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| JOBS & CAREERS |
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Sound policy
Life’s lessons
Executive edge
Rules of engagement
Office Mantra
Happiness @ work
Course watch
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Sound policy
We seem to be living in difficult times. While there seems to be no threat to our national sovereignty, there is a large amount of internal dissatisfaction among the general public that closely resembles a silent struggle. From buying petrol for our daily transport to buying milk for household consumption, everything has become more expensive while salaries and incomes do not seem to be increasing at the same pace. In such a scenario, when every trip to the market is getting more and more pinching, any public announcement about our GDP growth and our capabilities to withstand the crisis is taken with a pinch of salt (which I might add, has also become expensive).
What is even more frustrating in these times is a general realisation, that there is corruption is growing everywhere around us, and the taxpayers’ hard-earned money is being wasted lavishly. In such a scenario, while it seems logical to question the intentions of our political representatives and bureaucrats, doubts can also be cast on the capabilities of these people in making and executing policies. It's amazing that poverty alleviation was an objective specifically standing out in the third Five-Year Plan, and today when we are moving to finish the course of the 11th Five-Year Plan, this objective is still ‘yet to be achieved’. There seems to be something seriously wrong with our capability of making good policies. Looking deeply into the matter, we find that there is a serious dearth of talent required in the public-policy making process. There are many lawyers in the system, who perfect the legal language of the policy, there are many accountants who give the exact cost of a policy programme, but what about a public economist to predict the efficiency of the policy? Scope Public economics is that branch of economics that deals with the functioning of the government and examines policies on the basis of their objectives and impact. Although the subject has its base in public finance, it also draws out elements from political sciences, law, philosophy, welfare theory as well as public administration and combines these elements to identify policies that are apt for the economic framework. The scope of this subject is endless, though the foundation can very easily be laid down with a simple graduate course in economics. The study of public economics trains a person to analyse the entire functioning of the public sector. On one hand, a student learns about optimal taxation, keeping the welfare of taxpayers in mind, on the other hand he also learns about the right usage of tax revenue in allocation to various projects be it education, health, poverty alleviation, infrastructure or other necessary projects that cannot be left at the mercy of the private sector. More importantly, a student learns about the significance of efficient allocation to each project, where wastage such as that seen in the recently held Commonwealth Games is the minimum. Opportunities A number of avenues are available for budding public economists. The most inviting and probably the most effective avenue is to directly join the policy- making process with central/state governments through the Indian Administrative Service, or its counterpart -Indian Revenue Services. An equally promising option is to join the limited cadre of Indian Economic Services. The Ministry of Finance has a lot of scope for good policy makers in its various departments, like the Department of Economic Affairs, Department of Expenditure, Department of Revenue etc. Given the state of the five-year plans, it would be a welcome change to have more students of public economics join the Planning Commission of India. Depending on interests and other subjects of choice, there are many other avenues available to students. Students of public economics and agriculture can join organisations like ICAR, those interested in health can join the Department of Health and Family Welfare and so on. There are a wide range of government departments, ministries and agencies that are probably losing face in the absence of good policy makers and are in need of a good public economists. Those not interested in the direct policy making and its execution can join research institutions at various universities or independent ones such as NIPFP to develop futuristic plans. The writer is faculty at the Indian School of
l There is B.Sc in Economics and Management for the future CEOs l B.Sc in Economics and Finance for those aiming at the financial markets and the banking sector. l To meet the growing demand for quality education, leading global educational institutions are also setting up their centres in India. So degrees from universities like the University of London, London School of Economics can now be pursued at affiliate centres in India. With such developments, a further step towards globalisation is being taken, which gives the budding Indian economists, an advantage of a globally updated curriculum and knowledge and puts them at par with their counterparts worldwide.
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Career Hotline
Q. Geography is my favourite subject in school. Can you please tell me something about the job prospects if I pursue my studies in this field. Or is it merely an academic field?
