...MARKET IN BANGLADESH: ISSUES, STATUS AND POLICIES MANAGEMENT RESEARCH AND PRACTICE Vol. 2 Issue 3 (2010) pp: 299-313 DEVELOPMENT OF BOND MARKET IN BANGLADESH: ISSUES, STATUS AND POLICIES Mohammad Saleh JAHUR 1, S.M. Nasrul QUADIR 2 Department of Finance and Banking, University of Chittagong, Chittagong, Bangladesh sjahur2000@yahoo.com 2 Department of Finance and Banking, University of Chittagong, Chittagong, Bangladesh nasrul1964@yahoo.com Volume 2, Issue 3 / September 2010 Management Research and Practice 1 Abstract Bond market acts as buffer of equity market. This market in Bangladesh has been found very inefficient with respect to number of issues, volume of trade, number of participant, long-term yield curve, interest rate policy etc. In view of this, the present study has been undertaken aiming at identifying the problems that impedes the growth and development of Bond Market in Bangladesh. Researchers have collected both prima ry and secondary data and analysed the same by employing descriptive measure as well as multivariate technique-Varimax Rotated Factor Analysis. The study has found that the size of debt market of Bangladesh is very low as compared to other SAARC Countries; has huge growth potentiality; and identified important impediments to the growth and development of Bond Market in Bangladesh such as risk and return factor, liquidity and government policy factor, issue management factor, investment policy factor, macro economic and...
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...Personnel Management Research in Agribusiness Vera Bitsch Department of Agricultural, Food, and Resource Economics Michigan State University, 306 Agriculture Hall, East Lansing, Michigan, 48824 Tel: +517-353-9192, Fax: +517-432-1800, bitsch@msu.edu Paper presented at the 19th Annual World Forum and Symposium of the International Food and Agribusiness Management Association, Budapest, Hungary, June 20-23, 2009 Acknowledgements This study was supported by the USDA Cooperative State Research, Education and Extension Service, Hatch project #0191628. The author would also like to thank the Elton R. Smith Chair in Food & Agricultural Policy at Michigan State University for supporting the participation at the IFAMA World Forum and Symposium. Copyright 2009 by Vera Bitsch. All rights reserved. Readers may make verbatim copies of this document for non-commercial purposes by any means, provided that this copyright notice appears on all such copies. Personnel Management Research in Agribusiness (Executive Summary) One of the challenges faced by agribusinesses in the 21st century is the attraction, motivation, and retention of sufficient and qualified labor. However, personnel management research has mostly focused on other industries. Accordingly, agribusiness managers have little to rely on, when developing personnel policies and procedures. Once a business has grown beyond the labor capacity of the immediate family, personnel management becomes an issue and practices developed...
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...Human resource management is a management of a workforce of an organizations. Now it is a good subject for students and a good skill for companies. Both human resource management practices and 'human resource bundles' result to superior outcome for organizations, and human resource management practices have more affect on outcome for organizations than human resource bundles. Some scholars think that human resource management practices have on organizational performance have a positive effects (Arthur JB, 1994). Many large companies use human resource management practices and have some good effect. Although human resource management creates some negative issues for some companies, it is a good model for other companies to follow because it have many advantages. Human resource management practices in term of theoretical and empirical academic studies will be discussed below. With the resource based view, strategic human resources management theory continuously Evolution, people realized, and contract with single human resource management activity, human resources management practice is complete of mutual complement and interdependent activity structure and imitate human resources management practice is almost impossible (Boxall, 2007). Therefore, thete is a theory basically formed: human resource management practice have some advantages for enterprise sustainable competitive. Nevertheless, many research mainly solve that enterprise should be how to implement human resource management...
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...day. The management is required to optimally deploy its resources for enhancing profitability and growth of business. The need of minimizing to vulnerability of depending on single market is also crucial and required business expansion in different regions. It is therefore necessary for the management of the bank to strategically utilize its limited resources so that the growth of the bank can be maintained in the competitive environment. The role of management practices is crucial in ensuring the business growth but necessary to be aligned with the rapidly changing behavior of market. It was highlighted by Charles Hill & Dr. Jones (2007; pp. 335) that management enhances its skills for exploring new business opportunities and deploys its resources to fulfil the needs of market. In this regard the strategy of business is also required to be appropriate so that it can enable the management to attain its goals. These measures particularly enhance the management skills through which the influence of market environment on operations can be ascertained. It is therefore crucial for the management to adopt appropriate strategy because it helps in strategically managing the operations of bank. Through strategic management practices the growth of bank can be instigated in the market. In this project, strategic management practices of the Royal Bank of Scotland (RBS) are explored. 2. Research Questions The research questions facilitates in conducting the research work. The...
