...[pic] Diploma of Business BSB50207 |Course Code & Title: |BSB50207 Diploma of Business | |Unit Code & Title: |BSBMKG501B: | | |Identify and evaluate marketing opportunities | |Assessments Type |Report Writing & Presentation | |Assessment No: |One | |Delivery and Assessment Mode(s) |Classroom | |Term |One | |Unit Duration |Three Weeks | Assessment 1-Report Writing & Presentation BSBMKG501B Identify and evaluate marketing opportunities BSB50207 Diploma of Business Version 2.1 Australis Institute of Technology and Education ABN 17 120 701 911 Address Level 2, 25 George St, Parramatta, NSW 2150...
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...future, I request that you arrive on time and ready to start at the prescribed hour. This is a matter of simple respect and courtesy, as well as efficient time management”. 7 minutes!!!! How many times do we turn up 7 minutes late for meetings? NEVER!!! We always turn up 10 – 15 even later – for meetings. 7 minutes. It seems ridiculous. But positive organisational behaviour is also about respect for others and not wasting others time, and even 7 minutes, is not so positive. Our director was seeing the start of slippage in the way people behaved and chose to address it before it became the new behaviour of people. We were all astounded when we got the letter, but we reverted to arriving on time! For a while. ☺ I don’t recall a second letter. Is this an organisational issue? Yes, it certainly affects the organisation. But it relies on the individual responsibility to change. So organisational behaviour is about individual behaviour. Over 20 years ago, when I was recruited as a young manager to Procter and Gamble. no-one talked to me about positive organisational behaviour. No-one said to me – “elaine, we have positive organisational behaviour here, see what it looks like, can you do it ?” – No one even told me how to behave. But in general there was something in the air. There was an unspoken rule around certain things that you do and certain things that you don’t do. The letter from...
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...BSB51215 Diploma of Marketing Queensford College COMPLETE ASSESSMENT DOCUMENT BSB51215 Diploma of Marketing BSBMKG502 Establish and adjust marketing mix Assessments are to be completed and then submitted in Moodle (ensure you “submit” – not just “save”) “Specifications” lists the only requirements ROLE-PLAYS Any student able to attend in class The assignment submission is to be done in the normal manner with the following statement completed for the relevant section about the role play>>> “Part .... I performed the role of ....................... in a role play on ..........(date) .......and it was assessed by ......................(name of assessor)......................” Any student UNABLE to attend in class May (a) use Skype conferencing (or any other video conferencing tool available to the candidate); (b) video the role-play and submit electronically; or (c ) Write out the ENTIRE DIALOG that would take place during the role-play eg Customer: “I work as a buyer for ...” Mary: “I understand ...” Customer “A few...” . PRESENTATIONS All presentations are to be made in Powerpoint. They should be presented in class. Any student UNABLE to attend in class May complete the Powerpoint slides as would be used and include in the assignment submission the following statement completed for the relevant section about the presentation: “Part .... I performed the presentation on ..........(date) .......and it was assessed by ...................... (name ...
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...Unit 37: Understanding business ethics P3- describe the social implications of business ethics facing a selected business Ethics in Finance Ethics in sales and marketing Ethic in Human Resources Ethics and intellectual property state the job position that they are in and what it involves. Employees Rights The employee will see in the contract of employment what their rights are such as how they should be treated (discrimination), the pay they are to get if they have to have time of work for specific reasons such as maternity/paternity, redundancy, holiday pay and how long they can have off, minimum wage and their regular pay. What the job is A clear statement of the job that the person has appLied for will be included in the contract of employment Grievance and Disciplinary The employee will also how see how grievance and disciplinary procedures are put in place if the contract is preached at anytime. How long the contract will last How long temporary contracts last, whether it is a full time/part time job and whether it is permanent. The contract of employee to has to be followed by employers they need to ensure that employees are provided with a safe and secure working environment and also ensuring that employees are. Of working over the legal requirements. Grievance and Disciplinary The contract is a contract that the employee and the employer are both oblige to obey. If the employee breaches the contract then a Disciplinary is out in place...
