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

Role of Performance Appraisal in Improving Employee Performance

All organization faces the problem of directing the energies of their staff to the task of achieving organization goals and objectives. In doing so, organization need to devise means to influences and channel the behavior of their contributions. Performance appraisals constitute one of the major management tools employed in this process. This is based on the perception of an individual’s performance in a job is improved by having definite goals, feedback about their performance and complemented by an appropriate reward system. Therefore, performance appraisal are been implemented. Performance appraisals are used in nearly all organization in worldwide. Corporations use different tools and have a number of goals for performance appraisal often resulting in some confusion as to the true purpose of performance appraisal systems. However, it is core because it allows an organization to measure and evaluate an individual employee’s behavior and accomplishment over a specific period of time. There Continue reading

Abey Francis

Absence of Organizational Structure and Its Impacts

Organizational structure, a popular phenomenon in the dynamic business world, can be defined as the manner in which a company allocates its management responsibilities and how different activities are coordinated within the firm. The structure of an organization will always influence its success. A well-devised strategic and operational framework is more likely to enable the company to attain its objectives easily than a roughly sketched one. Small enterprises generally start without a formal organogram but gradually add hierarchical corporate entries with departments, executives, and other subordinate minions as the business expands, thus realizing improved performance. On the contrary, the absence of such a setting in a business implicates operational inefficiencies that may eventually push it out of the market as a result of competition. High Rate of Turnover – Employee turnover, often known as staff renewal rate, is a problem in which employees quit their jobs frequently and in large Continue reading

Abey Francis

Difference between Fundamental and Technical Analysis

While analyzing price movement, forex trade uses two primary types of analysis. Those concentrating on price movement and neglect other factors choose to guide their efforts at enhancing their skills at technical analysis, whereas traders preferring to examine the economic events which cause the market action mainly throw light on their efforts in analyzing fundamental analysis. Most traders wish to mix the information supplied by these two kinds of analysis in order to generate accurate trading signals. Others focus on one aspect of analysis and discard the other type from the computations, and yet it can be said that either of the approaches can be valid with respect to the circumstances. In essence, there are traders who have been acquiring reputation as well as wealth by trading effectively based on fundamental analysis. But as both of these people disagree in several subjects, they would most probably agree with the fact Continue reading

Abey Francis

Stakeholder Engagement

Stakeholders refers to those individuals or a group who has vested interest in the outcome or the results of the body of a work in an organisation. The term “stakeholder engagement” is budding as a means of describing a broader, more inclusive, and continuous process. It takes place between the company and the potentially impacted stakeholders that encompasses a range of activities, approaches and, the entire span of a project. The change that is likely to occur reflects the broader change in the business and financial worlds. It increasingly recognizes the business and reputational risks that may occur as a result of poor stakeholder relations. It also places a growing emphasis on corporate social responsibility, transparency and reporting. Stakeholder engagement can therefore be defined as the process of effectively eliciting the stakeholders’ views on their relationship with the organization. Stakeholder engagement is increasingly becoming a part of mainstream business and Continue reading

Abey Francis

Features of a Sound Employee Disciplinary System

Discipline is an inevitable correlate of organization. To be organized means to be disciplined and vice-versa. The behavior of an employee is at the root of all discipline in an organization. Some of the key features of a sound employee disciplinary system are: 1. Knowledge of Rules The employee must be informed clearly about what constitutes good behavior and the rewards that may emanate from it. All instructions should be clear and understandable. It is common sense that an employee will obey an instruction more readily if he understands it. The supervisor himself must know all the rules. He cannot effectively communicate with his workers if his own knowledge about rules is half baked. In fact, he needs to know more than the barest minimum that he wants his workers to know. This reserve of knowledge is essential in order to be able to answer several unexpected question from workers. Continue reading

Abey Francis

Causes of Resistance to Organizational Change

The main reasons for resistance to change are both individual and organization. The research document of individual and organizational behavior has found that organization groups and individuals resist change. Resistance to change provides a degree of stability and predictability to behavior, as it does not allow immediate change. If there was no resistance to change the organization will take on characteristics of chaotic randomness. Read: Reactions to Organization Change There may be reasons for resistance to change for analytical purpose, lets us categories the causes into the following. Individual Resistance. Group Resistance. Organizational Resistance. 1. Individual Resistance Individual arise due to differing perceptions, personalities and needs. Some of these reasons appear to be rational and emotional. These reasons are listed below, a). Economic Factors The economic reasons for the resistance to change may be the following: In organization when the development or change on technology takes place, employee resists the Continue reading

Abey Francis