...Chapter I INTRODUCTION Background of the Study Conflicts among inhabitants of a community is inevitable and the necessity of establishing a formal institution such as trial courts or courts of justice, to address conflict resolution is indispensible. The establishment of this formal institutions is based on the social contract theory wherein the government is duty bound to maintain order in a community and to protect and enforce the fundamental rights of its inhabitants in exchange for the surrender of some rights of the latter. All these, follow the course of administration of justice. Administration of Justice examines the structure, function, laws, procedures, and decision-making processes of agencies that deal with crime management. Courts of justice plays a very important role in the administration of justice. Almost all countries experience problems in the administration of justice. The degree of seriousness of these problems varies depending on several factors. The most common among these problems is the increasing number of court dockets and flaws in the laws being interpreted and implemented. In the Philippines, Courts, in the administration of justice, follows a hierarchy of courts. There are four (4) levels of courts in the Philippines, wherein it is the Supreme Court that is at the apex of this four-tiered hierarchy. At the lowest level of the hierarchy are the first-level courts, consisting of the Municipal Trial Courts (MTCs), Metropolitan Trial...
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...Techno-Fundamental Approach to build an Equity Portfolio and Study of Price Fluctuations with volume SIP project report submitted in partial fulfilment of the requirements for the PGDM Program By Chetan Arora 2010065 Supervisors Mr. Kartikeye Vatsa Deputy Manager (Financial Analyst) Dr. Gajavelli V S Professor Institute of Management Technology, Nagpur Institute of Management Technology, Nagpur 2010 - 2012 1 ACKNOWLEDGEMENTS I am sincerely grateful to Punjab National Bank for providing an opportunity to do an internship under its umbrella. This Summer Internship is a necessary component towards fulfilment of the requirements of the Post Graduate Diploma in Management (PDGM) program that I am currently undergoing from Institute of Management Technology, Nagpur. Having undergone the Summer Internship from one of India‘s most prestigious and respected institution, and India‘s second largest treasury division, has indeed been a learning, rewarding and pleasurable experience for me. I also want to express my gratitude and sincere thanks to my project guide Mr. Kartikeye Vatsa, Deputy Manager (Financial Analyst), Treasury Division and his senior Mr Rajan Ravat, Chief Manager, Treasury Division for constantly guiding and supervising my project. This project would not have been possible without their support and motivation. I would also like to thank Mr. Rajesh Bhagat, Manager, Treasury Department for their unending help in understanding the work culture at Punjab...
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...Sex Roles DOI 10.1007/s11199-014-0418-0 ORIGINAL ARTICLE Are You Man Enough to be a Nurse? The Impact of Ambivalent Sexism and Role Congruity on Perceptions of Men and Women in Nursing Advertisements Kimberley A. Clow & Rosemary Ricciardelli & Wally J. Bartfay # Springer Science+Business Media New York 2014 Abstract Framed by role congruity and ambivalent sexism, the current study is designed to investigate perceptions of male and female nurses. Specifically, 167 Canadian undergraduates from Southern Ontario viewed a potential nursing recruitment advertisement (female nurse, male nurse, or masculinity emphasized male nurse), reported their perceptions of the nurse in the advertisement, and rated the appropriateness of nursing as a career for men and women. MANOVAs revealed that participants viewed the male nurses more negatively (less competent and more deviant) in the masculinity emphasized condition than the male nurse condition, which is consistent with role congruity theory. Correlations further revealed that men in the male nurse condition and women in the masculinity emphasized condition who were higher in hostile sexism were more likely to rate the depicted male nurse as deviant than their lower scoring peers. Female participants rated nursing as a more appropriate career for men than did male participants, suggesting that resistance toward male nurses may stem primarily from other men. The ambivalent sexism scores of men and women related differently in each...
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...discontent in counterproductive ways, negatively influencing their coworkers, missing days on the job, and driving customers away through poor service. Gallup estimates that the ÎÎO"/« group alone costs the U.S. economy around half a trillion dollars each year. What's the reason for the widespread employee disengagement? According to Gallup, poor leadership is a key cause. Most executives—not just those in America—recognize that one of their biggest challenges is closing the vast gulf between the potential and the realized talent and energy of the people they lead. As one GEO put it, "We have a large workforce that has an appetite to do a good job up and down the ranks. If we can transform them—tap into them through effective leadership—there will be an awful lot of people out there doing an awful lot of good." 62 Harvard Business Review May 2014 Of course, managers don't intend to be poor leaders. The problem is that they lack a clear understanding of just what changes it would take to bring out the best in everyone and achieve high impact. We believe that leaders can obtain this understanding through an approach we call "blue ocean leadership." It draws on our research on blue ocean strategy, our model for creating new market space by converting noncustomers into customers, and applies its concepts and analytic frameworks to help leaders...
