How To Know If He's The One For You

Marriage and commitment is about love, but it's also about compatibility. Two people can be deeply in love with one another, but their marriage will still fail miserably. The sad truth is that sometimes love is not enough. There comes a time when you ask yourself the ultimate question: Is he the one?

Why it's important to ask yourself this question?

\"anger Management\"

The dismal statistics state that over 33% of marriages end up in divorce and there is a 50% infidelity rate among couples. Why is this happening? All these couples used to be in love, otherwise they wouldn't have gotten married. That's why you have to ask yourself this question. If you don't want to get married only to wake up years later and realize that you married the wrong man, you have to know that he's the right one for you. Otherwise, you may have a few years of love and happiness, but you're likely to see those years end in a bitter and expensive divorce.

Why are so many couples drifting apart?

The main thing that couples fail to do is ask each other the right questions before rushing into a commitment. I'm not talking about superficial questions such as how many brothers and sisters your man has or where was he born, but deep and penetrating questions. Most women wait until they are married to find out what their man thinks about the important issue in life such as:

  • Religion
  • The way to bring up children
  • Whether or not he even wants children
  • Does he believe in marriage
  • How he handles money
  • What are his long term goals
And many more important issues. It is the difference of opinion in these issues which causes couples to break up.

You wondering how to know if he is the one for you? Ask the right questions on the important issues and you'll find out.

It is estimated that 83% of divorces wouldn't have occurred had the couples asked each other the right questions. Don't allow yourself to become part of the many couples which end up in divorce and breakups. You have an obligation to yourself to ask your man the right questions.

How To Know If He's The One For You

To read more about questions you should ask before getting married, click here: 1000 Questions For Couples And More Lucy Doyle is a big fan of Michael Webb. To read her review on his must-read relationship and romance books, click here: Michael Webb's Books Review

Related : The Global Marketing

Confrontation Counseling

The ultimate purpose in seeking psychotherapy is to become your own therapist. On occasion, you may find yourself acting as therapist for your loved ones. This is very commonly done by parents with their children. In fact, the parent is probably the best therapist for a child. You certainly have frequent access to your kids! It may be a little trickier with your spouse though. You might have to make it look like changing is their own idea. Good luck with that.

Therapy is always about change so if you don't want change stay away from therapy. The solution to many problems will involve some change. But, in marriage and family life, the problems, like wonders, never cease. You will have opportunities! Spouses and parents can do a lot to help themselves and their loved ones get through difficult situations (i.e. help them change.) But there may be some frustration involved before you can get there.

\"anger Management\"

Since conflict and frustration are inevitable, so is anger. Anger, like other emotions, is contagious. If you have a plan going in, it's going to be easier to control your own angry behavior. Then, by using a simple method, you can help your loved one to control theirs, too. This is where you start doing "therapy".

The simple method I recommend is called Confrontation Counseling. I learned it while working with juvenile delinquents at the Florida Keys Marine Institute, a highly praised treatment program for wayward youth. It works well in families, too. Here's how it goes.

When angry behavior gets out of hand, you just focus on that specific behavior until it ceases or at least is under control. Yelling, getting in your face, threats and violence all make it impossible to continue a discussion with any hope of resolving an issue.

Since resolution is the goal, you calmly refuse to engage the issue until resolution is again possible. Instead, you tell the angry person that they must stop the disruptive behavior before you will go on with the discussion.

It will help if you do not stand toe-to-toe with the angry person. Don't make yourself a target. You are not trying to control them. You're asking them to control themselves. Back off a little. Turn away but don't run away.

Anger is not a problem to be solved. It's just an emotion. It's the behavior associated with anger that is disruptive, destructive and sometimes dangerous. We must all learn to monitor and control angry behavior to have healthy relationships.

Confrontation Counseling is a way you can help your loved ones to regain control so that conflicts can be resolved. And it couldn't be simpler. Hopefully, with a little consistent and patient counseling from you, they will learn to control themselves and we will all be a little safer.

Confrontation Counseling

Dr. Hugh R. Leavell is a Marriage and Family Therapist in northern Palm Beach County, FL. He is available for sessions in person, by phone or online. Check his website at [http://DrHughLeavell.com], email him at DrHughLeavell@gmail.com or call 561-471-0067.

My Links : How to time management

Forces and Trends in Business

The corporate environment is characterized by a number of variables: competition, dynamism, turbulence, complexity and change. All organizations must develop ability to continuously and consciously transform themselves and their contexts. Such contexts include restructuring for optimum effectiveness, reengineering key processes and streamlining functions that are able to provide a source of competitive advantage. The aim is to adapt, regenerate and most important, survive. (McLean, 2006).

For a company to thrive today, strategists must find ways to increase the organization's ability to read and react to industry and market changes. They must know their goal to boost the company's strategic flexibility by recognizing disruptions earlier and responding faster.
Strategic flexibility or adaptability can be defined as the organization’s capacity to identify major changes in its external environments, quickly commit resources to new courses of action in response to such changes, and to recognize and act promptly when it is time to halt or reverse existing resource commitments. Being adaptable means leaders must not get stuck in a too-rigid way of looking at the world. The organization must view change as an inevitable and essential part of an organization's growth, in order to achieve this adaptability.

\"strategic Management\"

When there is uncertainty or unpredictability in the environment, managers tend to focus almost all their energy on successfully executing the current strategy. What they also should be doing is preparing for an unknown future. Flexibility stems from the ability to learn; managers tend to overlook the negative and emphasize the positive. They need to understand not only what led to the positive outcomes but also what led to the negative ones. This will optimize their learning experience. According to Ford (2004) four points to foster and maintain adaptability include challenging complacency, giving all employees a voice, encouraging participative work and driving fear out of your group.

The companies chosen for this task vary by industry: a famous automobile manufacturer (Ford) a bank going through a merger (Compass) and a start-up software company (DawningStreams). Ford and Compass have been in business for a long time; it is likely they have changed their strategic plan based on changing forces and trends. DawningStreams is new (established in 2005 and incorporated in 2007). Even though they have not had their first sale and have no staff, the owners have devised several iterations of their strategy.

There is a diversity of stakeholders all that are interested in the activity of business organizations. Emphasis must be placed on their adaptability in strategic analysis and their adaptability in strategic management of business organizations. The organization must have a strategic management model.

Each company might scan the same areas, but for different reasons. Considering technological advances, Ford would prepare itself to lead the market by having various electronic equipment in their vehicles, as well as robotic equipment with which to build them and the supply chain technology to keep all in check. Compass Bank is going through a merge and expanding globally; therefore they will need to keep abreast of communication technology. DawningStreams is a software company; they will need to monitor those companies who would be their competition to ensure their product offers better functionality. All three companies would make sure potential customers would be able to get good information from internet websites and advertisement, which encompasses yet another area of technology the organizations may need/want to scan. In this instance, many members of the organization must be enrolled: upper management and finance, who will determine budgetary factors; the IT department, who will be responsible for the implementation and maintenance of some of the technology; the staff who must be trained to use the technology; a sales force who will sell the technology.

To the outside observer, it may seem unnecessary for any but Ford to scan the (actual) environment when it comes to issues such as emission control, fuel efficiency and hybrid cars. That is true however; Compass Bank and DawningStreams can plan a strategy to be friendlier to the environment (and their pocketbooks) by practicing paper reduction (through the aforementioned technology). Lastly, DawningStreams’ product may be useful as a file sharing service to environmental groups.

With regard to the legal environment, all three must be acutely aware of laws, which affect their respective industry among others. To Ford, legal applies, among other areas, to environmental protection laws and department of transportation safety laws. To Compass Bank, they would abide by the rules of the Federal Reserve (www.federalreserve.gov) and the Federal Insurance and Deposit Corporation (www.fdic.gov). DawningStreams must follow laws as they pertain to the transfer of files, which have intellectual property and also the export of products, which have algorithms. All three companies are global and will need to monitor those laws in other countries, which could effect the strategic planning.

At one company after another--from Sears to IBM to Hewlett-Packard to Searle, strategy is again a major focus in the quest for higher revenues and profits. With help from a new generation of business strategists, companies are pursuing novel ways to hatch new products, expand existing businesses, and create the markets of tomorrow. Some companies are even recreating full-fledged strategic-planning groups. United Parcel Service expects to spin out a new strategy group from its marketing department, where strategic plans are now hatched. Explains Chairman Kent C. Nelson: ``Because we're making bigger bets on investments in technology, we can't afford to spend a whole lot of money in one direction and then find out five years later it was the wrong direction.''

