...Kennedy. -- 7th ed. p. cm. Includes bibliographical references and index. ISBN-10: 0-88173-671-6 (alk. paper) ISBN-10: 0-88173-672-4 (electronic) ISBN-13: 978-1-4398-8348-8 (alk. paper) 1. Energy conservation--Handbooks, manuals, etc. 2. Energy consumption--Handbooks, manuals, etc. I. Turner, Wayne C., 1942- II. Kennedy, William J., 1938- III. Title. TJ163.3.C37 2011 621.042--dc23 2011021960 Guide to energy management by Barney L. Capehart, Wayne C. Turner, William J. Kennedy--Seventh Edition ©2012 by The Fairmont Press. All rights reserved. No part of this publication may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopy, recording, or any information storage and retrieval system, without permission in writing from the publisher. Published by The Fairmont Press, Inc. 700 Indian Trail Lilburn, GA 30047 tel: 770-925-9388; fax: 770-381-9865 http://www.fairmontpress.com Distributed by Taylor & Francis Ltd. 6000 Broken Sound Parkway NW, Suite 300 Boca Raton, FL 33487, USA E-mail: orders@crcpress.com Distributed by Taylor & Francis Ltd. 23-25 Blades Court Deodar Road London SW15 2NU, UK E-mail: uk.tandf@thomsonpublishingservices.co.uk Printed in the United States of America 10 9 8 7 6 5 4 3 2 ISBN-10: 0-88173-671-6 (The Fairmont Press, Inc.) ISBN-13: 978-1-4398-8348-8 (Taylor & Francis Ltd.) While every effort is made to provide dependable information, the publisher, authors, and editors cannot be held responsible for any...
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...Journal of Vocational Behavior 66 (2005) 532–548 www.elsevier.com/locate/jvb Antecedents and consequences of reactions to developmental 360° feedbackq Leanne E. Atwater*, Joan F. Brett School of Management, Arizona State University West, 4701 W. Thunderbird Road, Glendale, AZ 85306-4908, USA Received 25 November 2003 Abstract This study investigated the factors that influence leadersÕ reactions to 360° feedback and the relationship of feedback reactions to subsequent development activities and changes in leader behavior. For leaders with low ratings, those who agreed with others about their ratings were less motivated than those who received low ratings and over rated themselves. For leaders with high ratings, agreement between self and other did not influence their motivation. Individuals with more favorable attitudes toward using feedback were more motivated following feedback. We found minimal support for hypothesized relationships between personality characteristics and reactions to feedback. LeadersÕ reactions to feedback were not related to the number of follow-up activities they reported, but were related to the degree of change in ratings over time. Ó 2004 Elsevier Inc. All rights reserved. 1. Introduction Three hundred and sixty degree feedback, the process in which direct reports, peers, and supervisors provide anonymous feedback to recipients, continues to grow in popq This research was supported in part by a grant from the Society for Human Resources Management...
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...[PROBLEMS IN THE EMERGENCY DEPARTMENTS OF PAKISTAN] ADVISOR: MR OMAR AZIZ BABAR GROUP MEMBERS: ABSHAM MEHBOOB (08-0014) AGHA MUREED AHMAD (08-0636) HAMZA AHMED JALAL (08-0282) NABEEL ATIQ SYED (08-0141) SYED ALI HAIDER SHAH (08-0176) SUBMISSION DATE: 07-05-2012 This project is solely the work of the author and is submitted in partial fulfillment of the requirements of the Degree of Bachelors of Business Administration EXECUTIVE SUMMARY Our FYP project is based on the issues in the emergency department of health sector of Pakistan on which we are conducting a research work. As we hear about the problems that occur in this department of health sector and the difficulties that people face we will be looking into the depth of these issues and try to highlight the key points that create such a situation. Our main objective is to find the gap between the perception and reality. We go about in our project first giving a brief introduction of the emergency department of health sector according to the secondary data that we collected. We also discussed the techniques, strategies and standard operational procedures i.e. SOP’s according to which emergencies should operate. Moreover we also discussed emergency ethics that are the first and foremost base to determine how the doctors are expected to behave with...
