Participative Management – Workers Participation in Management

Human Resource Management

Case Study on Entrepreneurship: Larry Page

Business Analysis

The Boundaryless Career: Modern Contemperory Perspective on Career

Human Resource Management

How to Meet Costa Rica’s 2026 VASP Requirements Without Expanding Headcount

General Business Articles

Concepts of Throughput Accounting and Theory of Constraints

Financial Management

Case Study: Analysis of Organizational Culture at Google

Google Inc came to life with the two brilliant people as the founder of the company. Those two were Larry Page and Sergey Brin. Both of them are a PhDs holder in computer science in Stanford University California. In their research project, they came out with a plan to make a search engine that ranked websites according to the number of other websites that linked to that site. Before Google was established, search engines had ranked site simply by the number of times the search term searched for appeared on the webpage. By the brilliant mind of Larry and Sergey, they develop the technology called PageRank algorithm. PageRank is a link analysis algorithm that assigns a numerical weighting to each element of a hyperlinked set of document, such as the World Wide Web, with the purpose of measuring its relative importance within the set. All this in-depth research leads to Continue reading

Abey Francis

Credit Derivatives – Meaning and Definition

Rationale for Introducing Credit Derivatives Our present society lives on credit. Credit allows us to consume far more than what our savings can sustain. Therefore, credit is the very basis of consumerism. Our economy drives on the basic force of credit. What exactly is credit? Credit is parting with value today against a promise for value in future and this credit has inherent risk in it which is known as credit risk. Credit risk is the risk that the promise of payment in future may be broken. In other words, credit risk is an investor’s risk of loss arising from a borrower who does not make payments as promised. When the borrower fails to make payments, it is termed as default. So, credit risk is also known as default risk. This concept of credit risk can be looked at from two perspectives. Credit risk on the loans granted by banks Continue reading

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The Strategic Role of HR

As people become the key competitive advantage in any industry, the human resource (HR) development function will and should play a more strategic role. It should go beyond its mere administrative support function to operations and front line departments. Whether or not company views HR strategically may decide whether market share, sales, or profits would increase or not. An effective HR strategy becomes equally decisive as the company‘s marketing strategy. Technology too is changing HR roles. As industries, specifically the services sector,  and the way they compete become knowledge-based, HR performance indicators will  shift from manpower and man-hours supplied to brainpower and brain hours delivered. The key result areas in people management will also shift from production and quantity to productivity and quality. Capability, measured in employee ideas generated and implemented, and productivity gained, will be more important than capacity, measured in man-hours available, man-hours lost, absenteeism, etc. The current Continue reading

Abey Francis

Delegation – The future of People Management

Many managers or team leaders feel quite threatened by the whole concept of delegation — after all they may have taken some time to reach their current position, so why should they start to give their much coveted job away? Benefits of effective Delegation Benefits to the organization: Optimum use of staff resources Tasks performed at the cheapest rate consistent with quality Wider ownership of company mission and objectives Reduce vulnerability to unexpected absences Benefits to the manager: Free time for more vital tasks Develops staff for wider role Increased staff motivation Spreads the ownership of achieving departmental objectives Benefits to the individual: Develops increased skills or knowledge Motivation Shows wider view of the company Builds trust and confidence Trying to decide what to delegate is made easier if we first of all decide which tasks should not be delegated. Things to consider when deciding what to delegate: Ruthlessly analyse Continue reading

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Brand Building through Events Marketing

To truly build a brand that leaves an indelible imprint on the hearts and minds of audiences, event marketers must adopt a more strategic, holistic approach. When it comes to building brands, events and  meetings have become powerful tools in the arsenals of marketers  and event professionals. Event marketing can tie a brand to a valuable  experience; and the event itself allows brands to engage in a  high-touch environment where deeper connections between brands,  customers, prospects, vendors, and partners can be forged. A well-executed event can build market share, grow profits, and increase  brand equity by creating a stronger and more meaningful connection  between a brand and its audience. A poorly executed event  can cause brand damage.  Events and meetings present a great opportunity for marketers and  event professionals to build brand value together. Events marketing help in brand building by: Creating awareness about the launch of new products/brand:  Creating Continue reading

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Effects of Job Satisfaction and Dissatisfaction on Employee Behavior

Job satisfaction is related to the positive feeling an employee perceives about one’s job resulting from an evaluation of its characteristics. Jobs require interaction with coworkers and bosses, following organizational rules and policies, meeting performance standards, living with working conditions. It has been identified that a positive relationship exists between a person’s job satisfaction level and holding of positive feelings about the same concerned job whereas a person dissatisfied with his job carries negative feelings about the job and organization. Every organization works towards having satisfied employees. When employees are dissatisfied with their jobs, lack job involvement and are low in their commitment to the organization, a wide variety of consequences follows in. Dissatisfied employees may engage in psychological withdrawal, physical withdrawal or even acts of aggression and retaliation for presumed wrongs. Satisfied employees may provide acts of consumer service beyond the call of duty, have sparkling work records, and Continue reading

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