netrashetty
Netra Shetty
From Wikipedia, the free encyclopedia
Jump to: navigation, search
IHS Global Insight
IHS Global Insight logo
Headquarters Lexington, Massachusetts, United States
Revenue $100 Million
Employees Over 700 in more than 14 countries
Website www.ihsglobalinsight.com
Global Insight is the world's largest economics organization, serving over 3,800 clients in industry, finance and government worldwide, with revenues of over $95 million (in 2006) and employing more than 600 economists and other staff in 23 offices in 13 countries.[1] It is a division of IHS
Global Insight provides comprehensive economic and financial information on countries, regions and industries, using a unique combination of expertise, macroeconomic models, data and software within a common analytical framework to support planning and decision-making. The company also provides consulting and advisory services, with deep knowledge of many industries, such as automotive, energy, health, construction, consumer goods, etc.
gratitude for favors, justice or merit in goods distribution, beneficence in
improving the conditions of others, self-improvement and non-maleficence or
avoiding injury to others. Unlike Kantian or utilitarian ethical frameworks with
a single overarching principle of the categorical imperative or utility, Ross
introduced the concept of ``prima facie'' obligations as duties to be acted upon in
particular situations if not countered by some competing moral obligation.
Beauchamp and Bowie (1997, p. 34) state that many moral philosophers have
come to regard moral obligations ``not as inflexible standards, but as strong
prima facie moral demands that can be overridden in circumstances of
competition with other moral claims''.
Velasquez (1988, pp. 85-9), following Feinberg (1973) and other social
philosophers, contrasts duties of non-interference or ``negative rights'' and
duties of positive performance or ``positive rights''. The former sense of duty is
one of not interfering with the moral rights or claims of others, while the latter
conception of duty suggests that individuals have an obligation to help provide
what others may need to pursue their moral claims or rights. Velasquez notes
tensions between the conservative, more limited conception of duties held by
theorists such as Milton Friedman and the broader assumptions and more
liberal stances regarding ethical duty held by individuals such as Peter Singer.
These differing assumptions or positions concerning moral obligation
influence whether, and what, particular actions are taken in specific HRM
contexts, as well as potential targets for HRM-directed changes. More
conservative political assumptions often seem to lead to recommendations for
individual initiatives ``within'' the existing authority structures, while more
liberal or radical assumptions seem often to lead to calls for collectivist reform
processes at both the organizational and socio-political levels.
Kluckhohn and Strodtbeck (1961), influencing many later researchers
investigating cultural differences (e.g. Hofstede, 1980), examine variations in
values orientations, such as how people in different cultures view humanity
(good vs evil, trust vs cynicism). Although some values may have little moral
content and be largely a matter of taste or preference, there are many moral
values or virtues such as honesty, promise keeping and accountability that are
incorporated into the specific language found in the ethical codes of
professional groups. Still, the evaluation of possible misconduct in work
organizations, and/or the interpretation of ethics codes/statements, is affected
by potential differences in individual values assumptions. For example, to what
extent is a particular individual or the collective group to which the individual
belongs responsible or accountable for a mistake that harms others outside the group?
SCOPE:
This incentive is payable to employees who acquire Q-1, Q-2 or Q-3 qualifications in their respective disciplines.
2. ELIGIBILITY:
The incentive in the form of lump sum award is given to such employees, who attain Q-1, Q-2 or Q-3 qualifications prescribed at induction level after joining the Company, provided that these qualifications are in line with the discipline in which the employee is working.
3. ENTITLEMENT (For qualification acquired upto 28/02/2008):
This scheme is meant for employees who do not possess Q-1, Q-2 or Q-3 qualifications. The scheme includes:
i) An incentive of Rs.7, 500/- For executives and Class-III employees
who acquire Q-1 qualification for E-1
level induction post.
ii) An incentive of Rs.5, 000/- For executives and Class-III employees
who acquire Q-2 qualification
prescribed for induction of top of
Class-III.
iii) An incentive of Rs.2, 000/- For Class-IV employees who acquire Q3 qualification prescribed for induction at bottom of Class-III.
