...INDEX Serial No. | Chapters | | Page no: | 1 | Executive Summary | 04 | 2 | Problem Statement | 05-12 | 3 | Alternatives | 13-17 | 4 | Conclusion | 18 | Executive Summary This is an individual work based on the case study “Repercussions in Recruiting Incompetent People”. In briefly there is a company called as Global Consumer products and the company wanted to hire a Brand Manager for their newly developed Baby Soap. This was an urgent need for them, so the company had advertised on a week day English Newspaper. But, some of the salient features were missed out in their advertisement. Only a few candidates were attracted by their advertisement. Finally they hired a brand manager (Mr. Anton) with including only two interview and the hired person had to involve the business activities at the very first day. Mr. Anton didn’t have any idea about the gravity of his work. Thereby the market for the Baby Soap was significantly dropped. So branding team also was fed up and demotivated because of the target wasn’t achieved. Finally management of Global Consumer Products decided to extend the probation period for Mr. Anton. By based on above described situation I am required to; * Analyze and Identify issues involved in the case. * Make recommendations as alternative solutions to this case from modern employee resourcing practices of view. ...
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...Global Consumer Products (GCP) Company wanted to hire a Brand Manager for their newly developed Baby Soap. This was an urgent need for them, so the company had advertised on a week day English News paper. But, some of the salient features were missed out in their advertisement. Only a few candidates were attracted by their advertisement. According to that the company struggled to fit the suitable guy in that position. Marketing manager and the HR manager had shortlisted the CV s and called only 3 candidates for first interview. Two candidates were selected for final interview in rush manner. Final interview wasn’t conducted in the fixed date and it was postponed because of Marketing Director and his team wanted to attend for an Exhibition. Final interview was carried out 5 days after the exhibition by CEO and Marketing Director and Mr. Anton was selected as the new Brand Manager. Mr. Anton was asked to join to the company as soon as possible. He was joined as following week and he wasn’t familiarized with the systems and the process of the company and he immediately got involved the works at very 1st days. When he was asked to prepare branding strategy he had no idea about it. Although he prepared the branding strategy it was substandard. Finally he had known the actual role as the brand manager and found himself as not competent enough for the duties entrusted to him. At sometimes he was listening to his subordinates in terms of technical areas of the job. Thereby the market...
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...Management case study of Module II REPERCUSSIONS IN RECRUITING INCOMPETENT PEOPLE Global Consumer Products Company wanted to recruit a Brand Manager for their newly developed Baby Soap ranges and it was a very urgent position to be filled as the marketing condition was very healthy, accordingly the company advertised the vacancy on a week day English newspaper. The advertisement was hurriedly & internally drafted and sent it directly to the newspaper office. Since it was advertised in a hap hazard manner, some of the salient features of a well drafted advertisement were missed out, such as clear Job description and Job specification for the position advertised. Once published only few candidates applied for the job but hardly they found suitable candidates. The Director of Marketing and the Director of HR shortlisted the CVs and called for interviews for 3 candidates. The 1st interview was carried out just before a monthly board meeting and they were rushing to the meeting without paying much attention to the interview, though two candidates were selected for the final interview. The final interview was Scheduled in 10 days after the 1st interview with the CEO and the Marketing Director and his team attended for an exhibition which was attended by lot of multinational and local consumer goods giants. After the exhibition they managed to get-substantial volume of orders for their newly developed Baby Soap ranges. After 10 days’ time the final interview was carried by the...
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...Executive Summary Most of the organizations face problems when they hire incompetent people for a job. This can be a huge problem for organizations. When an employee is not competent enough for the duties entrusted to him, the employees around him will be disappointed and de – motivated. Not only the employees around him, When the employee realize that his/her competency level was far below to the required standards he/she will also be disappointed in themselves. In this case Global Consumer Products Company wanted to hire a Brand Manager for their newly developed Baby Soap as it was an urgent need for them. In recruiting a suitable candidate for the job they have came across many problem areas. According to this case company haven't been able to attract potential candidates to fit into the job well and they have conduct interviews in a rush manner. Somehow they manage to hire a candidate who is not suitable for this job and had not been exposed to strategic Management initiatives in his previous job. They haven't given proper induction and involved him in business activities from the first day without familiarized with the systems and processes of the company. His competency level was far below to the required standards. His Branding team members were really disappointed and de-motivated. In this case study I have identify the problem areas and recommended solutions for the problems. The case has been examined by identifying the similar cases as literature review...
