Thursday, December 24, 2009
New 30 KVA genst install
New genset of 30 KVA has been installed in Pataila HO on 23-12-2009 by making special efforts with ELMECH . Now UPS will work for 24 Hrs. There is high power cut in Pataila, we can serve to customer better.
Sunday, December 13, 2009
4 Steps to Driven Employees
The first few minutes of the workday can often be the most important minutes you'll have with your people. It sets the tone for the rest of the day, inspiring others to achieve greater results or leaving them without direction or energy - it's your choice.
Below are five quick and easy ideas that can help you give your people the jump start they need every morning before work begins.
Early Arrival
There is nothing quite as frustrating to an employee as seeing his or her boss waltz in hours after the workday has begun. It's very difficult to respect and follow a leader who fails to give as much as they expect in return.
Arrive to work before or with your employees and let your actions demonstrate your dedication to the company and its objectives. If you expect the best from others you must expect the same from yourself.
Energy
Moods and attitudes are contagious. The moment you walk through the door in the morning you are sharing a message with your body language. Slump your shoulders and drag your way into the office and you'll let everyone around you know that the day is going to be long and uneventful.
Walk in with a spring in your step and a smile on your face and you'll spread the enthusiasm necessary for a productive workday. Everyone sends off vibes, and as a manager or leader, your vibes can oftentimes overpower others. Use this power to enhance the quality of each day.
Meet & Greet
One of the key differences between those who inspire success and those who stifle improvement is the direction they head after entering into the office. While some choose to walk straight to their particular work area, others take a different path and in turn achieve better results.
Begin the day by greeting your people, letting them know through your actions that you care about them and feel they are an important asset to the company. If you merely run to your office and fail to acknowledge the others around you, it will only serve to create a rift between you and ones you rely on for success.
Expectations
While making your rounds you can accomplish another objective that is sure to motivate your people to action. Carrying out this method requires that you have a clear plan of action each day - something that will increase progress in and of itself.
People need direction. They need to know where they are heading and why. As you greet your employees, let them know what results you expect to see at the end of the day. Relaying clear objectives and expectations at the start of the day will help to set in motion a day of accomplishment in place of small-talk, checking e-mail, and mindless paper filing.
Follow these simple tips and you'll have a workforce that is motivated to improve, inspired to succeed, and ready to begin working toward a better tomorrow for themselves and their company.
by Jason Gracia - Motivation123.com
Below are five quick and easy ideas that can help you give your people the jump start they need every morning before work begins.
Early Arrival
There is nothing quite as frustrating to an employee as seeing his or her boss waltz in hours after the workday has begun. It's very difficult to respect and follow a leader who fails to give as much as they expect in return.
Arrive to work before or with your employees and let your actions demonstrate your dedication to the company and its objectives. If you expect the best from others you must expect the same from yourself.
Energy
Moods and attitudes are contagious. The moment you walk through the door in the morning you are sharing a message with your body language. Slump your shoulders and drag your way into the office and you'll let everyone around you know that the day is going to be long and uneventful.
Walk in with a spring in your step and a smile on your face and you'll spread the enthusiasm necessary for a productive workday. Everyone sends off vibes, and as a manager or leader, your vibes can oftentimes overpower others. Use this power to enhance the quality of each day.
Meet & Greet
One of the key differences between those who inspire success and those who stifle improvement is the direction they head after entering into the office. While some choose to walk straight to their particular work area, others take a different path and in turn achieve better results.
Begin the day by greeting your people, letting them know through your actions that you care about them and feel they are an important asset to the company. If you merely run to your office and fail to acknowledge the others around you, it will only serve to create a rift between you and ones you rely on for success.
Expectations
While making your rounds you can accomplish another objective that is sure to motivate your people to action. Carrying out this method requires that you have a clear plan of action each day - something that will increase progress in and of itself.
People need direction. They need to know where they are heading and why. As you greet your employees, let them know what results you expect to see at the end of the day. Relaying clear objectives and expectations at the start of the day will help to set in motion a day of accomplishment in place of small-talk, checking e-mail, and mindless paper filing.
Follow these simple tips and you'll have a workforce that is motivated to improve, inspired to succeed, and ready to begin working toward a better tomorrow for themselves and their company.
by Jason Gracia - Motivation123.com
A New Motivation Tip
Get and Stay Motivated
Improve Your Attitude
Boost Your Confidence
Uncover Your Goals
Beat Procrastination
Overcome Your Fears
Take Control of Your Habits
Live a Happier Life
Improve Your Attitude
Boost Your Confidence
Uncover Your Goals
Beat Procrastination
Overcome Your Fears
Take Control of Your Habits
Live a Happier Life
The Key to Workplace Success
Millions of brilliant, million-dollar ideas are being lost each year, and you may be helping the problem. Two forces are battling in the minds of employees across the globe, and it's up to you to make sure the positive force wins in the end.
