When dealing with several people, why not hold a formal "bitch" session? 

Give everyone with a complaint or gripe the public opportunity to vent. And whether you are working one-on-one or with an entire department of people, ask what they (your audience or team) would do in your position, or what they would do specifically to resolve the problems they are bringing up. Ask for a minimum of two solutions for every complaint. Let your employees know that you need their ideas to make a case before your executive team.

Take the time to understand and to be understood by everyone you come in contact with. That includes your family, friends, associates, vendors, clients, the media and even your employees. Rage and violence flourish in an environment where people experience, but are unable (or not allowed) to express feelings of betrayal, anger and frustration.
Take the first step by offering a closed mouth and an open ear. Keep in mind that if you’re talking more than listening, something is wrong. Then, become the verbalizer and share your own feelings with an individual or group of people whom you trust.

Additionally, moderate the flow of gossip. If you notice the proliferation of rumors being circulated among your employees, verify them from the source. Despite popular opinion, work is not the place to gossip. It only creates animosity, tension, and ill-will. When dealing with the gossiper, call their bluff! Invite them to join you to confront the other individuals that are being talked about.

Usually, the gossiper will shut up and not gossip again. Also, always have additional special projects to help the gossipers rechannel their energies into something more productive. The best tactic, though, is to remind your employees that eventually, their private affairs might be the subject of conversation. Why open themselves to defeat?

Repeat the following statement out loud.
Confrontation is good. And consequences are outstanding!
Come on. This time, say it like you really believe it! Confrontation is good ... And consequences are outstanding!!

One of the leading reasons for negativity in the workplace is that we are not confronting employee behavior directly
Your employees want to be confronted, otherwise they don't know how they're doing. If they don't know if they're meeting or exceeding the team's, department's or organization's (or your) expectations it then becomes virtually impossible to maintain a positive attitude.
Employees often will take your lack of interaction to signify that something is wrong or that you simply don't care. Or, they deliberately begin to engage in even more negative activities in the hopes of getting your attention (just like most of us did when we were younger).
And when that doesn't work, you can expect your turnover rates and sick day percentages to stay high as employees spend their time looking for employment elsewhere, or sticking around until something better comes along.

Instead of hoping that your employees know what to do, how to do it, why to do it and when to do it, acknowledge their behaviors, good and bad alike. Employees must know that positive and negative consequences exist for their actions.
For instance, if being positive is an expectation and an employee doesn't meet that expectation, what do you do? Exactly — you confront that person by asking them to come to your office or to join you in a private area away from where others can't eavesdrop.
First, depending on their personality type, you either ask about the family or you cut right to the point of this meeting.

Then, you let them know assertively that WE have a problem (If it's to discuss an accomplishment it is YOUR [the employee's] accomplishment. When it's a problem then WE have the problem).

You ask to confirm that they understand that the job description clearly expects all employees to refrain from gossip, to offer positive solutions to problems and to respect their team members by coming in on time. Once the employee acknowledges that they are aware of the expectations, you confront them with the facts, "You've been late five times in the last two weeks." (If you'd like software that makes it easy to track employee attendance look into purchasing People Manager.)

Ask them to tell you in their own words how they would feel if they were the one who had to answer the phone calls or pick up the slack because someone else was coming in late. Give them the opportunity to take ownership of the problem. Ownership leads to resolution. Focus on their strengths by telling them about what you envision them accomplishing in the weeks, months or years to come. Then, lead them into the specific confrontation and actions they need to take.

Chances are, your employee may try to divert the attention by shifting the burden to other people, teams or departments. DON'T let them take you down that path!

(TOGive (((((((them the opportunity to take ownership of the problem. Ownership leads to resolution. Focus on their strengths by telling them about what you envision them accomplishing in the weeks, months or years to come. Then, lead them into the specific confrontation and actions they need to take.
Chances are, your employee may try to divert the attention by shifting the burden to other people, teams or departments. DON'T let them take you down that path!