— Lavanya Dewan And contrary to belief, geography is not merely an academic subject but one with numerous practical applications. Given the width of its sweep (from economics and conservation to physics and international trade), several career options open up for geography students. Depending on the area of specialisation at the postgraduate-level, avenues for geographers exist in cartography where they collect, combine and display cartographic information in the form of maps. They are also employed by public and private organisations engaged in urban planning and design, and by NGOs involved in population control, environment and rural development projects. After your Masters in geography you can also enroll for a specialised course in Town and Regional Planning, which is offered at several colleges of architecture. Alternatively, you could also opt for a career in surveying, land valuation, environmental protection or conservation, landscape architecture, transport and tourism, travel writing, aerial photography and market research, besides teaching at the school (there is a shortage of school teachers specialising in this subject) and at the university-level. While a large number of universities (including Delhi University) offer BA in geography, 50 others offer a B.Sc in geography, which allows you to move into geology and meteorology and quantitative research which essentially involves number crunching (for market research and demographic surveys). Geoinformatics, a sub-field of geography has gained a lot of importance. Deciding on a location for commercial and non-profit organisations and government become easier with GIS applications. Geographical Information System (GIS) and Remote Sensing (BIT Mesra and Indian Institute of Remote Sensing offer MTech in the subject) are opening up new avenues for geographers as the requirement for data in a computerised format for marketing and related fields is increasing. There are special short-term courses offered in this area. Geomatics involves processing of raw data from remote sensing satellites for commercial applications. Since geographers are directly concerned with analysing variable data on the earth's surface, this is likely to open up vast areas in analysis and research. An all-India database is on the anvil and geographers will be much in demand to interpret the large volumes of data generated. Geographers are also employed as forest managers, demographers in government and research organisations or as researchers in agricultural or economic institutes. Besides, geography is also considered as a popular and scoring subject for the Civil Services (Prelims & Mains) and other competitive exams. Geographers play a key role, which is not always obvious, in the contemporary world. In times of deepening global integration, many companies, governments and NGOs need to take key decisions regarding 'location'. In this context, geographers with applied skills can find many career opportunities as GIS experts, as social and political analysts, cultural critics etc
Management mantra
Q. I have applied for an MBA course through a popular student website. Now a whole lot of B-schools are offering me MBA and PGDM courses. What is the difference between the two regarding course content, duration and placement?
— Rajbir Dhawan A. According to the AICTE regulations, all two-year full-time general management programmes which are not affiliated to any university (i.e. an autonomous institute), must be referred to as Post-Graduate Diploma in Management (PGDM). In addition, B-schools are required to mention the sector/branch in brackets. For instance, programmes focusing on finance will be called PGDM [Finance]. Only two-year management courses offered by universities can be called MBA. Hence, even the programmes offered by the IIMs are called PGDM because the IIMs are neither universities, nor affiliated to any university. Generally speaking however, these terms are merely a difference of nomenclature, and no way an indicator of the value or quality of the programme. As to which of the two is better, go by the reputation of and standing of the B-school. Any day a PGDBM from a Top-10 (or even Top-25) institute than an MBA from some back of beyond university. That said, should you wish to pursue a PhD in management subsequently, you would be safer with an MBA. Also all management programmes between one and two years' duration are treated as certificate courses. This means no private B-school can offer an MBA or a PGDM if the course duration is more than one year and less than two years.
'Electric' choice
Q. What kind of jobs are available in electrical engineering?
— Kunal Lamba Electrical engineers specialise in different areas such as power generation, transmission and distribution; manufacture and servicing electrical equipment or a subdivision of these areas. They also design new products, write performance requirements, and develop maintenance schedules. They test equipment, solve operational problems, and estimate the time and cost of the electrical component of engineering projects. Most jobs are in industry, government agencies, and manufacturers of electrical and electronic equipment, industrial machinery or with building contractors, architects and engineering consulting firms. State and city electricity boards and the defence sector account for most of the remaining jobs. With globalisation and increasing private sector participation in distribution, generation and transmission, demand for electrical engineers is bound to rise. An additional short-term course in marine electrical and electronic engineering could lead to a well-paying career in the Merchant Navy. At the PG level, electrical engineering graduates can also go into communication engineering, microelectronics or even computer science.
