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Saturday, June 29, 2013

Learning's from Elephant....

Anybody can say What is the Salient Feature of Elephant ?

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Of course, TRUNK !!!! Do we know Why ?


1) Elephant trunks have multiple functions, including breathing, olfaction, touching, grasping, and sound production

2) The trunk's ability to make powerful twisting and coiling movements allows it to collect food, wrestle with conspecifics

3) It can lift up to 350 kgs.

4) An elephant can reach items at heights of up to 7 m (23 ft) and dig for water under mud or sand with his Trunk.

Everybody can say these points... But Its not over... All apart of these, There is an unique feature that we need to be learned..

Trunk has MICRO and MACRO Power !!!

What is this Micro & Macro Power...?



  >> An Elephant can twists and break through a tree with his Trunk and 

it can lift heavy Weight upto 350 Kgs 

- Which is MACRO Power





  >> An Elephant's truck have a capable of cracking a peanut shell without breaking the seed. and 

even it can grab a pin from ground by his trunk.. 


Which is MICRO Power




HOW MANY OF US KNOW ABOUT OUR MICRO AND MACRO POWERS ! ! ! ! !

What we can able to do Individually or What we can't able to do individually, Where do we need assistance from other ? and What kind of Skill-sets that we needs to be equipped? 

Friday, June 28, 2013

Source of Self-Confidence



Professor "Raj Persaud" posits that true self-confidence comes from an attitude where you:

Promise yourself, no matter how difficult the problem life throws at you, that you will try as hard as you can to help yourself. You acknowledge that sometimes your efforts to help yourself may not result in success, as often being properly rewarded is not in your control.


Factors affecting self-confidence

Self-esteem has been directly connected to an individual's social network, the activities they participate in, and what they hear about themselves from others. 

Positive self-esteem has been linked to factors such as psychological health, mattering to others, and both body image and physical health. On the contrary, low self-esteem has been associated with the outcomes of depression, health problems, and antisocial behavior. Usually, adolescents of poor health will display low self-esteem. Globally, self-confidence in boys and girls will decline during adolescence, and in contrast to boys, girls' self-confidence won't shoot back up again until early adulthood.

During adolescence, self-esteem is affected by age, race, ethnicity, puberty, health, body height, body weight, body image, involvement in physical activities, gender presentation, gender identity, and awakening or discovery of sexuality. 

Self-confidence can vary and be observed in a variety of dimensions. Components of one's social and academic life affect self-esteem. An individual's self-confidence can vary in different environments, such as at home or in school.


The Wheel of Wellness

The Wheel of Wellness was the first theoretical model of Wellness based in counseling theory. It is a model based on Adler's individual psychology and cross-disciplinary research on characteristics of healthy people who live longer and with a higher quality of life. The Wheel of Wellness includes five life tasks that relate to each other: 










There are 12 sub-tasks of self-direction areas: 
  • Sense of Worth, 
  • Sense of Control, 
  • Realistic Beliefs, 
  • Emotional Awareness and Coping, 
  • Problem Solving and Creativity, 
  • Sense of Humor, 
  • Nutrition, 
  • Exercise, 
  • Self-care, 
  • Stress Management, 
  • Gender Identity, and 
  • Cultural Identity. 

There are also five second-order factors, 
  • The Creative Self, 
  • Coping Self, 
  • Social Self, 
  • Essential Self, and 
  • Physical Self, 
which allow exploration of the meaning of wellness within the total self. 

In order to achieve a high self-esteem, it is essential to focus on identifying strengths, positive assets, and resources related to each component of the Wellness model and using these strengths to cope with life challenges.



Implicit vs. explicit self-confidence


Implicit can be defined as something that is implied or understood though not directly expressed. 

Explicit is defined as something that is fully and clearly expressed; leaving nothing implied. Implicitly measured self-esteem has been found to be weakly correlated with explicitly measured self-esteem. 

This leads some critics to assume that explicit and implicit self-confidence are two completely different types of self-esteem. Therefore, this has drawn the conclusion that one will either have a distinct, unconscious self-esteem (OR) they will consciously misrepresent how they feel about themselves. 

Recent studies have shown that implicit self-esteem doesn't particularly tap into your unconscious, rather that people consciously overreport their levels of self-esteem. Another possibility is that implicit measurement may be assessing a different aspect of conscious self-esteem altogether. Inaccurate self-evaluation is commonly observed in healthy populations. In the extreme, large differences between ones self-perception and ones actual behavior is a hallmark of a number of disorders that have important implications for understanding treatment seeking and compliance

Saying from Napoleon Bonaparte


Wednesday, June 26, 2013

How to optimize your relationship with your Boss......

