The document is a study on the job happiness quotient of Indian managers across four companies: GDX Group, Reliance Money, HCL BPO, and Star Net. It finds that while the companies differ in business and aspects, there are some common factors that contribute to manager happiness across all companies. These include sense of accomplishment, age, compensation, working hours, stress, and ambition. A questionnaire was used to assess these factors for 100 managers total across the companies. The results found that sense of accomplishment and ambition were higher for managers at GDX Group and Reliance Money, while stress was highest for Reliance Money managers. Working hours tended to be longer for Reliance Money and Star Net.
formulation on cosmetic skin care creamsAjaypatil205
1) Creams are semi-solid emulsions for skin application that can be oil-in-water or water-in-oil. Common skin creams include makeup, winter, and moisturizing creams.
2) Creams are formulated with drugs, bases, emulsifiers, preservatives, humectants, water, perfume and color. They are manufactured using a fusion method where the oil and water phases are heated and mixed.
3) Cold cream is a mixed emulsion used for skin treatments that has an emollient effect. Vanishing cream is an oil-in-water emulsion that leaves no residue. Moisturizing cream restores water to the skin to make it soft
This document presents the development of nizatidine mucoadhesive microballoons for the treatment of peptic ulcers. Peptic ulcers occur in the stomach and duodenum due to an imbalance between aggressive and defensive factors. Nizatidine is an H2 receptor antagonist used to treat peptic ulcers. The objective is to develop microballoons to increase gastric residence time and bioavailability of nizatidine. Preformulation studies including solubility, compatibility and analytical method development were conducted. Microballoons will be formulated using different polymer combinations and evaluated for properties like mucoadhesion, drug release and stability. The formulation aims to localize nizatidine delivery and maintain therapeutic drug
This document discusses cleansing and care needs for different body areas including the face, neck, and underarms. It provides information on the appropriate cleansing methods and products for different skin types. For the face, it recommends using cleansers suited to one's skin type, such as creamy cleansers for dry skin and active cleansers for oily skin. It also provides examples of formulations for various facial care products including cleansers, lotions, and freshners. For underarms, it states regular cleansing is needed due to increased sweating in this area.
This document discusses methods for evaluating the performance of antiperspirants and deodorants. It describes three main methods: 1) visual methods using color indicators to detect sweat, 2) instrumental methods like hygrometry to measure sweating rates and thermography to detect changes in skin temperature, and 3) evaluating antiperspirant efficacy using a skin surface biopsy technique to remove and count aluminum salt plugs. It also discusses in vivo methods for deodorants like determining the effect on skin microflora and using sensory panels for olfactory assessment of odor changes.
This document defines creams and their types, provides information on their ideal properties, bases used, methods of preparation, formulations, and evaluation. Specifically, it discusses that creams are semi-solid preparations for external skin application, consisting of medicaments suspended in suitable bases. It outlines the advantages and disadvantages of creams, as well as ideal properties like being easy to apply and pleasant. The main types are oil-in-water and water-in-oil creams. Various bases, methods of preparation, and formulations are also described for different cream types like cleansing, cold, and medicated creams.
cosmetics science unit 1 b pharmacy syllabus RukumYadav1
This document provides an overview of cosmetics and their history. It discusses how cosmetics are defined as substances intended to enhance the appearance of the human body. The use of cosmetics has ancient origins and various cultures used ingredients like mercury, lead and plant extracts. More recently, cosmetics have become a large global industry. The document also distinguishes cosmetics from drugs and pharmaceuticals, introduces the category of cosmeceuticals, and discusses various types and classifications of cosmetic products.
Measurement of Transepidermal Water Loss and Skin ColourKamarAnsari3
This article delves into the comprehensive assessment of skin health by examining two key factors: transepidermal water loss (TEWL) and skin color. It explores the significance of TEWL measurement as an indicator of skin barrier function and hydration levels, providing insights into skin moisture levels and potential dermatological conditions. Additionally, the analysis of skin color is discussed in relation to pigmentation and overall skin vitality. Through a combined approach of TEWL measurement and skin color analysis, this study aims to offer a deeper understanding of skin physiology and facilitate more accurate diagnosis and treatment strategies in dermatology and skincare.
Toothpaste for bleeding gums and sensitive teeth. Teeth whitening, Mouthwash....sharyurangari111
Introducing our advanced dental care toothpaste, specially formulated to address multiple oral health concerns.
1. Bleeding Gums Relief: Enriched with soothing ingredients like aloe vera and chamomile, this toothpaste effectively reduces inflammation and promotes gum health, providing relief from bleeding gums.
2. Sensitive Teeth Protection: With a unique blend of potassium nitrate and fluoride, our toothpaste helps to desensitize nerve endings, offering long-lasting protection against tooth sensitivity to hot, cold, and sweet stimuli.
3. Tooth Whitening Action: Formulated with gentle whitening agents such as baking soda and silica, this toothpaste gently removes surface stains, revealing a brighter, whiter smile without harsh abrasives.
4. Refreshing Mouthwash Benefits: Infused with refreshing mint and eucalyptus oils, this toothpaste doubles as a mouthwash, leaving your breath feeling fresh and your mouth clean and revitalized.
Say goodbye to multiple products and embrace comprehensive dental care with our all-in-one solution.
formulation on cosmetic skin care creamsAjaypatil205
1) Creams are semi-solid emulsions for skin application that can be oil-in-water or water-in-oil. Common skin creams include makeup, winter, and moisturizing creams.
2) Creams are formulated with drugs, bases, emulsifiers, preservatives, humectants, water, perfume and color. They are manufactured using a fusion method where the oil and water phases are heated and mixed.
3) Cold cream is a mixed emulsion used for skin treatments that has an emollient effect. Vanishing cream is an oil-in-water emulsion that leaves no residue. Moisturizing cream restores water to the skin to make it soft
This document presents the development of nizatidine mucoadhesive microballoons for the treatment of peptic ulcers. Peptic ulcers occur in the stomach and duodenum due to an imbalance between aggressive and defensive factors. Nizatidine is an H2 receptor antagonist used to treat peptic ulcers. The objective is to develop microballoons to increase gastric residence time and bioavailability of nizatidine. Preformulation studies including solubility, compatibility and analytical method development were conducted. Microballoons will be formulated using different polymer combinations and evaluated for properties like mucoadhesion, drug release and stability. The formulation aims to localize nizatidine delivery and maintain therapeutic drug
This document discusses cleansing and care needs for different body areas including the face, neck, and underarms. It provides information on the appropriate cleansing methods and products for different skin types. For the face, it recommends using cleansers suited to one's skin type, such as creamy cleansers for dry skin and active cleansers for oily skin. It also provides examples of formulations for various facial care products including cleansers, lotions, and freshners. For underarms, it states regular cleansing is needed due to increased sweating in this area.
This document discusses methods for evaluating the performance of antiperspirants and deodorants. It describes three main methods: 1) visual methods using color indicators to detect sweat, 2) instrumental methods like hygrometry to measure sweating rates and thermography to detect changes in skin temperature, and 3) evaluating antiperspirant efficacy using a skin surface biopsy technique to remove and count aluminum salt plugs. It also discusses in vivo methods for deodorants like determining the effect on skin microflora and using sensory panels for olfactory assessment of odor changes.
This document defines creams and their types, provides information on their ideal properties, bases used, methods of preparation, formulations, and evaluation. Specifically, it discusses that creams are semi-solid preparations for external skin application, consisting of medicaments suspended in suitable bases. It outlines the advantages and disadvantages of creams, as well as ideal properties like being easy to apply and pleasant. The main types are oil-in-water and water-in-oil creams. Various bases, methods of preparation, and formulations are also described for different cream types like cleansing, cold, and medicated creams.
cosmetics science unit 1 b pharmacy syllabus RukumYadav1
This document provides an overview of cosmetics and their history. It discusses how cosmetics are defined as substances intended to enhance the appearance of the human body. The use of cosmetics has ancient origins and various cultures used ingredients like mercury, lead and plant extracts. More recently, cosmetics have become a large global industry. The document also distinguishes cosmetics from drugs and pharmaceuticals, introduces the category of cosmeceuticals, and discusses various types and classifications of cosmetic products.
