This article will propose with evidence that leaders need to abstain from taking the greatest number of decisions as they could. They don’t have to bounce into all basic leadership opportunities. The lesser decisions they make, the better it is for an organization. The recommendation has not risen up out of the impulses and fancies of the authors’ perception; rather it is based on scientific findings. A recent article appeared in Psychological Science by Baror and Bar (2016) suggests that the overload of information to the brain may make your decision making process slow and less innovative. On the other hand, a clear brain can find innovative solutions to the problems at disposal.

Keen observers of ‘management’ profession will agree that leadership is important in an organization; yet unfortunately, economics experts hardly depend on it. In economists’ normal models, managers simply fill the crevice in power. An economic model regularly predicts essential bits of knowledge, yet it precludes pivotal role of leadership skills. When they do, they tend to concentrate on how the leader leads. Specifically, Hermalin (1998) and subsequent researchers questions how a leader with private data about the return to effort can persuade her kindred individuals that she is not deceiving them. There is an earlier question: why ought to there be a leader who has exclusive access to data? Why not sidestep the leader and essentially make data accessible to everybody in an organization? A significant part of the late MBA/PGDM course curriculum in top B-Schools, indeed, contends against the leader’s advantaged access to information and for amplifying straightforwardness.

So, why is it hard to make decisions? Maybe, it is on account of the variables and the results are frequently uncertain. As an individual (leader or no-leader with MBA/PGDM degree) we don’t like uncertainty. Uncertainty makes us stressed and analysis paralysis. The key is to know when and what you don’t know is imperative, and provided that this is true, how to gather the necessary data to determine uncertainty. We, as a whole realize that gathering and processing information is expensive, as are its configuration and ideal contracts. On the off chance that we consider each conceivable option, we will have better choices and settle on the best choice. We do this comprehensive inquiry as an approach to eliminate uncertainty.

A study by Shim and Steers (2012) found that Toyota contends both deliberately and authoritatively by underscoring arranging and work frameworks to moderate the effect of any turbulence in the outside environment (stability is key), while Hyundai contends by tolerating ecological instability and danger as a piece of ordinary day by day operations (adaptability is key). As an after effect of these distinctions, Hyundai can change course more rapidly than its bigger rival as new open doors and advances develops. This shows that the quickly changing universe of business requests exceptional aptitudes of basic leadership. The leaders need to settle on choices in light of the present as well as required to be creative and advanced in their basic leadership approach subsequent to considering all contemplations.

Subsequently, it is suitable for a leader to appoint less huge matters of basic leadership to his companions in a hierarchical set up. This will help the leader in decongesting his psyche of the repetitive components or unimportant information and will help him to concentrate on basic leadership and critical thinking issues. This will likewise urge them to make out-of-box thinking, considering the entire picture and taking progressive choices for change of business in this uncertain economic environment. Up-to-date course curriculum at PGDM degree level at Asia-Pacific Institute of Management is a unique way to augment the leadership skills among the aspiring managers.


National Summit on CSR organised by Asia-Pacific Institute of Management & INDIACSR at New Delhi

Asia-Pacific Institute of Management, New Delhi and INDIACSR Group organized National Summit on Best Practices in CSR: Learning and Future Ahead on 3rd March 2017 at Asia-Pacific Institute of Management, New Delhi.

The summit was graced by the esteemed think tanks AnuragBatra, Chairman & Editor in Chief – BW Businessworld; Dr BS Sahay, Director, IIM Raipur; AnupamNidhi, Group Head CSR, Reliance Group; Rusen Kumar, Founder & Editor, India CSR Network; Dr. S.P. Chauhan (Director, Asia-Pacific Institute of Management) and Dr. KK Upadhyay (former head of FICCI Aditya Birla CSR Centre for Excellence) and Prof.Saurabh Mittal (Convener-CSR Summit 2017).
After the floral welcome and lamplighting by dignitaries on the dias, Prof.Saurabh Mittal spoke about the relevance of the summit and discussed the agenda. Prof. Mittal highlighted the need for platform where the CSR projects being undertaken by corporate and NGOs across the country can be discussed. The various projects have  had substantial impact on the stakeholder’s lives. The summit was designed in a way to discuss, publish and honour the outstanding CSR projects in the country.

