Link in a Chain

For everything you wanted to know on building leadership and management, refer Shyam Bhatawdekar’s website: http://shyam.bhatawdekar.com/

(Refer our High Quality Management Encyclopedia “Management Universe” at: http://management-universe.blogspot.com/)
It is a very simple yet very effective management exercise or game. It is a group or participative exercise. You as a program leader or workshop facilitator can use it for your sessions on supply chain management, cross functional process management, internal and external customer care, link in a chain concept, team work, team building, leadership and motivation. It is also a good warm up game, an icebreaker and an energizer.

Instruct the participants that all of them form a manufacturing and selling organization. Each participant represents one department of the organization. The complete process of manufacturing and dispatching an item as desired by the customer gets completed only when that particular item passes through each and every department (i.e. the participants). Touching the item by one hand by a participant indicates that the department has completed its operation as part of the total process. The item is then passed on to the next participant (department) who also touches it by one hand signifying that he also completed the task assigned to him for that item. This way the item gets circulated from the first participant through the entire chain of participants one by one and the last participant delivers it to you. You will act like a customer in this game. It is essential that each participant should have touched the item by one hand at least once before it is handed over to you- the customer. Only then the process is thought to be complete.

The organization has promised the customer (i.e. you) fastest possible delivery and that’s how you have agreed to buy the item from this organization.

Now before this game starts, you would have called out two participants sitting in two corners of the seminar hall one by one and secretly instructed them to sabotage the game by not passing the item to the participant sitting next to them. When the item reaches these participants, they should keep holding the item for an inordinately long period. The first participant of these two participants can hold it with him for three to four minutes before it is passed on to the next participant. But the second of these two participants should just not pass the item at all. The item should stop there with him. He should keep holding it and not pass it forward even if the other participants coax him or threaten him to pass on the item.

Now start the game by giving any item selected by you (say a note pad) to the first participant sitting nearest to you. As per the instructions the item will get circulated in the seminar hall from one participant to another till it gets stuck for some three to four minutes with the participant whom you had instructed to sabotage the game. When it gets stuck there, you as the customer will remind to the last participant of the entire group (acting as dispatch department of the organization) to find out why it is getting delayed and why you are not getting the item the fastest possible as promised. Perhaps the group may start putting pressure on the participant who was delaying the process by holding the item and not passing it on. Same thing will happen when the item once again gets stuck up at the second participant whom you had instructed to sabotage the game.

There will be a lot of pressure from the participants who are next to him but he would not pass on the item. You as the customer will get cheesed off and cancel the order. The game concludes here.

Ask the participants to discuss the happenings of the game. Why customer cancelled the order? How come just about one or two departments (participants) could create havoc in the whole process? Why the entire chain of departments which was pretty strong became totally dysfunctional and inefficient? Did leadership, motivation and creativity work and why not?

Sum up your session by giving relevant inputs on supply chain management, cross functional process management, internal and external customer care, link in a chain concept, team work, team building, leadership and motivation.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

Negotiate and Sell

For everything you wanted to know on building leadership and management, refer Shyam Bhatawdekar’s website: http://shyam.bhatawdekar.com/

(Refer our High Quality Management Encyclopedia “Management Universe” at: http://management-universe.blogspot.com/)
This management exercise is in the form of a role play. This role play can be used by you as the workshop facilitator or program leader of sessions on sales management, selling skills and negotiations. It is a group exercise.

Divide the participants of your program in at least three groups randomly (you can have more than three groups as well). For random formation of groups, use the method given in the management exercise titled “Pass the Message”.

One group will act as a “buyer” group or “buyer” company. Each of the other groups will act as the “supplier” group or “supplier’ company. “Buyer” is interested in buying a number of units of some product “X” from the open market and all the “suppliers” producing and selling that item “X” have shown interest by sending their proposals to the buyer quoting their commercial terms and conditions.

You being the program leader will distribute the exercise or role play brief to the buyer company. You will also distribute another brief to each of the seller (supplier) companies. The briefs given to each of the suppliers will be unique in their contents. Therefore if there are three groups acting as sellers you will have to prepare three different briefs.

Formats of the buyer brief and seller (supplier) briefs are given below. In this illustration, three suppliers are assumed. Product to be bought by the buyer is named as “X” and instead of giving the prices of the product “X” offered by the three suppliers in numerical terms; these has been specified as $M1, $M2 and $M3. Replace M1, M2 and M3 by some numerical values.

After giving the briefs, ask the four groups to reflect over it and conduct an internal discussions before they meet up for negotiations. Each supplier group will meet up with the buyer group one at a time, turn by turn. The supplier groups can meet the buyer group any number of times they wish to meet depending upon the buyer’s decision to do so.

After the sale has been made, share with all the participants all of the finally negotiated terms and conditions from the three suppliers and the one which finally won the order from the buyer.
Let the participants discuss the entire exercise and you should give additional appropriate inputs on negotiations and selling and wrap up the exercise.

The exercise briefs start now:

BUYER BRIEF (for “ABC Engineering” company)
Your company “ABC Engineering” supplies automobile components to the growing automobile manufacturers. With severe competition setting in, it has become imperative to cut down on costs, reduce rejection and rework and improve the overall productivity. In addition to taking other measures to do so, you have made up your mind to fit a special equipment called “X” to boost the productivity on at least 4 machines to start with. You have another 6 machines which are good candidates for this productivity boosting fitment called “X”. However, you wish to wait and see the results after fitting the first 4 “X”. You do have some constraints on money to be spent.

You have received quotations from three parties. Today you have invited representatives of these suppliers for discussions and negotiations along with you and your colleagues. Someone had told you recently that “Productivity Specialists” (one of the three suppliers) is more established supplier but you are keeping your mind open.

Quotations from the parties are as given below:

• Price: $M1 per “X” from “Productivity Specialists” (Other two parties have quoted a price of $M2, and $M3 each which are significantly lower than offered by “Productivity Specialists”).
• Delivery terms: Four weeks from “Productivity Specialists” and three and two weeks respectively from other two parties.
• Warranty: Two years unconditional from “Productivity Specialists” (As against one year of other parties)
• Payment terms: 40% advance, remaining within two weeks of delivery. Other parties have quoted 25% and 20% advance payment.

