INTERNATIONAL FINANCIAL INSTITUTIONS • 1 Types o 1.1 Multilateral development bank o 1.2 Bretton Woods institutions o 1.3 Regional development banks o 1.4 Bilateral development banks and agencies o 1.5 Other regional financial institutions International financial institutions (IFIs) are financial institutions that have been established (or chartered) by more than one country, and hence are subjects ofinternational law. Their owners or shareholders are generally national governments,
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New Sources for Development Finance edited by A B Atkinson, Nuffield College, OXFORD Contents Chapter 1 Innovative Sources for Development Finance by A B Atkinson Over-Arching Issues By A B Atkinson Global Public Economics by J A Mirrlees National Taxation, Fiscal Federalism and Global Taxation by R Boadway* Environmental Taxation and Revenue for Development by A Sandmo* Revenue Potential of the Tobin Tax for Development Finance: A Critical Appraisal by M Nissanke* A Development-Focused Allocation
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increasing their use of downsizing and other methods (such as “offshoring”) intended to reduce labour costs. Human capital is a valuable concept; it recognizes that people should be treated as assets rather than as an expense. The most successful organisations and the most successful countries are those that manage and actively develop their human capital in the most effective and efficient manner. It has therefore become imperative that organizations enable, develop and motivate human capital with
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Introduction The following essay will trace the development of Human Resource Management/Personnel Management. Within this essay the origins of personnel management will be described and how the Human Resource Management (HRM) developed from that process. A brief discussion on the development of the ‘factory system’ and a description of the employee working conditions within these ‘factory systems’ will be discussed. Also included will be an outline on how these ‘factory systems’ operated and what
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Organisational Success Abstract Workplace diversity is vital for any organisation. The benefits diversity can bring are able to drastically change the performance of an organisation. The following essay explains the essence of workplace diversity, describes the difficulties that may arise in diversity management, and presents the key benefits that it can bring to an organisation. With these issues explained, it is evident that organisations can benefit from workplace diversity and how it can make them successful
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McDonalds organisation has continuously looked to engage everyone within the business to help identify and solve problems and has made the elements of leadership, participation, team-based structures, strong adoptive cultures, employee empowerment and the open sharing of information key pillars in which it has built itself from the ground up. Sustainable development has also been at the forefront of the McDonalds organisation and is an integral part of the continued success of the organisation and its
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aspects of business and culture in developed countries, but there is limited availability in many poor countries. Do you think that this technology is going to widen the economic development gap between rich and poor countries? Is there a way that developing countries can use such technologies as a tool for economic development? Justify and illustrate your arguments by referring to appropriate case study examples. Table of Content 1 Introduction 2 2. Present Uses of the Internet 3
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these 3 approaches to development: a) WID (Women In Development) b) WAD (Women and Development) c) GAD (Gender and Development) Objectives By the end of this presentation students should be able to: a. Define the 3 approaches WID, WAD, and GAD b. Understand the weakness and strengths of the approaches. c. Highlight one relevant approach to the Zimbabwean situation. Introduction There are three main approaches to the development of women namely WID, WAD
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Content Introduction…………………………………………………………………………….......1 Organisational Development programs………………………………………………….2 Organisational Development Interventions…………………………………………...2-5 Reasons for Intervention…………………………………………………………………..6 Implementation of OD intervention……………………………………………………….6 What HRD Managers need to do to combat criticism…………………………………..6 OD intervention in General Motors – A case study…………………………………...7-8 Conclusion…………………………………………………………………………………8-9 References…………………………………………………………………………………
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producing data for such purposes, and the day to day running of the HR department. Supporting managers; on the implementation of HR policies and procedures, inline with the organisations values and all the relevant regulations. The HR function supports the improvement in processes and policies such as; employee development, performance and reward, recruitment and selection. With such changes HR help staff and managers understand the need for and benefit of change, their role in these processes and
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