companies changed!!! so do their logos.............

BIBLE-FRUITS OF THE SPIRIT

Love Love must be sincere.  Hate what is evil; cling to what is good.  Be devoted to one another in  brotherly love.  Honor one another above yourselves.  Never be lacking in zeal, but keep  your spiritual fervor, serving the Lord.  Be joyful in hope, patient in affliction, faithful in prayer.   Share with God's people who are in need.  Practice hospitality.  Romans 12:9-13 Dear friends, let us love one another, for love comes from God.  Everyone who loves has  been born of God and knows God.  Whoever does not love does not know God, because  God is love.  1 John 4:7-8 Joy Be joyful always; pray continually;  give thanks in all circumstances, for this is God's will for  you in Christ Jesus.  1 Thessalonians 5:16-18 May the God of hope fill you with all joy and peace as you trust in him, so that you may  overflow with hope by the power of the Holy Spirit.  Romans 15:13 Peace Let the peace of Christ rule in your hearts, since as members of one body you were called to  peace.  And be thankful.  Let the word of Christ dwell in you richly as you teach and admonish  one another with all wisdom, and as you sing psalms, hymns and spiritual songs with gratitude  in your hearts to God.  And whatever you do, whether in word or deed, do it all in the name of  the Lord Jesus, giving thanks to God the Father through him.  Colossians 3:15-17 But the wisdom that comes from heaven is first of all pure, then peace-loving, considerate,  submissive, full of mercy and good fruit, impartial and sincere.  Peacemakers who sow in  peace raise a harvest of righteousness. James 3:17-18 Patience Be completely humble and gentle; be patient, bearing with one another in love.  Make every  effort to keep the unity of the Spirit through the bond of peace.  There is one body and one  Spirit - just as you were called to one hope when you were called - one Lord, one faith, one  baptism; one God and Father of all, who is over all and through all and in all.   Ephesians 4:2-6 Be patient, then, brothers, until the Lord's coming.  See how the farmer waits for the land to  yield its valuable crop and how patient he is for the autumn and spring rains.  You too, be  patient and stand firm, because the Lord's coming is near. James 5:7-8 Kindness Therefore, as God's chosen people, holy and dearly loved, clothe yourselves with  compassion, kindness, humility, gentleness and patience.  Bear with each other and forgive  whatever grievances you may have against one another.  Forgive as the Lord forgave you.   And over all these virtues put on love, which binds them all together in perfect unity.  Colossians 3:12-14 For this very reason, make every effort to add to your faith goodness; and to goodness,  knowledge; and to knowledge, self-control; and to self-control, perseverance; and to  perseverance, godliness; and to godliness, brotherly kindness; and to brotherly kindness,  love.  For if you possess these qualities in increasing measure, they will keep you from being  ineffective and unproductive in your knowledge of our Lord Jesus Christ.  2 Peter 1:5-8

experience of reading the autobiography of APJ Abdul Kalam

 I got the opportunity o read the autobiography of Dr. APJ Abdul Kalam. when I thought of reading the book i was little skeptic bout the relevance of reading the entire book. I started reading with little excitement as it wsa given as a part of assignment, but later when I read few pages I started liking the way things have been described in it. Even a small incident is described so well that its hard to avoid reading further. Form the book i came to know bout how a child who belonged to a middle class family can reach such great heights on the basis of his will power and positive thinking. Dr. Kalam shows such qualities that are required in every leader for the growth of the nation. I lernt many things and he acts as a source of inspiration for me. In the book he mostly guided the youth so that they can achieve the goals of their life and work for the progress of the nation. The book also guides us about various concepts like Change, Leadership, Team spirit and many more which can be very useful in developing our mindset.

The overall experiencewas very good and I consider myself fortunate for getting the opportunity to read this book.

don't quit

Don't Quit

When things go wrong as they sometimes will,

When the road you're trudging seems all uphill,

When funds are low and the debts are high,

And you want to smile, but you have to sigh.

When care is pressing you down a bit.

Rest, if you must, but don't you quit.

Life is queer with its twists and turns

As every one of us sometimes learns.

And many a failure turns about

When he might have won had he stuck it out:

Don't give up though the pace seems slow -

You may succeed with another blow.

Success is failure turned inside out -

The silver tint of the clouds of doubt.

And you never can tell how close you are.

It may be near when it seems so far:

So stick to the fight when you're hardest hit

It's when things seem worst that you must not quit.

kaamyabi

HARTA JO NAHI MUSHKILO SE KABHI,
JISKA MAQSAD HAI MANJIL KO PANA,
DHOOP MEIN DEKHKAR THODI SI CHHAYA,
JISNE SIKHA NAHI BAITH JANA,
AAG JISME "LAGAN" KI JALTI HAI,
"KAAAAAMYABI" USI KO MILTI HAI...

