Management Musings

Change or Not to Change?

2011-04-24T11:22:00.000-07:00

BY RAJIB KUMAR

Denizens of Kolkata stand at the crossroads of the greatest political decision making of our times

As Kolkata goes to the polls in a couple of days time, Bengal/Kolkata denizens are at the crossroads of a big decision making amidst a promotional cocktail of remixed Rabindrasangeet, SMSes, Social Media appeals etc.etc.: Change or Not to Change?

The promoters and adversaries of the Change Model are close on the operating lines of a business framework; perhaps more so as globally we’re more economics driven than ever before virtually on every facet of our lives. Come to think of it…even the institution of Marriages supposedly made in heavens today encompasses financial considerations in the very first place for possible execution.

What we are doing in business under the ambit of Social Responsibility, we are being repeatedly reminded by operating and executing officers that it ain’t a luxury anymore. Ironically, while we leave no stone unturned to ridicule the politician, what politicians have been practicing traditionally, that is, “integrating society into strategy” is what businesses are trying to do validated by realism! Now whether this is a role reversal (with the profit center conceptualization of politics) is another interesting area of future research.

The last time political change happened in this state (1977), the late 60s/early 70s child’s parents (call it the hippies or Marijuana times if you please) have been deft at keeping our mind and soul away from the tormenting turmoil which necessitated or made it obvious. As an example while this author is afresh with images of his first day at school in 1974, crying and struggling to get out of the “cage” called classroom, there aren’t any of a new configuration taking over Bengal. One could, reasonably argue that the percentile component of these memories is also a reflection of the value system of the family in question at that point of time and their preferences and lifestyle.

While parents at this end were opinionated (just like any other out of Bengal) about their political inclinations but politicized they weren’t. Perhaps it had to do with their background. Though my eldest paternal uncle participated in the freedom movement almost jeopardizing my grandfather’s government job in the process, my father, a first generation businessman who “cycled” his entrepreneurial wealth in the one time Sheffield of the East, Howrah i.e. and my mom was a granddaughter of Kolkata’s leading Rice Baron.

Business realities, rather than political and economic theory inculcated a sense of balance and tact in handling political thinking and its challenging manifestations and the skill acquired at this end in this regard is some ways a genetic gift.

I also have vivid images of my mom’s emphatic involvement with the Young Women’s Christian Association in the 70s and early 80s but I hardly remember much from the disturbed 70s…whether the fallout of the Bangladesh War or for that matter the bloody phase of the Naxalite and Trade Union Movement.

My personal perception on these have been largely built around the work of Satyajit Ray or Mrinal Sen and through available literature. Yet such was the importance of the phase…it went on to establish a political monopoly that was to become an international case study on sustainability of an ideology that too within the “constraints” of parliamentary democracy. More importantly at the micro level it was going to have its impact on my and my contemporaries’ being.

One cannot but be a little nostalgic as we talk of change in this political equation at today’s crossroads. Those born in the late 60s and early 70s have been witness to varied frequencies of oscillatory movements of change.

I am however glad to see that we are challenging conventional wisdom with greater ease today. Political manifestos according to a noted columnist in the Hindustan Times has too been a great work of research and after thought, high on intellectual value and do-ability rather than being mere political slogans.

Unnoticed by many the infiltration of the educated young and diverse people from all walks of life into both the political groupings is a blessing for future Bengal. If the so called “Change” happens or it doesn’t this diversity and mature youthfulness shall take care of post result dynamics. I see many of my students going public with their political preferences on the social media…this reminds me of college days in the United States where students would be freely campaigning for their preferred candidate without being cause of anyone’s eyesore.

To be fair to the young people today and no matter how much we try to find fault in their personalities and executions you got to give it that the GenNext kid supersedes us on the speed of perception. They are way ahead of us when it comes to intuitive anticipation of their circle of influence. If we look at Focus, Flexibility, Speed, Span of Attention and Memory, one could argue that while on Focus and Span of Attention they are suspect (thanks largely to the expansion of the environmental universe), they score highly on the others and that shall be handy in the days ahead.

Whichever combination takes over from here on, the reality is none can hence afford to ride piggyback on its past/historical achievements. Just like the economic conditions today necessitate that earning and spending be inseparable with the scope of piling up of savings to take care of futures (model practiced by our fathers and forefathers) dwindling fast; political permutations and combinations too require continuous achievement to create a sustainable external value service to its client, the citizen.

Peter Drucker was never so relevant in Bengal Politics like he is today.
__________________________________
The views expressed above are of the author’s and do not necessarily purport to constitute an official position of Offline, Material World or their team members.

(OFFLINE SPECIAL IMPACTS, APRIL 2011, ALL RIGHTS RESERVED)

Reflections on a Strategic Conversation

2010-12-17T08:18:00.000-08:00

Reflecting on a Strategic Learning Experience

Backdrop

The following is a brief reflection on two hours of an intellectually challenging engagement in a “Strategic Conversation” on “Building a Talent and Leadership Pipeline” steered by the renowned Prof Hayagreeva “Huggy” Rao, Atholl McBean Professor of Organizational Behavior and Human, Resources, Stanford Graduate School of Business. The conversation was held late last month and participants included the likes of Ambuja supremo Harsha Vardhan Neotia, Tractors India CEO, Sumit Mazumder; Satish Pradhan, Executive Vice President, Group HR, Tata Sons, National HRD Network National President, N S Rajan, Sourav Daspatnaik, Director-HRD & Strategy, Apeejay Surrendra Group, Sujoy Banerjee, VP-Human Resources, Eveready Industries Ltd. to name a few.

Challenges of Building Talent and Leadership Pipeline

Negative information being often viewed as diagnostic was one of the greatest challenges of building talent and building leadership pipeline. Negative information welds better than the positive. As an example, the otherwise “clean” politician’s one off corruption charges enjoy better recall value in the mind of the public.

There is a “fundamental attribution error” in how we view people in life and work. As an example, teachers often facilitate the success of high performers and reinforce low performance of others.

Examples:

1. “Only Rajesh seems to be interested in this class.”
2. “Obviously this was expected from you, Anil.”

While the above is a case of stereotyping by others, interestingly, “self stereotyping” also happens:

The very term “Athletic Test” is expected to be in the comfort zone on the mind of the black applicant in the United States just like “Intelligence Test” is expected to be one for the White. Conventional notions go on to shape self-stereotyping.

Stereotyping is also fuelled by Power. “Powerful” people are seen to have less of empathy and modesty. Ironically, in order to sustain power one needs to have exactly those two traits but that then is another story.

Way Out:

Talent Builders should look for talent that’s smart and conscientious. It is important to have the relevant intelligence to perform in the position as well as the dedication and sincerity to comply.

The fourth in the "big five" or the "five factor" theory is conscientiousness. This parallels closely with Jung's judging-perceiving. People who score high on conscientiousness are orderly, get their work done, arrive on time, and care about doing things right. Score low on conscientiousness and that probably means you tend to slack off on your work, rarely worry about deadlines or neatness, and are more interested in taking it easy.

Much of the problem could be avoided if we look for point blank for entrepreneurial talent. Those enterprising are always expected to fit the bill either way.

Interesting Case Studies:

Cisco: A game of poker helps to find out how you deal with emotions- based on how players respond to losses.

“Once a year, all TESCO directors and a thousand of its managers spend a week working back in one of its stores, stacking shelves, working on the tills, serving customers, reminding themselves of what they all do for a living.” (http://www.the-chiefexecutive.com/features/feature255/)

Companies like TESCO are using “Reverse Mentoring”- getting younger persons to mentor.

Rosabeth Moss Kanter’s book “Evolve” is an interesting read on this.

Crime and Business:

We took up the case of “Pirate Ships” wherein two sets of talent pipeline were required to sustain the model. One, those who would ensure compliance and discipline to laid down norms and then there would be the more “coveted” talent- risk takers. An uncanny resemblance with how business works as well.

Indian Pong League…

2010-04-26T13:42:00.000-07:00

RAJIB KUMAR

Brazenness is the order of the day…that its flavor is Gall and Wormwood to the mouth hardly matters to its practitioners.

pong [pɒŋ] Brit informal

a disagreeable or offensive smell; stink

(intr) to give off an unpleasant smell; stink

[perhaps from Romany pan to stink]

pongy adj

ThesaurusLegend: Synonyms Related Words Antonyms

Noun

pong - an unpleasant smell

(Source: http://www.thefreedictionary.com/pong)

Brand Repositioning

I hope I am not being a spoiler in the party that celebrates shining India. Everything apparently is just great and perfect. Even good old Kolkata, once the perfect fit for Mother Teresa’s brand is moving ahead and away from its erstwhile reputation of being the world’s squalor capital piggyback on a plethora of fine dining joints, “secessionist” -as some envious journalist would describe- high rise residential complexes and shopping plazas that would give a run for its money to the very best from the prosperous world.

Bye… Bye… Miss American Pie…

As you breeze past in your swanky car to be stopped at the crossroads at a traffic signal post and enjoy the view outside of the changing land( and sky)scape, you are rudely woken up by a child knocking on the closed glass pane -asking for some help. Your driver takes care of him, though not before your little wish of realizing an American dream right here in India stand untimely aborted.

My Child, Their Child

I usually do not miss out the “Hinger Kachori” whenever I visit Dakhineswar. The quality has no doubt dwindled over the years but so what? There is another reason though why I don’t enjoy it anymore. As my child enjoys the kachori another cleans up the table at the other end. The Kachori tastes gall and wormwood now. Thanks to Braithwaite for allowing me to discover the essence of those words-yet again.

Lone Voices

At an Indian Chambers of Commerce Interactive Session at the Bengal Club, my childhood icon, the revered journalist M J Akbar laments to the gathering- it is difficult to bring change in this country. “At every level there is a vested interest that doesn’t want the change to happen because his interest shall get affected,” he says. Wow…how true and obvious yet I never thought of it earlier. Akbar gets emotive referring to the state’s advertorial in the morning’s newspapers: declaring that the gun has not be able to achieve a job or a meal (and therefore should be abandoned) but shamelessly remains silent on how it can be.

30 Minutes Pizza, No Ambulance

As a popular mail forward does the round wondering why if Pizza can be delivered in 30 minutes why an ambulance can’t reach in similar time…and staying on food the National Rural Employment Guarantee Scheme meet on working out modalities for jobs for the poor has a food bill of just under 2 lacs for 130 participants to care of, apart from jobs! As brazen as it gets;

Power Corrupts, Absolute Power Corrupts, so…

Let there be no power- seems to the easiest route available for those who run the system and what’s more, it comes with such freebies as bytes on methods of self management of power (by turning off ACs etc after dusk etc.)

Indian Pong League

My very own coinage as the vicious circle of con currency convertibility modalities surface for the sake of the sports’ good; In a country where the percentage of those who achieve a square meal is anybody’s guess, there is also a mad scramble for the prized seat beside Shah Rukh Khan for a fortune for many others. This brazen display of opulence is again…gall and wormwood. After all, Gayle bared by choice at that Pong League party; the boy who was begging bare at my car hadn’t a choice.

(Offline, Special Impacts, April 2010)

CROSSROADS

2010-01-10T11:21:00.000-08:00

Story of a Braveheart

Rajib Kumar follows Aamir Khan’s heart

There are a handful of us and even fewer with some authority who actually care to stand up and question the system.

And may I quickly add: many of those who do; do a whole lot of good for society. The “good” is more like a Management Development exercise, whose results we don’t get to see immediately; yet once we do the learning is long lasting.

In the field of education, take the case of my very good friend Prof Varun Arya, director of Aravali Institute of Management, Jodhpur. Dual Alumni of IIT and IIM, Arya shunned lucrative jobs and followed his heart over head in setting up a management institute.

In the process, he ended up battling a long war with some vested interests in the country’s key accrediting body in the area of technical education. His battle was won few months back which involved lots of patience and sacrifice among other things for years together.

Arya’s battle (his story was first carried in this part of the country by Offline and was subsequently picked up by the major
Dailies) was perhaps instrumental in clipping of AICTE’s wings some days back in the area of inspection of existing institutes.

Aamir Khan, ofcourse, is a better known face. Initially dubbed as the “chocolate boy” hero Aamir today has matured into a serious filmmaker and actor. Each theme he has tried has been a box office hit and he uncannily admitted to Prabu Chawla in Aaj Tak’s “Siddhi Bath” programme that when he made these movies he never really thought of them as money spinners. He followed his heart. No wonder, thus, that his latest experiment is on following the tweet of one’s heart.

In recent times, wherein impact uniformity is hard to come by, no single movie has caught the nation’s imagination (especially the so called “Youngistan” segment) as much as 3 IDIOTS. Whether Chetan Bhagat’s book was adhered to or whether it motivated some depressed fella in some town undermine Aamir, the artist’s creativity and his daring to stand up and get counted. In his unique style Khan questions the system but never antagonizes the powers that be. In the process he manages to churn up a chemistry of a cocktail in each one of us-that of nostalgia and “feel good”.

Aamir Khan has handled a complex theme with maximum lucidity; I guess this has been his greatest achievement. His questions are serious; to say his treatment is down to earth is an understatement. He questions the great Indian rote trick but he never churns up a revenge feeling or bitterness. That would be the work of a run of the mill moviemaker –not Mr. Aamir Khan. Even the most hated character in the movie “Virus” is rendered lovable; at times we tend to admire him for his innovative wickedness!

Aligning with the mind of the citizen of Youngistan, Aamir’s film reinforces - laughing at ourselves, laughing through our failures or even the state of our personal economics. This is where 3 IDIOTS reaches out to the IDIOT in each of us.

Whether Aamir’s film shall ultimately make some headway in the mind of those who matter- policy makers -only time will say but it is needless to say that he has already managed to reach out to the hearts of the nation’s young by his message of following one’s heart.

(Offline, Volume-5, No-9, January 2010)

Self-Confidence as a Tool to Conquer the World

2010-01-10T11:19:00.001-08:00

SIDDHARTHA GHOSH

The middle name of self confidence is belief. One cannot go to the top without self-belief; to build it, one has to believe in himself. Being perfect is not the idea— but one has to put a brave front and do the best he or she can. That's it in a nutshell. Here's a little more background on this.
Last term, I taught a 4-credit course to Post Graduate Management students at the Asian School of Business Management (ranked among top-10 B-Schools of India for 2008 by Deccan Herald). A second-year student approached and told me that he had read a self development book on leadership and personal effectiveness which spoke about the challenges faced by the top industry executives of US. He also requested that since self confidence is such an important parameter in an individual’s career, can they have extra sessions on the subject in their break periods.
On the same night, before retiring for the day, when I was pondering about the whole day’s activities, this issue really made me think that whenever I have dealt or communicated with CEOs, industry stalwarts or any top ranking personalities during my 10 years industry stint (of which majority was in Jet Airways - ranked world’s 7th best airline for 2008), I had rarely found self-confidence problems in them. It is almost impossible to make it to the top level in a multibillion-dollar corporation if you do not believe in yourself. On the other hand, when I speak to my students in the business school, I have noticed that students in my courses often want to talk about it.
This is such a crucial and interesting topic that I normally share these few suggestions about how an individual can build self-confidence. I also hope that the readers may have their own suggestions, which might be more important and valuable than this.
1. Human beings are never perfect. There are never right or wrong answers to complex business decisions. The best that you can do as a leader is to gather all of the information that you can (in a timely manner), do a cost-benefit analysis of potential options, use your best judgment — and then go for it.
2. Failures are stepping stones to success. Great salespeople are the ones who get rejected the most often. They just ask for the order more than the other salespeople. You are going to make mistakes. You are human. Learn from these mistakes and move on.
3. Planning and deciding without implementing is a waste! World is full of master-planners & strategists but still there are failures. Why ? Because the so-called leaders are so busy charting out plans and strategies, that they have no time or energy left in them to implement it. Don't continually second-guess yourself. Great leaders communicate with a sense of belief in what they are doing and with positive expectations toward the achievement of their vision.
4. Confidence Actor as Confidence booster – In some of your life situations, really the confidence may lack. But if you act and behave as if you are confident, the research has proved that it will really enhance your actual confidence-level.
5. Be “Courageous” to the world — If your team member see you as a weak and shaky leader, the whole team will crumble in its mission as it will have an adverse effect on their confidence quotient. Again a lack of courage on the part of the leader, would be a damaging black-spot for the whole entity as a whole.
6. Live in “Present” and eradicate procrastination from your life-diary. Life has a limited span. I believe that since we are all going to expire after a point, lets do our best to realize our goals by listening to our heart but acting or deciding only on the basis of our brain. Also, thinking about past or future too much, would result in unhappiness and frustration and please note that the world’s happiest people are not always those, who are rich and wealthy; but people who live their life in “PRESENT”. And also the presentists are the group of people who possesses maximum self confidence.

(Offline, Volume-5, No-9, January 2010; Siddhartha Ghosh is Fellow, Center for Research in Materials Management. He is Assistant Professor, Asian School of Business, Bhubaneshwar. He may be reached at drsiddhartha@yahoo.com)

IN LIGHTER VEIN - GOD & HR

2010-01-10T11:18:00.000-08:00

A Catholic Priest and a Rabbi were chatting one day when the conversation turned to a discussion of job descriptions and promotion.
"What do you have to look forward to in way of a promotion in your job?" asked the Rabbi.
"Well, I'm next in line for the Monsignor's job." replied the Priest.
"Yes, and then what?" asked the Rabbi.
"Well, next I can become Arch-Bishop." said the Priest.
"Yes, and then?" asked the Rabbi.
"If I work real hard and do a good job as Arch-Bishop, it's possible for me to become a full Bishop." said the Priest.
"O.K., then what?" asked the Rabbi.
The Priest, begining to get a bit exasperated replied, "With some luck and real hard work, maybe I can become a Cardinal."
"And then?" asked the Rabbi.
The Priest is really starting to get mad now and replies, "With lots and lots of luck and some real difficult work and if I'm in the right places at the right times and play my political games just right, maybe, just maybe, I can get elected Pope."
"Yes, and then what?" asked the Rabbi.
"Good grief!" shouted the Priest. "What do you expect me to become, GOD?"
"Well," said the Rabbi, "One of our boys made it!"

(Offline, Volume-5, No-9, January 2010; Contributed by Debasish Bhattacharya, St. Joseph’s College. He may be reached at thisisdeba@gmail.com)

2009-09-10T11:11:00.000-07:00

Material World on Facebook

CROSSROADS

2009-09-01T22:45:00.000-07:00

Monkey Matters

The author overheard the conversation at the sheriff’s office during the crucial hours when the monkey thief was lost and found

Sheriff: “Could have the monkeys he stole freed the monkey thief?”

