Here are 5 commitments I would make to become a transformative leader:
1. Listen to understand others' perspectives with empathy and without judgment.
2. Empower and develop people by sharing leadership and decision-making.
3. Build trust and genuine relationships through open, honest and principled communication.
4. Promote shared ownership and accountability for achieving our shared goals.
5. Continually learn and grow as a leader through reflection on my experiences and feedback from others.
Workshop 5 teams and influence 2016 for itslearningelizabethp1066
This document summarizes the objectives and content of an NVQ workshop on customer service. The workshop aims to help participants understand how teams deliver great service, their roles in teams, and how teams develop. It also explores ways to influence customers and ideas for improving customer service. The workshop covers topics like the qualities of customer-focused organizations, managing customer service roles, defining and analyzing effective teams, and improving customer service skills. It emphasizes the importance of clear goals, roles, processes, and relationships for team effectiveness in delivering excellent customer experiences.
Individual Director Assessments - Leading or LaggingJohnDinner
The document discusses director assessments and effectiveness. It argues that assessing director performance annually using peer reviews and objective criteria is important for accountability and improving director quality. Effective assessments should be comparative, convenient, constructive, comprehensive, and confidential. Key benefits include helping directors maximize their contribution, identify strengths and weaknesses, and facilitate board succession planning. Various models and factors to consider in designing and implementing an effective director assessment process are presented.
Leadership and employee involvement are key principles of total quality management. Effective leaders demonstrate commitment to quality and empower employees. They establish clear quality values and goals. Leaders use different styles including directing, consulting, and delegating. Key roles of TQM leaders include establishing quality policies, cultural change, and quality improvement programs. Employee involvement is critical through empowerment, motivation, teamwork, and recognition. Performance appraisal provides feedback to employees. Quality councils provide direction and strategic quality planning sets long-term goals. Continuous process improvement is also important in TQM.
MM BAgali ......Global Teacher....... Management Teacher...... Teaching.........dr m m bagali, phd in hr
The document provides guidance for teachers to develop skills and competencies. It discusses soft skills like time management, hard skills like being updated in their domain, and social skills like networking. Core teaching skills discussed include self-confidence, critical thinking, leadership and experience. Competencies are organized into categories of organization, self, and others. Developing skills in students includes leadership, decision making, communication and analytical skills. The document also provides tips for personality development, managerial skills, and developing a strategic perspective. It emphasizes developing relationships, taking initiative, and inspiring and motivating others.
My Organizational Guide to High Performance Matt Hicks
This document provides guidance on achieving high organizational performance. It outlines key leadership attributes like integrity and developing others. It also lists important leadership skills such as communication, problem solving, and strategic thinking. The document describes an ABCDE integration model for assessing the current state, setting goals and objectives, taking actions, evaluating progress, and identifying gaps to continually improve performance. It emphasizes the importance of collaboration, human capital, information capital, and organizational capital to drive innovation and change.
The document outlines the purposes, goals, core values and concepts, and framework of the Business Criteria for Performance Excellence. The purposes are to improve organizational performance, facilitate information sharing, and serve as a working tool. The goals are delivering value to customers, improving effectiveness, and organizational learning. The core values include visionary leadership, customer focus, learning, valuing employees, agility, innovation, fact-based management, social responsibility, results focus, and systems perspective. The framework contains six categories: leadership, strategic planning, customer focus, measurement, workforce focus, and results.
Here are 5 commitments I would make to become a transformative leader:
1. Listen to understand others' perspectives with empathy and without judgment.
2. Empower and develop people by sharing leadership and decision-making.
3. Build trust and genuine relationships through open, honest and principled communication.
4. Promote shared ownership and accountability for achieving our shared goals.
5. Continually learn and grow as a leader through reflection on my experiences and feedback from others.
Workshop 5 teams and influence 2016 for itslearningelizabethp1066
This document summarizes the objectives and content of an NVQ workshop on customer service. The workshop aims to help participants understand how teams deliver great service, their roles in teams, and how teams develop. It also explores ways to influence customers and ideas for improving customer service. The workshop covers topics like the qualities of customer-focused organizations, managing customer service roles, defining and analyzing effective teams, and improving customer service skills. It emphasizes the importance of clear goals, roles, processes, and relationships for team effectiveness in delivering excellent customer experiences.
