Hatton aitonal Bank of Sri Lanka was recognized as the best bank in Sri Lanka by international finance magazine Euromoney at the Euromoney Awards for Excellence 2009 Asia Dinner in Hong Kong. Euromoney praised the bank for being able to post solid results during an economic backdrop that arguably worsened and a political situation that stabilized towards the end of the review period. Rajendra Theagarajah, managing director and CEO of Hatton National Bank, received the award from Euromoney Magazine managing director Simon Brady.
Monday, November 2, 2009
South Indian Bank bags Best Bank award ~ South
Indian Bank won the best bank award in the traditional bank's category at
the 10th Financial Express awards for India's best banks selected by Ernst & Young. Pranab Mukherjee, union finance minister, presented the award to Dr VA Joseph, managing director and CEO of the bank.
MCX Stock Exchange has signed a cooperation agreement with ITSE
MCX Stock Exchange has signed a cooperation agreement with ITSE, the global index provider, which will bring a range of international as well as new domestic indices to the Indian market. Seen on the occasion of the signing ceremony (L to R) are U. Venkataraman, executive director, MCX Stock Exchange; Donald Keith, deputy chief executive, ITSE; Jignesh Shah, vice chairman, MCX Stock Exchange; Paul Hoff, managing director - Asia Pacific, ITSE and Khozem Merchant, deputy chairman, Pearson India
Cisco Capital sets up office in Dubai
Capital has launched a captive financing arm in Dubai to serve Gulf, North Africa and Central Africa. Seen on the occasion are (L to R) Marwan Lootah, chief ClJ •• 'orate affairs officer, DIFC Authority; Amna Al Sayed, CEO, DII·c.. Global; Wayne Hull, general manager, CISCO Capital UAE; HE Dr Omar Bin Sulaiman, governor of the DIFC; Sam Kharrat, managing director, CISCO Capital, Gulf & Pakistan; David Clark, senior executive officer, CISCO Capital, UAE and Abdulla Al Awar, CEO, DIFC Authority.
~ Alok Kumar Misra is CMD of Bank of India
Alok Kumar Misra has assumed charge as chairman and managing director of Bank of lridia. Prior to being appointed CMD of Bank of India, Misra had been CMD of Oriental Bank of Commerce. Earlier, he was executive director of Canara Bank and held several senior positions induding managing director of Indo-Zambia Bank, a joint venture between Bank of India, Bank of Baroda, Central Bank of India and the government of Zambia. A post-graduate in statistics from Lucknow University, CAl!B, fellow of the Certified Institute of Bankers of Scotland and a post-graduate diploma holder in personnel management, University of Delhi, he began his career as a probationary officer
S.B.JAIN IN"STITUTE OF TECHNOLOGY, MANAGEMENT & RESEARCH Nagpur
cases. However, the leader who uses power in the service of his/her organization is using power in the most constructive sense. The leader who seeks power for its own sake and for personal satisfaction is at a level of personal maturity that will compromise his/her ethical position,
.Organizations also playa political game. Organizations seek influence.
Influence increases autonomy (freedom to control own assets);
organizational morale (the ability to maintain cohesion and effectiveness);
essence (sanctity of essential tasks and functions);
roles and missions (exclusion of options that would challenge these);
budgets (increased roles and missions will
always favor larger budgets) Photo two-- leader NATURE OF STRATEGIC LEADER POWER
Strategist argues that power at the strategic organization level is manifested and executed through three fundamental elements: consensus (general or widespread agreement among all the members of a group) cooperation, "Cooperative potential refers to an organization's capacity to catalyze cooperative interaction among individuals and groups." Culture, It refers to the management culture, its flexibility and adaptability.
INDMDUAL SKILLS AND ATTRmUTES AS SOURCES OF POWER
Research and observations emphasize the following characteristics as being especially important for acquiring and maintaining
strategic power bases:
High energy and physical endurance- It is the ability and motivation to work long and often times grueling hours .Absent this attribute other skills and characteristics may not be of much value.
Directing energy- It is the ability and skill to focus on a clear objective and to subordinate other interests to that objective.
Successfully reading the behavior of others- It is the ability and skill to understand who are the key players, their positions and what strategy to follow in communicating with and influencing them.
Adaptability and flexibility - It s the ability and skill to modify one's behavior. This skill requires the capacity to re-direct energy, abandon a course of action that is not working, and manage emotional or ego concerns in the situation.
Motivation to engage and confront conflict- It is the ability aI).d skill to deal with conflict in order to get done what you want accomplished. The willingness to take on the tough issues and challenges and execute a successful strategic decision is a source of power in any organization.
Subordinating one's ego: - It is the abilityand skill to submerge one's ego for the collective good of the team or organization. Possessing this attribute is related to the characteristics of adaptability and flexibil- ~ ity.
