Truly said that change is the eternal constant. You can welcome it or you can be afraid of it but you can't avoid it. And the same change which brings cheers to a particular set of people can be a cause of misery for others.
It is the change or at least the hope of it which keeps the spirits of the oppressed and deprived alive. History is the witness how the masses have survived the dark ages of oppression and imperialism through utter ignorance just relying on this hope of change. Pointing out ignorance at this point is of special significance which you will understand after going through this text so please carry on. Though I used to think about change quite often but what inspired me to write down my thoughts about change this time was the developments around me in this corporate jungle and advise of my friend if my next article could about "Change". So, here it is.
The jungle of which I am an inhabitant of was lately engulfed in the wild fire of rumors of change. It was as if a fresh election have been announced and rule was all set to change from autocracy to democracy. As if, soon the mighty ones and the contenders of the post of king will be out among the poor populace of the jungle seeking a mandate in their favour and convincing them that it would be they who could provide them the honour of living in the land of justice. All of a sudden a sense of euphoria was created. Some of my dear fellow citizens would have even dreamt of the day when the goat and the lion will be drinking water of the same river side by side. So, this hope of change or hot air of change all around has brought a freshness to the monotonous life of the citizenry. Every one was aspiring for the higher rank which he/ she might get in the new order of the jungle. The newly born were all in an awe that they are lucky ones who would be breathing their entire lives in this changed atmosphere. It was a flimsy layer that all could see ahead and nothing else. But everyone was dreaming of his/ her wonderland across that layer and no one had any actual idea what was ahead at least among the general public who is the most neglected deprived and oppressed.
Ah! these poor souls. Their hopes have once again shattered. The old giant who was believed to be leaving the jungle for the good has re-entered the arena. He might not have got the greener pastures. The old order of the jungle is here to stay. At least for some more time. But then I think, were these hopes well placed with a firm base? Did the masses know where they were heading to after going through this wind of change?
The masses would never be able to realize the universal law of the jungle that its the order that changes not the rule of the jungle. But these hopes of change lead them to just lead a humble life in hope a change. Umm.. a vicious circle isn't it? A constant desire for a change transform the hopes into dreams and the will power transforms the dreams into determination which ultimately makes into the writings of the history books. But ignorance at any stage of this process turns hopes into fancies. It is at this point that ignorance plays the devilish role. And one more point if you may have noted is that "the change is to be desired" to beer fruits. Its change that is certain. Nothing else. Either you will bring it or it will be inflicted upon you. And you never know what is there on the other side of the change. So its batter you play the role of harbinger of the change and take your destiny in your own hand instead of just waiting to let the change pass by and the cursing your plight after that. And then the masses will follow....
Friday, July 13, 2007
Friday, June 29, 2007
Thursday, May 03, 2007
जुगाड़
The way a character like me tackles various uneasy positions he is put into unwillingly...
सेठ तेलिचंद के राज में,
बिन चोकी बिन काज के,
चिकने तलवे चाट के,
ख़ूब उडाई मौज... फिर डर काहे का
रोज़ भरी थी गोज... फिर डर काहे का
दिमाग पे पूरा ईस्ट्रेन (स्ट्रेन) था,
ज्ञानिमल का टेम (टाईम) था,
२४ बाई ७ का गेम था,
याडी, संगी चार... फिर डर काहे का
काम करवाए हज़ार... फिर डर काहे का
भीमसेन का जुग भया,
नित दंगल. अंग दुख रहा,
जुगत भिडाई. दिमाग चला,
घर भैठे थानेदार... अब डर काहे का
छोरो भयो सरकार... अब डर काहे का
सेठ तेलिचंद के राज में,
बिन चोकी बिन काज के,
चिकने तलवे चाट के,
ख़ूब उडाई मौज... फिर डर काहे का
रोज़ भरी थी गोज... फिर डर काहे का
दिमाग पे पूरा ईस्ट्रेन (स्ट्रेन) था,
ज्ञानिमल का टेम (टाईम) था,
२४ बाई ७ का गेम था,
याडी, संगी चार... फिर डर काहे का
काम करवाए हज़ार... फिर डर काहे का
भीमसेन का जुग भया,
नित दंगल. अंग दुख रहा,
जुगत भिडाई. दिमाग चला,
घर भैठे थानेदार... अब डर काहे का
छोरो भयो सरकार... अब डर काहे का
Tuesday, March 13, 2007
Motivating People...
