Brave women in SIKHISM

1. The First Sikh Born in Chahal village (now Lahore, Pakistan),

Mata Nanaki loved and nurtured her younger brother Nanak.

In 1469, Nanak experienced a divine vision as a young man and became the first Guru or "teacher" of what is now the Sikh faith. Mata Nanaki was the first to follow him and should be celebrated as the first Sikh, which literally means "disciple" or "seeker of truth."
2. Mata Khivi was the wife of Guru Angad and was in charge of the langar (community kitchen). She was an unlimited source of bounty and helped create a new social consciousness for women.
3. Guru Amar Das trained missionaries to spread Sikhism throughout the country.

Of the 146 missionaries Guru Amar Das trained and sent out, 52 were women. At one time the country of Afghanistan and Kashmir were under the jurisdiction of women masands (priests). These women had complete jurisdiction in decision making, collection of revenues as well as preaching to congregations.
4. Mai Bhago was the brave women who shamed the 40 deserters to return to the battle of Muktsar. She led them into battle where they achieved martyrdom and were blessed by Guru Gobind Singh.
5. Mata Gujri was an illuminating force behind her husband Guru Tegh Bahadur and her son Guru Gobind Singh. After the martyrdom of Guru Tegh Bahadur, Mata Gujri guided and inspired her son Guru Gobind Singh. She was responsible for the training of the Sahibzadas (the four sons of Guru Gobind Singh) who gave up their lives for Sikhism at a young age. Mata Gujri was an inspiring force during one of the most difficult times in Sikh history. Because of her purity, Guru Gobind Singh declared that Sikhs should consider Mata Sahib Kaur as the spiritual mother of the Khalsa.
6. The widow of Guru Gobind Singh,
Mata Sundri helped provide leadership for the Sikhs in a very difficult and tumultuous time following the death of Guru Gobind Singh. She helped maintain the sanctity of the Guru Granth Sahib as the only successor of Guru Gobind Singh and dealt strictly with pretenders and aspires of Guruship.

After all they played a huge role in binding the Sikhs together

Mata Gujri displayed great Power more than much stronger men, by with standing the cold weather of the Burj where she rested in winter during her imprisonment.

Be thankful

Be thankful

In your road to success and fulfillment you will undoubtedly feel stress. You will feel burnout and fatigue. You will think about your goal and it will seem like a pipe dream, like it is a light-year away. If this is the case, you want to focus on what you do have, on the blessings in your life, and show a little gratitude. Do you want a $1,000,000? Well you have $1,000, and that is more than some. Do you want to take the road in a Maserati? You have a Mini, and it gets you from A to B.

The authors of the book ‘The Power of Thanks’ (Irvine and Mosley, 2015) believe that gratitude creates perspective and allows you to take stock of more than just the fleeting stressors of a busy schedule. According to the book, there are more than 10 scientifically proven benefits of gratitude, including that grateful people achieve more, with research showing higher levels of enthusiasm and academic achievement. As well as this, gratitude lowers stress and increases emotional wellbeing over time. Furthermore, grateful people are less likely to burnout and are able to stick to a task and so will be more likely to see it through. So, if you increase your gratitude, this will give you more to be grateful for in the long term!

Tips for healthy Teachers

Tips for all teachers to keep going and remain strong, healthy and happy teaching days

Invest in yourself
We often come across teachers who seek medical consultation for weakness, giddiness and tiredness. The stress of modern lifestyle spares nobody. Type 2 diabetes, high blood pressure, obesity and depression are on the rise. Remember the flight attendant's instructions on an airplane? "Put on your oxygen masks first before helping others." To be able to be deliver the best to your students invest in yourself. Meditate and learn good breathing techniques.  Enjoy time with your family and friends. Get enough sleep and get up refreshed every morning. Get regular health checks. Seek medical help at the earliest sign of any illness or mental stress.

Care for your back
Your profession often demands standing and sitting for long hours. A good posture, with weight control and regular exercise will keep your spine strong and stable and prevent back pain, neck pain and spinal problems. Maintain correct posture while you sit or stand. Stand up straight and tall with your stomach tucked in and shoulders relaxed. Sit back in your chair with feet flat on the ground. Ensure your lower back is supported while sitting.

Care for your voice
Your voice is your most important asset. As teachers, you are more prone to voice related problems. Prepare for taking a class or a long lecture by doing vocal warm-ups. Drink plenty of water. This is not only the healthiest drink to keep you refreshed and energetic but also lubricates your vocal cords by producing enough mucus. Avoid clearing your throat often; since each time when you clear your throat, your vocal cords are slammed together. Instead, take a sip of water or swallow the collected secretions.
Use nonverbal cues like a whistle, bell or hand clapping to gain the attention of your students. Do not talk too loudly. If possible, use a mike, especially in a noisy environment

Avoid eye strain using 20-20-20 rule
As teachers, you will often end up doing intense near work involving reading, writing or working in front of a screen for long periods of time. Using digital screens reduces the number of times you blink your eyes. This puts a tremendous strain on your eyes. Follow the 20-20-20 rule. Every 20 minutes look away at a distance of at least 20 feet for at least 20 seconds.

Wash your hands often with soap and water
This simple action which is often overlooked can protect you from many illnesses. Also avoid touching your eyes, nose, and mouth with unwashed hands. It will prevent germs from entering your body. It reduces your risk of falling sick with coughs and colds, flu, H1N1 or stomach infections. Hand washing is called the 'do-it- yourself' vaccine.
Keep remain healthy and strong living days, since youre a Teacher.
Have healthy teaching days! 

https://www.quora.com/What-are-some-tips-to-becoming-an-outstanding-teacher/answer/Azeez-27?ch=3&share=76ed456a&srid=tgVuP

Retention of employees

Engage employees to increase retention
Engaging your employees—that is, making sure that they are committed and productive in their work—can benefit you as much as it benefits employees.

If you hire the right employees, chances are good they’ll be engaged—committed to your business and happy in their work. But to ensure ongoing engagement, you as an employer must play a major role, particularly when it comes to communication. Consider these five strategies:

Be clear on what your business stands for. Your company’s mission and vision and brand must be front and center in everything you do.

Communicate well and often. Your employees need to know—on a continuous basis—how both they and your company are doing.
Understand generational differences. To get the best out of all your employees, know what motivates different generations.

Find out what your employees need. Ask your employees on a regular basis how they’re doing, and be ready to follow up on their input.

Empower all employees to do their best. Provide the leadership, resources, and training your employees need to realize their potential.

Understanding what engages employees can help during all phases of the employment cycle—from recruitment to training to performance assessment and beyond. It’s also much easier to retain employees who are engaged and committed to your institution’s success. Improving retention rates doesn't have to be difficult. By being a positive role model and directly connecting with your employees, you'll be more likely to understand what they need to continue to help your business thrive.

