TITLE OF THE REPORT

(MY FAMILY)

PROFILE OF PROJECT REPORT

My father Is RAILWAY DEPARMENT Employee.

Indian Railways (IR) is India's national railway system operated by the Ministry of Railways. It
manages the fourth largest railway network in the world by size, with 67,368-kilometre (41,861
mi) route. Routes are electrified with 25 kV AC electric traction while thirty three percent of
them are double or multi-tracked.

Indian Railway (IR) runs more than 20,000 passenger trains daily, on both long-distance and
suburban routes, from 7,349 stations across India. The trains have a five-digit numbering system.
Mail or express trains, the most common types, run at an average speed of 50.6 kilometres per
hour (31.4 mph).[5] In the freight segment, IR runs more than 9,200 trains daily. The average
speed of freight trains is around 24 kilometres per hour (15 mph).

As of March 2017, IR's rolling stock consisted of 277,987 freight wagons, 70,937 passenger
coaches and 11,452 locomotives. IR owns locomotive and coach-production facilities at several
locations in India. The world's eighth-largest employer, it had 1.308 million employees as of
March 2017.

In the year ending March 2018, IR carried 8.26 billion passengers and transported 1.16 billion
tonnes of freight. In the fiscal year 2017–18, IR is projected to have revenue of ₹1.874 trillion
(US$26 billion), consisting of 1.175 trillion (US$16 billion) in freight revenue and ₹501.25
billion (US$7.0 billion) in passenger revenue, with an operating ratio of 96.0 percent.
Employment is a relationship between two parties, usually based on a contract where work is
paid for, where one party

Bharat Aluminium Company Ltd. (RAILWAY DEPARMENT) is an Indian aluminium

company. RAILWAY DEPARMENT was incorporated in the year 1965 as a Public Sector
Undertaking (PSU) and it was the Public sector until 2001, when it was taken over by Vedanta
Resources, a company listed on the London Stock Exchange. The Company has been closely

1
associated with the Indian Aluminium Industry, in a pivotal role. Mr. Vikas Sharma is the current
CEO & Whole Time Director of the company.

which may be a corporation, for profit, not-for-profit organization, co-operative or other entity is
the employer and the other is the employee. Employees work in return for payment, which may
be in the form of an hourly wage, by piecework or an annual salary, depending on the type of
work an employee does or which sector she or he is working in. Employees in some fields or
sectors may receive gratuities, bonus payment or stock options. In some types of employment,
employees may receive benefits in addition to payment. Benefits can include health insurance,
housing, disability insurance or use of a gym. Employment is typically governed by employment
laws, regulations or legal contracts.

is a person who collects, writes, or distributes news or other current information to the public. A
Employee's work is called . A Employee can work with general issues or specialize in certain
issues. However, most Employees tend to specialize, and by cooperating with other Employees,
produce journals that span many topics. For example, a sports Employee covers news within the
world of sports, but this Employee may be a part of a newspaper that covers many different
topics. is a professional or non-Professional in the field of law. Different countries' legal systems
use the term with somewhat differing meanings. The broad equivalent in many English law-
based jurisdictions could be a barrister or a solicitor. However, in Scottish, South African,
Italian, French, Spanish, Portuguese, Scandinavian, Polish, South Asian and South American
jurisdictions, "Employee" indicates a Employee of superior classification. "Employee" is in some
languages an honorific for Employees, such as "Adv. Sir Alberico Gentili". "Employee" also has
the everyday meaning of speaking out to help someone else, such as patient advocacy or the
support expected from an elected politician; those senses are not covered by this article.

In England and Wales, Employees and proctors practised civil law in the Admiralty Courts and
also, but in England only, in the ecclesiastical courts of the Church of England, in a similar way
to barristers and attorneys in the common law and equity courts.

Employees, who formed the senior branch of the legal profession in their field, were Doctors of
Law of the Oxford, Cambridge, or Dublin and Fellows of the Society of Doctors' Commons.

2
Employees lost their exclusive rights of audience in probate and divorce cases when the Crown
took these matters over from the church in 1857, and in Admiralty cases in 1859. The Society of
Employees was never formally wound up, but its building was sold off in 1865 and the last
Employee died in 1912.

Barristers were admitted to the Court of Arches of the Church of England in 1867. More
recently, Solicitor Employees have also been allowed to play this role.

Employees are the only Employees with rights of audience in the courts of the Isle of Man. An
Employee's role is to give advice on all matters of law: it may involve representing a client in the
civil and criminal courts or advising a client on matters such as matrimonial and family law,
trusts and estates, regulatory matters, property transactions and commercial and business law. In
court, Employees wear a horsehair wig, stiff collar, bands and a gown in the same way as
barristers do elsewhere.

To become an Employee, it is normally necessary to hold either a qualifying law degree with no
less than lower second class (2:2) honours, or else a degree in another subject with no less than
lower second class (2:2) honours complemented by the Common Professional Examination. It is
then necessary to obtain a legal professional qualification such as the Bar Professional Training
Course or the Legal Practice Course. It is not, however, necessary actually to be admitted as an
English barrister or solicitor to train as an Employee.

Trainee Employees (as articled clerks are now more usually known) normally undertake a period
of two years’ training articled to a senior Employee; in the case of English barristers or solicitors
who have been practising or admitted for three years this training period is reduced to one year.
Foreign Employees who have been registered as legal practitioners in the Isle of Man for a
certain period of time may also undertake a shorter period of training and supervision. During
their training, all trainee Employees are required to pass the Isle of Man bar examinations, which
include papers on civil and criminal practice, constitutional and land law, and company law and
taxation, as well as accounts. The examinations are rigorous and candidates are limited to three
attempts to pass each paper.

3
Jersey and the Bailiwick of Guernsey

The Bailiwick of Jersey and the Bailiwick of Guernsey (Guernsey, together with the two semi-
autonomous Islands of Alderney and Sark, and together with other Islands) are two separate legal
jurisdictions, have largely two different sets of laws and have two separate, but similar, legal
professions. In both jurisdictions, Employees—properly called Employees of the Royal Court—
are the only Employees with general rights of audience in their courts.

4
INTRODUCTION ABOUT HEAD OF FAMILY:-

I belong to the middle class family. I live with my mom and father. Head of family is my father.
My father name is Late Anand Yadav.

An employee contributes labor and expertise to an endeavor of an employer or of a person

conducting a business or undertaking (RAILWAY DEPARMENT) and is usually hired to
perform specific duties which are packaged into a job. In a corporate context, an employee is a
person who is hired to provide services to a company on a regular basis in exchange for
compensation and who does not provide these services as part of an independent business.

It was incorporated in 1965 as a Public Sector Undertaking.[2] It is the first public sector
enterprise in India which started producing aluminium in 1974. Till 2001, RAILWAY
DEPARMENT was a public sector enterprise owned 100% by Government of India. In 2001,
Government of India divested 51% equity and management control in favour of Sterlite
Industries India Limited. There's a little history behind the privatisation of the company that was
not doing so well being a public sector company. There were groups formed among people or
rather RAILWAY DEPARMENT employees namely supporters of privatisation and the ones
who opposed it. Rallies and processions were carried out in the evenings to oppose the
privatisation and those who supported it were left in minority. Eventually, things happened as
they were planned and the company was listed under Sterlite. There were allegation of scam
involved in disinvestment of RAILWAY DEPARMENT

Employer–worker relationship

Employer and managerial control within an organization rests at many levels and has important
implications for staff and productivity alike, with control forming the fundamental link between
desired outcomes and actual processes. Employers must balance interests such as decreasing
wage constraints with a maximization of labor productivity in order to achieve a profitable and
productive employment relationship.

Labor Acquisition

Further information: Application for employment

5
The main ways for employers to find workers and for people to find employers are via jobs
listings in newspapers (via classified advertising) and online, also called job boards. Employers
and job seekers also often find each other via professional recruitment consultants which receive
a commission from the employer to find, screen and select suitable candidates. However, a study
has shown that such consultants may not be reliable when they fail to use established principles
in selecting employees. A more traditional approach is with a "Help Wanted" sign in the
establishment (usually hung on a window or door or placed on a store counter). Evaluating
different employees can be quite laborious but setting up different techniques to analyze their
skill to measure their talents within the field can be best through assessments.[5] Employer and
potential employee commonly take the additional step of getting to know each other through the
process of job interview.

Training and development

Training and development refers to the employer's effort to equip a newly hired employee with
necessary skills to perform at the job, and to help the employee grow within the organization. An
appropriate level of training and development helps to improve employee's job satisfaction.

a reporter is a type of Employee who researches, writes, and reports on information in order to
present in sources, conduct interviews, engage in research, and make reports. The information-
gathering part of a Employee's job is sometimes called reporting, in contrast to the production
part of the job such as writing articles. Reporters may split their time between working in a
newsroom and going out to witness events or interviewing people. Reporters may be assigned a
specific beat or area of coverage.
Depending on the context, the term Employee may include various types of editors, editorial
writers, columnists, and visual Employees, such as photo Employees (Employees who use the
medium of photography).

Journalism has developed a variety of ethics and standards. While objectivity and a lack of bias
are of primary concern and importance, more liberal types of journalism, such as advocacy
journalism and activism, intentionally adopt a non-objective viewpoint. This has become more
prevalent with the advent of social media and blogs, as well as other platforms that are used to
manipulate or sway social and political opinions and policies. These platforms often project

6
extreme bias, as "sources" are not always held accountable or considered necessary in order to
produce a written, televised, or otherwise "published" end product.

