Monday, June 30, 2008

Service Tax Illustrated and more

1) Service Tax Illustrated
2) Mystic’s Musings
3) Sounds of Isha
4) White Mountain

Data Protection & Compliance in Context

“In Durant v.Financial Services Authority the Court of Appeal was cautious to emphasize that on an examination of the data controller’s decision it is not the court’s role to ‘second-guess’ the data controller. In addition, the court of Appeal declined the opportunity to lay down any general principles for the performance of the balancing exercise, although it was willing to identify the process that data controllers must adopt when considering whether it is reasonable in all the circumstances to disclose without consent the information relating to a third party.”

“The first step for the data controller is to consider whether the information relating to the third party forms part of the subject’s personal data. If it does not, no question arises under section 7 (4) and the data controller does not need to disclose the information. If the information relating to the third party does form part of the data subject’s personal data, the second step is the carrying out of the balancing exercise much will depend upon the criticality of the third-party information to the protection of the data subject’s privacy, which is then balanced against any obligations of confidence owed to the third party and the sensitivity of the third-party information.”

Stewart Room in Data Protection & Compliance in Context
“It is vital to understand a candidate’s priorities in his or her next job. It might happen that the existing company is willing to fulfil said priority on receiving their resignation letter so that the person may reconsider their resignation their withdrawal. It can also happen that another company’s package might fulfil his or her priority. Once you understand the priority of the candidate, then you should try to meet hid or her expectation within the defined policy of the company. For example, if the person is looking for a couple of shorts-term overseas assignments as a part of their next job change but you cannot promise this; then it is best to state it upfront. Similarly, if your company has very few hierarchies, and you cannot provide the desired designation to a prospective candidate, it is best to state this up front as well.”

Utkarsh Rai in Offshoring Secrets

Saturday, June 28, 2008

Friday, June 27, 2008

1,000 Days in Shanghai and more

1) Mastering Financial Modelling in Microsoft Excel
2) India on Television
3) Unix System Administration Handbook
4) 1,000 Days in Shanghai
5) Fundamentals of Database Systems

Thursday, June 26, 2008

Transforming the Rural Nonfarm Economy

Transforming the Rural Nonfarm Economy

Growth and Structure of Tertiary Sector in Developing Economies

“Nobody would disagree that nothing is more important than the health of a person. But the kind of jobs available in the services sector especially in BPO (cal centres) are proving to be health hazard. A study reports that though call centres are most sought after places for young, fresh graduates and undergraduates as it provides them attractive perks (despite low level of qualification), transport facility, meals and refreshments and good environment, yet these jobs have adverse effects on the health of the employees as the biological clocks get disturbed. It is rightly noted that “…when energy levels are low, people are working and when the body system has high energy they are required to sleep. This adjustment process is not acceptable and the physical balance and well being of workers is thrown out of gear.” Empirical studies reveal that the common problems faced by the staff of these call centres are stomach and sleep disorder, eye and head strain, backache and spondylitis, etc. they also get addicted to smoking and having endless cups of tea and coffee to stay awake at night.”

Seema Joshi in Growth and Structure of Tertiary Sector in Developing Economies

Wednesday, June 25, 2008

The Necessary Revolution and more

1) Sting in the Tale
2) Core Banking Solution
3) Driving Down Cost
4) Spirituality in the Workplace
5) The Necessary Revolution
6) The Awakened Leader

Tuesday, June 24, 2008

T’Ta Professor and more

1) T’Ta Professor
2) Divide or Conquer
3) Mangrove Ecosystem in the Bay of Bengal Region

Saturday, June 21, 2008

A Complaint is a Gift and more

1) A Complaint is a Gift
2) Mutual Fund Summit 2008
3) Destination India
4) A History of Ancient Early Medieval India

Business Genius and more

1) Business Genius
2) Offshoring Secrets
3) The Law and Practice of Tax Treaties: An Indian Perspective
4) A Journey Through Time

Creative Capital

“For Many Men And women who came of age in the mid-twentieth century, World War II was the defining experience of their lives. This was as true for Georges Doriot as anyone else. But Doriot’s wartime experience was unique in one way: while Uncle Sam was eager to discharge millions of Americans and return them to private life after the war, the military brass were keen on securing the talents of the ascendant Brigadier General.”