Following terms are acceptable to you:

• Maximum Price: $M4 per “X” which is lower than M1 but may be higher than M2 and M3 (Willing to pay slightly more than M4 if satisfied on other requirements and terms).
• Delivery: One week.
• Warranty: As much as possible (However, you are satisfied with even one year warranty as other parties have offered).
• Payment terms: Not more than 10% advance but keeping the advance payment to the minimum.
• Excellent after sales service since you do not want any breakdowns of the equipment “X”.

Your priorities are:

1. The equipment “X” should be very reliable.
2. There should not be any breakdown of product “X” and if at all there is one, the same should be set right within 48 hours.
3. Quickest possible delivery (literally on yesterday basis).

You are prepared to place the order on “Productivity Specialists” in case you and your team are satisfied on the above-mentioned points.
SELLER (SUPPLIER) BRIEF (one brief for each of the suppliers with appropriate terms and conditions offered by them as reflected earlier under “Buyer brief”. Following brief is for “Productivity Specialists” as an illustration)
You are sales in-charge of your company. After one meeting with the purchase manager of “ABC Engineering”, a medium sized firm manufacturing automobile components for the automobile companies (which is a growing sector), you have given them the following quotation for your product “X”. During the first meeting not much information was given by “ABC Engineering” except that they wished to fit a few of their machines with your equipment “X” so as to improve the overall productivity of their factory:

• Price: $M1 per “X” (based on the client’s projected requirement of 3 to 4 units of “X”).
• Delivery terms: Four weeks.
• Warranty: Two years unconditional.
• Payment terms: 40% advance, remaining within two weeks of delivery

You along with your team have been called by the top management team of “ABC Engineering” for discussions and negotiations.
Before the negotiation meeting you have contacted your company’s head quarters (corporate office) and they have advised and authorized you as follows:

• To reduce the price only under extreme case by $m1 per “X” and not more than that.
  Delivery can be made earlier than four weeks minimum being one week.
• You must try to get maximum advance possible. Can go down to not less than 10%. It should have some relationship to price etc.
• You can negotiate further and lower the price by a further $m2 provided you can secure an order for at least two more units of “X”.

At present you have no clue as to how many machines in all they want to fit with your productivity boosting equipment “X”.
All you know is that they are very serious about the improvement of the productivity of the plant.
You are required to negotiate to get the best possible terms and conditions, maintain the leadership position of your company and above all satisfy your this customer the best possible way.
You are quite keen to secure this order but definitely not at the cost of loss to your organization.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

Rewards and Punishment

For everything you wanted to know on building leadership and management, refer Shyam Bhatawdekar’s website: http://shyam.bhatawdekar.com/

(Refer our High Quality Management Encyclopedia “Management Universe” at: http://management-universe.blogspot.com/)
Rewards and punishment are time tested methods of motivating people. Every program/seminar leader or workshop facilitator wishes to maintain a high degree of motivation and enthusiasm among his participants. So if you, as a program leader, also wish to create such an environment of interest in the seminar hall, you can use “Rewards and Punishment”.

“Rewards and Punishment” is a good motivator, energizer and icebreaker.

You can announce at the beginning of the program that you wish to introduce a system of rewards and punishment in your workshop.

The punishment side will be very simple. It is mainly to remind the participants that they have to maintain punctuality. Every participant should make sure that he comes to the seminar hall in time at the beginning of the day and also after every break; it could be tea or coffee break or lunch break or any adhoc break announced by you. The person who arrives late will be sumptuously clapped by the rest of the participants to indicate to him, “Buddy, you are late but we still welcome you.” Ask any one participant to keep a count of number of times such claps are received by the erring participant(s).

Second part of the punishment will be to punish the person who disturbs the proceedings by receiving a phone call on his cell phone inside the hall (at the start of the program, instruct the participants to switch off their mobiles or keep them on the silent or vibrate mode) and also who disturbs by walking in and out of the hall while the session is running. Issue a “red” card to such a defaulter. A count of “red” cards issued will also be maintained erring participant wise.

Now we come to rewards part. At the beginning of the program, make an announcement that participants who will participate and contribute the most and the best will be given some surprise gifts by you. You being the program leader are the sole authority to give the rewards. The rewards will be given by you by giving a “green” card to the participant who deserves it. The persons who make a good contribution in the seminar by sharing good ideas, asking good questions, answering good answers, participating enthusiastically etc will be allotted “green” cards by you as an appreciation.

At the end of the workshop, each participant will be asked to report to you and to the rest of the participants the number of “green” cards he was rewarded. Present the top three earners of “green” cards some nice little gifts as part of valediction of your program.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

Flying Airplanes

For everything you wanted to know on building leadership and management, refer Shyam Bhatawdekar’s website: http://shyam.bhatawdekar.com/

(Refer our High Quality Management Encyclopedia “Management Universe” at: http://management-universe.blogspot.com/)
This management game is basically a fun game and acts as an icebreaker and warm-up session (energizer) of your training program, workshop or seminar. This is apt for a situation where the participants of the program are strangers to each other or know each other just slightly; they do not know each other’s names and other details. The game helps them to get introduced to each other at the beginning of the program.

You are the program leader or workshop facilitator. Give each participant a blank paper. Preferably the papers should be of different colors to make the event colorful.

Ask each participant to make an airplane out of the paper given to him. If any participant does not know how to make the paper airplane he can take assistance from his neighbor. Ask each person to write his full name in bold letters on the airplane made by him; let the participants use colored markers available in the seminar hall. Each participant should also write one of his favorite hobbies on it or any other message he wishes to write on it.

Now ask all of them to fly their airplanes throwing the airplanes made by them in the air in the hall. The participants will catch hold of one of the flying airplanes or pick it up after its landing. Then the participants keep flying the airplanes caught by them and this goes on for three to four rounds. No participant is allowed to keep his own airplane with him. So, finally each one will have someone else’s airplane with him after all the rounds of flying the airplanes are over.

Ask the participants to meet everyone in the hall, shake hands with each one and make introductions until each participant finds and meets the person whose airplane he is holding in his hand. The two now make a pair.

Each pair exchanges the introductions in detail to know each other’s organization or department, educational qualifications, schools/colleges/universities, hobbies/interests and any other relevant information.

All the participants take their seats such that the persons forming pairs sit together as a pair. Each pair is called upon by you in front of the audience and the persons in the pair give the introduction of the partner in the pair to rest of the participants and to you. You may like to read about a similar way of introductions in the management exercise titled "Innovative Introductions".

