cpd ch 9 to 12
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This document discusses the attitudes and behaviors of contributors versus non-contributors. It notes that contributors love what needs to be done, think deeper about their work, and realize life has different tasks. They are committed to project success and create high quality work. Contributors are emotionally engaged with their work and organization. In contrast, non-contributors only do what they love, easily give up, follow procedures without understanding, are not committed to projects, focus on just completing tasks, have low quality work, and a "chalta hai" attitude. The document emphasizes practicing imaginative sympathy to understand others' perspectives and appreciate different life situations in order to be a contributor.
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Cpd ch 9 engage deeply
This document discusses the difference between contributors and non-contributors. Contributors engage deeply with their work, love what needs to be done rather than just following procedures, and are personally committed to ensuring project success. They take initiative, show interest, and use their intellect. In contrast, non-contributors only do work they love, easily give up, follow procedures without understanding, and are not committed to project success. The document provides examples of how contributors create high quality work versus non-contributors having a "chalta hai" attitude. Emotional engagement versus disengagement is also discussed.
G9_post
The document discusses the difference between contributors and non-contributors in how they engage with their work. Contributors get deeply involved, are enthusiastic, and go deep into the subject. They are willing to struggle to find new answers and transform themselves. Contributors also seek high quality work and are committed to project success, responding with emotional engagement. In contrast, non-contributors give up easily, focus on tasks over quality, and respond with emotional dis-engagement.
130390119086 me 2.pptx
The document discusses how people can engage deeply in their work. Contributors care deeply about their work and commit themselves to the success of their projects. They seek to create high quality products and care about the quality and usefulness of what they produce. Emotional engagement is described as being emotionally connected to one's work and accepting challenges without hesitation. In contrast, emotional disengagement means being unconcerned about assigned work and thinking tasks are boring. Sharing a vision with a group can inspire wholehearted engagement and improve performance.
DESIGN SOLUTIONS
This document discusses the contributor mindset. It describes the contributor's willingness to find solutions to challenges rather than giving up or making excuses. Contributors develop this capacity through continuous learning and practice. The document provides examples of contributors, including Dr. Spencer Silver and Art Fury who discovered Post-it notes, and uses a Vivekanand quote about contributors taking up challenges to develop their own solutions.
cpd ch 9 to 12
This document discusses the attitudes and behaviors of contributors versus non-contributors. It notes that contributors love what needs to be done, think deeper about their work, and realize life has different tasks. They are committed to project success and create high quality work. Contributors are emotionally engaged with their work and organization. In contrast, non-contributors only do what they love, easily give up, follow procedures without understanding, are not committed to projects, focus on just completing tasks, have low quality work, and a "chalta hai" attitude. The document emphasizes practicing imaginative sympathy to understand others' perspectives and appreciate different life situations in order to be a contributor.
G1
The document defines a contributor as someone who creates value for others through their abilities, characteristics, and capacity for design solutions. It provides qualities of a contributor personality, such as taking responsibility for their work, focusing on goals rather than tasks, commitment, and acting appropriately. Contributors are valued in the workplace for demonstrating concern for people, taking responsibility to achieve goals, having pride in their work, and focusing on team success over personal success. Teachers are seen as contributors by guiding students with problems and projects. The movie Chak De India is presented as an example of contribution through honestly and perseverance to build a diverse team and win for India with love and respect for the sport of hockey.
contributors and non contributor
This document discusses the vision and goals of a contributor. It defines a contributor as someone who contributes to society or their nation through their actions and values how their actions impact others. The vision of a contributor is to find success through personal fulfillment and developing abilities, rather than only external rewards. Contributors set goals to better themselves and define their self-worth based on what they will accomplish, not just what they already have.
Labourers as designers
Labourers can be designers through their desire, decision-making, observation, problem-solving, optimism, consideration, and execution. The document discusses how laborers use these traits in their work through examples like a family working hard to fulfill their goals and a girl observing her house being built. It argues that laborers think critically, research through observation, find solutions through "jugaad," communicate considerations, and finally execute work collaboratively. In conclusion, the document states that laborers exemplify designers through being hardworking, constructive, efficient, innovative, and curious - making the best of their abilities and situations.
