SETTING THE RIGHT TONE @ INTERVIEW
Satya Sidhartha Panda (Ph.D.)
Introduction:
n Interview consists of dialogue or verbal responses between two or several persons. -Hader and Lindman
The landscape for the job seekers today is more treacherous than at any time in recent memory. In other words, if you want a job today, you may actually have to work for it.
Just a few years ago, the job interview was an opportunity for candidates to present their demands and screen the best offers. Today the idea has turned and employers are running the show again. It’s no longer to be qualified .If you want a job in today`s business environment .You have to shine in the Job interview.
On the way of really shine is by asking questions. Questions are the best way for you to demonstrate that you understand the company`s challenges, emphasize how you can help the company meet them, and show your interest in the most unmistakable manner possible –by actually asking for the position .This Book will help arm you with new interview questions and techniques for seeking yourself and getting the job you Want. ‘ Show your CONFIDENCE first.’ Success doesn`t mean the absence of Failures; It means the attainment of ultimate objectives.It means winning the War, not every battle.
What is Professionalism?
Professionalism is: Presentation, Punctuality and Preparation.
Presentation: Presentation is not just the clothes you wear, but your general presentation during the interview. Dress for success, formal attire is the best option. Look the part and you will be more likely to get it. Body language such as eye contact and how you greet your interviewer are important. Shaking hands is a sign of confidence and respect so is making regular eye contact. Always be polite not just during the interview but to any one you may have contact with in the office or work environment.
Punctuality: Being on time is essential to a successful interview. Give yourself plenty of time to get to your destination, map out a route if you are unsure in any way. Being early gives you time to relax and prepare for your interview. If you are going to be late or unable to attend for any unforeseeable reason call ahead and let them know. This will show them that you are serious and that you take your commitments seriously.
Preparation: Get to know the company you are hoping to work for. A little background information can go a long way. You should research the company well before applying to it. You must be prepared to discuss the industry, the company's relative size within that industry and show that you know who the major players and competitors are
You`re on your way to a job interview.
By now, you`ve probably spent a great deal of time preparing .However, you must
Let your practice and preparation become a disadvantage. Once the interview begins ,you must focus on interacting effectively with the interviewer –as opposed to trying to recall precisely the responses you practiced earlier .If you`ve prepared adequately for the interview, your conduct and responses should effortlessly convey to the interviewer the image you want to project .
It`s important for you to know that interviewer`s decision about whether or not you `II be invited back for an additional interview will probably be influenced by your attitude and personality as much as by your qualifications. So although preparation is important, your performance during an interview can make an even greater difference .Generally, you should try to stress the following qualities in your choice of words, your tone of Voice, and your body language:
Capability
Confidence
Dependability
Easy going manner
Enthusiasm
Flexibility
Resourcefulness
Strong work Ethic & Positive Thinking …..
Thank you !
JAIHIND
Thursday, June 24, 2010
Be a Confident Person !
Be a confident person..!!
Satya Sidhartha Panda .(Ph.D.)
Some people have naturally high levels of confidence but everybody can learn to be more
confident. Firstly, it's important to get a clear idea of what self confidence really means,
otherwise you won't know when you've got it! So, self confidence means:
1. Being calm: For every situation in life you need to run on the appropriate level of emotion.
Too much emotional 'leakage' into a experience can spoil the experience. You make great
strides towards confidence when you begin to relax in a greater range of situations.
2. Being cool: The second part of self confidence is about being able to relax with
uncertainty. To be 'cool' in a situation really means relaxing with not knowing how things will
pan out. If you truly tolerate uncertainty, you can do pretty much anything.
3. Not being too concerned with what others think of you. You know when you imagine
what some place is going to be like before you go there but when you get there it is totally
different to your imagination? That's how reliable your imagination is! Stop trusting your
imagination so much. I've long since stopped bothering to imagine what others think of me
because so often I've turned out to be wrong.
4. Being specific - where do you want confidence? 'Confidence' is meaningless until you tie it
to something specific. You are already confident that you can read these words or can switch
a light on and off. So you don't need more confidence everywhere. To get what you want in
life you have to establish exactly what you do want. Where do you want confidence in your
life? Think about the specific situations now and write them down. You are beginning to steer
your brain towards confidence.
5. Understanding that what you expect is what you get. Your brain is an organ that needs
clear goals to work towards. When a task has been set in your brain it will do everything it
can do to bring about the completion of that task. If you've tried to recall someone's name
but can't, hours later you'll often find their name pops into your head. The 'trying to recall'
experience set the task or blueprint for your brain's future subconscious behaviour which
eventually produced the name for you - when you weren't thinking about it consciously. You
can use this natural mechanism to start feeling more confident. But, to ensure you set the
right task for your subconscious mind, the next point is vital.
6. Don't task your mind with negatives. Instead of: 'I don't want to screw up' (which sets the
task of 'screwing up' for your brain), set the blueprint for what you do want! Your brain
doesn't work towards what to do by being told what not to do. And nature has given you a
wonderful natural tool to set the right task blueprints with.
7. Use nature's goal-setter: Now you understand how vital it is to set the right task for you
brain, you need to know how to do this reliably. Good hypnosis will strongly 'program' the
right blueprint in your mind through the use of your imagination. If you powerfully imagine
feeling confident and relaxed while in a relaxed hypnotic state it will be hard for your
unconscious mind to do anything else. The blueprint for relaxation has been set firmly into
your subconscious mind.
3 simple strategies to get you feeling confident quickly:
1. Think specifically of the time/place/situation you want to feel confident in. Remember
'confidence' doesn't mean anything until you attach it to something specific.
2. Focus on words in your mind right now that describe how you do want to be in that time
and place. Maybe words such as ‘calm’ 'relaxed' or 'focused'. Remember your brain works on
clear positive instructions.
3. Close your eyes for as long as you like and think about how those words feel. Then, imagine
the situation itself and rehearse it in your mind feeling confident and relaxed. This way you
set the right blueprint or 'task' for your unconscious mind. You can repeat this often to make
it more effective and use it with as many areas of your life as you need to. If you listen to a
hypnotic cd or download that can make the benefits even more powerful. So if you feel like
you'd be blessed with less confidence than some other people you can start redressing the
balance by using your mind in the right way right now.
Be a confident person..!!
Satya Sidhartha Panda .(Ph.D.)
Some people have naturally high levels of confidence but everybody can learn to be more
confident. Firstly, it's important to get a clear idea of what self confidence really means,
otherwise you won't know when you've got it! So, self confidence means:
1. Being calm: For every situation in life you need to run on the appropriate level of emotion.
Too much emotional 'leakage' into a experience can spoil the experience. You make great
strides towards confidence when you begin to relax in a greater range of situations.
2. Being cool: The second part of self confidence is about being able to relax with
uncertainty. To be 'cool' in a situation really means relaxing with not knowing how things will
pan out. If you truly tolerate uncertainty, you can do pretty much anything.
3. Not being too concerned with what others think of you. You know when you imagine
what some place is going to be like before you go there but when you get there it is totally
different to your imagination? That's how reliable your imagination is! Stop trusting your
imagination so much. I've long since stopped bothering to imagine what others think of me
because so often I've turned out to be wrong.
4. Being specific - where do you want confidence? 'Confidence' is meaningless until you tie it
to something specific. You are already confident that you can read these words or can switch
a light on and off. So you don't need more confidence everywhere. To get what you want in
life you have to establish exactly what you do want. Where do you want confidence in your
life? Think about the specific situations now and write them down. You are beginning to steer
your brain towards confidence.
5. Understanding that what you expect is what you get. Your brain is an organ that needs
clear goals to work towards. When a task has been set in your brain it will do everything it
can do to bring about the completion of that task. If you've tried to recall someone's name
but can't, hours later you'll often find their name pops into your head. The 'trying to recall'
experience set the task or blueprint for your brain's future subconscious behaviour which
eventually produced the name for you - when you weren't thinking about it consciously. You
can use this natural mechanism to start feeling more confident. But, to ensure you set the
right task for your subconscious mind, the next point is vital.
6. Don't task your mind with negatives. Instead of: 'I don't want to screw up' (which sets the
task of 'screwing up' for your brain), set the blueprint for what you do want! Your brain
doesn't work towards what to do by being told what not to do. And nature has given you a
wonderful natural tool to set the right task blueprints with.
7. Use nature's goal-setter: Now you understand how vital it is to set the right task for you
brain, you need to know how to do this reliably. Good hypnosis will strongly 'program' the
right blueprint in your mind through the use of your imagination. If you powerfully imagine
feeling confident and relaxed while in a relaxed hypnotic state it will be hard for your
unconscious mind to do anything else. The blueprint for relaxation has been set firmly into
your subconscious mind.
3 simple strategies to get you feeling confident quickly:
1. Think specifically of the time/place/situation you want to feel confident in. Remember
'confidence' doesn't mean anything until you attach it to something specific.
2. Focus on words in your mind right now that describe how you do want to be in that time
and place. Maybe words such as ‘calm’ 'relaxed' or 'focused'. Remember your brain works on
clear positive instructions.
3. Close your eyes for as long as you like and think about how those words feel. Then, imagine
the situation itself and rehearse it in your mind feeling confident and relaxed. This way you
set the right blueprint or 'task' for your unconscious mind. You can repeat this often to make
it more effective and use it with as many areas of your life as you need to. If you listen to a
hypnotic cd or download that can make the benefits even more powerful. So if you feel like
you'd be blessed with less confidence than some other people you can start redressing the
balance by using your mind in the right way right now.
Be a confident person..!!
Be a Confident Person !
Be a confident person..!!
Satya Sidhartha Panda .(Ph.D.)
Some people have naturally high levels of confidence but everybody can learn to be more
confident. Firstly, it's important to get a clear idea of what self confidence really means,
otherwise you won't know when you've got it! So, self confidence means:
1. Being calm: For every situation in life you need to run on the appropriate level of emotion.
Too much emotional 'leakage' into a experience can spoil the experience. You make great
strides towards confidence when you begin to relax in a greater range of situations.
2. Being cool: The second part of self confidence is about being able to relax with
uncertainty. To be 'cool' in a situation really means relaxing with not knowing how things will
pan out. If you truly tolerate uncertainty, you can do pretty much anything.
3. Not being too concerned with what others think of you. You know when you imagine
what some place is going to be like before you go there but when you get there it is totally
different to your imagination? That's how reliable your imagination is! Stop trusting your
imagination so much. I've long since stopped bothering to imagine what others think of me
because so often I've turned out to be wrong.
4. Being specific - where do you want confidence? 'Confidence' is meaningless until you tie it
to something specific. You are already confident that you can read these words or can switch
a light on and off. So you don't need more confidence everywhere. To get what you want in
life you have to establish exactly what you do want. Where do you want confidence in your
life? Think about the specific situations now and write them down. You are beginning to steer
your brain towards confidence.
5. Understanding that what you expect is what you get. Your brain is an organ that needs
clear goals to work towards. When a task has been set in your brain it will do everything it
can do to bring about the completion of that task. If you've tried to recall someone's name
but can't, hours later you'll often find their name pops into your head. The 'trying to recall'
experience set the task or blueprint for your brain's future subconscious behaviour which
eventually produced the name for you - when you weren't thinking about it consciously. You
can use this natural mechanism to start feeling more confident. But, to ensure you set the
right task for your subconscious mind, the next point is vital.
6. Don't task your mind with negatives. Instead of: 'I don't want to screw up' (which sets the
task of 'screwing up' for your brain), set the blueprint for what you do want! Your brain
doesn't work towards what to do by being told what not to do. And nature has given you a
wonderful natural tool to set the right task blueprints with.
7. Use nature's goal-setter: Now you understand how vital it is to set the right task for you
brain, you need to know how to do this reliably. Good hypnosis will strongly 'program' the
right blueprint in your mind through the use of your imagination. If you powerfully imagine
feeling confident and relaxed while in a relaxed hypnotic state it will be hard for your
unconscious mind to do anything else. The blueprint for relaxation has been set firmly into
your subconscious mind.
3 simple strategies to get you feeling confident quickly:
1. Think specifically of the time/place/situation you want to feel confident in. Remember
'confidence' doesn't mean anything until you attach it to something specific.
2. Focus on words in your mind right now that describe how you do want to be in that time
and place. Maybe words such as ‘calm’ 'relaxed' or 'focused'. Remember your brain works on
clear positive instructions.
