Topics

31

Fast Food / Fast-food can up heart disease death risk

« on: July 08, 2012, 10:29:10 AM »

Fast-food can up heart disease death risk,....

MINNEAPOLIS, July 5 (UPI) -- People who eat fast-food four or more times a week up their risk of dying from heart disease by 80 percent, researchers in the United States and Singapore say.

The study, published online in the journal Circulation, found people who consumed fast-food even once a week increase their risk of dying from coronary heart disease by 20 percent, in comparison to people who avoid fast-food. The risk increased by 50 percent for people who eat fast-food two to three times each week.

Andrew Odegaard, a University of Minnesota postdoctoral researcher, senior author Mark Pereira of the University of Minnesota School of Public Health, and colleagues at the National University of Singapore, found eating fast-food two or more times a week increased the risk of developing type 2 diabetes by 27 percent.

The researchers analyzed the eating habits of 52,000 Chinese residents of Singapore who experienced a recent and sudden transition from traditional foods to Western-style fast food over a 16-year period beginning in 1993.

"What's interesting about the results is that study participants who reported eating fast-food most frequently were younger, better educated, smoked less and were more likely to be physically active," Odegaard said in a statement. "This profile is normally associated with lower cardio-metabolic risk."

Read more: http://www.upi.com/Health_News/2012/07/05/Fast-food-can-up-heart-disease-death-risk/UPI-83971341544251/#ixzz1zyARzGYM

32

Health Tips / Some useful links of health

« on: May 29, 2012, 11:33:54 AM »

Natural cure without medicine
http://www.natural-cancer-cures.com/index.html

33

Ranking / Ranking The Brands

« on: May 27, 2012, 03:11:22 PM »

BrandZ Top 100 Brand Ranking - 2012 (Millward Brown) |
http://www.rankingthebrands.com

The Brand Rankings, BrandZ Top 100 Brand Ranking - 2012 by Millward Brown

34

Call Centre / Endless possibilities in call centre and outsourcing industry

« on: April 27, 2012, 05:59:14 PM »

Endless possibilities in call centre and outsourcing industry
 
Ahmadul Hoq, President of Bangladesh Association of Call Centre and Outsourcing, speaks to The Independent
 
The Independent: What are the objectives that you set for establishing, Bangladesh Association of Call Centre and Outsourcing, BACCO?
 
Ahmadul Hoq: Previously I was involved with running and off shoring call centres in countries like India, South America and UK. You may know that some of those countries have turned the call centre business into a mainstream industry and continuously contributing to their economy.
 
Then I came back to Bangladesh and at first I wanted to get permission for (VoIP) Voice over Internet Protocol from, BTRC, Bangladesh Telecommunication Regulatory Commission. During my first endeavour nobody laid much importance on the subject and laws and regulation were tangled with bureaucratic bottleneck that was against the needed business atmosphere. I found some newly built call centres are facing loss because they didn’t know how to run the business and they were lagging behind due to lack of professionalism. Unfortunately they received very little support from the government and other institutions. 
 
Therefore, I convened the trade body with the aim of brining call centres businessmen under an umbrella. Like other trade bodies we are not providing businesses to the members but we are uniting them to project their needs to the policy makers.
 
The Independent: What are the possibilities you are looking at regarding outsourcing? 
 
Ahmadul Hoq: America alone has over US 500 billion dollar worth of pent up demand that needs to be outsourced. Already 35 per cent has been off shored to countries like India, Philippine, Sri Lanka, South Africa; the government in those countries and others with partnership with private sector is making it a national priority in bringing these works to their countries to create jobs for the youths.
 
According to my view, Bangladesh is uniquely positioned to create the same success; our costs are 25 per cent lower than our neighbour India and will continue to have this cost advantage for the next 10 to 15 years. The BPO industry is also a hedge during the recession, since during this time companies are looking to cut costs and hence outsourcing and during boom time they require capacity. To sustain in the business and to win in the global competition the western companies have to outsource. Nothing will stop this trend. There is no cost minimisation mechanism other than outsourcing for companies; it doesn’t matter whether they are local or global.
 
The Independent: Can we make call centre industry successful like our garment industry?
 
Ahmadul Hoq: The garment sector spends less than 5 per cent in salary but in call centre our cost are 65 per cent on salary. In the next 10 to 15 years we have the opportunity in creating 2 lakhs jobs. The salary of staffs would be around fifty thousand, and age limit of most of the recruited staffs will be between eighteen to thirty. This particular age group doesn’t save much that means more cash flow to the local economy.
 
The Independent: What are the benefits we have in Bangladesh to make this industry grow?
 
Ahmadul Hoq: Our population is our strength to boost the sector and we are able to provide 25 per cent cheap labour than India. The percentage of educated young is on the rise. Our young population is very serious towards their work, they are attentive and always egger to learn. For example, when I was in BRAC garments, we use to pay extra 50 Taka per month for full attendance. 95 per cent of the employee earned that money. That only shows how committed they are. We just have to show them respect, provide the right working environment and guide them towards the right path.     
 
The Independent: Please tell us about our preparation with requisite infrastructures? 
 
Ahmadul Hoq: The required ICT infrastructure is slowly spreading across the country. Bandwidth price has come down much more than before. Hopefully, we will get second submarine cable connection soon, it will be a backup to the existing submarine cable connection to support when it is down due to unavoidable reason.
 
Unfortunately we are the only county in the subcontinent which has only one submarine cable connection. A decade ago we missed the chance to get submarine cable connection at free of cost. We could be successful like Indian call centre business if we wouldn’t miss the chance that is present now. Only for wrong policies we incurred huge loss. Just after second submarine cable connection BTRC and BACCO will work in favour of creating a more business friendly policy guidelines.
 
The Independent: Can you tell us the knowledge level of our staffs?
 
Ahmadul Hoq: In UK one week training is enough to employ call centre staffs but in our country we need at least six month to sharpen the skills of staffs. But it doesn’t mean our younger people don’t know English. I found it is hard for them to understand English accent of some regions. So we are providing effective listening practices and emphasising on overcoming diphthong related problems by arranging training; it can help them to pronounce English word in a standard way.  Besides, once they are in a call centre environment where English is spoken around them which will help them to improve continuously.
 
But you should also know that voice only covers 5 to 7 per cent of a call centre functions, many other channel of communications are incorporated in this industry such as chat, SMS, web, live video support, etc, so a more appropriate name is  'contact centre' instead of calling it ‘call centre’. 
 
 
The Independent: What the supports are you expecting from the concern authority?
 
Ahmadul Hoq: For call centre industry we need an industrial park. Time is money for this business, so getting its employees to work at the shortest possible time is very important. Also, the transportation of staffs of call centres should be address as emergency service workers. Like ambulance they need fast transport systems to avoid traffic jam and security should be provided to the staffs because they have to work and travel at night.
 
The Independent: Are you getting female staffs easily?
 
Ahmadul Hoq: Not yet. One of the social prejudices is girl shouldn’t work at night. But I think female staffs will join us when all the security will be ensured and parents will be certain that their girls are working at a safe and proper atmosphere. In my business house I also call parents and husbands of female staffs to show the healthy surrounding of my call centre. It is fact that everywhere female callers are in majority and performing better than male counterparts.     
 
The Independent: Do we need foreign staffs to run the contact centre?
 
Ahmadul Hoq: Yes, but just for a certain period. In the beginning we need foreign experts who can bring expertise and jazz up the local staffs. So visa processing for the foreigner staffs must be easier, even they should be provided 5 years long visa with 1 year stay permission. 25 per cent tax on their salary sound much high. We have to ensure a comfortable atmosphere for foreign trainers and investors whose investment must be protected. 
 
The Independent: How can we make a stunting offer to the outsourcing countries?
 
Ahmadul Hoq: Only this year 15 years tax holiday has just expired in India. Our government should extend the tax holiday for another 15 to 20 years for the BPO industry to give an additional cost advantage over other countries.  We need it because the upfront cost of getting in this business is very high and the ROI is very long.
 
As per our analysis such tax holiday will bring huge investment to the sector. Our IT generation will be able to earn much and individually they will be able to pay more tax on their salary. It will boost up the earning of middles class as well as the economy of the country.
 
Caption: Ahmadul Hoq is sharing views with The Independent
 
The Independent
2 March 2012 

35

Be a Leader / The Path to Extraordinary Leadership

« on: April 27, 2012, 04:23:30 PM »

Pls see the attachment
 
U may also get a PDF file-
http://www.theworkfoundation.com/Assets/Docs/leadershipFINAL_reduced.pdf

36

Our Parents / Story of Appreciation; A HEART TOUCHING STORY

« on: April 23, 2012, 12:12:34 PM »

This is a powerful message in our modern society.
We seemed to have lost our bearing & our sense of direction.

**Story of Appreciation**

One young academically excellent person went to apply for a managerial position in a big company.

He passed the first interview; the director did the last interview, made the last decision.

The director discovered from the CV that the youth's academic achievements were excellent all the way, from the secondary school until the postgraduate research, Never had a year when he did not score.

The director asked,
"Did you obtain any scholarships in school?"
the youth answered "none".

The director asked,
" Was it your father who paid for your school fees?"
The youth answered,
"My father passed away when I was one year old, it was my mother who paid for my school fees.

The director asked,
" Where did your mother work?"
The youth answered,
"My mother worked as clothes cleaner.
The director requested the youth to show his hands.
The youth showed a pair of hands that were smooth and perfect.

The director asked,
”Have you ever helped your mother wash the clothes before?"
The youth answered,
"Never, my mother always wanted me to study and read more books.
Furthermore, my mother can wash clothes faster than me.

