�ݺ�ߣshows by User: jharnajagtiani

�ݺ�ߣshows by User: jharnajagtiani / http://www.slideshare.net/images/logo.gif �ݺ�ߣshows by User: jharnajagtiani / Fri, 12 May 2023 05:24:17 GMT �ݺ�ߣShare feed for �ݺ�ߣshows by User: jharnajagtiani Communication and Presentation Skills.pptx /slideshow/communication-and-presentation-skillspptx-257794435/257794435 communicationandpresentationskills-230512052417-7a3fbb1c
In today's fast-paced and highly competitive workplace, communication and presentation skills are critical for success. Effective communication and presentation skills allow individuals to convey their ideas clearly and concisely, build strong relationships with colleagues and clients, and achieve their professional goals. Whether it's making a sales pitch, presenting a proposal, or leading a team meeting, the ability to communicate and present information in a compelling and engaging manner is essential. As workplaces become increasingly global and diverse, the importance of communication and presentation skills only continues to grow. In this presentation, we will explore the relevance of these skills in today's workplace and provide tips for improving them.]]>
In today's fast-paced and highly competitive workplace, communication and presentation skills are critical for success. Effective communication and presentation skills allow individuals to convey their ideas clearly and concisely, build strong relationships with colleagues and clients, and achieve their professional goals. Whether it's making a sales pitch, presenting a proposal, or leading a team meeting, the ability to communicate and present information in a compelling and engaging manner is essential. As workplaces become increasingly global and diverse, the importance of communication and presentation skills only continues to grow. In this presentation, we will explore the relevance of these skills in today's workplace and provide tips for improving them.]]> Fri, 12 May 2023 05:24:17 GMT /slideshow/communication-and-presentation-skillspptx-257794435/257794435 jharnajagtiani@slideshare.net(jharnajagtiani) Communication and Presentation Skills.pptx jharnajagtiani In today's fast-paced and highly competitive workplace, communication and presentation skills are critical for success. Effective communication and presentation skills allow individuals to convey their ideas clearly and concisely, build strong relationships with colleagues and clients, and achieve their professional goals. Whether it's making a sales pitch, presenting a proposal, or leading a team meeting, the ability to communicate and present information in a compelling and engaging manner is essential. As workplaces become increasingly global and diverse, the importance of communication and presentation skills only continues to grow. In this presentation, we will explore the relevance of these skills in today's workplace and provide tips for improving them. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/communicationandpresentationskills-230512052417-7a3fbb1c-thumbnail.jpg?width=120&height=120&fit=bounds" /> In today's fast-paced and highly competitive workplace, communication and presentation skills are critical for success. Effective communication and presentation skills allow individuals to convey their ideas clearly and concisely, build strong relationships with colleagues and clients, and achieve their professional goals. Whether it's making a sales pitch, presenting a proposal, or leading a team meeting, the ability to communicate and present information in a compelling and engaging manner is essential. As workplaces become increasingly global and diverse, the importance of communication and presentation skills only continues to grow. In this presentation, we will explore the relevance of these skills in today's workplace and provide tips for improving them.

Communication and Presentation Skills.pptx from Jharna Jagtiani

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0 #CarshRead - 7 Types of Conflicts at Workplace /jharnajagtiani/carshread7-types-of-conflicts-at-workplace carshread-200914125443
#Conflict is inevitable - it's a #FactOfLife. No two people are the same, and when our different #motivations, processes, and #goals clash, conflicts arise. Conflict isn't always something to #fear, however, because out of conflict comes #change. Conflict in the #workplace is painful. There's no getting around it. It's also a #reality in every #organisation. It can dramatically impact #morale and #productivity of employees is an organisation. So many conflicts in life are caused by a lack of or #PoorCommunication, and the workplace is no different. #Misunderstandings, closed-mindedness, and passive-aggressive behaviour all contribute to the following workplace conflicts. Here are 7 types of conflict one usually face at the workplace -]]>
#Conflict is inevitable - it's a #FactOfLife. No two people are the same, and when our different #motivations, processes, and #goals clash, conflicts arise. Conflict isn't always something to #fear, however, because out of conflict comes #change. Conflict in the #workplace is painful. There's no getting around it. It's also a #reality in every #organisation. It can dramatically impact #morale and #productivity of employees is an organisation. So many conflicts in life are caused by a lack of or #PoorCommunication, and the workplace is no different. #Misunderstandings, closed-mindedness, and passive-aggressive behaviour all contribute to the following workplace conflicts. Here are 7 types of conflict one usually face at the workplace -]]> Mon, 14 Sep 2020 12:54:43 GMT /jharnajagtiani/carshread7-types-of-conflicts-at-workplace jharnajagtiani@slideshare.net(jharnajagtiani) #CarshRead - 7 Types of Conflicts at Workplace jharnajagtiani #Conflict is inevitable - it's a #FactOfLife. No two people are the same, and when our different #motivations, processes, and #goals clash, conflicts arise. Conflict isn't always something to #fear, however, because out of conflict comes #change. Conflict in the #workplace is painful. There's no getting around it. It's also a #reality in every #organisation. It can dramatically impact #morale and #productivity of employees is an organisation. So many conflicts in life are caused by a lack of or #PoorCommunication, and the workplace is no different. #Misunderstandings, closed-mindedness, and passive-aggressive behaviour all contribute to the following workplace conflicts. Here are 7 types of conflict one usually face at the workplace - <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/carshread-200914125443-thumbnail.jpg?width=120&height=120&fit=bounds" /> #Conflict is inevitable - it's a #FactOfLife. No two people are the same, and when our different #motivations, processes, and #goals clash, conflicts arise. Conflict isn't always something to #fear, however, because out of conflict comes #change. Conflict in the #workplace is painful. There's no getting around it. It's also a #reality in every #organisation. It can dramatically impact #morale and #productivity of employees is an organisation. So many conflicts in life are caused by a lack of or #PoorCommunication, and the workplace is no different. #Misunderstandings, closed-mindedness, and passive-aggressive behaviour all contribute to the following workplace conflicts. Here are 7 types of conflict one usually face at the workplace -