3. Close your eyes for as long as you like and think about how those words feel. Then, imagine
the situation itself and rehearse it in your mind feeling confident and relaxed. This way you
set the right blueprint or 'task' for your unconscious mind. You can repeat this often to make
it more effective and use it with as many areas of your life as you need to. If you listen to a
hypnotic cd or download that can make the benefits even more powerful. So if you feel like
you'd be blessed with less confidence than some other people you can start redressing the
balance by using your mind in the right way right now.
Be a confident person..!!
Satya Sidhartha Panda .(Ph.D.)
Some people have naturally high levels of confidence but everybody can learn to be more
confident. Firstly, it's important to get a clear idea of what self confidence really means,
otherwise you won't know when you've got it! So, self confidence means:
1. Being calm: For every situation in life you need to run on the appropriate level of emotion.
Too much emotional 'leakage' into a experience can spoil the experience. You make great
strides towards confidence when you begin to relax in a greater range of situations.
2. Being cool: The second part of self confidence is about being able to relax with
uncertainty. To be 'cool' in a situation really means relaxing with not knowing how things will
pan out. If you truly tolerate uncertainty, you can do pretty much anything.
3. Not being too concerned with what others think of you. You know when you imagine
what some place is going to be like before you go there but when you get there it is totally
different to your imagination? That's how reliable your imagination is! Stop trusting your
imagination so much. I've long since stopped bothering to imagine what others think of me
because so often I've turned out to be wrong.
4. Being specific - where do you want confidence? 'Confidence' is meaningless until you tie it
to something specific. You are already confident that you can read these words or can switch
a light on and off. So you don't need more confidence everywhere. To get what you want in
life you have to establish exactly what you do want. Where do you want confidence in your
life? Think about the specific situations now and write them down. You are beginning to steer
your brain towards confidence.
5. Understanding that what you expect is what you get. Your brain is an organ that needs
clear goals to work towards. When a task has been set in your brain it will do everything it
can do to bring about the completion of that task. If you've tried to recall someone's name
but can't, hours later you'll often find their name pops into your head. The 'trying to recall'
experience set the task or blueprint for your brain's future subconscious behaviour which
eventually produced the name for you - when you weren't thinking about it consciously. You
can use this natural mechanism to start feeling more confident. But, to ensure you set the
right task for your subconscious mind, the next point is vital.
6. Don't task your mind with negatives. Instead of: 'I don't want to screw up' (which sets the
task of 'screwing up' for your brain), set the blueprint for what you do want! Your brain
doesn't work towards what to do by being told what not to do. And nature has given you a
wonderful natural tool to set the right task blueprints with.
7. Use nature's goal-setter: Now you understand how vital it is to set the right task for you
brain, you need to know how to do this reliably. Good hypnosis will strongly 'program' the
right blueprint in your mind through the use of your imagination. If you powerfully imagine
feeling confident and relaxed while in a relaxed hypnotic state it will be hard for your
unconscious mind to do anything else. The blueprint for relaxation has been set firmly into
your subconscious mind.
3 simple strategies to get you feeling confident quickly:
1. Think specifically of the time/place/situation you want to feel confident in. Remember
'confidence' doesn't mean anything until you attach it to something specific.
2. Focus on words in your mind right now that describe how you do want to be in that time
and place. Maybe words such as ‘calm’ 'relaxed' or 'focused'. Remember your brain works on
clear positive instructions.
3. Close your eyes for as long as you like and think about how those words feel. Then, imagine
the situation itself and rehearse it in your mind feeling confident and relaxed. This way you
set the right blueprint or 'task' for your unconscious mind. You can repeat this often to make
it more effective and use it with as many areas of your life as you need to. If you listen to a
hypnotic cd or download that can make the benefits even more powerful. So if you feel like
you'd be blessed with less confidence than some other people you can start redressing the
balance by using your mind in the right way right now.
Be a confident person..!!
Monday, June 14, 2010
HRM Scenario in INDIA
Human Resource Management (HRM) Scenario in India
Prof.Satya Sidhartha Panda.
Bangalore :India
1.1. Introduction
Though HRM caught up in the world, and was duly imitated in India, but is principally practised in a handful of organisations. However, more and more organisations are waking up to its importance, and assigning the related tasks at Vice President (HR) levels.
1.2. Span of HRM
HRM relates to functions specific to human beings in an organisation, as well as some traditionally attached/assigned functions to such a wing. These are:-
HR planning – job analysis, description and specification.
Recruitment.
Selection.
Orientation (or socialisation/induction and confirmation).
Training.
Development.
Performance appraisal and promotion.
Compensation (including privileges) and motivation.
Transfer.
Demotion and separation (discipline, conduct).
In IR, traditionally and additionally the functions carried out by the 'Personnel' department includes - Law cell, Welfare, Medical, Vigilance (now separated as General Administration), Participation in Management, Unions.
1.3. HR planning
Planning for human resources is faced with several peculiar problems.
§ It takes a long time to procure this resource as it requires selection, recruitment and training apart from the administrative hurdles of proposal-approval-concurrence-indent (private sector resorts to online job placements, walk-in interviews etc.).
§ The job specification must consider the present and future employability of the person(s) to be recruited (the most ignored function in IR!).
§ As layoffs are not possible - careful recruitment and perfect development plans must exist for existing strengths.
1.4. Recruitment
Recruitment itself comprises - Advertisement/application, Screening, Preliminary interview or written testing, Background investigation, In-depth interview, Physical examination, Job offer. These functions are primarily carried out by Railway Recruitment Boards for IR on indents placed by the Railways.
1.5. Selection
Selection is the process of filling vacancies from existing organisational strength. This function involves - eligibility, written test, interview, physical examination.
At times re-deployment of surplus strength (e.g. steam traction closure), training for other jobs in organisation etc. may also be involved. In Railways, filling of posts of Reservation Clerks was taken on a massive scale during the spread of computerised reservation system. They were trained after selection.
Organisation’s Corporate Plan and future strategy play an important role. IR lacked a corporate plan till 1980s! Even the present one says nothing about HR plans for future.
1.6. Orientation (or socialisation/induction /foundation and confirmation)
Familiarity with Organisational Structure and Functioning is called orientation. This is followed by Job-specific training for the particular job the employee is required to carry out.
In IR – no such training plan exists for Group D (the largest proportion of our HR. For clerical staff too, it is almost non-existent, recently some programmes have started in some Railways, but no clear direction from Railway Board exist.
For Group C – 1 ½ years of programme, including on-job training in some departments exists, but seldom monitored or implemented properly. It suffers also from the drawback of 'learning old mistakes (and shortcuts!) along with old gurus'. Part of this training for supervisors is held at – ZTS/ZTC for common and STS/STC/BTC for departmental courses in Railways. However, all employees do not have to undergo common courses.
Group A – 3 years probation (1 ½ years each in training & posting). This includes a Foundation and an Induction course for all, and two departmental (Phase I and Phase II) courses too. All have mandatory examinations to clear before posting and confirmation.
1.7. Training … (training = to improve current job performance)
Training is very important for continued competitiveness and organisational improvement (sometimes through change). Traditional methods include – one with one, on-the-job, job-rotation, apprenticeship etc. However, training institutes of each department spread across divisions, Railways and for entire IR supply the necessary inputs.
Modern training methods are also used for officers and supervisors in IR – off-the-job, classroom, seminars, paid external courses etc. Small organisations, which can not have their own training centres have to rely entirely on such methods.
Such training is necessary for artisans too, to learn new skills, multi-skilling, new tools, methods, new jobs, which is ignored in IR. Even for supervisors, training in new fields is necessary, whether in-house or market, to learn new technologies. Their training must also include organisational structure and working, and managerial training, which is lacking in IR.
Training for Managers is planned but not taken seriously enough, and is not focussed on developing definite skills. It is often haphazard. The methods used are – seminars, workshops, courses etc. It does not include important managerial concepts like financial management, HRM, managing stores, IT etc. Further, no organisational plan exists.
Often, after training (especially in new technologies abroad) officers are not posted on related assignments (e.g. RCF).
Continuous assessment and analysis of (all) job requirements is essential for all levels of HR. This function should be determined by the departmental executive, and organised by the IR's 'Personnel' department.
1.8. Development … (Development = for future job requirements)
In IR such courses are planned only for officers. CTIs (like IRIMEE) run a few courses targeted on the supervisors, but can not meet the required quantity for IR. These must concentrate on future responsibilities (e.g. next higher level of authority to be occupied).
By the same logic, artisans and Group D employees also must be trained for future job responsibilities, which occurs only in namesake.
The training of supervisors must include modules on inter-departmental activities, co-ordination and exposure to managerial activities, this is commonly ignored. Complete understanding of the organisation as a dynamic entity is important at all levels. IR has a long way to go in bringing this to practice.
1.9. Performance appraisal and promotion
PA should be a continuous activity and not like final examinations in school. Perhaps, as in many organisations, it should be linked with compensation (i.e. salary etc.), and promotion.
It should be a transparent process with clear yardsticks and as objective as possible. Formal appraisal should be interspersed with (intermittent) informal appraisals. Manager’s task is not to evaluate others performance, but to help them to improve it. Combined fixing of targets with emphasis on fundamental (long-lasting) improvement, clear understanding of expectation, including a chance to train one’s self through courses elsewhere.
Modern systems of appraisal are 360-degree (an employee is appraised by his juniors, colleagues and seniors) and 540-degree (where outsiders with whom he interacts, say of other department, or other organisations also appraise his performance). Can you think of more informal ways of performance appraisal?
In IR – target fixing is arbitrary; many times conflicting within departments or sections. Rewarding is limited to only the best giving the message 'either be the best or don’t work!' Rewards should be commensurate and proportional to achievement.
Incentive to acquire additional qualification is negligible without re-imbursement of expenses. In fact, permission is required to acquire additional qualification(s), though Right to Education is a fundamental constitutional right! An encouraging policy should be followed.
1.10. Promotion
No doubt, promotions should be fair and just, and frequent, giving regard to employee’s self development speed. Development (through in-house training or in market) of professional abilities should be linked with each new assignment (especially new items like – computers, management thinking, new technologies associated with their area of activity etc.)
In IR – promotions are infrequent (stagnation), especially in Group D. Faster developing employees are given no extra chance. No extra development programme is associated with promotion even though vast difference in area of responsibility arises immediately after promotion (especially in the case of officers, such as, workshop to division, etc.).
1.11. Compensation (and privileges) and motivation
Salary (and perks) should be well defined and proportionate to job requirements, external environment, peers in organisation and outside, enabling employee to meet his needs. Even if the job-description is same, but a posting in a plum city or an arduous area is not taken into account. Several other such factors are ignored, giving rise to friction and jealousy and affecting the organisation.
The criteria to take into consideration should include – educational qualification (also additional ones acquired during service); contribution to organisation (say through performance appraisal); specific parameters of organisational growth.
Motivation is strongly linked to compensation (and is a vast field in itself). Organisational incentives play an important role (family planning increment, additional educational qualification, innovation, public service, creativity etc.).
In IR – salary structure is complex, employee is unable to understand. No regard to performance in compensation offered, employee’s requirements are seldom considered, (and very little to) outside environment 9i.e. comparative remuneration in private sector, market fluctuations, arising needs to maintain standard of living etc.).
Employee’s extra contribution is totally unrewarded, therefore climate for innovation doesn’t exist. Organisational incentives are (almost) non-existent. In IR, confidential letters - offering a challenge in present or new post, praise/appreciation etc. can play an effective role for Group C employees and above.
1.12. Transfer
Transfers are used more as a tool for harassment or expressing displeasure, and seldom aimed at employee development through variety in exposure. At least they should compensate adequately for the trouble caused - displacement costs (schooling, personal telephone, gas etc.). Effort should also be made to provide immediate housing, schooling, telephone, transport, spouse's job (becoming a necessity day by day) and other basic necessities. Additional adequate incentives/compensation for change in environment can ensure that people stop fearing transfers.
The element of requisite training before taking up new responsibilities also can not be overruled. Hardly any such provision exists in IR. Railway Board has disallowed transfers just before retirement etc. recently.
1.13. Demotion and separation (discipline, conduct)
All organisation have Discipline & Conduct rules in one form or the other, which are traditionally enforced but not encouraged. IR provides a form of few punishments (through minor and major penalty) to choose from for all and any type of mistakes committed by employees. No doubt that a few 'standard' punishments can not serve the purpose of behaviour correction for all occasions. At times, several new methods have to be tried out, like many other organisations do.
