The COVID-19 pandemic has been around us for more than a one and a half year now. Individuals infected with the novel corona virus second phase disease have shown a wide range of symptoms, from mild and moderate, to severe or critical.

India is currently going through the worst phase of second wave of COVID-19 in which so far affected more that 2,2 Crore people and the death toll is more that 2.5 lakh  as on date and is increasing at the rate of 8-10 % daily. On 8^th May 2021 alone new cases detected were more that 4.12 lakh .

This second wave virus is said to be more infectious than it was previous version showing, symptoms of fever , shortness of breath, cough, headache, body aches, sore throat, a loss of sense of taste or smell, nasal congestion, fatigue, and muscle soreness and most dangerous drastic fall of blood oxygen level, leading to the  crisis of availability of Oxygen in almost every hospitals pan India. 

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We are thankful to  more than 40 countries in the World like USA, Britain, Germany, Italy, European Nations, UAE, Israel South Arab, etc  who came forward with all support of Medical equipment like Oxygen Plants, Oxygen Concentrator, PPE Kits, Masks and Medicines etc at this time of crisis 

 New symptoms of the Covid-19 second wave infection
1. Shortness of breath:  difficulty in breathing, is one of the early symptoms of corona virus, predominantly seen in infected patients during second wave

2. Diarrhoea: Diarrhoea or loose watery stools is one of the widespread symptoms seen in COVID-19 patients during the second wave. Reports suggest most individuals affected with COVID-19 complained of persistent diarrhoea with an average duration of 5 days

3. Tightness in the chest: chest pain, pale or blue-coloured skin, a sudden loss of speech or movement, or new confusion, seeks medical care immediately.

4. Fever and Headache: Sudden fever and headaches can be a symptom of COVID-19. A normal headache that continues for a long time and does not subside with painkillers is being reported as one of the newer symptoms seen during the second COVID-19 wave.

5 Sudden fall of Oxygen Level: This is most dangerous and 5 % victims are pray to it, if not managed then the patient is bound to die. In some of the cases, it is reported even Heart attack, which becomes unmanageable and at times leading to death of the patient

6. Dryness of mouth: Saliva is the watery, frothy substance produced in your mouth that helps in digestion and keeps your teeth and mouth moist and healthy. When sufficient saliva is not produced by the concerned glands it leads to a condition called dry mouth, which can lead to tooth and gum diseases and make you susceptible to infections. 

Similarly there may be more symptoms and side effect in patient due to Corona second wave out of which some may be unreported. In fact there is a fear of survival /getting affected of Corona amongst every citizen. This is an un precedential situation, which we never faced.

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Govt Initiatives to control the spread of Corona second wave;

Although on Jan  2021 the result of SERO Survey revealed/ indicated the spread of Corona, in near future, but both Central and State Governments did not take it seriously, nor could they read between the lines. The government’s own National-level serological survey conducted in December 2020 ,to get an idea about the percentage of the population with antibodies against Covid-19 indicated that only a fifth of the sample had been infected in the past, leaving the majority susceptible to the corona virus.

That meant a second wave was a possibility.  But the Central Govt did not pay serious attention and the society became victim to it. In fact Govt was busy in managing assembly election in West Bengal, Conducting famous “Kumbh Snan” at Haridwar, Panchyat Election in the state of UP etc which could have been deferred easily, if not to stop, but decrease the impact of spread of Corona second wave.

Now Govt is concerned seriously to stop the spread of this killer Virus and taking appropriate steps like, accelerating the vaccination programme for all adult, increasing the bed capacity of hospitals, initiating new corona hospitals, managing the supplies of medicines, increasing the Oxygen manufacturing, supplies of Oxygen at every hospital , Partial Lock down, educating everyone to follow  corona protocol like physical or social distancing, quarantining, ventilation of indoor spaces, covering coughs and sneezes, hand washing, and keeping unwashed hands away from the face.

The use of face masks or coverings has been recommended in public settings to minimise/contain the risk of transmissions of Corona Second wave. Some states have started heavy penalty for violating the same, Like, Delhi, UP, Karnataka etc 

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Fixing Responsibility for Worldwide Human and Economic Losses;

For such a mass scale pandemic catastrophe worldwide in which as on date
32,85,458 people have lost their precious lives and more than 15.6 Crore are still suffering, and in India 2,48270 people died and 2.3 Crore people are still sufferings , the responsibility to be fixed is the demand of the day. There are two types are responsibility to be fixed.

1.  At Country level  lack of preparedness to fight with the menace of Covid-19, both first and Second phase, which sudden erupted from the Virology labs at Wuhan, China during Aug-Sep 2019, nor the countries could imagine the magnitude of Covid virus to be so dangerous which could mutate itself and take lives of millions. Even the most powerful country USA after the spread of Corona Virus first phase, lost more than 22.6 lakh precious lives.
2.  The China (PRC) should be squarely being held responsible for the Worldwide Genocide and unprecedented Economic loss.  There are 

many reasons to belief ;

1.  After the spread of Corona Virus in Wuhan during Aug-Sept 2019, why China did not inform the World that deadly Virus got leaked from the lab no 4 of the Institute of Virology, Wuhan. That time China brought out a theory that it has erupted from bat, from the nearby Vet market. On inquiry it was found that bats were never sold at that Vet market. In fact the virus got leaked while doing research/genetic engineering on bat with the objectives to create a biological weapon at Wuhan lab to control and damage the World community. World Health Organisation (WHO) Tedros Adhanom, Director-general is to be also held responsible as to me, it was in his knowledge, but he did not inform the World. It may be due to the reason that he was made Director General of WHO, with the support and mercy of China.
2.  After the spread of Covid-19, at Wuhan, China could contain its effect within Wuhan, and it did not spread to Beijing which is at a distance of 1153 KM and Shanghai at 840 KM. 
3.  After the spread of Covid Virus during Nov 19, why China operated its commercial flights  from Wuhan to different part of World, like, USA, UK, Italy and other EU countries  with the intention to spread the killer Covid virus Worldwide. More than 25 commercial flights daily to different part of the World, which was deliberately oprtared to spread killer virus. Another reason in a panic, many countries operated flights to Wuhan, to rescue their own citizen.

Having got many reasons to belief that this was the deliberate act of China to weaken the rising economy in the World, China should be held responsible for mass scale genocide. The World affected Community has following options to take

1.   Strip of all Trade relations with China, come what may. If it is not possible at present then make a strategy to taper off to zero within  two to three years, to weaken the economy of China
2. Countries having their manufacturing facility at main land China should develop plan to shift the same to any part of Globe within a span of two years maximum.
3. Seize all Chinese Cargo at the sea port Worldwide, if possible. We should not forget when Philippines filed a court case at the International Court of Justice against making of a Chinese Military base, by reclaiming land  at South China Sea by China, the Court verdict was against China, and the full bench passed an order to vacate the South China Sea, then the China Government  replied that they do not care for the ICJ verdict. 
4.  All super powers should get unite and ask for the compensation otherwise face the retaliatory action for the same. The purpose is to weaken the economy of China, which may lead to hunger and civil war at China

If the World Community fails to take any action, this time then we should all be ready to face another similar threat from China 

The task ahead 

Presently the World community should pay attention towards the mitigations of their people sufferings at present, by strengthening / augmenting the all types’ of medical care and save the lives of its people. At the same time accelerate in immunisation programme.

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Today we are happy to learn that US has covered 80 % of its citizen in giving vaccine. Other Countries are also trying but the biggest constraint is the availability of Vaccine. Presently there are 13 Vaccine manufacturers Worldwide, including China, which is not able to supply enough vaccine to cover the entire populations of World.

