Saturday, 4 April 2020

Managing Research Projects from Concept to Conclusion

Managing Research Projects from Concept to Conclusion

Dr. Amartya Kumar Bhattacharya
BCE (Hons.) ( Jadavpur ), MTech ( Civil ) ( IIT Kharagpur ), PhD ( Civil ) ( IIT Kharagpur ), Cert.MTERM ( AIT Bangkok ), CEng(I), FIE, FACCE(I), FISH, FIWRS, FIPHE, FIAH, FAE, MIGS, MIGS – Kolkata Chapter, MIGS – Chennai Chapter, MISTE, MAHI, MISCA, MIAHS, MISTAM, MNSFMFP, MIIBE, MICI, MIEES, MCITP, MISRS, MISRMTT, MAGGS, MCSI, MIAENG, MMBSI, MBMSM
Chairman and Managing Director,
MultiSpectra Consultants,
23, Biplabi Ambika Chakraborty Sarani,
Kolkata – 700029, West Bengal, INDIA,
and
Honorary Adviser,
Department of Science and Technology,
Government of India,
New Delhi, INDIA.
Website: https://multispectraconsultants.com


Introduction

SERC (Science and Engineering Research Council) is one of the most popular programmes of DST (Department of Science and Technology), widely accessed by individual researchers across institutions and disciplines. DST receives a large number of research proposals every year in various areas of science and engineering, for possible financial support, under this programme. Quite understandably, few of them are quite outstanding while many are fairly acceptable. However, still a good number of projects are not so well written and grossly deficient in content. This article is an attempt to provide useful information and deeper insight into various stages of a research project viz. formulation, presentation, implementation, completion/conclusion and follow up.

Technical work elements of a research project are obviously of paramount importance. Nevertheless, it is equally important for the Project Leader (PI) to understand and appreciate the perspective of funding agency, respect its policies and comply with its rules and procedures for efficient execution of the project.

The information presented here is specific to the PAC (Programme Advisory Committee) mechanism of funding and more so for Engineering Sciences Programme. However, it will be relevant and applicable in the general sense to all similar programmes of DST. To a good extent, the core philosophy behind the contents may also be valid while dealing with other funding agencies as well, beyond the procedural aspects.

Project Formulation

SERC considers research projects in almost all the disciplines of science and engineering without any barriers. The areas will have sub-areas and further specialisations. At times, there are identified thrust areas to make a significant impact, both from the viewpoint of creating infrastructure and building expertise. However, one is ultimately free to give the project in the area of his interest, which is considered without any prejudice. It is worthwhile to note here that the idea behind the proposed work is important and not the area as such. It is quite natural that some of the upcoming areas would provide better opportunities for new and exciting ideas than those where significant amount of work has already been done over a period of time. But as long as the idea is original and challenging, it would generally find merit for support irrespective of the area it belongs to. One should, therefore, be primarily concerned with identifying an original and challenging problem in his area of interest and where he has adequate background and expertise to deal with it. The project should be suitably structured around the identified problem.

SERC primarily supports basic or fundamental research. This is also a unique feature of SERC in the sense that some of the sectoral funding agencies concerned with specific areas do not essentially encourage basic research in their own areas and are more interested in applications and process/product development. Basic research should be idea driven and while evaluating such proposals it is a good yardstick to see in what way and to what extent the proposed work is likely to contribute to the existing state of knowledge and lead to further possibilities in terms of basic research as well as applications development.

Application/technology development projects are also considered as long as one can demonstrate specific value addition over the existing state of development in terms of enhanced performance, reduced cost, improved life cycle, environmental impacts, functional aspects, operational considerations and safety reasons. Strategic importance to the nation/society could also be a positive consideration in case of replication, where technology is not freely available. In all such cases, probability of the output actually implemented by the downstream user is also an important factor. In general, it is desirable to have such downstream tie-ups right from the beginning by way of appropriate technical and financial commitment of the user industry/agency. This serves two purposes - first it demonstrate the feasibility of work by way of industry commitment, and secondly it ensures smooth transition to the next level of work (scale-up /commercialisation) once the project is complete.

Objectives of the project should be clearly brought out, focussed and realistic. Similarly, the work plan and methodology should be coherent with the objectives and properly outlined in sufficient details. Items like national/international status, literature review, references etc. should be covered adequately. The duration of the project should normally be up to three years and work envisaged in the project should be compatible with the duration. One should realise that a project is a definite entity in time and space, having a clearly defined beginning and an end, although the research as such is an open-ended process, which may continue even beyond the project duration. Accordingly, one should clearly define the specific work, proposed to be done as a part of the project and separately list out likely outcomes and possible follow up work. Later on, there should be a serious attempt to achieve pre-stated objectives and complete proposed work within the stipulated duration. Any additional work may be taken up in the form of a new/follow-up project, which DST would certainly encourage to support if the previous work is inspiring. This demonstrates a disciplined–professional approach and is also important from the administrative point of view. While formulating the project, this background will help to finalise objectives and duration, which are realistic and feasible, yet challenging.

The budgeting part should be decided carefully. The number of research staff and their positions/qualifications should be commensurate with the proposed work. One should also keep in mind the ground reality about the availability of people/students for various positions within the academic and administrative framework of the host institution. One can either follow salaries as per DST norms (for certain specified positions) or go by the norms of host institution. Generally, a consolidated salary is preferred due to reasons of simplified handling. Non-scientific support-staff like typist, mechanic etc., are not permissible and this should be made available by the host institution, if needed.

