The Learning Captain: October 2020

According to Ralph Waldo Emerson “ we aim above to hit the mark”. The new management under the context of the academe is that those who lead are attuned to the changing natures of teachers, students and its environs. Hence, The leadership styles of academic institutions must blend with the demands of the times. Our concern, in general is creating a new culture, more specifically, designing a high performance environment with in your school, community and related avenues.The job of every school is education…quality education. Faculty, staff and administrators must be educated to keep their skills current, increase their responsibilities, and cooperate in achieving common goals. Education is not by lecture but by policies and practices that reinforce planning, self evaluation and self development. Transformational educational leaders can provide extra ordinary effort among faculty and staff in a certain educational set up. Leaders who have personal approach to people and can instill in them a sense of larger mission create a higher performance atmosphere one in which the school manager becomes the coach, cheerleader, facilitator, and consultant. leadership essay topics got visions and expectations that encourage them to work for hours, produce outstanding results and express total commitment. This type of leaders gives followers a sense of autonomy and fosters their self development. Further, this type of leadership provides a model of integrity, fairness, and high standards while being capable of formality and firmness and of reprimanding or correcting inappropriate. When people clearly understand what is expected of them and are held accountable for fulfilling these expectations, performance improves and productivity increases. Clarifying roles and relationships among faculty and staff is a continuing responsibility of leadership. Academic administrators often despair of managing their school to their own satisfaction, knowing the impossibility of managing the institution satisfactorily from everyone else’s point of view. The approach to academic management can provide principals greater self-satisfaction while increasing acceptance of academic management by others. It emphasizes creativity rather than constraint, continuity rather than conformity, achievement rather than protocol.

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Compensation and reward depends upon such factors as competence , length of service , contributions, and loyalty to the company. Managerial pay is not supposed to be individual performance measure but rather on the unit of organization performance . Managers compensation is subjected to statutory sealing. As per the latest guidelines , monthly salary varies from Rs 40,000 to 87,500 subject to an overall limit fixed per annum including perquisites . Finally theoretically, remuneration of managerial personnel is supposed to be guided by job description , job evaluation, salary grades with ranges of pay in each grade and salary surveys .But in practice norms seem to have thrown to winds and exorbitant amounts are paid to decision makers in organizations. The annual salary of Ceo's range from Rs 50 lakhs to few corer. Why should the managers be paid more? Managers have intensive worth and hence command hefty premiums .

The managers drive himself to success in his or her role is creating the mean by which certain organizational goal is achieved . The financial reward is a symbol of managers role itself , its power , its dignity and its freedom. The class of people called manager are always in short supply. One must pay heavenly if one has to attract and retain talented and competent individual. Having succeeded in retaining them , the manager must be motivated for better performance and it is the money which motivates employees and managers are no exceptions . The lifestyle that fits his status and job requires considerable amount of money. To a worker , the wage is a mean of living but for a manager financial reward is a symbol of social prestige and position . It is to eliminate or at least minimize corruption. The best of satisfying greed is to pay well. Scans and scandals cost the organization heavily. Against changing patterns , organization are increasingly linking their variable pay plans to individuals , teams and organizational performance. Some of the variable pay plans(VPPs) that organizations have successfully implemented include individual/team performance based gain profit sharing , productivity based business individual /team performance , based gained profit sharing , productivity based business incentives , stock options , and ownership and other customized schemes. While long term incentive plan is a good mechanism to link organizational objectives to individual rewards . The feedback is that organizations with strategically aligned variable compensation have experienced a positive impact on individual as well as organizational performance .

Q5 How do you measure that a breadth of best practice is in place to leap the business growth both now and in the future? The success of IT is not for its own sake, but to ensure the entire business success. IT organizations should be able to define and align operational KPIs to strategic KPIs of business for successful tracking of the effectiveness of strategic KPIs. By the time IT is ready to deliver functionality to the business, the business needs not just "requirements" have already changed. Therefore, CIOs must become true business leaders by looking to get much closer to their company’s customers in understanding their needs, and use the big 'WHY' to help crystallize their own companies 'what.' The effective way to track the achievement of strategic goals is to cascade those down throughout the organization with the use of operational KPIs. It DOES mean that at the operation level, there should be some metrics that can be tied directly to achieving strategic goals. If one focuses on short-term value too much, this might not support long-term strategy and vision in the end. If one puts too much focus on long-term value, there may be a loss of momentum and engagement. To improve IT maturity, IT needs to change the emphasis to an “outside-in” approach with that vital focus on users. IT has both internal customers and end customers as well. Cutting out waste such as shrinking the gap between business and IT could make a significant contribution and the sooner it starts the better it will be for all involved. At the higher level of maturity, IT is the business driver and innovation center.