025665   Venkatesh S;Muthiah K (NO, Annamalai University, DDE - Computer Training Centre, Coimbatore, Tamil Nadu, Email: sudhav_s@yahoo.com) : SMEs in India: importance and contribution. Asian J Mgmt Res 2012, 2(2), 792-6.

Small and Medium enterprises play a vital role in the Indian economic structure due to its significant contribution in terms of output, exports and employment. For a developing nation like India, where the labour is abundant and capital is scarce, the small sector is a major source of employment for millions of people. Keeping in view the importance of SMEs, the Indian government has included this sector in its five-year plans. The SMEs are still hampered by the problems of finance, marketing and low quality. Taking into account the enormous potential of the small sector, the entrepreneurs and the policy-makers must act collectively to facilitate growth in this sector.

1 table, 12 ref

025664   Vatsala G A;Sharma S D;Ravindra Babu G; Sharma T (Basic Sciences Dep, K.S.I.T, Raghuvana Halli, Kanakpur Road, Bangalore, Karnataka) : Resource allocation model for insurance management using goal programming. Int J appl mathl Analysis Applic 2011, 6(1-2), 199-206.

In this paper a linear programming model to determine the optimum allocation of assets in order to maximize profits. The model was based on constraints which reflected policy and legal hounds on the insurer's activities. A model company with assets of Rs.100 million served as the insure. This paper is an analysis of the Goal Programming and current asset returns.

4 tables, 13 ref

025663   Tausif M (Management Sciences Dep, COMSATS Institute of Information Technology, Wah Cantt, Pakistan, Email: tausif50@hotmail.com) : Influence of non financial rewards on job satisfaction: a case study of educational sector of Pakistan. Asian J Mgmt Res 2012, 2(2), 688-96.

Explores the relationship between non financial rewards and employees job satisfaction for the educational sector of Pakistan. Authors had conducted a survey on Public sector School teachers to examine the relationship of non financial rewards (i.e. promotion, job enrichment and job autonomy) and employee's satisfaction towards job. Sample of 200 full time employees was taken. Schools were randomly selected from the city of Wah Cantt. Structured questionnaire was used to collect the data. The response rate was 86 percent. We identify two competing hypotheses on the relationship between non financial rewards and job satisfaction. Authors used t test, regression and correlation to test our hypothesis whether non financial rewards have positive relationship with employee job satisfaction or negative relationship with employee job satisfaction. Results show that non financial rewards are the strong determinant of job satisfaction for the employees of public educational sector of Pakistan. The satisfaction increases with the increase in age. The old employees are more satisfied with job rewards than young employees. Results also show that the age differences of the employees affect the association between employee rewards and employee job satisfaction.

6 tables, 18 ref

025662   Swarnalatha C;Prasanna T S (Management Studies Dep, Anna University of Technology, Madurai, Alagarkoil Road, Madurai-625 002, Email: swarna@autmdu.acin) : Employee empowerment to motivate the employees in health care industry in a private multi-speciality organization. Asian J Mgmt Res 2012, 3(1), 107-15.

New millennium in the existing era is characterized by all-pervading rapid changes in the external environment. These changes have not only brought new ideas but have also given rise to a more egalitarian society with democratic values. This has resulted in organizations that are gradually becoming de-layered with the blurring of the boundary between the superior and the subordinates. This leads to `empowerment', i.e. enabling or authorizing an individual to think, behave, and take action, control work and make decisions in autonomous ways. Generally, this term connotes something that one individual does for another, i.e. usually the manager has to bestow empowerment on the people who report to him. Empowerment is a rocess which has evolved in response to the trend towards a greater degree of responsibility and involvement amongst employees in the running of their organization. This trend has emerged as most organizations have realized people involvement and recognized the capacity of their human resource to improve and enhance business performance. It is the process of passing authority and responsibility to individuals at lower levels in the organizational hierarchy. To achieve empowerment, managers must be sure that employees at the lowest hierarchical levels have the right mix of information, knowledge, power and rewards, to work autonomously or independently of management control and direction. Empowerment appears to contribute most when it is implemented in specific situations and each structured carefully and controlled. Introducing an empowerment program in to an organization creates employee beliefs about opportunities for participation. Employees gain confidence in their ability to contribute and their aspirations grow. Along with beliefs of even greater empowerment are beliefs of entitlement to increased rewards to maintain the psychological contract.

1 illus, 26 ref

025661   Singh A K;Singh M (Management Dep, Mizoram University, Aizawal, Email: amitmzu@gmail.com) : Economic efficiency of human values in industries. Asian J Mgmt Res 2012, 2(2), 769-77.

Present situation of Indian organizations demands a system of training which apart from strengthening employee co-operation must strengthen organizational capability. They want better decision style, motivating employee and also identify that individual utilize their full potential by increasing their activation level and maximizing their skill and knowledge. Activation level refers to that extent, which individual can release the stored energy of organism through metabolic activity in the tissues and skill as specific capability for accomplishing tasks. This qualitative Research study follows Metaphysical research methods. The economic efficiency can be viewed from three perspectives static, dynamic and distributional. Static efficiency not only signifies efficient and full employment of resources but also that it is as per performance of the Industry whereas distributional efficiency can be said to exist when there is general consensus that the distribution of income and wealth is fare or just. The short run dynamic efficiency is concern with macro stabilization, when the economy is expanding along preferred growth.

8 ref

025660   Siddhanta A;Roy D (NO, Reliance Communications Ltd, Kolkata, West Bengal, Email: abhijit.siddhanta@relianceada.com) : Employee engagement - engaging the 21st century workforce. Asian J Mgmt Res 2011, (NULL), 170-89.

For past several years, 'Employee Engagement' has been a hot topic in the corporate circles. It is a buzz word that employers think they understand, but face difficulties and challenges while practicing. Many organizations copy 'Employee Engagement' activities from the best practices, looking at the benefits enjoyed by their competitors; however, most lose track after a few strides ahead. 'Employee Engagement' cannot be a cosmetic intervention in enhancing commitment towards job, motivation or productivity. Corporate culture has an important role in enduring positive impact of such engagement programs. Throws light on how 'Employee Engagement' can be increased. This work also tries to identify the key drivers of 'Employee Engagement', its different attributes together with the ways to measure it, how to handle disengaged employees and modern 'Employee Engagement' practices in corporate. Findings from various researches and surveys are used in the present work to measure the effect of 'Employee Engagement' which includes issues like productivity, profitability, focus on customer and various other related matters. Literature Review method coupled with secondary data collection from various research findings and corporate practices are employed using a descriptive study technique. Explores implications for theory, further research and practices by synthesizing modern 'Employee Engagement' activities being practiced by the corporate with the review of findings from previous researches / surveys.

7 illus, 1 table, 19 ref

025659   Sheth M (Treasury Operations Dep, Bond Trading and Depository Services within G, Bank of America, Mumbai, Email: mitez.sheth@baml.com) : Six thinking hats. Asian J Mgmt Res 2012, 2(2), 814-20.

Author is trying to throw some light on how the individual thinking and group thinking process (meetings / group discussions) for decision making is a practical issue, how to overcome the same and how the human brain works in 6 different methods that can be sensitized to make the brain think in a particular direction for clarity of thoughts and effective decision making. The Six Thinking Hats can be applied to group thinking and at an individual level as well to achieve fantastic results.