The present World Population is 750 millions and the present rate of production of Vaccine will not be able to cover even in 3-4 Years. In the case of India where there only two Vaccine producing plants, one at Pune, The Serum Institute of India, having tie up with AstraZeneca a British-Swedish multinational pharmaceutical and biotechnology company with its headquarters at the Cambridge Biomedical Campus produces COVISHIELD and another is

COVAXIN , India’s first indigenous COVID vaccine is developed by the corona vaccine manufacturer Bharat Biotech based at Hyderabad. The production capacity of both the plants are 8 Crore doses   per month. The Govt of India now has taken a decision to allow taking Vaccine from the age of 18 plus years onward. Under this situation even if we have a target to cover 80% of 135 Crore people, that comes out to be 106 Cr, out of which so far we have covered only 20 Cr people ( 04 Cr both the doses covered)  then we need 86 Crore people to be covered for that as per the above  production capacity it will take more than a year to cover first dose to 80% of population. By the time Corona Virus will create havoc. 

To augment the production there is a constrain of Intellectual Property Right (IPR)  as agreed in World Trade Organisation(WTO) during 1994.To  find a solution for speedy supply,  Government of India, has already raised the issue of temporary suspension of IPR clause, to give other companies to produce the vaccine and fulfil our requirement. 

Mr Joe Biden President of USA and Australia has agreed with the proposal given by Mr Narendra Modi, PM, India, but Germany has expressed its own reservation. However India will take up the matter next week with the European Counterpart. If this succeeds then supply of Vaccine may be accelerated by giving permissions to produce to other Pharma companies. India has got more than 3000 Pharma company and even if 10 %  Pharma Company agrees to produce then the Vaccine shortages could be augmented.

After all in the case of IPR we are paying approximately $2.3 per dose which comes out to be Rs 170 per dose to the original company. So temporary suspension of IPR clause may provide relief at the time of present crisis. In fact   we have to increase our expenditure of GDP in Health Care Sector from 1.2% to 5 %.

By Dr.R.D.Mishra Director, Greater Noida Productivity Council, Frm Director & Head, National Productivity Council, GOI Email : rdmishra1234@gmail.com

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Although nothing is certain about the budget outcome but it is normally on the guidelines of the Economic Survey report, which was released by Dr Arvind Subramanian Chief Economic Advisor to the Govt of India. According to the report “India focussed on saving lives and livelihoods by its willingness to take short-term pain for long-term gain, at the onset of the Covid-19 pandemic.”. Other salient feature is;

1. The survey expects the Indian economy to grow by 11 per cent during 2021-22 which is close to the growth forecast of 11.5 per cent made by the International Monetary Fund (IMF). This means that the Indian GDP in 2021-22 is expected to be at 149.2 lakh crore.
2. The gross tax revenue earned by the government during the period April to November 2020 fell by 12.6% to 10.26 lakh crore which can be attributed to the contraction of the economy.
3. Disinvestment which was targeted at 2.1 lakh crore has only been 15,220 crore, 7.2 per cent of the targeted amount which according to the survey happened due to the coronavirus pandemic
4. The fiscal deficit has also gone up and as of January 8, the union government borrowed a total of 10.72 lakh crore, 65% more than what it had borrowed in the corresponding period in the previous financial year.
5. The survey points out that the economy is recovering during the second half of this year. The government consumption is expected to grow by 17%, after contracting by 3.9% during the first half. On the other hand, private consumption is expected to contract by 0.6% in the second half, after having contracted by 18.9% during the first half.
6. The only sector expected to grow this year according to the survey is the agriculture sector which is expected to grow by 3.4%.
7. 7. The Goods and Services Tax (GST) collections have also increased in the second half of the year as the monthly GST collections in December 2020 stood at ₹1.15 lakh crore.
8. 8. Bank credit growth as of January 1 stood at 6.7%. Since September 2019, bank credit growth has been in the single digits.

Given the situation, it is expected that there will be shortfall between earning and expenditure and it will be difficult job before Smt Nirmala Sitharaman , Finance Minister to satisfy the demand and expectations of all segment of society. Anyway, people from middle class do not expect any relief in the Income tax bracket, rather it is expected that rich strata people may be levied some extra taxes to recover the monetary gap, but following expectations are always there, which are as such;

1.  Increase in basic income tax exemption limit and investment limit under section 80C.

The basic income tax exemption limit needs to be increased from Rs 2.5 lakh to Rs 5 lakh. The immediate expectation is to reduce the tax burden of taxpayers. The Covid-19 pandemic has affected everyone in some way or the other. Increasing the basic exemption limit will provide tax respite to individuals, increase liquidity, and give a boost to the economy.

2. Increasing section 80D limit for individuals
   With the Covid-19 pandemic hitting hard and medical insurance coverage found to be inadequate for families, deduction for mediclaim coverage for non-senior citizens should be increased from Rs 25,000 to Rs 50,000 and for senior citizens from Rs 50,000 to Rs 75,000.
3. Deduction for remote working set-up
   Covid-19 pandemic brought about a paradigm shift in work culture. Work-from-home (WFH) has become a necessity. Budget 2021 should introduce measures which would provide certain tax benefits for employees. For example, a standard deduction of Rs 50,000 from gross income could be provided (over and above the existing standard deduction from salary) to allow for expenditure by employees who are working from home on ergonomic chairs/furniture, ..
4. Long-term capital gains on equity shares and equity mutual funds
   Long term capital gains from sale of listed equity shares and equity mutual funds is tax-exempt up to Rs 1 lakh. Further, the gain above Rs 1 lakh is subjected to tax at 10% (plus applicable surcharge and cess) without benefit of indexation. The government should look at increasing the exemption limit from Rs 1 lakh to Rs 2 lakhs for retail investor
5. Deduction for conserving environment
   With climate change being inevitable and a hot topic, incentivising use of environment-friendly products such as solar heaters, solar lamps, wind energy, bio-toilets, solar mobile chargers, etc. by individuals and households has also become necessary. Just as the government incentivised purchase of electric vehicles by providing a deduction under section 80EEB of the Act for interest paid up to Rs 1.5 lakh on loans taken, the GOI may cons 
6. Financial Provision for Pending Real Estate Projects. During Nov 2019 Govt released Rs 25000/- Cr as distressed fund to relive/Complete halted Real state projects, which were not sufficient for this huge sector which is the second largest employer which was badly hit due to Demonetisation. Coming abudget should have at least RS 50,000/- Cr allocation. 
7. Tax exception for Senior Citizen should be  Rs 10 lakh and exempltion on interest earned should be Rs 2.Lakh
8. Special provision should be for Health and Education Sector to achieve 5 Trillion Economy toward “Atmanirbhar Bharat” by 2024.

Total expenditure in budget 2020-21 is expected to be Rs 30,42,230 crore, which is 12.7% higher than the revised estimate of 2019-20. Now we have to wait for Pandora’s Box to open for Common citizens of India. However it has also to ensure that it does not breach 5 to 5.2 per cent of fiscal deficit next FY as against the expected fiscal deficit of 6.5 to 7 per cent this FY.

By Dr.R.D.Mishra ,

Director, Greater Noida Productivity Council

Frm Director  & Head, National Productivity Council, GOI

rdmishra1234@gmail.com

SHAKESPEARE in his one of the Couplets says;

” WHEN I WAS A BABY, WEPT AND SLEPT, TIME CREPT
WHEN I WAS A BOY, LAUGHED AND TALKED, TIME WALKED
WHEN THE YEARS SAW ME AS A MAN, TIME RAN.
WHEN I GREW OLDER, THE TIME FLEW “

Unfortunately, we have become slaves to our time, rather than Masters of Our Time. Time Management is a skills through which one can learn to:

• Determine which of the things you do are important, and which can be dropped
• Use your time in the most effective way possible
• Increase the time in which you can work
• Control the distractions that waste your time and break your flow
• Increase your effectiveness and reduce stress

By becoming more effective in the use of working time, one can reduce stress by:
• Being more in control of what you do
• Being productive, and secure in your job because of this
• Enjoying what you do
• Giving yourself more quality time to relax and enjoy life outside work.

