...NAME: TAN CHAI THING Table of Content No | Title | Page | 1 | Introduction | 1-8 | 2 | Scope of Training | 9- 11 | 3 | Knowledge & Skill Applied & Gained | 12- 16 | 4 | Personal Shortcomings, Strengths and Improvements | 17- 20 | 5 | Conclusion | 21 | 6 | Appendix- Photos- Weekly Reports- Monthly Reports | | CHAPTER 1: INTRODUCTION I. Introduction to Industrial Training UBFF3376 Industrial Training is a subject compulsory for all final year students. The objective of this subject is to expose students to the real working environment, preparing them for their future career, and to put the theory into the test/ practical use. Students will gain a better understanding towards the real working life so that they would know the dos and don’ts to avoid any culture shock. It also helps us to improve our communication skills, getting out of our comfort zone, from a University environment to the real working world as we need to socialize and work with people from different backgrounds, be it our colleagues, bosses even clients. Most importantly, it helps to instill the attitude needed, as company these days emphasize more on the right attitude instead of academic results. I started my internship at SWM Wealth Management Advisers Sdn. Bhd, an insurance company. I came to this company all by myself, not knowing what I would be facing, what was being installed ahead of me. I am pursuing Entrepreneurship, and insurance is something which I am not familiar...
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...• • • Gordon Biersch Case Questions: 1. Identify the key factors responsible for the success of Gordon Biersch to date. What concerns, if any, do you have as the company looks ahead? 2. Evaluate Gordon Biersch's organizational alternatives to realize its growth ambitions. Recommend a course to follow? 3. Evaluate Gordon Biersch's efforts to raise outside capital. What would you have done differently? 4. Which offer, if any, should Gordon Biersch accept? Why? How should they proceed? 5. Assume for discussion purposes that Lorenzo Fertitta's proposal is the preferred option. What are the key issues for Gordon and Biersch to negotiate? What positions should they take on each one? Table Of Content: Case Summary Critical Issues Critical Analytic Tools Recommendation Answers to Case Questions Bibliography Case Summary The masterminds behind Gordon Biersch were two individuals, Dan Gordon; a qualified brewing engineer from the esteemed University of Munich, Germany, and Dean Biersch; who had a passion for food service and a vast experience in the food and beverage sector. Their unique idea of a microbrewery and fine dining restaurant stemmed from a law amendment of California in 1983 which allowed brewing and serving of beer in the same locale. They envisioned the concept of providing high quality fine dining with outstanding service in an attractive ambiance featuring exceptional German-style lagers in on-site breweries. Their target...
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...the company’s value is being judged at market price of its stocks. Thus, all investment return is measured by the sum of cash flows, capital gains and dividends for a given level of risk. Having this Western business philosophy, Walt Disney walked into the negotiation with only their shareholders’ interest in mind. They refused to compromise or lower the terms for Tokyo DisneySea Park. Walt Disney’s terms were so rigid that OL, the main Japanese investor in this contract, objected. Walt Disney was not willing to cough out anything for the construction of the park, but it imposed a 10% royalty on the admission fee and sales of foods and beverages Moreover, at the time of negotiation, Walt Disney’s financial position was weak, its movie and TV production divisions...
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...278 PART 4 | Leading chapter twelve to manage projects, and to make decisions and run the company. For you this has two vital implications: 1. You will be working in and perhaps managing teams. 2. The ability to work in and lead teams is valuable to your employer and important to your career. Fortunately coursework focusing on team training can enhance students’ teamwork knowledge and skills. ■ 3 2 teamwork A national s Cisco Systems has grown, the computer networking giant has stayed nimble by delegat- LEARNING OBJECTIVES After studying Chapter 12, you should be able to LO1 Discuss how teams can contribute to an organization’s effectiveness. LO2 Distinguish the new team environment from that of traditional work groups. LO3 Summarize how groups become teams. LO4 Explain why groups sometimes fail. LO5 Describe how to build an effective team. LO6 List methods for managing a team’s relationships with other teams. LO7 Give examples of ways to manage conflict. ing work to teams whose membership crosses functional, departmental, and lines.1 Sometimes—as in Cisco’s case—teams “work,” but sometimes they don’t. The goal of this chapter is to help make sure that your management and work teams succeed rather than fail. Almost all companies now use teams to produce goods and services, CHAPTER 12 | Teamwork 279 LO1 Discuss how teams can contribute to an organization’s effectiveness THE CONTRIBUTIONS OF TEAMS Team-based approaches to work...