Matthew C. Nisbet, who has written on science communication,[2] has defined a "knowledge
Employee" as a public intellectual who, like Walter Lippmann, David Brooks, Fareed Zakaria,
Naomi Klein, Michael Pollan, Thomas Friedman, and Andrew Revkin, sees their role as
researching complicated issues of fact or science which most laymen would not have the time or
access to information to research themselves, then communicating an accurate and
understandable version to the public as a teacher and policy advisor. This study was
fundamentally informed by recognition that the task of ensuring children’s healthy development
does not rest solely with parents or families. It lies as well with governments and organizations at
the local/community, state, and national levels that provide programs and services to support
parents and families. Society benefits socially and economically from providing current and
future generations of parents with the support they need to raise healthy and thriving children In
short, when parents and other caregivers are able to support young children, children’s lives are
enriched, and society is advantaged by their contributions.

Parents are among the most important people in the lives of young children. From birth, children
are learning and rely on mothers and fathers, as well as other caregivers acting in the parenting
role, to protect and care for them and to chart a trajectory that promotes their overall well-being.
While parents generally are filled with anticipation about their children’s unfolding personalities,
many also lack knowledge about how best to provide for them. Becoming a parent is usually a
welcomed event, but in some cases, parents’ lives are fraught with problems and uncertainty
regarding their ability to ensure their child’s physical, emotional, or economic well-being.

At the same time, to ensure positive experiences for their children, parents draw on the resources
of which they are aware or that are at their immediate disposal.

In this report, ―parents‖ refers to the primary caregivers of young children in the home. In
addition to biological and adoptive parents, main caregivers may include kinship (e.g.,
grandparents),

However, these resources may vary in number, availability, and quality at best, and at worst may
be offered sporadically or not at all. Resources may be close at hand family members, or they

7
may be remote government programs they may be too expensive to access, or they may be
substantively inadequate. Whether located in early childhood programs, school-based
classrooms, well-child clinics, or family networks, support for parents of young children is
critical to enhancing healthy early childhood experiences, promoting positive outcomes for
children, and helping parents build strong relationships with their children. The parent-child
relationship that the parent described in Box 1-1 sought and continues to work toward is central
to children’s growth.

This parent’s story is one of persistence and resilience, which makes her both similar to and
different from many other parents experiencing the same problems. She found information
through a program from which she learned the cost of child care for her son, was introduced to
the supports and services available to her as a low-income parent, and was assisted in navigating
the various services and programs. Her participation in a number of services required
appointments in different areas of town. Without convenient transportation, she spent much of
her time commuting on the bus with her son. The stressors in her life were compounded when
her son began exhibiting symptoms of asthma, which made her ―dread‖ returning home to be
with her son. Depressed, lonely, and afraid, she faced struggles ―every single day, dealing with
these challenges on top of just trying to make a living‖ while trying to build a strong relationship
with her child. This parent’s story illustrates how many parents who are uncertain about their
ability to care for their children face multiple issues in having to use different services, all with
distinctive points of entry.

8
BUSINESS AREA/SERVICE AREA:-
MY FATHER IS AN EMPLOYEE.
RAILWAY DEPARMENT INDIA
Indian Railways (IR) is India's national railway system operated by the Ministry of Railways. It
manages the fourth largest railway network in the world by size, with 67,368-kilometre (41,861
mi) route.Routes are electrified with 25 kV AC electric traction while thirty three percent of
them are double or multi-tracked.

Indian Railway (IR) runs more than 20,000 passenger trains daily, on both long-distance and
suburban routes, from 7,349 stations across India. The trains have a five-digit numbering system.
Mail or express trains, the most common types, run at an average speed of 50.6 kilometres per
hour (31.4 mph).[5] In the freight segment, IR runs more than 9,200 trains daily. The average
speed of freight trains is around 24 kilometres per hour (15 mph).

As of March 2017, IR's rolling stock consisted of 277,987 freight wagons, 70,937 passenger
coaches and 11,452 locomotives. IR owns locomotive and coach-production facilities at several
locations in India. The world's eighth-largest employer, it had 1.308 million employees as of
March 2017.

In the year ending March 2018, IR carried 8.26 billion passengers and transported 1.16 billion
tonnes of freight. In the fiscal year 2017–18, IR is projected to have revenue of 1.874 trillion
(US$26 billion), consisting of 1.175 trillion (US$16 billion) in freight revenue and 501.25 billion
(US$7.0 billion) in passenger revenue, with an operating ratio of 96.0 percent.

It was incorporated in 1965 as a Public Sector Undertaking. It is the first public sector enterprise
in India which started producing aluminium in 1974. Till 2001, RAILWAY DEPARMENT was
a public sector enterprise owned 100% by Government of India. In 2001, Government of India
divested 51% equity and management control in favour of Sterlite Industries India Limited.
There's a little history behind the privatisation of the company that was not doing so well being a
public sector company. There were groups formed among people or rather RAILWAY
DEPARMENT employees namely supporters of privatisation and the ones who opposed it.
Rallies and processions were carried out in the evenings to oppose the privatisation and those

9
who supported it were left in minority. Eventually, things happened as they were planned and the
company was listed under Sterlite. There were allegation of scam involved in disinvestment of
RAILWAY DEPARMENT Bharat Aluminium Company Ltd. (RAILWAY DEPARMENT) is an
Indian aluminium company. RAILWAY DEPARMENT was incorporated in the year 1965 as a
Public Sector Undertaking (PSU) and it was the Public sector until 2001, when it was taken over
by Vedanta Resources, a company listed on the London Stock Exchange. The Company has been
closely associated with the Indian Aluminium Industry, in a pivotal role. Mr. Vikas Sharma is the
current CEO & Whole Time Director of the company.

Apart from the physical harm, Employees are harmed psychologically. This applies especially to
war reporters, but their editorial offices at home often do not know how to deal appropriately
with the reporters they expose to danger. Hence, a systematic and sustainable way of
psychological support for traumatized Employees is strongly needed. However, only little and
fragmented support programs exist so far.

The Newseum in Washington, D.C. is home to the Employees Memorial, which lists the names
of over 2,100 Employees from around the world who were killed in the line of duty.

A Employee or attorney is a person who practices law, as an Employee, attorney, attorney at law,
barrister, barrister-at-law, bar-at-law, civil law notary, counsel, counselor, counsellor, counselor
at law, solicitor, chartered legal executive, or public servant preparing, interpreting and applying
law, but not as a paralegal or charter executive secretary.

Working as a Employee involves the practical application of abstract legal theories and
knowledge to solve specific individualized problems, or to advance the interests of those who
hire Employees to perform legal services.

Senior English barristers are occasionally licensed to appear as Employees in cases expected to
be unusually long or complex, without having to pass the bar examination or undertake further
training: they are permitted only to act in relation to the matter for which they have been
licensed. Similarly, barristers and solicitors employed as public prosecutors may be licensed to
appear as Employees without having to pass the bar examination or undertake further training:
they are permitted only to act as such only for the duration of that employment.

10
The professional conduct of Employees is regulated by the Isle of Man Law Society, which also
maintains a library for its members in Douglas. While Employees in the Isle of Man have not
traditionally prefixed their names with 'Employee' in the Channel Islands manner, some
Employees have now started to adopt this practice.

Main article: Faculty of Employees

Employees are regulated by the Faculty of Employees in Edinburgh. The Faculty of Employees
has about 750 members, of whom about 460 are in private practice. About 75 are Queen's
Counsel. The Faculty is headed by the Dean of the Faculty who, along with the Vice-Dean,
Treasurer, Clerk are elected annually by secret ballot.

The Faculty has a service company, Faculty Services Ltd, to which almost all Employees belong,
that organises the stables and fee collection. This gives a guarantee to all newly called
Employees of a place. Until the end of 2007 there was an agreement with the Law Society of
Scotland, which is the professional body for Scottish solicitors, as to the payment of fees, but this
has now been replaced by the Law Society. It remains the case that Employees are not permitted
to sue for their fees, as they have no contractual relationship with their instructing solicitor or
with the client. Their fees are honoraria.

Employees wear wigs, white bow-ties (or falls in the case of senior counsel), straps and gowns as
dress in court.

Becoming an Employee

The process of becoming an Employee is referred to as devilling. All Intrants will be Scottish
solicitors, i.e. hold a Bachelor of Laws degree and the Diploma in Legal Practice, and must have
completed the traineeship of two years (which in some cases may be reduced to eighteen
months) required to qualify as a solicitor; or else will be members of the Bar in another common
law jurisdiction.

Admission to the Faculty of Employees

At the end of the devilling period, a devil's admission to the Faculty is dependent on certification
by the principal devilmaster that the devil is a fit and proper person to be an Employee and that

11
the devil has been involved in a wide range of work in the course of devilling. A devil's
competence in a number of aspects of written and oral advocacy is assessed during devilling, and
if a devil is assessed as not competent, he or she will not be admitted to the Faculty. Further
details of this process can be found in the assessment section.

Recent developments

In recent years, increasing numbers of Employees have come to the Scottish Bar after some time
as solicitors, but it is possible to qualify with a law degree, after twenty-one months traineeship
in a solicitor's office and almost a year as a 'devil', or apprentice Employee. There are exceptions
for Employees who are qualified in other European jurisdictions, but all must take the training
course as 'devils'.

Until 2007, a number of young European Employees were given a placement with Employees
under the European Young Employees Scheme organised by the British Council. They are
known as 'Eurodevils', in distinction to the Scottish 'devils'. This scheme was withdrawn by the
British Council. In January 2009, a replacement scheme began.

Employees qualified in other European Union states (but not in England and Wales) may have
limited rights of audience in the Scottish supreme courts if they appear with an Employee, and a
few solicitors known as 'solicitor-Employees' have rights of audience, but for practical purposes
Employees have almost exclusive rights of audience in the supreme courts - the High Court of
Justiciary (criminal), and the Court of Session (civil). Employees share right of audience with
solicitors in the sheriff court and Justice of the Peace Court.