The Central Shift in Attitude in “Time Management”
At the heart of the subject is a simple, but obvious, shift in focus:
Concentrate on results, not on being busy.
Many people spend their days in a frenzy of activity, but achieve very little because they are not concentrating on the right things.
This is neatly summed up in the Pareto Principle*, or the 80/20 rule. This states that typically 80% of unfocussed effort generates only 20% of results, and that the remaining 80% of results are achieved with only 20% of the effort. By applying time management, including planning, we aim to change this to ensure that we concentrate as much of our effort as possible on the high payoff tasks. This ensures that we achieve the greatest payoff possible with our investment of time.

Why don’t people manage their time?

Despite the benefits of time management, many people do not use it. This can be because:

• They don’t know about it
• They are too lazy to plan
• They enjoy the adrenaline buzz of meeting tight deadlines
• They enjoy crisis management

The problem with crisis management and tight deadlines is that while they can be fun, often they can lead to high levels of stress, a disrupted private life, tiredness and, occasionally, to failure of projects.
Mind Tools Time Management.

Time management shows you how use your time in the most effective way possible.

It concentrates on the following ‘how to’ areas:
• Evaluating your use of time
• Focusing on your priorities
• Planning for effective use of time
• Using time more effectively
• Creating more time
• Avoiding distractions

Tools of Time Management

• The Activity Log
• Delegation
• SWOT
• Reading Skills
• Writing Skills
• Phone Skills
• Prioritised To Do
• Time assessment, and
• PERT

How do you spend your day ?

Memory is a very poor guide when it comes to assessing how you spend your time – it is too easy to forget time spent talking to colleagues, making coffee, eating lunch, etc. It can also function poorly when you are at a low ebb during the day.
You may also be unaware that your energy levels may vary through the day – most people function at different levels of effectiveness at different times. This may be caused by the amount of sugar in their blood, the length of time since they took a break, routine distractions, stress, discomfort, etc.
How to use an Activity Log to find out.

A revealing technique is to keep an Activity Log for several days. Without modifying your behavior, note down the things you do as you do them, from the moment you start working. Every time you change activities, whether opening mail, working, making coffee, dealing with colleagues, gossiping, going to collect paper from a printer, etc., note down the time of the change.

As well as noting activities, it is worth noting how you feel, whether alert, flat, tired, energetic, etc. This should be done periodically throughout the day.Analyzing your log Once you have logged your time for several days, analyse the log. You may be alarmed to see the length of time you spend opening mail, talking to colleagues, dealing with disruptions, or doing low value jobs!

Safety Management in Organisations(Opens in a new browser tab)

You may also see that you are energetic in some parts of the day, and flat in other parts. A lot of this can depend on the rest breaks you take, the times and amounts you eat, and quality of your nutrition. The activity log gives you some basis for experimenting with these variables.
How should you use your time?
An important part of focusing on results is working out what to focus on! Many people work very hard all day doing little jobs that do not actually affect the quality of the work they do.

This section concentrates on three areas – clarifying what you enjoy, working out what your strengths and weaknesses are, and working out both what your job is and what constitutes excellent performance.
What would you like to spend your time on?

It is important for your own quality of life that you enjoy your job. If you know broadly what you like and dislike, you will be more able to move your job towards doing things that you enjoy. This is important as you are much more likely to do a job efficiently and effectively if you enjoy it than if you loathe it.

What do you do well?

It is important to know what your talents and weaknesses are. A good way of doing this is to carry out a SWOT analysis. This provides a formal approach to evaluating your strengths and weaknesses, and the opportunities and threats that you face.

Job Clarification…

One excellent way of ensuring that you concentrate on the right things is to agree them with your boss!
You should ask the following questions:
• What is the purpose of the job?
• If possible this should be expressed in a single sentence starting with the word ‘To..’ – e.g. ‘To ensure effective distribution in the South East’
• What are the measures of success?
• Work out how he will be deciding whether you are good at your job or not.

Find out what the key targets to be achieved are, and how they will be measured.
• What is exceptional performance?
• Find out what this is considered to be, and work out how to achieve it.
• What are the priorities and deadlines?
• So that when work builds up you know what to focus on.
• What resources are available?
• This ensures that you are using all the tools at your command.
• What costs are acceptable?
• This lets you know the boundaries within which you can move.
• How does this relate to other people?
• What is the broader picture within which you have to work?

Getting answers to these questions and referring to them frequently should help to ensure that you do your job in precisely the right way. You know what exceptional performance is, and will be able to plan to achieve it using all the resources available, within the correct bounds.
Getting the most out of meetings.

Meetings can be effective ways of sharing information or reaching a decision. They can, however, be ineffectively run in a way that swallows up your time without giving a sufficient benefit.
Just as jobs that you do have a cost, the meetings that you attend have a cost, not only of your time but also that of the other attendees. You should ask yourself whether the benefit of the meeting has been worth the time invested in both the meeting and the preparation for it. Was your contribution worth your investment?
This section explains how to run a meeting in the most effective way possible, and then how to get the most out of meetings that you attend.
Running Meetings.

.This section gives a series of recommendations that should help you to run effective meetings

