Games Organized at Work
Nowadays, many organisations have come up with the idea of playing games at work. As the famous saying goes, “All work and no play makes Jack a dull boy”, so the companies have introduced the concept of playing games at work. Games certainly serve as a exhilarating break from the daily dreary schedule and also tend to sharpen up a person’s mind or skills.
Without the play element at work, human beings will become robots which they are not and never want to be. Different kinds of games promote different levels of enthusiasm or life. For example, some games are used to further team spirit, some to step-up team building while others are used to boost collective nature amongst employees.
Strive to Survive is one of the games played at work. In this game, each team is given a scenario, and the team members decide the path of action. This game calls for the team members to arrive on a common consensus and take instant conclusions. Ask the team members to play diverse characters and see them settle who is preferred to survive the disaster.
Another fascinating game that can be played t work is known as “Animal instincts”. Ask the team members in every team to decide animal sounds to link with certain actions. For example, a bark shows bending down while a quack may indicate running and so on. Ask one of the team members to be blindfolded to perform the actions (animal sounds can be to used to guide the player) and others have to guess it. This game furthers effective communication between team members and increases their logic as well.
Another game called “body language” can also be played at work. Ask each member to spell a word by means of his/her body language, and ask other members to guess the word that is being spelt through “body English”. This game is about logical associations, and also helps to improve communication.
Games have an important role to paly in enhancing the overall personality of an individual.So play games and keep your minds fresh!
Portfolio Management-Three Factor Model
Before going further into the articles, let me give you a brief idea about Portfolio Management. Portfolio management is more than running multiple projects. Each portfolio needs to be assessed in terms of its’business value and adherence to strategy. Basically, a portfolio is designed to achieve a defined business objective or benefit.
The three-factor model, also known as the Fama and French three-factor model, and was developed in 1993 by Eugene Fama and Kenneth French. This three-factor model is widely analyzed by fund managers and investors to analyze and return associated market/instruments to make the highest return for the risk taken.
CAPM (Capability Asset Pricing Model) model is the original model of the three-factor model. Hence, for a greater understanding of the three-factor model, it is essential to ananlyze this model as well. The formula of CAPM is: R= Rf+ beta * (Rm -Rf), where R is the return, Rf is the return rate of risk-free investments, beta is the risk associated with a security market, and Rm is the return rate expected from the market. CAPM model successfully explains around 80% of returns.
The formula of three-factor model is: R= Rf + beta* (Rm-Rf) + Bs*SMB+ Bv* HML.SMB is called as the Small Minus Gap, and HML is known as “High Minus Low”. Bs and Bv are beta related to small cap and large cap portfolios having values of either 0 or 1.
The idea behind this model is that, value and small cap stocks often outperform large- cap stocks. The potential reasons for this could be a higher reward for covering higher risk taken and early mispricing of equities. Fundamentally small-cap companies often show better growth and this is reflected on their stock prices.
This model has gained lot of popularity amongst fund managers and investors because it has outperformed most others.So, if you want to have better understanding of market and its’ gimmicks, follow the three-factor model.
Five Reasons Why Friendliness Is a Leadership Necessity
We have often heard about the different qualities that a good leader must posses or have. But often, we tend to ignore the fact that,”a leader should be friendly”. An alpha dog leadership can in the end turn out to be derogative for the employees, system and the leader himself! Being soft, gentle and warm in your relationships- even in the times of anger and tension, can earn you accolades and esteem from the employees and other people.
There are a number of causes why friendliness is a leadership requirement. Firstly, if you have a friendly attitude, then people will respond more openly and positively to you. Every one wants to happy; and friendliness is a great way to widespread happiness.
Secondly, whether leaders know it or not, their words or actions are carefully watched or observed by people. By radiating friendliness leaders are being the means that are the ends in the making. Thirdly, displaying friendliness even in the toughest circumstances can make you a model in the organization. This will help you to set an example of how people should react in such hard times.
Of course, by exhibiting friendly attitude, you are sure that many people will support your cause. Basically, leaders cannot propel or force people to work according to them, and it is up to the people whether to function for you or against you. But if you are friendly, then there are more chances that you’ll be backed or loved by everyone.
Your opponents can be put off balance. As a leader, you’ll often come across people working against you, but when they encounter friendly attitude on your part, they’ll be thrown-off balance in benignly effective ways. In this way, you’ll even be able to turn your enemies in your favor.
So,if you want to be a good leader, be a good human being first! With a friendly and warm attitude, you can win hearts of all the people in your organization.
Selecting a Coach for Your Employees
Selecting a coach for your organization is not an smooth task. In fact, it can be quite daunting and frustating, if you want to employ the ideal person for your company. Choosing the right coach for your demands or situation will be a crucial epitope of whether your plan succeeds or not.
First Of All, it is essential to determine the need for which you want to employ a coach. For instance, it could be to frontline your employees, or to develop managerial or leadership attainments. Once you have decided this, the next question goes around around the fact, that who will take this powerful role. Your coach may be external or internal to the organization.
For selecting a good coach you need to keep a lot of things in mind. The first question that you should think of is whether the person has had any formal training or not? How many coaching clients they have had, since they became a coach? Are they certified through a coaching program? It is important to note, that the certification is granted by the International Coaches Federation.
You need to ask the person about their preferred way of working with the clients. Some may work for six months on a contract basis, while others may have certain conditions or requirements before they take on this task. Ask about their charges or fees. Focus more on you and the desired outcomes that you want from investing time and money into coaching.
Lastly beware of advice givers/ shares of expertise. They may be great advisers, but such people are not good coaches. A good coach is someone who is able to identify your potencies, failings, aims and venerations, and put’s you in the driver’s seat.
With the right kind of coach and progressive coaching environment, you can be sure of achieving your coaching goals.
Description and Explanation of Action Centered Leadership
Action Centered Leadership is a model developed by John Adair that focuses on what leaders should do in order to be effective. Any leader should gain the respect of the group that he leads. Now this person is judged by his qualities, potential and the actions that he/she takes while doing the job with his/her teammates. Going by this, one can say that the leadership is centered in the actions that a person takes. From here, came the concept of Action Centered Leadership.
The Action Centered Leadership model revolves around three key activities undertaken by the leader: achieving the task, building and maintaining the team and developing an individual (honing his talents or skills). Some of the world’s greatest leaders had and have the abilities to read the situation and act according to the needs, as they appear.
For attaining the target or achieving the task needs, every leader should be aware of their work aims and restraints. Now the leader needs to name the people, procedures and programs required to accomplish the task. He should review the performances, and maintain and monitor activities as per the parameters.
Building and maintaining the team is another outstanding task that the leader needs to carry out. All important factor is that the communication should be accessible and straight, so that a common trust develops. He/she needs to anticipate and resolve group fights, discrepancies and conflicts. To help team spirit, as well as production, the standards in the team need to be high and members should take pride in their work.
Lastly, a leader should have the ability to discover and hone the skills of any person in the group. He should be able to identify their personality, skills, strengths, objects and fears. He should be able to help individuals: plans, problems, highs and lows. The sensitive leader should also remember the dignity of an individual, and should take steps to boost and instigate an individual.
It is essential the the leadership in the oraganization is powerful and impressive, so as to attain maximum profit and applauds.
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