Business Process Management (BPM) helps an organization in adapting to changing conditions in the market place so as to remain competitive. A well designed BPM system can help an enterprise run efficiently and effectively, move according to the company’s regulations, and spot inefficiencies in the business activities and bottlenecks to the smooth flow of work. Business Process Management systems help in recognizing certain situations that may pose trouble in the future. They enhance the overall quality and quantity of the various services and products being provided by the organization. Business Process Management can be extremely useful to employees and top managers of an enterprise. It assists the top executives in monitoring business activities and employee productivity. It is helpful to the employees as it reduces their working hours. It also helps an organization in abiding by the governmental rules and regulations set for the business world. A good BPM helps Continue reading
Modern Management Concepts
HR Scorecard: A Balanced Scorecard for HR
The new economic paradigm is characterized by speed, innovation, quality and customer satisfaction. The essence of the competitive advantage has shifted from tangible assets to intangible ones. The focus is now on human capital and its effective alignment with the overall strategy of organizations. This is a new age for Human Resources. The entire system of measuring HR‘s contribution to the organization‘s success as well as the architecture of the HR system needs to change to reflect the demands of succeeding in the new economy. The HR scorecard is a measurement as well as an evaluation system for redefining the role of HR as a strategic partner. Managers often use an HR Scorecard to measure the HR function’s effectiveness and efficiency in producing employee behaviors and thus in achieving the company’s strategic goals. The HR Scorecard is a concise measurement system. It shows the quantitative standards or “metrics” the firm Continue reading
Intergroup Interventions in Organizational Development
Inter-group team building intervention intends to increase communications and interactions between work related groups to reduce the amount of dysfunctional competition and to replace a parochial independent point of view with an awareness of the necessity for interdependence of action calling on the best efforts of both the groups. Inter-group interventions are integrated into Organizational Development programs to facilitate cooperation and efficiency between different groups within an organization. For instance, departmental interaction often deteriorates in larger organizations as different divisions battle for limited resources or become detached from the needs of other departments. Conflict resolution meetings are one common inter-group intervention. First, different group leaders are brought together to get their commitment to the intervention. Next, the teams meet separately to make a list of their feelings about the other group(s). Then the groups meet and share their lists. Finally, the teams meet to discuss the problems and to try Continue reading
Ecological Business Strategies
Ecological business strategies consist on the firm’s position vis- Ã -vis the natural environment; they define the firm’s relationship with nature. They describe strategies for use of environmental resources and acceptable environmental impacts of the company’s activities. Ecological strategies try to minimize long-term environmental damages by managing the company’s inputs, throughput’s, and outputs. Just as “Total Quality Management” in corporation demands attention to each stage of the design and production process, a “Total Environmental Management” perspective can optimize the performance of the total system. Every organization requires materials and energy as inputs to its production process. Primary industries such as mining, forest products, pulp and paper, and oil and gas are particularly oriented toward extraction and utilization of raw materials. Secondary (manufacturing) industries such as steel, construction, automobiles, and petrochemicals are important users of materials and energy. Service industries (e.g. health care, education, legal, consulting, etc.) maker fewer demands for materials Continue reading
Principles of Effective Leadership
Leadership is often the key to the success or failure of organization in all contexts whether business, religious groups, Military, academic institutions etc. People everywhere are starving for leadership… starving to connect with leaders who are believable, trustworthy, and capable of actualizing constructive changes, who can transform the character of organizations and curtail the exploitation of people and natural resources, inequalities of educational and economic access, and stress from an impossible pursuit of happiness through unlimited desires and acquisitiveness In order to be a successful manager, one has to be an effective leader. The difference between a manager and a leader is that the manager stays at the back and pushes people into the system, while a leader stands in the front and pulls the people along with him. The manager administrates and maintains, while a leader innovates and develops. The manager relies on system and counts on control while Continue reading
Salovey and Mayer’s (1990) 10 Original Facets of Emotional Intelligence
Emotion is a relatively difficult concept to clearly delineate but it is generally accepted that it is an organised mental response that includes physiological, experiential and cognitive aspects. Emotions are largely, but not exclusively, related to interpersonal relationships and specific emotions are relatively resistant to cultural and individual differences, although these can affect the way in which emotions are expressed or perceived. Personal intelligence is defined as the feelings and emotions of oneself and the ability to understand and interpret these feelings in order to guide behaviour. This can be expanded into emotional intelligence by including the application of this knowledge to other people and also to regulate actions based on it. The term emotional intelligence (EI) per se was coined in 1990 by Salovey and Mayer. The term EI applies to an ability to process emotional information in an appropriate way, with a balance being achieved between emotion and reason. Continue reading