D I R E C T O R G E N E R A L ’ S V I S I T T O N I S A

J U L Y - S E P T E M B E R 2 0 1 1 V O L . X I I I N O . 3

The National Industrial Security Academy is the premier training institution of CISF in Industrial Security and Disaster

Management. It is engaged in organizing basic induction training and other in-service courses for officers and

personnel of CISF and specialized courses for state police officers and corporate executives. The mission of the

Academy is to develop professionals imbibed with the highest standards of physical and mental fitness, in-depth

knowledge and skills pertaining to industrial & critical infrastructure security, aviation security, disaster management

and positive attitude characterized by discipline, integrity, courage and responsiveness.

NISA

NEWS

Shri N. R. Das, IPS, Director General, CISF visited NISA on 22.08.2011. He presidedover a training review meeting and held discussions on various issues pertaining to train-ing with the faculty of NISA. He emphasized on the need to identify personnel having goodpotential and to mould them as instructors in various fields. IG/TS Shri R R Bhardwaj ap-prised the DG regarding the ongoing activities in various training institutions. During hisvisit, the DG supervised the various training activities being conducted at NISA. He also in-teracted with the IRS (Customs and Central Excise) Probationers undergoing training inhandling of firearms, PT, Drill and UAC at the Academy. During his interaction with the SubInspectors /Exe. undergoing basic training , Shri N. R. Das, IPS, stressed that the basictraining is an important component in the career of a uniformed officer where he acquiresthe requisite skills, attitude and knowledge enabling him to carry out his assigned taskswith professional excellence. He underlined the need to devote oneself with full commit-ment in order to achieve the objectives of the organization.

SHRI N. R. DAS, IPS, DG / CISF ADDRESSING THE TRAINING REVIEW MEETING AT NISA

G L I M P S E S O F T H E V I S I T O F D G / C I S F N I S A

NISA NEWS

SHRI N. R. DAS, IPS, DG / CISF INAUGURATING AZAD BARRACK AT NISA

A new semi permanent barrack having capacity of 200 personnel was inauguratedby DG/CISF Shri N.R.Das, IPS, as on 22nd OCT, 2011. The barrack was designed andconstructed by CPWD within a short span time of 8 months with a budged about 1.5 core.The barrack is newly structured and having a mess inside. 37th Batch of SI/Exe traineewere accommodated in Azad Barrack.

MEMORANDUM OF UNDERSTANDING BETWEEN CISF & IGNOU

A Memorandum of Understanding was signed between CISF and IGNOU to confer-

degrees to the officers and personnel of CISF. CISF personnel ,who possess intermedi-

ate qualification, shall be eligible to enroll for B.Sc. in Security Operations. Officers of

CISF who posses Bachelor’s degree shall be eligible for M.Sc. ( Security Operations )

from IGNOU. A Joint Academic Committee is finalizing the details to start the programme

at the earliest.

D I S A S T E R M A N A G E M E N T T R A I N I N G A T N I S A

NISA NEWS

DEMO ON HIGH RISE BUILDING RESCUE

DEMO ON DECONTAMINATION PROCESS

DEMO OF ADVANCE PORTABLE DETECTOR

DEMO ON NUCLEAR,BIOLOGICAL & CHEMICALEMERGENCY

G L I M P S E S O F T R A I N I N G A C T I V I T I E S

NISA NEWS

IRS PROBATIONERS’ TRAINING

TRAINING FOR SNCOs OF INDIAN AIRFORCE DISASTER MANAGEMENT COURSE FOR DISTRICTLEVEL OFFICERS

PPC FOR SR.COMDT TO DIG

DG / CISF INTERACTING WITH SI/EXE TRAINEES

ADVANCED CONSULTANCY COURSE FOR GOs & SOs

NISA NEWSA N N U A L S P O R T S A N D C U L T U R A L M E E T 2 0 1 1

QUIZ COMPETITION

The NISA Annual Sports andCultural Meet 2011 was conducted at NISAfrom 12th September to 16th September.The trainees and staff of NISA and FSTIparticipated enthusiastically in all the eventsof the meet. The evenings were madecolourful by the cultural programmes in whichthe trainees and staff presented vignettes ofour composite culture. During the meet,cuisine of different regions of the country wasalso served in the messes for dinner. A quizcompetition and debate were also organizedduring the meet. The Director and othersenior officers distributed medals to thewinners of various events.

