Ticket Booking Indian Railways

Ticket Booking Indian Railways South Central Railway was formed on 2nd October, 1966 as the 9th zone of the Indian Railways. In its forty two years of committed service and path breaking progress, South Central Railway has grown to a modern system of mass transportation fulfilling the aspirations of the passengers/customers and carved a niche for itself in Indian Railways system. Strategically positioned in the southern peninsula, this dynamic organization with its headquarters at Secunderabad serves the economically vibrant state of Andhra Pradesh, Parts of Maharashtra, Madya Pradesh and Tamilnadu. From the days of steam hauled locomotives and wooden plank seats, South Central Railway has come a long way modernizing its system with the state of the art high powered Diesel and Electric Locomotives, high speed telescopic Passenger Coaches, and higher axle load wagons, higher capacity track in all important routes, multiple aspect color light signaling with solid state inter locking, and micro wave digital communication system etc. Over the years, South Central Railway has attained sufficient transportation output with adequate infrastructure development and technological upgrading to serve the regions in its jurisdiction. Safe operation of trains, expansion of net work, modern Passenger amenities, Punctuality of trains, courteous service and cleanliness in stations and trains remain always the thrust areas of this Railway. Being a service oriented organization, South Central Railway provided Computerized Passenger Reservation System at 85 Stations/locations covering 96% of the berths available. In the a rena of information dissemination to the rail customers, it has provided Inter-active Voice Response System (IVRS) for Reservation and train enquiry, National Train Enquiry System (NTES) for real time information on movement of trains, Passenger Operated Enquiry Terminals (POET) with information on availability of accommodation and confirmation and Close Circuit Television (CCTV) for real time reservation avail ability status at all important stations in its system. For mass movement of freight, S.C.Railway has introduced high horse powered Diesel and Electric Locomotives and high speed, higher Axle load Box-N-Wagons. Today, South Central Railway plays a pivotal role as a catalyst for agricultural and industrial development in the Southern peninsula apart from fostering the growth of trade and commerce including import/export through ports by connecting sea ports with their hinder land and inland containerdepots. Its reliable and comfortable Passenger Services for long and short distance travel by way introducing many super fast and intercity trains helps transform the society by catering their personal, business, educational and tourism purposes. Milestones South Central Railway was formed on 2nd October, 1966 by grouping Vijayawada and Hubli Divisions of Southern Railway and Secuderabad and Solapur Division of Central Railway. Jurisdictional adjustments were made in October, 1977 by merging Guntakal Division of the Southern Railway with South Central Railway and transferring Solapur Division back to Central Railway. Secunderabad Division was bifurcated in February, 1978 into two Divisions Secunderabad and Hyderabad to facilitate effective operational and administrative control. On 1st April, 2003, the newly formed Guntur and Nanded Divisions of South Central Railway became operational and Hubli Division was transferred to the newly formed South Western Railway. Presently, South Central Railway has six Divisions Viz., Secunderabad, Hyderabad, Vijayawada, Guntur, Guntakal and Nanded with 5752 Route KMs of which 1604 RKms are electrified. After its inception, SC.Railway laid 342.805 RKMs of new lines, converted 2676.19 RKMs from MG to BG and carried out doubling of track on 1272.453 RKms, constructed many major river bridges including the engineering marvels Viz., II Godavari Bridge and III Godavari Bridges at Rajahmundry. Towards customer Satisfaction, it had established the Computerized Passenger Reservation Systems at 85 Stations/locations and offer reservation by any train from any station in the Country. For gaining efficiency in freight operations, SCR established Freight Operations Information System (FOIS) in its jurisdiction and has already introduced Rack Management Systems at 23 Stations and Terminal Management System at 31 Stations. Its Passenger and Freight performance has met with stupendous leaps forward. The freight loading which was only 9.00 million tons in the year of its inception, i.e., 1966 has seen a quantum jump and touched 44.79 Million tons in the financial year 2003-2004. Passenger transport too has met with tremendous growth touching 195.65 millions in the year 2003-2004 as against 50 millions in the year of inception and the gross earnings from Rs. 58.00 Cr. to 3683.00 Cr in the year 2003-2004. Purposes: Alvesson (1996) claims that a situational approach enables leadership to be viewed and studied as a practical accomplishment (p. 476) rather than starting with a conceptualization of leadership as whatever the appointed leader does. This approach seems particularly well suited to networking professionals in which technical knowledge needs to be shared. In this project, I will explore how the booking system is made via wireless network without facing the hassles unlike standing in queue and tickets can be booked from any places or stations. In particular, I will focus on how online booking from the technical perspective members influence the direction of the team as well as the relationships and identities of individual members and the identity of the team as a unit, and how their interaction is enabled and constrained by social and cultural influences (e.g., organizational culture, national/ethnic culture, and gender). Such a study should give insights into the working standards of the Indian Railways, an organizational form that is rapidly gaining in popularity and acceptance. Also, the study will test the usefulness of a perspective (the situational approach) that is underdeveloped in the leadership literature. Background: I will conduct my study in a team that is restricted within a particular Division within the City Council. IRCTC has several online reservation counters, each of which is responsible for online ticket booking within one geographical section of the city. This particular team includes four men and a woman. Three of the men are in their thirties and one in his early 50s; the woman is in her thirties. They are assigned to an area around City. They start each day with a brief (15-45 minute meeting) on an agreed upon site, often just gathering around the back of a truck for their meeting. I will attend these three mornings a week for four weeks, and will stay on to observe their work for approximately 20 hours during the four week period. My primary focus will be on their interaction in meetings, although I will also observe (and perhaps enquires about) interactions during their other work. Scope: I will engage in participant-observation over a six-week period, for approximately four hours per week. I will typically observe the morning meetings and stay for an hour or so to observe their other work. On some days I may come at other times of the day for comparison. I will not schedule structured interviews, but will interview member staff at the reservation counters informally, as needed to clarify and provide insight into specific conversations. Theoretical framework: I will be guided most generally by the interpretive perspective, and more specifically by Indian Railways staff based situational approach. The interpretive perspective places the focus on interpreting the meanings and perspectives of cultural members, and how these meanings are negotiated (Trujillo, 1992). I am exploring the meanings the sales staff and customers have for themselves as individuals and for their relationships, as well as the meanings sales staff have for the organization, group, and profession of which they are working 247. The situational approach directs me to choose one or a few specific interactions to explore in depth. Thus, an appropriate means of investigating the topic from this perspective is observation of conversation, plus interviewing the interact ants to understand the meanings they have for their symbolic interactions. Method: 1. Conduct a literature review on leadership and communication in SMTs. 2. Observe the group four hours per week for six weeks, focusing mostly on conversations at team meetings, especially those conversations in which the group addresses changes to their work processes and issues of team relationships and identity (ies). 3. Interview team members to clarify and provide insight into conversations. I will attempt to conduct these interviews shortly after conversations of interest. While the interviews will not be formal or structured, the kinds of questions I will ask include the following. The general strategy for the interviews is to start off with broad questions and follow up on the interviewees responses, to capture her or his meanings and to avoid imposing my meanings on the interviewee. a. Tell me about the conversation you just had with X. b. What were you thinking during the conversation? c. What do you think she/he was thinking? d. What do you think she/he was trying to do (or accomplish) in the conversation? e. What did you mean when you said, ? f. What were you thinking when you said that? g. What do you think she meant when she said ? h. When you think about what you did and said in that conversation, how would you describe yourself? 4. Undertake a situational analysis of the field notes and interview notes, guided. 5. Write a research report that combines my understanding of the relevant theory and previous research with the results of my empirical research. Timetable: Prepare proposal by 15 October Complete literature review by 30 October Complete fieldwork by 10 November Complete analysis by 20 November Give presentation on 4 January Complete final report by 12 January Limitations: Time constraints of the semester require less time than may be ideal for an ethnographic study. By being in the organization for only four hours a week for five weeks, there are bound to be aspects of leadership practice, organizational culture and team communication that will not be revealed during my observations. Being an outsider may also limit what is revealed to me. The team members may be guarded in their conversations around me, especially in my initial observations. Delimitations: I am choosing not to observe multiple teams, even though such comparisons might be valuable, in order to allow more depth of understanding regarding the group on which I will focus. Additionally, I will not use structured interviews in order to minimize my obtrusiveness and my influence on the team members. Literature Review: Indias Railway network being one of the second largest all over the globe and anybody can travel at anywhere places through the train services. However in terms of tourists who want to visit places do not have any special mode or medium whereby tickets could be booked easily. In most of the trains special seats are reserved for the tourists. Which simplifies that if all the seats are completely booked things are assured that this tourists get to seat till others havent booked up the seats (Bruyn, Venkatraman and Bain, 2006). This is one of the main information that needs consideration as any agent would not be able to book seats on anybodys behalf or can booked from the everyday booking window. The main challenge that lies in the reservation system is supporting a huge range of database for holding information. Indian Railways over years has been the most considered user of IT in India. When it was first introduced into the market computerized passenger traffic and accounting of rail ways, operating statistics, and payroll and inventory management was started through using computers paled at all regional zones (Kamel, 2006). The Computer based Passenger Reservation System (PRS) was introduced