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Tuesday, September 11, 2012

CONCEPTS: Division of Labor

Division of Labour ( DOL )  / Division of Work ( DOW ) 
 
What is DOL ? How the concept  needs to be understood ?

Dvision of labour is  NOT dividing the work among the workers.. NO. Not at all.. Most of the students write this answers in their answer sheets. Work distribution is not Division..!

Division of Labour may be appropriately / in other name is  called Division of WORK. I believe that this uis the best NAME to call rather than DOL..


What is DOL / DOW..?

It is a processs of dividing, dividing and dividing ...  continously the work . In this process work turns in to smaller and smaller  components.. This process takes the given sequence of forms....

Work  -  Jobs - Activities - Tasks - Elements..

Dividing and dividing .. is the fundamental process of modern management. Organizations achieve Efficiency and Effectivenss thruogh this process.. this is called .. modern manageemnt technique.

Some questions ..

1. Why to divide..the work ? Canot  the work done without dividing? .. Why it should be divided further and further.. so that work becomes elements.. ? There is reason for this.. Think of it..

2. DOL X Craftsmanship

Opposite of DOL is Craftsmanship.. It  is the process of carrying out given  work without dividing. This process is exactly opposite of DOL/ DOW. Here work is not divided.

Examples are millions... Road side shoe maker / bread maker / tailor  etc. These people never divide the work..

3. What are the dis advantages of Craftsmanship ?
Happiness ! 
Swaraj !

3.1 Work becomes Secret:. No ones else except the WORKER / CRAFTSMAN Knows.......

 - What is there in the work . S / he alone knows it.. 
- How much time  takes to do the work?
- How to do the work ? 

Out of craftsmanship -  craftsman ( worker ) left with the possibility ( ! )  to do some manipulation with others .. especially organisaitons.. 

3.2 Strong Skills are needed to do the work.. Why this is .. think of it..

3.3  The process is IDIOSYNCRATIC + UNSCIENTIFIC + UNSYSTEMATIC.. etc.

4. Divison of L A B O U R E R S

Division of LABORERS  is NOT the same as Division of Labor . Important to NOTE this.. 

More on this concept is there in other blog.. titled.. Division of Laborers.. Read it... there..

 


All the Best..

 










Performance Excellence and S M A R T Goals

S M A R T  GOALS  EXCELLENCE 

NOTE: Try to see this You tube video to get confused about the concept of  REALISTIC GOALS.

 http://www.youtube.com/watch?v=w6dpTcCCVYQ

I believe that there is no great clarity for many people ( espcially MBAs) realistic understanding of REALISTIC GOALS . This is effecting their Goal setting and finally  Performance. 


Let me make an attempt in this blog  to clarify..  why, what  and how  of SMART goals 
 
Purpose of this  blog  is not to push or suggest any body to SET DIFFICULT goals and make their lives miserable if they feel so . It is their choice to make themselves so. And I take NO responsibility for this misfortune.  But purpose here for me  is to  make clear what is the meaning by S M A R T  Goals and how to set them RIGHT ,,,, and  how they affect the performance.

Objective of this blog  is.. 


What is meant by Goal setting  ?
How many types of  goals of are there ?
What are the misunderstandings related to Goal setting ( GS)  ?

How  TWO process ( 1) Goal setting is different from  ( 2) Goal achievement.(GA) .

What is the relationship if at all between these two concepts.. ?

In my view....... POINT - 1: 

There are NO ' Realistic ' or 'Unrealistic ' goals.( What I feel is  the word   R E A L is UN REAL. TRUTH is ABSOLUTE.. not R EAL word..  )

Further, there are NO ' Difficult ' or 'Easy ' goals.

Further, There are NO ' Achievable  ' or 'UN achievable ' goals. This categorization of goals is W R O N G... It is only misunderstanding to say so... My advice is try to AVOID using these concepts when you talk about SMART goals.. OK..

BUT..  POINT - 2:

There are ' High ' ( Example.... getting 99 out of 100 marks - market leader  ) ,  ' Average '  ( getting 60 out of 100 marks  - Market follower ), Low' ( 30 out of 100 Marks )  goals. The concept of Low / Medium / Average is more clearer  concept than realistic / difficult / achievable concept of goals . OK.

