Life is all about Learning New Things !

What is 2G scam ?

2010-12-16T21:46:00.000-08:00

New Delhi: It is proving to be a severe winter for A Raja.

The Central Bureau of Investigation (CBI) raided his house in Delhi today, along with his homes in Tamil Nadu, in connection with the 2G scam, which Raja allegedly masterminded. There were searches in 14 places and important papers were recovered, the CBI said.

Raja was sacked as Telecom Minister last month after the government's auditor offered voluptuous criticism, stating that he broke rules, ignored the advice of the PM, and deliberately gave away precious 2G spectrum at clearance prices to companies that lied or misrepresented information to land the licences.
In Tamil Nadu, apart from Raja's house in his constituency Perambulur, the CBI raided the home of Sadhick Batcha, believed to be a business partner of Raja. Batcha was then taken from his house to the CBI office.
The agency said the searches were made based on a first information report (FIR) filed on October 21 2009, when Raja was Telecom Minister. Raids were also carried out at the residences of former Telecom officials like RK Chandolia, then personal secretary to Raja, Siddhartha Behuria, then Telecom Secretary, K Sridhar, then a member of the Telecom Commission and AK Shrivastava, then Deputy Director General in the Department of Telecom (DoT).

Chandolia was also taken to the CBI headquarters in Delhi for questioning. Sources say that as the man who coordinated the different aspects of 2G allocation, he may well hold the key to the entire investigation.
Raja has been unflappable through this phase - even as the Supreme Court, which is monitoring different 2G cases, asked the CBI why Raja has not yet been interrogated. The court also slammed Raja for ignoring the Prime Minister's advice which suggested that Raja consider a different policy for 2G allocation. Raja rejected that notion in a letter to the PM - the tone of that note was also held up by the court as inappropriate. (Watch: What is 2G spectrum scam?) | (Who is A Raja?) | (2G Scam: Supreme Court questions Raja's decision to ignore PM's reservations)

The CBI has been asked repeatedly by the Supreme Court about why it's moving slowly in its investigation against Raja and others who worked with him in the Telecom Ministry.

Raja's party - the DMK - has so far been staunch in its support, with party chief M Karunanidhi offering a defense earlier this week which included a complex reference to a mythological monster and silent films. Mr Karunanidhi has been a prolific screenwriter in the Tamil film industry. (Read: In Raja's defense, Karunanidhi refers to silent movies) Today, he said that the DMK will continue to support Raja because "he has done nothing wrong and hasn't been found guilty... if he is found guilty, he will be thrown out."

CBI: MONEY INVOLVED IS "MIND-BOGGLING"

In court today, the CBI shared details of the raids and also said that it expects to complete its investigation by the end of February. The agency described the amount of money involved in the scam as "mind-boggling".

The court has also asked the CBI to examine how telecom companies who won 2G licenses raised massive loans from public sector banks. 26,000 crores was allegedly loaned to five companies in mid-2009 - after the CBI had begun its investigation into the 2G scam. The Supreme Court observed, "If it is true, it is astonishing and has got wider ramifications involving public sector banks and it is eating into the vital economy of our country."

The Enforcement Directorate, which has been studying how companies involved in the scam violated foreign exchange laws, submitted its report on the money trail to the court in a sealed cover. The money trail in 10 countries is being investigated by the Enforcement Directorate.

THE RAIDS AND THE OPPOSITION

The CBI raids may help the government counter an angry Opposition in Delhi which has discounted the CBI investigation and is insistent on a Joint Parliamentary Committee (JPC) to study the 2G scam.

The Opposition says that the Supreme Court's repeated criticism of the slow pace of the CBI's inquiry proves that the agency is coached by the government, which is dependent on the DMK's support. A JPC, however, is unacceptable to the government because elections in several key states including Tamil Nadu are due next year, and the Opposition could use the JPC to target the government for corruption. There are also fears that the BJP would use the JPC's powers to summon the Prime Minister and embarrass the government ahead of the elections. (Read: Cracks in the UPA over Parliament logjam?)