Permanent Equipment (PE) should be those which may be directly required for the specific work proposed to be done under the project. Use of existing equipment and centralised facilities in the host institution is preferred, as far as possible. DST generally does not encourage creating new/major facilities from scratch or dedicated testing and characterisation equipment/facilities for individual projects. If needed, these can be considered separately at the departmental/institutional level under other suitable programmes like FIST (Fund for Improvement of S and T Infrastructure in Higher Educational Institutions)/IRHPA (Intensification of Research in High Priority Areas). PCs are provided, either as an integral part of an experimental unit to capture and process data, or when the work involves a high degree of computation as may be the case with modelling and simulation work. Stand-alone general-purpose PCs are not encouraged. While writing the project document itself, one should have a fairly realistic assessment of the specifications and cost. This would avoid unnecessary complications later at the time of final sanction, although the final cost is based on actual quotations and may vary within marginal limits from the one indicated in the project document.

Complete documentation should be sent to DST as per prevailing guidelines and format, for which one may access DST-SERC website.

Project Evaluation/Presentation

The project evaluation is a three-tier process involving peer review, a formal presentation before the PAC in the concerned area and the final decision of SERC. Projects below a cut-off value are not discussed formally by SERC and a decision is taken based on the recommendations of the PAC.

Investigators are generally given an opportunity to make a personal presentation on their project before the PAC unless the reviews are extremely and consistently un-supportive. Typically, the total time allocated for a project would be about 30 minutes, out of which 20 minutes are meant for the presentation and the remaining 10 minutes for discussion. One should plan and structure the presentation in advance so as to complete within this time frame. It is always a disadvantage to be suddenly made to downsize the presentation and still make proper impact to drive home the core message.

The presentation should be structured around the core theme of the project and focussed on the proposed problem, clearly bringing out the novelty of idea. One should not waste much time on items like introduction, background, national/international status, literature review/references, bio-data, publications and budgetary portions. These items are already covered in adequate details in the project document, which is made available to all the members of the expert committee in advance. It may be a good idea to keep the number of slides for the core presentation to the minimum and keep the back-up slides on related details separately, in case these are required in response to some specific query.

Generally, the reviews are made available to the PI before the presentation in whatever form, which may vary from one programme to another. These may be edited, un-edited or excerpts involving key concerns. Sometimes, a formal response is also required from the investigator. One should examine the comments objectively and use them as an input for the presentation. Presentation can be accordingly moderated to address the relevant portions of the reviews. The expert committee will ignore the irrelevant portions and try to clarify the relevant concerns even if they are not a part of the presentation. It may be noted here that the reviews alone are not the only criteria for the final decision. The final recommendation is a considered opinion based on the information in the project document, reviews and the presentation, the later being the most important and carrying maximum weightage. The criteria for accepting a project is strictly based on the technical merits of the proposed work it terms of its novelty and/or utility as well as the competence (publications record and the presentation) of the PI to be able to do justice to it.

The final decision on the project is communicated shortly after the presentation day and if favourable, the PI is to furnish additional documentation (salary norms, quotations, etc.) to finalise the budget and issue a formal sanction. Specific instructions to this effect are communicated to the PI subsequently, along with the decision.

The entire process of evaluation outlined above involves many steps, individuals and activities taking considerable amount of time, which may appear unrealistic or even unjustified to an outsider. The DST person handling a particular programme has to depend on number of individuals from within DST and outside. Most of the field experts and reviewers are from academic/research institutions or industry, who do a voluntary job. Then, there are independent nodes like Finance, which has its own style of functioning, yet having considerable influence on the overall processing cycle. The volumes are often significantly high as compared to resources available to the programme.

In view of all this, an overall processing cycle time of 4-6 months (from receipt to sanction) can be considered fast and efficient. Anything up to 9 months could be considered fairly acceptable. However, anything beyond that would be undesirable for the reasons of obsolescence as well as discouragement to the researcher. The reasons for such inordinate delay can either be attributed to the general inefficiency in a programme or at times to the PI concerned himself in terms of failing to meet certain requirements or not being responsive fast enough. It may be appreciated that overall systemic deficiencies and constraints, either at DST or at the host institution, need to be addressed at a different level. These should not be allowed to unduly affect the process, for which a degree of initiative and perseverance is required both on the part of DST person coordinating a particular programme as well as the concerned PI.

Project Implementation

There is some time lag between the technical and the administrative approval (decision of PAC/SERC and the issue of formal sanction) of the project, which could generally be about one to two months. Prompt response from the PI in terms of additional documentation comprising of budgetary quotations for PE and salary norms etc. would help in reducing this time lag to some extent. This should be possible if these documents are arranged in advance and kept ready in anticipation of technical approval of the project. This time lag should also be utilised to do necessary preparatory work such as identification of project staff and other in-house paper work for recruitment and procurement, before the final administrative approval is received. All this planning and coordination will ensure that the technical work can be started immediately after receiving the formal sanction without wasting much time in these administrative/procedural matters. It may sound trivial but these matters do eat up a lot of actual project duration, if not handled in a planned and controlled manner. The month following the date of sanction is generally taken as the project start up date. The money reaches the host institute in about a month’s time from the date of sanction. But the actual project work can start (recruitment of staff and placement of orders for PE), once the formal sanction order is received without waiting for the bank draft, if the host institute so permits. One should try to keep the start up time to the minimum so that most of the project duration is effectively and optimally utilised for actual technical work. Things like literature survey should have been done even before submitting the proposal (during formulation) and should be a part of project documentation. Any topping-up work, if necessary, should also be completed during the period between the technical and the administrative approval of the project.

DST assigns great importance to monitoring the progress of ongoing projects. Review meetings are organised to monitor the progress of sanctioned projects at regular intervals, normally every year but at least once during the currency of the project. This is considered a serious business and the PI is himself expected to attend these meetings to present the technical work carried out during the period since last review. As an exception, if the PI is not able to attend due to genuine reasons, the Co-PI is allowed to present the work. While these reviews provide vital technical inputs for mid-course corrective actions, they are also helpful in sorting out various administrative and financial matters to facilitate smooth execution of the project work. A brief report on the technical work/progress is generally required in advance of the review meeting for circulation to experts. This is in addition to the routine Annual Progress Report.