Aide: “But the monkeys are all caged ready to go back to zoo as far as I know Sir”.

Sheriff: “Are you sure they are going to put up there?”

Aide: “You mean….”

Sheriff: “Think about it …that zoo is worse than our jails...”

Aide: “You bet”

Sheriff: “Yeah…I even heard the meat meant for the tigers and lions are used to make curry for the keeper”

Aide: “No wonder the poor things have become so thin…But sir…how do we get back to the trail of the monkey thief?”

Sheriff: “Elementary, Son.”

Aide: “Oh?”

Sheriff: “See…that monkey thief and the monkeys must be having something in common. Or else why would those monkeys give in to him?”

Aide: “Oh…Like?”

Sheriff: “See monkeys never forget their roots….Me sure this monkey thief will be go back to the place where we nabbed him.”

(At this moment, news breaks in that the monkey thief has been re-caught)

Aide: “Sir…you were so very right…..”

Sheriff (blushing): “Count on experience son….we also count”

Aide: “Sir, people are asking why the thief was in an AC coach”

Sheriff: “What is the problem with these people…you treat someone well there is a problem…you treat him bad…they say its 3rd degree …”

Aide: “Right Sir!”

Sheriff: “Think about it…this poor man has been traveling in crowded trains all his animal life….sometimes standing all night with monkeys breathing hard behind him. All we wanted to do was to give the poor chap a little joy ride”

Aide: “I know Sir…this place is so mean…they doubt every good intention.”

Sheriff: “No problem dear…we must stand up and count…err… I mean get counted.”

Offline - Greater Impacts (September 2009)

CROSSROADS

2009-08-25T08:17:00.000-07:00

RAJIB KUMAR

Will the service business in India lose out to the service experience?

Despite the phenomenal growth of the service industry in India over the last some years, the basic awareness of service management among the people resource of sector affiliates is dismal.

Each of us has had our share of murky experiences with our service providers: be it cellular services, restaurants, banking services or tour operators and on a full range of issues: problem assessment, abnormal lead times for execution of requests, and erroneous billing to name a few.

Service Providers in India operate bereft of the basic commandant that services should not just aim to meet customer expectations but must also exceed the same. Alas, service providers in India -even those with “high brand equity” barely end up with service levels of 70% on a consistent basis.

World over, the intangibility and other service characteristics like direct organizational-customer relationship and high perishability of service products make achieving a consistent and competitive service difficult.

Further, services being a people centric model, cultural issues in the country stifle efforts to realize our full potential in the industry. On the contrary, the across-the- board systems approach in the West facilitates the process of making service measurability easier to implement and therefore offers service providers a framework akin (if not exactly) to quality control tests of a manufacturing unit.

While Service Quality and its assessment continue to be an elusive construct in view of variables like customer perception and expectation in the judgement (along with both an objective and subjective component involved) services can still be measured by the levels of interaction, customisation and labour intensity.

Indian service providers need to do considerable work of educating its people resource and equipping them with relevant skills in this regard. Academic Curriculum has in recent times responded to this dynamic but the gap is as phenomenal as the growth of the sector. Before consumers reinforce their paranoid about anything connected to “service” to an irreversible paradigm, its time industry decides to stand up and get counted.

The service business in India might just lose out to the service experience otherwise

Of Color

2009-07-11T11:22:00.000-07:00

CHITRA JHA

Ever wondered how different colors evoke different reactions from you? Colors influence our mood and emotions. Is it any wonder they are used to shift the energy in life? The following color tips and remedies to help you turn your life around!
What are you waiting for? Go ahead - play with colors.

Red
This color is not used for nothing as a warning! Red is known for attention grabbing and is known to increase brain activity. This color is great for spaces that need an activity enhancement. Add this color to create drama (ever notice how theatres use red curtains and carpets?) and a party atmosphere. Also associated with passion, adding a little red to your bedroom will SURELY spice up your love life. Here is another tip: add red to a room that is not so inviting or comfortable and see the difference it makes. Also, if you are depressed or frequently tired, add a dash of red décor to your bedroom; this stimulating color will add energy and boost positive vibes. Only, be moderate and don’t overdo it. Too much red leads to overwhelming emotions, aggression and restlessness. Avoid using this color if there are emotionally hyper people around.

A Red Dislike: Know someone who has an aversion to red? Notice carefully: this person may be over-active, too impulsive, hot-tempered, aggressive and egocentric, or have difficulties with people with such characteristics. It can also symbolize deeply hidden fears and rejection of a person’s own assertiveness.

Purple
Purple is an intensely purifying color, also known as the psychic color linked with activities such as meditation and healing. It's often the preferred color of mediums and those who are in touch with their spiritual side. It's, therefore, a great color for a spa or retreat. Did you know it aids in reducing blood pressure? And, that’s not all! Here’s a very simple tip for you if you are an outgoing sort of a person and need to channelise your energy inwards: add purple to your bedroom as it has a very calming and restorative effect and encourages introspection which is key at night time when your energy needs to be focused inwards. Use purple or violet shades if you feel emotionally drained and desire a more stable work-life balance.

A Purple Dislike: A person who has a dislike for purple may have a very serious attitude towards life; and may find it difficult to give dreams, fantasies, vague fears or memories a place in it. He/she might also have a tendency to rejecting everything they regard unrealistic.

Yellow
Yellow stimulates mental ability and concentration, and aids detachment. Here is an easy tip: if you feel cluttered in your mind, use yellow- wear yellow clothes, add yellow to your bedroom. Yellow is a great color that has the power to lift spirits, raise energy levels and dispel negativity. So, if you have been feeling nervous or sad, include yellow around you. You can use yellow in kitchens, hallways, living rooms, play rooms and offices but again avoid bedrooms as it may prove too energetic and intense.

Yellow is particularly good for focusing the mind and encouraging intellectual progress and performance. Did you know this color helps cure depression? How? It awakens an enthusiasm for life. It awakens greater confidence and optimism. Color therapists use yellow when working with illnesses such as jaundice, arthritis, immobility, depression and skin problems.

A Yellow Dislike: A person who has a dislike to yellow may be emotionally disappointed and bitter. This person might also have a tendency to rationalize feelings, or to avoid the depth of life by often changing relationships, many superficial relationships and/or constantly changing activities.

Orange
Orange is a high energy color that promotes happiness. Orange is a stimulating color and is often associated with enthusiasm, sociability and optimism. This makes it the ideal color for a dining room or any space where you receive visitors or entertain. Orange is a welcoming color for hallways which can often be dark or north-facing rooms that need warming up. Orange has traditionally been used by color therapists to reduce tiredness, depression and pain and help with disorders such as gout, constipation and alcoholism. Here is a tip if you feel you need to unblock your emotions and create a sense of joy in your life: add orange to your bedroom décor or wear orange teemed with blue.

However, here’s a caution tip: avoid too much orange in the bedroom as it can over stimulate but don't be frightened to use orange in other areas. Avoid overly bright orange. Also, it should be used along with tones of blue-green.
An Orange Dislike: A person who dislikes orange may have suppressed sexual feelings or other difficulties with sensual enjoyment of life. Alternately, their attitude can also be over-sensual, indulgent, or too materialistic.

Pink
Pink is the color of nurturing and love. It conveys compassion and love. Did you know wearing pink makes you more approachable? It's great for creating a sense of calmness and has sedative qualities if you have hyperactive children or are facing sleeping difficulties. Here’s a tip if you have a tendency to feeling neglected or angry: add pink to your bedroom décor or start wearing pink. Did you know this color can ease the stresses of the immune system? It also alleviates loneliness, despondency, oversensitivity, and vulnerability.
Pink is great if you are recovering from a divorce or need to move beyond relationship troubles.

A Pink Dislike: Know someone who dislikes pink? Notice that this person who has an aversion to pink may have a challenge with expressing their soft, tender, and more intuitive side.

Green
Green is a calming, reassuring color and promotes feelings of safety. Is it any wonder why it is used as the color of the international safety code?
It balances our energies, and it can be used to increase our sensitivity and compassion. The balancing, nourishing and restful qualities in greens make it perfect as a natural color choice for bedrooms, living rooms and places of retreat. It's also a great color to use if you are experiencing people who seem out of balance on an emotional level.
Color therapists generally use green to reduce stress, ease headaches, migraines and gastric ulcers or balance mood swings.
Although a restful color, green also represents growth (be it financial or personal). If you choose a bright green it can bring abundance to you and urge you to take positive action. Green is the color favored for decorating the South East corner.

A Green Dislike: A person who dislikes green may be more interested in independence and self-development than in a warm family-life. This person may prefer to keep a certain distance in (sexual) relationships.

Blue
Blue is the ultimate soother. This color is the final name in giving serene, tranquil vibes. Blue can, and does, reduce stress and tension and is useful to calm negative emotions when tempers are running high.
Blue is also associated with effective communication and clear thought and is great for focusing the mind and intellect. Is it any wonder most corporates prefer blue clothing? However, too much blue can be cold and depressing so avoid it
if you are prone to moodiness and low mood swings.
Color therapists tend to use blue to fight against hernias, back problems and muscular defects. It is also said to lower your blood pressure and heart rate.

A Blue Dislike: Know anyone who hates blue? Observe carefully and you’ll see that this person may be severely regimented, a strong career person, with an aversion of restrictions. He/she may have charted out a clear direction for their life and would never want to deviate from it.

Chitra Jha is a Life Skills Coach and Past Life Regression Therapist. She can be reached at chitrajhaa@gmail.com The views expressed in this article are the author’s own and do not necessarily purport to constitute an official position of Offline or Material World

IN LIGHTER VEIN

2009-07-11T11:21:00.000-07:00

"A young guy was returning home on his two seater car after a late night party. There was hardly any public transport visible on the road. He then noticed an old, frail lady standing at the bus stop. She barely managed to stand and needed immediate medical attention. The young guy then realized that she was not alone. There was a beautiful young lady as well as a young man at the stop. Infact, he recognized the young man - he was an old friend who delivered an act of kindness more than once.

Our guy was in a dilemma…who would he help? The old lady or was it time to pay back the kindness of his friend.

After a seconds' thought the young guy walked out of his car and handed over the keys to his friend and asked him to take the old lady to the hospital. He then held the hand of the young girl and started a long walk home. "

This is thinking differently and thinking for the future:

(Source: Mr. Firdose Vandrevala, CMD, Hiranandani group -Heard at the Indian Chamber of Commerce AGM Meet on 27/6)

Micro Finance Institution and Poverty Alleviation – A case study

2009-07-11T11:19:00.000-07:00

DR. MUKUL MITRA

The author explores the plausibility of micro finance as an effective tool for poverty alleviation

“We can in a process create a society, create a community totally free from poverty. Nobody should suffer from poverty because he does not have to. It is not part of human condition, human civilization. It is simply imposed on us. It is artificial thing imposed on us and we can throw it out.” – Mohammad Yunus

Abstract
India has been shining with an average 8.8 % growth in GDP in last four years. At the same time in the other India, 200 million people are living below poverty line. The approach paper to the Eleventh Plan indicated that the absolute number of poor is estimated to be approximately 300 million in 2004-05. Despite phenomenal growth in Banking system, 58% of household does not have any bank account. To supplement Government’s intervention, a large number of NGOs, Self Help Groups (SHG), Civil Society Organizations (CSO) and micro finance institutions (MFI) are making relentless effort to bring these teeming millions in the fold of inclusive growth. Bandhan is one such organization whose success in a short span of six years is noteworthy. This case study aims to understand functioning of this micro finance institution.

Introduction

Microfinance can change the lives of the poor. There may not be a quantum jump in the income but it is possible still to ensure a reasonable rise in the income of the poor

(Rangarajan, 2005). Asian development Bank- ADB (2000) has defined microfinance as the provision of a broad range of financial services such as deposits, loans, payment services, money transfers, and insurance to poor and low-income households and, their micro-enterprises. Microfinance services are provided by three types of sources:
i) Formal institutions, such as rural banks and cooperatives;
ii) Semiformal institutions, such as non-government organizations; and
iii) Informal sources such as money lenders and shopkeepers.
Institutional microfinance is defined to include microfinance services provided by both formal and semiformal institutions. Microfinance institutions are defined as institutions whose major business is the provision of microfinance services. In India, RBI (2007) has defined micro credit (or finance) as the provision of thrift, credit and other financial services and products of very small amount to the poor in rural, semi-urban and urban areas for enabling them to raise their income levels and improve their living standards. Micro Credit Institutions are those, which provide these facilities.
M-CRIL’s data on the performance of Indian MFIs show that these have been expanding at about 30–50% per year in terms of clients and 50–60% per year in terms of portfolio. As a result, India now has a microfinance outreach that is as high as that in Bangladesh - perhaps over 18 million in July 2007. Contrary to the usual experience of microfinance sectors in other countries, however, this growth has been fuelled neither by large inflows of grants nor by a particularly high level of interest charged to clients. Indian microfinance institutions have seen dramatic improvements in efficiency which has resulted in decline in effective interest rates being paid by microfinance borrowers and it is among the lowest in the world. (Sinha, 2007). Despite these efforts, the annual supply-demand gap of credit is still in the range of Rs.2,234 – Rs.4,629 billions. Further, the World Bank estimates that the Indian microfinance activity currently reaches only 4% of the poor (CMF,2006).
According to All-India Debt and Investment Survey (AIDIS), 2002 of the National Sample Survey Organization (NSSO), share of non-institutional sources of credit for the cultivator households had declined from 92.7 per cent in 1951 to 30.6 per cent in 1991. However, it had increased to 38.9 per cent in 2002, mostly due to increase in moneylenders’ share. In this situation, all the agencies including Government, banks and microfinance institutions are expected to play greater role in eradication of poverty. Bandhan is one of the large microfinance institutions in the country and in the case study, their functioning has been examined.
Background Note
Bandhan was established by Mr Chandra Shekhar Ghosh in 2001 as an NGO. In the words of Mr. Ghosh, “Over the years, we have realized that microfinance is not the last word for the development of the poor. Therefore, we took an innovative initiative to design a program for the poorest of the poor with an objective of graduating them to the mainstream microfinance program. A health-education program was also introduced and is being run in a sustainable manner. We plan to address the other pressing issues of the society as well viz. child education and the like”. Bandhan Financial Services Pvt. Ltd. (BFSPL) was set up in 2006 as an NBFC with employees are the major stakeholders. Presently Bandhan is operating under two entities – as a Society and as an NBFC with its Head Office at Salt Lake, Kolkata. The NBFC unit is concentrating more on financial services and the parent Bandhan society continues with micro finance and development activities.
Bandhan’s mission
Reduce economic and social poverty significantly through providing client focused, quality, and cost effective, sustainable financial services.
Vision
A world class financial institution serving two million clients by March 2010.
Values
Bandhan deeply believes in its values and they are manifested through the day-to-day behavior of its team members. These values “CREATE” strong principles where:-
C- Cost effective and sustainable
R- Respect for all
E- Exemplary governance
A- Accountability, professionalism and discipline
T-Transparency and integrity
E- Effective team work and commitment
Growth of Bandhan in a short span is significant. Forbes (2008) magazine’s first-ever listing of the World’s Top 50 Microfinance Institutions out of 641 microfinance institutions operating globally; it has occupied the second position just after ASA of Bangladesh and 15 positions above “Grameen Bank”. It has received the prestigious “Skotch Challenger Award” in 1998 for contribution to financial inclusion. The Government of Afghanistan and the World Bank have approached them to facilitate development of micro credit at the strife torn country (The Hindu, 2008). Like many other MFIs, Bandhan focuses on poverty alleviation through increasing family income through women which in turn gradually increases the status of the woman in the family as well as in the society and ultimately leads to women empowerment.

Table 1: Bandhan – performance highlights as on April 2009
Area of operation 11 States
No. of districts covered 51
No. of branches 720
No. of staff 4277
No. of groups 65046
No. of members 1628551
No. of borrowers 1498808
Cumulative loan disbursed (in crores) 2359.47
Loan outstanding (in crores) 734.82
On time repayment rate 99.96%
[Source : www.bandhanmf.com]
Micro Finance Products
Bandhan provides micro loans to the poor women mostly through the group-based lending model developed by Bangladesh’s Association for Social Advancement (ASA), which has been suitably modified by Bandhan to suit the local requirements. The model focuses on simplified operations, and enhanced credit approval and loan-monitoring mechanisms. First, a group of 10-20 poor women is formed and then loans are given to individual member on the recommendation of the group. However, to get a loan, a member must have to attend minimum two successive weekly group meetings. Before sanctioning of loan field staff visits applicants’ houses and makes assessment of project as well as the applicants. The loans are finally sanctioned by Branch Manager on the basis assessment of field staff.

Table 2: Products of Bandhan
Products Micro loan product Micro enterprise loan Emergency loan
Loan amount Rural:– Rs 1000 -7000
Urban – Rs 1000 -10000 Rs. 20000
Rs.50000 Rs 1000-5000
Loan duration 1 year 1 year 1 year
Interest rate (flat) 12.5% 12.5% 10 %
Repayment frequency Weekly Weekly Weekly or monthly
Membership fee Rs.10 Rs. 20 NA
Insurance fee 1% on loan amount 1% on loan amount
Security deposit 10% on the loan amount 5% on the loan amount
Bandhan usually extends credit for agriculture, zari work, embroidery, animal husbandry, agriculture, crafts work, small cottage industries, small trading, vegetable vending, fishing, poultry, rice husking, horticulture, manufacture of surgical instruments, pottery, small services, small businesses etc.
Micro loans are given to landless and asset less women belonging to a family of five members with monthly household income less than Rs. 2,500 in rural areas and Rs. 3,500 in urban areas. The loans are also granted to individuals owning less than 50 decimal (1/2acre) of land or capital of its equivalent value. Quantum of the first loan is between Rs.1,000 - 7,000 for the rural areas and between Rs.1,000 - 10,000 for the urban areas. The subsequent loan is Rs.1,000 - 5,000 more than the previous loan. Though the loans repayment period is weekly, it offers 7 weeks grace period in deserving cases.
In 2007, the MFI launched health loan scheme to address the emergency health needs of the poor and their families. The applicant, her husband and her children can avail the loan. However, the loans are granted to members who have completed two loan cycles and past record as well as behavior and relationship with other group members is satisfactory.
Finance charges
Earlier Bandhan used to charge an interest rate of 17.50%. In May 2006, consequent upon increase in revenue and reduction in cost of operation the rate has been reduced to 12.50% flat which, in fact, translates into 23.56% annualized and this includes cost of borrowings (12% annualized), operation cost (9%), margin, risk gradation etc. Bandhan also charge 1% as processing fees and 10% upfront refundable loan security deposit on the principal loan amount at the time of disbursement.
New initiatives of Bandhan: Targeting the Hardcore Poor:
According to the MFI, hardcore poor as those who lack confidence to avail and repay loans or take the risk of initiating a business of their own and their desperate condition requires more than just micro credit. “To reach out to the invisibles of mainstream society and uplift their economic condition so that they can feed themselves and graduate into mainstream microfinance program”, Bandhan has introduced Chartering into Unventured Frontiers- Targeting the Hardcore Poor (CUF-THP) programme. The process involves tracking the poorest of the poor and developing their skills appropriate to the management of a local enterprise. Once the identification is made grant is given in the form of assets. Depending upon proper utilization of assets for income generation, these people become eligible for joining mainstream microfinance programmes. The prize money that Bandhan received from Consultative Group to Assist the Poor (CGAP) for the “Pro-Poor Innovation Challenge (PPIC)” award, is being utilized for the programme.
Bandhan’s Education Programme (BEP) – Non Formal Primary Education

With the stipend being received by Shri Chandra Shekhar Ghosh, Founder & CEO, Bandhan as Senior Ashoka Fellow, education programme has been launched. The scheme is meant for drop-out children and those who are not going to school in the age group of 8-14 years and belonging to poor families. Its objective is to ‘create a low cost educational model with 100% attendance of students and no dependence on private tuition’. Presently it has established 60 schools under the programme.

