Refine your search
Co-Authors
Journals
A B C D E F G H I J K L M N O P Q R S T U V W X Y Z All
Lakshmi, N.
- Medical Tourism in the Globalised Scenario:Progress and Opportunities in India
Abstract Views :608 |
PDF Views:170
Authors
G. Ramesh
1,
N. Lakshmi
2
Affiliations
1 Sir Theagaraya College, Chennai-60021, IN
2 Aalim Muhammed Salegh Academy of Architecture, Chennai-600055, IN
1 Sir Theagaraya College, Chennai-60021, IN
2 Aalim Muhammed Salegh Academy of Architecture, Chennai-600055, IN
Source
Review of Professional Management- A Journal of New Delhi Institute of Management, Vol 10, No 2 (2012), Pagination: 47-52Abstract
In the recent past, a trend known as medical tourism has emerged wherein citizens of highly developed countries choose to travel to less developed areas of the world to receive a wide variety of medical services. Medical tourism refers to growing practices of traveling across international borders in order to receive health care services. A medical tourism company arranges and facilitates the patient's flight, hotel accommodation and the schedule of the surgery. Medical tourism is a new concept for India. Western medical tourists are particularly drawn to India to avoid waiting lists in home countries. The State-of-the-art medical equipment, modern hospitals, board-certified surgeons and world-class standards of nursing set India on par with other Asian medical destinations. Indian medical professionals are recognized all over the world and they provide world-class health care at an affordable price. With skyrocketing hospitalization and treatment cost in developed countries, India is rapidly expanding its base in this unique sector. A number of public and private hospitals in the country have also received accolades abroad. This paper is at analysis on the under trained in Medical Tourism in India on the basis of secondary information.Keywords
Medical Tourism, International Medical Travel, Corporate Hospitals.Full Text
- Analysis of Current Mode Logic High Speed CMOS Technology
Abstract Views :294 |
PDF Views:2
Authors
Affiliations
1 Department of ECE, Tejaa Shakthi Institute of Technology for Women, Coimbatore, Tamilnadu-641659, IN
1 Department of ECE, Tejaa Shakthi Institute of Technology for Women, Coimbatore, Tamilnadu-641659, IN
Source
Biometrics and Bioinformatics, Vol 10, No 2 (2018), Pagination: 34-36Abstract
We have designed D-latch circuit which is suitable for nanometer technology. The circuit is low-voltage and also high speed. Here we are using Current Mode Logic (CML) technique. This technology is used for improve the speed of the D-latch circuit. We are comparing a two-stage frequency divider designed using both the triple-tail DFF and the proposed folded DFF. During the simulation minimum delay was obtained with the help of proposed folded DFF and it consumes the less amount of power. The delay is reduced and the speed is improved. In the DFF, the maximum operating frequency is achieved over a triple- tail DFF. The simulation is done using cadence virtuoso tool.
Keywords
Current Mode Logic (CML), D–Latch, D–FlipFlop (DFF), Nanometer CMOS.
References
- S. Hua, Q. Wang, H. Yan, D. Wang, and C. Hou, “A high speed lowpower interface for inter-die communication,” in Proc. Int. Conf. Solid-State Integr. Circuit Technol. (ICSICT), 2010, pp. 1916–1918.
- J. Yang, J. Shi, P. Ma, and S. Zhang, “A wideband and highspeedfrequency divider,” in Proc. Int. Conf. Solid-State Integr. Circuit Technol. (ICSICT), 2014, pp. 1–3.
- M. Alioto, R. Mita, and G. Palumbo, “Design of high-speed powerefficient MOS current-mode logic frequency dividers,” IEEE Trans. Circuits Syst. II, Exp. Briefs, vol. 53, no. 11, pp. 1165–1169, Nov. 2006.
- W.-Y. Tsai, C.-T. Chiu, J.-M. Wu, S.-H. Hsu, and Y.-S. Hsu, “A novel MUX-FF circuit for low power and high speed serial link inter faces,”in Proc. Int. Symp. Circuits Syst., 2010, pp. 4305–4308.
- N. Singh and S. Deb, “Analysis and design guidelines for customized logic families in CMOS,” in Proc. Int. Symp. VLSI Design Test (VDAT), 2015, pp. 1–2.
