...story with a child’s perspective. Vasu remembers his step sister, Leela who gifted him with a toy owl that he beheld with pride among his classmates and felt himself becoming important. The narrator (Vasu himself) tells about his parents who wanted to have a girl child after having three sons. They were disappointed on the birth of another son instead. This disappointment of the parents was vented out on Vasu in the form of negligence and resentment. This affects the child who is filled with fear about the mother and brothers since they always silenced him and beat him. He misses having a sister when his friends express experiences with their sisters fondly- wrapping their books, their beautiful handwriting, the brother-in-law to boast of, the wedding, etc. He always waits to see and longs to be with his father who is away in Ceylon, doing business. Once when he comes home, he brings a little girl with him who happens to be Leela, herself. There is a quarrel about her coming home as Vasu’s mother does not agree to the illicit relationship of her husband bringing forth this girl. Vasu is disturbed by this, as well as by the fact that the girl is closer to his father than himself. But at the same time, Vasu is pleased to have a sister. The toy-owl with Leela attracts him and he gently asks her for it, though he cannot directly communicate it to her as their mother tongues differ. She exhibits her affection and greatness by gifting the owl to Vasu while she leaves his house - A...
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...into another world, imaging only Thapki with background song Tum Tak. Thapki says I will say a a word and the first thing comes into your mind on hearing that word, you will tell that. Bihaan says what is this game? This is so kiddish, lets play a grown up game. Thapki says that through this game I will know what is in your heart. Bihaan replies, is that so? You will know everything about what is inside my heart? Gajaab! Thapki says 'bada'l, Bihaan replies 'barish'. 'Train'.. He says "Chuk chuk gadi' She says, 'Peacock feather'. He replies, 'Bhagwan'. Bihaan gets a phone and leaves the room saying we will continue this game after the break. Thapki realises that Bihaan calls Bhagwan to Maa. She joins the dots and concludes that it was Vasu who had stopped my marriage with Dhruv as she has stated before also that she hates people who stammer. Sharadha says why was Thapki lying? She sees Bihaan..and says the biggest fool is Bihaan who is believing her. I will expose Thapki infront of everyone. Daadi Maa is reading a paat. She says that all the solutions to problems are in this paat. Thapki asks that what if the truth hurts everyone? Daaddi says whatever the truth is..it has to be out. Thapki says to herself, Vasu's truth will be out in front of family Aditi tells Thapki's Maa that these Diwaker and his are liars. They are hiding something. She brings in a box. Opens it but there is a dress inside it. Aditi's Maa says sorry to Diwaker's Maa. Diwaker says I did this deliberately...
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...sanma_forever@hotmail.com In this assignment I’m going to discuss about three small businesses which differentiate in the aspect of the strategies, Vasu Mini Market, MULTI Restaurant and Evergreen Spa. Firstof all let me start with Vasu Mini Market which nearer to my place, Senawang. The owner of the mini market is Mr. Vasu,even though he is the owner but it is managed by the whole family also can say as smallfamily business. Many customers from far and nearer came to purchase at Vasu Mini Market. The main reason why many customer purchase in Vasu Mini Market even though nearer have many Mini market and supermarket because the prices for many products at Vasu Mini market are even cheaper and reasonable than others nearby. In the statement that given clearly we can defined that Vasu Mini market using cost leadership strategy. Cost leadership is about organizing all your resources around producing goods and services at the lowest cost possible. By having the lowest costs associated with providing your products, you put your business in the unique position of being able to charge your customers the lowest price in the market for those products. Just to keep things straight, I’m referring to cost leadership (meaning the costs the business incurs to provide goods and services, not necessarily price leadership though the two usually go together. Vasu Mini market has been successful using its strategy of everyday lowprices to attract customers. The idea of everydaylow prices is to offer products...
