What is nepotism???
Origin of nepotism
Forms of nepotism
Nepotism in politics
Nepotism in organization
Nepotism Statistics
Drawbacks
Solutions
Conclusion
MOTIVATION IN HUMAN RESOURCE MANGEMENT; WHAT IS MOTIVATION, NEED FOR MOTIVATING EMPLOYEES, PROCESS OF MOTIVATION, TYPES OF MOTIVATION- INTRINSIC AND EXTRINSIC. MOTIVATION THEORY. METHODS OF MOTIVATION.
What is nepotism???
Origin of nepotism
Forms of nepotism
Nepotism in politics
Nepotism in organization
Nepotism Statistics
Drawbacks
Solutions
Conclusion
MOTIVATION IN HUMAN RESOURCE MANGEMENT; WHAT IS MOTIVATION, NEED FOR MOTIVATING EMPLOYEES, PROCESS OF MOTIVATION, TYPES OF MOTIVATION- INTRINSIC AND EXTRINSIC. MOTIVATION THEORY. METHODS OF MOTIVATION.
Employee Absenteeism in Rane TRW Steering SystemsLogesh waran
A detailed study on the primary issues faced by all the organisations, Which includes the employees absence along with the interest level of the employees towards the company and how the company tries to solve this issues in a timely manner.
Need leads to conflict which in turn leads to politics.Human nature of leading gives another colour to politics ,which at times are so damaging that we must learn tact to manage the same and protect ourselves
Employee Absenteeism in Rane TRW Steering SystemsLogesh waran
A detailed study on the primary issues faced by all the organisations, Which includes the employees absence along with the interest level of the employees towards the company and how the company tries to solve this issues in a timely manner.
Need leads to conflict which in turn leads to politics.Human nature of leading gives another colour to politics ,which at times are so damaging that we must learn tact to manage the same and protect ourselves
Workplace success not only lies in professional expertise but also in an integral understanding of factors like corporate politics. It's the 'phenomenon' that shapes decision-making and influences relationships in the workplace.
In its simplest form, corporate politics is about the differences between people in the corporate environment, working together and competing for success.
Corporate politics has positive and negative aspects, as it can lead to either a constructive collaboration or a toxic workplace. The onus is learning how to manage and navigate corporate politics effectively to ensure individual and organisational growth.
In this deck, you'll learn the impact of corporate politics in the workplace.
You'll also learn;
• The root causes of workplace politics within teams
• Key strategies to effectively navigate workplace politics
• Your role as a leader in managing corporate politics in the organisation.
WAL_RSCH8310_07_B_EN-DL.m4a
Hard Facts, Dangerous Half-Truths and Total Nonsense
- Profiting from Evidence-Based Management
By Jeffrey Pfeffer & Robert I Sutton
Harvard Business School Press, 2006
Too many business adages are built on flimsy information. When decisions are based on
dubious knowledge, the consequences can be catastrophic. This book by highly respected
scholars, Jeffrey Pfeffer and Robert Sutton explains how better evidence can be used in
business to generate superior results. Evidence based management enables business
leaders to face the hard facts and act on the best evidence.
Introduction
Business decisions are often based on hope or fear, what others seem to be doing, what
senior leaders have done and believe has worked in the past and strong ideologies. Hard
facts and strong evidence do not seem to back many decisions. It is time that companies
and leaders rooted their decisions in solid evidence to ensure optimal utilization of
resources. The authors relate poor decision practices with a number of examples. Then
they explain how evidence based management can be used profitably.
Poor Decision Practices
Poor decision making practices can be seen across organizations. Take benchmarking.
The approach to benchmarking seems to be fairly casual, with some rare exceptions.
More often than not, companies tend to copy the most obvious, visible and frequently
least important practices. The underlying culture or business philosophy of the company
against which benchmarking is being done is not given enough importance.
Companies tend to repeat what has worked for them in the past. By all means, learning
from experience and mastery through practice can be useful. But this kind of an
approach can backfire when the new situation is different from the past and the lessons
learnt in the past may have been wrong or incomplete in the first place.
