SKYWALK - A Cartoon based learning method

SKY WALK  :  Using Cartoon as a training tool for Teamwork

1. Introduction

Cartoons are used as training tools.  Stephen Covey (     )  used in his book 'Seven Habits of highly effective people a cartoon of  old lady and young lady so as to  enlighten people regarding the concept of 'Paradigms'. More such tools will help the trainers in carrying out their job.


An attempt is made in the present article by the author  to interpret a cartoon related to team work.

2. The Cartoon - SKY WALK by three people

Here is a cartoon where in three members working as a team are crossing a high raised building tops  from left side to right side . The cartoon depicts  SKY WALK' of three people ' . The author sourced the cartoon from internet  and no specific source  is established hence, mentioned as anonymous.

 

 Source of the cartoon: Anonymous. Author of this article found it as internet resource. 

Author would like to thank the original cartoonist who had drawn it.

 
Following are the limitations that are imputed from the give cartoon. In all, there are three members. They are given a pole which is strong enough to carry the load of people as given in the cartoon. They have no access to resources other than mentioned in the cartoon.

It is cautioned that the roof top gap is so much that any attempts by the group members trying to jump to the other side will lead to FATAL consequences.

The challenge is - Three members have to cross the roof top left side to right side safely as a  SKY WALK. 

Effective Solution involves :  Solution need to be designed in such a way that

- Able to perform within given constraints
-  All human deficiencies are defied and made irrelevant.

- Resource constraints if any, are  also irrelevant
- The situation as given is made use.... MOST

Key points in the cartoon :


A systematic analysis of the cartoon reveals the following: There are two key issues in the cartoon.

1. Length of the 'Walkable Gap'
2. Minimum Number of people needed for safe walkover

The cartoon has STANDARD size of WALKABLE GAP between the roof top edges as depicted in the cartoon. The  gap is  neither too big  nor too small. Expert estimate of  the Walkable Gap will be in the range of ; i) larger than  one step ii) But smaller than two steps.

There is sound logic for this estimate. For example if the walkable gap is less than one step, then  the members could have easily walked on  the gap with no fatal consequences. Further, if the gap is wider then members cannot  walk over the gap safely as shown in the cartoon. 

It is also to be noted  that there is MINIMUM NUMBER  of PEOPLE  required for a safe walkover.  Unless otherwise  it id not possible to have safe walkover the rooftops  as depicted in the cartoon.  The minimum number of people that are required  is at least THREE. In case, there are only one or two members  then they cannot walk over the gap safely.

This standard WALKABLE GAP coupled with  MINIMUM REQUIRED NUMBER OF PEOPLE  is the unique feature of the cartoon. These unique feature made the cartoon an interesting pedagogical tool for the trainers to impart management related lessons to many a learners. 

3. TEAMWORK - Concepts

Team - High performance teams - Self managed teams - Leadership in team - Team formation stages - Team norms - Cohesiveness - Independent tasks - interdependent tasks - Outcome interdependence - Team members' roles - Competition and Coopetition - Authority in teamwork situations - Participative management- Flat teams

4. Execution is the Key : 

As the gap between roof tops is in the range of  > one step but < two steps it is possible to design the walk in a systematic way so that crossing becomes a WALK. 

1. Members set a  Vision, Mission, Objectives, and Goals for crossing the valley.This part plays an important role inspiring the members to raise to meet the given challenge.
2. To motivate the  group members there will be slogans,  punch words are used. 
3. Members evolve as a team on the lines of  team development stages  'Forming - Storming- Norming - Performing'.
4. Members are aware of the strategy and trained for the execution of the strategy. 
5. Develop  stage ( 9 Stages ) wise  Standard Operating Procedure (SOP)  for completing the  task in the cartoon. Analise the cartoon and prepare a  step by step ....TASK SHEET...
6. Agreed upon norms are arrived at and shared by the members 
7.  

8. 
   

