middle managers. Although the skill requirements appeared to be clear and formal training was initiated, a number of uncertain and ambiguous issues emerged among the change recipients. We examine the types of uncertainty and ambiguity that emerged and how change recipients attempted to handle these challenges. Our findings suggest that although necessary and important, formal training procedures are not adequate for resolving competence-related uncertainties and ambiguities during change. Instead, more
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and quality human relations are two of those ideals. Both are necessary whether you are discussing an elementary, middle, or high school. In order to demonstrate this need, this essay discusses various communication and human relation theories and how those theories apply to and are being implemented in five different school settings. The schools being discussed include the following: * Lincoln County High School located in Panaca Nevada, * Mark L. Fine Elementary School found in Las Vegas
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1, 25-40. THE PERFORMANCE EFFECTS OF PAY DISPERSION ON INDIVIDUALS AND ORGANIZATIONS MATT BLOOM University of Notre Dame Pay distribution research is relatively scarce in the compensation literature, yet pay distributions are viewed as critically important by organizational decision makers. This study is a direct test of the relationship between one form of pay distribution—pay dispersion—and performance conducted in a field setting where individual and organizational performance could be reliably
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INTEGRATED ANALYSIS HOW INVESTORS ARE ADDRESSING ENVIRONMENTAL, SOCIAL AND GOVERNANCE FACTORS IN FUNDAMENTAL EQUITY VALUATION FEBRUARY 2013 Co-funded by the PREPARATION OF THIS DOCUMENT In September 2011 the PRI Initiative convened a working group of signatories to investigate how equity investors and analysts are integrating environmental, social and governance (ESG) analysis into their fair value calculations. The members of the ESG Integration Working Group are: Neil Brown
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Team Case 1 – Pamela Jones: Former Programming Manager Team 4 Problem Identification: Symptoms/Key Indicators 1. High employee absenteeism, employee turnover, and work overloads 2. Errors made by programmers, poor work habits 3. Workers being under-compensated due to economic constraints 4. Pamela unable to advance from the “junior role” 5. False and misleading promises by management 6. Pamela not empowered to discipline her subordinates without head office approvals 7. Poor workplace flexibility
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points Likert Scale has been used. The objective of the study was to critically examine risk management practices of Bangladeshi banks i.e., types of risk facing a bank, procedure and techniques used to minimize the risk etc. The study also examines how far the banks follow the guidelines of Bangladesh Bank regarding risk management. The study reveals that credit risk, market risk and operational risk are the major risks to the bankers which are managed through three layers of management system
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MANAGING INVESTMENT PORTFOLIOS WORKBOOK A DYNAMIC PROCESS Third Edition John L. Maginn, CFA Donald L. Tuttle, CFA Dennis W. McLeavey, CFA Jerald E. Pinto, CFA John Wiley & Sons, Inc. MANAGING INVESTMENT PORTFOLIOS WORKBOOK A DYNAMIC PROCESS The CFA Institute is the premier association for investment professionals around the world, with over 85,000 members in 129 countries. Since 1963 the organization has developed and administered the renowned Chartered Financial Analyst Program
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HR functions: all relative to the company’s performance - analysis and design of work - employee relations -recruiting -selection - training and development - performance management - compensation - supporting the organizations strategy Environmental trends impacting HRM - Changes in the labour force * Aging workforce * Diverse Workforce * Labour unions * Contigent employees * Skill deficiencies - High Performance Work Systems * Knowledge workers * Employee
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Nickelodeon in Latin America and its first 18 months. Swan is shown putting together a team and adjusting the culture of the company. After 18 months, Swan must leave the company because of complications with her pregnancy. On bedrest for 6 months, she must decide if she can continue to run the organization from New York. Other options include placing an interim lead or quitting altogether. If she stays, how will she need to adjust her leadership style and working relationships? This case
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Momentum 2014 Middle-Market Private Equity Outlook A CohnReznick LLP Report FEBRUARY 2014 Table of Contents Today’s Private Equity Business Environment.................1 Critical Issues Facing Private Equity in 2014...................6 Private Equity Due Diligence Focus................................24 The Road Ahead..................................................................29 A CohnReznick Report 3 Preface The private equity (PE) industry is well-positioned for an optimistic
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