Success

Success
The key to the success is to know what you want and to know how to attain it. Success also does not come through hard to master skills or esoteric knowledge, but through getting the basics right and following through again and again.
Napoleon Hill’s (2004) Think and Grow Rich makes this clear. Hill spent a long time researching the most successful men to write about their methods in his book.  He writes that "wishing will not bring riches." Most of us know that is correct, of course. However, he goes on to state that "desiring riches with a state of mind that becomes an obsession, then planning definite ways and means to acquire riches, and backing those plans with persistence which does not recognize failure, will bring riches." Obviously you can substitute this for whatever your goal is, as long as you are clear and definite about what you want. Then, Hill writes that you should plan what you are going to give back for whatever you receive, as he believes there is no such thing as something for nothing.
Then, you should establish a timeframe, and determine at exactly what date you will reach your goal, as targets need to be smart and time oriented.Next should follow a plan of action, and you should immediately take action towards you goal. The next thing you should do is to write this down. Write a clear, concise description of the previous steps that you can use to remind yourself of the pledge you have made. After this, you must read what you have written aloud, twice a day, before bed and after you wake up. As you read, visualize yourself having met your goal.
This shows us that the most important thing about our quest for success are our emotions and our mindset. It is these things that cause us to be successful, or prevent us realizing what we can be. This is absolutely key. Success is not just about what you do. It is about what you think. This is why these key mindset shifts can be so powerful and effective

Hard work as an opportunity

Hard work as an opportunity

Success in whatever area of your life will take hard, focused work, and if you don’t know this you need to change your mindset to reflect this simple, unalterable fact. It is true that in contemporary society we are fans of immediate gratification, wanting the quick buck, the fifteen minutes of fame. However, genuine success and innovation requires hours of graft and elbow grease.

Take the story Colonel Sanders (Young, 2016). When most people would be looking back on a life well lived and thinking about drawing their pension, Colonel Sanders developed a recipe for fried chicken and he took it on the road to try and sell it. He was told no by a 1000 or more restaurants before he was told yes. Now you would have to search long and hard before you found someone who didn’t know what “finger lickin’ good” meant.

Another example of this hard work and drive is Starbucks’ CEO Howard Schultz. He must drink a lot of coffee to work as hard as he does! Rumour has it that he gets to work at 6am and stays until 7am. He doesn’t stop at weekends, Skyping employees in different time zones during closing time and from home and generally working around the clock. Likewise, Tim Cook must have found it hard to fill the shoes of Steve Jobs. However, he got the top job at Apple for a reason. Apparently, he has always been a hard worker. It is said that he starts sending emails at the unreal hour of 4:30am! Most at the company say he's the first in to arrive at the office and the last to leave. Likewise, he used to hold full meetings on Sunday night in order to be ready for Monday. These two examples illustrate that to be successful you need to work hard and commit to your goal, and if you are looking for immediate gratification or a quick fix, then you have to change your mindset.
So, to recap, success is a long road and the journey will sometimes be tough. Know though that these small mindset tweaks will provide strategies that can help you on this journey. Not only will they help you reach your destination, they will also enable you to plan the journey more effectively.  So, from one to fifteen:
1.Don’t see challenge as a chore, but as a sign that you are operating outside of your comfort zone, and learning.
2.Focus on the process, and then the end goals will take care of themselves.
3. Never underestimate the power of practice, as this is what makes success, not raw talent.
4.Plan, make prototypes. You may not get it right first time, and that is fine.
5.Be eager for discovery
6.Believe you can achieve
7.Don’t think that success = rich
8.Condition yourself for success
9.Value the important over the urgent
10.Do things today
11.Value others
12. Be thankful
13. Improve yourself and your life will improve
14. Don’t beat yourself up
15.See hard work as an opportunity.

Self - improvisation

One of the mindset shift is to focus on improving yourself.
Many believe that focusing on improving yourself, rather than external things such as your job or your bank balance, will lead you to greater success. Strategies for self-improvement can be incredibly simple: eating more nutritious food, going to the gym, and getting enough sleep are all extremely effective. However, a proven strategy to improve your life that is backed up by a huge number of experts and various studies is the practice of meditation and mindfulness.

 Meditation is an extremely effective self-improvement method, and it can enrich your whole life. It has been known to reduce anxiety and has been used for millennia by a myriad as different civilizations, as most spiritual and religious groups have meditation as a way to connect with and centre yourself.

 Meditation improves your cardio vascular fitness, encourages your body to more quickly recover from illness and injury, and has countless other health benefits.
World-renowned neuroscientist Richie Davidson (Wolkin, 2015) has shown through his research that practicing meditation can actually change the structure of your brain. Scientists have discovered increased grey matter in the prefrontal cortex of those who meditate. This part of the brain is in charge of executive function, i.e. planning, and it is easy to see how development in this area of your brain will help you be more successful.  Likewise, practicing mindfulness and meditation will allow you to focus more on the present, which will stop you putting things off until tomorrow. Some believe that if there is one thing that you are going to pursue to improve yourself, then meditation is the thing.

 As well as this vitally important strategy for self-improvement, Learning Mind (Guest, 2015) suggests some simple strategies for improving yourself than can lead to greater success in any area of your life. One of these is to start your morning in a way that is fresh and lively, by eating a nutritious breakfast and where possible exercising. This is something that Tony Robbins (Meier, 2015) also recommends when he suggests people commit to ‘an hour of power’ (of fifteen minutes to fulfillment or thirty minutes to thrive) in the morning. This will keep you juiced and productive for the rest of the day. The second recommendation by learning mind is to ensure you take some free time no matter how busy you are, or how tight your deadlines are. This will help you to recharge your batteries for your next workday...

Learning assessment

The Assessment for Learning is the process of seeking and interpreting evidence for use by learners and their teachers to decide where the learners are in their learning, where they need to go and how best to get there. Nine Principles of Good Practice for Assessing for Learning:

i) The assessment of student learning begins with educational values. Assessment is not an
end in itself but a vehicle for educational improvement. Its effective practice, then, begins with and enacts a vision of the kinds of learning we most value for students and strive to help them
achieve. Educational values should drive not only what we choose to assess but also how we do so.

ii) Assessment is most effective when it reflects an understanding of learning:
as multidimensional, integrated, and revealed in performance over time. Learning is a complex process. It entails not only what students know but what they can do with what they know; it
involves not only knowledge and abilities but values, attitudes, and habits of mind that affect both academic success and performance beyond the classroom. Assessment should reflect these
understandings by employing a diverse array of methods, including those that call for actual performance, using them over time so as to reveal change, growth, and increasing degrees of integration.

iii) Assessment works best when the programs it seeks to improve have clear, explicitly stated purposes. Assessment is a goal-oriented process. It entails comparing educational performance with educational purposes and expectations -- those derived from the institution's
mission, from faculty intentions in program and course design, and from knowledge of students' own goals.

iv) Assessment requires attention to outcomes but also an equally to the experiences that lead to those outcomes. Information about outcomes is of high importance; where students "end up" matters greatly. But to improve outcomes, we need to know about student experience along the way -- about the curricula, teaching, and kind of student effort that lead to particular outcomes. Assessment can help us understand which students learn best under what conditions; with such knowledge comes the capacity to improve the whole of their learning.

v) Assessment works best when it is ongoing not episodic. Assessment is a process whose power is cumulative. Though isolated, "one-shot" assessment can be better than none, improvement is best fostered when assessment entails a linked series of activities undertaken over time. This may mean tracking the process of individual students, or of cohorts of students; it may mean collecting the same examples of student performance or using the same instrument semester after semester. The point is to monitor progress toward intended goals in a spirit of continuous improvement.

vi) Assessment fosters wider improvement when representatives from across the educational community are involved. Student learning is a campus-wide responsibility, and assessment is a way of enacting that responsibility. Thus, while assessment efforts may start small, the aim over time is to involve people from across the educational community. Faculty play an especially important role, but assessment's questions can't be fully addressed without participation by student-affairs educators, librarians, administrators, and students. Assessment may also involve individuals from beyond the campus (alumni/ae, trustees, employers) whose experience can enrich the sense of appropriate aims and standards for learning.