1. Hold meetings only when trigger events occur
   Regular meetings are often little more than a security blanket, where the convenor feels vaguely that ‘it is a good thing to communicate’ with only vague ideas what to communicate about. Time is routinely made available for discussion, so discussion will expand to fill it whether this is cost-effective or not.
   In many cases it is much more effective to agree to hold meetings only when specific trigger events show them to be necessary. As an example, a manager may propose a meeting when he or she projects that resource difficulties may be encountered, and needs a decision on how to handle this.
   By scheduling meetings to occur on trigger events, you can ensures that time is invested in the solution of a problem only when it is needed.
2. Use the Agenda Effectively
   The agenda of the meeting shows the aim of the meeting, and points of discussion in priority order – effectively it is a To Do List for the meeting.
   Using an agenda helps to focus the meeting, stopping it drifting off-topic. If you circulate it sufficiently far in advance, it allows people to prepare fully for the meeting so the meeting does not stall for lack of information.
   Where many people are to attend the meeting, it may be beneficial for a small expert subcommittee to meet to prepare the agenda.
3. Setting the time of the meeting
   You can usefully change the timing of the meeting depending on the habits of the attendees:
   • Where people tend to waffle excessively, you can schedule the meeting just before lunch or going home. This gives people an incentive to be brief
   • Alternatively where other people are time conscious, writing the cost per minute of the meeting on a flip chart can have a focusing effect.
   • Where people tend to turn up late, start a meeting at an unusual time, e.g. 19 minutes past the hour. This seems to improve punctuality.
   • If possible, ensure that the meeting starts on time – where it starts late, time of all the attendees is being wasted waiting for the start. If late-comers are not critically needed, start without them.
4. Other Useful Techniques
   These points can also improve the effectiveness of a meeting:
   • You should only bring the minimum number of attendees to a meeting – the more people are present, the more will want to air their views. Similarly, bringing people who are not needed to a meeting wastes their time.
   • Ensure that decisions taken at previous meetings have been acted on. This ensures that the meeting will not just be seen as a ‘talking-shop’.
   • At the end of the meeting, summarise the points discussed, and make an action plan out of the decisions taken. This ensures that everyone understands what has been decided, and who will do what.
   Attending Meetings
   When you attend a meeting, ensure that you do not waste other people’s time. To this end, you should be:
   • on time, and present only if needed
   • well prepared and briefed on your contribution
   • attentive to the discussion so that your contribution does not repeat someone else’s
   • involved in the discussion
   • and brief, relevant, focused and courteous in your interventions.
   Meetings can be effective ways of reaching decisions, however they can also be huge wastes of time. When you invest time in a meeting, you should expect a sufficiently large pay-back to justify that investment.
   If you are running a meeting, use an agenda to focus discussion. Use the time set for the meeting as a tool for getting around bad habits of attendees if necessary. Summarizing the meeting with an action plan ensures that everyone knows what has been decided.
   If you are attending a meeting, ensure that you respect the time of other attendees by being well prepared, attentive and concise.
   Using Waiting Time Effectively.
   If you need to travel to meet people often, or need to liaise with people who have a highly structured day, you may find that you spend a certain amount of time waiting. This is time that is often wasted. Similarly if you have to be present for an appointment at a specific time, you may have to leave a large amount of contingency time. If your journey goes well you may have to spend a lot of time waiting at the other end.
   Unfortunately some idiots may also play power games with you by keeping you waiting to try to gain advantage. Good use of waiting time can help to reduce the advantage.
   The following points can help you to use waiting time effectively:
   • Confirm the appointment the day before. This reminds people that you will be coming where you have arranged it many days in advance.
   • Try not to arrive at the site of the meeting more than 5 minutes early. Doing so gives the impression that you have time to waste.
   • Try to leave arrival times approximate. This gives some margin of error should you be held up, and means that you can set out for the meeting later.
   • While you are waiting keep busy – not only do you get more work done, it also looks better.
   • If people keep you waiting more than 15 minutes they may be playing power games. If you can afford to leave after 15 minutes, tell your contact’s PA that you are about to leave. This gives the contact a chance to come out to meet you or explain the delay. If he doesn’t, leave. If you can’t afford to leave after 15 minutes, then keep working!
   Improving the quality of your time
   It is important for you to understand that you function at different levels of effectiveness at different times of the day.
   If you have kept an activity log for a number of days, you may see that a pattern emerges of times when you think clearly and effectively and shift a lot of work. There may be other times of the day when you feel flat and tired. You may find that the quality of your work suffers during the less energetic part of the day.
   You can use this information to schedule work. Important work or activities that need creativity and intelligence should be scheduled for the time when you are most alert. Routine or mundane tasks should be carried out during the periods of low energy.
   Eating Patterns, Rest and Energy
   You may find that your energy levels throughout the day are driven by your eating patterns. Having a good breakfast with plenty of carbohydrate will keep your brain supplied with sugars for the early part of the day. You may find that these sugars fade sharply by mid-morning as your body reacts to high levels of sugar by burning it faster, and then finds the supplies running down. Some people find it useful to have a mid-morning snack to avoid this. Other people recommend eating protein (e.g. an egg) at breakfast. This seems to delay the energy dip.
   On the other hand, eating a large lunch seems to divert blood from your brain to digestion – you have probably felt the desire to go to sleep after a heavy meal. This will be much worse if you drink alcohol at lunch. Alcohol is a sedative. You may also find that energy levels are dependent on whether you take rest periods or not. If you work through the day with no breaks, you may find that you fade badly during the end of the afternoon. Often taking a lunch break will allow you to start the afternoon refreshed for quality work.
   With intelligent eating and adequate breaks you may find that you can extend the amount of quality time available to you in a day quite significantly.
   Try experimenting with different eating and rest patterns to see which ones suit the way you work. It is worth trying each approach for a few days before trying another to make the experiment more reliable, as this helps to minimise the effect of random events.
   Good time management is one of the core differences between effective and ineffective people. At the heart of good time management is the shift of focus of concentrating on results, not on being busy.
   We started looking at your use of time management by:
   • Using an activity log to evaluate your use of time, and your energy levels at different times of the day.
   • Knowing how much your time is worth, and hence which tasks should be avoided, dropped or delegated.
   • Determining and agreeing what is important for success in your job, and what constitutes exceptional performance
   • Setting the goals and plans that will lead you to that success
   We then looked at ways in which you could use your time most effectively by:
   • Doing important work in quality time,
   • Eating properly and resting effectively so that you spend more time performing well,
   • Running and attending meetings effectively,
   • Using time spent waiting,
   • Using traveling time effectively,
   • Improving reading skills,
   • Dropping unwanted tasks, and
   • Using delay effectively.
   We saw how we could create more time by:
   • Delegating Effectively,
   • and Getting up early!
   And then looked at controlling the distractions that interfere with effective work by:
   • Getting rid of unwanted jobs,
   • Blocking unwanted visitors
   • Letting people know when you do not want to be disturbed, and
   • Handling phone calls effectively
   By effective use of these basic skills, you can ensure that:
   • you are successful in your job, as you know exactly what is expected of you, and concentrate explicitly on those things
   • you can become more in control of what you do
   • you are productive and therefore secure in your job
   • you can plan and move into job areas that you enjoy
   • and that you can avoid staying late at work, giving yourself more quality time to relax and enjoy life outside work.

पत्रकार राम दत्त त्रिपाठी ने इस विषय पर मैनेजमेंट गुरु डॉ आर डी मिश्रा के साथ चर्चा की…

टाइम बहुत ही मूल्यवान होता है,टाइम एक ऐसी चीज़ है जो कि बेहद कीमती है, लेकिन कई बार ऐसा होता है कि हम उसको पकड़ के रख नहीं पाते। अक्सर देखा गया है कि जो अपने टाइम को अच्छे से मैनेज कर लेता है वो अपने सारे काम ठीक तरह से कर लेता है, इसलिए टाइम मैनेजमेंट बेहद जरूरी है।

टाइम को मैनेज करने से अच्छा होता है कि हम अपने काम को मैनेज करें, टाइम अपनी रफ़्तारा अपनी गति से चलता है, यह आपके ऊपर है कि आपको धीरे चलना है या तेज…
धीरे अगर आप चलेंगे तो टाइम निकल जायेगा इसलिए टाइम को मैनेज करने से अच्छा है कि आप अपने काम को मैनेज करें टाइम के अनुसार।

We are SLAVES to our TIME….हमें टाइम का आदर करना चाहिए ना कि उसका उल्लंघन, जैसे हम पैसे का करते हैं….
किसी ने कहा है….. “TIME AND TIDE WAIT FOR NONE”….हमें टाइम का भी आदर करना चाहिए क्योंकि अक्सर ऐसा देखा गया है और लोग भी कहते है कि – ” जवानी खेल में खेला और बुढ़ापा देख के रोया”….तो बुढ़ापे में रोने से अच्छा है कि हूँ जवानी में अपने टाइम को
अच्छे से बाँट ले और अपने काम टाइम के अनुसार करें।

70 साल की ज़िन्दगी…

समय बहुत ही मूल्यवान है, अक्सर देखा गया है अगर आपकी ज़िन्दगी 70 साल की
है तो आप 24 साल तो सोने में गुजर जाता है, पढ़ाई में लगभग 10 साल लग जाते हैं, बीमार में 6 साल चले जाते हैं, 6 साल छुट्टियों में चले जाते है,
यात्रा करने में 5 साल बीत गए, खाना खाने में 4 साल लग गए, तैयार होने मे 3 साल लग गए हैं…और 10 साल हम काम करते हैं मतलब 70
साल की ज़िन्दगी में हम केवल 10 साल देते हैं…..इसलिए टाइम को बर्बाद ना करें, बस अपने समय को अच्छे से मैनेज करें और काम करें।