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...Business Ethics Case Analysis: Apple Finds Human Rights Violation In Supply Chain. Using the 7-step model of Hartman & DesJardins, which helps examining the Impact of individual characteristics and organisational policies on ethical decisions. I will review an article written by the journalist Chilton Tippin on February 17, 2011, discussing the situation that many employees are experiencing, when working with organisations, where their moral rights are not met. According to the article, Surprisingly 8 months after the scandal suicides at Foxxcon’s Shenzhen factory in China, apple continues finding events where human rights are violated. For the first instance “Human rights violations”, would be the main ethical issue surrounding the case, “however”, I consider indispensable starting the research by firstly giving a clear definition on ethics and the importance of its application in business. Besides from identifying the problem of the case and knowing who is fighting against whom, an analysis of the stakeholders is going to be completed to understand what does the organisation mean for the stakeholder and vice versa. Next process would be weighing the options and finding the available alternative routes of action, while searching how they might affect the stakeholders, this with the use of ethical theories to support each of my arguments. Seek guidance would be the next process on the decision making model, which consist in identifying rules and norms setting initiatives on...
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...A Theory-Based Approach to the Relationship between Social Capital and Communities of Practice El-Sayed Abou-Zeid John Molson School of Business, Concordia University, Montreal, Canada el-sayed@jmsb.concordia.ca Abstract: There is almost a consensus that tacit component of organisational knowledge is of critical strategic importance because, unlike explicit knowledge, it is both inimitable and appropriable. Because of its characteristics, organisational tacit knowledge is usually created and shared through highly interactive conversation and shared experience, i.e., through a socialisation process. At the firm’s level, the effectiveness of the socialisation process depends on the firm’s social capital. At group level, it has been argued that communities of practice form the basis of a firm's ability to create and share tacit knowledge. Therefore, investigating the relationship between social capital, communities of practice and individual human action is crucial in understanding the dynamic of cross level knowledge creation and utilisation and in understanding organisational learning process. In order to study this relationship Giddens’ theory of structuration is used as it provides an integrating meta-theory that recognises social reality as constituted by both subjective human actors and by objective institutional properties and attempts to articulate a process-oriented approach that relates the realm of human action and institutional realm. Based on Giddens’ theory a model...
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...to consult relevant groups and individuals about the work to be allocated and the resources they will need? So it is possible to develop effective plans for the organisation so the work necessary can be completed by the correct groups and or individuals. • 2 What resources might be required in a business organisation? Financial resources: Investing in new products/innovations Human resources: Having the skills, knowledge, experience and training to meet an organisations plans and goals Technological resources: Software systems Physical resources: Equipment, office space • 3 What are the likely repercussions if resources are not available to employees as needed? Resources are a necessity and a business cannot meet its organisational goals and results if employees do not have resources available. Activity 2 • Why are operational plans necessary? Operational plans are action plans for an organisation and are necessary to know what strategies and tasks must be undertaken, the people who are responsible for each strategy and task, the time in which the strategy and task must be completed and the amount of financial resources provided to complete each strategy and task. Activity 3 • 1 What procedures might be followed to allocate work? An action plan can be used to allocate work. They are drawn up by managers for staff which contain task assignments, milestones, timelines, resource allocations etc. The action plan is outcome focused and defines the organisations...
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...MGMT6012 Management Perspectives Sydney Week 5 3/21/2016 Organisational Diversity 3/21/2016 Diversity What does “diversity” mean to you? How does it apply in the workplace? 3/21/2016 Introduction • Diversity is always a sensitive issue. • People who belong to a “minority” group often feel labelled, stereotyped, and marginalised in the workplace; • People who belong to the “majority” group are often unaware of the consequences of the collective action of the majority. 3/21/2016 Introduction • We all hold bias and prejudices simply because we notice difference and it is important not to try to obliterate difference and diversity in an attempt to redress prejudice. • Ignoring difference, for example, can be as damaging as highlighting it in a negative manner. 3/21/2016 Introduction • The literature around inclusiveness is the direction in which this field of study and practice is going. • The idea that we work towards an inclusive workplace for everyone, recognising everyone as a diverse member of the organisation is important, and leverages the strengths that differences bring in to the workplace rather than squashes them. 3/21/2016 What We Cover • The concepts of diversity, exclusion and inclusion • Different roots of diversity in the workplace • The experience of prejudice in the workplace and the limitations it places on organisational performance 3/21/2016 Objectives By the end of this module you should...
