The cons of the Indian education system

There was an interesting discussion on CNBC TV recently about whether the education system in India is better than the US. We have covered the pros of the Indian education system in the previous article. Now, we will discuss its cons or areas for improvement.

Improvement areas

Most of the students in India are in technical colleges and universities without their interest and passion for the subject. The result is — inefficient and dissatisfied employees. India has a literacy rate of 66%, and the budget of the Indian education system is almost Rs.1 lakh crore (US$17 billion). The Indian educational system is also considered one of the oldest in the world. Nalanda University, founded in the 5th century AD. C., it was the first university to be established anywhere in the world. Currently, the Indian educational system offers the world the best technocrats, educators and entrepreneurs.


There are about 3,400 engineering colleges in India, which are approved by AICTE, the Indian regulatory body. The total vacancies available in these universities is more than 1.1 million. Of these engineering colleges, 65% are located in South India and 35% in North India. Similarly, there are about 350 medical schools that offer MBBS degree courses. Of these 350 universities, 160 are government universities and the rest are private. The total number of places available in these courses is around 65,000. Therefore, engineering, medicine, education, science, law and administration are the most sought after careers in India.

Basic system flaws.

In a random survey, it was found that most boys were interested in a career in engineering, while most girls wanted to become doctors after graduating at 10+2. It was also found that for most Indian students, parents strongly influence their choice of career. Young students are discouraged from pursuing their chosen professions. Most Indians feel that the current Indian educational system was gifted to them by the British, and their aim was to produce more and more skilled servants for the British Empire.

It is a well known fact that the Indian education system is seriously flawed. There is a serious lack of functional literacy. The lack of room for creativity is another serious flaw. Most curricula are based on textbook knowledge with little focus on the field. So it’s more about academics without serious practical exposure. There are disparities in various streams. Vocational streams are always looked down upon in the Indian education system and there are only three or four career options available to everyone. If you want to pursue a career of your choice, you will have to rebel against your parents and society.

Ancient and traditional methods.

The Indian education system is still struggling with the chalk and talk style of teaching. Multimedia, technology and computers are not fully integrated into the educational system. Another serious flaw in the system is the lack of world-class research facilities. If you don’t follow outdated curriculum and research, you’re out of the system. This system also encourages private teaching, due to the strong emphasis on book knowledge and this despite the fact that students spend around 7-8 hours studying in schools. It increases the tendency to hoard theory and discourages creativity and curiosity.

Lack of creativity

Most students are force-fed theoretical knowledge. But, when we look at the most successful people in the world, these were the people who followed their passion at a young age. IITs are considered to be the most reputable technical schools in India, but unfortunately people go there as part of a price race and for a better financial future rather than a “real technical search”. Even the best minds in India don’t have a plan for the future!


The first step in improving the Indian education system is to integrate technology as it is considered the best way to deliver education today. Teachers must be trained to use technology in the classroom. Efficient counseling needs to happen at the high school level, so that students can make the right decision about their careers. They must be presented with all the options and flows that are available to them. The hands-on approach must be brought into the classroom as Prof. Walter Lewin says it was done at MIT, while teaching physics, to produce world-class students. Sports and extracurricular activities should also be encouraged at the school level. Parents must stop the tendency to impose a career on their children. Rather, students should be left to decide which career they want to pursue.

Jewish contribution to Doo-Wop

What made the Jewish contribution unique in the development of the 1950s vocal group sound and of rock and roll in general was the ability to extract and internalize the African-American experience and make their music mainstream. The Jewish contribution to doo-wop lies primarily in the area of ​​songwriting and the corporate music business in general. Unlike their musical counterparts, the Italians and Puerto Ricans, who were primarily singers; The Jewish contribution took on the complex ethnic-racial mix of fusing a new sound.

The fundamental Jewish contribution to the image of the rhythm and blues vocal group lies in the production, songwriting, and development of the vocal harmony group scene. Cahill writes, “Without the Jews, we would see the world through different eyes, listen with different ears, even feel with different sentiments.”

The admiration and promotion of black talent is underestimated. Pruter writes, “Vocal harmony groups have always constituted one of the richest traditions in black music, an art form as deeply rooted as jazz, blues, or gospel.” two

However, when one takes a cursory look at record labels during the beginning and development of rock and roll, particularly the vocal group harmony landscape, one can see that most of the acts, record labels, and songs written during that time period (1945-1965)) had a Jewish connection.