Explore exhibition designing
Q. Are there any specialised courses in exhibition design? Is this a good field to get into?
— Piyush Sarna By virtue of their multidisciplinary abilities, graduates of this programme can work in diverse fields of spatial design. Employment or freelance opportunities are offered by premier trade fair organisers such as the India Trade Promotion Organisation (ITPO) etc. Organisations in the public and private sector, the travel and tourism industry and government agencies, museums and cultural institutions also afford ample opportunities for innovative work in heritage conservation. The corporate communications/visual merchandising departments of the private sector and government run emporia such as Central Cottage Industries and State Emporia also offer excellent potential. Graduates also design sets for the ever-expanding television networks, besides theatre, film and special event production and management units.
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Life’s lessons
Looking at the same things as everyone else and thinking differently is the secret of success. One should never forget that mistakes can be stepping-stones to success. So change your attitude from "trial and error", "to trial and learn". All great leaders have made mistakes. Creative geniuses make mistakes, too. They mess up, just like the rest of us. There is bad Beethoven, there are failed Picassos, and there are incorrect theories by Albert Einstein. According to Joel Achenbach, "Mistakes are integral to the process of creation. A failure is merely a result that you did not anticipate. If we look at a failure as a learning experience, then it will help us become more creative. One helpful way to think of failure is to consider it a good indication that the route we're on is probably not the most direct route to the goal. This is the real beauty of the Art Frye story. Not only did he take glue that didn't stick properly — a failure in 3M's mind — but he also used his creativity to market the idea to people who weren't immediately receptive. Be flexible If you're leaning on the creative edge, you need to be flexible in your approach to get an idea implemented and to get that idea out in the market. Merely coming up with ideas isn't enough. It's also important to be able to sort, refine, develop, and implement those ideas. And that's where Art Frye showed himself to be a real expert. Keep trying George Bernard Shaw's advice to everyone was to 'just keep writing'. The so-called creative geniuses of our time work hard. They're prodigious. It seems that they can't stop themselves from churning out work. Thomas Edison could not stop inventing. Joyce Carol Oates couldn't stop writing. Shaw published 55 plays. Milton Avery created enough paintings to fill art galleries; when asked how he got inspiration, he said, "by going to the studio every day". Leon Botstein, the composer, says you can't plan your breakthroughs; you just have to keep plugging away, and wait, and hope. "Breakthrough is not when you want it, it's not when you expect it; it's a function of constant activity. It is only the constant activity that generates a breakthrough". As Howard Gardner in his book On Leadership emphasised, "The question is not 'Did you take a fall, but did you get up and continue?". Successful, creative people grow through criticism and failure. They know that the book of life has many chapters. Dave Meier, Director of the Centre for Accelerated Learning, sums up this philosophy when he says, "Anything worth doing is worth doing poorly at first". One of the axioms of the quality movement is, "Do it right the first time, every time." But watch out! That advice can bite your hand off if you run your business based totally on its guiding philosophy. Don't get me wrong; doing things right is crucial. The problem arises when we use this quality principle too early. What tends to happen is that people try to "do it right the first time, every time" whey they are generating ideas and attempting to solve problems. But that's the absolutely worst time to "do it right". That, in fact, is the time to make mistakes, and lots of them. Only by making many mistakes and learning from their unanticipated results will you be able to create the new products that can be done right the first time, every time. Right environment Only the place that tolerates failure gives rise to the thinking that results in success. Creativity flourishes in an environment that says it's okay to make some mistakes, that it's okay to try some new things. Part of being creative is making mistakes. So don't be so hard on yourself. Remember that many of the most creative and effective people of your time have made some major blunders. Give yourself permission to make a few mistakes. Remember, if you're not making some mistakes, you're not making any discoveries.
