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  • 2. EDITOR’S NOTE Mail Box Dear Ijaz Nisar I would like to express gratitude MAKING THE DIFFERENCE I appreciate your effort that you made in realizing the dream of over receiving Manager Today. The content is rich in information. publishing Manager Today. Its It’s appreciable. I am grateful to Almighty Allah who enabled me quality of content and lay out is so Ahmed Muneeb to bring the fourth issue of manager today to impressive. ________________________ your tables. The main focus of our team for con- I wish you good luck and success tent development of the magazine is related to in the project. A few days back I visited a friend corporate issues. We try to address corporate Prof. Khawaja Amjad Saeed of mine at his office. While we problems and their solutions so that our read- Principal were chatting about weekend ers may fit themselves more efficiently to their Hailey College of Banking & plans I got a glance at Manager Finance Today along with some files on Ijaz Nisar work requirements. Present day dilemma of ________________________ the table. The title on Emotional Editor-in-Chief work place harassment is a big deterrent to Intelligence appealed me a lot, progress. The cover story of this magazine com- I am glad to see that the maga- holding it I identified the pictures prises a detailed introduction to the causes, zine is doing well. I have been of Ramzan Sheikh and Arshad B. forms, and solutions of this problem. Inci- very impressed by the quality and Anjum thus it was irresistible to dences of work place harassment not only hurt the overall presentation of the leave the magazine there any- but also discourage women a great deal and magazine. Please accept my more. Till the next evening I had they feel highly dispirited to work with males. warmest congratulations. read almost half of the magazine. This notion mars the productive contribution of Best regards On Monday morning I called Man- a huge talent pool. To end injustices with Roshaneh Zafar ager Today office and ordered its President annual subscription. women the United Nations observes interna- kashf Microfinance Foundation In nutshell I loved the concept be- tional day for the elimination of violence against ________________________ hind this publication on personal women on November 25 every year. I hope for & professional development, its a sincere contribution of our society men to- I am in receipt of the latest issue content selection and also the vi- ward this cause and the removal of this blight of the magazine. It is a wonderful sual effects. I congratulate the from our society as well.The secrets of building and commendable effort on part whole team of the magazine be- outclass teams are also revealed in this issue. of the entire team. I congratulate cause such visionary publications While as per our policy you would get to read Mr. Ijaz Nisar as he has really are the need of our time. interviews including Dr. Faisal Sultan, CEO made the difference. Keep it up ! Dr Abdul Qaddus Saeed sarwar Shaukat Khanum Cancer Hospital, Rizvana COO Ittefaq Hospital, Lahore Operations Manager Ikram, Director HR Pearl Continental hotel La- ________________________ Delta Fibers Pvt Ltd. hore; from academia Dr. Irfan Amir, Dean FMS, ________________________ University of Central Punjab. Salam and hope you are well. I Stay subscribed to Manager Today contributing read the third issue of your mag- The zeal for improving existing sit- your valued suggestions, recommendations azine and I think it is a very com- uations plays a vital role in any and enjoy a must read cover story on “Job cre- prehensive and structured success story. ation through developing entrepreneurship” in approach towards effective man- Same is true with the team of the upcoming fifth issue. agement skills. Id like to congrat- Manager Today. A gradual im- ulate you on your enterprising provement in the quality of this efforts and hope that they bear publication is remarkable. the desired results. Keep it up to shine with distinc- Regards tion. Hassan A Sheikh Aftab HadeedINSPIRED? MOTIVATED? DID YOU LIKE WHAT YOU READ? If you find ManagerToday inspirational for the personal and professional development, do inform us. You can also contribute with your articles, suggestions and recommendations at: Email:, Website: Ph: 042 5792066, 042 5817048, 0323 4443482 Don’t forget to mention your full name, postal address and phone number on your letters.
  • 3. PCPB # 303-M MANAGER TODAYEditor-in-ChiefIJAZ NISAREditorial AdvisorSHAKEEL AHMEDEditorNABEELA MALIKArt DirectorFAIZ-UR-REHMAN COVER STORY Workplace Harassment a deterrent to progress Workplace harassment can have a significant negative impact on both people and businesses. 10 20DesignerSHAH JAHAN (SHANI) Breaking the silenceCorporate ManagerSONIA UROOJ The types of behavior constituting sexual harassment may vary in degree or severity. Its definition has one key element – the behavior is 14Operations Manager uninvited, unwanted and un-welcomed. ‘MUHAMMAD YASIR MANAGEMENTBusiness Development ManagerNASIR MAHMOODSales Manager Problem solving: a leadership difference The inability of leadership to perform its managerial responsibilities is the single most important 16HASEEB NISAR problem facing PakistanPhotographerKAMRANContributorsMASOOD ALI KHAN MARKETING To brand or not to brand? The key towards building a robust and clear personal brand lies in consciously working at it 18 28BAKHTIAR KHAWAJAIDREES QAMARSHAUKAT BRAHWALI MUHAMMADSHAHID NAFEESBILAL ILAHI WOMAN OF SUBSTANCE A very hospitable Rizvana Ikram 20 32DR. NOOR-UL-AIN FATIMABILAL QUTBQAISER ABBASSUMAIR ABRO GOAL SETTING Escape from abstract goals If our goals, our vision are important to achieve, them it is essential that we do more than just talking 24ATIF TUFAIL about then in abstract terms.Legal Advisor LEADERSHIPMUHAMMAD ZULFIQAR ALI BUTTARPublisherLEADING EDGE Servant Leadership Cash money is not the only thing that matters in life. Respect, recognition and satisfaction associated 32 with one’s job is more important than tangiblePrinter benefitsQASIM & NAEEM ART PRESSHEAD OFFICE MANAGERTODAYPL-20 SIDDIQUE TRADE CENTREMAIN BOULEVARD, GULBERG IIILAHORE 10 Commandments in Islam: HR Implications HR FOCUS All religions have put forth basic guiding principles or tenets for mankind to follow. 35Tel: 042-5792066, 5817048 These commandments have influence on theCell: 0300 4521298 outlook and behavior of individuals and groupsemail:
  • 4. 52 INTERVIEW 36 Dr. Faisal Sultan CEO Shaukat Khanum Memorial Cancer Hospital ECONOMY 40 Pakistan: a knowledge economy Building a knowledge economy is indeed a long process How to deal with getting laid off14 41 If you are a victim of your company’s layoff scheme just remember that perseverance is better than losing heart and giving it all up STRESS MANAGEMENT18 42 Stressed? try this ‘Desi’ prescription! Stress inherently is not bad. It is in fact one of the requirements that stretches our TRAINING 36 46 Mentoring Practices Mentoring offers valuable benefits to organization when implemented with a clear policy and practice framework. INTERVIEW ACADEMIA 48 48 Developing entrepreneurs is the need of the hour – Dr. Ifran INTROSPECTION42 52 Visualization We can use visualization as method for directly communicating with our mind. TEAM BUILDING 54 Secrets of building outclass teams Individual champions are less required in business today. HEALTH & WELLNESS 56 Migraine a sign of stress Migraine is common complaint of people working in high stress environment.
  • 5. 08 WISDOM CORNER quotable quotes They WORSHIP No worship or prayers are VISION One who takes lessons from intoxicate more sacred than fulfillment of obligations and duties. happenings of life gets vision, one who acquires vision be-themselves — Hazrat Ali (A.S) comes wise, and one who at- tains wisdom achieves with work Worship without knowledge and without abstinence merely ex- knowledge. — Hazrat Ali (A.S) so they hausts the body. — Hazrat Ali (A.S) wont see SUCCESS WORD Time has two days: one is for how they When words come from the you: the other against. Be not heart of anyone they find a place puffed up by success, and be pa- really are. in the heart of another, but tient in adversity. — Aldous Huxley when they come merely from — Hazrat Ali (A.S) the tongue they do not go any further than the ears. To be successful you have to be — Hazrat Ali (A.S) lucky, or a little mad, or very tal- ented, or to find yourself in a THE WORLD rapid-growth field. Surely whatever you possess in — Edward de Bono this world used to belong to someone else before you, and it PRAISING is destined for someone else One who praises you for quali- who will have it after you. ties you lack, will next be found — Hazrat Ali (A.S) blaming you for faults not yours. — Hazrat Ali (A.S) WISDOM A wise man needs every day an Dont work for recognition, but hour set apart in which to ex- do work worthy amine his conscience, and of recognition. measure what he has gained or — H. Jackson Brown, Jr. lost. — Hazrat Ali (A.S) WAR Be so subtle that you are invisi- It is a wise man’s part to obey ble. Be so mysterious that you his superiors, to respect his are intangible. Then you will con- equal, and to be just to his infe- trol your rival’s fate. rior. — Sun Tzu, (The Art of War) — Hazrat Ali (A.S) Wherever there is wisdom, there is fear of Allah and wher- ever there is fear of Him, there also is his mercy. — Hazrat Ali (A.S)MANAGER TODAY | October - November 2009
  • 6. 10 COVER STORY IJAZ NISARW orkplace harassment has the country like multinational companies punishable offence. The first bill man- been considered as a regu- and their relatively better rules & regula- dates every public, private or semi-private lar phenomenon in every tions. Fortunately on February 4, 2009, organization to have a code of conduct part of the world but in Pak- the Federal Cabinet also approved Pro- against sexual harassment at the work- istan it’s severer than other tection Against Harassment at Work- place and to constitute a three-membercountries because of many reasons: poor place Bill 2008 which is a major step committee to handle individual com-law-enforcement, low employment op- towards legislation related to protection plaints. It establishes the authority of theportunities and a culture of non-accep- of workers against violation of the funda- said committee and related major andtance of females in the workplace. The mental human rights to live with dignity minor penalties.situation seems to becoming better with The cabinet approved two bills making The second bill is an amendment to theadvent of equal opportunity employers in sexual harassment at the workplace a Pakistan Penal Code through Section10 MANAGER TODAY | October - November 2009
  • 7. 509A which defines sexual harassment wide range of behaviors that can have anand makes it a punishable offence. Al- adverse impact on the workplace healththough the bill awaits parliamentary ap- and safety of workers, other persons andproval, women in the country are hopeful thus the organizational as whole. Ha-regarding an improvement in their sta- rassing behaviors can range from subtletus. intimidation to more obvious aggressive However, there’s still a long way to go minimize workplace harassment to the Detailed below are examples of behav-employees be they men or women as iors that may be regarded as some of theworkplace harassment can have a sig- more common types of workplace ha-nificant negative impact on both people rassment. Examples include:and businesses, as outlined in the follow- l abusing a person loudly, usually whening sections. others are present; Meaning of workplace harassment l repeated threats of dismissal or 1. A person is subjected to workplace other severe punishment for no reason;harassment if the person is subjected to l constant ridicule and being put down;repeated behavior, other than behavior l leaving offensive messages on emailamounting to sexual harassment, by a or the telephone;person, including the persons employer l sabotaging a persons work, for ex-or a co-worker or group of co-workers of ample, by deliberately withholding or sup-the person that - plying incorrect information, hiding a. is unwelcome and unsolicited; and documents or equipment, not passing on b. the person considers to be offensive, messages and getting a person into trou-intimidating, humiliating or threatening; ble in other ways;and l maliciously excluding and isolating a c. a reasonable person would consider person from workplace activities;to be offensive, humiliating, intimidating l persistent and unjustified criticisms,or threatening. often about petty, irrelevant or insignifi- 2. Workplace harassment does not in- cant matters;clude reasonable management action l humiliating a person through ges-taken in a reasonable way by the persons tures, sarcasm, criticism and insults,employer in connection with the persons often in front of customers, managementemployment. or other workers; This definition is intended to cover a l spreading gossip or false, October - November 2009 | MANAGER TODAY 11
  • 8. workplace harassment has been identified and assessed to be a risk,employers must decide on and put in place control measures to prevent orcontrol this risk.malicious rumors about a person with l reduced efficiency, productivity and harassment from occurring. Ensuringan intent to cause the person harm. profitability; the workplace has effective and reason- There are bound to be occasional dif- l bad publicity, poor public image - be- able performance managementferences of opinion, conflicts and prob- coming known as a difficult workplace processes and open communication sys-lems in working relationships - these are environment; tems are two ways you can achieve this.part of working life. However, if the work- l increased absenteeism and staff PERFORMANCE MANAGEMENTplace behavior is repeated, unwelcomed turnover; PROCESSESand unsolicited, and offends, intimidates, l poor morale and erosion of worker Performance management processeshumiliates or threatens a person, then loyalty and commitment; are generally used to:workplace harassment exists and action l increased costs associated with: l provide timely and accurate feed-must be taken to stop the behavior. counselling, employee assistance, me- back about job performance in a rea-HOW WORKPLACE HARASSMENT diation, recruitment and training of new sonable way;CAN AFFECT A PERSON? workers; l identify a persons strengths, and There are a range of psychological and l increased legal costs and workers training and development needs for cur-physical illnesses and injuries that an in- compensation claims. rent and future positions;dividual who continues to be exposed to Where workplace harassment has l set mutually agreed goals and com-workplace harassment may experience. been identified and assessed to be a petencies.The effects of workplace harassment on risk, employers must decide on and put Because of the often sensitive naturea person may include: in place control measures to prevent or of the feedback, performance manage- l high levels of distress, impaired abil- control this risk. ment should only be conducted by per-ity to make decisions and poor concen- Preventative measures should be sons who have the knowledge, skills andtration; aimed at the source of the risk, and may abilities to conduct them in a reasonable l loss of self-confidence and self-es- include a broad organizational response, way. Issues to consider when providingteem and feelings of social isolation at as well as more targeted initiatives that feedback include:work; address symptoms in a specific area. l encouraging open communication, l panic attacks, anxiety disorders, de- A strategy aimed at preventing or con- allowing the receiver to also voice theirpression, social phobia (withdrawal from trolling exposure to the risk of workplace opinions and concerns;usual social interaction) and deteriorat- harassment should include: l ensuring the person conducting theing relationships with family and friends; 1. a workplace harassment prevention performance management process is l reduced output and performance, policy; supportive, delivers constructive feed-incapacity to work, loss of employment; 2. a complaint handling system; back, and provides justification of obser- l sleep disturbances, such as, insom- 3. a review of human resource sys- vations and decisions made.nia or severe tiredness. tems; ESTABLISH OPEN COMMUNICATIONHOW WORKPLACE HARASSMENT 4. training and education. SYSTEMSCAN AFFECT A BUSINESS? No single control measure will effec- Workplace harassment is more likely It makes good business sense to en- tively prevent or control workplace ha- to occur in conditions of secrecy andsure workplace harassment is pre- rassment from occurring. It is important poor communication. Many forms ofvented or controlled. Workplace these control measures are used to- workplace harassment, such as spread-harassment can have significant human gether, as part of a broader strategy to ing false, malicious rumours, or with-and financial costs for a business and prevent or control exposure to the risk holding important information from acan lead to: of workplace harassment. worker to their disadvantage, prosper in l the breakdown of teams and indi- HUMAN RESOURCE SYSTEMS poorly communicating workplaces.vidual relationships; Effective human resource systems You can prevent or control exposure l poor worker health; can help prevent or control workplace to these forms of workplace harass-12 MANAGER TODAY | October - November 2009
