Management Digest

JUNE 2016

May 15, 2016 [MANAGEMENT DIGEST – ISSUE - 34]

M a n a g e m e n t D i g e s t

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Editorial

Dear Readers,

Greetings of the month!

Hope you have read the May issue of Management Digest. As usual, this issue of June 2016 includes the write ups from Dr. S. G. Bapat, Mr. J. G. Bapat, and the Cartoon of the Month by Dr. Uchgaonkar. Mr. Rairikar has written ' 'From President's Desk'. We expect more about BEF activities of the month, and some write up on ethics from BEF office bearers and members for the next issue.

Dr. A. M. Joshi will write a series of 12 articles from this issue on wards on various management related topics. Dr. Uchgaonkar has enlightened us on 'Sports'. Dr. Dipti Tulpule has penned down her insights on the current hot issue -'the work -life balance'. Dr. Mitali More has written on the need of the hour 'Counseling' . Mitali and Dipti , your topics are interrelated ; rather complementary. There is good research potential on this. Would we get any primary research based write up from you in one of the future issues of Management Digest?

suggestions of the readers are always welcome!

Happy Reading

Dr. Rashmi Hebalkar

Managing Editor

9822590354

rashmihebalkar@rediffmail.com

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व्यावसाययक यशाची गरुुयकल्ली

वैध आणि नैणिक मार्ाांचा वापर करून उत्पादन, णवक्री व नफा यामध्ये साित्याने वाढ करिे याला

व्यावसाणयक यश म्हििा यईेल. आजच्या जार्णिक स्पधेच्या युर्ाांि ह ेसाित्य टिकवून ठेविे ह ेआवश्यक

पि णििकेच कठीि झाले आह.ेमधेच कधीिरी चमकदार कामणर्री व नांिर परि घसरि असे अनेकदा

ददसून येिे. काही वेळा िर व्यवसाय डबघाईला येऊन शेविी बांद करावा लार्ण्याची नामुष्की दखेील

बघायला णमळिे. फॉच्युनु ५०० मध्ये समाणवष्ट झालेल्या जार्णिक क्रमवारीिील व्यवसायाांचे सवके्षि केल े

िर अशी अनेक उदाहरिे बघायला णमळिाि.

अशा पटरणस्ििीि व्यवसायािील यशाचे ह ेसाित्य कसे टिकवून ठेवायचे ह ेबघिे जरुरीचे झाल े

आह.े व्यवसायािील यशावर त्या सांबांधीि अनके घिकाांचे भणविव्य अवलांबून असिे. उदा. मालक /

भार्धारक, कमुचारी, ग्राहक, पुरवठादार, बँका, सरकार व समाज. त्यामुळे व्यवसाय सुरु केल्यानांिर िो

सिि वाढिा राहील व समाजाचे ऋि फेडि राहील याची काळजी घेिे आवश्यक आह.े यासाठी उपलब्ध

साधनां, पैसा व कष्ट पुरेसे होि नाहीि िर इिरही काही पद्धिींचा / िांत्ाांचा वापर करावा लार्िो. उद्योजक,

व्यवस्िापक या सवाांनाच याांचा उपयोर् करिा येिो. पुढील एक वर्ाांि दर मणहन्याला एक याप्रमाि े

यािील काही िांत् / पद्धिी आपि बघिार आहोि.

१) लक्ष्य / ध्यये णनधाटुरि करि े(Goal Setting)

व्यवसायािील पाणहली आणि सवाांि महत्वाची पायरी लक्ष्य णनधाुरि ही आह.े आपल्याला काय

साध्य करायचे आह ेह ेनक्की ठरणवल्याणशवाय त्या कामाला ददशा णमळि नाही. लक्ष्य / उदिष्ट णनणिि असेल

िर त्यासाठी योग्य िे प्रयत्न करण्याची चिेना णमळिे. ह ेलक्ष्य त्याला ध्रुव िा-याप्रमािे सिि मार्ु दाखवि

राहि.े िर ह े लक्ष्य णनधाुटरि करण्याची, सुणनणिि करण्याची प्रदक्रया व त्यािील मुि े आपि बघिार

आहोि.