The director said,
"I have a request. When you go back today, go and clean your mother's hands, and then see me tomorrow morning.*

The youth felt that his chance of landing the job was high. When he went back, he happily requested his mother to let him clean her hands. His mother felt strange, happy but with mixed feelings, she showed her hands to the kid.

The youth cleaned his mother's hands slowly. His tear fell as he did that. It was the first time he noticed that his mother's hands were so wrinkled, and there were so many bruises in her hands. Some bruises were so painful that his mother shivered when they were cleaned with water.

This was the first time the youth realized that it was this pair of hands that washed the clothes everyday to enable him to pay the school fee. The bruises in the mother's hands were the price that the mother had to pay for his graduation, academic excellence and his future.

After finishing the cleaning of his mother's hands, the youth quietly washed all the remaining clothes for his mother.

That night, mother and son talked for a very long time.

Next morning, the youth went to the director's office.

The Director noticed the tears in the youth's eyes, asked:
" Can you tell me what have you done and learned yesterday in your house?"

The youth answered,
" I cleaned my mother's hand, and also finished cleaning all the remaining clothes'

The Director asked,
" please tell me your feelings."

The youth said,

Number 1,
I know now what is appreciation. Without my mother, there would not the successful me today.

Number 2,
by working together and helping my mother, only I now realize how difficult and tough it is to get something done.

Number 3,
I have come to appreciate the importance and value of family relationship.

The director said,
" This is what I am looking for to be my manager. I want to recruit a person who can appreciate the help of others, a person who knows the sufferings of others to get things done, and a person who would not put money as his only goal in life. You are hired.

Later on, this young person worked very hard, and received the respect of his subordinates. Every employee worked diligently and as a team. The company's performance improved tremendously.

A child, who has been protected and habitually given whatever he wanted, would develop "entitlement mentality" and would always put himself first. He would be ignorant of his parent's efforts.

When he starts work, he assumes that every person must listen to him, and when he becomes a manager, he would never know the sufferings of his employees and would always blame others.

For this kind of people, who may be good academically, may be successful for a while, but eventually would not feel sense of achievement.

He will grumble and be full of hatred and fight for more. If we are this kind of protective parents, are we really showing love or are we destroying the kid instead?*

You can let your kid live in a big house, give him a Driver & Car for going around, Eat a Good Meal, learn Piano, Watch a Big Screen TV. But when you are Cutting Grass, please let them experience it. After a Meal, let them Wash their Plates and Bowls together with their Brothers and Sisters. Tell them to Travel in Public Bus, It is not because you do not have Money for Car or to Hire a Maid, but it is because you want to Love them in a right way. You want them to understand, no matter how rich their parents are, one day their hair will Grow Grey, same as the Mother of that young person. The most important thing is your kid learns how to appreciate the effort and experience the difficulty and learns the ability to work with others to get things done.



 

37

Speech / Speech of Bill Gates at Harvard University

« on: April 22, 2012, 03:29:57 PM »

Part 1

&feature=fvwrel

Part II

&feature=relmfu

Bill Gates answers tough questions

&feature=related

Steve Jobs and Bill Gates Together: Part 1

&feature=related

38

Organizational Behavior / Pls see all Chilboard

« on: April 22, 2012, 11:20:53 AM »

Motivation, Leadership, Commuincations- Basics & Strategies, Business Communications, Managerial Communications, Time Managment, Corporate Etiquettes, Organization Culture, Organization Management, Change Management, Decision Making, Interpersonal Relationship, Team Buildings, Values & Ethics, Conflict Management, Workplace Politics, Negotiations, Public Relations, Risk Management, Crisis Management

39

Leadership / Leadership

« on: April 21, 2012, 11:51:13 PM »

Leadership Basics
What is Leadership

Leadership is a process by which an executive can direct, guide and influence the behavior and work of others towards accomplishment of specific goals in a given situation. Leadership is the ability of a manager to induce the subordinates to work with confidence and zeal.

Leadership is the potential to influence behaviour of others. It is also defined as the capacity to influence a group towards the realization of a goal. Leaders are required to develop future visions, and to motivate the organizational members to want to achieve the visions.

According to Keith Davis, “Leadership is the ability to persuade others to seek defined objectives enthusiastically. It is the human factor which binds a group together and motivates it towards goals.”
Characteristics of Leadership

    It is a inter-personal process in which a manager is into influencing and guiding workers towards attainment of goals.
    It denotes a few qualities to be present in a person which includes intelligence, maturity and personality.
    It is a group process. It involves two or more people interacting with each other.
    A leader is involved in shaping and moulding the behaviour of the group towards accomplishment of organizational goals.
    Leadership is situation bound. There is no best style of leadership. It all depends upon tackling with the situations.


Importance of Leadership
Leadership is an important function of management which helps to maximize efficiency and to achieve organizational goals. The following points justify the importance of leadership in a concern.

    Initiates action- Leader is a person who starts the work by communicating the policies and plans to the subordinates from where the work actually starts.

    Motivation- A leader proves to be playing an incentive role in the concern’s working. He motivates the employees with economic and non-economic rewards and thereby gets the work from the subordinates.

    Providing guidance- A leader has to not only supervise but also play a guiding role for the subordinates. Guidance here means instructing the subordinates the way they have to perform their work effectively and efficiently.

    Creating confidence- Confidence is an important factor which can be achieved through expressing the work efforts to the subordinates, explaining them clearly their role and giving them guidelines to achieve the goals effectively. It is also important to hear the employees with regards to their complaints and problems.

    Building morale- Morale denotes willing co-operation of the employees towards their work and getting them into confidence and winning their trust. A leader can be a morale booster by achieving full co-operation so that they perform with best of their abilities as they work to achieve goals.

    Builds work environment- Management is getting things done from people. An efficient work environment helps in sound and stable growth. Therefore, human relations should be kept into mind by a leader. He should have personal contacts with employees and should listen to their problems and solve them. He should treat employees on humanitarian terms.

    Co-ordination- Co-ordination can be achieved through reconciling personal interests with organizational goals. This synchronization can be achieved through proper and effective co-ordination which should be primary motive of a leader.


Role of a Leader
Following are the main roles of a leader in an organization :

    Required at all levels- Leadership is a function which is important at all levels of management. In the top level, it is important for getting co-operation in formulation of plans and policies. In the middle and lower level, it is required for interpretation and execution of plans and programmes framed by the top management. Leadership can be exercised through guidance and counseling of the subordinates at the time of execution of plans.

    Representative of the organization- A leader, i.e., a manager is said to be the representative of the enterprise. He has to represent the concern at seminars, conferences, general meetings, etc. His role is to communicate the rationale of the enterprise to outside public. He is also representative of the own department which he leads.

   

    Integrates and reconciles the personal goals with organizational goals- A leader through leadership traits helps in reconciling/ integrating the personal goals of the employees with the organizational goals. He is trying to co-ordinate the efforts of people towards a common purpose and thereby achieves objectives. This can be done only if he can influence and get willing co-operation and urge to accomplish the objectives.

    He solicits support- A leader is a manager and besides that he is a person who entertains and invites support and co- operation of subordinates. This he can do by his personality, intelligence, maturity and experience which can provide him positive result. In this regard, a leader has to invite suggestions and if possible implement them into plans and programmes of enterprise. This way, he can solicit full support of employees which results in willingness to work and thereby effectiveness in running of a concern.

    As a friend, philosopher and guide- A leader must possess the three dimensional traits in him. He can be a friend by sharing the feelings, opinions and desires with the employees. He can be a philosopher by utilizing his intelligence and experience and thereby guiding the employees as and when time requires. He can be a guide by supervising and communicating the employees the plans and policies of top management and secure their co-operation to achieve the goals of a concern. At times he can also play the role of a counselor by counseling and a problem-solving approach. He can listen to the problems of the employees and try to solve them.


Qualities of a Leader
A leader has got multidimensional traits in him which makes him appealing and effective in behavior. The following are the requisites to be present in a good leader:

    Physical appearance- A leader must have a pleasing appearance. Physique and health are very important for a good leader.

    Vision and foresight- A leader cannot maintain influence unless he exhibits that he is forward looking. He has to visualize situations and thereby has to frame logical programmes.

    Intelligence- A leader should be intelligent enough to examine problems and difficult situations. He should be analytical who weighs pros and cons and then summarizes the situation. Therefore, a positive bent of mind and mature outlook is very important.

    Communicative skills- A leader must be able to communicate the policies and procedures clearly, precisely and effectively. This can be helpful in persuasion and stimulation.

    Objective- A leader has to be having a fair outlook which is free from bias and which does not reflects his willingness towards a particular individual. He should develop his own opinion and should base his judgement on facts and logic.

    Knowledge of work- A leader should be very precisely knowing the nature of work of his subordinates because it is then he can win the trust and confidence of his subordinates.

    Sense of responsibility- Responsibility and accountability towards an individual’s work is very important to bring a sense of influence. A leader must have a sense of responsibility towards organizational goals because only then he can get maximum of capabilities exploited in a real sense. For this, he has to motivate himself and arouse and urge to give best of his abilities. Only then he can motivate the subordinates to the best.

    Self-confidence and will-power- Confidence in himself is important to earn the confidence of the subordinates. He should be trustworthy and should handle the situations with full will power. (You can read more about Self-Confidence at : Self Confidence - Tips to be Confident and Eliminate Your Apprehensions).

    Humanist-This trait to be present in a leader is essential because he deals with human beings and is in personal contact with them. He has to handle the personal problems of his subordinates with great care and attention. Therefore, treating the human beings on humanitarian grounds is essential for building a congenial environment.

    Empathy- It is an old adage “Stepping into the shoes of others”. This is very important because fair judgement and objectivity comes only then. A leader should understand the problems and complaints of employees and should also have a complete view of the needs and aspirations of the employees. This helps in improving human relations and personal contacts with the employees.

