Thursday 22 August 2013
Sunday 4 August 2013
Managerial Way to Solve Navrang Cube
Hello World!
A couple of weeks back, on one fine Monday evening, Dr. Prasad walked into the class, as usual with his bag. Oh yes! I am talking about the same magician, Prof. Mandi. He has marketed his brand so efficiently that it has become his identity. Nonetheless, after exchange of few pleasantries, he opened his magic bag and took out a Navrang Cube.
But immediately he added the twist and disassembled the cube. Actually it was a Navrang Cube made out of different 27 cubes of 9 colors. While many were already engrossed in strategizing to solve the puzzle, Prof. Mandi added another twist by putting up a condition that it has to arranged in such a manner that there is no repetition of any color on each face of the cube. Precisely, each face of the cube should contain all the 9 colors and absolutely no repetition of colors.
With a challenge in hand, few of us volunteered to solve it in front of the class, but no one succeeded. Dr. Prasad today was actually critique and ridiculed us for being unorganized and having no strategy for the task in hand, one of the major flaw in today's beggar generation. Then he went on to teach us the importance of being organized and having a strategy to solve any task. he took the opportunity of solving the challenge himself demonstrating the power of being organized.
After making us learn, he wanted the whole thing to be captured as video and below I am sharing it for better understanding. My sincere thanks to Bharnidharan and Gopala for recording this video.
Probably after watching this spectacular video, solving this difficult puzzle would be fun. The magician again unleashed himself making us realize the necessity to embrace principles of management in one's life.
Hopefully you enjoyed the session same as we did. Expecting your valuable inputs.
Cheers!.
Ashutosh
A couple of weeks back, on one fine Monday evening, Dr. Prasad walked into the class, as usual with his bag. Oh yes! I am talking about the same magician, Prof. Mandi. He has marketed his brand so efficiently that it has become his identity. Nonetheless, after exchange of few pleasantries, he opened his magic bag and took out a Navrang Cube.
But immediately he added the twist and disassembled the cube. Actually it was a Navrang Cube made out of different 27 cubes of 9 colors. While many were already engrossed in strategizing to solve the puzzle, Prof. Mandi added another twist by putting up a condition that it has to arranged in such a manner that there is no repetition of any color on each face of the cube. Precisely, each face of the cube should contain all the 9 colors and absolutely no repetition of colors.
With a challenge in hand, few of us volunteered to solve it in front of the class, but no one succeeded. Dr. Prasad today was actually critique and ridiculed us for being unorganized and having no strategy for the task in hand, one of the major flaw in today's beggar generation. Then he went on to teach us the importance of being organized and having a strategy to solve any task. he took the opportunity of solving the challenge himself demonstrating the power of being organized.
After making us learn, he wanted the whole thing to be captured as video and below I am sharing it for better understanding. My sincere thanks to Bharnidharan and Gopala for recording this video.
Probably after watching this spectacular video, solving this difficult puzzle would be fun. The magician again unleashed himself making us realize the necessity to embrace principles of management in one's life.
Hopefully you enjoyed the session same as we did. Expecting your valuable inputs.
Cheers!.
Ashutosh
Tuesday 23 July 2013
Managerial Delight in Crossing the Valley
Hello World,
Its been a while since my lost and in that course I missed covering a few things of Prof. Mandi. But here I am with a new delight that we witnessed in the last lecture. Let me describe the situation first. Its about 3 skilled persons, working in a team. Their work is so coordinated that even their steps size are coherent. In the task, they need to cross a valley which is wide enough that they cannot cross it in single step, but not wide enough that they cannot cross. In short, valley is little wider than their one step but less than their 2 steps. This can be inferred from the below picture.
