IOSR-JBM   7th International Business Research Conference

Abstract: I was part of a 5 week training program of "Global Village for Future Leaders of Business and Industry" conducted at the prestigious Lehigh University, Bethlehem Pennsylvania, U.S.A between 21st June and 5th Aug 2013. Representing India, I was one of the 105 delegates from 54 nations. This program centered on topics like Leadership and Entrepreneurship, Strategic Thinking and Innovation etc. facilitated by distinguished faculties from the University and certain Industry Experts. As a part of the program, we visited New York City, Philadelphia and Washington D.C and had an engaging interactive session with executives of World Bank, Pentagon, and U.S Department of Citizen Diplomacy, Thompson Reuters, NYSE, Nestle Waters, Sands Casino, Century 21 and Wall Street Walks.During those five weeks,we worked on a project for which we were divided in eleven groupshaving eight interns in each group. It was a real project with certain issues and the groups had to do their individual research (primary as well as secondary)and come up with recommendations and give a final presentation to the clients. The clients were the corporates pertaining to Retail, Textiles, Beverages, Education Institution, Service Industry, Tourism etc. I was associated with an Education Institution's project considering my background as an academician with VIVA Group. Having worked day and night for two weeks with lots of hurdles and obstacles, finally we were ready with our final template. The major obstacle in this project was unavailability of data on web. We made lot of calls, emails and fax to people to get information and to seek authority to retrieve information from Government websites. I was fortunate to make the final presentation to the client. This project encouraged me to do further research on the scope and expansion of Home-Schooling. The research focuses on identifying three to five countries for the purpose of expansion of the International Diploma Program (IDP) to the foreign market. Those countries in which governmental policies recognize homeschooling as a valid form of education and already have a successful homeschooling culture are taken into consideration. The cultural context and the country's connection to the United States are also taken into account. Appropriate marketing strategies for expansion are applied for each individual country.

[1]. Lawrence, Julia (May 21, 2012). Number of Home-Schoolers Growing Nationwide. Retrieved from http://www.educationnews.org/parenting/number-of-homeschoolers-growing-nationwide/
[2]. South Africa
[3]. Clonard Distance Education. Retrieved from: http://www.clonard.co.za/
[4]. Eastern Cape Homeschooling Association. Retrieved from: http://www.echsa.net/
[5]. Homeschooling and the Law. Brochure Pestalozzi Trust: Legal Information on Home Education. Retrieved from: http://www.homeschooling-curriculum-guide.com/support-files/legalissuesinsa.pdf
[6]. Homeschool Info South Africa. Education Outdoors. Retrieved from: http://homeschoolinfo.co.za/outdoors.html
[7]. Pestalozzi Trust. Retrieved from: http://www.pestalozzi.org/en/
[8]. Homeschooling Curriculum Guide. Homeschooling in South Africa the better choice. Retrieved from: http://www.homeschooling-curriculum-guide.com/homeschooling-South-Africa.html
[9]. Malaysia
[10]. FamilyPlace

Abstract: Organizations are made up of people from different racial and ethnic backgrounds belonging to different age groups, gender, culture with different skills and qualification. But with all these differences organizations always appear as a whole, operate towards common goals and value all the employees in all sense. This study is basically based on this wholeness of organizations resulted out of so many differences. The current study examines the diversity at workplace and suggests strategies to enhance workplace diversity and inclusiveness. The literature on workforce diversityand management has been reviewed based on organization culture;human resource management practices; its environments and related issues. The study isimportant as the researchprovides a practical insight into successfully managing diversity which can lead to more committed, better satisfied, better performing employees with better performance of an organization