The most recognizable groups and labels hailed from the three major epic hubs that produced the vocal group street corner sound: New York, Chicago, and Los Angeles. It was in these cities that the new art form became known and eventually the onomatopoeic term we use today, doo-wop, emerged. Although the term doo-wop emerged in the late 1960s and early 1970s, the term used here in this essay defines the harmony style of an R&B vocal group. Jewish entrepreneurs who introduced black talent and promoted the new sound founded many of the major record labels during the height of the 1950s vocal group era.

The sound of doo-wop in general invoked a traditional cultural worldview that became the hallmark of black culture at the time. Songs voiced by black groups reflected the cultural innocence and coming of age that appealed to youth in urban communities. The lyrics and musical harmony style appealed to white, slightly middle-class urban sentiments, while at the same time keeping their music within the perimeter of the black community.

A considerable number of Jewish businessmen had a massive impact on the development of the rhythm and blues vocal group sound and of rhythm and blues in general. Jewish entrepreneurs impacted the sound of the nascent vocal group of the 1950s in a dynamic way. One such person is Herman Lubinsky, (Savoy Records) grandfather of famous PBS doo-wop host TJ Lubinsky. Lubinsky produced and recorded Little Anthony and the Imperials, Debutantes, Carnations, Jive Bombers, Falcons and the Robins. Lubinsky’s path to the music business paved the way for unnoticed and unregistered groups to seek musical stardom through the newly emerging street corner sound.

The Branun family that owned Deluxe Records had a host of solid talent at their disposal. Some of his best acts included: Federals, Otis Williams and the Charms, Serenades and the Quails with Bill Robinson. All of these acts were funneled into venues like the Apollo Theater in Harlem, the Olympia Arena in Detroit, and Alan Freed shows.

The team of Jerry Leiber and Mike Stroller, the team of Leiber and Stroller made a multitude of hits for a large number of artists. As a team, they were able to overcome the barriers of racism in the music industry and bring black talent to light with their musical compositions.

Alan Freed, the king of DJs, who broke the color barrier by introducing black vocal groups to audiences on radio, film and television and set the stage for future DJs. His influence, and his introduction to rock and roll, and vocal groups in particular, provided a cultural climate in which white youth could hear and experience the evolution of the new modus operandi that was beginning to shape the musical culture of the Americans. youths.

Chess Records, Chicago’s leading record company, founded by Leonard and Phil Chess, became the quintessential record label of the 1950s, producing not only groups like the Flamingos and Moonglows, but also great artists like Bo Diddley, Aretha Franklin and Chuck Berry.

Ultimately, record producer and songwriter Phil Spector developed the concept of “Wall Of Sound”, which still stands as a monument to pop music. All of these individuals contributed to the overall R&B sound and harmony of the vocal group. In the end, the Jewish contribution to rock and roll and the doo-wop sound is an act of love. Without your contribution, we would be like a ship at sea without a rudder.

1. The Gifts of the Jews: How a Tribe of Desert Nomads Changed the Way Everyone Thinks and Feels

Thomas Cahill, Nam A. Talese- Doubleday- Page 3

2. Doo Wop The Chicago Scene

Robert Pruter, University of Illinois Press-Pg. xxxx

© 2007 All rights reserved

Abraham J. Santiago is co-author with Steven J. Dunham of the popular book Acappella Street Corner Vocal Groups: A Brief History And Discography Of 1960s Singing Groups

Why small government is better

I have written extensively about what I see as the greatest need in America today: revamping limited government. Why? Because the strength and prosperity of free people all over the world depend on the limited government of the USA. The more the government grows, the more the economy shrinks, taking with it the freedom, prosperity and strength of all free nations.

As we have seen dramatically on the global economic stage in recent years, big government socialism does not work. Iconic former UK Prime Minister Maggie Thatcher once noted that the problem with socialism is that you eventually run out of other people’s money. Unfortunately, for the last twenty years (with great acceleration in the last three), the US federal government has been operating as if that were not the case…when they know that Maggie was right.

As Europe consolidated and its member nations accelerated the growth of their big-government socialist states, they set their feet on a path of inevitable disaster. Struggling economies in places like Greece and Spain, thinking their losses would be covered by the European Central Bank and the union’s strongest economies, spent heavily on benefits and squandering “green jobs.” Sounds familiar? The collapse of those economies, and the accompanying street violence, should be dramatic teachable moments that drive home the lesson of the venerable Mrs. Thatcher.