This a classic example of managerial lessons as well as organizational operation. When we closely monitor each person, we can actually infer that there are a total of 27; 9 positions each; positions while performing this activity. For every person, out of 9, there are 6 safe positions, 2 half safe and 1 completely unsafe position. Below is the illustration of the same-
LEGENDS-
L = left Leg of the Person
R = Right Leg of the Person
Number = Denotes the position of the person
Green Box = Complete Safe Footing
Red Box = Complete Unsafe Footing
Yellow Box = Represents the Valley
Thus as in step 2, person 1 is half unsafe and half safe as his left leg is in the air (entered valley) while his right foot is still on the ground. While in Step 3, his both the legs have left the ground and he his hanging above the valley by holding the pole and thus he is completely unsafe.
Thus we found the following few traits as very essential for this activity to be successful-
1. Step size and speed of the 3 person must be synchronized.
2. This is a team task where individual performance is effectively and efficiently used.
3. The trust factor among 3 persons play a crucial role in success of this activity.
4. Real time communication along with cross feedback is mandatory.
5. Negligence on any of the 27 steps could prove to be fatal.
6. Tool/Equipment quality also plays out handy in ensuring the success.
7. Partial success should not overjoy you until the complete task is over.
8. Anyone taking the risk initially does not make him a leader/boss, but then the person should be motivated for his initiative.
This small illustration by Prof. Mandi in the class taught a lot many lessons of organizational management. Following are the take away from the activity-
1. Goal Setting - An organization must be very clear about its goal. The goal should not be such which cannot be achieved but should be realistic and the organization should work on the ways to achieve it in the best possible manner.
2. Shared Vision & Unity of Purpose - Once the goal has been set, the vision of achieving it should be shared by each and every individual. A clear vision of the goal, is what unites individual into a team and lead them to cooperate and collaborate for the goal achievement.
3. Trust Factor - Once the unity of purpose has been established among the team members, the factor of trust will be bound to come. Trust factor among the team members lets the team work unanimously for the attainment of the goal without letting anyone committing mistake.
4. Team Work - Success of few tasks like mentioned above are dependent on the team rather than individual. Developing a meaningful and inspiring mission always motivate the team members. Thus developing a positive team culture becomes equally important which binds the members through a cohesive force.
5. Work Distribution - This is one of the most crucial aspect of the team unity. The distribution of the work must be strictly based on the individual capability. The manage must have clear idea in his mind about the potential of his resources.
6. Positive Work Culture - This helps in motivating the team members. Team members should be able to appreciate the work done by others and thus motivate themselves by setting the ideals. Team members should be able to appreciate the risk taking capability of other people.
Let me incite an example here. World T20 Final, 1st edition, when India defeated its arch rival in a nail crunching match. If one can recall the last over,when our beloved MSD handed over the ball to a newbie Joginder Sharma instead of Bhajji. A decision which could have upset many experts but finally it was the team India and its combined efforts who pulled off. It was a team with unity and a vision of winning the World T20 Cup, the trust they had in their captain who lead them successfully till the finals. Despite the risk of losing the match, the capability of taking risk and finally the unanimous backing up of the decision - probably all these factors were behind the success and led team India to go on, win the match, lift the cup and become the World Champions.
Relive the moment here -
Here are few videos on the topic -
Hope you will like it. As always, comments and suggestions are welcome.
Cheers.
Ashutosh
Its been a while since my lost and in that course I missed covering a few things of Prof. Mandi. But here I am with a new delight that we witnessed in the last lecture. Let me describe the situation first. Its about 3 skilled persons, working in a team. Their work is so coordinated that even their steps size are coherent. In the task, they need to cross a valley which is wide enough that they cannot cross it in single step, but not wide enough that they cannot cross. In short, valley is little wider than their one step but less than their 2 steps. This can be inferred from the below picture.
This a classic example of managerial lessons as well as organizational operation. When we closely monitor each person, we can actually infer that there are a total of 27; 9 positions each; positions while performing this activity. For every person, out of 9, there are 6 safe positions, 2 half safe and 1 completely unsafe position. Below is the illustration of the same-
L = left Leg of the Person
R = Right Leg of the Person
Number = Denotes the position of the person
Green Box = Complete Safe Footing
Red Box = Complete Unsafe Footing
Yellow Box = Represents the Valley
Thus as in step 2, person 1 is half unsafe and half safe as his left leg is in the air (entered valley) while his right foot is still on the ground. While in Step 3, his both the legs have left the ground and he his hanging above the valley by holding the pole and thus he is completely unsafe.
