Management

Change process models, developed in the tradition of Lewin, tend to emphasize people as resisting change, portray leading and coping with change as discrete entities, and reify the organization. In contrast, this article reports on findings from two descriptive surveys examining leading and coping processes. Attitudes, opinions and organizational practices were investigated to identify and describe variability in change in financial service institutions in the City of London as led by top managers and as experienced by employees. A 'leading and coping with change' framework that emphasizes the social process dynamics of change is developed which managers can utilise as a conceptual tool to guide action. This is built around the finding that change leaders are themselves part of the process, and that the judgmental and cognitive processes which employees engage in, in their relationship with those leading change, is crucial.

On 29 April 2021, the European Platform tackling undeclared work (hereafter the ‘Platform’) held a webinar on ‘COVID 19: combating fraud in short-term financial support schemes’.

The event brought together 31 participants from 20 countries, representing labour inspectorates and other enforcement authorities, as well as European level social partners, and representatives from Eurofound, the European Commission and the European Labour Authority (ELA).

Riparian buffers have potential for reducing excess nutrient levels in surface water. Spatial variation in riparian buffer effectiveness is well recogrnzed, yet researchers and managers still lack effective general tools for understanding the relevance of different hydrologic settings. We present several terrain-based GIS models to predict spatial patterns of shallow, subsurface hydroiogic flux and riparian hydrology. We then link predictions of riparian hydrology to patterns of nutrient export in order to demonstrate potential for augmenting the predictive power of land use/land cover (LU/LC) maps. Using predicted hydrology in addition to LUILC, we observed increases in the explained variation of nutrient exports from 290 sites across Lower Michigan. The results suggest that our hydrologic predictions relate more strongly to patterns of nutrient export than the presence or absence of wetland vegetation, and that in fact the influence of vegetative structure largely depends on its hydrologic context. Such GIS models are useful and complimentary tools for exploring the role of hydrologic routing in riparian ecosystem function and stream water quality. Modeling efforts that take a similar GIS approach to material transport might be used to further explore the causal implications of riparian buffers in heterogeneous watersheds. (KEY TERMS: aquatic ecosystems; GIS; ground water hydrology; modeling; watershed management; wetlands.) 'Paper No.

T his article examines international country location choices for equity investment undertaken by global hotel chains. Why do certain host countries attract more hotel investment than others? A second underlying issue that we tackle in this article is whether the traditional foreign direct investment determinants used in past studies on manufacturing also apply to servicesâ€"or whether service sector-specific determinants are better explanatory variables for understanding the distribution of service foreign direct investment across countries. a b Purchase Export Country location choices of service multinationals: An empirical study of the international hotel sector, the payment document is sustained. The intrapreneur role of the development directors in an Check if you have access through your login credentials or your institution.

The purpose of this research is to test the influence of work and personal balance, servant leadership, the reward of employee engagement with job satisfaction variables as mediators. The type of research used is explanatory research with a quantitative approach. The research hypothesis is a theoretical model consisting of the influence of work-life balance, servant leadership, and reward with mediator job satisfaction that can be used to predict and explain the emee engagement (FIT) with empirical data. The research respondent is the employee of Bank X in Bandung as much as 205 employees while the method of measuring data using a work-life balance scale, servant leadership and reward as an exogenous with a mediator job satisfaction to the employee engagement as endogenous with RMSEA 0.049. Data analysis using structural equation model (SEM) by using linear structural model (LISREL) version 8.72. Hypothesis testing structural relations included 5 variables fit, has the meaning the m...

Although few might think of Moses as a ‘leader’ in the contemporary business and political sense, Moses is not only among the most significant leaders in Western civilization but is also arguably the quintessential example of a powerful leader from whom much can be learned by anyone entering and occupying leadership positions. Various types of leadership approaches are considered that have been advocated by scholars over the past century. Moses’ example as described in the Bible is analyzed to assert why Moses’ approach makes for an appropriate and compelling form of leadership today.