#CarshRead - 7 Types of Conflicts at Workplace from Jharna Jagtiani

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0 #Infograpghic - Benefits of #Mediation /jharnajagtiani/infograpghic-benefits-of-mediation benefitsofmediation-180427034609
In mediation generally a third party is involved who acts as facilitator. In a typical mediation, there is always a win – win situation. Mediation comprises of an act of bringing two parties in a dispute closer together towards an agreement through alternative dispute resolution. It is a dialogue in which a neutral third party, the mediator, using appropriate techniques, assists two or more pairs to help them negotiate an agreement, with concrete effects, on a matter of common interest. Mediation applies to different fields, with some common peculiar elements and some differences for each of its specialities. The main fields of mediation include commerce, legal disputes and diplomacy, but other forms of mediation appear in other fields as well. In other words, mediation covers any activity in which impartial third party(often a professional)facilitates an agreement on any matter in the common interest of the parties involved. There are many benefits of mediation which should be explained to the clients early in the process.]]>
In mediation generally a third party is involved who acts as facilitator. In a typical mediation, there is always a win – win situation. Mediation comprises of an act of bringing two parties in a dispute closer together towards an agreement through alternative dispute resolution. It is a dialogue in which a neutral third party, the mediator, using appropriate techniques, assists two or more pairs to help them negotiate an agreement, with concrete effects, on a matter of common interest. Mediation applies to different fields, with some common peculiar elements and some differences for each of its specialities. The main fields of mediation include commerce, legal disputes and diplomacy, but other forms of mediation appear in other fields as well. In other words, mediation covers any activity in which impartial third party(often a professional)facilitates an agreement on any matter in the common interest of the parties involved. There are many benefits of mediation which should be explained to the clients early in the process.]]> Fri, 27 Apr 2018 03:46:09 GMT /jharnajagtiani/infograpghic-benefits-of-mediation jharnajagtiani@slideshare.net(jharnajagtiani) #Infograpghic - Benefits of #Mediation jharnajagtiani In mediation generally a third party is involved who acts as facilitator. In a typical mediation, there is always a win – win situation. Mediation comprises of an act of bringing two parties in a dispute closer together towards an agreement through alternative dispute resolution. It is a dialogue in which a neutral third party, the mediator, using appropriate techniques, assists two or more pairs to help them negotiate an agreement, with concrete effects, on a matter of common interest. Mediation applies to different fields, with some common peculiar elements and some differences for each of its specialities. The main fields of mediation include commerce, legal disputes and diplomacy, but other forms of mediation appear in other fields as well. In other words, mediation covers any activity in which impartial third party(often a professional)facilitates an agreement on any matter in the common interest of the parties involved. There are many benefits of mediation which should be explained to the clients early in the process. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/benefitsofmediation-180427034609-thumbnail.jpg?width=120&height=120&fit=bounds" /> In mediation generally a third party is involved who acts as facilitator. In a typical mediation, there is always a win – win situation. Mediation comprises of an act of bringing two parties in a dispute closer together towards an agreement through alternative dispute resolution. It is a dialogue in which a neutral third party, the mediator, using appropriate techniques, assists two or more pairs to help them negotiate an agreement, with concrete effects, on a matter of common interest. Mediation applies to different fields, with some common peculiar elements and some differences for each of its specialities. The main fields of mediation include commerce, legal disputes and diplomacy, but other forms of mediation appear in other fields as well. In other words, mediation covers any activity in which impartial third party(often a professional)facilitates an agreement on any matter in the common interest of the parties involved. There are many benefits of mediation which should be explained to the clients early in the process.

#Infograpghic - Benefits of #Mediation from Jharna Jagtiani

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0 Infographic - Indicators of Effective Mediation /slideshow/infographic-indicators-of-effective-mediation-95056812/95056812 indicatorsofeffectivemediation-180426045325
Mediation is often assessed in terms of single factor only whether involved parties reached settlement or not, irrespective of the way in which it was steered or the quality of the outcome. While effectiveness of outcome is obviously important, there is wider range of indicators of a competent and effective mediation. http://bit.ly/2HqF4Rv]]>
Mediation is often assessed in terms of single factor only whether involved parties reached settlement or not, irrespective of the way in which it was steered or the quality of the outcome. While effectiveness of outcome is obviously important, there is wider range of indicators of a competent and effective mediation. http://bit.ly/2HqF4Rv]]> Thu, 26 Apr 2018 04:53:25 GMT /slideshow/infographic-indicators-of-effective-mediation-95056812/95056812 jharnajagtiani@slideshare.net(jharnajagtiani) Infographic - Indicators of Effective Mediation jharnajagtiani Mediation is often assessed in terms of single factor only whether involved parties reached settlement or not, irrespective of the way in which it was steered or the quality of the outcome. While effectiveness of outcome is obviously important, there is wider range of indicators of a competent and effective mediation. http://bit.ly/2HqF4Rv <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/indicatorsofeffectivemediation-180426045325-thumbnail.jpg?width=120&height=120&fit=bounds" /> Mediation is often assessed in terms of single factor only whether involved parties reached settlement or not, irrespective of the way in which it was steered or the quality of the outcome. While effectiveness of outcome is obviously important, there is wider range of indicators of a competent and effective mediation. http://bit.ly/2HqF4Rv

