The power of plants and flowers in your home
Plants are auspicious from the point of feng shui. It is always good to grow plants in the house, especially wooded plants.
Plants in the office also bring about increased luck in your career. Place plants in the east, south or south-east corners of your office for maximum luck.
If you are a married couple and want children, avoid putting flowers in the bedroom. Instead, place a basket of fruits in your bedroom. Fruits, especially pomegranates, are a symbol of fertility.
Don't place thorny plants inside your home. Thorny plants do form a protective shield, and could be placed outside the home. Don't place them too near the front door. They could be placed a little further away from the door, or in the balcony.
Don't place bonsai plants inside or outside the home. They represent stunted growth.
Trim your plants regularly. Overgrown plants promote bad energy. Similarly, trim trees in your garden regularly. Don't let them overwhelm your house.
Fresh flowers bring luck and fortune in your home. Place fresh flowers in your living room on a regular basis. However, once they die, throw them out. Don't leave dying flowers in your home.
Avoid placing dried flowers in your house. They are believed to bring misfortune. Artificial flowers are a far preferable option and are believed to bring luck.
Do not place any flowers, plants or any other auspicious feng shui symbol in the bathroom. The good luck will backfire and turn into bad luck.
Ever noticed lemons (nimbus) hanging on the entrances of shops? They are believed to ward off the evil eye, according to Hindu superstitious beliefs. Similarly, oranges and lemons are believed to be powerful symbols of fortune, and bring prosperity to the home. They should be placed at the entrance.
General tips for enhancing prosperity
The three-legged frog is considered to be a strong symbol of prosperity. Keep it anywhere in your living room.
In your office, sit with your back to the wall or a closed cabinet Avoid sitting with your back to the window or an open bookshelf or you may become the victim of malice and betrayal. Place a painting or image of a mountain range on the wall behind you. Never sit with your back to the door.
Flowing water is always considered auspicious. If you have a fountain in your reception area, ensure that the water is flowing inwards, and not in the outward direction - or money will flow out instead of flowing in.
If you live close to a swift river, prosperity just gets swept along with the current. It is best to live close to a meandering stream.
Showing posts with label lnigam. Show all posts
Showing posts with label lnigam. Show all posts
Thursday, May 21, 2009
Thursday, April 30, 2009
RECESSION - A BOON IN DISGUISE
Dave Gartenberg, Director HR of Microsoft UK, reportedly said recently: “In turbulent times more than any other, there is not only the opportunity but the need for HR to provide leadership to the business. The ability to attract and retain workers when times are really tough requires leaders to be at their best.” Many feel that issuing pink-slips and managing layoffs are the biggest challenges that HR faces today; but there is far less wisdom in this belief because the real challenge that confronts corporate HR today is to utilise this period of recession as an opportunity. Some of these opportunities are:
Consolidate workforce: Workforce consolidation is a huge opportunity that any organisation has nowadays. This is not only in terms of having a leaner workforce, but also in redeployment of the workforce to improve utilisation and efficiency.
Streamline salaries: For the past few years most industries have seen above-normal salary hikes due to the pressure of retention. In fact, India Inc recorded the steepest salary hikes in Asia for seven years running till 2008, according to Hewitt Associates. But the recession has changed things dramatically. Salary freezes and pay cuts have suddenly become the order of the day. The 13th annual Salary Increase Survey conducted across 480 companies by Hewitt Associates shows that salary increase projections for 2009 in India have dipped to 8.2 per cent from an actual increase of 13.3 per cent in 2008, but continue to be the highest in the Asia-Pacific region and among the highest globally.
According to the company, for the first time in six years, India will see single digit salary increases. Importantly, the data for the survey was collected from December 2008 to January 2009 and Hewitt expects that the salary increase projections may fall even further in coming months. Hence, this period can be viewed as an opportunity to streamline salaries and cut costs.
Make organisations more performance-centric: The recession has forced organisations to take a close look at the workforce and identify the real performers. The non-performers have either found their way out of the organisation or have been put on a short notice to ‘deliver or perish’.
Identify real talent: The renewed strict focus on performance alone for survival in organisations has not only exposed low- and non-performers, but has also brought to the fore ‘real talent’ in the organisation.
Develop talent as leaders: A recession is the right time to wisely invest in the development of talent, both in terms of skill sets and in the form of future leaders. The focus has to be on how much they are investing in their employees and what skill sets they will need to grow their businesses in the future.
Review and restructure policies: The mad pace of hiring, training and appraising seems to have come to a screeching halt. And if not to a complete full stop, the rate is low and slow. This also gives HR the time to revisit its policies, compare them with the best-in-class practices and restructure them for maximum effectiveness in the present and the future.
Build employer brand: Despite the fact that many companies have put a freeze on hiring, both hiring talented people and retaining them will continue to be a challenge for HR. Hence, keeping the employer brand intact and re-building the same could have a cascading impact later.
Communicate and build trust and morale: Communicating with employees not only remains one of the greatest needs of HR, but is also an opportunity to build the trust and morale of people during tough times. It is vital for HR to see that the morale of employees does not sag while the organisation is sailing through rough waters.
Consolidate workforce: Workforce consolidation is a huge opportunity that any organisation has nowadays. This is not only in terms of having a leaner workforce, but also in redeployment of the workforce to improve utilisation and efficiency.
