Okay, so here with us are Fabrizio and Marche Who are going to tell us about their python-driven company, so please give a warm round of applause Hello, hello everyone. I'm Marche. That's Fabrizio and here's the rest of a team from TBG The company that we're representing today. So it's not our companies. We just work for them but so what the pie-driven company is about so basically and We were challenged with quite a big problem at some point in our career We're working at TBG and the solution that we found was actually branded by us as a python-driven company so Before too long, sorry Okay, so before we actually start taking you through all of the challenges that we have to meet Let me actually tell you the story that we were fighting with so What was the challenge so we are quite a modest size team it's only five of us three developers it's here and those three guys and Basically three developers one QA and scrum master And then our management came to us and say hey guys by the way So would you be able to provide some tools for the managing management of data producing report helping to Do the statistical inference and help all the bunch of our analysts that know actually nothing about programming They they actually would like to have shiny UIs and there are quite a lot of them There are some people from finance is actually they would need your help as well There are people also even in HR that would be nice if you could help them as well So then we just looked at each other just just doing the simple counting one two three four five And then just realizing that it's actually a little bit too much for us By the way We started quite a lot of new features and new actually projects And we started to move to the area that was kind of unknown to the company So when it's come to specs so we had this incredible requirement this point number two and the second point was actually like We really don't know what the specs are so be prepared for everything Which is quite easy if you have five people and please deliver frequently naturally and of course quality first So when you deliver application that would be nice from management point of view to deliver the highest quality possible So we started to scratch our heads and saying like and should we actually look for a job? And actually should we actually take that challenge? so so now the big challenge so we actually started to think about how we could approach that and The first thing is actually we started to think about the basic foundation of working in any company because we realized that actually So there is no way that we'll be capable of delivering reach UI application that will help automate some of the task of the people That will actually make their life much easier because it's simply not enough of us And simply we don't have enough time and we won't be able to fulfill all the points. That's why I just outlined a few seconds ago So we ask ourselves. All right, so so what's the current? so we ask ourselves what's the current and Structure of a company and then we realize that actually the structure of companies is even though we use all the agile all the buzzwords of the Scrum inside the tech teams. We are pretty isolated units So basically if you think about it, you have a big guy in the middle and surrounded by small managers And then of course you have a teams themselves so basically if you want to automate or make a life automate some of the tasks of The guys that are doing the main work that are doing actually the heavy lifting we should go to them So we shouldn't actually rely on the usual communication channels. We should actually Think about the structure of a company like that So the first impression that you can have is actually so this is like one big mess So please imagine that each color represents people coming from the and different apartment and of course color in The size indicates Importance of a given person in a in a car key of the company So the tech team actually should be blended into the landscape of the company So we thought how about we actually go to people and talk with them and just ask them like all right What do you actually need right now? What's your problem? Like we don't want to know like what is like a high-level specs of actually, you know, like in very advanced Application that that maybe in a few months having the team of this size will be able of delivering So then we started to ask even more questions to ourselves the others In order to define our approach So the first question is like could we find a platform that would combine flexibility of Python Awesomeness of the web tools So why are we actually decided to ask a Python oriented questions because the first thing we realize no UI All right, we went to our management to say you want to have those tools? Let's forget about the UIs All right, no user interfaces not no graphical user interfaces So they say like all right So how can you interact with with with the platforms with the application? We say, you know, we can code and say like whoa But but wait a second like those people Know nothing about coding so like yeah, all right. So that's another challenge. We'll teach them so so basically We just realized how about we use ipython notebook where they can actually, you know Inside those really shiny cells put some of the snippets Share those snippets share the solution automate their work and we can by being blended into the company actually help them at the Every every stage of the development So actually we thought we will provide some high-level tools and they will provide more of them So in other words, we'll go with the mashup kind of approach and suddenly our development team actually Exploded to tens of people because it's not five of us anymore But if they will gain even like a slight knowledge of fighting then they can actually build some apps for themselves and Some of the questions that they were asking and some of the struggling that they were having was mainly data oriented So this is the world of Excel so Microsoft Excel is like ruling the world of any analysis and The biggest problem that they had with the big data They were already calling it big data is that that not capable of opening the exo files because that's just too big So they already arrived to the world of big data and we said like all right So the first solution that we deliver was called the three analysis interface So so here is just very primitive and simple snippet But actually this is all you need in order to fetch quite a lot like around half a gigabyte of data and of course We don't the user don't do not have to know basically What we are using at the back end whether it's mongo whether it's postgres So how we actually transform those data how we actually deliver them? They don't need to know all the primates. They just say like all right So I have this data store which is like name of my clients Let's say company a and they say fetch me data out that and of course they will fetch the data in the form of data Frame so it's already more of Excel World so so basically we said and when you have the data that you just Fetched using three lines of code you can either export them to Excel or Perform your analysis in the notebook itself So and they they actually interact with some of the services and And they ask us like is it possible actually to automate those So we deliver them a few solutions that enable them to just interact with the services Not only to fetch data and do the usual transformations But actually to to interact with the services to post some of the service in the server related Platforms to actually fetch the results to combine them and so on and at the end and of course as always We provided like a back and for storing and the data Okay, the biggest challenge that actually Fabrizio will tell you about was actually to teach them that oh so we provided the high level and Interfaces the programming interfaces so that they could just log into the software that we Exposed to them for hosting their notebooks. They could actually just go there, but what to type So you know, so in order actually to achieve that the first try was like maybe we will try this guy and Being crazy enough to teach them the Python programming or maybe we need someone with superpowers and that's Fabrizio So um, but that was totally not easy So maybe the story that I'm telling you right now is like it sounds trivial And actually when I was presenting those slides, I thought like oh, is it actually a good topic to present it during Europe? I don't because we are saying like yeah, we just decided to teach Programming to bunch of non-programmers, but presumably remember that they have no association whatsoever with anything Programming related like anything So all right So the thing that we had to actually keep in mind all the time was wise and how so in other words It's not only to show them the snippets and show like hey, this would be super useful You need to reinforce this idea that this would be actually useful and helpful all the time every single small step like hey This is how you can automatically take all get your all of your data do the analysis And that's faster than than any other solution that you know then for instance You can use this in this library to draw stuff to actually plot some Things then you can use this and that to actually produce your reports So by simply just introducing those those Elements of their usual pipeline. We were able to enforce those house and wise at the same time And the other problem was and realized that we realized that we got it for free Is that the usual question that we're getting from them? Can you say that in plain English? So in other words like they were coming with some problem They were like outlining the problem like using their hand waving and just high-level terms We were giving them response Answer to that and they were saying oh, could you say that in plain English actually because I didn't get that So then we thought how if we would teach them Python Python is a language. We know it's programming language But let's stick only to the language as a buzzword Let's use it. Let's actually treat Python as a foreign language So if you have a problem draft your problem in the notebook and use the language that we really understand and Then we'll deliver your solution much faster And of course dealing with the big data as I already mentioned Let's use Python again and If you combine their knowledge if you actually introduce the multitasking of the Python that we are all aware of they are just starting to Just discover totally different different world Okay, so naturally there were like a lot of people being like Incredible non-believers while lazy didn't want to actually engage themselves into something new and they will keep challenging us with some problems So for instance like