Case Study on Entrepreneurship: Larry Page

Business Analysis

The Boundaryless Career: Modern Contemperory Perspective on Career

Human Resource Management

Concepts of Throughput Accounting and Theory of Constraints

Financial Management

Kaizen – Understanding the Japanese Business Philosophy of Continuous Improvement

Operations Management

Role of Leaders in Shaping Organizational Culture

Management Principles

Goal-Setting Theory of Motivation

This approach to motivation has been pioneered in the USA by Edwin Locke and his associates in 1960s and refined in 1980s. Goal-setting theory of motivation suggests that managers and subordinates should set goals for an individual on a regular basis, as suggested by Management by Objectives (MBO). These goals should be moderately difficult and very specific and of type that an employee will accept and make a commitment to accomplishing them. Rewards should be tied directly to accomplished goals. When involved in goal-settings, employees see how their effort will lead to performance, rewards and personal satisfaction. Salient features of Goal-setting theory of motivation    are as follows: Specific goal fixes the needs of resources and efforts. It increases performance. Difficult goals result higher performance than easy job. Better feedback of results leads to better performances than lack of feedback. Participation of employees in goal has mixed result. Participation of Continue reading

Abey Francis

Computerisation of Banks India – Issues & Events

In the eighteenth and nineteenth centuries the industrial revolution brought profound changes in the life style of man. Many activities that were hitherto performed by man employing his hands and his finger skill came to be carried at great speed and efficiency by machines. Man continued to carry out only those functions that needed his thinking process to be involved. The Industrial Revolution on account of mass production of goods and services brought large commercial and business organizations, transcending national boundaries that employed several thousands of persons for performing routine, repetitive clerical tasks, relating to record keeping, maintaining accounts, attending/answering correspondence, preparing vouchers, invoices, bills and multiple of such other functions. This created white-collar employment for educated persons by leaps and bounds. Clerical task is defined as a routine and repetitive performance involving, adding, subtracting, multiplying, dividing numbers, and duplicating data/information from one source to another. The tools employed are Continue reading

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Contingency Approach to Management

The contingency approach to management emerged from the real life experience of managers who found that no single approach worked consistently in every situation. The basic idea of this approach is that number management technique or theory is appropriate in all situations. The main determinants of a contingency are related to the external and internal environment of an organisation. The process, quantitative, behavioral, and systems approaches to management did not integrate the environment. The often assumed that their concepts and techniques have universal applicability. For example the process theorists often assumes that strategic planning applies to all situations; the quantitative experts generally feel that linear programming can be used under all conditions; the behavioral theorist usually advocates participative goal setting for all superior-subordinate pairs; and the system advocates tend to emphasize the need for computerized information flows in all situations. On the other hand practicing managers find out that a Continue reading

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Mental Modes in Organizational Change

An important aspect of organizational culture is the mindset, influenced by the basic assumptions and core values underlying it. It is the same as in the case of individuals whose thinking and behavior is governed by certain values imbibed through their own life experiences. An organization, at any given point of time, tends to be in a particular psychological state or mental mode, which, in turn, influences its functions, activities, and processes. An organization’s psychological state arises out of its experiences in the business environment in which it operates, the basic assumptions it holds about the environment (markets, customers, technology, community) and itself (mission, strategy, capabilities/competencies), and its operative culture. “A mental mode is the peak of a particular existential/experiential state that an organization gets into over time (as do individuals, who live in their own mental modes and most often see what they want to see) and that remains Continue reading

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The Strategic Game Board

The Strategic Game Board is a concept coined by  McKinsey & Company, this strategic  framework  can be used to identify the strategic management options in a competitive landscape by showing the strategists  that the business organization can choose where (market segments), how (business system) and when (timing) to compete. A firm’s decisions pertaining to the scope and mode of competition and the time for the overall action should be based on a continuous analysis of the firm’s strengths, vulnerabilities, and resources in relation to those of its competitors. The strategic game board describes the options open to a firm regarding the scope and mode components of strategy. The vertical axis represents a continuum of where-to-compete options ranging from a sharp focus on a narrow market niche to competing across an entire market. The horizontal axis represents a continuum of how-to-compete options ranging from playing entirely by the accepted rules of Continue reading

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Case Study: The Hewlett-Packard and Compaq Merger

The following is a brief description of the two companies: Hewlett-Packard (HP) It all began in the year 1938 when two electrical engineering graduates from Stanford University called William Hewlett and David Packard started their business in a garage in Palo Alto. In a year’s time, the partnership called Hewlett-Packard was made and by the year 1947, HP was incorporated. The company has been prospering ever since as its profits grew from five and half million dollars in 1951 to about 3 billion dollars in 1981. The pace of growth knew no bounds as HP’s net revenue went up to 42 billion dollars in 1997. Starting with manufacturing audio oscillators, the company made its first computer in the year 1966 and it was by 1972 that it introduced the concept of personal computing by a calculator first which was further advanced into a personal computer in the year 1980. The Continue reading

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