Measurement of Transepidermal Water Loss and Skin ColourKamarAnsari3
This article delves into the comprehensive assessment of skin health by examining two key factors: transepidermal water loss (TEWL) and skin color. It explores the significance of TEWL measurement as an indicator of skin barrier function and hydration levels, providing insights into skin moisture levels and potential dermatological conditions. Additionally, the analysis of skin color is discussed in relation to pigmentation and overall skin vitality. Through a combined approach of TEWL measurement and skin color analysis, this study aims to offer a deeper understanding of skin physiology and facilitate more accurate diagnosis and treatment strategies in dermatology and skincare.
Toothpaste for bleeding gums and sensitive teeth. Teeth whitening, Mouthwash....sharyurangari111
Introducing our advanced dental care toothpaste, specially formulated to address multiple oral health concerns.
1. Bleeding Gums Relief: Enriched with soothing ingredients like aloe vera and chamomile, this toothpaste effectively reduces inflammation and promotes gum health, providing relief from bleeding gums.
2. Sensitive Teeth Protection: With a unique blend of potassium nitrate and fluoride, our toothpaste helps to desensitize nerve endings, offering long-lasting protection against tooth sensitivity to hot, cold, and sweet stimuli.
3. Tooth Whitening Action: Formulated with gentle whitening agents such as baking soda and silica, this toothpaste gently removes surface stains, revealing a brighter, whiter smile without harsh abrasives.
4. Refreshing Mouthwash Benefits: Infused with refreshing mint and eucalyptus oils, this toothpaste doubles as a mouthwash, leaving your breath feeling fresh and your mouth clean and revitalized.
Say goodbye to multiple products and embrace comprehensive dental care with our all-in-one solution.
Bureau of Indian Standards Specification of Shampoo.pptxkastureyashashree
The document summarizes BIS specifications for shampoo in India. The BIS is India's national standards body that develops specifications to ensure quality, safety, and reliability of products. The specifications for shampoo cover ingredients, physical characteristics, packaging and labeling requirements, sampling methods for testing, and references for analytical methods and pure reagents. Shampoo must meet the ingredient lists and not contain any generally unsafe ingredients. Labeling must include manufacturer details, production dates, and ingredients. The BIS mark can be used on compliant products.
Introduction.
Types of Herbal hair products.
Advantages and Disadvantages
Storage condition
Formulation and Evaluation of Different herbal hair products.
Result and Conclusion.
This document analyzes the fairness cream market in India. Some key points:
1) The fairness cream market is growing at 25% annually compared to 15% for the overall cosmetics market. The mass market segment has the most potential for growth.
2) Factors driving demand include increased media exposure making Indians more beauty conscious, and a preference for lighter skin, especially in Southern India.
3) Major players in the fairness cream market are Fair & Lovely with 75% market share, Fairever with 15% share, and Fair Glow with 4% share.
4) Opportunities exist to expand into new segments like moisturizing fairness creams and products for men.
This document discusses ingredients used in cosmetics as antioxidants, free radical scavengers, antiseptics, antibacterial agents, antifungal agents, and anti-wrinkle agents. It provides information on common antioxidant ingredients like vitamins C and E, polyphenols, and thiols. It also discusses various antiseptic, antibacterial, and antifungal ingredients used as preservatives in cosmetics like parabens, isothiazolinones, and phenoxyethanol. Finally, it covers anti-wrinkle agents such as retinol, vitamin C, hydroxy acids, coenzyme Q10, and niacinamide.
formulation and evaluation of tooth gel from aloe vera leaves extractroshan telrandhe
The aimed of current research to formulate tooth gel utilizing leaf extract of Aloe vera. In multiple clinical studies, Aloe vera has used in dentistry for wound-healing effect, gingivitis, plaque control and curing oral mucosal lesions. Aloe vera is natural, ancient ingredient. The formulated Aloe vera tooth gel evaluated by physical examination: Colour-yellowish brown, Appearance-Homogeneous, smooth nature, Transparency-translucent and Relative density-10.5, No microbial growth in sample plate, pH7.5, Viscosity-310000cp, Extrudability amount percent-91.33, Spreadability-6.5cm/sec and obsereved good stability. The anti-microbial evaluation against Staphylococcus aureus reveal that formulated aloe vera tooth gel exhibited notable activity with ZOI of 19.5 mm at MIC of 25μg/mL. The outcome from this research evidently signified that the natural plant Aloe vera using to formulate tooth gel may be a new approach to formulate tooth gel economically and minimum side effect than synthetic formulation and good scope in future about dental research in natural remedies.
Sun Protection Factor and its SignificanceDerma Essentia
SPF (Sun Protection Factor) is a measure of a sunscreen's ability to protect skin from UVB rays. Higher SPF provides greater protection but all skin needs protection from both UVA and UVB rays. SPF indicates how long sunscreen maintains effectiveness before reapplication is needed. A new sunscreen called Derma Essentia SPF 50, PA+++ Sunscreen Gel protects skin from UVB, UVA, IR rays, and urban pollution and is recommended for complete sun protection.
Role of herbs in hair care Amla and heena.pptxVaishnaviAware
Role of different herbs in hair care cosmetic products for enhancing natural growth of the hair and providing nourishment to the scalp and strenghtens the hair. Natural herbal products are better as compared to the synthetic herbal products .
Wavelength accuracy is defined as the deviation of a measured wavelength from the known wavelength of an absorption or emission band. Wavelength accuracy and repeatability are important for UV/VIS instruments, as small deviations can cause errors in qualitative and quantitative analysis. Array-based instruments generally have better wavelength stability than scanning instruments, which have moving parts prone to misalignment. Various pharmacopeias specify wavelength accuracy requirements, with some applications requiring sub-nanometer accuracy. Regular calibration using reference standards like holmium oxide is needed to ensure wavelength accuracy is maintained over time.
This document discusses research into developing a next generation skin moisturizer using amino acids. It finds that a combination of proline, PCA, and urea maintains sustained moisturizing effects over 3 hours, showing a 58% improvement from baseline after 4 hours. Testing this amino acid combination, it performed better than a 5% glycerol control in maintaining skin hydration. A prototype moisturizer developed with this 4% amino acid active provided better hydration effects over 4 hours compared to a benchmark Elizabeth Arden product. The document establishes amino acids, particularly this proline, PCA, and urea combination, as effective natural moisturizing actives.
Deodorants and antiperspirants Cosmetic SciencePranjal Saxena
This presentation contains about description of Deodorants and antiperspirants with their Action, Evaluation, Difference between Deodorants and antiperspirants.
Six Sigma - A Presentation by Akshay AnandAkshay Anand
Six Sigma is a quality management system that aims for near perfection. It uses statistical methods and process improvement tools to identify and remove defects. There are two main methodologies - DMAIC which improves existing processes, and DMADV which designs new processes. DMAIC involves defining a problem, measuring metrics, analyzing causes, improving the process, and controlling future performance. DMADV defines goals, measures customer needs, analyzes design options, designs an improved process, and verifies it meets requirements. Many major companies use Six Sigma to reduce costs and errors through projects led by Green Belts and Black Belts trained in its methods.
This document provides information about formulating and evaluating shampoos. It discusses the key ingredients in shampoo like surfactants and additives. Various shampoo formulations are presented, including liquid, lotion, cream, jelly, aerosol and specialized formulations. Methods for evaluating shampoos are outlined, focusing on foam and foam stability, detergency, rinsing, conditioning action, and microbiological assays. The document serves as a guide for formulating different types of shampoos and assessing their performance.
The presentation contains brief explanation about the Emollients, its types with detailed examples. Brief classification of Rheological additives is also presented along with the applications in cosmeceuticals.