“The recent conflict had proven beyond a doubt the value of bringing the nations’s science and technology assets to bear on the art of war-making. Doriet was one of only a handful of military leaders who articulated that vision, and had the leadership skills required to transform it into reality. So after the war ended, Doriot received a call from the Secretary of War Robert Patterson, who asked him to head up a new office in the War Department General Staff dedicated to research and development. In case Doriot had any doubts, added Secretary Patterson, General Eisenhower himself believed Doriet was the right man for this job.”

“Along with Doriet, General Eisenhower was early to recognize the significance to the military of the nation’s technical and industrial know-how. On April 30, 1946, Eisenhower, who had been recently appointed as the U.S.Army’s Chief, distributed a visionary four-page memo on this subject to senior military commanders. In the memo, he laid out a five-point policy designed to ensure the full use of the nation’s resources under the leadership of a new Department of Research and Development. “The Armed forces could not have won the war alone,” wrote Eisenhower. “ Scientists and businessmen contributed techniques and weapons which enabled us to outwit and overwhelm the enemy… This pattern of integration mist be translated into a peacetime counterpart which will not merely familiarize the army with the progress made in science and industry, but draw into our planning for national security all the civilian resources which can contribute to the defense of the country.”

Spencer E. Ante in Creative Capital

Environmental Studies and more

1) Teaching Smart People How to Learn
2) A Year to Enlightenment
3) Influence: Science and Practice
4) Environmental Studies
5) 25 Best Time Management Tools & Techniques
6) The One Page Business Plan

Toyota Culture and more

1) Toyota Culture
2) India and the Global Economy
3) Growth and Structure of Tertiary Sector
4) War on Poverty
5) Data Protection & Compliance in Context
6) Indian Leather Exports

Bombay Rains Bombay Girls and more

1) Manage the Media
2) Zoom
3) Bombay Rains Bombay Girls
4) Pandora’s Box
5) The Trophy Taker
6) Chasing Harry Winston

Friday, June 20, 2008

Strategic Human Resource Management

“The term organizational climate is sometimes confused with organizational culture and there has been much debate on what distinguishes the concept of climate from that of culture. In his analysis of this issue Denison (1996) suggested that culture refers to the deep structure of organizations, which is rooted in the values, beliefs and assumptions held by organizational members. In contrast, climate refers to those aspects of the environment that are consciously perceived by organizational member. Rousseau (1998) stated that climate is a perception and is descriptive. Perceptions are sensations or realizations experienced by an individual. Descriptions are what a person reports of these sensations.”

“The debate about the meanings of these terms can become academic. It is easiest to regard organizational climate as how people perceive (see and feel about) the culture existing in their organization. As defined by French et al (1985) it is the relatively persistent set of perceptions held by organization members concerning the characteristics and quality or organizational culture. They distinguish between the actual situations (ie culture) and the perception of it (climate).”

Michael Armstrong in Strategic Human Resource Management

Temping An Introduction

What is Temp Staffing?
“In simple terms, temporary staffing is hiring on a short-term contract basis. The contract could be directly with individuals or with a vendor. The vendor forms the mediator between the company and the individual, protecting the interests of both parities. The individual can either be on the permanent rolls of the vendor or can also be a contract employee of the vendor. The IT industry is fairly used to this concept. It is crudely called ‘body shopping’ and is also known as ‘consulting’ in corporate terminology.”

Evolution of Temp Staffing
“Why this concept has become so popular in the West? This has been due to the problematic employee-employer relationship framework. The companies want to quickly ramp up and ramp down the staff based on their current and changing business requirements. But the employment laws so not permit this kind of flexibility, without additional costs. also, the cost of employing an individual directly is much more than the salary cost in terms of the hiring costs, training costs and administrative costs.”

