Art Of Correspondence

Art Of Correspondence

Letter writing is one of the oldest arts of communication. And even though it is used most often in business or official dealings, many of us fail to get even basic letter writing right. Here re a few tips.

With rare exceptions and regardless of the subject, the goal in all letter writing should be to keep it short, factual, and to the point. Don’t write more than one page in length, unless necessary.

Detailed information can be relegated to attachment that can be referred to by name in the body of the letter. Stick to the absolute essential facts in the main letter.

Prepare a rough draft before the final. Then carefully review and revise it. Put yourself in the place of addressee. Imagine yourself receiving the letter. How would you react to it? Would it answer all of your questions?

Does it deal with all of the key issues? Are the language and tone appropriate? Read it aloud to check whether the words used sound right.

Check for spelling and grammar mistakes. A letter is a direct reflection of the person sending it, and the organization that person works for. Once you have decided on the final content, run it through a spelling and grammar check. A letter with obvious spelling and grammar mistakes looks unprofessional.

In such cases, the recipient can’t really be blamed for seeing this as an indication as to how you and your organization probably do most other things. Follow these rules to make sure that your letter doesn’t end up in the "read later" pile or a waste paper basket.

• Use simple and appropriate language.
• Use simple straightforward language for clarity and precision.
• Use short sentences.
• Each paragraph should contain not more than three or four sentences.
• Use language and terminology familiar to the intended recipient.

Do not use technical terms and acronyms without explaining them, unless you are certain that the addressee is familiar with them. Now-a-days most business communication is through internet and the same rules can apply. The draft stage can be checked before the final 'send' click.

Body language at work

Body language at work

A person need not always has to speak to convey your feelings. Most of the time person’s body gestures are doing the talking which is even mentioned by cricket commentators while the game is going. While verbal communication has its own impact, it’s the gestures and involuntary movements of body parts or non-verbal communication that convey the strongest messages. The person or persons receiving the communication remember the body gestures (language) more than words. It is true as concluded by many experts in the field.

This is the reason why it is very important to have the right body language when you plan to make an impression or do not wish to be interpreted wrongly in an office environment.

It gives them an insight into the confidence or discomfort of the person communicating. It tells them about how much the person believes in what he is saying and whether he wants to be offensive, defensive or a partner.

What is conveyed through gestures is important because people who don’t know the communicator very well are likely to misinterpret the silent messages the body sends out. That’s why it helps to be aware of and control one’s hand and eye movements and facial expressions.

Facial expressions reflect emotional side – a smile on the face with some relevant content is an effective weapon.

Here are some tips to train your body to- give the right message:

What you say and how you say is important. Conviction and depth in voice assures one’s determination and interest in the subject.

Be confident and relaxed in an office meeting. However, don’t appear to be too relaxed as it gives the impression that you are not interested in what’s going on.

If you are in an interview and want to talk about your achievements, look your interviewer in the eye while talking otherwise the interviewer may doubt your claims.

In prolonged meetings, make sure that your body language doesn’t convey your is like of boredom with the proceedings.

Greet your interviewer or a prospective client with a firm handshake. Limp and clammy hands convey your nervousness.

If you are in a meeting and the other person gets a call, try and look away or appear busy as it gives her a sense of privacy. But do not ask if you should go out of the room.

Beware of using too many hand gestures as they lead people to believe that you are angry or are getting aggressive.

An assertive behavior, go-getter tactics and pleasant appearance is always preferred over a blunt looking, difficult to figure out behavior.

Body Language

Interestingly, while words or verbal communication have their own impact, it’s the gestures and involuntarily movements of body parts i.e. non-verbal communication that conveys the strongest of messages.

Hence, social scientists have given great impetus on understanding body language of people to know exactly their state of mind. In a corporate set up too, HR managers are being trained in grasping the subtle messages that prospective recruits as well as existing employees convey through their hand and body movements.

Even a simple observation as to how a person sits in a chair can convey a lot about his or her personality. Understanding this can help HR managers identify whether the person is right for a particular job or not.

According to studies done by psychologists, over 90% of the communication is done through body language only.

Almost all interviews give importance to body language in evaluating candidature. Some interpretations of body language are ads follows:

• An erect walk conveys confidence.
• Raising eyebrows means probing/interest.
• Tilted head signifies doubt.
• Touching nose with a finger conveys doubt.
• Biting nails is a sign of nervousness.
• Folded hands are a sign of defensiveness.
• Hands in the pockets mean dejection.
• Hands on hips while standing shows aggression.
• Legs crossed while sitting signifies boredom.
• Legs apart while sitting shows you are open.

Psychologists state that when it comes to expressing feeling: 55% of the communication-n consists of body language; 38 % is expressed through tone of voice and only; 7% is communicated through words.

That means we express 93% of our feelings in a non-verbal way. A solid reason to mind the way we gesticulate.

Developed vs Developing Markets

Developed vs Developing Markets

The needs of the emerging or developing world represent huge potential markets for food, clothing, shelter, consumer electronics, appliances and other goods. Many market leaders are rushing into Eastern Europe, China, and India. Colgate now draws more personal and household products business from Latin America than North America

The developed nations and the prosperous parts of developing parts of developing nations account for less than 15% of the world’s population. Is there a way for marketers to serve the other 85%, which has much less purchasing power? Successfully entering developing markets requires a special set of skills and plans. Consider how the following companies are pioneering ways to serve these invisible consumers:

Grameen Phone markets cell phones to 35,000 villages in Bangladesh by hiring village women as agents who lease phone time to other villagers, one call at a time.