Minor changes to the original terms of the grant, arising due to reasons beyond control in genuine cases, may be permissible. However, this should be viewed as an exception rather than rule. It is encouraged to observe a strict sense of discipline in project implementation and every effort should be made to adhere to the original terms and schedules. In any case, it is important to note that any such changes can be made/effected only with the prior and formal permission of DST.

During the currency/tenure of the project, the PI is required to furnish financial statements, comprising of Utilisation Certificate (UC) and Statement of Expenditure (SE), in the prescribed format. These statements are to be furnished financial year-wise, at the end of each financial year. While a separate UC is required for the concerned financial year, the SE is a consolidated one reflecting separate expenditures in all preceding financial years and the total expenditure.

The total project cost and yearly head-wise allocations are reflected in the original sanction letter, however, the money is released in instalments. The first instalment is released in the beginning of the project and the subsequent instalments are considered depending upon the actual expenditure position. A formal request should be made to this effect when the earlier funds are nearly used-up and an abridged SE should be furnished to indicate up-to-date expenditure position to substantiate the claim. Request for subsequent release can be made any time depending upon the actual expenditure position and need not coincide either with the close of financial year or the twelve calendar months period. Release of next instalment may roughly take about a month from the date of receipt of papers, and assuming that they are in order.

The financial and administrative matters should not be exclusively left to the concerned function in the host institute. One must keep regular track and do necessary follow up/coordination to avoid oversights and last minute surprises.

Round-up/Completion

While the project is in last lap of its tenure (last 3-6 months), work should also start on the winding up activities, as well. This includes preparation of Project Completion Report (PCR). The PCR should be prepared so as to present the entire technical work in totality and continuity, including conclusion of findings with respect to pre-stated objectives. A mere compilation of publications is not acceptable as PCR.

The PCR should be furnished to DST immediately after the project completion (say within 1-3 months) along with list of publications/patents, final UC/SE and list of PE with their individual costs. The unspent balance, if any, should be refunded by a bank draft to DST. On the other hand, if some money is due from DST, it may be claimed as final settlement based upon the expenditure indicated in the final UC/SE. It is expected that financial support of DST for the work is acknowledged in the publications. Also, PI should cooperate with DST in case of any follow-up matter like user/industry interaction or additional information, even when the project is complete.

The project is considered complete in technical, financial and administrative terms when the aforesaid project closure formalities, comprising of PCR and settlement of accounts, are over. DST generally considers only one project at any given time. A new/follow-up project can be submitted about six months prior to the anticipated completion of the current project. The new project, if approved, should be through the procedural mill and functional by the time old project is complete. This would ensure adequate interface between the two projects and continuity of work and project staff, if necessary.

Conclusion

It is believed that the above information will be helpful for writing, presenting and implementing research projects, particularly for young researchers and first-timers who do not have much prior experience. It will also bring in a sense of transparency into the functioning of the funding agency and the evaluation process. It has been attempted to cover the process over the entire life cycle of a research project with sufficient details, in the general sense. However, it is impractical to visualise and incorporate answers to all possible situations, which may actually arise during the implementation. In such situations, the best thing is to consult the concerned DST person, facilitating that particular scheme, for appropriate advice. Effective communication is the most important step in dealing with seemingly difficult situations and it is advisable to remain in constant touch with the facilitator during the implementation of the project.


© MultiSpectra Consultants, 2020.

Understanding Debt Financing


Understanding Debt Financing

Dr. Amartya Kumar Bhattacharya
BCE (Hons.) ( Jadavpur ), MTech ( Civil ) ( IIT Kharagpur ), PhD ( Civil ) ( IIT Kharagpur ), Cert.MTERM ( AIT Bangkok ), CEng(I), FIE, FACCE(I), FISH, FIWRS, FIPHE, FIAH, FAE, MIGS, MIGS – Kolkata Chapter, MIGS – Chennai Chapter, MISTE, MAHI, MISCA, MIAHS, MISTAM, MNSFMFP, MIIBE, MICI, MIEES, MCITP, MISRS, MISRMTT, MAGGS, MCSI, MIAENG, MMBSI, MBMSM
Chairman and Managing Director,
MultiSpectra Consultants,
23, Biplabi Ambika Chakraborty Sarani,
Kolkata – 700029, West Bengal, INDIA.
Website: https://multispectraconsultants.com


Introduction

Many a time firms need additional funding in order to expand or reach higher revenue levels that would not be possible otherwise. These firms can raise such additional funds by primarily three methods:
Debt Financing
Equity Financing
Hybrid of Debt and Equity

Such external funding allows a firm or a startup to increase its firm value, which is the eventual ambition of every profitable business.

However there are certain factors that influence a firm’s decision with respect to the choice of capital structure. These include, but are not limited to, access to capital, taxation norms, agency costs, transactional expenses, etc. This article pertains to Debt Financing and how it affects the firm.

What is Debt Financing?

When a company, in order to finance its business activities takes a loan from an outside entity with a promise to pay back the principal amount along with an interest element, it is said to be financed by debt. The people / institutions that provide such loans, thus, become lenders to the company. However, it must be noted that this is a strictly time-bound activity and, hence, the payment of principal along with the interest must be made within the stipulated time frame. One of the most important features of debt financing and the one that distinguishes it from equity financing is that there is no loss of ownership in this case. Furthermore, such loans can be either secured or unsecured in nature.

A company can indulge in debt financing through fixed income products such as Bills, Notes, Bonds, etc.

Types of Debt Financing

Some of the most commonly practiced types of debt financing for small businesses and startups are:

Unsecured Business Loans: In such loans, no collateral is required. However, the business must have a good credit score in order to get the loan approved. There are usually no restrictions to the usage of money within the business.
Secured Business Loans: This kind of loan requires a collateral. Even a business with a low credit score might still get approved since it is backed by an asset.
Small Business Loans: In such loans, although the money is lent by banks, it is backed by some organisations such as the Small Business Administration (SBA) in the USA. This ensures that you have a greater chance of approval and better terms since the risk to the bank gets reduced significantly.
Equipment Loans: This type of loan can only be used to purchase equipment for business activities. It is profitable for businesses to opt for lease payments instead of buying the equipment outright since that turns out more expensive.

