...equality in the working world can be good and sometimes it can be bad, but it depends on how it is used that really makes how a person can feel when it comes to this type of treatment of employees no matter what color or sex a person is during this time period. If you take a look at what might be good about this type of action where I work five days a week, you would say that it is better on the day shift than on the night shift that is for sure, because on the night shift this is very unevenly played out as far as equality. In this day and time, affirmative action is a continuous issue in the working world. It was put into place to encourage diversity and reduce discrimination based on ethnic background and skin color. (What are the Pros and Cons of Affirmative Action) Affirmative action is used basically to show that people with ethnic backgrounds are capable of doing the same job as another person of a different color or that a woman is capable of doing the same job as a man. These days, sometimes both statements are true but not in all cases all the time. I’m sure a woman believes that she can do a job better than a man, and sometimes I am one of those people , but there are some positions that companies would rather have a man and sometimes it is hard to understand that situation when it comes right down to the nitty gritty of how a job is performed. The company that I presently work for, as far as I am concerned has great affirmative action in plan and I know for a fact...
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...A case analysis entitled ACCEL MOTORS Submitted to the Ramon V. Del Rosario College of Business De La Salle University – Manila In partial fulfillment Of the course requirements in BUS500M Management Principles and Dynamics Monday Class 1800 – 2115, KMA Term 1, A.Y. 2015-2016 September 7, 2015 Submitted by: Group 1 Camangeg, Kristina Espinosa, Alice Indino, Jed Ephraim Lozano, Guian Carlo Macato, John Martin Submitted to: Dr. Rey Lugtu I. SYNTHESIS One Tuesday, two spot welders of Accel Motors took matters into their own hands when they felt that the grievance process for transferring their supervisor was too slow. William Biggs and Larry Strong decided to shut off the electric power supply to an auto assembly line halting the production. This wildcat strike seemed to receive support from their co-workers when they started shouting encouragement for the two. Alarmed with the escalating situation, the plant manager met with the supervisor in question, Mr. Dan Brown, and a union steward to get a clearer picture of the issue. Dan Brown explained that transferring him would only send a message that the company would give in to any complaints of any worker with a grudge. On the other side, the conversation with the union steward revealed that there are other issues on the plant, like the bad cafeteria food and the unnerving 100-degree heat in the metal shop. The steward commented that this wildcat strike could accomplish the same...
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...Business Ethics – Term Paper March 21/13 Discrimination Introduction Discrimination is defined as distinguishing something from something else (i.e. don’t hire him because he has no experience). Unjustified discrimination is distinguishing something from something else on a basis that is not justified (i.e. don’t hire him because he is black). The term discrimination commonly replaces the term unjustified discrimination in business, philosophy, psychology and day-to-day community life. In a just and fair society, such as we Canadians aspire to, a job applicant’s race, ethnic origin, colour, religion, sex, age, orientation, mental ability, or physical condition should not disadvantage them in career choices or job competitions. If a short Asian female firefighter can do the job, she should get the job. Conversely she should not expect to receive concessions that are not available to all; that is in effect also discrimination. Unfortunately, discrimination often arises in business in regards to hiring, job placement, wage, and promotion. Affirmative Action Ideally, discrimination should be of no concern at all; everyone should have an equal opportunity to anything. In a perfect world a hiring manager would not have to think thoughts such as, “They are disabled, they are women, they are aboriginal,” and would only think, “This person will be perfect for the job because….” Unfortunately this may never completely happen. For example if a person in a wheelchair applies...
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... Example: My coach expects me to do well and he spends more time with me preparing for my competition. I performed well and got a gold medal. 2. Introduction More often that not, the outcomes of events that occur in a person’s life is the product of the concept of self-fulfilling prophecy. In this article, we will address these questions as follow. First, we present the definition of the self-fulfilling prophecies. Second, we will look at the process of the self-fulfilling prophecy and how it is applied in our everyday life. We subsequently identify the effects of the self-fulfilling prophecy. Fourth, we will discuss the relation of self-fulfilling prophecy to stereotypes. Finally, we will conclude by weighing up the pros and cons of the self-fulfilling prophecy and how it can be fully utilised in an organisation. 3. Applications of Self-Fulfilling Prophecies Three steps are involved in the self-fulfilling prophecy process (McShane, Olekalns & Travaglione, 2012). Process begins when Stage (1) * Defining attitudes, and beliefs of its members * Employer interacts with employee who present highly visible and distinctive characteristics (includes gender, social class, disability, occupation or race) * First impressions or expectations set to the employee are based on assumptions about the characteristics dictated by the employers’s previous experience or by conformity to...