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...factors in order for other areas to reap positive affects. There are a number of viable options that may be utilized to rectify the current situation, however extensive research and data gathering takes time and clearly the situation has gone beyond the expiration date for lengthier I/O methods. With this in mind, the proposed recommendations based on general analysis and a few assumptions have been provided for the short-term, with more extensive action to be employed for future harmony and balance within the organization. Analysis and Recommendation The casino is having extreme difficulty retaining their dealers as, “on several exit interviews, many of the dealers have cited the pit boss, Joe, as being “toxic, overbearing, evil, and incompetent.” (syllabus, 2012, p. 5). To add to the issue, Tom, the organizations HR director fears explaining the situation to the casino owner because Joe is the owner's step-son. Due to the precariousness of the situation, Tom's fear may be warranted, however as the HR director he owes it to the owner as well as Joe the pit boss to provide honest feedback regarding the situation. There are a couple of different ways in which to view the information provided, as a true evaluation of the individuals involved is not possible. For the purpose of this assignment, scenario two is the scenario chosen as it seems to be the less likely, but not...
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...301 BEST QUESTIONS TO ASK ON YOUR INTERVIEW SECOND EDITION JOHN KADOR New York Chicago San Francisco Lisbon London Madrid Mexico City Milan New Delhi San Juan Seoul Singapore Sydney Toronto Copyright © 2010 by John Kador. All rights reserved. Except as permitted under the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written permission of the publisher. ISBN: 978-0-07-174128-6 MHID: 0-07-174128-3 The material in this eBook also appears in the print version of this title: ISBN: 978-0-07-173888-0, MHID: 0-07-173888-6. All trademarks are trademarks of their respective owners. Rather than put a trademark symbol after every occurrence of a trademarked name, we use names in an editorial fashion only, and to the benefit of the trademark owner, with no intention of infringement of the trademark. Where such designations appear in this book, they have been printed with initial caps. McGraw-Hill eBooks are available at special quantity discounts to use as premiums and sales promotions, or for use in corporate training programs. To contact a representative please e-mail us at bulsales@mcgrawhill.com. TERMS OF USE This is a copyrighted work and The McGraw-Hill Companies, Inc. (“McGraw-Hill”) and its licensors reserve all rights in and to the work. Use of this work is subject to these terms. Except as permitted under the Copyright Act of...
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...Licensed to: CengageBrain User Licensed to: CengageBrain User This is an electronic version of the print textbook. Due to electronic rights restrictions, some third party content may be suppressed. Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. The publisher reserves the right to remove content from this title at any time if subsequent rights restrictions require it. For valuable information on pricing, previous editions, changes to current editions, and alternate formats, please visit www.cengage.com/highered to search by ISBN#, author, title, or keyword for materials in your areas of interest. Copyright 2012 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. Licensed to: CengageBrain User Criminal Justice in Action, 7th Edition Larry K. Gaines and Roger LeRoy Miller © 2013 Wadsworth, Cengage Learning ALL RIGHTS RESERVED. No part of this work covered by the copyright herein may be reproduced, transmitted, stored or used in any form or by any means graphic, electronic, or mechanical, including but not...