  • 9. ment by: l encouraging good channels of com-munication, for example, through regu-lar staff meetings; l consulting and discussing with work-ers issues that may affect them, partic-ularly during periods of organisationalchange or restructure; l encouraging open door manage-ment styles; l implementing transparent decisionmaking processes.TRAINING AND EDUCATION Employers have an obligation to en-sure workplace health and safety. Thismay include making sure that workersare provided with the appropriate infor-mation, instruction, training and super-vision to ensure health and safety.Training and educating workers on is-sues of workplace harassment is impor-tant for the following reasons: and no record of problems. through the performance management l workers including supervisors, man- To create awareness of workplace ha- process.agers, WHSRs, WHSOs and WHS com- rassment, employers should provide Workers with supervisory responsibil-mittees become more aware of their training to all workers on general work- ities should also be provided with train-roles and responsibilities; place harassment issues, including the ing that focuses on developing a greater l offenders will become more con- prevention policy and procedures for understanding of human behavior, com-scious of their behavior, how it may be making complaints. munication and people management. As-perceived and the possible conse- The most appropriate combination of sessment should also be conducted toquences of their actions. This may deter information, instruction, training and su- ensure that supervisory staff is able toworkplace harassing behaviours; pervision will depend on the needs of apply their newly acquired knowledge, l workers will have a more accurate workers and the workplace. skills and abilities in the workplace.knowledge of what does and does not EFFECTIVE PEOPLE MANAGEMENT KEEP TRAINING RECORDSconstitute workplace harassment; TRAINING FOR SUPERVISORS Keep records of any training con- l workers will become aware of the Workers will generally work more effi- ducted on workplace harassment.consequences of making malicious, friv- ciently and productively if they are Training records should include:olous or vexatious workplace harass- treated fairly and respectfully, and given l the date of the training session/s;ment complaints; an opportunity to use their initiative and l the topics addressed at the training; l it can promote cultural change and judgment. l whether knowledge, skills and abili-a healthy and safe workplace; People with supervisory responsibili- ties were attained; l people who work at the workplace ties need to demonstrate their under- l the name/s of the person/s whoare informed and encouraged to take standing and acceptance of this through conducted the training;action against harassing behaviours. their management behaviors. l the name/s of the worker/s whoCREATE AWARENESS OF It is important that employers identify attended the training.WORKPLACE HARASSMENT any workers with ineffective managerial Training should be updated following Creating awareness of workplace ha- styles as these behaviors may con- any significant changes to a workplacerassment helps to reinforce manage- tribute to workplace harassment. Em- harassment prevention policy, complaintments commitment to ensuring a ployers should address any concerns handling system, or amendments to rel-healthy and safe working environment, they have with particular management evant legislation. neven in workplaces with good practices behaviors, in a reasonable manner, October - November 2009 | MANAGER TODAY 13
  • 10. 14 COVER STORY LUBNA KHANMANAGER TODAY | October - November 2009
  • 11. is the most active and mental freedoms on a basis of equalityASHA forthright organizationaddressing sexual harassment in Pakistan with men”. Yet sexual harassment is viewed, if at all,today. It aims to publicize the issue and as- more as a personal problem than an issuesist the government and private sectors to demanding a societal response, and manyfind ways to deal with it. A nationwide study deny the problem even exists, partly due toconducted by AASHA to analyze sexual ha- the discomfort of facing the reality andrassment in the Pakistani workplace re- partly because of our society’s taboo of allveals the problem knows no boundaries things sexual. We have been conditioned toand no profession is immune. view male domination and sexism as ‘nor- For example, 58 percent of nurses and mal’. Behavior such as touching, sugges-doctors interviewed admitted being sexu- tive language or gestures, and subtleally harassed, usually at the hands of other advances, no matter how unwelcome, aredoctors, nurses, attendants, patients and often accepted as part of male human na-visitors. Domestic servants suffer even ture and ignored, encouraging offendersmore, 91 percent disclosing they’d been to continue, confident there is no threat ofvictims of some sexual abuse. Life is tough the woman reacting openly.for these women, who have to deal with ha- In their quest for such a change,rassment on their own. There are endless AASHA’s efforts are directed towardsstories of domestic servants being fondled, influencing policy makers to provide pro-beaten and raped by men in the houses tection to women in the workplace andwhere they work. In some cases they are to ensure a safe and healthy working en-even sold to strangers for the night. For vironment. Sexual harassment in thewomen working in fields and brick kilns the workplace is now at least recognized asproblem is even more acute, with a stag- a labor and management issue. It is pro- We have beengering 95 percent having faced sexual ha- hibited by law in many countries, includ-rassment of some form (including rape ing some in Asia like Sri Lanka, India and conditioned to view maleand torture), many facing it on a regular Malaysia. Having ratified CEDAW in ad- domination and sexismbasis. The harassers are usually landlords, dition to signing ILO Conventions andmunshies, contractors and co-workers. other international and national laws as ‘normal’.“Face or beauty does not matter,” says one dealing with this issue, the Pakistani leg- Behavior such asfield worker resignedly, “It is enough thatyou are a woman”. islators have no choice but to take touching, suggestive measures. Although the Constitution The situation is no better for families and the Criminal Penal Code do address language or gestures,forced to work in bonded labour. The own- women’s equality and therefore sexual and subtle advances, noers and contractors openly tease and in- harassment to some extent. Respondingtimidate the women. to the situation, AASHA has drafted a matter how unwelcome, CEDAW, the Convention on the Elimina- Code for Gender Justice in the Work- are often accepted astion of All Forms of Discrimination Against place. The objective of this code of con-Women, adopted by the United Nations duct is to improve labour conditions and part of male humanGeneral Assembly in 1979 and often de- enable a working environment free of nature and ignored,scribed as an international bill of rights for sexual harassment, abuse and intimida- encouraging offenderswomen, states: “the full and complete de- tion by presenting a comprehensivevelopment of a country, the welfare of the strategy to employers. AASHA is to continue, confidentworld and the cause of peace require the presently introducing the code in the pri- there is no threat of theparticipation of women on equal terms vate sector. As Dr Fouzia Saeed puts it,with men in all fields”. Article 3 of the con- “Hiding behind any denial will not work woman reacting openly.vention clearly requires states to take “all any more. It’s time that we face our ownappropriate measures, including legisla- value system and question the basiction, to ensure the full development and concept of woman that we have in ouradvancement of women, for the purpose heads, which we have unconsciously in-of guaranteeing them the exercise and herited, and which we do not want to letenjoyment of human rights and funda- go of.” n October - November 2009 | MANAGER TODAY 15
  • 12. 16 MANAGEMENTT he issue is not whether we have re- sources to solve our socioeconomic problems - of course we do. The issue is whether we have a leadership willing to mobilize resources to solveproblems facing the nation. This is not to sug-gest we have means to become an overnighteconomic or political power. Nonetheless, we vides direction without appropriate motivation and guidance, must forego from the manage- ment objectives of our leaders. Further, the shop floor foreman or Station House Officer (SHO) mentality must change in managerial practices. As a result of such management tactics, most of our leaders spend a substan- tial portion of their time and resources fighting account of two basic factors. First, as pointed out by Peters and Druckers in their book, "In Search of Excellence," it is because "Everybody rises to their level of incompetence." The solu- tion to this aspect is fairly straightforward, that is, train people to bring forward competence in their leadership and remove the ones who are unable to make the grade from their posi-earnestly believe, there are enough means to the brush fires. tions of influence. Clarity, merit, integrity, ef-foster a respectable national living standard if The inability of leadership to perform its man- fectiveness, appropriateness are some of thewe were to develop and promote "A Leader- agerial responsibilities is the single most im- common attributes for selection and promo-ship Difference." portant problem facing Pakistan. This is tion of leadership. In order to bring about a true leadership, the happening by virtue of a lack of foresightedness Second, and most importantly, the leaderssheep herder mode of operation, which pro- in leadership, such a mentality is growing on are insecure or immature in their current po- sitions of influence. In most likelihood, they are uncomfortable, or feel threatened, in their po- sitions as leaders and subsequently resort to lower level functions. The solution to this factor SHAUKAT ALI BRAH requires an understanding of the circum- The writer is stances leading to these conditions. Basically, Dean & Prof. Suleman Dawood business School LUMS training and organizational development can solve the problem of immaturity. The dilemma of insecurity is resolved exclusively with a gen- uine commitment from the top down, in addi- tion to providing appropriate education and training. Perhaps, a proper understanding ofMANAGER TODAY | October - November 2009
  • 13. The key to success of any problem solving situation is in establishing the credibility of purpose. It is unlikely to achieve the intended purpose without credibility.the two factors will make the leadership dif- fine for generating interest, but slogans alone problem in hiding is unlikely to go away or getference. The purpose of this article is not to will only create more problems. resolved, whereas an exposed problem has atexamine the characteristics of a true leader. "Automation creates jobs." least some chance of obtaining a solution.Rather, in the following sections, it will develop In general, the automation creates jobs un- Also, it is very amusing to hear the claims ofon suggesting the areas of interest for achiev- less the new equipment is under or improperly actions in the so called "national interests." Iting the leadership difference. utilized. Besides, if only creating jobs was the is astonishing to think that only people in power "The bigger is not necessarily better." idea, perhaps we can create a lot more jobs in seems to be overwhelmed with this sacred re-Quite often, the notion of adding more people earth digging by replacing shovels with spoons. sponsibility of looking after the national inter-compounds the problem instead of solving it. Furthermore, at times, the use of automation ests. Except in the case of few basic laws ofFor example, adding more quality control in- is unavoidable. Occasionally, on account of the physics, there are more than one ways ofspectors does not always solve the quality con- service time requirements, precision needs, or doing things. Listening and accommodatingtrol problems; rather, finding and correcting complexity of the problem, automation is all but other point of views can extend an alternatethe causes of poor quality often resolves the inevitable. optimum or close to optimum solution whichproblem. Similarly, the way to solve inefficiency "Establish the credibility of purpose." may be acceptable to a larger number of peo-and corruption problems is perhaps through There is a popular saying that you can fool ple.developing a system of control and accounta- some of the people all of the time and all of the Last, but not the least, as one would say,bility. people some of the time, but you cannot fool all "Be human.""Innovation is one percent inspiration and of the people all of the time. The key to suc- One cannot bring about a lasting change in aninety-nine percent perspiration." cess of any problem solving situation is in es- civilized society unless the change is through Solving the real life problems require a lot tablishing the credibility of purpose. A basic mutual respect. A leader must remember toof hard work. For example, let us consider factor for establishing trust is to allow an easy earn respect as opposed to command theinitiating a system of social democracy. Quite access to and assurance of credible informa- same. A program based on a principle of mu-often, we hear some of our political leaders tion. Perhaps, providing credible information tual respect, has a much higher probability oftalk about transforming this country into a and developing a system of accountability is success and one without it is doomed for fail-welfare state. In making this proposition per- the only way we can keep honorable people ure.Before we end this discussion, let’s makehaps they realize that planning for even a honest. Furthermore, keeping the leadership one final observation. Apparently, we alwaysmodest welfare system would require the honest is a basic requirement of achieving the seem to be waiting for a perfect time whenservices of many experts and several years leadership difference. everything will be in the right place. That timeof lead time, that is assuming there are no "The problems are solved by exposing will never come; therefore, we should make theconstraints on the available resources. Re- them." best use of what we have while working to-alizing a plan would most likely take decades. Quite frequently we hear stories of common wards our goals. Dr. Martin Luther King, JrSimilarly, the aspiration of creating a true so- knowledge documents marked as classified in- once said, "The time is always right to do whatcioeconomic Islamic order would take a long formation in government and private agencies. is right." We must not postpone for tomorrowtime to mature. Without a doubt, any or all of Interestingly, if we glance around we would rec- the things that we can start today. With thesethis requires sheer hard work. Enthusiasm is ognize that the people who strive to conceal words we would like to urge the leaders of the common knowledge are the ones who are ex- country and organizations to come forward tremely insecure and perhaps incompetent. A and make a leadership difference. n October - November 2009 | MANAGER TODAY 17
  • 15. I t’s a Monday morning. Shayan Agha, a good friend and colleague at Navitus walks into the office. He is part of ‘Generation Y’; a conceptbeautifully explained by Penelope Trunkin Time magazine’s July issue. For thesekinds of employees, the line betweenwork and home does not really exist. crosoft. When I first came across this idea a few years ago, it confused me. It was also repulsive, because to me it was merely stamping people like ani- mals. Then I did some research and came across writings of Peter Montoya who is an international authority on per- sonal branding. In his book ‘The brand The most common names I hear are Abdul Sattar Edhi, Bill Gates, Oprah Win- frey, Asma Jahangir, Imran Khan, Amitabh Bachan, Michael Jordon, Waseem Akram, Musarat Misbah, Tom Peters, Junaid Jamshed, Jahangir Khan, Lady Diana, Mother Teresa and Jack Welch. With each of these namesThey just want to spend their time in called you’, he defines personal brand- people associate different words & ex-meaningful and useful ways, no matter ing as: pressions such as; dedication, charis-where they are. Your personal brand is the powerful, matic leadership, caring, committed, Another key feature about ‘Generation clear, positive idea that comes to mind open minded, determined etc.Y’ is their ability to influence their per- whenever other people think of you. It’s Lesley Everett, a branding consultantceived image with their physical ap- what you stand for – the values, abilities & author of the book "Walking Tall: Keypearance and belongings. For example, and actions that others associate with Steps to Total Image Impact" spoke re-observing Shayan for not more then 30 you. It’s a professional alter ego de- cently with CNN. She emphasized theseconds one can easily see his affilia-tions with various brands. A celebritylike haircut (David Beckham), washeddown pair of jeans (Diesel), bright red Your personal brand is the powerful, clear, positivesneakers bearing a big logo (Puma) & a idea that comes to mind whenever other peoplestriking red bag pack with a prancing think of you. It’s what you stand for – the values,horse symbol (Ferrari). Let’s face it. Like Shayan, we have abilities and actions that others associate with you.been branded as well. You probably owna pair of trainers with a unique symbolor a t-shirt which has a distinctive logo.Maybe you have a preference for a par-ticular fountain pen that has the signed for the purpose of influencing, need to focus on personal branding nowmakers emblem crafted into the end or how others perceive you, and turning more than ever; to differentiate our-your notebook bag tells everyone that that perception into opportunity. It does selves and stand out from the are a Toshiba person. this by telling audience three things: Whenever we are with clients or mak- This phenomenon called ‘Branding’, who you are, what you do & what makes ing presentations, we are always pro-quite literally began many centuries ago you different or how you create value.’ jecting a personal brand – a perceivedas a method to distinguish & identify I was finally convinced. We are all image.livestock. Domestic animals were aware of the above at some level. Also, Hence, like famous brands you areburned with symbols to claim the right from time to time we have successfully also responsible for your perceivedto ownership in case they wandered off created lasting impressions on many of image. Therefore, to start thinking likeor were stolen by competitors. Similarly, our colleagues, friends and key opinion a brand, ask yourself the same questionover a period of time organizations have leaders. the brand managers at Nike, Pepsi,been able to do the same with us; how- However, the key towards building a BMW, or Gucci ask themselves; how isever the method is slightly more so- robust and clear personal brand lies in our brand different, unique and authen-phisticated & time consuming, where consciously working at it. In other tic? When we will consciously make anbrands appeal to us via an emotional words, orchestrating perfect harmony effort, our perceived image will be clearprocess. between how we perceive ourselves & and consistent with our values. There Today we are told that it’s time for us how others see us. will be less ambiguity and we will be ableto take a lesson from the big brands, a I have been conducting workshops on to influence and inspire like never be-lesson thats true for anyone whos in- ‘Personal Branding’ for some time now. fore.terested in what it takes to stand out To help participants understand per- Lastly, ask yourself this. In today’s fastand prosper in a brand new world. In sonal branding I often ask them to think moving, ever changing and competitiveother words, you and I are a brand just of a famous person who they look up to environment, can you afford not tolike Nike, Pepsi, BMW, Levi’s and Mi- as a role model & explain why? brand yourself!? n October - November 2009 | MANAGER TODAY 19
