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

Accounting Rate of Return (ARR) Method of Capital Budgeting

Accounting Rate of Return (ARR) Method Various proposals are ranked in order to rate of earnings on the investment in the projects concerned. The project which shows highest rate of return is selected and others are ruled out. The Accounting Rate of Return is found out by dividing the average income after taxed by the average investment, i.e., average net value after depreciation. The accounting rate of return, thus, is an average rate and can be determined by the following equation. Accounting Rate of Return (ARR) = Average income / Average investment There are two variants of the accounting rate of return; Original Investment Method, and Average Investment Method. 1. Original Investment Method. Under this method average annual earnings or profits over the life of the project are divided by the total outlay of capital project, i.e., the original investment. Thus ARR under this method is the ratio between average Continue reading

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About United Nations Global Compact (UNGC) – 10 Principles of UNGC

The United Nations Global Compact (UNGC) is a tactical strategy scheme for companies who commit to align their operational strategies to the principles outlined by the UNGC whose main purpose for existence is to assist businesses in managing risks and opportunities presented to them in certain areas such as the environment, society and authorities like government divisions and laws. This initiative also aims to integrate their ten principles as universal to businesses and societies for mutual benefits. It is independent of the government which entails that their rules and regulations is not government mandated law though it does support and is in-line with certain government policies that mainly focuses on the social responsibilities of a corporation. Commerce, as the main factor influencing globalization, plays a major role in societies and economies anywhere in the world. UNGC requires participating businesses to submit a Communication in Progress (COP) report once a year, Continue reading

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Asset Securitization – Meaning, Process, Parties Involved and Benefits

Asset securitization is way of financing for lenders to obtain funds in the capital markets for the origination of consumer and business loans. It is different from the traditional way of financing, where lenders finance loan origination’s with deposits. Started in 1970, the asset securitization market had a remarkable history of growth and development. By 2000, it became the largest sector of the U.S fixed income securities market. In matured capital market, asset securitization has proven to be an efficient way of financing in that it reduces the ultimate funding cost for the borrower, improves the financial operation for the lender and provides diversified investment products for the investor. The Process of Asset Securitization In today’s world, asset securitization means a process by which one entity pools its interest in a series of identifiable future cash flows and then transfers the claims on those future cash flows to another entity Continue reading

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Compare and Contrast Herzberg’s Two Factor Theory with Vroom’s Expectancy Theory of Motivation

Herzberg’s Theory of motivation suggests that there are two factors that affect human behavior and motivation at work; these are called hygiene and motivating factors. Hygiene factors are those that de-motivate staff if they are not in place, whereas motivators are those that are used to motivate staff. The five main attributes that Herzberg suggested were motivators are, recognition, achievement, responsibility, advancement and the nature of work itself. Hygiene factors include, supervision, salary, the work environment, company policies and relationships with colleagues. Vroom’s theory of motivation suggests that there is a link between effort and reward. His theory is based on an employee’s perception of their job, underlined against valence, instrumentality and expectancy. There are two types of theories concerning motivation of employees. There are content theories which assume that people have the same needs and process theories which suggest people are motivated by different things. Herzberg’s two factor theory Continue reading

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Industrial Product Development

Industrial product is defined as a complex  set of economic, technical, legal, and personal relationship between the buyer  and the seller. A product is a combination of basic, enhanced, and augmented  properties. Basic properties are included in the generic product, with  fundamental benefits sought by customers. Generic products are made  differentiable by adding tangible enhanced properties such as product features,  styling and quality. The augmented properties include intangible benefits such  as technical assistance, available of spare parts, maintenance and repair services,  warranties, training, timely delivery, and attractive commercial terms. The  product package as expected by the prospective customers should be well  understood by the industrial marketer. Industrial product development is the process  by which the product ideas are generated, assessed, directed and converted into  products. There are seven stages in the process of industrial product development. Idea Generation:  The Industrial marketer should be consciously search for  new product idea and Continue reading

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Theories of Motivation: Herzberg’s Motivation-Hygiene Model (Two Factor Theory of Motivation)

A significant development in motivation was distinction between motivational and maintenance factors in job situation. A research was conducted by Frederick Herzberg and his associates based on the interview of 200 engineers and accountants who worked for eleven different firms in Pittsburgh area. These men were asked to recall specific incidents in their experience, which made them, feel either particularly good or particularly bad about jobs. The findings of the research were that good feelings in the group under test were keyed to the specific tasks that the men performed rather than to background factors such as money, security or working conditions and when they felt bad, it was because of some disturbance on these background factors which had caused them to believe that they were being treated unfairly. This led to draw a distinction between what are called as ‘motivators’ and ‘hygiene factors’. To this group of engineers and Continue reading

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