Herbal cosmetics is defined as the beauty products, which posses desirable physiological activities, such as skin healing, smoothening, appearance, enhancing and conditioning properties with the help of herbal ingredients.
This document provides information about quality control testing of ointments. It discusses the types of ointments and their bases. Quality control tests are categorized into universal tests like description, identification and assay. Specific tests include pH, viscosity and particle size determination. Special tests involve phase separation, uniformity between containers and in-vitro drug release studies. Evaluation tests measure the rate of absorption, irritancy and rate of penetration. The document outlines the procedures and acceptance criteria for various quality control and evaluation tests performed on ointment formulations.
Fundamental knowledge on pharmaceutical
product development and translation from laboratory to market.
Quality management systems: Quality management & Certifications.
Si x sigma concepts.
Aim of 6 sigma concepts.
Process of 6 sigma concepts.
This document provides a summary of product validation processes. It defines validation and describes the major reasons for validation as quality assurance, economics, and compliance. The document outlines the key steps in product validation including validating raw materials, excipients, analytical methods, and the finished product. It provides examples of validation tests for various dosage forms like tablets, capsules, oral liquids, semisolids, and sterile products. Finally, it presents an example process validation protocol template.
The document discusses enhancing employee happiness in the post-pandemic workplace. It defines employee happiness and explains why it is important for organizational success. Happy employees tend to be more engaged, productive and innovative while also having lower absenteeism and attrition. The document then provides tips for both employees and employers to increase happiness at work, such as maintaining a good work-life balance, offering flexibility, recognizing accomplishments, and creating a positive work environment.
Introduction to the science of happiness at workSantiago Garcia
The document provides an introduction to the iOpener Institute for People & Performance, which helps organizations achieve strategic goals by maximizing employee performance and happiness. It discusses the science of happiness at work and the institute's 5Cs model of the key factors (contribution, conviction, culture, commitment, confidence) that drive performance and happiness. The institute uses metrics and outcomes-oriented practices to assess organizations and provide interventions to improve happiness and performance in a sustainable way at the individual, team and organizational levels. It also describes the institute's accreditation program to train practitioners in its evidence-based approach.
Bureau of Indian Standards Specification of Shampoo.pptxkastureyashashree
The document summarizes BIS specifications for shampoo in India. The BIS is India's national standards body that develops specifications to ensure quality, safety, and reliability of products. The specifications for shampoo cover ingredients, physical characteristics, packaging and labeling requirements, sampling methods for testing, and references for analytical methods and pure reagents. Shampoo must meet the ingredient lists and not contain any generally unsafe ingredients. Labeling must include manufacturer details, production dates, and ingredients. The BIS mark can be used on compliant products.
Introduction.
Types of Herbal hair products.
Advantages and Disadvantages
Storage condition
Formulation and Evaluation of Different herbal hair products.
Result and Conclusion.
This document analyzes the fairness cream market in India. Some key points:
1) The fairness cream market is growing at 25% annually compared to 15% for the overall cosmetics market. The mass market segment has the most potential for growth.
2) Factors driving demand include increased media exposure making Indians more beauty conscious, and a preference for lighter skin, especially in Southern India.
3) Major players in the fairness cream market are Fair & Lovely with 75% market share, Fairever with 15% share, and Fair Glow with 4% share.
4) Opportunities exist to expand into new segments like moisturizing fairness creams and products for men.
This document discusses ingredients used in cosmetics as antioxidants, free radical scavengers, antiseptics, antibacterial agents, antifungal agents, and anti-wrinkle agents. It provides information on common antioxidant ingredients like vitamins C and E, polyphenols, and thiols. It also discusses various antiseptic, antibacterial, and antifungal ingredients used as preservatives in cosmetics like parabens, isothiazolinones, and phenoxyethanol. Finally, it covers anti-wrinkle agents such as retinol, vitamin C, hydroxy acids, coenzyme Q10, and niacinamide.
formulation and evaluation of tooth gel from aloe vera leaves extractroshan telrandhe
The aimed of current research to formulate tooth gel utilizing leaf extract of Aloe vera. In multiple clinical studies, Aloe vera has used in dentistry for wound-healing effect, gingivitis, plaque control and curing oral mucosal lesions. Aloe vera is natural, ancient ingredient. The formulated Aloe vera tooth gel evaluated by physical examination: Colour-yellowish brown, Appearance-Homogeneous, smooth nature, Transparency-translucent and Relative density-10.5, No microbial growth in sample plate, pH7.5, Viscosity-310000cp, Extrudability amount percent-91.33, Spreadability-6.5cm/sec and obsereved good stability. The anti-microbial evaluation against Staphylococcus aureus reveal that formulated aloe vera tooth gel exhibited notable activity with ZOI of 19.5 mm at MIC of 25μg/mL. The outcome from this research evidently signified that the natural plant Aloe vera using to formulate tooth gel may be a new approach to formulate tooth gel economically and minimum side effect than synthetic formulation and good scope in future about dental research in natural remedies.
Sun Protection Factor and its SignificanceDerma Essentia
SPF (Sun Protection Factor) is a measure of a sunscreen's ability to protect skin from UVB rays. Higher SPF provides greater protection but all skin needs protection from both UVA and UVB rays. SPF indicates how long sunscreen maintains effectiveness before reapplication is needed. A new sunscreen called Derma Essentia SPF 50, PA+++ Sunscreen Gel protects skin from UVB, UVA, IR rays, and urban pollution and is recommended for complete sun protection.
Role of herbs in hair care Amla and heena.pptxVaishnaviAware
Role of different herbs in hair care cosmetic products for enhancing natural growth of the hair and providing nourishment to the scalp and strenghtens the hair. Natural herbal products are better as compared to the synthetic herbal products .
Wavelength accuracy is defined as the deviation of a measured wavelength from the known wavelength of an absorption or emission band. Wavelength accuracy and repeatability are important for UV/VIS instruments, as small deviations can cause errors in qualitative and quantitative analysis. Array-based instruments generally have better wavelength stability than scanning instruments, which have moving parts prone to misalignment. Various pharmacopeias specify wavelength accuracy requirements, with some applications requiring sub-nanometer accuracy. Regular calibration using reference standards like holmium oxide is needed to ensure wavelength accuracy is maintained over time.
This document discusses research into developing a next generation skin moisturizer using amino acids. It finds that a combination of proline, PCA, and urea maintains sustained moisturizing effects over 3 hours, showing a 58% improvement from baseline after 4 hours. Testing this amino acid combination, it performed better than a 5% glycerol control in maintaining skin hydration. A prototype moisturizer developed with this 4% amino acid active provided better hydration effects over 4 hours compared to a benchmark Elizabeth Arden product. The document establishes amino acids, particularly this proline, PCA, and urea combination, as effective natural moisturizing actives.
Deodorants and antiperspirants Cosmetic SciencePranjal Saxena
This presentation contains about description of Deodorants and antiperspirants with their Action, Evaluation, Difference between Deodorants and antiperspirants.
Six Sigma - A Presentation by Akshay AnandAkshay Anand
Six Sigma is a quality management system that aims for near perfection. It uses statistical methods and process improvement tools to identify and remove defects. There are two main methodologies - DMAIC which improves existing processes, and DMADV which designs new processes. DMAIC involves defining a problem, measuring metrics, analyzing causes, improving the process, and controlling future performance. DMADV defines goals, measures customer needs, analyzes design options, designs an improved process, and verifies it meets requirements. Many major companies use Six Sigma to reduce costs and errors through projects led by Green Belts and Black Belts trained in its methods.
This document provides information about formulating and evaluating shampoos. It discusses the key ingredients in shampoo like surfactants and additives. Various shampoo formulations are presented, including liquid, lotion, cream, jelly, aerosol and specialized formulations. Methods for evaluating shampoos are outlined, focusing on foam and foam stability, detergency, rinsing, conditioning action, and microbiological assays. The document serves as a guide for formulating different types of shampoos and assessing their performance.
