort of identity label on the organization and its interest to promote or espouse the value systems through out the organization. Corporate culture encompasses the following qualities enlisted: Quality driven Presence of an informal atmosphere Open communication Customer centric business model Proper and likable dress code Trust and confidence amid employees Value based management CEOs’ as strategic drivers in setting a candid corporate culture CEO’s naturalness and spontaneity with the employees Gratifying employee welfare and security measures Value systems indicated by the vision and mission statements Codified employee behavior Well devised operating strategies Greater autonomy tomanagers at different levels Rewards and recognitions and so on… https://blog.enplug.com/corporate-culture   Corporate culture is considered to be a dogma, which many organizations utilize as a means to develop and amalgamate prospective employee groups. An employee learns all about the firm, its activities, the role he is supposed to play, information regarding his superiors, training, career advancements or promotions, pay, employee leave procedures and the long range goals of the organization during the time of induction. The firms should capitalize on this incubation period to spruce up the minds of the employees to act in accordance with the desired values expected by the management.   Value Systems: It is inevitable for each and every organization to develop a value system over a period of time based on the founder’s outlook towards business and people working for him. This creates a strong or a weak culture which has an effect on the output or performance of the employees. This also serves as a clear indication whether the organization is proceeding in the right direction. We should never forget that a sound culture eventually aims at achieving the end goals of an organization. The cultural framework of an organization facilitates this process to materialize in a smooth manner. Though intangible in nature, it wields its negative power, when not nurtured appropriately. Flourishing organizations always have pride in their robust cultural back ground, which is a mark of distinction. It definitely shapes up an organization to deliver performance that matches and often surpasses the industry standards. The head of an organization has an important role as a leader as well as a change agent in taking his organization to the next level. The mutual faith and trust between the superior and his subordinates is the anchor point of an organization. Culture – An Intervention Technique: The culture of an...

Managing Critical Factors of HR The prerequisite for an organization to excel in all aspects of its business activities is absolute strategic management of its HR functions.Human resource management is an extensive term that covers various aspects of personnel function. This discussion is focused on three main aspects that constitute human resource management. Personnel administration Human resource development Industrial relations Personnel administration: It can be also called as the HR module where policies and programmes are laid down by the HR department for the benefit of the human resource personnel. Employment and compensation are chiefly dealt with in personnel administration. While business firms in the corporate environment are in constant demand of man power, finding the right person for the right job is always a testing task for them. Right from job analysis to HR planning, recruitment, selection, placement, induction and orientation, HR department is held accountable to define and develop these operative functions. Mere acquisition and incorporation of human resource is not adequate, the organizations have to engage themselves in empowering their employees through competent training, motivation and refining their social relations. Job Assessment: Job assessment has to be done for fixing compensation that includes wages and salary administration, incentives, bonus, fringe benefits and social security measures. The shifting business environment and consumer requirements compel the organizations to restructure and re-engineer their organizational functions. These moves can be viewed as strategic responses reflecting from all domains of an organization, namely product, marketing, manufacturing etc., where people are the centre of focus. Human resource development: This is easier said than done. Firms are trying to evolve and employ various methodologies of training to enhance the performance levels to the desired standards. Performance cannot be achieved by coercion or bureaucracy, as the work force is protected by numerous enactment of labor laws enforced by various governments. Training and development is a separate entity by itself and is a continuous process that aims at the development of the organization as a whole and also facilitates employee career planning and development. Industrial relations: The following factors have to be scrutinized by the management to maintain good personal relations with the employees. Motivation Morale Job satisfaction Communication Grievance handling Discipline procedure Quality of work life Employee participation All said and done, the organizational health can be measured by checking the effectiveness of HR management through aspects like HR audit and research that aid the firms to analyze and understand the extent to which they are efficient in utilizing human resource for the benefit of their organization. The experience of a human resource manager comes in handy at situations like these, where he has to don different roles to suit the occasion. Personnel role-advisor for top management, policy maker, counselor to employees, spokesman of the company, change analyst, liaison Welfare role-researcher, catering man, motivator Clerical role-time keeping, wages and salary administration, record maintenance, human engineering Fire fighting legal role-negotiator, trouble shooter, peace maker, problem solver, grievance handling. The management employs scientific, analytical, psychological and social techniques to build the business around human resource, who are the real value additions to the...