Dr. S P Chauhan welcomed the dignitaries to the summit and he discussed the need of moving ahead from CSR and adopt the ISR (Individual Social Responsibility). Dr.Chauhan highlighted the need for blood donation and organ donation, which might transform the lives of needy.

Mr.AnuragBatra, Chairman & Editor in Chief – BW Businessworld addressed the forum and highlighted the important role of corporate CSR partnership in nation building. He expressed his concerns on emerging challenges of CSR.Mr.Batra too stressed on individual social responsibility and need for the social enterprises in the country.

The summit had a key note on CSR leadership by renowned academician Dr. BS Sahay, Director, IIM Raipur. Dr. BS Sahay, talked about how academician can add value to the CSR space taking CSR knowledge to the society. Dr.Sahay shared his experience about the need and impact of various initiatives of individuals and corporate which have changed the fortune for many beneficiaries.

Another key note speaker Ms.AnupamNidhi, Group Head CSR, Reliance Group shared about CSR strategy, governance and key CSR projects of Reliance.

Rusen Kumar, Founder & Editor of India CSR Network said, “India CSR believes in Inclusive Growth as a holistic part of CSR Studies. As a think tank, India CSR looks at scaling up professional learning and the measuring CSR development for the betterment of the CSR fraternity. To bring about this change the India CSR looks at adding Corporate, Government and society CSR values for a faster scale up.”

Book on CSR released

Summit also witnessed the launch of book titled ‘Best practice in CSR: Learning and future ahead’ edited by Rusen Kumar, Prof Saurabh Mittal and Dr Rana Singh, a collection of case studies on contemporary CSR projects and successful social enterprises. India CSR believes that case story published in the book will help the reader to understand the importance and impact of the CSR contributions. India CSR strongly believe that CSR projects being executed in the world need to be documented and published regularly, so that the stakeholders may also get ready access to them. The book will be an important tool to glance at the prevailing CSR practices in the country.

India CSR Network honoured Dr. Prof B S Sahay with ‘India CSR Lifetime Achievement Award’ for his outstanding contribution to CSR space.

The award was presented at National Summit. Prof Sahay also delivered his key note address to CSR fraternity attending the summit. He motivated the CSR leaders for their continuous contribution and efforts for the service toward community development in India. He deliberated about required professional qualifications, trainings for professional excellence in the area of emerging CSR ecosystem in the country.

The prestigious ‘India CSR Women CSR Leadership Award’ was conferred upon Ms.AnupamNidhi, Head CSR, Reliance Group for her outstanding contribution in strategizing large scale CSR projects. The honour was presented at the Summit. AnupamNidhi delivered her key note address to CSR fraternity attending the summit. While addressing Nidhi emphasised on urgently need of partnership working model of CSR implementation. Working in collaborations can bring change at community level.AnupamNidhi at India CSR Summit

During the summit, following organizations were also felicitated with ‘India CSR Awards’ for their significant contributions to the society:

  • Bharti Foundation honoured with ‘India CSR Awards (Corporate)’ for its SatyaBharti School Program a Decade of Delivering Joyful Education.
  • ShriJagdambaSamiti, Rishikesh honoured with ‘India CSR Awards (NGO)’ for changing the lives of farmers with agro based livelihood arrangements.
  • Buddy4Study honoured with India CSR Awards (Social Enterprise) for its remarkable contribution in helping students to achieve their dreams by providing scholarship search engine.

On the occasion case studies were discussed at the summit and judged by the esteemed jury chaired by AnupamNidhi, Group head CSR, Reliance Group. The below mentioned case studies were honoured with ‘India CSR Award of Appreciation’ for innovative CSR practice and impact to the society.