[1]. Cox, Taylor, Jr. Cultural Diversity in Organizations. Berrett-Koehler Publishers, 1993
[2]. Harold Andrew Patrick and Vincent Raj Kumar.2012. Managing Workplace Diversity: Issues and Challenges. SAGE Open, 1–15
[3]. K. Aswathappa, Human Resource and Personnel Management, 4th edition, Tata McGraw-Hill, New Delhi, 2006.
[4]. Linda Barrington & Kenneth Troske. 2001. Workforce Diversity and Productivity:An Analysis of EmployerEmployee Matched Data. Center for Economic Studies, U.S. Census Bureau, RM 211/WPII, Washington, D.C. 20233
[5]. Michael Fischer 2007, Diversity Management and the Business Case,HWWI Research, Paper 3-11
[6]. Dr. Parimalendu Bandyopadhyay, Gunamoy Hazra & Kajol Goswami. Diversity and Diversity Management.
[7]. Ms. Parul Deshwal; Dr. Supriya Choudhary.2012.Workforce Diversity Management: Biggest Challenge for 21ST CENTURY MANAGERS. International Journal of Multidisciplinary Research Vol.2 Issue 4
[8]. SHRM India & Prof. Vasanti Shrinivasan.Multi-generational Diversity at the workplace
[9]. A Study for the Society for Human Resource Management (SHRM) Conducted by the Economist Intelligence Unit, Global Diversity and Inclusion: Perceptions, Practices and Attitudes
[10]. Best Practices in Achieving Workforce Diversity. U.S.Departmentof Commerceand Vice President Al Gore's national partnershipfor reinventing governmentbenchmarking studies.

Abstract: The Swiss Franc has been strong for years. This has weakened the competitiveness of Swiss firms and created a pressure for Swiss companies to find innovative ways of entering foreign markets. This study introduces a new option of market entry - the "Umbrella Company Concept". Under the Umbrella Company Concept, firms do not enter a market directly, but via a virtual subsidy in the target market. This approach facilitates the "shared cost" principle in which many different companies share operating expenses. This study shows the result of desk research and a survey among 113 Swiss SMEs. Results show that the Umbrella Company Concept is a viable means of internationalization, has discernable advantages to traditional means of internationalization, and may serve as a valid extension to governmental internationalization aid.

[1]. Johanson, J. & Vahlne, J. E. (2009). The Uppsala internationalization process model revisited: From liability of foreignness to liability of outsidership, Journal of International Business Studies, Vol. 40: 1411–1431.
[2]. Sharma, V. (2002). Entry into Latin American BEMs: High or low resource commitment modes?, International Journal of Commerce & Management, Vol. 12(1): 41-67.

Abstract: The word logistics has its origin from Greek word "logistike" which means the art of calculating. However, the modern interpretation of the term logistics has its origin in the military, where it was used to describe the activities related to the procurement of ammunitions, and essential supplies for troops located at the front. Logistics not only includes activities related to the physical movements of the goods but also manages relationship with suppliers and customers. However Logistic management is a means whereby the needs of customers are satisfied through integration and coordination of the supply chain. The main objective of the paper is to determine the various technology used in logistics and supply chain management including information technology, communication technology and automatic identification technology. The paper also discusses the impact of the technology on logistics and supply chain management. The author mainly focuses on the secondary data for collecting data relating to various technology used in logistics and supply chain management. The author draws conclusion that Technology is a vehicle to enhance supply chain competitiveness and performance by enhancing the overall effectiveness and efficiency of logistics system. Moreover various innovations in technology have made the task easier and faster besides being less laborious.

[1]. Chirstopher Martin, Logistics And Supply Chain Management, Pitman Publishing Co London, 2001.
[2]. Coye J.J, Bardi E.J,Langgley C.J,"The Management of Business Logistics", Thomson Asia 2003.
[3]. David Simchi Levi, Philip Kamisky And Edith Simchi Levi, Designing And Managing The Supply Chain, Irwin Mc Graw Hill, New York, 2000.
[4]. Mohanty R.P And Deshmukh S.G, Advanced Operation Management, Pearson Education 2003.
[5]. Michel Quayle & Bryan Jones, Logistics- An Integrated Approach, Tudor Disiness Publishing, UK, 1999.
[6]. Raghuram G & N Nahgaraj- Logistics And Supply Chain Management,Mc Millan India Ltd- 2001.
[7]. R.Sarin(Brigadier), Automating And Spare Parts Inventory Management, Indian Management,Febuary 2000.
[8]. Vittal N. & B.S. Sahay, Supply Chain Management For Global Competitiveness, Macmillan- 1999.