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...Module 14 Demand-side management sustainable energy regulation and policymaking for africa MODULE 14: DEMAND-SIDE MANAGEMENT page iii CONTENTS 1. MODULE OBJECTIVES 14.1 1.1. Module overview 14.1 1.2. Module aims 14.1 1.3. Module learning outcomes 14.2 2. INTRODUCTION 14.3 3. WHY PROMOTE DSM? 14.5 4. WHAT DRIVES DSM? 14.7 4.1. Cost reduction and environmental motives 14.8 4.2. Reliability and network motives 14.10 5. TYPES OF DSM MEASURES 14.13 5.1. Energy reduction programmes 14.13 5.2. Load management programmes 14.31 5.3. Load growth and conservation programmes 14.34 6. INFORMATION DISSEMINATION ON DSM 14.37 7. CHALLENGES OF IMPLEMENTING DSM PROGRAMMES 14.39 8. CONCLUSION 14.41 LEARNING RESOURCES 14.43 Key points covered 14.43 Answers to review questions 14.43 Exercises 14.44 Presentation/suggested discussion topics 14.45 Relevant case studies 14.45 REFERENCES 14.46 INTERNET RESOURCES 14.47 GLOSSARY/DEFINITION OF KEY CONCEPTS 14.47 Case study 1. Lighting retrofitting in the United Republic of Tanzania 14.49 Case study 2. United Republic of Tanzania: Power factor correction 14.59 Case study 3. Zambia: Automatic load control and alternative energy supply at Lusaka water and sewerage company 14.67 Case study 4. Zambia: University energy assessment 14.73 Case study 5. Why DSM initially failed in Ghana 14.79 PowerPoint presentation: ENERGY EFFICIENCY Module 14: Demand-side management 14.87 SUSTAINABLE ENERGY REGULATION AND POLICY-MAKING TRAINING...
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...More Praise for the Second Edition of Beyond Change Management “Once again, Dean and Linda have nailed it! Beyond Change Management is an extraordinary book examining the shifts in change management that have occurred over the years. This book offers real, practical solutions for change practitioners to become extraordinary conscious change leaders.” —Darlene Meister, director, Unified Change Management, United States House of Representatives “Entering the offices recently of a highly respected Fortune 500 company, I was stunned by the enormity of change they were facing and at the same time how ill-equipped they were to deal with the challenges that lay ahead of them. They had little capacity to lead and manage the change required. And, of course, consulting firms were swarming all over them. Th ey needed this book by the Andersons to help them. In fact, Chapter Five alone on building organizational capability is worth the price of the book.” —W. Warner Burke, Ph.D., Edward Lee Thorndike Professor of Psychology and Education; chair, Department of Organization and Leadership; program coordinator, Graduate Programs in Social-Organizational Psychology, Teachers College, Columbia University “Beyond Change Management is a must-read for today’s C-Suite executives and those who lead organizational change. Change is a fact of life in all successful businesses. Based on this breakthrough construct, we now view our approach to transformational change as a strategic advantage. It is a way...
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...Management Philosophy and Mission...............1 1.2.1. The PMO’s Mission............................................................................2 1.2.2. What Is A Project? .............................................................................2 1.2.3. What Is Project Management? ..........................................................2 1.2.4. What Is A Project Management Life Cycle? ......................................3 1.2.5. Deliverables Typically Produced for Each PMBOK Knowledge Areas4 1.2.6. Project Management Life Cycle and Knowledge Areas .....................5 1.2.7. Elements of Successful Project Management .................................15 1.3. Project Approach Selection Technique - Selection Indicators ....................15 1.3.1. Indicators for User Workshops ........................................................15 1.3.2. Indicators for Interviewing................................................................15 1.3.3. Indicators for Questionnaires...........................................................16 1.3.4. Indicators for Teamwork ..................................................................16 1.3.5. Indicators for Individual Work ..........................................................16 1.3.6. Indicators for Classical Progress Control.........................................16 2. Project Management Step-By-Step...