While present leadership and management vocabulary might differ from the Hebrew Bible, many of the notions advocated by modern leadership theorists appear to parallel major behaviors, traits, functions, experiences and actions ascribed to Moses, especially in the first five books of the Hebrew Bible. Anyone can view Moses through the lens of a particular religion, whether shared or not, and still learn considerably from the experience. One will find Moses depicted as heroic, charismatic, and certainly empathic. Yet, Moses also shows transactional, transformational and visionary leadership qualities. Hence, ‘Religion and Contemporary Management’ discerns why Moses represents such an important model of effective leadership for contemporary times.

ABSTRACT Lean Six Sigma Executive Overview (Case Study) Templates are a guide to Lean Six Sigma Green Belt, Lean Six Sigma Black Belt, and Lean Six Sigma Master Black Belt Projects. Lean Six Sigma Practitioners use the DMAIC (Define, Measure, Analyze, Improve, and Control) Phases. The Lean Six Sigma Executive Overview (Case Study) include the most common tools used in the DMAIC Phases. There are Backup Slides that include the tools and templates of Optional or less often tools. There are guidelines in the notes section. These templates are used to document Lean Six Sigma Projects as they are executed. I wish you well on your projects. Steven Bonacorsi, Lean Six Sigma Master Black Belt.

Statutory and internal audit though have differences in object but are both geared towards value enhancement. Internal audit assures the board of directors of the effectiveness and efficiencies of governance, risk management and internal control put in place to achieve overall organization’s objectives while statutory (external) audit assures the shareholders and the public of the financial report of organizations upon which the stakeholders make informed decisions.

This study aims to identify and describe changes in leadership development programs caused by the spread of SARS-CoV-2. Design/methodology/approach: Participants were selected purposefully. The core part of the qualitative study involved 25 individual in-depth interviews. Findings: The data indicates that leadership development is not perceived as a core business process. In most cases, certain learning interventions were withheld but not terminated or managers ordered a digital culture transition. Data shows that given the progressing change, there is a need for further reflection on whether technology-mediated leadership behaviour would not be a standard. Research limitations/implications: Qualitative research does not permit broad generalizations. Although the data collected allows indicating how leader-nurturing process owners perceive change that impacts leadership development, there is no possibility to indicate the intensity or importance of the reactions. Originality/value: This study enriches the research on leadership management in big enterprises. It provides meaningful insights by examining the attitude and reactions of managers responsible for nurturing leaders. The findings of this study extend the understanding of the leadership development goal and its impact under specific conditions.

Adapting well-established organization theories to international joint ventures (IJVs), this paper develops an overarching theoretical model of the determinants and effects of parent control of IJVs from an interpartner bargaining power perspective. Drawing upon power dependence, transaction costs, and agency theories, we argue that the relative bargaining power between IJV partners serves as the key determinant of control structure, and that control exerts a direct effect on the venture's performance. In addition, government influence and interpartner working relationship are critical factors that complicate the linkage between control and performance but may help to explain past conflicting results. Propositions regarding these relationships are formed for future empirical test, and implications and directions for future research are provided. D

To cite:
Wilkins, A. 2017. Rescaling the local: Multi-academy trusts, private monopoly and statecraft in England. Journal of Educational Administration and History, 49 (2), 171-185

For the past six years successive UK governments in England have introduced reforms intended to usher in less aggregated, top-down, bureaucratically overloaded models of service delivery as well as secure conditions for greater school autonomy.  Yet the ‘hollowing out’ of local government has not resulted in less bureaucracy on the ground or less regulation from above, nor has it diminished hierarchy as an organising principle of education governance.  In some cases, monopolies and monopolistic practices dominated by powerful bureaucracies and professional groups persist, albeit realised through the involvement of new actors and organisations from business and philanthropy.  In this paper I adopt a governmentality perspective to explore the political significance of large multi-academy trusts (MATs) – private sponsors contracted by central government to run publicly funded schools – to the generation of new scalar hierarchies and accountability infrastructures that assist in bringing the gaze of government to bear upon the actions of schools that are otherwise less visible under local government management.  On this account, it is argued, MATs are integral to statecraft and the invention and assemblage of particular apparatuses for intervening upon specific organisations, spaces and peoples.

