Management Freaks

Art Of

Winning!!!

Pg# 10

Uzma

Being On Top!!!

Office News

Pg# 13

Ramla

Coping Up…!!!

Pg# 05

Wajiha

Office Management

A Quick Glance

Pg# 03

Taimoor

Key To

Success

Pg# 15

Obaid To improve is to change;

to be perfect is to

change often

Pg# 11

Zainab

The death & Life Of

An Organization

Pg # 04

Urooj

Organizational

Culture’s Of Mobilink

& Coca Cola

Pg# 06

Graphyte

Interview Session

With Mr. Zuhair Majeed

Malik

Pg# 07

Graphyte

Comic

Pg# 08

Uzma Business Ethos

Pg# 09

Graphyte

Wondrous World

Of DPA

Pg# 12

Graphyte

Graphyte’s

Exclesive Coverage

Pg#17

Graphyte

Backbone Of An

Organization’s Success

Pg# 14

Khizra

Office

Management

Classroom

Pg# 16

Graphyte

Events….

Graphyte was

the part!!!

Pg# 18

Graphyte

Created &

Designed By

Uzma Hussain

The Management Freaks…

[02]]

Conflicts are inevitable. Knowing how to handle them properly, however, will make life easier. Whether you have a formal policy or rely on your own wits, you need to prepare yourself for a wide variety of disagreements. Even with an employment manual, such issues as equitable distribution of work, pay rates, and job descriptions often arise in a company. Ignoring a conflict or waiting for it to dissipate is never the right solution. Having a plan or a policy for conflict resolution will help everyone navigate through a disagreement in a professional manner.

For many small businesses, the responsibility for communication falls upon the office manager. Knowing how and when to communicate key information is vital to successful office management. E-mail blasts, posted instructions at the copier, and weekly staff meetings are just a few of the types of communication that occur within a busy office. Having a communication plan that everyone can adhere to will increase an office's productivity and ensure that information is disseminated clearly and quickly.

There isn’t a need of every piece of office equipment out there to run a smooth operation. But you do need certain products that are going to optimize people's performance. What you need and how much it will cost are simple but important considerations.

Keeping track of projects is

critical to the successful

completion of important tasks and

represents an essential piece of

documentation. Knowing when

things have to be completed and

by whom gives everyone a clear

idea of what's ahead. Deadlines

are less likely to be missed and

people are more likely to know

their roles. Plus, each project,

through careful documentation,

can become a useful case study

for future assignments.

Knowing how to run an office must

include understanding the company and

its people. Knowing the product line and

how it fulfills a need is just as important

as ordering more toner for the printer.

If you don't understand your company's

mission, you won't know how best to

support its various functions. The same

goes for people — knowing employees'

roles, where they fit into the big picture,

and how they operate will help you

manage the office so that every function

supports the people tasked with getting

things done. The more you know about

how the company works and what

people are doing to build business, fulfill

customer requests, meet deadlines, and

otherwise perform their duties, the more

successful you'll be in creating and

sustaining an environment that fosters

success.

The term office

management in terms

of profession refers to

job related to

supervisory positions.

People that hold office

management positions

conduct special studies

and based on the

results of these special

studies, they develop

reports. Apart from

developing reports,

they also provide input

to management on the

development of policies

and procedures. Office

management may also

provide support, and

may draft

correspondence for

management, schedule

appointments, etc. In

order to successfully

manage an office,

regardless of your

company's product or

even your customer

base, you should

adhere to some basic

guidelines. Here are

some areas that you

should keep in mind:

OFFICE COMMUNICATION

OFFICE EQUIPMENT

PROJECT MAMANAGEMENT

CONFLICT MANAGEMENT THE COMPANY AND ITS PEOPLE


[03]

http://en.wikipedia.org/wiki/Policy

http://en.wikipedia.org/wiki/Procedure_(term)

http://en.wikipedia.org/wiki/Correspondence

NUMEROUS BOTTLES OF JOHNSON AND JOHNSON’S

EXTRA-STRENGTH TYLENOL CAPSULES HAD BEEN

LACED WITH CYANIDE: HOW JOHNSON AND JOHNSON

DEALT WITH THIS SITUATION SET A NEW PRECEDENT

FOR CRISIS MANAGEMENT (SOURCE FOX NEWS).

CRISIS MANAGEMENT PLAN:

“A Crisis Management Plan is like an

insurance plan- you hope you never

have to use it, but if you do, you want

the plan to be the best plan possible!”

According to various crisis

management experts, the term crisis

management could be defined as

special measures taken to solve

problems caused by a crisis.