  • 17. IJAZ NISAR PROFILE: Rizvana Ikram is a veteran HR professional, having specialization in HRM & HRD from Pakistan and the universities of the USA and Japan.She is working at the Pearl Continen- tal Hotel Lahore as the Director HR. The time span of more than 17 years of work in indus- try has equipped her with a hands-on experi- ence in all areas of Human Resource. Rizvana started her career with a scholarship from USAID. She was certified Human Systems Development Trainer by AED, a USAID She enjoyed a diversified exposure while working with huge multinationals including Mobilink as the HR manager; Coopers & Lybrand Con- sulting Pakistan as assistant vice president HR; Touchstone Communications Islamabad, at the capacity of training consultant. Presently she is undergoing one year HR specialization program from Champaign, Illi- nois, USA, a Fulbright Scholarship. Impart- ing her knowledge to the young generation, Rizvana has conducted workshops on ‘Busi- ness Mannerism’ and ‘Team Building’ for the students of IBA at Punjab University. She de- livers lectures as the visiting faculty member of Superior University, MBA also. October - November 2009 | MANAGER TODAY 21
  • 18. Please share with us the mission cal field. There are countless educational statement of your organization? institutions imparting HR studies. Hun- Our mission is to be the hotel recog- dreds of HR graduates are being passed nized as the leader in the industry in any out every year from these institutions but aspect. We are committed to train and there is not enough space in market to develop all our staff members allowing engage them. Here we need to under- them to grow in their careers and provide stand that a HR department can be run services and standards which exceed efficiently with a few employees. For in- guest expectations. stance, to manage the workforce of Where does HR stand in today’s sce- about 1500 employees, five to six mem- nario? ber HR staff is sufficient for an organiza- Human resource is undoubtedly the tion. So the number of HR graduates most important asset of any organization being produced should be in line with the and the presence of a HR department ad- capacity of the workforce. I also foresee vocates it. Developing employees’ skills outsourcing of HR function within next five and retaining them for longer period is to six years in Pakistan. one of the core responsibilities of HR de- What is the role of top management in partments. Developed countries have in- reshaping an organizational culture? tegrated it in their systems in a true Culture always drives from top to bot- sense. Take a look at Japan; the laid off tom. So if one wants change in her/his or- ratio and job switch-over are very low ganization, top management will have to there as they believe in advocacy and im- apply it first thus it’ll create a trickle down plementation of HR management and de- effect. It’s just like sweeping of stairs velopment in all fields of life. which always starts from the top How do you see the HRM practices in Could you please tell us about HR Pakistan? practices in Pearl Continental? Human Resource Management is a re- As we belong to hotel industry, here theWe firmly believe in cent phenomenon in Pakistan. Since the role of HRM, HRD becomes very chal- serving our advent of multinational companies, its im- lenging and it requires diligent trainings, employees, we also portance has got recognition here. Ear- check and balance and wellbeing of the lier, there was a culture of personnel employees. I make it sure that our staff celebrate their management that was less popular and services remain on top so for that birthdays every among the employees. The introduction of reason, we keep holding various training HR concept has shown a gradual shift in sessions every other day in the hotel’s month and in the the mindsets of the top management to- premises. There is an English languagesame ceremony we wards the acknowledgement of HR man- learning class for those who are poor in confer awards to agement and development in Pakistan’s corporate sector. When I went to Japan spoken English, training on how to receive the guest, how to handle the luggage at succeeding on scholarship to study this field, people the security check point etc. We also hold employees like back here used to ask me about it in won- a monthly campaign in accordance with derment. I used to answer them: just let the hottest issue of the month. For in- honesty award etc. 10 years pass by and you would see its stance, the very next day after attacks on We hold an annual significance in Pakistan’s corporate sec- Taj hotel in Mumbai, I arranged a training tor. The current HRM practices in Pak- session for our employees on how to han- dinner for our istan vary from one organization to dle such situations.employees’ families. another according to their modes of uti- As we firmly believe in serving our em- lization of human resource. ployees, we also celebrate their birthdays How do you see the future of fresh HR every month and in the same ceremony graduates in Pakistan? we confer awards to succeeding employ- There’s always room for talented peo- ees like honesty award etc. We hold an ple in every field but here is a problem annual dinner for our employees’ families. with our education system that’s not in We encourage them to grow and excel in line with the requirements of the practi- their relevant area of service.22 MANAGER TODAY | October - November 2009
  • 19. We also have a deep-rooted mentoringsystem embedded in our culture; we call it Culture always drives from top to bottom. So if‘Buddy System’. This system helps our one wants change in her/his organization, topemployees not to feel lost and to fall backin hour of need to each other. management will have to apply it first thus it’llWhat is your employee annual create a trickle down effect.turnover ratio and how do you plansuccession? Our employee annual turnover is only 2per cent. Though it’s a low-paying industry tive employees’ union in our group. I main- on the top in market.but our overhead expenditures are huge. tain an open door policy, thus making my- How does your group respond to Cor-The people who work with us become so self accessible to every employee for porate Social Responsibility?well-trained that wherever they go, they immediate solution of the problems. As a reputable and value-driven organi-appear as masters in their fields. We are Kindly tell us about the imperative role zation, Hashoo Group of Companies ad-very focused on effective succession plan- of training and development in an or- heres to the highest level of ethicalning. No one is indispensable but once this ganization’s setup. behaviours and principled economic con-fact is negated, the growth of an organi- Talking in broader perspective, let’s duct. The Hashoo Group applies a ‘big pic-zation becomes stagnant. We make sure take a look at China what they’ve focused ture’ approach by providing heath care,that every person has one or two persons upon is solely their human resource and infrastructure, education and training fa-under his supervision who can succeed now they have taken over the world mar- cilities to the local communities improvingher/him in time. kets with their products. Japanese have upon the capacity building. In hospitality in-What are the initiatives you’ve taken trained and developed their people as a dustry, Ms Sarah Hashwani is taking intoregarding training and development in multitasking human resource. Even Indi- consideration the opening of a hotel train-your organization? ans are being outsourced by companies ing school in Lahore to provide the indus- I hold the privilege of being the first fe- of the other countries because of their try with qualified trained staff. We aremale HR director in PC. Earlier, this posi- developed human resource. Training and also helping the internally displaced peo-tion was always be held by some retired development of employees is imperative ple (IDPs) of Swat valley by donating ourarmy man. First thing which I introduced to excel. In near future, you’ll see how one-day salaries and the stuff required byhere was the culture of trust thus elimi- human resource would take a shift to them. We give special attention to the en-nating the culture of fear between the HR multitasking functioning in Pakistan as vironment and often campaign for its con-department and the employees. Since I’ve well. servation.joined this group, I’ve made sure that What do you think are the core com- How do you keep work-life balance?each and every employee takes at least petencies of a trainer? I believe in giving quality time to both myeight hours training every year in her/his A trainer must be a master of extraor- office and my family. When I’m at work, Irelevant area. dinary communication skills. Besides, concentrate on it, while at home I give How is employees’ feedback taken to being an expert of the relevant field, maximum attention to my family. In fact,the top management? she/he must be an extrovert by nature. it’s all about efficient time management. We believe in sharing everything with Good sense of humor shows how down to What would you like to advise theour employees and taking their feedback earth she/he is, plus the trainer should young HR professionals?for maintaining an environment of thor- be accessible to all otherwise a trainer My advice to the young HR profession-ough understanding within the organiza- who keeps sitting on a pedestal cannot als is that there’s no shortcut to success.tion. We have outsourced this task to a impart anything to the trainees. Keep believing in yourself and continuecompany to maintain impartiality which What are the challenges our hospital- working as hard work always pay in thetakes our employees feedback through an ity industry is facing these days? long run.employee opinion survey. This survey Our first challenge is to tackle the situ- Please share with us your recipe ofhelps us a lot getting to know our employ- ation raised by political issues and secu- success?ees requirements, expectations and also rity concerns in Pakistan and secure our I always keep myself prepared for thegauging the image of the group in minds business in these tough times while the challenges ahead in time. I believe inof our employees. Another effective com- second challenge is of getting trained proactive approach which if combinedmunication channel is bulletin boards and human resource. Hospitality industry is with good luck, ultimately leads to suc-intranet. We post every information, news very small in our country. Trained staff is cess. As I believe that thorough prepara-and activity on our intranet site. You’ll be hard to find and that’s why we hire and tion naturally yields good luck to one’samazed to know that there’s also an ac- give extensive training to our staff to stay efforts. n October - November | MANAGER TODAY 23
  • 20. 24 GOAL SETTING ATIF TUFAIL The writer is serving as head of human recources at eWorx International T here is no dearth of ‘Abstract Goals’ in organizations. At workplaces, we hear frequently things like “They need to have a better attitude”, “We’ve got to teach them to be properly motivated” etc. However, achievements of these ambiguous goals re- main a distant dream because people asso- ciate subjective meanings to such statements. Consequently, utter confusion prevails in organizations owing to abstract goals.MANAGER TODAY | October - November 2009
  • 21. The first step in transforming abstract pieces of paper; new analyses began for management. Human Resource Managersgoals into concrete performances is to get each. The third item, already qualifying as a were assigned the task of increasing the hon-them down, and then attempt to remove the performance, was shelved until the perform- esty of the reporting. They designed trainingfluff. Here is an example of abstract goal that ances defining the first two goals were iden- programs to hammer the importance of pro-initially proved harder to define. The Human tified. Once that was done, the HR managers fessional ethics. They reminded the work-Resources department of a company de- were ready for the final steps in the dissec- force about the company policy aboutcided that a very important goal for their em- tion of goals. “honest reporting” and made them aware ofployees to achieve was “pride in work”. After The list for “enjoys responsibility look like the dire consequences of “dishonest report-writing down the goal “Have pride in work,” this: ing”. However, all these measures made nothe HR team began to think of the things em- l Accepts new assignments without com- difference and the management kept on re-ployees might say or do to make the man- plaint ceiving the reports not meeting their expec-agement willing to pin this label on them. l Appears in time for management meet- tations. This made HR team to step back We can see that for the management the ings from their good for nothing ‘Activity Trap”.essence of “pride in work” had mainly to do l Keeps subordinates informed They realized that it is impossible to knowwith how tasks are carried out. What started l Meets deadlines what action to take until they knew the resultsas an ‘abstract goal’ gradually turned into l Spends time managing instead of oper- they wanted to achieve. In a pensive mood,measurable performances by adopting ana- ation they decided to figure out THE meaning oflytical approach towards the determined An explanation of the last item is in order. honesty was, that is, to describe the ultimategoal. This leads us to step two of ‘Con- The rule of thumb in industry seems to be: definition of honest reporting.cretization of Goals’. In this step, we write Promote the best operators to managerial What began as an alleged problem withdown the performances that would cause us level, but don’t teach them how to manage. morals or ethics was seen, through goalto agree the goal had been achieved, without As a result, there are thousands of man- analysis, to be a simple problem of commu-regard for redundancy or abstraction. agers who are good at their old jobs, what- nication. Once the problem description was Here’s an example of how it goes. While ever the jobs were, but who are totally turned into a checklist and distributed to theworking toward analysis of a goal described ignorant about managing. The end result is maintenance staff, the quality of the reportas “demonstrates initiative,” a group of that they tend to spend time doing what they improved. Once the performances repre-human resource managers listed the follow- did before they were promoted because it’s senting the essence of the goal are identified,ing items during step two for the line man- what they know how to do. Therefore, it is im- the final steps in the analysis are to draftagers perative that all ways and means should be statements describing each desired out- l Enjoys responsibility employed to develop managerial skills in the come to test those statements with the l Makes good decisions star performers before promoting them as question, “If these performances are l Uses good judgment managers. achieved, will we be willing to say the goal is l Is on time The list for “makes good decisions” look like achieved?” when the answer is yes the analy- After completing the list, they went through this: sis is complete. The complete goal analysisthe items for sorting. The first item is a dou- l Identifies company goals supported by procedure, then, is summarized as follows:ble abstraction. Both words ‘enjoy’ and ‘re- decisions STEP ONE:: Write down the goals in out-sponsibility’ describe general states. Both are l Always inform subordinates of decisions, come terms.inferred from the things we might see some- and the reasons for making them STEP TWO: Jot down, in words andone do or say. Since the Human Resource l Makes decisions in time to be useful phrases, the performances that, if observed,Managers agreed that this was an important l Keeps well-informed about company would cause us to agree the goal wasitem for further consideration, they labeled it goals and plans achieved.a goal and went to the next item After discussion the last item was removed STEP THREE:: Sort out the jottings. Delete Finally, they thought about the last item. because it looked like a process than a goal duplications and unwanted items. Repeat“Yes,” they said, “we can tell directly if a per- with a definite outcome. Steps One and Two for any remaining ab-son is on time. One is either there at the ap- The two lists were then combined, and fur- stractions (fuzzies) considered important.pointed hour or one isn’t. All we have to do is ther discussion was focused on clarifying the STEP FOUR: Write a complete statementsay what we mean by “on time”, so that a cri- performances. In a large company that em- for each performance, describing the nature,terion of acceptable performance will be ploys a substantial number of maintenance quality, or amount you will consider accept-available.” That was easier said than done, people; management observed that the in- able.however, for there was quite a discussion formation flowing from the field to the com- STEP FIVE: Test the statements with theabout just what the limits of “on-timeness” pany was often erroneous or non-existent. question, “If someone achieved or demon-should be. But that was real progress, since The reports filled after machine repair were strated each of these performances, wouldthey were now discussing the desired shape used as the basics for several important de- we be willing to say he or she had achievedof a performance rather than arguing about cisions; but, it was said, those reports were the goal?” When we can answer “yes,” thethe abstractions. completed in a shabby fashion. journey of turning abstract goals into meas- The first two items were put on separate “We need more honest reporting,” said urable performances culminates. n October - November 2009 | MANAGER TODAY 25