Individual Director Assessments - Leading or LaggingJohnDinner
The document discusses director assessments and effectiveness. It argues that assessing director performance annually using peer reviews and objective criteria is important for accountability and improving director quality. Effective assessments should be comparative, convenient, constructive, comprehensive, and confidential. Key benefits include helping directors maximize their contribution, identify strengths and weaknesses, and facilitate board succession planning. Various models and factors to consider in designing and implementing an effective director assessment process are presented.
Leadership and employee involvement are key principles of total quality management. Effective leaders demonstrate commitment to quality and empower employees. They establish clear quality values and goals. Leaders use different styles including directing, consulting, and delegating. Key roles of TQM leaders include establishing quality policies, cultural change, and quality improvement programs. Employee involvement is critical through empowerment, motivation, teamwork, and recognition. Performance appraisal provides feedback to employees. Quality councils provide direction and strategic quality planning sets long-term goals. Continuous process improvement is also important in TQM.
MM BAgali ......Global Teacher....... Management Teacher...... Teaching.........dr m m bagali, phd in hr
The document provides guidance for teachers to develop skills and competencies. It discusses soft skills like time management, hard skills like being updated in their domain, and social skills like networking. Core teaching skills discussed include self-confidence, critical thinking, leadership and experience. Competencies are organized into categories of organization, self, and others. Developing skills in students includes leadership, decision making, communication and analytical skills. The document also provides tips for personality development, managerial skills, and developing a strategic perspective. It emphasizes developing relationships, taking initiative, and inspiring and motivating others.
My Organizational Guide to High Performance Matt Hicks
This document provides guidance on achieving high organizational performance. It outlines key leadership attributes like integrity and developing others. It also lists important leadership skills such as communication, problem solving, and strategic thinking. The document describes an ABCDE integration model for assessing the current state, setting goals and objectives, taking actions, evaluating progress, and identifying gaps to continually improve performance. It emphasizes the importance of collaboration, human capital, information capital, and organizational capital to drive innovation and change.
The document outlines the purposes, goals, core values and concepts, and framework of the Business Criteria for Performance Excellence. The purposes are to improve organizational performance, facilitate information sharing, and serve as a working tool. The goals are delivering value to customers, improving effectiveness, and organizational learning. The core values include visionary leadership, customer focus, learning, valuing employees, agility, innovation, fact-based management, social responsibility, results focus, and systems perspective. The framework contains six categories: leadership, strategic planning, customer focus, measurement, workforce focus, and results.
5 key skills are outlined for successful relationship management: establish credibility, tailor communications strategically, network widely to attract high-value relationships and opportunities, become a trusted advisor by helping others achieve their goals, and create and leverage value in every interaction. Relationship management requires discipline and mastery like fitness training, with the goal of progressing to advanced levels through continuous improvement in behaviors, attitudes, and techniques.
This document provides information about Shyleswari LHEP, a director and founder of an organization that provides leadership training, management development, and coaching solutions. For over 26 years, she has partnered with businesses, organizations, and academic communities to drive ideas, optimize performance, increase profits, foster breakthroughs, strengthen competencies, change culture, and develop leaders. She helps clients articulate their vision to empower those around them. The document outlines her expertise, qualifications, areas of specialization within coaching and training, curriculum design process, and upcoming workshop topics.
This document discusses perspective leadership, which emphasizes diverse viewpoints and inclusivity. It describes perspective leadership as a dynamic approach that draws from various leadership theories. The document outlines characteristics of effective leaders and different dimensions of leadership, including focus on character, analysis, accomplishment, and interaction. It also provides examples of applying perspective leadership in the police and teaching professions.
This document discusses leadership and quality management. It defines leadership as influencing others towards accomplishing goals and lifting people's visions. An effective leader knows themselves, communicates a clear vision, builds trust, and takes action to reach their potential. Good leaders prioritize customers, empower others, encourage improvement and prevention, and continually commit to quality. The document outlines different leadership styles and effective leadership traits like having a vision, empowering employees, using intuition, self-understanding, and aligning values. It also discusses situational leadership that changes style based on followers' competence and motivation.
Management involves coordinating work activities to achieve organizational goals efficiently and effectively. It is the process of working with and through people and other resources. An organization consists of two or more people working together towards common goals in a structured manner. Managers at all levels aim for efficiency and effectiveness. They perform functions like planning, organizing, leading, and controlling. Studying management is valuable because good management is needed universally, it is integral to work, and management careers offer rewards and challenges.