People working in corporate sector must have heard of the phrase used quite often among the peers, ascribed to the management strategy of motivating employees rather associates (I wonder if that boosts their morale) - "Showing the carrot" or in plain Hindi - "Gajar Dikhana". Contemporary advertisements have also quite fabulously picturized and popularized the plight of these frustrated "associates". Remember "Hari Sadu" or the "working for peanuts" ads.
Well, my short stint on this corporate maze has made me realize and experience the situation first hand. Earlier, we in the family used to take pity on my diligent elder cousin whose name's literal meaning in English is peace but I wonder if he had found any solace during his epic "vanvasa" of now around 14 years in this corporate jungle. But, now it seems as if I have worn his shoes and now I am the pity figure of discussion.
Coming back to the main agenda of discussion -"Motivating People". Well, I admit that each one has its own perception of reward attaining which he may feel satisfied, but if I am judging it right then the ultimate goal of corporations to pursue such policies are motivating their workforce to perform better and whole heartedly (and believe me that is the key). They understand the value of the human resource. At least the thriving service sector of the booming Indian economy can comprehend the observation very well.
But I can't come to the terms of practice of grading persons individually - categorizing and compartmentalizing their talent. "Curve Fitting" the term they use over here in my company as if they have got a bunch of misfits for whom this senate - a group of wise men and women is shouldering the noble responsibility of smoothening out their (misfits') zeal for achieving something worthwhile in their life. And, the argument they put forward is also quite elusive that each one in the team can't be equal in his/her dedication so they can't have equal share in the project's success (or the disaster as sometimes they prove to be). But, there lies the glitch. They fail to realize the importance of team dynamics or even if they credit this aspect by incorporating some modules based on it in the initial training of their associates, they fail to actually implement that at the ground level. And, this team dynamics is quite often blamed for the misjudgments and is itself the worst affected aspect of such a policy.
A team is like a crew of a ship marching ahead towards its goal or is like a battalion in the battlefield facing a fierce enemy. The thing which is very clear in their (crew members' or soldiers') minds is that if they win then its going to be a team's win and each one will be equal contributor towards the team's success and equally clear is the fact to them that if they loose the ship will sink or the soldiers will be annihilated to death and the death would be collective (not including the cowards who prefer to show their backs to the enemy as if they have got it tattooed from a French maestro and run away from the field at the speed that even P. T. Usha will wonder). In either case the success is team's success and the failure is team's failure. Each member of the team shares the joy, the fun of being together even in the most trying circumstances. And, each member realizes his/her responsibility in the team. Just think for a while what would have been the situation of the Blue Brigade - Indian Cricket Team on its Caribbean adventure if this policy of performance based incentives is applied by the BCCI. I thank God that He hasn't put any such notion in their heads and a disclaimer that even I am opposed to it (with a warning to BCCI that don't ever try it). Batting first, Sehwag would have got out early (just bad luck buddy!) and then while fielding he might have preferred not to give his hundred percent as he has already been declared a looser or has analyzed himself as one and with this goes the Indian dream of repeating the history of 1987. Each person has a role to play in the team. I mean, if Sachin gets a five wicket haul or bhajji strikes a century then that’s a bonus but Sachin knows well that he is their to bat and bat well and likewise bhajji knows that he is their to victimize the opposition batsmen with his doosra and teesra. And they are trying hard to attain perfection in their core competencies. So, we can conclude that role and responsibilities play important parts in the complete adventure.
Of equal significance is the task of assigning roles and responsibilities. The should-be case is that the talent and capabilities be first analyzed and then comes the role assignment. But the situation in prevalence is that the roles are assigned first and the talent and capabilities are analyzed later (and that too if you are lucky otherwise be prepared to be the victim of the blame game that happens after each fateful project meets it fate).
