Data Warehouse Design and Implementation Research Paper

Data Warehouse Design and Implementation - Research Paper Example Additionally, the online analytical processing systems offer a technique to produce ad-hoc queries beside the data-warehouse in an attempt to respond to significant business questions. In the same way, data mining offers a wide variety of techniques and algorithms for finding knowledge in a huge bulk of corporate data. In addition, in order to develop a data warehouse system, we need to put into operation a reliable technology structure where corporate operational data can be managed effectively with real and enterprise-wide aspects and to get into reorganization of a handful application policies to offer a high quality system. However, the implementation and design of a data warehouse system has occasionally been a very big challenge in theory as well as in practice (Charles, 2010; Turban, Leidner, McLean, & Wetherbe, 2005; Olamendy, 2010). This paper discusses some of the important aspects related to the design and implementation of a data warehouse system. The basic purpose of thi s research is to investigate some of the important aspects such as theories, initiatives, models and techniques for better and improved data warehouse system design and implementations. Introduction A data warehouse is normally recognized as an integrated and time-varying set of information and data that is basically used for strategic decision making through OLAP (online analytical processing) methods. ... this perspective, however hardly any technique exists to date for applying similar methods from an operational database (Charles, 2010; Husemann, Lechtenborger, & Vossen, 2000; Laudon & Laudon, 1999; Inmon, 2002). Without a doubt, there are many standards and methods to implement and design a relational data model for a business system which are flexible to design and implement data warehouse technology based modeling, however they cannot be employed as a natural method, consequently data warehouse development modeling is novel regulation that is improving with the passage of time. Basically, the starting point for the design and development of the data-warehouse environment is the data model. In absence data model, the implementation of a data warehouse is almost impossible. In this scenario, the data model works like a roadmap for technology based system development (Charles, 2010; Husemann, Lechtenborger, & Vossen, 2000; Laudon & Laudon, 1999; Inmon, 2002). Moreover, in order to d evelop a data warehouse system, we need to form a reliable technology based environment where organization’s operational data will be maintained effectively in an enterprise and integrated view and to get into recognition a handful accomplishment policy to offer a high quality system. However, the implementation and design of a data warehouse system frequently is a very complex issue in theory as well as practice (Charles, 2010). This paper will present a detailed analysis of data warehouse design and implementation. This research will cover some of the major aspects that need to be considered while designing implementing models of the data warehouse. Data Warehouse Design This section discusses some of the approaches and methods those can be adopted for the data warehouse design which

How does Japan benefit from the export of its media products Essay

How does Japan benefit from the export of its media products - Essay Example This research will begin with the statement that animation industry in Japan is gaining due spotlight within the country and as well as from overseas. The use of modern technologies in making animation films has attracted producers and directors from all over the globe to import Japanese animation film features. Media industries from the western countries have shown interests in making 3 dimensional (3D) movies. 3D movies have proved to offer viewers a lifetime experience in watching movies. In 2010, a survey conducted by the Japanese government found out that 127.08 million people are residing in and around Japan. Among them, 65.7 million belong to the labor force. Furthermore, the unemployment rate surveyed in the same year showed that it has the lowest unemployed people among the G7 nations. The aging population of Japan has been a concern for the government. 22.9 percent of the total population is beyond 65 years of age. Thus, the survey shows that though Japan has the lowest une mployment rate, the aging population might hurt the production of successful animation films, leading to low exports and revenue. Though Japan is considered to have the latest technological equipment, most of the country’s infrastructure has been destroyed by the natural calamities, such as earthquakes in 2011. It has been estimated that India may overtake Japan as the third biggest economy in the world in terms of Gross Domestic Product (GDP). The recent earthquake in 2011 has affected the animation industry which accumulates approximately USD 2.5 billion each year. Thus, it has been noted that the American animators have grown interests in working with Japanese animation companies which are generally viewed as the leader in this industry. Moreover, the contribution from different sectors is evident for making the animation industry the best in the world. The animation industry of Japan exports its media products throughout the world. Data provided by the member companies th at combine the Association of Japanese Animation shows that income from exporting media products was nearly 16.2 billion Yen. Furthermore, big anime companies that are not a member of the association, generate profits of around 1 billion Yen to about 4 billion Yen through overseas sales. Thus, the country’s estimated revenue through media products can be almost 18 to 20 billion Yen.