Advantages of Debt Financing

Tax Benefits: The interest paid on debt is tax-deductible since the interest paid is considered as a business expense. This money saved can be ploughed back into the business.
Better Planning: Since the interest rates are pre-decided, it is much easier to account for them when considering future cash flows.
Retention of Control: Unlike Equity Financing, there is no loss of ownership involved. Thus the lenders cannot influence the working of the company. However, depending upon the terms and type of loan, the lender can decide ‘for what’ the money is to be used but not ‘how’ it is to be used (Example: Equipment Loans).

Disadvantages of Debt Financing

Repayment and Timeline: The amount to be paid back involves an interest element as well and not just the principal. The loan must be paid off by a particular date or else fine is levied upon the company. This can get really problematic for companies with unpredictable cash flows. Moreover, you would have to still repay the loan even if the business fails.
Credit Ratings: Debt Financing affects credit ratings of a company. A business with a high Debt to Equity ratio is considered risky and hence in order to attract lenders, it has to offer a higher rate of interest.
High Interest: Despite tax deductions, a business might still face high rates because those depend on a number of factors such as credit score, economic conditions, etc.

Cost of Debt Financing

The company along with the principal, also pays interest to the lenders (usually annually). Such interest payments are called coupon payments and represent the cost of debt. Similarly, the dividend payments made to the shareholders represent the cost of equity. Cost of Debt and Cost of Equity, when combined, make up the Cost of Capital.

The firm’s decisions must yield a higher return than the cost of debt, otherwise, the firm would not be generating positive earnings for lenders but will still have to pay them and would hence go into a loss.

Every company that aims to finance itself from external sources faces the issue of Debt versus Equity Financing and hence deciding the apt capital structure can be problematic but the company must consider the overall Cost of Capital (Cost of Debt + Cost of Equity) and should try to minimise it in order to get better returns and thus better profits.

© MultiSpectra Consultants, 2020.

A Review of Theory Z


A Review of Theory Z

Dr. Amartya Kumar Bhattacharya
BCE (Hons.) ( Jadavpur ), MTech ( Civil ) ( IIT Kharagpur ), PhD ( Civil ) ( IIT Kharagpur ), Cert.MTERM ( AIT Bangkok ), CEng(I), FIE, FACCE(I), FISH, FIWRS, FIPHE, FIAH, FAE, MIGS, MIGS – Kolkata Chapter, MIGS – Chennai Chapter, MISTE, MAHI, MISCA, MIAHS, MISTAM, MNSFMFP, MIIBE, MICI, MIEES, MCITP, MISRS, MISRMTT, MAGGS, MCSI, MIAENG, MMBSI, MBMSM
Chairman and Managing Director,
MultiSpectra Consultants,
23, Biplabi Ambika Chakraborty Sarani,
Kolkata – 700029, West Bengal, INDIA.
Website: https://multispectraconsultants.com


Theory Z is a name for various theories of human motivation built on Douglas McGregor's Theory X and Theory Y. Theories X, Y and various versions of Z have been used in human resource management, organisational behaviour, organisational communication and organisational development.

McGregor's Theory X states that workers inherently dislike and avoid work and must be driven to it, in contrast to Theory Y which states that work is natural and can be a source of satisfaction when aimed at higher order human psychological needs.

One Theory Z was developed by Abraham H. Maslow in his paper "Theory Z" which was published in 1969 in the Journal of Transpersonal Psychology.

The second one is the 3D Theory which was developed by W. J. Reddin in his book Managerial Effectiveness (1970).

And the other is William Ouchi's so-called "Japanese Management" style which was explained in his book Theory Z: How American Business Can Meet the Japanese Challenge (1981); such style was popularised during the Asian economic boom of the 1980s.

For Ouchi, Theory Z focused on increasing employee loyalty to the company by providing a job for life with a strong focus on the well-being of the employee, both on and off the job. According to Ouchi, Theory Z management tends to promote stable employment, high productivity and high employee morale and satisfaction.

Pre-Theory Z

Abraham Maslow, a psychologist and pioneer in human motivation, developed a theory of motivation based upon human needs that had three assumptions. First, human needs are never completely satisfied. Second, human behavior is purposeful and motivated by a need for satisfaction. Third, these needs can be classified according to a hierarchical structure of importance from the lowest to highest (Maslow, 1954):
Physiological need
Safety needs
Belongingness and love needs
The esteem needs – self-confidence
The need for self-actualisation – the need to reach your full potential

Maslow's hierarchy of needs theory helps the manager to understand what motivates an employee. By understanding what needs must be met in order for an employee to achieve the highest level of motivation, managers are then able to get the most out of production.

Theory X and Theory Y were both developed by Douglas McGregor, a social psychologist interested in the characteristics of successful organisations. McGregor's book, The Human Side of Enterprise (1960), described Theory X and Theory Y based upon Maslow's original hierarchy of needs. McGregor grouped the hierarchy into a lower order (Theory X) needs and a higher-order (Theory Y) needs. He suggested that management could use either set of needs to motivate employees but better results could be gained by the use of Theory Y, rather than Theory X (Heil, Bennis and Stephens, 2000).

Maslow's Theory Z

Late in his career Maslow focused increasingly on self-transcendence as a human phenomenon and concern. As he explained in his seminal paper titled Theory Z, the motivation for transcendence literally 'transcends' his original hierarchy of needs. So, for example, some people who achieve self-actualisation — the highest level of his original pyramid — also achieve a transcendent life orientation, while other self-actualisers do not. On the other hand, some people, like the proverbial "starving artist," value self-transcendence ahead of all material values, including self-actualisation (in the sense of being materially "successful.") Hence transcendence for Maslow is not so much an extension of his original pyramid as an orthogonal dimension.