DIRECTOR , NISA ADDRESSING THE PARTICIPANTS OF THEMEET

DIG/NISA PRESENTING MEDALS TO A WINING TEAM

DEBATE COMPETITION

NISA NEWS

COMMUNICATION SKILLS & INTERPERSONAL EFFECTIVENESS

K. Mahabub AliFaculty and Counselor, NISA

Whatever be our profession, communication skills are considered to be very essential to be suc-cessful in our day to day life. Though all human beings are endowed with the ability to communicate,effective communication is something which needs to be mastered with consistent practice, awarenessand experience. Effective communication is vital for every one. Communication has the potential tomake or break our relationships – personal or professional; but it all depends on how we select our words,how we present our thoughts and how we understand our emotions and convey the same to others.While clarity, simplicity, spontaneity, language level, conciseness, coherence, etc. are said to be some ofthe principles of communication, ensuring them alone may not necessarily give any guarantee for effec-tive communication. Similarly, barriers for effective communication like attitudes, opinions, semantic bar-riers, faulty transmission, poor retention, source of information, etc. play their role in blocking and break-ing down the communication process. In spite of taking due precautions, miscommunication or commu-nication breakdowns take place in any Organization resulting in lack of clarity and understanding of thepolicies of the Organization. Ineffective communication may act as a stumbling block for good interper-sonal relationships thereby affecting the work environment.

One of the best ways to enhance the effectiveness of our communication and establish good inter-personal relations is to understand and evaluate our own responses and their underlying messages in-stead of looking at the system, its effectiveness, merits and demerits. As given in the book titled‘Reaching Out – Interpersonal Effectiveness and Self Actualization’ by Johnson David. W, there are fiveunderlying responses in any interpersonal communication. In exploring the intentions underlying theresponses, it is referred to the person with the problem as the ‘sender’ and the person giving the re-sponses as the ‘receiver’. There are five underlying intentions, which are as under:-

Evaluative:A response that indicates the receiver has made a judgement of relative goodness, appropriateness, effec-tiveness and rightness of the senders problem. The receiver has in some way implied what the sendermight or ought to do.

Interpretative:A response that indicates the receiver’s intention is to teach, to tell the sender what his problem means,how the sender really feels about the situation. The receiver has either obviously or subtly implied whatthe person with the problem might or ought to think.

Supportive:A response that indicates the receiver’s intention is to reassure, to pacify, to reduce the sender’s intensityof feeling. The receiver has in some way implied that the sender need not feel as he does.

Contd..

NISA NEWS

Probing:A response that indicates the receiver’s intention is to seek further information, provoke further discus-sion along a certain line and question the sender. The receiver has in some way implied that the senderwould or might profitably develop or discuss a point further.

Understanding:A response that indicates the receiver’s intention is to respond only to ask whether the receiver correctlyunderstands what the sender is saying, how the sender feels about the problem, and how the sender seesthe problem.

Most of us, consciously or unconsciously, in our interpersonal communications use evaluative andinterpretative responses without minding how our responses impact others and their feelings. If we wantto ensure smooth and effective flow of communication, we need to build ‘bridges’ and not ‘walls’. But theabove responses have the potential to create ‘walls’ leading to communication breakdown. If most of ourresponses are evaluative/interpretative while communicating with our colleagues or even with our familymembers, there is always a possibility that our communication will be received with a tinge of cynicism,hostility or opposition resulting in its breakdown. On the other hand, if our responses are supportive,probing or understanding, the people with whom you are communicating would feel valued, respectedand therefore they will be motivated to share their feelings, come out with innovative ideas, etc leading topotential blossoming, harmonious relations resulting in greater motivation, team spirit and cohesivenessamong the employees.

Coaching/counseling is fast catching up in today’s corporate world. Responses like supportive,probing and understanding coupled with attentive listening and genuineness while coaching/counselingis considered to be the very foundation on which the entire counseling process depends. This under-standing would definitely bring about a change in their attitudes and their way of communication.