Abstract: Due to transitory nature of products/services and marketing channels, customer relationships assume special importance in view of garnering profits by the business organization. Small amount of customer retention can do wonders to the company profits due to less cost of acquiring such loyal customers. Customer value is defined as the difference between total customer value and total customer cost. Value can be created through image of product or service features. Regular customer contact enables marketers to understand customer needs better than any other method. This job can be done better by performing organizational tasks effectively. Customer value can be enhanced by bringing out a product with innovative features with promise of providing complete solutions, offering such values at lesser costs, usages of new technology etc. Customer value management manages customer relationships with the goal of achieving profits by reducing risk and amortising acquisition costs over a longer and more profitable period of engagement. Customer value management can be broken in to three stages of acquisition, development and retention of the customers. A customer is acquired first, cultivated and then retained ultimately. Customer value management provides a road map to attain there three stages at a reasonable cost. Analytical capability to understand the needs, types and requirements of the different type of customer will yield better profits by understanding the customer better than before. Today's business can thus be driven towards more profits only by focusing on the customers.

[1]. Anderson, Erin and Braton Weitz: The Use of pledges to Build and Sustain commitment in distribution channels,'Journal of Marketing Research,29(2) 1992'pp.18-34
[2]. Bendapudi, Neeli and Leonard L Berry,' Customers' Motivations for Marinating Relationship with Service Providers' Journal of Retailing 73(1) 1997. Pp 15-37.
[3]. Kotler, Philips and Kevin L Keller, Marketing Management, 12th ed., Prentice Hall, 2005.
[4]. Steadman, Craig, Vaue Based Pricing, Computer World, 34(11); p. 58
[5]. Verma, Mridu, Starbucks in 2005- Sustaining Growth Case Study, ICFAI Business School, Pune, 2006.

Abstract: - CRM is a business strategy that necessitates acquiring knowledge about one's customers and using this information across various touch points to balance revenue and profits with maximum customer satisfaction. Today's customers are smarter, better informed and more intoleramy. They expect doing by business with you to be as hassle free and gratifying for them as possible. Customer. Will give you commitment but no loyalty. They avoid to switch from one organization to another, as it is too time consuming. So, committed customers will stay if they can trust you to look after their interests in the medium to long term when the customers experience good service elsewhere, they bring a if they can do it why can't you? Attitude to their next transaction with you. If you don't deliver they will leave. To gain loyalty consider yours existing customers and identify best customers on the basis of profitability, ease of dealing with, whether they deliver you on time! Carry out the customer attitude survey and get a real picture of your strengths and weakness. Positive contact with the customer and employees usually have a greater impact on customer loyalty than advertising. Loyalty profile vary from company to company, each industry has an average behavior pattern that influence the customers' loyalty. These patterns are generally determine by five structural factors:
1.How often transactions are made?
2.The frequency of interaction with customer?
3.The emotional or financial importance of a transaction
4.The degree of differentiation among competitor's offering
5.Ease of switching
This research Paper outlined a number of potential problems and pitfalls that could be to implement CRM. The solution offered helps to attain a high degree of customer satisfaction and loyality

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Abstract: To promote public health and to realize the impact of functional foods on health, understanding consumer behavior is important. In addition, assessment of consumers' attitudes, norms and knowledge regarding functional foods in relation to actual dietary patterns and health risk profiles is necessary. For this a research was being carried out with the objective of evaluating consumer behavior and attitudes regarding the consumption of functional foods; and to measure consumers' willingness to pay for functional foods containing specific health claims. Data was collected using both secondary and primary sources. For secondary sources this research primarily relied on the existing research work on the research questions and theoretical framework on consumer behavior. Primary data was collected using a structured Questionnaire and In-depth Interview. A sample of 100 respondents was randomly selected for the study. Our results indicated that beliefs about the nutrition and health link, current purchasing and consumption patterns; and positive attitude towards functional foods significantly affected willingness to pay. Overall, this study has contributed to understanding of the market drivers & challenges for functional food.