yeah, you know, there's this Notebook and they were using this special tonal voice while asking those questions. So hey, can I pull my data using notebook? Yes use request or whatever like is it possible to scrape websites? So of course they were always Waiting for the snow saying like, okay, our system have limitations. So but They never ask actually the right question. So naturally is it possible to scrape website natural request scraping whatever Can I pivot my data pandas? Can I create plots? Yeah, there is like a whole bunch of Solutions for that kind of work on millions of rows, which is till now like totally not possible so or You could actually use like, you know and the very nice solution of splitting your data into 10 Excel files And then trying to do a big data like my produce and yes pandas again Okay, but I really need to work with Excel because like you need to have Excel Otherwise, you won't be able to survive in the jungle of data So read docs of pandas, you know All right, what was the result? This is a walk in progress. We are still Struggling and fighting and trying to enforce our way of thinking the results is far from utopian, but I think that Lots of people actually learn something new lots of people started to automate their work lots of people started to actually gain and and do something in the Free time this time that we free up by just introducing the solutions and The main question was like, why did we do that? So we have like very huge open space and I'm actually sitting there and observing people and We are like making jokes like the tech team. We are quite happy guys and then I observe in those analysts and Default that I showed you of this crazy Brazil fan so basically this is kind of the faces that doing when I strike them with the big data or whatever and And you can clearly see that those people are not enjoying their day So we thought like we need to give them something that will enable them to express themselves Some some expressiveness and the programming languages are just is actually the tools of the salt If I will give you any kind of problem You will start to actually putting the keywords and the grammar of Python all together and give me the solution They are the slaves of the UIs which are actually just enslaving them and and giving them No, sort of expressiveness. It's about actually, you know the scenarios the clickability scenarios That's what I actually achieving with the expressiveness comes creativity. So I was thinking like I'm a software engineer. I don't know what kind of application you need But if I will give you the expressiveness and and free up some time of you So that you can actually use your creativity with those new tools You will come up with really awesome applications because you know what you need in your industry and And of course at the end of the day, the most important is freedom So I think that those people's the ones that actually leverage this knowledge started to be much much more productive and Hopefully happier. So let's welcome Fabrice that will actually take you through the biggest challenge ever taken in the UK Which is actually training non-programmers to program in Python. So, hello everyone So basically when we submitted the the abstract We were asked to To have a separate section about the educational aspects of this journey that we had So these are my slides about it. You can find them here It's it's it's open and public and See a little bit about me It's a little bit so Don't have much time So why this part of the presentation the short answer is that we they asked us and the shorter answer is we hope it's interesting basically Some people teach Python some people train other people in Python Some people have colleagues that they go. How do you do this? How do you do that? And so I'm gonna I'm gonna talk about a set of guidelines that that hopefully will inspire you in your In your work, whatever you do What we are going to talk about what the trainee should do what the trainer should do and basically about My experience in in Manila have been in Manila two weeks in March to train 20 people It was a very nice experience. I asked to have four groups of five people each as much differentiated as possible Because I didn't want to have like one group of super smart people and one group of less smart people I want them I wanted them to be able to help each other So wait, wait, wait These are the guys. These are my My Manila my Manila guys amazing people So what a trainee should do these two things listen with the capital L Which means you have a trainer at your disposal So squeeze him as much as you can if you are ever going to take training in anything Get everything you can get the knowledge the experience what they think why they think the way they think How do they get the solution to the problems get try to get everything from them use that opportunity and Work hard of course What the trainer should do I think he should have to achieve excellent in the following First of all smile and be patient because if you don't if you don't do that you will put a wall between yourself and the people you're trying to teach something to and They won't be open anymore And you need them to be open if you wish you want anything to pass to pass that to them Never take anything for granted So you can go and teach non-programmers and start Yeah So we're gonna write a function and then a method and then we're gonna use the class and then we're gonna iterate over this stuff And they go like what? Because they absolutely have no idea what the function is what a method is so you have to give them the concept the lingo All the words that we as coders use every day and we were not maybe even aware that this is a special language That we know and we use but they don't know and they don't use so the ideas Why do we need to do what we need to do and the reasons the reasons behind behind? All the techniques that we use like code reuse for example, why why is important? Use the GPS technique. This is this is something that I always say so you're trying to bring someone from point A to point B through a Bunch of roads and at some point you can see by their faces that you you've lost them Because there's some concept that they they are missing so they can't go from here to here in this case It's it's you you have to find another way to explain To them so ask what is not clear choose different words Provide other examples do not repeat the same stuff in the same way because they're not going to go through that through that road Set some goals they should be reachable Start gently so they they're not scared off at the beginning and then gradually increase difficulty and Skip the boring trivial stuff is possible So they don't start wandering off cell phones and stuff and Deliver outstanding quality material you have to put your best effort into it when you prepare the materials The first reason you have to enjoy it as well needs to be a pleasant experience for you as well Give them only what what they need to know Because we're all pressed in time especially For me it was the London people Manila people they're very open they're very hard-working people London people are a bit more more difficult Because they have at least in our company They have a lot of things to do and so if they get the feeling that you are telling them something they don't need They get they get I'm not saying upset, but it's just we don't we don't need this We don't have time for this or just give me what I need so just give them what they need focus focus on their needs Which means if at some point you get you get to you get to a point where you have to explain something again do that instead of trying to Stick to your original to your original plan and refer to the real world Something easy to relate to So this is this is just one example when I when I was explaining how to handle files It's it's all very you you can't just go and say yes You have a handler to a file a pointer here and there You have to open it do something with the file and close it they won't remember it So if you give them the example and you say like a file is like a fridge They all know how to use a fridge So you open the fridge you put something in and you close the fridge And they already know how to handle a file because they have the association with something They've been using since they were little kids. This is very important because they will not forget that and Adapt so adapt speed difficulty and so have extra materials ready if you have a group of People that are actually fast and know what you can cut if you have a group of people that are less fast and entertain them Communicate your passion make them laugh and have a good time. Don't be too strict if they make mistake use them those mistakes To explain things again instead of saying oh you made a mistake And the next one is only for the brave So if you have to take a slide with you home today, just take this one Flash your ego down the toilet This is because you're doing it for them not for you and if you do it for them, it's just gonna get so much better The tools that I used well, Wunto And then a bash shell I Python console and notebook libraries pandas noom pie and and the analytical interface that we that we wrote my paint with the with the cheap Wacom tablet that is that is really really useful because if I have to explain what the function is I just go crazy to someone who is not a coder But if you can draw a box with a with an arrow that goes in with an arrow that goes out And you see it's about you know a bunch of lines of code that take some input and produce some output they all go oh, okay and Skype or googling out when you have to to to go remote and This is an overview of what is it possible to deliver in about 12 hours? So we had an introduction section session for Python I Python Sessions three data oriented session and one QA session at the end. So the introduction session is Giving them all the points all the concepts So they have to they have to understand at least high-level What's looping branching and so on and so forth and it's really important because it provides Content context, so they don't get lost when you when you then start to explain This stuff debate the basics of of Python So code reuse and functions the looping and branching handling files Python data structures the main data structures and the main built-in functions extra materials that I delivered So advanced stuff with dictionaries function arguments list comprehension slicing and the broader introduction to built-ins and The data-oriented sections basically when you work with data you have to do three things you fetch data You work with with it you clean it you mangle it and then you provide some sort of output that can be text statistics or You know those pretty graphs that everybody likes