P. ASHOK KUMAR*; DR. K. SUNDAR**
IRJCInternational Journal of Marketing, Financial Services & Management ResearchVol.1 Issue 7, July 2012, ISSN 2277 3622PROBLEMS FACED BY WOMEN EXECUTIVES WORKING IN PUBLICSECTOR BANKS IN PUDUCHERRYP. ASHOK KUMAR*; DR. K. SUNDAR***Ph.D Research Scholar,Department of Commerce, Annamalai University,Annamalai Nagar - 608002, Tamil Nadu, India.**Associate Professor,Commerce Wing, DDE, Annamalai University,Annamalai Nagar - 608002, Tamil Nadu, India.ABSTRACTINTRODUCTIONIndian Banking system has not only made rapid strides in net work expansion but it itself hasundergone a complete and never-dreamt of transformation in its very avowed objectives,approaches, and scale of operations. Technology has indeed played a significant role in this seachange. Nationalisation of banks in two spells in 1969 and 1980 was a watershed in the annals ofbanking sector in India. Banks were required to saunter along a new path untrodden so long.Instead of remaining as mere mobilisers of deposits and purveyors of credit, they began to beused as catalysts for bringing about socio- economic transformation of our country- a goalconsidered hitherto to be outside the banking arena.180KEYWORDS: Career Advancement, Problems faced by women executives, Role of women,Women in Banking Industry, Working Women.www.indianresearchjournals.comIndia is a country with diverse traditions and customs. In all the religions, women hold avenerable position. Unfortunately, since ages, the role of women was confined to householdchores and limited to domestic issues. In the male-dominated Indian society, women suffered toextreme levels of exploitation. Some factors – like death of bread winner, sudden fall in familyincome or inadequate family income – forced women to seek employment in informal sector(small trader, artisan or field laborer on a family farm) but yet, that did not result in womenempowerment. The participation of women as workers and women‟s education was negligible.Indian women is distinct from their western counter parts in that they do not shed theirconventional roles as mothers and house wives inspire of their professional responsibilities. Theyare skilled at blending professional excellence and traditional love for home harmoniously. Thestudy is purely exploratory in nature and seeks to identify the factors preventing womenemployees from aspiring for higher post and problems faced by women executives in publicsector banks related to work performance. Further this aims also at finding out the organizationalsupport for women employees to achieve higher post. Conclusion has been given.
IRJCInternational Journal of Marketing, Financial Services & Management ResearchVol.1 Issue 7, July 2012, ISSN 2277 3622Class banking yielded place to mass banking. The spectacular branch expansion,increased credit flow to the hitherto neglected sectors, purpose - oriented lending in place ofsecurity-oriented lending, promotion of growth of small and medium industries and so on are themajor off-shoots of bank nationalization which, in turn, called for a thorough change in theattitude and functioning of bank executives. With the stupendous change in the outlook of theIndian society, girls were allowed to pursue education, resulting in turnout of not merelygraduates and post graduates, but even technical graduates. This resulted in women seeking jobsto supplement their family income and to enjoy more comforts of life. In short, increasingwomen literacy, growing economic pressure, and the burning desire to gain economic and socialindependence are pushing womenfolk to take up gainful career.The phenomenal growth of banks has created massive employment opportunities for theeducated unemployed youths of our nation. The women job-seekers find jobs in banks moreattractive and more suitable to their nature. Banks also were not only not averse to taking thembut even welcomed their entry because women have certain innate traits which fit in with the jobrequirements. Thus the humongous increase in job opportunities in banks and the abundantavailability of qualified women who get selected in job tests paved the way for the large numberof women occupying positions in all cadres today in not only public sector and private sectorbanks but even in new generation banks.PROBLEMS OF WORKING WOMEN IN BANKING SECTORMost of the women executives in private and public sector banks forgo promotion out ofthe fear of causing dislocation in the family though they have fully qualified themselves withCAIIB and other officer cadre exams conducted by the respective banks. The thought ofattending to new born baby, toddlers, children returning from school, etc., distract the attentionof women executives in their thirties. This has an adverse effect on the productivity of femaleexecutives. Some executives find it very difficult to manage male subordinates and have a toughtime in extracting work from them. The