Alternative disciplining measures – time for public/social service, gardening, extra-time in office in odd jobs, compulsory (paid) leave for one day, and many other creative ideas are possible. Sometimes, confidential letters – show-cause, displeasure, warning etc. can play an effective role. (Can you think of some more creative ideas for mending behaviour?)
If a punishment has to be awarded, a thought must be given to the kind of person to which the punishment is being awarded. To analyse this, let us take a look at the Maslow's Hierarchy of Needs.
Maslow points out that a human being's (types of) needs in life can be arranged in a pyramid of five tiers. The bottom tier representing the primary needs for 'sustenance of life' - food, shelter, clothing, medicine, sex etc. On suitable satisfaction of these needs, a human being looks at the second tier of needs 'family requirements' - love of spouse, son/daughter, father, mother, blood relatives etc. It is after this tier that the needs falling in the third tier come into force, the 'societal needs' - belonging and love of fellow human beings in a colony or town, perhaps. The next or fourth tier represents the need for social status, being an outstanding and all-admired person in the society etc. And, the last or fifth tier of need reflects the 'self-actualisation' need - the search for everlasting peace with one's self, for truth and God. In rare cases, e.g. saints, philosophers et al., we find people rising from the first or second tier to the fifth tier directly.
When awarding a punishment to an employee, the punishment most likely to affect him is the one which affects his achievements in the tier to which he is struggling to climb. For example, if a man's tier 1,2 and 3 needs are met, and he is striving for tier-4 need, then he is more likely to be affected by a 'censure' than by a WIT (withholding of increment temporarily - which is likely to be taken by his peers as 'none of his faults', 'a case of bad system'). But a censure would be looked upon as an insult bestowed on him by his peers.
Similarly, a censure to a man attempting to satisfy his first (or second) tier of needs would not affect him much, but a WIT would.
In IR, not only are the ways and means to correct behaviour limited to prescriptions in the book, but also the powers to usefully employ awards are extremely limited. Only a combination of the two can successfully serve as a means for behaviour correction (and motivation).
1.14. Legislation
In India – those applicable in an industrial situation are – Industrial Disputes Act 1947, Trade Unions Act 1926, The Industrial Employment (Standing Orders) Act 1946, The Factories Act 1948, The Payment of Wages Act, 1936, The Minimum Wages Act 1948, Workmen’s Compensation Act 1923, Payment of Bonus Act 1965, Employees Provident Fund and Miscellaneous Provisions Act 1952, Employees State Insurance Act 1948, Payment of Gratuity Act 1972. Others – Consumer protection; human rights; and new legislation upcoming – The Working Women’s (Privileges and Prevention of harassment) Act; Environment protection law (Prevention of pollution) etc.
In other countries – Controlling over-consumption of precious resources; Mandatory adoption of new technology; Mandatory workplace facilities (phone, basic necessities shop, crèche, first-aid, hygiene, pollution (noise, smoke) etc.); Minimum quality of service etc. (Can you think of more topics on which law may come up in future?)
In IR – some basic laws related to wages, payments are followed; blissful ignorance of most of the others. Many laws are years away from taking shape. Proposals for provision of such facilities receive poor priority at HQ, if not mocked at! (A detailed discussion is beyond the scope of this module).
1.15. Welfare
Welfare makes the organisation dear to its employees and grants it social sanction - Tobacco and Liquor companies invariably sponsor many sports events, and plant trees, mend roads, make parks etc. to obtain social sanction. It plays a very important role in remote places - where facilities can be provided by organisation only, such as medical, schooling etc. Newer ways, like employing husband-wife pairs and transferring together is gaining ground across the world. It boosts employee morale, and improves productivity.
In IR – generally, Welfare Inspector is an unseen bird; Grievance redressing system lies on paper (but is a very effective motivator when enforced). Welfare Inspector’s leave for the nominated day is supposed to be sanctioned only by the field-officer where he is deputed, after fixing another day for his arrival instead. No individual (or group) grievances should be entertained without its Grievance Register serial number and date clearly endorsed on it– always insist on this. HQ Officers do not take interest in grievance machinery’s working. Pending PNM items, pending grievances of General and SC/ST category should be a PCDO item. Report outstanding grievances and period since outstanding to CPO’s office quarterly or monthly.
IR provides sports & recreation facilities, holiday homes, schools, canteens. At some places, even school buses, provisions shop, employee banking and loan schemes, colleges (an Engineering college by IR is under proposal) etc.
An effective motivator is an officer's special interest in pending payments of staff - group payments and then individual; applications for loans; etc. Holding a periodic meeting with APO, WLI, administrative supervisor and effected employees helps in quicker solutions and implementations. Gaining trust of employees to improve performance is a must for officers, and this is a proven tool.
1.16. Medical
Generally organisations re-imburse expenditure in nominated hospitals (putting limits on category of room entitled etc.), while some may also sponsor all employees and their families for a group (medical) insurance scheme.
In IR – medical facility is a part of welfare (expenses in Demand 11), however plagued with poor infrastructure, and poorer service. Corruption is wide spread (to the extent of hindering railway operations through sick-fit certificate). Often doctors/specialists are inadequate and can not keep pace with modern medical technology. Prevalent poor management (of budget, stores, maintenance etc. causes it to serve as a demotivator instead of being a welfare scheme.
Railways' own medical facilities may have been required at times when India's infrastructure was primitive. Today, barring a few odd locations, the scheme is futile and causes drain of a huge amount of monetary resource. (Can you think of alternatives that could be adopted in IR? … considering that medical emergencies (accidents) have to be met in-house?)
1.17. Vigilance
The role of vigilance is - protection of organisation’s interest. The structure exists only at HQ and Railway Board levels. It serves very less as a creative/useful tool of contribution to organisation in IR, but has immense non-sense value.
No system of 100% cross-examination of, say, deals above a particular value (by a third party); 0 to 25 % of sample check of others in varying range. Possibility of nuisance also through bogus complaints against good persons which makes people keep their hands back even from good work. External vigilance is more effective than in-house (as people return to original posts again, for example, Safety organisation of IR is under Ministry of Aviation, and persons on deputation do not return back to Railways).
1.18. Participation of Railway Employees in Management (PREM)
The old tradition was to collect suggestions in a box. However, modern and newer methods which have evolved across the world have been employed in IR too, but less in spirit and more on paper.
New methods include - joint meetings, joint target fixing, election or nomination of employees in management committees, reserved posts for candidates from employees in management, profit sharing, share-holding in company.
These methods reveal great benefits - identification with organisation and its objectives; enhanced commitment; greater drive in employees to perform better; suggestions from ground level. (Can you think of some more methods in which employee participation can benefit an organisation)
In IR - PREM - Participation of Railway Employees in Management; paper work and lip-service only. Generally union representatives take-over aggressively parting with a few personal sops. These posts should specify certain academic criteria for qualifying candidates to become staff representatives, in the absence of which these forums become political playgrounds. The system of Quality circles, though begun on a good note, could not harmonise into a melody because top management attempted to apply ready-made elsewhere-successful formulae to Indian affairs.
Any scheme has to be adopted and applied principally, after detailing its principles for implementation through (locally) evolved procedures or better still, just guidelines, preferable after piloting them in a controlled atmosphere at just one place. It can not be handed down from top as a formula, and then overthrown one day to be replaced by another, which appears to be successful in another country. While Japan has benefited from JIT since >3 decades, India is far from even dreaming about it. So is the story of many other successful concepts elsewhere. However, private sector has achieved some notable results - their success being supported by two arguments which are against IR - the factor of 'size', and the 'will' to do it.
1.19. Unions
The expected role of unions is - protection of interests of workers and constructive contribution to organisation and society. However, the fact is far from fiction. The system of unions, in the hands of a bad management not only lays the organisation at gun-point, but also cultivates, slowly and over a period of time, employee complacency leading to organisational inefficiency and ineffectiveness. This has been the case with IR. In other countries there are examples of organisations which were purchased by the employees through their unions, when met with financial crisis, and U-turned into leaders in their fields!
IR practices a system of two recognised unions, who are at clobber-heads, apparently within themselves, but actually and conspiringly with the management. Instead of a possible one, there are now two monkeys behind one cat. Their thinking is self-centred not organisational, co-operation is coincidental, seen only in small pockets through individual efforts. Corruption is rampant, as election to posts is a source of making money. The organisational purpose is not served as it takes great effort to show the elected representatives (any) light because of limited understanding of organisational processes (most managers give up putting in that Herculean effort). Even if understanding exists, it is avoided as the task of explaining an issue to staff is best avoided by management and unions both.
With an understanding, and a hand-in-hand working a lot is possible, however, in today's scenario, neither management nor unions are taking the lead.
1.20. Organisational Behaviour/Culture
OB is an upcoming discipline of study and research. It affects employee morale, motivation, commitment and productivity, and thus – the organisation’s performance.
What is hurting IR …
IR lacks foresight – having no meaningful Corporate Plan(CP) (which is an exercise done once in 15 years, limited to corridors in Railway Board and not brought to notice of ground and field level managers); not backed by a Corporate Strategy to follow the plan and/or an organisational structure with assignment/responsibility to meet the objectives in strategy/plan; even the allocation of resources (money) is rarely governed by the CP.
Lack of managerial (not technical) competency (specifically lack of exposure in managers to multi-dimensional aspects of management) – Financial management; Stores/Inventory management; Human Resource Management; Asset utilisation and management; Technology Management etc.
Lack of creativity in management at top, middle levels; missing climate for innovation.
Political interference – creation of new zones/divisions; opening of new lines; gauge conversion; electrification; technology acquisition; … and many more areas.
Job disparity – at some places people are over-loaded; at others no work at same (or greater) pay – e.g. division-workshop-production unit; across departments – no compensation scheme for such arduous duties. Lack of feeling for organisation (departmentalism). Corruption. (Can you think of more issues that are damaging the performance of IR?)
Needless to say that the environment in which an employee works in IR is littered with should-nots. The impression it leaves on the new recruits in the organisation lasts for an entire lifetime, and spreads like an infection. It only amplifies, and its eradication, if not impossible, is definitely more difficult with passing time.
It is necessary that within your unit, you pass a message of care, belonging, brotherhood, equality and fulfilment. Even if the situation outside is known to be otherwise, within the apparently isolated precincts of a unit, easily an atmosphere of greater achievements and performance can be developed.
Prof.Satya Sidhartha Panda.
Bangalore :India
1.1. Introduction
Though HRM caught up in the world, and was duly imitated in India, but is principally practised in a handful of organisations. However, more and more organisations are waking up to its importance, and assigning the related tasks at Vice President (HR) levels.
1.2. Span of HRM
HRM relates to functions specific to human beings in an organisation, as well as some traditionally attached/assigned functions to such a wing. These are:-
HR planning – job analysis, description and specification.
Recruitment.
Selection.
Orientation (or socialisation/induction and confirmation).
Training.
Development.
Performance appraisal and promotion.
Compensation (including privileges) and motivation.
Transfer.
Demotion and separation (discipline, conduct).
In IR, traditionally and additionally the functions carried out by the 'Personnel' department includes - Law cell, Welfare, Medical, Vigilance (now separated as General Administration), Participation in Management, Unions.
1.3. HR planning
Planning for human resources is faced with several peculiar problems.
§ It takes a long time to procure this resource as it requires selection, recruitment and training apart from the administrative hurdles of proposal-approval-concurrence-indent (private sector resorts to online job placements, walk-in interviews etc.).
§ The job specification must consider the present and future employability of the person(s) to be recruited (the most ignored function in IR!).
§ As layoffs are not possible - careful recruitment and perfect development plans must exist for existing strengths.
1.4. Recruitment
Recruitment itself comprises - Advertisement/application, Screening, Preliminary interview or written testing, Background investigation, In-depth interview, Physical examination, Job offer. These functions are primarily carried out by Railway Recruitment Boards for IR on indents placed by the Railways.
1.5. Selection
Selection is the process of filling vacancies from existing organisational strength. This function involves - eligibility, written test, interview, physical examination.
At times re-deployment of surplus strength (e.g. steam traction closure), training for other jobs in organisation etc. may also be involved. In Railways, filling of posts of Reservation Clerks was taken on a massive scale during the spread of computerised reservation system. They were trained after selection.
