Hi all,


A small truth to make our Life 100% successful.......... If [color=darkred]A B C D E F G H I J K L M N O P Q R S T U V W X Y Z Is equal to 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26


Then H+A+R+D+W+O+R+K = 8+1+18+4+23+15+18+11 = 98%


K+N+O+W+L+E+D+G+E = 11+14+15+23+12+5+4+7+5 = 96

L+O+V+E=12+15+22+5=54%

L+U+C+K = 12+21+3+11 = 47% (None of them makes 100%)

..............................Then what makes 100%

Is it Money? ..... No!!!!!

Leadership? ...... NO!!!!

Every problem has a solution, only if we perhaps change our "ATTITUDE". It is OUR ATTITUDE towards Life and Work that makes OUR Life 100% Successful.. A+T+T+I+T+U+D+E = 1+20+20+9+20+21+4+5 = 100
so change your attitude make your life easier.


Regards,

RUPOK

hello buddy have a break now ,
so shut ur computer,bookes,notes,pen.


Try to save our planet.

Stop Global Warming

Global warming is one of the most serious challenges facing us today. To protect the health and economic well-being of current and future generations, we must reduce our emissions of heat-trapping gases by using the technology, know-how, and practical solutions already at our disposal.

SWOT analysis

In SWOT, strengths and weaknesses are internal factors for an organisation. For example:

A strength could be:

1.Your specialist marketing expertise.
2.A new, innovative product or service.
3.Location of your business.
4.Quality processes and procedures.
5.Any other aspect of your business that adds value to your product or service.

A weakness could be:

1.Lack of marketing expertise.
2.Undifferentiated products or services (i.e. in relation to your competitors).
3.Location of your business.
4.Poor quality goods or services.
5.Damaged reputation.

In SWOT, opportunities and threats are external factors. For example:

An opportunity could be:

1.A developing market such as the Internet.
2.Mergers, joint ventures or strategic alliances.
3.Moving into new market segments that offer improved profits.
4.A new international market.
5.A market vacated by an ineffective competitor.

A threat could be:

1.A new competitor in your home market.
2.Price wars with competitors.
3.A competitor has a new, innovative product or service.
4.Competitors have superior access to channels of distribution.
5.Taxation is introduced on your product or service.

A word of caution, SWOT analysis can be very subjective. Do not rely on SWOT too much. Two people rarely come-up with the same final version of SWOT. TOWS analysis is extremely similar. It simply looks at the negative factors first in order to turn them into positive factors. So use SWOT as guide and not a prescription.

Simple rules for successful SWOT analysis.

1.Be realistic about the strengths and weaknesses of your organization when conducting SWOT analysis.
2.SWOT analysis should distinguish between where your organization is today, and where it could be in the future.
3.SWOT should always be specific. Avoid grey areas.
4.Always apply SWOT in relation to your competition i.e. better than or worse than your competition.
5.Keep your SWOT short and simple. Avoid complexity and over analysis
SWOT is subjective.

Management by Objectives (MBO)


is a process of agreeing upon objectives within an organization so that management and employees agree to the objectives and understand what they are in the organization.
The term "management by objectives" was first popularized by Peter Drucker in his 1954 book 'The Practice of Management.

objective:

Objectives can be set in all domains of activities (production, services, sales, R&D, human resources, finance, information systems etc.).
Some objectives are collective, for a whole department or the whole company, others can be individualized.

Practice:

MBO is often achieved using set targets. MBO introduced the SMART criteria: Objectives for MBO must be SMART (Specific, Measurable, Achievable, Relevant, and Time-Specific). In some sectors (Healthcare, Finance etc.) many add ER to make SMARTER, where the E=Extendable R=Recorded.[citation needed]
Objectives need quantifying and monitoring. Reliable management information systems are needed to establish relevant objectives and monitor their "reach ratio" in an objective way. Pay incentives (bonuses) are often linked to results in reaching the objectives

Limitations:

There are several limitations to the assumptive base underlying the impact of managing by objectives, including:
1. It over-emphasizes the setting of goals over the working of a plan as a driver of outcomes.