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...Offshore Employment Handbook The Time-Saving “Getting Started” Guide for Finding Offshore Oil, Gas & Energy Jobs WE STRONGLY RECOMMEND TO SAVE THIS DOCUMENT ONTO YOUR HARD DISC NOW!!! Offshore Employment Kit…2 How to Avoid Offshore Oil Job Scams..................................................................... 5 Living the Offshore Life ......................................................................................... 10 Glossary of oilfield terms ....................................................................................... 12 Frequently asked questions about the offshore industries ........................................ 14 Nature of the oil industry ....................................................................................... 16 working conditions ................................................................................................ 19 Employment .......................................................................................................... 20 Occupations in the Industry.................................................................................... 20 Training and Advancement..................................................................................... 22 Earnings ................................................................................................................ 23 Outlook ......................................................................................................
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...JOB DEVELOPMENT ESSENTIALS Laura Wyckoff Carol Clymer a guide for job developers Second Edition A PUBLICATION OF PUBLIC/PRIVATE VENTURES JOB DEVELOPMENT ESSENTIALS A Guide for Job Developers Second Edition Laura Wyckoff Carol Clymer Second Edition © copyright 2005. Public/Private Ventures. All rights reserved. 2 JOB DEVELOPMENT ESSENTIALS Acknowledgments .............................................................................. 6 Developers, Writers, and Funders........................................................ 7 About Job Development Essentials......................................................... 9 Before You Begin ............................................................................. 11 CHAPTER 1: LAYING THE GROUNDWORK ............................................. 13 Preparation Checklist Educating Yourself Resources for Research Starting a Dialogue Tips for Preparing Preparing an Attitude Planning for Initial Contact Common Mistakes About Your Performance CHAPTER 2: MAKING INITIAL CONTACTS .............................................. 25 Six Facts A True Story Outline for an Initial Call Keep the Dialogue Going Steps for Handling Objections Determining Needs, Offering Services Getting the Specifics Employer Contact Record Checklist for a Site Visit Common Mistakes About Your Performance table of CONTENTS PAGE 1 OF 3 JOB DEVELOPMENT ESSENTIALS 3 table of CONTENTS PAGE 2 OF 3 CHAPTER 3: DEVELOPING THE EMPLOYER...
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...Indian Institute of Management Ahmedabad WANSON (INDIA) PRIVATE LIMITED In A u g u s t 1975, during a session in business policy in one of the Institute's management development programs, the 'casew r i t e r and the participants were involved in a discussion o n t h e role of leadership and ideology in building a business. One of the participants suggested, with some degree of conviction: "If y o u wish to s e e the importance o f ideology in a real life business situation in India, g o to Wanson of Poona. You w i l l see how the personal philosophy of Mr. A.S. Bhathena, its founder and Managing Director, has been at work in creating an enterprise which has come to bear his distinctive v a l u e s . " The participant said that his company had excellent_ business relations with Wanson. He had also recently met Mr. Bhathena in a seminar organized by the B o m b a y Management Association and was greatly impressed by the latter's social conscience which, he felt, was r e f l e c t e d in each of his actions. The participant s a i d t h a t he w a s unusually m o v e d by Mr. Bhathena's remarks at t h i s seminar: "It is not possible for government agencies alone to t a c k l e t h e f o r m i d a b l e nation building problem. It b e h o o v e s men in i n d u s t r y a n d business, along with other professional men, to give a helping hand in uplifting the masses and uprooting mental poverty of the people which is at the root of our national rot. T h i s cannot be achieved...
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...1220.0 ANZSCO - Australian and New Zealand Standard Classification of Occupations First Edition, Revision 1 ANZSCO - Australian and New Zealand Standard Classification of Occupations First Edition, Revision 1 Bria n Pink Aus t r a l i a n Sta t i s t i c i a n Aus t r a l i a n Bur e a u of Sta t i s t i c s Geof f Basc a n d Gove r n m e n t Stat i s t i c i a n Sta t i s t i c s New Zea l a n d AUST R A L I A N BURE A U OF STAT I S T I C S / STATI S T I C S NEW ZEALA N D EMBA R G O : 11.30 A M (CANB E R R A TIME) THU RS 25 JUN 2009 ABS Catalogue No. 1220.0 © Commonwealth of Australia 2009 This work is copyright. Apart from any use as permitte d under the Copyright Act 1968 , no part may be reproduce d by any proce ss without prior written permission from the Comm onwea lth. Requests and inquirie s conce rning reproduction and rights in this publica tion should be addresse d to The Manager, Interme dia ry Manage me nt, Austr a lia n Burea u of Statistic s, Locke d Bag 10, Belconne n ACT 2616, by telephone (02) 6252 6998, fax (02) 6252 7102, or email: . In all cases the ABS must be acknowle dge d as the source when reproducing or quoting any part of an ABS publica tion or other product. © Crown Copyright New Zeala nd 2009 Statistics New Zeala nd gives no warra nty that the inform ation or data supplie d conta ins no errors. Howeve r, all care and dilige nce has been used in processing, analysing and extra tcing the informa tion. Statistics...