Performance:
In India, Credit Rating Information Services India Limited (CRISIL) rates the MFIs in a scale of mfR1 to mfR8, the former being the highest one. It’s rating for Bandhan in 2008 was mfR3 which according to CRISIL “reflects the MFI’s proven track record in scaling and sustaining its microfinance operations, its good assets quality and experienced governing board and senior management as well as its diversified funding portfolio. The MFI is one of the top ten micro finance institutions of the country” (CRISIL, 2008). The audited financial results throw light on significant growth in performance of Bandhan in the last three years.

Table 3: Highlights of financial performance of Bandhan
(Rs.in crores)
As on March 31 2008 2007 2006
Interest income from loans 44.62 18.19 5.24
Interest on investment/ bank deposits 0.58 0.23 0.02
Total fund based income 45.20 18.42 5.26
Total fee based income 6.54 2.59 0.16
Total income 51.74 21.01 5.42
Total interest on borrowing & finance charges 17.77 6.14 1.36
Gross spread 27.43 12.28 3.89
Gross profit 33.97 14.87 4.06
Expenses – Personnel 13.73 4.22 1.42
Expenses – Administrative 6.47 2.60 1.45
Write of loan losses 0.52 1.78 0.73
Net surpluses 12.81 6.20 0.25
Net worth 21.45 8.64 2.09
Long term borrowing 283.00 100.29 28.86
Short term borrowing /deposits /security of members 45.77 20.83 8.17
Total loans and advances 278.27 126.13 37.11
Total current liabilities 54.38 26.85 9.51
Total current assets 77.07 8.92 3.06
Total assets 358.95 136.12 40.47
Operational self sufficiency 132.39% 141.33% 104.87%
[Source: CRISIL MFI rating report July 2008]

The data in Table 3 indicate that there has been substantial growth in 2008 largely because of infusion of substantial funds by way of borrowing from financial institutions. The total borrowing including both long term and short term ones, increased from Rs 37.03 crores in 2006 to Rs.328.77 crores in 2008. During the same period, loan disbursement has gone up from Rs.37.11 crores to Rs.278.27 crores and income from Rs.5.42 crores to Rs.51.74 crores. Consequently net surplus rose from 0.25 crore in 2006 to Rs 12.81 crores in 2008.

HR Practices

An effective HR practices is essential for growth. As on 31st March 2008, out of Bandhan’s total employee strength of 2415, 1776 were credit officers each handling around 428 borrowers. In the organization, the employees receive fixed pay and promotion is performance based. The recruitment process is swift and the training is on the job under the supervision of a senior. Role and responsibility and growth path for each employee is clearly laid down. The staff at the Head office and Regional offices are to visit the branches regularly so that they can understand operations at the grass root level. Effective monitoring at each level has resulted in 99 % recovery rate over the years. In 2008, the employee attrition rate was only 7.79% as compared to 5.17% and 8.13% of 2007 and 2006 respectively.

Management Information System

MIS is viewed as one of the important tools for reduction of cost of operation and for improvement of operational efficiency for MFIs. As on 2008, in Bandhan data was maintained at branch level manually which delayed the process of consolidation at the Region and Head office level. However, the MFI is presently working with Bangladesh Rural Advancement Communities (BRAC) to develop a customized software which is likely to be implemented in 2009.

Conclusion

Success of Microfinance Institutions, pioneered by Grameen Bank of Bangladesh, has proved that it is a good business proposition too as is evident from the financial statement of Bandhan. However, paucity of capital is a major hindrance for growth of MFIs. The Reserve Bank of India has brought financing of MFIs by Scheduled Commercial Banks under the purview of Priority Sector Lending norms. The Banks too are finding quite it strategically attractive because of very high rate of recovery and wide spread reach of MFIs. In view of the performance and the growing reach of Bandhan, a large number of financial institutions such as SIDBI, ICICI Bank, HDFC Bank, AXIS Bank, ABN AMRO, Standard Chartered, Citi Bank, State Bank of India, UCO Bank, UBI, Yes Bank, BNP Paribas, IDBI Bank, Indian Bank, Bank of India and LIC, have extended their financial assistance by way of loans. However, concentration risk is quite high for Bandhan as 93.85% of its total loan portfolio is in West Bengal only. A socio economic and political changes and growing competition may pose serious challenge to them. Incidentally ASA, the mentor of Bandhan has also started operation in West Bengal. Therefore, to achieve its goal of reaching out to two million poor by March 2010 and thereafter to add one million members each year, Bandhan will have to strike an appropriate balance between cost of borrowings and cost of operation. By increasing scale of operation through innovation, technology initiatives and strategic partnership may be effective in the process of its sustainability and further growth.

References:

1. ADB (2000): Finance for the poor: Micro finance development strategy, ADB,
2000
2. CMF (2006): Microfinance in India – Current trends and challenges, Centre for microfinance, Institute for Financial management and research, October, 2006
3. CRISIL (2008): Bandhan: MFI Grading report, July 2008.

4. Rangarajan (2005):“Microfinance – the road ahead” Inaugural Address, April 12, 2005, New Delhi
5. RBI (2007): Circular no. RBI/2007-08/38 RPCD. MFFI. BC.No.08 / 12.01.001 / 2007-08 July 2, 2007
6. Sinha, Sanjay (2007) : Efficiency with Growth: The Emerging Face of Indian
Microfinance, ADB Quarterly News letter, Finance for the poor, Sept.2007,
Vol 8, no.3.
7. http://www.bandhanmf.com
8. http://www.cgap.org/p/site/c/template.rc/1.26.1453
9. http://www.forbes.com/2007/12/20/microfinance-philathropy-credit-biz-cz_ms_1220microfinance_table.html
10. http://www.mospi.nic.in/nss_502_press_note_16feb06.htm _______________________________
Dr. Mukul Mitra is Professor, International School of Business & Media (ISB & M), Kolkata. He can be reached at mitra.mukul@yahoo.com ALL RIGHTS RESERVED

Downturn as a Challenge: HR imperatives

2009-07-11T11:05:00.000-07:00

JHILMIL DAS

Organizations should evaluate their business; their strategy, their financials and their people and internal structure before randomly cutting down on redundancies

In the fall of 2008, we all were stung by the collapse of the world financial markets that hit the economy so badly. However, it should be mentioned that in events of such avalanche in past, every time our history has witnessed a new savior which came along promising a quantum leap into a new land of sustained profitability, dotcom for example. Sustained success is the key behind organizational growth and survival amidst this upheaval and HR managers today are really caught in a whirlwind that is wreaking havoc at every level. Counter-intuitively, some organizations have actually been positively affected by the recession. The same cannot be said for most businesses however, many of whom have been forced to lay off staff and to re-evaluate and re-structure their businesses. The major challenges before the HR today are contribution to a company’s long-term success as well as its short-term survival. It strives to provide solution through addressing to the major concerns based on integration and predictability based on the following –

a) Manage risk against talent surprises and preparation for risk mitigation
b) Proven and effective talent management services from hiring through compensation, support and development
c) Support & guidance to line managers in retention of key human capital
d) Provide assistance in business functions to succeed through workforce and structural optimization

The additional prerogatives of the HR managers also encompass managing the operational effectiveness through internal process efficiency and maximization of human capital investment returns.

The initial step towards this effort consists of planning, which includes alignment of employee goal with organizational goals. The other necessary step obviously is a well-designed succession planning program focused on capabilities. The next step is deliverance based on optimization through cost-effective techniques, resulting in quality staffing or retention. Integration is another effort towards synchronization of HR deliveries through hiring, paying, developing and engaging programs. This increases efficiency and return on investment and creates transparency and confidence among employees. The last word is prediction, which involves measuring the past performance and future expectations. These lagging indicators fall into five categories: cost, timeliness, quantity, quality and human reactions, such as customer satisfaction or employee commitment. These are necessary to evaluate how the organization does against established objectives and goals. Leading indicators are derived by analyzing current events with future implications, for ex. leadership, readiness, engagement, culture, brand, reputation and retention.

In order to improve talent management and performance over the long term, they should also revamp and realign their function, policies and services, as well as seize other opportunities created by the downturn. As an alternative for reduction of redundancy owing to additional headcount, we can take recourse and only eliminate jobs that represent excess capacity, non critical or one that does not fit any longer with the strategic direction and structure of the company. Rather, focus can be aimed at building critical capabilities and key leadership development initiatives. Also reduction of service costs can be initiated in the form of outsourcing, offshoring and renegotiating vendor contract.

A profound talent review can be devised in order to maximize productivity and performance of the workforce, segregating the performers and non-performers and improving bench strength. Initiatives can be taken on energizing and rejuvenating the existing employees through building on employee trust, productivity and commitment.

Workforce today has become leaner, the reason being the driving budget cuts and layoff owing to the recession. During this time, the quality and effectiveness of organizational talent no longer serves simply as a competitive differentiator - it becomes a bottom-line necessity. Each person counts.

Yet, companies looking to employ the best and brightest have their work cut out for them, as the current climate introduces a variety of hiring challenges, for ex. the context of the interview has changed quite dramatically. Earlier candidates had the pick of a lot of different jobs. There was a lot of pressure on the interviewer to sell the job, to sell the company and to attract the right candidate. But today, with the economy the way it is, there are more candidates than jobs. There's a different set of pressures to be able to vet the candidates and make a decision. That increased competition - and in some cases, desperation - among applicants to get noticed can put a strain on interviewers and may require newer tools and techniques of interviewing. Further, companies can encourage candidates to self-screen by improving the accuracy of job descriptions. Also in order to save time and resources, organizations can consider panel interviews rather than the more traditional series of one-on-one interviews.

As companies tighten their belts in response to tough economic times, HR managers has also changed the way training used to be done and are finding new ways to make learning and training more effective and efficient by designing programs that maximize value while minimizing cost.

Most learning organizations rose to the challenge by taking advantage of then-new technologies such as video discs and computer-based training to decrease classroom time and cram as much nonessential content into pre-and post-work as they could, saving only the most valuable content for the classroom. Best-practice organizations also focused on more clearly defining performance objectives tied to training. In many ways, the ability to link learning interventions to a company's strategic objectives represents the epitome of training's aspirations. If HR can point to the metrics that show training's impacts on those objectives, so much the better - for both his budget and people.

If an organization has goals to increase customer retention by 20 percent this year, for example, it has the ability to communicate this goal within a talent management system, which can then automatically communicate the same to every employee, typically by job function. As the process filters down, the goal's components become more specific and actionable, and goal components are embedded into each one’s performance and development plans.

The employee performance goals can be systematically aligned with department goals, which in turn can be aligned with higher-level organizational objectives. This means that organizational goal alignment not only occurs on a top-down basis, but from a bottom-up perspective, too. Employee performance plans within such systems provide associates with an opportunity to share their plans and goals with managers and supervisors. These systems also provide tools and mechanisms designed to encourage employees to work with their managers to align individual goals to both departmental goals and to organizational initiatives and critical success factors. This creates a two-way reporting mechanism that allows all employees to see how they are doing individually and as a team in relation to achieving the company’s objectives. Such transparency not only helps everyone within the company better understand how their work contributes to the overall good of the organization - a key driver of employee engagement and the creation of a high-performance culture.

Amidst several challenges created by the downturn, it also has harbored opportunities if implemented successfully. Companies can reposition themselves to emerge with a higher performing workforce, differentiated capabilities and a great leadership bench.

Recession has forced businesses to take an honest view, and to realistically assess in light of market trends and operational costs, what they need to do safeguard their businesses for the future. In some cases it has lead to redundancies, in others they simply have emerged in able to engage in heightening staff engagement and productivity levels. In some cases it is a mixture of both approaches. Whatever the decision, the people of an organization are at the core of their strategy and it is imperative that the organizations treat them appropriately for the mutual benefit of both parties. HR is the domain that can and should advise on these issues. As a profession we need to be progressively more involved in these discussions and decisions and we must be seen to take the lead with innovative and cost effective solutions that support the businesses in which we work.

It is imperative that organization should take an evaluative look at their business; their strategy, their financials and their people and internal structure before randomly taking decision to cut down on redundancies. With a view to surviving for the long term, organizations must take considered action which sees them optimizing organizational structures and resources with a view to maximizing efficiencies, while at the same time optimizing employee engagement and productivity going forward. When the decision is being taken to go down the route of redundancy, it is important to act quickly. Legal parameters must be adhered to, and staff must be treated with respect and consideration. To this end, they must be met with individually and have explained to them the reasons and consequences of the decision that has been made. All questions should be answered swiftly and as comprehensively as possible and within the constraints of their organizational realities, employers should attempt to provide as much transitional support for the employee leaving their organization, as possible.
Individuals who are faced with redundancy typically go through emotional upheavelment on hearing the news of losing their job. Coupled with this there are practical considerations which they must deal with, both in terms of financial considerations and the need to source new employment. In managing this group and in sourcing or providing in-house outplacement services for them, holistic approach should be taken, which takes account of both the human and practical sides of redundancy, equipping individuals with the skills to move forward. Outplacement help is the new option that companies are offering to their laid off staff. The idea behind the service is to provide the employees with ample counseling and suggestions, and help them prepare better for a new job.
An important benefit of offering outplacement services is the positivism it brings to an employer-employee relationship. The laid off employee goes through classes-either online or internally at the company-to comprehend and present his skills better to potential employers. Also referred to as 'career transition services', they include a wide range of assistance. The service helps the displaced employee with counseling to make him: Understand and cope with the job loss
• Understand job markets
• Initiate job search
• Present skills better on paper and during interview
They also help in keeping the existing staff morale high and positive. Layoffs bring with them damaged morale, fear, reduced productivity, negative emotions and diminishing confidence. But, the practical and comprehensive approach of the outplacements services help in making career transitions easy. Most importantly, organizations are optimistic of improved market conditions and would want to take their talented employees back. Recruiting new employees is a costly affair, and also the talent and skills lost to a competitor are difficult to replace. In India, TCS, IBM, Motorola and Microsoft are some of the organizations to employ outplacement agencies to help their laid off employees.
There is no doubt that we are operating in challenging times and for many people the situation can seem desperate. Now more than ever we must deal with our people with respect, recognizing the impact and consequence that our business decisions can have. When employees are made redundant it is so important to deal with the situation humanely.

Regardless of whether redundancy is a feature in every organization, most employees will be frustrated and or concerned about their job security. These feelings will have a negative effect on motivation and commitment, and consequently performance levels. Organizations must first and foremost recognize this and begin to take active steps to actively listen to their people and to use this time as an opportunity to develop stronger relationships built on mutual responsibility and trust. It is only in this way that we can re-energize that component of our businesses that is so critical to us – that of our Human Resources.

The author is Regional Manager-HR, Aditya Birla Group Financial Services Ltd. The views expressed in this article are the author’s own and do not necessarily purport to constitute an official position of Offline or Material World ALL RIGHTS RESERVED

Commissioned Acquisition

2009-05-12T05:24:00.000-07:00

RAJIB KUMAR

The Election Commission validates that acquisition for acquisition ain’t a
bad thing…and how

A couple of days ago I got a shock of my life when I visited one of the campuses I
am associated with.
A huge caravan of matadors, trucks and buses were waiting there to greet yours
truly. For once, I thought my job at this institute was at stake: the promoters have
perhaps logged onto the transport business to beat the recession mode I thought.
My trance was broken in a moment as I soon started getting glimpses of signs neatly
stuck on the front glass of the vehicles in loud red graphics: “On Election Duty”
The very same day as I take the trek from my base at Wellington Square to a
destination in Barrackpore, I see static cues of public transport over a 2 km stretch
on BT Road (the full hog: Kolkata’s very own and dreaded “blue line” buses,
minibuses, the white ones which proudly purports in writing and deed to be “under
the state surface transport corporation-Govt of WB undertaking” and of course the
taxis. Our taxi driver tells us they are on election duty. His assertion is validated: White Paper Signs with red text.
Now, the word “acquisition” isn’t a dirty word anymore. Forget about its usage with
its antonym “merger”; even within the organization HR functionaries looking after
recruitment flaunt their visiting cards with “Head-Talent Acquisition” encrypted.
Some may even argue acquisition was never a bad word after all. Didn’t the HR
definition from times immemorial promulgate the equation: Acquisition, Preservation
etc. etc.?
But all said and done the naked vehemence of acquisition by the Election
Commission reminds you of an imperialist war.
We have been reading the acquisition stories of the EC at the National Library,
Kolkata in the media. However, since I hardly visit the National Library, in the age of experiential learning, the story remained a story.
The execution of the might of Election Commission would put any dictator in any part
of the world at shame. Few of the SBI branches in the city aren’t functioning. The
Grievance Cell at Lalbazar is non functional. Pensioners in Post Offices are having a
harrowing time. As I write, public transport in the city is steadily embarking on the
road to oblivion (on election duty actually). You name it. And what’s more: each of
the above declares proudly why they have disabled itself from public interface. The
Kolkata Police website regrets the inconvenience caused by the ineffectual
Grievance Cell. Less tech savvy establishments like Post Offices hang shabby
looking hand written signs. “Hang the Sign & the Public” seem to be order of the day,
folks.
Question is: all this for what? A popular email forward doing the rounds for sometime
gives us a gruesome fact: The cost to company (I mean country) per MP is Rs. 32 L
p.a.! But obviously the cost involved in their acquisition is anybody’s guess.