The stand-off over the JPC has ensured that the entire Winter Session of Parliament has passed without any work - daily protests by the Opposition have led to both Houses being adjourned. Several all-party meetings called by the government to find a compromise have failed.

Kaizen

2010-11-20T00:14:00.000-08:00

Taiichi Ohno is credited with having said:

"When there is no standard, there is no Kaizen"

In other words, when a process is performed unsystematically in different ways, then:

There can be no basis for comparison (before/after)
One cannot objectively tell if there was a difference or change
No improvement is possible in regards to Time, Quality, Quantity, Cost, etc.

Pictorially, a standard is a wedge in this diagram:

The ball represents the process we’re trying to improve. The uphill picture represents improvement. So, at each improved process, that becomes the new standard. When the process is improved, then the standard is updated.
Where there is no standard, there is no Kaizen. This is true because variation, which invites defects and errors, continues to thrive in an environment where no standard is followed.
An important note: The concept of Positive Variance is an important but not discussed topic in Lean Manufacturing – but a well-rounded and good understanding of Standard Work requires understanding Positive Variance.

Ask why ?

2010-11-20T00:01:00.000-08:00

Taiichi Ohno is known to have said that “having no problems is the biggest problem of all.” He viewed problems not as a negative but as a “Kaizen opportunity in disguise.” Whenever problems arose, he encouraged his staff to investigate the problem at the source and to as “ask ‘why’ five times about every matter (src).”
In a series of events, where people are involved, mistakes happen. Functional areas such software engineering, industrial engineering or more general areas such as medicine, law, or sociology — these areas are composed by a series of events, involving people, process, machines, environment, and other items. Undoubtedly, mistakes will happen. What typically happens in response to mistakes is that blame is thrown around, which builds resistance, then communication fails which could lead to project failure. The better approach is to identify the root causes of mistakes and attacking that, instead of what might be perceived as the cause: Perceived causes are most likely symptoms and not the root cause, in which case the problem was never really solved. This, more rigorous and long-lasting, approach to solving problems is called Root Cause Analysis.

2010-11-19T23:59:00.000-08:00

The purpose of Critical-To-Quality trees is to convert customer needs or wants to measurable requirements for the business to implement. This approach assumes that the customer can articulate what they want. There are, of course, needs and wants, that are unarticulated; for that, ethnography or genchi genbutsu are good approaches.

Critical to Quality Example

A retail merchant was receiving a significant number of complaints regarding their homeowner warranty policies from their customers. By analyzing customer survey data and developing the CTQ tree, the business was able to identify critical-to-satisfaction requirements. These requirements became the focus for improving customer satisfaction.
The business eliminated mandatory warranty visits and made all warranty visits optional. Eliminating mandatory visits satisfied the customers who thought there were too many visits and adding an extra optional visit satisfied customers who thought there were too few visits. Expanding the time frame for scheduling warranty visits from two weeks to three months eliminated the inconvenience for customers who had busy schedules and found the time frame difficult to manage.
The business took a general, difficult-to-measure need (to improve homeowner warranty satisfaction) and developed specific, measurable, and actionable requirements to drive improvements in customer satisfaction.

Human Resource (terms and definitions)

2010-11-18T00:56:00.000-08:00

Absence or Absent (Unscheduled)

Definitions of unscheduled absence or absent for the human resources glossary of human resources related terms.

Absent or Absence (Scheduled Time Off)

An absence is the scheduled time off from work that occurs when an employee is not present at work during a normally scheduled work period.

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Absenteeism Policy

Absenteeism policy is a policy that provides guidance within an organization about how to manage the state of chronic absence from work.

Accommodation of Disabled Employees

For many small to midsize businesses, having an employee suddenly become disabled (because of an accident or an illness) can be somewhat daunting if it’s a new experience for the employer. These tips will help you accommodate disabled employees and welcome them back to work. They will also help you accommodate employees with longer term disabilities.

