Military Metaphors in Business Management Jargon

MILITARY METAPHORS IN BUSINESS MANAGEMENT JARGON

Musings of a Navy Veteran

By

VIKRAM KARVE

The Art and Science of Management owes its genesis and evolution to the Military.  

Modern Management theories, concepts, techniques and practices emerged in the 1950’s from the experiences and lessons learnt during World War 2 

This was particularly so in The United States of America by organizations like the RAND Corporation.

For example – the concept of systems analysis – which involves looking at a particular problem not in isolation but rather in the context of the whole system of which it is a part and then explicitly examining the consequences of alternative courses of action – was developed at RAND in the 1950’s to address military challenges.

The revolutionary technological concepts of information technology like internet and software and hardware technologies on which today’s corporate world depend so extensively also emanated from the military. 

In fact – RAND was the birthplace of the Internet's basic distributed network technology.

Isn’t it therefore ironic that the reverse is happening today...?

Yes – it was the military that gave modern management principles to the civilian corporate world.

And – today we see a paradoxical situation of Military Officers running to Civilian Business Schools and Management Institutes to “learn” management and acquire the coveted MBA degree which is the sine qua non and all important passport for entry into the corporate world.

It is also amusing to see so-called management experts from the corporate world – safely ensconced in the comfort of their air-conditioned offices – who are far removed from the experience of war and who have never seen a shot fired in anger – boast of using military strategy in boardrooms – and advocating the use of military tactics in sales and marketing.

These Management Gurus freely bandy about terms like “foot soldiers”, “generals”, “field experience” – and liberally quote from Sun Tzu’s The Art of War and other military classics. 

It has become fashionable to call competitors as “enemies” and use terms like “battles” and “leading from the front” – little realizing that there is a vast difference between the rules of engagement pertaining to corporate “wars” and actual wars fought on real battlefields.

This metaphorical imagery may sound appealing to civilians – but – the stakes are vastly different.

If a Manager does not “win” – he risks losing his job – and he may cause a financial loss to his company.

If a Military Officer does not win – he risks losing his life (and those of his men) – and he can cause defeat in war to his country – which can have catastrophic consequences. 

Think about it.

VIKRAM KARVE

Copyright © Vikram Karve 
1. If you share this post, please give due credit to the author Vikram Karve
2. Please DO NOT PLAGIARIZE. Please DO NOT Cut/Copy/Paste this post
© vikram karve., all rights reserved. 

Repost of my post MILITARY METAPHORS IN MANAGEMENT JARGON posted online earlier at url: http://karvediat.blogspot.in/2016/03/military-metaphors-in-management-jargon.html 

Morale – Meaning and Definition

MORALE
The Meaning and Definition of Morale
By
VIKRAM KARVE

I am sure you have heard of the term MORALE – especially if you are an HR person or a Military Officer. 

But tell me – do you precisely know the meaning of the term MORALE...?

If you Google the word MORALE to find out the definition – you will get a plethora of confusing gobbledygook.

The reason is clear – MORALE is an intangible entity which is easy to experience and feel – but which cannot be precisely defined.

So I will say only this.

MORALE comes from 3 factors:

1.    Having an important job to do.

2.    Feeling that you are doing it well.

3.    Receiving recognition for your good work.

That is all there is to it. 

Morale has got nothing to do with money. 

Morale is all about recognition – and the respect which flows from recognition. 

At this juncture – let me give you a quote by Mary Kay Ash : 

“There are two things people want more than sex and money – Recognition and Praise...” 

WHAT ARE THE FACTORS THAT RAISE MORALE...?

There are 3 R’s of Human Resource Management:

1. REWARD

2. RECOGNITION
3. RESPECT

Of these 3 R’s of HR Management – Reward has got the least to do with Morale

Recognition and Respect contribute much more to raising Morale

So if you want to raise MORALE you must focus on the 3 points mentioned above and ensure that the employee gets due RECOGNITION and consequential RESPECT.

I will end with a quote by General George S. Patton on the importance of Morale:

“Wars may be fought with weapons – but they are won by men

It is the spirit of men who follow – and of the man who leads – that gains the victory...”

VIKRAM KARVE

Copyright © Vikram Karve 
1. If you share this post, please give due credit to the author Vikram Karve
2. Please DO NOT PLAGIARIZE. Please DO NOT Cut/Copy/Paste this post
© vikram karve., all rights reserved.

Disclaimer:

All stories in this blog are a work of fiction. Events, Places, Settings and Incidents narrated in the story are a figment of my imagination. The characters do not exist and are purely imaginary. Any resemblance to persons, living or dead, is purely coincidental.

