Skip to main content

GREEDY PEOPLE, POOR NATION

A holy man was having a conversation with the Lord one day and said, 'Lord, I would like to know what Heaven and Hell are like.

The Lord led the holy man to two doors.

He opened one of the doors and the holy man looked in.  In the middle of the room was a large round table.  In the middle of the table was a large pot of stew, which smelled delicious and made the holy man's mouth water.
The people sitting around the table were thin and sickly.  They appeared to be famished.  They were holding spoons with very long handles that were strapped to their arms and each found it possible to reach into the pot of stew and take a spoonful.  But because the handle was longer than their arms, they could not get the spoons back into their mouths.

The holy man shuddered at the sight of their misery and suffering.
The Lord said, 'You have seen Hell.'

They went to the next room and opened the door.  It was exactly the same as the first one.  There was the large round table with the large pot of stew which made the holy man's mouth water.  The people were equipped with the same long-handled spoons, but here the people were well nourished and plump, laughing and talking.  The holy man said, 'I don't understand.'

It is simple,' said the Lord.  'It requires but one skill.  You see they have learned to feed each other, while the greedy think only of themselves.'

When Jesus died on the cross, he was thinking of you.  Share this article with friends, colleagues, family members and those you love.
Remember that I will always share my spoon with you.

Comments

Popular posts from this blog

Performance Measurement and Reward System

As the global war for talent grows increasingly fierce, management of people is a key concern among organisations.  Once thought primarily in terms of cost, people in successful companies are being valued as rich sources of talent, skill and diversity, which are critical to the success of the organisation. Managers have identified the shortage of skills as one of the main threat to prospect of growth; they are devoting a greater share of resources to protecting themselves.  For this reason, the role of human resource in an organisation has been and continues to be scrutinized in terms of how it can add most value with the rest of the organisation, helping to overcome the challenges adherent in the people agenda. In defining performance measurement, Dessler states that it “means evaluating an employee’s current or past performance relative to the person’s performance standards”.  This entails evaluation or assessment of the actual p...

INTERNAL PROMOTION AND SUCCESSION PLANNING

Promotion comes as a result of ones performance on the job over a period of time, or it could be said to be an advancement in ones profession. Succession on the other hand is a shift in position as a result of promotion, transfer, retirement or death of others. It could be as well a change in policy of an organisation leading to reorganisation of operations and human resources. Getting succession right is vital. There are two approaches that can be used at different times to ensure success. The internal selection approach advocates choosing successors from within, to ensure a smooth transition, preserve company values, and encourage employees by showing a potential career path. Most organisations struggle with how to turn succession into success. It is necessary to use either internal selection or the Darwinian approach at different levels or at different times. For example, a high percentage (80%) of senior roles may be internally appointed, while junior roles are sel...

Future Trends and Techniques in Segmentation

Segmentation consists of group of buyers or a process of identifying groups of buyers who share similar set of need and wants.  It is the breakdown of the market for a particular product or service into segments of customers, which differs in terms of needs, wants, lifestyle, religion, income level, gender, buying process etc, and their response to marketing strategies. Today’s organisations need fresh thinking on how to operate and compete in the new economy characterised by hypercompetition, customization and digitalisation. An organisation cannot serve all the consumers in the entire market, the consumers are too many and are too diverse in their buying process.  An organisation therefore, needs to identify the market segment(s) it can best serve. Organisations been aware of these facts has been segmenting their products offerings to target a particular segment(s) of the market rather than using the old method of mass-marketing.  ...