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...IBIMA Publishing Journal of Human Resources Management Research http://www.ibimapublishing.com/journals/JHRMR/jhrmr.html Vol. 2011 (2011), Article ID 598896, 20 pages DOI: 10.5171/2011.598896 The Adoption of Strategic Human Resource Management Practices in Commercial Banks: The Process and Challenges in Kenya George O. Omondi1, Peterson Obara Magutu2, Cliff Ouko Onsongo3 and Linda A. Abong’o4 1 Department of Business Administration, School of Business, University of Nairobi, Nairobi - Kenya 2 Department of Management Science, University of Nairobi, Nairobi - Kenya 3 School of Business, Jomo Kenyatta University of Science and Technology, Nairobi - Kenya 4 Central Bank of Kenya, Nairobi - Kenya ______________________________________________________________________________________________________________ Abstract Developing an effective human resource system that is compatible with organizational strategy is critical for the functioning and success of an organization in the competitive business arena. The main objectives of the study were to establish the extent of adoption of strategic human resource management practices among commercial banks in Kenya; and to determine the factors that influence adoption of strategic human resource management practices by commercial banks in Kenya. The research questions were systematically generated from the objectives. In the data analysis, descriptive statistics and factor analysis were used to help draw comparisons and...
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...available at www.emeraldinsight.com/1176-6093.htm Research in management accounting innovations An overview of its recent development Nur Haiza Muhammad Zawawi Department of Accounting and Finance, University of Malaysia Terengganu, Kuala Terengganu, Malaysia and School of Accounting, La Trobe University, Melbourne, Australia, and Management accounting innovations 505 Zahirul Hoque School of Accounting, La Trobe University, Melbourne, Australia Abstract Purpose – The purpose of paper is to present a review of the literature on management accounting innovations (MAIs). Specifically, it explores recent developments in research on MAIs and offers suggestions for future research. The review differs from existing reviews by its specific focus on MAIs and the recent time period covered. In this paper, MAIs refer to the adoption of “newer” or modern forms of management accounting systems such as activity-based costing (ABC), activity-based management, time-driven ABC, target costing, and balanced scorecards. Design/methodology/approach – The paper presents a review of findings from journal articles published in 22 notable accounting journals. Findings – The review finds that research on MAIs has intensified during the period 2000-2008, with the main focus on exploring the extent to which a host of organizational and environmental factors influence the implementation and use of MAIs in organizations. In addition, research on MAIs indicates the dominant use of sociological theories...
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...Int. J. of Human Resource Management 16:4 April 2005 584– 598 The challenge of international human resource management: balancing the duality of strategy and practice Helen De Cieri, Marilyn Fenwick and Kate Hutchings Abstract Over the last two decades there has been an unprecedented increase in the number of organizations that have internationalized their operations. The international movement of labour that has been concomitant with such expansion of international business has meant that issues associated with the management of human resources across international borders are increasingly important to international human resource managers and academics. The research presented in this paper examines international human resource management (IHRM) pedagogy and practice in Australia. It reports IHRM academicians’ and practitioners’ understanding of the major issues for teaching and practice in IHRM and elucidates current developments and directions for this field. Keywords International human resource management; pedagogy; Australia. Introduction During the last two decades academicians and practitioners of international management have paid increasing attention to the impact of globalization on the management of human resources across national boundaries. International businesses have increasingly turned their attention to issues such as expatriate management (employees being transferred by organizations to work outside their country of origin/permanent residence), managing...