Managers also tend to be unduly influenced by deeply held ideologies and beliefs.
Beliefs rooted in ideology or in cultural values are quite sticky. They resist disconfirming
evidence.
Evidence based management
Evidence based management assumes that using deeper, better logic and employing
facts rather than assumptions or guesses leads to better decisions. Such an approach
advocates going by hard facts about what works and what does not. Even when
companies have little data, there are many things, they can do to rely more on evidence
2
and logic and less on guesswork, fear, belief or hope. For example, qualitative data
collected from field trips can be used.
Implementing evidence based management requires a mindset change. Facts and
evidence are great levelers of hierarchy. Resistance to evidence based management
comes when it changes power dynamics, replacing formal authority, reputation and
intuition with data. Another problem is that delivering bad news does not win us friends.
We like to deliver good news because that is .
Lina Franco Lawyer - Sources of Avoiding Legal Conflicts with EmployeesLina Franco
Lina Franco Lawyer - The rule of handling problems between employees is don't ignore the issue. Any conflict that lasts more than a day or two must be dealt with head-on. Allowing inter-employee conflicts to fester results in reduced productivity, lower morale, and can strongly influence the level of respect the workers have for you, the owner.
Hearing it through the grapevine: Positive and negative workplace gossip - s...Sadaf Alidad
a review on the article "Hearing it through the grapevine:
Positive and negative workplace gossip " for HRM class , MBA course, Alzahra University of Tehran, Nov 2016
360HR Knowledge Guide - The Science of SelectionDi Pass
HR and recruitment techniques have changed radically over the last decade, with technology advances and social changes bringing about new recruitment tactics and best practices.
360HR has summarised our most recent and on-the-job experience into this handy knowledge guide. You'll find practical ways to improve your recruitment outcomes and sidestep common HR pitfalls.
Topics Covered in ppt
DATA COMMUNICATION
COMMUNICATION MODEL
DATA COMMUNICATION MODEL
OSI REFERENCE MODEL
TCP/IP PROTOCOL
ADDRESSING
LAN AND WAN
NETWORK TOPOLOGIES
TRANSMISSION MEDIUM
COMMUNICATION
SWITICHING TECHNOLOGIES
ROUTING
SUBNETTING
Strategic Role of Purchasing
Purchasing Portfolio
Supplier Selection
Customer Centric Supply Chain
Supply Chain Management
Supply Chain Management in the 21st Century
Research Topics in Supply Chain Management
WHAT IS MICRO-TEACHING?
THE CONCEPT OF MICRO-TEACHING
THE PRINCIPLES OF MICRO-TEACHING
TYPES OF MICRO-TEACHING
THE PROCESS OF MICRO-TEACHING
THE PHASES OF MICRO-TEACHING
ADVANTAGES OF MICRO-TEACHING
DISADVANTAGES OF MICRO-TEACHING
challenges faced by HR in the 21st century.pptxRidaZaman1
Most Common HR Challenges At The 21st Century Workplace:
How to address the issue of employee morale?
How to control the attrition rate?
How to establish an environment of teamwork?
How to resolve conflicts and discrimination?
How to Address Training and Development Related Issues?
How to design the best salary and benefits programs?
In this PPT we will discuss about the terms job analysis job specification job description job evaluation and we will do job analysis for the position of web programmer.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
2. What is Nepotism?
Nepotism is based on favoritism granted to
relatives in various fields, including business,
politics, entertainment, sports, religion and other
activities.
4. Advantages of Nepotism
Private enterprises often resort to hiring family members and other relatives to
maintain secrecy and preserve what they consider as a family legacy.
Family Business:
Nepotism can help speed up the creation and operation of a startup business
because working with familiar people can promote efficiency.
Startups:
Time and cost of hiring relatives are lesser. Furthermore, in properly managed
organizations, absenteeism and turnover rates are low.
Hiring and Retention:
knowledge can be transferred and secured efficiently when passed down on
familiar people such as family members.