Infographic - Indicators of Effective Mediation from Jharna Jagtiani

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0 Surviving Member Certificate /slideshow/surviving-member-certificate/93882147 survivingmembercertificate-180415000938
When an individual has expired, the surviving members certificate is often required for the purpose of settlement of claims in respect of the deceased by the surviving members of the deceased family. Surviving certificate is the certificate given to surviving member of the decessed person . And legal heir is the next person for the claims of the decessed person. Having it doesnot mean you can acquite the property for that you need succession certificate from court by filing succession suit.]]>
When an individual has expired, the surviving members certificate is often required for the purpose of settlement of claims in respect of the deceased by the surviving members of the deceased family. Surviving certificate is the certificate given to surviving member of the decessed person . And legal heir is the next person for the claims of the decessed person. Having it doesnot mean you can acquite the property for that you need succession certificate from court by filing succession suit.]]> Sun, 15 Apr 2018 00:09:38 GMT /slideshow/surviving-member-certificate/93882147 jharnajagtiani@slideshare.net(jharnajagtiani) Surviving Member Certificate jharnajagtiani When an individual has expired, the surviving members certificate is often required for the purpose of settlement of claims in respect of the deceased by the surviving members of the deceased family. Surviving certificate is the certificate given to surviving member of the decessed person . And legal heir is the next person for the claims of the decessed person. Having it doesnot mean you can acquite the property for that you need succession certificate from court by filing succession suit. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/survivingmembercertificate-180415000938-thumbnail.jpg?width=120&height=120&fit=bounds" /> When an individual has expired, the surviving members certificate is often required for the purpose of settlement of claims in respect of the deceased by the surviving members of the deceased family. Surviving certificate is the certificate given to surviving member of the decessed person . And legal heir is the next person for the claims of the decessed person. Having it doesnot mean you can acquite the property for that you need succession certificate from court by filing succession suit.

Surviving Member Certificate from Jharna Jagtiani

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0 Prenuptial agreement /slideshow/prenuptial-agreement-87278744/87278744 prenuptialagreement-3-180205231634
A prenuptial or pre-marriage agreement is a contract signed by the to be married couple and witnessed by friends and family. Being a contract, the prenuptial agreement, popularly known as the prenup, is governed by the Indian Contract Act, 1872. It lays down the liabilities, distribution of assets and custody of children, if any, of the parties in the event of a dissolution of marriage through divorce. Such a contract would normally include a clause relating to separate property, shared property, amount of alimony, maintenance issues, custody of children, so and so forth. Source: www.lawfultalks.com]]>
A prenuptial or pre-marriage agreement is a contract signed by the to be married couple and witnessed by friends and family. Being a contract, the prenuptial agreement, popularly known as the prenup, is governed by the Indian Contract Act, 1872. It lays down the liabilities, distribution of assets and custody of children, if any, of the parties in the event of a dissolution of marriage through divorce. Such a contract would normally include a clause relating to separate property, shared property, amount of alimony, maintenance issues, custody of children, so and so forth. Source: www.lawfultalks.com]]> Mon, 05 Feb 2018 23:16:34 GMT /slideshow/prenuptial-agreement-87278744/87278744 jharnajagtiani@slideshare.net(jharnajagtiani) Prenuptial agreement jharnajagtiani A prenuptial or pre-marriage agreement is a contract signed by the to be married couple and witnessed by friends and family. Being a contract, the prenuptial agreement, popularly known as the prenup, is governed by the Indian Contract Act, 1872. It lays down the liabilities, distribution of assets and custody of children, if any, of the parties in the event of a dissolution of marriage through divorce. Such a contract would normally include a clause relating to separate property, shared property, amount of alimony, maintenance issues, custody of children, so and so forth. Source: www.lawfultalks.com <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/prenuptialagreement-3-180205231634-thumbnail.jpg?width=120&height=120&fit=bounds" /> A prenuptial or pre-marriage agreement is a contract signed by the to be married couple and witnessed by friends and family. Being a contract, the prenuptial agreement, popularly known as the prenup, is governed by the Indian Contract Act, 1872. It lays down the liabilities, distribution of assets and custody of children, if any, of the parties in the event of a dissolution of marriage through divorce. Such a contract would normally include a clause relating to separate property, shared property, amount of alimony, maintenance issues, custody of children, so and so forth. Source: www.lawfultalks.com

Prenuptial agreement from Jharna Jagtiani

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0 Active listening in Mediation /slideshow/active-listening-in-mediation/86813270 activelisteninginmediation-180128170307
The object of active listening in conflict resolution is to acquire and demonstrate understanding of the other, which will serve as a basis for reaching joint decisions and resulting in resolving a conflict. In order to succeed in this, active listening has to focus on common problems in oral interpersonal communication. This presentation mentions the few ways in which active listening can be practiced and deal with communication pitfalls during mediation.]]>
The object of active listening in conflict resolution is to acquire and demonstrate understanding of the other, which will serve as a basis for reaching joint decisions and resulting in resolving a conflict. In order to succeed in this, active listening has to focus on common problems in oral interpersonal communication. This presentation mentions the few ways in which active listening can be practiced and deal with communication pitfalls during mediation.]]> Sun, 28 Jan 2018 17:03:07 GMT /slideshow/active-listening-in-mediation/86813270 jharnajagtiani@slideshare.net(jharnajagtiani) Active listening in Mediation jharnajagtiani The object of active listening in conflict resolution is to acquire and demonstrate understanding of the other, which will serve as a basis for reaching joint decisions and resulting in resolving a conflict. In order to succeed in this, active listening has to focus on common problems in oral interpersonal communication. This presentation mentions the few ways in which active listening can be practiced and deal with communication pitfalls during mediation. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/activelisteninginmediation-180128170307-thumbnail.jpg?width=120&height=120&fit=bounds" /> The object of active listening in conflict resolution is to acquire and demonstrate understanding of the other, which will serve as a basis for reaching joint decisions and resulting in resolving a conflict. In order to succeed in this, active listening has to focus on common problems in oral interpersonal communication. This presentation mentions the few ways in which active listening can be practiced and deal with communication pitfalls during mediation.

