tag:blogger.com,1999:blog-29737721355726851842024-03-13T06:48:54.902-07:00Interview SkillsProdcons Grouphttp://www.blogger.com/profile/02227116214041311214noreply@blogger.comBlogger5125tag:blogger.com,1999:blog-2973772135572685184.post-16735618667095561262021-01-05T23:47:00.003-08:002021-01-05T23:47:24.816-08:00How to Get Promoted?<p><strong><span style="color: #993300;">Comprehensive and Tested Tips to Get Promoted at Work</span></strong></p><ul><li><span style="color: black;">You are “Me Incorporation”- your own organization within a larger organizational boundary. You are its owner and so, take charge. <em>Refer: (Ownership on Job) </em><a href="http://job-ownership.blogspot.com/"><em>http://job-ownership.blogspot.com/</em></a></span></li><li><span style="color: black;">Develop your personal brand equity- people should start knowing you as the best in your trade/profession. It is lots of smart and hard work.</span></li><li><span style="color: black;">Treat every job as a special project and not as a routine task or activity and deliver an excellent project, always.</span></li><li><span style="color: black;">Shed the 9 to 5 mentality. How much time you put in work is not the measure of success. What, how much and in-time delivery only will count.</span></li><li><span style="color: black;">Keep track of your accomplishments and quantify results achieved by you. Keep its record systematically and in an impressive manner.</span></li><li><span style="color: black;">And then practice self promotion appropriately to the people who matter.</span></li><li><span style="color: black;">Make yourself visible by your performance, smart and hard work.</span></li><li><span style="color: black;">Perfect your elevator pitch with the people who matter for you have the perfect background now.</span></li><li><span style="color: black;">Establish a great professional bond with your boss.</span></li><li><span style="color: black;">Make your boss look good. Help him in it.</span></li><li><span style="color: black;">Build your professional network.</span></li><li><span style="color: black;">Stay in close touch with the HR department.</span></li><li><span style="color: black;">Find mentors. Develop mentoring relationships.</span></li><li><span style="color: black;">Check periodically/frequently where you are, what’s your part in the current job and which of your strengths have brought you there?</span></li><li><span style="color: black;">Master your current job: become the perfect craftsman of your craft, let people realize that no one else can do it the way do it.</span></li><li><span style="color: black;">Keep doing the current job exceptionally well. Do your best now.</span></li><li><span style="color: black;">Check periodically/frequently where do you want to be and how will you get there? Find those extra things required out of you.</span></li><li><span style="color: black;">Therefore, add further to your value.</span></li><li><span style="color: black;">Acquire new knowledge and skills/competencies.</span></li><li><span style="color: black;">Take additional training from various sources.</span></li><li><span style="color: black;">Do work from the next level up (do a boss like or boss’s job).</span></li><li><span style="color: black;">Do more than necessary (smart way not the donkey way).</span></li><li><span style="color: black;">Do more than expected (smart way not the donkey way).</span></li><li><span style="color: black;">Take initiative and volunteer to take on (valuable or value adding) extra tasks.</span></li><li><span style="color: black;">Ask for more responsibilities.</span></li><li><span style="color: black;">Put pride, passion in everything you do.</span></li><li><span style="color: black;">Separate yourself from the crowd- the run of the mill types.</span></li><li><span style="color: black;">Act professionally all times.</span></li><li><span style="color: black;">Look presentable at all times as required for your profession.</span></li><li><span style="color: black;">Practice good manners.</span></li><li><span style="color: black;">Be a good team player.</span></li><li><span style="color: black;">Maintain positive relationships with the staff in your and other departments.</span></li><li><span style="color: black;">Enhance your leadership skills and put them to practice.</span></li><li><span style="color: black;">Groom a successor in your department.</span></li><li><span style="color: black;">See challenges as opportunities.</span></li><li><span style="color: black;">Create your own opportunities- they do not readily come on platter.</span></li><li><span style="color: black;">Watch your timing in everything you do.</span></li></ul><p><strong><span style="color: #993300;">Other Topics of Interest</span></strong></p><p><span style="color: black;"><strong><span style="color: #006600;">All Management Topics</span></strong> (<em>General Management, Marketing and Sales, Service, Operations/Manufacturing, Quality, Maintenance, Human Resources, Finance and Accounts, Information Technology, Life Management</em>)</span></p><p><span style="color: black;">The topics are listed in alphabetic order:</span></p><p><span style="color: black;">(<strong><span style="color: red;">Home Pages for All the Management Topics</span></strong>) <a href="http://management-universe.blogspot.com/">http://management-universe.blogspot.com/</a> and <a href="http://management-universe-enotes.blogspot.com/">http://management-universe-enotes.blogspot.com/</a> (<strong><span style="color: red;">Building Leadership and Management</span></strong>) <a href="http://shyam.bhatawdekar.com/">http://shyam.bhatawdekar.com</a> (<strong><span style="color: red;">Alphabetic List of All Management Topics</span></strong>) <a href="http://management-enotes.blogspot.com/">http://management-enotes.blogspot.com/</a> (<strong><span style="color: red;">Home Page for Writings of <span class="blsp-spelling-error" id="SPELLING_ERROR_4">Shyam</span> <span class="blsp-spelling-error" id="SPELLING_ERROR_5">Bhatawdekar</span></span></strong>) <a href="http://writings-of-shyam.blogspot.com/">http://writings-of-shyam.blogspot.com/</a> (5S Housekeeping) <a href="http://5s-housekeeping.blogspot.com/">http://5s-housekeeping.blogspot.com/</a> (Activity Based Costing- ABC) <a href="http://activitybased-costing.blogspot.com/">http://activitybased-costing.blogspot.com/</a> (Advertising) <a href="http://advertising-mass-communication.blogspot.com/">http://advertising-mass-communication.blogspot.com/</a> (Anger Management) <a href="http://controlling-anger.blogspot.com/">http://controlling-anger.blogspot.com/</a> (Assertiveness) <a href="http://assertiveness-skill.blogspot.com/">http://assertiveness-skill.blogspot.com/</a> (Assessment Centers) <a href="http://assessment-centers.blogspot.com/">http://assessment-centers.blogspot.com/</a> (A to Z of Management Systems) <a href="http://a-z-management-systems.blogspot.com/">http://a-z-management-systems.blogspot.com/</a> (A to Z of Quality Techniques) <a href="http://a-z-quality-techniques.blogspot.com/">http://a-z-quality-techniques.blogspot.com/</a> (Balanced Scorecard) <a href="http://balanced-scorecard-system.blogspot.com/">http://balanced-scorecard-system.blogspot.com/</a> (Basic Statistics) <a href="http://statistics-basic.blogspot.com/">http://statistics-basic.blogspot.com/</a> (Behavioral Safety) <a href="http://behavioral-safety.blogspot.com/">http://behavioral-safety.blogspot.com/</a> (Benchmarking) <a href="http://benchmarking-system.blogspot.com/">http://benchmarking-system.blogspot.com/</a> (Body Language or Non-verbal Communication) <a href="http://body-language-communication.blogspot.com/">http://body-language-communication.blogspot.com/</a> (Books- Best Management Books) <a href="http://best-management-books.blogspot.com/">http://best-management-books.blogspot.com/</a> (<span class="blsp-spelling-error" id="SPELLING_ERROR_6">Boundaryless</span>) <a href="http://shyambhatawdekar.blogspot.com/">http://shyambhatawdekar.blogspot.com/</a> (Brainstorming) <a href="http://brainstorming-technique.blogspot.com/">http://brainstorming-technique.blogspot.com/</a> (Business Ethics and Ethics in Management) <a href="http://business-management-ethics.blogspot.com/">http://business-management-ethics.blogspot.com/</a> (Business Plan) <a href="http://business-plan-document.blogspot.com/">http://business-plan-document.blogspot.com/</a> (Business Process <span class="blsp-spelling-error" id="SPELLING_ERROR_7">Reengineering</span>- <span class="blsp-spelling-error" id="SPELLING_ERROR_8">BPR</span>) <a href="http://business-process-reengineering-bpr.blogspot.com/">http://business-process-reengineering-bpr.blogspot.com/</a> (Career Planning within Organizations) <a href="http://organizational-career-planning.blogspot.com/">http://organizational-career-planning.blogspot.com/</a> (Case Method) <a href="http://case-method.blogspot.com/">http://case-method.blogspot.com/</a> (Case Studies in Management) <a href="http://corporate-case-studies.blogspot.com/">http://corporate-case-studies.blogspot.com/</a> (CEO Roles, Qualities and Competencies) <a href="http://ceo-qualities.blogspot.com/">http://ceo-qualities.blogspot.com/</a> (Change Management) <a href="http://manage-change.blogspot.com/">http://manage-change.blogspot.com/</a> (Coaching) <a href="http://coaching-skill.blogspot.com/">http://coaching-skill.blogspot.com/</a> (Communication) <a href="http://communication-for-business.blogspot.com/">http://communication-for-business.blogspot.com/</a> (Competencies- Life Management) <a href="http://shyam-bhatawdekar.blogspot.com/">http://shyam-bhatawdekar.blogspot.com/</a> (Competency Matrix) <a href="http://competency-matrix.blogspot.com/">http://competency-matrix.blogspot.com/</a> (Conflict Management) <a href="http://manage-conflict.blogspot.com/">http://manage-conflict.blogspot.com/</a> (Corporate Governance) <a href="http://corporate-governance-policy.blogspot.com/">http://corporate-governance-policy.blogspot.com/</a> (Cost Management) <a href="http://cost-management-control.blogspot.com/">http://cost-management-control.blogspot.com/</a> (Cost of Quality- <span class="blsp-spelling-error" id="SPELLING_ERROR_9">COQ</span>) <a href="http://cost-of-quality.blogspot.com/">http://cost-of-quality.blogspot.com/</a> (Counseling at Workplace)<a href="http://counseling-skill.blogspot.com/">http://counseling-skill.blogspot.com/</a> (Creativity and Innovation) <a href="http://creativity-management.blogspot.com/">http://creativity-management.blogspot.com/</a> (Critical Thinking skills) <a href="http://critical-thinking-skills.blogspot.com/">http://critical-thinking-skills.blogspot.com/</a> (Cross Cultural Etiquette and Manners) <a href="http://cross-cultural-etiquette.blogspot.com/">http://cross-cultural-etiquette.blogspot.com/</a> (Customer Orientation) <a href="http://customer-orientation.blogspot.com/">http://customer-orientation.blogspot.com/</a> (Customer Relationship management- <span class="blsp-spelling-error" id="SPELLING_ERROR_10">CRM</span>) <a href="http://customer-relationship-crm.blogspot.com/">http://customer-relationship-crm.blogspot.com/</a> (Daily Management) <a href="http://daily-management.blogspot.com/">http://daily-management.blogspot.com/</a> (Decision Making) <a href="http://decision-making-function.blogspot.com/">http://decision-making-function.blogspot.com/</a> (Delegation) <a href="http://delegation-skill.blogspot.com/">http://delegation-skill.blogspot.com/</a> (Design for Manufacture) <a href="http://design-for-manufacture.blogspot.com/">http://design-for-manufacture.blogspot.com/</a> (Dining Etiquette and Table Manners) <a href="http://dining-manners.blogspot.com/">http://dining-manners.blogspot.com/</a> (Discipline at Work) <a href="http://discipline-at-work.blogspot.com/">http://discipline-at-work.blogspot.com/</a> (Dream Exotic) <a href="http://knol.google.com/k/shyam-bhatawdekar/my-exotic-dream/6txz9nck6g3/8">http://knol.google.com/k/shyam-bhatawdekar/my-exotic-dream/6txz9nck6g3/8#</a> (Effectiveness and Efficiency) <a href="http://effectiveness-efficiency.blogspot.com/">http://effectiveness-efficiency.blogspot.com/</a> (Effectiveness Management: <span class="blsp-spelling-error" id="SPELLING_ERROR_11"><strong><span style="color: red;"><em>HSoftware</em></span></strong></span>) <a href="http://humansoftware.blogspot.com/">http://humansoftware.blogspot.com/</a> (Efficiency Techniques: Work study: Motion and Time Study) <a href="http://work-study-measurement.blogspot.com/">http://work-study-measurement.blogspot.com/</a> (Efficient Work Methods or Practices) <a href="http://efficient-work-methods.blogspot.com/">http://efficient-work-methods.blogspot.com/</a> (Email Etiquette) <a href="http://email-etiquette-manners.blogspot.com/">http://email-etiquette-manners.blogspot.com/</a> (Emotional Intelligence) <a href="http://emotional-quotient-intelligence.blogspot.com/">http://emotional-quotient-intelligence.blogspot.com/</a> (Empowerment) <a href="http://employee-empowerment.blogspot.com/">http://employee-empowerment.blogspot.com/</a> (Enterprise Resource Planning- <span class="blsp-spelling-error" id="SPELLING_ERROR_12">ERP</span>) <a href="http://erp-management.blogspot.com/">http://erp-management.blogspot.com/</a> (Entrepreneurship and Entrepreneur) <a href="http://entrepreneurship-entrepreneur.blogspot.com/">http://entrepreneurship-entrepreneur.blogspot.com/</a> (Executive Etiquette and Manners) <a href="http://executive-manners.blogspot.com/">http://executive-manners.blogspot.com/</a> (Exit Interview) <a href="http://exit-interview.blogspot.com/">http://exit-interview.blogspot.com/</a> (Financial Ratios and Financial Ratio Analysis) <a href="http://financial-ratios.blogspot.com/">http://financial-ratios.blogspot.com/</a> (Financial Services) <a href="http://finance-related-services.blogspot.com/">http://finance-related-services.blogspot.com/</a> (Functions of Management) <a href="http://functions-of-management.blogspot.com/">http://functions-of-management.blogspot.com/</a> (<span class="blsp-spelling-error" id="SPELLING_ERROR_13">Gemba</span> <span class="blsp-spelling-error" id="SPELLING_ERROR_14">Kaizen</span>) <a href="http://gemba-kaizen-improvement.blogspot.com/">http://gemba-kaizen-improvement.blogspot.com/</a> (Genuine Professional) <a href="http://knol.google.com/k/shyam-bhatawdekar/the-genuine-professional/6txz9nck6g3/10">http://knol.google.com/k/shyam-bhatawdekar/the-genuine-professional/6txz9nck6g3/10#</a> (Global Mindset) <a href="http://global-mindset.blogspot.com/">http://global-mindset.blogspot.com/</a> (Goal/Target Setting) <a href="http://goal-target-setting.blogspot.com/">http://goal-target-setting.blogspot.com/</a> (Group Discussion) <a href="http://group-discussion-gd.blogspot.com/">http://group-discussion-gd.blogspot.com/</a> (Group Dynamics) <a href="http://group-dynamics-process.blogspot.com/">http://group-dynamics-process.blogspot.com/</a> (How to Be a Good Boss) <a href="http://good-boss.blogspot.com/">http://good-boss.blogspot.com/</a> (How to Get Promoted) <a href="http://get-promoted.blogspot.com/">http://get-promoted.blogspot.com/</a> (How to save Money) <a href="http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11">http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11#</a> (HR Dynamics) <a href="http://hrm-dynamics.blogspot.com/">http://hrm-dynamics.blogspot.com/</a> (HR Strategies and Functions) <a href="http://strategic-functions-hrm.blogspot.com/">http://strategic-functions-hrm.blogspot.com/</a> (Human Capital Architecture) <a href="http://human-capital-architecture.blogspot.com/">http://human-capital-architecture.blogspot.com/</a> (Human Relations) <a href="http://human-relations-aspect.blogspot.com/">http://human-relations-aspect.blogspot.com/</a> (Human Resource Planning) <a href="http://human-resource-planning.blogspot.com/">http://human-resource-planning.blogspot.com/</a> (Human Software- <span class="blsp-spelling-error" id="SPELLING_ERROR_15"><strong><em><span style="color: red;">HSoftware</span></em></strong></span>) <a href="http://human-software-hsoftware.blogspot.com/">http://human-software-hsoftware.blogspot.com/</a> (Internal Motivation or Self Motivation) <a href="http://internal-motivation.blogspot.com/">http://internal-motivation.blogspot.com/</a> (Interpersonal Relations) <a href="http://interpersonal-relations.blogspot.com/">http://interpersonal-relations.blogspot.com/</a> (Interview Skills) <a href="http://interviewing-skill.blogspot.com/">http://interviewing-skill.blogspot.com/</a> (Interview Preparation for Job Seekers) <a href="http://interview-preparation-jobs.blogspot.com/">http://interview-preparation-jobs.blogspot.com/</a> (Interview Questions) <a href="http://interview-question-bank.blogspot.com/">http://interview-question-bank.blogspot.com/</a> (Just in Time Management- <span class="blsp-spelling-error" id="SPELLING_ERROR_16">JIT</span>) <a href="http://just-in-time-management.blogspot.com/">http://just-in-time-management.blogspot.com/</a> (<span class="blsp-spelling-error" id="SPELLING_ERROR_17">Kaizen</span>) <a href="http://kaizen-improvement.blogspot.com/">http://kaizen-improvement.blogspot.com/</a> (Knowledge Management) <a href="http://knowledge-management-initiative.blogspot.com/">http://knowledge-management-initiative.blogspot.com/</a> (Lead Time Management) <a href="http://lead-time-management.blogspot.com/">http://lead-time-management.blogspot.com/</a> (Leadership) <a href="http://lead-max.blogspot.com/">http://lead-max.blogspot.com/</a> (Lean Enterprise) <a href="http://lean-organization.blogspot.com/">http://lean-organization.blogspot.com/</a> (Learning Organization) <a href="http://learning-organization-profile.blogspot.com/">http://learning-organization-profile.blogspot.com/</a> (Life Management: Competencies) <a href="http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4">http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4#</a> (Life Management: Effectiveness Management: <span class="blsp-spelling-error" id="SPELLING_ERROR_18"><strong><em><span style="color: red;">HSoftware</span></em></strong></span>) <a href="http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3">http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3#</a> (Life Management: I Am Liberated) <a href="http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6">http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6#</a> (Life Positions and <span class="blsp-spelling-error" id="SPELLING_ERROR_19">OKness</span>) <a href="http://life-positions.blogspot.com/">http://life-positions.blogspot.com/</a> (Life Skills) <a href="http://life-skills-competencies.blogspot.com/">http://life-skills-competencies.blogspot.com/</a> (Listening) <a href="http://listen-skills.blogspot.com/">http://listen-skills.blogspot.com/</a> (Management Anecdotes) <a href="http://management-anecdotes.blogspot.com/">http://management-anecdotes.blogspot.com/</a> (Management Book- Best Books) <a href="http://best-management-books.blogspot.com/">http://best-management-books.blogspot.com/</a> (Management Information System- <span class="blsp-spelling-error" id="SPELLING_ERROR_20">MIS</span>) <a href="http://management-information-system-mis.blogspot.com/">http://management-information-system-mis.blogspot.com/</a> (Managing/conducting Meetings) <a href="http://managing-meetings.blogspot.com/">http://managing-meetings.blogspot.com/</a> (Management Notes- Free and Authentic) <a href="http://authentic-management-notes.blogspot.com/">http://authentic-management-notes.blogspot.com/</a> (Marginal Utility) <a href="http://marginal-utility-concept.blogspot.com/">http://marginal-utility-concept.blogspot.com/</a> (Marketing Management Overview) <a href="http://marketing-management-overview.blogspot.com/">http://marketing-management-overview.blogspot.com/</a> (Marketing Management Tasks) <a href="http://marketing-management-tasks.blogspot.com/">http://marketing-management-tasks.blogspot.com/</a> (Marketing Orientation) <a href="http://marketing-orientation.blogspot.com/">http://marketing-orientation.blogspot.com/</a> (Market Research) <a href="http://market-research-function.blogspot.com/">http://market-research-function.blogspot.com/</a> (Market Segmentation) <a href="http://market-segment.blogspot.com/">http://market-segment.blogspot.com/</a> (Mentoring) <a href="http://mentor-mentorship.blogspot.com/">http://mentor-mentorship.blogspot.com/</a> (Motivation) <a href="http://motivation-people.blogspot.com/">http://motivation-people.blogspot.com/</a> (Negotiation Skills) <a href="http://negotiating-skills.blogspot.com/">http://negotiating-skills.blogspot.com/</a> (Negotiation Tactics) <a href="http://negotiation-tactics.blogspot.com/">http://negotiation-tactics.blogspot.com/</a> (Objection Handling) <a href="http://objection-handling.blogspot.com/">http://objection-handling.blogspot.com/</a> (Organization Development- OD) <a href="http://organization-development-od.blogspot.com/">http://organization-development-od.blogspot.com/</a> (Organizational Culture) <a href="http://organizational-culture-values.blogspot.com/">http://organizational-culture-values.blogspot.com/</a> (Out of Box Ideas) <a href="http://wow-idea.blogspot.com/">http://wow-idea.blogspot.com/</a> (Ownership on Job) <a href="http://job-ownership.blogspot.com/">http://job-ownership.blogspot.com/</a> (Paradigm and Paradigm Shift) <a href="http://paradigm-mindset.blogspot.com/">http://paradigm-mindset.blogspot.com/</a> (Performance Management and Appraisal) <a href="http://performance-appraisal-management.blogspot.com/">http://performance-appraisal-management.blogspot.com/</a> (Personality) <a href="http://human-personality.blogspot.com/">http://human-personality.blogspot.com/</a> (Positive Strokes) <a href="http://positive-strokes.blogspot.com/">http://positive-strokes.blogspot.com/</a> (Presentation Skills) <a href="http://presentation-effectiveness.blogspot.com/">http://presentation-effectiveness.blogspot.com/</a> (Problem Solving) <a href="http://problem-solving-skill.blogspot.com/">http://problem-solving-skill.blogspot.com/</a> (Profit Improvement) <a href="http://profit-improvement.blogspot.com/">http://profit-improvement.blogspot.com/</a> (Project Management) <a href="http://management-of-project.blogspot.com/">http://management-of-project.blogspot.com/</a> (Public Speaking) <a href="http://public-speak-skill.blogspot.com/">http://public-speak-skill.blogspot.com/</a> (Quality Circles History) <a href="http://quality-circles-history.blogspot.com/">http://quality-circles-history.blogspot.com/</a> (Quality Circles) <a href="http://quality-circles.blogspot.com/">http://quality-circles.blogspot.com/</a> (Quality Function Deployment- QFD and House of Quality) <a href="http://quality-function-deployment.blogspot.com/">http://quality-function-deployment.blogspot.com/</a> (Quality Gurus) <a href="http://quality-gurus.blogspot.com/">http://quality-gurus.blogspot.com/</a> (Recession) <a href="http://knol.google.com/k/shyam-bhatawdekar/recession/6txz9nck6g3/7">http://knol.google.com/k/shyam-bhatawdekar/recession/6txz9nck6g3/7#</a> (Recession Management) <a href="http://recession-management.blogspot.com/">http://recession-management.blogspot.com/</a> (Recession and Opportunities) <a href="http://knol.google.com/k/kalpana-bhatawdekar/recession-and-opportunities/1268ytxl8r5dc/1">http://knol.google.com/k/kalpana-bhatawdekar/recession-and-opportunities/1268ytxl8r5dc/1</a> (Recruitment and Selection) <a href="http://recruitment-selection.blogspot.com/">http://recruitment-selection.blogspot.com/</a> (Research Methodology) <a href="http://research-work-methodology.blogspot.com/">http://research-work-methodology.blogspot.com/</a> (Safety and Health Management) <a href="http://safety-health-management.blogspot.com/">http://safety-health-management.blogspot.com/</a> (Sales/Selling Process) <a href="http://selling-process.blogspot.com/">http://selling-process.blogspot.com/</a> (Sales Promotion) <a href="http://sales-promotion.blogspot.com/">http://sales-promotion.blogspot.com/</a> (Self-concept) <a href="http://self-concept-image.blogspot.com/">http://self-concept-image.blogspot.com/</a> (Self-concept) <a href="http://self-image-concept.blogspot.com/">http://self-image-concept.blogspot.com/</a> (Self-concept) <a href="http://knol.google.com/k/shyam-bhatawdekar/self-concept/6txz9nck6g3/12">http://knol.google.com/k/shyam-bhatawdekar/self-concept/6txz9nck6g3/12#</a> (Self Motivation or Internal Motivation) <a href="http://internal-motivation.blogspot.com/">http://internal-motivation.blogspot.com/</a> (Self-confidence) <a href="http://self-confidence-improvement.blogspot.com/">http://self-confidence-improvement.blogspot.com/</a> (Self Development) <a href="http://managing-self.blogspot.com/">http://managing-self.blogspot.com/</a> (Shyam Bhatawdekar’s Articles on Management) <a href="http://writings-of-shyam.blogspot.com/">http://writings-of-shyam.blogspot.com/</a> (Six Sigma) <a href="http://six-sigma-system.blogspot.com/">http://six-sigma-system.blogspot.com/</a> (Six Thinking Hats) <a href="http://six-thinking-hats.blogspot.com/">http://six-thinking-hats.blogspot.com/</a> (Soft Skills) <a href="http://soft-skills-competencies.blogspot.com/">http://soft-skills-competencies.blogspot.com/</a> (Spiritual Quotient/Intelligence) <a href="http://spiritual-quotient.blogspot.com/">http://spiritual-quotient.blogspot.com/</a> (Statistics- Basic) <a href="http://statistics-basic.blogspot.com/">http://statistics-basic.blogspot.com/</a> (Strategic Management) <a href="http://strategic-managing.blogspot.com/">http://strategic-managing.blogspot.com/</a> (Stress Management) <a 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href="http://counseling-family.blogspot.com/">http://counseling-family.blogspot.com/</a> (Cross Cultural Etiquette) <a href="http://cross-cultural-etiquette.blogspot.com/">http://cross-cultural-etiquette.blogspot.com/</a> (Emotions) <a href="http://emotion-feeling.blogspot.com/">http://emotion-feeling.blogspot.com/</a> (Executive Etiquette and Manners) <a href="http://executive-manners.blogspot.com/">http://executive-manners.blogspot.com/</a> (Exercises) <a href="http://exercises-plan.blogspot.com/">http://exercises-plan.blogspot.com/</a> (Family Counseling) <a href="http://family-harmony.blogspot.com/">http://family-harmony.blogspot.com/</a> (Health: Homeopathy) <a href="http://homeopathy-medicines.blogspot.com/">http://homeopathy-medicines.blogspot.com/</a> (LifeManagement: Competencies) <a href="http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4">http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4#</a> (Life Management: Effectiveness Management: HSoftware) <a href="http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3">http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3#</a> (Life management: I Am Liberated) <a href="http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6#view">http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6#view</a> (Marriage Counseling) <a href="http://marriage-counsel.blogspot.com/">http://marriage-counsel.blogspot.com/</a> (Ownership on Job) <a href="http://job-ownership.blogspot.com/">http://job-ownership.blogspot.com/</a> (Parental Responsibilities) <a href="http://parental-responsibilities.blogspot.com/">http://parental-responsibilities.blogspot.com/</a> (Personality) <a href="http://human-personality.blogspot.com/">http://human-personality.blogspot.com/</a> (Qualities of Spouse) <a href="http://spouse-qualities.blogspot.com/">http://spouse-qualities.blogspot.com/</a> (Quit Smoking) <a href="http://quit-smoking-plan.blogspot.com/">http://quit-smoking-plan.blogspot.com/</a> (Self Development) <a href="http://managing-self.blogspot.com/">http://managing-self.blogspot.com/</a> (Self-confidence) <a href="http://self-confidence-improvement.blogspot.com/">http://self-confidence-improvement.blogspot.com/</a> (Stress Management) <a href="http://managing-stress-strain.blogspot.com/">http://managing-stress-strain.blogspot.com/</a> (Stress Management) <a href="http://management-of-stress.blogspot.com/">http://management-of-stress.blogspot.com/</a> (Swine Flu and Its Prevention) <a href="http://swine-flu-precaution.blogspot.com/">http://swine-flu-precaution.blogspot.com/</a> (Telephone Etiquette) <a href="http://telephone-etiquette.blogspot.com/">http://telephone-etiquette.blogspot.com/</a> (Walking) <a href="http://walking-plan.blogspot.com/">http://walking-plan.blogspot.com/</a> (Winners and Losers) <a href="http://winners-losers.blogspot.com/">http://winners-losers.blogspot.com/</a></span></p><p><span style="color: black;"><strong><span style="color: #006600;">About All the Products</span></strong> (<strong><span style="color: red;">Home Page for All Products</span></strong>) <a href="http://products-all.blogspot.com/">http://products-all.blogspot.com/</a> (Cars) <a