Pole Shift Theory of Management for Investors in People (IIP) Standard critically looks at IIP and exhorts to shift the focus of analysis from 'effect' on Objects to 'cause' of energy force i.e the Subject. School of Management, Cranfield University Research Study of The Investors in People (IIP) Standard states: Quote: The Investors in People (IIP) Standard is a UK quality standard introduced in 1991. Currently about 31% of the workforce are employed either by organisations that are recognised as Investors in People employers or organisations working towards achieving recognition status. IIPUK’s Delivery Partners currently work with almost 40,000 organisations employing over 7.5 million people and engage with new organisations on a daily basis, which highlights its potential impact on the UK economy. The Standard’s main objective is to improve organisational performance through the management and development of people. Unquote. Organisational performance through management of Intangible Value Capital, as suggested by IBCM© Research would improve substantially with measurable valuation of Action and Inaction of tasks, where there is no bottom-up or top-down hierarchical approach to management as Investors look at an organisation as a single force energy represented by People.

1. Pole Shift Theory of Management
for Investors in People [IIP] Standard
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2. 1.1 Return on Intangible vs Return on
Investment
Both have a number as Numerator and
Denominator. In case of Return on Investment
we are accustomed to a formula whereas
Return on Intangible needs an explanation as to
how we arrive at a number.
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3. 1.2 Intangible – pulsating energy
Intangible is the energy force owned by each
person, in equal measure belonging to the
Subject, called 'pulsating energy' and it is the
only energy available for any man-made object
– a creative process ending up as a policy, an
IPR, a product, otherwise known as a tangible
Object of 'non-pulsating' energy.
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4. 1.3 Non-pulsating Energy
Every 'non-pulsating' energy has a potency but
inert as its wont and needs 'pulsating energy' to
collide with an inanimate object to release the
energy force from within at an optimum level.
That's the very purpose of management - moving
the inanimate objects from one space to the
other in quick succession.
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5. 1.4 Investors in People [IIP] Standard
Investors in People [IIP] Standard comes handy
to ensure release of energy from an object is at
optimum level and if not, the cause is analyzed
as to non-financial - such as Trust,
commitment, skills and expertise, product
quality as well as financial performance –
growth in sales, turnover profitability, market
share etc. and gaps are filled to optimize
release of energy level of the objects in
question
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6. 1.5.1 IIP Standard
IIP Standard by definition is of People which is the Subject
but in reality is an analysis of non-performance by putting
the cart before the horse. Standard differs from one object
to the other as well as for the same object at different
dimensions that cause is sought by effect being reasoned
out.
Quote [Cranfield University, School of Management]: The
data analysis used descriptive statistics, basic statistical
tests, correlation and regression analysis. The final
analysis of the framework was undertaken using structural
equation modeling, an approach that allows us to
understand the causal links between the variables and
create a final model linking the IIP Standard with business
performance. Unquote
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7. 1.5.2 IIP Standard ~ Consequence
• The Result: An endless chasing of gap analysis
of quantitative items multiplied by quantitative
probabilities in infinite succession, churning out
HR Policies by day.
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8. 2.1 Intangible
Inherent strength of People is the standard built-
in in equal measure, of pulsating energy, be a
potter or a nuclear scientist. Production or
Marketing or Accounting professional or work-
force is employed with a built-in standard .
Be it a lathe or a computer, the activator is the
pulsating energy with respective capability to
operate. Every person from a peon to CEO has
the same pulsating energy with expected tasks
entrusted to their care relative to their expertise.
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9. 2.2 Facets of Task
IIP Standard rests on the 'effort' of the individual
towards the task[s] entrusted with. No task is
complete without a team yoked together to
accomplish each task although each individual
remains independent.
A task is encased with a policy e.g. Risk Appetite
(i. managerial) policy, for an organisational risk
culture (ii. operational) policy, supported by
services (iii. Technology) and in conformity to
regulatory compliance (iv. Finance).
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10. 2.3 Facets of Task – 5 dimensions
Each task therefore has the broad 4-dimensional
aspects of Fiscal Responsibility. Add CSR to
the task, 5th dimension envelops the
organization with Ethical Responsibility.
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11. 3.1 Pole Shift Theory ~ IIP Standard
Organization means collection of individuals
accomplishing many a task. IIP Standard intends to
mean the same but fails to spell out a standard for
individuals, analyzing non-events as causality of
financial non-performance, after the task is completed
or remain unfinished.
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12. 3.2 Pole Shift Theory ~3 Ps as Standard
Policies, Practices and People are the three that IIP
Standard should place forth, People representing
Ethical Responsibility whereas Policies and Practices
of Fiscal Responsibility.
Dual Responsibility of People within connects to Society
outside for Ethical Responsibility influencing the Value
System of an Organisation.
Society does not change the identity of the Organisation
but influences to add mass forming a nucleus with
Policies.
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13. 3.3 Pole Shift Theory ~ People Standard
[People and Policies] form a nucleus of Ethical and Fiscal
Responsibility as Standard for Value System and
Management Quality, the emergent properties of creative
process of management, ably led by CEO for a proactive
Intellectual Value Capital of an Organisation.
Practices spin around Intellectual Value Capital of the
organisation but reactive and form the Emotional Value
Capital of an organisation.
Together Intangible Value Capital represents the pulsating
energy of an organisation - vibrant People.
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14. 3.4 Pole Shift Theory ~ 5-dimensions
The 5-dimensions of a task need to be intact by way of
KPIs at the level of action. The 5-dimensions of Ethical
[CSR] and Fiscal Responsibility [Managerial,
Operational, Technology and Finance] envelop the
entire organisation consisting of as many blocks as
tasks demand.
There is no bottom-up or top-down hierarchical approach
to management by Intangible Value Capital as
Investors look at an organisation as a single force of
pulsating energy.
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15. 3.5 Pole Shift Theory ~ Valuing the Cause
Action and Inaction of each task gets a binary value of 1
and 0 (zero) energy usage assigning the value for the
Numerator. Denominator as the standard of
measurement is always 1 – of Intangible.
Return on Intangible for each Action or Inaction gets the
respective binary value. Relate to dT/dT, where dT is –
series of Tasks – in series of respective Time to
accomplish tasks by 5-dimensions independently.
Matrix of binary values, by pulsating energy collision on
non-pulsating energy, provides material events
happening on real-time, in 5-dimensions.
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16. 3.6 Pole Shift Theory
Valuing the Cause where energy flows from the Subject,
shifts the focus from valuing quantitative elements of Effect
on inanimate Objects that is practised today. [To Quote
Cranfield: The model then explains both the links between the variables and
gives an indication of causality (something which is not possible using
correlation and regression analysis).
Pole Shift Theory of Management warrants change of
Standard for IIP from quantitative elements of Objects to
measuring the Intangible common energy force of an
organization which is the Subject.
Collectively for all tasks with the same denominator a single
rating system arrives at the energy force of an
Organization with granular data for each task of Action or
Inaction, by Peon to CEO.
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17. 4 Top takeaways for CEOs
1. Satisfy the dictum: “Galileo Galilei: “ Measure what is
measurable, and make measurable what is not so.”
2. Knowledge base of Intangible like treating zero when found
as a number on its own right, enables the sea of data to
hold in a small hole of single digit rating of pulsating energy
for your company.
3. CEO's entry to exit points in an organisation is measured
by granular data accurately of energy, represented by
Einstein's equation - e = mc² where m stands for mass
added during your tenure,
4. Attract Investors by Intangible Value Capital of your
company.
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