Streamline salaries: For the past few years most industries have seen above-normal salary hikes due to the pressure of retention. In fact, India Inc recorded the steepest salary hikes in Asia for seven years running till 2008, according to Hewitt Associates. But the recession has changed things dramatically. Salary freezes and pay cuts have suddenly become the order of the day. The 13th annual Salary Increase Survey conducted across 480 companies by Hewitt Associates shows that salary increase projections for 2009 in India have dipped to 8.2 per cent from an actual increase of 13.3 per cent in 2008, but continue to be the highest in the Asia-Pacific region and among the highest globally.
According to the company, for the first time in six years, India will see single digit salary increases. Importantly, the data for the survey was collected from December 2008 to January 2009 and Hewitt expects that the salary increase projections may fall even further in coming months. Hence, this period can be viewed as an opportunity to streamline salaries and cut costs.
Make organisations more performance-centric: The recession has forced organisations to take a close look at the workforce and identify the real performers. The non-performers have either found their way out of the organisation or have been put on a short notice to ‘deliver or perish’.
Identify real talent: The renewed strict focus on performance alone for survival in organisations has not only exposed low- and non-performers, but has also brought to the fore ‘real talent’ in the organisation.
Develop talent as leaders: A recession is the right time to wisely invest in the development of talent, both in terms of skill sets and in the form of future leaders. The focus has to be on how much they are investing in their employees and what skill sets they will need to grow their businesses in the future.
Review and restructure policies: The mad pace of hiring, training and appraising seems to have come to a screeching halt. And if not to a complete full stop, the rate is low and slow. This also gives HR the time to revisit its policies, compare them with the best-in-class practices and restructure them for maximum effectiveness in the present and the future.
Build employer brand: Despite the fact that many companies have put a freeze on hiring, both hiring talented people and retaining them will continue to be a challenge for HR. Hence, keeping the employer brand intact and re-building the same could have a cascading impact later.
Communicate and build trust and morale: Communicating with employees not only remains one of the greatest needs of HR, but is also an opportunity to build the trust and morale of people during tough times. It is vital for HR to see that the morale of employees does not sag while the organisation is sailing through rough waters.
Saturday, March 21, 2009
VOTE AND BE THE AGENT OF CHANGE
As the general elections in India are drawing near, the momemtum in the country is picking up with a large number of NGO's or forums asking the registered voters to come out and vote. This is one opportunity that the common man gets once in 5 years to determine who will represent them in the legislature and form the next government.
The terrorist attack in Mumbai on 26/11 was the rallying point when the common man realised that their voice was not being properly heard by the power that be and that something had to done to change the situation. Since corporate India was the worst affected by the attack, the initiative was naturally taken by the corporate India.
One such initiative was launched by Lets Vote (www.letsvote.in) at Hyderabad by a group of professionals. “Let’s Vote” initiative is aimed at helping the citizens of the nation to find their voice, exercise their right, and contribute to positive development outcomes. Within a few weeks, the lets vote initiative has spread to other cities like Bangalore, Ahmedabad, Vishakapatnam and Vijaiwada.
Lets Vote has actively and effectively coordinated with the Chief Election Officer of Andhra Pradesh in getting thousands of employees of companies and students of schools in Hyderabad to get registered as voter. It also organized several events in Hyderabad and other cities to popularise the concept to vote. It is organizing a 5K walk on 5th April to motivate people to come out and vote.
Lets Vote's volunteers are actively propagating in companies the importance of vote and encouraging employees to go and vote. From informal gatherings around water coolers, overflowing with conversations underlining the importance of one’s right to vote, to mailers being sent out to demystify the electoral process, all attempts are being made to encourage employees to cast their votes during the upcoming general elections.
As per statistics, only 10% of the youth vote. There are an estimated 43 million first time voters this time. The intention is to mobilise as many as possible to vote so that democracy actually wins.
Let us vote and become the agent of change.
The terrorist attack in Mumbai on 26/11 was the rallying point when the common man realised that their voice was not being properly heard by the power that be and that something had to done to change the situation. Since corporate India was the worst affected by the attack, the initiative was naturally taken by the corporate India.
One such initiative was launched by Lets Vote (www.letsvote.in) at Hyderabad by a group of professionals. “Let’s Vote” initiative is aimed at helping the citizens of the nation to find their voice, exercise their right, and contribute to positive development outcomes. Within a few weeks, the lets vote initiative has spread to other cities like Bangalore, Ahmedabad, Vishakapatnam and Vijaiwada.
Lets Vote has actively and effectively coordinated with the Chief Election Officer of Andhra Pradesh in getting thousands of employees of companies and students of schools in Hyderabad to get registered as voter. It also organized several events in Hyderabad and other cities to popularise the concept to vote. It is organizing a 5K walk on 5th April to motivate people to come out and vote.
Lets Vote's volunteers are actively propagating in companies the importance of vote and encouraging employees to go and vote. From informal gatherings around water coolers, overflowing with conversations underlining the importance of one’s right to vote, to mailers being sent out to demystify the electoral process, all attempts are being made to encourage employees to cast their votes during the upcoming general elections.
As per statistics, only 10% of the youth vote. There are an estimated 43 million first time voters this time. The intention is to mobilise as many as possible to vote so that democracy actually wins.
Let us vote and become the agent of change.