Active listening in Mediation from Jharna Jagtiani

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0 Comparison between Judicial Process vs Arbitration vs Mediation /slideshow/comparison-between-judicial-process-vs-arbitration-vs-mediation/81100380 comparisonbetweenjudicialprocessvsarbitrationvsmediation-171023122217
Alternative dispute resolution (ADR; known in some countries, such as India,as external dispute resolution) includes dispute resolution processes and techniques that act as a means for disagreeing parties to come to an agreement short of litigation. It is a collective term for the ways that parties can settle disputes, with (or without) the help of a third party. A comparative table - Judicial Process v/s Arbitration v/s Mediation.]]>
Alternative dispute resolution (ADR; known in some countries, such as India,as external dispute resolution) includes dispute resolution processes and techniques that act as a means for disagreeing parties to come to an agreement short of litigation. It is a collective term for the ways that parties can settle disputes, with (or without) the help of a third party. A comparative table - Judicial Process v/s Arbitration v/s Mediation.]]> Mon, 23 Oct 2017 12:22:17 GMT /slideshow/comparison-between-judicial-process-vs-arbitration-vs-mediation/81100380 jharnajagtiani@slideshare.net(jharnajagtiani) Comparison between Judicial Process vs Arbitration vs Mediation jharnajagtiani Alternative dispute resolution (ADR; known in some countries, such as India,as external dispute resolution) includes dispute resolution processes and techniques that act as a means for disagreeing parties to come to an agreement short of litigation. It is a collective term for the ways that parties can settle disputes, with (or without) the help of a third party. A comparative table - Judicial Process v/s Arbitration v/s Mediation. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/comparisonbetweenjudicialprocessvsarbitrationvsmediation-171023122217-thumbnail.jpg?width=120&height=120&fit=bounds" /> Alternative dispute resolution (ADR; known in some countries, such as India,as external dispute resolution) includes dispute resolution processes and techniques that act as a means for disagreeing parties to come to an agreement short of litigation. It is a collective term for the ways that parties can settle disputes, with (or without) the help of a third party. A comparative table - Judicial Process v/s Arbitration v/s Mediation.

Comparison between Judicial Process vs Arbitration vs Mediation from Jharna Jagtiani

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0 Guest lecture on Introduction of Mediation /slideshow/guest-lecture-on-introduction-of-mediation/80226090 guestlectureonintroductionofmediation-170927174312
Mediation is a process of third-party involvement in a dispute. A mediator cannot impose an outcome but rather assists the disputing parties in reaching their own agreement. Mediation can be used in a wide range of disputes, including labor disputes, public policy disputes, disagreements among nations, family disputes, and neighborhood and community quarrels. According to research, about 80% of dispute mediations lead to resolution.]]>
Mediation is a process of third-party involvement in a dispute. A mediator cannot impose an outcome but rather assists the disputing parties in reaching their own agreement. Mediation can be used in a wide range of disputes, including labor disputes, public policy disputes, disagreements among nations, family disputes, and neighborhood and community quarrels. According to research, about 80% of dispute mediations lead to resolution.]]> Wed, 27 Sep 2017 17:43:12 GMT /slideshow/guest-lecture-on-introduction-of-mediation/80226090 jharnajagtiani@slideshare.net(jharnajagtiani) Guest lecture on Introduction of Mediation jharnajagtiani Mediation is a process of third-party involvement in a dispute. A mediator cannot impose an outcome but rather assists the disputing parties in reaching their own agreement. Mediation can be used in a wide range of disputes, including labor disputes, public policy disputes, disagreements among nations, family disputes, and neighborhood and community quarrels. According to research, about 80% of dispute mediations lead to resolution. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/guestlectureonintroductionofmediation-170927174312-thumbnail.jpg?width=120&height=120&fit=bounds" /> Mediation is a process of third-party involvement in a dispute. A mediator cannot impose an outcome but rather assists the disputing parties in reaching their own agreement. Mediation can be used in a wide range of disputes, including labor disputes, public policy disputes, disagreements among nations, family disputes, and neighborhood and community quarrels. According to research, about 80% of dispute mediations lead to resolution.