This document discusses training and executive development. It defines training and explains its purpose to develop skills for a job. Reasons for training include increased job satisfaction, motivation, and reduced turnover. Methods of training discussed are on-the-job training like coaching and mentoring, and off-the-job training like lectures and case studies. Executive development programs aim to develop leaders through phases like needs assessment and development programs using on and off-the-job methods. Knowledge management captures, shares, and applies organizational knowledge to enhance goals.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
The document outlines a learning and development strategy for a banking industry that focuses on developing core competencies through various training programs to address skills gaps, improve business growth, and enhance employee capabilities. It details the strategic focus areas, learning models, phases of learning and development, program implementation approaches and activities, and effectiveness assessment process. The goal is to reconstruct the learning culture and actively manage learning to bridge skills gaps that impact leadership, service mindset, and internalization of core values.
This document provides an overview of the services offered by Mark Hordes Management Consultants LLC, including leadership development and training, organizational assessments and surveys, culture change programs, organization development, project management, human capital consulting, change management, and coaching. It describes the company's experience since the 1990s in delivering organizational effectiveness, leadership development, and change management solutions to help clients achieve strategic goals and manage change initiatives.
The term 'professional practice' refers to the conduct and work of someone from a particular profession. Professions are occupations that require a prolonged period of education and training. They are often overseen by professional bodies who may accredit educational establishments and qualified professionals. The ppt gives brief idea to apply those professional practices in your career.
Let the customer promise be your guiding lightNafees Butt
tldr; Organisations exist to fulfil the promise that they made to their customers. This talk describes an approach that uses customer promise, existing culture and the gap between the two as a guiding light for defining goals of an agile transformation.
Longer version: Leading an Agile transformation is a major undertaking. It is easy to invest all your energies and time at finding the tactical solutions and making strategical changes and not emphasise enough on culture. To ensure that your transformation is more than just a face-lift, it is important to dig deeper into nuances of culture. Attend this talk to walk away with a tool that leaders and change agents can use to understand and evaluate the depth and breadth of their cultural initiative, identify gaps and create action items to address the gaps.
The tool is based on an upgrade of well-known Schneider's cultural model. It provides an approach for leaders of an organisation to centre their transformation efforts around culture, leadership and customer promise. We will start with the Schneider model to assess the existing culture and the leadership style prevalent in the organisation and will then link it to the customer promise. The model will cover the impact of an evolving customer promise and the complexities of managing it when the enterprise has multiple and often competing sub-cultures.
lesson 6 SS II Coaching & Mentoring.pptxclasshub4room
This document defines and compares coaching and mentoring. Coaching and mentoring are strategies that promote personal development and involve one-on-one communication to enhance skills, knowledge, or work performance. Coaching focuses on short-term goals, while mentoring emphasizes long-term development. Both use communication and questioning to facilitate growth, but mentoring also involves advocacy and role modeling.
This document provides information on leadership, management, and communication. It discusses the definitions and qualities of leadership, the power bases and functions of a leader. It also distinguishes between the roles of a leader and manager, noting that leaders use voluntary cooperation while managers rely on formal authority. Finally, it outlines the principles and objectives of effective communication.
The document discusses the role of an internal consultant and the key aspects required to be successful in that role. It covers the necessary mindset, knowledge, process skills, and competencies. Specifically, it emphasizes the importance of strategic thinking, understanding complex problems, developing strong relationships and trust with clients, and having expertise in various shared competencies like communication, decision-making, and maintaining a positive outlook. The document provides examples of how to establish initial contact with clients, understand their needs, and manage the consulting process and relationship to deliver high quality service.
This document provides an outline for a class on business management. It discusses why management is important, defines what managers do including their roles and functions, defines what organizations are and their characteristics, and discusses challenges facing managers such as ethics, diversity, globalization, e-business, customers, innovation, and knowledge management. It also defines entrepreneurship and notes that employees either manage or are managed.
Strategic leadership development contentThom Powell
The document discusses how leadership development helps organizations achieve strategic goals and business results. It explores processes for effective leadership development, including assessment of competencies, development programs, and evaluation. The agenda covers outcomes, competencies, assessment, development, and evaluation. Leadership development aims to improve outcomes like strategic challenges, human capital challenges, and competitive advantage through developing the right competencies in leaders.
