our project

Aap ki seva society is an organization formed during the Great Depression. It was formed in 2010 by Indian mothers with the idea of bringing together women and children in a social and cultural environment. Since then, it has evolved into one of the most well known women’s organizations in the nation and may be considered a cornerstone of the  The objectives of aap ki seva society, Incorporated are to “create a medium of contact for women and children which will stimulate growth and development and provide children constructive educational, cultural, civic, health, recreational and social programs.” Since2010 the organization continues on, dedicating its resources to improving the quality of life, particularly for all  Indian women children.

our project

Organizational structure has a horizontal and a vertical dimension. The horizontal dimension is concerned with the way in which the various activities essential to the achievement of an organization’s objectives can best be differentiated (in accordance with the specialist skills required for each activity) and then coordinated in order to produce the necessary unity of effort among the resulting specialist units. The vertical dimension is concerned with the way in which responsibilities are distributed among members working at different levels of the organization and its component units, from the project to the small group level. We will deal first with horizontal dimension and later with the vertical dimension.

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our organization

An organization

 

 

(or organisation — see spelling differences) is a

 

 

social group which distributes tasks for a collective goal. The word is derived from the Greek word organon, itself derived from the better-known word ergon which means “organ” – a compartment for a particular task.

1862 Diagram of the Federal Government and American Union.

There are a variety of legal types of organizations, including corporations, governments, non-governmental organizations, international organizations, armed forces, charities, not-for-profit corporations, partnerships, cooperatives, and universities. A hybrid organization is a body that operates in both the public sector and the private sector simultaneously, fulfilling public duties and developing commercial market activities.

In the social sciences, organizations are the object of analysis for a number of disciplines, such as sociology, economics, political science, psychology, management, and organizational communication. The broader analysis of organizations is commonly referred to as organizational structure, organizational studies, organizational behavior, or organization analysis. A number of different perspectives exist, some of which are compatible:

  • From a process-related perspective, an organization is viewed as an entity is being (re-)organized, and the focus is on the organization as a set of tasks or actions.
  • From a functional perspective, the focus is on how entities like businesses or state authorities are used.
  • From an institutional perspective, an organization is viewed as a purposeful structure within a social context.

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In sociology

Sociology can be defined as the science of the institutions of modernity; specific institutions serve a function, akin to the individual organs of a coherent body. In the social and political sciences in general, an “organization” may be more loosely understood as the planned, coordinated and purposeful action of human beings working through collective action to reach a common goal or construct a tangible product. This action is usually framed by formal membership and form (institutional rules). Sociology distinguishes the term organization into planned formal and unplanned informal (i.e. spontaneously formed) organizations. Sociology analyzes organizations in the first line from an institutional perspective. In this sense, organization is a permanent arrangement of elements. These elements and their actions are determined by rules so that a certain task can be fulfilled through a system of coordinated division of labor.

An organization is defined by the elements that are part of it (who belongs to the organization and who does not?), its communication (which elements communicate and how do they communicate?), its autonomy (which changes are executed autonomously by the organization or its elements?), and its rules of action compared to outside events (what causes an organization to act as a collective actor?).

By coordinated and planned cooperation of the elements, the organization is able to solve tasks that lie beyond the abilities of the single elements. The price paid by the elements is the limitation of the degrees of freedom of the elements. Advantages of organizations are enhancement (more of the same), addition (combination of different features) and extension. Disadvantages can be inertness (through co-ordination) and loss of interaction.

Organizational structures

The study of organizations includes a focus on optimizing organizational structure. According to management science, most human organizations fall roughly into four types:

Pyramids or hierarchies

A hierarchy exemplifies an arrangement with a leader who leads other individual members of the organization. This arrangement is often associated with bureaucracy.

These structures are formed on the basis that there are enough people under the leader to give him support. Just as one would imagine a real pyramid, if there are not enough stone blocks to hold up the higher ones, gravity would irrevocably bring down the monumental structure. So one can imagine that if the leader does not have the support of his subordinates, the entire structure will collapse. Hierarchies were satirized in The Peter Principle (1969), a book that introduced hierarchiology and the saying that “in a hierarchy every employee tends to rise to his level of incompetence.”