Guest lecture on Introduction of Mediation from Jharna Jagtiani

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0 Blocks to Listening /jharnajagtiani/blocks-to-listening blockstolistening-170724034356
It is common, when listening to someone else speak, to be formulating a reply whilst the other person is still talking. However, this means that we are not really listening to all that is being said. Even good listeners are often guilty of critically evaluating what is being said before fully understanding the message that the speaker is trying to communicate. The result is that assumptions are made and conclusions reached about the speaker's meaning, that might be inaccurate. This and other types of ineffective listening lead to misunderstandings and a breakdown in communication. There are many things that get in the way of listening and you should be aware of these barriers, many of which are bad habits, in order to become a more effective listener. Barriers and bad habits to effective listening can include:]]>
It is common, when listening to someone else speak, to be formulating a reply whilst the other person is still talking. However, this means that we are not really listening to all that is being said. Even good listeners are often guilty of critically evaluating what is being said before fully understanding the message that the speaker is trying to communicate. The result is that assumptions are made and conclusions reached about the speaker's meaning, that might be inaccurate. This and other types of ineffective listening lead to misunderstandings and a breakdown in communication. There are many things that get in the way of listening and you should be aware of these barriers, many of which are bad habits, in order to become a more effective listener. Barriers and bad habits to effective listening can include:]]> Mon, 24 Jul 2017 03:43:56 GMT /jharnajagtiani/blocks-to-listening jharnajagtiani@slideshare.net(jharnajagtiani) Blocks to Listening jharnajagtiani It is common, when listening to someone else speak, to be formulating a reply whilst the other person is still talking. However, this means that we are not really listening to all that is being said. Even good listeners are often guilty of critically evaluating what is being said before fully understanding the message that the speaker is trying to communicate. The result is that assumptions are made and conclusions reached about the speaker's meaning, that might be inaccurate. This and other types of ineffective listening lead to misunderstandings and a breakdown in communication. There are many things that get in the way of listening and you should be aware of these barriers, many of which are bad habits, in order to become a more effective listener. Barriers and bad habits to effective listening can include: <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/blockstolistening-170724034356-thumbnail.jpg?width=120&height=120&fit=bounds" /> It is common, when listening to someone else speak, to be formulating a reply whilst the other person is still talking. However, this means that we are not really listening to all that is being said. Even good listeners are often guilty of critically evaluating what is being said before fully understanding the message that the speaker is trying to communicate. The result is that assumptions are made and conclusions reached about the speaker's meaning, that might be inaccurate. This and other types of ineffective listening lead to misunderstandings and a breakdown in communication. There are many things that get in the way of listening and you should be aware of these barriers, many of which are bad habits, in order to become a more effective listener. Barriers and bad habits to effective listening can include:

Blocks to Listening from Jharna Jagtiani

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0 The Six Leadership Styles /slideshow/the-six-leadership-styles-77649995/77649995 thesixleadershipstyles-170708193332
Leadership is, most fundamentally, about changes. What leaders do is create the systems and organizations that managers need, and, eventually, elevate them up to a whole new level or . . . change in some basic ways to take advantage of new opportunities. —John P. Kotter Leadership is about influence—the ability to influence your subordinates, your peers, and your bosses in a work or organizational context. Without influence, it is impossible to be a leader. Of course, having influence means that there is a greater need on the part of leaders to exercise their influence ethically. Leadership operates in groups. This means that leadership is about influencing a group of people who are engaged in a common goal or purpose. Leadership includes the achievement of goals. Therefore, leadership is about directing a group of people toward the accomplishment of a task or the reaching of an endpoint through various ethically based means. Leaders direct their energies and the energies of their followers to the achievement of something together. Thus, leadership occurs in, as well as affects, contexts where people are moving in the direction of a goal. Leaders and followers share objectives. Leadership means that leaders work with their followers to achieve objectives that they all share. Establishing shared objectives that leaders and followers can coalesce around is difficult but worth the effort. Leaders who are willing to expend time and effort in determining appropriate goals will find these goals achieved more effectively and easily if followers and leaders work together. Leader-imposed goals are generally harder and less effectively achieved than goals developed together. ]]>
Leadership is, most fundamentally, about changes. What leaders do is create the systems and organizations that managers need, and, eventually, elevate them up to a whole new level or . . . change in some basic ways to take advantage of new opportunities. —John P. Kotter Leadership is about influence—the ability to influence your subordinates, your peers, and your bosses in a work or organizational context. Without influence, it is impossible to be a leader. Of course, having influence means that there is a greater need on the part of leaders to exercise their influence ethically. Leadership operates in groups. This means that leadership is about influencing a group of people who are engaged in a common goal or purpose. Leadership includes the achievement of goals. Therefore, leadership is about directing a group of people toward the accomplishment of a task or the reaching of an endpoint through various ethically based means. Leaders direct their energies and the energies of their followers to the achievement of something together. Thus, leadership occurs in, as well as affects, contexts where people are moving in the direction of a goal. Leaders and followers share objectives. Leadership means that leaders work with their followers to achieve objectives that they all share. Establishing shared objectives that leaders and followers can coalesce around is difficult but worth the effort. Leaders who are willing to expend time and effort in determining appropriate goals will find these goals achieved more effectively and easily if followers and leaders work together. Leader-imposed goals are generally harder and less effectively achieved than goals developed together. ]]> Sat, 08 Jul 2017 19:33:32 GMT /slideshow/the-six-leadership-styles-77649995/77649995 jharnajagtiani@slideshare.net(jharnajagtiani) The Six Leadership Styles jharnajagtiani Leadership is, most fundamentally, about changes. What leaders do is create the systems and organizations that managers need, and, eventually, elevate them up to a whole new level or . . . change in some basic ways to take advantage of new opportunities. —John P. Kotter Leadership is about influence—the ability to influence your subordinates, your peers, and your bosses in a work or organizational context. Without influence, it is impossible to be a leader. Of course, having influence means that there is a greater need on the part of leaders to exercise their influence ethically. Leadership operates in groups. This means that leadership is about influencing a group of people who are engaged in a common goal or purpose. Leadership includes the achievement of goals. Therefore, leadership is about directing a group of people toward the accomplishment of a task or the reaching of an endpoint through various ethically based means. Leaders direct their energies and the energies of their followers to the achievement of something together. Thus, leadership occurs in, as well as affects, contexts where people are moving in the direction of a goal. Leaders and followers share objectives. Leadership means that leaders work with their followers to achieve objectives that they all share. Establishing shared objectives that leaders and followers can coalesce around is difficult but worth the effort. Leaders who are willing to expend time and effort in determining appropriate goals will find these goals achieved more effectively and easily if followers and leaders work together. Leader-imposed goals are generally harder and less effectively achieved than goals developed together. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/thesixleadershipstyles-170708193332-thumbnail.jpg?width=120&height=120&fit=bounds" /> Leadership is, most fundamentally, about changes. What leaders do is create the systems and organizations that managers need, and, eventually, elevate them up to a whole new level or . . . change in some basic ways to take advantage of new opportunities. —John P. Kotter Leadership is about influence—the ability to influence your subordinates, your peers, and your bosses in a work or organizational context. Without influence, it is impossible to be a leader. Of course, having influence means that there is a greater need on the part of leaders to exercise their influence ethically. Leadership operates in groups. This means that leadership is about influencing a group of people who are engaged in a common goal or purpose. Leadership includes the achievement of goals. Therefore, leadership is about directing a group of people toward the accomplishment of a task or the reaching of an endpoint through various ethically based means. Leaders direct their energies and the energies of their followers to the achievement of something together. Thus, leadership occurs in, as well as affects, contexts where people are moving in the direction of a goal. Leaders and followers share objectives. Leadership means that leaders work with their followers to achieve objectives that they all share. Establishing shared objectives that leaders and followers can coalesce around is difficult but worth the effort. Leaders who are willing to expend time and effort in determining appropriate goals will find these goals achieved more effectively and easily if followers and leaders work together. Leader-imposed goals are generally harder and less effectively achieved than goals developed together.

