... Recently, interest in business ethics has increased and has gained more visibility after the Enron scandal. The purpose of this paper is to describe what business ethics is in today’s business environment and to discuss ethical issues that affect the airline industry in the United States. Furthermore, this paper discusses executive compensation after September 11. De George (2006) defines business ethics as “the moral evaluation” of the American free market economic system and any of its variations or modifications (2006, p. 20). Although corporations are the primary targets of moral evaluation, so are employee unions and all business practices and consumers are scrutinized (p. 23). Conversely, De George (2006) suggests that “corporate governance, reverse discrimination, truth in advertising, whistle blowing and disclosure are not clear cut,” so these issues require careful analysis and weighing of appropriate facts in order to get answers (p. xii). Advancements in technology facilitate easy dissemination of information, so business-leaders are challenged with setting up the standards for their corporations to operate profitably within the legal boundaries of the communities they serve. Nonetheless, corporations have the obligation to abide by regulations. In the airline industry, compliance to safety and security directives increases exponentially after the tragic events of September 11, 2001. As a result, the operating costs associated with fuel and new requirements...
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...affecting organisations shows no sign of slowing down and it has a strong impact on managerial expectations about: • employee behaviour and attitudes • corporate pressures on managerial performance • the employability potential and aspirations of labour market entrants • the criteria for success applied to those engaged in employee resourcing activities. Therefore, this elective is designed to recognise the following key points: • For any organisation to achieve its people resourcing outcomes, the people resourcing professional must be aware of the organisation’s strategic direction and be able to demonstrate that the resourcing policies, systems and procedures contribute to achieving the corporate strategic goals. • There is no guarantee that today’s organisations will exist in the indefinite future, either at all or in their present form. So this elective seeks to address the competencies that resourcing professionals are likely to need ‘everywhere and tomorrow’, rather than just ‘here and now’. • Administering employment systems in line with the law and recognised standards of fairness and good practice is important, but it doesn’t make the difference between success and failure in the market place. People resourcing professionals add real value through their contribution to the recruitment, selection, deployment, development and retention of people who themselves add value to the organisation, individually and collectively. • Many employers still use recruitment and selection processes...
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...plays a very important role in hierarchy, and also in between the higher management and low level employees. Stated below are major responsibilities of HR Manager:- Responsibilities: 1. To maintain and develop HR policies, ensuring compliance and to contribute to the development of corporate HR policies. 2. To develop the HR team, to ensure the provision of a professional HR service to the organization. Manage a team of staff responsible for mentoring, guiding and developing them as a second line to the current position. 3. To ensure timely recruitment of required level / quality of Management staff, other business lines staff, including non-billable staff with appropriate global approvals, in order to meet business needs, focusing on Employee Retention and key Employee Identification initiatives. 4. Provide active support in the selection of Recruitment agencies which meet the corporate standard. Ensure Corporate Branding in recruitment webs and advertisements. 5. Develop, refine and fine-tune effective methods or tools for selection or provide external consultants to ensure the right people with the desired level of competence are brought into the organization or are promoted. 6. Prepare information and input for the salary budgets. Ensure compliance to the approved salary budget; give focus on pay for performance and salary benchmarks where available. Ensure adherence to corporate guideline on salary adjustments and promotions. Coordinate increments...
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...Technical Report Topic Ideas any major: technology management issues in technical writing or communications multi-cultural/multinational issues competition for consumers professional problem professional code of ethics implementing an ombudsman program product liability on site security--data, people or materials workplace violence outsourcing new overtime regulations accounting: inventory systems pension/ stock option problems corporate contributions to political parties executive compensation prevention of accounting fraud risk analysis agriculture: land use management genetically altered plants control of crown gall in ornamental plants methods of crop estimation/pricing/futures bioterrorism in crops architecture: options in environmental or natural disaster proof structures (floods, fires, earthquakes, etc.) landscape designs for different environments (drought, boggy, etc.) solar heating or cooling designs lighting systems for large structures restoration methods for old and/or historic buildings aviation: wind shear problems and solutions pilot retirement or retention issues training and safety procedures global positioning systems runway incursion solutions aircraft fatigue competing materials for aircraft structures screening/security issues options in aircraft for corporate use small airport management biology/pre-med liability insurance/malpractice reform options in diagnosis or treatment ...
