House Building and Personal Finance-A Study of Salaried Employees in Kerala

School of Management Studies,Cochin University of Science and Technology

Colour Removal From Dye-House Efiluents Using Zero-Valent iron and Fenton Oxidation

This thesis Entitled Colour removal from dye house effluents using zero valent iron and fenton oxidation.Findings reported on kinetic profile during oxidation of dyes with Fenton’s reagent are in good agreement with observations of earlier workers on other organic substrates. This work goes a step further. Critical concentration of the dye at which the reaction mechanism undergoes transition has been identified.The oxidation of Reactive Yellow showed that the initial rates for decolorization increased linearly with an increase in hydrogen peroxide concentration over the range studied. Fenton oxidation of all dyes except Methylene Blue showed that the initial rates increased linearly with an in the ferrous sulphate concentration. This increase was observed only up to an optimum concentration beyond which further increase resulted in a decrease in the initial rates. Variation of initial rates with Ferrous sulphate concentration resulted in a linear plot passing through the origin indicating that the reaction is first order with respect to ferrous sulphate.

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