Thus we found the following few traits as very essential for this activity to be successful-
1. Step size and speed of the 3 person must be synchronized.
2. This is a team task where individual performance is effectively and efficiently used.
3. The trust factor among 3 persons play a crucial role in success of this activity.
4. Real time communication along with cross feedback is mandatory.
5. Negligence on any of the 27 steps could prove to be fatal.
6. Tool/Equipment quality also plays out handy in ensuring the success.
7. Partial success should not overjoy you until the complete task is over.
8. Anyone taking the risk initially does not make him a leader/boss, but then the person should be motivated for his initiative.
This small illustration by Prof. Mandi in the class taught a lot many lessons of organizational management. Following are the take away from the activity-
1. Goal Setting - An organization must be very clear about its goal. The goal should not be such which cannot be achieved but should be realistic and the organization should work on the ways to achieve it in the best possible manner.
2. Shared Vision & Unity of Purpose - Once the goal has been set, the vision of achieving it should be shared by each and every individual. A clear vision of the goal, is what unites individual into a team and lead them to cooperate and collaborate for the goal achievement.
3. Trust Factor - Once the unity of purpose has been established among the team members, the factor of trust will be bound to come. Trust factor among the team members lets the team work unanimously for the attainment of the goal without letting anyone committing mistake.
4. Team Work - Success of few tasks like mentioned above are dependent on the team rather than individual. Developing a meaningful and inspiring mission always motivate the team members. Thus developing a positive team culture becomes equally important which binds the members through a cohesive force.
5. Work Distribution - This is one of the most crucial aspect of the team unity. The distribution of the work must be strictly based on the individual capability. The manage must have clear idea in his mind about the potential of his resources.
6. Positive Work Culture - This helps in motivating the team members. Team members should be able to appreciate the work done by others and thus motivate themselves by setting the ideals. Team members should be able to appreciate the risk taking capability of other people.
Let me incite an example here. World T20 Final, 1st edition, when India defeated its arch rival in a nail crunching match. If one can recall the last over,when our beloved MSD handed over the ball to a newbie Joginder Sharma instead of Bhajji. A decision which could have upset many experts but finally it was the team India and its combined efforts who pulled off. It was a team with unity and a vision of winning the World T20 Cup, the trust they had in their captain who lead them successfully till the finals. Despite the risk of losing the match, the capability of taking risk and finally the unanimous backing up of the decision - probably all these factors were behind the success and led team India to go on, win the match, lift the cup and become the World Champions.
Relive the moment here -
Here are few videos on the topic -
Hope you will like it. As always, comments and suggestions are welcome.
Cheers.
Ashutosh
Sunday 7 July 2013
Management Lessons : Three Chinese Monks' Style
Hello World,
There is an old Chinese proverb - "One monk will shoulder two buckets of water, two monks will share the load, but add a third and no one will want to fetch water". This proverb inspired director A Da to make one of the most appreciated movie in 1980 under Shanghai Animation Film Studio - 'The Three Monks'.
This short animated movie of about 20 minutes, teaches many management lessons to the world without speaking out a single dialogue. The ability of the movie to speak out aloud, makes it worth many awards it has already been honored with. Prof. Mandi brings out this epic into his class and imparts the lessons of management.
Details could be read here.
Let us analyse the movie categorically-
First Monk: Short in height and generous enough to take care of the leaning creature such as tortoise and dying plant in the monastery. He presents you a classic scenario of self reliance where he himself is assigned of all responsibilities. In absence of any assistance, he himself carry 2 buckets of water on a daily basis, managing them through a fulcrum setup. He fetches 2 buckets of water everyday which is more than sufficient to meet his and monastery's need. But this gives him fatigue and satisfaction, as he is the one utilising the resources himself.