Acculturation

Acculturation is a socialization process by which new workers adjust to, and become part of, the corporate culture of their new company, office, department, etc.

Age Discrimination

Age discrimination is adverse work treatment of an employee based on a class or category that the employee belongs to – employees over age 40 - rather than on the employee's individual merit. Age discrimination is unlawful under the Age Discrimination in Employment Act (ADEA) of 1967.

Agile Organization (Agility)

An agile organization is able to quickly adapt to changing circumstances; it is ready for anything. It can respond instantaneously to changing customer demands. The agile organization innovates rapidly, and immediately tailors products and services to customer needs. Agility means nimble and quick.

The Americans With Disabilities Act - An Employer’s Responsibilities

The Americans With Disabilities Act (ADA) makes it unlawful for an employer with 15 or more employees to discriminate against a qualified individual with a disability. The Michigan Persons with Disabilities Civil Rights Act, which is similar to the ADA in many respects, covers employers with one or more employees; other states may similarly define different laws for workplace treatment of people with disabilities. This article addresses disability law issues relevant to employers.

Applicant Tracking Software

Researching business technology can be a daunting task and finding a Human Resources Management System (HRMS), that meets the unique needs of your business and offers ease of acceptance by your employees, can present a challenge. To begin this process, I suggest exploring a Web-based HRMS solution, which avoids the pitfalls of a costly software purchase, internal IT involvement or a lengthy implementation process.

Applicant Tracking System for Candidate Data Management

An applicant tracking system (ATS) works in conjunction with an online job application to track and manage applicants for your jobs online. Applicant tracking software allows the employer to deal with job applications and to manage the data collected from resumes. Most large corporations use applicant tracking software to manage the resume database created by online job applications at the compan…

At Will Employment

At will employment describes the employment relationship between employers and employees in almost every state. At will employment means that the Company does not offer tenured or guaranteed employment for any period of time. In at will employment either the Company or the employee can terminate the employment relationship at any time, with or without cause, with or without notice.

Attendance and Attendance Policy

Attendance Policy: The guidelines and expectations for employee attendance at work as defined, written, disseminated, and implemented by an organization.

Baby Boomers

Baby Boomers is the name given to the generation of Americans who were born in a "baby boom" following World War II. Baby Boomers were born between 1944 and 1964.

Background Checking or Background Investigation

Definitions of background checking or background investigation for the human resources glossary of human resources related terms.

Base Salary

Base salary is a fixed amount of money paid to an employee by an employer in return for work performed. Base salary does not include benefits, bonuses or any other potential compensation from an employer. Base salary is paid, most frequently, in a bi-weekly paycheck to an exempt or professional employee. In most years, an employee’s base salary is paid in 26 even paychecks over the cour…

Behavioral Interview

A behavioral interview attempts to determine if you have the behavioral characteristics that have been selected as necessary for success in a particular job. Behavioral interviews ask the candidate to pinpoint specific instances in which a specific behavior was exhibited in the past. In the best behaviorally-based interviews, the candidate is unaware of the behavior the interviewer is verifying.

Benefits

Benefits are a form of compensation paid by employers to employees over and above the amount of pay specified as a base salary or hourly rate of pay. Benefits are a portion of a total compensation package for employees. A comprehensive, common set of benefits includes the following components.

Benefits - Comprehensive List

Employers provide a package of additions to the base salary to employees. These benefits can include health insurance, dental insurance, life insurance, disability insurance, a severance package, tuition assistance, and more. On average, organizations spend 41 cents for benefits for every dollar of payroll. That’s 29 percent of the total employee compensation package.

Benefits Package

Bereavement Policy: Definition for the Human Resources Glossary

Definition of bereavement policy for the human resources glossary of human resources related terms.

Bonus Pay

A bonus is compensation over and above the amount of pay specified as a base salary or hourly rate of pay. The base amount of compensation is specified in the employee offer letter, in the employee personnel file, or in a contract. A bonus can be distributed randomly as the company can afford to pay a bonus, or the amount of the bonus can be specified by contract.