From the above qualities present in a leader, one can understand the scope of leadership and it’s importance for scope of business. A leader cannot have all traits at one time. But a few of them helps in achieving effective results.

40

Motivation / Motivation

« on: April 21, 2012, 11:41:14 PM »

What is Motivation ?
Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. In the work goal context the psychological factors stimulating the people’s behaviour can be -

    desire for money
    success
    recognition
    job-satisfaction
    team work, etc

One of the most important functions of management is to create willingness amongst the employees to perform in the best of their abilities. Therefore the role of a leader is to arouse interest in performance of employees in their jobs. The process of motivation consists of three stages:-

    A felt need or drive
    A stimulus in which needs have to be aroused
    When needs are satisfied, the satisfaction or accomplishment of goals.

Therefore, we can say that motivation is a psychological phenomenon which means needs and wants of the individuals have to be tackled by framing an incentive plan.

Maslow’s Need Hierarchy Model
Human behavior is goal-directed. Motivation cause goal-directed behaviour. It is through motivation that needs can be handled and tackled purposely. This can be understood by understanding the hierarchy of needs by manager. The needs of individual serves as a driving force in human behaviour. Therefore, a manager must understand the “hierarchy of needs”. Maslow has proposed “The Need Hierarchy Model”.
                    Self-actualization Needs
               Esteem Needs    
          Social Needs         
     Security Needs              
Physiological Needs                   

FIGURE - Maslow’s Need Hierarchy Model

The needs have been classified into the following in order:

    Physiological needs- These are the basic needs of an individual which includes food, clothing, shelter, air, water, etc. These needs relate to the survival and maintenance of human life.
    Safety needs- These needs are also important for human beings. Everybody wants job security, protection against danger, safety of property, etc.
    Social needs- These needs emerge from society. Man is a social animal. These needs become important. For example- love, affection, belongingness, friendship, conversation, etc.
    Esteem needs- These needs relate to desire for self-respect, recognition and respect from others.
    Self-actualization needs- These are the needs of the highest order and these needs are found in those person whose previous four needs are satisfied. This will include need for social service, meditation.


Motivation Incentives - Incentives to motivate employees
Incentive is an act or promise for greater action. It is also called as a stimulus to greater action. Incentives are something which are given in addition to wagers. It means additional remuneration or benefit to an employee in recognition of achievement or better work. Incentives provide a spur or zeal in the employees for better performance. It is a natural thing that nobody acts without a purpose behind. Therefore, a hope for a reward is a powerful incentive to motivate employees. Besides monetary incentive, there are some other stimuli which can drive a person to better. This will include job satisfaction, job security, job promotion, and pride for accomplishment. Therefore, incentives really can sometimes work to accomplish the goals of a concern. The need of incentives can be many:-

    To increase productivity,
    To drive or arouse a stimulus work,
    To enhance commitment in work performance,
    To psychologically satisfy a person which leads to job satisfaction,
    To shape the behavior or outlook of subordinate towards work,
    To inculcate zeal and enthusiasm towards work,
    To get the maximum of their capabilities so that they are exploited and utilized maximally.

Therefore, management has to offer the following two categories of incentives to motivate employees:-

    Monetary incentives- Those incentives which satisfy the subordinates by providing them rewards in terms of rupees. Money has been recognized as a chief source of satisfying the needs of people. Money is also helpful to satisfy the social needs by possessing various material items. Therefore, money not only satisfies psychological needs but also the security and social needs. Therefore, in many factories, various wage plans and bonus schemes are introduced to motivate and stimulate the people to work.
    Non-monetary incentives- Besides the monetary incentives, there are certain non-financial incentives which can satisfy the ego and self- actualization needs of employees. The incentives which cannot be measured in terms of money are under the category of “Non- monetary incentives”. Whenever a manager has to satisfy the psychological needs of the subordinates, he makes use of non-financial incentives. Non- financial incentives can be of the following types:-
        Security of service- Job security is an incentive which provides great motivation to employees. If his job is secured, he will put maximum efforts to achieve the objectives of the enterprise. This also helps since he is very far off from mental tension and he can give his best to the enterprise.
        Praise or recognition- The praise or recognition is another non- financial incentive which satisfies the ego needs of the employees. Sometimes praise becomes more effective than any other incentive. The employees will respond more to praise and try to give the best of their abilities to a concern.
        Suggestion scheme- The organization should look forward to taking suggestions and inviting suggestion schemes from the subordinates. This inculcates a spirit of participation in the employees. This can be done by publishing various articles written by employees to improve the work environment which can be published in various magazines of the company. This also is helpful to motivate the employees to feel important and they can also be in search for innovative methods which can be applied for better work methods. This ultimately helps in growing a concern and adapting new methods of operations.
        Job enrichment- Job enrichment is another non- monetary incentive in which the job of a worker can be enriched. This can be done by increasing his responsibilities, giving him an important designation, increasing the content and nature of the work. This way efficient worker can get challenging jobs in which they can prove their worth. This also helps in the greatest motivation of the efficient employees.
        Promotion opportunities- Promotion is an effective tool to increase the spirit to work in a concern. If the employees are provided opportunities for the advancement and growth, they feel satisfied and contented and they become more committed to the organization.
    The above non- financial tools can be framed effectively by giving due concentration to the role of employees. A combination of financial and non- financial incentives help together in bringing motivation and zeal to work in a concern.

Positive Incentives

Positive incentives are those incentives which provide a positive assurance for fulfilling the needs and wants. Positive incentives generally have an optimistic attitude behind and they are generally given to satisfy the psychological requirements of employees. For example-promotion, praise, recognition, perks and allowances, etc. It is positive by nature.
Negative Incentives

Negative incentives are those whose purpose is to correct the mistakes or defaults of employees. The purpose is to rectify mistakes in order to get effective results. Negative incentive is generally resorted to when positive incentive does not works and a psychological set back has to be given to employees. It is negative by nature. For example- demotion, transfer, fines, penalties.
   

Importance of Motivation
Motivation is a very important for an organization because of the following benefits it provides:-

    Puts human resources into action
    Every concern requires physical, financial and human resources to accomplish the goals. It is through motivation that the human resources can be utilized by making full use of it. This can be done by building willingness in employees to work. This will help the enterprise in securing best possible utilization of resources.
    Improves level of efficiency of employees
    The level of a subordinate or a employee does not only depend upon his qualifications and abilities. For getting best of his work performance, the gap between ability and willingness has to be filled which helps in improving the level of performance of subordinates. This will result into-
        Increase in productivity,
        Reducing cost of operations, and
        Improving overall efficiency.
    Leads to achievement of organizational goals
    The goals of an enterprise can be achieved only when the following factors take place :-
        There is best possible utilization of resources,
        There is a co-operative work environment,
        The employees are goal-directed and they act in a purposive manner,
        Goals can be achieved if co-ordination and co-operation takes place simultaneously which can be effectively done through motivation.
    Builds friendly relationship
    Motivation is an important factor which brings employees satisfaction. This can be done by keeping into mind and framing an incentive plan for the benefit of the employees. This could initiate the following things:
        Monetary and non-monetary incentives,
        Promotion opportunities for employees,
        Disincentives for inefficient employees.
    In order to build a cordial, friendly atmosphere in a concern, the above steps should be taken by a manager. This would help in:
        Effective co-operation which brings stability,
        Industrial dispute and unrest in employees will reduce,
        The employees will be adaptable to the changes and there will be no resistance to the change,
        This will help in providing a smooth and sound concern in which individual interests will coincide with the organizational interests,
        This will result in profit maximization through increased productivity.
    Leads to stability of work force
    Stability of workforce is very important from the point of view of reputation and goodwill of a concern. The employees can remain loyal to the enterprise only when they have a feeling of participation in the management. The skills and efficiency of employees will always be of advantage to employees as well as employees. This will lead to a good public image in the market which will attract competent and qualified people into a concern. As it is said, “Old is gold” which suffices with the role of motivation here, the older the people, more the experience and their adjustment into a concern which can be of benefit to the enterprise.

From the above discussion, we can say that motivation is an internal feeling which can be understood only by manager since he is in close contact with the employees. Needs, wants and desires are inter-related and they are the driving force to act. These needs can be understood by the manager and he can frame motivation plans accordingly. We can say that motivation therefore is a continuous process since motivation process is based on needs which are unlimited. The process has to be continued throughout.
We can summarize by saying that motivation is important both to an individual and a business. Motivation is important to an individual as:

    Motivation will help him achieve his personal goals.
    If an individual is motivated, he will have job satisfaction.
    Motivation will help in self-development of individual.
    An individual would always gain by working with a dynamic team.

Similarly, motivation is important to a business as:

    The more motivated the employees are, the more empowered the team is.
    The more is the team work and individual employee contribution, more profitable and successful is the business.
    During period of amendments, there will be more adaptability and creativity.
    Motivation will lead to an optimistic and challenging attitude at work place.


Motivation and Morale - Relationship and Differences
Morale can be defined as the total satisfaction derived by an individual from his job, his work-group, his superior, the organization he works for and the environment. It generally relates to the feeling of individual’s comfort, happiness and satisfaction.

According to Davis, “Morale is a mental condition of groups and individuals which determines their attitude.”

In short, morale is a fusion of employees’ attitudes, behaviours, manifestation of views and opinions - all taken together in their work scenarios, exhibiting the employees’ feelings towards work, working terms and relation with their employers. Morale includes employees’ attitudes on and specific reaction to their job.

There are two states of morale:

High morale - High morale implies determination at work- an essential in achievement of management objectives. High morale results in:

    A keen teamwork on part of the employees.
    Organizational Commitment and a sense of belongingness in the employees mind.
    Immediate conflict identification and resolution.
    Healthy and safe work environment.
    Effective communication in the organization.
    Increase in productivity.
    Greater motivation.

