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: PepsiCo’s International Marketing Strategy

Pepsi was created by chemist named Caleb Bradham. He was inspired to experiment with various products and ingredients to create a suitable summer drink that became highly sought after way back in the summer of 1898. It was this summer inspiration that later evolved into what we now know as Pepsi Cola. The company was launched officially in the year 1902. The beginning of Pepsi Cola was in the back room of his pharmacy, but recognizing its potential, Caleb soon started bottling the product so that people all over can enjoy it. As the years passed, Caleb started franchising the bottling of the drink to different people in different locations. Soon Pepsi Cola was being sold in 24 states across the United States. When World War I broke out, the company went bankrupt and Caleb had to sell the trademark to a stock broker from North Carolina. But he too Continue reading

Abey Francis

Roland Gareis Project Maturity Model

For managing the projects, project portfolios and programs, companies with project orientation have particular strategies, organizational structures, and certain cultures. The management of the programs and project provides competitive improvement for the social systems. Therefore, the organizations including nations, regions, industries are becoming more project oriented. There is an interrelationship between the outcomes of the project oriented systems in the project and their maturity state. These maturities of the project or an organization can be evaluated by different maturity models. In this article, the maturity model developed by the ROLAND GAREIS Project and Programme Management ® has been discussed. Dr. Roland Gareis who is a university professor at the Vienna University of Economics and Business Administration, Austria.  Project Maturity models have different dimensions which relate to each other. ROLAND GAREIS model contains eight dimensions. These dimensions are discussed bellow. Project Management:  A project is a defined as a provisional organization for the efficiency of Continue reading

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Role of Fiscal Policy in Economic Development

Fiscal policy refers to the guiding principles of the financial work which are constituted by the state based on political, economic and social development tasks under a certain period. Its purpose is to regulate aggregate demand through government’s spending and tax policies. On the one hand, an increase in government spending will stimulate aggregate demand and increase the national income. Correspondingly, a decrease will depress aggregate demand and reduce national income. On the other hand, a tax is a kind of contraction strength to national income. Therefore, the aggregate demand and the national income will be restrained though increasing government revenue. And they will be increased due to reducing in government revenue as well. The fiscal policy with a distinct class character is formulated by the state, represents the will and interests of the ruling class, and is subject to a certain level of development of social productive forces and Continue reading

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Managing Workforce Diversity

How administrators manage workforce diversity greatly depends on the needs of the organization. For example, some companies may want a diversified work force in order to make them more competitive in the global market. Diversity helps them to better understand international markets. While other organizations consider diversity as a means to bring about greater harmony in the workplace and an opportunity to prepare employees and volunteers to deal with the nation’s changing demographics. Regardless of the reasons, managing diversity is here to stay. So, it’s no longer an issue whether to implement diversity training, but how diversity training will be implemented. “Managing for Diversity” pertains to a philosophy that is purely motivated by business purpose and market advantage. It is seen as a strategy for improving organizational competitiveness and efficiency. It is distinctly different from policies grounded in social purposes such as equal employment opportunity or affirmative action. It focuses Continue reading

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Locational Decisions and Factors Governing Plant Locations

Plant location may be understood as the function of determining where the plant should be located for maximum operating economy and effectiveness. The selection of location for a plant is one of the problems, perhaps the most important, which is faced by an entrepreneur while launching a new enterprise. A selection on pure economic considerations will ensure an easy and regular supply of raw materials, labour force, efficient plant layout, proper utilization of production capacity and reduced cost of production. An ideal location may not, by itself, guarantee success; but it certainly contributes to the smooth and efficient working of an organization. A bad location, on the other hand, is a severe handicap for any enterprise and it finally bankrupts it. Locational decisions generally arise when: A new manufacturing (or servicing) unit is to be set up. Existing plant operations are difficult to expand due to poor selection of site Continue reading

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Types of Financial Rewards in Modern Organizations

Financial reward can be seen as a motivational factor, where employees may benefit, either from promotion or a bonus, it could be seen as an appraisal system.  Mainly there are three types of financial rewards within organisations; individual performance related pay, profit related pay and skill based pay are the fundamental for both organisation and employees.   Every organisations aim is to save cost at all expense but retain a better performance from employees, whereas employees seek to earn extra more from the organisation. It is an obvious fundamental for employee’s lifestyle as their contribution and duties to perform their job effectively and expectation are to be met due to their hard work, however such individual performance related pay as well as skill based pay and profit relative pay is all beneficial to employees as performance and productivity is enhanced, thus motivation is increased and cost is made, as well Continue reading

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