“The companies have realized this long back and that’s how the recruitment consulting companies were born. The success of Monster and Ma Foi and scores of other similar firms proves this point. However, the concept of permanent employment still remains to be the problematic area. Once the company hires an individual, the relationship typically has to last for some minimum time irrespective will be the training cost and the administrative costs. Companies will have to adhere to many statutory and labor lows; and all the related paper work adds to the overheads.”

“All these investment made in the employee make it difficult to get the ROI on the employee in the long-term.”

B.V.S. Prasad, and K. Sangeetha in Temping An Introduction


“Price may not seem to belong to the category of emotional contact points since it is both quantifiable and comparable. However beyond the functional attribute of allowing consumers to buy the product, price actually holds more potential create emotional value than immediately apparent.”

“A major role of price is as an indicator of quality. Goods that are more expensive are believed to be of higher quality than those that are priced lower. Regardless of the accuracy of this perception. The emotional value of the more expensive brand rises in the minds of consumer.”

“Products that create Wowability by having a premium price are positioned as luxury goods. Keeping in mind that the higher price invariably increases quality expectations, the brand must ensure that its products are indeed able to meet these higher expectations. Failure would disappoint consumer, who may then switch brands.”

“The pricing of luxury brand’s founder, agreed that its products were “unbelievably expensive.” Yet the ‘Wow” that prada can incite in consumers indicates that there must be something about the quality of its products that allows it to sustain such pricing. Although Prada handbags carry a stiff price tag. Its customers feel that the price represents quality.

Imran Syed in Wowability

Wednesday, June 18, 2008

Retire Retirement

“Change is on the way. Progressive companies are finding that it’s time to get serious about designing a new type of relationship between employees and employers. Recognition of workforce diversity is growing, and most corporations are beginning to acknowledge that few people have “average” needs and preference. Increasingly, forward-thinking companies understand that the employer’s challenge is to create a range of options that recognize individual differences-and allow the work environment to be as attractive and engaging as possible of each individual.”

“Going forward, employers will give people much more freedom to define what they mean by success in their lives-and to translate that into how much time they’re prepared to devote to the job and when and where they’re willing to work. There will still be those who love to work so much they never want to leave, or who prefer the clarity of the office to the distractions of working at home. But as companies learn to accommodate a range to time commitments from top talent, organizations will look, as organizational consultant Jon Katzenbach has said, “less like a pyramid and more like a puzzle.”

“Bottom line: companies have little choice-and you have a golden opportunity. To attract and retain talent as slow workforce growth tightens labor markets, organizations will become increasingly willing to handle the variety of employee needs, accommodate employee mobility, and customize more employees deals. Skilled Boomers looking to create a new pattern of work for the phase ahead can approach the conversations with confidence. If what you want is not available in your organization today, it soon will be, either there or elsewhere.”

Tamara Erickson in Retire Retirement

The Changing Investment Preferences of Indian Households

“The main problem relating to the IPO market in India has been the predominance of poor quality IPOs and their mixing up with the good ones. Hence, if the good quality issues can be segregated form the bad ones, it would be a real help to investors. The IPO grading system attempts to do just that.”

“The subscribers to IPO suffered huge losses in those cases where they unknowingly purchased poor quality, bogus or even fraudulent issues. There was no deterrent punishment to the fraudsters, given our weak legal system. The IPO grading system skirts around this problem.”

Dr. L.C. Gupta, and Neveen Jain in The Changing Investment Preferences of Indian Households

Winning Habits

“Memory of the past is a special power of human beings. Assisted by the power of expression, the mind has a habit of continuously slipping into the past and reliving the experiences. This habit is dangerous and quite damaging if you allow your mind to have the choice of focus in this regard. It invariably chooses the unwanted miserable experiences from the past and goes on remembering them in minute details. All these details get visualized and since this happens repeatedly, the inner power gets a wrong message that you are interested in getting these experiences again. It, then, reduces the same responses leading to the same mistakes and you start wondering why this is happening. On the face of it, these mistakes appear so silly that you find it difficult to forgive yourself and forget them. Then if you are an established player, there are a number of fans, the press and the coach, friends, and so on to remind you as to how foolish you have been. They will not allow you to forget that on mistake, even if you are trying to do so.”

