Ramanuja Sahasramanotsava

Śrī Rāmānujā Sahasramānotsavā Sevā

Svāmi Rāmānujā is the greatest exponent of viśiṣtādvaita. The year 2017 is a significant one in the passage of viśiṣtādvaita philosophy as it marks the 1000^th birth anniversary of this greatest philosopher, saint, social reformer ever to have appeared in this planet. This once in a life time event will be celebrated across the globe in a manner befitting the greatness of this Ācārya. In this regard Tirunarayanapuram (also known as Melkote), gears itself towards the millenium celebrations of its most favorite Ācārya.

This monumental event require the involvement, support and contribution of every Śrīvaiṣṇava. With Tirunarayanan and Svāmi Rāmānujā's unbounded mercy a Trust (Śrī Rāmānujā Sahasramānotsavā Sevā) is formed to commemorate the events of 2017.

The following are the major projects of this event.

1. Rāmānujā dhām

With ācārya krupai, it is intended to build a 'center' at or near Tirunarayanapuram to glorify Svāmi Rāmānujā. This 'center' will depict the events in the life of Svāmi Rāmānujā and portray his works. Special emphasis will be given to propagate and promote viśiṣtādvaita philosophy and Śrīvaiṣṇava sampradayam. This will not only be a place of extraordinary display of the glorious tradition of Śrīvaiṣṇava sampradayam, but will also be a sought after place for learning the nuances of the sampradayam by both beginners and advanced learners.

2. navagrantha dvāraṁ

Svāmi Rāmānujā wrote nine great works. To honor and promote these works, it is planned to construct 9 arched entrances (dvāraṁ) leading up to Tirunarayanapuram. Each one of these arches will represent one work of Svāmi Rāmānujā in a unique and purposeful manner. Everyone entering through these arches will not only remember the works of the great Ācārya but also seek his blessings to learn these granthams.

3. sahasra granthamālā

To spread the viśiṣtādvaita philosophy and Śrīvaiṣṇava sampradayam, 1000 publications will be prepared in 1000 different topics in simple and easy to understand style. These booklets will be in Tamil, Kannada, English, Telugu, Sanskrit and Hindi. These publications will be distributed to the general public. Each of these booklets shall benefit both advanced learners and beginners alike.

4. sahasra vṛkṣāṭavī

A special area is ear marked in Tirunarayanapuram to form a mini forest with 1000 trees planted in it. Each of these trees will depict each year after Svāmi Rāmānujā's birth and also provide a unique tourist attraction and eco balance. A 'mandapam' will be built in the middle of this forest.

5. sahasra vigraha

In Tirunarayanapuram Svāmi Rāmānujā is affectionately called Yatirāja Sampath Kumarar. Every Śrīvaiṣṇava in Tirunarayanapuram has Yatiraja Sampath Kumarar in their heart and residence. It is intended to spread the arcā vigraham of Svāmi Rāmānujā to the houses of at least 1000 Śrīvaiṣṇavas. 1000 arcā vigrahams (idols) are prepared and will be distributed to one and all who accept Svāmi Rāmānujā as their ultimate savior.

6. sahasra pārāyaṇa goṣṭhī

The essence Śrīvaiṣṇavam is unconditional surrender to the Supreme Lord. He and He alone is the means and achievement. This unconditional surrender or "saranagaty" is truly amplified by Svāmi Rāmānujā in three of his greatest works namely, Saranagaty Gadyam, Śrīranga Gadyam and Vaikunta Gadyam. These three gadyams (prose) are the divine conversation between the Supreme Lord Ranganata and Svāmi Rāmānujā. Every Śrīvaiṣṇava should be able to recite them from their heart and adhere to the principles of saranagaty. "Rāmānujā Nootrandadhi" is a collection of 108 Tamil songs glorifying Svāmi Rāmānujā. This is known as "Prapanna Gayatri" meaning the "gayatri" to be chanted daily by a prapanna or one who has surrendered to the Supreme Lord. In this regard a program is initiated to teach Gadya Trayam and Rāmānujā Nootrandhadi to all those who are interested. This will be taught in the traditional santhai format (rote system). Upon completion the student will be able to recite them with absolute ease and confidence. Every month on Tiruvatirai day those who are learning the santhai are welcome to visit Tirunarayanapuram and practice with the scholars.