1 illus, 12 ref

025658   Sharma A;Nanda A (NO, The Business School, University of Jammu, Jammu, Email: ankitadewan44@gmail.com) : Impulse buying at airport terminals: a case of Indian consumers. Asian J Mgmt Res 2012, 3(1), 68-82.

Retailing in the present context has become one of the key contributors to the economic growth of our country. It has emerged in multiple formats in the recent times thereby contributing to the economy. Airport retailing is one such type of retail format which is distinct from other day to day channels of distribution. According to Data monitor Retail, the global airport retail market is expected to witness a growth of more than 60% by 2015 .There is evidence of a considerable impulse purchasing effect in airport retail operations which, if understood and harnessed by airport retailers, can enhance performance and sales. The present study has been undertaken to analyze the interrelationship between impulse buying tendency, browsing and impulse purchase in the airport environment. The data was collected from 166 respondents who had made a purchase at the airport using a structured questionnaire. Regression analysis, t-test and ANOVA was applied to test the proposed model. The results of the study indicate that although impulse buying tendency was found to have a negative association with impulse, however the people having high impulse buying tendency are likely to browse more. Thus, suggesting that browsing activity is common in the airport environment but it may not necessarily lead to impulse purchase. It provides several important implications for the airport retailers.

1 illus, 15 tables, 43 ref

025657   Roy D D;Bandopadhyay E (Psychology Research Unit, Indian Statistical Institute, Kolkata, Email: ddroy@isical.ac.in) : Exploring work values in Rabindrasangeet. Asian J Mgmt Res 2011, (NULL), 34-9.

With the increasing complexity and industrialization of society work for many people has become more and more simply a means towards the end of earning a living. However, we are in danger of over-generalizing this trend and pushing it to its logical conclusion, expecting that working serves only a means function. Work value contingent upon tangible rewards induces dissonance in the Quality of working life in the organization. It is embedded dimension within the cultural fabric of society. One can understand the culture by analysis of performing arts like songs, music, drama, scriptures and drawing. Rabindranath Tagore composed several songs (Rabindrasangeet) filled with several stress reducing postulates (Dutta Roy, 2010). Aim of this study is to explore work values in the Rabindrasangeet. Some songs of Rabindranath Tagore were selected where in the word ` Karma' or `Kaaj' is depicted as they reflect the meaning of work. Script analysis revealed 15 path and 13 goal oriented work values. Finally some postulates were framed to frame new theory of work values. The study has several implications in analysis of performing art for development of theories in management. Second, the extracted values will give new direction of research in shaping quality of life of people at work.

1 table, 13 ref

025656   Rastogi S;Rastogi I (NO, SGRRITS, Dehradun, Email: shrutirastogi82@rediffmail.com) : Role of HR in change management. Asian J Mgmt Res 2011, (NULL), 98-113.

Organization cannot stay stagnant in today's fast paced, ultra competitive global environment; change is inevitable. Change management involves defining and adapting corporate strategies, structures, procedures and technologies to deal with change budding from the internal as well as external environment; but transformation is not an easy task especially in a giant like State Bank of India (SBI). The Bank had to face a dramatic cultural change with the challenges thrown by the private sector banks which provided customer oriented services while most of the staff in SBI was not aware of the fact that the bank was losing its hold amongst the upper end market. According to the Society for Human Resource Management (SHRM) 2007, Change Management Survey report "the top two obstacles encountered during the major organizational changes are communication breakdown and employee's resistance. "Biggest challenge for the management was to convey its idea of transformation to each and every employee of the organization. The strong hierarchical design of the organization was the major hurdle. To implement cultural change the idea of change has to percolate to the lowest level, motivating staff to accept change willingly. This goal was accomplished by meticulously crafted strategy named "Parivartan" a 100 day programme for the employees to improve their communication skills. Breaking down the barrier of hierarchy, the top level management directly contacted the junior level staff, which acted as motivating cum controlling factor in the success of the programme. The results of the programme were remarkable; it helped to inculcate a feeling of "What difference I can make" amongst the employees and improving the customer services. The journey did not ended here, to acknowledge the success of the Parivartan a new programme "Citizen SBI" was launched which was focused on spiritual development of the employees; thereafter "Udaan" another programme creating a sense of difference and pride amongst the employees was accomplished.Accepting the change and taking timely action led the bank to revolutionize its human resource system by identifying, maintaining, developing and utilizing the talent across the organization. It's amazing to know that when other organizations were adopting cost cutting and downsizing measures in the wake of global recession, it was SBI that had recruited new talent and professionals in bulk. While creating a sense of pride among its employees SBI has been able to strengthen its roots in the new environment which is evident from the fact that it was awarded as the Best Bank of India 2009 by Business India Group.In this article the authors will focus on the HR initiatives taken by the management in SBI, the challenges before the management while introducing change in the outlook of its huge staff comprising of personnel at middle and lower level & the strategy adopted by the HR for providing incentive in the form of recognition been given to the employees.

1 table, 11 ref

025655   Rama Devi V;Shaik N (NO, KLU Business School, KL University, Guntur, Andhra Pradesh, Email: ramadevi@kluniversity.in) : Evaluating training and development effectiveness - a measurement model. Asian J Mgmt Res 2012, 2(2), 722-35.

Human capital is an important asset for organizations under intense competition. Training and Development function enables human capital to unleash their dexterity. A profound training program acts as a vehicle to enhance employee skills and enable them to perform better in their job. Training and development is very crucial to the employees, the organization and their effectiveness. Human capital is the differentiator between a good company and a great company. The organizations have long understood that their most valuable asset is their human capital and many are convinced for large investments in employee training and development. An effective training program is one that addresses training needs and delivers training according to training objectives. Research in Training and Development function has produced many results. In the last decade, training evaluation has been the main focus for many studies. This literature review based article presents different viewpoints of various authors regarding the significance of training & development, perceptions of employees towards training effectiveness, training evaluation and training effectiveness. It finally endeavours to measure training effectiveness by proposing a new model.

1 illus, 56 ref

025654   Rajput A;Jain A;Rajput N;Garg R (NO, Sri Aurobindo College (M), University of Delhi, New Delhi, Email: drnamitarajput@ymail.com) : Relationship of FDI and growth in India. Asian J Mgmt Res 2012, 2(2), 797-813.

Variables so as to have a complete understanding of the nature of inflows during 1991-2011(study period) to analyze important dimensions of FDI in India impacting economic growth of India. It is observed from the results of above analysis that TradeGDP, Reserves GDP, Exchange rate, FIN. Position and FDIG are the main factors affecting FDI inflows in India. The results of foreign Direct Investment Model reveal that TradeGDP, Reserves GDP, and FIN. Position variables exhibit a positive relationship (pull factors) with FDI while Exchange rate exhibits a negative relationship (restrictive forces) with FDI inflows. The study also reveals that FDI is a significant factor influencing the level of economic growth in India. The results of Economic Growth Model and Foreign Direct Investment Model reveal that FDI plays a crucial role in enhancing the level of economic growth in India.