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Cpd ch 9 engage deeply
This document discusses the difference between contributors and non-contributors. Contributors engage deeply with their work, love what needs to be done rather than just following procedures, and are personally committed to ensuring project success. They take initiative, show interest, and use their intellect. In contrast, non-contributors only do work they love, easily give up, follow procedures without understanding, and are not committed to project success. The document provides examples of how contributors create high quality work versus non-contributors having a "chalta hai" attitude. Emotional engagement versus disengagement is also discussed.
G9_post
The document discusses the difference between contributors and non-contributors in how they engage with their work. Contributors get deeply involved, are enthusiastic, and go deep into the subject. They are willing to struggle to find new answers and transform themselves. Contributors also seek high quality work and are committed to project success, responding with emotional engagement. In contrast, non-contributors give up easily, focus on tasks over quality, and respond with emotional dis-engagement.
130390119086 me 2.pptx
The document discusses how people can engage deeply in their work. Contributors care deeply about their work and commit themselves to the success of their projects. They seek to create high quality products and care about the quality and usefulness of what they produce. Emotional engagement is described as being emotionally connected to one's work and accepting challenges without hesitation. In contrast, emotional disengagement means being unconcerned about assigned work and thinking tasks are boring. Sharing a vision with a group can inspire wholehearted engagement and improve performance.
DESIGN SOLUTIONS
This document discusses the contributor mindset. It describes the contributor's willingness to find solutions to challenges rather than giving up or making excuses. Contributors develop this capacity through continuous learning and practice. The document provides examples of contributors, including Dr. Spencer Silver and Art Fury who discovered Post-it notes, and uses a Vivekanand quote about contributors taking up challenges to develop their own solutions.
cpd ch 9 to 12
This document discusses the attitudes and behaviors of contributors versus non-contributors. It notes that contributors love what needs to be done, think deeper about their work, and realize life has different tasks. They are committed to project success and create high quality work. Contributors are emotionally engaged with their work and organization. In contrast, non-contributors only do what they love, easily give up, follow procedures without understanding, are not committed to projects, focus on just completing tasks, have low quality work, and a "chalta hai" attitude. The document emphasizes practicing imaginative sympathy to understand others' perspectives and appreciate different life situations in order to be a contributor.
G1
The document defines a contributor as someone who creates value for others through their abilities, characteristics, and capacity for design solutions. It provides qualities of a contributor personality, such as taking responsibility for their work, focusing on goals rather than tasks, commitment, and acting appropriately. Contributors are valued in the workplace for demonstrating concern for people, taking responsibility to achieve goals, having pride in their work, and focusing on team success over personal success. Teachers are seen as contributors by guiding students with problems and projects. The movie Chak De India is presented as an example of contribution through honestly and perseverance to build a diverse team and win for India with love and respect for the sport of hockey.
contributors and non contributor
This document discusses the vision and goals of a contributor. It defines a contributor as someone who contributes to society or their nation through their actions and values how their actions impact others. The vision of a contributor is to find success through personal fulfillment and developing abilities, rather than only external rewards. Contributors set goals to better themselves and define their self-worth based on what they will accomplish, not just what they already have.
Labourers as designers
Labourers can be designers through their desire, decision-making, observation, problem-solving, optimism, consideration, and execution. The document discusses how laborers use these traits in their work through examples like a family working hard to fulfill their goals and a girl observing her house being built. It argues that laborers think critically, research through observation, find solutions through "jugaad," communicate considerations, and finally execute work collaboratively. In conclusion, the document states that laborers exemplify designers through being hardworking, constructive, efficient, innovative, and curious - making the best of their abilities and situations.
Walking Meetings
This document discusses integrating walking into work meetings and daily routines. It notes that sitting for long periods is unhealthy and walking can increase creativity and problem solving. Some suggestions include replacing stationary meetings with walking meetings, taking walking breaks during the day, and incorporating walking into conferences. Tips are provided for planning and facilitating productive walking meetings, such as choosing outdoor settings when possible and planning routes with stopping points. Tracking steps with a wearable device can help encourage walking more at work.
