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This link explains the importance of production and operations management and how without a business can't function efficiently.

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Production and Operations Management - Meaning and Important Concepts

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Production and operations management talks about applying business organization and management concepts in creation of goods and services.

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I really think that this picture helped me understand the difference between data and information!

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Data vs. Information explanation link

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Data vs. Information - Differences in Meaning

Data are simply facts or figures - bits of information, but not information itself. When data are processed, interpreted, organized, structured or presented so as to make them meaningful or useful, they are called information. Information provides context for data.

For example, a list of dates - data - is meaningless without the information that makes the dates relevant (dates of holiday).

"Data" and "information" are intricately tied together, whether one is recognizing them as two separate words or using them interchangeably, as is common today. Whether they are used interchangeably depends somewhat on the usage of "data" - its context and grammar.

Examples of Data and Information

The history of temperature readings all over the world for the past 100 years is data. If this data is organized and analyzed to find that global temperature is rising, then that is information.

The number of visitors to a website by country is an example of data. Finding out that traffic from the U.S. is increasing while that from Australia is decreasing is meaningful information.

Often data is required to back up a claim or conclusion (information) derived or deduced from it. For example, before a drug is approved by the FDA, the manufacturer must conduct clinical trials and present a lot of data to demonstrate that the drug is safe.

"Misleading" Data

Because data needs to be interpreted and analyzed, it is quite possible - indeed, very probable - that it will be interpreted incorrectly. When this leads to erroneous conclusions, it is said that the data are misleading. Often this is the result of incomplete data or a lack of context. For example, your investment in a mutual fund may be up by 5% and you may conclude that the fund managers are doing a great job. However, this could be misleading if the major stock market indices are up by 12%. In this case, the fund has underperformed the market significantly.

Video Explaining the Differences

Etymology

"Data" comes from a singular Latin word, datum, which originally meant "something given." Its early usage dates back to the 1600s. Over time "data" has become the plural of datum.

"Information" is an older word that dates back to the 1300s and has Old French and Middle English origins. It has always referred to "the act of informing," usually in regard to education, instruction, or other knowledge communication.

Grammar and Usage

While "information" is a mass or uncountable noun that takes a singular verb, "data" is technically a plural noun that deserves a plural verb (e.g., The data are ready.). The singular form of "data" is datum - meaning "one fact" - a word which has mostly fallen out of common use but is still widely recognized by many style guides (e.g., The datum proves her point.).

In common usage that is less likely to recognize datum, "data" has become a mass noun in many cases and takes on a singular verb (e.g., The data is ready.). When this happens, it is very easy for "data" and "information" to be used interchangeably (e.g., The information is ready.).

References

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What's the difference between Data and Information? There is a subtle difference between data and information. Data are the facts or details from which information is derived. Individual pieces of data are rarely useful alone. For data to become information, data needs to be put into context....

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This link gives a great explanation of power vs control.

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We all know what it's like to be around a controlling person. Maybe it was your mother or father? Or someone else in your life - perhaps your partner? Maybe people complain about you being control freak yourself? What does it mean to be in control anyway? Of what? And where does the need come from?

What is the difference between being in power and in control? Usually it is those that are not in their power that need to control, so perhaps, if you are the one judged as being a control freak, you could ask the question "How can I adjust the choice I am making to make me feel more solid inside? How can I ask for what I need calmly and clearly?"

If we are in our power there is no need to 'make' anyone else do anything. We usually find things go the way we wish without having to manipulate or struggle. We don't need to win or convince. We can leave others to their own journey, no matter where they are.

If we are in our power we cannot be 'controlled'. We are not called to react to a controlling statement. We are empowered to simply say 'That doesn't work for me'. We don't have to get in the way of another person's efforts to control us.

If we are needing to control there is something missing that we are seeking. Usually it's something inside that we need to fulfill, and instead we are looking outside, trying to get it from someone else. If we are empowered we still have needs, but we are able to fulfill them (or not) without needing someone to comply with our wishes. We can respect them for their choices and not make them wrong because they want something different than us.

If there is a shortcut I would love to know what it is, but I haven't found one yet. The only choice for me has been to look inside, and answer to myself "Is what I am doing in this moment serving my empowerment or not?" The more empowered I become the more stable I feel, and the less triggered I get when someone tries to control me.