Low morale - Low morale has following features:

    Greater grievances and conflicts in organization.
    High rate of employee absenteeism and turnover.
    Dissatisfaction with the superiors and employers.
    Poor working conditions.
    Employees frustration.
    Decrease in productivity.
    Lack of motivation.

Though motivation and morale are closely related concepts, they are different in following ways:
   While motivation is an internal-psychological drive of an individual which urges him to behave in a specific manner, morale is more of a group scenario.
   Higher motivation often leads to higher morale of employees, but high morale does not essentially result in greatly motivated employees as to have a positive attitude towards all factors of work situation may not essentially force the employees to work more efficiently.
   While motivation is an individual concept, morale is a group concept. Thus, motivation takes into consideration the individual differences among the employees, and morale of the employees can be increased by taking those factors into consideration which influence group scenario or total work settings.
   Motivation acquires primary concern in every organization, while morale is a secondary phenomenon because high motivation essentially leads to higher productivity while high morale may not necessarily lead to higher productivity.
   Things tied to morale are usually things that are just part of the work environment, and things tied to motivation are tied to the performance of the individual.


Staff Motivation - Motivation Tips for Employees
Employees are the building blocks of an organization. Organizational success depends on the collective efforts of the employees. The employees will collectively contribute to organizational growth when they are motivated.
Below mentioned are some tips for motivating the staff / employees in an organization:
   Evaluate yourself- In order to motivate, encourage and control your staff’s behaviour, it is essential to understand, encourage and control your own behaviour as a manager. Work upon utilizing your strengths and opportunities to neutralize and lower the negative impact of your weaknesses and organizational threats. The manager should adopt the approach “You’re OK - I’m OK”.    
   Be familiar with your staff- The manager should be well acquainted with his staff. The more and the better he knows his staff, the simpler it is to get them involved in the job as well as in achieving the team and organizational goals. This will also invite staff’s commitment and loyalty. A cordial superior-subordinate relationship is a key factor in job-satisfaction.
   Provide the employees certain benefits- Give your staff some financial and other benefits. Give them bonuses, pay them for overtime, and give them health and family insurance benefits. Make sure they get breaks from work. Let them enjoy vacations and holidays.
   Participate in new employees induction programme- Induction proceeds with recruitment advertising. At this point of time, the potential entrants start creating their own impressions and desires about the job and the organization. The manner in which the selection is conducted and the consequent recruitment process will either build or damage the impression about the job and organization. Thus, the manager must have a say in framing the advertisement and also in the selection and recruitment process. After the decision about the candidate is made, the manager must take personal interest in the selected joinee’s joining date, the family relocation issues, cost of removal, etc. Being observed by the new recruit and your entire team / staff to be involved completely, will ensure a persuasive entry in the organization.
   Provide feedback to the staff constantly- The staff members are keen to know how they are performing. Try giving a regular and constructive feedback to your staff. This will be more acceptable by the staff. Do not base the feedback on assumptions, but on facts and personal observations. Do not indulge in favouritism or comparing the employee with some one else. Sit with your staff on daily or weekly basis and make sure that feedback happens. This will help in boosting employee’s morale and will thus motivate the staff.
   Acknowledge your staff on their achievements- A pat on the back, some words of praise, and giving a note of credit to the employee / staff member at personal level with some form of broad publicity can motivate the staff a lot. Make it a point to mention the staff’s outstanding achievements in official newsletters or organization’s journal. Not only acknowledge the employee with highest contribution, but also acknowledge the employee who meets and over exceeds the targets.
   Ensure effective time management- Having control over time ensures that things are done in right manner. Motivate your staff to have “closed” times, i.e., few hours when there are no interruptions for the staff in performing their job role so that they can concentrate on the job, and “open” times when the staff freely communicate and interact. Plan one to one sessions of interaction with your staff where they can ask their queries and also can get your attention and, thereby, they will not feel neglected. This all will work in long run to motivate the staff.
   Have stress management techniques in your organization- Create an environment in which you and your staff can work within optimum pressure levels. Ensure an optimistic attitude towards stress in the workplace. Have training sessions on stress management, and ensure a follow-up with group meetings on the manner stress can be lowered at work. Give your staff autonomy in work. Identify the stress symptoms in employees and try to deal with them.
   Use counselling technique- The employees’ / staff feelings towards the work, their peer, their superiors and towards the future can be effectively dealt through the staff counseling. Counselling provides an environment, incentive and support which enable the employee to achieve his identity.
   Give the employees learning opportunities- Employees should consistently learn new skills on the job. It has been well said by someone that with people hopping jobs more often than required and organizations no longer giving job security to employees, the young blood employees specifically realize that continuing learning is the best way to remain employable. Opportunities should be given to the employees to develop their skills and competencies and to make best use of their skills. Link the staff goals with the organizational goals.
   Set an example for your staff / subordinates- Be a role model for your staff. The staff would learn from what you do and not from what you say / claim. The way you interact with your clients / customers and how do you react later after the interaction is over have an impact upon the staff. The staff more closely observes your non-verbal communication (gestures, body language). Being unpunctual, wasting the organization’s capital, mismanaging organization’s physical equipments, asking the staff to do your personal work, etc. all have a negative impact on the staff. Try setting an example for your staff to follow.
   Smile often- Smiling can have a tremendous effect on boosting the morale of the staff. A smiling superior creates an optimistic and motivating work environment. Smiling is an essential component of the body language of confidence, acceptance and boldness. Smile consistently, naturally and often, to demonstrate that you feel good and positive about the staff who works for you. It encourages new ideas and feedback from the staff. The staff does not feel hesitant and threatened to discuss their views this way.
   Listen effectively- Listening attentively is a form of recognizing and appreciating the person who is talking. Reciprocal / Mutual listening develops cordial and healthy personal relationships on which the employee / staff development rests. If the managers do not listen attentively to the subordinates, the morale of the subordinates lowers down and they do not feel like sharing their ideas or giving their views. Effective listening by the manager boosts up the employees’ morale and thus motivates them.
   Ensure effective communication- In order to motivate your staff, indulge in effective communication such as avoid using anger expressions, utilize questioning techniques to know staff’s mindset and analysis rather than ordering the staff what to do, base your judgements on facts and not on assumptions, use relaxed and steady tone of voice, listen effectively and be positive and helpful in your responses. Share your views with the staff.
   Develop and encourage creativity- The staff should be encouraged to develop the creativity skills so as to solve organizational problems. Give them time and resources for developing creativity. Let them hold constant brainstorming sessions. Invite ideas and suggestions from the staff. They may turn out to be very productive.
   Don’t be rigid. Be flexible- Introduce flexibility in work. Allow for flexible working hours if possible. Let the employees work at home occasionally if need arises. Do not be rigid in accepting ideas from your staff. Stimulate flexible attitudes in the employees who are accountable to you by asking what changes they would like to bring about if given a chance.
   Adopt job enrichment- Job enrichment implies giving room for a better quality of working life. It means facilitating people to achieve self-development, fame and success through a more challenging and interesting job which provides more promotional and advancement opportunities. Give employees more freedom in job, involve them in decision-making process, show them loyalty and celebrate their achievements.    
   Respect your team- Respect not only the employees’ rights to share and express their views, and to be themselves, but their time too. This will ensure that the employees respect you and your time. Make the staff feel that they are respected not just as employees / workers but as individuals too.


Workplace Motivation - Carrot or Stick approach doesn’t work anymore
   

“I am in this job because I have no other option.” If this is what an employee of your company feels, read on to know how this statement can be changed to something more positive - “I love what I do.”

First things first - whose responsibility is it to ensure that an employee loves his job? While an employee would say - the employer, the human resource experts have a different point of view which sounds fair. It’s both the employer and the employee who should work together to make work fun for each other.

It is interesting to know here, that employees do not rank ’salary’ as the top factor in determining whether they like their jobs or not. What is important to them then - the opportunity to do what is ’important’. Almost all the employees would like to feel part of the big picture and would want to contribute to the organizational goals in some way or the other. Doing the mundane, routine work will never excite them - what excites them is - work that challenges them to use their talent. Right Management Consultants conducted a survey sometime back and found
that 83% of about 500 workers surveyed were motivated by “challenges at work”.
Also, as per an executive editor of the Harvard Business Review, while salary and promotions could do a great job of demotivating people if handled ineffectively, they aren’t so much effective in motivating people.

So then what needs to be done for effective motivation at workplace?
   Link Rewards directly to Performance- An organization should adopt a fair reward structure which provides incentive to the most deserving employee. Have an incentive structure in place doesn’t solve the problem... what makes it workable is the employees trust in the system and believe that they will be rewarded if they perform well.
   Compliment employees- Even though an employee’s name has not appeared in the list of people getting incentives, go ahead and compliment that employee for a job well done - no matter how small. There is nothing more satisfying to an employee than a pat on his back.
   Be transparent- While there may be some strategic decisions which you might want to share with the employees at a later stage, make sure employees do not give in to the rumours. Stay in touch with the employees.
   Work on your PDP- Every employee is responsible for his / her own career. He / she should work towards his ’Personal Development Plan’ [PDP] as discussed and agreed by his manager. Find out what are the training company offers and which is best suited to his development needs. How this will motivate you - remember training always increase your marketability and enhance your career.
   Participate and Network- Employees - Remember you work for a company where a one-on-one attention might not be possible. Do not wait for an invitation to participate in a discussion. If you are a part of a forum, then you have full right to express your opinion and be a part of the process. Expressing yourself is a good way of motivating yourself.

