Many people find it extremely difficult to keep concentration for a particular task for a reasonable period of time. It is the perennial problem being encountered in today’s business environment. Peer’s pressure, shortfall of target in terms of outstanding collection and sales volume, maintaining deadline are common syndrome which distract you easily from your focused attention and compel to whirl and swirl you from your concentration level. Ultimately, it leads to the summation of committing mistakes, not achieving the deadline, unable to fulfill the target and all these make your life parlous and pathetic. This distraction of concentration level engulfs you more and more as there is no magic wind to overcome this, unless you are self disciplined.
You should consider the followings as the best practices to enhance your concentration power.
Prioritize the list of works: Make a “To do list” with heading of priority, semi-priority and non-priority. Now, focus the attention on the task number one in the priority list and maintain the sequence. This list will help you to accomplish the job systematically and methodically. Non-priority task can be simply passed on to the lower rank with a clear cut understanding what is being sought for from them. If you have to attend a vital business meeting, a small note pad is essential to carry with you to jot down the central points. Depending on the urgency of these points, the priority list can be reshuffled. But, while changing the priority in the “to do list”, the focus should not be diluted to the sequential importance of the list of the tasks. Otherwise, again concentration will be diverted and divested in between too many priorities which will yield far less than desired productive output.
One at a time: In today’s business world, it is expected to carry out multi tasking. To keep pace with fast growth, it sometimes becomes inevitable. But, you may have to develop skill to concentrate only on one task at a time. Human brain is systematically wired to concentrate attention on a single issue at any given point of time; otherwise yield of the productive results will be naught.
Search of quiet place: It will be prudent on your part to have a secluded sitting arrangement to focus attention. The more it is focused; the power of the concentration will be intensified. Distraction of attention by phone calls, disturbance created by intruders, colleagues visiting your cabin at equal interval will definitely dilute your concentration level. To avoid all these hassles, you need a calm and quiet place to work with full concentration. This atmosphere will also help you to ruminate so as to delve to the work with the fullest concentration.
Clarity of the objectives: Many a time, it has been seen that people have not understood the objectives of the tasks being assigned to them. They pretend that they have the grasp of the task. Their procrastination will only drift them away from the concentration level required to be given for the task, since it is beyond their level of understanding. Under this scenario, you have to first “drill down” the task in three categories; for example, “most difficult”, “somewhat difficult” and “less difficult” categories. Then by adopting “fish bone analysis”, you have to concentrate to complete the task by attempting the toughest (the most difficult) one first and then for the others.
By this analytical method, you will be able to endeavour your concentration to the job and complete the same even though whose objective will not be that clear to you initially.
Take break: You have to take a break periodically because this is best suited to enhance the level of concentration. Primarily, it varies from person to person but as a customary guideline, three minutes break from every thirty minutes of work with concentration will not only enliven you but also enhance the gravity of the process. A stressed mind will diminish the level of concentration and once that is curtailed, then the decision for the task being envisaged from you, will be foolhardy.
Apart from above tips, maintaining good health with controlled diet supplemented by physical fitness, will zoom up your concentration level. The task of above tips is not so arduous and by regular practice and perseverance, the level of concentration will exuberate which will lead you to the professional success.
Sunday, October 11, 2009
Thursday, August 27, 2009
Increase Happiness Quotient to Decrese Worries
Increase happiness quotient to decrease worries
Today’s dire economic condition following all around recession has compelled the world to curtail its resources, which in turn, has proven a peril inviting factor. In the prevailing situation, organizations look for individuals who can work to the best of their ability and produce magnificent results. But, they tend to overlook the fact that people only can bring their best if they are physically and mentally content and joyful.
Everything dazzles on a shiny day, but turns pale in a murky atmosphere. All your endeavours can produce good results when the sailing is smooth. But the torrent of crisis makes them fruitless. It makes you watery and worsens your stance against the constraints. You may feel as if all your endeavours go astray, and your joy is mangled by distressful atmosphere. In such a scenario, it is extremely difficult to sustain balance between delightfulness and distressfulness.
But, it is not that much difficult to tone your thoughts through optimistic approach and stay cool to scatter smile and joy on your face. With controlled mind, it is possible to be happy even during the tough times created by odd circumstances. Conversely, period of crisis is perceived by a many as a blessing as they view such period as a time of bringing people together to put in their best efforts for development and growth collectively.
Difficult times bring in sweeping effects. However, companies can overcome and avoid succumb to the recession and remonstrating financial conditions only by way of innovation and adaptation. As per Dr. Teresa Amabile of Harvard “Creativity is positively associated with joy and love and negativity with anger, fear and anxiety.” Research shows that happy people are, by and large, pragmatic, receptive and also more optimistic. When the employees of an organization contrive agility based on their power of optimism, they always welcome changes. They never resist for changes rather they adopt and make best use of the same. Employees, who possess high degree of happiness quotient, also show excellence in their motivational power. Any sort of want does not cradle them. They are motivated and explore the opportunities in adversity. The gravity of situational doldrums arises out of environmental constraints, financial scarcity, etc., cannot dissuade them. They will always motivate themselves with all their mettle to overcome the obstacles. They are focused and committed to their goals and very keen and eager to put extra efforts to realize them. They settle the problem instead of whining and cursing the luck and lacks. These types of employees take fewer leaves, arouse when confronted with challenges and work beyond the scheduled timings. They do not need much coaching and counseling because they are energized, dedicated and good achievers. When people have abundance of happiness, they automatically mingle with others freely, able to extract work from them, and they extend their co-operation to others.
They are quick learners, their efficiency rate is above par and they take right decisions at right time. They are likely to shoulder all sorts of risks and responsibilities and in the eventuality anything goes wrong, they come forward and accept their mistakes instead of accusing others. In a murky situation, joyful do not alienate them and they seldom scorn others but show their alacrity to find out solutions to come out from the turmoil. By these virtues, they are more loyal, productive and engaged.
