1

Why “People first” ?

All companies seek a competitive advantage that will
put them ahead of their competitors and keep them there.
In the past, the sources of lasting competitive advantage
included location, access to financial capital and new
technology. Today, however, these are sources of only
temporary advantage. The digital age has reduced the importance of location, capital
flows freely in global markets, and new technologies are quickly copied.

These facts are widely understood. As a consequence, there is a growing belief

that the best source of lasting competitive advantage is to be found in something
that is inside of, and unique to, each organization: its human capital - its workforce
- and the processes for managing it.

We at XIMAHR have tried to bring out a magazine that would capture this spirit
and convey the same to all. It is the relentless pursuit for the best that has made
us go for this initiative. It’s an effort to improve, to grow, to add upon what we
have, to rise that little bit higher and to stand farther than where we do stand
today.

As Henry Ford said –

“Believe in the best, think your best, have a goal for your best, always add up
your best, try your best and in the long run things will turn out for the best”.

Team People first

Anand Jalan
Parthajeet Das
Anant Saraogi
 2

From the Director's desk....

I am very pleased to know that

XIMAHR-The HR association of XIMB is
bringing out its first magazine “People
First”. I want to take this opportunity to
congratulate all the people associated with
the magazine. I sincerely hope that this
magazine will succeed in attaining its
purpose of spreading the HR culture and would be a valuable
addition to the wide range of activities organized by the
students.

I am sure that this magazine will continue in the same

spirit in which it started. I wish the very best for the
magazine.

Fr. E. Abraham, SJ
3

CONTENTS
Page
“Faculty Gyaan”
Social Networks : A critical factor in managerial success - Prasad Balkundi 1
Attitude Competency - Dr. MG Jomon 3

Lateral Thinking - Shriharsh Roogi 6

Should companies outsource their greatest resource ? - Anant Saraogi 10
Inversion of Maslow's Theory of Needs - Dipali Sarangi 12
Tracks - Bimal C. Mehta 14

“First Month at XIMB”

Ek Mahine Baad - Bimal C. Mehta 15
"The X Effect - Jhabier Speaks" - Vinit Puri 16

“Hot Summers”
Summer Training - an enriching experience - Sapna Mohata 17
Making most out of your Summers - Aftab Hussain 18

What they never teach you at any school - Jobin Jacob 19

Restive ruminations - Neelabh Tripathi 21

“Corporate Speaks”
“Demystifying Assessment Centre” 22
An approach Towards Talent Identification - Mr. Arvind K. Jha
Competency Mapping :
Driving a Formula1 car along a potholed city road ! - Ms. Bobby Patnaik 25
Professional Ethics at workplace - Shradha Padhi 27

"De-Stress" - Uddeeptabh Mishra 29

The Adverse Effect Of Performance Appraisals - Binaya Kumar Patel 32
CASE Study — “The IT Engineer” - Dr. MG Jomon 34

“Inspiration”
Invictus - William Ernest Henley 36

Social Networks : A critical factor in managerial success
"An IIM graduate of the class of 93 gets
Rs. 50 lakh, a non-IIM of the same year
settles for Rs. 25 lakh" - The Week, July
24, 2005.
Why is that two individuals with
very similar skills and attitudes end
up getting such different salaries? One
possible explanation for this difference is
the social connections that facilitate one
person and restrict the other in getting
job-relevant information.
These social connections
may even determine how
much salary one can
negotiate. One's social
connections or informal
relationships with others in
the team (e.g., friendship)
may also help team leaders/
project leaders have more
productive team.
These have been some of the findings
of researchers who study the implications
of social networks in organizations. The
purpose of this article is to lay out the
basic tenets of social networks and how
you can use it to facilitate yours and your
organization's goals and vision. Social
networks or the pattern of interactions
between individuals are important conduits
of information and social support. Therefore,
these social ties can provide important
opportunities and also act as constraints. In
Destiny is not a matter of chance, it's a matter of choice; it's not a thing to be waited for, it's a thing to be achieved.
4
the following paragraphs, I will critically
evaluate three important structures and
their relevance to a project leader.
Popularity: This network structure is
something we all know - a popular person
is one who has many friends. In network
terms - a popular individual tends to be
seen as a friend by many co-employees and
subordinates. For a team leader/ boss,
being popular with subordinates is a double-
edged sword. Being popular
provides the team leader
with additional influence
(over and above that
provided by the formal
organizational structure).
Yet, the leader may end up
spending too much time
socializing with subordinates
at the expense of personal
task-related goals.
Go-between: or a broker is one who
connects two or more unconnected
individuals or subgroups. The individual
occupying this network position also faces
certain opportunities and constraints. A
leader who acts a broker can play one sub-
group against the other and thereby have
personal gains. Further, a person who acts
as gatekeeper across diverse groups tends
to have access to diverse information.
However, the broker position comes with
its problems. First, a broker tends to be a
 5
bottleneck for the organization as the
information needs to be routed through
that individual. Therefore, the broker can
distort and modify the information that is
being conveyed. Second, this position can
be very stressful.
Eminence-grise: The French term for
the power behind the throne, also provides
a team leader with a potentially usefully
way to understand the social networks. Many
social networks tend to be concentrated
around a few individuals who because of
their position in the networks tend to be
very influential, even though they do not
occupy a position high in the formal
hierarchy. These informal leaders tend to
provide team leaders with a new set of
opportunities and challenges. From a
strategic perspective, if a leader is able to
identify the informal leaders among the
subordinates and cultivate a strong
relationship with these individuals, the
leader is able to extend his/her influence
even without having direct ties to all the
subordinates. This structure would be highly
useful in temporary projects when the
óóóó
The pessimist complains about the direction of the wind,
the optimist expects the direction to change but the leader "simply" adjusts the sails.
leader has limited time in developing a
personal relationship with all the
subordinates. However, by being excessively
dependent on someone else, the leader is
fostering a parallel structure to the existing
organizational structure. This alternate
power structure might eventually backfire
on the leader.
There has been a recent emphasis on
networking and its potential benefits to
employees. However, there is a need to
understand social networks from a
sophisticated point of view. This introduction
to network structures takes a complex
approach to social networks by suggesting
that there are different network structures
and each of these come with a set of
advantages and disadvantages. Team leaders
who are able to assimilate and improvise
their social networks can gain several career
advantages including more productive work
units.
Prasad Balkundi is a graduate of
XIMB' 95 and can be contacted at
bprasad95@yahoo.com.

Attitude Competency
Organizations are making tireless efforts
to become performance driven through their
invaluable assets of human capital. The human
capital of an organization is its employees'
competencies and their ability to perform. Only
competent and performing employees can
contribute towards organizational goals
effectively. Competencies are underlying
principles and qualities that are required to be
exhibited at work. Knowledge, skill and attitude
together constitute competency. However, in
most of the organizations, adequate efforts are
not made to incorporate all the three
components in designing and implementing the
competency building processes. Training inputs
and on-the-job exposure in organizations often
provide ample opportunities for managers to
acquire knowledge and skill relating to the area
of work and specialization. However, the attitude
development towards the same is left out.
XIMB has done substantial research and
fieldwork during the past eight years in the area
of attitude competency and managerial
effectiveness. It has developed its own attitude
competency framework; instrument to identify,
assess and develop attitude competency in
managerial roles. Over 120 executives across
the country have gone through the program and
Technical skill is a mastery of complexity while creativity is a mastery of simplicity
6
benefited from it. A few of the organizations
have already made this program mandatory for
all their star performers. This brief article gives
the framework for the attitude competency
interventions that XIMB.
Attitude is a state of readiness of a person
towards an object outside. It is a person's total
disposition towards an external object. It short
attitude is an enduring organization of a person
towards an outside object. According to L.L.
Thurston, attitude is the sum total of a person's
inclinations, feelings, prejudice, bias, pre-
conceived notions, ideas, fears, threats and
convictions about specific topic. Basically
attitude is an evaluative statement or
judgement concerning objects, people or
events.
Job attitude is a state of readiness of a
person towards the performance of the job.
Attitude competence is an employee's total
disposition towards effective performance of
the work and its desired outcomes.
Attitude Formation
Nobody is born with an attitude. Attitude is
formed as one goes through various life
experiences. The process of attitude formation and
its various components are briefly given below:
Attitude is a cognitive process: Human
Being by its very nature wants to know and
understand everything that it associates. When
an individual encounters an object outside, there
is an effort made to understand the object in its
entirety. When ever the encounter is repeated
such understanding is confirmed further addition
is made to the over all cognition.
Attitude is an evaluative process: Man by
his nature is evaluative. This evaluation come
 7
from his over all understanding of the object
encountered through the cognitive process. If
we carefully observe more than 90 percent of
sentences that we utter are evaluative in
nature. In short man cannot make sense of
anything without perceiving it, understanding
it and then evaluate the same to place the
object at the situational context.
Attitude is an affective process: After the
perception of an object outside invariably to
make sense to me the evaluation of the same is
done taking into consideration the "me factor".
The evaluation is made in a scale of "favourable
to unfavourable" towards me. How far the
object perceived is favourable to me or
unfavourable towards me. The object is
evaluated keeping me at the centre and
invariably the object perceived is placed
tentatively at the "for "or against "box" further
to be confirmed at the later encounters.
Attitude is a directional process (Positive
to Negative): Each and every attitude has a
direction or a tendency at its formation time
itself. When an evaluation is made against the
affective component 'me' based on the criteria
of 'favourable' or 'unfavourable' the object is
placed on a positive to negative scale. Repeated
perceptions and understanding of the object
clarify and confirms this and slowly paves the
way towards attitude formation. This will be
on a scale (positive to negative direction)
against individual's set standards.
Attitude is a dynamic process: Attitude
formation never stops. Human being by its very
nature has to affirm, confirm and prove its
position in the environment where he is placed.
Every further encounter does exactly this. Hence
each time a person meets the object, the person
uses this as yet another opportunity to confirm
and prove to himself the attitude that he has
taken is correct and comfortable. Hence attitude
formation is a never-ending process.
The only thing I like about stones that come in my way is once I pass across them, they automatically become my
milestones.
Attitude is subjective and personal:
Attitude formation is a subjective process based
up on the individual's understanding of the
reality, background and overall experience. It
is the attitude that enables a person to
effectively encounter an object outside
uniquely with personal touch that no one else
would be able to repeat the same way.
Attitude is action oriented: Attitudes are
like a lamp, it cannot be hidden under a bowl.
It is evident and comes out very openly though
the behaviour. Attitudes are like a prompt in
the computer that is just waiting for next
command to execute. Attitudes are again like
bridle of a horse that controls a person's overall
behaviour. Attitude is basically the enduring
organization of a person for the next course of
action with specifics outlined.
Attitude Measurement
Attitudes are expressed in behaviours. A
particular behaviour indicates the kind of attitude
the person has towards the object. Hence the
most important indicator or the measure of
attitude is the behavioural expression. A second
measure is the opinions. Opinion towards an
object clearly indicates the attitudinal disposition
the person has towards the object. In short
attitude can be measured through behavioural
clues and through the opinions expressed.
Thurstone is considered the father of attitude
measurement. He addressed the issue of how
favourable an individual is with regard to a given
issue. He developed an attitude continuum to
determine the position of favourability on the
issue. In 1932, Likert developed the method of
summated ratings (or Likert's scale), which is still
widely used. The Likert scale requires that
individuals mark to a particular statement to
whether they "strongly agree", "agree", are
"undecided", "disagree", or "strongly disagree", in
response to a large number of items concerning

