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Pole Shift Theory of Management

for Investors in People [IIP] Standard

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1.1 Return on Intangible vs Return on

Investment

Both have a number as Numerator and Denominator. In case of Return on Investment we are accustomed to a formula whereas Return on Intangible needs an explanation as to how we arrive at a number.

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1.2 Intangible – pulsating energy

Intangible is the energy force owned by each person, in equal measure belonging to the Subject, called 'pulsating energy' and it is the only energy available for any man-made object – a creative process ending up as a policy, an IPR, a product, otherwise known as a tangible Object of 'non-pulsating' energy.

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1.3 Non-pulsating Energy

Every 'non-pulsating' energy has a potency but inert as its wont and needs 'pulsating energy' to collide with an inanimate object to release the energy force from within at an optimum level.

That's the very purpose of management - moving the inanimate objects from one space to the other in quick succession.

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1.4 Investors in People [IIP] Standard

Investors in People [IIP] Standard comes handy to ensure release of energy from an object is at optimum level and if not, the cause is analyzed as to non-financial - such as Trust, commitment, skills and expertise, product quality as well as financial performance – growth in sales, turnover profitability, market share etc. and gaps are filled to optimize release of energy level of the objects in question

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1.5.1 IIP Standard

IIP Standard by definition is of People which is the Subject but in reality is an analysis of non-performance by putting the cart before the horse. Standard differs from one object to the other as well as for the same object at different dimensions that cause is sought by effect being reasoned out.

Quote [Cranfield University, School of Management]: The data analysis used descriptive statistics, basic statistical tests, correlation and regression analysis. The final analysis of the framework was undertaken using structural equation modeling, an approach that allows us to understand the causal links between the variables and create a final model linking the IIP Standard with business performance. Unquote

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1.5.2 IIP Standard ~ Consequence

• The Result: An endless chasing of gap analysis of quantitative items multiplied by quantitative probabilities in infinite succession, churning out HR Policies by day.

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2.1 Intangible

Inherent strength of People is the standard built-in in equal measure, of pulsating energy, be a potter or a nuclear scientist. Production or Marketing or Accounting professional or work-force is employed with a built-in standard .

Be it a lathe or a computer, the activator is the pulsating energy with respective capability to operate. Every person from a peon to CEO has the same pulsating energy with expected tasks entrusted to their care relative to their expertise.

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2.2 Facets of Task

IIP Standard rests on the 'effort' of the individual towards the task[s] entrusted with. No task is complete without a team yoked together to accomplish each task although each individual remains independent.

A task is encased with a policy e.g. Risk Appetite (i. managerial) policy, for an organisational risk culture (ii. operational) policy, supported by services (iii. Technology) and in conformity to regulatory compliance (iv. Finance).

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2.3 Facets of Task – 5 dimensions

Each task therefore has the broad 4-dimensional aspects of Fiscal Responsibility. Add CSR to the task, 5th dimension envelops the organization with Ethical Responsibility.

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3.1 Pole Shift Theory ~ IIP Standard

Organization means collection of individuals accomplishing many a task. IIP Standard intends to mean the same but fails to spell out a standard for individuals, analyzing non-events as causality of financial non-performance, after the task is completed or remain unfinished.

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3.2 Pole Shift Theory ~3 Ps as

StandardPolicies, Practices and People are the three that IIP

Standard should place forth, People representing Ethical Responsibility whereas Policies and Practices of Fiscal Responsibility.

Dual Responsibility of People within connects to Society outside for Ethical Responsibility influencing the Value System of an Organisation.

Society does not change the identity of the Organisation but influences to add mass forming a nucleus with Policies.

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3.3 Pole Shift Theory ~ People

Standard[People and Policies] form a nucleus of Ethical and Fiscal

Responsibility as Standard for Value System and Management Quality, the emergent properties of creative process of management, ably led by CEO for a proactive Intellectual Value Capital of an Organisation.

Practices spin around Intellectual Value Capital of the organisation but reactive and form the Emotional Value Capital of an organisation.

Together Intangible Value Capital represents the pulsating energy of an organisation - vibrant People.

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3.4 Pole Shift Theory ~ 5-dimensions

The 5-dimensions of a task need to be intact by way of KPIs at the level of action. The 5-dimensions of Ethical [CSR] and Fiscal Responsibility [Managerial, Operational, Technology and Finance] envelop the entire organisation consisting of as many blocks as tasks demand.

There is no bottom-up or top-down hierarchical approach to management by Intangible Value Capital as Investors look at an organisation as a single force of pulsating energy.

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3.5 Pole Shift Theory ~ Valuing the

CauseAction and Inaction of each task gets a binary value of 1

and 0 (zero) energy usage assigning the value for the Numerator. Denominator as the standard of measurement is always 1 – of Intangible.

Return on Intangible for each Action or Inaction gets the respective binary value. Relate to dT/dT, where dT is – series of Tasks – in series of respective Time to accomplish tasks by 5-dimensions independently.

Matrix of binary values, by pulsating energy collision on non-pulsating energy, provides material events happening on real-time, in 5-dimensions.

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3.6 Pole Shift Theory

Valuing the Cause where energy flows from the Subject, shifts the focus from valuing quantitative elements of Effect on inanimate Objects that is practised today. [To Quote Cranfield: The model then explains both the links between the variables and gives an indication of causality (something which is not possible using correlation and regression analysis).

Pole Shift Theory of Management warrants change of Standard for IIP from quantitative elements of Objects to measuring the Intangible common energy force of an organization which is the Subject.

Collectively for all tasks with the same denominator a single rating system arrives at the energy force of an Organization with granular data for each task of Action or Inaction, by Peon to CEO.

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4 Top takeaways for CEOs

1. Satisfy the dictum: “Galileo Galilei: “ Measure what is measurable, and make measurable what is not so.”

2. Knowledge base of Intangible like treating zero when found as a number on its own right, enables the sea of data to hold in a small hole of single digit rating of pulsating energy for your company.

3. CEO's entry to exit points in an organisation is measured by granular data accurately of energy, represented by Einstein's equation - e = mc² where m stands for mass added during your tenure,

4. Attract Investors by Intangible Value Capital of your company.