The first force driving employees ahead is success. Each day presents them with a new opportunity to grow, expand, and progress further than ever before. Success means something different to each person, but the underlying idea of achieving dreams and goals excites and inspires us all.
The drive of success, accomplishment, and happiness is powerful, but oftentimes the second force can bring a standstill to progress. If left to its own devices, the second force wipes the thrill of success clear away in an instant.
The second force that drives employees is the fear of failure. While it doesn't inspire them to offer their ideas to the world and improve the performance of the company, it drives them to keep still, keep quiet, and keep every great thought locked away forever.
Allowing the force of fear to play the dominant position within an employee's workday robs both the employee and the company of an opportunity to improve and achieve new heights. It saps the strength and energy from a potentially rewarding experience leaving both parties less than what they could have been.
It's Your Choice
Which force takes control is up to you - it depends on the tone and atmosphere you create with your company, department, or team. While many men and women in positions of power frown upon failure, the smartest of leaders expects and welcomes it.
To learn, you must fail. A quick example will help to make the need for failure clear. If 100 happy customers enter and leave a department store, there is nothing to build on. You have no clue as to why their experience was satisfying, only that they left without a complaint. While they may be happy with their experience (or unhappy and unwilling to tell you about it) you have nothing to gain in the long-term.
However, a complaining customer is offering you success on a silver platter. He is telling you exactly what you can do to improve your service. No guessing, no assuming. You are given specific instructions on how not to do something which will lead you to the secret of doing it better than ever before.
When an employee feels free to try new things, to offer their ideas, and to run with projects regardless of the potential for failure (assuming the necessary steps have been taken to ensure the idea is sound and relevant) you will have thousands of ideas coming your way from every corner of the company.
Growth from the Inside Out
Some of the most successful advancements made within the world's largest companies have come from lower-level employees who were given the chance to be heard. If you create an atmosphere in which 100% success is demanded at every stage of the game, you will scare away future success and achievement.
Recalling our example from above, you not only get more ideas when you allow for short- term failure but also the specifics to success. When an employee fails, and takes steps to learn from that failure, you are benefited with new and powerful information. When you know how something doesn't work, you will eventually discover exactly how it does work.
Let it be known throughout your company, department, or team that failure is an option. Think of the countless ideas that are sitting patiently in the minds of your people - now is the time to let them out.
by Jason Gracia - Motivation123.com
Get hundreds of simple motivation tips, along with your free Motivation123 Welcome Kit, at the Motivation123.com Web site. Visit www.motivation123.com today.
The first force driving employees ahead is success. Each day presents them with a new opportunity to grow, expand, and progress further than ever before. Success means something different to each person, but the underlying idea of achieving dreams and goals excites and inspires us all.
The drive of success, accomplishment, and happiness is powerful, but oftentimes the second force can bring a standstill to progress. If left to its own devices, the second force wipes the thrill of success clear away in an instant.
The second force that drives employees is the fear of failure. While it doesn't inspire them to offer their ideas to the world and improve the performance of the company, it drives them to keep still, keep quiet, and keep every great thought locked away forever.
Allowing the force of fear to play the dominant position within an employee's workday robs both the employee and the company of an opportunity to improve and achieve new heights. It saps the strength and energy from a potentially rewarding experience leaving both parties less than what they could have been.
It's Your Choice
Which force takes control is up to you - it depends on the tone and atmosphere you create with your company, department, or team. While many men and women in positions of power frown upon failure, the smartest of leaders expects and welcomes it.
To learn, you must fail. A quick example will help to make the need for failure clear. If 100 happy customers enter and leave a department store, there is nothing to build on. You have no clue as to why their experience was satisfying, only that they left without a complaint. While they may be happy with their experience (or unhappy and unwilling to tell you about it) you have nothing to gain in the long-term.
However, a complaining customer is offering you success on a silver platter. He is telling you exactly what you can do to improve your service. No guessing, no assuming. You are given specific instructions on how not to do something which will lead you to the secret of doing it better than ever before.