Human Resource Management Contribution To Organisational Success

Human Resource Management Contribution To Organisational Success The aim of SHRM is to ensure that an organisation has the skilled, committed and motivated employees it needs to achieve sustained competitive advantage. A number of strategies to achieve this objective have been developed. One strategy follows the resource-based theory which emphasises that investment in people adds to the value of the company by achieving a strategic fit between resource and opportunities to effectively deploy those resources to obtain added value. Another approach is the high-performance management one, whereby processes are developed in areas such as productivity, quality, customer service, growth and profitability through the peoples skills and enthusiasm within the organisation. Another model is the one of high-commitment, where there is a reduction in layers of management, increased flexibility of job descriptions, and a reliance on team working and disseminating information, leading to primarily self-regulated behaviour of the employees. There is also the hig h-involvement approach which engages employees views as partners in the organisation aiming to create a mutual understanding of what is to be achieved and managing people to ensure it is achieved (Armstrong 2006). Holbeche (2009) in discussing SHRM theory states that it has evolved from two distinct conceptions of the link between employee motivation and behaviour and company-level performance outcomes. Researchers distinguish between hard traditional HRM and soft, committeemen-focussed HRM. Hard HRM reflects a contingency approach based on the assessment of the best way to manage people in order to achieve business goals in the light of contextual factors. This approach is founded on HRM seeking to improve efficiency by enforcing employee compliance by, for example, basing employee rewards on some measurable criteria. This approach suggests that for any particular organisational strategy there will be a matching HR strategy. In contrast, soft HRM focuses on a high-commitment-high-performance approach to the management of people. Commitment approaches to HRM aim to shape attitudes by forging a psychological link between organisational and employee goals, emphasising the need for management to recognise employees as significant stakeholders in the company. Increasingly, businesses are moving away from basic product manufacture and service and into more elaborate and complex activities which require the extensive use of information or knowledge. Strategic responses to the new knowledge economy require new forms of training and learning and development is a core business of SHRM. The advent of electronic or e-learning has become increasingly relevant in a context where more and more workplaces are dominated to computer technology, improving the development of knowledge which can be applied to benefit the employee, customer and the organisation. BP offers a blend of e-learning and structured knowledge sharing services allowing individuals to self-manage their learning either on a self-initiated means of web-based training, with fully supported online learning, or informal e-learning through communication, information retrieval and peer cooperation (Harrison 2005). SHRM has a role to play in ensuring that business planning and the planning of suitable employees match. Bohlander and Snell (2009) argue that strategic planning involves a set of procedures for making decisions about the organisations long-term goals and strategies. Human resource planning, by comparison is the process of anticipating and providing for the movement of people into, within, and out of an organisation. Overall its purpose is to help managers deploy their human resources as effectively as possible, where and when they are needed, in order to accomplish the organisations goals. SHRM combines strategy planning and HR planning and plays a leading role in human resources deployments and activities that enable an organisation to achieve its strategic goals. There are cost benefits for an organisation which has strategic focus on human resource planning. Sims (2002) relates that SHRM planning can provide a number of direct and indirect benefits for an organisation. Benefits of SHRM planning include the fact that HRM costs may be lower because management can anticipate imbalances before they become unmanageable and expensive. More time is available to locate talent because needs are anticipated and identified before the actual staffing is required. Development of potential managers can be better planned. Suitable HR policy development can aid the competitive position of a company. An organisations mission and values through their desired competitive strategy and can be supported by a set of SHRM policies and practices which drive the required employee behaviours in alignment with the business goals. This is illustrated by Southwest Airlines who utilise their organisational culture to competitive advantage. This involves an extensive selection process for hiring flight attendants whose profile fits. This includes casting type exercises where applicants are examined against a psychological profile that distinguishes outstanding flight attendants with a focus on customer satisfaction (Beardwell et al 2004). Strategic involvement a forward-looking view of employee development and career planning is a time focussed approach. SHRM which focuses on organisational practices that lead to knowledge transfer and the creation of future solutions as opposed to practices which merely correct past errors. As an example a software development company is entirely reliant on its human capital, their knowledge and skills to generate profits. The SHRM strategy which focuses on how to recruit suitable staff, and enrich and share their knowledge base to meet clients requirements will have a positive business impact (Swart et al 2005). According to Torrington et al (2008), three theoretical approaches to SHRM can be identified. The first is based on the concept of the one best way of managing human resources to improve business performance. The second focuses on the need to align employment policies and practices with those of business strategy so that the business will be successful. This approach is based on an assumption that different business strategies will require different types of HR strategies. A more recent approach is based on the perceived value of human capital. This focuses on the quality of human resources available to the organisation and their ability to learn and adapt more quickly than their competitors. The perceived importance of people as a business asset was emphasised by Barclays Group who were keen to demonstrate that their financial results were related to their people strategies ad improvements in staff satisfaction. This focus on human capital and competitive advantage is not applicable in all forms of employment, for example it is of little relevance for organisations in the public sector. There are detractors who view the HR function as lacking in the necessary business knowledge to be accepted as a strategic partner. Many do not fully accept the involvement of SHRM in contributing to business success. Loosemore et al (2003) despite numerous studies into the nature of HRM and what it represents, it still remains a widely criticised and ambiguous concept. Most importantly, its contribution to organisational performance remains unclear and is not well understood. Critics allege that rather than adding value to the business through its strategic integration with managerial objectives, the reality is that SHRM can remain a disappointingly mechanistic function. They suggest that the theory of SHRM represents a false and unobtainable image for personnel managers to aspire to, because aligning so many competing needs within a single approach is bound to be problematic. Brewster and Larsen (2000) argue that the central theme of SHRM is the link between organisational strategies and the HR function. The focus is on the place HRM has or does not have in the overall process of strategic decision making in the organisation. SHRM points towards a strategic orientation of the HR