https://virgool.io/feed/@mehrzad-ferdows Mehrzad Manuel Ferdows was born on 23 July 1970. fa 2026-06-24 07:16:14 https://files.virgool.io/upload/users/647336/avatar/8t7xtW.jpeg?height=120&width=120 https://virgool.io/@mehrzad-ferdows https://virgool.io/@mehrzad-ferdows/mehrzad-manuel-ferdows-speech-on-factors-influencing-financial-decision-making-in-organizations-s7gvxkinfvtd Mehrzad Manuel Ferdows, a leading entrepreneur, advisor, investor and industrial Engineering graduate from University of Southern California has given speech at a conference held in Dubai on factors influencing financial decision making in organizations. Mehrzad Ferdows stated that financial decisions are crucial for the well-being of an organization because these decisions determine the firm’s ability to obtain plant and equipment when needed to carry the required amount of inventories and receivables in order to avoid burdensome fixed charges when profits and sales decline and to avoid losing control of the company. Mehrzad Ferdows stated that the nature of financial decisions varies from one organization to the other. It may also be different in the same organization over a period of time. It is in fact because the nature of financial decisions is influenced by different internal and external factors.Internal Factors Influencing Decision Making in an OrganizationMehrzad Manuel Ferdows stated that internal matters within an organization can influence the process of making financial decisions within an organization. The first internal factor influencing decision making is nature of the business. Manufacturing or public service providing its investment in fixed assets is large and hence the capital structure has a large share of long-term capital. It is also large in organizations that produce capital goods. On the other hand, in trading concerns, a greater part of the investment is found in current assets. Size of business is also a significant factor influencing financial decisions. The larger the size, the more capital is needed. Large organizations need their own building or plant. Legal form of organization is another important factor heavily influencing decision making when it comes to financial issues whether they can have cases of borrowing or others. Pattern of ownership also influences financial decision making whether it is a closely-held company or one with many shareholders playing their roles. Another element is level of risk and stability in earnings which means greater risks will result in higher discount factors. It can be argued that risk influences the long-term investment decision or capital budgeting decision. It will be the opposite in case of higher risk and not stable income when the finance manager tries to impress on the shareholders for more retention of earnings rather than adopting a liberal dividend policy. But with stable income and lower risk the financial decision will be just the reverse.Liquidity Positions and Impacts on Financial Decision MakingMehrzad Manuel Ferdows stated that liquidity position will also influence financial decisions. If the dividend is normally paid out of cash, firms with a sound liquidity position adopt a liberal dividend policy but if the working capital is very large or the firm has to meet significant past obligations, it will have to follow a conservative dividend policy. Any titles towards liquidity will alter the nature of financing and dividend decisions.External Factors Influencing Financial Decision MakingMehrzad Ferdows pointed out that along with many internal factors there are a number of external factors influencing financial decision making in organizations. These decisions are concerned with long-term assets. It can, therefore, be said the more correct these decisions are, the greater will be the growth of business in the long run. In addition to that, these affect the future possibilities of the business. The state of economy, the structure of capital and money markets, government regulations, and tax policy can be considered among the most important external factors.The State of Economy and its Impact on Organizational Financial Decision MakingMehrzad Manuel Ferdows stated that financial decisions conform to changes when the state of economy changes from time to time. When the economy is proceeding towards recovery, the finance manager should be eager to avail of investment opportunities. When the economy is facing a slump, the finance manager should proceed with care. In times of a downtrend, the stress should be on internal financing. During an uptrend, higher dividends can be declared but during downtrend conservation of cash is necessary and therefore a strict dividend policy should be followed.The Structure of Capital and Money MarketsThe structure of capital and money markets is another chief factor influencing financial decision making. Well developed markets with multitude of financial institutions and venturesome investors will make the finance manager to find it easy to select the proportion mix of capital structure and accordingly financing decisions will be broader. It can be managed with a comparatively lower amount of cash as the finance manager can get funds whenever he desires. The dividend policy is also broad in such cases as the shareholders are not necessarily interested in regular and large dividends but if the investors are not venturesome they will wish for large dividends and the finance manager will have to adopt a liberal dividends policy and will not be able to opt for trading on equity to any great extent.The Effect of Tax Policy on Financial Decision Making in OrganizationsMehrzad Manuel Ferdows stated that managerial decisions are considerably influenced by tax policies for instance the choice of location, buying or leasing decisions, the proper mix of debt and equity in the company’s capital structure increasingly demand qualified employees in an economic environment that is becoming more and more complex. Due to the worldwide economic integration and constant changes in tax legislation, facing with new challenges has become inevitable. Taxation rules also shape corporate decisions since it absorbs a great deal of an organization’s income, therefore, measures need to be taken to minimize the tax burden.Mehrzad Manuel Ferdows concluded that organizations, be them small or medium need to scrutinize the effects of internal and external factors on financial decisions that are made within the organization. He stated further that it is management attitude towards risk that will determine the pattern of capitalization of the organization. Conservative decision makers always prefer to tread on beaten path and would always avoid incurring fixed obligations for raising additional capital.https://mehrzadferdows.com/ mehrzad ferdows mehrzad ferdows Sat, 22 May 2021 16:45:25 +0430 https://virgool.io/@mehrzad-ferdows/mehrzad-ferdows-speech-on-hr-outsourcing-in-times-of-crisis-sumtsnmee4yl Mehrzad Manuel Ferdows, a leading entrepreneur, advisor, investor and industrial Engineering graduate from University of Southern California has given speech at a conference held in Dubai on the importance of outsourcing of human resources in times of crisis. Mehrzad Ferdows stated that outsourcing can be to the advantage of both large and small businesses. With its aid, businesses can get to work with experts who will provide fresh perspectives and noble ideas to get back on their feet. A businesses that is not ready for such disruption will be seriously affected in times of crisis. Outsourcing will however help businesses cope with whatever impact the crisis would have on the business functions.The Importance of HR OutsourcingMehrzad Ferdows stated that the growing focus on employee well-being and company culture, small and large businesses are finding advantages in outsourcing HR. Keeping up with HR trends and changing laws is one of the obvious advantages of outsourcing HR. Outsourcing, a hassle-free way to update your employee handbook tailored to your business identity needs, can save a great deal of time. In addition, outsourcing can improve employee relations and streaming hiring orientation. Training and professional development is another key factor that gives significance to HR outsourcing. Mehrzad Manuel Ferdows added that outsourcing can handle administration for time-consuming tasks. Moreover, an expert eye is put on a company’s HR policies through outsourcing. In a nutshell, outsourcing frees up time which is the most valuable possession for all organizations.Disadvantages of OutsourcingMehrzad Ferdows pointed out that outsourcing human resources functions can save time