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Other Added - Subliminal Management & Optimum Efficiency Model
I am writing this column prompted by a recent column in USA Today concerning the difficulty in getting to a live person when experiencing service troubles. The writer gave examples of some national companies that were difficult, if not impossible, to get to if one needed to speak with a live person for help.I laughed as I read the article knowing full well that here in the Mid-South, land of hospitality and assistance, this was not the case. I knew that my local providers put emphasis on customer service and support. Ease of solutions was the southern way, I thought.I also knew that, utilizing my own technical wisdom and knowledge, I would never purchase a product or service from a company that made it difficult to speak to someone who would help me. My life was exempt from delays in getting help due to automated attendants and answering devices standing between help and me.Wrong.I made a list of the important products and services that I use every day in work and at home. These include my local telephone service, long distance, wireless provider, PC hardware and software support, Direct TV, cable TV (yep…I’ve got both. I’ll tell you why later), broadband Internet service, banking, and utilities. I then expanded the list to include my doctor, local hospital, hair salon (are there any barbers left?), my attorney, my CPA, and my dentist.I then decided that I would call each of these customer service locations or main numbers and see how long it took to get “real-person” assistance.That was the beginning of a bad day.Calls to each of these companies resulted in the f
Vision is generally not retained by the work force in the organization in daily operations but treated as some sacred document to make an impression on the outsiders. Whereas by exercising this system, it becomes a force which is driving and accountable to at the same time.
Functional Territory
Empowerment and Accountability would take the development one level higher of defining Functional Territory in the system which is coherent with the phenomenon of Distribution of Labor in nature. Once given a certain sphere of work, he / she would use all resources available and devise more efficient systems to achieve targets rather strive to go beyond.
Ownership of Work / Ownership of Company Functional Territory would in turn indoctrinate ownership of work creating a strong bondage with the Company itself at a later stage which is again a very strong motivator and carries the performer to the level of advocacy without him being aware of the fact.
Optimum Efficiency Level
Once this system is fully adopted and ownership of work prevails as the norm in the organizational culture, it would completely turnaround the efficiency levels. As explained earlier, this will give rise to functional teams which would put in all possible efforts to achieve targets given to them. This would not end there, in fact it would have a Ripple Effect and spread in the whole Company to reinforce the efforts taken by various departments to produce much enhanced outputs and would synergize the activities independently undertaken by various individuals to teams to departments to the organization as a w
You muted the commercials on the TV last night because you were fed up with interruption marketing. Ditto if you went through your mail to find most of it is junk. Ditto again, if a stranger phoned you (usually at dinner time) asking you to answer a survey, or give to yet another worthy cause.Interruption marketing does just that. It interrupts you, and steals your time.And it is the darling of mass marketing, which is the child of the mass media, which was born in the 19th century with large circulation newspapers, and thrived in the 20th with radio, TV, and the international media.Now, it's overkill. People ignore it (can you remember any of the TV ads you saw last night), or hate it, like that dinnertime phone call.Before mass marketing, product information was rarely thrust at you. You chose it. You initiated the whole process. It was your idea that you wanted a particular thing. So you'd stroll down the street seeking the store that sold it. Then you'd go into the store to ask a clerk about the quality, price, size, colour, etc. of its assortment of the thing you had in mind. If none suited you, off to another store.You had control of the whole process. Now, because we're all becoming immune to interruption marketing, this old-style of marketing is back in favour.But today it's called 'permission marketing', and you call all the shots. You permit a firm or individual to provide you with information about a service or product they offer. And it's done primarily through the Internet and e-mail.Why am I telling you all
Controlled Development & Optimum Efficiency Model of Subliminal Management
“Inna mul aamal-o-binnayat” (“Sayings of Hazrat Muhammad PBUH)
“Surely your deeds purely depend on your Intent”
Introduction
There are many aspects which have been discussed over the past few decades feverishly by management gurus in an effort to understand the dynamics of the factors which underpin human psyche in relation to development. These factors in turn enable a manager to have an insight for motivating a worker in the required direction for achieving the needed level of output. I may appear to be a bit fundamentalist to the reader since I have started the article with a Hadith but it is the most important factor for development in any given direction: Intent!
Intent
Intent could be defined as the principal state of mind in response to a given state of affairs whereby the crucial decision is taken whether to be in unison or discord with it.
Intent Commitment Optimum Level of Performance
This concept is coupled i.e., Development & Efficiency.