When an employee feels free to try new things, to offer their ideas, and to run with projects regardless of the potential for failure (assuming the necessary steps have been taken to ensure the idea is sound and relevant) you will have thousands of ideas coming your way from every corner of the company.
Growth from the Inside Out
Some of the most successful advancements made within the world's largest companies have come from lower-level employees who were given the chance to be heard. If you create an atmosphere in which 100% success is demanded at every stage of the game, you will scare away future success and achievement.
Recalling our example from above, you not only get more ideas when you allow for short- term failure but also the specifics to success. When an employee fails, and takes steps to learn from that failure, you are benefited with new and powerful information. When you know how something doesn't work, you will eventually discover exactly how it does work.
Let it be known throughout your company, department, or team that failure is an option. Think of the countless ideas that are sitting patiently in the minds of your people - now is the time to let them out.
by Jason Gracia - Motivation123.com
Get hundreds of simple motivation tips, along with your free Motivation123 Welcome Kit, at the Motivation123.com Web site. Visit www.motivation123.com today.
Leadership: Motivating Others
Ask questions instead of giving direct orders.
Example: “Would it make sense to organize these alphabetically?”
Try to make the other person happy about doing things you suggest.
Make others feel too important for tasks you don’t want them to do.
Give out titles and authority: make others happy contributors
Step by Step Guide to movtivating others to do tasks:
1. Be Sincere. Don't promise what you can't do or deliver.
2. Know preciesly what it is you want the other person to do.
3. Be Empathetic. Try to understand what others want.
4. Focus on any benefits the other person might receive.
5. Explain how those benefits match the other person's wants.
6. Frame requests to communicate that the other person will personally benefit.
Example: “Would it make sense to organize these alphabetically?”
Try to make the other person happy about doing things you suggest.
Make others feel too important for tasks you don’t want them to do.
Give out titles and authority: make others happy contributors
Step by Step Guide to movtivating others to do tasks:
1. Be Sincere. Don't promise what you can't do or deliver.
2. Know preciesly what it is you want the other person to do.
3. Be Empathetic. Try to understand what others want.
4. Focus on any benefits the other person might receive.
5. Explain how those benefits match the other person's wants.
6. Frame requests to communicate that the other person will personally benefit.
Leadership: Giving Criticism & Driving Improvement
Begin with praise and honest appreciation.
It is easier to take criticism after some praise.
Look for things done well before calling attention to failings.
Talk about your own mistakes before criticizing the other person.
The burden of criticism is easier to bear when shared.
It’s motivating when another has overcome the same challenges.
Call attention to people's errors indirectly.
Direct, harsh criticism can destroy incentive to improve.
Suggest alternatives: “How user-friendly will this feature will be?”
Suggest that the idea isn’t flawed; it’s the environment or situation.
Let the other person save face.
Others will get defensive for fear of being embarrassed.
Additionally, always try to give criticism in private.
Make the fault seem easy to correct. Use encouragement.
Make faults seem easy to correct and new skills easy to learn.
Praise the slightest improvement and every improvement.
Praise reinforces the development of a desired behavior.
Make praise as specific as possible.
Give the other person a fine reputation to live up to.
Example: “You’re quite capable, but your recent projects aren’t up to your old standards.”
Respecting others’ capabilities will empower them to succeed.
It is easier to take criticism after some praise.
Look for things done well before calling attention to failings.
Talk about your own mistakes before criticizing the other person.
The burden of criticism is easier to bear when shared.
It’s motivating when another has overcome the same challenges.
Call attention to people's errors indirectly.
Direct, harsh criticism can destroy incentive to improve.
Suggest alternatives: “How user-friendly will this feature will be?”
Suggest that the idea isn’t flawed; it’s the environment or situation.
Let the other person save face.
Others will get defensive for fear of being embarrassed.
Additionally, always try to give criticism in private.
Make the fault seem easy to correct. Use encouragement.
Make faults seem easy to correct and new skills easy to learn.
Praise the slightest improvement and every improvement.
Praise reinforces the development of a desired behavior.
Make praise as specific as possible.
Give the other person a fine reputation to live up to.
Example: “You’re quite capable, but your recent projects aren’t up to your old standards.”
Respecting others’ capabilities will empower them to succeed.
Selling your Ideas: Establish a Space for Cooperation
Avoid arguments: you can only lose.
Arguers will defend and embrace their previous positions.
Even “winning” will hurt the loser’s pride and build resentment.