7 illus, 3 tables, 15 ref

025653   Rai S (NO, Symbiosis Institute of International Business, Symbiosis International, G. Ni. 174/1, Rajiv Gandhi Infotech Park, MIDC, Hinjewadi, Pune-411 057, Email: soumirai@gmail.com) : Female presence in boardrooms: review of global scenario in the context of legislative reforms in corporate governance. Asian J Mgmt Res 2012, 3(1), 45-67.

Focuses on understanding the various legislations initiated by countries across the globe towards empowering women with representation on Company Management Boards and restoring their gender rights in a male dominated business arena through Corporate Quotas. The aim is to understand whether the `Legislative representation' really has had any impact on Company boards across these few countries through a review of preliminary studies conducted in this domain. Represents a comparative study across developed nations (viz. European countries, US, Canada) and some developing nations to understand where they stand in the current perspective related to women representation on Corporate Boards. This has been further extended in the context of the Asia-Pacific region to depict where the concerned nations stand in the sphere related to women equality and empowerment, while proposing empirical research in this region, to understand factors that attribute towards lower presence of women on corporate boards (WOCB).

43 ref

025652   Patrick H A;Sebastian S (NO, Institute of Management, Christ University, Bangalore, Email: haroldapatrick@hotmail.com) : Human resources management practices' influence on faculty commitment in higher educational institutions. Asian J Mgmt Res 2012, 3(1), 125-38.

Human Resources Management is a set of practices that businesses incorporate to ensure that they have an effective workforce in place to meet perational needs. Since the 1960's organizational commitment is an exciting issue for managers and researchers. The need for the study is in the context of a massive investment in human resource management in the educational institutions. 249 teachers from aided, private unaided and government colleges were surveyed. Two standardized, valid and reliable tools were adopted for data collection. Major findings indicated that faculty in higher education were highest on affective commitment followed by continuance commitment, the most frequently adopted source of recruitment was newspaper advertisements, followed by employee referral, the most popular selection technique was interview, followed by demonstration and on an average Higher educational institutions took around 30days to fill a vacancy from the time they received an application and engaged in atleast three steps to select a candidate. There was a significant relationship between HRM practices and Organizational commitment. Employee-employer relationship, recruitment, and selection significantly influenced organizational commitment. Employee-employer relationship, compensation and benefits, and manpower planning significantly influenced the overall HRM practices of the institutes. The results are discussed in terms of implications for higher learning institutes and future research.

10 tables, 22 ref

025651   Patra A (NO, Indian Institute of Technology, Kharagpur-721 302) : Creating more effective HR managers through Emotional Intelligence skills training. Asian J Mgmt Res 2011, (NULL), 1-9.

Emotional Intelligence (EI), unlike Intelligent Quotient (IQ), is important for managerial success and competencies. Emotional Intelligence means the ability to monitor one's own and other's emotions to discriminate among them and to use the information to guide one's thinking and actions. It involves self-awareness (ability to understand one's own emotions), self-management (ability to keep negative emotions and impulses under control), and self-motivation (the drive to achieve despite setbacks, developing skills to attain target and taking initiative to act on opportunities). It helps to enhance communicating skills, adjust with others, build team, and manage conflict. Not only do most of us spend the largest portion of our day at work but our identity, self esteem and well being are strongly affected by our work experiences. It has been reinforced by many management thinkers of the world that social and personal competencies are vital for self awareness, optimism, and empathy which can enhance satisfaction and productivity at workplace. The workplace is the ideal setting for the promotion of these competencies which are ultimate combination of Emotional Intelligence. It is evident that there is direct relationship between these skills and productivity of employees. Corporate world have begun to recognize the importance of this direct relationship and emphasis is led to increase the employees' emotional intelligence. In the workplace, this ability can greatly enhance interpersonal communication and people skills. So, it is important to understand what emotional intelligence is, how it can best be used at workplace to increase productivity and satisfaction and how this strength of individual can turn around his life. Hence, it is necessary to create more effective HR Managers through Emotional Intelligence Skills Training.

2 tables, 4 ref

025650   Parilla E S (Institutional Planning and Organizational Development Dep, Northwestern University, , Email: elmrik@yahoo.com) : Level of stress experienced by NWU employees: towards developing a stress management. Asian J Mgmt Res 2012, 2(2), 778-81.

Research determined the level of stress experienced by NWU employees. Respondents came from the three levels of positions; namely, the top management (President and Vice-Presidents), middle management (Deans and Directors), and Rank and File (Faculty and Staff). The Rahe and Holmes stress questionnaire was used to gather data. It tried to establish the relationship of level of stress experienced with personal characteristics (age, gender, number of family members and income) and job position.It was found out that the middle level employees experienced the highest degree and level of stress compared to the other job positions. As to the relationship, personal characteristics are not correlated to job stress while job position is correlated with job stress. The research provided a stress management program for the employees of the University because it was determined that productivity and stress are negatively correlated. Stress should be minimized and controlled to make employees more productive.

9 ref

025649   Panda M;Samantray K (English Dep, College of Basic Science and Humanities, Orissa University of Agricult, Bhubaneswar, Odisha, Email: madhulika.15@gmail.com) : Need for instruction in persuasive communication for business management students: a study in the Indian context. Asian J Mgmt Res 2012, 2(2), 840-54.

Persuasion forms a major component of the daily communicative activities of any business organisation, irrespective of the type of communication and the channel used for it. Studies the art of persuasion as an essential pre-requisite for the success of today's business leaders and advocates for the need for more instruction in persuasive communication for Business Management students than what is done now. It attempts a comparative study of the views of academicians and business executives across India on this issue.

29 tabels, 5 ref

025648   Narayanrao H L (NO, Bharatiya Vidya Bhavan's College, University of Mumbai, Munshi Nagar, Andheri (W), Mumbai-400 058, Email: rau03@rediffmail.com) : Communication skills in english as life-line to all. Asian J Mgmt Res 2012, 3(1), 20-3.

Importance of Good Communication Skills which generally refers to the exchange of thoughts, views and ideas with the intention of conveying information. Communication is a two way street that includes vocalization as well as gesticulation. The purpose of communication is to convey one's beliefs, ideas, thoughts or needs with clarity so as to reach a consensus or a mutually acceptable solution.

3 ref

025647   Narayan R (NO, University of Calcutta, Kolkata, West Bengal, Email: ranuaknarayan40@gmail.com) : Human resource accounting: a new paradigm in the era of globalization. Asian J Mgmt Res 2011, (NULL), 237-44.

Human resource is the most vital part of any organization, as it makes sure there exists a symbiosis between financial and all other physical resources towards the achievement of organizational objectives and goals. Conventionally, financial assets are accounted in the books of accounts as per the general principles of accounting, but does not count the human asset. Although many efforts have been made by many thinkers in this arena, a proper/appropriate and fully validated model of performance based on accounting in the Indian context is not yet available. The past few decades have witnessed a global transition from manufacturing to service based economies. Though, Human Resource Accounting (HRA) was introduced way back in 1980s, it started gaining popularity in India recently. In order to estimate and project the worth of the human capital, it is necessary that some method of quantifying the worth of the knowledge, motivation, skill, and contribution of the human elements as well as that of organizational processes, like recruitment, selection, training, etc which are used to build and support these human aspects, is properly developed. HRA denotes this process of quantification/ measurement of Human Resources. The physical assets like land, building, plant and machinery are recorded in the books of accounts at their purchase price. Now, depreciation on these assets is considered as the cost for the particular year and debited to profit and loss accounts and the remaining balance is shown in the balance sheet as written down value of the assets. Hence, on similar lines the human resources should also be evaluated, recorded in the books, operated and disclosed in the financial statements. In this paper the author has elaborately discussed about the objectives and process of HRA in the Indian context. The basic objective of the paper is to study the Human Resources Accounting practices, to identify the issues and challenges, to examine these issues and challenges and lastly, to give suggestions based on the findings of the study.

