My Digital C.V.

I am very thankful to Dr. Mandi, our POM professor. For encouraging us to accomplish such a interesting and all the way different task. Thank you Sir.

Please go through this video. It contains my career information and some interesting concepts of POM which I will try to implement in various upcoming activities.

https://www.youtube.com/watch?v=Xj5Iw5NxXHE

Rich Job x Poor Job , Manager-Individual-Group

Today, Dr. Mandi gave us a new insight knowledge on Job, its varieties and difference between Individual decision and group decision. It was quite interesting to learn about such basic topic from the point of management.  Now moving on with the description of job, job is the set of task which is done periodically by the employee. It is comprehensive, complete, homogenous. We do not put unrelated task in Job, because it unknowingly creates problem of synchronization and hampers the efficiency.There are two types of Job i.e. Rich job and Poor job. It is very important to note that job are not divided on the basis of pay or earning , but there are certain criteria in the management field on the basis of which job are rated. These are :

Autonomy
Skill
Variety
Task Identity
Feedback

The job with the high rating in all the above fields will be considered as High Job and low rating will be considered as Poor Job. The above terms are not new to us. We are quite familiar with all of them. Autonomy means the power to exercise own's plan and decision. Skill is the  competency of one own's. Variety means diversity. Task identity denotes the level of its visibility of task or How much task is substantial while Feedback is loop like structure where the views points of end customer reaches to Employees. For example Job of Pilot has absolutely no autonomy, has high Skill, has some variety, has good task identity and has proper feedback process. So, here we can conclude that it is close to Rich job. Rich Job and Poor Job has their environment variation also. Rich Job has High Job Involvement, High Satisfaction, High productivity. While it is just opposite to the Poor Job. Rich Job is also known as intrinsic reward and Poor job is known as extrinsic reward, which in turns means that more money is paid in Poor job.

Now we come to the discussion of Individual decision and Group decision. A good manager is the one whose difference between the its own decision and group decision is as minimum as possible. We can otherwise say that for a good manger Individual Decision should be equal to Group Decision. There is another concept of Expert Decision. Expert is the benchmark where each and every manger wants to achieve. So, A expert decision also plays a important role and thus the equation becomes
Individual Decision = Expert Decision = Group decision. Taking an example of organization, It is a place where group of people works together in coordination to achieve a desired goal. It has a manager to control the group of people and each organization have certain pattern of doing the work. Each organization tries to accomplishes the task in six sigma platform or want to achieve CMMI Level 5 certification. So, These standard are regarded as Expert Decision . Manager Decision are regarded as Individual Decision and Organization decision are regarded as group decision. So, Now for our understanding we can scale the rating of manager.Manager Decision should match with six sigma method or CMMI Level 5 standard. If the difference with these i.e. Expert results and manager results minimum then we can say that manager has sound knowledge about the field of organization and now manager has to turn the group decision towards himself i.e. he should also try to keep the individual decision and group decision as minimum as possible. Then only a manager can be regarded as best manager.

A best manager is a function of : Best Manager= f(Minimum_[I-E], Minimum_[I-G], Minimum_[G-E]), where I=Individual Decision, G=Group Decision, E=Expert Decision.

       

Nascent Vision...A step taken by our seniors.

Today, there was one more successful effort by Dr.Mandi to arranged a our short interaction with our immediate seniors IM19 batch- Prateek Kureel, Meet Merchant, Sagar Tamboli . These were three people in IM19 batch have started their own business. I can say they have taken a daring step and as far as I can understand from their interactive session they have been successful in achieving their target. These three people (our seniors) have definitely earned the respect in college as well as from us. Now I will tell you what work they have taken up as their start-up and how they are managing it.  We know that the date of festival Rakhi is approaching. Gone the days when brother and sister live under one roof of house. Today, the time has come a long way ahead where you rarely find sister and brother living together or even meeting together for some time. It is not due to some conflict or internal jealousy and argument but because sister is studying somewhere away from home or abroad and could not meet the families member on special occasion. It may be the case that sister is married and settled away from home. So, in this way reasons can be many. Now this is where our seniors had done a commendable job. They have come up with the idea of sending online Rakhi to their brothers. In this modern world, where e-commerce is on booming side and enjoying its full scope. Our seniors have developed a site which is use to send the Rakhi at the doorstep. It is just like we purchasing some items online and we are very much now acquainted with it. So, the people will not hesitate 
much to buy and send the Rakhi to anywhere they want.This is the wonderful idea which our seniors have come up with.