Colgate Palmolive rolls into Indian villages with video vans that show the benefits of tooth-brushing; it expects to earn over half of its Indian revenue from rural areas.

An Indian-Australian car manufacturer created an affordable rural transport vehicle to compete with bullock carts rather than cars. The vehicle functions well at low speeds and carries up to two tons.

Fiat developed a "third-world car," the Palio, that far outsells the Ford Fiesta in Brazil and that will be launched in other developing nations.

Corporacion GEO builds low income housing in Mexico. The two-bedroom homes are modular and can be expanded. The company is now moving into Chile and southern U.S. communities.

A Latin American building supply retailer offers bags of cement in smaller sizes to customers building their own homes.

These marketers are able to capitalize on the potential of developing markets by changing their conventional marketing practices to sell their products and services more effectively. It cannot be business as usual when selling in developing markets. Economic and cultural differences abound; a marketing infrastructure may barely exist; and local competition can be surprisingly stiff. In China, PC maker Legend and mobile phone provider TCL have thrived despite strong foreign competition. Besides their close grasp on Chinese tastes, they also have their vast distribution networks especially in rural areas.

Smaller packaging and lower sales prices are often critical in markets where incomes are limited. Hindustan Unilever’s 4-cent sachets of detergent and shampoo have been a big hit in rural India, where 70% of the country’s population still lives. When Coke moved to a smaller 200ml bottle in India, selling for 10 to 12 cents in small shops, bus-stop stalls, and roadside eateries sales jumped. A western image can also be helpful as Coke discovered in China. Part of its success against local cola brand Jianlibao was due to its symbolic values of modernity and affluence.

Recognizing that its cost structure made it difficult to compete effectively in developing markets, Procter & gamble devised cheaper, clever ways to make the right kinds of products to suit consumer demand. It now uses contract manufacturers in certain markets and gained eight points in Russia for Always feminine protection pads by responding to consumer wishes for a thicker pad. Due to a boom in consumer spending, Russia has been the fastest growing market for many major multinationals including Nestle, L’Oreal, and IKEA.

The challenge is to think creatively about how marketing can fulfill the dreams of most of the world’s population for a better standard of living. Many companies are betting that they can do that.

After launching Buick in China in 1999, GM poured more than $2 billion into the region over the next five years, expanding the lineup to 14 models, ranging from the $8,000 Chevrolet Spark mini car to high-end Cadillacs. Although competition in the third largest car market is fierce, GM was able to secure 11% market share in 2004 and reap sizable profits. But initial gains in the Chinese market do not necessarily spell long term success. After investing to establish the markets, foreign pioneers in television sets and motorcycles saw domestic Chinese firms emerge as rivals. In 1995, virtually all mobile phones in China were made by global giants Nokia, Motorola, and Ericsson. Within 10 years, their market share had dropped to 60%. To secure and build on its gains, General Motors pledged to invest another $3 billion in the region to boost capacity and build its reputation.

Credit Cards

Credit Cards

When applying for a credit card it is always a good idea to know your personal credit score, since this will affect your ability to negotiate beneficial terms for your credit. If your credit score is poor – e.g. due to unpaid bills, a habit of paying your bills to late or an earlier filing for bankruptcy – you will most likely end up with a high interest credit card, if your application is accepted at all. If your credit card score is poor, it is therefore advisable to try to rebuild you credit score.

You might already have received a lot of different credit card offers through the mail, on the Internet or from credit card promoters in malls or on campuses. Simply choosing the credit card company that has the flashiest online commercial or the one that is handing out balloons at your local mall every Saturday may however not be the wisest decision. Always compare several credit card offers before you make up your mind. The credit card that is ideal for you friend might be highly unsuitable for you, your financial situation and your lifestyle. Do not only choose among the credit card companies that shower you in commercials and promotional gift. Instead, you should always contact your bank and ask about their credit card offers for long time customers. By applying for a credit card from a bank that knows your financial history and current economical situation you might be able to negotiate a better deal. This is however not a strict rule, and you should always compare the offer from your bank with offers from other credit card companies.

The credit card application will usually be sent to you by ordinary mail, since you need to sign it. Today, there is also the possibility to apply online or over the phone. Be very careful when you fill in a credit card application, regardless of if it is to be mailed, transmitted online or over the phone. You will share highly personal information in your application and you do not want this information to end up in the wrong hands. There are many examples of dishonest websites gathering personal information from unsuspecting individuals. This information is then used for fraudulent undertakings and can seriously harm your financial situation. In cases of severe identity theft, you could even face charges and it can take a long time to establish that you are in fact innocent and that someone else have been using your name, address, social security number etcetera.

Only fill out credit card applications for credit cards that you actually need. Filling out applications as a “test” or to get some promotional gizmo is unadvisable since each application will be noted on your personal credit record. Having a large amount of different credits can make creditors perceive you as a high risk person. Having a lot of different credit cards is also generally a bad idea, unless you know from experience that you are a very neat and organized person that will keep track of all your different debts regardless of how many credit cards you use. Only use several credit cards if you actually gain something from it.

