On-Line Handwritten Character Recognition using Kohonen Networks

This paper presents an efficient Online Handwritten character Recognition System for Malayalam Characters (OHR-M) using Kohonen network. It would help in recognizing Malayalam text entered using pen-like devices. It will be more natural and efficient way for users to enter text using a pen than keyboard and mouse. To identify the difference between similar characters in Malayalam a novel feature extraction method has been adopted-a combination of context bitmap and normalized (x, y) coordinates. The system reported an accuracy of 88.75% which is writer independent with a recognition time of 15-32 milliseconds

Slot Line Fed Dipole Antenna For Wide Band Applications

A slot line fed planar dipole antenna with a parasitic strip for wide band applications is presented. The presented antenna offers a 2:1 VSWR bandwidth from 1.66 to 2.71 GHz covering the DCS/ PCS/UMTS and IEEE 802.11b/g bands with a gain better than 6.5 dBi. The uniplanar design, simple feeding, and high gain make it a versatile antenna for wireless applications

Emotional Intelligence As A Determinant Of Conflict Style Adoption Of Managers: A Theoretical Perspective

Successful management is dependent heavily on the manager’s ability to handle conflict effectively. The workforce has been increasingly becoming diversified vis-à-vis the gender, culture and ethnicity. The present work environment has in itself contributed to sowing seeds of conflict with greater diversity, hostility, complexity and newer business competencies in the work context.The classic study of Mintzberg’s Managerial roles approach (1973) also says that a manager has to spend sufficient time and energy in solving conflict as he has to take roles as a negotiator, and dispute handler. An understanding of the conflict and role that it plays in influencing employee behavior constructively or destructively is immense. Therefore conflict when left unmanaged can lead to diminished cohesiveness amongst employees, productivity and reduced organizational fitness. To manage conflict effective conflict resolution strategies that have constructive outcomes is called for. Conflict resolution style theorists opine that collaborative or integrative style, where there is high concern for task and people is considered to give positive individual and organizational outcomes, while the withdrawing /avoidance style and forcing / dominating style are considered to be ineffective in managing conflict. Though managers have typical preferences in the styles followed it need not necessarily be the typical response as it depends on the context, power relationships, emotions etc. The adoption of conflict styles of managers however is dependent on variables like gender orientation, cultural values, personality orientation, underlying relationships – public/private. The paper attempts to draw the importance of managing conflicts at workplace positively and the need for effective conflict resolution strategies. The conflict style adopted and the variables that affect the adoption of each style are discussed and possible interventions at the workplace are suggested