vii) Assessment makes a difference when it begins with issues of use and illuminates questions that people really care about. Assessment recognizes the value of information in the process of improvement. But to be useful, information must be connected to issues or questions that people really care about. This implies assessment approaches that produce evidence that
relevant parties will find credible, suggestive, and applicable to decisions that need to be made. It means thinking in advance about how the information will be used, and by whom. The point of
assessment is not to gather data and return "results"; it is a process that starts with the questions of decision-makers, that involves them in the gathering and interpreting of data, and that informs
and helps guide continuous improvement.

viii) Assessment is most likely to lead to improvement when it is part of a larger set of conditions that promote change. Assessment alone changes little. Its greatest contribution comes on campuses where the quality of teaching and learning is visibly valued and worked at. On such campuses, the push to improve educational performance is a visible and primary goal of leadership; improving the quality of undergraduate education is central to the institution's
planning, budgeting, and personnel decisions.

ix) Assessment through educators meet responsibilities to students and to the public. There is a compelling public stake in education. As educators, we have a responsibility to the publicsnthat support or depend on us to provide information about the ways in which our students meet goals and expectations. But that responsibility goes beyond the reporting of such information; our deeper obligation -- to ourselves, our students, and society -- is to improve. Those to whom educators are accountable have a corresponding obligation to support such attempts at improvement. There are ten Categories of Assessment Techniques.

I) Assessing Prior Knowledge, Recall, and Understanding Techniques in this category assess content learning; that is, how well students are learning the content of the particular subject they are studying.
II) Assessing Skill in Analysis and Critical Thinking Techniques in this category assess procedural learning; that is, students' skills at analyzing
information or questions or problems to understand more fully or solve more effectively.
III) Assessing Skill in Synthesis and Critical Thinking
Techniques in this category stimulate students to create, and allow faculty to assess original intellectual products that result from a synthesis of the course content and the students' intelligence, judgment, knowledge, and skills.
.IV) Assessing Skill in Problem Solving
Techniques in this category allow faculty to assess and promote problemsolving skills of various kinds.
V) Assessing Skill in Application and Performance Techniques in this category assess conditional knowledge; that is, students' understanding of when and where to apply what has been learned. VI)Assessing Students' Awareness of Their Attitudes and Values
Techniques in this category are designed to help faculty better understand and more effectively promote the development of attitudes, opinions, values, and self-awareness. VII)Assessing Students' Self-Awareness as Learners Techniques in this category focus on students' awareness of goals, interests, or ways of learning.
VIII) Assessing Course-Related Learning and Study Skills, Strategies, and Behaviors Techniques in this category focus attention on the ways students carry out their work; that is, the
actual behaviors in which they engage as they try to learn.
IX)Assessing Learner Reactions to Teachers and Teaching
Techniques in this category provide context-specific and teacher-specific feedback that can be used to improve teaching.
X) Assessing Learner Reactions to Class Activities, Assignments, and Materials
Techniques in this category are designed to provide faculty information that will help improve course materials and assignments. Some assessment methods can also cover more than one level of learning at the same time, depending upon how well the objective or learning outcome has been written.

How To Build Trust With Your Employees

As a leader, what can you do to create a culture of trust within your team?

"Trust is an essential element of team productivity. Without it, you're unlikely to get anything meaningful done. But with it, teams can accomplish everything they set out to do... and more.

As a leader, it's important that you set an example. Show your team members how critical trust is to you by demonstrating your trust in them, as well as in your colleagues.

Next, make an effort to help everyone get to know each other on a personal level. Encourage conversations on values, family, or hobbies. Last, discourage cliques, if you feel that they're damaging to the group's trust and morale."

1. Lead by Example
If you want to build trust within your team, then lead by example, and show your people that you trust others. This means trusting your team, your colleagues, and your boss. Never forget that your team members are always watching and taking cues from you – take the opportunity to show them what trust in others really looks like.

If you manage a virtual team, aim to treat your team members just as you would if you were working face to face. This means making every effort to be on time for conference calls or video chats and letting your remote team members know when you'll be absent or on vacation.

It's important to follow through on the promises you make and to set an example for everyone else. Keeping your promises is incredibly important in a virtual team because your word is often all you can give. Positive follow-through builds trust quickly and can raise the entire group's tone and expectations.

2. Communicate Openly
Open communication is essential for building trust. You need to get everyone on your team talking to one another in an honest, meaningful way, and you can use several strategies to accomplish this.

First, create a team charter to define the purpose of the team, as well as each person's role. Present this charter at the first team meeting, and encourage each team member to ask questions, and discuss his or her expectations.

Next, consider organizing team building exercises. When chosen carefully and planned well, these exercises can help "break the ice" and encourage people to open up and start communicating.

Meet regularly, so that all team members have a chance to talk about their progress, and discuss any problems that they're experiencing. This is an important part of getting to know each other. It also creates opportunities for team members to talk, and to help one another solve problems.
Make sure that you "walk the talk" here: whenever you have important or relevant information to share, do so immediately. Demonstrate that open communication is important to you by consistently sharing with the group. The more you share with your team members, and thereby prove that you have no hidden agenda, the more comfortable they'll feel trusting you and each other.

3. Know Each Other Personally
One way to build trust is to encourage your team members to see their colleagues as people. Think about creating situations that help them to share personal stories, and to bond.

Do this by asking sensitively about their family, or about their hobbies. Start by sharing some personal information about yourself, and then ask someone else about a hobby, or a musical interest.

Another way to get the team acquainted, and to form stronger bonds, is to socialize after work or at lunch.

For example, you could set aside time each week for informal group discussions. Consider asking team members to put forward suggestions on topics you could all cover. To start with, you could start a discussion around values. Share some of your own values, and encourage others to share theirs. Values are important to most people, and starting a conversation that allows people to share them highlights your team's humanity.

If your team works remotely, schedule an online "meet and greet" if it's a new team, to help everyone get to know one another as individuals. Ask everyone to write a paragraph or two in their online profiles about their expertise and skills, their personal history, and their interests, and use chat or instant-messaging applications to keep the channels of communication open.

4. Don't Place Blame
When people work together, honest mistakes and disappointments happen, and it's easy to blame someone who causes these. However, when everyone starts pointing fingers, an unpleasant atmosphere can quickly develop. This lowers morale, undermines trust, and is ultimately unproductive.

Instead, encourage everyone in your group to think about the mistake in a constructive way. What can you all do to fix what happened, and move forward together? And how can you make sure that this mistake doesn't happen again?

5. Discourage Cliques
Sometimes, cliques can form within a team, often between team members who share common interests or work tasks. However, these groups can – even inadvertently – make others feel isolated. They can also undermine trust between group members.

Start an open discussion about this with your team members, and see what they think about cliques and their effect on other group members. Only by addressing the issue openly can you discourage this damaging behavior.

6. Discuss Trust Issues
If you manage an established team that has trust issues, it's essential to find out how these problems originate, so that you can come up with a strategy for overcoming them.

Consider giving team members a questionnaire to fill out anonymously. Ask them about the level of trust within the group, as well as why they think there's a lack of trust. Once you've read the results, get everyone together to talk about these issues (but make sure that you respect the anonymity of the survey!)

Marks are neither the measure of Education nor the Success….