And you have to use of course Jason because stuff that comes we work we work with Twitter and Facebook So we've got a lot of Jason to to work with a reg some regular expression some string manipulation And of course the lovely daytime objects, especially with time zones. They are nice So that's it. I hope this was Interesting for you. You feel free to contact us and before before we close an open question I have a question. I have a favor to ask to all of you There's a there's a there's a lady that I love to beat and she's coming out of Surgery in this very moment. So if we if we could have a round of applause to wish her good luck I would really appreciate that Yeah, a few a few minutes for for questions now Please remember to use the microphones Thanks for the talk So we have a similar problem in my current company, but what would they ask for us normally at just queries basically just How many of these this month? How many of that? So maybe for us it would be even simpler. We could just somehow make it simple to make queries You have any suggestions how we can do that in a way that they don't allow and not allow to make some crazy queries that killed the database or deleted all the records Yes, this is exactly what we've done with the with the D3 analytical interface basically we provide an interface to them and This this interface limits their what what they can do with the database basically shields the database and It has two two basic Advantages they can query the data regardless of where the data is stored or how the data is stored and And we don't have the problem of someone saying oh, you know what I deleted everything So because because they can't there's no delete everything through that interface How do you? Catch up with the questions which comes afterwards after you leave Manila for example Yeah Basically, I didn't after I left for Manila Some people were still asking how do you do this? How do you do that? And of course they always make time If my boss is happy, I I do a remote session if for any reason I'm very pressed I do a bit of overtime maybe an hour or so and Because I'm always happy to do this. I really really love Teaching Python or whatever. So it's it's always a pleasure to help someone Especially when when they are eager to learn. I just can't say no So so yeah, and there is also one more thing because please remember that as soon as you introduce notebooks This is the communication actually Item that is used so whenever there is a bug or the problem. They just share a notebook with you It's not high-level email sent to you like hey by the way, this is the problem They just give you a notebook. You just run it and say alright. This is a bug and It's very simple to actually, you know That's why we said that that python would be used as a foreign language for us Even though we are all foreign as using English English is not enough to actually Discuss their problems. We need to go Into more formal one Hi, thanks of all first for the thanks for the talk you nearly answered my question Could you have done it without ipython notebooks? I think that we actually were at the You know, it was a perfect time to introduce kind of solution because I think that if we would introduce them like a console based You know a solution which was like the bear bones python with even without ipython, you know Like it's showing or giving all the nice colors in the console We will never actually be able to introduce or even push this idea and a third I put a notebook gives this enough UI that you need You can plot things there and this is mainly what they do They want to get data. They want to actually perform some stuff on the data The other thing was that they all mostly work on the laptops and the thing is that the Amount of data that I dealing with are just too big for the laptops to handle So what we did we just bought the super powerful server and just hosted the notebooks there So since they are working in different time zones, basically they could have like 32 gigabytes of RAM of 40 or 64 gigabytes of RAM just like that and just perform and since they were not, you know Building the graphical representation of the Excel file They could actually have handle even more and more data with that and then at the end it was synced with their laptops So so when they were done, they could actually just save their day Results and even carry on on their laptops with much smaller already cleaned up data or plots You said that you were using Ubuntu for the trainings What did you do afterwards if some people were using Windows or some other operating systems? You said that you have a server with no books. So do all the people use just that server or do they have local environments? So they were using their own computers with Windows unfortunately, but everybody uses Windows and The place where we host this technology is is on Debian, right? so the notebooks are on Debian and I use Ubuntu so If you want to be a trainer Ubuntu gives you all the tools that you need You can do anything you want and the beauty of the I Python notebook Technologies that it's not really important what kind of system you're using because basically you do everything in the browser So as long as you have Firefox or Chrome and you don't use the other one Can't even pronounce it So yeah, if you if you are on on Windows though There is a small problem when uploading stuff with Chrome So if that happens don't go crazy debugging just use Firefox and it will work Yes, but how do you deal with people that like want to install packages on their laptops or something like that? Like especially if you do data analysis NumPy and this stuff Can get kind of hard and explaining them like package managers and everything could be hard So do they just not do that and use the server or do they actually want to use Python locally. Oh Basically, they didn't have to do anything on their on their laptops everything was provided on on the server side So where we host the notebooks we have installed all the libraries So the three analytical interface NumPy, SciPy, Macplotlib, Pandas Everything they need is there installed for ready to use so they just open their notebooks We have an authentication system for for each analyst and they go in and they do from blah import And and it just works for them. So they have a slow as low window box or Super nice Ubuntu machine doesn't doesn't really matter because the heavy lifting is all done By us in the server that much was talking about before Are there any more questions? So I understand that the data analysts are quite happy. You were also talking about the human resources people and the accounting department which have quite different needs like Payroll which Was it handle also did you? so if you think about it like one one project that James developed for Finance team was basically, you know, they had this super annoying Thing that they were doing Manu Ali, which was just combining Excel files that were delivered by the sales guys And basically they had to build some repos on top of that So sounds trivial, but for them is just a manual walk. There is no other alternative. It's just wasted Wasted time during that during doing quiz that person will go Irritated and then just one of us in this case James just provided solution for them So so basically we gave them the tools to talk with the data to actually get the data But at the same time we are listening for some new stuff that we can actually deliver on top of that So we just basically delivering them like one magical black box, you know Function that they could actually call like a create report and of course under the hood lots of stuff was were happening But but since we were free up from delivering QI because nobody required that anymore We could actually just focus on on the business value on the business Algorithm that was actually delivering the solution Please use the microphones The use of Excel several such programs decrease after your 20 So basically it didn't decrease because the thing is that they were not able in some cases to use it at all like, you know Just imagine They had this very nice Adjustment mechanism so they were opening an Excel file and if the person was smoking That person knew that it means around 30 minutes to open that file. So that was a break time Basically, so they just stopped opening those so maybe less breaks. Maybe that's better. Actually, I don't know But in Manila actually change things changed a bit there They're starting to introduce I Python they they introduced the I Python notebook thing step-by-step in the process So they were doing a bit and then switch into Excel and do the rest and then another bit and then switch into Excel until it was all I think the most important is that even if you train them Even if you show them all the solutions, you still need to wait for this discovery moment when they actually send you to see me Like whoa, they actually realize that this is powerful stuff Now they will I think alright some keywords something is flying around but then they actually automated a pipeline You know and they actually realize that they can do something creative and actually contribute to something interesting rather than you know Just just clicking through their life Okay, thank you very much much a and Fabrizio


