"Everyone is a genius but if you judge a fish by its ability to climb a tree it will spend its whole life believing it is stupid." Einstein

If you want to create a culture of innovation in your organization, make sure you are matching people to projects that have passion for and have enough competence to succeed in.

If you're sensing that "things" aren't going all that well, it may be due to the fact that you've got fish climbing trees. Your task?   Find a pond for the fish... and find some lovers of tree-climbing to pick the fruit or swing from the branches.

 Selecting the right person for the job is more important today.
In a service organistion, customer expects more. So, the service provider should provide more than expected level of service. Mistakes are costly. A single and simple mistake will cost the organization much more than the cost of salary paid to that unfit person.

-A key component of job fit is under -standing and leveraging emotional competencies like self discipline, interpersonal skills, empathy, and motivation. Companies who determine the

Emotional competencies that are most important for success in a job, and then purposely

seek out people who have those qualities, are finding a significant return on investment.

If an organisation started to evaluate the employees with competencies such as initiative, self-confidence, leadership there is no doubt on the success of the organizational goal.(Target)
How Do You Achieve a Target?
There are many different kinds of tools and methods you can use to achieve in a target. It is
critically important that you get to know not only people (look under the hood so to speak),
but also the organization and nature of work – the context of the job.

 One of the primary flaws in many assessment approaches is that they only look at the person.
There is every manner of test these days for every type of competency one can imagine. You
can assess for interpersonal skills, cognitive preferences, emotional intelligence, adaptive
intelligence, performance under pressure, empathy, leadership, learning style, you name it.

There is no doubt value in all (well maybe not all) of these process, but the key is that it does
absolutely no good to assess an employee without first assessing an organization and a job.

How else do you know what you’re looking for?

 OK, so real target requirement is that to identify what it is you’re looking for before you set out

to find a target.. Hey what a concept! You look at the job and determine both the explicit,

technical skills required, but more importantly, the tacit, intuitive, emotionally based

competencies that are important to success.

You also identify, if it hasn’t been done already, the values and personality of the

organization. What are the cultural characteristics that are important to fit? What does the

organization value and therefore reward?

Think about it. If you only look for a target you’re missing easily 50% of what actually determines success in an employee.

Again, study after study has shown that it’s less about what you know and more about who

you are?. Emotional competencies, soft skills, interpersonal skills, leadership skills,

motivation, these are the things that make a difference in terms of why one person succeeds

and another doesn’t. It’s not about IQ, advanced credentials, imposing punishment or who you’ve worked for. It goes much deeper than that. It’s about your deep interests, behavioral patterns, cognitive preferences, and emotional and social needs.


The Truth According to MicroSoft

Bill Gates dies, and ascends to the Pearly Gates to meet God. God immediately recognizes him and says to him "Bill Gates -- you're a great man. I shall give you a choice of either heaven or hell." Bill Gates tells God that he would like to see both before making a decision.

So God takes Bill Gates down to Hell, where there are beautiful, nubile bikini models, perfect weather, free drinks, and eternal happiness. "That doesn't seem so bad," says Gates. "Let's see Heaven now." God and Gates go to Heaven, which seems to be just a bunch of old, crusty angels flying around and sitting on a few clouds. "I've made my decision," says Gates. "I choose Hell."

Six months later, God goes down to Hell to check on him and finds him hanging above a pit of fire with wild harpies tearing out his intestines. "What happened to all the bikini models and the sun and the fun?" Gates screams. "Oh, that," says God. "That was just the demo."

It's Rough Out There

Two women were shopping. When they started to discuss their home lives, one said, "Seems like all John and I do anymore is fight. I've been so upset I've lost 20 pounds."

"Why don't you just leave him then?" asked her friend.

"Oh! Not yet." the first replied, "I'd like to lose at least another fifteen pounds first."

Marketing moral: Ya gotta have a goal!


One of the most memorable case studies on management :– A Japanese management and the case of the empty soap box, which happened in one of Japan's biggest cosmetics companies. The company received a complaint that a consumer had bought a soap box that was empty. Immediately the authorities isolated the problem to the assembly line, which transported all the packaged boxes of soap to the delivery department. For some reason, each time, one soap box went through the assembly line empty.
Management asked its engineers to solve the problem. Post-haste, the engineers worked hard to devise an X-ray machine with high-resolution monitors manned by two people to watch all the soap boxes that passed through the line to make sure they were not empty. No doubt, they worked hard and they worked fast, but they spent a whopping amount to do so.
But when a rank-and-file employee in a small company was posed with the same problem, he did not get into complications of X-rays, etc but instead came out with another solution. He bought a strong industrial electric fan and pointed it at the assembly line. He switched the fan on, and as each
soap box passed the fan, it simply blew the empty boxes out of the line.
Moral of the story:
"Always look for simple solutions. Devise the simplest possible solution that solves the problem.So, learn to focus on solutions, not on problems"

Lesson Number ONE

When the body was first made, all the parts wanted to be Boss. The brain said, “I should be Boss because I control the whole body’s responses and functions.”
The feet said, “We should be Boss as we carry the brain about and get him to where he wants to go.” The hands said, “We should be the Boss because we do all the work and earn all the money.” And so it went on and on with the heart, the lungs and the eyes until finally the ******* spoke up.
All the parts laughed at the idea of the ******* being the Boss. So the ******* went on strike, blocked itself up and refused to work. Within a short time the eyes became crossed, the hands clenched, the feet twitched, the heart and lungs began to panic and the brain fevered. Eventually they all decided that the ******* should be the Boss, so the motion was passed.
All the other parts did all the work while the Boss just sat and passed out the shit!
Management Lesson: You don’t need brains to be Boss, any ******* will do!

Lesson Number Two
A turkey was chatting with a bull.
“I would love to be able to get to the top of that tree,” sighed the turkey, “but I haven’t got the energy. “Well, why don’t you nibble on some of my droppings?” replied the bull. “They’re packed with nutrients.”
The turkey pecked at a lump of dung and found that it actually gave him enough strength to reach the first branch of the tree. The next day, after eating some more dung, he reached the second branch. Finally after a fortnight, there he was proudly perched at the top of the tree. Soon he was promptly spotted by a farmer, who shot the turkey out of the tree.
Management Lesson: Bullshit might get you to the top, but it won’t keep you there

Ali Baba and 40 Thieves were there.
But, Now there are
Only 30 Thieves.

Laid off.. Recession.!

Job Cuts throughout the world….

BYE                        ( TO BE CONTINUED)

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