Copyright Notice:

No part of this Blog may be reproduced or utilized in any form or by any means, electronic or mechanical including photocopying or by any information storage and retrieval system, without permission in writing from the Blog Author Vikram Karve who holds the copyright.

Copyright © Vikram Karve (All Rights Reserved)

     

© vikram karve., all rights reserved.

Earlier Posted Online by me Vikram Karve in my blog Academic and Creative Writing Journal at urls: http://karvediat.blogspot.in/2010/07/morale-and-human-resource-management.html and  http://karvediat.blogspot.in/2013/03/the-meaning-of-morale.html and http://karvediat.blogspot.in/2015/07/morale.html

ARE YOU A HARDWORKING IDIOT - ARMY WISDOM - APPLIED TO HR MANAGEMENT - VON MANSTEIN MATRIX

ARMY WISDOM - APPLIED TO HR MANAGEMENT

Here is an article I wrote long back (during my teaching days) maybe 20 years ago in the 1990’s. 

I am sure it is applicable even today.

Why don’t you read it and tell me?

VON MANSTEIN MATRIX
How to Categorize Human Resources
Four Types of Employees
By
VIKRAM KARVE
Human Resources are the most precious asset of an organisation.  

Hence, before we try to “manage” Human Resources it may be prudent to classify your employees into suitable categories based on certain attributes.

The Von Manstein Matrix is an excellent paradigm to categorize your organisation’s Human Resources, especially the Executive or Officer level employees.

General Von Manstein identified four types of officers in the German Officer Corps of the army. 

Though this model was postulated for the Army, I think this categorisation applies to employees most organisations even today.


THE FOUR TYPES OF OFFICERS (or EMPLOYEES)
  


1. LAZY and STUPID

As per Von Manstein, the first category comprises the lazy and stupid ones. 


He suggests that they be left alone as they do no harm. 

Yes, by and large the Lazy and Stupid Employees are quite Harmless.

Lazy and Stupid people rarely do much active harm. 

The only harm they sometimes cause is more often based on missing opportunities and stifling the creativity of those who report to them. 


Sometimes they are the unavoidable “baggage” or “passengers” you have to carry along.

You see many of this type in the army who are hanging around and achieving nothing much for the organization but being carried along as “passengers” which is feasible in a mammoth organization with huge inertia.  

  
2. HARD-WORKING and INTELLIGENT

The second category comprises the hard-working and intelligent individuals. 


These are excellent staff officers who ensure every detail is accurate. 


The hardworking and intelligent employees make competent administrators and efficient line managers who can take orders from above and deliver the desired results.

However, such hardworking and intelligent are best kept at the mid-management level where they perform the best.

In the army, such hardworking and intelligent officers are best suited as staff officers (upto Colonel level).
  
3. HARD-WORKING and STUPID

In the third category are the hard-working and stupid ones.


These, hardworking “idiots”, according to Von Manstein, are a nuisance and menace. 

They must be fired at once because all they do is to create irrelevant work for everybody.

These hardworking idiots force everyone around them to perform pointless tasks and are a pain in the neck for everyone around them.

In the army, these hardworking and stupid officers are the ones you see slogging away sincerely in junior ranks wondering why they did not get promoted to high rank despite their hard work.
  
4. LAZY and INTELLIGENT

And finally there are the lazy and intelligent ones. 


These select few are suited for the highest office. 


Laziness stimulates creativity because lazy people are always looking for easier, simpler, and less laborious ways to do things, so they try and innovate. 


And, by chance, if a lazy person is also intelligent he or she will certainly be a fantastic and ingenious innovator. 


Lazy people are natural delegators so they find it very attractive to let their subordinates get on with their work without interference from above. 


That is why Lazy, Intelligent Employees make Natural Leaders as they focus on the essentials and ignore anything that might create unnecessary work, whether for themselves or other people.


It is the lazy intelligent individuals who indeed make great strategists and leaders.

In the army, these are the officers who become generals and senior commanders.

Yes, being lazy and intelligent is considered the highest level of OLQ or “Officer Like Quality” in the military.


Dear Reader, now you know how to reach the “top” - don’t you?

Try this success mantra.


Just be lazy and intelligent. 

You are sure to succeed.

And make sure you don’t fall into the trap of becoming a “hardworking idiot”.

Yes, it is best to be lazy and intelligent.


You don’t believe me?

Why don’t you look around your workplace and confirm the accuracy of the Von Manstein Matrix.

VIKRAM KARVE

Copyright © Vikram Karve 

Vikram Karve has asserted his right under the Copyright, Designs and Patents Act 1988 to be identified as the author of this book review. 