4. ENTITLEMENT (For qualification acquired on or after 1/03/2008):
i) An incentive of Rs.15, 000/- For executives and Class-III employees
who acquire Q-1 qualification for E-1 level induction post.
ii) An incentive of Rs.10, 000/- For executives and Class-III employees
who acquire Q-2 qualification
prescribed for induction of top of
Class-III.
iii) An incentive of Rs.5, 000/- For Class-IV employees who acquire
Q3 qualification prescribed for induction at bottom of Class-III.
5.. GENERAL CONDITIONS:
I) The Scheme is applicable only to those who acquire qualification after 01.11.1988 while in service.
ii) The employee should have completed at least one year of service in the Corporation.
iii) The employee should have appeared in the examination for acquiring the qualification after appointment and during service in the Corporation and not prior to initial appointment in the .
iv) The qualification which will be taken into consideration for grant of incentive, under the scheme, will be those which are relevant in the respective discipline in which the employee is working. For this purpose, qualifications as prescribed under R&P Regulations will be taken into consideration. For example, Q-1 qualifications will be the same as prescribed for the various E-1 induction level posts under these regulations as amended from time to time and Q2 qualifications will be the qualifications as prescribed in the regulations ibid for direct recruitment to the top of Class-III posts in various disciplines. However, if an employee attains the qualifications of a discipline other than the discipline in which he/she is working, he/she will not be entitled to payment in incentive, under the scheme.
v) MBA which is a Q-1 qualification for P&A discipline is considered Q-1 qualification for other disciplines as well for grant of incentive under this scheme to non-executives.
2(A). SCHEME FOR GRANT OF INCENTIVES FOR ADOPTING SMALL FAMILY NORMS
PREAMBLE
(a) To motivate the employees to adopt small family norms in keeping with the national objectives.
(b) To encourage employees to have an "Ideal family" with a view to improving quality of life.
(c) To promote small family norms on voluntary basis.
1. SHORT TITLE AND COMMENCEMENT
This scheme may be called as Oil and Natural Gas Corporation Limited Scheme for grant of Incentives for adopting small family norms.
2. APPLICABILITY
This scheme shall be applicable to all employees in Regular Scales of pay in the Company.
3. LANGUAGES
The Regional Languages like MARATHI, GUJARATI, TAMIL, TELUGU, BANGLA, PUNJABI, ASSAMESE etc.
4. TEACHING COURSES
Each language will consist of the following teaching courses:
5. ELIGIBILITY :
For Prabodh of the respective Regional Language employees of the categories of drivers, technicians etc. in Class-III provided the mother tongue is not the respective regional language.
For Praveen of the respective Regional Language, all employees in Class-III categories excluding Class-IV, provided their mother tongue is not the respective regional language.
6. INTERPRRETATION
In case of any doubt regarding interpretation of any of the provisions of this scheme, the matter shall be referred to the Director (HR), who shall decide the same in consultation with Finance.
7. POWER TO RELAX
The power to relax any of the provisions under this scheme shall vest in the Head of the Region/Institute, (now Asset/ Basin Services/ RO) who shall exercise such powers in consultation with the associated Finance. At Headquarters, these powers shall be exercised by the Head of the Business Group in consultation with the associated Finance.
8. POWER TO AMEND
The Company may from time to time amend, modify or add to this scheme and all such amendments, modifications or additions shall take effect from the date stated therein.
9. REPEAL AND SAVING
10.1 The Existing instructions on "Oil and Natural Gas Commission Scheme on Incentives for Learning Regional Languages" are hereby repealed.
10.2 Nothing in this scheme or any repeal affected thereby shall affect or be deemed to affect any thing done or action taken under the said scheme before commencement of this scheme.
2(B). SCHEME FOR GRANT OF INCENTIVES FOR ADOPTING SMALL FAMILY NORMS
INCENTIVES
The following incentives are provided to the employees for adopting small family norms subject to the condition
(a).CASH INCENTIVE
A lump sum cash incentive of Rs.300/- may be granted to employees where the employee himself or his spouse undergoes sterilization operation. This cash incentive is payable irrespective of the fact whether such employees are entitled to draw any cash or other type of incentive from any other source for undergoing sterilization operation.