My contributer personality
This document contains information about Vishal Vaghasiya, a 27-year-old civil engineer who works in construction in Surat. It outlines his work experience of 5 years in construction, including working on government projects. It describes his qualities that have led to success, such as hard work, problem-solving skills, honesty, and taking on challenges. It highlights that he is driven to continuously improve and do extraordinary work.
Parimal chauhan..110210125098
This document discusses the qualities and characteristics of a contributor. It states that contributors have abilities like creation, innovation, and humanity. They are able to create value for themselves, their family, team, society and organization. Contributors focus on achieving goals rather than just routine work, are committed to their responsibilities, and ensure tasks are completed fully. They demonstrate concern for people, take responsibility for solutions, and have pride in their work. The document promotes the concept that teachers can be viewed as contributors.
Contributor Personality Development
The document outlines the qualities of a contributor, including their ability to create value for others through innovation and humanity. It states that contributors take practical approaches to their work, focusing on achieving goals rather than just routine tasks. Contributors are committed to their roles and responsibilities and ensure last mile execution. They act appropriately in different situations and demonstrate concern for others. Contributors take responsibility for making things happen and have a wider view of their work, taking pride in doing their work well for the team's larger goals rather than just their own success.
Ece 150210111006 cpd
The document discusses the qualities and perspectives of a contributor. It notes that a contributor has a wider view of their work and focuses on achieving larger team goals rather than individual success. It also emphasizes the importance of qualities like honesty, passion, vision, courage and hard work in being successful. The contributor believes that experience is the best teacher and considers failures as opportunities to learn and improve.
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This document discusses the importance of teamwork and effective communication. It outlines the key aspects of an ideal team, including equality, honesty, and helping others without doing their work for them. The advantages of teamwork are listed as bringing different perspectives, choosing the best ideas, achieving goals faster, and covering for mistakes. However, disadvantages can include clashes, neglecting personal views, and difficulties when members back out or make mistakes. Overall, the document emphasizes that teamwork is important from childhood through adulthood as it helps cultivate cooperation, generate new ideas, and choose strong team members and leaders.
Think in enlightened self interest
The document discusses the concept of enlightened self-interest and how contributors think with this mindset. A contributor finds ways to benefit themselves as well as others in every situation by creating good for their team, bosses, customers and organization. In contrast, a non-contributor is only concerned with their own self-interest and does not consider the positive or negative impacts on others, leading to relationship problems and lower trust. The document provides examples of qualities a contributor exhibits, such as having a positive attitude, using a success-winning strategy, motivating themselves and others daily, building self-esteem, setting and achieving goals, and doing the right thing for the right reasons.
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Chauhan vishal 110210125050
This document outlines the qualities of a contributor and provides examples. It discusses that a contributor should have team spirit, creativity, honesty, communication skills, confidence, and the ability to delegate. It then provides interviews from three contributors in India: Veragpriya Swami, Shree Vijay Bapu, and Ramdas Bapu. These contributors work with charitable trusts and spread social and religious ideas. The document encourages the reader to start taking interest in contributing activities in their life in order to become a contributor themselves.
Cpd ch 4 vision of career
The document discusses the difference between an acquisitive career focused on rewards and a contributor career focused on making contributions. It presents the vision of a contributor career as working to contribute to oneself, one's team, family, society, and nation with steadiness rather than being defined by daily rewards. It provides examples of contributors like Arvind Kejriwal who voluntarily resigned from high-paying jobs to work for social causes and Dr. Ajinkya Kale who works as a medical officer in a rural area. The conclusion emphasizes that one's career is an opportunity to make a huge difference and that exploring work productively each day prepares one for future challenges.
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Interpersonal skills is all about working with other people. This presentation focuses on ability to get along with others while performing the job.