For example, Mr X is having some difficulty in interpersonal relations and his Sr. officer wants tocoach/counsel him. When Mr X starts pouring out his feelings, his officer, instead of fully listening andempathizing with him, starts evaluating that Mr X has to improve his communication/diplomatic skillsin order to improve his interpersonal relations and accordingly offers his suggestions, which fall underevaluative/interpretative responses. The feeling of Mr X is disappointment, frustration and helplessnessas the senior did not fully listen as to what he wants to say, how he feels and behaves etc. Here, insteadof strengthening the bond between the senior and his subordinate, it has actually resulted in souring therelationship. The suggestions, however good they may be, simply fall flat as there is a breakdown ofcommunication just because of the kind of responses. Here it is worthwhile to point out that ‘offeringsuggestions’ to others may make them either dependent or hostile, but it may not make them independ-ent, enabling them to discover and develop their own potential. On the other hand, if his senior officer isaware of his responses and how they would impact the interpersonal relationships, he would first listenattentively to his subordinate while giving appropriate empathetic responses, and then consciously usesupportive, probing and understanding responses so that his subordinate would feel that he is valued, re-spected and indulge in self-exploration leading to discovery of his pattern of thinking, dynamic self-understanding about his strengths and weaknesses.

Contd...

NISA NEWS

Using ‘empathy’ in any interpersonal communication is a necessary component for effective re-sults as it deals with the ‘feelings’ part. As defined by Gerard Egan in his book ‘The Skilled Helper’, em-pathy is defined as a process whereby one person perceives accurately another person’s feelings and thencommunicates with sensitivity this understanding to the other person. It was also said that a high degreeof interpersonal perceptual skills is important for everyone to make most of his relationships with oth-ers, it is even more vital for those in the ‘helping professions’. Therefore, apart from supportive, probingand understanding responses, it is necessary to ensure that our communication is interspersed with‘empathetic’ responses.

We have two ears and one mouth so that we can listentwice as much as we speak.

- EpictetusThe most basic of all human needs is the need to under

stand and be understood. The best way to understandpeople is to listen to them.

- Ralph NicholsWords should be used as tools of communication and not

as a substitute for action.-Anonymous

In order to cultivate the habit of using supportive, probing, understanding and empathetic re-sponses to make our interpersonal communication effective, it is necessary for us to first identify what isthe type of our responses in our communications most of the time and its consequent realization as tohow negatively it is impacting the relationships. This self-awareness coupled with a determination toimprove ones communications skills will be the beginning for change to enrich our personal andprofessional relationships. According to psychologists, earning money after a certain point will nolonger be a motivating factor. What matters and motivates after that is our social relationships, which isbeing termed as ‘social capital’, therefore, we can say that one can be rich without money. Team spirit,motivation and cohesiveness among the employees are a sine qua non for achieving organizational goals.But, to achieve all this, there must be good interpersonal relationships, which can be achieved by givingempathetic, supportive, understanding and probing responses in our day to day interpersonal communi-cation.

References:

“The Skilled Helper” : A Problem Management Approach to Helping by Gerard Egan.

“Reaching Out : Interpersonal Effectiveness & Self-Actualization “ by David W. Johnson.

NATURAL JUSTICEG.G.K.Nair,AC/LR

The doctrine of natural justice is founded in the notion that logical reasoning may allowthe determination of just, or fair, processes in legal proceedings. It relies on the premise that certain basic le-gal principles are required by nature, or so obvious that they should be applied universally without needing tobe formalized in a legal code. The assertion in the Declaration of Independence, "We hold these truths to beself-evident," expresses some of this sentiment.

“ Even God did not pass a sentence upon Adam, before he was called upon to make his de-fence. “Adam” says God, “where art thou? hast thou not eaten of the tree whereof I commanded theethat thou shouldest not eat”.

Principle of natural justice is based on the two legal maxims:Audi alteram partem (Latin for ‘hear the other side’) :

No accused, or a person directly affected by a decision, shall be condemned unless given full oppor-tunity to prepare and submit his or her case and rebuttal to the opposing party's arguments.This principlecould be broadly classified as under:

Party to an action is prima facie entitled to be heard in his presence He is entitled to dispute his opponent’s case, cross examine his opponent’s witnesses and

entitled to call his own witnesses and give his own evidence before Court. He is entitled to know the reasons for the decision rendered by a Court / Tribunal.