This study developed and tested a theory-based measure of authentic leadership using five separate samples obtained from China, Kenya, and the United States. Confirmatory factor analyses supported a higher order, multidimensional model of the authentic leadership construct (the Authentic Leadership Questionnaire [ALQ]) comprising leader self-awareness, relational transparency, internalized moral perspective, and balanced processing. Structural equation modeling (SEM) demonstrated the predictive validity for the ALQ measure for important workrelated attitudes and behaviors, beyond what ethical and transformational leadership offered. Finally, results revealed a positive relationship between authentic leadership and supervisor-rated performance. Implications for research and practice are discussed.

ALREADY LIVE ON AMAZON , buy now this ebook of methods from the world’s best in 63 professions. PEERLESS PRACTICAL TESTED not fact pile “literacy” but procedure literacy!!  Essential for parenting and leading by us all. BUT TOUGH for these methods come from the world’s best——they are not at all the way you now operate & the way I now operate—— they are a leap beyond us! Dozens of my former students have built profitable 10 year plus old consultancies based on single methods of the 100 methods in this book. There is no gigantic global corporation you cannot become VP or CEO of by riding just two or three of these 100 methods——nothing more than that is needed to get to the top. But i warn you—Each method in this book will require deep abiding changes in how you view things, value things, and what you aim for, plus, how you do and implement. The rewards are huge however and immediate! The book is extremely well ordered so you can study any method in any order without getting lost. Each method came from those at the top of 63 fields via being most effective BUT WITH added bits from other eminent ones doing something very similar but slightly better in this or that respect.  No one expert’s way of work was as good therefore in every detail as EACH of this ebook’s 100 methods. Rise above the tops of every field using this ebook!  Magic power!

Control, or controlling, is one of the managerial functions like planning, organizing, staffing and directing. ... Control in management means setting standards, measuring actual performance and taking corrective action. This paper tells us about the importance of controlling in management and techniques which are essential for the organization to achieve the goals of the organization.

There are n number of researchers who focused on the topic work-life balance strategies and its influences on the employees. Even the successful strategies had be discussed enough but not the implementations of these strategies as much as needed. I would like to focus more on the implementation of successful strategies. The clause ‘Successful’ means that the strategies which fit the organization’s requirements and satisfy the employees as well. The concept of the implementations of the strategies will be based on the theorizing “Make hay while the sun shines”. In order to implement the Work-Life Balance strategy successfully these are the different stages to be followed; Identifying the right strategies, right time to implement the strategy,beneficiary of the strategy, and evaluation of the strategy.

Entrepreneurial approach is being proactive, innovative in their approach to their
enterprise. Tourism is the largest growing industry in the world and Oman has the natural
potential for it. The Sultanate of Oman has a diversified economy, unlike many of the gulf
cooperation countries that rely almost entirely on oil revenues. Natural gas and several nonenergy
business sectors, such as tourism, fishing, light manufacturing, and agriculture are
expanding rapidly. Tourism is the most attractive area for entrepreneurs. From the
perpesective of entrepreneurship, tourism provides a specific context that is perceived to be
different from other industrial sectors in terms of identification of entrepreneurial
opportunities and the process of their consumable tourism product. Small and Medium-sized
Enterprises are the main drivers of job creation, growth and economic diversification (Gulf
Research Centre, 2009).Oman is gradually reaping the benefits from tourism that justifies the
strong focus given to this sector of the Sultanate’s economy, which has come a long way over
the past decade and has proven to be an important new source of revenue; in keeping with the
government’s aim of diversification away from overdependence on income generated from
finite fossil fuels. The ever – Increasing scale of tourism, one of the fastest growing sectors of
the global economy, is not only driven by human needs and a desire for travel but also by
business opportunities to respond to increasingly complex human needs and a curiosities (Lee
and Crompton, 1992).These opportunities are realized through the commercialization of
nature, culture, traditions, history, religions as well as other commercial activities and human
achievements. In order to examine the level of entrepreneurship and the factors that underpin
such behavior in the tourism sector, it is necessary to understand the industry structure that is
more complex, as opposed to other industrial sectors and, to a greater degree, integrated into
a wider social and economical context