सबसे पहले आपको यह जानने की कोशिश करनी चाहिए कि आपका टाइम बर्बाद कहाँ हो रहा है और अगर बर्बाद नहीं हो रहा है तो टाइम बच क्यों नहीं रहा है.,
….अगर अपने यह मूलमंत्र जान लिया तो आपको पता चल जायेगा कि आपका समय कहाँ बर्बाद हो रहा है और इसको आप कैसे रोक सकते हैं……

ऑफिस कांटेक्ट कि अगर बात करें तो अक्सर जो लोग टाइम को अच्छे से इस्तेमाल नहीं करते या बर्बाद करते हैं वो अक्सर फंसे रहते हैं,
कोई भी काम उनका समय पर नहीं होता है और वो अक्सर परेशान रहते हैं। इसलिए टाइम का मैनेजमेंट बेहद जरूरी।

कोरोना वैक्सीन पर आम लोग क्या सोचते हैं!(Opens in a new browser tab)

टाइम लौग बनाने कि जरूरत क्यों है??

तीन तरह के टाइम मैनेजमेंट होते हैं जैसे कि सोशल टाइम मैनेजमेंट ताकि हम सोशलिसेशन कर पाएं , पर्सनल टाइम मैनेजमेंट खुद के लिए परिवार के लिए
और आर्गेनाइजेशनल टाइम मैनेजमेंट,ताकि हम अपना टाइम ऑफिस के काम या बाहर के काम कर पाएं, हम डीसाइड कर पाएं इम्पोर्टेन्ट काम कौन सा है और
कौन से काम में कितना वक़्त लगना चाहिए, समय मैनेजमेंट हमें बताता है कि हमें किसको कितना टाइम देना चाहिए।

Productive time and Non productive time….जैसे चीजों के बारे में जानने के लिए हमारा वीडियो देखिये ,देखने के लिए क्लिक करें ; लाइक करें , सब्सक्राइब करें और मित्रों से शेयर भी करें और सीखें कि क्यों ज़रूरी है टाइम मैनेजमेंट।

घरेलू बजट बनाना जरूरी होता है या नहीं?

डॉ आर डी मिश्रा…

हमारा मानना है कि ज्यादातर घरों में बजट बनाया जाता है। बजट एस्टीमेट होता है रेवेन्यू एक्सपेंसेस का । सरकार का बजट भी इसी बेसिस पर होता है कि एस्टीमेटेड रेवेन्यू आगे साल का क्या होगा और एस्टीमेटेड रेवेन्यू हम कहाँ- कहाँ एलोकेट करेंगे ।

फैमिली बजट में भी यही टेक्निक इस्तेमाल होती है कोई अलग चीज नहीं है . हम लोगो को पता होता है कि हमारी अर्निंग कितनी है, सैलरी हो या बिज़नेस ।

कृपया देखें और चर्चा सुनें :

बजट इस ऑलवेज फॉर द फ्यूचर..

आने वाले समय में हमारा कौन सा एस्टीमेटेड एक्सपेंसेस होगा, उसको कैसे हम खर्च करें ताकि ना ही डेफिसिट हो और ना ही बहुत ज्यादा सरप्लस हो । सरप्लस हो जाये उसमे कोई बड़ी बात नही है । लेकिन इसमें शॉर्टऐज नहीं होनी चाहिए । कभी -कभी अन एक्सपेक्टेड खर्च आजाता है जिसकी वजह से दिक्कत हो जाती है….
बजट हर परिवार को बनना चाहिए । बजट सबसे ज्यादा मिडिल और लोअर मिडिल क्लास को बनना चाहिए ।

बजट बनाते समय कुछ बातों का ध्यान ज़रूर रखना चाहिए ।

1)- आपका इनकम क्या है?
2)- आपकी फैमिली साइज क्या है?
3)- आपकी लाईबिलिटीज क्या है?
4)- आपका लाइफ स्टाइल क्या है?

आपकी लाइफ स्टाइल के ऊपर डिपेंड करता हैं कि आपका बजट कैसे बने । सबसे महत्वपूर्ण चीज़ जो आती हैं वो फ़ूड और टैक्सस होता है । 40-50%खर्चा इसमें हो जाता है।
फिर आता हैं ट्रांसपोर्टेशन जैसे कि ऑफिस जाना है मार्केट जाना है आदि। तेल के दाम की रफ़्तार जिस स्पीड से बढ़ रही है उसमे कई लोगों का बजट बिगड़ने लगता है। दूसरी चीज़ है घरेलू गैस जो कि पिछले महीने 100 रुपए बढ़ गया। यह सबसे ज्यादा जरूरी चीजें हैं।

इसके बाद आता है हेल्थ केयर।
हमारे हेल्थ के ऊपर कितना खर्चा आएगा इसके लिए पैसे हमेशा रखना चाहिए । टैक्सस की लाइबिलिटी बहुत बड़ी चीज़ है। और भी अलग अलग एक्सपेंसेस जैसे कि इन्सुरेंस, क्रेडिट कार्ड… लोग कभी कभी क्रेडिट कार्ड से खरीद लेते हैं कि बाद में देना पड़ेगा और कभी नहीं दे पाते हैं तो कभी कभी 10-15% एक्स्ट्रा चार्जेज देने पड़ते हैं….यह आपके बजट को बिगाड़ देता है।
इसलिए हर परिवार अपने बजट को बना के चले।

अटल जी को हम इतना याद क्यों करना चाह रहे हैं ?(Opens in a new browser tab)

राम दत्त त्रिपाठी – आजकल हर दूसरा आदमी लोन लेता है, लोन का चलन बहुत है मार्केट में…जैसे कि कार का लोन, घर का लोन, टीवी का लोन, शादी का लोन… लोन ही लोन….. जिसकी वजह से नई जनरेशन EMI ही देती रहती है।
इसमें क्या करना चाहिए… लोन लेकर सुख से जिओ और EMI भरते रहो…. कितने हद तक यह सही है? क्या सलाह देंगे आप?

डॉ आर डी मिश्रा– यह कल्चर लोन लेने का बाहर के देशों में चालू हुआ….अब यह हमारे देश में भी आ गया है…क्रेडिट कार्ड डेबिट कार्ड का ट्रांजेक्शन चालू हो गया है… अगर आप बिना सोचे समझें कुछ भी लोन पर लेते हैं तो उसकी वजह से बर्डन तो आपके ऊपर पड़ता है काफी हद तक पड़ता है। बहुत सारे लोगों सुइसाइड करते हैं किया क्योंकि वो लोन नहीं चुका पाते। क्रेडिट कार्ड, डेबिट कार्ड लेते समय यह ध्यान रखना चाहिए कि हमें चादर से ज्यादा पैर नही फैलाना है यह आपके बजट को बिगाड सकता है।

अक्सर ऐसा होता है कि जब आपका बजट बिगड़ता है या फिर कर्जा बढ़ता है तो अक्सर आप एक कर्जा उतरने के लिए दूसरा कर्जा लेते हैं और उस कर्ज को उतारने के लिए आप लाया कर्जा लेते हैं जो आपका बजट बिगाड़ता है।

मैं आपको यही सलाह दूंगा कि जब भी आप बजट बनाये तो यह देखिये कि आके बजट में सबसे ज्यादा ज़रूरत किस चीज़ कि है। बजट के तरीके..
कैश एनवलप सिस्टम बेसिक नीड्स को पहले पूरा करें…

फ्यूचर सेविंग सबसे ज्यादा जरूरी….( ओल्ड डेज ) आजकल के ज़माने में बच्चों पे डिपेंड नहीं होना चाहिए। बच्चों को पढ़ाइये और जब वो सेटल हो जाये तो उनको छोड़ दीजिए कि वो अपनी ज़िन्दगी जिए।

राम दत्त त्रिपाठी – कितना % परसेंट अपने इनकम का साल में सेव करना चाहिए फ्यूचर के लिए?

