WOW! How funny!

During the 1920s, quantum physicists struggled to conceptually move from the paradigm of parts to the paradigm of the whole. However, it was hard to break down the Cartesian mechanistic mindset till it was spectacularly broken down in physics by Heisenberg who saw the shift from the 'parts' to the 'whole' as the central aspect of that conceptual revolution.

He was so impressed by it that he titled his scientific autobiography Der Teil und das Ganze ('The Part and the Whole').

Unfortunately, Heisenberg's British and American publishers did not realize the significance of this title and renamed the book as 'Physics and Beyond'.

How funny!

CL - SWOT analysis of a System as a Whole

Once upon a time, there lived a stag in a dense forest. One day he went to the nearby water hole to quench his thirst. There he saw his reflection in the water and thought to himself, “I have got beautiful antlers but my legs are ugly. I can’t understand why God has given me such thin legs.”

Just then he heard a lion roaring at a short distance. The stag knew that if he stayed there, the lion would kill him. So he started running. The lion too started chasing the stag, The stag ran faster and faster and soon outdistanced the lion. But alas! All of a sudden the antlers of the stag got entangled with the overhanging branches of a tree. The stag struggled hard, but could not get his antlers free from the branches. He thought to himself, “My thin legs helped me to get away from the danger, but my antlers proved dangerous for me”. By that time the lion had reached there. He pounced upon the stag and killed him.  

 

MORAL:  SWOT Analysis must be done objectively keeping in mind the dynamics of a system that would change with time. It is the balance that we seek not the features of any part of a system in particular. The purpose of a system is what it does. It is the whole that is important. So there is a need to take a holistic view of anything.

 

Strengths:  Strength is a resource, a skill to be in tune to meet the market demands and stand firm with competitors. Systems are designed with certain intentions to produce a desired output.

 Weaknesses:  It is a limitation or deficiency of resources, skills, capabilities, potentialities, that affect effective performance. Or we can think of them as imperfections in the system that produces 'mess' during operation. These need to be identified early enough to avoid disasters.

Opportunities: One needs to grab the opportunities analyzing the positive and negative sides of the coin. A quick shift in viewpoint or perspective is needed. Multiple perspectives are welcome.

 Threat: They are like ticking time bombs which are to be diffused before they blast. These are unintended consequences that urges us to actively search them out.

 

Notes:

Indian story from Panchantrantra retold.

CL stands for Creative Leadership

Creative Leader of the Week -- Anupam Mishra

Anupam Mishra in his very characteristic eloquent style talks about the ancient ingenuity of water harvesting in India to provide bacteria free potable water to the masses without the help of modern chemicals and modern water treatment facilities.

Of interest to note are the following:

a) The techniques that were used.

b) The application of collective engineering

c) The sense of collective ownership of resources in India which runs in the culture even today

d) Community and culture lead projects based on wisdom and understanding systems and great design thinking ideas that squarely defeat modern engineering ideas.

e) Examples of collective participation and collective contribution to welfare of society.

Moral:

The understanding of social problems is limited by the social consciousness of a culture and design solutions must be based on the culture of the land to suit the way of life not to change the way of living.

Hope you would enjoy this talk.

Assessing Customer needs vs Collaborating to Co-create Wealth

Owens is a world leader in glass. It had ambitious plans in India. So it set up a few modern plants across India to produce glass bottles.

Its operation was ‘world-class’. They did everything by the book. No mistakes. But soon Owens lost out to its local rival Hindustan National Glass (HNG), a privately held Indian firm. And in a few years it was forced to sell its entire Indian business outfit except one plant to its rivals. Why?

The issue was inventory of finished goods. Owens went by the copy book style of having the minimum possible inventory, producing just what is needed as much as is needed at any specific point of time – all decided by their excellent management tools. But HNG held obscene levels of finished goods inventory, which other called – ‘insanely absurd’.

Theory informs that holding such insane levels of stock means death of the company. While Owens believed this, HNG didn’t. But in the end HNG won the race.  

HNG understood that their customers simply did not have a way of predicting and knowing how many bottles they might need and when they would need them. But there were certain times of the year when demand shot through the roof and stayed high for a few days.

HNG capitalized on this phenomenon. When such booms came HNG was ready with the necessary stock while Owens simply could not figure out a way to deliver the huge requirement in such a short time.  

Naturally customers preferred HNG to Owens and even paid the premium HNG demanded during such crisis periods. And they kept making obscene amounts of profits year on year.

Acquiring the Owens outfits made HNG still stronger and almost monopolistic in the market.   

Morale: Ship as much as possible and as quickly as possible when customers demand.

Are we collaborating with the customer to create wealth for both?