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...Final PDF to printer 2 Values, Attitudes, Emotions, and Culture: The Manager as a Person LEARNING OBJECTIVES After studying this chapter, you should be able to: 1 Describe the various personality traits that affect how managers think, feel, and behave. [LO 2-1] 4 Describe the nature of emotional intelligence and its role in management. [LO 2-4] 2 Explain what values and attitudes are and describe their impact on managerial action. [LO 2-2] 5 Define organizational culture and explain how managers both create and are influenced by organizational culture. [LO 2-5] 3 Appreciate how moods and emotions influence all members of an organization. [LO 2-3] jon62538_ch02_044-077.indd 44 11/1/13 7:13 PM Final PDF to printer No wonder the fabrics perform so well! With an inventor like Kevin Plank, Under Armour’s innovative endurance products give larger sporting goods companies a run for their money. MANAGEMENT SNAPSHOT Kevin Plank’s Determination at Under Armour What Does It Take to Succeed Against Tough Odds? W hen Kevin Plank was a walk-on fullback football player at the University of Maryland in the 1990s, he often became annoyed that his T-shirt was soaked and weighted down with sweat. Always an original thinker, he wondered why athletic apparel couldn’t be made out of some kind of polyester blend that would help athletes’ and sports aficionados’ muscles stay cool while wicking away, and not holding...
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...organization’s viewpoint and a willingness to consider both, even when they conflict, in coming to decisions. It is the desire to help or serve others, to meet their needs. It means focusing one’s efforts on discovering and meeting the consumer or client’s needs. “Customer” includes internal and external colleagues, clients, consumers, or anyone that the person is trying to help. This Means... This Doesn’t Mean... • being patient and polite with others • providing efficient but impersonal service • taking responsibility to resolve a client’s problem even if it goes beyond the normal demands of the job • washing your hands of a client’s problem by passing it on to someone else • discussing with the client his or her needs and satisfaction with service delivered • assuming the client will let you know if there is a problem • taking ownership for correcting client concerns • giving someone else the responsibility for a difficult client problem • questioning the clients to better understand their needs and their concerns • saying as little as possible so that you can get this call over • using your knowledge to think through what would be best for the client organization, and acting accordingly • doing what is faster and easiest for you • understanding the viewpoint and objectives of different customers and why these can, at times, conflict with the interest of the organization • steering clear of trying to deal with the sometimes conflicting needs and viewpoints of different...
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...Nature and Scope of Marketing Ethics O.C. Ferrell, Ph.D. Professor of Marketing Creative Enterprise Scholar The Robert O. Anderson School And Graduate School of Management MSC05 3090 1 University of New Mexico Albuquerque, NM 87131-0001 Phone: (505) 277-3468 ocferrell@mgt.unm.edu Nature and Scope of Marketing Ethics INTRODUCTION Marketing ethics is viewed as important because of marketing’s interface with many diverse stakeholders. Marketing is a key functional area in the business organization that provides a visible interface with not only customers, but other stakeholders such as the media, investors, regulatory agencies, channel members, trade associations, as well as others. It is important when addressing marketing ethics to recognize that it should be examined from an individual, organizational, and societal perspective. Examining marketing ethics from a narrow issue perspective does not provide foundational background that provides a complete understanding of the domain of marketing ethics. The purpose of this chapter is to define, examine the nature and scope, identify issues, provide a decision-making framework, and trace the historical development of marketing ethics from a practice and academic perspective. DEFINITION OF MARKETING ETHICS Ethics has been termed the study and philosophy of human conduct, with an emphasis on the determination of right and wrong. For marketers, ethics...
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...Nature and Scope of Marketing Ethics O.C. Ferrell, Ph.D. Professor of Marketing Creative Enterprise Scholar The Robert O. Anderson School And Graduate School of Management MSC05 3090 1 University of New Mexico Albuquerque, NM 87131-0001 Phone: (505) 277-3468 ocferrell@mgt.unm.edu Nature and Scope of Marketing Ethics INTRODUCTION Marketing ethics is viewed as important because of marketing’s interface with many diverse stakeholders. Marketing is a key functional area in the business organization that provides a visible interface with not only customers, but other stakeholders such as the media, investors, regulatory agencies, channel members, trade associations, as well as others. It is important when addressing marketing ethics to recognize that it should be examined from an individual, organizational, and societal perspective. Examining marketing ethics from a narrow issue perspective does not provide foundational background that provides a complete understanding of the domain of marketing ethics. The purpose of this chapter is to define, examine the nature and scope, identify issues, provide a decision-making framework, and trace the historical development of marketing ethics from a practice and academic perspective. DEFINITION OF MARKETING ETHICS Ethics has been termed the study and philosophy of human conduct, with an emphasis on the determination of right and wrong. For marketers, ethics...