CONCLUSIONS
In corporations, public agencies, universities, and government, the problem is how to get things done; how to move forward, how to solve the many problems facing organizations of all sizes and types. Developing and exercising power require having both will and skill. It is the will that often seems to be missing."
S.B.JAIN IN"STITUTE OF TECHNOLOGY, MANAGEMENT & RESEARCH Nagpur
Future
" Photo one-power and organization '. The concept of organizational politics can be defined as who gets what, when and how. If power involves the employment of stored influence by which events, actions and behaviors are affected, and then politics involves the exercise of power to get something done, as well as to enhance and protect the vest
ed interests of individuals or groups. Thus, the use of organizational politics suggests that political activity is used to overcome resistance and implies la conscious effort to organize activity to challenge opposition in a prior
ity decision situation.
The preceding discus
sion indicates that the concepts of power and organizatil'mal politics
are related. We define organizational politics
as the use of power, with power. viewed as a source of potential ener
gy to manage relation
. ships.
" Photo one-power and organization '. The concept of organizational politics can be defined as who gets what, when and how. If power involves the employment of stored influence by which events, actions and behaviors are affected, and then politics involves the exercise of power to get something done, as well as to enhance and protect the vest
ed interests of individuals or groups. Thus, the use of organizational politics suggests that political activity is used to overcome resistance and implies la conscious effort to organize activity to challenge opposition in a prior
ity decision situation.
The preceding discus
sion indicates that the concepts of power and organizatil'mal politics
are related. We define organizational politics
as the use of power, with power. viewed as a source of potential ener
gy to manage relation
. ships.
POWER
AS A MOTIVl!
Power is attractive becau confers the ability to influel decisions, about who gets wi resources, what goals are PI sued, what philosophy ~ organization adopts wE actions are taken and who 51 ceeds and who fails
Advantages of power organization
Power also gives a sense
control over outcomes, aJ enhanced control. Particularly I decision issues become more co plex and outcomes become mo uncertain,
Power becomes more attractil as a tool for reducing·uncertainv Power and the ability to use I are essential to effective leadershi] The critical issue is why tl
leader seeks power an
how it is used. Som see power as a tool I enhance their abi~ ty to facilitate th work oftheir orgaru zations and group' Others value power for its own sake, an exercise power for the personal satisfactiOl it brings. There can be good and bad in bot)
Future
HE challenges faced by strategic leaders in implementing complex and longrange consequential decisions demand
that they be sophisticated with respect to issues of leadership, power and influence. The changes that are shaping the nature of work in today'scomplexorganizations require that we develop the political will, expertise and personal skills to become more flexible, innovative and adaptive. Without political awareness and skill, we face the inevitable prospect of becoming immersed in bureaucratic infighting, parochial. (narrow minded) politics and destructive power struggles, which greatly retard organizational initiative, innovation, morale and performance Making organizations more innovative, responsive and responsible requires focusing on a number of leadership, power and influence issues The issues influence developing teams at the strategic ~evel, as well as managing organizational processes linked to values and ethics, organizational culture, visioning and the management of change.
that they be sophisticated with respect to issues of leadership, power and influence. The changes that are shaping the nature of work in today'scomplexorganizations require that we develop the political will, expertise and personal skills to become more flexible, innovative and adaptive. Without political awareness and skill, we face the inevitable prospect of becoming immersed in bureaucratic infighting, parochial. (narrow minded) politics and destructive power struggles, which greatly retard organizational initiative, innovation, morale and performance Making organizations more innovative, responsive and responsible requires focusing on a number of leadership, power and influence issues The issues influence developing teams at the strategic ~evel, as well as managing organizational processes linked to values and ethics, organizational culture, visioning and the management of change.
The Mind Power
The Mind Power
-- LOTS of specialists and experts recognize that the human mind has a lot of untouched potentials. In many respects, the mind is l \la, more powerful than one's physical being. You . can sit in a chair or lie down in bed without
moving and you will not be able to achieve anya"-o; thing physically. The mind however is compeluaU: tent of traveling and reaching out to
1'\ 13; possibilities even if you are physiuO cally inert. The power of your mind '\~ can help you gain peace, foresee the -e future, get what you want and com-
~o municate with other like minds. If you are able to tap all these abilities . of your mind, you will be able to enjoy < better economic, social and personal rewards as well as achieve a health- ier o
ti in . ns. True fulfillm nt
however can only come from positive and good intentions. The greatest stumbling block to this fulfillment is your own negative outlook about life coupled .with a harassed and stressful existence. To be
able to tap the energies of your mind, you must first work towards establishing a soother well-being and a more optimistic view oflife.
You might not be able to unlock your mind power at first sitting. Just like any other task however, you develop your chances of succeeding by practicing.
