Title: Foreign Direct Investment in Retail in India: Good or Bad? Name: Amit Rohilla*, Manoj Bansal** Official Address: *Department of Commerce, Gargi College (University of Delhi), Siri Fort Road, New Delhi-110049 ** Department of Commerce, R. K.S. D. (P. G.) College (E), (Kurukshetra University, Kurukshetra), Ambala Raod, Kaithal-136027 Email id: *rohilla_amit@yahoo.co.in; ** manoj.bansal.5686@facebook.com Phone/fax number of author(s): *+91-8860-82-8731; **+91-9812-39-4945 A brief biographical
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Responsibility (2008) 303; David Vogel, The Market for Virtue: The Potential and Limits of Corporate Social Responsibility (2005); Nada K Kakabadse, Cecile Rozuel and Linda Lee-Davies, ‘Corporate Social Responsibility and Stakeholder Approach: A Conceptual Review’ (2005) 1(4) International Journal of Business Governance and Ethics 277, 279. 2 Wilfred Luetkenhorst, ‘Corporate Social Responsibility and the Development Agenda. The Case for Actively Involving Small and Medium Companys’ (2004) Intereconomics
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ce PERFORMANCE MANAGEMENT SYSTEM AND ITS IMPACT ON ORGANIZATIONAL EFFICIENCY LITERATURE REVIEW Performance management comprises all activities that guarantee that organizational objectives are constantly being attained in an efficient and effective manner. Normally, performance management focuses on the organizational performance, employees, departments and to some extent the processes that are usually employed to build a service or product, as well as other key areas of an organization (Izadpanah
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Major Economic Reforms in Zimbabwe 3.1The Economic Structural Adjustment Programme (ESAP): 1991-1995 3.1.1 Trade Liberalization 3.1.2 Domestic Deregulation 3.1.3 Financial Sector and Monetary Policy Reform 3.1.4 Fiscal Policy and Tax Reform 3.1.5 Labour Market Reform 3.1.6 Public Enterprise Reform 3.2 Zimbabwe Programme for Economic and Social Transformation (ZIMPREST): 1996-2000 3.3 Millenium Economic Recovery Programme (MERP): 2000-2002 4 An Overview of Major Political Reforms in Zimbabwe 5 The
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grown beyond the labor capacity of the immediate family, personnel management becomes an issue and practices developed for large corporations do not always scale down well to smaller businesses or may not fit the agribusiness environment. This paper reviews the foci and results of personnel management research in the United States and in Canada, but results are likely applicable beyond these two countries. The analysis concentrates on publications analyzing personnel management publications, largely
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employees what they are required to do in order to meet their side of the bargain and what they can expect from their job. It offers a valid and helpful framework of thinking about the employment relationship, especially against a background of a changing labour market and low unemployment where employers are being encouraged to do what they can to retain employees. The social psychologist Edgar Schein (1965) defined that psychological contract is the set of unwritten expectations concerning the relationship
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European Accounting Review 2002, 11:1, 119–151 Accounting and capital markets: a survey of the European evidence Pascal Dumontier ` Pierre Mendes-France University, Grenoble Bernard Raffournier University of Geneva ABSTRACT The relationship between accounting information and capital markets has been the subject of numerous studies, especially in the US. The purpose of this article is to examine the corresponding evidence in Europe. This review classi es the European literature into three groups:
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Journal of Retailing and Consumer Services 18 (2011) 183–193 Contents lists available at ScienceDirect Journal of Retailing and Consumer Services journal homepage: www.elsevier.com/locate/jretconser Standardized marketing strategies in retailing? IKEA’s marketing strategies in Sweden, the UK and China ˚ Steve Burt a, Ulf Johansson b,n, Asa Thelander c a University of Stirling, Institute for Retail Studies, Stirling Management School, Stirling FK9 4LA, Scotland, UK Department of Business
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Workforce Planning a good practice guide for TAFE Institutes 10 September 2004 1 Introduction 1 2 Purpose of this guide 2 3 Key elements of workforce planning programs 2 4 Implementation guidelines 3 4.1 Consider the broader context 3 4.2 Identify your future business direction and workforce needs 4 4.3 Know your current workforce 6 4.4 Bridge the gap – identify and address your workforce issues 8 4.5 Provide a sound basis for effective implementation
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on work and appear more conscientious than others. For many years, this remained one of the most dominant themes in the psychological investigation of occupational behavior (Pryor and Davies, 1989). However, in recent years applied psychological literature has provided decidedly little clarity to this issue, even though practitioners express a growing concern about the waning commitment to the value and importance of work (Miller et
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