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Casual Articles - Subliminal Management & Optimum Efficiency Model
A popular question we always get is "How can I get sponsored for the Series 7 Test?"If you are looking to break into the securities business as a broker, you will notice many firms require the Series 7 license. What is the problem for most people? They don't have the license and it cannot be taken until you are employed or affiliated with a firm who will do it for you. There is the problem.Many firms will still hire "broker trainees" that are unlicensed and will eventually sponsor their new hired for the Series 7 once an initial training period is completed. These firms are willing to go through that process for attractive candidates. Broker dealers that are in a strong hiring mode will offer training and sponsorship.Other firms are only looking for Series 7 representatives or people with other licenses. The options for people right out of school are limited here. You will have to get hired first before you can take the Series 7. The good news is you can take a few other exams that can enhance your resume and these can be taken by individuals (no sponsorship necessary). They Include:Series 65 Exam - Registered Investment AdvisorThe Series 65 license looks terrific on a resume and does not require a sponsor to sit for it. The license itself allows a person to charge fees for giving investment advice.Series 63 Exam - Uniform State Law AgentThe Series 63 is normally a required license and this can be taken as an independent. You can register to solicit business in other states with a Series 63. A big plus on a resume as well.Series 3 Exam - Futures and Commodities<
The relationship between Core Drivers and Optimum Efficiency is explained in the diagram on the next page. Optimum Efficiency Flow Diagram (as I have e-mailed this earlier, no diagrams are getting copied)
Desired Performance
Supporting Factors
Primary Motivational Factors
Core
In this issue, I will share my experience acquired from the conglomerate and its operating companies. For the purpose of this article, I will articulate the Managing for Innovation which is one of the Eleven Values and Concepts in Malcolm Baldrige Criteria. As before, I will use case studies to show how some of the companies implement them.To recap, below are the Eleven Core Values and Concepts of Baldrige Criteria:- Visionary Leadership Customer-Driven Excellence Organizational and Personal Learning Valuing Employees and Partners Agility Focus on the Future Managing for Innovation Management by Fact Public Responsibility and Citizenship Focus on Results and Creating Value Systems Perspective I will deal with the one of the Value in bold letters in this article as below:-Articulated Managing for Innovation:What is Innovation in the context of Baldrige Criteria? As described in the Baldrige Criteria 2005, it means “making meaningful change to improve an organization’s products, services, processes, and operations and to create new value for the organization’s stakeholders”.Strategically, Innovation should lead you to a new dimension of business performance. And it has to value add to the organization in terms increased in market share, capturing new customers and higher profit etc. It is not about research into new product or service which cannot be commercialized.To be effective, organization should set direction and
Controlled Development & Optimum Efficiency Model of Subliminal Management
“Inna mul aamal-o-binnayat” (“Sayings of Hazrat Muhammad PBUH)
“Surely your deeds purely depend on your Intent”
Introduction
There are many aspects which have been discussed over the past few decades feverishly by management gurus in an effort to understand the dynamics of the factors which underpin human psyche in relation to development. These factors in turn enable a manager to have an insight for motivating a worker in the required direction for achieving the needed level of output. I may appear to be a bit fundamentalist to the reader since I have started the article with a Hadith but it is the most important factor for development in any given direction: Intent!
Intent
Intent could be defined as the principal state of mind in response to a given state of affairs whereby the crucial decision is taken whether to be in unison or discord with it.
Intent Commitment Optimum Level of Performance
This concept is coupled i.e., Development & Efficiency.
Others might disagree and consider other factors such as motivational factors, work environment, level of education / background, Training & Development etc. as more important than intent. However, from my standpoint, Intent which in turn gives rise to Commitment, both combined are the most overpowering Core Drivers for achieving Optimum Efficiency levels.
It could also be noticed in our daily lives as if you wake up a child from his/her sleep and tell him/her that you want to play his favorite game he would willingly do that and night not even care about his sleep. Same is the case with the situation at work. If you can connect to the intent of the personnel working in an organization, they might even ignore some genuine problems.