Happiness redresses stress and make desultory almost non-existence. Stress invariably increases the awesome despondency which ultimately provokes employees to commit mistakes, reduce productivity and bunk from the duties. The condition of mind under the influence of stress incites the erratic behavior of the employees which causes above syndrome and bring the detrimental effect to the growth both of the individuals and the organization. Employees besmeared with the happiness maintain their composures, take more work load and think and act smartly, which is the need of the hour. They are not at all haughty, on the contrary very deferential type. Moreover, they are salutary and cheerful. Happiness is a precursor to maintain a healthy and competitive working environment. During recession coupled with less working load, it is mostly observed that some employees prefer to saunter and just do nothing except to whistle down the mind. They mar the office environment with their unwanted eloquent talks putting their real personalities into oblivion, start fueling office politics which leads to skirmishes at times. Obviously, this increases stress and rekindles the work milieu. Fortunately, it is not that tough proposition to garner happiness. Any transnational, SME organization can achieve it, provided the management, its employees including managerial staff are determined to fulfill the commitment of tasks. To attain this, there must be a close relationship between the employees and the employers. The allusions of fear of any kind, particularly in the recession period must be allayed from the mind of the employees. The thought proposition of ‘Love your Work’ is to be percolated in the mind of each employee. When they believe this, they will take pride to do the work and their increased happy quotient in this way, will diminish their worries.
Managers and head of respective functions must put their efforts rigorously to keep their flocks of employees together, inform them the real facts and cheer them during recession and awkward situation. The main thrust should be the enforcement of strict discipline without which it is difficult to overcome the peril associated with the recessional working environment. Realistic target is to be set so that they are achievable. If the target by any chance is not possible to achieve, extra time schedule is to be allotted to fulfill the objective of course with a break in between. This strategic decision will increase the motivational power of the employees. They will be satisfied and their satisfaction level will zoom up their happiness which ultimately makes them agile and nimble to achieve the target even with little extra hours of efforts. During uproarious economic condition because of recession, the employees should be always made to feel valued. They must be treated as an asset and they are to be suitably rewarded for their efforts for producing results. Sometimes, if they resort to little bit tittles-tattles, the same should not be condemned very seriously and make the environment monstrous. Because this may endanger the hitherto congenial relationship between the manager and the employee in concern and evoke the stress. As long as the employees are delivering their duties in time, they should not be reprimanded and frowned for chatting with their coworkers. In fact, if employees are allowed to share their thoughts and feelings then the same is the most inexpensive way to improve upon their emotional bonding. Apart from making the work and workplace plausible, some small measures can be adopted to appease the employees so as to increase their happy quotient. Example, if big parties can not be arranged, small get together between the employees camaraderie can help. Then playing online games and sharing success stories of other employees and organisation will dazzle the faces with smile and cheers. All these small but quite effective actions invigorate the employees’ moral which develop their confidence level.
The more the employees are confident, the more their decisive power become steadfast and stern. And the consequence of this state of affairs is the phenomenal growth of the organization. Happiness is all together an attitude of an individual. So the course of actions, enunciated above with periodical motivational pep talk by the top management can help to keep up the happiness levels in employees to the highest level.
Joyfulness is the best medicine which cures all disorders whether physical or mental. It brings normalcy in the state of turmoil. This implies to personal, social and corporate life altogether. A happy employee contributes magnificently to the growth of an organisation. The self-generated natural happiness propels an employee to perform well. If all employees are filled with such cheerfulness, the organization’s growth is surely secured, and they become an asset of an organisation. But for this, a firm has to take necessary initiatives to create a state of happiness among the employees; this, in turn, will ascertain development of the organisation.
WORDS: 1369
Today’s dire economic condition following all around recession has compelled the world to curtail its resources, which in turn, has proven a peril inviting factor. In the prevailing situation, organizations look for individuals who can work to the best of their ability and produce magnificent results. But, they tend to overlook the fact that people only can bring their best if they are physically and mentally content and joyful.
Everything dazzles on a shiny day, but turns pale in a murky atmosphere. All your endeavours can produce good results when the sailing is smooth. But the torrent of crisis makes them fruitless. It makes you watery and worsens your stance against the constraints. You may feel as if all your endeavours go astray, and your joy is mangled by distressful atmosphere. In such a scenario, it is extremely difficult to sustain balance between delightfulness and distressfulness.
But, it is not that much difficult to tone your thoughts through optimistic approach and stay cool to scatter smile and joy on your face. With controlled mind, it is possible to be happy even during the tough times created by odd circumstances. Conversely, period of crisis is perceived by a many as a blessing as they view such period as a time of bringing people together to put in their best efforts for development and growth collectively.
Difficult times bring in sweeping effects. However, companies can overcome and avoid succumb to the recession and remonstrating financial conditions only by way of innovation and adaptation. As per Dr. Teresa Amabile of Harvard “Creativity is positively associated with joy and love and negativity with anger, fear and anxiety.” Research shows that happy people are, by and large, pragmatic, receptive and also more optimistic. When the employees of an organization contrive agility based on their power of optimism, they always welcome changes. They never resist for changes rather they adopt and make best use of the same. Employees, who possess high degree of happiness quotient, also show excellence in their motivational power. Any sort of want does not cradle them. They are motivated and explore the opportunities in adversity. The gravity of situational doldrums arises out of environmental constraints, financial scarcity, etc., cannot dissuade them. They will always motivate themselves with all their mettle to overcome the obstacles. They are focused and committed to their goals and very keen and eager to put extra efforts to realize them. They settle the problem instead of whining and cursing the luck and lacks. These types of employees take fewer leaves, arouse when confronted with challenges and work beyond the scheduled timings. They do not need much coaching and counseling because they are energized, dedicated and good achievers. When people have abundance of happiness, they automatically mingle with others freely, able to extract work from them, and they extend their co-operation to others.