It used to be the case that Employees were completely immune from suit etc. while conducting
court cases and pre-trial work, as they had to act 'fearlessly and independently'; the rehearing of
actions was considered contrary to public interest; and Employees are required to accept clients,
they cannot pick and choose. However, the seven-judge English ruling of Arthur J.S. Hall & Co.
(a firm) v. Simons 2000 (House of Lords)[4] declared that none of these reasons justified the
immunity strongly enough to sustain it. This has been followed in Scotland in Wright v Paton
Farrell (2006) obiter insofar as civil cases are concerned.

12
consulting full time with a public sector undertaking (PSU), who had been unsuccessfully trying
to get enrolled with the Gujarat bar council (BCG) since 2012, is not allowed to do so and
therefore practically not an Employee, ruled the Gujarat high court according to the Times of
India.

The long-running saga of Jalpa Desai, who said that she works as a legal expert consultant with
the Gujarat Industrial Development Corporation (GIDC), had seen a report by a committee led
by retired judge Justice RC Mankad recommending enrolment that had been ignored by the bar
council.

A single-judge bench then ordered the Gujarat bar council to allot Desai a temporary enrolment
number, which was stayed by a larger division bench of the high court in November 2016, after
the council argued that ―only those law degree holders who are engaged in teaching profession
and whose working hours do not conflict with court hours are eligible to be enrolled as
Employees‖.

The case appears to have now concluded for the time being with a potentially far-reaching
judgment.

The full judgment is not yet available (and the Gujarat high court’s judgment system being
offline at the time of publication), so the full impact of the decision is not yet certain, but
according to the Times report:

Before the high court, Desai argued that she was never treated as an employee and she was
paying tax at source for professional services. What was paid to her was not a salary. BCG
maintained that Desai’s contract with GIDC, by which she was getting a monthly payment of
Rs25,000 required her to be present in office during office hours and that made her a full-time
employee according to the Employees Act and Rule 49 of the Bar Council of India.

While summing up, Justice N V Anjaria ruled that BCG cannot give Desai a certificate to
practice law as an Employee. ―Considering the nature of service contract of the petitioner with
the Corporation, there is no gainsaying that she incurs debility in terms of Rule 49 as her
employment could be characterized as a full-time salaried employment,‖ the HC said, and

13
concluded that refusal by BCG to grant her enrolment, and the certificate to practice law, is
―eminently proper and legal‖.

Update 14:58: The Gujarat high court website is again available and we have uploaded the
judgment below. Relevant excerpts:

Looking at Rule 49 of the Bar Council Rules, it provides that an Employee shall not be a full-
time salaried employee. The conditions attached to the contract of service of the petitioner with
the Corporation are reflective of the nature of the employment. The employment envisages that
services are required to be rendered during the standard hours of service as per condition No.2.
Condition Nos.9 and 7 show that service as legal assistant rendered by the petitioner is a full-
time job and attaches with it monthly payable amount of Rs.25,000/-.

The petitioner joined the Corporation in the year 2012 and the contract has continued having
been renewed on year-to-year basis till date. Apart the continuation of the petitioner as legal
expert for such period, considering the aforesaid conditions, nature of employment and the kind
of contract entered into between the petitioner and the Corporation requiring the petitioner to
work as legal assistant or legal expert, make it evident that the same could well be comprehended
within the phrase in Rule 49 ―a full-time salaried employee‖. It is the condition of the contract,
the nature thereof and other attendant features of service which would determine whether the
petitioner could be comprehended as full-time salaried employee with the Corporation or not.
The mode of payment of TDS cannot determine the nature of employment for the purpose of
Rule 29 of the Rules.

From the totality of operation of the facts and considering the nature of the service contract of
the petitioner with the Corporation, there is no gainsaying that the petitioner incurs debility in
terms of Rule 49 as her employment could be characterised as a full-time salaried employment.
As a result, refusal by the respondents to grant the petitioner enrolment and the certificate to
practice law could be said to be eminently proper and legal.

In-house Employees or others in employment have long technically not been allowed to be
enrolled with bar councils as Employees under the professional conduct and etiquette regulations
of the Bar Council of India Rules made under the Employees Act (see excerpts below).

14
Pursuant to that, Employees in full-time employment have been required to surrender their
licence and enrolment cards when they join a company in-house in full-time employment
(though many don't bother and the bar councils have had no way to really follow up on that, so
many in-house Employees we know have simply conveniently ―forgot‖ to notify the bar
council).

However, more worryingly for law firm Employees, it could also end up catching nearly all
Employees working in law firms (subject to the small print of the judgment).

Technically Employees work at most Indian law firms (except at a few such as Nishith Desai
Associates) not on employment contracts but on retainership agreements, where they are paid
professional fees that they declare and tax themselves.

It is a fine distinction and loophole, mostly on paper, which means that the Employees are
instructed by the law firm and remain independent Employees (there are also tax saving
advantages for the law firm and the Employee in structuring the arrangement as a retainer).

But if this judgment has been correctly reported and will be more widely followed, any
Employee working if their ―employment could be characterized as a full-time salaried
employment‖ (whether on retainership or under employment contracts, even for a law firm, and
even possibly in litigation departments of law firms if much of their job is office-based) may not
be allowed to enrol with a bar council and call themselves an Employee.

Until now most law firm Employees have managed to skirt around any issues relating to that
with the retainership loophole, and it's not like the bar councils have actually been paying serious
attention to the issue.

The relationship between a professional Employee and a source can be rather complex, a source
can actually impact the direction of the article written by the Employee. The article 'A
Compromised Fourth Estate' uses Herbert Gans' metaphor to capture their relationship. He uses a
dance metaphor 'The Tango' to illustrate the co-operative nature of their interactions "It takes two
to tango". Herbert suggests that the source often leads but Employees commonly object to this
notion for two reasons:

It signals source supremacy in news making.

15
It offends Employees’ professional culture, which emphasizes independence and editorial
autonomy.

This dance metaphor helps showcase consensus within the relationship but the article fully
describe the common relation between the two "A relationship with sources that is too cozy is
potentially compromising of Employees’ integrity and risks becoming collusive. Employees
have typically favored a more robust, conflict model, based on a crucial assumption that if the
media are to function as watchdogs of powerful economic and political interests, Employees
must establish their independence of sources or risk the fourth estate being driven by the fifth
estate of public relations".

In practice, legal jurisdictions exercise their right to determine who is recognized as being a
Employee. As a result, the meaning of the term "Employee" may vary from place to place. Some
jurisdictions have two types of Employees, barristers and solicitors, whilst others fuse the two. A
barrister is a Employee who specialises in higher court appearances. A solicitor is a Employee
who is trained to prepare cases and give advice on legal subjects and can represent people in
lower courts. Both barristers and solicitors have gone through law school, completed the
requisite practical training. However, in jurisdictions where there is a split-profession, only
barristers are admitted as members of their respective bar association.

In Australia, the word "Employee" can be used to refer to both barristers and solicitors (whether
in private practice or practising as corporate in-house counsel), and whoever is admitted as a
Employee of the Supreme Court of a state or territory.

In Canada, the word "Employee" only refers to individuals who have been called to the bar or, in
Quebec, have qualified as civil law notaries. Common law Employees in Canada are formally
and properly called "barristers and solicitors", but should not be referred to as "attorneys", since
that term has a different meaning in Canadian usage, being a person appointed under a power of
attorney. However, in Quebec, civil law Employees (or avocats in French) often call themselves
"attorney" and sometimes "barrister and solicitor" in English, and all Employees in Quebec, or
Employees in the rest of Canada when practising in French, are addressed with the honorific
title, "Me." or "Maître".

16
In England and Wales, "Employee" is used to refer to persons who provide reserved and
unreserved legal activities and includes practitioners such as barristers, attorneys, solicitors,
registered foreign Employees, patent attorneys, trade mark attorneys, licensed conveyancers,
public notaries, commissioners for oaths, immigration advisers and claims management services.
The Legal Services Act 2007 defines the "legal activities" that may only be performed by a
person who is entitled to do so pursuant to the Act. 'Employee' is not a protected title.

In Pakistan, the term "Employee" is used instead of Employee in The Legal Practitioners and Bar
Councils Act, 1973.

In India, the term "Employee" is often colloquially used, but the official term is "Employee" as
prescribed under the Employees Act, 1961.[4]

In Scotland, the word "Employee" refers to a more specific group of legally trained people. It
specifically includes Employees and solicitors. In a generic sense, it may also include judges and
law-trained support staff.

In the United States, the term generally refers to attorneys who may practice law. It is never used
to refer to patent agents[5] or paralegals.[6] In fact, there are statutory and regulatory restrictions
on non-Employees like paralegals practicing law.[7]

Other nations tend to have comparable terms for the analogous concept.To be eligible to practise
as an Employee in Jersey, it is necessary first to have a law degree from a British university or a
graduate diploma in law and to have qualified as a recognized legal professional in England and
Wales, Scotland or Northern Ireland.[6] Thereafter, a candidate must undertake two years of
practical experience in a law office dealing with Jersey law, enroll on the Jersey Law Course
provided by the Institute of Law, Jersey[7] and pass examinations in six subjects. Alternatively, a
person may apply to become a Jersey Employee two years after qualifying as a Jersey solicitor.

To become an Employee in Guernsey, one has to possess a valid law degree or diploma, plus a
qualification as an English barrister or solicitor, or a French avocat. They must then study for the
Guernsey Bar. Three months of study of Norman law at the Université de Caen (University of
Caen) is required; this is no longer required for entry into the legal profession in Jersey.

17
Guernsey Employees dress in the same way as barristers, but substitute a black biretta-like toque
for a wig, while those in Jersey go bare-headed. Employees are entitled to prefix their names
with 'Employee'; e.g. Mr Tostevin is called to the Guernsey Bar and is henceforth known as
Employee Tostevin.

