tag:blogger.com,1999:blog-56829488930210103712024-03-20T03:13:36.718-07:00Career Opportunities and Management TipsCareer Opportunities and Management Tips blog guide you to achieve better position in life.Do you have a Business model for your life? Do you have a strategic plan for your dreams? The answer is No then read this BlogGeetha Mohandashttp://www.blogger.com/profile/01429326127538156631noreply@blogger.comBlogger124125tag:blogger.com,1999:blog-5682948893021010371.post-60851001327433239062016-05-15T11:12:00.001-07:002016-05-15T11:12:10.276-07:00Job Advice to Job seekers in U.A.E and Middle east: Ensure your name not in bad list to get job in fin...<a href="http://www.uaejobadvice.com/2016/05/ensure-your-name-not-in-bad-list-to-get.html?spref=bl">Job Advice to Job seekers in U.A.E and Middle east: Ensure your name not in bad list to get job in fin...</a>: <!--[if gte mso 9]><xml><br />
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<br />
<br /><br />
<div class="MsoNoSpacing" style="text-align: justify;">Key challenges faced by the<br />
UAE’s financial services industry when it comes to ensuring they recruit the<br />
best candidates to their firms are varied.</div><div class="MsoNoSpacing" style="text-align: justify;"><br /></div><div class="MsoNoSpacing" style="text-align: justify;">The lack of a central database<br />
holding key information about potential employees, including their personal<br />
financial status and debt default information is a key cause for concern in the<br />
industry, as is the absence of a functioning persona non grata - or PNG - list,<br />
identifying employees that have been terminated by banks or other financial<br />
services firms for reasons relating to fraud.</div><div class="MsoNoSpacing" style="text-align: justify;"><br /></div><div class="MsoNoSpacing" style="text-align: justify;">An absence of reliable<br />
information is exacerbated by references that fail to offer up meaningful<br />
information about a person’s employment record, leaving one bank vulnerable to<br />
employing an individual with a bad history at another.</div><div class="MsoNoSpacing" style="text-align: justify;"><br /></div><div class="MsoNoSpacing" style="text-align: justify;">Clearer guidelines and greater<br />
collaboration with the regulators were also cited as areas for improvement in<br />
the financial services industry in the Middle East, with many feeling that this<br />
would help mitigate some of the other challenges being faced, and helping<br />
ensure all firms have a greater grasp on best practice in the industry.</div><div class="MsoNoSpacing" style="text-align: justify;"><br /></div><div class="MsoNoSpacing" style="text-align: justify;">This is according to panelists<br />
who participated in HireRight’s, a company into employee screening, roundtable.<br />
Experts also identified the cultural challenge faced when initiating a full<br />
screening of potential employees in the region, where the concept is not widely<br />
understood, as an area requiring careful management.</div><div class="MsoNoSpacing" style="text-align: justify;"><br /></div><div class="MsoNoSpacing" style="text-align: justify;">Ensuring that candidates have<br />
a smooth screening experience is an important part of the hiring process,<br />
especially for those unfamiliar with what it can mean. But Steve Girdler,<br />
Managing Director, Emea and APAC for HireRight suggested that explaining the screening<br />
process and why it is needed for candidates from the beginning of the<br />
recruitment process can make all the difference.<b><a href="http://www.uaejobadvice.com/2016/05/ensure-your-name-not-in-bad-list-to-get.html?spref=bl" target="_blank">Read More</a></b></div><div class="MsoNoSpacing" style="text-align: justify;"><br /></div><br /><div class="MsoNoSpacing" style="text-align: justify;"><br /></div>Geetha Mohandashttp://www.blogger.com/profile/01429326127538156631noreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-1845734718055282402016-04-30T10:47:00.001-07:002016-04-30T10:48:46.850-07:00World’s Best jobs and best work-life Balance<a href="http://labour-advice.blogspot.com/2016/04/worlds-best-jobs-and-best-work-life.html?spref=bl">Job Advice to Job seekers in U.A.E and Middle east: World’s Best jobs and best work-life Balance</a>: A busy job doesn’t always leave time for the good things in life. Long hours at the office and a near-permanent state of connectednes...<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg7F7gAf5YZJeBd2uarCi3TP_t2cAOwiYWn7KcH3AStL_Ek6hnP7R8KjryLIrDm6QkEk7ykMofoiVInxIYgwcv4xz3drtAxvQeMjm8KTHmBkL1xvlcHDgJr4iH_w26wtUNaOfAGj-Cf9upz/s1600/best+jobs.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="624" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg7F7gAf5YZJeBd2uarCi3TP_t2cAOwiYWn7KcH3AStL_Ek6hnP7R8KjryLIrDm6QkEk7ykMofoiVInxIYgwcv4xz3drtAxvQeMjm8KTHmBkL1xvlcHDgJr4iH_w26wtUNaOfAGj-Cf9upz/s640/best+jobs.JPG" width="640" /></a></div>
Geetha Mohandashttp://www.blogger.com/profile/01429326127538156631noreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-9274267047767927382016-04-26T09:00:00.001-07:002016-04-26T09:00:25.949-07:00Job Advice to Job seekers in U.A.E and Middle East: UAE industries hiring continues, latest employment...<a href="http://labour-advice.blogspot.com/2016/04/uae-industries-hiring-continues-latest.html?spref=bl"> UAE industries hiring continues, latest employment...</a>: The overall job market is still facing some headwinds, but recruitment activity in certain industries is now picking up, a new rese...Geetha Mohandashttp://www.blogger.com/profile/01429326127538156631noreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-27497331303889850302016-04-10T06:18:00.001-07:002016-04-10T06:18:14.465-07:00Job Advice to job seekers in U.A.E and Middle East : Handle Interview Questions in a professional way<a href="http://labour-advice.blogspot.com/2016/04/handle-interview-questions-in.html?spref=bl">Job Advice to job seekers in U.A.E and Middle East : Handle Interview Questions in a professional way</a>: · Before attending interview you should do some preparations · Research about the company you are applying for ...Geetha Mohandashttp://www.blogger.com/profile/01429326127538156631noreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-68491404143426260852016-04-08T04:05:00.001-07:002016-04-08T04:05:39.368-07:00Employee Quit Their Bosses, Not Their Jobs.<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhMB5LQhdi2LfxY1k2hCVZcgq5KMwPemFIxNVzSX9u95D3XaJ6-GOLnSJ3aAl__VXQFrbhntN_sD4t7zwmrB9nzzfR6RwWLvlM4XC4G8HX3857RVI6HWQP_EOyR63IltTEK_5J_vagVT0-Y/s1600/performer.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="239" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhMB5LQhdi2LfxY1k2hCVZcgq5KMwPemFIxNVzSX9u95D3XaJ6-GOLnSJ3aAl__VXQFrbhntN_sD4t7zwmrB9nzzfR6RwWLvlM4XC4G8HX3857RVI6HWQP_EOyR63IltTEK_5J_vagVT0-Y/s320/performer.jpg" width="320" /></a></div>
<div style="text-align: justify;">
If employer want to keep the most talented members of their team, it’s time to look in the mirror and realize the biggest reasons why talented and experienced employees quit you.<br /><br />Here they are the important reason for the quit:</div>
<ul style="text-align: justify;">
<li> You’ve overloaded your best people with too many responsibilities. At a lot of companies in America, there have been waves of layoffs over the past 6 years. In cut after cut, there’s a constant job staffing question: how do we get the same amount of stuff done with fewer employees to do it? The simple answer has been to get the remaining employees to do the jobs of 2 or 3 old employees, in addition to the regular job responsibilities they used to have. And then a lot of bosses never revisited staffing responsibilities 3 or 4 years later. It’s time to take a fresh look at who’s doing what in your group and probably redistribute how work is getting done on the team. Your best people need to be doing higher level stuff, not just getting lower level stuff done. Your best people will quit if they’re just continuing to be asked to do the same boring stuff years later.</li>
<li> You’re a micro-manager. A lot of bosses get promoted because they’re perfectionists. They were able to get a lot of work done in their old jobs to get noticed. Now, in their new jobs, they keep wanting to make sure that whoever’s doing their old job is doing it just as well as them. Plus, they are into all their direct reports’ business as well. Having your fingers on the pulse of what’s going on (or not going on) in your group is good management. But, at some point, you cross the line into micro-managing. Your worst people are probably happy for you to tell them what to do constantly. But your best people will be driven up the wall by this tendency. They want to know you give them a task and then enough rope to let them do it rather than doing it for them.</li>
<li> You’re never around. The opposite of a micro-manager is a drive-by manager. This is the boss who’s perpetually never in the office. They’re not around. They don’t check in. They give you a job to do and then check back with you 3 months later on if it’s done yet. Lots of bosses protest that they have an “open door policy” for their people to come in and talk with them whenever they need to. But, if you’re never around or – when you are – you zip in to grab something off your desk and zip back out or get on a conference call for an hour and then take off to a meeting, that’s not going to invite a lot of your staff to come in and shoot the breeze with you.</li>
<li> You’re not in touch with how some of your hires or promotions are driving your best people nuts. It’s human nature to want to be around other people we like and trust. Why would we choose to be around – and hire – people we dislike and don’t trust? However, we usually like people who like us. Even though we think we’re good at spotting people sucking up to us, it’s awfully tough when you’ve got a direct report telling you how great you are. Big problems arise when we promote based on who we like instead of on merit. One promotion or hire like that is ok, but two or three can sabotage a team’s morale. If you’re out of touch with who’s really talented on your team and who you’re promoting or hiring, it’s a matter of time before your best people tender their resignation. Why stick around if the bozos get promoted?</li>
<li> You’ve never given your people a sense of where they can go in their careers. Nobody takes us aside out of college or even in business school and teaches us how to sit and talk with our direct reports about upward career progression. As a boss, most of us just want to make sure all our work gets done. But how much do you care about getting that next promotion? It turns out that your people care about it just as much. So take the time to talk to them individually. Ask them where they want to go in their careers – it turns out many won’t have a clue but will appreciate you showing an interest. Talk to them about how they can get there, including what kinds of experiences and successes by them would make them stand out to your bosses.</li>
<li> You run terrible meetings. Even one of the most successful CEOs in the world today, Google GOOGL -0.39%’s Larry Page, wasn’t born with a keen understanding or respect for being a good boss as this account describes. Page – a recent doctoral student at Stanford, when he started Google – thought the ideal way to run meetings was to instigate a big argument among a team. Whoever had the best idea, he thought, would rise to the top. Instead, he created anarchy and a lot of hurt feelings. There are plenty of other way to run ineffective meetings including never calling them or letting them go on and on with no real action items coming out of them. All these approaches are tremendously morale-sapping.</li>
<li> You communicate that you care more about yourself than the team. As a leader, you’ve got to show your reports that you have done in the past or would be willing to do now anything that you’re going to ask them to do. If you seem above it, you’re likely going to turn their support away from you. You’re going to communicate to them that you care more about yourself than you do them. It’s tough to win back their support after that. So, show them that you care about their career progression more than your own. Show that you want the team to win more than you want you to win.</li>
<li> You’ve never given them the big picture vision of where your group is heading or you are constantly changing the big picture. Some bosses are great at strategy but they’ve got their head stuck in the clouds or like to change the group’s strategy every quarter. Some bosses are about as strategic as a banana. Either extreme is bad and debilitating for your staff. As a boss, you’ve got to tell the group where their North Star is, the direction they’re heading in and why. Then, you’ve got to give them everything they need to get there. Sometimes business conditions change and the strategy changes, but that should happen infrequently. If you worked for yourself as a direct report, what would you think of the strategic direction you’re setting?</li>
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<br />It’s not too late. Before your best people quit and join the other 2.5 million Americans who will this month, why don’t you take control as a boss and prevent that from happening?</div>
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Geetha Mohandashttp://www.blogger.com/profile/01429326127538156631noreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-29379028418469295202016-03-24T10:20:00.001-07:002016-03-24T10:20:34.735-07:00Analyze Your Boss <div dir="ltr" style="text-align: left;" trbidi="on">
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Most managers want to know how to manage certain of those more problematic staff: the chronic dissenter; the demotivated clock-watcher; Job’s comforter; the neurotically fragile. A great deal of time and effort, energy and worry go into trying to understand and motivate direct reports to be productive.<br /><br />But the really smart manager spends as much time managing upwards. By definition, your boss has greater power and status than you. Bosses may or may not have broader wisdom and more experience but (nearly) always they have more power and influence and certainly more command of resources. They certainly are likely to have a great influence on you promotability, bonus pay and, indeed, quality of life.<br /><br />Really shrewd managers learn to handle their bosses. The success of this strategy depends entirely on an understanding of the individual concerned. And this is much trickier than understanding reporting staff because managers mostly have much more data on those below them than those above them. Often, managers chose their direct reports; they have access to their files; they may even have valuable psychometric test information on their personality and motives. They certainly have much more daily contact with them. The quality and quantity of data that managers have is often extensive, while a remote (physically or psychologically) boss may be very difficult to know. Managers probably have up to 50 times more contact with their staff than with the bosses who maybe in a different building, city, even country.</div>