function and functional areas themselves. Here the focus is on the existence of HR strategies and on the strategic direction of core functional areas such as recruitment and selection, training and development, appraisal and compensation. Direct integration of SHRM requires the immediate participation of members of the HR department and /or HR issues in the formal or informal decision process at the strategic organisational level. Indirect integration emphasises that goal-oriented influencing of organisational decision makers that can shape the strategy processes. In European countries, personnel or HR specialists rarely reach the very highest positions in employing organisations which would enable them to make such a directly influencing contribution. SHRM has a lack or metrics which could provide a meaningful record of their strategic contribution. Price (2007) questions the effectiveness of the human resources function as a strategic partner, citing the measurement of HR success as potentially faulty. One common approach is the use of the balanced scorecard which includes a range of HR measures as well as the traditional financial and other metrics such as time to hire, cost per hire, and percentage of appraisals completed. These metrics, while important are not the role of strategic partnership and reinforce the view of HR as an administrative function. SHRM is not universally accepted in all cultures and this affects international firms in particular. Contractor (2002) discusses the joint venture experience of western companies in Japan. He relates that HR practice and competitive strategy of multinational companies in Japan showed clearly that the execution of a winning strategy in the Japanese market was often severely handicapped by the deficiencies in the human resource system. The capability gap between strategic requirements of the business and the support provided by the HRM system was evident independently of the products and industries where joint ventures were involved. Dubrin (2008) argues that while business strategy addresses the financial priorities of the organisation by identifying what business the company should be in, product direction, profit targets and others, human resource planning addresses the question of what skills are needed for success of the business. Planning helps to identify the gaps between current employee competencies and behaviour and the competencies and behaviour needed in the organisations future. SHRM planning contributes by estimating how many people and with what abilities the company will need to create in the foreseeable future, for future turnover and those likely to remain long term. In addition SHRM plans the recruitment, selection and retirement or redundancy of employees, and once hired, the training and development needs to ensure a continued supply of people with the right skill sets. SHRM can contribute to business success by focussing their efforts on development of people in line with a strategic analysis of the key influences on the present and future success of the organisation, the influence of threats and opportunities in the business environment and the competencies and strengths of the organisation. Strategic HR development (SHRD) in this situation includes analysis of current skill levels available within and external to the organisation which might affect current and future business goals. SHRD would consider the core competencies of the organisation in terms of human capabilities in existence or which might be developed, and how these might be deployed. Choice of strategic options open to the organisation in terms of products or services could be assessed against the ability of SHRD to recruit staff and train them to meet the requirements of the strategic options selected. (Wilson 2005). An agile SHRM function which is in tune with the changing business environment is an asset to a company. Jackson et al (2008) argue that understanding the nature of the organisational and external environments is core to managing human resources strategically. To recruit the right people with the right competencies and to keep these people motivated to do their best work, managers and HR professionals alike need to understand the demands and nature of the business. A computer company that competes by continually offering innovative products and services is likely to manage people differently than a retailer that competes by offering low-cost goods or a manufacturer that competes by offering the best quality possible. Furthermore, each of these companies may change is approach to managing human resources as economic and social conditions change. An SHRM function which can deliver such flexibility can contribute especially in times of business change. Armstrong (2000) relates that the concept of sustainable competitive advantage as formulated by Porter (1985) arises when a company creates value for its customers, selects markets in which it can excel and presents a moving target to its competitors by continually improving its position. According to Porter, three of the most important factors are innovation, quality and cost leadership. The ability to gain and retain competitive advantage is crucial to a businesss growth and profitability. However, Porter recognises that all these depend on the quality of an organisations human resources. An organisations HR strategies, policies and practices are a unique blend of processes, procedures, personalities, styles, capabilities and organisational culture. One of the keys to competitive advantage is the ability to differentiate what the business supplies to its customers from those supplied by its competitors. Such differentiation can be achieved by having higher-quality people than those competitors, by developing a nurturing the intellectual capital possessed by the business and by functioning as a learning organisation. The SHRM approach of focussing on changing attitudes and behaviour of employees in pursuit of competitive advantage successfully is borne out by a quote from the National Westminster Bank who stated that in strategic terms our fundamental reason for being in this position is that in a competitive world it is acknowledged that products do not differentiate you and its easy to buy technology. What actually gives the bank the competitive edge is the people that serve the customers. Kew and Stredwick (2005) discuss the role of the HR function in company ethics. Corporate Social Responsibility (CSR) is increasingly a differentiating factor in some customers relationship with companies. The theory on ethics and CSR suggests that the ethical policy can only be meaningful if it permeates all the activities of the organisation, and if everyone within the organisation internalises it, rather than pay lip service to it. This suggests that HR in its role of helping to identify the values of the organisation has a clear contribution to make. HR has the experience with values, and is well placed to canvass opinions across a wide range of stakeholders to enable it to draw up a code of ethics. This ethical behaviour extends to the concept of the psychological contract (CIPD 2003b, pp18-19). This defines the implicit deal between employer and employees, as distinct from the formal deal contained in the contract of employment. Conclusions The contribution of SHRM to the success of an organisation is effective in a number of areas such as the newer knowledge industries where the concept of people as a business asset is foremost. However, there is little evidence that SHRM is effective at the basic level of actively participating in strategic formulation at board level. It is more involved in the implementation of strategic business decisions. There are sceptics as to the effectiveness of SHRM as a concept and as to the functions ability to be a business partner. The rapidly changing business conditions means that types of employees required and their skills in aspects such as knowledge management has placed more emphasis on a strategic HR function. Successful SHRM is agile, has the ability to forward plan, recruit strategically, manage the balance of employees and develop by training and reward the competencies necessary for the modern business environment.