© vikram karve., all rights reserved.

Disclaimer:

All stories in this blog are a work of fiction. The characters do not exist and are purely imaginary. Any resemblance to persons, living or dead, is purely coincidental.

NB:

No part of this Blog may be reproduced or utilized in any form or by any means, electronic or mechanical including photocopying or by any information storage and retrieval system, without permission in writing from the Blog Author Vikram Karve who holds the copyright.

Copyright © Vikram Karve (all rights reserved)

© vikram karve., all rights reserved.

Did you like this article?

I am sure you will like the 27 short stories from my recently published anthology of Short Fiction COCKTAIL
To order your COCKTAIL please click any of the links below:
http://www.flipkart.com/cocktail-vikram-karve-short-stories-book-8191091844?affid=nme
http://www.indiaplaza.in/cocktail-vikram-karve/books/9788191091847.htm
http://www.apkpublishers.com/books/short-stories/cocktail-by-vikram-karve.html

COCKTAIL ebook

If you prefer reading ebooks on Kindle or your ebook reader, please order Cocktail E-book by clicking the links below:
AMAZON
http://www.amazon.com/dp/B005MGERZ6
SMASHWORDS
http://www.smashwords.com/books/view/87925

Foodie Book:  Appetite for a Stroll
If your are a Foodie you will like my book of Food Adventures APPETITE FOR A STROLL. Do order a copy from FLIPKART:
http://www.flipkart.com/appetite-stroll-vikram-karve/8190690094-gw23f9mr2o

About Vikram Karve

A creative person with a zest for life, Vikram Karve is a retired Naval Officer turned full time writer and blogger. Educated at IIT Delhi, IIT (BHU) Varanasi, The Lawrence School Lovedale and Bishops School Pune, Vikram has published two books: COCKTAIL a collection of fiction short stories about relationships (2011) and APPETITE FOR A STROLL a book of Foodie Adventures (2008) and is currently working on his novel and a book of vignettes and an anthology of short fiction. An avid blogger, he has written a number of fiction short stories and creative non-fiction articles on a variety of topics including food, travel, philosophy, academics, technology, management, health, pet parenting, teaching stories and self help in magazines and published a large number of professional  and academic research papers in journals and edited in-house journals and magazines for many years, before the advent of blogging. Vikram has taught at a University as a Professor for 15 years and now teaches as a visiting faculty and devotes most of his time to creative writing and blogging. Vikram Karve lives in Pune India with his family and muse - his pet dog Sherry with whom he takes long walks thinking creative thoughts.

Vikram Karve Academic and Creative Writing Journal: http://karvediat.blogspot.com
Professional Profile Vikram Karve: http://www.linkedin.com/in/karve
Vikram Karve Facebook Page:  https://www.facebook.com/vikramkarve
Vikram Karve Creative Writing Blog: http://vikramkarve.sulekha.com/blog/posts.htm
Email: vikramkarve@hotmail.com

Twitter: @vikramkarve

      

© vikram karve., all rights reserved.

RUNNING WITH THE “IN-SURS” and HUNTING WITH THE “A-SURS” - MUSINGS ON HUMAN RESOURCE MANAGEMENT

MUSINGS ON HUMAN RESOURCE (HR) MANAGEMENT

RUNNING WITH THE “IN-SURS” and HUNTING WITH THE “A-SURS”

A few months ago, on a lazy Sunday morning, sitting under the shady trees of the cool green Wakad Park on the banks of Mula River in Pune, a very creative friend of mine, Dhananajay Joshi, an ex navy buddy, told me about his theory that that there are three types of professionals and senior executives:

1. CV Builders

2. Empire Builders

3. Institution Builders

Since he had to rush to Mumbai, he said that he would elaborate more on the subject the next time we meet.

In the meanwhile, I wrote about it briefly in my blog:

http://karvediat.blogspot.in/2013/06/types-of-executives.html

This morning, he called me up from Mumbai, and sent me an article on the topic by email.

So, here is a “guest post” - an article by Dhananjay Joshi titled: Running with the “In-Surs” And Hunting with the “A-Surs”

RUNNING WITH THE “IN-SURS” and HUNTING WITH THE “A-SURS”

(An Article by Dhananjay Joshi)

I study people in a non-scientific way.

A scientific probe robs people of their colourful humanity.

Maybe, my results lack repeatability, and, cannot be independently validated, but they are as interesting as the people I study.