Committees or juries

These consist of a group of peers who decide as a group, perhaps by voting. The difference between a jury and a committee is that the members of the committee are usually assigned to perform or lead further actions after the group comes to a decision, whereas members of a jury come to a decision. In common law countries, legal juries render decisions of guilt, liability and quantify damages; juries are also used in athletic contests, book awards and similar activities. Sometimes a selection committee functions like a jury. In the Middle Ages, juries in continental Europe were used to determine the law according to consensus amongst local notables.

Committees are often the most reliable way to make decisions. Condorcet’s jury theorem proved that if the average member votes better than a roll of dice, then adding more members increases the number of majorities that can come to a correct vote (however correctness is defined). The problem is that if the average member is subsequently worse than a roll of dice, the committee’s decisions grow worse, not better: Staffing is crucial.

Parliamentary procedure, such as Robert’s Rules of Order, helps prevent committees from engaging in lengthy discussions without reaching decisions.

Matrix organization

This organizational type assigns each worker two bosses in two different hierarchies. One hierarchy is “functional” and assures that each type of expert in the organization is well-trained, and measured by a boss who is super-expert in the same field. The other direction is “executive” and tries to get projects completed using the experts. Projects might be organized by products, regions, customer types, or some other schema.

As an example, a company might have an individual with overall responsibility for Products X and Y, and another individual with overall responsibility for Engineering, Quality Control etc. Therefore, subordinates responsible for quality control of project X will have two reporting lines.

Ecologies

This organization has intense competition. Bad parts of the organization starve. Good ones get more work. Everybody is paid for what they actually do, and runs a tiny business that has to show a profit, or they are fired.

Companies who utilize this organization type reflect a rather one-sided view of what goes on in ecology. It is also the case that a natural ecosystem has a natural border – ecoregions do not in general compete with one another in any way, but are very autonomous.

The pharmaceutical company GlaxoSmithKline talks about functioning as this type of organization in this external article from The Guardian.

Organization theories

Among the theories that are or have been most influential are:

Leadership in organizations

Main article: Leadership

A leader in a formal, hierarchical organization, who is appointed to a managerial position, has the right to command and enforce obedience by virtue of the authority of his position. However, he must possess adequate personal attributes to match his authority, because authority is only potentially available to him. In the absence of sufficient personal competence, a manager may be confronted by an emergent leader who can challenge his role in the organization and reduce it to that of a figurehead. However, only authority of position has the backing of formal sanctions. It follows that whoever wields personal influence and power can legitimize this only by gaining a formal position in the hierarchy, with commensurate authority.[1]

Leadership in formal organizations

An organization that is established as a means for achieving defined objectives has been referred to as a formal organization. Its design specifies how goals are subdivided and reflected in subdivisions of the organization. Divisions, departments, sections, positions, jobs, and tasks make up this work structure. Thus, the formal organization is expected to behave impersonally in regard to relationships with clients or with its members. According to Weber’s definition, entry and subsequent advancement is by merit or seniority. Each employee receives a salary and enjoys a degree of tenure that safeguards him from the arbitrary influence of superiors or of powerful clients. The higher his position in the hierarchy, the greater his presumed expertise in adjudicating problems that may arise in the course of the work carried out at lower levels of the organization. It is this bureaucratic structure that forms the basis for the appointment of heads or chiefs of administrative subdivisions in the organization and endows them with the authority attached to their position.[2]

Leadership in informal organizations

In contrast to the appointed head or chief of an administrative unit, a leader emerges within the context of the informal organization that underlies the formal structure. The informal organization expresses the personal objectives and goals of the individual membership. Their objectives and goals may or may not coincide with those of the formal organization. The informal organization represents an extension of the social structures that generally characterize human life — the spontaneous emergence of groups and organizations as ends in themselves.[2]

