HOW TO MEASURE YOUR LIFE

1. Could you relate to the article? If so, why?

Yes, I found that I could strongly relate to the article as a new entrant to a B-school. The case is about how students in a B-school can effectively apply the principles of management to their personal lives which helps them develop a balance between both their career and personal lives. Clayton. M. Christensen does not give direct answers through his models but rather helps one find answers to problems through thinking. He cites live examples from his life to support his models which helps one develop an understanding of how one could deal with dilemmas faced in life. This method of not imposing his thoughts on his students but rather encouraging them to find their own answers is a very impressive aspect of the article.

I believe the principles given by him would largely influence my life in the coming years as I advance in my career and life. The principles pertaining to humility and choosing the right yardstick to measure has imparted a very valuable lesson to me. It has made me realize that humility is a virtue which is reflected when a person has self-esteem; as a person with self-esteem would not look down on people. Also it is very essential to choose the right yardstick to measure life as life cannot be measured through our own prominence but how we really make a difference to others’ lives through our actions.

2. Why do you think SIMSR refer this article?

SIMSR has its roots in the strong Somaiya foundation. The founders of the Somaiya Institution ensured that the institution was supported by a strong value system. These values have also percolated in SIMSR. SIMSR not only believes in imparting world class education to its students but also in developing good citizens having the same value system it is rooted in. This was conveyed to us by all the esteemed speakers during our inauguration.

The article is in sync with the views shared by SIMSR; hence I believe that it has been referred to by the faculty in order to encourage the students to imbibe these values and gain a more holistic understanding of life. The author’s principle of developing an organizational culture might have been the major reason for incorporating the article in the induction. The author firmly believes that rather than using ‘power tools’ – coercion, threats, punishment and so on to secure cooperation an organizational culture should be built where people share the same vision as the organization and work only for its betterment.I believe that the faculty shares the same views as the author that we students at SIMSR should become a part of the culture and our actions should reflect the values, Somaiya as an institute believes in.

3. According to you, what are the three major themes you feel are important in this article and why?

I feel that all the themes expressed in the article are important. I have already elaborated on two of them while answering the previous questions and hence would like to focus on the allocating resources, avoiding the “marginal costs” mistake and creating a culture

1) Allocating Resources

The author talks about the decision regarding allocating ones personal time, energy, and talent which ultimately shapes ones life’s strategy. He strongly advocates that maintaining a balance between personal and professional commitments is a must in spite of a given situation. He believes that a short term perspective over ruling a long term goal is not good for both an individual as well as an organization.

2) “Marginal costs” mistake

The theory addresses the third question- how to live a life of integrity. The author firmly believes that one should refrain from applying the marginal cost doctrine to personal life. He feels that while ignoring the sunk and fixed costs that are the total input invested to succeed in the past we treat the future on power with the past. This approach is not foolproof as the future may not be exactly like the past. The author emphasizes that applying the marginal cost principle one may deviate from ones principles considering it to be a one of instance. However, it is easier to stick to the principles 100% of the time than it is to hold them 98 % of the times.

3) Creating a culture

The author firmly believes that rather than using ‘power tools’ – coercion, threats, punishment and so on to secure cooperation an organizational culture should be built where people share the same vision as the organization and work only for its betterment. In an organizational culture a person embraces priorities and follows procedures by instinct and assumptions rather than by explicit decision. It can act as a powerful management tool.

4. Has the article made any impact on your plans of what you'll do at SIMSR for the next two years?

Yes, I have been positively impacted by the article. It has helped me realize that along with my external journey in SIMSR I need to also ensure an internal journey within myself.

I realized that while opting for a specialization it has to be a field I am truly interested in rather than just looking at the prospect of a better placement. Also, as per the resource allocation principle I should make decisions while utilizing my time towards a more holistic development of myself. As a student I would like to become a part of the SIMSR culture which would help me imbibe a strong value system and also have a clear structured thinking while undertaking any academic or extracurricular activity. The yard stick measuring principle has made me realize that my success in SIMSR or in future will not be measured by my own individual prominence but rather through my relationship with my peers, faculty in SIMSR and society at large.