Free Essay

Hrd 320

In: People

Submitted By sunaina123
Words 1586
Pages 7
Taha Sabir
Journal #1
HRD # 313D
Influencing people is another crucial aspect of being an effective leader. In my current position the power I seem to use most is Expert power. Our office has an extremely young employee base that has not been in Government acquisition very long. Since I have been heavily involved in acquisitions and specifically on one specific airframe many coworkers look to me for help. Because of this it seems to set me apart from other program managers that reside at the same level as me. This power coincides with information power. Because of this knowledge and the fact that coworkers bring their issues, I continually gain information from them on programs that I do not normally work or are not with in my prevue. Also, due to residing in the same program for over three years, I use a large amount of connection power. There are quite a few people that have been part of the program in other locations that I have built relationships with and individuals that have moved up in the program that I still communicate with on a regular basis. My relationship with these individuals gives me power in itself. Occasionally, I have been asked to make a phone call to help out in certain situations. Most of the above powers are based on a long standing position within the same office. Currently, I do not use the other identifies powers because I am not in a position to do so, hence the reason I am going after my degree at NEIU. I do, however, make recommendations to leadership within the awards program that occasionally benefits individuals I work with. While I do not have direct oversight of this type of power I do provide input that feeds into it.
Politics plays a huge role within the Government. As a Government employee one must always play some part in organizational politics. When it comes to political behaviors, I tend to use them all (learning the organizational culture and power players, developing good working relationships, and being a loyal and honest team player) equally except for gaining recognition. Even though my need for gaining recognition is allow I do believe that recognition is an important part of any organization. There is an excellent awards program within in our office that I consistently write awards for. My current manager does not necessarily enjoy writing them and has difficulty. I enjoy writing up awards packages and it seems to come rather easily to me. When I write up a package and the individual wins the award I feel like I have won the awards and that could be why I do not push for recognition myself. The fact of knowing that I wrote an award winning package feels good and I have actually received kudos from my boss’s boss for some of the packages I have compiled.
Based on my personality profile I am conscientious and open to new experience. These results reflect that I am toward the higher end for being a good listener. There are, however, areas of communication that still require some improvement. Areas that I need to improve on from a communication perspective are interrupting others. I continually have issues with this and find myself having to really concentrate on not interrupting which sometimes leaves me not listening to a conversation. I have gotten better over the last few years but continue to work on this issue. From a feedback and coaching position, I do not always provide the feedback as I should. I try to make a point in providing feedback, whether it is positive or negative. The ultimate goal is to get the feedback into the hands of the individual so they can use it for the future. Lastly, conflict style is one that gets me every time.
Being conscientious and open to new experience helps in making me part of the in-group. I have worked for my manager for the last three years. I have followed in his foot-steps for every job. As he exits the job and moves up within the organization I backfill his old position. We hold the same values, work ethic, and as I am learning in this course, the same leadership styles. Based on my relationship with my manager I would say it accurately reflects that relationship. My relationship with my boss is an abnormal one. I have never held a relationship with another boss like I have with my current one. I am not sure I will ever hold such a strong relationship with another boss. But all relationships vary and there may be a different kind of strong with someone else someday. Most relationships are determined by how much effort you put into them which leads back to the title of this assessment, being an effective follower.