In prehistoric times, man was preoccupied with his personal security, maintenance, protection, and survival. Now man spends a major portion of his waking hours working for organizations. His need to identify with a community that provides security, protection, maintenance, and a feeling of belonging continues unchanged from prehistoric times. This need is met by the informal organization and its emergent, or unofficial, leaders.[1]

Leaders emerge from within the structure of the informal organization. Their personal qualities, the demands of the situation, or a combination of these and other factors attract followers who accept their leadership within one or several overlay structures. Instead of the authority of position held by an appointed head or chief, the emergent leader wields influence or power. Influence is the ability of a person to gain cooperation from others by means of persuasion or control over rewards. Power is a stronger form of influence because it reflects a person’s ability to enforce action through the control of a means of punishment.[1]

See also

Related lists

Notes

fashion designing training

 

 

 

 

 

 

 

frock design

FASHION DESIGNING

Our organisation  provide free training program for poor needy womens

and girls from this training they can survay them selves .Most of  the people are not for even free training because they are so narrow minded .But our team member bring them

 

 

  1. Fashion is about creating a whole new personality. Fashion is about defining contemporary lifestyles. In a way fashion designing is an art of creating and set a life statement. It’s not just simple dressing anymore, but how we live our life. “It’s a view into the heart, the essence of things. And it’s a code that’s malleable now, not as hard and fixed as in the past. With each reconstruction, we’re changing people’s views and attitudes – it’s a liberating moment in time” Especially India has ancient trends of designing. Fashion in India varies from one village to another village, from one city to another city; from one region to another. In fact, India’s fashion is a cultural heritage, vibrant in colors and prepossessing.

Fashion designing is one of the most lucrative careers of the time; but one needs to work very hard to keep up with the demand and competitive people. Fashion designing is a dedicated art that exemplifies the cultural and social influences too. It makes and breaks the rules of the wildly creative fashion world. So take a plunge, unleash your artistic exuberance and create a design that makes a statement for millions of fashion frenzy’s to follow. G

Old Age Home

  1. Our mean objective is help the suffering people .In old age home our society provide food and shelter to such people who are depressed because of there children not care to them and throw them from there own house.we provide all medicine and all type of  traitment and time to time nurse give them medicines and we will to ke

OLD AGE HOME

Our society provide shelter to such people who are in very bad condition even they can’t move without any one help.our society member search such people in all area . and we provide food and shelter free of cost .we are not having any typ of fonding if some one want to help us may contact

harassment case

  • sexual harrassmentdoes not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general.

Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.

Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted, or when the victim decides to quit the job).

The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.[2] It includes a range of behavior from seemingly mild[dubious – discuss] transgressions and annoyances to actual sexual abuse or sexual assault.[3] Sexual harassment is a form of illegal employment discrimination in many countries, and is a form of abuse (sexual and psychological) and bullying. For many businesses and other organizations, preventing sexual harassment, and defending employees from sexual harassment charges, have become key goals of legal decision-making.

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Coining the term and history

The term sexual harassment was used in 1973 in a report to the then President and Chancellor of MIT about various forms of gender issues. (See Saturn’s Rings, 1974). Rowe has stated that she believes she was not the first to use the term, since sexual harassment was being discussed in women’s groups in Massachusetts in the early 1970s, but that MIT may have been the first or one of the first large organizations to discuss the topic (in the MIT Academic Council), and to develop relevant policies and procedures. MIT at the time also recognized the injuries caused by racial harassment and the harassment of women of color which may be both racial and sexual. The President of MIT also stated that harassment (and favoritism) are antithetical to the mission of a university as well as intolerable for individuals.