You can thank the participants for the excellent session you had with them and proceed towards your next session.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

Building Blocks

For everything you wanted to know on building leadership and management, refer Shyam Bhatawdekar’s website: http://shyam.bhatawdekar.com

(Refer our High Quality Management Encyclopedia “Management Universe” at: http://management-universe.blogspot.com/)

"Building Blocks" is an effective group and participative game. It can be used in the sessions on observation skills, memory effectiveness, leadership, followership, communication, giving effective instructions, motivation, time management, team work and team building. The game is also a good energizer and icebreaker.

You are the program leader or the workshop facilitator and you need to do some preparation before administering this game. To start with, you have to have one master set of many square, rectangular, triangular and such shapes of blocks made of wood or plastic or any other such solid material. The blocks should be of various colors. From these blocks you should be in a position to make stable structure of blocks. Next step is to make such 3 to 4 more sets depending upon the number of participants in your program or workshop and how many groups you wish to form. Each set will have identical combinations of blocks of various shapes and colors.

Before the session in which you plan to play this game, build up a stable structure using the various shaped and colored blocks of your mater set of blocks in a room adjacent to the conference or seminar hall in which you are conducting your session. In case a separate room is not available, cover this structure of blocks in such a manner in the same seminar room so that the participants can not see it.

By now you are pretty familiar with the method of random formation of the groups. To refresh on the methodology, you can refer the previous management games and exercises. Using this method divide the entire participants in the groups of around 6 to 7 persons in each group randomly.

The members of each group will sit together. Give one set of blocks that you had already prepared to each group. Ask each group to appoint a group coordinator.

Now the game starts. The coordinators of each group are asked to go to the structure and observe it carefully. At one time the coordinator of each group can not stay near the structure for more than one minute. The coordinator will report back to his group about what he saw. He will describe the structure to them. He will give instructions to his group members on how to construct the replica of the master or model structure that he saw. The other members of the group can have a dialogue with the coordinator. However, the coordinator is not allowed to touch the blocks or physically demonstrate how the construction should be done. He can just about describe how the master structure looked like.

The group can send the coordinator to have a second look at the structure. In fact there is no restriction on the number of times a coordinator can visit the structure to observe it. But he can not spend more than one minute near the structure observing it during each of his visits. Groups are also free to change their coordinators during the game as many number of times as they want.

When all the groups declare the completion of their structures using their building blocks, their structures will be compared to the original or master structure.

Get the participants to start discussing their experiential learning from this game. How they would like to play the game if asked to do it again?

Give your observations and analysis on what went right and what went wrong and why. Provide additional inputs if necessary or planned and wrap up the session.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

Maximize Your Profit

This game “Maximize Your Profit” is the simulation of a manufacturing and selling organization. The game encompasses the reflection on almost all the management functions. It deals with strategy selection, deciding upon the product portfolio or product mix, capital management, production management inclusive of productivity improvement, cost management, inventory control, quality management and profitability planning.

You are the program leader or workshop facilitator and will administer the game.

Divide the participants in groups of 7 to 10 persons randomly. The method for random grouping is given in an earlier game titled “Pass the Message” (URL: http://management-games-icebreakers.blogspot.com/2010/08/pass-message.html). Each group acts like one independent manufacturing organization. The persons forming each group are the managers of that organization and their job is to maximize the profit for it's organization.

To start the game, distribute the brief of the game given below to all the participants and ask them to read it carefully. Instruct them to follow each step of the brief and act accordingly. Facilitate the game as it rolls.

Brief for the management game:
The brief begins here:
Your organization has decided to diversify. There are two probable products that your organization can decide upon for your diversification plan. (For the sake of this game) these products are called:

1. Bird (as per the sample given to each group)
2. Box (as per the sample given to each group)

As managers of your organization, you will decide, as a group, which product(s) your company should take up. The following three choices are available to you:

1. Either “bird”
2. Either “box”
3. Both “Bird” and “box”

Now you will have to make certain decisions for which 10 minutes will be given to each group. The data to make decisions is given below:

1. Cost of raw material (per sheet): for “bird” $2.5 and for “box” $2
2. Approximate manufacturing time for one unit by one man: for “bird” 3 minutes and for “box” 4 minutes.
3. Cost of buying technical know-how: for “bird” $10 and for “box” $15. Group that buys technical know-how of both the products will be entitled to a reduction of their total cost by $0.50 for every unit manufactured provided the manufactured items meet quality standards
mentioned later in this write-up.
4. Labor cost: $10 per man for a period of 20 minutes.
5. Selling price (per unit): For “bird” $5 and for “box” $6.50

Each group’s decision whether to manufacture only “bird” or only “box” or “both” will be recorded.

Each group that has decided to buy the technical know-how will be taught the process of production of the product(s) it has chosen.

One more decision needs to be taken by each group for which the data given below should be used:

1. Total allowed production time: 20 minutes
2. Total capital sanction: $100. Additional capital can be asked for and will be sanctioned at an interest rate of 15% provided the requisition is made before production begins.
3. Resale value of unused raw material (only full blank sheets): $1 per sheet.
4. You final finished products will be bought from you at the given selling price by your customer (the game administrator will be your customer). He will buy it after careful inspection of your product. He will buy only if the product produced by your group conforms to the sample that was given to you earlier. He will reject the non conforming items for which there will be no resale value.
5. Quality control standards: Conformity to the original display model (sample)

Based on this information you now have to decide:

1. Whether you need additional capital? If yes, how much?
2. How many blank sheets (the raw material for making the products) you want to buy?
3. How many men you want to employ for making the products? You may reduce the number of men working on the production in order to save on the labor cost.

You are given 10 minutes to make these decisions. At the end of 10 minutes the decisions of each group with regard to above-mentioned points will be recorded.

Now each group starts manufacturing its chosen products. Each group will be given 20 minutes to manufacture the items.

After 20 minutes, the game administrator (acting as the customer) will inspect each and every piece manufactured and accept or reject the items depending on whether those meet the laid down quality standards or not.

Based on the total number of items bought by the customer, each organization’s (group’s) profit or loss will be calculated and declared.

Each group will use the following format to keep track of the decisions and their financial implications as the game progresses.