href="http://cars-products.blogspot.com/">http://cars-products.blogspot.com/</a> (Chocolates) <a href="http://chocolates-products.blogspot.com/">http://chocolates-products.blogspot.com/</a> (Flowers) <a href="http://flowers-products.blogspot.com/">http://flowers-products.blogspot.com/</a> (Greeting Cards) <a href="http://greeting-cards-products.blogspot.com/">http://greeting-cards-products.blogspot.com/</a> (Mobile Phones) <a href="http://mobilephones-products.blogspot.com/">http://mobilephones-products.blogspot.com/</a></span></p><p><span style="color: black;"><strong><span style="color: #006600;">Home Tips </span></strong>(<strong><span style="color: red;">Home Page for All Home Tips</span></strong>) <a href="http://home-tips-tricks.blogspot.com/">http://home-tips-tricks.blogspot.com/</a> (Entertainment: Movies) <a href="http://popular-movies.blogspot.com/">http://popular-movies.blogspot.com/</a> (Oscar Award Movies) <a href="http://oscar-award-movies.blogspot.com/">http://oscar-award-movies.blogspot.com/</a> (Entertainment: Recommended Hindi Movies) <a href="http://unforgettable-hindi-movies.blogspot.com/">http://unforgettable-hindi-movies.blogspot.com/</a> (Entertainment- Hindi Movies of Your Choice) <a href="http://hindi-movies-choice.blogspot.com/">http://hindi-movies-choice.blogspot.com/</a> (Health: Homeopathy) <a href="http://homeopathy-medicines.blogspot.com/">http://homeopathy-medicines.blogspot.com/</a> (Housekeeping at Home) <a href="http://5s-housekeeping-home.blogspot.com/">http://5s-housekeeping-home.blogspot.com/</a> (How to Save Money) <a href="http://save-money-ideas.blogspot.com/">http://save-money-ideas.blogspot.com/</a> or <a href="http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11">http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11#</a> (Jewelry Design) <a href="http://thejewellerydesigner.blogspot.com/">http://thejewellerydesigner.blogspot.com/</a> (Recipes: Easy to Cook) <a href="http://easytocook-recipes.blogspot.com/">http://easytocook-recipes.blogspot.com/</a> (Recipes: Exotic) <a href="http://tastetherecipes.blogspot.com/">http://tastetherecipes.blogspot.com/</a> (Stories for Children) <a href="http://stories-children.blogspot.com/">http://stories-children.blogspot.com/</a> (Travel and Sightseeing- India) <a href="http://india-tours-sightseeing.blogspot.com/">http://india-tours-sightseeing.blogspot.com/</a> (Travel and Sightseeing- World) <a href="http://sightseeing-guide.blogspot.com/">http://sightseeing-guide.blogspot.com/</a> (World Heritage Sites) <a href="http://world-heritage-spots.blogspot.com/">http://world-heritage-spots.blogspot.com/</a></span></p><p><span style="color: black;"><strong><span style="color: #006600;">General Knowledge and Out of Box Ideas</span></strong> (General Knowledge- GK) <a href="http://general-knowledge-gk.blogspot.com/">http://general-knowledge-gk.blogspot.com/</a> (General Knowledge- Top 5 of Everything) <a href="http://top-five-everything.blogspot.com/">http://top-five-everything.blogspot.com/</a> (General Knowledge- Top 10 of Everything) <a href="http://top-ten-anything.blogspot.com/">http://top-ten-anything.blogspot.com/</a> (Out of Box Ideas) <a href="http://wow-idea.blogspot.com/">http://wow-idea.blogspot.com/</a> (Shyam Bhatawdekar’s Knols) <a href="http://knol.google.com/k/shyam-bhatawdekar/shyam-bhatawdekar/6txz9nck6g3/1">http://knol.google.com/k/shyam-bhatawdekar/shyam-bhatawdekar/6txz9nck6g3/1#</a> (Running Commentary on the Run) <a href="http://running-comments.blogspot.com/">http://running-comments.blogspot.com/</a></span></p>Prodcons Grouphttp://www.blogger.com/profile/02227116214041311214noreply@blogger.com0tag:blogger.com,1999:blog-2973772135572685184.post-12085548758990304052021-01-05T23:44:00.005-08:002021-01-05T23:45:10.729-08:00Frequently Asked Interview Questions<div class="MsoNormal"><b style="font-family: inherit;"><span style="color: #993300;"><br /></span></b></div><div class="MsoNormal"><b style="font-family: inherit;"><span style="color: #993300;">Frequently Asked Important Questions on Job Interviews <i>(Excluding Technical Questions)</i></span></b></div><div class="MsoNormal"><br /></div><div class="MsoNormal"><span style="font-family: inherit;"><i><span style="color: black;">(We do not intend to give the answers to these questions; it is misleading. You will have to prepare your best answers based on your unique profile and requirements. We cannot stop you from searching answers to such similar questions on the net; you surely can have a look at them just as a rough guide to construct your own best answers).</span></i><span style="color: black;"><o:p></o:p></span></span></div><div class="MsoNormal"><br /></div><div class="MsoNormal"><span style="font-family: inherit;">Questions asked in the interviews often can be </span>categorized<span style="font-family: inherit;"> as follows:</span><br /><span style="font-family: inherit;"><br /></span><span style="font-family: inherit;">1. Questions pertaining to candidate's general and biographic background</span><br /><span style="font-family: inherit;">2. Questions related to previous job(s)</span><br /><span style="font-family: inherit;">3. Questions related to the job and company for which being interviewed</span><br />4. Questions to evaluate candidates on technical competencies/skills<br /><span style="font-family: inherit;">5. Questions to evaluate candidates on soft competencies/skills</span><br /><span style="font-family: inherit;">6. Questions (related to studies) for persons just graduated and are facing interviews for first job</span><br /><span style="font-family: inherit;"><br /></span><span style="font-family: inherit;">Given below are some typical questions interviewers ask in the job interviews:</span></div><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Tell us about yourself.</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What are your strengths and weaknesses?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What are your interest and hobbies and what do you do to pursue them? How much time you spend on them?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What kind of books you read? Which books impressed you most any why? Which is the latest book did you read and what are your comments on it?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Are you aware of what others think about you, about their opinions of you?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What is your worst weakness and how do you tackle it?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Tell us about any one situation when you were under pressure and felt stressful. How did you manage the situation?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do you ever get angry; what makes you angry? And at that time, how do you manage your anger?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Which period of your life so far was the most enjoyable part of your life and why?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What motivates you?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do you have any role models and why do they inspire you?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What are the major achievements in personal and professional life till date?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What have been the greatest disappointments in your life?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What are your life time objectives?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What are your career goals?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Where do you see yourself in next five/ten years?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What is your management/working style? Give some examples.</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Can you tell about any situation in your life when you had to take some tough decisions?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">How do you describe yourself as a team worker or are you a loner? Give some examples.</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">How do you take the criticism from others?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What do you think about working longer hours? Do you like working on your weekends?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do you take work home with you?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Describe any problematic situation you came across and how did you solve it?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l12 level1 lfo12; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">If you get an opportunity to re-live your life, what would you do differently?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Why have you been out of work so long? <i>(for a fresher or for a person who has a break in his employment)</i></span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Why did you choose this career? <i>(normally asked to a fresher)</i></span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Give us a brief idea about your previous work assignments.</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Which of these jobs you enjoyed the most and why?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Which organization would you rate the best for you so far and why?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What parts of your current job you like the most and what do you detest the most?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Describe your typical work day/work week.</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What are your responsibilities and accountability areas in your current position?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What are the challenges in your current assignment and how to you tackle them?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Can you describe your major achievements in your current and previous jobs?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Can you describe your major failures in your current and previous jobs?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Tell us something about your current team including your boss.</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Give us some idea about your rate of progression and advancement till date like patents, promotions, salary raise, bonuses, rewards, recognition etc</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What is your current salary as compared to your starting salary on the current job?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">How could you have improved your career progression? <i>(for a person whose career/salary advancement has been sluggish)</i></span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Why have you been changing jobs so frequently? <i>(for a person who has changed the jobs very frequently)</i></span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">We see that as of now you are unemployed. What have you been doing since you left your college/last job? Were you fired? Why did you leave? <i>(for a person who is either fresh from college or is out of job currently, though has previous experience)</i></span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Why are your earning lower than the current market norms? <i>(for a person getting less emoluments)</i></span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Why do you want to leave your current job? Why are you looking out for a new job?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l14 level1 lfo13; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Is it OK with you if we contact your previous employers for a reference?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Why are you interested in this job?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What do you know about our company?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Have you heard anything negative about our organization?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Why are you interested in our company?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Why do you think that you are best suited for this job?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Why should we hire you? How are you better than other interview candidates?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What challenges are you looking for in the job you have applied for?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Are you aware of the major challenges that our industry sector/our organization is facing at the moment?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What will be your contribution to our company knowing the job description?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Don't you think you are overqualified for this position? <i>(In case the person has lot more qualifications and experience)</i></span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">We see that you don’t have the required qualifications and experience. What do you have to say about it? <i>(In case the person is marginally short of qualifications and experience)</i></span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Job entails lots of traveling. are you OK with it?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Will you have any difficulty in relocating yourself quickly if selected? How soon can you join us?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What, as per you, should be the work environment for your assignment with us?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">How would you find the prospect of working under a person much younger than you?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Are you looking out for alternatives in case you don't bag this job?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What will be your career goals here onwards, in case your selection by us?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo14; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What are your expectations regarding emoluments?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Tell us about an important assignment you handled. How did you manage it and what were the results?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">How do you set up the priorities for your day-to-day work?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">If any of your projects derails, goes behind schedule, how do you pull it up to bring it back on track?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What is more important to you; processes or results? What ever is your answer, why do you think it that way?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Can you give an example of any process improvements you achieved recently and what was its impact on various factors?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Why do you think reengineering of processes fail many times? Do you think one should not reengineer but go gradual on improvements?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">How do you rate yourself as a result focused person and why?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Are you a deadline and timeline conscious person and how do you make sure that they are met?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do you like to take the challenges involved in fire fighting or would you rather be more cautious and eliminate such emergencies?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Have you worked on any cross-functional project? What were your experiences on it as compared to a purely internal or departmental project?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do you believe in internal customer care concept? Would you still help the next-in-line department if because of your cooperation it is going to steal the show? Do you any such example from your past experience?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do you have at the back of your mind somewhere the requirements of you ultimate external customers? Does your approach to work get guided by it? Can you illustrate the point in light of your experience so far?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">How do you rate yourself as a decision maker? Can you describe any decision making situation where you were at cross roads; a dilemma situation, and you came out as a winner?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Tell us about a situation where you goofed in decision making? How did you handle it then?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Can you construct your decision making process and share with us? Take your time to think and then tell us.</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Are you the type of person who wishes to have a 100% correct decision and in the process may miss out on timelines or budget limits etc or will you take a chance to meet the other factors? In either case, tell us why?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Suppose you take a considered decision in a situation where others are shying away from any commitment but it is important to take decision and it backfires. Do you display courage, own it and face the consequences or do you manipulate an apology or play a blame game or play politics and get scotfree? What is right in an hierarchical formal organizational situation where every one's authority areas are earmarked, yet decisions are not forthcoming?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Can you confidently communicate with your superiors your professional ideas? Do the persons high up in the organization hierarchy intimidate you?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">If you are confident and at ease in dealing with superiors, what have you done to build up this kind of confidence?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">How do you update your knowledge and skills? Do you have any specific approach to it? Can you elaborate it?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Describe your problem solving process.</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Which do you prefer, attend to the problem and give an immediate short term solution so that things move on or would you wait on solving the problem until you have eliminated it from the grass root level?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do you encourage participation of your team members or do you push your decisions through them? Provide some examples to illustrate your style.</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">In building consensus on a solution to a complex problem, have you faced any difficulties? What were they? How do you manage?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do you see the conflicts in your day-to-day work among the people and of people with you? What is your conflict management style?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Can you describe your conflict handing process? Give an example.</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do you lose your cool or get angry or frustrated when you get into a conflict with some one? How do you act?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Did you ever have significant difference of opinion with your boss? What was it? How did you deal with it?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Has it ever happened with you when your basic values were put to test in an organizational situation. What did you do?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">In your previous jobs, did you work with great teams? Give an example and why do you consider that to be a great team? What was your role and contribution in making it so?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What are your proposals for development of people working for you? Have you tried some of them?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What are your leadership qualities? Do people work for you with enthusiasm by taking initiatives? Then, you must also be delegating lots?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Sometimes it happens that if you work for perfection or 100% quality, you may lose an opportunity, time is of essence. Would you rather push an imperfect product or solution so as to make the most of the opportunity? What's you take on it?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Are you a good implementer, an action person? Are you also a good thinker and planner? What is more important for you? Why?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Can you narrate the problems you faced in implementing any solution that you recently introduced? How did you tackle them?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Tell us something where you applied your creativity and met with a breakthrough.</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What kind of creativity systems or techniques do you use with your team?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do you encourage borrowed or copied creativity or you only appreciate something originally done? Why?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Can you sell your concept, ideas and solutions to others who matter? Share your experience with us on this.</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">How do you rate yourself as a presenter? Are your presentations appreciated by your audience? Can you tell us the kind of feedback you get from them on your presentation?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do you have any experience of conducting or coordinating the meetings, either in a room or using teleconferencing facilities? Give one such example and how did the meeting go on various counts?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">You have been assigned a project but you have not been given a clear picture of it; its pretty hazy. Can you still proceed and complete it? Did you do something like this in your earlier jobs?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">In the event when some information is just not available, does the lack of information bother you? Can you work in ambiguous situations? Do you have such an experience to share with us?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Are you open enough to share your part of information in a team situation or in a cross functional project? Perhaps keeping that information up your sleeve till emergencies arise can be a way to gain importance. Your comments?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo15; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Are you a person who first sees the big picture of things and then go into details or do you do it the other way round? Can you give an example from your work situation.</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What was your specialization?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Why did you choose this specialization?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What courses you took up in your college?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Which were your most favorite courses and why?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Did you undertake any project work?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Please explain your project work in detail.</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Was the project done by you alone or you were one of the team?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What was you role in this project and what did you contribute?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Was the project implemented? What was your role in implementation? What is the outcome of implementation?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;"><i>(In case the project was not implemented)</i> Why did not you implement the project? What's the big fun of undertaking a theoretical project that you cannot implement?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">What do you think is more important; writing and presenting the project report or its implementation?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">How sound are you technically? Give some examples to prove that you are technically superior.</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Which department will you like to work for in our organization? Why that particular department?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do you give importance to work and learning or the salary?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">How much do you know about our company?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do you know about our competitors?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Why would you like to work in our organization?</span></li></ul><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo16; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">How are you better than the other candidates?</span></li></ul><div class="MsoNormal"><div class="MsoNormal"><strong><span style="color: #b45f06;"><i>Books Authored by Shyam Bhatawdekar and Dr Kalpana Bhatawdekar (eBooks and printed books available online from Amazon)</i></span></strong><br /><div align="center" class="MsoNormal" style="text-align: center;"><br /></div><div class="MsoNormal" style="line-height: 18.4px; margin-left: 0.25in; mso-list: l0 level1 lfo1; text-indent: -0.25in;"><div class="MsoNoSpacing" style="text-align: justify;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 14pt; mso-fareast-font-family: Calibri;">Management, Business, Self-help & Personality Development Books<o:p></o:p></span></b></div><div class="MsoNoSpacing" style="text-align: justify;"><br /></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">1.<i style="mso-bidi-font-style: normal;"> HSoftware</i> (Human Software) (The Only Key to Higher Effectiveness)<i style="mso-bidi-font-style: normal;"><o:p></o:p></i></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">2. Sensitive Stories of Corporate World (Management Case Studies)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">3. Classic Management Games, Exercises, Energizers and Icebreakers<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">4. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">5. Classic Team Building Games, Exercises, Energizers and Icebreakers<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">6. 101 Classic Management Games, Exercises, Energizers and Icebreakers<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">7. Stress? No Way!! (Handbook on Stress Management)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">8. <i style="mso-bidi-font-style: normal;">HSoftware</i> (Shyam Bhatawdekar’s Effectiveness Model)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">9. Competency Management (Competency Matrix and Competencies)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">10. Soft Skills You Can’t Do Without (Goal Setting, Time Management, Assertiveness and Anger Management)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">11. Essentials of Work Study (Method Study and Work Measurement)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">12. Essentials of Time Management (Taking Control of Your Life)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">13. Essentials of 5S Housekeeping<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">14. Essentials of Quality Circles<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">15. Essentials of Goal Setting<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">16. Essentials of Anger Management<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">17. Essentials of Assertive Behavior<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">18. Essentials of Performance Management & Performance Appraisal<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">19. Health Essentials (Health Is Wealth)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">20. The Romance of Intimacy (How to Enhance Intimacy in a Relationship?)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><br /></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 14pt;">Novels, Stories, Biographies and Travelogues<o:p></o:p></span></b></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><br /></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">21. The Peace Crusaders (Novel: how the peace crusaders established permanent peace on a war strewn planet?)