  • 22. 28 CAREER SAGHIR AHMED The writer is a seasoned sales trainer Career mappingHow to discover what you’re best at Much bigger than Unemployment is the problem of Under-Employment inPakistan where the blind leads another blind, and people become blind followers of the blind follower. ‘Journey of a thousand miles starts with a don’t have a clear career plan, and they single step‘, when the Chinese Philosopher, don’t know how to design it. And unfortu- Lou Tzu, uttered these words for his disci- nately none is there to guide and lead them ples, he intended to guide them to a mean- in designing a proper plan for a successful ingful and result-oriented journey. He career. Blind leads another blind, and stu- meant that people traveling a thousand dents easily become the blind follower of miles, or even just a few miles, should have the blind follower. Consequently, students a clear idea of where they’re going when find themselves confused, aimless and lost, they take their first step; otherwise, they’ll thus becoming a stone that rolls in differ- reach nowhere and, ultimately, end up in ent directions but gathers no mass at all. frustration and failure. A meaningful education and successful There are incalculable so-called execu- career path calls for a sound future plan- tives who now live depressed and frus- ning that enables students to turn their ac- trated lives, working in a wrong occupation, ademic opportunities into achievable goal simply because they took a defensive atti- and thus control their career and, ulti- tude toward their education and career mately, life. path. People with a wrong career planning Educational planning is subject to the fol- become a magnet for the life-long un- lowing two inter-linked and correlative fac- pleasant situations. tors: Students’ expectations for a bright future 1. Planning is Crucial to Your Career: don’t last long, and even after holding a proper planning can shape and refine the Master Degree they soon find themselves career and, ultimately, life. It can help stu- surrounded by the same old enervating dents set and achieve their life vision, and question: what to do and how to do ? They is capable of bringing happiness, satisfac- want to move ahead in life, but they just tion and prosperity in career. It is a way to don’t know how and where to start. They manage your life on a daily basis; focusingMANAGER TODAY | October - November 2009
  • 23. on the desired objectives and achievingthem on time. physical energies, putting them behind life goals; it excites for a challenge to succeed Much bigger than 2. Systematic Thinking: this approach in job, helps you climb the success ladder; Unemployment is theis the underlying factor of the whole plan- inspires your imagination, stimulates your problem of Under-ning process. It starts with defining your creativity and fill you with enthusiasm for aideal future vision, and leads and guides bright career and successful life. Employment instudents step-by-step throughout the CAREER PLANNING PROCESS Pakistan where the blindprocess until they achieve their desired ob- Career planning process comprises ofjectives. It doesn’t focus on daily activities; it the following four inter-dependent steps, leads another blind, andtakes into account the overall grand pur- each of which leads to the next one in people become blindposes in personal and career life. order to complete the cycle: followers of the blindWHAT IS CAREER MAPPING? STEP 1: SELF-ASSESSMENT Career Planning is deciding today what It is a system of gathering information have to do tomorrow. about a student in order to make a sound Students can definitely attain all of their decision about the choice of subjects lead-career and life goals if they only know the ing to the right educational degree and aright tools and skills. All it takes is the bright career path. The teacher, based onproper planning. Once students decide his one-on-one discussions with the stu- This data includes details about the rele-what to achieve in their career lives, they dent, takes an inventory of the student’s vant industry, job outlook, salary, fringe ben-can then design a ‘how to’ action plan. But values, likes and dislikes, interests, abilities, efits, future prospects, allied occupations,equally important is knowing ‘why ’. This skills, job preference and personality char- education and training opportunities, job‘why’ brings the required motivation and acteristics. duties, authorities and responsibilities.prompts them to an action. Values: they’re the students’ life-govern- STEP 3: MATCH According to the renowned Career ing principles and core beliefs of their per- During this phase of the planningCounselor, Dr. James Sherman, career sonality; they include the virtues that are process, you’ll:planning is the design of a hoped-for future the most important to students. Some of l Identify possible occupationsand the development of effective steps for these career-related virtues are: status, l Evaluate these occupationsbringing it about ’. job security, prestige, high salary with l Explore alternatives In simpler words, career planning is a ra- fringe benefits, autonomy and achieve- The purpose of an informational inter-tional and systematic method of decision ment. view is to get information about a field ofmaking for a career; it gives you the rea- Interests: they’re the students’ prefer- work from someone who has some first-son and power that you need to control ence of one subject to another one; for ex- hand knowledge. When you’re on an infor-your future career path. It helps you cross ample, arts or science subjects. Students mational interview, you should not ask for aall the critical milestones on the road to ed- always enjoy subjects more if their per- job. This is not to say that an informationalucational and career success. sonal interests are related to the charac- interview can’t lead to a job. In addition toWHY CAREER PLANNING? teristics of the career they like most. helping you learn about a particular career, Career planning can benefit students in Abilities & Skills: they’re the activities the informational interview is a way to startso many ways that it is hard to mention all you are best at. For instance, abilities may building a network.of them, but the following advantages include the artistic, scientific, mechanical, There is another way an informational in-stand out prominently: physical and manual abilities. Skills may in- terview can benefit you. For those who are l Career planning prompts you to result- volve linguistic writing, programming, a little shy about going on a job interview,oriented activities, and saves you from con- teaching, selling, painting skills etc. the informational interview provides a non-fusion and stress that an aimless person Preference: this is the student’s desire threatening situation in which to get somealways undergoes. or liking for one subject over another one; practice. l Planning helps you know your per- for example, physics over chemistry; tech- STEP 4 : ACTIONformance, measure progress and evaluate nical over non-technical discipline. A stu- You’ll develop the steps you need to takeyour career achievements. dent may express his/her liking in these in order to reach your goal, for example: l Sound planning saves students from words: I would rather work in the office l Investigating sources of additionalbecoming a ‘wandering generality ’, and than in the field. training and education, if neededmakes them a ‘meaningful person’ heading STEP 2: OPTIONS l Developing a job search strategytowards a well-defined aim and life. This stage involves the search of those l Writing your resume l It helps you live properly, utilize your tal- potential careers that are compatible with l Job Interview and Career Startents and reach your full potential for a your interests and personality type. This In short, career planning means knowingmeaningful career and a purposeful life. step comprises of two correlative aspects: where you are going, and how and when In short, career planning is a powerful a. Exploring the Occupation you’ll reach there. nprocess of harnessing your mental and b. Occupational Information October - November 2009 | MANAGER TODAY 29
  • 24. 30 EVENTS GLIMPSES OF LEADING EDGE TRAININGS eading Edge is a higly L proactive and client focued Training & Development Con- sultancy. As an energetic com- pany, it is infused with a desire to provide value added serv- ices. The core phillosophy of Leading Edge is “Learning with fun”. To demonstrate this phi- losophy ,below are the glimpses in which participants from different organisations like, Federal Board of Revenue, Venerated guests in a memorable group photo Allied Bank Ltd., PEL, Ufone, A.F. Ferguson, Bank Al-Habib, Royal Palm Golf & Country Club, are learning and having fun together. Participants listening to the trainerNoting down the lecture Bilal Illahi giving presentation during the training sessionAll attentive to the speaker Moment of concentration Thought provoking moment in the learningMANAGER TODAY | October - November 2009
  • 25. Ijaz Nisar imparting trainingRelaxed and penetratingIn a jovial, pleasant mood Mr. Afzal Hassan presenting a shield to Mr. Saad Amanullah, CEO Gillette Pakistan Ltd. Solving the quizA quick brain storming exerciseTrainees over the activity table Group activity to enhance team building capacity of participants October - November 2009 | MANAGER TODAY 31
  • 26. 32 LEADERSHIP A ll of a sudden, I noticed a change in the concentration level of those who were at- tending the meeting, gener- ally, whenever a senior official presides over a meeting in an office, all the participants of the meeting listen to him with full attention. But here, the sit- uation was totally different; all the par- ticipants seemed quite indifferent to the proceedings of the meeting. It ap- peared as if they had received some blissful news that had gripped their at- tention. At last, in response to my queries, one of the persons attending the meeting mustered up some courage and told me that Sheeda the tea seller had returned. He further explained that sheeda used to prepare highly delicious tea. However, compelled by the circum- stances of his life, he had to go to his village for a year; and during his ab- sence, people could not enjoy the relish of his tea. Another man present at the meeting revealed that people used to come to the State Bank Office only to enjoy his MUNIR AHMAD tea. This huge popularity of Sheeda an The writer is chief manager at ordinary tea seller astonished me, so I Sialkot State Bank of Pakistan put up the typical authoritative garb of a chief manager that instantly restored the concentration of my listeners. Servant For several reasons, the Chief Man- ager enjoys a highly significant and unique position. In a local area, where the State Bank is regarded as a ‘dis- tributing hand’ his post becomes all the more prestigious. Leadership A few days later, Sheeda resumed his tea business, but I deliberately re- frained from ordering his tea for myself. One morning, after three or four days, I was informed by my peon that Sheeda had come with his tea and wished to greet me. Cash money is not the only thing that matters in life. I was actually gripped by a strange cu-Respect, recognition and satisfaction associated with one’s job is riosity to see him so I permitted him to come in. A few moments later, he en- more important than tangible benefitsMANAGER TODAY | October - November 2009
  • 27. We find many people reciting holy words or supplications in order toremember Allah in their routine. However, whenever a small unpleasant event takes place, people immediately become forgetful of Allahs remembrance and start quarrelling and using abusive language. In this way, they remain deprived of much wanted peace and tranquility of the mind and the soul.tered my room with a cup of tea in his but finally, when it came, it was as usual century scholars such as Robert Greenhand. He had a perfectly rural appear- fresh and tasty and was highly appreci- Leaf, Stephen Covey and Jim Collins.ance and was full of simplicity and cour- ated by my friends. After their depar- Robert Greenleaf propounded this con-tesy. With the second sip of the tea, I ture, the innate egotism within me rose cept after getting inspiration from arealized that it was astonishingly tasty, it up and urged me to summon the tea man named Leo who was a servant in agave me a captivating freshness, the maker. In a somewhat timid and terrified caravan but became a guide for theoutcome of a rare blend of high quality tone, Sheeda began to speak ‘Sir, the whole caravan by virtue of his excellenttea leaves and pure milk. Instead of giv- fact is that some people had already or- a free vent to my feelings of joy, I only dered tea. I prepare tea in line with the While analyzing Sheedas character, Iremarked that the tea was fine and orders. No doubt, the bank has senior could see in him the qualities of Roberasked him where he got the milk from. as well as junior officers, but I make tea Greenleafs Leo. Sheeda used to come In reply, he informed me that he had only on the turn of order. I am sorry for to the office at ten and nobody in the of-two buffaloes and lived in a village at a the delay but this is how I work and while fice liked to have tea before ten. In thedistance of fifteen miles from the city. Im working, I make no distinctions. If same way, the office employees used to"In the lust for more milk, I do not give in- only one cup of tea is ordered, I prepare have another cup of tea before 4’0jections to my buffaloes," remarked only one cup. If during this process, two clock, because, it was the time forSheeda. Then, he began to talk more flu- more cups of tea are ordered, I dont Sheeda to wind up his days work and goently and said, "Sir, as long as I use good add more water to the water which is home. In this way, Sheeda had bound alltea leaves and pure milk, my money already being boiled for the first cup of the people in a fixed routine and disci-would remain Halal (Fair and lawful), I tea (Although, it is much easier for me pline.wish to earn Halal living for my children." to do so). But I regard such a thing as The City of Daska is situated at a dis- Such sentences are frequently spoken adulteration in the tea, which spoils the tance of ten miles from Gujranwala,by businessmen and shopkeepers to taste and thus Gods blessings. I hardly Sialkot and Sambarial.promote their business, therefore, I did prepare sixty or seventy cups of tea in a There is a beautiful house in Daska,not. attach any importance to his day and receive only about two and a having a board on which the followingwords. half rupees as profit from each cup. words are written: "Peace exists A few days later, daily, at ten in the After the payment of the fare, I am left nowhere." Besides this, there is anothermorning, he started sending me an ex- with about a hundred and fifty rupees house and following words are writtencellent cup of tea, whose taste was so which I take back to my village in the on it in bold letters: "Peace lies in the re-relishing and durable that gradually I evening being completely satisfied. It is membrance of Allah." Those who visitbegan regarding the eleven oclock tea the only secret of my success.’ this city often read both these sen-as unnecessary. Sheedas strategy I realized that quite unknowingly, he tences and discuss them in accordanceworked and in a few days time and had delivered a comprehensive lecture with their own vision and understanding.under my orders, he began supplying on Change Management. Each and They try to assure one another thattea to the Chief Managers section. One every word of his lecture was full of truth they enjoy peace and tranquility, but inday, on my way back from the office, I and instead of scolding him for delaying reality, it is not true.happened to meet Sheeda who re- the tea, I was overwhelmed with the feel- We find many people reciting holyspectfully greeted me. The smile on his ings of respect and honor for him. words or supplications in order to re-face clearly indicated that he was jubi- In this managerial job, I had to remain member Allah in their routine. However,lant at the fact that at last, I too had in contact and interact actively with all whenever a small unpleasant eventbeen ensnared and trapped by his tea. the internal and external stake holders. takes place, people immediately be- One day; I mentioned the delightful fla- For a proper understanding of my job, come forgetful of Allahs remembrancevor of Sheedas tea to some of my when I started studying relevant books and start quarrelling and using abusivefriends who had come to see me and or- on management, I appreciated the con- language. In this way, they remain de-dered my peon to bring tea for us. cept of servant leadership, vigorously prived of much wanted peace and tran- For a long time, the tea did not come, advocated by the leading twenty-first quility of the mind and the soul. October - November 2009 | MANAGER TODAY 33
