...heartiest gratitude to our course instructor of BUS 361Md. K.I.M.MANZUR-E-MAWLA, Adjunct Faculty, Department Of Bachelor of Business Administration, East West University. Without him, preparing this report would be simply impossible for us. We also like to thank our seniors and classmates to giving advices and reliable information. We are paying our hearties appreciation to all of these people for their great co-operation, which will be always remembered by us. Letter of transmittal 22 April, 2010 K.I.M.MANZUR-E-MAWLA Adjunct Faculty Department of Business Administration East West University Dear Sir For the purpose of understanding the company law and corporate personality in the real life scenario and what are the cases that influence the company law. Therefore we have prepared a report on Company: A Corporate Personality. It is our honor to transmit to you the report and grateful to you for giving us the chance to prepare this report being a part of course works Legal Environment of Business (BUS 361). In spite of various limitations, we did our best to put rational analysis in this report through our collective effort. We hope that you will find some...
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...fit at a company that I was passionate about helping succeed. Nine months ago, that company—a privately held, $42-million, firm—was sold to a much larger competitor, $1.2-billion, 4,200-employee, global competitor. As I started thinking about the cultures of my company and how my personality fit it, I realized that I could not focus on just one company, but rather needed to assess the culture of three organizations: my former company, the buying company, and the old company as part of the new company. While companies are not people, I could see clear “personality” differences between the old company and the new one as well as changes in the old company as it began to be absorbed into the larger new company. So to gauge each, I formulated a theory: how would each organization score on the Myers-Briggs Type Indicator test (see MBTI handout)? I decided to test the theory and marked the MBTI answers I perceived best reflected the culture of each entity . For example, Question No. 62 asks, “Can the new people you meet tell what you are interested in?” The old company could explain our value proposition to potential clients rather easily, in fact every employee, from the CEO down to the receptionist, had to go through training to learn the “elevator speech,” the ability to explain quickly how we help clients succeed. The new company, similarly, has been very adept at explaining its business to its core audience. Moreover, individual analysts and sales people in each company are also...
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...------------------------------------------------- Course: Company Law ------------------------------------------------- ------------------------------------------------- Assignment: Discussing the Legal personality of Companies ------------------------------------------------- ------------------------------------------------- Submitted to: Termpaperwarehouse.com ------------------------------------------------- ------------------------------------------------- Submitted by: Paclin ------------------------------------------------- ------------------------------------------------- Date Submitted: 25th March 2014 ------------------------------------------------- ------------------------------------------------- Lord MacNaughten stated that, “The company is at law a different person altogether from the subscribers to the memorandum: and although it may be that after incorporation the business is precisely the same as it was before, and the same persons are managers, and the same hands receive the profits, the company is not in law the agent of the subscribers or trustees for them”. The significance of what Lord MacNaughten stated starts to raise some of the important values of modern company law. I do agree the separate legal personality of a company is usually the explanation as to why a company has been chosen for the conduct of some business enterprise. The persons associated in the company and interested in the enterprise have only limited exposure to the liabilities of the company. In terms of section 21...
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...liable up to their invested amount of money as capital in the company, later on this Act had been replaced by Stock Companies Act 1856 and consolidated with Companies Act 1862 (CRHK, 2014).Until 1897, the decided legal case of Salomon v A Salomon & Co Ltd, the concept of separate legal personality had been ingrained around the world, which means assets and liabilities are owned and being responsible by the company; shareholders only owned shares of the company and would not be responsible for the company's liabilities. This separation is identified as corporate veil (Morris, 2014). When company registered as a limited company, they would be eligible for the principle of “limited liability”, which liabilities can be limited by shares or limited by guarantee.Throughout the past 100 years, the real benefits of limited liability have been supported by empirical researches done in financial aspects,whereas it can lead to promotion of investment diversification, better investment policies and liquidity in equity market, both shareholders and the company would be beneficial from this issue (Bratton & McCahery, 1997). Shareholders are highly protected by the limited liability, only in some rare circumstances; shareholders would be liable for the action of the company. The first issue is when shareholders have unpaid their shares; during liquidation, shareholders have to repay the outstanding amount to the company. Secondly, in the case of It's a Wrap (UK) Ltd (In Liquidation)...
