’A prophet of change who could not achieve his vision’ to what extent do you agree with this statement of Tewodras II of Ethiopia Theodore II (Tewodros) had great visions and aims for Ethiopia but the ways in which he tried to achieve these aims and restore unification within Ethiopia was somewhat a failure and caused him to be unsuccessful in the eyes of some historians‚ hence the statement ‘A prophet of change who could not achieve his vision’. Theodore was born in 1818 by the name of ‘Kasa’
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Table of contents: Page no. 1. Introduction 1 2. Investment appraisal 2 3. Payback method 3 4. Present value (PV)‚ future value (FV) and net present value (NPV) 5 5. Project 1 6 6. Comparing projects 11 7. Conclusion 12 8. References 13 9. Bibliography 14 Introduction: In 21st century business is much more developed and competitive as well with the presence of so many competitors
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Financial Appraisal 1.0 Analysis This report provides an analysis of the performance of ITE Group over three consecutive years (2007-2009)‚ using various financial ratios; for the benefit of potential shareholders‚ lenders or suppliers. The report also indicates how non-financial performance indicators can help an organisation measure performance. This report will also look into the net present value method of appraisal‚ and explain its advantages and disadvantages. 2.0 Main Content The
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1/2012 103-111 The Role of Banks in Capital Formation and Economic Growth: The Case of Nigeria Alex Ehimare OMANKHANLEN Covenant University‚ Ota‚ Ogun State‚ NIGERIA alexehimare@yahoo.com Abstract: This study investigates the role of banks in capital formation and economic growth: The case of Nigeria for the period 1980-2009. The economies of all market-oriented nations depend on the efficient operation of complex and delicately balanced systems of money and credit. Banks are an indispensable element
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Performance Appraisal : A Managerial Viewpoint Nidhi Arora1 Poonam Arora2 Abstract Man is a social animal by nature and to earn his livelihood he has to work. In past‚ earning was required only to satisfy the daily appetite but his needs have increased e xponentially with the passage of time. Now he does not work to earn money; he works so that he can afford luxury. According to Maslow the growth need drives personal growth. Human beings are motivated by unsatisfied needs‚ and that certain
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EXERCISE ON “Appraisal of an Employee” Submitted to: Dr. Ramlal porika Assistant professor [pic] BY Nagesh S. Yenpreddiwar Roll No.(109529) Performance Appraisal Performance appraisal is a universal phenomenon with the organization is making judgement about one is working with and about oneself. It serves as a basic element of effective work performance. Performance appraisal is essential for the effective management and evaluation of staff. It aims to improve
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0 Conclusion 13 9.0 References 16 ANNEX A. NDSQ Performance appraisal (iniciated in Nov 2012) 17 Executive Summery Human Resource management refers to the policies‚ practices‚ and systems that influence employees’ behavior‚ attitudes‚ and performance. There are some important human resource practices which are shown in figure 1‚ that influence the company performance. | |Strategic HRM
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Ethiopia has one of the strongest histories of any country in Africa. With the exception of a brief Italian occupation that only lasted five years Ethiopia has remained independent for the rest of their history. However that does not mean that the country has not had its fair share of political and military battles. The most recent change of power was in 1991 when the former military junta or coup groups that had gained power collapsed. The military group was known as the Derg and was plagued by
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Performance Appraisal Kelli Semkin University of Phoenix Performance Appraisal • What is the purpose of a performance appraisal system and how does it benefit the organization? Performance appraisal systems are designed to serve the company ’s and employee ’s interests. They are used to inventory the abilities and resources of employees and to let an employee know where he stands so that he will be stimulated to improve his performance. This gives the employer
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PERFORMANCE APPRAISAL METHODS The Critical Incidents File The critical incidents file is a performance appraisal method in which the manager writes down positive and negative performance behavior of employees throughout the performance period. The critical incidents file is a form of documentation that is needed in this litigious environment. The Rating Scale The rating scale is a performance appraisal form on which the manager simply checks off the employee’s level of performance. Some of the possible
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