.
The team I am currently on is an extremely effective team within the organization; most of us are part of the in-group. Our team is responsible for the management of more contracts and funds than any other team in the organization. We are also the smallest and most diversified team in the organization. A diverse workforce brings many different perspectives to any organization which makes it stronger. I have seen multiple occasions where having multiple perspectives leads to an outcome that far exceeds those of a group that does not have a diverse workforce. A diverse workforce creates a strong organizational culture, improves employee morale leading to higher retention, and improves creativity and productivity. As stated above, we also have a small team where we have the opportunity to interact and relate on a professional and personal level. This relationship helps us to be more productive and work efficiently. Also having that personal relationship we all strive to make each other look good. When one of us looks good we all look good. Another attribute of our team that sets us apart is the level of cross functional knowledge we share and can take advantage of. We are all knowledgeable within certain areas of contract management and we use that to our advantage. Of course, no team is completely effective on their own. Out team leader helps to grow us and become a better team on a daily basis. Without his mentorship and direction we may not be as close as we are.
Beyond being an effective teammate, I am a strategic thinker. There are many reasons that establish me as a strategic thinker. Strategic thinkers are able to sort out emotion from fact. By keeping emotion out of the decision making process one can concentrate on the facts and make the appropriate decision to meet a long-term goal. This also lends itself to being able to analyze all the data, as well as, sort and prioritize information. Strategic thinkers also have the ability to see patterns among seemingly unrelated events. Putting things together from a global perspective gives the foresight of strategic planning. As a strategic thinker I am consistently looking for alternatives, thinking outside the box, and envisioning new possibilities that most people around do not do. I am always challenging assumptions, open to new ideas and information, and I am never willing to just accept the norm. Just because the norm was right five years ago does not make the norm right now. Lastly, in a strategic environment, I understand the need to make tradeoffs; this is quite transparent when we are negotiating with defense contractors. By looking at long-term goals I must balance short-term gains and occasionally not accomplish a short term goal in order to meet a long-term objective.
A long time ago I was very resistant to trying new things and change. I was extremely committed to my stubbornness and just knew that my way, the norm, was the right way. Yet, I could look around my life and in so many areas see that I was not experiencing what I wanted to be experiencing. I saw other people for whom things came easily and resented them for it. I saw others succeeding where I was not and new they had something I didn’t have. Any invitation to do something different was countered with one thousand reasons why it couldn’t work. One day, a boss gave me ten ways I could make my education and professional life all happen at the same time and I denied every single one of them. That was when I figured out just how resistant to change I was. That was seven years ago and have been slowing working to not resist change and attempt to accept any and every change in my life, both personal and professional. Once I started doing that I started experiencing things I had never experienced before and started succeeding in areas of my life that I had not before. Leading people to accept change within an organization can be done in many ways. Influencing others through reasoning is one way. By explaining to them why it's important or helpful for them to try something new, it relies on their sense of responsibility and conscientiousness to comply. This method of reasoning is the easiest method, for me, to get things accomplished when doing something new or changing something that already exists. In order to convince people of attempting something new mutual trust and respect must be present. I continually build my relationships with coworkers and even bosses to establish that sense of trust and respect.