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...Thibaud Martin The Influences of Choosing the Right Personality Test on Jobs and the Future Development The Influences of Choosing the Right Personality Test on Jobs and the Future Development Table of Contents Executive Summary 1 The current issues caused by inappropriate personality test 2 The Ways to Develop a Valid Personality Test 3 The Influences of a Valid Personality Test on the Future HR Management 5 The Problems and Obstacles 7 Conclusion 9 Executive Summary The influence of the appropriate personality test on the human resources management is that it can help enterprises to choose the suitable job, work, and team for individuals and make the right career choice and adjustment, based on the result of the test. These will ultimately help companies achieve a well-organized function and higher productivity through the rational development of staff capacities and skills. Personality assessment can help employers to cluster employees into a serial teams, which the team members in each group have similar personality, interests, values, abilities, and needs. By doing so, employees enable to contribute their maximum capacity and knowledge to the company. Also, there is a relationship among personality, motivation, and productivity. Team members are usually motivated while working with others who have the similar personality and this motivation will enhance the overall performance. However, the personality test is not yet mature so that the degrees of reliability...
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...It is an obvious observation that different personalities within the workplace make a difference in the environment. We spend the majority of our waking hours with the people that we work with and the different personalities within the workplace can make it enjoyable or unbearable. The articles that I will discuss in the essay focus on the types of personalities and the cultural fit of those personalities in the workplace. The first article titled Why Personality Matters in the Workplace by Michael Woody focuses on the types of personalities and refers to them as the Big Five. The Big Five include Openness to Experience, Conscientiousness, Extraversion/Introversion, Agreeableness, and Neuroticism. Openness to Experience describes personalities that are open to experiencing new things and are flexible on how they approach situations and new ideas. Conscientiousness are the personalities that are meticulous in the way they approach situations as well as work; people that are on the other end of this spectrum see the big picture and do not get lost in the details. Extraversion is someone that is social and enjoys being around others; introversion is just the opposite of extraversion and tends to work best alone and prefers to work alone or in a small group. Agreeableness easily interacts with others and are generally more trusting of others. Finally, Neuroticism tend are the types of personalities that tend to be negative and are more frequently stressed making them difficult...
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...The importance of corporate brand personality traits to a successful 21st century business Received (in revised form): 22nd April, 2006 KEVIN LANE KELLER is the EB Osborn Professor of Marketing at Tuck School of Business, Dartmouth College. Keller has served as brand confidant to marketers for some of the world’s most successful brands, including Disney, Ford, Intel, Levi Strauss, Nike, Accenture and Starbucks. He wrote the textbook Strategic Brand Management: Building, Measuring and Managing Brand Equity and co-authored with Philip Kotler the textbook Marketing Management. KEITH RICHEY is an independent consultant working in New York. He holds a joint Master’s degree in Global Media and Communication from the University of Southern California and the London School of Economics. Keywords corporate branding; corporate image; corporate values; brand personality; brand personality traits; corporate brand personality Abstract Brand personality has been defined as the human characteristics or traits that can be attributed to a brand. Corporate brand personality is a form of brand personality specific to a corporate brand. Unlike a product brand personality that typically relates to consumers and user imagery for a specific product brand, a corporate brand personality can be defined in terms of the human characteristics or traits of the employees of the corporation as a whole. A corporate brand personality will reflect the values, words, and actions of all employees of the...