Others might disagree and consider other factors such as motivational factors, work environment, level of education / background, Training & Development etc. as more important than intent. However, from my standpoint, Intent which in turn gives rise to Commitment, both combined are the most overpowering Core Drivers for achieving Optimum Efficiency levels.
It could also be noticed in our daily lives as if you wake up a child from his/her sleep and tell him/her that you want to play his favorite game he would willingly do that and night not even care about his sleep. Same is the case with the situation at work. If you can connect to the intent of the personnel working in an organization, they might even ignore some genuine problems.
The relationship between Core Drivers and Optimum Efficiency is explained in the diagram on the next page. Optimum Efficiency Flow Diagram (as I have e-mailed this earlier, no diagrams are getting copied)
Desired Performance
Supporting Factors
Primary Motivational Factors
Core Drivers
Flow diagram shows the relationship between the Core Drivers (Intent & Commitment) and Optimum Level of Efficiency.
Now the question remains how to inculcate and cultivate Intent and Commitment in the working environment even if it is established that these are the central factors around which performance revolves.
Identify Aptitude
A very important factor which cannot be overemphasized in harnessing intent is evaluating the aptitude of the candidate at the very outset. Assigning the area of work closest to the interest of the candidate would enable him/her the most in channeling his/her INTENT for doing that job with all what he has i.e., if the candidate is to be given a place in the field of Marketing, it has to be very carefully ascertained where he is having the strongest inclination to i.e., Brand Management, Trade Marketing etc.
Measure Results
Low Performer High Performer
Commitment
On the other hand, as generally the case, how to channel Intent in an ongoing established system of already placed employees in an organization. Coming back to the Diagram shown on page 1 above, the relationship between Core Drivers and Primary Motivational Factors could be explained as follows:
Intent + Commitment Empowerment + Self Accountability (Delegation of Authority) (Exercise Values)
Delegation of Authority and exercising Self Accountability (top to bottom) could be considered vital tools if used with a clear vision of achieving Intent and Commitment in the desired direction. It is a Two-Prong Strategy.
High Performer
Two-Prong Strategy
Under Performer
High Performer
In the first instance, if the worker is already a high performer; Empowering such an individual would be the best primary motivator for him/her since it would enable him to deliver his best as he would be having the required level of authority and resources which would also instill a sense of responsibility resulting in Self-Accountability, at a more improved stage, if made solely responsible for a set of functions.
Under Performer In the second instance, if the performer is not willing, the mere sense of sole responsibility of ultimate outcome would coerce the worker to achieve the targets. In this case, Accountability would play the part of a Passive Motivator.
It needs to be highlighted here that increased resultant efficiency in response to the above is the litmus test that Intent has been initiated if not brought on into action with full thrust.
Subliminal Management
A manger’s job in this scenario is to introduce and actively exercise Values. By exercising Values rather than implementing it externally through the system, a manager would be introducing the concept of Subliminal Management Technique which is passive yet a much stronger tool than imposing external controls.
VALUES could be a Company’s Code of Conduct, Generally accepted norms at work place etc.
Since Intention is an internal force it needs Controls which are also intrinsic in nature. By exercising values, a manager is required to send clear, coherent signals to the minds of the employees of that strong and well structured almost tangible system prevailing and flowing throughout the organization which is to be followed by all. Such somewhat docile controls will support in channeling Intention per'se. Values could be categorized into two groups. Firstly, generally accepted moral values in a given society, and, secondly, organization’s code of conduct.
For example, it is practiced by various consumer goods producing companies to convey a stronger message through a rather unconventional mode to influence the target market. As certain companies in cigarettes retailing do since advertising of tobacco related goods have been banned in various countries, to reach their target audience through somewhat hidden messages i.e., generally known colors linked to that particular brand at areas which is perceived to meet the demographics of their target market, specific signs or conveying it in some other indirect way which would not be consciously registered by the audience but will be retained in the subconscious. The consumer may not readily recognize the connection between the product and the message but the mind is believed to register it in a way that it results in a favorable change in the subsequent buying patterns of the targeted consumer.
Though it is not considered ethical in most of the countries since it tends to deceive the potential buyer, however, if carefully exercised to practice positive values, it could be used as a potentially strong tool to convey a very strong message for establishing values which are needed to work as Controls in the system. Controls introduced in such a way in the system are much more efficient and inherent than the ones introduced by conventionally used methods.