2. It underemphasizes the importance of the environment or context in which the goals are set. That context includes everything from the availability and quality of resources, to relative buy-in by leadership and stake-holders. As an example of the influence of management buy-in as a contextual influencer, in a 1991 comprehensive review of thirty years of research on the impact of Management by Objectives, Robert Rodgers and John Hunter concluded that companies whose CEOs demonstrated high commitment to MBO showed, on average, a 56% gain in productivity. Companies with CEOs who showed low commitment only saw a 6% gain in productivity.

3. It did not address the importance of successfully responding to obstacles and constraints as essential to reaching a goal. The model didn’t adequately cope with the obstacles of:
Defects in resources, planning and methodology,
The increasing burden of managing the information organization challenge,
The impact of a rapidly changing environment, which could alter the landscape enough to make yesterday’s goals and action plans irrelevant to the present.
When this approach is not properly set, agreed and managed by organizations, in self-centered thinking employees, it may trigger an unethical behavior of distorting the system of results and financial figures to falsely achieve targets that were set in a short-term, narrow, bottom-line fashion.
A more fundamental and authoritative critique comes from Walter A. Shewhart / W. Edwards Deming, the fathers of Modern Quality Management, for whom MBO is the opposite of their founding Philosophy of Statistical Process Control.
The use of MBO needs to be carefully aligned with the culture of the organization. While MBO is not as fashionable as it was before the 'empowerment' fad, it still has its place in management today. The key difference is that rather than 'set' objectives from a cascade process, objectives are discussed and agreed, based upon a more strategic picture being available to employees. Engagement of employees in the objective setting process is seen as a strategic advantage by many .
A saying around MBO and CSF's -- "What gets measured gets done" - is perhaps the most famous aphorism of performance measurement; therefore, to avoid potential problems SMART and SMARTER objectives need to be agreed upon in the true sense rather then set.

References:

^ Drucker, Peter F., "The Practice of Management", 1954. ISBN 0060110953
^ S.M.A.R.T. defined at LearnMarketing.net
^ A Foundation of Goal Management Practice in Government: Management by Objective - [1]
^ The Goal of Management; from MBO to Deming to Project Management and Beyond - [2]
^ Castellano, Joseph F.; Kenneth Rosenzweig, Harper A. Roehm (Summer, 2004). "How corporate culture impacts unethical distortion of financial numbers: managing by Objectives and Results could be counterproductive and contribute to a climate that may lead to distortion of the system, manipulation of accounting figures, and, ultimately, unethical behavior". Management Accounting Quarterly. http://findarticles.com/p/articles/mi_m0OOL/is_4_5/ai_n6276425/pg_1. Retrieved on 2006.
^ Statistical Process Control: the Founders' Way - http://www.statistical-process-control.org/
^ Handy Understanding Organizations (Penguin Business) (3rd Edition) (Paperback)
^ Behn, R.D. (2003), ‘Why measure performance? Different purposes require different measures’, Public Administration Review, 63:5, 586-606
Retrieved from "http://en.wikipedia.org/wiki/Management_by_objectives"

Creating S.M.A.R.T. Goals

Specific

Measurable

Attainable

Realistic

Timely

Specific : A specific goal has a much greater chance of being accomplished than a general goal. To set a specific goal you must answer the six "W" questions:

*Who: Who is involved?

*What: What do I want to accomplish?

*Where: Identify a location.

*When: Establish a time frame.

*Which: Identify requirements and constraints.

*Why: Specific reasons, purpose or benefits of accomplishing the goal.

EXAMPLE: A general goal would be, "Get in shape." But a specific goal would say, "Join a health club and workout 3 days a week."

Measurable: Establish concrete criteria for measuring progress toward the attainment of each goal you set. When you measure your progress, you stay on track, reach your target dates, and experience the exhilaration of achievement that spurs you on to continued effort required to reach your goal.
To determine if your goal is measurable, ask questions such as......How much? How many? How will I know when it is accomplished?