Now the question arises how did they achieve it and how do manage it. It was according to them not a very difficult task. But what we need here is passion to do the things. They did identify the work and shared among themselves. One of them designed the web site. The website is designed in a very simple way, even a naive can also use without any hindrance. This is my personal feedback regarding web-site designing. Our seniors also took the feedback from us (assuming us that we are customer) and they were open to take any type of criticism. Let me tell this, it is the essential quality of being an entrepreneur that you are open minded and ready to accept what criticism you get and work upon them. One of the boy from our class told that the Rakhi for the customer  is properly not visible and there should be zoom in, zoom out facility also available on the site as other e-commerce website do have. This helps the customer to view the item more closely and also he can absorb the look and feel of the product. After website designing they contacted to the payment gateway. CCAvenue payment gateway is the largest payment gateway in India. Our seniors contacted the CCIAvenue. CCAvenue, after evaluating their website , they approved the deal and it was a biggest achievement for them . After the agreements on term and policy they can actually call themselves as business man.When the deal of payment was cracked by our seniors, half of the problem was solved for them. CCAvenue provides the online payment method to all customer and is considered to be  fully reliable and safe payment gateway. Deal with the such big and relaible payment gateway would also serve as a drawing factor as customer will be less hesitant to pay money online.

Then comes marketing, They marketed it online and through the word of mouth. They did not send much on marketing but as far I feel they should have spent a higher proportion on marketing so as to boost their sales. Though they have a substantial  presence on internet as well as social media site but having it offline or ground promotion would also help if they had done it.  Another major task was to connect with the delivery vendor. They have contacted with the delivery vendor and also signed a deal with them. So, these were the major task they needed to complete to officially start their new venture.
In order to boost their sales of Rakhi they are giving the gifts for free . A Rakhi along with the gifts. A wonderful strategy for a memorable moments. In due course of taking up start-up, people tends to  automatically develops the various kind of skills in himself such as leadership skills, managerial skills,
public relations and many more. This was very much clear from their interaction and as I have told earlier also they have earned the respect of us even from Dr. Mandi Sir.
 There site is up and working , I would recommend my friends those who reading this blog should visit the site once and if any girl feel like sending Rakhi to his brother can definitely try it .You will get free gifts also along with Rakhi.
 Here is the link of the site, go through and celebrate Rakhi.
www.gift-rakhi.com

Valley Crossing Problem.

Another fun activity in the class along with the important learning was arranged for us by Dr. Mandi. The name of activity was Valley Crossing Problem.  

What is Valley Crossing Problem ?

The problem is that 3 people have to cross a valley and the only resource they have is a rod. The width of the valley is such that it is longer than a step a person can take but shorter than 2 steps a person can take.
 

Solution :-

1. When the first person will take the first step, he will be half risky since one of his feet will be in air and other on the ground, at the same time other two people will be full safe.
 
2. Everybody will take one more step at this moment, first person will be fully risky and other two will be full safe. But since other two people will be holding the rod, with proper communication and trust the first person will not fall and so they can cross the valley.
 
3. This process will be repeated for other two persons. Every time they will be either half risky or full risky.
This is depicted in the diagram which will give the clear picture of the Valley Crossing problem.

 

Persons	First Person	Second Person	Third person
Step
1	Safe	Safe	Safe
2	Half Risky
3	Full Risky
4	Half Risky	Half Risky
5		Full Risky
6		Half Risky	Half Risky
7			Full Risky
8			Half Risky
9	Safe	Safe	Safe

  Learning from this activity :-

1. Team Work :- Team  Work ofcourse play a important role here . It is very much understood that the valley could not be crossed by the single person but  if we do any task (even to the highest extent of difficulty) in a team then we can definitely  can find a effective approach towards the problem and solve it easily . In this same way , organization performance cannot be generated individually , every person working in the organization should give their best shot in the work to achieve excellence. One of the very good example of team work which we see today is INDIAN Cricket Team. All the players in team India try to give (and they actually give) their best performance in cricket and hence result is in front of us. Team India is currently number one cricket team of One Day International Cricket. So, Team Work is very much important for the excellence.              


2. Communication :- Communication is perhaps the most important aspect to achieve anything. In this example , all three have to communicate continuously to achieve this task. Similarly, In an organization it is very important that every level of management, should co-ordinate each other and with the work force. Communication is best medium  to make others understand about his/her own plan, feeling , thought. A clear communication can help to bind the team together and achieve the task goal in efficient manner.