Self Motivation at Work
Self-motivation is a power that drives us to keep moving ahead. It encourages continuous learning and success, whatever be the scenario. Self-motivation is a primary means of realizing our goals and progressing. It is basically related to our inventiveness in setting dynamic goals for ourselves, and our faith that we possess the required skills and competencies for achieving those challenging goals. We often feel the need for self-motivation.

Following are the ways/techniques for self-motivation:
   Communicate and talk to get motivated: Communicating with someone can boost up your energy and make you go on track. Talk with optimistic and motivated individuals. They can be your colleagues, friends, wife, or any one with whom you can share your ideas.
   Remain optimistic: When facing hurdles; we always make efforts to find how to overcome them. Also, one should understand the good in bad.
   Discover your interest area: If you lack interest in current task, you should not proceed and continue with it. If an individual has no interest in the task, but if it is essential to perform, he should correlate it with a bigger ultimate goal.
   Self-acknowledgement: One should know when his motivation level is saturated and he feels like on top of the world. There will be a blueprint that once an individual acknowledge, he can proceed with his job and can grow.
   Monitor and record your success: Maintain a success bar for the assignments you are currently working on. When you observe any progress, you will obviously want to foster it.
   Uplift energy level: Energy is very essential for self-motivation. Do regular exercises. Have proper sleep. Have tea/coffee during breaks to refresh you.
   Assist, support and motivate others: Discuss and share your views and ideas with your friends and peers and assist them in getting motivated. When we observe others performing good, it will keep us motivated too. Invite feedback from others on your achievements.
   Encourage learning: Always encourage learning. Read and grasp the logic and jist of the reading. Learning makes an individual more confident in commencing new assignments.
   Break your bigger goals into smaller goals: Set a short time deadline for each smaller goal so as to achieve bigger goal on time.


Team Motivation - Tips for Motivating Team
A group heading towards a common objective will perform best when it is motivated as a team. Team motivation is determined by how well the team members’ needs and requirements are met by the team.

Some tips for effective team motivation are as follows:
   The team’s objective should well align and synchronize with the team members needs and requirements.
   Give in written the team’s mission and ensure that all understand it (as mission is a foundation based on which the team performs).
   For maintaining motivation, the team should be given challenges (which must be difficult but achievable) consistently.
   Giving a team responsibility accompanied by authority can also be a good motivator for the team to perform.
   The team should be provided with growth opportunities. The team’s motivation level is high when the team members feel that they are being promoted, their skills and competencies are being enhanced, and they are learning new things consistently.
   Effective and true leaders can develop environment for the team to motivate itself. They provide spur for self- actualization behaviours of team members.
   Devote quality/productive time to your team. Have an optimistic and good relation with your team members. This will make you more acquainted with them and you can get knowledge of how well they are performing their job. Welcome their views and ideas as they may be fruitful and it will also boost their morale.
   Motivation is all about empowerment. The skills and competencies of the team members should be fully utilized. Empowering the team members makes them accountable for their own actions.
   Provide feedback to the team consistently. Become their mentor. Give the team recognition for good and outstanding performance. Give the team a constructive and not negative feedback.
   Discover and offset the factors which discourage team spirit such as too many conflicts, lethargy, team members’ escape from responsibilities, lack of job satisfaction, etc.

41

Allah: My belief / The Creator, who creat World and heaven

« on: April 21, 2012, 09:21:11 PM »

Would you pls see the attached file with little bit patience. It seems a outstanding message for us.

42

Speech / Speech of The President, Dr. A.P.J. Abdul Kalam, India

« on: April 18, 2012, 09:59:18 AM »

ACTION PLAN FOR EMPLOYMENT GENERATION

PRESIDENT'S REPUBLIC DAY EVE ADDRESS TO THE NATION

The President, Dr. A.P.J. Abdul Kalam, has called for launching missions in
the areas of agriculture and food processing, education and health care,
information and communication technology, infrastructure development and
self-reliance in critical technologies leading to transforming India into a
developed nation by 2020.  In his address to the nation on the eve of the
56th Republic Day, the President said that the only way to retain the smile
in the youth was by generating employment.  He outlined bio-fuel generation,
wasteland development, water harvesting and recycling, bamboo mission,
converting fly ash as a wealth generator, textile industry, healthcare, and
village knowledge centers as potential sectors to generate approximately 56
million direct employment during the next five year.  This would be in
addition to other employment avenues in the government and private sector.
Creating 76 million jobs in the next five years would be feasible only if
the scheme would be taken up in mission mode, he added.

Following is the text of the President's Republic Day eve address:

"Everyone has inside of him or her, a piece of good news.

The good news is, that you don't know how great you can be!"

"Dear Citizens, on the eve of the 56th Republic Day of India,  my greetings
to all of you, including those living abroad. I convey my special greetings,
to the members of our armed forces and the paramilitary forces, who guard
our frontiers on the land, the sea and in the air and also the internal
security forces. While we are saddened by the wrath of the Tsunami waves, we
are not disheartened. The Central and State Governments, with utmost
seriousness and sincerity have reached out to those who needed help and are
in the process of providing relief that will atleast partially wipe out the
pains caused by the Tsunami.  During this period of active relief
operations, my heart was with you, but I did not make a visit because
the members of the Government and Non-Government Organisations (NGOs) were
deployed in large numbers in relief operations, which were in
full swing.  Reviews were taken by our Prime Minister, Governors, the Chief
Ministers of the respective states and the Lt. Governor of the Andaman and
Nicobar Islands. Now, I feel that the time has come, for me to join you, my
fellow citizens, to study the process of the reconstruction of homes and
bringing back normalcy.       

Smile of Youth

            I have met more than six hundred thousand children from all
parts of our country, after becoming the President.  During my
interaction with them, they posed a series of questions, with affection.
They asked:

            "Mr. President, you saw us smile, when we were five years old.
We smiled because we were blossoming innocently.  When we came
to our teens, smiles slowly faded away and the signs of concern appeared.
You said that it is because of our anxiety about our future.
This anxiety, almost took away our smiles.  When we complete our education,
the top most questions in our mind were, what would I do
after my education? Will I get employment? Our parents, who have spent all
their savings on our education, also share the same concern.  Mr.
President, will I get proper employment and be able to contribute to India,
to make it a Developed Nation?"  Their questions really made me
to think and think.

            Concerns about employment are not only for those who are
fortunate enough to have school and college education. It is the same
fading away of the smiles, the shattering of the dreams and the weaning away
of the gleam in the eyes that we see in every cross section of youth in the
country. The only answer to retain the smile from the child to the youth is
to generate employment. It represents the aspirations and anxiety of nearly
540 million youth of our nation. Hence, I have selected the topic for the
Republic Day address as "Action Plan for Employment Generation."

Societal Transformation

            In my earlier address to the Nation on the eve of the 58th
Independence Day, I talked to you on "Education for Dignity of Human
Life".  The whole purpose of education in a country like India is to develop
and enhance the potential of our human resource and progressively transform
it into a knowledge society.  The knowledge society will be a society
producing products and services that are rich in both explicit and tacit
knowledge, thus creating value added products. The real capital of this
knowledge society will be its knowledge workers. This society will be highly
networked to create a knowledge intensive environment along with an enabling
process to efficiently create, share, use and protect knowledge. Our
education system should re-align itself at the earliest to meet the needs of
present day challenges and be fully geared to participate in societal
transformation.

Changing Pattern of Society   

            When the world was moving from the industrial to the information
and knowledge era, we witnessed a changing pattern in the sectoral share of
Gross Domestic Product and the number of people employed in each sector.
The share of GDP percentage has undergone a considerable change.
Contribution of agriculture to India's GDP has reduced from 39 percent to 22
percent during the period 1979 to 2004. During the same period the
contribution of the manufacturing sector has moved from 24 percent to 27
percent and whereas the contribution of the service sector has increased
from 37 percent to 51 percent. There has been considerable change in the
employment pattern also.  The percentage of people employed in agriculture
has come down from 64 percent to 54 percent.  Simultaneously, the percentage
of people employed in manufacturing has gone up from 15 percent to 19
percent and in the service sector from 20 percent to 27 percent.  This trend
has to continue and by 2020 our employment pattern should aim at 44 percent
in agriculture, 21 percent in manufacturing and 35 percent in service
sectors.  The displacement of 10 percent people from the agriculture sector
has to be facilitated through skill enabling for undertaking value added
tasks in rural enterprises so that migration to urban areas is reduced.
Instead of person from rural areas going to urban towns in search of jobs in
manufacturing and services sectors, PURA (Providing Urban Amenities in Rural
Areas) will facilitate creation of employment in rural areas. PURA achieves
this by providing physical, electronic and knowledge connectivities to a
cluster of villages thereby leading to their economic connectivity and
prosperity.

National Employment Status

            The National Rural Employment Guarantee Bill 2004 was tabled in
Parliament in its last session to create employment opportunities in the
rural sector. What is needed is coordinated planning and linking of the
spirit of this Bill to productive and sustainable employment generation
schemes for the unemployed youth.  Now I would like to discuss the national
employment scenario.

            As per the estimates of the Planning Commission, the total
number of people eligible for employment at present is approximately 400
million.  Out of this, nine percent are unemployed which works out to around
36 million. In addition, there is a need to find value added employment for
10 percent of those employed in the agriculture sector in rural areas.  Our
attempt hence should be to find gainful employment for around 76 million
people. This will add to our productivity and will ensure a sustained 10
percent GDP growth for the decade, which is an essential need for India to
become a developed country before 2020.

            Dear Citizens, a nation of a billion people that is capable of
exporting foodgrains, a nation that is recognised for its software products
and services, a nation that can build its own aerospace systems and nuclear
power plants, a nation that is leading in the pharma and automobile
industries, I am sure, will be able to put all its think tanks together and
come up with many innovative wealth generating schemes for the productive
employment of 76 million people.