The speed with which a company

recovers after a crisis tomorrow

depends upon the plans established

today. "Though each situation is

unique, any organization can be better

prepared if it plans carefully, puts

emergency procedures in place, and

practices for emergencies of all kinds

“.An effective crisis management plan

incorporates emergency response,

disaster recovery, contingency

communications, business continuity,

and a clear delineation of key

personnel and their spheres of

responsibility. Adhering to these steps

will enable your organization to

achieve control of the crisis.

Remember that the key to successfully

managing a crisis is to "Be

Prepared."Establishing a flexible and

fine-tuned crisis management plan is

important for any organization. If

nothing else, it will enable the leaders

of such organizations to lead more

easily during the most difficult of

times. The anxiety and fear that arise

during a crisis can best be combated

by clarity, calm, and a plan of action.

"Accidents happen. Mistakes occur.

People screw up. Crises strike when

you least expect. Nothing's going to

change that. But what companies can

change is how they deal with bad

things that threaten their existence.

Having a crisis plan isn't mandatory,

but it sure can make top executives at

companies who have good ones look

like geniuses."

Crisis is basically “Demands or threats that

may prevent an organization from attaining

its goals or limiting its abilities to meet

them, which the organization seeks to

resolve because outcome stakes are

important and the ideal resolution strategy

uncertain”.

Crisis management is the task for creating

and implementing a business plan that can

be implemented quickly in the face of a

crisis. Events that would qualify as crises

include a wide range of potential threats;

natural disasters like hurricanes,

earthquakes, tornadoes and floods;

terrorist attacks; civil unrest, power

blackouts; workplace violence; cyber

crimes; product tampering; bomb threats,

double standards, Financial and political

instability, damage to a Asset or business,

and the unexpected death or illness of key

leaders to name but a few. These

uncontrollable elements that form the

business environment are those elements

created out of basic social structure, they

These are the elements, the corporate

organization can only attempt to influence

(but not control).As much as the

organization automatically becomes

subjected to the analyzed environments,

there are certain reactions from the

environment that can cause the death or

instability of the business. This analogy

brings me to the major thrust of this

discourse – “The Death and Life of

Organizations “.Businesses are bound to fail

when in the course of business operation

they ignore or undermine the dynamism,

complexity and uncertainty of the

environment they operate in.

We should not forget that a business is

patronized not only on the basis of the

product or services it can offer, but the

image, the goodwill and the way in which

such business has proven to be socially

responsible in its day to day activities.

"The Tylenol Crisis;

In 1982, Europe’s Johnson and Johnson had

a taste of what crisis really is. Theirs was a

major crisis. It was discovered that

numerous bottles of Johnson and Johnson’s

Extra-Strength Tylenol capsules had been

laced with cyanide. By the end of the crisis,

seven people had died. How Johnson and

Johnson dealt with this situation set a new

precedent for crisis management. The

company was lauded for its quick decisions

and sincere concern for its consumers.

Despite initial losses, Johnson and Johnson

regained and exceeded its previous market

share within months of the incidents.

The examples given would make you

understand that crisis is an issue that stands

as a threat to the existence and

development of an organization. We can

also observe that in every case where there

had been the issue of crisis, companies have

experienced great losses, not only in terms

of reputation, but also financially, why

because they did not take into consideration

the possibility that those issues (crises),

which have cost them their entirety could

have occurred. When trauma strikes your

workplace, whether the result of a disaster

or a day-to-day incident, many businesses

will at some point, face the need to manage

a workplace trauma situation.

The speed with which a company recovers

after a crisis tomorrow depends upon the

plans established today. "Though each

situation is unique, any organization can be

better prepared if it plans carefully, puts

emergency procedures in place, and

practices for emergencies of all kinds."


[04]

NUMEROUS BOTTLES OF JOHNSON AND JOHNSON’S

EXTRA-STRENGTH TYLENOL CAPSULES HAD BEEN

LACED WITH CYANIDE: HOW JOHNSON AND

JOHNSON DEALT WITH THIS SITUATION SET A NEW

PRECEDENT FOR CRISIS MANAGEMENT (SOURCE

FOX NEWS).

In the late 1990s, people began to use “multitasking” to describe humans, especially in office environments. A secretary might be said to be multitasking when she or he answers phones, responds to emails, generates a report, and edits a form letter simultaneously. The ability of the human mind to focus on multiple tasks at once is rather amazing; the American Psychological Association calls this the “executive control” of the brain. The executive control allows the brain to delegate tasks while skimming material and determining the best way to process it. A certain amount of multitasking has become necessary and expected in many industries, and job seekers often list the ability to multitask as a skill on their resumes. Students also find this skill very valuable, since it allows them to take notes while processing lecture information, or work on homework for one course while thinking about another. When you do decide to multitask, make sure to check your work carefully, to ensure that it is of high quality, and consider abandoning multitasking for certain tasks if you notice a decline.