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...Perez, Jr. Social Impact Specialist Contract No. BPPS/2014/IC/0012 Project Name: Scaling Inclusive Business Models leveraging a partnership ecosystem at the nexus of poverty and environment 1st phase Report Developing an inclusive and green eco-system framework 2nd phase Report Initial case studies and eco-system in the Philippines 3rd phase Report Final Draft Authors Markus Dietrich, Director, ASEI Sahba Sobhani - Programme Advisor Private Sector BPPS, UNDP ASEI Project Team: Mary Grace Santos, Lead Consultant Lorenzo Cordova, Jr., Environmental Impact Specialist Marcos Perez, Jr. Social Impact Specialist Version 1: 21 March 2015 Version 2: 13 April 2015 Version 3: 02 June 2015 Version 4: 30 July 2015 Version 5: 25 August 2015 Content 1 Introduction to inclusive and green growth policy approaches 5 2 Business Ecosystems 6 3 Inclusive Business Ecosystems 7 4 Environmental Business Ecosystems 17 4.1 Assessing Business Impacts to Ecosystems 18 4.2 Ecosystem Inputs as Capitals 22 5 Integrating Green and Inclusive Business Ecosystems 25 6 Sustainable Agriculture and Agroforestry 26 7 Aiming for Inclusive and Green Growth – The Philippines Case 29 7.1...
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...ANNUAL REPORT 2011-12 Government of India Ministry of Statistics and Programme Implementation Sardar Patel Bhawan New Delhi - 110001 Website: http//mospi.gov.in. CONTENTS Chapters Page Vision Mission Introduction Development and Highlights National Statistical Commission Central Statistical Office National Sample Survey Office Coordination of Statistical Activities Computer Centre Statistical Services Indian Statistical Institute Twenty Point Programme Infrastructure and Projects Monitoring Member of Parliament Local Area Development Scheme Hindi Promotion Other Activities ANNEXES I IA IB IC ID IE IF IG IH II IIIA IIIB IVA IVB IVC V VI VII VIII Organisation Charts Ministry of Statistics & Programme Implementation Administration National Statistical Commission Central Statistical Office National Sample Survey Office Computer Centre Programme Implementation Wing Abbreviations used Allocation of Business to the Ministry Project, Seminar/Conference/Workshop and Travel Grant Assistance sanctioned during 2010-11 Project, Seminar/Conference/Workshop and Travel Grant Assistance sanctioned during 2011-12 (Up to December, 2011) Statement of Budget Estimate (SBE) -2011-12 Total Plan Gross Budgetary Support (GBS) for 2010-11 (BE and RE) for North-Eastern Region. Total Plan Gross Budgetary Support (GBS) for 2011-12 (BE and RE) for North-Eastern Region. Performance of Monthly Monitored Items under TPP-2006 (April, 2010 to March, 2011) Performance of Monthly Monitored Items under TPP-2006...
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...Lands’ End Case Study Shawan M. Fisher, MPA Management Information Systems Texas Southern University Fall 2015 September 30, 2015 Discussion of Company In 1963, Gary Comer, an advertising copywriter with Young & Rubicam, decided to pursue his dream of opening his own business. With $30,000 of initial funding, Comer and his partners Robert Halperin, Richard Stearns and 2 of Stearns employees set out to open Lands’ End. The first store was located in Chicago IL. and initially offered sailing equipment. Comer was an avid sailor along with Richard Stearns who was also a sailor. The next year, Comer produced a mail order catalog entitled “The Racing Sailors Equipment Guide”, and began filling orders that came in to the company. In the spring of 1977, Lands End produced its first catalog containing apparel and other goods. That same year, sales reached $3.6 million. In 1978, the company introduced its first button-down Oxford shirt upon which the Lands’ End legacy would be built. Also in 1978, operations were moved from Chicago to Dodgeville, WI. Another significant shift in operations at the time was the introduction of fulfilling customers’ orders by telephone. Lands’ End set up its toll free 800- number ad staffed it with eager operators who were answering customers’ calls in less than 2-rings! With clothing offerings soaring, the company broke ground on an office building and a 33,000 square-foot warehouse in 1979. By 1980, Lands’ End...