In such a world we need a planning model that allows us to anticipate the future and to use this anticipation in conjunction with an analysis of our organization--its culture, mission, strengths and weaknesses--to define strategic issues, to chart our direction by developing strategic vision and plans, to define how we will implement these plans and to specify how we will evaluate how well we are implementing these plans. The fact that the world is changing as we move forward in the future demands that the process be an iterative one.

Ford Motor Company – Socio-cultural

Ford Motor Company embraces the socio-cultural changes taking place to allow the company to move in the right direction with respect to attitudes in the society. Two areas that stand out in terms of socio-cultural attitudes would be that of fuel economy and smaller cars. The growing concern by the public for better fuel economy has influenced the company’s introduction of the Ford Escape Hybrid and Mercury Mariner Hybrid. The organization is committed to the hybrid to improve fuel economy as a global strategy to meet customer demands. The increased demand in society for such environmentalism has assisted in the decision for Ford Motor Company to look forward to adding the hybrid feature to the Ford Fusion and Mercury Milan and continue in such a strategic planning direction.

The customers that use these vehicles get a substantial break on their insurance in many states and a tax credit as well while enjoying the increased mileage of a vehicle that runs on gasoline and capabilities for 100 percent electric power. The environmental scanning by Ford Motor Company has allowed the company to be knowledgeable of the fact that the people in the United States are buying more small cars today than any other type of vehicle segment. The lifestyles changes have been monitored and there is good data that shows that such a trend will continue in this direction and the expected growth in this segment will continue. The company has redesigned the inside and outside of the Ford Focus to set the car apart from the competitors in the small car segment while increasing upgrades and features to experience positive outcomes. The direction that the company is taking is based on a competitive advantage and being a leader in the industry. The vehicle line has both a sedan and a coupe to attract targeted markets including younger buyers at an entry level to build upon brand loyalty and customer retention. Ford Motor Company will continue to use the socio-cultural factors to drive the business and enjoy future success.

Ford Motor Company – Legal –

Ford Motor Company with regard to the Environmental Protection Agency adheres to the legal aspect of environmental scanning. Ford Motor Company accepted an award in March 2007 from the Environmental Protection Agency called the Energy Star 2007 Partner of the Year Award in Energy Management. The company is the first automaker to have ever been awarded the award two years in a row. The award has come to be presented due to the commitment made by the company to increase energy efficiency and to reduce the greenhouse gas emissions from all of the facilities in the company.

The organization is committed to the responsible use of resources and energy efficiency. The leadership realizes that the environmental protection laws are of great importance and use the environmental scanning to move in the right direction to obtain future success in the company. In 2006 alone the company has improved the energy efficiency in the United States operations by five percent and saving approximately million with enough energy saved to equal 220,000 homes. The effective energy management protects the environment and reduces the greenhouse emissions. Some of the actions taken by the company include replacing lighting fixtures that use 40 percent less energy and using different low-energy, long-lasting compact fluorescent lamps in the properties to include the plants, corporate offices, distribution centers, and research and development campuses. Due to the environmental scanning that takes place at Ford Motor Company the company will use the information that is collected and continue in this direction. New projects for the company include Fumes-to-Fuel that is a system that converts paint fumes into electricity that is being performed with Detroit Edison along with attempting to consolidate the application of primer, base and clearcoat paint applications into a single application to eliminate the need for separate applications and ovens. In addition to the paint booth emissions Ford Motor Company will continue to rely on alternative energy sources such as landfill gas and wind and solar technologies to power their manufacturing facilities.

Ford Motor Company – Technology –

Another environmental scanning tool that Ford Motor Company monitors and uses would be the technological portion. The company has invested billion in the latest technology for flexible manufacturing. The technology that is involved is in many forms to include wireless technology that is installed on the delivery trucks with supplies to the plant as a monitoring status and improved efficiency to reduce inventory. The flexibility of products in the same plant allows the organization to use the same machinery and process for all areas from body assembly, paint facility, and final assembly. The improved efficiency at the manufacturing facility allows for several vehicle platforms to be built on the same line to produce multiple models and quickly change the vehicle mix, the volume, and options based on customer demand.

The technological changes that are being embraced by Ford Motor Company through environmental scanning enables the company to experience huge cost savings through new product launches and 50 percent reductions in cycle changeovers along with waste reduction. Robots are among the technological changes that are being experienced within the organization to include the 400 from the project that are used to weld and assemble the metal body of the vehicle for stamping and assembly. Artificial intelligence in the form of advanced visions systems and laser tracking systems are used to ensure quality through accuracy and dimension abilities. A multi-million dollar training facility is used to ensure that the workforce has the knowledge, skills, and ability to reap the benefits from the new technology that is being used by the company. The training that is administered includes the new servo-electric weld gun system that identifies the perfect center for welding that has replaced the older and loud air-powered system that used a less sophisticated spring system. The environmental scanning of technology that is performed by Ford Motor Company has allowed the company to have positive outcomes in efficiency while remaining a competitive company in the industry through cost savings and continuous improvement.

Compass Bank- Political -

On February 16, 2007, Compass Bancshares, Inc., the parent company of Compass Bank, announced the signing of a definitive agreement under which Banco Bilbao Vizcaya Argentaria, S.A. (NYSE: BBV Madrid: BBVA) ("BBVA") will acquire Compass for a combination of cash and stock. Compass will become a wholly owned U.S. subsidiary of BBVA and will continue to operate under the Compass name. The transaction is expected to close during the second half of 2007, pending customary closing conditions, including necessary bank regulatory approvals in the U.S. and Spain and the approval of the stockholders of both Compass and BBVA.

BBVA, which operates in 35 countries, is based in Spain and has substantial banking interests in the Americas. The transaction will facilitate BBVA’s continued growth in Texas and will create the largest regional bank across the Sunbelt. Upon completion of the transaction, Compass will rank among the top 25 banks in the United States with approximately billion in total assets, billion in total loans and billion in total deposits. In addition, the combined company will rank fourth in deposit market share in Texas with .6 billion in total deposits and 326 full-service banking offices.

Compass is a billion Southwestern financial holding company that operates 415 full-service banking centers in Alabama, Arizona, Colorado, Florida, New Mexico and Texas. Compass provides a broad array of products and services through three primary lines of business – Corporate Banking, Retail Banking and Wealth Management. Compass is among the top 30 U.S. bank holding companies by asset size and ranks among the top earners of its size based on return on equity.

Under the terms of the definitive agreement, which has been approved by the board of directors of Compass and the relevant bodies of BBVA, Compass will become a wholly owned subsidiary of BBVA. After closing, BBVA intends to merge its U.S. based banking affiliates – including the former operations of Texas Regional Bancshares, State National Bancshares and Laredo National Bancshares – with Compass.

The aggregate consideration is composed of a fixed number of approximately 196 million shares of BBVA common stock and approximately .6 billion in cash. The merger is subject to customary closing conditions, including necessary bank regulatory approvals in the U.S. and Spain and the approval of the stockholders of both Compass and BBVA. The transaction is expected to close in the second half of 2007.

The merger between both companies will be determined by the political factors ranging from implications of laws and regulations to the state of world politics including the consideration of wars which may be going on in different parts of the world. New laws, regulations, tax programs and public policy create forces and trends, which may provide challenges and barriers or opportunities for any company or organization.

Compass Bank – Technology –

Ford is in the process of implementing a laser marking system on its production line to ensure the highest standard on each transmission assembled. The system will be checking for quality on different points on the assembly line. Ford is teaming up with a company called MECCO to implement this process and a trial run of the new system will last for 3 months. MECCO is a leader in its industry when it comes to laser technology. The decision to implement this new laser marking system came because it is more cost- effective and safer than previous ways of marking checkpoints for quality.

Although this process at Ford has not officially been implemented yet, Compass Bank can learn a few different things. It may be a good idea for Compass Bank to do a short trial of online cell phone banking to see how popular it becomes and if it worth all the time and effort, being spent to get it launched. Compass Bank should also consider investing into a company who is the best at what they do, is in the same time zone, and can meet their demands in a timely manner, not simply because they may be cheaper. Finally, Compass Bank can learn that they need to consider what will be most cost-effective and in the best interest of the company over time. Organizing a time line and a list of costs and potential risks would also be beneficial to Compass Bank so they know what to expect and when with the implementation of online cell phone banking.