I think that multitasking is important when you are doing several related tasks. For example, if you need to clean the kitchen floor, make dinner, and do the laundry, you can easily put the clothes in the washer to wash, and then put the ingredients to make dinner together and then clean the floor while the clothes are washing and the dinner is cooking. This form of multitasking makes sense. I think where it doesn’t is when you are driving a car. This is another exception in which multitasking is not suggested and could even be dangerous. Many people have gotten into car accidents and some fatal, because they dropped their cell phone on the seat and wanted to retrieve it while driving. Some people have even done texting while driving which is incredibly dangerous and has led to many fatalities because you are driving essentially with your knees while your hands are texting and your eyes are off the road" Numerous studies on multitasking have been carried out, with mixed results. It would appear that in some cases, multitasking is indeed an effective way to utilize time, while in other instances; the quality of the work suffers as a result of split attention.


[05]


[06]

CORPORATE CULTURE:

Mobil inks corporate values serve as the foundation

for its culture, behavioral norms, and decision making.

These values have always been at the heart of our

business principles and success. Each of our values

guides the way we work as an organization and

ensures that we not only meet the needs of our

employees and stakeholders today, but work towards

sustaining and enhancing human and financial capital

for the future. These values sum up the culture at

Mobil ink, and aim to ensure a workplace that

necessitates open and respectful communication and

exceptional quality of service to internal and external

stakeholders. Customers are at the heart of our

success. They have placed their trust and confidence

in us. In return, we strive to anticipate their needs and

deliver service, quality and value beyond their

expectations. Our relationships drive our business.

We respect and esteem our employees and all

stakeholders. We believe in teamwork, empowerment

and honor. At Mobil ink, we take pride in practicing

the highest ethical standards in an open and honest

environment, and by honoring our commitments. We

take personal responsibility for our actions, and treat

everyone fairly, and with trust and respect. We strive

for excellence in all that we do. We aspire to the

highest standards and raise the bar for ourselves

every day. This commitment to delivering world-class

quality translates into unmatched service and value

for our customers and all stakeholders. As the market

leader, we recognize and fulfill our responsibility

towards our country and the environment we operate

in. We contribute to worthy causes and are dedicated

to the development and progress of the society. Mobil

ink’s people are its strength; we believe in investing in

our people to bring out the best in them. Each Mobil

ink member lives each Mobil ink moment with

customer orientation, positive attitude and the drive

to excel.

WORKPLACE CULTURE:

In 2010, our Company was named one of the "Best

Companies to Work For" by the Great Place to Work

Institute® in Argentina, Australia, Brazil, Chile,

Greece, Latin America, Peru, Spain and The United

Kingdom. Diversity is an integral part of who we are,

how we operate and how we see the future. Our

inclusive culture is defined by our seven core values:

leadership, passion, integrity, collaboration, diversity,

quality, and accountability. Our central promise at

The Coca-Cola Company is to refresh the world in

mind, body, and spirit, and inspire moments of

optimism; to create value and make a difference. Two

assets give us the opportunity to keep this promise –

our people and our brand. The Coca-Cola Company

leverages a worldwide team that is rich in diverse

people, talent and ideas. As a global business, our

ability to understand, embrace and operate in a

multicultural world -- both in the marketplace and in

the workplace -- is critical to our sustainability. Our

diversity workplace strategy includes programs to

attract, retain, and develop diverse talent; provide

support systems for groups with diverse

backgrounds; and educate all associates so that we

master the skills to achieve sustainable growth. Our

diversity workplace strategy includes programs to

attract, retain, and develop diverse talent; provide

support systems for groups with diverse

backgrounds; and educate all associates so that we

master the skills to achieve sustainable growth. For

more information, review our Global Diversity

Strategic Frame work.

We work hard to ensure an inclusive and fair work

environment for our associates, all of whom undergo

diversity training on a regular basis. We find ongoing

dialogue leads to better understanding of our

colleagues, our suppliers, our customers, our

stakeholders, and ultimately, to greater success in the

marketplace.


[07]

Ques: Which year did u

graduated in?

Mr. Zohair: I graduated

in 2003

Ques: What is the pay

scale for a fresh

graduate?

Mr. Zohair: Well its

starts from 15K.

JOB PROFILE:

POST: ASST HR

MANAGER.

ORGANIZATION:

PHARM EVO.

JOB

EXPERIENCE: 5

YEARS.

Ques: what did u major

in?

Mr. Zohair: I am a human

resource graduate.

Ques: When where and

how did u get your first

job?

Mr. Zohair: Well I got my

first job in 2003 in sales

in ASA international.