Team Spirit

"Exponential gains in organization effectiveness are possible at the intersection of team and spirit. Despite the potency of this synergy of team and spirit, the notion is still incompletely understood by modern enterprises. To realize the possibility of spirited, high performing teams requires a shift in awareness, a shift in values, and with it a shift in the way teams work."

Many corporations including Tata Consultancy Services, Nestle, Fiat, Bharat Petroleum, Wiproand Maruti are encouraging employees to participate in corporate training at ashrams and spiritual retreats where they learn to synergise and be at peace. Isha Foudation's Wholeness Programme, Art of Living's APEX, Prasanna Trust's Corporate Harmony, Tej Gyan Foundation's Wisdom Training and Brahmakumaris' Management Programme — are some of the packages popular with corporations. They are in fact tailormade to teach mind management, yoga and spiritual psychology. The duration of courses range from one day to a whole week.

How to Merge Corporate Cultures

Mergers and acquisitions can create strange bedfellows, but the drawbacks of companies' cultures not meshing together can have an 

impact on the bottom line.

Merging Your Corporate Cultures: Do Your Due Diligence

Nancy Rothbard, a management professor at Wharton School at the University of Pennsylvannia, says recent studies show the failure rate of mergers is close to 75 percent, and the majority don't produce the expected financial returns for years after the merger has taken place.

"In some of the research, there's been a lot of discussion on how the culture piece has been really central to why they fail," she says.

That happens because most companies don't consider the differences in corporate cultures when analyzing a potential merger in the first place.

"Often the things that are harder to assess are the qualitative aspects," she says. "It often can create a lot of challenge for getting the best out of employees."

You can get a jump on this problem by thinking ahead: While the legal team is scrutinizing the proposed merger, have someone elsetake a look at the cultural differences between the two companies. This way, you're not just plopping new employees into an unfamiliar environment and expecting them to sink or swim.

Culture clash is too often a scapegoat when mergers go wrong, says Joe Aberger, the president of Pritchett, a strategy firm that specializes in mergers and corporate culture and is headquartered in Dallas. Factoring it into the preparations for the merger helps avoid scapegoating.

"Executives would rather blame culture than shouldering the blame for destroying millions of dollars of shareholder value," he says. "You can't get lost in analyzing culture. You need to keep your eye on the bottom line."

Merging Your Corporate Cultures: Don't Try to Change Everything

One mistake companies often make is assuming they need to completely throw out the pre-existing cultures after the merger. In fact, companies that do it successfully converge on a few shared values, some common operating principles, and standard  processes, but leave other aspects as they were.

"You don't need one common culture for everyone to work together," Aberger says. "Sometimes value can be squandered in pursuit of unnecessary consistency between companies."

Experts say there's no such thing as a merger of equals: one company always brings the dominant culture. Smart companies will go out of their way to be protectionist and preserve certain parts of the smaller entity, Rothbard says.

"There may be certain aspects of the culture you want to preserve and value in the firm you're merging with," she says. "Make sure you don't destroy what made that company a really great company to buy or to merge with."

Start by identifying which aspects of the culture are most important to the bottom line; the rest you may be able to leave untouched.

"Don't try to change everything," Aberger says. "Be very mission critical in your approach."

Rothbard says to make sure not to establish a system of "haves" and "have nots" in the office, which can quickly create tension.

Merging Your Corporate Cultures: Communicate Expectations

To combat that "first day of high school" feeling after a merger, communication is key. This can be done through regular updates, employee surveys, one-on-one lunches, and meetings.

"You absolutely have got to empower people to have a voice in defining what the new corporate culture is going to be," Sprouse says. "What you want to do is find aspects of both cultures that work in the new combined culture."

Rothbard says something that often sinks mergers is when employees don't know what's expected of them in the new environment.

"When people move from one firm to another, they have cultural baggage they bring with them, in terms of how you think you should be behaving to be effective in their job," she says. She cited a hypothetical example of discount insurance company Geicomerging with a higher-end insurance firm. Should employees of the new company go after a few high-premium customers or stick with Geico's model of signing on lots of low-end customers?

"That can be a very, very delicate operation," she says.

Sprouse says to make sure not to focus just on the central office either. If you have sites outside the main headquarters, make an extra effort to keep them in the loop.

Most of all, don't expect all this to happen right away. Like any new relationship, it takes time to settle in, usually much longer than you may be expecting.

"Often times we don't know what it is about the culture that may be incompatible," Rothbard says. "It takes time: When we have these skirmishes as things flare up, values and behaviors pan out."