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...managing NOW! Gary Dessler Florida International University Jean Phillips Rutgers University Houghton Mifflin Company Boston New York To Samantha Vice President, Executive Publisher: George Hoffman Executive Sponsoring Editor: Lisé Johnson Senior Marketing Manager: Nicole Hamm Development Editor: Julia Perez Cover Design Manager: Anne S. Katzeff Senior Photo Editor: Jennifer Meyer Dare Senior Project Editor: Nancy Blodget Editorial Assistant: Jill Clark Art and Design Manager: Jill Haber Senior Composition Buyer: Chuck Dutton Cover photo credits Main image: © Bryan F. Peterson/CORBIS Lower left image: © Stockbyte/Getty Images Lower right image: © David Oliver/Getty Images Additional photo credits are listed on page 516. Copyright © 2008 by Houghton Mifflin Company. All rights reserved. No part of this work may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying and recording, or by any information storage or retrieval system without the prior written permission of Houghton Mifflin Company unless such copying is expressly permitted by federal copyright law. Address inquiries to College Permissions, Houghton Mifflin Company, 222 Berkeley Street, Boston, MA 02116-3764. Printed in the U.S.A. Library of Congress Control Number: 2007924351 Instructor’s exam copy : ISBN-13: 978-0-618-83347-4 ISBN-10: 0-618-83347-1 For orders, use student text ISBNs: ISBN-13: 978-0-618-74163-2 ISBN-10: 0-618-74163-1 1 2 3 4 5 6 7...
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...AT A gLANCE OUR vALUE CHAIN EXPLORATION ANNUAL REPORT 2015 DEVELOPMENT PRODUCTION REJUVENATION DECOMMISSIONING & ABANDONMENT Production Sharing Contract (“PSC”) Block Exploration Engineering, Procurement, Construction, Installation, Commissioning, Drilling, PSC Block Development PSC Block Production, Marginal Fields Brownfield Rejuvenation Decommissioning STRATEgIC ASSETS SUPPORTINg OPERATIONS ENGINEERING AND CONSTRUCTION FABRICATION, OFFSHORE CONSTRUCTION, HOOK-UP & COMMISSIONING, SUBSEA SERVICES • • • • • • • • • • • • • • • • • 273-acre Fabrication Yard in Lumut 20-acre Fabrication Yard in Teluk Kalong 88-acre Shipyard in Labuan 6 Derrick-Lay Vessels 1 Floatover Launch Barge 2 Geophysical Survey Vessels 2 Geotechnical Survey Vessels 3 Pipe-Laying Support Vessels 3 Pipe-Laying Support Vessels Under Construction 1 Subsea Construction Vessel 4 Survey Vessels 4 Accommodation Workboats & Barges 2 Accommodation Workboats & Barges Under Construction 4 Diving/Support Vessels 41 Remotely Operated Vehicles 2 Remotely Operated Vehicles Under Construction 6 Anchor Handling Tugs/Supply Vessels DRILLING ENERGY • 9 Tender Barge Rigs • 7 Semi-Tender Rigs • 1 Semi-Tender Rig Under Construction • Participating in 10 PSCs • Operator in 6 of the 10 PSCs • 1 Risk Service Contract A multinational workforce of approximately 13,000 people in over 20 countries REVENUE OPERATING...
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...form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior permission of Oxford University Press. Library of Congress Cataloging-in-Publication Data Cohen, Stephen D. Multinational corporations and foreign direct investment: avoiding simplicity, embracing complexity / Stephen D. Cohen. p. cm. Includes index. ISBN-13 978-0-19-517935-4; 978-0-19-517936-1 (pbk.) ISBN 0-19-517935-8; 0-19-517936-6 (pbk.) 1. International business enterprises—Finance. 2. Investments, Foreign. I. Title. HG4027.5.C64 2006 332.67'314 —dc22 2006010605 9 8 7 6 5 4 3 2 1 Printed in the United States of America on acid-free paper Acknowledgments Given what for me was a formidable challenge to say the least, it is no pro forma courtesy to thank a number of people whose assistance was invaluable in researching and...