by Central for Railway Information System (CRIS) whereby passengers had the privilege of booking tickets through PRS which were found in all major terminals who have their own local database. In this kind of circumstances reservations only covered trains that departed from local terminals. But in the later phase when CRIS introduced Country Wide Enhanced Reservation and Ticketing System (CONCERT) that was developed with the intention to connect five passenger reservation centers from any station or terminal of the Indian Railways so that reserved tickets could be provided from any reservation counter (Kamel, 2006). Later all the PRS were attached together where by the system would have the capability of handling a higher volume of reservation every day. It was one of the mo st aspiring initiatives by the Indian Railways that reduced the passengers time in terms of being held up at the queue for a long period of time. But situations have shown that till now passengers need to move to the station to book their railway tickets. In India since train is considered as one of the most convenient mode of communication so information regarding bookings, train availability, journey fares, accommodation availability and reservation of tickets is the crucial factor for the general mass. Earlier methods like enquiry at the help desk counter, information gathering through TV or through radio were the methods used earlier. In due later phase when internet booking and ticketing services through the e-commerce channel it gathered sufficient interest to the general public. In this regard IRTC in collaboration to CRIS launched its wholly owned website (www.irctc.co.in). This venture changed the whole image of Indian Railways ticket booking system. This helped passengers to get hold of their tickets from the departure station to the destination station without facing the hassles standing in long queue at the railway booking counters. Any passenger at this point of time can visit the website at get their desired information regarding train timings and ticket availability. Later on getting the train details and the suitability in terms of travelling tickets they just needed to fill in the online application form which contained about the details of the journey. During the payment stage the user was transferred to a suitable payment gateway where they need to furnish the details of their debit/credit card at it was certified by the VeriSign. When the transaction was completed the passenger would receive an e-mail that contained the Passenger Name Record (PNR). In this new technological world Indian Railways are considerably looking to get started with the new technological phase of wireless technology. In the discussion as embarked that mobile services has been picking up on a massive scale for the last couple of years. In todays date around 7 million text messages are sent by Indian counterparts everyday life and nearly 80% of Indians use the facility of SMS in major counterparts (Dutta and Shridhar, 2004). Most of the service providers in India have upgraded their mobile technology from 2G to 3G service which has processing speed of high data connection mechanism. Nowadays mobile handsets have the facility of GPRS and WAP that are flooded in Indian markets. With respect to matching and catching up with this technological advancement IRCTC introduced the option of ticket booking via mobile handsets. In present scenario tickets can be booked via mobile phone through voice recognition system. This proved flexibility in terms of passengers w ho could get hold of the tickets of any places sitting in any corner of the world. The project implementation of online ticket booking through internet and telephone prompted other service providers like telecom industries and broadband service providers to enable the payment process through their own systems. Through this project it has shown that if consumers are provided the much needed comfort and flexibility depending on the indented products or service that would sell, consumers are always likely to adapt the technology in other horizons. The Electronic Ticket system (ETS) is specifically designed software through which passengers would have the flexibility through which railway tickets could be purchased through usage of smartcard. In this the payment is made via wireless network with the connecting computer system at the Railway Company which is itself connected through clearing house and a trust centre (Wieringa, 2003).

The Theme of Death in Poetry Essay -- Robert Frost Emily Dickinson Poe

The Theme of Death in Poetry Robert Frost and Emily Dickinson are two Modern American Poets who consistently wrote about the theme of death. While there are some comparisons between the two poets, when it comes to death as a theme, their writing styles were quite different. Robert Frost’s poem, â€Å"Home Burial,† and Emily Dickinson’s poems, â€Å"I felt a Funeral in my Brain,† and â€Å"I died for Beauty,† are three poems concerning death. While the theme is constant there are differences as well as similarities between the poets and their poems. The obvious comparison between the three poems is the theme of death. Both poets, in these works and many others, display a fascination with the death of themselves as well as the death of peers, and loved ones. Both Frost and Dickinson experienced a great deal of death throughout each of their lives. Frost’s greatest loss was the death of his son, which is greatly depicted in his poem â€Å"Home Burial.† Dickinson suffered the loss of many friends and family. She spent a lot of her time in her room looking out upon the headstones of these people. The only strong comparison between the poets, in terms of structure and technique, is that the meaning of their poems run much deeper then the specific words on a page. Even this can come as a contrast when looking at these three poems. â€Å"Home Burial,† by Frost is a fairly straightforward poem, written in dialogue, with the writer working as the narrator. The poem is about a married couple dealing wi...