Secondly, in Value Based System (VBS) negative impacts of external controls could be avoided such as paranoia, depression, fears. Furthermore, controls or changes introduced in the system and running the system itself in this manner would tend to reduce the disparity between senior officials and the workers and would bring them closer and thereby making the system stronger.
Furthermore, it would give rise to an Integrated Value Based Culture. Every corporate entity has a code of conduct. By practicing that set of values on daily basis, employees not only get connected to the Vision/Mission of the organization by virtue of values being a component of the vision but also develop a universal management system within the company which will give a boost to the culture itself. The values will be commonly shared by the whole organization which would strengthen it in all of its operations in a 360 degree manner.
Vision is generally not retained by the work force in the organization in daily operations but treated as some sacred document to make an impression on the outsiders. Whereas by exercising this system, it becomes a force which is driving and accountable to at the same time.
Functional Territory
Empowerment and Accountability would take the development one level higher of defining Functional Territory in the system which is coherent with the phenomenon of Distribution of Labor in nature. Once given a certain sphere of work, he / she would use all resources available and devise more efficient systems to achieve targets rather strive to go beyond.
Ownership of Work / Ownership of Company Functional Territory would in turn indoctrinate ownership of work creating a strong bondage with the Company itself at a later stage which is again a very strong motivator and carries the performer to the level of advocacy without him being aware of the fact.
Optimum Efficiency Level
Once this system is fully adopted and ownership of work prevails as the norm in the organizational culture, it would completely turnaround the efficiency levels. As explained earlier, this will give rise to functional teams which would put in all possible efforts to achieve targets given to them. This would not end there, in fact it would have a Ripple Effect and spread in the whole Company to reinforce the efforts taken by various departments to produce much enhanced outputs and would synergize the activities independently undertaken by various individuals to teams to departments to the organization as a wh
Outsource marketplaces are websites to connect to buyers and sellers of software development services. Buyers and sellers of services are located worldwide. Therefore, outsource marketplaces are often linked to the following terms: offshore, nearshore, inshore, ruralshore when describing procurement of software development services.Buyers and sellers use software development outsource marketplaces similar to using auction sites like eBay. A buyer defines and posts a software development project to an outsource marketplace, whereby providers can bid on delivering the project. Posted projects have a limited amount of time for providers to bid on the project. In addition, often both buyers and providers are rated based on past experience. Posting projects is usually free for buyers. Posting, bidding, rating, connecting buyers and sellers makes outsource marketplaces similar to auction sites like eBay.Most outsource marketplaces offer some kind of process to protect buyers and sellers from scams. A popular method is built in escrow and arbitration. This protection most often requires that communication between buyer and seller is accomplished through the outsource marketplace private message boards.The landscape of outsource marketplaces is rapidly changing. Many new sites appear on a daily basis. Outsource marketplaces provide you with a convenient opportunity to find new software development partners. Make sure to thoroughly research the outsource marketplace before signing up.
Desired Performance
Supporting Factors
Primary Motivational Factors
Core Drivers
Flow diagram shows the relationship between the Core Drivers (Intent & Commitment) and Optimum Level of Efficiency.
Now the question remains how to inculcate and cultivate Intent and Commitment in the working environment even if it is established that these are the central factors around which performance revolves.
Identify Aptitude
A very important factor which cannot be overemphasized in harnessing intent is evaluating the aptitude of the candidate at the very outset. Assigning the area of work closest to the interest of the candidate would enable him/her the most in channeling his/her INTENT for doing that job with all what he has i.e., if the candidate is to be given a place in the field of Marketing, it has to be very carefully ascertained where he is having the strongest inclination to i.e., Brand Management, Trade Marketing etc.
Measure Results
Low Performer High Performer
Commitment
On the other hand, as generally the case, how to channel Intent in an ongoing established system of already placed employees in an organization. Coming back to the Diagram shown on page 1 above, the relationship between Core Drivers and Primary Motivational Factors could be explained as follows:
Intent + Commitment Empowerment + Self Accountability (Delegation of Authority) (Exercise Values)
Delegation of Authority and exercising Self Accountability (top to bottom) could be considered vital tools if used with a clear vision of achieving Intent and Commitment in the desired direction. It is a Two-Prong Strategy.