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...Province Maunganidze F Faculty of Social Sciences Great Zimbabwe University Zimbabwe Mupezeni L Pfebeni G Faculty of Applied Social Sciences Zimbabwe Open Univesity Zimbabwe Abstract The study focused on the implications on human resource personnel of conducting and driving the retrenchment exercise. The research study was prompted by the economic and social decline which Zimbabwe was subjected to for the past couple of years. This scenario necessitated the need for many organisations, including mines to engage in some retrenchment exercises. Previous studies have largely focused on how the retrenched would be affected before, during and after the retrenchment exercise. It has been a norm for organisations to try to cushion their departing organisational members from possible financial, social and psychological effects of the retrenchment exercise through some workshops such as stress management and entrepreneurship. The retrenched were viewed as the only victims of the retrenchment exercise. This study however took a different approach by considering the effects of the retrenchment exercise on the drivers of the program, the human resource personnel, taking into consideration the fact that some bonds would have been existing among employees, especially having in mind the collective culture of the African societies where social bonds are strong. The study adopted a qualitative approach where interviews and focus group discussions were used in mining companies which retrenched in the...
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...EHR_C02.qxd 6/6/07 3:55 PM Page 27 CHAPTER 2 Ethics and Human Resource Management By Amanda Rose Chapter outline Standards, values, morals and ethics have become increasingly complex in a postmodern society where absolutes have given way to tolerance and ambiguity. This particularly affects managers in HR, where decisions will affect people’s jobs and their future employment. This chapter explores some of the ethical dilemmas encountered in the workplace, discussing ethical behaviour and values that relate to HR. It looks at relevant ethical tools, such as utilitarianism and relativism in order to examine current practices in the workplace and their links to corporate social responsibility. Learning outcomes By the end of this chapter, you should be able to: u u u u Critically explore and evaluate the ethical nature of human resource management; Identify and define current ethical and moral issues confronting HR managers; Compare, contrast and critically appraise a range of approaches to ethical analysis; Critically appraise the relevance and usefulness of philosophical analysis to HR practice. Introduction Human Resource Management is a business function that is concerned with managing relations between groups of people in their capacity as employees, employers and managers. Inevitably, this process may raise questions about what the respective responsibilities and rights of each party are in this relationship, and about what constitutes fair treatment....
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...Prepared by: Course Number: Course Convenor: Course Lecturer: Associate Lecturer: Word Count: Due Date: Extension Approved: Joel Sinclair 2513BPS Mr B Ginn Mr D McBrien Ms P Milton 3004 4 May 2012 14 May 2012 th th i 2513BPS s2793459 Executive Summary The purpose of this report is to review the management system of Etihad Airways. The report analyses Etihad Airways and draws information, justification, and conclusions from the company documents and academic resources. The report is 3000 words, and should be considered by the reader to be a broad overview of the company. The analysis conducted considered organisation background, and how that impacted organisational culture, and structure. In addition to this, the report outlined strategic management and how Etihad Airways stands out in the aviation industry. The report found that Etihad Airways has an Islamic background, that is evident in the fact Etihad is a state- owned airline, established by royal decree in Abu Dhabi. Despite the fact traditional Islamic views were depicted in accessibility of prayer rooms and announced prayers before departures etc., Etihad Airways showed evidence that they sought to accommodate for western culture. This was reflected in the availability of alcoholic beverages and through the company’s objectives that stated; the airline seeks to reflect the best of Arabian hospitality – cultured, considerate, warm and generous...
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...organisation established in 1992 with the purpose of developing a national approach to nursing and midwifery regulation. The ANMC works in conjunction with the state and territory nursing and midwifery regulatory authorities (NMRAs) to produce national standards which are an integral component of the regulatory framework to assist nurses and midwives to deliver safe and competent care. The standards include the national competency standards for enrolled nurses which were first adopted by the ANMC in the early 1990s. These have been reviewed and revised regularly since then. Other standards developed by the ANMC for implementation by the NMRAs include the competency standards for registered nurses, midwives and nurse practitioners, codes of professional conduct and ethics, and a range of position statements and guidelines. The full list of standards, position papers and guidelines produced by the ANMC can be viewed on the website. The national competency standards for the enrolled nurse are scheduled for review in 2007. This review will be undertaken by a team of expert nursing consultants and will include extensive consultation with nurses around Australia. The purpose underpinning the review will be to contemporise the standards to reflect the changing role of the enrolled nurse within the health environment of today. Whilst ANMC anticipates the resulting standards will be different in some areas from the existing competency standards, they will remain broad and principle based so...