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">22. Love Knows No Bounds (Novel: a refreshingly different love story. Also available with the title “Good People”)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">23. Funny (and Not So Funny) Short Stories<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">24. Stories Children Will Love (Volume 1: Bhanu-Shanu-Kaju-Biju and Dholu Ram Gadbad Singh)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">25. My Father (Biography)</span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">26. Travelogue: Scandinavia, Russia</span></div></div></div><div class="MsoNormal"><span style="color: black;"><span style="font-family: inherit;"><i><span style="color: blue;"></span></i></span></span></div><span style="font-family: inherit;"><b><span style="color: #993300;"><br /></span></b></span><span style="font-family: inherit;"><b><span style="color: #993300;">Other Topics of Interest</span></b><span style="color: black;"><o:p></o:p></span></span></div><div class="MsoNormal"><b><span style="color: #006600;"><br /></span></b></div><div class="MsoNormal"><span style="font-family: inherit;"><b><span style="color: #006600;">All Management Topics</span></b><span style="color: black;"> (<i>General Management, Marketing and Sales, Service, Operations/Manufacturing, Quality, Maintenance, Human Resources, Finance and Accounts, Information Technology, Life Management</i>)<o:p></o:p></span></span></div><div class="MsoNormal"><span style="color: black;"><br /></span><span style="color: black;">The topics are listed in alphabetic order:<o:p></o:p></span></div><div class="MsoNormal"><span style="font-family: inherit;"><br /></span><span style="font-family: inherit;"><span style="color: black;">(</span><b><span style="color: red;">Home Pages for All the Management Topics</span></b><span style="color: black;">) <a href="http://management-universe.blogspot.com/">http://management-universe.blogspot.com/</a> and <a href="http://management-universe-enotes.blogspot.com/">http://management-universe-enotes.blogspot.com/</a></span></span></div><p><span><span style="color: black;">(</span><b><span style="color: red;">Alphabetic List of All Management Topics</span></b><span style="color: black;">) <a href="http://management-enotes.blogspot.com/">http://management-enotes.blogspot.com/</a></span></span><br /><span><span style="color: black;">(</span><b><span style="color: red;">Home Page for Writings of Shyam Bhatawdekar</span></b><span style="color: black;">) <a href="http://writings-of-shyam.blogspot.com/">http://writings-of-shyam.blogspot.com/</a><br />(5S Housekeeping) <a href="http://5s-housekeeping.blogspot.com/">http://5s-housekeeping.blogspot.com/</a><br />(Activity Based Costing- ABC) <a href="http://activitybased-costing.blogspot.com/">http://activitybased-costing.blogspot.com/</a><br />(Advertising) <a href="http://advertising-mass-communication.blogspot.com/">http://advertising-mass-communication.blogspot.com/</a><br />(Anger Management) <a href="http://controlling-anger.blogspot.com/">http://controlling-anger.blogspot.com/</a><br />(Assertiveness) <a href="http://assertiveness-skill.blogspot.com/">http://assertiveness-skill.blogspot.com/</a><br />(A to Z of Management Systems) <a href="http://a-z-management-systems.blogspot.com/">http://a-z-management-systems.blogspot.com/</a><br />(A to Z of Quality Techniques) <a href="http://a-z-quality-techniques.blogspot.com/">http://a-z-quality-techniques.blogspot.com/</a><br />(Balanced Scorecard) <a href="http://balanced-scorecard-system.blogspot.com/">http://balanced-scorecard-system.blogspot.com/</a><br />(Behavioral Safety) <a href="http://behavioral-safety.blogspot.com/">http://behavioral-safety.blogspot.com/</a><br />(Benchmarking) <a href="http://benchmarking-system.blogspot.com/">http://benchmarking-system.blogspot.com/</a><br />(Books- Best Management Books) <a href="http://best-management-books.blogspot.com/">http://best-management-books.blogspot.com/</a><br />(Boundaryless) <a href="http://shyambhatawdekar.blogspot.com/">http://shyambhatawdekar.blogspot.com/</a><br />(Business Ethics and Ethics in Management) <a href="http://business-management-ethics.blogspot.com/">http://business-management-ethics.blogspot.com/</a><br />(Business Process Reengineering- BPR) <a href="http://business-process-reengineering-bpr.blogspot.com/">http://business-process-reengineering-bpr.blogspot.com/</a><br />(Career Planning within Organizations) <a href="http://organizational-career-planning.blogspot.com/">http://organizational-career-planning.blogspot.com/</a><br />(Case Method) <a href="http://case-method.blogspot.com/">http://case-method.blogspot.com/</a><br />(CEO Roles, Qualities and Competencies) <a href="http://ceo-qualities.blogspot.com/">http://ceo-qualities.blogspot.com/</a><br />(Change Management) <a href="http://manage-change.blogspot.com/">http://manage-change.blogspot.com/</a><br />(Coaching) <a href="http://coaching-skill.blogspot.com/">http://coaching-skill.blogspot.com/</a><br />(Communication) <a href="http://communication-for-business.blogspot.com/">http://communication-for-business.blogspot.com/</a><br />(Competencies- Life Management) <a href="http://shyam-bhatawdekar.blogspot.com/">http://shyam-bhatawdekar.blogspot.com/</a><br />(Competency Matrix) <a href="http://competency-matrix.blogspot.com/">http://competency-matrix.blogspot.com/</a><br />(Conflict Management) <a href="http://manage-conflict.blogspot.com/">http://manage-conflict.blogspot.com/</a><br />(Corporate Governance) <a href="http://corporate-governance-policy.blogspot.com/">http://corporate-governance-policy.blogspot.com/</a><br />(Cost Management) <a href="http://cost-management-control.blogspot.com/">http://cost-management-control.blogspot.com/</a><br />(Cost of Quality- COQ) <a href="http://cost-of-quality.blogspot.com/">http://cost-of-quality.blogspot.com/</a><br />(Counseling at Workplace)<a href="http://counseling-skill.blogspot.com/">http://counseling-skill.blogspot.com/</a><br />(Creativity and Innovation) <a href="http://creativity-management.blogspot.com/">http://creativity-management.blogspot.com/</a><br />(Critical Thinking skills) <a href="http://critical-thinking-skills.blogspot.com/">http://critical-thinking-skills.blogspot.com/</a><br />(Cross Cultural Etiquette and Manners) <a href="http://cross-cultural-etiquette.blogspot.com/">http://cross-cultural-etiquette.blogspot.com/</a><br />(Customer Orientation) <a href="http://customer-orientation.blogspot.com/">http://customer-orientation.blogspot.com/</a><br />(Customer Relationship management- CRM) <a href="http://customer-relationship-crm.blogspot.com/">http://customer-relationship-crm.blogspot.com/</a><br />(Daily Management) <a href="http://daily-management.blogspot.com/">http://daily-management.blogspot.com/</a><br />(Decision Making) <a href="http://decision-making-function.blogspot.com/">http://decision-making-function.blogspot.com/</a><br />(Delegation) <a href="http://delegation-skill.blogspot.com/">http://delegation-skill.blogspot.com/</a><br />(Design for Manufacture) <a href="http://design-for-manufacture.blogspot.com/">http://design-for-manufacture.blogspot.com/</a><br />(Dining Etiquette and Table Manners) <a href="http://dining-manners.blogspot.com/">http://dining-manners.blogspot.com/</a><br />(Discipline at Work) <a href="http://discipline-at-work.blogspot.com/">http://discipline-at-work.blogspot.com/</a><br />(Effectiveness and Efficiency) <a href="http://effectiveness-efficiency.blogspot.com/">http://effectiveness-efficiency.blogspot.com/</a><br />(Effectiveness Management: </span></span><br /><span><span style="color: black;">(5S Housekeeping) <a href="http://5s-housekeeping.blogspot.com/">http://5s-housekeeping.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Activity Based Costing- ABC) <a href="http://activitybased-costing.blogspot.com/">http://activitybased-costing.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Advertising) <a href="http://advertising-mass-communication.blogspot.com/">http://advertising-mass-communication.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Anger Management) <a href="http://controlling-anger.blogspot.com/">http://controlling-anger.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Assertiveness) <a href="http://assertiveness-skill.blogspot.com/">http://assertiveness-skill.blogspot.com/</a></span></span><br /><span><span style="color: black;">(A to Z of Management Systems) <a href="http://a-z-management-systems.blogspot.com/">http://a-z-management-systems.blogspot.com/</a></span></span><br /><span><span style="color: black;">(A to Z of Quality Techniques) <a href="http://a-z-quality-techniques.blogspot.com/">http://a-z-quality-techniques.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Balanced Scorecard) <a href="http://balanced-scorecard-system.blogspot.com/">http://balanced-scorecard-system.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Behavioral Safety) <a href="http://behavioral-safety.blogspot.com/">http://behavioral-safety.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Benchmarking) <a href="http://benchmarking-system.blogspot.com/">http://benchmarking-system.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Books- Best Management Books) <a href="http://best-management-books.blogspot.com/">http://best-management-books.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Boundaryless) <a href="http://shyambhatawdekar.blogspot.com/">http://shyambhatawdekar.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Business Ethics and Ethics in Management) <a href="http://business-management-ethics.blogspot.com/">http://business-management-ethics.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Business Process Reengineering- BPR) <a href="http://business-process-reengineering-bpr.blogspot.com/">http://business-process-reengineering-bpr.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Career Planning within Organizations) <a href="http://organizational-career-planning.blogspot.com/">http://organizational-career-planning.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Case Method) <a href="http://case-method.blogspot.com/">http://case-method.blogspot.com/</a></span></span><br /><span><span style="color: black;">(CEO Roles, Qualities and Competencies) <a href="http://ceo-qualities.blogspot.com/">http://ceo-qualities.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Change Management) <a href="http://manage-change.blogspot.com/">http://manage-change.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Coaching) <a href="http://coaching-skill.blogspot.com/">http://coaching-skill.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Communication) <a href="http://communication-for-business.blogspot.com/">http://communication-for-business.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Competencies- Life Management) <a href="http://shyam-bhatawdekar.blogspot.com/">http://shyam-bhatawdekar.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Competency Matrix) <a href="http://competency-matrix.blogspot.com/">http://competency-matrix.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Conflict Management) <a href="http://manage-conflict.blogspot.com/">http://manage-conflict.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Corporate Governance) <a href="http://corporate-governance-policy.blogspot.com/">http://corporate-governance-policy.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Cost Management) <a href="http://cost-management-control.blogspot.com/">http://cost-management-control.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Cost of Quality- COQ) <a href="http://cost-of-quality.blogspot.com/">http://cost-of-quality.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Counseling at Workplace)<a href="http://counseling-skill.blogspot.com/">http://counseling-skill.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Creativity and Innovation) <a href="http://creativity-management.blogspot.com/">http://creativity-management.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Critical Thinking skills) <a href="http://critical-thinking-skills.blogspot.com/">http://critical-thinking-skills.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Cross Cultural Etiquette and Manners) <a href="http://cross-cultural-etiquette.blogspot.com/">http://cross-cultural-etiquette.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Customer Orientation) <a href="http://customer-orientation.blogspot.com/">http://customer-orientation.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Customer Relationship management- CRM) <a href="http://customer-relationship-crm.blogspot.com/">http://customer-relationship-crm.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Daily Management) <a href="http://daily-management.blogspot.com/">http://daily-management.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Decision Making) <a href="http://decision-making-function.blogspot.com/">http://decision-making-function.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Delegation) <a href="http://delegation-skill.blogspot.com/">http://delegation-skill.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Design for Manufacture) <a href="http://design-for-manufacture.blogspot.com/">http://design-for-manufacture.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Dining Etiquette and Table Manners) <a href="http://dining-manners.blogspot.com/">http://dining-manners.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Discipline at Work) <a href="http://discipline-at-work.blogspot.com/">http://discipline-at-work.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Effectiveness and Efficiency) <a href="http://effectiveness-efficiency.blogspot.com/">http://effectiveness-efficiency.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Effectiveness Management: </span><b><i><span style="color: red;">HSoftware</span></i></b><span style="color: black;">) <a href="http://humansoftware.blogspot.com/">http://humansoftware.blogspot.com/</a><br />(Email Etiquette) <a href="http://email-etiquette-manners.blogspot.com/">http://email-etiquette-manners.blogspot.com/</a><br />(Emotional Intelligence) <a href="http://emotional-quotient-intelligence.blogspot.com/">http://emotional-quotient-intelligence.blogspot.com/</a><br />(Empowerment) <a href="http://employee-empowerment.blogspot.com/">http://employee-empowerment.blogspot.com/</a><br />(Enterprise Resource Planning- ERP) <a href="http://erp-management.blogspot.com/">http://erp-management.blogspot.com/</a><br />(Entrepreneurship and Entrepreneur) <a href="http://entrepreneurship-entrepreneur.blogspot.com/">http://entrepreneurship-entrepreneur.blogspot.com/</a><br />(Executive Etiquette and Manners) <a href="http://executive-manners.blogspot.com/">http://executive-manners.blogspot.com/</a><br />(Exit Interview) <a href="http://exit-interview.blogspot.com/">http://exit-interview.blogspot.com/</a><br />(Financial Ratios and Financial Ratio Analysis) <a href="http://financial-ratios.blogspot.com/">http://financial-ratios.blogspot.com/</a><br />(Financial Services) <a href="http://finance-related-services.blogspot.com/">http://finance-related-services.blogspot.com/</a><br />(Functions of Management) <a href="http://functions-of-management.blogspot.com/">http://functions-of-management.blogspot.com/</a><br />(Gemba Kaizen) <a href="http://gemba-kaizen-improvement.blogspot.com/">http://gemba-kaizen-improvement.blogspot.com/</a><br />(Genuine Professional) <a href="http://knol.google.com/k/shyam-bhatawdekar/the-genuine-professional/6txz9nck6g3/10">http://knol.google.com/k/shyam-bhatawdekar/the-genuine-professional/6txz9nck6g3/10#</a><br />(Global Mindset) <a href="http://global-mindset.blogspot.com/">http://global-mindset.blogspot.com/</a><br />(Goal/Target Setting) <a href="http://goal-target-setting.blogspot.com/">http://goal-target-setting.blogspot.com/</a><br />(Group Discussion) <a href="http://group-discussion-gd.blogspot.com/">http://group-discussion-gd.blogspot.com/</a><br />(Group Dynamics) <a href="http://group-dynamics-process.blogspot.com/">http://group-dynamics-process.blogspot.com/</a><br />(How to Be a Good Boss) <a href="http://good-boss.blogspot.com/">http://good-boss.blogspot.com/</a><br />(How to Get Promoted) <a href="http://get-promoted.blogspot.com/">http://get-promoted.blogspot.com/</a><br />(How to save Money) <a href="http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11">http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11#</a><br />(HR Dynamics) <a href="http://hrm-dynamics.blogspot.com/">http://hrm-dynamics.blogspot.com/</a><br />(HR Strategies and Functions) <a href="http://strategic-functions-hrm.blogspot.com/">http://strategic-functions-hrm.blogspot.com/</a><br />(Human Capital Architecture) <a href="http://human-capital-architecture.blogspot.com/">http://human-capital-architecture.blogspot.com/</a><br />(Human Relations) <a href="http://human-relations-aspect.blogspot.com/">http://human-relations-aspect.blogspot.com/</a><br />(Human Resource Planning) <a href="http://human-resource-planning.blogspot.com/">http://human-resource-planning.blogspot.com/</a><br />(Human Software- </span></span><br /><span><span style="color: black;">(Email Etiquette) <a href="http://email-etiquette-manners.blogspot.com/">http://email-etiquette-manners.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Emotional Intelligence) <a href="http://emotional-quotient-intelligence.blogspot.com/">http://emotional-quotient-intelligence.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Empowerment) <a href="http://employee-empowerment.blogspot.com/">http://employee-empowerment.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Enterprise Resource Planning- ERP) <a href="http://erp-management.blogspot.com/">http://erp-management.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Entrepreneurship and Entrepreneur) <a href="http://entrepreneurship-entrepreneur.blogspot.com/">http://entrepreneurship-entrepreneur.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Executive Etiquette and Manners) <a href="http://executive-manners.blogspot.com/">http://executive-manners.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Exit Interview) <a href="http://exit-interview.blogspot.com/">http://exit-interview.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Financial Ratios and Financial Ratio Analysis) <a href="http://financial-ratios.blogspot.com/">http://financial-ratios.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Financial Services) <a href="http://finance-related-services.blogspot.com/">http://finance-related-services.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Functions of Management) <a href="http://functions-of-management.blogspot.com/">http://functions-of-management.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Gemba Kaizen) <a href="http://gemba-kaizen-improvement.blogspot.com/">http://gemba-kaizen-improvement.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Genuine Professional) <a href="http://knol.google.com/k/shyam-bhatawdekar/the-genuine-professional/6txz9nck6g3/10">http://knol.google.com/k/shyam-bhatawdekar/the-genuine-professional/6txz9nck6g3/10#</a></span></span><br /><span><span style="color: black;">(Global Mindset) <a href="http://global-mindset.blogspot.com/">http://global-mindset.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Goal/Target Setting) <a href="http://goal-target-setting.blogspot.com/">http://goal-target-setting.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Group Discussion) <a href="http://group-discussion-gd.blogspot.com/">http://group-discussion-gd.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Group Dynamics) <a href="http://group-dynamics-process.blogspot.com/">http://group-dynamics-process.blogspot.com/</a></span></span><br /><span><span style="color: black;">(How to Be a Good Boss) <a href="http://good-boss.blogspot.com/">http://good-boss.blogspot.com/</a></span></span><br /><span><span style="color: black;">(How to Get Promoted) <a href="http://get-promoted.blogspot.com/">http://get-promoted.blogspot.com/</a></span></span><br /><span><span style="color: black;">(How to save Money) <a href="http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11">http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11#</a></span></span><br /><span><span style="color: black;">(HR Dynamics) <a href="http://hrm-dynamics.blogspot.com/">http://hrm-dynamics.blogspot.com/</a></span></span><br /><span><span style="color: black;">(HR Strategies and Functions) <a href="http://strategic-functions-hrm.blogspot.com/">http://strategic-functions-hrm.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Human Capital Architecture) <a href="http://human-capital-architecture.blogspot.com/">http://human-capital-architecture.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Human Relations) <a href="http://human-relations-aspect.blogspot.com/">http://human-relations-aspect.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Human Resource Planning) <a href="http://human-resource-planning.blogspot.com/">http://human-resource-planning.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Human Software- </span><b><i><span style="color: red;">HSoftware</span></i></b><span style="color: black;">) <a href="http://human-software-hsoftware.blogspot.com/">http://human-software-hsoftware.blogspot.com/</a><br />(Interpersonal Relations) <a href="http://interpersonal-relations.blogspot.com/">http://interpersonal-relations.blogspot.com/</a><br />(Interview Skills) <a href="http://interviewing-skill.blogspot.com/">http://interviewing-skill.blogspot.com/</a><br />(Interview Preparation for Job Seekers) <a href="http://interview-preparation-jobs.blogspot.com/">http://interview-preparation-jobs.blogspot.com/</a><br />(Interview Questions) <a href="http://interview-question-bank.blogspot.com/">http://interview-question-bank.blogspot.com/</a><br />(Just in Time Management- JIT) <a href="http://just-in-time-management.blogspot.com/">http://just-in-time-management.blogspot.com/</a><br />(Kaizen) <a href="http://kaizen-improvement.blogspot.com/">http://kaizen-improvement.blogspot.com/</a><br />(Knowledge Management) <a href="http://knowledge-management-initiative.blogspot.com/">http://knowledge-management-initiative.blogspot.com/</a><br />(Lead Time Management) <a href="http://lead-time-management.blogspot.com/">http://lead-time-management.blogspot.com/</a><br />(Leadership) <a href="http://lead-max.blogspot.com/">http://lead-max.blogspot.com/</a><br />(Lean Enterprise) <a href="http://lean-organization.blogspot.com/">http://lean-organization.blogspot.com/</a><br />(Learning Organization) <a href="http://learning-organization-profile.blogspot.com/">http://learning-organization-profile.blogspot.com/</a><br />(Life Management: Competencies) <a href="http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4">http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4#</a><br />(Life Management: Effectiveness Management: </span></span><br /><span><span style="color: black;">(Interpersonal Relations) <a href="http://interpersonal-relations.blogspot.com/">http://interpersonal-relations.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Interview Skills) <a href="http://interviewing-skill.blogspot.com/">http://interviewing-skill.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Interview Preparation for Job Seekers) <a href="http://interview-preparation-jobs.blogspot.com/">http://interview-preparation-jobs.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Interview Questions) <a href="http://interview-question-bank.blogspot.com/">http://interview-question-bank.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Just in Time Management- JIT) <a href="http://just-in-time-management.blogspot.com/">http://just-in-time-management.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Kaizen) <a href="http://kaizen-improvement.blogspot.com/">http://kaizen-improvement.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Knowledge Management) <a href="http://knowledge-management-initiative.blogspot.com/">http://knowledge-management-initiative.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Lead Time Management) <a href="http://lead-time-management.blogspot.com/">http://lead-time-management.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Leadership) <a href="http://lead-max.blogspot.com/">http://lead-max.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Lean Enterprise) <a href="http://lean-organization.blogspot.com/">http://lean-organization.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Learning Organization) <a href="http://learning-organization-profile.blogspot.com/">http://learning-organization-profile.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Life Management: Competencies) <a href="http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4">http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4#</a></span></span><br /><span><span style="color: black;">(Life Management: Effectiveness Management: </span><b><i><span style="color: red;">HSoftware</span></i></b><span style="color: black;">) <a href="http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3">http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3#</a><br />(Life Management: I Am Liberated) <a href="http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6">http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6#</a><br />(Life Positions and OKness) <a href="http://life-positions.blogspot.com/">http://life-positions.blogspot.com/</a><br />(Life Skills) <a href="http://life-skills-competencies.blogspot.com/">http://life-skills-competencies.blogspot.com/</a><br />(Listening) <a href="http://listen-skills.blogspot.com/">http://listen-skills.blogspot.com/</a><br />(Management Anecdotes) <a href="http://management-anecdotes.blogspot.com/">http://management-anecdotes.blogspot.com/</a><br />(Management Book- Best Books) <a href="http://best-management-books.blogspot.com/">http://best-management-books.blogspot.com/</a><br />(Management Information System- MIS) <a href="http://management-information-system-mis.blogspot.com/">http://management-information-system-mis.blogspot.com/</a><br />(Managing/conducting Meetings) <a href="http://managing-meetings.blogspot.com/">http://managing-meetings.blogspot.com/</a><br />(Marginal Utility) <a href="http://marginal-utility-concept.blogspot.com/">http://marginal-utility-concept.blogspot.com/</a><br />(Marketing Management Overview) <a href="http://marketing-management-overview.blogspot.com/">http://marketing-management-overview.blogspot.com/</a><br />(Marketing Orientation) <a href="http://marketing-orientation.blogspot.com/">http://marketing-orientation.blogspot.com/</a><br />(Marketing Management Tasks) <a href="http://marketing-management-tasks.blogspot.com/">http://marketing-management-tasks.blogspot.com/</a><br />(Market research) <a href="http://market-research-function.blogspot.com/">http://market-research-function.blogspot.com/</a><br />(Market Segmentation) <a href="http://market-segment.blogspot.com/">http://market-segment.blogspot.com/</a><br />(Mentoring) <a href="http://mentor-mentorship.blogspot.com/">http://mentor-mentorship.blogspot.com/</a><br />(Motivation) <a href="http://motivation-people.blogspot.com/">http://motivation-people.blogspot.com/</a><br />(Negotiation Skills) <a href="http://negotiating-skills.blogspot.com/">http://negotiating-skills.blogspot.com/</a><br />(Negotiation Tactics) <a href="http://negotiation-tactics.blogspot.com/">http://negotiation-tactics.blogspot.com/</a><br />(Objection Handling) <a href="http://objection-handling.blogspot.com/">http://objection-handling.blogspot.com/</a><br />(Organization Development- OD) <a href="http://organization-development-od.blogspot.com/">http://organization-development-od.blogspot.com/</a><br />(Organizational Culture) <a href="http://organizational-culture-values.blogspot.com/">http://organizational-culture-values.blogspot.com/</a><br />(Out of Box Ideas) <a href="http://wow-idea.blogspot.com/">http://wow-idea.blogspot.com/</a><br />(Ownership on Job) <a href="http://job-ownership.blogspot.com/">http://job-ownership.blogspot.com/</a><br />(Paradigm and Paradigm Shift) <a href="http://paradigm-mindset.blogspot.com/">http://paradigm-mindset.blogspot.com/</a><br />(Performance Management and Appraisal) <a href="http://performance-appraisal-management.blogspot.com/">http://performance-appraisal-management.blogspot.com/</a><br />(Personality) <a href="http://human-personality.blogspot.com/">http://human-personality.blogspot.com/</a><br />(Positive Strokes) <a href="http://positive-strokes.blogspot.com/">http://positive-strokes.blogspot.com/</a><br />(Presentation Skills) <a href="http://presentation-effectiveness.blogspot.com/">http://presentation-effectiveness.blogspot.com/</a><br />(Problem Solving) <a href="http://problem-solving-skill.blogspot.com/">http://problem-solving-skill.blogspot.com/</a><br />(Profit Improvement) <a href="http://profit-improvement.blogspot.com/">http://profit-improvement.blogspot.com/</a><br />(Project Management) <a href="http://management-of-project.blogspot.com/">http://management-of-project.blogspot.com/</a><br />(Quality Circles History) <a href="http://quality-circles-history.blogspot.com/">http://quality-circles-history.blogspot.com/</a><br />(Quality Circles) <a