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...1.0Title THE IMPACT OF TOTAL QUALITY MANAGEMENT (TQM) ON CUSTOMER SATISFACTION AND COMPETITIVE ADVANTAGE The proposed title for this research study is The Impact of Total Quality Management (TQM) to achieve competitive advantage in the Hospitality Sector. The research will give a background of information and literature review on TQM practices and how it enhances customer satisfaction by offering effective customer service. It will present various methodologies and approaches that will be used to achieve the research objectives. Total quality management has been evolving in the hospitality business since quality assurance was introduced in the 1980s (Breiter et al 1995) 2.0. Introduction The hospitality industry is a service based industry as services are produced and consumed in real time and are inherently variable – from customer to customer, from provider to provider and from time to time for the same customer and/or the same provider (John 2003). Total quality management (TQM) in the hospitality industry has risen to amazing levels due to preferences, customer behavior and competition to retain and attract new customers. This has resulted in the demand for quality service thus necessitating the need to implement TQM strategies to have a competitive edge over other players in the industry. Acceptance of TQM strategies in the hospitality industry (Raj Kumar, 2005), with service quality being an important factor for growth and survival is an integral part to achieve success...
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...Journal of Management 1999, Vol. 25, No. 3, 385– 415 Human Resources Management: Some New Directions Gerald R. Ferris University of Mississippi Wayne A. Hochwarter University of Alabama M. Ronald Buckley University of Oklahoma Gloria Harrell-Cook Mississippi State University Dwight D. Frink University of Mississippi The theory, research, and practice of Human Resource Management (HRM) has evolved considerably over the past century, and experienced a major transformation in form and function primarily within the past two decades. Driven by a number of significant internal and external environmental forces, HRM has progressed from a largely maintenance function, with little if any bottom line impact, to what many scholars and practitioners today regard as the source of sustained competitive advantage for organizations operating in a global economy. In this 25th anniversary Yearly Review issue, we conduct a less comprehensive and more focused review of the field of HRM. In doing so, we attempt to articulate some key concepts and issues that can be productively integrated with HRM to provide some interesting and important directions for future work, and consider ways to bridge the gap between the science and practice of HRM. © 1999 Elsevier Science Inc. All rights reserved. This 1999 Yearly Review marks the 25th anniversary of the Journal of Management, and indeed, over this quarter century, the organizational sciences have witnessed an evolution...
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...htm IJPPM 60,3 A study of total quality management and supply chain management practices 268 Received January 2010 Revised March 2010 Accepted March 2010 Faisal Talib Mechanical Engineering Section, Faculty of Engineering and Technology, University Polytechnic, Aligarh Muslim University, Aligarh, India Zillur Rahman Department of Management Studies, Indian Institute of Technology Roorkee, Roorkee, India, and M.N. Qureshi Mechanical Engineering Department, Faculty of Technology and Engineering, M.S. University of Baroda, Vadodara, India Abstract Purpose – The purpose of this paper is to present a set of total quality management (TQM) and supply chain management (SCM) practices through an extensive literature review and to identify the relationships among them by comparing the identified TQM and SCM practices. Design/methodology/approach – An extensive overview of the practices of TQM and SCM is carried out using published research papers and some major TQM and SCM practices were extracted. These identified practices are then compared to explore the relationship between them for better understanding and application. Findings – The results reveal six major TQM and SCM practices from as many as 50 TQM practices and 40 SCM practices. The paper further compares these practices and found that management support and commitment, customer focus, and supplier partnership are the most common practices found in both TQM and SCM literature, and have the...
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...Research Critique, Part 1 Grand Canyon University Introduction to Nursing Research NRS 433V Research Critique, Part 1 Introduction Venous leg ulcers are common, incapacitating and major health problem more predominant in elderly (Templeton & Telford, 2010). Venous leg ulcers cause physical, psychological and social impact to the patient and financial problem to the health system. Most leg ulcers are managed in the community and the community health nurses should have adequate knowledge about appropriate management and best outcome for the patient. Healing and recurrence is difficult for venous leg ulcers (Todd, 2011). Compression bandaging is the best method for management of leg ulcer and healing occurs in effective, timely manner (Annells,O”Neill&Flowers,2008). This paper will focus on qualitative research critique on a study conducted in Australia in one of the community health centers on “Compression bandaging for venous leg ulcers: the essentialness of a willing patient” Research problem and purpose Venous leg ulcers cause undesirable experiences such as pain, limited mobility and social seclusion. Long term care requirements increase health care economic burden (Annells, O”Neill & Flowers, 2008). Compression bandaging is the best practice for the management of venous ulcers. The effectiveness of the treatment depends on appropriate dressing done...