They are quick learners, their efficiency rate is above par and they take right decisions at right time. They are likely to shoulder all sorts of risks and responsibilities and in the eventuality anything goes wrong, they come forward and accept their mistakes instead of accusing others. In a murky situation, joyful do not alienate them and they seldom scorn others but show their alacrity to find out solutions to come out from the turmoil. By these virtues, they are more loyal, productive and engaged.
Happiness redresses stress and make desultory almost non-existence. Stress invariably increases the awesome despondency which ultimately provokes employees to commit mistakes, reduce productivity and bunk from the duties. The condition of mind under the influence of stress incites the erratic behavior of the employees which causes above syndrome and bring the detrimental effect to the growth both of the individuals and the organization. Employees besmeared with the happiness maintain their composures, take more work load and think and act smartly, which is the need of the hour. They are not at all haughty, on the contrary very deferential type. Moreover, they are salutary and cheerful. Happiness is a precursor to maintain a healthy and competitive working environment. During recession coupled with less working load, it is mostly observed that some employees prefer to saunter and just do nothing except to whistle down the mind. They mar the office environment with their unwanted eloquent talks putting their real personalities into oblivion, start fueling office politics which leads to skirmishes at times. Obviously, this increases stress and rekindles the work milieu. Fortunately, it is not that tough proposition to garner happiness. Any transnational, SME organization can achieve it, provided the management, its employees including managerial staff are determined to fulfill the commitment of tasks. To attain this, there must be a close relationship between the employees and the employers. The allusions of fear of any kind, particularly in the recession period must be allayed from the mind of the employees. The thought proposition of ‘Love your Work’ is to be percolated in the mind of each employee. When they believe this, they will take pride to do the work and their increased happy quotient in this way, will diminish their worries.
Managers and head of respective functions must put their efforts rigorously to keep their flocks of employees together, inform them the real facts and cheer them during recession and awkward situation. The main thrust should be the enforcement of strict discipline without which it is difficult to overcome the peril associated with the recessional working environment. Realistic target is to be set so that they are achievable. If the target by any chance is not possible to achieve, extra time schedule is to be allotted to fulfill the objective of course with a break in between. This strategic decision will increase the motivational power of the employees. They will be satisfied and their satisfaction level will zoom up their happiness which ultimately makes them agile and nimble to achieve the target even with little extra hours of efforts. During uproarious economic condition because of recession, the employees should be always made to feel valued. They must be treated as an asset and they are to be suitably rewarded for their efforts for producing results. Sometimes, if they resort to little bit tittles-tattles, the same should not be condemned very seriously and make the environment monstrous. Because this may endanger the hitherto congenial relationship between the manager and the employee in concern and evoke the stress. As long as the employees are delivering their duties in time, they should not be reprimanded and frowned for chatting with their coworkers. In fact, if employees are allowed to share their thoughts and feelings then the same is the most inexpensive way to improve upon their emotional bonding. Apart from making the work and workplace plausible, some small measures can be adopted to appease the employees so as to increase their happy quotient. Example, if big parties can not be arranged, small get together between the employees camaraderie can help. Then playing online games and sharing success stories of other employees and organisation will dazzle the faces with smile and cheers. All these small but quite effective actions invigorate the employees’ moral which develop their confidence level.
The more the employees are confident, the more their decisive power become steadfast and stern. And the consequence of this state of affairs is the phenomenal growth of the organization. Happiness is all together an attitude of an individual. So the course of actions, enunciated above with periodical motivational pep talk by the top management can help to keep up the happiness levels in employees to the highest level.
Joyfulness is the best medicine which cures all disorders whether physical or mental. It brings normalcy in the state of turmoil. This implies to personal, social and corporate life altogether. A happy employee contributes magnificently to the growth of an organisation. The self-generated natural happiness propels an employee to perform well. If all employees are filled with such cheerfulness, the organization’s growth is surely secured, and they become an asset of an organisation. But for this, a firm has to take necessary initiatives to create a state of happiness among the employees; this, in turn, will ascertain development of the organisation.
WORDS: 1369
DEADLINE INCRESES PRODUCTIVITY
Today’s business scenario is full of challenges. Deadline is to be maintained for most of the activities. Your supervisor will be exerting immense pressure and many a time; will breathe on your neck compelling you to complete the assignment well within the time schedule. You will not like this unprepossessing situation in your working environment. Despite your disliking, you will not dare enough to vent your anger because this is the law prevailing in modern competitive business world. If you are not skilled enough to complete the assignment entrusted to you and produce results in time, you will be simply thrown out of the race. You may be genius having a very bright academic career with affable personality. Also, you maintain very cordial relationship with your customers, but if you are not successful enough to discharge your duties within the stipulated time frame, your all above qualities will be treated as ineffective. The formula of success lies only to maintain the deadline, and this alone will sustain yourself to be in the race. You have to embrace the technique to comply with the stipulation of “deadline syndrome”.
The following are the suggestions to adhere to the deadline of any assignment.
Always set a deadline which is achievable. The deadline should be fixed in such a way that it does not hamper the desired goals envisaged by your employer from the total perspective of business cycle. Of course, a broader view is to be put into the place to squeeze the deadline so that target fulfillment gives confidence and increase the courage level to fix up little more stiff deadlines. But, neither it should stifle you nor your team members.
At times, deadline looks to be so painstaking that it becomes difficult to start even.
In the first instance, make a list of the assignments. Then, the same is to be broken down into different categories, namely…
(a) hardest part of the assignment
(b) assignment which is achievable with little pain and
(c) assignment that can be easily achievable.
After these bifurcations, a time limit is to be prescribed for each of these assignments so as to complete the whole within the time frame. Always start with the hardest / toughest part of the assignment first, because normally that creates much hindrance. I identify the crunch of time resources in the beginning itself to avoid any embarrassing situation at a later stage. And accordingly readjust the time frame within the overall deadline.