Overcoming Negativity in the Workplace.

 whatever  article I come across it is my wish to share with my friends. our cadre is undoubtly a challenging. But at the end of the day we might feel that we have done something.  
Eventhough we are working under the umberlla of the laws,rules and the procedures and the clarification there upon with the provided staff - the implementation and got done the work differs in each one of us. we could not change entire thing around us, but can change ourselves to look and feel good in our day to day work. Here  i am sharing one article read recently some where, in Part I,II and III  daily with all of you : Overcoming Negativity in the Workplace. I hope that, this will be useful to all


Overcoming Negativity in the Workplace
It’s 8:00 a.m. The day is new and alive with possibilities. By 8:30, you've had your 3rd cup of java, taken your first rest room break and you finally sit down to check for messages. Then it begins. Employees are grumbling. The new guy is missing in action – again.
Suddenly the phone rings and on the other side, an angry customer demands to know why the company employs such inconsiderate people.
Then your star salesperson walks into your office with that icy-cold gaze and says, "I’ve been hired by the competition ... I’m leaving tomorrow."
By 9 a.m. you’ve been drained of your passion, creativity and positive attitude. Irritable and stressed, you may feel like hurting the next person who says your name. Want to conquer negativity? Here are some suggestions:
Always remember you are in control of your own reality. After all, perception dictates the way we ultimately see the world. In my world, everything and everyone has infinite potential. I treat people with respect and dignity because in my reality, those qualities matter most.
I have a scorpion tattoo on my left wrist. I put it there because I'm a Scorpio and I like what the sign of the Scorpio represents; passion, tenacity, risk-taking. The scorpion tattoo is also a reminder that you never know when life is going to sting you. There's zero doubt that life can sting you and sting you and then sting you some more.
All that stinging can make you bitter and angry. That's how lots of people respond. Or all that stinging can make you appreciate the fact that you're alive. Surviving hardships can make you wiser, more empathetic and more resilient. The poison can numb your soul and make you a transport for even more negativity. Or it can make you so strong that nothing or no one can keep you down for too long.
You are in total control of how you choose to perceive the events that life throws your way. Therefore you are in complete control to how you respond to the events you go through. Choose to fill your world (and organization) with opportunity and unbridled enthusiasm. Once you make those traits the core of your world, success becomes inevitable.
When it comes to experiencing emotions, we are not alone. Everyone experiences feelings of anger and fear, and everyone experiences problems. These problems, and how we overcome them define who we become. What makes us unique is HOW we deal with our problems.
As a leader, you do not have the luxury of diminishing your employees’ self-esteem in a moment of rage. Remind your management team and front-line employees that rage and random acts of intimidation are not in the job description.
Furthermore, you DO NOT have the luxury of wearing your negative emotions on your sleeve. When we walk through that front door, we are on stage. Our every move is being watched and ultimately emulated by our employees. Therefore, we must be consistent and predictable in how we interact with our employees and how we deal with life’s challenges.
Your attitude is the foundation for your employees’ sense of reality. If you come in to work smiling, optimistic and approachable, then it's easier to expect a positive work day. If you come to work with a scowl on your face, are resonating anger or a "don't talk to me until I've had my coffee" energy, you can expect a negative work environment, and have no one to blame but yourself.
Communicate! When dealing with negative individuals, teams or departments, give negative employee(s) ample opportunity to vent their feelings and thoughts. As they share their gripes, listen quietly and fully. Repeat what you think is being said to assure that each of you are communicating effectively.
(to be continued)

Child Care Leave to Central Government employees -DOPT- Clarification regarding

Child Care Leave to Central Government employees -DOPT- Clarification regarding

No. 13018 /1/2010-Estt. (Leave)

Government of India

Ministry of Personnel, P.G. and Pensions

(Department of Personnel & Training)

New Delhi, the 30th December, 2010


Subject: Child Care Leave to Central Government employees - regarding

The undersigned is directed to say that subsequent tu issue of this Department OM of even number dated 07/09/2010, this Department has been receiving references from various Departments, seeking clarifications. The doubts raised are clarified as under:-

1. Whether Earned Leave availed for any purpose can be converted into Child Care Leave? How should applications where the purpose of availing leave has been indicated as 'Urgent Work' but the applicant claims to have utilized the leave for taking care of the needs of the child, be treated?