1. Perfect Your Role
Your relationship with your manager will to a very large extent be determined by your overall professional skills, attributes and success at the job you are doing. A manager will take far more pride in the employee who constantly produces quality work, meets deadlines and is pleasant to work with. Perfect your job by knowing exactly what your manager's objectives for the position are and then exceeding his expectations. Always aim to go the extra mile to show that you are truly dedicated to the position and that you take your career very seriously. This can include volunteering to help others when you have time, taking on additional projects when you can afford to, cultivating unique skills and coming up with new ideas to improve performance, win clients or cut costs. Building a reputation for yourself as someone who does the job extremely well, is professional, pleasant and always goes the extra mile will reflect just as positively on your boss.


2. Communication
The importance of building an open dialogue with your manager cannot be overemphasized. Maintaining an open channel of communication with your boss is one of the key ingredients of a successful long-term relationship. The goal of these communications is to build a professional rapport, gain visibility and ensure an unhampered flow of information about the firm, the unit, your own performance and any problems, concerns, issues, accomplishments on either side.   

Learn to listen to your boss. Listening to your boss means understanding the tone as well as the content. Make sure you really understand both your manager's directions and where he is coming from. Ask questions if you don't. Your boss will generally set the objectives and vision for the unit and you will only understand his philosophy and general business style if you really listen.

Learn to cope with constructive criticism. Some bosses are psychological bullies and criticism from such manager types is far more difficult to take. However, most managers dole out criticism with the territory and you should be prepared to handle the criticism in a professional manner and learn from it. Constructive criticism should be used as a means to steer your professional development and should help you avoid career pitfalls.


3. Manage His Expectations
Once you have a good grip on the job requirements and have a solid relationship with your boss in place that is built on trust and mutual respect, you can begin to manage your boss's expectations regarding the quality and quantity of your work. This is an essential damage-control tactic if you are to avoid many of the pitfalls that are essentially the result of poor assertiveness skills. Learn to tell your manager that you are overburdened (only when you are of course). Use words like 'we need an additional resource', 'I have to prioritize', 'I have a more urgent deadline', ' I don't want to compromise the quality of the project' to communicate your own time schedule and your existing workload. Always have a list ready of projects you are engaged in and their priority so your manager can more easily plan the projects he sends your way. You should focus on being 'productive' rather than merely 'busy' so your manager learns to respect your prioritization skills and general work aptitude.


4. Reverse Feedback

Your boss has a boss and deadlines too, so learn to make his life a bit easier by sending some reverse positive feedback his way when you can. Avoid the false superficial kind of schmoozing but DO compliment or thank your boss whenever you can - on something he taught you, a course he sent you to, a project he sent your way, a project he didn't send your way, a tip he gave you or some other form of constructive criticism he made, a resource he assigned you, a deal he landed, a client he made happy, a new idea, a presentation he made etc. He will appreciate the flattery if it is genuine and delivered professionally. He will also be more inclined to help you in the future if you are appreciative of the steps he takes to guide and promote you...

Tuesday, June 25, 2013

The Missing Watch - Short Story

There once was a farmer who discovered that he had lost his watch in the barn. It was no ordinary watch because it had sentimental value for him.

After searching high and low among the hay for a long while; he gave up and enlisted the help of a group of children playing outside the barn.

He promised them that the person who found it would be rewarded.

Hearing this, the children hurried inside the barn, went through and around the entire stack of hay but still could not find the watch. Just when the farmer was about to give up looking for his watch, a little boy went up to him and asked to be given another chance.

The farmer looked at him and thought, “Why not? After all, this kid looks sincere enough.”

So the farmer sent the little boy back in the barn. After a while the little boy came out with the watch in his hand! The farmer was both happy and surprised and so he asked the boy how he succeeded where the rest had failed.

The boy replied, “I did nothing but sit on the ground and listen. In the silence, I heard the ticking of the watch and just looked for it in that direction.”