Ques: Were u initiated

here as hr manger

Mr. Zohair: No I joined

this firm as financial

planner then later as I

was an hr graduate so I

got in here.

Ques: What other

employee benefits are

give to the employees

Mr. Zohair: Benefits

such as provident fund,

medical LFA (leave fare

assistance). Leaves

(sick leaves) and few

other benefits like

gadgets according to

designation.

Ques: How important is

it to build good

professional relation at

work?

Mr. Zohair: It’s more

than important we have

this tolerance rule in

the office if anyone

caught destroying co

relation he is fired

there and then.

Ques: what are your job

responsibilities?

Mr. Zohair: Well all hr

functions.

Ques: How much importance does

GP system carries?

Mr. Zohair: Yes it is of immense

importance as it gives a good

impression of the candidates as

well as gives weight age to your

resume.

Ques: Where does u see you’re self

in coming 5 years

Mr. Zohair: I would wish and

intend to be hr executives or MD

HR in any recognized firm!

Ques: Any advice for the young graduates

Mr. Zohair: Every professional student should b into internet

blog reading and should strive to learn. Being and MPA I would

always regard students of dpa, and last but not the least

“Hard work is the key to success”

Ques: Any advice for the teachers

of DPA…

Mr. Zohair: I would like to suggest

teachers at DPA that take the

students and teach them from

grass root level in order to gain

insight about that subject.


[09]

“If you build that foundation, both the moral and the ethical foundation,

as well as the business foundation, and the experience foundation, then

the building won't crumble”

ETHOS:

"moral philosophy", a study or system of values and customs using

concepts such as right and wrong, good and evil. A system, in effect, of

value judgments primarily in respect of what is acceptable and/or

unacceptable behavior.

Most firms will have Codes of Conduct for those with whom they have

dealings. They will expect their contractors to adhere to certain laid

down principles of treating people fairly, respecting company and private

property, honest, probity etc. Every firm should have a staff Code of

Conduct. This may need to be flexible to allow for variations in job roles,

but there are key elements that apply to everyone.

A company that understands that its function in society is about more

than the bottom line, may wish to expand the Code of Conduct into a

wider statement of Ethics ~ or ethical values ~ which does not prescribe

behavior to the extent that the Code of Conduct should, but lays down

the company ethos and gives staff a framework within which they can

best further the ethical aspirations of the organization.

WHAT SHOULD THE CODE OF CONDUCT COVER?

There are four main areas to be considered: Respect, Probity, and Image

& Functionality

RESPECT

This is about how we treat each other. It covers some very basic issues

and others which are givens' for some but may be quite challenging ideas

for others. Things you need to include are:

General respect for one another: staff should treat each other in a polite and civil Manner.

Equality & Diversity: staff should not treat any person unfavorably on the grounds of race, religion, gender, physical or mental disability or illness.

Language: a requirement to abstain from profane or offensive language

Harassment & Bullying: zero tolerance to be the rule to be supported by adequate reporting mechanisms and support for whistleblowers.

Humor: a statement, with guidelines, to the effect that humor within

the office is not only acceptable, but to be encouraged.

Personal Confidentiality:

A requirement for staff to respect the private lives of colleagues and not

to share personal information without permission.

PROBITY:

This is about pure old-fashioned honesty and trustworthiness.

Honesty: staff being required to be honest in all their dealings with and

on behalf of the firm.

Executive or Board level: Acceptance of

Hospitality or Gifts: creates a potential

for accusations of conflicts of interest.

Business Confidentiality: clear guidelines

should be given on the areas of business

information which are to be treated as

confidential.

IMAGE

All staff, whether in their own office or

outside are representing the firm? Their

needs therefore to be some consideration of

what image they present. Things to consider

include:

In the light of these parameters think about:

Dress Code: Old-fashioned maybe, but being

inappropriately dressed in the workplace

can send all the wrong signals and result in

unnecessary antagonism, resentment and

friction. This is an area to be proscriptive

rather than prescriptive

One man's "smart casual" is another man's

"scruffy".

BEYOND CODES OF CONDUCT INTO

ETHICAL WORKING

The Code of Conduct will have established

the baseline for the office ethics. But you

might want to consider extending it to

encourage office behaviors that impact the

wider community. This could include

initiatives that focus on:

the Environment: energy saving, waste

reduction, increasing re-use and recycling,

buying recycled products, fair trade

purchasing, car-sharing networks, public

transport ,use charitable giving, education,

local community enhancement ,day-release

for volunteering programs .


[10]

Office politics – a taboo word for some people.

In its simplest form, office politics is simply

about the differences between people at work;

differences in opinions, conflicts of interests

are often manifested as office politics. It all

goes down to human communications and

relationships. Like it or not, office politics

exists almost everywhere and there is no way

you can run from it. In some organizations,

office politics is just harmless gossiping, while

in others it is a blood sport often leading to

biased promotions and unfair job terminations.