[1]. R. Shepherd, P. Sparks, and C.A. Guthrie (1995) ,"The Application of the Theory of Planned Behavior to Consumer Food Choice", in E - European Advances in Consumer Research Volume 2, eds. Flemming Hansen, Provo, Association for Consumer Research
[2]. Donald Rose , J. Nicholas Bodor, Paul L. Hutchinson, and Chris M. Swalm, "The Importance of a MultiDimensional Approach for Studying the Links between Food Access and Consumption", The American Institute of Nutrition
[3]. Baker, G.A. and T.A.Burnham. 2001. "Consumer Response to Genetically Modified Foods: Market Segment Analysis and Implications for Producers and Policy Makers." Journal of Agricultural and Resource Economics
[4]. Gilbert, L. 2000. "The Functional Food Trend: What's Next and What Americans Think about Eggs." Journal of American College of Nutrition, 19(5): 507S-512S
[5]. Haesman, M. and J. Mellentin. 2001. "The Functional Foods Revolution: Healthy People, Healthy Profits?" Earthscan Publications Ltd, London and Sterling, VA

Abstract: Dynamic changes are affecting inter-relationships between different stakeholders of the entire organization. The remarkable impact may be noted on individual and group decisions, performance at work, balance between work and life etc. Group dynamics and leadership have direct impact on cognitive behaviour like decision making and job satisfaction. This paper is an outcome of a research work which has been focused on neurological consequences of changes in organizational behaviour affecting the performance, innovation, decision making ability, team work, creativity and engagement among employees working in selective micro and small scale enterprises. The sample of 40 organizations located in Sangli District of Maharashtra State and representing manufacturing as well as service sectors is considered. This study attempts to throw light on need of formulating suitable design of change management policy referring the neuro behavioural perspectives, to cope up with probable deviations in individual as well as group behaviour in the organizations. It also helps in identifying critical organizational results derived from change management practices for understanding feelings, emotions, attitudes and behaviour resulting into changing dimensions of turnover, decision making, job enrichment, leadership and employee engagement. Ultimately, all these attributes lead to value addition for organization in particular and business in general.
Keywords:- Neurological Consequences, Organizational Behaviour, Value Addition, Innovation, Employee Engagement.

[1]. Brief, (1998), 'Attitudes in and around organizations', Sage Publications, pp 124-129.
[2]. Gallup N. D., (2009), 'Employee Engagement', Washington.
[3]. Luthans, Avolio, (2007), 'Psychological Capital: Developing Human Competitive Edge', Oxford University Press
[4]. Subramaniam, Kounios, Parrish, Beeman, (2009),' A brain mechanism for facilitation of insight by positive effect', Journal of Cognitive Neuroscience, 21, pp 415-432.
[5]. West, Patterson,(2008), 'Organizational Psychology', Prentice Hall, pp 433-438.
[6]. www.aberdeen.com
[7]. www.blackwellpublishing.com
[8]. www.business-systems-review.org
[9]. www.canvas8.com
[10]. www.cpmr.org
[11]. www.gallup.com

Abstract: In the Present era, as the economic crisis is morphing the work places across the globe, organizations need to prepare to stand the test of these difficult times. As the old saying goes ―if you fail to plan, your plan to fail‖ this is true for any organization. If it does not plan for its survival, it will surely fail. Survival cannot be guaranteed unless organizations make innovative changes to the way they work and manage. The objective of this paper is to understand the significance of innovation and to examine how human capital practices help drive Innovation. It also examines how innovative HR practices can help organizations' survival and growth during down turn. We witness that there are some organizations trying to come out of the shock of recession relatively unscathed, even healthier than they were before and are thriving, while others are still in a desperate pursuit of their viability and survival. For such organizations facing difficult times, the only key factor for their revival and survival is innovation. Recession gives them an opportunity to be innovative, to be unique and different and to think out of the box. Difficult and tough times do not last long. History shows that difficult times invariably end and when they do end, an economic recovery follows. So be hopeful and bold and innovate! As a part of review of relevant studies, the paper draws from different authors, online sources and extracts the main points from articles, dealing with how individuals and organizations can innovate in a recession, how the downturn has honed innovative HR practices. It provides insights into how organizations, HR, and employees can cultivate innovative behavior and foster innovative and creative skills to revive and survive from the heat of recession.
Keywords:- Recession, Innovation, Survival