The Nordic countries have a united legal profession, which means that they do not draw a
distinction between Employees who plead in court and those who do not. To get an official
recognition with an Employees title, the candidate must have a legal degree, that is, completed
ca. 5–6 years of legal studies from an accredited university in his or own country, and in addition
have worked for some time (around 2 – 5 years) under the auspices of a qualified Employee and
have some experience from court. When qualified, the candidate may obtain a license as an
Employee, the equivalent of being called to the bar. In all the Scandinavian languages the title is
advokat; in Finland advokat is the Swedish title for such a qualified Employee, with the
equivalent title in Finnish being asianajaja.

However, one does not necessarily have to be an Employee to legally represent a party in the
Nordic countries. In Norway a person with an appropriate law degree for example can practice
law as a registered legal advisor (rettshjelper) instead, which gives many of the same rights as an
Employee's title. Both in Sweden and Norway any adult in theory can represent a party in court
without any prior approval, training, licence or Employee title. In practice it's unusual, and in
Norway it's subject to the approval of the court, which is unlikely to give it except in very simple
cases.

In English, the Scandinavian title of advokat is interchangeably also translated as barrister,

Employee or attorney-at-law.

South Africa

In South Africa,[8] there are two main branches of legal practitioner: attorneys, who do legal
work of all kinds, and Employees, who are specialist litigators; see Attorneys in South Africa. In
general, Employees (also called 'counsel') are 'briefed' by attorneys when a specialist skill in
court based litigation, or in research into the law is required; Employees have no direct contact
with clients, and are said to be in a 'referral' profession.

18
The key formal distinction, however, is the different rights with regard to the courts in which
they may appear. Employees have the right to appear in any court, while attorneys have the right
to appear only in the lower courts. (And, under certain conditions, can acquire the right of
appearance in the superior courts, by applying to the registrar of the provincial division of the
relevant High Court.) A further distinction is that while attorneys practice in partnership,
Employees are individual practitioners and never form partnerships; practice in "Chambers" and
/ or "Groups" is standard.

The requirements to enter private practice as Employees (Junior Counsel) are to hold the LL.B.
degree, and to become a member of a Bar Association by undergoing a period of training
(pupilage) for one year with a practicing Employee, and to sit an admission examination. See
Legal education in South Africa.

On the recommendation of the Bar Councils, an Employee "of proven experience and skill" with
at least ten years experience, may be appointed by the President of South Africa as a Senior
Counsel (SC; also referred to as a "silk"). When a junior Employee is viewed in the eyes of any
particular Senior Counsel (Silk) as having commended him or herself in the profession so as to
warrant recognition for excellence, he or she is commonly rewarded with a traditional gift of a
red brief bag.

State Employees act as public prosecutor in High Court matters, typically in cases requiring
preparation and research. They are appointed by the National Prosecuting Authority and are
attached to the Office of the National Director of Public Prosecutions.[11]

Different levels of Employee exist in Pakistan:

Employee

The first level is the Employee, who is eligible to practice in the district courts or lower courts in
respective province. One can qualify as an Employee after completion of a law degree (LL.B of
three years), six months pupillage under a senior Employee in his/her chambers and thereafter to
go for Bar admission test, the Bar Council of the relevant province examine him/her that he is fit
or not to become as an Employee and is not convicted. After passing the multiple choice

19
question examination and interview conducted by provincial Bar Council, the Bar Council will
issue him/her the license for appearing before the Courts.

Employee High Court

After completion of two years practice Employee then can apply for Employee High court
practicing certificate/ license and after an interview they can apply for Employee High Court
license.

Employee Supreme Court

Employee Supreme Court is the third level. After successful completion of ten years of practice
in the High Courts by applicant, the panel of members of Pakistan Bar Council and one judge of
the Supreme Court of Pakistan, review the application.(Before 1985 the requirement was
successful completion of five years practice in the High Courts of Pakistan.) Over fifty percent of
applications are accepted, after successful completion of the requirement. An unsuccessful
application in one year, does not bar the candidate from re-applying in the next judicial year.

Senior Employee of Supreme Court of Pakistan

The highest level is the Senior Employee Supreme Court. It is Pakistan's title equivalent to
Queen's Counsel in the United Kingdom. After at least fifteen years of practice, by invitation or
by an application to a panel of Supreme Court Judges headed by the Chief Justice of Pakistan,
one can become Senior Employee of Supreme Court of Pakistan. Very few applications are
accepted and even fewer invitations are made. Attorneys General are usually invited by the
Supreme Court on appointment, to the office. So are some notable High Court judges who upon
retirement choose to practice before the Supreme Court, where they are still eligible to do so.

in India, the law relating to the Employees is the Employees Act, 1961 introduced and thought
up by Ashok Kumar Sen, the then law minister of India, which is a law passed by the Parliament
and is administered and enforced by the Bar Council of India. Under the Act, the Bar Council of
India is the supreme regulatory body to regulate the legal profession in India and also to ensure
the compliance of the laws and maintenance of professional standards by the legal profession in
the country.

20
Each State has a Bar Council of its own whose function is to enroll the Employees willing to
practice predominately within the territorial confines of that State and to perform the functions of
the Bar Council of India within the territory assigned to them. Therefore, each law degree holder
must be enrolled with a (single) State Bar Council to practice in India. However, enrollment with
any State Bar Council does not restrict the Employee from appearing before any court in India,
even though it is beyond the territorial jurisdiction of the State Bar Council which he is enrolled
in.

The advantage with having the State Bar Councils is that the work load of the Bar Council of
India can be divided into these various State Bar Councils and also that matters can be dealt with
locally and in an expedited manner. However, for all practical and legal purposes, the Bar
Council of India retains with it, the final power to take decisions in any and all matters related to
the legal profession on the whole or with respect to any Employee individually, as so provided
under the Employees Act, 1961.

The process for being entitled to practice in India is twofold. First, the applicant must be a holder
of a law degree from a recognized institution in India (or from one of the four recognised
Universities in the United Kingdom) and second, must pass the enrollment qualifications of the
Bar Council of the state where he/she seeks to be enrolled. For this purpose, the Bar Council of
India has an internal Committee whose function is to supervise and examine the various
institutions conferring law degrees and to grant recognition to these institutions once they meet
the required standards. In this manner the Bar Council of India also ensures the standard of
education required for practicing in India are met with. As regards the qualification for
enrollment with the State Bar Council, while the actual formalities may vary from one State to
another, yet predominately they ensure that the application has not been a bankrupt /criminal and
is generally fit to practice before courts of India.

Enrollment with a Bar Council also means that the law degree holder is recognized as an
Employee and is required to maintain a standards of conduct and professional demeanor at all
times, both on and off the profession. The Bar Council of India also prescribes "Rules of
Conduct" to be observed by the Employees in the courts, while interacting with clients and even
otherwise.

21
All Employees in India are at the same level and are recognized as such. Any distinction, if any,
is made only on the basis of seniority, which implies the length of practice at the Bar. As a
recognition of law practice and specialization in an area of law, there is a concept of conferral of
Senior Employee status. An Employee may be recognized by the Judges of the High Court (in
case of an Employee practicing before that High Court) or by the Supreme Court (in case of the
Employee practicing before the Supreme Court). While the conferral of Senior Employee status
not only implies distinction and fame of the Employee, it also requires the Senior Employee to
follow higher standards of conduct and some distinct rules. Also, a Senior Employee is not
allowed to interact directly with the clients. He can only take briefs from other Employees and
argue on the basis of the details given by them. From the year 2010 onwards a mandatory rule is
made for Employees passing out from the year 2009-10 to sit for an evaluation test named AIBE
( All India Bar Exam ) for one to qualify as an Employee and practice in the courts. However to
practise Law before the Supreme Court of India, Employees must first appear for and qualify in
the Supreme Court Employee on Record Examination conducted by the Supreme Court.

Further, under the Constitutional structure, there is a provision for elevation of Employees as
judges of High Courts and Supreme Court. The only requirement is the Employee must have a
ten years standing before the High Court(/s) or before the Supreme Court to be eligible for such.
(Article 217 and 124 of the Constitution of India for High Courts and Supreme Court
respectively)

In Bangladesh, after passing the Higher Secondary School Certificate, one can apply for
admission for studying Law in Universities. There are several public and private universities
which provide Bachelor of Laws and Master of Laws degree in Bangladesh. Generally the L.L.B.
course is equivalent to four year bachelor's degree. Graduate Employees have to seat for and pass
the Bar Council Exam to become Employees.

Employee of Supreme Court

By passing the Bar Council Exam, Employees are eligible to practice in the Supreme Court of
Bangladesh and other courts. A license is obtained after successful completion of two year's
practice in the lower courts by applicant, which is reviewed by a body of the relevant provincial
Bar Council. Most applications after successful completion of the requirement, are accepted.

22
In Sri Lanka (formally Ceylon) till 1973 Employee was a practitioner in a court of law who is
legally qualified to prosecute and defend actions in such court on the retainer of clients.
Employees had to pass the HSC exam and enter the Sri Lanka Law College and follow the
relevant course. Following changers in 1973 the title was replaced with Attorney at law. The
current equivalent to an Employee is a counsel who is a trial Employee distinguished from an
instructing attorney.

In Brazil, the bar examination occurs nationally in March, August and December. These
examinations are unified and organized by the Order of Attorneys of Brazil. After 5 years in law
school, Brazilian law students take the Bar exam, that consists of 2 phases: the multiple choice
test and written test, without further requirements.

The Constitution of Brazil applies restrictions on professional practice of law embodied in the
fulfillment of the requirements and qualifications they require, which may include, in addition to
graduation formal submission of the applicant in the proficiency tests. And the Order exam is
tied to Law No. 8609 of 4/7/1994:

"Article 8: For registration as an attorney is needed: IV - To pass the Examination of the Order;"

Within its powers expressly granted by the Constitution, the ordinary legislator demanded that
whoever wishes to pursue the legal profession, possess the degree of Bachelor of Law and
approval of Examination of Order, whose preparation and implementation is done by their own
class. As seen, no unconstitutionality in sight. The Constitution itself provides for the restriction.
Nor is there any illegality, since the Statute of Law requires the examination.