7. sahsra yojana vijaya yātrā

During his life time Svāmi Rāmānujā tirelessly travelled all over the continent for the propagation of Śrīvaiṣṇava Sampradayam and to inculcate true Bhakti and servitude in the hearts of simple folk. In mark of this great effort, a vijaya yātrā (victory march) is planned from the year 2014-15 and 2016-17. An idol of Svāmi Rāmānujā will be travelling across the country starting from Tirunarayanapuram and this "travel" will visit countless villages and remote parts of the country to spread the teachings and message of Svāmi Rāmānujā.

8. Tirunarayanapuram Vruddhi

Ramanujacharya is not only know for his works and Srivaishnavism, he is known across the world for his social reforms. When he first visited Thondannur, he observed the ladies in the town fetching water from far away places and he insisted the kind Bittideva to build Tondannur lake. The present Tondannur lake is developed by the guidance of Swamy Ramanuja.  There are many ponds and kalyani in Tirunarayanapuram (Melkote). All these were the dream project of Swamy Ramanuja and built in his guidance in 11^th century. To show our tribute his social concerns decided to include below projects as part of Sahasramanotsava.

Converting Tirunarayanapuram to Green Gram – moving to Solar energy

Improve the existing school

Improve the existing Veda, Divyaprabanda, Agama pathashala – at present sponsored by Ramanuja Jeeyar from Srivalliputur

Moving to Solar Energy: Benefits:

Green Grama – less utilization of conventional energy

Sustainable energy

Reduces carbon footprint

Conserves natural resources

Energy indepedence

Reduces power bills over a period of time

Tirunarayanapuram will gain worldwide recognition

Moving to Solar Energy - Products:

Solar Street Lights

Solar for home

Solar water heaters

Solar for water pumping

Solar fencing system for agricultural land

Funding – Donations

Each of these projects demand great effort, dedication and involvement from one and all. We invite everyone far and near to come forward and contribute in as much capacity as they can.

Srinithya Krishnan Nadadur has contributed 4 acres of land for Ramanuja Dham project

Vedavalli has contributed 30 lacs for Navagrantha Dwara project

Each of you can donate Rs. 100 a month upto 2017 for 4 years

You can contribute to one of the project or part of the project

Contact Information:

Anandalwar, Melkote: 9448742259

Website: www.sriramanuja1000.org

 

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Pallavotsavam, Melkote

Dear friends,
We had been to melkote in the month of May where we had a chance of witnessing the pallava utsavam. Unlike kanchi they do this festivel without sthalapuranam.They recite Thiruvaimozhi 1000 and sangeetham i.e vaipattu etc during this utsavam.Daily thirumanjanam to selvapillai and udayavar at udayavar sannidhi.A special homam also done here and yagasalai is performed.

Brahmotsavam - Vairamudi, Melkote

Melkote is one of the religious place for all the Sri Vaishnavas. Vairamudi Brahmotsavam is performed in the month of Panguni usually comes in between Mar 15 - Apr 15.
There is a float festival which is a part of Vyramudi Seva and it has several names. Teppa Utsava, float festival. Teppa Jatra etc.. This festival of Barge as it also called is held in Dhara Mantap in Kalyani lake. The celestial wedding of Cheluvaraya with Cheluvanayaki takes place in the sylvan surroundings with trees plants and water witnessing the event. It is a feast to the eyes. On the 4th day of the Carnival coinciding with the Pushya star Cheluvaraya wears the Vyramudi. It is a glittering crown studded with diamonds and precious gems. This crown is carried to Melkote with full honors from the government treasury at Mandya.. The deity wears the crown and visits all the places in Melkote amidst chanting of scriptures by the Vedic pundits. Similar to this there is another festival called Krishnarayamudi Utsava. The kings of Mysore were ardent devotees of Cheluvaraya and rendered services to the temple. Mummadi Krishnaraja Wodeyar gifted a crown to similar to that of Vyramudi to the deity. Studded with precious gems and priceless diamonds the deity wears the crown gifted by the Mysore king on Ashada month . this festival is called Krishnarajamudi. The deities have blessed their devotees and let us read about the divine intervention. Long ago Sucharita the temple priest had to go out of town and asked his son Narayana to perform the duties of a priest. Thus the child Narayana offered rice as neiveidhyam to the God and begged to partake the food,. He was perturbed that God did not take even a morsel of food. The innocent boy pleaded with the God. The almighty known for his benevolence did not disappoint the child and accepted the offering . Narayana told his mother about the incident and his mother was shocked beyond words. She became furious as she thought that he was bluffing. She ordered him to go around the streets for alms .Cheluvanayaki moved at the boys devotion gave him alms personally . She gifted him precious gems and diamonds when he went around the streets. Thus his family became prosperous by Gods blessings..

