Thursday, January 19, 2012

நுகர்வோர் நீதிமன்றம் அதிரடி




தகவல் தராமல் வங்கி கணக்கை முடிக்க கூடாது

ஆதாரம்:தினகரன் : 1/17/2012 1:23:30 AM

புதுடெல்லி : வாடிக் கையாளருக்கு முன்கூட்டி தகவல் அளிக்காமல் வங்கி கணக்கை முடிக்க முடியாது என்று டெல்லி நுகர்வோர் அமைப்பு தீர்ப்பளித்துள்ளது.

டெல்லி, கரோல்பாக் பகுதியை சேர்ந்தவர் பிரபாகர். நுகர்வோர் குறைதீர்ப்பு அமைப்பில் அவர் தாக்கல் செய்த மனுவில், ‘‘ஸ்டேட் பாங்க் ஆப் பிகானரில் கணக்கு வைத்துள்ளேன்.

 சமீபத்தில் எனது 2 காசோலைகளை பரிமாற்றம் செய்த வங்கி, 3வது காசோலையை கார ணம் கூறாமல் நிராகரித்தது. கேட்டதற்கு கேஒய்சி எனப் படும் அடையாள ஆவண ங்கள் தரவில்லை என்று கூறி வங்கி கணக்கு முடிக் கப்பட்டதாக ஊழியர்கள் தெரிவித்தனர். 

எனக்கு தகவல் தெரிவிக்காமல் இப்படி செய்தது முறைய ல்ல. இதனால், மனஉளைச் சலுக்கு ஆளானேன்’ என்று கூறினார். இதை விசாரித்த நுகர் வோர் அமைப்பு, ‘வாடிக் கையாளருக்கு தகவல் தராமல் கணக்கை வங்கி தன்னிச்சையாக முடிக்க முடியாது. கேஒய்சி விதி முறைகளை வாடிக்கையா ளர் அளிக்க வேண்டியதை முன்கூட்டி தெரிவித்திருக்க வேண்டும். 

இது சேவை குறைபாடு. மனுதாரருக்கு ஏற்பட்ட மனஉளைச் சலுக்கு ரூ.15,000 இழப்பீடு வழங்கவும், அவரது கணக்கை தொடரவும் வங்கிக்கு உத்தரவிடுகி றோம்’ என்று தீர்ப்பளித் தது.

Five Deadly Business Sins


Source :Bloomberg: Rick Wartzman:THE DRUCKER DIFFERENCE January 13, 2012, 

Two avoidable mistakes were enough to trip up Eastman Kodak, once one of America's mightiest companies

Just how lethal are Peter Drucker’s “five deadly business sins”? You might askEastman Kodak (EK), which has committed at least a couple of them and now finds itself on the verge of bankruptcy.
Word emerged last week that Kodak, founded in 1892 and for many decades widely celebrated as one of the world’s greatest companies, may soon file for Chapter 11 protection if it can’t raise enough cash by selling off pieces of its patent portfolio. The news was a sharp reminder of how incredibly challenging it is to sustain any organization, even the most iconic.
How did it come to this? In certain respects, Kodak has been on the defensive since it began facing heightened competition from its arch rival Fuji (8278:JP) some 30 years ago. But fundamentally the company has slipped because it fell prey to two of what Drucker identified in a 1993 essay as a quintet of “avoidable mistakes that will harm the mightiest business.”
The first is a preoccupation with high profit margins. The second: “slaughtering tomorrow’s opportunity on the altar of yesterday.” (The three other deadly business sins, according to Drucker, are “mispricing a new product by charging ‘what the market will bear’; “cost-driven pricing” in which you merely add up your expenses and then stick a profit margin on top—a subject I’ve explored previously; and “feeding problems” while “starving opportunities.”

PLUSH PROFITS CAME EASILY TO KODAK

Few things are as seductive to a business as fat profit margins, and cranking out little yellow boxes of film proved extremely lucrative to Kodak for a long time. For a company in this situation, “the economic returns from the alternatives are simply comparatively unattractive,” Ziggy Switkowski, a former top Kodak executive, explained last week to The Australian.
The problem is that an upstart with a new technology or a disruptive business model will invariably enter the market at the low end and eventually wind up bushwhacking the high-margin manufacturer. Clay Christensen describes this process in his book The Innovator’s Dilemma. Drucker, in his piece, highlighted a similar vulnerability.
The troubles long endured by the U.S. automobile industry were “in large measure … the result of the fixation on profit margin,” Drucker wrote. “By 1970, the Volkswagen Beetle had taken almost 10% of the American market, showing there was U.S. demand for a small and fuel-efficient car. A few years later, after the first ‘oil crisis,’ that market had become large and was growing fast. Yet the U.S. automakers were quite content for many years to leave it to the Japanese, as small-car profit margins appeared to be so much lower than those for big cars. This soon turned out to be a delusion—it usually is.”
Drucker believed that rather than focus on profit margins, a company is better off paying attention to total profit, which is profit margin multiplied by sales volume. It is this figure, he maintained, that helps ensure “optimum market standing.”
Kodak’s other sin—hanging on to the past so vigorously that it ignored the future—has bedeviled many others, as well. Drucker pointed, for instance, to the time that IBM (IBM) fought back against Apple (AAPL) to gain leadership in the then-fledgling personal computer market. But before long, Drucker recalled, IBM “subordinated this new and growing business to the old cash cow, the mainframe computer.” It was soon left behind.

