Ask not why VW failed to measure upto, Ask why am I grappled with How To Measure? Resolve with one & the Only Corporate Management Operating System

Source: Ask not why VW failed to measure upto, Ask why am I grappled with How To Measure? Resolve with one & the Only Corporate Management Operating System

Ask not why VW failed to measure upto, Ask why am I grappled with How To Measure? Resolve with one & the Only Corporate Management Operating System

  • Correcting the fault lines in Volkswagen needs fundamental change of corporate restructuring.
  • Ethics is subtler than the subtle that aligning Fiscal Responsibility to Ethical Responsibility is a challenge only a few companies are structured to undertake. Spreadsheet structure is an anomaly.

  • Let us watch how Volkswagen takes it?

 

Jayaraman Rajah Iyer

Kodaikanal, India

+919487390439

jayar@ibcm.in

4th October 2015

 

Why the HUL Ratings are far lower?

My response to: “I was pretty intrigued going through the presentation which you have prepared on Hindustan Unilever Ltd. Having gone through the presentation I should also share the information that HUL was given the most coveted Corporate Governance award by the Institute for the year 2011. However the grading given by you on all the parameters seems to be far lower than what the Institute felt in awarding Corporate Governance Award.- ICSI Institute Member”

Jayaraman Rajah Iyer

30 Nov. 2013

 

Pole Shift Theory of Management for Investors in People (IIP) Standard

Pole Shift Theory of Management for Investors in People (IIP) Standard critically looks at IIP and exhorts to shift the focus of analysis from ‘effect’ on Objects to ’cause’ of energy force i.e the Subject.

School of Management, Cranfield University Research Study of The Investors in People (IIP) Standard states: Quote: The Investors in People (IIP) Standard is a UK quality standard introduced in 1991. Currently about 31% of the workforce are employed either by organisations that are recognised as Investors in People employers or organisations working towards achieving recognition status. IIPUK’s Delivery Partners currently work with almost 40,000 organisations employing over 7.5 million people and engage with new organisations on a daily basis, which highlights its potential impact on the UK economy. The Standard’s main objective is to improve organisational performance through the management and development of people. Unquote.

Organisational performance through management of Intangible Value Capital, as suggested by IBCM© Research would improve substantially with measurable valuation of Action and Inaction of tasks, where there is no bottom-up or top-down hierarchical approach to management as Investors look at an organisation as a single force energy represented by People.

Jayaraman Rajah Iyer