very submissive nature of women executives come in theway of dealing with customers. It is also reported that the higher ups dump the work on181Constant exposure to computer terminals and the radiation there from has an adverseeffect on the pregnant women. Women employees by their inherent fragile health suffer morefrom high work pace, high psychological pressure, dry air, noise, lighting and sitting position.Sedentary nature of bank jobs make the women employees more vulnerable to severe headache,paints and fingers and wrists, backache and waist problems, pain in neck and shoulders and eyestrain.www.indianresearchjournals.comA team of Bulgarian experts, headed by Professor Ivanovich, department head at theNational Centre of Public Health Protection, conducted a survey on working conditions in thebanking sector, aimed at determining risk levels based on employees‟ self-evaluation. A casestudy was carried out in 2004 in a large bank that has branches throughout the country inBulgaria. Findings of the study indicated that Female employees experience more physical painand discomfort than their male counterparts. The feeling of fatigue appears earlier and increasesmore quickly among women (particularly after the fourth hour at work) than their malecounterparts.
IRJCInternational Journal of Marketing, Financial Services & Management ResearchVol.1 Issue 7, July 2012, ISSN 2277 3622submissive female executives which result in overloading the executives. In other words the veryfeminine nature does not permit them to resist the overload.Since executives like cashier, teller, accountant, loan officer, portfolio managers, FOREXofficer, assistant branch manager, etc., cannot leave the bank without tallying the account, thefamily members of female executives suffer more and executive concerned experience moremental stress than the male counterparts which have an adverse effect on the psychologicalhealth of the women executives. Besides women executives have to bear the verbal abuse ofangry and irate customers. This upsets psychological well being of women executives. Sometimes when male chauvinist happens to be a performance appraiser in the capacity of higher ups,he shows his bias in the appraisal exercise. Similarly male chauvinist happens to be thesubordinates; they willfully disobey the instructions of women executives and deliberatelyprolong the work. In the same vein, women executives do not get any cooperation from the peersin other departments of the bank thanks to male chauvinist attitude.When it comes to recommending disciplinary action against the errant subordinates onthe ground of insubordination or non performance or poor performance, women executives feelnervous to recommend for penal action. Thus the inefficiency syndrome continues to mar thework efficiency of male subordinates. Since most of the public and private sector banks arelocated in prime locality of the town or city and in the case of reaching branches located in faroff places, women executives experience more physical strain in commuting to and fro workspot. This travel leaves an adverse impact on the physical and mental health of womenrespondents.The women executives unlike their male counterparts find difficult to take up leadershiproles in their path. Though they are on par with the male counterparts in term of age, education,talent, skill, competence, knowledge, the conventional duties cast on women on domestic front,the natural love and affection towards the family members, inability to bear separation from thefamily thanks to promotion on transfer, physical debility in undertaking tours etc., militateagainst their desire to climb up the career ladder. Number of research studies conducted on thefactors preventing women executives from even aspiring for top slots in the organisationhierarchy have unearthed a number of inhibitive factors. Some of the factors often reported to bebarriers have been sieved from the literature survey. The factors such as taking care of the family(Siew Kim, J.L., and Seow Kim, C. 2001), combining domestic work and office work leaves no182FACTORS PREVENTING WOMEN EMPLOYEES FROM ASPIRING FOR HIGHERLEVEL POSTS IN BANKING HIERARCHYwww.indianresearchjournals.comIn view of hectic work schedule and heavy workload, women executives find itchallenging to strike work life harmony. In other words the inability to give up conventionaldomestic obligations as a home maker cast additional strain on women officers across the bank.Besides women executives across the bank have to be away from the family on account ofofficial meeting, inspection, assignment, etc,. This widens the gap in the relations between thewomen executives and the family members. All the inconvenience and discomfort suffered bythe women executives in their professional journey as cited above have the potential to influencethe work efficiency of the subjects thereby striking the quality of work performance.