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...TO: Professor Vasu Ramanujam FROM: Tatsunori Sasaki SUBJ: Analysis of Codman & Shurtleff, Inc. DATE: February 15, 2007 Johnson & Johnson relies on decentralized management system and its autonomous operating subsidiaries to compete in high-competitive health care markets. The planning and control system has benefits and detriments. The system creates a decentralized culture which is necessary for their success. The center of the control function is the Executive Committee comprising the chairman, president, chief financial officer, vice president of administration, and eight Executive Committee members with responsibilities for company sectors. In some ways, each subsidiary reports to a member of the Executive Committee. However, each company develops its own plans and strategies. In addition, those strategic plans remain fixed over a five-year period. Therefore, the managers are not only effectively delegated but also strongly accountable for their actions. They set their targets by themselves. Then, they move toward the goals based on their own decisions. So, there is no excuse for them to miss the objectives. That’s why Roy Black states that decentralized management is “unequivocal accountability for what you do.” Five- and Ten-year plans at Johnson & Johnson let them have long-term views and learning opportunities. It is in the fast-moving, complex, high competitive health care businesses. It is hard to make a prediction for the future and so...
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... REPORTS OF MARKS and GRADES Session & Year: III Sem.B. Tech. Chemical- DEC 2011 Course No: CY 205 Course Title: Organic Chemistry Credits: 3-0-0(3) Name of the Instructor: Dr. Darshak R. Trivedi Course Category: BSc Sl. No 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 Reg. No. 10CH01 10CH02 10CH03 10CH04 10CH06 10CH07 10CH08 10CH09 10CH10 10CH11 10CH13 10CH14 10CH15 10CH16 10CH17 10CH18 10CH19 10CH20 10CH21 10CH22 10CH23 10CH24 10CH25 10CH26 10CH27 10CH28 10CH29 1OCH30 10CH32 10CH33 10CH34 10CH35 10CH36 10CH37 NAME AAQIB H AZAAM ACHINT SANGHI ADITYA BATTU ADITYA NAIR AMIT ABRAHAM MATHAI ANANYA RAVI ANINDITA RAVIKUMAR ANIRUDH SRINIVAS M ARVIND KRISHNAN AYSHA H ANJUM CHETHAN M HITENDRA ARYA I VASU JASON NAVIN D SOUZA K GEEDHIKA KATIPALLI SRAVAN KUMAR KEVIN SUNNY KHADATKAR RASHMI KILAPARTHI RAMESH MANAV AGARWAL MASHOODUL HASSAN MOHAN LAL MEENA NAVEEN KUMAR NITIN BHARGAV NITISH M NAIK PAVANDEV PARITOSH YADAV PAVAN N PRASHANT V D RAGHAV ISHWAR RAGHAVENDRA K T RAJINI S RAMYA ANAND S ROOPESH RANGARAJAN % MARKS 73...
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...Three most pressing issues in Organizational Behavior and the practices that might be implemented Organization behavior is the study of behaviors and attitudes of people in an organization. After all human behaviors and attitudes determine effectiveness of any organization. The approach used in studying OB is the system approach. In other words, this approach interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. In this paper we propose to study leadership, motivation and organizational conflict, as among the most pressing issues in organizational behavior. Further, we shall discuss how these issues can be addressed. Critical role of motivation It is critical for managers to understand why and how employees are motivated if they are to make full use of a worker’s capacity to learn and perform. For a manager, motivating employees to learn and perform at their best is a complex and difficult challenge. No two individuals, that is, no two employees including the two who are doing the same job are alike. At any time two different individuals will have two distinct needs and desires. Moreover, what motivates an employee to perform well today may not motivate him the next year, or next week, or even next hour. However, a motivated set of employees represent tremendous promise....