George W. Bush was heavily criticized for racking up more US government debt than all previous presidents combined. Yet Barack Obama has left him in the dust, debt-wise, making Bush just another president in a long line of previous presidents, all of whom together failed to handle the huge spending spree that has characterized the administration. of Obama.

And how has that worked? The US economy is now on life support and can no longer effectively bail out socialist governments abroad. As the United States falls deeper and deeper into the trap of its own creation and begins to “print” more and more money to pretend to cover its (and the world’s) deficits, the problems will only accelerate. Experts say a global crisis is looming and things will get a lot worse before they get better. If you haven’t already taken steps to protect your income and wealth (start a business, invest in precious metals, learn about the global conspiracy against private wealth), now is the time.

Now is also the time, urgently, to renew limited government in America. The nation’s founders would have been appalled by the unbridled growth of the federal government after more than a century of “progressive” statism. As Maggie Thatcher’s contemporary Ronald Reagan said, government is not the solution to our problem: government IS the problem. The good news is that we will eventually find our way back to strength and prosperity, but that will only happen after we do the only thing that will really grow the economy: shrink government.

Limit legislators to finite deadlines and concise bills that require them to debate and vote every fifty or more pages. Limit the amount of money the government can tax out of the economy, the amount it can spend, and the amount it can borrow…link those limits to the growth and strength of the private sector. Limit bureaucracies in terms of how many government workers they can hire and how many pages of regulation they can enact to anchor the economy.

Even in what I call the semi-private sector, where institutions have grown to do government bidding without running for election, limits are needed. Limit Lawyers: No more ridiculous big money punitive damages settlements. Limit unions: link to their companies’ profit margin the amount of money they can raise, and the amount they can use to “buy” politicians and legislation. Limit the academic “statist factory”: have professors reapply for tenure every five or six years. And limit the Federal Reserve: audit this non-federal non-reserve, often, and force it to peg the currency once again to precious metals so that inflation doesn’t bankrupt the nation.

The Founders believed that the best government is the one that governs the least… and they were right. Small government is better than big government…because only when power truly rests with free people is strength and prosperity truly possible. “Wealth”, in a socialist or collectivist society, is consolidated in the hands of the powerful central government. Any wealth left to private citizenship is always an illusion.

The smaller the government, the bigger the economy

by Michael D. Hume, M.S.

How to Become a Paralegal in California

If you just graduated from college and are thinking of eventually attending law school, you’ve probably considered becoming a paralegal or paralegal* at some point. After all, what better way to experience life in a law firm and the work of being a lawyer than working as a paralegal? So how does one become a paralegal in California?

California has a voluntary certification system, which means that it is up to the individual to get certified or not. Although there are no licensing, registration, or certification requirements per se in California, unlike attorneys, physicians, or other regulated professions, under California law enacted in 2000 paralegals must have one of the following:

  • a BA or BS college degree, Y one full year of law-related work experience under the supervision of a licensed attorney who has been a member of the State Bar of California for at least the previous three years Y you have signed a written statement that the candidate is qualified to perform paralegal duties;
  • certificate of completion of a paralegal program at, or a degree from, a postsecondary institution that requires successful completion of a minimum of 24 semester units or equivalent in law-related courses
  • paralegal certificate obtained through an ABA-approved paralegal study program or from an accredited college or university

What the above means is that if you are fresh out of college and want to start working as a paralegal, unlike the lowest paid paralegal, you do indeed need to get a certificate of some kind. There are several ways to obtain this paralegal certificate. While it is not absolutely necessary to have such a certification or degree, for example, if you already qualify as a paralegal under CA law because you have worked for years at a law firm, or if you are starting out as a paralegal, having it certainly makes you more competitive, especially with larger law firms, or if the job market for paralegals is tight. In fact, perusing Craigslist’s recent legal jobs section for the San Francisco Bay Area, one can see that several job postings require or indicate a preference for paralegal certification.

The most common and convenient way to get certified is through a paralegal certification program at an online university. Do a quick internet search and you’ll see several online institutions offering certifications, AA degrees, bachelor’s degrees, and even master’s degrees. While each online program has its own requirements, they all basically boil down to this: they give you the flexibility to take the classes online, download the course material and homework, and take the exams online, all from the comfort and convenience from your home. at your own pace. Since most aspiring paralegals (or paralegals trying to get certified) work full-time during the day, the convenience and flexibility offered by online institutions can’t be matched.