So, well, a very good afternoon, ladies and gentlemen. Rather, it's taking towards the time. It is time for us to now get to our final panel discussion. Well, what an engaging conference this has turned out to be. And it is now time for a rather very engaging panel discussion, which we'll be talking about implementing a preventive approach to combat mental health concerns workplace and beyond. While measuring progress on workplace mental health, its promotion and measures, what can the corporates do to create a safe environment for people with mental illness? And how can we make India more inclusive for people with mental illness? Well, ladies and gentlemen, for this exciting topic and hearing, it is time for us to now call upon the screen our esteemed panelist. First up, Dr. K. Madan Gopal, Senior Consultant Health, Nithya Ayo, Dr. Radheesh Gupta, Director, Government Institute of Medical Sciences, UP. We are the senior vice president marketing Columbia Pacific Communities, and the session shed is Ruhel Amin, Senior Editor, BW Business World, Executive Editor, BW applause. Well, with this, I'd like to heartily welcome all our esteemed panelists. Thank you so much for your valuable time with this, Ruhel. The screen is all yours. Thank you, Vamana. Thank you for this introduction. Am I audible to all my panelists? Yes. All right. Okay. So I think we don't need to emphasize more on the importance of mental health given the last two and a half years, a lot of focus has been on it. And rightly so, I think it concerns all of us. And it's the right time that we put it at the center stage and start talking about how we are addressing it, what needs to be done. How can we make it even more effective? So we have a great panel as introduced by Bhavna. I want to start with you, Piali. With you, my first question to you, Piali, is, in your view, how are organizations looking at preventive mental health care? Has there been a shift in the way they look at it? Thank you so much, Ruhel, for the question and a very good evening to everybody that's joined as well as to my fellow panelists. I'm very happy to be here. I must mention that I'm just recovering from COVID and I do have some post-COVID complications. So I'm coughing excessively. So do excuse me if I'm coughing too much, but I'll try to do my best. I'm going to introduce myself. Obviously, my professional designation is that I'm Senior Vice President Marketing at Columbia Pacific Communities. That's what I do for a living. But in the context of this particular discussion, I'm going to introduce myself as somebody with lived experience. So I am people with lived experience of mental illness. I was diagnosed with clinical depression and generalized anxiety disorder when I was only 13 years old. And so it's been 24, 25 years of living with this illness and trying to manage it as well as obviously working. And from time to time, I am requested to be part of panels because I also do a lot of advocacy work on mental health. And I have my own podcast as well. And certain publications ask me to write about this particular topic. And I've always said that we haven't even scratched the surface as far as doing something on mental health is concerned. We are very, very far behind. And I've always said that what I find unfortunate is the fact that it took a pandemic for us to take mental health seriously. When it is such an integral part of your overall health and wellness, in fact, it is health, which is why it is called mental health. I do not understand why we've sort of for years and decades together not paid attention to it, not taken it seriously. And in fact, done a tremendous amount of disservice by stigmatizing against people that have mental health issues. As far as organizations are concerned, and I have been a part of some very large organizations as well. I have to say that not much is being done.  There is no denying it. Yes, I think today HR functions are taking it a lot more seriously. There are conversations happening with the leadership. They would probably do a bunch of surveys like a pulse survey or a Kerasack survey to figure out how their employees are doing. They would probably have mental health counselors on board to offer free support for somebody that's going through something. They would probably, certain organizations during the pandemic, announced a four day work week, only to go back to a five day work week. So we've seen a lot of these kinds of things. We've seen organizations say that there is going to be yoga and meditation available in the premises, etc. So yes, we have seen a lot of these initiatives, but are they enough or are they being done from the point of view of really, really looking at mental health seriously, or are they being done from the point of view of, hey, this is something that is going to increase my productivity and is going to help me get better ROI. I think that is the conversation that we need to have. And I think I'm glad that we have doctors today as part of the panel, because I think their point of view on this, as well as the point of view of people with lived experience is very, very important because corporates often do things, whether we like to admit it or not, because there is a certain agenda attached to it. I mean, you could do a whole bunch of HR related mental health activities, but that could be ultimately because you want to, let's say, look at certain business objectives, like better attrition rates or higher productivity. At times just a tick mark, but I have a separate question for that. I have a separate question for that. I'll come to it and let me go to Dr. Gupta at this stage. It's his initial remarks on implementing a preventive approach when we talk about it. How far have we come in this conversation according to you? Thank you, sir. Good evening, everyone, all my panelists, and me for you for inviting me for this panel. See, this is a very important topic in post pandemic that mental health is part and partial of our health and well-being. It is an integral part of the WHO definition that mental health, it's a physical, mental, social, and spiritual well-being. I think now we are taking post-COVID complete definition in mind whenever we are concerned with mental health. So this is, I think, a very, very important thing. And as a whole, we are in the government organization, but for corporate, private, everyone now have to look at the mental health of their HR, their employees. This is not only for their own safety, own security, but as well as also for the productivity and whatever outcome you want to expect from your employees, probably mental health is part and partial. Mental health is, you know, it's not only that they look happy or a lot of factors are there, a lot of these factors are there, which has leading probably post-COVID, which is much, much more important. So this actually involves their own personal problems. There are problems because of COVID. There are nuclear families, they have to take care of their families as well as their workplace. And if they do not look after equally the workplace, probably they are discriminated. A lot of stigma and their performance is actually deteriorating. So probably this is a very important part on the aspect of all stakeholders in government as well as to take care of this mental health in total. Dr. Gopal, we are very fortunate to have you with us. You are more qualified when it comes to implementing a preventive approach because it might need a regulatory push at times to ensure that it happens. But your initial talks when we talk about preventive approach to combat mental health concerns, how has it evolved over the years according to you? Parishan Mute. Thank you Rohit and thank you for this opportunity to share my thoughts and views. No doubt it's a very big issue and I will just take the things forward where Dr. Gopal has left. It took around 40-45 years to arrive at a definition of health, at least with the state of physical, social and mental well-being, not merely an absence of business. And for implementing that, I think some parameters were agreed, that is health for all by two thousand. At that time it was only focused on the health. And that approach was designed that is comprehensive with the primary and secondary approach. Then the goals were shifted from this health for the linear development of the statistics. Now we have moved from the health, from the disease, it was way back before the formation of WHO for disease. From there we come to the health with the indicator we tried to measure. From there we have now, the paradigm is now shifting towards the wellness part. That means if you are well, then you can always enjoy the physical, mental and social well-being. So we are focusing more on the well-being. Apart from that, if you talk about the regulatory things, we have the Indian Lunatic Act to 1912, where it was a involuntary admission and the doctors were responsible for the treatment. And it is the discussion of the doctors for providing treatment to the patients. Then in 1982, we are having a national mental health program. We started the national health program when in India was signatory to the Armata Declaration and we thought that at that time we should be doing something about mental health. There also we have started this mental health program, which was more of a centers towards awareness as well as preventing and providing treatment to the people. Then we had this national mental health act in 1987 where we have tried to see that from the involuntaryness, it has become a voluntary. That means the patient family and the patient of the person can take care of this. But the rights and other issues were not there, right of a mental person and the issues were not there. And since 1996, we are implementing the district mental health program where it is focused on more or less providing treatment through the district health network, providing the psychiatric services at the district hospital. We are having around 700 plus districts in the country and each of the districts will be providing that services which are there. Then it will more or less focus on the preventive strategies for screening of the population as far as providing treatment environment to the patient at that level. Then in 2014, because this was all centered on the treatment aspect, there were no rights issues. Then in 2014, we had that national mental health policy where we talked about the rights. I mean, we have seen the act from the rights lens, right of the mental person in this. In 2017, we had the national mental health act where we have talked about the criminalizing because even though the act was there, but there were other acts. The other CPR acts were there which were taking precedence for this mental act. The mental person was not having any right for the property. He was not having the ground for divorce and other things. If the person is not mentally sane, there were certain issues with that. So in that, all the things were addressed during this 2017 act. And with now, you see what change has come previously for the ECT therapies, no consent was required. Now, consent is required and NFC, she has required for providing that. Here, we have all from that level to this level. And the district mental health program might have seen that there would be many societies which have informed that the Mohalla level as well as the village level, which is trying to provide some preventive services to these people. So that's one thing. And in the course of this session, we can discuss and discuss all the rights of all of this. No, absolutely. I think you have given an overview of how things have changed. And thank you really for that. Piyali, as an expert and someone who has lived, you know, who has lived experience of what all it means that we are discussing. You know, how can organizations measure progress on mental health at work? What are the bigger challenges? And what are the right ways to do that? Right. Look, I mean, there are obviously different ways of measuring whether an organization has made progress on mental health or not, right? Like I mentioned earlier to you that there are several tools that there is a model called CARISAC, which, you know, somebody had sort of come up with at least about 20, 25 years ago, which a lot of companies do use. You could do a pulse, check. There are questionnaires where, you know, you kind of talk about whether an organization is able to give you decision latitude, is able to fight you with the kind of work and not overwhelm you with work and also is able to give you the right kind of support. And on this, you know, it is decided what kind of scores are given, right? But I think the point here is, like I mentioned earlier as well, what is the objective? What is the objective of doing this?  