Theory X, Y and Z all play a role in how a company should manage successfully. Maslow believed the ideal organisation would harness the human drive for self-transcendence, as well as the motivations of his original pyramid.

© MultiSpectra Consultants, 2020.

A Review of Just-in-time Manufacturing


A Review of Just-in-time Manufacturing

Dr. Amartya Kumar Bhattacharya
BCE (Hons.) ( Jadavpur ), MTech ( Civil ) ( IIT Kharagpur ), PhD ( Civil ) ( IIT Kharagpur ), Cert.MTERM ( AIT Bangkok ), CEng(I), FIE, FACCE(I), FISH, FIWRS, FIPHE, FIAH, FAE, MIGS, MIGS – Kolkata Chapter, MIGS – Chennai Chapter, MISTE, MAHI, MISCA, MIAHS, MISTAM, MNSFMFP, MIIBE, MICI, MIEES, MCITP, MISRS, MISRMTT, MAGGS, MCSI, MIAENG, MMBSI, MBMSM
Chairman and Managing Director,
MultiSpectra Consultants,
23, Biplabi Ambika Chakraborty Sarani,
Kolkata – 700029, West Bengal, INDIA.
Website: https://multispectraconsultants.com


Just-in-time (JIT) manufacturing, also known as just-in-time production or the Toyota Production System (TPS), is a methodology aimed primarily at reducing times within the production system as well as response times from suppliers and to customers. Its origin and development was in Japan, largely in the 1960s and 1970s and particularly at Toyota.

Alternative terms for JIT manufacturing have been used. Motorola's choice was short-cycle manufacturing (SCM). IBM's was continuous-flow manufacturing (CFM), and demand-flow manufacturing (DFM), a term handed down from consultant John Constanza at his Institute of Technology in Colorado. Still another alternative was mentioned by Goddard, who said that "Toyota Production System is often mistakenly referred to as the 'Kanban System'", and pointed out that kanban is but one element of TPS, as well as JIT production.

But the wide use of the term JIT manufacturing throughout the 1980s faded fast in the 1990s, as the new term lean manufacturing became established, as "a more recent name for JIT". As just one testament to the commonality of the two terms, Toyota production system (TPS) has been and is widely used as a synonym for both JIT and lean manufacturing.

Evolution in Japan
The exact reasons for adoption of JIT in Japan are unclear but it has been suggested it started with a requirement to solve the lack of standardisation. Plenert offers four reasons, paraphrased here. During Japan's post-World War II rebuilding of industry: 1) Japan's lack of cash made it difficult for industry to finance the big-batch, large inventory production methods common elsewhere. 2) Japan lacked space to build big factories loaded with inventory. 3) The Japanese islands were (and are) lacking in natural resources with which to build products. 4) Japan had high unemployment, which meant that labour efficiency methods were not an obvious pathway to industrial success. Thus the Japanese "leaned out" their processes. "They built smaller factories ... in which the only materials housed in the factory were those on which work was currently being done. In this way, inventory levels were kept low, investment in in-process inventories was at a minimum and the investment in purchased natural resources was quickly turned around so that additional materials were purchased." Plenart goes on to explain Toyota's key role in developing this lean or JIT production methodology.

Migration to the West
News about JIT/TPS reached western countries in 1977 in two English-language articles: one referred to the methodology as the "Ohno system", after Taiichi Ohno, who was instrumental in its development within Toyota. The other article, by Toyota authors in an international journal, provided additional details. Finally, those and other publicity were translated into implementations, beginning in 1980 and then quickly multiplying throughout industry in the United States and other developed countries. A seminal 1980 event was a conference in Detroit at Ford World Headquarters co-sponsored by the Repetitive Manufacturing Group (RMG), which had been founded 1979 within the American Production and Inventory Control Society (APICS) to seek advances in manufacturing. The principal speaker, Fujio Cho (later, president of Toyota Motor Corp.), in explaining the Toyota system, stirred up the audience, and led to the RMG's shifting gears from things like automation to JIT/TPS.

At least some of audience's stirring had to do with a perceived clash between the new JIT regime and manufacturing resource planning (MRP II), a computer software-based system of manufacturing planning and control which had become prominent in industry in the 1960s and 1970s. Debates in professional meetings on JIT vs. MRP II were followed by published articles, one of them titled, "The Rise and Fall of Just-in-Time". Less confrontational was Walt Goddard's, "Kanban Versus MRP II—Which Is Best for You?" in 1982. Four years later, Goddard had answered his own question with a book advocating JIT. Among the best known of MRP II's advocates was George Plossl, who authored two articles questioning JIT's kanban planning method and the "Japanning of America". But, as with Goddard, Plossl later wrote that "JIT is a concept whose time has come".

JIT/TPS implementations may be found in many case-study articles from the 1980s and beyond. An article in a 1984 issue of Inc. magazine relates how Omark Industries (chain saws, ammunition, log loaders, etc.) emerged as an extensive JIT implementer under its US home-grown name ZIPS (zero inventory production system). At Omark's mother plant in Portland, Oregon, after the work force had received 40 hours of ZIPS training, they were "turned loose" and things began to happen. A first step was to "arbitrarily eliminate a week's lead time [after which] things ran smoother. 'People asked that we try taking another week's worth out.' After that, ZIPS spread throughout the plant's operations 'like an amoeba.'" The article also notes that Omark's 20 other plants were similarly engaged in ZIPS, beginning with pilot projects. For example, at one of Omark's smaller plants making drill bits in Mesabi, Minnesota, "large-size drill inventory was cut by 92%, productivity increased by 30%, scrap and rework ... dropped 20%, and lead time ... from order to finished product was slashed from three weeks to three days." The Inc. article states that companies using JIT the most extensively include "the Big Four, Hewlett-Packard, Motorola, Westinghouse Electric, General Electric, Deere & Company, and Black and Decker".