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...Table of Contents Procedures 2 1. Introduction of Sheraton 2 2. The role of the HR Manager 3 3. The overall business strategy 4 4. The adopts reference to the employment relationship 5 Reference 5 Procedures 1. Introduction of Sheraton Located in the Centre of Sydney's, Sheraton on the Park (formerly known as Grand Park) was purchased and changed the name by Sheraton Hotel in 1994. Public areas of the hotel include two restaurants, a lounge-style glasses and a lobby lounge. The facilities include 24-hour business services center as secretarial support and access to computers. At the same time, a ballroom, capable of sitting 550 people, and nine smaller function rooms. The occupancy rate of the hotel (often used as a measure of commercial viability) exceeds 95%. Overlooking Hyde Park, the hotel building has 559 rooms and including 49 suites. All are equipped with marble bathrooms, three International Direct Dial telephone, executive writing desk, and on-demand movies in room, walk-in closet, room safe, and mini-bar and control individual air conditioning. Guests can use the health club, heated indoor pool, gym, beauty salon, massage, sauna, steam room, 24-hour room service and laundry service. The occupancy rate is, however, depending on the severity of the season in June, July and August are traditionally the quietest periods Sydney hotel. On holidays, such as Easter and weekends tend to be quiet as well. At the time of the hotels offer special packages...
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...compañeros consideran populares. A ambos grupos se les aplicó la BAS-3, un instrumento destinado a evaluar distintas dimensiones de la competencia social. Los resultados mostraron que entre más rechazado es el sujeto, tiende a aislarse, a manifestar un menor grado de preocupación por los demás y a carecer de aptitudes de liderazgo, a diferencia de los niños populares quienes tienden a ejercer el liderazgo emprendiendo nuevas actividades e incluyendo a otros compañeros para que nadie sea dejado de lado. En términos generales, se observó la tendencia del grupo de niños rechazados a desarrollar una menor competencia social. Palabras Clave: competencia social, rechazo y popularidad. ABSTRACT The aim of the present study was to demonstrate that the level of rejection or popularity among elemetary school children, is closely related to the level of social competence they have developed. A total of 334 students attending 4th, 5th...
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...ANALYSIS OF MICHAEL PORTER’S GENERIC STRATEGIES AND ITS USAGE IN A GLOBALIZED BUSINESS ENVIRONMENT THESIS - BACHELOR HONOURS IN BUSINESS ADMINISTRATION DIANA MARIA CAMACHO ARIAS TYPE OF DOCUMENT: DISERTATION TO OBTAIN THE DEGREE OF BACHELOR HONOURS IN BUSINESS ADMINISTRATION APPROVED BY UNIVERSIDAD DEL ROSARIO – FACULTAD DE ADMINISTRACION INSTITUTION: ÉCOLE INTERNATIONALE DE MONTPELLIER FRANCE, MONTPELLIER, MAY OF 2009 ANALYSIS OF MICHAEL PORTER’S GENERIC STRATEGIES AND ITS USAGE IN A GLOBALIZED BUSINESS ENVIRONMENT THESIS - BACHELOR HONOURS IN BUSINESS ADMINISTRATION DIANA MARIA CAMACHO ARIAS TYPE OF DOCUMENT: DISERTATION TO OBTAIN THE DEGREE OF BACHELOR HONOURS IN BUSINESS ADMINISTRATION APPROVED BY UNIVERSIDAD DEL ROSARIO – FACULTAD DE ADMINISTRACION TUTOR: TIDIANE AW INSTITUTION: ÉCOLE INTERNATIONALE DE MONTPELLIER FRANCE, MONTPELLIER, MAY OF 2009 DEDICATION I dedicate this dissertation to every person that has allowed it to be possible with the critics, to the teachers and tutors that have awaked in me the interest in this topic and also the passion for the businesses strategy, to my family that has always supported me to achieve my goals and to develop myself as a human being and also as a professional, and finally but not less important to Gabriel that has been a huge support to bring this dissertation to a satisafactory end. ACKNOWLEDGEMENTS This thesis would not have been possible without the generous assistance of the following...
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...broadly termed the western governance model has diminished in the aftermath of the financial crisis. This model has driven globalisation and has emphasised a combination of legislation and standards as well as transparency, with a focus on developing appropriate structures, processes and frameworks. This is widely understood and helps to create a level playing field. But major financial failures over the past two years, such as that of Lehman Brothers, have shown that there are limits to what can be done to tighten checks and balances. A new emphasis on the behavioural aspects of governance is overdue. 3. Both models have their strengths and it is important to understand the benefits and drawbacks of each. CIMA’s model of boardroom leadership is useful in illustrating the importance of both behavioural and structural issues in achieving good governance. One particular area where both western and Asian models remain unduly weak is in creating a culture that allows people in authority to...