Voxant News room

Small story on Management Lesson

A new vacuum cleaner salesman knocked on the door on the first house of the street. A tall lady answered the door. Before she could speak, the enthusiastic salesman barged into the living room and opened a big black plastic bag and poured all the cow droppings onto the carpet. "Madam, if I could not clean this up with the use of this new powerful Vacuum cleaner, I will EAT all this s**t!" exclaimed the eager salesman. "Do you need chilly sauce or ketchup with that" asked the lady. The bewildered salesman asked, "Why, madam?" "There's no electricity in the house..." said the lady MORAL: Gather all resources before working on any project and committing to the client...!!!

The Four Levels of Training Evaluation

The Four Levels of Training Evaluation
Perhaps the best known training methodology is Kirkpatrick's Four Level Evaluation Model (1994) of reacton, learning, performance, and impact. The chart below shows how the evaluation process fits together:
Level One - Reaction
As the word implies, evaluation at this level measures how the learners react to the training. This level is often measured with attitude questionnaires that are passed out after most training classes. This level measures one thing: the learner's perception (reaction) of the course.
Learners are keenly aware of what they need to know to accomplish a task. If the training program fails to satisfy their needs, a determination should be made as to whether it's the fault of the program design or delivery.
This level is not indicative of the training's performance potential as it does not measure what new skills the learners have acquired or what they have learned that will transfer back to the working environment. This has caused some evaluators to down play its value. However, the interest, attention and motivation of the participants are critical to the success of any training program. People learn better when they react positively to the learning environment.
When a learning package is first presented, rather it be e-learning, classroom training, CBT, etc., the learner has to make a decision as to whether he or she will pay attention to it. If the goal or task is judged as important and doable, then the learner is normally motivated to engage in it (Markus & Ruvulo, 1990). However, if the task is presented as low-relevance or there is a low probability of success, then a negative effect is generated and motivation for task engagement is low.
This differs somewhat from Kirkpatrick. He writes, "Reaction may best be considered as how well the trainees liked a particular training program" (1996). However, the less relevance the learning package is to a learner, then the more effort that has to be put into the design and presentation of the learning package. That is, if it is not relevant to the learner, then the learning package has to "hook" the learner through slick design, humor, games, etc. This is not to say that design, humor, or games are not important. However, their use in a learning package should be to promote the "learning process," not to promote the "learning package" itself. And if a learning package is built of sound design, then it should be help the learners to fix a performance gap. Hence, they should be motivated to learn! If not, something went dreadfully wrong during the planning and building processes! So if you find yourself having to hook the learners through slick design, then you probably need to reevaluate the purpose of the learning program.
For more information on reaction, see Self-System.
Level Two - Learning
This is the extent to which participants change attitudes, improve knowledge, and increase skill as a result of attending the program. It addresses the question: Did the participants learn anything? The learning evaluation require post-testing to ascertain what skills were learned during the training. In addition, the post-testing is only valid when combined with pre-testing, so that you can differentiate between what they already knew prior to training and what they actually learned during the training program.
Measuring the learning that takes place in a training program is important in order to validate the learning objectives. Evaluating the learning that has taken place typically focuses on such questions as:
What knowledge was acquired?
What skills were developed or enhanced?
What attitudes were changed?
Learner assessments are created to allow a judgment to be made about the learner's capability for performance. There are two parts to this process: the gathering of information or evidence (testing the learner) and the judging of the information (what does the data represent?). This assessment should not be confused with evaluation. Assessment is about the progress and achievements of the individual learners, while evaluation is about the learning program as a whole (Tovey, 1997, p. 88).
Evaluation in this process comes through the learner assessment that was built in the design phase. Note that the assessment instrument normally has more benefits to the designer than to the learner. Why? For the designer, the building of the assessment helps to define what the learning must produce. For the learner, assessments are statistical instruments that normally poorly correlate with the realities of performance on the job and they rate learners low on the "assumed" correlatives of the job requirements (Gilbert, 1998). Thus, the next level is the preferred method of assuring that the learning transfers to the job, but sadly, it is quite rarely performed.
Level Three - Performance (behavior)
