JOB HOPPING

Hello Readers,

Greetings!!

Today, I am feeling quite comfortable while writing about "Job Hopping", the point is why should I be so comfortable in writing an article on 'Job Hopping'? It is as I have hoped for more than 12 times in 35 Years, three Public based and others private based. 

Once upon a time in the professional era more than about 20 years behind, job hopping was considered to be a sin in an organizations and as disloyal, and even as a "Career Suicide" among family members. Although it was quite true during the previous job-era, yet managing risks and the growing skills in technical sectors was a special advantage especially for those who were enriched in skills had many options to go on. 

The ideology of Poly Skills (Multi-skilled human resource) was not very much developed between 1970s and 1980s. It was since the time "Electronics and Computers" penetrated in technology, and that globalization blossomed, the need of Poly-Skills was experienced. 

According to me, 'Job hopping' is suitable for those who are into technology, for instance, it allows them the opportunity to gain valuable technical knowledge in different environments and cultures. This can be more common for those specializing in development, telecommunication, Information and Technology  and/or Project Management. While job hopping has a negative aspect; this is more about a resource providing value to a company, and then realizing there is nothing more to learn in that environment. In order to keep their skills fresh, it is necessary for technologists to remain current in a highly competitive market. Job hopping is more common with employees that are less tenured, and feel confident in their skills to be able to move on without destructing their borders, and can add value immediately in a new opportunity.

In today's employment world it is quite considerable with 'Job-hops'. The perspective view is that, remaining in a particular job for a very long time becomes a past, and to some extent employers consider that if one has not changed a job, then he or she does not seem to have other skills. Such employees only remain as loyal servants to the company according to employers.

The story of  "Once upon a time" work 25 to 30 years in an organization, take a pension or fund and walk off happily has passed away through its era. Today the trends have been very specific, and are knowledge, performance and skill based. These trends have obviously penetrated even in Public sectors of India.  

Remember employers need, not only knowledge based or a skilled based or a performance based human resource, but is also looking humbly for all these in one candidate (employee). Thus, the employee is evaluated on the basis of knowledge, skill, and performance.  

Employees having adequate skills, knowledge and performance potential should not be afraid to take risks of hopping jobs; however the job hop should be substantially facilitating and benefiting one’s pocket.

Remember a change should always be for a positively good cause.

Thanks a lot.

Girish Kulkarni,

CEO-Real Minds.Com,

Cell:+91-9890331683

Virtual Office: realminds@hotmail.com

                        realminds.com@gmail.com

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SELF MANAGEMENT

Hello Friends,

I am glad to offer my views on Self-Management today.

In our professional and personal life all of us have a basic instinct and have an intuitive  mind to understand reactions of people, our friends, colleagues, relatives, and 'the boss'. Though our reactions may not be appreciated every time. Then, in such a case we need to analyse the scenario and manage ourselves to gear up with the situation. It seems that with the implementation of 'Self Management' life of people in organizations seem to have become more blissful.

So, What's actually 'Self Management'?

Friends, 'Self Management is an ideology or a philosophy in organizations whereby people can perform their work freely without the involvement of any traditional hierarchy, but follows a liberty to imply work functions traditionally. The interference of traditional hierarchy restricts Self Management. It means that 'Work exploitation is also adequately restricted if the interference is minimum.  Obviously, it goes without saying that, forcibly an individual should not impose his or her work principles on the other. Individuals should respect and honour the agreements or commitments made to each other. Thus, Self Management has to involve lot of mutual trust and truth among the individuals in an organization. 

Self Management is in fact a sort of management model of organizing in which the functions of management are delegated to practically all the members of the organization. Such functions are like planning, controlling, coordinating, and directing.  Every member in the organization is solely responsible for planning their activity, coordination with their members for maintaining their own relationships. This Ideology of 'Self Management' is practiced in many MNCs which also grooms their employees in these aspects. Obviously this practically eliminates the typical 'formal' hierarchical management form. It means that the authorities in the 'formal' hierarchical into 'Self Managed' organizations possess only limited authority and control to the extent that leads to final decision making. 

The main idea of implying 'Self Management' in organization is that it is that the employees who are traditionally were being looked as mere employees for a given task, now come into the main stream, they feel dignified, and are given an opportunity to share their knowledge and experience to enhance several aspects including productivity etc. The employees, are looked upon as managers who then take over wider responsibilities and become more committed into their everyday activity.

Self Management practices in such organizations have not only proven to be beneficial but also it has proved to be modern and rather revolutionary too. 