“In the process of remembering the mistakes and failures vividly, you tend to forget whatever you have done well in the past. Taking charge of the memory and dwelling on the past brilliance is a very difficult task, because of the natural tendency of your mind to keep the focus on negative, throughout you life. But it is the most important task and has to take priority over everything else. Once you inculcate the habit of keeping the focus on the best things that have happened in the past you are able to improve your skills and techniques. You also get the confidence of their easy flow in challenging conditions.”

B.P. Bam in Winning Habits

My Secret Life On The McJob

“One of the goals in fast food is to make jobs behind the counter as easy as possible, which in part helps justify the low salaries. There is a limit to easy, though, and I’ll try to demonstrate that here. The worst store managers I worked for, and indeed the crew members who followed their lead, subscribed fully to the “This job is simple” or “You’ll pick this up in no time” or, my favourite, “If you can’t learn this job, we’ll ship you to the home.” This credo was terribly dysfunctional. Being told a job was simplicity itself and then funding that it was actually difficult to learn regularly sent me off with wounded self-esteem. Fortunately, I had done enough in my life-and had enough in my life-and had enough triumphs-that I knew if I was struggling, there was probably a reason for it outside of its being me. I certainly didn’t have that level of self-awareness back when I was 18. It’s important to realize that about half of the people I worked with during this time were in the age range of 18 to 25, and many of them lacked the self-awareness to know it wasn’t necessarily their fault when things didn’t go easily. Why is there such high turnover in the first few weeks of fast food jobs? Because we’re told the job is easy, and then we struggle to meet even minimum standards. Those of us who haven’t built ego shields leave much the worse for psychological wear. It is demoralizing to fail at a job everyone insists is easy.”

Jerry Newman in My Secret Life On The McJob

Silicon Dragon

“Ma was born in 1964, right before the Cultural Revolution. When he was a young child, his grandfather was tormented for being bourgeois, and his classmates ridiculed him for his “bad family.” He got sucked into the revolutionary fervor and desperately wanted to become a Red Guard and spread Chairman Mao Tse-Tung’s ideology but was not accepted. As a teenager, he became disillusioned with communist propaganda stating that China was the best country in the world. Later, when he was a young teacher, his anguish over the 1989 Tiananmen Square uprising and shootings was so severe that he could not get out of bed for two weeks. This dramatic series of experiences made Ma a fierce competitor and an independent thinker. Without them, Alibaba would not exist, and Chinese society would not have a advanced so far so quickly.”

“Today, is a key driver in China’s unparalleled economic growth that is helping millions of China’s small business connect to one another and to the international community through two trading sites. Alibaba China is the largest online users. The English-language site, Alibaba International, has 3 million users, mostly global buyers and importers searching for and trading with China’s numerous suppliers. Click on the site in the United States, and you get access to an online flea market of more than 35 product categories, in English, ranging from computers to blankets. This site also has links to businesses organized into five geographic markets, including the United States, India, and the United Kingdom. Well-markets sections feature easy-to-find buttons that link users to buyers, sellers, suppliers, trade shows, and seminars.”

Rebecca A. Fannin in Silicon Dragon

A Man is Not A Financial Plan

“It is never easy to choose professionals. It can be especially intimidating if you have seldom dealt with these kinds of people before. However, it’s all common sense. Just as when you choose a hairdresser or a medical professional, you need to ask around. No sensible woman is going to pick key professionals from the Yellow pages. Neither does a sensible woman want to meet any of these people for the first time when she’s in trouble. You should start as early as possible. You need to build relationship with them so that you are comfortable with then, and so that they are familiar with your circumstances.”

“Who you need is determined by your unique situation and what you are planning to do with your investments. The more complicated your affairs, and the greater your goals, the more expert advice you will need. If, for example, you have some share investments and earn some dividends a general accountant will be able to help your file your tax return and minimise your tax liabilities; however, if you are trading in shares or own a portfolio of rental properties, you may need an accountant with more specialised knowledge.”