Attainable : When you identify goals that are most important to you, you begin to figure out ways you can make them come true. You develop the attitudes, abilities, skills, and financial capacity to reach them. You begin seeing previously overlooked opportunities to bring yourself closer to the achievement of your goals.
You can attain most any goal you set when you plan your steps wisely and establish a time frame that allows you to carry out those steps. Goals that may have seemed far away and out of reach eventually move closer and become attainable, not because your goals shrink, but because you grow and expand to match them. When you list your goals you build your self-image. You see yourself as worthy of these goals, and develop the traits and personality that allow you to possess them.

Realistic : To be realistic, a goal must represent an objective toward which you are both willing and able to work. A goal can be both high and realistic; you are the only one who can decide just how high your goal should be. But be sure that every goal represents substantial progress. A high goal is frequently easier to reach than a low one because a low goal exerts low motivational force. Some of the hardest jobs you ever accomplished actually seem easy simply because they were a labor of love.
Your goal is probably realistic if you truly believe that it can be accomplished. Additional ways to know if your goal is realistic is to determine if you have accomplished anything similar in the past or ask yourself what conditions would have to exist to accomplish this goal.

Timely : A goal should be grounded within a time frame. With no time frame tied to it there's no sense of urgency. If you want to lose 10 lbs, when do you want to lose it by? "Someday" won't work. But if you anchor it within a timeframe, "by May 1st", then you've set your unconscious mind into motion to begin working on the goal.
T can also stand for Tangible - A goal is tangible when you can experience it with one of the senses, that is, taste, touch, smell, sight or hearing. When your goal is tangible you have a better chance of making it specific and measurable and thus attainable.

10 Goal Setting Tips

1) Choose worthwhile goals. You would think it would go without saying but lots of people set meaningless goals - and then wonder why they don't feel any sense of achievement. Remember that the purpose of goal setting is to move us forward and spur positive change. If a goal doesn't have this motivating, transformational quality, don’t bother with it. You'll just be disappointed. 2) Choose goals that are achievable stretches. The fact that goals have to be achievable is standard goal-setting advice. Pretty well everyone knows that there's no point in setting a goal that you will never be able to accomplish. All you'll do is get frustrated and abandon it. Less well-known is the fact that goals need to stretch you in some fashion. If a goal isn't engaging, you'll get bored and abandon it. 3) Make your goals specific. The big problem with the sample goals I've used to open this article is that they're vague. To decide that you're going to lose twenty pounds, for instance, is nice, but provides you with no guidance for doing that. Think how much easier it would be to accomplish this goal if you knew exactly what you were going to do to lose weight. So when you're goal setting, use a goal setting formula that gives your goal a built-in action plan. You'll start accomplishing more than you thought possible. 4) Commit to your goals. You need to dedicate yourself to accomplish the goal you have chosen. That's why writing your goals down is a common goal-setting tip; it's the first step to committing to achieving your goals. But you also have to realize that accomplishing a goal is not an overnight process and that you are going to have to work regularly at transforming your goal into an accomplishment. And you have to set aside the time you will need to work on your goal. 5) Make your goal public. Making your goal public is a goal-setting technique that is really effective for many people. Think of organizations such as TOPS (Take Off Pounds Sensibly) and their weekly weigh-ins. Knowing that others are going to be monitoring your results ensures commitment to the goal and is extremely motivating. You don't have to join an organization or broadcast your goal on a Facebook page to make your goal public; having a goal buddy, a single person interested in your efforts can be just as effective. Continue on to the next page to read five more goal-setting tips...