1. Technical know-how bought: Decision…………. $..............
2. Additional capital required: Decision…………. $..............
3. Raw material to be bought: Decision…………. $.............
4. How many men to be employed for production: Decision……………. $.................
5. Total cost (total of 1 to 4): $...............
6. Raw material left over: Decision……….. $...............
7. (Cost reduction due to) both processes bought: Decision………….. $...............
8. Total reduction of cost (total of 6 and 7): $.................
9. Net cost (5 minus 8): $.................
10. Total sales: $.................
11. Profit (10 minus 9): $..................

The brief of the game ends here.
After working out and declaring the profits for each group, get the feedback from the participants on the assessment of their effectiveness in playing the game, what went wrong, what went right and what are their learning points.

Share your observations and analysis with the participants. Wrap up the session by giving any additional inputs you wish to impart.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

The Counters

Objective of "The Counters" game (in the form of role play) is to simulate the conditions of an organization or simulate the conditions of the market place and help participants of the workshop or the seminar realize as to what happens in the organization or in the market place in terms of intra-group communication, inter-group communication, leader-follower relationship and its impact on mutual trust building, information sharing and its impact on results, why information sharing is so critical, the types of approaches one takes with reference to others to transact business and their impact on it, types of negotiations and necessity for win-win approach to maximize the gains of everyone concerned. In addition to emphasize the need for information sharing and effective negotiations, this role play also allows participants to use their selling skills in the best possible ways.

It is a highly participative game and also acts as a good energizer.

You are the program leader or workshop facilitator and you will administer "The Counters" game. Divide the participants into three equal teams. Selection of participants in each team will be done randomly. Please refer the method of random selection given in an earlier exercise "Pass the Message" at http://management-games-icebreakers.blogspot.com/2010/08/pass-message.html. Each team will be asked by you to select their team leaders by way of internal discussions within the teams.

Give to each team some assets in the form of counters (the ones that are used in the playing cards game "rummy"). Also give some cash made up of some specific denomination of coins to each team. The counters will be of various colors. The types of colors of the counters as well as the quantity of counters and cash will not be known to anybody except you.

Instruct each team to maximize its points within specified time limit. The rules and details regarding how the points will be earned by each team are given later in this write-up.

Achieving the objective of maximization of the points will be through the process of negotiations in an assembly (meeting) of the leaders of the teams. A common place in the seminar room will be earmarked for these meetings. The leaders of the teams can make their own choices of meeting the other team leaders in any way they like. They are free to meet one on one or all team leaders may decide to meet all at one time. They can meet between themselves any number of times they please during the game. Before every meeting and after every meeting they can confer with the rest of their team members.

During the meetings they will transact the business which may consist of sharing information, exchanging the counters among them by exchanging counter with counter or counter with cash or cash with counter or counter with transfer of information or any other way imaginable.

The rules and details regarding how the points will be accrued by the teams are given below:


Individual colors of the counters will not have any point attached to them. Therefore, the teams can score in following three ways:

1. By forming a set containing all the available counters of one color (distributed throughout the three teams). The value will be 100 points per such set.
2. By forming a set comprising one counter of each available color (distributed throughout the three teams). The value will be 25 points per such set.
3. By holding the cash within the team. The value will be 1 point per coin.

After all the teams declare that they have completed their negotiations and transactions and thus have completed the game, ask the team leaders to show you what kinds of sets of counters they have made and how much cash they carry. Depending on it, work out the points made by each team. Declare the results.
Conduct discussions among all the participants and with you to realize as to what happened in the game, what went wrong, what went right and what did they learn.
Round up the game by giving your own observations and analysis and what could have been a better way of playing the game. Emphasize on the importance of trust building, information sharing and an open and win-win approach.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

Around the World

The management game “Around the World” is a beautiful group game. Therefore it is highly participative. It can be played in-door as well as out-door. It is best suited as icebreaker, energizer and quite apt for sessions on intra-group communication, consensus building, decision making, strategizing, team work and team building.

You being the program or workshop facilitator or leader are the designer and administrative chief of conducting and supervising the game. You can take help of one or two of your associates. The outdoor area or the in-door seminar hall that you select to administer this game is treated as “airport” for the purpose of the game. Fix up six to eight spots in the airport (the out-door areas or in-door hall) as the “gates” of the airport from where the flights take off. These selected gates (spots) should be quite distant from each other.

On each gate display a chart that gives all the flight sectors that are serviced from that particular gate. Flight sectors will be like: New York-Dubai, Mumbai-Singapore, Vancouver-Amsterdam, Tokyo-Los Angeles etc. Cover all the important cities of all the continents of the world so that you have plenty of sectors to be displayed on the chart at each gate and each gate does not fall short of the sectors. On each gate, you can display around 12 to 15 flight sectors. So if you choose to have 6 gates, you can have a maximum of say 90 such flight sectors in all. Each display chart in front of the gate will have unique flight sectors and will not be repeated on the display chart of that gate or the display charts of other gates. Make sure that the font and its boldness used to write the names of flight sectors on the display charts are such that they can be read from a distance of maximum of two feet and not more.

Now depending upon how many teams are going to play this game at one time, you will need to prepare for each of those many teams the itinerary of their travel around the world. Write down this itinerary on a cue card. Give each team around 12 to 15 flight sectors to travel to cover the entire world. For example the cue card can specify for one team the flight sectors as Seattle-Vancouver, Vancouver-Amsterdam, Amsterdam-Mumbai, Mumbai-Singapore etc. Number of such cue cards specifying the flight sectors will be equal to the number of teams playing the game. Select the flight sectors for each itinerary such that those flight sectors on one itinerary are scattered all over the six to eight gates and not concentrated in just about one or two gates.

Divide the entire participants in teams consisting of randomly selected 4 to 5 persons. For random selection follow the method given in the management game titled “Pass the Message” http://management-games-icebreakers.blogspot.com/2010/08/pass-message.html- refer it. Ask each to team to select their team coordinator by way of internal discussions within each team. Give one cue card giving the itinerary of the travel around the world to the coordinator of each team.

Now each team will have to locate the gate number for each flight sector prescribed for it and write down that gate number on the cue card in front of that particular sector. Each team will start from the very first flight sector on the cue card and then sequentially go on locating the gate numbers of rest of the flight sectors given in the cue card- strictly sequentially i.e. only after the team locates the gate for the first flight sector, it can start locating the gate for the second flight sector.