10 ref

025646   Mukhopadhyay S K (Centre for Management Studies, JIS College of Engineering, Kalyani, West Bengal, Email: mukherjee_saibal12000@yahoo.co.in) : Role of human resources (HR) in six sigma. Asian J Mgmt Res 2011, (NULL), 230-6.

Objective of this studyr is to focus the introduction of Six Sigma into an organization which will lead to a major change that will have a profound effect on a broad group of stakeholders. Managers and employees at many levels of the organization will be asked to engage in new behaviours which will see Six Sigma as a source of competition for resources, executive attention and organizational power. HR professionals can increase their chances of being included in Six Sigma decision making and implementation. The measures include the right skills of the HR professionals for contribution of Six Sigma initiative at both strategic and tactical levels. HR professionals can help executives approach culture change in a way that addresses the underlying business goals without creating organizational resistance. The methodology that has been employed is Survey that has involved more than 100 organisations employing about half million people. 90%of HR practitioners taking part in the study said that their role was to support employees during a change programme, with more than 83% preparing information to help them cope with the process. About 77% were also involved in developing the timeline for change and in making the initial announcement to affected employees majoring about 65%. But rather few HR parishioners played a part in assessing whether the change programme had been successful (40%) or whether it produced the required return on investment (15%). Overall about Two-Thirds of practioners (67%) said that HR was responsible for developing training programmes to support the change. Such programmes where particularly common in larger organizations. Change Management Concept is hardly tried to be incorporated by few employers and also to major if it has an impact. Moreover Change Management models are rarely used by HR.

6 ref

025645   Mishra N;Sharma G (Faculty Economics and Management, Janaki Devi Bajaj Institute of Management, Mumbai, Maharashtra) : Ethical organization and employees. Asian J Mgmt Res 2011, (NULL), 59-80.

Managing ethics in the work place is all about how the values, ethics and moral principles are essential to sound decision making. In looking for an answer, it was found that while organizations do indeed have values, ethics and moral principles, these are not communicated in a code of ethics and may in fact be quite different what the code of ethics might lead to. While it would be ingenuous to think that ethical behavior within an organization can be changed simply by posting a list of high sounding principles, it is equally na‹ve to imagine that the ethics of an organization" just happens and there is nothing to be done about it. Ethical behavior in organizations can be encouraged in a number of ways, most of which are executed by the HRM department through its roles in training, communication and discipline. Some big corporations that are ethically committed assign the primary task of managing and monitoring ethical behavior to their HRM department. Explores the ethical practices in organizations and the study of employee ethics. The objective is to extract important factors that determine ethical behavior and perception.Survey was conducted in 10 organizations by using questionnaires and personal interviews (schedule) to study the same. This empirical research would include descriptive statistics, content analysis, Wilcoxon test and perceptual maps to study the ethical aspect of the selected organizations. At the level of the society, this study is intended to test whether CSR is for societal purpose, brand building or avoidance of government intervention. Whether following the code of ethics in the organization and internalization of CSR leads to an ethical organization?If the answer to these questions upon completion of this study turns out to be in the affirmative it would hopefully give a strong stimulus to studies in this area and the insights gained from the exploration of these questions would also help to devise a number of intervention strategies for implementing in actual business organization. It is hoped that this study would fill a part of the gap that exists in literature regarding the relationship of ethics and business.

3 illus, 7 tables, 7 ref

025644   Menon B;Jagathy Raj V P (Management Dep, Karpagam University, Coimbatore-641 021, Email: bkmenon@dcschool.net) : Dominant partial least square factors of consumer purchase behaviour of passenger cars. Asian J Mgmt Res 2012, 3(1), 83-99.

Globalization and liberalization, with the entry of many prominent foreign manufacturers, changed the automobile scenario in India, since early 1990's. World Leaders in automobile manufacturing such as Ford, General Motors, Honda, Toyota, Suzuki, Hyundai, Renault, Mitsubishi, Benz, BMW, Volkswagen and Nissan set up their manufacturing units in India in joint venture with their Indian counterpart companies, by making use of the Foreign Direct Investment policy of the Government of India, These manufacturers started capturing the hearts of Indian car customers with their choice of technological and innovative product features, with quality and reliability. With the multiplicity of choices available to the Indian passenger car buyers, it drastically changed the way the car purchase scenario in India and particularly in the State of Kerala. This transformed the automobile scene from a sellers' market to buyers' market. Car customers started developing their own personal preferences and purchasing patterns, which were hitherto unknown in the Indian automobile segment. The main purpose is to develop a model with major variables, which influence the consumer purchase behaviour of passenger car owners in the State of Kerala. Though there are innumerable studies conducted in other countries, there are very few thesis and research work conducted to study the consumer behaviour of the passenger car industry in India and specifically in the State of Kerala. The results of the research contribute to the practical knowledge base of the automobile industry, specifically to the passenger car segment. It has also a great contributory value addition to the manufacturers and dealers for customizing their marketing plans in the State.

2 illus, 9 tables, 21 ref

025643   Loc T D (NO, School of Economics and Business Administration, Can Tho University, Vietnam, Email: tdloc@ctu.edu.vn) : Day-of-the-week effect on stock returns and volatility: the case of Ho Chi Minh Stock Exchange, Vietnam. Asian J Mgmt Res 2012, 2(2), 711-21.

Aims to investigate the day-of-the-week effect in stock returns and volatility for the Ho Chi Minh Stock Exchange (HOSE). The data used in this study is daily series of the market index (VN-Index) over the period from March 1st 2002 to March 1st 2011. To test for the presence of the day-of-the-week effect on stock market returns and volatility, the OLS and GARCH (1,1) regression models are employed in this study. The empirical findings obtained from the models confirm that the day-of-the-week effects on stock returns and volatility are present in the Market. Specifically, a negative effect is observed for Tuesday while a positive effect occurs on Friday. Moreover, the highest volatility occurs on Thursday, and the lowest volatility is observed on Monday.

2 tables, 28 ref

025642   Lather A S;Jain S;Shukla A D (NO, University School of Management Studies, GGSIPU, Delhi) : Cross cultural conflict resolution styles. Asian J Mgmt Res 2011, (NULL), 130-46.