In the book In Our Time: Memoir of a Revolution (1999), journalist Susan Brownmiller quotes the Cornell activists who in 1975 thought they had coined the term sexual harassment: “Eight of us were sitting in an office … brainstorming about what we were going to write on posters for our speak-out. We were referring to it as ‘sexual intimidation,’ ‘sexual coercion,’ ‘sexual exploitation on the job.’ None of those names seemed quite right. We wanted something that embraced a whole range of subtle and un-subtle persistent behaviors. Somebody came up with ‘harassment.’ ‘Sexual harassment!’ Instantly we agreed. That’s what it was.” (p. 281). These activists, Lin Farley, Susan Meyer, and Karen Sauvigne went on to form Working Women’s Institute which, along with the Alliance Against Sexual Coercion, founded in 1976 by Freada Klein, Lynn Wehrli, and Elizabeth Cohn-Stuntz, were among the pioneer organizations to bring sexual harassment to public attention in the late 1970s.

Still the term was largely unknown until the early 90s when Anita Hill witnessed and testified against Supreme Court Justice nominee Clarence Thomas.[4] In 1991 when Anita Hill testified the number of sexual harassment cases reported in US and Canada increased 58 percent and have climbed steadily ever since.[4]

Harassment situations

Sexual harassments can occur in a variety of circumstances. Often, but not always, the harasser is in a position of power or authority over the victim (due to differences in age, or social, political, educational or employment relationships) or expecting to receive such power or authority in form of promotion. Forms of harassment relationships include:

  • The harasser can be anyone, such as a client, a co-worker, a parent or legal guardian, relative, a teacher or professor, a student, a friend, or a stranger.
  • The victim does not have to be the person directly harassed but can be a witness of such behavior who finds the behavior offensive and is affected by it.
  • The place of harassment occurrence may vary from school, university, workplace and other
  • There may be other witnesses or attendances, or not
  • The harasser may be completely unaware that his or her behavior is offensive or constitutes sexual harassment or may be completely unaware that his or her actions could be unlawful.[2]
  • The harassment may be one time occurrence but more often it has a type of repetitiveness
  • Adverse effects on the target are common in the form of stress and social withdrawal, sleep and eating difficulties, overall health impairment, etc.
  • The victim and harasser can be any gender
  • The harasser does not have to be of the opposite sex.
  • Misunderstanding: It can result from a situation where one thinks he/she is making themselves clear, but is not understood the way they intended. The misunderstanding can either be reasonable or unreasonable. An example of unreasonable is when a man holds a certain stereotypical view of a woman such that he did not understand the woman’s explicit message to stop. (Heyman, 1994)

Varied behaviors

One of the difficulties in understanding sexual harassment is that it involves a range of behavior, and in most cases (although not in all cases) is difficult for the recipient to describe first to themselves, and then to others, about exactly what they are experiencing, this can be related of difficulty of classifying the situation or could be related to stress and humiliation experienced by the recipient. Moreover, behavior and motives vary between individual cases.

Behavioral classes

Dzeich et al. has divided harassers into two broad classes:

  • Public harassers are flagrant in their seductive or sexist attitudes towards colleagues, subordinates, students, etc.
  • Private harassers carefully cultivate a restrained and respectable image on the surface, but when alone with their target, their demeanor changes.

Langelan describes three different classes of harassers.

  • Predatory harasser who gets sexual thrills from humiliating others. This harasser may become involved in sexual extortion, and may frequently harass just to see how targets respond. Those who don’t resist may even become targets for rape.
  • Dominance harasser: the most common type, who engages in harassing behavior as an ego boost.
  • Strategic or territorial harassers who seek to maintain privilege in jobs or physical locations, for example a man’s harassing female employees in a predominantly male occupation.

Prevention

Sexual harassment and assault may be prevented by secondary school,[5] college,[6][7] and workplace education programs.[8] At least one program for fraternity men produced “sustained behavioral change.”[6][9]

The injured of sexual harassment

Effects of sexual harassment can vary depending on the individuality of the recipient and the severity and duration of the harassment. Often, sexual harassment incidents fall into the category of the “merely annoying.” In other situations harassment may lead to temporary or prolonged stress and/or depression depending on the recipient’s psychological abilities to cope and the type of harassment, and the social support or lack of it for the recipient. Psychologists and social workers report that severe/chronic sexual harassment can havO CHILDREN