and money. It can, however, cause employees to feel disconnected with the company. It is not the case with all HR functions, but organizations need to weigh the disadvantages when making decisions about which functions to outsource. Loss of human factor or face-to-face interaction is the biggest disadvantage of outsourcing because employees prefer a familiar face when they have HR issues. Talking face-to-face gives employees more confidence and trust within an organization. Mehrzad Manuel Ferdows stated further that although cutting costs is an advantage of outsourcing functions, it can contribute to cost climbing at times particularly when the processes of proposal acceptance takes too long. More importantly, outsourcing HR can result in changes in the culture of an organization particularly outsourcing more personal functions like employee training, new employee orientation or retirement processing can affect the organization’s vision drastically.Outsourcing in Times of CrisisMehrzad Ferdows stated that periods of crisis, in many ways, serve to highlight the strengths and weaknesses of an organization. The value of outsourcing HR administrative tasks can notably be demonstrated in times of crisis when unforeseen challenges are brought to the management of businesses. Leaders cannot have the time to follow up with clients, deploy support services, and meet demands for infrastructure, which could keep the organizations away from ensuring smooth and efficient business operations. This can be measured in terms of efficiency to ensure continuity of service and in the capacity to provide real support to the crisis management itself. It is clearly noticed that in case of crisis, setting up protective measures for the employees is under stress by human resource services that may not only include organizing teleworking together with other services but envisaging the available legal and regulatory solutions is of high significance. Mehrzad Ferdows reiterated that when non-strategic HR tasks are outsourced, companies can fully appreciate the benefits of being relieved of them and to concentrate on crisis management specifically in time of salary statement preparations with non-adjourned deadlines.Benefits of Outsourcing in Times of CrisisMehrzad Ferdows emphasized the significance of outsourcing HR in times of crisis and stated that along some disadvantages that outsourcing HR may bring about, it can be looked upon as a saving factor for the company in times of crisis. Some functions are worth being outsourced to a third-party to focus on core business as few non-core assignments can hinder an employee from doing more essential tasks. Outsourcing takes the load off a company’s shoulders, therefore, leaders can stay focused on business development and offering more high-value services and tasks that will truly drive the business when crisis hits. The first advantage to outsourcing HR functions is that it will help shortening the recruitment process as well as simplifying the pay process. With outsourcing there will be no need to invest in infrastructure, recruiting and maintaining the department and organizations can remain focused on business strategies. Another benefit could be that it will help easing to expand product model. It is beneficial to outsource HR functions in times of crisis since organizational outsourced HR can easily get access to the talent pool in times of crisis.Mehrzad Ferdows concluded his statement about the importance of outsourcing HR in times of crisis by pointing out the most compelling benefit of it which results in a more trusted information regarding regional payroll and HR trends along with anticipated decisions. Similarly, when a global crisis happens, having an outsourcing partner is critical to provide the organizations with available vital information. It will undeniably enable a business to act instantly, and put it in a rapid and confident adaptive position. Outsourcing makes sure your business is kept up to date of anticipated events and challenges while helping you to understand them. mehrzad ferdows mehrzad ferdows Sun, 16 May 2021 03:01:37 +0430 https://virgool.io/@mehrzad-ferdows/brainstorming-in-organizations-iosyppksiu2i Mehrzad Manuel Ferdows, leading entrepreneur, advisor, investor and industrial engineering graduate from University of Southern California has expressed his view on brainstorming in organization. Mehrzad Manuel Ferdows started by defining brainstorming as the process of mulling over of ideas by one or more individuals in an attempt to devise or find a solution to a specific problem. Brainstorming is one of the fundamental building blocks of creativity. It creates the ideas that needs evaluating and selected ones actioning to ensure longevity of an organization. He stated that idea generation termed as ideation is something of a commodity in business. It is with brainstorming that after many years with a number of different varieties of new technologies a new business comes into the industry and make an impact. Brainstorming will also help established businesses continue to grow and develop to suit their customer base. Most people associate brainstorming with new ideas for production or marketing but it can also be used for tasks including company structure and written articles or generally internal procedures.Key Reasons Why to BrainstormMehrzad Manuel Ferdows stated that collecting viewpoints is the first and foremost benefit of brainstorming. As managers’ viewpoints may be different from those of people actioning regarding a particular service or process, brainstorming can be the best way to figure out how people feel about a product line, a service offering or the way a company is structured. Managers are not able to fully comprehend every detail involved in the day-to-day requirements. As a result, brainstorming i.e. collecting the viewpoints of others can basically help to create ideas and innovations that are widely respected within a business.In addition, brainstorming encourages thought with inviting the wider stakeholders of a company into brainstorming, employees at all hierarchical levels will be motivated to think critically either about current issues or future goals with the ultimate goal of feeding into future endeavors within the organization. Another reason why brainstorming is of advantage is that it will build team relationships with allowing employees to share the load of innovation encouraging them to cooperate respectfully and responsibly in order to develop ideas and create viable solutions to challenges and problems in the organization. Moreover, inter-office staff will be encouraged to share their views on a particular issue resulting in increasing understanding across the business.Brainstorming Helps with Avoiding Creativity StifleMehrzad Manuel Ferdows argued that in organizations where brainstorming is not welcome there can be chances of less productivity. Brainstorming directs individuals to a path to be able to have something to say and construct a good argument or claim in a logical direction. In brainstorming the creativity of everyone is valued and appreciated in order to find a possible solution drafted to solve a particular problem. However, more reserved employees may not contribute much; there is still an open space for all staff to have their own words so creativity will be less stifled if any. In fact, team members displaying high levels of creativity in their work may seem to succeed in the course of brainstorming.Brainstorming Displays a too Democratic SituationIn brainstorming not only everyone has the opportunity to speak, they can also have a chance to object. This inherent democratic nature of brainstorming sessions can mean compromising and combining ideas is regarded as a virtue if not possessed by the employee will lead the brainstorming processes and meeting sessions nowhere. Since all people are equals in the creative process, it is best to name this too democratic.Build an Environment that Encourages BrainstormingMehrzad Manuel Ferdows stressed that there are a handful of tools to create a culture of brainstorming and idea generation within an organization. He stated that no rules or regulations need to be set for these sessions to make it as natural as it is supposed to be. Although, there are a few steps to take in order to create a culture of brainstorming like avoiding judging ideas immediately, encouraging a little wild or exaggerated ideas, thinking of ideas as building blocks, keeping focused at the task at hand, and creating a display.When is it Appropriate to Brainstorm?Mehrzad Manuel Ferdows stated that according to the