Moreover, the argument that the exam is legitimate, but would be charging a very high level of
legal knowledge, similar to competitions such as the judiciary or prosecutors, absolutely
unfounded. The examination has been based for several years for practical intermediate level,
some more difficult, others extremely simple, and absolutely commonplace themes and whose
knowledge is absolutely necessary and indispensable to anyone who intends to practice law.

For comparison, in other Civil law countries, such as France and Italy, the method of the Bar
examination is more difficult than in Brazil. The French situation is that concluded the law
school, attend a compulsory course of 1 year and conduct a mandatory stage of 2 years, after

23
completion of such compulsory course. Totaling of 8 years of study of law. The Italian situation
is after graduation is essential that the applicant make a compulsory training of legal practice of 2
years. After the biennium, as evidenced by the practice participation in hearings and dispensing
of pleadings, the applicant may submit to the examination. This consists of written and oral tests.
Approved, can take the oath and sign up for organ class. However, the capacity is not total, due
the Italian statute to demand 12 years of advocacy for candidacy before the Corte di Cassazione
(Court of Cassation) and other High Courts (Law 27/1997).

In spite of that, the bar exam in Brazil approves very few candidates and is considered a hard
exam. For instance, in February 2014, the Bar association made a release stating that only
19.64% of candidates had been approved in the last exam and, therefore, were able to register as
Employees.

Netherlands

In Dutch law, the law relating to the Employees is the Employees Act. Under the Act, the Dutch
bar association (Orde van Employeen) regulates the professional conduct and the professional
education of the Employees.

A Dutch Employee has to complete Dutch bar education and fulfill certain requirements (which
may vary among the various judicial regions within the Netherlands) under the supervision of a
senior Employee for a period of at least three years, called the 'advocaat-stage'. After completing
the bar education exams, the junior Employee is admitted unconditionally to the Dutch bar.

24
Q.1. What is your opinion about Employee?

opinion about Family Sum

Business
Excellent 44%
Very good 32%
Good 24%
Total 100%

24%

44%
Excellent
Very good
Good

32%

INTERPRETATION
Out of 50 person opinion about Employee is 44% excellent and 32% Very good and 24% Good.

25
Q.2. What is your overall opinion about Indian Employee?

Indian Employee Sum

Excellent 50%
Very good 43%
Good 5%
Bad 2%
Total 100%

2%

5%

Excellent
Very good
50%
Good
43% Bad

INTERPRETATION

Overall opinion about Indian Employee out of 50 person - 49% is Excellent, 44% is Very good, 5%
is good and 2% is bad.

26
Q.3. How do you know about its new Employee?

New Employee Sum

Excellent 50%
Very good 43%
Good 5%
Bad 2%
Total 100%

15%

7%
48%

30%

INTERPRETATION

48% comes to know through Television, 30% through radio, 7% through magazines and 15%
through others.

27
Q.4 How much do you like Family Person Employee ?

Yes
No

INTERPRETATION

Out of 50 persons - 50 % People are like to family business and 50 % people are like join
business

28
HIGHLIGHTS OF EMERGENCE

According to Reporters Without Borders' annual report, the year 2018 was the worst year on
record for deadly violence and abuse toward Employees; there was a 15 per cent increase in such
killings since 2017. Ruben Pat was gunned down outside a Mexican beach bar. Yaser Murtaja
was shot by an Israeli army sniper. Bulgarian Viktoria Marinova was beaten, raped and
strangled. A car bomb killed Malta's Daphne Caruana Galizia. Jamal Khashoggi was killed
inside Saudi Arabia's consulate in Istanbul on Oct 2.

Business emergence stresses the importance of entrepreneurial process as set of actions or

behaviors lead to creation of organization. Emerge means something becomes known or starts to
exist. The emergence of business information resources and services on the internet is discussed
and its impact on business librarianship. Important resources in various business area are
identified such as economics, finance marketing, international business and real estates. It is the
argued has become every important part of business information services and that poses great
challenges to business librarianship. Subject knowledge in business has becomes increasing
crucial for business librarians to effectively identify, evaluate, select, and organized business
information on the internet.

Without subject of knowledge or with lack of subject of knowledge in business, business

librarians will not be able to maintain the quality of business information services.

There is a parallel between the emergence of business and the emergence of self is both
fascinating and highly instructive in understanding the narrative of conscious capitalism. Both
the evolution of self and the evolution of business and the evolution of business go through five
core stages, in which large measure parallel each other.

These five stages unfold in the historical emergence of business and even as they may unfold in
the life of the individual person business.

This highly are conceptual account is necessarily quite simplified. Nevertheless, this framework
is offered as way of looking at conscious that adds to the discussions.

29
At the first level:

Business begin in what we might call pre-personal stage. At this stage, business form identity in
relation to large context that holds them. In pre-modern business the idea of an individual
business which served its own prosperity did not exist. Nor was there a notion of self as self
justifying unit.

At level two:

Business emerge from the shadow of king and evolve into their own independent identity. Self
emerge from the pre personal to personal stage. The individual destiny journey and life become
self evidently valuable in the eyes of the society and the individual himself.

At the same time. Business emerges as a self justifying activity which seeks its own fulfillments.

Adam smith is writing about the invisible hand of the market which the self regulates and guides
the market place towards its fulfillments. The corporation serves itself which is constituted by its
owners or shareholders. The healthy corporation serves the financial interest of the shareholders.

The healthy ego of the self serves the productivity and the happiness of the individuals self.

The self interest of the individuals is to promote the survival and flourishing of the individuals.
The independent separate self and the self independent separate business have emerged and their
creative force is unleashes in the world.

At level three:

Shadow of the elements of the individual and the business emerge and the legitimate cause for
concern. The self of the individual person and the individual business show sign of pathology.

At the level four:

In this various strategies are developed to deconstruct the ego of the individual business. As the
result, of the excesses of both produced by greed as described above the self validating person

30
and business are demonized as the person and social evil theories are introduced old and new
which support the complete undermining of the personal self and shareholder driven business.

The independent business context is said ignores the larger context of shareholders in its action
and moves only to satisfy its own most pressing needs for gratification. It seeks to fiil the
shallowest needs for power and status, which are disconnected from genuine realization or
achievement.

At the level five:

The evolutionary emergence of level is form pathology and mythology. At the fifth level the
movements is form the pathology of business person to mythology of the individual person and
business. At the consciousness level we witness the evolutionary of unique business. At the level
true self oneself experience is as being as inextricable.

The unique business has a unique perspective on the world which creates its ability to give
unique gifts. Unique business does not superficially imitate competitors but rather turn inwards
and outwards to self understand its own unique gift of service or goods to the market places.

The sense of that unique gift is essential that guides and directs the business.

The unique business cultivates its particular set of eyes to gain the unique insight into the market
place And the customer which yield new opportunities to give to unique gifts in the ways which
serves the highest interest of all parties involved.

The market place feel the signature uniqueness of the business and reward it with the kind of
attention and loyalty which creates the prosperity.

From the moment you make the decision to set up a business, you’re in the ―business lifecycle.‖

This will see you journey from idea to startup, and if successful, through to the growth and
maturity phases.

31
While it’s fair to say that business is never not challenging, a look at each of the stages of the
business lifecycle highlights a unique set of obstacles to deal with and overcome.

You will have to be flexible in your thinking and adapt your strategy as you move along. Indeed,
different approaches are required for market penetration versus, for example, what may be
required to achieve growth or retain market share.

According to the recent startup genome report, an estimated 90% of those startups that fail do so
primarily due to self-destruction. It was their founders own bad choices or lack of preparedness
rather than so-called

―Bad luck‖ or market conditions that were out of their control. Understanding your position in
the business lifecycle just might help you stay a bit ahead of the game here and defy the odds, as
you anticipate the potential challenges and obstacles that are upon you or are on the way
depending on what phase you are in or about to transition to.

Simply put, as your business grows and develops, so too do your business aims objectives
priorities and strategies — and that’s why an awareness of what stage of the business lifecycle
you are currently in can be helpful.

Stage 1: Seed and Development

This is the very beginning of the business lifecycle, before your startup is even officially in
existence. You’ve got your business idea and you are ready to take the plunge. But first you must
assess just how viable your startup is likely to be.

At this stage, you should garner advice and opinion as to the potential of your business idea from
as many sources as possible: friends, family, colleagues, business associates, or any industry
specialists you may have access to.

Ultimately the success of your business will come down to many factors— including your own
abilities, the readiness of the market you wish to enter and, of course, the financial foundation in
place.

32
In some ways, this is the soul-searching phase. It’s where you take a step back and consider the
feasibility of your business idea, and also ask yourself if you have what it takes to make it a
success.

Stage 2: Startup

Once you have thoroughly canvassed and tested your business idea and are satisfied that it is
ready to go, it’s time to make it official and launch your startup. Many believe this is the riskiest
stage of the entire lifecycle. In fact, it is believed that mistakes made at this stage impact the
company years down the line, and are the primary reason why 25% of startups do not reach their
fifth birthday.

Adaptability is key here, and much of your time in this stage will be spent tweaking your
products or services based on the initial feedback of your first customers. It can even get to the
point where you are making so many changes to your offering that you start to feel a bit of
confusion. That’s just noise, and the main advice here is to power through the blurriness, because
extreme iterations upfront will naturally seem confusing. Rest assured the clarity will once again
come.

Stage 3: Growth and Establishment

If you’re at this stage, your business should now be generating a consistent source of income and
regularly taking on new customers. Cash flow should start to improve as recurring revenues help
to cover ongoing expenses, and you should be looking forward to seeing your profits improve
slowly and steadily.