The views expressed in this article are the author’s own and do not necessarily purport to constitute an official position of Offline or Material World

(Offline…SPECIAL-GREATER IMPACTS May 2009)

CROSSROADS-No Requiem for Non Believers

2008-12-08T12:33:00.000-08:00

RAJIB KUMAR

Is this divine vengeance against satanic designs? An absurd philosophy’s (and its fiery execution) bluff has been called.

The refusal to sing an Islamic requiem for the terrorists killed in the Mumbai encounter is the strongest statement the world has seen till date in the war against terrorism. Of course, it comes from the Muslim clergy, the authorized interpreters of God’s words.

The Mumbai mayhem has evoked a spontaneous response and the expanse of the response is a wonderful case in 360 degree. The most damning of the appraisals for the terror philosophers have of course come from none other than the clergy.

The decision of every Indian to stand up and get counted in this war against terrorism is a rhythmic response bereft of any mobilization by political outfits.

That India has changed since the 1992 blasts could be seen, felt, and heard virtually everywhere. Whether its Mr. Shah Rukh Khan declaring on TV that he’s a practicing Moslem and would be too glad if anyone can point out anything in the scriptures even vaguely justifying terror or Ms. Priety Zinta leading a peace march…. its written large on everybody’s face: We’ve Had Enough.

Blogs, Orkut & Facebook, mailers, SMSes…. The new age tools of communicating and networking have been put to successful use in combating terror…. in the mind. Well George Bush and Rudy Giuliani led the American people to a state sponsored battle against terror post 9/11; Since political members of our class were too busy promoting Terror Tourism to in-house film makers an apolitical forum- with everybody on board-filmstars, singers, painters, teachers, businessmen and women, corporate executives, students…. you name it …got into the act.

The media facilitated the germination in a big way setting new standards of maturity in the process. Complaints of “release of strategic information” were countered by validating that the commando operation was telecast on the delayed transmission mode. Serious, No-Nonsense people weren’t taking anything lying down…if you are combating…you got to be get into the “combative mode” in the first place-plain and simple-it’s India’s brand of the war against terrorism.

Even if India ain’t shining as our economists and many of us would vouch post globalization, we got to atleast give those two words credit for facilitating the process of creating an empowered, networked and bonded young at mind India who would give a damn to what a certain fella had to say about who is a Mumbaikar and who’s not and rather get the job done. This only happens in India…. indeed. …

The views expressed in this article are the author’s own and do not necessarily purport to constitute an official position of Offline or Material World

(Offline-Special, Greater Impacts, Volume-5, No- 5, December 2008)

Rajib Kumar's Speech at the Fresher's Welcome Programme of Annex College, Kolkata

2008-12-08T02:14:00.000-08:00

My dear students, I am glad that you have chosen management as a career and Annex College as your institute.

Young friends, today we are living a global environment where there are certain issues beyond the academic curriculum and which you must start developing in you from day one to be successful. I shall spend sometime on these:

Cross Cultural Communication:

A global environment implies business models based on supply or value chains, models resulting from acquisition, mergers and restructuring. This scenario naturally necessitates that we appreciate diverse cultures in our workforce and acquire necessary skills to deal in cross-cultural communication.

With a whole lot of new sectors coming into the fold India today has a lot for opportunities for young professionals like you than a few years back. This again poses a problem for future managers like you. As ladies and gentleman managing functions, retaining your team is going to be the greatest challenge in the years ahead. You must appreciate this isn’t just a problem for the HR fraternity ---its everybody’s problem now.

Infact every business model today necessitates that executives be skilled in the HR and Marketing functions because anyways you shall be managing people and your success shall lie in success of those you manage. Again out of pure business need every entrepreneur explicitly or implicitly desires that you market the brand both internally and externally.

Multitasking

Business today also demands that you get into the multi-tasking mode. Instead of cribbing about limited or unavailable resources modern managers are expected to make do with available resources and make do in the best possible way.

Networking

The importance of networking was never so underscored as it is now. From being frowned upon or being branded as “unethical”, managers who are effective in networking at the personal and professional level are not just admired or respected but are undoubtedly in huge demand.

Good Human Being

I believe if you wish to be liked and admired by everybody in the circuit you need to be a good human being. Humility, Compassion, Sense of Humor, Empathy and Honesty – these eternal values are gaining more importance ironically in an age where the human being is often reduced to a robot. Perhaps that is the reason why a good human being in blood and flesh is in great demand. Therefore, as you take a giant leap in your life today with your decision to get into management education please also endeavor to become a good human being along with a good manager and I tell you in the years ahead there wont be much of a difference between the two.

As members of the academia we would like to see to you grow in leaps and bound. We want that you become the agents of an intellectually challenging community setting benchmarks that others can follow.

I shall leave you with these lines from the poem Hills to Climb:

Hills To Climb

Throughout my day let there be hills to climb
There is scant zest in mastering the plains
For loitering, for rest, there will be time
When daylight wanes.

Let my horizon ever to be a hill
Which I must reach although the trail be steep;
Up, up to climb with energy and will
Before I sleep

For when I reach the summit on a hill
I’ll find my dreams guarding the topmost peak
The sun will set, the air be calm and still,
And God will speak

Not in a valley let me end my day;
I would have heights to gain a clearer view:
Therefore for hills I pray and strength to climb
Dear God to you….

God Bless You; God Bless Annex

Material World Anniversary Debate 2008 Reports

2008-09-17T04:52:00.000-07:00

A “less competitive” debate

Perhaps the overpowering presence of academia in the Material World Anniversary Debate Panel this year saw an unconventionally “less competitive” debate with speakers complementing each other in their deliberations. Coincidentally, every member of the entire panel including the Chair is or has been attached to educational institutions as faculty.

*
Imageries galore

If DP Chattopadhyay of Globsyn Business School (the only panelist who did not refer to any paper for his deliberations) with his captivating extempore and a very stylish accent used human anatomy to highlight the importance of peaceful coexistence of the hard and soft skill, RP Yadav, CMD of Genius Consultants resorted to poetry…

“Song Without Music
Ice cream Without Ice & Flavor
Food Without Salt & Spices”

*
Brotherhood too….

Such was the feeling of bonhomie that Prof Chattopadhyay turned down the Chair’s (Mr. Biswajit Matilal, Veteran Media and PR Personality) offer to refute the opponents’ views in the second round. “I would neither counter the views of the opponents’ nor reinforce the views of my colleague,” he asserted.

*
For Debate’s sake…

It was left to Rajib Kumar, CEO, Material World and Jt. Secretary, National HRD Network, Kolkata and Dr. Subhashis Majumder, Principal, Bhavan’s College of Communication and Management to fight out in the end. Kumar’s views appear above; Dr. Majumder underlined the poor state of hard skills training in institutions.
*

Balance, Equilibrium and other stories…

In the end everybody was talking the need to balance though…Dr. Majumder’s opinion of the need to find equilibrium between hard and soft skills was welcomed by Kumar. But then he asked…who decides on that equilibrium? Education after all is a business today.
*

Family Business…

And the light mood continued when Kumar responded to Yadav’s family example with “Yes…we sure need soft skills training in the family. All married men know that.” The audience and the panel burst into laughter. Even the somber Mr. Matilal couldn’t help grinning and chipped in ”I can see Mrs. Kumar’s face. Mr. Kumar should remember he has to return home after this.” True to the general mood the debated ended on a tie.

Dimples, Spirits and Cricket in Summer

2008-05-23T06:39:00.000-07:00

RAJIB KUMAR

At the very outset I sincerely apologize to readers who do not give a damn about cricket or/and IPL. I hope my indulgence, two times in a row isn’t a case of OCD; infact that I have NOT been bitten even an inch by the IPL bug can be validated: though a life member of the ill-fated Cricket Association of Bengal I didn’t care to pick up a ticket for a single match; I have managed to watch just two on TV thus far, that too more under compliance of group behavior than personal choice.

So why IPL again? Well, simply because I feel that we are at the crossroads, thanks to IPL, on how sports and business are going to relate to each other in India in the years ahead- something which cannot be given a miss in a journey toward an intellectually challenging knowledge India:

a) The Vijay Mallya and Rahul Dravid tango: Welcome to the coming of the “owner” in Indian sports. Mr. Mallya’s much touted “interference” is but a natural

By product of the system. In the West, some team owners are “less interfering”, leaving the job for professional managers and there are others “more interfering” types. It is just a coincidence that good old Rahul with the public image of a quiet, quintessential guy has the high spirits of Mr. Mallya for company.
b) ICL Vs IPL: As the original cricketing cry child (long, long ago before Shreesnath and minus the slap) Mr. Dev (sometime the Harayana hurricane) has lamented that the ICL was not just better organized, the 22 yards track was not meant to be a bowler’s crematorium (unlike in its “P” version). Yet BCCI accreditation was missing; what’s more, the media too was distinctly indifferent. While Mr. Modi, the brainchild behind IPL would have us believe that all the money spinning efforts shall in essence be neutralized as everything shall swirl back for…you guessed it…for the benefit of the game while the rogue call Subhash Chandra wanted only profits for himself. We believe you.
c) Wrong headlines: Slapped Affront; Black or White; Bare or Not to Bare; Cop Under Cover… the silver lining has been the all dimples, Shah Rukh. Shah Rukh has epitomized everything about the new young India. He has never kept his emotions concealed yet he has displayed a high level of maturity of taking things in the right spirit and treating a game as just as a game despite the stakes involved. The picture of an elderly lady fixated in his bosom and generously picked up and flashed in the dailies has done a world of good as an epitome of warmth and humility. He is indeed a manifestation of everything positive of the young and empowered India- rich and wealthy; popular yet ain’t flashy; smart and witty and again compassionate and caring and managing time effortlessly at all this.

Shah Rukh Khan is the one bright spot in the IPL’s troubled life.

(Offline,Volume-5, No- 3, May 2008)

Premier Premium

2008-04-28T07:11:00.000-07:00

CROSSROADS

RAJIB KUMAR

Will events like IPL bid adieu to the age-old policy of marginalizing the states?

Ever Since India attained independence, union governments have implicitly and explicitly worked towards weakening individual states. The philosophy behind this “official line” was empowered states were a threat to the center. The public position was of course that this would augment thoughts of secession from the Indian state.

The dreaded article # 356 of the Indian Constitution (or as some would say a section in the Indian Penal Code!) has been freely used over the years to teach errant states a lesson.

This was quite in contrary to the way of life in, say, America, where you would observe the same vociferous support in Chicago for the Bulls as for the US soccer team and with undiluted official sanction.

Perhaps the realization that stronger states mean a stronger nation came to India managers only post globalization.

Events like the Indian Premier League which has caught the nation’s imagination (including the most wanted men and women of Bollywood) might just give the much-needed fillip to greater feelings of federalism.

It is silly that thus far this was scorned upon. In Chicago, Illinois you would spot banners of Bulls happily fluttering alongside the stars and stripes just like those of Phoenix Suns would in Phoenix, Arizona.

I take the American example because of the synonymity with the Indian Example: Both are huge countries (America huger ofcourse and both have a huge number of states (America 50, India, not too far behind… 28 and 7 so called “union territories”) The American citizen’s loyalty to his state and country is equal and mutually exclusive. Thanks to market forces we get to see the celebration of the “state” in the lanes and bylanes of Kolkata…. Kolkata Knight Riders banners fluttering all over the place. The next obvious question is: when shall we get to fly the tricolor atop our apartments?

The views expressed in this article are the author’s own and do not necessarily purport to constitute an official position of Offline or Material World. The author’s write up is based on an entirely personal reflection and is bereft of any intention of a personal tirade against any individual or group or section of society

(Offline,Volume-5, No- 2, April 2008)

Designing A Corporate HR Plan

2008-04-28T07:09:00.000-07:00

INDRANIL BANERJEE

As the business year has completed and the industry and the stakeholders are anxiously waiting for the results, the corporate world hardly has time to take rest, rather the honchos are gathered to develop new strategy to chalk out the corporate plan for new financial year. The corporate plan whether involving issues ranging from creation of a new image building drive or setting up of a new division or outsourcing of some non-core activities involve vital inputs from its HR department. To offer meaningful inputs in the business process of organization value chain during recent time the role of HR became noteworthy. HR just cannot remain isolated or behave like a mere headcount in the Corporate Think tank team. In order to ensure proper assimilation of Company objective with the aspiration of its people during recent past the need of a corporate plan for HR department of the organization has strongly been felt. Such plan if developed thoughtfully helps the organization to build its roadmap and thus may act as a useful strategic management tool. The following issues are required to be kept in mind at the time of developing plan to ensure its deliverable value.

· Role expectation of HRM wing :

The general expectation in corporate circles is to let HR perform its support service role, remain busy with people centric issues, maintain industrial peace and so on. Strangely, a good number of HR people are happily carrying out such maintenance role and thus when they look back find difficulty in counting one’s “Key Success Areas”. This issue becomes evident especially when they make self-assessment at the year-end. Finding very little alternative became force to express their performance for the preceding years only on generic terms. It is true that service role is important; rather it is the foundation on which business houses are built upon. But out of absolute volatile nature of stability of the business houses in this era of competition it is the need of the hour to look after the detail of deliverables rather than remain happy with doables only.

· Culture related issues :

HR often attributes lack of appropriate culture as the stumbling block for them to extend strategic support to the organization. They find difficulty in generating support whenever they come out with any proposition of change. Unless the Organization harness the HR philosophy how could one deliver? But rather than expecting somebody else to clear the path it would be better if HR itself shoulder this role. Definitely it is easy saying than practicing. But then, what is easy in this world – digging a well or opting for a vacation at space. If the organization could be focused with its target to acquire a definite part of pie of market share through its sales organization why not HR team would not strive for achieving desired level of cultural change indices. Even for choicest organization, there is a propensity to opt for professional service for culture survey without analyzing its utility value. If designed properly survey outcome may act as an important source of information but it would be futile if HR is not sincere to solve genuine people issues and mixes with all stakeholders.

· Customer orientation of HR :

To ensure that HR deliver on change initiatives processes the HR team is required to be exposed to both internal and external customers of the business house. It is required to act as a glue for cross functional alignment which may range from arranging cross functional meeting on Monday morning to participate Yoga class with all corner to mobilizing fund for marriage gift of employee ward. Other than transact Company policy with employee representative exchanging views on contemporary issues always add value for relationship building thus create a positive atmosphere for acceptance of change initiatives thus works excellently as Salesmanship. This is a phase where HR’ization of organizations’ IR department takes place and is viewed as a launching pad for building a learning and knowledge Organization.

· Alignment of organization goal to HRM function :

At the time of building corporate plan the HR team must be equipped with vital inputs of corporate objectives. Financial statements of the organization as well as its competitor, growth plan along the value chain and demographically, plan for capturing market share are a few illustrations which required being readily available to the top team of HR to work upon. In spite of imparting training on general topics like “Finance for non-finance executives” the top team preferably equipped by imparting industry specific training on “Interpretation of financial statement” and “Financial implication of HR Decision”. This initiative generally builds interest level for active participation of managers to the programme and helps to visualize Industry realities and appreciate issues while framing corporate plan.

· End-to-end architecture of plan :

Generally, Organization plans for setting target. Once the year ends effort of going for another round of target setting drive may turn to be futile if we not look back. It is worthwhile first to study previous years’ Corporate plan, check out the goal set, measure the achievement made, analyze the gap, if any, and cause thereof and once these processes are over then only plan for setting target for next year.

· Measuring Indices :

We all know – if we are not planning for success, we are simply planning for failure. To check out our wards performance we anxiously look for school annual report, before make investment decision look for Company balance sheet. It is time to consider that if measurement process is accepted practice for judging value contribution at every walk of life why the same is relevant for HR. Similarly, if compensation is determined for every additional number of units sold by a salesman why the same analogy is not applicable for HR. Here lies the importance of measurement. However, before we develop a measurement system it is imperative to know what to measure and then derive the inherent how part. These days it has become one significant issue for corporate to address. Whenever we check up for revamping our existing measurement system it should be remembered that Measurement is a key driver for performance and not the Performance itself. Also at the time deriving corporate plan the periodical benchmarking of individual HR process necessarily be aligned to get best result out of the plan. The HR team preferably must develop its own system of measurement and thus needs to be provided with relevant software and desired training for this purpose.

· Transaction approach :

Normally, cascading of management decision run down the hierarchy and thus essentially a Top-down process. There is common grievance of the operating level management regarding unilateral approach of top management of imposing decision to execute without assessing prevailing ground realities and thus advocate for Bottom up approach. Providing democratic platform for operating level Manager to encourage information flow to reach to a decision is welcome but the issues cannot be left to mercy of individual wishes and proposition. A sensible balance of both approach make the corporate plan realistic and contribute significantly not only to express comprehensive mission statement of the HR organization but also act as a control devise.

· Level of specialization :

HR is not administration but definitely has evolved out of administration. The HR started with its welfare role and significantly moved to the direction of employee development for better productivity. At the time of holding corporate plan meeting it is also advantageous to have the generalist people of administration, sharing the corporate objectives and funding issue. Many a time HR thinks due to lack of administrative support the best of plan remained non-implemented. Thus, it is worthwhile to discuss budget constraints and implementation timeline for individual agenda. While handling HR specialization initiatives like Training & Development, it is worthwhile to keep the long-term objectives of the Organization in mind. Similarly, issues related to Compensation & Benefits need to be dealt after comprehensive study of available salary survey of the industry and contemporary HR market. The robust Performance Management linked with C&B and T&D are guiding factors of Talent management practice and thus is helpful as attrition control device. There is a general propensity to undermine the Personnel Service function although it delivers the final product. It is true that now-a-days the companies are forging ahead to reach absolute specialization but what is the use of designing great HR policies if the same is not implemented and the benefit are not passed onto the all stakeholder. The spirit should be acknowledging the contribution of Personnel Service provider at operating level and request for their support for future implementation.