Second Monk Joins the First In Monastery: Tall and a generous creature joins the first monk on the hilltop monastery. But soon differences creeps in between the two for fetching the water from the river flowing at the basin of the hill. They try to sort it out amicably and design the fulcrum to carry 1 bucket on fulcrum. But due to difference in their heights, it fails. But, through proper measurement, they soon find a way out to fetch water.
Thus we come across a scenario where none of the three monks are ready to fetch the water from the river down the hill though everybody is thirsty. This not only rifts the harmony of the monastery apart but also starts affecting their concentration. Consequently this benefits a rat who comes to scrounge and knocks the candle-holder resulting in a devastating fire in the monastery.
As a result of the arson, three of them unite and fetches water together to save the heritage they possess. This incident enlightens their wisdom and finally they come together and invent a pulley mechanism to fetch water. They also practice division of work among them which optimizes their work and thus they live happily after.
Let us study in detail the management lessons imparted by this short movie-
1. Team Work
The movie brings out the importance of working in team/as a group aloud. A work might be done individualistically but as a group it can be done more proficiently without burdening any single individual. Importance of every individual matters in the group to envision the completion of any task.
2. Division Of Labor
Working in a group does not produces result until it is accompanied by the proper distribution of work. Improper distribution of work may lead to differences and rifts among team members, resulting in the loss of concentration and productivity. Division of work after proper talent recognition is as important as getting the job done.
3. Accountability
Once the work has been assigned to a particular individual, then they must take the responsibility to the fullest. Their accountability ensures the completion of a quality work on time, with little scope for errors and mishaps.
4. Crisis Management
Hard times often brings the best out of an individual. A calm composure and rational behavior is all what is required to handle any damn situation. Working as a group eases out the burden if one is stuck in some difficulty.
5. Innovation
'Necessity is the mother of invention.'-A very vague statement to make but very true to its meaning. If one is not satisfied with the existing monotonous approach of doing things, then the only way out is to invent or innovate a new one. One should always strive for the betterment of the process.
Finally, one should let go the monetary interests while working in a team. A team can never achieve on individualistic approach. It has to put in efforts as one single unit, then only it can expect the desired outcomes.
These were the few management lessons I could gather from the movie. Surely there are many more. I request all the readers to post at least one(apart from the mentioned) lesson that can be learned from the movie. I also invite comments and suggestions.
Cheers.
Ashutosh
There is an old Chinese proverb - "One monk will shoulder two buckets of water, two monks will share the load, but add a third and no one will want to fetch water". This proverb inspired director A Da to make one of the most appreciated movie in 1980 under Shanghai Animation Film Studio - 'The Three Monks'.
This short animated movie of about 20 minutes, teaches many management lessons to the world without speaking out a single dialogue. The ability of the movie to speak out aloud, makes it worth many awards it has already been honored with. Prof. Mandi brings out this epic into his class and imparts the lessons of management.
Details could be read here.
Let us analyse the movie categorically-
First Monk: Short in height and generous enough to take care of the leaning creature such as tortoise and dying plant in the monastery. He presents you a classic scenario of self reliance where he himself is assigned of all responsibilities. In absence of any assistance, he himself carry 2 buckets of water on a daily basis, managing them through a fulcrum setup. He fetches 2 buckets of water everyday which is more than sufficient to meet his and monastery's need. But this gives him fatigue and satisfaction, as he is the one utilising the resources himself.
Second Monk Joins the First In Monastery: Tall and a generous creature joins the first monk on the hilltop monastery. But soon differences creeps in between the two for fetching the water from the river flowing at the basin of the hill. They try to sort it out amicably and design the fulcrum to carry 1 bucket on fulcrum. But due to difference in their heights, it fails. But, through proper measurement, they soon find a way out to fetch water.
Third Monk Joins The Party: A third fat monk soon joins the previous two in monastery. Owing to his heavy appearance, he consumes all the water to quench his thirst. This enrages the first two monks and they assign him the work to fetch water. Third monk does so just to consume the whole water himself. Finally, all the three monks stops fetching water owing to clashes among them.