Employment Generators

            Let me share with you how to generate employment. The most
important sectors for sustainable national development are Agriculture,
Education, Healthcare, Water and Energy.   The common thread that will run
across these would be the three connectivities of PURA.  One of the ways by
which rural agriculturists could increase their earnings is by value adding
to the agricultural produce through processing and manufacturing.  Farmers,
either individually or through their co-operatives would market processed
and value added items instead of marketing raw materials. This increase in
value-addition taking place in rural areas itself is an indicator of society
moving towards prosperity and a knowledge era.

            I would like to suggest a few schemes that can bring large-scale
employment and prosperity to our people.

 Bio-Fuel Generation

            We have nearly 63 million hectares of wasteland available in the
country, out of which 33 million hectares have been allotted for tree
plantation. Certain multi-purpose bio-fuel plants can grow well in
wastelands with very minimum input. Once cultivated, the crop has fifty
years of life. Fruiting can take place in two years.

            Bio-fuel plants grown in parts of wastelands, for example, 11
million hectares can yield a revenue of approximately Rs. 20,000 crore a
year and provide employment to over 12 million people both for plantation
and running of extraction plants. It will reduce foreign exchange outflow
for import of crude oil, cost of which is continuously rising in the
international market. Bio-fuel is Carbon mono-oxide emission free. The oil
can also be used for soap and in the candle industry. De-oiled cake is a raw
material for composting and the plantation is also good for honey
production. We should absorb the best of technologies available worldwide
and start commercial operations immediately. One time investment needed for
bio-fuel plantation to production in 11 million hectares will be
approximately Rs. 27,000 crore.  Capital equipment and investment in plant
and machinery can come from bank loans and private sector entrepreneurs.
   
 I have seen the progress in bio-fuel plant cultivation, preparation of
seedlings, tissue culture and development of non-toxic hybrid varieties in
the Tamil Nadu Agricultural University in Coimbatore. They have also worked
from processing of seeds to bio-fuel production by indigenous design and
development of bio-fuel plants.  Anand Agriculture University at Anand in
Gujarat has also made progress in bio-fuel cultivation and processing in
Gujarat. Bio-fuel plants can be grown in a number of states in the Southern,
Western and Central parts of the country.

Waste Land Development - Opportunities

            ICRISAT with its international experience of working in arid
regions, has developed short duration, disease and drought resistant
varieties of important crops beneficial to our farmers. They have introduced
various tillage practices and nutrition management techniques, to boost crop
yields even under drought stress. This technology will enable us to reclaim
5 more million hectares of the 33 million hectares of wasteland allotted for
productive farming. As per the experts, this will result in the deployment
of 15 million people for dry land cultivation.

 Water Harvesting and Recycling

            Water harvesting should become mandatory for all. To improve the
watertable, we need to build check dams, develop water sheds, desilt ponds
and rivers, clear the inlets and outlets to ponds and water bodies and
recharge wells. If our rural areas are made to have operational water
bodies, recharging of wells will take place. The task is totally labour
intensive and nation wide implementation of this scheme will provide
employment for six million persons for more than three or four years. The
scheme will result in an increase in storage capacity of water bodies and
create additional irrigation potential for land in and enhance agricultural
productivity.

Bamboo Mission

            This mission envisages an integrated programme of expansion of
plantations of the Bamboo species, the scientific management and promotion
of community level value addition and entrepreneurship. This will enable
presenting raw material for industries and the industry to access and apply
modern technology for producing globally competitive new generation bamboo
products. This includes setting up of clusters of small value addition
processing units near the resource for employment generation and benefit the
local small entrepreneur.  Processed raw material suitable for
ultimate use in industry and the handicraft sector will be required, for
economising handling cost of raw material to the location of the industry
proposed to be set up in different parts of the country.

            The programme envisages the cultivation of bamboo over two
million hectares and promotion of technology and networking for enhancing
trade.  Economic and social benefits from these activities, will lead to the
creation of 8.6 million jobs and market opportunities worth over  Rs.6,500
crore with an investment of Rs.2,600 crore.  This will be useful for the
additional development of the North-Eastern region. We should use management
personnel, industrial experts and business houses to provide international
market connectivity for our bamboo products leading to sustainable growth,
wealth generation and positive contribution to the growth of our GDP.
Institutions like the National Institute of Design, Ahmedabad, the Indian
Institutes of Management, Industrial houses, State Governments and the
Ministry of Agriculture can work together to generate a number of Bamboo
enterprises in different rural clusters.

Converting Fly Ash as a Wealth Generator

            As you are aware, the use of coal for power generation results
in an increased quantum of fly ash production, which has reached about 100
million tonnes per year. All out efforts are needed to utilise this fly ash
not only from environmental considerations, but also to avoid land usage for
fly ash dumping. Though there has been a steady progress in fly ash
utilisation from 1990, we have a long way to go to reach the target of 100
percent fly ash utilisation. It is reported that the agricultural increase
of grains is around 15 percent, green vegetables 35 percent and root
vegetables 50 percent, when fly ash is mixed with soil. Toxicity tests have
proved that there is no toxic element due to fly ash. But it has higher
nutrients due to
increased availability of iron and calcium. Fly ash can become a wealth
generator by making use of it for producing "green building" materials,
roads, agriculture etc. Full utilisation of the generating stock, will
provide employment potential for three hundred thousand people and result in
a business volume of over Rs.4,000 crore.

Textile Industry

            The textile industry is very important for the Indian economy.
The basic raw material is cotton. India is the third largest producer of
cotton in the world. However, compared to the world average of 700
kilogrammes of seed cotton per acre we produce only 350 kilogrammes of seed
cotton per acre. It is indeed a technological concern for the nation.  Some
of the industries have adopted a village in Punjab, which has launched a
cooperative movement of farmers, scientists, trainers and industry for
cultivating cotton in over 1200 acres. A training programme was launched for
farmers starting with soil characterisation, matching the cotton seed to the
soil, water and fertilizer management.

            The project resulted in increasing the average seed cotton yield
of the village from 450 kilogrammes per acre to 950 kilogrammes per acre.
This led to a seven-fold increase in net return per acre, due to
considerable reduction in input costs. It is worth noting that in this case
the yield is above the world average. This model has already been replicated
in ten villages and can be emulated by many cotton-growing regions of the
country.  India can definitely produce 25 percent of the total world
production of quality cotton compared to the existing 12 percent leading to
a revenue of over Rs.25,000 crore a year for the nation.

            I would like to link cotton production to the garment export
business, which is a low investment and large volume employment generator.
India is presently exporting six billion U.S. Dollars worth of garments,
whereas with the WTO regime in place, we can increase the production and
export of garments to 18 to 20 billion U.S. Dollars within the next five
years. This will enable generation of employment in general and in rural
areas in particular. By tripling the export of apparels, we can add more
than 5 million direct jobs and 7 million indirect jobs in the allied sector,
primarily in the cultivation of cotton.  Concerted efforts are needed in
cotton research, technology generation, transfer of technology,
modernisation and upgrading of
ginning and pressing factories and an aggressive marketing strategy.

Healthcare

Another area, which is an employment generator, is the healthcare industry.
We have only one doctor for one thousand eight hundred people, whereas in
some of the developed countries the doctor to population ratio is 1: 600.
For providing quality healthcare to all of our citizens, we would need at
least doubling the strength of doctors and paramedical staff in the whole
country. The investment for this, need not necessarily come from the
Government alone. Hospitals can be setup by the private sector with certain
tax concessions and subsidised infrastructural support.

            Setting up of 30000 static tele-medicine stations distributed in
30000 key locations, within a zone of 3 lakh villages and providing 20000
mobile tele-medicine units will enable the reaching of quality healthcare
closer to every home, which is connected to the district, state government
hospitals, corporate hospitals and super specialty hospitals in the country.
This is possible as India has a network of satellite communication.

            How to reach healthcare for the large number of our population?
An innovative method has come into action in certain states.  This system
provides free health cover to citizens who are members and pay Rs.10 per
individual per month as an insurance premium. State and Central Governments
can sponsor this insurance scheme involving the payment of a small premium
of Rs.10 per individual per month by citizens in different states of the
country.  Such an insurance cover should be able to provide treatment for
all types of diseases including expensive open heart surgery. A consortium
is required to be formed in different states between the Government,
insurance agencies, corporate hospitals and NGO's for providing
integrated cost effective healthcare. The scheme when fully operational can
provide direct employment for an additional 600,000 doctors and 1.2 million
paramedical staff. Apart from providing healthcare to citizens, these
corporate hospitals can attract large number of medical tourists to the
country in view of our competitiveness in treating complex diseases.  I am
very happy to know that the scientific community for health is working on
anti HIV vaccine development programme which is in an advanced stage of
development. The success of this programme will be a breakthrough in
containing the HIV virus.

Village Knowledge Centres

With the kind of awareness and opportunities available in Information and
Communication Technology (ICT), it will soon become a reality wherein every
one of our villages will have computers and connectivity available. These
would be the windows to the world of knowledge for our villages and also to
reap the benefits of our e-governance, tele-education, tele-medicine,
e-commerce and e-judiciary initiatives. In spite of the all pervasive nature
of computers they would still be far away from being a truly friendly access
device for our villagers. We would need in such cases, a human intermediary
who would act as the village information officer. He will be the extended
eyes and ears of the villager to the world of knowledge.  India has
approximately 2.3 lakh Village Panchayats. I visualize the  establishment of
village knowledge centres in these Panchayats to empower villagers with
knowledge and to act as  nodal centre for knowledge connectivity for
villagers.  The knowledge centre from which villagers would access
information through the village information officer can also be used for
collection, digital storage and dissemination of village specific
information pertaining to any relevant information to villagers.  This will
provide direct quality employment to over one million villagers who will be
instrumental in promoting higher level of wealth generation in our rural
sector. 