Do not forget that the time is the most decisive factor in completing any assignment. So, distraction of focused attention must be avoided during the completion of any assignment.
: 2 :
The scarcity of resources is to be avoided. To complete the assignment in time, you have to call for adequate resources viz. manpower, money power, technological support, help of experts, if need be. By any chance, if you find any paucity of the resources, bring the same to the notice of the top management so that remedial action can be taken by them immediately. One thing is very sure; there are two aspects, namely time and resources to complete any assignment within the deadline. If one is not adequate, you have to balance the same by bringing in more of the others.
You have to charge yourself and inculcate the same behavioural antecedents to your team members so that each of them is determined to finish the assignment within the deadline. You have to be totally involved, set the challenges and make yourself dedicated to achieve the desired results.
To maintain the deadline, you have to delegate the responsibilities. Then you start to monitor the same. The total assignment is to be distributed to your various team members and you have to solve their problems then and there without any quick fix solution. Any temporary solution will diminish the completion cycle of the total assignment within the stipulated time and the team members will lose their enthusiasm. You must remember that your team members are equally under tremendous pressure, and so, any directionless decision will de-energize their activities. Instead of their getting motivated, they will be under stress. Further, this will drift them away from the required focused attention, which is the essence to complete the assignment within the deadline.
Communication tools and channel, from start to end, is very vital to avoid any lapses; because mistakes call for enormous corrections and lead to delay. You have to make your team members crystal clear about the expectations. You also have to ensure that they understand the nitty-gritty of the assignment. Information, datas, facts and figures, whenever required, must be provided to them so that completion of the assignment is hassles free. If the beginning starts through turmoil condition with less clarity, definitely the assignment will not be completed in time. You have to constantly keep in touch with your team members to know the latest status, provide them updated information, and apprise them the last moment changes of the deadline, if any. From time to time, you have to closely monitor their progress which is beneficial for all, because they will get time to reshuffle their activities, if need be, with a whole object to complete the assignment within the deadline.
You should not be pernickety when you face challenges to complete any assignment within the deadline. There is no need of immaculate perfection because when you are constrained to achieve the deadline, you have to have a rational approach. You have to give your best and allow others to follow your steps.
: 3 :
In today’s competitive business environment, you must ensure to adopt two pronged strategies – one is your ability to finish with quality work and the other one is your capability to manage and supply the quality work within the deadline. No doubt, the deadline is heart beating and increasing your stress level, but if you are calm and composed and continue to strive for the best to improve upon the deadline, you will be treated as marvelous achiever.
Hence deadline is blessed in disguise only, if you know how to invigorate yourself and your team members. This could be an opportunity to demonstrate your unflappable professionalism, and people / customers will depend on you for your this ability to provide quality and timely work.
1062
The following are the suggestions to adhere to the deadline of any assignment.
Always set a deadline which is achievable. The deadline should be fixed in such a way that it does not hamper the desired goals envisaged by your employer from the total perspective of business cycle. Of course, a broader view is to be put into the place to squeeze the deadline so that target fulfillment gives confidence and increase the courage level to fix up little more stiff deadlines. But, neither it should stifle you nor your team members.
At times, deadline looks to be so painstaking that it becomes difficult to start even.
In the first instance, make a list of the assignments. Then, the same is to be broken down into different categories, namely…
(a) hardest part of the assignment
(b) assignment which is achievable with little pain and
(c) assignment that can be easily achievable.
After these bifurcations, a time limit is to be prescribed for each of these assignments so as to complete the whole within the time frame. Always start with the hardest / toughest part of the assignment first, because normally that creates much hindrance. I identify the crunch of time resources in the beginning itself to avoid any embarrassing situation at a later stage. And accordingly readjust the time frame within the overall deadline.
Do not forget that the time is the most decisive factor in completing any assignment. So, distraction of focused attention must be avoided during the completion of any assignment.
: 2 :
The scarcity of resources is to be avoided. To complete the assignment in time, you have to call for adequate resources viz. manpower, money power, technological support, help of experts, if need be. By any chance, if you find any paucity of the resources, bring the same to the notice of the top management so that remedial action can be taken by them immediately. One thing is very sure; there are two aspects, namely time and resources to complete any assignment within the deadline. If one is not adequate, you have to balance the same by bringing in more of the others.
You have to charge yourself and inculcate the same behavioural antecedents to your team members so that each of them is determined to finish the assignment within the deadline. You have to be totally involved, set the challenges and make yourself dedicated to achieve the desired results.
To maintain the deadline, you have to delegate the responsibilities. Then you start to monitor the same. The total assignment is to be distributed to your various team members and you have to solve their problems then and there without any quick fix solution. Any temporary solution will diminish the completion cycle of the total assignment within the stipulated time and the team members will lose their enthusiasm. You must remember that your team members are equally under tremendous pressure, and so, any directionless decision will de-energize their activities. Instead of their getting motivated, they will be under stress. Further, this will drift them away from the required focused attention, which is the essence to complete the assignment within the deadline.
Communication tools and channel, from start to end, is very vital to avoid any lapses; because mistakes call for enormous corrections and lead to delay. You have to make your team members crystal clear about the expectations. You also have to ensure that they understand the nitty-gritty of the assignment. Information, datas, facts and figures, whenever required, must be provided to them so that completion of the assignment is hassles free. If the beginning starts through turmoil condition with less clarity, definitely the assignment will not be completed in time. You have to constantly keep in touch with your team members to know the latest status, provide them updated information, and apprise them the last moment changes of the deadline, if any. From time to time, you have to closely monitor their progress which is beneficial for all, because they will get time to reshuffle their activities, if need be, with a whole object to complete the assignment within the deadline.
