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Department of Hydro Power Development
Vidyut Bhawan, Itanagar, Arunachal Pradesh - 791111
Email: ceoffice@arunachalhydro.org.in

Phone: +91 360 2217309
Fax: +91 360 2291502
In the well- known animal psychology experiments in which monkeys in order to satisfy hunger , to get suspended from the ceiling of a banana. Get the coveted fruit they can only using the boxes at the will of the experimenter were " at hand" in animals. Putting the boxes on top of each other and climbing up , monkeys can achieve their goals . Each monkey alone is fully capable to quickly accomplish this task. However , if such a task is in front of several animals at the same time , each of them is committed to its goal , ignoring the others. When this "collaborative " work necessarily comes a struggle for the boxes , start collision and even fights . Often , seeing the already constructed structure and pick up her brother, one of the monkeys decides that 's the bottom drawer is better to put up ... The result - a building is not erected , the goal is not reached , and the tired , hungry monkey sitting on useless boxes with anguish in his eyes looking at the fruit is not available .

In my view , these experiences can serve as a good example of an "organization ", in which the individual goals of all members are equal and no one has any advantage over the others. In this case, we can say with certainty that the overall objective of the monkey in the community is completely absent . Overall organizational goal could be just such a purpose , the subject of which is supported by some force or process that can ensure its supremacy over the individual goals of the organization. If such a provision is absent, the most talented and productive goal has little chance to rise above the " picket fence " of others , even downright mediocre intentions and plans. On the contrary, the most ridiculous idea , and low can defeat the brilliant and noble plans, if it is based on the process of providing it as a priority .

In this case, turn into the overall organizational objective individual goal can only be the case if its advantage and supremacy over those of other individuals will not be momentary . If the existing priority targets today one individual is replaced by the supremacy of the intentions of another tomorrow , and the day after - the third , none of these objectives will be achieved , and the organization is unlikely to make such a long daily reform . The primacy of one over the other goal should thus be relatively constant.

So, we come to the conclusion that the first and essential condition for the establishment of the organization is not so much the overall goal , as a force that can make any individual status of shared purpose and make it the subject of a carrier common goal. This force is the organizational power - the processes that sustain the priority of the overall goal of the individual goals of employees and used for a wide range of means, including violence.

I stress once again that the organizational power is organizatsiogennym process ( ie, to create an organization ) as well as the fact of the existence of the organization can only speak in the presence of her process , securing the rule of a particular purpose , and the contradiction arising between general purpose and goals of the individual employees. If such a process is weakened or absent, the existence of the organization as a unified , productive community inevitably comes into question . The whole evolution of organizational forms , from the primitive to the most modern , in our opinion, quite rightly regarded as a development and expansion of power means to ensure the primacy of the common goal of the individual goals of employees . During the long history of mankind the primary tool that ensures the priority of a common goal, the violence was based on the "right" of brute force and arms. Today, the organizational power has become more attractive : it leaves the individual more freedom and has a wide range of tools that can influence the behavior of employees, usually without direct violence . However, it did not change its essence - a sustainable goals rule of one man over those of other individuals by all available means.

So , the key role of organizational power is that it is able to transform an individual goal in common . And in order to become the subject of a common goal, the individual must first become a subject of organizational power. In this sense, we have every reason to believe that it is not the end justifies the means , and the government and its agents determine the purpose .

The above process of organizational power is the essential characteristic of any organization , regardless of the content of a common purpose and personality characteristics of its subject . Speaking as a means of changing the goals and behavior of members of the organization, ie as a means of psychological warfare , the organizational power of the " materialized " in a media system that can realize the power of impersonal as formal functional relationships , duties and regulations , rules and regulations. In fact , this system means can function without the direct involvement of the subject of organizational power, clearly pointing to the subordination of individual goals set a single , common goal.

The process of organizational power - an essential characteristic of the organization at any level, and the state, and a huge industrial concern , and the Airborne Division , and the public fund and a small trading company . In this case, the notion that the clearly defined authority is invariably associated with authoritarianism , and its absence - with democracy seems to be attributed to the field of ideology , not real life organization. This process is equally necessary and the most authoritative and most democratic organization , if it is to achieve any goals and outcomes. However, the formation of the government itself does not guarantee high performance organizations , social orientation , democracy and humanism. As an instrument for the purposes of the rule of one over the other , the power can be used for all purposes , which in principle can be achieved in the institutional cash resources. XX century - witness perhaps the most heinous crimes in human history. Their victims were the tens of millions of people. These crimes have become so in scale because of their performance for the use of the powerful tool - the organizational authority to be able to give primacy even fanatical goals that can serve the purpose to make even an entire state . At the same time, it is possible to implement and the most incredible dreams and goals of humanity, the realization of which radically changed the face of the planet and the lives of people in general.

Given the incredible power that is concentrated in the modern organizations , the question of whether , in whose hands the power, and with it the life and destiny of the organization , country or even the whole of human civilization ceases to be a purely academic and , without exaggeration, for each person on Earth . For if the captain directs the organization "ship" on reefs , even the most effective naval service and the most valiant efforts of the rowers are unlikely to help avoid disaster . Particularly affected by the subject's personality is in power in the Russian organizations , rushing for a decade in a stormy sea of "transition ." Domestic institutional " ships " were unfamiliar to them in a situation of free swimming.

Therefore, in this situation it is very much depends on the people caught on the bridge . Unfortunately, many people , even the most eminent and wealthy organizations of the world , from time to time faced with a situation where the subject of power is an individual with professional and personal characteristics , it is not suitable for performing such a responsible role . The implications of this are often fatal . In this context, the question of who trusts in the use of power tool (or otherwise - of the subject matter of the organizational power) becomes a key for the organization and for society as a whole. If we know who heads the organization and what its real purpose, that we with high probability we can determine the direction in which to move the organization .

For almost a century , scientists are addressing psychological issues in organizations. Using multiple methods of selection of personnel , knowledge of the identity of the person 's individual characteristics, abilities, motives and needs and values ​​of fields , etc. , psychologists are able to predict with reasonable accuracy the behavior of the individual in the organizational environment . Why can not they provide organizational " ships " worthy and highly skilled captains ? Why do not they identify those people who are not able to become subjects of power, and can plunge the organization into chaos and misery ?

Modern organizational psychology is quite capable of effectively carry out this important task. "Roentgen " psychological professional selection and extensive experience allow research with a high probability of identifying those who will be most confident and worthy to stand on the bridge and skillfully steer the ship , even in the most severe storm . With no less accurate psychologists can identify those who are not under any circumstances can not be allowed to the captain's cabin .

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