The schemes discussed so far have the potential to generate approximately a
total of 56 million direct employments during the next 5 years. This does
not include other employment avenues in the government and the private
sector. Together creating 76 million jobs in the next five years looks
feasible if only we take up each of the above schemes in mission mode.

Integrated Action for People

Dear Citizens, I would like to give ten suggestions on the eve of this
Republic Day, the role of different constituents of our society in
implementing various programmes leading to creation of employment
opportunities and wealth generation:         

The education system should proactively build entrepreneurial and vocational
capacities in students. When they come out of educational institutions, they
should have the confidence to start small enterprises and also possess the
skill to do it. Above all the education system has to impart the spirit that
"we can do it".

Rural development has to be a mission mode operation through the PURA
programme, which will enable the provision of maximum benefit to
villagers in a cost effective way.

Banks have to provide, hassle free loans to rural enterprises and those who
have creative ideas. Banks have to assist them with venture
capital.  Existing agriculture and agro processing credits have to be
increased so that agriculture communities are empowered for enhancing
the productivity of agricultural produce, food processing and marketing.

The Tsunami has caused severe damage to our coastal regions and islands. Our
fishermen and others living in these areas have lost their dwellings and
livelihood. While planning the reconstruction of homes it is important to
take the task as an integrated PURA complex for promoting the prosperity of
the coastal region. This can include infrastructure for fish storage and
chilling plants, sea food processing and marketing centres, boat and fishing
net maintenance centres, schools, hospitals, water sources and other small
scale industrial units.

In our country we have experiences in certain government departments in the
field of defence, space, nuclear, agriculture and metro railway
in executing mission mode projects, which has resulted in the empowerment of
the programme and removal of normal administrative delays through an
empowered management structure. Major programmes of the country should use
this mission mode management for employment generation schemes.

Since broadband fiber connectivity has reached beyond the block level in
districts and our satellite communication density has also increased this is
the time for all our Information Technology,  R&D and ICT industrial
establishments to reach out to rural areas.  The e-governance GRID should be
established between the State Governments and the Central Governments with
the National ID as the primary database, linking all parts of the country
for providing Government to Government, Government to Citizen Access and
extending tele-education, tele-medicine services to people in rural areas.

Small Scale Industries are widespread in our country with tremendous
employment potential. For a dynamic and competitive performance the
technological upgradation of these units is essential in national planning.

The media is indeed a dynamic and a creative system in our democracy and all
the more it is important that media constituents reach out to
six hundred thousand villages of the country and be active partners in rural
development. Artists have a great role to play in societal transformation.

The youth have to create a movement of making their own homes righteous,
make their environment clean and excel in their studies and
their tasks.

The national parliamentary system should become the role model for the
nation; in legislative performance, in clean and progressive
administration and nobility and speedy judiciary.


Conclusion

A new situation is emerging in the national scene in the year 2005. In
Indian history, very rarely we have come across a situation, all at a
time, an ascending economic trajectory, continuously rising foreign exchange
reserves, global recognition of technological competence, emergence of our
540 million youth, both men and women, as a dynamic positive force  for
national development, umbilical connectivities of 20 million people of
Indian origin in various parts of the planet and the interest shown by many
developed countries to invest in our engineers and scientists including the
setting up of new R&D centres. This is the time the Nation should launch
series of missions in the five areas i.e. Agriculture and Food Processing,
Education and Healthcare, Information and Communication Technology,
Infrastructure Development and self reliance in critical technologies
leading to transforming India into a developed nation by 2020.

Dear Citizens, let us rededicate ourselves on this occasion of the 56th
Republic Day to build our nation as a nation which provides employment to
all, leading to economic prosperity and a nation of civilisational heritage
with a value system.

May God bless you.

Jai Hind."

People who elevate the thought, through constant reflection and be steadfast
in their action, will positively  achieve, what they originally thought.

43

Brand Image of DIU / Top ten private university name list in Bangladesh?

« on: April 12, 2012, 12:04:05 PM »

http://www.webometrics.info/rank_by_country.asp?country=bd

44

Higher Education / Life skills and reproductive health education at school

« on: March 24, 2012, 10:11:40 PM »

http://www.thefinancialexpress-bd.com/files/images/mainlogo.jpg
Life skills and reproductive health education at school

M S Siddiqui

WHO (World HealthOrganisation) suggested adolescent reproductivehealth (ARH) and life skills education (LSE) for the physical and emotional well-being of adolescents. ARH and LSE enhance their ability to be healthy and remain free from too-early or unwanted pregnancy, unsafe abortion, sexually transmitted diseases (STDs) including HIV/AIDS, and sexual violence and coercion, sexual assault, rape and prostitution, malnutrition, unsafe abortion.

Life skills are behaviours that enable individuals to adapt to and deal effectively with the demands and challenges of life. There are many such skills, but core life skills include the ability to make decisions, solve problems, and think critically and creatively, clarify and analyse values, communicate, including listen, build empathy, be assertive, and negotiate, cope with emotions and stress, feel empathy with others and be self-aware.

A UN report mentioned that one in every five persons on the earth is an adolescent aged between 10-19 years, and 85% of these adolescents live in developing countries. An estimated 1.7 million adolescents die every year mainly from accidents, violence, pregnancy related problems or illnesses that are either preventable or treatable.

As per study, the majority has no idea about the changes associated with puberty (e.g. menstruation or wet dreams) until they experience them. Though the strong family structure plays a major role in the lives of adolescents, it fails to respond to their needs for reproductive healthinformation. The best investment in and education and health sector should go to this segment of population to shape the future of mankind.

Bangladesh statistics mentioned that about 23% of the total population is adolescents. Among them 52% are male, while 48% are female. The approximate number of adolescents was 33 million in the year 2001. Almost 60% of adolescent girls are married off before they reach the age of 18 years, one third of them start child bearing in their teenage years, while about 28% of adolescent girls are already mothers.

These young people have tremendous demographic significance as their individual development and social contribution will shape the future of the world, investment in children's health, nutrition and education is the foundation for national development.

Adolescents in Bangladesh have very limited access to reproductive healthand life skills information due to cultural, social and religious belief and practice. Nationally, it is reported that only 37.6% of girls and 19.9% of adolescent boys discuss pubertal changes with parents, and 37% of girls and 61% of boys discuss the issue with friends and peers. Discussion about their marriage and marriage partners with parents is even lower. It was reported that most adolescent discussions about reproductive health (RH) and marriage issues take place among friends and peers. It has been shown that teen mothers are more likely to suffer from severe complications during delivery and infants born to adolescent mothers have a greater possibility of dying early. Overall, adolescent girls in the age group of 15-19 contribute 20% of the total babies born in a given year in year 2000. Analysis of available data on variables, such as education, nutrition, fertility, marriage, use of health services, and knowledge and use of contraceptives, confirms that adolescents in Bangladesh are exposed to the same RH risks as adolescents in other developing countries.

Male to male sex is not uncommon in Bangladesh, and often adolescent boys are forced to participate in such sexual acts. Due to lack of awareness and information, most of these sex acts are unprotected and result in the spread of sexually transmitted infections.

Healthcare seeking for the girls and the boys seemed to be different. Generally, the girls did not seek any help for such problems. However, if they felt that the symptoms were becoming severe, they only then would consult their family members. If the family members, especially their mothers, perceived the problem as a serious one, only then would she be taken to a doctor or a hospital or traditional healer, such as Kabiraj or Fakir. The boys followed a similar pattern for seeking RH care; however, they might independently also seek treatments directly from the healthcare providersbefore consulting any family member. The boys might directly seek treatments from canvassers, pharmacies, or village doctors. However, if traditional treatments failed, they would go to a doctor or hospital. They did not find free time to visit the health facilities because of school timings. Many female respondents expressed reservations in seeking RH care from the male doctors.

The emergence of HIV/AIDS gave many governments the impetus to strengthen and expand reproductive health education efforts and, currently, more than 100 countries have such programmes. UN organisations such as UNFPA, UNESCO, and UNICEF have traditionally been the leading international supporters of reproductive health education. The World Bank, through its intensified efforts to help countries fight HIV/AIDS, has also become a major fund provider. Many other bilateral donors and private foundations and organisations support and promote reproductive healtheducation worldwide. Reproductive health education (RHE) system was first established on a national scale in Europe in the 1960s while developing countries introduced school-based reproductive health education in the 1980s.

The objectives of the ARH strategy are: to improve the knowledge of adolescents on reproductive health issues, to create a positive change in the behaviour and attitude of the gatekeepers like parents/guardians, teachers, religious leaders of adolescents towards reproductive health, to reduce the incidence of early marriage and pregnancy among adolescents, to reduce the incidence and prevalence of STIs, including HIV/AIDS, among adolescents. To provide easy access of all adolescents to adolescent-friendly health services (ARSH) and other related services, to create a socio-political condition where adolescents are not subjected to violence or abuse, and which discourages substance abuse and other risk taking behaviours among adolescents.

RH and LSE programmes are preventive in nature and are relatively low-cost. A review of YRH programmes in different developing countries of Asia and Africa found that such programmes cost between US$ 0.30 and US$ 71 per year per person, with a median cost of about US$ 9 per person per year. Moreover, recent studies have found that reproductive health education programmes offer a good return on investment. For example, a study in Honduras found that for each $ 1.00 invested in reproductive healtheducation to prevent HIV infection among youth, the programme would generate up to $ 4.59 in benefits from improved health and reduced medical care costs. This estimate only includes the economic benefits of averted HIV infection and does not include the benefits of other potential programmeoutcomes such as increased education, reduced STIs, and reduced teen pregnancies and abortions.