Organisation’s Corporate Plan and future strategy play an important role. IR lacked a corporate plan till 1980s! Even the present one says nothing about HR plans for future.
1.6. Orientation (or socialisation/induction /foundation and confirmation)
Familiarity with Organisational Structure and Functioning is called orientation. This is followed by Job-specific training for the particular job the employee is required to carry out.
In IR – no such training plan exists for Group D (the largest proportion of our HR. For clerical staff too, it is almost non-existent, recently some programmes have started in some Railways, but no clear direction from Railway Board exist.
For Group C – 1 ½ years of programme, including on-job training in some departments exists, but seldom monitored or implemented properly. It suffers also from the drawback of 'learning old mistakes (and shortcuts!) along with old gurus'. Part of this training for supervisors is held at – ZTS/ZTC for common and STS/STC/BTC for departmental courses in Railways. However, all employees do not have to undergo common courses.
Group A – 3 years probation (1 ½ years each in training & posting). This includes a Foundation and an Induction course for all, and two departmental (Phase I and Phase II) courses too. All have mandatory examinations to clear before posting and confirmation.
1.7. Training … (training = to improve current job performance)
Training is very important for continued competitiveness and organisational improvement (sometimes through change). Traditional methods include – one with one, on-the-job, job-rotation, apprenticeship etc. However, training institutes of each department spread across divisions, Railways and for entire IR supply the necessary inputs.
Modern training methods are also used for officers and supervisors in IR – off-the-job, classroom, seminars, paid external courses etc. Small organisations, which can not have their own training centres have to rely entirely on such methods.
Such training is necessary for artisans too, to learn new skills, multi-skilling, new tools, methods, new jobs, which is ignored in IR. Even for supervisors, training in new fields is necessary, whether in-house or market, to learn new technologies. Their training must also include organisational structure and working, and managerial training, which is lacking in IR.
Training for Managers is planned but not taken seriously enough, and is not focussed on developing definite skills. It is often haphazard. The methods used are – seminars, workshops, courses etc. It does not include important managerial concepts like financial management, HRM, managing stores, IT etc. Further, no organisational plan exists.
Often, after training (especially in new technologies abroad) officers are not posted on related assignments (e.g. RCF).
Continuous assessment and analysis of (all) job requirements is essential for all levels of HR. This function should be determined by the departmental executive, and organised by the IR's 'Personnel' department.
1.8. Development … (Development = for future job requirements)
In IR such courses are planned only for officers. CTIs (like IRIMEE) run a few courses targeted on the supervisors, but can not meet the required quantity for IR. These must concentrate on future responsibilities (e.g. next higher level of authority to be occupied).
By the same logic, artisans and Group D employees also must be trained for future job responsibilities, which occurs only in namesake.
The training of supervisors must include modules on inter-departmental activities, co-ordination and exposure to managerial activities, this is commonly ignored. Complete understanding of the organisation as a dynamic entity is important at all levels. IR has a long way to go in bringing this to practice.
1.9. Performance appraisal and promotion
PA should be a continuous activity and not like final examinations in school. Perhaps, as in many organisations, it should be linked with compensation (i.e. salary etc.), and promotion.
It should be a transparent process with clear yardsticks and as objective as possible. Formal appraisal should be interspersed with (intermittent) informal appraisals. Manager’s task is not to evaluate others performance, but to help them to improve it. Combined fixing of targets with emphasis on fundamental (long-lasting) improvement, clear understanding of expectation, including a chance to train one’s self through courses elsewhere.
Modern systems of appraisal are 360-degree (an employee is appraised by his juniors, colleagues and seniors) and 540-degree (where outsiders with whom he interacts, say of other department, or other organisations also appraise his performance). Can you think of more informal ways of performance appraisal?
In IR – target fixing is arbitrary; many times conflicting within departments or sections. Rewarding is limited to only the best giving the message 'either be the best or don’t work!' Rewards should be commensurate and proportional to achievement.
Incentive to acquire additional qualification is negligible without re-imbursement of expenses. In fact, permission is required to acquire additional qualification(s), though Right to Education is a fundamental constitutional right! An encouraging policy should be followed.
1.10. Promotion
No doubt, promotions should be fair and just, and frequent, giving regard to employee’s self development speed. Development (through in-house training or in market) of professional abilities should be linked with each new assignment (especially new items like – computers, management thinking, new technologies associated with their area of activity etc.)
In IR – promotions are infrequent (stagnation), especially in Group D. Faster developing employees are given no extra chance. No extra development programme is associated with promotion even though vast difference in area of responsibility arises immediately after promotion (especially in the case of officers, such as, workshop to division, etc.).
1.11. Compensation (and privileges) and motivation
Salary (and perks) should be well defined and proportionate to job requirements, external environment, peers in organisation and outside, enabling employee to meet his needs. Even if the job-description is same, but a posting in a plum city or an arduous area is not taken into account. Several other such factors are ignored, giving rise to friction and jealousy and affecting the organisation.
The criteria to take into consideration should include – educational qualification (also additional ones acquired during service); contribution to organisation (say through performance appraisal); specific parameters of organisational growth.
Motivation is strongly linked to compensation (and is a vast field in itself). Organisational incentives play an important role (family planning increment, additional educational qualification, innovation, public service, creativity etc.).
In IR – salary structure is complex, employee is unable to understand. No regard to performance in compensation offered, employee’s requirements are seldom considered, (and very little to) outside environment 9i.e. comparative remuneration in private sector, market fluctuations, arising needs to maintain standard of living etc.).
Employee’s extra contribution is totally unrewarded, therefore climate for innovation doesn’t exist. Organisational incentives are (almost) non-existent. In IR, confidential letters - offering a challenge in present or new post, praise/appreciation etc. can play an effective role for Group C employees and above.
1.12. Transfer
Transfers are used more as a tool for harassment or expressing displeasure, and seldom aimed at employee development through variety in exposure. At least they should compensate adequately for the trouble caused - displacement costs (schooling, personal telephone, gas etc.). Effort should also be made to provide immediate housing, schooling, telephone, transport, spouse's job (becoming a necessity day by day) and other basic necessities. Additional adequate incentives/compensation for change in environment can ensure that people stop fearing transfers.
The element of requisite training before taking up new responsibilities also can not be overruled. Hardly any such provision exists in IR. Railway Board has disallowed transfers just before retirement etc. recently.
1.13. Demotion and separation (discipline, conduct)
All organisation have Discipline & Conduct rules in one form or the other, which are traditionally enforced but not encouraged. IR provides a form of few punishments (through minor and major penalty) to choose from for all and any type of mistakes committed by employees. No doubt that a few 'standard' punishments can not serve the purpose of behaviour correction for all occasions. At times, several new methods have to be tried out, like many other organisations do.
Alternative disciplining measures – time for public/social service, gardening, extra-time in office in odd jobs, compulsory (paid) leave for one day, and many other creative ideas are possible. Sometimes, confidential letters – show-cause, displeasure, warning etc. can play an effective role. (Can you think of some more creative ideas for mending behaviour?)
If a punishment has to be awarded, a thought must be given to the kind of person to which the punishment is being awarded. To analyse this, let us take a look at the Maslow's Hierarchy of Needs.
Maslow points out that a human being's (types of) needs in life can be arranged in a pyramid of five tiers. The bottom tier representing the primary needs for 'sustenance of life' - food, shelter, clothing, medicine, sex etc. On suitable satisfaction of these needs, a human being looks at the second tier of needs 'family requirements' - love of spouse, son/daughter, father, mother, blood relatives etc. It is after this tier that the needs falling in the third tier come into force, the 'societal needs' - belonging and love of fellow human beings in a colony or town, perhaps. The next or fourth tier represents the need for social status, being an outstanding and all-admired person in the society etc. And, the last or fifth tier of need reflects the 'self-actualisation' need - the search for everlasting peace with one's self, for truth and God. In rare cases, e.g. saints, philosophers et al., we find people rising from the first or second tier to the fifth tier directly.
When awarding a punishment to an employee, the punishment most likely to affect him is the one which affects his achievements in the tier to which he is struggling to climb. For example, if a man's tier 1,2 and 3 needs are met, and he is striving for tier-4 need, then he is more likely to be affected by a 'censure' than by a WIT (withholding of increment temporarily - which is likely to be taken by his peers as 'none of his faults', 'a case of bad system'). But a censure would be looked upon as an insult bestowed on him by his peers.
Similarly, a censure to a man attempting to satisfy his first (or second) tier of needs would not affect him much, but a WIT would.
In IR, not only are the ways and means to correct behaviour limited to prescriptions in the book, but also the powers to usefully employ awards are extremely limited. Only a combination of the two can successfully serve as a means for behaviour correction (and motivation).
1.14. Legislation
In India – those applicable in an industrial situation are – Industrial Disputes Act 1947, Trade Unions Act 1926, The Industrial Employment (Standing Orders) Act 1946, The Factories Act 1948, The Payment of Wages Act, 1936, The Minimum Wages Act 1948, Workmen’s Compensation Act 1923, Payment of Bonus Act 1965, Employees Provident Fund and Miscellaneous Provisions Act 1952, Employees State Insurance Act 1948, Payment of Gratuity Act 1972. Others – Consumer protection; human rights; and new legislation upcoming – The Working Women’s (Privileges and Prevention of harassment) Act; Environment protection law (Prevention of pollution) etc.
In other countries – Controlling over-consumption of precious resources; Mandatory adoption of new technology; Mandatory workplace facilities (phone, basic necessities shop, crèche, first-aid, hygiene, pollution (noise, smoke) etc.); Minimum quality of service etc. (Can you think of more topics on which law may come up in future?)
In IR – some basic laws related to wages, payments are followed; blissful ignorance of most of the others. Many laws are years away from taking shape. Proposals for provision of such facilities receive poor priority at HQ, if not mocked at! (A detailed discussion is beyond the scope of this module).
1.15. Welfare
Welfare makes the organisation dear to its employees and grants it social sanction - Tobacco and Liquor companies invariably sponsor many sports events, and plant trees, mend roads, make parks etc. to obtain social sanction. It plays a very important role in remote places - where facilities can be provided by organisation only, such as medical, schooling etc. Newer ways, like employing husband-wife pairs and transferring together is gaining ground across the world. It boosts employee morale, and improves productivity.
In IR – generally, Welfare Inspector is an unseen bird; Grievance redressing system lies on paper (but is a very effective motivator when enforced). Welfare Inspector’s leave for the nominated day is supposed to be sanctioned only by the field-officer where he is deputed, after fixing another day for his arrival instead. No individual (or group) grievances should be entertained without its Grievance Register serial number and date clearly endorsed on it– always insist on this. HQ Officers do not take interest in grievance machinery’s working. Pending PNM items, pending grievances of General and SC/ST category should be a PCDO item. Report outstanding grievances and period since outstanding to CPO’s office quarterly or monthly.
IR provides sports & recreation facilities, holiday homes, schools, canteens. At some places, even school buses, provisions shop, employee banking and loan schemes, colleges (an Engineering college by IR is under proposal) etc.
An effective motivator is an officer's special interest in pending payments of staff - group payments and then individual; applications for loans; etc. Holding a periodic meeting with APO, WLI, administrative supervisor and effected employees helps in quicker solutions and implementations. Gaining trust of employees to improve performance is a must for officers, and this is a proven tool.
1.16. Medical
Generally organisations re-imburse expenditure in nominated hospitals (putting limits on category of room entitled etc.), while some may also sponsor all employees and their families for a group (medical) insurance scheme.
In IR – medical facility is a part of welfare (expenses in Demand 11), however plagued with poor infrastructure, and poorer service. Corruption is wide spread (to the extent of hindering railway operations through sick-fit certificate). Often doctors/specialists are inadequate and can not keep pace with modern medical technology. Prevalent poor management (of budget, stores, maintenance etc. causes it to serve as a demotivator instead of being a welfare scheme.
Railways' own medical facilities may have been required at times when India's infrastructure was primitive. Today, barring a few odd locations, the scheme is futile and causes drain of a huge amount of monetary resource. (Can you think of alternatives that could be adopted in IR? … considering that medical emergencies (accidents) have to be met in-house?)
1.17. Vigilance
The role of vigilance is - protection of organisation’s interest. The structure exists only at HQ and Railway Board levels. It serves very less as a creative/useful tool of contribution to organisation in IR, but has immense non-sense value.