Before starting the actual game, give each team around 5 minutes to discuss among the team members the strategies they would like to decide and follow. Copying the display charts at the gates by the team members is not allowed. However, they can remember what is displayed on the charts and keep in their minds and share with each other.

The teams will cover all the flight sectors on their itinerary by locating the gate numbers and noting them down against the flight sectors on their cue cards. After they have covered all the flight sectors and located all the gates for their tour around the world, they will report to you or to one of your associate(s) supervising the game. The time of reporting of completing of the game by each team will be noted down by you or your associate(s).

You or your associate(s) will check the correctness of the gate numbers as reported for each flight sector for all the teams. The team that has all the correct gate numbers on its cue card and has taken the minimum time to complete the game will be declared as the winner. You can also declare the runner-ups.

Take the feedback from the participants team by team as to what strategies they followed, was it effective, how was the level of communication, decision making, consensus building, team spirit and team work. How will they like to play the same game next time?

Round up the management game by sharing your observations, critique, analysis and learning points. Top it up with necessary inputs.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

Win as Much as You Can (Organizational Dilemma)

This management game called "Win as Much as You Can" or "Organizational Dilemma" is highly suited for the sessions on intra-group and inter-group communication, team work, team building, win-win approach and strategies. You as the program or workshop leader or facilitator can generate lots enthusiasm and intelligent experiential learning among the participants.

This is an exercise where two teams, viz. The CHAMPION and the HERO work it out with reference with each another. The objective is to win the game. Here the CHAMPION has a choice between one of the two strategies, A & B and likewise the HERO has a choice between X & Y.

If the CHAMPION team plays the strategy A, the HERO plays strategy X, both teams win 2 points. Combinations of strategies and the outcomes are as follows:

• In case of A X combination, both teams win 2 points.
• In case of A Y combination, CHAMPION loses 4 points. HERO wins 4 points.
• In case of B X combination, HERO loses 4 points. CHAMPION wins 4 points.
• In case of B Y combination, both teams lose 2 points.

You as the program leader should divide the participants in two teams, each team represents one department of an organization. So you have formed two departments of an organization. In order to remove any bias for any department, you may name one department as CHAMPION and the other as HERO (you may choose names different from the ones suggested here- involve the participants in naming their respective team to inject some participation and excitement) For random selection of the participants in the two groups, refer the method given in another management exercise titled "Arrange" at http://management-games-icebreakers.blogspot.com/2010/07/arrange.html. Ask them to choose their departmental representative or coordinator by way of an internal discussion.
During the administration of the game, you will take up the role of referee or umpire of the game.

The game is played in ten rounds. Each round is played one at a time. After each round the two groups (departments ) should give selection of their strategy on a piece of paper confidentially to you. A team (department) will have three minutes to select its strategy in each round. CHAMPION gives strategy either "A" or "B" and HERO gives strategy either "X" or "Y". Then based on the combination of these strategies, points are earned by each department as per the rules of earning the points given earlier. Each team notes down the points earned by it in a tabular record.

After first round the next rounds are played one by one and in each round, each department selects its strategy, CHAMPION from "A" or "B" and HERO from "X" or "Y". Each round's score of points earned by each team is documented by them. Cumulative scores of each department are worked out by the respective department in order to compare itself with the other department and in order to decide about the strategy for the next round.

You may add some more excitement in the game by telling the two departments that in the third round and fifth round the points that they earn will be doubled. Also, in the rounds seventh and tenth, the points they earn will get squared (but minus score will remain minus after squaring it; for example, a minus 4 score will become minus 16 and not plus 16 after squaring it).
Also when you brief them at the start of the game, tell them that after the completion of third round, if they want, the departmental representative or coordinator of each department can meet each other to discuss the things they wish to discuss regarding the game. Representatives may meet for three minutes. Also tell them that after completion of seventh round, all the members of one department can meet all the members of other department if they want, again for three minutes to discuss things. Before each meeting each department can work out the totals of points earned by them till that round.

After all the ten rounds are played, the game is over after calculating the grand totals of points earned by each department.

Request for the feedback from the participants on what went right and what went wrong in the game. If they have to play the game all over again how will they play the game? What were the learning points?

Sum it up by giving your observation and analysis and by giving them necessary additional inputs on communication, team work, team building, win-win approach and strategy selection.

Get Hold of the Related Books

You can order the following books on "management games and icebreakers" as printed books and eBooks from Amazon online:

1. Classic Management Games, Exercises, Energizers and Icebreakers
2. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
3. Classic Team Building Games, Exercises, Energizers and Icebreakers
4. 101 Classic Management Games, Exercises, Energizers and Icebreakers

Related Reading: (Repository of a large number of articles in management and leadership): http://shyam.bhatawdekar.com and http://management-universe.blogspot.com

Additional Reading Opportunities

Alphabetic List of of Management Topics and Their Site URLs
(The term "management" here does not limit itself to just about business management but it encompasses management of all kinds of things like life management, home management, family management, health management, travel management, food management and so on).

Home Pages for All the Topics

1. (Home Pages for Brief Introduction to All the Business Management Topics) http://management-universe.blogspot.com/, http://management-universe-enotes.blogspot.com/ and http://shyam.bhatawdekar.com

2. (Home Page for All General and Psychological Counseling) http://counselingfamily.blogspot.com/

3. (Home Page for All Home Tips: Home and Family Management) http://home-tips-tricks.blogspot.com/

4. (Home Page for All Products: Products Knowledge Management) http://products-all.blogspot.com/

Topics Starting with Numbers

(5S Housekeeping) http://5s-housekeeping.blogspot.com/
(5S Housekeeping at Home: Home Management) http://5s-housekeeping-home.blogspot.com/

Topics Starting with Alphabets

A
(ABC Analysis or Pareto Analysis or 80/20 Rule) http://abc-pareto-analysis.blogspot.com/ or http://shyam.bhatawdekar.net/index.php/2011/07/20/abc-analysis-or-pareto-analysis/
(Activity Based Costing- ABC) http://activitybased-costing.blogspot.com/
(Advertising) http://advertising-mass-communication.blogspot.com/
(Anecdotes in Management) http://management-anecdotes.blogspot.com/
(Anger Management) http://controlling-anger.blogspot.com/
(Articles, blogs and knols of Shyam Bhatawdekar: Home Page) http://writings-of-shyam.blogspot.com/
(Assertiveness) http://assertiveness-skill.blogspot.com/
(Assessment Centers) http://assessment-centers.blogspot.com/
(Authentic and Free Management Notes) http://authentic-management-notes.blogspot.com/
(A to Z of Management Systems) http://a-z-management-systems.blogspot.com/
(A to Z of Quality Techniques) http://a-z-quality-techniques.blogspot.com/

