As per the Indian mythology Arjuna is one of the best students. He is his guru Drona's favorite student. Krishna is the ultimate source of knowledge. He was Lord Vishnu himself, and available to Arjuna 24*7 as a friend, well wisher and god. Geeta is the master piece a conversation between Arjuna and Krishna. Tons of articles are available to understand Geeta. I am neither an expert in Geeta nor trying to explain Geeta.
Why did Krishna choose to explain it to Arjuna? Why did he choose to explain just before the mahabharat war? Was Arjuna fool or coward, who wanted to avoid the war?
Arjuna was definitely neither coward nor fool. He was one of the smartest person and best student of his teacher. He was brave and energetic and had proved it enough time. Krishna choose to explain Arjuna and not anybody else, because none other bothered about it. Probable none else had the intelligence and foresight to ask such questions. As questions are from Arjuna, Krishna choose to explain Arjuna instead of everybody. Arjuna did not have the ability to see his Viswaroop, he was able to see it after gifted with Divya chakshyu. So others were not clear about their task, but were not knowledgeable enough to ask such questions or understand the answer. So Krishna explained it to Arjuna.
Krishna explained it during war because Arjuna had the confusion during war. He did not ask it earlier, so Krishna did not explain it earlier.
So krishna the best friend, brother in law, well wisher and supreme lord of Arjuna is ready to answer question only when Arjuna has questions. So its not the presence of the master or getting a master but readiness of the student and having appropriate question can create a master piece.
Friday 25 September 2009
Monday 21 September 2009
Don't always follow what your Boss says...
rather always do what she wants. I am not going to discuss why you should follow this, and a couple of case studies. The name of the company and individuals have changed to protect the privacy.
It is important to follow the BOSS. Everybody wants loyal people who she can rely on. But to be reliable one sometimes needs to out smart her boss, as boss might not have all the information that she has. I am providing a couple of case studies where following the boss did harm the employer AND/OR not following the boss worked.
CASE STUDY 1: Sam and Sonia worked at a IT service company and had a tough American customer. They were good in application programming and technology, but did not know the Investment banking. Because of their lack of domain knowledge and Indian ascent they were facing problem in handling costumer during post production support. Their Manager learned about the project and gave a short term and a long term solution. He asked them to enroll for Investment Banking 101 and spoken English in US ascent course as a long term solution and asked to twist the tongue so that it will be more US like ascent and read more about portfolio and equity (as their project is based on Portfolio) for short term resolution. Sam followed his Boss's advice religiously with
little success. Sonia did not do what exactly her boss said, but customer called their boss and asked only Sonia to be their point of contact. In return Sonia got a good appraisal and promotion. What did Sonia do? She discovered that customer was able to understand the English of Raj, who is deputed at customer location. She found out that it is not their ascent but speed which is causing the communication gap. So she tried to speak slowly where as Sam tried to speak in an unknown ascent (twisting tongue). Sam was busy reading about portfolio where as Sonia mastered the flow of the application and what exactly is bothering customer. She found out customer was unhappy because the page takes 30 seconds to load the page when an user logs in and what can be done to reduce it when Sam was reading about Equity Portfolio etc. She was able to understand customer and her requirement. So she was able to provide resolution.
So she got good appraisal, hike and a promotion.
Case study 2: Sam was deputed to customer place in London. In one of the REAL TIME trading application response time was more than 2 minutes at sometimes and mostly within 2 seconds. The requirements signed by client and service provider claims it to be 2 seconds. SLA claims any such problem in production must be resolved in 15 minutes, and in case it does not get resolved, it gets escalated and reaches VP level within 24 hours. The application was working fine at development and UAT environment but did take more time during production. Level 1 support was unable to solve the problem in 15 minutes, so the management called Sam and Harry who is known for their technical brilliance to resolve it. Their manager asked them to tune the queries what might be the most probable reason for the problem. Harry tuned the queries so the response time is within 1 second most of the time but close to 2 minutes during peak load time. Sam instead of tuning the queries checked the application log and did some profiling using the tools available. He figured out that JVM was actually not tuned for their requirement. So GC sometimes takes a long pause during peak load, and there are some physical memory leaks, which affects performance during peak load. He tuned the JVM parameters and asked for a hot fix for the memory leak. This happened in 2007 when software market was good, and market started slowing down in 2008, so client wanted only one person at London, and they have asked for Sam though Harry is senior to Sam.