href="http://quality-circles.blogspot.com/">http://quality-circles.blogspot.com/</a><br />(Quality Function Deployment- QFD and House of Quality) <a href="http://quality-function-deployment.blogspot.com/">http://quality-function-deployment.blogspot.com/</a><br />(Quality Gurus) <a href="http://quality-gurus.blogspot.com/">http://quality-gurus.blogspot.com/</a><br />(Recession) <a href="http://knol.google.com/k/shyam-bhatawdekar/recession/6txz9nck6g3/7">http://knol.google.com/k/shyam-bhatawdekar/recession/6txz9nck6g3/7#</a><br />(Recession Management) <a href="http://recession-management.blogspot.com/">http://recession-management.blogspot.com/</a><br />(Recruitment and Selection) <a href="http://recruitment-selection.blogspot.com/">http://recruitment-selection.blogspot.com/</a><br />(Research Methodology) <a href="http://research-work-methodology.blogspot.com/">http://research-work-methodology.blogspot.com/</a><br />(Safety and Health Management) <a href="http://safety-health-management.blogspot.com/">http://safety-health-management.blogspot.com/</a><br />(Sales/Selling Process) <a href="http://selling-process.blogspot.com/">http://selling-process.blogspot.com/</a><br />(Sales Promotion) <a href="http://sales-promotion.blogspot.com/">http://sales-promotion.blogspot.com/</a><br />(Self development) <a href="http://managing-self.blogspot.com/">http://managing-self.blogspot.com/</a><br />(Self-confidence) <a href="http://self-confidence-improvement.blogspot.com/">http://self-confidence-improvement.blogspot.com/</a><br />(Six Sigma) <a href="http://six-sigma-system.blogspot.com/">http://six-sigma-system.blogspot.com/</a><br />(Six Thinking Hats) <a href="http://six-thinking-hats.blogspot.com/">http://six-thinking-hats.blogspot.com/</a><br />(Soft Skills) <a href="http://soft-skills-competencies.blogspot.com/">http://soft-skills-competencies.blogspot.com/</a><br />(Spiritual Quotient/Intelligence) <a href="http://spiritual-quotient.blogspot.com/">http://spiritual-quotient.blogspot.com/</a><br />(Strategic Management) <a href="http://strategic-managing.blogspot.com/">http://strategic-managing.blogspot.com/</a><br />(Stress Management) <a href="http://management-of-stress.blogspot.com/">http://management-of-stress.blogspot.com/</a><br />(Stress Management) <a href="http://managing-stress-strain.blogspot.com/">http://managing-stress-strain.blogspot.com/</a><br />(Success) <a href="http://success-achievement.blogspot.com/">http://success-achievement.blogspot.com/</a><br />(Supply Chain Management) <a href="http://manage-supply-chain.blogspot.com/">http://manage-supply-chain.blogspot.com/</a><br />(Supply and Demand) <a href="http://supply-demand-laws.blogspot.com/">http://supply-demand-laws.blogspot.com/</a><br />(Talent Management) <a href="http://managing-talent.blogspot.com/">http://managing-talent.blogspot.com/</a><br />(Team Building) <a href="http://team-building-working.blogspot.com/">http://team-building-working.blogspot.com/</a><br />(Telephone Etiquette) <a href="http://telephone-etiquette.blogspot.com/">http://telephone-etiquette.blogspot.com/</a><br />(Three Sixty Degrees Appraisal System) <a href="http://three-sixty-degrees-feedback.blogspot.com/">http://three-sixty-degrees-feedback.blogspot.com/</a><br />(Time Management) <a href="http://time-life-management.blogspot.com/">http://time-life-management.blogspot.com/</a><br />(Total Productive Maintenance- TPM) <a href="http://total-productive-maintenance.blogspot.com/">http://total-productive-maintenance.blogspot.com/</a><br />(Total Quality Management- TQM) <a href="http://total-quality-concept.blogspot.com/">http://total-quality-concept.blogspot.com/</a><br />(Training and Development) <a href="http://training-function.blogspot.com/">http://training-function.blogspot.com/</a><br />(Trainers’ Qualities) <a href="http://trainers-qualities.blogspot.com/">http://trainers-qualities.blogspot.com/</a><br />(Transaction Analysis- TA) <a href="http://transaction-analysis.blogspot.com/">http://transaction-analysis.blogspot.com/</a><br />(TRIZ- Inventive Problem Solving) <a href="http://triz-problem-solving.blogspot.com/">http://triz-problem-solving.blogspot.com/</a><br />(Value Engineering/Analysis) <a href="http://value-engineering-analysis.blogspot.com/">http://value-engineering-analysis.blogspot.com/</a><br />(Winners and Losers) <a href="http://winners-losers.blogspot.com/">http://winners-losers.blogspot.com/</a><br />(World Class Manufacturing) <a href="http://world-class-manufacturing.blogspot.com/">http://world-class-manufacturing.blogspot.com/</a><br />(Written Communication) <a href="http://written-communication.blogspot.com/">http://written-communication.blogspot.com/</a><br />(Zero Based Budgeting) <a href="http://zero-based-budgeting.blogspot.com/">http://zero-based-budgeting.blogspot.com/</a><o:p></o:p></span></span><br /><span><span style="color: black;">(Life Management: I Am Liberated) <a href="http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6">http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6#</a></span></span><br /><span><span style="color: black;">(Life Positions and OKness) <a href="http://life-positions.blogspot.com/">http://life-positions.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Life Skills) <a href="http://life-skills-competencies.blogspot.com/">http://life-skills-competencies.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Listening) <a href="http://listen-skills.blogspot.com/">http://listen-skills.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Management Anecdotes) <a href="http://management-anecdotes.blogspot.com/">http://management-anecdotes.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Management Book- Best Books) <a href="http://best-management-books.blogspot.com/">http://best-management-books.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Management Information System- MIS) <a href="http://management-information-system-mis.blogspot.com/">http://management-information-system-mis.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Managing/conducting Meetings) <a href="http://managing-meetings.blogspot.com/">http://managing-meetings.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Marginal Utility) <a href="http://marginal-utility-concept.blogspot.com/">http://marginal-utility-concept.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Marketing Management Overview) <a href="http://marketing-management-overview.blogspot.com/">http://marketing-management-overview.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Marketing Orientation) <a href="http://marketing-orientation.blogspot.com/">http://marketing-orientation.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Marketing Management Tasks) <a href="http://marketing-management-tasks.blogspot.com/">http://marketing-management-tasks.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Market research) <a href="http://market-research-function.blogspot.com/">http://market-research-function.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Market Segmentation) <a href="http://market-segment.blogspot.com/">http://market-segment.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Mentoring) <a href="http://mentor-mentorship.blogspot.com/">http://mentor-mentorship.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Motivation) <a href="http://motivation-people.blogspot.com/">http://motivation-people.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Negotiation Skills) <a href="http://negotiating-skills.blogspot.com/">http://negotiating-skills.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Negotiation Tactics) <a href="http://negotiation-tactics.blogspot.com/">http://negotiation-tactics.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Objection Handling) <a href="http://objection-handling.blogspot.com/">http://objection-handling.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Organization Development- OD) <a href="http://organization-development-od.blogspot.com/">http://organization-development-od.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Organizational Culture) <a href="http://organizational-culture-values.blogspot.com/">http://organizational-culture-values.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Out of Box Ideas) <a href="http://wow-idea.blogspot.com/">http://wow-idea.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Ownership on Job) <a href="http://job-ownership.blogspot.com/">http://job-ownership.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Paradigm and Paradigm Shift) <a href="http://paradigm-mindset.blogspot.com/">http://paradigm-mindset.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Performance Management and Appraisal) <a href="http://performance-appraisal-management.blogspot.com/">http://performance-appraisal-management.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Personality) <a href="http://human-personality.blogspot.com/">http://human-personality.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Positive Strokes) <a href="http://positive-strokes.blogspot.com/">http://positive-strokes.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Presentation Skills) <a href="http://presentation-effectiveness.blogspot.com/">http://presentation-effectiveness.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Problem Solving) <a href="http://problem-solving-skill.blogspot.com/">http://problem-solving-skill.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Profit Improvement) <a href="http://profit-improvement.blogspot.com/">http://profit-improvement.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Project Management) <a href="http://management-of-project.blogspot.com/">http://management-of-project.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Quality Circles History) <a href="http://quality-circles-history.blogspot.com/">http://quality-circles-history.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Quality Circles) <a href="http://quality-circles.blogspot.com/">http://quality-circles.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Quality Function Deployment- QFD and House of Quality) <a href="http://quality-function-deployment.blogspot.com/">http://quality-function-deployment.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Quality Gurus) <a href="http://quality-gurus.blogspot.com/">http://quality-gurus.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Recession) <a href="http://knol.google.com/k/shyam-bhatawdekar/recession/6txz9nck6g3/7">http://knol.google.com/k/shyam-bhatawdekar/recession/6txz9nck6g3/7#</a></span></span><br /><span><span style="color: black;">(Recession Management) <a href="http://recession-management.blogspot.com/">http://recession-management.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Recruitment and Selection) <a href="http://recruitment-selection.blogspot.com/">http://recruitment-selection.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Research Methodology) <a href="http://research-work-methodology.blogspot.com/">http://research-work-methodology.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Safety and Health Management) <a href="http://safety-health-management.blogspot.com/">http://safety-health-management.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Sales/Selling Process) <a href="http://selling-process.blogspot.com/">http://selling-process.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Sales Promotion) <a href="http://sales-promotion.blogspot.com/">http://sales-promotion.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Self development) <a href="http://managing-self.blogspot.com/">http://managing-self.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Self-confidence) <a href="http://self-confidence-improvement.blogspot.com/">http://self-confidence-improvement.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Six Sigma) <a href="http://six-sigma-system.blogspot.com/">http://six-sigma-system.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Six Thinking Hats) <a href="http://six-thinking-hats.blogspot.com/">http://six-thinking-hats.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Soft Skills) <a href="http://soft-skills-competencies.blogspot.com/">http://soft-skills-competencies.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Spiritual Quotient/Intelligence) <a href="http://spiritual-quotient.blogspot.com/">http://spiritual-quotient.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Strategic Management) <a href="http://strategic-managing.blogspot.com/">http://strategic-managing.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Stress Management) <a href="http://management-of-stress.blogspot.com/">http://management-of-stress.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Stress Management) <a href="http://managing-stress-strain.blogspot.com/">http://managing-stress-strain.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Success) <a href="http://success-achievement.blogspot.com/">http://success-achievement.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Supply Chain Management) <a href="http://manage-supply-chain.blogspot.com/">http://manage-supply-chain.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Supply and Demand) <a href="http://supply-demand-laws.blogspot.com/">http://supply-demand-laws.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Talent Management) <a href="http://managing-talent.blogspot.com/">http://managing-talent.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Team Building) <a href="http://team-building-working.blogspot.com/">http://team-building-working.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Telephone Etiquette) <a href="http://telephone-etiquette.blogspot.com/">http://telephone-etiquette.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Three Sixty Degrees Appraisal System) <a href="http://three-sixty-degrees-feedback.blogspot.com/">http://three-sixty-degrees-feedback.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Time Management) <a href="http://time-life-management.blogspot.com/">http://time-life-management.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Total Productive Maintenance- TPM) <a href="http://total-productive-maintenance.blogspot.com/">http://total-productive-maintenance.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Total Quality Management- TQM) <a href="http://total-quality-concept.blogspot.com/">http://total-quality-concept.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Training and Development) <a href="http://training-function.blogspot.com/">http://training-function.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Trainers’ Qualities) <a href="http://trainers-qualities.blogspot.com/">http://trainers-qualities.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Transaction Analysis- TA) <a href="http://transaction-analysis.blogspot.com/">http://transaction-analysis.blogspot.com/</a></span></span><br /><span><span style="color: black;">(TRIZ- Inventive Problem Solving) <a href="http://triz-problem-solving.blogspot.com/">http://triz-problem-solving.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Value Engineering/Analysis) <a href="http://value-engineering-analysis.blogspot.com/">http://value-engineering-analysis.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Winners and Losers) <a href="http://winners-losers.blogspot.com/">http://winners-losers.blogspot.com/</a></span></span><br /><span><span style="color: black;">(World Class Manufacturing) <a href="http://world-class-manufacturing.blogspot.com/">http://world-class-manufacturing.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Written Communication) <a href="http://written-communication.blogspot.com/">http://written-communication.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Zero Based Budgeting) <a href="http://zero-based-budgeting.blogspot.com/">http://zero-based-budgeting.blogspot.com/</a></span></span><br /><span><br /></span><b><span style="color: #006600;">Counseling: General and Psychological</span></b><br /><span><br /></span><span>(Anger Management) </span><a href="http://controlling-anger.blogspot.com/" style="font-family: inherit;">http://controlling-anger.blogspot.com/</a><br /><span><span style="color: black;">(Children’s Behavior Problems) <a href="http://child-behavior-problems.blogspot.com/">http://child-behavior-problems.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Cholesterol Control) <a href="http://controlling-cholesterol.blogspot.com/">http://controlling-cholesterol.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Counseling: Psychological) <a href="http://counselingfamily.blogspot.com/">http://counselingfamily.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Counseling: Psychological) <a href="http://counseling-family.blogspot.com/">http://counseling-family.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Cross Cultural Etiquette) <a href="http://cross-cultural-etiquette.blogspot.com/">http://cross-cultural-etiquette.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Emotions) <a href="http://emotion-feeling.blogspot.com/">http://emotion-feeling.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Executive Etiquette and Manners) <a href="http://executive-manners.blogspot.com/">http://executive-manners.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Exercises) <a href="http://exercises-plan.blogspot.com/">http://exercises-plan.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Family Counseling) <a href="http://family-harmony.blogspot.com/">http://family-harmony.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Health: Homeopathy) <a href="http://homeopathy-medicines.blogspot.com/">http://homeopathy-medicines.blogspot.com/</a></span></span><br /><span><span style="color: black;">(LifeManagement: Competencies) <a href="http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4">http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4#</a></span></span><br /><span><span style="color: black;">(Life Management: Effectiveness Management: HSoftware) <a href="http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3">http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3#</a></span></span><br /><span><span style="color: black;">(Life management: I Am Liberated) <a href="http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6#view">http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6#view</a></span></span><br /><span><span style="color: black;">(Marriage Counseling) <a href="http://marriage-counsel.blogspot.com/">http://marriage-counsel.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Ownership on Job) <a href="http://job-ownership.blogspot.com/">http://job-ownership.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Parental Responsibilities) <a href="http://parental-responsibilities.blogspot.com/">http://parental-responsibilities.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Personality) <a href="http://human-personality.blogspot.com/">http://human-personality.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Qualities of Spouse) <a href="http://spouse-qualities.blogspot.com/">http://spouse-qualities.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Quit Smoking) <a href="http://quit-smoking-plan.blogspot.com/">http://quit-smoking-plan.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Self Development) <a href="http://managing-self.blogspot.com/">http://managing-self.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Self-confidence) <a href="http://self-confidence-improvement.blogspot.com/">http://self-confidence-improvement.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Stress Management) <a href="http://managing-stress-strain.blogspot.com/">http://managing-stress-strain.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Stress Management) <a href="http://management-of-stress.blogspot.com/">http://management-of-stress.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Swine Flu and Its Prevention) <a href="http://swine-flu-precaution.blogspot.com/">http://swine-flu-precaution.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Telephone Etiquette) <a href="http://telephone-etiquette.blogspot.com/">http://telephone-etiquette.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Walking) <a href="http://walking-plan.blogspot.com/">http://walking-plan.blogspot.com/</a></span></span><br /><span><span style="color: black;">(Winners and Losers) <a href="http://winners-losers.blogspot.com/">http://winners-losers.blogspot.com/</a></span></span><span><b style="font-family: inherit;"><span style="color: #006600;"><br /></span></b></span></p><p><span><b style="font-family: inherit;"><span style="color: #006600;">About All the 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href="http://wow-idea.blogspot.com/">http://wow-idea.blogspot.com/</a></span><br /></p>Prodcons Grouphttp://www.blogger.com/profile/02227116214041311214noreply@blogger.com0tag:blogger.com,1999:blog-2973772135572685184.post-13187366477149571982021-01-05T23:41:00.005-08:002021-01-05T23:41:56.876-08:00Preparing for Group Discussion<p><b><span style="color: #b45f06; font-family: inherit; font-size: large;">Group Discussions for Job Seekers and Students</span></b><br /></p><div class="MsoNormal"><span style="font-family: inherit;"><b>Scope of this Write-up</b><span style="color: black;"><o:p></o:p></span></span></div><ul type="disc"><li class="MsoNormal" style="mso-list: l8 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Group discussions among people in a group are done and used for variety of purposes under variety of settings. For example; for selecting or screening out candidates for the jobs, admissions of students in a college, particularly the business management schools, seeking new ideas through brainstorming and arriving at consensus on diverse opinions on a subject in an organization.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l8 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">However, here in this article, we are going to focus on the subject of group discussions for job seekers or for the students seeking admissions in business management or other schools.<o:p></o:p></span></li></ul><div class="MsoNormal"><span style="font-family: inherit;"><b>Use of Group Discussions</b><span style="color: black;"><o:p></o:p></span></span></div><ul type="disc"><li class="MsoNormal" style="mso-list: l0 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Group discussion is a process used for identifying appropriate or suitable candidates for the recruiting organization either by their selection or by filtering out the non-suitable candidates through this process.<o:p></o:p></span></li></ul><div class="MsoNormal"><span style="font-family: inherit;"><b>The Process</b><span style="color: black;"><o:p></o:p></span></span></div><ul type="disc"><li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">A group of candidates being considered for the job by the recruiting organization or for admission to the courses in business school is formed.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">The group size is normally 10 to 12 candidates who are supposed to formally discuss a given topic.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">The group is normally made to sit in a round table conference in a room with comfortable and disturbance free environment.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">A coordinator and few observers from the organization are appointed to administer the entire group discussion process.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">They select a topic normally of general interest and declare it to the group.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">The group participants may be given a few minutes (say 5 to 10 minutes) to collect their thoughts after the topic is revealed to them. During this period the participants can jot down the points of discussion on the given subject.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">The group is then asked to discuss the topic for duration of 15 to 20 minutes. The exact time can vary but will normally be in this range.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">The candidates or participants speak out their points of views and communicate on the topic.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">At times the coordinator and observers of the group discussion may prompt the silent participants to put in their ideas on the subject being discussed.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">In many group discussions, one or more candidates are expected to summarize the deliberations.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">During the time the discussions are being held, the observers observe the participating candidates intently and carefully for variety of parameters (qualities, personality traits, skill levels etc) that are pre-decided by the organization. Even the weights on each of these parameters are generally decided.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">After the period allocated for the discussion is over, the process of group discussion as far as the participants are concerned, is over.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l4 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Then, observers and coordinator of group discussion evaluate the candidates on the pre-decided parameters and allocate their marks and together decide on the candidates who will be filtered and dropped out and those who are found suitable and will be pushed up to the next level or process of selection like personal interview etc.<o:p></o:p></span></li></ul><div class="MsoNormal"><span style="font-family: inherit;"><b>Types of Group Discussions</b><span style="color: black;"><o:p></o:p></span></span></div><div class="MsoNormal"><br /></div><div class="MsoNormal"><span style="color: black;">The classification is based on the type of the topics that are chosen for group discussion. The topics could be:<o:p></o:p></span></div><div class="MsoNormal" style="margin-left: 0.5in; mso-list: l9 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: inherit;"><span style="color: black;"><span style="mso-list: Ignore;">1.<span style="font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span></span><!--[endif]--><span style="color: black;">Topic related to current news items related to business, technology, politics, education, health, social activities etc<o:p></o:p></span></span></div><div class="MsoNormal" style="margin-left: 0.5in; mso-list: l9 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: inherit;"><span style="color: black;"><span style="mso-list: Ignore;">2.<span style="font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span></span><!--[endif]--><span style="color: black;">Factual topics<o:p></o:p></span></span></div><div class="MsoNormal" style="margin-left: 0.5in; mso-list: l9 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: inherit;"><span style="color: black;"><span style="mso-list: Ignore;">3.<span style="font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span></span><!--[endif]--><span style="color: black;">Involving a problem or dilemma<o:p></o:p></span></span></div><div class="MsoNormal" style="margin-left: 0.5in; mso-list: l9 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: inherit;"><span style="color: black;"><span style="mso-list: Ignore;">4.<span style="font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span></span><!--[endif]--><span style="color: black;">Controversial topics<o:p></o:p></span></span></div><div class="MsoNormal" style="margin-left: 0.5in; mso-list: l9 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: inherit;"><span style="color: black;"><span style="mso-list: Ignore;">5.<span style="font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span></span><!--[endif]--><span style="color: black;">Abstract subjects<o:p></o:p></span></span></div><div class="MsoNormal" style="margin-left: 0.5in; mso-list: l9 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: inherit;"><span style="color: black;"><span style="mso-list: Ignore;">6.<span style="font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span></span><!--[endif]--><span style="color: black;">Case study discussion on a given case<o:p></o:p></span></span></div><div class="MsoNormal" style="margin-left: 0.5in; mso-list: l9 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: inherit;"><span style="color: black;"><span style="mso-list: Ignore;">7.<span style="font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span></span><!--[endif]--><span style="color: black;">Group task to achieve a result together as a team<o:p></o:p></span></span></div><div class="MsoNormal"><b><span style="color: #993300;"><br /></span></b></div><div class="MsoNormal"><span style="font-family: inherit;"><b>Phases of Group Discussion</b><span style="color: black;"><o:p></o:p></span></span></div><div class="MsoNormal"><br /></div><div class="MsoNormal"><span style="color: black;">Group discussion can be divided into three main phases:<o:p></o:p></span></div><div class="MsoNormal" style="margin-left: 0.5in; mso-list: l1 level1 lfo5; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: inherit;"><span style="color: black;"><span style="mso-list: Ignore;">1.