As a result of the arson, three of them unite and fetches water together to save the heritage they possess. This incident enlightens their wisdom and finally they come together and invent a pulley mechanism to fetch water. They also practice division of work among them which optimizes their work and thus they live happily after.
Let us study in detail the management lessons imparted by this short movie-
1. Team Work
The movie brings out the importance of working in team/as a group aloud. A work might be done individualistically but as a group it can be done more proficiently without burdening any single individual. Importance of every individual matters in the group to envision the completion of any task.
2. Division Of Labor
Working in a group does not produces result until it is accompanied by the proper distribution of work. Improper distribution of work may lead to differences and rifts among team members, resulting in the loss of concentration and productivity. Division of work after proper talent recognition is as important as getting the job done.
3. Accountability
Once the work has been assigned to a particular individual, then they must take the responsibility to the fullest. Their accountability ensures the completion of a quality work on time, with little scope for errors and mishaps.
4. Crisis Management
Hard times often brings the best out of an individual. A calm composure and rational behavior is all what is required to handle any damn situation. Working as a group eases out the burden if one is stuck in some difficulty.
5. Innovation
'Necessity is the mother of invention.'-A very vague statement to make but very true to its meaning. If one is not satisfied with the existing monotonous approach of doing things, then the only way out is to invent or innovate a new one. One should always strive for the betterment of the process.
Finally, one should let go the monetary interests while working in a team. A team can never achieve on individualistic approach. It has to put in efforts as one single unit, then only it can expect the desired outcomes.
These were the few management lessons I could gather from the movie. Surely there are many more. I request all the readers to post at least one(apart from the mentioned) lesson that can be learned from the movie. I also invite comments and suggestions.
Cheers.
Ashutosh
Sunday 30 June 2013
Score a SMART Goal and be the Winner!
Hello World,
A middle aged person walked into the class with very simple clothes on and carrying a bag (precisely 'Jhola'). He simply walks up to the table, takes off his sandals and turned towards class, greeting our beggar generation. Yes, its our beloved Prof. Mandi, with a very unique style of his own. Well, how often you see a professor of that level as Prof. Mandi, coming to teach in sandals and then taking it off and roaming freely bare footed, in whole class. This is one man to be seen for his simplicity and vision.
This time Prof. Mandi had a cube made of straws and a wooden elephant attached to some 3D picture attached to it. That simple looking cube was expansion of the formulas (a+b)^2 and (a+b)^3, as simple as it could be. Being an engineer, I must confess, I witnessed for the first time the real world implication of a mathematical formula, that too in such simple manner. I wonder if teachers in school start using this model for teaching, life of students would be much more easy.
Later we came to know about the elephant toy, it was a product of NITIE in house production of 3D printing. The visionary man's answer to costly 3D printing available in the market. Thus again recalling the concept about the organisation, to build business around an idea. But how to tackle various situations which are bound to obstruct our way. Then the magic man gave us the wizard to think beyond normal regulations, think in a SMARTer way.
Today's objective was focused on building SMART Goals.
Smart in here act as an acronym.Following few snaps will illustrate its complete orientation.
The concept was brought about by George T. Doran in the November 1981 issue of Management Review. In depth detail could be read here.
The above 2 videos explains the concept of setting a SMART Goal to achieve the desired success. Now let me describe the happenings and learning of Prof. Mandi's session.
The magician continued from where he left- Tower building exercise. But this time it has to be done in a group. Before starting building the tower he wanted all of us to write down on paper our perspective.
A middle aged person walked into the class with very simple clothes on and carrying a bag (precisely 'Jhola'). He simply walks up to the table, takes off his sandals and turned towards class, greeting our beggar generation. Yes, its our beloved Prof. Mandi, with a very unique style of his own. Well, how often you see a professor of that level as Prof. Mandi, coming to teach in sandals and then taking it off and roaming freely bare footed, in whole class. This is one man to be seen for his simplicity and vision.