Similar Documents

Premium Essay

• " a Study of the Impact of Human Resource Practices in Regional Rural Bank of Mp

...• " A STUDY OF THE IMPACT OF HUMAN RESOURCE PRACTICES IN REGIONAL RURAL BANK OF MP II (A) INTRODUCTION OF HRD According to Economic Theory, the factors of production are land, labour, capital, organization and enterprise to produce and distribute goods and services. These five factors can be further grouped into two broad categories, (i) land and capital and (ii) labour, organization and enterprise. The former category is passive in nature while the latter one is active. The inputs of this category may be largely termed as human resources working in the form of entrepreneurs, managers and workers. No amount of production of any good or service is possible in their absence. Even with the given factor - inputs (factors of production) of the first category, the magnitude of goods and services and their quality depend on the quality of such human resources. In the present day society, the need for well developed and qualified human resources is being felt very profoundly to successfully face cut-throat competition. This is because the modern commercial and industrial scenario is characterized by mega-sized organizations, global competitions, innovative and newer wide variety of goods and services and ever changing technology. In this situation, the development of human resources has assumed more significance so as to understand and use ever - changing technology and to do the job effectively and efficiently, eventually leading to...

Words: 4801 - Pages: 20

Premium Essay

Management

...contents List of figures List of tables About the authors About the contributors Preface Authors’ acknowledgements Tour of the book HRM as I see it: video and text feature Publisher’s acknowledgements Key topics grid xviii xx xxi xxii xxv xxxiii xxxiv xxxvi xxxviii xl 1 2 2 2 3 3 3 4 5 6 8 9 9 13 16 17 18 18 20 22 22 24 25 27 30 I the arena of contemporary human resource management 1 the nature of contemporary HRM John Bratton Outline Objectives Introduction The development of HRM Keynesianism: collectivism and personnel management HRM in practice 1.1: A new role for HR professionals Neo-liberalism: individualism and HRM Management and HRM The meaning of ‘human resource’ The meaning of ‘management’ The nature of the employment relationship Scope and functions of HRM Theoretical perspectives on HRM HRM in practice 1.2: Twenty-first-century senior HR leaders have a changing role The Fombrun, Tichy and Devanna model of HRM The Harvard model of HRM The Guest model of HRM The Warwick model of HRM The Storey model of HRM HRM and globalization: The HRM model in advancing economies? Ulrich’s strategic partner model of HRM Studying HRM Critique and paradox in HRM viii contents ix Case study: Canterbury Hospital Summary, Vocab checklist for ESL students, Review questions and Further reading to improve your mark 33 34 37 37 37 38 38 39 41 44 44 45 46 48 50 52 54 55 56 56 58 60 62 65 66 69 69 69 70 70 71 72 72 73 73 74 77 78 80 81 88 92 2 corporate strategy and strategic...

Words: 37021 - Pages: 149

Free Essay

Business

...EXECUTIVE SUMMARY. A case study seeks to associate with reward and employee motivation and identify association between employee motivation and employee motivation variables for instance gender, age, education, and income level and job experience in banking in Pakistan. The study should be based on primary data and sample size, by use of questionnaires. The partners are, therefore, in case of a business opportunity should apply relevant entrepreneurial skills in order to succeed especially by following the following path. Two hypotheses were developed for the present study and were tested by using Chi-square Test and binary Regression Test. The result of Chi-square shows that P- value is 0.048 of Chi-square its mean there is an association between salary and gender. The correlation between rewards and Employee Motivation is 0.546, which shows the positive relationship between compensation and employee motivation Payment structure is a crucial element in a business plan and should be carefully be looked into for instance the partners should make sure that they recruit a reasonable number of workers that they are able to manage. Objectives of this study   (i).To determine if there is an association between rewards and employee motivation, biographical factors (Gender, age, education, qualification, and Income level). (ii).To identify the types of reward system in Pakistani Banks. (iii).To determine the impacts of rewards system on Banks employees’ biographical variables. (iv)...

Words: 2319 - Pages: 10

Premium Essay

Ramlal

...Measuring Human Resource Management’s Effectiveness in Improving Performance Sunil J. Ramlall, Ph.D. Assistant Professor College of Business University of St. Thomas TMH 331B, 1000 LaSalle Avenue Minneapolis, MN 55403 E-mail: sjramlall@stthomas.edu Phone: (651) 962-4349 © Ramlall, 2002 Abstract This article examines the strategic role of HR and its main practices, describes the outcomes of the respective category of HR practices, explains the critical reasons for measuring HR’s efforts, and proposes a framework for assessing HR. Ultimately, organizations would be able to utilize the information to determine how particular HR practices correlate with better business results; determine potential areas for investments, expansions, and reductions; justify budget allocations; and be more accountable for each dollar spent within the organization. The framework proposed does not merely explain the cost for each of the major HR activity, but demonstrates the value of the activity and hence, the opportunity to determine if it is a worthwhile investment and strategy for creating a competitive advantage. What value does the human resources (HR) function contribute to the bottom line of the organization? Over the years, there has been tremendous emphasis placed on HR practitioners becoming strategic business partners and being a value-added source within organizations. Traditionally, HR professionals could talk...

