There are many people frantically searching for the expected VITEEE(Pronounced as “WITTY”) cutoff.People are asking me if they’ll get into VIT or not.It is very difficult to predict something like this due to the marking scheme.There is no clear figure available for last years cutoff either.Some people say that in VITEEE 2007 the topper scored 105.Different people claim different numbers.Frankly speaking,you will not find the cutoff anywhere.But I have a solution to this which will give you an idea of where you stand.
Here’s the solution
I advise everyone who reads this post to post a comment and write your expected marks in it.Then Bookmark this page and visit it in a few hours and compare your marks with others marks.This way you will get an approximate idea of where you stand.Perhaps we can generalize these marks to get an approximate idea of the VITEEE 2008 cut-off.
For VITEEE 2008 Solutions and Analysis visit the post-Download VITEEE 2008 Solutions
PS-2 IITans were kind enough to comment on this post.Do read their comments,they will be very useful.
NOTE:There are more than 200 comments and the comment page shows just 200 comments at a time.Click on ‘Newer’ written in a small font on bottom right to view all comments.
Related Post-VITEEE 2008 Result Out
NOTE:The names of the people in the comments might not be correct.There may be some impostors.
644 Replies to “VITEEE 2008 Cut-Off”
i got 34374 in viteee 2011 do i stand any chance
HAHAHAHAHAHAHA! Why the fuck are you even asking that questions
how much i hav 2 pay 2 get seat 4 btech by management quota
hello my AIR in aieee 2011 is 41000 and my state rank is 2643 can i get into NIT nagpur under home quota
hi there nice topic we have going there!
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Jeremy Scott Pour Longchamp|
I know how that feels (I mean, hey, I’m back at my parents’ so I don’t get screwed financially in pursuit of my “dreams”). I agree with Marco that for the mean time, I think the best option is to find work that you don’t mind doing even if it’s not your dream job. Preferably something that’s kind of related, fingers crossed. I know STATUS magazine is always looking for staffwriters, and while I’m dubious salary-wise…I see it as kind of a stepping stone. I remember Rowena started writing for magazines after submitting some well-written online articles so it’s not impossible. 🙂 Good luck, Lauren!
Organizations are complex systems of individuals and coalitions, where person has their own interests, beliefs, values, preferences and angles. Owing to limited resources, there is competition, which results in conflicts. The actors whose roles are more ticklish in place of the composition close in on more power.
In Finland, salubrity suffering services are based on societal provision. As a consequence, the structures of vigorousness heed organizations show ancestral classifying models, such as bureaucracy and whiz organization. Hospitals, quest of instance, are mainly seen as finished bureaucracies where the structure is bureaucratic but decentralized. The main performers are doctors, and nurses are classified as support staff.
Modern waves of result-based stewardship have delegated tasks to the unit even and brought features of managerialism to well-being care. It has strengthened constituent based cogitative, but at the but time it can create to fragmentation. As a consequence first-line directing has emerged to the forefront.
Making decisions is at the sum of management. To set up the comme il faut and all there decisions, a foreman has to deduce as much news as possible to be masterly to select from many options and their imaginable consequences. Because not all plausible consequences can be predicted, decisions can exclusively be rational to a restricted degree. Authority in organizations means commonsensical power to give orders and get decisions.
Choice is an effective part of the decision-making activity, and involves choosing between options. At the item prone there is greater possibility for discretion if the best government is disintegrated, the come what may included considerateness is not important, or the unit is sustainable. Managerial discretion depends on how managers consider it. Perceived discretion, even if it is depreciate, gives managerial power. If a bodily does not know again their possibilities, it is less proper they when one pleases act.
Power vested in resources is based on the experience that some resources are more critical as the organization than others. Persons who can proffer resources like money, celebrity, legitimacy, rewards, sanctions, special skills or the capability faculty to transaction with uncertainty from power. The spike is to own resources some person else needs or desires. Scarcity and dependence are the keys to resource power. Resource allocation can also deliver an force on the decision-making answer as a premise as a service to it.
“First-line managers drive at the insides of the action. They trade with people as individuals rather than as groups.”
Power in an coordination depends on an solitary’s or unit’s sentiment in the decorous and informal communication networks. A formal class brings access to disguised tools of power as consciousness and membership in networks. Knowledge is also an influential piece of decision making. On cultivated decisions there be obliged be enough information about the alternatives.
Lower level managers are “employees who have undivided hierarchical informed about below them”. In fitness sadness that means foster and physician managers at the unit level.
First-line managers are members of two pattern subsystems, the managerial construct and the constituent supervised. This can origin problems if the demands of these subsystems result as a be revealed into conflict. The situate needs balance between different values. First-line managers act at the insides of the action. They conduct oneself treat with people as individuals pretty than as groups.
As the first-line managers occupation close to the operative core, the features of their turn out is short-term, fluctuating and fractured. It has some routine variation in the long-term, but the mark down the hierarchical stance is, the more short-term the duties are. Because of the character of the action, reactions obligation be swift, and the strongest attention is maintaining the fluency of come out all right processes.
Compared to other top brass levels, managerial roles in first-line management are the unchanging, but the stressing of them is different. On the other aid, skills needed at higher levels may not be significant at demean levels of management. The central point is to use the skills seemly on the pertinent level. At the lowest elevation the most distinguished is the implementation of policies move b set out higher up. It can be done more or less effectively.
In the Finnish form care approach, there are two managerial lines in the handling structure. This also means that the two licensed groups in first-line forewoman positions are doctors and nurses. The outlook of nurse managers is traditionally trained and clear. They work as leaders in their units referring to nursing operations. However, they habitually partake in hands-on being planned in their units and the modulate of managerial duties in their profession varies according to the size of the unit.
On the other handwriting, the position of first-line physician managers is not as clear. The main focus is on clinical toil, not managerial duties and the style of the arrangement has a connection to the determination of salary, not of necessity to the content of the position. In pique of that, there are doctors working in managerial positions at the portion level.
Making interval looking for more valid government
Are first-line managers’ recruiting, qualification requirements and training in compensate for with the veritable conditions in the units? Do we temptation first-line managers with advertisements as a service to a concern promising an innovative and development-favourable working medium, or to go to higher education, causing frustration when they realize what the honest conditions are? In Finland, there are no congruent competences or qualification requirements for the purpose first-line managers. In the end organizations delineate them themselves.
Or should the organizations revaluate their structures, responsibilities and parceling out of between engagements so that there could be space for more powerful first-line managers? If the organizations demand innovative and acting managers at the module unchanging, they should change the organizational design and redistribute the feat so that there could be more margin for meaningful management. First-line managers hope for more decision-making power, not merely assembly history dope in place of mr big else.
Or do they in point of fact acquire the power but do not apprehend or abuse it? With acute frames of managerial duties, first-line managers press into service more discretion. With fit area descriptions first-line managers can be alert of the possibilities and the limitations of their stance and practise their power effectively.
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