The challenge of developing soft skills

Knowing how to get along with people and displaying a positive attitude are crucial for success

The purpose of this article is to shed some light on the following questions:

1. What do we mean by soft skills?

2. How do soft skills differ from other thinking (Cognitive) skills?

3. What are the theories that underpin soft skills development?

4. What are some different methods of teaching and learning soft skills?


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Organisational diagnosis & intervention in an SME

When SME starts growing rapidly, they face the problems and pangs of evolving from being entrepreneurial / proprietorial firms into professional organisations

When SME starts growing rapidly, they face the problems and pangs of evolving from being entrepreneurial / proprietorial firms into professional organisations.


This case study is about organization development initiatives undertaken at one such manufacturing SME, Twin Engineers Pvt. Ltd. (TEPL) located in Pune MIDC area, based on the diagnostic study conducted by the author

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Balanced Scorecard And Strategy Focused Execution

This paper describes the approach to developing and implementing a Balanced Scorecard for enterprise performance management.

The ability of an organization to execute its strategy is directly proportional to its ability to understand and communicate the strategy. The most successful tool for articulating, implementing, and managing the overall business strategy is the Balanced Scorecard. The Balanced Scorecard (scorecard for short), developed in 1992 by Dr. David Norton and Robert Kaplan, has gained global acceptance as a powerful framework to help leaders define and rapidly implement strategy. This is accomplished by translating the corporate vision and strategy into a set of strategic objectives that drive behaviour and performance. 

 

Traditional performance measures are insufficient to gauge performance and guide organizations in today’s rapidly changing, complex economic landscape. Organizations need to link performance measurement to strategy, and must measure performance in ways that both promote positive future results and reflect past performance. 

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EI in the Indian Education Context

Emotional Intelligence in the Indian Education Context

ABSTRACT: Emotional intelligence (EI), the recent origin concept in the field of social and Behavioural science, is getting more and more popularity in research, business and recruitment purpose. Low predictability of IQ score in real life situation and workplace gave birth the new concept. We have seen that someone who are incredibly bright and intelligent yet cannot seem to pull their life together. As the pace of change is increasing and world of work is making ever greater demands on a person’s cognitive, emotional and physical resources, this particular set of abilities are becoming increasingly important. Since majority of the concerns in organization involve people in different roles, emotional intelligence must become a determining factor for their effective management. Its importance and relevance in various fields is being scientifically researched and asserted. Yet, the cross-cultural relevance of the concept still remains an unexplored area. In this present paper attempt were made to make a clear understanding regarding the concept, nature, models and implication in the field of education, which will be helpful for in the field of education (in classroom). Though this concept is popular in western country, Indian views regarding EI has also been analysed in this present paper.

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Making an Emotionally Intelligent Workforce

Current interest in emotional intelligence quotient (EQ) has raised the question whether it is possible to improve the social and emotional competence of adult workers.

Current interest in emotional intelligence quotient (EQ) has raised the question whether it is possible to improve the social and emotional competence of adult workers. Research in training and development, sports psychology and behavioural change suggests that it is possible. However, it is observed that the typical approach used in corporate training programmes is usually flawed. Social and emotional learning is different from cognitive and technical learning and it requires a different training and development approach.

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