New Delhi: Industrialist Naveen Jindal and four other officials of his company were put on trial by a Delhi court on Thursday for allegedly making incorrect claims before the Screening Committee on the allocation of a coal block. Special judge Bharat Parashar framed charges under sections 420 (cheating) and 120-B (criminal conspiracy) of the Indian Penal Code against Jindal, Jindal Steel and Power Limited’s former director Sushil Maroo, former deputy managing director Anand Goyal, CEO Vikrant Gujral and the company’s authorised signatory D N Abrol. Also Read – INX Media case: P Chidambaram’s CBI custody extended for three days till September 2 Advertise With Us The court framed the charges after the accused pleaded not guilty and claimed trial in the case pertaining to the allocation of the Urtan North coal block in Madhya Pradesh. In its July 1 order to frame the charges, the court said that “prima facie” the company had made incorrect claims before the Screening Committee regarding land and the orders placed regarding purchase of equipments. Jindal is named as accused, along with former Minister of State for Coal Dasari Narayan Rao and ex-Jharkhand Chief Minister Madhu Koda, in another case pertaining to alleged irregularities in allocation of Amarkonda Murgadangal coal block in Jharkhand. Also Read – Pakistan ISI agents copy most hi-tech feature of Rs 2,000 notes Advertise With Us According to the CBI charge sheet in this case, the accused had misrepresented facts in its January 2007 application before the Committee for obtaining the Madhya Pradesh coal block and hence cheated the Coal Ministry to make wrongful gains. The ministry had issued the allocation letter to the firm in October 2009. The probe agency has named 64 persons as prosecution witnesses to prove its case besides annexing 60 documents in its charge sheet. The charge sheet has said that in the feedback form, the firm misrepresented or made false claims on two counts — that it had already acquired 964 acres of land for its Jharkhand-based Patratu project and that it had placed orders for equipment for its Odisha-based Angul project for Rs 4,340 crore.
Filed Under: Uncategorized How to Put Fun and Satisfaction Back into Your WorkJune 16, 2017 by Martin Zwilling 328SHARESFacebookTwitterLinkedin Reprinted by permission.PREVIOUS POSTNEXT POST It’s time to take the drudgery and dread out of work at your business. You don’t like it, millennials won’t put up with it, and current productivity levels at work continue to decline. Only 32 percent of American workers are even engaged at work today. Most workers are still rushing to retirement, where they hope to escape to more stimulating activities with a real sense of accomplishment.In my view as a long-time business advisor, this problem is driving a new entrepreneur age, with the lure of doing what you love, and loving what you do. Yet most startups soon degrade into the negative work environments of more mature businesses, unless they know how to change their approach right from the beginning, and continually focus on the key pillars of work transformation.I found these pillars, and the first principles behind them, pulled together well in a new book, “Embracing Progress: Next Steps For The Future Of Work,” by A. Sophie Wade. She has lived and worked in five countries, and has consulted with major corporations, as well as startups, in transforming their workplaces to be more productive and satisfying. The pillars of change she details include the following:Embracing and adapting to technology. Technology is not the solution per se, but it provides the key enablement, drivers, and support for the required flexibility, integration, communication, metrics, and affordability that are required in the workplace today. More people as a substitute for technology is not a solution. No one is happy or satisfied.Build engagement through culture and mindset. Employee engagement is a measure of emotional commitment, leading to work focus, which translates to productivity, satisfaction, and happiness. It starts with a mindset, but requires a like-minded community and culture to survive. Leaders must embrace respect, reciprocity, and recognition.Show leadership, transparency, and empathy. For leaders today, success factors include a progressive, open attitude to new ideas and processes, wherever they may come from. The goal must be to eliminate organization silos, flatten hierarchies, and empower employees within projects. Make sure roles match interests and capabilities.Coach for productivity, performance, and creativity. The traditional once-yearly look-backward performance paradigm has to be replaced by daily or weekly coaching focused on a career roadmap ahead. Leaders at all levels need personal engagement with employees to understand their interests and skills, and, to match them to roles needed in the future.Focus on values, cultural impact, and environment. There has to be more to your business today than making money to get employee engagement and satisfaction. Company values must include respect for the environment and social good. The costs of these elements will be more than repaid by employee engagement and customer loyalty.Treat freelancers and contractors as employees. Today your talent pool is worldwide, including salary, as well as contract arrangements. All must feel that they are committed to the same goals, and part of the same team – not second-class citizens. They all need the same feedback, respect for their input, and coaching to maximize their engagement.As obvious as many of these principles may seem, the reality I see is that most organizations and business leaders have not embraced them yet. I believe this is largely because the traditional “command-and-control” management practices are long-established habits, and it’s hard to find the time to really engage with your team, and be sensitive to individual interests.Recent studies reveal that highly-engaged organizations are experiencing double the success rate of less engaged ones. And, there is nothing like success to put fun and satisfaction back into your work, and the work of your employees. When was the last time you saw members of your team happily working well past required hours? Maybe it’s time for you to break some old habits.