  • 28. the taste that I provide them in the form of my tea. They know that my tea is pure and has been prepared with full sincerity I can not shatter their trust and confi- dence in me. I am not a State Bank em- ployee but enjoy a special relationship with the State Bank employees and on ac- count of this relationship, I am respected in the village. After getting up early in the morning, I milk my cows, and go from door to door to distribute the milk. When I set out from my village to the State Bank people request me to do small chores for them and on my way back to home I find them waiting for me. Cash money is not the only thing that matters in life. Respect, recognition and satisfaction associated with one’s job is When prices of things increased con- People in the city have more important than tangible benefits. Isiderably in the country, Sheeda also said get the flour from the wheat grown on myin implicit terms that he wanted to in- great respect for me own land. I am able to earn about 150 ru-crease the price of his tea. He used to and I have an access to pees from my tea business in the city.charge six rupees for one cup of tea People in the city have great respect forthough, such excellent quality of tea was the countrys biggest me and I have an access to the countrysnot available in the market even at the bank whose officials biggest bank whose officials hold me inrate of ten rupees per cup. high esteem and eagerly wait for my tea. But Sheeda happily agreed to sell his hold me in high esteem Am I inferior to anyone? This fame and re-tea at rupees eight per cup and he was and eagerly wait for my spect is a part of my livelihood and thisfully satisfied. tea. Am I inferior to fair livelihood is the cause of peace and However, it seemed very strange to me tranquility on my face."that an honest laborer coming to city anyone? This fame and The debate about "Peace existsfrom a distance of 15 km to work for the respect is a part of my nowhere" and "Peace lies in the remem-whole day with full dedication would re- brance of Allah once again became freshturn to his village in the evening with only livelihood and this fair in my mind. Surely, peace lies in the re-150 rupees in his pocket. livelihood is the cause membrance of Allah and when this re- I tried my best to make him understand of peace and tranquility membrance becomes a source of thethe economic principle of demand and service and welfare of humanity all the sor-supply emphasizing that increase in de- on my face. rows and worries of life vanish. Such ser-mand inevitably leads to the increase in vant and well-wisher of humanity becomesprice. When something becomes Popu- popular with the people. I could suddenlylar in the market, its price is increased provide livelihood to the farmer, should be see before my eyes, the calm, peacefuland people readily buy it. I emphasized burnt to ashes. The idea of burning the and smiling face of Sheeda who appearedthat in this age of soaring inflation every- fields came as a shock for him and signs to be saying that he had revealed the se-one should earn at least three or four of anger and anxiety appeared on his cret of real success and popularity.hundred rupees per month to raise his face. Perhaps, he did not like what I had Robert Green Leafs Leo and myfamily and children. spoken. But he silently left the room. Sheeda are symbolic characters who are For a while Sheeda remained silent. After some time, I received the KSTICS present around us, but we fail to noticeThen he lifted his eyes just once, looked news that in a fit of anger, Sheeda had re- that they are the guiding characters andtowards me and returned home. fused to make tea and was loudly talking servant leaders. The management serv- The next day, I again summoned him to himself. His soliloquy was something ice of the twenty-first century is in searchand resumed my earlier lecture. In the like this: "I also live in the same world and of them, because only they can ensurehope of making my arguments more am fully aware of all these things. People the real welfare of the depressed and dis-forceful, I said that the field which fails to dont wait for me. Instead, they wait for tressed humanity. n34 MANAGER TODAY | October - November 2009
  • 29. HR FOCUS 35 SYED ALI RAZA The writer is head of HR in a multinational company 10 Commandments in Islam: HR Implications All religions have put forth basic guiding principles or tenets for mankind to follow. These commandments have influence on the outlook and behavior of individuals and groupsI t is widely acknowledged that religion has powerful influence over the human behavior. Human beings carry these learnings to or- ganizations, may be, in a dormant fashion. An interesting perspective is that we don’t inte-grate these learnings with a firm’s human resourcestrategy. All religions have put forth basic guiding TEN COMMANDMENTS principles or tenets for mankind to follow. Christians, Jews and Muslims each have their respective com- mandments. These commandments have influence on the outlook and behavior of individuals and groups. These academicians namely Abbas Ali, Manton Gibbs and Robert Camp of University of Pennsylvania have given a shape in the form of reli- HR IMPLICATIONS gious foundations to human resource strategy in their paper titled ‘Human Resource Strategy: they say the HR aspects of Ten Commandments in the three religions, centre on loyalty, networking and minimization of the conflict to ensure survival and continuity.1. Do not consider anything equal to God. Respect for competent leadership; priority in hiring should be given to qualified individuals.2. Be kind to your parents. Disagreement with superiors should be voiced politely; employees should follow the instructions of their superiors.3. Do not murder your children out of fear of poverty. Management should consider employee layoffs and downsizing as a last resort to maintain business survival.4. Do not even approach indecency either Employees should be honest in dealing with management and should not sabotage in public or in private. property; management should show the utmost consideration for social norms, values and the rights of employees.5. Do not murder for no reason anyone whom God Management should establish a due process for dealing with employee grievances and . has considered respectable. Thus, your Lord should show justice and equity; performance should be the main criteria for evaluation. guides so that you may think.6. Do not handle the property of the orphans Management should not abuse the rights of employees. Employee pension fund should be . except with a good reason until they become handled with utmost care. mature and strong.7. Maintain equality in your dealings by the means Management should be fair and just in recruiting, in giving compensation and in treatment of of measurement and balance. employees. Management should maintain a balanced programme to motivate and retain employees; employees should do their best to meet their commitments to their organizations.8. Be just in your words even if the party Management should avoid favoritism and nepotism; there should be no discrimination in the nvolves is one of your relatives. work place; supervisor should avoid misleading their subordinate; maintaining the dignity of employees in a virtue; diversity is essential for organizational growth.9. Keep your promise with God. Does your Lord Employees should observe both the letter and spirit of their agreement with their organizations, guide you so that you may take heed. and should not violate any terms of agreement that would harm the organization.10. This is my path and it is straight. Follow it and not Management should device plans that motivate employees to be productive and loyal to their other paths which will lead you far away from God organizations; frankness in dealing with their subordinates is a virtue. October - November 2009 | MANAGER TODAY 35
  • 30. 36 INTERVIEWMANAGER TODAY | October - November 2009
  • 31. NABEELA MALIK W ould you like to articulate the mission and vision of the Shaukat Khanum Me- morial Cancer hospital? Mission is very clear, it is to establish a place where you can pro- vide high quality cancer care to people irrespective of their paying ability. It means giving the same standard of care and attention to all cancer patients >>> October - November 2009 | MANAGER TODAY 37
  • 32. whether they are paying for the expenses types of cancer are common in ouror not. Sadly, we cannot admit each and country?every patient from all over the province or Cancer is in fact an uncontrolled growththe country due to our limited capacity; of a body part that starts eating up the re-however, once we admit a patient we do sources of the body.offer our best services in terms of care And this abnormal uncontrolled growthand equal treatment. This is actually the can start in any part of the body, affectingcore mission of the hospital. other systems as well. Is there any expansion plan in sight to The most common cancers in Pakistanincrease the capacity of SKMH and are breast cancer among women. Our sta-cure more patients? tistics show may be we have the highest The main hurdle in the way of expansion breast cancer incidents in the entire Asianis lack of trained human resource, whether population. The reasons are yet to be iden-it is trained paramedics, doctors or nurses tified but it is on a rapid increase in ouror the other administrative staff. And if you country.have one institute in Lahore that takes Among our men there is not any singlecare of five to six thousand new cancer pa- kind of cancer predominantly. It rangestients every year, whereas there are from lung cancer to Lithoma and four to150,000 patients in the country, you can five other types.imagine how badly we require more of But we have found in the data collectedsuch institutes and qualified people to by ‘Karachi Tumor Registry’ that four to fiveserve the humanity. types of cancer in men are tobacco re- At present we are planning to expand lated.this building to create a hundred bed ca- So, our researches suggest that if wepacity. Perhaps two years down the road control tobacco usage in men, a greaterwe will have another separate building as risk of cancer can be minimized.well, which is the part of the master plan. What is the estimated number of can- However, the more important thing is cer patients in our country?that we need to reach other places too. For At this hospital I There are nearly 150,000 cancer pa-that we have built a fence around the plot tients that show up annually. Out of whichfor SKMCH in Karachi and a diagnostic re- always inquire out there are 50% women, and 50% of thesesearch center in Karachi is almost com- loud that please tell women are victims of breast cancer. Iplete by now. would like to throw light on this grave situ- Along with expansion plans, how do me if anybody see my ation that there are at least 25,000 newyou intend to work on capacity en- poor patients being breast cancer patients are found in ourhancement of the hospital? country each year. This is a dangerous in- We are working on capacity enhance- mistreated because dicator.ment through two ways, first prevention this is what I will What other institutes workingand early detection strategy and secondly never tolerate being against cancer?through training and education. Of course, many other institutes are also In our society there is a rapid increase in the chief executive of working to prevent cancer. Pakistancancer patients. For which precautionery the hospital. Atomic Energy Commission has estab-measures are very essential to be taken. lished around 12 to 14 centers in the coun-We are working at increasing the noise try and then there are Oncologylevel against different cancers and media is departments in government medical col-also supporting us in this cause. them. After getting training, people be- leges; we have oncology departments in Secondly we are also enhancing capacity come internationally marketable and they Mayo Hospital Lahore, Jinnah Hospital andthrough a number of training programmes shift further for higher benefits. And in this in Agha Khan Hospital Oncology including radiation oncology, lab regard nursing and trained staff are more How are cancer patients attended atand supportive care, nursing trainings etc. portable as they meet a huge difference in SKMH? So, we are constantly working on capac- earnings and benefits outside the country. The unique thing about our hospital isity enhancement but as you know institu- Thus, it is a serious issue to cope with. that it provides all the facilities under onetions lose their manpower once they train What cancer actually is? And what single roof. In cancer diagnosis the most38 MANAGER TODAY | October - November 2009
  • 33. important thing is to get feedback from the egory of paying partially and 25% are You need to have a vision; ability to com-radiologist directly. those who can afford to pay the whole ex- municate directly to the heart of your There are written reports that doctors penses on their own. needy listener and you need to be passion-do read but I am always concerned with Well, I must say in this regard that it is ate about whatever you are doing.the direct interaction with radiology de- nearly an unimaginable thing that happens Being a manager at the top, when youpartment and I myself look at the scans de- here. I have seen the most generous peo- practice these things, your followers will au-termining the results by observing the ple in our country. Such a huge money tomatically nurture these qualities.scans. around two to three billion is raised every I believe an organizational culture has to So, this direct monitoring and feedback year and people never let me worry about be settled from the top. It can not be re-is a unique quality about SKMH that is un- monetary issues of the hospital. And I am formed or corrected from middle or theavailable at other places. truly proud of this generous contribution of bottom. How the finances are generated for our people to cure out cancer. Top management must set goals and be-the hospital? Is the financial mecha- Could you please mention the key suc- come honest and passionate to achievenism working smoothly? cess factors in your mission? them. Finance generation and management is The greatest key success factor is the Would you like to tell about your passa continuous challenge at the hospital. commitment to our ambition. Next to it is time activities and interests? We could manage 50% of hospital ex- to get right people, remain transparent, I have got a very curious nature.penses from the hospital sources and worship quality and treat the poor ones I am very keenly interested in computing50% are met through donations. with equal care. At this hospital, I always in- and latest technology. I read science with a This year we have a budget of Rs. 2.6 bil- quire out loud that please tell me if anybody lot of interest.lion, the half of which will be generated sees poor patients being mistreated be- I like politics and debates on political cir-from hospital revenue and half will be col- cause this is what I will never tolerate being cumstances. I have made GPS maps of La-lected through zakat and donations. So we the chief executive of the hospital. hore and they are freely available on theare always able to meet our expenses well. Would you like to tell us how you de-termine the paying ability of the pa- Such a huge money around two to three billion istients to provide them free of costtreatment or charge them for all the ex- raised every year and people never let me worrypenses? about monetary issues of the hospital. I am truly Well, this is the most common query proud of this generous contribution of our peopleabout the hospital. I can simplify the mech-anism and tell you that there is a walk in to cure out where anybody can come for the ini-tial test. No monetary question is asked atthis stage. It’s a free clinic and a walk inclinic that works on Saturdays too, so you My real VIPs are my poor patients. I al- internet. I am passionately interested inneed not to get time prior to your visit. ways keep an eye on the complaints and I getting to know the WHYs and HOWs of At this place we test and decide if you are personally address most of them. the universe, got a thinking and philosophi-non-cancer, treatable patient or non-treat- So this abidance by our mission is our key cal mind as to performance. And I reckon when anyone Will you consider yourself successful We decline non cancer patients and non sticks to ones mission and its fundamen- at managing an ideal work-life balance?treatable cancer patients but we accept tals, all challenges are met and success Well, I think I could probably do better.the treatable patients. comes the way. Perhaps I cannot manage it that well as I Accepted patients visit the doctor in a Would you like to highlight the role of should have. But I think I should manage itweeks time where their paying ability is de- top management in an institutes over- more according to the needs of my par-termined. Those who can pay for the treat- all performance? ents, my family, friends and loved ones.ment they bear expenses while those who Well, it’s a crucial role! And I also think I need some more peoplecannot pay; are interviewed by our financial I personally count on the characteristics in my institute to help me maintain mysupport service. There is a set question- of a leader the way Iqbal elaborates work life balance more efficiently. Morenaire to adjudicate that patient can pay full, Nigah buland sukhan dilnawaz, jan pur- delegation on the part of my staff will alsopartial or the patient can pay nothing. soz help in this regard. n There are nearly 65% of patients who Ye hi hay rakht-e- safar mir-e-karwan kaycan pay nothing, around 10% fall in the cat- liye October - November 2009 | MANAGER TODAY 39
  • 34. 40 ECONOMY BILAL ILLAHI The writer is a corporate trainer Pakistan: a knowledge economy Building a knowledge economy is indeed a long process ome of the contents of the Ap- Therefore an innovative system is required to For some strange reason, Pakistan’s pop-S proach Paper for Pakistan’s Tenth 5-Year Plan were recently published by a Lahore based newspaper. The Approach Paper recognizes the key role of “knowledge” in economicgrowth and prosperity of Pakistan. It empha-sizes on building a “knowledge economy” byinvesting in education, vocational, technical direct society’s resources to the creation and sharing of knowledge. A network of universi- ties and research centers is a pre-requisite. Private enterprise is encouraged to invest in R&D. It is clear that building a knowledge econ- omy is indeed a long process. Pakistan’s eco- nomic problems are serious and our ulation of 160 million is projected as an asset by our leaders and policy-makers.Half of our population is under the age of 25 years and our literacy rate, according to international standards is not even 60%. We have to im- prove our literacy rate on a war like strategy. If we are not able to train our workforce and provide them employment oppurtunities, ourand scientific training. It also emphasizes on resources scarce. Our priorities have to be 160 million people will become a liability. It canthe need of investments in R&D and com- somewhat different. Our level of poverty is lead to severe political and socio-economicmunication infrastructure in Pakistan. over 40%; direct economic intervention is re- problems. This issue needs a lot of planning The aforementioned, indisputably, are quired to subsidise food for the very poor. and a lot of time before we see any progress.some of the essential elements towards Secondly, our budgetary allocation for health Only when these very serious issues relat-building a Knowledge Economy. But this list is and education is 3 % of the GDP. These ra- ing to poverty have been addressed, we canby means complete. A host of economists tios have to be brought up to a respectable start talking about making Pakistan a Knowl-have come out with their views on how such level to provide the basic neccassities to the edge-based economy. At that point we willan economy can come about. According people. The other expenditures of the gov- have to give priority to developing our com-toThe World Bank, the four pillars of a Knowl- ernment have to be rationalised. PSDP’s all- munication infrastructure and increasing ouredge Economy are as follows: location of Rs. 680 billion in the current R&D spending. n 1. Education and Training. That may pro- budget is a big improvemtent over last year.duce a steady flow of skilled workers, capable What remains to be seen is if this ammountof creating, using and sharing knowledge. actually gets spent in the appropriate and fair 2. Information Infrastructure. Communica- way. Usually as the budgetary deficit in-tion is the life blood of a knowledge economy. creases, the development budget becomesA well developed information infrastructure one of the first casualities.makes it possible for innovation to spreadrapidly. 3. Economic incentive and instututionalregime. Presence of commercial law,patents, and a fair judiciary give entrepre-neurs the incentive to create innovative tech-nologies. 4. Innovative systems. Knowledge is a pub-lic good because the whole of society bene-fits from it. However the economic theory holds thatsocieties tend to underinvest in public goods.MANAGER TODAY | October - November 2009
