FACULTY OF ACCOUNTACY, FINANCE AND BUSINESS BACHELOR OF ORPORATE ADMINISTRATION (HONOURS) BBBD 3014 CORPORATE GOVERNANCE COURSEWORK ONE ACADEMIC YEAR 2015/2016 KUA YUN XIN 13WBR09901 3RCA10 (SEMESTER 3) WORD COUNT: 4200 WORDS TITLE: GENDER DIVERSITY OF BOARD COMPOSITION IN MALAYSIAN BANKING INDUSTRY PLAGIARISM STATEMENT & MARK SHEET Bachelor of Business (Honours) in Corporate Administration YEAR 3 ACADEMIC YEAR
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REPORT ON RESOURCING TALENT At the beginning of the month I was asked to produce a report identify and assessing four factors that affect an organisation’s approach to attracting talent, recruitment and selection. I was also asked to identify and explain three organisational benefits of attracting and retaining a diverse workforce. As well as describing three methods of recruitment and three methods of selection. 1. Factors that affect an organisations approach to attracting talent There are
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by diversity, equality, inclusion and discrimination. Diversity means that no two people are the same, and everyone is unique. It means that everyone’s differences need to be recognised and celebrated, including their beliefs, abilities, backgrounds, preferences and values. Equality means treating everyone with the same respect, offering them the same rights and opportunities, no matter who they are or what they believe. Inclusion means that everyone regardless of their differences/ diversity are
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Culture and Behavior name MGT344 Instructor University of Phoenix Introduction This paper will discuss a few of the key components of an organization. The components include; organizational culture and behavior, diversity, communication, business code of ethics and an efficient and the importance of effective change management. This paper will provide and example of each of these components from an organization I have been employed by or am currently employed with
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Company Profile: Kellogg's Company - Headquartered in Battle Creek, MI. As the world's leading producer of cereal and the second largest producer of cookies and crackers, Kellogg's is a global company in 4 regions, North America, Europe, Latin America and Asia Pacific. In 2011 they had sales over $13 billion and an estimated 31,000 employees worldwide, manufacturing products in 18 countries. Kellogg has received a number of awards and recognition throughout the years. Their vision and purpose
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Kenneth Lapinski Diversity initiative Presentation outline Are Diversity Initiatives Ethical * Religious Beliefs * A culturally diverse workforce may include many different religious beliefs. * Some religions have beliefs that heterosexuality is the only acceptable sexual orientation. * So managers need to be prepared to address these issues and clarify that whatever an employee’s personal beliefs are they must respect others in the workplace. * Gender Issues
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SANTKUMARI GUPTA (12188874) WORKPLACE GENDER EQUALITY INTRODUCTION: In earlier century, the role and importance of women were totally different as compared to today because in the past, there was a general belief that the man was responsible to take care of woman in all sense as men are stronger than women. But today situations has been advance, women have various duties related to inside of home and outside of home. In the past, women have handled only the household area and they have been restricted
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Workplace Communication Can Be the Success or Detriment of a Business By Theroda S. Gaillard-Britt Workplace communication is an essential part of any business. The lack of communication can be the largest failure of any business. Many organizations have an idea of what they want for their business, but are unable to carry through because of a lack of proper communication. You may ask, what is workplace communication? Workplace communication is the process of exchanging information, both
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be positively utilized by the organization. Guest (1987) sees HRM as a distinct approach to managing the workforce and argues that, although personnel management will also select and train staff, it is the distinct approach in the selection and training that matters. HRM’s approach should be linked to high performance and commitment rather than compliance. Guest (1997) recognizes that, although empirical evidence is only just beginning to show the link between HRM and performance, evidence is already
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organizing activities. The plan will address all aspects of what SMC needs to do in the next five years, with the emphasis on five major areas: staffing, employee development and training, compensation and benefits, employee relations, and safety and health. Ongoing issues of technological advances and diversity and demographics are also addressed. Staffing In an ongoing effort to address many of the challenges associated with staffing, the leaders at SMC identified a plan to utilize the “Strategic
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