A STUDY ON WORK EFFICIENCY AMONG EMPLOYEES OF REGIONAL TRANSPORT OFFICES IN TAMILNADU STATE SYNOPSIS Regional Transport offices are

ever busy and giving yeomen services to the public round the year. Every day variety of members forming the different dimensions of the whole spectrum of stake holders Who Knock the doors of Regional Transport offices. Like any other organization these offices are also can March ahead for development with respect to changes that are happening with leaps and bounds. The organizational development tradition is a practitioner-driven intervention-oriented approach to effecting organizational change via individual change, with view to increasing effectiveness. It has to be planned within a problem-solving model, places a heavy accent on survey-based problem diagnosis and subordinates people to a vision of the future. Commitmentbased strategies of effecting change assume that the impetus for change must come from the bottom up, whilst compliance-based strategies involve the creation of behavioral imperatives for change. Various employee involvement strategies are to be reviewed, but there is little evidence for their effectiveness either as a means of securing commitment or enhanced performance, or as a means of leverage for change. Culture is assumed to be the primary vehicle for change within the tradition, although the relationship between culture and the change process is ill understood. Finally, the assumptions underpinning team development, and its implementation, are critically examined. Hence it is planned to do a research to find out the ways and means to upgrade the potentiality of the employees of Regional Transport offices in Tamilnadu by the way of hoe effectively the management of time, stress, anger, assertiveness, negotiation, leadership and in inter personal management skills. Through the whole gamut is a vast area of study, a sincere attempt will be made thorough this research , in which mainly the primary data on self assessment coupled with the available secondary data on employees performance appraisals are expected to fulfill the research need.

People respond to their map of reality and not to reality itself. We operate and communicate from those maps. Human behavior is purposeful though we are not always conscious of what purpose is. All behavior has a positive intention. Our behavior is always trying to achieve something valuable for us. Give them a better choice in their map and they will take it. People work perfectly. No one is wrong and nothing is broken. It is a matter of finding out how they/it functions so that it can effectively be changed to something more constructive and desirable. The meaning of a communication is the response we get. This may be different from that we intend. There are no failures in communication, only responses and feedback. Every experience can be used. If we are not getting the result we want, do something different. We already have all the resources we need or we can create them. There are no un-resourceful people only un-resourceful states. The soul aim of this research study will be to have a Modeling of successful performance which will lead to excellence. If one person can do something, it is possible to model it and teach it to others and the purpose of organizational effectiveness will be thereby achieved. ******************************