B
(Balanced Scorecard) http://balanced-scorecard-system.blogspot.com/
(Basic Statistics) http://statistics-basic.blogspot.com/
(Behavioral Safety) http://behavioral-safety.blogspot.com/
(Benchmarking) http://benchmarking-system.blogspot.com/
(Body Language or Non-verbal Communication) http://body-language-communication.blogspot.com/
(Books- Best Books) http://best-book-list.blogspot.com/
(Books- Best Management Books) http://best-management-books.blogspot.com/
(Boundaryless) http://shyambhatawdekar.blogspot.com/
(Brainstorming) http://brainstorming-technique.blogspot.com/
(Branding- Personal/Professional Branding http://professional-branding.blogspot.com/ or http://shyam.bhatawdekar.com/
(Business Ethics and Ethics in Management) http://business-management-ethics.blogspot.com/
(Business Plan) http://business-plan-preparation.blogspot.com/
(Business Process Reengineering- BPR) http://business-process-reengineering-bpr.blogspot.com/

C
(Career Planning within Organizations) http://organizational-career-planning.blogspot.com/
(Case Method) http://case-method.blogspot.com/
(Case Studies in Management) http://corporate-case-studies.blogspot.com/
(CEO Roles, Qualities and Competencies) http://ceo-qualities.blogspot.com/
(Change Management) http://manage-change.blogspot.com/
(Child Development: Stories for Children) http://stories-children.blogspot.com/
(Children’s Behavior Problems: Family Management) http://child-behavior-problems.blogspot.com/
(Coaching) http://coaching-skill.blogspot.com/
(Communication) http://communication-for-business.blogspot.com/
(Competencies- Life Management) http://shyam-bhatawdekar.blogspot.com/
(Competency Matrix/Competency Mapping: Success by Building Competencies/Skills) http://competency-matrix-mapping.blogspot.in/
(Competency Mapping) http://competency-map.blogspot.com/
(Competency Matrix) http://competency-matrix.blogspot.com/
(Conflict Management) http://manage-conflict.blogspot.com/
(Corporate Governance) http://corporate-governance-policy.blogspot.com/
(Cost Management) http://cost-management-control.blogspot.com/
(Cost of Quality- COQ) http://cost-of-quality.blogspot.com/
(Counseling at Workplace)http://counseling-skill.blogspot.com/
(Counseling: Psychological) http://counselingfamily.blogspot.com/
(Creativity- Out of Box Articles) http://wow-idea.blogspot.com/
(Creativity and Innovation) http://creativity-management.blogspot.com/
(Critical Thinking skills) http://critical-thinking-skills.blogspot.com/
(Cross Cultural Etiquette and Manners) http://cross-cultural-etiquette.blogspot.com/
(Customer Orientation) http://customer-orientation.blogspot.com/
(Customer Relationship management- CRM) http://customer-relationship-crm.blogspot.com/

D
(Daily Management) http://daily-management.blogspot.com/
(Decision Making) http://decision-making-role.blogspot.com/
(Delegation) http://delegation-skill.blogspot.com/

(Democracy) http://democracy-liberation.blogspot.com/
(Design for Manufacture) http://design-for-manufacture.blogspot.com/
(Dining Etiquette and Table Manners) http://dining-manners.blogspot.com/
(Discipline at Work) http://discipline-at-work.blogspot.com/

E
(Effectiveness and Efficiency) http://effectiveness-efficiency.blogspot.com/
(Effectiveness Management: HSoftware) http://humansoftware.blogspot.com/
(Efficiency Techniques: Work study: Motion and Time Study) http://work-study-measurement.blogspot.com/
(Efficient Work Methods or Practices) http://efficient-work-methods.blogspot.com/
(Email Etiquette) http://email-etiquette-manners.blogspot.com/
(Emotions) http://emotion-feeling.blogspot.com/
(Emotional Intelligence) http://emotional-quotient-intelligence.blogspot.com/
(Empowerment) http://employee-empowerment.blogspot.com/
(Enterprise Resource Planning- ERP) http://erp-management.blogspot.com/
(Entrepreneurship and Entrepreneur) http://entrepreneurship-entrepreneur.blogspot.com/
(Entertainment Management- English Movies) http://popular-movies.blogspot.com/
(Entertainment Management- Hindi Movies) http://hindi-movies-choice.blogspot.com/
(Executive Etiquette and Manners) http://executive-manners.blogspot.com/
(Exit Interview) http://exit-interview.blogspot.com/

F
(Financial Ratios and Financial Ratio Analysis) http://financial-ratios.blogspot.com/
(Financial Services) http://finance-related-services.blogspot.com/
(Free and Authentic Notes on Management) http://authentic-management-notes.blogspot.com/
(Functions of Management) http://functions-of-management.blogspot.com/
(Food Management: Recipes, Easy to Cook) http://easytocook-recipes.blogspot.com/
(Food Management: Recipes, Exotic) http://tastetherecipes.blogspot.com/

G
(Games and Icebreakers for Trainers) http://training-games.blogspot.com/
(Gemba Kaizen) http://gemba-kaizen-improvement.blogspot.com/
(General Knowledge Management- GK) http://general-knowledge-gk.blogspot.com/
(General Knowledge Management- Top 5/Top 10 of Everything) http://top-five-everything.blogspot.com/
(Genuine Professional- Long Article) http://professional-genuine.blogspot.in/
(Global Mindset) http://global-mindset.blogspot.com/
(Goal/Target Setting) http://goal-target-setting.blogspot.com/
(Good Boss) http://good-boss.blogspot.com/
(Great Professional)  http://professional-genuine.blogspot.in/
(Group Discussion) http://group-discussion-gd.blogspot.com/
(Group Discussion for Job Seekers and Students) http://group-discussion-gd.blogspot.com/
(Group Dynamics) http://group-dynamics-process.blogspot.com/