By 1986, a case-study book on JIT in the U.S. was able to devote a full chapter to ZIPS at Omark, along with two chapters on JIT at several Hewlett-Packard plants, and single chapters for Harley-Davidson, John Deere, IBM-Raleigh, North Carolina, and California-based Apple Computers, a Toyota truck-bed plant, and New United Motor Manufacturing joint venture between Toyota and General Motors.

Two similarly-inclined books emergent in the U.K. in the same years are more international in scope. One of the books, with both conceptual articles and case studies, includes three sections on JIT practices: in Japan (e.g., at Toyota, Mazda and Tokagawa Electric); in Europe (jmg Bostrom, Lucas Electric, Cummins Engine, IBM, 3M, Datasolve Ltd., Renault, Massey-Ferguson); and in the USA and Australia (Repco Manufacturing-Australia, Xerox Computer and two on Hewlett-Packard). The second book, reporting on what was billed as the First International Conference on just-in-time manufacturing, includes case studies in three companies: Repco-Australia, IBM-UK, and 3M-UK. In addition, a day-2 keynote discussed JIT as applied "across all disciplines, ... from accounting and systems to design and production".

Middle era and to the present
Three more books which include JIT implementations were published in 1993, 1995, and 1996, which are start-up years of the lean manufacturing/lean management movement that was launched in 1990 with publication of the book, The Machine That Changed the World. That one, along with other books, articles, and case studies on lean, were supplanting JIT terminology in the 1990s and beyond. The same period, saw the rise of books and articles with similar concepts and methodologies but with alternative names, including cycle time management, time-based competition, quick-response manufacturing, flow and pull-based production systems.

There is more to JIT than its usual manufacturing-centred explication. Inasmuch as manufacturing ends with order-fulfillment to distributors, retailers and end users, and also includes re-manufacturing, repair and warranty claims, JIT's concepts and methods have application downstream from manufacturing itself. A 1993 book on "world-class distribution logistics" discusses kanban links from factories onward. And a manufacturer-to-retailer model developed in the U.S. in the 1980s, referred to as quick response, has morphed over time to what is called fast fashion.

Methodology
Sepheri provides a list of methodologies of JIT manufacturing that "are important but not exhaustive":

Housekeeping – physical organisation and discipline.
Make it right the first time – elimination of defects.
Setup reduction – flexible changeover approaches.
Lot sizes of one – the ultimate lot size and flexibility.
Uniform plant load – levelling as a control mechanism.
Balanced flow – organising flow scheduling throughput.
Skill diversification – multi-functional workers.
Control by visibility – communication media for activity.
Preventive maintenance – flawless running, no defects.
Fitness for use – producibility, design for process.
Compact plant layout – product-oriented design.
Streamlining movements – smoothing materials handling.
Supplier networks – extensions of the factory.
Worker involvement – small group improvement activities.
Cellular manufacturing – production methods for flow.
Pull system – signal [kanban] replenishment/resupply systems.

Objectives and benefits
Objectives and benefits of JIT manufacturing may be stated in two primary ways: first, in specific and quantitative terms, via published case studies; second, general listings and discussion.

A case-study summary from Daman Products in 1999 lists the following benefits: reduced cycle times 97%, setup times 50%, lead times from 4 to 8 weeks to 5 to 10 days, flow distance 90% – achieved via four focused (cellular) factories, pull scheduling, kanban, visual management, and employee empowerment.

Another study from NCR (Dundee Scotland) in 1998, a producer of make-to-order automated teller machines, includes some of the same benefits while also focusing on JIT purchasing: In switching to JIT over a weekend in 1998, eliminated buffer inventories, reducing inventory from 47 days to 5 days, flow time from 15 days to 2 days, with 60% of purchased parts arriving JIT and 77% going dock to line and suppliers reduced from 480 to 165.

Hewlett-Packard, one of western industry's earliest JIT implementers, provides a set of four case studies from four H-P divisions during the mid-1980s. The four divisions, Greeley, Fort Collins, Computer Systems and Vancouver, employed some but not all of the same measures. At the time about half of H-P's 52 divisions had adopted JIT.

Greeley..Fort Collins..Computer Systems..Vancouver
Inventory reduction..2.8 months..75%..75%
Labour cost reduction..30% 15%..50%
Space reduction..50%..30% 33%..40%
WIP stock reduction 22 days to 1 day
Production increase 100%
Quality improvement..30% scrap, 79% rework..80% scrap..30% scrap and rework
Throughput time reduction..50%..17 days to 30 hours
Standard hours reduction..50%
No. of shipments increase..20%

Potential risks
According to Williams, it becomes necessary to find suppliers that are close by or can supply materials quickly with limited advance notice. When ordering small quantities of materials, suppliers’ minimum order policies may pose a problem, though.

Employees are at risk of precarious work when employed by factories that utilise just-in-time and flexible production techniques. A longitudinal study of US workers since 1970 indicates employers seeking to easily adjust their workforce in response to supply and demand conditions respond by creating more non-standard work arrangements such as contracting and temporary work.

Natural and man-made disasters will disrupt the flow of energy, goods and services. The down-stream customers of those goods and services will, in turn, not be able to produce their product or render their service because they were counting on incoming deliveries "just in time" and so have little or no inventory to work with. The disruption to the economic system will cascade to some degree depending on the nature and severity of the original disaster. The larger the disaster the worse the effect on just-in-time failures. Electrical power is the ultimate example of just-in-time delivery. A severe geomagnetic storm could disrupt electrical power delivery for hours to years, locally or even globally. Lack of supplies on hand to repair the electrical system would have catastrophic effects.

© MultiSpectra Consultants, 2020.

