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IORD Journal of Science & Technology E-ISSN: 2348-0831 Volume 1, Issue II (JAN-FEB 2014) PP 05-10 www.iord.in

EMPIRICAL ANALYSIS OF CREATIVE ORGANISATION THROUGH EXCELLENT FUTURE STRATEGIES AND OPERATION RESEARCH Prof. Anil K. Gavane1 Principal, AVBIT, Pawnar, Wardha, India.

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anilgavane@gmail.com

Abstract—

Change always takes place in the worlds as change is a way of life not only in organization but also every aspect of our life. These changes create a challenges and opportunities throughout the world. India is a one of the developing country through it is going global and this is one basic reason of increasing competition and pressure on organization. Only those can flourish who can cope up with the change. Thus there is an intense need to develop and develop employees who are able to articulate the vision, mission, goals, and philosophies of the organization. Many of the organizations are organizing workforce development program to provide intensive training for those who have to be inactive for long time that hidden talent can be nurtured.

The success of any organization depends on the quality of leadership, organizational culture and style followed weather in business, team management or government. As we all know that the strides of liberalization and globalization are witnessing a distinct shift in corporate world to win these challenges of changing world of work employer need to encouragingskilling, up-skilling and cross-training programs. Trends and marked are changing and they directly affect impression credit benefit of organization.

With this view, creative organization need to be introduced to design systems with excellent future strategies and operation research so that recruiting, developing ,and retaining people with the required skills can be done. The focus of the paper was to put for the various tools and discuss some important emerging issue related with creative organization which can be used in different department like finance, production, marketing etc to enhance the organizational culture, working efficiency and productivity of any organization.

Keywords— Creative organization, future strategies, operation research, organization culture, working efficiency

I. INTRODUCTION The new millennium is a witnessing intense completion. The impact on the organization environment has been profound and enormous which become extremely dynamic and highly competitive. Major changes have made it imperative for corporation to do deep introspection as to how to meet the challenges of competition and adopt appropriate strategies to create sustain corporate advantage. In the 21st organization climate, complexity and uncertainty are at an all time high, the electronic or automatic economy required management executive to make better and faster operational and strategic decision, globalization and the internet are shifting and redefining relationships with customers, supplier partners and competitors .The lowest unemployment rate in two generation is taxing the ability and imagination of organization to find the train and retain workers and management executives. .

Economical development of any organization necessitates the development of manpower. beside the development of physical resources there is a need to develop human resources which play a pivotal role in the overall development of a organization. the human development is of almost importance particularly when the organization is still in the early phases of development. it is thus quite apparent that human development will triggered when people of that organization have been enjoying a decent life. now a well educated and technically sound trained persons when they have access to good medical facilities and balanced diets In the best of worlds, employees would love their jobs, like there co-workers work hard for their employers; get paid well for their work have a ample chance for advancement and flexible schedule. They could attend to personal or family needs when necessary and never leave but then there the real world. In the real world employees do leave either because they want more money and hate the working condition, hate these co-workers, want a change and these spouse gets a dream job in another place. So that what dose all the turnover cost ? what employees are likely to have the highest turnover ? who is likely

IORD Journal of Science & Technology E-ISSN: 2348-0831 Volume 1, Issue II (JAN-FEB 2014) PP 05-10 www.iord.in to stay the longest ?. one of the factors is that remuneration structure design is not as attractive when compared to the other organization and planning a more robust combination of short and long term incentive such as performance bonus, employeestock option planes, deferred and relation bonus that meets the aspiration and need of these employees so as to drive performance and and improve working efficiency of organisation. “corporate social responsibility is now in every reasonable chief executive agenda not always at the top but, it is there. ” we live in an age in which organization equivalent in wealth to countries call the shots and control much of the earth resources because corporate intervene in so many areas of social life, they must be responsible towards society and environment. in India as the rest of world there is growing realization that capital market and corporations are, after all, created by society and must therefore serve it successful representatives of business world instinctively understand that values such as honestly. fairness and responsibility are necessary to be able to run a successful organization. however, development with the global liberalization of market has been toward more transparency and corporate accountability make it less more attractive to conduct excellent strategies and operation research that design a system of creative organization which contrary add to the values of society II. STRATEGIES USED TO EMPOWER CREATIVE ORGANIZATION 1) Motivation and Incentives Motivation is very important in an organization to improve the behaviour of its employees towards their work and to direct them for achieving the largest set by the organization. Thus motivation force is dynamic which as an active form of desire which must be satisfied by achieving the goal. Money plays an important role in motivating employees and money helps in satisfying the social need of the workers to same extent because money is often recognized as a basic status, respect and power. Thus one can work with free mind and can use its talent properly.