“The best way to find good professionals is to ask around, especially people who are active in the same investments as you. Other property investors, for example, should be able to direct you to good real estate agents, valuers, mortgage brokers and accountants who understand property and the tax law that applies. This is where it can be very useful to join investment groups so that you can network with people who are interested in the same investments as you. However, the ultimate responsibility for choosing professionals rests with you.”

Joan Baker in A Man is Not A Financial Plan

Protect Your Child on the Internet

“ Children are increasingly becoming the targets of adware and spyware because they can be tricked into installing these programs. For example, when a child installs a free game or music download program, a dialog box may appear during the installation that contains a legal disclaimer stating that the software will also install other programs – adware or spyware. The child will often click the “ I agree” option without reading the disclaimer.”

“In 2005, researchers at Symantec Corp. conducted an informal experiment by putting an unprotected new computer online and found that after visiting only five or six children’ websites, the computer was infected with 359 different pieces of adware. Even though the researchers visited other sites, such as sports and travel sites, websites for children were by far the worst offenders.”

John Lenardon in Protect Your Child on the Internet

Monday, June 16, 2008

Trillion Dollar Meltdown and more

1) The Pixar Touch
2) An Indian Man’s Guide to Success
3) Sway
4) Buying In
5) Trillion Dollar Meltdown
6) Awakening the Entrepreneur Within
7) Seducing the Boys Club
8) How to be Useful
9) White Hat Leadership

India Chalo and more

1) Man Who Loved China
2) Snake Charmer
3) India Chalo
4) Managing People
5) The Future of the Internet
6) New Asian Hemisphere

Increase Your Financial IQ and more

1) Devil May Care
2) Leave Disco Dancer Alone
3) Increase Your Financial IQ
4) Waking Up
5) The Secret of Life
6) Leadership Therapy

Saturday, June 14, 2008

Business Guide to Sustainability and more

1) Business Guide to Sustainability
2) Corporate Social Responsibility & International Development
3) From Kyoto to the Town Hall
4) Strategic Sport Marketing

Writing at Work and More

1) Managing Sport Facilities and Major Events
2) Surviving the Century
3) Synchronising Science & Tech with Human Behaviour
4) Writing at Work

Friday, June 13, 2008

Extreme Toyota and more

1) Strategic Human Resource Technologies
2) Oracle Database 11g SQL
3) A New Beginning
4) CCNP Self-Study
5) Extreme Toyota
6) Career Management & Work-Life Integration
7) Direct Taxes Ready Reckoner
8) Managing & Organisations
9) Practical Guide on TDS and TCS
10) Match Wits with the Kids
11) Researching Leisure, Sport and Tourism

Classic Drucker and more

1) Total Leadership
2) Executing Your Strategy
3) Classic Drucker
4) Groundswell
5) Globalization on the Ground
6) Jesus on Leadership
7) International Development Studies
8) Financial Intelligence for IT Professionals
9) 5 Future Strategies You Need Right Now
10) Creative Capital
11) Retire Retirement
12) Becoming a Resonant Leader

Climate Change and more

1) Statistical Modeling for Management
2) Climate Change: What’s Your Business Strategy
3) Managing Up
4) Beyond the World of Apu
5) Managing Crises
6) Making the Sale
7) Ultimate Leadership
8) Nation in Imagination
9) How to Write a Great Business Plan
10) Power and Contestation
11) Globalization of Food and Agriculture and the Poor
12) Managing Oneself
13) Marketing Myopia

India's Turn and more

1) Deploying Cisco Wide Area Application Services
2) India’s Turn
3) Food and Health in Early Childhood
4) Biofuels
5) iExec Enterprise Essentials
6) Global Services
7) Principles of Data Management
8) Growth and Development in Emerging Market Economies
9) Customer Service and Human Experience
10) Total Organisational Excellence
11) World Class IT Service Delivery
12) Organisational Excellence through Total Quality Management

Brida and more

1) Kissing the Frog
2) The Five Secrets You Must Discover Before You Die
3) Gay Bombay
4) Assessing Business Excellence
5) Brida
6) Alexander: An Epic Love Story
7) Taking Traditional Knowledge to the Market
8) Disrupting Class
9) To Catch a Smile
10) Cleopatra
11) Living with Kindness
12) High Performance with High Integrity