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...STRATEGIC BUSINESS PLAN for (company name) for Period January 2002 to December 2005 (dates are examples only) Approved by (name), (position), on (date) Update Status: (amendment number), on (date) TABLE OF CONTENTS Executive Summary Section Page 1. Strategic Focus 2. The Business 3. Market Analysis 4 Products 5 Marketing 6 Research and Development 7 Production and Delivery 8 Supply Chains 9 Business Systems and Processes 10. Stakeholder Relationships and Alliances 11. Organisational and Management 12 Environmental and Social Impacts 13 Risk Factors and Regulatory Compliance 14 Corporate Governance 15 Financials 16 Application of Investment Funds 17 Strategic Action Plan 18 Plan Improvement Appendices: 1. 2. 3. Some Thoughts on Writing this Plan before We Start • Clearly identify the readers of this document. Then write the plan in a style that is easily understood by readers • Remember that this plan is a working document that has the clear purpose of initiating focussed action and generating clear and measurable results. Avoid the excessive use of descriptive adjectives to 'pad' or over-sell the plan. Flowery, highly descriptive language can cloud key issues, blur the plan's focus and slow/confuse its implementation • Keep the plan 'tight'; ensure it remains concise, balanced, clear and logical. Where possible use quantitative...
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...STRATHFIELD COLLEGE Strathfield College Pty Ltd CRICOS Code:02736K National Code: 91223 ABN: 85168435667 Level 2/ 84- 86 Mary Street, Surry Hills, NSW 2100, AUSTRALIA email: info@strathfieldcollege.edu.au Assessment Task 1 Assessment Details Qualification code Unit Code BSB60415 BSBINN601 Assessment Type Qualification Name Unit Name Report Advanced Diploma of Business Lead and Manage Organisational Change Term 3/2016 Due Date Trainer / Assessor’s Details Full Name: Date of Submission Student Details Student Name Student ID Instructions to the Candidates Pre Requirement for this task Student must review • Lesson materials provided in class Examples used in lessons. • Instructions to Students: • • • • Please complete assessment task within the time frame given You must attempt all the requirements that are addressed within this assessment task. Copying or any kind of cheating is absolutely not permitted, if someone is found cheating or copying, will be debarred from the assessment and a disciplinary proceeding would begin. This assessment covers the following Performance Criteria PC’s Covered: 1.1 – 1.6, 2.1 – 2.5, 3.1 – 3.6 BSBINN601_Lead and Manage Organisational Change_AT 1_Report.V2 Fast Track Couriers Pty Ltd - Precis You are an external change-management consultant. You have been contracted by Fast Track Courier Pty Ltd, a Sydney-based courier company in urgent need of increasing...
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...| Cornerstone Investment Aust. Pty Ltd ACN 082 383 640Australian Institute of Commerce & LanguageLevel 9, 815-825 George Street, Sydney NSW 2000 AustraliaTelephone: + 61 2 8917-6800 Facsimile: + 61 2 9212-0069Web: www.aicl.nsw.edu.au E-mail: info@aicl.nsw.edu.auRTO ID: 5500 CRICOS Provider number: 02048A | Assessment Details | Qualification | Diploma of Business | Term | 4/2013 | AICL Subject Code | DBB05 | AICL Subject Name | Manage recruitment selection and induction process | Assessment Type | Assessment 4Group Assignment Marks: 25% | Time allowed | Due Date : 11/11/2013 | Date | 28/10/2013 | Location | Room# 803/806 | Units of competency | National Code | BSBHRM605506A | Name | Manage recruitment selection and induction process | Student Details | Student Name | | Student ID | | Student Declaration: I declare that the work submitted is my own, and has not been copied or plagiarised from any person or source. | Signature: ____________________________Date: ____/_____/_____ | Assessor’s Details | Assessor’s Name | Tashfiq Rahman | Results (Please Circle) | Satisfactory | Not Satisfactory | Feedback to student: _____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________...
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