You should not be pernickety when you face challenges to complete any assignment within the deadline. There is no need of immaculate perfection because when you are constrained to achieve the deadline, you have to have a rational approach. You have to give your best and allow others to follow your steps.
: 3 :
In today’s competitive business environment, you must ensure to adopt two pronged strategies – one is your ability to finish with quality work and the other one is your capability to manage and supply the quality work within the deadline. No doubt, the deadline is heart beating and increasing your stress level, but if you are calm and composed and continue to strive for the best to improve upon the deadline, you will be treated as marvelous achiever.
Hence deadline is blessed in disguise only, if you know how to invigorate yourself and your team members. This could be an opportunity to demonstrate your unflappable professionalism, and people / customers will depend on you for your this ability to provide quality and timely work.
1062
Sunday, September 21, 2008
Interview Tips
After successful completion of educational career, you will be desirous to search a suitable job to suit your aspiration levels in terms of career, money, growth and social status. And so, you start sending your resume and prepare yourself to gear up to face job interviews.
You won’t get any accolade to attend interviews, be it for your entry level job or for middle level opening, but if you master the techniques written below, you will be definitely coming out with a flying success.
Attending interview is an experience encapsulated with brimming confidence, well mannered etiquette and knowledge passionate. Top of it, there is no place of disheveled appearance. Interviewers get impressed with your above attributes. It is common understanding that all the interviewees take utmost care to get them acquainted with the information of company’s products, their strength, weakness, reputation, market standing etc. This definitely boosts up the courage level of the interviewees to face the interview. But apart from these, I also advocate to collect the information about the panel members of the interview committee. Every time this may not be feasible but by exploring various sources and avenues, if this information is possible to garner just before commencement of the interview, then interviewee is one step ahead. If you are able to know the traits of various types of the interviewers and how to handle them during the course of interview, following tips will be definitely beneficiary for you.
The friendly : They will greet you with smile, shower praises, joke and make you comfortable. They will talk lot and make you at ease. You may be an Engineer with a specialization – say in Electronics. So, by becoming friendly interviewer may be hiding his that particular knowledge or he will like to exert his pressure to open you up. Many interviewees commit mistakes seeing their friendly behaviour and open up too much amid the interview and in the process lose the chance to win the game. You may have to keep your patience and ensure to open up within the limit.
The pernickety : Interviewers will be very strong subject knowledge wise and they will bombard you with questions for answers even for basic principles of any subjects. So, if you are not through with your subject knowledge, you will not be able to succumb the pressure.
The less attentive: These types of interviewers conduct interview in the midst of their routine functions. Time to time, their attention will be distracted with phone calls, visits of intruders, staff members etc. They will throw bunch of questions very causally, without much emphasize. You have to somehow manage your courage to appraise your suitability for the vacancy and persuade him to focus his attention on your verbatim; otherwise, interview will be a farce.
: 2 :
The Satirist : Interviewers will greet you with little jeer. They will pretend as if they are busy. For a fraction of a moment, they will forget that you have been called for an interview and will not advise you to sit. On your polite request for the same, they will simply nod. They will start with tricky questions and will stare at you with satirical glance make you uncomfortable for eye to eye contact. You may have to build up your confidence level to play the game of attending this type of interview in his shoe that means your answers will be to the point and authentic, mixed with politeness and confidence.
The jumper : These types of interviewers will ask you number of staccato questions jumping from one after another without giving you much of a chance to answer. Their impulsive behaviour and showmanship will fulminate you. But, very tactfully you have to handle the situation and if required, make him realize very courteously to give you little time to finish the reply for the first one, then the second one and likewise. By your polite assertiveness, force him to pause so that you are at ease to answer his questions. Further, this may give you a chance to show your skill to answer his various types of questions. But, you may have to avoid fumbling and numbness while being engulfed with the pressure of numerous questions.
The huffish : These are less talkative, inquisitive, broad faced and inappeasable type. Mostly you confront with this type in senior level interview. But at times based on the need, they become the interviewer even for GET level interview. By and large, their appearance ripples nervousness as soon as you enter the room albeit with your brimming confidence. They ask you point blank and mostly dichotomous questions. They also prefer to have straight forward reply with statistics. Any kind of wishy-washy reply will fluster them. So, if you happen to be greeted by this type of interviewer, chances will be remote to satisfy them, but sometimes “lady luck” may rescue you.
When you understand the different types of interviewers, you can suitably adjust your approach and provoke your thought process in line with theirs, but of course, that does not come overnight. After attending a few interviews, courage and conviction level goes up and you will also be able to make judgement to score the goal at appropriate time that means you will be successful to be awarded with the job.
You won’t get any accolade to attend interviews, be it for your entry level job or for middle level opening, but if you master the techniques written below, you will be definitely coming out with a flying success.
Attending interview is an experience encapsulated with brimming confidence, well mannered etiquette and knowledge passionate. Top of it, there is no place of disheveled appearance. Interviewers get impressed with your above attributes. It is common understanding that all the interviewees take utmost care to get them acquainted with the information of company’s products, their strength, weakness, reputation, market standing etc. This definitely boosts up the courage level of the interviewees to face the interview. But apart from these, I also advocate to collect the information about the panel members of the interview committee. Every time this may not be feasible but by exploring various sources and avenues, if this information is possible to garner just before commencement of the interview, then interviewee is one step ahead. If you are able to know the traits of various types of the interviewers and how to handle them during the course of interview, following tips will be definitely beneficiary for you.
The friendly : They will greet you with smile, shower praises, joke and make you comfortable. They will talk lot and make you at ease. You may be an Engineer with a specialization – say in Electronics. So, by becoming friendly interviewer may be hiding his that particular knowledge or he will like to exert his pressure to open you up. Many interviewees commit mistakes seeing their friendly behaviour and open up too much amid the interview and in the process lose the chance to win the game. You may have to keep your patience and ensure to open up within the limit.