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Movies can be an effective learning tool by involving audiences and influencing their minds, according to the document. They allow people to comprehend concepts and form mental models through visual imagery, helping to ensure higher retention of ideas. Several management functions like planning, controlling, organizing, leading, and staffing are illustrated in examples from movies. Effective management draws on conceptual, technical, human, and other skills, and managers must understand subordinates to lead them successfully.
Contributor Personality Development 2990001 GTU PPT ,What is enlightened self...
This document discusses the concept of enlightened self-interest and contrasts it with unenlightened self-interest. It provides examples of contributors who think with enlightened self-interest versus non-contributors who only consider their own narrow interests. Contributors are focused on the big picture, give respect to all team members, and consider how to satisfy stakeholders and create win-win situations. Developing enlightened self-interest involves practicing behaviors that bring goodwill to others while also asserting one's own interests. Thinking in terms of enlightened self-interest allows people to better collaborate and account for everyone involved in a situation.
Interpersonal skills
The document discusses interpersonal skills and their importance in the workplace. It defines interpersonal skills as traits that help with communication and relationships. These skills are crucial for interactions like meetings, coaching, and problem-solving. They also facilitate effective internal teamwork and external relationships with suppliers and customers. The document provides tips for developing interpersonal skills, such as communicating clearly, active listening, and resolving conflicts. It emphasizes that organizations now compete based on their people's skills rather than just products.
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Managing your financial wellness is critical so that you don’t depend on children. R Ravindra Kumar has 30 years of experience working for worlds largest Life Insurance Company LIC OF INDIA in India and abroad at Fiji Islands. Presently working as Regional Manager in LIC OF INDIA.
Favored With Psychic Abilities, Ravi has Honed Him To A Level Where He Can Heal And Transform Lives. Engaged With His Profound Occult Knowledge And A Powerful And Selfless Will To Serve, He Extensively Conducts Healing Sessions, Workshops And Offers Remedies For The Karmic Deficits.
As a Coach, Facilitator, Manager and Trainer, He has been Helping Professionals
Achieve their Career Goals since the 1999.. He is having much passion and interest
coaching to Sales Executive, and Management professionals from corporations, as he
is working with employees from all levels of organizations and Internationally Educated
Professionals, as well as students and graduates from colleges and universities.
Throughout his career, he worked with clients of outplacement and career transition
firms, colleges, and community employment centers. In his work, has provided
Coaching and consulting to clients of all levels of organizations - Vice President to
Employees beginning their careers.
Widely travelled Sri Ravindra Kumar is a multilingual leader and Spiritual Mentor with a
wide experience in multi-cultural and global environment. Reading, music, creative
presentations and development of human resources are his areas of special interest.
Neurological levels
This document discusses neurological levels and how to create sustainable behavior change. It presents a model showing that behavior is just the visible part of an iceberg, with deeper levels being purpose, identity, beliefs, values, capabilities, and environment. These deeper levels must be addressed to create lasting change. The document advises establishing desire, providing training to build skills, and aligning actions to impact the neurological levels and drive new behaviors. Understanding this model allows one to motivate teams through creating gaps and realize small personal shifts can create large behavior changes.
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Contribution personality development by mck madhav
The document discusses the qualities of a contributor personality as described by Swami Vivekananda. It emphasizes having faith in one's own abilities, standing on one's own feet without relying on others, and creating tangible results through focused, dedicated work. The document then profiles Mr. G.J. Bhatt as an example of a contributor, outlining his visionary and humanistic approach as a bank manager, concern for customers and society, and role as an agent of positive change. It stresses the importance of creating value and engaging deeply in one's work to become an effective contributor.
Habit-6: 'Synergize'
Danny struggled to work synergistically in groups, instead thinking himself the best. After starting to listen to others and using everyone's talents, his group projects became more creative, good-looking, and faster. Synergy requires valuing differences and keeping an open mind to new ideas to achieve results greater than the sum of individual efforts. Negative synergy wastes time and leads to subpar outcomes.
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La Unión Europea ha propuesto un nuevo paquete de sanciones contra Rusia que incluye un embargo al petróleo. El embargo prohibiría las importaciones de petróleo ruso por mar y limitaría las importaciones por oleoducto. Sin embargo, Hungría, Eslovaquia y la República Checa se oponen al embargo al petróleo, ya que dependen en gran medida de las importaciones rusas.