IRJCInternational Journal of Marketing, Financial Services & Management ResearchVol.1 Issue 7, July 2012, ISSN 2277 3622time for making us fit for higher posts Parveen, S., (1984), physical strain necessitating longerhours of stay in the office (Adams, G.A., King, L.A., and King, D.W. 1996), difficulty of betterjudgment and quick decision-making required in higher posts (Burke, R.J. and Mattis, M. 2005),strain of frequent tours and/ field visits (Sivakumar 2010) and fear of transfer which disturbsfamily life and domestic peace (Azhar, R., 1978) are taken into consideration to find out themajor factors curbing the desire to aspire for higher end positions in the banking hierarchy.REVIEW OF LITERATUREOkolo, I. (9th July. 1989). Another obstacle is the lack of role models of executivewomen due to their scarce presence in top managerial positions. Likewise, this study found outthat there is no gender difference in organizational hierarchies when a woman has already gainedaccess to them. The lack of impact in women can occur because executive and managerialwomen have developed survival features becoming immune to the effects of men‟s hierarchies.A hierarchy composed by men solely may have an effect upon the election of a managerialboard, and then its further influence is not very strong.Ronald J. Burke, Mustafa Koyuncu and Lisa Fiksenbaum (2010) examined therelationship of the perceived presence of organisational practices designed to support women‟scareer advancement and their work attitudes and satisfaction and their psychological well-being.Data were collected from 286 women in managerial and professional jobs working in a largeTurkish bank, a 72 percent response rate. Five organisational experiences were considered:negative attitudes towards women, equal treatment, support, career barriers and male standards.Women reporting more supportive organisational experiences and practices were more engagedin their work, more job and career satisfied, and indicated greater levels of psychological wellbeing.Skinner and Pocock (2008) investigated the relationship between work overload, workschedule control, work hours and their fit with preferences and work-life conflict among fulltime employees (N 887). It was found that the strongest association with work-life conflict wasdemonstrated by work overload, followed by work schedule control, work hours and work hours183Sophia J. Ali (2011) investigated the challenges facing women in career development inKapsabet Municipality, Kenya. She found that most of the women employees were dissatisfiedwith career development programmes and women were discriminated against in careerdevelopment opportunities. The study recommended that organizations should strive to ensurethat career development programmes were set to enhance career development amongst womenemployees. Top management should also be committed to the career development of women,and organizations should also introduce affirmative action to urgently address careerdevelopment of 2003) his shown that the twin roles of women cause tension and conflictdue to her social structure which is still more dominant .In her study on working women inDelhi, she has shown that traditional authoritarian set up of Hindu social structure continues tobe the same basically and hence. Women face problem of role conflict change in attitudes of menand women according to the situation can help to overcome their problem.