This time Prof. Mandi had a cube made of straws and a wooden elephant attached to some 3D picture attached to it. That simple looking cube was expansion of the formulas (a+b)^2 and (a+b)^3, as simple as it could be. Being an engineer, I must confess, I witnessed for the first time the real world implication of a mathematical formula, that too in such simple manner. I wonder if teachers in school start using this model for teaching, life of students would be much more easy.
Today's objective was focused on building SMART Goals.
Smart in here act as an acronym.Following few snaps will illustrate its complete orientation.
The concept was brought about by George T. Doran in the November 1981 issue of Management Review. In depth detail could be read here.
The above 2 videos explains the concept of setting a SMART Goal to achieve the desired success. Now let me describe the happenings and learning of Prof. Mandi's session.
The magician continued from where he left- Tower building exercise. But this time it has to be done in a group. Before starting building the tower he wanted all of us to write down on paper our perspective.
- Goal Set
- Goal Achieved
- History
- Potential
People came out with different numbers but not to please Prof. Mandi. We all lacked in some or the other aspect of SMART Goal. Then he explained things mathematically.
- Goal Set - Should always be greater than the potential
- Goal Achieved - Should be less than or equal to goal set
- History - n/a
- Potential - Sky is the limit. Its infinite.
Thus he talks about -
5. Realistic Goal Set
6. Realistic Goal Achieved
7. Performance - Which depends upon the factor 5th and 6th.
Performance can only be optimized by striking a balance between the realistic goal set and achieved. Any deviance from the two would depreciate the performance. Precisely, performance should always enhance the potential.
Thus this time we came up with a more soothing figure for the tower building activity.
- Goal Set 30
- Goal Achieved 31 (tower collapsed on 32nd block)
- History 27
- Potential 35
But before falling, the tower achieved what we aimed at, giving some sort of consolatory happiness to the whole lot. Motivated by the happening, one of my mate borrowed all the cube from Prof. Mandi to give it a try at his room. So here we come to sum up our learning about the SMART Goal setting. The below snap would sum up it all.
Looking forward for your valuable suggestions and feedback. Do mentions areas for improvement so that will help me communicate the ideas of that magician to the world in even better way.
Cheers.
Ashutosh
Looking forward for your valuable suggestions and feedback. Do mentions areas for improvement so that will help me communicate the ideas of that magician to the world in even better way.
Cheers.
Ashutosh
X and Y of Organisational Management
Hello World,
X and Y have been only unknown variables to us. Since childhood, teachers have been asking us to find X and Y. After finding these 2 variables countless number of times, these 2 stubborn still remains the unknown.Damn!
Theory Y:
In this theory, management assumes that employees are happy to work, are self-motivated and creative, and enjoy working with greater responsibility. In Y-Type organizations, people at lower levels of the organization are involved in decision making and have more responsibility. Managers provide a comfortable working environment to the employees.
Cheers.
Ashutosh
X and Y have been only unknown variables to us. Since childhood, teachers have been asking us to find X and Y. After finding these 2 variables countless number of times, these 2 stubborn still remains the unknown.Damn!
Finally it was Douglas McGregor at MIT Sloan School Of Management who developed X and Y as Theories of Human Motivation.
Theory X and Theory Y have been used in human resource management, Organizational behavior and organizational development. They describe 2 very different attitudes toward workforce motivation. Every company follow either of the 2 approaches.
To understand the theories better, let us make few assumptions-
Theory X:
In this theory, management assumes employees are inherently lazy and will avoid work if they can and that they inherently dislike work. As a result of this, management believes that workers need to be closely supervised and various policies are developed to control them. Theory X managers think that employees main motivation is to work for money and hence incentives are included according to work done.
In this theory, management assumes employees are inherently lazy and will avoid work if they can and that they inherently dislike work. As a result of this, management believes that workers need to be closely supervised and various policies are developed to control them. Theory X managers think that employees main motivation is to work for money and hence incentives are included according to work done.