Child Care Leave is sanctioned to women employees having minor children, for rearing or for looking after their needs like examination, sickness etc. Hence Earned Leabe availed specifically for this purpose only should be converted.

2. 2.Whether all Earned Leave availed irrespective of number of days i.e. less than 15 days, and number of spells can be converted? In cases where the CCL spills over to the next year (for example 30 days CCL from 27th December), whether the Leave should be treated as one spell or two spells'?

No. As the instructions contained in the OM dated 7.9.2010 has been given retrospective effect, all the conditions specified in the OM would have to be fulfilled for conversion of the Earned Leave into Child Care Leave. In cases where the leave spills over to the next year, it may be treated as one spell against the year in which the leave commences.

3. Whether those who have availed Child Care Leave for more than 3 spells with less than 15 days can avail further Child Care Leave for the remaining period of the current year'?

No. As per the OM of even number dated 7.9.2010, Child Care Leave may not be granted in more than 3 spells. Hence CCL may not be allowed more than 3 times irrespective of the number of daya or times Child Care Leave has been availed earlier. Past cases may not be reopened.

4. Whether LTC can be availed during Child Care Leave?

LTC cannot be availed during Child Care Leave as Child Care Leave is granted for the specific purpose of taking care of a minor child for rearing or for looking after any other needs of the child during examination, sickness etc.

Hindi version will follow.


(Simmi R. Nakra)


House Rent Allowance not a right, merely a compensation: HC

The HC has ruled that house rent allowance (HRA) is not a right. A division bench of Justice B P Dharmadhikari and Justice A P Bhangale ruled that a government employee not staying in the quarters despite its availability can be disentitled from claiming the special allowance. The bench was hearing a petition filed by the defence ministry against its employees working in the ordinance factory in Nagpur, who were staying in their own accommodation.

Nagpur has surplus government accommodation and is one of the few cities where a central government employee, who lives in his own house has to submit a "non-availability certificate" before he can ask for HRA. The government claimed that its employees, who are offered accommodation but refuse to occupy the same, would not be entitled to HRA.

"HRA is not a matter of right, it is a compensatory allowance given by an employer towards the rental accommodation expenses when the government is unable to provide suitable accommodation to its employee," said the judges. "The employee, if he resides in his own property, may not be entitled to claim the HRA, because it is paid to central government employees to compensate them partly for the especially higher rents which they have to pay for hired or rented residential accommodation in big cities, but not as a source of profit," they added.

The court quashed an order of the central administrative tribunal asking the government to pay HRA to employees who had were residing in their own houses. "Prima facie in our opinion, the pre-requisite for a non-availability certificate (NAC) as laid down in the office memorandum as operative in Nagpur, when central government accommodation is available in surplus and the government is required to spend huge amounts towards construction and maintenance (of the quarters), it is neither arbitrary nor malafide," said the judges.



India Post has now in tie up MoneyGram Payment Systems Inc, USA to introduce MoneyGram Services in India Post. This is just like Western Union Money Transfer Services, purely an Inward Remittances only not Outward.

This service will be launched by Hon'ble MoC & IT on 29.09.11 at Hotel Taj, Delhi.
In 1st Phase, launching in 100 POs. Delhi - 20 / Punjab - 40 / Tamilnadu 40 POs.

DDG DO No : 95 - 7 / 2011-FS Dt. 14.09.11 to all HoCs


  As scheduled, the meeting on cadre restructuring was held in the Postal Directorate on 28.9.2011 under the chairmanship of Dr. Salim Haque, DDG (P). Sri Alox Saxena, DDG (Tech), Sri Rajkumar, Director, Staff, Ms Kalpana, Director, Establishment, Sri Subash Chander, Director, SR & Legal, & Sri Surendrakumar, ADG (PCC) were present on behalf of the official side. The Staff side represented by Sri K.V.Sridharan, General Secretary, P3, Sri D.Kishanrao, General Secretary, P3 FNPO, Sri Giriraj Singh, General secretary, R3 NFPE, Sri D.Theagarajan, General Secretary,R3 FNPO, Sri Iswar Singh Dabas, General Secretary P4, NFPE and Sri T.N.Rahate, General Secretary,P4, FNPO.