- B. Razavi, Y. Ota, and R. G. Swartz, “Design techniques for low-voltage high-speed digital bipolar circuits,” IEEE J. Solid-State Circuits, vol. 29, no. 3, pp. 332–339, Mar. 1994
- X. Zhang, Y. Wang, S. Jia, G. Zhang, and X. Zhang, “A novel CML latch for ultra high speed applications,” in Proc. Int. Conf. Electron Devices Solid-State Circuits (EDSSC), 2014, pp. 1–2.
- I. Jang, Y. Lee, S. Kim, and J. Kim, “Power-performance tradeoff analysis of CML-based high-speed transmitter designs using circuit-level optimization,” IEEE Trans. Circuits Syst. I, Reg. Papers, vol. 63, no. 4, pp. 540–550, Apr. 2016.
- J. Ramirez-Angulo, R. G. Carvajal, and A. Torralba, “Low supply voltage high-performance CMOS current mirror with low input and output voltage requirements,” IEEE Trans. Circuits Syst. II, Exp. Briefs, vol. 51, no. 3, pp. 124–129, Mar. 2004.
- N. Pandey, K. Gupta, G. Bhatia, and B. Choudhary, “MOS current mode logic exclusive-OR gate using multi-threshold triple-tail cells,” Microelectron. J., vol. 57, no. 11, pp. 13–20, Nov. 2016
- Antecedents and Consequence of Employee Engagement-A Study of Educational Institutions
Abstract Views :572 |
PDF Views:0
Authors
Muskan Khan
1,
N. Lakshmi
2
Affiliations
1 Dr. A.P.J, Abdul Kalam Technical University, Lucknow, IN
2 Dept. of Management Studies, Galgotias College of Engg. & Technology, Greater Noida, IN
1 Dr. A.P.J, Abdul Kalam Technical University, Lucknow, IN
2 Dept. of Management Studies, Galgotias College of Engg. & Technology, Greater Noida, IN
Source
Asian Journal of Management, Vol 8, No 4 (2017), Pagination: 1356-1364Abstract
The objective of this research paper is to examine the relationship between the antecedents (i.e. work environment and communication) and employee engagement and its consequent (i.e. affective commitment). It further aims to examine the significance of demographic factors i.e. age and academic qualification of the faculties on their engagement. The study has been conducted at various management colleges located in Delhi NCR.
Self-structured questionnaires were circulated to the audiences. Primary Data was collected and Random sampling was used to select the respondents. The sample constituted head of the department, associate professors and assistant professors from management department. For assessment of hypotheses, data were evaluated using partial least squares structural modeling (PLS-SEM) and demographics were evaluated by using SPSS.20 Version.
The results have indicated that the antecedents of the work environment, communication have a significant positive impact on Employee engagement. The consequent i.e. affective commitment was found to be positively related to Employee Engagement. It was also observed that there is a significant variation in employee engagement based on the age and academic qualification of the respondents.
This study has introduced the antecedents and consequence in Education sector which was not studied by anyone previously. However, for this paper, the authors have provided a PLS-SEM-based model, which allows for simultaneous treatment of Employee Engagement as a dependent variable in some relationships, and as an independent variable in other relationship.
Keywords
Work Environment, Communication, Educational Institutions, Employee Engagement, Affective Commitment.References
- Alan M. Saks (2006), “Antecedents and consequences of employee engagement”, Journal of Managerial Psychology, Vol. 21 No. 7, 2006, pp. 600-619.
- Abdul Raziq, Raheela Maulabakhsh (2015),” Impact of Working Environment on Job Satisfaction”, Procedia Economics and Finance, vol 23, pp. 717 – 725.
- Baumruk, R. (2004), “The missing link: the role of employee engagement in business success”, Workspan, Vol. 47, pp. 48-52.
- Christopher Mathews, I. K. Khann (2016), “Impact of Work Environment on Performance of Employees in Manufacturing Sector in India: Literature Review”, International Journal of Science and Research Volume 5 Issue 4.
- Durkin, D. (2007) How Loyalty and Employee Engagement Add up to Corporate Profits. Chief Learning Officer, vol. 6, pp-30-34.