- लक्ष्य काय साध्य करायचे आह ेयावर कें दिि असावे. िे कसे साध्य करायचे हा नांिरचा भार् आह.े

- लक्ष्य कसे असावे ? यासाठी अनेकदा SMART हा शब्द वापरला जािो. त्यािील प्रत्येक अक्षर एक

वेर्ळा पैलू दाखविे.

S – Specific - सुणनणिि. िे मोघम नको. स्पष्ट व नेमके असावे. उदा. मार्च्या वर्ाुपेक्षा या वर्ािु

णवक्रीमध्ये १५% वाढ करायची आह.े या नेमक्या उदिष्टमधून पुढचे मुि ेयेिाि.

M – Measurable - या लक्ष्याचे मोजमाप करिा आले पाणहजे. वरील णवधानाांि ही वाढ स्पष्टपिे

दाखवली आह ेव णिचे मोजमाप करिे शक्य आह.े

A – Achievable - णनधाुटरि लक्ष्य ह ेआवाक्यािील असावे. केवळ ध्येय / लक्ष्य उच्च / आव्हानात्मक

हवे म्हिून १५% ऐवजी ७५% असे ठरवले िर िे र्ाठिे अवघडच नाही िर अशक्यप्राय होईल.

त्यामुळे मािूस नाउमेद होऊन िे मधेच सोडून दणे्याची शक्यिा जास्ि असिे.

काही टठकािी A – Acceptable असाही अिु लावला जािो. म्हिज ेणनधाुटरि लक्ष्य सवु सहमिीन े

ठरवावे. याचा उल्लेख पुढे येिार आह.े

R – Realistic – व्यवहायु. उदिष्ट वर साांणर्िल्याप्रमािे आवाक्यािले असावे व सवु उपलब्ध घिक,

साधनसामुग्री, अिुव्यवस्िा याांचा नीि अभ्यास करून ठरवावे. नुकिेच पोहायला णशकलेल्या मािसान े

लरे्च इांणग्लश खाडी पोहून जायचे ठरवले िर ि ेकेवळ स्वप्नरांजन ठरेल. िे व्यवहाय ुअसिार नाही.

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T – Timebound – लक्ष्य र्ाठण्याच्या कालावधी णनणिि असावा.

व्यवसाणयकाने / उद्योजकाने या सवाांचा णवचार करून आपले ध्येय सुणनणिि करिे जरुरीचे आह.े उदा. ३१

माचु २०१७ पयांि आमच्या युरोपीय दशेाांमधील णनयाुिींि मार्ील वर्ाुच्या िुलनेंि (२०१५ – १६) आम्ही

२०% वाढ करू.

या प्रदक्रयेि आिखी काही मुि ेणवचाराांि घेऊन कृिींि आिावे लार्िाि.

१. लक्ष्य ठरविाांना सव ु सांबांणधिाांशी चचा ु करावी. उलि सुलि सवु बाबींवर त्याांना मोकळेपिाने

आपले णवचार माांडू द्यावे. त्यानांिर सवुसहमिीन े लक्ष्य णनणिि कराव े म्हिज े ध्येयप्राप्तीच्या

प्रयत्नाांना त्याांच ेमनापासून सहकाय ुणमळेल. याबाबिींि नोिीस, सक्युुलर व ईमेल्सद्वारे सवाांना ि े

णमळेल याची खात्ी करावी.

२. ध्येय / लक्ष्य सांस्िेच्या मूल्याांशी सुसांर्ि असावे. िसे ह ेर्ाठण्यासाठीचे मार्ु या मूल्याांशी प्रिारिा

करिारे नसिील याची णवशेर् काळजी घेिे जरुरीचे आह.े

३. लक्ष्य नहेमेी सकारात्मक शब्दाांि माांडावे. नकारात्मक पद्धि शक्यिो िाळावी. उदा. ‘फालि,ू

णबनकामाच्या ईमेल्सवर खचु होिारा वेळ मी िाांबवीन’ असे न म्हििा ‘या आठवड्यापासून ई

मेल्स साठी लार्िा-या वेळािला २५% वेळ मी वाचवीन’ असे म्हििे अणधक उणचि ठरेल.

