Volume 12 | Issue 7 |

 Abstract

*Dr Samridhi**Dr Vivek Chauhan***Dr Archana Bharti *Researcher**Professor***Assistant Professor BACKGROUND OF STUDY: Myofascial trigger points (MTrPs) are a major factor in causing mechanical neck pain, which can become a chronic problem. The purpose of this study is to find out the results of TENS, Ultrasound, Cryotherapy vs Kinesio-Taping on trigger points in the upper trapezius. AIM: The purpose of this study is to find out which of the two treatment procedures is more effective in treatment of myofascial trigger points in upper trapezius region. Methods: Study will be conducted on 30 patients following the inclusion and exclusion criteria with myofascial trigger. Patients will be divided into two groups randomly. Group A is treated with TENS, Cryotherapy and Ultrasound and Group B is treated with Cryotherapy and Ultrasound & Kinesio-Taping (X-shape) Results: Kinesio Taping, combined with Ultrasound and Cryotherapy, significantly reduces neck pain more effectively than TENS, Ultrasound, and Cryotherapy. Higher mean differences and effect sizes in VAS and Northwick Park Neck Pain Questionnaire scores highlight the superior efficacy of Kinesio Taping for managing neck pain and associated symptoms in patients. Conclusion: From the above findings we can conclude that Kinesio Taping is more effective than TENS in reducing neck pain and related symptoms across all questionnaires. The higher mean differences in the Kinesio Taping group suggest a greater improvement in the condition of the patients Keywords: Cryotherapy, Kinesio-taping, Myofascial Trigger point, TENS, Ultrasound, Upper trapezius.

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Keywords: Cryotherapy, Kinesio-taping, Myofascial Trigger point, TENS, Ultrasound, Upper trapezius.

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Organizational success hinges on the performance and satisfaction of its employees, with leadership styles, job satisfaction, and related factors playing pivotal roles. The literature review synthesizes empirical findings from various studies to elucidate the complex relationships between leadership, job satisfaction, and organizational performance. Saharso and Fadilah (2024) highlight the influence of transformational leadership, work environment, and job satisfaction on employee performance. Qaralleh et al. (2023) emphasize the positive correlation between job resources and job satisfaction among physicians. Setiawan et al. (2024) underscore the impact of leadership styles on employee performance. However, Cendiawan and Indradewa (2024) suggest an indirect effect of transformational leadership on employee performance through job satisfaction. Sjahruddin et al. (2024) and Ernawati and Abadi (2024) emphasize the role of employee engagement and organizational support in enhancing performance. The research methodology involves a comprehensive literature review, identifying relevant articles, and conducting thematic analysis. The research framework explores the relationships between leadership style, job satisfaction, and organizational performance, underpinned by Social Exchange Theory. The framework posits leadership style and job satisfaction as critical independent variables, impacting organizational performance through employee engagement, work climate, and commitment. Theoretical gaps include the need to explore lesser-studied leadership styles, the impact of digital transformation, and cultural factors. Future research should focus on integrating multiple leadership styles, considering contextual factors, and adopting a holistic approach to performance metrics. In conclusion, this study contributes valuable insights for organizational leaders and managers seeking to optimize employee satisfaction and drive organizational success. By fostering supportive work environments that enhance employee engagement and commitment, organizations can achieve sustainable performance outcomes.

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Leadership styles, job satisfaction, organizational performance, employee engagement, work climate, employee commitment, transformational leadership, transactional leadership, adaptive leadership, digital leadership, job resources, work environment, employee turnover, organizational culture, social exchange theory

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Highway Pavement structures frequently fail to reach their intended design life due to factors such as poor construction material quality, inadequate compaction, suboptimal subgrade preparation, and overloading. Addressing this challenge, two primary methods are considered in pavement design to enhance longevity: increasing the thickness of pavement layers or augmenting the rigidity of these layers to diminish stress transmission to lower layers. The latter method, increasing layer strength and rigidity, has been identified as a more effective strategy for extending pavement life. This research focuses on the enhancement of the sub-base layer's strength and stiffness in a flexible pavement system through the application of geocell confinement. This project endeavours to investigate the multifaceted aspects of pavement engineering with a primary focus on the incorporation of geocells as a potential solution. The research contextualizes the performance of highway pavements, which largely depends on the strength and stiffness of their layers. With the construction phase often constrained by the availability and cost of aggregate materials, and considering the increasing scarcity of natural resources leading to project delays and cost escalations, the study underscores the necessity of exploring alternative materials and methods. By utilizing geocells, the research proposes a sustainable approach to pavement design, aiming to achieve enhanced pavement quality with reduced reliance on natural materials, thereby addressing both economic and environmental concerns in pavement construction and maintenance.

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Keywords : geocells, flexible pavement, economic and environmental concern in pavement construction and maintenance

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The COVID pandemic was declared a public health emergency of international concern on January 30th, 2020. It later went on to be declared a pandemic on March 11th, 2020. A pandemic is a spread of a disease that has affected many people in different countries and continents. Post 11th March unexpected things happened like a complete shutdown of regular activities such as schools, colleges, offices. During this time, a lot of industries had to re-examine their working norms, they faced major difficulties for just staying put. Considering the post pandemic world, things have changed dramatically. If we compare it to the pre-pandemic world, especially in reference to the IT industry, the working norms have changed in a humongous manner. This is primarily due to the fact that working from home is easier in this industry than in any other. Many companies have claimed a significant increase in revenue when people started working from home. In this situation, when a lot of things change, the functioning of the management and employee expectations also change. There must be a common ground where both employee and employer can work in harmony to increase productivity and provide an amicable working environment for all. The focus of the recovery is not only the revenue generation, but it's also important to analyse the impact it had. Many things have improved for the better, including employee behaviour, working norms, and a focus on health. This research study focuses on understanding the impact of the pandemic on employee engagement, the issues and challenges faced by the employees and the companies because of sudden and prolonged work from home. The study suggests ways to improve employee retention and new management techniques incorporated in IT industry post pandemic. The findings show the impact of sudden work from home. It was most amicably accepted and adapted by folks working in the IT industry. The companies were able to accommodate the work from home policies. Initially, it enhanced the performance, deliveries, and productivity. Later, when people got used to working from home, companies had to revamp the policies to accommodate more flexibility. The study highlights that virtual engagements, investing in employee growth, giving growth opportunities, and incorporating frequent check-ins are likely to help employee retention and create a healthier working environment specially post pandemic. Mid approach between work from office and work from home is "hybrid" mode of working which is preferred by both employees and employers as per the results. This creates better working norms for both employees and employers working in the IT sector.

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PI Personal Interview Et al. And others Etc. Etcetera IT Information Technology WFH Work from home WFO Work from office COVID Coronavirus disease

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