· Conclusion :

If the corporate plan of the organization is considered as part of initiation of scheduling project the same analogy is equally applicable for HR plan too. The process should ideally be started by mid March and finalized by mid April and communicated across the organization in a documented manner, which would work as guiding principle to achieve corporate HR goal. Recently across the corporate corner there is hue & cry to implement Balance Scorecard. More specific HR Scorecard is also floating. The scorecard an internal control devises works as motivator if properly displayed for both internal and external customer. It may have a significant impact for large diversified complex organization. However it would be a prudent step to check up relevancy of same for smaller organization. The experience says much effort on measurement may lead to shift of focus from performance to presentation. The corporate HR Plan as we found is a strategic tool and must have some uniqueness every year. It should reflect seriousness of the HR team to help bottom-line of the organization without being any source of embarrassment for the top management. It should be transparent without any hidden agenda concerning the employees in general. To generate support from all corners and enhance buy-in of the Plan, it should be launched by CEO of the organization.

(Offline, Volume-5, No- 2, April 2008)

Indranil Banerjee is Manager (P&A), WB State Electricity Distribution Co. Ltd. Kolkata. He can be reached at indranil.hr@gmail.com
The views expressed above are the author’s own and does not necessarily purport to constitute an official position of Offline or MW.

One India?

2008-03-27T03:46:00.000-07:00

Some months ago a leading newsweekly of the country reported how more and more of India’s young were building their support systems outside the family. The phenomenon is catching on like wildfire all over the place. Networking and support systems have turned a full circle in India today.

While we read gory stories of the unscrupulous landlord from Howrah, (the ex-Sheffield of India), dispersing tenants through Liquefied Petroleum gas; there is another, confident, young India emerging and working on a whole new value system. You will see this young India in departmental stores, malls, and multiplexes… and even on the road. Are we seeing two Indias then making a satire of the much-touted “official” one liner: One India?

I noted with amazement the predicament of a family wherein first cousins (all aged below 25) working with blue-chip companies or into some successful entrepreneurial activity networking among each other while their 50+ fathers tearing each other apart over property issues and sundry.

Again, I know of a “heritage” family of Kolkata with property valued at several hundred crores where one of the guys who went to school with me is refreshingly, not sitting on “Income from Property” and running a successful export business since the past 10 years.

And then there is another instance of a superrich 60+ father who actually wants to see from heaven his two sons “fight it out” for his long list of movable and immovable assets! One of the sons, in his early 30s (and an acquaintance) and his lovely wife (working with a private financial institution and whom he married against the consent of his folks five years back) is going on his own trying to make a mark in real estate business.

As the proportion of the ageing workforce increases by the day and the demand for younger people with new age skills on the rise (in fact the demand is even more because a small section of the young has the requisite skills) intellectual clashes between the redundant oldie versus new skills acquiesced rookie (mind you I am not just talking about IT skills…in the new economy skills like PR and Gab are in as much demand) are growing. The retired and retiring sections are casting aspersions at the fast changing lifestyles of the “knowledge” workforce.

Intellectual alignment with senior members of the family is hard to come by these days. In this changing scenario, India’s young is holding on to friends, peers and colleagues and interestingly…ladies and gentlemen in their age group from the extended family/relative circuit who a decade ago were “out of bounds” in terms of the whereabouts of a person.

There are cries of “injustice/unfair” from sections of the ageing workforce. They are through with their prime- an age where moneymaking was sacrilege both by government and society. It is therefore natural that they would view the spending spree or the lifestyles of the younger folk with contempt. The idea is not to universalize; many are actually coming to terms with demands of the new world order. My hair rose up when a relative (in his late 50s) expressed vehement interest to work in a call center after his retirement, in under two years but such cases are a rarity.

There’s intellectual clash with regards to how warring sections view (even on) compliance to matters of taxation and issues of black and white money. There’s the “corrupt” 40 or 50 something trader in the locality; (interestingly, he too gets benefited by the real estate boom), takes up, “promoting” as a side business, albeit mostly with unaccounted money. His potential customers are of course also products of the old economy who would again buy mostly with unaccounted money.

The professional of new India would instead approach a credible project and seek suitable home loan or put up in company housing.

The confident young man or woman is again sinned for “obnoxious” display of affluence or “opulence”.

How would the 2020 nation reconcile these two Indias finally? Is it like Test Cricket vs One Day vs 2020; or ICL vs IPL? In Bangalore there are two kinds of prices for the oldie and rookie for buying fruits and vegetables from the market. Nobody seems to be complaining.

And where does the concept of “One India” in letter and spirit go from here?

As I was adding final touches to this write up I get a whole new dimension to complicate the analysis further: the techie from one of India’s top IT companies killing his wife suspecting her of having an extra marital affair…Reconciling events and issues is becoming tougher by the day in India today with new dimensions being added every other day. Analyses have just begun.

(Rajib Kumar, Offline Vol 5, Issue-1, March 2008)

Text of the MW CEO Rajib Kumar's welcome address at the MW Anniversary Debate 2007

2007-10-04T04:26:00.000-07:00

Respected Sheriff of Kolkata, Guest of Honor, Distinguished Speakers, Moderator Sir, Guests, Members of the MW Board of Advisors:

A Very Good Afternoon and a warm welcome to all of you on our 7th Anniversary.
Material World instituted the MW Anniversary Debate in year 2004 in keeping with our vision of a consulting house with a social commitment. Through this annual event along with our other events, our e-zine, our blogs we have endeavored to put forth for discussion issues of industrial and social importance envisaging an audience that would challenge each other intellectually and foster growth through ideas generating therein.
While making available our knowledge to address needs of our varied clientele-be it in areas of executive search and executive value addition along with our recently taken up one umbrella support services for US aspirants in association of the Indus Foundation, USA we have been trying relentlessly to influence decision makers in the circuit so that we can live in an environment which is more intellectually challenging.
MW has neither the dedicated readership base of a publication nor the numbers might of a professional association. In the process of our mission of greater societal and industrial benefit through our services and our vision of influencing decision making we also have to present ourselves a brand which has a profit and loss account to take care of and not surpluses.
Ladies and Gentlemen: Let me dwell on the motion for a couple of minutes, with your permission.
I attained a small part of my higher education in an overseas nation, US, to be specific, in the early 90s…. at that stage the very going to the land of opportunities was an achievement for me.
My take off from the then Dum Dum Airport had a theatric overtone… I was denied visa on Day 1; granted on Day 3 and I was off on Day 4…. I was still shopping in the afternoon on the day I was to board the Air India flight to Chicago.
It was a never-ending flight all of 36 hours what with a bizarre route…. Calcutta to Bombay; Bombay to Delhi; Delhi to London; London to New York; New York to Chicago; Chicago to Toledo…New York to Toledo.
Well Toledo was quite a comedown from the overnight stay in New York City what will dry barren mid western land and huge pick up trucks.
I slit opened the tea bag when it was meant to be dipped; I was perplexed at my American friends addressing the 60 something math professor by his first name and I was curious why my hosts drank their “pop” which was the mid western colloquy equivalent to soft drinks with lots of ice.
Overseas education is a dream of many a student in today’s competitive world. The various benefits, which a student gains through overseas education apparently gives them an edge over others. Overseas education has the potential of transforming lives. The international exposure one gets makes a student competent enough to face the increasing demand of knowledge and skills and present themselves as a complete package for the prospective employers.
Again, that is not to suggest that the decision to opt for overseas education is way out of all woes as perceived by some. Overseas education, with all the associated benefits like better career prospect and a wider perspective of life is also pregnant with the potential of jeopardizing a career if an impressionable mind fails to overcome the stress involved in living life all by oneself in the fast lane.
Again, in an era where international degrees area available right here in India where does overseas education stand?
While trying to make a case for a print media tie up with a leading daily in town, albeit unsuccessfully I was repeatedly confronted by a question as to why we were organizing this debate…
I’ll sign off with an answer to my young interviewers:
We want you to form an independent opinion on this subject and it is our hope that through the deliberations of our distinguished speakers shall aid you in this process.
Phew…aligning this annual debate has always been difficult. Our role as a facilitator well and truly in place.

(Sligted edited from the actual address. The above does not necessarily purport to constitute an official position of the Material World Group)

MATERIAL WORLD ANNIVERSARY DEBATE 2007- A Report

2007-10-04T04:24:00.000-07:00

In his welcome address Rajib Kumar, CEO, Material World shared some lighter moments of his stay in the United States. He listed the advantages and disadvantages associated with getting educated overseas. In an era where international degrees are available right here in India where exactly does overseas education stand? Kumar invited the distinguished panel to deliberate on this.

Inaugurating the anniversary celebrations Rathin Datta, Sheriff of Kolkata said he had an “institutional interest” in the topic in light of his association with the Indian Institute of Management.

Guest of Honor Khokan Mookerji, Secretary General, Bengal Chambers of Commerce and Industry said that we (in India) do not have enough good learning institutions and that we desperately needed to upgrade the quality of our higher education.

Dr. Anuradha Das, Principal, Calcutta International School said a large percentage of students from her school go abroad for higher studies. She was therefore speaking from that perspective (and experience). Overseas education gives a lot of flexibility and a greater level of confidence to students with which they can come out as winners in professional and personal life. She mentioned the very admission process in overseas institutions is a lesson in time and stress management.

Prof Ananya Chakraborty, Professor In Charge, Departments of Journalism and Film Studies, St. Xavier’s College countered Das’s assertion. "What is the percentage of population going abroad for education? How many can afford overseas education in India?" she asked. This was essentially a luxury of the elite she asserted. Chakraborty mentioned that he knew people who went abroad for education and experienced immense trauma in their 1st year- “uprooted from their own culture”. They experienced not only geographical alienation but also alienation within the student community she asserted.

Dr. Sushanto Banerjee, Director of the American Center Library at Kolkata countered Chakraborty’s assertion that students get traumatized in foreign nations. Students are given full orientation before they begin their stay he reassured the house. Banerjee mentioned that the demand of getting educated in the US is so high that it is difficult to find a space to sit in the United States Educational Foundation in India. He said, currently, there are about 76,000 students from India in institutions in the US. He cited examples of Prof Amartya Sen, Prannoy Roy and Azim Premji all of who excelled, he said, with the help of the education they attained in overseas nations. Through overseas education one becomes a “complete man” Banerjee opined. Political interference in educational institutions in India was rampant Banerjee said. There are good institutions in India like the IITs, IIMs or ISIs but very few can get in these the ex-ISI noted.

Sushmita Chakraborty, English teacher of La Martinere for Boys analyzing the motion said with the medium of Internet at everybody’s access level- why would one have to venture outside to gain information or know about other cultures? She said though she too spent an extended period of time in the UK for her education she feels it is not a “necessity”. “Its not air, water or shelter” she quipped. Sushmita paralleled overseas education with a mobile phone with “added features”. A mobile phone is a necessity today but a mobile phone set with added features like camera, megapixel, MP3 Player etc and so on is a luxury.

Dr. Das said overseas education empowers the student to choose what he or she wants to learn. She cited the example of the year’s ISC topper who gave the IITs a miss and went to Singapore for higher education. “We must value the decision of a topper,” Dr. Das told the house building a strong case in favor of the motion.

Ananya Chakraborty wondered if overseas education was that great why are medical and business establishments in countries like United States still dominated by Indians and Pakistanis? Where are the “complete” men? Countering Sushanto Banerjee’s example of Amartya Sen, Chakraborty said Sen’s roots are firmly here. “Amartya Sen has not given up his Indian citizenship,” she reminded her worthy opponents. Chakraborty was critical about the American system for international students. The visa fees, fees of TOEFL are exorbitant she opined. The system, she felt was not transparent and all this was a “huge source of income”. She also questioned the justifiability of taking the TOEFL for a Masters in English. “I do not see those long cues in front of the American consulate any more” Chakraborty commented.

Dr. Sushanto Banerjee said gone is the age of Nalanda University. Most campuses in India lack basic technologies like Wi Fi. Contrary to the conventional wisdom and views of his opponents, Banerjee mentioned that many students are going overseas from middle class families with the help of financial aid from US universities and funding agencies. He cited the example of the son of driver at the American center who made it to the US with the help of scholarship assistance.

Veteran PR and Media personality Biswajit Matilal was the moderator.

The House remained divided on the issue. The Motion, therefore, remain open ended.

(Editorial Team, Offline)

MATERIAL WORLD ANNIVERSARY DEBATE 2007

2007-09-28T23:21:00.000-07:00

RAJIB KUMAR, CEO, MATERIAL WORLD GROUP DELIVERING THE WELCOME ADDRESS

2007-09-28T22:41:00.000-07:00

DR. ANURADHA DAS, Principal, Calcutta International School

2007-09-28T22:37:00.000-07:00

BISWAJIT MATILAL with Prof. ANANYA CHAKRABORTI (L), Professor in Charge, Departments of Journalism & Film Studies, St. Xavier’s College, Kolkata during the High Tea

2007-09-28T22:34:00.000-07:00

DR. SUSHANTA BANERJEE, Director, American Center Library, Kolkata

2007-09-28T22:30:00.000-07:00

Veteran PR and Advertising Personality BISWAJIT MATILAL, Moderator, introducing the panel.

2007-09-28T22:23:00.000-07:00

RAJIB KUMAR, CEO, MATERIAL WORLD GROUP delivering the welcome address. KHOKAN MOOKERJI (L), Secretary General, Bengal Chambers of Commerce & Industry is seated with the Chief Guest

2007-09-28T22:16:00.000-07:00

SUSHMITA CHAKRABORTI of La Martiniere for Boys

2007-09-28T22:09:00.000-07:00

CHEIF GUEST RATHIN DATTA, SHERIFF OF KOLKATA INAUGURATING ANNIVERSARY 2007

Material World Anniversary Debate 2007

2007-08-13T04:44:00.000-07:00

OFFICIAL RADIO SPONSOR

Overseas Education: Luxury, Then; Necessity, Now

Overseas education is a dream of every student in today’s competitive world. The multiple benefits which a student gains through such education gives them an edge over others. The international exposure one gets makes a student competent enough to face the increasing demand of knowledge and skills and present themselves as a complete package which is often of special interest to future employers. However, before a student endeavors to opt for overseas education he or she must make sure that there are genuine and positive reasons to do so. One must never think of this option to run away from certain issues; as a student may have to go through few stressful moments too while studying abroad.

International exposure, Opportunities across the globe, Better career prospects, Multi-cultural experience are just a cross section of the multiple benefits of overseas education.

With all the advantages associated with overseas education, one has to remember a few things the other way round. International Education is now available right here in India. Degrees of various foreign universities are available in India and what’s more at a quarter of the price the student would end up spending at an overseas location.

Education overseas also exposes candidates to alien cultures, which may sometimes be not just a stressful exercise but also a traumatic one. On the other hand a large number of young people fail to handle the newly earned “freedoms” of stay in a Western nation and their careers plummet to the point of no return.

Again, critics of overseas education point out the notion of “Rome and Roman” citing that our education system, despite its drawbacks is best suited to local needs. For instance, the liberal arts curriculum of western nations is viewed, as “irrelevant” in the Indian context as such in depth exposure in subjects outside the area of specialization is “unnecessary” and “wastage of time” feel some education experts.

In the age of globalization has overseas education become a necessity or as Dominoes India makes sure it has a kebab on its pizza, shall “Indiansed” education stand out in the years ahead?

The Material World Anniversary Debate 2007 panel shall deliberate on September 1, 2007

(With inputs from the World Wide Web)

The Panel *

Dr. S. Banerjee, Director, Library Services, American Resource Center, Kolkata
Mr. S. Chakraborty, Principal, La Martiniere for Boys, Kolkata
Prof Ananya Chakraborty, Professor in Charge, Departments of Journalism and Film Studies, St. Xavier's College, Kolkata
Mr. Biswajit Matilal, General Manager (Public Relations & Advertising), Birla Corporation (Moderator) & Advisor, MW
Mr. Khokan Mookerji, Secretary General, Bengal Chambers of Commerce and Industry (Guest of Honor)

*not comprehensive

2007-06-27T07:22:00.000-07:00

Eastern India's Respected HR and Supply Chain Resource Center

MATERIAL WORLD GROUP

Presents

In Association with Indus Foundation, NJ, USA

(Associate, Bachelors, Masters & Doctoral)

STUDY IN USA

1. Guaranteed Admissions in at least ONE good accredited University
2. Personalised Counseling
3. Selection of Universities, and if required, courses to choose from
4. GRE, GMAT, SAT and TOFEL coaching (20 hours)
5. Assistance in SOP preparation, transcripts, financial documents, resumes, visa documentation, etc
6. Forwarding all application forms at our cost
7. Visa Guidance including mock interviews
8. Information on financial assistance available
9. Arranging Air tickets and FOREX, if required
10. Pre-departure assistance.

Call Us Today (033 22174094/22273580) for details or mail at: studyinusa@materialworldind.com

The State of the State's Mind

2007-05-29T05:33:00.000-07:00

Exploring a sudden spurt of aggression in the native’s behavior pattern

RAJIB KUMAR

It felt good to note that a leading Kolkata newspaper has at last taken note of the growing intolerance and aggressive behavior among the state’s citizens. I recall having briefly dwelt on this subject in these columns some months back.

Attitudinal changes are most often a result of multiple factors. We have consciously or subconsciously come to celebrate aggression. Whether it is the bowlers running down the pitch toward the batsmen or movie stars stalking co actors, deep down we have come to emulate our more “aggressive” celebrities…whether it is the shirt flinging Prince of Kalkuta or the topless Salman Khan.

As I pen these thoughts I have in front of me the morning’s papers reporting a case of wrongful confinement of a teenager girl role-playing domestic help. The poor fella apparently was made to toil in darkness and without fan from morning till late in the evening till her 30 something owners, a working couple, would get back from work.

Every other family I encounter in recent times tends to have a story or two to relate on domestic violence or terrorism.

The other day while coming out of a police station on B T Road, reporting a taxi who rammed our car my colleague and I were astonished to bump into a couple in their late 30s rushing to the officer on duty, blood stains all over their clothes and blood gushing out from some parts of their body: a case of domestic violence/terrorism.

Why are we encountering a situation where incidents like these including ones where young people are resorting to physical assault leading to incidents as hair raising as severe injury culminating in death on such trivia as loss in a game of cricket?

One argument that holds some credence is that while these went unreported until recently, thanks to a dozen TV news channels and an equal number of newspapers private have put our hitherto “private” drawing rooms under the scanner.

How far is the above assessment correct?

Viewing this from a different angle: people of this state have been traditionally the emotional kind, what with a creative bend of the mind above the national per capita; the bhadralok, therefore, has been less of aggression and its increased intensity in recent times has been almost unheard of in the past.