Wednesday, March 18, 2009
MY EXPERIENCES AT THE PASSPORT OFFICE
Passport office in India is one such place where any normal Indian would dread to go. The brokers who throng around the passport office scare you to such an extent that it makes you feel that without their assistance, it may not be possible to get the work done at the passport office.
Sometime back, I had an opportunity of going to the passport office for re-issuance of my passport which was about to expire. I went on the passport website and found out the necessary documents to be submitted along with the application form under the Tatkaal scheme. After arranging the documents, I registered online. I was given a time and date to submit the application form at the Hyderabad passport office. On the allotted date, I reached the passport office 15 minutes before the scheduled time. The security guard guided me to a gentleman who was allotting the serial no. and the counter no. I walked and sat down at the counter, waiting for my turn. After around 10 minutes, my turn came. I showed my documents to the concerned passport department official. He went through it quietly and found them in order. Then he dryly said,"get all 36 pages of the old passport photocopied and fill these two pages..your name here (pointing to the place on the paper) and the name of the person who has issued the certificate,here”. “But”, I protested,”your department website says that photocopies of only 4 front pages and 4 back pages of the passport are to be submitted, which I have done.”. “Listen”, he said ”get all 36 pages photocopied. I am not bothered what is mentioned on the website”. And saying this, he waved to the person standing behind me to show him the application. Reluctantly, I went out of the office and got all the 36 pages of the old passport photocopied. Then I filled up the form, which, should have been done by the passport official. The form is a verification letter sent to the government authority issuing the certificate, seeking confirmation of issuance. I went back again to the counter. I found that the concerned passport department official was not on his seat. He was busy helping out a person in getting the application form signed by some senior official and then carried the file to the cash section for making payment. Since the concerned official at the cash section was busy, he waited and got the payment made out of turn and then after chatting with the gentleman whom he helped, he came back to his seat. This lasted for around 5 to 10 minutes, when the entire crowd in the qeue was waiting for his return.
After return, he again looked at all the documents I had submitted with the application form. He glanced at me and asked in what business I was? “Private service”, I replied. “In which company?”, he asked. Unable to understand why he wanted this information and trying to avoid any possible demands from his side, I replied,” and Indian company in Punjagutta”. “OK”, he said glancing at me, “take these documents and tie these together ”. He then pushed the entire application form along with the supporting documents in a folder and gave me a screwdriver like instrument and a bunch of thread. Since everyone ahead of me had done it, I did it, although reminding him that this was not my job. He looked at me and smiled and told me to go to the cash counter to deposit the necessary fees.
At the cash counter, something else was brewing up. The concerned passport official, although deputed to accept payments, was busy in scrutinizing the application form of some lady who had come to him through a broker. I could infer this since he talked at least 3 times in 10 minutes to the broker, informing him the documents required for issue of the visa. Ultimately, he advised the lady to wait and he will get back to her after talking to his boss. After waiting for around 15 minutes, the payment was accepted.
Three things I would like to bring out:
First, the department needs to update it’s website about the number of pages of the old passport for which photocopies are required – 4 front and 4 back or the entire 36 pages.
Second, they can attach the verification form along with the application form to prevent delay in handling of the application form by the passport officials. It was noticed that everyone who had applied under Tatkaal scheme was being asked to fill in the verification form and till that time, others in the qeue had to wait.
Thirdly, the passport officials dealing with the general public should be trained to be polite and behave properly with them. They are doing any favor by issuing a passport, rather they are paid by the government for that work.
Sometime back, I had an opportunity of going to the passport office for re-issuance of my passport which was about to expire. I went on the passport website and found out the necessary documents to be submitted along with the application form under the Tatkaal scheme. After arranging the documents, I registered online. I was given a time and date to submit the application form at the Hyderabad passport office. On the allotted date, I reached the passport office 15 minutes before the scheduled time. The security guard guided me to a gentleman who was allotting the serial no. and the counter no. I walked and sat down at the counter, waiting for my turn. After around 10 minutes, my turn came. I showed my documents to the concerned passport department official. He went through it quietly and found them in order. Then he dryly said,"get all 36 pages of the old passport photocopied and fill these two pages..your name here (pointing to the place on the paper) and the name of the person who has issued the certificate,here”. “But”, I protested,”your department website says that photocopies of only 4 front pages and 4 back pages of the passport are to be submitted, which I have done.”. “Listen”, he said ”get all 36 pages photocopied. I am not bothered what is mentioned on the website”. And saying this, he waved to the person standing behind me to show him the application. Reluctantly, I went out of the office and got all the 36 pages of the old passport photocopied. Then I filled up the form, which, should have been done by the passport official. The form is a verification letter sent to the government authority issuing the certificate, seeking confirmation of issuance. I went back again to the counter. I found that the concerned passport department official was not on his seat. He was busy helping out a person in getting the application form signed by some senior official and then carried the file to the cash section for making payment. Since the concerned official at the cash section was busy, he waited and got the payment made out of turn and then after chatting with the gentleman whom he helped, he came back to his seat. This lasted for around 5 to 10 minutes, when the entire crowd in the qeue was waiting for his return.