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...Management Training THE NEED FOR MANAGEMENT TRAINING We have a new breed of managers today. Gone are the days when managers can just sit back comfortably and relax. Current corporate situations demand quick reactions and fast, appropriate, solutions on a daily basis. So the answer is to be at the top of your game and to do this you need to undertake management training. THE TARGET GROUP OF MANAGEMENT TRAINING Management training is designed to cater to the needs of the people in the upper echelon of an enterprise. Be they young or old, fresh or long-time administrators, they need trainings to enhance their management skills. That’s the only way to survive and win out the rigid corporate demands and the ruthless business competitions. There is also a particular group that needs these trainings the most. They are what we call the transition managers. A lot of managers are promoted from within the rank-and-file of a company, and typically, they never have received training on how to handle the new responsibilities given them. Many companies realize that management training is crucial to a successful transition so they normally require that these rookie supervisors undergo such. THE IMPORTANCE OF MANAGEMENT TRAINING It is evident that the skill and ability to manage employees well have a significant financial impact on the company. Whenever someone wants to measure the effectiveness of the management staff, that person needs to check the following: employee turnover...
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...Retention Plans in Talent Management: Corporate practices in Bangladesh The Reason of Research:- Focusing in HRM for the betterment of production is not in lag behind in recent times. With the course of time, it is being the centre of the organization that some revolutionary steps are being preference for updating status. Retention plans is one of them. Not only this, those sectors which are in mainstreaming stair of an organization-such as marketing, finance and accounting, HRM is also involve within those hand and globes. Consequently, the recruitment and selection, compliance, labor market, wage and salary, retirement, organizing, required skills and attitude to meet current and future organizational needs are not the main elements rather developing and retaining people is the significant and sophisticated issues for moving ahead at the plot of HR. Surely, this trend pushes us to elaborate discussion about it later on. But that does not mean that rest others are least importance. Basically, above all important issues make HR effectively. Nevertheless, in some vital organizations cannot judge retention plan very sincerely. Despite having lots of prosperity why retention plan cannot reach their exemplary and satisfactory threshold in our country I will also give preferences in our term paper for understanding in depth in the part of limitations. Why do we Select retention plan for managing talents for doing Research:- Before going to the deep look of the topic now we...
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...enjoy “A Sense of Place” Rosewood type of experience in different parts of the world. Rosewood had two options by which it could encourage its customers to use more than one Rosewood hotels: * Introduce a frequent-stay program * Create/adopt a corporate brand Market research has shown that the number of guests enrolled in frequent –stay programs(mostly point based)grew by nearly 12% in 2003 and such programs are believed to double repeat business. Creating Rosewood brand awareness would provide a platform for encouraging Rosewood customers who stay at one of Rosewood property to stay at some of the others. It would not only increase cross property use and attract new customers, but also increase joint marketing activities and ability to build new properties and grow. Nevertheless, corporate branding undercuts the distinctiveness of each individual branded hotel and potentially decreases the property value. Current Competition, Brand Identity and Competitive advantage Rosewood competes with two groups of luxury hotels: the corporate branded Ritz-Carlton, Four Seasons, St. Regis etc and the “collections” of individually branded unique hotels, such as Auberge, Rockports and the Orient Express. This led to an identity crisis of sorts where in spite...
