SIDBI's Role In CGTMSE for Young Indian Businessman.

Regarding Credit Guarantee Fund Trust For Micro & Small Enterprise, the new set up by SIDBI and Govt Of India

You need a brilliant business idea, and should write an excellent business plan.

This is a loan with out any collateral. A feasiblelity of the business plan is required for getting the loan up to Rs 50 Lacks (US $ 125000).

This loan is with a low rate of interest, disbursements will done by listed nationalized and private banks in India. As far as I know the interest rates are not be very high, of course depending upon the strength of the project, size of the project and the ROI, it may vary.
If you have any more information about this please share it with me.

Jack Welch and 4E's of LEADERSHIP

I recently read a book “ JACK WELCH and the 4E’s of LEADERSHIP
By Jeffrey A. Krames a TATA McGraw-Hill Publication .


It’s all about the 4Es of a leader.

The 4E’s of Leadership are as follows.
The 4E Leader Has Energy
The 4E Leader Energizes
The 4E Leader Has Edge
The 4E Leader Executes

This books deals about the leadership lessons from great leaders with whom Jack worked while building up GE.

Jeff Immelt, James McNerney, Larry Bossidy, Robert Nardelli and Vivek Paul


Jeff Immelt: Jack’s legacy in GE, and about his ability to make GE in to a leader producing machine.

James McNerney: How he has helped other people to grow, in turns helps the company to grow.

Larry Bossidy: Execution master “get more satisfactions from seeing things get done” ,
Talked about turning managers into change agents.

Robert Nardelli: “ Our core purpose is to improve every thing we touch” His HR initiatives called SOAR “Strategic Operating and Resource Planning”

Vivek Paul: Transformation Expert. A great believer to invest on people and get them in right pace.
This book can be use in training, management workshops and performance review.

A must read for all practicing Managers and students doing BBA, MBA.

Achievable Dreams

A good news for the young entrepreneurs in India .
Want to do business without collateral.
Suddenly the Govt Of India has announced that it is ready to finance start ups, expansion plans,technology up gradation,working capital requirements or diversification, all through collateral -free credit for Micro and Small enterprise.
All you need is a feasible business plan and you can get up to Rs 50 Lacks or
(US$125000). Haa a big news.
This project has been named as Credit Guarantee Fund Trust For Micro & Small Enterprises.Do you have you have a business plan with you , if not write immediately.
It's a small step towards growing big.
Please go through this.
www.cgtmse.in

Is Elton Mayo’s “Sense Of Belonging” To The Cerebral Worker Is Not Working Any More?

Yesterday I was posting a comment in Harvard Management Online
Marshall Goldsmith: Ask the Coach. blog and made some analysys which are as follows.
It is very often found that the complexities increases with intelligent work force in your firm.
They are the assets to the business if used properly , but if they can’t be monitored properly they can be a liability and can pose serious threat and concern for the business.

Take for example running of a state of the art hospital, complex software development , top class management consultancies, top class management schools, you require best people with brilliant and thinking mind.

A best hospital must employ the best doctors, nurses to give the best treatment to cure patients but it has been seen many of the doctors who may be the head of departments with higher qualifications and specialized knowledge have got tremendous inflated egos.
In software development firms I myself have experienced and still experiencing people (engineers/coders/project managers) with very high egos. Even junior programmer with high egos can make life difficult for project managers at time.
What I have personally identified that these cerebral workers at times can not take criticism even constructive criticism also.

Consultants of top management consultancy firms, faculties of top class educational institutions suffers from the same mindsets.

Knowledge is power. A Cerebral worker is very smart and fast understand to value add to his knowledge and develop a niche knowledge which can be encash outside at premium.

The other side of the coin: A true professional is a person who is indebted to his knowledge not to the organization where he works.
An ERP professional can work in Mumbai, in London in New York , geography hardly matters, it is his cerebral power that matters the most.
It is applicable in the case of a doctor , a lawyer, a brilliant professor, a brilliant MBA.
What I found Elton Mayo’s “ Sense Of Belonging” is not very much applicable to the cerebral workers any more.