Friday, June 21, 2013

திருமண சடங்குகல்



(ஆனால் நடைமுறையில் இவற்றை அறிந்துகொண்டுதான் செய்கிறார்களா என்பது கேள்விக்குரியதே]

தமிழர்களின் திருமண சடங்குகளில் செய்யப்படும் ஒவ்வொரு காரியங்களுக்கும் வலுவான காரணங்கள் உண்டு உதாரணமாக அம்மி மித்திப்பது நான் கற்பு தன்மையில் அம்மியை போல் அதாவது கல்லை போல் உறுதியாக இருப்பேன் என்றும் அருந்ததி பார்ப்பது பகலில் நட்சத்திரத்தை பார்ப்பதற்கு எவ்வளவு விழிப்புணர்வு வேண்டுமோ அதே போன்று விழிப்புணர்வோடு என் குடும்ப கெளரவத்தை காப்பாற்றவும் இருப்பேன் என்றும் பொருளாகும்

திருமண சடங்கில் அக்னி வளர்ப்பது திருமணம் முடித்து கொள்ளும் நாம் இருவரும் ஒருவர்க்கொருவர் விசுவாசமாகவும் அன்யோன்யமாகவும் இருப்போம் உன்னை அறியாமல் நானும் என்னை அறியாமல் நீயும் தவறுகள் செய்தால் இந்த நெருப்பு நம் இருவரையும் சுடட்டும் இருவரின் மனசாட்சியையும் சுட்டு பொசுக்கட்டும் என்பதாகும்

அதே போன்ற அர்த்தம் தான் கல்யாண வீட்டில் வாழை மரம் கட்டுவதில் இருக்கிறது வாழை மரம் வளர்ந்து குலைதள்ளி தனது ஆயுளை முடித்து கொள்ளவேண்டிய நிலைக்கு வந்தாலும் கூட அடுத்ததாக பலன் தருவதற்கு தனது வாரிசை விட்டு செல்லுமே அல்லாது தன்னோடு பலனை முடித்து கொள்ளாது எனவே திருமண தம்பதியரான நீங்கள் இருவரும் இந்த சமூதாயம் வளர வாழையடி வாழையாக வாரிசுகளை தந்து உதவ வேண்டும் என்பதே வாழைமரம் கட்டுவதின் ரகசியமாகும்.
உலக முழுவதும் உள்ள திருமண சடங்கு முறையில் திருமணம் ஆனதற்கான அடையாள சின்னங்களை அணிந்து கொள்வது முறையாகவே இருந்து வருகிறது அதாவது மனித திருமணங்கள் அனைத்துமே எதோ ஒருவகையில் நான் குடும்பஸ்தன் என்பதை காட்ட தனிமுத்திரை இடப்படுவதாகவே இருக்கிறது. அப்படி உலகம் தழுவிய வழக்கங்களில் ஒன்று தான் தாலிகட்டும் பழக்கமாகும் சங்ககாலத்தில் தாலி என்ற வார்த்தை இலக்கியங்களில் அதிகமாக பயன்பாட்டில் இல்லை என்பதற்காக பழங்கால தமிழன் தாலி கட்டாமல் வாழ்ந்தான் என்று சொல்வதற்கு இல்லை

தாலி என்ற வார்த்தை தான் இல்லையே தவிர இதே பொருளை கொண்ட மங்கலநாண் என்ற வார்த்தை இலக்கியங்கள் பலவற்றில் காணப்படுகிறது. ஒரு காலத்தில் அரசியல் கூட்டங்களில் சிலப்பதிகாரத்தில் கோவலன் கண்ணகி திருமண சடங்கில் இளங்கோவடிகள் தாலிகட்டுவதை பற்றி பேசவே இல்லை அதனால் தமிழர் திருமணங்களில் தாலியே இல்லை என்று முழங்கி கொண்டு அலைந்தனர். ஆனால் அவர்களே மங்கள் வாழ்த்து படலத்தில் மங்கல அணி என்ற வார்த்தைக்கு என்ன பொருள் என்றே அறியாமல் போய்விட்டனர்

“முரசியம்பின, முருடதிர்ந்தன, முறையெழுந்தன பணிலம்,வெண்குடை
அரசெழுந்ததோர் படியெழுந்தன, அகலுள்மங்கல அணியெழுந்தது”'''

என்று இளங்கோ அடிகள் மிக அழகாக சொல்கிறார். அதாவது திருமண நேரத்தில் முரசுகள் ஒலிக்கின்றன வெண்குடை உயர்கிறது வாழ்த்துக்கள் முழங்குகின்றன மங்கல அணி எழுத்து போல் பதிகிறது என்பது இதன் பொருளாகும்

ஆண் பெண்ணை அடிமையாக்குவதோ பெண் ஆணை அடிமையாக்குவதோ சமூதாய பிரச்சனையே தவிர அது சடங்கு பிரச்சனை அல்ல தமிழர் சடங்கில் எந்த இடத்திலாவது நீ தாலி அணிந்திருக்கிறாய் அதனால் எனக்கு நீ அடிமை என்ற வாசகம் கிடையவே கிடையாது.