University of Vermont Extension School it is best to brainstorm in a group situation targeting at solving a problem. It can be applied to solve the goal of a group like figuring out what needs to be done for an event, a business project or plan. In addition, brainstorming can possibly be done to make up schedules and how to assign people to perform tasks and duties as well as making decisions about when things need to be done. Having said that, there is a disadvantage to the strategy that means brainstorming can be over-applied like brainstorming about what to brainstorm in the next meeting.Brainstorm in Small Groups or Large Groups?Mehrzad Manuel Ferdows emphasized that although it seems more dynamic to maintain a good balance in small groups, brainstorming in large groups allows some employees, in particular introverts, to refrain from contributing to the brainstorming and, thus they will recede into the crowd. On the other hand, the more people are involved in the process, the more likely the individuals will to think as a group. This group-thinking arises when people tend to gravitate toward an idea or decision since it seems or popular. It might seem to stifle creativity in the first place, but it is essential in a brainstorming session.Mehrzad Manuel Ferdows concluded that managers need to create a special situation where participants do not fear to express their ideas or feel their ideas will harm them if they challenge the views and feelings of those in authority. Brainstorming sessions should convey the meaning that every individual’s idea could work as valuable feedback to the manager. Managers will improve themselves as well as their employees if constructive criticism is welcomed in brainstorming sessions where every individual has a chance to have their own word and be appreciated after they have expressed their point of view. mehrzad ferdows mehrzad ferdows Mon, 26 Apr 2021 10:44:59 +0430 https://virgool.io/@mehrzad-ferdows/mehrzad-manuel-ferdowss-speech-on-delegation-yofgsqsrplkq Mehrzad Manuel Ferdows stated that leadership is the art of influencing people. This art requires delegation which is the art or process of assigning specific duties and responsibilities to subordinates in an organization. Leadership requires delegation (which comes in different forms) to be effective. He stressed that it is one of the mot difficult transitions for a leader to make the shift from doing to leading when responsibilities become more complex, the difference between an effective leader and a super-sized individual contributor with a leader’s title is rather evident. Either in “general delegation” or “crisis delegation”, leaders need to delegate responsibilities and duties while being responsible and accountable for the delegated duties with all mistakes or errors rested with the leader.Benefits of DelegatingMehrzad Manuel Ferdows pointed out some benefits of the process of delegating. He stated that the first advantage of delegating duties is that by delegating the leader passes the duties on the subordinates to perform so leaders could concentrate in areas where the organization will benefit most like the negotiation of contracts that benefit the whole organization. Furthermore, by delegating tasks leaders will be able to groom future leaders when subordinates learn how the organization works at a higher level and take over the necessary skills for the position. In addition, properly done delegation will raise the subordinates’ morale in the organization entailing that they can be trusted by the leadership to do the delegated work. Proper delegation will also improve trust between subordinates and leadership leading to a more cohesive organization. Mehrzad Ferdows mentioned the relationship between delegating and efficiency in an organization which increases because duties are given to people whose skills match the delegated duties, thereby time will be freed for the leader to concentrate on other important duties.Challenges of DelegatingMehrzad Manuel Ferdows stated that although leaders and organizations at large can benefit from delegation there are still many reasons as to why some fear to do it. The first source of fear is being outshined by the subordinates who are good at performing delegated work which leaders find challenging. Secondly, some leaders find it to their dismay that they will not be recognized for the work done by the subordinates and, thus, disallow the task delegation. He pointed out that some leaders refuse delegation because they assume they will lose the trained subordinate to a rival organization to compete with the leader’s organization. Apparently some leaders fear to pass some important responsibilities to their subordinates because it makes them feel the task may be out of their control. In some organizations, leaders develop preconceived ideas about subordinates that prevent them from delegating duties to them which in the long run affects productivity. Above all, it is distressing for some leaders to be exposed to a delegated job that they know little about or they have limited competencies in the position. This means no leader feels confident when exposed by subordinates for not understanding how the organization runs and they will lose control of them meaning that subordinates know too much of going on in the organization. This becomes worse when the responsibility lands on the leader’s desk for approval resulting in unfounded fear. Furthermore, in some organizations, there is no staff shortage, so leaders keep all duties and responsibilities that pertain to their job. Finally, uncertainty arises when there is inadequate training of staff; leaders refrain from delegating because they might presume staff will not do the delegated duties as per the instructions given.What should be done for Effective Delegation?Mehrzad Manuel Ferdows stated that many leaders get the confidence from being involved in all the tasks while being involved does not necessarily end in task accomplishment or productivity. There are controversies between being involved and being essential. Leaders need to be essential and sometimes involve in the responsibilities they delegate. There are a number of ways to make delegation effective. It is significant for an organization to manage delegating effectively by giving clear instructions on what needs to be done and undoubtedly make sure to whom should the completed task be reported to. Mehrzad Ferdows expressed that over delegating can work as an obstacle because it results in over relying on the subordinates, thus, affecting the performance of subordinates in general. Subordinates must always be praised by leaders when they successfully complete the delegated duties and tasks. This boosts subordinates’ morale and thereby increases productivity. It is strongly recommended to monitor from far and avoid micro-managing the subordinates when duties have been delegated since it will increase mistrust conveying that the leader does not have confidence in them to complete the assigned tasks. Mehrzad Manuel Ferdows stated that effective delegation is obtained when leaders provide adequate information on the responsibilities of the delegated positions. In case the delegated tasks are not performed at an acceptable level, leaders must ensure that the staff is in a safe side reassuring the subordinates that any failure to reach the acceptable level is a teachable moment that will improve their later performance on the same task. Once the fear is removed, subordinates will be encouraged to perform a cut above without the fear of retribution. In addition, receiving feedback by the subordinates will play a key role for them to monitor their own performance. Moreover, it aids the leaders to make corrections where more resources are required for improving performance of the delegated duties and responsibilities. Mehrzad Ferdows stressed the importance of training subordinates and stated that in the absence of proper training, subordinates will be hesitant to undertake delegated responsibilities due to a fear of failure.Do the Benefits of Delegating Outweigh the Challenges?Mehrzad Manuel Ferdows concluded that although there are a number of concerns regarding delegating tasks and duties, leaders cannot carry all burden and thus, they need to choose to be essential rather than being overwhelmed by duties that might be done well by subordinates. Leaders must trust, and train subordinates while building up new opportunities for employees to proceed with their assigned duties and free more time to make a profit by engaging in more weighty tasks like negotiations for the organization. mehrzad ferdows