EXTINCTION WASN’T FORESEEN

With Kodak, the “biggest failing was not identifying that the future of the high-margin chemical-imaging business was going to end,” said Switkowski, who worked at the company from 1978 to 1996 and once ran its Australian unit. Kodak’s “strategy was to optimize returns ultimately for a business that would become extinct.”
About 10 years ago, Kodak did try to move more forcefully into digital cameras. It couldn’t figure out how to make money on them, even as it became the leader in U.S. sales. Kodak’s frustrated chief executive officer, Antonio Perez, wound up calling it a “crappy business,” and the longtime Hewlett-Packard (HPQ) veteran has since been searching for some other product to turn the company around. For several years, Kodak has pushed high-tech printers. Nothing, though, has really clicked.
In some ways, it’s hard not to sympathize with Kodak’s struggles to reap a decent profit with its digital offerings. Film, after all, constantly needs to be replaced, just like razor blades. Digital photography, by contrast, provides no such recurring income stream.
Yet in the end, this radical shift only underscores that Kodak should have moved far more boldly—and much more quickly—into the digital universe. Doing so might have given Kodak sufficient time and space to totally overhaul its operations and better position the company for success in the 21st century.
The saddest part, perhaps, is that Kodak had a chance. In the mid-1980s, a consulting firm called the Index Group predicted in a report to Kodak’s marketing division that digital technology would take over film by 2000. “They rejected our work and told us it would not happen until after 2020,” says Adam Crescenzi, who helped prepare the Index analysis. “They laughed it off.”
The lessons from Kodak are clear: 
The future always arrives faster than you think it will.
 The temptations of sin, meanwhile, are awfully tough to resist.
Rick Wartzman is the executive director of the Drucker Institute at Claremont Graduate University.

How Great Leaders Inspire and Transform

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Source : HBR : Douglas Conant :January 13, 2012, 11:39 AM EST



Several years before I came to Campbell I worked for the CEO of Nabisco as part of his executive team. He asked his direct reports to confidentially take a test designed to provide insight into our ways of thinking. The test results identified me as an “Idealist-Realist.” I’ve used this term as a touchstone time and again over the years because it is such an apt description of my core leadership philosophy. Over my career, I have found that idealism and realism are the two leadership attributes that truly inspire and mobilize people. Separately, these qualities are limited and ineffective, but combined they create a powerful tool for engagement.
Rudy Giuliani understood this idea. As Mayor of New York City after September 11th, he stepped-up and announced to the world with conviction and confidence that “we are going to make this the safest city in the world.” At the time, New Yorkers were beleaguered and demoralized. Many wondered aloud whether this was an impossible objective. Still, that vision of the future was one that people desperately needed to believe because it offered them the hope they longed for. But perhaps even more powerful than inspiration, Giuliani advanced pragmatic plans designed to help the city move towards that aspiration. Both his words and actions demonstrated that he realized the magnitude of the challenge. His inspirational vision and realistic approach united the people of New York City and enabled Giuliani to fundamentally change the profile of the city.
An idealistic vision is what motivates all of us. We want to know that we are working toward something consequential, something noble. This simple truth applies to every single person within your organization, from the receptionists to the general managers. That is the real job of a true leader — to offer a vision that inspires and motivates. But as difficult as that is to achieve, it is not enough. People also need to know that you yourself, as a leader, are in touch with reality, that you are willing to roll-up your sleeves and engage in the hard work that execution entails.
Bill George was able to achieve this ideal as Chairman and CEO of Medtronic, where he created an aspirational vision that centered on saving lives. To bring that vision to life he arranged for employees to meet face-to-face with some of the patients whose lives they were saving. He made it plain as day that together they were working toward something noble. But George also made it abundantly clear, through words and actions, that he understood the harsh reality of the challenge. Under his leadership, Medtronic grew in market value from less than $1 billion to over $60 billion in 18 years.
At Campbell, during my ten-year tenure, our idealistic goal was to “build the world’s most extraordinary food company by nourishing people’s lives everywhere, every day.” While this is an ambitious goal, among many other things we’re backing it up with specific programs that will realistically have a lasting, positive impact on the health and well being of the youth in local communities where our facilities are located. Our plan to make our hometown of Camden, NJ a better place is a small but meaningful part of what allows employees at Campbell to feel fulfilled through even this latest economic crisis. According to Gallup, Campbell has consistently maintained an employee engagement ratio at “world class” levels.
This extremely high degree of engagement is a byproduct of realistic-idealism. Over the years, leveraging this philosophy is what has helped me recruit and retain some of the best people in the consumer products industry.
As a leader, my thinking always starts with the question: how can things be better? I find it much more interesting, and fruitful, to start with optimism and then to move quickly on to how to execute against that aspiration. Of course, there have been times over the course of my career when I’ve fallen short of the ideal, where I’ve given up on the vision because it seemed too difficult at the time. Similarly, I have worked in environments where it has seemed impossible to find a compelling vision and I’ve had to settle into block-and-tackle mode. We’ve all been there. But over the last 20 years, I’ve committed myself to always striving for that higher ground — and it has made all the difference in my life and the lives of the people with whom I’ve worked.
An idealistic vision can lift people up and engage them, but it also needs to be approached in a way that acknowledges the reality of the challenge. Great leaders are able to work both agendas simultaneously in a compelling way.