Insightful Saturday Morning with 

Amit Shah:

EVP and Country Head, Yes Bank

I am writing this blog in the honour of Mr. Amit Shah who in spite of his busy schedule, came to our NITIE campus and enlightened us with his valuable experience that will surely help us not only in summer placement season but in our whole MBA life. He is himself a NITIE Alumni who achieved success in his career within a very short span of time. He is presently EVP and Country Head of Yes Bank. Linkedin profile link given below:

http://www.linkedin.com/profile/view?id=9938087&locale=en_US&trk=tyah2

The session was quite an interactive one where he shared with us his past experience in NITIE. He was an achiever in NITIE also – a Silver Medallist. He also told us how at the initial phase of his MBA career he struggled through the ups and downs just to position himself in his dream role in Yes Bank today. The whole story is an inspiration for students like us.

He also covered a lot of topics bringing examples from his experience. Amit Shah emphasized on the importance of competencies, skills and delivery- combination of all three in right proportion only leads to success. And to make this magic happen the most important thing is self-awareness ie. knowing the strengths and weaknesses.

Amit also emphasized that the following four elements exist in everybody and it is their interplay that leads to defining a person. We must identify what are we good at and what type of job will suit us as per our strengths. These key elements are:

• Thoughts

• Influence

• Adaptability

• Delivery

He also accentuated that even there may be tug of war between these elements. Like a person cannot be influencing and adaptable at the same time. He accepted the fact that he is more influencing than adaptable. But quality delivery within stipulated time is the most important mantra for success because at the end of the day that counts.

In addition to this, he suggested:

• Good CV preparation

• Follow your passion and area of interest

• In industry, we should try to grow from a specialist to a generalist

• Increase our awareness by reading Economic Times and Livemint

• Know all the sectors in industry and stay updated about them

• Select electives that will help us to get a flavour of all the arenas of management viz. finance,marketing and HR

We are really grateful to him for his insightful lecture which will surely help us in MBA life.

Hi,

Please find the Video CV Link:

https://www.youtube.com/watch?v=zcmXw7bE8Ko&feature=player_detailpage

Theory X or Y?

Theory X and Theory Y are theories of human motivation created and developed by Douglas McGregor at the MIT Sloan School of Management in the 1960s. He avoided descriptive labels and simply called the Theory X and Theory Y. He did not imply that workers would be one type or the other. Rather, he saw the two theories as two extremes - with a whole spectrum of possible behaviours in between.

Theory X: ('Authoritarian management' style)
Management that believes in theory-X assumptions, creates stick-and-carrot approach based firms with restrictive discipline and pervasive controls.

Theory Y: ('Participative management' style)
Theory-Y believers create trust based firms with empowered employees.

Assumptions of Theory X and Theory Y:

Comparing Theory X and Theory Y:

Motivation

 Theory X assumes that people dislike work; they want to avoid it and do not want to take responsibility. Theory Y assumes that people are self-motivated, and thrive on responsibility.

Management Style and Control

 In a Theory X organization, management is authoritarian, and centralized control is retained, whilst in Theory Y, the management style is participative: Management involves employees in decision making, but retains power to implement decisions.

Work Organization

 Theory X employees tend to have specialized and often repetitive work. In Theory Y, the work tends to be organized around wider areas of skill or knowledge; Employees are also encouraged to develop expertise and make suggestions and improvements.

Rewards and Appraisals

 Theory X organizations work on a ‘carrot and stick’ basis, and performance appraisal is part of the overall mechanisms of control and remuneration. In Theory Y organizations, appraisal is also regular and important, but is usually a separate mechanism from organizational controls. Theory Y organizations also give employees frequent opportunities for promotion.

Application 

 Although Theory X management style is widely accepted as inferior to others, it has its place in large scale production operation and unskilled production-line work. Many of the principles of Theory Y are widely adopted by types of organization that value and encourage participation. Theory Y-style management is suited to knowledge work and professional services. Professional service organizations naturally evolve Theory Y-type practices by the nature of their work; Even highly structure knowledge work, such as call centre operations, can benefits from Theory Y principles to encourage knowledge sharing and continuous improvement.Theory X and Theory Y are theories of human motivation created and developed by Douglas McGregor at the MIT Sloan School of Management in the 1960s. He avoided descriptive labels and simply called the Theory X and Theory Y. He did not imply that workers would be one type or the other. Rather, he saw the two theories as two extremes - with a whole spectrum of possible behaviours in between.