[1]. Bennett Shea, (2013), ‗How Does HR Use Social Media? [INFOGRAPHIC]' (online) (cited on 2.12.2013). Available from URL: http://www.mediabistro.com/alltwitter/hr-social-media_b50985
[2]. Bhattacharyya Rica & Biswas Shreya, (2013). ‗Best companies to work for 2013: How the downturn has honed innovative HR practices' (online) (cited on 28.11.2013). Available from URL: http://articles.economictimes.indiatimes.com/2013-06-24/news/40166863_1_niit-performance-managementmakemytrip
[3]. http://www.businessdictionary.com/definition/Generation-Y.html#ixzz2mo4Rm7dN
[4]. Lantz Gayle, (May 2009), HR is the spot light, - lighting the path for change in tough times, HRM Review, IX(V), pg.41
[5]. Kumar, Arun P. & Ramesh, K. (Nov 2009). ‗Economic turbulence and the HR profession', HRD Newsletter , 25(8), pg 28-29
[6]. Reddy, G. Sreenivas and Madhavi, M (Sept 2009). ‗HR Responses to Economic Meltdown', HRD Newsletter, 25(6), pg 27-28.
[7]. What is Green HR and how can we implement it effectively in an organisation? (online) (cited on 3.12.2013). Available from URL: http://toostep.com/idea/what-is-green-hr-and-how-can-we-implement-iteffectively-in

Abstract: In a world that has developed beyond comprehension and has become one that is flooded with competition, tensions prevail due to diverse reasons. Differences due to experience and demography often exit at the work place. 'Conflict' has become a routine force to be reckoned with. A conflict-free organization has never existed and never will. What is interesting to observe is the manner in which individuals from different backgrounds handle conflict. Conflict management styles are known to vary due to diverse industrial and organizational set-ups. Besides, handling conflict depends on socio-cultural diversity and a varying demographic profile of individuals. Against this backdrop the authors were keen to study how the demographic response variables such as age, gender, qualification, experience and marital status had an impact on the manner in which academicians managed conflict at their work place. RECENT literature reveals that there exists numerous ways to respond to conflict situation with varying demographic background. Behavioral scientists, Thomas and Kilmann (1975), have identified five styles of responding to conflict - competition, collaboration, compromise, avoidance, and accommodation. Hence, major focus of the research is to identify the various conflict management styles adopted by academicians to address conflict and to study the impact of the demographic response variables while adopting conflict management styles. Primary data included responses from 79 academicians in leading Business Schools of Mangalore City. Data was collected through personal interview using a structured questionnaire. The centre of deliberation was based on analyzing various conflict management styles of academicians in Mangalore Business Schools and the impact of the demographic response variable in handling conflict at the work place. This paper assumes significance in highly academic driven world where academicians converge from diverse demographic profiles Conflict is an integral part of everyday life & handling conflict strategically in a learning environment will promote a healthy and conducive atmosphere for growth in the in the years to come.
Keywords:- Conflict, Conflict Management Styles, Academician, Competition, Collaboration, Compromise, Avoidance, Accommodation

[1]. Anand S Godse & Nutankumar S Thingujam (2009), Perceived Emotional Intelligence and Conflict Resolution Styles among Information Technology Professionals: Testing the Mediating Role of Personality, Singapore Management Review, Volume 32 No 1.
[2]. Blake, R.R. and Mouton, J.S. (1970). The Fifth Achievement, Journal of Applied Behavioral Science, 6:413-426.
[3]. De Dreu, C.K.W., & Weingart, L.R. (2003).Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis. Journal of Applied Psychology, 88 (4), 741-9.
[4]. Emmanuel N. Anyika (2013), Conflict Management Styles in Academic and Hospital Pharmacy Practice Areas in Affiliated Tertiary Institutions in Lagos, Nigeria, Journal of Hospital Administration, 2013, Vol. 2, No. 4.
[5]. Folger J, Shubert (1995). Resolving Student-Initiated Grievances in Higher Education: Dispute Resolution Procedures in a Non- Adversarial Setting, National Institute for Dispute Resolution Report, No. 3. Washington, D.C.: National Institute for Dispute Resolution.
[6]. Ghaffar A. (2005) Conflict in Schools: its causes and Management strategies, Journal of Managerial Sciences, Vol.III, No.II, pp. 212-27.
[7]. Gordon, J. (2003). Pfeiffer's classic activities for managing conflict at work. San
[8]. Hearn JC, Anderson MS (2002). Conflict in Academic Departments: An analysis of disputes over Faculty promotion and Tenure. Res. In Higher Educ. 43(5).
[9]. Holton S (1995). And Now...the Answers! How to Deal with Conflict in Higher Education. New Direct. Higher Educ., 23(92): 79-89.
[10]. Holton S (1995). Conflict management in higher education. New Dir. for Higher Educ. San Francisco: Jossey Bass. 23(92).