When completing the global scan one looks for emerging new technologies which may impact any business in any industry. At one time the emergence of the Internet was a technology that was becoming an emerging trend across all industries. Today very new technologies are used to develop information systems at a fraction of the cost and time of processes that were used five years ago. Wireless is a telecommunications technology that may have moved from a trend to a force in revolutionizing the way information is stored, accessed and used across all industries around the world. Some, if leveraged by a company within an industry before competitors use it, may even provide a competitive advantage.

Compass Bank – Competition –

Although mergers may be costly and rather difficult, the value it creates in the end is the desired outcome companies seek. The eagerness to merge is based on several beliefs, those beliefs are, that the performance gains are greater, expenses are reduced, market power is increased, and shareholder’s wealth is also greater than before. The value of a merger is enhanced when the overall benefit is more valuable than the aggregate of two separate pre-merger companies.
In the end, both John and Bernard should consider this before finalizing a decision. When Zion’s purchased Stockmans, there overall value increased by 43 branches. These branches will help performance and brings much more power to the financial market. In the Journal of Money article, Pilloff states “Companies are more willing to acquire others to avoid being acquired themselves.” Keeping this in mind, companies must figure out a cross border strategy.

As part of the broad environmental scan, it is important to identify the internal capabilities of the organization. There are various models for defining capabilities. Most focus on the broad set of intangible assets such as brand, human capital, organizational capital and even relationship capital. Others include the more concrete assets such as available capital, the organization structure, current technologies and information technology infrastructure. In addition to doing a broad environmental trend, Compass Bank needs to do a more detailed capability assessment using any of the models available.

DawningStreams - Competitors –

Business activities are becoming more and more complex to manage, because of distance, time zones, number of parties involved in projects, number of tasks to achieve, multiple prioritizations, lack of general synchronization, insufficient secure and confidential communication channels and growing complexity of IT infrastructures. The use of task list managers has become very common. It is becoming more difficult to keep teams synchronized, to follow and to implement new business processes and to exchange sensitive information confidentially. The DawningStreams software application is aiming at increasing the practicality of daily executive activities. The types of business, which will most probably be interested in our product, are construction (size of network), consulting (need for synchronization), pharmaceutical research (secure exchange of information) and the software industry (complexity of manufacturing).

Many companies have already developed software applications that enable secured communications and file sharing. However, most, if not all, are relying on Microsoft technologies, which prevent them from expanding to Mac or Unix users. DawningStreams is developed in Java, which can be used on any platform, including Mac and Unix. Microsoft has acquired the Groove Company and has released a new version of the product, which can perform many of the functionalities of DawningStreams, but not generic activities (http://office.microsoft.com/en-us/groove/default.aspx). This is our closest competitor by far. More recently, we found, merely by accident, a company called Shinkuro (www.shinkuro.com), which offers the file sharing aspects of DawningStreams but lacks other capacities.

Although DawningStreams will face competition from many existing players, the fact that it will combine a super-set of functionalities in one application, for a very reasonable price, will give it some leading edge over other competitors. If the US patent is granted, the position of DawningStreams will become a niche. Even if the patent were not granted, it would take a profound architectural redesign of Groove (or other competitors) to include generic activities and match the offer of DawningStreams. As a strategy we will monitor the activities of those companies’ websites and understand what they offer in terms of similar functionality and try to ensure we match or best those functionalities to the best of our ability and resources

DawningStreams – Political -

Maintaining the secrecy of information is the fundamental function of encryption items. Persons abroad may use such items to harm US law enforcement efforts, as well as US foreign policy and national security interests. The US Government has a critical interest in ensuring that persons opposed to the United States are not able to conceal hostile or criminal activities, and that the legitimate needs for protecting important and sensitive information of the public and private sectors are met. Since 2000, US encryption export policy has been directed by three fundamental practices: technical review of encryption products prior to sale, streamlined post-export reporting, and license reviews of proposed transactions involving strong encryption to certain foreign government end-users and countries of concern. US encryption policy also seeks to ensure that American companies are not disadvantaged by the European Union’s “license-free zone.” (Bureau of Industry and Security, 2007).

DawningStreams will contain cryptographic functions. Any reliable and efficient cryptographic system requires a central authority to avoid identity theft. Cryptography is a key functionality of DawningStreams. All specialists insist on designing systems using well-studied algorithms and fully tested protocols; novelty is considered a source of risk. The cryptographic layer of DawningStreams will rely on a dual public-private key system. The private key encryption system will implement Rijndael, the Advanced Encryption Standard (http://csrc.nist.gov/CryptoToolkit/aes/rijndael/), the public key system will implement RSA (www.rsa.com) and the hashing function will implement the 256 bits version of the Secure Hash Algorithm (http://secure-hash-algorithm-md5-sha-1.co.uk/ ).

Encryption products can be used to conceal the communications of terrorists, drug smugglers, and others intent on harming U.S. interests. Cryptographic products and software also have military and intelligence applications that, in the hands of hostile nations, could pose a threat to U.S. national security. The national security, foreign policy, and law enforcement interests of the United States are protected by encryption export controls. These controls are consistent with Executive Order (E.O.) 13026, which was issued on November 15, 1996, and the Presidential Memorandum of the same date. (Bureau of Industry and Security, 2007).

DawningStreams also plans to be an international company, as offices now exist in the Netherlands and the US. As part of the strategy, we will ensure we remain compliant by registering our product with any necessary agency and allowing those agencies access to the processes if they feel there is a threat. We will be responsible to monitor (as best as we can) our client base and to put the proper verbiage in our contracts that illegal activities will not be tolerated. We will continue to monitor the BIS site mentioned in previous paragraphs and also sites in the European Union such as the Crypto Law website of legal expert Bert-Jaap Koops (http://rechten.uvt.nl/koops/)

DawningStreams - Technology/Intellectual Property –

The management of organizational strategy requires a comprehensive assessment of the macro environment of the business. Intellectual Property (IP) refers to the original ideas and innovations evolved by an organization in order to haul up its systems and processes. Creation of ideas requires large investments. This necessitates the protection of IP. Benchmarking is the continuous process of measuring products, processes, and systems of an organization against those that are rated best in the industry. It helps in uncovering weaknesses and flaws in the organizational systems, processes, and products. (Watson, 2003)

The study of the global research conducted by McAfee Inc. and MessageLabs Ltd. on security threat in small businesses in the U.S. reveals that 80 percent of small-and-medium-sized businesses (SMB) believe that an information technology (IT) security failure would be damaging in attaining their business priorities. Yet, only few are courageously making steps to fight against infringements due to resource limitations from other business related priorities. The research implies that company size plays an essential part in the way senior management views security. Among the challenges that SMBs face include keeping up-to-date with security solutions and keeping costs low. Small-to-medium businesses’ behavior towards security is very tactical and meets only immediate requirements. (unknown, 2007)

DawningStreams’ relevance to these forces is two-fold. We are a software company—there is an opportunity for us to lose the intellectual property by those who would download and attempt to modify the code. We have competitors who offer functionality similar to ours, however we offer an additional functionality the others do not. It is this ‘specialty functionality’ for which we applied for a patent the United States Patent and Trademark Office. If the patent is granted, there is less likelihood of software piracy or the loss of our IP. Environmental scans should show us if there are other companies trying to do this.

The functionality, which most resembles our competitors’, is the ability to share files. That brings in a different concern with intellectual property- the possibility someone else’s IP could be sent from one of our users to another, as this could seriously damage our reputation, as what happened with Napster. (www.napster.com).

Conclusion

At one company after another--from Sears to IBM to Hewlett-Packard to Searle, strategy is again a major focus in the quest for higher revenues and profits. With help from a new generation of business strategists, companies are pursuing novel ways to hatch new products, expand existing businesses, and create the markets of tomorrow. Some companies are even recreating full-fledged strategic-planning groups. United Parcel Service expects to spin out a new strategy group from its marketing department, where strategic plans are now hatched. Explains Chairman Kent C. Nelson: ``Because we're making bigger bets on investments in technology, we can't afford to spend a whole lot of money in one direction and then find out five years later it was the wrong direction.''

In such a world we need a planning model that allows us to anticipate the future and to use this anticipation in conjunction with an analysis of our organization--its culture, mission, strengths and weaknesses--to define strategic issues, to chart our direction by developing strategic vision and plans, to define how we will implement these plans and to specify how we will evaluate how well we are implementing these plans. The fact that the world is changing as we move forward in the future demands that the process be an iterative one.