The presentation contains brief explanation about the Emollients, its types with detailed examples. Brief classification of Rheological additives is also presented along with the applications in cosmeceuticals.
Herbal cosmetics is defined as the beauty products, which posses desirable physiological activities, such as skin healing, smoothening, appearance, enhancing and conditioning properties with the help of herbal ingredients.
This document provides information about quality control testing of ointments. It discusses the types of ointments and their bases. Quality control tests are categorized into universal tests like description, identification and assay. Specific tests include pH, viscosity and particle size determination. Special tests involve phase separation, uniformity between containers and in-vitro drug release studies. Evaluation tests measure the rate of absorption, irritancy and rate of penetration. The document outlines the procedures and acceptance criteria for various quality control and evaluation tests performed on ointment formulations.
Fundamental knowledge on pharmaceutical
product development and translation from laboratory to market.
Quality management systems: Quality management & Certifications.
Si x sigma concepts.
Aim of 6 sigma concepts.
Process of 6 sigma concepts.
This document provides a summary of product validation processes. It defines validation and describes the major reasons for validation as quality assurance, economics, and compliance. The document outlines the key steps in product validation including validating raw materials, excipients, analytical methods, and the finished product. It provides examples of validation tests for various dosage forms like tablets, capsules, oral liquids, semisolids, and sterile products. Finally, it presents an example process validation protocol template.
The document discusses enhancing employee happiness in the post-pandemic workplace. It defines employee happiness and explains why it is important for organizational success. Happy employees tend to be more engaged, productive and innovative while also having lower absenteeism and attrition. The document then provides tips for both employees and employers to increase happiness at work, such as maintaining a good work-life balance, offering flexibility, recognizing accomplishments, and creating a positive work environment.
Introduction to the science of happiness at workSantiago Garcia
The document provides an introduction to the iOpener Institute for People & Performance, which helps organizations achieve strategic goals by maximizing employee performance and happiness. It discusses the science of happiness at work and the institute's 5Cs model of the key factors (contribution, conviction, culture, commitment, confidence) that drive performance and happiness. The institute uses metrics and outcomes-oriented practices to assess organizations and provide interventions to improve happiness and performance in a sustainable way at the individual, team and organizational levels. It also describes the institute's accreditation program to train practitioners in its evidence-based approach.
Job satisfaction is defined as a person's attitude towards their job and is influenced by many factors like relationships with supervisors, work environment, fulfillment from work, etc. Positive attitudes indicate job satisfaction while negative attitudes indicate dissatisfaction. Job satisfaction results from an employee balancing the likes and dislikes of their job and whether their personal objectives are being achieved. Important factors that influence job satisfaction include the nature of work, management/supervision, social relationships at work, and personal adjustment/well-being. Job satisfaction benefits both employees and organizations by increasing productivity and morale while decreasing absenteeism and turnover.
Job satisfaction is defined as an individual's attitude towards their job and is influenced by many factors such as relationships with supervisors and coworkers, the work environment, and how fulfilling the work is. High job satisfaction benefits both employees and organizations by increasing productivity and morale while lowering absenteeism and turnover. Low job satisfaction can stem from conflicts, lack of opportunities, and job insecurity and can negatively impact organizations through increased training costs and reduced performance. Key influences on job satisfaction include the nature of the work itself, compensation and benefits, opportunities for promotion, and relationships with management.
Job satisfaction is defined as an individual's attitude towards their job and is influenced by many factors like relationships with supervisors, work environment, fulfillment from work, etc. Positive attitudes indicate job satisfaction while negative attitudes indicate dissatisfaction. Job satisfaction benefits both employees and organizations by increasing productivity and reducing absenteeism and turnover. However, the relationship between satisfaction and performance is complex, with satisfaction potentially being both a cause and effect of good performance. Low job satisfaction can stem from issues like poor coworker or supervisor relationships, lack of opportunities, and job insecurity.
This document reviews what is known about happiness at work, including how it has been defined and measured, its antecedents, and its consequences. Happiness at work encompasses constructs like job satisfaction, work engagement, and affective organizational commitment. It can be conceptualized at different levels - as transient states, stable individual traits, or collective attitudes. Research shows happiness at work is influenced by both individual and situational factors and has important outcomes for individuals and organizations. However, more work is needed to fully understand its causes and effects across different levels of analysis.
The document summarizes the key topics from Charles Cotter's presentation on the science of happiness at work. It discusses developing a happiness mantra and anthem, the history and theories of happiness including the PERMA model, research on what makes employees happy and unhappy, the importance of employee engagement, and strategies for improving happiness and engagement in the workplace such as focusing on strengths, well-being, and effective management.
This document discusses factors that influence job satisfaction and summarizes a study on job satisfaction. The study found that three major predictors of job satisfaction were: believing all employees are treated equally, gender (females were more satisfied than males), and seeing a future in one's current job. While factors like age and education were hypothesized to be significant, they were not found to influence job satisfaction. Shift worked was a significant factor, with first shift workers being more satisfied with pay. The document also discusses the big five personality traits and their relationships with job satisfaction.
The 'traditional' psychological contract between workplaces and employees is broken - in this presentation we explore better ways to think about careers fit for the new world of work
From our most recent meetup: https://www.meetup.com/thrivingmelbourne/
This document summarizes several theories of motivation. It discusses Maslow's hierarchy of needs, which arranges human needs in a pyramid from basic physiological needs to self-actualization. It also covers Herzberg's two-factor theory, which distinguishes between hygiene factors that prevent dissatisfaction and motivators that encourage satisfaction. Douglas McGregor's Theory X sees workers as largely unmotivated while Theory Y sees them as self-directed. The document provides an overview of these classic motivation theories.
Job satisfaction refers to an employee's feelings or state of mind about the nature of their work. It can be influenced by relationships with supervisors, work environment, fulfillment derived from work, and other factors. Job satisfaction is important as it predicts employee behaviors like absenteeism and turnover. For organizations, job satisfaction is beneficial as it can reduce complaints, absenteeism, and turnover while improving morale and productivity.
This document provides an overview of the PACE framework which stands for Progress, Alignment, Capabilities, and Engagement. It is based on research from various sources on topics like motivation, performance, and talent optimization. Progress refers to making meaningful progress on work and fueling positive emotions. Alignment is the level of clarity between individual and organizational goals. Capabilities are the competencies, information, and resources needed to meet customer expectations. Engagement goes beyond satisfaction to represent willingness to exert effort and advocate for the organization. Together these elements can help foster high performance, commitment, and sustainable talent management in organizations.
PAGE
Clary-Pura 1
Shirley ClaryPura
Professor Mires
Phil 1301-2A1
01 February 1, 2018
Summary of Happiness
Introduction
In defining the meaning of happiness, the article, ‘Happiness,’ is divided into five different topic areas, these are, The Meanings of Happiness, Theories of Happiness, The Science of Happiness, Importance of Happiness, and the Pursuit and Promotion of Happiness. Each of the different topics takes to define different views on happiness, and its value to the life of a human. It is through this continued inquiry on how happiness affects the life of different individuals that the article completely delineates subject that is happiness.
“ Summary of The Meanings of Happiness”
The meaning of happiness is a philosophical question that comes to be an issue of debate. Philosophers have described it as well-being or flourishing. While this is not a definitive answer, there are two senses of happiness that delineate the philosophical understanding of what it entails. These are happiness as a state of mind and happiness as a measure of the value of wellness in the life that a person leads (Haybron, 2011). In the first sense, the definition of happiness refers to the psychological sense of an individual. In the second sense, the underlying understanding of happiness is tied to the welfare and utility derived from the quality of life that the individual leads.