A Review of Theory X and Theory Y


A Review of Theory X and Theory Y

Dr. Amartya Kumar Bhattacharya
BCE (Hons.) ( Jadavpur ), MTech ( Civil ) ( IIT Kharagpur ), PhD ( Civil ) ( IIT Kharagpur ), Cert.MTERM ( AIT Bangkok ), CEng(I), FIE, FACCE(I), FISH, FIWRS, FIPHE, FIAH, FAE, MIGS, MIGS – Kolkata Chapter, MIGS – Chennai Chapter, MISTE, MAHI, MISCA, MIAHS, MISTAM, MNSFMFP, MIIBE, MICI, MIEES, MCITP, MISRS, MISRMTT, MAGGS, MCSI, MIAENG, MMBSI, MBMSM
Chairman and Managing Director,
MultiSpectra Consultants,
23, Biplabi Ambika Chakraborty Sarani,
Kolkata – 700029, West Bengal, INDIA.
Website: https://multispectraconsultants.com


Theory X and Theory Y are theories of human work motivation and management. They were created by Douglas McGregor while he was working at the MIT Sloan School of Management in the 1950s, and developed further in the 1960s. McGregor's work was rooted in motivation theory alongside the works of Abraham Maslow, who created the hierarchy of needs. The two theories proposed by McGregor describe contrasting models of workforce motivation applied by managers in human resource management, organisational behaviour, organisational communication and organisational development. Theory X explains the importance of heightened supervision, external rewards, and penalties, while Theory Y highlights the motivating role of job satisfaction and encourages workers to approach tasks without direct supervision. Management use of Theory X and Theory Y can affect employee motivation and productivity in different ways, and managers may choose to implement strategies from both theories into their practices.

McGregor and Maslow
McGregor's Theory X and Theory Y and Maslow's hierarchy of needs are both rooted in motivation theory. Maslow's hierarchy of needs consists of physiological needs (lowest level), safety needs, love needs, esteem needs, and self-actualisation (highest level). According to Maslow, a human is motivated by the level they have not yet reached, and self-actualisation cannot be met until each of the lower levels has been fulfilled. Assumptions of Theory Y, in relation to Maslow's hierarchy put an emphasis on employee higher level needs, such as esteem needs and self-actualisation.

McGregor also believed that self-actualisation was the highest level of reward for employees. He theorised that the motivation employees use to reach self-actualisation allows them to reach their full potential. This led companies to focus on how their employees were motivated, managed and led, creating a Theory Y management style which focuses on the drive for individual self-fulfilment. McGregor's perspective places the responsibility for performance on managers as well as subordinates.

Theory X
Theory X is based on assumptions regarding the typical worker. This management style assumes that the typical worker has little ambition, avoids responsibility and is individual-goal oriented. In general, Theory X style managers believe their employees are less intelligent, lazier and work solely for a sustainable income. Management believes employees' work is based on their own self-interest. Managers who believe employees operate in this manner are more likely to use rewards or punishments as motivation. Due to these assumptions, Theory X concludes the typical workforce operates more efficiently under a hands-on approach to management. Theory X managers believe all actions should be traceable to the individual responsible. This allows the individual to receive either a direct reward or a reprimand, depending on the outcome's positive or negative nature. This managerial style is more effective when used in a workforce that is not essentially motivated to perform.

According to McGregor, there are two opposing approaches to implementing Theory X: the hard approach and the soft approach. The hard approach depends on close supervision, intimidation, and immediate punishment. This approach can potentially yield a hostile, minimally cooperative workforce that may cause resentment towards management. Managers are always looking for mistakes from employees, because they do not trust their work. Theory X is a "we versus they" approach, meaning it is the management versus the employees.

The soft approach is characterised by leniency and less strict rules in hopes for creating high workplace morale and cooperative employees. Implementing a system that is too soft could result in an entitled, low-output workforce. McGregor believes both ends of the spectrum are too extreme for efficient real-world application. Instead, McGregor feels that an approach located in the middle would be the most effective implementation of Theory X.

Because managers and supervisors are in almost complete control of the work, this produces a more systematic and uniform product or work flow. Theory X can benefit a work place that utilises an assembly line or manual labour. Using this theory in these types of work conditions allows employees to specialise in particular work areas which in turn allows the company to mass-produce a higher quantity and quality of work.

Theory Y
Theory Y managers assume employees are internally motivated, enjoy their job and work to better themselves without a direct reward in return. These managers view their employees as one of the most valuable assets to the company, driving the internal workings of the corporation. Employees additionally tend to take full responsibility for their work and do not need close supervision to create a quality product. It is important to note, however, that before an employee carries out their task, they must first obtain the manager's approval. This ensures work stays efficient, productive and in-line with company standards.

Theory Y managers gravitate towards relating to the worker on a more personal level, as opposed to a more conductive and teaching-based relationship. As a result, Theory Y followers may have a better relationship with their boss, creating a healthier atmosphere in the workplace. In comparison to Theory X, Theory Y incorporates a pseudo-democratic environment to the workforce. This allows the employee to design, construct and publish their work in a timely manner in co-ordinance to their workload and projects.

Although Theory Y encompasses creativity and discussion, it does have limitations. While there is a more personal and individualistic feel, this leaves room for error in terms of consistency and uniformity. The workplace lacks unvarying rules and practices, which could potentially be detrimental to the quality standards of the product and strict guidelines of a given company.

Theory Z
Humanistic psychologist Abraham Maslow, upon whose work McGregor drew for Theories X and Y, went on to propose his own model of workplace motivation, Theory Z. Unlike Theories X and Y, Theory Z recognizes a transcendent dimension to work and worker motivation. An optimal managerial style would help cultivate worker creativity, insight, meaning and moral excellence.

Another innovative management style developed by William Ouchi is also called Theory Z.