They say the we become the average of the five people we spend the most time with. This bears some uncomfortable reflection! It's true, after meeting some people I feel enthused, lighter and inspired. And with others I feel heavy, enervated and tired.

What are the choices you can make today that will serve your empowerment? What is the next thing you can do to empower yourself?

Next time you do your breath practice, see if you can connect your inhale with that first breath you ever took, the hugeness, immensity and infinity of it. Give your attention to all the wonder and curiosity it must have contained.

Now consider the last breath of life. The very last one, where it's back down to zero, nothing to hold on to, everything coming-out, total expiration. Consider that word inspire comes from bringing in spirit, and expiring is the spirit going elsewhere.

Now think of all the breaths you have ever taken without ever thinking of it this way. All of them right?

Each cycle of breath is the repeat of birth and death. With each breath we can ask ourselves what is that needs to go? And what do I want in its stead?

One of my students told me a couple of weeks ago as he sat witness for a breather - "It's like holding someone at their own birth". Indeed it is. One of the greatest gifts of being a Breathwork Practitioner is to see the change breathers go through as they give their complete focus to the breath. It is the most empowering thing that they can do, as it develops awareness, compassion, heartfulness and love.

The Breath brings us all to a state of Presence, that place where miracles are normal.

***

Question: What is the next thing I can do to empower yourself?

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Power and Control - What's the difference? - Alchemy of Breath

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We all know what it's like to be around a controlling person. Maybe it was your mother or father? Or someone else in your life - perhaps your partner? Maybe people complain about you being control freak yourself? What does it mean to be in control anyway? Of what?

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A picture showing the many different types of leadership styles.

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Slide explaining what motivating organizational members means.

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I thought this picture was a cool representation of managing vs leading

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Forbes article explaining the difference between managing and leading.

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Leaders influence. Managers direct. While it may not be that black and white, leaders generally do focus on what matters and why as managers focus on how. Both use different forms of influence and direction at different times. But leaders have a bias to influencing by inspiring and enabling through advice and counsel while managers have a bias to command and control.

Coca-Cola's Doug Ivester was crystal clear on the difference. Sometimes he'd come to us and say,

This is your decision to make. I'd like to give you my thoughts as input.

Since he was the CEO, we always considered his thoughts. Most of the time we did things the way he suggested. Sometimes we disagreed. We quickly learned that going back to the CEO and telling him that we decided he didn't know what he was talking about did not make for pleasant meetings. But it did work when we went back to him and said,

Wanted to follow up on the decision we made on this subject. After we talked to you, we did some more digging and uncovered five things that you could not have known about. Given those new findings, we decided to go a different direction than what you had suggested.

He was fine with that.

Other times he'd say,

See these stripes. I am the CEO of this company. I'm going to give you some direction which you will follow.

It was extraordinarily helpful to know when he was giving us input for us to consider in our decision and when he was giving us no choice but to follow his direction.
Decision versus input
The more companies I help with their executive onboarding and team onboarding, the more I'm becoming convinced that clarifying decisions versus input solves a whole host of other problems.

The most important thing for any two people to understand as they are working together is which of them is going to make which decisions so they know when they should be deciding and when they should be providing input into the others' decision.
Decision versus input for CEOs and Boards
CEOs and boards are a case in point. It's important for all the players to be clear on when the board is deciding versus advising and when the CEO is deciding and informing versus recommending.

At the risk of being overly simplistic, in general, for issues of:

Governance: the board should decide and the CEO should recommend and implement.

Strategy and long-term and annual plans including P&L, cash flows and balance sheets: the board should decide and the CEO should recommend and implement.

Operations: the CEO should decide and lead and the board should advise and be kept informed.

Organization: the CEO should decide and lead and the board should advise and be kept informed.
Decision versus input for partners
In any organization, there are natural (and unnatural) partners. It's helpful for these partners to be clear on which of them is deciding and which of them is influencing which decisions.

Take the case of a magazine publisher and editor-in-chief. They must work together as partners and communicate all the time. In general, it seems to work best if the editor-in-chief advises on marketing and pricing while the publisher makes those decisions. Conversely, the publisher should advise on content while the editor-in-chief makes those decisions.
RACI
Many have found the RACI framework helpful:

Accountable: Answerable for correct and thorough completion of deliverable or task.

Responsible: Does work defined and delegated by accountable person.

