...initiate change in order to guide organizations through the change process. I will attempt to discuss the stages and show a correlation to topics discussed in organizational behavior and whether or not the topics support or contradict the processes. Stage 1 is Increase Urgency. Every organization has experienced some level of success, but with each success earned, there has also been failure. When formulating a company’s own process for success, becoming stagnant in an ever-changing climate becomes an issue. There's no pressing factor or pressures to get employees or their leaders excited about upcoming changes. Kotter proposed that in order to start implementing change, there must be a sense of urgency available. Establishing a sense of urgency is crucial to gaining much needed cooperation between employees and their leaders (Kotter, p. 36). While establishing a sense of urgency, Kotter noted that complacency is a key factor in determining how well it will be received (Kotter, p. 36). We learn that in order to decrease the sources of complacency, John Kotter suggested creating an atmosphere of crisis to allow a financial loss, eliminate...
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...Table of contents 1. Introduction 2 2. The variety of economic and political systems in Europe 3 3. The institution European Union. 7 4. The impact of the EU on its member states. 11 5. Lobbying in the EU. 13 6. Conclusion 17 References 17 Appendices 17 1. Introduction On January 1st. 2007, the European Union (EU) has completed its last enlargement round till now by accepting Romania and Bulgaria as full members. The union now counts 27 member states, incorporating an enormous number of more than half a billion inhabitants. Obviously, each member largely effects and is affected by the European Union. The research interest of this paper is therefore to shed light on the construct European Union, by exploring the relationship between the European Union, its member states and constituents. The topic will be approached by first examining the varieties and interrelations of political and economic systems in major European countries. In a second step, the organizations and the governance of the European Union will be discussed, leading to the analysis of the EU impact on its member states. The third part is an analysis of the expression of interest in the EU. Finally, main arguments will be summarized to arrive at a conclusion. 2. The variety of economic and political systems in Europe The legitimation of a community like the European Union is inevitably linked to the existence...
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...“The need for power to defend their interests against management has been the major force that has driven employees to organise collectively.” “Theoretically, the rationale for unionisation appears sound. However, in practice, ensuring the solidarity of workers and controlling the supply of labour is problematic.” (Finnemore, 2013). Based on the statements above, present a detailed discussion on trade unions. Your discussion should include reasons why employees join trade unions, goals on trade unions, trade union structure and organisational effectiveness and closed shop and agency shop agreements. Darryl John Iyaloo Human Resource Management 311 (BBA) 28 April 2016 ABSTRACT This paper provides a detailed discussion on the South African Trade Union Movement. Using the case study of The Marikana Fallout, this paper will attempt to unpack why employees join trade unions, goals of the trade unions, trade union structure and organisational effectiveness, closed shop and agency shop agreements. 1. Introduction 2. The South African Trade Union Movement: A Brief History 3. The Case of The Marikana Fallout 4. The Reasons Why Employees Join Trade Unions 5. Goals Of The Trade Unions 6. Trade Unions Structure and Organisational Effectiveness 7. Closed Shop and Agency Shop Agreements 8.1 Closed Shop Agreements 8.2 Agency Shop Agreements 8. Conclusion ...
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...information influences the extent of market participation in the study area is missing. Therefore, this paper analyzed the effect of the different types of access to market information on the extent of agricultural commercialization by using data on smallholder maize farmers in the Effutu Municipality of Ghana. Study Design: The study basically used primary data collected through farmer interviews. A structured questionnaire was used to collect information on demographic characteristics, institutional factors, production, marketing and post-harvest activities. Place and Duration of Study: The study was conducted in 15 communities of Effutu Municipality of Ghana between April and May, 2011. Methodology: The selection of 150 farmers followed a multi-stage systematic random sampling technique. The truncated regression model was used for the analysis. Results: The truncated regression estimate revealed that gender, total number of male adults within the household, education, market information, farm size, access to land and non-farm income significantly explain variation in the extent of...
