SINGH Surname Meaning and Origin

The Singh surname derives from the Sanskrit simha, meaning lion. It was originally used by Rajput Hindus and is still a common surname for many North Indian Hindus. Sikhs, as a community, have adopted the name as a suffix to their own name, so youll find it used as a surname by many of the Sikh faith. Surname Origin   Indian (Hindu) Alternate Surname Spellings SINH, SING Famous People With the Surname SINGH Milkha Singh - former Indian track and field sprinter known as The Flying SikhBhagat Singh - Indian political activistSadhu Sundar  Singh - Indian Christian missionaryMaharaja Ranjit Singh - founder of the Sikh Empire Where Do People With the SINGH Surname Live? Singh is the 6th most common surname in the world, according to surname distribution data from  Forebears, used by more than 36 million people. Singh is most commonly found in India, where it ranks 2nd in the nation. It is also especially common in Guyana (2nd), Fiji (4th), Trinidad and Tobago (5th), New Zealand (8th), Canada (32nd), South Africa (32nd), England (43rd), Poland (48th) and Australia (50th). Singh ranks 249th in the United States, where it is most common in New York, New Jersey, and California. Within India, the Singh surname is most commonly found in the Maharashtra region, according to  WorldNames PublicProfiler, followed by Delhi. The surname is also fairly common in New Zealand, including Manakua City, Papakura District and the Western Bay of Plenty District, as well as in the United Kingdom, particularly in the West Midlands. Genealogy Resources for the Surname SINGH Searching for Smiths: Search Strategies for Common SurnamesSearch tips and strategies for researching ancestors with common surnames such as SINGH. Singh Family Crest - Its Not What You ThinkContrary to what you may hear, there is no such thing as a Singh family crest or coat of arms for the Singh surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male-line descendants of the person to whom the coat of arms was originally granted.   The Singh DNA ProjectThe Singh DNA Project is open to all who wish to work together to find their common Singh heritage through DNA testing and sharing of family history information. SINGH Family Genealogy ForumSearch this popular genealogy forum for the Singh surname to find others who might be researching your ancestors, or post your own Singh query. FamilySearch - SINGH GenealogyAccess over 850,000 free historical records and lineage-linked family trees posted for the Singh surname and its variations on this free genealogy website hosted by the Church of Jesus Christ of Latter-day Saints. GeneaNet - Singh RecordsGeneaNet includes archival records, family trees, and other resources for individuals with the Singh surname, with a concentration on records and families from France, Spain, and other European countries. Surname Finder - SINGH Genealogy Family ResourcesFind links to free and commercial resources for the Singh surname. DistantCousin.com - SINGH Genealogy Family HistoryExplore free databases and genealogy links for the last name Singh. The Singh Genealogy and Family Tree PageBrowse family trees and links to genealogical and historical records for individuals with the last name Singh from the website of Genealogy Today. ----------------------- References: Surname Meanings Origins Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998. Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003. Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003. Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997. Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997.

The Importance of Non-Verbal Communication Essay - 625 Words

The Importance of Non-Verbal Communication Communication, to me is the most important tool to survival and success and is used daily by everyone. I have always felt a particular need to increase my personal levels of communication and language skills. When I entered college, I felt very insignificant to the people around me because I didn’t feel smart enough to communicate on their levels. I then became an English major. Nonverbally, I was trying to say â€Å"I want to learn how to sound smart!† After a year of English, I realize that I don’t want to be a English teacher, I was just trying to better communicate with my surroundings. So now, being in a position where I want to transfer out of Potsdam, I realize how important communication†¦show more content†¦The deaf, the blind, international, and many more groups of people are all able to somewhat comprehend what someone is trying to say through nonverbal communication. Emotion is one of the most important methods of nonverbal communication. Thr ough emotion, one can express how they feel, and another can interpret it, and rarely be wrong. Emotion is always the same no matter where you go, and is always a very powerful means of communication. Body movements are also a very helpful method of communication. When someone moves their body a certain way, it often leads the interpreter, to a conclusion about what the communicator is trying to get across. Without body movements, some people would have a hard time getting their points across. There are also many other ways of nonverbally communicating including appearance, like the difference between what I would wear to class vs. what I would wear to an interview, facial expressions, which let others know your take on what you are trying to say, eye contact, which shows credibility, territorial space, which is sort of a boundary setting that lets others know where comfort ends and creepiness begins, touching, colors, emoticons, judgments, actions, attitudes, there are so many diff erent ways to nonverbally communicate, it is ridiculous. I think that the reason nonverbal communication is so important is because without it, we, as a culture, and as a world, would not understand each other, and thatShow MoreRelatedThe Importance Of Verbal And Non Verbal Communication1689 Words   |  7 Pagesit can even determine the success of trade cooperation. 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Bringing Fun to an Organization Free Essays

