legal education would help school managers analyze public nuisance, negligence of the girl child, abortion practices and examination malpractices. According to Johari (1989), law is a set of rules which society develops for itself to control the behaviours of its members towards one another. Migel et al (2005) defines public as something that is not owned privately but in common, while legal is a word used to refer to issues, things, activities or information to do with how or what the law requires
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much to be learnt about leadership from the 16 competing candidates in Season 5. In order to have a better understanding of the diverse characters and their behaviour and to give a more objective analysis on whether they displayed effective leadership or otherwise, it is necessary to look at some of the theories underlying leadership behaviour. Below is the candidates’ group picture, Source: http://www.realitytvworld.com/news/nbc-reveals-donald-trump-the-apprentice-5-contestants-3948.php Below
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Students COMSATS INSTITUTE OF INFORMATION TECHNOLOGY, LAHORE CAMPUS CHAPERT 1 Abstract Human Resource is the most important asset for any organization and it is the resource of achieving competitive advantage. Managing human resources is very challenging as compared to managing technology or capital and for its effective management, organization requires effective HRM system. HRM system should be backed up by strong HRM practices. HRM practices refer to organizational activities directed
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www.sciedu.ca/jms Journal of Management and Strategy Vol. 1, No. 1; December 2010 Managing Justly Across Cultures: The Problem of Fairness in International Business Rolf D. Dixon (Corresponding author) Weber State University 3802 University Circle, Ogden, Utah 84408, USA Tel: +1-(801)-626-7542 E-mail: rddixon@weber.edu Cam Caldwell University of Georgia G-2 Brooks Hall, Athens, GA 30602-6256, USA Tel: +1-(318)-446-0129 E-mail: camcaldw@uga.edu Apichai Chatchutimakorn College of Business
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CARIBBEAN EXAMINATIONS COUNCIL Caribbean Certificate of Secondary Level Competence® SOCIAL STUDIES SYLLABUS Effective for examinations from May–June 2014 CXC CCSLC/SS/05/12 Published in Jamaica, 2012 by Ian Randle Publishers 11 Cunningham Avenue P O Box 686 Kingston 6 www.ianrandlepublishers.com © 2012, Caribbean Examinations Council ISBN ---------------------------------------- (pbk) All rights reserved. No part of this publication may be reproduced, stored in a retrieval system
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GIRL-CHILD EDUCATION IN AFRICA BY PROFESSOR GRACE CHIBIKO OFFORMA DEAN, FACULTY OF EDUCATION UNIVERSITY OF NIGERIA, NSUKKA KEYNOTE ADDRESS PRESENTED AT THE CONFERENCE OF THE FEDERATION OF THE UNIVERSITY WOMWNE OF AFRICA HELD IN LAGOS-NIGERIA ON 16TH – 19TH JULY, 2009. Introduction In this presentation, we will first of all try to explain the key concepts in the title, namely, girl-child and education. Then we will present and discuss the issues/factors in the girlchild education, citing examples
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longer just considered as a benefit or privilege for the employees, but is able to provide competitive advantage for the organization over its rivals by being more flexible as a whole by providing quicker and timely support. This literature review will focus primarily on exploiting the benefits of practicing flextime and integrating it with information technology in the organizations in order to stay ahead of the rapidly changing economic trends and intensified competitions created by globalization and
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Outline the main ways in which a large centralised organisation might achieve a more flexible organisational structure. Using examples, discuss the advantages and disadvantages of pursuing greater organisational flexibility. Organisational structure has an enormous impact on entrepreneurial orientation and expansion performance (Levent and Mehmet, 2004). In today’s world of business, it is vital that large organisations are managed as efficiently and professionally as possible, and to many this
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Ph.D. Research Proposal Area of Research: Human Resources GREEN HUMAN RESOURCEMANAGEMENT PRACTICES IN ANKLESHWAR CHEMICAL FACTORIES Table of Contents Page No. CHAPTER 1 INTRODUCTION………………………………………………..03 1.1 What is Green?............................................................................................. .04 1.2 What is Green HRM?.................................................................................. .04 1.3 Why HR?............................
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------------------------------------------------- Knowledge management Lean working ------------------------------------------------- High-performance work systems Psychological contract ------------------------------------------------- Organizational behaviour Motivation and job satisfaction ------------------------------------------------- Engagement Commitment ------------------------------------------------- Selection methods Retention -------------------------------------------------
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