Was liberty in deployments
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This document discusses integrating walking into work meetings and daily routines. It notes that sitting for long periods is unhealthy and walking can increase creativity and problem solving. Some suggestions include replacing stationary meetings with walking meetings, taking walking breaks during the day, and incorporating walking into conferences. Tips are provided for planning and facilitating productive walking meetings, such as choosing outdoor settings when possible and planning routes with stopping points. Tracking steps with a wearable device can help encourage walking more at work.
My contributer personality
This document contains information about Vishal Vaghasiya, a 27-year-old civil engineer who works in construction in Surat. It outlines his work experience of 5 years in construction, including working on government projects. It describes his qualities that have led to success, such as hard work, problem-solving skills, honesty, and taking on challenges. It highlights that he is driven to continuously improve and do extraordinary work.
Parimal chauhan..110210125098
This document discusses the qualities and characteristics of a contributor. It states that contributors have abilities like creation, innovation, and humanity. They are able to create value for themselves, their family, team, society and organization. Contributors focus on achieving goals rather than just routine work, are committed to their responsibilities, and ensure tasks are completed fully. They demonstrate concern for people, take responsibility for solutions, and have pride in their work. The document promotes the concept that teachers can be viewed as contributors.
Contributor Personality Development
The document outlines the qualities of a contributor, including their ability to create value for others through innovation and humanity. It states that contributors take practical approaches to their work, focusing on achieving goals rather than just routine tasks. Contributors are committed to their roles and responsibilities and ensure last mile execution. They act appropriately in different situations and demonstrate concern for others. Contributors take responsibility for making things happen and have a wider view of their work, taking pride in doing their work well for the team's larger goals rather than just their own success.
Ece 150210111006 cpd
The document discusses the qualities and perspectives of a contributor. It notes that a contributor has a wider view of their work and focuses on achieving larger team goals rather than individual success. It also emphasizes the importance of qualities like honesty, passion, vision, courage and hard work in being successful. The contributor believes that experience is the best teacher and considers failures as opportunities to learn and improve.
Ics 7023 (2)
This document discusses the importance of teamwork and effective communication. It outlines the key aspects of an ideal team, including equality, honesty, and helping others without doing their work for them. The advantages of teamwork are listed as bringing different perspectives, choosing the best ideas, achieving goals faster, and covering for mistakes. However, disadvantages can include clashes, neglecting personal views, and difficulties when members back out or make mistakes. Overall, the document emphasizes that teamwork is important from childhood through adulthood as it helps cultivate cooperation, generate new ideas, and choose strong team members and leaders.
Think in enlightened self interest
The document discusses the concept of enlightened self-interest and how contributors think with this mindset. A contributor finds ways to benefit themselves as well as others in every situation by creating good for their team, bosses, customers and organization. In contrast, a non-contributor is only concerned with their own self-interest and does not consider the positive or negative impacts on others, leading to relationship problems and lower trust. The document provides examples of qualities a contributor exhibits, such as having a positive attitude, using a success-winning strategy, motivating themselves and others daily, building self-esteem, setting and achieving goals, and doing the right thing for the right reasons.
Learning to Lead from the Middle
Are you looking for inspiration and ideas on how to positively impact your institution from the middle?
Tired of asking for advice and mentorship about starting new initiatives only to be given the institutional runaround? Feel a little like the light inside is dying? Look no further than this session! Get inspired by fellow mid-level or mid-career professionals doing great work and garner real-world advice from higher ups about being a leader when you’re not THE leader.
Chauhan vishal 110210125050
This document outlines the qualities of a contributor and provides examples. It discusses that a contributor should have team spirit, creativity, honesty, communication skills, confidence, and the ability to delegate. It then provides interviews from three contributors in India: Veragpriya Swami, Shree Vijay Bapu, and Ramdas Bapu. These contributors work with charitable trusts and spread social and religious ideas. The document encourages the reader to start taking interest in contributing activities in their life in order to become a contributor themselves.