The Bangladesh government has shown exemplary farsightedness in creating an overall supportive policy and legal environment to promote adolescent reproductive health. The Constitution of Bangladesh guarantees equal rights for men and women irrespective of caste, creed, and colour. All citizens are entitled to equal protection under the law. A number of laws are in place which directly or indirectly dissuade adverse practices. These include the Dowry Prohibition Act, 1980 which says that taking and giving of dowry is an offence and punishable by fine and imprisonment; Cruelty to Women (Deterrent Punishment) Act, 1983 which makes punishment by death or life imprisonment for the kidnapping or abduction of women for unlawful purposes, trafficking women or causing death or attempting to cause death or grievous injuries to wives for dowry; the Immoral Traffic Act and the Women and Children Repression (Amendment) Act, 2000 enacted to regulate offences (like sexual harassment, rape, trafficking, kidnapping, dowry) against women; the Child Marriage Restraint Act, 1929 (Amended in 1983) enacted to restrain child marriage and ascertain the legal age of marriage, which is 21 years for boys and 18 years for girls, and the Children Act, 1974 which provides provisions relating to protection and treatment of children and trial and punishment of youth offenders.

The Population Policy of 2005 has provision of information, counselling and services for adolescents as one of its objectives and outlines a number of strategies for achieving this goal. The draft revised Population Policy has an exclusive section, with the heading of Adolescent Welfare Services, which shows the importance given by the government to the adolescent population. Bangladesh National Food and Nutrition Policy 1997 highlights importance and state duty of raising the level of nutrition and improvement of public health among the primary duties of the state.

The National Youth Policy 2004 defined youth as a citizen within 18-35 years. Unfortunately this definition leaves out the adolescents of 10 to 18 years - about 25 million young people who need special focus. The different sections of the policy emphasise the importance of information and education on RH, HIV/AIDS etc.

The National HIV/AIDS and STD Policy has given specific guidelines for access to information and services regarding sexual health for adolescents and identified as the most neglected section of the society. It also denotes about the child prostitution, sexual abuse and trafficking and safe sex practice of men and development of appropriate strategies in relation to male sexual and reproductive health.

Bangladesh is working on education for all before 2015 and expected to have more children than ever receiving an education. Schools are an efficient way to reach school-age youth and their families in an organised way. The last 30 years have seen an impressive improvement in enrollment rates and reduction of school dropout.

Bangladesh Adolescent Reproductive Health Strategy, July 2006 has the vision and goal to achieve safe and complete reproductive life through access to appropriate knowledge, skills and services in a socially and legally supportive environment, by 2015. All adolescent girls and boys, including the disadvantaged, will be able to enjoy virtually all comprehensive life skill based reproductive health education programmes, promote abstinence from sexual activity as part of the curriculum, and try to teach young people how to resist pressure for unwanted sex.

The experience of India is encouraging. The Andhra Pradesh AIDS Control Society took the lead in implementing a scaled programme in all schools of the state in 2001. The programme was developed in partnership with Department of Education.

In Malaysia, the Ministry of Education imparts knowledge on adolescent reproductive and sexual health through its programme on Family Health Education. In 1989, the curriculum was introduced to secondary school students and in December 1994, elements of it were also introduced to primary school children through Physical and Health Education. In Sri Lanka, the life competency programme was introduced into the junior secondary curriculum from grade 7-9 under the education reform in 1997 and implemented in all schools by 1999. A Ugandan programme that targeted primary school students produced significant, desirable improvements in reports of sexual initiation. Sexual initiation was reduced from 43% to 11% in the experimental group with no change in the control group.

There are problems of introduction of RHE and LSE due to traditions and beliefs, including the expectation that young people abstain from sexual activity until marriage. Thus, traditional leaders - who view themselves as the repository and transmitters of community values and beliefs - are often in the forefront of opposition to reproductive health education in the schools. These conservative forces often mobilise parents and some teachers as allies. In India, conservative forces have effectively blocked sex education in the schools. In Malaysia, although a nationwide family health education curriculum is in place, it gives students little or no information on reproductive health or sexual practice, in large part because of strong resistance from parents and religious leaders. Political leaders are reluctant to risk a religious backlash by openly supporting sexuality education. This is more interesting that religious groups have strongly opposed school-based sexuality education in the United States, Mexico, and Kenya.

Some teachers and school administrators find reproductive health education personally objectionable or lack sufficient understanding of the subject and thus are reluctant or refuse to go along with such programmes.

Despite the resistance and obstacles, the school-based reproductive health and life skill development programmes are successful in developed and developing countries and all government policy documents support the programme. This is the time to include the Reproductive Health and Life Style education in national school curricula.



(E-mail: shah@banglachemical.com)

45

Industry / Trade and industries: From ancient time to Pakistan era

« on: March 13, 2012, 09:20:34 PM »

http://www.fe-bd.com/more.php?news_id=120380&date=2012-02-17
 
Trade and industries: From ancient time to Pakistan era

M S Siddiqui in the first of his two-part article

Bangladesh has a long history of trading of spices and manufacturing of Muslin fabrics during 17th century and made international footprints by exporting goods to all over the world. According to Chinese and Greek travellers, the adjacent areas of Dhaka started flourishing as trade centres mainly from the 11th century during the end of the Pal Dynasty and initial period of the Sen Dynasty. Along with trade relations with China, Greece and Italy, however, Dhaka emerged as a thriving commercial and industrial centre after the Mughal rulers shifted the capital of Bengal from Rajmahal to Dhaka.

The ancient economic life of this land was dependent on agriculture and craftsmanship, evidence of which is found in the recent excavation at Wari-Bateswar.

Mughals brought a huge number of artisans and royal court staff who introduced a new economic way of life with multiple professions. The political change brought significant transformation in the local economy.

At that time a great number of shroffs, bankers, podders and mahajans (wealthy money lenders) had been created who played a vital role in the economic and social life of Bengal as well as the entire Mughal Empire. Handcrafted textiles, milk products, jewellery, pottery, paper making and boat building were the principal trade items. Hence, the commercial excellence and economic prosperity presented lucrative opportunities for traders from Armenia, France, Portugal, Greece and the United Kingdom. The influx of foreign traders influenced gradual economic growth and socio-economic aspects of the city considerably, as they had set up their kuthir (bungalows), agency houses and factories mostly in Bengal.The invasion of powerful British transition from Mughal to the East India Company rule in Bengal led to many institutional changes, especially to manufacturing and economic systems.

In the early 18th century, the indigenous industries declined due to the unfavourable British policy towards the textiles industry in the subcontinent. Their business policy was to take some products mostly raw materials to support industries in Britain and also a market of industrial products of their country.

As there was no government patronisation and the technology of crafts remaining more or less unchanged and the demand declined in the face of competition from textile industries after industrial revolution in Europe, the muslin weavers were converted into farmers, goldsmiths or got involved with trading activities.

In the eighteenth century, a new trading and manufacturing class developed in this region. Apart from foreign mercantile companies, the local factory weavers, banias (traders), gomostas (peons), brokers, pikers (whole-sellers), mohajans, podders, craftsmen, washer men, palanquin-bearers, painters, weavers, craftsmen, gold and silver smiths and shopkeepers stepped into business. At that time, there was a revival of the jute markets to support jute industries in UK. The evolution of these classes indicates at the existence of a high consumer class as well as a working class in this region.

The East India Company developed a shipbuilding industry in Kolkata for creation of facilities for repair and furnishing of merchant vessels and warships. Other major industries of Bengal that underwent development during the British period were the jute, salt and sugar industries. These ventures were at the best interest of their own business.

The areas of South Asia out of which Pakistan was formed were overwhelmingly non-industrial. They were composed primarily of the raw material producing agriculture. It had previously supplied raw jute to the jute mills located around Kolkata. West Punjab was the most important component of West Pakistan. After 1947 East Pakistan inherited a very small share of the industries of Bengal. East Pakistan got none of the 108 jute mills, 18 iron and steel mills and 16 paper mills of Bengal. Only 90 of Bengal's 389 cotton mills, 10 of its 166 sugar mills, and 3 of its 19 cement factories fell in the territory of East Pakistan. The industrial development policy of the government of Pakistan encouraged the manufacture of arms and ammunition, hydroelectric power; and telephone, telegraph and wireless reserved for the state and encouraged the private sectors to come up with industrial ventures in all other sectors. Twenty-four industries including jute, textiles, silk and rayon were subjected to central planning. The government created the Pakistan Industrial Development Corporation (PIDC) and Pakistan Industrial Finance Corporation to promote industrialisation. PIDC made significant contributions to the establishment of industrial units in sectors such as jute, paperboard, cement, fertilizer, sugar, chemicals, textile, pharmaceuticals, light engineering and shipbuilding.

Pakistan's early industrial development in the fifties was based on import substituting industrialisation under tariff barriers and an overvalued exchange rate. After the first easy phase of import substituting industrialisation, industrial strategies evolved into a more coherent industrial policy in the sixties. Pakistan managed to kick-start industrialisation in this period given its unpropitious initial endowment. The acceleration of industrial growth rate in Pakistan was significant in the early sixties when it adopted industrial policy. However, the benefits of that policy went largely to the people of the then West Pakistan and Bangalees were not prepared to take the advantage. Moreover Bangalees were deprived of facilities through different forms of disrimination.

The early stage witnessed a policy of state control and state sponsored economic activities and there were ideological changes in Bangladesh and global scenario. The industries marked by notable development in Bangladesh in the mid-1980s include shipbuilding, automobiles assembly, oil refinery, insulators and sanitary wares, telephone equipment, electrical goods, televisions (assembly), cigarette, and vegetable oil. The country achieved a significant success in developing garment industry in last three decades.