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Career compass
Why India? India is a country of diverse culture and demographics. It offers a large native patient base with a truly diverse gene pool on which broad-based clinical trials can be validated. Our climatic conditions also offer a perfect breeding ground for a range of different diseases. Growing scope And with the government amending schedule Y which governs clinical research involving human subjects, India has become a huge hub for clinical research in South East Asia. Companies in the West have realised that about one third of India's urban centric population mirrors the western profiles which is why clinical trials in areas like cardio-metabolic and cancer are being done here. Smaller pharma companies in the West are looking at India as a destination, not just because of cost benefits (CR is 90% cheaper in India than in the West), but mainly because of the kind of patients and timeline we offer. Besides, these companies are also looking at India as a market for their products. This has proved to be a blessing in disguise as our analysts can study the disease and immunity patterns and use this knowledge for new drug discovery. Apart from the earnings, this can be a win-win situation for us because part of the revenue can go into revamping our healthcare system. Over 20 Indian and foreign clinical research companies have launched operations in India in the past four years. Besides companies like Johnson & Johnson, GSK, Merck, Amgen, Eisai and Bristol-Myers Squibb which have already set up shop here, other pharma majors (i.e. Pfizer, Eli Lilly, Merck, Apotex, GlaxoSmithKline, Ranbaxy, Cipla, Novartis, AstraZeneca, Aventis etc.) are looking at bringing new pharma products off the laboratory bench and onto the pharmacy shelves in the next few years. In order to do so, the pharma industry will transition from pre-clinical research and development (R & D) to large-scale clinical trial work. In the process, the industry will witness a sky rocketing demand for CRP's (Clinical Research Professionals). Opportunities The only impediment preventing the industry from expanding is a severe shortage of clinical research associates and chemists familiar with complex chemical synthesis. After all, clinical research can substantially reduce the time between drug development and market approval. Globally, more than 2.5 lakh positions are lying vacant. Realising the potential, the Indian government has committed to spend $1 million to upscale capacities and improve the competence levels of Indian CROs. So it's good times ahead for professionals opting for CR as a career, particularly those from pharma, medicine and life sciences. There is an increasing demand for those who can design, code, conduct and report clinical trials with a clear understanding of Good Lab Practices, including an understanding of Indian and international regulatory and research standards. Poaching within the industry is rampant. Clinical Research Associates (CRAs) with even one-year of training are prime targets for poaching while anyone with four-five years of experience is considered a "rare diamond". You could be working in-house with pharma or research or onsite interacting with the study coordinator and investigators conducting the clinical trial. Courses A number of courses in CR are offered in India but before you queue up for them you must be pre-warned that there is no unified governing body to evaluate these programmes. Although many CR institutes enroll science graduates, they essentially end up doing data-management work. Medical professionals are best suited for going into actual CR work. However, before making a dash for them, keep in mind that there is no unified evaluation of courses in this field as the precise skill-sets are yet to be defined by the industry. Also there is no benchmarking of their quality as the initial batches are yet to enter the job market. Freshers lack hands-on experience but industry internships are not easy to come by due to the top secrecy maintained at the clinical labs. At the top-end, companies prefer MDs in (Pharmacology/Medicine) with a few years of relevant work experience backed with up-to-date knowledge of handling CR projects in compliance with local regulations. Participation in the International Conference on Harmonisation - Good Clinical Practices (ICH-GCP) and Company Standard Operating Procedures will certainly add a lot of value to your CV.
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Executive edge
Further, the advent of new technology, automation, diversifications, mergers and acquisitions are changing the traditional rules of the business game. If organisations fail to keep pace with the changing environment then it would be impossible for them to survive. Therefore, for the success of an organisation, executives at different levels across the sectors need to equip themselves with the latest/new management theories, models, frameworks and they should also able to connect theory with practice. To equip these capabilities in powerful manner, it is imperative to pursue an Executive MBA (EMBA) programme. The EMBA programmes provide an opportunity to experienced professionals/executives to obtain a Master's degree in Business Administration. Today, EMBA has a huge demand in India as working professionals want to pursue MBA in order to grow in their careers. The EMBA programmes are available in a variety of modes, right from one-year full time programme to a three-year part time programme. Some EMBA programmes are also conducted only on weekends for the convenience of working executives. Another popular EMBA programme is the one in which executives from different countries participate. In India, the number of EMBA programmes is on the rise and a large number of institutes from Delhi, Noida, Mumbai, Bangalore Chennai, Hyderabad, Pune, Kolkata, Chandigarh and Gurgaon offer these programmes. These programmes create successful careers for busy, working managers and professionals. Through EMBA, the participants can accelerate career, achieve greater potential and expand their professional opportunities. In EMBA, learning can be customised through one of the widest choice of elective courses. Thus the EMBA programme helps the participants to choose general management, operations management, marketing, information management, finance, global logistics and supply chain management, international business specialisation, etc. EMBA programmes provide access to cutting-edge research and exposure to the latest business thinking. The participants of EMBA, particularly from one MBA programme, also gain insight and understanding into the business environment by acquiring a more global outlook and are better equipped to meet the challenges of today's business world. They become better