world. Up until the past decade GM was enjoying rapidly growing sales and revenues across the board. However, with the current economic meltdown the ability to capture and sustain marketshare while add to their bottom line has shown to be more than challenging. Through this global economic crisis business leaders are left no choice but to make critical decisions that will enable their corporations to survive. Change is prevalent and management has no choice but to face the fact that they have got to change
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world. Up until the past decade GM was enjoying rapidly growing sales and revenues across the board. However, with the current economic meltdown the ability to capture and sustain marketshare while add to their bottom line has shown to be more than challenging. Through this global economic crisis business leaders are left no choice but to make critical decisions that will enable their corporations to survive. Change is prevalent and management has no choice but to face the fact that they have got to change
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COMPENSATION AND OTHER EMPLOYEE RETENTION STATEGIES Abstract There are three human elements that are important to any organizations success - good leadership at the top, effective management at all levels, and personnel who possess the knowledge and skills to get the job done. Retaining effective employees is a challenge, and replacing employees who leave an organization is extremely expensive. Roger E. Herman’s book Keeping Good People – Strategies for Solving the Dilemma
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THE PEOPLE WHO MAKE ORGANIZATIONS GO- OR STOP “It’s not what you know, it’s who you know.” Four Common Role-Players: 1. Central Connects: these are the people who link people in an informal network with one another. They aren’t usually the formal leaders within a unit or department, but they know who can provide critical information or expertise that the entire network draws on to get work done. Even though there is a CEO in the company, this person is very important as well. 2. Boundary
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which the company B is facing in terms KAM. The issues are analysed using various frameworks and recommendations made in the research articles on the topic and identifies the ways to tackle these problems. Recommendations are made for improving the status quo in terms of KAM. The real problem The company B which is being referred is into manufacturing of industrial pressure relieving devices which are used in petrochemicals, refineries, pharmaceuticals, chemicals, food, cement and power plants. The
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Impact of Technology and Workforce Diversity on the Corporate Sector | Keerthi Purushothaman III B.A. Corporate Economics 10CEM28 | Introduction With the onset of globalization, the corporate sector has transformed in many ways. It has adopted new work policies and adapted to new technologies. The impact of technology and workforce diversity on corporates is an area of growing importance. In a multicultural nation such as India, workforce diversity has a huge impact on business. With
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of these transformations in organization are mainly meant to down size the size of the organization (Pryor et al, 2008). However, organizational change is not always embraced positively by the employees and the stakeholders thus it is a very challenging process (Appelbaum, St-Pierre & Glavas, 2000, Pg 293). Most people are either afraid or unwilling to try out something new and they may go ahead
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The Stigma of Mental Illness and its Effects It appears that negative views of mental illness are common with in the public. According to Overton & Medina people suffering from mental illness are often portrayed as weird, defensive, and sometimes hard to talk to. According to Merriam-Webster Dictionary (1990), mental illness is defined as, “mentally distorted, mad, or crazy” (Russel, 1990). Generally, concepts about mental illness tend to be subjective, leading to difficulties in defining mental
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Record: 1 Title: HOW TO KILL CREATIVITY. (cover story) Authors: Amabile, Teresa M.1,2 Source: Harvard Business Review; Sep/Oct98, Vol. 76 Issue 5, p76-87, 11p, 1 diagram, 3 color Document Type: Article Subject Terms: *CREATIVE ability in business *MANAGEMENT styles *BUSINESS planning *MANAGEMENT science *EMPLOYEE motivation *PSYCHOLOGY, Industrial *INCENTIVES in industry *WORK environment *QUALITY of work life *SUPERVISION of employees Abstract: The article addresses the topic
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limitations of anti-oppressive perspectives (AOPs) in social work is its lack of focus at a micro and individual level. AOPs should entail the social worker’s addressing the needs and assets of service users, challenging the oppressive social structure and, most importantly, critically challenging the power dynamics in the service-provider/ service-user relationship. Critical consciousness challenges social workers to be cognizant of power differentials and how these differentials may inadvertently make
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