In Kirkpatrick's original four-levels of evaluation, he names this level "behavior." However, behavior is the action that is performed, while the final results of the behavior is the performance. Gilbert said that performance has two aspects -- behavior being the means and its consequence being the end (1998). If we were only worried about the behavioral aspect, then this could be done in the training environment. However, the consequence of the behavior (performance) is what we are really after -- can the learner now perform in the working environment?
This evaluation involves testing the students capabilities to perform learned skills while on the job, rather than in the classroom. Level three evaluations can be performed formally (testing) or informally (observation). It determines if the correct performance is now occurring by answering the question, "Do people use their newly acquired learnings on the job?"
It is important to measure performance because the primary purpose of training is to improve results by having the students learn new skills and knowledge and then actually applying them to the job. Learning new skills and knowledge is no good to an organization unless the participants actually use them in their work activities. Since level three measurements must take place after the learners have returned to their jobs, the actual Level three measurements will typically involve someone closely involved with the learner, such as a supervisor.
Although it takes a greater effort to collect this data than it does to collect data during training, its value is important to the training department and organization as the data provides insight into the transfer of learning from the classroom to the work environment and the barriers encountered when attempting to implement the new techniques learned in the program.
Level Four - Results
This is the final results that occur. It measures the training program's effectiveness, that is, "What impact has the training achieved?" These impacts can include such items as monetary, efficiency, moral, teamwork, etc.
While it is often difficult to isolate the results of a training program, it is usually possible to link training contributions to organizational improvements. Collecting, organizing and analyzing level four information can be difficult, time-consuming and more costly than the other three levels, but the results are often quite worthwhile when viewed in the full context of its value to the organization.
As we move from level one to level four, the evaluation process becomes more difficult and time-consuming, however,it provides information that is of increasingly significant value. Perhaps the most frequently type of measurement is Level one because it is the easiest to measure. However, it provides the least valuable data. Measuring results that affect the organization is considerably more difficult, thus it is conducted less frequently, yet it yields the most valuable information.
Each evaluation level should be used to provide a cross set of data for measuring training program.
The first three-levels of Kirkpatrick's evaluation -- Reaction, Learning, and Performance are largely "soft" measurements, however decision-makers who approve such training programs, prefer results (returns or impacts). That does not mean the first three are useless, indeed, their use is in tracking problems within the learning package:
Reaction informs you how relevant the training is to the work the learners perform (it measures how well the training requirement analysis processes worked).
Learning informs you to the degree of relevance that the training package worked to transfer KSAs from the training material to the learners ( it measures how well the design and development processes worked).
The performance level informs you of the degree that the learning can actually be applied to the learner's job ( it measures how well the performance analysis process worked).
Impact informs you of the "return" the organization receives from the training. Decision-makers prefer this harder "result," although not necessarily in dollars and cents. For example, a recent study of financial and information technology executives found that they consider both hard and soft "returns" when it comes to customer-centris technologies, but give more weight to non-financial metrics (soft), such as customer satisfaction and loyalty (Hayes, 2003).
Note the difference in "information" and "returns." That is, the first three-levels give you "information" for improving the learning package. While the fourth-level gives you "impacts." A hard result is generally given in dollars and cents, while soft results are more informational in nature, but instead of evaluating how well the training worked, it evaluates the impact that training has upon the organization. There are exceptions. For example, if the organizational vision is to provide learning opportunities (perhaps to increase retention), then a level-two or level-three evaluation could be used to provide a soft return.
This final measurement of the training program might be met with a more "balanced" approach or a "balanced scorecard" (Kaplan & Norton, 2001), which looks at the impact or return from four perspectives:
Financial: A measurement, such as an ROI, that shows a monetary return, or the impact itself, such as how the output is affected. Financial can be either soft or hard results.
Customer: Improving an area in which the organization differentiates itself from competitors to attract, retain, and deepen relationships with its targeted customers.
Internal: Achieve excellence by improving such processes as supply-chain management, production process, or support process.
Innovation and Learning: Ensuring the learning package supports a climate for organizational change, innovation, and the growth of individuals.