an attitude object or stimulus. In 1944, Guttman
suggested that attitude should be measured by
multidimensional scales, as opposed to
unidimensional scales such as those developed
by Thurstone and Likert. Guttman pointed out
that there should be a multidimensional view of
the attitude construct; he developed the
Scalogram Analysis, Cumulative Scaling, or as
usually called Guttman scalling. The major
characteristic of this scale is that the response
to one item helps predict the responses to other
items. For instance, if the individual responds
negatively to the item "I like apples", he is not
likely to respond positively to the item "apples
are great for breakfast". Later on, Osgood, Suci,
and Tannenbaum developed the Semantic
Differential Technique, which is widespread
today. Other methods have been developed since.
In all the measurements there appears to be a
lot of commonalities among the different
methods.
Can Attitude Be Changed ?
Yes! Attitude can be changed. A person is
not born with attitude. Attitudes are formed
based on the experiences one goes through in
life. Hence through conscious efforts attitudes
can be changed. As attitudes give rise to
behaviour so too behaviour can also influence
attitude. By constantly doing something in a
particular way one's attitudes may change
towards desired direction. For example if I do
not like to play with children and through
constant efforts if I continue to play with
children over a period of time your attitude
of not liking the children will no doubt change.
Why Should Attitude Be Changed ?
Attitude should be changed if it comes on
the way of achieving the gaols and making
the person ineffective. Attitude is very much
òòòò
To err is human but if … the eraser wears out ahead of the pencil, you are overdoing it.
8
part of a personality of a person and hence it
is up to the concerned person to decide
whether to alter his attitude or not. An
individual should cultivate those attitudes that
facilitate personal development enable to
achieve the targets that he has set for himself.
Job Attitude :
There are three types of job attitudes :
Job Commitment : Job commitment is
attitude of an individual towards the
organization and the people represent the
organization. It is an individual's identification
toward the organization in terms of loyalty and
identification.
Job involvement : It is attitude towards
the job. Job involvement is the degree to which
a person identifies with his or her job actively
participates in it, and considers his or her
performance important to his or her sense of
self-growth.
Job satisfaction : it is overall attitude
arising out of the total experience of job. A
person with high job satisfaction holds positive
attitudes towards the job.
Attitude Competency
Attitude competency is nothing but a
capacity that exists in a person that leads to
behaviour that meets the job demands, which
brings in desired results beyond knowledge and
skill. To be explicit attitude competency refers
to the sum total of a person's disposition towards
the job seen in his behaviour of job
involvement, organizational commitment and
over satisfaction to meet the job requirements
and the ability to bring in desired results.
Dr. MG Jomon is Associate Professor
(H RM ) and can b e cont act e d a t
joe@ximb.ac.in
 9
Lateral Thinking
Beginning comments
Recent trends in hiring and job interviews
in particular have shown changes in the way
candidates are being analyzed for a particular
job. Increasingly, emphasis is being placed upon
candidates who can think differently and
demonstrate "Out of the box thinking". Lateral
thinking is a very important concept in this
regard and requires a good understanding,
which is what is you can expect from this
article. This write up is all about thinking
differenltly, how to look at problems in a
different perspective and how to develop the
art of lateral thinking.
Introduction
Tata Consultancy Services (TCS) recently
announced its new tie-up with Dr Edward de
Bono --most famous for his `Lateral Thinking'
and `Six Thinking Hat' techniques. The product
that TCS intends to make is aimed at helping
organizations in training their employees to face
business challenges of multiple kind. That TCS
has been working on de Bono techniques for six
years calls for attention and some deeper study.
Let's jump into that world right away …….
Lateral thinking denotes a problem-solving
style that involves approaching problems
indirectly at diverse angles instead of
concentrating on one approach at length.
Sometimes a problem seems difficult or
insolvable because our assumptions about it are
wrong.
Let's consider a classic lateral thinking
puzzle before moving onto the intricate details:
The quality of our expectations determines the quality of our work.
EXAMPLE 1
A man lives on the 20th floor of an
apartment building. If it is a rainy day, he gets
into the elevator in the morning, goes down to
the ground floor and goes off to work. In the
afternoon when he comes home, he gets into
the elevator and goes straight to the 20th floor.
However, if it is a sunny day he goes down to
the ground floor in the morning, but when he
comes home he only goes up to the 10th floor
and then walks up 10 flights of stairs. Why does
he do this ?
(Make assumptions which are logical and
realistic.)
Clue: The man does NOT like the exercise.
A rainy day provides an accessory which allows
him to use the elevator the whole way.
Well, the answer to this seemingly vague
question (believe me, it's not) is
The man is extremely short, so on any
ordinary day he cannot reach further than the
button for floor #10 in the elevator. When it
rains, he can use his umbrella to reach the
elevator button #20.
There are several such situations, each one
of us face everyday, which are not explained
by simple logic and analytical thinking. Some
of these situations are such that, we are not
even able to define the problem, leave alone
the solution to it. In such cases, lateral thinking
can be of help and hence the interest in this
term in the recent days.
Let's consider yet another example below
to illustrate the concept :

EXAMPLE 2
Imagine you are about to make a French
salad-dressing and have two glasses standing
side by side. One is three-quarters full of olive
oil and the other is three-quarters full of
vinegar.
i) You now take a tablespoonful of oil
from the oil glass and stir it into the
vinegar glass.
ii) Take a spoonful of the mixture out of
the vinegar glass and return it to the
oil glass.
At the end of this simple transaction which
glass is the more contaminated? Is there more
oil in the vinegar glass than vinegar in the oil
glass, or what ?
Would you be surprised if I claimed that at
the end, the amount of oil in the vinegar glass
equaled the amount of vinegar in the oil glass ?
The first spoonful is of pure oil. The second
spoonful contains a mixture of oil and vinegar.
It is obvious that there must be more oil in the
pure spoonful than vinegar in the mixture
spoonful - so it follows that the claim for
equality must be nonsense. The logic is
impeccable - but there is an error in perception
that we shall see now… Lateral Thinking as a Process
Hard work pays off after a while but laziness pays off right now
10
We see one spoonful traveling in one
direction and an equal spoonful traveling back
in the opposite direction. The first spoonful
contains pure oil. The returning spoonful
contains a mixture of oil and vinegar. In our
minds we can let the two liquids separate -as
shown in the figure. Where has the oil in this
'mixture' spoonful come from? In the first place
from the mixture glass, but since that contained
no oil at the start this oil must have been
brought across in the first spoonful. So this little
bit of oil has done a round trip and ended up
where it started from. So we can forget about
it and subtract it from each spoonful. The result
is obvious: what is exchanged is equal. The error
of perception lay in not taking into account the
'round trip' of some of the oil.
This is a classic illustration because a small
change in perception makes the answer obvious.
And, in fact, arithmetic or algebraic solution
of this problem is surprisingly tedious. Although
the spoonful of oil and vinegar mixture would
actually separate, it is the separation in our
minds that matters more. This gives rise to a
'thought experiment' and, as we shall see later,
thought experiments are the basis of lateral
thinking.
In one of his experiment during training
sessions, de Bono often asks the participants
to note down their reactions to the above
picture of wheelbarrow. When he collects the
results there are usually about twenty times as
many 'negative' comments as 'interested'
comments (like wrong design, unstable etc)
With children the ratio is only about two to one.
Quite naturally - and quite correctly - the
adult audiences tend to use 'judgment' as their
first operation of perception. Does this design
'fit' what I know about wheelbarrows? Does it
 11
'fit' what I know about levers? Judgment is the
most important tool in a patternising system.
We need judgment in order to identify the
pattern (recognition, etc.), and then we need
judgment to make sure that we do not wander
off the established track of the pattern.
But if we are using lateral thinking we want
to do the opposite. We want to move away from
the main track in order to increase our chances
of hitting another track. So, just as judgment
is the basic tool of ordinary perception, so
'movement' is the basic tool of lateral thinking.
For the judgment system we have the basic
operating tool of the negative, 'no' and its
derivatives, whereas provocation as the
operating tool of lateral thinking.
Provocation and Stepping Stones
Provocation is one of the fundamental
principles of lateral thinking. The purpose of
provocation is to help us to move sideways from
the established track to a new one.
When discussing the design of motor-car
tyres with participants, de Bono offered the
provocation 'the wheels should be square.' A
large number of interesting ideas arose from
this, including the following one. Someone
noted that a square wheel would offer great
advantages for braking or acceleration because
the adhesion area would be so much larger. But
it would not roll. So the problem became one
of retaining the adhesion advantage and getting
rid of the 'no-rolling' disadvantage.
The end result was a two chamber tyre.
The inner chamber was at normal inflated
I have not failed; I have only discovered 10,000 ways that don't work. - Thomas Alva Edison
pressure, but the outer chamber was at a very
low pressure - thus giving a large contact area
with the road. So the tyre 'rolled' on the inner
chamber and 'adhered' on the outer chamber.
The Application of Lateral Thinking
Lateral thinking can be applied to any
concept or perception. The way we look at the
world determines the way we deal with it and
react to it. At a lower level, lateral thinking
can be used in problem solving; in opportunity
development; in seeking further alternatives for
action and decision; in the review and
improvement of present activities; in design,
and in future scenario construction. Since 'the
way we look at things' pervades all thinking, so
lateral thinking can be of use at many points.
The Place of Lateral Thinking
Just as there are many golf-clubs in the
bag and just as we choose the most appropriate
one for the circumstances, so are there many
types of thinking. Lateral thinking is one of them
and we need to use it when it is appropriate.
This does not mean that we have no further
use for logic or other types of thinking. All have
their part to play. But it does mean that we
have to temper the usual arrogance of logic with
the realization that perception is a very
important part of thinking. Perception is to do
with the patterning behavior of mind. And
lateral thinking is to do with changing patterns.
Lateral thinking is not a luxury. If the mind is a
pattern-using system - and all the evidence is
that it is - then lateral thinking is a necessity if
we are not to be trapped for too long within
old patterns of perception.
FEW PUZZLES
Now, it's time for practicals . Below are
some of the interesting and widely appreciated
 12