(b) SPECIAL INCREMENTS
Employees who undergo sterilization after having one surviving child and not more than two or three surviving children may be granted a special increment in the form of personal pay.
i. The personal pay would be equal to the amount of next increment due at the time of grant of the incentive and will remain fixed during the entire service except as stipulated in Rule 4.3(v) However, where the employee is drawing the pay at the maximum of the pay scale the rate of personal pay would be equal to the amount of increment last drawn.
ii. The personal pay is granted from the 1st of the month following the date of sterilization.
iii. The personal pay can be drawn at their choice by either the husband or the wife where both of them are in the employment of , so that they can avail the higher rate of increment available to them.
iv. The personal pay shall be admissible at the same rate even if the employee is held up at efficiency bar, or he is reduced to a lower grade/post by way of penalty.
v. The rate of personal pay upon Revision of pay scales:
(a) Employees who have adopted small family norms prior to pay revision will be entitled to draw the personal pay equivalent to the increment fixed at the rate of increment in the revised scales of pay of the post held as on 1.1.1997. However employees who were actually drawing the personal pay at a rate higher than the lowest rate of increment in the Revised scales may continue to draw at the old rates.
(b)Employees who have adopted small family norms on or after the date of Revision of pay scales wef 1.1.1997 will be entitled to personal pay of the rate admissible in the actual revised basic pay of an amount equal to the amount of next increment due at the time of grant of the concession.
The Incentive increments on revised rates due to pay revision w.e.f. 1.1.97 are admissible to the employees who do not get any issue during the first four years of marriage as per the terms and conditions as laid down in the O.O.No.11(3)/2000-Welfare dt. 7.8.00. (ClarificationNo. 11(3)/2000-Welfare date 26.2.2001).
vi) The rate of personal pay consequent upon preponment of promotion/deemed promotion with retrospective effect: sterilization operation.
Jump to: navigation, search
IHS Global Insight
IHS Global Insight logo
Headquarters Lexington, Massachusetts, United States
Revenue $100 Million
Employees Over 700 in more than 14 countries
Website www.ihsglobalinsight.com
Global Insight is the world's largest economics organization, serving over 3,800 clients in industry, finance and government worldwide, with revenues of over $95 million (in 2006) and employing more than 600 economists and other staff in 23 offices in 13 countries.[1] It is a division of IHS
Global Insight provides comprehensive economic and financial information on countries, regions and industries, using a unique combination of expertise, macroeconomic models, data and software within a common analytical framework to support planning and decision-making. The company also provides consulting and advisory services, with deep knowledge of many industries, such as automotive, energy, health, construction, consumer goods, etc.
gratitude for favors, justice or merit in goods distribution, beneficence in
improving the conditions of others, self-improvement and non-maleficence or
avoiding injury to others. Unlike Kantian or utilitarian ethical frameworks with
a single overarching principle of the categorical imperative or utility, Ross
introduced the concept of ``prima facie'' obligations as duties to be acted upon in
particular situations if not countered by some competing moral obligation.
Beauchamp and Bowie (1997, p. 34) state that many moral philosophers have
come to regard moral obligations ``not as inflexible standards, but as strong
prima facie moral demands that can be overridden in circumstances of
competition with other moral claims''.
Velasquez (1988, pp. 85-9), following Feinberg (1973) and other social
philosophers, contrasts duties of non-interference or ``negative rights'' and
duties of positive performance or ``positive rights''. The former sense of duty is
one of not interfering with the moral rights or claims of others, while the latter
conception of duty suggests that individuals have an obligation to help provide
what others may need to pursue their moral claims or rights. Velasquez notes
tensions between the conservative, more limited conception of duties held by
theorists such as Milton Friedman and the broader assumptions and more
liberal stances regarding ethical duty held by individuals such as Peter Singer.