Because then I do not know if that is the right approach. On the other hand, if it is really about caring genuinely about the mental health state of people and understanding that mental health is a very, very integral part of physical health and the two go hand in hand. And there is, you know, there is no physical health without mental health. Then I think, you know, we are talking about progress, right? Typically, what is being done today is, like you yourself rightly said, it is a lot of pick-marks, right? We have done this, we have done yoga, we have done, we have done counsellor, we have done four-day work week and all of that, which is all fine. I mean, at least something is being done. But are you primarily and fundamentally encouraging open conversations in your workplace around mental health, giving people a safe and no judgment environment to talk about their struggles, creating platforms actively where these conversations can take place, and involving leadership who also show their vulnerability in order to come across somebody, in order to build a culture where vulnerability is not only accepted, but even celebrated. I think that, to me, is the right approach. I think that a lot of companies are probably not looking at the bigger picture. They're looking at mental health because today, suddenly, after two years of COVID, it's a huge talking point, and you cannot talk about mental health, and it's the cool thing to talk about or the in-thing to talk about. I'm glad that people are finally talking about it. But are you taking care of the brass tacks and the fundamentals? And the fundamentals here is mental health is a topic that is steeped in stigma. It is steeped in stigma. People suffering from mental health issues have always been stigmatized against that work. They've always been seen differently. They've always been, let's say, denied certain kinds of responsibilities. They've always been kind of bracketed as, let's say, difficult or whatever it is. Are you actively doing something as leadership to actually dispel all of that? I think that is really the need of the R. It's not so much about saying that, oh, on my mental health index, I have a mental health index, I've moved from 7 to 9. That's great. But what are you doing beyond that? I think that's really what we need to focus on. Thanks, Piyali, for sharing these insights. Dr. Gupta, I have a specific question for you. Mental health has gradually moved to, there's a difference of, like in the upper class and all these economically high classes, it's an issue that can be addressed. But in a state like UP where maybe a taboo in certain places, how do you ensure such conversations are accepted even? People who entreat themselves for mental health, I think it's not still acceptable in the larger part of the India part, of course, understands the Bharat part is still coming to terms with this thing called mental health. I think there's law of taboo. Is it correct? Am I right? And how do you address it? Thank you, sir. I think this is a very pertinent question. And what you said, for middle and lower class, still it isn't a taboo. For any employee person at a workplace, declaring himself not to mentally sound or describing or discussing something, probably, I think it's a taboo. And this what Madam Piyali has said is rightly discriminated and they are actually not given the due response to what they are supposed to do. So this is actually a role of leaders and then managers to ensure that mental health also should be taken care of at the lowest level. So what we have to have, we have to remove the stigma. It is not easy, it is difficult. We have to improve the communication at all levels, maybe horizontal, vertical, diagonal. People should have good accessibility to what Madam has said. There should be an active creative platform where people can actually express, may not be by name, may not be anonymously. They can launch feedback. Feedback is another way you can get. And anywhere, rather than people are coming, the higher ups can go to that particular level where they feel that people are not performing well or people. So rather than finding faults with them and then further discriminate, probably, they can find out the effect what is wrong and probably there, they can find out a lot of feedback. We in our own government institute, we have, you know, do the open Darbar. Open Darbar, again, people may not come, but at least they know that higher up, the hierarchy is actually sensitive to their issues and probably in one platform or other platform, they normally come out and we try and actually approach them directly or indirectly. So accessibility is one, taking feedback, good communication we can actually keep. And of course, anybody who needs to be helped, maybe, you know, free sort of a consultation or free checkups, free treatment, all these things, if you made these things available, probably more people will come out, more people will put up their problems and I think mental health of the organization can be actually improved. Absolutely, absolutely. Dr. Gopal, are there any regulations being, you know, thought of to mitigate concerns related to mental health at the workplace? Do you think we need a strong regulatory push to implement, you know, this? Rohail, it is very easy to say about regulation. This is a journey which we have made from the lunatic act to the national mental health framework which is there. So you see the progress which we have made, because talking about mental issues, talking about regulation as a solution, it's very easy said then done because do we have the regulatory capacity? We do have a mental health program. We are in the different level of implementation. The program is still to mature. It's almost 15, 20 years and we have to see that a long way to go. Regulation is not going to be that much important because we do have accurate standards that we will see you see the whatever programs were there in the 87 act, they have been rectified after 20, 30, 40 years, we have rectified that thing. It has now given rights to that kind of thing, but only thing for revitalizing this is to empower the person to sense how to use this enabling provisions which are there in the existing act, existing regulations. They're quite fair enough to at least safeguard the rights and interests of the mental health people. But having said this, there are larger more issues about the mental person. You see, it's not the person who repose that I'm not well and you see the way the things happen. In the government institution, you see people don't want to go back home because if the person is continuing, if they want to work until 9 o'clock, 10 o'clock without any work, if the person is not able to complete his work in this definitive time, as we mature, our attention span also comes down. We require some break from that environment. The mental problem is the last thread. It's not only the person who is coming and reporting. We have to find out ways of helping all these people. Regulation is not going to help you. We are having enabling provision. I'm just repeating that thing, but it goes way beyond that. You talk about the issues. One of the important issues is if the person is doing overtime, is he mental? That's a question which you have to ask. As Gupta Ji has rightly pointed out whether the administration or the other person, they are coming and talking and getting like or not. If a person is in a position, if he asks the feedback in a policier manner, what kind of feedback he will get? How many schools they are having counselors? It starts from that school level. How many of the people we counsel our children and other people? We say that you take that kind of attitude we are having. So a lot of work is required. It's not the regulation which will bring the kind of change, but we have to start work right from our ourselves. We start work from ourselves. How we treat the other person? Because the ambition has overtaken all the aspects and the value system is the ambition as well as making how much money you are making. That drives all the things. I start my day on time. I finish my day on time, but I am more productive than most of my colleagues. They sometimes wonder what is happening. So you have to see that if the person is particularly strong, then he will never cling because if they would look at the government functionaries and other, if they are trying to cling to the government that is office, that means something is wrong either with him, at home place or something is wrong. Because a person can't be having an attention span of right. We have to address these issues rather than it's a society. We have to address this issue. Regulation, building environment, but given the capacities, we can't be forcing people. So that's the challenge. We have to see that how we balance it out. And this problem is going to be with the ambition and the value system more or less coming previous videos to ignore it. The value system is money only. In what, why who can prove you have to create money? So if that value system is there, right from, it's not the upper class. The lower class also, this problem is there. Because mental health issues, they ultimately culminate into the substance abuse, the drug abuse, everything. The addictions and other things also link to the mental issues. It's not a simple thing. You have to look it in the different cabinet. And there are many social things to that. We have to address that thing. Absolutely. Absolutely. Of course, I think it's not just the regulatory pushes also, the awareness part of it and people being aware, unless they are aware, I mean, they won't even go for the treatment. Piyali, two questions for you. We have 10 minutes. So I have my last set of questions to you. First, one you mentioned, again, I'm coming to that lived experience. First, tell me, how can people with lived experience contribute to the mental health discourse in the country? And second, there's another taboo. I might say postpartum depression and not many people talk of even that part. So if you could respond to these two questions. Yeah, sure. Before I go on to these questions, I just want to add that the taboo of mental health is not just something that's in the lower classes. I think that's not the fact. In fact, I know a lot of extremely educated, foreign educated, established people who are seeing symptoms and are not taking