While your performance in the work place is

essential for success, there is no doubt that

office politics have a significant effect on your

career success. Some employees enjoy office

politics and actively participate to gain

advantages and often hinder other employees’

success, but most of the people prefer to avoid

it altogether. No doubt, office politics is a

messy quagmire which better be avoided at all

costs, however this is easier said than done.

Below are seven good habits to help you win at

the workplace:

HABIT # 1 – BE AWARE YOU HAVE A CHOICE

The most common reactions to politics at work

are either fight or flight. It’s normal human

reaction for survival in the wild. Instinctive

fight reactions will only cause more resistance

to whatever you are trying to achieve.

Recognize that no matter how bad the

circumstances, you have a choice in choosing

how you feel and react. So how do you choose?

This brings you to the next point…

HABIT # 2 – KNOWS WHAT YOU ARE TRYING

TO ACHIEVE

When conflicts happen, it’s very easy to be

sucked into tunnel-vision and focus on

immediate differences.

That’s a self-defeating approach. Chances are

you’ll only invite more resistance by focusing

on differences in people’s positions or opinions.

The way to mitigate this without looking like

you’re fighting to emerge as a winner in this

conflict is to focus on the business objectives.

Eventually, everyone wants the business to be

successful; if the business doesn’t win, then

nobody in the organization wins.

HABIT # 3 – FOCUS ON YOUR CIRCLE OF

INFLUENCE

At work, there are often issues which we have

very little control over. It’s not uncommon to

find corporate policies, client demands or boss

mandates which affects your personal

interests. Bitching and complaining are

common responses to these events that we

cannot control. But think about it, other than

that short term emotional outlet, what tangible

results bitching really accomplishes. Instead of

feeling victimized and angry about the

situation, focus on the things that you can do to

influence the situation – your circle of

influence. This is a very empowering technique

to overcome the feeling of helplessness. It

removes the victimized feeling and also allows

others to see you as someone who knows how

to operate within given constraints.

HABIT # 4 – DON’T TAKE SIDES

In office politics, it is possible to find yourself

stuck in between two power figures that are at

odds with each other. You find yourself being

thrown around while they try to outwit each

other and defend their own position. You can’t

get them to agree on a common decision for a

project, and neither of them wants to take

ownership of issues; they’re too afraid they’ll

get stabbed in the back for any mishaps.

In cases like this, focus on the business

objectives and don’t take side with either of

them – even if you like one better than the

other.

HABIT # 5 – DON’T GET PERSONAL

In office politics, you’ll get angry with people. It

happens. There will be times when you feel the

urge to give that person a piece of your mind

and teach him a lesson. Don’t. People tend to

remember moments when they were

humiliated or insulted. Even if you win this

argument and get to feel really good about it

for now, you’ll pay the price later when you

need help from this person.

HABIT # 6 – SEEK TO UNDERSTAND, BEFORE

BEING UNDERSTOO

The reason people feel unjustified is because

they felt misunderstood. Instinctively, we are

more interested in getting the others to

understand us than to understand them first.

Surprisingly, seeking to understand is a very

disarming technique. Once the other party

feels that you understand where he/she is

coming from, they will feel less defensive and

be open to understand you in return.

HABIT # 7 – THINK WIN-WIN

We are afraid to let someone else win, because

it implies losing for us. In business and work,

that doesn’t have to be the case. Learn to think

in terms of “how can we both win out of this

situation?” This requires that you first

understand the other party’s perspective and

what’s in it for him. Next, understand what’s in

it for you. Strive to seek out a resolution that is

acceptable and beneficial to both parties. Doing

this will ensure that everyone truly commit to

the agree resolution and not pay only lip-

service to it.

“Change occurs because people internalize their issues, and decides to do something about it. Change requires inclusion and honesty and empathy. Because change is first and last something you do to yourself. No psychologist changes you. No leader changes you. The truth is, we change ourselves. And that is the same way it is with teams and organizations. When change is happening to others, it can be interesting – even something good to talk about. However, when change is happening to you, it can be worrisome and create uncertainty. Sometimes it can cause downright fear about your job or your future. In today’s complex and global business environment, large scale change is inevitable. Breadth, complexity, and speed

of change provide a unique challenge to leading organizations implementing change around the world. What most employees don’t know is that they play a key role in the success of change. In fact, the more informed you are as an employee about the change process, the more likely you will not only survive the change, but thrive in a changing environment. And that is a vital clue about how staid and unchanging most companies are; they are riding on their brands and market share as if the world will never change. They view their organizational structure as carefully interlocking processes and departments. Change of any kind is not something you do to an organization, it is something you facilitate. It is the patient

that must do the healing, not the doctor. Almost all people are nervous about change. Many will resist it - consciously or subconsciously. Sometimes those fears are well founded - the change really will have a negative impact for them. In many cases, however, the target population for the change will come to realize that the change was for the better. The pace of change is ever increasing - particularly with the advent of the Internet and the rapid deployment of new technologies, new ways of doing business and new ways of conducting one's life. Organizational Change Management seeks to understand the sentiments of the target population and work with them to promote efficient delivery of the change and enthusiastic support for its results.