            The Chairperson expressed the delay in convening the first sitting and assured that the process shall be completed before 31.10.2011 by having two further continuous sittings. It was categorically mentioned by the official side that the proposals for cadre review shall be based only on functional justification and not merely on the percentage basis. Further, they are not in the opinion to suggest forming many new cadres as it will tantamount against the principle accepted by the Govt after implementing the Sixth Pay Commission.

            The staff side presented their proposals in each cadre and also the justification for the need of cadre review. It was decided to redraft the proposals by incorporating the various changes taken place in the recent past. The Staff side assured to submit its revised proposals before 7.10.2011. The views of the Staff side demanded discussions on the draft finalized by the former chairman of the committee on cadre review and place it was well taken note of by the official side.
           The Chair person declared that next sitting will be held on 12.10.2011 at 14.30 hrs in the Directorate.
Source :

Removal of ceiling of maximum balance to be retained in a post office savings account

No. F.No.113-23/2005-SB
Government of India 
Ministry of Communications & IT 
Department of Posts 
Dak Bhawan, Sansad Marg, 
New Delhi-110001,
Dated: 27.09.2011 

To All Heads of Circles/Regions Addl. Director General, APS, New Delhi.

Subject:- Removal of ceiling of maximum balance to be retained in a post office savings account- amendment to Rule-4 of the Post Office Savings Account Rules 1981 regarding. 

Sir / Madam, 

The undersigned is directed to say that issue of removal of ceiling of Rs.1 lac in single savings account and Rs.2 Lac in Joint Savings Account fixed in the year 2000 was under consideration in the Min. of Finance (DEA). This issue was linked to the benefit of exemption in Income Tax on the interest earned in Post Office Savings Account under Section10(15) (i) of Income Tax Act, 1961 by the CBDT and Min. of Finance (DEA). After sustained efforts on the part of this Directorate, Min. of Finance (DEA) has now amended Rule-4 of the Post Office Savings Account Rules 1981 vide G.S.R.681(E) F.No.2/5/2006-NS-II dated 15.9.2011 (copy enclosed). Some major benefits of this amendment are given below: 

(i) From 1.10.2011, there will be no limit for retaining balance in single as well as joint savings account. 

(ii) A depositor or depositor(s) can deposit any amount into single as well as joint savings account. 

(iii) Maturity value of any savings instrument can be credited into savings account of the depositor standing in the same post office irrespective of the balance in the account. 

(i) Any cheque either issued by Postmaster or any other authority irrespective of any amount can be credited into post office savings account irrespective of the balance in the account. 

(ii) From the Financial year 2011-12, Interest income of Rs.3500/- in the case of single account and Rs.7000/- in case of Joint account will be exempted from Income Tax. (Section 10(15) (i) of Income Tax Act, 1961 amended vide Notification No. 32/2010 {F.No. 173/13/2011-IT A.I}/S.O.1296(E) dated 03.06.2011) 

(iii) It is the duty of the depositor(s) to show the interest income earned from Post Office Savings Account(s) beyond the limit prescribed above in the Income Tax return and pay due Income Tax. 

1. It is requested that all field units may be directed to give wide publicity to these changes in the shape of Public Notice and printing of leaflets. 