Every year, the CBSE 12th Class Result  come as an Eye opener to all of us and the bitter reality dawn  on us about the stress and the pressure which has become an indispensable part of our children’s lives…
Thousands of students across India securing above 95℅, is compelling enough to make us sit together to introspect the situation.
The admission to many prestigious Colleges and Universities is becoming much tougher every year  with a large no.of students securing 95% and above.
Then what about the students who have not been able to fare well?
Where is it going to take our children to?
Shouldn’t we consider some other options, other than the traditional ones, Engineering, Medical or MBA?
Marks or the knowledge without creativity is meaningless.
if knowledge is the tool in one’s hands, creativity is the expertise or the skill to use it effectively.
So, one must try to acquire one or the other skill which fascinates him the most and should try his level best to attain proficiency of higher order in it.
When one’s hobby or anything of his interest becomes his profession, nobody or nothing can stop him from reaching the top rung of the ladder of success.
We can find hundreds of such examples of such people around us who are excelling in their respective fields as they chose their hobby or the area of their utmost interest and had even developed and groomed it to the fullest without bothering about their marks or their rank in the school, state or the Board.
The most glaring example is that of the Great Physicist and Nobel Laureate, Elbert Einstein, who was compelled to leave the school as he resisted the traditional methods of teaching with undue emphasis on memorization and rote learning only. There was no room at all for creativity or imagination.
And the rest is history. The theory of Relativity, as invented by him, is the basis of all the nuclear operations.
To sum it up, the students must sharpen their creativity or imagination, hone their skills in the areas of their interest and the rest will come to them naturally, effortlessly, whether good marks, high rank or admission in any course in any prestigious College or University!!!!

Significance of Eid- Milad - un - Nabi

Eid Milad un Nabi or Mawlid Al-Nabi Al-Sharif is being observed by people across the world. The festival marks the birthday of Prophet Mohammed, The founder of Islam, also believed to be a messenger of God by Muslims. His birth anniversary is commemorated in the month of Rabi' ul-awwal- the third month in the Islamic calendar.

The festival is recognized as a national holiday in a number of Muslim-majority countries. 'Mawlid' is derived from Arabic and it means 'birth'. However, in contemporary usage, it is commonly referred to as observance of the birthday of Prophet Mohammed. Mawlid Al-Nabi Al-Sharif is observed in India, among other countries like Sri Lanka, Canada, United Kingdom, Nigeria, France, Italy, Germany and Russia. The celebrations of Mawlid see followers take out large street processions and homes and mosques may be decorated to mark the day.

The events for Milad or Mawlid may vary according to the country, but in general the day is observed by Muslims on the 12th or the 17th day of the Rabi' ul-awwal Islamic month. While 12th Rabi' ul-awwal is the accepted date among most of the Sunni scholars, Shi'a scholars regard 17th Rabi' ul-awwal as the accepted date.

The most important aspect of the day is to focus on the teachings of Prophet Mohammed. Families gather together and prepare a feast, which is then served to the guests and is also meant to be donated to the poor. Donating to charity is also considered an important aspect of the Eid- e-Milad-un-Nabi.

Apart from decorations and illuminations of mosques and houses at night, people also engage in singing salutations and songs in the praise of Prophet Mohammed. Different kinds of foods and dishes are prepared during Eid-e-Milad-un-Nabi, among which desserts have a special importance. In Tunisia, a dessert prepared from honey, Smen (a type of fermented butter) and semolina is usually prepared during Mawlid.

Desserts play a big role in Mawlid observance. There is no singular recipe to prepare thairda and the dish has multiple variations and versions in different parts of the world. Honey is said to be the sweetener of choice, during this time. Other desserts served during Eid-e-Milad-un-Nabi include Bakhlava and rice or semolina puddings. Tharid or tharida, may also be prepared during Mawlid. Tharida is an Arabic soup dish, which is prepared from broth, stewed meat and bread crumbs. The bread crumbs are roughly crumbled using one's fingers and added to the dish, in order to thicken the soup.

May the magic of this Eid-e-Milad-un-Nabi bring lots of happiness in your life! May your heart be filled with love of Mohammad and joy of sharing!

‘EID’ is the combination of 3 meaningful words:
E – Embrace with open heart
I – Inspire with impressive attitude
D – Distribute pleasure to all

May the magic of this Eid Milad-un-Nabi bring lots of happiness in your life!
And may your heart be filled with love and joy!

Wishing you and your family a very happy Eid Milad-un-Nabi!

Pooma Educational Trust - A Member of The UN Volunteers

Pooma Educational Trust is now as UN Volunteers - Reg No. REG/COM/IND/1319529/Pooma Educational Trust.

Pooma Educational Trust is an Affiliated Member of The UN Global Compact. Affiliation no.80881

The United Nations Volunteers (UNV) programme is a United Nations organization that contributes to peace and development through volunteerism worldwide.

Volunteerism is a powerful means of engaging people in tackling development challenges, and it can transform the pace and nature of development. Volunteerism benefits both society at large and the individual volunteer by strengthening trust, solidarity and reciprocity among citizens, and by purposefully creating opportunities for participation.

UNV contributes to peace and development by advocating for recognition of volunteers, working with partners to integrate volunteerism into development programming, and mobilizing an increasing number and diversity of volunteers, including experienced UN Volunteers, throughout the world. UNV embraces volunteerism as universal and inclusive, and recognizes volunteerism in its diversity as well as the values that sustain it: free will, commitment, engagement and solidarity.

Based in Bonn, Germany, UNV is active in around 130 countries every year. UNV, with Field Units in 86 countries, is represented worldwide through the offices of the United Nations Development Programme (UNDP) and reports to the UNDP Executive Board.^[1]


https://www.unglobalcompact.org/participation/report/cop/create-and-submit/detail/421140

https://commons.m.wikimedia.org/wiki/User:Pooma_Educational_Trust#

http://pooma-trust.blogspot.com/2018/05/a-tool-in-hands-of-creator-for-his.html

Exit Interview

Resource persons: Annapoorni Balan,
K M Abdul Rashid, Durga K Nair, Sweta Srivastava, Bindu Gupta, Sanjay parmar, Sanjay Agarwal, Bhuvana, Alphonse Pillai, Adapa Naga Suryavathy and Azeez

Every field of working has its own advantages and disadvantages. Ups and downs. But Everyone seeks a change and a chance to grow. Ultimatum is a quantum of solace to grow. We wanted to know our own demand in the market. And it is very true and important to know our status in the market. Being the seller of our services and we want to make it commendable. Most of the school educators in private sectors wants to attend interviews, important trainings.....though we'll settled in their career. We work in a small scale schools and we compromise many things to learn through experiences. Then try to lead and to excel in the field. Nothing wrong in this. Our aim should be towards personal growth and intention should be at good will of our existing school. Our absence in our present school should not affect. It is inevitable to accept the changes and make sure your present management, school children, parents too to accept your changes. It is our first step to make  the management to accept as how we made our new management to accept. Our shift or changes ...it is in the middle of the year or end of the year. The effect will remain the same. The reasons for our resignation should not affect the relationship between us and the management. And it should be acceptable and beleivable.....What are those reasons....What to say in our exit interview.....in simple words... Here how to reason out. We might be moving towards big school, huge salary, nearer to native place.....We can't rest on laurels. We can't give up. Opportunities are limited. It comes in rare. Some samples....How much should I say in an exit interview?

See the Scenario
I sent in my two months or three months notice for my current employer. My boss accepted my resignation, then set up an in-person meeting to discuss my reasons for leaving with him. The problem is, I'm not sure what I should say. The reasons I am leaving include not being assigned the duties I was hired for ("other duties as assigned" is the majority of my work), being underutilized, not being trained in relevant areas, and generally poor communication throughout the school. I have expressed these concerns to my boss in the past, so he wouldn't be surprised to hear these reasons if I were to say them. That said, these are all flaws in the school and I'm wondering if stating these reasons might amount to "burning bridges" (not sure if this is a rational fear or not). I imagine that I could just decline to provide any answers and say something vague like "I decided that it was time to move on". But my boss seems to want the genuine reasons and I'm not sure if it would be rude to be evasive like this. So what should I say to my boss when we meet in person and he asks again for the reasons that I am leaving?