The pernickety : Interviewers will be very strong subject knowledge wise and they will bombard you with questions for answers even for basic principles of any subjects. So, if you are not through with your subject knowledge, you will not be able to succumb the pressure.
The less attentive: These types of interviewers conduct interview in the midst of their routine functions. Time to time, their attention will be distracted with phone calls, visits of intruders, staff members etc. They will throw bunch of questions very causally, without much emphasize. You have to somehow manage your courage to appraise your suitability for the vacancy and persuade him to focus his attention on your verbatim; otherwise, interview will be a farce.
: 2 :
The Satirist : Interviewers will greet you with little jeer. They will pretend as if they are busy. For a fraction of a moment, they will forget that you have been called for an interview and will not advise you to sit. On your polite request for the same, they will simply nod. They will start with tricky questions and will stare at you with satirical glance make you uncomfortable for eye to eye contact. You may have to build up your confidence level to play the game of attending this type of interview in his shoe that means your answers will be to the point and authentic, mixed with politeness and confidence.
The jumper : These types of interviewers will ask you number of staccato questions jumping from one after another without giving you much of a chance to answer. Their impulsive behaviour and showmanship will fulminate you. But, very tactfully you have to handle the situation and if required, make him realize very courteously to give you little time to finish the reply for the first one, then the second one and likewise. By your polite assertiveness, force him to pause so that you are at ease to answer his questions. Further, this may give you a chance to show your skill to answer his various types of questions. But, you may have to avoid fumbling and numbness while being engulfed with the pressure of numerous questions.
The huffish : These are less talkative, inquisitive, broad faced and inappeasable type. Mostly you confront with this type in senior level interview. But at times based on the need, they become the interviewer even for GET level interview. By and large, their appearance ripples nervousness as soon as you enter the room albeit with your brimming confidence. They ask you point blank and mostly dichotomous questions. They also prefer to have straight forward reply with statistics. Any kind of wishy-washy reply will fluster them. So, if you happen to be greeted by this type of interviewer, chances will be remote to satisfy them, but sometimes “lady luck” may rescue you.
When you understand the different types of interviewers, you can suitably adjust your approach and provoke your thought process in line with theirs, but of course, that does not come overnight. After attending a few interviews, courage and conviction level goes up and you will also be able to make judgement to score the goal at appropriate time that means you will be successful to be awarded with the job.
Root Cause Analysis of Problem
ROOT CAUSE ANALYSIS TO SOLVE PROBLEM
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We are confronted with the various types of problems deriving from the social issues, family lives, and office environment. We usually handle these problems on surface analysis basis instead of adopting root cause analysis. For example, if you are not in a position to achieve the performance to the desired level of your boss, who is the head of product development, he takes you as disgruntled and nonchalant employee. Your failure to provide targeted output becomes obstacle for him to prove the performance in totality to the top management of the company. So, your boss will shout on you and then enlighten you with some direction to do the job in his desired way, but still the phase continues. It may happen that your boss is only giving quick fix solutions to your problem with a few efficacies instead of delving to the root cause. This failure of root cause analysis will resurface the problem which tantamount to waste of resources and expenditure. The reason of recurrence of the same issue is because of the job which you are performing, may be you are theoretically and academically very fit, but your less grasping power of that particular job in practical way is bringing down your desired level of performance. So, your boss is to ensure honing your practical skill by imparting training by some expert so that your level of performance is getting improved upon over a passage of time. We all know that the doctor treats his patients by analysing the root cause of the disease. And unless the doctor is able to find out the root cause, the diagnosis may not be that accurate.
In the same way, in day-to-day business operations, the root cause analysis of any recurring problem is very imperative. Any business, say manufacturing or trading will be definitely confronted with enormous problems comprising business decisions, fund flow management, human resources & conflict management, so the root cause analysis is the only solution to find out the remedial action. Root cause analysis is the structured and defined measure to pin point the exact problem and diagnose the same to restrict its further reoccurrence. Root cause analysis helps to measure the real reason of the problem. It assumes that any problem is derivative of chain of actions and events. By using this analytical method, the root cause of this chain is to be found out so as to extract the root of the problem. It is a perennial problem and needs to be integrated to zoom up the operating efficiency of the business and enhance its growth. Root cause analysis is carried out in different stages depending on the nature of the problem and its complexity. More it is complex; searching of the root cause must be carried out in depth.
: 2 :
Many questions are to be asked in sequential form; what is the problem? What is the specific reason which creates the problem? What is the cause behind this problem? For what duration, the problem exists? To what extent, this problem is damaging the business? How to avoid this problem for betterment of the operating efficiency? After deriving to the factual information, the data’s and reports are to be generated to investigate the problem. The following methods should be considered step by step to investigate the reason of the problem and its reoccurrence.
Drill down method.
Fish bone analysis.
5 whys.
Drill down method is noting but to break the total problem into many parts and understand the problem in micro level.
“Fish bone analysis” is a tool to find out the problem depicting a simple diagram and analyze all the causes of this problem. After finding out the causes, “5 whys” method is to be used. By utilizing 5 whys, you can reach to the fundamental reason of the problem. You have to go on enquiring about “whys”. This will lead to a reason, then for another reason for the occurrence of this particular problem and further “whys” will give rise to another question in turn to the different reasons of the problem. Numbers of “whys” can be increased depending on the nature and arduous of the problem. By these “5 whys” techniques supported by “drill down” and “fish bone” tools, you can easily pin point the real reason which causes the generation as well as resurface of any problem.
Through this root cause analysis, the galore of problems which normally occur at all the levels of functionaries, can be eliminated from its reappearance and ultimately this will enhance the operating efficiency of the business tremendously. But one thing which is to be remembered that this root cause analysis is an everlasting process and it does not prescribe any short cut method to recommend any apparent solution to a problem.