(Notice I used the word “people” instead of “subjects”)

People in corporations can generally be coloured in two shades of grey:

1. Those who are “in-sur” (musically in-tune) with organizational objectives

And

2. Those who are “a-sur” (out of tune) with organizational objectives 

It is tough to identify either, because shades of grey blend.

Let’s make this task a little more black and white.

In most corporations, it’s easy to discern three people categories:

1. The CV Builders.  The only reason they work for is because it would look good on their CV. They are like butterflies. After the nectar from a flower is exhausted, they move on to the next. They have great drive and are ambitious. They are totally “in-sur” with themselves. It’s tough to say that they are not “in-sur” with the organization. An “a-sur” masquerading? Shades of grey?

2. The Private Empire Builders.  They love to create private empires with themselves as alternate power-centres. Just like a spider. Any movement in any department is reported to the centre. The spider creates this web, by promoting mediocrity over meritocracy. Mediocrity for ever remains subservient to the central spider. The boss now needs to negotiate with the alternate power centre to execute a project. It’s tough to say that the spiders are not “in-sur” with the organization, but the “a-sur” in them needs to be satiated first.  Shades of grey again.

3. The Organization Builders.  The reason they are still there is because they believe in the organization. These are the guys who actually speak up in meetings. To the “a-surs”, these guys are committing hara-kiri by speaking-up. These guys speak-up because they believe in what they say. They are so involved in the project that, pleasing the boss does not occur to them. They have enormous drive and little personal ambition. They are “in-sur” with the organization’s objectives. Now we are moving to the black and white.

If it is about moving to black and white, let’s look at it from the point of view of drive and personal ambition.

Visually it would look something like this.

The IN-SUR versus A-SUR Grid

Revisiting the CV Builders – they obviously have high drive, which is good for the organization. What differentiates them is that also have very high personal ambition. With high personal ambition comes the need to control and dominate others.  And anybody who finds the need to “enslave” others is “a-sur”. They do not see the need to “enroll” people instead.

The Organization Builders have low personal ambition, which works very well for the organization itself. They find no need to “control” others; what drives them is the ideation process. These guys often undersell themselves, because they do not know the art of hard-sell. The organization values their worth, but does not promote them. They are soft targets for the “a-surs”.

The Private Empire Builders have low to medium drive, but high personal ambition.  Their agenda naturally veers towards filling the drive void. These guys take refuge in being the alternate power centre. Their need for control is satisfied by being the spider.

In this scenario, a CEO has a tough task: – running with the “in-surs” and hunting with the “a-surs”.

(Dhananjay Joshi would love to receive your comments and feedback by email at: dhananjaynjoshi@gmail.com )

TYPES OF EXECUTIVES

TYPES OF PROFESSIONALS or EXECUTIVES    

By

VIKRAM KARVE

I have a friend who has had a long professional experience in the industry and now is a recruitment consultant, headhunter and runs a placement agency.

He said that after years of experience in the field, he has realized that there are three types of professionals and senior executives:

1. CV Builders

2. Empire Builders

3. Institution Builders

I will discuss this with him the next time we meet. And then I may write in detail about it.

Till then, ask yourself – which type are you – CV Builder, Empire Builder or Institution Builder?

VIKRAM KARVE

Copyright © Vikram Karve 2013

Vikram Karve has asserted his right under the Copyright, Designs and Patents Act 1988 to be identified as the author of this book review. 

© vikram karve., all rights reserved.

NB:

No part of this Blog may be reproduced or utilized in any form or by any means, electronic or mechanical including photocopying or by any information storage and retrieval system, without permission in writing from the Blog Author Vikram Karve who holds the copyright.

Copyright © Vikram Karve 2013 all rights reserved

HR MANAGEMENT - Types of Human Resources - Von Manstein Matrix

VON MANSTEIN MATRIX
How to Categorize Human Resources
Four Types of Employees
By
VIKRAM KARVE

Human Resources are the most precious asset of an organisation.  

Hence, before we try to “manage” Human Resources it may be prudent to classify your employees into suitable categories based on certain attributes.

The Von Manstein Matrix is an excellent paradigm to categorize your organisation’s Human Resources, especially the Executive or Officer level employees.

General Von Manstein identified four types of officers in the German Officer Corps of the army. 

I think this categorisation applies to employees most organisations even today.


THE FOUR TYPES OF EMPLOYEES
  
1. LAZY and STUPID

As per Von Manstein, the first category comprises the lazy, stupid ones. 


He suggests that they be left alone as they do no harm. 

Yes, by and large the Lazy and Stupid Employees are quite Harmless.

Lazy and Stupid people rarely do much active harm. 

The only harm they sometimes cause is more often based on missing opportunities and stifling the creativity of those who report to them. 


