Archive for the ‘Organizations’ Category

Organization Chart

July 15, 2013 Leave a comment

I came across a version this on Quora today. Googled for the source and ran into this post.

When the top level guys look down they see only shit; when the bottom level guys look up they see only a**holes. (Apologies for the unparliamentary language, I did not  want to dilute the emotions Smile).


It is a special day today

January 9, 2008 2 comments

Today is doubly special. It’s my Nephew’s birthday today & I am completing a year in Proteans.

After running away from companies (mostly due to frequency mismatch between myself & management) ever since I left Sonata, I have managed to stay for a fully year in a team without any regrets. The tour was like, Sonata –> Wipro –> Intel –>Commerce Velocity (all in short duration). I am not saying the management was bad in these companies, but it would be appropriate to say their management styles were incompatible with my style of working (or the work itself in some cases). I am glad that here I have a

  • Good challenging project
  • An excellent learning experience
  • A nice client who I can discuss and debate with & also learn from
  • A very good down to earth CEO
  • A wonderful team
  • And most importantly, A trustworthy Manager, which is an endangered species in Corporate Earth IMHO

Thank you all for putting up with me for a Year.

Categories: Organizations

Proteans is hiring

December 11, 2007 Leave a comment

Hi Friends, My company is hiring. In case you are interested please get in touch with Preejith.

Company’s ProfileProteans ( is a CAMO group company that is publicly held (Oslo Stock Exchange) and headquartered in Oslo, Norway. The group has global delivery centers in Bangalore, Woodbridge (New Jersey), Atlanta (Georgia), Waterloo (Iowa) and Oslo (Norway) and is around 600 people strong. Proteans is focused on Outsourced Product Development (OPD) using Microsoft Technologies.

Job Title: Senior Software Engineer/Software Engineer

Location: Bangalore

Skill Sets Required: ASP.NET,C# with SQL Server

Experience:  2 – 5 years,         Educational Background: B.Tech,B.E,MCA

Contact Details: preejith.shashi at proteans dot com or call me(Preejith) at 66186513

Categories: Organizations


December 12, 2006 2 comments
Every company faces the problem of people leaving the company for better pay or profile.
Early this year, Mark, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer.
He had heard a lot about the CEO. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office,and the very best technology,even a canteen that served superb food.
Twice Mark was sent abroad for training. "My learning curve is the sharpest it’s ever been," he said soon after he joined.
Last week, less than eight months after he joined, Mark walked out of the job.
Why did this talented employee leave ?
Arun quit for the same reason that drives many good people away.
The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules". It came up with this surprising finding:
If you’re losing good people, look to their immediate boss .Immediate boss is the reason people stay and thrive in an organization. And he ‘s the reason why people leave. When people leave they take knowledge,experience and contacts with them, straight to the competition.
"People leave managers not companies," write the authors Marcus Buckingham and Curt Coffman.
Mostly manager drives people away?
HR experts say that of all the abuses, employees find humiliation the most intolerable. The first time, an employee may not leave,but a thought has been planted. The second time, that thought gets strengthened. The third time, he looks for another job.
When people cannot retort openly in anger, they do so by passive aggression. By digging their heels in and slowing down. By doing only what they are told to do and no more. By omitting to give the boss crucial information. Dev says: "If you work for a jerk, you basically want to get him into trouble. You don ‘t have your heart and soul in the job."
Different managers can stress out employees in different ways – by being too controlling, too suspicious,too pushy, too critical, but they forget that workers are not fixed assets, they are free agents. When this goes on too long, an employee will quit – often over a trivial issue.
Talented men leave. Dead wood doesn’t.
"Jack Welch of GE once said. A company’s value lies "between the ears of its employees".
Via a forwarded mail from my colleague Sandeep.
Categories: Organizations