The Holy Grail of Macroeconomics and more

1) The Holy Grail of Macroeconomics
2) Gold
3) Go Kiss the World
4) Gender & Crime
5) New Management Thoughts
6) Gold Diggers
7) Project Management
8) Families at Home
9) Keep Off The Grass
10) Zoology
11) Half of a Yellow Sun
12) A Journey Interrupted
13) Research Without Tears
14) The Other Indians

The Political Economy of Entrepreneurship and more

1) Handbook of Research on European Business and Entrepreneurship
2) Spiritual Masters of Modern India
3) The Women of the Mahabharata
4) Crucibles of Leadership
5) Effectuation
6) The United States and India
7) The Political Economy of Entrepreneurship – Vol I
8) The Political Economy of Entrepreneurship – Vol II
9) Strategies, Issues & Challenges in Health Management
10) Public Provisioning for Elementary Education in India
11) Uncle
12) Women in Peace Politics

China's Creative Imperative and more

1) Implementing SAP ERP Sales & Distribution
2) Zenobia
3) Precious Gems of Wisdom: Winston Churchill
4) Planning, Monitoring, and Evaluation in Development Organisations
5) Precious Gems of Wisdom: Abraham Lincoln
6) China’s Creative Imperative
7) SCWCD: Exam Guide
8) Global IPv6 Strategies
9) Speak Easy
10) Business Relating Business
11) Talent is Never Enough
12) Do As I Say Not As I Did!

Monday, June 9, 2008

The 21 Indispensable Qualities Of A Leader

“If you’re not a physician, you’ve probably never heard the name William Osler. He was a doctor, university professor, and author who practiced medicine and taught until his death at age seventy in 1919. His book, Principle and Practice of Medicine, influenced the preparation of physicians for more than forty years in the entire English-speaking world, Chine, and Japan. Yet that was not his greatest contribution to the world. Osler worked on putting the human heart back into the practice of medicine.”

“Osler’s penchant for leadership became apparent while he was still a child. He was a natural ringleader and the most influential student in his school. He always showed an uncanny ability with people. Everything osler did spoke to the importance of building relationship. As he grew older and became a doctor, he founded the association of American Physicians so that medical professionals could come together, share information, and support on another. As a teacher, he changed the way medical schools functioned. He brought students out of dry lecture halls and into the hospital wards to interact with patients. He believed that students learn first and best from the patients themselves.”
“But Osler’s passion was to teach the doctors compassion.”

John C. Maxwell in The 21 Indispensable Qualities Of A Leader

The Future of the MBA

“Although markets are proficient at attaching values to well-defined possible outcomes, via salaries for managers trained in different programs and institutions; at ranking alternative paths for achieving these outcomes via independent ranking MBA and other training programs incorporating program-specific “measures of value”; and even at producing accurate point predictions of particular events, such as the transition of a particular program from one tier to another, they cannot produce new concepts and categories that will make the trained manager of the future a high-value decision make the trained manager of the future a high-value decision maker. Markets are concept takers, not concept makers. Given a set of concepts and ideas, a market can rank them according to their expected economic value. It is the intellectual entrepreneurs, the educational venture capitalists, the pedagogical visionaries who must “sick their necks out” and fulfil the function of articulating these concepts,”

Mihnea C. Moldoveanu, and Roger L. Martin in The Future of the MBA

What Customers Really Want

“How do you process customers without them feeling processed? There are really some simple steps that cost any business practically zero dollars, and will help you provide what customers REALLY want.

Here are just four ideas to make processing more palatable for your customers:

Use the customer’s name as often as possible. If you have the client’s name in front of you-or if you can easily ask it-why not use it? It costs you nothing and makes the transaction processing infinitely more personal.
Don’t focus on the speed of the transaction so much that it becomes dehumanizing. Remember in the movie Top Gun when Maverick and Goose say in unison their famous line, “I fell the need-the need for speed!”? Good advice for fighter pilots; bad strategy for building customer relationship.