mehrzad ferdows Wed, 21 Apr 2021 12:57:37 +0430 https://virgool.io/@mehrzad-ferdows/7-keys-to-a-successful-transition-ulkfttzpxtgo Mehrzad Ferdows stated that the current scenario, caused by the spread of the Coronavirus in the world, has forced drastic changes in many organizations. While some companies have struggled to adapt to the new context to continue operating and have been able to support their talents so that they can work from home, others have opted to cut costs, not renew contracts or lay off workers. But what about those who fulfill the role of leaders?Crisis management from Mehrzad Ferdows's point of viewMehrzad Ferdows continued that the leaders are facing this crisis, knowing their roles and responsibilities are not the same. So, the question would be: what should leadership be like in times of crisis? Today, the focus is no longer on generating company revenue or fostering innovation.As a Harvard Business Review article notes, "Today, many of those same leaders must make quick decisions about controlling costs and maintaining liquidity."What is the difference between leadership and power?Mehrzad Ferdows who is a leading entrepreneur and investor defined it perfectly, “When it comes to power, some people associate it with something bad; however, it is a valuable resource when used in the right way. Power is given to a person for their knowledge or experience in a specific subject, but not always because they are a good leader.”Mehrzad Ferdows added that “On the other hand, leadership is identified when a group of people recognizes another as their leader. This occurs after a relationship of trust has been generated between the two parties. For example, in presidential elections, a candidate is given power, but finally after some time passes, it can be identified if he really exercises good leadership.” This is where the difference lies. Power does not necessarily imply leadership, on the other hand when a person is a leader in front of others it does imply power.Effective leadershipMehrzad Ferdows stated that in tough times, good leadership is needed more than ever, as teams need to be guided through change. Thus, the ability of the leader is put to the test. In that sense, leadership and teamwork are crucial to successfully emerge from transitions like these.But nobody has said that it is a simple task. Therefore, in this note, we share with you six keys that can help you apply effective leadership in times of crisis.1. Direction capacityFrom 1 to 10, at what level is your leadership ability? Remember that a leader who does not possess this ability will hardly be able to guide his team during this new scenario, Mehrzad Ferdows stressed.A leader with leadership ability does the following:· Manages the company's productive resources· Organizes tasks and teams· Defines common goals. Plans what is going to be done.· Drives his/her talents to achieve the objectives· Knows how to delegate functions· Controls that tasks and objectives are fulfilled2. Agile decisionsMehrzad Ferdows continued that taking too long to make a decision can not only be exhausting, but also counterproductive. Therefore, in leadership in times of crisis, it is essential that leaders focus their attention on the most important information and not think about every possibility.That is, they must be agile to determine what information is relevant or not. How to do it?· Define your priorities· Identify the strengths of your team members and decide who is ready to be part of the decision-making team.· State clearly what is relevant· If mistakes happen, don't punish them· Keep in mind that quick decision-making will keep your company in constant operation, it will give them continuity.3. Adapt or sinkMehrzad Ferdows reiterated that a good leader in times of crisis is one that is not afraid of changes, knows how to adapt to circumstances and even keeps one foot forward. That is to say, he is a leader ahead of the scenarios who, if he does not master a subject, will try to nourish himself with information and seek the support of an expert.Also, you recognize that the practices that worked for you before will not necessarily help you today. How to adapt?· Communicate your vision· Develop a new plan· Stay informed about the status of the company· Know the situation of your sector / item· Make technology your best ally4. Be a referenceMehrzad Ferdows stated that in this context, the challenge for leaders is not only to be the reference for their teams, but to remain as such. It is important that the leader represents what he is looking for in the members of his team and, above all, does not stop adding value to them. What does this mean? That you should, if possible, do the following:· Guide them towards change· Help your team develop the skills they need to achieve common goals· Manage the tools and resources necessary for your team to remain productive remotely· Make sure you stay committed to the company during this crisis5. Leadership and teamworkTake care of your team and raise their confidence level, Mehrzad Ferdows stressed. In a crisis, the main job of a leader is to commit to his team, motivate it to continue and grow. That's what team leadership is based on. How to do it?· Create a connection with your team. Go from personal to work.· Connect individually with your team members.· Start the conversation with “how are you?”.· Maintain constant communication. Set up 30-minute meetings.· Don't act without the contributions of your team.· Ask for help if necessary. Beforehand, assign some members of your team to support you at key moments.6. Empathy squaredWe've talked a lot about the importance of leading with empathy. Mehrzad Ferdows put it further that it is not possible to apply good leadership without understanding the thoughts or emotions of others.Remember that people are in a state of vulnerability. Finding out that their friends lost their jobs or that some will not receive their wages on time can lead to feelings of uncertainty.As a leader, how should you act?· Be willing to listen to your team.· Provide material help to talents who for some reason cannot work remotely (for example: someone who does not have a laptop to work from home).· Establish active breaks and times when you can talk about topics other than work.· Focus on the well-being and health of your talents. Encourage healthy eating and physical exercise to avoid stress.· Try to be patient. Sometimes the internet connection may fail or something unforeseen may occur.Mehrzad Ferdows concluded that keeping these in mind, a leader should consider almost all of the above-mentioned factors to maintain skillful leadership strategies in the time of crisis, be it a natural crisis or inter/intra personal with the individual employees. mehrzad ferdows mehrzad ferdows Mon, 05 Apr 2021 01:58:47 +0430 https://virgool.io/@mehrzad-ferdows/the-best-appraisal-system-for-an-organization-rzkzbenqytab Mehrzad Manuel Ferdows, a leading entrepreneur, advisor, investor and industrial Engineering graduate from University of Southern California has given speech at a conference held in Dubai on the best reward systems for an organization. Mehrzad Ferdows stated that after designing and implementing a systematic performance appraisal system and providing adequate feedback to employees, organization leaders need to consider how to tie available corporate rewards to the outcomes of the appraisal. It is evident that performance levels are highest when rewards are contingent upon performance. Mehrzad Ferdows added that reward systems in organizations have wide ranging consequences for both individual satisfaction and organizational effectiveness. Unfortunately, cases can easily be cited where reward systems have been distorted to punish good performance or inhibit creativity.Mehrzad Ferdows elaborates Aspects of Reward Systems in OrganizationsFunctions Served by Reward SystemsMehrzad Ferdows stated that reward systems are used for a variety of reasons. It is generally agreed that reward systems influence job effort and performance. This is an indication of expectancy theory which means employees effort and performance would be expected to increase when they understand that rewards were contingent upon good performance. Hence, reward systems serve a very basic motivational function. Attendance and retention is a key motivator in a reward system. The system shows to influence an employee’s decision to remain with the organization and to influence an individual’s commitment to the organization, primarily through the exchange process. Ferdows reiterated that when employees perceive that the organization is interested