2. This issues with the approval of DDG(FS). 

Yours faithfully, 
(Kawal Jit Singh) 
Assistant Director (SB


Controller General   Of  Defence Accounts
Ulan Batar  Road
,Palam,Delhi Cantt-110 010
No .AN/vii/7228/budget orders                                       Dated23.9.2011 
The PCA (fys) Kolkata
Sub:  Increase in quantum of various advances   admissible to the government servants on implementation of sixth CPC recommendation in relation to increase of dearness allowance by 50%
A number of telephonic references have been received from PCsDA/CsDA regarding increase in quantum of various advance (viz bi-cycle advance, warm clothing advance festival  advance and natural calamity advance )admissible to the government servants (namely dad personnel) on implementation of sixth cpc recommendation in relation to increase of dearness allowance by 50%
2. In this context ,your attention is invited to para 4 of of ministry of finance ,department of expenditure, OM No.12(1)/E.II(A)/2008  dated 7.10.2008 (copy enclosed which stipulates that the rate of these advance shall be automatically increased by 25% every time the dearness allowance payable on revised pay bands increase by 50%
3. In view of the above , it requested to take action accordingly
(Susheel  Koul)
No. 12(1 )IE.II(A)12008  
Government of India  
Ministry of Finance  
Department of Expenditure  
E.II(A) Branch
New Delhi, the 7th October, 2008
Subject: Grant of advances Sixth Pay Commission recommendations- Amendment to Rules 31, 35, 38,53,58,66 of Compendium of Rules on Advances to Government Servants 
The undersigned is directed to say that in pursuance of the decision taken by the Government on the Sixth Pay Commissions recommendations relating to advances, the existing provisions of Compendium of Rules on Advances,66— relating to advances for purchase of bicycle, warm clothing, table fan and advances for festival and natural calamity are amended as per the amendments attached 
2. These orders wilt take effect from the date of issue. The cases where the advances have already been sanctioned need not be reopened 
3 The advance for purchase of table fan will stand discontinued. The advances for purchase of warm clothing and bicycle granted/sanctioned after issue of this order shalt be treated as interest free advances 
4 The rates of these advances shall be increased by 25% every time dearness allowance on revised pay bands increases by 50% 
5. In so far as persons serving in Indian Audit and Accounts Department are concerned. these orders issue in consultation with the Comptroller and Auditor General of India 
6. All the Ministries/Departments are requested to bring the amendments to the notice of all its attached and subordinate offices for their information 
7. Hindi version of this O.M will follow.
(Suchindra Misra)  
RULE 31 
(a)ln thc opening clause indicating eligibility, for the words and figures “whose basic pay and dearness pay taken together does not exceed Rs.7. 500 (Rupees Seven thousand five hundred) per month”, the words and figures “whose grade pay does not exceed Rs.2. 800/- ( Rupees Two thousand eight hundred)”. shall be substituted. 
(b) In proviso (i) relating to amount of advance admissible, for the words “shall not exceed Rs.l .500 ( Rupees One thousand five hundred)”, the words and figures. “shall not exceed Rs.3000/- (Rupees Three thousand)”, shall be substituted. 
(c) Proviso (iii) relating to recovery of interest has been deleted. 
RULE. 35 
In Rule 35 relating to amount of Warm Clothing Advance admissible, for the words “shall not exceed Rs.l,5001- (Rupees One thousand five hundred)”, the words and figures, “shall not exceed R.s.3,000/- (Rupees Three thousand )“, shall be substituted. 
Rule 38 relating to recovery of interest has been deleted. 
RULE. 53 
In Rule 53. in clause relating to eligibility for Festival Advance, for the words and figures basic pay and dearness pay taken together does not exceed Rs.l2,450 (Rupees Twelve thousand four hundred and fifty) per month”, the words and figures” whose Grade pay does not exceeds Rs.4800/- (Rupees Four thousand eight hundred)” shall be substituted. 
In Rule 58 relating to amount of Festival Advance admissible, for the words “shall not exceed Rs.l500 (Rupees One thousand five hundred)”, the words and figures “shall not exceed Rs.3.000/- (Rupees Three thousand )“. shall be substituted. 
RULE 66 
In Rule 66 relating to amount of Natural Calamity Advance admissible, for the words “shall not exceed Rs.2,500/- (Rupees Two thousand five hundred)”, the words and figures” shall not exceed Rs.5.000 (Rupees Five thousand)”, shall be substituted. 
Note: I Rule 38F A- 38F relating to Table Fan Advance deleted. 
II The rates of these advances shall be increased by 25% whenever the Dearness Allowance payable on revised pay structure goes up by 50% 
source –


        Declining promotion to Postmaster Grade-I by the officials declared     successful in Postmaster Grade-I Departmental Competitive         Examination held on 12.06.2011.
D.G. Posts No. 4-24/2011-SPB-II dated 26 Sep, 2011.
            I am directed to refer to Directorate's letter of even number dated 9.8.2011 on the above subject and to say that in the aforesaid letter the Circles were advised that declination of appointment by the candidate to the post of Postmaster Grade-I after passing the Departmental examination, but before his appointment ,may be accepted.
2.         References are being received seeking clarification with regard to acceptance of declination of appointment by the candidate to the post of Postmaster Grade-I after issue of order of appointment but before joining by the candidate to the post of Postmaster Grade-I.
3.         The Directorate's letter of even number dated 9.8.2011 is very clear. Declination of appointment by the officials can be accepted by the Circles only if the same is received before issue of order of appointment. No deviation is permissible in the matter.