Cpd ch 4 vision of career
The document discusses the difference between an acquisitive career focused on rewards and a contributor career focused on making contributions. It presents the vision of a contributor career as working to contribute to oneself, one's team, family, society, and nation with steadiness rather than being defined by daily rewards. It provides examples of contributors like Arvind Kejriwal who voluntarily resigned from high-paying jobs to work for social causes and Dr. Ajinkya Kale who works as a medical officer in a rural area. The conclusion emphasizes that one's career is an opportunity to make a huge difference and that exploring work productively each day prepares one for future challenges.
Interpersonal Skills & Listening Essentials
Interpersonal skills is all about working with other people. This presentation focuses on ability to get along with others while performing the job.
Learning Management Through Movies
Movies can be an effective learning tool by involving audiences and influencing their minds, according to the document. They allow people to comprehend concepts and form mental models through visual imagery, helping to ensure higher retention of ideas. Several management functions like planning, controlling, organizing, leading, and staffing are illustrated in examples from movies. Effective management draws on conceptual, technical, human, and other skills, and managers must understand subordinates to lead them successfully.
Contributor Personality Development 2990001 GTU PPT ,What is enlightened self...
This document discusses the concept of enlightened self-interest and contrasts it with unenlightened self-interest. It provides examples of contributors who think with enlightened self-interest versus non-contributors who only consider their own narrow interests. Contributors are focused on the big picture, give respect to all team members, and consider how to satisfy stakeholders and create win-win situations. Developing enlightened self-interest involves practicing behaviors that bring goodwill to others while also asserting one's own interests. Thinking in terms of enlightened self-interest allows people to better collaborate and account for everyone involved in a situation.
Interpersonal skills
The document discusses interpersonal skills and their importance in the workplace. It defines interpersonal skills as traits that help with communication and relationships. These skills are crucial for interactions like meetings, coaching, and problem-solving. They also facilitate effective internal teamwork and external relationships with suppliers and customers. The document provides tips for developing interpersonal skills, such as communicating clearly, active listening, and resolving conflicts. It emphasizes that organizations now compete based on their people's skills rather than just products.
Post Retirement Avenue
After Retirement My children will look after me
Social structure is changing – Joint families to Nuclear families.
Moral values are not the same as they were.
Managing your financial wellness is critical so that you don’t depend on children. R Ravindra Kumar has 30 years of experience working for worlds largest Life Insurance Company LIC OF INDIA in India and abroad at Fiji Islands. Presently working as Regional Manager in LIC OF INDIA.
Favored With Psychic Abilities, Ravi has Honed Him To A Level Where He Can Heal And Transform Lives. Engaged With His Profound Occult Knowledge And A Powerful And Selfless Will To Serve, He Extensively Conducts Healing Sessions, Workshops And Offers Remedies For The Karmic Deficits.
As a Coach, Facilitator, Manager and Trainer, He has been Helping Professionals
Achieve their Career Goals since the 1999.. He is having much passion and interest
coaching to Sales Executive, and Management professionals from corporations, as he
is working with employees from all levels of organizations and Internationally Educated
Professionals, as well as students and graduates from colleges and universities.
Throughout his career, he worked with clients of outplacement and career transition
firms, colleges, and community employment centers. In his work, has provided
Coaching and consulting to clients of all levels of organizations - Vice President to
Employees beginning their careers.
Widely travelled Sri Ravindra Kumar is a multilingual leader and Spiritual Mentor with a
wide experience in multi-cultural and global environment. Reading, music, creative
presentations and development of human resources are his areas of special interest.
Neurological levels
This document discusses neurological levels and how to create sustainable behavior change. It presents a model showing that behavior is just the visible part of an iceberg, with deeper levels being purpose, identity, beliefs, values, capabilities, and environment. These deeper levels must be addressed to create lasting change. The document advises establishing desire, providing training to build skills, and aligning actions to impact the neurological levels and drive new behaviors. Understanding this model allows one to motivate teams through creating gaps and realize small personal shifts can create large behavior changes.