in their welfare and willing to protect their interest; they begin to develop ties with the organization. It is by all means shown that to the extent that employee needs and goals are met by the corporation, the commitment will be expected to increase. A key reason why reward systems work is job satisfaction. As Edward E. Lawler, a well-known researcher on employee compensation has pointed out, there are four conclusions concerning the relationship between rewards and satisfaction. These involve satisfaction with a rewards is a function of both how much is received and how much the individual feels should have been received, the next conclusion is that satisfaction is influenced by comparison with what happens to others especially one’s coworkers, the other two are people differ with respect to the rewards they value and some rewards are satisfying since they lead to other rewards. Mehrzad Ferdows thinks of occupational and organizational choice being influenced by the reward systems within an organization.Bases for Reward DistributionMehrzad Ferdows stated that the inequity as well as equality that exists in the distribution of available rewards is a common reality in many contemporary work organizations. In case of inequity, one often sees little correlation between those who perform well and those who receive the greatest rewards. At the extreme, it is hard to understand how a company could pay its president a reward which is 1000 times more than what is paid to the secretary as they both are important for the organizational performance. The question arises here is how the organizations determine the distribution of available rewards.The simple answer is that in more cases than we choose to admit, rewards go to those with the greatest power be it market power or personal power. In many of the corporations whose presidents earn eight-figure incomes, we find that these same people are either major shareholders in the company or have certain abilities, connections, or status that the company wants. Indeed, a threat of resignation from an important or high-performing executive often leads to increased rewards.A second possible basis for reward distribution is equality where all individuals within one job classification would receive the same or indistinguishable rewards. Unionized workers can be regarded as an example, where pay rates are established and standardized with little or no reference to actual performance level. Seniority instead of ability or performance is usually recognized as the chief factor in pay raises or promotions. Mehrzad Ferdows put forward that team based rewards could be a viable solution to the problem of equality in the reward system as work has become more team oriented, performance appraisals measure how a team performs rather than just how an individual performs his job.Intrinsic vs. Extrinsic RewardsMehrzad Ferdows stated that extrinsic or intrinsic rewards are the variety of rewards that employers can receive in exchange for their contribution of time and effort. Extrinsic rewards include wages and salary, fringe benefits, promotions, and recognition and praise from others. He added that these rewards are external to the work itself. On the other hand, intrinsic rewards represent those rewards that are related directly to performing the job. In this sense, they are often described as “self-governed” rewards, because engaging in the task itself leads to their receipt. Feelings of task accomplishment, autonomy, and personal growth and development that come from the job are considered as intrinsic rewards.Mehrzad Ferdows added that studies suggest that extrinsic rewards tend to drive out the positive effects of some intrinsic rewards and can lead to unethical behavior. Also, because extrinsic rewards are administered by sources external to the individual, their effectiveness rests on accurate and fair monitoring, evaluating, and administration. Implementation can be expensive, and the timing of performance and rewards may not always be close while intrinsic rewards are a function of self-monitoring, evaluation, and administration; consequently, these rewards often are less costly and more effectively administered.Mehrzad Ferdows Explains The Relationship between Money and MotivationMehrzad Ferdows mentioned that there has always been recurring debate among managers on the issue of whether money is a primary motivator. It is argued by some that most behavior in organizational settings is motivated by monetary factors, whereas others argue that money is only one of many factors that motivate performance. Whichever group is correct, we must recognize that money can have important motivational consequences for many people in many situations. In fact, money serves several important functions in work settings. It can serve a goal or incentive, a source of satisfaction, an instrument for gaining other desired outcomes, a standard of comparison for determining relative standing or worth, and a conditional reinforce. To put it further, Mehrzad Ferdows suggested that experience tells us that the effectiveness of pay as a motivator varies considerably. He stated that according to Lawler certain conditions need to be present in order for the money to perform as a strong incentive. These conditions include the trust levels between managers and subordinates, measurability of individual performance, higher pay rewards to high performers than poor performers.Pay SecrecyMehrzad Ferdows pointed out that, employees are generally provided with more recognition for satisfactory performance and are often more motivated to perform on subsequent tasks when salary information is open. It is easier to establish feelings of pay equity and trust in the salary administration system. On the other hand, jealousy among employees will be aroused when publicizing pay rates are publicized and it will create pressures on managers to reduce perceived inequities in the system. There is no correct clear-cut hypothesis concerning whether pay rates should be secret or open. The point is that managers should not assume a priori to make a choice between pay secrecy or pay openness. Instead, careful consideration should be given to the possible consequences of either approach in view of the particular situation in the organization at the time. mehrzad ferdows mehrzad ferdows Tue, 16 Mar 2021 19:36:36 +0330 https://virgool.io/@mehrzad-ferdows/mehrzad-ferdowss-speech-on-succession-planning-pudswkfzzmyr Mehrzad Manuel Ferdows, who is a leading entrepreneur, investor, adviser and industrial Engineering graduate from University of Southern California has given speech on succession planning. Mehrzad Ferdows stated that "In the modern business world in case of a rapid transition for instance when a key player leaves the organization, one needs to assure that there are the right leaders in place". Mehrzad Ferdows further added that by failing to create a methodical plan for succession, your company may not get a second chance. Succession planning boosts the accessibility of skilled and knowledgeable employees that are prepared to take up these roles as they become available. In business, succession planning necessitates developing internal people with the potential to fill key business leadership positions in the company rather than employing new individuals. Mehrzad Ferdows continued that “building a series of feeder groups up and down the entire leadership pipeline or progression is the main concern of effective succession or what is termed as talent-pool management while replacement planning is focused narrowly on identifying specific back-up candidates for given senior management positions.” Introspection prompted in the retention of key employees, and the consequences that their departure may have on the business should be extremely valued. In addition, succession management process involves a more fundamental underlying philosophy challenging that top talent in the corporation must be managed for the common good of the enterprise.Mehrzad Manuel Ferdows defines Objectives That Will Be Accomplished in Succession Planning as hereunder:Mehrzad Ferdows stressed that a number of objectives will be accomplished that will not only help candidates to perform extraordinary in their new positions, but also facilitate a broader set of advantages to the organization as a whole. These objectives include improved retention, individual development and engagement, business continuity, and risk reduction.Mehrzad Ferdows pointed out that Succession Planning Boosts RetentionSuccession management strategies help the organizations to avoid the expensive and time-consuming