  • 35. identify where you want to go next. Make a ZARA MAQBOOL “Wish List” about what you would like to have in your next job. Define your career focus. Howtodealwithgetting • Implement a job search campaign. De- spite the proliferation of online job search laidoff tools, the old-fashioned method of meeting hiring managers and professionals is still the most successful way of landing a new job. Some of the new networking tools can be helpful in facilitating introductions, but the pri- mary process of finding employers that need your skills is the same no matter how long it has been since you last looked for work. Limit your online job search to 10 hrs per week since too much web surfing is not only un- productive but is a risk factor of depression.If you are a victim of your company’s layoff scheme just remember Plan to spend about 25 hours per week en- that perseverance is better than losing heart and giving it all up gaged in your job search and spend the rest of your time doing something else as there isS hahab Ali had been working for a multi national for four years. Just two months back he was awarded as the best employee for over achieving his targets. “I had worked14 straight days when I walked in that morn-ing and found out I was laid off,” he said. Saima Shah, who had worked for an id firm ures have to be taken. It’s a tough decision as a lot of good talent unwillingly is let go. It’s im- portant that every employee gives its level best because during critical times tolerance for substandard performance goes down.” So the critical questions how to deal with getting laid of and get a new job? Here are a few steps to help individuals and their fami- a hug e potential for burnout if you try to job hunt all day every day. • Try to identify what is working and what isn’t. If your resume doesn’t result in invita- tions to interview, ask professional col- leagues to take a look at your resume compared to the jobs you are pursuing and to give you advice about whether you resumefor ten years, says, “After my manager told lies during this critical time: or your job goal needs to be fine-tuned. Nome that the company was terminating my job, • Manage your stress by immediately in- matter what your real feelings are for the po-I was surprised, demoralized, and depressed. volving yourself in activities that relax you. Ex- sition where you were laid off from. Try notI had thought I was safe because my sales ercises, listening to music, long drives are to be so angry or upset that you are unablenumbers were above quota. It was a huge some ways that can provide an outlet to to move on.blow to find out that my excellent perform- process your feelings of anger and grief and If you are having a difficult time summoningance had not paid off.” it can shorten the time it takes to find new enthusiasm about any of the jobs you find, it Getting laid off is one of the worst experi- employment. may be because you really don’t want to con-ences of a professional individual especially • Get emotional support by sending quality tinue the same type of work you had before.when one is performing well. “Why me?” is time with close family and friends. Interacting Many people in this situation have realizedthe question that plagues the mind. It’s a life with people who can provide you positive emo- that they really don’t want to work for some-changing experience for most people. Omar tional support can make you feel less alone one else ever again and they have launchedwho was laid off just six months after joining and helpless. But avoid anyone who has ten- businesses that they otherwise would nota company abroad says, “It was so emotion- dency to be tactless or shaming when inter- have started if they were not pushed into itally devastating because even though I had acting with you. by a change of circumstances. As trite as thissavings and my expenses were low, I worried • Evaluate your financial situation. Make sounds, being laid off really can be a blessingthat I would never find another job. I blamed sure you are fairly paid your severance pack- in disguise.myself even though I hadn’t done anything age. Don’t freak out if you have no savings. Try • Persevere! Regardless of how awful youwrong. And I felt so rejected.” Tariq Ahmed, a to take a small loan if you are totally dry with feel as you scramble to find a new career orsenior official at a multinational gives the man- the faith that once reemployed you can pay it job after a layoff, you can survive and thenagement’s perspective on what are the rea- back. Remember that this loan is just for sus- thrive. Whether you think you will succeed orsons for lying off people. “I think it is a tenance. not, take the first and second and this steps.combination of multiple things. The recent • Assess you interests, values, and Even if you can’t see where you are going,wave of layoff is not just performance based strengths. Career transitions offer you the start doing something.but more of a number game if a company as opportunity to re-evaluate what you have ac- Remember the best revenge following a lay-a whole is not doing well, sot cutting meas- complished in your career to date and to off is to move forward to live well! n October - November 2009 | MANAGER TODAY 41
  • 36. STRESS42 MANAGEMENT SHAHID NAFEES The writer is a seniortraining manager at Bank Alfalah Shahid.nafees@gmail.comB alance or equilibrium is the essen- tial formula on which the very exis- tence and survival of each and everything depends in this universe. “The whole universe is designed inbalance” Quran declares. Take an atom or Stressed?neuron, the smallest models in the universeor take the largest model, the universe itselfor for the sake of broadening the sampletake a medium size model, the human being. ‘Stress’ is an end result of interplay be-tween some negative and harmful elementsknown as stressors and the resources thatyou have at your disposal. Balancing these trythisfactors is the answer to the problem ofstress. Stress inherently is not bad. It is infact one of the requirements that stretchesour abilities and strengths. That makes usstrong and enhances our capabilities. Eu- ‘Desi’stress, the good type of stress, is rather in-vited and liked. One example of this is dailyjogging or playing a match after which al-though you may feel exhausted yet it gives a prescription!great sense of pleasure and well being. Out of many types of ‘stresses’ the mostharmful type is chronic stress. There can be a long list of stressors andtheir categories. Similarly there are numer-ous resources available to counter or fightwith stressors (let me call these ‘resources’as ‘comforters’). A brief, but inconclusive list Stress inherently is not bad. It is in factis however given below to elaborate my one of the requirements that stretchespoint. our abilities and strengths. That makes For those who perceive that they are suf- us strong and enhances our capabilities.MANAGER TODAY | October - November 2009
  • 37. STRESSORS COMFORTERSRegular overwork; exertion Relaxation ; sleepFailures in life Genetic, neuronal & physical healthBad boss; bad policies Social & organizational supportFamily or financial problems Right thinking & attitudesInterplay between these will determine the level of comfort or stress.fering from stress the good news is that on my way back for some small things and Ithere are many prescriptions available for came back home only to find that mygetting rid of stress. You can get it from a favourite book was not in the basket. I wentdoctor, from a psychologist or a psychiatrist, back searching and asking for the bookmay be from a hakeem or even from a everywhere but alas, till today I could notcleric. All of them can be useful but I per- know how and where that book did disap-sonally believe in a prescription that is likely pear. In my depression I did not take supper,to cure many stress related problems and skipped walk and went straight up my bedyet is very simple. but could not sleep until 2:30am. Suddenly Like many others I have also learnt from somebody from inside me started scorningthe company of the wise. Many people call me. ‘Idiot, Ahmaq, what do you think you arethem ‘Babas’. Not withstanding the valuable doing? Don’t eat for one full week. Don’tcontributions of the thinkers and writers sleep either. But will you bring the book backand speakers from around the world, we that way’?must expose the good work done by our The moment gave me a life-long lesson:good old oriental wisdom. My approach There is no use of grieving yourself for theonce again, therefore, will be a very indige- things that are gone. I found one permanentnous and an experiential one. Make use of principle of my life. Never cry over the spiltall good things from all around the world but milk.just try some of these tips which were use- Things once gone are gone but life re-fully experienced by a modern time ‘Baba’ mains worthwhile and beautiful. We are ad- From now onwards the whole narrative is vised to recite ‘Inna-lillah-ewa-inna-ilaihe-in the words of that Baba. I did use this pre- raje’oon over the loss of any kind.scription and greatly benefited. It is a perfect message to relieve us from “I was a student of 11th class and the year saddening feelings because things (and peo-was 1960. Even at that age I had some sort ple) are from Allah and they return to Allah.of book craze. Once when I had 50 rupees in Thus we should stay contented upon Allah’smy pocket I took my father’s Lambretta will.scooter and went to Urdu Bazar. From Ilmi Allah tells His beloved prophets that theKitab Khana I bought one of my favourite end-result of your deeds is not in your con-books ‘Kashf-ul-Mahjoob’ of Ali Hajvery trol. It has never been. Your task is to en-Hazrat Data Ganj Baksh as he is commonly deavour (and say) “Wama alaina illalknown. I bought the book; put it in my balagh.” Mine is to convey the message.scooter’s basket. There were some stops October - November 2009 | MANAGER TODAY 43
  • 38. ‘Stress’ is an end result of at the end Khizr (A.S) explains to Musa that interplay whatever he did was ordained by Allah and between some then he explains the rationale of doing what apparently were unusual things. Baba asks negative and me a question. “Would it be justified to ques- harmful tion the planning and wisdom of Almighty? Don’t we see that one of greatest prophetselements known is unable to understand why things were hap- as stressors pening so weirdly? Why then we should ques- tion about the planning and acts of God? We and the must have complete faith in His deeds. Yes resources that we should pray for everything that we wantyou have at your and try to achieve it through just means but after that we must believe in His actions. disposal. That is then destiny.”Balancing these Third big stressor is the behaviour of oth- ers. We are good; we do good to others but factors is the others hardly reciprocate in the same man- answer to the ner. problem of Baba has a panacea for this too. “Look what happened to prophets when stress they did immensely good to others. Look how Allah advises Muhammad (PBUH) not to lose his cool and his faith in the face of frustrating response from masses. Your task is to en- deavour; it is upto Allah to decide their des- tiny.” And then see what last Ayah of Sura-e- Alkafiroon has for us. In this type of situations say ‘Lakum deenukum Walaiya deen’. Your ways are for you and mine are for me. I am not going to change my (right) ways only because your ways are different. I am not quitting the right attitudes even if yours are wrong. My ‘Baba’ is a strong believer in the power of forgiveness. At the end Baba concluded that nothing can possibly frustrate, depress or stress you if you are equipped with (right) thinking like: 1. We must plan and strategize to prevent Mine is to make efforts. And after that I forter’ in my life. Do your best and then leave ‘loss’ but should be able to start a new posi-should not even think of the results. Allah everything to Allah without any kind of wor- tive thought process once the loss is inflicted.asks in Sura Al-Waqe’a “Who germinates the ries or fears. 2. Yours is to work hard and then be con-seed that you put in the soil, who converts its Then this modern day Baba cited to me the tent with Allah’s wisdom and planning, whichtender sapling into a strong tree?” Not example from Sura-e-Kahf. In that Sura be- cannot be wrong.human being of course. Mian Muhammad sides other stories there is the story of 3. Yours is to do good to everyone notwith-Bakhsh said Hazrat Musa and Hazrat Khizr. standing the others’ behaviour. “Mali da kam pani dena bhar bhar Musa (AS) accompanies Khizr alaihissalam 4. We should learn to accept and live withmashkan pawey……. to learn wisdom but fails to understand the imperfections around us and forgive others’ Malik da kam phal phul lana , lawey ya na logic and rationale of his actions. Musa is shortcomings. nlawey.” greatly disturbed; he is sceptic about actions That is the second ‘de-stressor’ or ‘com- of Khizr (A.S). He questions the rationale and44 MANAGER TODAY | October - November 2009
  • 39. 46 TRAINING WALI MUHAMMAD The writer is an Islamabad-based corporate trainer waliproxemic@yahoo.comMentoring is an age-old practice thatcould offer significant benefits to both em-ployees and organization. Despite its valuethe practice is restricted to a few com-panies. This is mainly due to the percep-tion among some manager thatimplementation of mentoring program iscumbersome and the benefits that ac-crue are not proportionate to the re-sources invested. Many studies andexperience of organizations have provedthis perception as misplaced. For exam-ples, Monica Forret of Long Island Uni-versity and Daniel Turban and ThomasDougherty of University of Missouri,based on their study of mentoring prac-tices in a number of fortune 500 compa-nies reported that mentoring contributesfor the following benefits: • Enhance employees’ performance • A better understanding of corporateculture and organizational structure • Increases feelings of support andfriendship • Better awareness of what new em-ployees experience • The acquisition of new skills • An improved network of contacts • A better understanding of others’work styles • Improvement in intra company com- Wmunication • Emergence of unified work culture However, mentoring programs imple-mented without adequate preparation,participants placing managers as men-tors without adequate training tend toprovide no benefits. Further, both men-tors and mentees may treat it as a bur-MANAGER TODAY | October - November 2009
