The theme of the present book rotates around interpersonal conflict among executives and conflict management strategies adopted particularly by subordinates towards their superiors. In fact, in an organization barring one or two executives each executive has to play the roles of superior as well as of subordinate. The theme of the book is useful for both roles. Some of the questions which the book attempts to resolve are: a) How to convert alienated employees to problem-solvers? b) Do youngsters have more zeal to resolve interpersonal conflict by taking the bull by horns? Or, do experience and age convert executives as fence-sitters in situation of interpersonal conflict? c) Does nature of conflict management strategies differ among various departments viz. Production, Finance , Human Resource, Marketing, and if so, why? d) Does professional qualification has any impact on conflict resolution style? f) Do accomplishers and happy-go-luckies differ on conflict resolution style? g) Whether temperament of superior has any impact on subordinate's conflict resolution strategy? The book can be useful for students of Organisational Behaviour, for teachers and researchers in the field of managing interpersonal conflict and for executives and trainers who strive for converting differences in opinions into opportunities for organizations.

The present study goes into the genesis and evolution of rationing through World War I and World War II in UK, USA, Germany and Middle East and in the post War period in Pakistan, Cuba and Nicaragua. It also traces the origin and historical perspective of rationing in India and growth of the system in terms of area coverage, population coverage, commodity coverage and special schemes. A state of development matrix has been developed in terms of area and population covered per FPS. The study also gives the evolution, growth and performance of the institutional framework of procurement, storage and distribution of essential commodities viz. Food Corporation of India, Central Warehousing Corporation, State Warehousing Corporations and State Civil Supplies Corporations. A study of the performance and activities of Delhi State Civil Supplies Corporation has also been done in the framework of growth of PDS in Delhi. By analyzing the drawl patterns, an attempt has been made to project the infrastructure requirements of the Delhi PDS over the next few years. Different scenarios have been considered in the projections in the perspective plans. Finally the study has analysed the impact of the Consumer Protection Act (1986) on the cardholders and FPS owners in Delhi. The book will prove useful and informative for students, researchers and teachers besides policy-planners and administrators concerned.

There were four dimensions of norm violating behaviour: manager's low consideration and harassment, worker's dominance with low work concern, worker's alienation, and manager's lack of social responsibility. Their composite scores yielded two additional measures: managers overall norm violations and worker's overall norm violations. The dimensions of pro-social behaviours were the following: manager's pro-social behaviour, worker's pro-social behaviour, task orientation, and mutual reinforcement. Two composite measures were manager's overall pro-social behaviour and worker's overall pro-social behaviour. The results indicated that both managers and workers claimed themselves to be less reactive and more cooperative in response to the out-group's norm violating and pro-social behaviours respectively. While predicting reactions to norm violating behaviours, power emerged as the most important factor which predicted manager's and worker's overall stronger reactions as well as reactions to three other aspects of norm violating behaviours. Militancy and economic deprivation came out to be next important factors which could predict manager's overall reactions and two other dimensions of norm violating behaviours. Dissimilarity between the groups attitude and political deprivation were also found to be important but not as important as others.

The training is one of the most costly input for human resource development. With the development of science and technology with faster speed, the individual and organizational developments are not possible without providing sufficient training opportunities, to the employees of an organization. This book, Management of Training Programmes has been documented with the specific purpose of providing sufficient information on important components of training programme. The main emphasis in this book has been given on conceptual and practical aspects of training programme. Since training is the activity which provides an opportunity to learn and develop skill in a particular area/ subject, the present document specifically focuses on planning as well as implementation of training process. In chapters on course planning and preparation, course content, course design, conducting a training course, trainer's team and monitoring and evaluation, the practical aspects proformae required for planning and implementation of training process have been included under Annexures I to IX. The book will definitely prove highly useful and informative to the trainers for conducting quality-training programmes.