Report- Dimensions of Diversity Essay

Dimension of Diversity Race and/or gender are not the definition of diversity. Diversity is all of us and how we are so different. To better understand diversity it can be broken down into four different dimensions and classifications. These points will help you begin to pick apart the complex topic of diversity. Dimensions 1. Dimension may be hidden/ visible a. Race, gender and possible age or wealth index may be a visible dimension that / would classify people into one group. b. Intelligent, non-religious, and vegetarian are term that would identify a person to one group that would be hidden, until of course the person shared the information. b.i. Example- Sarah is a Caucasian, female in 40’s that is athletically built, truthful and caring. The first 4 descriptive words are physical traits that people can see. The last two characteristics are something that are not seen, but after time spent with Sarah it would be known. 2. Dimensions of diversity are found within groups as well as individuals a. Each person is different, so even when there is a group of like people there are going to be difference within the group. a.i. Example- In a small diversity class of students there are 20 or so students that are all working towards passing the class taught by Madison. All thought the group of people all are working towards the same goal; they are all very different in their approach to passing the class. They are all students, but they are graduating at different times, they have different working styles, communication styles and are different ages. 3. Dimensions of diversity are in a constant state of flux a. Individuals are constantly changing as well as the environment around them a.i. Example- When Danielle B. is at school she sees herself and acts as a student, but when she is at home or with family she sees herself and acts like a mother. 4. Dimensions of diversity are not always clear cut or easily defined a. Diversity is not the same to everyone a.i. Some people believe that diversity is simple race and/ or gender. Diversity is multidimensional and has various classifications from different scholars. Breaking down diversity helps us to become more aware of differences among individuals. Classifications of diversity 1. Personal Characteristic (hidden/visible) a. Appearance, health, educational background, family/marital status, faith, religion and recreation 2. Location Characteristics a. Housing, neighborhood, city, state, country 3. Work Characteristics a. Income, seniority, department, company, work status, field of work, paid/ unpaid employee, location 4. Population Characteristics a. Ability, age, sexual orientation, gender, ethnic orgin How you perceive the listed characteristics also can classify a person because it makes them different from the next person. Diversity is an extremely complex and broad topic that many people just ignore. Gaining an understanding, and indulging in others that are different than you will build awareness in your knowledge box. Diversity Skills Now that there is a better way of wrapping our minds around diversity; skills can be addressed. Diversity skills are really just people skills. They are techniques that we use to better understand and work with people who are different than us. The key phrase to understand is â€Å"different than us†. Communication Communication is one of the most important skills that encompass the way people process and share information. It requires: 1. Active Listening a. Really understanding and hearing what the person is saying and finding interest in their topic. 2. Various ways/ styles to communicate effectively with people a. Aggressive, passive aggressive, and passive b. Communicate differently among groups c. Body language d. Add some humor or light to the context d.3.a.a. â€Å"results suggest that relational factors, such as one’s humor, may be important to the enactment of organizational citizenship behaviors among subordinates† 3. Tools of communications a. Emails, phones, text, visual aids, letters, blogs, social media network sites, virtual network sites People are all different. Take the time to listen to them and understand what they are trying to convey and then respond in a way that they will understand. Body language, electronic tools, and spoken language are all modes of communication that can be used to communicate more effectively. An amazing leader knows that communication is a skill that is built upon and continually developing. Conflict Management Conflict is defined as â€Å"one party perceives it’s interest are being opposed or set back by another party† (Kreitner and Kinicki). Conflict can be classified as functional or dysfunctional. 1. Functional a. More of a positive conflict that applies to â€Å"constructive or cooperative† conflict. (Kreitner and Kinicki) 2. Dysfunctional a. â€Å"Threaten the organizational interest† (Kreitner and Kinicki) â€Å"Dealing effectively with conflict requires fundamental skills in interpersonal relationships.†(Diversity Counciouceness, 169) According to an executive assistant that has had years of experience in social management dealing with conflict. She and her colleague believe there are nine skills that help manage conflict (Hagman and Stroope). 1. problem solving a. being able to work through a problem 2. asking for help a. If you don’t know how to do something, ask for help so that a bigger problem is prevented. 3. engaging people to talk and work together a. Get everyone input and work together 4. communicating with sources of opposition in order to reach a compromise a. Talk to the person that does not agree, and compromise. 