Looking at the course catalog of these online institutions, one sees several courses devoted to legal research and writing and topics such as Landlord and Tenant Law, Corporate Securities, Wills and Probate, with an emphasis on the paralegal’s role in the fields. respective.

Another path to work as a paralegal without the commitment of time and resources of enrolling in an online program or going to a community college for the certification program is to start as a paralegal and work for at least a year under the supervision of a paralegal. licensed attorney. , thus meeting the requirement under CA law. For those who don’t have time to enroll in online programs or take classes at local community colleges to earn their certification or degree, your last resort is to work your way to becoming a paralegal by starting out as a paralegal. However, there are drawbacks to this approach. First, the year you spend as a “trainee” or “paralegal in training” can be put to better use by earning your paralegal certification or title. Once you have the certification or degree, you instantly become more qualified, perhaps even more so than a paralegal with a year of experience under their belt. Second, if you leave your firm as a paralegal in the middle of the year, it’s not clear in the current statute, AB 1761, whether you can get “partial credit” if you worked half a year at one firm and then half a year at another firm. .

Finally, like many other professions, the paralegal profession has continuing legal education (CLE) requirements. Every two years, any person working as a paralegal must certify that they have completed 1) 4 hours of mandatory continuing legal education in legal ethics and 2) four hours of mandatory continuing legal education in general law or in a specialized area. Of law. The purpose of CLE is to ensure that a paralegal is trained and knowledgeable about the latest developments in the law, as well as regularly updated on the principle of ethics.

So here is, in a nutshell, what it takes to become a paralegal.

*In California, the terms “paralegal”, “legal assistant” or even “case clerk” may be used interchangeably by the legal community, and the functions of the 3 job categories may overlap, depending on the business or organization. Be sure to check with the bar association or competent authority for paralegals (if any) in the state in which you are interested in practicing before acting or working as a paralegal.

Workplace Retaliation After Reporting Unfair Wages

Many people, especially those in the service industry, are victims of unfair wage practices. Federal law requires that all workers be paid at least the minimum wage and not be required to work more than 40 hours per week without overtime pay. Unfortunately, employees often don’t report unfair wages for fear of retaliation from their employers. However, retaliation itself is also illegal under federal labor laws.

Federal Wage and Hour Requirements

The Fair Labor Standards Act requires that employees be paid fairly for the work they perform. The Law establishes that:

  • Employees must be paid at least the federal minimum wage. The current rate is $7.25 an hour. (If your state has a higher state minimum wage, your employer must offer you that wage instead of the lower federal minimum wage.)
  • Employees must be paid one and one-half times their hourly wage for overtime work, which includes any work in excess of 40 hours per week.

Workers must be paid for work-related activities performed before or after a shift ends, as well as for travel time between job sites.

Retaliation in the workplace

When employers don’t pay their workers fairly, workers have a legal right to report unfair practices. Unfortunately, sometimes calling attention to an employer’s illegal practices causes the employer to retaliate by punishing or firing the employee. Therefore, many wage and overtime violations go unreported and employees are cheated out of money they have rightfully earned and are owed.

However, federal labor law also prohibits employers from taking retaliatory action against employers who report violations. This means that it is illegal for employers to fire, demote, or punish workers for speaking out against unfair wages and asking for money they are owed.

Indian Labor Laws – Part 2 – Employee Termination for Misconduct

This is my second article in the series on employment and termination of employees by Indian corporations. My previous article addressed the question of whether an IT-enabled and software development company qualifies as an ‘industrial establishment’ within the meaning of the Industrial Disputes Act 1957 (“IDA”) and whether such a company can follow the ‘contract and fire policy for termination of necessary services for reasons other than employee misconduct without compliance with the IDA. This article deals with a situation where termination of services is necessary due to an employee’s misconduct and compliance with procedures required by Indian labor laws.

For clarity let us take a hypothetical situation where an employee services say Mr. Shyam Nagpal has been terminated by an IT company with immediate effect for misconduct and the company now wants to understand the legal consequences of such termination.

Mr. Nagpal was engaged in software development and officiated as “Group Leader”. As a group leader, Mr. Nagpal was responsible for supervising and regulating the work of two or three associates in his team, in addition to providing software development services. Mr. Nagpal’s performance during the first year of service was above average, but his performance deteriorated thereafter and he was frequently late for work. In light of Mr. Nagpal’s lackluster performance and due to the company’s decision to reduce its workforce, Mr. Nagpal’s services were terminated effective immediately with one month’s salary in place. The Company soon realized that it had not taken adequate steps to terminate Mr. Nagpal’s services and is evaluating his involvement and exposure under the law.