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...\ FACTORS AFFECTING THE PERFORMANCE OF WOMEN ENTREPRENEURS IN MICRO AND SMALL ENTERPRISES (THE CASE OF DESSIE TOWN) BY MULUGETA CHANE WUBE BAHIR DAR UNIVERSITY AUGUST, 2010 FACTORS AFFECTING THE PERFORMANCE OF WOMEN ENTREPRENEURS IN MICRO AND SMALL ENTERPRISES (THE CASE OF DESSIE TOWN) A Thesis Presented in Partial Fulfillment of the Requirements for Degree of Master of Arts in Technical and Vocational Education Management By Mulugeta Chane Wube BAHIR DAR UNIVERSITY FACULTY OF EDUCATION AND BEHAVIORAL SCIENCES DEPARTMENT OF EDUCATIONAL PLANNING AND MANAGEMENT AUGUST 2010 BAHIRDAR UNIVERSITY DEPARTMENT OF EDUCATIONAL PLANNING AND MANAGEMENT FACTORS AFFECTING THE PERFORMANCE OF WOMEN ENTREPRENEURS IN MICRO AND SMALL ENTERPREISES IN DESSIE TOWN Approval of Board of Examiners ___________________________ _____________ ________________ Chair person, department Graduate committee Date Signature ___________________________ Advisor _____________ Date ________________ Signature ___________________________ Internal examiner _____________ Date ________________ Signature ___________________________ External examiner _____________ Date ________________ Signature ACKNOWLEDGMENT This work comes in to end not only by the effort of the researcher but also the support of many individuals and organizations. To begin with, I would like to thank Ato Adane Tesera, my advisor, for his constructive suggestions throughout my work. Had it been without his support, this...
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...Economist readings 1. It pays to give Allowing consumers to set their own prices can be good for business; even better if the firms give some of it to charity http://www.economist.com/whichmba/it-pays-to-give?fsrc=nlw|mgt|01-12-2011|management_thinking [pic]IN OCTOBER 2007 Radiohead, a British rock group, released its first album in four years, “In Rainbows”, as a direct digital download. The move drew a fair bit of attention (including from this newspaper) not only because it represented a technological thumb in the eye to the traditional music industry, but also because the band allowed listeners to pay whatever they wished for it. Some 60% of those who seized the opportunity paid nothing at all, but the band seemed pleased with the result; one estimate had it earning nearly $3m from the experiment. One group outside the music industry taking an interest was a trio of professors then at the Rady School of Management at the University of California, San Diego: Ayelet Gneezy, Uri Gneezy and Leif Nelson (who is now at the Haas School of Business at the University of California, Berkeley). Inspired, they designed a series of experiments to gauge whether pay-what-you-want pricing would work for other businesses. Their most recent experiment, co-authored with Amber Brown of Disney Research and published in Science, also stirred in a new element: would it make any difference if firms donated some of the pay-what-you-want fee to charity? The authors set up their pricing experiment...
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...TeAM YYePG Digitally signed by TeAM YYePG DN: cn=TeAM YYePG, c=US, o=TeAM YYePG, ou=TeAM YYePG, email=yyepg@msn. com Reason: I attest to the accuracy and integrity of this document Date: 2005.03.07 10:24:14 +08'00' T HE MANAGEMENT BIBLE T HE MANAGEMENT BIBLE BOB NELSON PETER ECONOMY John Wiley & Sons, Inc. Copyright © 2005 by Nelson Motivation, Inc. & Peter Economy, Inc. All rights reserved. Published by John Wiley & Sons, Inc., Hoboken, New Jersey. Published simultaneously in Canada. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or other wise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, (978) 750-8400, fax (978) 6468600, or on the web at www.copyright.com. Requests to the Publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, (201) 748-6011, fax (201) 748-6008. Limit of Liability/Disclaimer of Warranty: While the publisher and author have used their best efforts in preparing this book, they make no representations or warranties with respect to the accuracy or completeness...
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...THE MANAGEMENT BIBLE TEAM LinG - Live, Informative, Non-cost and Genuine ! TEAM LinG - Live, Informative, Non-cost and Genuine ! THE MANAGEMENT BIBLE BOB NELSON PETER ECONOMY John Wiley & Sons, Inc. TEAM LinG - Live, Informative, Non-cost and Genuine ! Copyright © 2005 by Nelson Motivation, Inc. & Peter Economy, Inc. All rights reserved. Published by John Wiley & Sons, Inc., Hoboken, New Jersey. Published simultaneously in Canada. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or other wise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, (978) 750-8400, fax (978) 6468600, or on the web at www.copyright.com. Requests to the Publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, (201) 748-6011, fax (201) 748-6008. Limit of Liability/Disclaimer of Warranty: While the publisher and author have used their best efforts in preparing this book, they make no representations or warranties with respect to the accuracy or completeness of the contents of this book and specifically disclaim any implied warranties...