The biggest challenge for entrepreneurs in this stage is dividing time between a whole new range
of demands requiring your attention— managing increasing levels of revenue, attending to
customers, dealing with the competition, accommodating an expanding workforce, etc.

Hiring smart people with complementary skill sets is necessary to make the most of your
company’s potential during this phase, and so any good founder will be spending a lot of time
directly involved in the recruitment process.

33
It is essential that you start to come into your role as head of the company in this stage. While
you’ll still be on the front lines often enough, you need to be aware of how your expanding and
highly qualified team is going to be taking over a great deal of the responsibilities that were
previously tightly under your control. It is your job now to start establishing real order and
cohesion as you mobilize the teams according to clearly defined and communicated goals.

Navigating the Business Lifecycle:

Not all businesses will experience every stage of the business lifecycle, and those that do may
not necessarily experience them in chronological order. For example, some businesses may see
astronomical growth right after startup, and the founders may decide to cash out right away,
jumping straight to that ―exit‖ stage.

For many companies, though, there will be some sort of resemblance to the stages defined above,
and awareness may help you anticipate what is coming next and how you can best prepare
yourself and your team to maximize your chance of success. Making the right decisions at each
stage is another thing altogether, however, and that will require your usual mix of gut instinct
and practical business sense.

34
PAST EXPERIENCE

My father is an Employee. After that my father's life changed and the house started walking well
and today the house is happy My father is a very good Employee today and his life has changed
completely.

The past experiences was good also and bad also. Many difficulties have been faced to come at
this point. When things have been faced to earn for family to run up the business to over come
to the problem. When we wants some good from anywhere the transportation problem was very
high. When we want to delivered some good to one place to another many problem arise. Many
things were faced by grand father and father to earn money let us get studied.

Many a times when works dont came grandfather , father and uncles work in factory. And also
they go for deilivering the goods.

Nowadays the world is more interested about community whenever the people intend to make a
purchase decision. The current religious, ethical, and environmental regressions have compelled
the people to think carefully of anything is serious or not, if it bear lies or truth Intention to
purchase is a kind of decision made by the buyer in which he/she verifies a brand in particular
and neglect other brands. Constructs like trust in something before purchasing a brand and
continuing to purchase a brand aids the scope of consumer s intentions to purchase found a type
of loyal buyers whose purchasing decision is insensible to pricing, and buyers investing money
in the brand that satisfy their needs which they extremely trust. The intention to purchase is one
the main drivers that tend buyers to continue in payment transaction and finishing with buying
products or services. Intention to act is a psychological behavior.

Starting a successful business is not always strongly related to your entrepreneurial experience.
Historically, you can find that many of the most successful companies today are started by
inexperienced entrepreneurs.

I always say that you need the right competence when you want to start a business. Your
entrepreneurial competence is a combination of your entrepreneurial knowledge, entrepreneurial
skills, and entrepreneurial experience. So, now as you can see, you already have knowledge
about something, and you already have skills about something.

35
You have no business experience and you are afraid to start a business with no business
experience. If you do the simple math, you can conclude that you already possess 2/3 of
something that brings potential energy for your future startup.

When you succeed to mix this three things in the right way with your business idea you want to
transform into the successful business, you will be much closer to launching this business. So,
here are some guides that will help you to start a business with no business experience.

Business processes entail a large number of decisions that affect their business performance. The
criteria used in these decisions are not always formally specified and optimized. The paper
develops a semi-automated approach that improves the business performance of processes by
deriving decision criteria from the experience gained through past process executions. The
premise that drives the approach is that it is possible to identify a process path that would yield
best performance at a given context.

The approach uses data mining techniques to identify the relationships between context, path
decisions, and process outcomes, and derives decision rules from these relationships. It is
evaluated using a simulation of a manufacturing process, whose results demonstrate the potential
of improving the business performance through the rules generated by the approach.

36
FUTURE PROSPECTS

A family-owned business may be defined as any business in which two or more family members
are involved and the majority of ownership or control lies within a family. Family-owned
businesses may be the oldest form of business organization. Farms were an early form of family
business in which what we think of today as the private life and work life were intertwined. In
urban settings it was once normal for a shopkeeper or doctor to live in the same building in
which he or she worked and family members often helped with the business as needed.

ISSUES IN FAMILY BUSINESSES

A family business can be described as an interaction between two separate but connected
systems—the business and the family—with uncertain boundaries and different rules.
Graphically, this concept can be presented as two intersecting circles. Family businesses may
include numerous combinations of family members in various business roles, including husbands
and wives, parents and children, extended families, and multiple generations playing the roles of
stockholders, board members, working partners, advisors, and employees. Conflicts often arise
due to the overlap of these roles. The ways in which individuals typically communicate within a
family, for example, may be inappropriate in business situations. Likewise, personal concerns or
rivalries may carry over into the work place to the detriment of the firm. In order to succeed, a
family business must keep lines of communication open, make use of strategic planning tools,
and engage the assistance of outside advisors as needed.

37
THE PLANNING PROCESS

Strategic planning—centering around both business and family goals—is vital to successful
family businesses. In fact, planning may be more crucial to family businesses than to other types
of business entities, because in many cases families have a majority of their assets tied up in the
business. Since much conflict arises due to a disparity between family and business goals,
planning is required to align these goals and formulate a strategy for reaching them. The ideal
plan will allow the company to balance family and business needs to everyone's advantage.

Family Planning
In family planning, all interested members of the family get together to develop
a mission statement that describes why they are committed to the business. In allowing family
members to share their goals, needs, priorities, strengths, weaknesses, and ability to contribute,
family planning helps create a unified vision of the company that will guide future dealings.

A special meeting called a family retreat or family council can guide the communication process
and encourage involvement by providing family members with a venue to voice their opinions
and plan for the future in a structured way. By participating in the family retreat, children can
gain a better understanding of the opportunities in the business, learn about managing resources,
and inherit values and traditions. It also provides an opportunity for conflicts to be discussed and
settled. Topics brought to family councils can include: rules for joining the business, treatment of
family members working and not working in the business, role of in-laws, evaluations and pay
scales, stock ownership, ways to provide financial security for the senior generation, training and
development of the junior generation, the company's image in the community, philanthropy,
opportunities for new businesses, and diverse interests among family members. Leadership of the
family council can be on a rotating basis, or an outside family business consultant may be hired
as a facilitator.

Business Planning
Business planning begins with the long-term goals and objectives the family holds for
themselves and for the business. The business leaders then integrate these goals into the business
strategy. In business planning, management analyzes the strengths and weaknesses of the

38
company in relation to its environment, including its organizational structure, culture, and
resources. The next stage involves identifying opportunities for the company to pursue, given its
strengths, and threats for the company to manage, given its weaknesses. Finally, the planning
process concludes with the creation of a mission statement, a set of objectives, and a set of
general strategies and specific action steps to meet the objectives and support the mission. This
process is often overseen by a board of directors, an advisory board, or professional advisors.

Succession Planning
Succession planning involves deciding who will lead the company in the next generation.
Unfortunately, less than one-third of family-owned businesses survive the transition from the
first generation of ownership to the second, and only 13 percent of family businesses remain in
the family over 60 years. Problems making the transition can occur for any number of reasons: 1)
the business was no longer viable; 2) the next generation did not wish to continue the business,
or 3) the new leadership was not prepared for the burden of full operational control. Lack of
planning, however, is by far the most common underlying reason for a company to fail in the
generational transition. At any given time, a full 40 percent of American firms are facing the
succession issue, yet relatively few make succession plans. Business owners may be reluctant to
face the issue because they do not want to relinquish control, feel their successor is not ready,
have few interests outside the business, or wish to maintain the sense of identity they have for so
long gotten from their work.

THE FUTURE OF FAMILY BUSINESSES

First, the aging of the baby boom generation signals a coming ownership change for many family
businesses within the next ten years. Second, more and more of these businesses will be taken
over by women, continuing a trend that has been visible since the turn of the century. Some
family-owned businesses are finding that it is no longer assumed that children will wish to take
over a family business. If the founders of a firm wish to keep it in the family's hands, they should
be sure to take proactive measures to attract future generations to the business.

 Expose family members to all aspects of the business, including employees, customers,
products, and services.

39
  Define the business's attractive qualities in terms that will appeal to the listener.
 Recognize those factors that have the potential to dissuade family members from staying
involved in the business. These factors can range from personal interests that lie in other
areas to conflicts with other family members.
 Reward family members who decide to join or stay with the family business. The 'price'
successors pay to join and operate a family business may include giving up career options
that they find financially and personally attractive. It may seem to a new family member
coming into a family business that he or she is suffering a loss of privacy. Conflicts may
arise between parent and child when their management styles conflict. A business may
make compromises—such as making it possible for the successor to spend more time
with his or her family or hiring an interim senior manager to buffer conflicts between
parent and child. But the company's 'cost' and the successor's 'price' must be affordable to
both.
 Give family members outlets to explore their ideas, interests, and concerns.

A prospect is someone (be it a person, a department in a company or a whole company) who has
an interest in your business and your product. A prospect is someone who has a need, desire
and/or interest in what you offer.

How to Find Prospects for Your Business?

Prospects can be obtained in a variety of ways such as online (eg. Social media), in the physical
world (at a trade show for example) or they can approach you first (visit your website or fill in a
web form)

Social Media

Networking platforms are the manna of the business world. Not only do they offer a great way to
connect with customers, but also a new place for you to grow your list of prospective customers.
It is a great way to start creating and nurturing relationships through engaging in conversations,
sharing relevant content and generally getting to know the people who are keen followers of your
brand.

2 Influencers

40
Connect with influencers on Facebook, Twitter, LinkedIn and Google+ and communicate with
them. Share some of their content and by the law of reciprocity, they will share some of yours.
This way they will be showing your business and ultimately recommending your brand and your
product to their entire audience.

Once your message has had the seal of approval from an expert influencer in your industry,
potential customer would feel so much more confident to go ahead and follow you, share your
content, subscribe to your newsletter and potentially purchase from you.