After return, he again looked at all the documents I had submitted with the application form. He glanced at me and asked in what business I was? “Private service”, I replied. “In which company?”, he asked. Unable to understand why he wanted this information and trying to avoid any possible demands from his side, I replied,” and Indian company in Punjagutta”. “OK”, he said glancing at me, “take these documents and tie these together ”. He then pushed the entire application form along with the supporting documents in a folder and gave me a screwdriver like instrument and a bunch of thread. Since everyone ahead of me had done it, I did it, although reminding him that this was not my job. He looked at me and smiled and told me to go to the cash counter to deposit the necessary fees.
At the cash counter, something else was brewing up. The concerned passport official, although deputed to accept payments, was busy in scrutinizing the application form of some lady who had come to him through a broker. I could infer this since he talked at least 3 times in 10 minutes to the broker, informing him the documents required for issue of the visa. Ultimately, he advised the lady to wait and he will get back to her after talking to his boss. After waiting for around 15 minutes, the payment was accepted.
Three things I would like to bring out:
First, the department needs to update it’s website about the number of pages of the old passport for which photocopies are required – 4 front and 4 back or the entire 36 pages.
Second, they can attach the verification form along with the application form to prevent delay in handling of the application form by the passport officials. It was noticed that everyone who had applied under Tatkaal scheme was being asked to fill in the verification form and till that time, others in the qeue had to wait.
Thirdly, the passport officials dealing with the general public should be trained to be polite and behave properly with them. They are doing any favor by issuing a passport, rather they are paid by the government for that work.
Thursday, January 01, 2009
NEW YEAR RESOLUTIONS
It is customary with people to make a new year resolution at the beginning of the new year. It is at this time that people contemplate what habits need to be changed /improved. They then resolve to change their old habits and adopt new ones, hoping to improve their relationship with other people or improve their health etc.
Whether the previous resolutions were achieved or not, people still make New Year resolutions with full determination and commitment at the beginning of the year, as this period allows for planning for the whole year.
Many vow to reach office in time, pay debts, do away with junk food, quit drinking and smoking, spend quality time with family members, enjoy life more, learn something new, keep one fit by workout and exercise, shed off a few kilogrammes of weight or do social service by helping the needy etc etc.
However, all these good intentions get derailed within days, if not weeks, if no proper planning is put in place.
But why do many New Year Resolutions fail? One major reason is making resolutions that are unrealistic and unattainable. Then later after adopting them, you discover that it is difficult to follow them. Consequently, you end up failing leading to frustrations.
Therefore, come up with a plan that will define the steps that can be put into action. Establishing a goal without developing a plan is an exercise in futility. A good plan should define the steps to be followed and what it takes to achieve your objective.
Establishing resolutions that are easy to follow can help. Just find out what you are capable of doing without expecting too much from yourself. Some are not easy to stick to, for example quitting cigarette smoking, so find out what it takes before committing yourself.
As you make your resolution, always remember that you may not realise you goal in a day or even a week. It may take even longer, hence you have to remain committed and perseverent.
This is despite the fact that it may take you just a day or even hours to come up with a resolution. It is usually a process that starts with one step, leading you to the accomplishment of the ultimate goal.
Whether the previous resolutions were achieved or not, people still make New Year resolutions with full determination and commitment at the beginning of the year, as this period allows for planning for the whole year.
Many vow to reach office in time, pay debts, do away with junk food, quit drinking and smoking, spend quality time with family members, enjoy life more, learn something new, keep one fit by workout and exercise, shed off a few kilogrammes of weight or do social service by helping the needy etc etc.
However, all these good intentions get derailed within days, if not weeks, if no proper planning is put in place.
But why do many New Year Resolutions fail? One major reason is making resolutions that are unrealistic and unattainable. Then later after adopting them, you discover that it is difficult to follow them. Consequently, you end up failing leading to frustrations.
Therefore, come up with a plan that will define the steps that can be put into action. Establishing a goal without developing a plan is an exercise in futility. A good plan should define the steps to be followed and what it takes to achieve your objective.
Establishing resolutions that are easy to follow can help. Just find out what you are capable of doing without expecting too much from yourself. Some are not easy to stick to, for example quitting cigarette smoking, so find out what it takes before committing yourself.
As you make your resolution, always remember that you may not realise you goal in a day or even a week. It may take even longer, hence you have to remain committed and perseverent.
This is despite the fact that it may take you just a day or even hours to come up with a resolution. It is usually a process that starts with one step, leading you to the accomplishment of the ultimate goal.
Wednesday, December 03, 2008
AFTERMATH OF MUMBAI VIOLENCE
3rd December 2008
It's been over a week since the terrorists attacked Mumbai and over 4 days since they were eliminated (1 was caught alive and he has been giving information how the attack was planned and carried out). What has the government done in the meantime?
Nothing, except some political decisions taken to ward off political attack from OPPOSITION PARTIES. It appears that the government was more worried on how to repulse the opposition attack, rather than another terrorist attack. It does not seem to be bothered about the public outcry against inaction.
The following political decisions were taken in the past few days:
*Central Home Minister, Shiva Raj Patil was dismissed.
*Maharastra Home Minister R.R.Patil was asked to resign since in addition to not working on intelligence report suggesting attack via sea route, he had the guts to say that "such small incidents do happen in big cities".
*Maharastra Chief Minister, Vilasrao Deshmukh is under pressure to resign but he has been able to defer his resignation by raising the question of his successor.
Since then, no action seems to have been taken by the government..the IB and RAW chief are still there. The National Security Adviser, who overlooks the security apparatus, enacted a drama by submitting his resignation and the Prime Minister rejecting it.