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...LEADERSHIP, MOTIVATION AND ORGANIZATIONAL CONFLICT MOST PRESSING TOPICS IN ORGANIZATIONAL BEHAVIOR Organization behavior is the study of behaviors and attitudes of people in an organization. After all human behaviors and attitudes determine effectiveness of any organization. The approach used in studying OB is the system approach. In other words, this approach interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. In this paper we propose to study leadership, motivation and organizational conflict, as among the most pressing issues in organizational behavior. Further, we shall discuss how these issues can be addressed. 1. Critical role of motivation It is critical for managers to understand why and how employees are motivated if they are to make full use of a worker’s capacity to learn and perform. For a manager, motivating employees to learn and perform at their best is a complex and difficult challenge. No two individuals, that is, no two employees including the two who are doing the same job are alike. At any time two different individuals will have two distinct needs and desires. Moreover, what motivates an employee to perform well today may not motivate him the next year, or next week, or even next hour. However, a motivated set of employees represent tremendous...
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...would like to sincerely express my gratitude towards my manager during internship, Mr. Ashish Jain for his patience, deep knowledge and insights for my project. Besides, I would also like to thank my mentors during internship, Ms. Saraswathi Thirunellai and Mr. Rahul Vaid for their continuous guidance, patience, motivation, immense knowledge and insightful comments throughout my internship. I am sincerely grateful to them for providing me an opportunity to join their team as intern, providing me an intensive training plan and continuously motivating me to actively participate in audit engagements. Without their precious support, it would not have been possible to comprehend audit and this project. Also, I would like to thank Rahul Vaid and Vasu Vashishta for providing comments and inputs in preparing the final draft of this report. My sincere thanks also go to Professor N.L Ahuja, who constantly provided useful insights regarding this project and motivated me to work on this project. I thank my fellow audit team mates for the sessions which were full of knowledge, stimulating discussions and for all the fun we have had during my internship. List of Figures Figure 1 Why Audit? 13 Figure 2 Reporting structure of Audit 13 Figure 3 Different Audit Roles for Business 15 Figure 4 Three Line of Defense 15 Figure 5 IPPF Guidance 19 Figure 6 Audit flow 22 Figure 7 Rao soft Sampling Tool 26 Figure 8 Risk management function structure 29 Figure 9 Tools for...
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...Biografija (CV, Resume) ima svrhu da predstavi Vas i Vaše obrazovanje nekome ko Vas ne poznaje ili nema vremena da Vas upozna. Biografija koju pišete prilikom konkurisanja za posao ne bi trebalo da bude duža od jedne A4 strane. Dobro napisana biografija prvo pokazuje ono sto je najvažnije, ali sadrži i sve relevantne informacije. Da biste ostvarili svoj cilj, prilikom pisanja biografije savetujemo Vam da adaptirate biografiju shodno cilju koji želite da postignete (posao, nastavak studija, stipendija, konferencija…). Odštampajte biografiju na čisto belom A4 papiru. Biografija se piše slovima Arial ili Times New Roman, a veličina slova bi trebalo da bude između 10 i 12, ali nikako preko 12 jer prevelika slova ostavljaju loš utisak. Sa druge strane, ne smete koristiti ni premali font koji nije čitak. Sama biografija bi trebalo da sadrži sledeće: lične podatke, cilj biografije, obrazovanje, nagrade koje posedujete, praktično iskustvo, vannastavne aktivnosti, strane jezike, znanje kompjutera, hobije. Lični podaci. Ovde treba navesti ime i prezime, datum rođenja, adresu stanovanja, e-mail, telefon i nacionalnost. Ukoliko ste dobro napisali biografiju, biće jasno da se radi o Vašoj biografiji, te se to ne treba naglašavati. Cilj pisanja biografije. Cilj treba da je koncizno napisan i da označi šta Vi želite od svoje karijere, obrazovanja i slično, već shodno nameni biografije, odnosno vrsti posla ili konkursa na koji se prijavljujete. Obrazovanje. Ukoliko ste završili fakultet...
