.... 60-70 Dr. Usang U. Bassey and Mrs. Ijeoma A. Archibong Chapter 7: Investigating Factors Influencing Primary School Pupils' Learning Achievement in Imo State... 71-90 Assoc. Prof. I. L Anukam iii SECTION 2: HUMAN RESOURCES DEVELOPMENT AND MANAGEMENT 91 Chapter 8: Training and Utilization of Educational Administrators and Planners in Nigeria... 92-101 Dr. R. A. Alani Chapter 9: Conflict Dimension in Higher Education Personnel Management... …………………………
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HUMAN RESOURCE MANAGEMENT’s PIVOTAL ROLE in MERGERS & ACQUISITIONS Ajit Kumar Mumbai, India Abstract Human Resource Management in Mergers & Acquisitions Organizations of all sizes and across all industry sectors are increasingly looking to M&A to support their global growth strategies. The primary objectives for M&A’s are to cut costs, broaden market shares or take advantage of each other’s synergies and most typically to accelerate growth. Yet several studies indicate that more than
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Integrity Paper Most of us know at least one person of integrity. We all have knowledge of it but we define it on so many different levels. I recently read, Integrity: The Courage to Meet the Demands of Reality, by Dr. Henry Cloud in which he posits wisdom that not many could. He defines integrity as being the courage to meet the demands of reality. Dr. Cloud’s book is appropriate and consults with many large companies just as it would a local book club. Dr. Cloud considerately
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number of such departments makes an organization. It is a formal structure and all departments have to function in a coordinated manner to achieve the organizational objective [1]. The organization's base rests on management's philosophy, values, vision and goals. This in turn drives the organizational culture which is composed of the formal organization, informal organization, and the social environment. The culture determines the type of leadership, communication, and group dynamics within the organization
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Examination Paper of Personnel Management IIBM Institute of Business Management Examination Paper MM.100 Personnel Management Section A: Objective Type & Short Questions (30 marks) This section consists of Multiple Choice questions & short notes type questions. Answer all the questions. Part one questions carry 1 mark each & Part Two questions carry 5 marks each. Part One: Multiple Choices: 1. Goal setting theory is developed by________ a. Vroom b. Edwin Lock c. Alderfer
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Midterm Organizing Organizing * Is the process of grouping together of men and establishing relationships among them, defining authority and responsibility of personnel by using the company's other basic resources to attain predetermined goals or objectives. * Dividing of work and coordinating divided work Organizing as a Process * Structure must reflect objectives and plans * Plans and objectives are the bases in organizing process * Structure must reflect authority given
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workplace in many ways. An organization that does research on developmental health issues has to deal with the Department of Developmental Services or DDS on a regular basis. The Department of Developmental Services is a division of the Health and Human Services and helps create opportunities for people with intellectual disabilities. The DDS plays a major role in public health of the community of developmental disabilities. The role of public agencies in health as a whole helps provide care for the
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CHAPTER ONE Introduction 1.1Background of the study The role of the Internal Audit traditionally has been limited to expressing Recommendations on financial statements and related issues of legality, regularity and fraud. This involves assessments of whether transactions were properly controlled, whether care was taken in the collection and custody of revenues, whether expenditures were properly incurred and generally, whether the executives’ intentions were
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positions. Personality should be defined from two perspectives. First, there is personality from the inside, which is called identity. This is the person you think you are and it is best defined by your hopes, dreams, aspirations, goals, and intentions — i.e., your values. Second, there is personality from the outside, which is called reputation. This is the person that others think you are and is best defined by the Five-Factor Model — i.e., in terms of self-confidence, sociability, integrity, charm
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a level playing field among all of the employees, and leaves no room for misinterpretation of what is required. Within this formal extrinsic feedback there should also be goals set for each individual along with the supervisor. According to Kim and Hamner this serves two different functions, serving as a directive to keep goal-directed behavior on course, and acting as an incentive to stimulate greater effort among workers (Kim and Hamner). Formal feedback should always be followed up by both
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