No system of 100% cross-examination of, say, deals above a particular value (by a third party); 0 to 25 % of sample check of others in varying range. Possibility of nuisance also through bogus complaints against good persons which makes people keep their hands back even from good work. External vigilance is more effective than in-house (as people return to original posts again, for example, Safety organisation of IR is under Ministry of Aviation, and persons on deputation do not return back to Railways).
1.18. Participation of Railway Employees in Management (PREM)
The old tradition was to collect suggestions in a box. However, modern and newer methods which have evolved across the world have been employed in IR too, but less in spirit and more on paper.
New methods include - joint meetings, joint target fixing, election or nomination of employees in management committees, reserved posts for candidates from employees in management, profit sharing, share-holding in company.
These methods reveal great benefits - identification with organisation and its objectives; enhanced commitment; greater drive in employees to perform better; suggestions from ground level. (Can you think of some more methods in which employee participation can benefit an organisation)
In IR - PREM - Participation of Railway Employees in Management; paper work and lip-service only. Generally union representatives take-over aggressively parting with a few personal sops. These posts should specify certain academic criteria for qualifying candidates to become staff representatives, in the absence of which these forums become political playgrounds. The system of Quality circles, though begun on a good note, could not harmonise into a melody because top management attempted to apply ready-made elsewhere-successful formulae to Indian affairs.
Any scheme has to be adopted and applied principally, after detailing its principles for implementation through (locally) evolved procedures or better still, just guidelines, preferable after piloting them in a controlled atmosphere at just one place. It can not be handed down from top as a formula, and then overthrown one day to be replaced by another, which appears to be successful in another country. While Japan has benefited from JIT since >3 decades, India is far from even dreaming about it. So is the story of many other successful concepts elsewhere. However, private sector has achieved some notable results - their success being supported by two arguments which are against IR - the factor of 'size', and the 'will' to do it.
1.19. Unions
The expected role of unions is - protection of interests of workers and constructive contribution to organisation and society. However, the fact is far from fiction. The system of unions, in the hands of a bad management not only lays the organisation at gun-point, but also cultivates, slowly and over a period of time, employee complacency leading to organisational inefficiency and ineffectiveness. This has been the case with IR. In other countries there are examples of organisations which were purchased by the employees through their unions, when met with financial crisis, and U-turned into leaders in their fields!
IR practices a system of two recognised unions, who are at clobber-heads, apparently within themselves, but actually and conspiringly with the management. Instead of a possible one, there are now two monkeys behind one cat. Their thinking is self-centred not organisational, co-operation is coincidental, seen only in small pockets through individual efforts. Corruption is rampant, as election to posts is a source of making money. The organisational purpose is not served as it takes great effort to show the elected representatives (any) light because of limited understanding of organisational processes (most managers give up putting in that Herculean effort). Even if understanding exists, it is avoided as the task of explaining an issue to staff is best avoided by management and unions both.
With an understanding, and a hand-in-hand working a lot is possible, however, in today's scenario, neither management nor unions are taking the lead.
1.20. Organisational Behaviour/Culture
OB is an upcoming discipline of study and research. It affects employee morale, motivation, commitment and productivity, and thus – the organisation’s performance.
What is hurting IR …
IR lacks foresight – having no meaningful Corporate Plan(CP) (which is an exercise done once in 15 years, limited to corridors in Railway Board and not brought to notice of ground and field level managers); not backed by a Corporate Strategy to follow the plan and/or an organisational structure with assignment/responsibility to meet the objectives in strategy/plan; even the allocation of resources (money) is rarely governed by the CP.
Lack of managerial (not technical) competency (specifically lack of exposure in managers to multi-dimensional aspects of management) – Financial management; Stores/Inventory management; Human Resource Management; Asset utilisation and management; Technology Management etc.
Lack of creativity in management at top, middle levels; missing climate for innovation.
Political interference – creation of new zones/divisions; opening of new lines; gauge conversion; electrification; technology acquisition; … and many more areas.
Job disparity – at some places people are over-loaded; at others no work at same (or greater) pay – e.g. division-workshop-production unit; across departments – no compensation scheme for such arduous duties. Lack of feeling for organisation (departmentalism). Corruption. (Can you think of more issues that are damaging the performance of IR?)
Needless to say that the environment in which an employee works in IR is littered with should-nots. The impression it leaves on the new recruits in the organisation lasts for an entire lifetime, and spreads like an infection. It only amplifies, and its eradication, if not impossible, is definitely more difficult with passing time.
It is necessary that within your unit, you pass a message of care, belonging, brotherhood, equality and fulfilment. Even if the situation outside is known to be otherwise, within the apparently isolated precincts of a unit, easily an atmosphere of greater achievements and performance can be developed.
A Lover`s Call
A
Lover`s Call
Let us launch a nation –Wide programme.
I LOVE MY INDIA
It is not a slagom, But out hearts cry ,a lovers call.
India –first-Religion next-myself last
India means everything to us .Some do not know they love India others do not express it. Anybody can say –I LOVE INDIA, but only an Indian may acclaim –I LOVE MY INDIA .Apply this test and redeem your birth-right of serving mother, father, and friend that India is. India includes all nations in the embrace of her love .India will rise, India must rise, it is the best of all lands.
“THE YOUTH OF TODAY IS THE NATION OF TOMORROW”.
So my dear Young Arjuns , is the tree colour is your pride or just a Fashion?
Thanks,
Prof.SatyaSidharthaPanda.
JAI HIND
Lover`s Call
Let us launch a nation –Wide programme.
I LOVE MY INDIA
It is not a slagom, But out hearts cry ,a lovers call.
India –first-Religion next-myself last
India means everything to us .Some do not know they love India others do not express it. Anybody can say –I LOVE INDIA, but only an Indian may acclaim –I LOVE MY INDIA .Apply this test and redeem your birth-right of serving mother, father, and friend that India is. India includes all nations in the embrace of her love .India will rise, India must rise, it is the best of all lands.
“THE YOUTH OF TODAY IS THE NATION OF TOMORROW”.
So my dear Young Arjuns , is the tree colour is your pride or just a Fashion?
Thanks,
Prof.SatyaSidharthaPanda.
JAI HIND
IS Education Meaning A Certificate
SATYA SIDHARTHA PANDA
Bangalore -INDIA
Email: Satyasidharth@yahoo.com
Blog: http://www.sidharthmission.blogspot.com
Is Education meaning A Certificate ?
Input: Degrees /Certificates.
Output: Is Jobs / Money only? Or what else ……
What is education? Is it book /class learning or is it beyond the class room? No, not at all .Is it diverse knowledge? Not even that.
Well, you consider a man as educated if only he can pass some examinations and deliver good lectures. The education which does not help the common mass of people to equip themselves for the struggle for life, which does not bring out strength for life, which does not bring out strength of character, a spirit of philanthropy, and the courage of a lion-is it worth the name? Real education is that which enables one to stand on one`s own legs.
Education is not the amount of information that is put into your brain and runs riot there, undigested, all your life. We must have life-building, man-making, character-making assimilation of ideas.
We want that education by which character is formed, strength of mind is increased, the intellect is expanded, and by which one can stand on one`s feet. Education bring light to the poor ;and bring more light to the rich ,for they require it more than the poor .Bring light to the ignorant ,and more light to the educated , for the vanities of the education of our time are tremendous .
But our present day schools and colleges give secular education. There is neither ethical discipline nor spiritual instruction. The youth /students have not spiritually high ideals of life .The study only to get emoluments .This is very sad indeed. That is the reason why they turn out to be spiritual bankrupts in the end.
Remember that education must teach not merely some means of earning livelihood, tenets of citizenship etc .True education must impart initiation into the life of noble aspiration, of sacred values. Remember that all studies are intended for the enlightenment of the mind and the illumination of the soul.
Education must be best calculated to promote plan living and high thinking.
I will just give you copal of Marks, I am sure these are not your marks, English – 47, Math – 38. These are the marks secured by an Individual in his HSC Examination. I am sure these marks are neither yours nor mine.
These are the marks of Narandra. The Great man of India is Swami Vivekananda.
I want to draw a line in your thinking process. Is it the scholastics achievements are very important in the life or we want something beyond the number games of the school or collages in our career. I do not want to out of mind, the importance of this scholastics Achievement of each on of us.
But it’s very important to understand that life is beyond the class room. Life is beyond the kind of marks secured in the examination.
The Great presentation and Communication Guru of Canada, ‘Balders’ has written his Experience in his Autobiography and one of the experience which has stimulated me. Once he was waking near Mountain and saw two people are breaking the stones .He want near to this two People and asked to the first person, Hello what you doing? The First person replied you stupid, not able to see me what I am doing? Then he asked to the second person “Hi what you doing and the second person smiled and said I am building a temple, church, gurudwara and Masjid. Balders surprised.
You see the difference.
The real Education:
Education should teach the pupils to love God and man .Education should instruct the students to be truthful,moral,fearless,humble and merrciful.Education should teach the students to practice right conduct ,right thinking ,right living ,right action,self-Sacrifice and attain knowledge of the self .
The Devas, the Asuras and the men received education under prajapati.They learnt the triad of self-restraint, Liberality and mercy .This is a real education.
Narada was a student under sanatkumara and learnt that the Infinite is Bliss; that there is no bliss in anything finite, and that one should wish to understand the infinite. This is a real education.
Education are your eyes to see God in all faces, to behold unity of self in all beings. Education must be best calculated to promote plain living and high thinking .Each student must be taught that his first and for most duty is to attain Self-realization and to cultivate universal relation-“Human Values”
I hold that true education of the intellect can only come through a proper exercise and training of the bodily organs, e.g.hands, feet, eyes, ears, nose etc .In other words an intelligent use of the bodily organs in a child provides the best and quickest way of developing his intellect .But unless the development of the mind and body goes hand in hand with a corresponding awakening of the soul, the former alone would prove to be a poor lopsided affair .By spiritual training I mean education of the heart . A proper and all-round development of the mind, therefore, can take place only when it precedes pair passu with the education of the physical and spiritual faculties of the student /Youth.
Education should prepare you to face life with courage and fortitude ,as a man of character .It should eradicate your gross nature and animal instincts and transform you into a noble soul .Education must concern itself with varied aspects of living and must give you a sense of duty ,of responsibility ,as an individual , as a member of your family ,of society , as a citizen of the nation ,of the world .It must give you a broad outlook, the capacity for balanced judgment ,and a keen intellect .
Education must aim at forming a moral and spiritual attitude towards life. The real advancement and well being of every society and nation depend upon the right kind of educational basis.
“Education is for Life not mere Living.”
Swami Satya Sai Baba
***************************
Bangalore -INDIA
Email: Satyasidharth@yahoo.com
Blog: http://www.sidharthmission.blogspot.com
Is Education meaning A Certificate ?
Input: Degrees /Certificates.
Output: Is Jobs / Money only? Or what else ……
What is education? Is it book /class learning or is it beyond the class room? No, not at all .Is it diverse knowledge? Not even that.
Well, you consider a man as educated if only he can pass some examinations and deliver good lectures. The education which does not help the common mass of people to equip themselves for the struggle for life, which does not bring out strength for life, which does not bring out strength of character, a spirit of philanthropy, and the courage of a lion-is it worth the name? Real education is that which enables one to stand on one`s own legs.
Education is not the amount of information that is put into your brain and runs riot there, undigested, all your life. We must have life-building, man-making, character-making assimilation of ideas.
We want that education by which character is formed, strength of mind is increased, the intellect is expanded, and by which one can stand on one`s feet. Education bring light to the poor ;and bring more light to the rich ,for they require it more than the poor .Bring light to the ignorant ,and more light to the educated , for the vanities of the education of our time are tremendous .
But our present day schools and colleges give secular education. There is neither ethical discipline nor spiritual instruction. The youth /students have not spiritually high ideals of life .The study only to get emoluments .This is very sad indeed. That is the reason why they turn out to be spiritual bankrupts in the end.
Remember that education must teach not merely some means of earning livelihood, tenets of citizenship etc .True education must impart initiation into the life of noble aspiration, of sacred values. Remember that all studies are intended for the enlightenment of the mind and the illumination of the soul.
Education must be best calculated to promote plan living and high thinking.
I will just give you copal of Marks, I am sure these are not your marks, English – 47, Math – 38. These are the marks secured by an Individual in his HSC Examination. I am sure these marks are neither yours nor mine.