Purpose of this study is to make a comparison of the preferred conflict resolution styles followed in Asia, America and Australia. Conflict is a culturally defined event, hence different conflict management styles in relation to different cultures are also explored. The specific emphasis in this paper has been placed on the studies related to India, China, Japan, Korea, Malaysia, Australia and America. An interdisciplinary review of literature was undertaken, as current literature on the topic was limited in scope. The investigation aimed at finding out the differences and the similarities which existed across different cultures (Asian, America and Australian) as far as resolving interpersonal conflict was concerned and how cultural factors played a role in choosing different styles to conflict resolution. The Competing style is more favored by members of American cultures. In contrast to earlier presumption that members of Australia will show a similarity in conflict resolution style to Americans, there exist a diversion, since Australians show a preference for Collaborative and Compromising style according to the studies. The members of Asian countries, show an opposite pattern to Americans. In India the most preferred style to resolve the conflict is accommodating followed by Avoiding. Koreans resolve their conflicts mostly by Compromising and avoiding style. Chinese have a preference for compromising and avoiding again. Japanese prefer Avoiding and Accommodating styles in comparison to Malaysian who prefer integrating and Compromising styles. No extensive study was found on conflict resolution on a variety of cultures at one platform (Asia, America and Australia), though fragmented source of information exist on different countries. The paper presents a useful source of information which would benefit organizations in this globalization, which has faded the national boundaries and has brought people of different culture to work together on a single platform.

1 illus, 2 tables, 49 ref

025641   Khan S;Chahar B (NO, Institute of Management Technology, Nagpur, Maharashtra) : Future of HR management in Indian scenario: issues and challenges. Asian J Mgmt Res 2011, (NULL), 40-8.

In the contemporary context, the Indian management mindscape continues to be influenced by the residual traces of ancient wisdom as it faces the complexities of global realities. One stream of holistic wisdom, identified as the Vedantic philosophy, pervades managerial behavior at all levels of work organizations. This philosophical tradition has its roots in sacred texts from 2000 B.C. and it holds that human nature has a capacity for self transformation and attaining spiritual high ground while facing realities of day to day challenges (Lannoy 1971). Human Resource Management has evolved considerably over the past century, and experienced a major transformation in form and function primarily within the past two decades. Driven by a number of significant internal and external environmental forces, HRM has progressed from a largely maintenance function, to what many scholars and practitioners today regard as the source of sustained competitive advantage for organizations operating in a global economy. Some of the factors that contribute to the evolvement of human resources management are technology, globalization, diversity, immigration and an aging workforce.In this article, we would be discussing the various Issues that HR is facing in today's corporate scenario. A few challenges they have been able to overcome successfully but a lot of issues still need to be dealt with. We would be discussing issues HR is facing in the present and some strategies which, if adopted, can help the HRM to sustain better in the challenging and dynamic scenario.

2 illus, 1 table, 5 ref

025640   Khalaf A B;Rasli A (Management Dep, Faculty of Management and Human Resource Development, University Technology of Malaysia, 81310 UTM John Bahru, Johor, Malaysia, Email: b4n-99@hotmail.com) : Brand equity and branding strategies in regional perspective of Saudi Arabia. Asian J Mgmt Res 2012, 2(2), 697-700.

Brand equity across global markets is an important subject in marketing. Considering the implication of particular markets and cultures on the brand equity makes the subject very intricate and complex. Discusses the various considerations that need to be taken into account while considering the branding options in specific geographic, linguistic and cultural settings in general and the case of Middle East with specific reference to Saudi Arabia in particular.

12 ref

025639   Kewlani S;Singh S (NO, Chameli Devi School of Management, Chameli Devi Group of Institutions, Umirkheda, Near Toll Booth, Khandwa Road, Indore-452 020, Email: sandeepindore@gmail.com) : Three way influence of self concept, ethnocentrism and impulsiveness on consumer's exploratory tendencies. Asian J Mgmt Res 2012, 3(1), 139-52.

In the transnational economy, the focus on consumers and fulfillment of their stipulate has become pivotal. Consumers' decision making process has constantly been the subject of research in understanding the factors that influence and shape consumers' choice as well as the consumer thought process. In consumer behavior research, exploratory tendencies are important determinants of consumer buying behavior. This research aims to appraise whether the various buying behaviors such as self concept, impulsiveness and ethnocentric buying behavior have influence on consumers exploratory tendencies. There is little research exploring the common socio-psychological processes regulating these behaviors. Based on literature, we have explored the influence of these different behaviors on exploratory tendencies, keeping optimal stimulation level as the fundamental aspect.

80 ref

025638   Kameswara Rao K;Ummul S (Environmental Sciences Dep, Andhra University, Visakhapatnam, Email: usalma7@yahoo.com ) : Shift work and health. Asian J Mgmt Res 2012, 2(2), 821-6.

Today, shift work has become a routine feature in industries, hospitals and many other essential sectors as the quality in the current day lifestyle demands immediate and round the clock services. However, schedules of rotating shift work timing away from the customary clock will eventually do upset the human circadian clock. Work of this nature is of considerable significance, especially in India because present rate of growth and development in industries are to continue as well the number of shift workers is likely to increase, and if shift work posed a threat to health of workers it would become a problem of national importance. In view of the above, the present work entitled "Studies on the Incidence of various health problems among Shift staff" has been discussed. It is essential that an ideal rotation of the shifts be adopted so as to reduce the sleepiness and fatigue among the shift workers.

1 illus, 1 table, 13 ref

025637   Kalburgi M J;Dinesh G P (Ballari Institute of Technology and Management, , Bellary, Karnataka, Email: avedkalburgi@gmail.com) : Motivation as a tool for productivity in Public sector unit. Asian J Mgmt Res 2011, (NULL), 147-52.

Success of any organization depends on its employees. If employees are taken good care, the performance & efficiency & productivity level increase. The main objective of this paper is to analyze the motivational level of the executives in the organization & elicit information regarding the various methods used by the personal managers to motivate the executives. Primary data as well as secondary data provided for the basis of the study. Primary data was collected from the employees working in the factory, by administering the questionnaire, while using discussion & interview method. The major finding for the paper was that the employees were highly motivated due to good working environment & highly supported by supervisors to perform the task. This paper in Toto has six sections, including this introductory section. The review of literature is presented in the second section and the methodology followed is given in the third section. A brief note on motivation & tools are presented in the fourth section. The motivational factors are discussed in fifth section and the summary of findings and suggestions is presented in the sixth section & conclusion is presented in the last section.

3 illus, 3 tables, 8 ref

025636   Gupta R;Roy R (NO, D.A.V.V. University, Indore, Madhya Pradesh, Email: ranu731@gmail.com) : Ingredient branding: a differentiation strategy for FMCG companies. Asian J Mgmt Res 2012, 2(2), 761-8.

Post liberalization Indian market has evolved a lot, providing opportunities galore to companies and posing unique challenges. With a 300 million plus strong middle class population (more than population of France Italy and U.K. put together) India is one lucrative market wherein every marketer is vying for lion's share. Companies who can influence and excite these customers and create their place are the companies which will emerge as winners. A growing economy with a burgeoning middle class means higher disposable income and higher purchasing power. FMCG (consumables like soaps, toothpaste and few electronic items etc.) accounts for major share of this high disposable income in any household budget. FMCG market is seeing a plethora of brands with little or no differentiation in terms of product offerings. Any differentiation in terms of product offering gets adopted by the competitor in no time, killing the advantage. To create differentiation and build unique brand image for their offerings marketers need to explore the scope of promising differentiation marketing techniques like Ingredient branding. In the above context this paper analyses the scope of Ingredient branding in creating sustainable differentiation advantage for FMCG companies.