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To be or Not to be Motivated

Two days back we were conducting a program on ‘Motivation and Team building’ for group of first line officers of an electronic component manufacturing company.

After inauguration of the course, with top managers still there to monitor, I asked the participants a simple question, ‘How many of you are motivated at work?’ In a second all hands shot up in the air as if it were a reflex action. I just couldn’t believe this. It was simply too good to be true. The next question naturally followed, “Why then do you think management selected you to attend a course on motivation and team building?”  Answers varied but the one that struck me most was ‘You have come to teach us how to be motivated. So we are in to listen to the tricks of being more motivated.’

Oh my God! ‘Teach’ motivation; ‘Tricks of being more motivated;’ did I hear correctly?

The top managers left the training hall happy with the belief -- the training has taken off well and was ‘interactive’. This was all they wanted to monitor.  

Long after the ice was broken and transformed into flowing water I put the question again, “How many of you are really motivated at work?” This time there was no show of hands.

Surprised, I queried, ‘What happened?’

Then one by one they opened up:

“To tell the truth, I just don’t feel like leaving my bed to come to office.”

“I have been working here for the past 16 years. None ever appreciated me or my work.”

“I think I am stuck with a stupid job. My bosses don’t believe that I am capable of doing something much better.”

“The pay I get is insufficient to take care of my child’s education in good schools’

And it went on and on….

‘So why did you say that you all were very motivated?’

‘We just pretended because the bosses were around. We told them what they would like to hear. Otherwise they would take it out on us during performance appraisal review.’

Are bosses/managers/leaders listening?

Can anyone remain motivated in an environment of fear or in an environment that sucks?

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A New Game -- Pain in the ....

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Munna Ranjan was very happy. He cleared the UPSC Examinations. This afternoon the postman handed him an “O.I.G.S “marked registered letter. It contained the job offer, directing him to join one of the premier Government offices on or before 31^st December at Delhi.

The evening “aarti” at the Hunuman temple had just started. Munna, barefooted went to the temple. He took one of the “Hunuman Chalisa” books, squatted in front of the image of Lord Hunuman and started reading it with a new energy. He stayed there till the aarti was over. He took a “parikrama” and returned back to his home. 

Munna joined the government office on 15^th December. The elders were giving him a lot of advice. Ragging of a different kind started. He was made to do some odd jobs like filing, indexing, page numbering etc. At the end of the day Munna went to his new home, satisfied. He made a small list in his mind --- whom to give and what to give, when he gets his first salary.  

Munna started preparing for his 15^th transfer. His upright attitude in life has made him suffer. He didn’t know how to manipulate and use office politics as a weapon to guard himself. He was singled out and hammered. Munna was very good at his work. At times he became arrogant and rude to his higher ups. He thought his work would speak for him but it didn’t. Bosses wanted something more from him.

Sefali Dixit Kumar, the only daughter of an IPS officer who had headed one of the offices under the Ministry of Home regularly uses her father’s clout to gain undue advantage. Be it securing an out of turn taxi at the airport or not getting a challan (ticket) at a No-parking zone she always has her father’s name on her lips. Sefali got through the Civil Services Exams after a third attempt. Her rank was quite lower in the order. She became an IOFS (Indian Ordnance Factory Service) officer but she didn’t want to join. Her father again came to her rescue.

Sefali Dixit had married a Tamil and didn’t want to affix the surname of her husband. After a lot of coaxing and fatherly advice from her only “father” she added that “Kumar” after her name. She believed these are done by the males so as to dominate their woman folk of the society. She wanted power and wanted it badly. She was very good at understanding the power centers in the office. Her noodle strap designer blouses did the trick as most of the middle aged male officers and “over the horizon” senior officers went gaga over her. She was attractive and venomous. There was no hurdle for her. She got everything she desired. From junior staff to the chief in the office everyone addressed her as “Madame”. Every thing went smoothly for her. Her TA, Medical Bills, Leave, Loan sanction was done at record time but others had to wait for days if not for months. Was it because of her able handling of the staff or she knew exactly the pulse of the epicenter of power. She was used to hearing the phrase “yes Madam”.

“Power” is intoxicating. It gives a “high feeling”. Sefali had tasted power. She wanted to be a symbol of woman’s emancipation. She is the new generation woman where she wants to hold the reins of power. Sefali was a regular visitor to the high end clubs where army officers and government officers would love to ogle at her. Her liaison with other government officials didn’t help her office though. She enjoyed them and ey also had a new perverted feeling with her.