2) Planning and Transparency Creativity is spontaneous but the application of creative ideas requires planning. Sometime an idea doesn’t work only because of luck of planning. Basic qualification and skill are basic requirements of any organization but creating and nurturing talent is all together defining a well thought strategic talent management. Ones must be nearly and exactly know to the organization philosophies business values, goals, ideas and opportunities.

In order to get the credit the name of employee should be known to all. Similarly who helped him and what difficulties were faced by him should be known to all. One the employee get the credit so it encourages other second, the people get to know how the organization supports the employee in execution of any idea. Employee’s potentials and performance must be judge and evaluates at the time of recruitment so that the management can be better aware about the return value of their investment in people.

3) Job Enlargement and Job Enrichment Both job enlargement and job enrichment and important form of job redesign in order to enhance working efficiency, organization culture, productivity and satisfaction of job holders. The job enlargement to reduce monotony which makes the job more lively challenging and satisfying.

4) Leadership behaviour and open door policy A leader must be accepted by his followers which can be determining by their performance. They should act according to has instruction. For this he can compel them through persuasion, personal influence, promotion, threat or force etc.

Anybody can approach higher authority and share his ideas.

5) Participative and consultative management A good motivation system should make provision for participative and consultative management opportunities provided to the employees for participating make them feels that they are part and parcel of the organization. If the employees and workers are given the chance to be heard and to offer their views and suggestion, it will create a feeling of participation and act as motivational tools.

6) Flexibility and Discipline

IORD Journal of Science & Technology E-ISSN: 2348-0831 Volume 1, Issue II (JAN-FEB 2014) PP 05-10 www.iord.in Flexibility dose not means freedom. It means giving space to follow one’s own ideas. Discipline is a must for flexible atmosphere. There has to be deadline for anything. Recognition is given if the copy reaches within time.

7) Bonding and equality This is an essential characteristic of any creative organization. Bonding helps in formation of correct alignment toward a common goal. Usually bonding kills negative feeling like envy etc. Bonding increases cooperation in employees irrespective of their ranks.

Protocol is followed but everybody in a creative organization is treated with same respect and dignity.

8) Stress reduction and relaxation Stress reduction programmed aim to identify relevant organizational stressors and to reduce their effects by redesigning, job, reallocating workloads or job variety. Stress management schemes usually focus on training individual employees or their work groups to manage their stress symptoms in more effective ways.

All the work no makes jack a dull boy. So in order to refresh the minds of employees relaxation part is taken care of.

In order to work at the optimum level any employees must have an atmosphere synchronizing with own personality and ability.

Hence selection of an employee for the job must be a two way process.

Is employee suitable for job? Is the way organization suitable for the employee?

III. ROLE OF OPERATION RESEARCH Operation research can be defined as the discipline of using advanced analytical techniques to make better decision and to solve problems by using techniques such as mathematical modelling to analyse complex situation. Operation research give executive the power to make effective decision and build more productive system based on more complete data consideration of all available options, carefully prediction of outcomes and estimates of risk, done latest decision tools and techniques. Today, role of operation research increased to a large extent it behaves like a basic necessities for all industries and organization. Operation research can make and has made contributes in virtually all industries, in most all managerial levels, the list of past and prospective application is prodigious.