4. Task Analysis Sheet:

 

	S      T       E       P	Back Member	Middle  Member	Front  Member
1
2
3
4
5
6
7
8
9
Total

 

Persons	Front  Person	Middle  Person	Rear  person
Steps ( 1 to 9)
1	Safe	Safe	Safe
2	Half Risky,	Safe	Safe
3	Full Risky,	Safe	Safe
4	Half Risky,	Half Risky,	Safe
5	Safe	Full Risky,	Safe
6	Safe	Half Risky,	Half Risky,
7	Safe	Safe	Full Risky,
8	Safe	Safe	Half Risky,
9	Safe	Safe	Safe

Explanation for the situations mentioned above:

There are possible three types of  situations members face for the Sky Walk.

1. Safe  -  Situation where both the legs  of the person are  based on the  roof top.  This situation is referred to as ' Safe'.

2. Half Risky – Situation where one leg of the person is  in the air and the other leg has support on the roof top. This situation is referred to as ' Half Risky'. Alternatively this situation may also be called Half Safe  too.

3. Full Risky  -  Situation where both the legs of the person are  in the air without any support. This situation is referred to as ' Fully Risky'.

Challenge in the cartoon is :

You are the MANAGER assumed the task of helping the three people in crossing the valley. You need to come out with a well conceived management plan for this to happen. Try to answer the following questions:

1. 

    SkyWalk - Task Analysis Sheet

	Positions	C	B	A
1	^^^  ___	1C Safe	1B Safe	1A Safe
2	_^^^___	2C Pull Down	2B Fulcrum	2A Half Safe
3		3C Pull Down	3B Fulcrum	3A Hanging - UNSAFE
4		4C	4B Fulcrum & Halfsafe	4A Half Safe Pull down
5		5C Carry	5B Hanging- UNSAFE	5A Carry
6		6C Half safe	6B Fulcrum & Half Safe	6A Pull Down
7		7C Hanging- UNSAFE	7B Fulcrum	7A Pull Down
8		8C Half Safe	8B Fulcrum	8A Pull Down
9		9C	9B	9A
		Safe	Safe	Safe

2. Materials required 

- Cartoon Sheet,  A pole

- Brain Storming points

- Task analysis sheet  

- PPT slides 

- Teamwork concepts sheet 

3. How to use the cartoon as learning method ?

2.       Illustrate the 8 Step work process that is involved in crossing the river. Develop systematic task processes that are involved.

-          8 step crossing process

-          Tasks and roles - Three people take variety of roles as they cross the valley. They change their roles in tandem with given accuracy.

-          Technical arrangements needed - Strength of the pole, creating the markings on the pole to help the persons to know where to catch the pole

-          People Competencies that are needed - Skill and competencies than the will and way to do.

-          Traning inputs that are needed

Physical drill, Cooperation and coordination,

Motivating the people  right kind of slogans

-          Principles that need to be kept in mind :

The factors viz.,  ‘Physical stamina’, 

Need for extra infrastructure  for crossing the valley are made irrelevant.

Three people crossing the valley practice at NITIE Mumbai

3.       Illustrate the task roles for THREE people in crossing the valley 

4.       Compare and contrast the three member roles - Person A Vs.Person  B Vs. Person C .

Job of Person  A:  Jobber A is the first person who undertakes the work. And other two will follow him / her. Being the first person to undertake the job he may be called ‘ DISCOVERER’ who is said to be assuming additional effort in assuming the work.

Job of Person  B: Jobber B follows his fore walker i.e/. Jobber A hence Jobber B  is follower.  Comparatively, Jobber B’s job  is less risky compared to Jobber A and more risky compared to Jobber A.   

Job of Person C:  Similar to Jobber B, Jobber C will  follow his / her  fore walkers in crossing the valley.  Comparatively , Jobber C’s  job  is less risky compared to Jobber B and Jobber A.   

5.       What are the salient features of the above action plan ?

While drawing the above action plan two important principles are kept in mind for the safety of the people crossing the valley in an excellent ( efficient and effective way )  manner.

ONE  - If one carefully observe the designing of crossing the valley plan, all the time,  TWO full persons equivalent are involved in crossing. Third person does not have role at any given time. Although it seems THREE persons are working.. It is only TWO persons are working..

Further, work process  is  so designed that at max.  ONLY   ONE person  equivalent at any given time was not steadily ( RISKY)  based on. Other TWO persons are invariably SAFE or  at least  LESS RISKY..  

Further,  work process is so designed that at any given time FOUR legs are bearing the load of one person.  Designing such a plan is most efficient and effective given the situation. It is providing enough safety for the people to cross the valley . This is the  CONCEPTUAL skills that managers bring in for achieving excellence.

