broad stream of humanities and social sciences, and not just the stream of management and business studies. This reflects an increasing awareness about the role of multiple perspectives on the functioning of businesses. In such a scenario, individuals should be assessed in terms of multiple intelligence characteristics, rather than measuring them uni-dimensionally in terms of IQ. This study would focus on understanding individuals in terms of multiple intelligence, and would relate it to their educational performance. 353 Emotional Competence, Personality and Job Attitudes as Predictors of Job Performance N. R. V. Prabhu , SRM Valliammai Engineering College C. R. Krishna Prasad , VIT Business School, VIT, Vellore Emotional intelligence, as Mayer et al, 2000 conceived it, is “The ability to perceive and express emotion, assimilative emotion in thought, understand and reason with emotion, and regulate emotion in the self and others”. Emotional intelligence has recently emerged in both academic and popular literature which will be the focus of this paper. It explored the role of predictive variance of emotional competencies, personality variables and job attitudes in job performance of 204 middle level managers, who completed Emotional Competency Inventory, Type A Personality Pattern, Job Attitudes Scale and Performance Rating (Self) Scale. Step- wise regression analysis showed that RxR increased from 0.1155 to 0.3369 with addition of each of the seven variables that contributed significantly to the prediction of job performance. 549 Ramcharitramanas on HRM Rajneesh Khare, Jaipuria Institute of Management, Noida Yateesh Wahaal Ramcharitramanas, a unique and great epic of all time, was written by Tulsidasji where he has discussed each and every aspect of human life in context with the principles of Human Resource. Unfortunately, scholars have never reviewed it in this context. This paper moves on this untrodden path and tries to produce a unique theory on Human Resource, relating Ramcharitramanas with several important areas of HR like Leadership Style and its Traits, Communication, Layout of the Organization, Problems and Stresses, Strategic Alliances, Model of a Man , Life cycle of the Organization ,Motivational theories and attempts to enlighten readers on this aspect, while also trying to build onto that missing link helping provide better understanding of the concept of HR through insights from Ramcharitramanas, thus answering whatever lies unanswered. C21, Saturday, December 30, 11:30-1:00 P.M. Session: Conference Theme-IV Session Chair: T. Mallikarjunappa, Mangalore University 360 Management of Global Brands—A Strategic Perspective Mohan Kotwal , Institute of Management and Entrepreneurship Development, [email protected] The lure of Global Brands is now an all pervading phenomenon in the Corporates of the world.The costs of creating global brands is very large and even if the company can afford it, the process of building Global Brands is so complex that a lot of efforts are required for the company to under take it. Shrinking developed world market populations, similarities of world brands, and saturations of markets with products, brands and services all make it even more daunting a task.
You've reached the end of your free preview.
Want to read all 37 pages?
- Fall '19