<span style="font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span></span><!--[endif]--><span style="color: black;">Initiation or introduction<o:p></o:p></span></span></div><div class="MsoNormal" style="margin-left: 0.5in; mso-list: l1 level1 lfo5; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: inherit;"><span style="color: black;"><span style="mso-list: Ignore;">2.<span style="font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span></span><!--[endif]--><span style="color: black;">Body of the group discussion<o:p></o:p></span></span></div><div class="MsoNormal" style="margin-left: 0.5in; mso-list: l1 level1 lfo5; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in; text-indent: -0.25in;"><!--[if !supportLists]--><span style="font-family: inherit;"><span style="color: black;"><span style="mso-list: Ignore;">3.<span style="font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span></span><!--[endif]--><span style="color: black;">Summarizing or conclusion<o:p></o:p></span></span></div><div class="MsoNormal"><span style="color: black;"><br /></span></div><div class="MsoNormal"><span style="color: black;">One can also divide the phases of group discussion as:<o:p></o:p></span></div><ul type="disc"><li class="MsoNormal" style="mso-list: l3 level1 lfo6; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Creating chaos (approximately 1-2 minutes)<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l3 level1 lfo6; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Generating ideas (approximately 7-8 minutes)<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l3 level1 lfo6; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Building on ideas (approximately 5-6 minutes)<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l3 level1 lfo6; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Summarizing or concluding the discussion (approximately 1 to 2 minutes)<o:p></o:p></span></li></ul><div class="MsoNormal"><span style="font-family: inherit;"><b>On Introducing the Topic or Initiation of Group Discussion</b><span style="color: black;"><o:p></o:p></span></span></div><ul type="disc"><li class="MsoNormal" style="mso-list: l10 level1 lfo7; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Initiating a group discussion can be advantageous as well as disadvantageous depending on how well you do it.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l10 level1 lfo7; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">When you initiate a group discussion, you not only grab the opportunity to speak, you also attract the attention of the observers and your fellow participants. So, if you can make a favorable first impression in initiating, it will establish your leadership position in the group and will help you sail through the discussion very well.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l10 level1 lfo7; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">But if in initiating, you are not confident and are not able to make the first good impression on the observers and the other participants the damage might be irreparable. Stammering or communicating wrong facts and figures etc may further add to the damage.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l10 level1 lfo7; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">If you initiate well but do not contribute much later on, it gives the impression that you started just for the sake of starting it and to impress but you really do not have much stuff.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l10 level1 lfo7; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">When you start a discussion, in a way, you take up the responsibility of a leader and for putting the subject of discussion in its right perspective. Therefore, initiate the topic only if you have in-depth knowledge on it.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l10 level1 lfo7; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">There are different techniques to initiate and make a good first impression. Some of them are:<br />- Quotes on the topic<br />- Definitions of the topic and related issue<br />- Questions or posers or putting audience at the cross roads<br />- Shock treatment or shock statement<br />- Facts, figures and statistics<br />- Short story<br />- Humorous short story<br />- General statements<br />- Formulating an agenda of discussion and making the introductory points like objectives or deliverables of the discussion<o:p></o:p></span></li></ul><div class="MsoNormal"><span style="font-family: inherit;"><b>On Summarizing the Group Discussion</b><span style="color: black;"><o:p></o:p></span></span></div><ul type="disc"><li class="MsoNormal" style="mso-list: l7 level1 lfo8; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">The coordinator or observer will normally prompt to conclude the discussion and summarize.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l7 level1 lfo8; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">If he does not ask any particular person or persons to summarize, you may like to take the initiative. For this, you must have assimilated all the points that were discussed and you are confident that you can summarize well. This can make a good lasting impression.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l7 level1 lfo8; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Avoid raising new points during summarizing.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l7 level1 lfo8; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Avoid highlighting only your viewpoints.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l7 level1 lfo8; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Avoid dwelling only on one aspect of what was discussed. Your summary should incorporate all the important points that emerged from discussions.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l7 level1 lfo8; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Keep it precise and concise.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l7 level1 lfo8; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do not add anything once the group discussion has been summarized.<o:p></o:p></span></li></ul><div class="MsoNormal"><span style="font-family: inherit;"><b>Personality Traits That Are Usually Observed and Evaluated in Group Discussion</b><span style="color: black;"><o:p></o:p></span></span></div><ul type="disc"><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Knowledge, content<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Thinking pattern, clarity of thoughts<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Reasoning or logic abilities<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Analytical ability<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Creativity<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">General awareness<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Leadership<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Assertiveness (as against aggressiveness and submissiveness)<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Initiative<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Enthusiasm<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Dynamism<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Inspiring ability<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Communication- speaking<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Convincing ability<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Presentation style<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Listening<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Team building<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Team player<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Conflict resolution<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Consensus building ability<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Flexibility<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Personal grooming<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Demeanor: body language<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l6 level1 lfo9; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Etiquette and manners<o:p></o:p></span></li></ul><div class="MsoNormal"><span style="font-family: inherit;"><b>Dress Code</b><span style="color: black;"><o:p></o:p></span></span></div><ul type="disc"><li class="MsoNormal" style="mso-list: l5 level1 lfo10; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Candidates participating in a group discussion should be formally dressed. Should not wear casual clothes. Jacket and tie can be used depending on the climatic conditions.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l5 level1 lfo10; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">They should wear clean and well ironed clothes, washed socks and polished shoes.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l5 level1 lfo10; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do not forget to carry a clean handkerchief.<o:p></o:p></span></li></ul><div class="MsoNormal"><span style="font-family: inherit;"><b>Some More Tips, Do’s and Don’ts</b></span></div><ul type="disc"><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Improving your general awareness and keeping abreast of current affairs, happenings, issues and environment which affect lives of the people are very important. In short, ask yourself a question: am I well informed and do have I the latest information? For this, read news papers, political and business magazines, appropriate literature on Internet and watch relevant programs on television.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Also, form your own opinions on what you read and see. Think about it and prepare your thoughts with logical questioning on various topics. Also ask: are they fact based?<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Discuss various topics with your friends, colleagues, associates, teachers, bosses and family members. This way you get enriched by many points of view on a topic. Listen, question, discuss and argue. Also, express your opinion. Learn to check your temper and emotions if others’ views are unacceptable to you. If your point of view is incorrect, accept it with grace. Be flexible and open enough to modify or change your opinions.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Mobilize other people who are interested in group discussion and simulate group discussions. Request an experienced person to observe your performance and give you feedback. So, practice, practice and practice. Group discussion is a competency or a skill and it requires practice as all other skills do. <i>Refer: (Competency Matrix) </i><a href="http://competency-matrix.blogspot.com/"><i><span style="color: blue;">http://competency-matrix.blogspot.com/</span></i></a><i>, (Competencies- Life Management) </i><a href="http://shyam-bhatawdekar.blogspot.com/"><i><span style="color: blue;">http://shyam-bhatawdekar.blogspot.com/</span></i></a><o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Body language is your external personality and it creates the first impression on others. So, sit confidently and in a decent posture displaying your good etiquette and manners. Do not lean on the table or slouch. Do not sit with crossed legs. Do not rock your chair.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Thinking a few minutes on the given topic before starting the group discussion is important.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Jot down your thoughts in a small diary with a pen or pencil. You should always carry a small diary and pen or pencil with you while participating in a group discussion.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do feel that you are better or as good as others but definitely no less than others.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">If you are confident about yourself, try to be the initiator and concluder of the group discussion in addition to being an active participant throughout. Refer earlier paragraphs on it.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">As a participant, be the most visible participant by actively and meaningfully participating in the discussion. Therefore, speak up and do not remain just a spectator. Also, listen carefully what the others are saying and get involved.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Put up your points assertively and firmly and try to get others’ support on your view points.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Address the whole group, not a single person or only to the observers.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Be coherent in your presentation to the group. Your thoughts should not look disjointed. Also do not rush.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Be audible. But do not shout or scream.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">If you find that the discussion is going off track or at a tangent, grab this opportunity to bring it on track, thus securing an additional score for yourself.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Be polite and well mannered. Keep your cool under even very provoking situations and do not lose your temper. Do not mix your emotions. Do not get personal on issues with other participants and do not play the blaming game with them.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Do interrupt or enter the discussion when you want to. Do snatch chances. However, interrupt politely to put speak up your points.<o:p></o:p></span></li><li class="MsoNormal" style="mso-list: l2 level1 lfo11; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list .5in;"><span style="font-family: inherit;">Be a good time manager. Keep a track on the passing time so that you can contribute adequately within the time available.</span></li></ul><div><strong><span style="color: #b45f06;"><i>Books Authored by Shyam Bhatawdekar and Dr Kalpana Bhatawdekar (eBooks and printed books available online from Amazon)</i></span></strong><br /><div align="center" class="MsoNormal" style="text-align: center;"><br /></div><div class="MsoNormal" style="line-height: 18.4px; margin-left: 0.25in; mso-list: l0 level1 lfo1; text-indent: -0.25in;"><div class="MsoNoSpacing" style="text-align: justify;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 14pt; mso-fareast-font-family: Calibri;">Management, Business, Self-help & Personality Development Books<o:p></o:p></span></b></div><div class="MsoNoSpacing" style="text-align: justify;"><br /></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">1.<i style="mso-bidi-font-style: normal;"> HSoftware</i> (Human Software) (The Only Key to Higher Effectiveness)<i style="mso-bidi-font-style: normal;"><o:p></o:p></i></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">2. Sensitive Stories of Corporate World (Management Case Studies)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">3. Classic Management Games, Exercises, Energizers and Icebreakers<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">4. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">5. Classic Team Building Games, Exercises, Energizers and Icebreakers<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">6. 101 Classic Management Games, Exercises, Energizers and Icebreakers<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">7. Stress? No Way!! (Handbook on Stress Management)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">8. <i style="mso-bidi-font-style: normal;">HSoftware</i> (Shyam Bhatawdekar’s Effectiveness Model)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">9. Competency Management (Competency Matrix and Competencies)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">10. Soft Skills You Can’t Do Without (Goal Setting, Time Management, Assertiveness and Anger Management)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">11. Essentials of Work Study (Method Study and Work Measurement)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">12. Essentials of Time Management (Taking Control of Your Life)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">13. Essentials of 5S Housekeeping<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">14. Essentials of Quality Circles<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">15. Essentials of Goal Setting<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">16. Essentials of Anger Management<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">17. Essentials of Assertive Behavior<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">18. Essentials of Performance Management & Performance Appraisal<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">19. Health Essentials (Health Is Wealth)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">20. The Romance of Intimacy (How to Enhance Intimacy in a Relationship?)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><br /></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 14pt;">Novels, Stories, Biographies and Travelogues<o:p></o:p></span></b></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><br /></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">21. The Peace Crusaders (Novel: how the peace crusaders established permanent peace on a war strewn planet?)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">22. Love Knows No Bounds (Novel: a refreshingly different love story. Also available with the title “Good People”)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">23. Funny (and Not So Funny) Short Stories<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">24. Stories Children Will Love (Volume 1: Bhanu-Shanu-Kaju-Biju and Dholu Ram Gadbad Singh)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">25. My Father (Biography)</span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">26. Travelogue: Scandinavia, Russia</span><br /></div></div></div>Prodcons Grouphttp://www.blogger.com/profile/02227116214041311214noreply@blogger.com0tag:blogger.com,1999:blog-2973772135572685184.post-82567881928775245202021-01-05T23:32:00.003-08:002021-01-05T23:32:27.749-08:00Interview preparation<p><strong><span style="color: #993300;">Scope</span></strong><br /><br />Scope of write-up here is to provide information on how to prepare to face the job interview. It is meant for the persons who are looking out for jobs for the first time or for those who wish to change the jobs. This write-up does not include any guidelines for the employers or their representatives who interview the candidates seeking the employment opportunities. For that, refer: <em>(Interview Skills) </em><a href="http://interviewing-skill.blogspot.com/"><em>http://interviewing-skill.blogspot.com/</em></a><br /><br /><strong><span style="color: #993300;">Introduction</span></strong><br /></p><ul><li>Job interview is a process through which an employer or his representative body evaluates a potential employee for possibility of employing him in the organization.</li><li>The employer or employer’s representative is called interviewer and the candidate or job applicant is called interviewee.</li><li>The interview process is used after the initial processes of screening the candidates or applicants for the jobs have been administered on them. These may consist of resumes or bio-data or curriculum vitae, aptitude tests, IQ and <span class="blsp-spelling-error" id="SPELLING_ERROR_0">EQ</span> tests, group discussions etc.</li><li>Only the persons who successfully qualify the above-mentioned screening criteria are personally interviewed.</li><li>In such personal interviews, the interviewer and interviewee communicate with each other and exchange valuable information that is used by the interviewer to decide if the job applicant being interviewed is the most appropriate person for the organization. The interviewee, while on one hand tries to convince that he is the most appropriate person for the job, he also collects the information that helps him to decide if the organization and the job are the right ones for him or not. In case interviewer finds that candidate fills the bill, he uses interview process also to pass on such information to the interviewee that will convince him and persuade him to join the organization.</li><li>The personal interviews may start with telephonic interviews followed by one or more rounds of personal interviews by the employer organization. Interviews may be conducted by one person or by multiple persons in each round of interview.</li></ul><p><strong><span style="color: #993300;">Home Work Prior to Actual Interview</span></strong><br /></p><ul><li>Study your resume thoroughly to remind yourself of the information that you had sent to the prospective employer at the time of application.</li><li>Study the job profile for which you applied. Work out as to what the job would expect from you in terms of knowledge, experience, technical skill sets, soft skill sets, past achievements, extra-curricular activities and your interests as well as the possible <span class="blsp-spelling-error" id="SPELLING_ERROR_1">deliverables</span> expected from the incumbent who would hold that job. In case the employer has not advertised or published the job description for public consumption, try to acquire a copy of the job description from the employer.</li><li>Now, try to match the job requirements as described above with your own profile and see for yourself as to how close you match with them. You will come to know as to where you are already in a pretty strong position and where there are gaps.</li><li>In the intervening period between the date of the first of the interviews and the date you come to know of the interview date, try to work towards bridging the gaps in your knowledge, technical skills and soft skills. Be a bit tough on yourself as you own self evaluator and be serious in acquiring the additional knowledge and skills required.</li><li>Collect information about the organization that is going to interview you. More you know about the organization, the better prepared you will be to discuss how you can meet its needs. You will also be in a better position to answer any questions the interviewers might ask you regarding their organization. You should know the profile of the organization in terms of its management/structure, its products, its financial standing, new developments in the organization etc.</li><li>Now comes the most important preparation i.e. formulating the questions that interviewer may ask and how you would like to answer them. Again be tough on yourself. Imagine yourself to be in interviewer’s position and think of all the possible questions you would have asked the interview candidates in order to make a good selection. For each of these questions, prepare the best possible answers that will influence the interviewers positively towards your candidature. You may take the help from others to know the types of questions the interviewers might ask. On the Internet also you may get this kind of information. You will benefit a great deal if you refer: (Interview Skills) <a href="http://interviewing-skill.blogspot.com/">http://interviewing-skill.blogspot.com/</a></li><li>Make a decent looking file of all of your certificates and credential and other related papers/information that may be requited at the time of interview.</li><li>Keep the address and phone numbers of the venue of the interview handy with you. You should also have with you the names and designations of the persons and their telephone numbers who have been communicating with your from the interviewing organization.</li><li>Select the dress and other accessories that you will wear on the day of the interview and keep them ready. Always select the dress which gives you that additional confidence that you need in facing the interview situation. There are always some favorite clothes for such occasions, do use them for positive psychological support.</li><li>If the interview is not in your town/city and it involves travel, do the ticketing and reservations for travel and stay well in advance not to meet the last minute disappointments and rush. Try to reach the city of the interview latest by the evening of the earlier day of the interview day.</li><li>Keep the road map of the venue from the place of your residence. Find out how much time will it need for travel to the venue so that you can start from your residence accordingly. Always add at least 30 minutes to the travel time as an emergency allowance.</li></ul><p><strong><span style="color: #993300;">Telephonic Interview</span></strong><br /></p><ul><li>Prior to your face to face interview, there may be a telephonic interview where you may be interviewed by a person or persons from the employer organization.</li><li>The purpose of telephone interview sometimes is to screen out the obvious mismatches to the job so that finally, only few shortlisted candidates are called for face to face interview. It saves the recruiting organization time and money.</li><li>They are conducted normally when the candidate is abroad or lives in a different state/city. Sometimes even in the same city too you can expect a telephone interview.</li><li>For this kind of interview your telephone etiquette and manners should be impressive. For knowing about the telephonic etiquette, refer: (Telephone Etiquette) <a href="http://telephone-etiquette.blogspot.com/">http://telephone-etiquette.blogspot.com/</a></li></ul><p><strong><span style="color: #993300;">Face to Face Interview: The Interview Day</span></strong><br /></p><ul><li><strong><span style="color: #993300;"></span></strong>First impressions, at times, can be the last impression. Your external personality counts in creating the first impression. Your clothes, hairstyle, gestures and anything else an interviewer sees before the interview starts make your first impression.</li><li>In dressing, err on a bit of conservative style. You can wear a formal dress, not an informal or casual one. As mentioned earlier, always select the dress which gives you that additional confidence that you need in facing the interview situation. It should be clean, well fit and properly pressed. Do a decent looking hair style- hair should be well in place. Shine the shoes and they should be intact. Do not wear casual types of shoes like slip-<span class="blsp-spelling-error" id="SPELLING_ERROR_2">ons</span>, loafers or sports shoes etc. Do take bath and look clean. Avoid the perfume (all you know that one of the interviewers may be allergic to perfumes). Use sophisticated and decent looking accessories. Men should not wear ear rings. Eye contact is important during an interview, so make sure your glasses are clean. Buy a new pen for the interview. Do not buy a cheap looking one.</li><li>Arrive early at the interview venue. You should keep some time up your sleeves to get through the official bureaucracies at the interview venue (security check, issues of admit pass etc), getting acclimatized with the environment at the venue, using the wash room etc. Do use the wash room to tidy you up.</li><li>As you enter the interview room, greet the interviewer(s) appropriately by saying “good morning” or “good evening”. Never say “good night” when you meet the interviewer(s) even if you meet them at night; say “good evening” even then. You should say “good night” while parting at night. During day time, say “good day” while parting. If the interviewer offers a hand shake, accept it with firm and confident handshake.</li><li>Keep up a happy countenance, smile as necessary. Enjoy the humorous part of conversation if any. Don’t ever look tired or keep a long face with constant frown, tension or sadness. Remain alert and look smart, interested and enthusiastic. Yet, be natural, be yourself- you don’t have to act artificially.</li><li>Be prepared to communicate with interviewers. When you have made a point clearly, do not overdo or stretch it by extending your talk further.</li><li>Do not react immediately to any question immediately. Listen the question carefully, think about it, quickly construct your reply and then, speak at a normal pace but surely. You can take your minute or two to respond but do not delay too much too. A measured response is more appreciated by the interviewer(s) than a hurried reaction.</li><li>Do not hesitate to get clarifications on the question being asked. But do not do it for every question. That shows that you are not attentive or your comprehension is poor.