TWO - Overall, each of the three persons were undertaking equal and similar work . None of the persons are either overburdened or under burdended in doing the work. 

Equal , Equitable work,  Similar work is the NORM that is followed in designing the work process in this case.. This is again conceptual skill that managers bring in..

However, important point to be noted is that all though same and equal work is being done by the three people, the sequence of the same work varies among the same three persons. This variation in distribution of work has its own implications for the individuals. What are they ? Can you imagine.. Bring your answer to the class room and share it among your class mates..

THREE: Making the physical stamina of people  irrelevant in crossing the valley : Focus of the work design used here was to develop a work system where people’s stamina is not important.

6.       Similarity and differences of Roles of three people

Category of tasks	Similar  Cluster of  TASKS	Role Definition
Safe	1A, 1B, 1C 9A, 9B, 9C
Half safe	2A, 6C … 4A,
Hanging & Unsafe	3A, 5B, 7C	-          No Effort; Depends on other members -
Fulcrum & Half safe	4B,6B	-          Effort is needed to maintain fulcrum ; Depends on others
Pull down		-          Others depend on

7.        What is the plan to allocate the tasks among the three people?

Overall, sum total of total tasks, burdens and responsibilities that are shared by the three people is equal. However, there are variations among the roles of A, B and C in assuming the roles. Accordingly roles are assigned.

8.       What kind of training you think is needed to prepare the three people to assume and enact their roles as enunciated in the action plan.  Design a training plan for the same.

-          Understanding the nature of people’s  contributions - Cooperation - for crossing the valley

-          Persons contribute their cooperations for the completion of task

-          Understanding the need for synchronization - Coordination of cooperation  

-          Practicing the  synchronization of their efforts (equi-length steps and eqi-speed steps and steps in tandem ) through physical drill

-          Practicising each of the steps by the three people separately and together  

9.       Illustrate  the importance of  Conceptual - Human - Technical skills  in completing the task.

Conceptual skills - Imagining the ‘ Unimaginable as Imaginable’. Contributes immensely towards EXCELLENCE 

Human skills - Influencing, communicating to people .. Makes it possible to realize what is possible.

Technical skills - Task planning,

10.   Is there any role for the subject called ‘MANAGEMENT’  in completion of this task? What is that role envisage it? 

There involves the Management which brings in the vitality in the present case. Management may include the following

-          Visualizing the  impossible to be possible

-          Make happen the impossible a possible

-          Detailed and meticulous planning of the task and roles

-          Allocating the tasks and training the people

-          Motivating the people to take up the task and achievement of excellence

11.   Describe the MANAGERIAL EXCELLENCE with reference to the task given.

Managerial Excellence = Managerial Efficiency X Managerial Effectiveness

Excellence is  a combination of three words - Effective Grand Surprise. Three people crossing the valley satisfies the three words ‘ Effective Grand Surprise’. 

12.    Identify the limitations a typical MANAGER face in undertaking the task.

·         Fatal nature of the task

·         Resource constraints

·         People limitations

13.   Write an appropriate caption for Crossing the Valley cartoon

SKY WALK - 

People in general walk on a plain and safe land. It is unimaginable to think people can walk in the sky without any grounding. The plan drawn for this cartoon makes the fatal task into a cake walk. Hence it is labeled as  SKY WALK.

14.   Try to suggest suitable alternate methods ( with the given limitations)  for crossing the valley  

15.      ?  ?

( De) Centralization of Authority

( De) Centalization of Authority

1. Centralizaiton of authority

The discipline of Management is incomplete without discussing the concept of ' Authority' its centralization and decentralization.

Power in the hands of the few people is centralization.  Power in the hands of the hands of many is DE- Centralizaton. Power is the central issue here. How the power is distributed matters most for the outcomes by its use. 

Centralization or Decentralization - Which concept is GOOD for higher performance ? 

There are no clear answers available to this question.

It might  be true that centralisattion may produce better results. At the same time,  Decentralization may lead to lower results.

Does the higher / lower organizational  performance matter for what need to be preferred DCZN  / CZN  ?

Centralization or Decentralization - which one is GOOD for ?  