IRJCInternational Journal of Marketing, Financial Services & Management ResearchVol.1 Issue 7, July 2012, ISSN 2277 3622fit. Time-based work life policies, procedures and interventions were found necessary, but notsufficient, for addressing work-life conflict. They called for effective management of workoverload to support a healthy work-life relationship.Ahmad, Aminah (2007) examined the work-family conflict experienced by 239 marriedfemale production operators in dual-career families, the social support they received and thecoping strategies used to manage the conflict. The women experienced more work interferencewith family than family interference with work. The intensity of work interference with familywas significantly higher in the earlier life-cycle stage than in the later stage. About two thirds ofthe women indicated that they intended to leave their job upon having another child, mainly dueto the rising cost of childcare services. They received the least social support from theirsupervisors compared to other sources, and tended to cope with conflict using reactive rolebehaviour and personal role redefinition strategies.Babita Mathur-Helm (2006) examined the reality of the glass-ceiling phenomenon inSouth Africa‟s four major retail banks. The study investigated women‟s low numbers in their topmanagement jobs. A total of 40 women managers were interviewed for their in-depth responses,which were content analyzed. The paper provided clarity for organizational leaders to identifygrowth barriers existing in their organizations, leading their women workforce towards a glassceiling. The results indicated that the glass ceiling considered a myth by many was real and arenurtured by the organizational culture, policies and strategies besides women‟s owninadequacies. The study concluded that only the most decentralized organizations, characterizedby a culture that supports women‟s top positions, will help in breaking down the glass ceiling,184Wu, Hwei Ming (2007) examined the relationship of self-efficacy, work family conflict,social support, gender role attitude, role model and career aspiration to top management amongwomen in middle management at the manufacturing line. This study intended to determine thecontribution of each factor to career aspiration. Data were collected from 109 married women inmiddle management at eight private manufacturing companies located in Bangi and Nilai. Thisstudy found that self-efficacy, social support, gender role attitude and role model weresignificantly related to career aspiration (p 0.05). Specifically, self-efficacy and gender roleattitude were the most significant antecedents of career aspiration among women in middlemanagement in manufacturing line.www.indianresearchjournals.comGunavathy and Suganya (2007) in their study among married women employees of BPOcompanies traced the causes, consequences of work life imbalance and interventions for worklife balance. More than two-third of the respondents stated the experienced work-life imbalanceprimarily on account of work interference with personal life. The causes for work life imbalancewere classified as organizational and personal factors. The organizational factors included workrelated factors, time-related factors and relationship-related factors. The personal factorsincluded lack of family support, marital conflicts and frequent change in sleeping patterns.According to the study, the three main consequences of work-life imbalance were stress andburnout, ill-health and poor work performance. The respondents also experienced guilt of notbeing able to spend time with family, anxiety about poor performance, displacement of negativeemotions on family members and on co-workers.
IRJCInternational Journal of Marketing, Financial Services & Management ResearchVol.1 Issue 7, July 2012, ISSN 2277 3622along with women‟s own efforts to grow, develop and empower themselves through academicand career development.D. Jamali, et al. (2006), made a study to explore the salience of glass ceiling type barriersin the Lebanese banking sector, based on the perceptions of a sample of Lebanese top and middlelevel women managers. The questionnaire was administered to a sample of 61 top and middlelevel women managers, drawn from the context of 12 different banks in the Lebanese context.The found that the common precepts of the glass ceiling theory were not supported in the contextof Lebanese banks with overall positive inferences and perceptions reported by Lebanese womenmanagers in relation to their work environment and daily work experiences. These findings