puzzles which require ??? you guessed it …!! 4) One day Kelly celebrated her birthday.
lateral thinking. (what else ??) . To solve these Two days later her older twin brother, Anthony,
puzzles you'll need to check your assumptions,
celebrated his birthday. How come ?
especially about who, what, when, where,
why?. Some won't yield to that approach, and 5) A heavyset man who works in the
demand a flash of inspiration, butcher's shop is 6' 2" tall. What does he weigh?
Note that, many of these been often asked 6) A father and son are travelling on a
in job interviews ….
scheduled flight; the father asks the flight
1) A man walked into a bar and asked the attendant if his son may visit the cockpit and
barman for a glass of water. The barman pulled she takes him there. When he's gone, the pilot
out a gun and pointed it at the man. The man
explains to the co-pilot "That was my son".
said, "Thank you," and walked out. Explain.
How's this possible ?
2) A woman had two sons who were born on
the same hour of the same day of the same year. For Answers see page no. 36.
But they were not twins. How can this be ? S hr i har s h Roog i i s a s t ud en t o f
3) A man rode into town on Friday. He PGP’06, XIMB and can be contacted at
stayed for three nights and then left on Friday. u104049@ximb.ac.in
How is this possible ?
òòòò
Puzzles
1. Once in a monastery, God appears and says that "Some of you (at least one) had broken
the law of this place, so they have to leave this place. For their identification I will put a
mark on their forehead, so that they can't see it. Also, no one else will communicate any
one about it though they can see one another; one has to find out himself whether he is
one of the culprits and as soon as one find out he has to leave the place."
Also, there were 100 monks in monastery and they gather only once in a day. As monks
were intelligent, all the culprit monks got disappeared after a period of seven days.
Can you find out the number of culprits and how did they find out that they were
culprit?
2. Can you fit a glass of 12' x 12' into a frame of 9' X 16', by cutting glass into only two
pieces?
Vikas Bajaj is a student of PGP’07, XIMB and
can be contacted at u105057@ximb.ac.in

For solutions check XIMAHR website : www.ximb.ac.in / ~ximahr

Take risks; if you win you become happy, if you loose you become wise.
 13

Should companies outsource their greatest resource ?

Ask any corporate executive about the application, an employee and manager portal,
greatest resource of his company and he will payroll and benefits administration, and vendor
inevitably answer "Our people are our greatest management.
resource". Then, is it advisable for the company
There are five main factors leading to
to outsource its greatest resource? The answer
outsourcing : downsizing, rapid growth or
depends a lot on whether the top management
decline, globalization, increased competition
perceives a particular HR function as a core
and restructuring. Downsizing that has
activity or not. IDC defines "outsourcing" as the
traditionally been the role of HR department
transfer of ongoing management for repeatable
has now attacked HR itself because companies
transaction
are being forced
processing of
to cut costs from
single or multiple
any possible
HR functions. It is
domain, and
done mainly with
effective HRM
two objectives:
outsourcing can
lowering of costs
be a major
and improvement
driver in cost
in productivity.
cutting. The rise
of the
HR outsourcing
professional
has basically
e m p l o y e e
two models : organizations
a) (PEO) reflects
Processing the demise of
serv ices : This the once
deals with the humanistic HR
execution of an HR process where the department! Companies having global
management responsibility for that process is operations are resorting to outsourcing because
not transferred to the external vendor. large vendors offer specialized services to
Examples of such services are payroll or benefits harmonise pay and benefit packages, and to
administration. comply with local laws of the country, which
are imperative to be followed. Outsourcing
b) Business Process Outsourcing
firms are perceived to be more objective in
(BPO) : In addition to the outsourcing of
evaluating training programs, and they enjoy
transaction processing, most or all of the
more credibility with the senior management
responsibility for the management and
for evaluations and research. HR executives
administration of one or more HR processes is
have to make informed business decisions on
also outsourced to a third party. It may
both operational and strategic issues.
simultaneously include managing an HR

We need a lot of mad men in this world : look where the sane ones have landed us.---GBS
 14

Outsourcing again wins this game by So, the decision to go for outsourcing
implementing fully integrated Human Resource should be taken after due analysis of the pros
Information Systems (HRIS), thereby enabling and cons associated with it. The management
the company to derive the benefits of should have a clear vision of what outsourcing
technology without purchasing it. should achieve, and the scope of services to be
outsourced. The costs associated with switching
Is outsourcing all about cost cutting ? A very
over to a different vendor are huge. So, in order
important benefit of HR outsourcing can be
to achieve the desired performance from the
understood from the phrase "the freedom to
vendor, it is highly imperative that the
focus". Outsourcing makes more man-hours
expectations and performance standards are
available to concentrate on core business
made clear beforehand so that there is no room
objectives rather than on administration
for conflict at a later stage. The outsourcing
activities such as payroll. Companies also reduce
firm should be selected after thorough
bureaucracy by capitalizing on the efficient,
evaluation and proper due diligence. In addition
quick and prompt services of outsourcing firms.
to this, vendor performance should be
Search firms are in a better position to find the
evaluated on the basis of performance
right candidate and conduct benefit negotiations
standards and internal customer surveys.
with them. They respond by integrating
technology, data, and measurement to enable HR outsourcing was once the realm of only
the optimal management of HR as a business. 25% of the global firms. But now, even smaller
firms are seeking ways to cut costs and focus
However, a random decision to go for
on the core business. According to IDC,
outsourcing can have major negative
worldwide HR spending will experience a CAGR
ramifications for a company. For example, if
of 9.6% through 2009 to reach $113.4 billion,
the objective of outsourcing has been only cost
as compared to $71.9 billion in 2004. HR BPO is
cutting, companies may face loss due to poor
the fastest growing segment of HR services, and
service quality by the vendor, the loss of HR
is expected to grow at a CAGR of 16.1% to reach
skills and competencies, and the lack of
over $16 billion in the US by 2009. The use of
customer focus by the people working for the
HR BPO as a strategic management tool is being
vendor. The loss of HR skills and competencies
emphasized more and more. It is particularly
may lead to reduction in the organisation's
well-suited to companies facing significant
learning capability. Management should be fully
competitive and cost pressures. Today, it is a
alert to the fact that the decision to go for
proven fact that companies can reduce
outsourcing will most likely create internal
administrative costs, bring about greater
conflicts in the HR team and may also lead to
productivity, and enable faster responsiveness
disruption of the work culture. This is because
to business changes by outsourcing their
the motivation and morale of the employees is
greatest resource !
damaged as jobs appear to be lost. Irrespective
of whether the staff remains in the organization Anant Saraogi is a PGP’07 student, and
or is hired by the agency, the employees may can be contacted at u105006@ximb.ac.in
start feeling more insecure.

ññññ

Daylight can be seen through small holes, so little things illustrate a person's character.
 15

Inversion of Maslow's Theory of Needs

The Traditional Theory 'what a man can be, he must be'.

All of us are aware of the Motivational Inversion of Maslow's Theory
theory given by Abraham Maslow. He
hypothesised the hierarchy of the 5 levels of The theory put forward by Maslow sounded
needs : rock-solid in theory. But in reality what happens
is something else altogether. Let us look at the
1) Physiological: bodily needs
following situations :
2) Safety: emotional and physical security
a) "If I work for 12 hours, 7 days a week
3) Social: sense of belonging (achievement) then I'll be assured of my own
ability in this role (self-esteem). My colleagues
4) Esteem: internal and external self esteem
will begin to respect me and I will not be given
5) Self Actualisation: self fulfillment a pink slip (belonging)."
He suggested that each of these needs b) "If I lose 10 kgs and go from a size
get satisfied in turn as a person moves up in 16 to a size 10 (achievement), then I will feel
the hierarchy. Once our physiological needs of better about myself and will end up looking
food, drink, warmth, shelter etc are satisfied, better too (self-esteem). That way I'll be more
we look for safety and security. Once safety is acceptable in my group of friends and perhaps
assured, belongingness is looked for. then I will be able to regain the
In this pursuit, we look towards our lost romance in my marriage
family, society and other social (belonging)."
groups that we form around
ourselves. On being solidly
SELF c) "If I work very
ACTUALISATN. hard and get very good
anchored in our social
marks (achievement),
groups we begin to work
then my rank in the
towards achieving
class will go up
something that would raise
BELONGING (self-esteem). In
our external as well as
that way, my
internal self esteem. Finally
teachers and
we pursue the stage of
friends will admire
self-actualization where ESTEEM
me more
we try to achieve what
(belonging)"
our maximum
potential is and These are not
what we must
SAFETY theories, but real
achieve. As pointed life situations
by Maslow himself:
PHYSIOLOGICAL

When life hands you lemons learn to make lemonade.


which most of us face sometime or the other
in our lives. So, what is exactly happening here
in these situations? Here we see that the sense
of belonging, which we so crave for, is actually
arising out of the self-esteem that we are
developing for ourselves. Researchers today
feel that achievement and mastery, rather
than belonging, are the primary if not the sole
precursors for self-actualisation. Belonging has
been transformed from an unconditional need
and right of all people into something that
must be earned, something that can be
achieved only by the "best" of us. Often, it
also drives us to perform our best in order to
raise the self-esteem bar, and this gets linked
directly to our social status and belonging
factor.
In this context, the way school curriculum
is designed comes under a lot of fire. American
researchers say that the inversion of Maslow's
hierarchy of human needs can be seen very
clearly in the way their education system works.
They say that the school curriculum and
the structure are based on the premise that
children who come to school have had their
physiological and safety needs met at home.
Thus, upon entering school, students are
óóóó
He who would have no trouble in this world should not be born in it.
16
immediately expected to learn curriculum.
Successful mastery of academics and school
exercises is expected to foster the children's
sense of self-worth. This in turn, will enable
them to join the society as "responsible
citizens." In other words, children are required
to learn their right to belong.
So, Maslow's hierarchy of needs would
appear to be something like this.
Keeping this in mind, it becomes fairly easy
to understand why youngsters who see
themselves as incapable of achieving excellence
develop a belief of personal unworthiness. They
lose all hopes of becoming worthy of any cause.
Understandably, many drop out of schools
because they are not able to develop a feeling
of belongingness there. They often enter other
fields where they feel they might be valued
more.
This dimension of Maslow's principle will
help motivational analysts to have a deeper
understanding of not only teenage behaviour
but also human behaviour in general. It could
also go a long way in understanding anomalies
like work holism better.
Dipali Sarangi is a graduate of XIMB’04
and can be contacted at
sarangidipali@yahoo.com
 17