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...A head of caravan needs VISION, COMMUNICATION and COMPASSION, — basic tools for a Leader. Dr. Allama Mohammad Iqbal 100 Performing CEOs & LEADERS OF PAKISTAN 2014 Exclusive Inspiring Interviews, Success Stories and Case-Studies of Business Leaders, Presidents, CEOs, High-Profile Entrepreneurs, Women of Substance and Difference Makers Investor’s Guide Ijaz Nisar Founder & President Manager Today Magazine | CEO Club Pakistan CEO Club Pakistan Publications Copyright© 2014 Manager Today Magazine | CEO Club Pakistan All rights reserved Printed in Pakistan No part of this publication may be reproduced, stored in or introduced into a retrieval system, or transmitted in any form, by any means (electronic, mechanical, photocopying, recording or otherwise), without the prior written permission of the author and Manager Today. Requests for permission should be directed to: managertoday@live.com Manager Today Publications are available at special quantity discounts to use as premiums and sales promotions, or for use in corporate training programmes. For information, please contact Head Circulation Manager Today Publications Division at: 0092 300 452 1298 | 0092 423 579 2066 Published by: Supported by: Dedication This book is dedicated to our visionary leader, Quaid-e-Azam Mohammed Ali Jinnah, the founder and the father of the nation who defined Leadership: “The things...
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...ªtefan Stanciu Mihaela Ionescu Managementul resurselor umane CUPRINS CAPITOLUL 1 – Introducere în managementul resurselor umane / 11 1.6. Managementul resurselor umane / 41 1.6.1. Concepte / 41 1.6.2. Obiective privind resursele umane / 43 1.6.3. Departamentul de resurse umane / 44 CAPITOLUL 2 – Manageri [i leadership / 57 2.1. Managerii / 57 2.1.1. Caracterizare general` / 57 2.1.2. Profiluri manageriale / 60 2.1.3. Caracteristicile managerilor / 64 2.2. Managerii de resurse umane / 73 2.3. Delegarea / 77 2.4. Decizia – func]ie esen]ial` a conducerii / 79 2.4.1. Concepte / 79 2.4.2. Tipuri de decizie / 81 2.4.3. Decizia de grup / 83 2.4.4. Etapele procesului decizional / 85 2.5. Leadership / 91 2.6. Dezvoltarea competen]elor managerilor / 100 2.7. Aplica]ii [i studii de caz / 102 CAPITOLUL 3 – Strategii, politici [i planuri privind resursele umane / 111 3.1. Strategii / 111 3.1.1. Schimbarea organiza]ional` / 111 3.1.2. Planificarea strategic` / 115 3.1.3. Cerin]e [i linii strategice / 116 3.1.4. În ce const` strategia de personal? / 117 3.1.5. Op]iuni strategice / 119 3.2. Politici de personal / 121 3.2.1. Caracteristicile politicilor tradi]ionale / 121 3.2.2. Caracteristicile politicilor moderne / 122 3.2.3. Politici cu spectru larg / 126 3.2.4. Politici privind plec`rile voluntare / 130 3.2.5. Previziunea [i planificarea personalului / 131 3.3. Prognoza resurselor umane / 136 3.4. Tendin]e în domeniul resurselor umane / 137 3.5. Practici privind personalul...
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...Volume III Liz Mohn A Cultural Forum Corporate Cultures in Global Interaction Bertelsmann Foundation Gutersloh 2003 A Cultural Forum Corporate Cultures in Global Interaction Global Business Culture – an International Workshop, held in November 2002 in Gutersloh Content 04 05 Content 6 Foreword Liz Mohn Part I: Cultural Diversity as a Challenge for the Management of Globally Acting Companies: Forming Process of Interaction and Acculturation Global Corporate Cultures: Management between Cultural Diversity and Cultural Integration Wolfgang Dorow, Susanne Blazejewski Competing on Social Capabilities: A Defining Strategic Challenge of the New Millennium Piero Morosini Cultural Complexity as a Challenge in the Management of Global Companies Sonja Sackmann Managing Cultural Diversity: Insights from Cross-Cultural Psychology Felix Brodbeck Part II: Trust – Leadership – Conflict Management: Topics of Growing Importance to Multinational Companies at a Time of Globalization Corporate Culture of a Global Company: The Volkswagen Group Ekkehardt Wesner Organisational and Cultural Change at Deutsche Post World Net Joachim Kayser TOSHIBA EUROPE GmbH – An Example of Corporate Culture in Global Interaction Dirk Mandel Topics on the Increasing Significance of Globalization for Multinational Enterprises Gerhard Rübling List of Contributors 10 12 30 58 82 96 98 106 112 115 120 Foreword 06 07 Foreword Liz Mohn Mergers and...