H
(Health and Safety Management) http://safety-health-management.blogspot.com/
(Health Management- Cholesterol Control) http://controlling-cholesterol.blogspot.com/
(Health Management- Homeopathy) http://homeopathy-medicines.blogspot.com/
(Health Management- Exercises) http://exercises-plan.blogspot.com/
(Health Management- Quit Smoking) http://quit-smoking-plan.blogspot.com/
(Health management- Swine Flu and Its Prevention) http://swine-flu-precaution.blogspot.com/
(Health Management- Walking) http://walking-plan.blogspot.com/
(How to Be a Good Boss?) http://good-boss.blogspot.com/
(How to Get Promoted?) http://get-promoted.blogspot.com/
(How to Save Money?) http://save-money-ideas.blogspot.com/
(How to Save Money?- Long Comprehensive Article) http://manage-moneysaving.blogspot.in/
(Home Management- Home Page for All Home Tips) http://home-tips-tricks.blogspot.com/
(HR Dynamics) http://hrm-dynamics.blogspot.com/
(HR Strategies and Functions) http://strategic-functions-hrm.blogspot.com/
(Human Capital Architecture) http://human-capital-architecture.blogspot.com/
(Human Relations) http://human-relations-aspect.blogspot.com/
(Human Resource Management- Comprehensive Coverage of HRM) http://human-resource-management-hrm.blogspot.com/
(Human Resource Planning) http://human-resource-planning.blogspot.com/
(Human Software- HSoftware) http://human-software-hsoftware.blogspot.com/

I
(I Am Liberated- Life Management) http://i-am-liberated.blogspot.in/
(I Am OK, You Are OK) http://life-positions.blogspot.com/
(Icebreakers and Energizers) http://management-games-icebreakers.blogspot.com/
(Internal Motivation or Self Motivation) http://internal-motivation.blogspot.com/
(Interpersonal Relations) http://interpersonal-relations.blogspot.com/
(Interview Skills) http://interviewing-skill.blogspot.com/
(Interview Preparation for Job Seekers) http://interview-preparation-jobs.blogspot.com/
(Interview Questions) http://interview-question-bank.blogspot.com/

J 
(Johari Window) http://johari-window-model.blogspot.com/
(Just in Time Management- JIT) http://just-in-time-management.blogspot.com/

K
(Kaizen) http://kaizen-improvement.blogspot.com/
(Knowledge Management) http://knowledge-management-initiative.blogspot.com/

L
(Lead Time Management) http://lead-time-management.blogspot.com/
(Leadership) http://lead-max.blogspot.com/ and http://shyam.bhatawdekar.com
(Lean Enterprise) http://lean-organization.blogspot.com/
(Learning Organization) http://learning-organization-profile.blogspot.com/
(Life Management- Latest HSoftware Model) http://life-effectiveness.blogspot.in/
(Life Management- I Am Liberated; Freedom from Shackles and Burdens) http://i-am-liberated.blogspot.in/
(Life Management: Success in Life) http://success-complete.blogspot.in/
(Life Management: My Exotic Dream: World Peace and Other Good Things of Life)

http://exotic-dreaming.blogspot.in/

(Life Positions and OKness) http://life-positions.blogspot.com/
(Life Skills) http://life-skills-competencies.blogspot.com/
(Listening) http://listen-skills.blogspot.com/

M
(Management Anecdotes) http://management-anecdotes.blogspot.com/
(Managenent Books- Best Books) http://best-book-list.blogspot.com/
(Management Book- Best Books) http://best-management-books.blogspot.com/
(Management Games, Management Exercises, Icebreakers and Energizers)http://management-games-icebreakers.blogspot.com/
(Managing Life- Freedom from Shackles and Burdens) http://i-am-liberated.blogspot.in/
(Management in Life, Profession, Family and Society) http://life-effectiveness.blogspot.in/
(Management Information System- MIS) http://management-information-system-mis.blogspot.com/
(Managing/conducting Meetings) http://managing-meetings.blogspot.com/
(Management Notes- Free and Authentic) http://authentic-management-notes.blogspot.com/
(Marginal Utility) http://marginal-utility-concept.blogspot.com/
(Marketing Management Overview) http://marketing-management-overview.blogspot.com/
(Marketing Orientation) http://marketing-orientation.blogspot.com/
(Marketing Management Tasks) http://marketing-management-tasks.blogspot.com/
(Market research) http://market-research-function.blogspot.com/
(Market Segmentation) http://market-segment.blogspot.com/
(Mentoring) http://mentor-mentorship.blogspot.com/
(Money Management: How to Save Money) http://save-money-ideas.blogspot.com/
(Money Management: How to Save Money- Long Comprehensive Article) http://manage-moneysaving.blogspot.in/
(Motivation) http://motivation-people.blogspot.com/
(Management Encyclopedia- Everything on Management and Leadership) http://shyam.bhatawdekar.com

N
(Negotiation Skills) http://negotiating-skills.blogspot.com/
(Negotiation Tactics) http://negotiation-tactics.blogspot.com/
(Non-verbal Communication or Body Language) http://body-language-communication.blogspot.com/

O
(Objection Handling) http://objection-handling.blogspot.com/
(OKness or Life Positions) http://life-positions.blogspot.com/
(Opportunities in Recession) http://recession-opportunity.blogspot.in/
(Organization Development- OD) http://organization-development-od.blogspot.com/
(Organizational Culture) http://organizational-culture-values.blogspot.com/
(Out of Box Ideas) http://wow-idea.blogspot.com/
(Outsourcing) http://outsourcing-contracting.blogspot.com/
(Ownership on Job) http://job-ownership.blogspot.com/