Tracks

A group of children is playing near two case, he might be sacrificed, with no one
railway tracks, one still in use while the other shedding a tear for him. And such things happen
is dilapidated and unemployed. Only one child regularly in what we call our 'Society'
is playing on the disused track and the rest on
It gives us the sense of importance of one's
the operational track. The train comes, and you
life. The only thing to remember is never to
are just beside the track interchanger. You can
give up or compromise your integrity under any
make the train change its course to the disused
circumstance. Many people loose the fire within
tracks and save most of the kids. However, this
themselves when they are pressurized. Yet a
means that the lone child playing by the disused
few hold on that fire and move on, knowing
track will be sacrificed. Or would you rather
that fire is not to be betrayed, learning it how
let the train go its way ?
to give it shape, purpose & reality. These are
Picture the above scenario in your head. the men that 'Society' has destroyed from time
Now, let's take a pause to think about what kind to time, for not compromising on their true
of decision we could make. Most people might integrity.
choose to divert the course of train, and
When I first read the article, I thought for
sacrifice only one child. You might think the
a while and decided not to change the course
same way. And that's exactly how the majority
of the train, because the kids playing on the
will think initially, because to save most of the
operational track should have known very well
children at the expense of only one child is a
that track was still in use. Also, they would
rational decision most people would make,
probably try and save themselves if they heard
morally and emotionally. But do you realize that
the train's sirens. However, if the train is
the child choosing to play on the disused track
diverted, the lone child would definitely die,
has in fact made the right decision to play at a
because he'd never think that the train could
safe place? Nevertheless, he might have to be
come over to that track! However, in a
sacrificed because of his ignorant friends who
democratic society, a politician should by all
choose to play where the danger is.
means garner the support of the majority. To
This kind of dilemma happens around us sacrifice one far-sighted visionary is only one
everyday; in the office, community, in politics vote lost, but to sacrifice the ignorant majority
and especially in a democratic society. The may cost politician his majority support.
minority is often sacrificed for the interest of
So to play safe whatever decision you
majority, no matter how foolish or ignorant the
make, my dear friend, choose not to stay away
majority is, and how far-sighted and
from the crowd.
knowledgeable the minority is. The child who
chooses not to play with the rest on the Bimal C. Mehta is a student of PGP’07,
operational track gets sidelined. And in this XIM B and can be cont act ed at
u105070@ximb.ac.in

ÿÿÿÿ

Between saying and doing many a pair of shoes is worn out.


Ek Mahine Baad
One of the most influential aspects in our
life is experience. Good, bad or ugly, every
experience is a learning one like it is said
experience is the best teacher. The more the
nuances the better it becomes so was the case
with my first few days at XIMB. Although it has
been just about a month it feels like we know
XIMB from quite sometime. At least my experience
with XIMB is a special one. It is something that
will be cherished by me for years to come.
After slogging it out for almost a year, giving
innumerable entrance tests, seemingly endless
interviews and finally getting into XIMB has been
a fascinating journey. But on entering the gates
of XIMB we felt as if we have suddenly been
jolted back into real world, after a long
hibernation from reality. However slowly that
sinking feeling soon gave way to the excitement
of entering a completely new world, and entering
for the first time the hallowed walls and
classrooms where we would become MBA's
(Hopefully in two years). As a fresher, walking
into an MBA college for the first time with horror
stories of sleepless nights, surprise quizzes,
never ending assignments and many more told
to me, what I have experienced is that everything
told to me is almost coming true. Never before
have I stayed up entire night studying for quizzes
or completing an assignment but this has
occurred with amazing regularity at XIMB. But
that is true for any MBA college, not only XIMB.
But than what comes next is what makes XIMB
different from any other B-School.
The regular activities began with the
orientation program where the teachers &
various senior professors tried to put the spirit
of XIMB across us by conducting various games
& fun events. Once I chose XIMB I was
anticipating purely academic schedules with very
little room for extra-curricular activities, to my
òòòò
Experience is the name everyone gives to his mistakes.
18
surprise I was proved wrong. The real fun began
with the 'official interaction sessions' between
the seniors & juniors. The activities continued
with seniors organizing a 'Parichay' for us and
also our first JLT. For the first time we witnessed
the spirit come alive, the spirit of XIMB. We
danced & boogied into the wee hours of night
without caring about anything going around us.
Later on it was time for us juniors to build
our 'Sambandh' and show that we too were
not less when it comes to personifying the real
spirit of XIMB. 'Sambandh' became a success
and was the first stepping stone to the
interaction with our seniors which had just
begun to get more casual and friendly. After
that various activities continued from LAN
gaming to mind boggling quizzes to exciting
birthday parties. The spirit just started
roaring.
But there is one thing about XIMB as a B
School-an emotion, an atmosphere. Let us take
our seniors for example who form various
committees and organizations. There were so
many of them. Even we were astonished to
see so many of them working on different
parameters and different objectives. Their
awareness drives and seminars were in full flow.
When they spoke, it wasn't just to attract
attention; it was to touch people, to make us
aware of the great amount of talent that
existed within the walls of this B-School. It was
tough for us to make up our minds when there
was so much to choose from.
Whether it's the friends that I have made
over the past few days or spending sleepless
nights doing assignments my first few days at
XIMB has given me a taste of what MBA and
next two years will be like. There is a grade to
see success, there is a scale to measure effort,
but there is no scale to measure spirit -the spirit
of XIMB.
Bimal C. Mehta is a student of PGP’07,
XIM B and can be cont act ed at
u105070@ximb.ac.in
 19
"The X Effect - Jhabier Speaks"
"Zindagee maut naa ban jaaye sambhalo
yaaro", this is all what I interpreted from the
messages in shout box of ximbians.com(Take a
note it is not zimbians.com).Only 4hrs of sleep,
may be continuous night outs, daily
assignments, quizzes, deadlines, classes at
timings when the whole city sleeps, sleep at
time when in class only professor is awake. As
an engineer, I never agreed that stress of studies
can go to such an extreme. I felt all seniors are
trying to scare us and end our story. Nay, it was
from here that story actually started.
Elite-2007, Hannibal, YaDaV rAi ArOrA and
Hero2007 were the main characters already
chosen for the upcoming extravaganza for next
two weeks. All was well staged from "Can you
hear him at the back", "Give your mobile and
watches", Coming Soon - Water, "Introduction of
all of us with some eXcellent remarks", "Ek Do
teen Chaar - Band karo yeh atyachar". I felt no
hesitation in appreciating all my seniors for
dropping most of the intolerable processes made
by their seniors and had the chance to give my
view that some were still being carried forward.
Kudos to all seniors for managing all this with
ease despite of some difficulties. But who made
this easy process a difficult one? Presenting "Elite-
2007" - the batch of 2007.All the acts of batch
were those required to be a manager. Batch who
has all the keenness to revert the XIMB Culture
and started with changing culture of city itself
(Risk taking capability of good
managers).Initiative was taken by first proposal
to rename "Xavier Square" as "Bamadev Square(A
Brand which became an icon)".Whether it was
presentation of XSYS,XFIN,XIMAHR or a CEO talk
many of us made sure to complete all the sleep
in rooms during this time(Future Planning-
ññññ
It is a great ability to be able to conceal one's ability. - Francois de La Rochefoucauld
Sleepless nights coming soon),Presentations
where T-shirt was on priority rather than other
queries(Giving apt importance to Packaging is
must),Splitting of the XSYS fee in three easy
installments was worth appreciation (Financial
decision to be taken with care),Cultural programs
in the Sambandh (Product for low end as well as
high end customers),Birthday celebration where
Bhaktee, Baba and Bamadev are discussed more
than the Bday boy/girl(Brand Promotion in masses
at right place, right time and amongst right
people),Posters which have the innovative minds
being expressed(Customer is the one who can
make or break you). My Jhabier experience speaks
that - It requires lot of guts to be Class
Representative of any batch of XIMB. Special guts
to be CR of "Elite-2007".Being a CR of "Elite-2007"
gives you an opportunity to act as free gift under
the "Celebrate one get one free" scheme. Class
is the best place to sleep until you are not caught
red handed. Worst speakers can also become
CEOs. Any place outside XIMB mess is worth eating.
You have to be physically present at every Birthday
(Our statistician on hunt for absentees).Roll Call
may happen anytime, anywhere. In JLT people
behave Just Like Teetotalers - Thanks to SAXIM
members for optimum utilization of water.
At last there is no dearth of talent in our
XIMB community, it will get unleashed with the
passage of time. We already are managers (after
managing to get into XIMB); I can foresee that
two years stint at this place would add lots of
value to us and make a "Good Manager" out of
us. But we have to wait as "X (Xavier)" effect
has just started.
Vinit Puri is a student of PGP’07, XIMB
and can be contacted at
u105119@ximb.ac.in