  • NandGhar: Building a New India a Project by Vedanta Limited;
  • Networked Society as CSR: The Baank-e-loom Project by Ericsson India;
  • Uttam Gram an Integrated & Holistic Village Development Project by AROH Foundation;
  • Mosquitoes and us Godrej Consumer Products Limited (GCPL);
  • Mobile 1000: an initiative of WockhardtFondation;
  • Renewing Fresh Hope in Neonatal Care Hand in Project by Hand in Hand India;
  • Revolutionizing the Education Practical Learning Solutions by Stem Learning and
  • Improving Maternal & Child Health Services Project by Hand in Hand India;
  • India’s Unfiltered Story Lifestraw by Vester Guard;
  • The SatyaBharti School Program: A Decade of Delivering Joyful Education by Bharti Foundation;
  • CSR Backed Community RO Plants Providing Safe Drinking Water on Affordable Terms;
  • Water ATM – Water Vending Machine by Synergy Solar.

CSR heads, domain experts and academicians participated the summit. Leading organization participated the Summit:

IICA, Reliance Group, Indian Railway, Vedanta Foundation, Amul Dairy, Ericsson Foundation, Hand in Hand, Aroh Foundation, Synergy Solar, Adani Power, ShriJagdambaSamiti, Bharti Foundation, Stem Learning, Life Straw- Vestergaard, Godrej Foundation, Buddy4Study, Wockhardt Foundation, Spark Minda Foundation, Business World, BIMTECH, HP, MitaanSevaSamiti, Corporate Saints, The Rotary Foundation, United India, YashSiqure Technologies, Synergy Solar Inc, The World United Educators Association, Yellow Bus, Serve Samman.

The summit provided a platform for the companies with their operations in India, to showcase the work being carried out in CSR Domain and how it forms an integral part of the company’s strategy. The consulting firms, NGOs and researchers joined with innovative ideas, which are proven to be effective with some real life demonstrations or the research projects.

The summit provided opportunity for corporate to interact with CSR experts and the young minds to further enhance the value of projects being undertaken. Many business houses, social organizations and individuals are putting various efforts and doing innovations in the domain of CSR. To bring the key stake holders together and discuss on the CSR agenda, India CSR arranged the Summit.

In the valedictory session, Prof.Saurabh Mittal and Mr.Rusen Kumar honoured the Jury Members for their presence and evaluation of the CSR Projects. The convener thanked all the organisations for sending their projects to the summit and dignitaries for sparing time and making the summit a grand success.



Apply now and join Asia Pacific Institute of management in 2017

Applications to Asia Pacific Institute of management, New Delhi are now in full swing, with hundreds of people having already applied for management courses starting in Autumn 2016. This year, we have some new aspects of the application process and also some new programmes so it is important to check that you still meet all of the entry requirements for your chosen programme before you apply.

Dual and Super Specialization Program

Successful students in Asia Pacific Institute of management are usually very motivated to study their chosen specialization and typically have a career in mind that they want to pursue after finishing their studies. This is why they decide to opt for a specialist Master programme. As you can only indicate limited preference; therefore, it is essential that you consider your choice carefully to ensure that the programme you choose to apply for best matches your strengths, interests and career aspirations. Most people are unlikely to be equally motivated for both Marketing and Finance, for example, as the programmes are so different. Even if you are really enthusiastic about both options, you can actually study both programme at Asia Pacific Institute of management. All the Programmes are designed and specialized keeping in mind the current market and industry development.

Following are the few features of our program:

PGDM (General): Dual specialization program. The focus here is primarily on building a strong foundation of conceptual and analytical skills required for advanced and specialized courses offered in the second year.  Students with diverse academic backgrounds choose this program to be well versed with various functional areas namely, human resource, operations, and Information technology in addition to the conventional specialization.

PGDM (Marketing): Super Specialized Program 

To meet the corporate demand, new electives have been added namely, digital marketing, even and media management and strategies for emerging markets and others have been introduced in the curriculum. Workshops have been introduced to provide hands- on training on the latest digital media technique.