- Fatma Jaupi, Shyqyri Llaci (2015), the Impact of Communication Satisfaction and Demographic Variables on Employee Engagement, Journal of Service Science and Management, vol.8 pp-191-200.
- Frank, F.D., Finnegan, R.P. and Taylor, C.R. (2004) ‘the race for talent: retaining and Engaging workers in the 21st century’, Human Resource Planning, Vol 27, No 3, pp12-25.
- Gruman, J. A. and Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21, 123-136.
- Kahn, W.A. (1990), “Psychological conditions of personal engagement and disengagement at work”, Academy of Management Journal, Vol. 33, pp. 692-724.
- Kahn, W.A. (1992), “To be full there: psychological presence at work”, Human Relations, Vol. 45, pp. 321-49.
- Linda Rhoades, Robert Eisenberger and Stephen Armeli (2001), “Affective commitment to the organization: The contribution of Perceived Organizational support”, Journal of Applied Psychology, Vol.86 No.5, pp. 825-836.
- Maslach, C., Jackson, S.E. and Leiter, M.P. (1996) Maslach Burnout Inventory. Paolo Alto Consulting Psychologist Press, Paolo Alto.
- Moradi, E., Almutairi, D. O., Idrus, D., and Emami, R. (2011). The influence of organizational learning culture on job satisfaction among academic staff. Journal of Global Management, 1-12.
- Mowday, R.T., Porter, L.W., and Steers, R.M. (1982). Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. New York: Academic Press.
- Parsley, A. (2006). A roadmap for employee engagement[online]. Retrieved from http://www.managementissues.com/2006/5/25/opinion/a-road-map-foremployeeengagement.asp.
- Poonam Mishra, Shiv Kumar Sharma and Sanjeev Swami (2016), “Antecedents and consequences of organizational politics: a select study of a central university”, Journal of Advances in Management Research, Vol. 13 No. 3, 2016 pp. 334-351.
- Richman, A. (2006), “Everyone wants an engaged workforce how can you create it?” Workspan, Vol. 49, pp. 36-9.
- Robinson, D., Perryman, S. and Hayday, S. (2004), The Drivers of Employee Engagement, Institute for Employment Studies, Brighton.
- Rhoades, L., Eisenberger, R. and Armeli, S. (2001), “Affective commitment to the organization: the contribution of perceived organizational support”, Journal of Applied Psychology, Vol. 86, pp. 825-36.
- S. Gokula Krishnan, Dr. J. Reeves Wesley (2013), “A Study on impact of Employee Communication on Employee Engagement level”, International Research Journal of Business and Management, Volume No – VI.
- Shaffer, J. (2004). Measureable payoff: How employee engagement can boost Performance and profits. New York: Communications world.
- Shaw, K. (2005), “An engagement strategy process for communicators”, Strategic Communication Management, Vol. 9 No. 3, pp. 26-9.
- So Young Lee, Jay L. Brand (2005), “Effects of control over office workspace on perceptions of the work environment and work outcomes”, Journal of Environmental Psychology, vol. 25 pp. 323–333.
- Stein, A. (2006). Employee Communications and Community: An Exploratory Study. Journal of Public Relations Research, 18(3), 249-264.http://dx.doi.org/10.1207/s1532754xjprr1803_320.
- Steyen, B. and Groenewald, R. (1996) Make Productivity Happen and Get the Competitive Edge through Excellence in Corporate Communication. Proceedings of the Conference of the World Productivity Assembly on Achieving World-Class Competitiveness, Johannesburg, 3 September 1996.
- Schaufeli, W.B., Salanova, M., Gonzalez-Roma, V. and Bakker, A.B. (2002), “The measurement of engagement and burnout: a two sample confirmatory factor analytic approach”, Journal of Happiness Studies, Vol. 3, pp. 71-92.
- Schaufeli, W.B. and Bakker, A.B. (2004), “Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study”, Journal of Organizational Behavior, Vol. 25, pp. 293-315.
- Towers Watson (2012), “Driving Employee engagement through internal communications”: Survey Report.
- Watson Wyatt. (2008). 2007/2008. Communication ROI Study. Secrets of top performers; How companies with highly effective employee communication differentiate themselves. Retrieved from www.watsonwyatt.com.