negotiators, strategic thinkers and more effective team players in a variety of business related situations. EMBA programmes follow multi-faceted approach to learning that equips the participants with new business skills and enhances interpersonal capabilities. This course will prepare the participants to make challenging decisions and provide strategic framework to evaluate future business decisions. The EMBA experience will help to gain the knowledge and build the confidence to make an immediate impact in an organisation. The biggest benefit of EMBA is that the participants learn theory and best practices from both faculty and peers who are from different companies in different sectors. The participants benefit from the diverse perspectives of peers from a wide variety of nationalities, job functions and industry sectors. This diversity allows the participants to gain global business skills and insights to operate successfully anywhere in the world. They also get an opportunity to analyse the practices in other businesses and apply those to their own organisation. EMBA programmes not only sharpen the existing skills but also develop new ones and prepare the participants to think more critically, analytically and cross-functionally. This robust learning experience helps the participants to advance their own career as well as their organisation in a highly competitive global business environment. The writer is Dean, Strathclyde SKIL Business School, Greater Noida
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Rules of engagement
Studies from Gallup, Corporate Leadership council and Towers Perrin have shown that, in typical organisations 20 per cent of employees at any one time are actively disengaged/'Disaffected' from the organisation, while a further 60 per cent are moderately engaged/ 'agnostics' - they turn up for work, perform their designated duties and go home, without being prepared to go the extra mile for the organisation. As a consequence, only 20 per cent of the workforce is actively engaged/'true believers' with the organisation and its objectives.
One of the pertinent concerns that worry all HR professionals today is how to create an environment that engages the most important asset - People - to deliver sustainable high performance. Though the concern has plagued HR professionals, the idea of employee engagement is not new - we have been actually talking about it for centuries. It's about how we get the 'best out of our people'. Maslow's hierarchy of needs has been influential in thinking about the varied needs people have to achieve fulfillment. In the current context of a competitive business milieu, the traditional loyalty relationship between employee and the employer is fast fading and is getting replaced by a greater emphasis on the need/want of the employees, and more importantly, the way they are treated. This shift has led the organisations to compete for retaining their critical talent. There isn't a definitive definition to 'Employee Engagement', but the themes of performance, commitment, high degree of involvement, communication, energy and motivation are clear. Communication Fostering an environment of open and transparent communication within the organisation to align the employees sets the tone of engagement. It begins with the cascading of the vision/ mission of the organisation, thereby creating a common goal to be achieved, thus enabling the creation of a community at the workplace and not just a workforce. Within the community the employees bond emotionally with one another and the organisation, and this positively affects their attitude towards their colleagues and the customers, which, in turn, improves customer satisfaction and service levels. We need to inculcate and develop an environment that supports "candid and direct feedback". This will enable to manage performance, inspire and motivate teams and increase collaboration, thus forging a connection between openness, transparency and feedback. The emphasis of the feedback has to be based on factual evidence and has to be objective. The open and transparent communication clubbed with feedback provides a conducive environment for 'speak out' fora for the employees. Here, they discuss what matters the most to them, and seek and provide solutions. These fora provide a perfect platform for freedom of expression — an important aspect for every employee to be heard, valued and respected. Improving employee lifecycle 'Work to live and not live to work' sets the basis of improving an employee's life span in the organisation. The focus has to be on social/personal and professional in order to create engagement as both the spheres are critical to an employee. The management of work-life balance is a collective responsibility of employers and employees by promoting policies and practices that empower managers and employees to better manage their life span. The focus on the management of talent by providing opportunities for personal development through well planned knowledge and skills programmes and integrating the same with a career progression framework will enable any organisation to keep employees engaged. HR needs to move from the traditional mindset of promotion by years of experience to having a robust system that will assess an employee's potential along with performance thus creating a differentiated line of career for every employee as per his/her potential, skills and attitude. In addition, an organisation must institute a proper compensation system so that the output to pay ratio is maintained at all levels. It is imperative for an organisation to provide required perquisites and benefits in order to boost the level of engagement of the employees with the organisation. Health and safety of the employee and his family need to be ensured, hence innovative schemes regarding health and safety of the employee and families create a bond with an organisation as research indicates that if employees feel secure, their engagement level is higher. Organisations that adhere and practice "pay for meritocracy" as a philosophy of compensation, enjoy a higher level of engagement. Contribution to
Participation in social development activities allows the employees' to interact and assist the underprivileged strata of society, thus creating a bonding with an organisation that has concern not only for profits, products and services, but also towards society and people. This bond transforms into a great sense of pride for the employees to be part of the organisation . As organisations are struggling to retain their critical talent, it is imperative for them to unlearn traditional practices and learn to develop and formulate innovative employee-engagement strategies that will enable them to attract, develop and retain the right talent. The writer is Head, HR, Greenply Industries Ltd.