17 ref

025635   Goel S;Sharma R;Mani M (NO, Jaypee Business School, Jaypee Institute of Information Technology, A-10, Sector-62, Noida, Email: goel.sweta@yahoo.co.in) : Performance and characteristics of open ended mutual funds. Asian J Mgmt Res 2012, 3(1), 116-24.

Investigated the performance related characteristics of open ended mutual funds. For the purpose of performance evaluation, risk adjusted performance, asset size and expense ratio of the mutual funds have been studied for past five years i.e. from April'2006 to March'2011. Through this study, the relation between performance related characteristics and the performance of Indian mutual funds has been studied. Multiple regression model has been used for the analysis. Results have confirmed the presence of performance persistence in mutual funds. This shows that the past performance record is very useful in predicting the future performance of mutual fund. Investors must look at the past performance before investing in any fund and fund managers may track the best performing strategies by looking at the past performing record. Also, empirical analysis has shown that low expense ratio and large asset size of the mutual funds has resulted in their high risk adjusted returns. This study has contributed towards existing knowledge for the relationship between mutual fund's performance and their characteristics. It will also help mutual fund investors to judge the investment options on the basis of several fund's characteristics apart from just the return performance.

1 table, 31 ref

025634   Ghosh A K;Chatterjee D;Ghosh B (NO, Disha Educational Society, Raipur, Email: aghoshmid@gmail.com) : Conceptual framework of faculty performance evaluation. Asian J Mgmt Res 2011, (NULL), 217-29.

Every organization is having an objective towards optimum performance and the employees are the key in achieving that. It is necessary that the employees' performance should reach optimality for the success of the organization. Many organizations are having performance appraisal system to evaluate the effectiveness and efficiency of their employees using linguistic labels to their performance. In a production unit, employee performance is proportional to the quality and quantity of production, where as, in case of an Educational Institute, there is no such direct tool available to evaluate the productivity of its faculty members. In judging efficiency of a faculty member, often the institutes deal with vague or imprecise data resulting to an inconsistent performance evaluation. An attempt has been made to design a performance appraisal system in generating performance score of the faculty member involving non-fuzzy inputs and fuzzy criteria weights. This study attempts to show how crisp scores multiplied by fuzzy criteria weights can effectively generate performance score in faculty performance evaluation.

7 illus, 3 tables, 14 ref

025633   Edwin Christopher S (NO, Sri Bhagawan Mahaveer Jain College, Kolar Gold Fields, Karnataka, Email: edwinchristopher@hotmail.com) : Changing perceptional value of consumer on insurance products and services - a challenge to reach the unreached. Asian J Mgmt Res 2012, 3(1), 24-44.

Consumer is the King who dictates the terms and conditions of existence to the marketers in terms of their products and services offered and available in the market. The marketer who is the producer of various goods and services renders the smooth functioning of the marketing requirements in the market and thereby buying and selling takes place. However, the concept of buying and selling is just not as simple as we say it in words and phrases, as the environment that surrounds the market and the consumer have called for several changes to happen and each one connected to it get accustomed to it. The behaviour of every consumer in the market is very unique and exemplary experience to study and understood as we find plethora of changes in the marketing environment, government policies, buying behaviour, available products and services, the geographical market available for the products and services in the present conditions. Hence, the study of consumer behaviour and the role they play in the life span of products and services, the influence they have on the marketer and how they decide the success and failure of the products and services keep changing in tune to the time and environment and hence makes an good effort to study and abreast our understanding on the subject. Unlike the western countries, where insurance is an forceful and lawful commitment, Insurance products and services is the subject matter of solicitation in the Indian territories and hence until and unless it is asked by a consumer individual, the products and services cannot be sold by force and compulsion. In Indian context, insurance is still considered or of the opinion that it is an plan for the future for which the expenses need to be incurred today and in all these the insurance for life is the one that has been widely accepted. However, things are changing for better in the market today and it found that health, travel, house, accident insurances are gaining momentum and definitely has large potential market that needs to be explored.

13 tables, 10 ref

025632   Dogarawa L B (NO, Nigerian Maritime Administration and Safety Agency, No. 4 Burma Road, Apapa - Lagos, Email: lbdogarawa@yahoo.com) : Repositioning Northern Nigeria for sustainable socio-economic growth and development. Asian J Mgmt Res 2012, 2(2), 827-39.

Northern Nigerian now lags behind both Eastern and Western regions of Nigeria in terms of economic resources, education and even leadership control at the centre. The region is currently characterised by unemployment, security challenges, poverty, industrial collapse, weak educational-base and lack of focus. However, the region is endowed with vast uncultivated arable land that is suitable for crop and livestock farming. Northern Nigeria also has abundant unexploited solid minerals deposits. Therefore examines the historical and current situation of Northern Nigeria using desk research, interviews and personal observations. Establishes that the region produce large percentage of the foodstuff consumed in the country which can be processed for more economic gains. Also finds that the region's progress depends on its ability to exploit solid minerals which is in commercial quantities. In this regard, the paper provides pragmatic solutions to reposition the region for industrial and technological rebirth, educational restructuring as well as healthy and prosperous population. Points out that the socio-economic future of Northern Nigeria actually depends on the political leadership and the sustainability of any economic path by succeeding Governments.

47 ref

025631   Desai M;Majumdar B;Prabhu G P (Faculty, Organizational Behavior, Rajiv Gandhi Indian Institute of Management, Shillong, Email: md@iimshillong.in) : Employee engagement in two Indian businesses. Asian J Mgmt Res 2011, (NULL), 81-97.

Employee engagement is the level of commitment and involvement an employee has towards his organization and its values. It is a measureable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization which profoundly influences their willingness to learn & perform at work. Employee engagement has a direct impact on the employee's productivity. Understandably, the most productive employees are those that are not only committed and loyal; but also but also those whose outputs are healthy and gratifying both for themselves as well as for the organization they work for. Obviously, these are the employees who can be called `engaged". In almost a bottom-up fashion, the organization as a whole benefits from employees that are committed, loyal, productive, and engaged. Aims at finding the employee engagement across manufacturing organizations and IT organizations, and compares the underlying reasons indicating high or low employee engagement. Fifty middle level executives of a car manufacturing unit and fifty such employees of an IT firm, located in and around the city of Bengaluru, India, were sampled for the study. It was found that the degree of employee engagement was significantly high in the manufacturing organization as compared to that in IT firm. The main causes for a higher engagement in the manufacturing sector were found to be as - the impression that the firm cares for and values the employees, free and frank communication with immediate supervisor, empathetic attitude of the latter towards the former, recognition of one's contributions towards the organizational goals, and freedom to participate in the decision making process.

6 tables, 62 ref

025630   Deb S;Sinha S (NO, School of Management Sciences, BESUS, West Bengal) : Spatial Influence on organizational creativity: through syntactic analysis of space. Asian J Mgmt Res 2011, (NULL), 114-29.