Abstract: The conception of Environmental, Green or Ecological marketing gained impetus during the 1990's to accentuate products and production methods that improve environmental performance, promote ecological causes, or solve environmental problems. Green marketing is a business practice that takes into account consumer concerns about promoting preservation and conservation of the natural environment. They include such processes that lessen waste in packaging, augment energy efficiency of the product in use, diminish use of chemicals in farming, or decrease release of toxic emissions and other pollutants in production and modifying advertising. There is an amplified consumer demand for environment friendly products and services which the marketers must respond to. It is imperative that business organisation's conducted their operations in an environmentally-sensitive fashion owing to their responsibility to preserve the integrity of the natural environment even as they satisfy consumer needs and desires.
Purpose: Study the significance, augmentation and inference of Green marketing
Approach: Input from marketers. Secondary data – analysis, interpretation, challenges and conclusions
Findings: During the course of article with references and figures
Keywords:- Ecological marketing, Green marketing, sustainable marketing, corporate social responsibility

[1]. Belz F., P. K. (2009). Sustainability Marketing: A Global Perspective. John Wiley & Sons.
[2]. Coddington, W. (. (15 October, 2007). It's no fad: environmentalism is now a fact of corporate life., . Marketing News.
[3]. Curtin, E. ( (2006-09-14) Retrieved January 2008.). "Lower East Side Green Market".
[4]. Dodds, J. (May 21, 2007, Retrieved January 2008). "Green Marketing 101".
[5]. Dodds, J. (. (August 11, 2006, Retrieved January 2008). "Geek Marketing 101".
[6]. Friedman, T. L. (April 15, 2007). The Power of Green. The New York Times.
[7]. Hanas, J. (. (June 8, 2007). Environmental Awareness Has Not Only Tipped in the Media -- It's Hit Corporate Boardrooms as Well. Advertising Age.
[8]. Hanas, J. (June 8, 2007). Environmental Awareness Has Not Only Tipped in the Media -- It's Hit Corporate Boardrooms as Well. Advertising Age.
[9]. Horowitz, S. (June 14, 2013). Marcal Rebrand Lets the World Know That It's Always Been Green. Sustainable Brands.
[10]. Karl E., H., & Kinnear, T. C. ((January 1976). "Ecological Marketing". Ecological Marketing. American
Marketing Association. p. 168. ISBN 0-87757-076-0, ISBN 978-0-87757-076-9.

Abstract: Selection process plays very important role in screening out most suitable persons at right position. This paper highlights research work carried out at Sudarshan Chemicals, Pune. Earlier the person with right skills was not placed at right position due to unavailability of screening test. Lots of organizational resources were wasted in inducting and training employees in order to inculcate specific skills in them. Hence, the Researchers have decided to finalize the objectives as identifying the core competencies and specific skill sets to perform the job successfully. The observations, interview and questionnaire method was used to find out the Competencies required by Company based on their experience. Specific Skill sets were finalized by discussing with the employees and technical Heads and understanding University syllabus for required qualification. Then competencies were matched considering the Job Description. Based on this the Technical and Aptitude Tests were designed to save the time required for the selection of the candidates. This study has helped to employees in improving quality of work and experience, Job satisfaction..The researchers have suggested the organization to list out the rules and regulations, Cut-offs, instructions for the candidate as well as the examiner required to conduct the screening test. This research work has helped to bring change in the company's ongoing process of recruitment.