wereexplained by the progressive evolution of the Lebanese banking sector over the past few decades.NATURE AND SCOPE OF THE STUDYThe study is purely exploratory in nature and seeks to identify the factors preventingwomen employees from aspiring for higher post and problems faced by women executives inpublic sector commercial banks related to work performance, studying the impact of familyresponsibility on career decisions of women employees in banking industry. Further this aimsalso at finding out the organizational support for women employees to achieve higher ups. Thepresent study intends to survey only women executives who confront challenging situationswhich demand skills of a higher order for meeting them successfully.OBJECTIVES OF THE STUDY To study the Problems Hindering the Performance of Women Executives Working inPublic Sector Commercial Banks in Puducherry To study the factors preventing women executives from aspiring for higher post.RESEARCH METHODOLOGYSAMPLE AND QUESTIONNAIREData were collected using the personal contact approach. Questionnaires were distributedto a sample of 104 women executives located in Puducherry State women employees inexecutives‟ cadre working in public sector commercial banks were surveyed. In theQuestionnaire, Likert‟s five point scale was employed to determine scores, where respondentswere asked to rate each attribute on 5-point scale ranging from highly satisfied to highlydissatisfied, The data so collected was subjected to Factor Analysis. Census survey is to be185Union Territory of Pondicherry region is the study area. Pondicherry State is multilinguistic, multi-ethnic, multi-religious and multi-cultural. This diversity makes it more attractivefor this research. Besides, the state, though small in geographical area, has branches of allleading commercial banks.www.indianresearchjournals.comSTUDY AREA
IRJCInternational Journal of Marketing, Financial Services & Management ResearchVol.1 Issue 7, July 2012, ISSN 2277 3622adopted for collecting data. The statements/items for the questionnaire were formed afterconsulting relevant literature and some relevant research conducted in the area. Besides attitudesscale, the survey questionnaire also included a section to capture the general profile ofrespondents. They were asked about their demographic background including age, educationlevel, marital status, job level, year of experience, nature of organisation and type of ownership.The present study has used tools Garret ranking method and Factor analysis.ANALYSIS AND INTERPRETATIONTABLE - 1SELECTED RESPONDENTS DEMOGRAPHIC PROFILELow Age (Below 25)12(11.5)Middle Age (25-50)40(38.5)High Age (Above 50)52(50.0)AgeGraduate56(53.8)Post Graduate36(34.6)Doctorate4(3.8)Professionally 2(69.2)Widow4(3.8)Marital StatusTotal104(100)Less than Rs.2000012(11.54)Rs.20000 - Rs.3000016(15.4)Rs.30001 - Rs.4000040(38.5)Above Rs.4000036(34.6)Salary Range / Monthwww.indianresearchjournals.comEducational Qualification104(100)186Total
IRJCInternational Journal of Marketing, Financial Services & Management ResearchVol.1 Issue 7, July 2012, ISSN 2277 3622Total104(100)Assistant General Manager (AGM)8(7.7)Chief Manager (CM)4(3.8)Manager (M)24(23.1)Deputy Manager (DM)20(19.2)Asst. Manager (AM)48(46.2)Total104(100)DesignationExperienceLess than 10 years40(38.5)10 to 20 years12(11.5)21 to 30 years40(38.5)Above 30 years12(11.5)Total104(100)Source: Primary DataPROBLEM FACING WOMEN EXECUTIVES IN PUBLIC SECTOR BANKS187www.indianresearchjournals.comThe problems of the women executives‟ public sector banks were examined. Now it isproposed to throw light on the very important problems hurting the performance of womenexecutives in public sector banks. The factor analysis has been used to identify the critical factorsdebilitating the work performance of women executives.
IRJCInternational Journal of Marketing, Financial Services & Management ResearchVol.1 Issue 7, July 2012, ISSN 2277 3622TABLE – 2TOTAL VARIANCE EXPLAINEDInitial Eigen valuesComponentRotation Sums of Squared Loadings% of% 8.006Extraction Method: Principal Component Analysis.The problems facing women executives have been condensed into three major variablesin terms of Eigen values in the table 2. In other words, out of the 10 problems, the top most threeproblems have been discriminated in term of Eigen value. Accordingly the problems the Eigenvalues of which are greater than one were considered significant, and all the factors the Eigenvalues of less than one were considered insignificant and discarded. The component 1 is ahead interms of Eigen value of 3.428 followed by component 2 in term of Eigen value 3.199 andcomponent 3 in term of Eigen value 1.173. These entire components are collectively contributingto the extent of 78.006 per cent for the total problems faced by women executives in PSBs.TABLE – 3ROTATED COMPONENT MATRIXF1F2F31The heavy workload makes me completely worn outat the end of the day.-0.1320.497-0.1082Physical strain involved in extracting work fromsubordinates, in dealing with customers and inanswering our higher officers is unbearable and incauses mental stress0.9120.7980.2863The thought of my children who would have returnedfrom schools does not allow me to concentrate blems188S. No