Decision-making is a cognitive process stemming from the analysis of available courses of action related to a given problem. Rationally, potential courses of action are derived from deliberate analysis of available data related to a problem and its potential outcomes. Decisions are generally characterized as normative, descriptive or naturalistic. Normative decisions are based on evidence, logic and analysis; descriptive decisions are based on intuition and experience. Naturalistic decisions are formed as a hybrid of normative and descriptive processes.

For decision-makers the revolution in information technology and the amount and scope of the data they provide has become overwhelming, leading to cognitive overload, confusion and an inability to function effectively. Decision Support Systems (DSS) facilitate data analysis and selection of a viable course of action rapidly and effectively. However, like the human decision- makers they serve, DSS capabilities may also suffer from cognitive overload, inaccuracy, and complexity, especially in time-sensitive environments.

This study explores DSS employment for time-sensitive decision processes using Digitally Aided Close Air Support (DACAS) as a model. The study explores decision theory, models, DSS development and time-sensitive environments. Using DACAS as a model the paper reveals the obstacles and opportunities associated with the employment of DSS for time- sensitive processes. Finally, the study makes recommendations for improved employment of DSS in time-sensitive environments.

The purpose of this paper is to investigate the relationship between National Culture (NC) and Organisational Culture (OC) in the context of private sector organisations in Iran. This paper outlines some frameworks of NC and OC then looks at some relevant specific cultural perceptions on the part of Iranian managers. The NC and OC of several organizations in Iran were investigated using survey methodology. Questionnaires were distributed through organisations either by email or hard copy. 221 questionnaires were returned. To investigate NC the researcher used the Dorfman and Howell questionnaire. Furthermore, to study OC the researcher used the Organisational Culture Assessment Instrument (OCAI) which is based on the CVF framework. Regression analysis of the results showed that most of the dimensions of NC have insignificant relationship with OC except for the relationship of NC with clan culture. However, the correlations analyses provide some additional support for the association between these two constructs. This paper concludes that company size can serve as an important and significant moderator of the association between NC and OC within these data. Moreover, the results indicate that both education and position serve as significant controls of the association between NC and OC. It is recommended that researchers should consider the industrial cultural effect as a factor that would help for a better understanding of the relationship between NC and OC phenomena.

The present study tries to spot the concept of movie-based promoting and quickly presents its development and prominence within the industry. The advancement within the film-based promoting business throughout the year. It's terribly basic lately that the brands and ranging media parts of films are obtainable within the pic theaters additionally as on the racks of outlets too in numerous styles of going with things. This paper plans to research the basic qualities of film connected promoting and to contemplate the various types of image exchange utilized by pic, their various form of appearances and their history and out the duty promoting plays among alternate devices that are accessible to advance the arrival of another film. This has prompted a problem, or, in different words will see item position as one thing negative. Item arrangement upgrades watchers' capability to understand brands and things within the wake of viewing a pic, whereas the positions are compatible or incongruent. This investigation appearance at however mark acknowledgment is delivered and the way harmoniousness of a state of affairs will influence cluster of onlooker's acknowledgment. In lightweight of this, a discourse analysis was semiconductor diode with inserted units comprising of 3 center gatherings wherever the creators continued from a semi-organized meeting guide. The examination's outcome was that 5 variables; irritation, familiarity, lack of pleasure, unnecessary and picture will have an effect on however mark acknowledgment is formed, see able of the results of the middle gatherings. The examination likewise led to arrangements that are compatible to the cluster of onlookers are acknowledged, whereas non-tolerating things are in congruent. A situation's compatibility is influenced by the components; hope and applicability, saw match and individual judgments, and plot association.