Summer Training - an enriching experience
A glimpse of the corporate life, new
friendships, learning, earning, a lot of toil &
sweat and even more fun - this is what my
summer training was all about.
The two months at Polaris Software, Chennai
was indeed a learning experience. It helped me
in getting a good flavour of the corporate life -
the deadlines, the hierarchy, inter-departmental
coordination and what not. With a project in
Mortgage & Lending, I was exposed to a new field
and the project encompassed a few different
facets enabling me to have a wider view of the
Mortgage Banking industry in US. But apart from
the project, there were so many things like the
work culture, the flow of information etc. And
then, it's just not about the functional skills, it's
also about the people skills-dealing with people
at different levels in the organization. Rightly
said, if you can't manage people, you can't get
anything done.
I can still recall the way my Practice Head
used to motivate his team - the patient and
emphatic listening that he gave to their
problems, the belief that he showed in their
capabilities, his own dedication and the smile
on his face would make the team more than
willing to perform and excel. Little wonders,
our team was the proud winner of 'Lakshya'-
Team Excellence Award last year. Being part of
such a team was both challenging and enriching
as there were high expectations from me and
thankfully I could live upto them.
There were a number of other interns in
Polaris and I could make a few good friends. It
was good exchanging thoughts on different
óóóó
Restlessness is discontent--and discontent is the first necessity of progress. Show me a thoroughly satisfied man
and
I will show you a failure. - Thomas Alva Edison
20
topics, knowing about their institutes. Along
with work, I had a lot of fun too. On certain
weekends, we used to explore places in and
around the city. The Pondicherry visit was
indeed a memorable one. The serene Aurobindo
ashram, Auroville (the universal town having soil
of around 128 countries), Matrimandir were
indeed a treat to the eyes.
And then staying in a new city, a new
culture was an experience by itself. It makes
you more adaptable and flexible, understanding
and appreciative of India's diversity. I believe
Chennai is a metro which is unique in the sense
that it has been able to preserve its value
system. The respect for women, special
arrangements in public transport system, etc.
offer a lesson or two for the other cities.
Among other things, interacting with a few
alumni during alumni meet preparations was
good. It was great to know that many of them
hold key positions in the industry and cherish
this bond called XIMB.
This training led to a few other lessons.
Firstly, the need of being more careful as I
managed to leave my guide's book in a bus, but
thankfully got it back too. Secondly, not to
stretch myself each time, else people start
taking it for granted, an important learning
during my training.
Thus, on the whole, it was a wonderful and
enriching experience.
Sapna Mohata is a student of PGP’06,
XIMB and can be contacted
sapnamohata@yahoo.com
 21
Making most out of your Summers
It was the beginning of April. I reached
Kolkata amid intense heat wave sweeping all
parts of India. There were so many things
crossing my mind-how things will work, what
project will be assigned and how will I manage
my time so that I can also catch up with my first
year's subjects. But one thing was absolutely
clear and that was: to do a very good work. I
was introduced to the project the very first day
in office. The topic read "Strategy for import of
1 million tons billets". Having no background in
metallurgy, I had no inkling what "billets" meant.
And when the project guide, a very senior person
in TIL told that it is one of their dream projects-
I awkwardly felt both elation and tension.
Though the guide was an excellent person,
my mentor turned out to be a tough guy to deal
with. I used all my PR skills to first win his
confidence because his help was very important
in successful completion of my project. But it
turned out to be an exercise in futility. Not
losing hope, I jumped into my project's
secondary data collection. I collected some very
interesting information in a couple of days. I
showed my observation to both my guide and
mentor. Not only were they impressed, their
(read my guide's) confidence also grew a lot.
Data collection was a real challenge but I
managed to seek help of some key people in
iron and steel industry. The top management
at TIL was also becoming aware of my efforts.
Then one day, top management announced that
I will be given a free trip to Bangkok if project
is able to make some business. I must say this
changed the course of my project. From a plain
strategy project, it became a real life business
project. But I wanted this very challenge.
ÿÿÿÿ
We judge ourselves by what we feel capable of doing, while others judge us by what we have already done.
I stepped up my tempo. Getting
information out of my guide was increasingly
becoming difficult both due to his nature and
busy schedule. I kept on trying and talking to
him because he was an expert in the field of
billets. I got permission to visit different iron
and steel hubs. It was great experience for me
as I interacted and negotiated deals with owners
and MDs of different rolling mills on behalf of
TIL. And remember that each deal was worth
more than Rs.5 crore. My way of collecting
information for my questionnaire was also
different. During the course of discussion for
prices we (TIL) were offering, I asked all the
questions relavent to my questionnaire. People
who would never give time for such
questionnaire were willingly giving answers to
my questions. This way the data collection for
the other part of my project i.e. Strategy was
very genuine. I was able to convince some mill
owners for doing business with us and when
everything looked all set for my making Bangkok
trip, global steel prices crashed. I could not
make any deals, but the way TIL was introduced
to them by me, they will definitely try to do
business with TIL once price stabilizes.
My efforts were applauded when I presented
my findings of the study to the top management.
My hard work of two and half months did not go
in vain. I learnt a lot in dealing with people and
also a few tips on negotiating. I firmly believe
that summers should be used properly. It should
never be thought as one burden. Rather if hard
work is put in, you get both knowledge and
success like no other course within the confines
of business schools can give.
Aftab Hussain is a student of PGP’06,
XIMB and can be contacted at
u104064@ximb.ac.in
- Henry Wadsworth Longfellow

What they never teach you at any school
When in school, used to wonder why we
had to wear a uniform to our school everyday.
It was such a drab affair, all the students dressed
in the same way. Every where you see it's the
same colour. The joy of getting into college life
was amplified by the fact that finally I had the
freedom to wear the kind of clothes which I
thought helped express myself better.Years
later, I see my niece going thru the same kind
of feeling when she asks me why she has to
wear the same kind of dress to school everyday.
Luckily for me, it can be really embarrassing
at times when you have no answers for the
questions the young ones ask, I had an answer
for my nieces question. I told her it was one
way of inculcating discipline in the children.This
would definitely be helpful for her when she
grows up.
Its been around a month and a half since I
left the organization where I was working for
almost two years before I left to join XIMB.
When I look back at the time I spent there, from
the time I started to the time I left the place, I
realize the world of change that I went
underwent personally as well as professionally.
Through this article I try to communicate to all
of you, what I think were my major learnings
during the two years I spent there.Will try my
best not to bore you and yet punch in as much
points as I can.
"Customer Delight" lets not restrict it to
our customers alone :
I guess one thing that you learn in any
organization in today's world is that the
customer is the king. We have to go out of our
way, deliver beyond customer expectations to
delight them. I'm sure many of us (given that
Heroes may not be braver than anyone else. They're just braver five minutes longer.
22
this year we have a batch with many people
having good amount of industry experience)
would have really lived the advice. The one
additional thing I learnt from a colleague of
mine (almost all my learnings have been
courtesy words of wisdom from some of my
senior colleagues) was to not just restrict it to
our customers, but to extend it to our superiors,
colleagues and subordinates.We have all had
times when we made commitments to our
colleagues at work and not able to keep it.
However, if the commitment was made towards
a customer, you would have gone the extra mile
to make sure that we keep it. It was one of the
most beautiful lessons I learnt and one of the
lessons which got me the most return (A happy
boss can be a good investment)
We all have to go thru relations which are
not the kind we ask for :
Another of the wonderful pearls of wisdom
which I picked up from a colleague of mine who
had quite a lot of industry experience.The
analogy he gave me was the best. I think that
helped me put a lot of things in perspective. I
hope it works the same with you. I had a
colleague who was having some problem with
the person whom he was working with on a
project and I happened to be around when they
were discussing the issue. The senior colleague
while trying to ask him to adjust with the person
just gave him the example of how when we want
to get into a relationship with someone or are
already in a relationship with some one, we
deliberately overlook the shortcomings of the
person.This we do coz we want to have a
healthy relationship with the person .We want
the relationship to grow. Similarly, if at work
- Ronald Reagan
 23
we see there are a few short comings in the
person we are working for or working with, do
we put in the same kind of effort? Most of the
times the answer to that question is “No”. Given
that we spent so much of our time at work with
our office colleagues, I think being a bit flexible
really helps us thru that part of our life. This is
again another principle I put to use at work with
amazing results.
The Boss is Always right …………but do you
think sir we could do this also ?
I have heard this often said "The Boss is
always right". I joined the industry with the
attitude of a rebel. I would really stand by my
viewpoint and try to push it , even if it was not
what my boss said. Six months into the job I
realized that I was not going anywhere with this
attitude. A little bit of introspection, and help
from an experienced colleague, and I know what
I was missing out on.You have got to be flexible
when you are in a work environment and
working with teams. It is not that you will
always get it right. But it is also not that your
boss will always get it right. Using a bit of theory
number two and loads of flexible attitude could
just be the answer, as it proved out to be in my
case. The point in such cases in not the degree
to which you disagree with your boss, but how
you present you views infront of your boss. A
lesson which takes some time to learn, this is
one lesson which I had to leave half way. But
must tell you, have seen some of my colleagues
put it to use in ways that amazed me.
I could go on and on about the other smaller
things that life at a professional organization
has taught. However, to stick by the promise I
made at the beginning of this article of not
boring you with lots of Gyan, I would end the
article here. I am sure there are many of you
who would either agree or disagree with the
What counts is not necessarily the size of the dog in the fight--it is the size of the fight in the dog.
points I have highlighted above.Just like in any
work place, you have some people who agree
with you and some who do not. The trick is in
how best you work with both the kinds.
Jobin Jacob is a student of PGP’07,
XIM B and can be cont act ed at
u105082@ximb.ac.in
òòòò
Job Evaluation Dictionary Joke
1) EXCEPTIONALLY WELL QUALIFIED: Has committed no
major blunders to date
2) ACTIVE SOCIALLY: Drinks heavily
3) TAKES ADVANTAGE OF EVERY OPPORTUNITY TO
PROGRESS: Buys drinks for superiors
4) INDIFFERENT TO INSTRUCTION: Knows more than
superiors
5) SPENDS EXTRA HOURS ON THE JOB: Miserable home
life
6) KEEN SENSE OF HUMOR: Knows lots of dirty jokes
7) VERY CREATIVE: Finds 22 reasons to do anything except
original work
8) BLAMESTORMING: Sitting around in a group, discussing
why a deadline was missed or a project failed, and
who was responsible
9) ASSMOSIS: The process by which some people seem to
absorb success and advancement by kissing up to the
boss rather than working hard
10) SWIPEOUT: An ATM or credit card that has been
rendered useless because the magnetic strip is worn
away from extensive use
11) OHNOSECOND: That minuscule fraction of time in
which you realize that you've just made a BIG mistake
The Real Meaning Behind Job Descriptions
12) "COMPETITIVE SALARY"
We remain competitive by paying less than our
competitors.
13) "JOIN OUR FAST-PACED COMPANY"
We have no time to train you
Revised Company Exercise Program
- Dwight D. Eisenhower