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...is needed. By mechanization we can efficiently reduce the effort of labors and uniformly spray the pesticide all over the farm. So there is need of development of user friendly, efficient and low cost mechanization in agricultural sector especially in pesticide spraying machine. REFERENCES: [1] Nitin Das, “Agricultural Fertilizers and Pesticides Sprayers - A Review”,” IJIRST -International Journal for Innovative Research in Science & Technology| Volume 1 | Issue 11 | April 2015 ISSN (online): 2349-6010” [2] Laukik P. Raut, “Design, development and fabrication of agricultural pesticides sprayer with weeder”,” International Journal of Applied Research and Studies (iJARS) ISSN: 2278-9480 Volume 2, Issue 11 (Nov - 2013)” [3] R. Joshua, V. Vasu and P. Vincent “Solar Sprayer – An Agriculture Implement”, “International Journal of Sustainable Agriculture 2 (1): 16-19, 2010 ISSN 2079-2107” [4] Mahesh M. Bhalerao, “Development and fabrication of smart spray pump” [5] M M Pandey, “Indian Agriculture – An Introduction”, “Fourth Session of the Technical Committee of APCAEM 10-12 February 2009, Chiang Rai, Thailand” [6] “State of Indian Agriculture – 2013-2013”, “Government of India Ministry of Agriculture Department of Agriculture and Cooperation Directorate of Economics and Statistics New Delhi” WEBSITES: 1.http://agricoop.nic.in/dacdivision/machinery1/chap4.pdf 2.http://nif.org.in/innovation/motorcycle_sprayer/244 3.http://nif.org.in/innovation/bicycle_mounted_sprayer/224 ...
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...Contingency Theories of Leadership Name Class Affiliation Instructor Date Leadership is considered by psychologists and organizational researchers as one of the most multifaceted and complex phenomena (Field & Seters, 1990). As a result of its complexity, leadership is one of the most misconceived phenomenon in the whole world. This prompted the researchers to come up with various foundational theories which helped to shed more light about leadership (Burns, 1978). Thus, it is impossible to analyze and evaluate leadership theories without going back to their origins (Field&Seters, 1990) There are several leadership theories that have been researched, developed and discussed by various researchers. They include; personality, influence, behavior, situational, transactional, anti-leadership, culture, transformational and contingency theories. The sole objective of this essay is to critically evaluate a group of contingency theories of leadership. The most notable contingency theories of leadership include Fried Fiedler’s, Path-Goal and Vroom-Jago (Field&Seters, 1990). This essay will start by evaluating Fiedler’s theory, followed by Path-Goal theory and the last three theories will be evaluated as a single group. According to (Bryman, 2011), contingency theories are advanced on the platform that dictates that there is no single best method that can be used alone to make a decision or lead an organization. These theories seek to offer and explain the...
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...Applying Organizational Behavior When Motivating Employees ADM 521 Applied Administration Concepts Dr. Michael Provitera 2/26/2014 Chauvaunia Goodman 1. Introduction Employee motivation can be regarded as one of the key practices for an organization to build long-term sustainability in any respective business industry. In relation to the recent phenomenon, the performance of employees significantly depends upon a number of factors including employee motivation, employee satisfaction, performance appraisal, compensation, training and development (T&D) along with adequate security of job role and organizational structure among other factors (Muogbo, 2013). However, the specific area of this study is focused on employee motivation, which tends to highly influence employee performance within an organization. In relation to the rapidly growing global business environment, marketers have been widely witnessed to implement a number of strategic measures in order to keep the workforce more optimistic with regard to their specific roles and responsibilities within the organization. In this regard, Organizational Behavior (OB) has long been observed to play an essential role for the entrepreneurs to develop strong workforce in accordance with the vision and postulated business goals (Tishman et al., 2012). Emphasising the notion of OB to play as an essential role in employee motivation, the primary objective of this report is to critically analyse the practice of OB by...