There are two related aspects of organizational change that are often confused. In Organizational Change Management is concerned with winning the hearts and minds of the participants and the target population to bring about changed behavior and culture. The key skills required are founded in business psychology and require "people" people. Organizational Change Management is a vital aspect of almost any project. It should be seen as a discrete and specialized work stream. So what does it take to be a survivor in today's rapidly changing corporate environments?

Change only happens when each person makes a decision to implement the change.

People fear change it "happens" to them.

Given the freedom to do so, people will build quality into their work as a matter of personal pride.

People who work are capable of doing much more than they are doing.

The intrinsic rewards of a project are often more important than the material rewards and recognition.

A clearly defined vision of the end result enables all the people to define.

The more input people have into defining the changes that will affect their work, the more they will take ownership for the results.

To change the individual, change the system.


[11]


[12]

Verve, organized a seminar on “presentation and communication skills “on 20th

April,2011. The theme of the seminar was “miscommunication and poor language: great

barrier in communication” .SYED NUSRAT ALI Management Consultant, Trainer and

Motivational Speaker, Training and Development Manager at GlaxoSmithKline was the

guest speaker on this occasion, while Chairperson DPA, MR IRAQI presided over the

ceremony. Diverse audience attended the seminar, including DIFFERENT FACULTY MEMBERS

AND ENTHUSIATIC YOUNG BLOOD OF DPA .The agenda OF THIS SEMINAR WAS TO MAKE

DPIANS REDAY TO ENTER IN TO THE MOST COMPETITIVE AND CHALLANGIN WORLD OF

IDEAS AND INNOVATIONS I.E.THE COPORATE WORLD .Among the topics THAT WERE

COVERED DURING THE ENTIRE SESSION INCLUDE : how to IMPROVE YOUR INTER

PERSONAL COMMUNICATION AND PRESENTATION SKILLS ,BODY LANGUAGE ETC .“Greater

collaboration between FACULTY AND TEAM WAS WITNESSED BY THE AUDIENCE AND EVEN

BY THE GUEST SPEAKER . The seminar provided a forum for exchanging ideas and for

working together to reduce the risk of MISS COMMUNICATION AT YOUR WORKLACE AND

YOUR DAY TO DAY LIFE ,. THE SPEAKER helped ensure THAT spokesperson succeeds at

presenting the Company’s position in a positive manner and avoids costly

COMMUNICATION mistakes. The purpose of the workshop WAS to build the capabilities of

youth to meet the demands of today’s world The main focus of the program was on

Basics of Communication and Barriers to Communication, Active Listening, Communication

Style Assessment, Assertiveness, Body Language, Public Speaking, Presentation Skills, etc.

The final hour of GREAT talk touched upon the strategies for effective business

communication, it highlighted the nuances of interdepartmental communication and how

to handle clients. The seminar culminated in the art of public speaking and presentation

skills. The VERVE announced that this successful seminar would be the first in the series

of similar events it plans to organize in the future UNDER OTHER COURSES.

Management is an important thing to do. We

have to manage each and every bit of our

lives. If somebody is doing job he should

manage his projects and software. Time

management is also very important to each

and every individual but the secret behind

being on top is how wonderfully you manage

your project.

Project management is the discipline of defining and achieving finite objectives. The challenge of project management is the optimized integration and allocation of the inputs needed to meet those pre-defined objectives. The project, therefore, is a carefully selected set of activities chosen to use resources (time, money, people, materials, energy, space, provisions, communication, quality, risk, etc.) to meet the pre-defined objectives.

Project Management" has always been a term more likely to elicit a groan than a smile. Nevertheless, the use of project management skills is often what distinguishes an easy, successful project from a painful and unsatisfactory one. In a world where clients and business partners increasingly want a full solution, rather than just the component pieces of design and code, having basic project management skills, at least, is quickly becoming a requirement for web professionals.

Project managers have the following impact in their organizations:

A better understanding of the project management discipline

A better understanding of what is required to launch a project

An increase in stable projects

through the use of consistent, repeatable processes

Increased confidence from vendor and business partners in working with your organization

Decreased costs due to more streamlined and successful projects

No model, no framework is ever perfect.