“Summary of Theories of Happiness”
Several theories can be used in defining happiness. The first is the hedonist and life satisfaction theory. Under this theory, happiness is defined as a balance between the pleasant and unpleasant experiences in life. This balance is, in fact, improves one’s understanding of happiness. The life satisfaction theory, on the other hand, identifies happiness as having a positive attitude in life (Haybron 2011). The life satisfaction theory is dependent on the societal view of how one’s life is fairing. The achievements also play an important role in defining what exactly is perceived as happiness.
“Summary of Emotional State of View”
Another theory that is discussed in the article is the emotional state view. Under this theory, happiness is defined as an experience and not an amalgamation of different events in one’s life. It is a pleasant emotion. The mood of an individual in this category is a significant influence on their degree of happiness. The emotional state view looks at the involvement if emotional moods as the primary indicator of happiness (Haybron 2011). Other psychological and physical factors do not affect how the individual perceived happiness. The article then describes hybrid theories where different institutions are the basis for finding happiness. These are life satisfaction, pleasure, and emotional well being.
“ Summary of Science of Happiness”
Another important issue that is discussed in the article is the Science of Happiness. Under this inquiry, the author seeks to understand if happiness can be measure.
The document summarizes research on happiness and its implications for business and work. It was presented by a group of students who set out to understand scientific findings on happiness over five months. Their goal was to share actionable strategies that can increase happiness. The presentation covers what happiness is comprised of, factors that influence it like genetics and mindset, and why happiness matters both personally and organizationally through benefits like better health, performance, and relationships. It concludes with discussing action plans for increasing happiness at work.
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There is compelling evidence that it pays to invest in your employees’ happiness. Research findings are clear that happier employees are more productive, which improves your bottom line. Your happiest employees are 65% more energised at work, spend twice as much time on-task, and intend to stay in their job 4 times longer, according to iOpener Institute. This event was held on 5 December 2023.
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Don’t wait until you reach success to become happier! Most of us are relatively happy, but we are also aware that we could be happier. We believe happiness will come when we reach certain goals in our lives like getting married, buying a new home, getting a raise, a promotion, or a new job. So we forego a little happiness today and this week so we can reach those goals sooner. However the goals we thought would make us happy turn out to be just milestones on a long journey, and our happiness does not materialize like we had hoped. Happiness in the form of a deep sense of contentment, satisfaction, and fulfilment seems to be missing.
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Ray White is a C-Level executive with 30 years of business experience helping start-ups and Fortune 1000 companies improve performance and profitability by focusing on developing successful employees. He speaks and teaches business classes on Leadership, Happiness, and Success at all levels of the business hierarchy from new employees to C-Level executives. Ray is on the board of Pursuit-of-Happiness.org and the University of North Texas Professional Leadership Program. You can find more information about Ray and Connecting Happiness and Success at ConnectingHappinessandSuccess.com.
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advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
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of extensive research and worry. As the global community grapples with swift urbanization,
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to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
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crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
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occur natural.
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1. IJRIM Volume 1, Issue 6 (October, 2011) (ISSN 2231-4334)
JOB HAPPINESS QUOTIENT OF INDIAN MANAGERS
(WITH SPECIAL REFERENCE TO
GDX GROUP, RELIANCE MONEY, HCL BPO, AND STAR NET)
Rajnish Ratna*
Mahima Jain**
Saniya Chawla***
ABSTRACT
An employee’s happiness is very important in present organizational scenario apart from
various motivational theories. The objective of the study is to find the level of Job Happiness
Quotient (JHQ) of Indian Managers and to do comparative study with special reference to
GDX Group, Reliance Money, HCL BPO, and Star Net. Exploratory Research is used during
the study. A standardized questionnaire was taken from Test Business today, 1996. The
sample size taken into consideration is 100. Although all the 5 companies are different in
business background and many aspects but on comparison it is found that there some
common factors that contribute to the happiness of the managers in all the companies. They
are basically Sense of Accomplishment, Age, Compensation, Working hours, Stress and
Ambition.
Key words: Ambition, sense of accomplishment, stress, and work environment.
*Assistant Professor (HR&OB), Amity Business School, Amity University, Sector 125,
Noida. Uttar Pradesh
** Faculty Associate (HR), Lal Bahadur Shastri Institute of Management, Sector-11,
Dwarka-110075, New Delhi
*** Faculty Associate (HR), Lal Bahadur Shastri Institute of Management, Sector-11,
Dwarka-110075, New Delhi
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2. IJRIM Volume 1, Issue 6 (October, 2011) (ISSN 2231-4334)
INTRODUCTION
Happiness is an emotional or touching state that is categorized by feelings of satisfaction,
pleasure and contentment. I believe that one of the most significant aspects of intentionally
using the law of magnetism and knowingly creating the life that you desire is to be happy and
joyful, to really feel superior about yourself, one should be proud on his/her existence. When
you are full of happiness and joy and your heart is filled, you are open to the inspirations,
learning’s and the mild nudging of the space.
Happiness is an emotion in which one experiences various feelings ranging from gratification
and contentment to delight and intense joyfulness, one feels content and satisfied on being
happy at work. This definition of happiness, on the other hand, is an identical one rather than
one based on methodical assessment, because of the diverse and indefinable nature of
happiness. Behavior or environment that one may enjoy will generate happiness in oneself.
But when you are tensed or argumentative and unhappy it’s almost like you have turned off
your cell phone in a jam-packed sports ground, either the call doesn’t ring or when the call
comes in, you can’t hear it instead you hear a clank of the sound in your own heart and mind.
Many individuals have constantly said to just “Be Happy”. No matter what happens life one
should just “Be Happy” and you should value happiness. They are easygoing and
imperturbable and are happy and content individuals. They have a great and happy life and
hence enjoy it to the fullest.
There are individual who say that they are happy because of all kinds of reasons that they just
don’t actually have but the truth of the subject is that anyone can be happy if he/she wants to
be happy. Happy is an inside job of an individual; happiness lies within one, it’s just that you
have to search for it. Happiness can’t only be experienced from material things or short of
challenges. An individual himself decides how happy he/she is going to be.
Be thankful and be grateful. Love and be joyful. Find the Awe of Life.
If an individual learns how to use the emotions and feelings of appreciation, feel affection for
and admiration to help one he/she will surely find the happiness inside him/her.
All the above three of the emotions can assist an individual in finding his/her own happiness.
All three of these emotions can make you feel so magnificent and so fascinating and so
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3. IJRIM Volume 1, Issue 6 (October, 2011) (ISSN 2231-4334)
invigorating when one focuses on that breathtaking happy-happy feeling, happy is a side
effect. But one really needs to feel it in real sense.
Deep inside the heart and soul nothing feels as good as being completely gratifying, totally
admiration, and totally in affectionate. Gratefulness, feel affection for and admiration are the
most important and necessary gifts one can give to him/herself. In fact as a wise man one
would be well-known with said that very thing
“Most folks are about as happy as they make their minds up to be.”
-Abraham Lincoln.
If an individual practice these things then he/she will not have to pursue happiness because
you will have found it within yourself, then happiness will follow you.
SOURCE: http://positivesharing.com
Various researchers have given various reasons why happiness at work is the number one
productivity boosters. As per these researchers happy people work better with others working
in their organization and are more creative and dedicated towards their work. They can easily
fix problems amongst themselves. They are better decision makers. They are more motivated
then unhappy employees; their energy level is high and is very optimistic in nature. Their
absenteeism decreases and grasping power is much faster as compared to unhappy employees
in the organization. They are better decision makers (Amibile, 2006).
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4. IJRIM Volume 1, Issue 6 (October, 2011) (ISSN 2231-4334)
Happiness training at work can be tremendously advantageous for the organization as well
for the management and individual. A few short sessions can generate vast benefits in real
sense. The cost is almost negligible, and the affirmative effects can be perpetual. The
remuneration of happiness training is abundant.
Lionel Ketchian in his work highlights the various benefits of providing happiness to
organization, management and individuals.