Dans un environnement instable et incertain, exigeant une forte capacité à donner du sens, mobiliser, réagir et s’adapter, les modes d’organisation et de management traditionnels en entreprise ont atteint leurs limites. Plutôt que la défiance, l’autorité et le contrôle comme principes clés, l’entreprise a plus que jamais besoin de faire confiance à « ceux qui font », les responsabiliser, libérer leurs initiatives et s’appuyer autant que possible sur l’intelligence collective.

Plusieurs entreprises se sont déjà engagées dans cette voie et des témoignages existent pour montrer tous les bienfaits de ces expériences. Mais quel crédit leur accorder, surtout quand on sait qu’ils émanent généralement soit de dirigeants qui sont à l’initiative de la transformation de leur entreprise, soit de salariés qui sont le plus souvent choisis pour témoigner ? Sans parler du fait que les entreprises qui ont connu des difficultés ou échoué à mener à bien leur transformation rechignent, bien souvent, à témoigner. Pour réussir à croire ces témoignages, il faudrait pouvoir observer les nouvelles formes d’organisation en action, les questionner et évaluer, d’un point de vue aussi indépendant et objectif que possible, leurs effets réels. Or, force est de constater que peu de travaux ayant adopté cette perspective ont été publiés à ce jour. D’où la question qui reste en suspens et que pose cet ouvrage : libérer l’entreprise, ça marche ?

Pour y répondre, 8 études de cas ont été réunies dans cet ouvrage. Ces études sont portées par des disciplines variées : sciences de gestion, psychologie, ergonomie, philosophie. Chacune d’elles concerne une entreprise particulière (parfois deux), dont elle a cherché à comprendre l’origine et les modalités de la transformation ainsi que les effets qu’elle avait eus à travers plusieurs questions : comment la « libération » d’une entreprise impacte le management, son rôle et ses pratiques ? Comment est affectée la vie des collectifs de travail avec des acteurs rendus responsables et autonomes ? Est-ce que les principes de responsabilités et d’autonomie conduisent ces acteurs à réaliser leur travail différemment ? Si oui, est-ce que leurs performances en sont améliorées ? Et quels effets un tel changement a-t-il sur leur santé ?

Les entreprises étudiées sont diverses de par leur taille et leurs secteurs d’activité. Cette diversité permettra au lecteur de découvrir différentes façons de mettre en pratique les principes de responsabilisation et d’autonomie. Et de constater que les effets réels que ces principes produisent sont parfois attendus, parfois beaucoup moins.

Ont contribué à cet ouvrage : Matthieu Battistelli ; Thibaud Brière ; Jean-Luc Christin ; Thomas Coutrot ; Patrick Gilbert ; Théo Holtz ; Laurent Karsenty ; Domitille Léonard ; Sophie Marmorat ; Brigitte Nivet ; Nathalie Raulet-Croset ; Xavier Rétaux ; Ann-Charlotte Teglborg