உணமையாக தாலி அணிவதன் பொருள் ஆண்மகனான நான் உன் கழுத்தில் திருமாங்கல்யத்தை அணிவிக்கும் இந்த நேரம் முதல் உன்னை பாதுகாக்கும் காவலனாக இருப்பேன் இந்த மாங்கல்யத்தில் நான் போடும் முதல் முடிச்சி நீ தெய்வத்திற்கும் மனசாட்சிக்கும் கட்டுப்பட்டவள் என்பதை காட்டட்டும் இரண்டாவது முடிச்சி குலபெருமையை நீ பாதுகாப்பாய் என்பதை காட்டட்டும் மூன்றாவது முடிச்சி குலவாரிசுகளை முன்னின்று காப்பவள் நீயென்று காட்டட்டும் என்பதாகும்.

தமிழர்களின் திருமண சடங்குகள் அனைத்துமே ஆணையும் பெண்ணையும் சமமாக பாவித்தே இருக்கிறதே தவிர ஏற்ற தாழ்வு கற்பிக்கும் படி எதுவும் கிடையாது . உண்மைகளை கண்டறிய வேண்டியது தான் உயர்ந்த மனிதர்களின் உன்னத நோக்கமாகும்.

நீங்கள் எப்போதும் உயர்ந்ததையே பாருங்கள் உயர்ந்ததாக சிந்தியுங்கள் உங்கள் வாழ்வும் உயர்ந்ததாக இருக்கும் அதை விட்டு விட்டு ஆகயாத்தில் பறக்கின்ற கழுகு தான் எவ்வளவு உயரத்தில் பறந்தாலும் அதை மறந்து கீழே பூமியில் கிடக்கும் அழுகிய மாமிசத்தை பார்ப்பது போல் தாழ்மையான கருத்துக்களை பார்க்காதீர்கள் தாழ்வான சிந்தனைகளை காது கொடுத்து கேட்காதிர்கள் உயர்ந்தவர்கள் எப்போதும் உயர்ந்ததையே காண்பார்கள்

Monday, June 10, 2013

Simple Solutions - Management Story 1

One of the most memorable case studies on Japanese management was the case of the empty soapbox, which happened in one of Japan's biggest cosmetics companies. The company received a complaint that a consumer had bought a soapbox that was empty. Immediately the authorities isolated the problem to the assembly line, which transported all the packaged boxes of soap to the delivery department. For some reason, one soapbox went through the assembly line empty. Management asked its engineers to solve the problem. Post-haste, the engineers worked hard to devise an X-ray machine with high-resolution monitors manned by two people to watch all the soapboxes that passed through the line to make sure they were not empty. No doubt, they worked hard and they worked fast but they spent a Whoopee amount to do so.

But when a rank-and-file employee in a small company was posed with the same problem, he did not get into complications of X-rays, etc., but instead came out with another solution. He bought a strong industrial electric fan and pointed it at the assembly line. He switched the fan on, and as each soapbox passed the fan, it simply blew the empty boxes out of the line.

Wednesday, June 5, 2013

8 common mistakes most of HR Professionals make!!




Not knowing about law and rules / regulations set by Government 

It is very important for all of us to have knowledge of laws and rules / regulation set by government i.e. Central and State Governments. These are the basics when it comes to articulate policies of your company for human resources. You cannot make any policy which is inferior than set rules and regulation by government.

For example, you cannot give less leaves than prescribed by state government. There is no restriction on giving more. So if you are not aware about leave entitlement set by government which means you are setting a wrong policy which is not accepted.

Copy paste of policies and procedures


Well, everybody used to made this mistake myself at early stage of their careers. It was due to my impatience to implement so many HR things without understanding my company needs. Such implementations do not benefit organization and at end, it is waste of time and money. So it is very important to understand your company and then make policies and procedures. There is no harm in referring policies and procedures set in other companies but do not simply copy and paste them. Better tailor made them for your company requirement. For example, you have to work on building matured performance management system in your company but there are majority of employees are workers and the procedure you choose is best suited for executives and above then it will not benefit company and employees. In fact, it will make situation worse.

Also be careful when you are making policies of company. You should think 360 degree before you submit it for final approval to management.  You should also know Do’s and Don’t while making or reviewing Company HR Policies


Not giving due importance to informal communication channel

We all know, what is formal way of communication? It is in form of written material which is available as hard copy, soft copy or on company web. These are approved and well known to all. We as HR, keeps sending formal communications to employees, by way of circular and email. But informal communication channel is more effective than our formal communication channel. As HR, we should know how to make best use of this channel? If you are leading a HR department, you cannot be present at every place to know what are the informal talks going on?