How to succeed with way less stress - Putting abundance to work

In 2003, we decided to arrange our first business conference about Happines At Work. There were six of us working on it and none of us had ever arranged any conferences before. And we sure had our work cut out for us; we needed to find speakers, arrange a venue, get press attention, get a website, arrange catering, setup 15 workshops at the conference and, not least, sell a lot of tickets.
This was in the early days of the company and the question was: Could a group of people with no experience working on a shoestring budget put together a great, successful, innovative conference on an untested theme for a critical business audience?
Our basic approach to the whole project was "Sure it's impossible. Let's do it anyway." We totally believed that we could do it. And here's the fantastic thing: Everything just fell into place. We couldn't believe our luck. We needed a website - I ran into Niels Hartvig who makes the excellent web platform Umbraco, and he offered to host it for free. We needed a great design - and Niels knew an amazingly talented designer who did it for free. We needed some press attention - and just when I was about to call some journalists a woman walked up to my desk and said "Hi, I'm a journalist, and I'd really like to do a story about you".
It went on and on like that - everything we needed fell into place so easily, it almost got scary at one point. And this happened at least in part because we believed that it would be easy.
Oh - and when we had the conference it was a huge hit. People called it the best conference they'd ever been to!
In this post, I want to talk about one of the most fundamental ways to happiness, which is to cultivate an abundance mentality.
Some people argue, that businesses are only interested in those resources that are scarce. An abundant resource has no built-in economy - it can't be bought or sold because it's freely available to anyone. Air is a good example. Since business is at heart an economic venture, this means that business thinking is skewed towards scarcity from the outset and that which is abundant is ignored or downplayed.
But this scarcity mentality has a serious drawback. If your world view is that all the things you need to grow and prosper are scarce, hard to come by and something you must fight for, then the world becomes a very hard place to live in.
This world view means that we tend to meet others as enemies (or at the very least competitors). It means living in a constant state of worry that you might lose what you have, and not be able to get it back. It also means that every new project becomes a battle against the forces out there that want the same resources that you need to succeed.
But maybe the world isn't like that. What if everything you need to succeed is abundantly available to you? What if you lived in a world that is more like a greenhouse with a nurturing environment for growth and less like an arid desert? What if people around you were actively trying to help you, not fighting you every step of the way?
That is abundance mentality, and it's a key to both peace of mind and a great tool for getting great results in the business world.
Here are some examples of the difference between abundance and scarcity mindsets:
Scarcity
Abundance
It's every man for himself
We can work together
I never have time
I take time for the things that matter
Mistakes are disasters
I can recover and learn from mistakes
Ideas are hard to come by and must be kept secret
I can always have a great idea
Our company is lacking
Our company has everything it needs to succeed
Look at all the resources we need
Look at all the resources we have
The market is full of threats
The market is full of opportunities
People are out to get me
People are out to help me
So which is it? Is the world a nice, soft, inviting, cuddly place, ready to boost you to success in whatever venture you choose? Or is it a cold, hard, dog-eat-dog competitive place, in which only the strongest and the toughest survive?
Here's the truth: It is whatever you think it is. Your approach determines the truth.
If you treat everyone around you like they're out to get you, they most likely will be. If you go into a project treating it like a never-ending struggle for scarce resources that you must fight everyone else for, well guess what - it probably will turn out that way.
But if you trust people to be nice and help. If you yourself are nice and help others. If you trust that there is enough success to go around. If you believe that others don't need to fail in order for you to succeed. Then you will make that the truth. There's nothing mystical or strange in this.
It's simply a matter of other people reacting to your choices and actions. When you believe that the world is a nice place, you're open and relaxed which means you're more likely to notice and take advantage of any new contacts, lucky breaks or serendipitous events that come along. You're also more fun to be around, which means that you meet more nice people and that people want to help you.
Think about the things you truly need to succeed and be happy at work. Good relationships. Good ideas. Motivation. Support. Learning. Curiosity. A great network of cool people. None of these need to be scarce resources. Treat them as abundant, and they will be.
Will it work every time and make everything you need magically appear? Of course not - once in a while you will get burned, but so will the people who use scarcity as their mental model. And when you believe in abundance, at the very least you are more open, more positive, more relaxed and happier. And that ain't too bad, is it?
What's your take? What do you believe about the business world? How have you applied an abundance mentality in your work? Write a comment, I'd really like to know!