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<br />But what are individual bosses really like? What are their ambitions and values? Who do they most admire or loathe in the organisation? How do they manage upwards? And what pressures are they under? What rewards do they most value – promotion, bonuses, education, time off? What gives them most stress? Are they themselves high flyers or ceiling reachers? Are they totally trustworthy? And, even, are they sane?<br />A simple but effective way to begin managing upwards is to understand the abilities and personality of one’s manager. <br /><span style="color: #274e13;"><span style="font-size: large;">A. Ability</span></span><br />How bright is your boss? Ignore qualification, rank and reputation: in assessing bosses, the question to ask is how fast they are on the uptake? How quickly and accurately can they comprehend a report? How good is their vocabulary, written skills and articulateness? Can they “tumble-numbers”, read a balance sheet? The real test is in the unfamiliar, not the familiar. It’s called fluid intelligence. Experience leads to crystallised knowledge, but is only really useful in a stable world.<br /><br />Those with bright bosses (that’s IQ not EQ) may find them a little intolerant of those less quick and perhaps poor at explanation. Reminding them of this can be done in a flattering way and may help everybody. These bright sparks tend to be more accepting of change, more interested in data and, of course, more adaptable and flexible.<br /><br />Below-par bosses may take particularly sensitive handling. They resist new ideas and are frightened of bright young things from university. The really dim ones don’t even know that they are dim. They need a lot of help and support. Give them “suggestions” and show them how to do things. But don’t make them too reliant on you… they may hold on to you too hard and prevent your progress if they need you too much.<br /><br /><span style="color: #274e13;"><span style="font-size: large;">B. Personality</span></span><br /><br />There are essentially five personality traits that require close attention. </div>
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<span style="color: #274e13;"><span style="font-size: large;">The first is perhaps the most tricky and almost a taboo to talk about. It’s neuroticism or, if you prefer, "negative affectivity". </span></span>The stable boss copes with stress well, but the neurotic boss can be anxious, moody, thin-skinned, touchy and brittle, always pessimistic and worrying. Neurotic bosses are often unpredictable and need constant help, reassurance and calming down. They can have self-defeating characteristics that need looking out for, lest they defeat you as well. Neurotics are supersensitive: to the environment and others’ feelings. In that sense, they can be very compassionate, but their sensitivity makes them prone to low self-esteem, guilt, hypochondriasis, even obsessiveness.<br /><br />The best way to manage these bosses for you own mental health is frankly to leave them. The cost of being a part-time therapist may be simply too high a price to pay.<br /><br /><span style="color: #274e13;"><span style="font-size: large;">The second important characteristic is extraversion. <span style="font-size: small;">Extraverts are active, expressive, impulsive and sociable.</span></span></span><span style="font-size: small;"> They can als</span>o be risk taking, showing a worrying lack of reflection and responsibility. They are prone to make mistakes; to trade off speed for accuracy; to have too many brainstorming groups and parties; and to search for the elusive break through. Extraverts need not have their enthusiasm dimmed, but they need watching. They need to have their impulsivity tempered by more considerate judgment. But they also need lots of stimulation and variety to keep them comfortable.<br /><br />Introverts are not shy, inadequate: they just don’t have the need for excitement that extraverts show. They tend to be more difficult to read because they prefer not to go to parties or meetings or give talks. They think first, speak later (unlike extraverts, who do it the other way around), and may seem slow and ponderous. They may seem cold, but that is just their discomfort around others.<br /><br />Introverts trade off speed for accuracy. They may be helped by having an extroverted spokesperson. They prefer listening to talking and have a preference for “cold” over “hot” media: they prefer letters to meetings; emails to brainstorming sessions. Understand their likes and dislikes and you become more trusted and liked yourself.<br /><br /><span style="font-size: large;">We all like our managers to be conscientious:</span> to be efficient, organised, reliable, responsible, dependent, thorough and prudent. Often they make the same demands of us, which can be a little exacting. But they get things done. Conscientiousness is a predictor of business success. It comes from upbringing and values. It is related to the work ethic and one’s conscience.<br /><br />Conscientious managers can be rather tight-fisted and intolerant and they can be risk-adverse. But beware imprudent managers. They are lax with time, money and their personal responsibilities to others. They don’t follow through. They don’t pay their bills and they can be wildly incautious about all monetary and security issues. They may take time off when it suits them and be both indulgent and impulsive. They may appear as if they feel that ‘the problem with instant gratification is that it takes too long.'<br /><br />An imprudent, unreliable manager needs watching. They need lots of backup… but ultimately they probably need managing out of the organisation… for everyone’s benefit.<br /><br /><span style="color: #274e13;"><span style="font-size: large;">The fourth personality dimension of salience is agreeableness.</span></span> Highly agreeable managers are lovely: they are appreciative, forgiving, generous, kind, trusting and sympathetic. Their staff experience them as altruistic, modest and straightforward. Needless to say, they are well liked and have a reputation for being a good manager.<br /><br />Those low on agreeableness are much less likeable. They may be cynical and sarcastic, argumentative and challenging, inconsiderate, suspicious and unhelpful. They tend to want to be admired and to be “somebody”. Their vanity and habit of putting people down make them unloved, unrespected and quite simply disagreeable. If their disagreeability is matched by great abilities, they may be forgiven their unkindness’s. But it is more likely that disagreeable managers get where they are through lies, nepotism or exploitation. If any of the latter, the best strategy is to leave or get them out of the way.<br /><span style="color: #274e13;"><span style="font-size: large;"><br />The fifth personality dimension of importance is one clearly related to creativity and intellect</span></span>. It’s called openness to experience. Managers who score high on this dimension tend to be artistic and curious, imaginative and insightful, original and creative. Typically, they have a wide range of interests and are quite “intellectual”. Often, they are thought of as unconventional and a bit “arty-farty”. They like variety and novelty, but can scatter resources. For some, they are impractical dreamers: optimistic, energetic but unfocused.<br /><br />Open managers are not fuddy-duddy. They embrace changes and are sensitive to the teachings and ideas of others. They are also aesthetically sophisticated. Some jobs call for little imagination and in those they are a handicap. But the real pains are managers who score low on this dimension. They tend to express both discomfort and perplexity in reaction to novel experiences. Their rigidity and lack of curiosity can be misunderstood as resistance. To help the less open manager, one needs to provide practical suggestions and new ideas. He or she needs to be helped to be more attentive to what is going on around them. They have an impoverished fantasy life and very conventional ways of thinking and behaving. Those scoring very low on this dimension are very hostile to new ideas, but those mid-way may come really to appreciate the new ways of thinking that you feed them.<br /></div>
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Geetha Mohandashttp://www.blogger.com/profile/01429326127538156631noreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-18135789116561796922016-03-18T07:07:00.003-07:002016-03-18T07:10:47.888-07:00Ten mistakes that IT Industry Bosses Makes <div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="color: #274e13;"><b>Calling the boss H - Hitler, A - Arrogant, R - Rascal and I - Idiot , it reflect the plight of employees in the IT industry.</b></span> We conducted a survey to find out top ten mistakes that even good managers and bosses make.<br />
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So I am listing below the top ten mistakes which are very common among bosses.<br />
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<span style="color: #274e13;"><span style="font-size: large;">1 - Micro-management</span></span><br />
Sometimes when bosses assign work to an employee they don't completely trust that employee will be capable of completing the work. They underestimate the ability of the people they hire and end up offending the employee. "According to me, the number one mistake is, not effectively identifying the strengths of the employee, thereby micro managing or not delegating or not trusting the employee's judgment. A good boss is one who brings out the best in the employee," says Sharda Balaji, Founder of NovoJuris Services.<br />
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<span style="color: #274e13;"><span style="font-size: large;">2 - Using improper mode of communication</span></span><br />
Some bosses have this weird sense that since they are boss they should order people around and create a military kind of environment. They feel the stricter the things are the better things are organized. If an employee is late for some deadline, then the boss starts labeling the work or the employee himself.<br />
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<span style="color: #274e13;"><span style="font-size: large;">3 - Leading through intimidation</span></span><br />
This is one of the worst kind of mistake that bosses make. They feel that if an employee is threatened to work they will perform better. What the boss does not realize is that employee under such pressure end up losing interest in work and will meet the deadline just for the heck of it. Such employees then would only do what is asked from them and will never happily give hundred percent to do something good for the company.<br />
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<span style="color: #274e13;"><span style="font-size: large;">4 - Lacking empathy for employee's situation</span></span><br />
There are sometimes when employees do make excuses to take leave or when they come late. But not every reason is an excuse. Bosses end up thinking that their employees are always making excuses and do not showing any consideration for employee's situation<br />
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<span style="color: #274e13;"><span style="font-size: large;">5 - Becoming inaccessible to your employees</span></span><br />
An employee wants to contact his boss for something important but he is busy with other things and does not give any weight-age to employee's problem and hence he is scared to approach his boss.<br />
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"I have had some experiences at one of the company I worked with, where the manager was just not approachable and accessible. I could not expect any kind of guidance from him. It would not be wrong if I say that he was too busy caught with meetings (not accessible). He was also not approachable at the same time because of bad temperament and everything depended on his mood," said Prashant Honnavar, who is a Manager of HR at NextBiT Computing.<br />
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<span style="color: #274e13;"><span style="font-size: large;">6 - Not providing guidance or motivating employees</span></span><br />
An employee should always have something to look forward to. A good manager knows how to motivate employees to make them perform better but for this they have to spend some time with their team. In today's IT work environment many of the managers have no time to spend with the team due to day long meetings. As a result they miss out on understanding a team member's problem at work and providing the right support and solutions for the same. Failing to support and understanding a team member will lead to recipe of resignation. A manager should always have the practice of having one on one to know more about the team member, and then provide right feedback at the same time to motivate with the right attitude.<br />
<span style="color: #274e13;"><span style="font-size: large;">7 - Not providing a clear picture - Transparency</span></span><br />
Many times work is assigned by bosses to employees without clearly telling them the complete picture. Boss should always maintain transparency with their employee to make them understand what exactly they are doing. "If bosses start informing their team about the correct scenarios and maintain transparency about a project, then the employees will work more willingly and meeting the deadline will no longer be a concern of the boss alone," said Juilee Joshi, who worked as a Technical Support analyst at BMC software<br />
<span style="color: #274e13;"><span style="font-size: large;">8 - Insecurity about their post</span></span><br />