Words: 6624 - Pages: 27

Premium Essay

Company Info

...COMPANY INFORMATION 1. Company Name- Executive Technologies Ltd. Address- House 183 Road 69, Gulshan Avenue, Gulshan-2, Dhaka-1212. Email- info@etlbd..net 2. Company Name- Jeans Express Ltd., Address- 49/A CDA’S, Fouzderhat Heavy Industrial Area, Sagarika Road, Pahartali, Chittagong. Email- info@laxlingerie.com 3. Company- Developer Email- abcmarks.sg@gmail.com 4. Comapany- Join Venture Address- House#84 (2nd Fl.), Road#7/A, Dhanmondi R/A, Dhaka-1209 Email- career1205@gmail.com 5. Company- Abony Knitwear Ltd. address- Md. Muslim Uddin, Deputy Manager, R & D, Aboni Knitwear Ltd., Tetuljhara Union, Hemayetpur, Savar, Dhaka. Email- muslimuddin@babylon-bd.com 6. Company- Manufacturing Email- bdmfgcomp@gmail.com 7. Company- Leading indenting house at Banany Email- careeratssl@gmail.com 8. Company name- cititech Email- sisto@citechco.net Phone- 0192 3522 729 9. Company- manufacturing Email- hr@belbd.com 10. Company- garments Email- antrims3@bdcom.net 11. Company- sweater company Email- hnnath@technohaven.com 12. Company- multinational company Email- aa20467@gmail.com 13. Company- Covanta Bangladesh Email- sbarua@covantaenergy.com 14. Company- eversmart bd ltd. Address- Human Resources Manager, EVER SMART BANGLADESH LTD., Begumpur, Mirzapur, Gazipur-1740, Bangladesh. 15. Company- woven factory ...

Words: 7367 - Pages: 30

Premium Essay

Term Paper

...Human Resource Management Practices in Bangladesh: A Comparative Case Study based on public and private dairy firm in Bangladesh. Subject: Human Resource Management Section: 01 Submitted to M. Khasro Miah, Ph.D. Associate professor, North South University Submitted by Faisal Nasir Khan ID#102- 0576-060 Raquib Mahmud ID#102- 0708-560 Mahmudul Alam Chowdhury ID#102- 0919-060 Acknowledgement We would like to express our most sincere gratitude and appreciation to our course instructor Dr. M. Khasro Miah ( Associate Professor, North South University) for giving us the opportunity to make this project. To be honest, we were little bit bogged before starting this project. Class lectures helped us to get rid of this problem. So, we are indebted to our course teacher Dr. M. Khasro Miah for his outstanding class lectures which made this work much easier. Our honorable sir also made the class more interesting introducing different kinds of discussion regarding to various issues which cover HRM. That’s why a major part credit goes to him. Also thanks to Milk Vita’s Assistant Manager (procurement) Kanti Mondal for helping us providing information related to human resource management of dairy farm. Thanks to Almighty for giving us potential to bring this Project into reality. ABSTRACT Human Resource management has several sections to explore. In this Human Resource Management Course (BUS-601), we have been given the topic based on Human Resource...

Words: 7633 - Pages: 31

Premium Essay

Bpsm

...SRATEGIC MEMO INTERIM REPORT ON KARNATAKA POWER TRANSMISSION CORPORATION LIMITED (KPTCL) By, Suma Ragupathi (10050) Sunil M (10051) Swathy Swaminathan (10053) Thirtha (10055) Gunjan Modi (10078) Sarita G. Krishnan (10103) GROUP B2 : NAPOLEON | TABLE OF CONTENTS 1. HISTORY 3 1.1 Power Generation and Transmission in Karnataka State 3 1.2 Re-structuring of KEB into KPTCL 4 2. VISION AND MISSION 5 2.1 Vision 5 2.2 Mission 5 3. ENVIRONMENT ANALYSIS 6 3.1 Political situation in Karnataka 6 3.2 Economic situation in Karnataka 6 3.3 Social situation in Karnataka 7 3.4 Technological innovations in power sector 7 4. INDUSTRY ANALYSIS 9 4.1 Current Scenario 9 4.2 Challenges and Risks 9 5. SWOT ANALYSIS of KPTCL 11 5.1 Strengths 11 5.2 Weaknesses: 11 5.3 Opportunities 12 5.4 Threats 12 6. KPTCL’s CURRENT SITUATION 13 6.1 Demand-Supply Status 13 6.2 Present Karnataka State Power Scenario 14 6.3 Financial Position of ESCOMS 15 6.4 Energy Sufficiency – Capacity Addition 15 7. DELIVERABLES FOR THE FULL REPORT 16 KARNATAKA POWER TRANSMISSION CORPORATION LIMITED (KPTCL) 1. HISTORY 1.1 Power Generation and Transmission in Karnataka State The erstwhile Mysore State had the enviable and glorious position of...

