both casual and formal wear as well as special occasion apparel made on order. It is run by the owner and her team of 4. Shabnam Khan has 14 years of corporate business work experience and has worked as a Client Service Manager for Global Relocation Company. She is well aware of demands of global customers and how to do business with them. She has a bachelor degree and design. Her team of 4 includes 2 well experienced tailors and 2 sales persons. LIBAAS is located in the heart of New York City and
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Coursework submission sheet Academic Year 2013/ 2014 Programme | BA Fashion Business | Unit | Fashion Marketing 1 | Term | 1 | Teachers | Fabio Ciquera (FC), Abdullah Abo Milhim (AB), Karen Bacchus (KB), and Claudia alvarez kuzteer (CA), | Name and Surname | Tasneem Bhojwani | Student Number | FB1132017490 | Deadline of the submission | Time: Between 12:00-13:00 Date: 28TH November 2013 | Signature | Tasneem Bhojwani | ***Late submission will be penalised*** PLAGIARISM
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Acknowledgement This is to acknowledge the quality help that was provided by the Institute-ITM and the related faculty in successfully completing the HRSS project on “HR practices in TCS”. We highly obliged and thankful to the faculty,Prof Dr. Snigdharani Mishra for all her patient guidance and help in successfully completing
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researchers then began to examine the influence of the situation on leaders' skills and behaviors. Subsequent leadership studies attempted to distinguish effective from non-effective leaders. These studies attempted to determine which leadership behaviors were exemplified by effective leaders. To understand what contributed to making leaders effective, researchers used the contingency model in examining the connection between personal traits, situational variables, and leader effectiveness. Leadership
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economic and psychological benefits provided by employment, and identified with the employing company.” Branding is what marketers practice to increase the sales of their products or services. Employer branding, on the other hand, as the name itself suggests, is the branding of the organization as a desirable place to work. It is undertaken to attract the potential employees as well as to communicate to the existing employees the company’s image, fostering in them a sense of identity tied to that
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Organizational Behaviour CHAPTER 1 Study of Organizational Behaviour INTRODUCTION The study of Organizational Behaviour (OB) is very interesting and challenging too. It is related to individuals, group of people working together in teams. The study becomes more challenging when situational factors interact. The study of organizational behaviour relates to the expected behaviour of an individual in the organization. No two individuals are likely to behave in the same manner in a particular
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technology has drastically changed the way some industries do business. The newest company changing the essential nature of their industry is Uber. Uber’s company mission confirms this ambition. They want, “to evolve the way the world moves by seamlessly connecting riders to drivers through their apps”. Uber’s aim is to make cities more accessible, open up more possibilities for riders, and provide more business for drivers. This desire to change the nature of the ride for hire business has challenged
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day’s compensation strategies are charged with supporting the company’s mission and objectives through the development and implementation of strategies, which ensure that valuable workers feel secured at their work place and rewarded for their accomplishment. A successful company focused compensation strategy including tuition reimbursement, bonus and paid time off. They are valuable programs and creating attraction process for most common compensation programs. These strategies are useful tool to
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knowledge and expertise. * Short courses – Technical / Functional/Behavioral/Leadership skills that increase productivity and efficiency of the employee. * In-service training – on the job training where job related knowledge are either provided/strengthened. * Hotel Tour – where the employee gains knowledge by observing the procedures practiced in Hotel. * Employee training expenses (both onsite and offsite) will be fully borne by the Hotel. * Each employee will
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Macro-environment Demographic environment According to Eurostat's data, the population of the EU-27 is growing and is expected to continually grow in future decades. The age structure of population in the EU-27 is becoming older, the age pyramid is narrowing at the bottom while the ageing population grows. This implies that in the future we should be more focus on mature services and adapt our services to a wider range of consumers since our target market is mainly young people. The average
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