Choosing a management style
For McGregor, Theory X and Theory Y are not opposite ends of the same continuum, but rather two different continua in themselves. In order to achieve the most efficient production, a combination of both theories may be appropriate. This approach is derived from Fred Fiedler's research over various leadership styles known as the contingency theory. This theory states that managers evaluate the workplace and choose their leadership style based upon both internal and external conditions presented. Managers who choose the Theory X approach have an authoritarian style of management. An organisation with this style of management is made up of several levels of supervisors and managers who actively intervene and micromanage the employees. On the contrary, managers who choose the Theory Y approach have a hands-off style of management. An organisation with this style of management encourages participation and values individuals' thoughts and goals. However, because there is no optimal way for a manager to choose between adopting either Theory X or Theory Y, it is likely that a manager will need to adopt both approaches depending on the evolving circumstances and levels of internal and external locus of control throughout the workplace.

Military command and control
Theory X and Theory Y also have implications in military command and control (C2). Older, strictly hierarchical conceptions of C2, with narrow centralisation of decision rights, highly constrained patterns of interaction and limited information distribution tend to arise from cultural and organisational assumptions compatible with Theory X. On the other hand, more modern, network-centric, and decentralised concepts of C2, that rely on individual initiative and self-synchronization, tend to arise more from a "Theory Y" philosophy. Mission Command, for example, is a command philosophy to which many modern military establishments aspire, and which involves individual judgment and action within the overall framework of the commander's intent. Its assumptions about the value of individual initiative make it more a Theory-Y than a Theory X philosophy.

© MultiSpectra Consultants, 2020.

Compliance Requirements relating to Registered Office for Companies in India


Compliance Requirements relating to Registered Office for Companies in India

Dr. Amartya Kumar Bhattacharya
BCE (Hons.) ( Jadavpur ), MTech ( Civil ) ( IIT Kharagpur ), PhD ( Civil ) ( IIT Kharagpur ), Cert.MTERM ( AIT Bangkok ), CEng(I), FIE, FACCE(I), FISH, FIWRS, FIPHE, FIAH, FAE, MIGS, MIGS – Kolkata Chapter, MIGS – Chennai Chapter, MISTE, MAHI, MISCA, MIAHS, MISTAM, MNSFMFP, MIIBE, MICI, MIEES, MCITP, MISRS, MISRMTT, MAGGS, MCSI, MIAENG, MMBSI, MBMSM
Chairman and Managing Director,
MultiSpectra Consultants,
23, Biplabi Ambika Chakraborty Sarani,
Kolkata – 700029, West Bengal, INDIA.
Website: https://multispectraconsultants.com


In India, companies are mandated to have an office registered with the government. This office need not be the headquarter. Documents need to be maintained at this location and letterheads should contain this address. The name and registered address should be painted or affixed outside every place of business of the company. This requirement is hard for startups working out of shared spaces.

The working office of a company may or may not be the registered address. If you draw three circles, one for government, one for customers and one for internal, the registered office will lie at the cusp of government and customers. In the customer circle, the registered office is overshadowed by a corporate office or a regional office. While it is a legal requirement to have a registered office, it is not needed to conduct all or rather any activity there.

Also, unless there is an actual office there, where employees work, or where there are walk-ins, the Shops and Establishments Act would not be applicable and it would not be considered as a commercial establishment. This is for cases where most of the work is virtual or through distributed teams.

Recently, it has been made compulsory for organisations to have a verified registered office. This is not a new requirement. A registered office has been mandatory under the Companies Act, 2013. It was so under Companies Act, 1956, as well. The existing requirement was to intimate the Registrar of Companies (RoC) the registered address within 30 days of incorporation. At the time of incorporation, it is mandatory to mention the state where the registered office would be located. However, chartered accountants and company secretaries insist that at the time of incorporation the full address of the office be given.

Concerns: There are a number of issues with this approach. The main one relates to getting contracts in the name of a company that is yet to be incorporated and editing all documents in case the name is not approved. The registered office can be intimated to RoC within 30 days which should be sufficient to get the paperwork done.

ACTIVE Form: Some months ago, the Ministry of Corporate Affairs came out with the ACTIVE notification that required startups to click pictures and send a video to confirm their existence. This is to fight the menace of shell companies. This is a one-time exercise that only applied to companies incorporated till calendar year 2017.

Legal Implications
There are few legal implications of a registered office. Most of them pertain to maintaining records at that place. These pertain to register of members, Articles of Association and other documents that any company is expected to maintain. Maintenance of documents is covered under separate sections. The legal implication of a registered office is just that these documents are to be maintained at that place and that they should be open to public for inspection during specified hours. These hours can be specified through the Articles of Association. The business is also required to mention the registered address on letterheads and bills of exchange.

Another requirement that is not that small is that the entity is required to paint/affix the name of the company and the registered address on the outside of every office or place where the business is carried on. Painting or affixing letters is not a problem for most manufacturing industries. However, startups that work out of shared spaces and especially that work out of hostel rooms and their own houses are not able to comply easily.

Incubators have come up with a nice way by putting the Company Names on a "Brand Wall" where all startups that have a cabin get a name in a nice plaque that is hung on the wall. As and when the startup moves out, the plaque is removed. While this defeats the purpose of permanence, it is a nice workaround. As for startups that work on flexidesks, they are allowed to mention the name of the company on those desks. An interesting question is that startups that have distributed teams, let us say, based in Kolkata and Bengaluru, all working out of co-working spaces/incubators would need to do the same. This means that even though a startup might not be registered with a co-working space, if some employees sit there, it would count as a place where the business of the startup is conducted. In those cases, where would the plaque be put and would it contain the registered office address?

The other concern is that in rented residential premises, it is hard to paint/affix the name outside the property. There is a stigma associated with permanence and commercial establishments when it comes to rented premises. It is no wonder that out of the many startups working out of residential properties or shared spaces, few have received incorporation. Without incorporation, startups are not eligible for Startup India recognition which deprives them of various benefits.

© MultiSpectra Consultants, 2020.

Key Open Source Software for Boosting Business Productivity

Key Open Source Software for Boosting Business Productivity Dr. Amartya Kumar Bhattacharya BCE (Hons.) ( Jadavpur ), MTech ( Civi...