Hawthrone study, though proved otherwise, is regarded as one of the most important study to find out the relationship between physical space and organizational behaviour. After that, the advent of environmental psychology as a discipline augmented the research to find out the relationship between physical space and human behaviour. Space not only accommodates functions and behaviours but also has the potential to influence them. There are various studies regarding the micro, even molar characteristics of space and their subsequent effect on behaviour, but very little on overall spatial structure. Approaches to establish the relationship between spatial structure and organizational creativity and communication through syntactic analysis of space. This is done with a study conducted on 50 middle level managers by showing three dimensional models of three types of most common workstation layouts. The results are recorded on psychological factors on a 7 point Likert type scale. Considering ceteris paribus assumption of other ergonomic and anthropometric elements, the relationship of organizational creativity and communication is established with various syntactic characteristics (mean values of psychological factors (privacy, interaction and creativity) and corresponding syntactic values. Influencing and supporting positive employee behaviour is one of the most important functions of organizational development. And as space influences behaviour, proper design of spatial structure should be regarded as one of the most important strategic management decision. The approach can have wide implications in evaluating and designing proper spatial arrangement required for an organization. When the requirements and prioritisation of psychological values for an organization is determined, the subsequent range of syntactical values can be identified from among alternatives and thus act as appraising tool and also a proper tool for briefing to the designer. This study has the potential for spearheading future research in the syntactic analysis of space in influencing employee behaviour in organizations.

17 illus, 1 table, 15 ref

025629   Dawan S K;Biswas S (NO, West Bengal University of Technology, Kolkata, Email: skd__hooghly@yahoo.co.in) : Employer branding: a new strategic dimension of Indian corporations. Asian J Mgmt Res 2011, (NULL), 21-33.

Employer branding is defined as a targeted long-term strategy to manage awareness and perceptions of employees, potential employees and related stakeholders with regards to a particular firm. This includes direct and indirect experiences of dealing with the firm. Like actual product branding, organizations have started to invest employer branding as employees are the internal customers of the firm. The employer brand builds an image confirming the organization as a good place to work. Today, an effective employer brand is essential for competitive advantage. With the liberalization of the Indian economy in 1991 and subsequent economic reforms, Indian companies are becoming internationally strategic to utilize the employer brand to attract and retain talent which leads to expand and growth of the business. Gives some concept on employer branding and also to examine how Indian organizations with a positive corporate reputation can attract and retain employees. It also focusses to explain the importance, applicability, outcome and creating an effective employer branding strategy of Indian companies.

4 illus, 22 ref

025628   Chowdhury S B (Centre for Management Studies, JIS College of Engineering, Kalyani, West Bengal) : Managing organizational change. Asian J Mgmt Res 2011, (NULL), 163-9.

Business environment is a dynamic one. Constant developments are taking place in the internal as well as external business environment. Some organizations face greater federal regulation, while others experience deregulation. Some find their markets shrinking, while others thrive into the global marketplace. Many organizations face mergers, hostile takeovers or downsizing problems which have severe psychological and economic effects on their employees. One of the survival and winning business strategies is to bring organizational changes which can cope up with such critical issues. However, in most of the cases, whenever the organization introduces change mechanisms, people in the organization resist such changes. Therefore, such organizational changes need to be effectively managed and implemented which ultimately aims at organizational growth and development. Managing changes, thus, becomes an integral part of the manager's job. Constant assessment of where the system is, as contrasted with where it should be, alerts managers to the changes that need to be embedded in it. This paper discusses the nature of change, reasons for resistance to it and the ways to manage it more successfully. It also discusses the different strategies and their relative effectiveness, that managers commonly use to introduce change.

9 ref

025627   Chandu K L (NO, Jawaharlal Nehru Technological University, Kakinada, Email: chandu.spiderex@gmail.com) : New FDI policy in retail in India: promises, problems and perceptions. Asian J Mgmt Res 2012, 3(1), 100-6.

On November 24, 2011, the Union Cabinet of the Indian government approved a proposal of allowing 51 percent FDI in the multi-brand retailing in India and 100 percent FDI in the single-brand retailing, subject to certain conditions. Though this proposal is being hailed by global retail giants, which until now have been involved in only wholesale cash and carry distribution in India and have been longing for entry into the Indian retail market for years, the proposal has received vehement opposition from a spectrum of political parties in India, many of them urging for a reversal of the proposal. As a result, the Indian government has stalled the implementation of this proposal which has temporarily washed off the wishes of the global retail players awaiting a bite of the Indian retail market. Attempts at outlining the government's policy on FDI in retailing and tries to examine it pros and cons while examining the perceptions of small retailers on the government's decision.

1 table, 7 ref

025626   Bhattacharya S (NO, Symbiosis Institute of Information Technology, Pune, Maharashtra, Email: shubhasheeshb@gmail.com ) : Analysis of the current state of performance management system (PMS) in consumer durable electronics industry and the rating about the effectiveness of the proposed PMS. Asian J Mgmt Res 2012, 2(2), 736-48.

In today's competitive global business environment, it is important to have a an effective Performance Management System (PMS), which is objective, drives performance, where the performance evaluation factors are laid down and communicated in advance, where there are minimum chances of bias by the appraiser, to name a few among many characteristics for an effective PMS model. A study was conducted in Indian and Foreign companies of the consumer durable electronics industry. SPSS package was used for analysis of primary data. Results about the current state indicate that a lot needs to be done. Outcome of analysis of responses about the effectiveness of the proposed PMS are encouraging.

7 tables, 24 ref

025625   Bhattacharje S (Faculty Dep, Usha Martin Academy, Near Dipatoli Cantonment, Ranchi-843 009, Email: sandeepbitmba@gmail.com) : Analysis of world military expenditures: missile transfer. Asian J Mgmt Res 2012, 2(2), 701-10.

Growth of Science and technology has seen tremendous progress in development of human society and the economy. Authors would like to investigate how technology propelled militarization of world economies has affected the citizens of these economies. Also, thrust has been laid to identify the factors within militarization concept. Authors have tried to ensemble some underlying facts which leads to such growth in trade of armed capabilities. The flow of the military hardware and technology remains a major point of discussion.

4 illus, 4 tables, 7 ref

025624   Bansal R;Khanna A (NO, Indian Institute of Technology, Roorkee, Uttarakhand, Email: rohitbansaliitr@gmail.com) : Post Indian stock market's crisis and its impact on IPOs underpricing: evidence from 2008-2011. Asian J Mgmt Res 2012, 3(1), 1-11.

Initial public offer (IPOs) is a prominent cornerstone in the life cycle of a firm and has the significant effect on the firm's performance. Worldwide, underpricing is one of the most observed anomalies in the new issue market. Authors elucidate the impact of Indian stock market crisis on initial performance of IPO underpricing and to examine the changes occurs, due to a market crisis. Authors have collected variables like firm's age, issue size (total amount to be raised), market capitalization, subscription rate, number of shares offered to investor's and pricing mechanism (dummy variable). Experiments to explore the relationship between the dependent variables underpricing of an issue and firm's age, issue size (total amount to be raised), market capitalization, subscription rate and number of shares offered to investor's and pricing mechanism. Authors determine 51.4% R square & 43.3% adjusted R square. However, Durbin-Watson has given 1.793 values, which designate there is no serial autocorrelation & hetroscadisticity problem exist for the regression model. Authors encounter that market capitalization; number of shares offered to investor's and issue size is significant affecting level of underpricing. Issue size & number of shares offered is found to be negative affecting underpricing. Market capitalization is found to be positive relationship with underpricing. Nevertheless, firm's age, subscription rate and pricing mechanism is not significant relative with underpricing.