Well, we’ve had one Bantala some 15 years ago where a lady officer of UNICEF was subject to an act of medieval barbarianism. Again, political party or ideologue based hooliganism have been a staple diet. These, however, at best have been stray incidents or not necessarily reflective of societal behavioral patterns as a whole or a personality trait of the average native. In fact, the Bengali was until recently viewed as “extremely polite and gentle, accommodating and compromising and (even) to some extent submissive” by his non-Bengali brethren within and outside the state.

As HR Professionals, our adoration of competency mapping questionnaires notwithstanding it has become pertinent that we be appreciative of changing social trends and fads as employee attitude cannot be interpreted in isolation; in other words, without encompassing the proverbial “social animal” parameter (without sparking off another debate between the schools of psychology).

In subsequent editions of Offline we shall be talking to ladies and gentlemen across the social and professional spectrum in an effort to find some clue to this changing psyche. We encourage you, the reader, to share your views and experiences as my colleagues and I endeavor to probe deeper into the state of state’s mind. You may please send your views to rajib.kumar@materialworldind.com or offline@materialworldind.com

(Offline, Volume-4, No- 11, May 2007)

To Appraise Or Not To Appraise

2007-04-30T23:48:00.000-07:00

To Appraise Or Not To Appraise

RAJIB KUMAR

Exploring the sensitive gamut of faculty evaluation by students

The other day there was a brawl at the quarterly faculty meeting of a leading management institute on the sensitive issue of introduction of faculty evaluation by students.

Two senior academicians got into a heated debate; “Some 20,000 students are getting into WBUT affiliated institutions every year now…do you know what kind of students are getting in…you want them to evaluate me? Excuse me…” one thundered at another.

I listened with interest the passionately expressed views of the 60 something professor whose lectures I had attended some 15-20 years back. Surely he had a point. After all, our educational systems are a different ball game and it would be suicidal to implement predominantly western models like these before careful introspection.

Faculty evaluation forms at the end of every course every quarter end has been a regular feature in the United States for more than two decades now. In small and mid sized American private universities and colleges one particular faculty member designs his or her own programs; he then delivers the same and finally assesses student knowledge intake –before that he or she also has to choose an appropriate mode of doing so…. with such an expanse…all the more reason why an appraisal is required perhaps!

On completion of the course, students assess the program as well as the delivery skills of the faculty. Students may decide to remain confidential. The forms are filled up on the last class day and then one particular student collects all the forms; puts them into an envelope, duly seals it and ferries it over to the Dean’s (Academic Affairs) office or uses the campus mail room service to do the needful.

The importance of student feedback should never be undermined; after all they are the customers of our product. The success and failure levels of a faculty, unless under certain extraordinary circumstances (eg. unpopular decisions like frequent class tests or disciplinary action for sidetalking etc) should in all probability be quantified in terms of the success and failure of the students. After all don’t we contemplate on changing the home tutor of our ward if he or she gets a lesser grade in the exam than what is expected of him or her?

Students may often tend to judge a teacher based on so called “extraneous” criteria like her attire, his or her presentability, accent, the extent of his or her IT savvy ness etc. I have the views of a Chennai based lady faculty expressed in a recent edition of the National HRD Network Journal at hand. But the question is can we call these “extraneous” anymore?

Personality Development & Grooming have become a mandatory requisite for even Chartered Accountants, leave alone management students who are anyways expected to be suave. Just like a doctor must take care of his own health first, we, faculty members, need to equip ourselves with all these new age skills known by a variety of names-soft, finishing school, multi tasking and what not.

In my opinion, at the end of the day a performance appraisal of a faculty person must incorporate methods normally associated with appraising a corporate executive as well; namely, self-appraisal, peer evaluation and immediate superior evaluation addressing the needs of 360°

In addition, the faculty’s involvement in research and publication must also be an important component in the entire process. Faculty members must be constantly encouraged to write whether for the in house newsletter or relevant fraternity journals.
Whether we like it or not student feedback systems should be a part of the system but it should definitely have its “checks and balances” so that a bad fish or two do not misuse the system to settle personal scores with a faculty member. The final appraiser must carefully review the grades or comments made and try to first interpret any grossly adverse feedback in terms of real “extraneous” factors- disciplinary standards set by the faculty, the student evaluator’s personal records on absenteeism, performance in other classes, general attitude etc.

(Offline, Volume-5, No- 4, April 2007)

Editor’s Choice: Our Man of The Year

2006-12-30T23:05:00.000-08:00

Sourav Chandi Ganguly is sure a case study for students of management in areas of perseverance and unfailing self-confidence.

Ganguly’s self confidence isn’t a recent development. After that series in England where he displayed his maiden batting exuberance on the international scene, on top of his homecoming was the hush hush marriage to childhood sweetheart Dona, without the proverbial blessings of his parents.

Asked by media persons why he was in such a hurry he furnished Team India’s busy itinerary in the months ahead…such was the level of his confidence … then just a “rookie”.

It is difficult to find Indian sportsmen with such enduring zeal. There is one example that do come to mind though – Mohinder Lala Amarnath but Daddy has perhaps overtaken Jimmy on this one.

(Offline, Volume-5, No- 1, December 2006)

Brand MW

2006-12-30T22:46:00.000-08:00

“The idea is to constantly endeavor to act as a reliable support service for the corporate whether it be in the area of executive training or in executive search or HR/Supply Chain consulting. We are rigorously endeavoring to align responsiveness with above average quality of service in the backdrop of an ethos built over 6 years on trust and transparency. And…we haven’t ever lost our sense of humor in the process”

RAJIB KUMAR, CEO, MATERIAL WORLD GROUP

Hindi Chini Bhai Bhai- A “Toast” To Sino-Indian Friendship

2006-12-05T07:29:00.000-08:00

Caller: Hello, can I speak to Annie Wan?

Operator: Yes, you can speak to me.

Caller: No, I want to speak to Annie Wan!

Operator: Yes I understand you want to speak to anyone. You can
speak to me. Who is this?

Caller: I'm Sam Wan. And I need to talk to Annie Wan! It's
urgent.

Operator: I know you are someone and you want to talk to anyone!
But what's this urgent matter about?

Caller: Well... just tell my sister Annie Wan that our brother Noe
Wan was involved in an accident. Noe Wan got injured and now

Noe Wan is being sent to the hospital. Right now, Avery Wan is on
his way to the hospital.

Operator: Look; if no one was injured and no one was sent to the
hospital, then the accident isn't an urgent matter! You may find
this hilarious but I don't have time for this!

Caller: You are so rude! Who are you?

Operator: I'm Saw Ree.

Caller: Yes! You should be sorry. Now give me your name!!

Operator: That's what I said. I'm Saw Ree.

Caller: Oh...God...

Good Wan! (Good One!)!!

(Offline Humor, Volume 1, No 5, December 2006)

Difference Between Appraisal and Resignation

2006-12-05T07:23:00.000-08:00

A newly joined trainee engineer asks his boss "what is the meaning of appraisal?"

Boss: "Do you know the meaning of resignation?"

Trainee: "Yes I do"

Boss: "So let me make you understand what an appraisal is by comparing it with resignation"

Comparative study: Appraisal and Resignation In an appraisal meeting they will speak only about your weakness, errors and failures.

In a resignation meeting they will speak only about your strengths, past achievements and success. In an appraisal you may need to cry and beg for even 10% hike.

In resignation you can easily demand (or get even without asking) more than 50-60% hike. During an appraisal, they will deny promotion saying you didn't meet the expectation, you don't have leadership qualities, and you had several drawbacks in the company’s objective/goal.
During resignation, they will say you are the core member of team; you are the vision of the company, how can you go, you have to take the project on your shoulder and lead your juniors to success. There is 90% chance for not getting any significant incentives after appraisal. There is 90% chance of getting immediate hike after you file your resignation.

(Sent by Kavitha Raman)

Offline Humor, Volume 1, No 5, December 2006

MENTAL HEALTH – A CASE STUDY FROM NEVADA, US

2006-11-29T21:03:00.000-08:00

Offline carried a special feature on the occasion of Mental Health Day in its previous edition. This is a sequel to the same, an in-depth look at happenings in the American state of Nevada. This report stems from the Justice & Democracy forum on the Leading Social Indicators in Nevada that took place on November 5, 2004, at the William S. Boyd School of Law. The report, the first of its kind for the Silver State, has been a collaborative effort of the University of Nevada faculty, Clark County professionals, and state of Nevada officials. Many of the findings are of special significance in the Indian context, especially the areas on delays in service delivery and children and youth Disorders.

Offline thanks Dr. Dmitri Shalin, Professor and Director at the UNLV Center for Democratic Culture, University of Nevada, Las Vegas for giving us prompt permission to reproduce the report. Offline would love to have your views and feedback on the report. - Editor

The Social Health of Nevada: Leading Indicators and Quality of Life in the Silver State

Dmitri N. Shalin, ed. CDC Publications, 2006.

Dr. Shalin is a Professor of sociology; director, UNLV Center for Democratic Culture; organized several international conferences on Russian society, culture, and art; research interests and publications are in the area of social theory, pragmatism, democratic culture, and emotional intelligenceand publications are in the area of social theory, pragmatism, democratic culture, and emotional intelligence.

Offline (The Material World Online Management Journal) Volume-4, No- 12, November 2006

Scrabbled Words

2006-10-14T07:31:00.000-07:00

DORMITORY:When you rearrange the letters:DIRTY ROOM
PRESBYTERIAN:When you rearrange the letters:BEST IN PRAYER
ASTRONOMER:When you rearrange the letters:MOON STARER
DESPERATION:When you rearrange the letters:A ROPE ENDS IT
THE EYES:When you rearrange the letters:THEY SEE
THE MORSE CODE:When you rearrange the letters:HERE COME DOTS
SLOT MACHINES:When you rearrange the letters:CASH LOST IN ME
ANIMOSITY:When you rearrange the letters:IS NO AMITY
ELECTION RESULTS:When you rearrange the letters:LIES - LET'S RECOUNT
MOTHER-IN-LAW:When you rearrange the letters:WOMAN HITLER
A DECIMAL POINT:When you rearrange the letters:IM A DOT IN PLACE
THE EARTHQUAKES:When you rearrange the letters:THAT QUEER SHAKE

(Offline Humor, Volume 1, No 3, October 2006, Sent by Rajesh Poddar)

Of terms & terminology

2006-10-14T07:28:00.000-07:00

Tears: The hydraulic force by which masculine willpower is defeated by feminine waterpower...

College: A place where some pursue learning and others learn pursuing girls.

Cigarette: A pinch of tobacco rolled in paper with fire at one end & a fool on the other.

Conference: The confusion of one man multiplied by the number present

Compromise: The art of dividing a cake in such a way that everybody believes he got the biggest piece.

Dictionary: A place where divorce comes before marriage.

Conference Room: A place where everybody talks, nobody listens & everybody disagrees later on.

Ecstasy: A feeling when you feel you are going to feel a feeling you have never felt before.

Classic: A book, which people praise, but do not read.

Smile: - A curve that can set a lot of things straight.

Office: - A place where you can relax after your strenuous home life.

Yawn: - The only time some married men ever get to open their mouth.

Etc.: - A sign to make others believe that you know more than you actually do.

Committee: - Individuals who can do nothing individually and sit to decide that nothing can be done together.

Experience: - The name men give to their mistakes.

Atom Bomb: - An invention to end all inventions.

Philosopher: - A fool who torments himself during life, to be spoken of when dead.

Diplomat: - A person who tells you to go to hell in such a way that you actually look forward to the trip.

Opportunist: - A person who starts taking bath if he accidentally falls into a river.

Optimist: A person who while falling from Eiffel tower says in midway "See I am not injured yet."

Pessimist: - A person who says that O is the last letter in ZERO, Instead of the first letter in word OPPORTUNITY.

Miser: - A person who lives poor so that he can die rich.

Father: - A banker provided by nature.

Criminal: - A guy no different from the rest of us. Except that he got caught.

Boss: - Someone who is early when you are late and late when you are early.

Politician: - One who shakes your hand before elections and your Confidence after.

Doctor: - A person who kills your ills by pills, and kills you with his bills.

(Offline Humor, Volume 1, No 3, October 2006)

Monkey Business

2006-10-14T07:25:00.000-07:00

There was an interesting experiment that started with five monkeys in a cage. A banana hung inside the cage with a set of steps placed underneath it. After a while, a monkey went to the steps and started to climb towards the banana, but when he touched the steps, he set off a spray that soaked all the other monkeys with cold water. Another monkey tried to reach the banana with the same result. It didn't take long for the monkeys to learn that the best way to stay dry was to prevent any monkey from attempting to reach the banana.

The next stage of the experiment was to remove the spray from the cage and to replace one of the monkeys with a new one. Of course, the new monkey saw the banana and went over to climb the steps. To his horror, the other monkeys attacked him. After another attempt, he learnt that if he touched the steps, he would be assaulted.

Next, another of the original five was replaced with a new monkey. The newcomer went to the steps and was attacked. The previous newcomer joined in the attack with enthusiasm!

Then, a third monkey was replaced with a new one and then a fourth. Every time a newcomer approached the steps, he was attacked. Most of the monkeys beating him had no idea why they were not allowed to climb the steps or why they were joining in the beating of the newest monkey.

After replacing the fifth monkey, none of the monkeys had ever been sprayed with water. Still, no monkey ever approached the steps. Why not?

Because as far as they knew it was the way it had always been done around here

........................... And that is how company policy begins.

(Offline Humor, Volume 1, No 3, October 2006, Sent by Rajesh Poddar, Director, Calicut Engg Works Ltd)

Material World Anniversary Debate Series 2006

2006-09-07T02:04:00.000-07:00

Material World CEO Rajib Kumar delivering the welcome address

2006-09-07T02:00:00.000-07:00

Dr. Nazrul Islam, IPS, Inspector General of Police, WB (Enforcement), releasing
Annual Offline 2006 (Print Edition # 2) as Rajib Kumar looks on

2006-09-07T01:32:00.000-07:00

Rajib Kumar moderating MW Anniversary Debate 2006; on his right is Biswajit Matilal,
Secretary, Celebrations Committee. To their right, the “for” team (L to R) Dipak Rudra,
IAS (Retd), Prof Amit Sengupta, Director, Eastern Institute of Management and Barun Das,
Divisional Head (Legal) & Company Secretary, Exide Industries

For Germany, For English's Sake

2006-07-06T05:19:00.000-07:00

New Euro Language in the works"The European Union commissioners have announced that an agreement has beenreached to adopt English as the preferred language for Europeancommunications, rather than German, which was the other possibility.

As part of the negotiations, the British government conceded that Englishspelling had some room for improvement and has accepted a five-year phasedplan for what will be known as EuroEnglish (Euro for short).

In the first year, "s" will be used instead of the soft "c". Sertainly,sivil servants will resieve this news with joy.

Also, the hard "c" will be replased with "k". Not only will this klear upkonfusion, but typewriters kan have one less letter.

There will be growing publik enthusiasm in the sekond year, when thetroublesome "ph" will be replaced by "f". This will make words like"fotograf" 20 per sent shorter.

In the third year, publik akseptanse of the new spelling kan be expekted toreach the stage where more komplikated changes are possible.

Governments will enkorage the removal of double letters, which have alwaysben a deterent to akurate speling.

Also, al wil agre that the horible mes of silent "e"s in the languag isdisgrasful, and they would go.

By the fourth year, peopl wil be reseptiv to steps such asreplasing "th" by "z" and "w" by "v".

During ze fifz year, ze unesesary "o" kan be dropd from vords kontaining"ou", and similar changes vud of kors be aplid to ozer kombinations ofleters.Und efter ze fifz yer, ve vil al be speking German like zeyvunted in ze forst place. Sieg Heil!"

(Sent by Rajesh Poddar, Offline Humor, Vol 1, No 2, July 2006)

Of Love & Jargons

2006-07-06T05:14:00.000-07:00

A Professor at one of the IIM's was explaining marketing concepts to his Students: -

1. You see a gorgeous girl at a party. You go up to her and say: "I am very rich. Marry me!" - That's Direct Marketing

2. You’re at a party with a bunch of friends and see a gorgeous girl. One of your friends goes up to her and pointing at you says: "He’s very rich. Marry him." - That's Advertising

3. You see a gorgeous girl at a party. You go up to her and get her telephone number. The next day, you call and say: "Hi, I’m very rich. Marry me." - That's Telemarketing
4. You’re at a party and see gorgeous girl. You get up and straighten your tie, you walk up to her and pour her a drink, you open the door (of the car) for her, pick up her bag after she drops it, offer her ride and then say: "By the way, I’m rich. Will you marry me?" - That's Public Relations

5. You're at a party and see a gorgeous girl. She walks up to you and says: "You are very rich! Can you marry me?" - That's Brand Recognition

6. You see a gorgeous girl at a party. You go up to her and say: "I am very rich. Marry me!" She gives you a nice hard slap on your face. - That's Customer Feedback

7. You see a gorgeous girl at a party. You go up to her and say: "I am very rich. Marry me!" And she introduces you to her husband. - That's demand and supply gap

8. You see a gorgeous girl at a party. You go up to her and before you say anything, another person come and tells her: "I’m rich. Will you marry me?" And she goes with him. - That's competition eating into your market share

9. You see a gorgeous girl at a party. You go up to her and before you say: "I'm rich, Marry me!" your wife arrives. - That's restriction for entering new markets

(Sent by Kavitha Raman, NSE, Offline Humor, Vol 1, No 2, July 2006)

Of Trees & Rain

2006-06-19T01:37:00.000-07:00

Among the various problems that India faces, the most serious problem is that of misuse of natural resources. Today our country is having a vast mineral, forest & water resource. Our nation has suffered huge loses both economically & socially. The major problem now is drought & if the forest & mineral resources would have been utilized properly there would have been a huge generation of employment & revenues.

In India the areas of Rajasthan, Madhya Pradesh & Orissa are severe drought affected region. If we analyze the data we can find that it’s rural India that is most affected. The rural population largely depends on the natural resource. Due to drought there is a sharp decline of resources. This has serious implications on the economic & social front.

Drought in India is the result of poor water management since no sincere effort is made to conserve the rainwater. This also results in poor agriculture. Simultaneously, there are huge deforestations going on. Houses and factories are set up not realizing the after effects. The most important reason for all this problem is the lackadaisical attitude of government & misuse of govt. funds.