Words: 3057 - Pages: 13

Premium Essay

How Hr Practices Effect Employee Performance

...How Human Resource Management Practices affects Employee Performance. Principle Author: ALI SADIQ Ali.sadiq.ch@live.com MS Student Other Authors: TAHIRA JABEEN, HASHIR KHAN, ABDUL BASIT, WAQAS ASLAM MS Students COMSATS INSTITUTE OF INFORMATION TECHNOLOGY, LAHORE CAMPUS CHAPERT 1 Abstract Human Resource is the most important asset for any organization and it is the resource of achieving competitive advantage. Managing human resources is very challenging as compared to managing technology or capital and for its effective management, organization requires effective HRM system. HRM system should be backed up by strong HRM practices. HRM practices refer to organizational activities directed at managing the group of human resources and ensuring that the resources are employed towards the fulfillment of organizational goals. The purpose of this study is to explore contribution of Human Resource Management (HRM) practices including selection, training, career planning, compensation, performance appraisal, job definition and employee participation on perceived employee performance. We describe why human resource management (HRM) decisions are likely to have an important and unique influence on organizational performance. Our hope is that this research forum will help advance research on the link between HRM and organizational performance. We identify key unresolved questions in need of future study and make several suggestions intended to help researchers...

Words: 14898 - Pages: 60

Free Essay

Pdf , Doc

...[pic] [pic] “A STUDY ON EFFECTIVENESS OF TRAINING PROGRAM IN HYUNDAI MOTORS INDIA LIMITED” By A.GEETHA (REGISTER NO: 30606631017) Of JEPPIAAR ENGINEERING COLLEGE A PROJECT REPORT Submitted To The FACULTY OF MANAGEMENT SCIENCES In partial fulfillment of the requirements For the award of the degree Of MASTER OF BUSINESS ADMINISTRATION June – 2008 JEPPIAAR ENGINEERING COLLEGE JEPPIAAR NAGAR, OLD MAMALLAPURAM ROAD CHENNAI – 600 119 DEPARTMENT OF MANAGEMENT STUDIES [pic] BONAFIDE CERTIFICATE Certified that this project report titled “A STUDY ON EFFECTIVENESS OF TRAINING PROGRAM IN HYUNDAI MOTORS INDIA LIMITED” is the bonafide work of Ms.A.GEETHA who carried out the research under my supervision. Certified further, that to the best of my knowledge the work reported herein does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate. Submitted for the Examination held on …………………… HEAD OF THE DEPARTMENT Date: ……………… INTERNAL GUIDE EXTERNAL EXAMINER Date: ……………… Date: ……………… ABSTRACT A study...

Words: 10456 - Pages: 42

Premium Essay

Innformation and Knowledge Management

...____________________________________________________________________ PROGRAMME HANDBOOK ____________________________________________________________________ ____________________________________________________________________ POSTGRADUATE DIPLOMA IN BUSINESS MANAGEMENT ____________________________________________________________________ ____________________________________________________________________ JANUARY 2016 INTAKE ____________________________________________________________________ Copyright© 2016 THE MANAGEMENT COLLEGE OF SOUTHERN AFRICA All rights reserved, no part of this book may be reproduced in any form or by any means, including photocopying machines, without the written permission of the publisher 1 MANCOSA: POSTGRADUATE DIPLOMA IN BUSINESS MANAGEMENT TABLE OF CONTENTS 1. WELCOME 1.1 MESSAGE FROM THE PRINCIPAL 1.2 MESSAGE FROM THE OFFICE OF THE DEAN 3 4 INTRODUCTION TO MANCOSA 2.1 BRIEF HISTORY OF MANCOSA 2.2 PROGRAMME OFFERINGS 2.3 ACADEMIC MANAGEMENT 4 5 5 3. THE MANCOSA VISION 6 4. THE MANCOSA MISSION 6 5. POSTGRADUATE DIPLOMA IN BUSINESS MANAGEMENT PROGRAMME STRUCTURE 5.1 OVERALL PROGRAMME OBJECTIVES 5.2 PROGRAMME FOCUS 5.3 MODULE DESCRIPTIONS 2. 6. PROGRAMME ADMINISTRATION 6.1 PROGRAMME MANAGEMENT 6.2 FINANCE 6.2.1 FEE PAYMENT 6.2.2 PAYMENT OF FEES AND OTHER DUES 6.2.3 PAYMENT PLANS 6.2.4 ADDITIONAL FEES/CHARGES 6.2.5 REGISTRATION SPECIFIC/INCOMPLETE MODULES ...