डॉ आर डी मिश्रा- बजट आपका आपके लाइफ स्टाइल पैर डिपेंड करता है। बजट में से काम से काम 10-20% तक की सेविंग ज़रूर होनी चाहिए । आपका लाइफ स्टाइल पर डिपेंड करता है आपका बजट । बहुत लोग 2 कमरे में गुजारा कर लेते हैं.बहुत को हवेली भी छोटी लगती है तो आपका बजट आपके लाइफस्टाइल के ऊपर पूरी तरह डिपेंड करता है। फ्यूचर सेविंग थोड़ा बहुत होना ही चाहिए।

राम दत्त त्रिपाठी – क्या रोज़ का खर्च लिखना ज़रूरी होता है इसके फायदे क्या है?

डॉ आर डी मिश्रा– रफ़ एस्टीमेट तो होना चाहिए…रफ़ एस्टीमेट होने से पता होता है कि हम कहा पैर सेविंग कर सकते हैं । आपको बस यह ध्यान में रखना चाहिए कि आपका फ्यूचर सेविंग कितना है और कितने कि जरूरत हो सकती है इसलिए फ्यूचर सेविंग सबसे ज्यादा जरूरी….

बहुत लोग होते हैं कि जितना कमाया उतना खाने पीने में उड़ा देते हैं ऐसा नहीं होना चाहिए । हमेशा बजट बना कर चलना चाहिए । बनाना आसान नहीं है पर कोशिश करनी चाहिए कि बजट सही तरीके से बनाया जाये।

Safety management is managing business activities and applying principles, framework, processes to help prevent accidents, injuries and to minimize risk. The objective of a Safety Management System is to provide a structured management approach to control safety risks in operations. Effective safety management must take into account the organization’s specific structures and processes related to safety of operations. There are  four pillars or components of an effective safety management system: Viz Policy and objectives, safety risk management, safety assurance, and safety promotion.

1. Safety policy and objectives; This first pillar forms the base of an effective safety management system and consists of documentation that lays out the intention of the SMS and the company’s commitment to upholding it. There are four main elements:
2. The management commitment: A statement of commitment by the company management to providing the necessary resources, following procedures for reporting incidents, and supplying information to employees where needed. This is agreed to and signed by a responsible executive.
3. Safety accountabilities: A document that clearly lays out and defines the responsibilities of various managers and employees at different levels. This should include the appointment of key safety personnel.
4. Coordination of emergency response planning.
5. SMS documentation. All safety activities should be recorded, and the information made available to employees.

While this pillar includes a lot of paperwork and administration, it’s hugely important as it lays a foundation for the more practical aspects. It’s part of the planning process and should ensure the buy-in of management and employees alike—as well as compliance with local or national regulating bodies. All of this is very important in the highly-regulated construction industry, where a strong top-down culture of safety is critical to a safe site.

2.    Safety Audit and risk management; A crucial step to safety is identifying risks to equip those in charge to head off incidents before they happen. This applies not just in aviation but in just about any industry—even an office undergoes risk management to reduce any health and safety risks such as tripping and RSI to an acceptable level. Of course, in an industry like construction which includes some very dangerous roles, safety risk management is essential.

The process starts with hazard identification. On a construction site, this is a tall order! Knowing the hazards, however, is the only way to pre-emptively make things safe for workers—otherwise, safety measures would only be implemented after an accident or near-miss situation. Things to consider in a construction setting include machinery, heights, ladders and scaffolding, vehicles, electricity, flammable materials, exposure to heat and cold… the list is almost endless and will depend on the site and project. Hazards can be assessed according to severity and plans to mitigate risk made around these and incorporated into the SMS program.

• Safety assurance; This pillar is about evaluation—it ensures that the safety management system is constantly being evaluated and adapted to new challenges. The system should be continuously assessed, situational changes addressed, and improvements made according to feedback or audits.

These internal evaluation processes are particularly important on a construction site, where things change and develop as the project progresses. The feedback from workers on the ground is invaluable to a safety management plan, and with good safety management software that allows digital form submission, like Safety Tec’s digital safety forms, it’s easy to collect and collate the necessary information.

Safety assurance also means staying on top of new safety recommendations and regulations from any governing bodies. A safety management plan should include how the organization will respond to these.

4.     Safety promotion

Here’s where a concept we have talked about extensively regarding construction safety comes into play: safety culture. This means effective safety communication of all relevant matters to all levels of management and employees, including any changes like the ones mentioned above. This is a two-way street—workers are expected to engage with all safety procedures, encourage others to do so, and provide feedback to management whenever they come across an issue. On a construction site, toolbox talks are a big part of this pillar. When done properly and in an engaging manner, they are a fantastic venue to pass details both ways and keep everyone informed.

Another major part of the safety promotion pillar is safety training and education, a very important undertaking in construction. With a tool like the employee training matrix, safety managers can ensure that workers are achieving and maintaining the necessary or recommended certifications. Training and education are one of the best investments an employer can make in their employees. When it comes to construction safety, training courses can not only up skill people but save lives, too. Continuous improvement of safety practices is best done through a focus on training and education.

While traditionally the four pillars of safety are for aviation service providers, they make a fantastic foundation for safety management in any industry where health and safety is of a particularly large concern—like construction. They lay a solid blueprint for organizational structure and supporting documentation, hazard identification and risk assessment, continued assessment and improvement of safety practices, and a safety culture that includes plenty of training and a free flow of information between all levels of a company.

By Dr.R.D.Mishra ,

Director, Greater Noida Productivity Council Frm Director & Head, National Productivity Council, GOI

Healthcare management has become more challenging and critical after the spread of Pandemic Covid-19. No doubt health care Industry is expanding at a rate of 12-15 % per annum in India, but still it is far behind as World Health Organisation’s (WHO) benchmark of providing 3.5 beds per 1000 population where as India we hardly provide 1.3 beds per 1000 population.

Health care Management is primarily concerned with the management of Hospitals.  Hospital According to World Health Organisation (WHO) is an integral part of social medical organisation, the functions of which is to provide complete health care for the population both, curative and preventive and who reach out to the family and its home environment.

The hospital is also a centre for training of health workers and for bio-social research. Healthcare Management   relates to management and coordination of all aspects of a hospital, which may range from patient care to record keeping to inventory of medicines and cleanliness.

There are various departments in any hospital which are; Casualty, Outpatient, Inpatient, Critical care, Cardiology, Anaesthetics, ENT, Gastroenterology, Geriatrics, Gynaecology, Haematology, Neurology, Maternity/ Neonatal/ Paediatrics, oncology, ophthalmology, orthopaedics, urology, housekeeping, physiotherapy, nutrition and Dietetics, Diagnostic Imaging, Medical maintenance & Engineering, Finance,, Administration, Human Resources etc.

There are three types/layer of health system in India which is primary, secondary, and tertiary. All the above Healthcare facility may not have all the above departments. Primary Care Hospital is the day-to-day healthcare given by a health care provider.

Typically this provider acts as the first contact and principal point of continuing care for patients within a healthcare system, and coordinates other specialist care that the patient may need.

Secondary Healthcare refers to a second tier of healthcare system, in which patients from primary health care are referred to specialists in higher hospitals for treatment.  Which include District hospitals and Community Health Centre at block level.