High Performer
Two-Prong Strategy
Under Performer
High Performer
In the first instance, if the worker is already a high performer; Empowering such an individual would be the best primary motivator for him/her since it would enable him to deliver his best as he would be having the required level of authority and resources which would also instill a sense of responsibility resulting in Self-Accountability, at a more improved stage, if made solely responsible for a set of functions.
Under Performer In the second instance, if the performer is not willing, the mere sense of sole responsibility of ultimate outcome would coerce the worker to achieve the targets. In this case, Accountability would play the part of a Passive Motivator.
It needs to be highlighted here that increased resultant efficiency in response to the above is the litmus test that Intent has been initiated if not brought on into action with full thrust.
Subliminal Management
A manger’s job in this scenario is to introduce and actively exercise Values. By exercising Values rather than implementing it externally through the system, a manager would be introducing the concept of Subliminal Management Technique which is passive yet a much stronger tool than imposing external controls.
VALUES could be a Company’s Code of Conduct, Generally accepted norms at work place etc.
Since Intention is an internal force it needs Controls which are also intrinsic in nature. By exercising values, a manager is required to send clear, coherent signals to the minds of the employees of that strong and well structured almost tangible system prevailing and flowing throughout the organization which is to be followed by all. Such somewhat docile controls will support in channeling Intention per'se. Values could be categorized into two groups. Firstly, generally accepted moral values in a given society, and, secondly, organization’s code of conduct.
For example, it is practiced by various consumer goods producing companies to convey a stronger message through a rather unconventional mode to influence the target market. As certain companies in cigarettes retailing do since advertising of tobacco related goods have been banned in various countries, to reach their target audience through somewhat hidden messages i.e., generally known colors linked to that particular brand at areas which is perceived to meet the demographics of their target market, specific signs or conveying it in some other indirect way which would not be consciously registered by the audience but will be retained in the subconscious. The consumer may not readily recognize the connection between the product and the message but the mind is believed to register it in a way that it results in a favorable change in the subsequent buying patterns of the targeted consumer.
Though it is not considered ethical in most of the countries since it tends to deceive the potential buyer, however, if carefully exercised to practice positive values, it could be used as a potentially strong tool to convey a very strong message for establishing values which are needed to work as Controls in the system. Controls introduced in such a way in the system are much more efficient and inherent than the ones introduced by conventionally used methods.
Secondly, in Value Based System (VBS) negative impacts of external controls could be avoided such as paranoia, depression, fears. Furthermore, controls or changes introduced in the system and running the system itself in this manner would tend to reduce the disparity between senior officials and the workers and would bring them closer and thereby making the system stronger.
Furthermore, it would give rise to an Integrated Value Based Culture. Every corporate entity has a code of conduct. By practicing that set of values on daily basis, employees not only get connected to the Vision/Mission of the organization by virtue of values being a component of the vision but also develop a universal management system within the company which will give a boost to the culture itself. The values will be commonly shared by the whole organization which would strengthen it in all of its operations in a 360 degree manner.
Vision is generally not retained by the work force in the organization in daily operations but treated as some sacred document to make an impression on the outsiders. Whereas by exercising this system, it becomes a force which is driving and accountable to at the same time.
Functional Territory
Empowerment and Accountability would take the development one level higher of defining Functional Territory in the system which is coherent with the phenomenon of Distribution of Labor in nature. Once given a certain sphere of work, he / she would use all resources available and devise more efficient systems to achieve targets rather strive to go beyond.
Ownership of Work / Ownership of Company Functional Territory would in turn indoctrinate ownership of work creating a strong bondage with the Company itself at a later stage which is again a very strong motivator and carries the performer to the level of advocacy without him being aware of the fact.
Optimum Efficiency Level
Once this system is fully adopted and ownership of work prevails as the norm in the organizational culture, it would completely turnaround the efficiency levels. As explained earlier, this will give rise to functional teams which would put in all possible efforts to achieve targets given to them. This would not end there, in fact it would have a Ripple Effect and spread in the whole Company to reinforce the efforts taken by various departments to produce much enhanced outputs and would synergize the activities independently undertaken by various individuals to teams to departments to the organization as a w
May people these days have a problem with mounting debt. The average person is well below the bad credit limit and is in desperate need to fix it.Some people are so desperate to reduce their debt that they are seeking quick and easy ways of repairing their credit.This demand has introduced us to the debt elimination scam.For a large upfront fee of $2,500 - $3,000, the organizers of this debt elimination program scam will provide the victim with a special legal document . This document is then presented to the victims' bank, Mortgage Company, finance company, or other lending institution in an attempt to satisfy the victims debt. The document the victims receive is of course bogus or fake.These so called, debt elimination programs are reminiscent of the tax protesters' tax evasion schemes seen throughout the 1990s.The purported legal documents that are used in the debt elimination program scams include fake financial instruments that claim to eliminate the borrower's debt. The instruments usually question the authenticity of financial obligations, and often refer to a specific government agency (such as the Federal Reserve) in an attempt to support their claims.Debt elimination program scams that claim they are approved by the Federal Reserve are bogus. The Federal Reserve does not approve, and is in no way involved in any program aimed at eliminating anyone's debt obligations.Sadly, most of the people who stumble on these schemes were originally looking for legitimate ways to manage their debt.There are effective ways that you can legally manage your debt.
