...DOING BUSINESS IN ASIA, EUROPE, AMERICA I. Core Book: a. Week 2: - Core text Ch.7 (pp.192-221) b. Week 4a: - Core text Ch. 3 (pp. 60-84) c. Week 5a: - Core Text Ch. 13 pages 402-405 d. Week 7ab: - Core text Ch.14 (pp.433-438) - Core text (2008) pp. 13-15 and 60-61 e. Week 9ab: - Core text Ch. 14 & 15 - Core text Ch 16 pp.482-504 f. Week 11: - Core Text, Chapter 19, Pages 592-606 II. Other Book: a. Week 3a3b: - Read Moffet, M., Stonehill, A. & Eiteman, D. (2006) Fundamentals of Multinational Finance, Chapter 11, 12 & 13. - Deutsche Banks Global Registered Shares (pp.332-333). - Tirstup Biomechanics (Denmark): Raising Dollar Debt (pp.357-359) b. Week 5b - Sanyal (2001). International Management: A Strategic Perspective (Prentice Hall), Ch.2, pp.66-77 c. Week 6ab: - Read Moffet, M., Stonehill, A. & Eiteman, D. (2006) Fundamentals of Multinational Finance, Chapter 20 & Read Stanley Works & Corporate Inversion (pages 541-545) d. Week 7a 7b: - Moffat, Stonehill & Eiteman (2006). Fundamentals of Multinational Finance, Ch.19 - Gardner & Weirich (1992). Business Investigations: How CFOs can manage risk through information, Journal of Corporate Accounting & Finance, Vol.10, Issue 1, (pp.129-139). - Madura & Fox (2007). International Financial Management, Ch. 19, pp.652, 659-661 e. Week 8a : - Chetty, S. & Campbell-Hunt, C. (2004) ‘A Strategic Approach to Internationalization: A Traditional Versus a “Born-Global” Approach’, Journal...
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...Strategic HR Approach HRM-552 Professor Sherri Johnson July 21, 2013 Strategic HR Approach An employee of 25 years received cancer treatment and was hospitalized for 2 months. He or she is now asking for additional money to help pay medical bills. In this scenario, AS the HR manager, I would go over the different health benefits that the employee had prior to his or her illness. If the employee had medical insurance, I would refer them to their selected medical provider to have them determine what benefits they are eligible for and also what they would need to do to obtain payment for their bills. I would also look into whether or not the employee had any type of disability insurance that they would have elected during their open enrollment period. This type of insurance is very beneficial in situations where the employee is out of work or has missed time from work due to an illness. If there are no other alternatives available for the employee there is always to ask employees to help donate to the employees cause, if the employee is willing to have this situation made public and be willing to accept donations given from fellow employees. This approach will be the most effective because many times the employer is unable to help the employee with certain situations and this may very well be one of those situations. However, providing as much assistance as possible will make the employee feel that the employer has done everything that they...
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...Strategic HR Approach Rebecca Hardy HRM/552 - Organizational Training and Development 06 April, 2015 Professor Patricia Addesso Strategic HR Approach Human Resource Managers must deal with a wide range of issues on a daily basis. They are charged with the task of determining the strategy that will best resolve the issue for the employee as well as ensuring that the organization is staying in compliance with all governmental regulations. The following scenarios will allow us to take a look at some of the situations that could arise for a Human Resource Manager and determine the best strategy for resolving those issues. Scenario 1: An employee of 25 years received cancer treatment and was hospitalized for 2 months. He or she is now asking for additional money to help pay medical bills. As the human resource manager I would take a look at the health insurance and disability benefits that the employee has available to them. Knowing this information will help me determine the best course of action for the employee. For example, if the employee has a flexible spending account that they have been putting money aside in, this may be an option that is available for helping to cover the medical costs. The employee should have already submitted a claim for any short-term disability benefits that could possibly be available, but if they have not helping them to obtain these benefits for the time period that they were out may help provide additional funds for the team member...
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...Human Resources for SME Competitive Advantage: A Pakistan Survey Questionnaier 12/18/2014 Abdul Salam Khan - 10657 Sara Salim - Amber – Hina – Faiza Naeem - Daniyal Hassan - Course Fascilitator: Dr. Naveed R. Khan Introduction: By Amber Problem Statement: The intention of this report is to focus on the comparative analysis of Human Resources for Small and Medium Enterprises (SME) in Pakistan. Past researches have primarily focused on the relationship between individual human resource (HR) practices and firm performance, but the recent research studies are based on different factors of Human Resource practices and their impact on performance outcomes. In Pakistan, Human Resource Management is in developing stage & most of the companies are trying to adopt the best practices of it. Research Objective: The objective of this report is to highlight the comparative research of Human Reources factors in Small and Medium Enterprises (SMEs) in Pakistan. Research Question: In view of the above discussion the following research question have been constructed: Q1. To what extend do the firm’s apply Human Resource Practices in SMEs. This research question examines the comparative analysis of adoption of HR practices in SMEs. Conclusion: SMEs played a vital and significant role in the development of the country’s economy. Most developed countries provide facilities to...
