EK RUKA HUA FAISLA This is a movie about 19 year old boy who was a suspect for murder of his

father. There was a committee of 12 people assigned to decide whether boy was culprit or not. This is a movie about different organizational behavior. In this movie we observe the entire decision making process. Where each individual had different perception and different behavior in particular situation. their personal opinion leads them to one wrong decision first but later on with just one leading, convincing, neutral and practical individual, they were able to think on the other side of the case and finally they reached to right conclusion. 1.PLANNING: The discussion was planned in the mind of initiator. There was no intention to discuss the case in the committee, but this initiator planned this strategy accordingly and the strategy led to discussion. 2.ORGANIZING: After the strategy of discussion was implemented the person who was handling and controlling the committee organized the entire discussion. He organized the voting process and discussion. 3.LEADING: We observed that there was one person who was disagree initially with the decision because the proof for the decision making was not satisfactory to him. This dissatisfaction leads him to convince the other team mates to discuss more about this case and he required many logical points to reach to one particular conclusion. 4.CONTROLLING: One more observation about other personality was controlling by nature. This individual was the one who was handling the whole decision making process. Controlling always leads to aggression. So we saw that the person who was controlling and handling the committee was aggressive often.

DIFFERENT BEHAVIOR OBSERVED ACTIVE: A person active by nature always have the quality of initiating. In this movie we observe few active personalities, amongst one who was the initiator for the discussion. Other active members supported the initiative taken by that individual. ACTIVE-CONSTRUCTIVE: Active-Constructive people are those who are active in a constructive way. They are initiatives and ideas have a constructive thought in their mind. Relating this to the movie, we see that after the initiative of one individual was supported by few active-constructive personalities. Mr. K.K Raina is the best example of active-constructive personality. He initiated the discussion and he had supportive ideas. His arguments were more logical, practical and more based on reasoning. In the entire decision making process he was very patient and calm. In the end he convinced all his committee members who were against, with his practical approach. Mr. Anu Kapoor and Mr. S. M. Zaheer were also active-constructive by nature as they brought many strong points during the discussion. ACTIVE-DESTRUCTIVE: Active-destructive are those people who have their original active ideas but supported by destructive behavior. These personalities are bias by nature and at times the personalized approach leads to destructive behavior.

In the movie we see Mr. Pankaj Kapoor as an active-destructive personality. He was over emotional and he took the case very personally. He was very active in the decision making process but in a destructive way. Looking to some other Active-Destructive personality Mr. Subiraj was also a perfect example. He was active but he had community bias. Due to this bias behavior verbal conflicts arise amongst committee members and that situation leads the process to aggressive path. PASSIVE: Individuals with passive personalities are those who never take initiatives and are least bothered about the situation around them. PASSIVE-CONSTRUCTIVE: Individuals who are passive-constructive by nature does not take any initiative but when a suggestion is asked they have wide and constructive ideas to share. In the movie we find Mr. Subhash Udgate, Mr. Shailendra Goyal Mr. Amitabh Shrivastav and Mr. Hemant Mishra with this kind of personality. This individuals were not initiative takers but when they were asked to support the case, they had very unique ideas and with that they supported the decision making process in constructive way. PASSIVE-DESTRUCTIVE: Individuals with this personality never take any initiative and even when asked for the suggestions they always have the destructive ideas. Never supportive in any situation. Mr. M. K. Raina is the best suited example for this personality. He was least bother in the decision making of one individuals life. His personal affairs were more important to him than the life of that boy. He didnt show any active support in decision making. He was highly influenced by majority. Mr. Azeez Kureshi is also had this kind of personality. Least concerned of the situation and enjoying personal leisure. Thus, coming to the conclusion of the movie we saw that a person with active constructive personalty is always a good leader and we saw various other personalities and other management fundaments used in this movie. Thanks, Regards, Birju Shah

Good Management Is Predictive Management Not Reactive Management Many managers believe that their job is to resolve problems that arise. While that is true, it is only the lesser part of the job. More importantly, a manager's job is to prevent problems. This is the difference between reactive management, which solves problems as they occur, and predictive management, which tries to prevent many problems from arising in the first place. Reactive Management Reactive management deals with problems as they come up. It is a management style that is much admired for its ability to quickly get the resources back into production, whether those resources are machines or

people. If you are good at reactive management, you are:

Decisive and able to act quickly, Able to find the root cause of events, Creative and able to develop many solutions, Innovative and able to find new ways to solve problems, and Calm and in control in the midst of a "crisis".

Someone who is good at reactive management is able to remain calm, quickly analyze the problem, and find its root cause. Rather than getting lost in the symptoms, they are able to think up many possible solutions, some proven and some new, and select the best choice. They are equally quick at implementing the solution to resolve the problem. A reactive management style clearly is a desirable skill set for a manager to have. By quickly solving problems they are able to get the people and/or machine quickly back to work and productive again. However, it's not the best style. Managers should concentrate on improving their ability in predictive management as well. Predictive Management Predictive management focuses on reducing the number of problems that require reactive management. The more problems that can be prevented through predictive management, the fewer problems will need to be solved through reactive management. If you are good at predictive management, you are:

Thoughtful and analytic, Not likely to go chasing after the current panic, More aware of the important than the merely urgent issues, Able to identify patterns in data and patterns of failures, More focused on "why" did something go wrong, rather than "what" can be done to fix it, and Able to keep the big picture in mind when working through the details.

Someone who is good at predictive management is sufficiently detached that they can identify the conditions that lead to certain problems and can implement procedures to reduce or eliminate the problems. Rather than being concerned about the immediate problem, they are able to relate current conditions to earlier information and predict when problems might arise. A predictive management style is an important ability for a manager to have. The more problems that can be prevented through predictive management, the fewer resources will need to be spent on reacting to problems that have arisen. Predictive management does not replace reactive management, but it reduces the need for it. Getting Better At Predictive Management How does a manager get better at predictive management? The best way is practice. Focus some time every day on predictive management and on developing the skills listed above. Here's an example of practicing the

predictive management behaviors so you can get better at it.

Schedule a meeting with yourself so you can block out a half hour of time. [li[Close your door. Set your phone on do-notdisturb. Turn off your cell phone and pager. Pick the problem that has been the biggest headache for your organization. Then allow yourself to just think about it. When did it happen most recently? What caused it? What warnings or indicators did we have before it happened? What did we do to fix it? What could we have done to prevent it? What can I do now to reduce the chances of it happening again?

Start monitoring the warning signs you noted above. When those signs next appear, apply the previous solution before the problem gets big. [li[Evaluate the results and adjust as needed. The more you practice predictive management the better you will be at it. You will still need your ability in reactive management, but just not as much. Your resources will be used more on getting things done than on fixing problems and you'll have more time to think about and prevent more problems from arising. Good Management Is Predictive Management Not Reactive Management (continued) Predictive Management In Use Predictive management is used in many industries and many functions. Some examples are:

The University of Florida uses predictive management to improve crop growth The Food and Agriculture Organization of the United Nations uses predictive management to assist in reducing illegal hunting The Ocean Studies Board of the National Research Council (NRC) uses predictive management to determine priority research areas for Coastal Ecosystem research Portugal's National Institute for Public Administration (INA) is studying the impact on personnel information systems of predictive management Thermal Energy Systems [TES] uses predictive management to improve their design of biomass boilers and thermal power stations The Australian Workflow Management Coalition (WfMC) is researching ways to improve workflow and workflow management using predictive management

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