</li><li>Supplement your responses with examples when necessary and appropriate.</li><li>Be a sales person and convince through your answers and communication to make the interviewer(s) realize that you are the best person for the job.</li><li>If the interviewers offer you an opportunity to ask them questions, do ask them the questions you have in mind about the organization, the job requirement, place and department of posting, career growth opportunities etc. even if the interviewers do not offer such opportunity and you do have some genuine questions, take interviewer’s permission to ask the question.</li><li>Look out for the indications about the close of the interview and then do not hang on. Thank the interviewer(s) and greet as per the time of the day.</li></ul><p><strong><span style="color: #993300;">What the Interviewers Generally Look for in the Interviewee</span></strong><br /><br /><span style="color: black;">The questions will be designed by the interviewers in order to find some or all of the following in the interviewee. Therefore, you should be prepared to look into these aspects within yourself and be ready to decide as to what kind of replies will you like to give in the interview to project the best image of yourself.</span><br /></p><ul><li>Suitability of your education level for the job position.</li><li>Suitability of your general and professional qualifications.</li><li>How good are you are in the hard and soft competencies and skills as required for the job. <em>For a comprehensive list of soft competencies refer: </em><a href="http://soft-skills-competencies.blogspot.com/"><em>http://soft-skills-competencies.blogspot.com/</em></a></li><li>Every interviewer these days checks for you level of computer literacy.</li><li>Analytical, problem solving and creativity skills.</li><li>Your motivation and ambition levels.</li><li>Your initiative and drive.</li><li>Your communication and presentation skills.</li><li>Your stability and maturity.</li><li>Your leadership potential.</li><li>Your understanding of business and interest in it.</li><li>Your general alertness, smartness and manners.</li></ul><p><strong><span style="color: #b45f06;"><i>Books Authored by Shyam Bhatawdekar and Dr Kalpana Bhatawdekar (eBooks and printed books available online from Amazon)</i></span></strong><br /></p><div align="center" class="MsoNormal" style="text-align: center;"><br /></div><div class="MsoNormal" style="line-height: 18.4px; margin-left: 0.25in; mso-list: l0 level1 lfo1; text-indent: -0.25in;"><div class="MsoNoSpacing" style="text-align: justify;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 14pt; mso-fareast-font-family: Calibri;">Management, Business, Self-help & Personality Development Books<o:p></o:p></span></b></div><div class="MsoNoSpacing" style="text-align: justify;"><br /></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">1.<i style="mso-bidi-font-style: normal;"> HSoftware</i> (Human Software) (The Only Key to Higher Effectiveness)<i style="mso-bidi-font-style: normal;"><o:p></o:p></i></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">2. Sensitive Stories of Corporate World (Management Case Studies)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">3. Classic Management Games, Exercises, Energizers and Icebreakers<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">4. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">5. Classic Team Building Games, Exercises, Energizers and Icebreakers<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">6. 101 Classic Management Games, Exercises, Energizers and Icebreakers<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">7. Stress? No Way!! (Handbook on Stress Management)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">8. <i style="mso-bidi-font-style: normal;">HSoftware</i> (Shyam Bhatawdekar’s Effectiveness Model)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">9. Competency Management (Competency Matrix and Competencies)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">10. Soft Skills You Can’t Do Without (Goal Setting, Time Management, Assertiveness and Anger Management)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">11. Essentials of Work Study (Method Study and Work Measurement)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">12. Essentials of Time Management (Taking Control of Your Life)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">13. Essentials of 5S Housekeeping<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">14. Essentials of Quality Circles<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">15. Essentials of Goal Setting<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">16. Essentials of Anger Management<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">17. Essentials of Assertive Behavior<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">18. Essentials of Performance Management & Performance Appraisal<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">19. Health Essentials (Health Is Wealth)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in; text-align: justify;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">20. The Romance of Intimacy (How to Enhance Intimacy in a Relationship?)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><br /></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><b style="mso-bidi-font-weight: normal;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 14pt;">Novels, Stories, Biographies and Travelogues<o:p></o:p></span></b></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><br /></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">21. The Peace Crusaders (Novel: how the peace crusaders established permanent peace on a war strewn planet?)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">22. Love Knows No Bounds (Novel: a refreshingly different love story. Also available with the title “Good People”)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">23. Funny (and Not So Funny) Short Stories<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">24. Stories Children Will Love (Volume 1: Bhanu-Shanu-Kaju-Biju and Dholu Ram Gadbad Singh)<o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">25. My Father (Biography)</span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><span lang="EN-US" style="font-family: "times new roman"; font-size: 12pt;">26. Travelogue: Scandinavia, Russia</span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><strong><span style="color: #993300;"><br /></span></strong></div><div class="MsoNormal" style="line-height: normal; margin-bottom: 0in;"><strong><span style="color: #993300;">Other Topics of Interest</span></strong></div></div><p><strong><span style="color: #006600;">All Management Topics</span></strong> (<em>General Management, Marketing and Sales, Service, Operations/Manufacturing, Quality, Maintenance, Human Resources, Finance and Accounts, Information Technology, Life Management</em>)<br /><br />The topics are listed in alphabetic order:<br /><br />(<strong><span style="color: red;">Home Pages for All the Management Topics</span></strong>) <a href="http://management-universe.blogspot.com/">http://management-universe.blogspot.com/</a> and <a href="http://management-universe-enotes.blogspot.com/">http://management-universe-enotes.blogspot.com/</a><br />(<strong><span style="color: red;">Alphabetic List of All Management Topics</span></strong>) <a href="http://management-enotes.blogspot.com/">http://management-enotes.blogspot.com/</a><br />(<strong><span style="color: red;">Home Page for Writings of <span class="blsp-spelling-error" id="SPELLING_ERROR_5">Shyam</span> <span class="blsp-spelling-error" id="SPELLING_ERROR_6">Bhatawdekar</span></span></strong>) <a href="http://writings-of-shyam.blogspot.com/">http://writings-of-shyam.blogspot.com/</a><br />(5S Housekeeping) <a href="http://5s-housekeeping.blogspot.com/">http://5s-housekeeping.blogspot.com/</a><br />(Activity Based Costing- ABC) <a href="http://activitybased-costing.blogspot.com/">http://activitybased-costing.blogspot.com/</a><br />(Advertising) <a href="http://advertising-mass-communication.blogspot.com/">http://advertising-mass-communication.blogspot.com/</a><br />(Anger Management) <a href="http://controlling-anger.blogspot.com/">http://controlling-anger.blogspot.com/</a><br />(Assertiveness) <a href="http://assertiveness-skill.blogspot.com/">http://assertiveness-skill.blogspot.com/</a><br />(A to Z of Management Systems) <a href="http://a-z-management-systems.blogspot.com/">http://a-z-management-systems.blogspot.com/</a><br />(A to Z of Quality Techniques) <a href="http://a-z-quality-techniques.blogspot.com/">http://a-z-quality-techniques.blogspot.com/</a><br />(Balanced Scorecard) <a href="http://balanced-scorecard-system.blogspot.com/">http://balanced-scorecard-system.blogspot.com/</a><br />(Basic Statistics) <a href="http://statistics-basic.blogspot.com/">http://statistics-basic.blogspot.com/</a><br />(Behavioral Safety) <a href="http://behavioral-safety.blogspot.com/">http://behavioral-safety.blogspot.com/</a><br />(Benchmarking) <a href="http://benchmarking-system.blogspot.com/">http://benchmarking-system.blogspot.com/</a><br />(Books- Best Management Books) <a href="http://best-management-books.blogspot.com/">http://best-management-books.blogspot.com/</a><br />(<span class="blsp-spelling-error" id="SPELLING_ERROR_7">Boundaryless</span>) <a href="http://shyambhatawdekar.blogspot.com/">http://shyambhatawdekar.blogspot.com/</a><br />(Business Ethics and Ethics in Management) <a href="http://business-management-ethics.blogspot.com/">http://business-management-ethics.blogspot.com/</a> (Business Process <span class="blsp-spelling-error" id="SPELLING_ERROR_8">Reengineering</span>- <span class="blsp-spelling-error" id="SPELLING_ERROR_9">BPR</span>) <a href="http://business-process-reengineering-bpr.blogspot.com/">http://business-process-reengineering-bpr.blogspot.com/</a><br />(Career Planning within Organizations) <a href="http://organizational-career-planning.blogspot.com/">http://organizational-career-planning.blogspot.com/</a><br />(Case Method) <a href="http://case-method.blogspot.com/">http://case-method.blogspot.com/</a><br />(CEO Roles, Qualities and Competencies) <a href="http://ceo-qualities.blogspot.com/">http://ceo-qualities.blogspot.com/</a><br />(Change Management) <a href="http://manage-change.blogspot.com/">http://manage-change.blogspot.com/</a><br />(Coaching) <a href="http://coaching-skill.blogspot.com/">http://coaching-skill.blogspot.com/</a><br />(Communication) <a href="http://communication-for-business.blogspot.com/">http://communication-for-business.blogspot.com/</a><br />(Competencies- Life Management) <a href="http://shyam-bhatawdekar.blogspot.com/">http://shyam-bhatawdekar.blogspot.com/</a><br />(Competency Matrix) <a href="http://competency-matrix.blogspot.com/">http://competency-matrix.blogspot.com/</a><br />(Conflict Management) <a href="http://manage-conflict.blogspot.com/">http://manage-conflict.blogspot.com/</a><br />(Corporate Governance) <a href="http://corporate-governance-policy.blogspot.com/">http://corporate-governance-policy.blogspot.com/</a><br />(Cost Management) <a href="http://cost-management-control.blogspot.com/">http://cost-management-control.blogspot.com/</a><br />(Cost of Quality- <span class="blsp-spelling-error" id="SPELLING_ERROR_10">COQ</span>) <a href="http://cost-of-quality.blogspot.com/">http://cost-of-quality.blogspot.com/</a><br />(Counseling at Workplace)<a href="http://counseling-skill.blogspot.com/">http://counseling-skill.blogspot.com/</a><br />(Creativity and Innovation) <a href="http://creativity-management.blogspot.com/">http://creativity-management.blogspot.com/</a><br />(Critical Thinking skills) <a href="http://critical-thinking-skills.blogspot.com/">http://critical-thinking-skills.blogspot.com/</a><br />(Cross Cultural Etiquette and Manners) <a href="http://cross-cultural-etiquette.blogspot.com/">http://cross-cultural-etiquette.blogspot.com/</a><br />(Customer Orientation) <a href="http://customer-orientation.blogspot.com/">http://customer-orientation.blogspot.com/</a><br />(Customer Relationship management- <span class="blsp-spelling-error" id="SPELLING_ERROR_11">CRM</span>) <a href="http://customer-relationship-crm.blogspot.com/">http://customer-relationship-crm.blogspot.com/</a><br />(Daily Management) <a href="http://daily-management.blogspot.com/">http://daily-management.blogspot.com/</a><br />(Decision Making) <a href="http://decision-making-function.blogspot.com/">http://decision-making-function.blogspot.com/</a><br />(Delegation) <a href="http://delegation-skill.blogspot.com/">http://delegation-skill.blogspot.com/</a><br />(Design for Manufacture) <a href="http://design-for-manufacture.blogspot.com/">http://design-for-manufacture.blogspot.com/</a><br />(Dining Etiquette and Table Manners) <a href="http://dining-manners.blogspot.com/">http://dining-manners.blogspot.com/</a><br />(Discipline at Work) <a href="http://discipline-at-work.blogspot.com/">http://discipline-at-work.blogspot.com/</a><br />(Dream Exotic) <a href="http://knol.google.com/k/shyam-bhatawdekar/my-exotic-dream/6txz9nck6g3/8">http://knol.google.com/k/shyam-bhatawdekar/my-exotic-dream/6txz9nck6g3/8</a><br />(Effectiveness and Efficiency) <a href="http://effectiveness-efficiency.blogspot.com/">http://effectiveness-efficiency.blogspot.com/</a><br />(Effectiveness Management: <span class="blsp-spelling-error" id="SPELLING_ERROR_12"><strong><em><span style="color: red;">HSoftware</span></em></strong></span>) <a href="http://humansoftware.blogspot.com/">http://humansoftware.blogspot.com/</a><br />(Email Etiquette) <a href="http://email-etiquette-manners.blogspot.com/">http://email-etiquette-manners.blogspot.com/</a><br />(Emotional Intelligence) <a href="http://emotional-quotient-intelligence.blogspot.com/">http://emotional-quotient-intelligence.blogspot.com/</a><br />(Empowerment) <a href="http://employee-empowerment.blogspot.com/">http://employee-empowerment.blogspot.com/</a><br />(Enterprise Resource Planning- ERP) <a href="http://erp-management.blogspot.com/">http://erp-management.blogspot.com/</a><br />(Entrepreneurship and Entrepreneur) <a href="http://entrepreneurship-entrepreneur.blogspot.com/">http://entrepreneurship-entrepreneur.blogspot.com/</a><br />(Executive Etiquette and Manners) <a href="http://executive-manners.blogspot.com/">http://executive-manners.blogspot.com/</a><br />(Exit Interview) <a href="http://exit-interview.blogspot.com/">http://exit-interview.blogspot.com/</a><br />(Financial Ratios and Financial Ratio Analysis) <a href="http://financial-ratios.blogspot.com/">http://financial-ratios.blogspot.com/</a><br />(Financial Services) <a href="http://finance-related-services.blogspot.com/">http://finance-related-services.blogspot.com/</a><br />(Functions of Management) <a href="http://functions-of-management.blogspot.com/">http://functions-of-management.blogspot.com/</a><br />(Gemba Kaizen) <a href="http://gemba-kaizen-improvement.blogspot.com/">http://gemba-kaizen-improvement.blogspot.com/</a><br />(Genuine Professional) <a href="http://knol.google.com/k/shyam-bhatawdekar/the-genuine-professional/6txz9nck6g3/10">http://knol.google.com/k/shyam-bhatawdekar/the-genuine-professional/6txz9nck6g3/10</a><br />(Global Mindset) <a href="http://global-mindset.blogspot.com/">http://global-mindset.blogspot.com/</a><br />(Goal/Target Setting) <a href="http://goal-target-setting.blogspot.com/">http://goal-target-setting.blogspot.com/</a><br />(Group Discussion) <a href="http://group-discussion-gd.blogspot.com/">http://group-discussion-gd.blogspot.com/</a><br />(Group Dynamics) <a href="http://group-dynamics-process.blogspot.com/">http://group-dynamics-process.blogspot.com/</a><br />(How to Be a Good Boss) <a href="http://good-boss.blogspot.com/">http://good-boss.blogspot.com/</a><br />(How to Get Promoted) <a href="http://get-promoted.blogspot.com/">http://get-promoted.blogspot.com/</a><br />(How to save Money) <a href="http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11">http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11</a><br />(HR Dynamics) <a href="http://hrm-dynamics.blogspot.com/">http://hrm-dynamics.blogspot.com/</a><br />(HR Strategies and Functions) <a href="http://strategic-functions-hrm.blogspot.com/">http://strategic-functions-hrm.blogspot.com/</a><br />(Human Capital Architecture) <a href="http://human-capital-architecture.blogspot.com/">http://human-capital-architecture.blogspot.com/</a><br />(Human Relations) <a href="http://human-relations-aspect.blogspot.com/">http://human-relations-aspect.blogspot.com/</a><br />(Human Resource Planning) <a href="http://human-resource-planning.blogspot.com/">http://human-resource-planning.blogspot.com/</a><br />(Human Software- <strong><em><span style="color: red;">HSoftware</span></em></strong>) <a href="http://human-software-hsoftware.blogspot.com/">http://human-software-hsoftware.blogspot.com/</a><br />(Interpersonal Relations) <a href="http://interpersonal-relations.blogspot.com/">http://interpersonal-relations.blogspot.com/</a><br />(Interview Skills) <a href="http://interviewing-skill.blogspot.com/">http://interviewing-skill.blogspot.com/</a><br />(Interview Preparation for Job Seekers) <a href="http://interview-preparation-jobs.blogspot.com/">http://interview-preparation-jobs.blogspot.com/</a><br />(Interview Questions) <a href="http://interview-question-bank.blogspot.com/">http://interview-question-bank.blogspot.com/</a><br />(Just in Time Management- JIT) <a href="http://just-in-time-management.blogspot.com/">http://just-in-time-management.blogspot.com/</a><br />(Kaizen) <a href="http://kaizen-improvement.blogspot.com/">http://kaizen-improvement.blogspot.com/</a><br />(Knowledge Management) <a href="http://knowledge-management-initiative.blogspot.com/">http://knowledge-management-initiative.blogspot.com/</a><br />(Lead Time Management) <a href="http://lead-time-management.blogspot.com/">http://lead-time-management.blogspot.com/</a><br />(Leadership) <a href="http://lead-max.blogspot.com/">http://lead-max.blogspot.com/</a><br />(Lean Enterprise) <a href="http://lean-organization.blogspot.com/">http://lean-organization.blogspot.com/</a><br />(Learning Organization) <a href="http://learning-organization-profile.blogspot.com/">http://learning-organization-profile.blogspot.com/</a><br />(Life Management: Competencies) <a href="http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4">http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4</a><br />(Life Management: Effectiveness Management: <strong><em><span style="color: red;">HSoftware</span></em></strong>) <a href="http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3">http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3</a><br />(Life Management: I Am Liberated) <a href="http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6">http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6</a><br />(Life Positions and OKness) <a href="http://life-positions.blogspot.com/">http://life-positions.blogspot.com/</a><br />(Life Skills) <a href="http://life-skills-competencies.blogspot.com/">http://life-skills-competencies.blogspot.com/</a><br />(Listening) <a href="http://listen-skills.blogspot.com/">http://listen-skills.blogspot.com/</a><br />(Management Anecdotes) <a href="http://management-anecdotes.blogspot.com/">http://management-anecdotes.blogspot.com/</a><br />(Management Book- Best Books) <a href="http://best-management-books.blogspot.com/">http://best-management-books.blogspot.com/</a><br />(Management Information System- MIS) <a href="http://management-information-system-mis.blogspot.com/">http://management-information-system-mis.blogspot.com/</a><br />(Managing/conducting Meetings) <a href="http://managing-meetings.blogspot.com/">http://managing-meetings.blogspot.com/</a><br />(Marginal Utility) <a href="http://marginal-utility-concept.blogspot.com/">http://marginal-utility-concept.blogspot.com/</a><br />(Marketing Management Overview) <a href="http://marketing-management-overview.blogspot.com/">http://marketing-management-overview.blogspot.com/</a><br />(Marketing Orientation) <a href="http://marketing-orientation.blogspot.com/">http://marketing-orientation.blogspot.com/</a><br />(Marketing Management Tasks) <a href="http://marketing-management-tasks.blogspot.com/">http://marketing-management-tasks.blogspot.com/</a><br />(Market research) <a href="http://market-research-function.blogspot.com/">http://market-research-function.blogspot.com/</a><br />(Market Segmentation) <a href="http://market-segment.blogspot.com/">http://market-segment.blogspot.com/</a><br />(Mentoring) <a href="http://mentor-mentorship.blogspot.com/">http://mentor-mentorship.blogspot.com/</a><br />(Motivation) <a href="http://motivation-people.blogspot.com/">http://motivation-people.blogspot.com/</a><br />(Musings of Shyam Bhatawdekar on every topic on the earth) <a href="http://shyam-bhatawdekar-musings.blogspot.com/">http://shyam-bhatawdekar-musings.blogspot.com/</a><br />(Negotiation Skills) <a href="http://negotiating-skills.blogspot.com/">http://negotiating-skills.blogspot.com/</a><br />(Negotiation Tactics) <a href="http://negotiation-tactics.blogspot.com/">http://negotiation-tactics.blogspot.com/</a><br />(Objection Handling) <a href="http://objection-handling.blogspot.com/">http://objection-handling.blogspot.com/</a><br />(Organization Development- OD) <a href="http://organization-development-od.blogspot.com/">http://organization-development-od.blogspot.com/</a><br />(Organizational Culture) <a href="http://organizational-culture-values.blogspot.com/">http://organizational-culture-values.blogspot.com/</a><br />(Out of Box Ideas) <a href="http://wow-idea.blogspot.com/">http://wow-idea.blogspot.com/</a><br />(Ownership on Job) <a href="http://job-ownership.blogspot.com/">http://job-ownership.blogspot.com/</a><br />(Paradigm and Paradigm Shift) <a href="http://paradigm-mindset.blogspot.com/">http://paradigm-mindset.blogspot.com/</a><br />(Performance Management and Appraisal) <a href="http://performance-appraisal-management.blogspot.com/">http://performance-appraisal-management.blogspot.com/</a><br />(Personality) <a href="http://human-personality.blogspot.com/">http://human-personality.blogspot.com/</a><br />(Positive Strokes) <a href="http://positive-strokes.blogspot.com/">http://positive-strokes.blogspot.com/</a><br />(Presentation Skills) <a href="http://presentation-effectiveness.blogspot.com/">http://presentation-effectiveness.blogspot.com/</a><br />(Problem Solving) <a href="http://problem-solving-skill.blogspot.com/">http://problem-solving-skill.blogspot.com/</a><br />(Profit Improvement) <a href="http://profit-improvement.blogspot.com/">http://profit-improvement.blogspot.com/</a><br />(Project Management) <a href="http://management-of-project.blogspot.com/">http://management-of-project.blogspot.com/</a><br />(Quality Circles History) <a href="http://quality-circles-history.blogspot.com/">http://quality-circles-history.blogspot.com/</a><br />(Quality Circles) <a href="http://quality-circles.blogspot.com/">http://quality-circles.blogspot.com/</a><br />(Quality Function Deployment- QFD and House of Quality) <a href="http://quality-function-deployment.blogspot.com/">http://quality-function-deployment.blogspot.com/</a><br />(Quality Gurus) <a href="http://quality-gurus.blogspot.com/">http://quality-gurus.blogspot.com/</a><br />(Recession) <a href="http://knol.google.com/k/shyam-bhatawdekar/recession/6txz9nck6g3/7">http://knol.google.com/k/shyam-bhatawdekar/recession/6txz9nck6g3/7</a><br />(Recession Management) <a href="http://recession-management.blogspot.com/">http://recession-management.blogspot.com/</a><br />(Recruitment and Selection) <a href="http://recruitment-selection.blogspot.com/">http://recruitment-selection.blogspot.com/</a><br />(Research Methodology) <a href="http://research-work-methodology.blogspot.com/">http://research-work-methodology.blogspot.com/</a><br />(Safety and Health Management) <a href="http://safety-health-management.blogspot.com/">http://safety-health-management.blogspot.com/</a><br />(Sales/Selling Process) <a href="http://selling-process.blogspot.com/">http://selling-process.blogspot.com/</a><br />(Sales Promotion) <a href="http://sales-promotion.blogspot.com/">http://sales-promotion.blogspot.com/</a><br />(Self development) <a href="http://managing-self.blogspot.com/">http://managing-self.blogspot.com/</a><br />(Self-confidence) <a href="http://self-confidence-improvement.blogspot.com/">http://self-confidence-improvement.blogspot.com/</a><br />(Six Sigma) <a href="http://six-sigma-system.blogspot.com/">http://six-sigma-system.blogspot.com/</a><br />(Six Thinking Hats) <a href="http://six-thinking-hats.blogspot.com/">http://six-thinking-hats.blogspot.com/</a><br />(Soft Skills) <a href="http://soft-skills-competencies.blogspot.com/">http://soft-skills-competencies.blogspot.com/</a><br />(Spiritual Quotient/Intelligence) <a href="http://spiritual-quotient.blogspot.com/">http://spiritual-quotient.blogspot.com/</a><br />(Strategic Management) <a href="http://strategic-managing.blogspot.com/">http://strategic-managing.blogspot.com/</a><br />(Stress Management) <a href="http://management-of-stress.blogspot.com/">http://management-of-stress.blogspot.com/</a><br />(Stress Management) <a href="http://managing-stress-strain.blogspot.com/">http://managing-stress-strain.blogspot.com/</a><br />(Success in Life or Success) <a href="http://success-achievement.blogspot.com/">http://success-achievement.blogspot.com/</a><br />(Success in Life or Success) <a href="http://knol.google.com/k/shyam-bhatawdekar/success-in-life/6txz9nck6g3/14#view">http://knol.google.com/k/shyam-bhatawdekar/success-in-life/6txz9nck6g3/14#view</a><br />(Supply Chain Management) <a href="http://manage-supply-chain.blogspot.com/">http://manage-supply-chain.blogspot.com/</a><br />(Supply and Demand) <a href="http://supply-demand-laws.blogspot.com/">http://supply-demand-laws.blogspot.com/</a><br />(Talent Management) <a href="http://managing-talent.blogspot.com/">http://managing-talent.blogspot.com/</a><br />(Team Building) <a href="http://team-building-working.blogspot.com/">http://team-building-working.blogspot.com/</a><br />(Telephone Etiquette) <a href="http://telephone-etiquette.blogspot.com/">http://telephone-etiquette.blogspot.com/</a><br />(Three Sixty Degrees Appraisal System) <a href="http://three-sixty-degrees-feedback.blogspot.com/">http://three-sixty-degrees-feedback.blogspot.com/</a><br />(Time Management) <a href="http://time-life-management.blogspot.com/">http://time-life-management.blogspot.com/</a><br />(Total Productive Maintenance- TPM) <a href="http://total-productive-maintenance.blogspot.com/">http://total-productive-maintenance.blogspot.com/</a><br />(Total Quality Management- TQM) <a href="http://total-quality-concept.blogspot.com/">http://total-quality-concept.blogspot.com/</a><br />(Training and Development) <a href="http://training-function.blogspot.com/">http://training-function.blogspot.com/</a><br />(Trainers’ Qualities) <a href="http://trainers-qualities.blogspot.com/">http://trainers-qualities.blogspot.com/</a><br />(Transaction Analysis- TA) <a href="http://transaction-analysis.blogspot.com/">http://transaction-analysis.blogspot.com/</a><br />(TRIZ- Inventive Problem Solving) <a href="http://triz-problem-solving.blogspot.com/">http://triz-problem-solving.blogspot.com/</a><br />(Value Engineering/Analysis) <a href="http://value-engineering-analysis.blogspot.com/">http://value-engineering-analysis.blogspot.com/</a><br />(Winners and Losers) <a href="http://winners-losers.blogspot.com/">http://winners-losers.blogspot.com/</a><br />(Work Study: Method Study and Work Measurement) <a href="http://work-study-measurement.blogspot.com/">http://work-study-measurement.blogspot.com/</a> <br /><br />(Work Methods or Practices: Efficient) <a href="http://efficient-work-methods.blogspot.com/">http://efficient-work-methods.blogspot.com/</a><br />(World Class Manufacturing) <a href="http://world-class-manufacturing.blogspot.com/">http://world-class-manufacturing.blogspot.com/</a><br />(Written Communication) <a href="http://written-communication.blogspot.com/">http://written-communication.blogspot.com/</a><br />(Zero Based Budgeting) <a href="http://zero-based-budgeting.blogspot.com/">http://zero-based-budgeting.blogspot.com/</a><br /><br /><strong><span style="color: #006600;"></span></strong><strong><span style="color: #006600;">Counseling: General and Psychological</span></strong><br />(Anger Management) <a href="http://controlling-anger.blogspot.com/">http://controlling-anger.blogspot.com/</a><br />(Children’s Behavior Problems) <a href="http://child-behavior-problems.blogspot.com/">http://child-behavior-problems.blogspot.com/</a><br />(Cholesterol Control) <a