Nemo judex in causa sua (Latin for ‘no man a judge in his own case’) :No one should be made a judge in his own cause. No decision is valid if it was influenced by any fi-

nancial consideration or other interest or bias of the decision maker.Bias means an operative prejudice, whether conscious or unconscious in relation to a

party or issue. The rule against bias flows from following two principles : No one should be a judge in his own cause. Justice should not only be done but manifestly and undoubtedly be seen to be done.

Thus a judge should not only be impartial but should be in a position to apply his mind objectively tothe dispute before him.

The rule against bias thus has two main aspects: -

The administrator exercising adjudicatory powers must not have any personal or proprietaryinterest in the outcome of the proceedings.

There must be real likelihood of bias. Real likelihood of bias is a subjective term, which means ei-ther actual bias or a reasonable suspicion of bias. It is difficult to prove the state of mind of a person.Therefore, what the courts see is whether there is reasonable ground for believing that the deciding factorwas likely to have been biased.

Natural justice is not the justice of the nature where the lion devours the lamb and the tiger feedsupon the antelope. Natural justice is of the ‘higher law of nature' or ‘natural law' where the lion and lamb liedown together and the tiger frolics with the antelope."

NISA NEWS

Chief Patron : Shri N. R. Das, IPS, DG/CISF Patron : Shri R R Bhardwaj IG/TS & Director/NISAEditor : Shri B. Chandra Sekhar, IPS, DIG/ NISA Asst. Editor : Shri Sumant Singh, Commandant/R & DEditorial Assistance : Ms Shipra Shrivastava DC, Shri G G K Nair , AC Photo Courtesy : AV Cell, NISAPublished by : National Industrial Security Academy Printed at : NISA Printing PressAddress : CISF NISA, P.O. Hakimpet, Hyderabad – 500078, India e-mail : nisa@cisf.gov.inTel. Nos.: 27862690/91, 27773000(Ex) Fax: 040-27863997 website: http://nisa.ap.nic.in

Restricted circulation: For research, academic & training purposes only.

NISA NEWSSPECIALIZED COURSES CONDUCTED DURING JULY – SEPTEMBER 2011

S.No. NISA LEVEL FROM TO1. Capsule Course on Installation Security, Intrusion Detection

Systems & IEDsOfficers of IAF 27.06.2011 02.07. 2011

2. Indoor Instructors Course GOs & SOs 04.07.2011 23.07.2011

3. 2nd TOT on PT for ORs ORs 02.05.2011 23.07.2011

4. 3rd batch Training in handling of Firearms, P.T., Drill & UAC forIRS (C & CE ) Probationers

IRS ( Prob.) 18.07.2011 06.08.2011

5. 40th X-BIS (OTS ) Simulator Course SOs & ORs 01.07.2011 13.07.2011

6. 64th Basic AVSEC Course GOs, SOs &ORs

08.07.2011 21.07.2011

7. 41st X-BIS (OTS ) Simulator Course SOs & ORs 22.07.2011 02.08.2011

8. 64th Batch Basic AVSEC Course GOs, SOs &ORs

16.08.2011 30.08.2011

9. 4th Batch Training in handling of firearms, PT, Drill, & UAC forIRS (C & CE) Probationers

IRS ( Prob.) 08.08.2011 27.08.2011

10. 27th Integrated Industrial Security Course Comdts/DCs 08.08.2011 20.08.2011

11 3rd Advanced Consultancy Course GOs & SOs 12.09.2011 17.09.2011

12 Capsule Course on Installation Security, Intrusion DetectionSystems & IEDs

SNCOs of IAF 19.09.2011 24.09.2011

13 7th Disaster Management Course for Distt. Level Officers DMs & SPs 26.09.2011 01.10.2011

FSTI

1. MOT in NBC GOs, SOs &ORs

04.07.2011 16.07.2011

2. TOT IN MFR GOs, SOs &ORs

08.08.2011 27.08.2011

3. Marine Swimming Course SOs & ORs 15.08.2011 10.09.2011

4. DM Course for West Bengal Police GOs, SOs &ORs

08.08.2011 03.09.2011

5. TOT In NBC GOs, SOs &ORs

05.09.2011 17.09.2011

BASIC COURSES1. 26th Batch AC/Prob Basic Course AC/DA 05.09.2011 25.08.2012

2. 36th Batch SI/Exe SI/Exe 13.12.2010 17.12.2011

3. 37th Batch SI/Exe SI/Exe 01.08.2011 04.08.2012