Optimizing values of an organization
We have been going through the greatest scenario of all times, or shall I say we have been suffering from the greatest defeat of all times. We have been badly defeated by the situations around us. We may name it as anything be it Meltdown or Recession, or anything else for that matter, but when it comes to result of this defeat we are more inclined towards being destructive and making it more worse than ever thought of.
When we have the situation like financial crackdown why it has to result in to cutting the costs and eventually cutting our own growth path? Does it really require cutting the resources for cutting the cost? Or Does it really helps? The answer could be ‘NO’, not always. Although it is very much necessary to optimize the cost, but on cost of what? That is the question to be answered.
Organization striving for the sustainable leadership and be able to remain viable amidst the constantly changing situations has to undergo changes, sometimes greater than what is expected but in such circumstances how they manage to keep their inherent behavior in tact defines the success of that organization.
Coming back to the question which is to be answered over here is – does it really require cutting the number of resources to cut the cost? I would say NO, it is not required to cut the number of available resources and land up in a worst scenario which may take decades to get repaired. When we talk of cutting the cost, why we always have to talk about sacking off people, or cutting down the recruitments, or for that matter holding the developments back by reducing the budget of all the enhancement / improvement initiatives?
Have we ever thought of dealing with the situation in a constructive manner? Have we ever looked at the situation from a positive angle? Had that been the case the answer or the result would definitely have better than what it is today.
Organization spend hours , days, weeks and months altogether to plan how they will cut the cost , and they name it as strategic planning for cost reduction, if that is the truth it actually is contradicting the actual definition of the strategic planning “ The process that gives attention to designing , implementing and monitoring plans for better decision making”
Going further depth of the definition the act of decision making is driven by the core, inherent beliefs of an individual or group of individual or organization called as VALUES.
In the phase of such tough times a common tool used to judge the employees or individuals is Competency – An observable abilities skills and knowledge of an individual. While developing the values for an organization people usually tend to get influenced by the wish list that they want to achieve or they want their employees to achieve, instead if these organizational values are made keeping few things such as adaptability, analytical abilities, Client focus, Communication, conflict management Mechanisms, Continuous learning opportunities or road map, creative thinking, and decision making ability of an individual employees as a part of the organization.
The out come values will have a lot in-depth meaning, it will also have high sustainability quotient and every individual employees will be able to relate it to themselves.
As the time changes from smooth to tough the there rises an obvious demand for unyielding business agility where each decision made has to be a well thought through decision, and in such circumstances its only the pool of talent in the form of employees can pull the organizations out of the toughest of the phases by putting extra efforts in completing the tasks and delivering the more than desired value based service deliveries which matters to the customers and organizations.
Sarang Kamalakar
When we have the situation like financial crackdown why it has to result in to cutting the costs and eventually cutting our own growth path? Does it really require cutting the resources for cutting the cost? Or Does it really helps? The answer could be ‘NO’, not always. Although it is very much necessary to optimize the cost, but on cost of what? That is the question to be answered.
Organization striving for the sustainable leadership and be able to remain viable amidst the constantly changing situations has to undergo changes, sometimes greater than what is expected but in such circumstances how they manage to keep their inherent behavior in tact defines the success of that organization.
Coming back to the question which is to be answered over here is – does it really require cutting the number of resources to cut the cost? I would say NO, it is not required to cut the number of available resources and land up in a worst scenario which may take decades to get repaired. When we talk of cutting the cost, why we always have to talk about sacking off people, or cutting down the recruitments, or for that matter holding the developments back by reducing the budget of all the enhancement / improvement initiatives?
Have we ever thought of dealing with the situation in a constructive manner? Have we ever looked at the situation from a positive angle? Had that been the case the answer or the result would definitely have better than what it is today.
Organization spend hours , days, weeks and months altogether to plan how they will cut the cost , and they name it as strategic planning for cost reduction, if that is the truth it actually is contradicting the actual definition of the strategic planning “ The process that gives attention to designing , implementing and monitoring plans for better decision making”
Going further depth of the definition the act of decision making is driven by the core, inherent beliefs of an individual or group of individual or organization called as VALUES.
In the phase of such tough times a common tool used to judge the employees or individuals is Competency – An observable abilities skills and knowledge of an individual. While developing the values for an organization people usually tend to get influenced by the wish list that they want to achieve or they want their employees to achieve, instead if these organizational values are made keeping few things such as adaptability, analytical abilities, Client focus, Communication, conflict management Mechanisms, Continuous learning opportunities or road map, creative thinking, and decision making ability of an individual employees as a part of the organization.
The out come values will have a lot in-depth meaning, it will also have high sustainability quotient and every individual employees will be able to relate it to themselves.
As the time changes from smooth to tough the there rises an obvious demand for unyielding business agility where each decision made has to be a well thought through decision, and in such circumstances its only the pool of talent in the form of employees can pull the organizations out of the toughest of the phases by putting extra efforts in completing the tasks and delivering the more than desired value based service deliveries which matters to the customers and organizations.
Sarang Kamalakar
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