Research
His research is focused on creating value for the organization. He believes that we must focus on all the functional areas of the business to create value for the organization. His research focused on management strategy, emotional intelligence, emerging leadership theory, intellectual capital, business model, corporate governance, and its impact on its value. He has developed a basic emotional intelligence model for individuals and businesses of all sizes to understand what emotional intelligence is and learn to use EI to enhance performance at the workplace. In addition, he has developed a new leadership theory named Emerging Leadership Theory and a model for executive compensation. Following are the few selected models useful for both business managers and individuals.
Emotional Intelligence Model
The model shows that the emotional intelligence process starts with a triggering event. Then, based on the understanding or misunderstanding of the trigger, individuals feel and manage their emotions to generate synergy in intelligence. Feeling and managing emotions is a process that includes abilities and capabilities and the amount and intensity of energy to generate synergy. The synergy in intelligence is emotional intelligence. Emotional intelligence (synergy) is used to achieve the desired outcome (positive, neutral, or negative). Read more in the article.
Simplified Business Model
A simplified business model explains the business process using the three elements of the quantitative business model revenues, costs, and profits. The simplified business model development starts with three basic questions: (1) How will revenues be generated? (2) How will the costs and expenses be managed? (3) How will profits be generated? The process for developing a business model is the same for small, medium, and large-sized businesses. In the simplified business model, the business's profit motives all the participants are considered in each step to ensure the company's success. The profit motives in the model include monetary, psychological, and social profits. Read more in the article.
Managing Your Energy
The model helps individuals in managing energy. It states that individual energy mostly consumes by mental, physical, and emotional tasks. The energy consumption for the three tasks begins with internal or external triggers. You can manage your energy if you understand that a trigger initiates energy consumption for the three tasks, and energy also is needed to keep our bodies functioning. It includes the four steps involved in managing energy. Read more in the article.
The Model for Process of Change
Change is imminent in the external environment because we cannot control nature, and human beings naturally desire to explore the unknown. The model suggests that the ability to process information about the change in the environment influences individuals' and organizations' decisions to change or maintain the status quo. The fear of rejection to change depends on an individual's or organization's ability to digest information and willingness to consider experts' opinions to decide to change or not. Read more in the article.
Crisis Management
Crises occur due to negligence, incompetence, misinformation, lack of information or knowledge, social inequality, hate, greed, and uncertainties in the environment. The five steps or five C's of the crisis management model are the simple steps for resolving crises. The five-step approach is helpful at the organizational, national, and global levels for managing crises. The model is useful in both the public and private sectors for resolving crises. The model's success depends on the ability to identify the problem and the leadership during crisis management. Read more in the article.
Global Mindset
The global mindset is critical for survival in the global economy. Each mindset begins with the individual’s thinking, and the global mindset starts with thinking globally. Global thinking starts with ignoring the borders that separate the people of the world and building relationships with people as if we are part of one big community. The model suggests that the process of building a global mindset starts with understanding the individual mindset. The model also states that social and cultural intelligence, emotional intelligence, and global intelligence are necessary for building a global mindset. Read more in the article.
Source of Corporate Greed
Greed is a desire to acquire more than what is needed of something tangible or intangible to satisfy individual or collective needs. The model focuses on human involvement in corporations to understand corporate greed. Corporate greed is collective greed because shareholders are interested in making higher returns than the expected returns. Managers are interested in securing higher compensation than their average compensation, and suppliers are interested in higher profits. Customers are interested in lower prices of high-value products or services. Read more in the article.
Responsibility and Actions Results in Desired Outcomes
The model states that we could improve the quality of our work lives if we encourage both management and employees to learn and adapt to the conditions that foster responsible behavior in the workplace. Responsible behavior is critical for success in both personal and professional life. One must learn to be accountable both in personal and professional life to succeed. The paper presents a basic self-test to determine the understanding of the level of responsibility in your or someone else's behavior. Such an understanding will increase productivity, ensure the quality of products or services, and improve work-life. The test is also helpful for enhancing individual life. Read more in the article.
Motivation for People to be Untruthful
Sometimes we are amazed that people are untruthful, although evidence is available to the naked eye. It happens in both personal and professional life and workplaces. The paper raises the question of whether you are truthful to yourself because we cannot be truthful to others unless we are truthful to ourselves first. The article presents the model to explain why people are motivated to be untruthful. The researcher believes that understanding the reasons may help individuals and organizations think and change their behavior. The paper suggests that if you are untruthful to yourself, it means you cannot trust yourself. If you cannot trust yourself, you cannot be trusted by others, too. Read more in the article.
Hierarchy of Trust
We live in an uncertain world, and trust is needed for individuals to live everyday life and for organizations to succeed in the marketplace. Trust is essential for one’s personal life, workplace interactions, and marketplace involvement. A lack of trust creates conflict in one’s personal life and workplace and can lead to a loss of market share. Trust is a behavior structured around emotional, physical, spiritual, economic, and social satisfaction. The hierarchy of trust makes it easier to understand the issue of trust and makes it easier to decide on the decision of whether to trust. Read more in the article.
Executive Compensation Model
The model for executive compensation includes four variables: culture, governance, disclosure, and oversight, for creating an environment for the board of directors to evaluate and formulate a fair compensation policy. The model includes two measures: (1) an executive compensation ratio—a measure for comparing executive compensation to the value created for the firm during a period of time and (2) a comparative compensation ratio—a measure for comparing executive compensation with employee compensation. Combining qualitative and quantitative approaches will help the board determine the executive compensation based on the performance. Read more in the article.