I offer my sincere thanks to all my readers and viewers for sharing with me comments, views and suggestions for my previous blogs.

Thanks a lot again.

Regards,

Girish.Kulkarni,

CEO-Real Minds.Com,

Cell:+91-9890331683,

Virtual Office: realminds@hotmail.com

                         realminds.com@gmail.com

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PERFECTION

Dear Readers and viewers!!

I express my gratitude to all the viewers and readers to have offered your responses, views and comments around the globe. Hope you will continue to be affectionate with my views over the blog.

Today I am coming up with my views on ‘Perfection’. That’s it, nothing new as a subject but does carry an inclusive meaning when it comes to any positive action towards our profession or routine.

The dictionary describes perfection as the “action or process of improving something until it is faultless.”

Every human being in each era struggles to become ‘Perfect’. Well, that’s a good sign to show that one is in the process of progression. Now, is important to really implement this within ourselves, that “achieving perfection is an ongoing process till it becomes flawless.” Undoubtedly, any process takes time to end up, as we; all know that no human-being can be perfect and that too in just a defined period of time.  There has been lots of research over this term ‘Perfection’, the doctrine concept, the philosophical concepts etc. We come across humans who claim themselves as idols of perfection and keep on giving examples of their own, but when it comes to their behaviour it’s ironical.

Today, I want to also present my views over perfection in work, and work culture. In which most humans lie in.

Though the human brain is perhaps having the same physiology in every individual, the human mind isn’t. Therefore ‘The Perfection’ ideology varies from person to person. For example: While writing if I keep a pen on the table for some time instead in the pen stand, another person would not appreciate it, and would use a pen stand which is nearby. Does it mean he is more perfect in this act? Simply, no, because I may have to use the pen very next moment which he has not noticed.

While working in Organizations, there is a professional environment and a system derived by the hierarchy which needs to be followed; if one does not follow it then he is a classified non-perfectionist. The individual will then gear up with the organizational systems and make less errors and try to gain ‘Perfection’ as per organizational norms.

Many people apply perfectionist’s principles even at home, and they are just the same as their office. Such individuals enforce disciplinary systems on their own family members. This leads to lots of stress among their family members. Again, such ‘perfectionists’ forget that ‘Perfection is an ongoing process’ and should help to reduce stress and increase the pleasure and joy in work and enhance work culture in real sense, and not create stress among their own people.

Thus let’s generate perfection through our minds into the body and not from the body into the mind. Though the definition of “Perfection” is generally defined as the” action or process of improving something until it is faultless.” Let’s understand the later first that is the ‘process ‘first” and then the action. Let the mind accept the action first then the body may act accordingly.

Thanks a lot for posting your views on my previous articles. Your views give me inspiration to write and improve further.

Well!! I’m trying to become a perfectionist.

Thanks again,

Girish Kulkarni,

CEO-Real Minds.Com,

Cell:+91-9890331683.

Virtual Office: realminds@hotmail.com

                          Realminds.com@gmail.com

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PROFESSIONAL RELATIONSHIP MANAGEMENT-(PRM)

Dear Friends, 

It gives me pleasure to express my views on Professional Relationship Management Concepts.

Professional Relationship management is a keyword helping to conquer business, managing accounts, and bringing about a change through proper communication within the organization and even with the outward professional world. PRM also brings about co-ordination among departments which has network of departments. Obviously the people connected along the businesses develop a kind of 'Professional Relationship'. 

Globalization has led to technology penetrate in industries, organizations,and institutions to speed up the business proceedings. In fact PRM is a matter of Practice rather than an implementation program.

Professional Relationships lead to friendships, opportunities, knowledge, referrals, even new business. Most business opportunities will come through referrals. PRM introduces the opportunities when they arise and not let go until these convert into opportunities. 

Contact Management System is an important element of PRM. Contact management system helps in maintaining and re-establishing or revising large number of contacts which were developed during the business years. In this Contact Management System includes managing huge number of contacts via visiting cards kept in the album and/or even using a typical Customer Relationship Management ( via Software).

Let us assume that if the PRM is not satisfactory, that is, there is no proper database maintained, the database is inaccurate, insufficient, or important information missing, if there is inconsistency of communications between departments, individuals in organizations, or between the dealers and the company, then, it's an open secret that the scenario over there will be obviously disastrous.

I, personally feel, that PRM has a potential to even generate friendship between not only individuals but also between organizations, clients and service provider, customers and vendors etc.  The data operations also need to be professionally handled. Many Institutions, industries and organizations do not handle data professionally and neither make use of PRM systems and land into business problems.