The procedures of operation research were first formalized by the military. They have been use in wartime to effectively deploy radar search for enemy submarines and get supplies to where more needed. In peacetime and private enterprises using statistical analysis, data and computer module linear programming and other mathematical techniques uses operation research in planning, business ventures and analysing options. Large organizations are very complex, they must effectively manage money, materials, equipment and people. Operation research analysts find better ways to co-ordinate this element by applying analytical method from mathematics, science and engineering. Analysts often find many possible solutions for meeting the goals of a project and involved in top level strategizing, planning and forecasting. They help to allocated resources, measured, performance schedule, design, production facilities and system, manage the main supply chain, set prices, co-ordinate transportation and distribution or analyse large data base. The duties of analysts vary according to the structure and management of the organization they are assisting. Analysts would be study the problem them they would gather information from a variety of a sources. Relative information on hand, the analytical technique, which may used include montecarlo simulation, linear and nonlinear programming, dynamic programming, queuing and other stochastic process models, decision analysis and other analyses process.

The use of model enables the analyst to explicitly describe the different component and clarify the relation among them. The descriptions can be altered to examine what may happen to the system under different circumstances. In most cases, a computer program is developing to numerically evaluate the model. Usually the model chosen is modified and run repeatedly to obtain different solution. The result of analyses the operation research analyst present recommendation to executive. One executive reach a decision, the analyst usually works with other in the organization to ensure the plan successful implementation.

IV. IMPORTANNCE OF ORGANIZATION CULTURE It has been observed that people apply in any company or organization on the basis of pay scale. Other factor can be type of work and qualification required. Then they hope that company will select them. However in my opinion company is not having people; it is other way round. So according to ones won personality on should check the organization culture and select the organization. When we walk into an organization we often get a feeling about whether its feels fast moving and responsive

IORD Journal of Science & Technology E-ISSN: 2348-0831 Volume 1, Issue II (JAN-FEB 2014) PP 05-10 www.iord.in or old and backward looking this feeling is referred to as the organizational culture. Culture is about how a firm organizes itself; rules, procedures and beliefs make up the culture of company. i) Power Culture For a power culture firm control is the key element decision are made by one are small number of people. Power cultures are usually found within small organization or section/department belonging to large organization. This is because it would be difficult to run large organization decision can be made quickly as there as a little consultation. However lack of consultation could mean that a firm as not able to take advantage of the skill and experience of its workforce; it could even lead to employees feeling demotivated ultimately the success of power culture organization or from will depend on the strength of decision made by its founders. ii) Role Culture In a role culture organization, individuals are assigned a specific role or job. They may have a job description listing the task they are responsible for. Role culture enables large organization to spread task among their employees and ensure key task are covered without unnecessary duplication. This is particular use for specialist roles. E.g. sales marketing, project management and legal company specialist roles should increases productivity as employees are completing task they are fully trained and experienced to do. However a role culture may be unsuitable organizations with a small number of employees where everyone needs to be taken on a variety of task and responsibility. Furthermore role culture organization may find it difficult to adapt. It is staffs are controlled by right system and procedures. iii) Task Culture Task culture refers to the use of teams to complete task especially if the task/objective has a number of steps. The establishment of project teams for the completion of specific objectives/plan is an example of task culture. Project team will be set specific tasks to complete within a set time scale and budget. A task culture has a number of benefits; staff feel motivated because they are empowered to make decision within their team they may feel valued because they have selected for the team and there is a sense of achievement when the team complete the task successfully. It may allow the team to be more creative when problem solving. iv) Person Culture Person culture organizations focus on the people working within the organization as they relay on the specialist knowledge of the workforce. Person culture are found in organizations where there is an opportunity for employees to their carrier and skills. Examples include universities where staff can continue their education throughout their employment. Person cultures also include legal and accountancy firms, as the organization is selling the specialist skill of its staff to undergo continuous professional development. v) Forward (Entrepreneurial) Looking Culture Organizations that have an entrepreneurial spirit embrace change and take risk are said to be forward looking.