Answer:1.
Simply state the reasons why you want to leave; being genuine can help both parties (You and the Institution). Also by doing this your boss will know and therefore notice that there are problems in the school. By declining to tell the truth the problem will not be solve, worst is that even the future employees might suffer the same thing as you. While by telling him the truth he might even change the way of the company and also you may have a chance for discussing it further with your boss. Worst case is after you tell him the truth your boss will still insist that kind of system in the organisation and report you to the HR Department; you can’t get a good letter of reference for your new Institution. If the case is like that, you really need to leave the school. It is not ethical for your boss to do that kind of thing given that you are just opening a certain problem in the Organisation that might help them in the future.

Answer 2.
My best advice to is simply beg off the question, even lying by saying "for personal reasons". People think it's good to tell the truth and it's constructive to get feedback, but like talking to the police, there's no upside for you and plenty of risk. You'll probably get an emotional, defensive response and you don't want that in the way of your separation. It's no longer your problem and you're not responsible for fixing it. After you leave and you're long gone, your various benefits have transferred to your new situation, all the checks have cleared, and so on, you might sit down for a drink with someone to tell your story. If you complain and throw some people under the bus, you might not be able to come back. Keep your options open. You don't know what the future holds, and you might need a letter of reference from this employer later.

Answer 3
I think your boss is looking for constructive feedback. He needs to know what went wrong (if any) in your experience with the school, so he can prevent other employees leaving for similar reasons. That is, yes, you probably should give your boss the real reasons you are leaving.

Answer 4
You can say that you are leaving because your skills were not being fully utilized and that was affecting your morale because you'd like to feel like you performed a day's work for a day's pay. Leave the negativity out of your feedback, as your decision to leave is already made and what's done is done, there is no point to making past gripes come alive when the future and its possibilities are waiting for you just outside the door.

Answer 5
In an official context, there is nothing to be gained by being blunt. You're already on your way out the door, so it's not as if they can change anything to keep you. And depending on how vindictive the organisation is (and you don't always know that until it's too late), saying the wrong thing may end with them messing with you in subtle ways for some time to come. I'd be honest, but only with the positives - you were looking for new challenges, it's a closer commute, you're building your career experience, etc etc... basically the things that don't reflect badly on anyone directly. Remember: you're not negotiating at this point, so mentioning salary is a no-no. Unofficially, it entirely depends on the relationship you have the people in question. Personally, I'd suggest that if you have a good enough rapport to be honest and tell them their faults, you should have taken advantage of that before leaving, when it could have done direct good to you. If you're comfortable meeting someone for coffee/beers after hours for a gab session after all is said and done, that's on you.

Answer 6
Whether your resignation is accepted or not, you should not be afraid nor ashamed of telling the truth. You have the right to speak out your concerns freely in a constructive and civilized manner of course. Maintaining bridges between you and your current boss is always recommended, despite your disappointment with them. Tell the truth, set yourself free, discuss your concerns and reasons frankly and politely. Your boss won't shoot you in the head. 

Answer 7
Have your answers written down going into the meeting. And let your boss know that you'll share them with him, but that you're not going to be doing the talking first. Before you tell him what's on your 'crib notes' in front of you, ask him to say what he thinks the reasons are for you leaving. The bottom line is, he has at least one employee (you) who is leaving for things he had control over. Now, they need to go gamble on a new employee, spending money to hire, train, and break-in this new employee who might end up being not such a good employee and they repeat the process again. At the very least, he has cost the company tens of thousands of dollars by making you want to leave. If he's going to fix this problem before he does it again, he needs to do some analysis himself. So ask him, why he thinks you want to leave. Assure him that you'll tell him what he got right and wrong in his analysis, but if his goal is to really improve his environment, then don't just list your problems - make it a real conversation, and make him go first.

Answer 8
These are symptoms of the real problem: The job is not a good fit for you. Face it - you've attempted to create a better fit by bringing your boss's attention to the frictions in the job, and they haven't changed appreciably. You no longer see opportunities in the position to increase your skills and career in the desired trajectory. You know there is a position that will better meet your goals, and it's likely that there's a person who will fit this position very well. It's not necessarily that the school is bad or wrong, or being mismanaged. It's not necessarily that it's a bad position. It may be that it is those things, but from your perspective you might not be able to objectively make that call. So when you say, "I'm being asked to do work I didn't expect to be doing" or "I'm not being trained enough" or "People here are bad at communication" then it's just as likely that your boss will blame you for all these problems as himself or the organisation.  Since you've talked to him about them before and nothing has changed, it's very likely that these things don't concern him. In his eyes they concern you. So there's nothing you can gain by telling him, and little to nothing he will gain. Worse, though, is that for the next decade or longer they will continue to appear on your resume as previous work experience. While it's possible that they actually never give more information than a confirmation that you worked there, some companies do give feedback - sometimes negative - when future employers call to verify your employment history. By telling him all the bad things you blame the school for, he may see that as your failing, and that may be negative for you in your career.

Unless you have a personal stake in the future of the school, and you can be certain you are absolutely objective in your assessment, you should not go any further than "I have an opportunity to grow my career in a new direction. I've learned a lot here and will miss the people I worked with." This distances both you and him from the idea that there's something wrong with you, the position, or the school. It also avoids comparing the old position and the new, avoiding questions about why you prefer the new one to the old. It is also a standard 'canned' answer that allows your boss to fill out his forms easily and simply, reducing his work in your leaving.

Conclusion
Dear All, If you want to be diplomatic, personally I think the "other duties" thing is a satisfactory reason to leave and not particularly critical of your employer, and gives your boss something he can easily do better in future (advertise the post differently). So the safe option would be "as we've previously discussed, I'm keen to work on Widgets. I only spend a small proportion of my time here on that, so I've found a job more focussed on Widgets." Or if you're not actually working on Widgets in your new job, "I've found a job more focussed on a single field."
The others are a little less easy to raise diplomatically
1. Under-utilized: is a somewhat subjective assessment of your capabilities.  Your boss might feel that you're adequately utilized.
2.not trained: is a difference of opinion with your employer over the value of training.
3. poor communication throughout organisation: is a difference of opinion with your employer how to run a company. By all means discuss them if you think it will help your boss, especially since you've mentioned them before. If your boss wants to know the real reasons it might be for two purposes: 1. What he can improve. 2.What he can say to others in the school: "We've had two people now who have left, citing lack of training in their exit interview.  This is strong evidence that we need a bigger training budget, it's cheaper than staff turnover." He might agree with you against your common employer. Be clear in your mind which of those things are "the reasons you're leaving" and which are "bad things about the company that, if the main reasons had been dealt with, you'd have put up with".  There's a difference between saying why this has happened, vs. a laundry list of complaints, and your boss hasn't asked for the complaints yet. If your boss invites you to list every single thing in the exit interview, though, for his own information, then fair enough, do it. But he already has your previous remarks on those subjects (and probably other issues), so it might be important to him just to get the decisive ones. Also, be prepared for him to argue his case.  Hopefully he won't, but he might be defensive. Since you don't want to burn bridges it's safest not to be drawn into a detailed argument. Depending on your boss's personality you might feel that since you're leaving anyway it's more valuable to him to hear your uncensored opinion, and he'll appreciate it long term even if it creates tension at the time. In which case you could do the less safe thing.