High Performer
In the first instance, if the worker is already a high performer; Empowering such an individual would be the best primary motivator for him/her since it would enable him to deliver his best as he would be having the required level of authority and resources which would also instill a sense of responsibility resulting in Self-Accountability, at a more improved stage, if made solely responsible for a set of functions.
Under Performer In the second instance, if the performer is not willing, the mere sense of sole responsibility of ultimate outcome would coerce the worker to achieve the targets. In this case, Accountability would play the part of a Passive Motivator.
It needs to be highlighted here that increased resultant efficiency in response to the above is the litmus test that Intent has been initiated if not brought on into action with full thrust.
Subliminal Management
A manger’s job in this scenario is to introduce and actively exercise Values. By exercising Values rather than implementing it externally through the system, a manager would be introducing the concept of Subliminal Management Technique which is passive yet a much stronger tool than imposing external controls.
VALUES could be a Company’s Code of Conduct, Generally accepted norms at work place etc.
Since Intention is an internal force it needs Controls which are also intrinsic in nature. By exercising values, a manager is required to send clear, coherent signals to the minds of the employees of that strong and well structured almost tangible system prevailing and flowing throughout the organization which is to be followed by all. Such somewhat docile controls will support in channeling Intention per'se. Values could be categorized into two groups. Firstly, generally accepted moral values in a given society, and, secondly, organization’s code of conduct.
For example, it is practiced by various consumer goods producing companies to convey a stronger message through a rather unconventional mode to influence the target market. As certain companies in cigarettes retailing do since advertising of tobacco related goods have been banned in various countries, to reach their target audience through somewhat hidden messages i.e., generally known colors linked to that particular brand at areas which is perceived to meet the demographics of their target market, specific signs or conveying it in some other indirect way which would not be consciously registered by the audience but will be retained in the subconscious. The consumer may not readily recognize the connection between the product and the message but the mind is believed to register it in a way that it results in a favorable change in the subsequent buying patterns of the targeted consumer.
Though it is not considered ethical in most of the countries since it tends to deceive the potential buyer, however, if carefully exercised to practice positive values, it could be used as a potentially strong tool to convey a very strong message for establishing values which are needed to work as Controls in the system. Controls introduced in such a way in the system are much more efficient and inherent than the ones introduced by conventionally used methods.
Secondly, in Value Based System (VBS) negative impacts of external controls could be avoided such as paranoia, depression, fears. Furthermore, controls or changes introduced in the system and running the system itself in this manner would tend to reduce the disparity between senior officials and the workers and would bring them closer and thereby making the system stronger.
Furthermore, it would give rise to an Integrated Value Based Culture. Every corporate entity has a code of conduct. By practicing that set of values on daily basis, employees not only get connected to the Vision/Mission of the organization by virtue of values being a component of the vision but also develop a universal management system within the company which will give a boost to the culture itself. The values will be commonly shared by the whole organization which would strengthen it in all of its operations in a 360 degree manner.
Vision is generally not retained by the work force in the organization in daily operations but treated as some sacred document to make an impression on the outsiders. Whereas by exercising this system, it becomes a force which is driving and accountable to at the same time.
Functional Territory
Empowerment and Accountability would take the development one level higher of defining Functional Territory in the system which is coherent with the phenomenon of Distribution of Labor in nature. Once given a certain sphere of work, he / she would use all resources available and devise more efficient systems to achieve targets rather strive to go beyond.
Ownership of Work / Ownership of Company Functional Territory would in turn indoctrinate ownership of work creating a strong bondage with the Company itself at a later stage which is again a very strong motivator and carries the performer to the level of advocacy without him being aware of the fact.
