Organizational Health – Concept, Dimensions, and Characteristics

Management Concepts

Organizational Health Approach – Building a Strong Workplace

Modern Management Concepts

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

Retail Site Evaluation and Selection

Retail Site Evaluation Methods Experts and analysts have at their disposal several methods to evaluate retail site alternatives. These are broadly classified as subjective and objective. Again some are quite simple and some are sophisticated. It suffices to take two most commonly used methods namely, checklist method and quantitative methods. 1. Checklist Method It provides a retail site evaluator with a set of procedural steps for arriving at a subjective yet quantitative expression of a sites value. First, the evaluator enumerates the general factors that are usually considered in any site evaluation. A typical list of factors includes all or most of the site-evaluation principles~ interruption, cumulative attraction, compatibility and accessibility. Secondly, for each general factor, the evaluator identifies several attribute measurements that reflect the location needs of the proposed operation. For instance, interception which is a key location attribute for most convenience retailers, can be divided into the volume Continue reading

Abey Francis

Roles and Responsibilities of Human Resource Management

Human resource management (HRM) is the strategic and coherent approach to the management of an organization’s most valued assets of the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms “human resource management” and “human resources” (HR) have largely replaced the term “personnel management” as a description of the processes involved in managing people in organizations. In simple words, HRM means employing people, developing their capacities, utilizing, maintaining and compensating their services in tune with the job and organizational requirement. Human resource management (HRM)  is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main Continue reading

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Case Study: Turbulent History of Chrysler Corporation

In 1920, the president of Buick and Vice President of General Motors (GM) resigned his positions in the GM Corporation following political differences with founder and then-president of General Motors William Durant. This former automotive Vice President was promptly approached by a group of investors to focus his business acumen in the fledgling automotive industry on a small, financially troubled New York company called Maxwell Motor Corporation. The one-time automotive vice president was installed as president of Maxwell Motor Company. The man’s name was Walter Percy Chrysler. In short order, Walter Chrysler brought the Maxwell Motor Corporation out of bankruptcy. The financial improvement was due in large part to Mr. Chrysler introducing a new Maxwell model- the Chrysler Six. This car was very well received by the automobile buying public and went on to sell 32,000 units in its first year, generating a profit of over $4 million for the Continue reading

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Orthodox and Radical Critique of Performance Appraisal Process

Every organization has some goals and to achieve those goals organization hire people who can perform as per their standards to enable the organisation achieve its mission and vision. So performance is the key to achieve organisational goals. But to keep records and to analyse the performance, organisation needs to follow a specific processes which is known as “Performance Appraisal”. The important aspect for an organisation is not just to recruit good employees but also to retain them. Good working environment, promotions, career growth, rewards and recognition in return of their good performance will automatically retain the employees with the organisation. It is essential for an organisation to undertake different activities so that their employees feel motivated and give their best to the organisation. To increase employees morale and performance resulting in better productivity, organisations should undertake performance appraisal system. Performance management is one, which links organisations, individual and departmental Continue reading

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Organization of Mutual Fund

Mutual fund is a trust that pools the savings of a number of investors who share a common financial goal. This pool of money is invested in accordance with a stated objective. The joint ownership of the fund is thus “Mutual”, i.e. the fund belongs to all investors. The money thus collected is then invested in capital market instruments such as shares, debentures and other securities. The income earned through these investments and the capital appreciations realized are shared by its unit holders in proportion the number of units owned by them. Thus a Mutual Fund is the most suitable investment for the common man as it offers an opportunity to invest in a diversified, professionally managed basket of securities at a relatively low cost. A Mutual Fund is an investment tool that allows small investors access to a well-diversified portfolio of equities, bonds and other securities. Each shareholder participates Continue reading

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Case Study: The Rise and Fall of Nintendo Wii

Nintendo was founded in Kyoto, Japan, in 1889 under the name of Nintendo Koppai by  Fusajiro Yamauchi. They made decks of playing cards, known as Hanafuda,  in Japan. The cards were made by hand originally and became very popular. As demand soared,  Yamauchi hired assistants to mass-produce his cards and he opened up a second shop in Osaka.  Nintendo took off as one of the largest card makers in the world and maintained that status until the 1950’s.  In 1963, Nintendo Playing Card Co. became, simply, Nintendo Co. Hiroshi Yamauchi,  unimpressed with the limitations of the playing card industry, began to seek out other ventures.  Their line of Disney themed cards had given the company a large cash injection, and risks could  be taken. In the short period between 1963 and 1968, Nintendo opened and shut down  unsuccessful ventures ranging from love hotels to taxi services to a TV network. Continue reading

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