Is it the time to rethink theory Y & theory Z?

Sometimes I wonder that all the stuff available in HR & leadership literature recommends that it is the responsibility of the HR & leadership to influence and motivate the people to make them work. Does it mean that the employees do not have any responsibility on their own. Though theory Y has proved to be more useful , it can not be absolute and universally applicable.

Welcome intellectual thoughts on the topic.    

What ails management education in India

On one side we have all those surveys that tell you that only about 25% of the management graduates are employable while on the other we have hundreds of management institutes across the country that claim to be  "one of the best". The question then arises "Why these so called best institutes are not able to fill their seats, forget about the high cut-offs.

Being a part of this profession, I have closely watched the scenario for about last ten years. Some of my observations are as follows:

Management institutes do everything but management: When it comes to teaching, they teach all kind of management but hardly follow the basic functions like planning, organizing, coordinating,directing, leading. The only function they are good at is 'controlling". Very few institutes have clear vision, mission and goals. The only goal it seems is to fill the seats so as to survive for at least one year. The performance plans of the institutes do not exist so there no question of the performance plans of the individual employees (read faculty members). The faculty members on the contrary are are loaded with all kind of non- academic work. The senior most professor are engaged with the trivial work at the cost of research and institutional development which should be their forte.

Curriculum is hardly in line with industry requirement: The institutes following University curriculum find themselves helpless about updating the curriculum. To be on safer side the Universities add one line " The institutes are free to teach additional subjects / topics if the need be. The new choice based credit system has some provisions of providing subject choice to students but the institutes hardly are flexible about it since to conduct new subjects they require additional resources.

Quality of Leadership: Most of the institute heads become heads by virtue of their existence or through the age old selection process of Universities where there is no test of demonstration of leadership qualities.

Crunch of resources: In private institutes the managements in pursuit of maximizing the profits, are reluctant to spend while in govt. institutes the funds are never released in time.

There are several such issues which I would be delving into in the coming issues. Till then good bye

Hello every one
You would find me active now onwards. Look forward to some interesting content on self development starting 7th July 2014

Performance management

Performance management is one of the most important functions in an organiation.It may be thought of at organization level,department/team level or individual employee level. Performance appraisal is one of the most important step in the perfoamance management system (PMS) .Managing employee performance is most challenging task for the organizations as it deals with the human beings .It is very important that performance management yields what is expected of it i.e. enhance employee performance .Organizations spend millions of dollars to make the performance management "effective'.
There can be different approaches to look at effectiveness of performance management system ( PMS) . The three most important approaches to assess the effectiveness of pms  are
1. Documentation completed on time: Many companies think that pms is successful if the related documentation is completed on time as often it so happens that epople are so busy with performance that they practically have no time for completing performance management documentation.
2.Employee satisfaction with the pms: Organizations may expect employee grievances arising out of the appraisals and the pms is considered effective if the resulting grievances are kept at minimum or it has in built process to deal with these grievances.
3.The performance management documents have all the ingredients which make it an effective PMS , be it sufficient and relevant performance dimensions, adequate criteria for measuring the performance or the processes of PMS and linkages of PMS with  rewards and development opportunities.