3. Trust :- If we working in the team , then trust also plays a very important role. Trust for three people crossing the valley is very important , as at different times, a particular person becomes  vulnerable and his safety lies in the hands of the other two people .Similarly, in the case for any small or large, significant  activity in any organization. As the success in any endevour of the of the organization hugely depends on teamwork, trust among the members is important for coordinating effectively to achieve the objectives of the organization. For example in Indian Cricket Team the captain shows his full trust on his team members and in turn team members also show their full support to the Captain. If this sort of structure prevails in the team or organization then no body can stop it from achieving the want they want.

4. Goal :- Goal setting determines the ultimate objective. As all the three people who were crossing the valley, has one and only one goal i.e. To Cross the Valley. If they would not have the common goal then , they could have never ever have succeeded in crossing the valley. 

5. Harmony :- Every member in the team and especially the leader should try to maintain the calm and harmony in the team or organization. Harmony in a way keep the environment and the work culture pleasant and this directly and indirectly boosts the efficiency of the team or organization. Here  also the three people work in harmony and no one seems to be irritated or annoyed. Had this been not the case , they would have failed. Like the captain of Indian Cricket Team , he seems to be very calm ,self motivated and this adds sparks to his fellow team members  which automatically brings positive energy  to the team.

A Session with our Alumni

Today was one more exciting day at NITIE. This day was exciting because for the first time we the IM20 batch of Section A were going to meet the three Alumni of NITIE . These Alumni belong to IM10 batch, quite a long difference. So, I was ready to take as much as can from them, their experiences, their learnings and anything which I could possibly get.  We went to the class then after few minutes Prof. Mandi entered in  with one of the alumni , his name was Nikhil Kulkarni. Actually first of all I want to express my gratitude to the effort of our Prof. Mandi  sir who had arranged our session with the alumni . Thanks a lot sir.!!!!! 

 

Prof. Mandi introduced us to the Nikhil Kulkarni and then he passed the proceeding of session to him. Nikhil  Kulkarni is very decent person, I observed him as simple living and high thinking person. Before starting the session he liked to took our views,  that what we are expecting from this session, and what questions does he really need to answer during the session.  In response to this there were several question out of which few of them were - What are the learning from NITIE, which we have to implement in our jobs. What is the scope of starting a our own business venture. How is life post NITIE. These were some of the questions. It was then our  session officially started. The very first topic he talked about is entrepreneurship or starting of one own business venture. There was a clarity of thought in the manner, he was speaking out.

Our class including me were seems to lost in his discussion and certainly there was our listening skills at its best. So, on the entrepreneurship part , he tried to analyzed our thought that why some of us want to take it up as a career. Basically in my opinion , he was trying to make out that it is really our passion to start a business or its all about  glamour. He then talked about the difficulties arising out of starting a business. The capital we require for starting a business could possibly be too high, might be 50 crore would be very little figure for statring a company. It is not easy to raise a capital of such amount and more over it requires more dedication ,personal time. According to him getting a good profile in good company and starting a business is more a like same thing. He told us that there is good amount of earning involved in job which is at par, there is big responsiblity involved as in entrepreneurship as same here in job also , there is lot of big tasks available which gives us the same feel like we are managing the business of our own. In Entrepreneurship we have to make people work in such a way that they are able to generate the revenue three times of their salary. The employee who is working for the company not only generates the revenue but also generates the salary of the manager/people who are above him in the company hierarchy till CEO's. Nikhil Kulkarni's target as set by his company is to genrates the revenues ten times more than his salary and we can imagine what kind of hard work and managing activities it would involve while doing a job. So, in no way we can say that entrepreneurship is better than doing merely a job.

At the end of  the day it is the satisfaction level that we people tends to derive. If we derives the maximum satisfaction level from entrepreneurship , then we must go for it and on the other hand if we are more satisfied in doing our job for company then , it is not bad either. After giving us the realization of the similarity and differences between  the two he proceeded with the his own experience in NITIE. He told us that there will be plenty of time, we would be getting in NITIE to work upon idea of starting a business , then if we find feasible , we can absolutely go for it.