References

Bilek, E. (n.d.) Compass Bankshares to be Acquired by Banco Bilbao Vizcaya Argentaria, S.A.,

Investor Relations. Retrieved from the Internet on March 31, 2007 at

http://media.corporate-ir.net/media_files/irol/77/77589/bbvarelease.pdf

Cole, Jim. Zions makes small deal, cites growing Arizona market. American Banker, 171(175), 1-1. Retrieved March 31, 2007 from Proquest Database.
Ford Motor Company (2006). Ford Motor Company. Retrieved March 2007,

from the World Wide Web, Web Site: [https://ford.com]
Ford, S. (2004) Adapted from 13 Skills Managers Need to Succeed, Harvard Business School

Press. Retrieved March 31, 2007 from EBSCOHost Database.

Hockenberry, Todd. (2006). Ford implements advanced laser marking. Industrial Laser Solutions, 21(4), 6-7. Retrieved March 31, 2007, from EBSCOhost database
Jacobs, P. (2005) Five Steps to Thriving in times of Uncertainty. Negotiation (p.3) Retrieved

April 1, 2007 from EBSCOHost Database.

McLean, J. (2006) We’re going through changes! British Journal of Administrative Management

54. Retrieved March 30, 2007 from EBSCOHost Database.

Pearce, J. & Robinson, R, (2004). Strategic Management: Formulation, Implementation, and Control. [University of Phoenix Custom Edition e-text]. The McGraw-Hill Companies. Retrieved March 2007, from the University of Phoenix, Resource, MBA 580-Strategies for Competitive Advantage Course Web Site: https://ecampus.phoenix.edu/secure/resource/resource.asp
Author Unknown, Strategic Planning, After a decade of gritty downsizing, Big Thinkers are back in corporate vogue. (2006) Retrieved from the Internet at http://www.businessweek.com/1996/35/b34901.htm

Unknown (2007) 80% of Small-to-Medium Sized Firms Fear a Security Threat. Computer Security Update 8 (4). Retrieved March 30, 2007 from EBSCOHost Database.
Unknown (2006) Strategic Planning, After a decade of gritty downsizing, Big Thinkers are back
in corporate vogue. Retrieved from the Internet at
http://www.businessweek.com/1996/35/b34901.htm
US Department of Commerce (2007), Encryption (ch.10, section 742.15). Retrieved March 27, 2007 from the Bureau of Industry and Security Website at http://www.bis.doc.gov/news/2007/foreignpolicyreport/fprchap10_encryption.html
Watson, G. (2003) Business Environmental Scans for Intellectual Property Strategy (PowerPoint Presentation). Retrieved March 28, 2007 from the Oklahoma State University website at http://www.okstate.edu/ceat/msetm/courses/etm5111/CourseMaterials/ETM5111Session3Part2.ppt#260,1,Business Environmental Scans for Intellectual Property Strategy

Forces and Trends in Business

Steven Brown, MBA is a loving husband and father of two boys. He enjoys his time with his family by providing a strong family foundation of Christian Faith. After completing his Bachelors degree, Steven wanted to further his ability to teach and share to others his mindset that they can do anything if they would believe in themselves.

Recommend : The Global Marketing Motivational Techniques Management Concept Style

Project Management: History and Evolution

Project management, as we know it at present began to stretch its branches only a few decades ago, yet it was mounting around civilization from the beginning of history.

With an objective of maximum productivity with minimum participation, and to breed imagination into realism, human need for an optimal management system that can trigger workforce efficiency to yield product, that is predetermined and objectified was outlining a management system within the growth of human perception though out its evolution.

\"project Management\"

This stream of development in its respective path also had marked its course from its source, and events in its voyages were observed and registered in the pages of history.

Turning these pages, today we witness a simple endeavor to illustrate and analyze tasks through simple bar charts cultivated seed yesterday, and within a short span of time, it had grown to a gigantic tree of the project management industry we witness at present.

"Henry Gantt" is considered to be the forefather of project management, as his planning and organizing methods with the use of the "bar charts" as a project management tool recognizes him as the foremost precursor for contemporary project management practices employed today.

However, civilization was practicing an anonymous management system for accomplishing tasks carried out by them since the beginning of civilization; as today we can witness Pyramids, Roman structures, etc as one of most exceptional achievements human workforces had ever delivered.

To consider these massive project missions without any proper management scheme would be an unjust platform to write about today for our ancestors. The conception of project management was there in the womb of our civilization from the beginning, but its name is coined and structure is fabricated by our modern world.

As a discipline, project management has evolved from numerous diverse fields, including engineering, construction, military projects, etc. If we have to mark the date of identification for this management system then we need to start not before the industrial revolution, as this revolution sprouted a complex need of organizational management and interaction. The need of budget management, workforce utilization, demand and supply scaling, compels to develop the management system that was methodological and goal oriented.

Frederick Taylor, who introduced a scientific approach for understanding productivity measurement through performance leveling, led him as the father of scientific approaches in organizational management systems.

Moreover, his associate Henry Gantt's use of the bar diagram as a gauging process for planning and controlling, acknowledged him as a father of project management tools.

But the 1950's was marked as a date for the beginning of modern project management; as before the 50's projects were managed only with the popular use of Gantt charts and informal tools and statistics.

Furthermore, the immediate launch of the Polaris submarine missile project to fulfill the need of the missile gap with Russia; the US Army systemized a "Program Evaluation and Review Technique" or PERT devised by Willard Fazar and the use of the "Critical Path Method" (CPM) a mathematical technique for management of complex projects, drives project management systems further with advances in scientific approaches.

In 1969, the Project Management Institute (PMI) was formed to professionalize and modernize through formalizing project management tools and techniques.

In addition, today with rapid technological advancement, thriving IT industries, and globalization, project management solutions are in demand throughout the world as a fundamental force to complete projects within a defined scope, time, and within cost constraints.

Management tasks, where few individuals use to manage and memorize before; now require advance systems and methodological approaches for organization decision-making and planning implementation.

At present ultra modern project management systems deliver innovative solutions and its management process possesses the latest tools and techniques, systems and schemes with scientific evidences and statistical explanations.

Project Management: History and Evolution

Author: Bharat Bista

Resource and Reference:

Surrex Project Management [http://www.surrex-project-management.com/] - Project Management Solutions [http://www.surrex-project-management.com/project-management-solutions.html] - Project Management Tools [http://www.surrex-project-management.com/]

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Change Management - 4 Steps to Effectively Manage Change

The most important ingredients to successfully manage change in an organization are: executive sponsorship, effective communication, and accountability. All of these are direct responsibilities of management. Thus, unsuccessful change initiatives are most frequently caused by poor management performance.

It's relatively easy to blame the stubborn grunt workers on the front lines for digging in their heels and resisting change. Much attention is placed on effectively dealing with their emotional response to change. While that is certainly important, it's really the managers that require much more of the focus. If they are not on board, there is no chance that the individual performers will be.

\"change Management\"

Managers have their reasons for resisting change. After all, they are people too. They are uncomfortable with change. Most are strong willed as well and are very confident that proposed changes will be either ineffective or simply won't work at all. Furthermore, there is frequently not a high degree of trust among management. Change initiatives have been unsuccessful so many times in the past, and no one has been held accountable. As a result, managers just play along, wait until the winds of change blow over, and see where the dust settles.

It's not so much the overt expression of dissatisfaction, rather, a subtle remark or reaction, an inability to articulate the reasons for the change, or simply ignoring a proposed change that can have a huge negative impact on team members and quickly torpedo an initiative. If managers throughout the organization are not engaged, they will not do what is necessary to get their direct reports engaged.

So, what is the solution?

1) Upper management needs to solicit input on the proposed change from managers and they in turn must do so from the other employees. Those that disagree with aspects of the approach should not be beaten down for expressing valid concerns. Rather, input should be considered and adjustments should be made as appropriate. Managers and individual performers must be part of the solution.

2) Upper management must make the change a priority and reflect it with their actions. We've all heard about the importance of executive sponsorship. Executives need to consistently put their money, words, and actions where their mouths are. When change is on the horizon there must be adequate resources (dollars and people) to effect the change. Too often attempts to cut corners sabotage the change from the start. For instance, tapping a manager with a full time job to project manage a large initiative in his/her spare time is a recipe for disaster. Buying everyone a copy of Who Moved My Cheese and then slinking away into the executive suite won't do the trick either.

3) Communicate, Communicate, Communicate. It is so critical. Open and honest two-way communication must occur early and often. Expectations must be clearly set. Everyone involved must be aware of the change, why it's being done, who is impacted and how, what the roles and responsibilities are, etc. The message must continually be reinforced throughout the organization by the multiple levels of management. Feedback must consistently be sought and acted upon. Measurable desired results must be spelled out at each level of the organization to include repercussions for not achieving the results.