Practice can be performed during formal or informal moments of reflection and meditation. You may for example attempt to draw what you want and desire in life by taking a few moments each day to repeat what you want and to believe that it will
come. Before you know it, you will have succeeded in eliminating all negative thoughts and energies and you will have become a more positive individual.
You don't need to move or apply physical effort when you use mind power. Even so, your physical self must be in some kind of harmony with your mental self. This simply means that it helps to' maintain' a physically fit and healthy body. In some cases, this can be achieved by partially using mind power. Once physical wellbeing is achieved, mental power is strength
ened.
Even with a guide, the true key to unlock mind power secrets is in you. You just have to believe and trust that you are capable of this just like everyone else. Just start unlocking and using your mind power from today.
-~
I
....J
r
(The author can be contacted at Email: mohitmanke@gmail.com)
•
-- LOTS of specialists and experts recognize that the human mind has a lot of untouched potentials. In many respects, the mind is l \la, more powerful than one's physical being. You . can sit in a chair or lie down in bed without
moving and you will not be able to achieve anya"-o; thing physically. The mind however is compeluaU: tent of traveling and reaching out to
1'\ 13; possibilities even if you are physiuO cally inert. The power of your mind '\~ can help you gain peace, foresee the -e future, get what you want and com-
~o municate with other like minds. If you are able to tap all these abilities . of your mind, you will be able to enjoy < better economic, social and personal rewards as well as achieve a health- ier o
ti in . ns. True fulfillm nt
however can only come from positive and good intentions. The greatest stumbling block to this fulfillment is your own negative outlook about life coupled .with a harassed and stressful existence. To be
able to tap the energies of your mind, you must first work towards establishing a soother well-being and a more optimistic view oflife.
You might not be able to unlock your mind power at first sitting. Just like any other task however, you develop your chances of succeeding by practicing.
Practice can be performed during formal or informal moments of reflection and meditation. You may for example attempt to draw what you want and desire in life by taking a few moments each day to repeat what you want and to believe that it will
come. Before you know it, you will have succeeded in eliminating all negative thoughts and energies and you will have become a more positive individual.
You don't need to move or apply physical effort when you use mind power. Even so, your physical self must be in some kind of harmony with your mental self. This simply means that it helps to' maintain' a physically fit and healthy body. In some cases, this can be achieved by partially using mind power. Once physical wellbeing is achieved, mental power is strength
ened.
Even with a guide, the true key to unlock mind power secrets is in you. You just have to believe and trust that you are capable of this just like everyone else. Just start unlocking and using your mind power from today.
-~
I
....J
r
(The author can be contacted at Email: mohitmanke@gmail.com)
•
Technical Job
18) Monotony and stress have contributed to increased attrition rate. So keep changing the duties or position of employees after fixes period.
19) Induction program and Exit interview are very important.
20) Identify the key employees.ofthe firm or categorize the employee according to need of the firm. It will help you to customize your retention program.
21)Your staff members must feel rewarded, recognizes and appreciated. Monetary rewards, bonuses and gifts make the thank you even more appreciated. Understandable raises tied to accomplishments and achievements help to retain staff. Offer an attractive, competitive, benefits package.
22)Select the right people in the first place through behaviour-based testing and cOIllpetency screening.
23) Demonstrate respect for employees at all times. Treat the employees well & provide a dignity of job.
24)If a key employee resigns, it should be taken up on a priority basis and kept confidential as far as possible and the senior management should meet the employee to discuss his reason for leaving and evaluate ifbis issues bear merit and whether they can be resolved.
25)People want to enjoy their work.
Makework fun. Engage,employ the special talents of each individual
So if we want to reduce attrition we can take the P9ints mentioned above for the same and can do best from our end to reduce attrition rate in IT-Sector. So the process is complete only with the joints efforts of the employer & employee.
The employee either experienced or freshers should also make them updated with the changing environment of the IT sector since it the most dynamic one .Updation will help the candidates to cope with the fastest IT environment and to have competitive advantage over others.
19) Induction program and Exit interview are very important.
20) Identify the key employees.ofthe firm or categorize the employee according to need of the firm. It will help you to customize your retention program.
21)Your staff members must feel rewarded, recognizes and appreciated. Monetary rewards, bonuses and gifts make the thank you even more appreciated. Understandable raises tied to accomplishments and achievements help to retain staff. Offer an attractive, competitive, benefits package.
22)Select the right people in the first place through behaviour-based testing and cOIllpetency screening.
23) Demonstrate respect for employees at all times. Treat the employees well & provide a dignity of job.
24)If a key employee resigns, it should be taken up on a priority basis and kept confidential as far as possible and the senior management should meet the employee to discuss his reason for leaving and evaluate ifbis issues bear merit and whether they can be resolved.
25)People want to enjoy their work.
Makework fun. Engage,employ the special talents of each individual
So if we want to reduce attrition we can take the P9ints mentioned above for the same and can do best from our end to reduce attrition rate in IT-Sector. So the process is complete only with the joints efforts of the employer & employee.