One of his most interesting experiences , which he shared with us was  evolving of Mashtisk, a sort of online prerna ( Prerna is famous committee of NITIE related with organizing fest and all.) At this point of time his friend and our another alumni Hemant joined. Hemant happens to be co-founder of Mashtisk. Both of them talked about what difficulties they faced and how the concept of mashtisk was evolved. During their class meet , when Nikhil introduced his idea regading Mashtisk  but several others batch mate rejected on several presumption but then later it was Hemant who supported Nikhil. The idea of mashtisk was to designed a site were several kinds of business related games would be played. These games would actually test the management learning and skills of individual along with the business strategy. Any player has to submit his/her own business strategy of the games before 3 AM of the day and then from 3 AM to 6 AM , administrator has to download all the strategy of person , upload new with cases for the of new day. So this was kind of hectic schedule they had. After few days this concept gained momentum and now there were more people who voluntarily  wanted to be part of this team and thus it evolved on bigger domain. Mashtisk has a team of thirty members which comprises of both seniors and juniors.
"First they ignore you, then they laugh at you, then they fight you, then you win is very well suited here."  Their idea of Mashtisk was successful because it had a proper and definite vision, mission, commitment.  The rest of their year in college the team managed it very well. Then the discussion shifted to the work culture and how do we maintain it. It was also quite interesting . I gained the insightful knowledge of work culture post MBA  studies.
So, here I am concluding the blog. I tried to post a full experiences of the Alumni which I could gather. It was very much interesting, full of knowledge and for that all credit goes to our great Prof. Mandi. Thank Sir , you for helping us to interact with our alumni . I have tried to extract a full,  out of their experiences and this certainly help me in the future.

Three Monks.

Three Monks  is a Chinese animated feature film produced by the Shanghai Animation Film Studio. After the cultural revolution and the fall of the political Gang of Four in 1976, the film was one of the first animations created as part of the rebirth period. It is also referred to as The Three Buddhist Priests. The film is based on the ancient Chinese proverb "One monk will shoulder two buckets of water, two monks will share the load, but add a third and no one will want to fetch water." The film does not contain any dialogues, allowing it to be watched by any culture, and a different music instrument was used to signify each monk.

SUMMARY
A young monk arrives in the temple and starts living a simple life in temple situated on top of a hill. He sees that there is no source of water inside the temple and there is so much scarcity of water there. Down the hill there is a river flowing. The water could be brought from there only. As the hill has the steep slope so, it
was some what difficult to bring the water up on the hill to the temple. But since it was the utmost need of the monk , he has to bring the water with the help of carry pole and tiding two bucket at the ends of pole. He has one daily task of hauling two buckets of water up the hill. After few days there came the another monk. This gave the first monk a reason to relax. Now first monk always instruct to the second monk to bring the water for temple alone, but this could not continued for so long. Second monk wanted the first one also to join him in work. They tried to share the job with each monk, they hold the carry pole from the end while one bucket was hanging there in the middle. In the middle of way they faced too many problem and after few time they came out with a solution which in turn enable them to accomplished their task of bringing the water up to the hill. The arrival of a third monk prompts everyone to expect that someone else will take on the chore. Consequently, no one fetches water though everybody is thirsty. This continued for some days. One night, a rat comes to scrounge and then knocks the candle holder, leading to a devastating fire in the temple. The three monks finally in emergency unite together and make a concerted effort to put out the fire. Since then they understand the old saying "Unity is Strength" and begin to live a harmonious life. The temple never lacks water again.

Working Method involved in the Story.

Working Method 1: One monk fetches the water
The monk fetches the water faithfully and regularly every day. As his needs are limited and he was alone he doesn’t mind carrying two buckets with a stick on his shoulders.

Working Method 2: Two monks fetches the water
When the second monk moves in then they both try to bring water in single bucket together. Initially they both fight over how to carry water because the bucket would  tend to slip either side since they had difference in their height. But later on they find a solution with the help of standard ruler and cutting the pole so that it  do not slip. With the help of short pole ,they jointly fetch a single bucket of water every day. Although they work as a team but it seems as if they are not satisfied with each other.

Deadlock Situation
When the third monk moves in, both monks try to delegate entire work to the newcomer. In fact third monk fetches the water once but he consumes all by himself. After arguing with each other constantly over whose turn it is to fetch the water, nobody goes to fetch the water. No water gets fetched even after they all are , thirsty. Sometimes deadlock situations also arrives while there is transition from one step to another.

Working Method 3: Three monks work as a team to fetch out water

When the fires broke out in the temple. All three monks then put aside their personal ego and collaborated as a team. Now one monk went down to hill to fetch the water another monk would stand on the edge to pass on to bucket to the temple and the third monk would help in putting off the fire by throwing the water on the temple. So, There was no feeling of jealousy and selfishness in that team. All member were working for a single goal. As a result they were able to putt off the fire.