3 Social Proof

Post case studies and success stories of people and companies who have experienced success
thanks to you and your product. Make use of positive feedback and learn from negative
comments.

This social proof would give people the confidence to check out your website, like you on
Facebook, maybe sign up for a free trial and they will become leads in your sales pipeline.

4 Content

Good content is one of the easiest and most effective ways to finding prospects for your
business. Good content that is relevant to your target market is the key to people subscribing to
communications from you, sharing your content with others and ultimately helping you build a
loyal audience. And this loyal audience is your prospective future clients that could potentially
be nurtured to become your loyal customers.

Look at something as simple as a blog post or an info graphic; they get shared a ton! Why?
Because sharing knowledge and information is something we all do and the business who gets
their content shared becomes somewhat of an expert

5 Networking Events and Trade Shows

Mingle! As effective and handy some of the digital approaches to finding prospects are, good old
networking should still be an essential part of your weekly routine. Engage with people face-to-
face, tell them about yourself, your business and your product and ask about them. Exchange
contact details, add them to your database and keep in touch. There is another prospect in books.

41
6 Customer Referrals

Make existing customers your brand ambassadors! The cost of retaining a customer is much
lower than that of acquiring a new one, loyal customers tend to buy more and spend more. So
treat them well and they will recommend you. Word-of-mouth is undoubtedly one of the most
powerful tools any business can employ to attract prospects, so make sure your clients have
something good to say about you.

7 Email

Use emails, follow ups and automated communications to keep in touch with your prospects and
turn them into solid leads. Expand your audience and get your message across to more and more
people; nurture leads and navigate them through the sales funnel using targeted content
distributed via email. The best thing about email is that it can be used together with other tools
such as social media (add a sign up form to your Facebook page for example) or networking
events (collect emails and add them to your database).

8 Optimize Your Website

Chances are that your website will be the first point of contact between a prospective customer
and your business. So make sure that your website (and I mean every single page, not just the
landing page) live up to the task. Make the whole experience user friendly, check if it is easy to
find information and the navigation on the website is good, use key words and dont forget the
sign up form! Make sure every page gives the option to the visitor to sign up to receiving your
content.

9 Dont Ignore the Small Stuff

Some of the ways you can find prospects are so small that we tend to omit them, but we
shouldnt. For example do you have a fish bowl on your counter where people can put their
business cards if they want to receive communications from you?

10 Focus on Long-term Relationships

Its easy to focus on where your next sale is coming from, but unless you have a long-term vision
and orientation, you are doomed. You are finding prospects that would potentially turn into leads

42
and then sales, but dont forget that during that time you are also nurturing a relationship. A
relationship between you and a prospective customer, and ideally you would like them to stay
with you for the long run, not just purchase and go.

If nurtured well, a large proportion of your prospects can turn into valuable leads. But how do
you do that? How do you find prospects and nurture leads? I hope this post answers the first half
of the question and in another blog we will discuss the nurture part of the equation. Also have a
look at this comprehensive guide on How to Manage Your Sales Pipeline: 6 Simple Steps to
Optimizing your Sales Pipeline for Maximum Results and Efficiency.

A review of financial documents, industry trends and the state of the current economy helps with
analyzing the future prospects of a company. A key to the most accurate analysis is having
access to complete financial data. People considering purchasing or investing in a business
should not do so without a thorough review of profit-and-loss statements and related documents.
Startup companies without an established track record are judged on their business plan and the
overall opportunity based on the state of the specific industry and success of similar, established
companies.

Balance Sheets:

A balance sheet is a financial document providing a broad look at a company's current position
and its immediate prospects. Ohio State University reports that a balance sheet shows a
company's ability to satisfy creditors; manage inventory, services and expenses; and collect
receivables. People considering buying a company should review balance sheets and full
financial information.

That's often possible by signing a nondisclosure agreement allowing full access to the
information. During the due diligence process, analyze future prospects for the company by
tracking revenue versus expenses over the past three years. Future prospects for a company are
usually good if revenue shows year-over-year growth and fixed expenses such as labor costs are
relatively stable or declining. Also analyze the companys debt and access to capital.

43
A company with good revenue growth but heavy debt and little access to capital may not survive
an economic downturn.

Other Options:

Other information on companies is sometimes available by interviewing employees of the

company. While this is not always possible, access to employees can reveal an insider's view
about the state of the business and its prospects. Similar information is sometimes available from
employees or owners of similar businesses competing in the same market. News reports for
publicly traded companies may provide even more information.

44
FUTURE PROSPECTS

A prospect is someone (be it a person, a department in a company or a whole company) who has
an interest in your business and your product. A prospect is someone who has a need, desire
and/or interest in what you offer.

How to Find Prospects for Your Business?

Prospects can be obtained in a variety of ways such as online (e.g. Social media), in the physical
world (at a trade show for example) or they can approach you first (visit your website or fill in a
web form)

Social Media

Networking platforms are the manna of the business world. Not only do they offer a great way to
connect with customers, but also a new place for you to grow your list of prospective customers.
It is a great way to start creating and nurturing relationships through engaging in conversations,
sharing relevant content and generally getting to know the people who are keen followers of your
brand.

2 Influencers

Connect with influencers on Facebook, Twitter, LinkedIn and Google+ and communicate with
them. Share some of their content and by the law of reciprocity, they will share some of yours.
This way they will be showing your business and ultimately recommending your brand and your
product to their entire audience.

Once your message has had the seal of approval from an expert influencer in your industry,
potential customer would feel so much more confident to go ahead and follow you, share your
content, subscribe to your newsletter and potentially purchase from you.

3 Social Proof

Post case studies and success stories of people and companies who have experienced success
thanks to you and your product. Make use of positive feedback and learn from negative
comments.

45
This social proof would give people the confidence to check out your website, like you on
Facebook, maybe sign up for a free trial and they will become leads in your sales pipeline.

4 Content

Good content is one of the easiest and most effective ways to finding prospects for your
business. Good content that is relevant to your target market is the key to people subscribing to
communications from you, sharing your content with others and ultimately helping you build a
loyal audience. And this loyal audience is your prospective future clients that could potentially
be nurtured to become your loyal customers.

Look at something as simple as a blog post or an info graphic; they get shared a ton! Why?
Because sharing knowledge and information is something we all do and the business who gets
their content shared becomes somewhat of an expert

5 Networking Events and Trade Shows

Mingle! As effective and handy some of the digital approaches to finding prospects are, good old
networking should still be an essential part of your weekly routine. Engage with people face-to-
face, tell them about yourself, your business and your product and ask about them. Exchange
contact details, add them to your database and keep in touch. There is another prospect in books.

6 Customer Referrals

Make existing customers your brand ambassadors! The cost of retaining a customer is much
lower than that of acquiring a new one, loyal customers tend to buy more and spend more. So
treat them well and they will recommend you. Word-of-mouth is undoubtedly one of the most
powerful tools any business can employ to attract prospects, so make sure your clients have
something good to say about you.

7 Email

Use emails, follow ups and automated communications to keep in touch with your prospects and
turn them into solid leads. Expand your audience and get your message across to more and more
people; nurture leads and navigate them through the sales funnel using targeted content
distributed via email. The best thing about email is that it can be used together with other tools

46
such as social media (add a sign up form to your Facebook page for example) or networking
events (collect emails and add them to your database).

8 Optimize Your Website

Chances are that your website will be the first point of contact between a prospective customer
and your business. So make sure that your website (and I mean every single page, not just the
landing page) live up to the task. Make the whole experience user friendly, check if it is easy to
find information and the navigation on the website is good, use key words and don’t forget the
sign up form! Make sure every page gives the option to the visitor to sign up to receiving your
content.

9 Don’t Ignore the Small Stuff

Some of the ways you can find prospects are so small that we tend to omit them, but we
shouldn’t. For example do you have a fish bowl on your counter where people can put their
business cards if they want to receive communications from you?

10 Focus on Long-term Relationships

It’s easy to focus on where your next sale is coming from, but unless you have a long-term vision
and orientation, you are doomed. You are finding prospects that would potentially turn into leads
and then sales, but don’t forget that during that time you are also nurturing a relationship. A
relationship between you and a prospective customer, and ideally you would like them to stay
with you for the long run, not just purchase and go.

If nurtured well, a large proportion of your prospects can turn into valuable leads. But how do
you do that? How do you find prospects and nurture leads? I hope this post answers the first half
of the question and in another blog we will discuss the nurture part of the equation. Also have a
look at this comprehensive guide on How to Manage Your Sales Pipeline: 6 Simple Steps to
Optimizing your Sales Pipeline for Maximum Results and Efficiency.

A review of financial documents, industry trends and the state of the current economy helps with
analyzing the future prospects of a company. A key to the most accurate analysis is having
access to complete financial data. People considering purchasing or investing in a business

47
should not do so without a thorough review of profit-and-loss statements and related documents.
Startup companies without an established track record are judged on their business plan and the
overall opportunity based on the state of the specific industry and success of similar, established
companies.

Balance Sheets:

A balance sheet is a financial document providing a broad look at a company's current position
and its immediate prospects. Ohio State University reports that a balance sheet shows a
company's ability to satisfy creditors; manage inventory, services and expenses; and collect
receivables. People considering buying a company should review balance sheets and full
financial information.

That's often possible by signing a nondisclosure agreement allowing full access to the
information. During the due diligence process, analyze future prospects for the company by
tracking revenue versus expenses over the past three years. Future prospects for a company are
usually good if revenue shows year-over-year growth and fixed expenses such as labor costs are
relatively stable or declining. Also analyze the company’s debt and access to capital.

A company with good revenue growth but heavy debt and little access to capital may not survive
an economic downturn.