Source : HIRE STRATEGY

Stories that Coach: Do you need help?

I was parked in front of the mall wiping off my car. I had just come from the car wash and was waiting for my wife to get out of work. Coming my way from across the parking lot was what society would consider a bum.From the looks of him, he had no car, no home, no clean clothes, and no money. There are times when you feel generous but there are other times that you just don't want to be bothered. This was one of those "don't want to be bothered times."
"I hope he doesn't ask me for any money," I thought. He didn't.
He came and sat on the curb in front of the bus stop but he didn't look like he could have enough money to even ride the bus. After a few minutes he spoke.."That's a very pretty car"
He was ragged but he had an air of dignity around him. His scraggly blond beard keep more than his face warm.I said, "thanks," and continued wiping off my car.
He sat there quietly as I worked. The expected plea for money never came.
As the silence between us widened something inside said, "ask him if he needs any help." I was sure that he would say "yes" but I held true to the inner voice.
"Do you need any help?" I asked. I expected nothing but an outstretched grimy hand. Instead he spoke the three words that shook me out of my world..
"Don't we all?"
I was almost thrown out of my 'high and mighty-successful and important-above a bum' attitude that very moment, as those three words hit me like a twelve gauge shotgun.
Don't we all?
I needed help. Maybe not for bus fare or a place to sleep, but I needed help. I reached in my wallet and gave him not only enough for bus fare, but enough to get a warm meal and shelter for the day. Those three little words still ring true. No matter how much you have, no matter how much you have accomplished, you need help too. No matter how little you have, no matter how loaded you are with problems, even without money or a place to sleep, you can give help.
Even if it's just a compliment, a different perspective on life, a glimpse at something beautiful, a respite from daily chaos—you CAN give that…

Match Training Options with IT Certifications

Match Training Options with IT Certifications
It is important to the career development of an IT tech to have proper certification. It is getting more important everyday as the IT field continues to grow. Computer based training is not something that is optional any longer. So, the question is no longer if you should pursue it or not, but rather where can you get it. There are several options.
It does not come as a surprise that IT training is available on the internet. There are quite a few sites offering computer based training, and preparations for Certification training. Online training, or distance training as it is often called, is a viable option in many different circumstances. Not everyone is in a position to abandon their jobs and take time off to attend onsite type of training. The major advantage of distance training is that you can work at your own pace. What is important is your own personal learning profile. Some people learn better in a hands on environment with the guidance of a trainer. Other people thrive on independent study and have the self discipline to make their own schedule and to adhere to it.
Onsite training is another option, and for many people it works better. Classes that use computer training videos and study guides can make the learning less stressful, and questions and confusion can be cleared up quickly. Many of the onsite learning centers are equipped with the most up to the date computers and software. Some of the software is designed specifically for training and troubleshooting. Many students benefit from this opportunity. Of course, onsite training involves being in a class at a certain time, as well as travel back and forth from the training site. The expense is usually much greater, and the loss time from work for training could create hardship.
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For some students a balance of onsite and online training works best, and helps control the expense to some degree. Many employers are not supporting certification training to the point of paying for the classes and expenses, and allowing attendance during normal working hours. There are many options to get Certification training and to add IT certificates to your resume. Each of them should be carefully studied, and the proper match found to complete this important training. The best source of information for your training options is the internet. Most sites that offer training give very complete and accurate information on the options that they offer.
Natalie Aranda writes about computers. It is important to the career development of an IT tech to have proper certification. It is getting more important everyday as the IT field continues to grow. Computer based training is not something that is optional any longer. So, the question is no longer if you should pursue it or not, but rather where can you get it. There are several options for CBT