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...Malaysia Cataloguing-in-Publication Data The Malaysian code on corporate governance/Finance Committee on Corporate Governance. ISBN 983-9386-23-9 1. Corporate governance-- Law and legislation-- Malaysia 2. Corporation law--Malaysia 3. Stockholders--Legal status, laws etc.--Malaysia 4. Insider trading in securities--Law and legislations--Malaysia. I. Malaysia. Suruhanjaya Sekuriti, Jawatankuasa Kewangan Tadbir Urus Koprat. 346.5950926 CONTENTS PAGES INTRODUCTION PART 1 PART 2 PART 3 PART 4 1-6 PRINCIPLES OF CORPORATE GOVERNANCE 7-8 BEST PRACTICES IN CORPORATE GOVERNANCE 9-15 PRINCIPLES AND BEST PRACTICES FOR OTHER CORPORATE PARTICIPANTS 16 EXPLANATORY 17-47 APPENDICES JPK WORKING GROUP 1 48-49 MEMBERSHIP OF THE COMMITTEE 50 GC GC INTRODUCTION The Code essentially aims to set out principles and best practices on structures and processes that companies may use in their operations towards achieving the optimal governance framework. These structures and processes exist at a micro-level which include issues such as the composition of the board, procedures for recruiting new directors, remuneration of directors, the use of board committees, their mandates and their activities. 1.4 The significance of the Code is that it allows for a more constructive and flexible response to raise standards in corporate...
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...towards achieving the optimal governance framework. These structures and processes exist at a micro-level which include issues such as the composition of the board, procedures for recruiting new directors, remuneration of directors, the use of board committees, their mandates and their activities. 1.4 The significance of the Code is that it allows for a more constructive and flexible response to raise standards in corporate governance as opposed to the more black and white response engendered by statute or regulation. It is in recognition of the fact that there are aspects of corporate governance where statutory regulation, is necessary and others where self-regulation, complemented by market regulation is more appropriate. 1.5 The impact the Code will have in raising standards of corporate governance can be seen from the experiences of other jurisdictions. To quote the Hampel Committee1, “... it is generally accepted that implementation of the Code’s (Cadbury Code of Best Practices) provisions has led to higher standards of governance and greater awareness of their importance. ...it is clear that Greenbury’s primary aim – full disclosure - is being achieved.” 1.6 The Cadbury Committee published a report on compliance with the Code in May 1995. The report showed that significant changes had taken place in the structure of...
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...DECLARATION This research proposal is my original work. It has not been presented to any other university or educational institution. Signature…………………… Date………………………… Robina Lumumba 065757 The research proposal has been submitted to the university with my approval as the university supervisor Signature…………………. Date……………………….. Mr. Alfred Gathogo DEDICATION I dedicate this research proposal to my dear mum, who was always there for me emotionally, spiritually and financially. She encouraged me to always do my best in everything I do including this project. I also dedicate the project to my colleagues and friends who gave me moral support and ideas while doing the project. They also dedicated their time to help me through the project. ACKNOWLEDGMENT First and foremost, I would like to thank the almighty God for giving me wisdom and understanding to successful accomplish the proposal. I thank Him for the great mind He has given to me no forgetting the good health and capability to attend the University. Also, I am thankful to my supervisor who took me through the proposal step by step and correcting me until I successfully finished it. He was patient with me throughout the whole experience. I am thankful for the knowledge he impacted in me and guiding me well. TABLE OF CONTENTS DECLARATION i DEDICATION ii ACKNOWLEDGMENT iii ABSTRACT vi INTRODUCTION 1 1.1 Background to the study 1 1.2 Michael Porters’ five forces model 2 ...
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...understand how their behaviors support the organization’s strategy. Yet, talented people in even the best managed organizations are sometimes left trying to understand how their own activities contribute to their organization’s success. An organization’s design is crucial in clarifying the roles of the leaders and employees who hold the organization together. Organization design is the process of selecting a structure for the tasks, responsibilities, and authority relationships within an organization. An organization’s design influences communication patterns among individuals and teams and determines which person or department has the political power to get things done. The structure of an organization influences the behavior of employees. Therefore, an organization’s design plays a critical role in the success of an organization. Every organization’s design decision solves one set of problems but creates others. Organization design decisions often involve the diagnosis of multiple factors, including an organization’s culture, power and political behaviors, and job design. Organization design represents the outcomes of a decision-making process that includes environmental factors, strategic choices, and technological factors. Specifically, organization design should: • promote the flow of information and speed decision making in meeting the demands of customers, suppliers, and regulatory agencies; • Clearly define the authority and responsibility for employees, teams, departments...