SOURCE: http://positivesharing.com
The link shows that there is a strong relationship between happiness and productivity - If you
want to be more productive, the very best thing you can do is focus on being happy with what
you do?
These days the organizations have to really struggle hard in order to make their employees
happy and satisfied, which further help them to retain the employees in their organization.
There are various practices that the organizations are following these days like providing
friendly work environment, which helps them to build healthy relationships with colleagues
and also enjoy the work given to them.
LITERATURE REVIEW
Sodikoff, Charles L, discusses how an investment in physician practice can also be an
investment in job happiness. It cites various examples by psychologist Charles L. Sodikoff,
such as the hiring of a nurse that could add value to the practice by easing a physician's
workload and the addition of an accountant or consultant that allows a physician to be free
from administrative work. It also explains how teaming up with other medical expertise can
increase the happiness quotient in the workplace. Cynthia Fisher says, Happiness in the
form of pleasant moods and emotions, well-being, and positive attitudes have been attracting
increasing attention throughout psychology. The interest in happiness has also extended to
workplace experiences. This manuscript reviews what is known about the definition, causes,
and consequences of happiness at work, drawing also on insights from the expanding positive
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5. IJRIM Volume 1, Issue 6 (October, 2011) (ISSN 2231-4334)
psychology literature on happiness in general. Many discrete organizational behavior
constructs arguably belong to a larger family of happiness- related constructs, and share some
common causes and consequences. Happiness at work includes but is far more than job
satisfaction. A comprehensive measure of individual level happiness might include work
engagement, job satisfaction, and organizational commitment. Aspects of happiness have
been (and should be) conceptualized and measured at multiple levels, including transient
experiences, stable person level attitudes, and collective attitudes, and with respect to
multiple foci, such as discrete events, the job, and the organization. At all levels, there is
evidence that happiness has important consequences for both individuals and organizations.
Past research has tended to underestimate the importance of happiness at work. According to
Julia k. Boehm and Sonja Lyubomirsky, past research has demonstrated a relationship
between happiness and workplace success. For example, compared with their less happy
peers, happy people earn more money, display superior performance, and perform more
helpful acts. Researchers have often assumed that an employee is happy and satisfied because
he or she is successful. In this article, the authors review evidence in support of an alternative
hypothesis—namely, that happiness is a source of why particular employees are more
successful than others. To this end, the authors consider evidence from three types of
studies—cross-sectional, longitudinal, and experimental—that relates happiness to various
work outcomes. Taken together, the evidence suggests that happiness is not only correlated
with workplace success but that happiness often precedes measures of success and that
induction of positive affect leads to improved workplace outcomes. According to
Lyubomirsky, Sonja; King, Laura; Diener, Ed, Numerous studies show that happy
individuals are successful across multiple life domains, including marriage, friendship,
income, work performance, and health. The authors suggest a conceptual model to account
for these findings, arguing that the happiness-success link exists not only because success
makes people happy, but also because positive affect engenders success. Three classes of
evidence--cross-sectional, longitudinal, and experimental--are documented to test their
model. Relevant studies are described and their effect sizes combined meta-analytically. The
results reveal that happiness is associated with and precedes numerous successful outcomes,
as well as behaviors paralleling success. Furthermore, the evidence suggests that positive
affect--the hallmark of well-being--may be the cause of many of the desirable characteristics,
resources, and successes correlated with happiness. Smith, Geoffrey, The United Nations
Educational, Scientific, and Cultural Organization (UNESCO) and a Spanish research
company probed 15 European cities to identify the one most people are happy to live in.
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6. IJRIM Volume 1, Issue 6 (October, 2011) (ISSN 2231-4334)
Factors included environment, security, lifestyle, and cleanliness. Dublin, Ireland, came out
on top. But London emerged from a British real estate organization's survey of where
European executives would most prefer to set up a new business. Top finishers in both polls
are divided into two parts: Happy cities and Business cities.
RESEARCH METHODOLOGY
3.1 RESEARCH OBJECTIVES
The present study was conducted to achieve the following objectives:
• To calculate the job happiness quotient for Indian managers.
• To know the factors responsible for happiness of managers.
• To suggest the company according to their employees happiness status.
3.2 SAMPLE SIZE AND DESCRIPTION
Data is collected from the Managers of 5 companies. The sample size taken into
consideration is 100.
3.3 DATA COLLECTION
In this study Primary data is collected through questionnaires and interviews. Secondary
database is taken from various magazines.
3.4 ACTION PLAN
• First and foremost, accumulating information from Journals, Magazines, Intranet
and Internet.
• Secondly, taking a sample size (of about 100 people) and doing a industry survey
by filling up questionnaires through managers to find out the reasons for their
happiness and unhappiness from their respective work and to know satisfaction
level from their job.
• Thirdly, analyzing the data collected.
• Critical analysis of manager’s perception; reasons responsible for their happiness
and unhappiness.
• Eventually, deciding on how to increase the happiness and satisfaction level of the
employees with their company and work.
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7. IJRIM Volume 1, Issue 6 (October, 2011) (ISSN 2231-4334)
3.5 STATISTICAL TOOLS
• Sampling: Random and Convenience sampling technique has been used for the
study.
• Questionnaire: Keeping in view the objective of the study, the standardized
questionnaire is taken from the Business Today, 1996. The questionnaire consists of
seven different sections designed to probe the different aspects of happiness at work.
The seven sections relating to employees are: sense of accomplishment at work,
employee’s ambition, their working hours, and the stress they are subjected to, their
work environment, age, and employee’s compensation. The questionnaire presents
different scenarios and asks to grade employee’s responses using the scales indicated.
After filling the questionnaire the scores in Job Happiness Quotient are calculated in
order to find how happy an employee is and whether he should look for a change in
job and whether the company and the employee are actually made for each other or
not.
ANALYSIS AND FINDINGS
Under this part Comparative Analysis of all the 5 companies is done. The table is shown
GDX GDX Beverages STAR RELIANCE HCL BPO
GROUP Pvt. Ltd NET MONEY (30
(30 (5 surveys) (10 (25 surveys) surveys)
surveys) surveys)
SENSE OF 27 2 5 24 Not very
ACCOMPLISHMENT high
AMBITION High Low High High Medium
WORKING HOURS 45hrs- 45hrs-54hrs/week 55hrs- 55hrs- 35hrs-
54hrs/week 64hrs/week 64hrs/week 45hrs/week
STRESS Not very High Not very Very high High
high high
AGE 32-43 yrs 21-31 yrs 21-31 yrs 21-31 yrs 21-31 yrs
COMPENSATION Rs 7- Rs 3-3.99 lakh Rs 6-6.99 Rs 6-6.99 Rs 4-4.99
7.99lakh lakh lakh lakh
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8. IJRIM Volume 1, Issue 6 (October, 2011) (ISSN 2231-4334)
below:
The comparison is done in these above 5 companies mainly on the basis of 6 factors
1. Sense of Accomplishment
It is seen that the employees of GDX Group and Reliance money have very high sense of
accomplishment whereas sense of accomplishment is not very high in the HCL BPO
managers and Star Net managers and GDX Beverages Pvt Ltd.
2. Ambition
It is seen that the employees of GDX Group, Star Net, and Reliance Money are very high
whereas in HCL BPO manager’s ambition level is not very high but in GDX Beverages
Pvt. Ltd ambition level is low. Many reasons are found for such behavior in these
companies. GDX Group (Vodka) where main reason for low ambition is low progress
and slow rate of penetration in market.
3. Working hours
Working hours in Reliance Money are very high because competition in this market is
excessively high and another reason found was that Reliance Money has expanding its
branches in Delhi. Also in Star Net working hours are high.
GDX Group working hours is also high but not very high whereas working hours in HCL
BPO are almost fixed 8-9hours average per day.
4. Stress
Stress level in Reliance Money is very-very high. Stress level in GDX Beverages Pvt. Ltd
and HCL BPO is high whereas stress level in GDX Group and Star Net are not very high.