Jd Salinger Essay -- essays research papers

Salinger, J(erome) D(avid) (1919- ), American novelist and short story writer, known for his stories dealing with the intellectual and emotional struggles of adolescents who are alienated from the empty, materialistic world of their parents. Salinger's work is marked by a profound sense of craftsmanship, a keen ear for dialogue, and a deep awareness of the frustrations of life in America after World War II (1939-1945). Jerome David Salinger was born and raised in New York City. He began writing fiction as a teenager. After graduating from the Valley Forge Military Academy in 1936, he began studies at several colleges in the New York City area, but he took no degree. He did, however, take a fiction writing class with Whit Burnett, an editor of Story magazine, who encouraged Salinger and brought out his first published story, "The Young Folks" (1940). Over the next several years Salinger contributed short stories to popular magazines such as Collier's, Esquire, and The Saturday Evening Post, continuing to produce work even while serving in combat during World War II as a staff sergeant in the United States Army from 1942 to 1946. After returning to civilian life, Salinger continued to achieve success with his short stories, many of which were drawn from his war experiences. During the late 1940s he published work in Mademoiselle, Cosmopolitan, and The New Yorker. At the age of 31, Salinger gained a major place in American fiction with the publication of his only...

Humans Cause Global Warming Essay

Today we are debating the important topic of global warming. As the affirmative team, we strongly believe that global warming is caused by the actions of humans. But this is not just a belief, this is a fact. Global warming, by definition, is a gradual increase in the overall temperature of the earth’s atmosphere generally attributed to the greenhouse effect caused by increased levels of carbon dioxide, CFCs, and other pollutants. The greenhouse effect is the trapping of the sun’s warmth in a planet’s lower atmosphere due to the greater transparency of the atmosphere to visible radiation from the sun than to infrared radiation emitted from the planet’s surface. In simpler terms, this means that the pollution emitted from the earth, such as the gasses from factories, cars etc. enter the atmosphere and the co2 from these gases absorb the heat from the sun and intern warms the climate. The pollution or carbon dioxide enter the Earth’s atmosphere and absorb heat from the sun, heating the environment, therefore an increase in co2 means an increase in heat, this resulting in bigger problem for global warming. The main producer of this pollution and greenhouse gases are ofcourse humans, our environment and climate are the ones that have to pay for the humanly actions causing global warming. Scientists have determined that a number of human activities are contributing to global warming by adding excessive amounts of greenhouse gases to the atmosphere. These gases such as carbon dioxide (co2) accummulate in the atmosphere and trap heat that normally would exit into outer space. The main source of excess greenhouse gases is the human use of fossil fuels. The burning of fossil fuels to generate energy for example driving cars, using electricity from coal-fired power plants, or heating homes with oil or natural gas, humans release carbon dioxide and other heat-trapping gases into the atmosphere. Over 100 years ago the co2 level was 35% less than it is currently and since the beginning of the industrial revelution, has been increasing gradually. Nowadays modern society is producing more co2 and other gases than ever before, this being the result of the economic problem, with humans having unlimited wants and needs that can only be produced in a way that influences global warming. (Figure 1) Another significant source of greenhouse gases is deforestation, this is because fewer trees means less carbon dioxide conversion to oxygen. (Figure 2)Deforestation in rainforests add more co2 to the atmosphere than the sum total of most vehicles on roads. In fact 25-30%,of the gases released into the atmosphere each year is a result of deforestation. The reason that logging is so bad for the climate is that when trees, which are 50 percent carbon, are burned or felled they release the carbon they are storing into the air, where it mingles with greenhouse gases from other sources and contributes to global warming. As humans, we do not take our actions into precaution and many of us act before thinking. This is the same situation with global warming and because of this, the result is negative. Global warming affects not only our climate but the environment and air mankind needs for survival, however how can us humans survive when we are the ones destroying our planet and risking our own lives. Greenhouse gases can stay in the atmosphere for an amount of years ranging from decades to hundreds or thousands of years. No matter what we do, global warming is going to have some effect on Earth. These effects range from diseases and economic consquences to different types of hazzards. (Figure 3) Floods, hurricanes, tsunamis, they are all weathering patterns that are directly altered by the differences in temperature. Most of them are occuring due to high sea level or heavy rainfall. This was seen in 2004 and 2005. (Figure 4) It can be a devastating shock for crops and other agriculture, and also bring death and injury to humans and animals through accidents, hypothermia and starvation. It may seem illogical at first to attribute harsher cold weather to global warming, but a change in atmospheric patterns brought about by receding glacial ice can lead to the redirection of polar air currents and the sun’s rays being absorbed by the larger areas of dark blue sea. However this process can also be reversed to achieve opposite results. (Figure 5) Some areas suffer serious droughts and heat waves and the severity of these hazzards are increasing by large numbers. Countries such as Africa and India recieve the worst of these affects, since water is already a dangerous rare essential. (Figure 6) As the planet continues to become warmer and warmer as global warming increases and the dry lands that are already susceptible to wildfires are likely to be ravaged by even more frequent and destructive episodes. In 2007, more than 3,000 fires brought destruction to Southeastern Europe thanks to a long summer that created arid and parched conditions, a situation that would become normal as a consequence of the greenhouse effect. As countries warm, disease carrying insects migrate, bringing their diseases with them. Climate greatly influences some of the most deadly and widespread diseases currently affecting millions of people