Other Options:

Other information on companies is sometimes available by interviewing employees of the

company. While this is not always possible, access to employees can reveal an insider's view
about the state of the business and its prospects. Similar information is sometimes available from
employees or owners of similar businesses competing in the same market. News reports for
publicly traded companies may provide even more information.

48
SCOPE FOR SELF

In business there are many scope. Now there are three factory and one shop. I want to earn more
money to make the business run in international level also. I want the work of my business at
high level. In every part of the world there should be a branch of my business. I want to earn
money and make my parents proud and name of parents should be high.

Just because of them i have come to this point. He had given the knowledge of the business.

I want to earn money and future would be safe. As my father take over the responsibilities from
grandfather, i have the same wish to take all the responsibilities of my father and make him free
from tension. There are many technical ways to earn many. I want to apply new techniques from
that consumers or customers get attracted from the product and give the order or purchased the
goods.

I want the new techniques in the business to run up.

As the generation changes the new processes of earning with new techniques are implied to the
business.

I will decide the new strategy in the business.

To keep the self dynamic and innovative.

To help the management and organization in foreseeing the impact of socio-economic changes at
national international level.

To keep the long term policies in the firm.

The main is to earn money.

It comprises all profit seeking activities and enterprises that provides goods and services
necessary to satisfy the needs and wants to the society.

I want to take some risks for earning the profits.

For saving the life of upcoming generation after me we need to plan for the better life. We need
to earn money and some investment is also required.

49
For them saving is also necessary. We need save the income or purchase an asset for some life
investment.

Today i see every business is expanding in large area. It is the age of competition and everyone
is trying to adopt the money-making technique. To recognize yourself in International market is
one of the factors that show you are in a race.

Many industries and organization are hiring the Graduates of ―International Business‖ to
represent their company and business with sound and practical knowledge.

Business is an integral part of modern society. It is an organized and systematic activity for
earning profit. It is concerned with activities of people working towards a common economic
goal.

Modern society cannot exist without business.

Scope of Business Economics:

1Consumer analysis focusing on demand.

2. Production analysis.

3. Equilibrium analysis focusing cost and revenue.

4. Structure of markets and its imperfection.

5. Pricing of products and services.

6. Capital and profit management

The scope is that businesses want to make money. They will sell their products to consumers in
order to make money.

Scope of business means what all business activities a business is going to conduct under its
business brand. A business can conduct various businesses under one roof or a single activity.
The scope of business defines what all will be carried out.

Now a day’s e- business has scope.

50
The scope of e-commerce is to transact online. Transaction through online can be either on
products or services. Most of us are aware of buying products online through some sites like e-
bay or amazon.com. Almost everything from gym equipment to laptops, from apparels to
jewelries, are purchased online in this age of e-commerce. While these are products, people are
also buying services online.

SWOT ANALYIES

S STANDS FOR STRENGTH

W STANDS FOR WEAKNESS

O STANDS FOR OPPORTUNITIES

T STANDS FOR THREATS

―As coins has two faces, similarly business also have two faces strength and weakness. Every
threats provides opportunities in this analysis the interrelation of threat — opportunities and
strength = weakness are studied. This is also called tows analysis.

Swot analysis is well tested evaluation technique of internal and external factors. This techniques
is based on the experience and tests. This technique with the help of various factor received from
information, works for strategy management. Swot comprises of various words viz.

Weakness and strength are internal factor whereas, threats and opportunities are external factor.

Strength:

In every organization business or individuals there are own strength. They are called
specialization. They are also called positive points like individual or personal communication
right pronunciation , knowledge , proper language, and in group communication presentation ,
proper sequential way of information are the positive points, attracting the listeners and in a
discussion giving logical answer to the question are the main strength.

51
Weakness:

Every individual business or individual have some weakness and the main factor indicate them.
They are also known as negative points. Like in personal intraction miss pronunciation, speaking
fast, incapability to attract the listeners and lack of effective listening are the main weakness.

Threats:

Society and external environment give birth to threats. Every individuals business or
organization which is in the path of success, has to face threats. In actual these threat only
become opportunities after wards.

Opportunities:

In the success of a business to take the advantages of opportunities are the most important in the
life of organization people and business they face many opportunities. By utilizing these
opportunities only one can reach the top.

On reality these opportunities play the role in the ladder to reach to the peak of success. For
example: like many Employee by utilizing the e-commerce have provided the globalization of
business.

Swot analysis generates enthusiasm in individual organization or business towards the

opportunities and threats and, make them aware of opportunities.

Swot analysis by the analysis of organizational weaknesses and strengths is an analysis of overall
capabilities. Swot analysis develop expertise in business men mangers and individuals and
provides them mature ot look.

SWOT is commonly used as part of strategic planning and looks at:

Internal strengths

Internal weaknesses

Opportunities in the external environment

52
Threats in the external environment

SWOT analysis aims to discover:

What the business does better than the competition

What competitors do better

Whether it is making the most of the opportunities available

How a business should respond to changes in its external environment.

SWOT Analysis is instrumental in strategy formulation and selection. It is a strong tool, but it
involves a great subjective element. It is best when used as a guide, and not as a prescription.
Successful businesses build on their strengths, correct their weakness and protect against internal
weaknesses and external threats. They also keep a watch on their overall business environment
and recognize and exploit new opportunities faster than its competitors.

SWOT Analysis is not free from its limitations. It may cause organizations to view
circumstances as very simple because of which the organizations might overlook certain key
strategic contact which may occur. Moreover, categorizing aspects as strengths, weaknesses,
opportunities and threats might be very subjective as there is great degree of uncertainty in
market. SWOT Analysis does stress upon the significance of these four aspects, but it does not
tell how an organization can identify these aspects for itself.

There are certain limitations of SWOT Analysis which are not in control of management. These
include-

Price increase;

Inputs/raw materials;

Government legislation;

Economic environment;

53
Searching a new market for the product which is not having overseas market due to import
restrictions; etc.

Internal limitations may include-

Insufficient research and development facilities;

Faulty products due to poor quality control;

Poor industrial relations;

Lack of skilled and efficient labor; etc.

SWOT analysis can be used effectively to build organizational or personal strategy. Steps
necessary to execute strategy-oriented analysis involve identification of internal and external
factors (using the popular 2x2 matrix), selection and evaluation of the most important factors,
and identification of relations existing between internal and external features.

For instance, strong relations between strengths and opportunities can suggest good conditions in
the company and allow using an aggressive strategy. On the other hand, strong interactions
between weaknesses and threats could be analyzed as a potential warning and advice for using a
defensive strategy.

Matching and converting

One way of using SWOT is matching and converting. Matching is used to find competitive
advantage by matching the strengths to opportunities. Another tactic is to convert weaknesses or
threats into strengths or opportunities. An example of a conversion strategy is to find new
markets. If the threats or weaknesses cannot be converted, a company should try to minimize or
avoid them.

The SWOT analysis has been used in community work as a tool to identify positive and negative
factors within organizations, communities, and the broader society that promote or inhibit
successful implementation of social services and social change efforts. It is used as a preliminary
resource, assessing strengths, weaknesses, opportunities, and threats in a community served by a
nonprofit or community organization. This organizing tool is best used in collaboration with

54
community workers and/or community members before developing goals and objectives for a
program design or implementing an organizing strategy. The SWOT analysis is a part of the
planning for social change process and will not provide a strategic plan if used by itself. After a
SWOT analysis is completed, a social change organization can turn the SWOT list into a series
of recommendations to consider before developing a strategic plan.

55
SUMMARY

A Employee has to modify his plans and actions in the light of the moves made by his
competitors. Every business has a strategy, whether expressed or implied.

A strategy may be defined as gamesmanship or an administrative course of action designed to

achieve success in the face of difficulties. It is the grand design or an overall plan which a
company chooses in order to move or reach the mission and objectives.

It seeks to provide ad optimum match between the friends its environment. It is a plan prepared
for unpredictable contingencies on the basis of anticipated behavior of others. "Strategy is the
complex plan for bringing the organization from a given posture to a desired position in a future
period of time".

As an overall plan, "strategy is the pattern of objectives, purposes or goals and major policies
and plans for achieving these goals stated in such a way as to define what business is in or to be
in and the kind of company it is to-be.

56
CONCLUSION

Blogs and new media have undoubtedly changed the landscape of investigative journalism. In
terms of its form, journalism as a whole has become more conversational, and iterative, as
readers seek to contribute to the story, and Employees open more of their processes to public
view. The time and space offered by the internet has provided opportunities for these
conversations to take place, and for Employees to make raw material available to fuel them. And
the networked nature of the Web has facilitated coordination of contributors across borders and
industries, along with a now global distribution of material.

The current period offers both significant threats and opportunities to investigative journalism.
The sheer quantity and accessibility of information means that quality is becoming a precious
commodity. Technological tools have made the investigative Employee’s job of gathering and
analysing data, and identifying and contacting sources, easier, but when the source of
information is a blog, Employees face the challenge of evaluating both the information and the
source, sometimes without knowing what partisan, ideological or commercial affiliations the
blogger may have (Friend & Singer, 2007). The protection and access afforded to Employees –
in particular, access to certain areas or people, and the ability to protect a source – are not
routinely offered to those working outside mainstream media (Gant, 2007), while at the same
time the past two decades have seen courts being increasingly reluctant to offer protection even
to Employees working for large publishers (Henry, 2007).

The use of blogs for investigative journalism raises a number of challenges and ethical issues.
Investigative Employees may find it hard to protect their sources in an age where so much is
recorded. There are useful tools that help – such as Invisiblog.com for free anonymous blog
hosting and The Online Policy Group (OPG) for privacy-protective domain name registration,
while the likes of Tor and Anonymizer.com allow bloggers to hide their IP address (location) and
Pingomatic allows bloggers to quickly broadcast an entry while making the poster untraceable
(Electronic Frontier Foundation, 2005) – but there are always concerns about weaknesses in such
technologies emerging in the future.

57