The relationship between Core Drivers and Optimum Efficiency is explained in the diagram on the next page. Optimum Efficiency Flow Diagram (as I have e-mailed this earlier, no diagrams are getting copied)
Desired Performance
Supporting Factors
Primary Motivational Factors
Core D
A good service manager candidate for an automotive shop would really be the technician who knows a lot about the motor vehicle but has been able to mentally switch gears and now learn how to sell the knowledge he posses and the knowledge and services his team will provide. I am adamant about the knowledge part as I feel that the customer from the very first contact requires guidance right away when recommending service. Example being the other day I interviewed a person whom wanted to service manage and he after a few questions seemed credible but revealed to me that on his own vehicle he required an alignment for the shimmy that occurs at a particular speed. To the trained person this would now tell me that this person would book a car for the wrong service and this would start a chain reaction of a comedy of errors, possibly a technician would have to diagnose the service managers mistake then the vehicles real problem, I will be willing to bet a lot of alignments are done.A good manager would have a knowledge of what his team members were capable of and also what tools and equipment the shop has to do the repairs. A good SM would also know time frames for jobs as to book properly and also parts availability as to again book and inform customer of completion times. Sometimes the SM has to participate with the tech for drive ability by actually driving with the customer until problem is verified and also asking the right questions to draw out clues to aid in the repair.The SM must be a people reader as to only fill the bays with informed customers , getting the proper signatures on the repair order
Intent
Intent could be defined as the principal state of mind in response to a given state of affairs whereby the crucial decision is taken whether to be in unison or discord with it.
Intent Commitment Optimum Level of Performance
This concept is coupled i.e., Development & Efficiency.
Others might disagree and consider other factors such as motivational factors, work environment, level of education / background, Training & Development etc. as more important than intent. However, from my standpoint, Intent which in turn gives rise to Commitment, both combined are the most overpowering Core Drivers for achieving Optimum Efficiency levels.
It could also be noticed in our daily lives as if you wake up a child from his/her sleep and tell him/her that you want to play his favorite game he would willingly do that and night not even care about his sleep. Same is the case with the situation at work. If you can connect to the intent of the personnel working in an organization, they might even ignore some genuine problems.
The relationship between Core Drivers and Optimum Efficiency is explained in the diagram on the next page. Optimum Efficiency Flow Diagram (as I have e-mailed this earlier, no diagrams are getting copied)
Desired Performance
Supporting Factors
Primary Motivational Factors
Core
"There's a thin line between being #1 or #100 and mostly it's mental." — Jimmy Conners, American professional tennis player who won 109 professional singles titles during his careerOur society admires strength and power. Since the early games of the ancient Olympics, we've had contests of strength, stamina, speed, and the like. We've approached brainpower or intellectual abilities in the same way. We're in awe of intellectual giants with memory, reasoning, or complex problem solving abilities far beyond our own. IQ tests were developed to measure this intellectual strength and power. We've come to believe that highly intelligent people make the best professors, doctors, managers, scientists, and so on. Many people believe that high IQ and high levels of success and happiness go together.But many intellectual giants are emotional dwarfs. We all know people who can run mental circles around us lesser mortals, but their lives are a mess. Many "do not suffer fools gladly." Their cutting wit or biting sarcasm often shows an arrogant, superior attitude that arouses resentment and reduces cooperation. This usually results in badly damaged relationships, businesses, families, or teams. Something is missing. We know there's much more to a successful life than a strong head; we also need a strong heart. Intelligence is only part of the equation; we also need to deal with the human factors — the humanness in others and ourselves. We need to deal with emotional factors.An exciting new field of study is emerging around what's being called emotional intelligence. Many books, studies, and EQ testing instruments
Intent Commitment Optimum Level of Performance
This concept is coupled i.e., Development & Efficiency.
Others might disagree and consider other factors such as motivational factors, work environment, level of education / background, Training & Development etc. as more important than intent. However, from my standpoint, Intent which in turn gives rise to Commitment, both combined are the most overpowering Core Drivers for achieving Optimum Efficiency levels.
It could also be noticed in our daily lives as if you wake up a child from his/her sleep and tell him/her that you want to play his favorite game he would willingly do that and night not even care about his sleep. Same is the case with the situation at work. If you can connect to the intent of the personnel working in an organization, they might even ignore some genuine problems.