PGDM (International Business): Super Specialized Program

Here were teaching integration of the Indian economy and businesses with the global environment.  As a part of the curriculum for International Business, we offer global exchange program for Students preparing them for International market.

PGDM (Banking and Finance Services): Super Specialized Program

Develops ‘quality’ bankers through a carefully devised curriculum to teach the most modern finance and accounting methods. Helps students to seek key positions in the Banking and financial sector of India and abroad.


Things You MUST know as a Management Student

img_6980Generally, I have seen and observed that MBA aspirants whenever appearing for any counseling or GD/PI sessions are concerned (would ask query) about the placements of the b school which is fair but the job is incomplete. Besides placement there are other factors that are equally important from the student’s point of view which generally is lacking during the interactions. Moreover, MBA is all about learning the skills that are needed to grow any business or idea to its heights not a job consultant which/who will guarantee job placements. Placement is a secondary important aspect. I have compiled all the necessary information from various past research publications that a student should seek in order to assess any b schools across NCR or within the country.

Placement Activities done by the b school

Past Placement Records of the b school

Sectors in which placement has been done

Companies those recruited the students

Job opportunities generated per student

Industrial Visit organized by the b school

Seminar conducted by the b school

Event & Competition organized by b school

Tour & Picnic arranged by the b school

Sports activities done by the b school

Cultural Activities organized by b school

Hostel Facility provided by b school

Size of Campus

Library facility

Computer lab facility

Areas for self study (Reading Room)

Use of Technology (Projector, Printer Etc.)

Suggestion from the friends

Suggestion from the family

Opportunity for part time work

Self motivation of the student

Financial background of the family

Support from the financial institute

Siblings studied in the past

Boyfriend or girlfriend studying in b school

Career goal of the student

Social status of the parents

Friend circle

Word of mouth

Experience of the faculty

Popularity of the faculty

Knowledge Diversity of faculty

Education Background of faculty

Admission process of the b school

Reputation of the b school

Racial harmony in the b school

Entrance test of the b school

Guidance from the counselor

Desire for the good recognition of student

Link with the industries of the b school

Social life on the campus

Cultural knowledge and values of student

Safety on the campus

Study atmosphere around b school

Reservation quota of the b school



How to crack Skype interviews for top MBA colleges in India?

_mg_5168I have conducted scores of interviews of Delhi NCR and from other state candidates who have applied for admission to the Asia Pacific Institute of Management, New Delhi, one of the leading b schools in Delhi NCR region – both in person and over Skype. Interviews over internet are one of the recent trends that are very popular in B school admission process and also in getting jobs. One such method is Skype interviewing. It has become easier for MBA candidates to shortlist B schools and appears for the interview via skype for the same. This saves a lot of money and effort of the candidates and their parents. Skype Interviewing may sound very casual but it is very much a formal, professional procedure and is taken seriously by the Institutes/companies. In an era where MBA applicants often come across as overly packaged and polished, an increasing number of MBA programs have started using online video-interview platforms in order to get a better sense of your personality. They’ve seen what you have going for you on paper; a video interview can help them judge whether or not the “real you” matches the impression you’ve built through your other materials. Following are some minor yet important points which need to be considered before you appear for a Skype interview.

  1. Make sure your user Id/username is a professional one.
  2. Internet speed and connectivity should be high.
  3. Should have good quality audio/video equipments (camera, earphone).
  4. Be aware of your visual background (No open bathroom doors, open closets stuffed with clothes, generally unkempt surroundings).
  5. Don’t refer any notes during the conversation.
  6. Maintain Eye contact.
  7. Don’t make excuses if you don’t know the answer (e.g. sorry I can’t hear you).
  8. Should be alone in the room (no distraction).
  9. Handle technical glitches with grace (if any).
  10. Use chair for sitting. Don’t sit on bed or move around.
  11. Prepare (and practice) succinct responses for all of the typical MBA-related questions: Why Program X, Why an MBA overall, Why now, what are your career goals, Summarize your career to date, and so on.
  12. Record yourself answering these questions. Have a trusted friend review your responses and tell you how you’re coming off. Tweak your style accordingly.