And there is no fixed pattern that you can

follow for each situation either. Use your

experience to refine and tune your project

management skills, and learn from your

mistakes. In the end, it’s about how well the

project is done, and not what methods you

applied.


[13]

BIG SHOT: We have got 2 brides

in this semester:) ...yeah kinza and

anum.. kinza is nae naveli dulhan in

her sasural and anum iz not in a

mood to go to her sasural INNI

JALDI :P

DPA.,,.,,.,DPA… We did again…yuppiiieee…...

Dpa won the match again, we

actually didn't go to see the match,

we go to make udham, masti and

tafreeh with the shouting & naray

bazi ..DPA..DPA...DPA...DPA :P

DO u know watt is DPA...hmm ..hmmm DPA=> department of public administration....

...NO..!!!

It is the department of prezentations and assignments..look..! at yet we have

done with alot of assignments, seminar, workshops,presentations,guest speaker

session..oh GOD hm masoom bchay :( itna to sare semester mai kam nhi kya.!

Hania spent lot of money in making new dresses for presentations and make out

the prints for reports:).. so

through this pscychology(hamari) it is the department of PREZENTAITONS AND

ASSIGNMENTS ...SHIMPLE

FINALLY..HARDLY..SURPRISINGLY...AMAZINGLY...SHLOWLY SHLOWLY

taraqqi hogai… :) We got a new building of department of public administration..and we are shifting

their since last semester but we are still in old building we just hope k before we

will do our bachelors we can atleast take one class in new dpa.. :(

One benefit of using your newsletter as a

promotional tool is that you can reuse content from

other marketing material AS A BACKBONE OF AN

ORGANIZATION'S SUCCESS, communication is one of

the basic functions of management in any

organization and its importance can hardly be

overemphasized. It is a process of transmitting

information, ideas, thoughts, opinions and plans

between various parts of an organization. It is not

possible to have human relations without

communication. However, good and effective

communication is required not only for good human

relations but also for good and successful business.

Communication plays a very important role in an

organization. In fact, it is said to be the life wire of

the organization. Nothing in the universe, human or

otherwise, that does not communicate; though the

means of communication may be very different.

Communication is very crucial and unavoidable since

we have intentions which we want to pass across to

another person, group or even to the outside world.

However, what is being communicated may be well

understood or misunderstood or insufficient and thus

communication breakdown. In fact, communication

within an organization could be grapevine or rumor.

In all, communication in an organization is very

complex and it needs to be correctly handled and

monitored to avoid chaos, crisis or conflict. The basic

functions and roles of the management could not be

performed without communication. Planning,

organizing, coordinating, monitoring, controlling, and

including marketing, production, financing, staffing

(human resource managing), research and

development, purchasing, selling, etc could not be

well coordinated, harnessed and their goals achieved

without communication. For organizations, such a

communication style creates effective performance

of the staff, and, consequently, increases customer

loyalty and profit. The art of communication is the

language of leadership. Feedback mechanisms and

sharing best practices internally should be an integral

part of organizational performance, and performance

management system in particular.

Effective communication is required at various levels and for various aspects in an organization such as

FOR MANAGER

EMPLOYEE RELATIONS:

Effective communication

of information and

decision is an essential

component for

management-employee

relations. The manager

cannot get the work

done from employees

unless they are

communicated

effectively of what he

wants to be done?

FOR MOTIVATION AND

EMPLOYEE MORALE:

Communication is also a

basic tool for

motivation, which can

improve morale of the

employees in an

organization. Manager

should clarify to

employees about what is

to be done, how well

they doing and what are

can be done for better

performance to improve

their motivation.

FOR INCREASE

PRODUCTIVITY:

With effective

communication, you can

maintain a good human

relation in the

organization and by

encouraging ideas or

suggestions from

employees or workers

and implementing them

whenever possible, you

can also increase

production at low cost.

FOR EMPLOYEES:

It is through the

communication that

employees submit their

work reports,

comments, grievances

and suggestions to their

seniors or management.

Remove communication

from an organization, we

are going to have dead

entity, good for nothing

and worth been shut

down.

Communication is indeed the backbone for organization's success; Communication is not only the essence of

being human, but also a vital property of life.