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...MBA 812 Marketing Management Case Analysis Rosewood Hotels and Resorts Summary This paper is expended according to the Rosewood Hotels & Restores Company, which established in 1979. This company promoted the Individual Brand Strategy when it was established. In early 2004, the new present and CEO, John Scott, and the vice president of sales and marketing, Robert Boulogne were considering to apply one new brand strategy named Corporate Brand Strategy in order to boost the company’s growth. In the first part of this paper, it gives the reasons why John Scott and Robert Boulogne wanted to promote the Corporate Brand Strategy. In the second part, it describes the advantages and disadvantages of the two brand strategies. And, the last part which is the most important part, there is a spreadsheet with lots of data, and from these data, John Scott and Robert Boulogne confirmed that the Corporate Brand Strategy is more effective for the Rosewood Hotels & Restores Company’s growth. Body of the Paper In this case, the protagonist is Rosewood Hotels & Restores, which is a hotel management company. In this company, there are 12 individual branded hotels and restores in different countries. In other words, Rosewood Hotels &Restores’ development strategy is individual/collection brand strategy. In early 2004, the top managers of Rosewood Hotels & Restores want to promote the company’s growth. Generally speaking, there are several popular growth strategies...
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...Global Talent Management Recent developments in management- and academic literature and application of the ING. Talent, from Greek talanton; Latin talenta; a unit of weight or money. Amsterdam Business School Course: Author: Date: Business Studies Seminar, Final Assignment (Paper) Bekir Gündelik #10481745 23-10-2013 1 Introduction The term “talent” dates back to the ancient world (from Greek talanton; Latin talenta) where it was used to denote a unit of weight or money (Talent, n.d.-a; Tansley, 2011). Subsequently, the meaning of talent underwent a considerable change, standing for an inclination, disposition, will, or desire by the 13th century (Talent, n.d.-a). In the 14th century, talent then adopted the meaning of a special natural ability or aptitude, which was probably based on figurative interpretations of the Parable of the Talents (Matthew 25:14–30) (Talent, n.d.-a). The subtext of this parable conveys that talents—whether they are interpreted as monetary units or natural abilities—are valuable and should not be wasted, and this moral still applies today. This paper set out to identify current developments in global talent management and leadership and the current position of ING Bank (ING) as an employer and facilitator of global talent management programs and leadership programs. The next generation of global talent management practices and solutions will largely be driven by economic evolution, demographic changes, and technology advancements. These factors...
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...KPMG Case Study 1. What are Professional Services Networks? * Professional services networks are networks of independent firms who come together to cost-effectively provide services to clients through an organized framework. * They are principally found in law and accounting. They may also be found in investment banking, insurance, real estate and architectural services. * Any profession that operates locally, but has clients in multiple locations, are potential members of a network. * They include the well-known accounting networks like PwC, KPMG, Deloitte, and Ernst & Young (also known as the Big 4 Audit Firms) as well as more than 30 other accounting networks and associations. * These firms use a network disclaimer which states that the network members are independent firms that do not practice jointly and are not responsible for the negligence of each other. It further states that generally the network does not practice a profession or otherwise provide services to clients of the network’s members. * The firms joined this network for tangible reasons: to receive referrals from other members, to have reliable firms to which they can refer, to maintain independence, to meet clients’ needs, to retain existing clients by being able to provide services in other states or countries, and to obtain new clients in their market who know of the membership. 2. What were the challenges faced by Colin Sharman after being appointed as the Chairman...
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...Human Resources Plan Name Class Teacher Date The human resource department has a direct impact on the success of the company and its culture. In addition to being responsible for recruiting and retaining employees, talent management, compensation and benefits, training and development, and compliance, HR should be able to assist employees and managers resolve issues. Before starting an HR Department of one person, it is important to develop a long-term strategic plan in order to formulate the steps used to build a functioning unit and one that has credibility within the organization as a strategic partner. In order to streamline our department of one, HR will focus on specific functions and re-assign or outsource others. Recruitment, training and development, compensation, legal issues, and performance reviews will remain with HR. We will outsource or make use of web-based services certain activities such as payroll and benefit management. Other functions of HR will be carried out by utilizing the expertise of other departments and collaborating with them on important issues. For example, I will collaborate with the marketing manager to aid the company’s recruitment, orientation and onboarding so that we are promoting the company brand and attracting the right talent. According to Chimhanzi (2004), significant achievements for both departments will be achieved through social networking and written communications that help promote the perception of connectedness...