These are the marks of Narandra. The Great man of India is Swami Vivekananda.
I want to draw a line in your thinking process. Is it the scholastics achievements are very important in the life or we want something beyond the number games of the school or collages in our career. I do not want to out of mind, the importance of this scholastics Achievement of each on of us.
But it’s very important to understand that life is beyond the class room. Life is beyond the kind of marks secured in the examination.
The Great presentation and Communication Guru of Canada, ‘Balders’ has written his Experience in his Autobiography and one of the experience which has stimulated me. Once he was waking near Mountain and saw two people are breaking the stones .He want near to this two People and asked to the first person, Hello what you doing? The First person replied you stupid, not able to see me what I am doing? Then he asked to the second person “Hi what you doing and the second person smiled and said I am building a temple, church, gurudwara and Masjid. Balders surprised.
You see the difference.
The real Education:
Education should teach the pupils to love God and man .Education should instruct the students to be truthful,moral,fearless,humble and merrciful.Education should teach the students to practice right conduct ,right thinking ,right living ,right action,self-Sacrifice and attain knowledge of the self .
The Devas, the Asuras and the men received education under prajapati.They learnt the triad of self-restraint, Liberality and mercy .This is a real education.
Narada was a student under sanatkumara and learnt that the Infinite is Bliss; that there is no bliss in anything finite, and that one should wish to understand the infinite. This is a real education.
Education are your eyes to see God in all faces, to behold unity of self in all beings. Education must be best calculated to promote plain living and high thinking .Each student must be taught that his first and for most duty is to attain Self-realization and to cultivate universal relation-“Human Values”
I hold that true education of the intellect can only come through a proper exercise and training of the bodily organs, e.g.hands, feet, eyes, ears, nose etc .In other words an intelligent use of the bodily organs in a child provides the best and quickest way of developing his intellect .But unless the development of the mind and body goes hand in hand with a corresponding awakening of the soul, the former alone would prove to be a poor lopsided affair .By spiritual training I mean education of the heart . A proper and all-round development of the mind, therefore, can take place only when it precedes pair passu with the education of the physical and spiritual faculties of the student /Youth.
Education should prepare you to face life with courage and fortitude ,as a man of character .It should eradicate your gross nature and animal instincts and transform you into a noble soul .Education must concern itself with varied aspects of living and must give you a sense of duty ,of responsibility ,as an individual , as a member of your family ,of society , as a citizen of the nation ,of the world .It must give you a broad outlook, the capacity for balanced judgment ,and a keen intellect .
Education must aim at forming a moral and spiritual attitude towards life. The real advancement and well being of every society and nation depend upon the right kind of educational basis.
“Education is for Life not mere Living.”
Swami Satya Sai Baba
***************************
Media and Social Responsibility
Media and Social Responsibility
Prof.Satya Sidhartha Panda .
Bangalore -INDIA
“Media should the Watch Dog of democracy in the Society”.
In every walk of life, each one of us contributes in our own way to the building of our dear Bharta .What is the Bharta that we all wish to build?
A Bharat that is just and humane.
A Bahrat that treats all its citizens as equals.
A Bharat that is prosperous.
A Bharat in which every person is Literature and healthy.
A Bharat that is good Society.
A Bahrat in which everyone who seeks work is able to find it, and works for a brighter future for all of us.
“The hands that serve are holier than the Lips that Pray”
Introduction:-
The ability to know people is the starting point to deal with them and communication skill plays an important role in this ability .Most of the strained and fractured relations can be traced to the mutual breakdown of communication between individuals in a family, group, community, countries and even among the comity of nations .It is our duty and responsibility to do the welfare of the society and nation.
When we discuss about “responsibility” .Duty comes into mind .What is duty and responsibility?
The first word of the Bhagavad Gita is “DHARMA”. The last word of the Gita is “MAMA”. Hence the essence of Gita is “Mama Dharma”-My Duty .Where duty and responsibility turns into desire and desire turns into delight.
Mass Media:-
The mass media, the vehicles of mass communication, are many. The prominent ones which have become household names as News Papers ,Magazines ,Books ,Radio ,Film ,Television and more recently ,Satellite T.V. and Cable T.V.
Mass media is broadly divided into …
1. Print Media
2. Electronic Media
While the print media are the oldest, having a history of about five hundred years, the electronic media are products of the 20th century technological revolution. All media are expensive and need huge organizations to collect ,process ,formulate and disseminate information , views, entertainment and advertising to enormous, scattered ,heterogeneous, audiences simultaneously.
The mass media have assumed a significant place in our life. Individually or collectively they serve the needs of various audiences who have specific preferences. Some audiences want entertainment, films, Plays, serials, dance, and music etc.Others may have greater interest in news and views. Yet others seek guidance to solve their Socio-economic problems. Each medium is powerful in its own right in serving people and each has gone through several stages of development due to pressure and competition from newer communication technology.
The Print Media:-
Print media is a powerful means of dissemination of news, comments and knowledge, cater only to audiences that are literate .There are about 30,000 news papers and other printed matter produced and consumed in major metropolitan and big cities in the country but barely a small fraction of it reaches the rural masses .
The Television:-
The television network has increased tremendously in the last one decade covering 78% of the population. But T.V. receiving sets are mostly available in urban homes and TV is out of reach of the majority of the rural masses. Only the rich in a village have access to it. More recently satellite and cable television has stormed the urban Indian homes. It has broken nation-state boundaries and opened the sky for television.
The Radio:-
Radio is one of the significant media of mass communication. Government owned, All India Radio (AIR) has now the largest broadcasting network in the world. It is estimated that over 80 % of radio sets are in the hands of people living in urban areas who constitute only about 20 % of the country`s population.Inspite of the imbalance, radio is the only medium which is said to be truly a mass medium in India because it is a lowcost mobile means of communication.The portable radio, infact, is the poor man`s companion and hence has extended its reach widely.
Film:-
Film has a major medium of popular entertainment .About 800 films are produced in India annually .Many of these are in Hindi and are very popular with the masses. A large number of films are produced regionally also, particularly in the south, and their reach is wide. This may be so because regional films can better present the social reality and cultural ethos of the people in a defined region in the local language.
In the light of the limited reach of mass media and peoples restricted access to traditional media like folk songs, folk dance, folk theatre etc. are the real channels of information and entertainment in rural India .Their reach is wide because they are less expensive, more accessible, closer to the heart of the people, participatory in nature, and hence communicate more effectively than print or electronic media.
Media and Society:-
Mass media today are inextricable form of modern Society.Without these media ,Society probably can not conduct its affairs effectively .On their part ,mass media ,in a bid to serve the people ,pay a significant role in spreading new ideas,new forms of behaviour and information about a variety of products .
Mass media perform many functions in society .The ,ost important ones of these are information, education, motivation, persuasion, entertainment, cultural promotion and integration.Harold defines these functions as surveillance of the environment ,correlation of the components of society in responding to the environment and transmission of social heritage .
Mass media not only inform the members of society about the threats and dangers and opportunities but also provide forums where debates and discussion on relevant issues can give direction for change in society .
Another function of mass media in modern society is to provide entertainment .They are a source of personal and collective recreation and enjoyment .News papers,radio,TV,and other media help in promotion of cultural heritage and play an important role in integrating people ,community and society for harmonious living.Mass media use subtle means and persuasive techniques to mould opinion and induce changes.
The question of media effect on society has been dealt with in several studies and writings but not one of them provides a clear-cut-view of media effects.
The information function of mass media has assumed a significant dimension at present .Society can not suvive today without being informed about international and local events,about political,economic,social and cultural affairs or even about weather conditions.People need varied information on practically all aspects of their lives inorder to plan for the future.But the very nature of mass media being persuasive ,it may result in the media transcending ethical codes within which they are expected to operate and they may become biased,manipulative and proopagandist .The power of the media to control or manipulate has triggered off thinking on the possibility of their sinister effects vis-a-vis society .
Media and Social Responsibility:-
The “Social Responsibility” theory owes its origin to the commission on freedom of the press (Hutchins 1947) that was appointed in the United States.
The social responsibility theory is based on the assumption that media serve essential functions in society .Therefore; it should accept and fulfill certain obligations to the society. These obligations are to be met by setting up high professional standards in communication of information. Truth, accuracy, objectivity and balance .In the public interest, the media should underplay that news which might lead to crime, violence and social tension or cause offence to ethnic or religious minorities.
The media should be pluralist, should reflect the diversity of their society and allow access to various points of view, including the right to reply.
Some leading news paper have started many interactive columns which provide readers a platform to express their views and opinions on given topics-university life, problems related to the society ,youth, environment ,powersupply,education and druge abuse ,etc..
Almost all newspapers, big or small, have also started advisor columns, where readers seek answers to questions they would not normally ask even their parents and friends-matters relating to relationships and health. Some others have gone to the extent of direct interaction with their readers by holding meetings with residents of particular colonies in various cities to hear their problems. After all it is the duty of the media to take up people`s cause.
Rapid growth of the media, including the electronic media, in the country has made media as an instrument of social change in the country.
In India, Projects like e-Choupal by ITC and Video SEWA, which make use of the folk ores to achieve the goal of women empowerment ,are playing an important role in social development and many feel that mass media in India has emerged as a strong Instrument of Social change.
ü Social attitude are developed over the years on the basis of the perceptions which develop in the human minds as a result of the day working .Continuous exposure of the people living in the rural areas to the mass media in the developing countries like India enables the people to realize change in their attitudes rather quickly. To this extent the mass media, particularly the electronic media, having massive coverage and impact, has become an effective instrument of social change.
ü Media supplements the efforts of the state in creating socio-economic awareness in the society .This type of media also exposes the rural population to the best social practices being followed all over the world ,as well as the change taking place in various traditional societies.
ü Growth of mass media in the recent years has effectively used the glorious past of the country to highlight rich social traditions in Indian Society including the high social position enjoyed by the women in ancient times and the position attained by the country in the world in respect of its scientific, religious and social achievements, motivating the people of revert to the good old socio-economic practices.
ü Mass media in recent years has caught the imagination of the masses ,as it not only provides information but also provides them with good entertainment and knowledge which keeps their interest intact in the messages being disseminated by it from time to time ,it turn ,results in the desired social change .
ü Theatre as a Social mirror .As a social values change over a period of time ,so do the parameters of literary art.Theatre,today,represents the most potential vibration and vehicle of social realities that affect human angst and aspirations , fears and frustrations . Many young people are coming up with novel ideas.Theatre, as we all know, is a place, where the dramatic action takes place and the script writer tries to reach out to his audience by raising certain Socio-economic issues.
It is the responsibility of media to develop social marketing. Keeping in view, the bottlenecks of micro-level approach of development; the role of print, electronic and traditional media was recognized to spread such message simultaneously to different sectors .Messages given by media not only spread easily but understood and given importance as well .just on the line of marketing, need a trained professionals was felt in this field too in order to get such things done in a professional manner.
Raja Ram Mohan Ray was a Social and religious reformer .He had a passion for truth .His conception of the freedom of the press was freedom to pursue the truth and the evolve a way of life proved by the test of reason. His simple representation in the freedom of the press and the duty of the ruler to preserve it at all cost and at all times. His Bengali weekly “Sambad Kalmudi” suffered temporary extinction when its editor left in the protest against Ram Mohan Ray`s reforms to abolish “Sati Pratha” .He was also a champion of female education.
His writings are “Braham cal Magazine” published in English.”Sambad Kaumudi” in Bengali and “Mirat-ul-Akhbar” in Persian propagated truth and tested it in the light of discussion.
Mahatma Gandhi:-
In his auto biography Gandhi defined the objectives of Journalism as follows.
“One of the objectives of newspapers is to understand the popular feeling and give expression to it, another is to arouse among the people certain desirable sentiments and the third is fearlessly to expose popular defects.”
In his “Young India” (2nd July, 1925), he explained –“References to abuses in the states in undoubtedly” a necessary part of journalism and it is a means of creating the value to Truth and Human values.
Mahatma Gandhi`s work in the Guajarati Language can be classified under these heads.
ü The articles in “Nava Jeevana”
ü At Makatha, his autobiography.
ü Dakshina Africana Satyagrahana Itihasa.
ü Arogya Visa Samanya Gyana.
ü Patro (Letters )
Gandhi always said “It is better not to issue newspapers than to issue them under a feeling of suppression.”