Words: 24199 - Pages: 97

Premium Essay

Management

...Electronic Submission Coversheet * Please complete and insert this form as the first page of your electronic submission. * Submit the assignment with attached coversheet electronically through the Wolf E-submission gateway * Please make sure you keep a copy of your assignment. Student Details Surname | ADEYEYE | Given name | BABATUNDE .K. | Student Number | 1015631 | Email | meet_tunashi@yahoo.com | Assignment Details Module name | Managing Human Resources | Module Code | 7HR011 | Managing Human Resources | | 7HR011 | Dr Anosike. U. Paschal | Due date | 8/01/12 | | Assignment title | Task 2 | All forms of plagiarism, cheating and unauthorized collusion are regarded seriously by the University and could result in penalties including failure in the unit and possible exclusion from the University. If you are in doubt, please read the following web page. Student’s Declaration By submitting this assignment I SIGNAL & DECLARE my knowledge and agreement to the following: - Except where I have indicated, the work I am submitting in this assignment is my own work and has not been submitted for assessment in another unit or for any other purpose. This work conforms to the instructions and submission guidelines as contained in the assessment briefing and the module guide respectively. This submission complies with University of Wolverhampton policies regarding plagiarism, cheating and collusion. I acknowledge and agree that the...

Words: 3571 - Pages: 15

Premium Essay

Strategic Management

...____________________________________________________________________ PROGRAMME HANDBOOK ____________________________________________________________________ ____________________________________________________________________ MASTER OF BUSINESS ADMINISTRATION GENERAL DEGREE ____________________________________________________________________ ____________________________________________________________________ JANUARY 2016 INTAKE ____________________________________________________________________ Copyright© 2016 THE MANAGEMENT COLLEGE OF SOUTHERN AFRICA All rights reserved, no part of this book may be reproduced in any form or by any means, including photocopying machines, without the written permission of the publisher MANCOSA: MBA (GENERAL) STAGE 1 1 TABLE OF CONTENTS 1. WELCOME 1.1 MESSAGE FROM THE PRINCIPAL 1.2 MESSAGE FROM THE OFFICE OF THE DEAN 3 4 INTRODUCTION TO MANCOSA 2.1 BRIEF HISTORY OF MANCOSA 2.2 PROGRAMME OFFERINGS 2.3 ACADEMIC MANAGEMENT 4 5 5 3. THE MANCOSA VISION 6 4. THE MANCOSA MISSION 6 5. MBA PROGRAMME STRUCTURE 5.1 OVERALL PROGRAMME OBJECTIVES 5.2 PROGRAMME FOCUS 5.3 MODULE DESCRIPTIONS 2. 6. PROGRAMME ADMINISTRATION 6.1 PROGRAMME MANAGEMENT 6.2 FINANCE 6.2.1 FEE PAYMENT 6.2.2 PAYMENT OF FEES AND OTHER DUES 6.2.3 PAYMENT PLANS 6.2.4 ADDITIONAL FEES/CHARGES 6.2.5 REGISTRATION SPECIFIC/INCOMPLETE MODULES 6.2.6 CANCELLATION OF REGISTRATION/FEE LIABILITY 6.2.7 MISCELLANEOUS COSTS 6.2.8 PAYMENTS 6.2.9 ACCOUNT DETAILS 6.2.10 FOREIGN PAYMENTS...

