Now MAT Score/Result of last 5 administrations are available online. B-schools/Universities who are accepting MAT scores for facilitating the admission to their MBA/Allied programmes are advised to verify the MAT score submitted by the candidates from 1. AIMA Website: https://mat.aima.in/feb22/mat-result-login 2. AIMA office through e-mail: mat@aima.in 3. MAT Score can be checked/verified by candidate name on the link: https://mat.aima.in/result-check
In addition to boosting your team’s morale and motivation, public recognition reinforces that you are paying attention to—and are in full support of—their endeavours. Even minor expressions of gratitude can have a meaningful impact on those who receive them.
"Busting the following myths-MYTH 1: An employer brand should help my organisation attract talentMYTH 2: The more applications, the betterMYTH 3: Candidates trust what our company has to sayMYTH 4: If we build an employer brand, our teams will use itMYTH 5: Employer brand and consumer brand are two different things"
Creating a loving organisation is a conscious choice that requires deep introspection and intentional work. Leaders who exhibit strong self-awareness and are comfortable in their own skin are in tune with their emotions and feelings.
Your organisation’s success comes down to who you hire. Just as great coaches do not win many games without great players, great managers are not successful without the right people on their team. Finding, hiring, and developing great performers is the most important part of every manager’s job.
Research has demonstrated that competitive advantage in business, today, erodes faster than in the past. In the coming decades, organisational design will be key if business executives reset management by making the transition from traditional and rigid management to organisational agility.
In today's time of rapid change and a shift in our approach towards collaboration, it makes sense to apply design to the ways we work together, right down to individual meetings and workshops. How effective would your organisation be if every session was aligned to your organisational goals?
Most of the published literature has focused on why meetings fail or succeed, scheduling meetings efficiently, planning for a successful committee meeting, etc. Emphasis is now on how to make the best of a meeting. Sufficient focus is not espoused on the leadership dimension, a key aspect for effectiveness.
Busting the following myths:MYTH 1: Aggressive leaders get resultsMYTH 2: Leaders are supposed to have the answersMYTH 3: Leaders do not have enough timeMYTH 4: Extroverts make better leadersMYTH 5: Leaders do not make hard decisions based on feelingsMYTH 6: Leaders tell it like it isMYTH 7: Leaders make mission firstMYTH 8: Leaders are highly credentialed and educatedMYTH 9: Great leaders are bornMYTH 10: People will take advantage of a humble leader
‘Conditional telework’, with all its conveniences, is fast gaining acceptance among management as well as employees, alike. However, it does come with its set of disadvantages too and many aspects of it are up for debate.
Just as electricity transformed lives upon its discovery, AI is changing and is continuing to change our lives completely. One of the most discussed topics, these days, is the application of AI in the automobile sector.
While navigating organisational challenges the one thread that weaves together the whole experience is the unbridled power of good communication and storytelling. But if communication is so important, and we are more interconnected than ever before, then why are most managers and leaders so bad at it?
It has been the toughest of times-leading through a pandemic. But what can we learn from what we have all been through? How will it change us as leaders? And how should we lead out of lockdown? These are just some of the questions that we believe leaders should be pausing to ask themselves.
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