It appears that the Central government is in a limbo, unable to take any action.
The general public at large and of Mumbai in particular, is very upset with the politicians. Rarely has any incident united the Indian public. There is a unanimous call to the politicians to take some action and desist from dividing the nation in the name of religion, caste or region. Let us throw the likes of Raj Thackery in the Indian Ocean.
So what should be done now? I suggest the following:
1. We should have a separate ministry to take care of internal security.
2. The ministry should be headed by a competent professional having experience in security matters.
3. All the security agencies should be under a common command and under the Minister of Internal Security. Even agency like Coastal Guard should be under the internal security.
4. The infrastructure for internal security needs to be revamped. The elite NSG commandos should not be stationed ONLY at the 4 metros as per the current plan, but be stationed such that they can reach the place of incident within a short time. Let us have at least 30 or 40 cities where they are stationed. Don't we have the army at so many cities in the country. The army is meant to fight external aggression, but the commandos are meant to fight internal agression. So why should they be stationed in 4 metros only? Similarly, the intelligence agencies should be revamped by not only replacing their heads with competent professionals, but also officials at various levels.
5. The intelligence data should be properly analysed and proper action taken. We should err on the side of being over cautious, even if it means entailing inconvenience to general public. Phrases like "actionable intelligence" should not be used by these agencies..any information is useful..it has to be taken in the correct perspective. We should also share intelligence with other friendly countries so that we have good intelligence.
6. Steps should be taken to enforce security measures at all public places like airports, hotels, malls, etc. Currently, we have a long list of VIP's exempted from going through the secutity drill. Only a handful of executives like President, Vice-President, Prime Minister etc should be exempetd. Rest should be traeted at par with the common man.
7. The police reforms should be implemented soon. Special security cover for VIP's should be reviewed and only those who really require it should be provided. The NSG should be kept away from VIP security and a special force should be constituted to take care of the VIP security.
8. Money should not be any constraint in implementing the above. I am sure the public would not mind paying extra tax if it is convinced that the money is being propely utilised.
9. Involve the general public in neighborhood security. Educate the public on how to do it. I am sure people would not mind getting involved in such a scheme since it is for their benefit.
10. AND LASTLY, FOR GOD SAKE KEEP POLITICS, CORRUPTION AND NEPOTISM OUT OF THIS.
It's been over a week since the terrorists attacked Mumbai and over 4 days since they were eliminated (1 was caught alive and he has been giving information how the attack was planned and carried out). What has the government done in the meantime?
Nothing, except some political decisions taken to ward off political attack from OPPOSITION PARTIES. It appears that the government was more worried on how to repulse the opposition attack, rather than another terrorist attack. It does not seem to be bothered about the public outcry against inaction.
The following political decisions were taken in the past few days:
*Central Home Minister, Shiva Raj Patil was dismissed.
*Maharastra Home Minister R.R.Patil was asked to resign since in addition to not working on intelligence report suggesting attack via sea route, he had the guts to say that "such small incidents do happen in big cities".
*Maharastra Chief Minister, Vilasrao Deshmukh is under pressure to resign but he has been able to defer his resignation by raising the question of his successor.
Since then, no action seems to have been taken by the government..the IB and RAW chief are still there. The National Security Adviser, who overlooks the security apparatus, enacted a drama by submitting his resignation and the Prime Minister rejecting it.
It appears that the Central government is in a limbo, unable to take any action.
The general public at large and of Mumbai in particular, is very upset with the politicians. Rarely has any incident united the Indian public. There is a unanimous call to the politicians to take some action and desist from dividing the nation in the name of religion, caste or region. Let us throw the likes of Raj Thackery in the Indian Ocean.
So what should be done now? I suggest the following:
1. We should have a separate ministry to take care of internal security.
2. The ministry should be headed by a competent professional having experience in security matters.
3. All the security agencies should be under a common command and under the Minister of Internal Security. Even agency like Coastal Guard should be under the internal security.
4. The infrastructure for internal security needs to be revamped. The elite NSG commandos should not be stationed ONLY at the 4 metros as per the current plan, but be stationed such that they can reach the place of incident within a short time. Let us have at least 30 or 40 cities where they are stationed. Don't we have the army at so many cities in the country. The army is meant to fight external aggression, but the commandos are meant to fight internal agression. So why should they be stationed in 4 metros only? Similarly, the intelligence agencies should be revamped by not only replacing their heads with competent professionals, but also officials at various levels.
5. The intelligence data should be properly analysed and proper action taken. We should err on the side of being over cautious, even if it means entailing inconvenience to general public. Phrases like "actionable intelligence" should not be used by these agencies..any information is useful..it has to be taken in the correct perspective. We should also share intelligence with other friendly countries so that we have good intelligence.
6. Steps should be taken to enforce security measures at all public places like airports, hotels, malls, etc. Currently, we have a long list of VIP's exempted from going through the secutity drill. Only a handful of executives like President, Vice-President, Prime Minister etc should be exempetd. Rest should be traeted at par with the common man.
7. The police reforms should be implemented soon. Special security cover for VIP's should be reviewed and only those who really require it should be provided. The NSG should be kept away from VIP security and a special force should be constituted to take care of the VIP security.
8. Money should not be any constraint in implementing the above. I am sure the public would not mind paying extra tax if it is convinced that the money is being propely utilised.