Organizations must be family friendly

Organizations must be family friendly

Employees today are asking for a workplace that helps them balance the demands of their work and family lives, rather than forcing them to choose one over the other. Organizations have also accepted that among the many other aspirations of employees, the most important is one that seeks to be able to ‘provide well’ for their families Amongst the many schemes that organizations have introduced for their employees, having special schemes for their children is the latest addition. While some are offering various schemes like scholarships, medical benefits, and training some young kids to accompany their mothers to work. Many organizations boast of instances where they have gone out of their way to extend special help to the child of a particular employee.

At NIIT, one would witness various examples of how these commitments have been actually put into practice. Little NIITian is a special name given to the kids of NIITians (read: employees), who are a special part of NIIT. The company’s ‘calendar’ is dotted with many fun activities which encourage active participation from these little ones. No matter what the occasion, if it touches and concerns a NIITians or his / her family, the company tries to be a part of it. Amongst the many schemes which the company offers towards employee welfare, the one which was found most special was the one wherein on the birth of a little NIITian, the company contributes a sum as investment in the name of the new born. NIIT also has schemes like ‘Little NIITian Care Leave (LNCL)’ under which, the NIITians can avail half time working hours on half pay, to take care of a child at home. The leave can be utilized for a maximum of six months period for half days till the child is one year old.

High expectation levels, increasing attrition rates and increasing demand for work life balance has forced organizations to look beyond run of the mill HR interventions. Objective is to create ‘Home away from Home’, an atmosphere where the basic needs of employees are met and they don’t have to be bothered about the daily routine tasks. Under the ‘Child Care Support’ scheme that the company offers, crèches, workplace nurseries, out-of-school care, holiday play schemes and after school clubs are included Similarly, Cellebrum proposes to have scholarship programs, wherein the child of a meritorious and tenured employee with good academic records will be given scholarship fees based on the company’s policy. “Cellebrum has already initiated tie ups with various schools / institutes to take care of the child’s admission at the time of relocation. There is also a ‘Career Counseling Cell’ which provides in-house career counseling options for children of employees.

Amongst the various schemes that 24/7 Customer has initiated for the families of its employees, some of the most prominent ones include ‘Family insurance Scheme’, ‘Employee Welfare Fund’,’ Family Oriented Reward Program’, ‘Reward & Recognition,’ ‘Parents Day’ and ‘Daycare Centre’. 24/7 Customer is the only BPO in India to provide extended insurance to the employee and their families (employee plus four dependents). Under the ‘Employee Welfare Fund’, employees in any kind of medical emergency or need can avail it as a loan. There are instances when one of the family members of an employee had to undergo a major surgery and the amount from this scheme proved to be very helpful. Every month, on Parents Day, the family members of employees are invited to spend a day with their children/spouse/sibling.

Right Business or change required

Right Business or change required

The analysis of “the business” is not yet complete and Management still has to ask: “Are we in the right business or should we change our business?

Of course, many companies get into a new business by accident; they stumble into it rather than steer into it. But the decision to shift major energies and resources to new products and away from old ones, the decisions, in other words, to make a business out of an accident always based on the analysis: What is our business and what should it be?

A successful Midwestern insurance company analyzing the needs of their customers came up with the conclusion that traditional life insurance leaves unsatisfied a major want of the customer: a guarantee of the purchasing power of his dollars. Life insurance and annuities, in other words, need to be supplemented by equity investment by means of a “package” containing both standard life insurance, or pension in dollars, and an equity investment. To fulfill this want the life insurance company bought a small but well managed investment trust and now offers its certificates to the holders of its insurance policies and pension contracts as well as to new customers. The company has not only gone into the business of managing equity investments; it has gone into the business of merchandising investment trust certificates.

Another example is the shift from sales focus to service focus recently made by a business publisher. This company, which publishes reports for businessmen on economic conditions, taxes, labor relations and government regulation, underwent tremendous expansion during World War II; and the expansion continued at first in the postwar period. But while new sales continued to rise year after, total business volume began to stagnate around 1949; and profits began actually to go down. Analysis showed that low renewal rate was to blame. Not only did the sales force have to sell ever harder to keep total volume from slipping; the high cost of selling renewals threatened to eat up the profits from new sales. What was needed was actually a complete shift in management’s concept of the nature of the business from one of selling new customers to one of keeping old customers. This required a change in objectives; where new sales quotas had formerly been dramatized, emphasis is now on renewal quotas. It required a shift in major from selling the customer to servicing him. It required a change in organization structure; the regional sales managers were converted into managers primarily charged with renewal responsibility and with both a sales and a service manager reporting to them. It required a complete change in salesman compensation, in the criteria of selection and in the methods of training salesman. It required changes in the editorial content of the publications with more space given to long range economic trends and long range business planning.

Changes in the nature of the business arising out of innovation are too well known to require much documentation. All major enterprises in the engineering and chemical fields have largely grown by projecting innovation into new businesses. The same is true of insurance companies; the growth of the successful ones is largely traceable to their ability to develop new business on the basis of innovations in insurance coverage. The recent almost explosive growth of health, hospitalization and medical expense insurance is an example. Productivity considerations, too, may demand a change in the nature of the business.

A small wholesaler of Christmas toys added an entirely different business, the wholesaling of beachwear, to employ all year round his major economic resource: his trained sales force. Here utilization of time demanded adding a new business.

To improve the productive utilization of his resources another small manufacturer decided to give up making machine tool parts entirely and instead confined himself to being a consultant on welding problems and techniques. His manufacturing, while profitable, was no more so than that of hundreds of other small companies.