So far we've looked at how you can set the right goals and the importance of making your goals specific and committing to working on them. Here are five more goal-setting tips to help you accomplish what you want to accomplish. 6) Prioritize your goals. Goals don't have to be huge projects that take months or even years to attain, but because they require commitment and need to be worked on regularly, every single goal that you set will be demanding. So don't sabotage yourself by taking on a bunch of goals at a time. Assuming that you are following all the other goal-setting tips presented here and setting worthwhile goals, I would recommend working on no more than three at a time, and even then you should choose one goal as your top priority. 7) Make your goals real to you. Goal setting is basically a way to approach the process of accomplishment. It's a very successful way if done right, but like all such processes, it's a bit abstract. Using techniques such as visualization to focus on what actually accomplishing your goal will be like and what it will do for you can be very powerful - and a great help in staying motivated. Choosing and posting pictures that represent successfully accomplishing your goal is another way of doing this. 8) Set deadlines to accomplish your goals. A goal without a deadline is a goal that you have not fully committed to and a goal you will not achieve. For one thing, if working on achieving a goal is something you can do whenever, you won't. For another, having a deadline will shape your plan of action. To return to the weight loss example, it makes a great difference whether your goal is to lose twenty pounds in four months or in ten. You will have to do a lot more exercising and cutting down on your food portions if you want to lose weight more quickly. 9) Evaluate your goals. Remember that goal setting is a process - and evaluation is an important part of that process. Don’t just settle for a 'good' or 'bad' assessment; think about what you did, how you did it, and what you got out of it. Whether you accomplished your goal or not, there's always something to be learned; what works or doesn't work for you, whether achieving your goal lived up to your expectations, why you failed. Extracting these lessons will increase your accomplishments even more as you apply them to your future goal-setting experience. 10) Reward yourself for accomplishment. Internal satisfaction is a great thing, but external rewards can be immensely satisfying, too. When you accomplish a goal, you've devoted time and effort to your success, so take the time to celebrate your success, too. One caveat; don't undermine your efforts by choosing an inappropriate reward. Eating a huge slab of cheesecake is not an appropriate reward for losing twenty pounds; for example, a new outfit would be a more suitable choice. Set the Stage for Your Goal Setting SuccessSo don't defeat your goal-setting efforts before you even start to work on accomplishing your desired goals. Set yourself up for success rather than failure by applying these ten goal-setting tips and start achieving what you want to achieve.

3 Rules for Setting Business Goals


Like setting personal goals, setting business goals provides us with direction and motivation. But only if we set the right goals, goals that will keep our business on track rather than derail it. How do we know that we're setting the right business goals? The right business goals follow three goal setting rules.
1) Business goals need to be relevant.
Business owners sometimes make the mistake of choosing business goals that are pointless. For instance, one person I know once set a business goal to hand out one hundred business cards a month. Well he did, but so what? If his intention in setting this business goal was to bring in more business, we all know that the way to do that is to establish relationships with people, and you don't accomplish that by just handing someone a card. The whole exercise was just a waste of time.
To be relevant, a business goal has to be profitable in some fashion. That's not to say that every business goal has to be measurable in dollars and cents, but it does have to possess a clear advantage or benefit to your business.
2) Business goals need to be actionable.
An even more common mistake when setting business goals is to choose business goals that are too vague or abstract. Business goals such as "Andy's Antiques will improve our customer service" sound nice - but if Andy's Antiques is your business, how are you going to do that?
When you're setting business goals, be sure that you have developed them from general statements, such as in the example above, to specific actions that can be performed and evaluated. (See Setting Goals Is the First Step to Achievement to learn how to create specific goals.) Goals without action plans are just pretty words.
3) Business goals need to be achievable stretches.
The purpose of business goals is to move our businesses forward and, as I said in the opening of this article, to motivate us. So we have to position the bar very carefully when we're setting business goals. If the bar is set too high, we set ourselves up for failure and disappointment and many of us, recognizing this in advance, will just stop trying.
On the other hand, if the bar is set too low, and all we have to do is step over it, we might not bother to do it as we won't get enough satisfaction or recognition from the accomplishment. A goal has to stretch us to be worth doing. Recognize that a business goal has to 'feel' worthwhile and set business goals that will accomplish the dual purpose.
Follow these three rules when you're setting business goals and you’ll find that you're automatically achieving more because you'll no longer be wasting time setting goals that defeat the purpose of the exercise.
Ready to create business goals for your own business? Quick-Start Business Planning for Small Businesses will lead you through the process.
You might also want to read Top 10 New Year's Resolutions for Business Success; it presents business goals to move your business ahead that you might want to incorporate into your plans.