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Office Mantra
Today a vast majority of job seekers and workers belong to the third category. They are the candidates who fear to take any initiative in their new job. They fear the loss of self-esteem if they are proved wrong. They, thus, use their self-esteem against them rather than for their own benefit. So what exactly is self-esteem and why is it important in one's career? Self-esteem is one's self image which one carries along everywhere. It is a very important quality as understanding one's self worth could make the difference between success and failure. It can even put one's crumbling career on a sound footing of promotion,
progress and prosperity. World famous psychologist and the father of self esteem movement Dr Nathaniel Branden, says that carrying a genuine sense of self esteem is one's human right. It plays a powerful role in making key choices of one's life and career. It helps one to realise one's true potential. When properly developed it can strengthen and develop an employee making him a competent worker. The individual who realises "I am capable and lovable" not only gives a better output, but also gets praise and appreciation from all. Keep the faith Studies have revealed that the problem with more than 75 per cent employees today is that they don't have full faith in their potential. Many don't even believe that their output really matters. Reasons behind this low self-esteem range from workplace discouragement to the basic childhood experiences. HR managers concerned about improving the lot of their workforce, must go deep into the matter and see that no worker gets discouraged. True, it is a basic human desire to be visible to others and be appreciated. With proper support at workplace a worker's contribution can be made substantially different and really useful. HR managers must realise that the roots of self-esteem are internal and are not dependent upon one's success or failure. It is so because one's self is not static. It is never a finished entity. Rather it is the one which is always evolving our hidden potential irrespective of our success or failure. Once a worker gets this realisation, the possibilities of always having a high self-esteem go on multiplying. HR managers must make this happen. Self-esteem, even if low, can be given a boost through self-belief. One important aspect of this is not hesitating to admit one's mistakes. Shun ill will Harbouring ill will against one's co-workers is an extremely negative and energy sucking trait. Workers who always carry a grudge or a grievance are actually people with low self-esteem. Any sense of resentment is a mental resistance. It is a way of non-acceptance of something that has already happened. This attitude keeps an employee at the level of his low self esteem bringing him more harm than a gain. However, the self-esteem of such workers soars when they become broad minded and open hearted, and help and cooperate with their team at the workplace. Once an employee realises that self-esteem is the basic key to one's success or failure, things are put in proper order easily. Once one realises how to make success a habit at work, one's self-esteem naturally takes an upward climb. But who should help one to do so? No one else but the HR managers! It is their first and foremost duty to see that every employee is assigned a duty that one is most suitable to perform efficiently yet comfortably. Once such a proper gear is put in, the whole machinery at the workplace can work wonders. The writer is a psychologist and a career expert
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Happiness @ work
The Devas were feeling listless after sage Durvasa’s curse. They went to Vishnu who said, “Churn the ocean with the help of your stepbrothers Asuras and draw out the nectar.” Unable to bear the weight of atrocities being committed on her, Mother Earth, in the form of a cow, went to Vishnu. “I will take birth as Krishna and put an end to evil.” “Staying away from you in the palace is not an alternative. I will join you in the forest,” said Sita to Rama as he was about to begin his 14-year exile. To please his wife Parvati, Shiva not only put an elephant head on her son’s headless torso, but also infused him with life. In order that the grand yagya of his father-in-law Daksh gets completed, Shiva revived him with a goat-head. Shiva’s follower Virbhadra had thrown Daksh’s original head into the fire. Knowing that Duryodhana would not