Consider in advance what you'll do if you get a counter-offer. If you haven't thought about it at all, you might be surprised and say you'll consider something that actually you should reject out of hand. Not that it makes a huge amount of difference in the long term, but it wastes a bit of everyone's time and you might as well go decisively and with dignity.
Thank  you for your gesture of goodwill towards the topic. Stay tuned and blessed.

https://www.unglobalcompact.org/participation/report/cop/create-and-submit/detail/421140

https://commons.m.wikimedia.org/wiki/User:Pooma_Educational_Trust#

Retention of Teachers in schools

Active participants are: Mr. S C Vohra, Mr. Jeeva, Mrs. Suryavathi, Mr. Sunil Joshi, Mr. Ram Prakash Sharma, Mr. Mohan Singh, Mrs. Gulshan, Mrs. Uma, Mr. S I khan, Mrs. Archana khurana Sharma, Mrs. Annapoorni Balan, Mr. Sanjay Parmar, Mr. Sanjay Agarwal and Mr. Azeez

Strength of a school lies in the stability of its teachers. Frequent changes of a teacher at whatever may be the reason for that, the reputation of the school is degraded definitely in the sector.

It’s said the whole philosophy lies in two words - obtain and sustain. Before we discuss how to retain teachers , we should discuss how to recruit good teachers. Good teachers are not easily available. In fact , we as principals have to compromise with average teachers depending upon the managements policies and school budget. Then we have to work hard with them  over a period of time and turn them into quality teachers. When such teachers try to fly away in search of greener pastures, it’s natural to feel sad. We can’t stop all such teachers to spread their wings in the blue unknown, we can definitely minimise the number.

First and foremost task is to treat them with the dignity they deserve. They need to be felt important and stake holders in the school administration. The head of the institution must develop a personal rapport with all the teachers and keep them into confidence. He/ she should never boss over them. From time to time family get togethers must be organised to create a healthy family atmosphere. Their monetary interests must be looked after so well that they don’t think of making their nests elsewhere.

Head should act as a cushion between staff and management in times of crisis and stand by them through thick and thin. Timely payment of salaries and performance linked incentives also help in retention to a large extent.

A teacher will never join a school for immediate leaving from the school. Teacher knows well how it affects education of a child. Most probably unban schools not coming under  this kind of loop. In urban sector schools get easily teachers of their design. Because easy availability. And Teachers do not bother about any reasons such as respect, salary.....Because they may find part time jobs such as coaching and tuition classes for their extra income or to fulfill the loss of salary. But in rural section schools are affected more. Teachers may give varied reasons such as distant place, no professional growth, tight schedule, colleagues are not good, students are very brilliant and I am unable to coop with them, students are not good at studies, Principlal is not good, no increments, no appreciation from the ends of management and Principal, no facilities, no good environment, poor salary, more strength, village school, no leave granted, .......But whatever may be the reason the teacher gives, might be true or not, management and Principal should devise a mechanism by which a teacher should not prefer to leave. It’s difficult enough to find the right person to fill an open position.

Recruitment efforts take time and money. Jobs sometimes take months to fill, and if everything goes well, the right person is placed in the job. Sounds difficult? It is. But that’s actually the easy part. Once someone has been placed, what is being done to keep them? Placing a right person in a wrong position and wrong person in the right position create always problems.

Who's responsibility it is to have a right person to a right position and to retain the person for a long run in a school. Today’s employees have options and opportunities. If they aren’t happy, they will leave. They will find a new job and the school will be left with an open position to fill – which takes time and money.  Lots of time. Lots of money. Retention is a big issue. Knowing what makes people happy in their job and doing the right things to make sure they are happy, will not only help the school's bottom line, it will make the organisation culture a positive place to be. Who wouldn’t want to work in a positive environment?. Here’s the problem. Many people think school culture is created from the top down, from HR, or other places. While that may be partially true, in the long run, that method of creating, maintaining or changing company culture only works in instilling very general elements of the culture.  Why?. Because leadership and HR are often not working alongside the rest of the organization on a day to day basis.  It is difficult to instill a culture if you aren’t regularly spending time with most of the people in the organisation.  While it can be trickled down through the different management levels, it isn’t always the most effective way to ensure everyone gets the same message.

In top schools like Doon, Lovedale, Daly, St Joseph, Loyala, Hindu, Padma sheshathri.....who has created such a culture and name. Is it the Principlal? Founder? Governor?....It is created by the these cultural elements evolved from the people. Organisations culture has a big influence on employee satisfaction. I recently asked people on LinkedIn which factors of the culture have the biggest impact on retention.  I listed a number of choices, and everyone was also able to add other factors which were not listed.  Responders commented on the post itself and I also received a number of private messages. The results show that even though there is so much talk about creating organisation culture, many organisations are missing the mark.

The fact that RESPECT was the one factor that was mentioned far more often than the others says much about what is really happening in many organisations today. For every element in a culture, employees can take actions to improve the culture and their place in it. Sometimes they may need to have difficult conversations with their managements  and leaders are not always willing to accommodate their needs and requests. When this happens, employees need to decide what will work best for them, to stay in a place which doesn’t satisfy these needs or to seek other employment. It is all about choices and it is the employee’s choice about how to proceed. Below is the list of cultural factors impacting employee retention, which was discussed on LinkedIn. It is listed in the order of most to least frequent mentions.

1.Respect is EVERYONE’s Responsibility!Respect each other by the age, by the experience, by the qualifications, by the nature of the person. It should begin from the leader. The leader should compete and lead others in giving respect to his subordinates. It is better giving respect than getting. If Work is God, then who is he performing the work. Should he be Respected or not?. It is the failure of the head of there is no mutual respect among the people in the campus. Respect between the Teachers, between the students and between Teachers and students is to be taken care more. An organisation which is built upon the Foundation of mutual respect never be doomed. If  leaders view their employees as co-workers instead of subordinates, empower them to make decisions and demonstrate they trust the employee’s abilities, employees will feel more respected.  School leaders can and should always model respectful behavior. This is to be taken  significantly more than any other factor.  People want to be respected as people, for their knowledge and for their work.  Respect also comes in the form of trust – trusting leaders, employees, and peers. 

2. Organisation's culture is everyone's responsibility
culture has a big influence on employee satisfaction. I recently asked people on LinkedIn which factors of the culture have the biggest impact on retention.  I listed a number of choices, and everyone was also able to add other factors which were not listed.  Responders commented on the post itself and I also received a number of private messages. Retention is a big issue. Knowing what makes people happy in their job and doing the right things to make sure they are happy, will not only help the school's bottom line, it will make the organisation culture a positive place to be. Who wouldn’t want to work in a positive environment? Everyone needs to stop only looking toward leadership to create and maintain the culture. Everyone needs to take responsibility for it on their own.

3. Career Path / Advancement is EVERYONE’s Responsibility!
Every employee is responsible for managing their own career path. If you were to ask employees what they would like their next role to be, they can usually answer that question. Growth and development are two different factors in an organisation. Individual in an organisation should grow and development is to the organisation.  If it is reversed, retention is impossible. Leaders should ensure the individual growth and development of the organisation together. It is indeed directly proportional to each other : If you were to ask them their long-range career goals, you will find that many have never even thought about them.  Employees should set career goals, share them with their leaders and work together toward that goal.  They themselves should look for internal and external training to prepare themselves. They need to seek new tasks and experiences which will help them grow.