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...Safety Management Safety Management Improving Business Outcomes Behavior-based safety techniques can influence organizational performance By Treasa M. Turnbeaugh O ORGANIZATIONAL CULTURE is an important consideration in managing a firm’s overall success. Management can set goals and objectives, assign responsibilities and accountabilities, and monitor business outcomes and processes, but it must also consider the context in which all of these initiatives occur. Organizational culture is difficult to define and cannot be measured in a direct manner as it is a soft social science issue rather than a standardized quantitative measure. To confound matters, subcultures often exist within organizations that may or may not be cohesive with the firm’s overall goals and values. One such subculture is workplace safety. Workplace safety is an important factor for organizations as it affects virtually all other elements of an organization, including production, quality, job satisfaction and expenses. One approach to controlling workplace safety is the concept of behavior-based safety (BBS), a process by which all levels of an organization participate in improving specific safety-related issues by addressing actions (behavior). An interesting anecdotal finding pertaining to BBS is that it indirectly affects other business outcomes as well. Organizational Culture Organizational culture is a difficult concept to define and to measure, much less to understand and ...
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...Table of Contents Introduction 1. Definition of Knowledge Management 2.1. Contribution of KM to organizations 2.2. KM creates Learning Organization 2.3. KM as Communities of Practise 2.4. KM as Information Technologies like KMS 2.5. KM as HR issue 2.6. KM as combination of all of the above 2.7. KM provides competitive advantage 2. KM as an IT fad 3.8. Failures of KM 3.9. Promises of KM vs what it has delivered Conclusion References Introduction With the changing trends in the field of business management one can see Knowledge management emerging as one of the major areas of importance. Many organizations have learnt the importance of implementing the KM initiatives to gain competitive advantage over their rivals and reaped the benefits while some other companies have gained bitter fruits. When few companies gained competitive advantage, how is it that the others had bitter experiences? This question has led to many people voicing their opinions against the KM initiatives. The aim of this paper is to clarify this question, without any prejudice, by providing both the pros and cons of KM initiatives. 1. Definition of Knowledge Management Srikantaiah & Koenig (2000) defined knowledge management as a ‘discipline that promotes an integrated approach to identifying, capturing, evaluating, retrieving, and sharing all of an enterprise’s information assets.’ Successful organizations are...
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...LSRC reference Learning styles and pedagogy in post-16 learning A systematic and critical review This report critically reviews the literature on learning styles and examines in detail 13 of the most influential models. The report concludes that it matters fundamentally which instrument is chosen. The implications for teaching and learning in post-16 learning are serious and should be of concern to learners, teachers and trainers, managers, researchers and inspectors. Learning styles and pedagogy in post-16 learning A systematic and critical review LSRC reference Learning styles and pedagogy in post-16 learning A systematic and critical review LSRC reference LSRC reference Learning styles and pedagogy in post-16 learning A systematic and critical review Frank Coffield Institute of Education University of London David Moseley University of Newcastle Elaine Hall University of Newcastle Kathryn Ecclestone University of Exeter The Learning and Skills Research Centre is supported by the Learning and Skills Council and the Department for Education and Skills The views expressed in this publication are those of the authors and do not necessarily reflect the views of the Learning and Skills Research Centre or the Learning and Skills Development Agency Published by the Learning and Skills Research Centre www.LSRC.ac.uk Feedback should be sent to: Sally Faraday Research Manager Learning and Skills Development Agency Regent Arcade House 19–25 Argyll Street London...
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...Army Regulation 350–1 Training Army Training and Leader Development Rapid Action Revision (RAR) Issue Date: 4 August 2011 Headquarters Department of the Army Washington, DC 18 December 2009 UNCLASSIFIED SUMMARY of CHANGE AR 350–1 Army Training and Leader Development This rapid action revision, 4 September 2011-o Implements the Don’t Ask, Don’t Tell Repeal Act of 2010 by deleting all references to developing and conducting training concerning the Army’s Homosexual Conduct Policy (paras 2-21p and 2-22k.) o Rescinds paragraphs 2-6r, 2-46ac, and G-14e.) o Makes administrative changes (app A: marked obsolete forms and publications; corrected forms and publication titles; and corrected Web site addresses; glossary: deleted unused acronyms and corrected titles/abbreviations as prescribed by Army Records Management and Declassification Agency). *Army Regulation 350–1 Headquarters Department of the Army Washington, DC 18 December 2009 Effective 18 January 2010 Training Army Training and Leader Development History. This publication is a rapid action revision (RAR). This RAR is effective 20 September 2011. The portions affected by this RAR are listed in the summary of change. Summary. This regulation consolidates policy and guidance for Army training and leader development and supports a full-spectrum, force protection, expeditionary Army. Applicability. This regulation applies to the active Army, the Army National ...
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