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...S08 Psychology of Personality Lesson 8 Employers use personality tests in the interviewing process to try to select the best person for the job among many candidates. Companies have to determine if it is more cost effective to give personality tests before they hire a candidate or if they can afford the risk of possible employee turn-over. The techniques that are used by each company help to determine whether or not a particular candidate fits the job description and whether or not the candidate will succeed. Following the directions of the personality test, keeping the results private while not invading personal privacy makes personality tests as part of the interviewing process ethical and meaningful. There are several types of tests that an employer can use to test a candidates personality. They range from self-assessment questionnaires to more structured and measureable tests like computer adaptive tests. Each test has its own strengths and theoretical background, and employer’s need to find a test that works best for their company. Employers use personality profiles so that they can choose a candidate with the right personality traits to fill the position. Knowing that you need a self-motivated or persistent person is very important when asking questions during an interview. The more specific the questions that the employer asks the more accurate the answers will be about that candidates’ true personality. Since a person’s personality doesn’t generally...
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...Are Personality Tests a Good Predictor of Employee Performance? HISTORICAL PERSPECTIVE Personality tests have been around since the Roaring Twenties. Objective personality testing began with Woodworth’s Personal data Sheet in 1917. That test was developed to identify soldiers prone to nervous breakdowns during enemy bombardment in World War I (Gibby & Zickar, 2008). Researchers have come a long way since then and over time endured many controversies and debates. Even in today’s time, we are still debating about whether or not personality tests are good indicators of employee performance. There is much evidence that would indicate yes and/or no, which is one of the reasons why it is still such a popular subject in the Human Resources management. In 1930, the Minnesota Multiphasic Personality Inventory (MMPI) was developed at a Midwestern mental hospital. Today, this test is administered to an estimated 15 million Americans each year and was originally intended for the mentally ill, but now given to a broad range of normal people, including doctors, psychologists, officers, firefighters, etc. (Paul, 2004). It wasn’t until about the 1940s that personality tests became much more established and commercially accepted (Gibby & Zickar, 2008). In 1940, Isabel Myers created an instrument called the Myers-Briggs Type Indicator which is still popular and used today in many companies. The first publication of the Myers-Briggs Type Indicator test was in 1962 and since then...
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...Tamara Walker PSY 435 October 17, 2011 Christopher Reid Psychological Testing in the Workplace With companies faced with an increasingly competitive business environment, employers are turning to I/O psychologists for employment testing as a way to improve his or her work environment. In a survey recently taken, 40% of Fortune 100 companies stated that his or her employment selection systems included some form of psychological testing by an I/O psychologist (Shaffer & Schmidt, 1999). A similar survey that was taken by the American Management Association showed 44% of its responding applicants used testing to select his or her potential employees (Shaffer & Schmidt, 1999). While the most commonly used form of psychological testing in the workplace is the cognitive ability tests, personality tests are also being used more and more frequently. Psychological Tests A psychological test is a series of standardized problems or questions that assess a certain individual characteristic. Tests are commonly used to assess many KSAOs, including knowledge, skill, ability, attitudes, interests, and personality (Spector, 2008). There are three types of psychological tests used in the workplace to help differentiate between those used for pre-employment or retention. Essentially pre-employment is called the "recruiting radar." These tests are ability tests, personality tests, and emotional intelligence tests (Spector, 2008). Ability tests Ability tests are the ability or...
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...Personality-has to do with individual differences among people in behavior patterns, cognition and emotion. Different personality theorists present their own definitions of the word based on their theoretical positions. Individual differences in personality have many real life consequences. Personality Measures Personality determines a number of important characteristics and behaviors, including how people interact with others, what motivates them, and what they value. Our personality measures are among the most widely cited, highly regarded, and innovative assessments of normal-range personality. For use with normal and clinical populations, these measures are also used in a variety of settings, from career planning and marital counseling to leadership development and employment selection. THE MEASUREMENT OF PERSONALITY It should be pointed out that the various methods of assessing personality correspond closely to the basic personality theories we have just discussed. Personality Research Form The PRF is one of the most highly regarded measures of normal-range personality available. It is also one of the most highly cited psychological assessments, having been referenced 2000 times in research literature. Measuring Personality: Various Approaches Including Self-Report, Behavioral, and Projective Tests Self-report measures rely on the individual's personal responses. Some of the more widely used personality self-report measures Behavioral measures focus on behavior...