The validity of Mr. Nagpal’s dismissal and the consequences thereof under Indian law would largely be determined by the crucial question of whether Mr. Nagpal was a ‘worker’ within the definition of IDA.

An employee is called a worker if he or she is employed to perform any manual, unskilled, skilled, technical, operational, clerical, or supervisory work for hire or pay. A person who is primarily employed in a managerial or administrative capacity, or who is employed in a supervisory capacity receives wages in excess of Rs 1,600 per month or performs duties primarily of a managerial nature is excluded from the definition of a worker. Supervisor means a person who has the authority, in the interest of the employer, to hire, transfer, suspend, fire, remove, promote, lay off, assign, reward or discipline other employees or the responsibility to direct them or resolve their complaints or effectively recommends such action and in the exercise of such authority use independent judgment. Simply put, a supervisor is someone who has authority over others, to supervise and direct.

The Labor Courts and Civil Courts of India have considered the actual and predominant functions performed by an employee and the remuneration received by such employee as the basis for determining classification as “worker” or “non-worker” and have held that mere managerial or administrative designations are not conclusive of any employee’s status as “non-worker.”

The Supreme Court of India has repeatedly held that it is the main functions performed by an employee that must be taken into account for the purposes of determining the actual status of the employee, i.e. whether the employee has been performing administrative work, management or supervision. . An employee may occasionally be required to perform managerial, supervisory, or administrative work, but such occasional performance by itself does not determine the actual status of the employee and it is the primary or most important duty performed by the employee that determines the actual status of the employee and whether or not the employee in question is an IDA worker.

Accordingly, whether Mr. Nagpal, who was presumably not in a managerial or administrative role, was employed in a supervisory capacity as a Group Leader or for software development/technical work, would depend on whether the principal and principal functions performed by he were:

(a) those of a supervisory nature, that is, had powers to give instructions to others on the actual manner in which they should perform and carry out their duties and examine the work done by others to ensure that it was being done correctly, or

(b) of a nature carried out by a software developer.

If Mr. Nagpal did primarily supervisory work, but incidentally or for a fraction of the time, also did some software development work, then he was employed in a supervisory capacity and would not be an IDA worker. Conversely, if the primary work performed was software development, the mere fact that some supervisory functions were also performed incidentally or as a small fraction of the work performed by Mr. Nagpal will not convert his employment as a skilled worker. in one of supervision. ability.

Considering that the nature of the work performed by Mr. Nagpal was primarily software development and not supervisory, Mr. Nagpal would be classified as a “worker” in terms of IDA.

In terms of the IDA, an employee in the worker category who has been in continuous service for at least one year cannot be dismissed at the will of the employer unless the employee is dismissed through disciplinary means or as a consequence of non-renewal of the employment contract. worked. employment, or terminated for continued ill health, etc. Termination for any other reason, including termination of service for reduced turnover, is equivalent to dismissal and the IDA prescribes a detailed procedure for the dismissal of a worker, including compliance with the last-come-first-served rule. leave, notice, payment of prescribed compensation, i.e. 15 days of average wages for each full year of continuous service, prior government filings/approvals, if required, etc.

For termination of service for disciplinary reasons, the procedure for dismissal of an employee (who is classified as a “worker” under IDA) for misconduct and/or indiscipline (which should normally be incorporated into a company’s Employee Handbook) would need to be in terms of broad principles of natural justice, the IDA and the guidelines evolved from various court decisions as follows:

(i) issue a charge sheet;

(ii) conduct an internal investigation;

(iii) carefully read the investigation officer’s report;

(iv) issue a show cause notice to the employee; Y

(v) issue sanction order.

In light of the foregoing, the termination of Mr. Nagpal’s services for misconduct not following the principles of natural justice, viz. sending notices, queries, providing the employee with the opportunity to defend himself may be open to challenge. Violation of the provisions of the IDA makes the directors, manager, secretary, agent or other official connected with the administration of the company liable to prosecution and sanctions if it is proven that the offense was committed with knowledge or consent and would entitle to the dismissed employee to raise the dispute in the labor court and seek reinstatement of services with back wages.