Culture First 2019: Day 1, From descriptives to decisions: testing hypothesis...
In this presentation, we’ll dive deeper into your employee feedback. We’ll source the most common roadblocks to success and share ideas and useful resources to overcome them. You’ll learn how to leverage platform features already at your fingertips to identify problems, test hypotheses, and generate solutions. Walk away knowing how to analyze your data in a more advanced way, such as linking engagement to business outcomes and testing the success of your actions.
Work hard
WORK HARD: MOVE FORWARD TOWARDS SUCCESS
“Genius is 1% inspiration and 99% perspiration, Accordingly, a genius is often merely a talented person who has done all of his or her homework”
- Thomas Edison
Contribution personality development by mck madhav
The document discusses the qualities of a contributor personality as described by Swami Vivekananda. It emphasizes having faith in one's own abilities, standing on one's own feet without relying on others, and creating tangible results through focused, dedicated work. The document then profiles Mr. G.J. Bhatt as an example of a contributor, outlining his visionary and humanistic approach as a bank manager, concern for customers and society, and role as an agent of positive change. It stresses the importance of creating value and engaging deeply in one's work to become an effective contributor.
Habit-6: 'Synergize'
Danny struggled to work synergistically in groups, instead thinking himself the best. After starting to listen to others and using everyone's talents, his group projects became more creative, good-looking, and faster. Synergy requires valuing differences and keeping an open mind to new ideas to achieve results greater than the sum of individual efforts. Negative synergy wastes time and leads to subpar outcomes.
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Contributor Personality Development 2990001 GTU PPT ,What is enlightened self...
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Contribution personality development by mck madhav
Contribution personality development by mck madhav
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This document discusses the differences between the Liberty profile and full WebSphere Application Server profile. It provides an overview of the programming models and supported Java EE specifications in each profile. It also describes tools like the WAS Application Migration Toolkit (WAMT) and WebSphere Configuration Migration Toolkit (WCMT) that can help assess, migrate, and move applications between the two profiles. The document discusses deployment options for both profiles including standalone, Network Deployment cells, and Liberty collectives. It covers operational capabilities, performance, pros and cons of each profile, and recommendations on when to use each.
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Cyanide paper
Published in The Geochemical News in 2000.
Cited:
(2008) A proteomic analysis of Klebsiella oxytoca SYSU-011 after exposure to tetracyanonickelate(II). M.Sc. Thesis National Sun Yat-sen University, Taiwan (in Chinese).
• Thesis, Chapter 4. Hong Kong University (in Chinese).
• Cyanide introduction. Department of Primary Industries and Mines, Ministry of Industry, Thailand (in Thai).
• De Vries P.O., Van der Sterren G., Comans R. and Gemoets J. (2003) SV-318 Gasfabriekkarakterisatie - Karakterisering van bronnen van bodemverontreiniging op voormalige gasfabrieksterreinen. SKB Project.
• Donato D.B., Nichols O., Possingham H., Moore M., Ricci P.F. and Noller B.N. (2007) A critical review of the effects of gold cyanide-bearing tailings solutions on wildlife. Environment International, Volume 33, Issue 7, Pages 974-984.
• Hummel, W. (2004) The influence of cyanide complexation on the speciation and solubility of radionuclides in a geological repository. Environmental Geology, Volume 45, Number 5, pages 633-646.
• Larsen M., Trapp S. and Pirandello A. (2004) Removal of cyanide by woody plants. Chemosphere, Volume 54, Issue 3, January 2004, Pages 325-333.
• Nordstrom D.K. (2008) Science, Engineering, and the Remediation of Metal Mine Sites. Conferencia invitada, Macla 10, 10-12.
• Roe P.A. and Tinney A. (Foreword) (2003) Cyanide Management. Best Practice Environmental Management in Mining. Environment Australia, Department of the Environment, (Resources, Energy and Tourism), Australian Government, Commonwealth of Australia. 157 pages. Reproduced Courtesy BHP Transport.