9. Involve the general public in neighborhood security. Educate the public on how to do it. I am sure people would not mind getting involved in such a scheme since it is for their benefit.
10. AND LASTLY, FOR GOD SAKE KEEP POLITICS, CORRUPTION AND NEPOTISM OUT OF THIS.
Saturday, November 29, 2008
INDIA LIBERATED
29th November 2008: Time 8:00am
After a fierce "battle", the brave commandos were able to liberate the last hold out of the terrorists, the Taj Mahal Hotel. Thus ended the 60 hour nightmare in which the terrorists had held the entire country to ransom. The whole world watched live how the security forces battled the terrorists at the Trident (Oberio) Hotel, Nariman House and Taj Hotel. The entire area near the Gateway of India and Colaba, where the operation took place, was turned into a BATTLEFIELD. The three famous buildings, major landmark of Mumbai, have been devastated in the operation.
Statistics;
About 183 killed
About 294 injured
22 Foreigners killed and 23 injured
1 terrorist captured alive and 9 killed.
20 policemen and and 2 NSG commandos sacrificed their lives for the nation.
THE COUNTRY SALUTES THESE BRAVE MARTYRS.
The country also salutes the other warriors who took part in the "liberation' and killed the terrorists.
A sad ending, but this does raise many questions as whether this was avoidable IF our INTELLIGENCE agencies were DOING THEIR JOB PROPERLY.
Lastly, let us not forget the sacrifices made by the heroes..
I am reminded of an old Lata song:
Ae Mere Watan Ke Logo
Jara Yaad Karo Wo Kahani
Jo Shaheed Huey Hai Unkhi
Kuch Yaad Karo Kurbani
After a fierce "battle", the brave commandos were able to liberate the last hold out of the terrorists, the Taj Mahal Hotel. Thus ended the 60 hour nightmare in which the terrorists had held the entire country to ransom. The whole world watched live how the security forces battled the terrorists at the Trident (Oberio) Hotel, Nariman House and Taj Hotel. The entire area near the Gateway of India and Colaba, where the operation took place, was turned into a BATTLEFIELD. The three famous buildings, major landmark of Mumbai, have been devastated in the operation.
Statistics;
About 183 killed
About 294 injured
22 Foreigners killed and 23 injured
1 terrorist captured alive and 9 killed.
20 policemen and and 2 NSG commandos sacrificed their lives for the nation.
THE COUNTRY SALUTES THESE BRAVE MARTYRS.
The country also salutes the other warriors who took part in the "liberation' and killed the terrorists.
A sad ending, but this does raise many questions as whether this was avoidable IF our INTELLIGENCE agencies were DOING THEIR JOB PROPERLY.
Lastly, let us not forget the sacrifices made by the heroes..
I am reminded of an old Lata song:
Ae Mere Watan Ke Logo
Jara Yaad Karo Wo Kahani
Jo Shaheed Huey Hai Unkhi
Kuch Yaad Karo Kurbani
Sunday, November 23, 2008
Why Do Employees Leave The Organization?
Why does an employee leave the organization? This is a million dollar question which has haunted the CEO’s and the HR managers of organizations worldwide. Many surveys have been carried out to know the reasons for attrition and how to control it. Surveys have listed various reasons for the employee leaving the organization. Most of the time, during the surveys, it is the reason the employee projects as responsible for his quitting the organization. Or it may be the reason that the HR manager perceives as being responsible for the employee leaving the organization. This may or may not be the same reason which prompted the employee to “look outside the organization for greener pastures”. Sunil, a senior software engineer, resigned since he was offered a much higher salary in another organization. When I asked him why he even thought of quitting the organization, he reluctantly admitted that he was unhappy that his contribution was not properly recognized during the last appraisal, although the client had spoken very highly of his performance in the project. His manager, who was aware of the facts, did not support him, since he was under pressure from his manager. Hence he decided to leave the organization. However, the reason he gave for quitting the organization is that he got a good salary hike in the new organization. In another case, Rima, a female employee resigned from the job, since her manager was harassing her since she would object to his advances. However, officially, she was moving to her hometown to be near her sick father.
The major factors, as mentioned in major surveys, responsible for attrition are:
1. Higher compensation – you have to move out to get more
2. Work environment – performance is not properly recognized
3. Manager’s behavior
4. Employee growth
From my experience in conducting exit interview of employee leaving the organization during the past ten years, I have noticed that most of the time, the reason mentioned by employee for leaving the organization is very different from the actual reason. Of the above mentioned 4 factors, I would rate the "manager’s behavior" as being responsible in at least 50% of the employees resigning. It is on account of some triggering incident by the manager, which hurts the employee and he decides to leave the organization. This may be due to one or more of the following factors:
1. Employee is not recognized for achievements
2. Assurances given by the manager are not honored
3. Job given is not as per employees liking or skill set
4. Employee notices favoritism by manager towards another employee / group of employee
5. Employee is threatened to follow the manager’s wish or face persecution
Srinivas, a manager in one of the software company, resigned since his manager, Prasad, was micro-managing the group reporting to him with the result that he was unable to meet the deadlines. Srinivas brought this to the notice to Prasad’s manager, but he turned a blind eye and held Srinivas responsible for the failures. Srinivas quit the job since he had an offer from a Fortune 100 company.