Criteria of performance for the operations management System

Criteria of performance for the operations management System

Three objectives or criteria of performance of the production and operations management system are:

1. Customer satisfaction
2. Effectiveness
3. Efficiency

The case for ‘efficiency’ or ‘productive’ utilization of resources is clear. Whether, the organization is in the private sector or in the public sector, is a ‘manufacturing’ or a ‘service’ organization, or a ‘profit making’ or a ‘non-profit’ organization, the productive or optimal utilization of resource inputs is always a desired objective. However, effectiveness has more dimensions to it. It involves optimality in the fulfillment of multiple objectives, with a possible prioritization within the objectives. This is not difficult to imagine because modern production and operations management has to serve the so-called target customers, the people working within, as also the region, country or society at large. In order to survive the production/operations management system, has not only to be ‘profitable’ and/or ‘efficient’, but, must necessarily satisfy many more ‘customers’. This effectiveness has to be again viewed in terms of the short and long time horizons (depending upon the operations system’s need to remain active for short or long time horizons) – because , what may seem now like an ‘effective’ solution may not be ‘all that effective in the future. In fact, the effectiveness of the operations systems may depend not only upon a multi-objectives satisfaction but also on its flexibility or adaptability to change situations in the future so that it continues to fulfill the desirable objectives set while maintaining optimal efficiency.

Typically, what are the different decisions taken in production and operations management? As a discipline of ‘management’ which involves basically planning, implementation, monitoring, and control, some of the jobs/decisions are involved in the production and operations management.

The production and operations management function can be broadly divided into the following four areas:

1. Technology selection and management
2. Capacity management
3. Scheduling /Timing,Time allocation
4. System maintenance

This is primarily an aspect pertaining to the long term decision with some spillover into the intermediate region. Although it is not immediately connected with the day-to-day short term decisions handled in the plant, it is an important problem to be addressed in an age of spectacular technological advances, so that an appropriate choice is made by a particular organization to suit its objectives, organizational preparedness and its micro economic perspectives. It is a decision that will have a significant bearing on the management of manpower, machinery, and materials capacity of the operations system and also on the type of disturbances it can create within and outside the system by generating (i) undesirable effects of deterioration, (ii) potentially harmful waste by-products, and (iii) potential risk, to the users and non-users alike, due to a variety of reasons. A technology decision is closely linked with the capacity and system maintenance areas.

The capacity management aspect once framed in a long term perspective revolves around matching of available capacity to demand or making certain capacity available to meet the demand variation. This is done on both the intermediate and short time horizons. Capacity management is very important for achieving the organizational objectives of efficiency, customer service and overall effectiveness. While lower than needed capacity results in non-fulfillment of some of the customer services and other objectives of the production/operations system, a higher than necessary capacity results in lowered utilization of the resources or, in other words, lower efficiency of the conversion operations. There could be a ‘flexibility’ built into the capacity availability, but this depends upon the ‘technology’ decision to some extent and also on the nature of the production/operations system. While some operations systems can ‘flex’ significantly, some have to use inventories as the flexible joint between the rigidities of a system. The degree of flexibility required depends upon the customers demand fluctuations and thus the demand characteristics of the operations system.

As the product variety increases, the systems of production/operations change. In a system characterized by large volume low variety, one have capacities of machinery and men which are inflexible while taking advantage of the repetitive nature of activities involved in the system; whereas in a high variety (and low volume) demand situation, the need is for a flexible manufacturing system even at some cost to the efficiency. It may be noted that the relationship between the flexibility, capacity and the desired system-type holds good even for the ‘service’ industry.

Scheduling is another decision area of operations management which deals with the timing of various activities – time phasing of the filling of the demands or rather, the time phasing of the capacities to meet the demand as it keeps fluctuating.

System Maintenance: The fourth area of operation management is regarding safeguards – that only desired outputs will be produced in the ‘normal’ condition of the physical resources, and that the condition will be maintained normal. This is an important area whereby ‘vigilance’ is maintained so that all the good work of capacity creation, scheduling, etc is not negated.

Living to Work or Working to Live?

Living to Work or Working to Live?

This is a question that most professional managers end up asking themselves somewhere along their careers. Of course, there are no easy answers but it may be illuminative to take a look at some of the responses to this question that thinkers have come up with in recent times as also in the past.

Modern economists try to seek answers to the question through a framework of a theory of market forces and Game Theory and while this ends up including the issue of mate selection and marriage as well, the primary focus is on the market factors that regulate the trade-off between work and leisure. The basic model is known as the backward bending supply curve of labor.

This approach leads to the conclusion that as a particular society or economy develops, more and more people spend more time on leisure, or, in other words they can be said to be working to live than living to work in such societies.
Statistical studies seem to bear this out, or at any rate, the researchers who did the studies claim that they do so. For example, a study by the Federal Reserve Bank of Boston, January, 2006, found that over the period 1965 to 2003 leisure for men increased 6-8 hours a week while for women the increase was 4-8 hours a week which translates into 5 to 10 weeks of additional vacation per year assuming a 40 hour week.

Similarly, a separate study (the results are not exactly comparable but captures the trend) in 2006 by the Leisure Economics Research Center of the People’s University, Beijing found that over the past 20 years, leisure had increased by about 5 hours a week for men while for women the increase was more at 6-7 hours a week.