४. एकाच वेळी अनेक लहानमोठी उदिष्ट ठरवण्यापेक्षा काही मोजकीच पि महत्वाची ध्येय णनणिि

करावीि. Trivial many, vital few ह े पॅरेिोचे ित्व इिे वापरावे. नाहीिर त्या मोठ्या

आकड्यानेच दबून जायला होईल.

५. ददुवैाने एखाद ेवेळी आपल्या णनयांत्िाि नसलेल्या व अचानक उद्भवलेल्या अडचिी / समस्याांमुळे

जरूर पडली िर सुधाटरि लक्ष्य ठरवावे व प्रयत्न चालू ठेवावेि. (उदा. महापूर, भूकां प इ नैसर्र्ुक

आपत्ती, युद्ध, दहशिवाद, जार्णिक अिुव्यवस्िेिील मांदी इ.)

यानुसार एकदा ध्येय / लक्ष्य णनणिि केले की मर् सव ु शक्ती एकविून ि े प्राप्त करून घेण्यासाठी अिक

पटरश्रम करण्याची ियारी ठेवावी. त्याांि यश णमळाल्यानांिर उत्साणहि होऊन

अणधक आव्हानात्मक लक्ष्य ठरविा येिील.

Dr. A.M.Joshi 9423001601

aemjoshi@yahoo.co.in

****************

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Psychological Counseling – A Therapetic Tool…

One fine day during an appointment, a girl of 17 years asked me, am I a mad or Abnormal that my mom has brought me to you for Psychological Counseling? What exactly you are going to do? Are you going to change my mind? How? I found the girl crossing her Adolescence age getting to be an Adult being curious about the Psychological counseling and the Role of a Psychologist. I answered her questions to her satisfaction and soon we entered into a comfortable communication. One of the funny answers that I gave her was I am just going to chat with you on various topics of your interest for which I am going to be paid. She smiled screening her Innocence.

Basically Many of us are unaware about Psychological Counseling ? Why is it required? Is it only required to the people being sometimes called as ‘Patients’ for being incapable of thinking or pursuing or any other things? Many times the answers to these questions are kept unanswered. Counseling is a traditional tool being used since the time of Bhagwan Shri Krishna. As per the changing times the appearance of this process is being changed and customized as per the requirements. Hence, some common types of counseling being observed are Educational Counseling, Medical Counseling, Counseling for special children, counseling for under achievers, Marriage and Family counseling, etc. The trend also says that the companies also hire Psychological Counselors for counseling their employees as a part of Industrial Psychology for profit Maximization, Team Building, Absenteeism, Organizational Behavior, etc. Overall the scope of Counseling is increasing as per the increased professional and Personal demands and Progress.

We can see that the rosy pictures of Professionalism and Personal life soon become a burden or a formality for many people in the society. May be due to the change in preferences, competition, ego Clashes or any other reasons. As a result the ‘Social Mental Health’ of the Society is being challenged. With no exception all are targeted to such challenges a small kid of age 5 or a senior person of age 85. Psychological Counseling creates a base for counseling all those people who face some kind of disturbance in the smooth functioning of their professional or Personal Life. It specially pays particular attention to emotional, social, vocational, educational, health-related, developmental, and organizational concerns, through proper therapeutic approaches. Hence, it proves to be an authenticated science and an art.

Good amount of research has been done in the filed of Psychological Counseling and had been of great advantage to the stakeholders. The Psychological counseling is a science and has to be applied with care as it deals with a live Product- A human being and his emotions. The Awareness of Psychological Counseling need to be increased more in order to minimize the family and marriage problems, dishonesty, cheating, crime ,domestic violence and many more.