undertaking to replace an employee which accounts for higher turnover.Mehrzad Ferdows contributed that undoubtedly, not seeing an opportunity to advance one's career is of significant importance why people leave in the first place instead of enduring with their current employer. Executing a strong succession strategy that evaluates leadership potential and sets employees on a clear development path does contribute to a promising future with the company. It is less likely for an employee to seek opportunities for growth and development elsewhere when they feel like they have those right set of circumstances with their current organization. This makes it easier for a company to retain and develop its best talent rather than constantly scrambling to replace its high-potential employees.Mehrzad Ferdows reiterated that Succession Planning leads to Individual DevelopmentAny business flourishing for employee development strategies is also providing brilliant foundations with the goal of succession planning. To develop competency models, companies help employees expand the skills and expertise needed to be successful in various organizational roles, and moreover, they can illuminate their training and development process. This helps them to make provisions to lead employees to step into more senior roles when the time comes rather than leaving development to chance.Furthermore, when high-potential leaders are recognized and settled it also enhances their level of engagement. On the other hand, when failing to make development opportunities available employees can easily become disengaged assuming that they lack values or appreciations for continuing to perform at a higher level to advance their careers. This might ultimately lead to resignations, or many disengaged employees performance deteriorates and they may engage in increasingly negative behavior. Providing guided development opportunities to high-potential employees helps them to stay engaged and feel valued, which encourages them to continue performing at a high level as they work to build the skills and experience necessary for them to advance their careers.Mehrzad Ferdows contributed that Business Continuity is a Merit to Succession PlanningIt is incredibly troublesome to lose an employee who has worked in key positions in a corporation like senior leadership positions. Without succession planning, someone in the organization must take up the slack until the position can be hunted once again. Moreover, in the meanwhile other employees working in other departments would take on extra work along with their regular job description. Hence considerable hindrance will be created and productivity and effectiveness will be diminished. Mehrzad Ferdows put it further that if companies establish strong succession pipelines, these vacancies will be filled promptly and with minimum confusion or disruption ensuring that personnel transitions is as predictable and orderly as can be. In addition, long-term plans will well be organized regardless of who is taking up the leadership positions. Mehrzad Ferdows restated that since candidates are being trained and prepared to step into key roles, uncertainties will be lessened about whether can ensure the continuity of the business in case changeovers occur.Succession Planning Helps Reduce Risks Mehrzad Ferdows addedThere are risks when organizations become dependent upon employees who have been working with the company for a long time by failing to build out necessary processes and knowledge bases to allow another individual to take up key leadership positions. This means those employees take a great deal of expertise and critical information about how the job should be done. Should the company do nothing to facilitate a transition, it could face significant risks in time of filling up the vacancy since the new candidate may not be fully prepared for what the role actually demands of them. Here is when establishing succession plans incorporating mentoring aids to make sure crucial knowledge is not lost when previously abandoned positions are filled with trained candidates within the organization. Mehrzad Ferdows concluded that without succession planning there would be financial risks along with talent risks when a position becomes unoccupied, often leaders make prompt choices to immediately fill the position leading to employing the wrong person for the role. Hiring quickly may enforce additional costs and ultimately end up in loss of revenue and internal equity risks when companies provide a more substantial salary and bonuses package for filling the role as quick. mehrzad ferdows mehrzad ferdows Thu, 11 Mar 2021 14:52:09 +0330 https://virgool.io/@mehrzad-ferdows/leadership-qqkvxxl9mduj Mehrzad Manuel Ferdows, a leading entrepreneur, advisor, investor and industrial Engineering graduate from University of Southern California has given speech at a conference held in Dubai about leadership style. Mehrzad Ferdows stated that the primary motivation for leadership is the desire to serve. Mehrzad Ferdows continued that leadership by paying attention to others and high ability to serve them, emphasizes service to others and sacrifice conflict of interests for the benefit of others so that people have more wisdom, authority and health, and the people themselves they become serving leaders. Mehrzad Ferdows put it further that servant leadership process begins with a natural feeling in which the person wants to serve first and then, with a smart choice, becomes eager to lead people. As it turns out, this person is different from someone who is just a leader, and the difference is clear from the fact that the serving leader first addresses the basic needs of the people.Valuing people and paying attention to people:Mehrzad Ferdows contributed that servant leadership respects the equality of human beings and seeks individual development in the organization. Thus, servant leadership is the understanding and action of the leader in such a way that he puts the interests of others before his own personal desire and interest. Therefore, in servant leadership, the leader must have a set of mindsets that are based on valuing people and paying attention to people. The leader's focus in this style of leadership is on individuals and followers, and the leader must pursue his personal interests. Servant leadership has great power and potential to improve organizational leadership. A serving leader is highly motivated to focus on the needs of his followers and puts serving them at the heart of his work. Servant leadership is understanding and acting in such a way that the leader prioritizes the interests of others over his personal desire and interest. Servant leaders believe that serving others is the most glorious and best reward for leadership. The application of servant leadership is related to its fundamental role in "trust building education". Mehrzad Ferdows stated further that trustees who act like service leaders can create organizations that have high efficiency and quality. Another application of servant leadership is its deep role in "communication leadership organizations".Mehrzad Ferdows elaborated that leadership style or behavior is the techniques used to influence and direct the activities of others. He defined leadership as the behavior of the individual, when he directs the activities of the group towards the achievement of the goal. On the other hand, a person's leadership style is a pattern of behavior that a person shows when he tries to influence the activities of others as he sees it in the eyes of others. Leadership and its specific style are important for all organizations in order to achieve their goals. Because leadership is a key factor in improving organizational performance, the success or failure of the organization depends on the effectiveness of leadership and leadership style at all levels. Mehrzad Ferdows continued that optimal leadership should pave the way for directing employees' efforts to achieve the organization's goals. Without leadership, the link between individual goals and organizational goals may be weakened and broken. This can lead to an unfavorable situation in which individual work is done only to achieve micro-goals and at the same time, organizational performance declines and the organization loses its efficiency and adequacy. Appropriate leadership practices vary depending on how long each employee has been in office and what type of environment the organization is in terms of stability and instability. In fact, by playing a role model that reflects the values ​​of the organization, and using different styles, leaders can