Some bosses prefer to do things alone rather than taking teams help as they are unsecure that someone will provide better solution, and thus they get a sense of insecurity about their post. "There is something unique about Indian bosses. They get this superiority complex about their position and I fail to understand why. There are many extremely capable folks who like to remain in the 'individual contributors' role because they do not enjoy people management," said Balaji. "You can deal with an egoistic boss, a demanding boss, an impatient boss... but the worst kind is the one who is insecure."<br />
<span style="color: #274e13;"><span style="font-size: large;"><br />9 - Trying to be friend as well as boss or showing partiality</span></span><br />
This is the trickiest part of the boss-employee relationship. Some of the bosses try to maintain a perfect balance between professionalism and friendship but it does not always work well for the company. Employees might become lenient in submitting at deadline or boss might start expecting too much from employees since they are good friend as well.<br />
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Another part of this equation can be showing partiality or favoring certain employees over others which create negative vibes in the team.<br />
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<span style="color: #274e13;"><span style="font-size: large;">10 - Making fake promises</span></span><br />
In order to motivate employees many time managers make fake promises of promotion or goodies but when the time comes they just stall it. This De-motivates an employee a great deal and might backfire badly on the company.<br />
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There are many other mistakes that bosses commit but we felt that these are the top ten reasons. You may think differently and have your own reasons. We would like to hear the top mistakes that your boss makes. </div>
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Geetha Mohandashttp://www.blogger.com/profile/01429326127538156631noreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-83407849870545115732016-03-08T10:20:00.000-08:002016-03-08T10:20:02.712-08:00Few Ways to Make Life Changing Decisions <div dir="ltr" style="text-align: left;" trbidi="on">
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Most people don’t know the profound effects of making decisions. Often times, we go through life oblivious to what thoughts we are thinking and what actions we are taking. Every single decision we make in our days shapes our current reality. It shapes who we are as a person because we habitually follow through with the decisions we make without even realizing it.<br />If you’re unhappy with the results in your life right now, making the effort to changing your decisions starting today will be the key to creating the person you want to be and the life you want to have in the future. Let’s talk about a few ways you can go about making life changing decisions.<br /><span style="color: #38761d;"><span style="font-size: large;">1. Realize the power of decision making.</span></span><br /><br />Before you start making a decision, you have to understand what a decision does. Any decision that you make causes a chain of events to happen. When you decide to pick up a cigarette to smoke it, that decision might result in you picking up another one later on to get that same high feeling. After a day, you may have gone through a pack without knowing it. But if you decide not to smoke that first cigarette and make a decision every five minutes to focus your attention somewhere else when you get that craving, after doing this for a week, your cravings will eventually subside and you will become smoke-free. But it comes down to making that very first decision of deciding whether or not to pick up that cigarette.<br /><span style="color: #38761d;"><span style="font-size: large;">2. Go with your gut.</span></span><br /><br />Often times, we take too much time to make a decision because we’re afraid of what’s going to happen. As a result of this, we go through things like careful planning, deep analysis, and pros and cons before deciding. This is a very time consuming process. Instead, learn to trust your gut instinct. For the most part, your first instinct is usually the one that is correct or the one that you truly wanted to go with. Even if you end up making a mistake, going with your gut still makes you a more confident decision maker compared to someone who takes all day to decide.<br /><span style="color: #38761d;"><span style="font-size: large;">3. Carry your decision out.</span></span><br /><br />When you make a decision, act on it. Commit to making a real decision. What’s a real decision? It’s when you decide on something, and that decision is carried out through action. It’s pointless to make a decision and have it played out in your head, but not doing anything about it. That’s the same as not making a decision at all. If you want to make real changes in life, you have to make it a habit to apply action with your decision until it’s completed. By going through this so many times, you will feel more confident with accomplishing the next decision that you have in mind.<br /><br /><span style="font-size: large;"><span style="color: #38761d;">4. Tell others about your decisions.</span></span><br /><br />There’s something about telling other people what we’re going to do that makes us follow through. For example, for the longest time I’ve been trying to become an early riser and whenever I tried to use my own will power, waking up early without falling back asleep felt impossible. So what I did was I went to a forum and made the decision to tell people that I would wake up at 6 AM and stay up. Within two days, I was able to accomplish doing this because I felt a moral obligation to follow through with my words even though I failed the first time. Did people care? Probably not, but just the fact that there might be someone else out there seeing if you’re telling the truth will give you enough motivation to following through with your decision.<br /><span style="color: #38761d;"><span style="font-size: large;">5. Learn from your past decisions.</span></span><br /><br />Even after I failed to follow through my decision the first time when I told people I was going to wake up early and stay up, I didn’t give up. I basically asked myself, “What can I do this time to make it work tomorrow? The truth is you are going to mess up at times when it comes to making decisions and instead of beating yourself up over it, learn something from it. Ask yourself, what was good about the decision I made? What was bad about it? What can I learn from it so I can make a better decision next time? Remember, don’t put so much emphasis focusing on short term effects; instead focus on the long term effects.<br /><span style="color: #38761d;"><span style="font-size: large;">6. Maintain a flexible approach.</span></span><br /><br />I know this might sound counter-intuitive, but making a decision doesn’t mean that you can’t be open to other options. For example, let’s say you made the decision to lose ten pounds by next month through cardio. If something comes up, you don’t have to just do cardio. You can be open to losing weight through different methods of dieting as long as it helps you reach your goal in the end. Don’t be stubborn to seek out only one way of making a decision. Embrace any new knowledge that brings you closer to accomplishing your initial decision.<br /><span style="color: #38761d;"><span style="font-size: large;">7. Have fun making decisions.</span></span><br />Finally, enjoy the process. I know decision-making might not be the most fun thing world to do, but when you do it often, it becomes a game of opportunity. You’ll learn a lot about yourself on the way, you’ll feel and become a lot more confident when you’re with yourself and around others, and making decisions will just become a lot easier after you do it so often that you won’t even think about it.<br />Anything you decide to do from this point on can have a profound effect later on. Opportunities are always waiting for you. Examine the decisions that you currently have in the day. Are there any that can be changed to improve your life in some way? Are there any decisions that you can make today that can create a better tomorrow?</div>
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Geetha Mohandashttp://www.blogger.com/profile/01429326127538156631noreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-27421789979128483072016-02-26T06:20:00.000-08:002016-02-26T06:20:10.993-08:00Leadership Fundamentals <div dir="ltr" style="text-align: left;" trbidi="on">
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<b><span style="color: purple; font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Professor Adrian
Furnham</span></b><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">:</span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj2sfvSlIvFqbXTIWRMDojK6T7qbumZH9Gh1bDpp4ZO-0o2MZgqAHaErqk6DPJDlHH-yryyrNk4MiDRp5ypKpcqg9KZre97IYRyspI-5-XqQvjp-wMRiQxrnEkEF7ApgmJTd1IY6m9K5WBG/s1600/Management+tips.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="400" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj2sfvSlIvFqbXTIWRMDojK6T7qbumZH9Gh1bDpp4ZO-0o2MZgqAHaErqk6DPJDlHH-yryyrNk4MiDRp5ypKpcqg9KZre97IYRyspI-5-XqQvjp-wMRiQxrnEkEF7ApgmJTd1IY6m9K5WBG/s400/Management+tips.jpg" width="382" /></a></div>
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<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">The fundamental characteristics of
the human species have powerful implications for the nature of leadership at
work. And you don’t have to be a pseudo or crypto sociology-biologist (from Venus or
Mars) to accept the points.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">First, we are social animals: we
live in groups. We need/like/prefer the company of others. We like to be
included and fear exclusion. We punish with ostracism; with solitary
confinement; with abolition to the ends of the earth.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">But, being social animals, we need
to learn from a very early age to get along with others. Adults have to go to
social skills training or emotional intelligence facilitation classes. Those
who somehow did not pick up the knowhow of getting along have to go to remedial
classes.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Social skills are about perception,
charm, flexibility. They are about reading others, amusing them and being aware
of how one is coming across. They are about “reading the signals” that others
emit verbally, vocally and visually. They are about thoughts and emotions. The
EQ movement put emphasis on being able to understand and manage your own and
others’ emotions.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Leaders need social skills. They
need to be attractive to others; to be able to persuade and charm them. They
need to be comfortable around others. More, they need to know how to get along
with others who are different from themselves; older and younger; of different
education and ethnic backgrounds; friends and enemies.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Some leaders have few social skills.
But they never last in the media-sensitive, free market economies. They tend
only to be found in corrupt or bureaucratic countries and organizations where
politics, force and power determine abilities rather than market forces or the
democratic forces of all stakeholders.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Getting along with others starts to
be learnt in kindergarten. As does the second fundamental skill: getting ahead
of others. Every social group has a status hierarchy. This can be seen in the
toddler playground as easily as it can be observed in the boardroom. Some
people learn to get ahead: to be among the chosen; to command respect; to be
listened to. How many leaders have been head prefect? And head prefect in a
school where they have been elected by the scholars, not the teachers: a subtle
but important difference.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Every organisation – however
seemingly opposed to the idea – has its status hierarchy. The cabinet has
“First Among Equals”; monasteries have abbots; orchestras have conductors.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Leaders are chosen on many factors:
their ability, charisma, believability; articulacy. You get ahead in different
groups through possessing different factors. One “competency” to be Pope is
‘holiness’, a characteristic somewhat specific to that job.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Leaders have to learn to exploit
their talents: to be likeable, electable and therefore powerful. There is a
skill to getting ahead and another to staying ahead. Apart from the Stalinist
method of actually exterminating the opposition any aspirant leader needs to
know how to get ahead.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">The third feature all social groups
have is a belief system. They are ‘religions’ of a sort and they fulfil various
functions primarily to give meaning to the capriciousness of life. All
ideologies serve a purpose. The more successful the ideology/religion, the more
it speaks to the deep and fundamental yearnings of human beings. People need a
positive identity, a good story of their past, a sense of mission, etc.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Equally, at work, people need pride
in their product, their company, their achievement and their history. It is the
job of a leader to tell a good story; to make the past a glorious struggle and
the future a certain journey.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">There is a difference between spin
and ideology; between PR and a belief system. The former are fickle and
cynical; the latter are coherent and usually believable.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
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<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Leaders need more than a story, a
good line or a hopeful message. They need an ideology for their times, their
people and their circumstance. Hence all the Mission-Vision rhubarb of recent
business gurus. It seems leaders had forgotten this aspect of their
stewardship: the ‘meaning-making’ function.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Often the circumstances dictate the
appropriateness of the ideology. Today it’s called situational leadership. But
there are also enduring themes to all ideologies: justice, honor, equity and
so on.People die for their beliefs: a fact manifest from the earliest times to
today’s suicide bombers. People will endure great hardship and deprivation for
a belief system.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Good leaders know how to exploit,
explain and explore beliefs. A great leader gets an ‘ism’ if they are lucky.