A Guide to avoiding arguments:
1. Welcome the disagreement. Be thankful for a new opinion.
2. Stay calm.
3. Listen first. Hear your opponents out.
4. Identify areas of agreement.
5. Admitting errors will make it easier for others to admit theirs.
6. If no resolution is found, postpone action and promise to explore the opposing perspective.
Begin in a friendly way.
Open conversation with sincere praise, appreciation and sympathy.
A friendly tone will allow others to broach discussions more openly.
Let the other person do a great deal of the talking.
Eagerly listen to concerns to diffuse tension and build relationships.
Others need to finish spilling their ideas before listening to you.
Be sympathetic.
Most people hunger for sympathy.
Tell them: “I’d feel the same way under those circumstances.”
Respect others’ opinions. Never say, "You're wrong."
People don’t like to admit they’re wrong and may take it personally.
If you are wrong, admit it quickly and emphatically.
Demonstrate your willingness to rationally examine the facts.
If another is about to criticize you, don’t let them start!
A harsh self-rebuke may prompt the others to soften their critiques.
Admitting errors clears guilt and everyone to move forward quickly.
Try honestly to see things from the other person's point of view.
Another’s perspective and motivation is the key to understanding their decisions, agenda and personality.
Frame requests in terms of what others find motivating.
Ask yourself: “Why would someone want to do what I'm asking?”
Arguers will defend and embrace their previous positions.
Even “winning” will hurt the loser’s pride and build resentment.
A Guide to avoiding arguments:
1. Welcome the disagreement. Be thankful for a new opinion.
2. Stay calm.
3. Listen first. Hear your opponents out.
4. Identify areas of agreement.
5. Admitting errors will make it easier for others to admit theirs.
6. If no resolution is found, postpone action and promise to explore the opposing perspective.
Begin in a friendly way.
Open conversation with sincere praise, appreciation and sympathy.
A friendly tone will allow others to broach discussions more openly.
Let the other person do a great deal of the talking.
Eagerly listen to concerns to diffuse tension and build relationships.
Others need to finish spilling their ideas before listening to you.
Be sympathetic.
Most people hunger for sympathy.
Tell them: “I’d feel the same way under those circumstances.”
Respect others’ opinions. Never say, "You're wrong."
People don’t like to admit they’re wrong and may take it personally.
If you are wrong, admit it quickly and emphatically.
Demonstrate your willingness to rationally examine the facts.
If another is about to criticize you, don’t let them start!
A harsh self-rebuke may prompt the others to soften their critiques.
Admitting errors clears guilt and everyone to move forward quickly.
Try honestly to see things from the other person's point of view.
Another’s perspective and motivation is the key to understanding their decisions, agenda and personality.
Frame requests in terms of what others find motivating.
Ask yourself: “Why would someone want to do what I'm asking?”
Building Personal Relationships
Never criticize, condemn or complain.
Self-criticism is extremely rare. Your criticism won’t be welcome.
Criticism makes others defensive and resentful.
Positive Reinforcement works better.
Become genuinely interested in other people.
People are most interested in themselves.
Remember people’s birthdays and other important details.
Talk in terms of the other person's interests.
Find the interests of others and talk about those things.
If you know nothing of their interests, ask intelligent questions.
Be a good listener.
Give your exclusive attention to others.
Urge others to talk about themselves. Ask pointed questions.
Make the other person feel important.
People yearn to feel important and appreciated.
Praise others’ strengths and they’ll strive to reinforce your opinion.
Use Names whenever possible.
Smile.
Greet others with smiles and enthusiasm.
Smiling comes through even over the phone.
Self-criticism is extremely rare. Your criticism won’t be welcome.
Criticism makes others defensive and resentful.
Positive Reinforcement works better.
Become genuinely interested in other people.
People are most interested in themselves.
Remember people’s birthdays and other important details.
Talk in terms of the other person's interests.
Find the interests of others and talk about those things.
If you know nothing of their interests, ask intelligent questions.
Be a good listener.
Give your exclusive attention to others.
Urge others to talk about themselves. Ask pointed questions.
Make the other person feel important.
People yearn to feel important and appreciated.
Praise others’ strengths and they’ll strive to reinforce your opinion.
Use Names whenever possible.
Smile.
Greet others with smiles and enthusiasm.
Smiling comes through even over the phone.
Saturday, December 12, 2009
Expected Dearness Allowance
Expected Dearness Allowance for Central Government Employees from Jan-2010 is 35%
Expectations arise for rise in DA(Dearness Allowance) to 8% for Central Government Employees
Calculation based on All India Consumer Price Index Number for Industrial Workers (CPI-IW) on base 2001=100
For all the Central Government Employees there would be a rise in DA (Dearness Allowance) to 8%,which would result in the overall rise to 35% from 1.1.2010.