ü News papers
ü Magazines
ü Books
ü Film
ü Theatre
ü Television
ü Satellite TV
ü Cable TV
ü Internet
Tradition media can also change the society. Through Kirtan, Local dance where there is no reach of electricity or where literacy levee is low; in such area tradition media can play a vital role in the society.
News Paper:
ü The times of India.
ü The Indian Express
ü The Hindu
ü The economic Times
Regional News Paper:
1. Orissa:
ü The Samaj
ü Dharitri
ü Prazatantra
ü Rastra Dip
ü Sambad
2. Karnataka:
ü Bangalore mirror
3. Utter Pradesh:
ü Amar Ujala
ü Dainik Jagran
ü Delhi Times
Magazines:
ü Business world
ü Women`s era
ü Kurukshetra
ü Indian Management
ü Competition master
ü Competition Success
Books:
ü You can Win
ü Wings of Fair
ü The discovery of India
ü Triumph and Tragedy
ü The Gita
Film:
ü Mother India
ü The Guru
ü Lakshya
ü The Bhagbaan etc...
Internet:
ü Religion News service: News and photo service to unbiased coverage of religion and ethics.
ü Reason online covers Poitics, culture and ideas through a provocative mix of news, analysis commentary and reviews.
ü Media Gurdian-The UK`s most popular newspaper website.
ü Arabic News.com-News, articles and entertainment.
ü BBC World news –Updated every minute of every day.
ü Women`s News -Bridging the gender gap every day.
ü India timesjob.com
ü Placement india.com
ü Matrimonials.com
ü Naukri.com
Tradition Media:
Ranapa Dance (Ganjam) Dalkhai Dance (Kalahandi)
So, Media is known as the watch dog of the society. Media should inform if the coroptain, Unjustice, will occour.It is his duty and responsibility towards the society.
After all it is the duty of the media to take up People`s Cause.
***** ----- ******
Prof.Satya Sidhartha Panda .
Bangalore -INDIA
“Media should the Watch Dog of democracy in the Society”.
In every walk of life, each one of us contributes in our own way to the building of our dear Bharta .What is the Bharta that we all wish to build?
A Bharat that is just and humane.
A Bahrat that treats all its citizens as equals.
A Bharat that is prosperous.
A Bharat in which every person is Literature and healthy.
A Bharat that is good Society.
A Bahrat in which everyone who seeks work is able to find it, and works for a brighter future for all of us.
“The hands that serve are holier than the Lips that Pray”
Introduction:-
The ability to know people is the starting point to deal with them and communication skill plays an important role in this ability .Most of the strained and fractured relations can be traced to the mutual breakdown of communication between individuals in a family, group, community, countries and even among the comity of nations .It is our duty and responsibility to do the welfare of the society and nation.
When we discuss about “responsibility” .Duty comes into mind .What is duty and responsibility?
The first word of the Bhagavad Gita is “DHARMA”. The last word of the Gita is “MAMA”. Hence the essence of Gita is “Mama Dharma”-My Duty .Where duty and responsibility turns into desire and desire turns into delight.
Mass Media:-
The mass media, the vehicles of mass communication, are many. The prominent ones which have become household names as News Papers ,Magazines ,Books ,Radio ,Film ,Television and more recently ,Satellite T.V. and Cable T.V.
Mass media is broadly divided into …
1. Print Media
2. Electronic Media
While the print media are the oldest, having a history of about five hundred years, the electronic media are products of the 20th century technological revolution. All media are expensive and need huge organizations to collect ,process ,formulate and disseminate information , views, entertainment and advertising to enormous, scattered ,heterogeneous, audiences simultaneously.
The mass media have assumed a significant place in our life. Individually or collectively they serve the needs of various audiences who have specific preferences. Some audiences want entertainment, films, Plays, serials, dance, and music etc.Others may have greater interest in news and views. Yet others seek guidance to solve their Socio-economic problems. Each medium is powerful in its own right in serving people and each has gone through several stages of development due to pressure and competition from newer communication technology.
The Print Media:-
Print media is a powerful means of dissemination of news, comments and knowledge, cater only to audiences that are literate .There are about 30,000 news papers and other printed matter produced and consumed in major metropolitan and big cities in the country but barely a small fraction of it reaches the rural masses .
The Television:-
The television network has increased tremendously in the last one decade covering 78% of the population. But T.V. receiving sets are mostly available in urban homes and TV is out of reach of the majority of the rural masses. Only the rich in a village have access to it. More recently satellite and cable television has stormed the urban Indian homes. It has broken nation-state boundaries and opened the sky for television.
The Radio:-
Radio is one of the significant media of mass communication. Government owned, All India Radio (AIR) has now the largest broadcasting network in the world. It is estimated that over 80 % of radio sets are in the hands of people living in urban areas who constitute only about 20 % of the country`s population.Inspite of the imbalance, radio is the only medium which is said to be truly a mass medium in India because it is a lowcost mobile means of communication.The portable radio, infact, is the poor man`s companion and hence has extended its reach widely.
Film:-
Film has a major medium of popular entertainment .About 800 films are produced in India annually .Many of these are in Hindi and are very popular with the masses. A large number of films are produced regionally also, particularly in the south, and their reach is wide. This may be so because regional films can better present the social reality and cultural ethos of the people in a defined region in the local language.
In the light of the limited reach of mass media and peoples restricted access to traditional media like folk songs, folk dance, folk theatre etc. are the real channels of information and entertainment in rural India .Their reach is wide because they are less expensive, more accessible, closer to the heart of the people, participatory in nature, and hence communicate more effectively than print or electronic media.
Media and Society:-
Mass media today are inextricable form of modern Society.Without these media ,Society probably can not conduct its affairs effectively .On their part ,mass media ,in a bid to serve the people ,pay a significant role in spreading new ideas,new forms of behaviour and information about a variety of products .
Mass media perform many functions in society .The ,ost important ones of these are information, education, motivation, persuasion, entertainment, cultural promotion and integration.Harold defines these functions as surveillance of the environment ,correlation of the components of society in responding to the environment and transmission of social heritage .
Mass media not only inform the members of society about the threats and dangers and opportunities but also provide forums where debates and discussion on relevant issues can give direction for change in society .
Another function of mass media in modern society is to provide entertainment .They are a source of personal and collective recreation and enjoyment .News papers,radio,TV,and other media help in promotion of cultural heritage and play an important role in integrating people ,community and society for harmonious living.Mass media use subtle means and persuasive techniques to mould opinion and induce changes.
The question of media effect on society has been dealt with in several studies and writings but not one of them provides a clear-cut-view of media effects.
The information function of mass media has assumed a significant dimension at present .Society can not suvive today without being informed about international and local events,about political,economic,social and cultural affairs or even about weather conditions.People need varied information on practically all aspects of their lives inorder to plan for the future.But the very nature of mass media being persuasive ,it may result in the media transcending ethical codes within which they are expected to operate and they may become biased,manipulative and proopagandist .The power of the media to control or manipulate has triggered off thinking on the possibility of their sinister effects vis-a-vis society .
Media and Social Responsibility:-
The “Social Responsibility” theory owes its origin to the commission on freedom of the press (Hutchins 1947) that was appointed in the United States.
The social responsibility theory is based on the assumption that media serve essential functions in society .Therefore; it should accept and fulfill certain obligations to the society. These obligations are to be met by setting up high professional standards in communication of information. Truth, accuracy, objectivity and balance .In the public interest, the media should underplay that news which might lead to crime, violence and social tension or cause offence to ethnic or religious minorities.
The media should be pluralist, should reflect the diversity of their society and allow access to various points of view, including the right to reply.
Some leading news paper have started many interactive columns which provide readers a platform to express their views and opinions on given topics-university life, problems related to the society ,youth, environment ,powersupply,education and druge abuse ,etc..
Almost all newspapers, big or small, have also started advisor columns, where readers seek answers to questions they would not normally ask even their parents and friends-matters relating to relationships and health. Some others have gone to the extent of direct interaction with their readers by holding meetings with residents of particular colonies in various cities to hear their problems. After all it is the duty of the media to take up people`s cause.
Rapid growth of the media, including the electronic media, in the country has made media as an instrument of social change in the country.
In India, Projects like e-Choupal by ITC and Video SEWA, which make use of the folk ores to achieve the goal of women empowerment ,are playing an important role in social development and many feel that mass media in India has emerged as a strong Instrument of Social change.
ü Social attitude are developed over the years on the basis of the perceptions which develop in the human minds as a result of the day working .Continuous exposure of the people living in the rural areas to the mass media in the developing countries like India enables the people to realize change in their attitudes rather quickly. To this extent the mass media, particularly the electronic media, having massive coverage and impact, has become an effective instrument of social change.
ü Media supplements the efforts of the state in creating socio-economic awareness in the society .This type of media also exposes the rural population to the best social practices being followed all over the world ,as well as the change taking place in various traditional societies.
ü Growth of mass media in the recent years has effectively used the glorious past of the country to highlight rich social traditions in Indian Society including the high social position enjoyed by the women in ancient times and the position attained by the country in the world in respect of its scientific, religious and social achievements, motivating the people of revert to the good old socio-economic practices.
ü Mass media in recent years has caught the imagination of the masses ,as it not only provides information but also provides them with good entertainment and knowledge which keeps their interest intact in the messages being disseminated by it from time to time ,it turn ,results in the desired social change .
ü Theatre as a Social mirror .As a social values change over a period of time ,so do the parameters of literary art.Theatre,today,represents the most potential vibration and vehicle of social realities that affect human angst and aspirations , fears and frustrations . Many young people are coming up with novel ideas.Theatre, as we all know, is a place, where the dramatic action takes place and the script writer tries to reach out to his audience by raising certain Socio-economic issues.
It is the responsibility of media to develop social marketing. Keeping in view, the bottlenecks of micro-level approach of development; the role of print, electronic and traditional media was recognized to spread such message simultaneously to different sectors .Messages given by media not only spread easily but understood and given importance as well .just on the line of marketing, need a trained professionals was felt in this field too in order to get such things done in a professional manner.
Raja Ram Mohan Ray was a Social and religious reformer .He had a passion for truth .His conception of the freedom of the press was freedom to pursue the truth and the evolve a way of life proved by the test of reason. His simple representation in the freedom of the press and the duty of the ruler to preserve it at all cost and at all times. His Bengali weekly “Sambad Kalmudi” suffered temporary extinction when its editor left in the protest against Ram Mohan Ray`s reforms to abolish “Sati Pratha” .He was also a champion of female education.
His writings are “Braham cal Magazine” published in English.”Sambad Kaumudi” in Bengali and “Mirat-ul-Akhbar” in Persian propagated truth and tested it in the light of discussion.
Mahatma Gandhi:-
In his auto biography Gandhi defined the objectives of Journalism as follows.
“One of the objectives of newspapers is to understand the popular feeling and give expression to it, another is to arouse among the people certain desirable sentiments and the third is fearlessly to expose popular defects.”
In his “Young India” (2nd July, 1925), he explained –“References to abuses in the states in undoubtedly” a necessary part of journalism and it is a means of creating the value to Truth and Human values.
Mahatma Gandhi`s work in the Guajarati Language can be classified under these heads.
ü The articles in “Nava Jeevana”
ü At Makatha, his autobiography.
ü Dakshina Africana Satyagrahana Itihasa.
ü Arogya Visa Samanya Gyana.
ü Patro (Letters )
Gandhi always said “It is better not to issue newspapers than to issue them under a feeling of suppression.”
ü News papers
ü Magazines
ü Books
ü Film
ü Theatre
ü Television
ü Satellite TV
ü Cable TV
ü Internet
Tradition media can also change the society. Through Kirtan, Local dance where there is no reach of electricity or where literacy levee is low; in such area tradition media can play a vital role in the society.
News Paper:
ü The times of India.
ü The Indian Express
ü The Hindu
ü The economic Times
Regional News Paper:
1. Orissa:
ü The Samaj
ü Dharitri
ü Prazatantra
ü Rastra Dip
ü Sambad
2. Karnataka:
ü Bangalore mirror
3. Utter Pradesh:
ü Amar Ujala
ü Dainik Jagran
ü Delhi Times
Magazines:
ü Business world
ü Women`s era
ü Kurukshetra
ü Indian Management
ü Competition master
ü Competition Success
Books:
ü You can Win
ü Wings of Fair
ü The discovery of India
ü Triumph and Tragedy
ü The Gita
Film:
ü Mother India
ü The Guru
ü Lakshya
ü The Bhagbaan etc...