Dr. Meetali Prashant More Asst. Professor,Researcher & Psychological Counselor PhD- HR Development, MS- Psychological Counseling.

meetali.hr@gmail.com/ +91-9765000787

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Is work-life balance really possible? Or is it just a myth?

This article in fact is in continual of article written by Sophie Choukah – Marketing specialist at office vibe in LinkedIn. I was reading it today morning and at every line I could see myself responding spontaneously and selflessly. This made me to point out few lines of my views about the topic. If I stay back at office to complete my work, I am workaholic. If I need some spare time for my personal work I am home sick or home oriented person , not a professional , a typical lady and what not……so so so many prejudical remarks that I face . it’s a huge task at times to prove yourself at every aspect of life . Playing so many roles, be it -a wife , mother , daughter , daughter in law, boss, collogue , peer and a leader creates a lot of role conflicts that at time lead to frustration and dissatisfaction on both the end home and work place. This is the time when you think back about work life balance.

I think many of my friends will agree that we definitely want to spend more time with our families but equally we are also responsible towards our profession or occupation. But at times the some situations in organizations lead to pressure, restlessness. Dictatorial or autocratic style of leadership also unduly creates a high working pressure on employees that affects their efficiency, effectiveness and productivity.

Over expectations from others and self is also leading to imbalance between work and personal life. Now this statement may lead to know more about the definition of work - life balance. the one which I propose :-“ It’s the better understanding of our needs and demands on daily basis towards our achievements and enjoyment that contribute to create an enzyme which make us feel happy and content.”

Continuous expectations from relationships – personal and professional is also a major cause for disturbance in work life balance. High crave for promotions, more money, positions, status, social acceptance, standard of leaving and comparisons with peers and spouse. On personal ground incapability to adjust with life partner, over expectations from kids and friends. And failing to satisfy these expectations leads to major imbalance in thought process which leads to negative consequences.

Last Sunday my friend was sharing that her husband has bought her a new diamond ring and ordered her most favorite pizza and a beautiful red party gown which she wanted for her upcoming party on her anniversary. I was surprised not to see the excitement in her eyes and hesitantly happened to ask her Isn’t she happy with it?. She only said I liked what he did to me but I would have adored him, If he would have spent time with me and this is where I got stuck to understand what work life balance is.

Let’s see if below mentioned points can make any sense to achieve work life balance:-

Learn to say stop and No :- Understand self capability and responsibility before you take new challenges

Stop expecting a lot from your self. You can’t be perfect all the time.

Give more attention towards results than to how, where, and when the work gets done.

Try to find new and better meeting responsibilities (personal and professional).

Priotorise your work and discuss it with your spouse. This helps in easy planning and in understanding each other’s professional responsibilities well.

Design a work schedule note book where one can schedule work activities during the work day and establish a cutoff time to be with family.

Communicate clearly with your boss and spouse about your role conflict and frustration. Many a times talking gets us lots of solutions.

So let’s plan and talk to self before entering the office or home whether we want to achieve or enjoy and then work accordingly. This will help us to focus well on work life balance.

Dr. Dipti Tulpule 9011062111 / diptitulpule10@gmail.com

Associate Professor AMITY , Pune

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खळे आयि त्याच ेअनन्यसाधारि महत्व

२१व्या शिकािील आव्हान े समिुपिे पेलण्यासाठी आजच्या माणहिी व िांत्ज्ञानाच्या युर्ामध्य े

शारीटरकदषृ्या सक्षम नार्टरक ियार करिे, ह ेखरोखरीच एक मोठे आव्हान आह.े िांत्ज्ञानाला पयाुय नाही, ह ेजरी

सवुिोपरी मान्य असल ेिरी आजची एकूिच जीवनशैली, शारीटरक कष्ट आणि मोकळी हवा याांपासून दरू र्ेली आह.े

या सवाांमुळे जीवनािील मानणसक िाि – ििाव वाढल ेआहिे. अशा मानणसक िाि – ििावाने चिकन लक्षाि न

येिारे, पि शरीरप्रकृिीवर र्ांभीर पटरिाम करिारे शाटररीक वा मानणसक आजार वाढि आहिे.