The Six Leadership Styles from Jharna Jagtiani

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0 Workplace Conflict & Strategies for Management /slideshow/workplace-conflict-strategies-for-management/76777002 workplaceconflictstrategiesformanagement-170608190813
Conflict is a normal and natural part of any workplace. When it occurs, there is a tendency for morale to be lowered, an increase in absenteeism and decreased productivity. It has been estimated that managers spend at least 25 percent of their time resolving workplace conflicts – causing lowered office performance.]]>
Conflict is a normal and natural part of any workplace. When it occurs, there is a tendency for morale to be lowered, an increase in absenteeism and decreased productivity. It has been estimated that managers spend at least 25 percent of their time resolving workplace conflicts – causing lowered office performance.]]> Thu, 08 Jun 2017 19:08:13 GMT /slideshow/workplace-conflict-strategies-for-management/76777002 jharnajagtiani@slideshare.net(jharnajagtiani) Workplace Conflict & Strategies for Management jharnajagtiani Conflict is a normal and natural part of any workplace. When it occurs, there is a tendency for morale to be lowered, an increase in absenteeism and decreased productivity. It has been estimated that managers spend at least 25 percent of their time resolving workplace conflicts – causing lowered office performance. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/workplaceconflictstrategiesformanagement-170608190813-thumbnail.jpg?width=120&height=120&fit=bounds" /> Conflict is a normal and natural part of any workplace. When it occurs, there is a tendency for morale to be lowered, an increase in absenteeism and decreased productivity. It has been estimated that managers spend at least 25 percent of their time resolving workplace conflicts – causing lowered office performance.

Workplace Conflict & Strategies for Management from Jharna Jagtiani

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0 Trademark and It's Types /slideshow/trademark-and-its-types/74680885 trademarkitstypes-170408022245
A trademark is a word, phrase, symbol or design, or a combination of words, phrases, symbols or designs, that identifies and distinguishes the source of the goods of one party from those of others The trademark owner can be an individual, business organization, or any legal entity. A trademark may be located on a package, a label, a voucher, or on the product itself. For the sake of corporate identity, trademarks are often displayed on company buildings.]]>
A trademark is a word, phrase, symbol or design, or a combination of words, phrases, symbols or designs, that identifies and distinguishes the source of the goods of one party from those of others The trademark owner can be an individual, business organization, or any legal entity. A trademark may be located on a package, a label, a voucher, or on the product itself. For the sake of corporate identity, trademarks are often displayed on company buildings.]]> Sat, 08 Apr 2017 02:22:44 GMT /slideshow/trademark-and-its-types/74680885 jharnajagtiani@slideshare.net(jharnajagtiani) Trademark and It's Types jharnajagtiani A trademark is a word, phrase, symbol or design, or a combination of words, phrases, symbols or designs, that identifies and distinguishes the source of the goods of one party from those of others The trademark owner can be an individual, business organization, or any legal entity. A trademark may be located on a package, a label, a voucher, or on the product itself. For the sake of corporate identity, trademarks are often displayed on company buildings. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/trademarkitstypes-170408022245-thumbnail.jpg?width=120&height=120&fit=bounds" /> A trademark is a word, phrase, symbol or design, or a combination of words, phrases, symbols or designs, that identifies and distinguishes the source of the goods of one party from those of others The trademark owner can be an individual, business organization, or any legal entity. A trademark may be located on a package, a label, a voucher, or on the product itself. For the sake of corporate identity, trademarks are often displayed on company buildings.

Trademark and It's Types from Jharna Jagtiani

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0 Mediation - Need of the Hour /slideshow/mediation-need-of-the-hour/74241398 mediationneedofthehour-170403133137
Mediation is a process of third-party involvement in a dispute. A mediator cannot impose an outcome but rather assists the disputing parties in reaching their own agreement. Mediation can be used in a wide range of disputes, including labor disputes, public policy disputes, disagreements among nations, family disputes, and neighborhood and community quarrels. According to research, about 80% of dispute mediations lead to resolution.]]>
Mediation is a process of third-party involvement in a dispute. A mediator cannot impose an outcome but rather assists the disputing parties in reaching their own agreement. Mediation can be used in a wide range of disputes, including labor disputes, public policy disputes, disagreements among nations, family disputes, and neighborhood and community quarrels. According to research, about 80% of dispute mediations lead to resolution.]]> Mon, 03 Apr 2017 13:31:37 GMT /slideshow/mediation-need-of-the-hour/74241398 jharnajagtiani@slideshare.net(jharnajagtiani) Mediation - Need of the Hour jharnajagtiani Mediation is a process of third-party involvement in a dispute. A mediator cannot impose an outcome but rather assists the disputing parties in reaching their own agreement. Mediation can be used in a wide range of disputes, including labor disputes, public policy disputes, disagreements among nations, family disputes, and neighborhood and community quarrels. According to research, about 80% of dispute mediations lead to resolution. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/mediationneedofthehour-170403133137-thumbnail.jpg?width=120&height=120&fit=bounds" /> Mediation is a process of third-party involvement in a dispute. A mediator cannot impose an outcome but rather assists the disputing parties in reaching their own agreement. Mediation can be used in a wide range of disputes, including labor disputes, public policy disputes, disagreements among nations, family disputes, and neighborhood and community quarrels. According to research, about 80% of dispute mediations lead to resolution.