Launch your career in a new direction through top MBA colleges in India

creative-444Now days you will rarely find any person who spends his entire life in a particular company or in a particular industry. Infact many people would agree to the notion that if you are looking for the fast track to gain the skills, competences or network to launch your career in a new direction or start your own business, a popular way to do it is through a management course from a good PGDM institute. Leadership, critical thinking, cross cultural awareness, communication, knowledge about current technology, intellectual creativity are some of the skills that is being developed or strengthened during pgdm courses/MBA program and has been widely accepted and recognized by the top mba colleges in Delhi.  In fact it has been accepted by many research firm that two-thirds or more graduating use MBA degree as a means of launching pad in their career.

students-picsThe career switchers look upon the mba degree as a way to expand the career opportunities. I personally went to do mba in marketing after completing my graduation from arts background. I realized that the MBA experience opened my mind to various new opportunities/possibilities. Without a doubt I can say that I never would have achieved what I have today without an MBA. Since admission season is around the corner so I would like to suggest to those applying to an MBA program in the coming time. Doing management course from a good pgdm institute demands a lot of investment in terms of time, energy, money, so be mentally prepared to face all the challenges thrown at you. Make a solid case of yourself and show to the management and the companies that you what the industries requires.


How Organizational Behavior & Human Resource Management are related?

Hand holding a Human Resources Word Sphere on white background.

Organizational behavior is a term used to explain the concept of the behavior of individuals who constitute the human elements of an organization. This is related to human resources, which is a concept that is used to describe the management of the employees in any organization. From the description of the two terms, it is easy to see how organizational behavior (OB) and human resource management (HRM) are related. Organizational behavior looks at the individual behavior, and then moves to group behavior, progressively to the organization behavior, which we can also call the organization culture. It requires skills to understand how the organization and its members affect each other. Its areas include frameworks for diagnosing and resolving problems in organizational settings. Thereby we can say that organizational behavior (OB) is the study of individual and group dynamics within an organization setting whereas human behavior, call it individual behavior is a sub-set of organization behavior.

Human behavior is inherent in each individual which means his characteristics, his way of behaving and thinking are his own features while organizational behavior is a group or company culture unique of each own felt and done. The relationship between organizational behavior and human resource management stems from the fact that human resource management can be used as a tool for shaping organizational behavior.  The effective use of human resources can be used to shape the perceptions and behavior of the employees in an organization, resulting in a desired outcome in their organizational behavior. This link between organizational behavior and human resource management can be seen in the area of the workers’ attitudes toward their jobs. Part of the responsibilities of the human resources department is managing the issues related to the welfare of the employees in an organization. When this responsibility is pursued diligently, the employees will have a more positive attitude toward their jobs and will be more willing to go the extra mile in furthering their duties.

img_6980Thus we can say that the field of organizational behavior and human resource management deals with the behavior of individuals and groups within organizations. They investigate the enhancement of the effectiveness of an organization’s human capital in order to gain competitive advantage and achieve organizational goals. OB field include topics such as personality / dispositions, emotion and affect, motivation, social concept and identity, decision making and cognition, justice and trust, organization and work attachment, leadership, groups and teams, and organizational culture and climate whereas HR encompass topics such as job analysis, recruitment, selection, training and development, performance appraisal, compensation, quality of work life, workforce diversity, and strategic human resource management. Students seeking managerial careers in any business function can valuably learn about leadership, motivation, morale, performance, teams, organizational culture and organizational design by opting organizational behavior course, whereas those interested in making their career as human resource management specialists and managers can gain technical knowledge about selection, performance appraisal, training, compensation, workforce diversity, work and family programs, and strategic human resource management.