Consulted: Provides input and advice (Two-way communication)

Informed: Kept up-to-date (One-way communication)

Note the accountable person may answer to a higher approving or commissioning authority that delegates the task or project to that accountable person. RACI applies within the task or project.
Implications for you
Think input versus decide. For each important decision, clarify who makes the decision and who is providing input to the person making the decision.

-----------------

Click here for an overall executive summary of the New Leader's Playbook and links to each of its 300+ individual articles on Forbes organized by category.
Watch on Forbes:

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The Fundamental Difference Between Leading And Managing: Influence Versus Direction

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Leaders influence. Managers direct. While it may not be that black and white, leaders generally do focus on what matters and why as managers focus on how. Both use different forms of influence and direction at different times. But leaders have a bias to influencing by inspiring and enabling through advice and counsel while managers have a bias to command and control.

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This is an example of what a performance appraisal might look like.

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Picture explaining formal vs informal communication !

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This link explains the differences between formal and informal communication!

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Someone said correctly "The very attempt of, not to speak, speaks a lot."Communication plays a crucial role in our life, as people interchange their ideas, information, feelings, opinions by communicating. Formal communication is one that passes through predefined channels of communication throughout the organization. On the contrary, Informal communication refers to the form of communication which flows in every direction, i.e. it moves freely in the organization.

Communication could be verbal - spoken or written, or non-verbal i.e. using sign language, body movements, facial expressions, gestures, eye contact or even with the tone of voice.

In an organization, there are two channels of communication - formal communication and informal communication. People often confuse between these two channels, so here we have presented an article which explains the difference between formal and informal communication network.

Content: Formal Communication Vs Informal Communication

Comparison Chart

Basis for Comparison

Formal Communication

Informal Communication

Definition of Formal Communication

The communication in which the flow of information is already defined is termed as Formal Communication. The communication follows a hierarchical chain of command which is established by the organisation itself. In general, this type of communication is used exclusively in the workplace, and the employees are bound to follow it while performing their duties.

Example: Requests, commands, orders, reports etc.

The formal communication is of four types:

Upward or Bottom-up: The communication in which the flow of information goes from subordinate to superior authority.

Downward or Top-down: The communication in which the flow of information goes from superior to subordinate.

Horizontal or Lateral: The communication between two employees of different departments working at the same level.

Crosswise or Diagonal: The communication between the employees of two different departments working at different levels.

Definition of Informal Communication

The communication which does not follow any pre-defined channel for the transmission of information is known as informal communication. This type of communication moves freely in all directions, and thus, it is very quick and rapid. In any organization, this type of communication is very natural as people interact with each other about their professional life, personal life, and other matter.

Example: Sharing of feelings, casual discussion, gossips, etc.

The informal communication is of four types:

Key Differences Between Formal and Informal Communication

The following points are substantial, so far as the difference between formal and informal communication is concerned.

1. Formal communication is also known by the name of official communication. Informal Communication is also known by the name of grapevine.

2. In formal communication, the information must follow a chain of command. Conversely, the informal communication can move freely in any direction.

3. In formal communication, full secrecy is maintained, but in the case of informal communication maintenance of secrecy is a very tough task.

4. Formal communication is written, whereas Informal communication is oral.

5. Formal communication is time-consuming as opposed to Informal communication, which is rapid and quick.

6. Formal communication is more reliable than Informal communication.

7. Formal communication is designed by the organization. Informal communication starts itself due to the urge of 'human to talk'.

8. In formal communication, the documentary evidence is always available. On the other hand, in the case of informal communication, the supporting documents are not available.

Conclusion

A very deep discussion on the difference between formal and informal communication has been done in this article. Nowadays, many big Transnational Organizations has started an open-door policy, in which any employee of any department can communicate directly with the head of an organization, about their complaints, grievances, and requests. This results in reducing the complexity of the formal communication.

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Difference Between Formal and Informal Communication (with Example and Comparison Chart) - Key Differences

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Ten significant differences between formal and informal communication are enclosed here, along with examples, in tabular form and in points. One such difference is Formal communication is also known by the name of official communication. Informal Communication is also known by the name of grapevine.

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This is a link to a site that tells you how company's do performance appraisals so I thought that was really cool!

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sumHR - Employee Attendance, Leaves and Payroll Management Software.