have a greater impact on creating a sense of empowerment in staff and improve the quality of their performance. Because by empowering staff, they feel that the organization values ​​and values ​​their work. Employee performance is a set of employees' general satisfaction with the activity environment, type of responsibility, human relations, organizational relationships and the amount of job and organizational contexts. Attention to human resources along with the use of new methods, reconstruction of past structures and optimal use of potential and actual facilities, are among the success factors of the organization's goals and its success depends on the establishment of an efficient system based on goals and the existence of desirable and appropriate human resources. Undoubtedly, every organization is successful in performing its tasks and achieving its goals, which in addition to establishing an efficient and purposeful management system, has the best people. Mehrzad Ferdows concluded that organizations need service leadership in order to increase their employees 'commitment in pursuit of high performance and strategies, so the service leader can increase employees' organizational commitment and increase organizational trust. mehrzad ferdows mehrzad ferdows Sun, 07 Mar 2021 15:43:20 +0330 https://virgool.io/@mehrzad-ferdows/mehrzad-ferdowss-has-given-speech-on-digital-transformation-in-todays-organizations-ktodzrb76fai Mehrzad Ferdows has given speech on the importance of digital transformation. Mehrzad Ferdows stated that today, the importance of digital transformations in order to organize and increase the efficiency of companies and institutions is well known, therefor leaders should recognize the importance of digital transformation and increase their knowledge in this area. Of course, digital developments do not replace efficient manpower in any way, but digital developments are an undeniable member of our society today.Mehrzad Ferdows continued that today's organizations feel a severe shortage of leaders who have both digital literacies to work with data and social intelligence to work with employees.Mehrzad Ferdows emphasized that companies and institutions today need managers who have the following two characteristics:1. High social intelligence for cooperation and management of employees2. Digital literacy in order to use the digital transformations of today's worldMehrzad Ferdows further pointed out that those who are able to invest in the innovation opportunities offered in the organization and can combine creativity and technology to create valuable innovations in the organization. For those companies that did not have the vision to lead the market and move forward in overcoming the challenges of digitalization, there is a significant shortage of talented staff, and this is a major threat to the survival of such companies.Mehrzad Ferdows stressed that the digital transformation is disrupting everything that is happening in the workplace today. For those leaders who are oblivious to digital transformation and whose motto is "Employees are our greatest asset," it can be said, "People are our biggest problem." New technologies require new skills and, most importantly, new ways of doing things. In such situations, just having people with different skills or improving their skill level does not meet the needs of the organization. To compete in the current situation, organizations need people who have a different approach and attitude to their work. Companies that fail to adapt to digital transformation will be eliminated from the competition. To prevent such an unpleasant fate, it is necessary for leaders and organizational managers to be aware of changes in the workforce.Mehrzad Manuel Ferdows, reiterated that the diversity and flexibility in the workplace are recognized as a very important factor for the success of companies, these factors allow in addition to higher access to the required skills, you can also use the experiences of experienced people.Mehrzad Ferdows stated that in order to be able to operate in high-pressure conditions like today, it is necessary for people to be able to combine a combination of digital skills and knowledge necessary for innovation and business management. In fact, different experiences and perspectives of individuals can give the organization a wider potential for growth.Having employees with diverse gender, ethnicity, skills, age, knowledge and experience in the organization creates many perspectives and mindsets that can be critical to innovation. A very important issue is that in order to maximize the benefits of diversity, a culture of integration should be encouraged to ensure that different perspectives and alternative insights can work together properly and in a healthy way, while adding value to the organization. .Mehrzad Ferdows contributed that traditional hierarchical models of companies can not be effective for a startup structure. One consequence of such a view is that traditional organizational rewards (rewards, benefits, succession planning) are not appropriate for a dynamic and agile environment such as start-ups and technology-driven businesses; Therefore, in such situations, a variety of reward programs are necessary. What motivates a young person who has just started a family is completely different from what motivates a new graduate or someone who is close to retirement. You need to make sure that there is a team spirit in a diverse workforce because the reality is that managing talented people will be far more difficult and challenging than regular employees.Mehrzad Manuel Ferdows stressed that, traditional knowledge management tools (training content, employee skills list, electronic registration systems) have paved the way for new strategies that can transform the organization. Items such as data analysis, algorithms, big data and automation can be of great help to the organization, especially the human resources department. Whether or not rigid organizational models that impede the free flow of ideas and information will sooner or later disappear.Mehrzad Manuel Ferdows concluded that it is clear that digital transformations as a major factor in the development and expansion of companies is essential. Managers who are unaware of the importance of this factor and believe that manpower alone will be able to increase the company's potential and productivity, will ultimately have no fate other than failure. To sum Up Mehrzad Ferdows stated that in successful, agile and innovative organizations, repetitive tasks are performed by robots and automation systems, and employees are used to focus on tasks that require creativity and idea generation. New advances in artificial intelligence help us to benefit from the coherence and outcome of human-machine activity. As a manager, try to evaluate the leadership team and the board and evaluate how to adapt and facilitate digital innovation and transformation. Organizational changes are ready. In the meantime, having a coach with experience working in the digital field can help you a lot. Train the executive team to have a clear understanding of the management and support of those internal process changes that lead to changes in human resources and system Provides work. The fact is that many organizational guidelines and charters need to be revised in order to grow the organization in accordance with the current situation and the growth of technology. mehrzad ferdows mehrzad ferdows Sun, 28 Feb 2021 16:22:45 +0330 https://virgool.io/@mehrzad-ferdows/the-role-of-leader-as-a-crisis-manager-in-stressful-situations-gk6fjpzjd6so Leaders should lead from the front by showing confidence and diligence. Critical thinking plays an important role in evaluating the current situations and resources. When leaders take complete charge of the situation employees will feel supported and organizational trust increases in the employees which might be immensely worthwhile during stressful situations. It may lead managers to have full control over the employees. This conveys that they must know what is happening around to ascertain nothing is neglected in the initial stage and foresee what is happening next. Problems might occur abruptly and they should take every single minor issue into consideration and not wait for someone else to take the initiative, meaning that they need to resolve the dilemma immediately. Any unattended issues might lead to crisis and major dissension later.What measures should be taken by leaders in stressful situations?When early signs of crisis are detected, competent leaders, being alert, take action and warn the employees