string(74) " it takes hard work and creativity, mostly from the organization leaders\." The typical workplace is set up to enhance productivity and accomplishments. As such, most employees know the workplace as a place where they go to earn a living to earn a living, while accomplishing the goals set by the employer. Without putting specific effort at bringing fun to the workplace, only a small percentage of workers find some enjoyment or job satisfaction from their jobs. We will write a custom essay sample on Bringing Fun to an Organization or any similar topic only for you Order Now Seeing that this is common across many workplaces and directly affects the job output, employers have nowadays adopted ways of creating fun workplaces as a business strategy (Jeffcoat Gibson 2006). The best way to start-off in bringing fun to the workplace is recruiting employees who have a sense of humor. According to Narisi (2008), the perfect way to gauge whether a job candidate poses a sense of humor is by watching the way he or she responds to interview questions. One of the important questions that the interviewer should answer is, is this person taking him or herself too seriously even in questions that do not require much seriousness? Narisi (2008) suggests the use of ‘dumb’ questions like, ‘why aren’t you married yet? ’, ‘what do you think of the paintings in our office? Among others. Greenwood (2009), states that a survey on 700 American CEOs revealed that 98 percent of them preferred interviewing job candidates with a sense of humor. Most of these CEOs attested to having a passion of not only attracting upbeat candidates, but also admitted to recruiting such and working hard to retain such in their respective organizations. After settling down with the workforce who satisfies the humor criteria, Ryan associates (2004), suggests that employers should introduce other things like dressing for fun on specific days. Despite having the ‘dress for fun’ days in the office, the employer can encourage the staff to wear something frivolous that does not have to be visible, but serves to remind them that they should not take themselves too seriously. According to Urquhart (2003), it is the responsibility of managers to orchestrate fun in the workplace, but he or she should be cognizant of the fact that the employees create fun in the workplace. As such, the managers should act as facilitators to ensure that employees have all the resources and freedom needed to transform the workplace in to a fun place. There is controversy among analysts of just how productive a fun-filled workplace is. To this, Urquhart (2003) argues that a depressed mind is less productive than one that is jovial. In addition, fun creates a positive mental state, where employees learn to love their work and create a bond between employees who share jokes thus creating stronger work teams. Scientists also claim that fun and laughter stimulates the production of oxygen and endorphins to the brain, which results in increased creativity and clear thinking among employees (Urquhart, 2003). In the allbusimess. com (2008) website, employers are encouraged to allow the employees to have flextime in their job schedules. The website states that this shows the employees that the employer is concerned about their welfare. Accordingly, the employee perception motivates them leading to a less stressful and more productive workforce (allbusiness. com, 2008). This perception is backed up by countless other websites, which advocate for the use of fun in the workplace as a sure way of relieving stress, improving the individual health of employees and boosting the overall production of the organization. According to a study conducted by Karl Peluchette (2006), and published in the Journal of Leadership and Organizational studies, employees who worked in fun environments had more confidence in their jobs and were able to serve their clientele better. This argument is backed by Jeffcoat Gibson (2006), who agree that fun in the workplace results in lower downtimes, increased productivity, better job satisfaction and low absenteeism. This gives employers even more reasons to find ways of incorporating fun in the workplace. According to Lynn (2005), bringing fun to the work place is not as easy as many people might wan to believe. This is especially the case where employees and their managers have had conflicting paths regarding flexibility in the workplace. To beat the odds, Lynn (2005) suggests that employers need to create a trusting environment before adopting fun in the workplace. If they fail to create a trusting environment, chances are that the employees will reject any efforts to create fun in the work place. Trust in the workplace can be created through effective communication and respect, which wipes out negative emotions such as fear, hostility and scorn from the employees. According to jobsdb. com (2009), the major responsibility of bringing fun to the workplace lies with the manager. He or she is supposed to schedule breaks, during which employees can engage in fun-filled activities. In addition, he or she can seek employee opinions regarding cultivating fun in the workplace. Such could be by holding contests, celebrations or