Management Lesson
Innovation

Transition from Working Method 2 to Working Method 3 led them to innovation.  When the monastery is on fire they realize that it is better to think in terms of  team goals rather than individualistic goals. Now they have introduced the pulley system in fetching the water. One would draw the water from river and tied to rope
,second one would pull the bucket through pulley and third would take the bucket inside the temple. In this way they can draw as much water as much they need without  any hassle. This shows difficult situation inspires ingenious solutions.

Team Work
The Three monks allow personal pride to interfere with the performance of daily tasks, each believing that the other two should be the ones to go downhill to fetch water. When a fire breaks out, they work together to save the temple. So, from this we learn that in an organization and in a team, its important to take personal
ego out of our self and  perform the duty at hand so that there is no regret later.

Productivity

While talking about productivity Working method 1 has less productivity than Working Method 2 and Working Method 2 has less productivity than Working Method 3.
To make it clearer, here is a table illustrating the productivity statistics in each case.

Tower Building Activity.

In this blog I will write about the SMART Goals and i will give the clear picture of Smart Goals with the help of a activity i.e. building tower. Ofcourse it was explained to us by Prof. Mandi in the very same way. He brought a bag which has two boxes in it. These two boxes has several small pieces of wooden cubes. With this pieces we had to build the longest tower possible. These small pieces of cubes were given to us in some of the previous classes also , but this time we are going to learn something different according to Prof. Mandi. These small pieces of cubes could gave us so much to learned , I have never thought about it.

With this small pieces of cubes and building the tower activity , I learned about Craftsmanship, Modern Management , some of the loop holes in modern management (which is prevailing in some of the organization) and setting the smart goals.

If a single person is building the tower with the help of cubes, then he is doing more of a Craftsmanship kind of work.
Craftsmanship :- There is no Organization Management in craftsmanship. If a single person is doing conventional work to support his per day living , then he is known as craftsman and this type of work is known as Primitive Work. Since it do not involve a group of person and he is doing no good for the society,  it is not an Organization Management.All the jargon of the management such as society, specialization, profitability, revenue, culture etc. will not be there in craftsmanship.

Modern Management :- Now to make us to understand the modern management, Prof. Mandi called some of the student, to be precise seven students to build the tower. But he kept one condition that only one person building the tower with his eyes blind folded , rest all others member will guide him to build the tower.
The process started, after few minutes a tower of seven cubes high was made, while in attempt built it more big it felled. Prof. Mandi then asked the experience of  the person who was blind folded and building the tower, he told that there was lots of suggestion from the different people that eventually it converted into noise and created confusion and as a result the objective of building big  tower failed.

Similar type of situation was also faced by me in my organization. Before joining to the institute I was working in TCS. I was working in TCS as Assistant Systems Engineer. It was my work to accomplished the coding part (most of the time) associated with the project. Systems Engineer was also there to help me. But in the hierarchy above me here there were Mentor, Team Lead, Project Lead, Program Manager. Some of times , it happened such that Program Manger would tell me to do something different than what had
been told by my Team Lead. It put me in dilemma to what not to do and what to do. Though there is always a way to worked it out,  but then it affects our efficiency. As Performance =Efficiency * Effectiveness , So decrease in efficiency by any amount lowers our performance. This kind of system still prevails in our organization. But then it totally depends on our managers to coordinate the team, implement Smart Goals to increase the performance Of Organizations.

Smart Goals :- “You've got to be very careful if you don't know where you're going, because you might not get there.” – Yogi Berra
This time Prof. Mandi has asks us to implement the Smart Goals rules in Tower Building activity. Goal setting is very much important from the organization point of
view. It is because goal is the factor for which organization works for. Goal setting is one of the basic tools used by organizations to assist in setting a direction
and achieving it. Defining organizational goals helps to conceptualize and articulate the future direction of the organization.
Managers had to identify the potential of its employees before setting the goals. While Goal History is what that has already been achieved. So, Keeping this view
in mind manager has to define goals for the organization.
Here ,It is very important to note that Goal set should be more than Potential, Goal History and Goal Achieved. If this conditions are met then only it is known
as SMART GOAL.

