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

Bond Duration and Portfolio Immunization

Bond Duration Duration is a significant measurement of how sensitivity the change in price of a bond in the change of interest rate. It is broadly linked to the length of time before the bond is mature. Duration assists investors during the investment decision making process by expressing the relation between interest rate and price variables of the bond. Therefore, duration is useful measurement for investors because it protects investment from interest rate risk. When the duration of bond is lower that means investors can obtain the cash earlier and reinvest it at prevailing interest rate. As a result, the lower the duration of a bond, the lesser sensitive changes in the interest rate. Majority of investors are familiar with maturity which is the point of time when investors get back the principal of bond. However, duration is defined as the length of time before the maturity of the bond. Therefore, the Continue reading

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Carroll’s Pyramid of Corporate Social Responsibility

In the past, the common perception of a business responsibility was to maximize their firm’s profit. This is because businesses were perceived to always put the shareholder interests first. However, businesses are moving towards impacting the socials and environments. Several studies have found that businesses now have direct responsibilities to various other stakeholders which include preventing the harm of human rights and ensuring that there are solutions available if abuses occur. The modern view of business responsibility demands companies to help in problems relating to public welfare. As firms have no utmost responsibility for these unpleasant situations, philanthropic responsibilities are still not mandatory. However, due to a decrease of social institutions that provide help to the communities, people have higher expectations towards company and believe that they should take part in filling up the shortages. Carroll has proposed a CSR concept,  Carroll’s Pyramid of Corporate Social Responsibility, which states the Continue reading

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Techniques of Demand Forecasting

Broadly speaking, there are two approaches to demand forecasting– one is to obtain information about the likely purchase behavior of the buyer through collecting expert’s opinion or by conducting interviews with consumers, the other is to use past experience as a guide through a set of statistical techniques. Both these techniques of demand forecasting  rely on varying degrees of judgment. The first method is usually found suitable for short-term forecasting, the latter for long-term forecasting. There are specific techniques which fall under each of these broad methods. Judgmental Approaches to Forecasting By their nature, judgment-based forecasts use subjective and qualitative data to  forecast future outcomes. They inherently rely on expert opinion, experience, judgment, intuition, conjecture, and other “soft” data. Such techniques are often used when historical data are not available, as is the case with the introduction of a new product or service, and in forecasting the impact of fundamental Continue reading

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Talent Retention Best Practices

Talent retention is not a new problem, but it seems to be ever more critical. The question of attracting the brightest and best talents is a key issue for successful companies. Today with large signing bonuses and very attractive salaries and benefits, the more perplexing question is how to best build the loyalty of the talented people. The more talents organizations retain, the more talents they’ll attract. Organizations should focus on designing a sustainable career package that supports a graduate’s continuous professional and personal development. It is important that an organization keeps track of each individual’s changing needs and priorities. This will be down to the job of a coach or a mentor who should carry the long-term and important responsibility of coaching and mentoring the graduates. Being new to the organization, graduates require continuous feedback and coaching to help them to assimilate well and be successful in their role. Continue reading

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Reasons for the Increased Diversification by Business Firms

Growth through mergers and diversification represents a very good alternative to be taken into account in business planning. The external growth contributes to opportunities for effective alignment to the firm’s changing environments. The primary reason for acquiring or merging with another business is to produce improved cash flow or to reduce the risk faster or at a lower cost than achieving the same goal internally. Thus, the goal of any acquisition is to create a strategic advantage by paying a price for the target that is lower than the total resources required for internal development of a similar strategic position. Another reason is the expectation on the part of the diversifying or acquiring firm that it has or will have excess capacity of general managerial capabilities in relation to its existing product market activities. Moreover, there is an expectation that in the process of interacting with the generic management activities, Continue reading

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Effect of Job Satisfaction and Organizational Commitment on Individuals Behavior

Job satisfaction and organizational commitment are the two of the prominent work attitudes that seen in the work environment. Job satisfaction is an emotional response to a job situation while organizational commitment is the strong feeling of responsibility an employee has towards the mission of the organization. Job satisfaction is simply how people feel about their jobs and different aspects of their job. People can either like (satisfaction) and dislike (dissatisfaction) their job. According to Frederick Herzberg, he believed that employees can like their job because various contributions it has. These contribution involves the work itself, pay, promotions, job achievement, co-worker, supervision and benefits contribute to employees satisfy with their job. He called it motivators. If employees are not satisfied with their job then the productions of the organization with not grow. Manager will see their employees as lazy and they will assume that they don’t want to work. This Continue reading

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