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

Gantt Charts – Tool for Project Planning and Scheduling

Project Management

Kaizen – Understanding the Japanese Business Philosophy of Continuous Improvement

Operations Management

Motives for Mergers and Acquisitions

Mergers and acquisitions are strategic decisions leading to the maximization of a company’s growth by enhancing its production and marketing operations. They have become popular in the recent times because of the enhanced competition, breaking of trade barriers, free flow of capital across countries and globalization of business as a number of economies are being deregulated and integrated with other economies. A number of motives are attributed for the occurrence of mergers and acquisitions. In this section, we consider a number of different motives for mergers and acquisitions. 1. Synergies through Consolidation Synergy implies a situation where the combined firm is more valuable than the sum of the individual combining firms. It is defined as ‘two plus two equal to five’ (2+2=5) phenomenon. Synergy refers to benefits other than those related to economies of scale. Operating economies are one form of synergy benefits. But apart from operating economies, synergy may Continue reading

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Introduction to Database Concepts

A database is a collection of related data. By data, we mean known facts that can be recorded and that have implicit meaning. For example, consider the names, telephone numbers and addresses of the people we know. A Database Management System (DBMS) is a collection of inter-related data and a set of programs to access those data. The primary goal of a DBMS is to provide an environment that is both convenient and efficient to use in retrieving and storing database information. DBMS is a general purpose software system that facilitates the processes of defining, constructing, manipulating and sharing databases among various users and applications. Defining a database involves specifying the data types, structures and constraints to the data to be stored in the database. The database definition or descriptive information is also stored in the database in the form of a database catalog or dictionary; it is called metadata. Continue reading

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Merger Through Board for Industrial and Financial Reconstruction (BIFR)

The companies (Amendment) Act, 2001 has repealed the Sick Industrial Companies Act (SICA) 1985, in order to bring sick industrial companies within the purview of companies Act 1956 from the jurisdiction of SICA, 1985. The Act has introduced new provisions for the constitution of a tribunal known as the National Company Law Tribunal with regional benches which are empowered with the powers earlier vested with the Board for Industrial and Financial reconstruction (BIFR). (Note: Board for Industrial and Financial Reconstruction (BIFR) was established by central government under SICA, 1985 for detection of sick and potentially sick industrial units and speedy determination pf their remedial measures and to exercise the jurisdiction and powers and discharge the functioning and duties imposed on the Board by or under the Act.) Before the evolution of SICA, the power to sanction the scheme of amalgamation was vested only with the high court. However, sec.18 of Continue reading

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Development of Employee Disciplinary Policies

Discipline is best defined as the observation of principles, rules or any other laid down procedures, practices, written or otherwise in the organization by the employees or group of employees, to whom these apply, for smooth and effective functioning of the organization. Since, disciplinary measures have serious implications for employees; they often are based on the principles of being fair, just and acceptable to employees and, where applicable, the union as well. It cannot be enforced or imposed on employees, as history has proved, it never benefits anyone. So one of the most significant transformations that has impacted the workplace in the past few years is the ‘reinstatement’ of discipline in a positive and employee-supported environment. The way it is practiced in today’s organizations is extremely well communicated and adopts a discretionary approach. The principal ingredients of sound employee disciplinary policies  in organizations are: Location of responsibility: The responsibility for Continue reading

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Case Study: Managing Employee Discipline

Mr. Harry, Branch Manager, Luxemburg Main Branch of XYZ Bank was wondering as to what could be done to restore the punctuality of the staff in his branch. A majority of the staff members were taking time off from the work, on a number of occasions, during the day, which resulted in work remaining incomplete, and in the payment of overtime wages for its completion. The problem was generally not faced by other banks in Luxemburg, except the PQR Bank, another Indian bank having branches in Luxemburg. Other local and British banks were able to exercise sufficient control over their staff to ensure proper attendance and maintain office decorum. Initially, Mr. Harry tried to persuade the staff to be punctual. He sermonized them on several occasions. None of this, however, made any dent on the problem. Failing in these methods, he resorted to punishment of the erring members of the Continue reading

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Psychological Contract – Meaning and Importance

The psychological contract is certainly an important aspect of the employment relationship as it invisibly binds the employer and the employee through a set of expectations. For the individual in an organisation, the psychological contract is mostly relevant as it directly affects the level of motivation, commitment and morale of that person. Moreover, a positive psychological contract helps to boost the productivity and performance of an employee. Thus, to gain the commitment and loyalty of individual employees, it becomes essential that organisations put in place appropriate systems to foster the identification of employee expectations and ways to fulfill them. However, expectations are not easily identified, both on the employers and employees side. These often give rise to breaches on behalf of either one or both parties. The maintaining of a positive psychological contract with all members of an organisation thus becomes a primary focus of the HR practitioner and HR Continue reading

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