Hence, Thatcherism, Fordism, etc. Their beliefs are coherent, timely and
communicated with power and conviction.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">So you want to be a business leader?
Here is the test: what is the evidence that you have and can and will get along
with others (all others) you need to deal with at work; get ahead of the pack
including other board directors, competitors and the press; espouse a timely,
coherent ideology relevant to the company, the product and the employees.</span></div>
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
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<w:LsdException Locked="false" Priority="19" QFormat="true"
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<w:LsdException Locked="false" Priority="31" QFormat="true"
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<w:LsdException Locked="false" Priority="32" QFormat="true"
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<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="TOC Heading"/>
<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
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<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="Grid Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="Grid Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
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<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
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<w:LsdException Locked="false" Priority="52"
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<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<b><span style="color: purple; font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Professor Adrian
Furnham</span></b><span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">:</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">The fundamental characteristics of
the human species have powerful implications for the nature of leadership at
work. And you don’t have to be a pseudo or crypto sociobiologist (from Venus or
Mars) to accept the points.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">First, we are social animals: we
live in groups. We need/like/prefer the company of others. We like to be
included and fear exclusion. We punish with ostracism; with solitary
confinement; with abolition to the ends of the earth.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">But, being social animals, we need
to learn from a very early age to get along with others. Adults have to go to
social skills training or emotional intelligence facilitation classes. Those
who somehow did not pick up the knowhow of getting along have to go to remedial
classes.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Social skills are about perception,
charm, flexibility. They are about reading others, amusing them and being aware
of how one is coming across. They are about “reading the signals” that others
emit verbally, vocally and visually. They are about thoughts and emotions. The
EQ movement put emphasis on being able to understand and manage your own and
others’ emotions.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Leaders need social skills. They
need to be attractive to others; to be able to persuade and charm them. They
need to be comfortable around others. More, they need to know how to get along
with others who are different from themselves; older and younger; of different
education and ethnic backgrounds; friends and enemies.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Some leaders have few social skills.
But they never last in the media-sensitive, free market economies. They tend
only to be found in corrupt or bureaucratic countries and organisations where
politics, force and power determine abilities rather than market forces or the
democratic forces of all stakeholders.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Getting along with others starts to
be learnt in kindergarten. As does the second fundamental skill: getting ahead
of others. Every social group has a status hierarchy. This can be seen in the
toddler playground as easily as it can be observed in the boardroom. Some
people learn to get ahead: to be among the chosen; to command respect; to be
listened to. How many leaders have been head prefect? And head prefect in a
school where they have been elected by the scholars, not the teachers: a subtle
but important difference.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Every organisation – however
seemingly opposed to the idea – has its status hierarchy. The cabinet has
“First Among Equals”; monasteries have abbots; orchestras have conductors.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Leaders are chosen on many factors:
their ability, charisma, believability; articulacy. You get ahead in different
groups through possessing different factors. One “competency” to be Pope is
‘holiness’, a characteristic somewhat specific to that job.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Leaders have to learn to exploit
their talents: to be likeable, electable and therefore powerful. There is a
skill to getting ahead and another to staying ahead. Apart from the Stalinist
method of actually exterminating the opposition any aspirant leader needs to
know how to get ahead.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">The third feature all social groups
have is a belief system. They are ‘religions’ of a sort and they fulfil various
functions primarily to give meaning to the capriciousness of life. All
ideologies serve a purpose. The more successful the ideology/religion, the more
it speaks to the deep and fundamental yearnings of human beings. People need a
positive identity, a good story of their past, a sense of mission, etc.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Equally, at work, people need pride
in their product, their company, their achievement and their history. It is the
job of a leader to tell a good story; to make the past a glorious struggle and
the future a certain journey.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">There is a difference between spin
and ideology; between PR and a belief system. The former are fickle and
cynical; the latter are coherent and usually believable.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Leaders need more than a story, a
good line or a hopeful message. They need an ideology for their times, their
people and their circumstance. Hence all the Mission-Vision rhubarb of recent
business gurus. It seems leaders had forgotten this aspect of their
stewardship: the ‘meaning-making’ function.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Often the circumstances dictate the
appropriateness of the ideology. Today it’s called situational leadership. But
there are also enduring themes to all ideologies: justice, honour, equity and
so on.People die for their beliefs: a fact manifest from the earliest times to
today’s suicide bombers. People will endure great hardship and deprivation for
a belief system.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Good leaders know how to exploit,
explain and explore beliefs. A great leader gets an ‘ism’ if they are lucky.
Hence, Thatcherism, Fordism, etc. Their beliefs are coherent, timely and
communicated with power and conviction.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">So you want to be a business leader?
Here is the test: what is the evidence that you have and can and will get along
with others (all others) you need to deal with at work; get ahead of the pack
including other board directors, competitors and the press; espouse a timely,
coherent ideology relevant to the company, the product and the employees.</span></div>
</div>
Geetha Mohandashttp://www.blogger.com/profile/01429326127538156631noreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-14287716556328544502016-02-14T09:37:00.001-08:002016-02-14T09:37:05.545-08:00Successful Business -Your Process is Everything<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhrzel8y7JgnK93zIrb86GpraI4BG_s6DGNi8u0-mad_5YtmI5H-X7YCzjqQnQ_AzJGg9Me50PTLqLpyb8L1sBt8TnrLd6GgZPURF1K5NDopWrIid4QaW4i8afpULAmNad6-0C5X9R8-bMk/s1600/Management+tips.JPG" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="400" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhrzel8y7JgnK93zIrb86GpraI4BG_s6DGNi8u0-mad_5YtmI5H-X7YCzjqQnQ_AzJGg9Me50PTLqLpyb8L1sBt8TnrLd6GgZPURF1K5NDopWrIid4QaW4i8afpULAmNad6-0C5X9R8-bMk/s400/Management+tips.JPG" width="348" /></a></div>
<div style="text-align: justify;">
When any person first starts up their business, they generally end up making a lot of mistakes, some of which can be very costly. And as we progress through our business lives, we continuously learn new lessons as everything is always changing around us.</div>
<div style="text-align: justify;">
<br />A simple fact about business is that you CAN minimize the costs which flow from mistakes, quickly adjust to changed circumstances, and capitalize on new opportunities when you have a Process for doing so.<br />Your Process is the <span style="color: #38761d;"><span style="background-color: white;">SINGLE MOST IMPORTANT MARKETING INVESTMENT</span></span> you will ever make and should be your First priority.</div>
<div style="text-align: justify;">
<br />"Great companies have been built and continue to prosper BECAUSE they have a great Process, NOT because someone gave them a quick solution to a problem.” This is very true. No business can hope to grow without a Process. Without it, you will be spending money on campaigns without knowing if they work -- staff would arrive at work and wander around without direction -- opportunities will come your way and you won't be able to effectively recognize or capitalize on them, etc.</div>
<div style="text-align: justify;">
<br />The same applies if you are a one-person operation. You have to work at making whatever you want happen and that requires a Plan with a step-by-step execution strategy (your Process).<br />It’s not something which "just happened". We had to “plan” everything ... and then execute what was required using a series of procedures. You have a process in all you do as well, including taking the time to read material such as this in the hope that you can pick up some ideas for improving your way of life.<br />Life works in strange ways. Just as you think you have it all worked out, something can happen to set you back. So you need to continuously review and fine tune your Process so you can more easily respond to changed circumstances. <br /></div>
</div>
Geetha Mohandashttp://www.blogger.com/profile/01429326127538156631noreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-74316541277873832032016-02-05T04:04:00.002-08:002016-02-11T06:24:59.184-08:00What can throw a high performer off balance<div dir="ltr" style="text-align: left;" trbidi="on">
<div style="text-align: justify;">
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEifpiJJijsUxd2Os0Z-64pGYfrpGuM5JyMVoFO4CMAgDnZ4U1dobsPqW0mJIN88X381an5yXJqq25UjMMlb_4LQ42fkKIWEd2E0MyBhsnX5NO5ctERYjAvWZ5vwHLj4WIOoWtMYs246NB2X/s1600/performer.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="239" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEifpiJJijsUxd2Os0Z-64pGYfrpGuM5JyMVoFO4CMAgDnZ4U1dobsPqW0mJIN88X381an5yXJqq25UjMMlb_4LQ42fkKIWEd2E0MyBhsnX5NO5ctERYjAvWZ5vwHLj4WIOoWtMYs246NB2X/s320/performer.jpg" width="320" /></a></div>
Sure, the manager is constantly bombarded—by interruptions, by difficult people, by unreasonable assignments, on and on. But the only threats that really matter are internal: habits of thinking that distract from one’s purpose.<br />
<br />
Worry. In its misguided way, this is an attempt to control the unknown. We ponder all the things that might happen, as if we can stop the tide just by our thinking.<br />