S=Specific

A goal is specific when it provides a description of what is to be accomplished. A specific goal is a focused goal. It will state exactly what the organization intends
to accomplish. While the description needs to be specific and focused, it also needs to be easily understood by those involved in its achievement. It should be clearly
mention:

 What is to be accomplished?

 Where is it to be done?

 When is it to be done? 

M=Measurable

A goal is measurable if it is quantifiable. It will also have a target toward which progress can be measured, as well as benchmarks to measure progress along the way.
A measurable goal will answer questions such as:

 How much?

 How many?

A=Achievable

There should be a realistic chance that a goal can be accomplished. This does not mean or imply that goals should be easy. On the contrary, a goal should be challenging.
The organization's manager and employees agree that the goal is important and that appropriate time and appropriate resources will be focused on its accomplishment.
An achievable goal should also have some space for flexibility.

R=Relevant/Realistic

Goals should be appropriate to and consistent with the mission and vision of the organization. Each goal adopted by the organization should be one that moves the organization toward the achievement of its vision. As discussed earlier, goals are set by or in concert with the person responsible for achievement. It is important that all short-term goals be relevant (e.g., consistent) with the longer-term and broader goals of the organization.

T=Time

Finally a goal must be bound by time. That is, it must have a starting and ending point. It should also have some intermediate points at which progress can be assessed.
Limiting the time in which a goal must be accomplished helps to focus effort toward its achievement.

As a result of this activity this time our class has been able to build the longest tower (as compared to earlier attempt) as high as 24 cubes.So, in this way I have seen the practical examples of setting the smart goals and how the performance of the organization can be increased through it.

Goals should be spiral in nature and it should expand constantly.

Apart from this a very famous theory i.e. Pygmalion Theory was also discussed. According to this if we expect something more from any person then that person tries to do its best to meet our expectations. So, this in a way motivates a person to do something better and better.


  

Setting the Goals

“You've got to be very careful if you don't know where you're going, because you might not get there.” –    Yogi Berra

Today in this blog, I will discuss about the Goal setting and Goal achieving. Goal setting is very much important from the organization point of view. It is because goal is the factor for which organization works for. Goal setting is one of the basic tools used by organizations to assist in setting a direction and achieving it. Successful organizations often set long and short-term  goals for service development, improving quality, reducing errors, becoming more focused. Individuals may set goals to achieve a personal objective such as career advancement. Goals serve as an internal source of motivation and commitment and provide a guide to action as well as a means of measuring performance.
Defining organizational goals helps to conceptualize and articulate the future direction of  the organization. Here managers of the organization plays a very important role in setting the goals. While setting the goals the managers has to identify the two factors which are Potential and Goal History. Keeping this two factor the goal setting is made. Potential is what the manpower of the organization capable to do. Managers had to identify the potential of its employees before setting the goals. While Goal History is what that has already been achieved by that organization . So, keeping this view in mind, manager has to define
goals for the organization. Here , it is very important to note that Goal set should be more than Potential, Goal History and Goal Achieved. if this conditions are met then only it is known as SMART GOAL.

S=Specific
A goal is specific when it provides a description of what is to be accomplished. A specific goal is a focused goal. It will state exactly what the organization intends to accomplish. While the description needs to be specific and focused, it also needs to be easily understood by those involved in its achievement. It should be clearly mention:
What is to be accomplished?
Where is it to be done?
When is it to be done? 

M=Measurable
A goal is measurable if it is quantifiable. It will also have a target toward which progress can be measured, as well as benchmarks to measure progress along the way.
A measurable goal will answer questions such as:
 How much?
 How many?

A=Achievable
There should be a realistic chance that a goal can be accomplished. This does not mean or imply that goals should be easy. On the contrary, a goal should be challenging. The organization's manager and employees agree that the goal is important and that appropriate time and appropiate resources will be focused on its accomplishment. An achievable goal should also have some space for flexibility.

R=Relevant/Realistic
Goals should be appropriate to and consistent with the mission and vision of the organization. Each goal adopted by the organization should be one that moves the organization toward the achievement of its vision. As discussed earlier, goals are set by or in concern with the person responsible for achievement. .

T=Time
Finally a goal must be bound by time. That is, it must have a starting and ending point. It should also have some intermediate points at which progress can be assessed. Limiting the time in which a goal must be accomplished helps to focus effort toward its achievement.

Goals should be spiral in nature and it should expand constantly.
Apart from this a very famous theory i.e. Pygmalion Theory was also discussed. According to this if we expect something more from any person then that person tries to do its best to meet our expectations. So, this in a way motivates a person to do something better and better.

