...individuals may be referred to as a company. The etymology of "business" stems from the idea of being busy, and implies socially valuable and rewarding work. Business can refer to a particular organization or, more generally, to an entire market sector, e.g. "the music business". Compound forms such as agribusiness represent subsets of the word's broader meaning, which encompasses all activity by suppliers of goods and services. cognition and Motivation Important for High Performing Employees TooEmployee engagement isn’t just about the low performers. In the TLNT article, “3 Tips on How to Best Engage a High Performer” we re given some insights into the need to keep high performers involved and motivated. High performers also need a connection to the purpose of the work they perform for their organization. As the article shares: In fact, a 2013 Leadership IQ study found that in almost half of organizations middle and low performers are actually more engaged than high performers. This was based on key findings that showed high performers’ efforts largely going unrecognized while low performers reaped the benefits of constant motivation and recognition from their managers. The article offers some useful reminders about the need to not take these high performers for granted Recognition is key to keeping these gems motivated. Accountability is important. Low performers who are not held accountable because the slack is picked up by your better performers is a quick way...
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...achieve progress in its lean journey? In the cases of Wiremold and NUMMI, what are some of the key factors that are in place when a company "reverts" from lean? How can an organization prevent this? Is it possible to prevent this from happening? The main lesson of NUMMI is clear: Massive automation without corresponding changes in management and work force organization is not enough. Because GM's executives were too concerned with labor cost, they failed to recognize that other costs are also significant. These costs include inventory, defective parts, and overhead. Although automation can also reduce these costs, NUMMI clearly shown that changes in management practice are more cost-effective than buying new machines. Moreover, GM's corporate culture in the 1980s was resistant to change in management-worker relationship. Many managers of other factories dismissed NUMMI's practices as irrelevant. As a result, GM failed to fully develop its human resources. In contrast, the organizational innovations of Japanese car producers, such as teamwork, short product cycles, JIT , much longer training time for workers, and a more equitable relationship between management and workers allow them to fully exploit the advantages of flexible production. Besides the issue of management, GM's speed of automation also turned out to be damaging to the company. GM simply wanted to do too much with too little time. As a result, managers and workers did not have enough time to master the latest...
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...Nike has created a corporate culture rich with employee loyalty and team spirit. Keeping with the sports theme and culture Nike’s red swoosh is all throughout the company facilities, the corporate head quarters is called campus, employees are called players and coaches, and the meetings are even called huddles. Nike asks it players (employees) to work by two principals above all others, “Honesty first, and competition second. Compete with yourself not your colleagues.” Nike’s leadership and top management style can be characterized by the team management approach. This style of leadership leads to relationships of trust and respect. As the website states, “At NIKE, Inc., we believe that a talented, diverse and inclusive employee base helps drive the creativity that is central to our brands. Our employee base includes a broad range of functions and roles globally, from brand and category experts to footwear designers and retail workers, from specialists in logistics, customs, tax and trade, to distribution-center managers and many, many more.” (nike.com) Adidas is a German multinational corporation that designs and manufactures sports clothing and accessories based in Herzogenaurach, Germany. The company was founded in 1948 by Adolf Dasslesr, following the split of Gebrüder Dassler Schuhfabrik, a shoe factory once owned by between him and his older brother Rudolf. Adidas business culture is embodied in their working atmosphere. There are six Adidas values, believable,...
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...ABOUT US Our Mission | | | Our mission is to become the biggest and best company in professional surveying field and create the good name in the world. | | | | | | Profile | | | SOUTH INDIA BRANCH SOUTH is a leading company of surveying instrument in India. SOUTH Group is a famous company who is involved in R&D, production, trading and service in surveying field all over the world for more than 20 years. South Precision Instrument Pvt. Ltd is in charge of Indian market for the sales and service of SOUTH products. SOUTH pays more attention for Indian market. We have branch office in Delhi, Mumbai and Hyderabad. We established the local service center all over India. We like to supply the best quality of surveying products with the satisfied service. We are planning to establish the factory in India and produce the surveying instrument in India. It is our duty to support and push the development of digital surveying and mapping work in India. At South Precision Instrument Pvt. Ltd. our most valued asset is our employees. They are resourceful and innovative in response to the many challenging. SOUTH like to offer the good opportunity and stage for every employee to make the perfect career. SOUTH SOUTH , is the biggest company in surveying field in China. SOUTH have 5 big factories to produce GPS, Software, Echo Sounder, Total station, Electronic Theodolite, Auto Level, Prism and Accessories. SOUTH have more than 150 nos branch...