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... 3 2. Corporate communication, Corporate objectives & Branding 4 3. Internal Communication 7 4. External Communication 9 5. Corporate communication Strategies 11 6. Conclusion 13 7. References 14 Introduction Future of an organization will depend on how it is viewed by its key stake holders such as shareholders, customer, investors & employees. It has become one of the core objectives to building, maintaining & protecting the reputation of the company by the corporate communicators, considering the globalization & current financial down turn. Further corporate communication can be consider as a strategic tool for an organization to gain a competitive edge over...
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...Ethan Berman at RiskMetrics Group (A) I. COMPANY PROFILE Corporate Strategy The company’s strategy was to build long lasting relationship with their client and offer high-quality service. RiskMetrics primary customer was companies and business which requires an efficient and low-cost execution of risk analysis. Their business model was based on short-term software leasing. The company leased clients a CD containing a risk management application priced at $30000 annually per user and was password protected, after that clients paid by the month for the new password. Organizational Structure Since RiskMetrics Group was a new company, that formerly was a subsidiary of J.P Morgan, Berman used FLAT organizational structure. There were pro’s and con’s by using this kind of organizational structure: Competitive Advantage One of the major competitive advantage of RMG is its payment method. They use leasing payment method to attract costumer and make the costumer financial burden lighter. II. TIME LINE Early 90’s The RiskMetrics Group started as an in-house division of J.P. Morgan, the institutional investment bank. Dennis Weatherstone, chair of Morgan in the early 1990s, wanted a simple, concise daily report that measured the company’s proprietary risk at the end of each day. Why? Because the needs for accurate and clear measure of exposure to market volatilities. In the wake of such financial disasters such as Orange County, Barings, Daiwa and Showa Shell, banks...
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...Introduction: In recent decades, there has been a rising focus on management corporate behaviour, ethical responsibilities, and internal controls due to the increasing number of corporate fiascos. The Arthur Andersen scandal was one of many conducted worldwide and an example of how things can go wrong in the public sector. This report will briefly describe the Arthur Andersen scandal, analyze the major failure elements that led to the scandal, and finally provide recommendations that could have been implemented to prevent these issues. Overview, Issues, and Recommendations: The Arthur Anderson Scandal was mainly related to Enron’s scandal and fallout. The accounting firm was responsible for completing the audited financial statements of the company and was convicted of obstructing justice, after it shredded documents relating to Enron’s Audit and scandal. Many fiascos led to Andersen’s fallout. This included unethical practices, poor internal controls, and dysfunctional behaviour of corporate managers. - Unethical practices: o Shredding Enron’s audit documents and files on hand. o The use of Special purposes entity (SPE) in Enron’s accounting for projects. (False profits, and hide losses and unfavourable information from Enron’s financials) - Poor internal controls: o No Segregation of duties and conflict of Interest The Manager responsible for making decisions regarding client’s financials is the same manager directly involved in the profitability of the client ...
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...PLANMAN HR PLANMAN HR The Chief Executive Forum (CEF) is a Planman Consulting initiative to provide a platform for leaders to share their ideas with decision makers of corporate India. These professors, drawn from the best B-Schools of the world, are experts at the leading edge of management science and have implemented their ideas in some of the largest MNCs across the globe. The last few years has seen professors from MIT, Kellogg, the Harvard Business School, INSEAD, Columbia, Yale, Cambridge, LBS lend credibility to the Chief Executive forum. The monthly one day workshop conducted across the country, is focused on knowledge transfer and building capabilities for the corporates. The sessions are interactive and use a variety of learning methodologies including case studies, lectures, role plays, group activities. The forum also provides a medium for senior executive networking. The response from the industry has been overwhelming and has encouraged us to regularly organize the Chief Executive forum. The high standards set in the past push us to strive for the Chief Executive Forum to be rigorous and relevant to business context in future. Month July Programme A Marketer's View of Competitive Strategy Director PROF. JOHN A. CZEPIEL New York University, Leonard N. Stern School of Business Place Delhi Hyderabad Chennai Bangalore Delhi Pune Mumbai Bangalore Delhi Hyderabad Bangalore Chennai Date 12th July ’10 14th July ’10 16th July ’10 19th July...
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