This document discusses the 5S methodology, which is a method for organizing and standardizing a workplace. It consists of five steps: Sort, Set in Order, Shine, Standardize, and Sustain. The document provides details on how to implement each step, such as removing unneeded items, labeling storage areas, cleaning regularly, creating standards and checklists, and sustaining the system through ongoing audits. It also discusses benefits like improved safety, efficiency and productivity. Examples are given of applying 5S principles in construction activities like organizing tools and materials and cleaning the work site.
5 key skills are outlined for successful relationship management: establish credibility, tailor communications strategically, network widely to attract high-value relationships and opportunities, become a trusted advisor by helping others achieve their goals, and create and leverage value in every interaction. Relationship management requires discipline and mastery like fitness training, with the goal of progressing to advanced levels through continuous improvement in behaviors, attitudes, and techniques.
This document provides information about Shyleswari LHEP, a director and founder of an organization that provides leadership training, management development, and coaching solutions. For over 26 years, she has partnered with businesses, organizations, and academic communities to drive ideas, optimize performance, increase profits, foster breakthroughs, strengthen competencies, change culture, and develop leaders. She helps clients articulate their vision to empower those around them. The document outlines her expertise, qualifications, areas of specialization within coaching and training, curriculum design process, and upcoming workshop topics.
This document discusses perspective leadership, which emphasizes diverse viewpoints and inclusivity. It describes perspective leadership as a dynamic approach that draws from various leadership theories. The document outlines characteristics of effective leaders and different dimensions of leadership, including focus on character, analysis, accomplishment, and interaction. It also provides examples of applying perspective leadership in the police and teaching professions.
This document discusses leadership and quality management. It defines leadership as influencing others towards accomplishing goals and lifting people's visions. An effective leader knows themselves, communicates a clear vision, builds trust, and takes action to reach their potential. Good leaders prioritize customers, empower others, encourage improvement and prevention, and continually commit to quality. The document outlines different leadership styles and effective leadership traits like having a vision, empowering employees, using intuition, self-understanding, and aligning values. It also discusses situational leadership that changes style based on followers' competence and motivation.
Management involves coordinating work activities to achieve organizational goals efficiently and effectively. It is the process of working with and through people and other resources. An organization consists of two or more people working together towards common goals in a structured manner. Managers at all levels aim for efficiency and effectiveness. They perform functions like planning, organizing, leading, and controlling. Studying management is valuable because good management is needed universally, it is integral to work, and management careers offer rewards and challenges.
This document discusses training and executive development. It defines training and explains its purpose to develop skills for a job. Reasons for training include increased job satisfaction, motivation, and reduced turnover. Methods of training discussed are on-the-job training like coaching and mentoring, and off-the-job training like lectures and case studies. Executive development programs aim to develop leaders through phases like needs assessment and development programs using on and off-the-job methods. Knowledge management captures, shares, and applies organizational knowledge to enhance goals.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
The document outlines a learning and development strategy for a banking industry that focuses on developing core competencies through various training programs to address skills gaps, improve business growth, and enhance employee capabilities. It details the strategic focus areas, learning models, phases of learning and development, program implementation approaches and activities, and effectiveness assessment process. The goal is to reconstruct the learning culture and actively manage learning to bridge skills gaps that impact leadership, service mindset, and internalization of core values.
This document provides an overview of the services offered by Mark Hordes Management Consultants LLC, including leadership development and training, organizational assessments and surveys, culture change programs, organization development, project management, human capital consulting, change management, and coaching. It describes the company's experience since the 1990s in delivering organizational effectiveness, leadership development, and change management solutions to help clients achieve strategic goals and manage change initiatives.
The term 'professional practice' refers to the conduct and work of someone from a particular profession. Professions are occupations that require a prolonged period of education and training. They are often overseen by professional bodies who may accredit educational establishments and qualified professionals. The ppt gives brief idea to apply those professional practices in your career.
Let the customer promise be your guiding lightNafees Butt
tldr; Organisations exist to fulfil the promise that they made to their customers. This talk describes an approach that uses customer promise, existing culture and the gap between the two as a guiding light for defining goals of an agile transformation.
Longer version: Leading an Agile transformation is a major undertaking. It is easy to invest all your energies and time at finding the tactical solutions and making strategical changes and not emphasise enough on culture. To ensure that your transformation is more than just a face-lift, it is important to dig deeper into nuances of culture. Attend this talk to walk away with a tool that leaders and change agents can use to understand and evaluate the depth and breadth of their cultural initiative, identify gaps and create action items to address the gaps.