In order to minimize the exposure arising from the termination of Mr. Nagpal’s services for misconduct without following the procedure prescribed by IDA, it is advisable that the company do the following:

(i) The Company must immediately settle and pay all outstanding debts due to Mr. Nagpal, including gratuity under the Payment of Gratuities Act 1972, if any, as soon as possible.

(ii) The Company must maintain adequate supporting evidence to demonstrate Mr. Nagpal’s poor performance on the job. Notices/reminders from the Company to Mr. Nagpal to improve his work and productivity should also be part of this paperwork.

In order to minimize employee-related disputes and complaints, it is advisable to abide by the rules and guidelines set forth in the Employee Handbook and exercise due caution and adherence to the procedure related to termination before terminating employees for misconduct.

The benefits of contract management and extraction services

Today’s corporate legal departments are looking to streamline and improve their contract management processes. In many cases, it makes business sense to hire a legal process outsourcing (LPO) provider to manage legal services contracts, agreement drafting, legal contract review, and legal document review work.

Contract Management Outsourcing Services

LPO service providers offer governance, compliance and risk management solutions that enable companies to avoid or reduce business and reputational risks. Some of the most commonly outsourced contract management processes include:

* Contract discovery and audit services

* Summary of the contract, red lines, wording

* Abstraction of contracts

* Governance, risk and compliance

* Management reporting services

* Online contract repositories

* Alert and notification services

* Complaint and dispute management

Management and abstraction of legal contracts

Legal departments and law firms alike have hundreds or thousands of paper contracts stored in filing cabinets or saved as spreadsheets. This type of storage system is cumbersome and does not guarantee that key dates and payment terms will be met and that certain key terms or clauses will be implemented. The process of manually storing, monitoring, extracting, and managing contracts is time-consuming, expensive, and fraught with risk. By outsourcing this function to an LPO provider that specializes in contract management and extraction services, you can stay on top of the data contained in these contracts. Because LPO providers employ the latest technologies to carry out this process effectively, they are able to deliver summary documents to legal clients accurately and quickly.

Benefits of contract abstraction

Contract abstraction involves extracting important dates, clauses, and other relevant information from paper documents. This type of “legal coding” works by tagging all important terms, metadata, etc. in each contract. When it comes to long and complicated contract documents, the contract abstraction provides a concise view with all the important points highlighted, such as date, party name, expiration, renewal, and more. This saves valuable time and resources, increasing internal productivity and ensuring legal compliance throughout the contract lifecycle.

Additionally, through contract abstraction, documents are easier to understand for non-lawyers because important clauses and guidelines are highlighted. As a vital business function, contract management becomes more accessible and predictable for everyone.

In essence, contract abstraction helps companies make informed decisions about the contracts they sign. When contracts are abstracted, the essential details that mark the importance of a legal document come to light.

A true competitive advantage

Contract management has become a core competency critical to a company’s ability to operate efficiently and reduce legal risk. Organizations with mature contract management processes have a clear competitive advantage and seek to partner with legal process outsourcing providers to manage this essential activity.

Top 10 Playstation 3 Video Game Gifts For Christmas 2008 – Get The Best Christmas Gifts Now

If you’re tired of running around and getting squashed by the masses during your Christmas shopping, then it’s best to shop for gifts this early. Not only that, it would be very helpful if you made a list of things you want or need to buy for your friends or family. If you know people who have a PlayStation 3 or want one, then this list of the 10 best PlayStation 3 consoles and video games for Christmas gifts of 2008 would be a lifesaver. Check it out!

1. LittleBigPlanet – this game deserves to be at the top of the list. Why do you ask? Well, imagine playing this game and having the ability to create your own world. That is the premise of this game. Adding to that stunning visuals, easy controls, and fun and cute characters, this is a game that young and old would certainly love.

2. PlayStation 3 80GB – if you’re feeling generous, why not give this baby to a good friend or family member? The PlayStation 3 80GB comes with a Dualshock 3 wireless controller, Wi-Fi, and a built-in Blu-Ray player. Best of all is that 80GB of storage space for all the games, photos, videos and music your friend could ever want.

3. Resistance 2 – not for the faint of heart, this gift is best for those who love spooky action-packed war games. With more creatures to fight, a more intense environment to play in, and even better game modes, Resistance 2 surely belongs on this list of the 10 best Christmas gifts for the PlayStation 3 console and its video games for 2008.