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...RENAISSANCE LEADERSHIP Transforming Leadership for the 21st Century J. Martin Hays and Choule Youn Kim THE AUSTRALIAN NATIONAL UNIVERSITY Key Words: |Leadership |Management Education |Future Trends | |Leadership Development |The New Millennium |Leadership Competencies | ABSTRACT Conventional leaders and leadership of the past are insufficient to meet the demands of the 21st Century. As we enter the new millennium, our world is characterised by unprecedented complexity, paradox, and unpredictability. Change is rapid and relentless. Today’s leaders face demands unlike any ever before faced. Standard leadership approaches that have served us well throughout much of history are quickly becoming liabilities. Conventional wisdom regarding leadership and many of its habits must be unlearned. The strong, decisive, charismatic, and independent leader and leadership we have idealised, strived to be, depended upon, and longed for may prove counter-productive in the new millennium and undermine a sustainable future. The challenges and opportunities of the 21st Century call for a new type of leader and leadership, indeed an entirely new and different way of thinking about leadership and of developing future leaders. This paper explores the nature of the nascent millennium and the leader and leadership qualities and capabilities...
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...00_078973706x_fm.qxd 1/14/08 2:42 PM Page i NCLEX-PN ® SECOND EDITION Wilda Rinehart Diann Sloan Clara Hurd 00_078973706x_fm.qxd 1/14/08 2:42 PM Page ii NCLEX-PN® Exam Cram, Second Edition Copyright © 2008 by Pearson Education All rights reserved. No part of this book shall be reproduced, stored in a retrieval system, or transmitted by any means, electronic, mechanical, photocopying, recording, or otherwise, without written permission from the publisher. No patent liability is assumed with respect to the use of the information contained herein. Although every precaution has been taken in the preparation of this book, the publisher and author assume no responsibility for errors or omissions. Nor is any liability assumed for damages resulting from the use of the information contained herein. ISBN-13:978-0-7897-2706-9 ISBN-10: 0-7897-3706-x Library of Congress Cataloging-in-Publication Data Rinehart, Wilda. NCLEX-PN exam cram / Wilda Rinehart, Diann Sloan, Clara Hurd. -- 2nd ed. p. cm. ISBN 978-0-7897-3706-9 (pbk. w/cd) 1. Practical nursing--Examinations, questions, etc. 2. Nursing--Examinations, questions, etc. 3. National Council Licensure Examination for Practical/Vocational Nurses--Study guides. I. Sloan, Diann. II. Hurd, Clara. III. Title. RT62.R55 2008 610.73'076--dc22 2008000133 Printed in the United States of America First Printing: February 2008 Trademarks All terms mentioned in this book that are known to be trademarks or service marks have been appropriately...
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...12:06 Page 1 WOMEN, GENDER AND WORK People are not defined solely by their work, nor is it possible to ignore the effects of factors outside the workplace on a person's status at work. To seek equality at work without seeking equality in the larger society – and at home – is illusory.Thus an examination of the issues surrounding women, gender and work must be holistic. That means considering the role of productive work in life as a whole and the distribution of unpaid work as well as the myriad questions relating to employment. This important anthology brings together the thinking of leading philosophers, economists and lawyers on this complex subject. Selected recent articles from the multidisciplinary International Labour Review are assembled for the first time to illuminate questions such as how we should define equality, what equal opportunity means and what statistics tell us about differences between men and women at work, how the family confronts globalization and what is the role of law in achieving equality. There is an examination of policy – to deal with sexual harassment and wage inequality, for example, as well as part-time work, the glass ceiling, social security, and much more. A major reference on the best of current research and analysis on gender roles and work. Martha Fetherolf Loutfi has been Editor-in-Chief of the International Labour Review, a Senior Economist for the Brandt Commission and in the ILO’s Employment and Development...
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