I would like to explain the importance of the roles and responsibilities by the example of human hand. As we all know a normal human hand has five fingers or four fingers and thumb if you want to be more specific. Each has its own significance in whatever task this hand is up to. The thumb provides the grip, forms the base. Its importance can be well understood be remembering the point in the great epic of "Mahabharata" where Guru Dronacharya asked for the right hand's thumb of his dedicated and talented but abandoned disciple Eklavya as the offering to the teacher - "Guru Dakshina". Not going into the cause and proceedings of the story then comes the index finger, the one using which you can point, can highlight, can search for opportunities, can tickle your brain and make it work, can taste the mom cooked delicacies, can itch the parts and make yourself comfortable. Then comes the big finger. The bigger it is more elegance it provides to the hand. It adds to the charm of your hand. Additionally, it reflects the attitude in you. Don't believe me! Just try showing this big finger of yours to someone. OK, then come the ring finger at which you can proudly flaunt (or may be regret) your adorable wedding ring. It symbolizes collaborations, associations and commitments you make. And lastly, you have your little finger which you use quite often to reach the unreachable, right! And don't you signal the emergencies at times by raising this finger.
So, each finger has its own significance and is used for varying purposes, but when it comes to a bout they all join up to give strength to your fist. And, don't forget that they all equally share the joy of you holding a trophy. Likewise team members play different roles in a team and try accomplishing the task. The only difference is that each member has got his/her own brain and his/her little ego which at time might interfere with the expected proceedings. But inculcating right kind of attitude to work in a team and bringing in the synergy can help overcome such obstacles. But the strategy of rewarding individuals may benefit the individual but in any case doesn't strengthen the team spirit rather quite often it acts oppositely, especially in the situations where the stakes are high and individual aspirations are still higher.
In the end, I would like to appeal if owners and propagators of such policies can think of modifying the existing practice (or malpractice if you may agree with me) and stop fitting individuals in the company's growth curve as they are already fit in their respective psyche and physique (or have an illusion of... ). Instead try fitting projects in the curve fitting exercise so that a team working on a specific project can work in unison to ride high on the curve. Additionally, it will bring a sense of belongingness and attachment to the work they are assigned to. Even it sounds more sensible if we think that actually the projects are owned by the companies not the individuals (as long as you refer to them as associates) and so they have every right to fit the projects wherever they like. With this, I proceed ahead to enjoy my forthcoming corporate mock tails (sorry! I am a teetotaller).
Well, my short stint on this corporate maze has made me realize and experience the situation first hand. Earlier, we in the family used to take pity on my diligent elder cousin whose name's literal meaning in English is peace but I wonder if he had found any solace during his epic "vanvasa" of now around 14 years in this corporate jungle. But, now it seems as if I have worn his shoes and now I am the pity figure of discussion.
Coming back to the main agenda of discussion -"Motivating People". Well, I admit that each one has its own perception of reward attaining which he may feel satisfied, but if I am judging it right then the ultimate goal of corporations to pursue such policies are motivating their workforce to perform better and whole heartedly (and believe me that is the key). They understand the value of the human resource. At least the thriving service sector of the booming Indian economy can comprehend the observation very well.
But I can't come to the terms of practice of grading persons individually - categorizing and compartmentalizing their talent. "Curve Fitting" the term they use over here in my company as if they have got a bunch of misfits for whom this senate - a group of wise men and women is shouldering the noble responsibility of smoothening out their (misfits') zeal for achieving something worthwhile in their life. And, the argument they put forward is also quite elusive that each one in the team can't be equal in his/her dedication so they can't have equal share in the project's success (or the disaster as sometimes they prove to be). But, there lies the glitch. They fail to realize the importance of team dynamics or even if they credit this aspect by incorporating some modules based on it in the initial training of their associates, they fail to actually implement that at the ground level. And, this team dynamics is quite often blamed for the misjudgments and is itself the worst affected aspect of such a policy.