बदलत्या जीवनशलैीमुळे सवुसामान्याांचे शाटररीक कष्ट कमी झाले आहिे म्हिनू जािीवपूवुक णवणवध

हालचाली करून आपल ेशरीर सुदढृ ठेवि,े आवश्यक आह.े िसचे, कोित्याही क्षेत्ािील कायुक्षमिा व उत्पादनक्षमिा

वाढण्यासाठी योग्य त्या हालचालींची आवश्यकिा आह.े जर्ण्याची र्ुिवत्ता सुधारण्यासाठी शारीटरक हालचालींची

आवश्यकिा आह,े म्हिजेच आयुष्य दकिी जर्ले यापके्षा कसे जर्ल,े याला अणिशय महत्व आह.े

प्रामुख्याने यासाठीच शारीटरक णशक्षिाची आणि अनुर्ांर्ाने कोित्या ना कोित्या खेळाची णनिाांि र्रज

आह ेकी ज्यायोर्,े शारीटरक सुदढृिा आणि मानणसक आरोग्य प्राप्त होिे.

खेळाला अनन्यसाधारि महत्व असून त्यामुळे होिारे फायदे हहेी सवाांर्ीि णवकासासाठी खूप उपयकु्त

ठरिाि जसे की,

१) शारीटरक सदुढृिा (आरोग्यां धनसांपदा)

खेळामुळे स्नायूांची िाकद, स्नायूांचा दमदारपिा, हृदसांवहन (दमश्वास) क्षमिा, लवणचकिा, वेर्, माजास्नाय ू

समन्वय, डौल / ददमाख, िोल, शरीररचना व शरीरधारिा या बाबींमध्ये लक्षिीय सुधारिा घडून येिाि की

ज्या शारीटरक सुदढृिेसाठी र्रजेच्या असिाि व िसेच त्यामुळे व्यणक्तमत्व आकर्ुक बनण्याि मदि होि.े

२) मानणसक सांिलुन

खेळाांमुळे मानणसकिेि अमलुाग्र बदल घडून येिाि. खेळभावना आणि णखलाडूवृत्तीमुळे जीवनाकडे सकारात्मक

दषृ्टीकोनािून बघण्याची सवय होि े व त्यामुळे णवधायक णवचार करायची प्रवृत्ती णनमाुि होिे. सामांजस्याची

भावना अांणर्कारली जाऊन, िाि – ििावमुक्त जीवन, ह ेमानणसक सांिुलन राखण्यास मदि करिे.

३) व्यवस्िापन कौशल्य

खेळाडू मांडळींना त्याांच्या व्यवसाय ककां वा नोकरीच्या कायुक्षेत्ाि खूपच फायदा होिो.

त्याांच्या णखलाडूवृत्तीमुळे बनललेा सकारात्मक दषृ्टीकोन, णवधायक णवचार आणि सामांजस्य या वृत्तींमुळे त्याांचे

व्यणक्तमत्व अणधक आकर्ुक बनिे व खुलून ददसि.े त्याांच्या मनणमळाऊ स्वभावामुळे आणि अनुर्ांर्ान े

खेळीमेळीच्या वािावरिामुळे िे सवाांनाच हवेहवेसे वाििाि. त्यामुळे त्याांचा लोकसांग्रह आणि जनसांपकु ही खूप

वाखािण्यासारखा असिो.

वरील र्ुिणवशेर्ामुळे, व्यवस्िापन कौशल्यािही िे अग्रेसर होिाि. आत्मणवश्वास दढृ होऊन,

णनिुयक्षमिेमध्य े वृद्धी होिे. सुसांवाद साधण्याि, त्याांना सृजनशीलिेचाही उपयोर् होिो आणि या सवाांचा कळस

म्हिजे त्याांची नेिृत्व शैली ही खूप सुधारिे आणि ि े इिराांना प्रेरि दणे्यासाठी कायमच प्रयत्नशील राहिाि.

