What is in a TitleWritten by Ramakrishna Pochiraju
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“Design Engineer” and that meant something. I fell in love and assumed a title “Lover” and it felt really good. I got married and society and my family gave me a title “Husband” and again made me feel really good. I had a kid and society and my family gave me a title “Parent” and my kid gave me a title “Daddy”. Oh boy! with all these titles now I am on top of hill and very very proud of myself. So my point is my family and society spoiled me by giving me feel great titles. Now I am addicted to titles. Titles became means of recognition in world of society, family and profession. Titles functioned as great reminders of my responsibility, limits, liabilities etc. Titles made me function and behave well. Titles gave me good boundaries to go by. Titles coached me what to look for, what to expect and how to react. It is difficult for me to get out of this title inspired mold crafted by society, family and profession. The 'Self', I project out and know about is a intersection of these three circles (Society, Family and Profession). These three circles defined me by giving 'Titles". These three circles molded my thoughts and behaviour by attaching me to Titles. So If you ask me what is in a Title?, I would say my "'Self".
Ramakrishna Pochiraju is a registered professional engineer. He has over ten years of experience in serving local, state and federal clients as a consulting engineer in designing roads, highways and freeways.
| | Fuel Index ( A measuring stick for a company's success)Written by Ramakrishna Pochiraju
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Score (0 to 2) VALUES P Q C R ----- -- -- -- -- ----- -- -- -- -- Total -- -- -- -- Average -- -- -- -- Fuel Index = (Avg R)[(Avg P)+(Avg Q)+(Avg C)] The range of Fuel Index is 0 to 12. If Index is 0 to <=3 Means company has to re-look and re-evaluate their values (Fuel). The company should focus on better defining values that mean and do greater good to ‘company-employee’ social system. First they have to find better Fuel and second they have to create an air of honesty in workplace and finally find Right people to implement these in ‘company-employee’ social system . 3 to <=5 Means company has values that mean something and may play important role in developing a healthy ‘company-employee’ social system. The company focus should be directed to better dissemination of those values through ‘company-employee’ social system. This is company that has viable fuel. How they use it now and intent to use it in future is key for their success. >5 The score of 5 and above is a good indicator of sustainability and agility of a company. They have right mixture of fuel (Values) and air (Risk/Honesty). They need to make sure to maintain and constantly evaluate strategies that are used for this combustion. That means company should constantly make sure to have right people implementing values and performing checks and balances needed to assure a sustainable growth.
Ramakrishna Pochiraju is a registered professional engineer. He has over ten years of experience in serving local, state and federal clients as a consulting engineer in designing roads, highways and freeways.
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