PUBLIC MANAGEMENT

Empowering Women Through Education,Health And Employment

The constitution grants equal rights to men and women. Yet, the reality is that women's lives are still shaped by customs and traditions that work against them. Daughters are viewed as less valuable than sons. Girls are taught to believe that they are less important than boys. In India, for the first time, women are recognized not just as equal citizens but as agents of economic and social growth (Eleventh Plan). For growth to be truly inclusive, we have to ensure their protection, well being, development, empowerment and participation. We have to ensure the survival, protection and all –round development of women of all ages, communities and economic groups. To end the multifaceted exclusions and discriminations faced by women and to ensure that every woman in the country is able to develop her full potential and share the benefits of economic growth and prosperity depends on our ability to adopt a participatory approach that empowers women and makes them partners in their own development. We can achieve this by providing the basic necessities like good education, health and employment. Various necessary measures have to be taken to strengthen women through education, health and employment. All these measures can help to improve the status of women. Women empowerment requires the removal of all the above disabilities and the restoration of equal rights to women in all economic and social activities -only such a measure will enable them to contribute towards faster growth and development of the economy. In this paper, we discuss about various measures that have been adopted by the Government and NGO’s for empowering women and some suggestions to boost up the on going reform measures to empower women.

Dr.A.Palaniappan
Associate Professor & HOD of Economics
Erode Arts & Science College
Erode,Tamil Nadu
palaniappan_eco@yahoo.com

Training and Development of University Teachers : Role of Academic Staff College

The 21st century has rightly placed Human Resources at the top and proved that it only can give ‘competitive edge’ to the organizations. It is important that the human resources are put in use effectively. It is the only resource which gets depleted when not in use. Hence, it becomes mandatory to sharpen the skills to use it effectively. Training and development is a process by which teachers in various groups are helped to acquire new set of competent skills continuously so as to make them more and more self reliant and simultaneously develop a sense of pride in their community. It is a known fact that ASC of various universities serves as a role model in every sphere of its activities. Training and Development is a life long process for every human being, particularly for those in academia. University Grants Commission, AICTE and Ministry of Human Resource Development takes primary responsibility in organizing various Orientation Programs, Principal Workshops and Refresher Courses recommended by the Expert Committee for Academic Staff Colleges, Technical institutes and colleges.

rohitsingh4@rediffmail.com

HUMAN RESOURCE MANAGEMENT

Emergence of Human Economics And The Contour of Future HRD

Theories of material economics have ruled HRD for a quite long term. Till today, there are numerous researches, reviews on economics as a basis for HRD theories (i.e. under neo-classical economics) those generated models pertinent to HRD research. It is argued that institutional economics theories do not provide any foundation in furthering theories of future HRD. New economics such as humane economics, inclusive capitalism are in the path of evolution, and are demanding a fresh look over subjects such as micro, meso, macro HRD. The article addresses how emerging human economics and inclusive capitalism would have more implications to contemporary HRD theories, research, and practices that would restyle the future HRD.

arupgeet@yahoo.co.in

Job Stress At Workplace and Recession : A Study of Stress In Employees of Selected Banks In Mumbai

Stress means any form of tension or strain in the mind or body for which there is no release or outlet. It is not a condition that we made in the 20th century. The fact is stress has been around for since the beginning of the civilization. Stress by itself cannot hurt a person –it is how one responds to stress that counts, management of stress is important activity for every individual .The study of stress level of bank employees is an attempt to find the correlation between stress and working conditions prevalent in the banking sector. The results too proved the positive correlation between stress level and working conditions, male employees in the banks were more satisfied with working conditions as compared to female employees. Job satisfaction was high even with no stress management measures, this shows that employees are motivated to perform by proper work environment.