  • 40. den. Therefore, managers must betrained before asking them to be men-tors. Companies such as Hallmark EIGHT PRACTICES OF QUALITY OFCards, Texaco Trading and Transporta-tions Imperial Oil Limited, Shell Oil Com-pany and the like, are using the following WORK LIFE (QWL) This is one comprehensive strategy available in HR management to achieve manytraining methods to train mentors: things on employer as well as employees side • Role play to train mentors in coach-ing providing effective feedback, and to The concept of quality of working life though 5. Social integration in the worktrain protégés how to receive feedback came into circulation in 1970s, it became organization. • Videos which illustrate effective popular only in 90s and organizations real- Relationships between and among the em-mentoring relationships ized its potential to enhance the productivity ployees is an indicator of healthy work or- • Handbooks which discuss issues in the new century. This works as a compre- ganization. Therefore, opportunities must besuch as understanding the mentor’s hensive model to those employers who want provided for formal and informal interac-role, confronting others’ productively and to ensure quality in working life of their em- tions. All kind of classes, religions, races,checking expectations ployees. An ideal quality of work life program crafts, and designations must be treated • Lectures to describe what mentor- will encompass practices in eight major equally on a social platform. In other words,ing is, and some of the benefits and pit- areas as discussed below: it creates egalitarian environment.falls. 1. Adequate and fair compensation. 6. Constitutionalism in the work In addition, these companies have a This is fundamental to QWL. Human be- organization.clearly defined mentoring policies clarify- ings work for livelihood. Therefore success of This is related to organizational norms thating (1) how mentors and mentees select rest of the initiatives depends upon fulfilment affect the freedom of an individual employee.each other, (2) how profile sheets of po- of this. However, important here is that com- Efforts must be made to see right norms aretential mentors and mentees are to be pensation offered must be adequate imply- formed in the organization. It means normscompiled in a book, (3) how mentor pro- ing it must be proportionate to labour and that accommodate the privacy of anfile sheets are to be prepared collecting there should be internal consistency among individual employee, freedom of speech,detail such as why someone want to be salaries of employees. equity and freedom to dissent on somementor, what he/she hopes to gain from 2. Safe and healthy working conditions. aspects.the experience, what is the mentor’s po- Unsafe and hazardous working conditions 7. Work and the total life space.sition in the company, what type of expe- cause problems to both employers and em- Employees should not be allowed to con-rience he/she have had and what ployees. There may be little benefit to the em- tinuously exert themselves. The continuoushis/her hobbies and interests are. ployers in short-term but in medium- and hard work causes psychological and physicalMANAGERIAL IMPLICATION long-terms, it adversely affects the produc- strains. Therefore, there has to be a balance The experiences of companies show tivity. Therefore, adequate investment must between personal and professional life. Or-that mentoring offers valuable benefits be made to ensure safe and healthy working ganization must create proper work offs toto organization when implemented with conditions. enrich the life of employees.a clear policy and practice framework. 3. Immediate opportunity to use and 8. The social relevance of work life.The experiences also illustrate that sim- develop human capacities. Employees must be given the perspectiveply telling employees that they are now a The jobs have become routine, meaning- of how his/her work in the organization helpsmentor or protégé can never be enough. less and too specialized, depriving the em- the society. This is essential to build rele-Like in the case of many HR functions, ployees of fulfilment satisfaction. Therefore, vance of the employee’s existence to the so-here also there is no short cut for suc- efforts should be made to increase the au- ciety he/she lives in.cess. Therefore, companies which de- tonomy, perspective and exposure to multi- MANAGERIAL IMPLICATIONcided to pursue a mentoring strategy ple skills. QWL is more relevant now than in the pastmust do so with a clearly constructed 4. Future opportunity for continued because of two prime reasons. Firstly, it isplan. Mentoring can be a potential strat- growth and security. T well established that QWL leads to enhancedegy to overcome many maladies that in- his is related to career aspects of employ- productivity. Secondly, QWL helps organiza-clude weak organizational citizenship ees. Meaningful career paths must be laid tion in many ways like building image of thebehaviour, weak organizational commit- down and career mapping of employees is to company as best in recruitment, retention,ment, poor interpersonal relationships be followed. The provision of advancement and in general motivation of employees. Thisand poor integration of employees with opportunities play a central role in QWL. is one comprehensive strategy available inorganization apart from performance HR management to achieve many things onrelated issues. n employer as well as employees side. n October - November 2009 | MANAGER TODAY 47
  • 41. 48 INTERVIEW ACADEMIA NABEELA MALIK PROFILE Dr Amir joined the Faculty of Management Studies (FMS), University of Central Punjab (UCP) in July 2008 as Head of Marketing Faculty. He was promoted to the position of the Dean FMS on March 17, 2009. Dr Amir is a highly proficient and internationally traveled Marketing Academic equipped with a doctorate degree in Marketing from Manchester Business School, U.K. He has a demonstrated ability in Marketing Research, Marketing Management, Customer Service and Marketing Communication. Excep- tionally well organized with a record of accomplishments within the marketing sector that demonstrate self-motivation, hard work, innovation and initiative. He has proven organizational, administrative and in- terpersonal skills in an academic environment. As a result-driven expert, encompassing over 18 years of experience in Marketing teaching, research, and consulting, he now aspires to be a distinguished leader with a single-minded focus on taking the Faculty of Management Studies and UCP to ever greater heights.MANAGER TODAY | October - November 2009
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  • 43. I strongly recommend adopting English as the only medium of instruction for the entire education system. Only that way we can ensure a harmonious standard of education in our country. the pipeline at UCP? not healthy at present; the government and Yes, in the expansion category two initia- business schools should consider this issue tives are in the pipeline, one at college level seriously making a practical policy about pro- and the other at the university level. This de- ducing business graduates. velopment will be focusing on enhancing the Another factor that bothers me more is capacity at both levels by introducing new dis- the deep rooted culture of ‘Favoritism’ in our ciplines for masters and specialization. We society that actually kills merit in all fields. are planning to introduce electrical and me- There is also lack of investment on improv- chanical engineering also. ing job opportunities in the country due to Getting to other cities, we are working on which all of our graduates meet difficulties establishing franchised colleges under the finding jobs. So, I agree that a serious con- umbrella of PGC for which we are actually sideration should be paid to this issue.Let’s start with an introduction to the es- looking for experienced teachers who might Does this mean we are in a crucial needtablishment of UCP. be interested in the project. to produce entrepreneurs? The Islamic Commerce Educational Soci- Please tell us about the serving teach- May be business schools should work onety established its first institution in Lahore, ing faculty members and the criterion of developing entrepreneurs so that peoplethe Punjab College of Commerce in 1985. selection? may work for themselves because there areThis was followed three years later by Pun- At the Faculty of Management Sciences not many jobs in the market. But it will oncejab Law College. In 1991, the Punjab College we have nearly 33 members at UCP pay role again depend upon how much it is supportedof Business Administration (PCBA) was es- attached with the university on permanent by micro finance, an easy access to the mar-tablished in Lahore, followed by the Punjab In- basis. While we have well established BBA, ket needs and accurate business knowledge.stitute of Computer Sciences (PICS) in 1993. MBA programs on regular basis and in dif- Establishing a favorable infrastructure that By 1996, twelve campuses had been es- ferent shifts as MBA executive etc. can facilitate investors is also a key factor. Itablished with more than 18,000 students So, during a semester we involve nearly think the government and well establishedenrolled at that time across Punjab, and 130 faculty members. Out of these 130 we business institutions like that of ours shouldthese collectively became known as ‘The Pun- have only 33 members as our permanent collaborate to enhance entrepreneurial ac-jab Group of Colleges’. With this rapid ex- teaching members which mean there is a tivities in the country. Making sure that cre-pansion and growing reputation for heavy reliance on visiting faculty. ating jobs through self employment anddelivering quality education, The Punjab We are seriously looking into this matter running ones’ own business can be a veryGroup of Colleges emerged as the largest to reduce reliance on visiting faculty and hire practical solution at the present job deficienthigher educational network in the private a good number of teachers as university’s scenario.sector in Pakistan. During this period The permanent faculty staff. Should we introduce other disciplinesGroup also founded Muhammad Ali Jinnah The criterion of selection is a simple three at our universities to shift the paradigmUniversity in Karachi, which was granted de- steps procedure, we collect resumes first, from business education to humanitiesgree awarding status by the Government of assess them and short list to interview po- and other social sciences?Sindh in July, 1998. MAJU now maintains tential applicants. Such applicants get inter- Introducing new subjects and promotingtwin campuses in Karachi and Islamabad, viewed by a panel of faculty members of the social sciences along with pure sciences isboth of which are recognized by the HEC Pak- concerned department. After the interview already in practice at our universities. Butistan. if panel feels needed, that applicant is asked you see; emphasizing on such subjects might In October 1999, when the Government of for a brief presentation and he/she gets se- not be able to increase job opportunities verythe Punjab initially issued a No Objection Cer- lected accordingly. soon. Such subjects can be opted if one istificate, and upon fulfilling the prescribed cri- Does UCP study the demand of job mar- not dragged into the responsibilities to earnteria, the charter was awarded in April, ket before producing business graduates livelihood very soon. But it is actually very dif-2002, and the University of Central Punjab because there are not many jobs and ficult in a suffering economy like that of ours.proudly became the first university in the pri- MBA’s market has reached its saturation Almost all of our students are in a hurry tovate sector in Punjab. point? complete their education and set a careerAre there any more expansion plans in Yes, job market for business graduates is as soon as possible.50 MANAGER TODAY | October - November 2009
  • 44. Thus, improving job opportunities and sup- where we are offering O level. So we are op- I think theporting entrepreneurial thrust can be a bet- erating at all educational levels now fromter solution to the issue. school level to post graduate level. government and well How can we uniform the educational In regard to the contribution this institution established businessstandard in our country imparting equal is making by supporting students througheducation to all? ‘Merit Scholarship’. There is also a very kind institutions like that We should understand that there is noth- hearing to the concession requests from de- of ours shoulding wrong in adopting English as the lingua serving students.franca to uniform the medium of communi- The other tremendous support includes collaborate tocation in the whole of our country. that all alumni (the students who have done enhance Sir Syed Ahmed had understood this need their graduation from the PGC) are offered a entrepreneuriallong ago. Even if we observe the key to Indian special discount of fifty per cent expendituresdevelopment, we will find that India adopted at the UCP or the Muhammad Ali Jinnah Uni- activities in theEnglish as the main stream of communication versity. country. Making surethat not only ensured uniformity of education Is maintaining work life balance a bigbut also enabled the whole nation to stay on issue in your routine? that creating jobsalmost equal basis. While in our society the Well, it’s not really a big deal if one under- through selfsituation is far worse; our people have devel- stands the duties and responsibilities care- employment andoped complexes related to ability to speak fully. In my case, I do try to prioritize my dutiesEnglish. I reckon there might be a difference and perform them accordingly which really running ones’ ownbetween people’s efficient skills and com- helps finding balance between work and life. I business can be amand of language but they all must be able to never jumble up official and domestic workscommunicate with one another without any and accomplish them on the indigenous very practicalkind of poor complexes that we are facing at premises without taking official stuff to home solution at thepresent. or doing family networking being at the office. So, I strongly recommend adopting English Which key you recommend to unlock the present job deficientas the only medium of instruction in the whole door of success in life? scenario.of our education system. Only that way we can According to my life experiences I gauge theensure a harmonious standard of education more you prove yourself benefiting to others,in our society. the more you meet a contented and suc- How does UCP meet its Corporate So- cessful living for yourself.cial Responsibilities? Helping others means strengthening hu- This university is financially doing very well mane values in society that brings peace inwith the large number of students here. A few return. So I would recommend my readers toyears ago we also entered in the school level become as much beneficial to others as theyset up with the name ‘Resource Academia’ can. n October - November 2009 | MANAGER TODAY 51
  • 45. 52 INTROSPECTION SHAKEEL AHMED The writer is a motivational trainer We can use visualization as method for directly communicating with our mind.WHAT IS VISUALIZATION? part of the mind, a part that they cant men- of it. The good news is that the more you prac-Visualization is quite simply using your imagi- tally see when they are awake. But pretty tise, the more likely you are to start seeingnation. You create a scenario in your mind, just much everyone has woken up after having a those pictures with greater clarity and aware-like a day dream and imagine yourself as part dream and can recall pictures of what they ness. The key thing to realize about your mindof it. Its important to know that people visual- were dreaming about. This proves that every- is that it doesnt think in words. You mind ac-ize differently. Some peoples visual clarity is vi- one certainly has the ability to visualize, just tually uses visual imagery to communicate orbrant, full of color and as real as everyday life. like everyone else. Again, its just that it hap- think. We can use visualization as method forFor many others, when they close their eyes, pens on a different level of consciousness that directly communicating with our mind. Bythey see darkness. This is completely normal, isnt normally seen while you are awake. Even imagining something as vividly as possible itsthere isnt anything wrong with these people, though the pictures may not be seen, they are sends a clear message to your mind, direct-and it certainly does not mean that they cant still there, and most people can "feel" that the ing its inner resources to make your dreamsvisualize. Its just that they visualize at a deeper picture is there and at some level are aware a reality.MANAGER TODAY | October - November 2009
  • 46. tiveness. To make sure that your visualization is as effective as possible, we have to make it as sensory intensive as possible. This means that visualizing should include much more than just visual stimulation. We also want to imag- ine our other senses; touch, smell, hearing and taste. The more senses included in the ex- perience, the more believable the experience will appear to your mind, improving its effec- tiveness. Think of it as if we are trying to recre- ate reality within our minds, in a way fooling ourselves into thinking that we truly had the experience. The advantage in working with vi- sualization reality over normal reality is that we get to write the script ourselves, allowing us to create a senario precisely the way we want it to be. Include yourself in the visualization So what is the one thing that is always pres- ent in all of your waking life experiences? Its you! You are always there, always present dur- ing any of your experiences. So this means that we also want to include ourselves in the vi- sualization process. Sometimes we can get caught up in visualizing a goal, we create a vi- sual movie complete with smells, audio etc. but we forget to include ourselves in the pic-Why does Visualization work? sualized acts in real everyday life. So if we use ture. So remember to also include yourself Visualization works because the mind does- this powerful visualizing ability that we all pos- when you are doing your visualizations. Itnt really know the difference between regular sess, we are utilizing all of our inner resources makes it more like a real experience that haswaking reality, dreams or consciously directed to help us succeed. At the very least, no one happened to you in the past.visualization. The mind understands all of can claim that visualizing hinders a perform- Now consider if you just visualize yourself inthese experiences as if it were a true waking ance, so there certainly isnt any harm in it. the movie as a passive character. Just thereexperience. We use our conscious selves to Please keep an open mind and give it a try as sensing what is going on around you. That re-determine the difference between normal we go through the exercises. ally doesnt include everything that you nor-waking reality and the dream world, but to the How to make Visualization extremely mally experience is it? Normally, while you aresubconscious mind, they are one and the effective? experiencing things in life, you are thinkingsame. Think of visualizing as a mental practice There are some things to be aware of about about what it happening, reacting and feelingthat over time will enable you to perform the vi- visualizing that will improve its overall effec- emotions. n October - November 2009 | MANAGER TODAY 53
  • 47. 54 TEAM BUILDING QAISER ABBAS The writer is chief inspiring officer at possibilities (Pvt) Limited. on’t you want increased produc- tivity, improved customer serv- ice, more flexible systems and employee empowerment? Can you do it alone? Of course, you need an outclass team to complete this mission. We all have seen high-perform- ing teams. We appreciate them, admire 1. Focus on the big picture: We have seen outclass teams totally ded- icated to the purpose and values of the or- ganization. Team members understand how their work fits into corporate objectives and they agree that their teams goals are achiev- able and aligned with corporate mission and values. This commitment provides team the team decisions can be viewed. It doesn’t mean that outclass teams don’t face any conflicts. However, when conflict arises, the team uses alignment with the big picture (comprising organizational purpose, vision and values) important criteria for acceptable solutions. 2. Caring communication them, and get inspiration from them. But foundation for synergy. Outclass teams constantly strive to reach we really don’t know the secret behind. Members of the team are ready to put their full potential. The members of the team After having worked with teams of various aside personal needs for the benefit of the feel comfortable in saying what they think, backgrounds, team Possibilities has iden- company. All team members can not only they ask for help, share new or unpopular tified seven key secrets of outstanding see the picture but this agreement on the big ideas, and risk making mistakes. These teams. picture provides a backdrop against which all teams create an atmosphere where teamMANAGER TODAY | October - November 2009