So, This was all about discussion on Goal and achieving this Goal. I will come with another interesting concept of organization management soon.

Theory X and Theory Y

Its now time study the behaviour of the human minds. As matter of fact studying the human minds and their behaviour is also one of the important factor of Organization Management. This is so true because there are many people of different mind set and behaviour are working together to achieve an objective and hence it becomes very necessary for the managers of the organizations to coordinate and correlate their work so that best of them can be extracted. On the other hand sometime we do get some manager who do not understands their employees and as a results they tends to harm the organization structure.

In regards to the behaviour of the manager and behaviour of employees there is Theory X and Theory Y.
Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book
'The Human Side Of Enterprise'. Theory x and theory y are still referred to commonly in the field of management and motivation. McGregor's XY Theory remains central to organizational development, and to improving organizational culture.

Theory X : It states that the managers is very is pessimistic about his employees and thinks that the people working under them are lazy and avoids work provided they get a chance. So, there is only one way to make people work , that  is by the use of power and by threatening them. Manager of type X , do not take part in the work of their employees. This theory not only proves to be counterproductive in terms of the work done, but also it creates a bad work culture inside the firm and the employees.

Theory Y : It states that manager is very optimistic about his employees and so he thinks that the employees are very active and ambitious in the organization. According to the Y manager most people want to do well and excel at the work. Managers of type Y , also work equally with the employees, analyses the problem and motivates them  to work accordingly.

So, this creates four type of situations in the organization.

 

Situation 1 : In this situation Manager is of type X i.e. lazy and pessimistic and the employees are also lazy. This means that employees are lazy and managers are also lazy. This type of situation is very harmful for the organization. There is very little scope for the growth of organization and Manager can be held responsible for not creating a pleasant atmosphere to work , thus decreasing the work efficiency and effectiveness both.

 Situation 2 : In this situation manager is of type X i.e. lazy and pessimistic but the employees are self motivated, active and loyal to their work. Manager thinks that his employees do not carry out the work efficiently and effectively and thus hampers the work culture of the organization. Here the manager is solely responsible for the failure, as the work of the hardworking and self-motivated employees will be wasted because of the poor judgement of the Manager.Consequently, the hard-working employees will loose their interest in work.


Situation 3 : In this situation Manager is very optimistic about his employees . But on the other hand employees are lazy. Manager always tries to motivates his employees to work and tries to extract best out of them. Manager have faith on his employees and there is lot of responsibility on the manager. Manager tries to create a constructive environment inside the organization so that efficiency and effectiveness can be achieved.

Situation 4 : In this situation Manager is very optimistic about his employees and actually employees are also very active, hardworking and loyal to their work. This is the ideal and best situation that a organization can have. It will have maximum amount of  efficiency and effectiveness and thus it will be the organization of excellence!!!


Overall, We can deduce that it is totally dependent on the manager to drives the organization towards excellence no matter how the employees are.
 
Though a hopeful manger get the lazy employees, he can motivate them , convince them and  work with them along to push the organization towards excellence. Where as the pessimistic manager will always hamper the work culture of the organization , no matter what sort of employees he get and thus decreasing the excellence of organization.

Craftmanships Vs Modern Management and The Concept of 3 "E's".

Today in this blog I am going to write about the differences between the Craftsmanship and Organization management as discussed by Prof. Mandi in the class. I have discussed the overview of both in the previous post with some examples. As our sessions are proceding further , the concepts of Organization and Management is getting more clear.  Prof. Mandi has very well stated the differences between Craftsmanship and Organization Management with few examples. First I will discuss the characterstics of Craftsmanship and then characteristics of Organization Management . In this way the differences between two will be more clear So, the characteristics of Craftsmanship goes like this.

1. In Craftsmanship only single person is involved in carrying out his task and that too in a very primitive way.
2. Craftsman focuses only a certain group of person , for example a shoemaker mends the shoes of person,   he is not focusing on majority of person.
3. The objective of shoemaker is just to earn his one day of living. The satisfaction level in this case
is very high.
4. There is no parallelism in the work of craftsmanship which means that the worker do not look for the optimization of resources and time efficiency. He  follows a very primitive process to complete his task.
5.  In Craftsmanship worker is only the sole boss of his work.
6. For a worker in craftsmanship,  his art of doing a work is just like black box to him i.e. he actually do not know what more he can make out of his ability. It is here , worker loses the vision to do something big.
7. There is no interdependency in work of craftsmanship since only a single person is doing.