href="http://controlling-cholesterol.blogspot.com/">http://controlling-cholesterol.blogspot.com/</a><br />(Counseling: Psychological) <a href="http://counselingfamily.blogspot.com/">http://counselingfamily.blogspot.com/</a><br />(Counseling: Psychological) <a href="http://counseling-family.blogspot.com/">http://counseling-family.blogspot.com/</a><br />(Cross Cultural Etiquette) <a href="http://cross-cultural-etiquette.blogspot.com/">http://cross-cultural-etiquette.blogspot.com/</a><br />(Emotions) <a href="http://emotion-feeling.blogspot.com/">http://emotion-feeling.blogspot.com/</a><br />(Executive Etiquette and Manners) <a href="http://executive-manners.blogspot.com/">http://executive-manners.blogspot.com/</a><br />(Exercises) <a href="http://exercises-plan.blogspot.com/">http://exercises-plan.blogspot.com/</a><br />(Family Counseling) <a href="http://family-harmony.blogspot.com/">http://family-harmony.blogspot.com/</a><br />(Health: Homeopathy) <a href="http://homeopathy-medicines.blogspot.com/">http://homeopathy-medicines.blogspot.com/</a><br />(LifeManagement: Competencies) <a href="http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4">http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4</a><br />(Life Management: Effectiveness Management: HSoftware) <a href="http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3">http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3</a><br />(Life management: I Am Liberated) <a href="http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6#view">http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6#view</a><br />(Marriage Counseling) <a href="http://marriage-counsel.blogspot.com/">http://marriage-counsel.blogspot.com/</a><br />(Ownership on Job) <a href="http://job-ownership.blogspot.com/">http://job-ownership.blogspot.com/</a><br />(Parental Responsibilities) <a href="http://parental-responsibilities.blogspot.com/">http://parental-responsibilities.blogspot.com/</a><br />(Personality) <a href="http://human-personality.blogspot.com/">http://human-personality.blogspot.com/</a><br />(Qualities of Spouse) <a href="http://spouse-qualities.blogspot.com/">http://spouse-qualities.blogspot.com/</a><br />(Quit Smoking) <a href="http://quit-smoking-plan.blogspot.com/">http://quit-smoking-plan.blogspot.com/</a><br />(Self Development) <a href="http://managing-self.blogspot.com/">http://managing-self.blogspot.com/</a><br />(Self-confidence) <a href="http://self-confidence-improvement.blogspot.com/">http://self-confidence-improvement.blogspot.com/</a><br />(Stress Management) <a href="http://managing-stress-strain.blogspot.com/">http://managing-stress-strain.blogspot.com/</a><br />(Stress Management) <a href="http://management-of-stress.blogspot.com/">http://management-of-stress.blogspot.com/</a><br />(Swine Flu and Its Prevention) <a href="http://swine-flu-precaution.blogspot.com/">http://swine-flu-precaution.blogspot.com/</a><br />(Telephone Etiquette) <a href="http://telephone-etiquette.blogspot.com/">http://telephone-etiquette.blogspot.com/</a><br />(Walking) <a href="http://walking-plan.blogspot.com/">http://walking-plan.blogspot.com/</a><br />(Winners and Losers) <a href="http://winners-losers.blogspot.com/">http://winners-losers.blogspot.com/</a><br /><br /><strong><span style="color: #006600;"></span></strong><strong><span style="color: #006600;">About All the Products</span></strong><br />(<strong><span style="color: red;">Home Page for All Products</span></strong>) <a href="http://products-all.blogspot.com/">http://products-all.blogspot.com/</a><br />(Cars) <a href="http://cars-products.blogspot.com/">http://cars-products.blogspot.com/</a><br />(Chocolates) <a href="http://chocolates-products.blogspot.com/">http://chocolates-products.blogspot.com/</a><br />(Flowers) <a href="http://flowers-products.blogspot.com/">http://flowers-products.blogspot.com/</a><br />(Greeting Cards) <a href="http://greeting-cards-products.blogspot.com/">http://greeting-cards-products.blogspot.com/</a><br />(Mobile Phones) <a href="http://mobilephones-products.blogspot.com/">http://mobilephones-products.blogspot.com/</a><br /><br /><strong><span style="color: #006600;"></span></strong><strong><span style="color: #006600;">Home Tips</span></strong><br />(<strong><span style="color: red;">Home Page for All Home Tips</span></strong>) <a href="http://home-tips-tricks.blogspot.com/">http://home-tips-tricks.blogspot.com/</a><br />(Entertainment: Movies) <a href="http://popular-movies.blogspot.com/">http://popular-movies.blogspot.com/</a><br />(Oscar Award Movies) <a href="http://oscar-award-movies.blogspot.com/">http://oscar-award-movies.blogspot.com/</a><br />(Entertainment: Recommended Hindi Movies) <a href="http://unforgettable-hindi-movies.blogspot.com/">http://unforgettable-hindi-movies.blogspot.com/</a><br />(Entertainment- Hindi Movies of Your Choice) <a href="http://hindi-movies-choice.blogspot.com/">http://hindi-movies-choice.blogspot.com/</a><br />(Health: Homeopathy) <a href="http://homeopathy-medicines.blogspot.com/">http://homeopathy-medicines.blogspot.com/</a><br />(Housekeeping at Home) <a href="http://5s-housekeeping-home.blogspot.com/">http://5s-housekeeping-home.blogspot.com/</a><br />(How to Save Money) <a href="http://save-money-ideas.blogspot.com/">http://save-money-ideas.blogspot.com/</a> or <a href="http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11">http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11</a><br />(Jewelry Design) <a href="http://thejewellerydesigner.blogspot.com/">http://thejewellerydesigner.blogspot.com/</a><br />(Recipes: Easy to Cook) <a href="http://easytocook-recipes.blogspot.com/">http://easytocook-recipes.blogspot.com/</a><br />(Recipes: Exotic) <a href="http://tastetherecipes.blogspot.com/">http://tastetherecipes.blogspot.com/</a><br />(Stories for Children) <a href="http://stories-children.blogspot.com/">http://stories-children.blogspot.com/</a><br />(Travel and Sightseeing- India) <a href="http://india-tours-sightseeing.blogspot.com/">http://india-tours-sightseeing.blogspot.com/</a><br />(Travel and Sightseeing- World) <a href="http://sightseeing-guide.blogspot.com/">http://sightseeing-guide.blogspot.com/</a><br /><br /><strong><span style="color: #006600;"></span></strong><strong><span style="color: #006600;">General Knowledge and Out of Box Ideas</span></strong><br />(General Knowledge- GK) <a href="http://general-knowledge-gk.blogspot.com/">http://general-knowledge-gk.blogspot.com/</a><br />(General Knowledge- Top 5/Top 10) <a href="http://top-five-everything.blogspot.com/">http://top-five-everything.blogspot.com/</a><br />(General Knowledge- Top 10 of Everything) <a href="http://top-ten-anything.blogspot.com/">http://top-ten-anything.blogspot.com/</a><br />(Out of Box Ideas) <a href="http://wow-idea.blogspot.com/">http://wow-idea.blogspot.com/</a><br />(Shyam Bhatawdekar’s Knols) <a href="http://knol.google.com/k/shyam-bhatawdekar/shyam-bhatawdekar/6txz9nck6g3/1">http://knol.google.com/k/shyam-bhatawdekar/shyam-bhatawdekar/6txz9nck6g3/1</a><br />(Running Commentary on the Run) <a href="http://running-comments.blogspot.com/">http://running-comments.blogspot.com/</a><br /></p>Prodcons Grouphttp://www.blogger.com/profile/02227116214041311214noreply@blogger.com0tag:blogger.com,1999:blog-2973772135572685184.post-76547098626195258312021-01-05T23:25:00.005-08:002021-01-05T23:26:31.868-08:00Interview Skills<div><strong><span style="color: #993300;"><br /></span></strong></div><strong><span style="color: #993300;"></span></strong>
<strong><span style="color: #993300;">Scope</span></strong> <div><br /></div><div><span style="color: black;">Scope of write-up here is to provide information, on how to interview the candidates/ job applicants being considered for selection for the organization, to those professionals who are responsible to take decisions on the selection of human resources for the organization. This write-up does not include any guidelines on how to interview for employment to the candidates/job applicants. That has been covered in two separate write-ups for which refer: <em>(Interview Preparation for Job Seekers) </em><a href="http://interview-preparation-jobs.blogspot.com/"><em>http://interview-preparation-jobs.blogspot.com/</em></a><em>) and (Interview Questions) </em><a href="http://interview-question-bank.blogspot.com/"><em>http://interview-question-bank.blogspot.com/</em></a><em> .</em></span><em> </em></div><div><strong><span style="color: #993300;"><br /></span></strong></div><div>
<strong><span style="color: #993300;">Definition of Job Interviewing</span></strong>
<ul><li>Interview is a part of selection procedure to recruit and select the human resources for the organization.</li><li>Interviews are designed and used to ensure the future job performance of the selected candidates on the basis of applicant’s oral responses to oral enquiries.</li></ul><p><strong><span style="color: #993300;">Objectives of Interviewing</span></strong></p><ul><li>Informing the applicants/candidates about the job</li><li>Informing applicants/candidates about the company</li><li>Demonstrating company’s fair and equitable selection procedure</li><li>Demonstrating the rigorousness of interview and systematic/disciplined way (e.g. time management ) of managing the interview</li><li>Gaining unbiased factual information against the selection criteria</li><li>Taking decision to select or reject a candidate</li><li>Making a job offer with details of various aspects of job offer</li><li>Influencing suitable candidate to accept the job offer</li></ul><p><strong><span style="color: #993300;">Outcome of interviewing</span></strong></p><ul><li>Right candidate- selected: <em>correct outcome</em></li><li>Wrong candidate- rejected: <em>correct outcome</em></li><li>Right candidate- rejected: <em>wrong outcome</em></li><li>Wrong candidate- selected: <em>wrong outcome</em></li></ul><em><p></p></em><strong><span style="color: #993300;">What do you Check by Interviewing?</span></strong> <ul><li>Candidate’s competence for the job</li><li>Candidate’s motivation level for the job</li><li>Candidate’s match (fit) for the organizational culture</li><li>Candidate’s match (fit) with his team members in the organization</li></ul><p><strong><span style="color: #993300;">Interview Venue’s Physical Setting</span></strong></p><ul><li>No disturbance in and around the room</li><li>No phone calls</li><li>Neutral sitting arrangement (L shape or round table)</li><li>Interview stationery</li><li>Water or other normal beverages</li><li>Comfortable</li></ul><p><strong><span style="color: #993300;">Interview Structure</span></strong></p><ul><li>Open and build rapport: introductions, purpose of interview, position/job role, interview structure</li><li>Current and previous roles: candidate explains, look out for his approaches/achievements</li><li>Education: candidate informs, check with required education levels</li><li>Upbringing: candidate brings forth his environmental upbringing</li><li>Motivational aspects: candidate’s objectives and motivation for his professional and general life</li><li>Interests: professional and other than professional interests of the candidate</li><li>Close and wrap up: what selection process steps will take place here on</li></ul><p><strong><span style="color: #993300;">Interviewing/Questioning Skills: <em>Major Points</em></span></strong></p><ul><li>Interviewer should have studied the CV/resume/bio-data of the candidate prior to interviewing him</li><li>Questions should aim at factual recall, comparisons, opinions, cases, hypothetical situations etc</li><li>Concentrate on asking questions pertaining to candidate’s past performance which is one best indicator of his future performance generally</li><li>You may ask open as well as close ended questions. Yet, It is preferable to ask open ended questions that allow candidate to throw more information on himself (and that’s what you really want from the interview)</li><li>Encourage the candidate to give you more examples and instances of his achievement details</li><li>You can design questioning sets to include: open ended question for elaboration, further probe, now narrow down, close and summarize</li><li>Take one item of interviewing at a time </li><li>Don’t be judgmental or biased during the interview process</li><li>Remember that you must build quality and purpose in your questioning to get quality and correct information from the candidate</li><li>Listen more, talk less</li><li>In interview, do not try to show off your knowledge and achievements to impress the candidate or the other interview panel members; that’s never the purpose of any job interview</li><li>Ask questions to elicit candidate’s knowledge, skill/competency sets, analytical skills, emotional intelligence, achievements/accomplishments, approaches to handling various situations, social skills etc as necessary for the selection for a specific job</li><li>Home work should be done by the interviewer to design appropriate and effective questions</li><li>Normally interviewer does not need to use the stress interviewing questions except for those jobs where stress interviewing if necessary to find as to how the candidate will management a stress situation</li><li>Run of the mills questions which most interviewers are tempted to ask like “tell your 5 strongest points or 5 weakest points etc” do not lead the interviewer to take any objective decisions (most of the smart candidates would have already prepared their best text bookish replies to such questions and you might unnecessarily get impressed)</li><li>Do not ask questions which sound like ethnic, religious, gender or such unethical discrimination</li></ul><p><strong><span style="color: #993300;">For More Guidance, Assistance, Training and Consultation</span></strong></p><p>Contact: <a href="mailto:prodcons@prodcons.com">prodcons@prodcons.com</a></p><p>Also refer: <em>(<span class="blsp-spelling-error" id="SPELLING_ERROR_0"><span class="blsp-spelling-error" id="SPELLING_ERROR_0">Prodcons</span></span> Group) </em><a href="http://prodcons-group.blogspot.com/"><em>http://prodcons-group.blogspot.com/</em></a><em>, (Training Programs by <span class="blsp-spelling-error" id="SPELLING_ERROR_1"><span class="blsp-spelling-error" id="SPELLING_ERROR_1">Prodcons</span></span> Group) </em><a href="http://training-development-function.blogspot.com/"><em>http://training-development-function.blogspot.com/</em></a><em> and (Productivity Consultants) </em><a href="http://productivity-consultants.blogspot.com/"><em>http://productivity-consultants.blogspot.com/</em></a></p><p><strong><span style="color: #993300;">Other Topics of Interest</span></strong></p><p><span style="color: black;"><span style="color: #006600;"><strong>All Management Topics</strong> <span style="color: black;"><em>(General Management, Marketing and Sales, Service, Operations/Manufacturing, Quality, Maintenance, Human Resources, Finance and Accounts, Information Technology, Life Management)</em> </span></span></span></p><p><span style="color: black;"><span style="color: #006600;"><span style="color: black;">The topics are listed in alphabetic order:</span></span></span></p><p><span style="color: black;"><span style="color: #006600;"><span style="color: black;">(<strong><span style="color: red;">Home Pages for All the Management Topics</span></strong>) </span><a href="http://management-universe.blogspot.com/"><span style="color: black;">http://management-universe.blogspot.com/</span></a><span style="color: black;"> and </span><a href="http://management-universe-enotes.blogspot.com/"><span style="color: black;">http://management-universe-enotes.blogspot.com/</span></a><span style="color: black;">
(<strong><span style="color: red;">Building Leadership and Management</span></strong>) </span><a href="http://shyam.bhatawdekar.com/"><span style="color: black;">http://shyam.bhatawdekar.com</span></a><span style="color: black;">
(<strong><span style="color: red;">Alphabetic List of All Management Topics</span></strong>) </span><a href="http://management-enotes.blogspot.com/"><span style="color: black;">http://management-enotes.blogspot.com/</span></a><span style="color: black;">
(<span style="color: red;"><strong>Home Page for Writings of Shyam Bhatawdekar</strong></span>) </span><a href="http://writings-of-shyam.blogspot.com/"><span style="color: black;">http://writings-of-shyam.blogspot.com/</span></a><span style="color: black;">
(5S Housekeeping) </span><a href="http://5s-housekeeping.blogspot.com/"><span style="color: black;">http://5s-housekeeping.blogspot.com/</span></a><span style="color: black;">
(Activity Based Costing- ABC) </span><a href="http://activitybased-costing.blogspot.com/"><span style="color: black;">http://activitybased-costing.blogspot.com/</span></a><span style="color: black;">
(Advertising) </span><a href="http://advertising-mass-communication.blogspot.com/"><span style="color: black;">http://advertising-mass-communication.blogspot.com/</span></a><span style="color: black;">
(Anger Management) </span><a href="http://controlling-anger.blogspot.com/"><span style="color: black;">http://controlling-anger.blogspot.com/</span></a><span style="color: black;">
(Assertiveness) </span><a href="http://assertiveness-skill.blogspot.com/"><span style="color: black;">http://assertiveness-skill.blogspot.com/</span></a><span style="color: black;">
(Assessment Centers) </span><a href="http://assessment-centers.blogspot.com/"><span style="color: black;">http://assessment-centers.blogspot.com/</span></a><span style="color: black;">
(A to Z of Management Systems) </span><a href="http://a-z-management-systems.blogspot.com/"><span style="color: black;">http://a-z-management-systems.blogspot.com/</span></a><span style="color: black;">
(A to Z of Quality Techniques) </span><a href="http://a-z-quality-techniques.blogspot.com/"><span style="color: black;">http://a-z-quality-techniques.blogspot.com/</span></a><span style="color: black;">
(Balanced Scorecard) </span><a href="http://balanced-scorecard-system.blogspot.com/"><span style="color: black;">http://balanced-scorecard-system.blogspot.com/</span></a><span style="color: black;">
(Basic Statistics) </span><a href="http://statistics-basic.blogspot.com/"><span style="color: black;">http://statistics-basic.blogspot.com/</span></a><span style="color: black;">
(Behavioral Safety) </span><a href="http://behavioral-safety.blogspot.com/"><span style="color: black;">http://behavioral-safety.blogspot.com/</span></a><span style="color: black;">
(Benchmarking) </span><a href="http://benchmarking-system.blogspot.com/"><span style="color: black;">http://benchmarking-system.blogspot.com/</span></a><span style="color: black;">
(Body Language or Non-verbal Communication) </span><a href="http://body-language-communication.blogspot.com/"><span style="color: black;">http://body-language-communication.blogspot.com/</span></a><span style="color: black;">
(Books- Best Management Books) </span><a href="http://best-management-books.blogspot.com/"><span style="color: black;">http://best-management-books.blogspot.com/</span></a><span style="color: black;">
(Boundaryless) </span><a href="http://shyambhatawdekar.blogspot.com/"><span style="color: black;">http://shyambhatawdekar.blogspot.com/</span></a><span style="color: black;">
(Brainstorming) </span><a href="http://brainstorming-technique.blogspot.com/"><span style="color: black;">http://brainstorming-technique.blogspot.com/</span></a><span style="color: black;">
(Business Ethics and Ethics in Management) </span><a href="http://business-management-ethics.blogspot.com/"><span style="color: black;">http://business-management-ethics.blogspot.com/</span></a><span style="color: black;"> (Business Plan) </span><a href="http://business-plan-document.blogspot.com/"><span style="color: black;">http://business-plan-document.blogspot.com/</span></a><span style="color: black;">
(Business Process Reengineering- BPR) </span><a href="http://business-process-reengineering-bpr.blogspot.com/"><span style="color: black;">http://business-process-reengineering-bpr.blogspot.com/</span></a><span style="color: black;">
(Career Planning within Organizations) </span><a href="http://organizational-career-planning.blogspot.com/"><span style="color: black;">http://organizational-career-planning.blogspot.com/</span></a><span style="color: black;">
(Case Method) </span><a href="http://case-method.blogspot.com/"><span style="color: black;">http://case-method.blogspot.com/</span></a><span style="color: black;">
(Case Studies in Management) </span><a href="http://corporate-case-studies.blogspot.com/"><span style="color: black;">http://corporate-case-studies.blogspot.com/</span></a><span style="color: black;">
(CEO Roles, Qualities and Competencies) </span><a href="http://ceo-qualities.blogspot.com/"><span style="color: black;">http://ceo-qualities.blogspot.com/</span></a><span style="color: black;">
(Change Management) </span><a href="http://manage-change.blogspot.com/"><span style="color: black;">http://manage-change.blogspot.com/</span></a><span style="color: black;">
(Coaching) </span><a href="http://coaching-skill.blogspot.com/"><span style="color: black;">http://coaching-skill.blogspot.com/</span></a><span style="color: black;">
(Communication) </span><a href="http://communication-for-business.blogspot.com/"><span style="color: black;">http://communication-for-business.blogspot.com/</span></a><span style="color: black;">
(Competencies- Life Management) </span><a href="http://shyam-bhatawdekar.blogspot.com/"><span style="color: black;">http://shyam-bhatawdekar.blogspot.com/</span></a><span style="color: black;">
(Competency Matrix) </span><a href="http://competency-matrix.blogspot.com/"><span style="color: black;">http://competency-matrix.blogspot.com/</span></a><span style="color: black;">
(Conflict Management) </span><a href="http://manage-conflict.blogspot.com/"><span style="color: black;">http://manage-conflict.blogspot.com/</span></a><span style="color: black;">
(Corporate Governance) </span><a href="http://corporate-governance-policy.blogspot.com/"><span style="color: black;">http://corporate-governance-policy.blogspot.com/</span></a><span style="color: black;">
(Cost Management) </span><a href="http://cost-management-control.blogspot.com/"><span style="color: black;">http://cost-management-control.blogspot.com/</span></a><span style="color: black;">
(Cost of Quality- COQ) </span><a href="http://cost-of-quality.blogspot.com/"><span style="color: black;">http://cost-of-quality.blogspot.com/</span></a><span style="color: black;">
(Counseling at Workplace) </span><a href="http://counseling-skill.blogspot.com/"><span style="color: black;">http://counseling-skill.blogspot.com/</span></a><span style="color: black;">
(Creativity and Innovation) </span><a href="http://creativity-management.blogspot.com/"><span style="color: black;">http://creativity-management.blogspot.com/</span></a><span style="color: black;">
(Critical Thinking skills) </span><a href="http://critical-thinking-skills.blogspot.com/"><span style="color: black;">http://critical-thinking-skills.blogspot.com/</span></a><span style="color: black;">
(Cross Cultural Etiquette and Manners) </span><a href="http://cross-cultural-etiquette.blogspot.com/"><span style="color: black;">http://cross-cultural-etiquette.blogspot.com/</span></a><span style="color: black;">
(Customer Orientation) </span><a href="http://customer-orientation.blogspot.com/"><span style="color: black;">http://customer-orientation.blogspot.com/</span></a><span style="color: black;">
(Customer Relationship management- CRM) </span><a href="http://customer-relationship-crm.blogspot.com/"><span style="color: black;">http://customer-relationship-crm.blogspot.com/</span></a><span style="color: black;">
(Daily Management) </span><a href="http://daily-management.blogspot.com/"><span style="color: black;">http://daily-management.blogspot.com/</span></a><span style="color: black;">
(Decision Making) </span><a href="http://decision-making-function.blogspot.com/"><span style="color: black;">http://decision-making-function.blogspot.com/</span></a><span style="color: black;">
(Delegation) </span><a href="http://delegation-skill.blogspot.com/"><span style="color: black;">http://delegation-skill.blogspot.com/</span></a><span style="color: black;">
(Design for Manufacture) </span><a href="http://design-for-manufacture.blogspot.com/"><span style="color: black;">http://design-for-manufacture.blogspot.com/</span></a><span style="color: black;">
(Dining Etiquette and Table Manners) </span><a href="http://dining-manners.blogspot.com/"><span style="color: black;">http://dining-manners.blogspot.com/</span></a><span style="color: black;">
(Discipline at Work) </span><a href="http://discipline-at-work.blogspot.com/"><span style="color: black;">http://discipline-at-work.blogspot.com/</span></a><span style="color: black;">
(Dream Exotic) </span><a href="http://knol.google.com/k/shyam-bhatawdekar/my-exotic-dream/6txz9nck6g3/8"><span style="color: black;">http://knol.google.com/k/shyam-bhatawdekar/my-exotic-dream/6txz9nck6g3/8</span></a><span style="color: black;">#
(Effectiveness and Efficiency) </span><a href="http://effectiveness-efficiency.blogspot.com/"><span style="color: black;">http://effectiveness-efficiency.blogspot.com/</span></a><span style="color: black;">
(Effectiveness Management: HSoftware) </span><a href="http://humansoftware.blogspot.com/"><span style="color: black;">http://humansoftware.blogspot.com/</span></a><span style="color: black;">
(Efficiency Techniques: Work study: Motion and Time Study) </span><a href="http://work-study-measurement.blogspot.com/"><span style="color: black;">http://work-study-measurement.blogspot.com/</span></a><span style="color: black;">
(Efficient Work Methods or Practices) </span><a href="http://efficient-work-methods.blogspot.com/"><span style="color: black;">http://efficient-work-methods.blogspot.com/</span></a><span style="color: black;">
(Email Etiquette) </span><a href="http://email-etiquette-manners.blogspot.com/"><span style="color: black;">http://email-etiquette-manners.blogspot.com/</span></a><span style="color: black;">
(Emotional Intelligence) </span><a href="http://emotional-quotient-intelligence.blogspot.com/"><span style="color: black;">http://emotional-quotient-intelligence.blogspot.com/</span></a><span style="color: black;">
(Empowerment) </span><a href="http://employee-empowerment.blogspot.com/"><span style="color: black;">http://employee-empowerment.blogspot.com/</span></a><span style="color: black;">
(Enterprise Resource Planning- ERP) </span><a href="http://erp-management.blogspot.com/"><span style="color: black;">http://erp-management.blogspot.com/</span></a><span style="color: black;">
(Entrepreneurship and Entrepreneur) </span><a href="http://entrepreneurship-entrepreneur.blogspot.com/"><span style="color: black;">http://entrepreneurship-entrepreneur.blogspot.com/</span></a><span style="color: black;">
(Executive Etiquette and Manners) </span><a href="http://executive-manners.blogspot.com/"><span style="color: black;">http://executive-manners.blogspot.com/</span></a><span style="color: black;">
(Exit Interview) </span><a href="http://exit-interview.blogspot.com/"><span style="color: black;">http://exit-interview.blogspot.com/</span></a><span style="color: black;">
(Financial Ratios and Financial Ratio Analysis) </span><a href="http://financial-ratios.blogspot.com/"><span style="color: black;">http://financial-ratios.blogspot.com/</span></a><span style="color: black;">
(Financial Services) </span><a href="http://finance-related-services.blogspot.com/"><span style="color: black;">http://finance-related-services.blogspot.com/</span></a><span style="color: black;">
(Functions of Management) </span><a href="http://functions-of-management.blogspot.com/"><span style="color: black;">http://functions-of-management.blogspot.com/</span></a><span style="color: black;">
(Gemba Kaizen) </span><a href="http://gemba-kaizen-improvement.blogspot.com/"><span style="color: black;">http://gemba-kaizen-improvement.blogspot.com/</span></a><span style="color: black;">
(Genuine Professional) </span><a href="http://knol.google.com/k/shyam-bhatawdekar/the-genuine-professional/6txz9nck6g3/10"><span style="color: black;">http://knol.google.com/k/shyam-bhatawdekar/the-genuine-professional/6txz9nck6g3/10</span></a><span style="color: black;">#
(Global Mindset) </span><a href="http://global-mindset.blogspot.com/"><span style="color: black;">http://global-mindset.blogspot.com/</span></a><span style="color: black;">
(Goal/Target Setting) </span><a href="http://goal-target-setting.blogspot.com/"><span style="color: black;">http://goal-target-setting.blogspot.com/</span></a><span style="color: black;">
(Group Discussion) </span><a href="http://group-discussion-gd.blogspot.com/"><span style="color: black;">http://group-discussion-gd.blogspot.com/</span></a><span style="color: black;">