Knowledge Management:
6. Disadvantages of Nepotism
Both in politics and workplace, family members can foster connivance that
facilitates corrupt practices.
Promotes Corruption:
Having a leader surrounded mostly by people familiar to him or her can enable
authoritarian leader. Note that this type of leadership has its pros and
cons depending on the situation.
Authoritarian Leadership:
Nepotism means hiring people based primarily on kinship and not on actual
abilities and potential contribution to the organization. These can harm the
competency of the organization.
Organizational Incompetency:
Family members can undermine authority by using connection and number to
scheme against their leaders. These members can also exert their familial
connections and entitlement toward non-relative authorities.
Harms Leadership:
7. Disadvantages of Nepotism
In an organization composed primarily of people who are related to one another,
problems within the family can leak further to the organization. It can be
impossible to separate family affairs with organizational affairs.
Effects of Family Problems:
Similar to connivance against leaders, relatives in an organization can resort to
power play to undermine non-relatives, advance their own interests, and neglect
their responsibilities.
Organizational Politics:
A general disadvantage of nepotism is that it can hamper the growth or progress
of an organization due to workforce incompetency, harms on leadership, and the
possibility of corruption, among others.
Hinders Growth:
9. DealingWith Nepotism InThe
Workplace
The first and perhaps most important step is determining whether you
are experiencing or seeing nepotism in your workplace. Is it that other
individuals are experiencing an unfair level of favoritism or is that person
genuinely qualified for that promotion?
If there are clear signs of nepotism make sure that you approach this
problem carefully. A wrong approach - i.e. storming into your manager's
office - is not advised. Make your strategy for dealing with it clearly
documented and easy for employees and managers to work with.
10. Here Are A Few Advisable Strategies:
Take notes and document specific
incidents of nepotism. Try to
substantiate your claims by gaining
other witnesses
Make Sure To Document Specific
Incidents:
Set up an appointment with a HR
professional in the organization or
identify a third-party individual who is
higher up than you to help. Try to
organize your meeting to raise as little
suspicion as possible. Remember to be
professional and concise during your
meeting. Remember that you have the
opportunity to have more than one
more meeting with more than one
person to help substantiate your claim.
Talk It Through With A Confidential
Individual At The Organization:
The advisable alternative to a coup-type
approach! Ask probing but not
uncomfortable questions to your
colleagues to gain further knowledge.
Gather Others’ Experiences And
Opinions:
Regardless of the strategy you choose
to use, a key characteristic for dealing
with nepotism is to behave with
professionalism. Continue to work as
you would normally and approach
issues of nepotism with decorum.
Behaving unprofessionally and without
a certain level of dignity is likely to
backfire and stop you from reaching
your overall goal.
Behave Professionally
11. Here Are A Few Advisable Strategies:
Anti-nepotism policies restrict
related individuals from working in
the same department or company.
Employees who adopt these
policies need to state the cases
which concern nepotism. For
example, policies may prohibit one
relative from supervising another
or from married couples from
working together.
A thoughtful and well-defined anti-
nepotism policy should allow for
the employment of friends and
relatives while avoiding the
associated complex and
operational issues.
Anti-nepotism Policies:
Organizations may be committing
nepotism without even realising it!
Provide employees with proper
communication to discuss where
nepotistic biases may lie in the
company. This provides employees
with greater confidence in
expressing their unhappiness in a
polite and diligent manner.
Create viable communication
channels:
12. Here Are A Few Advisable Strategies:
When employing friends and
relatives it is important to be
objective about the grade of job
they should be employed in. This
will show to others that they
haven’t received the job based on
nepotism, but their pre-defined
level of skill and experience. It also
provides friend and family
members with the opportunity to
demonstrate their skills and as to
why they may deserve a promotion
in the future.
Develop A Viable Internal Promotional
Structure For Relatives And Friends:
13. Conclusion
• Nepotism is both boon and curse for our
society.
• It act as a double edge sword, if not
handed properly can damage severely.
• If better person is employed, it provide
better stability to the organization.
• If an unsuitable person is employed can
lead to shut down the organization.