{\/}ethod Building Blocks

“People who don't take risks generally make about two big mistakes a year. People who do take risks generally make about two big mistakes a year.” ― Peter F. Drucker

The very next session by Dr Mandi gave the explicate definition of Craftsmanship and Modern management through a Tower building activity.Dr Mandi asked the students to build the tallest tower possible using the cubes of almost same dimension.The students have to volunteer for the activity but the process was not so easy ,we had to go through the betting process, the one who bet the most will get the opportunity to build the tower.So the deal was closed at Rs 500 by one of the student. There were 'n' number of cubes given to him to build the tower. He used 16 cubes which was a commendable job and he didn't take the risk to go forward .

After that Dr Mandi asked to form a group of  8 students for the same activity.I was a part of that group.There was a twist to the activity ,Dr Mandi became the CEO of the group and stipulated the way activity needs to be performed.

The prerequisite were:-

• Only one person will perform the activity.
• The person performing the task will be blind folded .
• From the rest of the group one person will guide the blind folded person to perform the task. 
• Other 6 can only talk to the person who will guide the doer of the task.

The group set a target to build tower consisting of 10 cubes but the final tower height was 7 cube.The reason why the group was not able to achieve the target was being explained and the role of other people in the group became questionable as they were not playing any direct part in the activity. On the other hand they created confusion for the person who was executing the task.

The concept of craftsmanship and management was absolved after this activity.

We learn more when we create complexity and manage the same .We get better efficient system and acceptance.The activity helped us to understand the need to create conceptual roles for the new middle managers to have meaningful work.

Management in one formula can be defined as:-

Numbers + Turnover = Management(holistic gathering of data+capture the information of business)

In broader terms we can differentiate between craftsmanship and Modern Management as:-

A person should take initiative to lead towards success and for that the management has concept of 3"E":-

• Efficiency
• Excellence
• Effectiveness

The relationship among the above mentioned "E"'s can be derived into a formula:-

 Efficiency * Effectiveness = Excellence  

This is multiplicative function where 

    Efficiency is Time i.e. Lower Cost ----Doing things rightly

   Effectiveness(Subjective) is Quality i.e. Direction which gives market acceptability----                        Doing right things

   Excellence is Affordability i.e. More out of less for more.

Here effectiveness plays a very crucial role of decision making and efficiency also plays a very important role like Job Rotation to have satisfaction for worker.

To elucidate the terminologies I will take an example of Internet.

Internet is efficiency and how it can be used is effectiveness.

“There is nothing so useless as doing efficiently that which should not be done at all.” 

― Peter F. Drucker

This class by Dr Mandi was one of the best classes which helped us all to understand how organization functions especially role assignment and the 3 "E" concept through various examples!!!

X versus Y !!! Who wins??

Another interesting session by Dr Mandi .There were two variables written on board which gave a feeling of algebra class. But these variable had properties of manager and this time the we had been given a scenario of two managers X and Y  contrasting the perceptions these managers hold on their employees, not the way they generally behave.

The Theory X and Theory Y are theories for human force motivation by human motivation created and developed by Douglas McGregor .It have been used in human resource management, organizational behavior ,organizational communication and organizational development .They describe two contrasting models of workforce motivation . It is attitude not attributes.

 

  There are mainly 4 cases-

1) Theory X Manager assume LAZY workers as LAZY and make them work
2) Theory X Manager assume MOTIVATED workers as LAZY and make them work.
3) Theory Y Manager assume LAZY workers as  MOTIVATED  and make them work
4) Theory Y Manager assume MOTIVATED  workers as MOTIVATED  and make them work

THEORY X:- (results oriented) The Theory X manager tends to believe that everything must end in blaming someone. Theory X is an authoritarian style where the emphasis is on “productivity, on the concept of a fair day's work, on the evils of feather-bedding and restriction of output, on rewards for performance . With Theory X assumptions, management's role is to coerce and control employees.

• People have an inherent dislike for work and will avoid it whenever possible.
• People must be coerced, controlled, directed, or threatened with punishment in order   to get them to achieve the organizational objectives.
• People prefer to be directed, do not want responsibility, and have little or no ambition.
• People seek security above all else.

THEORY Y:- (Participative Management)A Theory Y manager believes that, given the right conditions, most people will want to do well at work. With Theory Y assumptions, management's role is to develop the potential in employees and help them to release that potential towards common goals.

• Work is as natural as play and rest.
• People will exercise self-direction if they are committed to the objectives (they are NOT lazy).
• Commitment to objectives is a function of the rewards associated with their achievement.
• People learn to accept and seek responsibility.
• Creativity, ingenuity, and imagination are widely distributed among the population. People are capable of using these abilities to solve an organizational problem
• People have potential.
• Management assumes employees may be ambitious and self-motivated and exercise self-control.

 There are mainly 5 points on which differentiation can be made:-

Although Theory X management style is widely accepted as inferior to others, it has its place in large scale production operation and unskilled production-line work. Many of the principles of Theory Y are widely adopted by types of organization that value and encourage participation. Theory Y-style management is suited to knowledge work and professional services. Professional service organizations naturally evolve Theory Y-type practices by the nature of their work; Even highly structure knowledge work, such as call center operations, can benefits from Theory Y principles to encourage knowledge sharing and continuous improvement.

“Leaders must be close enough to relate to others, but far enough ahead to motivate them.” 
― John C. Maxwell

My first step towards |\/|@nAgemEnt at NITIE Mumbai

I still remember the day when the results for GDPI were out for NITIE Mumbai, I was on cloud nine as I became a part of Gods Own Campus.

Day 1,there was something in the air that morning . We didn't encounter a leopard 

but yes it was our first class at Nitie ,everyone was getting ready for the class at 9 AM. It was heavily raining and we all had to climb  98 steps  to attend the class.

After entering the class I found golden words by Dr. A.P.J. Abdul Kalam live:-  :-"First Bench Students are intelligent, until last bench students don't participate in the competition..." since all the back benches were occupied. My memories of GDPI got refreshed the moment Dr Prasad popularly known as “Dr Mandi” entered the class as he was one of the panelist in GDPI. A de facto MBA class is expected to be on projector with presentations and  long lectures to our surprise Dr Mandi dispersed some toys like two globe balls ,two pink butterfly made of plastic ,a wooden hen with a inclined stand to the students to play with them and pass on to others. The significance of this exercise was kept occult.("the toys were the implication of physics which we all have left behind").

The importance of Blogging was being explained by Mr Mandi in a manner that made everyone introspect the need of centralized online education system to spread education globally i.e. Global Online Blogging System where the student will act as virus ("blogger virus") to educate the aspirant from all over the world without any need of institutes as well as it will address the current problem of  shortage of teachers.

Blogging is an info graphic of your experience and learning in a form of repository "Free of Cost !!".

We all were being asked to calculate the PDC which came approx Rs 2500 /-INR and the mantra we were being taught was "Aaj  ki roti, aaj hi kamani hai" .The formula to solve this problem was earn while learn  and in  Dr Mandi's way the message was

"Socho.. Becho !  Becho.. Seekho ! !   Seekho .. Socho ! ! !

Aaj Ki roti...Aaj hee,  kamani hai ! "

Lately, Mr Mandi who is a trailblazer for the event MANDI introduced to the song 'Another Brick in the Wall' by Pink Floyd . The class sang it enthusiastically .His main idea to introduce this song was to tell that Knowledge attained through learning should bring amelioration , new innovation  for the society not to be just another brick in the wall.

Great Ideas  leads to great achievements.