Restive ruminations
Its six o'clock in the morning when I
board the rickety bus for Majholi from
Jabalpur. Majholi is a small village with a
population of approximately 10,000 in
Madhya Pradesh. It happens to be just one
of many villages that I have been visiting
as a part of my summer project.
I grab a corner seat and within no time
the bus is teeming with the motley crowd.
By the time the driver relents to move (after
much exhorting by the passengers) the bus
resembles a pack of sardines. Breathing
seems to be an effort; the putrid smell is
something which I have got used to by now.
As the bus moves, the gush of the frustrated
summer wind is a respite.
Within an hour of voyage we hit the
kutcha roads. Well to be an optimist I would
call it a joyride as the bus veers and steers
to avoid boulders and pitfalls. The children
seem to like it; I can't help deliberating the
fact that we are still a third world country.
In housed in the bus is a marriage cluster.
They are bubbling with enthusiasm,
screaming with delight. The joie de vivre is
infectious, you can't help but smile.
As I am looking outside the shambolic
window, my mind is grappling with myriad
thoughts. I can't help but wonder what life
are these people leading. Are they happy
ññññ
Most people would succeed in small things if they were not troubled with great ambitions.
24
or not ? Do they want more? What would
be their aspirations? Who would they want
their children to be? What makes them
happy, what makes them sad ?
Somewhere inside I know there are no
answers to these questions. Somewhere
inside I know that I don't want the answers.
Yet I cogitate.
I don't want the readers to sympathise.
I just want them to realise that it is a
different world- a world which you and I
have never experienced. A world where
aspirations are never realised, yet they do
exist. Their dwelling for us is: the bottom
of the pyramid, the rural segment, the
undernourished, and the underprivileged
sector. For them its life, it's all that they
have.
As the bus passes a small demented hut
before reaching my destination, I see a
small child running behind it excited by the
murky smoke and the trail of dust
generated. They say "In dreams begin
reality"
I wonder what his dreams are and would
they ever be real.
Neelabh Tripathi is a student of
PGP’06,XIMB & can be contacted at
u104032@ximb.ac.in
- Henry Wadsworth Longfellow
 25
“Demystifying Assessment Centre”
An approach Towards Talent Identification
The highly competitive business
environment requires the availability of
competent persons for various critical roles.
There was a time when businesses were more
interested in the surface traits or competencies
of the people but the present realization in the
corporate world is the deep seated or the core
competencies, which are more important for
superior performance. An Assessment Centre is
a methodology for acquiring accurate
information about the present competence and
future potential of employees against pre-
determined competencies. An essential feature
of the Assessment Centre method is the use of
situational tests to observe specific behaviours
of the participants. It uses a series of job-
related exercises and simulations to measure
competencies essential for the present or future
job assignments. What is special about the
Assessment Centre method is the way various
individual assessment procedures are used in
combination with each other. It is generally
accepted that amongst all selection methods,
the Assessment Centre approach is the best
predictor of future job performance.
In 1930s, the German Army was first to use
Assessment Centres for the selection of their
officers followed by the British Army and the
US Office of Strategic Services. Industry took it
in 1956 when AT&T tried it out. Assessment
centre in India started sometimes around 1974-
75, when L&T, Crompton Greaves and Ballarpur
Industries tried it out for promotion purposes
but it did not break much ice due to one reason
or the other. It is only after the liberalization
in the 90s that interest in assessment centres
Some are born great, some achieve greatness, and some hire public relations officers.
got renewed. Today more than a dozen
companies have established assessment centres
and many other are exploring the same. Some
of these names include Aditya Birla Group,
Cadburys, Castrol (India), Glaxo, Eicher,
Escorts, Grindwell Norton, J&J, ONGC,
Mahindra & Mahindra, RPG Group, Jet Airways,
Sail, Siemens, TISCO, Wipro, Wockhardt and Dr.
Reddys' Laboratories. To start with, exposing
top management to assessment centres is the
best thing to do, because it is most important
to have competent managers at top level. Top
management promotion in various organisations
is a good example of this approach, where top
management team is selected through an
improvised assessment centre. Leaderless group
discussions and interview are conducted and
assessment is done by the experts from
management besides the top functionaries of
that organization.
Breaking Myths - Approach To Assessment
Centre
Let us first understand the steps involved
in moving towards the assessment centre
approach for promotion. The first step involved
is the competency mapping, which is the
process of identification of the competencies
required to perform successfully a given job or
role or a set of tasks at a given point of time.
Competencies are the skills, areas of
knowledge, attitudes and abilities that
distinguish high performers. These are
characteristics that may not be easily
observable, as it exists 'under the surface'. The
reason why competency mapping is essential is
- Daniel J. Boorstin

because we need a clearly defined
organizational structure to function effectively
and also to have well defined roles in terms of
the KRA or the activities associated with each
role. It is useful to map the competencies
required for each role and also generic
competencies should be identified for each set
of roles or levels of management. While most
of the organisations have the system of KRA in
the annual reporting exercise, its basic
objectives have lost direction over the years.
One of the reasons could be the lack of
education to the reporting and reviewing
officials and also the lack of periodic review of
the system. Such organisations also have the
system of capturing the behavioural
competencies. Both the KRA and attributes
based appraisal requires some fine tuning in
terms of current market trends, where
performance can not be lost sight of by putting
colloquial jargons.
The process of competency identification
is not very complex. One of the methods is to
simply ask each person, who is currently
performing the role to list the tasks to be
performed by him one by one, and identify the
knowledge, attitudes and skills required to
perform each of these. The next step is to
consolidate the list and present it to a role set
group or a special task force constituted for
that role. Editing and finalizing the list is the
last step. Alternatively, one can appoint a task
force for each role. The task force should
consists of some current incumbents of that role
who are performing it well, the reporting and
reviewing officials of that role, some of the past
role incumbents who have successfully
performed that role. The task force must consist
of one or more members who have some
understanding of the competencies and the
nature of competencies. Most professional
At twenty, we don't care what the world thinks of us; at thirty, we worry about what it's thinking of us;
at forty we discover it isn't thinking about us at all.
26
managers should have this competence. If they
do not, it is easy to acquire by reading few books
or by attending relevant workshop. It is
pertinent to note here that competency
mapping already exists informally in our
organization, we only need to fine tune the
system in terms of modern management
concepts. The competencies can always be
updated once the base data are available.
Competency mapping is essentially an in-house
job. Consultants can at best give the
methodology and train the managers and HR
staff. Consultants cannot do competency
mapping all by themselves because no
consultant can ever have all the knowledge
required to identify the technological,
managerial, human relations and other
conceptual knowledge, attitudes and skills
required for all jobs in an organization. Where
the consultants are excessively relied upon, the
data generated are likely to enrich the
consultants than the organization.
The next step involved is competency
assessment which is evaluation of the extent
to which given individual or a set of individuals
possess these competencies, required by a given
role or a set of roles or levels of roles.
Assessment centres use multiple methods and
multiple assessors to assess the competencies
of a given individual or a group of individuals.
In order to enhance objectivity they use trained
assessors and multiple methods including
psychometric tests, simulation exercise,
presentations, in basket exercise, interviews,
role-plays, group discussions etc. The methods
to be used depend upon the nature of the
identified competencies. To be called an
Assessment Centre, the process must have all
the required elements of job analysis, multiple
assessors, multiple situational exercises,
behavioral reporting and integration by a team
 27
of trained assessors or by some statistical
method that has been properly developed.
Profile of Assessors
Not mystical, nor magical, mental
measurement is serious business. International
agencies have stringent rules and certification
procedures for procurement, administration and
use of psychometric tests. The primary role of
assessor is to collect and record data on the
performance and views of the participants
during the assessment. They also collate and
interpret information about the abilities of the
participants. The assessment of behaviour is
essentially a four-stage process - Observe,
Record, Classify and Evaluate (ORCE). As
assessment decision about the performance of
participants are based on observation and
recorded evidence, the accuracy of the data
produced in an assessment centre is heavily
dependent upon the skills of the assessors.
Ideally, it is always better to train senior
managers as assessors for the assessment
centre, as they have a better idea of the job
and competencies required for it. There is no
harm in seeking the help of the consultants,
particularly for the higher level in the
organization, when general management
dimensions are required for the job. Most of
the organizations prefer the services of certified
assessors as certification is an expensive process
and also due to the fact that external experts
come without the extra baggage to the
organization. However, it is imperative to
develop an in-house understanding of the
procedures and evaluation techniques involved
óóóó
The world is divided into people who do things and people who get the credit. Try,
if you can, to belong to the first class. There's far less competition. - Dwight Morrow
in the assessment centre for follow up and
facilitations. With this in house understanding
of the system, a suitable check mechanism can
be put in place. It is important, as arbitrary
selection and improper use of psychometric
tests could lead to selection errors. The
organizations, which have put in place the in-
house assessment center, are using it both for
recruitment/ promotion and also for the
development of its workforce through suitable
training interventions.
Sustainability will be the key for credibility
There are many methods available for use
in assessment centres. Some of them could be
more objective but more time consuming and
more expensive. While multiple assessment
leads to objectivity, using too many methods
would also increase sophistication, costs and
time investments. Appropriate choices should
be made depending on the advantages and
disadvantages of these methods for the
organization. Another issue to remember is that
there is no such thing as a one-size-fits all tests.
Its success lies in using it as a validation
technique. The assessor must be willing to
commission a slew of tests that would validate
or invalidate one or more of the others. Before
taking the plunge, proper planning and clarity
of goal will be needed for the success and
sustainability of this unique concept. Myths are
to be broken to ensure sustainability, which in
turn will enhance the credibility of the system.
Mr. Arvind K. Jha is Chief Manager
(HR), SBI (Corporate Centre) and can be
contacted at arvind.jha@sbi.co.in

Competency Mapping : Driving a Formula1 car along a
potholed city road !
Every now and then a new HR term gains
currency. Some time back it was the 360 degree
phenomenon; currently it is competency
mapping. Since much water has flown since the
term first emerged, I do not wish to go into the
description of the whats and hows. Rather this
write-up deals with, in brief, the major hurdles
in way of smooth operation of a competency
model. There are many road barriers viz, system
exists in isolation, complex systems and
processes, lack of focus, addresses only present
needs, more emphasis on behavioural
competencies rather than a combination of
behavioural and technical etc. But here we shall
be addressing a few vital ones.
1. The 'softer' part is 'harder'
a) Soft part of competence
b) Hard part of competence
Knowledge Hard Skills
Behaviours
Learning is not compulsory ..... neither is Survival
28
You train the knowledge and skills part
through workshops, user manuals surfing on net,
hands on coaching and one of the most useful
ones - shop floor training - for manufacturing
organizations. But all psychometric tests viz;
MBTI, Thomas Profiling etc. notwithstanding,
training for attitudes still remains the greyest
of areas. Even outbound training, the latest to
hit the trainer's in-tray is being seriously
questioned because researchers are asking to
what extent behaviour exhibited in a simulated
environment be depicted in the workplace.
Thus, there is the issue of whether the support
necessary for exhibiting such behaviour is made
available to the specimen under the microscope
or not.
2. The Model : It is elementary, My dear
Watson
It all starts here. Which model do you
choose? A stand-alone or one linked to all other
HR Systems ? And if you are linking it to a crucial
HR System like, say, Compensation, how do you
ensure that the system is well-calibrated
enough to take care of even small differences
in competency? Do you base your model on a
mix of skill, knowledge and attitudes or only
on the attitudinal aspects, since the skill and
knowledge part are anyway filtered during
entry ? If you choose for a managerial quality-
model, apart from the difficulty of 'softer is
harder', you also have the unenviable task of
identifying the 'benchmarking behaviour' in the
organization.
 29