याव्यणिटरक्त नावाजलले्या खेळाडूांना, शासकीय णवभार्ाांमध्ये, बँकामध्ये नोकरीसाठी प्राधान्यही ददल े जािे.

समाजािही त्याांना खूप नावलौदकक आणि प्रणिष्ठा णमळिे.

वरील सवु बाबी, खेळािील नैपणु्याने सहजटरत्या प्रपाि होि असल्यामुळे, व्यणक्तमत्व णवकासास त्या नक्कीच

फायदेशीर ठरिाि, हा लेखकाचा स्वानुभव असून, णवद्यार्थयाांना आणि िरुि वर्ाुला खेळ खेळण्याकडे प्रवृत्त

होण्यासाठीची, ह्या लेखाद्वारे त्याची आग्रहाची णवनांिी आह.े

Dr. Mohan Uchgaonkar 9890037506

uchgaonkar.pah@araiindia.com

May 15, 2016 [MANAGEMENT DIGEST – ISSUE - 34]

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From Presidents Desk..On Business Ethics front

Dear members and well-wishers of the Business Ethics Foundation (BEF)

I am happy to address you all for the first time through this bulletin as the recently elected President of BEF. I was wondering why our Guru Dr Bapat thought me fit to give this opportunity to serve the BEF for the next two years..The first thing that came in my mind is that he thought it appropriate to keep me busy in one of the activities post retirement in something fruitful and dear to my heart ..that is Ethical practices and struggling to build value based life style in all walks of life..Since I met my Guru Swami Chakrajit at the age of 17 and practiced a lot of meditation and pranayama for at least a decade continuously everyday many time for hours together, made a permanent mark on me as an individual..Also endless reading of the Ramkrishna, Vivekananda, Dasbodh and other spiritual as well as management literature especially on personality and leadership development created my thought process which I will be happy to share with you from time to time. This process also gave a birth to the training model which I conduct regularly as the full day corporate training program and the God has been kind enough to make me conduct more than a thousand workshops of my this specialty program titled as Super Habits of Dasbodh. Serving in the MCCIA at several senior positions for more than a decade gave me a vision of business and management ..That’s why my training program has become a fruitful fusion of spirituality and management...I think that Dr Bapat might have thought that combination in me of MCCIA experience and contacts alongwith the Dasbodh spiritual vision may be useful for BEF activities...most probably Dr Bapat observed during the meetings of BEF that Rairikar gives a lot of suggestions and talks a lot..now let him walk his talk and do some work as the President of BEF..

Thanks to Dr Bapat and all members of BEF for reposing their confidence on me and appointing me as the President of BEF..I assure you all that I will earnestly work for the objectives of the BEF with the strong support of ALL OF YOU..in fact I will work with you as one of the colleagues put first in the row for the next two years..Your suggestions and thoughts regarding BEF working and activities are welcome wholeheartedly as guidance and please post them on my email - dasbodhrairikar@gmail.com. You may contact me anytime for BEF work on my cell 9822204516. Will come next time here to meet you with more articulated ideas and programs...

Your friend..

Shriniwas Rairikar President

Business Ethics Foundation

May 15, 2016 [MANAGEMENT DIGEST – ISSUE - 34]

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Will Your Ethics Hold Up Under Pressure? Ron Corucci /FEB 3, 2016

No executive wants to wake up and find themselves on the cover of the Wall Street Journal, exposed in some widespread breach of ethics. The Volkswagen debacle is every leader’s worst nightmare. Waiting to see if your organization’s ethical fabric is as bullet proof as you hope isn’t a great strategy, argues Jonathan Haidt. He is a professorof Business at NYU, the New York Times bestselling author of landmark book The Righteous Mind, and founder of Ethical Systems, a research-based non-profit dedicated to helping strengthen the ethical backbone of the business community. Over two engaging interviews, he shared his insights and hopes for helping organizations realize greater ethical strength by taking a systemic approach to cultural, structural, strategic and procedural system design. For him, this is more than a field of study. It’s a cause.

