Priyavrat.Thareja

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A Sortie on Rifle Shooting.Pages

Assume there are two Men with Rifles competitively poised against each other. Let the man behind rifle A and/ or rifle B be equally advantaged in terms of all fighting perks pertaining to the Arm (rifle) and/or the ground. However not in terms of motivation or training of the shooter. Assuming Opportunities provided to these two soldiers are of same value and quality.

The moot questions now are:
a) Who fires the first shot?
b) Who fires the Last shot?
c) Who fires the Middle shot?

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- Posted on November 26th, 2007 in Pages | 3,164 Views | Comments (0)

DEFINING A WORLD CLASS FOUNDRY.Pages

There are several Questions:
What is ‘World Class?’
Is the term ‘World Class?’ fuzzy?
What is a ‘World Class Organisation? ‘a ‘World Class product?’ ‘a ‘World Class Institution?’
‘a ‘World Class system?’ ‘a ‘World Class Essay?’ etc or a ‘a ‘World Class Foundry?’

infact have we/ any one been able to define World Class?

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- Posted on November 26th, 2007 in Pages | 6,029 Views | Comments (2)

Preparing for 2008.Pages

Wanna Attract a bit of successes into your life ?

One can attempt to Redefine your definition of success.

Here is the method:

Create a personalized list of “Top 10’s” for the year.

Your lists might include “Top 10 Hurdles I Overcame in 2007″

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- Posted on November 20th, 2007 in Pages, Personal Development, Humour | 3,621 Views | Comments (0)

PERFORMANCE.Personal Development

“I think it is an immutable law in business that words are words, explanations are explanations, promises are promises — but only PERFORMANCE is reality.”
- Harold S. Geneen 1910-, American Accountant, Industrialist, CEO, ITT
“What the statesman is most anxious to produce is a certain moral character in his fellow citizens,

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- Posted on November 20th, 2007 in Personal Development, Management, Quotations | 2,529 Views | Comments (0)

Perfor***ce (man).Quality

Performance……

“”Perfor***ce (man) …Perfor’ce you are required to demonstrate it with resuts.
So some say ‘Performance’ is the other side of personal development.

Good workers display results. Bad workers make excuses. Hoowever, pressure to Per’force ‘results’ should not ’suck the success’ out. So performance is always accompanied by moderate pressure. Low or High presssures both are detrimental.”"
copyright (c) 2007 Priyavrat Thareja

“It is much more difficult to measure non-PERFORMANCE than PERFORMANCE. PERFORMANCE stands out like a ton of diamonds. Non-PERFORMANCE can almost always be explained away. Harold S. Geneen 1910-, American Accountant, Industrialist, CEO, ITT

*Wish to read exerpts from What’s to be done about performance reviews? concluded by Prof Jim Heskett Harward Business schools Working Knowledge in

Harward Business Reviews
Article printed from systematicHR - Human Resources Strategy and Technology: http://systematichr.com
URL to article: http://systematichr.com/?p=626

Exective summary of Performance Review:
What can we do to make performance reviews more productive and less distasteful? Should their objectives be scaled back to just one or two? Should they be disengaged from the determination of compensation and, if so, how?

Long schedule of 93 contributions are at http://hbswk.hbs.edu/item/5563.html

- Posted on November 20th, 2007 in Quality, Personal Development, Management | 1,875 Views | Comments (0)

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