across the world with the spread of diseases like Malaria, West Nile virus and Dengue fever to parts of the planet. With greatly reduced rainfall, more severe droughts and loss of soil fertility, food and water supplies would soon diminish, resulting in higher prices, famine, disease, malnutrition, starvation and, ultimately, death. These effects spell one thing for the countries of the world: economic consequences. Hazzards cause billions of dollars in damage, diseases cost money to treat and control and conflicts aggravate all of these. There is simply no other mechanism that can explain the significantly altered climate path and the changes in the radiative forcing other than human causes. Animals are a major source that are affected by the influences of global warming, some not only lose their habitat and homes, but also suffer in the drastic measures that humans have put them up against. Animals such as polar bears and penguins are the most obvious evidence of consequences of having warmer climates. (Figure 7) They and other animals that are dependent on cold enviornments retreat to more northerly locations as the planet heats up, leading to encroachment upon other eco-systems and displacement of other animals from their natural habitat. Animals that are driven from their natural habitats or normal migration routes by environmental factors could easily come into contact with human settlements, leading to many deaths among humans and already endangered animals. (Figure 8) The world’s oceans absorb roughly 30% of all carbon dioxide that seeps into the atmosphere, and so inevitably, as more gases are released, ocean life will continue to suffer the negative consequences placed upon them by human actions.

Pscychological Effects of Ragging on Student and Counteractive Measures for Prevention Essay

Ask any college student what he or she was most nervous about on the first day of college and the answer will most probably be the same — ragging. But what is ragging? Who does it and why? There is no clear definition of ragging (or hazing), but it is generally understood to be the act of college seniors subjecting juniors to teasing or practical jokes. The term includes a relatively harmless prank such as asking a junior to roll a coin around the basketball court to more serious or dangerous acts like sexual abuse and torture. Ragging initially began as an innocent tradition to get new students acquainted with each other but has gradually become a method by which anti-social elements of the institute assert their dominance on the campus. Although ragging can happen in any college, it is most prevalent in medical and engineering colleges. The reason being most students live on campus and are thus soft targets. What to do if you are ragged Ragging can assume any form — abusive language directed at the student or his family, making juniors run errands for seniors, sexual abuse, forcing freshers to strip or speak obscenely about professors in front of other students. Basically, any form of abuse against juniors amounts to ragging. If any of this is happening to you, inform your family about it first. Going against one’s college seniors can be stressful for a fresher, so make sure you have all the support you can get from your family and friends. The second step is to approach the institute’s authorities. Inform them of the goings-on and the names of the culprits. Most colleges have an anti-ragging cell — an association of professors and students who track down and take disciplinary action against students indulging in ragging. If the college authorities seem unwilling to take action, and the severity of the offence is great, you can even approach the police. Ragging has been recognised as a cr ime in India and the police are legally obliged to investigate the matter. Frehsers entrance test Ragging is meant to faimilarise the seniors with the juniors. In the media it is portrayed that ragging is normal event in a student life, seeing TV many seniors develop new ideas to conduct ragging. In the news they tell about the event how a sudden namely ___ got ragged commited suicide or got  affected, but they fail to tell the outcome punishment on the raggers. Demiralise the student: Demoralise the student and will develop phobia and lose interest in studies, leave their goals aspirations, leaving them helpless for rest of their life. Inaction or ineffective action on part of the concerned authority only encourages the mindset of te accused to indulge in such action again. The accused senior gains confidence as being right and will traumatize someone else or same one again. How to deal with being ragged Sometimes, intervention may come too late. In a number of cases, students have succumbed to the humiliation of ragging, and fall victim to bouts of depression and lack of interest in academic pursuits. Extreme abuse has even caused some students to attempt suicide. It is recommended that students grappling with the humiliation of ragging seek help from a trained counsellor. Parents and teachers must take it upon themselves to safeguard the mental health of students by keeping all the channels of communication open. Every effort must be made to help a victim deal with the incident and move on. So, don’t let the fear of being ragged prevent you from pursuing a happy and fruitful college career. Remember, it is as much a crime to tolerate oppression as it is to subject someone to it. Timely action can help change your freshman year from a nightmare into a dream come true. There are 3 types of ragging verbal, physically and sexual. The acts of abuses are making u dance, sing, propose to girl or boy, go kiss a girl or boy, all this acts which the so called seniors will not or r not bold enough to do they do it in form of ragging through the juniors. Teasing or abusing of playing Practical joke on, or causing hurt to any student. or (b) Asking any student to do any act, or perform any thing, which he/she would not, in the ordinary course, be willing to do or perform. It is the animal hidden Instinct. The urge to dominate the neighbour, especially when one has more leisure.It happens not only in colleges/educational Institutions but also in jails and such other Institutions. They want respect from juniors. †¢ they want to show that they  r the SENIORS, and another reason may be that they want to repeat what had happend with them when they were juniors†¦. Please keep in mind the following things and advise your college going friends too. * Ragging is a crime. Do not engage in it or support it * Even petty ragging is against fundamental human rights * There needs to be zero tolerance for any form of ragging * Being senior does not give anyone any right to pull up others for anything * If you see any ragging, immediately inform authorites and even the police * Just pick your phone and call police if anyone rags you even in a small way * Make sure your college has an active anti-ragging cell * If college authorities don’t take small ragging complaints seriously, complain to your parents and the university * As responsible citizens of India we need to elimiate ragging in everyway * Please share this message with all your college going and other young friends Anti-Ragging Act, 2010 and under sections 377, 511, 504, 506, 384, 341 and 323 of the IPC, How Ragging Affects The Victim: 1. An unpleasant incident of ragging may leave a permanent scar in the victim’s mind that may haunt him for years to come. 2. The victim declines into a shell, forcing himself into ignominy and alienation from the rest of the world. 