return their share of the kingdom, the Pandavas said, “At least, give us five villages.” Duryodhana rejected even this humble request and finally lost his all. Ramakrishna Paramhansa gave Vivekananda a taste of Nivikalpa Samadhi. Then he said, “Naren, only after you finish Mother’s work in the world, I will give Nivikalpa Samadhi back to you.” “Why reject my hospitality for Lalo’s?” asked Malik Bhago, administrator of Saidpur, of Guru Nanak. In reply, the master simply squeezed Lalo’s roti and Malik’s sweets. Lo! blood flowed out of the sweets and milk out of the roti. “Your sweets are the result of exploitation of the poor,” explained the master. When Sanjna, daughter of celestial architect Vishwakarma, rejected Surya for his brilliance, she sent her dark side Chhaya to his house to take care of Surya and their children. “Now that my boyfriend Shalva and your brother Vichitravirya haven’t accepted me as wife, you must marry me,” said Amba to Bhishma. On Bhishma’s refusal, she went to Bhishma’s guru Parashurama for help. “Marry her or defeat me in a duel,” said Parashurama to Bhishma. But to Amba’s misfortune, the duel ended in a draw. In August 1942, the All-India Congress Committee passed the Quit India resolution at Gawalia Tank. On August 9, just when Gandhiji saw he would be arrested, he gave a message to every non-violent soldier of freedom, “Do or die.” The junior picked it as he thought it was the best choice. Boss, if you can’t better it, step out of the way. — Sai R. Vaidyanathan
The writer can be contacted at svaidyanathan@tribunemail.com |
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Course watch
The Indian Institute of Foreign Trade (IIFT) has started a course on international business strategy that aims to develop competence in disciplines and skills associated with the formulation of strategies for business. PGDIBS (Post Graduate Diploma in International Business Strategy) is a one-year course that will equip the present day managers with necessary competencies to formulate strategies in the global business scenario.
"This unique programme has been designed to meet the requirement of executives who are moving towards strategic decision-making roles in the
organisations. The companies that are expanding can give their executives an exposure to international business strategy, and nuances of strategic decision making," said Mridula
Mishra, programme director, IIFT. The course is specially designed for companies expanding/planning to expand their operations into international markets. Professionals of these organisations and also entrepreneurs willing to go international will find the course useful. The programme would also be useful for the professionals who are in the key decision-making roles. The eligibility criteria for applicants includes working professionals/self-employed with minimum eight years of work experience post completion of graduation and graduates (10+2+3) in any discipline with minimum 50 per cent marks aggregate. The applicants will be selected on the basis of an assessment of background and motivation based on the application form submitted. For applying one can visit www.niitimperia.com to fill the application form online or they can be obtained from local NIIT Imperia Centres or downloaded from
www.niitimperia.com. l Sport management Admission is on for Deakin University, Australia”s undergraduate and postgraduate courses in Sport Management. Sports graduates can pursue careers in professional sports, work in major sports facilities, national and international sports organisations and other sports related roles. Deakin University offers the following UG and PG courses: l
Undergraduate
courses l Bachelor of Business (Sport Management) l
Bachelor of Sport
Development l Bachelor of Exercise and Sports Science l
Duration — Three years l Entry Requirement — Class XII with Minimum 65 per cent marks. IELTS 6.0 overall
6.0 in each band l Postgraduate
Courses l Master of Business (Sport Management) l
Duration — Two years Entry Requirement — Minimum three years bachelor’s degree from a recognised university. Minimum marks between 50 to 60 per cent depending on the section of the university as per NOOSR Guide. IELTS 6.5 overall / 6.0 in each band. The courses are available at Melbourne Campus at
Burwood. Students can apply at Deakin University India Office at Deakin International (India), c/o ETP Services Private Limited, 161/ 84, Gulmohar House, 4th Floor, Yusuf Sarai Community
Centre, Gautam Nagar, New Delhi- 49.
