A COMPREHENSIVE PROJECT REPORT On Effectiveness of Marine Logistics Submitted to S.R. LUTHRA INSTITUTE OF MANAGEMENT IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF THE AWARD FOR THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION In Gujarat Technological University UNDER THE GUIDANCE OF Faculty Guide: Company Guide: Ms. Parinaz Todiwala Mr.Pravin Dixit Assistant Professor MD (Kshitij Marine Services Pvt. Ltd.) Submitted by Ms. Harshita Kakar [Batch No. 2011-13, Enrollment
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Techniques in Performance Appraisal Encourage Discussion Research studies show that employees are likely to feel more satisfied with their appraisal result if they have the chance to talk freely and discuss their performance. It is also more likely that such employees will be better able to meet future performance goals. Employees are also more likely to feel that the appraisal process is fair if they are given a chance to talk about their performance. This is especially so when they are
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Social Audit: A Toolkit A Guide for Performance Improvement and Outcome Measurement CENTRE FOR GOOD GOVERNANCE Knowledge Technology People Social Audit: A Toolkit No part of this book may be reproduced in any form without permission in writing from the publisher, except by a reviewer or a research scholar who may quote brief passages in a review in a magazine or a newspaper or for research purposes as the case may be. Copyright
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(of the organisation).” While Liz Prudden of San Diego State University separates this into two main categories, “The two types of reward and recognition are easily distinguishable: Monetary, receiving dollar incentives for performance and Non Monetary (NMR), various forms of "soft" recognition. Formal and Spontaneous are additional distinctions of Reward and Recognition” “The purpose of an employee recognition program is to recognize and reward work and behaviors that support/further
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evidence against the following criteria. Indicate the page numbers where the evidence can be found. Criteria referenc e To achieve the criteria the evidence must show that the student is able to: Task no. Evidence 1.1 Explain the various elements of marketing process Evaluate costs and benefits of a marketing orientation for a selected organization. Show macro and micro environmental factors which influence marketing decisions. Propose segmentation criteria to be used for products in different
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A COMPREHENSIVE PROJECT REPORT On Effectiveness of Marine Logistics Submitted to S.R. LUTHRA INSTITUTE OF MANAGEMENT IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF THE AWARD FOR THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION In Gujarat Technological University UNDER THE GUIDANCE OF Faculty Guide: Company Guide: Ms. Parinaz Todiwala Mr.Pravin Dixit Assistant Professor MD (Kshitij Marine Services Pvt. Ltd.) Submitted by Ms. Harshita Kakar [Batch No. 2011-13, Enrollment
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going green has become a bone of contention among major stakeholders in the industry. The discussion started after the Carbon disclosure project released a report indicating that supply chains contributed greatly to the emission of carbon in the atmosphere. Due to the report, pressure has been mounting on the administration of supply chains to implement strategies on their carbon management. Analysts have however stated that there are various pros and cons of the supply chains going green, which have
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Volume 5 Numbers 2 and 3 Gaps Between the Internal and External Perceptions of the Corporate Brand Gary Davies and Rosa Chun Manchester Business School Corporate Reputation Review, Vol. 5, Nos. 2/3, 2002, pp. 144–158 # Henry Stewart Publications, 1363–3589 Page 144 ABSTRACT The corporate branding and reputation literatures both refer to the significance of gaps between the employee and customer perceptions of the corporate brand. There is a generally held view that the two
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development professionals have generated a lot of interest in the notion of competencies as a key element and measure of human performance. Competencies are becoming a frequently-used and written-about vehicle for organizational applications such as: * Defining the factors for success in jobs (i.e., work) and work roles within the organization * Assessing the current performance and future development needs of persons holding jobs and roles * Mapping succession possibilities for employees within the
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Misery Loves Companies: Whither Social Initiatives by Business? Joshua D. Margolis Harvard University jmargolis@hbs.edu 617-495-6444 James P. Walsh University of Michigan jpwalsh@umich.edu 734-936-2768 December 16, 2002 We want to thank Christine Oliver, our three anonymous reviewers, Paul Adler, Howard Aldrich, Alan Andreasen, Jim Austin, Charles Behling, Mary Gentile, Tom Gladwin, Morten Hansen, Stu Hart, Nien-he Hsieh, Linda Lim, Nitin Nohria, Lynn Paine, Gail Pesyna, Rob Phillips
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