4. Professional Growth is EVERYONE’s Responsibility!
Everyone in an organisation needs to take charge of his/her own professional growth. While there are some leaders who encourage professional growth, there are also many who discourage it.  It is up to the employee to identify courses to take and explain to the manager how these leaders can help accomplish their tasks and assignments.  *Mentorship* is also important. If the organisation doesn’t have a mentor program, employees should take the time to find someone who has accomplished similar goals. This can be someone inside or outside of the organisation. Employees take charge of this by scheduling time to meet with their prospective mentor, preparing a list of questions about how they got to where they are and asking them for guidance. Most people are willing to help someone else, but if someone is not, there are plenty others that are. Retention is not at all possible if the employee does not have the above mentioned two. *Professional growth and mentorship*

5. Money Earned is EVERYONE’s Responsibility!
Everyone is responsible for their own compensation. While it is true that the company sets the salary, it typically falls within a range. It is important for everyone to know their market value and ask for compensation within that range. *Retention is not possible when compensation is compromised* Are you being paid your worth?  Ask a question to yourself. If not... learn a lesson from it if not paid well.

Some suggestions.
From the Lesson learned… If you have a question, don’t be afraid to ask. It’s usually not what you are asking, but how you are asking.  Asking for clarification opened the door to the conversation without making it a confrontational situation. I don’t know if it would have gone as well if I accused him of paying me less because of gender.  Sometimes (many times) there is much more decision-making information we are unaware of. We really didn’t know the reason for the salary decision, so asking about it first was a better move. *Speak to the right people* Don’t waste time complaining to a co-worker who can’t resolve the issue. Speaking to the wrong people causes unnecessary negativity. If it is a real issue that needs to be addressed, speak to the person that can help resolve it.  *Know your worth* If we knew our worth, we would have better negotiated when the job was offered. Today, there are many online resources that can help figure out what you are worth. Salaries may vary, based on location and industry, but with some research, all that information can be found as well. Get paid for the market value of the job.

6. Recognition is EVERYONE’s Responsibility!
À very big heart is a must for the leaders to recognise and appreciate. Everyone should encourage recognition in the school.  Employees who take the time to congratulate other employees find they are often congratulated in return. Employees can change the culture by actively recognizing good work and success. They can even take it one step further by suggesting and implementing new ways to celebrate successes. This is one of the smartest way to retain Teachers. Appreciate for their success. Have some good words to say. It needs no money to buy some good appreciating words. You can make their day worth and purpose of their existence great.

7. Personal Growth is EVERYONE’s Responsibility!
Everyone is responsible for his or her own personal growth. Presentation skills, writing, goal setting, are all examples of skills which may or may not be directly tied to a job but are all types of personal growth. If training is not available in-house for these types of skills, employees should seek true training elsewhere.  Not all training needs to have a cost. Training can take many forms and there are many YouTube videos and podcasts which are free of charge. Above all *Ensure that their lifestyles modified after joining your organisation* Support them to lead a quality life. *Save their life from their lifestyles*

8. Challenge is EVERYONE’s Responsibility!
Everyone is responsible for seeing to it that they are challenged. If employees do the same thing day in and day out, they will get bored.  Employees who feel this way should discuss ways to be challenged with their leader and not by the leader.  Employees can seek or find challenging projects and offer to do them. If a leader  does not want their employee to step out of their role, the employee needs to discus the reason with the leader.

9. Time and Flexibility is EVERYONE’s Responsibility!
Issues around time and flexibility often center around family life. It did not get nearly the number of mentions as some of the other factors, but those who value time and flexibility strongly believe in its importance. Allow them to spend quality time with their families specially on their health.

10. Relationships with Co-workers is EVERYONE’s Responsibility!
This is also one of the best way of retaining the staffs through healthy relationships. Everyone is responsible for creating positive relationships with their co-workers. If an employee is having a difficult time with someone, they should reach out and try to fix the relationship. Socializing, eating lunch together, etc. are ways to form strong bonds with co-workers. Sometimes this extra time and effort goes a far way.

*Dear Principals and school managers*.......

Right after the recruitment process has come to a successful conclusion, a new challenge comes up for you. Recruitment process is not an end, it is a new challenge....
Increasing employee retention is pretty similar to the recruitment process insofar as both should be
1) structured
2) people-centred
3) results-driven
And your ultimate goal should be, Making sure your staff members are satisfied and engaged enough, they couldn’t even dream of moving elsewhere. And It is achievable. *Achieve this by keeping some of these points in mind*.

*1. IT'S ABOUT THE SKILLS AND THE PERSON* Obviously you want hire people with the right skills for the job, but whether a person is a good cultural fit is actually a better predictor of success and your new hire sticking around for at least a few years. But don't take the candidate's word for it. In your recruiting process be sure to include culture questions and ask your candidates' references about their work styles too. Here are some sample questions to help you understand a candidate's views on teamwork and leadership and can easily be adapted to conversations with references:
1. Give an example of a successful project that you were part of. What was your role? What made the project successful in your view? 2. Share a time when you experienced working with a difficult coworker on a team. How was the coworker difficult and what did you do to resolve the situation to encourage the team's ongoing progress? 3. Tell me about a time when you created agreement and shared purpose from a situation in which all parties originally differed in opinion, approach, and objectives. The above all Questions are culture fit Questions to assess an employee in an interview (keeping the core value is TEAM WORK). Some of the answers in expressions  of the candidates are given for your personal reference from which you can adjust your conclusions about the candidates before hiring. Cultural fit answers.... keeping core value of the organisation is TEAM WORK. When you assess cultural fit. The candidate: Expresses comfort, and even a preference, for working with and on teams, Articulates his or her strengths in a team environment or working on a team, Is able to discuss the role that he or she typically plays on a work team, Describes a level of comfort how co-workers or bosses view his or her contribution in a teamwork environment, Says we when describing accomplishments, Attributes the success of endeavors to the group, Does not say I and me in response to many questions, and When describing past approaches, problem-solving, achievements, endeavors, and projects, in response to other interview questions, includes forming a team or teamwork solutions as viable options.

*2.PROVIDE CONTINUOUS TRAINING AND UPSKILLING OPPORTUNITIES*
We can't stress enough how training is something that needs to be done right and consistently throughout the onboarding process. It must also be an ongoing process for all employees.  Someone you hired a couple years back needs to stay up to date  on all the latest developments, tools and technologies in their area of expertise.  Be sure you're helping them do their job better and helping them learn new skills that will get to the next level in their current role, get that promotion or even make a lateral switch if that's where they'd like to go. We are deliberating on this issue for quite a long time. What I particularly feel is that there can be end number of reasons for not being able to retain an employee or what actually they might expect. What cut across the line is that everyone's need and motivation level is highly individualised and we should address their needs after identifying them rationally. Moreover if we can give a personal touch and be available when they need us the most, probably that magic works. Employees will leave only when they will have no other option but to move. In that case attrition level will be reduced if not eliminated

*3. CLEARLY DEFINE WHAT SUCCESS LOOKS LIKE AT YOUR COMPANY*
This helps both leaders and employees manage expectations - and mismanaged expectations is one of the biggest reasons for people leaving their jobs.  Of course everyone has their own definition of success, but if your employees' definition of success is generally well aligned with the company's definition, you're more likely to have happy, engaged and sucessfull employees.