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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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...Today’s Physical Therapist: A Comprehensive Review of a 21st-Century Health Care Profession Prepared by the American Physical Therapy Association January 2011 Foreword The American Physical Therapy Association (APTA) created Today’s Physical Therapist: A Comprehensive Review of a 21st-Century Health Care Profession to provide accurate information for government entities and the public about the history, role, educational preparation, laws governing practice, standards of practice, evidence base of the profession, payment for physical therapy services, and workforce issues unique to the physical therapy profession. As government, private health care entities, and provider groups pursue solutions to the considerable health care provision challenges the United States faces, it is imperative that accurate information about the qualifications and roles of specific providers, in this case physical therapists, be available to inform all entities as they engage in these discussions. APTA is the national professional association representing more than 77,000 physical therapists, physical therapist assistants, and students nationwide. The association acknowledges and thanks the Federation of State Boards of Physical Therapy, the national organization representing 51 boards of physical therapy licensure, for input and assistance with this document. © 2011 American Physical Therapy Association. All rights reserved. i | American Physical Therapy Association Table of Contents ...
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...MANAGEMENT OF CHANGE School of Business Kenyatta University – 43844 Nairobi TABLE CONTENT Page 1. Change Management ………………………….……….……….. 1 2. Leadership ………………………………………...……….……. 52 3. Inter Group Behavior and Conflict ……………….………….… 124 4. Power and Organizational Politics...……………….……….…… 161 Table and Figure Contents 1. Acronym Tropics Test …………….……………………………... 7 2. Self-esteem, Performance and Stress …………………………….. 16 3. Self-esteem, Performance and Change ……………………….….. 16 4. Stability Zones …………………..……………………………….. 18 5. The Coping Cycle ……………..…………………………………. 21 6. Quality Management …………………………………………….. 26 7. Forces of Change ………………………………………. ..……... 32 8. Kinds of Organizational Change …………………………....……. 37 9. Dealing with Resistance to Change ……….………….……..…… 41 10. Methods of Overcoming Resistance to Change …………………. 43 11. Comparison Between Leadership and Management …………….. 57 12. Three Leadership Patterns, their Location in the Organization and Their Skill Requirements ……………………………….…… 61 13. Hersy and Blanchard’s Situational Leadership Model: Defining Maturity and Four Leadership Styles…………….…..… 65 14. Relationships in the LPC Contingency Mode ……………………. 69 15. Casual Relationship for Supportive Leadership on Subordinate Effort ……………………………………………………………... 74 16. Casual Relationship of Effects of Directive Leadership Behaviour on Subordinate Effort ……………………………………………. 76 17. Path-Goal...
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...This text was adapted by The Saylor Foundation under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License without attribution as requested by the work’s original creator or licensee. Organization The overarching logic of the book is intuitive—organized around answers to the what, where, why, and how of international business. WHAT? Section one introduces what is international business and who has an interest in it. Students will sift through the globalization debate and understanding the impact of ethics on global businesses. Additionally, students will explore the evolution of international trade from past to present, with a focus on how firms and professionals can better understand today’s complex global business arena by understanding the impact of political and legal factors. The section concludes with a chapter on understanding how cultures are defined and the impact on business interactions and practices with tangible tips for negotiating across cultures. WHERE? Section two develops student knowledge about key facets of the global business environment and the key elements of trade and cooperation between nations and global organizations. Today, with increasing numbers of companies of all sizes operating internationally, no business or country can remain an island. Rather, the interconnections between countries, businesses, and institutions are inextricable. Even how we define the world is changing. No longer classified into simple and neat...
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