The relationship between Core Drivers and Optimum Efficiency is explained in the diagram on the next page. Optimum Efficiency Flow Diagram (as I have e-mailed this earlier, no diagrams are getting copied)
Desired Performance
Supporting Factors
Primary Motivational Factors
Core
Giving a presentation to your colleagues at work needn’t be a horrific experience. All it takes is a little planning and preparation on your part to impress the boss and keep your coworkers awake while imparting the information you want to get across.The environment of a presentation can be key to success or failure. Many a fine presentation was ruined by an uncomfortable or unsuitable environment. The make the environment as comfortable and productive as possible try to arrange the following items:1) Room size and location. You want to have the room fit the number of people attending your presentation. Too small a room and your listeners may have to stand, or even sit on the floor. Too large a room, and your listeners could be scattered all over the four corners of the place, making it difficult to establish eye contact, or draw in your audience. If at all possible, have a good idea how many people are attending your presentation before you book a room.The room location should be clearly indicated in any brochures or advertisements for your presentation. You don’t want your audience wandering all over a building looking for your room and missing half your presentation. You also don’t want your room location to be too close to a potential distraction, like a swimming pool, or a bar.2) Room temperature, seating, tables. You want the temperature to be cool enough to keep your listeners awake, yet warm enough so they aren’t uncomfortable. Ask your listeners before you begin if they are comfortable. Show them where the thermostat is so they can adjust it during the presentation
It could also be noticed in our daily lives as if you wake up a child from his/her sleep and tell him/her that you want to play his favorite game he would willingly do that and night not even care about his sleep. Same is the case with the situation at work. If you can connect to the intent of the personnel working in an organization, they might even ignore some genuine problems.
The relationship between Core Drivers and Optimum Efficiency is explained in the diagram on the next page. Optimum Efficiency Flow Diagram (as I have e-mailed this earlier, no diagrams are getting copied)
Desired Performance
Supporting Factors
Primary Motivational Factors
Core
If you business has large customer base then you definitely work hard to provide efficient customer service to keep them happy. Many small and large multi-national companies such as banks, insurance or electronic companies, who enjoy the large customer base, need prompt and efficient customer service to handle customers’ inquiries and grievances. Customer service reflects organizational behavior and its strengths and weaknesses. Inquiries from customers should be given priority and must be attended courteously. Failure to do so may cast shadow on the market reputation of the company.Having less time at the disposal, many multi-national companies now resort to outsourcing customer service jobs. This not only reduces their labor cost but also help in saving tremendous amount of time, which they can utilize in their core competencies. Many voice and data based customer service jobs are now being outsourced to India and other Asian countries due to abundance of cheap well-educated workforce. They are even ready to work in shifts to help U.S. and western companies. Hence, Call Centers are ultimate answer for the wide customer based companies for all their customer service problems.Outsourcing companies invest heavily in its infrastructure and staff. Their staff are well-educated and experienced and know how to handle overseas projects. Their infrastructure is world class and ready to meet the requirements of their clients’ needs. Many voice based call centers are now using automatic answering machines, which are doing most of the job for answering the overseas clients’ inquiries. These machines are technica
The relationship between Core Drivers and Optimum Efficiency is explained in the diagram on the next page. Optimum Efficiency Flow Diagram (as I have e-mailed this earlier, no diagrams are getting copied)
Desired Performance
Supporting Factors
Primary Motivational Factors
Core Drivers
Flow diagram shows the relationship between the Core Drivers (Intent & Commitment) and Optimum Level of Efficiency.
Now the question remains how to inculcate and cultivate Intent and Commitment in the working environment even if it is established that these are the central factors around which performance revolves.
Identify Aptitude
A very important factor which cannot be overemphasized in harnessing intent is evaluating the aptitude of the candidate at the very outset. Assigning the area of work closest to the interest of the candidate would enable him/her the most in channeling his/her INTENT for doing that job with all what he has i.e., if the candidate is to be given a place in the field of Marketing, it has to be very carefully ascertained where he is having the strongest inclination to i.e., Brand Management, Trade Marketing etc.
Measure Results
Low Performer High Performer
Commitment
On the other hand, as generally the case, how to channel Intent in an ongoing established system of already placed employees in an organization. Coming back to the Diagram shown on page 1 above, the relationship between Core Drivers and Primary Motivational Factors could be explained as follows:
Intent + Commitment Empowerment + Self Accountability (Delegation of Authority) (Exercise Values)
Delegation of Authority and exercising Self Accountability (top to bottom) could be considered vital tools if used with a clear vision of achieving Intent and Commitment in the desired direction. It is a Two-Prong Strategy.
High Performer
Two-Prong Strategy
Under Performer
High Performer
In the first instance, if the worker is already a high performer; Empowering
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