IRJCInternational Journal of Marketing, Financial Services & Management ResearchVol.1 Issue 7, July 2012, ISSN 2277 3622work after office4Extracting work from our male subordinates is verytedious.-0.0740.5260.7195Because of submissiveness natural to womenfolk,there is exploitation. I am asked to do work which isbeyond my stated job routine.0.0740.9340.0826Ignorant customers pester me and sometimes quarrelwith me causing me tension. I am unable to containthem unlike our male counterparts.0.838-0.0030.7407There is workplace harassment and I have to tolerateverbal abusement.0.153-0.0230.0308On account of pressing work, supervising the workperformance of my subordinates and dealing withdifferent types of customers all at the same time, Ifeel overburdened in my work. Being a woman it isbeyond my physical endurance and I lose my temperquite often0.5170.210-0.7299Sometimes I have a feeling that because of genderdiscrimination, I am burdened with more and morework.0.8590.153-0.04210Difficulty in controlling subordinates who quite oftenquarrel with customers.0.798-0.245-0.174Percentage of Variance34.28231.99011.733Rotation Method: Varimax with Kaiser ion Method: Principal Component Analysis.78.006189Cumulative Percentage
IRJCInternational Journal of Marketing, Financial Services & Management ResearchVol.1 Issue 7, July 2012, ISSN 2277 3622TABLE – 4SUMMARY OF FACTORSProblemsFactorLoadingPhysical strain involved in extracting work fromsubordinates, in dealing with customers and in answeringour higher officers is unbearable and in causes mentalstress0.9120.934(31.990)Because of submissiveness natural to womenfolk, there isexploitation. I am asked to do work which is beyond mystated job routine.0.740(11.733)Ignorant customers pester me and sometimes quarrel withme causing me tension. I am unable to contain themunlike our male counterparts.(% ofVariance)1(34.282)23Table 3 shows the result of rotation of problem variables. The factor loading greater than 0.50 were considered significant. A casual glance of the rotation results shows that the variablephysical strain involved in answering our higher officers is unbearable and it causes mental stressin the F1 column is most problematic variable in terms of factor loading of 0.912. It contributesto 34.282 per cent to the totality of the problems. The second rotation reveled the variablebecause of submissiveness natural to womenfolk, there is exploitation in terms of factor loadingof 0.934. This variable contributes to the extent of 31.990 per cent of problems suffered bywomen executives. The third rotation unearthed the variable problems involved in dealing withignorant customers in terms of factor loading value of 0.740 which contributes to 11.733 per centof the problems experienced by the women executives. All the three variables is named as„Female Stressors‟.Factors Preventing Women Executives from Aspiring for Higher Post in banking ctors
IRJCInternational Journal of Marketing, Financial Services & Management ResearchVol.1 Issue 7, July 2012, ISSN 2277 3622TABLE – 5FACTORS PREVENTING WOMEN EMPLOYEES FROM ASPIRING FOR HIGHERLEVEL POSTS IN BANKING HIERARCHY: GARRET’S RANKING METHODTotalScoreTotalMeanScoreRanka.Inevitability of conventional domestic obligationsas a home maker leaving little time for careergrowth.497047.79IVb.Combining domestic work and office work leavesno time for making us fit for higher posts.621259.73IIc.Physical strain necessitating longer hours of stay inthe office551052.98IIId.Difficulty of better judgment and quick decisionmaking required in higher posts.387537.26VIe.Strain of frequent tours and/ field visits.440242.33Vf.Fear of transfer which disturbs family life anddomestic peace.675264.92IS. NoFactors191The table 5 presents perception of women executives on the factors preventing them fromaspiring for higher level post in the banking hierarchy. The ranking of the various factors revelthat the fear of transfer on promotion is the