BOOKS:
[1]. Kothari,C.R(2007) Research Methodology, 2nd revised edition 2, New age international pvt. Ltd, Delhi
[2]. Ashwathapa,K, Human Resource Management, 3rd edition, Tata McGraw Hill, New Delhi
[3]. Chandresh Agrawal's, MBA-CET complete book, Priynka Prakashan, Indore
JOURNAL:
[1]. Nathan A. Bowling, Russell E. Johnson, (September 2013), Measuring implicit content and processes at work: A new frontier within the organizational sciences Volume 23, Issue 3, Pages 203-266.
[2]. Sammy J. showail, Judi Mclean Parks & Faye L. smith, (2013), Foreign workers in Saudi Arebia: A field study of role ambiguty, identification, information-seeking, organizational support and performance, The International Journal of Human Resource Management, Volume 24, Issue 21, pages 3975-3979
[3]. Sannita Chakraborthy Saha (2013), Hiring gets tough in Real Estate, Human Capital, Volume 17,pp 42-43
[4]. Ipshita Bansal, Priti Hingerani (2013), Mapping Emotional Compitencies of Mahatma Gandhi- A biographical Analysis Approach, Journal Of Human Values, Volumw 19, pp 133-145
WEBSITES:
[1]. http://www.sudarshan.com/
[2]. http://www.indiabix.com
a. http://www.indiabix.com/non-verbal-reasoning/analytical-reasoning/007002
[3]. www.hrsdc.gc.ca

Abstract: With the growing awareness about healthcare products and services, Hospitals are gaining a lot of importance. Hospitals are complex organizations with a number of departments and units coordinating with each other for patient care and all allied services. With the growth of IT as backbone for all the data processing, HIS (Hospital information system) is gaining popularity and becoming an integral part of hospitals. The research paper is based on a market research conducted for Central Mumbai to identify the presence and need of Hospital management system.
Keywords: HIS, IT in healthcare.

[1] R einhold Ha ux, Elske A mmenwerth, Health In formation Systems: Arc hitectures and Strategies by
[2] H armattan, Health Infor mation Syst em by
[3] R ichard Gar tee, Hospita l informatio n technology and management
[4] A . Laurence smith, Integrated Hospital Information Systems
[5] Anil Kumar Saini, Management Information System in Hospitals:
Reference Links
[1] http://www.wikipedia.org/
[2] http://www.palashhealthcare.com/
[3] http://www.softscript.com/
[4] http://www.cdacmohali.in/

Abstract: Enhancing visibility by placing a brand at strategic points in different communication platforms has been effectively used as a tool for recall by marketers for long. However with increasing clutter& rapidly changing consumer dynamics engagement with a passive placement seemingly has become ineffective. This has fuelled the need for a more active involvement of the brand with the consumer giving rise to an effective integration of Branded content with a concept using versatile media & entertainment platforms.
The rise of Branded integrations as a communication strategy can be credited to the fact that "Branded integration can provide advertisers with unique opportunities that traditional commercials cannot deliver". (Masters Douglas N. McGinn Coyle Nerissa August 2011).
The emergence & rise of Branded Integration as a communication strategy could also be attributed to the growth of product placements through various communication channels. While Cinema has always been a strong contender for placements off late TV serials and reality shows have become a potential medium for projecting a brand and making an impact.

[1] Argan, M.; Velioglu, M.N. & Argan, M.T. (2007). Audience Attitudes towards Product Placement in Movies: A Case from Turkey. Journal of American Academy of Business, Cambridge, 11(1), March, 161-168
[2] Auty, Lewis, C. (2004). Exploring Children's Choice: The Reminder Effect of Product Placement. Psychology & Marketing, 21(9), 697
[3] Hollis Nigel (2007) Branded content: More than just showing up. Millward Brown
[4] Kanner, Mitch (2005) Brand sponsored content. Brand strategy
[5] Mailonline.com April 2013. Study of the Industry: Branded Content Marketing,
[6] Rao Arti (Jan 2, 2012) . We've gone beyond the 30 sec ad spot. Campaign India
[7] Reijmersdal Van, Eva A. & Neijens Peter C., University of Amsterdam (2007) : Effects of television on brand placement on brand image, ,
[8] Winkler, Tina & Buckner, Kathy (2006) Receptiveness of gamers to embedded brand messages in averages: attitudes towards product placement.