Theory Y:
In this theory, management assumes that employees are happy to work, are self-motivated and creative, and enjoy working with greater responsibility. In Y-Type organizations, people at lower levels of the organization are involved in decision making and have more responsibility. Managers provide a comfortable working environment to the employees.
Look at this video for a better understanding.
Now let us test our understanding about the 2 theories. Consider following statements and their implications:
1- Theory X: Manager assumes LAZY workers as LAZY and makes them work .
In this case people are already lazy/not working, if they are not controlled, productivity will keep falling which is not good for an organisation. So, a tighter control of management will lead to some increase in productivity which leads to better results.
2 - Theory X: Manager assumes NOT LAZY workers as LAZY and makes them work.
This is a case where hard working workers are treated as lazy workers, this demotivates the hard working employee. It also leads to conflict between worker and manager, which ultimately results in decrease in productivity of the organisation.
3 - Theory Y: Manager assumes LAZY workers as NOT LAZY and makes them work.
This is one of the most dangerous situations wherein the employees are Lazy but the management thinks they are hard working. There is not much control exercised over employees which results in much more decrease in productivity. Also, it demotivates those employees who work hard as they are paid equal to those who are not working properly.
4 - Theory Y: Manager assumes NOT LAZY workers as NOT LAZY and makes them work.
This is the best situation which can exist in an organisation. In this case, employees seek and accept responsibility and do not need much direction. They are motivated to fulfill the goals that are given to them. This leads to better results and better productivity which leads to timely achievement of organisations goals.
Thus, above statements clearly indicates few scenarios in the current corporate world. Any company can be randomly picked up and can be related to one of the above statements and its implications can be adjudged. Above theory also gives us all an insight into the human behavior and can surely be a milestone in the making of ourselves as a great manager, only choice has to be made between the 2 theories.
Ashutosh
Thursday 20 June 2013
Craftsmanship v/s Modern Management
In the previous post, evolution of Organisation and Organisation Management from Craftsmanship was talked upon. Lets ponder over the differences between Craftsmanship and Modern Management.
Craftsmanship is all about - Modern Management is all about-
Craftsmanship is all about - Modern Management is all about-
- building one tower building more than one tower
- without following any process following a process
- in absence of parallel activities by executing the activities in parallel
- integrating the work to be done by worker using division of labor & dexterity
- by improvising his skills by de-skilling the worker
- making him the boss and a non-worker becomes the boss.
Above diagram categorically describes the stages of craftsmanship which focus more on the completion of the work. Thus whole work becomes a black box in the hands of craftsman.Instead modern management concentrate more on the element part of the work. Thus, it removes the inter-dependency by meaningfully employing the dexterity of various craftsman.
Modern management, thus replaces the person based work by process based work. The same waiter, which clears your table in some local roadside restaurant, would serve you your meal. While 2 different waiters would be performing the jobs simultaneously in some luxurious restaurant and thus justifying the higher cost one pays for the services. Modern management, thus not only gets the work done effectively but would also earn some extra bucks, improving the efficiency on the other hand.
Hence comes the 3 E's of management and meaningfully it covers the whole management- Excellence, Effectiveness and Efficiency. Mathematically it can be written as-
Excellence = Effectiveness x Efficiency
Effectiveness is meant for doing the right things while efficiency is derived by doing the things rightly. Thus this mathematical equation broadly covers the social responsibility aspect with low cost under effectiveness while efficiency controls the input-output factor, which makes it measurable. The product of the two entities, in turn, determines the excellence of the work. Excellence of any work is nothing but producing 'more out of less for more.' In other words, if the management can enhance the production with limited resources in order to benefit a larger number of needs, then its driving towards excellence.
In craftsmanship, effectiveness might be same as in case of modern management, but efficiency would definitely be affected as a large number of factors would be involved. Hence modern management has the upper hand over craftsmanship.
Prof. Mandi has beautifully designed the learning around the fun games. And here we are, making a desperate effort to capture the same for the world. I might not be the best in showcasing everything but 'perplexity is the beginning of knowledge.' So please do post your suggestions and comments, we will sort it out together.
Cheers.
Ashutosh
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