Each of the ways of dealing given authority has its implications for the people and also organisational prerformance... .  

Centralisation lead to:

• Isolation of many people  who are powerless and possibility of misuse of power by few are powerful.
• 
  
• Isolation of powerlessness leads to lower involvement of people. Less power given to the people lesser their involvement.. higher the power ..higher the involvement..
•  
• It is possible that Centralization  leads to misuse of POWER by FEW powerful  over many others who are not powerful.....
• 
  

 

The TWO concepts - Centralisation and   DeCentralizaton - through open many  a  challenges. Especially these concepts have great relevance for the people who enjoy  so much of POWER as part of their positions and roles in any society / organisations.

• Such people   must personally experience both the states -  Centralised and   DeCentralized situations for themselves. 
• 
  
• Such people  must practice  -  How to use given  power in  i.e., Centralised and   DeCentralized contexts. They should become experts in using the power for themselves in both the given ways without any liking and favour and prejudice.
• 
  
• Such people should not develop any  particular taste for  CZN / DCZN  ( either this way or that way ) .  They need to be value neutral with regard to CZN / DCZN.. 
• 
  
• The central issue related to this concept is  - People like you  must become experts  in using  the power ( either way ) leading to results ..  

2. DCZN of power leads to .....Empowerment concept ..

Concept of Decentralization  leads to one more concept called  EMPOWERMENT. Decentralizaiton with out any doubt favours  distribution of authority / power among many and all.  but the issue is ' Power given to the people need to be used by them ... Unless otherwise, decentralizaion makes no sense. 

Empowerment has the following componenets: 

YOu need to note that..

Power receved  does not automatically make those  people who receive the power  use it  effectively. Making the people  who receive the  power  is important NEED.

Effective power use means:

• Peoople who gain power need to develop positive orientation  for power itself
• Understand the power of its use and misuse.
• make people proficient / expert  to use the power and produce results without negative impact 
• Empowerment of people is real need in any society.. Especially in underdeveloped economies where there is unequal distribution of powr it is much more important. 
• Especially those people who gain power for fist time ( ! ) and who are not accustomed to  using the power badly need to be  empowered. 

A person first time becoming an  MLA  / Sarpanch needs empowerment training. Same is the case with first time managers or and first time village sarpanchs.

3. There are TWO other related concepts which M K Gandhi wrote much . They are: 

Centralization of Production

Centralization of Consumption

Both the concepts given above again  lead to CENTRALIZATION  of POWER in any given society. It seems these two concepts are not VALUE NEUTRAL but have clear NEGATIVE  implications for any given society. Clearly, these two ways of dealing lead to monopolies, enmeshing undue  wealth by few people, higher costs of production and wealth mal-distribution, contribution to environmental pollution, imbalanced access for the things.  

Further, Centralization of production also leads to centralization of consumption. Powerful people  need to take extra care so as to avoid any  pitfalls related to the above  two concepts . 

In contrast, decentralization of production and decentralized consumption - both the concepts  has their  DIVINE implications for the society without any doubts. 

Org Structures Diamond molecular structure model

Org. Structures - Diamond - Molecular Structures








Orgn has adopted Diamond - Modelled Tetra hydron molecular structure.  The Organogram is similar to Diamond molecular structure given above.

Arrive at how many employees will be covered in the organisaion?

Discuss organisational related concepts with this example..

Video collection of Films for POm subject for various sesisons

Video collections

See NITIE local videos too..

http://www.youtube.com/user/nitieprasad1/videos

Decision Making - Operation Blue Star..

http://www.youtube.com/watch?v=-5HTW6u9U5E

Great source of various videos 

http://www.imds.iu.edu/imds/W200bb.shtml

YOU TUBE - The essential skills series .. has good presentations on various management skills ..

See the sample..
http://www.youtube.com/watch?v=6SVUo2dGcUk


Example is.. Organisaiotns 

http://www.imds.iu.edu/silverlight/IU/EE4KSBplayer1.php?account=ksbindy&file=W200/6_2.wmv&width=512&height=384

Yale University

http://www.youtube.com/ucberkeley

Teamwork video - Medical team working

Medical team working - A Video from PULSE .. Asia net program.. 

http://www.youtube.com/watch?v=4JSylcbDOL4&feature=relmfu

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) ..