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...Saylor URL: http://www.saylor.org/books Saylor.org 1 Preface Competing books are focused on the academic part of HRM, which is necessary in a university or college setting. However, the goal with this book is not only to provide the necessary academic background information but also to present the material with a practitioner’s focus on both large and small businesses. While the writing style is clear and focused, we don’t feel jargon and ten-dollar words are necessary to making a good textbook. Clear and concise language makes the book interesting and understandable (not to mention more fun to read) to the future HRM professional and manager alike. It is highly likely that anyone in business will have to take on an HRM role at some point in their careers. For example, should you decide to start your own business, many of the topics discussed will apply to your business. This is the goal of this book; it is useful enough for the HRM professional, but the information presented is also applicable to managers, supervisors, and entrepreneurs. Besides these differences, other key differences include the following: This book utilizes a technology focus and shows how HRM activities can be leveraged using technology. We have also included a chapter on communication and information about motivational theories. Since communication is a key component of HRM, it makes sense to include it as a full chapter in this book. Human motivation is one of the cornerstones of HR, which is...
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...3122-prelims.qxd 10/29/03 2:20 PM Page i International Human Resource Management 3122-prelims.qxd 10/29/03 2:20 PM Page ii 3122-prelims.qxd 10/29/03 2:20 PM Page iii second edition International Human Resource Management edited by A n n e - Wi l H a r z i n g J o r i s Va n R u y s s e v e l d t SAGE Publications London l Thousand Oaks l New Delhi 3122-prelims.qxd 10/29/03 2:20 PM Page iv © Anne-Wil Harzing and Joris van Ruysseveldt, 2004 First published 2004 Apart from any fair dealing for the purposes of research or private study, or criticism or review, as permitted under the Copyright, Designs and Patents Act, 1988, this publication may be reproduced, stored or transmitted in any form, or by any means, only with the prior permission in writing of the publishers, or in the case of reprographic reproduction, in accordance with the terms of licences issued by the Copyright Licensing Agency. Enquiries concerning reproduction outside those terms should be sent to the publishers. SAGE Publications Ltd 1 Olivers Yard London EC1Y 1SP SAGE Publications Inc 2455 Teller Road Thousand Oaks, California 91320 SAGE Publications India Pvt Ltd B-42, Panchsheel Enclave Post Box 4109 New Delhi 100 017 British Library Cataloguing in Publication data A catalogue record for this book is available from the British Library ISBN 0 7619 4039 1 ISBN 0 7619 4040 5 (pbk) Library of Congress Control Number...
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...___________________________ 9 Recommendations____________________________________________________ 10 Recommendations for immediate action ________________________________________ 10 Recommendations targeted to be implemented before the end of the first year of the civil service reform program _____________________________________________________ 11 Recommendations for a phased civil service reform process. ________________________ 12 2. Situation Analysis _____________________________________________________ 16 2.1. 2.2. 2.3. Background _________________________________________________________ 16 Evolving Public Administration around the World ________________________ 17 Reform Efforts in the Past _____________________________________________ 19 3. Program Justification __________________________________________________...
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...SAGE India website gets a makeover! Global Products Enhanced Succinct Intuitive THE Improved Interactive Smart Layout User-friendly Easy Eye-catching LEADING WORld’s LEADING Independent Professional Stay tuned in to upcoming Events and Conferences Search Navigation Feature-rich Get to know our Authors and Editors Why Publish with SAGE ? World’s LEADING Publisher and home and editors Societies authors Professional Academic LEADING Publisher Natural World’s Societies THE and LEADING Publisher Natural authors Societies Independent home editors THE Professional Natural Societies Independent authors Societies and Societies editors THE LEADING home editors Natural editors Professional Independent Academic and authors Academic Independent Publisher Academic Societies and authors Academic THE World’s THE editors Academic THE Natural LEADING THE Natural LEADING home Natural authors Natural editors authors home World’s authors THE editors authors LEADING Publisher World’s LEADING authors World’s Natural Academic editors World’s home Natural and Independent authors World’s Publisher authors World’s home Natural home LEADING Academic Academic LEADING editors Natural and Publisher editors World’s authors home Academic Professional authors Independent home LEADING Academic World’s and authors home and Academic Professionalauthors World’s editors THE LEADING Publisher authors Independent home editors Natural...