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... mental health, intelligence, aptitude, memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values and ethics, manners and creativity, etc. Purpose of Job Specification Described on the basis of job description, job specification helps candidates analyze whether are eligible to apply for a particular job vacancy or not. It helps recruiting team of an organization understand what level of qualifications, qualities and set of characteristics should be present in a candidate to make him or her eligible for the job opening. Job Specification gives detailed information about any job including job responsibilities, desired technical and physical skills, conversational ability and much more. It helps in selecting the most appropriate candidate for a particular job. Finance director *Job Description Working alongside a businesses’ MD or CEO, the Finance Director will not only be an exceptional accountant, hands on with company finances but be commercially aware, advising on the best path of growth for the business. *Job Specification President Job Description • Oversee all...
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...development companies in India, based in Mumbai. The company is a fully integrated real estate development company, involved in all activities associated with the development of residential and commercial real estate. It undertakes its projects through its in-house team of professionals and by partnering with companies with domestic and international operations. The company has real estate development projects in 10 cities in India, which are at various stages of development. Its business focuses on residential, commercial and township developments. The residential portfolio of the company consists of various types of accommodation of varying sizes. In its commercial portfolio, it builds office space catering to blue-chip Indian and international companies, IT parks catering to the requirements of IT/ITES companies and retail space. The company's township portfolio includes integrated townships consisting of residential and commercial developments. The company entered into its first project in 1991. It initially concentrated its operations in Mumbai and later expanded to cities such as Pune, Bengaluru, Kolkata, Hyderabad, Ahmedabad, Mangalore, Chandigarh, Chennai and Kochi. As of October 15, 2009, it had completed a total of 23 projects comprising 16 residential and seven commercial projects. Its parent company, Godrej Industries Limited is the listed flagship company of the Godrej group of companies, which includes Godrej & Boyce Manufacturing Company Limited...
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...Case Study In the year 2001, the Simmons Bedding Company was experiencing economic difficulties, which needed to be addressed for the company to maintain operation. Charlie Eitel, CEO of Simmons made the decision that the company had to make changes to its culture. A major change Charles Eitel contemplated was implementing the Great Game of Life (GGOL) program into the company. Introducing the GGOL program into the company will bring about positive changes to the company that will boost employee morale, employee performance, and subsequently improve the Simmons’ company. Simmons Background The Simmons Bedding Company is one of the biggest mattress and bed related products manufacturer in the United States. Simmons was founded in 1870, when Zalmon G. Simmons opened his first factory in Kenosha, Wisconsin. The company’s ability to mass produce beds since 1875 enabled the company to grow into one of the biggest companies in the United States (Casciaro & Edmonson, 2007). In the year 2001, The Simmons Company was facing hard times. It had lost three major customers, the US economy was suffering, and Simmons had to get rid of foam using for bed cushioning because it was bad inventory. In addition, Charles Eitel the CEO had discovered that there was friction between manufacturing plants and low morale throughout many of the company factories. Charles Eitel wanted to make significant changes to the culture of the Simmons Company. One of changes that has been debated is whether the...