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...ADMS 4495 Midterm Notes Chapter 1: A work team is an interdependent collection of individuals who share responsibility for specific outcomes for their organizations. A team is a group of people with respect to information, resources and skills who seek to combine efforts to achieve a common goal. It has 5 characteristics: 1. Shared Goal 2. Interdependence- members cannot achieve goals by themselves. To meet goals you must rely on other members. 3. Bounded- identifiable membership (know who’s on the team). 4. Stability- teams work together for a meaningful length of time. (Tenure). 5. Authority to manage own work and internal processes. Teams operate in larger social system context. (Larger organization) A working group by contrast, consists of people who learn from one another and share ideas but are not interdependent in an important fashion and are not working towards a shared goal. Help others but maintain the goal of achieving independent goals. 4 Challenges proving importance of teams: 1. Customer Service- Transactional models of teamwork are characterized by discrete exchanges, are short term in nature and contain little interactions between customer and the vendor. In contrast relational models of teamwork occur over time , are more intense, and are built upon a relationship between the people involved. 2. Competition- Industry leaders often enjoy vast economies of scale and earn tremendous profits. Teams withing organizations...
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...State of Microfinance in Bangladesh Prepared for Institute of Microfinance (InM) As part of the project on State of Microfinance in SAARC Countries By Dewan A. H. Alamgir 2009 Disclaimer Any opinions expressed and policy suggestions proposed in the document are the author’s own and do not necessarily reflect the views of Institute of Microfinance (InM). The report also does not represent the official stand of the Government of the countries studied. 2 | State of Microfinance in Bangladesh List of Acronyms ADB ASA BBS BDT BEES BIDS BKB BMDA BRAC BRDB BSBL CARB CBO CBN CDF CFPR CIDA COSOP CPD DANIDA DFID DOL DOF EC FSP FSS FY GB GDP GOB HCP HIES IBBL IFAD IGA IGVGD InM JC LGED ME MFMSP Asian Development Bank Bangladeshi NGO (formerly Association for Social Advancement) Bangladesh Bureau of Statistics Bangladesh Taka Bangladesh Extension Education Services Bangladesh Institute of Development Studies Bangladesh Krishi Bank Barind Multi-Purpose Development Authority Building Resources Across Communities (Largest NGO) [Formerly Bangladesh Rural Advancement Committee] Bangladesh Rural Development Board Bangladesh Sanchya Bank Limited Center for Agricultural Research-Barind (a Bangladeshi MFI) Community Based Organization Cost-of-basic-needs Credit and Development Forum Challenging the Frontiers of Poverty Reduction Programme Canadian International Development Agency Country Strategic Opportunities Paper (of IFAD) Centre for Policy Dialogue Danish International...
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...pt PART 4 - LEADING CHAPTER 8 - FOUNDATIONS OF INDIVIDUAL AND GROUP BEHAVIOR LEARNING OUTCOMES After reading this chapter, students should be able to: 1. Define the focus and goals of organizational behavior. 2. Identify and describe the three components of attitudes. 3. Explain cognitive dissonance. 4. Describe the Myers-Briggs personality type framework and its use in organizations. 5. Define perception and describe the factors that can shape or distort perception. 6. Explain how managers can shape employee behavior. 7. Contrast formal and informal groups. 8. Explain why people join groups. 9. State how roles and norms influence employees' behavior. 10. Describe how group size affects group behavior. Opening Vignette SUMMARY In today's dynamic organization, we continue to hear about management's need to be sensitive to others, for some, this is simply not part of their personality make-up, example Linda Wachner, CEO. One of the first women to become a Fortune 500 CEO. She is characterized as a screaming, combative, ruthless taskmaster known for humiliating employees in front of their peers. Her simple motto: "You can't run a company efficiently with a 'bunch of babies.' If you don't like it, leave. This is not a prison." Advice to other senior managers, be tough. Wachner is known for being smart and a good manager--and one who rewards only performance. Her record at Warnaco has been nothing short of stellar. Since leading a leveraged buyout...