Role of Technology to Maintain Data:

Maintaining huge and massive data manually itself is a task. Thus, the role of technology is vital and unavoidable. Skilled human resource to handle data and use it via technology is unavoidable, Technology for managing and maintaining one's data has now become easier because of 'Cloud Computing', various Soft wares are available today for this purpose and are being implemented by wiser organizations, industries and institutions. Though technology does its own job, yet the question is about the resource of efficient and skilled manpower which is going to implement it is. The human resource for such an application should not be virtually skilled but should be potentially strong to utilize this technology.

Thanks a lot.

Best Regards,

Girish Kulkarni,

CEO-Real Minds.Com,

Cell+91-9890331683.

Virtual office: realminds@hotmail.com

                         realminds.com@gmail.com. 

                           

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MANAGING RELATIONSHIPs:

Dear Friends,

Once again I’ve an opportunity to project my views to you upon “Relationship and Managing Relationships”

The dictionary defines relationship as “The manner in which two or more people are connected or are in the state of being connected”.

I personally feel to classify relationship as : 1) Personal Relationships and 2) The Professional relationship.

Personal Relationships:

"I express my gratitude and offer my Thanks to my Sadhguruji for elaborating on “Relationships”.

I still come across individuals who look towards relationships as their asset instead of as a mere expression of Joy and happiness.

Philosophically: The needs within the human-being have risen because of the sense of incompleteness, therefore people start building relationships. Thus to experience the sense of completeness within themselves humans form relationship. Obviously when human beings do not have relationship they feel incomplete.

Why does the human being feel incomplete without relationship?

The reason is very factual; the basis of relationship is complex and based on “expectations”. These expectations are endless. It is then; no human being on this universe can fulfil expectations. Therefore in this process of holding relationship, the first moment of meeting may be common, but as every step of life goes ahead the expectations between such humans holding relationship do change.

Now, as these expectations keep on changing between individual, their expectations do not remain consistent. This is the very origin of “Conflict” within premises between such individuals. Something which we can conclude as 'Strained Relationship'.

What will happen if you do not have relationships? 

Well- One will feel ‘depressed.’ In fact every individual wants to seek relationship to remain happy and Joyful. However if you use the other as a source of Your happiness & the other individual is also using you as a source of his happiness then, both such individuals are in the process of “Seeking” happiness from each other. Hence if individuals try to seek and squeeze happiness from somebody then, such relationship becomes painful and will not last.

This means relationships cannot be built on expectations, that is, every individual needs to be an expression of happiness. Individuals should not build relationships as for seeking happiness but to be an expression of happiness.

Friends, I will continue with the part of “Professional Relationship Management” soon.

My Humble gratitude to Sadhguruji.

Thanks a lot.

Girish Kulkarni,

CEO-Real Minds.Com

Cell: _91-9890331693.

Virtual Office:- realminds.com@gmail.com.

                             realminds@hotmail.com

PLANNING

Planning is an important element for any sector of management. In fact Planning may be defined as a systematic process of managing various factors to achieve defined goals. This leads to the appropriate functioning of any sector.

In order to achieve goals in these sectors (Organizations, institutions and even homes) functional managers need to strive hard to create a systematic strategy and implement it accordingly. Obviously the purpose is to achieve its targets.

Ingredients of Planning:

1)      Setting Positive Goals.

2)      Co-ordination between Managers and Upward and Downward in hierarchy.

3)      Involving important aspects and skills like-

a)      Time Management.

b)       Leadership skills.

                  c)    Conflict Management.

                  d)   Team building and binding.

                  e)    Project aspect analysis..

                  f)     Maintaining balance of communication within hierarchies.

                  g)    Technology.

What do we achieve by planning?

Whether it is an Organization, institution or a Home, effective planning will always lead to efficiency. It will reduce the dilemma and risks. One can effectively use your time and resources. Planning will help one to know what an Organization, institution or Home do.

Effective and Strategical Planning will let us know:

1.       Where we stand in today’s competition.

2.       The direction in which the Organization, institution or Home is going in.

3.       The manner in which we need to proceed with.

4.       Whether the track is right or not.

Planning is required in almost all the functional areas:

Financial, Project, Family, Event, Environment, Life, resource etc.

Thus as Quoted by a Wise Man: “THE SOONER YOU START PLANNING YOU LIFE THE SOONER YOU WILL LIVE A LIFE THAT YOU DREAM”.

Thanks and Best Regards,

Girish Kulkarni,

CEO-REAL MINDS.COM

CELL:+91-9890331683

Virtual Office: realminds@hotmail.com.

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