So what is the way out in such a situation? The top management has the responsibility to ensure that the manager’s treat their team members properly. The Human Resources department should act like a watchdog for the management and should command respect of the employees. The employees should have the confidence on HR that their problems, if any, will be properly and sincerely dealt with and confidentiality maintained. The managers should be coached to be more considerate towards their team members. They should act as their mentor and guide. The management should have zero tolerance when any incident of harrasment / persecution of employee by any manager is reported.
The major factors, as mentioned in major surveys, responsible for attrition are:
1. Higher compensation – you have to move out to get more
2. Work environment – performance is not properly recognized
3. Manager’s behavior
4. Employee growth
From my experience in conducting exit interview of employee leaving the organization during the past ten years, I have noticed that most of the time, the reason mentioned by employee for leaving the organization is very different from the actual reason. Of the above mentioned 4 factors, I would rate the "manager’s behavior" as being responsible in at least 50% of the employees resigning. It is on account of some triggering incident by the manager, which hurts the employee and he decides to leave the organization. This may be due to one or more of the following factors:
1. Employee is not recognized for achievements
2. Assurances given by the manager are not honored
3. Job given is not as per employees liking or skill set
4. Employee notices favoritism by manager towards another employee / group of employee
5. Employee is threatened to follow the manager’s wish or face persecution
Srinivas, a manager in one of the software company, resigned since his manager, Prasad, was micro-managing the group reporting to him with the result that he was unable to meet the deadlines. Srinivas brought this to the notice to Prasad’s manager, but he turned a blind eye and held Srinivas responsible for the failures. Srinivas quit the job since he had an offer from a Fortune 100 company.
So what is the way out in such a situation? The top management has the responsibility to ensure that the manager’s treat their team members properly. The Human Resources department should act like a watchdog for the management and should command respect of the employees. The employees should have the confidence on HR that their problems, if any, will be properly and sincerely dealt with and confidentiality maintained. The managers should be coached to be more considerate towards their team members. They should act as their mentor and guide. The management should have zero tolerance when any incident of harrasment / persecution of employee by any manager is reported.
Wednesday, October 29, 2008
LOVE KNOWS NO LANGUAGE
A friend of mine, Naresh, recently narrated an incident which touched me. His younger brother, Vimal, is an Indian and has married a Britisher, Carolyn. They have four children, all in their teens. Carolyn and the children do not understand Hindi, the language spoken at Naresh's home. Recently, Vimal along with his family visited India to meet his mother, who is around 72 years. Vimal's mother understands English, but is unable to speak fluently. The family would meet during the breakfast and dinner as also during the day, when they were not sightseeing or shopping. Naresh and Vimal would take turns acting as a translator and have the conversation between the mother and Carolyn and the children move on. But most of the time, it was limited to pleasantries or the mother asking them to eat some food stuff she had fondly prepared. Sometimes, the mother would look at Carolyn and the grandchildren and smile, saying nothing. It was left to Carolyn and the children to understand the meaning of the smile. Days passed by and finally came the night when Vimal had to leave for UK. The entire family had gathered over dinner. The mother, as usual, was smiling and offering each one of them the food stuff she had prepared specially for them. When the time came for leaving, she hugged everyone goodbye. The expression of her face had changed. The smile on her face, evident minutes earlier, had vanished. She was getting more and more sober and emotional, trying to control her feelings. Carolyn was keenly observing her mother-in-law's changing emotions. Her expressions were also changing. Finally, when the two of them met and hugged each other, the mother-in-law could only say "goodbye and thank you". Carolyn could not control herself and tears came flowing down her cheeks. For some moments, both of them remained embraced and silent. Then they looked at each other ..then a final hug and the mother-in-law could not control herself, she moved away saying in Hindi.."I wish she keeps loving me like this, I cannot withstand the parting"..and wept. Carolyn stood motionless and as if trying to pull out all her strength, could manage to mutter, "Mom, I love you."
Wednesday, September 05, 2007
GET PAID TO SURF THE NET
How AGLOCO Works
Join And Get Paid To Surf The Net
AGLOCO: The Internet's First Economic Network
Currently, the most popular Internet businesses are built on the power of social networks. Take a look at companies like MySpace, Facebook, and YouTube who have become worth billions because other businesses realize that these social networks are generating huge advertising and marketing opportunities.
AGLOCO has asked a simple question: "The users created the community, where’s their share of the profit?"
From that very question, AGLOCO set out to create the Internet’s first Economic Network by using the strength of social networks to directly benefit the Members who build the community.
Becoming a member of AGLOCO is as simple as completing a simple sign-up page (name, age, location and email address.). Once you’re a Member, you will be asked to then download the Viewbar™ software.
The Ways AGLOCO Makes Money for Its Members
Search: Each time you use the Viewbar™ to do an Internet search, AGLOCO earns money from the search engine providers. (Google pays as much as $0.10 on average for each search that is directed to its search engine.)
Advertising: The AGLOCO's Viewbar™ displays ads that are specialized to you. Through clicking on an ad and/or making a purchase, AGLOCO receives a referral fee, which we then pass on to our Members. (Please note: Individual members do not receive any compensation for clicking on ads in the Viewbar™, and the Viewbar™ can detect if someone is clicking ads in a fraudulent manner.)