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...PATHFINDER G U I D E Achievement Class Curriculum, Requirements and Resources 2004 Revision Contents Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Requirements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 Requirement Details General . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 Spiritual Discovery . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 Community Outreach . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 Friendship Development . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 Health and Fitness . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58 Organization and Leadership Development . . . . . . . . . . . . 64 Nature Study. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66 Outdoor Living . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68 Lifestyle Enrichment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 80 OBJECTIVES Develop leadership potential Provide a climate for fellowship and acceptance Choose a Christian lifestyle Learn to evaluate life and its meaning from the Christian Perspective AIM The Advent Message to All the World in My Generation. MOTTO "The love of Christ constrains me." PLEDGE By the grace of God, I will be pure and kind and true. I will keep the...
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...cover cover next page > Cover Business, Management and Finance Small Business; Entrepreneurship title author publisher isbn10 | asin print isbn13 ebook isbn13 language subject publication date lcc ddc subject : : : : : : : Entrepreneurship and Small Business Burns, Paul. 0333914732 9780333914731 9781403917102 : : : : cover next page > file:///Z|/_==%CF%CE%C8%D1%CA==/Entrepreneurship%.../0333914732__gigle.ws/0333914732/files/cover.html [06.10.2009 1:01:58] page_i < previous page page_i next page > page_i next page > Page i Entrepreneurship and Small Business < previous page file:///Z|/_==%CF%CE%C8%D1%CA==/Entrepreneurship%...0333914732__gigle.ws/0333914732/files/page_i.html [06.10.2009 1:02:00] page_ii < previous page page_ii next page > page_ii next page > Page ii < previous page file:///Z|/_==%CF%CE%C8%D1%CA==/Entrepreneurship%2...0333914732__gigle.ws/0333914732/files/page_ii.html [06.10.2009 1:02:00] page_iii < previous page page_iii next page > page_iii next page > Page iii Entrepreneurship and Small Business Paul Burns < previous page file:///Z|/_==%CF%CE%C8%D1%CA==/Entrepreneurship%2...333914732__gigle.ws/0333914732/files/page_iii.html [06.10.2009 1:02:00] page_iv < previous page page_iv next page > Page iv © Paul Burns 2001 All rights reserved. No reproduction, copy or transmission of this publication may be...
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...OF SMA L L B U S I N E S S BIG BOOK THE Y O U D O N ’ T H AV E T O R U N Y O U R B U S I N E S S B Y T H E S E AT O F Y O U R P A N T S TO M G E GAX with Phil Bolsta Previously published as By the Seat of Your Pants This book is dedicated to my father, Bill, an old soldier who battles every day to overcome a horrendous stroke. He was a model enlightened entrepreneur, a fact that took me years to appreciate. His compassion with his employees and dedication to service inspired me to be a better businessman and a better person. When I was growing up, he liked to say, “Son, the most important word in the English language is ‘empathy.’ ” When I told him I was starting a business, his first words were, “Always treat your employees right.” He learned that appreciation the hard way, losing his father at a young age and countless war buddies in the trenches. But his love for God, country, and his fellow citizens never wavered. This one’s for you, Dad. CONTENTS Foreword by Richard Schulze, Found er and Chair man, Best Buy ix Introduction: Living by the Seat of My Pants: A Jour ney from Clueless to Cashing In xi PART I Setting Up Shop: What Ever y Budding Entrepreneur Needs to Know 1 1. Make Up Your Mind: Uncommon Factors to Consider Before Quitting Your Day Job 2. Research the Market: Analyzing the Data to Determine Your Niche 3. Write the Business Plan: Building Your Blueprint for Success 4. Find Funding: Raising Capital Without Relinquishing...
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...Part 1 PA R T The Strategic Human Resource Management Model A human resource department helps organizations and their employees attain their goals. But it faces many challenges along the way. This chapter explores some of these challenges and outlines a strategic human resource management model upon which the rest of this book builds. The Strategic Human Resource Management Model Environmental Analysis Organizational Mission and Goals Analysis Analysis of Organizational Strengths and Culture Analysis of Organizational Strategies Choice and Implementation of Human Resource Strategies Planning Human Resources Attracting Human Resources Human Resource Tactical Plans Placing, Developing, and Evaluating Human Resources Maintaining High Performance Motivating and Rewarding Human Resources Human Resource Systems and Procedures Review and Evaluation of Human Resource Strategies CHAPTER ONE Strategic Importance of Human Resource Management The successful 21st-century organization will not take the loyalty of talented people for granted. It will constantly try to recruit and keep them. … The mutual commitment of an employer and an employee will be one of the most important factors for a 21st-century organization. Subhir Chowdhury1 One CHAPTER OBJECTIVES After studying this chapter, you should be able to: • List challenges facing Canadian organizations in the context of managing their workforce. • Discuss the objectives of human resource...
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