In India, the reverse seems to be happening. More and more people seem to be spending more time at the office, less time with their families, less time for vacations and less time for themselves. While this may be true for certain sectors of the economy, which may be intrinsically more stressful, any overall study of work and leisure across the entire Indian population may show that the Indian economy too confirms to this direct correlation between development and leisure. Other indirect measures captured by the human development index would suggest that this is so.
Be that as it may, modern companies recognize the issue as a management problem that should be addressed. And what better way to address it but try and blur the distinction between leisure and work? Concepts such as “work as fun” cover many types of activities that managements, leaders and HR managers can adopt to help reduce the existential angst that day to day stress generates in most employees.

The so-called “casualization” of the workplace, in terms of dress code – more formal wear giving way to less formal wear, behavioral norms – superiors trying to be more accessible than in the past, etiquette – more informal ways of interacting with colleagues, has been a direct result of conscious attempts to blur the distinction between work and leisure.

Many new age organizations relying heavily on information and communication technologies (ICTs) have been able to introduce flexi-timings and grant employees the freedom to work from anywhere including from home. This again tends to blur the distinction between work and leisure.

To most employees, however, it always seems as if the owner of the business can have all the leisure while employees do all the work. The ownership issue is certainly important. Many companies, therefore, have an employee stock ownership plan which seeks to address this as well, to the extent possible!

Whichever way we may look at it, in modern day meritocracy there is no escaping from this existential angst.

Ultimately, it is a matter of individual circumstances and choice: how much leisure can you afford now in the trade-off between work and leisure? It may always be more prudent to get back to work now and think of leisure later, especially now that you have finished reading this article at leisure!

Types of communication problems

Types of communication problems

Many writers do not identify the communicating functions as a separate managerial process; all emphasize controlling a distinguishable function. In this article we are discussing the communicating functions because they are, in fact, closely related. Both distinguishable function and communicating function are also closely related to the emerging importance of managing information and computers.

Communicating:

Managers spend major percentage of their time transmitting ideas to others, orally and in writing. They most often use the symbols of their language but also employ mathematical symbols, code, sign their ideas. Other managerial functions, especially controlling and organizing, involve communication problems. Communication serves as a link process by which parts of a system are tied together. The subject has received the attention of many specialists, including the technical communications engineer, the linguist, the psychologist, the sociologist, and the organization theorists.

Communicating as used in this article is a managerial function because it represents a basic human characteristic required by all managers in performing their jobs. In fact all managerial functions involve human element. Today managing information is centered on computers and non-human devices and thus is distinguished from communicating and other managerial functions. The interface between human beings and computers is an intriguing issue for the present, we assume that managers will continue to manage computers rather than be managed by computers.

Types of Communication Problems:

All communication problems can be treated in three basic groups:

1. The technical problem of how accurately the symbols can be transmitted.


2. The semantic problem of how the symbols convey the desired meaning.


3. The effectiveness problem of how meaning affects the desired results.

Cybernetics has contributed new insights into answers to the first group of problems. The terms in this new discipline have precise meaning to the communication engineer but may be confusing to the manager. Several important distinctions made by the communications engineer will provide an introduction to this interesting subject and will hint at some fundamental ideas of use to manager in transmitting messages.

In cybernetics information has nothing to do with the meaning (the subject of the second group of problems). It is quantitative measure of the amount of order in a system and is related not to what you do say but what you can say about a matter. If the system is highly disorganized, a message can say a great deal. Information is a measure of one’s freedom of choice when one selects a message. If there is no freedom of choice there is no information. If “Q” is always followed by a “U” in a language, “U” is perfectly predictable and, therefore, no information is added. The more probable is the message, the less information it gives. If a subordinate always sends his superior a message “Things are fine”, the superior can predict the message before he receives it and thus receives no information. The more disordered the situation is, the more information is required to describe it completely.

The idea of noise in information includes the undesirable uncertainties in the transmission process. “Snow” on television, “static” on the radio, or any interference in the receipt of a message increases uncertainty. Redundancy is used to help combat noise and insure against mistakes. Redundancy is anything that makes the transmission more predictable. Redundancy provides some structure (the opposite of randomness) that will increase the probability that the message will be received. Because all transmission of message is subject to the “loss of information” through noise the sender of the message should be conscious of the need for redundancy and the minimization of the number of times that the message is to be retransmitted.

The Cactus

The Cactus

A cactus stood all alone in the desert, wondering why it was stuck in the middle of nowhere.

"I do nothing but stand here all day," it sighed. "What use am I? I'm the ugliest plant in the desert. My spines are thick and prickly, my leaves are rubbery and tough, my skin is thick and bumpy. I can't offer shade or juicy fruit to any passing traveler. I don't see that I'm any use at all."

All it did was stand in the sun day after day, growing taller and fatter. Its spines grew longer and its leaves tougher, and it swelled here and there until it was lumpy and lopsided all over. It truly was strange- looking.
"I wish I could do something useful," it sighed.

By day hawks circled high overhead. "What can I do with my life?" the cactus called. Whether they heard or not, the hawks sailed away.

At night the moon floated into the sky and cast its pale glow on the desert floor. "What good can I do with my life?" the cactus called. The moon only stared coldly as it mounted its course.