5. practicing avoidance techniques a. Spotting signals of frustration and letting the person calm down before you try to diffuse the situation 6. letting chance decide the outcome in moments of disagreement a. Let time solve the issue 7. accepting responsibility a. Take responsibility of your actions in the issue 8. apologizing when appropriate a. Remember to say you’re sorry when appropriate 9. using humor to alleviate awkward situations. a. Never hurts to add light to a dark situation Although many people will try to avoid conflict, it still does occur because people are different. Conflict is not always necessarily negative either. It can be functional or dysfunctional. Conflict will be a constant challenge in the workplace and there are steps to take to resolve the issue. A strong leader will not let conflict destroy the ultimate goal, but will find ways to turn the conflict into a positive outcome. Empathy â€Å"Empathy is the capacity to recognize or understand another’s state of mind or emotion. It is often characterized as the ability to â€Å"put oneself into another’s shoes†, or to in some way experience the outlook or emotions of another being within oneself† There are so many fascinating explanations of empathy on the internet. What it really comes down to is putting â€Å"yourself in another their shoes† and viewing the world in the way that they would. Six habits according to, Dr. Roman Krznaric, that some empathetic people have are: 1. Curiosity about different people a. â€Å"Curiosity expands our empathy when we talk to people outside our usual social circle, encountering lives and worldviews very different from our own.† 2. Challenging prejudices and seeing the commonalities a. We all of prejudices but if we could see beyond the them, there would be some common interest or characteristics that we shared with the other person. 3. Try another person’s life a. Experiment in different lifestyles, social groups, ethnic groups, activities, etcetera. 4. Listen hard and open up a. Falls under diversity skill of communication 5. Inspire mass action and social change a. Begin with our youngest population and educate and influence them to be empathetic 6. Develop an ambitious imagination a. Don’t just empathize with those that you believe are suffering. Empathize with all whose thoughts are different. These habits will help one to attain strong diversity skills and interpersonal skills for life. A stand-out leader will want to develop their sense of empathy to better understand desires of their team members. Self-Evaluation Self-evaluation is being able to look back at how you handled a situation and assess and improve yourself. Steps to self-evaluation are: 1. Think about the situation you were just in or the task that you just completed 2. Ask yourself questions a. How did I handle it? b. How were my emotions? c. Was I comfortable? d. What could I do better? e. How did I handle the conflict? 3. Assess yourself and compare the improvement or lack of improvement 4. Know your short-comings and strengths and build on them 5. Learn from mistake and always improve yourself Self-evaluation is self awareness of one’s self. A mindful leader will know their strengths and weakness and be eager to improve. Leadership â€Å"Leadership refers to the ability to influence group members and enable them to work together and achieve their goals† (Diversity Consciousness, 170) There are some traits that make a great leader. The most important are in no specific order: Honesty Communication Positive Attitude Creativity Intuition, gut feeling Ability to Inspire Ability to delegate the job to the right person Ability to make a group a team Creativity Confident Leadership can involve many other traits or qualities but what it really comes down to is inspiring individuals. There are many different styles or approaches of leaderships that can be use to motivate people. A great leader will have strong people skills and exude confidence. Bibliography Hagemann, Bonnie, Stroope, Saundra. â€Å"CONFLICT MANAGMENT.† T+D 66, no. 7 (July 2012): 58. MasterFILE Premier, EBSCOhost (accessed July 20, 2013). Kreitner, Rober and Kinicki Angelo. Organizational Behavior 10th Edition. McGraw Hill, 2012. Textbook. Krznaric, Roman. â€Å"Six Habits of Highly Empathic People.† 27 November 2012. Greater Good the Science of a Meaningful Life. 20 July 2013. Martin, Diane M. and Craig O Rich and Barbra Mae Gayle. â€Å"Humor Works: Communication Styles and Humor Functions in Manager/Subordinate Relationships.† Southern Commnicationm Journal 69 (n.d.): 206-222. Reference.com. 20 July 2013.

Social Health Care System Development - 1234 Words

Social Media- Health Care System Development Social media is an ever-growing digital, content-based communications based on the interactions enabled by a plethora of web technologies which facilitates interpersonal communication and networking more effectively. It helps people to share online text, pictures, videos and links. It is significantly useful to health care professionals, patients and public to share their knowledge, skills, preferences and ideas with others (Suby, 2013). Recent evidence shows that the use of social media increased among patients and health care providers (Antheunis, Tates, Nieboer, 2013). Neil Seeman, Health Strategy Innovation Cell, said I think that social media is absolutely in the spirit of the excellent care for all legislation in Ontario and similar quality legislation emerging around the world. It can be very beneficial to take the pulse of what patients are saying about what they want and need at any given moment in time (Promise, 2011. p 7). 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