Don’t get me wrong-no one wants to wait one second longer than necessary! However, no customer wants to feel as if he’s been given the “bum’s rush,” either. Yet, because speed of transaction is easier to measure than friendliness of transaction or thoroughness of transaction (more on this later), we focus on making things move quicker for out customers.”

Scott Mckain in What Customers Really Want

Friday, June 6, 2008

Decision Makers

“Revenue expenditure usually has the following characteristics:
It is the consequence of earlier capital acquisitions.
It is short term.
It is usually funded out of day-to-day revenue.
In the taxi business, example of revenue expenditure would be road tax. Insurance, fuel and maintenance. You would expect to pay these our of the fares earned, and if you could not do so then you would have a problem. The fares should also, of course be sufficient to cover the depreciation of the taxi and provide a reasonable profit. Example of typical IT revenue expenditure would include power costs, insurance and personnel costs, other than those that may be regarded as ‘capital’ and lumpsum payments for software with an expected useful life of less than two years. They also usually include those things often described collectively as ‘service’. These may be anything from training, and the maintenance of hardware and software, to the complete outsourcing of every aspect of IT. In the latter case, all IT expenditure would regarded as expense, none as capital.”
Michael Blackstaff in Finance For IT Decision Makers

Competence at Work

“Organizational Commitment is the individual’s ability and willingness to align his or her own behaviour with the needs, priorities, and goals of the organization, to act in ways that promote organizational goals or meet Organizational needs. It may appear as putting Organizational mission before own preferences, or before professional role priorities.”

“Organizational Commitment appears often in staff positions, where there may be an implicit conflict between a person’s professional identity and the Organization’s direction. It also appears in Organizational with strong missions (the military, school).”

“The ability to find a new direction for an Organization is not included in this competency. Creating a new vision is a unique combination of Conceptual Thinking and socialized power motivation. Implementing the new vision involves Team Leadership, the Authoritative Managerial style plus other competencies as needed.”

Lyle M. Spencer, and Signe M. Spencer in Competence at Work

SAP Sales and Distribution Certification Guide

“A cancellation billing document is created with reference to the billing document that is getting cancelled. The data is copied from the billing document to the cancellation document. The cancellation document also generates an accounting document that reveres the accounting document created by the cancelled document. The reference document (sales order if it was on order-related invoice or delivery if it was a delivery related invoice) can be billed again.”

“The cancellation billing type is stored in the cancellation area of the billing type in customizing. Also the information about the reference number and allocation number is stored there.”

Ashok Faujdar, and Binny Kumari Choudhary in SAP Sales and Distribution Certification Guide

Business Process Outsourcing

“If you ask a smart MBA to reduce transportation cost, he will come up with a solution to do away with customized home pick up and drop facilities and will suggest a trunk pick up from a location. While this solution works well on paper, the reality is that no Indian parent will want his daughter to wait on the streets at 10 p.m. in the night. There is no option but to have customized pick up and drops from the alleys and lanes of our towns and cities.”

“ Whether it is pricing or running an efficient transportation system, the challenge at a BPO is that the people who take these decisions higher up, do not have a complete picture of what happens at the grass-roots levels. Pricing id done by sales and finance people who agree to conditions and SLAs that are not possible to deliver. The SLAs are not benchmarked with historic data or even with the performance at the captive’s own centre.”
V. Anandkumar, and I. Subhasish Biswas in Business Process Outsourcing

Top Pay and Performence International and Strategic Approach

“Incentive plans today can be very sophisticated instruments. Some of the most sophisticated are to be found in the financial services sector, where a high level of understanding in ‘financial engineering’ is required simply to understand the plan rules. However, these are the exception and most incentive plans do not need to consider matters such as co-investment, carried interest, sweet equity, fund-by-fund or deal by-deal issues. It is important to strip away the layers of complexity and look at the basic building blocks for a successful, or perceived to be successful, incentive plan.”

“Over the last few decades there has been a continual search for the Holy Grail of incentive plans and methodologies for measuring performance and work roles have emerged in a variety of forms.”

