199 research outputs found
Humayun Kabir, Men and Rivers, and Faridpur
No full textIn the history of South Asian literature in English, Men and Rivers is the third fictional work written by a Muslim author after Rokeya's Sultana's Dream and Ahmed Ali's Twilight in Delhi (1940). Men and Rivers is a literary work of great merit though more research needs to be conducted on the work to appreciate its value by examining various thematic and stylistic features. Through Men and Rivers, Hamayun Kabir conferred on Faridpur literary immortality. I believe the novel will continue to make the district memorable and special to its readers for a very long time
Perspectives on the assessment of audit risk for “Bokhteyar Humayun & Co.” in Bangladesh
No full textThe internship report was prepared on the topic of “Perspectives on the assessment of audit risk for Bokhteyar Humayun & Co. in Bangladesh”. Audit is the procedure of verifying financial statements of a particular organization that whether they have prepared their statements according to applicable laws & regulations and presented reasonably true information. It is a process that was used since the ancient age of accounting. It is very significant to secure honesty and integrity in the financial sector of any country. Audit has basically three classifications: External, internal and government audit. Auditors have to face some risks and challenges during their audit procedure, these are called audit risks. There are three main categories of audit risks: Inherent risk, Control risk and Detection risk. Based on the risk assessment, auditors give four types of opinions: Unqualified, qualified, adverse and disclaimer. As the author has worked in “Bokhteyar Humayun & Co.” as an intern, he has found that his firm actually faces those three types of risks which are mentioned above. The author has also critically analyzed risk assessment and he has also found some key issues and recommended some solutions for his firm. The author has tried to work as a sincere member of his organization and demonstrated a high level of professionalism during his internship period which has been certified in his “Internship Completion Certificate” in the appendix part
A Comparative Analysis of Mental Health in Humayun Ahmed's Nondito Noroke and Debi
No full textHumayun Ahmed is a prominent author from Bangladesh, widely read for his ability to blend surrealism within the boundaries of middle-class families in Asian households. Nondito Noroke (In Blissful Hell), was the first-ever work of the author published in the 1970s. The plot revolves around a lower-middle-class family struggling to make ends meet. Rabia, the twenty-two-year-old, female character is the eldest daughter of the family. She suffers from an unexplained mental disability that restrains her duties and allows her to lead a carefree life. Her carelessness ultimately pushes her to death while her family suffers from a deep personal loss that claims three lives. On the other hand, Debi (Goddess) portrays the psychic powers of Ranu, the seventeen-year-old protagonist suffering from Hysteria Schizophrenia. Her extraordinary sensory perceptions of hearing a voice without an external stimulus raise her to the position of a medium for “Debi” to communicate with the human world. This paper attempts to conduct a comparative analysis between Rabia and Ranu through the lens of feminist psychoanalysis and trauma theory, where the former is an oppressed and rejected individual who is constantly pulled apart by the expectation of the conventional society on the norms of gender roles. At the same time, the latter is idolised as a Goddess for her ability to foretell the future. The significance of this research lies in understanding the pattern of mental health in the context of women's development from a South-Asian perspective
Language of Change
No full textChanging organizational culture is a challenging undertaking, especially when it is attempted through a global change in systems and processes, such as Enterprise Resource Planning (ERP) Implementations. During these transformations, organizations desire alignment between people at different levels and across various parts of the organization; and communication is considered a critical factor to developed shared meaning leading towards alignment. This research redefines alignment as a dynamic push-pull communication model for change in which the traditional top-down “push” communication frames the overall purpose and objectives of a change while the deeper-level “pull” communication helps employees make sense of the change—what the change means to them and their departments. Research was conducted through semi-structured interviews of employees of a global entertainment and media company that is doing an ERP implementation to change the culture of their home-video division from creative high-margin mindset to process efficiency driven organization can reduce its costs to improve its eroding profit margins. Various aspects of communication, such as boundary objects and stories, are analyzed to understand how they lead to alignment and misalignment as the ERP-driven change unfolds
Language of Change: Dynamics of Push-Pull Communication
No full textChanging organizational culture is a challenging undertaking, especially when it is attempted through a global change in systems and processes, such as Enterprise Resource Planning (ERP) Implementations. During these transformations, organizations desire alignment between people at different levels and across various parts of the organization; and communication is considered a critical factor to developed shared meaning leading towards alignment. This research redefines alignment as a dynamic push-pull communication model for change in which the traditional top-down push communication frames the overall purpose and objectives of a change while the deeper-level pull communication helps employees make sense of the change--what the change means to them and their departments. Research was conducted through semi-structured interviews of employees of a global entertainment and media company that is doing an ERP implementation to change the culture of their home-video division from creative high-margin mindset to process efficiency driven organization can reduce its costs to improve its eroding profit margins. Various aspects of communication, such as boundary objects and stories, are analyzed to understand how they lead to alignment and misalignment as the ERP-driven change unfolds
Operation of substation design and quality control of Power Grid Company of Bangladesh Limited
No full textThis internship report is submitted in a partial fulfillment of the requirements for the degree of Master of Business Administration, 2016.Cataloged from PDF version of Internship report.Includes bibliographical references.The purpose of this report to illustrate the operation of Substation Design & Quality Control as an Assistant Engineer of the department as well as to fulfill the partial requirement for MBA degree at BRAC University.