Tertiary care refers to highly specialised treatment such as neurosurgery, transplants and secure forensic mental health services as we know hospitals like AIIMS, SGPGI, Lucknow, PGI,Chandigarh, Safdarjung, Delhi, which is the biggest Government hospital in India.

Even Health care teaching institutions and Universities are also catering to the need of health care facilities. Accordingly Healthcare Management differs as per their levels of hospitals and facilities available.

Need for Efficient Health care Management:

As we know we have got a vast population of 135 crore,growing @ 1.08 % per annum with limited health care facilities, as we lacked a proper Growth model in this sector.

Although India has a vast health care system, but there remain many differences in quality between rural and urban areas as well as between public and private health care.

Still doctor patient ratio is 1:1456 against the WHO recommendation of 1:1000. There are more than estimated 70 thousand public and private sector hospitals in India with the highest number of hospitals in the state of Uttar Pradesh.

There are more than 60,000 registered doctors but nos of nurses are less in number. The present Govt in September 2018, as part of National Health Policy, launched Ayushman Bharat  Govt funded health insurance scheme to cover the bottom 40% of the country’s population and offer them free treatment at Secondary  Tertiary case and  even at private hospitals.

This facility is being extended as AB PM-JAY to cover middle class population. This is a welcome step as still India is one of the least insured countries in health sector.

This will certainly add the dimension of the requirement of health care facilities at arapid scale,which may lead to the scarcity of health care manpower. Not only the shortages of doctors even it has 1.7 nurses per 1,000 populations, 43% less than the World Health Organisation norm (3 per 1,000).

This includes nurses, midwives, women health visitors and auxiliary nurse midwives. Overall, India has 3.07 million registered nursing personnel, government told the Rajya Sabha on March 3, 2020.

There are 542 medical colleges and 64 stand alone PG Institutes in India whose qualifications are recognised by the Medical Council of India.

Many universities are providing graduation and post graduation coursed in Health Care Management, courses for paramedical personnel, notably AIIMS(D), CMC, Vellore, Guru Govind Singh Indraprastha University, New Delhi, Armed Forces Medical College Pune etc.

Problems and Challenges in Indian Health care Organisations;

1. Lack of advancement technical equipments; Most of the PMC do not have even X-Ray machines, Madameter Oxygen flow meter etc even there is a shortage in Distt Hospitals also. As we know, one of the most noticeable health care trends of has been a shift in the incidence of diseases from predominantly communicable to lifestyle ailments and chronic non-communicable diseases. Cardiovascular diseases (CVDs) have now become the leading cause of mortality in India with a quarter of all mortality attributable to CVD, so we need cardiac unit is the Cath Lab consisting of Angiography X-Ray system in all healthcare units.
2. Poor Organisational Structure; This is evidentin most ofGovernment hospitals, particularly state run hospitals. Even lack of responsibilities and accountability leads to mismanagement of health care organisations
3. Shortages of Medical Personnel; This is apparentfrom the Doctor and Patient ratio as mentioned above. This situation became unmanageable during Covid-19.
4.  Work Over Load; This has been observed in most of the hospitals including referral hospitals uneven work load on health care worker. It requires proper manpower study to rationalise work load, for this National Productivity Council, is a pioneer organisation   which is under DPIIT, Govt of India.
5. Poor salary; Perhaps in most of the private hospitals this has been reported. Recently there was an agitation in some of the Delhi Govt hospitals, where salaries were not paid due to lack of fund. How can we expect health care worker to provide services without salary?
6. Lack of IT intervention & Cyber security; Healthcare organisations needs to be more equipped with the It facilities in PMC and SMC, & District units which constitute almost 50 % of the healthcare organisations. Payment process and invoices consumes lots of time of patient due to lack of IT facilities. Private sector hospitals have equipped to some satisfactory level, but still it can go beyond. Recently it was reported that Dr Reddy’s Lab, Hyderabad based where Russian Sputnik V vaccine clinical human trail is going on, incident of hacking took place.
7. Healthcare regulatory Control; Regulatory challenges affect healthcare organisations in two ways: one is it drives up the cost of healthcare services and second is it creates confusion among the general public, which is required to be addressed in a precise and proper manner to avoid lawsuits.
8. Hospital Workplace Violence; This has been witnessed more often, the incident of violence is perpetrated by patients, their family members and visitors on every small pretext, to healthcare staff, including doctors. Even political interference causes problems. During disaster and conflict situations, health workers may become the targets of collective violence.

To conclude,as the society is advancing, so is the challenges, but no challenges is so big that cannot be managed. During May 2019, Greater Noida Productivity Council (GNPC) had a seminar on “Health Care Management” at Mount Abu, Rajasthan. As per our part of syllabus during the conduct of programme we take participants to the visit of some renounced hospital for learning. The 22 participants were Director and Medical Superintendent from renounced hospitals of the country. I was really at a loss, what to do in such a remote area; even district hospitals may not fulfil their aspirations. Finally just in order to fulfil our commitment, I inquired any nearby hospital and I was told a  70 beded hospital named J. Watumal Global Hospital and Research Centre, managed by “Brahma Kumaris” a well known spiritual Organisations having head office at Pandav Bhawan, Mount Abu. I contacted the Medical Superintendent, a Lady Doctor from Kerala, who readily accepted our request to allow all Participants to visit their hospital. At prefixed time we all visited hospital and the visit gave us a lifetime memories to carry. The small hospital was neat and clean,meticulously managed having some patient got knee operated, some open heart surgery and the bed occupancy was 100 %. We were told that patient from far off districts of Rajasthan and neighbouring states come here for treatment. All below poverty line(BPL) card holders are treated free of cost  and for others category of patients charges were nominal. This was really a best example of Healthcare Management. If we wish to make turnaround, then nothing is impossible and we can turn the corner and establish a new benchmark in Healthcare Management..

Performance management is a continuous process of communication between a Superior and subordinates in any Organisations that occurs throughout the year, in support of accomplishing the strategic objectives of the organization.

The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results.

This is done through a systematic Performance Cycle which includes, Planning,Organising,Directing and Control,which is the fundamental functions of Management, equally applied in this case also which is as such

1.            To begin the planning process, you and your employee review overall expectations, which include collaborating on the development of performance objectives. Individual development goals are also updated. You then develop a performance plan that directs the employee’s efforts toward achieving specific results to support organizational excellence and employee success.

2.            Goals and objectives are discussed throughout the year, during check-in meetings. This provides a framework to ensure employees achieve results through coaching and mutual feedback.

3.            At the end of the performance period, you review the employee’s performance against expected objectives, as well as the means used and behaviours demonstrated in achieving those objectives. Together, you establish new objectives for the next performance period.

For this Organisation should have an effective Performance Appraisal Systems then only Performance Management will be effective and achieve the Objectives of Organisations. Some of which is mentioned as such;

1.            90 degree appraisal: This is the most basic form of performance appraisal. In this method the appraiser/manager gives their evaluation of the employee. This appraisal method does not provide any self-evaluation system to the employees. It facilitates only one way and top down communication.

2.            180 degree appraisal:This is one of the simplest ways to appraise employees. The employee evaluation process starts with self-evaluation step where the employee fills a form giving appropriate ranking to himself / herself and shares feedback on their own performance. After completion of this step, the manager discusses the self-appraisal of the employee in a review meeting. Once all the information is agreed by both the parties, including the manager and the employee, appraisal is finalized, which is more transparent.