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Fortnightly Quiz-398
1. Name the Apple co-founder who inspired personal computing and iconic products such as iPod, iPhone and iPad etc.
3. For which mosaic-like chemical structures’ discovery has an Israeli scientist won this year’s chemistry Nobel? 4. How many women have won this year’s Nobel Peace Prize for their campaign against war and oppression? 5. Which two states were recently linked by the country’s first double-decker superfast train? 6. When is World Post Day celebrated? 7. When is the Wildlife Week celebrated in India? 8. Which country has the fourth largest Internet users in the world? 9. To which country does the Flamenco dance belong? 10 .Where is the first-ever Formula 1 race being held in India this year? — Tarun Sharma Winners of quiz 397: The first prize by draw of lots goes to Vaibhav Kaushal, class VIII, Dayanand Public School, Silver City, Nabha, Pin Code – 147201 Second: Aditya Panwar, class XII-A (non-med), MRA DAV Sr Sec School, Solan, Himachal Pradesh, Pin Code – 173212 Third: Nikhil Verma, class IX-B, Shivalik Public School, Ropar, Punjab, Pin Code – 140001 Answers to quiz 397: Delhi Metro; Neutrinos; Prime Minister of India; Palampur (Himachal Pradesh); Helle Thorning Schmidt ; Brazil Russia India China South Africa; Angola; Novak Djokovic; Mansur Ali Khan Pataudi; Mansur Ali Khan Pataudi Cash awards of Rs 400, 300 and 200 are given to the first, second and third prize winners, respectively. These are sent at the school address. Note: Kindly mention the pincode of your place on the letter/postcard to facilitate the delivery of the prize money. Answers can also be sent at
quiz@tribunemail.com
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We seem to be living in difficult times. While there seems to be no threat to our national sovereignty, there is a large amount of internal dissatisfaction among the general public that closely resembles a silent struggle. From buying petrol for our daily transport to buying milk for household consumption, everything has become more expensive while salaries and incomes do not seem to be increasing at the same pace.
Career compass
Studies from Gallup, Corporate Leadership council and Towers Perrin have shown that, in typical organisations 20 per cent of employees at any one time are actively disengaged/'Disaffected' from the organisation, while a further 60 per cent are moderately engaged/ 'agnostics' - they turn up for work, perform their designated duties and go home, without being prepared to go the extra mile for the organisation. As a consequence, only 20 per cent of the workforce is actively engaged/'true believers' with the organisation and its objectives.
Courses
A. With the incorporation of a whole lot of new topics, the geography syllabus has now become livelier and more topical besides having a fresh and exciting feel about it. From a fact-based study of physical geography, it has become a subject full of human interest -driven by a growing recognition that physical and human or economic geography are inextricably linked and make greater sense when taught alongside each other.
A. Electrical engineering is among the oldest and largest branches of engineering. Electrical engineers design, develop, test, and supervise the manufacture of electrical and electronic equipment ranging from transmission devices used by power companies; electric motors, machinery controls, lighting, and wiring in buildings, automobiles, and aircraft; and in radar and navigation systems, computer and office equipment, and broadcast and communications systems.
A. Although exhibition design forms part of most courses in architecture (B.Arch) and interior design, NID offers a specialisation in exhibition design in its four-year graduate diploma programme in design. Details: www.nid.edu.
If we look at failure as a learning experience, it can help us become successful. So it is advisable to change "trial and error" into "trial and learn".
Before a drug is introduced in the market, it has to pass a lengthy approval process involving a series of clinical trials. This process is called clinical research. A fledgling industry till a while back, today India is the second most preferred destination for outsourcing clinical trials for the global pharma industry today.
Normally in any good business organisation professionals at different levels have rich experience and expertise in their respective field. But given the increasingly competitive and volatile marketplace, professional life at workplace always demands greater knowledge, skill sets and exposure. For instance, the 2008 financial meltdown that originated in the USA, and the subsequent global financial crisis and economic downturn called for unprecedented strategies and new skills and abilities in people for the success of business organisations in the post economic crisis scenario.
At an interview conducted by a multinational company a psychologist found two categories of potential employees - the first one included those who displayed the "I can do" attitude. The second category displayed the "I did this and that attitude". There was still another category which displayed the "I fear if I could do that" attitude. The psychologist clarified to the chairperson as well as to HR managers that while the first two categories were of the employees with high self-esteem, the employees of the third category had low self-esteem and hence were not fit for that company.
Accepted that the boss is the last checkpoint of quality, but do not reject juniors’ work without giving them an alternative. Otherwise, you are just delaying the process.
2. Name the world’s cheapest tablet, priced at around $50.