The first class of Dr. Mandi…Really learnt what it meant to learn while doing,

The class   provided an interesting setting to learn the concepts of Goal Setting:

GOAL SETTING:

The principle of Goal Setting:

SMART:

S:Specific

M:Measurable

A:Attainable

R:Relevant

T:Time Bound

Dr.Mandi, discussed these concepts in the class,  highlighting the importance of  each concept and the role each plays in one of the most important principles of management: 

Goal Setting:

Citing, examples from daily life we tried to relate  what these concepts mean in reality, rather than just focussing on the theoretical aspects of these. Dr. Mandi devised an interesting activity,  where in  we saw these concepts unfold right before our eyes.

Not only these concepts, but one another aspect of risk taking was highlighted in the activity when Dr. Mandi  invited   students to be part of the activity, but the condition being that that they would have to put some amount of money on the line, to be part of the activity…Contrary to the expectations of a management class, only 3 people came forward….Busting one of the myths…Managers are Risk takers..

The Activity included 3 students in different roles.The task was to create a Tower  with playing cubes. One student responsible for creating the tower was blindfolded and had to use his wrong hand.The other person guided him while placing the cubes. The last person performed the role of an external entity.He could interrupt when  he felt the need for the same…

Analysing the Experiment:

Viewing the experiment in the following light:

Goal Setting:

SMART:

S-Specific: the Group was assigned a specific , task of creating a

Tower blind folded  with the playing cubes, while using the wrong hand.  The group was told the previous best for this experiment. This helped the group to set a benchmark for the activity.A clear goal helps in planning well.

During my wotk in the IT industry, I came across examples wherein clear goals brought out much more efficiency from the team. Unclear goals resulted in wastage of energy and resources.  Now..i am able to relate..MBA surely helps…

M- Measurable:

Each activity that can be measured over time helps in better analysis of the process followed for the activity. In this case , each time a cube was added to the tower, one could measure, how far was one closer to the goal..Whether change in strategy is required or not.

While working, we were given mile stones to meet. Now I feel the importance of each mile stone.Each mile stone was a step closer to the  end delivery of the product.

A-Attainable:-  The Goal set should be attainable.Non realistic goals demotivate the team, in the sense that even after putting your best, you are not able to meet your goal.

The  Group in  our activity, set up an Attainable goal for themselves.

R-Relevant

The Goal for the Activity was very much relevant . All  smaller goals have to be relevant with the Bigger goal…Smaller goals  of the activity being  proper communication between the group members, time management..all these goals are in relevance with the bigger goal of creating the tower..

Comparing it with the oraganisation I worked in, the smaller goals set for the team

Were in synchronization  with the larger goals of the organisation. Each smaller goal was relevant for the attainment of the bigger goal.

T:

Time Bound:

Each  goal set  can be set in a Time Bound framework. This helps in planning the activity .The  time and the resources needed for completing the activity, can be closely estimated for a time bound activity.

Though the activity considered here,  was not time bound, it could have been made time bound.

Now, I realise, setting deadlines for the project that we used to dread, was in fact a very integral part of Project Planning….i like deadlines now..

Theory X and Theory Y:

Theory X:  Here it is assumed by the organisation, that employees by nature  will avoid work, and they need to be clearly supervised, for proper utilisation ..In this scenario managers rely on threatening and incentive to get employees to perform.This Practice creates, high mistrust between the managers and employees . This causes high resentment among the employees.

Theory Y:

This Theory is  in contrast  with Theory X. Here the Managers are of the view, that  employees by nature like to work, and given a proper environment to work, the employees will be motivated .These Managers, believe in motivating their employees by providing, high employee satisfaction .A high level of trust is maintained between the manager and the employee, and the employees find themselves to be part of decision making.

The Most Important concept i learnt:

Managers are  problem Solvers...No matter what the problem: Managers are your one stop solution for all.....