Sometimes they are the unavoidable “baggage” or “passengers” you have to carry along.

  
2. HARD-WORKING and INTELLIGENT

The second category comprises the hard-working, intelligent individuals. 


These are excellent staff officers who ensure every detail is accurate. 


The hardworking and intelligent employees make competent administrators and efficient line managers who can take orders from above and deliver the desired results.

  
3. HARD-WORKING and STUPID

In the third category are the hard-working, stupid ones.


These, hardworking “idiots”, according to Von Manstein, are a nuisance and a menace.

They must be fired at once because all they do is to create irrelevant work for everybody and they force everyone around them to perform pointless tasks.

Hard working and Stupid types are a pain in the neck for everyone around them.

  
4. LAZY and INTELLIGENT

And finally there are the lazy, intelligent ones. 


These select few are suited for the highest office. 


Laziness stimulates creativity because lazy people are always looking for easier, simpler, and less laborious ways to do things, so they try and innovate. 


And, by chance, if a lazy person is also intelligent he or she will certainly be a fantastic and ingenious innovator. 


Lazy people are natural delegators so they find it very attractive to let their subordinates get on with their work without interference from above. 


That is why Lazy, Intelligent Employees make Natural Leaders as they focus on the essentials and ignore anything that might create unnecessary work, whether for themselves or other people.


It is the lazy intelligent top managers who indeed make great strategists and leaders.


Dear Reader, now you know how to reach the “top” don’t you?

Just be lazy and intelligent.

You are sure to succeed.

You don't believe me?

Why don’t you look around your workplace and confirm the accuracy of the Von Manstein Matrix.

VIKRAM KARVE

Copyright © Vikram Karve 2013

Vikram Karve has asserted his right under the Copyright, Designs and Patents Act 1988 to be identified as the author of this work. 

© vikram karve., all rights reserved.

NB:

No part of this Blog may be reproduced or utilized in any form or by any means, electronic or mechanical including photocopying or by any information storage and retrieval system, without permission in writing from the Blog Author Vikram Karve who holds the copyright.

Copyright © Vikram Karve 2013 all rights reserved

Did you like this article?

I am sure you will like the 27 short stories from my recently published anthology of Short Fiction COCKTAIL
To order your COCKTAIL please click any of the links below:
http://www.flipkart.com/cocktail-vikram-karve-short-stories-book-8191091844?affid=nme
http://www.indiaplaza.in/cocktail-vikram-karve/books/9788191091847.htm
http://www.apkpublishers.com/books/short-stories/cocktail-by-vikram-karve.html

COCKTAIL ebook

If you prefer reading ebooks on Kindle or your ebook reader, please order Cocktail E-book by clicking the links below:
AMAZON
http://www.amazon.com/dp/B005MGERZ6
SMASHWORDS
http://www.smashwords.com/books/view/87925

Foodie Book:  Appetite for a Stroll
If your are a Foodie you will like my book of Food Adventures APPETITE FOR A STROLL. Do order a copy from FLIPKART:
http://www.flipkart.com/appetite-stroll-vikram-karve/8190690094-gw23f9mr2o

About Vikram Karve

A creative person with a zest for life, Vikram Karve is a retired Naval Officer turned full time writer and blogger. Educated at IIT Delhi, IIT (BHU) Varanasi, The Lawrence School Lovedale and Bishops School Pune, Vikram has published two books: COCKTAIL a collection of fiction short stories about relationships (2011) and APPETITE FOR A STROLL a book of Foodie Adventures (2008) and is currently working on his novel and a book of vignettes and an anthology of short fiction. An avid blogger, he has written a number of fiction short stories and creative non-fiction articles on a variety of topics including food, travel, philosophy, academics, technology, management, health, pet parenting, teaching stories and self help in magazines and published a large number of professional  and academic research papers in journals and edited in-house journals and magazines for many years, before the advent of blogging. Vikram has taught at a University as a Professor for 15 years and now teaches as a visiting faculty and devotes most of his time to creative writing and blogging. Vikram Karve lives in Pune India with his family and muse - his pet dog Sherry with whom he takes long walks thinking creative thoughts.

Vikram Karve Academic and Creative Writing Journal: http://karvediat.blogspot.com
Professional Profile Vikram Karve: http://www.linkedin.com/in/karve
Vikram Karve Facebook Page:  https://www.facebook.com/vikramkarve
Vikram Karve Creative Writing Blog: http://vikramkarve.sulekha.com/blog/posts.htm
Email: vikramkarve@hotmail.com

Twitter: @vikramkarve

      

© vikram karve., all rights reserved.