Shreekumar Menon
Lecturer
Department of Commerce
Smt.MMK College of Commerce & Economics
Mumbai

s986@rediffmail.com

ORGANIZATIONAL MANAGEMENT

Spearheading Development Culture - A Case Study

The case study is about transforming the organizational culture of Green Field Group of Companies- an agro based business group. Within a small span of time, with the application of technology and scientific methods of land reclamation and use of appropriate agro-forestry cropping schedule, Green Field became quite a successful business venture. Although the founder and promoters of the business duly emphasized on technology related business processes, they overlooked the human organization of business, especially the majority of work force who belonged to the tribal community. Consequently, despite having achieved great success at the initial stage with the help of technology and the allied process, in the long run, the organization failed to deliver. Therefore, attempts were made to address the issues concerning the human resource of the organization. In this process, it was found there was an urgent need for change of human climate to usher in organizational development. With sincere Human Resource Development efforts, a climate of trust and faith could be developed. A sense of harmony prevailed among the work force irrespective of their background and position in the organisation. While undertaking this process, the organization of Green Field learnt to adopt new vision and corporate philosophy. Accordingly there was institutionalisation of people oriented practices which ultimately led to the growth of the organization.

Arunava Narayan Mukherjee
Faculty of Human Resource Management
International School of Business & Media
Kolkata
arumuk@gmail.com

STRATEGY MANAGEMENT

SWOT Analysis of Dabbawalla's

Dabbawallas (Tiffin carriers) pick up the lunch boxes in the morning and deliver it on time to the place of work everywhere in Mumbai and delivers it back to the residence at a very economical price. There are about 4500 dabbawallas across Mumbai who coordinate with each other for picking up and delivering the Tiffin over 1, 75, 000 Mumbaikers everyday in a 3 hour period through 60 kms of public transport. The organization is really a marvel because it achieves a high level of efficiency and performance without any documentation, without computers and without an educational work force. Yet, they are the ultimate practitioners of logistic management. The present article examines Dabbawallas’ organisation from SWOT point of view to know strength that is inherent in their system and weaknesses arising out of conventional technology. There are several opportunities for them, but they are bound by certain threats to survive.

sarikashpt@gmail.com

ECONOMICS

Indo - ASEAN Trade : Trend And Reasons For India's Experience of Persistent Deficit In Her Trade Balance With ASEAN-4

It is widely acknowledged that India’s links and connections with the countries of South –East Asian nations are age old, ancient and civilizational. But India’s relation with these countries has not been steady and stable. India’s economic relation with the countries of ASEAN witnessed a significant development with co-operation in trade. But this trade relation received a jolt during the days of cold war. The situation stared changing after the demise of cold war. In 1991, India has formulated “Look East” policy, which has been well thought out and properly calculated. Secondly, India’s decision to move for comprehensive economic reform in 1991 has been another factor that has contributed enormously towards improved trade relation with the countries of ASEAN. ASEAN countries, on the other hand, have responded positively. India became a sectoral partner in 1992, and then she became full dialogue partner in 1996. Enhanced trade relation with the countries of ASEAN in general and ASEAN-4 such as Indonesia, Malaysia , Singapore and Thailand in particular bears testimony to this new found improved trade and economic relation between India and ASEAN-4. There have been ups and down -both in export to and imports from ASEAN-4. In other words, growth in exports and imports has not been steady. Another issue that needs to be discussed putting due emphasis is the fact that India has been experiencing deficit in its trade balance with ASEAN-4 persistently. There are certain reasons for this. India’s relative industrial backwardness, India’s relatively less elastic demands for ASEAN’S imports are some of the possible causes for India’s experience of persistent deficit in her trade balance with ASEAN-4. An attempt has been made to substantiate these possible reasons for India’s unfavorable trade balance with ASEAN-4, analyzing the statement of composition of India’s imports from ASEAN. Finally, some suggestions such as industrial development, massive investment in infrastructure sector, MNC friendly business climate etc have been offered to mitigate or remove the causes or reasons for India’s experience of deficit in her trade balance with ASEAN-4.