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...Nature and Scope of Marketing Ethics O.C. Ferrell, Ph.D. Professor of Marketing Creative Enterprise Scholar The Robert O. Anderson School And Graduate School of Management MSC05 3090 1 University of New Mexico Albuquerque, NM 87131-0001 Phone: (505) 277-3468 ocferrell@mgt.unm.edu Nature and Scope of Marketing Ethics INTRODUCTION Marketing ethics is viewed as important because of marketing’s interface with many diverse stakeholders. Marketing is a key functional area in the business organization that provides a visible interface with not only customers, but other stakeholders such as the media, investors, regulatory agencies, channel members, trade associations, as well as others. It is important when addressing marketing ethics to recognize that it should be examined from an individual, organizational, and societal perspective. Examining marketing ethics from a narrow issue perspective does not provide foundational background that provides a complete understanding of the domain of marketing ethics. The purpose of this chapter is to define, examine the nature and scope, identify issues, provide a decision-making framework, and trace the historical development of marketing ethics from a practice and academic perspective. DEFINITION OF MARKETING ETHICS Ethics has been termed the study and philosophy of human conduct, with an emphasis on the determination of right and wrong. For marketers, ethics...
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...Chapter 3 - Listening Listening at Work 1. Dennis Hastert, former Speaker of the U.S. House of Representatives claimed, “They call me the Speaker, but they ought to call me the ___________.” A. Listener B. Moderator C. Facilitator D. Master of Ceremonies 2. Listening skill contributes to career success in all of the following aspects EXCEPT A. your effectiveness in an organization B. your upward mobility C. your productivity D. Effective listening skills contribute to all of these. 3. A survey of 1000 executives ranked _____________ at the top, as the ideal manager’s skill. A. listening B. conflict resolution C. writing D. public speaking Barriers to Effective Listening 4. Conversational partners are typically able to interpret _____ of each other’s remarks accurately. A. 25 to 50% B. 10 to 20% C. about 75% D. 50 to 70% 5. Forty-eight hours after listening to a 10-minute presentation, the typical listener can recall ______ of the information presented. A. 10% B. 25% C. 50% D. 75% 6. Rhonda received a voice message marked “urgent,” but due to the poor quality of her phones’ speakers, she was not able to understand the message. Which barrier to listening does this problem represent? A. communication channel barrier B. attitudinal barrier C. message overload D. preoccupation Listening Styles 7. Rodayne’s friends say he is an excellent communicator. His listening...
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...com, Inc. Introduction What does schmoozing sound like to you? Maybe it sounds smug, unctuous, oily, slimy. It sounds, quite frankly, like 'oozing.' Schmoozing is far from slimy, but 'oozing' actually isn’t a bad description of what a schmoozer does. A schmoozer slides into opportunities where none are apparent, developing friendships from the slightest of acquaintances. Through formless, oozy, schmoozy action, a schmoozer moves slowly but inexorably towards his or her goals. What is schmoozing? Schmoozing is noticing people, connecting with them, keeping in touch with them — and benefiting from relationships with them. Schmoozing is about connecting with people in a mutually productive and pleasurable way — a skill that has taken on new importance in our fragmented, harried, fiber-optic-laced world. Schmoozing is the development of a support system, a web of people you know who you can call, and who can call you, for your mutual benefit and enjoyment. Schmoozing is the art of semi-purposeful conversation: half chatter, half exploration. Schmoozing is neither project nor process. It's a way of life. How does schmoozing differ from networking? Conventional networking is the clammy science of collecting business cards ad infinitum, of cold-calling near strangers to grill them about possible openings in their places of work and beg them for favors. No one particularly likes to network, and no one likes to receive a call from a desperate, edgy networker either. If you've read...