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...Running Head: Business Law Business Law Oweya Vincent Makaya University of Nairobi THE COMPANY AS A JURISTIC PERSON VERSUS RESPONSIBILITY FOF THE DIRECTOR’S ACTIONS. Introduction: For a very long time a company has been treated as a corporate entity or a juristic person. In fact the concept of limited liability stems from this premise. Despite being an artificial person a company is wholly a creature of human beings, by human beings and for human beings. It solely rely on humans to conduct and transact any business. This research paper seeks to examine the concept of juristic personality, its advantages and its relationship with its owners. It delves into how decisions are made by this juristic personality, its liabilities and liabilities of those running it. The paper shall seek to examine if this veil of juristic person exists permanently or it can be lifted. What are the consequences of lifting that gown of juristic personality? The Concept of juristic personality. Companies and corporations are said to be legal or juristic personalities. This arises from the incorporation process. A corporation is a word that is said to have been derived from a Latin word corpus which means among other things “body”. An incorporated body becomes what is known as a “corpora coporata” in Latin or corporate body. The idea of a juristic person in law refers to an entity recognized in law as an artificial person. What this means is the entity recognized...
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...turn into a company without any importance and will drag the company into the gutter. In the Hi-Tech industry, the ability to development is a source of creating the competitive advantages. The research indicates individuals are core resources of company. If I am an investor, I will judge company's good and bad important reference standard from their research and develop personnel's quality and quantity. Outstanding research and development talents mean the company has better prospective and creativity. It indicates that employee is the property of company and their qualities results whether a company is successful. Basically, for a company, how to distinguish out employees’ key quality early and to manage effectively is vital for an enterprise to strengthen its organization. In addition, when discussing the individual differences and the way they affect the performances and behaviors of employees, we are also concerned not about their personalities but also about their abilities. Organizations should strive to ensure the people they hire are strong enough to use their abilities on the job and effectively utilize their abilities effectively. In organizations, human resources apartment plays a role to select individuals who have the abilities needed to suit different kinds of job and task, and trains employees to enhance their abilities levels. Theory Analyze Personality According to Holland (1985) personality-job fit theory, he considered people whose personality traits and...
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...a strong desire to achieve something. The drive to be motivated I believe comes from aspirations or enthusiasm to achieve a goal or target (whatever that might be). More often than not though I think motivation or the desire to do great things can also be inspired by support from other individuals. Motivated people work with enthusiasm. Define the factors that may affect motivation levels in the workplace Salary Bonuses and incentives play an important role in keeping employees motivated, but usually work best as part of a comprehensive program that provides opportunities to grow. A carefully designed rewards program in my opinion will reinforce behaviours that accomplish the company's goals and objectives. On the other hand, companies that promote incentives as ends in themselves may encourage workers to cut ethical corners to achieve them. Working Conditions Working conditions such as work load, work schedules, flexible hours and working environment for example are points which have a great effect on team motivation. Workload, schedules...
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...more drastic measures to ensure a good match between the employee and Google’s high octane organizational culture. Google has employed personality testing to help them make decisions about hiring by making applicants fill out an elaborate online survey that explores their attitudes, behavior, personality and biographical details going back to high school in an attempt to ensure a good PE fit with the organization. Compare and Contrast Looking at the textbook I selected for this course, Organizational Behavior 10th edition by Kreitner and Kinicki, personality testing is defined as a tool for making decisions about hiring, training, and promotion. The text further points out that personality testing has some issues and constraints. The ideal way to do a personality test is to have a professional psychologist administer the test and interpret the results which are intended to remain confidential. Other issues the textbook noted that are of concern with the personality testing are faking, cheating and illegal discrimination. In reviewing the article titled “Google Answer to Filling Jobs Is an Algorithm”, published in the New York Times on January 3, 2007, there are some comparisons to the text, but there are also some contrasts as well. Google’s use of personality testing is in line with the text definition as Google is using the personality testing as a tool to make decisions about hiring. However, this may be where the comparisons end. Google does not employ a professional...
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