Mediation - Need of the Hour from Jharna Jagtiani

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0 5 Important Supreme Court Judgments on Indian Evidence Act, 1872 /jharnajagtiani/5-important-supreme-court-judgements-on-indian-evidence-act-1872 5importantsupremecourtjudgmentsonindianevidence-170325125709
The Indian Evidence Act, originally passed in India by the Imperial Legislative Council in 1872, during the British Raj, contains a set of rules and allied issues governing admissibility of evidence in the Indian courts of law. The enactment and adoption of the Indian Evidence Act was a path-breaking judicial measure introduced in India, which changed the entire system of concepts pertaining to admissibility of evidences in the Indian courts of law. Until then, the rules of evidences were based on the traditional legal systems of different social groups and communities of India and were different for different people depending on caste, religious faith and social position. The Indian Evidence Act introduced a standard set of law applicable to all Indians. The law is mainly based upon the firm work by Sir James Fitzjames Stephen, who could be called the founding father of this comprehensive piece of legislation. The Indian Evidence Act, identified as Act no. 1 of 1872, and called the Indian Evidence Act, 1872, has eleven chapters and 167 sections, and came into force 1 September 1872. At that time, India was a part of the British Empire. Over a period of more than 125 years since its enactment, the Indian Evidence Act has basically retained its original form except certain amendments from time to time. Amendments: The Criminal Law Amendment Act, 2005 This Act is divided into three parts and there are 11 chapters in total under this Act. > Part 1: deals with relevancy of the facts. There are two chapters under this part: the first chapter is a preliminary chapter which introduces to the Evidence Act and the second chapter specifically deals with the relevancy of the facts. > Part 2: consists of chapters from 3 to 6. Chapter 3 deals with facts which need not be proved, chapter 4 deals with oral evidence, chapter 5 deals with documentary evidence and chapter 6 deals with circumstances when documentary evidence has been given preference over the oral evidence. > Part 3: consists of chapter 7 to chapter 11. Chapter 7 talks about the burden of proof. Chapter 8 talks about estoppel, chapter 9 talks about witnesses, chapter 10 talks about examination of witnesses, and last chapter which is chapter 11 talks about improper admission and rejection of evidence. Source: Wikipedia]]>
The Indian Evidence Act, originally passed in India by the Imperial Legislative Council in 1872, during the British Raj, contains a set of rules and allied issues governing admissibility of evidence in the Indian courts of law. The enactment and adoption of the Indian Evidence Act was a path-breaking judicial measure introduced in India, which changed the entire system of concepts pertaining to admissibility of evidences in the Indian courts of law. Until then, the rules of evidences were based on the traditional legal systems of different social groups and communities of India and were different for different people depending on caste, religious faith and social position. The Indian Evidence Act introduced a standard set of law applicable to all Indians. The law is mainly based upon the firm work by Sir James Fitzjames Stephen, who could be called the founding father of this comprehensive piece of legislation. The Indian Evidence Act, identified as Act no. 1 of 1872, and called the Indian Evidence Act, 1872, has eleven chapters and 167 sections, and came into force 1 September 1872. At that time, India was a part of the British Empire. Over a period of more than 125 years since its enactment, the Indian Evidence Act has basically retained its original form except certain amendments from time to time. Amendments: The Criminal Law Amendment Act, 2005 This Act is divided into three parts and there are 11 chapters in total under this Act. > Part 1: deals with relevancy of the facts. There are two chapters under this part: the first chapter is a preliminary chapter which introduces to the Evidence Act and the second chapter specifically deals with the relevancy of the facts. > Part 2: consists of chapters from 3 to 6. Chapter 3 deals with facts which need not be proved, chapter 4 deals with oral evidence, chapter 5 deals with documentary evidence and chapter 6 deals with circumstances when documentary evidence has been given preference over the oral evidence. > Part 3: consists of chapter 7 to chapter 11. Chapter 7 talks about the burden of proof. Chapter 8 talks about estoppel, chapter 9 talks about witnesses, chapter 10 talks about examination of witnesses, and last chapter which is chapter 11 talks about improper admission and rejection of evidence. Source: Wikipedia]]> Sat, 25 Mar 2017 12:57:09 GMT /jharnajagtiani/5-important-supreme-court-judgements-on-indian-evidence-act-1872 jharnajagtiani@slideshare.net(jharnajagtiani) 5 Important Supreme Court Judgments on Indian Evidence Act, 1872 jharnajagtiani The Indian Evidence Act, originally passed in India by the Imperial Legislative Council in 1872, during the British Raj, contains a set of rules and allied issues governing admissibility of evidence in the Indian courts of law. The enactment and adoption of the Indian Evidence Act was a path-breaking judicial measure introduced in India, which changed the entire system of concepts pertaining to admissibility of evidences in the Indian courts of law. Until then, the rules of evidences were based on the traditional legal systems of different social groups and communities of India and were different for different people depending on caste, religious faith and social position. The Indian Evidence Act introduced a standard set of law applicable to all Indians. The law is mainly based upon the firm work by Sir James Fitzjames Stephen, who could be called the founding father of this comprehensive piece of legislation. The Indian Evidence Act, identified as Act no. 1 of 1872, and called the Indian Evidence Act, 1872, has eleven chapters and 167 sections, and came into force 1 September 1872. At that time, India was a part of the British Empire. Over a period of more than 125 years since its enactment, the Indian Evidence Act has basically retained its original form except certain amendments from time to time. Amendments: The Criminal Law Amendment Act, 2005 This Act is divided into three parts and there are 11 chapters in total under this Act. > Part 1: deals with relevancy of the facts. There are two chapters under this part: the first chapter is a preliminary chapter which introduces to the Evidence Act and the second chapter specifically deals with the relevancy of the facts. > Part 2: consists of chapters from 3 to 6. Chapter 3 deals with facts which need not be proved, chapter 4 deals with oral evidence, chapter 5 deals with documentary evidence and chapter 6 deals with circumstances when documentary evidence has been given preference over the oral evidence. > Part 3: consists of chapter 7 to chapter 11. Chapter 7 talks about the burden of proof. Chapter 8 talks about estoppel, chapter 9 talks about witnesses, chapter 10 talks about examination of witnesses, and last chapter which is chapter 11 talks about improper admission and rejection of evidence. Source: Wikipedia <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/5importantsupremecourtjudgmentsonindianevidence-170325125709-thumbnail.jpg?width=120&height=120&fit=bounds" /> The Indian Evidence Act, originally passed in India by the Imperial Legislative Council in 1872, during the British Raj, contains a set of rules and allied issues governing admissibility of evidence in the Indian courts of law. The enactment and adoption of the Indian Evidence Act was a path-breaking judicial measure introduced in India, which changed the entire system of concepts pertaining to admissibility of evidences in the Indian courts of law. Until then, the rules of evidences were based on the traditional legal systems of different social groups and communities of India and were different for different people depending on caste, religious faith and social position. The Indian Evidence Act introduced a standard set of law applicable to all Indians. The law is mainly based upon the firm work by Sir James Fitzjames Stephen, who could be called the founding father of this comprehensive piece of legislation. The Indian Evidence Act, identified as Act no. 1 of 1872, and called the Indian Evidence Act, 1872, has eleven chapters and 167 sections, and came into force 1 September 1872. At that time, India was a part of the British Empire. Over a period of more than 125 years since its enactment, the Indian Evidence Act has basically retained its original form except certain amendments from time to time. Amendments: The Criminal Law Amendment Act, 2005 This Act is divided into three parts and there are 11 chapters in total under this Act. > Part 1: deals with relevancy of the facts. There are two chapters under this part: the first chapter is a preliminary chapter which introduces to the Evidence Act and the second chapter specifically deals with the relevancy of the facts. > Part 2: consists of chapters from 3 to 6. Chapter 3 deals with facts which need not be proved, chapter 4 deals with oral evidence, chapter 5 deals with documentary evidence and chapter 6 deals with circumstances when documentary evidence has been given preference over the oral evidence. > Part 3: consists of chapter 7 to chapter 11. Chapter 7 talks about the burden of proof. Chapter 8 talks about estoppel, chapter 9 talks about witnesses, chapter 10 talks about examination of witnesses, and last chapter which is chapter 11 talks about improper admission and rejection of evidence. Source: Wikipedia

