Report on Training at IIM Indore

Transcription

1 Report on Training at IIM Indore Dr.A.Y.Deshmukh attended Management Capacity Enhancement Programme 2013 (Batch I) at IIM Indore during January 16-25, It was organized by NPIU, New Delhi. Financial planning: Revenue budgets Planning of cost and revenues Futuristic in nature Demands strong budgeting process Purposes of revenue budgets Planning and control Performance measurement and management Pay-for-performance targets Top-down / Bottom-up approach Setting action plans at departmental / center level Translating into money values Submitting to the budgeting committee Changes / suggestions by cross functional teams and top management Final draft! (Master Budget)

2 Which is an appropriate method? Considering Economic and business cycles Unexpected and unknown strategic challenges Activity based budgeting Value chain analysis Looks at the process of value creation to customers Defining customer for educational institutions! The value creation process Classified into primary and secondary activities Costs are allocated to activities and not to line items MANAGING PUBLIC RELATIONS Practice of Managing the Flow of Information Between an Individual/Organization and the Public PR may Include an Organization/Individual Gaining Exposure to their Audiences using Topics of Public Interest and News Items that Do Not Require Direct Payment The aim of Public Relations by an Organisation is to Persuade the Public, Investors, Partners, Employees, and other Stakeholders to Maintain a Certain Point of View about It, its Leadership, Products, or of Political Decisions. Common Activities include Speaking at Conferences, Winning Academic/Industry Awards, issuing Press Releases, Talking to the Media, Writing Columns in the Newspapers, Participating in Debates and so on. A sustained and well implemented PR Program may drive your Organisation to its Best Advantage

3 Should not be a will do if we have time and resources type of approach Never Under Estimate the Value of Awareness Awareness is Important for the Development and Utilization of Organsiations Programmes and Initiatives Editorial Coverage gives you better mileage and credibility than the Paid advertisements Economical Means of Promotion Newspaper Rates Regular Media Coverage Enhances Reputation Styles of Communication: Every time we speak, we choose and use one of four basic communication styles: assertive, aggressive, passive and passive-aggressive. Assertive Communication The most effective and healthiest form of communication is the assertive style. It's how we naturally express ourselves when our self-esteem is intact, giving us the confidence to communicate without games and manipulation. When we are being assertive, we work hard to create mutually satisfying solutions. We communicate our needs clearly and forthrightly. We care about the relationship and strive for a win/win situation. We know our limits and refuse to be pushed beyond them just because someone else wants or needs something from us. Surprisingly, assertive is the style most people use least. Aggressive Communication Aggressive communication always involves manipulation. We may attempt to make people do what we want by inducing guilt (hurt) or by using intimidation and control tactics (anger). Covert or overt, we simply want our needs met - and right now! Although there are a few arenas where aggressive behavior is called for (i.e., sports or war), it will never work in a relationship.

4 Ironically, the more aggressive sports rely heavily on team members and rational coaching strategies. Even war might be avoided if we could learn to be more assertive and negotiate to solve our problems. Passive Communication Passive communication is based on compliance and hopes to avoid confrontation at all costs. In this mode we don't talk much, question even less, and actually do very little. We just don't want to rock the boat. Passives have learned that it is safer not to react and better to disappear than to stand up and be noticed. Passive-Aggressive Communication A combination of styles, passive-aggressive avoids direct confrontation (passive), but attempts to get even through manipulation (aggressive). If you've ever thought about making that certain someone who needs to be "taught a thing or two" suffer (even just a teeny bit), you've stepped pretty close to (if not on into) the devious and sneaky world of the passive-aggressive. This style of communication often leads to office politics and rumour-mongering. So now what? Clearly, for many reasons, the only healthy communication style is assertive communication. Surely you can identify many people in your own life that favor each of the four styles. Most of us use a combination of these four styles, depending on the person or situation. The styles we choose generally depend on what our past experiences have taught us will work best to get our needs met in each specific situation. If you take a really good look at yourself, you've probably used each throughout your lifetime. Understanding the four basic types of communication will help you learn how to react most effectively when confronted with a difficult person. It will also help you recognize when you are using manipulative behavior to get your own needs met. Remember, you always have a choice as to which communication style you use. If you're serious about taking control of your life,

5 practice being more assertive. It will help you diffuse anger, reduce guilt and build relationships - both personally and professionally. Managing Projects Immutable Laws of Task Management No major task ever completes on time, within budget, with the same staff that started it, and the task does not do what it is supposed to do. It is highly unlikely that yours will be the first. Everyone else understands the task purpose statement you wrote differently. If you explain the purpose so clearly that no one could possibly misunderstand, someone will. If you do something that you are sure will meet everyone s approval, someone will not like it. In 1997, Dr. Elihayu Goldratt introduced Critical Chain Integration of Human Side and Algorithmic Methodology Side Results Claimed Task completion in significantly shorter time Simpler to use & requires less work for the team in both planning and tracking phases Task Estimating Change is required in the individual and organizational behavior Establish an organizational culture removing the fear of exposing hidden safety

6 Remove it from task estimates Embrace uncertainty rather than thinking that it can be defeated using better estimation techniques Interpersonal Effectiveness Influence, control Others Rapport Communication Affiliation Conflict Resistance Interaction Ability / Skills to Work through social interaction Work with other people Influence others and be influenced Manage conflicts Communicate Emotional Intelligence : Skills that assist an individual to manage emotions at the workplace: Self discipline and Empathy Understand feelings and use them to take decisions

7 Empathize Persist in the face of setbacks FIRO-B An instrument for emotional intelligence awareness Self-Awareness Communication Building Relationships Conflict Management Grievance Procedure: Managing Employee Grievances Employee contract entail reciprocal and mutual expectations and obligations of employees and employers. An employee would feel aggrieved if his/her expectations were not fulfilled. Employer considers it as indiscipline, hence grievance and indiscipline are considered as two sides of the same coin. Employees have certain expectations of the management in terms of their conditions of service, working environment, satisfaction of their variety of needs, freedom of expression, just and fair treatment. Failure on the part of the management to meet those expectations lead to what is called employee grievance. Grievances include any discontent and dissatisfaction experienced by an employee. A Grievance will generally affect employee performance in the organization.

8 The employer of any industrial establishment in which fifty or more workers are employed shall provide for Grievance Settlement Authority. Grievances lead to Job dissatisfaction. Complaints affecting one or more individual workers in respect of their wage payments, overtime, leave, transfer, promotion, seniority, work assignment and discharge would constitute grievance. Belongingness Towards Workplace Employee engagement refers to employees being involved with and enthusiastic about their work and the company. Engaged employees have a positive emotional attachment with their work and talk positively about it to others. Engaged employees are those, who are more committed towards their company and put in extra effort to help their firm achieve its goals. Cognitive engagement: Degree to which employee focuses very hard on work single mindedness and high energy. Emotional Engagement: Degree to which employee feels engrossed in the work. not getting distracted and focused Physical Engagement: The degree to which employees are willing to go the extra mile. Advocacy: The extent to which employees recommend the organization to their family and friends in terms of job opportunities and doing business with the organization. WIFI Model Well being Information Fairness Involvement