A team is like a crew of a ship marching ahead towards its goal or is like a battalion in the battlefield facing a fierce enemy. The thing which is very clear in their (crew members' or soldiers') minds is that if they win then its going to be a team's win and each one will be equal contributor towards the team's success and equally clear is the fact to them that if they loose the ship will sink or the soldiers will be annihilated to death and the death would be collective (not including the cowards who prefer to show their backs to the enemy as if they have got it tattooed from a French maestro and run away from the field at the speed that even P. T. Usha will wonder). In either case the success is team's success and the failure is team's failure. Each member of the team shares the joy, the fun of being together even in the most trying circumstances. And, each member realizes his/her responsibility in the team. Just think for a while what would have been the situation of the Blue Brigade - Indian Cricket Team on its Caribbean adventure if this policy of performance based incentives is applied by the BCCI. I thank God that He hasn't put any such notion in their heads and a disclaimer that even I am opposed to it (with a warning to BCCI that don't ever try it). Batting first, Sehwag would have got out early (just bad luck buddy!) and then while fielding he might have preferred not to give his hundred percent as he has already been declared a looser or has analyzed himself as one and with this goes the Indian dream of repeating the history of 1987. Each person has a role to play in the team. I mean, if Sachin gets a five wicket haul or bhajji strikes a century then that’s a bonus but Sachin knows well that he is their to bat and bat well and likewise bhajji knows that he is their to victimize the opposition batsmen with his doosra and teesra. And they are trying hard to attain perfection in their core competencies. So, we can conclude that role and responsibilities play important parts in the complete adventure.
Of equal significance is the task of assigning roles and responsibilities. The should-be case is that the talent and capabilities be first analyzed and then comes the role assignment. But the situation in prevalence is that the roles are assigned first and the talent and capabilities are analyzed later (and that too if you are lucky otherwise be prepared to be the victim of the blame game that happens after each fateful project meets it fate).
I would like to explain the importance of the roles and responsibilities by the example of human hand. As we all know a normal human hand has five fingers or four fingers and thumb if you want to be more specific. Each has its own significance in whatever task this hand is up to. The thumb provides the grip, forms the base. Its importance can be well understood be remembering the point in the great epic of "Mahabharata" where Guru Dronacharya asked for the right hand's thumb of his dedicated and talented but abandoned disciple Eklavya as the offering to the teacher - "Guru Dakshina". Not going into the cause and proceedings of the story then comes the index finger, the one using which you can point, can highlight, can search for opportunities, can tickle your brain and make it work, can taste the mom cooked delicacies, can itch the parts and make yourself comfortable. Then comes the big finger. The bigger it is more elegance it provides to the hand. It adds to the charm of your hand. Additionally, it reflects the attitude in you. Don't believe me! Just try showing this big finger of yours to someone. OK, then come the ring finger at which you can proudly flaunt (or may be regret) your adorable wedding ring. It symbolizes collaborations, associations and commitments you make. And lastly, you have your little finger which you use quite often to reach the unreachable, right! And don't you signal the emergencies at times by raising this finger.
So, each finger has its own significance and is used for varying purposes, but when it comes to a bout they all join up to give strength to your fist. And, don't forget that they all equally share the joy of you holding a trophy. Likewise team members play different roles in a team and try accomplishing the task. The only difference is that each member has got his/her own brain and his/her little ego which at time might interfere with the expected proceedings. But inculcating right kind of attitude to work in a team and bringing in the synergy can help overcome such obstacles. But the strategy of rewarding individuals may benefit the individual but in any case doesn't strengthen the team spirit rather quite often it acts oppositely, especially in the situations where the stakes are high and individual aspirations are still higher.
In the end, I would like to appeal if owners and propagators of such policies can think of modifying the existing practice (or malpractice if you may agree with me) and stop fitting individuals in the company's growth curve as they are already fit in their respective psyche and physique (or have an illusion of... ). Instead try fitting projects in the curve fitting exercise so that a team working on a specific project can work in unison to ride high on the curve. Additionally, it will bring a sense of belongingness and attachment to the work they are assigned to. Even it sounds more sensible if we think that actually the projects are owned by the companies not the individuals (as long as you refer to them as associates) and so they have every right to fit the projects wherever they like. With this, I proceed ahead to enjoy my forthcoming corporate mock tails (sorry! I am a teetotaller).
Thursday, January 18, 2007
It's all folks!
एकल बैठ करे मंथन
दो मिल करे विचार
तीजन मिले, बकर होई
रंग-रली मनावे चार
its takes one for introspection,
two sits together for a fruitful discussion,
gossips and rubbish are three's talk,
its party time when in accord, four walk...
Subscribe to:
Posts (Atom)