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Performance appraisal is a systematic process that evaluates an individual employee's performance in terms of his productivity with respect to the pre-determined set of objectives. It is an annual activity, which gives the employee an opportunity to reflect on the duties that were dispatched by him, since it involves receiving feedback regarding their performance. It also evaluates the individual's attitude, personality, behaviour and stability in his job profile. There are various applications of appraisals like compensation, performance improvement, promotion, termination, test validation, and much more. Various performance appraisal methods are followed by organisations to ensure fair appraisals to their employees. Appraisals facilitate communication between the management and the employees, which helps in conveying the expectations of the management to the employee and vice versa. The frequency of appraisals varies. Most MNCs offer them annually, some opt for shorter cycles like half yearly, or quarterly, or even monthly, if the employees performs exceptionally at his job. It is subjective to the performance appraisal method that is used, and the purpose of the appraisal. In case of startups, it has been observed that shorter cycles are preferred, so that they can motivate their employees more frequently to perform better.

The criteria for performance appraisal methods are based on various aspects like productivity, quality of work, duration of service and training. Productivity is measured mostly in the case of manufacturing i.e. the number of units manufactured or delivered by the employee. In case of quality of work, precision of the work done is taken into consideration. Duration of services is used as a criterion by Government entities, where they assume the longest serving employee to be the deserved one for an appraisal. When an employee is hired in an organisation, his appraisal is subjective to the speed at which he grasps things and information he is exposed to.

The top 10 performance appraisal methods based on the above-mentioned criteria are listed below:

1. Assessment Centre Method

The purpose of this method is to test candidates in social situations. It can be used by startups for evaluating employees serving at senior level. This method of evaluation is helpful for assessing managers, who have to deal with their subordinate, peers and supervisors for day-to-day business. It helps employers understand the capacity and the capability of the individual in social settings. It involves using situational exercises like an in-basket exercise, role-playing incident, business game and many other similar exercises. It gives the employer an insight to the personality of the employee like openness, tolerance, introversion/extroversion, acceptability, etc.

6. Management By Objective

A rather interactive and fair form of appraisal, the Management By Objective method is less time consuming and of course cost effective. The technique involves setting up of objectives and goals for the employee either by the employer, or his manager, or both employee and employer. This performance appraisal method helps the employee to perform better, because he is well aware of his goals and already knows the quality and quantity that needs to be delivered. It has been observed that when both employee and employer together decide the objectives, the probability of the individual meeting the goal is much higher. This is a fair method of evaluating because the employee knows the odds that he is measured against. It doesn't involve giving constant feedback to the employee, because he is being constantly self introspective, thereby saving time and efforts of the employer.

10. 360 Degree Feedback

This method involves getting a feedback about the employee from every individual who interacts with him during his working hours. They can be his peers, his subordinates, his superiors, customers who have interacted with him and even he himself would be interviewed about his perception of himself and his duties at the workplace. This performance appraisal method would be very useful for startups, because the best way to review an employee's overall performance and get an insight about his behaviour, personality and attitude this is the best method to follow. Although it is a little time consuming, but it is cost effective and precise. It keeps biases out of play due to multiple opinions, so that the review isn't affected by biases of one person.

Appraisals are the means to an employee's career development. Therefore, effective performance appraisal methods not only help the employee grow, but also the organisation. If the employee is given feedback regularly and frequently, the organisation will be at the receiving end of the profit too. Performance reviews are important because they help identify and set goals for the employee, recognize performance over time, guide progress, identify the problem areas or weaknesses, improve performance and discuss career development in the company. Companies should give promotions and appraisals frequently because it keeps the employees motivated to perform better, thereby maximizing the efficiency of the employee, and the productivity of the company.

If you're interested in making your life a lot easier and uncomplicated with payroll software, give us a call on +91 922 221 3195 to try this feature out!

Or you can simply log on to signup.sumhr.com and we'll get in touch with you.

Feel free to share your thoughts on performance appraisal methods for startups and SMBs in the comments section below.

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The Top 10 Performance Appraisal Methods for Startups & Small Businesses

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Performance appraisal is a systematic process that evaluates an individual employee's performance in terms of his productivity with respect to the pre-determined set of objectives. It is an annual activity, which gives the employee an opportunity to reflect on the duties that were dispatched by him, since it involves receiving feedback regarding their performance.