Optimum Efficiency Level
Once this system is fully adopted and ownership of work prevails as the norm in the organizational culture, it would completely turnaround the efficiency levels. As explained earlier, this will give rise to functional teams which would put in all possible efforts to achieve targets given to them. This would not end there, in fact it would have a Ripple Effect and spread in the whole Company to reinforce the efforts taken by various departments to produce much enhanced outputs and would synergize the activities independently undertaken by various individuals to teams to departments to the organization as a w
I look back on my career and I see with perfect hindsight how shortsighted I was in handling certain customer relationships.I’ve done it all.I’ve “fired” clients that have told little lies to me. I’ve failed to stay in contact with past clients. I’ve deliberately not used certain clients as references because I didn’t want to make them feel important, or give them any influence over my career.The list goes on.And because of my failings and miscues I’m in a good position to notice when others are being shortsighted or foolish with me.Recently, a travel company didn’t want to give me a refund because I had to reschedule a trip.I had already spent a good amount of money with this online entity, but it insisted on dinging me a huge amount for changing my plans. Obviously, it couldn’t see that I travel quite a lot, and the future value of my patronage far outstripped the amount they were penalizing me.I got more than filled up on appetizers at a restaurant that I have frequented for more than a dozen years, and I flagged the server and asked if we could cancel the entr?e. A full twenty minutes later she said it was too late to do it, and “You can always take it home with you.”Clearly, it didn’t take twenty minutes to cook a steak. There was plenty of time to cancel it, but that would have reduced the size of the check and her tip. She simply didn’t want to accommodate me and felt she had a technical right to force me to consume the meal as originally ordered.The price of the entr?e is $39.How many thousands will I spend elsewhere because they wouldn’t l
Though it is not considered ethical in most of the countries since it tends to deceive the potential buyer, however, if carefully exercised to practice positive values, it could be used as a potentially strong tool to convey a very strong message for establishing values which are needed to work as Controls in the system. Controls introduced in such a way in the system are much more efficient and inherent than the ones introduced by conventionally used methods.
Secondly, in Value Based System (VBS) negative impacts of external controls could be avoided such as paranoia, depression, fears. Furthermore, controls or changes introduced in the system and running the system itself in this manner would tend to reduce the disparity between senior officials and the workers and would bring them closer and thereby making the system stronger.
Furthermore, it would give rise to an Integrated Value Based Culture. Every corporate entity has a code of conduct. By practicing that set of values on daily basis, employees not only get connected to the Vision/Mission of the organization by virtue of values being a component of the vision but also develop a universal management system within the company which will give a boost to the culture itself. The values will be commonly shared by the whole organization which would strengthen it in all of its operations in a 360 degree manner.
Vision is generally not retained by the work force in the organization in daily operations but treated as some sacred document to make an impression on the outsiders. Whereas by exercising this system, it becomes a force which is driving and accountable to at the same time.
Functional Territory
Empowerment and Accountability would take the development one level higher of defining Functional Territory in the system which is coherent with the phenomenon of Distribution of Labor in nature. Once given a certain sphere of work, he / she would use all resources available and devise more efficient systems to achieve targets rather strive to go beyond.
Ownership of Work / Ownership of Company Functional Territory would in turn indoctrinate ownership of work creating a strong bondage with the Company itself at a later stage which is again a very strong motivator and carries the performer to the level of advocacy without him being aware of the fact.
Optimum Efficiency Level
Once this system is fully adopted and ownership of work prevails as the norm in the organizational culture, it would completely turnaround the efficiency levels. As explained earlier, this will give rise to functional teams which would put in all possible efforts to achieve targets given to them. This would not end there, in fact it would have a Ripple Effect and spread in the whole Company to reinforce the efforts taken by various departments to produce much enhanced outputs and would synergize the activities independently undertaken by various individuals to teams to departments to the organization as a w
Tip # 1 This tip is the best for new ebayers starting out on eBay. This is how I started my eBay business back in 2002. You can check my id out if you want its mjbsurplus. I needed to start getting feedback so I gathered a pile of stuff I have in my basement collecting dust. I gathered some DVD’s I didn’t watch anymore, a few books that I was finished with. Remember you want to pick smaller stuff you can easily put in an average USPS box or UPS if you prefer. I recommend using USPS for new and senior ebayers. You don’t have to buy boxes; they are free at the post office. You can print out your labels online with free confirmation (I do this on all my packages)When you pay and print your postage online you can schedule a FREE pickup of your packages. UPS charges you for this feature. This is a life saver for me because I can do this and set the packages on the porch before me leave for work. This way your don’t have to rush trying to get to the post office before or after work. They leave you a note on the door telling you they picked up the packages and how many, very important. Now on to the next tip.Tip # 2 You should have many free advertising newspapers in your area. We have Penny Saver the Shopper to name a few. These are usually delivered weekly or monthly. Go to your local quick mart (most are located here) and grab a few to take home your have nothing to loose they are free. Now for the fun part, you will need a pen or pencil and a note pad. You will also need your computer connected to the internet and have the eBay site loaded on your browser. Now write down a few items and the prices of
Vision is generally not retained by the work force in the organization in daily operations but treated as some sacred document to make an impression on the outsiders. Whereas by exercising this system, it becomes a force which is driving and accountable to at the same time.