4. PlayStation 3 Dualshock 3 Wireless Controller – this device right here would make every gaming experience more realistic for whoever is giving you this gift. Equipped with pressure sensors that vibrate with in-game actions, Sixaxis motion technology to monitor player movements, and Bluetooth so no wires are needed, this beauty is a must-have.

5. Call of Duty: World at War – if you have friends or family who enjoy war games then this is the game for them. This is a game where not only ammo and power come into play, but also intelligence and tactical skill. Add to that visuals and spectacular effects, this game is one of the best on the market right now.

6.Fallout 3 – Have your friends or family enjoy this exciting game against a world gone mad after a radioactive fallout. Have them fight against mutants and the radioactive environment itself to survive. This is a game that would definitely keep you on the edge of your seats!

7. Sony PlayStation 3 Blu-ray Disc Remote Control – this sweet device will allow the lucky recipient to play DVDs, shuffle shows, scan and slow-motion videos, and even time search. A safe bet for this list of the 10 best Christmas gifts for the PlayStation 3 console and its video games for 2008.

8. The Mirror’s Edge – if you want to give someone a game that is quite a stimulating and exciting adventure, this is the game you need. Mirror’s Edge will have you take on the role of Faith as she evades Law’s hand. She does it by jumping, running and fighting. This game is one where speed and movement are the most important.

9. Valkyrie Chronicles – if you know someone who appreciates the story of a game as much as its gameplay and graphics, then this is definitely the game to get. Valkyria Chronicles is not only easy on the eyes, the story about a world at war in the 1930s is also very fascinating.

10. Dead Space – This list of the 10 best PlayStation 3 consoles and their video games Christmas gifts for 2008 would not be complete without this game. Employing the proven formula of fighting aliens in outer space, this game is superior among all other games in its genre mainly due to graphics, gameplay and special powers like telekinesis.

US Law Firms Bringing Business for Indian LPOs

The United States is India’s largest trading partner. Indo-American trade relations have grown stronger following the liberal policies adopted by the Indian government to promote foreign direct investment (FDI) in the country in the early 1990s.

In recent times, Indo-US trade has increased by 25%, indicating ample room for growth for Indian companies*. Bilateral Indo-US relations have been further cemented by the growing presence of Indian SMEs in the US. Significantly, it can be attributed to an increasing number of Indian SMEs in the legal process outsourcing (LPO) sector. ) driving this growth.

The market size of the Indian LPO business is estimated to be around $200-250 million. With Indian LPOs growing at a steady rate, the industry is projected to hit the $4 billion mark by 2015.

Windfall during recession

In recent months, the ongoing recession in the US economy has taken a heavy toll on the business of Indian companies across all verticals. However, in stark contrast to SMEs in other sectors, small LPO players in the country are finding the recession a blessing in disguise due to the sheer volume of litigation coming to them from the US.

With major investment banks, large corporations, and financial companies going bankrupt in the US, the demand for legal services has multiplied. In these uncertain times, US firms are spending a considerable amount on legal outsourcing to review their risk factors, project terms and contracts. Indian SMEs in the LPO business are benefiting from the high-end services they offer at competitive prices. In fact, these rates are giving Indian SMEs an advantage over their American counterparts.

More chances

Industry insiders expect Indian SMEs in the LPO space to gain further momentum in the near future. This is because transactional workload in the areas of compliance, foreclosure, bankruptcy and litigation is likely to increase in the coming months.

Indian LPOs doing business with US companies operating in India can also increase their business volume by preparing to meet anticipated demand for litigation related to post-crisis issues. These include organizational restructuring, downsizing, closing of branches, liquidation of subsidiaries and notification of termination to employees and franchisees.

In addition to litigation work, these firms may provide intellectual property (IP) support services such as drafting, contract reviews, patent searches, and applications to attract more clients.

Therefore, these tough times are proving to be an opportune time for the Indian LPO industry to become the next sunny sector for the Indian economy.

Scott Mead’s work accepted at the Royal Academy of Arts Summer Exhibition

Best known for his philanthropy and extensive investment banking career, Scott Mead has recently become more visible in the fine art world, actively creating and exhibiting his fine art photography most recently at the Royal Academy of Arts Summer Exhibition in Piccadilly, London.