A lizard crawled by, leaving a little trail in the sand with its tail.
"What worthy deed can I do?" the cactus called. "You?" the lizard laughed, pausing a moment. "Worthy deed? Why, you can't do anything! The hawks circle way overhead, tracing delicate patterns for us all to admire. The moon hangs high like a lantern at night, so we can see our ways home to our loved ones. Even I, the lowly lizard, have something to do. I decorate the sands with these beautiful brushstrokes as I pull my tail along. Buy you? You do nothing but get uglier every day."

And so it went on, year after year. At last the cactus grew old, and it knew its time was short. "Oh, Lord," it cried out, "I've wondered so long, and I've tried so hard. Forgive me if I've failed to find something worthy to do. I fear that now it's too late." But just then the cactus felt a strange stirring and unfolding, and it knew a surge of joy that erased all despair. At its very tip, like a sudden crown, a glorious flower suddenly opened in bloom.

Never had the desert known such a blossom. Its fragrance perfumed the air far and wide and brought happiness to all passing by. The butterflies paused to admire its beauty, and that night even the moon smiled when it rose to find such a treasure.

The cactus heard a voice.

"You have waited long," the Lord said. "The heart that seeks to do good reflects My glory, and will always bring something worthwhile to the world, something in which all can rejoice - even if for only a moment."

Top 10 Ways To Raise Your Consciousness

Top 10 Ways To Raise Your Consciousness

1. Forgive yourself and others: Life is too short to hold on to regrets, grudges, miscommunications, or disappointments. Free yourself by forgiving and letting go of any negative energy you’re holding on to about yourself or others. The process of forgiving yourself and others will result in your feeling light and free; it will raise your vibration.
2. Practise gratitude and appreciation: Whatever you focus on grows. So, when you focus on every thing in your life you feel grateful for all and the wonderful people you appreciate, the universe hands you more to feel grateful about.
3. Live each day as though it were your last: Then you will be living in a state of light, love and unconditional contribution. What would you say to the people you care about?
4. Meditate or pray: You open up a direct link between yourself and the spiritual realm when you meditate or pray. You will come closer to your creator energy, raise your vibration experience, peace, clarity, joy and connection, as well as a perfectly balanced state between your mental, physical, emotional and spiritual realms.
5. Suspend judgment: One judges another to feel less guilty about one’s own misgivings. Judgment energy is dense, dark and heavy. On the other hand, unconditional acceptance is light, free and accepting. Let go of judging and criticising yourself and others. Everyone is on a different path and some appear to be farther ahead on their path than others. Neither path is better nor worse than another. Raise your consciousness to one of acceptance.
6. View every experience as a gift: If you look back at occurrences in your life, you can easily see how even the worst situations you experienced in your life ended up teaching you invaluable lessons and therefore resulted in putting you in perfect place for your continuing development. When you view every experience — the good, the bad, and the ugly — as a gift, life flows more like a gentle, inspiring breeze.
7. Stay consciously aware of all your thoughts and feelings: It is easy to fall into negative patterns of complaining and feeling like a victim of society and your life. When you catch yourself in the negative zone, don’t feel badly about it and beat yourself up. Simply choose to switch your consciousness to one of gratitude and positive thinking.
8. Treat your physical body as your temple: Your body is the only vehicle you’ve been given for this ride called life. The better you care for your body by eating a healthy, balanced diet, and by implementing a regular exercise routine, and by giving your body the rest it requires, the more you will experience increased energy, vitality, joy and freedom.
9. View the world through the eyes of a child: Children are enthralled by the process of observing and experiencing the wonder and beauty in every single thing. They can’t get enough. Look at every tree, sunset, cloud and human being as a child would and you’ll be in a constant state of wonder, joy, surprise, acceptance and enlightenment.
10. Give love, love, love from your heart: It’s all about love. Love is the highest vibration. Allow yourself to receive love unconditionally from others. Give love from your heart unconditionally to yourself and others and you will experience the highest state of consciousness possible.

TRUST AND LEADERSHIP

TRUST AND LEADERSHIP

Trust, or lack of trust, is an increasingly important leadership issue in today’s organizations. In this article, we define trust and provide some guide lines for helping build credibility and trust.

Trust is a positive expectation that another person will not through words, actions, or decisions act opportunistically. The two most important elements of our definition are that it implies familiarity and risk.

The phrase positive expectation in our definition assumes knowledge and familiarity about the other party. Trust is a history dependent process or relevant but limited samples of experience. It takes time to form, building incrementally and accumulating. Most of us find it hard, if not, impossible, to trust someone immediately if we don’t know anything about them. At the extreme, in the case of total ignorance, we can gamble but we can’t trust. But as we get to know someone, and the relationship matures, we gain confidence in our ability to have positive expectations.

The term opportunistically refers to the inherent risk and vulnerability in any trusting relationship. Trust involves making oneself vulnerable, as when, we disclose intimate information or rely on another’s promises. By its very nature, trust provides the opportunity for disappointment or to be taken advantage of. But trust is not taking risk per se; rather it is a willingness to take risk. So when I trust someone, I expect that they will not take advantage of me. This willingness to take risks is common to all trust situations.

Evidence has identified five:

1. Integrity
2. Competence
3. Consistency
4. Loyalty, and
5. Openness.

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1. Integrity:
   
   Integrity refers to honesty and truthfulness. Of all five dimensions this one seems to be most critical when someone assesses another’s trustworthiness. For instance, when 570 white-collar employees were recently given a list of 28 attributes related to leadership, ‘honesty’ was considered as the most important..