Identify top
Identify the process, finally has to have some outcome,
outstanding
performers
behaviour some end insight to remain active and dynamic.
Development for Development's shake does not
Build a
dictionary of
make any sense, unless you are tying
Model for
attributes
along with BIs
development/non-development to reward/
positions
Alternatively identify punishment or stagnation. Which brings us back
Functional and Dysfunctional
behaviour to the original chicken or egg problem.
Vs.
4. Missing the woods for the trees
Identify the unique
positions The National Training Laboratory, USA has
come out with a startling research finding. The
Freeze the model Identify the K,S, A s
most ineffective developmental tool is class-
room training comprising lecturettes and the
like. In fact, the perceived benefit is hardly
Map the levels
5%. The most effective tool is one-to-one
counselling or coaching, one that can give 70%
results. Fine, you say, you defocus on class-room
The catch is, if you are modeling a system training and re-focus on mentoring, coaching
on the lines of the first, there is a chance that and counseling. But whereas general mentoring
it may become too esoteric to work on; if you is OK, mentoring a subordinate for a specific
model it on the second, you are really not K,S or A is a different ball game altogether. Most
addressing the core areas/ attributes that give senior people do not have the time for it (many
rise to functional/dysfunctional behaviour do not have the will too!) and if they have,
how do you monitor a completely human
3. Assessment or Development interaction-based process and worse still, how
Most HR Managers are still do you evaluate the spin-offs from it ?
grappling with this issue. Once These and many other
you declare that the competency issues continue to tease the HR
model will be used for brains at work. The most usual
assessment, a certain caginess is panacea trotted out is, each
bound to come in. People have organization is singular and has
become more focus on to work on its model uniquely.
developing their perceive But that is easier said than done.
behaviours than developing in And probably can form the basis
the true sense of the word. of another write-up.
Going by that logic, it seems
Ms. Bobby Patnaik is
more rational to take up
Manager (HRD), NALCO
development. But the question
and can be contacted at
is, development for what ? Any
bobbypattanaik@nalcoindia.co.in

ÿÿÿÿ
Sometimes we stare so long at a door that is closing that we see too late the one that is open.
 30

Professional Ethics at workplace

When we talk of ethics it is better to start difficult to acquire the technical knowledge and
with a definition, Ethics is nothing, but the the cultural traits to the highest degree over a
application of our understanding of what is good period of time when the technical edge and the
and right. It is the human conduct in the light cultural outlook of all the competing players'
of moral principles. Moral principle may be narrows down the internal value system of a
viewed either as the standard of conduct that company may come to forefront in business
individuals have constructed for themselves or development.
as the body of obligations and duties that a
Ethics play a vital role in one's personality
particular society requires of its members.
and attitude to the outside world. A high degree
According to dictionary "Ethics" is the study of
of ethics can instill a positive value system in
morality. It is the discipline that examines one's
the group and can be a catalyst to success. In a
moral standards. It asks how these standards
project cycle many times problems have come
apply to our lives.
either due to ultra-demanding client or by some
Here we will discuss about ethics at work misunderstanding in coding. These are most of
place only. the time handled very tactfully through proper
HR Management and with the policy of "Proper
Business ethics has come to be considered
communication to proper person in proper time"
a management discipline, especially since the
birth of the social responsibility movement in Work ethics encompass a set of behavioral
1960. Many philosophers consider ethics to be norms expected from all employees in an
the science of conduct.
Attention to ethics in the work
place sensitizes leaders and
teams to how they should work.
Moreover, it ensures that when
leaders and managers struggle in
times of crisis and confusion, a
strong moral compass is retained
with them. Not to forget,
business ethics provides
numerous other benefits as well.
When the process of
globalization and developing
economy is visibly affecting our
values and ethics which are
comparatively rigid value system
and ethics.
Under the current
opportunities it is not very

A wise man changes his mind but a fool never will.

 31

organization. It is also the embodiment of the have long term implications in the growth of
core values on which the organisation has an organization.
evolved. Whether the issue is sexual harassment
This requires proper planning, inculcating
at the workplace or monetary mismanagement
and implementing a strong system of ethics
or misuse of e-mail, now most of the
within all the employees. The best way to
organisations are feeling the need to implement
implement it is definitely through a top down
an ethical code of conduct at the work place.
approach.
The success of any organization is
Most of the time the emphasis on
determined by the people and their attitude.
adaptation and implementation of work ethics
Of all resources of any business, it is the human
has been more for entry- and middle-level
element that counts for producing result. Their
professionals. It is however necessary for the
behavior creates work environment and that
top level to set the precedent. They are the
greatly impacts the business what is this
people who can motivate their subordinates.
behavior? It can be culture, ethics or moral/
Hence it is critical that the top management
values. Does it really contribute to
set the highest standards of integrity, honesty,
organizational growth? Does it translate into
transparency and respect for the individual."
practice?
The organization should take all the good
Machinery gets devalued or depreciated
business ethics across the globe and create one
with time and age but Human Resources
common code of conduct for them and be the
appreciate with age and experience. But they
change agent for the organization as well as
need to demonstrate their behavior in proper
for the country. Then in the true sense they
manner so as to produce the required result.
would be know as enlightened corporate
Human factor exhibits a myriad of traits and
citizens.
characteristics and there is no uniform pattern
of behavior amongst all the individuals working When a company displays strong ethics it
together. None the less, they can be grouped builds confidence amongst the investors as well
into distinct categories and can be analyzed in as in the customer. Half of the stakeholders
the light of underlying and guiding ethical through purely ethical behavior can always
forces. influence and bind the rest of the stakeholders.
When the employers and the employees behave
Here we will take the example of ethics in
ethically the investors and the customers will
a company. Under the umbrella of Ethics so
always be there to patronage.
many things come like character, integrity,
faith, self- control, perseverance, Simply put, in our context, work ethics is
contemplation, teaming, sacrifice, fortitude, doing the right thing in regards to - Associates,
truth, peace , knowledge so on and so forth. Investors, Customers and Society.

Given the background it is often felt that Shradha Padhi is Assistant Manager,
building an internal code of ethics to display a Satyam Learning Center-Bhubaneswar and
common organizational face to the world may can be contacted at
shradha_padhi@satyam.com
ÿÿÿÿ

You are not defeated unless you believe you are.


"De-Stress"
"Always fight for your highest attainable
aim but never put up resistance in vain.…"
- Hans Selye -
Where does happiness lies? Why we are not
happy? Are we not happy because something
goes out of our control at some point in our
life? Is there an external agency which facilitate
in bringing happiness in ourself? Can we able
to find a single solution for all these questions?
Most probably YES. And that is our perseverance
in inculcating a sense of positivism. Now the
question arises how to attain that positivism.
The following discussion will try to address the
truth, the eternal truth.
Why stress ?
Stress is an unavoidable consequence of
life. Without stress, there would be no life.
Stress has been around since Adam and Eve
were evicted from the Garden of Eden. But why
there is sudden fuss and fascination about
stress. The simple reason would be increased
downward effect of this in both professional
and personal life. Why it is so? The world has
become so dynamic and so much competitive
that each individual is striving for his/her own
existence. And while trying to make this
existence more and more enjoyable we invite
unnecessary and unwanted tension.
Where do we see our life now a day? Isn't
it happiness of self? But if we think
little bit deep inside we will find
that we feel happy when we are
surrounded by a pleasant
environment. If your neighbors are
always quarrelsome can you live
happily? If your family members are
Formal education makes a living, self education makes a fortune.
32
always having some problem can you live
satisfactorily ? So directly or indirectly all of
us want our society to have a pleasant living
.So why to be so ego-centric, why to be so self-
fulfilling. Can't we see beyond ourselves? Can't
we feel the happiness in others? Sure, We can.
And once we come out of this egoism and have
a sociable feeling, we can really enjoy the
existence.
Where Stress ?
Stress can arise in many contexts. So the
various conditions which results in stress can
be outlined as:
1. Role conflict (Own personality VS desired
personality in you)
2. Target oriented workload (Gap between
expectation by employer and deliverables by
employee)
3. Balance between professional and
personal life.
4. Competitive environment
5. Materialistic living style
6. Comparison with peers, colleagues,
friends etc.
So from the above discussion it can be
derived that all our worries, problems and
unhappiness are due to our inability to
understand the "self" in us. Though
it is easier said than done, however
this self-recognition is the essence
of life and this self-realization
would come sooner or later in one's
life. The sooner it comes the better
our life is. But the ultimate truth is
 33
that self-realization is "the mantra" for a
pleasant life. You can not escape from this trap.
This is also substantiated by The Maslow's law
of satisfaction in one's life.
The "Elixir" :
So what is the medicine and what need to
be the effective formulation of this medicine
to tackle stress? In one's work life, especially
in corporate world, it is obvious that one need
to work under pressure, both time, resource.
However how to enjoy that pressure? It can only
be achieved by attaining positivism in you. So
for a professional the first and foremost thing
is to develop this habit to keep one's energy,
the positive energy, alive forever. How to build
this positive energy in you? The simplest mantra
given by a lot of think-tanks is practicing "YOGA
AND MEDITATION". Before going deep inside this
small and easy concept, let us try to digest the
logic behind this small technique. When do we
enjoy any beauty or when do we appreciate any
good deed? We enjoy the beauty or appreciate
any good deed at that time when we make our
mind see the beauty or deed at that instant
and try to digest the positivism in it. If we think
of past and future at that time can we be able
to appreciate the truth in the beauty? Simply
NO,NO. So we need to discover the "power of
now". The past and future are nothing but mere
illusions.
This technique of meditation is based
on this truth. It is very difficult to understand
the nature of the mind because it has no
physical existence. It is very subtle as well as
hidden. But the existence of the mind can't be
denied, as many of our problems physical,
mental and psychological are the outcome of
our mental condition.
Mind exists in the body but it is distinct
from the body and organs. Mind can recollect
It’s always fun to do the impossible because that’s where there’s less competition.
past experiences, keeps thinking about the
future and experiences the present with all its
might and we do not have any control over our
minds journey.
'Dhyan'(meditation) is the study of deep
concentration, calmness and tranquility of the
mind. It is the study of attaining complete
control over ones mind. Meditation takes the
consciousness beyond conscious, sub conscious
& unconscious states to super consciousness.
Meditation is the process of discovery of ones
own self, Solve your own problems by calming
the thought waves of your mind, Develop your
own philosophy of life, Excel spiritually,
mentally and physically, Seek your truth, beat
stress, sleep good at night, live life to the
fullest, and most importantly be happy.
The practice :
Though there exists various types of Yoga
and Meditation techniques (eg. Sahaj Yoga,
Anand Yoga, Bhakti Yoga, Buddhi Yoga, Dhyana
Yoga, Agni Yoga, Transcendental Meditation,
Taoist Meditation, Guided Meditation, Biblical
Meditation etc.) we will not go deep into these
techniques. We will see how to adopt the
simplest approach, dedicating minimum time
possible. If everyday we can give 15-20 minute
for this, then in short span of time we can see
really the tremendous impact.
Why Meditation ?
n It is a complete science, which transforms
the Body-Mind complex in a positive direction
n It triggers a change from
l Negative health to Normal Health
l Normal health to Perfect Health
l Perfect Health to Increased Health
l Increased Health to Supreme Bliss
 34