The tool is based on an upgrade of well-known Schneider's cultural model. It provides an approach for leaders of an organisation to centre their transformation efforts around culture, leadership and customer promise. We will start with the Schneider model to assess the existing culture and the leadership style prevalent in the organisation and will then link it to the customer promise. The model will cover the impact of an evolving customer promise and the complexities of managing it when the enterprise has multiple and often competing sub-cultures.
lesson 6 SS II Coaching & Mentoring.pptxclasshub4room
This document defines and compares coaching and mentoring. Coaching and mentoring are strategies that promote personal development and involve one-on-one communication to enhance skills, knowledge, or work performance. Coaching focuses on short-term goals, while mentoring emphasizes long-term development. Both use communication and questioning to facilitate growth, but mentoring also involves advocacy and role modeling.
This document provides information on leadership, management, and communication. It discusses the definitions and qualities of leadership, the power bases and functions of a leader. It also distinguishes between the roles of a leader and manager, noting that leaders use voluntary cooperation while managers rely on formal authority. Finally, it outlines the principles and objectives of effective communication.
The document discusses the role of an internal consultant and the key aspects required to be successful in that role. It covers the necessary mindset, knowledge, process skills, and competencies. Specifically, it emphasizes the importance of strategic thinking, understanding complex problems, developing strong relationships and trust with clients, and having expertise in various shared competencies like communication, decision-making, and maintaining a positive outlook. The document provides examples of how to establish initial contact with clients, understand their needs, and manage the consulting process and relationship to deliver high quality service.
This document provides an outline for a class on business management. It discusses why management is important, defines what managers do including their roles and functions, defines what organizations are and their characteristics, and discusses challenges facing managers such as ethics, diversity, globalization, e-business, customers, innovation, and knowledge management. It also defines entrepreneurship and notes that employees either manage or are managed.
Strategic leadership development contentThom Powell
The document discusses how leadership development helps organizations achieve strategic goals and business results. It explores processes for effective leadership development, including assessment of competencies, development programs, and evaluation. The agenda covers outcomes, competencies, assessment, development, and evaluation. Leadership development aims to improve outcomes like strategic challenges, human capital challenges, and competitive advantage through developing the right competencies in leaders.
This document discusses the 5S methodology, which is a method for organizing and standardizing a workplace. It consists of five steps: Sort, Set in Order, Shine, Standardize, and Sustain. The document provides details on how to implement each step, such as removing unneeded items, labeling storage areas, cleaning regularly, creating standards and checklists, and sustaining the system through ongoing audits. It also discusses benefits like improved safety, efficiency and productivity. Examples are given of applying 5S principles in construction activities like organizing tools and materials and cleaning the work site.
This document provides an overview of PL/SQL and embedded SQL. It outlines the key components of PL/SQL including blocks, procedures, cursors, functions, and triggers. It also provides examples of how to write PL/SQL code for these different components. Additionally, it demonstrates how to embed SQL statements in a Java program using JDBC. The document concludes by reminding students to use the course website and provides details on the first assignment.
LCA_-_of_concrete_with_construction_and_Demo_waste.pdfSemra D.
This document discusses a study that uses life cycle assessment (LCA) to evaluate the environmental impacts of using recycled construction and demolition waste (CDW) in concrete production. The study assesses multiple concrete mixture scenarios that incorporate different amounts of recycled aggregates from CDW. For each scenario, the LCA examines all stages from material extraction and processing, to transportation, concrete production, construction use, and waste disposal. The goal is to identify the most sustainable scenarios and recycling processes by comparing the environmental impacts across scenarios as calculated using LCA software. Inventory data on material and energy inputs/outputs is provided for natural aggregates, concrete, CDW treatment, and transportation.
4D_BIM_for_Construction_Planning_and_Environmental.pdfSemra D.
This document discusses using 4D modeling programs for construction planning and environmental planning. It proposes a simplified 4D modeling system using BIM technology to optimize the construction process. A 4D model links a 3D model with a schedule in real time, allowing factors like resources and equipment to be accounted for. This visualization of the construction process can help identify issues and reduce project time and costs compared to traditional methods.
Chicago Elite Construction Company has an organizational chart with the President, John Davis, at the top. There are Vice Presidents who oversee various departments including Accounting, Business Development & Estimating, Procurement & Contracting, Project Management, Human Resources, and Health & Safety. Each department has Directors who manage sub-departments focused on specific areas like Commercial Accounts, Cost Estimating, Materials Procurement, and Commercial Projects.