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...Study on Standardization of Management Accounting Li-qun Pang Department of accounting, Jilin Business and Technology College 130062, Changchun, China pangliqun1965@126.com Abstract. In order to solve the apparent lack of standardization problem of management accounting theory, because this problem is not only restricted the management accounting application and promotion in China's enterprises, but also hindered their own theory the depth development and research efficiency. This paper describes the standardization of management accounting principles, this paper discusses the basic theory that the standardization of management accounting, Analysis of building management accounting theoretical framework the various elements and the logical relationship between them, and select the appropriate logical starting point as a starting point to build the foundation of management accounting theoretical framework. Keywords: management accounting, standardization, basic principles, basic theoretical system, theoretical framework. 1 Introduction Management accounting as one of the two branches of modern accounting, after decades of development, both in theory and practice have made some development, its important role of business management has gradually been of concern to the community, and follow-up is considered the accounting industry development. But in general, Management accounting in China there are still many problems, as opposed to the development of more sophisticated financial...
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...Rajni Devi, Jasbir Singh/International Journal of Advanced Engineering & Technological Research (IJAETR) www.abhinandanpublications.com/ijaetr Vol. 2, Issue 3, May-June 2013, pp. 407-414, ISSN: 2278-7070 (Online) Impact of Human Resource Practices on Organization Outcome Ruchi Sharma ABSTRACT Human Resource is the most important asset for any organization and it is the source of achieving competitive advantage. Managing human resources is very challenging as compared to managing technology or capital and for its effective management, organization requires effective HRM system. HRM system should be backed up by sound HRM practices. HRM practices refer to organizational activities directed at managing the pool of human resources and ensuring that the resources are employed towards the fulfillment of organizational goals. This paper has been designed to review the existing literature available on HRM Practices. The purpose of this paper is to develop an understanding of impact of human resource practices on hr outcomes. After reviewing the existing literature on HRM practices, the researchers have found that HR outcomes have great impact by human resource practices. HISTORY HRM in India is centuries old. The first reference of HRM was provided by Kautilya as early as 4th century B.C. in his book Arthashastra‘. The work environment had logical procedures and principles in respect of labour organization such as Shreni‘Wages were paid in terms of quantity and quality of...
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...JOURNAL OF MANAGEMENT ACCOUNTING RESEARCH Volume Fifteen 2003 pp. 95–116 Practice Developments in Budgeting: An Overview and Research Perspective Stephen C. Hansen The George Washington University David T. Otley Lancaster University Wim A. Van der Stede University of Southern California Abstract: Practitioners in Europe and the U.S. recently have proposed two distinct approaches to address what they believe are shortcomings of traditional budgeting practices. One approach advocates improving the budgeting process and primarily focuses on the planning problems with budgeting. The other advocates abandoning the budget and primarily focuses on the performance evaluation problems with budgeting. This paper provides an overview and research perspective on these two recent developments. We discuss why practitioners have become dissatisfied with budgets, describe the two distinct approaches, place them in a research context, suggest insights that may aid the practitioners, and use the practitioner perspectives to identify fruitful areas for research. INTRODUCTION udgeting is the cornerstone of the management control process in nearly all organizations, but despite its widespread use, it is far from perfect.1 Practitioners express concerns about using budgets for planning and performance evaluation. The practitioners argue that budgets impede the allocation of organizational resources to their best uses and encourage myopic decision making and other dysfunctional budget games....
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...Evidence-based management (EBMgt or EBM) is an emerging movement to explicitly use the current, best evidence in management decision-making. Its roots are in evidence-based medicine, a quality movement to apply the scientific method to medical practice. Evidence-based management entails managerial decisions and organizational practices informed by the best available scientific evidence. Like its counterparts in medicine (e.g., Sackett, et al., 2000) and education (e.g., Thomas & Pring, 2004), the judgments EBMgt entails also consider the circumstances and ethical concerns managerial decisions involve. In contrast to medicine and education, however, EBMgt today is only hypothetical. Contemporary managers and management educators make limited use of the vast behavioral science evidence base relevant to effective management practice (Walshe & Rundall, 1999; Rousseau, 2005, 2006; Pfeffer & Sutton, 2001). An important part of EBMgt is educating current and future managers in evidence-based practices. The EBMgt website maintained at Stanford University provides a repository of syllabi, cases, and tools that can inform the teaching of evidence-based management. Efforts to promote EBMgt face greater challenges than have other evidence-based initiatives. Unlike, medicine, nursing, education, and law enforcement, "Management" is not a profession. There are no established legal or cultural requirements regarding education or knowledge for an individual to become a manager...
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