2. Competence:
   
   It encompasses an individual’s technical and interpersonal knowledge and skills. One is unlikely to listen to or depend on someone whose abilities are doubtful. A follower needs to believe that the leader has the skills and abilities to carry out what he or she says they will do.


3. Consistency:
   
   It relates to an individual’s reliability, predictability, and good judgment in handling situations. Inconsistency between words and actions decrease trust. Nothing is noticed more quickly than a discrepancy between what executives preach and what they expect others to practice.


4. Loyalty:
   
   Loyalty is the willingness to protect and save face for another person. Trust requires that you can depend upon someone not to act opportunistically. The final dimension of trust is openness.


5. Trust and leadership:
   
   Trust is primary attribute associated with leadership and when this trust is broken it can have a serious adverse affect on the group’s performance. Honesty and integrity are two of the essential traits to be consistently associated with leadership. Leaders’ task is working with people to find and solve problems provided they access for adequate knowledge and creativity. When followers trust a leader they are willing to be vulnerable to the leader’s action. The followers will also get confidence that their rights and interests are not abused.
   
   If a leader is found not trustworthy by the followers are unlikely to look up to him as they consider the leader as dishonest and unreliable.

Honesty for instance consistently ranks at the top of the most people’s list of characteristics they admire in their leaders. Honesty is absolutely essential to leadership. If people are willing to follow a leader into a battle or board room they first want to assure themselves that the person is worthy of their trust.

The Tree

The Tree

Once there were three trees on a hill in the woods. They were discussing their hopes and dreams when the first tree said, "Someday I hope to be a treasure chest. I could be filled with gold, silver and precious gems. I could be decorated with intricate carving and everyone would see the beauty."

Then the second tree said, "Someday I will be a mighty ship. I will take kings and queens across the waters and sail to the corners of the world. Everyone will feel safe in me because of the strength of my hull."

Finally the third tree said, "I want to grow to be the tallest and straightest tree in the forest. People will see me on top of the hill and look up to my branches, and think of the heavens and God and how close to them I am reaching. I will be the greatest tree of all time and people will always remember me."

After a few years of praying that their dreams would come true, a group of woodsmen came upon the trees. When one came to the first tree he said, "This looks like a strong tree I think I should be able to sell the wood to a carpenter," and he began cutting it down. The tree was happy, because he knew that the carpenter would make him into a treasure chest.

At the second tree the woodsman said, "This looks like a strong tree, I should be able to sell it to the shipyard." The second tree was happy because he knew he was on his way to becoming a mighty ship.

When the woodsmen came upon the third tree, the tree was frightened because he knew that if they cut him down his dreams would not come true. One of the woodsmen said, "I don't need anything special from my tree, so I'll take this one", and he cut it down.

When the first tree arrived at the carpenters, he was made into a feed box for animals. He was then placed in a barn and filled with hay. This was not at all what he had prayed for.

The second tree was cut and made into a small fishing boat. His dreams of being a mighty ship and carrying kings had come to an end.

The third tree was cut into large pieces and left alone in the dark.

The years went by, and the trees forgot about their dreams. Then one day, a man and woman came to the barn. She gave birth and they placed the baby in the hay in the feed box that was made from the first tree. The man wished that he could have made a crib for the baby, but this manger would have to do. The tree could feel the importance of this event and knew that it had held the greatest treasure of all time.

Years later, a group of men got in the fishing boat made from the second tree. One of them was tired and went to sleep. While they were out on the water, a great storm arose and the tree didn't think it was strong enough to keep the men safe. The men woke the sleeping man, and He stood and said "Peace" and the storm stopped. At this time, the tree knew that it had carried the King of Kings in its boat.

Finally, someone came and got the third tree. It was carried through the streets as the people mocked the man who was carrying it. When they came to a stop, the man was nailed to the tree and raised in the air to die at the top of a hill. When Sunday came, the tree came to realize that it was strong enough to stand at the top of the hill and be as close to God as was possible, because Jesus had been crucified on it.

The moral of this story is that when things don't seem to be going your way, always know that God has a plan for you. If you place your trust in Him, He will give you great gifts. Each of the trees got what they wanted, just not in the way they had imagined. We don't always know what God's plans are for us. We just know that His ways are not our ways, but His ways are always best.

Understanding Boss Psychology

Understanding Boss Psychology

It is a fact that people lose jobs most often because they have not been successful in satisfying the demands of their boss. They lose out because of faulty boss relations; because they lack an understanding of " boss psychology." Of course I do not mean here to suggest that the reader needs to turn into a psychologist in order to be able to deal with his/her boss, but to understand both the motives and personal traits that drive bosses behaviors and attitudes.

By working "with" your boss you can become free to move ahead and not become lost in the the great unknown depths of the business world. Work becomes more pleasant and you become more productive. You gain more satisfaction because you are able to record more achievements. It all becomes possible by using one of your greatest assets - your boss.

Here are few tips to help you plan ahead how to make yourself indispensable to your boss as part of his team; how to eliminate unnecessary daily conflicts that consumes your energy in unproductive activities:

First - you need to change your concept of being a "boss" as well as being "bossed." These are different roles that can be enjoyed "if" well played. It requires understanding on the part of both the boss and the subordinate that one role cannot be effectively played without the other role being deli gently played to comp element the other. That are demands for each role, and these demands can only be completed if integration of the other role is accomplished. It is then, a give and take relationship that need to be sustained if we want to create an attractive, motivating work environment.