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...Q1. Motivating employees seems to be a challenge for managers - Discuss the advantages and disadvantages of the MBO program and provide at least one example to support your discussion. Goal-Setting Theories have evolved since the 50s and have an impressive documented literature. The Goal-Setting Theory addresses the issues that goal specificity, challenge, and feedback have on performance (Robbins, 2009, p185). Setting goals and motivating employees are always an important issue for a manager, however in certain cases it is difficult to make it operational. A more systematic way to utilize goal setting is with the management by objectives program (MBO), which introduced the system of SMART method of goals that are specific, measurable, achievable, realistic and tangible. MBO itself was first outlined by Peter Drucker in 1954 in his book “The Practice of Management”, in which he highlighted the principles of MBO: cascading of organizational goals and objectives, specific objectives for each member, participative decision making, explicit time period, performance evaluation and feedback. The concept by Peter Drucker can be seen on diagram 1. Diagram 1 – The 5 step MBO process (Drucker, 1954, The Practice of Management) As further detailed by Robbins (Robbins, 2009, p187-188) the organization’s overall objectives are translated into specific objectives for each succeeding level (divisional, departmental, individual) in the organization (as shown in diagram 2, Robbins, 2009...
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...JÖNKÖPING INTERNATIONAL BUSINESS SCHOOL JÖNKÖPING UNIVERSITY H o w to mo tiv a te a ss emb ly lin e wo rke r s Master Thesis within Business Administration. Subject: Management. Authors: Valdete Jusufi Maja Saitović Supervisor: Karl Erik Gustafsson Jönköping May, 2007. Master Thesis within Business Administration. Subject: Management. Title: Authors: Tutor: Date: Subject terms: How to motivate assembly line workers Valdete Jusufi & Maja Saitović Karl Erik Gustafsson 2007-05-28 assembly line, motivation, industrial laundry business, incentives, Human Performance System Abstract The purpose of our master thesis was to investigate what motivates assembly line workers performing low-skill jobs in a small industrial laundry business. We wanted to see what factors determine and influence their motivation to work and if and how this motivation can be improved with respect to assembly line systems in general. The method of our investigation was qualitative in nature, where we studied one firm that leases clean bed clothes and textiles to hotels and restaurants around Sweden. We constructed a survey on motivation and handed it out to the assembly line workers who deal with the laundry. Furthermore, we interviewed the shift manager in order to get the company’s view on employee motivation. Our findings indicate that there are several overlapping factors that determine and influence motivation in the long run. From this particular case we saw that a unified working culture...
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...Ako spadate u one kojima je dosta Power Pointa i jednoličnih slajdova, koji Vas ograničavaju i od kojih Vaša ideja postaje jednolična i nemaštovita, ovo je članak za Vas.. Predstavljamo vam PREZI! Kao alternativa power pointu, PREZI je u opticaju već neko vreme ali još uvek nije doživeo svoju ,,balkansku slavu“. Ovim ne zabijam nož power pointu u leđa, naprotiv. I dalje, ako se koriste pravilno, slajdovi su odlični za prenošenje informacija ali ponekad nam treba jednostavno nesto drugačije. Dobar PREZI je svež , nov i lako će zadržati pažnju Vaše publike. Postalo je jako teško ostaviti dobar utisak sa power point prezentacijom (koliko god da je dobra), zato što je ljudima isuviše poznata. Nasuprot toga, uz pomoć PREZIja wow efekat je zagarantovan, jer PREZI je rijetko kome poznat, a ljudi su oduševljeni novinama. Prezi (mađarska skraćenica za prezentacija) je mađarski start up, koji je nastao 2008. godine. Ovaj start up podržali su Mađar telekom,i Kitchen Budapest, sa namerom da zamene dosadne prezentacije u vidu slajdova. Prezi su osnovali Peter Arvai,Szabolcs Somla-fischer i Peter Halacys. Prezi zui Postoji online i offline forma PREZIja (PREZI desktop). Online PREZIju se pristupa preko sajta www.prezi.com na kojem je dovoljno da se registrujete i da pustite mašti na volju. Veličina i forma teksta su apsolutno u Vašim rukama. Takođe možete ubacivati čitave paragrafe u reči, uz pomoć zoom navigatora. Vi odlučujete kako će se PREZI obrtati i kojim redosledom će ići Vaša...
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