Breaks and Lunch Requirements

The U.S. Department of Labor has no requirements for employer supplied breaks and lunch free time at work. However, if the employer does supply coffee breaks and lunch time away from the job, the employer is required to count these hours as compensated. They also count toward the accumulation of hours eligible for overtime payment.

Broadbanding: Definition for the Human Resources Glossary

Definition of broadbanding for the human resources glossary of human resources related terms.

Bullying

Bullying is intentionally causing pain to or harming another employee. Bullying takes many forms: verbal abuse from swearing to belittling, physical abuse from standing close in a threatening manner to punching, mental abuse from undermining a coworker’s work to keeping track of and reporting mistakes. Bullying is sometimes obvious, but more subtle forms of bullying often cause the most damage.

Business Casual Dress Code

The Company's objective, in establishing a business casual dress code, is to enable employees to project a professional, business-like image while experiencing the advantages of more casual and relaxed clothing. Business casual dress is the standard for this dress code which is described in detail in the Business Casual Dress Code policy.

Buyout

Buyouts are a common method for reducing the number and cost of employees. In a buyout, the employer offers some employees or all employees the opportunity to receive a large severance package in return for leaving their employment.

COBRA

The Consolidated Omnibus Budget Reconciliation Act (COBRA) set forth regulations that give employees and their families, who lose their health benefits because of unemployment, the right to choose to continue group health benefits provided by their group health plan. These health care benefits may be extended for limited periods of time under certain circumstances according to the COBRA regulations.

Code of Conduct

A Code of Conduct is a written collection of the rules, principles, values, and employee expectations, behavior, and relationships that an organization considers significant and believes are fundamental to their successful operation. A code of conduct enumerates those standards and values that make an organization remarkable and that enable it to stand out from similar organizations. Find out mor…

Compensation

Compensation is the total amount of the monetary and non-monetary pay and benefits provided to an employee by an employer in return for work performed as required. Compensation is based on market research about the worth of similar jobs, employee contributions and accomplishments, and the availability of employees with like skills in the marketplace.

Confidentiality Agreement

A confidentiality agreement is a written legal contract between an employer and employee. The confidentiality agreement lays out binding terms and conditions that prohibit the employee from disclosing company confidential and proprietary information. A confidentiality agreement is in effect for the duration of an employee’s employment and for a period of time following employment termination.

Conflict of Interest

A conflict of interest arises in the workplace when an employee has competing interests or loyalties that either are, or potentially can be, at odds with each other. A conflict of interest causes an employee to experience a struggle between diverging interests, points of view, or allegiances. See examples of potential workplace conflicts of interest.

Counseling

Counseling (work coaching) is providing day-to-day feedback to employees about areas in which their performance at work can improve.

Culture

Culture is made up of the values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people. Culture is the behavior that results when a group arrives at a set of - generally unspoken and unwritten - rules for working together. An organization’s culture is made up of all of the life experiences each employee brings to the organization.

Assess Potential Cultural Fit When Interviewing Prospective Employees

You can only understand the concept of cultural fit when you consider it within the following framework that describes culture and how an organization's culture is formed. A potential employee may express and exhibit the characteristics, language, and values that exist within the current organizational culture - or not. The candidate whose values, beliefs, outlook and behavior is congruent with those existing is likely to be a good cultural fit for the organization.

Discretionary Energy

Discretionary energy is the energy that an employee chooses to exert in service to coworkers or customers at work - or not. An employer pays for the fundamental tasks that he hires an employee to perform. The employee's willingness to perform above and beyond the basic requirements of the job is a reflection of the employee's willingness to engage his or her discretionary energy. Find out more ab…

Documentation Is the Written and Retained Record of Employment Events

Documentation is the written record of employees actions, discussion, performance coaching, witnessed policy violations, disciplinary action, positive contributions, reward and recognition, employee contributions, and more. Documentation allows the employer or employee to preserve a written record of the happenings and discussions that occurred around a specific event. Learn more about documentat…

Downsizing

Downsizing means to reduce the number of employees in an organization. Downsizing or lay-offs reduce the size of a work force. Used sparingly, and with planning, downsizing can be an organizational lifesaver, but when layoffs are used repeatedly without a thoughtful strategy, downsizing can destroy an organization's effectiveness. Also known as: reduction in force.