There is no / cannot / little  confusion about the  concept of  Low - Average - High goals. Because these are fact  based concepts ( marks are numbers ) . No body can dispute what is High / Medium / Low goals.

There is clear definition for High / Medium / Low goals. Even small child and a worker can tell which is high / medium/low goal..OK..

At the same time, REALISTIC / EASY / ACHIEVABLE  GOALS ARE   CONFUSING, DO NOT MEAN the same TO EVERY BODY.. THEY ARE DIFFERENT to DIFFERENT PEOPLE. They speak   DIFFIDENCE of and lack of confidence of individuals. 

What is realistic to  somebody  turns out to be unrealistic, difficult, and non achievable for somebody else . It is NOT fact.. but it is a FEELING ..

Caution: Dont use the concepts / Jargaon .. Realistic /  Difficult goals while you talk to others. Always avoid to use them.. OK.

Caution: Always use the terms - High, Average,  and Low goals


Two things ONE must keep in mind while .. Setting Goals ! !

Point  1    

First and foremost principle:  Set High Goals../ Dont set low and average goals.. 

This is the wisdom one need to imbibe. Goals that are set  should never be LOW. How high the goals one set  is left to oneself..But they must be high and high only . 

Principle - TWO :  Aftter setting  HIGH goals.... Then one should start thinking on how to make those  goals ACHIEVABLE   - What is needed to make such high goals REALISTIC,  What else needed to be done so make them to achieve EASY,  and POSSIBLE.

Please note that these two process ( GS and GA) are in a particular sequence.. First comes Goal Setting and then followed by Goal realisation. These processes should not be REVERSED...

Try to avoid to start thinking of - whether the  goals that are going to be set are realistic or not .. This spoil and ruin the Goal Setting process..

Invariably set the goals first.. and then ( later on.. due course )  start thinking of how to achieve such and such goals that are set..  . . 

  • These  TWO things are TWO separate things ( 1)  Setting goals and ( 2) Making them realistic..

  • Both are intensely related. but their relationship is sequential..

Read this statement -  Set ' Realistic Goals';  Set Achievable goals

Note that these  statements are  100 % WRONG...  Shun these  statements. Dont use this concepts for your good..  It is because there are NO Realistic Goals for some body to set..There are only  Low - Average - High goals..

Always  Say .......

SET   High / Difficult Goals.. and Start making such goals Achievable and Realistic.. OK.

POINT - 2: 

Ones  goal setting is over..... then it start thinking of how to make the goals that are set achievable , and realistic 

Here the Indian Innovation concept  i.e., J U G A D  effect comes in ... 

J U G A D : Indians way of Innovation D E F Y I N G   so called  R E S O U R C E S..!
 
POINT - 3:  

Performance Excellence  =  
Setting HIGH goals  x Working towards making the HIGH Goals achievable.

Performance is product of these TWO things.. if any one element  goes wrong....,  total performance also goes wrong. Excellence is where both the terms in the above equation are highest.

JUDGING  SMART GOALS ?    C R I T E R I A

  • SMART Goals must  INSPIRE

  • SMART Goal achievement must  lead to  MATERIAL BENEFIT.. Goal achievement is ... Not Value Erosion but  Net Economic Value Creation ..

  • SMART Goals are there to  realize and enhance the P O T E N T I A L... 
  •  
  • SMART Goals MUST   NOT CONTRADICT each other themselves. 
Relationship of certain  concepts related to Goal Setting and Achievement

A. Historical Performance
B. Goal Set
C.Goal  Achieved ( Performance )
D. Potential
E. Realistic Goal Setting
F. Realistic Goal achievement 

Appropriate Relationships of the above components is : 

E Realistic Goal  Setting ( B > A >  C  )

F. Realistic  Goal  Achievement  ( C < B >  A )

G. Excellent in Management is  .. E and F......both the conditions are V A L I D..

* Purpose of Goal setting and Goal realization process is


Just NOT the ACHIEVEMENT OF CERTAIN PERFORMANCE..

but ...

.......REALIZING 

the  U L T  I M A T E     H U M A N     P O T E N T I A L 
and reaching to  E X C E L L E N C E  ! 

E and F both together will lead to realizing the potential (D) ..