     This is with reference to the appraisal letter no D.O.No.1-28/2010-Trg.Dt 11th August 2011 issued by Secretary to Govt. of India, Director General, Posts and Chairman, Postal Services Board officially congratulated the candidate that the newly created cadre of Postmaster (Grade-I) either through a process of selection or through examination and said that “Postmasters are the frontrunners of this Department.. .” The Postmasters' Cadre was designed with great care and expectation. You have a career profile with lots of responsibilities and challenges ahead of you” and wished for the best in the exciting career.

                  In view of the above, it is felt that this is the high time for sharing the daily experience as a Postmaster and the carrier progression related matter to improve our efficiency, we must interact with each other. Therefore, all Postmaster Grade I,II and III official should give their email ID, present office of posting and Mobile number. If the information collected by anybody in DO/RO in all Circle will be appreciable to compile a list to circulate one and all.

The collected information may please be send to :

Thank you.

Special thanks to SA Post from





A meeting of `Cadre Restructuring Committee for Group `C` employees will be held under the Chairmanship of DDG (P) on 29.09.11 at 15 hrs in Meeting Room No. 347-D of Dak Bhawan. All the Members of the Committee are requested to make it convenient to attend.

(Subhash Chander)
Director (SR & Lega)

Minting & Issue

Minting & Issue
The Government of India has the sole right to mint coins. The responsibility for coinage vests with the Government of India in terms of the Coinage Act, 1906 as amended from time to time. The designing and minting of coins in various denominations is also the responsibility of the Government of India. Coins are minted at the four India Government Mints at Mumbai, Alipore(Kolkata), Saifabad(Hyderabad), Cherlapally (Hyderabad) and NOIDA (UP).
The coins are issued for circulation only through the Reserve Bank in terms of the RBI Act.
DenominationsCoins in India are presently being issued in denominations of 10 paise, 20 paise, 25 paise, 50 paise, one rupee, two rupees and five rupees. Coins upto 50 paise are called 'small coins' and coins of Rupee one and above are called 'Rupee Coins'. Coins can be issued up to the denomination of Rs.1000 as per the Coinage Act, 1906.
Coins are received from the Mints and issued into circulation through its Regional Issue offices/sub-offices of the Reserve Bank and a wide network of currency chests and coin depots maintained by banks and Government treasuries spread across the country. The RBI Issue Offices/sub-offices are located at Ahmedabad, Bangalore, Belapur (Navi Mumbai), Bhopal, Bhubaneshwar, Chandigarh, Chennai, Guwahati, Hyderabad, Jammu, Jaipur, Kanpur, Kolkata, Lucknow, Mumbai, Nagpur, New Delhi, Patna and Thiruvananthapuram. These offices issue coins to the public directly through their counters and also send coin remittances to the currency chests and small coin depots. There are 4422 currency chest branches and 3784 small coin depots spread throughout the country. The currency chests and small coin depots distribute coins to the public, customers and other bank branches in their area of operation. The members of the public can approach the RBI offices or the above agencies for requirement of coins.
Measures to improve the supply of coins
  • The various Mints in the country have been modernised and upgraded to enhance their production capacities.
  • Government has in the recent past, imported coins to augment the indigenous production.
  • Notes in denomination of Rs.5 have been reintroduced to supplement the supply of coins.
New initiatives for distribution
  • Coin Dispensing Machines have been installed at select Regional Offices of the Reserve Bank on pilot basis.
  • Dedicated Single-window counters have been opened in several of the Reserve Bank's offices for issuing coins of different denominations packed in pouches.
  • Mobile counters are being organised by the Reserve Bank in commercial and other important areas of the town where soiled notes can be exchanged for coins.
Appeal to the Public
The Bank, with active co-operation from various agencies, has been endeavouring to distribute the coins in an equitable manner to all parts of the country. The mission cannot be successful without unstinting support from the people at large and the various voluntary agencies. Members of public are requested to avoid holding on to coins and instead, use them freely for transactions to ensure that there is a smooth circulation of coins. Voluntary agencies are requested to educate the public about the various facilities available in their areas for distribution of coins, exchange of soiled notes and proper handling of notes

source : RBI


(contents are posted not to intend to hurt any belives,govt policies,religion or persons)