This document discusses values and ethics. It defines values as ideas and beliefs that guide our actions and identities. Different types of values are explored, including moral, aesthetic, and performance values. The document also discusses intrinsic versus instrumental values. A values checklist is provided for self-reflection. Guidance is offered on connecting values to college success, participating honorably in academics, and handling challenges to one's values. The relationship between morality and ethics is briefly examined.
This document discusses using building information modeling (BIM) to optimize the cost of seismic resilience for existing buildings. It outlines four main steps: 1) developing the architectural and structural BIM models of the existing building, 2) performing structural analysis using the BIM model, 3) estimating damage costs based on component quantities and potential physical damages, and 4) assessing environmental impacts through a life cycle assessment using the BIM model.
The document discusses ethical and legal issues in assessment based on Section E of the American Counseling Association (ACA) Code of Ethics and the Standards for Educational and Psychological Testing. It outlines the ACA Code's focus on proper use of assessments, client welfare, counselor competence, test administration conditions, cultural sensitivity, and other issues. The Standards for Educational and Psychological Testing provide guidelines for test construction and evaluation, fairness in testing, and appropriate application of assessments. Counselors must follow these professional guidelines to ensure ethical and responsible assessment practices.
Presentation of IEEE Slovenia CIS (Computational Intelligence Society) Chapte...University of Maribor
Slides from talk presenting:
Aleš Zamuda: Presentation of IEEE Slovenia CIS (Computational Intelligence Society) Chapter and Networking.
Presentation at IcETRAN 2024 session:
"Inter-Society Networking Panel GRSS/MTT-S/CIS
Panel Session: Promoting Connection and Cooperation"
IEEE Slovenia GRSS
IEEE Serbia and Montenegro MTT-S
IEEE Slovenia CIS
11TH INTERNATIONAL CONFERENCE ON ELECTRICAL, ELECTRONIC AND COMPUTING ENGINEERING
3-6 June 2024, Niš, Serbia
A SYSTEMATIC RISK ASSESSMENT APPROACH FOR SECURING THE SMART IRRIGATION SYSTEMSIJNSA Journal
The smart irrigation system represents an innovative approach to optimize water usage in agricultural and landscaping practices. The integration of cutting-edge technologies, including sensors, actuators, and data analysis, empowers this system to provide accurate monitoring and control of irrigation processes by leveraging real-time environmental conditions. The main objective of a smart irrigation system is to optimize water efficiency, minimize expenses, and foster the adoption of sustainable water management methods. This paper conducts a systematic risk assessment by exploring the key components/assets and their functionalities in the smart irrigation system. The crucial role of sensors in gathering data on soil moisture, weather patterns, and plant well-being is emphasized in this system. These sensors enable intelligent decision-making in irrigation scheduling and water distribution, leading to enhanced water efficiency and sustainable water management practices. Actuators enable automated control of irrigation devices, ensuring precise and targeted water delivery to plants. Additionally, the paper addresses the potential threat and vulnerabilities associated with smart irrigation systems. It discusses limitations of the system, such as power constraints and computational capabilities, and calculates the potential security risks. The paper suggests possible risk treatment methods for effective secure system operation. In conclusion, the paper emphasizes the significant benefits of implementing smart irrigation systems, including improved water conservation, increased crop yield, and reduced environmental impact. Additionally, based on the security analysis conducted, the paper recommends the implementation of countermeasures and security approaches to address vulnerabilities and ensure the integrity and reliability of the system. By incorporating these measures, smart irrigation technology can revolutionize water management practices in agriculture, promoting sustainability, resource efficiency, and safeguarding against potential security threats.
ACEP Magazine edition 4th launched on 05.06.2024Rahul
This document provides information about the third edition of the magazine "Sthapatya" published by the Association of Civil Engineers (Practicing) Aurangabad. It includes messages from current and past presidents of ACEP, memories and photos from past ACEP events, information on life time achievement awards given by ACEP, and a technical article on concrete maintenance, repairs and strengthening. The document highlights activities of ACEP and provides a technical educational article for members.
We have compiled the most important slides from each speaker's presentation. This year’s compilation, available for free, captures the key insights and contributions shared during the DfMAy 2024 conference.
6th International Conference on Machine Learning & Applications (CMLA 2024)ClaraZara1
6th International Conference on Machine Learning & Applications (CMLA 2024) will provide an excellent international forum for sharing knowledge and results in theory, methodology and applications of on Machine Learning & Applications.