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...Developmental Psychology 2011, Vol. 47, No. 2, 450 – 462 © 2010 American Psychological Association 0012-1649/10/$12.00 DOI: 10.1037/a0021379 The Impact of School-Based Mentoring on Youths With Different Relational Profiles Sarah E. O. Schwartz, Jean E. Rhodes, and Christian S. Chan University of Massachusetts Boston Carla Herrera Public/Private Ventures, Philadelphia, Pennsylvania Associations between youths’ relationship profiles and mentoring outcomes were explored in the context of a national, randomized study of 1,139 youths (54% female) in geographically diverse Big Brothers Big Sisters school-based mentoring programs. The sample included youths in Grades 4 –9 from diverse racial and ethnic backgrounds, the majority of whom were receiving free or reduced-price lunch. Latent profile analysis, a person-oriented approach, was used to identify 3 distinct relational profiles. Mentoring was found to have differential effects depending on youths’ preintervention approach to relationships. In particular, youths who, at baseline, had satisfactory, but not particularly strong, relationships benefited more from mentoring than did youths with profiles characterized by either strongly positive or negative relationships. Implications for research and practice are discussed. Keywords: youth mentoring, parent relationships, teacher relationships, latent profile analysis Youth mentoring programs such as Big Brothers Big Sisters (BBBS) pair youths with volunteers who are...
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...Promotion and Microfinance of Kanchan™ Arsenic Filter in Rural Terai Region of Nepal Water is the most precious of all the elements, Just as gold is the most valuable of all goods, And just as the sun shines brighter than any star. (Greek poet Pindar) Final Report July 2005 Majka Serafini Abbreviations and Acronyms ADBN Agricultural Development Bank of Nepal CMF Centre for Microfinance CRM Cause Related Marketing GBB Grameen Bikas Bank GBR Grameen Bank Replicator GNP Gross National Product H/H Household INGO International non governmental organization KAF™ Kanchan Arsenic Filter NRCS Nepal Red Cross Society NDM 2005 Nepal Development Marketplace 2005 NGO Non-government Organization RMDC Rural Microfinance Development Centre Ltd. RDB Rural Development Bank SACCO Savings and Credit Cooperative Society SFCL Small Farmer Cooperative Ltd. SFDP Small Farmer Development Program SOS Share Our Strength organization SROI Social Return on Investment TP Total Population TW Tube Well UC User Committee VDC Village Development Committee Country Profile Economic and Social Context Average GNP per capita Population Population density Literacy Rate % Approx. $240 25.3 million (est.) 172 inhab/km2 (est.) 53.74 (est.) Inflation 2004 2005 4.0% 5.5% 2 TABLE OF CONTENTS A. INTRODUCTION .......................................................................................................................5 POVERTY IN NEPAL ................................................
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...instrumental in creating tremendous opportunities for businesses, in particular for foreign operators. Bodies like the World Bank predict that if India can sustain its economic growth over the next decade, then it is likely to become one of the leading economies of the world. Needless to say, there are many issues that still need urgent attention — among these, development of infrastructure, control over corruption and bureaucratic red tape, opening-up of key sectors for foreign investments, political and legal reforms, enhancing employable skills in new graduates, control over increasing poverty, internal and external security, and divestments in the public sector, etc. In addition, issues related to the management of human resources have become crucial for India’s sustained economic growth. The liberalization of economic policies calls for a switch from labor intensive to more capital-intensive methods of production, and thus requires organizations to remove surplus labor and generate new sustainable employment systems. In the new economic environment, there are additional challenges relating to the need to increase productivity, reduce costs, improve quality, reduce voluntary and involuntary absenteeism, and cope with the subsequent de-skilling, re-skilling and multi-skilling problems and career development issues. In this...
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...Employee's rewards ukessays.com /dissertations/management/employees-rewards.php CHAPTER 1 INTRODUCTION 1.0 Overview In any organization, employee's rewards usually given to attract, motivate and retain the employees to stay longer and contribute a good quality services to ensure the successful of the organization; in other words, rewards play an important role in creating, building and maintaining the commitment among employees with the purpose to ensure high standard of performances and workforce stability. According to the individual - organizational exchange theme, individuals enter the organization with special qualification and skill, desire and goals, and expect in return a work setting where they can use their skill, satisfy their desire, and achieve their goals (Mottaz, 1988). At the minimum, employees expect their organization to provide fair pay, safe working condition, and fair treatment. (Beer, Spector, Lawrence, Mills, & Walton, 1984). It simply implies that employees offer or increase their commitment when organization meets employees' expectation regarding fulfillment of their important needs. Thus, the exchange perspective explains organizational commitment as a function of work rewards and work values (Lambert, 2000; Mottazz, 1988), and suggests the importance of work rewards for continuously encouraging employees. According to exchange theory and reciprocity norm, employees repay the rewards received from organization through increase commitment to the organization...
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