A good system

[shibli]

"No individual is essential for an organization. If a good system can be established, no work remain stopped for a particular employee. For that reason, it is the duty of a manager to keep a system moving. Very few employees or managers understand this."

K.A. Islam, Head of personnel (retired), British American Tobacco;
Ex-management consultant, OTOBI;
HRM adviser, Dhaka Ahsania Mission;
Ex-member of Labor Court;
Ex-Vice President, Institute of personnel Management)

[md]

I m sure we are working for this too. Insa-allah we will reach our target soon.

[shibli]

Expectation Of Employers from Employees

•   Good Attitude and Aptitude
•   Ability to Manage Crisis
•   Team Work
•   Setting And Working Against Targets-Planning The Work
•   Commitment And Conviction
•   Keeping Abreast Of The Latest

Expectation of Employers from Employees
•   Leadership- Ability to Lead And Develop Team Members
•   Self Image - Set Examples
•   Loyalty
•   Avoid Loose Talks
•   Empowering People

Expectation of Employers from Employees
•   Creative - New Ideas
•   Ability To Manage Change
•   Communication Skills
•   Quality Of Work
•   Speed

[shibli]

"Love what you do...and you don't have to 'work' for a single day!"

[shibli]

How to Be a Successful Leader

To be a leader, one must be able to influence others to accomplish a goal, or an objective. He contributes to the organization and cohesion of a group.

Contrary to what people believe, leadership is not about power. It is not about harassing people or driving them using fear. It is about encouraging others towards the goal of the organization. It is putting everyone on the same page and helping them see the big picture of the organization. You must be a leader not a boss.

Being a leader is not about what you make others do. It’s about who you are, what you know, and what you do. You are a reflection of what your subordinates must be.

Trust and confidence is built on good relationships, trustworthiness, and high ethics.

The way you deal with your people, and the relationships you build will lay the foundation for the strength of your group. The stronger your relationship, the stronger their trust and confidence is in your capabilities.

[shibli]

Dos and Don'ts for Managing Your Smartest People
 
The people in your organization who have the largest capacity to add value are not necessarily those who have the best titles or the most impressive educations. They may also not be the easiest people to manage. Here are three "dos" and "don'ts" for leading the smartest people in the room:

Do explain things and persuade them but don't tell them what to do -- smart people don't take a leader's word at face value; they need to understand why they're being asked to do something.

Do use your expertise but don't use your hierarchy -- smart people aren't impressed with titles.

Do tell them what to do but don't tell them how to do it -- smart people enjoy figuring out how to do things and will almost always rise to the challenge.
 
 

[shibli]

"No individual is essential for an organization. If a good system can be established, no work remain stopped for a particular employee."

A good administrator knows how to utilize his/her subordinates properly. He or she knows that no employee should be overpaid or underutilized. Cost minimization is the biggest challenge for any organization to succeed. In Bangladesh we see many right people are not in the right places and vice versa. So, a good administrator should identify the overvalued employees who don't deserve certain benefits or utilize them appropriately. 

[shibli]

‎"An organization’s most valuable asset is its people, its human capital. The knowledge, skills and expertise garnered by the people within are the main factors that determine the success of each organization."

[shibli]

‘Changing the system is not only about putting policies in place,
but about changing the culture within classrooms, schools, districts,
and in society itself. It will therefore require support from all within the system to work
towards this change and a concerted effort to raise awareness of the issues within the
community.’

[shibli]

"Good People Silence
Social community and an Organization destroyed when some good people keep silence or not to protest against any wrong, some good people are not evaluated, some bad people play in such a way and got undue privilege and than other potential people are also confused." CHAIRMAN SIR

[shibli]

"For communication to be effective, it must be free of needless miscommunication. When individual
or team communication is fragmented, ambiguous, contradictory or short-circuited in other ways,
businesses lose money.
The cost can be in the form of:
• Time lost due to inefficiency and needless repetitions of a task (re-work).
• Missed opportunity.
• Time and energy to repair ineffective communication.
• Deadlines that slip.
• Lost or damaged customer relationships due to unclear or unmet expectations.
• Loss of productivity and employee retention due to emotional distress and ineffective reactions, such as gossip, complaining and backbiting.
• Loss of repeat business and loss of long and short term strategic alliances due to
impaired relationships.
• Waste of resources due to treating a technical problem as though it were a communication
misunderstanding and vice versa."

[shibli]

There are three kinds of companies: those who make things happen, those who watching things
happen, and those who wonder what’s happened.

There are two kinds of companies: those who change and those who disappear.

[shibli]

Blue Ocean strategy is about using your time and imagination to create uncontested market space that will make the big boxes and other competitors irrelevant.

"Don't compete with the big boxes. Make them irrelevant with a creative blue ocean strategy."

[shibli]

Simply put, a Blue Ocean strategy is one where you redefine a market and dominate. By doing that you are swimming in a Blue Ocean free of your competition instead of swimming in the bloody Red Ocean of competitors beating each other up day-in and day-out.

Our one student one laptop can be a blue ocean strategy of DIU.

[shibli]

Marketing is supposed to be a field sprawling with constant innovation … a domain where ‘new new things’ are born every day. Blue Ocean Strategy have suggested the four actions framework for companies who are intended to come out from red ocean, Spritzer have created a Blue Ocean Business which have made competition irrelevant by offering various products that preferred by customers.