Anger/resentment. When people in our organization reject or challenge our ideas or suggestions, sometimes we just react. Anger and resentment encourage us to focus on how “right” we think we are. Such closed-minded resistance actually hampers our ability to work effectively within the flow of events. We become like a fallen water-skier, dragged along by external forces, flailing about and swallowing water.<br />
<br />
Second-guessing. Could I have done that better? We revisit the past, dissecting each decision. Such thoughts drain productive energy. As if we’re trying to row a boat with only one oar—going ‘round and ‘round in circles.<br />
Guilt. By saying, “I’ve screwed up and there’s no redemption,” guilt causes us to give up hope. We’re so busy beating on ourselves that we miss the signal to sail our boat to the starting line of the race.<br />
Jumping to conclusions. We’re so intent on inserting ourselves into the conversation that we stop listening to others. Because people can be shy, interruptions may lead them to become too quiet; we miss the chance to get important information. We may lose the race by heading in the wrong direction.<br />
<br />
Assuming intent. We judge the actions of other without asking what thoughts set them in motion. What is to be gained by yelling at a crewmember who is the doing the best she can?<br />
Desiring approval. We constantly perform to an unseen audience, so wrapped up in wondering how we look to the people on shore that we don’t see that the current is running against us.<br />
Comparison. Instead of experiencing the moment, we judge it against what’s gone before, against our expectations of what could be, against what we imagine to be true for someone else. As if we’re sailing into a glorious sunset and wondering if the view would be better from someone else’s boat.<br />
<br />
In start-ups, however, it is harder to deal with the "Low Performance and High Values" people. They obvious grok the culture and people in the company tend to benefit from their presence (at least culturally). But start-ups often have limited management bench, limited management time, and limited (if any at all) training. So usually the better strategy than to fully invest in these people is to move them to a different job or a different manager. It is possible that they might just be in the wrong place and a different org might turn them into a high performer </div>
</div>
Geetha Mohandashttp://www.blogger.com/profile/01429326127538156631noreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-81749892722526912942016-02-04T10:38:00.001-08:002016-02-04T10:41:09.858-08:00Performance Management needs some formality - especially good personal practice <div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjdBUOEW71rCiJvIOHHn1cVhvySC-WT3STy51H1DwDTdaK71q2jSLl5CwMOTfNS6VtwRsPyimlQsqbmd0og1MQ-yw_KUq5hX3NjnqLsB2i2nZTB1vizVqwtWLAMYbWgry5PQBS44iH1qpka/s1600/Performance+Management++needs+some+formality.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="212" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjdBUOEW71rCiJvIOHHn1cVhvySC-WT3STy51H1DwDTdaK71q2jSLl5CwMOTfNS6VtwRsPyimlQsqbmd0og1MQ-yw_KUq5hX3NjnqLsB2i2nZTB1vizVqwtWLAMYbWgry5PQBS44iH1qpka/s320/Performance+Management++needs+some+formality.jpg" width="320" /></a></div>
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<li><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">Learn to write a succinct well constructed paper memo. Nothing beats it for impact.</span></span></li>
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<li><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"> When delegating doesn’t tell people how to do the job. Tell them what results you want.</span></span></li>
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<li><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"> Consider using non technical methods to communicate. They can still offer advantages over computers and telephones.</span></span></li>
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<li><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"> Set a time limit for a meeting and stick to it. Get others to filter information and news for your. Use your computer for gathering news and analysis on subject of interest to you. </span></span></li>
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<li><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"> End the meeting by summarizing the discussion and stating a conclusion. Let experts choose for you in areas in which you are unsure of yourself. But always have one or two areas in which you are expert. As a result everything that happens is of the same importance and the decisions are hard to make. </span></span></li>
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<li><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;">You need a system that can help you identify what is important to you. That system is not hard to construct. When making a presentation or speech or a memo start with your conclusion. Then offer reasons or arguments that support it. Those who set goals for themselves achieve the most in life. Take out a piece of paper or sit at the computer and write down your goals in life.</span></span></li>
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<li><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"> Use e mail sparingly. If you wouldn’t call someone or write a paper memo, then don’t send an email. To complete an assignment define the assignment, outline briefly how you’ll do the work, check with your boss, plan your work in detail, do the work, review the work. Further don’t be afraid to change your goals. They should encourage you to excel, not handcuff you. Review them yearly at least to ensure they still fit.</span></span></li>
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Geetha Mohandashttp://www.blogger.com/profile/01429326127538156631noreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-24029413256910987602013-03-29T10:58:00.001-07:002013-03-29T10:58:11.308-07:00UAE immigration information: India raises concern over Saudi’s new labour polic...<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiYmSPOZCUj1rQbf9Goj0nkoCsHim6VGQ-wzxWzEDEk-soW9Ku1rWrX4sVT5d1GGzFe_EcaxNT-0a4Y-SYFlSQNhrm8i8tgkr1P7FMs7ztZKY3ckDqfkku6HKOcV7fiDvbH9W4WUpdEm8s/s1600/Nitaqat.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="287" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiYmSPOZCUj1rQbf9Goj0nkoCsHim6VGQ-wzxWzEDEk-soW9Ku1rWrX4sVT5d1GGzFe_EcaxNT-0a4Y-SYFlSQNhrm8i8tgkr1P7FMs7ztZKY3ckDqfkku6HKOcV7fiDvbH9W4WUpdEm8s/s400/Nitaqat.jpg" width="400" /></a></div><div style="text-align: justify;"><a href="http://uaelabourlaw.blogspot.com/2013/03/india-raises-concern-over-saudis-new.html?spref=bl">UAE immigration information: India raises concern over Saudi’s new labour polic...</a>: Dushanbe: India Friday raised its concern with Saudi Arabia over its policy of reserving 10 per cent jobs for locals, a decision which will hit over 3 lakh low- and semi-skilled workers from India with a sizable number coming from Kerala.<br />
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Minister of State for External Affairs E Ahamad, who is in Dushanbe, the capital of Tajikistan, to attend the Asian Development Dialogue, Friday met Prince Abdulaziz bin Abdullah bin Abdulaziz, vice minister of Foreign Affairs, and conveyed the anxiety and concerns of India on the issue.<br />
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The Prince assured Ahamad that Saudi will always give the best consideration for Indians working in the Kingdom and values its very cordial relations with India.<br />
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The Saudi Minister, who is here to attend the conference, said he will bring the matter to the notice of the Labour Ministry and concerned authorities when he gets back to Riyadh.<br />
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On his part, Ahamad told the Prince that India enjoys the best of relations with Saudi and hope that no step will be taken that will adversely affect expatriates in the Kingdom.<br />
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The Indian Embassy has also taken up the matter with the Saudi Government, Ahamad told PTI adding, "There is no panic situation as of now. The Indian government will pursue the matter in the best possible way."<br />
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Overseas Indian Affairs Minister Vayalar Ravi yesterday said he had asked the Indian Ambassador to Saudi Arabia to take up the issue with Riyadh and its Labour Ministry and ensure that there would be no job loss for Indians on a mass scale.<br />
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The new labour policy, called Nitaqat, might lead to the denial of job opportunities for large number of expatriates from India, especially from Kerala, Chief Minister Oommen Chandy said in a letter to Prime Minister Manmohan Singh.<br />
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"It has come to my notice that the Kingdom of Saudi Arabia has initiated strong steps to implement Nitaquat law to expand employment avenues to its nationals which may ultimately lead to the denial of job opportunities for expatriates," he said. In 2011, 2.28 million Keralites were working abroad. Of them, some 570,000 are in Saudi Arabia, a report said</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-39250655239475760032013-03-13T05:32:00.001-07:002013-03-13T05:32:41.163-07:00UAE Visa Rules and Procedures: President His Highness Sheikh Khalifa bin Zayed Al...<a href="http://uaelabourlaw.blogspot.com/2013/03/president-his-highness-sheikh-khalifa.html?spref=bl">UAE Visa Rules and Procedures: President His Highness Sheikh Khalifa bin Zayed Al...</a>: President His Highness Sheikh Khalifa bin Zayed Al Nahyan has approved the formation of the new Cabinet, presented by the Vice President...<br />
Lieutenant General Shaikh Saif Bin Zayed Al Nahyan: Deputy Prime Minister and Minister of Interior<br />
Shaikh Mansour Bin Zayed Al Nahyan: Deputy Prime Minister and Minister of Presidential Affairs<br />
Shaikh Hamdan Bin Rashid Al Maktoum: Deputy Ruler of Dubai and Minister of Finance<br />
Shaikh Abdullah Bin Zayed Al Nahyan: Minister of Foreign Affairs<br />
Shaikh Nahyan Bin Mubarak Al Nahyan: Minister of Culture, Youth and Community Development<br />
Shaikh Hamdan Bin Mubarak Al Nahyan: Minister of Higher Education and Scientific Research<br />
Shaikha Lubna Al Qasimi: Minister of Development and International Cooperation<br />
Mohammad Abdullah Al Gergawi: Minister of Cabinet Affairs<br />
Sultan Bin Saeed Al Mansouri: Minister of Economy<br />
Mariam Al Roumi: Minister of Social Affairs<br />
Humaid Mohammad Obaid Al Qutami: Minister of Education<br />
Abdul Rahman Mohammad Al Owais: Minister of Health<br />
Saqr Gobash Saeed Gobash: Minister of Labour<br />
Dr Anwar Mohammad Gargash: Minister of State for Foreign Affairs and Minister of State for Federal National Council Affairs<br />
Dr Hadef Jua’an Al Daheri: Minister of Justice<br />
Dr Rashid Ahmad Bin Fahd: Minister of Environment and Water<br />
Suhail Mohammad Al Mazroui: Minister of Energy<br />
Abdullah Belhaif Al Nuaimi: Minister of Public Works<br />
Obaid Humaid Al Tayer: Minister of State for Financial Affairs<br />
Dr Maitha Salem Al Shamsi: Minister of State<br />
Reem Ebrahim Al Hashemi: Minister of State<br />
Sultan Mohammad Al Jaber: Minister of State<br />
Abdullah Mohammad Saeed Gobash: Minister of State<br />
Dr Mohammad Bin Dha'en Al Hameli, previously the Minister of Energy, was the only person to leave the Cabinet.<br />