treatment because they do not want the tag of being mentally ill. Because like Dr. Madan Gopal said earlier in the conversation, mental health was considered being lunatic. I mean, you heard about the journey of how from lunatic act, it's now become something else. And I think that association and that correlation of mental illness being something to do with being mad or not being okay or being unstable or being a lunatic is something that we still deal with. And it's very much prevalent even in upper class society as well as in middle classes and in all classes. Coming to the question of how can people with lived experiences that is PWLE, people like me, contribute to the overall discourse, a couple of things. One is I think people with lived experiences should be actively sought out for forums, for discussions, for discourses, for various activations in mental health and the awareness building initiatives of mental health to come and openly talk about their experiences. Now, everybody has a certain level of comfort in talking about it. Today, I can openly talk about my experiences of living with depression and anxiety. Five years back, I was not this person, right? And something in me changed and I decided to become an advocate. Now, not everybody is going to be an advocate and that's fine. But the ones who are ready to talk about it and the ones who actually come out and share their experiences should be sought out in organizations, outside organizations, to come and share their experiences so that people who do not have the illness know exactly what is it like to live with the illness and the symptoms. And more importantly, know that there is a difference between the symptoms of the illness and the human being. And often, because the symptoms often engulf the human being, we forget to look at the human being separately from the symptoms of the illness, right? And I think these are things that are very important to be understood, particularly in the workplace environment, right? The second thing that I want to say is that people with lived experiences are a very rich resource of all kinds of information. Now, whether that is information that is needed to do further research, whether that is the information needed to do a breakthrough study in mental health, for example, I have contributed a lot of my time towards these kinds of researchers and things like that. And the idea is to actually tap into that, right? And finally, the third thing that I want to talk about is that, you know, there's a lot of conversation today around diversity, equity and inclusion. We talk about DE&I all the time. It's the other buzzword. But what is really diversity, equity and inclusion? You know, diversity, equity and inclusion can't just be about hiring a woman's CEO. It can't just be about hiring 50% of the gender, just the gender conversation. Yeah, it is not just about gender diversity. That is yes, one kind of diversity for sure.  Otherwise, I think we're doing a great disservice to the whole conversation of diversity, equity and inclusion. So that I think is the first part of the question. The second part of the question was about, and I hope that answers your question. The second part of the question was about postpartum depression. Our postpartum depression is depression that affects new mothers after they have had a child. They suddenly slip into depression. I know of many cases, people that I have worked with, people that I continue to work with, people that I have the highest amount of respect for who have gone through this very, very challenging phase. And although I am not a mother myself, but I've gone through and I'm currently continue to go through depression, which is a life alterating, debilitating disease, which becomes very, very challenging to deal with when you are also having to get to work and get things done and, you know, carry out your responsibilities there. We have to understand that 20%, if you look at the data today, 20% of women in India, new mothers in India suffer from postpartum depression. That's one in five new mothers. It's as common as that. And yet, there are no conversations around it. There is again, a lot of misconceptions, stigma around it. And, you know, the more I think about it, the more I feel that it is because women in our culture have always been seen as, you know, as, as nurturers. And that is supposed to be our default role in the culture. Right?  Right?  But that's not, that's just not how brain chemicals work. You know, I mean, it is, it is a different phase of life that she's getting into her priorities in life have changed overnight. Her body is going through all kinds of changes that she herself is not being able to make sense of. And she's entering a phase of life, which she's not really prepared for. She has no firsthand experience of it. Right? So obviously, it's, it's, it's an extremely challenging time. And therefore postpartum depression is a reality. It is something hundreds of women are dealing with quietly, silently, not able to speak up at work. In fact, I remember this absolutely brilliant campaign that Prager News had done about three to four years ago on postpartum depression, which I think everybody should watch on, on, on YouTube. And, and it's, it's just something that organizations are ill equipped to handle. They have no idea how to handle this. They have not done anything to understand how to build a support system around new mothers and building a support system around new mothers is not just about giving them a crash and giving them maternity leave and giving them off time and things like that. It is also about understanding whether they are going through a severe mental illness and how do you then sort of, you know, support them. So I mean, those are my points of view on this. I hope I think that answers your question. Absolutely. I think I think really you have given a very elaborate input, you know, view of the problem. My last set of questions to Dr. Gupta and Dr. Gopal, Dr. Gupta, to you. What changes are needed to ensure that, you know, preventive mental health care becomes a top priority at all levels? First to you, Dr. Gupta. Yeah, thank you, sir. I think if you go through the whole symposium and ultimately this is what actually the take home message is for everyone who is listening and probably this is very important. Now, first and find out, I said, if you want to improve the mental health of any organization, probably you have to understand the facts. You have to find out what the work related risk factors which can actually are causing a great mental stress among the employees or the workers. So what is required to be done? You have to find out the causes. It could be a poor communication, both horizontal, vertical, diagonal. There's a very poor interaction between among the workers, who they are managers or seniors in any organization. So interaction is important. We have to encourage interaction so that they can come out with their problems. Then we have to train our people. One, you can compensate your or you can improve the efficiency of your workers or your employees by empowering them by good training, good skills, if you teach them. You have to look after in case they are working in an unsafe environment. So you have to see the safety of their environment. You have to improve their decision making. All the workers, they should be empowered if they wanted something to be done, something to be modified. Probably they should be given the liberty to change. Even our own organization's objective also should be clear. It is not only profit making or your goal achieving. You have to see the limitations in which they are working and probably they are doing their best and if you improve their working conditions, probably their output will definitely improve. Then we can promote the mental head by positive aspect of the work. We can make the ambience, good lighting, optimal temperature, availability of their recreational activity, availability of food, good canteen. I think these are various incentives. Then you have to have active measures to improve the mental health. You can have create some platform where people can come and have access. You can appoint counselors where actually they can go and interact other than interacting with their superiors. Probably they are much better. Accessibility we have to improve in the system so that people should come out. You can facilitate, you can empower, you can have some staff, developmental programs where probably they are more encouraged to join and probably their income and future prospects also improve. So overall you have to provide them free or subsidize your checkups, availability of treatment. So I think if you see in total, probably you can improve their wage and means to find out and their wage and means to improve the mental health of the organization. Final words Dr. Gopal. Well thanks. One of the important things at the place is that we should have a workplace policy for dealing with the mental health of the persons. One way is to adopt that ESG framework which everybody talks about but very few adopt. He said how we move towards adopting that ESG framework. We only create stress to the employees. Now we see that how to distress them by creating recreational activities and opportunities for them. It's very easy because many of the organizations for the sake of recreation they create a gym facility is there. But gym and other things only the persons who are interested in doing this or the gym method they would be going in. The other games also with the people can play and they can relax themselves. We have to create that kind of culture. The hierarchy has to cut across all the sections. It should not be that I'm the boss, you're the worker. They should play all played together. Then only the collective feeling and the commodity will come and the collective growth of the organization can happen. A lot of things to be done but the things have to start at our level. What best we can do to see that the person whom we are interacting at the house level, how we are treating with your household helps another person. It has to start from there. So how you treat your this colleagues and others. We have to start from ourselves and the organization can evolve and match around that. I will stop here. Otherwise a lot of things to be done is very easy to talk about mental health. This to be done, this to be done. But we have to match the people in changing their behavior. It has to start from us. So that we can talk and we can take it forward. I'm really sorry we're out of time but thank you so much Piali, Dr. Gupta and Dr. Gopal for sharing your insightful thoughts on this discussion. Thank you very much for your time. Thank you. Thank you so much. Thank you. Thank you. I esteem to upon this. Thank you for joining us today.