team-building activities. Another approach of bringing fun to an organization would be the use of morale officer’s who interact with the employees at all times, checking if there are any morale needs that needs to be addressed (Stafford, 2000). The Morale officers’ sole responsibility is to ensure that employees have a reason to look forward to the work environment with renewed anticipation each day. Fun is the one guaranteed way to achieve this. They may seek employee opinions on how best to achieve the organization objectives over lunch or tea. This breaks the office formality and leaves the employees more relaxed. To be successful in making the workplace a fun place, Stafford (2000) suggests that the morale officers should work on five pointers namely, i)feedback from employees, ii) humor, iii)bringing employees together, iv) a reward process for the employees and v) Sticking to the organization’s mission by engaging in creative and innovative work. As noted earlier in this speech, the fun in the workplace is not an easy thing to achieve. According to McGarvey (2006, fun in the workplace does not happen. Rather, it takes hard work and creativity, mostly from the organization leaders. You read "Bringing Fun to an Organization" in category "Papers" To bring fun to the work place hence requires the direct participation of the managerial leaders in the company. As such, it would be futile for the top organization management to issue orders for the employees to have fun, if they do not lead and demonstrate how fun in the company should be modeled. Even employees agree that the best fun trend in the workplace is set from the top management. A perfect example is the CEO and founder of Cognex Corporation, Dr. Robert Shillman, who indulges his employees to creative bonuses, where rather than giving them token money, he looks for fun alternative ways through which they can enjoy their benefits. Shillman is renowned for his work hard and play hard style of management (cognex. com, 2009). To him, the adage â€Å"all work and no play make Jack a dull boy† stands true. The same spirit of leading from the front was exhibited by Wal-mart’s founder, Sam Walton, who not only wore a hula skirt, but also led employees in the giant retailer for a dance along Wall Street (Greenwood, 2009).. Shillman’s management style is celebrated by Joe Neulinger (quoted by Greenwood, 2009), who states that people who do not see the need for fun in the workplace are less likely to become CEOs. This observation is shared by Fry (2001), who states that managers who scores poorly on the fun scale are bad leaders whose lack of ‘a funny bone’ is evident through the unmotivated and less productive teams that they lead. Fry’s suggestion to managers is that they should begin meetings on good cheer, by maybe saying something nice about the workforce, the day or by creating a fun-filled challenge for the group. According to Fry (2001), the possibilities of how much fun the managers can create in the work environment is limitless. However, as indicated elsewhere in the speech, it requires working on. As such, it will require a deliberate effort from the managers to create a fun workplace. Some of them might however dismiss this by saying that people should just do what they were hired to do. For this, the answer is just as blunt; managers, who expect their employee to do nothing else but work while at work, will most likely get less than the expected results. On the other hand, those who induce fun activities in the job environment ends up with an increased bottom line, without having to pressurize employees in to working harder (Fry, 2001). It is thus upon managers to choose, which of the two ways best suits them. Weinstein (1997) suggests that fun can be brought into the work place by doing things differently. For example, instead of generalizing the reward systems such that every employee gets the same reward, a little creativity can infuse fun in the reward program. When such happens, Weinstein, who is also the President PlayFair Inc reckons that the reward scheme becomes more personalized and memorable to each recipient employee. In addition, the employees take pride in not only the reward, but also the means through which the reward was presented to them. The employee can for example take the employees to a shopping mall, hand them money and instruct them to purchase personal gifts in a specified time limit. From such an activity, the employee not only appreciates the reward, but the shopping experience. However, it is not the responsibility of the managers to bring fun to the organization. The individual employees too have a responsibility that they enjoy their jobs, which is the most likely way to achieving job satisfaction amongst them. This however is partly dependent on whether the environment at work place allows them to indulge in fun activities. Hemsath (1997) reckons that in the environment where employees are required to be optimally productive despite the stressful environment that the conventional workplace is, it is incumbent that employees find fun in the workplace without necessarily waiting for the employers hell-bent at changing nothing about the old workplace to affect the fun-changes for them. The best strategy for employees as stated by Hemsath (1997) starts with one self. Here the employee sets to become the fun-catalyst in the office and enliven the spontaneous spirit between him and his co-workers. This can be as effortless as changing one’s title, to take up a more funny title. Secondly, an individual employee can set it upon himself to inspire fun in his colleagues. This is done through encouraging them to take-up fun activities, recognizing