------------------------------------------------------
We are confronted with the various types of problems deriving from the social issues, family lives, and office environment. We usually handle these problems on surface analysis basis instead of adopting root cause analysis. For example, if you are not in a position to achieve the performance to the desired level of your boss, who is the head of product development, he takes you as disgruntled and nonchalant employee. Your failure to provide targeted output becomes obstacle for him to prove the performance in totality to the top management of the company. So, your boss will shout on you and then enlighten you with some direction to do the job in his desired way, but still the phase continues. It may happen that your boss is only giving quick fix solutions to your problem with a few efficacies instead of delving to the root cause. This failure of root cause analysis will resurface the problem which tantamount to waste of resources and expenditure. The reason of recurrence of the same issue is because of the job which you are performing, may be you are theoretically and academically very fit, but your less grasping power of that particular job in practical way is bringing down your desired level of performance. So, your boss is to ensure honing your practical skill by imparting training by some expert so that your level of performance is getting improved upon over a passage of time. We all know that the doctor treats his patients by analysing the root cause of the disease. And unless the doctor is able to find out the root cause, the diagnosis may not be that accurate.
In the same way, in day-to-day business operations, the root cause analysis of any recurring problem is very imperative. Any business, say manufacturing or trading will be definitely confronted with enormous problems comprising business decisions, fund flow management, human resources & conflict management, so the root cause analysis is the only solution to find out the remedial action. Root cause analysis is the structured and defined measure to pin point the exact problem and diagnose the same to restrict its further reoccurrence. Root cause analysis helps to measure the real reason of the problem. It assumes that any problem is derivative of chain of actions and events. By using this analytical method, the root cause of this chain is to be found out so as to extract the root of the problem. It is a perennial problem and needs to be integrated to zoom up the operating efficiency of the business and enhance its growth. Root cause analysis is carried out in different stages depending on the nature of the problem and its complexity. More it is complex; searching of the root cause must be carried out in depth.
: 2 :
Many questions are to be asked in sequential form; what is the problem? What is the specific reason which creates the problem? What is the cause behind this problem? For what duration, the problem exists? To what extent, this problem is damaging the business? How to avoid this problem for betterment of the operating efficiency? After deriving to the factual information, the data’s and reports are to be generated to investigate the problem. The following methods should be considered step by step to investigate the reason of the problem and its reoccurrence.
Drill down method.
Fish bone analysis.
5 whys.
Drill down method is noting but to break the total problem into many parts and understand the problem in micro level.
“Fish bone analysis” is a tool to find out the problem depicting a simple diagram and analyze all the causes of this problem. After finding out the causes, “5 whys” method is to be used. By utilizing 5 whys, you can reach to the fundamental reason of the problem. You have to go on enquiring about “whys”. This will lead to a reason, then for another reason for the occurrence of this particular problem and further “whys” will give rise to another question in turn to the different reasons of the problem. Numbers of “whys” can be increased depending on the nature and arduous of the problem. By these “5 whys” techniques supported by “drill down” and “fish bone” tools, you can easily pin point the real reason which causes the generation as well as resurface of any problem.
Through this root cause analysis, the galore of problems which normally occur at all the levels of functionaries, can be eliminated from its reappearance and ultimately this will enhance the operating efficiency of the business tremendously. But one thing which is to be remembered that this root cause analysis is an everlasting process and it does not prescribe any short cut method to recommend any apparent solution to a problem.
Thursday, August 7, 2008
Company expands its operation, set up new facilities, extend product range, bring overseas technology and all these activities ultimately prompt for fresh recruitment in various cadres. HR Management is in a position to recruit junior level and also senior level personnel but when it comes to the recruitment for middle management or operating level persons in middle management cadre, they find the task arduous. The reason is, the middle management persons form a vital link in between top management and work force, supervisory personnel for any company’s growth perspective. In today’s modern management syndrome, they are in dire state of demand. Even HR people manage or allure them to join the particular company, it is far more important to re-train and retain them. This training is not a stereotype but it is more of a motivational type of training. Company which is having strong HR management system are able to retain these flocks but they have to adopt very high level of HR principles and policies because the people who come from other companies in this category are tuned to that particular socio-cultural environment and suddenly if they find anomaly, they will instead of increasing productivity become burden to the new set up. To avoid this, HR functionaries are to take utmost care while carrying out recruitment function in a systematic and defined method so that new entrant does not find any discrimination between his earlier and present job.
The followings are the methods.
Recruitment:
Recruitment is to effect after thoroughly screening the candidate’s ability to acclimatize with new environment. Sometimes people will be inclined to join for various reasons - say career growth, image and salary etc. But HR management is to find out in depth about the candidate’s adaptability. In a day’s interview, this attribute can not be gazed. Before recruitment of a candidate in middle management cadre, at least three rounds of discussions on various occasions are to be conducted. HR management also has to interview the candidate by various cross functional heads and form a group of opinion about the candidate’s ability to accept new environment and work culture. Many a times, it is noticed that a bright career oriented candidate hops the job with a great hype but only to return back or join elsewhere without contributing much.
Rehabilitate:
Second important aspect to be done by HR management is to rehabilitate. New entrant will always refer and compare each and every aspect of the new company with the earlier one. More he will find the gap; his aspiration level will be downgraded. By proper counselling, HR management is to invigorate his confidence level and rehabilitate so that the candidate forgets the atmosphere of the past environment and fully concentrate on his new responsibility and job assigned to him.
Re-training:
To re-train the new joiner with the technical and commercial requirement of the company and the role of HR management here is very crucial. HR manager and the HOD of the new joiner is to devise the re-training schedule in line with OJT (On Job Training) / orientation in such a way that the candidate gets moulded into the frame of new environment of day to day activities & become familiar with his peers and colleagues so that accomplishment of the responsibilities entrusted to him is being discharged successfully.