3. It demoralizes the victim who joins college life with many hopes and expectations. 4. Though incidents of physical assault and grievous injuries are not new, ragging also simultaneously causes grave psychological stress and trauma to the victim. 5†¦. WHAT IS RAGGING †¢Teasing, manhandling, ill-treating with rudeness any Fresher. †¢Psychological harm that raises fear in the mind of fresher. †¢Asking the fresher to perform any act, which has the effect of causing or generating a sense of shame so as to adversely affect his/her physique/psyche. RAGGING IS REPREHENSIBLE ACT †¢No act of ragging shall be tolerated. †¢Any act of ragging shall not go unnoticed and unpunished. PUNISHMENT MAY INCLUDE: †¢Expulsion from hostel. †¢Fine with public apology. †¢Withholding a scholarship or other benefit. †¢Debarring from representation in events or campus placement. †¢Adverse entry in Character Certificate. †¢Suspension from the institution. †¢Expulsion from the institution. PROCEDURE OF DISCIPLINARY PROCEEDINGS: †¢If the appropriate authority is satisfied that a prima-facie case exists against the boarder he may be suspended from the hostel, pending a final enquiry. What constitutes Ragging: – Ragging constitutes one or more of any of the following acts:  3 a. any conduct by any student or students whether by words spoken or written or by an act which has the effect of teasing, treating or handling with rudeness a fresher or any other student; b. indulging in rowdy or undisciplined activities by any student or students which causes or is likely to cause annoyance, hardship, physical or psychological harm or to raise fear or apprehension thereof in any fresher or any other student; c. asking any student to do any act which such student will not in the ordinary course do and which has the effect of causing or generating a sense of shame, or torment or embarrassment so as to adversely affect the physique or psyche of such fresher or any other student; d. any act by a senior student that prevents, disrupts or disturbs the regular academic activity of any other student or a fresher; e. exploiting the services of a fresher or any other student for completing the academic tasks assigned to an individual or a group of students. f. any act of financial extortion or forceful expenditure burden put on a fresher or any other student by students; g. any act of physical abuse including all variants of it: sexual abuse, homosexual assaults, stripping, forcing obscene and lewd acts, gestures, causing bodily harm or any other danger to health or person; h. any act or abuse by spoken words, emails, posts, public insults which would also include deriving perverted pleasure, vicarious or sadistic thrill from actively or passively participating in the discomfiture to fresher or any other student; i. any act that affects the mental health and self-confidence of a fresher or any other student with or without an intent to derive a sadistic pleasure or showing off power, authority or superiority by a student over any fresher or any other student. 5. Measures for prevention of ragging:- It shall be mandatory for every technical Institution, University, deemed to be University imparting technical education to take following measures for prevention of ragging at such institutions. 1. The advertisement issued for admission by a technical institution, University including Deemed to be University concerned and/or the admission authority/ affiliating University/State Govt./UT/Central Govt. as the case may be, shall clearly mention that ragging is totally banned and anyone found guilty of ragging and/or abetting ragging is liable to be punished. 2. The ‘Prospectus’ and other admission related documents shall contain directions of the Supreme Court Affiliating University/admission Authority/State Govt/Central Govt. shall make it mandatory for the institutions under their jurisdiction to compulsorily incorporate such information in their ‘Prospectus’. These Regulations shall be printed in the brochure of admission/instruction booklet for candidates. 3. The application form for admission/enrolment shall have a printed affidavit, preferably both in English and Hindi and/or in one of the regional languages. The affidavit should be filled up and signed by the  candidate to the effect that he/she is aware of the law regarding prohibition of ragging as well as the punishments, and that he/she, if found guilty of the offence of ragging and/or abetting ragging, is liable to be punished appropriately. 4. The application form shall also contain a printed affidavit, preferably both in English and Hindi and/or in one of the regional languages and the affidavit should be signed by the parent/guardian of the applicant to the effect that he/she is also aware of the law in this regard and agrees to abide by the punishment meted out to his/her ward in case the latter is found guilty of ragging and/or abetting ragging. 5. The application for admission shall be accompanied by a document along with the School Leaving Certificate/Character Certificate which shall include a report on the behavioral patter of the applicant, so that the institution can thereafter keep intense watch upon the student who has a negative entry in this regard. 6. A student seeking admission to the hostel shall have to submit another affidavit along with his/her application for hostel accommodation that he/she is also aware of the law in this regard and agrees to abide by the punishments meted out if he/she is found guilty of ragging and/or abetting ragging. 7. Every technical institution, University including Deemed to be University imparting technical education shall maintain a proper record of the affidavits obtained to ensure its safe up keep thereof,including digital copies of the affidavits and such digital copy should be made available to the AICTE or to an Agency identified/nominated by AICTE. 