Inspite of all odds there are some examples where people have got together to show that concerted efforts by dedicated people does lead to economic resurrection and prosperity. Rajiv Gandhi Water Shed and several NGO’S have come to the forefront to improve the situation.

“ Every cloud has a silver lining”, that’s what the people of a small village in the Alwar district of Rajasthan has proved. The village is recognized for its outstanding contribution to rainwater harvesting. People built mud dams or “johads” to stop wasteful drain of rainwater.

Afforestation was carried out. Uncultivable land was converted to cultivable land.

Illegal felling of trees should be stopped. The natural resources like minerals should be utilized properly. Govt. should take measures to stop the pilferage of minerals. There should not be any slack time of collection & delivery of raw materials to the industry. So above all 3 points have to be remembered: -

Economic well being of a community of a country is related to the natural resource.

Decentralization & people participation are always essential.

Literacy & awareness among the village folks is essential.

Govt. should take up the following measures: -

o Implementation & monitoring of the programmes.
o Making the water management policy more equitable.
o There should be full financial & legislative support.
o Emphasizing the significance of interdepartmental cooperation for a successful programme.

Such developmental policies have already taken place in Rural India. But there is need to make this an all-encompassing movement to prevent further loss. Effective management of the natural resource will lead to reduction of poverty & generation of employment.

Mainak Gupta, Offline (The Material World Online Management Journal) Volume-4, No- 7, June 2006

The State of The Mind

2006-06-19T01:08:00.000-07:00

Psychology – Scientific study of human & animal behavior and mental processes.

Behavior-Anything that a person does (writing, thinking, etc.)

Behavior may be overt meaning anything that is observable and measurable or covert, something that cannot be measured e.g. mental representation of the world, i.e. memory, strategies, and attitudes.

Modern Schools of Psychology

Psychodynamic approach- this is concerned with motives, conflicts and other forces that influence over behavior. The guiding factor being that most things are done in the unconscious state. Understanding just how much our world was changed because of Freud's work can just be difficult to grasp (or worth an MW debate!), but fact is we are immersed in a world of Freudian concepts. Every time we make reference to doing something "unconsciously", or refer to someone as having a big "ego", we are after all using Freudian terms.

Behavioral Approach: (Erickson, Skinner, Watson et al) – According to Watson, people learn by conditioning. Examples: going to school; induction process for a new corporate recruit. Infact, Watson claimed that psychology was not concerned with the mind or with human consciousness.

Skinner said that people learn by re-enforcement.

According to studies:

* It takes 30 days for our brain to establish or understand a new idea or concept.
* At around 90 days of consistent behavior, a new fragile pattern starts to run automatically.
* Miss a day during this 90-day training period and the brain kicks back to day one.
* At a year your new lifestyle is stable and you have new behaviors that you will find pleasant and comfortable. This new pattern is not like the old behaviors of the past. Your new habits continue to need low-level re-enforcement on into the future or they will revert back to the old ones.

Humanistic Psychology/Phenomenological (Carl Rogers, Abraham Maslowe et al)

Here we are talking about Problems, Potential & Ideals. Humanists reject the Freudian idea that unconscious forces rule personality. Humanists have immense faith in human nature. They say that human nature is in general good (what does law keepers have to say about this?). Though this school has gone (and is going) through lot of flux, the most notable contribution is Maslowe’s "hierarchy of needs."

Cognitive Approach: Proponents of the cognitive approach say that what people think will affect what they do. This approach is concerned with thinking, knowing, understanding, and information processing. Cognitive approach, thus, has special significance for educators/trainers. The following link may be of interest to readers: http://faculty.washington.edu/krumme/guides/bloom1.html

Neurobiological Approach: According to this school there are psychological processes that’ll explain behavior. Influence of hormones and genes are predominant. For e.g., a victim of an accident may undergo some behavioral changes. More than anything, neurobiological approach is useful in providing basic data for Cognitive Psychology.

(Credits: Prof W. Slater, my Psychology Professor at Ohio, US, whose discourses acquainted me to the power of the human mind)

Rajib Kumar, Offline (The Material World Online Management Journal) Volume-4, No- 7, June 2006

Material World Anniversary Debate Series 2006

2006-06-05T21:25:00.000-07:00

MW instituted the Material World Anniversary Management/Tech Debate Series in 2004. The theme of the 1st in the series was “Good Managers Need Not Be B School Graduates” and the second was “For the Indian-Commerce Is A Far Off Dream”.

August 31, 2004 – Topic “Good Managers Need Not Be B School Graduates”

Chief Guest: Mr. Dipak Rudra, Fmrly, Transport Secretary, Govt of West Bengal
Speakers: Dr. G D Gautama, Principal IT Secretary, Govt of WB, Mr. D P Patra, Jt. MD, MCC PTA Corp Pvt Ltd, Mr. Santanu Bhattacharya, Executive Director (Materials), CESC Ltd etc.

August 31, 2005 – Topic “ For the Indian, E-Commerce Is A Far Off Dream”

Chief Guest: Prof (Dr.) Sujit Basu, Vice Chancellor, Vishwa Bharati University
Speakers: Ms. Preeti Desai, President, Internet & Mobile Association of India, Dr. G D Gautama, Principal IT Secretary, Govt of WB, Mr. Khokan Mookerji, Secretary General, Bengal Chambers of Commerce & Industry, D K Chaudhuri, CEO, Skytech Solutions, Dr. Abhijit Sen, Past President, Bengal Chambers etc.

MATERIAL WORLD ANNIVERSARY DEBATE SERIES 2006- August 31, 2006

For India Inc, Corporate Social Responsibility is Just another Jargon

Corporate social responsibility (CSR) is an expression used to describe what some see as a company’s obligation to be sensitive to the needs of all of the stakeholders- in its business operations -and that includes subsidiaries and affiliates, partners, local neighborhood, investors and shareholders.
CSR is closely linked with the principles of "Sustainable Development" in proposing that enterprises should be obliged to make descisions based not only on the financial factors but also on the social and environmental consequences of their activities.

CSR policies should ideally be built on transparency, stakeholder dialogue, and integrity in the conduct of business.

Today’s heightened interest in the proper role of businesses in society has been promoted by increased sensitivity to environmental and ethical issues. Issues like environmental damage, improper treatment of workers, and faulty production leading to customers inconvenience or danger, are highlighted in the media. In many advanced nations government regulations regarding environmental and social issues have become stringent in recent years. Again, some investors and investment fund managers have begun to take account of a corporation’s CSR policy in making investment decisions. Further, some consumers have become increasingly sensitive to the CSR performance of the companies from which they buy their goods and services. These trends have contributed to the pressure on companies to operate in an economically, socially and environmentally sustainable way. But is India Inc doing enough?

Internationally, many corporate houses now bring out annual reports describing how they fared on the environmental and social responsibilities front. McDonald, as an example, participates in the National Spring Clean Campaign and in 1989 they set up the Ronald McDonald Children’s Charities. Among other things, this charity funds around 200 “Ronald McDonald Houses”, which provide free accommodation to the families of children in hospital. There other companies as well like BP, Body Shop, which report annually on environmental and social initiatives.

It is easy to imagine the improved standards our social environment could flourish in, when corporations overwhelmingly decide to step forward with investments in shouldering obligations on social investment more eagerly. Not that this ancient land is being exposed to the concept of corporate social responsibility for the first time. Or, the concept itself is a phenomenon being borrowed from the west ever since globalization has taken on the fast track. Ancient Indian history has innumerable instances of businessmen and traders taking up community benefit projects all on their own, to ensure that the community gets a share of the monetary gains businesses make, in the form of better life. Even Chanakya the economist, had advocated reinvestment of wealth in the community for social progress. So where and when did we Indians misplace our conscientious identity? Is it attitudinal indifference or is it simply the ignorance and nonchalance syndrome. Indian entrepreneurs have the best of corporate minds and stand shoulder to shoulder with the finest breed in the world. They are the living legends. They are not just industrialists but they are also men with a mission – to do good to society. But are they doing enough on this?

Industrial safety, supporting local development and combating poverty, AIDS and environmental stewardship are some of the critical challenges that India Inc face today.

CSR is a relatively new term to have found increasing international legitimacy as today’s way of doing business. In developing countries, this term is widely used by the corporate to convince the people that things have changed and that a new ethical global business practice is underway. However, the ground realities show that industry’s idea of ethical business has not changed much from the days of Union Carbide disaster of 1984. In March 2000, a leading MNC’s high profile India operations was found to have dumped over 300 MT of mercury outside its plant at Kodaikanal in South India (Source toxicslink.org)
On the other hand companies like Canon India says in its website that it understands its Social Responsibility as a good Corporate Citizen and endeavors to make meaningful contributions to the society in several areas like Humanitarian Aid and Disaster Relief, Social Welfare and Conservation of Environment.

CSR, if applied in its true sense, can be an opportunity of bringing a level of accountability into the business.

For business associations & advertisements in Annual Offline (the MW e-zine) # 2 please call Silajit – 09433116526/ Dipannita – 9831213393or mail at events@materialworldind.com

RELATIONSHIP EXERCISE

2006-06-01T21:41:00.000-07:00

A lady walked into a drug store and told the pharmacist she needed some cyanide. The pharmacist asked, "Why in the world do you need cyanide?"
The lady then explained she needed it to poison her husband. The pharmacist's eyes got big and he said, "Lord have mercy, I can't give you cyanide to kill your husband! That's against the law! I'll lose my license... They'll throw both of us in jail and all kinds of bad things will happen! Absolutely not! You can NOT have any cyanide!"

Then the lady reached into her purse and pulled out a picture of her husband having dinner in a restaurant with pharmacist's wife.

The pharmacist looked at the picture and replied, "Well, now... You didn't tell me you had a prescription".

Offline Humor, Inaugural Edition, June 2006

Marriage Musings

2006-06-01T21:35:00.000-07:00

All abt marriage!!Man before marriage and when in love - Superman. Immediately after marriage -Gentleman. 10 years after marriage - Doorman 20 years after marriage - Doberman ³
Every man should get married some time; after all, happiness is not the only thing in life!! --Anonymous³
Bachelors should be heavily taxed. It is not fair that some men should be happier than others. --Oscar Wilde³ Don't marry for money; you can borrow it cheaper. --Scottish Proverb³
I don't worry about terrorism. I was married for two years. --Sam Kinison³
A psychiatrist is a person who will give you expensive answers that your wife will give you for free. --Anonymous³
Men have a better time than women; for one thing, they marry later; for another thing, they die earlier. --H. L. Mencken³
Marriage is a three-ring circus: ---engagement ring ---wedding ring ---suffering³
When a newly married couple smiles, everyone knows why. When a ten-year married couple smiles, everyone wonders why. ³
Love is blind but marriage is an eye-opener. ³
When a man opens the door of his car for his wife, you can be sure of one thing: either the car is new or the wife.I take my wife everywhere, but she keeps finding her way back.³
I asked my wife, "Where do you want to go for our anniversary?" She said, "Somewhere I have never been!" I told her, "How about the kitchen?"³
We always hold hands. If I let go, she shops.³
She ran after the garbage truck, yelling, "Am I too late for the garbage?"³
Following her down the street I yelled, "No, jump in!" ³Bachelors know more about women than married men; if they didn’t, they’d be married too. --H.L.Mencken ³
*She got a mudpack and looked great for two days. *Then the mud fell off. ³
If your dog is barking at the back door and your wife is yelling at the front door, who do you let in first?³
The Dog of course..........at least he'll shut up after you let him in!³
" Marriage is a romantic story, in which hero dies in the first chapter.³
It was told, "Marriages are made in heaven…but so are thunders.

(Sent by Rajesh Poddar, Calicut Engg Works Ltd)

Offline Humor, Inaugural Edition, June 2006

RELATIONSHIP EXERCISE

2006-05-31T12:04:00.000-07:00

A lady walked into a drug store and told the pharmacist she needed some cyanide. The pharmacist asked, "Why in the world do you need cyanide?"

The lady then explained she needed it to poison her husband. The pharmacist's eyes got big and he said, "Lord have mercy, I can't give you cyanide to kill your husband! That's against the law! I'll lose my license... They'll throw both of us in jail and all kinds of bad things will happen! Absolutely not! You can NOT have any cyanide!"

Then the lady reached into her purse and pulled out a picture of her husband having dinner in a restaurant with pharmacist's wife. The pharmacist looked at the picture and replied, "Well, now... You didn't tell me you had a prescription".

Offline Humor, Inaugural Edition, June 2006

INTERNET EDITION

2006-05-23T11:16:00.000-07:00

A couple of my regular readers complained when writing on contemporary issues I’ve been outright pessimistic…so I told myself lets shell out something positive this time.

I wonder how many of us have actually realized how the Internet has begun to change our lives in recent times. I am still skeptical about the viability of ecommerce in India (Preeti et al wont forgive me for that) but think about how many other ways the Internet has made a difference.

The mind of the married woman demands Pizza at about 2300 hrs one fateful day (err. night). There ain’t any fliers at hand but I have my 24 * 7 Internet enabled system in front of me. “Pizza Kolkata” in my favorite search engine… Bingo…u’ve got a host of options sitting pretty in front of you. The phone connects. The Pizza is delivered in 30 minutes and the mind of the married man is saved for the night from being messed.

No joke…and I remember my school buddy Rajesh Poddar’s (Director of the Kolkata based Calicut Engg Works) piece on Customer Service (Offline April 2006) when I call a couple of days later. The soft utterance of my phone number generates my name, address and ….the absence of a landmark… which was now sought (might’ve caused a problem on the first occasion)…but that’s another story.

During last year’s MW Anniversary Celebrations we are unable to locate a re-christened street name where one of our esteemed speakers lived. Instead of cursing, I type the name of street in the search engine. Bingo…I’ve got the details of a well-known corporate house located on the same street…yep! I have tracked my speaker’s locality.

Stay Online!!

Rajib Kumar, Offline (The Material World Online Management Journal) Volume-4, No- 6, May 2006

Customer Service, Year 2020

2006-04-21T05:29:00.000-07:00

Operator: "Thank you for calling Pizza Hut. May I have your..."
Customer: "Heloo, can I order.."
Operator: "Can I have your multi purpose card number first, Sir?"
Customer: "It's eh... hold..........on...889861356102049998-45-54610"
Operator: "OK... you're... Mr Singh and you're calling from 17 M G Road.
Your home number is 4094! 2366, your office 76452302 and your mobile is 142662566. Which number are you calling from now Sir?"
Customer: "Home! How did you get all my phone numbers?
Operator: "We are connected to the system Sir"
Customer: "May I order your Seafood Pizza..."
Operator: "That's not a good idea Sir"
Customer: "How come?"
Operator: "According to your medical records, you have high blood
pressure and even higher cholesterol level Sir"
Customer: "What? What do you recommend then?"
Operator: "Try our Low Fat Hokkien Mee Pizza. You'll like it"
Customer: "How do you know for sure?"
Operator: "You borrowed a book entitled "Popular Hokkien Dishes" from the National Library last week Sir"
Customer: "OK I give up... Give me three family size ones then, how much will that cost?"
Operator: "That should be enough for your family of 10, Sir. The total is $49.99"
Customer: "Can I pay by! credit card?"
Operator: "I'm afraid you have to pay us cash, Sir. Your credit card is
over the limit and you owe your bank $3,720.55 since October last year.
That's not including the late payment charges on your housing loan, Sir."
Customer: "I guess I have to run to the neighborhood ATM and withdraw
some cash before your guy arrives"
Operator: "You can't Sir. Based on the records, you've reached your daily
limit on machine withdrawal today"
Customer: "Never mind just send the pizzas, I'll have the cash ready. How
long is it gonna take anyway?"
Operator: "About 45 minutes Sir, but if you can't wait you can always
come and collect it on your motorcycle..."
Customer: " What!"
Operator: "According to the details in system, you own a
Scooter...registration number 1123..."
Customer: " ????"
Operator: "Is there anything else Sir?"
Customer: "Nothing... by the way... aren't you giving me that 3 free
bottles of cola as advertised?"
Operator: "We normally would Sir, but based on your records you're also
diabetic... "
Customer: #$$^%&$@$% ^
Operator: "Better watch your language Sir. Remember on 15th July 1987 you
were convicted of using abusive language on a policeman...?"
Customer: (faints.................)
(Sent by Rajesh Poddar, Director, Calicut Engg Works Ltd, Kolkata)

Offline (The Material World Online Management Journal) Volume-4, No- 5, April 2006

A Simple People Address System

2006-04-21T05:19:00.000-07:00

In any group of people there are bound to be people problems- whether- at the heart of it all – our family, the apartment we live in, or in the neighborhood or (last but not the least) our workplace. At the workplace a manager can ignore problems only at his peril.

As an example, someone may be outright lazy while someone may be short fuse by nature. While at a mundane perspective such people can be “poison” to the working environment; on the other hand these descriptions may not be very helpful on the long run when it comes to addressing the problem.

Instead, one should concentrate upon specificities- tangible actions. “Sunil is lazy” should be transformed to “Sunil is normally late while submitting reports and ends up achieving less than his colleague Vineet.

Thus, we have got a starting point and most importantly, something, which can be quantified.

Stage 1

Monitor the problem and check out whether the problem exists at all. Sunil may be delayed on the past couple of occasions for being preoccupied with something, which may have added value to the organization.

Stage 2

Seek his own solutions. However, one needs to be careful not to make personal criticism. The idea shall be to focus on specific events. A good manager can use Stage 2 to motivate the person concerned. He may actually end up pointing out a loophole or two in the existing system (eg. the reporting system which is causing the delay) and/or what’s more… might even suggest a friendlier system.

Stage 3

Analysis of Problem

Good behavior may be “blocked” by negative payoffs. If at home Anil Mehta’s teenager son is frowned upon every time he suggests his father a new savings plan from his favorite mobile service provider Mehta Jr. shall be less inclined to share information/views in the future.

Once the problem has been analyzed the Stage 4 is to find a solution.

Stage 5 is necessary because such plans do not always work. One must continue to monitor the problem and review the progress.

(Credits: G M Blair, Senior Lecturer, and University of Edinburgh, UK; MW Resource Center)

Rajib Kumar, Offline (The Material World Online Management Journal) Volume-4, No- 5, April 2006

Yours-In-Brands

2006-03-27T10:58:00.000-08:00

My dear FAIR and LOVELY (ek chand ka tukda), after WIPRO (Applying Thought) so much, I dare to say that you are my TVS SCOOTY (First love) and my AIWA (Pure passion). I always BPL (Believe in the best) and you are SANSUI (Better than the best). You are DOMINO'S PIZZA (Delivering a million smiles) for me. This is a COLGATE ENERGY GEL (Seriously fresh) feeling for me.