*4.FIND A RELIABLE WAY TO TRACK EMPLOYEE MORALE & ENGAGEMENT* Some schools  send out a yearly "employee engagement" survey, and we're not saying it's not a helpful tool, but in today's world of technology there are more consistent and reliable ways to check in on your employee's morale and engagement.  A yearly survey is a snapshot in time, highly influenced by the current climate at work and the previous couple months.  Why not regularly check in with your employees with small "pulse checks"? You're more likely to see trends form and catch warning signs before they snowball into bigger problems

*Conclusion:*

The Core of Human Resources should focus on a fine tuned approach of Attracting, Retaining, Motivating employees. Some ways to retain employees is through the following:

1. Attracting right employees, Recruitment is a very important function. First formal communication of an employee is with the Onboarding team/ Recruitment Specialist. The Recruitment process should be able to attract right talent & reward them equally with compensation & benefits (Similar jobs & similarly skilled employees have to be paid equally), Job opportunity (which utilises there skill & offers them a challenging job to scale up & realise there potential), Training & Development (should help or the employees perform there job better).

2. Employees can be motivated, by ensuring that employees who perform well are rewarded which encourages positive environment, increases productivity, boosts there morale. The HR processes systems should be capable enough to identify employees who need coaching, mentoring or a whole performance improvement program.

3. Leadership should be able to showcase the “Values/Principles” of the organisation. Let us say that the organisation supports the value of being Transparent/Fair or being ethical. These values should be underlining principles of all operations/transactions from a complicated exercise of negotiation with the client or a grievance handling with a contract based employees.

4. Employees should be encouraged to share there feedback through various means and Communication Channels like Employee satisfaction surveys, 1:1 Discussions etc. The suggestions should be implemented & rewarded (Based on the values & measuring the impact of these suggestions).

5. Employee wellbeing is also crucial (Employee wellbeing identifies the individual's happiness at work) A significant influence on their happiness level is their subjective opinions surrounding their job and their employer. The environment should encourage them to also balance there work life Offer them flexibility to also fulfil there personal goals through various initiatives & policies - Stress survey, Work from home , Working for specific hours in a week.

6. Retention at the same time can be very specific. The issue can be addressed by having a 1:1, group & leadership level discussions. Trend or Data Analysis which can suggest the required initiatives prior to a resignation.

https://www.unglobalcompact.org/participation/report/cop/create-and-submit/detail/421969

Improvement in school leadership

https://www.quora.com/How-can-school-leadership-reduce-school-failure/answer/Pooma-Educational-Trust?share=c9281d93&srid=tgVuP

Improvement In School Leadership

Leadership is an inherent quality to motivate,to channelize the masses  onto the right and God’s driven pathway of humanity.This is actually (apart from present scenario) the mode of conveyance of God’s messages to others, where educators are at the highest point of hierarchy of leadership chain in schools/colleges to guide,facilitate and motivate the teachers who are the leaders of students for the improvement in education system,we need the real heroes/facilitators/mentors to be jkust in their style of teaching,their way of providing the right kind of atmosphere for the growth and development of stakeholders.There is the need to adopt various strategies to fulfill all:

1. JUST BEHAVIOUR of the leader at every point with every other person keeping oneself strict to some “Code of Conduct”.
2. REGULAR TRAINING/BRAINSTORMING to be arranged for the upgradation of both leaders and teachers through conference/seminar and exchange programs even the lectures/demonstration to be planned for group D employees.
3. INCULCATION OF POSITIVES from various cultures and backgrounds of different countries, to have an open mind to adopt the new methods of teaching.
4. TECHNOLOGY ORIENTED leaders to be more experimental in their life by giving stress to the addition of more of innovative methods of curriculum in school curriculum.
5. OVERALL DEVELOPMENT through conduction of various activities,skill development programmes and various practical approaches like exchange programme,field study etc.
6. CODE OF CONDUCT is always to be maintained for all present in the organization starting from class IV to the highest management level.
7. THOROUGH INVOLVEMENT OF SCHOOL LEADER in classes with students and interactive session with the parents at different times,howsoever regular PTA’s meeting to be organized and parents need to be the part of certain plannings and their execution.
8. SPECIAL STRESS on the basic fundamentals of life by the educator time to time regarding good and healthy food,sound lifestyle and exercise/meditation.

https://www.unglobalcompact.org/participation/report/cop/create-and-submit/detail/417441

School Administration - Dr. Sekar Srinivasan, Senior Principal.

SCHOOL ADMINISTRATION

MEANING:

The term educational administration is very comprehensive. It is concerned with the formulation,e xecution and appraisal of educational policies. A school comes into being through the process of organizing and then comes its administration.

PURPOSE:
Running or functioning of the school is the job of head of the institution. This does not mean that only the head and none else is responsible for administration. The head is the leader who is to make all other follow him. Thus, educational administration is more or less a co-operative undertaking and in the language of economics it is a “non- profit making enterprise”.

DEFINITION:
Educational administration consists of facilitating the development of goals and policies basic to teaching and learning, stimulating the development of appropriate programs for teaching and learning and procuring and managing personnel and material to implement teaching and learning. Alternatively,“All those techniques and procedures employed in operating the educational organization in accordance with established policies is defined as admin. It is a social statesmanship which guides educational activities,plans and provides leadership in a long term but broad based social perspective.It is the process of utilizing appropriate materials in such a way as to promote effectively the development of human qualities.

A process concerned with creating, maintaining, stimulating, controlling and unifying formally and informally organized human and material energy within a unified system designed to accomplish predetermined educational objectives.

The eight areas which explains the scope of school administration includes the following:

1 .PRODUCTION:
Educational administration has to interpret the aims of education to the educational workers so that they may shape the final product of education (the achievement of pupils) in the desired form and shape

2. ASSURING PUBLIC USE:
It is the business of educational administration to define the operations
needed to make them known and promote them so that the final educational product is good for public and society.

3 .FINANCE AND ACCOUNTING:
It should record and measure the monetary and other resources invested in the
educational enterprise and also evaluate the inputs and outputs

4. PERSONNEL:
It is the framing and operation of policies and procedures for recruitment of workers
and maintenance of goodwill and personal relationships among them in order to ensure fullest interest , cooperation, moral and loyalty of all the persons working in the organization. This is especially important for educational enterprise where the whole work is centered round the impact of one type of human beings, the teachers, upon another type of human beings and students.

5. COORDINATION:
This is an important activity of educational administration. It ensures the close
interrelation and integration of all the functional activities of the organization such as personnel, finance and production of desired results such integration has to be
brought about not only in the structure of the organization but also in the attitudes and efforts of the workers, so that all of them pull together in the direction of the desired goals and achieve them.

6. CURRICULUM:
It is the means of achieving the goals of education. Educational administration has to deal with the problem of curriculum construction and its day to day development.It has to look after the continuous evaluation and progressive improvement of the educational programs which are urgently called for in view of the constantly going on scientific, technological and social changes. Administration has to pay close attention to the teaching-learning programs and processes and also to other instructional material. Important pupil services such as health, recreation and psychological services of testing and records, guidance and counseling and co-curricular activities etc.,have to be organized and administered for the benefit of the young.

7. PHYSICAL FACILITIES:
This comprise the area dealing with the problem of provision and maintenance of the school plant equipment and supplies their production, purchase, upkeep and accounting.

8. PUBLIC RELATIONS:
Education is a social enterprise which runs with the cooperation of students, teachers,parents and the community. Educational administration has to make each of them contribute to its due share to the success of the enterprise. It should therefore maintain effective public relations. This involves maintenance of records, information and bulletins about past achievement and future proposals. Administration should encourage community visitation and secure its participation and cooperation by a process of give and take ie, by utilizing community, resources and rendering useful services for
its welfare.

The above list and categorization are only suggestive and not exclusive. They are not arranged in any priority order as all others are equally necessary and important

https://www.unglobalcompact.org/participation/report/cop/create-and-submit/detail/417441