8. The AICTE or an Agency identified/nominated for the purpose and affiliating Universities and Directorate of Technical Education of the concerned State Govt./UT shall maintain an appropriate data base of the affidavits in the digital form obtained from every student at the time of admission to the technical institutions, Universities including Deemed to be Universities imparting technical education. 9. Each batch of freshers should be divided into small groups and each such group shall be assigned to a member of staff. Such staff member should interact individually with each member of the group on daily basis to ascertain the problems/difficulties, if any faced by the freshers in the Institution and extend necessary help. 10. Incase of freshers admitted to a Hostel it shall be the responsibility of the teacher incharge of the group to co-ordinate with the warden of the Hostel and to make surprise visits to the rooms in the hostel where the members of the group are lodged. Freshers should be lodged in a separate hostel block wherever possible and where such facilities are not available, the college/institution shall ensure that seniors’ access to freshers’ accommodation is strictly monitored by wardens, Security Guards and Staff. 11. Every institution should engage or seek the assistance of professional counselors at the time of admissions to counsel ‘freshers’ in order to prepare them for the life ahead, particularly for adjusting to the life in hostels. At the commencement of the academic session the Head of the technical Institution, University including Deemed to be University imparting technical education shall convene and address a meeting of various functionaries/agencies, like Wardens, representatives of students, parents/guardians, faculty, district administration including police, to discuss the measures to be taken to prevent ragging and steps to be taken to identify the offenders and punish them suitably. 12. Every fresher admitted to the technical Institution, University including Deemed to be University imparting technical education shall be given a printed information booklet detailing when and whom he/she has to turn to for help and guidance for various purposes (including Wardens, Head of the institution, members of the anti–ragging committee, relevant district and police authorities), addresses and telephone numbers of such persons/authorities, etc. 13. The technical institutions, University including Deemed to be University imparting technical education through the information booklet mentioned 6  above shall explain to the new entrants the arrangements for their induction and orientation which promote efficient and effective means of integrating them fully as students. 14. The information booklet mentioned above shall also tell the freshers about their rights as bona fide students and clearly instructing them that they should desist from doing anything against their will even if ordered by the seniors, and that they have nothing to fear as the institution cares for them and shall not tolerate any atrocities against them. 15. The information booklet mentioned above shall contain a calendar of events and activities laid down by the institution to facilitate and complement familiarization of juniors with the academic environment of the institution. 16. To make the community at large and the students in particular aware of the dehumanizing effect of ragging, and the approach of the institution towards those indulging in ragging, big posters (preferably with different colors for the provisions of law, punishments, etc.) shall be prominently displayed on all Notice Boards of all departments, hostels and other buildings as well as at vulnerable places Some of such posters shall be of permanent nature in certain vulnerable places. 17. The technical Institution, University including Deemed to be University imparting technical education shall request the media to give adequate publicity to the law prohibiting ragging and the negative aspects of ragging and the institutions ‘s resolve to ban ragging and punish those found guilty without fear or favor. 18. The technical Institution, University including Deemed to be University imparting technical education shall identify, properly illuminate and man all vulnerable locations. 19. The technical Institution, University including Deemed to be University imparting technical education shall tighten security in its premises, especially at the vulnerable places. If necessary, intense policing shall be resorted to at such points at odd hours during the early months of the academic session. 20. The technical Institution, University including Deemed to be University imparting technical education shall utilize the vacation  period before the start of the new academic year to launch wide publicity campaign against ragging through posters, information booklets, seminars, street plays, etc. 7 21. The faculties/departments/units of the technical Institution, University including Deemed to be University imparting technical education shall have induction arrangements (including those which anticipate, identify and plan to meet any special needs of any specific section of students) in place well in advance of the beginning of the academic year with a clear sense of the main aims and objectives of the induction process. 22. Mobile Phones and other communication devices may be permitted in residential areas including hostels to provide access to the students particularly freshers, to reach out for help from teachers, parents and Institution authorities. Monitoring mechanism in technical institution, University including Deemed to be University imparting technical education:- a) Anti-ragging Committee: Every institution University including Deemed to be University imparting technical education shall constitute a Committee to be known as the Anti-ragging Committee to be nominated and headed by the Head of the Institution, and consisting of representatives of civil and police administration, local media, Non Government Organizations involved in youth activities, representatives of faculty members, representatives of parents, representatives of students belonging to the freshers’ category as well as senior students, non-teaching staff; and shall have a diverse mix of membership in terms of level as well as gender. b) It shall be the duty of the Anti-Ragging Committee to ensure compliance with the provisions of these Regulations as well as the provisions of any law for the time being in force concerning ragging; and also to monitor and oversee the performance of the Anti-Ragging Squad in prevention of ragging in the institution. c) Anti-Ragging Squad: Every institution University including Deemed to be  University imparting technical education shall also constitute a smaller body to be known as the Anti-Ragging Squad to be nominated by the Head of the Institution with such representation as may be considered necessary for maintaining vigil, oversight and patrolling functions and shall remain mobile, alert and active at all times. Provided that the Anti-Ragging Squad shall have representation of various members of the campus community and shall have no outside representation. d) It shall be the duty of the Anti-Ragging Squad to be called upon to make surprise raids on hostels, and other places vulnerable to incidents and having the potential for ragging and shall be empowered to inspect such places. 