Here role of each HR team member is very important to keep interacting with employees and communicate such grievances and information to concern team member in HR. If you as HR, exercise this sort of practices, you will see a drastic dip in your formal grievance registered by employees and increase in satisfaction level of employees from HR department.

You can also use informal communication channel to understand usefulness of any change in policy which you have made recently, happiness of employees from recent appraisals etc.




Not communicating quicker
  
One of biggest mistake you can make as HR, when you don’t communicate with employee or delay in your communication. If an employee has sent you a request for advance approval and you have not taken action on it for another two days, then there are high chances of this being an escalation and later on you will spend a lot of your time managing such escalations.

There could be two types of requests which will come to you and my views on how do you handle it.

Normal Requests where we have the information: Request like demand of salary slip, leave balance, information on any policy etc are some of the requests which are well known or we have information available. In such cases there should be no reason why we should not reply to such request immediately? Hence do so. In case you receive any request, which are not concerned with you, you can forward that request to concern person in your HR team or other department cc to employee, so that employee should know that his request has been sent to concern person and in future he can direct such request to correct HR representative or representative of any other department to get immediate response.

Request where you need further discussion or approval: In case, you come across a request where current policies are not clear or you need to take further approval, you should do it and inform employee about the timelines to get back. Lead the discussion and inform employee about the final outcome. Don’t leave it unattended.

Taking data management lightly / automation

Never ever take your data management lightly. This is true for every department including HR. If you don’t maintain your data in proper way then you will not be able to answer employee / management queries properly. You will take more time to analyze the data and take decision basis on such analysis. Also it is important that only one person should be responsible for one data point.

Example, one employee should be responsible for employee master maintenance and any modification, addition or deletion should be made by that employee only. In case any other HR team member come to know about anything which also require changes in employee master then it should be communicated to employee managing employee master. This employee should circulate employee master to all the concerned team members. This way there will be very less chances of missing any information and correctness of data will be more accurate.

Managing records also one of part of managing your data. If you don’t manage personnel file of employees in better way then you will not have record when you need it for taking any action. So better ensure that records are managed well in time and not asked when you need it.

Automation can be a great help when it comes to managing HR operations. It can also take care of your data management part. Automation sound easy but it is one of toughest job. Once implemented successfully it gives huge benefits in all respects.


Exercising employee engagement activities without understanding impact of it


Well employee engagement is one of the most exciting things for HR professional but un fortunately, we exercise employee engagement activities without understanding impact of it. In early stage of my career, I use to think that fun activities on floor are employee engagement activities. May be most of us still thinks so.

Employee engagement is not about fun activities, trip for employees etc, but is way ahead than this. Employee engagement means engaging employee with company and merely some fun activities will not be able to do so. It can be a part of employee engagement activity but not all.

Most of employee leaves company for better pay package hence as HR, we should always do internal and external salary benchmarks.

To ensure no difference between salaries of employee working on same profile and level, internal salary benchmark can be exercised. Also to understand that employees working on various profiles are being paid as per industry, HR can perform external salary benchmark. Now we know what could be impact of such exercises and what we want to achieve out of it. In this case, it makes sense and will help to achieve employee engagement.

Similarly, other steps can be taken to ensure employees are happy with organization culture, there is no or less conflict between employee and superior, career path for employees, ample opportunities to learn etc.


Doing training for sake of doing it

Still a lot is to be learned in this segment by HR professionals. Many of us still do training for sake of doing training without understanding whether these training programs are helping us in any way?

We make training calendar in the starting of the year and try to ensure that training mentioned in the calendar get executed. We take feedback from participants and some time from trainer, do some paperwork and close our files. We even don’t bother to understand whether a particular training program made any difference or we just wasted our time on it including trainer and participants. Hence we should learn ways to make effective training calendar, identifying training needs of company, better ways to execute training so that learning is more and ways to evaluate ROI (Return on Investment) of training programs executed.


Do not know about various business segments of organization

Now days, companies are into diverse product and services. Companies are spreading their wings to exposure new market and enter into new product and services. Hence we also need to explore ourselves to know about each and every business vertical we have. In absence of understanding a department or business unit, we will not be able to contribute fully. We will make mistakes during recruitment, performance management, framing policy etc, if we are not aware about business model and various profiles which are required to run this business model. Hence, we need to spend adequate time to know about functioning of our various departments and business units, the way we do to learn about HR. Then only you will be able to align HR practices to business growth and be partner to success of company.

I am sure there are many other mistakes which we can think of and made in our career. Please do share with all of us such experience and opinion.