n It increases the efficiency of endocrine See don't be panic or impatient if you can
gland system, nervous system, brain and not concentrate, it is obvious. You trying to be
other organs in present and trying to concentrate at some
n 'No Side Effects' therapy Helps in point is nothing but only called "meditation".
developing Your Personality And you will see after some days, what amazing
results it will bring in your life. You have really
n Offers a permanent Solution to Handle Stress
reaped positive energy in you, you have become
n Relieves Chronic Ailments
very much optimistic, and you have really
n Reprograms the Mind entered into a new way of life. Whatever
n Reduces Stress and Fatigue Levels disaster or trouble will come in your life you
will see how you are courageous enough to
Procedure : handle these, How you have nurtured control
1. In empty stomach (preferably) sit over your senses and emotion. It is not any
straight comfortably. imaginary concept or theory; it is a reality,
practiced, tested, certified and has become a
2. Close your eyes. trademark in modern well-being of the society.
3. Inhale slowly for four seconds. Uddeeptabh Mishra is a student of
4. Keep the breath inside your stomach for PGP’06, XIMB and can be contacted at
eight seconds. uditme@yahoo.com
5. Slowly exhale within four seconds.
6. Continue this process for around 5-6
minute. Don't be hasty. While doing this,
concentrate only on the process of inhaling and
exhaling.
7. After you finish this (Pranayam), Sit calm
in same posture for 5-6 minute. This is the
process of meditation.
8. In this whole five minutes try to be in
present. It is obvious that your mind will go
here and there and it would be very difficult to
concentrate, however don't be impatient.
9. Try to concentrate on one point
(imaginary), It is good if you can concentrate
in the rising sun. When your mind will fickle,
tell the mind-"Be here, Be in present, Be here,
Be in Present".
10. While concentrating in some point think
of only positive things in life, you will see this
thinking will really energies you.

If you’re not living life on the edge, you’re taking up too much space.
 35

THE ADVERSE EFFECT OF

PERFORMANCE APPRAISALS

Appraisals are considered as one of the tool for personal vengeance. Often bosses use
most effective tool of employee motivation in this to display their authority and satisfy their
today's time. It is not just a method of rewording ego. The problem is that the criterion used for
high performers, but also a medium for the feedback system for appraisal is
implementation of management policies .it mostly non quantifiable. It is highly
also gives an insight into company's policies, dependant on perception and
values and objectives. In India, software personal relation with the
companies started this trend in a bigger way employee. The measurement
though many traditional industries did have criteria like KRA (key result
some kind of appraisal system already areas) or KPM (key
in place. Now it is widespread and performance measures)
almost all industries award their can be misleading. For
employees through appraisals. example a person may
Salaries aren't viewed as a take a steep target and
motivating factor any more as may achieve 85% of it
employee's expectation from where as someone else
the organization is ever may take a relatively
increasing and they see easy target and may
salary as a part of their achieve 95% of it. The
return for their above conditions
contribution, not may be presented
as a reward. as a success as well
as a failure by the
In most of the
superior depending
i n d u s t r i e s
on his will. Moreover
appraisal system
most of the targets are the
is based upon the
departmental targets squeezed
feedback given by
down to individual level. So the
the superior for their
responsibility lies with the
subordinates. It is carried out in two stages,
departmental or divisional head for the
the immediate boss rates and some one above
fulfillment of these. Thus they make special
him reviews. They are called as rater and
arrangements for those who don't complete
reviewer. Some quantifiable parameters such
their target in time. Very often the appraisal
as key result area or key performance measures
reviewer who is at a higher position is not aware
are taken into consideration while rating or
of these instances. In such cases KRA or KRM
reviewing an employee, but it has been
doesn't become a differentiator between a good
observed that most of the time it becomes a
and an average performer.

A ship in the harbor is safe, but that is not what ships are built for.

One more thing which is prevalent in
industries is that many employees, no matter
how good they are at their job, aren't articulate
or vocal about that. They lose in the review
process. Those employees who can present
themselves well to their superior are often
considered as better performers than those who
actually are. Appraisals in such case acts as a
discouraging factor and many silent performers
quit the organization because of this.
It is generally assumed that the rater and
the reviewer have to fallow a normal
distribution graph while giving appraisal, which
means that they can't give good feedback to
all, and more importantly they have to give low
rating to few otherwise they are tagged as
either too lenient or too strict. Thus they often
give low rating to those who are less likely to
protest and again someone who is less vocal is
at the receiving end. This not only affects the
moral of the employees but also indirectly
encourages aggressive behavior within the
organization. If appraisals are based on
òòòò
If at first you don’t succeed then skydiving definitely is n’t for you.
36
individual target then it can do a lot of damage
to the cohesiveness of a group.
So does appraisal incur more damage to
the organization than help? In certain industries
it really helps but in most of the cases its effect
is negative rather than positive because the
feedback system is only one way. If it can be
made two ways which means not only superiors
but also subordinates can rate superiors for
their performance then many problems can be
solved. Though one can attach less weight to
the rating of juniors, still it will discourage
superiors to use this as a tool for satisfying
personal ego. Secondly no organization can
progress by facilitating individualistic approach.
The appraisal system must give higher
importance to the group target than individual
target so that there will be co operation and
harmony within the organization.
Binaya Kumar Patel is a student of
PGP’07, XIMB and can be contacted at
u105014@ximb.ac.in
 37

CASE Study — “The IT Engineer”

Abhinav (35 years) was with

TKP LTD for the last five years. His
close friend Vivek who grew up
along with Abhinav is puzzled when
ever he thinks of Abhinav. While
Vivek got already three
promotions, his friend has not
managed even one. Vivek had the
following to narrate.
Abhinav and Vivek are from the
same village. Abhinav is from a rich
family as both his parents were
working in Government departments
while Vivek is from a lower middle
class family and his father is a retail
seller of provisions and mother,
housewife. Both studied in the same
the seniors. Abhinav very ambitious too wanted
school. Abhinav was very good at studies and
to do many things and prove himself, to his
got good marks while Vivek struggled hard to
parents and his social set up. Within a short
get 60%. Both completed the schools and joined
time he discovered that his Department Head
for engineering in the same college near by.
was not an Engineer but has came up with
Abhinav could manage IT as he had good marks
experience. However some of his colleagues in
and Vivek could get only civil. Both completed
the department were Engineers. The HOD
the course and applied in TKP and were lucky
commanded respect from every one and many
to join the same organization as Engineering
projects were done within record time. Abhinav
trainees, Abhinav in Systems Department and
believed in going home exactly at five, though
Vivek in Maintenance Department. Vivek was
many others worked late to complete the
quite upset initially since he knew that the
projects. His department colleagues' discovered
career growth in Maintenance would be quite
that Abhinav was very intelligent and could
slow while in Systems it would be very fast as
solve problems very fast. He became the center
they could move from project to project.
of attraction in the department soon. Even the
Vivek who had to struggle all through did HOD took his views on many projects.
not give up and worked very hard with all the
Now after three months Vivek and Abhinav
people in the department. He took advices and
began to miss each other regularly as Vivek had
suggestions from his Department Head and all
to work in shifts and at times he did not have

Everyday is a gift, thats why they call it the present.

 38

Sunday as an off day. However, they kept
talking over the phones or once in a way
dropped into each other's office, home etc.
Abhinav took most of this initiative, as Vivek
had practically no time to spare, as he also had
to help his father in the provision shop. Abhinav
often pitied Vivek; "You will never enjoy life-
your fate is to struggle.
Six months passed… Abhinav slowly began
to realize that though he was appreciated well
by the Department Head and others, he
wondered how his colleagues got full credit for
their work though some of them were not
engineers and their contributions were quite
routine in nature. He also began to feel that
his HOD too was not "good enough". He slowly
began to laugh at others in the department and
could easily find fault with them. He began to
take this to his friend Vivek and his parents at
home. Both Vivek and parents ignored it as a
temporary complaint from Abhinav. Abhinav
slowly kept aloof from his friend and slowly
stopped sharing with his father the company
affairs. He thought to himself; "what father
knows other than moving some old files in the
department. He would come to the office, finish
of his work and get back to the room spent lots
of time in front of TV and books. He did not
find the meetings of the department meaningful
and considered it as a waste of time. Slowly
none of the project teams were keen to have
him as he would ridicule and laugh at any of
the ideas they put forward.
Abhinav was completing his first year and
was to be confirmed in his job with two
increments. In the group feedback the HOD
conducted none of his colleagues recommended
increment nor did the Department Head had
the urge to do it. He was confirmed and year
after year when ever his promotion issue came
up there were not enough reasons by which he
could be promoted.
Recently Vivek met Abhinav and suggested
with lots of pain; "why don't you look for another
job elsewhere as you are very talented and can
contribute much and grow in your career?".
Abhinav retorted; "what you know? You work
like a donkey in the shop floor. I made a
comparative study of other companies in the
city most of them do not know anything. It is a
waste of time to work with them, let me
continue here like this".
i) Case questions :- Identify the major three
problems in this caselet
ii) How would you help out Abhinav to make
him committed employee to the organization?
Dr. MG Jomon is Association Professor,
XIM B and can be cont act ed at
joe@ximb.ac.in

óóóó

Mail your Case solutions at ximahr@ximb.ac.in

Exciting prizes to be won !!!

Ashes to Ashes Dust-to-Dust, life is short so party we must.

 39
Answers : Lateral Thinking
1) The man had hiccups. The barman
recognized this from his speech and drew
the gun in order to give him a shock. It cured
the hiccups, so the man no longer needed
the water...
2) They were two of a set of triplets...
3) The man's horse was called Friday...
4) At the time she went into labor, the
mother of the twins was traveling by boat.
The older twin, Anthony, was born early on
March 1st. The boat then crossed the
International Date line and Kelly, the
younger twin, was born on February the
28th. In a leap year the younger twin
celebrates her birthday two days before her
older brother...
5) The heavyset man weighs meat...
6) For a few people there's no 'puzzle'
here, but most of us are so used to seeing
only male pilots that we too easily overlook
the obvious explanation: the pilot is the
boy's mother...
ÿÿÿÿ
The reward for a thing well done is to have done it - Emerson.
Invictus
Out of the night that covers me ,
Black as the pit from pole to pole.
I thank whatever gods may be
For my unconquerable soul.
In the fell clutch of circumstances
I have not winced or cried aloud,
Under the bludgeonings of chance
My head is bloody but unbowed.
Beyond this place of wrath and tears,
Looms but the horror of the shade,
And yet the menace of years,
Finds, and shall find me unafraid.
It matters not how strait the gate,
How charged with punishment the scroll.
I am the master of my fate,
I am the captain of my soul.
— William Ernest Henley
óóóó