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...Hospitality and Tourism Education and Training A Case Study of Scotland. Geno Trapaidze The Department of Hospitality and Tourism Management University of Strathclyde A thesis submitted in part of the requirements for the degree of MSc in International Hospitality Management September, 2007. ABSTRACT 1 The purpose of this study is to examine the role of education and training and its impact on labour supply to the Scotland hospitality and tourism industry; what are the current issues are there? And how those issues can be minimised? Its also seeks to identify the relation between the customer satisfaction and the service employees via service quality for maintain the growth of the hospitality and tourism industry. It also tries to identify the current labour market issues of the hospitality and tourism sector in Scotland, and how these issues can be minimised. Research will be conducted through five individual interviews. This research should help the hospitality and tourism managers/employers understand the importance of retaining staff. Also it will aim to make educational institutions aware of the gap between the content and the design of their hospitality and tourism courses/degree programmes in relation to industry demand, as highlighted in relation to current labour market issues such as staff turnover rate, retention problems, and the image of the hospitality and tourism industry in Scotland. Key words: Service quality, staff turnover, poor image...
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...THE SATISFACTION LEVEL IN McDONALD’S SURIGAO AS PERCEIVED BY THE HRM STUDENTS OF SURIGAO CITY An Undergraduate Research Paper Presented to the Faculty of Business and Hotel Management Division SURIGAO STATE COLLEGE OF TECHNOLOGY Surigao City In Partial Fulfillment of the Requirements for the subject BUSINESS STATISTICS PAULO ALEXIS MIJARES ILKA KHRISHA KLAIRE RIVAS DESIREE SILVOSA JASMINE JESSA HERNANDEZ RAYMOND ENTENIA February, 2016 ii 11 APPROVAL SHEET In partial fulfillment of the requirements for the subject Business Statistics; this research paper entitled “THE SATISFACTION LEVEL IN MCDONALD’S SURIGAO AS PERCEIVED BY THE HRM STUDENTS OF SURIGAO CITY”, has been prepared and submitted by PAULO ALEXIS MIJARES, ILKA KHRISHA KLAIRE RIVAS, DESIREE SILVOSA, JASMINE JESSA HERNANDEZ, RAYMOND ENTENIA is hereby recommended for oral examination. DR. JONATHAN CORDITA MACABODBOD Instructor __________________________________________________________ APPROVED by the Committee for Oral Examination with a grade of _______ ________________________ Chairman _________________________ Member _______________________ Member ______________________________________________________________ ACCEPTED in partial fulfillment of the requirements for the subject BUSINESS STATISTICS this February 2016. JONATHAN C. MACABODBOD, EdD Business Statistics Instructor iii 39 39 ACKNOWLEDGMENT The researchers convey their profound gratitude and deep appreciation to the following individuals, who shared...
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...© MICHAEL NEWMAN/PHOTOEDIT Managing Human Resources, 14e, Bohlander/Snell - © 2007 Thomson South-Western c hapter 13 Employee Rights and Discipline objective objective objective 3 Identify and explain the privacy 4 Explain the process of responsibilities. employment at will, wrongful discharge, implied contract, and constructive discharge. rights of employees. establishing disciplinary policies, including the proper implementation of 5 objective objective 2 Explain the concepts of employee rights and employer 6 Differentiate between the objective objective 1 Explain the concepts of Discuss the meaning of 7 Identify the different types of objective After studying this chapter, you should be able to 8 Discuss the role of ethics in discipline and how to investigate a disciplinary problem. two approaches to disciplinary action. alternative dispute resolution procedures. the management of human resources. organizational rules. PART 5 Enhancing Employee-Management Relations Managing Human Resources, 14e, Bohlander/Snell - © 2007 Thomson South-Western 549 550 PART 5 Enhancing Employee-Management Relations n this chapter we discuss employee rights, workplace privacy, and employee discipline. Managers note that these topics have a major influence on the activities of both employees and supervisors. Robert J. Deeny, an employment attorney...