Modern Management term is totally opposite to that of Craftsmanship.       

1. In mordern management there are group of people involved in doing a work and they work together in coordination to acheive the goal which they had set.
2. Modern Management carry out objectives which focusses the large nuber of people or which adds value to the society. For e.g. group of people working on building the bridge on the river. Now suppose when this bridge  becomes operational, it can benefit a huge mass of people . So, Modern Management contributes a lot  to the society.
3. In Modern Management alienation is high.
4. The work is distributed to each and every person in Modern Management and this brings parallelism in work. So, there is efficiency as well as optimization of resources in Modern Management.
5. In Modern Management non-worker is sole boss.
6. Here the non-worker understands the art of people or worker which is the black box to craftsman and so he decomposes the work to its lowest level, distributes the work and optimizes it .
7. There is inter-dependency involved in it because it is carried out by certain group of people in sequence. For e.g. in making car , organization has certain teams allocated for different kinds of work.Suppose, Team 1 has work of creating the body of a car, Team 2 has to install the engine in it, Team 3 has technology oriented work in the car. So, as long as Team 1 will not complete its work, it can not be proceeded to Team 2 for further development. So, this is known as interdependency of work.
8. Modern Management also Deskills the process. So that more and more people are made to do work. In Modern Management there more of process based person technique.

So this was all about the differences between Craftsmanship and Modern Management.

Prof. Mandi also gave us the concepts of 3 "E"s which means Effectiveness Efficiency and Excellence. He also gave us the simple formula which is -
                                                  Excellence = Efficiency * Effectiveness.

He told us to understands this concept like Speed * Direction. Everyone should work for excellence and for that effectiveness is much important factor . Efficiency describes the capability to produce maximum output with a minimum amount of input. Being efficient means producing results with little wasted effort. It is the ability to carry out actions quickly. On the other hand, Effectiveness is the capability to produce a desired result. When something is considered effective, it is meant to produce a deep vivid impression. Effectiveness involves achieving your goals that support your vision and mission. Therefore this brings us to the Excellence. One of the example of excellence are the Apple products.

 

Introduction Of Organization Management and Craftsmanship.

It was the another class of Prof. Mandi and I was now very much excited for his another lectures. I was hoping for another session of fun learning. This time again Professor Mandi arrived with a bag which has two boxes in it. These two boxes has several small pieces of wooden cubes. He distributed those cubes among us to observe. After that he started the bidding process , in which winner will get a chance to make the tower as high as possible by using these small cubes. The deal was finalized  in 500 Rupees. As one of the student who won the deal was busy building the tower, Professor Mandi asked that whether Organization management was involved in this process of building a tower by a single person. Most of us responded in YES.!!!. But actually according to the professor it was a NO.

Demonstrating the Example of Craftsmanship.

Then Professor Mandi told us that there is no Organization Management in craftsmanship. If a single person is doing conventional work to support his per day living, then he is known as craftsman and this type of work is known as Primitive Work. Since it do not involve a group of person and he is doing no good for the society,  it is not an Organization Management. For example, if there is a shoe maker who mends the shoes of others has no Organization Management but if there is a group of people who are constructing a bridge on the river, for the people so that they can cross the river easily definitely has the structure of Organization Management. All the jargon of the management such as society, specialization, profitability, revenue, culture etc. will not be there in craftsmanship.

So, now  to demonstrate the process of actual Organization Management, he called about seven students who will be building the tower. But he kept one condition that only one person building the tower with his eyes blind folded , rest all others member will guide him to build the tower. The process started, after few minutes a tower of  seven cubes high was made, while in attempt built it more big it felled. Prof. Mandi then asked the experience of the person who was blind folded and building the tower, he told that there was lots of suggestion from the different people that eventually it converted into noise and created confusion and as a result the objective of building big  tower failed. So, by this activity he gave us lesson that too many middle manger who do nothing brings down the efficiency of a group or organization .This is the currently the scenario of most of the Organization. It is actually true. If a organization has too many middle managers and if they are contributing nothing in the favor of organization then it is better to remove them. In an company there are lower level employees, manager in the middle and top class manager. It is ideal structure of  Organization Management but if in middle we have too many manager with no or low efficiency, then this tends to disturb the structure of Organization Management.           
 

Demonstrating the Example of Organization Management.

So, this was all about the Introduction of Organization Management and Craftsmanship with examples. I will come with more lesson on this topic.