The study is made under the supervision of Assistant Professor S.M. Arifuzzaman, BRAC University.
Power Grid Company of Bangladesh Ltd. (PGCB) was formed under the restructuring process of Power Sector in Bangladesh with the objective of bringing about commercial environment including increase in efficiency, establishment of accountability and dynamism in accomplishing its objectives. PGCB was incorporated in November 1996 with an authorized capital of Tk.10 billion.
It was entrusted with the responsibility to own the national power grid to operate and expand the same with efficiency. Pursuant to Government decision to transfer transmission assets to PGCB from Bangladesh Power Development Board (BPDB) and Dhaka Electric Supply Authority (DESA), PGCB completed taking over of all the transmission assets on 31.12.2002. PGCB expanded its network and capacity many fold and operating those efficiently and effectively.
In the report, I have described the operation of substation design & quality control, my job responsibility, problems that the department is facing currently and finally recommendation.Humayun RashidM. Business Administratio
The Impact of Change Messages on the Commitment to a Change: An Analysis of IT Professionals in India and Malaysia
No full textAffective commitment of individuals is critical for the success of an organizational change initiative. In order to secure this desired form of commitment, managers spend a great deal of time and money implementing elaborate change management and communication strategies, often with little success. Three important types of change messages that are expected to drive commitment to change are:: (1) the organizational need for change (discrepancy), (2) the support of organizational leaders (principal support), and (3) the benefit of the change to the individual (personal valence). In this quantitative survey-based study conducted at a large global bank, we analyzed the perceptions of 575 information technology (IT) software professionals in India and Malaysia regarding an enterprise-wide change. The goal of this research is to understand the impact of these change messages on the affective commitments to change. Further, we also look to understand the impact on continuance commitment to change, which is a less internalized, obligatory commitment. Findings are organied through a push-pull framework for change communication that categorizes change messages as either pull or push , depending on the nature of their impact on the affective commitment (want to change) and the continuance commitment (have to change). Through structural equation modeling analysis, we show that change messages of discrepancy and support are push messages (since they either increase the negative desire for change or decrease the positive desire for change, which are unintended consequences). Only valence messages demonstrate a pull effect (increases the positive desire for change and, at the same time, lowers the negative desire for change). These findings clearly indicate that to create a positive desire for change (affective commitment) among individuals, managers should focus more on the personal valence as a central change-communication strategy. Our findings also test the robustness of seminal change-message and commitment-to-change scales in a multicultural setting, and highlight specific areas where these scales may need to be adjusted through future studies
Language of Innovation: Alignment of Boundary Objects
No full textThe role of language in communication has been part of most social science and management disciplines for decades; but in the world of practice, large organizations still struggle with implementing major innovations or changes due to communication barriers between the diverse participants. The lack of acceptance and the challenges of change are especially characteristic of information technology-enabled business transformations that typically involve intense interactions between business executive/managers and information technology (IT) staff. When these diverse groups interact to achieve an over-arching company objective, communication becomes a major organizational challenge. During my discussions with executives over the years in the world of practice, communication often has come up as one of the keys to success in ensuring that all groups and people are aligned toward business objectives. There has been extensive research on IT-enabled organizational alignment, and various frameworks have been proposed to understand alignment (Henderson & Venkatraman, 1999). This research attempts to understand the dominant alignment frameworks by going deeper into how they explain communication between the groups. In particular, the focus will be on boundary objects (Star, 1989) that can include words, metaphors, narrative, stories, buzzwords, and labels that are used for intergroup communication. It is conceptualized that when boundary objects are aligned towards the company objectives during the transformation process, the chances of achieving those objectives become much greater. At the same time, when boundary objects are not aligned, there will be increasing resistance, confusion, and a dramatically lower chance of implementation success. The alignment of boundary objects is in individual action and not in shared meaning. In other words, the meaning could be different for people in different groups, but if their actions are complementary and aligned in terms of overall company results against strategic objects, then alignment has been achieved
Comparison of C-reactive protein levels with delivered dose of Kt/V in patients with end-stage renal disease on maintenance hemodialysis
No full textThe objective of our study is to compare the C-reactive protein (CRP) levels with the delivered dose of dialysis in terms of Kt/V in patients undergoing maintenance hemodialysis (HD). This is a comparative, cross-sectional survey. The study was conducted at the HD unit of the Shaikh Zayed Hospital, Lahore, Pakistan. Patients who fulfilled the inclusion and exclusion criteria were enrolled in this study. The delivered dose of HD (Kt/V) was assessed by an online clearance module (OCM) in Fresenius machines at the end of every dialysis session and the weekly Kt/V was determined by adding all three Kt/V values. The serum CRP sample was taken after each session of HD and the mean CRP was calculated and considered elevated if it was >6 mg/dL. Both weekly Kt/V and CRP values were entered in a pre-designed proforma. Data were analyzed by using statistical software SPSS and P-value £0.05 was considered significant. Of 100 patients on maintenance HD, high serum CRP level (>6 mg/dL) was found in 38 patients. When the Kt/V was compared with the CRP level, there was a negative correlation between the two parameters (r = 0.212, P = 0.032). Low Kt/V means dialysis inadequacy, which is associated with chronic inflammatory state, resulting in high CRP levels. We suggest that the quality of life of dialysis patients can be improved by offering an adequate dose of HD reflected by Kt/V ≥3.6/week
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