Now EBOOK ON AMAZON———OUR KNOWLEDGE SNGULARITY—undo harms top ten colleges cripple minds with—-when our best & brightest fail and the rest of us lap venal of their droppings off streets——when to assure that your kids safely get worth not self uberalles religion of business harm and cocaine habits from “top” colleges professors ventures firms and vampire blood sucking media, you must in parallel have them learn from a clever caring deep ANTIDOTE COLLEGE—this book is it!!!!  There is nothing remotely like it anywhere!  But it is an unpleasant read for those wedded to some snob college provided STATUS substitutes for care decency thought.  Buy it instantly 2 days from now. STARTS WITH A NEW KIND OF COLLEGE TEACHING APPLYING INVENTING 33 creativity sciences in parallel. WHEN creativity leads usual MBA and tech venturings ruin lives in baseless enthusiasms.  Read find bedrock instead!!!!?    NOW ALSO———ON AMAZON 2 more Ebooks formatted for iphone reading.  SAVE A KID——SAVE YOUR KID——SAVE A NERD——SAVE YOUR NERD——SAVE A TYRANT BOSS——SAVE YOUR TYRANT BOSS——along the way save your self, whatever remains of it.  We are all sick and tired of dealing with non-people in human form all around us. We are all sick of news about the horrible ways they treat each other and the vile inability of any of them with any wealth at all to take care of other people. We are sick of top colleges top professors top institutions top analyses stealing from entire populations and ruining the planet. There is no chance at all that the people we elect will handle any of this——they are the most horrible among us. In this lovely situation you and I have to forge lives create kids selves care happiness etc etc etc as the king of Siam liked to say. I ACTUALLY RESEARCHED THIS DECADES AGO in great practical detail helped by homework i assigned my U Chicago Booth School MBAs. These 3 ebooks are WITHOUT PEER—and utterly essential reading for those of you who think you are fully human now.  They are NOT for wimps falling for the ways of their own gender nation profession era.  ENJOY—give them to your tyrant boss as present or drop anonymously on their desk and observe LOL

Employer branding is referred to as a firm's efforts to promote, both within and outside the firm, a clear view of what makes it different and desirable as an employer. It constitutes an important concept in today's knowledge intensive contexts where attracting employees with superior skills and knowledge comprises a primary source of competitive advantage. This research paper will focus on building employer brand equity by exploring the previous research on employer brand. Based on the Keller brand pyramid this is an attempt to build similar pyramid for employer brand and see if same concepts of customer based brand equity can be used to conceptualize the idea of employer based brand equity. This will help the organizations to understand the ways to build strong employer brand to attract and retain better talent in their organizations.

Zoos are duty bound to maintain a high standard of welfare for all animals for which they are responsible. For elephants, this represents a greater challenge than for many other species; their sheer size, sophisticated social life, high level of intelligence and large behavioural repertoire, combined with their origins in tropical and subtropical climates mean that replicating the physical, social and environmental requirements needed for a high standard of welfare in captivity is a significant challenge. This is compounded by the difficulties in measuring welfare generally, and specifically for animals such as elephants within zoo environments. Evidence does exist relating to the longevity, reproductive success and the health status of captive elephants which suggests that their management is not at as high a standard as it is for many other species kept in zoos, and that elephant welfare is likely to be compromised as a result. It is suggested that for as long as elephants remain in captivity that their management should be based around the requirements of the animals themselves taking into account an understanding of their biology and behavioural ecology. Given the difficulties in measuring welfare, it is suggested that those responsible for elephant management should not rely on proof of suffering prior to making adjustments to their programmes, but in the first instance consider the likely physical and behavioural needs of the elephant. As a minimum, facilities should provide for those behaviours and contingencies which are biologically significant in terms of survival and reproduction in the wild, which take up a significant proportion of an elephant's time in the wild and are not necessarily triggered by external stimuli alone. It is suggested that a high standard of captive elephant welfare is theoretically attainable and that significant improvements in welfare are likely to be achieved by addressing inadequacies in the physical environment which predispose captive elephants to trauma and by providing for appropriate social and foraging opportunities.

Cet article propose une revue de la littérature consacrée à la marque employeur. Le concept et sa mesure font tout d’abord l’objet d’une présentation et d’une discussion. Une définition est proposée avant que les antécédents de la marque employeur ne soient exposés. Les effets de la marque employeur sur les employés actuels et potentiels sont ensuite discutés. Enfin, notre état de l’art débouche sur un modèle intégrateur des effets internes et externes de la marque employeur. A la suite de ce modèle, un programme de recherche, destiné à combler les zones peu ou pas explorées à ce jour, est proposé.