These differing assumptions or positions concerning moral obligation
influence whether, and what, particular actions are taken in specific HRM
contexts, as well as potential targets for HRM-directed changes. More
conservative political assumptions often seem to lead to recommendations for
individual initiatives ``within'' the existing authority structures, while more
liberal or radical assumptions seem often to lead to calls for collectivist reform
processes at both the organizational and socio-political levels.
Kluckhohn and Strodtbeck (1961), influencing many later researchers
investigating cultural differences (e.g. Hofstede, 1980), examine variations in
values orientations, such as how people in different cultures view humanity
(good vs evil, trust vs cynicism). Although some values may have little moral
content and be largely a matter of taste or preference, there are many moral
values or virtues such as honesty, promise keeping and accountability that are
incorporated into the specific language found in the ethical codes of
professional groups. Still, the evaluation of possible misconduct in work
organizations, and/or the interpretation of ethics codes/statements, is affected
by potential differences in individual values assumptions. For example, to what
extent is a particular individual or the collective group to which the individual
belongs responsible or accountable for a mistake that harms others outside the group?
SCOPE:
This incentive is payable to employees who acquire Q-1, Q-2 or Q-3 qualifications in their respective disciplines.
2. ELIGIBILITY:
The incentive in the form of lump sum award is given to such employees, who attain Q-1, Q-2 or Q-3 qualifications prescribed at induction level after joining the Company, provided that these qualifications are in line with the discipline in which the employee is working.
3. ENTITLEMENT (For qualification acquired upto 28/02/2008):
This scheme is meant for employees who do not possess Q-1, Q-2 or Q-3 qualifications. The scheme includes:
i) An incentive of Rs.7, 500/- For executives and Class-III employees
who acquire Q-1 qualification for E-1
level induction post.
ii) An incentive of Rs.5, 000/- For executives and Class-III employees
who acquire Q-2 qualification
prescribed for induction of top of
Class-III.
iii) An incentive of Rs.2, 000/- For Class-IV employees who acquire Q3 qualification prescribed for induction at bottom of Class-III.
4. ENTITLEMENT (For qualification acquired on or after 1/03/2008):
i) An incentive of Rs.15, 000/- For executives and Class-III employees
who acquire Q-1 qualification for E-1 level induction post.
ii) An incentive of Rs.10, 000/- For executives and Class-III employees
who acquire Q-2 qualification
prescribed for induction of top of
Class-III.
iii) An incentive of Rs.5, 000/- For Class-IV employees who acquire
Q3 qualification prescribed for induction at bottom of Class-III.
5.. GENERAL CONDITIONS:
I) The Scheme is applicable only to those who acquire qualification after 01.11.1988 while in service.
ii) The employee should have completed at least one year of service in the Corporation.
iii) The employee should have appeared in the examination for acquiring the qualification after appointment and during service in the Corporation and not prior to initial appointment in the .
iv) The qualification which will be taken into consideration for grant of incentive, under the scheme, will be those which are relevant in the respective discipline in which the employee is working. For this purpose, qualifications as prescribed under R&P Regulations will be taken into consideration. For example, Q-1 qualifications will be the same as prescribed for the various E-1 induction level posts under these regulations as amended from time to time and Q2 qualifications will be the qualifications as prescribed in the regulations ibid for direct recruitment to the top of Class-III posts in various disciplines. However, if an employee attains the qualifications of a discipline other than the discipline in which he/she is working, he/she will not be entitled to payment in incentive, under the scheme.
v) MBA which is a Q-1 qualification for P&A discipline is considered Q-1 qualification for other disciplines as well for grant of incentive under this scheme to non-executives.
2(A). SCHEME FOR GRANT OF INCENTIVES FOR ADOPTING SMALL FAMILY NORMS
PREAMBLE
(a) To motivate the employees to adopt small family norms in keeping with the national objectives.
(b) To encourage employees to have an "Ideal family" with a view to improving quality of life.
(c) To promote small family norms on voluntary basis.
1. SHORT TITLE AND COMMENCEMENT
This scheme may be called as Oil and Natural Gas Corporation Limited Scheme for grant of Incentives for adopting small family norms.