against negative consequences, and take precautionary measures to avoid an emergency situation. At the time of crisis, a leader needs to act promptly not hurriedly which connotes that he needs to bestow direction and riposte to the situation in a timely fashion whereas by acting hurriedly nothing is gained but making people nervous that by all means a less satisfactory situation. This means that deliberateness matters as well as speed. During hardships, a praising leader is good at “signal detection” which means to foresee any potential complications. When trouble strikes everyone wants it to be over quickly but this quick kind of resolution is possible in few cases so managing expectations is the key to crisis management in general. Added to this, one should consider that disasters happen and it is not the disaster to be controlled but the response to the situation is controlled.How to prevent a crisis?Most significant role of a leader is to prevent crisis and this can be gained by encouraging effective communication at the workplace, asking employees not to panic at the time of crisis, encouraging them to face the tough times with courage and determination. He concluded that leaders’ role is to encourage employees to work as a single unit in stressful situations by providing a sense of direction for the employees. mehrzad ferdows mehrzad ferdows Sat, 20 Feb 2021 09:56:13 +0330 https://virgool.io/@mehrzad-ferdows/critical-thinking-for-human-development-hwujc6hik0nk Mehrzad Ferdows has given an address on the importance of implementing critical thinking skills to enhance growthMehrzad Ferdows defined that critical thinking is an essential aspect of growth in every culture. It’s the ability of human being to analyze his thoughts, this qualification helps individual to evaluate and analyze their thoughts and benchmark with the best practices. Critical thinking is a technique to enhance the quality of professional and living criteria's. Critical thinking is the ability of a person to think independently and flexibly. Opposing to its connotation, critical thinking does not connote criticism or fault finding. Those who foster critical thinking will become victorious. Societies having people with Critical thinking state of mind will achieve progress and enhancement. Critical thinking is perpetual process and self-directed judgment that is attained through understanding, investigation, appraisal and extrapolation. Critical thinking principals to enthusiasm to learn, problem-solving skills, decision-making and creativity.On the other hand, our brain fundamentally has two aspects: the judgmental brain, which analyzes, compares, and selects, and the creative brain, which visualizes, predicts, and generates ideas, is to help enlighten the judiciary. One of the hallmarks of creative people is having critical thinking.Mehrzad Ferdows, reiterated that creativity in the manufacturing process and production and criticism will lead the evaluation and judgment process. "A vigorous and dynamic mind will have both production and good judgment." In fact, a developed mind evaluates what it creates, so it can be argued that the critical component is creativity, because when involved in the production of quality thought, the mind must simultaneously produce, evaluate, judge and conclude.Mehrzad Ferdows put it further that creative thinking and critical thinking have tremendous role in solving more problems which requires both types of thinking. In fact, creativity is not just about coming up with different solutions to a problem, it is about coming up with better solutions, and that requires critical judgment. He errs in distinguishing between critical thinking and creativity, and sees this separation as extreme simplification.Mehrzad Ferdows reiterated ideal critical thinking for searching, thoughtful outputs, honest reasoning, open mindedness, flexibility, fairness in evaluation, honesty in dealing with individual biases, prudent judgment, reconsideration, clarity in topics recognizes systematicity in complex subjects, effort in seeking relevant information, reasoning in choosing criteria, focusing on searching, and insisting on finding research results. Motivation for high level development, great curiosity, power of expression, self-sufficiency, critical thinking, high motivation, vast knowledge, passion and feeling, beauty, influencing others and great interest in order, perseverance and discipline in work, independence and thinking intuition is a characteristic of creative people.Mehrzad Ferdows contributed that divergent thinking consists of several factors, the most important of which are fluidity, flexibility and novelty. Creativity is one of the most prominent cognitive abilities and one of the most beautiful manifestations of divergent thinking. These human characteristics play a very important role in innovation and solving human problems. Convergent thinking is related to intelligence, but divergent thinking is an important feature of creativity. These two aspects of thinking are the two main aspects of human thinking. In convergent thinking, the result of thinking is already known, that is, there is always a correct answer. But the result of divergent thinking is a large number of answers, each of which seems logically correct.To sum up, Mehrzad Ferdows concluded that our future is subject to digital transformation, information technology, creativity, and innovation. Critical thinking is essential for our fast-growing economies, to resolve problems as quickly and as effectively as possible. mehrzad ferdows mehrzad ferdows Tue, 16 Feb 2021 01:46:41 +0330 https://virgool.io/@mehrzad-ferdows/mehrzad-manuel-ferdows-tgxdhgwclspn Mehrzad Ferdows was born on 23 July 1970. Mehrzad Ferdows is an Industrial Engineering graduate form University of Southern California in the United States (1989-1993) and is a leading entrepreneur, advisor and investor. Mehrzad Manuel Ferdows is one of the strongest voices in supporting Charities, benevolence donations and has a remarkable entrepreneurship role in developing infrastructure in poor rural areas and has dedicated his volunteer efforts for poor children as Ferdows thinks they will build our future.Mehrzad Ferdows has given several speeches on transformational leadership, industrial marketing, and win-win negotiations with all stakeholders as Mehrzad Ferdows believes that human beings are social beings and that negotiation is the most common way of establishing communication between individuals. Accordingly, he believes that organizations are also social systems made up of humans since the goal of negotiation is to agree on legitimate interests the same is true in organizations.Ferdows has written a couple of articles on the leaders role in change management, the significant role of innovation in today's businesses, implementing spin-off strategies to maximize profits once corporations expand into a large conglomerates, critical thinking and creativity that is achieved through interpretation, analysis, evaluation and inference leading to the organizational progress and development, digital transformation, the role of leader as a crisis manager in stressful situations and etc. Mehrzad Ferdows always believes in win-win-win relations with all stakeholders and he has also given several addresses on optimizing organization's productivity by implementing leadership style or behavior, the techniques used to influence and direct the activities of employees.Mehrzad Ferdows enjoys learning about ancient cultures and that is why he loves collaborating with multinational cultures. Because of this he is interested in travelling globally and meeting low-income families to be a support to them in order to enhance their life quality. He also believes that motivating juniors will lead to optimizing your robust strategy to generate more profit.Mehrzad Ferdows adores advising the youth on how to work collaboratively to be an advantage both in the organizations and the society with its all meaning respecting the interests of their subordinates as well as peers. Transformational leadership and its impacts on achieving corporates annual strategic plan and long-term milestones and overviews is what Mehrzad Ferdows believes in. Besides, Mehrzad Ferdows stresses that Corporate Social Responsibility is a must not a choice for any enterprise. Mehrzad Ferdows weighs in that the institute of Corporates Social Responsibility defines social responsibility as "the achievement of business success through respect for the moral values ​​of the people, society and the environment." mehrzad ferdows mehrzad ferdows Tue, 16 Feb 2021 01:04:24 +0330