In this knowledge economy and globalization in place for the Cerebral Worker’s “Sense Of Belonging To Knowledge” should be the appropriate words.

Charlston Heston No More A Great Loss To World Cinema.

The Great Hero is no more. The Hollywood bonanza and the semi biblical films
like BENHUR will be there, but the cine world has lost Charlston Heston.
I don't think those types of hero will be born again. Old is gold.A tribute to this great actor.
I think Hollywood went Global with films like BENHUR and Gone With The Wind forty years before.

Pygmalion Effect Is Very Much Necessary In Change Management of Existing Work Force.

Change Management is about Human Capital, the willingness to change for betterment, higher productivity, higher profitability, and stability of business in turn.
The resistance to change is an age-old theory, and is persisting and will persist in future whenever the top management will initiate any change.
High expectation leads to high results through superior performance.
Change is good and for betterment make it understandable to the subordinates, so they can mould themselves according to the need of the organization’s requirements.
In today’s fast changing world, Globalization, shortening of Technological Life Cycle, short PLC, Digitization, Remote Access Mechanism it has becoming difficult for employees to adapt to this fast changing work environment. It was ten years ago in U.S. and West European nations this particular problem started and still persisting and now this problem is felt in emerging economies like India, China, and many East European countries.
Job security, stability are in question, employees sharpen their skills sets on a regular basis, contentious training and coaching are required to cope up with this acute perennial problem which every industry is facing.
As the knowledge, skill sets get obsolete the human capital depreciate rapidly in a Knowledge Economy.
A big questions how to appreciate the existing Human Capital for Business Performance Excellence. Training, retraining, coaching, counseling and are required as a part of HR Practice but apart from that a human touch element is required.
Employees who are in the age group of 40+ years require a passionate Pygmalion effect to cope up the serious challenges they face with obsolescence.
It is their superiors who will be expecting higher performance from their retrained re skilled existing human capital.
The “Sweeney’s Miracle” can happen with the existing re-skilled and re trained work force. As the high expectations should be based on the belief of the Management’s own re training and re skilling abilities and constantly motivating them to updated on the new skill sets and upgrade their knowledge base to suite the industries standard.

Are We Really Practicing McGregor's Y Theory In Manging Human Capital In Today's Business.

Yesterday’s posting has created a big problem for me one of my friend called me up in the night and said why I have written HR Dept as safety valve of the Corporate Pressure Cooker, which is not true according to him.
He is working as a DGM, HR in a MNC in B’lore, India.
Later I made a deep analysis and found that McGregor’s Y Theory is being preached and talked about, but not being actually put into practice may be due to market conditions, hyper competitions, low margins, global oversupplies, technological changes, market capitalization and numerous other external factors including firm’s survival.
From the very moment trainees/executive/managers are recruited or even existing managers are given higher targets to achieve, which I said Pressure to Perform, tension seems to build up and they start doubting about their own capability of delivering the goods.
For new recruits proper induction training and high-end counseling are required and for existing managers sufficient inputs and a proper roadmap should be provided.
To make the executives/managers productive, at every stages of corporate life McGregor's Y theory is a better solution and big dividend giver.
In the case of the new recruits the gestation period shortens down if the Line Manager and the HR Departments work at tandem and practice McGregor's Y theory.

Proper grooming requires time, training and confidence building measures, mutual trustworthiness, transparency, then only the latent potentials will come out from the executives /managers.
It is all about giving carrots in the different stages bypassing the McGregor's X Theory.
If the managements give the carrots in the initial stages they get back in return basket of carrots as dividends in years to come. In Theory Y the gradient of productivity may be low but steady where as the in Theory X the gradient of productivity may be steep but have sudden breakdowns (attrition rate become high) and very often it happens.

McGregor's Human Side to Human Capital of an enterprise is more relevant in today’s business world also. If properly McGregor's Y Theory can be practiced with high degree of maturity and sensibility, Executives/Managers will eagerly come forward to take the Pressure to Perform.
So let’s practice McGregor's Y theory for great results and dividends from Human Capital.
With warm Regards,