He says, “Business is the engine of growth for all of humanity. The spread of markets and modern business practices is the reason why extreme poverty rates are plummeting around the world — falling into single digits this year for the first time in human history.

Helping businesses to perform just a little better, just a little more ethically, is arguably the most important project humanity can undertake. It would increase the pie and divide it more equitably.”

Haidt isn’t naïve about taking on such an endeavour. In the face of the last decade’s outrageous corporate behaviour, 2015 holding some of the most scandalous, convincing corporations to embrace the importance of ethics isn’t a slam dunk.

“The business world is heavily devoted to compliance, not ethics. Legislature has mandated it so compliance has become the lowest common denominator. Everyone knows that compliance is a check the box exercise for external accountability, but it’s not strong for ethics.”

My own research bears out the challenge. Since 2008’s financial collapse, distrusting followers have raised the bar that much higher on executive integrity.Leaders are distrusted until proven trustworthy.

In an ironic appeal to self-interest, for which Haidt readily acknowledges the paradox, he says there are four important reasons “ethics pays.”

First, there is the cost of reputation, which most analysts and experts acknowledge links closely to share price performance.

Second, ethical organizations have lower costs of capital, as evidenced byDeutsche Bank’s commitment to focus on clients with higher ethical standards.

Third, the white-hot war for talent, both recruiting and retaining top talent, takes a painful hit with an ethical scandal. Conversely, the best talent wants to associate with the best reputed companies.

And finally, the astronomical cost of cleaning up an ethical mess can soar into the billions after shareholder losses, lawsuits, fines, and PR costs are added up.

Still those aren’t the real reasons to focus on this, claims Haidt. The longer-term benefits to a world with greater ethical substance far outweigh the costs of cutting corners for short-term gains. Sadly, unethical choices have paid well for too many executives.

Looking at organizations holistically increases the ability to see the breeding ground for ethical failures.

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“If you simply look at balance sheets, public reporting, Sarbanes-Oxley compliance, and other regulatory metrics, you cannot truly see the ethical fabric of the organization. Ethical failures start microcosmically in more insidious ways than outright greedy corruption.”

You have to look deeper into the organization’s operational processes and culture to uncover the petri dishes where ethical failures grow.

Pressure Testing: Monitor The Organization’s Hardware And Software

There are two areas executives must continually monitor to detect potential ethical failure early.

The organization’s “hardware,” or its systems and processes, is where you can detect what Haidt refers to as “procedural justice.” The basic perception of fairness in the design of an organization is vital to shaping ethical employee behaviour. If employees perceive that the way resources are allocated, rewards are distributed, and priorities are set is fair, “it motivates employees to work collaboratively for the long-term good of the organization and its members. Such a long-term collaborative focus tends to produce ethical behaviour.” Our experience as organization designers is consistent. The moment planning and budgeting processes appear capricious, conflicts between departments are arbitrated unfairly, decision rights are secretly distributed in conflict with stated values, or rewards are distributed politically, employees feel entitled to indulge in self-interest. And once that toxin is set in motion, the stage is set for ethical breaches.

The second place leaders must monitor is the organization’s “software,” or culture, and in particular the degree of trust evident among employees. “Within organizations, the central driver of value creation is the division of labour.

When people can trust that others are doing their part, not taking for themselves, it’s a more fun environment in which to work and people don’t feel a need to ‘take.’ When people perceive generalized trust, there are high levels of performance.”

Conversely, if people feel exploited, that their efforts don’t matter, or worse, matter less than peers’, they withdraw trust. They suspect others will take advantage of them, and therefore must self-protect. The result is often reducing effort to the lowest common denominator. Employees conclude, “Why should I exert more effort than she does. We get paid the same.

If I work harder, I’ll end up doing her job for her.” In an environment where people perceive costs being passed on unfairly, whether it’s employees unfairly passing on work to others, or the organization passing on unfair costs to customers and suppliers, trust becomes impaired. And self-protection generated by distrust breeds ethical failure.

Creating sustainable change will require on-going intervention and education at three levels.