Posted by IPO/ASPOs Association Rajasthan at 2:47 PM 0 comments
Thursday, December 10, 2009
Expected deficit of Postal Department for the year 2009-2010 is Rs 5632.46 Crore
The Department of Posts has had deficit for the last three years and it is expected to continue in the year also. The details of the deficit for the last three years and the estimates for the current year are as under;
Year
Amount in Crores of Rupees
2006-07 1249.52
2007-08 1511.44
2008-09 3593.09
2009-10 5632.46
The Deficit has substantially increased during the previous year and the current year due to hike in salary of the Employees and Pensionary Charges of the retired employees on account of implementation of 6th Pay Commission’s Report. The main reason is that the rates of most of the postal Services do not reflect the market price as they are subsidized to make it within the reach of common man and to the remotest area of the country. Pricing of most of the products have not been kept with the pave of the cost of operations.
A new scheme “Project Arrow” has been introduced in this plan period for refocusing on the objectives of customer satisfaction and service delivery exchange and enabling the Post Office to develop in to hub for civic and governance initiatives, which will have a direct impact on socioeconomic will being of citizens.
Streamling the postal operations through network optimization, induction of technology and introduction of freighter for mail conveyance. In the areas of financial service the Departmental of post is aggressively pursuing the objectives of the Government for financial inclusion of rural masses through its vast network. This shall also add to the revenue of the Department by way of interest and return through investment in the Post Office Life insurance fund (POLIF) and Rural Post Office Life Insurance Fund (RPOLIF). The Department of Post will also introduce mobile based remittance service across the country.
The Department has been taking step to increase the revenue through introduction of new products, market development activities and adoption of customer oriented strategies. Speed Post, Business Post, Express Post, Retail Posts etc. as premium services have been consistently growing. The Department of Post is also using its vast network fro retailing of financial products and services agency function adding to the Department’s revenue.
This reply was given by Shri Gurdas Kamat, Minister of State for Communications and Information Technology in Lok Sabha today. >
Expectations arise for rise in DA(Dearness Allowance) to 8% for Central Government Employees
Calculation based on All India Consumer Price Index Number for Industrial Workers (CPI-IW) on base 2001=100
For all the Central Government Employees there would be a rise in DA (Dearness Allowance) to 8%,which would result in the overall rise to 35% from 1.1.2010.
Posted by IPO/ASPOs Association Rajasthan at 2:47 PM 0 comments
Thursday, December 10, 2009
Expected deficit of Postal Department for the year 2009-2010 is Rs 5632.46 Crore
The Department of Posts has had deficit for the last three years and it is expected to continue in the year also. The details of the deficit for the last three years and the estimates for the current year are as under;
Year
Amount in Crores of Rupees
2006-07 1249.52
2007-08 1511.44
2008-09 3593.09
2009-10 5632.46
The Deficit has substantially increased during the previous year and the current year due to hike in salary of the Employees and Pensionary Charges of the retired employees on account of implementation of 6th Pay Commission’s Report. The main reason is that the rates of most of the postal Services do not reflect the market price as they are subsidized to make it within the reach of common man and to the remotest area of the country. Pricing of most of the products have not been kept with the pave of the cost of operations.
A new scheme “Project Arrow” has been introduced in this plan period for refocusing on the objectives of customer satisfaction and service delivery exchange and enabling the Post Office to develop in to hub for civic and governance initiatives, which will have a direct impact on socioeconomic will being of citizens.
Streamling the postal operations through network optimization, induction of technology and introduction of freighter for mail conveyance. In the areas of financial service the Departmental of post is aggressively pursuing the objectives of the Government for financial inclusion of rural masses through its vast network. This shall also add to the revenue of the Department by way of interest and return through investment in the Post Office Life insurance fund (POLIF) and Rural Post Office Life Insurance Fund (RPOLIF). The Department of Post will also introduce mobile based remittance service across the country.
The Department has been taking step to increase the revenue through introduction of new products, market development activities and adoption of customer oriented strategies. Speed Post, Business Post, Express Post, Retail Posts etc. as premium services have been consistently growing. The Department of Post is also using its vast network fro retailing of financial products and services agency function adding to the Department’s revenue.
This reply was given by Shri Gurdas Kamat, Minister of State for Communications and Information Technology in Lok Sabha today. >
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