  • 48. members show concern, trust one another, 4. Staying together in tough moments person just said?"and focus on solutions, not problems. We Individual champions are less required in Affirmations are positive statements abouthave noticed that these teams create an en- business today. Outclass teams have mem- something you want to be true. For example,vironment where communication is friendly, bers who help others achieve success for the instead of saying to you right before a nego-open, and positive. Friendly communications team. Team success depends upon the de- tiating session, "I know Im going to blow up",are more likely when individuals know and re- gree of interdependence recognized within a force yourself to say, "I am calm, comfortable,spect one another. Team members show team. Members are keenly aware that as and prepared." We teach team members tocare by asking about each others lives out- part of a team, everything that they do or shift any negative mental tapes to more pos-side of work, respecting individual differences, dont do, impacts someone else. In outclass itive ones and shift obstructing paradigmsjoking, and generally making all feel welcome. team, accuracy is considered as a reflection and manage conflict more effectively.Open communication is equally important to of personal pride. It also demonstrates a 6. Everybody contributesa teams success. To assess work perform- commitment to uphold the standards of the An outclass team has members who areance, members must provide honest feed- team, thus generating team pride. skilled and ready to take initiatives. Membersback, accept constructive criticism, and Turning team priorities into personal prior- have strong technical and interpersonal skillsaddress issues head-on. To do so requires a ities is the hallmark of a winning team. Be- and are willing to level supported by direct, honest com- cause of the mutual support and To enhance balanced participation on amunication. When members communicate cooperation, they respect the time of others work team, we consider three factors thatwith each other positively it impacts the en- by arriving for meetings on time, sharing in- affect the level of individual contribution: in-ergy of the work team. When members talk formation promptly, clustering questions for clusion, confidence, and empowerment. Theabout what they like, need, or want, it is quite people and communicating concisely. more individuals feel like part of a team, thedifferent from wailing about what annoys or 5. Handling disagreement positively more they contribute; and, the more mem-frustrates them. The former energizes; the The problem is not that differences exist, bers contribute, the more they feel like partlatter demoralizes. but in how they are managed. It is inevitable of the team. To enhance feelings of inclusion,3. Sense of connection that teams of bright, diverse thinkers will ex- we suggest that you keep work team mem- An outclass team constantly find creative perience conflict from time to time. If people bers informed, ask for their input, and sup-ways to meaningfully connect with larger believe that conflict never occurs in "good" port an atmosphere of cohesion. Confidencework organization, to team members, and to groups, they may sweep conflict under the in self and team affects the amount of energyother work teams. carpet. Of course, no carpet is large enough a team member invests in an endeavor. If it When a work team is connected to the or- to cover misperception, ill feelings, old hurts, appears that the investment of hard work isganization, members discuss team perform- and misunderstandings for very long. Soon likely to end in success employees are moreance in relationship to corporate priorities, the differences reappear. They take on the likely to contribute. If, on the other hand, suc-customer feedback, and quality measures. form of tension, hidden agendas, and stub- cess seems unlikely, investment of energy willThey consider team needs in light of whats born positions. wane. The confidence of team members cangood for the whole organization and what will When we teach teams to manage conflict be bolstered by providing feedback, coaching,best serve joint objectives. We suggest com- effectively, the team feels empowered to assessment and professional developmentpanies encourage such connection by keep- maintain trust and tap the collective power opportunities. It is also important to haveing communication lines open. Management of the team. Work teams manage conflict team members evaluate how well they sup-priorities, successes, and headaches should better when members learn to shift their port the contribution of others.flow one way; team needs, successes, and paradigms (mindsets) about conflict in gen- 7. No fear of changequestions should flow in the other direction. eral, about other parties involved, and about Teams must not only respond to change, When a work team has developed strong their own ability to manage conflict. but actually initiate it. It is no longer a luxury toconnections among its own members, peer Dr. Suzanne Willis Zoglio, Ph.D. shares have work teams that can perform effectivelysupport manifests itself in many ways. Col- three techniques to help members shift within a turbulent environment. It is a neces-leagues volunteer to help without being blocking paradigms though reframing, shift- sity. High performing teams acknowledge anyasked, cover for each other in a pinch, con- ing shoes, and affirmations. perceive danger in the change and then helpgratulate each other publicly, share re- Reframing is looking at the glass half-full, in- members appreciate opportunities hidden insources, offer suggestions for improvement, stead of half-empty. Instead of thinking "If I ad- change.and find ways to celebrate together. For de- dress this issue, itll slow down the meeting," An outclass team doesn’t need security. Itveloping and maintaining such connections consider this thought: "If we negotiate this dif- embraces unexpected challenges and situa-we recommend companies to allow time be- ference, trust and creativity will all increase." tions. Team knows how to take and managefore and after meetings for brief socialization, Shifting Shoes is a technique used to prac- risks as they have necessary tools to inno-schedule team lunches, create occasional tice empathy by mentally "walking in the vate. Leaders in outclass teams also help re-team projects outside work premises, circu- shoes" of another person. You answer ques- duce resistance to change by providing visionlate member profiles, take training together, tions such as "How would I feel if I were that and information, and by modeling a positiveand provide feedback to one another on de- person being criticized in front of the group?" attitude themselves. nvelopment. "What would motivate me to say what that October - November 2009 | MANAGER TODAY 55
  • 49. 56 HEALTH & WELLNESS DR. NOOR-UL-AIN FATIMA The writer is an MBBS doctorMigraine is common complaint of people working in high stress environment. This childof stress is not just another headache; when it strikes life becomes a living nightmare.However, it could be managed as well as prevented.HISTORY OF MIGRAINE in limbs. The word migraine is taken from old French Note: Headache along with weakness inmigraine which means half skill. It has been limbs could be a sign of stroke. So consultdocumented in the medical documents of an- your doctor in such case.cient Egyptians as early as 1200 BC. in hands and feet.FAMOUS MIGRAINEURS Restlessness and anxiety. A person suffering from migraine is called MANAGEMENT OF MIGRAINEa migraineur. 1. Take analgesic (pain killer) at the onset of Some famous migraineurs were migraine attack Panadol Extra (Aceta Julius Caesar minophen with caffeine is ideal.) Napoleon NSAIDS like Brufin and Aspirin suit some Thomas Jefferson (US President) people. However dont take NSAIDS without Claude Monet (Famous Painter) consulting your doctor as many people are al- Lewis Carroll (Writer of Alice in Wonder- l Caffeine (too much) lergic to l Foods that contain MSG (Monosodium 2. Topical analgesic like Wintogeno can also Elizabeth Taylor Glutamate) or Chinese salt. be used. Elvis Presley SYMPTOMS 3. For nausea, you can take antiemeticCAUSES OF MIGRAINE ARE: Migraine in preceded by a sense of malaise drugs like Motilium. Take it only under doctor’s l Stress and blurred vision. It is known as Aura. supervision. l Eating certain kind of food for example Symptoms of the attack of migraine in- 4. Homeopathy has some excellent reme-cheese, chocolate etc. clude: dies for migraine e.g Sanginuaria Acid Phos l In some people especially businessmen Intense throbbing headache mostly on one etc.traveling from one time zone to the other can side of head and sometimes on both sides of PREVENTION OF MIGRAINEtrigger migraine head. Try to eliminate stress from your life. Zikar l Skipping Meals Nausea which sometimes leads to vomit- of Allah alleviates all kind of stress. l Lack of sleep ing. Exercise regularly at least for 15-20 min. l Bright light, loud noise, strong odors. Increased sensitivity to light. Take adequate sleep. l Hormonal fluctuations especially in Increased sensitivity to sound. Taking vitamin B12 in diet in some studieswomen during menstrual cycle. Increased sensitivity to smell. has proven to reduce the risk of migraine. l Alcohol Sometimes there is associated weakness Don’t skip meals. nMANAGER TODAY | October - November 2009
  • 50. VOCAB BANK 57MANAGEMENT VOCABULARY FOR EXECUTIVESNICHE MARKET bers of producers. Oligopolies are found in OUTSOURCEA small, narrowly defined market that can many industries and they can behave much To hand over to other outside the organisa-be carefully targeted by a company, partic- like monopolies. tion and responsibility for providing it with ma-ularly one whose products have a limited terials, components or services. A companyappeal, such as stamp albums. OPPORTUNITY COST that outsource almost everything becomes a The cost of not doing something: a key con- VIRTUAL ORGANISTATION, leaving itself freeNON-EXECUTIVE DIRECTOR cept in business economics but not the to focus on a very narrow range of activities.A director of a company who does not work sort of cost recognised by an executive capacity. Good non-execu- OVERTRADINGtive directors combine general business ORIGINAL EQUIPMENT MANUFACTURE The practice of increasing turnover to aknowledge and experience with objectivity. The practice of manufacturing unbranded level where it is too large to be supportedMany companies use HEADHUNTERS to consumer goods for supplier who put their by the other aspects of the business, par-find non-executive directors instead of the name on them and sell them as their own. ticularly by its WORKING CAPITAL.more traditional method of trawling among Original equipment manufacture (OEM) isthe chairman’s friends. one manifestation of a battle between re- PARKINSON`S LAW tailers and manufacturers for people posi- The title of a book, first published in 1958KENICHI OHMAE tion in the heart and minds of consumers. and written by a history professor calledJapan`s only world-famous management Cyril Northcote Parkinson. The book wasguru Ohmae is an un-Japanese individualist OUTPLACEMENT one of the first about management to bewho acts as a sophisticated interpreter of Assistance given by employer to an em- written in a humorous style and it made acorporate Japan to the west. ployee who is being laid off. The service is satirical stab at thyself-satisfied behaviour often provided by specialist outplacement of managers within large organisation. ItOLIGOPOLY agencies whose main task is to help the had a wide influence and was translatedThe control of an industry by a small num- employee a new job or career. into many languages. n VOCABULARY ESOTERIC FENDER BENDER SANITIZE (DISAPPROVING) l likely to be understood or enjoyed by a particular a minor automobile accident remove the parts of something that could be con- group too difficult for most people to understand FREE-FOR-ALL: sidered unpleasant l Beyond grappling with fairly esoteric argu- a noisy quarrel or fight that a lot of people join l This sanitized account of his life does not men- ments about the Second Amendment, the justices GRAVY TRAIN tion his time in prison. need to responsibly confront modern-day reality. an organization, activity, or business from which —Oxford —The New York Times many people can make money without much ef- TUNNEL VISION ETHOS fort a narrow outlook; specifically the focus on a par- characteristic spirit, moral values, ideas or beliefs l He is riding a gravy train. ticular problem without proper regard for possi- of a group, community or culture HATCHET JOB ble consequences or alternative approach l How would you explain the Pakistani national a biases or malicious attack on the character or VANDAL ethos to a foreigner? activities of a person or institution someone who deliberately damages public or pri- Empty nester (1971): l Do you agree with those who argue that Kitty vate property. FEISTY Kelly’s biography of Nancy Reagan was a hatchet VEGAN active, forceful and full of determination; quick- job? someone who does not eat meat, fish, eggs, tempered and a bit aggressive PONTIFICATE cheese or drink milk n l The youngest of four children, Chris was feisty to speak pompously about something in a know- and tough....The once feisty boy became subdued ing and self-important way, especially when not and afraid. qualified to do —Reader’s Digest l He is a nice guy but he pontificates a lot. October - November 2009 | MANAGER TODAY
  • 51. 58 BOOK REVIEWGOODTOGREAT THE8THHABIT: FROM EFFECTIVENESS TO GREATNESSJIM COLLINS STEPHEN R. COVEYWHY SOME COMPANIES MAKE THE LEAP AND OTHERS DON’T STEPHEN COVEY CHALLENGES EACH OF US TO BECOME LEADERS n Jim Collins’ second business best- he 8th Habit" is the product ofI seller, he identifies and characterizes eleven firms that showed fifteen yearsof producing returns that exceeded the "T years of research about society, progressing eras advanced by science and technology and the indi-market, preceded by fifteen years of vidual whose needs have remained theonly moderate market returns. same throughout history’s progres- “The surprising list—a dowdier group sion.would be hard to find—taught us a key Covey has defined a new era, thelesson up front,” remarks Collins. “It is Knowledge Worker Age. The fulfillmentpossible to turn good into great in the of the 8th habit takes the individual tomost improbable of situations.” Pairing greatness. He defines his audience aseach firm with a similar firm that didn’t the individual and the organization,measure up to these returns criteria from families to corporations. His newprovides the book’s subject matter. This comparative view shows how theory is called the whole-person paradigm. Covey takes us throughsome of these good-to-great firms were able to excel during periods five ages of civilization: the Hunter and Gatherer Age, the Agricul-of wrenching change for their industries. tural Age, the Industrial Age, the Information/Knowledge Worker “Technology Accelerators,” is a chapter of interest to engineers. Age and an emerging Age of Wisdom.Technology by itself, according to Collins, is never a principle cause of He moves us from the “thing” mind-set of the Industrial Age toeither greatness or decline. None on Collins’ list of great companies the “people” mind-set of the Knowledge Worker Age. He discussesbegan their transformation with pioneering technologies. Some firms the problem of managing people like things. This puts all the pres-that couldn’t excel in their historical core business were successful in sure at the top of any organization - leadership has to come fromthe end by selling off founding plants and divisions. “Mediocrity results the apex and everyone else follows. Covey asserts that when peo-from management failure, not technological failure.” The first trait on ple are the focus, each of us has the ability to become leaders byCollins’ list is leadership with ferocious resolve, fanatically driven to acting independently, making decisions and effecting change. Heproduce results, coupled with humility and modesty. Leaders were charges us with looking inside ourselves rather than outside to pro-never hired from outside. High-profile leadership styles marked only vide solutions and improvements.those firms characterized as simply good and were completely ab- He bases our ability to grow on the four dimensions of a personsent from any of the great firms. However, Collins admits he hasn’t - body, mind, heart and spirit. These dimensions lead to the fourfigured out how to teach leaders to be humble and subjugate egotis- basic needs or motivations of a person, to: (1) live; (2) love; (3) learn;tical ambitions to build something greater than oneself. and, (4) leave a legacy. Of another key factor, hiring the right people, Collins says, “When in Covey takes us through our ability to make choices to our needdoubt, don’t hire. Keep looking. When you know you need to make a for finding our unique voices. His solution for today’s problems in-people change, act. Put your best people on your biggest opportuni- volve two challenges: (1) find your voice; and, (2) inspire others toties, not your biggest problems.” find their voice. With his outline, we can each move to a higher level To become great means that mere competency is your enemy. Dis- of greatness and leadership. He writes for everyone; from the CEOcipline and momentum carry more force than radical restructurings. to the factory worker; from the stay-at-home parent to the teacherSimplicity and focus win out over complexity. Firms that become great in the classroom; from the young to the old; and, from the rich tounderstand what they do best, what drives their economic engine, the poor.and what they are deeply passionate about.MANAGER TODAY | October - November 2009