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This link explains authority, responsibility, and delegation

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Shankar Achintya Lahiri

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Larsen & Toubro Infotech Ltd - Truly Proud to be 3rd Generation LAHIRI to serve L&T !!

Authority, Responsibility and Accountability In Management

It is necessary to have brief understanding of three terms intimately connected with the concept and process of delegation.

Authority Responsibility Accountability

These terms are: 1) Responsibility, 2) Authority, and 3) Accountability.

Responsibility

Responsibility indicates the duty assigned to a position. The person holding the position has to perform the duty assigned. It is his responsibility. The term responsibility is often referred to as an obligation to perform a particular task assigned to a subordinate. In an organisation, responsibility is the duty as per the guidelines issued.

Responsibility

Definitions of Responsibility

According to Davis, "Responsibility is an obligation of individual to perform assigned duties to the best of his ability under the direction of his executive leader." In the words of Theo Haimann, "Responsibility is the obligation of a subordinate to perform the duty as required by his superior".

McFarland defines responsibility as "the duties and activities assigned to a position or an executive".

Characteristics of Responsibility

The essence of responsibility is the obligation of a subordinate to perform the duty assigned.

It always originates from the superior-subordinate relationship.

Normally, responsibility moves upwards, whereas authority flows downwards.

Responsibility is in the form of a continuing obligation.

Responsibility cannot be delegated.

The person accepting responsibility is accountable for the performance of assigned duties.

It is hard to conceive responsibility without authority.

Authority

Authority is the right or power assigned to an executive or a manager in order to achieve certain organizational objectives.

A manager will not be able to function efficiently without proper authority. Authority is the genesis of organizational framework. It is an essential accompaniment of the job of management. Without authority, a manager ceases to be a manager, because he cannot get his policies carried out through others. Authority is one of the founding stones of formal and informal organisations. An Organisation cannot survive without authority. It indicates the right and power of making decisions, giving orders and instructions to subordinates. Authority is delegated from above but must be accepted from below i.e. by the subordinates. In other words, authority flows downwards.

Authority

Definitions of Authority

According to Henri Fayol, "Authority is the right to give orders and the power to exact obedience."

According to Mooney and Reily, "Authority is the principle at the root of Organisation and so important that it is impossible to conceive of an Organisation at all unless some person or persons are in a position to require action of others."

Accountability

Every employee/manager is accountable for the job assigned to him. He is supposed to complete the job as per the expectations and inform his superior accordingly. Accountability is the liability created for the use of authority. It is the answerability for performance of the assigned duties.

Accountability

Definition of Accountability

According, to McFarland, "accountability is the obligation of an individual to report formally to his superior about the work he has done to discharge the responsibility."

When authority is delegated to a subordinate, the person is accountable to the superior for performance in relation to assigned duties. If the subordinate does a poor job, the superior cannot evade the responsibility by stating that poor performance is the fault of the subordinate. A superior is normally responsible for all actions of groups under his supervision even if there are several layers down in the hierarchy. Simply stated, accountability means that the subordinate should explain the factors responsible for non-performance or lack of performance.

Authority, Responsibility and Accountability are Inter-related

They need proper consideration while introducing delegation of authority within an Organisation. In the process of delegation, the superior transfers his duties/responsibilities to his subordinate and also give necessary authority for performing the responsibilities assigned. At the same time, the superior is accountable for the performance of his subordinate.

Larsen & Toubro Infotech Ltd - Truly Proud to be 3rd Generation LAHIRI to serve L&T !!

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Authority, Responsibility and Accountability In Management

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It is necessary to have brief understanding of three terms intimately connected with the concept and process of delegation. Authority Responsibility Accountability These terms are: 1) Responsibility, 2) Authority, and 3) Accountability. Responsibility indicates the duty assigned to a position. The person holding the position has to perform the duty assigned.

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Accountability to the organization by its employees and managers is important for the company to preform.

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This link explains organizational culture like how Mod 5 does in the book.

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Organizational Culture Transformation takes place when the organization starts the process to ailgn the culture to its mission, core values, and vision to obtain its strategic objectives. Come see how Gotham Culture can help.

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This photo shows horizontal and vertical structure in higher education.

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https://www.helpguide.org/articles/relationships-communication/effective-communication.htm
This link teaches you how to effectively communicate in the workplace as well as personally.