(Group Dynamics) </span><a href="http://group-dynamics-process.blogspot.com/"><span style="color: black;">http://group-dynamics-process.blogspot.com/</span></a><span style="color: black;">
(How to Be a Good Boss) </span><a href="http://good-boss.blogspot.com/"><span style="color: black;">http://good-boss.blogspot.com/</span></a><span style="color: black;">
(How to Get Promoted) </span><a href="http://get-promoted.blogspot.com/"><span style="color: black;">http://get-promoted.blogspot.com/</span></a><span style="color: black;">
(How to save Money) </span><a href="http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11"><span style="color: black;">http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11</span></a><span style="color: black;">#
(HR Dynamics) </span><a href="http://hrm-dynamics.blogspot.com/"><span style="color: black;">http://hrm-dynamics.blogspot.com/</span></a><span style="color: black;">
(HR Strategies and Functions) </span><a href="http://strategic-functions-hrm.blogspot.com/"><span style="color: black;">http://strategic-functions-hrm.blogspot.com/</span></a><span style="color: black;">
(Human Capital Architecture) </span><a href="http://human-capital-architecture.blogspot.com/"><span style="color: black;">http://human-capital-architecture.blogspot.com/</span></a><span style="color: black;">
(Human Relations) </span><a href="http://human-relations-aspect.blogspot.com/"><span style="color: black;">http://human-relations-aspect.blogspot.com/</span></a><span style="color: black;">
(Human Resource Planning) </span><a href="http://human-resource-planning.blogspot.com/"><span style="color: black;">http://human-resource-planning.blogspot.com/</span></a><span style="color: black;">
(Human Software- HSoftware) </span><a href="http://human-software-hsoftware.blogspot.com/"><span style="color: black;">http://human-software-hsoftware.blogspot.com/</span></a><span style="color: black;">
(Internal Motivation or Self Motivation) </span><a href="http://internal-motivation.blogspot.com/"><span style="color: black;">http://internal-motivation.blogspot.com/</span></a><span style="color: black;">
(Interpersonal Relations) </span><a href="http://interpersonal-relations.blogspot.com/"><span style="color: black;">http://interpersonal-relations.blogspot.com/</span></a><span style="color: black;">
(Interview Skills) </span><a href="http://interviewing-skill.blogspot.com/"><span style="color: black;">http://interviewing-skill.blogspot.com/</span></a><span style="color: black;">
(Interview Preparation for Job Seekers) </span><a href="http://interview-preparation-jobs.blogspot.com/"><span style="color: black;">http://interview-preparation-jobs.blogspot.com/</span></a><span style="color: black;">
(Interview Questions) </span><a href="http://interview-question-bank.blogspot.com/"><span style="color: black;">http://interview-question-bank.blogspot.com/</span></a><span style="color: black;">
(Just in Time Management- JIT) </span><a href="http://just-in-time-management.blogspot.com/"><span style="color: black;">http://just-in-time-management.blogspot.com/</span></a><span style="color: black;">
(Kaizen) </span><a href="http://kaizen-improvement.blogspot.com/"><span style="color: black;">http://kaizen-improvement.blogspot.com/</span></a><span style="color: black;">
(Knowledge Management) </span><a href="http://knowledge-management-initiative.blogspot.com/"><span style="color: black;">http://knowledge-management-initiative.blogspot.com/</span></a><span style="color: black;">
(Lead Time Management) </span><a href="http://lead-time-management.blogspot.com/"><span style="color: black;">http://lead-time-management.blogspot.com/</span></a><span style="color: black;">
(Leadership) </span><a href="http://lead-max.blogspot.com/"><span style="color: black;">http://lead-max.blogspot.com/</span></a><span style="color: black;">
(Lean Enterprise) </span><a href="http://lean-organization.blogspot.com/"><span style="color: black;">http://lean-organization.blogspot.com/</span></a><span style="color: black;">
(Learning Organization) </span><a href="http://learning-organization-profile.blogspot.com/"><span style="color: black;">http://learning-organization-profile.blogspot.com/</span></a><span style="color: black;">
(Life Management: Competencies) </span><a href="http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4"><span style="color: black;">http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4</span></a><span style="color: black;">#
(Life Management: Effectiveness Management: HSoftware) </span><a href="http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3"><span style="color: black;">http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3</span></a><span style="color: black;">#
(Life Management: I Am Liberated) </span><a href="http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6"><span style="color: black;">http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6</span></a><span style="color: black;">#
(Life Positions and OKness) </span><a href="http://life-positions.blogspot.com/"><span style="color: black;">http://life-positions.blogspot.com/</span></a><span style="color: black;">
(Life Skills) </span><a href="http://life-skills-competencies.blogspot.com/"><span style="color: black;">http://life-skills-competencies.blogspot.com/</span></a><span style="color: black;">
(Listening) </span><a href="http://listen-skills.blogspot.com/"><span style="color: black;">http://listen-skills.blogspot.com/</span></a><span style="color: black;">
(Management Anecdotes) </span><a href="http://management-anecdotes.blogspot.com/"><span style="color: black;">http://management-anecdotes.blogspot.com/</span></a><span style="color: black;">
(Management Book- Best Books) </span><a href="http://best-management-books.blogspot.com/"><span style="color: black;">http://best-management-books.blogspot.com/</span></a><span style="color: black;">
(Management Information System- MIS) </span><a href="http://management-information-system-mis.blogspot.com/"><span style="color: black;">http://management-information-system-mis.blogspot.com/</span></a><span style="color: black;">
(Managing/conducting Meetings) </span><a href="http://managing-meetings.blogspot.com/"><span style="color: black;">http://managing-meetings.blogspot.com/</span></a><span style="color: black;">
(Management Notes- Free and Authentic) </span><a href="http://authentic-management-notes.blogspot.com/"><span style="color: black;">http://authentic-management-notes.blogspot.com/</span></a><span style="color: black;">
(Marginal Utility) </span><a href="http://marginal-utility-concept.blogspot.com/"><span style="color: black;">http://marginal-utility-concept.blogspot.com/</span></a><span style="color: black;">
(Marketing Management Overview) </span><a href="http://marketing-management-overview.blogspot.com/"><span style="color: black;">http://marketing-management-overview.blogspot.com/</span></a><span style="color: black;">
(Marketing Management Tasks) </span><a href="http://marketing-management-tasks.blogspot.com/"><span style="color: black;">http://marketing-management-tasks.blogspot.com/</span></a><span style="color: black;">
(Marketing Orientation) </span><a href="http://marketing-orientation.blogspot.com/"><span style="color: black;">http://marketing-orientation.blogspot.com/</span></a><span style="color: black;">
(Market Research) </span><a href="http://market-research-function.blogspot.com/"><span style="color: black;">http://market-research-function.blogspot.com/</span></a><span style="color: black;">
(Market Segmentation) </span><a href="http://market-segment.blogspot.com/"><span style="color: black;">http://market-segment.blogspot.com/</span></a><span style="color: black;">
(Mentoring) </span><a href="http://mentor-mentorship.blogspot.com/"><span style="color: black;">http://mentor-mentorship.blogspot.com/</span></a><span style="color: black;">
(Motivation) </span><a href="http://motivation-people.blogspot.com/"><span style="color: black;">http://motivation-people.blogspot.com/</span></a><span style="color: black;">
(Musings of Shyam Bhatawdekar on every topic on the earth) </span><a href="http://shyam-bhatawdekar-musings.blogspot.com/"><span style="color: black;">http://shyam-bhatawdekar-musings.blogspot.com/</span></a><span style="color: black;">
(Negotiation Skills) </span><a href="http://negotiating-skills.blogspot.com/"><span style="color: black;">http://negotiating-skills.blogspot.com/</span></a><span style="color: black;">
(Negotiation Tactics) </span><a href="http://negotiation-tactics.blogspot.com/"><span style="color: black;">http://negotiation-tactics.blogspot.com/</span></a><span style="color: black;">
(Objection Handling) </span><a href="http://objection-handling.blogspot.com/"><span style="color: black;">http://objection-handling.blogspot.com/</span></a><span style="color: black;">
(Organization Development- OD) </span><a href="http://organization-development-od.blogspot.com/"><span style="color: black;">http://organization-development-od.blogspot.com/</span></a><span style="color: black;">
(Organizational Culture) </span><a href="http://organizational-culture-values.blogspot.com/"><span style="color: black;">http://organizational-culture-values.blogspot.com/</span></a><span style="color: black;">
(Out of Box Ideas) </span><a href="http://wow-idea.blogspot.com/"><span style="color: black;">http://wow-idea.blogspot.com/</span></a><span style="color: black;">
(Ownership on Job) </span><a href="http://job-ownership.blogspot.com/"><span style="color: black;">http://job-ownership.blogspot.com/</span></a><span style="color: black;">
(Paradigm and Paradigm Shift) </span><a href="http://paradigm-mindset.blogspot.com/"><span style="color: black;">http://paradigm-mindset.blogspot.com/</span></a><span style="color: black;">
(Performance Management and Appraisal) </span><a href="http://performance-appraisal-management.blogspot.com/"><span style="color: black;">http://performance-appraisal-management.blogspot.com/</span></a><span style="color: black;">
(Personality) </span><a href="http://human-personality.blogspot.com/"><span style="color: black;">http://human-personality.blogspot.com/</span></a><span style="color: black;">
(Positive Strokes) </span><a href="http://positive-strokes.blogspot.com/"><span style="color: black;">http://positive-strokes.blogspot.com/</span></a><span style="color: black;">
(Presentation Skills) </span><a href="http://presentation-effectiveness.blogspot.com/"><span style="color: black;">http://presentation-effectiveness.blogspot.com/</span></a><span style="color: black;">
(Problem Solving) </span><a href="http://problem-solving-skill.blogspot.com/"><span style="color: black;">http://problem-solving-skill.blogspot.com/</span></a><span style="color: black;">
(Profit Improvement) </span><a href="http://profit-improvement.blogspot.com/"><span style="color: black;">http://profit-improvement.blogspot.com/</span></a><span style="color: black;">
(Project Management) </span><a href="http://management-of-project.blogspot.com/"><span style="color: black;">http://management-of-project.blogspot.com/</span></a><span style="color: black;">
(Public Speaking) </span><a href="http://public-speak-skill.blogspot.com/"><span style="color: black;">http://public-speak-skill.blogspot.com/</span></a><span style="color: black;">
(Quality Circles History) </span><a href="http://quality-circles-history.blogspot.com/"><span style="color: black;">http://quality-circles-history.blogspot.com/</span></a><span style="color: black;">
(Quality Circles) </span><a href="http://quality-circles.blogspot.com/"><span style="color: black;">http://quality-circles.blogspot.com/</span></a><span style="color: black;">
(Quality Function Deployment- QFD and House of Quality) </span><a href="http://quality-function-deployment.blogspot.com/"><span style="color: black;">http://quality-function-deployment.blogspot.com/</span></a><span style="color: black;">
(Quality Gurus) </span><a href="http://quality-gurus.blogspot.com/"><span style="color: black;">http://quality-gurus.blogspot.com/</span></a><span style="color: black;">
(Recession) </span><a href="http://knol.google.com/k/shyam-bhatawdekar/recession/6txz9nck6g3/7"><span style="color: black;">http://knol.google.com/k/shyam-bhatawdekar/recession/6txz9nck6g3/7</span></a><span style="color: black;">#
(Recession Management) </span><a href="http://recession-management.blogspot.com/"><span style="color: black;">http://recession-management.blogspot.com/</span></a><span style="color: black;">
(Recession and Opportunities) </span><a href="http://knol.google.com/k/kalpana-bhatawdekar/recession-and-opportunities/1268ytxl8r5dc/1"><span style="color: black;">http://knol.google.com/k/kalpana-bhatawdekar/recession-and-opportunities/1268ytxl8r5dc/1</span></a><span style="color: black;">
(Recruitment and Selection) </span><a href="http://recruitment-selection.blogspot.com/"><span style="color: black;">http://recruitment-selection.blogspot.com/</span></a><span style="color: black;">
(Research Methodology) </span><a href="http://research-work-methodology.blogspot.com/"><span style="color: black;">http://research-work-methodology.blogspot.com/</span></a><span style="color: black;">
(Safety and Health Management) </span><a href="http://safety-health-management.blogspot.com/"><span style="color: black;">http://safety-health-management.blogspot.com/</span></a><span style="color: black;">
(Sales/Selling Process) </span><a href="http://selling-process.blogspot.com/"><span style="color: black;">http://selling-process.blogspot.com/</span></a><span style="color: black;">
(Sales Promotion) </span><a href="http://sales-promotion.blogspot.com/"><span style="color: black;">http://sales-promotion.blogspot.com/</span></a><span style="color: black;">
(Self-concept) </span><a href="http://self-concept-image.blogspot.com/"><span style="color: black;">http://self-concept-image.blogspot.com/</span></a><span style="color: black;">
(Self-concept) </span><a href="http://self-image-concept.blogspot.com/"><span style="color: black;">http://self-image-concept.blogspot.com/</span></a><span style="color: black;">
(Self-concept) </span><a href="http://knol.google.com/k/shyam-bhatawdekar/self-concept/6txz9nck6g3/12"><span style="color: black;">http://knol.google.com/k/shyam-bhatawdekar/self-concept/6txz9nck6g3/12</span></a><span style="color: black;">#
(Self Motivation or Internal Motivation) </span><a href="http://internal-motivation.blogspot.com/"><span style="color: black;">http://internal-motivation.blogspot.com/</span></a><span style="color: black;">
(Self-confidence) </span><a href="http://self-confidence-improvement.blogspot.com/"><span style="color: black;">http://self-confidence-improvement.blogspot.com/</span></a><span style="color: black;">
(Self Development) </span><a href="http://managing-self.blogspot.com/"><span style="color: black;">http://managing-self.blogspot.com/</span></a><span style="color: black;">
(Shyam Bhatawdekar’s Articles on Management) </span><a href="http://writings-of-shyam.blogspot.com/"><span style="color: black;">http://writings-of-shyam.blogspot.com/</span></a><span style="color: black;">
(Six Sigma) </span><a href="http://six-sigma-system.blogspot.com/"><span style="color: black;">http://six-sigma-system.blogspot.com/</span></a><span style="color: black;">
(Six Thinking Hats) </span><a href="http://six-thinking-hats.blogspot.com/"><span style="color: black;">http://six-thinking-hats.blogspot.com/</span></a><span style="color: black;">
(Soft Skills) </span><a href="http://soft-skills-competencies.blogspot.com/"><span style="color: black;">http://soft-skills-competencies.blogspot.com/</span></a><span style="color: black;">
(Spiritual Quotient/Intelligence) </span><a href="http://spiritual-quotient.blogspot.com/"><span style="color: black;">http://spiritual-quotient.blogspot.com/</span></a><span style="color: black;">
(Statistics- Basic) </span><a href="http://statistics-basic.blogspot.com/"><span style="color: black;">http://statistics-basic.blogspot.com/</span></a><span style="color: black;">
(Strategic Management) </span><a href="http://strategic-managing.blogspot.com/"><span style="color: black;">http://strategic-managing.blogspot.com/</span></a><span style="color: black;">
(Stress Management) </span><a href="http://management-of-stress.blogspot.com/"><span style="color: black;">http://management-of-stress.blogspot.com/</span></a><span style="color: black;">
(Stress Management) </span><a href="http://managing-stress-strain.blogspot.com/"><span style="color: black;">http://managing-stress-strain.blogspot.com/</span></a><span style="color: black;">
(Success in Life or Success) </span><a href="http://success-achievement.blogspot.com/"><span style="color: black;">http://success-achievement.blogspot.com/</span></a><span style="color: black;">
(Success in Life or Success) </span><a href="http://knol.google.com/k/shyam-bhatawdekar/success-in-life/6txz9nck6g3/14#view"><span style="color: black;">http://knol.google.com/k/shyam-bhatawdekar/success-in-life/6txz9nck6g3/14#view</span></a><span style="color: black;">
(Supply Chain Management) </span><a href="http://manage-supply-chain.blogspot.com/"><span style="color: black;">http://manage-supply-chain.blogspot.com/</span></a><span style="color: black;">
(Supply and Demand) </span><a href="http://supply-demand-laws.blogspot.com/"><span style="color: black;">http://supply-demand-laws.blogspot.com/</span></a><span style="color: black;">
(Talent Management) </span><a href="http://managing-talent.blogspot.com/"><span style="color: black;">http://managing-talent.blogspot.com/</span></a><span style="color: black;">
(Team Building) </span><a href="http://team-building-working.blogspot.com/"><span style="color: black;">http://team-building-working.blogspot.com/</span></a><span style="color: black;">
(Telephone Etiquette) </span><a href="http://telephone-etiquette.blogspot.com/"><span style="color: black;">http://telephone-etiquette.blogspot.com/</span></a><span style="color: black;">
(Three Sixty Degrees Appraisal System) </span><a href="http://three-sixty-degrees-feedback.blogspot.com/"><span style="color: black;">http://three-sixty-degrees-feedback.blogspot.com/</span></a><span style="color: black;">
(Time Management) </span><a href="http://time-life-management.blogspot.com/"><span style="color: black;">http://time-life-management.blogspot.com/</span></a><span style="color: black;">
(Total Productive Maintenance- TPM) </span><a href="http://total-productive-maintenance.blogspot.com/"><span style="color: black;">http://total-productive-maintenance.blogspot.com/</span></a><span style="color: black;">
(Total Quality Management- TQM) </span><a href="http://total-quality-concept.blogspot.com/"><span style="color: black;">http://total-quality-concept.blogspot.com/</span></a><span style="color: black;">
(Training and Development) </span><a href="http://training-function.blogspot.com/"><span style="color: black;">http://training-function.blogspot.com/</span></a><span style="color: black;">
(Trainers’ Qualities) </span><a href="http://trainers-qualities.blogspot.com/"><span style="color: black;">http://trainers-qualities.blogspot.com/</span></a><span style="color: black;">
(Transaction Analysis- TA) </span><a href="http://transaction-analysis.blogspot.com/"><span style="color: black;">http://transaction-analysis.blogspot.com/</span></a><span style="color: black;">
(TRIZ- Inventive Problem Solving) </span><a href="http://triz-problem-solving.blogspot.com/"><span style="color: black;">http://triz-problem-solving.blogspot.com/</span></a><span style="color: black;">
(Value Engineering/Analysis) </span><a href="http://value-engineering-analysis.blogspot.com/"><span style="color: black;">http://value-engineering-analysis.blogspot.com/</span></a><span style="color: black;">
(Winners and Losers) </span><a href="http://winners-losers.blogspot.com/"><span style="color: black;">http://winners-losers.blogspot.com/</span></a><span style="color: black;">
(Work Study: Method Study and Work Measurement) </span><a href="http://work-study-measurement.blogspot.com/"><span style="color: black;">http://work-study-measurement.blogspot.com/</span></a><span style="color: black;">
(Work Methods or Practices: Efficient) </span><a href="http://efficient-work-methods.blogspot.com/"><span style="color: black;">http://efficient-work-methods.blogspot.com/</span></a><span style="color: black;">
(World Class Manufacturing) </span><a href="http://world-class-manufacturing.blogspot.com/"><span style="color: black;">http://world-class-manufacturing.blogspot.com/</span></a><span style="color: black;">
(Writings of Shyam Bhatawdekar on Management) </span><a href="http://writings-of-shyam.blogspot.com/"><span style="color: black;">http://writings-of-shyam.blogspot.com/</span></a><span style="color: black;">
(Written Communication) </span><a href="http://written-communication.blogspot.com/"><span style="color: black;">http://written-communication.blogspot.com/</span></a><span style="color: black;">
(Zero Based Budgeting) </span><a href="http://zero-based-budgeting.blogspot.com/"><span style="color: black;">http://zero-based-budgeting.blogspot.com/</span></a><span style="color: black;">
<strong><span style="color: #006600;">Counseling: General and Psychological
</span></strong>(Anger Management) <a href="http://controlling-anger.blogspot.com/">http://controlling-anger.blogspot.com/</a>
(Children’s Behavior Problems) <a href="http://child-behavior-problems.blogspot.com/">http://child-behavior-problems.blogspot.com/</a>
(Cholesterol Control) <a href="http://controlling-cholesterol.blogspot.com/">http://controlling-cholesterol.blogspot.com/</a>
(Counseling: Psychological) <a href="http://counselingfamily.blogspot.com/">http://counselingfamily.blogspot.com/</a>
(Counseling: Psychological) <a href="http://counseling-family.blogspot.com/">http://counseling-family.blogspot.com/</a>
(Cross Cultural Etiquette) <a href="http://cross-cultural-etiquette.blogspot.com/">http://cross-cultural-etiquette.blogspot.com/</a>
(Emotions) <a href="http://emotion-feeling.blogspot.com/">http://emotion-feeling.blogspot.com/</a>
(Executive Etiquette and Manners) <a href="http://executive-manners.blogspot.com/">http://executive-manners.blogspot.com/</a>
(Exercises) <a href="http://exercises-plan.blogspot.com/">http://exercises-plan.blogspot.com/</a>
(Family Counseling) <a href="http://family-harmony.blogspot.com/">http://family-harmony.blogspot.com/</a>
(Health: Homeopathy) <a href="http://homeopathy-medicines.blogspot.com/">http://homeopathy-medicines.blogspot.com/</a>
(LifeManagement: Competencies) <a href="http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4">http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4</a>#
(Life Management: Effectiveness Management: HSoftware) <a href="http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3">http://knol.google.com/k/shyam-bhatawdekar/management-in-life-profession-family/6txz9nck6g3/3</a>#
(Life management: I Am Liberated) <a href="http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6#view">http://knol.google.com/k/shyam-bhatawdekar/i-am-liberated/6txz9nck6g3/6#view</a>
(Marriage Counseling) <a href="http://marriage-counsel.blogspot.com/">http://marriage-counsel.blogspot.com/</a>
(Ownership on Job) <a href="http://job-ownership.blogspot.com/">http://job-ownership.blogspot.com/</a>
(Parental Responsibilities) <a href="http://parental-responsibilities.blogspot.com/">http://parental-responsibilities.blogspot.com/</a>
(Personality) <a href="http://human-personality.blogspot.com/">http://human-personality.blogspot.com/</a>
(Qualities of Spouse) <a href="http://spouse-qualities.blogspot.com/">http://spouse-qualities.blogspot.com/</a>
(Quit Smoking) <a href="http://quit-smoking-plan.blogspot.com/">http://quit-smoking-plan.blogspot.com/</a>
(Self Development) <a href="http://managing-self.blogspot.com/">http://managing-self.blogspot.com/</a>
(Self-confidence) <a href="http://self-confidence-improvement.blogspot.com/">http://self-confidence-improvement.blogspot.com/</a>
(Stress Management) <a href="http://managing-stress-strain.blogspot.com/">http://managing-stress-strain.blogspot.com/</a>
(Stress Management) <a href="http://management-of-stress.blogspot.com/">http://management-of-stress.blogspot.com/</a>
(Swine Flu and Its Prevention) <a href="http://swine-flu-precaution.blogspot.com/">http://swine-flu-precaution.blogspot.com/</a>
(Telephone Etiquette) <a href="http://telephone-etiquette.blogspot.com/">http://telephone-etiquette.blogspot.com/</a>
(Walking) <a href="http://walking-plan.blogspot.com/">http://walking-plan.blogspot.com/</a>
(Winners and Losers) <a href="http://winners-losers.blogspot.com/">http://winners-losers.blogspot.com/</a>
<strong><span style="color: #006600;">About All the Products
</span></strong>(<strong><span style="color: red;">Home Page for All Products</span></strong>) <a href="http://products-all.blogspot.com/">http://products-all.blogspot.com/</a>
(Cars) <a href="http://cars-products.blogspot.com/">http://cars-products.blogspot.com/</a>
(Chocolates) <a href="http://chocolates-products.blogspot.com/">http://chocolates-products.blogspot.com/</a>
(Flowers) <a href="http://flowers-products.blogspot.com/">http://flowers-products.blogspot.com/</a>
(Greeting Cards) <a href="http://greeting-cards-products.blogspot.com/">http://greeting-cards-products.blogspot.com/</a>
(Mobile Phones) <a href="http://mobilephones-products.blogspot.com/">http://mobilephones-products.blogspot.com/</a>
<strong><span style="color: #006600;">Home Tips
</span></strong>(<strong><span style="color: red;">Home Page for All Home Tips</span></strong>) <a href="http://home-tips-tricks.blogspot.com/">http://home-tips-tricks.blogspot.com/</a>
(Entertainment: Movies) <a href="http://popular-movies.blogspot.com/">http://popular-movies.blogspot.com/</a>
(Oscar Award Movies) <a href="http://oscar-award-movies.blogspot.com/">http://oscar-award-movies.blogspot.com/</a>
(Entertainment: Recommended Hindi Movies) <a href="http://unforgettable-hindi-movies.blogspot.com/">http://unforgettable-hindi-movies.blogspot.com/</a>
(Entertainment- Hindi Movies of Your Choice) <a href="http://hindi-movies-choice.blogspot.com/">http://hindi-movies-choice.blogspot.com/</a>
(Plagiarized, Copied or Inspired Hindi Movies) <a href="http://copied-hindi-movies.blogspot.com/">http://copied-hindi-movies.blogspot.com/</a>
(Health: Homeopathy) <a href="http://homeopathy-medicines.blogspot.com/">http://homeopathy-medicines.blogspot.com/</a>
(Housekeeping at Home) <a href="http://5s-housekeeping-home.blogspot.com/">http://5s-housekeeping-home.blogspot.com/</a>
(How to Save Money) <a href="http://save-money-ideas.blogspot.com/">http://save-money-ideas.blogspot.com/</a> or <a href="http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11">http://knol.google.com/k/shyam-bhatawdekar/how-to-save-money/6txz9nck6g3/11</a>#
(Jewelry Design) <a href="http://thejewellerydesigner.blogspot.com/">http://thejewellerydesigner.blogspot.com/</a>
(Recipes: Easy to Cook) <a href="http://easytocook-recipes.blogspot.com/">http://easytocook-recipes.blogspot.com/</a>
(Recipes: Exotic) <a href="http://tastetherecipes.blogspot.com/">http://tastetherecipes.blogspot.com/</a>
(Stories for Children) <a href="http://stories-children.blogspot.com/">http://stories-children.blogspot.com/</a>
(Travel and Sightseeing- India) <a href="http://india-tours-sightseeing.blogspot.com/">http://india-tours-sightseeing.blogspot.com/</a>
(Travel and Sightseeing- World) <a href="http://sightseeing-guide.blogspot.com/">http://sightseeing-guide.blogspot.com/</a>
(World Heritage Sites) <a href="http://world-heritage-spots.blogspot.com/">http://world-heritage-spots.blogspot.com/</a>
<strong><span style="color: #006600;">General Knowledge and Out of Box Ideas</span></strong>
(General Knowledge- GK) <a href="http://general-knowledge-gk.blogspot.com/">http://general-knowledge-gk.blogspot.com/</a>
(General Knowledge- Top 5 of Everything) <a href="http://top-five-everything.blogspot.com/">http://top-five-everything.blogspot.com/</a>
(General Knowledge- Top 10 of Everything) <a href="http://top-ten-anything.blogspot.com/">http://top-ten-anything.blogspot.com/</a>
(Out of Box Ideas) <a href="http://wow-idea.blogspot.com/">http://wow-idea.blogspot.com/</a>
(Shyam Bhatawdekar’s Knols) <a href="http://knol.google.com/k/shyam-bhatawdekar/shyam-bhatawdekar/6txz9nck6g3/1">http://knol.google.com/k/shyam-bhatawdekar/shyam-bhatawdekar/6txz9nck6g3/1</a>#
(Running Commentary on the Run) <a href="http://running-comments.blogspot.com/">http://running-comments.blogspot.com/</a>
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<span style="color: black;"><span style="color: #006600;"></span></span></div>Prodcons Grouphttp://www.blogger.com/profile/02227116214041311214noreply@blogger.com0