The employee either experienced or freshers should also make them updated with the changing environment of the IT sector since it the most dynamic one .Updation will help the candidates to cope with the fastest IT environment and to have competitive advantage over others.
workplace issues and colleagues.
workplace issues and colleagues.
2) Let employees know that their opinions are valuable. Ask them to open up. Listen to employees ideas; never ridicule them.
3) Compliment and Thank your employees for their valuable contribution. Recognize and celebrate their success.
4) Setting up a feedback mechanism to maintain consistency in performance and high motivation levels. Offer performance feedback and praise good efforts and results. Criticize but Praise publicly.
5) Give them job security.
6)Providing opportunities oflearning by constantly upgrading the skills of
employees. •
7) Paying attention to employees personal needs and participation.
8) Gauging the needs of the employees through open communication and polls.
9) Communicate goals, roles and responsibilities so that people know what is expected from them and feel a part of crowd.
10)Keep employees informed about the happening in the company so that they will be confident about the future or not to look for better option.
11) Encourage. humor & laughter in workplace to deal with stress which will ensure that the employees are happy which gets reflected in their services especially critical in voice based transaction.
15)The attrition battle could be won by focusing on retention, making work a fun place, ongoing learning and treating applicants and employees in the same
2) Let employees know that their opinions are valuable. Ask them to open up. Listen to employees ideas; never ridicule them.
3) Compliment and Thank your employees for their valuable contribution. Recognize and celebrate their success.
4) Setting up a feedback mechanism to maintain consistency in performance and high motivation levels. Offer performance feedback and praise good efforts and results. Criticize but Praise publicly.
5) Give them job security.
6)Providing opportunities oflearning by constantly upgrading the skills of
employees. •
7) Paying attention to employees personal needs and participation.
8) Gauging the needs of the employees through open communication and polls.
9) Communicate goals, roles and responsibilities so that people know what is expected from them and feel a part of crowd.
10)Keep employees informed about the happening in the company so that they will be confident about the future or not to look for better option.
11) Encourage. humor & laughter in workplace to deal with stress which will ensure that the employees are happy which gets reflected in their services especially critical in voice based transaction.
15)The attrition battle could be won by focusing on retention, making work a fun place, ongoing learning and treating applicants and employees in the same
UPSC NDA & Naval Academy Entrance Exam 2010
Union Public Service Commission (UPSC) in New Delhi has issued the notification for he National Defence Academy (NDA) and
aval Academy lNA) - (I) entrance exam 2010. It is conducted for selecting students into Army, Navy and Air Force wings ofthe National Defence Academy (NDA), for the upcoming session 2010.
Date of Exam April 18, 2010 Test Centers
Agartala, Gangtok, Panaji (goa), Ahmedabad, Hyderabad Patna, Aizwal, Imphal, Port Blair, Allahabad, Itanagar, Raipur. Bangalooroo, Jaipur, Ranchi, Bareilly, Jammu, Sambalpur, Bhopal, Jorhat, Shillong, Chandigarh, Kochi, Shimla, Chennal Kohima, Srinagar, Cuttack, Kolkata, Thiruvanathapuram, Dehradun, Lucknow, Tirupati, Delhi, Madurai, Udaipur, Dharwad, Mumbai, Vishakhapatnam, Dispur, Nagpur (The test centers are liable to changes on the directives of the Commission)
Fee: See the prospectus How to Apply
Interested candidates can apply in the Common Application Form devised by the Commission for its examination, which are available for sale at the designated Head Post Offices/Post Offices (specified in Appendix-Ill of the Notice) throughout th~ country against a cash payment of Rs 20 (Rupees twenty only). Each such Form can be used only once and only for one examination.Fee of Rs 50 for General I OBC candidates is to be paid through Central Recruitment Fee Stamp only. SC/ST candidates are exempted from payment of Fee. Thereafter, the completely filled application from must reach the Secretary, Union Public Service Commission, Dholpur House, Shahjahan Road, New Delhi-110069 eith~f by hand or by Post/Speed Post or by Courier, on or before the last date mentioned. In case a ny difficulty in obtaining application forms from the designated HPOs I POs, the candidates should immediately contact the concerned Post Master or UPSC's FORMS SUPPLY MONITORINGlCELL over Telephone No.011- 23389366/Fax No.011- 23387310.
Date of issue of Application Form October 17, 2009
Last Date of submitting Application Form November 16, 2009
November 23,2009 [For candidates residing in remote areas specified in the Notice, only by Post I Speed Post only (not by Hand or by Courier»)
EMPLOYERS should not ask why are you leaving? rather they should ask when you start searching for a job?
Getting an insight and inside scoop can really help. It gives information about internal problems, employee's perceptions of the organization, underlying