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...Report on Talent Planning There are many different factors that affect an organisations approach to attracting talent and are both internal and external factors. Some examples of internal factors are the size of a business. A larger business would find it much easier to source this could be because they are more well-known to the public and they would also be more financially able to advertise a post to get a larger range of applicants. Recruitment policies also have an effect ie recruiting from internal sources and external sources can affect the recruitment process. Generally recruitment through internal sources is preferred because own employees know the organisation and can fit well into the culture. The Image of the company has influence on the recruitment process. Good image of the company earned by the actions of management helps attract potential candidates. Managerial actions like good public relations can help earn image. Image of the job also has an affect such as better salaries and good working conditions are considered the characteristics of good image of a job. Also, promotion and personal development policies of an organisation also attract potential candidates. Some examples of external factors are Demographic factors; employees have a big influence on the recruitment process. Demographic factors include, age, sex, literacy, economic status etc. Labour market conditions have an affect ie supply and demand of labour is a huge importance in affecting recruitment...
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...Case Study Analysis: GE’s Talent Machine Brandie Buffins Grand Canyon University HRM – 635 Acquiring, Developing, and Leveraging Human Capital September 19, 2012 Case Study Analysis: GE’s Talent Machine General Electric (GE) has been well known and valued for embracing quantifying talent as well as rising talent when it comes to leadership. This organization makes sure that this is a key factor when it comes to their business planning. GE requires learning sessions all year long, which entails outside organizations along with GE leaders to allocate amongst one another the best ideas out there for staff enhancement opportunities. Staff receives support in attending such training programs, spending at least 1billion dollars a year. Such cost is seen as an investment from GE on their staff as it is seen development of skills and qualities essential to growing into a good successful leader which ultimately benefits GE. GE has been polishing a succession planning processes at a level unmatched by any other organization to keep performance levels far above the ground. We all have known about GE’s infamous yearly, “‘Session C’ leadership and organizational talent reviews, which are designed to identify individuals suited for bigger roles or individuals who can be groomed to take on higher positions. The annual intensive review has enabled GE to announce successors the same day leave notifications are delivered. Constantly reviewing the talent pool on a variety of layers...
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...motivate people/ employees? These days you have a diversified work force. What motivates one individual may not motivate the other. To motivate your employees you have to understand them. You can motivate them through employee recognition programs, employee involvement programs, skill based pay programs, give monetary and non- monetary rewards, provide good work environment, flexibility. 2. Which techniques you use to motivate? Provide meaningful and challenging work, Set clear targets and expectations and measure performance, Give regular, direct, supportive Feedback, Design people's roles so they can use their strengths, Enable input and choice in how work gets done, Reward them for their work 3. What is the theory of motivation? Motivation is an internal drive that activates behaviour and gives it direction. There is not one but many theories of motivation: Content theories, Process theories 4. If one beautiful girl/ smart boy who is working with you in the same floor and if she/ he is after you and don’t like to work how will you manage her/him? Call him/ her and tell him that I don’t like the person and being a HR professional counsel him and tell the consequences of being like that can affect the career. 5. How do you handle people, if some people come late and some people come regularly? Make the work timings flexible; handle it like a performance issue—show them benefits of coming early. 6. What is meant by culture of an organisation...
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...Subject: Submission of Assignment on Performance Appraisal Process of GSK Limited Bangladesh. Dear Madam, I feel very glad to inform you that I am going to submit my assignment titled HRM based on Performance Appraisal Process of GSK Limited Bangladesh. I have tried my level best to prepare this assignment & included all those data that is essential for it. Thanking you for your valuable information. Sincerely yours, ............................... Md.Shamirul Islam Executive summary As a part of our curriculum we have to prepare reports in each semester for each subject. In this way, my course teacher has assigned me to prepare the report. And the topic of my report is “Performance Appraisal Process of GlaxoSmithKline (GSK) Bangladesh Limited”. She took a lecture on preparation of this report and serving us necessary documents. As I have selected a pharmaceutical organization, my prime objective was to collect necessary documents along with the Annual Report of the company. Again I had to visit the website of the company .My report involve the typical performance Appraisal Process. Acknowledgements Actually I am sorely responsible for the content of this assignment. Really at first I want to express special gratitude to almighty Allah for preparing this...
