TASAL runs a continuous labour asset capacitation, reskilling and market driven Hybrid Management System that explores the pertinent instrumentalities and potentialities of Adhocracy and Pro-activism; devoid of bureaucracy and anchored on following relational strategic concepts:

TASAL conducts business in an open, equitable and professional manner and expects no less from its associates. It places moral and owelty choices above others.
The organization recognizes all different cultures, celebrate the diversity in them, espousing and embracing a variety of values within and beyond its entitative environs; but abhors in-transparency, in-congruency and incompliancy of any form.
It operates with due regards to all local and international laws, rules, regulations, conventions and treaties; committed to client’s and publics‟ expectations in an efficient and sustainable manner, through continuous improvement in all its services. It’s social and market responsibilities‟ sensitivity plays vital role in its policy formulation.
No functional concealment or employment discrimination on any grounds, including but not limited to race, religion, class, gender (glass ceiling or cliff) etc., is allowed in the organization.
To potentiate HIM as a process that entails providing employees with opportunities to make decisions concerning the conduct of their jobs and to participate in the business as a whole; and MBO as a process of defining objectives jointly by management and employees within an organization so that both agree to the objectives and understand what they need to do in the organization. Both are participative in goal setting, involve measurement and comparison of employee’s actual performance with the standards set and provide incentives or bonuses that are linked to results as rewards in reaching the objectives; and penalty for otherwise. It leads to improved motivation, better performance and lower labour turnover rate.
HIMBO is an espousal of Uche Ohafia in 2006. It is a proven catalyst for implementing Optimization Pact that result in downsizing the individuals and upsizing the organization. See TASAL experience as a case in point.
Staffing, Remuneration and Development Policies and Methods commence from Induction to Staffing, using ASA Model of Attraction, Selection and Attrition; allow for Bonafide Occupational Qualification (BFOQ). Leap Frogging Pay Demand System is couched on Payment By Result doctrine. Employees are generally, fairly remunerated in line with the corporate earnings; in accordance with their responsibilities, activities and best industry practice. Remunerations comply with local norms and legal obligations, while staff development is in addition to training and re-trainings, by Broadening Principle and spiced with the Object Relation Theory Dynamics. See elaborated subsections 1-3 below:
(I) individuals are attracted to organizations whose members are similar to themselves in terms of personality, values, interest and other attributes;
(II) organizations are more likely to select those who possess knowledge, skills and abilities similar to the ones their existing members possess; and
(III) over time, those who do not fit in well are more likely to leave. Owing to these three factors, the personal characteristics of those who work for an organization are likely to become more similar over time, leading to the consolidation of organizational culture.
In general, the interactions among people with similar attitudes, values, and personalities define the nature of the organization in terms of its culture, climate, structure, and work processes.
2) VALUE SYSTEM: TASAL Value System is built on: Morality, Image and professionalism (MIP). Its imbibition pre-conditions for staff membership vide established Product Knowledge Induction and Learning Curve Capacity Building mechanism.
3) OBJECT RELATION THEORY: This is a psychodynamic theory within the sychoanalytic psychology which explicates that people relate to people in order to develop themselves in the dynamic process of developing minds, in an environment. This is the propeller for TASAL’s famous Commodity-Type Product Services; Incipient Demand and Learning Relationship. Otherwise, can lead to functional concealment, delay and other operational vices of negative economic effect. Hence, not allowed in TASAL.

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