Transaction commissions: Many major retailers pay commissions when you refer customers who make a purchase. AGLOCO collects that commission and passes it on to our members. (For example, Amazon pays an 8.5% commission to most websites who refer customers, and has cut deals for even larger percentages. The bigger the AGLOCO community, the better commission we can negotiate for our Members.)
Software distribution: Numerous software companies pay websites to encourage the download of new software releases (for example, Adobe’s Flash and Acrobat Reader software), and trial versions of new programs. AGLOCO members not only get access to the latest and coolest software, they get paid for it.
Service distribution: Many online service providers will look to the AGLOCO community as a source of new and active users for their services. (For example, eBay, Skype, and PayPal, among others, all pay fees to people who help them recruit new active users to their services)
Product distribution: When Members agree to use a product, such as cell phones, high-tech gadgets, office supplies, new credit cards or financial services, AGLOCO can collect referral fees. Some companies even offer special rebate and cash-back programs.
AGLOCO Members make money in four ways.
Members earn a monthly share of the AGLOCO revenue based on the use of the AGLOCO Viewbar™ that month.
Members earn part of the company based on the use of the AGLOCO Viewbar™ that month (currently a maximum of five hours are rewarded).
Members who use our referral system to help build the AGLOCO network will earn more.
Members will also get a share of any commissions AGLOCO gets when a Member purchases a product or service from an AGLOCO Sponsor company.
Why Should I Join AGLOCO?
Joining AGLOCO is absolutely free and registration takes less than a minute.
By joining you can help to grow the AGLOCO community by building your referrals TODAY.
Be sure to be the first to invite your friends to join AGLOCO before someone else beats you to them.
By building the AGLOCO community you make AGLOCO more attractive to potential business partners and advertisers.
Refer your friends and family by contacting them through email. (But remember we have a strict anti-spam policy.)
Use your website, blog and your existing social networks, such as MySpace and Facebook, to contact your friends and encourage them to join a new community that will actually let them earn money.
Be a part of the Internet’s first Member-Owned Economic Community.
JOIN NOW
Own the Internet!
How AGLOCO Works
Join And Get Paid To Surf The Net
AGLOCO: The Internet's First Economic Network
Currently, the most popular Internet businesses are built on the power of social networks. Take a look at companies like MySpace, Facebook, and YouTube who have become worth billions because other businesses realize that these social networks are generating huge advertising and marketing opportunities.
AGLOCO has asked a simple question: "The users created the community, where’s their share of the profit?"
From that very question, AGLOCO set out to create the Internet’s first Economic Network by using the strength of social networks to directly benefit the Members who build the community.
Becoming a member of AGLOCO is as simple as completing a simple sign-up page (name, age, location and email address.). Once you’re a Member, you will be asked to then download the Viewbar™ software.
The Ways AGLOCO Makes Money for Its Members
Search: Each time you use the Viewbar™ to do an Internet search, AGLOCO earns money from the search engine providers. (Google pays as much as $0.10 on average for each search that is directed to its search engine.)
Advertising: The AGLOCO's Viewbar™ displays ads that are specialized to you. Through clicking on an ad and/or making a purchase, AGLOCO receives a referral fee, which we then pass on to our Members. (Please note: Individual members do not receive any compensation for clicking on ads in the Viewbar™, and the Viewbar™ can detect if someone is clicking ads in a fraudulent manner.)
Transaction commissions: Many major retailers pay commissions when you refer customers who make a purchase. AGLOCO collects that commission and passes it on to our members. (For example, Amazon pays an 8.5% commission to most websites who refer customers, and has cut deals for even larger percentages. The bigger the AGLOCO community, the better commission we can negotiate for our Members.)
Software distribution: Numerous software companies pay websites to encourage the download of new software releases (for example, Adobe’s Flash and Acrobat Reader software), and trial versions of new programs. AGLOCO members not only get access to the latest and coolest software, they get paid for it.
Service distribution: Many online service providers will look to the AGLOCO community as a source of new and active users for their services. (For example, eBay, Skype, and PayPal, among others, all pay fees to people who help them recruit new active users to their services)
Product distribution: When Members agree to use a product, such as cell phones, high-tech gadgets, office supplies, new credit cards or financial services, AGLOCO can collect referral fees. Some companies even offer special rebate and cash-back programs.
AGLOCO Members make money in four ways.
Members earn a monthly share of the AGLOCO revenue based on the use of the AGLOCO Viewbar™ that month.
Members earn part of the company based on the use of the AGLOCO Viewbar™ that month (currently a maximum of five hours are rewarded).
Members who use our referral system to help build the AGLOCO network will earn more.
Members will also get a share of any commissions AGLOCO gets when a Member purchases a product or service from an AGLOCO Sponsor company.
Why Should I Join AGLOCO?
Joining AGLOCO is absolutely free and registration takes less than a minute.
By joining you can help to grow the AGLOCO community by building your referrals TODAY.
Be sure to be the first to invite your friends to join AGLOCO before someone else beats you to them.
By building the AGLOCO community you make AGLOCO more attractive to potential business partners and advertisers.
Refer your friends and family by contacting them through email. (But remember we have a strict anti-spam policy.)
Use your website, blog and your existing social networks, such as MySpace and Facebook, to contact your friends and encourage them to join a new community that will actually let them earn money.
Be a part of the Internet’s first Member-Owned Economic Community.
JOIN NOW
Own the Internet!
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