4) Plans must be put in place (with contribution from team members) to achieve the desired results. Progress must be reported, and those involved must be held accountable for the results.

With the above in place, the majority of managers will be won over, and they in turn will do their part to gain the support of the rest of the employees. The result will be the successful implementation of change initiative number one. With each subsequent win, trust will grow, change will come easier, and the many benefits of innovation will follow.

Change Management - 4 Steps to Effectively Manage Change

Nick McCormick is a Principal with Be Good Ventures, LLC. Would you like to improve your management performance? Go to http://BeGoodVentures.com/ to download a FREE file containing 5"x7" training cards based on Nick's book Lead Well and Prosper: 15 Successful Strategies for Becoming a Good Manager. Act on some of the tips today! Be Good!

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Implementing Creativity in the Six Sigma Business Strategy

Six Sigma Black Belts Can Include Creativity in Strategy Design

During the design of the Six Sigma business strategy, a Six Sigma Black Belt can incorporate creativity in various design aspects. By examining the needs of the business, as well as the DMAIC (Define-Measure-Analyze-Improve-Control) model, a Black Belt will be able to determine where creativity is allowed. Keeping creativity in mind within the design of the DMAIC business strategy is one way to obtain the goals with a more customized approach.

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Creativity and Six Sigma Structure Can Co-Exist

In addition to the design, a Six Sigma Black Belt may also choose to insert creativity into the development of the plan. The DMAIC model itself is actually quite open to creativity, even though it is structured. For some, the act of thinking up new ways to define business goals and measure the success of the current strategy could be considered creative. Further analysis to determine what is in the way of the business goal also may be creative, even though statistical tools often are used.

Within the improvement part of the DMAIC model lies an area that is very wide open to creativity and new ideas. Being creative can play a big role in coming up with effective improvements on projects and project management. Innovation and fresh ideas can be the underlying reason for the success of goals within a company. Creativity also is required in determining how to control the ideas that ultimately lead to the goals within a business strategy.

Creative Means of Communication and Customer Relation

Communication between all Six Sigma training levels is key in successful Six Sigma implementation. It also is key in customer relations, the main focal point of most businesses. By using creativity within the customer relations aspect of the Six Sigma business structure, a Six Sigma Black Belt may find added benefits in effectiveness, teamwork, and cooperation. These ideas can be incorporated during the design and development of the DMAIC model.

This can be done without interrupting the main focus of a Six Sigma business strategy. Taking example from above wherein creativity is used in the development of the DMAIC model, one can see where this could lead to success in customer relations. The main goal of most businesses is to make the customer happy. Creative and innovative ideas can help attain, as well as maintain that ultimate goal.

Implementing Creativity in the Six Sigma Business Strategy

Tony Jacowski is a quality analyst for The MBA Journal. Aveta Solutions - Six Sigma Online (http://www.sixsigmaonline.org) offers online six sigma training and certification classes for lean six sigma, black belts, green belts, and yellow belts.

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Project Management Steps - The First Step to Starting Your Project the Right Way

It is important to have basic project management knowledge before getting started. For many us, we became project managers accidentally. Whether your project succeeds or fails, however, will be no accident. Successful project managers don't need to know everything, but they know enough to get started and learn as they go. In its essence, project management is preparing, executing, and closing. By the end of this article, you will have the basic foundation on the project management steps.

The first step is preparing. When it comes to preparing, your focus should be on answering the basic questions. Writing a project charter is a great way to get started. The reason is because it answers the important question: why are you doing this project? A project with a weak purpose will go no where. In addition to giving the project a reason, it will also say what are the expected benefits. The most common benefits are making more money, saving money, and saving time (by making things more efficient).

\"project Management\"

Another tool to help you in preparing is to speak with the people who are affected by the project. These people are referred to as the stakeholders. Getting their feedback will help you focus on what's important. This is commonly known as the scope. It is equally important to write down both what will and will not be achieved. You want to make sure you know what the stakeholders are expecting.

The next component of preparing involves writing the project plan. This establishes the ground rules. The plan will detail what will be delivered and when, who is doing what, and how will things be done. For example, the communications section will let everyone know when and where they can find status updates. Setting budget and deadlines will give you a target. Remember, a project is temporary. Therefore, every project has an ending and finite resources.

The plan doesn't need to be perfect, because it will change throughout the project. More important is that you have a plan. Once you are done preparing, it's time to execute.

Executing is where the rubber meets the road. All the work done in the preparing step is used to guide you. The key thing to remember is to record everything. Following is a checklist of what should be recorded daily:

  • Write down how the project is progressing.
  • Review the work completed by the project team and make notes of any quality issues.
  • If there is a problem, write it to a problem log.
  • When new risks arise, write those down as soon as you think of it.
  • At the end of the day, record anything you learned.

The last point may seem trivial, but it will make your life easier in the closing step.

In addition to logging information, you will also conduct meetings. These are essential and an effective way to follow up with everyone and to get things done. Notably, you'll get information from your team and make sure everything is on track. If not, this is when you make adjustments to your earlier forecasts.

Depending on the complexity of the project, the executing step may be longer or shorter than the preparing step. You will know the executing step is over once you present the final deliverable mentioned in the plan. That does not mean the end, however. The last step is the closing step.

Closing is a controlled way to end a project. Specifically, this is where you find out if you did a good job. You will look back at the project plan and see if the objectives were met. Was everything in-scope completed? Just as important is to ask the stakeholders if they feel the project was a success, and why or why not? You will also provide a lessons learned report. What did you feel went well? What could you do to make things better? What steps can be combined or omitted? If you've kept a daily lessons learned log, this step will simply be compiling everything you have already written into a report.

You now know the basic project management steps. They are preparing, executing, and closing. While project management is not easy, you have the basic foundation. The best way to learn how to manage a project is to get out there and start managing projects. Don't forget to have fun along the way. If you aren't having any fun, it isn't worth doing.

Project Management Steps - The First Step to Starting Your Project the Right Way

ProjectManagementSteps.net

Introduction to Project Management Steps

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Handling Office Stationery Effectively

If you are really concerned about cutting down the office expenditure but do not want to pinch your employees' pockets, the best suited way would be to handle the resources in the best possible way.

The most important department that costs you quite a bit is the office stationery. Here is where one needs to have a check so as to cut down on the total expenditure figures.

\"what Is Management\"

The following tips would help in this regard -

1. Always encourage your employees to reduce the paper work. Some people have the weird habit of printing out the stuff just to check them out. Ask them to do it directly from the computers.

2. Lay strict rules of not taking home the office stuff even if it is not for personal use. By doing so, it is possible to control the misuse of the office stationery.

3. Recycle stuff - Always look in for notepads, pens, files and other stuff that were disposed off even before half of its utility was done. By doing so, you can cut the costs incurred by buying new ones for it.

4. Have a close check on the stationery inventory and always keep track of all the inward and outward movements. This will in turn reduce the unwanted usage of stationery in issues of very less priority.

5. Always order stationery in bulk. This will help out in saving a considerable amount of money as well. On the downside, you might end up spending more than required up-front, yet, it's a saving in long-term.

These steps may seem simple but they definitely yield good results.

Handling Office Stationery Effectively

Martin Ward is a well known personality in the consultancy business. He offers his expertise for businesses to come to terms with optimization of spend and resources. He deals with various suppliers starting from IT Infrastructure up to office suppliers. He is also a known green supporter across UK and other parts of Europe. Martin recommends Ahoys which is a well known brand for cheap office supplies.

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How to Manage Change - 8 Guiding Principles From John Kotter

There are many theories about how to manage change. Many come from change management guru, John Kotter, a professor at Harvard Business School. Kotter introduced his eight-step change process in his 1995 book,"Leading Change."

Step One: Create Urgency

\"change Management\"

Kotter suggests that for change to be successful, 75% of a company's management needs to "buy into" the change. So for change to happen there needs to be a shared a sense of urgency around the need for change.

And this will result from honest and open dialogue with your people about what's happening in your market and with your competition. If many people start talking about the change you propose, the urgency can build and feed on itself.

Step Two: Form a Powerful Coalition

To successfully persuade people that change is necessary takes strong leadership and the very visible support from key people within your organisation.

This isn't just about managing change - this has to be led and you have to be seen to lead it.

To lead change, you need to bring together a coalition, or team, of influential people whose power comes from a variety of sources, including job title, status, expertise, and political importance.

You can find effective change leaders at all levels within your organisation - they don't necessarily follow the traditional company hierarchy. It is important to get an emotional commitment from these key people as you build a team to support your change initiative.

