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Probably the most important step in healthy organizational change is to make a serious and sustained commitment to it. In non-unionized workplaces, this commitment should be made by top management. In unionized workplaces, both top management and union representatives need to be involved. Healthy organizational change takes time. Lots of time. No serious change effort should be initiated with a time frame limited to weeks or a few months. Healthy organizational change includes employee health and satisfaction as an explicit and independent outcome measure. These outcomes should be the key goals of the change effort. Broad Organizational Goals Healthy organizational change can include: • Changes that will increase employees' autonomy or control. • Changes that will increase the skill levels of employees. • Changes that will increase levels of social support (both supervisory support and coworker support). • Changes that will improve physical working conditions.

STRESS Although we all talk about stress, it often isn't clear what stress is really about. Many people consider stress to be something that happens to them, an event such as an injury or a promotion. Others think that stress is what happens to our body, mind and behaviour in response to an event (e.g. heart pounding, anxiety, or nail biting.) While stress does involve events and our response to them, these are not the most important factors. Our thoughts about the situations in which we find ourselves are the critical factor. When something happens to us, we automatically evaluate the situation mentally. We decide if it is threatening to us, how we need to deal with the situation and what skills we can use. If we decide that the demands of the situation outweigh the skills we have, then we label the situation as "stressful" and react with the classic "stress response." If we decide that our coping skills outweigh the demands of the situation, then we don&

The world has changed and so do teaching methods and philosophy. Now it is further changing at mind boggling speed. Those who do not keep pace with this will be lost and feel helpless. Job opportunity will shrink for them, though for others it may be increasing. Self development is the solution: Motivating the Teacher: 1. Teacher’s Goal Setting 2. Converting the job in to passion 3. Assimilation with the institute 4. The Bigger Picture 5. Competition, Branding & Excellence 6. Importance of Self Development of the Teacher: - - Domain Knowledge - Teaching Methods - Appearance and Presentation Dealing With the Students: 1. Understanding them – Empathy 2. Respecting student’s pride and developing it 3. Motivate them – generate interest in the subject 4. Understand and manage emotions of the students 5. Talent identification and development in student – creativity and innovation 6. Empower students – giving more responsibilities Class Room Management: 1. Making the teaching Fun 2. Expe

Every new idea, somewhere along the line, will be met with either indifference or skepticism. There is an ingrained reluctance on the part of most people to accept new things. Samuel Morse had his telegraphic equipment turned down by the American Congress. The reason ? No practical value. Thomas Edison found a great deal of resistance in having his electric light bulb accepted because he had neither formal education nor scientific standing. People scoffed at the idea of being able to talk through a hollow wire, as the telephone was called in its early days. Who now can ever think of modern living without a phone ? These men, these inventors, had something in common and that was a resourcefulness, an ingenuity, and a deep faith in their own ability to reproduce their dream. They had hope and enthusiasm. They had to struggle long and hard but they never considered giving up. Try to direct your energies along lines that suit your inclinations or particular talents. Keep constantly in your