Literature Review Basics and Understanding Reference Management.pptxDr Ramhari Poudyal
Three-day training on academic research focuses on analytical tools at United Technical College, supported by the University Grant Commission, Nepal. 24-26 May 2024
CHINA’S GEO-ECONOMIC OUTREACH IN CENTRAL ASIAN COUNTRIES AND FUTURE PROSPECTjpsjournal1
The rivalry between prominent international actors for dominance over Central Asia's hydrocarbon
reserves and the ancient silk trade route, along with China's diplomatic endeavours in the area, has been
referred to as the "New Great Game." This research centres on the power struggle, considering
geopolitical, geostrategic, and geoeconomic variables. Topics including trade, political hegemony, oil
politics, and conventional and nontraditional security are all explored and explained by the researcher.
Using Mackinder's Heartland, Spykman Rimland, and Hegemonic Stability theories, examines China's role
in Central Asia. This study adheres to the empirical epistemological method and has taken care of
objectivity. This study analyze primary and secondary research documents critically to elaborate role of
china’s geo economic outreach in central Asian countries and its future prospect. China is thriving in trade,
pipeline politics, and winning states, according to this study, thanks to important instruments like the
Shanghai Cooperation Organisation and the Belt and Road Economic Initiative. According to this study,
China is seeing significant success in commerce, pipeline politics, and gaining influence on other
governments. This success may be attributed to the effective utilisation of key tools such as the Shanghai
Cooperation Organisation and the Belt and Road Economic Initiative.
Harnessing WebAssembly for Real-time Stateless Streaming PipelinesChristina Lin
Traditionally, dealing with real-time data pipelines has involved significant overhead, even for straightforward tasks like data transformation or masking. However, in this talk, we’ll venture into the dynamic realm of WebAssembly (WASM) and discover how it can revolutionize the creation of stateless streaming pipelines within a Kafka (Redpanda) broker. These pipelines are adept at managing low-latency, high-data-volume scenarios.
International Conference on NLP, Artificial Intelligence, Machine Learning an...gerogepatton
International Conference on NLP, Artificial Intelligence, Machine Learning and Applications (NLAIM 2024) offers a premier global platform for exchanging insights and findings in the theory, methodology, and applications of NLP, Artificial Intelligence, Machine Learning, and their applications. The conference seeks substantial contributions across all key domains of NLP, Artificial Intelligence, Machine Learning, and their practical applications, aiming to foster both theoretical advancements and real-world implementations. With a focus on facilitating collaboration between researchers and practitioners from academia and industry, the conference serves as a nexus for sharing the latest developments in the field.
Advanced control scheme of doubly fed induction generator for wind turbine us...IJECEIAES
This paper describes a speed control device for generating electrical energy on an electricity network based on the doubly fed induction generator (DFIG) used for wind power conversion systems. At first, a double-fed induction generator model was constructed. A control law is formulated to govern the flow of energy between the stator of a DFIG and the energy network using three types of controllers: proportional integral (PI), sliding mode controller (SMC) and second order sliding mode controller (SOSMC). Their different results in terms of power reference tracking, reaction to unexpected speed fluctuations, sensitivity to perturbations, and resilience against machine parameter alterations are compared. MATLAB/Simulink was used to conduct the simulations for the preceding study. Multiple simulations have shown very satisfying results, and the investigations demonstrate the efficacy and power-enhancing capabilities of the suggested control system.
Advanced control scheme of doubly fed induction generator for wind turbine us...
sunum.pptx
1. Leadership core values, attributes, and
elements
•Organizational culture
•Continuous improvement
•Long term focus
•Hoshin Kanri (Deploy policy and objectives)
•Customer Value
• Going to Gemba
• Standardized work
• Visual standards / controls
• Problem solving
• Information sharing
•Coaching and Developing
•Empowerment
•Respect for people
•Communicational Skills
•Working relations
•Mutual trust
•Active listening
•Teamwork / Cooperation
•Motivational / Inspirational Skills
•Feedback and Encouragement
•Support and recognition
•Challenging followers
•Persuasion
•Commitment
•Self-development and assessment
•Motivation for Lean thinking
•Leading by example
•Technical knowledge
•Project management orientation
•Personal Skills
•Responsibility
•Self-discipline
•Adapting to situation / change
•Openness
•Honesty / Transparency
Leader
Level
Employees
and Team
Level
Organization
Level
Process
Level