most dominant factor in term of total mean score64.92 followed by the factor balancing work and life occupying second rank in terms of totalmean score of 52.98. However factors such as difficulty of better judgment occupying sixth rankin terms of total mean score of 37.26 and strain of frequent tours ranked at fifth position in termsof total mean score of 42.33. The rest of the factors are playing a moderate role. In this back dropit can be interpreted that women executives attach more significance to family life while they arenot neglecting the professional life. Therefore women executives prefer to accomplish anychallenge without affecting their role in the family. The first two ranks given by the respondentssignify women‟s concern for familial life. The last two ranks indicate that women executives areconfident of arriving at sound judgment and better decision. It reflects their self-confidence inmeeting any challenge in their professional life. At the same time they are not bothered by theneed to travel on account of professional duties. In sort women executives in PSBs would like toaccomplish anything without their family life being affected.www.indianresearchjournals.comSource: Primary Data
IRJCInternational Journal of Marketing, Financial Services & Management ResearchVol.1 Issue 7, July 2012, ISSN 2277 3622CONCLUSIONThe 10 problem variables were rotated by factor analysis method. The first rotationsurfaced the variable stress resulting from Physical strain involved has been identified as a primefactor of problems to women executives in public sector commercial banks. The second factornamely exploitation due to submissive nature of women executives has been discriminated assecond important factor. The third factor dealing with ignorant customers confronting womenexecutives. All the three factors are highly responsible for the problems experienced by thewomen executive in public sector commercial banks. All the three major contributory variablesare titled as staff management stressors. In terms of mean scores, factor Fear of transfer whichdisturbs family life and domestic peace first rank followed by the factor Combining domesticwork and office work leaves no time for making us fit for higher posts occupying second rank.Since the environment in public sector banks is more or less similar, these two factors may proveto be great hindrance to women executives work
Jul 14, 2012 · IRJC International Journal of Marketing, Financial Services & Management Research Vol.1 Issue 7, July 2012, ISSN 2277 3622 .com 183 time for making us fit for higher posts
28. Ashok Kumar Singh, G. Bhattacharjee, Manendra Singh and Sudeshna Chandra A new macrocyclic polystyrene based sensor for zinc. Electroanalysis, 9 (1997) 1005. 29. Ashok Kumar Singh, G. Bhattacharjee, Manendra Singh and Sudeshna Chandra A new macrocyclic ligand based sensor for
T. Ashok kumar, S. Priya and Varghese Paul, “Automatic Detection of Vasculature from Images of Human Retina Using CLAHE and Bitplane Decomposition”, American Journal of Biomedical Imaging, Vol 1, August, 2013, Article ID 20130133, pp. 1-12. 3. S Priya4., T. Ashok kumar
MICROBIAL BIOMARKERS OF LITOPENAEUS VANNAMEI Devika N.T , Ashok Kumar J, SuganyaNathamuni, Mudagandur Shashi Shekhar, Vinaya Kumar Katneni 243 15763 METAGENOMICS REVEALS DIETARY C-PHYCOCYANIN (CPC) ALTERS THE GUT MICROBIOTA IN PACIFIC WHITELEG SHRIMP, PENAEUS VANNAMEI J Raymond Jani Angel, Sandeep KP, Shekhar MS, Ashok Kumar J, Vinaya Kumar K,
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A Ashok Kumar, Belum VS Reddy, P Sanjana Reddy and B Ramaiah International Crops Research Institute for the Semi-Arid Tropics, Patancheru 502 324, Andhra Pradesh, India Introduction Sorghum [Sorghum bicolor (L.) Moench] is the fi fth important cereal crop in the world after wheat, rice,
Ashok Kumar Pant Dr. Sanjeeb Prasad Panday Prof. Dr. Shashidhar Ram Joshi November 24, 2012 Third Asian Himalayas International Conference on Internet AH-ICI2012 Speaker: Ashok Kumar Pant H
Curriculam Vitae- Dr. Ashok Kumar Patel- IIT Delhi 2 Senior Research Fellowship from CSIR, India (Oct 2006- Dec 2009). Junior Research Fellowship from CSIR, India (Oct 2004 – Oct 2006). “National Eligibility Test” (NET) - 2004 for Junior research fellowship (JRF) Physical Sciences from Council of Sc
Dr.D. Krishna Kumar Editor Dr.G.Praveen Kumar Editorial Board Lavanya.S, Bharathi Priya.K, Ashok Kumar.M Drug name Brand name Approved For FDA Approved donepezil Aricept All stages 1996 galantamine Razadyne Mild to moderate 2001 memantine Namenda Moderate to severe 2003 rivastigmine Ex