[14]


[15]

NAKCHARI BANDARIYA

RABAIL 4TH YEAR

RABECA 4TH YEAR

HANA 3RD YEAR

RABIYA 3RD YEAR

WAJIHA 3RD YEAR

AYESHA 3RD YEAR

MOST HORRIBLE HAIRS

FOZAN 4TH YEAR

FATIMA 4TH YEAR

UZMA 3RD YEAR

JAWAD 3RD YEAR

SIDRA RAZA 3RD YEAR

NOMAN 3RD YEAR

Mr. /MS. OVER EFFICIENT

SANIYA 3RD YEAR

UROOJ 3RD YEAR

FAIZAN 3RD YEAR

NOMAN 3RD YEAR

RAHEEL AJMAL 3RD YEAR

BBC OF DPA

HAREEM 4TH YEAR

FAIZAN 3RD YEAR

AREEBA 3RD YEAR

BUSHRA 2ND YEAR

THE ONE WITHOUT LIFE

TALHA 4TH YEAR

ANUM 3RD YEAR

SIDRA RAZA 3RD YEAR

SIDRA ALI 3RD YEAR

TUBA 3RD YEAR

NIMRA 3RD YEAR

A QUICK SIGHT TO REVENUE MANAGEMENT

REVENUE MANAGEMENT STRATEGIES

BENEFITS OF REVENUE MANAGEMENT

Improved forecasting.

Improved seasonal price and inventory decision.

Identification of new market segments.

Identification of market segments demand.

Enhance coordination between the front office and sales division.

Determination of discounting activity.

Improved development of business plans.

Establishment of a value-based rate structure

Increased business and profits

Savings in labor costs and other operating expenses.

FOUR REVENUE MANAGEMENT TACTICS

Hurdle rate.

Minimum length of stay.

Close to arrival.

Sell-through.

REVENUE MANAGEMENT SOFTWARE Revenue management software provides:

Continuous monitoring

Consistency

Information availability

Performance tracking

Special reports

CAPACITY MANAGEMENT Balances risks of overbooking against potential loss of revenue from reservation cancellations, early departures, and no-shows.

DISCOUNT ALLOCATION

Restricts time period and product mix (rooms)

available at reduced or discounted rates.

DURATION CONTROL

Places time constraints on accepting

reservations in order to protect rooms for

multi-day reservations (which represent higher

levels of revenue).

Operational skills

Analytical skills

Strategic skills

Organizing skills

Communications

skills

Good listening

skills.

SKILLS AND QUALITIES OF REVENUE

MANAGER

Team-building

skills

Training skills

Patience

Creativity

Cooperativeness

Flexibility

A revenue manager with the following skills can

definitely increase the revenue of a firm.

Revenue management is the process of understanding, anticipating and influencing consumer behavior in order to maximize revenue or profits from a fixed, perishable resource. It is an approach used for optimizing revenue, often based on managing revenues around capacity and timing (yield management), for different market segments or from different sources of funding. In the modern era, revenue management is often an exercise in self-restraint, requiring businesses to grow sales while keeping a lid on operating expenses. Revenue administration leads to profit management, important criterion investors consider in setting promising firms apart from market losers. This exercise also helps a company improve liquidity and solvency levels. It’s a technique used by managers to increase the profit of an organization with well defined software’s to make the work easier which leads the firm towards success. The benefits, strategies, tactics of revenue management along with the skills and qualities of the manager are discussed in this article.


[16]


[17]

Yaw!!! I

Got The

Certificate!!

!

Say Cheese.. :P

HELLOOO.

.........!!!

GAWD! I am in a fix, these

assignments and presentations have me

gone crazy!!!

Look I Also Got A

Certificate YAY!!!

Ma’m Shamaila thanking her BSPA

3 for being so supportive and accepting

all her orders happily…

How will I Study All

This... Confusing…

Last

Minute

revision.

.! Allah

help

me...

Team VERVES

managed to conduct

an awesome

session!!!

session..proved

their teamwork.

KAIZEN…………TPS…

…..Class Discussion……


[18]

Searching for the required

news…

Notice Board

Outdated Notice Board Filled with

unnecessary bulk…….

Office of DPA

NO workkk at awwllllll…..

Ali Photostate

At last, realized

he is here to work…..

Photostat shop

better than office

A Child is found working

but…..


[19]

GRAPHYTE whole heartedly welcomed the two new entrants in GRAPHYTE... LMAO

WELCOME 2011

Ramla for the first time……….

LOOK!!! Whose Working……………

:P

Picture without Birthday Girl……… :P

PROOF We Were

Working :P

Uzma Stuck in Cow Boys… :P

Arena’s Gaming Zone Fantastic Four In Their Usual Pose………:P

Ever Ready For Photo…:

P

No disturbance appreciated during

eating…. :P


[20]

Speaker: Syed Nusrat Ali

Date: 20th April 2011

Time: 10:00 a.m – 12:00 p.m

Venue: Seminar hall

Registration Fee: Rs. 100/- (limited for 70 participants

only)

Certificates will be awarded

Contact: Nazish, Uzma & Bilal (3rd Year)

Management Freaks

Documents

Transcript of Management Freaks