Entrepreneurial businesses can have short life span because they take risk but they can also expand rapidly if their innovative approach is successfully entrepreneurial businesses are centred on profit and make the most of staff there through a task culture approach. vi) Backward (Bureaucratic) looking culture A Backward looking culture does not embrace change and is lead by the system and procedure. They do not like taking risk and are therefore less adaptable. Bureaucratic culture organizations are often hierarchical and likely to have a non commercial aims. Lack of risk taking and flexibility can be increases longevity, especially if the organization is a public service organization but it can also be the reason why long standing commercial business suddenly go into administrator. vii) Creative Culture The success of business always depends upon creativity, innovations, discovery and inventiveness. Any organization is dynamic to survive on competing environment one must change in right direction. The change is easily accepted in creative organization. Innovation and creativity are often used interchange but there is a slight difference. Innovation is related to the development beneficial to an individual or group. Creativity on the other hand is simple thinking out of box. Process of is

IORD Journal of Science & Technology E-ISSN: 2348-0831 Volume 1, Issue II (JAN-FEB 2014) PP 05-10 www.iord.in creativity enjoyable and fruit of innovation are enjoyable. But the two thing are must related creativity is essential for innovation. You wish to join a creative organization look for these characteristics.

V. ANALYSING THE IMPACT OF CREATIVE ORGANIZATION Productivity and profitability are both impacted either negatively and positivity according to the development of creative organization through excellent future strategies and operation research. Even bad strategy without operation research is indicative of loss as recruitment is a time consuming and costly affair. “It is tantamount to investment that has gone astray”.

We said that, good strategy with operation research minimizes the adverse impact on business while bad strategy without operation research accentuates the loss, “the cost of having is sometime not less than two or three time the salary of the employee”.

The impact of work progress is tremendous particularly if a project is underway and one of the key people leaves. “It leads to dip in entire organizational efficiency and a lot depend on how it able to cover the set back’’. Organization should execute top of the line retention policy in the right earnest and consistency. They should be more employees centred and look for further way to ‘bond’ employees to their organization. ‘’organization performance is optimally aligned to the skill its employees process’’. Excellent future strategies and operation research implies that certain necessary skills are vulnerable or are not present due to employees begin lost. The results of operation research improve optimal levels of business performance. If the skills are constantly not available the situation gets compounded into crisis with key project revenues etc getting affected.

Business is then reduce to just managing crisis for e.g. some policies of strategies are different than make a significant difference in the ultimate business impact.

Big organization either public or private and regardless of natural structures of finance and governance faced, number of challenges related to strategies for the management for human research. Higher education institution, academic and other staff often find themselves in situations where financial pressure, decentralization and demand for accountability have implication on their human resource management. But not only institutions are affected. Authorities and other who provide, funding and overall regulation are also affected by these wide changes. In each of thus ways, they all have to deal with a variety of new issues and problems. These include 1.

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Balancing public interest and organizational autonomy.

Increasing dynamics in recruitment and systemizing staff development.

Attracting a new generation of staff in a ageing of population.

Bridging the gender gaps in senior management.

Developing competences in a long term perspective.

Meeting short term demand on productivity and social relevance.

Copying with new features in the remuneration system and performance evaluation.

Solving conflicts of interest in academic and employment and dealing with ethical aspects.

Considering internationalization of competency in a global perspective.

VI. BENEFITS OF CREATIVE ORGANIZATION Desirable future strategy also includes termination of employees with whom the organization does not want to continue a relationship. It can be through resignations or by employer. The significant question is how does excellent future strategies and operation research benefit an organization? *Remove bottleneck in the progress of the company *Creates space for the entry of new talents, external as well as internal. *Help planting “ambassadors” in the ecosystem that can have a positive impact on the growth of the organization. *Assist in evolving high performance teams.

It also sends a necessary message to the other employees that there is no place for incompetence. Typically when you walk out people, you are setting an example. Certain things are non-compromising. Dead word in any organization has a depilating impact on people. These are people who are not able to scale their performance as per expectation, lack potential for future or need disciplinary action. Furthermore, as the rewards are limited, business pressure do not allow the management to

IORD Journal of Science & Technology E-ISSN: 2348-0831 Volume 1, Issue II (JAN-FEB 2014) PP 05-10 www.iord.in over-reward the performance, but when undesirable employees leave the organization, the good employees can be given the share that they deserve.

There is also flip side to the situation the fact that excellent future strategies and operation research is a pointer to the failure of the existing system and process in the organization in having the right employee grooming and training to be a productive worker.

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