SYNOPSIS ON Employee Perception on Organizational Climate and Culture: A Study on TMI‚ Hyderabad. Submitted in Partial Fulfillment of the Requirements of Bangalore University for the Award of the Degree of MASTER OF BUSINESS ADMINISTRATION By SUMALATHA.K Reg. No: 07SKCM6071 Under the Guidance of Mr. Indranil Mutsuddi [pic] Acharya Institute of Management & Sciences 1st Cross‚ 1st Stage‚ Peenya Industrial Area Bangalore – 560 058 2007 – 2009 Employee Perception on
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Federation (NRF) and the Emerging Market Retailer of the Year 2007 at the World Retail Congress held in Barcelona. Pantaloon Retail is the flagship company of Future Group‚ a business group catering to the entire Indian consumption space. Employee Motivation Strategies
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James Jones October 9‚ 2011 ORGANIZATIONAL POLICY – COMPUTER MONITORING Introduction An organizational policy as defined by Tutorialspoint.com is a principled adopted by a company or an organization set in place to determine and influence decisions established by senior management (2011). According to Murugan Anandarajan’s book‚ The Internet and Workplace Transformation: Advances in Management Information Systems‚ it states “As guidelines‚ organizational policies may discipline computer use and
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The following report will discuss American retail giant‚ Wal-mart’s current ethical and business objectives. The report will look at Wal-mart’s employee relations in regard to discrimination and other various issues involving their employees. It will look at how their ethical stance contradicts with what has gone on in the past regarding associates (employees) and management. We will also look at their business objectives or as Wal-mart calls them – “comparable store sales”‚ where they measure the
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written by Roger Trapp (23 March 2014) ‘Successful Organisations Need Leaders At All Levels’‚ leadership is the key element in an organisation. The leadership style in the organisation will contribute a lot in creating the company’s culture and practices. It is crucial in finding good leaders at all levels in an organisation who can inspire others to perform‚ who has the ability to innovate‚ who can acquire a different level of understanding and consideration rapidly towards the multiple generations
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while submitting the assessment and by the faculty when reporting the outcome of the students work) SECTION A: TO BE FILLED BY THE STUDENT Student Name: Ahmed Hafeel Unit No and Name 24.Employee Relations Term : Summer 2013 Assignment Title : Understand the context of employee relations against a changing background Due Date: 16/07/2013 Date Submitted : (if different) Grading criteria covered within this assignment: Pass
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Employee Engagement: The Key to Improving Performance Solomon Markos (Corresponding author) PhD Scholar‚ Department of Commerce and Management Studies‚ Andhra University Waltair‚ Visakhapatnam-530 003‚ Andhra Pradesh‚ India Tel: 91-996-664-1683 E-mail: solomonmarkos5@yahoo.com M. Sandhya Sridevi Professor‚ Department of Commerce and Management Studies‚ Andhra University Waltair‚ Visakhapatnam-530 003‚ Andhra Pradesh‚ India Tel: 91-984-884-2230 E-mail:
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Motivating and Rewarding Employee Performance *Mars Model A model that outlines the four factors that influence an employee’s voluntary behavior and resulting preformance.The motivation‚ability‚role perceptions and situational factors. *Motivation The forces within a person that affects his or her direction‚intensity‚and persistence of voluntary behavior. *Ability Consists of both the natural aptitudes and learned capabilities required to succesfully complete a task. *Role Perceptions Employees
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Relations Board (NLRB)‚ which serves as the prevailing body for union movement in the United States. Initially‚ the Wagner Act led to major union domination over companies. To achieve a better balance between unions and management‚ in 1947‚ Congress passed the Labor-Management Relations Act (also called the Taft-Hartley Act). Industrial scenario was extensively changed after 1930s. New federal laws allowed employees to negotiate their work structure‚ such as‚ wages‚ job hours and overtime pay. Workers
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Organizational change must be cared out methodically. Lewin and Kotter offer great models that can be used as guidelines for change (Kanicki & Kreitz‚ 2010). A change agent must focus on affecting the elements of change. From all the elements‚ I feel that people is the most important. Organizational structures‚ processes‚ visions‚ and methods can easily be changed by management. For the changes to be effective however people must accept and follow the changes. The case proposed change in a western
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