• Sendzimir, J., P. Magnuszewski, Z. Flachner, P. Balogh, G. Molnar, A. Sarvari, and Z. Nagy (2007) Assessing the Resilience of a River Management Regime: Informal Learning in a Shadow Network in the Tisza River Basin. Ecology and Society 13(1), p 11 - .
• Vreugdenhil B.J. and Hartong H.J.G. (2007) Cyanide in de Donau. Alarm na dijkdoorbraak. HKV, Lelystad, the Netherlands (in Dutch)
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3) MnP is known to oxidize manganese and cobalt, and likely also oxidizes cerium, supporting the idea that these three metals may be oxidized via a common enzymatic pathway involving MnP.
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- 1. CPD PREPARED BY: TEJAS = 081 RAJ = 113 NIMESH=075 TRUPAL=082
- 3. NON- CONTRIBUTOR’S ATTITUDE •Only Do what they Love. •They easily give up on the topic which needs core understanding. •They simply follow a procedure devised by the supervisor.
- 4. CONTRIBUTOR’S ATTITUDE •They Love what has to be done. •Brood deeper on the Subject than just following general procedure. •They realize that life and workspace have a variety of tasks and hence keeping aside their tasks of interest, they work for betterment of society.
- 5. NON- CONTRIBUTORS • Do not commit themselves to the success of a project. • Thinks why should I give up my comforts and pleasures and show interest in the project.
- 6. CONTRIBUTORS • Commit themselves to the success of the project. • Gets completely involved in the project for its success.
- 7. Non Contributors • Focus on “ COMPLETING THE TASK “. • Quality of work low. • “ CHALTA HAI “ Attitude. Contributors • Create high quality products. • Care deeply about their work.
- 8. EMOTIONAL ENGAGEMENT • Emotional engagement: Ability of an individual to engage emotionally to any work assigned or situation faced. • Contributors emotionally connected with a firm will always accept the challenges without thinking about their “likes” or “dislikes”.
- 9. EMOTIONAL DISENGAGEMENT • Emotional disengagement: A person who is not concerned about the work assigned or the situation faced can be called as emotionally disengaged person. • One who is emotionally disengaged is a non-contributor and thinks that his work is boring and hates to struggle for a solution.
- 12. UNIT : 11 Practice Imaginative Sympathy.
- 14. Why imaginative sympathy is required ? 1. To give due importance to the human aspects of situation to appreciate and understand... other’s way of thinking, other’s life situation, other’s point of view. 2. Contributor are able to… Anticipate possible interaction , Take a multidimensional view of a situation , Bring results while taking everybody along with them.
- 15. No individual can be a contributor if he/she is self- centred and uncaring about others. Therefore, to be a contributor, we must first expand our hearts. At the same time, one of the effect of contributor is that our hearts get expanded greatly .
- 16. Ratan Tata Mr. Ratan Tata had a dream of family car which can be purchased at affordable price by middle class people. It has given rise for the innovation of new and comfortable means of transportation. The objective of Tata Motors and Ratan Tata is to release the car to reach the standards of its customers.
- 17. Conclusion Handled the situation multidimensionaly . Always try to be positive. Never leave your self only. Try to be persistence in life.
- 18. PREPARED BY :- 1. Saurin pandya 080050131048 2. Varun modi 080050131044 UNIT 12 – TRUST BEHAVIOR
- 19. WHAT IS TRUST? • Trust is believing that the person(s) who is trusted will do what is expected.
- 20. NATURE OF TRUST
- 21. BEING IMPARTIAL AND FAIR A non-contributor is always selfish and thinks about his own benefits. This causes unfairness and partiality in his decisions which affect his subordinates. A contributor is always fair and impartial which leads to just decisions and overall growth of the organization.
- 23. FATHER SON A best example for keeping promises would be a relationship between a father and a son. A contributor father always makes sure that he spends time with his son and grooms him properly for the betterment of his future. A non-contributor father is busy with all his work and does not give time to his son. This leads to a break in their relationship and in the future, the son draws away from the father.
- 24. THANK YOU Thank You Thank you