Hello everybody, myself, Mr. Birajdar Bada Saheb, Assistant Professor, Department of Humanities and Sciences, Walshchand Institute of Technology, Sholapur. In this video lecture, we will discuss Laplace Transforms of Integrals. Learning outcome. At the end of this session, students will be able to find Laplace Transform of Integrals of Function F of t. Let us start with statement of Laplace Transform of Integrals. It states that if Laplace Transform of F of t equal to F of s, then Laplace Transform of integration with limit 0 to t F of t dt is equal to 1 upon s into F of s. Now, proof of this statement, let us suppose phi of t equal to u 1 integration with limit 0 to t F of t dt, when we put t equal to 0 in this result, we get phi of 0 equal to 0. And when we differentiate this result with respect to t on both the side, we get phi dash of t equal to now derivative of right hand side integration with respect to t gets cancelled, we get F of t, so that phi dash of t equal to F of t. Now, by property Laplace Transform of derivatives, we can write Laplace of phi dash of t equal to s into Laplace of phi of t minus phi of 0, which is equal to now phi of 0 is equal to 0, we know that so that s into Laplace of phi of t. From this result, we can write Laplace of phi of t equal to 1 upon s into Laplace of phi dash of t, which is equal to 1 by s as it is Laplace of phi dash of t, we can write Laplace of F of t because phi dash of t equal to F of t. Therefore, when we replace phi of t equal to integration with limit 0 to t F of t dt, which is assumed in the left hand side and Laplace of F of t equal to F of s in the right hand side. So, we get Laplace Transform of integration with limit 0 to t F of t dt equal to 1 upon s into F of s, this is the required property, hence the problem. Now, working rule to solve the problems to find Laplace Transform of integration with limit 0 to t F of t dt, we have to follow these steps, step one. First of all note down the value of integrand function F of t, step two. Find the Laplace Transform of this function F of t and denote it by F of s that is Laplace of F of t equal to F of s. Now, step three, write Laplace Transform of integration with limit 0 to t F of t dt equal to 1 upon s into F of s means replace F of t by given function in the left hand side and its Laplace Transform F of s in the right hand side, which gives required answer. Now, let us consider the example, example one. Find the Laplace Transform of integration with limit 0 to t of e raise to minus 2 t into t cube into dt. Here, integrand function e raise to minus 2 t into t cube is denoted by F of t and now, we have to find its Laplace Transform. First of all we find Laplace Transform of t cube, which is equal to gamma of 3 plus 1 upon s raise to 3 plus 1 due to the formula Laplace of t raise to n equal to gamma of n plus 1 upon s raise to n plus 1. Now, we have to simplify right hand side, which is equal to gamma 4 upon s raise to 4, which is equal to gamma 4 is 3 factorial using gamma property upon s raise to 4, which is equal to 3 factorial means 6 upon s raise to 4. Now, by force shifting theorem, we discussed earlier that is Laplace Transform of e raise to minus a t into F of t equal to F of s plus a when Laplace of F of t equal to F of s. By this property, we can write Laplace Transform of e raise to minus 2 t into t cube is equal to in the Laplace Transform of t cube that is 6 upon s raise to 4, we have to replace every s equal to s plus 2 that is equal to 6 upon s plus 2 bracket raise to 4 and this result is denoted by F of s. Now, by property Laplace Transform of integrals that is Laplace of integration with limit 0 to t F of t d t equal to 1 upon s into F of s. So, by this property, we can write Laplace Transform of integration with limit 0 to t of e raise to minus 2 t into t cube into d t equal to 1 upon s as it is into F of s means 6 upon s plus 2 bracket raise to 4 which is equal to 6 divided by s in bracket s plus 2 bracket raise to 4 is the required answer. Now pause the video for a while, write the answer to the question. Question is find Laplace Transform of integration with limit 0 to t hyperbolic cos of 2 t d t. Come back, I hope you have written answer to this question. Here I will going to explain the solution. Question is find the Laplace Transform of integration with limit 0 to t of hyperbolic cos 2 t into d t. Here F of t means hyperbolic cos of 2 t. Now, we have to find Laplace Transform of hyperbolic cos of 2 t which is equal to s upon s square minus 2 square which is equal to s upon s square minus 4 denoted by F of s. So, this is by using formula Laplace of hyperbolic cos a t equal to s upon s square minus a square. Now, by property Laplace Transform of integrals we can write Laplace of integration of F of t d t with limit 0 to t equal to 1 upon s into F of s. By this property we can write Laplace Transform of integration with limit 0 to t of hyperbolic cos 2 t d t equal to 1 upon s as it is and F of s is here s upon s square minus 4.  Now, example 2 find the Laplace Transform of integration with limit 0 to t t sin 3 t d t. Here F of t equal to t sin 3 t. Now, we have to find Laplace Transform of this using effect of multiplication by t property. For that first we find Laplace Transform of sin of 3 t which is equal to 3 upon s square plus 3 square which is equal to 3 upon s square plus 9 because of the formula Laplace of sin a t equal to a upon s square plus a square. Now, by effect of multiplication by t property we know that Laplace of t into F of t is equal to minus 1 into d by d s of F of s. So, by this property we can write Laplace Transform of t into sin 3 t equal to minus 1 into d by d s of F of s means 3 upon s square plus 9. Now, we have to differentiate this 3 upon s square plus 9 with respect to t s using co-centering. We get minus 1 as it is now keeping s square plus 9 numerator as it is and derivative of numerator 3 0 minus numerator 3 as it is and derivative of denominator is 2 s divided by s square plus 9 bracket square which is equal to minus 1 as it is into now in numerator minus 6 into s divided by s square plus 9 bracket square. Then therefore, Laplace Transform of t into sin 3 t is equal to 6 s upon s square plus 9 bracket square denote this result by F of s. Now, by property Laplace Transform of integrals that is Laplace of integration with limit 0 to t F of t d t equal to 1 upon s into F of s. By this property we can write Laplace Transform of integration with limit 0 to t of t into sin 3 t d t equal to 1 by s as it is.  Now, s s gets cancelled which is equal to 6 upon s square plus 9 bracket square this is the required answer. Now, another example, example 3 find the Laplace Transform of integration with limit 0 to t of e raise to minus t sin 2 t upon t d t. Here F of t is e raise to minus t into sin 2 t upon t. Now, we have to find it is Laplace Transform using suitable properties. First of all we find Laplace Transform of sin 2 t which is equal to 2 upon s square plus 4 because Laplace Transform of sin a t equal to a upon s square plus a square. Now, by effect of division by t property Laplace Transform of F of t upon t is equal to integration with limit s to infinity of F of s d s. So, using this property we can write Laplace Transform of sin 2 t upon t is equal to integration with limit s to infinity of 2 upon s square plus 4 into d s. Now, take 2 is outside and in bracket integration of 1 upon s square plus 4 with respect to 2 s is 1 upon 2 into tan inverse of s by 2 bracket close with limit s to infinity. Now, 2 2 gets cancelled and when we put s equal to upper limit infinity we get tan inverse of infinity minus when s equal to lower limit s we get tan inverse of s by 2. Therefore, Laplace Transform of sin 2 t upon t is equal to now tan inverse of infinity means pi by 2 minus tan inverse of s by 2 which is equal to now pi by 2 minus tan inverse of s by 2 we can write as cot inverse of s by 2. Now, by force shifting theorem that is Laplace Transform of e raise to minus e t into F of t we can write as F of s plus a. Therefore, by this property we can write Laplace Transform of e raise to minus t into sin 2 t upon t is equal to in the Laplace Transform of sin 2 t upon t that is cot inverse of s by 2 we have to replace every s equal to s plus 1 which is equal to cot inverse of s plus 1 by 2. Now, by property Laplace Transform of integrals we know that Laplace of integration with limit 0 to t F of t d t equal to 1 upon s into F of s. By using this property we can write Laplace Transform of u 1 integration with limit 0 to t e to power minus t sin 2 t upon t d t is equal to 1 upon s as it is and here F of s means cot inverse of s plus 1 upon 2. This is the required answer for the u 1 example. To prepare this video lecture I use these two books as references. Thank you.