Making Contacts: 

In India, making contact is fairly straight forward. One can write directly to a business though having referrals. An introduction are important as it gives you more credibility. small or unknown company may require more time to establish yourself.
A telephone call as a follow up is appropriate. The response you get may be a bit noncommittal if they don’t know you. Therefore, a visit in person would be proper. It is important for you to use an introduction but one should be careful about not making the Indian feel pressured.
Always present a business card when introducing yourself.
Refer to business contacts by their surname, rather than by their given name. In an Indian organisation, established hierarchies are to be respected. Indian employees address their superiors formally and, unless told otherwise, it is advisable to do the same. Men should be referred to as "Mr" and women as "Mrs" or "Miss," depending on their marital status.

Indians are very status conscious and it is proper to direct communication to the most senior person. On the other hand, your Indian counterpart will direct and match you to the person of equal status in the organisation.
Local Representative:

 Maintaining a local representative or agent is important in navigating your way around India. It would be an advantage (in the long term), to hire a native Indian to be your local representative. The person you use should be well referenced. The culture fosters competition rather than cooperation.
Business Practices: 
Regional and religious biases often interfere with negotiations. Establishing social and family relationships are important in solidifying your long term relationships. Indians believe that it is a privilege to conduct business with foreigners.
Indians use detailed written contracts. Verbal agreements are not considered binding, unless supported by a written agreement. Most Indians view legal contracts as a beginning of a business relationship. Lawyers are generally mistrusted and are not always used. In your negotiations try to receive payment up front or at the closing of the transaction whenever possible; otherwise, beware.

The significance of a business arrangement is often determined by the amount of time spent during negotiations. Be prepared for a lengthy negotiating process and do not become frustrated by delays.
It is inadvisable to expect punctuality in India. Therefore, it is advisable not to schedule too many appointments in one day. Always be prepared for lengthy delays when dealing with the government.

When negotiating with Indian people, never adopt a didactic position, as this will inspire resentment. Always maintain a low profile and avoid criticising Indian institutions. Most Indian business people are knowledgeable about western business practices and dislike foreigners telling them what to do.
Ethical Issues: 

In India foreigners using baksheeh (speed money) to bribe bureaucrats at various levels. This is prevalent but illegal. Your company should develop a policy for dealing with graft, and understand the legal and moral consequences.
While in India remember your manners. Make a good first impression and demonstrate that you understand the basic characteristics about their culture. This will go a long way in helping you achieve your business goals.
Business Attire: 
It is advisable to wear lightweight clothing to avoid discomfort as t the climate in India can be very hot. For business meetings, men and women should wear a lightweight or tropical suit. Men should wear a jacket and tie when making official calls or attending formal occasions.
Business Hours: 
Government offices work a five-day week from Monday to Friday between 9am and 5pm. Department stores are usually open until around 7pm and small privately run shops and restaurants often open till late.
Although India is a predominantly Hindu country, India has the second-highest population of Muslims in the world. In general, Indian Muslims are more liberal than people in countries such as Saudi Arabia. However, many would still be offended by a gift of alcohol or products made from pig skin.
Impact of Religion on Business Practices: 
The predominant religions in India are Hinduism and Islam. Foreigners conducting business in India should ensure that they do not openly flout established religious conventions.
Hindus consider the cow to be a sacred animal and must never be offered beef products. It is important to remember that a large proportion of the Indian population is vegetarian. Always bear this in mind when conducting business over a meal.

When dealing with Muslims, avoid pork as it is not consumed by Muslims. Products made from pigskin are also considered undesirable.