At the public policy and regulatory levels, as well as at the enterprise and team level of organizations, and within the individual behaviours of leaders. But Haidt in his team are determined to prevail in changing the stature of business ethics. “We will make success easier for well-meaning business leaders who know that in the long run, ethics pays. It is they who will change the world.”

Reference Web Link:

http://www.forbes.com/sites/roncarucci/2016/02/03/will-your-organizations-ethics-hold-up-under-pressure/#61dd8a9c765b

Prakash G. Bapat 9823317398 / jgbapat16@gmail.com

May 15, 2016 [MANAGEMENT DIGEST – ISSUE - 34]

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Training Front

Case II ABC Company : How do you respond?

There are three employees who made three days trip to visit Banglore clients in different weeks. The bills submitted by these three employees are Rs. 15,000/-, Rs. 9,500/- and Rs. 16,500/-. In this company the policy for paying T.A., D.A. for travel on Company Accounts is known as “Honor System”. The internal auditor has “no objection”. If you are Chief Accountant responsible for payment. Will you pay the bills as presented or pay flat Rs. 14,000/- to each employee? What are ethics implications. (Readers of Management Digest can send their replies in three to five lines for consideration.)

Happy Recollection Success with Kirloskar Brothers Ltd.

Kirloskar Group is well known as pioneers in India’s industrialization. One of the flagship companies is Kirloskar Brothers Ltd. with Head office at Pune & plant at Kirloskarwadi. In 1968 – 69 – 70, when late Mr. S.A.Kulkarni was training manager, we were invited to conduct 10 Supervisory Development Programs in Marathi. Each Program was of five day’s duration. We covered almost all

the Supervisors. The focus of the program was to help Supervisors to play three roles – Leadership, Technician and Instructor. In the second round, we conducted around 20 training programs for workers to start and run “Quality Circles”. Around 40 circles were formed and run efficiently. Late Mr. Nerlekar took active interest. It was a rewarding experience for 3 years.

****************** Dr. S.G.Bapat

sgbandasso@gmail.com / 98814 68504

Useful training programs in June 2016

Venue : Ogale Hall, MCCIA, Swargate, Pune. Time – 10 am to 5 pm For More details – contact – 97644 61567

S. N. Title of the Program Date Fees

1 Smart Supervisor 23/06/16 Rs. 5000/- for team of five

2 Management Development 24/06/16 Rs. 7500/- for team of five

3 Work Culture – Work Ethics 26/06/16 Rs. 2500/- for team of five

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Invitation

A brainstorming meeting on agenda for BEF for 2016-17 took place at Four Candles on May 8. Core committee was formed and it is decided that the core committee will meet on the second Friday of each month. These days are-

July 08, August 12, September 09, October 14, November 11, December 09.

Joke of the Month An Arab falls in love with a Gujarati girl and decides to meet her father.

Arab : Your daughter is beautiful and I love her. If you let me marry her I

will give u gold equal to her weight.

Gujrati: I need time.

Arab : To think?

Gujrati : No no...to help her gain weight.

Team Dr. S.G.Bapat Dr. Rashmi Hebalkar Chief Editor Managing Editor

Mr. Sandeep Chiddarwar Ms. Madhuri Chiddarwar

Primary Business Address

‘Vijigeesha’, 17, Prashant Nagar, NaviPeth,Pune – 411030 Ph – 020-24537938 / Mb – 98814 68504

E-mail – sham.bapat@yahoo.com / URL – www.sgbapat.com

Courtesy – Dr. Mohan Uchgaonkar

पुस्िक प्रकाशन “आधी वाचल े - मग साांयगतल”े

लेखक : डॉ. श्री. र् बापि

सौ. लीना णनर्डुकर

हस्ि े: श्री. णववके सावांि

उपणस्ििी : डॉ. सुधीर राशशांर्कर

रणववार दद. २६ जनू २०१६ सायां– ६ वाजिा

ओर्ल ेसभार्ृह, मराठा चेंबर, टिळक रोड, पिु े– ४११००२

सवाांना सस्नहे णनमांत्ि