Words: 20049 - Pages: 81

Premium Essay

There Are over 120 Kfc and Pizza Hut Outlets in Singapore, Employing About 5,000 Staff. Both Brands Also Offer Singapore-Wide Delivery Services

...MAHATMA GANDHI UNIVERSITY KOTTAYAM REGULATION 1. COURSE OBJECTIVES The MG University MBA program is designed with the following objectives: 1. To develop young men and women in to professional managers to manage all sectors of the organized economic activity. 2. To equip the youngsters with conceptual and interpersonal skills and social purpose for managerial decision-making and its execution in real situations. 3. To develop and encourage the entrepreneurial capabilities of young generation to make them effective change agents. 4. To meet the demand for trained and professional people in the country at the top level management of business and industrial organizations in the light of the new economic and industrial policy of the country. 2. COURSE DURATION The MBA (Full Time) programme of Mahatma Gandhi University shall be spread in two years duration with 4 Semesters. Each semester shall comprise of a minimum of 16 instructional weeks of 5 days each of 5 hours a day (total contact hours 400). Continuous Internal Evaluation during the course period and University examination at the end of each semester shall be conducted. There shall be a semester break of 15 days each in addition to the usual Onam, Christmas and summer holidays. 3. ELIGIBILTY FOR ADMISSION 1. A pass in any Bachelor’s Degree Examination of Mahatma Gandhi University or an equivalent degree of any other universities duly recognized by M.G.University with not less than 50% marks in the aggregate for all parts of...

Words: 20659 - Pages: 83

Premium Essay

Case of Aviation in India

...Civil Aviation Policy – Consultation with stake holders Civil Aviation sector in India has soared to great heights in the last few years. However, the aviation industry’s growth will need proper policy orientation to ensure systematic, sustainable and orderly development. Hence, it is imperative that a clearly defined, long term civil aviation policy is formulated. Such policy while addressing issues related to safety, security, infrastructure development, revenue models, private sector participation etc. must also provide for a safe and comfortable yet affordable air travel to passengers. The Ministry of Civil Aviation, Government of India, is in the process of formulating a Civil Aviation Policy. The civil aviation sector has many complex areas, which need to be addressed in formulation of the policy; some of them are indicated below. Organizations and individuals are requested to give their inputs, views and suggestions on aspects given below (or any other related issues), for facilitating the Ministry of Civil Aviation in drafting the proposed Civil Aviation Policy. These may be sent to the DT section, Ministry of Civil Aviation, Rajiv Gandhi Bhawan, New Delhi, India; or e-mailed to Dtsec.moca@nic.in Views of some stake-holders already received are placed below for reference and cross fertilization of ideas. While giving your views, please mention specifically if you have any objection in keeping your views in public domain. Your views may be sent before 20th February,...

Words: 39344 - Pages: 158

Premium Essay

Knowledge Sharing

...2009 Revised 2 April 2010 Accepted 27 April 2010 Kamal Kishore Jain Indian Institute of Management, Indore, India, and Ir Umi Kalthom bte Ahmad Implementation Coordination Unit, Prime Minister’s Department, Federal Government Administration Centre, Putrajaya, Malaysia Abstract Purpose – The main purpose of this paper is to: identify the views of public sector employees towards the importance of Knowledge Sharing (KS); identify the barriers to KS; and identify initiatives that may encourage KS. Design/methodology/approach – The design employed in this research was mainly descriptive in nature. A survey-based methodology employing a research questionnaire was used to elicit the views of public sector employees towards KS. A total of 320 questionnaires were randomly distributed and 170 were successfully collected, giving a response rate of 60 percent. Findings – The results showed that the respondents were very positive in their views towards “importance of KS” and they also strongly felt that knowledge was a source of competitive advantage. However, they were of the view that the importance of knowledge sharing was not clearly communicated and many of them were not sure whether KS strategy existed in their department. The public sector employees also showed self-serving biases when it came to their willingness to share knowledge compared with their perception of their colleagues’ willingness to share knowledge. Respondents perceived organizational barriers as being more critical...

Words: 8780 - Pages: 36