Scott Mead was born in Washington, DC. When he was 13 years old, he received one of his grandfather’s cameras and ignited a lifelong passion for photography. As a child, he would take pictures at his house, spending hours in the family’s darkroom developing prints and exploring the art form of photography. Later, as an undergraduate student of American History and Literature at Harvard University, Scott Mead also studied visual arts and art history. It was during this time that Mead had the unique opportunity to study with some of America’s best-known photographers: William Eggleston, Emmet Gowin, and Minor White. In 1975 he used a complex photographic technique to take a series of black and white photographs that captured rural New England. By combining a large format camera with a smaller lens and using advanced darkroom technology, Scott Mead was able to create images that would otherwise be nearly impossible to achieve when shot. In 1977 he graduated and continued his studies as a Harvard Scholar at Emmanuel College, University of Cambridge, where he earned his M.Phil in 1979. And finally, in 1982, Scott Mead concluded his academic career with a Bachelor of Laws from the School of Law. Law from the University of Pennsylvania.

After deliberating between a career in photography or investment banking, Scott Mead decided to put his artistic pursuits on hold and accepted an offer to work at First Boston Corporation. From there he moved to Goldman Sachs & Company, He first worked in the New York offices beginning in 1986 and then moved to London in 1988 to continue to expand and increase the company’s European presence. Mead worked at Goldman Sachs until 2003, he spent a few years at Afax Partners as senior advisor and chairman of the technology and telecommunications advisory council and finally in early 2009, Mead co-founded a private commercial bank, Richmond Park Partners. As Scott Mead’s professional career grew over time, Mead always expressed a continuing interest in the world of fine art. This passion was recently reignited in 2009 when Mead discovered old negatives of his work from 1975, which had been sitting in his attic and forgotten for many years.

In 2010, Scott Mead exhibited works from these years at hamilton gallery in London. solo exhibition, looking back, included 25 black and white prints taken from the time period between 1974 and 1977. The prints, mostly circular images inspired by his teacher at the time, Emmet Gowin, were created with a special technique that allows the viewer to see the same perspective that seen through the photographer’s eyes, without the jagged edges that are common to most rectangular photographs. All proceeds from the exhibition were donated to the Great Ormond Street Children’s Charityspecifically for the Cell and Gene Therapy Laboratory at Great Ormond Street Hospital.

In 2011, two of Scott Mead’s photographs were accepted by the Royal Academy of Arts for his annual summer exhibition. One of the photographs evening light, is part of the series of photographs taken during his university years also presented in the exhibition Looking back. The second photograph, “Untitled”, is another black and white photograph showing the ocean and closed beach umbrellas, under a cloudy sky with a haunting mood.

From the year 1769 to the present day, London’s Royal Academy of Arts has held a summer exhibition that recognizes the works of new emerging artists in the contemporary art world alongside established artists. This year marks the 243rd Royal Academy Summer Exhibition, showcasing 1,117 works including paintings, drawings, sculpture, photography, film and architecture. The Royal Academy Summer Exhibition is known for being one of the largest open exhibitions, allowing artists from around the world to submit their works for consideration. This year, the academy’s hanging committee received more than 12,000 submissions from 27 countries and chose a few from the pool of submissions to create the exhibit.

The Royal Academy of Arts was established by King George III in 1768 to promote the arts through education and exhibitions. In addition to its ongoing public exhibitions, the Royal Academy of Arts runs an academic institution, The Royal Academy of Schools, and also has a public library. The Royal Academy is governed by 80 artists who are also known as Royal Academicians. The requirements for an academic include being a fully or partially practicing artist in the UK. Each scholar also has the opportunity to display her work during the Summer Exhibition. Some notable scholars include David Hockney, Tracey Emin, and Anish Kapoor. This year’s summer exhibition included works by scholars Jeff Koons, Tacita Dean, Allen Jones, Jenny Saville, Anish Kapoor, and Tracey Emin.

In addition to his professional work and artistic endeavors, Scott Mead is also an active philanthropist who donates time and money to support causes close to his heart, including education, medical research, athletics, and the fine arts. Scott Mead founded the mead foundation in 1996 in order to provide grants and donations to a wide range of educational, medical and artistic initiatives. He also established the Mead International Scholars Program which provides financial support to law students specializing in projects that support human rights and economic development in regions around the world. Scott Mead is on the executive committee of the Tate Foundation, assisting with financial responsibilities in overseeing the Tate’s endowment at its four UK museum locations. Most recently, Scott Mead became a member of the board of New Look foundation, a nonprofit organization founded by recording artist Usher to help disadvantaged youth learn leadership skills and inspire change in their local communities. Lastly, Mead donates to her alma maters, Harvard, Cambridge, and the University of Pennsylvania to support academic and athletic programs.