Retention:
HR Department is to ensure to retain the person once he is adapted with the new company’s culture, rehabilitated and re-trained with the company’s product, technology, modus operandi and become comfortable with his colleagues and peers.
So for any middle management recruitment, HR is to devise & inculcate the 4 principles of “R” namely Recruitment, Rehabilitation, Re-training and Retention.
After so much exercise, the person who joins the new company if leaves immediately, then candidate does not lose much but employer is in doldrums and overall state of affairs will be very sordid.
To retain these newly recruited employees in this level, HR department is to ensure following course of actions.
1. He gets ample freedom to learn and discharge his duties without much pain at least, to start with. To begin with less pain, his mind set will not be that volatile and slowly he will be attracted to the new environment of the Company.
2. He does not become a victim of the conflict management arises due to reason of his entry. It happens when a new entrant joins, his colleagues will not take him into right spirit and situation may get worsen, if the reason is not nipped into the bud.
3. He can express his opinion freely and a due respect is given to his opinion.
4. To provide him all support services so that he can increase his knowledge power which is required to complete his assignment.
5. Perquisites offered to him on the eve of his recruitment are to be maintained in totality.
6. After a passage of time, it is to be seen that he puts equal attention to his work as well as to his family members. If possible, to offer him a pleasure trip or a sight seeing to a place of his choice. Even otherwise this is not agreed upon as a part of his perks; sometimes it is benevolent for this type of middle management personnel who are very price worthy functionaries for company’s growth.
It is evident that if all the steps stated above (of course there may be more) are taken care with utmost attention, the new middle management personnel will think twice to leave the company and it may happen that they will be with the company for life long. But on the contrary, if environmental and cultural shock evolved from the new set up provokes him to leave, then HR department will be having nightmare because the entire episode is to be carried out afresh to find out the difficult niche.
The most burning issue HR management now-a-days faces, is to recruit middle management personnel who are the bonding factor between the top management (decision and direction giver) and the supervisory staff and workforce. If middle management personnel failed to perform in the right manner and in the right direction, then the whole company’s target oriented ambition and growth plan gets derailed and once it faces this situation, consequence become very vulnerable. And so, HR management is to rigorously and religiously follow the “4R” principles to recruit middle management personnel so as to continue the growth path of the company.
The followings are the methods.
Recruitment:
Recruitment is to effect after thoroughly screening the candidate’s ability to acclimatize with new environment. Sometimes people will be inclined to join for various reasons - say career growth, image and salary etc. But HR management is to find out in depth about the candidate’s adaptability. In a day’s interview, this attribute can not be gazed. Before recruitment of a candidate in middle management cadre, at least three rounds of discussions on various occasions are to be conducted. HR management also has to interview the candidate by various cross functional heads and form a group of opinion about the candidate’s ability to accept new environment and work culture. Many a times, it is noticed that a bright career oriented candidate hops the job with a great hype but only to return back or join elsewhere without contributing much.
Rehabilitate:
Second important aspect to be done by HR management is to rehabilitate. New entrant will always refer and compare each and every aspect of the new company with the earlier one. More he will find the gap; his aspiration level will be downgraded. By proper counselling, HR management is to invigorate his confidence level and rehabilitate so that the candidate forgets the atmosphere of the past environment and fully concentrate on his new responsibility and job assigned to him.
Re-training:
To re-train the new joiner with the technical and commercial requirement of the company and the role of HR management here is very crucial. HR manager and the HOD of the new joiner is to devise the re-training schedule in line with OJT (On Job Training) / orientation in such a way that the candidate gets moulded into the frame of new environment of day to day activities & become familiar with his peers and colleagues so that accomplishment of the responsibilities entrusted to him is being discharged successfully.
Retention:
HR Department is to ensure to retain the person once he is adapted with the new company’s culture, rehabilitated and re-trained with the company’s product, technology, modus operandi and become comfortable with his colleagues and peers.
So for any middle management recruitment, HR is to devise & inculcate the 4 principles of “R” namely Recruitment, Rehabilitation, Re-training and Retention.
After so much exercise, the person who joins the new company if leaves immediately, then candidate does not lose much but employer is in doldrums and overall state of affairs will be very sordid.
To retain these newly recruited employees in this level, HR department is to ensure following course of actions.
1. He gets ample freedom to learn and discharge his duties without much pain at least, to start with. To begin with less pain, his mind set will not be that volatile and slowly he will be attracted to the new environment of the Company.
2. He does not become a victim of the conflict management arises due to reason of his entry. It happens when a new entrant joins, his colleagues will not take him into right spirit and situation may get worsen, if the reason is not nipped into the bud.
3. He can express his opinion freely and a due respect is given to his opinion.
4. To provide him all support services so that he can increase his knowledge power which is required to complete his assignment.
5. Perquisites offered to him on the eve of his recruitment are to be maintained in totality.
6. After a passage of time, it is to be seen that he puts equal attention to his work as well as to his family members. If possible, to offer him a pleasure trip or a sight seeing to a place of his choice. Even otherwise this is not agreed upon as a part of his perks; sometimes it is benevolent for this type of middle management personnel who are very price worthy functionaries for company’s growth.
It is evident that if all the steps stated above (of course there may be more) are taken care with utmost attention, the new middle management personnel will think twice to leave the company and it may happen that they will be with the company for life long. But on the contrary, if environmental and cultural shock evolved from the new set up provokes him to leave, then HR department will be having nightmare because the entire episode is to be carried out afresh to find out the difficult niche.
The most burning issue HR management now-a-days faces, is to recruit middle management personnel who are the bonding factor between the top management (decision and direction giver) and the supervisory staff and workforce. If middle management personnel failed to perform in the right manner and in the right direction, then the whole company’s target oriented ambition and growth plan gets derailed and once it faces this situation, consequence become very vulnerable. And so, HR management is to rigorously and religiously follow the “4R” principles to recruit middle management personnel so as to continue the growth path of the company.
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