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...Tutorials 1 5 15 17 21 Welcome to Leadership in a Changing Environment 1 Welcome to Leadership in a Changing Environment Hello and welcome to the Leadership in a Changing Environment module. My name is Dr Janice McMillan, and I am the Module Leader. This Student Study Guide provides you with information on the module, including the two formal assessments – the case study report and unseen exam. The topics will be introduced by a representative of Edinburgh Napier University. The Tutorials will be delivered by the Local Tutor, which will allow the integration and inclusion of more local examples and discussion of the topics. Interaction at Tutorials is encouraged and any questions should be raised at the classes. We expect you to make a contribution to the classes, which will help you to consolidate learning, and for you to...
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...resources to supporting your cause. That is why it makes sense to ensure your staff and volunteer resources are operating with maximum efficiency. In the nonprofit sector, creating a competitive compensation and benefits strategy is important to attract talent, but developing a total rewards package may be more important. “Employees nowadays are looking at the whole package: ‘What’s my base salary, do I have incentives, what are my benefits, can I telecommute, can I have flex time, can I have a relaxed dress code and is it family-friendly?’” Glantz said. “[If] a not-for-profit can offer what’s considered an attractive total rewards package, [it’s] going to help that company.” The argument now is that these intangibles need to be measured and monitored, and subsequently tied to the bottom line. Re-defining the bottom to include intangibles such as leadership practices, organizational capabilities, and the ability to attract talented people is necessary. In addition, as organizations continue to automate business processes using technology, in order to remain competitive against others that are doing the same, they must now focus on their talent. Additionally, though talent can be cultivated and developed, it can also leave the organization, become sick, de-motivated, and perhaps influence others to behave in ways unfavorable for the organization. Worst of all, talent can deliver the “double-whammy” by moving to a direct competitor. The strategic management of talent as such a critical...
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...quality. Purdy’s Chocolates are made using only the finest ingredients from around the world including chocolate from Belgium, ginger from Australia, cashews from India, and dairy products delivered fresh daily from farms across Western Canada. Care is taken to ensure each batch of creams curls just right; nuts are roasted to perfection; caramel flavour bursts as it fills your mouth; and Hedgehogs have that silky, smooth texture that our customers have come to expect. Voted by its employees as one of Canada’s 50 Best Employers in 2002, 2004, 2008, and 2009 Purdy’s prides itself as a company people want to be a part of. Each and every employee plays an integral role in the Purdy’s operation and is equally committed to creating a quality product. Today, Purdy’s Chocolates, a Canadian owned and family operated business, is the largest chocolate retailer in Western Canada and the second largest in Canada, with 59 stores in British Columbia, Alberta, and Ontario. PURDY’S VISSION & MISSION: Purdy's Chocolates is about people … ordinary people doing extraordinary things … people caring about our company and each other. At Purdy's, it is our vision to be the “leading Chocolatier in Canada”, and our...
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...BMW’s Dream Factory and Culture Assignment 2 To Professor Kahlita D. Miller By Allyson Cook Strayer University- Prince George’s Campus Winter 2010 BMW’s Dream Although, it’s considered to be one of the smaller companies in the U.S auto world, BMW generates more than $60billion dollars in sales. It seems as though some of the bigger auto companies could learn a lot from this smaller company. BMW’s management system is flat, flexible, entrepreneurial, and fast. This system has been working for years. BMW’s success stems from an entrepreneurial culture. This particular type of culture is very rare in most corporate Germany. Having 106,000 employees that are a network of committed associates that has fewer hierarchical barriers to help hinder innovation. Each employee gets a sense of history and the mission of the company as soon as they come aboard. Individuals from all levels work side by side, creating an informal network. This definitely makes BMW’s culture unique. BMW has a sense of history as well as making each and every one of their employees feel like a family. Each new employee learns about the history of the company. Letting each employee know about the beginning of the company in 1959 when BMW was once nearly bankrupt, and would have been taken over by Mercedes if it had not been for Germany’s wealthy Quandt family that bailed the company out. The 1959 story that is told at each employee, during a new employee...
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