3.            360 degree appraisal : 360 degree respondents for an employee can be his/her peers, managers (i.e. superior), subordinates, team members, customers, suppliers/ vendors – anyone who comes into contact with the employee and can provide valuable insights and information or feedback regarding the “on-the-job” performance of the employee.360 degree appraisal has four integral components: (a) Self-Appraisal: Self-appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance  (b) Superior’s appraisal: Superior’s appraisal forms the traditional part of the 360 degree appraisal where the employees’ responsibilities and actual performance is rated by the superior (c) Subordinates appraisal: Subordinates appraisal gives a chance to judge the employee on the parameters like communication and motivating abilities, superior’s ability to delegate the work, leadership qualities etc. (d) Peer Appraisal: feedback given by peers can help to find employees’ abilities to work in a team, co-operation and sensitivity towards others. This system is more transparent, but suffers with some disadvantages (i)Taking a lot of time, and being complex in administration (II) Extension of exchange feedback can cause troubles and tensions to several staff. (III) There is requirement for training and important effort in order to achieve efficient working.(iv)Sometimes It will be very hard to figure out the results.

4.            540 degree appraisal: feedback is also collected from customers or clients. It has 5 dimensions: appraiser/manager, the appraisee(self-appraisal), peers, subordinates and customer/clients. In order to survive in the current competitive market, organizations aim at achieving high customer satisfaction. Customer or client feedback helps to analyze the customer point of view and help to improve the person and the organization.

5.            720 degree appraisal System:This  appraisal system  is basically a 360 degree appraisal performed twice. A second 360 degree is performed at a timely interval and compared against the results of the first 360 degree appraisal. 720 Degree Performance Appraisal, considered an “all-round” appraisal, is one of the most recently introduced concepts. The major setback in the previous methods of appraisal was that it did not guide the employee after the appraisal hence the 720 Degree Appraisal was introduced when the employees performance is measured, analyzed and targets are set in the first appraisal and after a short period his performance is measured again and proper feedback and guidance is given to ensure that the employee achieves the target.

Performance Management through Balanced Scorecard

This concept was originally developed byDr. Robert Kaplan of Harvard Business School andDr. David Norton, a IT Consultant as a framework for measuring organizational performance using a more balanced set of performance measures.

The balanced scorecard (BSC) is a strategic planning and management system. Organizations use BSCs to: Communicate what they are trying to accomplish. Align the day-to-day work that everyone is doing with strategy. Prioritize projects, products, and services. These four perspectives are as such;

1.            The Financial perspective

Most of the organisations, Public or Private, Profit/surplus generation is the first priority without which it will be difficult to survive.  Essentially, key objective is related to the company’s financial health and performance may be included in this perspective. Revenue and profit are obvious objectives that most organisations list in this perspective. Other financial objectives might include:

•             Cost savings and efficiencies (for example, a specific goal to reduce production costs by 10% by 2022)

•             Profit Margins (increasing operating profit margins, by whatever measures)

•             Exploring Revenue sources (for example, adding new revenue source by adding new area of services etc)

2.            The Customer perspective

This perspective focuses on performance objectives that are related to customers and the market. In other words, if you’re going to achieve your financial objectives, what exactly do you need to deliver in terms of your customers and market(s)? In a competitive market Customer is Supreme. So this Customer Perspective includes

•             Customer service and satisfaction (increasing net promoter scores, or reducing response time/ waiting times, for example)

•             Market share (such as, growing market share in a certain segment or country)

•             Brand awareness (for example, increasing interactions on social media)

3.            The Internal Business Process perspective

What processes do you need to put in place to deliver your customer- and finance-related objectives? That’s the question this perspective aims to answer. Here you would set out any internal operational goals and objectives or, in other words, what does the business need to have in place and what does the business need to do well in order to drive performance? For example

•             Process improvements (for example, streamlining an internal approval process)

•             Quality optimisation (such as, reducing manufacturing waste)

•             Capacity utilisation (using technology to boost efficiency, for instance)

4.            The Learning and Growth perspective

While the third perspective is about the concrete process side of things, this final perspective considers the more intangible drivers of performance. Because it covers such a broad spectrum, this perspective includes:

•             Human capital – skills, talent and knowledge (for example, skills assessments, performance management scores, training effectiveness). It is often said human obsolescence is worse than technological obsolescence.

•             Information capital – databases, information systems, networks and technology infrastructure (such as, safety systems, data protection systems, infrastructure investments)

•             Organisational capital – culture, leadership, employee alignment, teamwork and knowledge management (for example, staff engagement, employee net promoter score, corporate culture, auditsetc)

Finally to conclude, the organisations may adopt appropriate tools of Performance management, keeping in mind, the forms of organisation, nature of operations, and its mandate in such a manner that at all stages of performance appraisals and management the principles of transparency must be taken care of without any compromise. As it is often quoted Justice should not only to be done, but it should be made apparent.

Transformational Leadership is the need of hour to accept the challenges of competition in the wake of Liberalization and Globalization. Transformational leaders can take care of Human Capital of the organization through disruptive innovation, willing to adapt to the unknown territory ahead, by motivating their Employees and achieve success.

The concept of Transformational Leadership was introduced by James McGregor Burns in his book “Leadership” in 1978, stating that there are two types of leaders in the organizations. One, who is “Transactions Leader” who focuses on results, conforms to the existing structure of an organization and measures success according to that organization’s system of rewards and penalties and another type  is “Transformational Leader” who encourage, inspire and motivate employees to innovate and create change that will help grow and shape the future success of the organizations. Today the organizations have become a highly complex entity, having   larger size of its structure; higher number of resources in any division, project, various teams to which effectively manages and produces results, is a challenge. Complexity can be due to multiple stakeholders, or multiple steps that need to be followed in a process coupled with the challenges of Globalization, where fierce competition is the order of day. Under this situation, the concept of Transformation Leadership can prove to me more functional and effective in which “Human Capital” is given due consideration. In fact most of the organizations have common resources such as, Infrastructure, Capital, Information Technology, and Human resources. The competency of human resources of organization makes a difference. So we need “Transformation Leaders” at every level of   the organizations for achieving Success, but to be very honest Transformation Leaders are in short supply in Indian Organization, this may be due to our present educational System, which need a relook. Present Government has already taken some steps in this regard. We need to transform our education system, looking in to our future challenges of the Organizations vis-a-vis need of the Society.

Why Transformational Leadership is the “Need of Hour”?

The Transformational Leaders will focus and develop amongst subordinates

1. An Inspiring Vision (Visionary Leadership)
2. Trust-Based Relationships ( for Positive Inter personal Relations)
3. Environment of Motivation (So that Employees are self motivated)
4. Decision Making with Stable emotional Intelligence
5. High Character & Moral value (Integrity beyond iota of doubt)
6. Initiative & Energetic (To accept the  challenges)
7. Ability to take Risk & Responsibility (Calculated Risk, of course)
8. Develop Technical competency (To have bird’s eye view on the Issue)
9. Good communicator / Clarity of thought
10. Spirit of Impartiality (Not to take any favor)

Finally, Transformational Leaders are capable to adopt the Culture and Environment of Organizations where they are placed and will grab the opportunity that exist in the environment. During Covid-19 pandemic, myriad opportunities to expand businesses in organizations/sectors such as e-commerce, health care organizations, pharmacy, mask making, sanitizers, immunity booster etc have gained importance, whereas other organizations such as MSME, oil companies, tourism industry, hotels, automobiles, management consultancy and training, etc suffered a setback.

In the Indian context there are various sectors in both the public and private like Scooters India Ltd, IFFCO, NPC, Zomato etc., which have shown growth. “The first step towards getting somewhere is to decide you are not going to stay where you are,” as said by J.P. Morgan. Transformational leadership can teach us vital lessons towards achieving success and set a new benchmark.