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Articles
Idea
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Case of the month
Change Management
Time Management
Organizational Structure
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Dear Friends
 It is so inspirational to hear
words of wisdom from the leaders of the world. We get an insight
to their thinking and approach to life. What actually makes them
different from others? While listening to Edward de Bono, Queen Noor, Collin Powell and Louis V. Gerstner and a few others - all
from different backgrounds and experiences, I realized that they
had a few traits in common which attributed to their successes.
Some of them are:
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They never let
failures get in to their way. Learning from mistakes - being
prepared to try things, to find what works and what doesn’t and then
moving on. The biggest example is Thomas Edison
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They were
committed to their beliefs. Having a strong self-belief even in the
face of doubtful circumstances. Gandhi was a leader, who believed in
his cause even when the odds were against him.
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Willingness to
stand out, differentiating themselves, risking rejection by being
different, a dose of rebelliousness. Richard Branson is still
considered eccentric by his people
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Determination and
perseverance to push through their own ideas. Edward de Bono broke
the barriers of a left brain society.
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Improvement drive
- desire to find better ways of doing things, curiosity and
continuous perfectionism.
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Questioning mind
– not accepting things , willingness to challenge the status quo.
Imaginative. Louis Gerstner
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Thick skin -
being able to withstand criticism and recover from setbacks. Lee
Iacocca.
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Never ever
staying long in their comfort zones. Aung San Syu Ki
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Inspiring others
through their actions and not just theories. Roosevelt
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Visionaries –
thinking far ahead of others – Futurists. Sheikh Mohammed
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Unshakeable
confidence, magnified during diversity. Martin Luther King
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Relating to
people and Emotionally Intelligent. Mother Teresa
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Risk aversion is
absent in most leaders.
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Ability to handle
their successes and not fall into the success traps. Einstein
 Are these
abilities out of the ordinary? Do we require super human traits
to excel in our fields? What is stopping us from fin e tuning our
current traits to achieve greatness in life. Is it the people
around me or my circumstances? Or is it I , me, myself the
person stopping me from being successful. There are never ideal
conditions around us. Anyone can survive a glorious period, but
it is the difficult times that groom us into human
extraordinaire. That is what true alchemy does, it polishes a
metal to acquire the traits of gold; it’s the pressures which
turn an ordinary mineral into diamond. The signs all around us
in nature keep indicating to us that we have to go through the
process of stirring our dormant potential, which can only emerge
when we are challenged with the seemingly impossible.
The famous names, we admire all persevered times of diversity
and came out winners, inspiring us to start mirroring them.
Wishing all our friends the fortitude to develop their inner
strengths to become leaders in their own domains
Always look forward to your
suggestions / feedback
which helps the Intek team to continually improve this Ezine.
Haseeb T Hasan -
CEO Intek Solutions and The Intek Family
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Idea of the month
The Right to Happiness
|
 The
Dalai Lama says "I believe the very purpose of our life is to seek
happiness" and "I believe happiness can be achieved through training the
mind, including intellect and feeling, heart and mind." Howard Cutler,
another author this idea comes from, indicates how strange it is to
western thinking that we can develop and sustain our happiness.
According to the Dalai Lama: "If there are certain types of events that
you do not desire, then the best method of ensuring that that event does
not take place is to make sure that the causal conditions that normally
give rise to that event do no longer arise."
So, what events cause bad emotions for you, and what can you stop from
this to happen?
Start the day by saying "I will utilize this day in a more positive way.
I will not waste this very day."
And in the evening, check what you've done and ask yourself: "Did I
utilize this day as I planned?"
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Case
of the month
Managing Diversity
|
 Over
the last months, I came in several business situations where there was a
latent or open conflict between the persons around the table. As happens in
most conflicts, each party has the solution in terms of what another party
could change, so that the problem would be solved. As often (and as
predictable), this other party does not want to change. Take for instance a
truck driver that arrives at his final destination, only to discover he
doesn't have the necessary papers so that the customer can process the
cargo. Often, the staff at the Depot will react "that's not our problem, you
have to solve it". And then the discussion begins. The truck driver calls
his company, the administration of that company calls their own customer
(for whom he did the transport), that party calls back to the depot, etc. In
general, it's always someone else who...
click here to read more
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Change Management
Seven Mind-Sets and Five Skills for Effective Change Management
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Seven Mind-Sets
While
engineering change management you have to identify seven
mind-sets that may come in the way and you need to get trained to break
them.
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Mind-Set # 1-
“There’s nothing in that
Idea”
(Believing the obvious)
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Mind-Set # 2-
“Can’t see how it can be
done” (Finding no way out)
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Mind-Set # 3 --
“There’s only one way to look at it” (Developing
short sightedness)
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Mind-Set # 4
-- “Judgment on fact says it won’t work”
(Facts affecting judgment)
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Question whether facts are facts ...
click here to read more
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Time Management
The Challenge of Balancing Personal and Professional Lives
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 Debate has heated up recently over the issue of rationalizing work
schedules and balancing work life and family life. Yet over the last 50
years, the number of hours that people work has gradually decreased,
even as differences emerge between countries. Whereas Koreans are among
the hardest-working people in the world, the Dutch are among those who
devote the least amount of time to the company. In Spain, the workday is
a little higher than the European average but below that of Latin
America.
The country with the longest annual working hours on the American
continent is Mexico, with a total of 2,110 hours. In general, more time
is spent at the workplace in Latin America (an average of 1,952 hours
per year) than in the United States (1,819 per year). In Spain, the
number of hours is less (1,798 annually) but the workday is longer than
in the United States because Spaniards have longer vacations and more
holidays. In Chile, the figure is 1,974 hours per year, followed in
Latin America by Colombia (1,956), Venezuela (1,931), Argentina (1,903)
and Brazil (1,841).
Last year, Spaniards worked an average total of 1,798 hours, which is
more than most of their European neighbors who, on average, work only
1,644 hours per year. Spain is a long way from countries such as the
Netherlands, where 1,355 hours per year are dedicated to work. Working
hours in Spain have been slow to fall: in the last 50 years the workday
has fallen by 12%, whereas in the Netherlands it has fallen by 34%. Over
the last decade the decreasing trend in Spain has been almost
imperceptible, as the workday has decreased by a mere 0.6% according to
data from the Groningen Centre for Growth in the Netherlands. In Brazil,
the number of working hours has fallen by ....
click here to read more
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Organizational Structure
Determinants of Organizational Structures
|
 The objective is to understand why organizations have the structure that
they do. By "structure" I mean things like degree and type of horizontal
differentiation, vertical differentiation, mechanisms of coordination
and control, formalization, and centralization of power.
According to Taylor, Fayol, Weber and other classical theorists, there
is a single best way for organization to be structured. Yet
organizations vary considerably on structural attributes. The objective
of much research has been to understand what determines these
variations. Is it random or systematic? Are some organizations simply
less perfect than others, or are different designs better for different
situations?
Contingency Theory
In contrast to the classical scholars, most theorists today believe that
there is no one best way to organize. What is important is that there be
a fit between the organization's structure, its size, its technology,
and the requirements of its environment. This perspective is known as
"contingency theory" and contrasts with the perspective of classical
theorists like Weber, Taylor, Fayol, etc. who thought that there
probably was one way to run organizations that was the best. .....
click here to read more
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