Functional Territory
Empowerment and Accountability would take the development one level higher of defining Functional Territory in the system which is coherent with the phenomenon of Distribution of Labor in nature. Once given a certain sphere of work, he / she would use all resources available and devise more efficient systems to achieve targets rather strive to go beyond.
Ownership of Work / Ownership of Company Functional Territory would in turn indoctrinate ownership of work creating a strong bondage with the Company itself at a later stage which is again a very strong motivator and carries the performer to the level of advocacy without him being aware of the fact.
Optimum Efficiency Level
Once this system is fully adopted and ownership of work prevails as the norm in the organizational culture, it would completely turnaround the efficiency levels. As explained earlier, this will give rise to functional teams which would put in all possible efforts to achieve targets given to them. This would not end there, in fact it would have a Ripple Effect and spread in the whole Company to reinforce the efforts taken by various departments to produce much enhanced outputs and would synergize the activities independently undertaken by various individuals to teams to departments to the organization as a whole.
Domino Effect: Openness, Healthy Competition, Achieving Goals, Bringing About Change is Easier
This results in Openness, creating and maintaining a Healthy Competition and a Positive Approach and Attitude in the Culture facilitating achievements of goals.
One benefit is a plausible solution of a problem which is glaring in the faces of today’s management is how to bring about change in Company’s functioning, way of working, performance evaluation procedures, introduction of Technological advancements vis-?-vis today’s changing corporate environment and competitors competitive advantage.
Change Management By adopting this model, the employee himself becomes Agent of Change and facilitates adoption of various changes being brought about in the Company by advocating the new concepts since he has his intent connected to it. Manager is to maintain the overall direction and empower the employee to Implement the Change rather than enforcing it on the latter. When implemented through the employees at the grass root level, in whatever magnitude it is applicable, the fears related to change tend to diminish since he / she feels to have a relative Control over the situation and is not forced to do it even at time against his will.
Retarding Factors: Vested interests, Human Filters, Insecurity Due to Lack of Competence, Other Fears
The factors which inhibit this kind of development are personal interests, Blocking the Flow of Information (Vertical as well as Horizontal) and lastly, Insecurities in supervisors due to Lack of Competence.
Another important factor which needs to be checked in the adoption of such a system is that it should not encourage development of egoism on personal as well as team level since it tends to create walls which would retard overall efficiency and synergy of the organization.
Interventions Required for Sustained Controlled Development
In such a model, management has to Maintain Direction and take corrective actions for any deviance. Secondly, Keep a Balance in the overall organization between Experienced performers and more knowledgeable / competent New Recruits.
Continuous Process of Development
This Model is not a one directional function but a continuous process since following Achieving Targets for a considerable time and exercising a set of responsibilities, the performer is ready for the next level of Development.
Developmental-Cycle
Succession Planning This concept could be helpful in succession planning of the employees subsequent to analyzing the capabilities at a certain level and ascertaining the competency for the next.
It could be further extended to the field of Marketing and to find out a possible relationship between Intent and the Process of Need Development and by incorporating other management model techniques to further expand this concept.
Lastly, strategic importance of the Integrated Value Based system can never be overemphasized for the life of the organization since it would make it almost a living and breathing organism in which no action would go unchecked since such system becomes the predominant force in the functioning of the Company.
“You can stretch only to the extent of your horizons”
Controlled Developmental & Optimum Efficiency Model of Subliminal Management By: Mirza Tauqeer Ahmad
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