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-49307502127155981272012-04-30T01:17:00.001-07:002012-04-30T23:34:27.764-07:00Thrissur Pooram 2012 -sample fire work<iframe src="http://www.youtube.com/embed/2rRAjKlfv_k" allowfullscreen="" frameborder="0" height="315" width="420"></iframe><br /><br /><iframe width="420" height="315" src="http://www.youtube.com/embed/mLAO7j1e_Po" frameborder="0" allowfullscreen></iframe><br /><br /><iframe width="420" height="315" src="http://www.youtube.com/embed/RF_lbJfQ63Y" frameborder="0" allowfullscreen></iframe><br /><br /><iframe width="420" height="315" src="http://www.youtube.com/embed/zMrffzWkenE" frameborder="0" allowfullscreen></iframe>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-64733474585789780972012-04-30T01:15:00.004-07:002012-04-30T23:29:42.389-07:00thrissur pooram 2012 - updates<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiNEJEWWMD7AIxsN1ZtljCn577Y0b-X85NCFPRHlOgDRSDnDR-CWKYV4L6O3OVfCV8c1R1UlzRLZ-xjT3FW4AgKi9Orx2nEv8WzYcVKjZuL13gzRxsjNg9mXZ7OC0GmaJy3QXDxikA64KU/s1600/DSC00431.JPG"><img style="display:block; 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margin:0px auto 10px; text-align:center;cursor:pointer; cursor:hand;width: 240px; height: 320px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh-c_0diO1GfdUoOQ8I9PMZY4256oSfFDYNsO8yBsmbANwnNBhh7vvu8xYvFT7xEQHPCatbveac1kF9zMoSc8yv7XaNka11Fb4TDV8WLy426TumHXZ6BsMe_hAYDroEO2wTquNnDQrsSkA/s320/DSC00409.JPG" alt="" id="BLOGGER_PHOTO_ID_5737104907330805506" border="0" /></a><br /><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjx7D3nCdJ_4Sl9-X3cw_VePgWYmM_zSF7171bsNcbBxSHfH_mNHqeLpaM3FjlkCA-lx0hZ2xDm7i8wrEe5_SC41Q26sN5PbGjFez2oAgbiQyOoYP5QsFr4JF_5v7aE1qpMPRdWDP9m-7w/s1600/DSC00406.JPG"><img style="display:block; margin:0px auto 10px; text-align:center;cursor:pointer; cursor:hand;width: 240px; height: 320px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjx7D3nCdJ_4Sl9-X3cw_VePgWYmM_zSF7171bsNcbBxSHfH_mNHqeLpaM3FjlkCA-lx0hZ2xDm7i8wrEe5_SC41Q26sN5PbGjFez2oAgbiQyOoYP5QsFr4JF_5v7aE1qpMPRdWDP9m-7w/s320/DSC00406.JPG" alt="" id="BLOGGER_PHOTO_ID_5737104905435240498" border="0" /></a><br /><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi5dIYXc4jTH1qTRBa4nSGoKGtIk8R1WhRCYfjMPIlXrPI10trPVH-f9cPmgnyDELC7SPSQRl2xtz1lEHE_kf8qTUp03OMgtSBGkMbaDeJDqxWHHRgRTDC9XPX5nerd6jp3swl316qgkbk/s1600/DSC00410.JPG"><img style="display:block; margin:0px auto 10px; text-align:center;cursor:pointer; cursor:hand;width: 240px; height: 320px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi5dIYXc4jTH1qTRBa4nSGoKGtIk8R1WhRCYfjMPIlXrPI10trPVH-f9cPmgnyDELC7SPSQRl2xtz1lEHE_kf8qTUp03OMgtSBGkMbaDeJDqxWHHRgRTDC9XPX5nerd6jp3swl316qgkbk/s320/DSC00410.JPG" alt="" id="BLOGGER_PHOTO_ID_5737104915424847522" border="0" /></a><br /><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiDjyUOBd5V0Q5ps-YaRUjwwAR5OoV6AqG0fHiZt1qXtRGq_4F0527W2cBqOpGZzNsKSvwXfkCsqpJgsadd-V3yxyRW4cnXSYo1MXvOU5LNfHk015IRcf_Qs7d2ase0PTK4HwPhXtdYeIA/s1600/DSC00404.JPG"><img style="display:block; margin:0px auto 10px; text-align:center;cursor:pointer; cursor:hand;width: 240px; height: 320px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiDjyUOBd5V0Q5ps-YaRUjwwAR5OoV6AqG0fHiZt1qXtRGq_4F0527W2cBqOpGZzNsKSvwXfkCsqpJgsadd-V3yxyRW4cnXSYo1MXvOU5LNfHk015IRcf_Qs7d2ase0PTK4HwPhXtdYeIA/s320/DSC00404.JPG" alt="" id="BLOGGER_PHOTO_ID_5737104756264420482" border="0" /></a><br /><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEihIrPfAen6oL3ngPTcIr9_HSWoppRQTryUkFmjslwHlW7ihoki5AP1jlqFNwxeCfMV_J0RJX10GkX8OZW9DGj2DujrMMlqYNTrRdaAGMGsIav_hYsGqHbN1uNJF3rKrJg7MBHOvjbQJuQ/s1600/DSC00403.JPG"><img style="display:block; margin:0px auto 10px; text-align:center;cursor:pointer; cursor:hand;width: 240px; height: 320px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEihIrPfAen6oL3ngPTcIr9_HSWoppRQTryUkFmjslwHlW7ihoki5AP1jlqFNwxeCfMV_J0RJX10GkX8OZW9DGj2DujrMMlqYNTrRdaAGMGsIav_hYsGqHbN1uNJF3rKrJg7MBHOvjbQJuQ/s320/DSC00403.JPG" alt="" id="BLOGGER_PHOTO_ID_5737104743934392642" border="0" /></a><br /><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj1v6lmmRbb5W9E6JuWYqD77dA0Nj0J5mMyVs4ZMkYSULwweWWDgbG6XE3Mr5kZejRf9kut_3dW74lcO6Ntz8FB89yUcrZA1t1qS9anAvCS_XvK_iY6mDeC-VLvx-MUxJ3xO7MIE0XK-Jg/s1600/DSC00393.JPG"><img style="display:block; margin:0px auto 10px; text-align:center;cursor:pointer; cursor:hand;width: 320px; height: 240px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj1v6lmmRbb5W9E6JuWYqD77dA0Nj0J5mMyVs4ZMkYSULwweWWDgbG6XE3Mr5kZejRf9kut_3dW74lcO6Ntz8FB89yUcrZA1t1qS9anAvCS_XvK_iY6mDeC-VLvx-MUxJ3xO7MIE0XK-Jg/s320/DSC00393.JPG" alt="" id="BLOGGER_PHOTO_ID_5737104740551138994" border="0" /></a><br /><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiO9vpP2yxcDkmeOwIoP9OvlSIoTCIEQzarg-IFUqw8br6ECorqCBT3Y5rKK4XBjzy-cY7PJ7hahIu80rvRGLSUapZuQfBwHlWQ9mqEkWpYHHcizIkwi0MaIxFrVZ6ptrF4ngagQ53dFWI/s1600/DSC00017.JPG"><img style="display:block; margin:0px auto 10px; text-align:center;cursor:pointer; cursor:hand;width: 320px; height: 240px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiO9vpP2yxcDkmeOwIoP9OvlSIoTCIEQzarg-IFUqw8br6ECorqCBT3Y5rKK4XBjzy-cY7PJ7hahIu80rvRGLSUapZuQfBwHlWQ9mqEkWpYHHcizIkwi0MaIxFrVZ6ptrF4ngagQ53dFWI/s320/DSC00017.JPG" alt="" id="BLOGGER_PHOTO_ID_5737104737055826562" border="0" /></a><br /><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgFN8jjC8WQ_Z0G94yt7XRR6YEw5g08B04NsOSUKKufctcC9F6VEpWgDThU2YB_DbFOO7rDvZj4luv6mwMGfB5jGssaVb2ZpqWbXSEn1zjDOZnFzFbHEiA9OKpyYGZVILAXYJsVL9v6yug/s1600/DSC00405.JPG"><img style="display:block; margin:0px auto 10px; text-align:center;cursor:pointer; cursor:hand;width: 240px; height: 320px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgFN8jjC8WQ_Z0G94yt7XRR6YEw5g08B04NsOSUKKufctcC9F6VEpWgDThU2YB_DbFOO7rDvZj4luv6mwMGfB5jGssaVb2ZpqWbXSEn1zjDOZnFzFbHEiA9OKpyYGZVILAXYJsVL9v6yug/s320/DSC00405.JPG" alt="" id="BLOGGER_PHOTO_ID_5737104764071401746" border="0" /></a>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-69071937821550056742012-02-24T01:42:00.000-08:002012-02-24T01:44:46.794-08:00No need of environmental studies on Mullaperiyar: Minister<div class="post" style="float: left; margin-top: 5px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; text-align: -webkit-auto; background-color: rgb(255, 255, 255); "><div class="ptandpc" style="float: left; width: 413px; "><div style="text-align: left;"><b><span ><br /></span></b></div><div class="post_content" id="post_content" style="font-style: normal; font-variant: normal; line-height: normal; font-weight: normal; float: left; margin-top: 0px; margin-right: 0px; margin-bottom: 10px; margin-left: 0px; width: 413px; "><p style="text-align: left; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><a href="http://www.asianetindia.com/wp-content/uploads/2012/02/20389_s_pj-joseph.jpg" style="text-decoration: none; border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; font-weight: 700; "><span ><img src="http://www.asianetindia.com/wp-content/uploads/2012/02/20389_s_pj-joseph.jpg" alt="" title="" width="413" height="290" class="alignright size-full wp-image-322549" style="border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; clear: both; " /></span></a></p><p style="text-align: left; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><span >Kottayam,Friday, February 24,2012: Defending his stance on the Mullaperiyar issue, Minister for Water Resources P.J. Joseph said here on Friday said that there is no need of environmental studies for the construction of a newdam in Mullaperiyar.</span></p><p style="text-align: left; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><span >He said that the water level will not increase even if new dam is constructed.</span></p><p style="text-align: left; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><span >If Prime minister interfere in this issue, the new dam will get permission within a week,he commented.</span></p></div></div></div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-28188642803342772662012-02-24T01:34:00.002-08:002012-02-24T01:39:46.924-08:00Police holds talks with Italians on weapon examination<div class="post" style="float: left; margin-top: 5px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; text-align: -webkit-auto; background-color: rgb(255, 255, 255); "><div class="ptandpc" style="float: left; width: 413px; "><div style="text-align: left;"><span ><b><br /></b></span></div><div class="post_content" id="post_content" style="font-style: normal; font-variant: normal; float: left; margin-top: 0px; margin-right: 0px; margin-bottom: 10px; margin-left: 0px; width: 413px; "><p style="text-align: left;margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><a href="http://www.asianetindia.com/wp-content/uploads/2012/02/italians.jpg" style="text-decoration: none; border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; "><span ><b><img src="http://www.asianetindia.com/wp-content/uploads/2012/02/italians.jpg" alt="" title="" width="413" height="290" class="alignright size-full wp-image-322503" style="border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; clear: both; " /></b></span></a></p><p style="text-align: left;margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><span ><b>Kochi, Friday, February 24, 2012: Police here are discussing with Italian authorities if the ballistic examination of the weapons on board merchant vessel ‘Enrica Lexie’, shots from which killed two Indian fishermen, can be taken up in the absence of their experts.</b></span></p><p style="text-align: left;margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><span ><b>A court in Kollam, which had permitted the police to seize the arms allegedly used in the firing by Naval guards at the fishermen, yesterday accepted the Italians’ plea seeking presence of their representatives during the ballistic examination.</b></span></p><p style="text-align: left;margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><span ><b>Ballistic experts from Italy are already on their way to Kerala, police sources said. “We do not know when they are expected to reach here. We are discussing with the Italian authorities if we can proceed in their absence”.</b></span></p><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; text-align: justify; "></p><div style="text-align: left;"><span ><b>The sources said if this was permitted, the ballistic examination could be conducted today itself, police sources told here.</b></span></div><span ><div style="text-align: left;"><b>Italian Deputy Foreign Minister Staffan de Mistura had told reporters yesterday that the ballistic examination should be done in their presence.</b></div></span><p></p><p style="text-align: left;margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><span ><b>Meanwhile, the ship which had been berthed at the out of port area is being brought to the oil terminal today for enabling the search operations.</b></span></p><p style="text-align: left;margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><span ><b>Two Italian naval guards have been arrested and charged with murder of the fishermen killed in firing from the ship off the Kollam coast on February 15. The Italians have been maintaining that they opened fire assuming the fishermen onboard the boat to be pirates.</b></span></p></div></div></div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-72385169204880867442012-02-22T10:53:00.000-08:002012-02-22T10:55:39.903-08:00ACV News bags award for best regional news channel<span ><img src="http://www.asianetindia.com/wp-content/uploads/2012/02/award.jpg" /></span><div><span ><br /></span></div><div><p style="text-align: left; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; background-color: rgb(255, 255, 255); "><span >Thiruvananthapuram, Wednesday, February 22, 2012: ACV News has bagged the award for best regional news channel.</span></p><p style="text-align: left; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; background-color: rgb(255, 255, 255); "><span >The award was presented to Rajesh G Pillai, (Head, ACV News) by Kozhikode District collector PB Salim at a function held at Mascot hotel in Thiruvananthapuram on Wednesday.