2. APPLICABILITY
This scheme shall be applicable to all employees in Regular Scales of pay in the Company.
3. LANGUAGES
The Regional Languages like MARATHI, GUJARATI, TAMIL, TELUGU, BANGLA, PUNJABI, ASSAMESE etc.
4. TEACHING COURSES
Each language will consist of the following teaching courses:
5. ELIGIBILITY :
For Prabodh of the respective Regional Language employees of the categories of drivers, technicians etc. in Class-III provided the mother tongue is not the respective regional language.
For Praveen of the respective Regional Language, all employees in Class-III categories excluding Class-IV, provided their mother tongue is not the respective regional language.
6. INTERPRRETATION
In case of any doubt regarding interpretation of any of the provisions of this scheme, the matter shall be referred to the Director (HR), who shall decide the same in consultation with Finance.
7. POWER TO RELAX
The power to relax any of the provisions under this scheme shall vest in the Head of the Region/Institute, (now Asset/ Basin Services/ RO) who shall exercise such powers in consultation with the associated Finance. At Headquarters, these powers shall be exercised by the Head of the Business Group in consultation with the associated Finance.
8. POWER TO AMEND
The Company may from time to time amend, modify or add to this scheme and all such amendments, modifications or additions shall take effect from the date stated therein.
9. REPEAL AND SAVING
10.1 The Existing instructions on "Oil and Natural Gas Commission Scheme on Incentives for Learning Regional Languages" are hereby repealed.
10.2 Nothing in this scheme or any repeal affected thereby shall affect or be deemed to affect any thing done or action taken under the said scheme before commencement of this scheme.
2(B). SCHEME FOR GRANT OF INCENTIVES FOR ADOPTING SMALL FAMILY NORMS
INCENTIVES
The following incentives are provided to the employees for adopting small family norms subject to the condition
(a).CASH INCENTIVE
A lump sum cash incentive of Rs.300/- may be granted to employees where the employee himself or his spouse undergoes sterilization operation. This cash incentive is payable irrespective of the fact whether such employees are entitled to draw any cash or other type of incentive from any other source for undergoing sterilization operation.
(b) SPECIAL INCREMENTS
Employees who undergo sterilization after having one surviving child and not more than two or three surviving children may be granted a special increment in the form of personal pay.
i. The personal pay would be equal to the amount of next increment due at the time of grant of the incentive and will remain fixed during the entire service except as stipulated in Rule 4.3(v) However, where the employee is drawing the pay at the maximum of the pay scale the rate of personal pay would be equal to the amount of increment last drawn.
ii. The personal pay is granted from the 1st of the month following the date of sterilization.
iii. The personal pay can be drawn at their choice by either the husband or the wife where both of them are in the employment of , so that they can avail the higher rate of increment available to them.
iv. The personal pay shall be admissible at the same rate even if the employee is held up at efficiency bar, or he is reduced to a lower grade/post by way of penalty.
v. The rate of personal pay upon Revision of pay scales:
(a) Employees who have adopted small family norms prior to pay revision will be entitled to draw the personal pay equivalent to the increment fixed at the rate of increment in the revised scales of pay of the post held as on 1.1.1997. However employees who were actually drawing the personal pay at a rate higher than the lowest rate of increment in the Revised scales may continue to draw at the old rates.
(b)Employees who have adopted small family norms on or after the date of Revision of pay scales wef 1.1.1997 will be entitled to personal pay of the rate admissible in the actual revised basic pay of an amount equal to the amount of next increment due at the time of grant of the concession.
The Incentive increments on revised rates due to pay revision w.e.f. 1.1.97 are admissible to the employees who do not get any issue during the first four years of marriage as per the terms and conditions as laid down in the O.O.No.11(3)/2000-Welfare dt. 7.8.00. (ClarificationNo. 11(3)/2000-Welfare date 26.2.2001).
vi) The rate of personal pay consequent upon preponment of promotion/deemed promotion with retrospective effect: sterilization operation.