8 e) It shall also be the duty of the Anti-Ragging Squad to conduct an on-the-spot enquiry into any incidents of ragging referred to it by the Head of the institution or any member of the faculty or any member of the staff or any student or any parent or guardian or any employee of a service provider or by any other person, as the case may be; and the enquiry report along with recommendations shall be submitted to the Anti-Ragging Committee for action. Provided that the Anti-Ragging Squad shall conduct such enquiry observing a fair and transparent procedure and the principles of natural justice and after giving adequate opportunity to the student or students accused of ragging and other witnesses to place before it the facts, documents and views concerning the incidents of ragging, and considerations such other relevant information as may be required. Actions to be taken against students for indulging and abetting ragging in technical institutions Universities including Deemed to be University imparting technical education:- 1. The punishment to be meted out to the persons indulged in ragging has to be exemplary and justifiably harsh to act as a deterrent against recurrence of such incidents. 2. Every single incident of ragging a First Information Report (FIR) must be filed without exception by the institutional authorities with the local police authorities. 3. The Anti-Ragging Committee of the institution shall take an appropriate decision, with regard to punishment or otherwise, depending on the facts of each incident of ragging and nature and gravity of the incident of ragging. 4. a) Depending upon the nature and gravity of the offence as established the possible punishments for those found guilty of ragging at the institution level shall be any one or any combination of the following:- (i) Cancellation of admission (ii) Suspension from attending classes (iii) Withholding/withdrawing scholarship/fellowship and other benefits (iv) Debarring from appearing in any test/examination or other evaluation process (v) Withholding results (vi) Debarring from representing the institution in any regional, national or international meet, tournament, youth festival, etc. (vii) Suspension/expulsion from the hostel (viii) Rustication from the institution for period ranging from 1 to 4 semesters (ix) Expulsion from the institution and consequent debarring from admission to any other institution. (x) Collective punishment: when the persons committing or abetting the crime of ragging are not identified, the institution shall resort to collective punishment as a deterrent to ensure community pressure on the potential raggers. b) An appeal against the order of punishment by the Anti-Ragging Committee shall lie, 11 i. In case of an order of an institution, affiliated to or constituent part, of the University, to the Vice-Chancellor of the University; ii. In case of an order of a University, to its Chancellor. iii. In case of an institution of national importance created by an Act of Parliament, to the Chairman or Chancellor of the  institution, as the case may be. 5. The institutional authorities shall intimate the incidents of ragging occurred in their premises along with actions taken to the Council form time to time. 9 Action to be taken against the technical Institution, University including Deemed to be University imparting technical education which fail to take measures for prevention of ragging:- 1. Role of the concerned technical institutions, Universities including Deemed to be Universities imparting technical education shall be open to scrutiny for the purpose of finding out whether they have taken effective steps for preventing ragging and action taken against provision indulged and/or abetting ragging. The Council shall constitute Committees to inspect technical institutions, Universities including Deemed to be Universities imparting technical education to verify the status of anti ragging measures and to investigate specific instances of ragging and take appropriate action. 2. The technical Institution, University including Deemed to be University imparting technical education should submit an affidavit along with its compliance report submitted to AICTE annually with details of measures taken for prevention of ragging in technical institutions. The Compliance Report should also contain the details of the instances of ragging and action taken against students, and others for indulging and abetting ragging. 3. All Letters of Approval issued by AICTE such as extension of approval letters, letters issued for additional courses/increase in intake and letters issued for new technical institutions, release of grants, letters of approval issued to integrated campus, second shift etc. shall contain a specific clause of prevention of ragging. 4. The AICTE shall, in respect of any institution that fails to take adequate steps to prevent ragging or fails to act in accordance with these Regulations or fails to punish perpetrators or incidents of ragging suitably, take one of more of the following measures, namely; i. No admission/Withdrawal of approval granted under section 10(k) of AICTE Act. ii. Withholding any grant allocated. iii. Declaring the institution ineligible for consideration for any assistance under any of the general or special assistance programmes of the AICTE. iv. Informing the general public, including potential candidates for admission, through a notice displayed prominently in the newspapers or other suitable media and posted on the website of the AICTE, declaring that the institution does not possess the minimum academic standards. v. Taking such other action within its powers as it may deem fit and impose such other penalties as may be provided in the Act for such duration of time as the institution complies with the provisions of these Regulations. 5. As regards the Universities including Deemed to be Universities imparting technical education the actions proposed to be taken such as stopping release of grants, withdrawal of approval/recognition will be sent to University Grants Commission (UGC), Ministry of Human Resource Development (MHRD), Govt. of India and the concerned State Govt./UT. The UGC, MHRD Govt. of India, and the State Govt./UT concerned shall initiate immediate action on the recommendations of the Council.