Step Three: Create a Vision for Change

You need to create a clear coherent vision that people can grasp easily and remember and that can help everyone understand why you're asking them to do something.

When people have clarity about what you're trying to achieve, and why then you stand a greater chance of communicating with them

Step Four: Communicate the Vision

How effectively and consistently you share and communicate your vision will have a big influence on the success of your change initiative.

There will be resistance and competing messages from many other sources and influences within your organization so you need to communicate it frequently and powerfully, and embed it within everything that you do.

It's also extremely important to "walk the talk." What you do is far more credible than what you say. You have to demonstrate the kind of behaviour and attitudes that you want from your people.

Step Five: Remove Obstacles

There will be resistance to change. You need to identify it early and take steps to deal with it finding and resolving the root causes.

Put in place the structure for change, and continually check for barriers to it - especially with your organisational structure, job descriptions, and performance and compensation systems - it is vital that these are in line with your vision.

Step Six: Create Short-term Wins

Success breeds success - so early wins are very motivational and very important for morale and for overcoming resistance.

You can help achieve this by setting achievable and believable short-term targets.

This is very much in line with Ken Blanchard's ideas in "The One Minute Manager" of "catching them doing something right" [and praising them for it].

Step Seven: Build on the Change

Kotter argues that many change projects fail because victory is declared too early - he teaches that real and lasting change runs deep.

This is really all about building momentum and making continuous improvement an embedded part of your culture. In practice this means keeping things fresh with new ideas and regular review of what went right with each win identifying areas for improvement.

Step Eight: Anchor the Changes in Corporate Culture

Finally, to make any change stick, it should become part of the culture of your organisation as this is the biggest determinant of how people will behave.

It's also important that your company's leaders continue to support the change. This includes existing staff and new leaders who are brought in. If you lose the support of these people, you might end up back where you started.

In my opinion there are many aspects to Kotter's 8 principles of how to manage change that resonate with, and are totally consistent with, the holistic and wide view perspective of a programme based approach to change management.

How to Manage Change - 8 Guiding Principles From John Kotter

For more on this: " John Kotter - Leading Change "

I invite you to take advantage of this FREE download: Starting the Change Process "

Find out the 3 main reasons for the 70% failure rate of all step change initiatives and how to avoid it. This FREE 29 page document offers a brief introduction to some of the key themes and key points that you need to consider in starting the change process.

Stephen Warrilow, based in Bristol, works with companies across the UK providing specialist support to directors delivery significant change initiatives. Stephen has 25 years cross sector experience with 100+ companies in mid range corporate, larger SME and corporate environments.

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Technical Support KPI and the Proper Formulation of Key Performance Indicators

The use of KPIs or key performance indicators has become a widely popular management strategy in recent years. These key performance indicators are specifically chosen in order to give the best picture of organizational performance. Hence, human resource KPIs would be different from technical support KPIs, and sales KPIs would again be different from those.

KPIs are useful because they help managers to get a better idea of what exactly is happening. In a technical support company, for example, without making use of any key performance indicators, it would be difficult to monitor agent performance. Supervisors and managers would simply not have enough information to decide on a good course of action. The organization would stagnate or even backslide. All in all, smart, effective management requires the use of tools such as KPIs.

\"strategic Management\"

To illustrate the conceptualization and implementation of the KPI strategy, consider the particular example of a technical support company. Now, the use of key performance indicators is just a tool, and should not be the basis of the entire management strategy! Rather, the very first step in any good strategic management approach would be to formulate goals and objectives for the organization.

The most general of these would be the organizational vision, which is just a short statement of what the organization would like to eventually become. For instance, in the example, the vision might be "An innovative, dynamic technical support firm providing timely and reliable aid to its continuously growing network of clients." Then comes the specification of this vision into the different departments and aspects of the organization. Management should be able to align these more specific objectives with the vision that they have formulated.

The formulation of KPIs ties in closely with the formulation of these objectives. Ideally, the KPIs selected should be able to monitor all of the important aspects regarding the achievement of these objectives. For instance, given the vision formulated by the hypothetical technical support firm above, some pertinent objectives for the support agents might be to deal with inquiries quickly and efficiently. A relevant key performance indicator in this case would then be average handling time, or the average time it takes for an agent to finish dealing with an inquiry. Another objective might be to raise the technical skill level of the agents. For this objective, relevant KPIs might be training hours per employee, training evaluation test scores, and so on.

Once the proper key performance indicators have been chosen, the problem then becomes keeping track of all of them. This is the reason why, usually, only the most relevant KPIs are chosen - it becomes increasingly difficult to keep track of an increasing number of KPIs. At some point, it could become more trouble than it is worth, especially if the KPIs were not well chosen.

The above examples of technical support KPI are just intended to give a glimpse of the utility of the KPI concept. With some good thinking, strategic management of any organization could become more effective by using key performance indicators.

Technical Support KPI and the Proper Formulation of Key Performance Indicators

If you are interested in support kpi, check this web-site to learn more about support dashboard.

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A Systems View of the Organization

Today's Challenge for Leaders

Guiding organizations through choppy waters is what leaders do. Some are more successful than others. You are charged with maintaining and growing the viability of the business regardless of events you seemingly have no control over. The question is how you go about that.

\"Management Concept\"

There has been a lot of talk about strategic thinking and planning. However, when faced with slumping sales and rising costs, management tends to look within and focus on examining existing operations, to try to find ways to reverse the trend. It typically starts with a meeting with sales and marketing, to get a more accurate feel for the market and to adjust sales projections. Armed with this new revenue number, an in depth auditing of each department will follow looking for new efficiencies, new ways of doing business, or anything that can help the company hit the new numbers, the new fixation of the business. When money is tight you cut back right? It seems only logical.

But if you stop and think about it for a moment, is that really the best way to analyze the situation? For example, when an auto manufacturer experiences a downturn in sales the automatic response is to slow or stop production. This is not adapting to the market it's reacting to the market.

Couldn't the real problem possibly be that the auto company didn't fully understand what kind of car the market wanted, how many and at what price point? Undoubtedly they spent a great deal of time and resources gathering intelligence on the competition, which is a good thing to do, and they should do it. But remember, the competition doesn't buy cars. Shouldn't the company also understand the environment that their customers live in? Shouldn't they also know and appreciate what constraints that environment might place on their customers' buying decisions? The real problem isn't that the company didn't sell enough cars; that is just the end result. The real problem is that they made more cars than the customers wanted to buy or could afford buy, or simply made cars that the customers didn't need or didn't want.

It's the understanding that the company must have of the external driving forces, their inter-relationships, and the impact these have on the company, that should determine what it must deliver to be competitive or simply remain relevant. And it is this understanding of what it must deliver that then determines how the company's internal systems (and their inter-relationships) need to be designed and operated.

The Systems View

This idea of looking outward, of looking beyond the walls of the company office building is not new. What is relatively new to many executives, is the idea of looking at the world as a collection of systems that create a whole and examining the relationships between those systems to determine how they affect the whole. Systems Theory, as applied to organizational management, puts forth the premise that all organizations are systems, and all systems are part of larger systems. How a subsystem fits the needs of the larger system ultimately determines if that subsystem prospers or is left to wither on the vine.

It's this concept that the adept leader can use to get a more "holistic" view of his organization. Understanding how the company relates to the larger system in which it exists and operates, and then how the company's internal systems contribute or detract from that larger relationship can provide a more relevant analysis.

It really isn't as esoteric as it may sound. Once you grasp the concept it will be easy to see how it applies to your organization. Let's spend a moment on a definition and then we can address application.

In Systems Theory, a system is defined in two ways:

  • Externally, by its purpose. Each system has a role that it plays in the higher-level system in which it exists. Using the auto company example we can say that the auto company is a system whose role is to provide cars to the next higher-level system, the auto market. The auto market in turn has its multiple roles that it plays in the next higher-level systems of transportation and national economy and so on.
  • Internally, by its subsystems and internal functions. Each system is made up of components and sub-systems that interrelate and contribute to the overall purpose of the parent system. In the auto company those components might consist of engineering, production, marketing, finance, human resources and sales all of which should be supporting the system's purpose of providing cars to the higher system, the auto market.