It is important to follow the BOSS. Everybody wants loyal people who she can rely on. But to be reliable one sometimes needs to out smart her boss, as boss might not have all the information that she has. I am providing a couple of case studies where following the boss did harm the employer AND/OR not following the boss worked.
CASE STUDY 1: Sam and Sonia worked at a IT service company and had a tough American customer. They were good in application programming and technology, but did not know the Investment banking. Because of their lack of domain knowledge and Indian ascent they were facing problem in handling costumer during post production support. Their Manager learned about the project and gave a short term and a long term solution. He asked them to enroll for Investment Banking 101 and spoken English in US ascent course as a long term solution and asked to twist the tongue so that it will be more US like ascent and read more about portfolio and equity (as their project is based on Portfolio) for short term resolution. Sam followed his Boss's advice religiously with
little success. Sonia did not do what exactly her boss said, but customer called their boss and asked only Sonia to be their point of contact. In return Sonia got a good appraisal and promotion. What did Sonia do? She discovered that customer was able to understand the English of Raj, who is deputed at customer location. She found out that it is not their ascent but speed which is causing the communication gap. So she tried to speak slowly where as Sam tried to speak in an unknown ascent (twisting tongue). Sam was busy reading about portfolio where as Sonia mastered the flow of the application and what exactly is bothering customer. She found out customer was unhappy because the page takes 30 seconds to load the page when an user logs in and what can be done to reduce it when Sam was reading about Equity Portfolio etc. She was able to understand customer and her requirement. So she was able to provide resolution.
So she got good appraisal, hike and a promotion.
Case study 2: Sam was deputed to customer place in London. In one of the REAL TIME trading application response time was more than 2 minutes at sometimes and mostly within 2 seconds. The requirements signed by client and service provider claims it to be 2 seconds. SLA claims any such problem in production must be resolved in 15 minutes, and in case it does not get resolved, it gets escalated and reaches VP level within 24 hours. The application was working fine at development and UAT environment but did take more time during production. Level 1 support was unable to solve the problem in 15 minutes, so the management called Sam and Harry who is known for their technical brilliance to resolve it. Their manager asked them to tune the queries what might be the most probable reason for the problem. Harry tuned the queries so the response time is within 1 second most of the time but close to 2 minutes during peak load time. Sam instead of tuning the queries checked the application log and did some profiling using the tools available. He figured out that JVM was actually not tuned for their requirement. So GC sometimes takes a long pause during peak load, and there are some physical memory leaks, which affects performance during peak load. He tuned the JVM parameters and asked for a hot fix for the memory leak. This happened in 2007 when software market was good, and market started slowing down in 2008, so client wanted only one person at London, and they have asked for Sam though Harry is senior to Sam.
Sunday 20 September 2009
Career Coaching @ India
Since last 7-8 years I have been working with Indian job market directly or indirectly. I have changed job thrice in my career and have advised numerous people on what to do and what not to on numerous occasions. Some of the so called advised are right where as most of them lacked the in depth understanding. At times, I was eager to take help of an expert, what is right career for me. Am I doing right or just moving with the flow of the stream? What makes an ideal career for somebody? I wanted to discuss the same with some expert. I have browsed through the recruitment portals. These are a few observations:
The sites are meant for the company that is recruiting. They can put forward their requirement and one who is looking for job can look forward getting it. They provide services such as resume writing, resume flash etc. but it is limited in getting a job. It lacked understanding the candidate, her strengths and weaknesses, her passion, love and desire. It does not have any test to see what she likes most. It neither speaks about setting goal and achieving them, rather it was all about here is an opening XYZ, and whether she will fit in. And this may give her an salary increment of y percentage. The higher the y, the sweater it is. Even some consultants claim they are not interested for the profiles put in job sites such as Naukri and Monster.