Dress Code

A work dress code is a set of standards that companies develop to help provide their employees with guidance about what is appropriate to wear to work. Work dress codes range from formal to business casual to casual. The formality of the workplace dress code is normally determined by the amount of interaction employees have with customers. Learn more about work dress codes.

Dress Code for Business Casual

Drug-free Workplace

In a drug-free workplace, the employer has taken steps and initiated policies to ensure that employees are not taking or using alcohol or drugs, selling drugs, or affected by the after effects of indulging in alcohol or drugs outside of the workplace. The goal of a drug-free workplace program is to encourage an employee with a substance abuse problem to seek treatment, recover,and return to work.

Steps in Action Research

2010-10-29T02:58:00.000-07:00

Steps in Action Research

1)Identifying the research question

2)Gathering the necessary information

3)Analyzing and interpreting the information

4)Developing a plan of action

Types of Action Research

2010-10-29T02:51:00.000-07:00

Types Of Action Research :

There are two main types of action research:

1)Practical Action Research

-Addresses a specific problem

-Primary purpose is to improve practice and inform larger issues

2)Participatory Action Research

-Empower individuals and groups to improve their lives and bring about a social change

-Stakeholders are involved and are active in all processes (collaborative participation)

Assumption Underlying action research

2010-10-23T23:18:00.000-07:00

Assumptions Underlying
Action Research:

   Participants have the authority to make decisions.

Those involved are seriously committed to improving their performance.

 Educators and others involved in schools want to engage in research systematically.

 Those performing the research will make the necessary changes and recommendations

A number of assumptions underlie action research:

nParticipants have the authority to make decisions

nThose involved are seriously committed to improving their performance

nEducators and others involved in schools want to engage in research systematically

nThose performing the research will make the necessary changes and recommendations

Action Research

2010-10-23T23:13:00.000-07:00

Action Research -Action research is a reflective process of progressive problem solving led by individuals working with others in teams or as part of a "community of practice" to improve the way they address issues and solve problems. Action research is done simply by action, hence the name.

For example-As designers and stakeholders, researchers work with others to propose a new course of action to help their community improve its work practices (Center for Collaborative Action Research).

Action research is inquiry or research in the context of focused efforts to improve the quality of an organization and its performance. It typically is designed and conducted by practitioners who analyze the data to improve their own practice. Action research can be done by individuals or by teams of colleagues. The team approach is called collaborative inquiry.

Action research has the potential to generate genuine and sustained improvements in schools. It gives educators new opportunities to reflect on and assess their teaching; to explore and test new ideas, methods, and materials; to assess how effective the new approaches were; to share feedback with fellow team members; and to make decisions about which new approaches to include in the team's curriculum, instruction, and assessment plans.

Kurt Lewin is also generally credited as the person who coined the term ‘action research’.
His approach involves a spiral of steps, ‘each of which is composed of a circle of planning, action and fact-finding about the result of the action’ (ibid.: 206). The basic cycle involves the following:

This is how Lewin describes the initial cycle:

The first step then is to examine the idea carefully in the light of the means available. Frequently more fact-finding about the situation is required. If this first period of planning is successful, two items emerge: namely, “an overall plan” of how to reach the objective and secondly, a decision in regard to the first step of action. Usually this planning has also somewhat modified the original idea. (ibid.: 205)

The next step is ‘composed of a circle of planning, executing, and reconnaissance or fact finding for the purpose of evaluating the results of the second step, and preparing the rational basis for planning the third step, and for perhaps modifying again the overall plan’ (ibid.: 206). What we can see here is an approach to research that is oriented to problem-solving in social and organizational settings, and that has a form that parallels Dewey’s conception of learning from experience.