I want you to be my life partner but I think you are worried about your father who is KAWASAKI BAJAJ CALIBER (The Unshakable) and my father who is CEAT (Born Tough) but don't worry as I am also FORD ICON (The Josh Machine) and rest of our family members are KELVINATORS (The Coolest ones). If they say no, we will run away and marry and PHILIPS (Let's Make Things Better). They will feel MIRINDA (Zor ka jhatka dhire se lage) but I believe in COCA COLA (Jo chahe ho jaye). For our marriage SAMSUNG DIGITALL (Everyone's Invited) and after marriage we'll be WHIRLPOOL (U and ME - The World's best homemakers) Trust in God who's always NOKIA (Connecting people) who love each other. And we are WILLS (Made for each other). Now that HYUNDAI (we are listening) the song of love, you must know that love is DAIRY MILK (Real taste of life), SATYAM ONLINE (Fun, Fast, Easy) and PARX (Always Comfortable). So never forget me. Ok bye! I wrote little but PEPSI (Yeh dil mange more). LG (Digitally Yours)!!!!!

Offline (The Material World Online Management Journal) Volume-4, No- 4, March 2006
(Sent by Rajat Arora)

Tales of Mindspace & Radio

2006-03-27T10:50:00.000-08:00

It is difficult to define a Virtual Team; instead the focus in recent times is to define the extent of virtualness (Bell & Kozlowski 2002 and Griffith & Neale in 2001.)

The success in creating a virtual world depends on how clearly the objectives have been defined and to what extent the process necessary for the accomplishment of the objective has been designed (Norton and Smith, 1997).

Consequently, recent definitions have stressed the omnipresent nature of virtual interactions, pointing out that a pure face-to-face team that does not use any communication technology is rare.

Virtualness diminishes the adverseness geographical distribution has on psychological intimacy.

Barriers to Virtual Teams

Trust and identity are two significant issues for efficient creation and operation of virtual teams.

Identity plays a critical role in communication and yet, when spatial borders separate team members, identity is ambiguous. Basic indicators of personality traits and social roles are harder to identify. Unlike the physical world that consists of matter, the virtual world is composed of information that is diffused over time and space. There is alas no law of the conservation of information.

Along with identity, trust is also a crucial component of cooperative endeavors. Without trust, the management of a virtual organization cannot be conceived (Kimble, Li & Barlow, 2000).

In addition to trust and identity, there are a number of technological hazards that present barriers to success. Virtual teams require multimedia communications incorporating voice, data, text and video. This infrastructure is not always readily available in certain areas or is often cost-prohibitive to the organization.

Even after the difficult selection of appropriate technologies and services has been made, the additional cost in maintaining the system need also be considered. Also, most equipment and software available today has been designed for use in a conventional office, and may not always be adaptable to a virtual environment.

RFID: The Flip Side

In an age of greater supply chain awareness the buzz around RFID (Radio Frequency Identification) is natural but unfortunately, businesses and governments are not the only ones interested in RFID. Civil liberties groups, hackers and criminals are also keenly interested in this new development, albeit for very different reasons. Groups are concerned about RFID technology being used to invade people's privacy; RFID tags enable unethical individuals to snoop on people and clandestinely collect data on them without their knowledge, leave alone approval. For example, RFID-enabled public transit tickets could allow public transit managers to compile a dossier listing all of a person's travels in the past year -- information which may be of interest to the police, divorce lawyers, and others.

A completely different category of threats arises when hackers or criminals cause valid RFID tags to behave in unexpected (and generally malicious) ways. Typically, computer-bound or mobile RFID readers query RFID tags for their unique identifier or on-tag data, which often serves as a database key or launches some real-world activity. For example, when an RFID reader at a supermarket checkout counter reads the tag on a product, the software driving it could add the item scanned to the list of the customer's purchases, tallying up the total after all products have been scanned.

Here is where the trouble starts. Up until now, everyone working on RFID technology tacitly assumed that the mere act of scanning an RFID tag cannot modify back-end software, and certainly not in a malicious way. Unfortunately, they are wrong. Studies have revealed that if certain vulnerabilities exist in the RFID software, an RFID tag can be intentionally infected with a virus and this virus can go on to infect the backend database used by the RFID software. From there it can be easily spread to other RFID tags. No one thought this was possible until now. Designers of RFID systems therefore should take care that they do not end up deploying vulnerable systems.

(Credits: Melanie Rieback, Patrick Simpson, Bruno Crispo, and Andrew Tanenbaum of the Department of Computer Science, Vrije Universiteit Amsterdam)

Rajib Kumar, Offline (The Material World Online Management Journal) Volume-4, No- 4, March 2006

GOSSIP MOST SOUR

2006-02-20T10:40:00.000-08:00

I decide to take an evening walk after an interlude. The previously enacted walk at the maidan was hard to come by given a crunch on Huxley’s primary predicament, TIME, so instead I decide to take one en route a professional commitment in the Bowbazar area to the MW head office at Wellington Square. My little adventure was disproportionately dismantled midway by the “everywhere people” – the over enthusiastic two wheeler rider who shoved and shuffled his way into every inch available ahead of him- right, center and left putting me and others aligned to me at risk.

I was finally relocated to the smallest of the small sidewalk, which was in a state of respiratory failure what with a plethora of hawking wares.

The protagonist of the two-wheeler is followed close on the heels by one of Kolkata’s vintage heritage as I am given to understand by many– (add the buzz word:“non-polluting”) – the rickshaw puller (we hear we’ll be ridded of this lifeline or menace- whichever way you are, well err… only to be replaced by a more “modern” A1 version.)

Running neck to neck with him is the cycle van rider shouting on the top of his voice along with his associate behind atop the wares and goods. We hear they do great service to trade & business so you can’t really complain even if you break a bone or two while negotiating with them. It’s larger societal benefit buds…

Cloud Nine Securitas:

The lanky private security guard collects visitor passes from families of patients at a city nursing home but doesn’t know which card to return to whom-well, if you are confused, the fella doesn’t know how to read and write…no kidding (well we are assuming he can’t write as well because if he could he would be reading as writing requires reading while writing).

What Bengal & Greg Thinks Today:

Well even if Greg, he of the Ganguly fame, doesn’t see Banglar dada as international material, the national electronic media sure has a different story to tell when it comes to Bengal & Bengalis:

· ABP has a major stake in STAR TV network which runs STAR News
· CNN-IBN with Rajdeep Sardesai at the helm. Well, Rajdeep’s wife is a Bengali and is a key member of the team.
· Times Now has a Bengali Vice President in P. Dasgupta
· NDTV…we all know the suave bearded doctor.
SSSh…Greg’s watching….

Rajib Kumar, Offline (The Material World Online Management Journal) Volume-4, No- 3, February 2006

Prisoner of The Sun - BY RAJIB KUMAR

2006-01-07T23:44:00.000-08:00

How are we supposed to react to Sun’s “undercover” operations executed on one Kkaran Bahree (sure there isn’t that usual often deliberate misspell?)? Hang our heads down in Shame? Yell International conspiracy? Or ask our desi counterparts Tehelka to take it up as an A+ emulative case study?

What is The Sun and its ilk trying to prove? Call centers in India aren’t safe for confiding Britons? Fair enough… except tangible theft executed by ancestors of Oliver Harvey & Co, hadn’t had any The Surya to record & report…. but history is for historians these days…so be it.

This ain’t any supporting document for Bahree…however that’s pronounced or whoever he is…But for heaven’s sake, how does the prick’s ex-public school credentials come into the picture? Is this passing judgment on public school graduates in India? Should we extol the effort in attaining this valuable data given to our education watchers & administrators? Does Harvey & Co have plans to extend their research to public schools in Britain and their brothers in arms in Northern America? My experience with public school goers in that region says that this just might yield results that might be a trifle uncomfortable for Harvey, Craig et al to gulp.

And amigos… the fella’s virginity? Is this some kind of creating the groundwork for a brand new parameter in competency mapping for employees of corporate houses? HR consultants take note. What is The Sun suggesting: hiring henceforth those with THE experience… Validated in varied versions in Britain especially in media and sport bodies? Adherence to the confidentiality clause and virginity…excellent! This investigation shall surely make its readers take The Sun more seriously than ever before…. investigative journalism of the highest order.

And finally, his Brahmin credentials…how are we supposed to interpret that…a guideline for lawmakers in India- a validation of our social justice system a la Mandal by our British brethren? Should not this research be commended? Should we not nominate Messrs Sun to Halls of Fame for fostering the cause of internationalism?

By the way when exactly did national newspapers in Mother India start running syndicated columns of British tabloids (sic) on its first page….

Rajib Kumar, Greater Impacts (Offline Special Editions), Friday, June 24, 2005

Controlling Others For Love And Profit

2006-01-07T22:18:00.000-08:00

It’s been said that 80% of the results in business are created by only 20% of the people. While personal success in the 21st Century rests in the ability to become part of that top 20%, managerial success will depend on the ability to inspire, attract, and/or maintain these leaders.

Leadership “Self-Help” books, articles, blogs, keynotes, and workshops abound. Most of these management tools, sales techniques, and relationship strategies, are successful in at least some situations and with certain people. However, the vast majorities miss the point:

All attempts to influence or control others are focused on the wrong person. Leadership Excellence is the “Art of Self-Control.”

Most people would probably agree that self-control is the answer. The problem lies in the individual definition of self-control ...

· Self-control means toughness for some: “I don’t get mad, I get even.”

· For others, it is all about leaving a way out in case something goes wrong: “I don’t have to take this, I’m out of here.”

· For many, self-control is the ability to refrain from hurting people, even when hurt or angry themselves: “If you can’t say something nice, don’t say anything at all.”

· And for some people, it means to do whatever it takes to keep from upsetting others: “Don’t rock the boat.”

Statements such as these may seem like self-control to many people. In reality, they are all attempts to control others. People justifying these behaviors are either trying to get someone else to do something (such as keeping their commitments), or to prevent them from doing something (such as getting upset).

Unfortunately, whether one is striving to be helpful or self-serving, the only way to ensure success with these tactics is to establish some kind of ‘Position-Power’ over others. Position-Power may be blatant, as when backed up with orders, threats, demands, hysterics, or ultimatums. However, this manipulation can also be demonstrated in more subtle ways, such as by shutting down, backing away, or making outright lies.

Position-Power is the rationalized control of others due to fear.

This can be a fear OF others: “You might hurt me.” However, it can also be an altruistic fear FOR others: “You might hurt yourself.” The bottom line is, whether you are striving to protect yourself or someone else, management by Position-Power itself is nothing more than a Fear-Based knee-jerk reaction designed to control others.

“Position-Power” is a “Fear-Based Reaction”

These terms are synonymous and interchangeable, and both are becoming operatively obsolete. Regardless of the intent, managers using Position-Power to control others are facing increasing resistance. Modern persons in democratic societies do not function under the strict inflexible hierarchy as our ancestors did. In fact, we resent those who control us (or attempt to control us), even when we are told it is for “our own good”. Just ask any teenager.

In the short term, Position-Power can give a business the illusion of effectiveness. However, this Fear-Based environment is now becoming unacceptable for employees with high levels of self-worth. They have found, and will continue to find, better places to work. Those who remain usually see the levels of fear increase in direct proportion to decreased corporate results.

The cycle will continue until excellence and passion are stifled. In a world where innovation and creativity are needed for long-term business success, companies operating within this paradigm cannot flourish. Resentment and resistance ultimately lead to sabotage, diminished results, and even destruction.

People are beginning to realize they are merely creating new problems whenever they justify Fear-Based reactions to challenging or threatening circumstances. Position-Power is losing ground to effective, innovative, and forward thinking leaders.

It is becoming increasingly apparent that positive results will come through leaders … not from them.

The truth is, the reactions of anyone other than yourself, are merely measures of your own effectiveness … or lack thereof. When you become aware of your own negative Fear-Based reactions, it becomes easier to see how you are attempting to control others with actual or implied Position-Power. Instead of focusing on what others are doing wrong, take responsibility for changing yourself. Your leadership will be greatly enhanced.

We are in the midst of a leadership evolution. Leadership based on Position-Power is history. The evolution in leadership will influence our intimate, family, business, community, national, and global affairs. Now is the time to create personal and professional results WITH your life, not just IN your life.

The world has enough victims. We need leaders.

James Rosewell, Quinn, Offline (The Material World Online Management Journal) Volume-4, No- 2, January 2006

Logistics Leadership Musings

2006-01-07T21:53:00.000-08:00

Great leaders relish responsibility and accountability. They inspire others and bring out their best, whether on the warehouse/shop floor or in the executive cubicle.

For supply chain mastery Logistics professionals must work across functions within the organization, with business units throughout the company, as well as partners across the supply chain.

Collaborating with supply chain partners and developing innovative solutions from time to time to optimize logistics and supply chain strategy and operations therefore require strong leadership abilities.

According to practicing professionals a good supply chain leader must span boundaries. A successful supply chain manager must not just be armed with domain and IT skills, he must have a high level of social awareness, and at the same time be accommodating and flexible to lead change that transcends boundaries.

While Leadership is required at all levels in an organization, the warehouse floor and the executive suite represent their own challenges. Each environment has its own set of rules and forces, often non-quantifiable. A leader must understand the surroundings and win the hearts and minds of the team. A great leader is able to bring the best out of each person whether on the warehouse floor or in the executive cubicle.

Call this doomsday Prophecy, you may, if you please, companies in the early 21st century may be on the brink of a leadership crisis. With Baby Boomers about to retire in droves, and other potential leaders downsized or demotivated, any clue as to who will replace them?

"Where the next generation of leaders will come from has given many organizations pause, and a renewed interest in leadership development," opines Dr. Carol J. Dell'Amore, director of the National Leadership Institute at the University of Maryland University College, Maryland, US.

While leadership capabilities are important in all business disciplines, the unique challenges in the logistics and supply chain arena make them a critical part for achieving results.

Logistics functionaries today are not just the playing the traditional role of getting the shipment out of company premises but are giving strategic direction to the company. Further, they must take responsibility for the huge investment that goes into the function and maximize ROI by inspiring their organizations to achieve goals. Ideally, they work on both ends of the equation: drive down cost and improve performance and economy, away from the classical view of savings and only savings.

Dell'Amore has identified the following competencies and skills as a core part of leadership:

1. Vision.

2. Inspiration and motivation.

3. Empowerment.

4. Authenticity.

Mike Finley, a retired Rear Admiral in the Supply Corps of the U.S. identifies loyalty, as a leadership trait -something he believes is not that spoken of but is very powerful. Says Finley, “Leaders who are loyal to the organization, the people they work with, and themselves are a valuable commodity. They understand the power that loyalty and integrity bring and the confidence they instill.”

Leaders are infact enablers quite different from traditional managers. William Pagonis, Head of Supply Chain, Sears Roebuck Co says “Managers today need to be a hybrid, serving as both managers and leaders.”

Rajib Kumar, Offline (The Material World Online Management Journal) Volume-4, No- 2, January 2006

Which Manager/Engineer you want to be?

2006-01-02T11:11:00.000-08:00

1) Project Manager is a person who thinks nine women can deliver a baby in
one month.
2) Construction Manager is one who thinks single woman can deliver nine
babies in one month.
2) Controls Manager is one who asks if the baby is in the budget (and it
saves money to adopt one)
3) Project Engineer is a person who thinks he can deliver a baby even if no
man and woman are available.
4) Section Engineer is a person who thinks it will take 18 months to
deliver a baby.
5) Client is the one who does not know why he wants a baby.
6) Engineering Team is still figuring out how to produce a baby.
7) Procurement Team thinks they do not need a man or woman; it will
produce a child with zero resources.
8) Document Control Group thinks they don't care whether the child is
delivered, they will just document 9 months.
9) Quality Auditor is the person who is never happy with the PROCESS to
produce a baby.
10) Site Engineer does not care...he just wants the woman!
So.........Pick Your Choice!!!

Offline (The Material World Online Management Journal) Volume-3, No- 8, May 2005

Functional Fixations

2006-01-02T09:48:00.000-08:00

ASTROLOGY: tells us about you and your future simply by your birthday. The Chinese Zodiac uses the year of your birth. Demographics tell us what you like, dislike, whom you vote for, what you buy, and what you watch on TV. Well, the Corporate Zodiac goes a step further: simply by your job title, people will have you all figured out...
MARKETING: You are ambitious yet stupid. You chose a marketing degree to avoid having to study in college, concentrating instead on drinking and socializing, which is pretty much what your job responsibilities are now. Least compatible with Sales.
SALES: Laziest of all signs, often referred to as "marketing without a degree," you are also self-centered and paranoid. Unless someone calls you and begs you to take their money, you like to avoid contact with "customers" so you can "concentrate on the big picture." You seek admiration for your golf game throughout your life.
TECHNOLOGY: Unable to control anything in your personal life, you are instead content to completely control everything that happens at your workplace. Often even YOU don't understand what you are saying, but who the hell can tell?! It is written that the geeks shall inherit the Earth.
ENGINEERING: One of only two signs that actually studied in school, it is said that ninety percent of all personal ads are placed by engineers. You can be happy with yourself: your office is typically full of all the latest "ergodynamic" gadgets. However, we all know what is really causing your "carpal tunnel"...
ACCOUNTING: The only other sign that studied in school, you are mostly immune from office politics. You are the most feared person in the organization; combined with your extreme organizational traits, the majority of rumors concerning you say that you are completely insane.
MIDDLE MANAGEMENT/DEPARTMENT MANAGEMENT/"TEAM LEADS": Catty, cut-throat, yet completely spineless, you are destined to remain at your current job for the rest of your life. Unable to make a single decision you tend to measure your worth by the number of meetings you can schedule for yourself. Best suited to marry other "Middle Managers," as everyone in your social circle is a "Middle Manager."
SENIOR MANAGEMENT: Catty, cut-throat, yet completely spineless, you are destined to remain at your current job for the rest of your life. Unable to make a single decision you tend to measure your worth by the number of meetings you can schedule for yourself. Best suited to marry other "Senior Managers," as everyone in your social circle is a "Senior Manager."
CUSTOMER SERVICE: Bright, cheery, positive, you are a fifty-cent cab ride from taking your own life. As a child very few of you asked your parents for a little cubicle for your room and a headset so you could pretend to play "Customer Service."

Offline (The Material World Online Management Journal) Volume-2, No-1, October 2003