5 Important Supreme Court Judgments on Indian Evidence Act, 1872 from Jharna Jagtiani

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0 The Art Of Negotiation /slideshow/the-art-of-negotiation-73525075/73525075 theartofnegotiation-170323091352
Negotiation is a dialogue between two or more parties, with the intent of coming to a mutually agreed solution, because each party has something the other wants. Successful negotiation is an art form that comes naturally to some, but must be learned by most.]]>
Negotiation is a dialogue between two or more parties, with the intent of coming to a mutually agreed solution, because each party has something the other wants. Successful negotiation is an art form that comes naturally to some, but must be learned by most.]]> Thu, 23 Mar 2017 09:13:51 GMT /slideshow/the-art-of-negotiation-73525075/73525075 jharnajagtiani@slideshare.net(jharnajagtiani) The Art Of Negotiation jharnajagtiani Negotiation is a dialogue between two or more parties, with the intent of coming to a mutually agreed solution, because each party has something the other wants. Successful negotiation is an art form that comes naturally to some, but must be learned by most. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/theartofnegotiation-170323091352-thumbnail.jpg?width=120&height=120&fit=bounds" /> Negotiation is a dialogue between two or more parties, with the intent of coming to a mutually agreed solution, because each party has something the other wants. Successful negotiation is an art form that comes naturally to some, but must be learned by most.

The Art Of Negotiation from Jharna Jagtiani

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0 https://cdn.slidesharecdn.com/profile-photo-jharnajagtiani-48x48.jpg?cb=1719452128 Law Graduate || Aspiring Mediator || Legal Assistant || Researcher & Blogger https://cdn.slidesharecdn.com/ss_thumbnails/communicationandpresentationskills-230512052417-7a3fbb1c-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/communication-and-presentation-skillspptx-257794435/257794435 Communication and Pres... https://cdn.slidesharecdn.com/ss_thumbnails/carshread-200914125443-thumbnail.jpg?width=320&height=320&fit=bounds jharnajagtiani/carshread7-types-of-conflicts-at-workplace #CarshRead - 7 Types o... https://cdn.slidesharecdn.com/ss_thumbnails/benefitsofmediation-180427034609-thumbnail.jpg?width=320&height=320&fit=bounds jharnajagtiani/infograpghic-benefits-of-mediation #Infograpghic - Benefi...