P
(Paradigm and Paradigm Shift) http://paradigm-mindset.blogspot.com/
(Parental Responsibilities- family management) http://parental-responsibilities.blogspot.com/
(Pareto Analysis or ABC Analysis or 80/20 Rule) http://abc-pareto-analysis.blogspot.com/ or http://shyam.bhatawdekar.net/index.php/2011/07/20/abc-analysis-or-pareto-analysis/
(Participative Processes, Participative Management- Democracy) http://democracy-liberation.blogspot.com/
(Performance Management: Wholesome HR System) http://performance-management-appraisal.blogspot.com/
(Performance Management and Appraisal) http://performance-appraisal-management.blogspot.com/
(Personality) http://human-personality.blogspot.com/
(Personal Branding) http://professional-branding.blogspot.com/ or http://shyam.bhatawdekar.com/
(Positive Strokes) http://positive-strokes.blogspot.com/
(Presentation Skills) http://presentation-effectiveness.blogspot.com/
(Problem Solving) http://problem-solving-skill.blogspot.com/
(Product Knowledge: Home Page for All Products) http://products-all.blogspot.com/
(Product Knowledge- Cars) http://cars-products.blogspot.com/
(Product Knowledge- Chocolates) http://chocolates-products.blogspot.com/
(Product Knowledge- Flowers) http://flowers-products.blogspot.com/
(Product Knowledge- Greeting Cards) http://greeting-cards-products.blogspot.com/
(Product Knowledge- Cell Phones) http://mobilephones-products.blogspot.com/
(Professional- Genuine Professional) http://professional-genuine.blogspot.in/
(Professional Branding) http://professional-branding.blogspot.com/ or http://shyam.bhatawdekar.com/
(Profit Improvement) http://profit-improvement.blogspot.com/
(Project Management) http://management-of-project.blogspot.com/
(Psychological Strokes) http://positive-strokes.blogspot.com/
(Public Speaking) http://public-speak-skill.blogspot.com/

Q
(Qualities of CEO) http://ceo-qualities.blogspot.com/
(Quality Circles History) http://quality-circles-history.blogspot.com/
(Quality Circles) http://quality-circles.blogspot.com/
(Quality Function Deployment- QFD and House of Quality) http://quality-function-deployment.blogspot.com/
(Quality Gurus) http://quality-gurus.blogspot.com/

R
(Recession: How to Avert Recession, How to Combat Recession and Then, How to Move Ahead?) http://recession-global.blogspot.in/
(Recession Management) http://recession-management.blogspot.com/
(Recession: Opportunities in Recession) http://recession-opportunity.blogspot.in/
(Recruitment and Selection) http://recruitment-selection.blogspot.com/
(Research Methodology) http://research-work-methodology.blogspot.com/

S
(Safety and Health Management) http://safety-health-management.blogspot.com/
(Sales/Selling Process) http://selling-process.blogspot.com/
(Sales Promotion) http://sales-promotion.blogspot.com/
(Save Money) http://save-money-ideas.blogspot.com/
(Self-awareness: Getting Introduced to Self) http://self-concept-awareness.blogspot.in/
(Self-concept) http://self-concept-image.blogspot.com/
(Self-concept) http://self-image-concept.blogspot.com/
(Self-confidence) http://self-confidence-improvement.blogspot.com/
(Self Development) http://managing-self.blogspot.com/
(Self Motivation or Internal Motivation) http://internal-motivation.blogspot.com/
(Shyam Bhatawdekar's articles, blogs and knols: Home Page) http://writings-of-shyam.blogspot.com/
(Shyam Bhatawdekar's Effectiveness Model- HSoftware) http://humansoftware.blogspot.com/, http://human-software-hsoftware.blogspot.com/
(Six Sigma) http://six-sigma-system.blogspot.com/
(Six Thinking Hats) http://six-thinking-hats.blogspot.com/
(Soft Skills) http://soft-skills-competencies.blogspot.com/
(Soft Skills/Competencies: Details of Each Competency) http://soft-competencies-skills.blogspot.com/
(Spiritual Quotient/Intelligence) http://spiritual-quotient.blogspot.com/
(Stories for Children for Child Development) http://stories-children.blogspot.com/
(Statistics- Basics) http://statistics-basic.blogspot.com/
(Strategic Management) http://strategic-managing.blogspot.com/
(Stress Management) http://managing-stress-strain.blogspot.com/
(Stress Management: Stress Freedom: Long Comprehensive Article) http://stress-freedom.blogspot.in/
(Sub-contracting) http://outsourcing-contracting.blogspot.com/
(Success) http://success-achievement.blogspot.com/
(Success in Life: Life Management) http://success-complete.blogspot.in/
(Supply Chain Management) http://manage-supply-chain.blogspot.com/
(Supply and Demand) http://supply-demand-laws.blogspot.com/
(Swine Flu and Its Prevention) http://swine-flu-precaution.blogspot.com/

T
(Talent Management) http://managing-talent.blogspot.com/
(Team Building) http://team-building-working.blogspot.com/
(Telephone Etiquette) http://telephone-etiquette.blogspot.com/
(Three Sixty Degrees Appraisal System) http://three-sixty-degrees-feedback.blogspot.com/
(Time Management) http://time-life-management.blogspot.com/
(Total Productive Maintenance- TPM) http://total-productive-maintenance.blogspot.com/
(Total Quality Management- TQM) http://total-quality-concept.blogspot.com/
(Training and Development) http://training-function.blogspot.com/
(Training Games) http://training-games.blogspot.com/
(Trainers’ Qualities) http://trainers-qualities.blogspot.com/
(Train the Trainers) http://train-trainers.blogspot.com/
(Train the Trainers) http://train-trainer.blogspot.com/
(Training of Trainers- Comprehensive at One Place) http://training-of-trainers.blogspot.com/
(Transaction Analysis- TA) http://transaction-analysis.blogspot.com/
(Tourism, Travel and Sightseeing Management- India) http://india-tours-sightseeing.blogspot.com/
(Tourism, Travel and Sightseeing Management- World) http://sightseeing-guide.blogspot.com/
(Tourism, Trave and Sightseeing Management- World Heritage Sites) http://world-heritage-spots.blogspot.com/
(TRIZ: Inventive Problem Solving) http://triz-problem-solving.blogspot.com/

V
(Value Engineering/Analysis) http://value-engineering-analysis.blogspot.com/

W
(Winners and Losers) http://winners-losers.blogspot.com/
(Work Study: Method Study and Work Measurement) http://workstudy-measurement.blogspot.com/
(Work Methods or Practices: Efficient) http://efficient-work-methods.blogspot.com/
(World Class Manufacturing) http://world-class-manufacturing.blogspot.com/
(Writings of Shyam Bhatawdekar on Management) http://writings-of-shyam.blogspot.com/
(Written Communication) http://written-communication.blogspot.com/

Z
(Zero Based Budgeting) http://zero-based-budgeting.blogspot.com/