Systems Theory in Managing Organizations

Defining the Higher-Level System and the Organization's Role in It

So for a leader, the first step in developing a holistic view of the organization is to define the higher-level system in which it exists/operates, and its role/purpose in that higher-level system. Where does it fit? What kind of role does it play and what value does it bring to the purpose of the higher-level system? If a company does not have a role to play in the higher-level system, then it does not belong in that system; and if it cannot find a role in any higher-level system, it is in effect redundant and will ultimately die. Additionally, and sadly more common, if a company cannot accurately define what its role is in the higher-level system, even if it has something relevant to offer, it will be treated as if it had no role at all.

If a higher-level system cannot perceive value by including a particular sub-system, it will ignore that sub-system. This typically means the end of that sub-level system's participation in the higher-level system. That's the reason nobody makes buggy whips or vinyl music records anymore.

Designing the Internal Functions and Subsystems of the Organization

Once you have defined the higher-level system in which your company operates, and established your company's purpose within it, then it's time to look at the components or subsystems of your organization. These subsystems and components, knowingly or unknowingly, all interact and play a part in achieving or detracting from the company's purpose. Ideally of course, these subsystems and their interrelationships should be designed and organized in a way that collectively promotes the organization's purpose, and achieve zero or sustainable negative entropy for the organization. While there is much to discuss about entropy and organizations, a simple macro explanation is that entropy occurs when a system's resources are depleted over time and its subsystems descend into chaos. Zero entropy is thus a state where resources do not deplete over time, and negative entropy where resources increase over time; in both cases with the subsystems maintaining current relevance and focus on the system purpose.

In the auto company example, it needs to define its market, the range of products and services for that market, and how to produce and deliver those products and services in an exchange with the auto market, in a way that its resources do not get depleted. When it achieves that, the auto company will have reached a state of business sustainability. Of course all companies would like to grow, and not just maintain the business; however we all know that growth needs to be kept sustainable or the result could be detrimental. For example, if the auto company increases its market share so rapidly, that it is unable to match that pace with getting the people and systems it needs in place to ensure good quality control, then it could get into problems. In Systems Theory, when we talk about negative entropy in successful systems, it is always about sustainable negative entropy.

It can be argued that assuming the organization knows its true purpose, then how that organization's subsystems are organized will determine the success or failure of the organization. Subsystems, functions, and their inter-relationships are thus optimized to achieve the organization's purpose; this is distinct from optimization of subsystems for their own purposes. Consequently, if a subsystem does not have a role in the organization's purpose, then it does not belong in the organization system.

It kind of sounds like we are back to the traditional response of auditing departments doesn't it? But did you note the difference? This time we defined a purpose first. We identified what our role is in the higher-level system. We know what we must do to succeed in that higher-level system. It's only after we have that firmly established that we use it to determine the organization and effectiveness of our subsystems.

Outside-Inside

Let's ratchet this up a level and get you thinking in even broader terms. We talked about finding our purpose in the next higher-level system but it really doesn't stop there. The effective leader has to look beyond the immediate higher-level system, and get an appreciation for how the next-higher-level system and even-higher-level systems and so on, can impact the purpose of the organization.

Say for example, the green environmental movement successfully lobbied to legislate that all cars will be required to double their kilometers per liter rating in 5 years, while at the same time reducing emissions by 50%. This is a political/regulatory factor driven by the inter-related forces of ecological imperatives and the collective awareness of consumers, etc., that now directly impacts the auto company. This factor, which the auto company has no control over, effectively changes what the company must deliver to fulfill its purpose in the higher-level systems in which it operates. The successful auto company, with enlightened management adopting the systems perspective, would have seen this decision coming by identifying the inter-related driving forces leading to this decision, well ahead of their competitors; it would have already began redefining its outputs and reorganizing its subsystems and their inter-relationships for this new reality.

It's important to view business as a part of larger systems. Business does not exist in a vacuum. The arrogance of some organizations, particularly those too big to fail, is disturbing and it's obvious that they have not learned from past lessons. One only has to look at the auto industry worldwide, the railroad industry in the United States, and the steel industry generally to see examples of once powerful and rich organizations who ultimately didn't understand, or care, about what their purpose was in the higher-level systems. Today many former giants in those industries are shells of what they were, replaced by organizations who understood what the system needed and where they fit in.

Systems Theory and the Leader

Systems Theory is a powerful tool that will take your thinking to an entirely new level. It is an exceptionally honest and effective method for understanding the purpose of an organization and for performing an effective analysis of its subsystems. However, without an advocate, it remains just a theory. That's where your responsibility as a senior level leader begins.

Systems Theory when applied to human organizations is the only management concept rooted in natural science! It makes perfect sense and is really logic and common sense driven. Commit yourself to view everything you do and see in terms of interrelated systems.

Start by defining the higher-level system that your organization serves. What purpose, what value, and what fulfillment of needs does your organization offer that system? What products or services does your organization offer that best fills the purpose? Are you offering products or services that don't serve this system but may serve another?

All successful living systems are open systems, and information and resources flow across them. Closed systems, i.e. systems that insulate themselves from, and do not interact with, the higher-level system or other systems, are destined to fail. One of the reasons, though not the only one, is that if they do not interact with other systems, how will they be able to adjust to the evolving purposes of the higher-level-systems and hence define their useful role?

To keep your system healthy, what information (business or market intelligence, etc.) do you need to gather from your higher-level system? What information (marketing, communications, etc.) do you need to send to the higher-level systems? What resources (raw materials, component parts, etc.) do you need to acquire from the higher-level systems and the other subsystems within it? Are there resources (shared services, collective bargaining, etc.) that can be shared with other subsystems? What useful resources (products, services, etc.) can you provide to the system and its other subsystems that they need and that you do best in?

Lastly you have to organize your subsystems to promote your purpose. A prime directive in Systems Theory is that every subsystem must contribute to the success of the system's purpose. Teams, managers and individual workers are all subsystems, and components of subsystems. If the guy on the loading dock, or the lady at the front desk, does not understand how he/she is promoting the purpose then he/she cannot be as effective a member of your system as he needs to be.

Once your organization is focused on and designed for purpose, you as the leader have to spend time interacting with other systems in the higher-level systems. Obviously you want to spend time within your immediate higher-level system, because that's where your organization operates. However, you need also to involve yourself with even-higher-level systems like your community and its NPOs, and society. In the inter-connectedness of the world, the health of your community will in the end have a direct impact on your organization's purpose.

Conclusion

Ultimately, we all need to view ourselves and our respective organizations as parts and subsystems of the successively higher-level systems, our roles in the purposes of those successively higher-level systems, and how we all contribute or detract from the success of the highest-level system we live in, namely the eco-system of earth. That will make the discourse over sustainability in its widest definition a whole lot easier, but that is another subject for another time. For a start, let's start thinking in systems, so that we and our organizations can be more effective and successful.

Through applying Systems Theory to management and leadership you will serve not only your company but your entire environment. That's what exceptional leaders do.

A Systems View of the Organization

For over twenty three years, Stephen has helped businesses, government agencies and non-profits organizations in Asia to learn and apply Strategic Management and Innovation to their organizations to sustain and improve long term performance. He has successfully led and facilitated numerous "live" strategic planning efforts and in-company senior management development programs, for a wide range of organizations including multi-national companies, small-medium enterprises and government agencies.

As an international consultant, Stephen has led public workshops/seminars on key strategic management topics such as strategic thinking and planning, change management, leadership and innovation, in Singapore, Malaysia, Indonesia, India, Dubai, China and the USA. He has trained hundreds of managers in workshops and seminars, with consistently excellent evaluations by the participants, who come from a wide range of industries in both the private and public sectors.

Read more articles by Stephen at http://www.hainescentreasia.com/ezines/index.htm

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Asset Management

An asset can be defined as anything owned by an individual that has a cash value, including property, goods, savings, and investments. Asset management, therefore, refers to the management of the assets by money managing teams. Though the major emphasis is on managing the investment portfolios of a company, asset management also includes management of physical assets such as money, equipment and property, as also the non-tangible assets such as information and the workflow processes.

Assets, in any commercial set up, include the monetary investments, plants, infrastructure and its human resources. Asset management is, therefore, a process that aims at the optimum utilization of resources for maximum returns at the minimum investment or costs.

Management

The first priority of any asset management team is to identify the company's 'assets' or resources. Once these are identified, the team can then focus on the business process or, in other words, understand the functioning of the tangible or non-tangible assets, which can be any of the following.

Preparing the monetary investment portfolios is an important aspect of asset management. The investment portfolios give a clear picture of the income- expenditure ratio, as well as the financial status of a company. Based on the study, the asset management team can remove deficiencies, or modify the investment structure to maximize returns.