The choice of a mode of market entry is a critical component of the internationalization strategy, and numerous empirical studies have focused on this topic. Prior research, however, has provided mixed empirical evidence and thus, is difficult to interpret and review. This study examines the external antecedents of the choice of entry mode by meta-analyzing data from 72 independent primary studies. We focus on the decision between wholly owned subsidiaries and cooperative entry modes. For each variable, hypotheses about the theoretically expected direction of effect are posited and tested. We find a strong positive relationship between power distance as a cultural trait of the firm's home country and the propensity to establish a wholly owned subsidiary. On the other hand, we find a negative association between country risk, legal restrictions, market growth, and market size and the preference for wholly owned subsidiaries. We extensively discuss the implications of the meta-analytical results and investigate moderating effects of industry type and the time of the study. The relationship between income level of the host country and entry mode depends, to some degree, on the industry type. Service companies exhibit a negative relationship between income level and wholly owned subsidiaries, while manufacturing companies show a positive relationship.

The present research was developed to examine the conceptualization and measurement of the political skill construct and to provide validation evidence for the Political Skill Inventory (PSI). The results of three investigations, involving seven samples, are reported that demonstrate consistency of the factor structure across studies, construct validity, and criterion-related validity of the PSI. As hypothesized, political skill was positively related to self-monitoring, political savvy, and emotional intelligence; negatively related to trait anxiety; and not correlated with general mental ability. Also, the PSI predicted performance ratings of managers in two samples. Implications of these findings and directions for future research are provided.

People differ in their abilities and their aptitudes. There is always some difference between the quality and quantity of the same work on the same job being done by two different people. Performance appraisals of Employees are necessary to understand each employee's abilities, competencies and relative merit and worth for the organization. Performance appraisal is at significance of recent time and important processes in human resource management, because it has a great effect on both the financial and program components of any organization. There is a variety of methods for the appraisal of employees' performance. Obviously, no method can claim that it has an integrated approach in performance appraisal. In this paper, we have discussed the selection of right appraisal methods with the use of it the organizations can evaluate their performance appraisal method with respect to the key features of it before implementing any method as well as expending extra costs. The paper examines the factors behind the increasing importance of performance management and performance appraisal (PA) in modern organizations discussing the concerns of HRM, the ways to manage teams and employees, purpose of performance appraisal, the impact of performance appraisal on organization and individual performance and the use of Performance Appraisal for downsizing in organizations.

"Since its very inception, social work has been considered an organizationally based profession, with the majority of its workforce employed within formal organizations. Whether in nonprofit, for-profit, or governmental agencies, the practical realities of human service organizations are a central element of professional social work. This book explores the climate and culture of these agencies and provides essential information for surviving and thriving in this setting. It prepares students for their future careers so that they will feel empowered in their work and be able to fulfill their responsibilities toward organizational, community, and social change. Using real-life examples, the authors examine the internal structures of management, financing, and supervision and discuss common conflicts between agencies and professionals. The book’s straightforward tone and practical advice make it an asset to anyone entering human service organizations.

This new edition contains updated examples, case studies, and references. It also contains valuable information on the effects of the recent financial crisis on human service organizations. Agencies now face increased caseloads and more complex social problems with fewer resources and less money. Understanding how these events have changed the nature of human service organizations will allow students to be better prepared for the work ahead of them.

Features

•
Expanded content on the practical aspects of organizational theory and suggestions for developing leadership skills
•
Updated examples, case studies, and references throughout the book
•
Key points and discussion questions following each chapter
•
Updated instructor’s manual available online as a PDF or Word document"

CEO duality-the practice of a single individual serving as both CEO and board chair-has been the subject of academic interest for more than 20 years. In that time, boards' use of CEO duality has fluctuated and the scholarly conceptualizations of the phenomenon have become more complex. As such, the need to understand CEO duality has only increased with time. We review and integrate the disparate literature on this topic so that future attempts to study it will benefit from a more complete understanding of the knowledge already produced. We review the demonstrated antecedents and consequences of CEO duality, pointing out that while much work has been done in this area, much remains that we do not understand. Finally, we offer new theoretical, methodological, and contextual directions that researchers could explore to extend knowledge about CEO duality.