</span></p></div><div><span ><br /></span></div><div style="font-family: Georgia, serif; font-size: 100%; "><br /></div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-71039406835787519312012-02-22T10:51:00.000-08:002012-02-22T10:52:53.018-08:00Temple treasure: Expert panel submits interim report<div class="post" style="font-style: normal; font-variant: normal; float: left; margin-top: 5px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; text-align: -webkit-auto; background-color: rgb(255, 255, 255); "><div class="ptandpc" style="float: left; width: 413px; "><div class="fshare"><ul style="text-align: left;list-style-type: none; list-style-position: initial; list-style-image: initial; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; "><span ><span style="line-height: 10px; "><b><br /></b></span></span></ul></div><div class="post_title" style="font-weight: normal; line-height: normal; float: left; width: 413px; "><h3 style="text-align: left; background-image: none; background-attachment: scroll; background-origin: initial; background-clip: initial; background-color: rgb(55, 177, 233); margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 3px; padding-right: 3px; padding-bottom: 3px; padding-left: 3px; background-position: 0px 0px; background-repeat: repeat repeat; "><span ><a href="http://www.asianetindia.com/news/temple-treasure-expert-panel-submits-interim-report_321962.html" alt="Temple treasure: Expert panel submits interim report" title="Temple treasure: Expert panel submits interim report" style="text-decoration: none; border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; ">Temple treasure: Expert panel submits interim report</a> <a href="http://www.asianetindia.com/videos/temple-treasure-expert-panel-submits-interim-report_321962.html" style="text-decoration: none; border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; "></a></span></h3></div><div class="post_content" id="post_content" style="font-weight: normal; line-height: normal; float: left; margin-top: 0px; margin-right: 0px; margin-bottom: 10px; margin-left: 0px; width: 413px; "><p style="text-align: left; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><a href="http://www.asianetindia.com/wp-content/uploads/2012/02/padmanbha-swamy-temple41331.jpg" style="text-decoration: none; border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; font-weight: 700; "><span ><img src="http://www.asianetindia.com/wp-content/uploads/2012/02/padmanbha-swamy-temple41331.jpg" alt="" title="" width="413" height="290" class="alignright size-full wp-image-321965" style="border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; clear: both; " /></span></a></p><p style="text-align: left; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><span >New Delhi, Wednesday, February 22, 2012: The expert panel submitted interim report in connection with the evaluation of treasure unearthed at the famed Sree Padmanabhaswamy temple before Supreme Court on Wednesday.</span></p><p style="text-align: left; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><span >The expert team has requested to Apex Court to permit them to open vault ‘C’. The Court will consider the case tomorrow.</span></p><p style="text-align: left; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><span >According to earlier reports, the temple is believed to have a treasure trove of precious jewels which is estimated to be worth more than Rs one lakh crore, making it the richest temple in the world.</span></p></div></div></div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-65385293931791315832012-02-22T10:48:00.001-08:002012-02-22T10:50:49.906-08:00Piravom by-poll preponed to March 17<div class="post" style="font-style: normal; font-variant: normal; font-weight: normal; line-height: normal; float: left; margin-top: 5px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; text-align: -webkit-auto; background-color: rgb(255, 255, 255); "><div class="ptandpc" style="float: left; width: 413px; "><div class="post_title" style="float: left; width: 413px; "><h3 style="text-align: left; background-image: none; background-attachment: scroll; background-origin: initial; background-clip: initial; background-color: rgb(55, 177, 233); margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 3px; padding-right: 3px; padding-bottom: 3px; padding-left: 3px; background-position: 0px 0px; "><span ><a href="http://www.asianetindia.com/news/piravom-bypoll-march-17_321972.html" alt="Piravom by-poll preponed to March 17" title="Piravom by-poll preponed to March 17" style="text-decoration: none; border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; ">Piravom by-poll preponed to March 17</a> <span style="border-width: initial; border-color: initial; border-image: initial; "><a href="http://www.asianetindia.com/videos/piravom-bypoll-march-17_321972.html" style="text-decoration: none; border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; "></a></span></span></h3></div><div class="post_content" id="post_content" style="float: left; margin-top: 0px; margin-right: 0px; margin-bottom: 10px; margin-left: 0px; width: 413px; "><p style="text-align: left; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><a href="http://www.asianetindia.com/wp-content/uploads/2012/02/piravom-poll.jpg" style="text-decoration: none; border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; font-weight: 700; "><span ><img src="http://www.asianetindia.com/wp-content/uploads/2012/02/piravom-poll.jpg" alt="" title="" width="413" height="290" class="alignright size-full wp-image-321973" style="border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; clear: both; " /></span></a></p><p style="text-align: left; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><span >Thiruvananthapuram, Wednesday, February 22, 2012: The by-poll to the Piravom Assembly constituency has been preponed by a day. The by-poll will be conducted on March 17.</span></p><p style="text-align: left; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><span >The Election Commission has issued notification. The Assembly seat fell vacant after the death of Kerala Congress leader TM Jacob.</span></p><p style="text-align: left; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; "><span >Jacob’s death has further narrowed down the UDF majority in the 140-member Assembly. According to political observers, if the UDF fails to retain Piravom, it could only shake the government</span></p></div></div></div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-36541956170598484262012-02-21T02:34:00.000-08:002012-02-21T02:37:11.546-08:00Italian authorities move HC seeking cancellation of FIR<div class="post" style="float: left; margin-top: 5px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; text-align: -webkit-auto; background-color: rgb(255, 255, 255); "><div class="ptandpc" style="float: left; width: 413px; "><div class="fshare"><ul style="text-align: justify;list-style-type: none; list-style-position: initial; list-style-image: initial; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 0px; padding-right: 0px; padding-bottom: 0px; padding-left: 0px; "><span ><span style="line-height: 10px; "><b>a</b></span></span></ul></div><div class="post_title" style="font-weight: normal; line-height: normal; float: left; width: 413px; "><h3 style="text-align: justify; background-image: none; background-attachment: scroll; background-origin: initial; background-clip: initial; background-color: rgb(55, 177, 233); margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 3px; padding-right: 3px; padding-bottom: 3px; padding-left: 3px; background-position: 0px 0px; background-repeat: repeat repeat; "><span ><a href="http://www.asianetindia.com/news/italian-authorities-moves-hc-seeking-cancellation-fir_321491.html" alt="Italian authorities move HC seeking cancellation of FIR" title="Italian authorities move HC seeking cancellation of FIR" style="text-decoration: none; border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; color: rgb(0, 0, 0); ">Italian authorities move HC seeking cancellation of FIR</a> <a href="http://www.asianetindia.com/videos/italian-authorities-moves-hc-seeking-cancellation-fir_321491.html" style="text-decoration: none; border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; color: rgb(0, 0, 0); "></a></span></h3></div><div class="post_content" id="post_content" style="font-weight: normal; line-height: normal; float: left; margin-top: 0px; margin-right: 0px; margin-bottom: 10px; margin-left: 0px; width: 413px; "><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; text-align: justify; "><a href="http://www.asianetindia.com/wp-content/uploads/2012/02/italian-marines22.jpg" style="text-decoration: none; border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; color: rgb(89, 89, 83); font-weight: 700; "><span ><img src="http://www.asianetindia.com/wp-content/uploads/2012/02/italian-marines22.jpg" alt="" title="" width="413" height="290" class="alignright size-full wp-image-321492" style="border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; clear: both; " /></span></a></p><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; text-align: justify; "><span >New Delhi, Tuesday, February 21, 2012: Italian authorities on Tuesday filed a petition demanding the cancellation of the FIR registered against two Italian naval guards who were charged with the killing of two Indian fishermen off Kerala coast.</span></p><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; text-align: justify; "><span >The petition points out that Indian laws are not applicable as the incident happened in international waters.</span></p><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; text-align: justify; "><span >The Italian foreign ministry also demanded a discussion of the issue at the government level. It accused the Kerala police of acting in arbitrary manner and that the action is not acceptable.</span></p><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; text-align: justify; "><span >A statement released by the Italian foreign ministry also said that the incident took place along the international shipping channel and there for only international laws would be applicable.</span></p></div></div></div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-24810418539425577202012-02-21T02:19:00.000-08:002012-02-21T02:21:46.052-08:00Foreign tourist hacked near Varkala<div class="ptandpc" style="float: left; width: 413px; text-align: -webkit-auto; background-color: rgb(255, 255, 255); "><div class="post_title" style="font-style: normal; font-variant: normal; font-weight: normal; line-height: normal; font-family: verdana, Arial, sans-serif, Tahoma; float: left; width: 413px; "><h3 style="text-align: justify;background-image: none; background-attachment: scroll; background-origin: initial; background-clip: initial; background-color: rgb(55, 177, 233); font-family: times; margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 3px; padding-right: 3px; padding-bottom: 3px; padding-left: 3px; background-position: 0px 0px; "><span ><a href="http://www.asianetindia.com/news/foreign-tourist-hacked-varkala_321543.html" alt="Foreign tourist hacked near Varkala" title="Foreign tourist hacked near Varkala" style="text-decoration: none; border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; color: rgb(0, 0, 0); ">reign tourist hacked near Varkala</a> <span style="border-width: initial; border-color: initial; border-image: initial; "><a href="http://www.asianetindia.com/videos/foreign-tourist-hacked-varkala_321543.html" style="text-decoration: none; border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; color: rgb(0, 0, 0); "></a></span></span></h3></div><div class="post_content" id="post_content" style="font-style: normal; font-variant: normal; font-weight: normal; line-height: normal; font-family: verdana, Arial, sans-serif, Tahoma; float: left; margin-top: 0px; margin-right: 0px; margin-bottom: 10px; margin-left: 0px; width: 413px; "><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; text-align: justify; "><a href="http://www.asianetindia.com/wp-content/uploads/2012/02/food-poisoning5.jpg" style="text-decoration: none; border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; color: rgb(89, 89, 83); font-weight: 700; "><img src="http://www.asianetindia.com/wp-content/uploads/2012/02/food-poisoning5.jpg" alt="" title="" width="413" height="290" class="alignright size-full wp-image-321547" style="border-top-style: none; border-right-style: none; border-bottom-style: none; border-left-style: none; border-width: initial; border-color: initial; border-image: initial; clear: both; " /></a></p><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; text-align: justify; ">Varkala, Tuesday, February 21, 2012: A 48-year-old foreign tourist was hacked by a three member armed gang during a robbery attempt near Varkala here on Tuesday morning. The injured has been identified as Edward hailing from Britain.