Life is Beautiful

Well It was long since I played a prank. Also Abu(my colleague) was due for a prank.He just joined 1 month back and didnt know much about the policies in our company …Last friday thought of playing a prank on him. I just wanted to have him ph interview a fake person, who can give him a tough time… I started making the base by telling him that he ll need to interview someone and I would pass him the resume of the person. I also asked him as to what kind of questions he would ask and he was like ” I dont ask technical questions, I mainly look for the aptitude of the candidate.” . I was like “ok …lets see” …

Last Friday I asked Ajit(another colleague) , if he knows someone who can be that ph interview candidate.. He was like ” what ph interview?? ..Lets have onsite interview :p” …I was like “wow ..:D” …It was 5:30 pm on Friday ..We decided to do it on Friday itself …We had very less time since interview was supposed to be at 6pm …Abu has already lost faith in me coz of my other pranks , so I couldn’t ask him for the interview …

We decided to ask a senior person to ask Abu for the interview on the pretext that he had some emergency.

At 5:35 pm

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I love to observe things around me and analyze them. Also got to read a nice book on management last week.. From my observations and those readings , I got to learn few things about managing ppl which was pretty interesting.

Every workplace, big or small involves managing ppl and finally getting work done from them…So as some ppl say ” ppl are the most imp resource of an organization” …More judiciously you use this resource , better are the chances of success of the organization . Every manager has the responsiblity of managing ppl under him and getting work done from them …

Finally you have to the get the work done. Thing that really matters is how you get the work done !!

Consider a manager getting the work done without even thinking whether ppl working under him are happy or not. I think in the short run it will work fine. But it has been proved that if that happens for long , ppl (who are not happy with their work) subconciuosly withdraw from giving their best. Day after day , their productivity is getting converted into frustation. Its possible at some points, there is need in the group to get some kinda work from an employee which he/she doesnt enjoy at all. In that case , it would be much better if manager lets the employee know that he/she really appreciates employee’s efforts of doing the work which employee doesnt really enjoy. If the manager constantly shows his thankfulness to the employee and make some efforts that employee doesnt have to work on the stuff he/she doesnt like for long, I am sure employee will try to give his/her best. At the end of the day if the ppl are not happy , things cant scale. With ppl unhappy, one project can be done on time , second can be done on time BUT not the third one. I agree that it needs lotsa efforts to keep all the employee working under you happy. It involves , understanding them first, knowing what they like and what they are best at. Its kinda investment which is definitely needed for long term results.
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Some time back I learnt a very nice theory.. If you realy think about it , it will make lottsa sense

This is how it goes …(excerpted from Habit 1: Be Proactive, in The 7 Habits of Highly Effective People, by Stephen R. Covey)

We each have a wide range of concerns - our health, our family, problems at work etc., and it is these things that make up our ‘Circle of Concern’. As we look at the things within our Circle of Concern, it becomes apparent that there are some things over which we have no real control and others that we can do something about. We can group the things we can do something about within a ‘Circle of Influence’. The two circles are shown below:

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