EMPLOYEE BRANDING Companies‚ today are resorting to unique ways to foster their brand image. And how are they doing it? Through large hoardings? Unique tie ups? Celebrity endorsements? No. Why spend on external resources when they can look internally for help‚ that too for free. Meet the new brand ambassador. YOU‚ the employee. Here is how you can play a significant role towards building a successful employee brand. You are making an airline ticket booking for your next trip. And what exactly influences
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Customer satisfaction with online banking services 1 Customer satisfaction with online banking services M.Tayyeb Masood Waqar Ahmed Author‚ Faculty of Management Sciences Muhammad Ali Jinnah University‚ Pakistan Abstract The study seeks to discover‚ what will be the main factors in customer satisfaction of electronic banking services in Pakistan? This paper inspects and study the most important factors in e-banking services in the Pakistan and customer„s evaluation of the electronic
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Business Research Method Job Motivation and Job Performance: An Exploratory Study in RHB Bank Lecturer: Dr.Mirza Manirajah Abdullah Prepared by Student Name: LEE LIAN SENG I/C NO: 710414-10-5663 RIVERBANK ACADEMY SDN BHD NO 3-3 & 5-3‚ JALAN PUSAT PERNIAGAAN 1‚ PUSAT PERNIAGAAN SG.JELOK‚ 43000 KAJANG SELANGOR TEL: 03-87375009 FAX: 03-87395418 WEBSITE: www.riverbankacademy.com.my EMAIL: info@riverbankacademy.com.my 1 CONTENTS DESCRIPTION PAGE Introduction To RHB Bank page
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administrators before the submission date. Extension granted until: Authorised by: My individual understanding of employee empowerment 1. Introduction This essay mainly introduces my own understanding‚ independent and critical thinking of employee empowerment which come from the previous lectures‚ communities of practice and sources I have read. Firstly‚ I will define the employee empowerment and then analyze its significance. In the second part‚ I will point out its main difficulties in reality
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and justice on customer satisfaction and the continuance intention of mobile value-added services: An empirical test of a multidimensional model Ling Zhao a‚ Yaobin Lu a‚⁎‚ Long Zhang a‚⁎‚ Patrick Y.K. Chau b a b School of Management‚ Huazhong University of Sci. and Tec. Wuhan 430074‚ China School of Business‚ The University of Hong Kong‚ Hong Kong‚ China a r t i c l e i n f o a b s t r a c t Understanding the antecedents and consequences of customer satisfaction in the mobile communications
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TABLE OF CONTENT DECLARATION i DEDICATION ii ACKNOWLEDGEMENT iii ABSTRACT iv Table of Contents CHAPTER ONE 5 INTRODUCTION 5 1.1 Problem Statement 5 1.2 Justification 5 1.3 Objectives 5 CHAPTER TWO 5 LITERATURE REVIEW 5 2.1 Introduction 5 2.1.1 Behavior change theory and practice for environmental behaviors 5 2.1.2 Impact of individual attitudes on environmental behavior change 5 2.2 The concept of the environment 5 2.3 Human impact on the environment 5 2.4 Environmental
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Text Version A Handbook for Measuring Employee Performance ALIGNING EMPLOYEE PERFORMANCE PLANS WITH ORGANIZATIONAL GOALS Workforce Compensation and Performance Service Performance Management and Incentive Awards Division s PMD–013 s September 2001 table of contents FOREWORD . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 contents CHAPTER 1 PERFORMANCE MANAGEMENT: BACKGROUND AND CONTEXT
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Levels of Product Differentiation in the Global Mobile Phones Market The sixth product level called compliant product is a connecting element between the physical product characteristics and the strategy of the producer company Stanimir Andonov* The article discusses the differentiation among the product offers of companies working in the global markets‚ as well as the strategies which they use and could use in that respect. The main idea of the paper is that the principle “differentiate or
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company is competitive! a) Strongly agree c) No comments b) Agree d) Disagree 11) For what reason you take leave? a) Sickness b) Lack of interest in Job c) Poor working conditions d) Long working hours e) Personal reasons 12) Motivation factors to improve employee’s regularity a) Good employee relationship b) Work condition c) Future prospectus d) Job responsibility e) Incentives / wage hike 13) Employees are happy with the health and safety measures Of the company a) Strongly agree b) Agree c) Disagree
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good relations with the trade market 1.2 What is Employee Engagement? Whilst the current lack of empirical research on employee engagement has resulted in speculation that it is merely a fad with little theoretical basis‚ Saks (2006) study supports the concept that engaged employees will have a higher quality relationship with their employer resulting in more positive attitudes‚ intentions‚ and behaviours. Recent studies confirm that high employee engagement translates into "increased discretionary
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