Property, plant, and equipment are the tangible assets of the company. Asset management involves the study and analysis of the actual property on which the plant is built and all the equipment that is required to run the business. Plant and equipment need effective management. Their depreciation values needs to be studied. Their analysis helps the team to arrive at a decision whether to repair or replace machinery in order to reduce running costs.

Human Resources include the non-tangible resources of the company. Managing human resources involves studying individuals, departments; divisions, planning for improvement of skills, improving comfort level and security, and, thereby evolving a policy for maximum output by the employees.

Asset Management

Asset Management [http://www.i-assetmanagement.com] provides detailed information about asset management, asset management software, asset management systems, and more. Asset Management is affiliated with Highest CD Rates.

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The Nature and Purpose of Project Management

Project management as we know it today has evolved in order to plan, coordinate, and control the complex and diverse activities of modern industrial, commercial, and management change projects.

Clearly, man-made projects are not new; monuments surviving from the earliest civilizations testify to the incredible achievements of our forebears and still evoke our wonder and admiration. Modern projects, for all their technological sophistication, are not necessarily greater in scale than some of those early mammoth works. But economic pressures of the industrialized world, military defense needs, competition between rival companies, and greater regard for the value and well-being (and hence the employment costs) of working people have all led to the development of new ideas and techniques for managing projects.

\"project Management\"

All projects share one common characteristic - the projection of ideas and activities into new endeavors. The ever-present element of risk and uncertainty means that the events and tasks leading to completion can never be foretold with absolute accuracy. For some very complex or advanced projects even the possibility of successful completion might be in serious doubt.

The purpose of project management is to foresee or predict as many of the dangers and problems as possible and to plan, organize, and control activities so that projects are completed as successfully as possible in spite of all the risks. This process starts before any resource is committed, and must continue until all work is finished. The primary aim of the project manager is for the final result to satisfy the project sponsor or purchaser, within the promised timescale and without using more money and other resources than those that were originally set aside or budgeted.

Much of the development in project management methods took place in the second half of the twentieth century, spurred by impatient project purchasers (who wanted their projects finished quickly so that their investments could be put to profitable use as soon as possible). Competition between nations for supremacy in weapons and defense systems played a significant role in the development of project management techniques, and the process has been accelerated by the widespread availability of powerful, reliable, and cheap computers. Project management is more effective when it makes use of these sophisticated techniques and facilities and, in this sense, is a highly specialized branch of management.

Planning and control must, of course, be exercised over all the activities and resources involved in a project. The project manager therefore needs to understand how all the various participants operate, and to appreciate (at least in outline) their particular skills, working methods, problems, and weaknesses. This demands a fairly wide degree of general experience so that, in this practical sense, project management is akin to general management.

The Nature and Purpose of Project Management

John Reynolds has been a practicing project manager for nearly 20 years and is the editor of an informational website rating project management software products [http://www.project-management-web.com/]. For more information on project management and project management software, visit Project Management Software Web [http://www.project-management-web.com/].

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Implementing Change Management in Your Business

Assessing the Need for Change

While "change management" is a popular concept and the term is thrown around a lot now days, you first need to assess whether or not a change is needed in your business. Usually we assess our business when it is in a slump, trying to figure out how to enhance or grow our customer base, or making significant changes to how we do business.

\"change Management\"

Assess your business need for change when things are going well. Look at the best practices of your competitors and compare their results with yours. Adjusting your strategy to enhance your growth or customer base is not change management.

What is Change Management

Many people think change management means one thing. They mistakenly lump the three distinct parts of change management together and then wonder why it is so hard to implement. When implementing change management, it is important that we keep each area compartmentalized to avoid unnecessary stress and aggravation for ourselves and those we are working with.

Change Management - People

This area deals with the people in our organization. How we relate to each other in our work environment and what changes we can implement to make our organization function more effectively. If you are focusing on people in your change management plan, this is not where you change processes. The changes you make, whether in reorganizing your business or department or creating more productive teams lie within the "people" portion of change management.

When implementing a change management plan it is important that all of your staff understand why the change is needed. The explanation must be detailed enough to encourage a personal investment on the part of your staff for the success of the change. If staff do not feel a real need for change, or have not made a commitment to it's implementation it will not only take longer to make the change, but also the change will not be long term and sustainable.

One of the mistakes that we, as leaders make, is to assume that because we can see the picture clearly, everyone else can too. It is important to take a step back and think about the "pieces" of the picture that our staff are seeing and what they are not seeing. In order to implement change, everyone must see and understand the same picture and have the same understanding of how it will benefit them.

People will respond with enthusiasm if they see a benefit to themselves or their work environment, if they understand the need for a change and if they are included in the change process. Too often decisions to implement change are made without the involvement of the staff who will be most affected. This is the primary reason that those efforts fail. There must be buy-in from a majority of the staff to effectively implement change. Especially change that is going to involve people and how they interact and communicate with each other.

Change Management - Processes

This area deals with the way things are done in our organization. How we process the paper, and what we do with it. This is where forms and processes are analyzed and changes are made to meet the needs of our growing business.

Not everyone in our business deals with the same processes. As much as we would like uniformity, what makes our business unique is the way that our staff interacts with customers or meets other needs with quality and precision. If we are going to assess and change processes, it is important that the process needs changing. Sometimes it is not the process but the people who need to change, but because we have lumped change management into one big ball we wind up trying to make changes to perfectly acceptable processes or change people when the process needs to be changed. No one knows better about the need to change a process than the people who are actually using them day-to-day. It is important that we discuss with our staff the possibility of changing a process and involve them in the implementation of the change. Changing a process, like changing people, requires commitment and buy-in on the part of those who will be required to use the changed process on a daily basis.

As it's name implies, this area deals with our equipment and software. Changing or adapting to meet our needs, getting rid of the old stuff and figuring our what we need to add to our arsenal of tools. It is important to note that this aspect of change management does not involve changing "people" rather, it is changing tools. It is our nature to use equipment until it wears out. This can be very costly to our business and also can cause a lot of problems when we do finally make a change.

Change Management - Equipment

One of my associates has owned their business for over 20 years, when they began the business, they had a program created in a state-of-the-art program and hired an individual to work on this program. I might add that it is a major piece of what makes this business profitable. Now, twenty years later, there is one person in the company who knows how to use this software. It is so outdated that it cannot be upgraded, but must be completely re-input to a different software program which will involve several weeks. Even if he wanted to implement change, he is unable to do so because he is stuck in the software and the one person who knows how to use it. It is very costly if you do not keep up with the changing market of available equipment. In the end, this is going to be extremely costly to the business and will result in their having to shut their doors for several weeks to get the information transferred to an updated program.

Equipment is one portion of change management that should be addressed continuously. It is the most critical piece of your business and will cost an incredible amount of money if not tended to regularly.

Implementing Change Management

When you decide to implement change, be sure to categorize the changes you want to make first. Once you have a visual of where the changes need to take place, it will be much easier to research and discuss the changes with the stakeholders who will be most affected by the changes.

If you are going to change people, remember that anyone affected by the change is a stakeholder. Don't wait to tell the staff about a change after the decision has been made that will affect them in an adverse way. Get buy-in and personal investment from all staff by first sharing the benefits of the change and gathering data to support the change. You win in two ways by doing this. The people who do not feel they can commit to the change will leave and thus will not sabotage the change before it can get off the ground. And the people who do make a personal investment will be excited about the change and drive it with the enthusiasm needed to make the change successful and sustainable.

If you are going to change processes, remember to include all stakeholders. In other words, include everyone who will be involved in making the new or changed process work. Whether you have to have representatives from groups or your business size is such that you can discuss the changes with each individual, be sure that you do discuss the change and get a verbal commitment from each person to help in driving the process change. This will save you a lot of time on the backend and will instill the kind of loyalty that you need from a high quality staff.

You staff will always appreciate updated equipment and software that will make their lives easier. The only caveat is that you will need to include in your software or equipment purchase, training for those staff who will be using the software. Don't get the equipment or software and assume that the staff will know how to use it. If someone on your staff does, great, you won't have to pay an outside person to train everyone else. But you need to be prepared to make the investment for training of your staff on the new equipment. This cost should be included in your yearly budget. It is not a one-time cost and definitely does not end. So you must be prepared and be vigilant of the changes in the industry related to your business and processes.

As long as you do not lump all three of these pieces of change management together, you will find that you can effectively implement change in all three areas with minimal disruption. It is important also that you think about the big picture your staff see as opposed to your own big picture vision. If these big pictures do not match, the key to successful implementation of change management is to create a big picture that both you and your staff share.

Implementing Change Management in Your Business

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