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...PREP 1) Mintzberg concluded that managers perform 10 different, highly interrelated roles. Which of the following is one of the broad categories into which these roles might be grouped? A) intrapersonal B) institutional C) decisional D) affective E) reflective 2) Over the past two decades, business schools have added required courses on people skills to many of their curricula. Why have they done this? A. Managers no longer need technical skills in subjects such as economics and accounting to succeed. B. Managers need to understand human behavior if they are to be effective. C. These skills enable managers to effectively lead human resources departments. D. A manager with good interpersonal skills can help create a pleasant workplace 3) Which of the following is best defined as a consciously coordinated social unit, composed of two or more people, which functions on a relatively continuous basis to achieve a common goal or set of goals? A. Party B. Unit C. Community D. Organization 4) Which of the following is not one of the four primary management functions? A) controlling B) planning C) staffing D) organizing E) leading 5) Determining how tasks are to be grouped is part of which management function? A. Leading B. Planning C. Controlling D. Organizing E. Contemplating 6) Which of the following is least likely to be considered a manager? A. A lieutenant leading an infantry platoon B. An administrator in charge of fund-raising activities in a nonprofit organization...
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...E- Banking System in Pakistan ` E- Banking System in Pakistan Written by, Muhammad Rahimuddin rud777@hotmail.com 691205 0694 Syed Asif Abbas Bukhari asifbukhari82@hotmail.com 720512-1234 Supervised by Eva. Wittbom School of Management Blekinge Institute of Technology Ronneby, Sweden Thesis for the Master‟s degree in Business Administration, Spring-2010 Blekinge Institute of Technology, Ronneby, SWEDEN Thesis for the Master‟s degree in Business Administration Spring, 2010 I E- Banking System in Pakistan ABSTRACT Our this research work is based on the E-banking technology in which customers can access more accurate, quicker and rapid banking services from the computerized banking system. This system has also been adopted by the international banks as well as by the local banks in Pakistan to give efficient services to their elite customers. The purpose of our research work is carried out to unlock the significance that Pakistani banks are connected with this type of e-banking technology that is being implemented by the banks for providing the electronic services to the customers and in what extent this technology is relevant to customers. This research work will also help to determine whether the ebanking services are more efficient, accurate and rapid banking services. Thesis for the Master‟s degree in Business Administration, Spring-2010 Blekinge Institute of Technology, Ronneby, SWEDEN II E- Banking System in Pakistan SUMMARY ...
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...Expatriate Experiences Expatriate Experiences: A Comparison of Current Expatriate Experiences to the Relevant Literature, Using Interviews with Former Expatriates in the Pacific Northwest Licentiate Thesis submitted to the Faculty of Economic and Social Sciences of the University of Bern, Switzerland Professor: Prof. Dr. Norbert Thom Teaching Assistant: Anja Habegger, lic. rer. pol. Supervising Professor in Seattle: Prof. Richard B. Peterson Institute for Organizational Behavior and Human Resource Management Engehaldenstrasse 4 CH-3012 Bern, Switzerland Department for Management and Organization, University of Washington Business School Seattle, WA 98105-3200, United States of America by: Annette Bossard from Luzern, Switzerland Student ID number: 98-102-544 4714 17th Ave NE # 11 Seattle, WA 98105 United States of America Seattle, April 27, 2003 Expatriate Experiences I Preface “You cannot do anything without patience if you’re going abroad.”1 I wish to express my thanks to all the people who supported me and made it possible for me to have this great opportunity of spending half a year in the USA and writing a thesis on a topic which has always interested me and which I found more and more fascinating, the longer I was working on it. First of all, I have to thank Prof. Norbert Thom from the University of Bern whithout whose consent and support I would not have been able to do this in the first place. I am very grateful to Prof. Richard B. Peterson...
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...Professor Edward Desmarais BUS470 Business Policy and Strategy Fall 2001 CANNONDALE Cororation case analysis December 17, 2001 International Strategic Annalists Table of Contents A. Executive Summary ……………………………………………………………. 1 B. Current Situation ……………………………………………………………. 2 ▪ Current Performance ……………………………………...……………. 2 ▪ Strategic Posture …………………………………………..………. 4 ▪ Corporate Governance ………………………………………………..…. 18 C. External Factors ……………………………………………………………. 19 ▪ Industry and Competitive Analysis ……………………………………..…. 21 ▪ Summary of External Factors ………………………………………… 73 D. Internal Factors ……………………………………………………………. 77 ▪ Financial Analysis …………………………………………………… 105 ▪ Management’s Personal Ambitions, Philosophies, and Ethics ………... 117 ▪ Company Culture …………………………………………………………….. 118 ▪ Summary of Internal Factors ………………………………………….. 120 E. Strategies ……………………………………………………………………… 125 ▪ Generic Strategy …………………………………………………………….. 125 ▪ Strategy to Gain Maintain Competitive Advantage ………………………….. 126 ▪ Matching Strategy …………………………………………………………….. 127 ▪ Summary of the Strategies …………………………………………….…….. 130 F. Recommendation and Implementation / Evaluation and Control …...…………….. 134 Appendix A (Consolidated Financial Statement) ………………………………….. 143 Appendix B (SWOT...
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