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Effective Communication is very important when making decisions with your team

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This photo shows that decisions are important so you must think before you make one.

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This link gives tips for manager decision making which is talked about in the chapter.

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There are simple steps you can take to incorporate evidence into your decision making.

Use performance data to support your decisions. Get the most current and complete data possible.

Challenge your gut feelings. Is there any objective evidence to support them?

When a course of action is suggested, find out what it's based on and whether it's supported by data.

Determine whether commonly used business strategies have worked in a situation like yours. Will they apply to your particular case?

Check that the business data you come across are current and objective.

3. Challenge the status quo

People tend to choose the status quo over change, to stay in their comfort zone. But being comfortable with an approach may not be enough to justify it. Question whether you would choose a course of action if you weren't already following it. Examine your options as realistically as possible. Don't overstate the cost or the effort involved in making a change.

For example, if you were starting over, would you use the same marketing tactics to attract customers? Would you attend the same trade shows? Would you emphasize web-based marketing, direct mail or a mix? Don't forget to find supporting data that will help you review your choices objectively.

4. Get an outside perspective...but trust yourself

Make it a habit to ask others for information and opinions. Be open-minded. Get a wide range of views, so you can see an issue from as many perspectives as possible.

Employee opinions count

Find ways to encourage information sharing in your company. Be open to plain talk and foster an atmosphere where people can be direct, even when the truth is unpleasant. Using performance evaluations is one way to encourage these values.

Deal with problems

If you want to consult others about a problem, be sure to consider it carefully from as many angles as possible before talking to them. That way, you will avoid being limited by their interpretations and ideas. Frame the problem in as many ways as you can, and then seek out others to see whether they can add to your understanding of the issue.

5. Develop an eye for risk

It's possible to train yourself to look for all types of risks. Whenever you make a decision, ask yourself: If I make the wrong decision, how will I know it?

For example, if you are considering changing your transportation carrier to cut costs, think about how you would determine that you'd made the wrong decision.

Your service department would report more customer complaints about delayed orders.

You wouldn't see cost savings at the end of the quarter.

Administration staff would complain of poor service from the new supplier.

The carrier could go out of business, leaving you to find a new supplier.

This type of exercise can help you see the potential pitfalls of a decision and take steps to avoid them.

Even a generally good plan will have costs and potential problems. Ask for information on how the plan could go wrong. Play the devil's advocate. Examine all the evidence, both bad and good. Don't underestimate the costs and effort required.

6. Let go of past mistakes

People have a tendency to make choices that justify past experiences, even when a previous decision has not worked out as well as they'd planned. We also tend to spend time and money fixing past problems, when it would be more useful to acknowledge the mistake and move on.

Making sound decisions means taking into account the evidence that is available at the time. Sometimes the context changes and that decision is no longer valid. Recognize that you made the best decision possible under the circumstances, and then review the situation to see whether a different decision is now called for.

In your company, take time to recognize employees who make good decisions based on sound evidence. Don't focus exclusively on outcomes, as that approach can encourage employees to perpetuate mistakes by continuing to try to fix them.

7. Be honest with yourself

Before gathering evidence to make a decision, take time to review your own motivations. Is your mind already made up? Are you really gathering evidence objectively, or are you simply looking to confirm an existing idea?

Being aware of your own motivations can help you remain objective and focus on finding the best possible solution for your business.

Be decisive

Briskly proceed through the 7 previous steps and then make a decision.

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There are simple steps you can take to incorporate evidence into your decision making. Use performance data to support your decisions. Get the most current and complete data possible. Challenge your gut feelings. Is there any objective evidence to support them?

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International Management is very complicated because of the many different laws and regulations from place to place.

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This picture is meant to represent globalization.

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This images compares multinational corporations against transnational corporations

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This picture represents multinational corporations and how many there are all over the world.

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This picture was chosen to represent what a diverse workplace might look like

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Mod 2 is also about diversity in the workplace and how important it is for a company to succeed.

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Corporate social responsibility is very important since huge companies greatly impact our planet and people.

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This picture was chosen by me to represent social responsibility.

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This picture shows some of the processes involved with management.

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This is a picture of a manager managing his team which is a great skill to possess.

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All the terms in this picture are relevant to the management process but management is the biggest because it runs everything.