EMPLOYEES’ PERCEPTION OF THE PROBLEMS AND PRACTICES OF EMPLOYEE PERFORMANCE EVALUATION: a Case study of Awash International Bank (AIB) BY: ZELALEM BAYISA GURMESSA A project paper submitted to the school of graduate studies of AAU in partial fulfillment of the requirements for the degree of Masters of Business Administration [MBA] Advisor: Dr. TILAHUN TEKLU Assistant Professor of Management Department of Management August, 2007 Addis Ababa University School of Graduate Studies MBA Program Employees’
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THESIS, THE PRODUCT IS HANDY AND ACTS AS A VISUALISATION OF MY MOST INTERESTING RESEARCH OUTCOMES. MY PRODUCT COMES IN A FORM OF A BROCHURE AND A MAP. IF MY THESIS PROVES TO BE SUCCESSFUL, I AM PLANNING TO SEND OUT THE BROCHURE AND MAP TO COMPANIES ALONG WITH MY CV TO APPLY FOR A FULL-TIME OR PART-TIME JOB IN THE FIELD OF DIGITAL MARKETING. ABSTRACT Social media may sound like a new concept, but it is actually based on the most authentic marketing tool we know: word-of-mouth marketing. The speed
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than the symphony. The opera is also externally focused out of need. A majority of their income comes from ticket sales, so they must deliver enough high-quality performances to please the customers. Additionally, the opera is structured in such a way that decisions lie with a variety of directors who have the skills and knowledge to make decisions about their departments (DeLong, 2005). The Utah Symphony is a hierarchy culture. A hierarchy culture is one that is internally focused and emphasizes
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Islamic Banking and Finance To Dr Mohammad Omar Zubair, who is a source of inspiration for all those working in the field of Islamic economics and finance Islamic Banking and Finance New Perspectives on Profit-Sharing and Risk Edited by Munawar Iqbal Islamic Development Bank, Saudi Arabia David T. Llewellyn Loughborough University, UK Edward Elgar Cheltenham, UK • Northampton, MA, USA In association with: International Association of Islamic Economics Islamic Development
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INTRODUCTION Generally, there are two categories of small and medium enterprise (SME) in Malaysia. The first category comprises agriculture, services, information and communication technology (ICT) with less than 50 full-time employees or annual sales turnover fewer than RM 5 million. The second included manufacturing and agro-industries with less than 150 full-time employees or annual sales turnover not exceeding RM25 million. Small and medium sized enterprise (SME) is the engine
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of the overall dissertation structure may be included. Literature Review: This accounts the previously written, published and unpublished literature on the selected research topic. The purpose of conducting a review on the existing knowledge and ideas on the topic is to highlight the strengths and weaknesses of the research area whilst defining a guiding concept for the dissertation. To achieve this, four important steps must be followed: concentrate on the relevant theories; break down the topic
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manager set out to accomplish a particular goal. The goal of the head coach may be winning the league championship. The goal of the manager may be to finish the fiscal year under budget. Dayton (2007) agrees sports and business are similar is many ways. Teamwork, excellent communication, creativity, time management, and good leadership are areas that can improve team
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treatment (blocks of fairness) , careers (from hiring to retirement), discipline and privacy, two way communications, dismissals compensating (how much to pay) * Protecting safety & health 3. Training and development (keep them good): Prepare them for the future. Use and develop human assets, learn continuously, exchange knowledge, appraising performance 4. Exit (let them leave in a good way) Chapter 1: Basics of HRM Human resource management (HRM, or simply HR) is a function in organizations
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complexity. So we have invented and endless proliferation of terms to deal with it...and still the concept is not sufficient defined. Researchers usually define leaderships according to their individual perspective and the aspect of the phenomena of the most interest of them. After a comprehensive review of the leadership literature, Stogdill (1974, p.259) concluded that “there are almost as many definition of leaderships as there are persons who have attempted to define the concept. “leaderships has been
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ORGANISATIONAL CULTURE, This can be defined as the behaviour of humans in a particular organisation or locality and the meaning they attach to such varied behaviours. According to Ravesi and Schultz (2006) he defines culture as “a mental assumption that guides the actions of individuals and the organisation as a whole and therefore define appropriate behaviours for their actions”. There are basically four types of organisational cultures; Power culture, this is a type of culture whereby power
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