Shaun Tyson, and Frank Bournois in Top Pay and Performence International and Strategic Approach

Strategic Management in the Media

“Digitisation and the Internet – as inseparable as Siamese twins – stand at the gateway to the turmoil under way in the media sector. Digitalisation is at lest as important as the Internet in terms of driving convergence – some would argue more so.”

“ The world’s television and telecommunications industries have since their inception been based on analogue technologies. Now digitisation, coupled with the development of the computer as an interactive medium, means that digital technology is replacing analogue technology and the mass media are going digital.”

“Digitisation simply means mathematically reducing all types of information (video, still pictures, audio, text, conversations, games or graphics) into binary form. Once in this format it can be manipulated and stored by computers, transmitted by networks in perfect fidelity to the original, and used immediately by another party on the network or stored for later use. Further once information is digitised, new possibilities for new products and services result. Different forms of information – pictures, sound, text – can be combined to produce multi-media products and these can be stored, transmitted and retrieved instantly from any point on the globe.”

“For the media industry digitisation has significant implications. First, content becomes ‘platform agnostic’, a ‘liquid asset’ which can flow anywhere (Wolf, 1999). Second, it becomes possible to customise content to match individual tastes – namely the distribution of an identical massage to many recipients Third, it is possible to create ‘rich’ media products – i.e. products combining many different types of content simultaneously.”

Lucy Kung in Strategic Management in the Media
“A wide variety of products and services – such as nail salons, jewelry, antibacterial hand soap, hand creams, nail care products, and work gloves-are designed to benefit our hands. The extent to which they satisfy our need for connections and propensity to view matters through that lens influences our assessment of their benefits and usefulness. In one consumer study on hand care, consumers perceived hands as “a statement you make about yourself,” one that invites or discourages associations with other people. One consumer commented, “I judge people by how their hands look, and I am sure they do the same of me. I have seen some pretty creepy hands, and I am sure they belong to creepy person. I move away from them while I am on the subway just because of their hands.”

“Hands create art, movies, clothing, books houses, and so on. We still deliver important legal documents by hand, indicating the serious connection between the legal system and individual people. We value handmade crafts because of their connection to the jeweller, weaver, or potter. According to one consumer, bestowing handmade gifts is ‘like giving a part of myself to another.”

Gerald Zaltman, and Lindsay H. Zaltman in Marketing Metaphoria

“The sixth most common type of objections are subjective or personal objections. These objections are aimed at you as a person. Prospects say things such as, “You look like you are doing pretty well in this business.” Or “You seem to be making a lot of money selling this product.”

“Whenever a person becomes critical of you, it could be a sign that you are talking too much about yourself. The prospect is attempting to bring you down a little bit by criticizing your appearance or behaviour.”

“When you find yourself talking too much about your company, your product or service, or your personal life, stop and ask a question. Start talking about the customer rather than yourself. Ask questions about what the customer wants and needs. Make the customer wants and needs. Make the customer the centre of attention, and the subjective objections will stop.”

Brain Tracy in The Art of Closing the Sale
“A young woman was complaining to her father about her problems and how difficult her life was.”

“Come with me,” he said. “I want to show you something.” He took her into the kitchen where he put three pots of water on the stove to heat. Meanwhile, he cut up some carrots and put them onto the first pot to bail. Into the simmering water in the second pot he put two eggs. In the third pot he poured some ground coffee. After a few minutes, he stained the carrots into one bowl, peeled the eggs and put them into another, and into a cup he poured the stained coffee. Then he placed them before his daughter.”

“What’s all this supposed to mean?” she asked somewhat impatiently.”

“Each of these items can teach us something about the way we handle adversity,” he answered. “The carrots started out hard, but the boiling water turned them mushy. The eggs went into the water fragile but came out hard and rubbery. The coffee, on the other hand, changed the water into something better.”

“Sweetheart,” he said, “you can choose how you will respond to your problems. You can let them make you weak. You can let them make you hard. Or you can use them to create something beneficial. It’s all up to you.”

John C. Maxwell in The Difference Maker