Low stress level is the positive point for the both GDX Group and Star Net. This
contributes to the happiness of managers and also the satisfaction level of managers in
these 2 companies is more high then the rest of the companies.
5. Age
Average age of managers in GDX Group is 32-43years whereas average age of a manager
in rest of the companies is 21-31years.
5. Compensation
Salary package of managers in GDX Group is highest among these 5 companies. Reason
could be the experience of managers, work load, also the age factor. Salary package of
managers in Star Net and Reliance Money is Rs. 6-6.99 lakh. Salary package of managers in
International Journal of Research in IT & Management
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9. IJRIM Volume 1, Issue 6 (October, 2011) (ISSN 2231-4334)
HCL BPO is Rs. 4-4.99 lakh. Salary package of managers is lowest in GDX Beverages Pvt.
Ltd.
RECOMMENDATIONS
1. Although many employees are satisfied from the job but company have to maintain
the same working conditions or better modification can be done in the same.
2. Company can introduce mentor-menthe system
3. Timely meeting to share problems shared by employees (Grievance Meetings)
4. There are small gaps in between the managers and their heads that should be looked
upon otherwise that can create big problems for the company.
5. Company can open GYM within the company so that employees can go n relax to
reduce the stress
6. Motivational seminars can be arranged time to time to motivate the employees
7. Time to time small trips can be arranged in order to bring employees close to each
other
8. Awards system can be introduced like best performer of the month, most regular
person, award based on the time duration of being associated with the company
9. Secondly, Company can introduce new appreciation system.
10. Clarity should be more in role, work needed to be done.
11. Company should arrange motivational seminars, trips, workshops from time to time to
bring employees close to company and each other so that employees can become more
happy and satisfied.
LIMITATIONS
The study had undergone certain limitations. The major problem was the time issue and
therefore the number of persons contacted was small. Positive response ratio was very less;
less number of people was ready to participate and reply truly because of the fear that the
company will share their personal information. Biasness and non-cooperation of the
respondents was the major problem faced. Many companies contacted haven’t permitted this
survey to be conducted in their organization as they felt their employees are happy enough.
Due to limited time period and constrained working hours for most of the respondents, the
answers at times were vague enough to be ignored. Lack of credibility as many employees
don’t tell the actual feelings, they hide many aspects and feeling. Also, sample size was
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another major issue due to which analysis part lacked statistical tools giving rise to reliability
and validity issue.
CONCLUSION
Although all the 5 companies are different in business background and many aspects but on
comparison it is found that there some common factors that contribute to the happiness of the
managers in all the companies. They are basically Sense of Accomplishment, Age,
Compensation, Working hours, Stress and Ambition. Also, the analysis and judgment is
basically done on the basis of these factors. Apart from these Happiness and employee
satisfaction also depends on pay and promotion, coworkers, supervisor, job etc. Job
Satisfaction is defined as a pleasurable emotional state resulting from the appraisal of one’s
job, an affective reaction to one’s job, and an attitude towards one’s job. Happiness is directly
related to satisfaction. Happy the person is more satisfied he/she is from the job. And higher
satisfaction leads to higher performance. Job happiness also affects organizational
citizenship, absenteeism and turnover and is predator of work behavior. Job happiness is
related to life satisfaction also. If a person is happy from job then he/she is satisfied from life
as a working person spend maximum of their time of day at working place. So it’s very
necessary to be happy from job to be satisfied with life. Job happiness is also related to
productivity at the job. More satisfied the person is from job; he/she will perform better
which actually lead to higher productivity. It is found that Managers of GDX Group are most
happy ones among these 5 companies.
END NOTES
1. Sodikoff, Charles L.(2010),” How to bring up the Hapiness Qotient by investing in
your practice.” Medical Economics Vol. 87 Issue 13, p23-23, 1p.
2. Cynthia, Fisher. (2009) "Happiness at work”, International journal of management
reviews, Volume: 12, Issue: 4, pp. 384-412.
3. Boehm, K. Julia; Lyubomirsky, Sonja. (2008)“Does Happiness Promote Career
Success?”, Journal of Career Assessment ,vol. 16,pp. 1 101-116.
4. Lyubomirsky, Sonja; King, Laura; Diener, Ed. (2005)” The Benefits of Frequent
Positive Affect: Does Happiness Lead to Success?” Psychological Bulletin, Vol
131(6), pp.803-855.
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11. IJRIM Volume 1, Issue 6 (October, 2011) (ISSN 2231-4334)
5. Smith, Geoffrey.(1995),” The happiness quotient.” Successful Meetings, Vol. 44
Issue 3, p24, 1/7p.
REFERENCES
Journal and other articles
1. Sodikoff, Charles L.(2010),” How to bring up the Happiness Quotient by investing in
your practice.” Medical Economics Vol. 87 Issue 13, p23-23, 1p.
2. Cynthia, Fisher. (2009) "Happiness at work”, International journal of management
reviews, Volume: 12, Issue: 4, pp. 384-412.
3. Boehm, K. Julia; Lyubomirsky, Sonja. (2008)“Does Happiness Promote Career
Success?”, Journal of Career Assessment ,vol. 16,pp. 1 101-116.
4. Lyubomirsky, Sonja; King, Laura; Diener, Ed. (2005)” The Benefits of Frequent
Positive Affect: Does Happiness Lead to Success?” Psychological Bulletin, Vol
131(6), pp.803-855.
5. Smith, Geoffrey.(1995),” The happiness quotient.” Successful Meetings, Vol. 44
Issue 3, p24, 1/7p
Books:
6. Boucher Jane, 2004, “ How to love the job you Hate: Job satisfaction For the 21ST
century.”
7. Helge Doris , 2007, “ JOY on the Job”.
8. Boorstein, Sylvia ,2008, “ Happiness is an Inside Job: Practicing for a Joyful life”.
9. Rao S. Srikumar,2010, “ Happiness at work”.
10. Powell Jon,1999, “ Happiness Is an Inside Job”.
WEBSITES:
11. “Happiness & Satisfaction Highest in Jobs helping others”,
http://www.dreammanifesto.com/happiness-satisfaction-highest-in-jobs-helping-
others.html, accessed on 1st May 2007.
12. “A secret to job happiness has revealed”
http://www.msnbc.msn.com/id/36149893/ns/health-behavior/t/secret-job-happiness-
revealed/, accessed on 2nd February 2010.
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13. “Find Happiness on the Job” By Dulce Zamora,
http://www.medicinenet.com/script/main/art.asp?articlekey=52159,accessed on 21st
July 2003.
14. “Job Satisfaction: Do you need a more than a good salary?” Christiane,
http://www.coach4u.net/coach_4_u_blog/job-satisfaction-only-a-question-of-
money.html, accessed on 23rd February 2008.
15. “The connection between a good Job and happiness is overrated,
http://blog.penelopetrunk.com/2007/01/16/the-connection-between-a-good-job-and-
happiness-is-overrated/,accessed on 16th January 2007.
ANNEXURE
How Happy Are You In Your Job?
Euphoria, elation, and the sense of a good day’s work done at 7p.m. every day? Or ennui,
angst and fear of tomorrow as you crawl home at midnight? Business today presents the Job
Happiness Quotient Test Business Today 1996.
The Interactive
This interactive consists of seven different sections, designed to probe the different aspects of
happiness at work. Relating to your sense of accomplishment at work; your ambition; your
working hours; the stress you are subjected to; your work environment; your age; and your
compensation, this self-assessment presents different scenario and asks you to grade your
responses using the scales indicated. After completing the test, add up your scores in each of
the seven sections, and apply them to the formula presented. The answer is your Job
Happiness Quotient (JHQ). Check the ratings for your JHQ to find out how happy you really
are and whether you should look for a change of job. Whether you and your company were
simply made for each other.
A. SENSE OF ACCOMPLISHMENT
Tick the appropriate box:
That’s not me. That’s me.