Sefali Dixit Kumar was also posted at the same station where Munna got posted. Sefali is Munna’s new boss. Munna did not learn from his previous mistakes. Munna made his opinions clear. He did not become a “yes madam” like others. While others were enjoying, Munna was slogging at his desk. Sefali didn’t like him. She wanted to dominate this man. All her men in her short 32 years of her life had been her slaves. She was not used to hear a “no” from anyone. Sefali was waiting for the right moment to strike Munna. The opportune moment came. An important file went missing. It was under the custody of Munna. An enquiry was initiated by Sefali. She placated him for the important missing file. The Chief of the station tried to down play the whole episode. Sefali was desperate to nail Munna. She filed a detailed report directly to the Headquarters. Some of the decision making officers were her biggest fans. They did what she wanted them to do. A commission held Munna guilty. All decisions were made ex-parte. Munna was not heard at all. Munna lost his seniority and was transferred to the newly opened station at Nagaland --- 16^th transfer.

Lesson Learned:

1. Vindictive nature and ego of bosses dampen the best people in the organizations at the expense of organizational peformance.

2. Bosses such as Shefali wants their subordinates to have their faces turned towards them and their backs turned towards work and clients.

3. This is an old game but appears in new forms. No organizational systems design can take care of this critical aspect that spoils an organization at its roots.

This post is contributed by Mr. Sitendu De.

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What Limits a System's Performance & Doing Something about it!

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 As a child I loved watching the trailing vortices of beautiful white plumes in the wake of commercial aircrafts flying majestically in the sky. I watched them as long as I could till the plumes gradually dissolved their presence into the blue sky.

Such vortices are strong, long and lingering. But, what might be the effect of such beautiful vortices on the system’s behaviour?

By the way, what system are we talking about?

The aircraft is a part of a much bigger system than we might immediately notice. The bigger system consists of the airport, the number of planes ready to take off or land, number of runways, air traffic control, signals, lights etc. These elements are well within our control or almost. However, some of the elements like atmospheric temperature, humidity, visibility are not within our control at all. 

We can easily understand that all these elements are interdependent on each other and produce a range of possible interactions between them. This we call as the "essence" of a system. The presence of this essence produces a range of behavior of a system that emerges in somewhat unpredictable or random manner. We call such possible and uncertain range or types of behavior (since we can't precisely predict) the 'emergence' of the system. Because of the 'essence' the 'emergence' takes place.

Obviously the essence and the emergence of a system effectively determines the behavior of the system and places an upper limit on a system’s performance.

Let us see how that might happen in the case of vortices generated by the interaction of an aircraft's movement and the wind?

These vortices stretch for miles across the sky trailing behind a large aircraft and endanger the planes that follow it or go across it by inducing drastic rolling moments, which might lead to the failure of the aircraft that follows or crosses the path of these vortices. Thus persistence and length of such vortices would govern the frequency of take off and landing of other planes in an airport. So, the 'essence' and the 'emergence' of the system determine the airport capacity and the limits of the system’s functioning and performance.

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Now, if we want to improve the productivity of the airport in terms of number of take offs and landings we immediately recognize the inherent ‘imperfection’ in the given system. Recognition of such inherent imperfection (in terms of the objecive we would like to achieve) would automatically lead us to innovate or design solutions to either eliminate the ‘imperfections’ or avoid them in case imperfections can't be eliminated totally or monitor them if we have no other way but to live with them.

Such solutions might take the form of a concentrated research work to alleviate these swirling wakes or shorten the length of the wake or we might think of building or using alternative runways instead of relying on one or we might think of increasing the air traffic corridors etc.  In fact, most major airports in the world have now increased the number of runways and the air traffic corridors to improve system performance.

That might be all well for running commercial aircrafts. But what might we do to save aircrafts from accidents during an air show?

During such airshows aircrafts would be forced to fly parallel to each other to avoid the dangerous trap of vortices (as shown in the photograph).Perhaps we need very skilled and experience pilots to perform such feats.

Summary:

The steps that we followed were::

1. Observe the system as a whole (what are the elements that make the total system)

2. Understand the range of possible 'essence' (number of possible interactions happening over time)

3. Understand the set of related 'emergences' or behavior of the system (in relation to the essence)

4. Understand the present objective function or purpose of the system as of now and in the future.(since objective function/purpose changes over time)

5. Identify the inherent 'imperfection(s)' that limits the system to achieve the present objective.

6. Find or design solutions to eliminate the imperfectons or avoid the imperfection if the imperfection can be partially eliminated or monitor the imperfection if it is not possible to eliminate imperfection(s) at all.(all imperfections can't be solved and might have to be lived with, but we may do that in a better way rather than give up).

7. Observe changes in the system over time (in terms of essence, emergence and objectives)

8. Set new objectives and goals to harness uncertainty for productive use.

9. Respond with new solutions and check performance and/or behavior of the system over time.

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