An entrepreneur is one person who has the ability to think outside the box, to cash in on the opportunities, to think big and different, to go for innovative ideas, to take unwarranted risks and to make a difference amongst the ordinary lot. Women entrepreneurs are no exception as they have the ability to bring unique perspectives to problem-solving that truly sets them apart as trailblazers in every field they venture into. Modern business world and the society as a whole have understood the importance of women emerging as successful and powerful entrepreneurs which has proven good for the growth of a country’s economy. Challenges of Being a Woman The challenges start at the grass root level: being a woman is sufficient enough to create a gender bias and to be looked down. Physically the differences are obvious and the strength that a man is empowered with cannot be overruled, but the inner strength and the power to conquer that a woman is empowered with can never be equaled. Running a household is even more difficult than running a corporate business. All your management principles come under the household umbrella. No tactics or strategy is left unturned for the smooth running of the household. A woman needs no training in areas of strategic planning decision making (comes naturally) developing interpersonal relationship delegating authority decentralization managing leadership motivating others and self-motivation crisis management impression management quality of work Women CEO’s add Value to their Companies Nature has blessed her with all these and many more managerial qualities that are needed to manage an organization effectively and efficiently. Gone are the days when they were treated a step down, now most of the corporates have very efficient CEOs and their ability is reflected in terms of productivity and profitability. Moreover, a woman adds value to the company as responsibility is her second name and this works out in favor of the organization to gain the trust and confidence of its consumers, suppliers and stake holders. A woman can occupy any post of its highest kind including the presidential or prime ministerial positions. The enthusiasm that a woman entrepreneur exuberates is infectious and induces positive vibes in the organization. Be it negotiations, tackling the union leaders and workers, business travels or bargaining, nothing is a problem. She is more efficient in clinching deals and proves adventurous in concluding new business ventures. Work – Life Balance A woman has to have a balance between her family, relationships, children and work. That is the biggest ever challenge which she handles with ease. The financial pinch that the recent economy has created has served as an eye opener for men in realizing the fact that a house needs two financial paymasters for running the show. Success Ratio of Women Entrepreneurs Few women entrepreneurs emerge out as victors as most of them lack support from their counterparts and lack of financial support from banks, financial institutions may also slacken the pace and hinder their progress. The success ratio has considerably increased when compared to olden days but still many of them lack the nerve to start their own business. Ignorance and lack of self-reliance are the major factors hindering the development of female entrepreneurs. I have seen many women who are born in business families with natural business instinct and their added advantage would be the already available infrastructure, platform and guidance to grow and make it to the top. Even circumstances force certain women to go in for self owned business and once they taste the essence of success they never want to look back. The society has a bigger role to play in developing more women entrepreneurs by giving positive support. Women have a better...

Transformational Leadership What is Transformational Leadership: a leadership approach that causes change in individuals and social systems. Humans generally prefer to have a serene life without much hitches or hurdles in the way. Even if they are to witness a problem situation, they tend to pull themselves away from the scene of action to avoid consequences that may lead to complications at a later date. Very few are bestowed with qualities that make them appear exceptional to the eyes of ordinary men and women. Such people bring wonderful transformations in the lives of people, who willingly follow the leader and support the cause. Need for Transformational Leaders: In business environment, there has always been this debate, whether transformational leaders show success! But it has to be kept in mind that each component of transformational leadership has relevance for improving the decision-making process. In comparison, individually considerate leaders make sure that all parties to the problem are heard. Intellectually stimulating leaders reformulate with followers, colleagues, or superiors into more familiar and concrete terms, what may have begun as fuzzy. Inspirational leaders increase confidence and raise aspiration levels, that the problem can be solved once its causes have been determined. Decision-Making Styles: Leaders with idealized influence show their concern about the problem and the need for its solution. The common thread that emerges from the discussion on decision-making is that decision making styles may be primarily viewed as being based on logic or feeling and instincts. The rational and intuitive decision-making styles are generally considered in conjunction since they represent two ends of a continuum as observed through most studies. While making decisions, transformational leaders are more likely to Be proactive to incipient problems, anticipating the emergence of problems more frequently and farther in advance. Incremental, taking small steps toward problem solving without waiting for a guarantee of complete success. Willing to look at a problem in a larger context and longer time frame. Encouraging of search and choice that take into account the wider context of the larger organization and outside environment rather than limiting the search to the immediate neighborhood of the problem. Quick to react to emergent problems. Seeking information informally for making their decisions rather than prescribed by organizational rules. Practicing walk-around management to promote the upward flow of communication and information. Making decisions involving higher payoffs at higher risks rather than decisions that favor exploitation and achieve lower payoffs at lower risks. Willing to take failure in their stride. Rationale in Making Decisions: The rational style of making decisions is deliberate, analytical, and logical assessing the long-term effects of decisions and having a strong fact-based orientation. The intuitive style is feeling-oriented and based on internal ordering of information. Such decisions are made quickly. The dependent style is characterized by use of support from others while delay and denial characterize the avoidance style. The spontaneous style displays a strong sense of immediacy and an interest in getting through the decision-making process as quickly as possible. A transformational leader would more likely to make decisions rationally after considering carefully all the facts and information and spending a considerable time over the decision-making process. Transformational leadership will be positively related to rational, spontaneous and dependent decision-making styles, and will be negatively related to intuitive and avoidance decision making. The interaction effect of rational and dependent decision making styles on transformational leadership will be...