</p><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; text-align: justify; ">The incident occurred at the Paradise resort in Varkala by around 2.00 in the morning. The armed men barged into the room and attacked the foreigner when he tried to resist them.</p><p style="margin-top: 0px; margin-right: 0px; margin-bottom: 0px; margin-left: 0px; padding-top: 10px; padding-right: 0px; padding-bottom: 10px; padding-left: 0px; text-align: justify; ">Edward, who sustained serious injuries during the attack, has been shifted to a nearby private hospital. His passport and some cash are reported missing, police told. The Varkala police have begun investigation into the incident.</p></div><span ><div style="text-align: justify;"><br /></div></span></div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-5682948893021010371.post-22125116716527749362011-10-23T02:35:00.000-07:002011-10-23T02:35:01.654-07:00The Emirates EK385 flight, with 481 passengers on board makes emergency landing at Hyderabad airport<div style="text-align: justify;">Hyderabad, Oct 23 (IANS) The world's largest airplane Airbus A380 made an emergency landing at Rajiv Gandhi International Airport near here Sunday due to a technical snag, an airport official said. </div><div style="text-align: justify;">The Emirates EK385 flight, with 481 passengers on board, was on its way from Bangkok to Dubai. 'The aircraft landed with 481 passengers safely at 3.40 a.m.,' an airport spokesman told IANS. </div><div style="text-align: justify;">The pilot cited a technical snag as the reason for making the emergency landing at the airport in Shamshabad, around 20 km from Hyderabad. </div><div style="text-align: justify;">The aircraft first approached the Chennai airport but did not get clearance for landing as the runway was busy. The pilot then contacted Air Traffic Control at Shamshabad and got the clearance to land. </div><div style="text-align: justify;">The Emirates was making arrangements to accommodate the passengers on its Hyderabad-Dubai flights, including a special flight. </div><div style="text-align: justify;">An official said that out of 481 passengers, 80 left for Dubai by regular Emirates flight EK527 Hyderabad-Dubai at 10.20 a.m. </div><div style="text-align: justify;">Some passengers will be sent by a special flight at 11.20 a.m. and the remaining by the regular Hyderabad-Dubai flight in the evening. </div><div style="text-align: justify;">Airbus engineers from the company's headquarters in Toulouse, France, are rushing to Hyderabad to attend to the technical snag. This is the second time that A380 has landed at Hyderabad. </div><div style="text-align: justify;">During the civil aviation exhibition in October 2008, the aircraft had landed at Begumpet Airport, the old airport in the city. </div><div style="text-align: justify;">The aircraft, with a seating capacity of 525, then landed at the Rajiv Gandhi International Airport, marking the first landing of the super-jumbo at India's first Code F compliant airport -- equipped to receive larger aircraft.</div>Unknownnoreply@blogger.com1tag:blogger.com,1999:blog-5682948893021010371.post-56268161730449596242011-10-11T00:01:00.000-07:002011-10-11T00:01:23.677-07:00GITEX Shopper officially opened by His Highness Sheikh Majid bin Mohammed bin Rashid Al Maktoum<!--[if gte mso 9]><xml> <w:WordDocument> <w:View>Normal</w:View> <w:Zoom>0</w:Zoom> <w:TrackMoves/> <w:TrackFormatting/> <w:PunctuationKerning/> <w:ValidateAgainstSchemas/> <w:SaveIfXMLInvalid>false</w:SaveIfXMLInvalid> <w:IgnoreMixedContent>false</w:IgnoreMixedContent> <w:AlwaysShowPlaceholderText>false</w:AlwaysShowPlaceholderText> <w:DoNotPromoteQF/> <w:LidThemeOther>EN-US</w:LidThemeOther> <w:LidThemeAsian>X-NONE</w:LidThemeAsian> <w:LidThemeComplexScript>X-NONE</w:LidThemeComplexScript> <w:Compatibility> <w:BreakWrappedTables/> <w:SnapToGridInCell/> <w:WrapTextWithPunct/> <w:UseAsianBreakRules/> <w:DontGrowAutofit/> <w:SplitPgBreakAndParaMark/> <w:DontVertAlignCellWithSp/> <w:DontBreakConstrainedForcedTables/> <w:DontVertAlignInTxbx/> <w:Word11KerningPairs/> <w:CachedColBalance/> </w:Compatibility> <w:BrowserLevel>MicrosoftInternetExplorer4</w:BrowserLevel> <m:mathPr> <m:mathFont m:val="Cambria Math"/> <m:brkBin m:val="before"/> <m:brkBinSub m:val="--"/> <m:smallFrac m:val="off"/> <m:dispDef/> <m:lMargin m:val="0"/> <m:rMargin m:val="0"/> <m:defJc m:val="centerGroup"/> <m:wrapIndent m:val="1440"/> <m:intLim m:val="subSup"/> <m:naryLim m:val="undOvr"/> </m:mathPr></w:WordDocument> </xml><![endif]--><!--[if gte mso 9]><xml> <w:LatentStyles DefLockedState="false" DefUnhideWhenUsed="true"
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<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg0MTfc6cSVxZE5ilAaRnKD6LOwZ2I2lozYsgMYHdSuKHTd59SSpkIqMLyTZ1MVJAim7r7mLtB4P4vVsIRv25pT_60iLKgEXPJPLyOCdgxOjK1g1fwu-TMbrggCM7zRQRHEUH8yKvxR2Fw/s1600/His+Highness+Sheikh+Majid+bin+Mohammed+bin+Rashid+Al+Maktoum+officially+opens+GITEX+Shopper+2011.JPG" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="392" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg0MTfc6cSVxZE5ilAaRnKD6LOwZ2I2lozYsgMYHdSuKHTd59SSpkIqMLyTZ1MVJAim7r7mLtB4P4vVsIRv25pT_60iLKgEXPJPLyOCdgxOjK1g1fwu-TMbrggCM7zRQRHEUH8yKvxR2Fw/s640/His+Highness+Sheikh+Majid+bin+Mohammed+bin+Rashid+Al+Maktoum+officially+opens+GITEX+Shopper+2011.JPG" width="640" /></a></div><div class="MsoNormal" style="text-align: justify;"><span lang="EN-GB" style="font-family: "Arial Narrow","sans-serif"; mso-bidi-font-family: Arial;">GITEX Shopper was officially opened today by His Highness Sheikh Majid bin Mohammed bin Rashid Al Maktoum, Chairman of the Dubai Culture and Arts Authority. The much anticipated shopping event is the largest consumer IT and electronics show in the Middle East and runs until Saturday 15 October at the Airport Expo Dubai. </span></div><div class="MsoNormal" style="text-align: justify;"><span lang="EN-GB" style="font-family: "Arial Narrow","sans-serif"; mso-bidi-font-family: Arial;">Excited visitors packed the three halls on the first day of the show, taking advantage of the fantastic deals on over 25,000 different gadgets and consumer electronics from the 160 participating retailers and brands. Shoppers snapped up deals for smart phones, the newest slim laptops, digital cameras and a broad spectrum of the latest electronic gadgets. Day one saw visitors enjoying the fun festival atmosphere at the event, with music, entertainment and a host of competitions to reward lucky shoppers.</span></div><div class="MsoNormal" style="text-align: justify;"><br />
</div><div class="MsoNormal" style="text-align: justify;"><span lang="EN-GB" style="font-family: "Arial Narrow","sans-serif"; mso-bidi-font-family: Arial;">“We are honoured to have H.H Sheikh Majid bin Mohammed bin Rashid Al Maktoum officially open the show today and lend his support to GITEX Shopper. In today’s fast-changing technologically driven world GITEX Shopper offers the ideal platform for keeping abreast of the world’s new launches, top trends and innovative advances. Our exhibitors have put together an unbeatable range of products and special offers and visitors to the show will not be disappointed,” said Trixee Loh, Senior Vice President, Dubai World Trade Centre, organiser of GITEX Shopper. </span></div><div class="MsoNormal" style="text-align: justify;"><br />
</div><div class="MsoNormal" style="text-align: justify;"><span lang="EN-GB" style="font-family: "Arial Narrow","sans-serif"; mso-bidi-font-family: Arial;">GITEX Shopper 2011 has attracted some of the biggest names in technology including Bose, Dell, Epson, Greensound, Hewlett-Packard, HTC, Intel, JVC, Lenovo, Nakamichi, Nokia, Panasonic, RIM–Blackberry, Samsung, SanDisk, Toshiba and Western Digital</span><span class="MsoCommentReference"><span lang="EN-GB" style="font-size: 8.0pt;">. </span></span></div><div class="MsoNormal" style="text-align: justify;"><br />
</div><div class="MsoNormal" style="text-align: justify;"><span style="font-family: "Arial Narrow","sans-serif"; mso-ansi-language: EN-US; mso-bidi-font-family: Arial;">“GITEX Shopper presents us with the perfect platform to offer our consumers a personal experience. It is a key opportunity for consumers to interact with the full range of HP products while receiving in-depth information and expert advice on our latest innovations and how they can be used. GITEX Shopper is an opportunity for everyone to benefit - consumers, retailers and tech providers,” said Salim Ziade, HP PSG General Manager. </span></div><div class="MsoNormal" style="text-align: justify;"><br />
</div><div class="MsoNormal" style="text-align: justify;"><span lang="EN-GB" style="font-family: "Arial Narrow","sans-serif"; mso-bidi-font-family: Arial;">Top regional distributors and power retailers CompuME, du, E4U, E-City, EMAX, Etisalat, Geekay Games, iSTYLE, Jacky’s Electronics, Jumbo Electronics, Plug-Ins, Sharaf DG and Virgin Megastore add to the stellar line-up of exhibitors.</span></div><div class="MsoNormal" style="text-align: justify;"><span lang="EN-GB" style="font-family: "Arial Narrow","sans-serif"; mso-bidi-font-family: Arial;"><br />
“GITEX Shopper has always been a great way to reach consumers belonging to diverse demographic groups. This year, Emax is all set to bring customers great deals on electronics, including those that have just recently arrived in the market. Emax represents more than 300 brands, with over 100,000 products across 20 plus categories. We have also been named a UAE Superbrand this year. Living up to expectations, we have decided to occupy a larger area at the show featuring unbeatable offers on photography, audio, IT, mobiles, accessories and video, among many,” said Neelesh Bhatnagar, CEO of Emax. </span></div><div class="MsoNormal" style="text-align: justify;"><br />
</div><div class="MsoNormal" style="text-align: justify;"><span lang="EN-GB" style="font-family: "Arial Narrow","sans-serif"; mso-bidi-font-family: Arial;">GITEX Shopper 2011 will take place from 8 – 15 October 2011. The show is open from 11:00am – 10:00pm from Saturday 8 to Wednesday 12 October; from 11am – 11pm on Thursday 13 and Saturday 15 October; and from 3pm – 11pm on Friday 14 October.</span></div><div class="MsoNormal" style="text-align: justify;"><br />
</div><div class="MsoNormal" style="text-align: justify;"><span lang="EN-GB" style="font-family: "Arial Narrow","sans-serif"; mso-bidi-font-family: Arial;">Tickets are priced at AED 30 per person and are available at the venue and online through <a href="http://www.itp.net/tickets/">Time Out Tickets</a> and select ENOC/EPPCO outlets. Entry is free for children under the age of five. </span></div><div class="MsoNormal" style="text-align: justify;"><br />
</div>Unknownnoreply@blogger.com0