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...sciences. Contents THE EFFECTS OF INQUIRY-BASED AND COMPETITIVE LEARNING STRATEGIES ON ACADEMIC PERFOMANCE OF SENIOR SECONDARY SCHOOL STUDENTS IN PHYSICS ................................................................................................ 4 PATIENTS’ PERCEPTIONS OF DEPRESSION ETIOLOGY AND TREATMENT EXPECTATIONS IN A NIGERIAN TERTIARY HOSPITAL .............. 12 PARENTAL CHILD-REARING STYLES, HOME STABILITY AND ACADEMIC PERFORMANCE OF STUDENTS IN SENIOR SECONDARY SCHOOL PHYSICS IN CROSS RIVER STATE OF NIGERIA ........................................................................35 MODEL JOB ANALYSIS AND DESCRIPTION FOR PUBLIC RELATIONS PRACTITIONERS IN KENYA..............................46 NOLLYWOOD, NEW COMMUNICATION TECHNOLOGIES AND INDIGENOUS CULTURES IN A GLOBALIZED WORLD: THE NIGERIAN DILEMMA ......................................................................................................................................... 62 2 This Page is deliberately left blank 3 THE EFFECTS OF INQUIRY-BASED AND COMPETITIVE LEARNING STRATEGIES ON ACADEMIC PERFOMANCE OF SENIOR SECONDARY SCHOOL STUDENTS IN PHYSICS AFOLABI, FOLASHADE DEPARTMENT OF TEACHER EDUCATION FACULTY OF EDUCATION UNIVERSITY OF IBADAN, IBADAN OYO STATE, NIGERIA. afolabigrace@yahoo.com +2348033682979 ABSTRACT The study investigated the effects of inquiry-based and competitive learning strategies on academic performance of students’ in physics. Quasi-experimental design was adopted for the study...
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...Handbook of Management Accounting Research Volume 3 Edited by CHRISTOPHER S. CHAPMAN Imperial College London, UK ANTHONY G. HOPWOOD University of Oxford, UK MICHAEL D. SHIELDS Michigan State University, USA AMSTERDAM – BOSTON – HEIDELBERG – LONDON – NEW YORK – OXFORD PARIS – SAN DIEGO – SAN FRANCISCO – SINGAPORE – SYDNEY – TOKYO Elsevier The Boulevard, Langford Lane, Kidlington, Oxford OX5 1GB, UK First edition 2009 Copyright © 2009 Elsevier Ltd. All rights reserved No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means electronic, mechanical, photocopying, recording or otherwise without the prior written permission of the publisher Permissions may be sought directly from Elsevier’s Science & Technology Rights Department in Oxford, UK: phone ( 44) (0) 1865 843830; fax ( 44) (0) 1865 853333; email: permissions@elsevier.com. Alternatively visit the Science and Technology Books website at www.elsevierdirect.com/rights for further information Notice No responsibility is assumed by the publisher for any injury and/or damage to persons or property as a matter of products liability, negligence or otherwise, or from any use or operation of any methods, products, instructions or ideas contained in the material herein. British Library Cataloguing in Publication Data A catalogue record for this book is available from the British Library Library of Congress Cataloging-in-Publication Data A catalog record for...
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...guidance, solace and charity to the faithful and those in need. Today, the organisation has 2 primary functions: The teachings of Christianity and the preservation and restoration of the ancient fabric of the Church for the benefit of both the religious and secular. As a not-for-profit (NFP) organisation, income generation is about creating surplus which is directed back into the organisation rather than creating profit for shareholders. All income therefore is directed towards the charitable objectives (as set out on the Charity Commission website) and therefore the Church's activities, no matter how broad, lead back to the two primary functions. It is imperative that these are kept in mind as these are the foundation stones of the culture of the organisation. With the high overheads incurred by such an ancient building, it is important that the organisation can rely on its own enterprise to generate income. Traditionally it might have been able to survive by donations and legacies from wealthy, pious benefactors. However, in an ever-secularised society where recession has seen all charitable organisation battling for funds, this is increasingly unrealistic and the Church must find ways of becoming as financially independent as possible. SBG must expand its activities to attract a wider market segment and adapt to meet contemporary trends, attitudes and expectations. The short-term marketing plan will be a response to a significant decrease in both donations and the...
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...job enrichment. In addition to improving the work system, QWL programs usually emphasize on development of employee skills, the reduction of occupational stress and the development of more co-operative labor-management relations. The components of Quality of Work Life may vary from organization to organization, individual to individual but some of the basic components are – 1. Free communications – open communication in the organization with the co- workers is the vital factor that ensures good quality of work life. It leads to more of informal communication between co-workers and subordinates during the rest hours of the organization. 2. Reward system – reward is related to monetary or non monetary rewards eg- incentives, movie tickets, family health insurance, sponsoring the education of children etc.any kind of reward given to the employee promotes good quality of work life. 3. Employee job security - job security is the one vital element to get maximum productivity from the employee, the employee should feel secured regarding the job. 4. Career growth – the organization should provide career growth to the employee i.e promotion, authority with responsibility ,hike in the salary to...
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