Second - Avoid hostility, harshness, and friction with your boss. Difference in personalities will sure cause some frictions, but these should not be taken personally. They need to be interpreted against the situation that created them. If we believe that there are more than one way to create a mutual understanding and "empathy". Uncontrolled "perception" would always result into misinterpretation of behavior, resulting in turn into more friction and conflict, which makes the workplace "a fighting arena" of winners and losers.

Third - Help your boss become a better manager. This mean "accepting" the other with a belief that regardless of our being different, we still can work together. Personal defects are more felt among Friends, but in the workplace these can be accepted as long as they do not influence our performance. Do not try make your boss look bad before others, especially his superiors. He/she has got more "power" to settle accounts making your life miserable. Learn how to "invest" in your boss by educating him/her without even hinting you do.

Fourth - Develop a daily "game plan" to make it possible to stress positive thoughts, good emotional balance, and be in charge of yourself. You need to "sell" you ideas without being "pushy" or aggressive. Your tool would be "persuasion" not "power". Remember, you cannot impose on your boss. He can.

Fifth - Put your entire group - in addition to your boss - to work for you. Make them feel that your are a valuable asset to the team. This relies mainly on your ability to exert effort to be helpful and cooperating whenever you can. Enhancing your interpersonal skills of communication and negotiation would help become most effective in this area.

Sixth - Have an eye on becoming a boss yourself. Invest in yourself. Do not leave a chance to learn from your mistakes as from your successes. Always ask yourself:"What are the things that I do not like in my boss, and that I am going to avoid when I become one?"

Your biggest challenge though would be dealing with an insensitive boss. A boss who is too much results oriented. Bosses of that kind are usually inconsiderate to their people's needs. You need here to work winning ways to gain their attention and recognition. Allow enough time and work systematically to develop an interactive relationship with a boss of that kind until you win his/her respect.

How to get your boss to notice you

How to get your boss to notice you?

Sometimes you wonder as to how to get your boss attention in the work place. It is an area where several of us congregate in various departments to discharge varied functions. You not only need to be noticed & recognized but your absence even for a single day in the office should create a fur ore. These are certain invaluable tips to all the employees on how to make themselves prove their worth and simultaneously get the stamp of positive approval from the boss.

• Increase your value. You do not get compensated by how hard you work but how much value you add to the world around you. And the best way to begin adding value to the world is to start becoming a more valuable person. Acquire skills no one else has. Read the books no one else is reading. Think thoughts no one else is thinking. In other words, you need to be more in life in order to get more from life.


• Take decisions. Your life is a sum total of all the decisions you have taken in your life. Decision making skills is one of the most important skills which you should develop in order to sustain in the new economy. By making a decision, you will come to know whether you have taken a right decision or not & if you have not taken the right decision you will correct the wrong decision taken. In other words, you will help your boss in taking right decisions.


• Communicate well. Communication does not primarily mean talking with one or more person but it also means writing well, listening well. You need to communicate to boss / subordinates in such a way that the receiver or the person who is listening to you understands the way it has to be understood by the sender. You also need to do a lot of listening act & by listening you get a lot of information which otherwise you would not have got if you would have indulged in the act of communicating.


• Solution oriented. You need to be solution oriented & not problem oriented. When faced with a crisis & difficult situations you have to think in terms of solutions & not get perturbed with impediments which come in your way. You should not just identify a problem, but design the best solution to solve the problem. For this purpose, you need to be intelligent, experienced & up to date with latest developments. In other words, it refers to problem solving skills.


• Administrative abilities. You need to be a great planner, thinker & help your boss to frame plans & policies. This is not an easy task & it requires a tremendous acumen in oneself to sharpen the administrative skills. Further, you also need to work within the limits set by the organization. The policies, plans drawn need to be necessarily implemented so that the organization gains in terms of productivity in a consistent manner.


• Accept responsibility. Responsibility begins with your taking full & complete control over the content of your conscious mind. The interesting thing about responsibility is that the more you start taking responsibility the more responsible you feel. The more responsible you feel the more rapidly you move toward the accomplishment of more of the things that are important to you. Thus, you see yourself moving on the fast track which would make your boss definitely take a note of you.


• Be excellent. Today, the market pays excellent returns & rewards for excellent performance, excellent product products & excellent services. Commit to excellence in your work, especially in your key areas & core competencies. Resolve to commit to top performance. This will not only make the others notice you whom might include your boss but also move you into the fast lane in your career than any other decisions you can make.


• Take care of your customers. What we are today & where you are today determine how your internal & external customers treat you. You need to take care of your customers very well & once you start touching their emotions you surge ahead. Your customers in your work place are your subordinates, colleagues, bosses with whom you have not only to vibe but touch their emotions. Human beings move when their emotions are moved.

Today, it is all about selling & how good are you in selling. You may be qualified, experienced like others but in order to move ahead in your career you need to distinctly display your attributes which not only inspire your clients who are buying our goods & services but also move the hearts of internal customers (boss, subordinates, and colleagues at work place) with whom you work with. If you start connecting yourself emotionally with your boss & subordinates in your work place & your devoted customers in the market you will carve a unique place for yourself. Human beings are bundle of emotions & your boss is no exception. You can move both these internal & external customers or get their hearts only when you follow the strategies as discussed.