1. Most days, I look forward to going to work. _1_ _2_
2. I feel that I use my best talents in my job. _1_ _2_
3. My job gives me the freedom to pursue a good idea. _1_ _2_
4. My job gives me the mental challenge I need. _1_ _2_
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5. Little of the work that I do in office is tedious. _1_ _2_
6. My job gives me the opportunity to grow professionally. _1_ _2_
7. My job gives the opportunity to teach others. _1_ _2_
8. My job provides the excitement and adventure I require. _1_ _2_
9. I am genuinely proud of the work that I do. _1_ _2_
10. My job gives me the opportunity to make decisions. _1_ _2_
11. I have received a promotion or a raise in the last 2 years _1_ _2_
12. If I were to leave, the company would definitely suffer. _1_ _2_
13. I would enjoy my work even with a lower post and pay. _1_ _2_
14. I feel that the work I do contributes to the good of society_1_ _2_
15. If my company moved, I would want to move with it. _1_ _2_
A. AMBITION
Tick the number reflecting the extent to which each statement applies to you:
That’s not me That’s me
1. Someday soon, I’d like to have my boss’ job. _1_ _2_ _3_ _4_ _5_
2. I tend to be jealous and angry at my peers success. _1_ _2_ _3_ _4_ _5_
3. I want to make a lasting mark in my field. _1_ _2_ _3_ _4_ _5_
4. I want to be famous. _1_ _2_ _3_ _4_ _5_
5. I want to be rich. _1_ _2_ _3_ _4_ _5_
6. I don’t like taking vacations. _1_ _2_ _3_ _4_ _5_
7. I believe hard work gets you further than luck. _1_ _2_ _3_ _4_ _5_
8. I could do my boss job better than he/she can. _1_ _2_ _3_ _4_ _5_
9. I want to be considered one of the best in my field. _1_ _2_ _3_ _4_ _5_
10. I am workaholic. _1_ _2_ _3_ _4_ _5_
11. I often worry that I am under-achiever. _1_ _2_ _3_ _4_ _5_
12. Career success means more to me than enjoying life. _1_ _2_ _3_ _4_ _5_
13. I can’t enjoy my personal life if work is not going well_1_ _2_ _3_ _4_ _5_
14. I want to be powerful. _1_ _2_ _3_ _4_ _5_
15. My job is greatest source of pleasure. _1_ _2_ _3_ _4_ _5_
16. If things aren’t right at home, I find solace at work. _1_ _2_ _3_ _4_ _5_
17. If work goes badly, my home life is affected. _1_ _2_ _3_ _4_ _5_
18. I’m in this company for the long haul. _1_ _2_ _3_ _4_ _5_
19. Sacrifices I make now will be rewarded later. _1_ _2_ _3_ _4_ _5_
20. I have no trouble playing hardball when I have to. _1_ _2_ _3_ _4_ _5_
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21. I am achieving what I want to achieve. _1_ _2_ _3_ _4_ _5_
C. WORKING HOURS
C1: Tick the number corresponding to your weekly average working hours:
_Fewer than 35 _35-44 _45-54 _55-64 _65 or more
C2 Tick the number reflecting the extent to which each statement applies to you:
That’s not me That’s me
1. I work too many hours _1_ _2_ _3_ _4_ _5_
2. I work into the night. _1_ _2_ _3_ _4_ _5_
3. I work on weekend’s _1_ _2_ _3_ _4_ _5_
4. I work on vacations _1_ _2_ _3_ _4_ _5_
D. STRESS
Tick the number reflecting the frequency of each experience:
Never Once Rarely Sometimes Often Usually Always
1. Being Tired _1_ _2_ _3_ _4_ _5_ _6_ _7_
2. Feeling angry _1_ _2_ _3_ _4_ _5_ _6_ _7_
3. Feeling Depressed _1_ _2_ _3_ _4_ _5_ _6_ _7_
4. Feeling Rejected _1_ _2_ _3_ _4_ _5_ _6_ _7_
5. Having a bad day _1_ _2_ _3_ _4_ _5_ _6_ _7_
6. Feeling Lethargic _1_ _2_ _3_ _4_ _5_ _6_ _7_
7. Being totally bored _1_ _2_ _3_ _4_ _5_ _6_ _7_
8. Feeling anxious _1_ _2_ _3_ _4_ _5_ _6_ _7_
9. Having no time for fun _1_ _2_ _3_ _4_ _5_ _6_ _7_
10. Feeling time pressure _1_ _2_ _3_ _4_ _5_ _6_ _7_
11. Being short tempered _1_ _2_ _3_ _4_ _5_ _6_ _7_
12. Feeling over-qualified_1_ _2_ _3_ _4_ _5_ _6_ _7_
13. Feeling Trapped _1_ _2_ _3_ _4_ _5_ _6_ _7_
14. Feeling adequate _1_ _2_ _3_ _4_ _5_ _6_ _7_
E. WORK ENVIRNMENT
Choose the section that applies to you and tick the number reflecting your response:
For Manager False True
1. I face no problems because
of race, religion or sex. _1_ _2_ _3_ _4_ _5_
2. I like my colleagues. _1_ _2_ _3_ _4_ _5_
3. I respect my boss _1_ _2_ _3_ _4_ _5_
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4. My boss looks into my
eye when talking to me. _1_ _2_ _3_ _4_ _5_
5. My company always rewards
my good work. _1_ _2_ _3_ _4_ _5_
6. I see a strong opportunity for
promotion soon. _1_ _2_ _3_ _4_ _5_
7. My company is successful. _1_ _2_ _3_ _4_ _5_
8. My company’s health insurance
plan is satisfactory. _1_ _2_ _3_ _4_ _5_
9. My company offers a pleasant
working environment. _1_ _2_ _3_ _4_ _5_
10. My company puts out an
excellent product. _1_ _2_ _3_ _4_ _5_
F. AGE
Tick the number corresponding to your age-bracket:
21-31 33-43 44-54 55+
__ __ __ __
G. COMPENSATION
Tick the number corresponding to your annual compensation bracket:
Below Rs 1 lakh __ Rs 1 lakh-1.99 lakh __ Rs 2 lakh-2.99 lakh __
Rs 3 lakh-3.99 lakh __ Rs 4lakh-4.99 lakh __ Rs 5 lakh-5.99 lakh __
Rs 6 lakh-6.99 lakh __ Rs 7 lakh-7.99 lakh __ Rs 8 lakh-8.99 lakh __
Above Rs 10 lakh __
THE SCORES
First, fill in your scores under each session:
A: Add up the number of ‘That’s Me’ answers
B: Add up the score
C: Add up the score under C1 and C2
D: Add up the score
E: Add up the score
F: Note the score
G: Note the score
Next, enter these scores in the following equation:
3.6+A+G+ B-D + (E/5)-5 – C = JHQ
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F*6 70 3 30
THE RATINGS
10__ you are in heaven. Stay here.
9__ you are in heaven with the rare glitch.
8__ you are knocking at heavens gate.
7__ despite minor grips, you are happier then most.
6__ Sure, you have got some problems, but don’t complain.
5__ May be you need to change your assignments, not your job.
4__ you are teetering on the cusp of misery. Explore your options.
3__ hit the phones. Start networking. Call your local headhunter.
2__ Do the words “working stiff” mean anything to you?
1__ what are you waiting for? It’s the time to move on.
Questions asked in the personal interviewing
There is someone at work who encourages my development.
1. At work, my opinions seem to count.
2. I have a best friend at work.
3. The mission/purpose of my company makes me feel my job is important.
4. I know what is expected of me at work.
5. I have the materials and equipment I need to do my job right.
6. At work, I have the opportunity to do what I do best every day.
7. In the last seven days, I have received recognition or praise for doing good work.
8. There is someone at work who encourages my development.
9. My associates (fellow employees) are committed to doing quality work.
10. In the last six months, someone at work has talked to me about my progress.
11. This last year, I have had opportunities at work to learn and grow.
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