2 illus, 5 tables, 17 ref

025623   Ahmadi R;Sharifi J;Nouri P (Management Dep, Islamic Azad University, Qazvin Branch, Qazvin, Iran, Email: jamshid_sharifi@yahoo.com) : Empowerment facilitating and limiting factors of managers in public bank branches of Qazvin city - Iran. Asian J Mgmt Res 2012, 2(2), 749-60.

Purpose of this research is to identify factors facilitating and limiting empowerment of bank managers and it has a psychological approach to the issue. The 26 factors identified were classified under 6 categories: 1- Individual facilitator, 2- individual limiter, 3- Group Facilitator, 4-Group Limiter, 5-Organizational Facilitator, 6- Organizational Limiter. The statistical society included all managers of different branches of the bank. The statistical methods used for data analysis included: single-case T-test, Pierson Correlation Test & Friedman Test. The factors classified under the six categories and all facilitators and limiters (individual, organizational & group) were ranked. Based on the study results, educational factors, and job empowerment were recognized as the major facilitators and lack of occupational skills and stress revealed to be limiter of managers empowerment.

1 illus, 5 tables, 40 ref

024461   Ramanarayanan V (Electrical Engineering Dep, Indian Institute of Science, Bangalore-560 012, Email: vram@ee.iisc.ernet.in) : Industry imperatives on generation of human capital. Curr Sci 2010, 99(8), 1014-15.

024460   Arora K (NO, National Geophysical Research Institute, Hyderabad-500 606, Email: kusumita@ngri.res.in) : Empowerment of women professionals for an effective role in national planning and development programmes: a view from the geosciences. Curr Sci 2010, 99(8), 1012-13.

023387   Vyas R;Moonat S C (Commerce Dep, Acropolis Institute of Management Srtudies and Research, Indore, Bypass Road, Manglia Square, Indore, Madhya Pradesh, Email: profrvyas@gmail.com) : Perception and behaviour of mutual funds investors in Indore, Madhya Pradesh. Indian J Finance 2012, 6(8), 36-42.

The concept of Mutual funds has been on the financial landscape for long in a primitive form. The story of the M F industry in India * started in 1963, with the formation of the Unit Trust of India at the initiative of the Government of India and Reserve Bank. The launching of innovative schemes in India has been rather slow due to the prevailing investment psychology and infrastructural inadequacies. Risk averse investors are interested in schemes with tolerable capital risk and return over a bank deposit, which has restricted the launching of riskier products in the Indian Capital market. But this objective of the Mutual Fund industry has changed over the decades. For many years, funds were more of a service than a product, the service being professional money management. In the last 15 years, Mutual Funds have evolved to be a product. A competent fund manager should analyze investor behaviour and understand their needs and expectations, to gear up the performance of MFs to meet investors' requirements. It: is the time for mutual fund companies to understand the fund selection/switching behaviour of the investors' and to design the fund schemes according to the changing needs of consumers. The present study makes efforts in this regard to suggest ways to penetrate this mode of investment deep in the Indian society, and it also provides information regarding what the present investor expects.

11 ref

023386   Viyyanna Rao K;Daita N (Commerce and Business Administration Dep, Acharya Nagarjuna Univ, Nagarjuna Nagar, Guntur, Andhra Pradesh, Email: kodativrao@yahoo.com) : Fundamental factors influencing investments in mutual funds- the eic approach: a case study of RCAML. Indian J Finance 2012, 6(6), 4-13.

The Indian mutual fund industry is witnessing a rapid growth as a result of infrastructural development, increase in personal financial assets, and rise in foreign participation. There are many factors contributing to this phenomenon. The present research is an attempt to analyze the influence of fundamental factors such as economy, industry and company on the performance of mutual funds. Effort has been made 10 carry out an in-depth analysis of the economy through a collection of monthly data pertaining to the key macro-economic variables covering a period of 228 months spread over 19 years. The causal relationship between real economic variables and their impact on the performance of mutual funds has been studied with the help of descriptive statistics consisting of suitable test statistics, correlation matrix, Augmented Dickey-fuller (ADF) test, and Granger's causality test. To appraise the mutual fund industry in a lucid style, various aspects such as Assets Under Management: (AUM), investor type and product classification have been studied with the help of percentage analysis. Finally, the fundamental soundness of the company has been gauged against the chosen parameters with the support of sedcriptive statistics, correlation matrix, simple regression and multiple regressions.

17 ref

023385   Varghese R (NO, Rajagiri College of Social Sciences, Kakkanad, Ernakulam, Kerala, Email: roshnavarghese@gmail.com) : Voluntary corporate disclosures by Indian companies. Indian J Finance 2012, 6(7), 4-12.

This paper reports on voluntary disclosure practices of Indian companies in their annual reports. The quality of disclosure has been measured using an index of disclosure consisting of voluntary items that should appear in an ideal annual report. The researcher classified voluntary disclosures into three groups - financial, non- financial and strategic information. The intercompany variations in voluntary disclosure has been explained by a conceptual model consisting of corporate attributes like company size, profitability, extent of international operations and nature of industry. It was found that extent of disclosure is significantly and positively related to company size, profitability and international listing status.

26 ref

023384   Tripathi A;Amandeep Singh (NO, S.D. Institute of Management & Technology, Jagadhri, Haryana, Email: abhisheksdimt@gamil.com) : Event study on declaration of separation on stock prices of hero motocorp ltd.: a case study on hero & honda separation. Indian J Finance 2012, 6(7), 34-43.

The event study methodology has been used to estimate cumulative average abnormal returns (CAR) in a 90 day window period (CAR) in a 1-day, 2-day, 5-day, 10-day, 15-day, 20-day, and 90-day window period of Declaration of Separation on stock prices of Hero Motor Corp. The study aims at exploring the implications of the separation for the shareholders. The event study methodology has been used to estimate Cumulative Abnormal Returns (CAR) for a 90 day window period. Market Model Method (single- factor model) has been used. This procedure has been applied on the Hero & Honda separation event so as to study the impact of this event on the stock prices. The study endeavours to find the Cumulative Abnormal Return (CAR) of Hero Moto Corp and analyzes the after effects of Hero & Honda Separation.

21 ref

023383   Tewari D D;Mahapatra A K (Faculty of Management Studies, School of Economics and Finance, UKZN, Durban, Souh Africa, Email: devitewari@yahoo.com) : Global income and employment generation impacs of non-timber forest products (NTFPs) and their poverty mitigation potential: reflections based on worldwide evidences. Indian For 2011, 137(1), 3-17.

Non-Timber Forest Products (NTFPs) generate sizeable magnitudes of income and employment in different parts of the world for the tribal and poor people. The evidence is based on the review of past studies across different continents. The study presents a collective evidence for the role of NTFPs in the economy of poor and downtrodden. NTFPs should be used as instrument for engendering economic development fallow and underdeveloped sectors of the world.

7 tables, 49 ref