and supporting their efforts at creating amusement. If the work environment allows, individual workers can carry toys, play funny music and even post colorful pictures that boost their spirits when at work. The employees can also influence the management to create rooms where the environment is less tense. Another way that individual employees can contribute to fun in an organization is by looking for humor in their situations (Hemsath, 1997). Every situation has its dark and lighter sides. An optimistic employee will concentrate more on the brighter sides of everything, which is more fun than the gloomy downside. To make the workplace comfortable for everyone however, the management and the employees must distinguish between beneficial fun, and jokes that may be deemed offensive by some parties. As such, Vikesland (2007), suggests that the workplace should have some fun rules that distinguish between what is acceptable and outright breach of company policies. As such, the employees should be made to understand that fun is not mocking, mimicking or teasing other co-workers or management. Off-color jokes, sexual innuendos, deception, sarcasm, dark humor and ethnic jokes do not qualify as fun in the workplace too. Conclusion The modern day manager realizes the benefits of bringing fun in an organization. With the countless resources propagating the benefits of bringing fun aboard the organization, well meaning CEOs, Managers or Corporate Strategists will no doubt try incorporating fun into their management styles. While there are countless ways to have fun in the workplace, the general guess however remains that some employees may be too distracted by the fun and hence loose out on the productivity. However, the success stories of same management styles that have adopted fun in the workplace indicates that there are variable ways of ensuring that despite the fun, employees not only meet their targets, but also exceed them. Companies like Google have demonstrated that fun and productivity can go hand-in-hand (Bryant, 2007). What Google offers – play station games, free food, scooters and pets among other things- are just an example of what organizations can give or allow their employees to indulge in. A peak of what life in the Google offices is like can be viewed at http://www. cnn. com/video/#/video/business/2007/01/05/fortune. best. cos. to. work. for. cnn. cnn According to Bathurst (2008), fun in the work place has more than simple benefits. Besides improving productivity, organizations are using it today to battle employee turnover. This is because employees who enjoy the work environment are more likely to stick in the same job for longer than disgruntled employees are. Besides, employees today have more choices and can easily change jobs than was the case in the 1950’s. In conclusion, fun in the workplace has become the new business management trend that people believe encourages employee creativity, morale, satisfaction, productivity and increases employee retention. As such, fun has undeniably become an integral part of the modern corporate culture. References Allbusiness. com. (2008). Making the Workplace Fun. AllBusiness: A D B company. Retrieved 06 May 2009 from http://www. allbusiness. com/human-resources/employee-development-team-building/11357-1. html Barthurst, Patricia. (2008). Having fun at work increases Loyalty, Productivity. AZcentral. com. Retrieved from http://www. azcentral. com/business/articles/2008/06/01/20080601biz-funatwork0601-ON. html Bryant, Steve. (2007). Perks du Soleil: Fun-Loving Google named Best place to Work. Retrieved from http://googlewatch. eweek. com/content/inside_google/perks_du_soleil_google_named_best_place_to_work. html Cognex. com. (2009). Cognex Corporation: Senior Management. Retrieved from http://www. cognex. com/CognexInfo/Leadership/default. aspx? id=210 Fry, Ann. (2001). Just Having Fun at work can boost productivity. Austin Business Journal. Retrieved http://austin. bizjournals. com/austin/stories/2001/06/04/smallb4. html Greenwood, Ramon. Are you Having Fun at Work? Career Know-how. Retrieved from http://www. careerknowhow. com/guidance/fun. htm Hemsath, Dave. (1997). Are we having Fun Yet? Journal of Quality and participation. Retrieved from http://findarticles. com/p/articles/mi_qa3616/is_199711/ai_n8773216/pg_2/? tag=content;col1 Jeffcoat Gibson. (2006). Fun as Serious as Business: Creating a Fun Work Environment As an Effective Business Strategy. Journal of Business and Economic Research. Vol. 4. No. 2. Retrieved from http://www. cluteinstitute-onlinejournals. com/PDFs/2006321. pdf jobsdb. com. (2009). Making the Workplace Fun. JobsDB. com. Retrieved from http://th. jobsdb. com/TH/EN/V6HTML/Home/humanresource_editor26. htm Karl Peluchette. (2006). How does Workplace Fun Impact employee Perceptions of Customer service Quality. Abst. Journal of Leadership Organizational Studies. Vol. 13. No. 2. Retrieved from http://jlo. sagepub. com/cgi/content/abstract/13/2/2 Lynn, Harland. (2005). Attitudes toward Workplace fun: A Three-Sector Comparison. Journal of Leadership Organizational Studies. Retrieved http://www. allbusiness. com/buying_exiting_businesses/3503649-1. html Narisi, Sam. (2008). HR’s Funny side: What Kind of Fruit would you be? HR Recruiting Alert. com. Retrieved 06 May 2009 from http://www. hrrecruitingalert. com/hrs-funny-side-what-kind-of-nut-would-you-be/ McGarvey, Robert. (1996). Comic Relief- Having fun at Work. Entrepreneur Journal. Retrieved from http://findarticles. com/p/articles/mi_m0DTI/is_n10_v24/ai_18726422/pg_2/? tag=content;col1 Ryan, Kevin. (2004). Humor in Business: 16 ways How to cite Bringing Fun to an Organization, Papers