Internet:
ü Religion News service: News and photo service to unbiased coverage of religion and ethics.
ü Reason online covers Poitics, culture and ideas through a provocative mix of news, analysis commentary and reviews.
ü Media Gurdian-The UK`s most popular newspaper website.
ü Arabic News.com-News, articles and entertainment.
ü BBC World news –Updated every minute of every day.
ü Women`s News -Bridging the gender gap every day.
ü India timesjob.com
ü Placement india.com
ü Matrimonials.com
ü Naukri.com
Tradition Media:
Ranapa Dance (Ganjam) Dalkhai Dance (Kalahandi)
So, Media is known as the watch dog of the society. Media should inform if the coroptain, Unjustice, will occour.It is his duty and responsibility towards the society.
After all it is the duty of the media to take up People`s Cause.
***** ----- ******
MANUFACTURING RESOURCE PLANNING
SATYA SIDHARTHA PANDA
Bangalore -INDIA
Email: Satyasidharth@yahoo.com
Blog: http://www.sidharthmission.blogspot.com
MANUFACTURING RESOURCE PLANNING
The concept of any product is a manufacturing program me may be an Individual part or an assembly of parts .When the product is formulated either as an Individual part or as an assembly, It should be made available in its defined form for its eventual sale .In marketing, a product is a complex of tangible and intangible attributes ,including packaging ,colour ,price ,manufacturer`s prestige ,retailers prestige and manufacturer`s and retailer`s services which buyer may accept as offering satisfaction of wants or needs
New Product:
New product may be regarded as a product which may have several recognizable categories, Such as:
ü Products which are really innovative, truly unique.
ü Adaptive replacement of existing products involving a significant differentiation in the existing article.
New products mean second or subsequent generation products ,products new to a manufacturer`s product line or product mix but in basis functional forms already available in the market he is serving with his current product ,products already in manufacture`s range but adopted to suit another market and completely new product i.e. Product which is novel in paten table sense.
Product planning:
Product planning is the starting point for entire marketing program me in a firm .It embraces all activities, which enable producers and middlemen to determine what should constitute a company`s line of products .Product planning has been defined as “the act of marketing out and supervising the research, screening development and commercialization of new products ,the modification of existing lines and discontinuance of marginal or unprofitable iteams”.In other words, Product planning involves three…
ü The development and introduction of new products.
ü The modification of existing lines to suit the changing consumer needs and preferences.
ü The discontinuance or elimination or unprofitable or marginal products.
New Product Planning Process:
New product planning process consists in the creation of new ideas, their evaluation in terms of sales potentials and profitability, production facilities, resources available, designing and production, testing and marketing of the produce.
Manufacturer`s criteria for New Product:
A manufacturer should take into consideration the following criteria, while measuring an addition to his product line:
ü Adequate market demand should exist i.e. size and location of potential market should be well determined.
ü The product should fit into the company`s present marketing structure.
ü The idea should fit into the company`s present production structure. A new product idea can items fit in with existing production facilities manpower and management.
ü The product should fit as per the financial resources available i.e. whether adequate financing is available and feasible.
ü There should be no legal restrictions i.e. patents must be registered or applied for labeling and packaging must be inconsistent with the legal requirements.
ü Adequate management ability is available i.e. the executives have sufficient time and ability to handle the proposed new product.
ü The product should be in keeping with company`s overall image, self –concept and objective.
Why New Products Fail?
ü Product problems
ü Distribution and channel problems
ü Promotional problems
ü Pricing problems
ü Timing problems
ü Competitive problems
The failure of new products may be avoided by:
ü Improved screening and evaluation of ideas and products.
ü Organizational changes
ü Changes in procedures and communications.
ü Strengthening R & D efforts.
ü Improved production and quality control.
ü TQM
ü Improving caliber of personnel working on new product program me.
Bangalore -INDIA
Email: Satyasidharth@yahoo.com
Blog: http://www.sidharthmission.blogspot.com
MANUFACTURING RESOURCE PLANNING
The concept of any product is a manufacturing program me may be an Individual part or an assembly of parts .When the product is formulated either as an Individual part or as an assembly, It should be made available in its defined form for its eventual sale .In marketing, a product is a complex of tangible and intangible attributes ,including packaging ,colour ,price ,manufacturer`s prestige ,retailers prestige and manufacturer`s and retailer`s services which buyer may accept as offering satisfaction of wants or needs
New Product:
New product may be regarded as a product which may have several recognizable categories, Such as:
ü Products which are really innovative, truly unique.
ü Adaptive replacement of existing products involving a significant differentiation in the existing article.
New products mean second or subsequent generation products ,products new to a manufacturer`s product line or product mix but in basis functional forms already available in the market he is serving with his current product ,products already in manufacture`s range but adopted to suit another market and completely new product i.e. Product which is novel in paten table sense.
Product planning:
Product planning is the starting point for entire marketing program me in a firm .It embraces all activities, which enable producers and middlemen to determine what should constitute a company`s line of products .Product planning has been defined as “the act of marketing out and supervising the research, screening development and commercialization of new products ,the modification of existing lines and discontinuance of marginal or unprofitable iteams”.In other words, Product planning involves three…
ü The development and introduction of new products.
ü The modification of existing lines to suit the changing consumer needs and preferences.
ü The discontinuance or elimination or unprofitable or marginal products.
New Product Planning Process:
New product planning process consists in the creation of new ideas, their evaluation in terms of sales potentials and profitability, production facilities, resources available, designing and production, testing and marketing of the produce.
Manufacturer`s criteria for New Product:
A manufacturer should take into consideration the following criteria, while measuring an addition to his product line:
ü Adequate market demand should exist i.e. size and location of potential market should be well determined.
ü The product should fit into the company`s present marketing structure.
ü The idea should fit into the company`s present production structure. A new product idea can items fit in with existing production facilities manpower and management.
ü The product should fit as per the financial resources available i.e. whether adequate financing is available and feasible.
ü There should be no legal restrictions i.e. patents must be registered or applied for labeling and packaging must be inconsistent with the legal requirements.
ü Adequate management ability is available i.e. the executives have sufficient time and ability to handle the proposed new product.
ü The product should be in keeping with company`s overall image, self –concept and objective.
Why New Products Fail?
ü Product problems
ü Distribution and channel problems
ü Promotional problems
ü Pricing problems
ü Timing problems
ü Competitive problems
The failure of new products may be avoided by:
ü Improved screening and evaluation of ideas and products.
ü Organizational changes
ü Changes in procedures and communications.
ü Strengthening R & D efforts.
ü Improved production and quality control.
ü TQM
ü Improving caliber of personnel working on new product program me.
MANUFACTURING RESOURCE PLANNING
SATYA SIDHARTHA PANDA
Bangalore -INDIA
Email: Satyasidharth@yahoo.com
Blog: http://www.sidharthmission.blogspot.com
MANUFACTURING RESOURCE PLANNING
The concept of any product is a manufacturing program me may be an Individual part or an assembly of parts .When the product is formulated either as an Individual part or as an assembly, It should be made available in its defined form for its eventual sale .In marketing, a product is a complex of tangible and intangible attributes ,including packaging ,colour ,price ,manufacturer`s prestige ,retailers prestige and manufacturer`s and retailer`s services which buyer may accept as offering satisfaction of wants or needs
New Product:
New product may be regarded as a product which may have several recognizable categories, Such as:
ü Products which are really innovative, truly unique.
ü Adaptive replacement of existing products involving a significant differentiation in the existing article.
New products mean second or subsequent generation products ,products new to a manufacturer`s product line or product mix but in basis functional forms already available in the market he is serving with his current product ,products already in manufacture`s range but adopted to suit another market and completely new product i.e. Product which is novel in paten table sense.
Product planning:
Product planning is the starting point for entire marketing program me in a firm .It embraces all activities, which enable producers and middlemen to determine what should constitute a company`s line of products .Product planning has been defined as “the act of marketing out and supervising the research, screening development and commercialization of new products ,the modification of existing lines and discontinuance of marginal or unprofitable iteams”.In other words, Product planning involves three…
ü The development and introduction of new products.
ü The modification of existing lines to suit the changing consumer needs and preferences.
ü The discontinuance or elimination or unprofitable or marginal products.
New Product Planning Process:
New product planning process consists in the creation of new ideas, their evaluation in terms of sales potentials and profitability, production facilities, resources available, designing and production, testing and marketing of the produce.
Manufacturer`s criteria for New Product:
A manufacturer should take into consideration the following criteria, while measuring an addition to his product line:
ü Adequate market demand should exist i.e. size and location of potential market should be well determined.
ü The product should fit into the company`s present marketing structure.
ü The idea should fit into the company`s present production structure. A new product idea can items fit in with existing production facilities manpower and management.
ü The product should fit as per the financial resources available i.e. whether adequate financing is available and feasible.
ü There should be no legal restrictions i.e. patents must be registered or applied for labeling and packaging must be inconsistent with the legal requirements.
ü Adequate management ability is available i.e. the executives have sufficient time and ability to handle the proposed new product.
ü The product should be in keeping with company`s overall image, self –concept and objective.
Why New Products Fail?
ü Product problems
ü Distribution and channel problems
ü Promotional problems
ü Pricing problems
ü Timing problems
ü Competitive problems
The failure of new products may be avoided by:
ü Improved screening and evaluation of ideas and products.
ü Organizational changes
ü Changes in procedures and communications.
ü Strengthening R & D efforts.
ü Improved production and quality control.
ü TQM
ü Improving caliber of personnel working on new product program me.
Bangalore -INDIA
Email: Satyasidharth@yahoo.com
Blog: http://www.sidharthmission.blogspot.com
MANUFACTURING RESOURCE PLANNING
The concept of any product is a manufacturing program me may be an Individual part or an assembly of parts .When the product is formulated either as an Individual part or as an assembly, It should be made available in its defined form for its eventual sale .In marketing, a product is a complex of tangible and intangible attributes ,including packaging ,colour ,price ,manufacturer`s prestige ,retailers prestige and manufacturer`s and retailer`s services which buyer may accept as offering satisfaction of wants or needs
New Product:
New product may be regarded as a product which may have several recognizable categories, Such as:
ü Products which are really innovative, truly unique.
ü Adaptive replacement of existing products involving a significant differentiation in the existing article.
New products mean second or subsequent generation products ,products new to a manufacturer`s product line or product mix but in basis functional forms already available in the market he is serving with his current product ,products already in manufacture`s range but adopted to suit another market and completely new product i.e. Product which is novel in paten table sense.
Product planning:
Product planning is the starting point for entire marketing program me in a firm .It embraces all activities, which enable producers and middlemen to determine what should constitute a company`s line of products .Product planning has been defined as “the act of marketing out and supervising the research, screening development and commercialization of new products ,the modification of existing lines and discontinuance of marginal or unprofitable iteams”.In other words, Product planning involves three…
ü The development and introduction of new products.
ü The modification of existing lines to suit the changing consumer needs and preferences.
ü The discontinuance or elimination or unprofitable or marginal products.
New Product Planning Process:
New product planning process consists in the creation of new ideas, their evaluation in terms of sales potentials and profitability, production facilities, resources available, designing and production, testing and marketing of the produce.
Manufacturer`s criteria for New Product:
A manufacturer should take into consideration the following criteria, while measuring an addition to his product line:
ü Adequate market demand should exist i.e. size and location of potential market should be well determined.
ü The product should fit into the company`s present marketing structure.
ü The idea should fit into the company`s present production structure. A new product idea can items fit in with existing production facilities manpower and management.
ü The product should fit as per the financial resources available i.e. whether adequate financing is available and feasible.
ü There should be no legal restrictions i.e. patents must be registered or applied for labeling and packaging must be inconsistent with the legal requirements.
ü Adequate management ability is available i.e. the executives have sufficient time and ability to handle the proposed new product.
ü The product should be in keeping with company`s overall image, self –concept and objective.
Why New Products Fail?
ü Product problems
ü Distribution and channel problems
ü Promotional problems
ü Pricing problems
ü Timing problems
ü Competitive problems
The failure of new products may be avoided by:
ü Improved screening and evaluation of ideas and products.
ü Organizational changes
ü Changes in procedures and communications.
ü Strengthening R & D efforts.
ü Improved production and quality control.
ü TQM
ü Improving caliber of personnel working on new product program me.
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