5.

SELF ESTEEM
The term self-esteem comes from a Greek word meaning "reverence for self." The "self" part of self-esteem pertains to the values, beliefs and attitudes that we hold about ourselves. The "esteem" part of self-esteem describes the value and worth that one gives oneself. Simplistically self-esteem is the acceptance of ourselves for who and what we are at any given time in our lives.
Wanting to be someone else is a waste of the person you are. Marilyn Monroe
Self-esteem is a term in psychology to reflect a person's overall evaluation or appraisal of his or her own worth. Self-esteem encompasses beliefs (for example, "I am competent", "I am worthy") [1] and emotions such as triumph, despair,pride and shame . 'The self-concept is what we think about the self; self-esteem, the positive or negative evaluation of the self, is how we feel about it'. if you have low self esteem, the world will eat you alive. If you have high self esteem, (some) people will go great lengths to tear you down. Its a persistent fact of life. Though its annoying, it can be overcome. No doubt about it; youve got to be able to hold your own. But this can be done without letting negativity occupy your mind. In other words; its entirely impossible to exist with a firm stance and a sound soul. People with a healthy level of self-esteem: fully trust in their capacity to solve problems, not hesitating after failures and difficulties. They ask others for help when they need it. consider themselves equal in dignity to others, rather than inferior or superior, while accepting differences in certain talents, personal prestige or financial standing are sensitive to feelings and needs of others; respect generally accepted social rules, and claim [ no right or desire to prosper at others' expense. are able to act according to what they think to be the best choice, trusting their own judgment, and not feeling guilty when others don't like their choice

4. EMPLOYEE EMPOWERMENT
in order to guarantee a successful work environment, managers need to exercise the right kind of authority . To summarize, empowerment is simply the effective use of a managers authority, and subsequently, it is a productive way to maximize all-around work efficiency. Share information with everyone this is the first key to empowering people within an organization. By sharing information with everyone, one gives them a clear picture of the company and its current situation. This fosters trust; by allowing all of the employees to view the company information, it helps to build that trust between employer and employee. Employee empowerment is a strategy and philosophy that enables employees to make decisions about their jobs. Employee empowerment helps employees own their work and take responsibility for their results. Employee empowerment helps employees serve customers at the level of the organization where the customer interface exists. The thinking behind employee empowerment is that it gives power to individuals and thus makes for happier employees. By being able to make choices and participate on a more responsible level, employees become more invested in their company. They often view themselves as representatives of the company. When employees feel as though they have choice and can make direct decisions, this often leads to a greater feeling of self-worth. In a model where power is closely tied to sense of self, having some power is a valuable thing. An employee who does not feel constantly watched and criticized is more likely to consider work to be a positive environment instead of a negative one.

Advantages of employee empowerment include: increased employee education and training; employees participate in creating their own goals; increased employee contribution; increased respect among employees secondary to teamwork; increased power equals lower absenteeism and better productivity; employees have more satisfying work; an increased depth of competence among employees secondary to cross-training; less conflict with administration and managers; fewer middle management positions means decreased cost to the company. Employees are more likely to agree with changes if they participate in decision making. There needs to be a balance between empowerment and traditional management.

Some of the disadvantage of employee empowerment include: employees can abuse the increased power given to them; it is too much responsibility for some employees;

employees who focus on their own success rather than group's may leave; managers must be better trained to facilitate through sharing of information, cooperation, and referrals to appropriate resources; all employees must "buy in" to the concept for it to be effective; there is an increased cost to the organization for training and education;

3.DELEGATION
A. DEFINE DELEGATION Delegation (or deputation) is the assignment of authority and responsibility to another person (normally from a manager to a subordinate) to carry out specific activities. However the person who delegated the work remains accountable for the outcome of the delegated work. Delegation empowers a subordinate to make decisions, i.e. it is a shift of decision-making authority from one organizational level to a lower one. B. TO WHICH. (COULD NT FIND) BUT I GUESS COMMAND IS THE ANSWER C. WHICH OF..NT ABLE 2 FIND D. Principles of Delegation Principle of Delegation by Results Principle of Competence Principle of Trust and confidence Principle of Adequate authority for the Responsibilities Principle of Unity of Command Principle of Absolute Responsibility. Principle of Adequate Communication Principle of Effective control Principle of reward Principle of receptiveness.

E.STEPS IN THE PROCESS OF DELEGATION Step 1: Analyze The Activity Step 2: Decide Which Tasks To Delegate Step 3: Plan The Delegation Step 4: Select A Member Step 5: Assign The Task Step 6: Follow Up
CAUTION : might cause frustration, and confusion to all the involved parties TIP : Be sure the employee understands his or her authority.

2.COACHING
Unlocking a persons potential to maximize their own performance. Frm business point of view : Coaching is a vehicle to transport a client from where he is now in his life to where he wants to be. Coaching, when referring to getting coached by a professional coach, is a teaching or training process in which an individual gets support while learning to achieve a specific personal or professional result or goal. The individual getting coached may be referred to as the client, the mentee or coachee, or they may be in an intern or apprenticeship relationship with the person coaching them. Coaching may also happen in an informal relationship between one individual who has greater experience and expertise than another and offers advice and guidance, as the other goes through a learning process. A. PROCESS OF COACHING : DIDNT GET B. PRINCIPLES OF COACHING : 1) Build Self Esteem 2) Validate Understanding 3) Generate Options 4) Inspire Action 5) Recognize Results C. DIFFERENCE BETWEEEN MENTORING & COACHING: Neither mentoring nor coaching is about teaching, instruction or telling somebody what to do. The role of mentors and coaches is to ask their protg the right questions to promote greater self-awareness and more informed decision making. The role of mentors and coaches is not to solve problems, but to question how the best solutions might be found. Mentoring can: increase individual and team commitment to an organisation and its goals help improve communication within the organisation help to change organisational culture for the better allow individuals to gain a greater insight into the organisations workings give individuals the chance to meet different people within the organisation, and to network improve levels of professional success. Mentoring cannot:

 succeed unless clear objectives are agreed in advance succeed unless there is an agreed plan of action act as a replacement for conventional training. Coaching can: provide individuals and teams with opportunities for gaining new skills, and personal development offer learning opportunities geared to individual needs encourage a positive attitude to learning provide flexibility in the learning process allow protgs to select what and how they learn. Coaching cannot: effect change unless clear, measurable goals are set in advance benefit the protg unless there is support from senior managers succeed unless both coach and protg are fully committed to the coaching programme. D. SKILLS OF COACHING
To be a successful coach, you need to be able to help others become the person they could be. CERTAIN SKILLS :

Empathy To be a coach, you need to connect with other people, to feel what they are feeling and connect at a personal level. If you are introverted and are happier with your own company, then coaching is probably not for you. People who are largely self-absorbed also do not make great coaches. Coaching has a lot to do with forgetting about yourself as you focus strongly on the other person. Insight Whilst connecting with others, you also need to be able to stand back and look critically at them, seeing their inner issues and the way forward for them. Resilience As a coach, you may become the butt of emotional outbursts. You may also be on the receiving end of an endless stream of negativity. To survive this, you need to be positive and have emotional resilience that helps stop you being dragged down. Integrity As a coach, you may be told deep and dark secrets. To keep these you need a strong personal integrity such that you will not even tell your life partner about these. Integrity also means knowing your limitations and limiting the depth to which you work. If you are not a trained therapist, do not try to do therapy. If people bring out the 'bad

stuff', back off and explain the limits of what you cover (in fact you should explain this up-front).