I was in a dilemma whether to continue my job in IT or move to education. Should I pursue Ph.D or MBA or nothing at all? Should I go for full time or part time one? And many more questions. I was ready to pay for the service. In return I would get call from XYZ company for abc post. I was not not sure if I was interested in any of those companies or positions. I think many other people might have faced the same situation.
I was checking with my friends and juniors about what they do, what they want to do, and what is their plan after 5-10 years and are they happy with their job, what is their plan to achieve them. I might not have recorded them all and have taken incorrect samples. So the result might be unscientific, but most answers are like this. I am doing dev/testing/support. I want to be a manager/technical after 5 years. I am satisfied/unsatisfied/somehow satisfied with my current job. I don't know how to achieve my goal.
In India there are lots of people who are not sure about their career. They are not sure about what they like, what makes them happy, what they need to do to achieve it. If they say they want a change, most probable they will get similar job profile. So there is a huge scope for career consultants (not recruiters) in India.
Why does India lack career consultants? I can think of 3 reasons.
1) Expertise required for career coach: It may be a tough job. It is easier to search in a job portal for couple of key word and call couple of guys for an interview than understanding a human being.
2)Less Revenue: When a recruiter helps recruiting a candidate for a company, she gets x percentage of the annual gross salary of the candidate. How much a career consultant get?
3) A new field of expertise: Job search is new, but coaching is new concept. As India is adopting from west, so India may get career coaches in future.
In a nutshell India does not have effective career coaching. It has a huge potential for career coaches. Currently India does not have coaches because of the revenue model but will expand.
The sites are meant for the company that is recruiting. They can put forward their requirement and one who is looking for job can look forward getting it. They provide services such as resume writing, resume flash etc. but it is limited in getting a job. It lacked understanding the candidate, her strengths and weaknesses, her passion, love and desire. It does not have any test to see what she likes most. It neither speaks about setting goal and achieving them, rather it was all about here is an opening XYZ, and whether she will fit in. And this may give her an salary increment of y percentage. The higher the y, the sweater it is. Even some consultants claim they are not interested for the profiles put in job sites such as Naukri and Monster.
I was in a dilemma whether to continue my job in IT or move to education. Should I pursue Ph.D or MBA or nothing at all? Should I go for full time or part time one? And many more questions. I was ready to pay for the service. In return I would get call from XYZ company for abc post. I was not not sure if I was interested in any of those companies or positions. I think many other people might have faced the same situation.
I was checking with my friends and juniors about what they do, what they want to do, and what is their plan after 5-10 years and are they happy with their job, what is their plan to achieve them. I might not have recorded them all and have taken incorrect samples. So the result might be unscientific, but most answers are like this. I am doing dev/testing/support. I want to be a manager/technical after 5 years. I am satisfied/unsatisfied/somehow satisfied with my current job. I don't know how to achieve my goal.
In India there are lots of people who are not sure about their career. They are not sure about what they like, what makes them happy, what they need to do to achieve it. If they say they want a change, most probable they will get similar job profile. So there is a huge scope for career consultants (not recruiters) in India.
Why does India lack career consultants? I can think of 3 reasons.
1) Expertise required for career coach: It may be a tough job. It is easier to search in a job portal for couple of key word and call couple of guys for an interview than understanding a human being.
2)Less Revenue: When a recruiter helps recruiting a candidate for a company, she gets x percentage of the annual gross salary of the candidate. How much a career consultant get?
3) A new field of expertise: Job search is new, but coaching is new concept. As India is adopting from west, so India may get career coaches in future.
In a nutshell India does not have effective career coaching. It has a huge potential for career coaches. Currently India does not have coaches because of the revenue model but will expand.
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