The central role of branding in establishing the firm’s identity and building its position in the
global marketplace among customers, retailers and other marketplace participants, makes it
increasingly imperative for firms to establish a clear cut international branding strategy. This study
examines the impact of branding aspects on firm performance in the emerging markets ofSoutheast
Asia. Specifically, the question of standardization versus adaptation of brandpromotion is the focus
of attention. After literature review, a conceptual model suggests that thestandardization of brand
promotion as well as a long-term brand vision provided by management, positively influence target
market performance. Furthermore, the model considers externalenvironmental factors. Data gathered
from a survey with managers allow testing the hypothesesthrough structural equation modelling. The
results of the quantitative study largely support thehypotheses

Principal leadership key in the success of any school and the public concern on teacher turnover necessitated this study. The study focused on the effect leadership styles employed by principals and their influence on teachers’ job satisfaction in Turkana County-Kenya. The study was guided by three research questions; To what extent are teachers in Turkana County satisfied with service delivery? What are the leadership styles employed by principals in secondary schools in Turkana County? Is there any significant mean difference in principals’ leadership styles and teachers’ job satisfaction? Ex post facto design was used. The target population was teachers, principals, TSC Commissioner Turkana County, Education Director Turkana County. Questionnaire and interview guide were used to collect data. Instruments were subjected to content validity and test re-tests determined reliability. Descriptive statistics such as means, percentages and frequencies summarized data. Inferential statis...

Amid the emergence of the 21st century, a new era of modern business has set in India. Liberalization and globalization of Indian economy have provided challenges and opportunities to our new business and which has necessitated re-engineering of the present management education system. Recently, Union Budget is also decreasing the fund for higher education in India for the last five years. This research is focused mainly on existing problems and challenges which are needed to be addressed and seeks to provide the solution thereabout. At present in India, there exists three-tier management education administration i.e., Indian Institutes of Management (IIMs), Entrepreneur's and prestigious industry run best management institutes and management departments of Universities. Besides this, private B-Schools and non-statutory business training institutions also impact business education leading to MBA degree or PGDM diploma. Unfortunately, most of the students don't get the job in the completion of the course. In most of the cases, even the best student doesn't cater to the needs of the market because in the formal education system the gap between what is taught and what is demanded by the market is evident. Hence, an urgent need to rethink and redesign the management courses has arisen. It discusses the rationale of re-engineering of the whole management education system i.e, Admission, Instruction, Infrastructure, Regulation, Examination, Certification, Training and Placement etc.

This study examines the extent to which compensation management can be used as a tool for improving organizational performance in a typical public sector organization like the Anambra State of Nigeria Civil Service. Guided by the Vroom's expectancy theory of motivation, this study seeks to ascertain if financial compensations have a significant relationship with employee performance in the public service using Anambra State Civil Service as a reference. It also aimed at finding out if efforts of the employees are commensurate with financial compensations and ascertain the extent to which reform programmes of the State Government have affected compensation policies and practices. In pursuance of the objectives of the study, the descriptive survey design was adopted. Pearson's Product Moment Correlation was used for data analysis and Z-test was also used to test the significance of the coefficient of correlation at 5% level of significance. It was found that financial compensation for staff members in the public service do not have a significant effect on their performance and that financial compensation received are not commensurate with staff efforts. The study further found that reform programmes of the Government do not have a significant effect on the financial compensation policies and practices in the public sector due to poor compensation management. Based on these findings, it is recommended that for any public service organization such as the Anambra State of Nigeria Civil Service Commission to improve the performance of employees, they should offer financial compensation that will be specifically designed to link it with performance.