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Yeah, Rashad and obviously Ola did some nice things. We've showed up just like we had talked about in the practices leading up to this game, that he was becoming much more active, comfortable, just playing. So we'll take a look at his effort, and I'm sure there'll be a lot of things to coach. But I thought that group played hard, and the quarterback was running around there. So once we figured that out, and they were able to not run by him in the fourth quarter, we were able to get some sack production.  We were fishing, we took care of the football. I got a turnover there, we'd like to get another one, but I felt like he was composed. And then Matt, once he came in and settled down, I thought, okay, looked fast. I told David I thought he was playing fast, and I thought that was really cool from where I was standing. He got in there, was efficient with the snaps that he got, and felt like he was really flying around playing fast. We have some injuries, and we have some guys that were unavailable. I think we're building some depth, and I think that that's some of those guys that have been with us, playing with a lot of confidence. If you look at young guys here, Tartt, Merch, David, those guys in their second or third year, Amani Hooker is continuing to develop, so that's been good to see Christian Fulton. They bailed us out, I think there was a penalty, and he was playing maybe not the best technique, or wasn't as playing as tight as we'd like them to be, and came back in the same third down situation and stabbed through the pocket. So that was good to see after that first one that we got bailed out with on the penalty. Offensively, it's kind of who we had, they all knew they were going to play. I think that they did a fairly nice job. We ran the football. We were pretty efficient running the football, and we ran it there in the fourth quarter when they knew we were going to run it. We'll take a look at some of those pressures, and obviously it could always be better, and I thought, I saw him finishing, I saw him trying to push piles there late in the game, all the stuff that we asked of him. I'm sorry? Yeah, I think we touched on that before, and we started a game in there, and then moved outside when Quiz went out. So we'll see how it looked at guard, and see how it looked at tackle, and keep coaching him, and I know that he'll keep working and try to improve. Yeah, we got to play faster on a punt team, and a coverage units need to be faster. We want to talk about a fast and violent football team, and I just didn't feel our kickoff team. Our kickoff return continues to, I think that we have to be better there. And Chet hit a nice return. Our kickers did kick the ball well, and so there's some positives there, but there's some things that need to continue to be better. Well, he wasn't able to finish, so we'll evaluate him and see where he's at heading into Tampa. Elijah Molden was not on the trip. Yeah, Corey, it's like Centrum-Silver, that's like one a day, whether we need it or not, that quarterback-center exchange, and it needs to get fixed, and there's no excuse for it whatsoever. And they did respond. They knew they were getting pressure, and I thought our coaches did a nice job putting us in good runs and finding runs that they felt like were going to be efficient. Whether that was Brian or Jeremy or Mackay, obviously saw Darrington get a little bit of work in there early. We'll have to clean up some of the penalties, some of those things that we've been coaching, hands to the face, having the discipline at the line of scrimmage. They got us for a clip, and then we were holding on 3rd and 16th. So part of being good on 3rd down is, I know statistically it won't show up because it's a penalty, but that's a first down conversion on 3rd and 16th. So those are things that we can improve on. Sure, kind of like you did the other day. He got in there, and we had this 3rd down period, and he was really showing up, and quarterbacks, from my experience, they throw to guys that they trust, because they know that they're going to be open, they're going to be where they're supposed to be, and that's what they do. They throw to the guys that they trust when you get in a game situation. So we were able to find them there a couple of times, came up with some huge conversions in the second half. Breon's very competitive. Breon is a guy we love to coach. He loves to play football. He loves football, and he comes into work. It's not always perfect, but he's coachable, plays hard. And so they work through the operation of overturning that call there without us having a challenge, or without Arthur having a challenge. But Breon, you mentioned Breon, that's a guy that does a lot for us and is very coachable, and I think he continues to improve. Well, there's always a transition. We're conscious of that. There's just a lot of things, a lot of things that would be different for these guys, and as long as they start to show positive signs of improvement, that's really what we're looking for. It's not making the same mistakes over and over again, but trying to find a way to correct those and make new mistakes and then correct those and continue to get better. This was big for these guys to come out here and be able to play and tackle in these situations and taking the next step from where we'd been at practice as far as live action. I mean, I think that we're never going to underestimate winning at anything. We're going to want to compete with whoever's in there. I felt like offensively early in the second half, that was not to our standard. I thought there was too much walking around. So we got those guys together and asked them to get out of the huddle and get to the line of scrimmage and try to play with the identity that we're trying to establish. And I felt like they did that after that early on in the second half. I mean, there's a lot of competition in that room. There's a lot of guys that have done some really nice things, and so when one guy does something, then the next guy hopefully tries to do something and you're creating a lot of competition in there and Cam's a guy that we've had a lot of experience with for whatever reason, injuries and certain things that he maybe hasn't been able to be available to us in the past, but he's been out there and continuing to improve and obviously has a toughness level to him that allows him to go in there and compete inside in a slot or return punts or kickoffs for us.


Our pasture sizes range from ten acres to four or five hundred acres. We also run on some national grassland which has less flexibility in management so we try to rotate as much as possible. Anything that we have control of management over, we're rotating two days is probably the fastest and three or four weeks is probably the longest. Rest will help the land recover but it takes the livestock to make it to make a full recovery.