The World Business

Archive for July, 2011

A good compromise process for defining system requirements that trades off rigor against flexibility has been developed by the IETF. A set of lightweight requirements, called “goals,” is developed for the system. The primary distinction between goals and requirements is that there is no intent to regress the final protocol design back onto the goals after the protocol design is complete. The goals are meant to be a set of flexible design guidelines. The same kinds of subjective, non-technical criteria that arise when developing formalized requirements also arise when developing goals. The difference is that because the intent of goals is not to rigidly structure the system/protocol design process, there is more room for flexibility during the design. The protocol design on interfaces between network entities then follows. While the frameworks developed during IETF protocol design are good at defining where interfaces between distributed network components need interoperable protocol design, such frameworks are often not very specific about what the different network entities do and what functions the protocol should perform. A functional architecture approach more accurately characterizes these points. The functional architectural approach is more formalized than the framework approach, while, at the same time, maintaining flexibility through the goals. Given a set of goals for a protocol or network system, the functional architecture approach for developing a new subsystem architecture from scratch consists of the following sequence of steps:

1. Using the requirements or goals, define a set of functions which the new subsystem must implement in order to achieve the goals.

2. Group the functions into a set of functional entities with communicating interfaces.

3. Decide which functional entities will be implemented together on a single network device and group these together; communication between the functions on the same device is handled through programmatic interfaces.

4. Define the interfaces between distributed functional entities where protocol design is required.

5. Decide which interfaces are open and require standardized protocols for interoper- ability purposes and which interfaces are closed and are therefore candidates for vendor-specific protocols.

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Is aiming for a state perfection good for corporate?  Is it possible to achieve perfection in corporate and if so how?  Human mind is yet to understand how perfection can be dangerous and detrimental?   The story of creation of man itself testifies how perfection can be so destructive and harmful.  In the course of evolution, nature appears to have done several indefinite experiments, trial & error and would have finally produced the man, ‘biologically the best perfect species’ – Homo sapiens.

 Ironically, before even the nature could gaze at its creation – the man and admires its perfect creation, the perfect man has started sowing the seeds of destruction of the beautiful nature and its wonderful resources.

 The payment and dividends the nature has to incur for the creation of the perfect man is the extinction, elimination and destruction of its beauty and diversity.

 Man love antiques and always attaches numismatic value to good old things even though they may not be in a perfect or usable state.  Many handicrafts, he loves to give an antique touch to make imperfect so it look old and beautiful.   But why the same man when dealing with their parents or grand parents who are really antiques and imperfect with age, treat differently.

 How the story of perfection and being perfect goes in corporate?  The incredible truth is that most corporate in general never like to be perfect. Being perfect in business means unfit for business.  For example, a perfect subordinate is a perennial problem to the boss whether the boss being perfect or not.  If the subordinate smartly/artificially engineer a gap in his/her work to show and provide an opportunity to the boss to make it perfect means excellent. The boss needs an opportunity to prove that he/she is the most perfect. Such subordinates are loudly applauded by the boss.  Imperfection really becomes helpful to survive in corporate world.

 The most difficult question to answer is why biologically the so perfect man loves the imperfection so much.  Anything appear perfect before him, he destroy them. The boundless beauty of nature may be hurting him deeply that the nature is more perfect than man, hence he destroy them.

 Perhaps nature would have approached the problem of perfection while creating man purely from the biological point of view and not from behavioural or psychological point of view.  Anyway, in corporate, if people at least artificially create some element of imperfection, they can live happily as such imperfect state always help the boss to prove he/she is the most perfect.

The contemporary definition of Organizational Culture includes what is valued; the leadership style, the language and symbols, the procedures and routines, and the definitions of success that characterizes an organization.

Here, organizational values are beliefs and ideas, about, what kinds of goals members of an organization should pursue and the appropriate kinds or standards of behavior organizational members should use to achieve these goals. From organizational values develops organizational norms, guidelines or expectations that prescribe appropriate kinds of behavior by employees in particular situations and control the behavior of organizational members towards one another.
In the past 25 years, the concept of organizational culture has gained wide acceptance as a way to understand human systems. From an open system perspective, each aspect of organizational culture can be seen as an important environmental condition affecting the system and its subsystem. Increased competition, globalization, mergers, acquisitions, alliances, and various workforce departments have created a greater need for organizational culture. Thus, it has become an important pattern for the organization’s development.
Below are important key ingredients of Organizational Culture:
It focuses attention on the human side of organizational life, and finds significance and learning in even its most ordinary aspects.
It requires members especially leaders, to acknowledge the impact of their behavior on the organization’s culture.
It encourages the view that the perceived relationship between an organization and its environment is also affected by the organization’s basic assumptions.
Organizational culture is possibly the most critical factor determining an organization’s capacity, effectiveness, and longevity. It also contributes significantly to the organization’s brand image and brand promise.
Organizational Culture creates energy and momentum. The energy will permeate the organization and create a new momentum for success.
The above-mentioned relevance of organizational culture supports the proposition that, in this competitive and globalized corporate scenario, there is huge need of organizational development strategy at various workforce departments, as this can improve the company’s culture. Thus, to fulfill organizations development needs, Organizational Culture Center is the better option! With its outstanding services, OCC provides meaningful responses to the company’s wants, needs and values. Its services range from Workshop, Speaking to Consulting and Coaching.
OCC, Workshop and Speaking service teach cultural enhancement programs to the attendees to improve their cultural effectiveness. It educates current and emerging leaders on issues related to organizational culture. Besides, its associates work parallel with leaders at every level of the organization by engaging and training them to understand workplace culture and to assume their responsibilities as the cultural leaders of their own individual subcultures.
Organizational Culture Center’s thirty years of experience of building culture, combined with VisionLink process, provides a complete guideline of six critical elements of workplace cultural effectiveness with the power of strategic mapping and the balanced scorecard. By availing the services of OCC you, too, can improve your company’s culture. http://www.organizationalculturecenter.com/