COKE verSus pEPSI‚ 2001 Teaching Note (Adapted from the Darden School of Business) This case is set in December 2000‚ immediately after the merger announcement between PepsiCo‚ Inc.‚ and the Quaker Oats Company. The case asks students to estimate EVATM (economic value added) from 2001 to 2003. Students also need to determine each company’s weighted-average cost of capital (WACC) to estimate EVA. The primary objective of this case is to introduce students to the concepts and calculation of WACC
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employees must be able to manage their performance. A 360-degree feedback process is a popular means of managing and improving organizational performance. This method means a person receives feedback from a full circle of other people who work around him or her‚ which includes peers‚ subordinates‚ supervisor and even themselves (Atwater & Brett‚ 2006). The 360-degree approach recognizes that little change can be expected without feedback‚ and that different constituencies are a source of rich and useful
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Pressure is the feeling that you are being pushed toward making a certain choice—good or bad. A peer is someone in your own age group. Peer pressure is—you guessed it—the feeling that someone your own age is pushing you toward making a certain choice‚ good or bad. Types of Peer Pressure there are only two indirect and direct. indirect is having a song encourging you to take drugs because you don ’t know the song writer diectly and they aren ’t specificly telling you to take drugs it ’s is
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support the use of peer-assessment in higher education (e.g. Falchikov 1995; Magin & Helmore 2001; and see Hughes 2001 for an overview of potential benefits). For example‚ one study showed many Australian graduates to consider evaluating other people’s work to be an important graduate skill‚ but dido not believe their university helped them to acquire such skills (Boud & Falchikov 1989). Classes where students mark a colleague’s assignment may initiate skills of self-evaluation and reflection
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have met some bad peers. They never study‚ just liked to play. They always skipped the classes‚ and spent most of the time on playing online games in Internet café. In order to enter their group‚ I chose to follow them. As a result‚ my academic performance dropped sharply‚ and almost failed to promote to next grade. From this story‚ we can see that teenagers always get influence by their peers. Peers’ opinions and choices affect them. They cannot free themselves from their peers and they can’t do
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NABARD Status of Micro Finance in India National Bank for Agriculture & Rural Development Meghalaya Regional Office “WE MAKE BANKING POSSIBLE WITH THE LAST ‚ THE LOST AND THE LEAST” NABARD Micro Finance Approaches SHG –Bank Linkage - Dominant Model Financing through MFIs - Emerging Model “WE MAKE BANKING POSSIBLE WITH THE LAST ‚ THE LOST AND THE LEAST” NABARD SHG-Bank Linkage Programme “WE MAKE BANKING POSSIBLE WITH THE LAST ‚ THE LOST AND THE LEAST” NABARD The
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Assessment feedback to students This guidance paper offers: 1. The principles of providing feedback to students 2. A listing of practical feedback methods for both coursework and exams 3. Suggestions for cutting back on marking and feedback work load 4. The main points of Bath’s Quality Assurance expectations regarding assessment feedback to students 5. References for further information 1. The principles of providing assessment feedback to students The role of feedback in the learning process
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Evaluation is more subjective‚ since it involves human judgment. We make evaluations of people and their performance not only in school‚ but also on the job and at home. As teachers‚ we strive to reduce the chance for misjudgment in the evaluation of students Reasons for evaluation According to Robert Slavin there are five reasons for evaluation and these are: 1.) Motivation of students – rewards for good work can stimulate further good work. 2.) Feedback to students- evaluation can reveal strengths
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up to me to accept these comments‚ make changes‚ and continue to excel. The second thing that this Peer review has allowed me to realize is that everyone has a unique and helpful perspective from which they critique work‚ this allows me to make my work appeal everyone from all angles‚ and it also broadens my imagination hearing all these different‚ yet equally interesting points. Though the peer review works just fine the way it is currently setup‚ I feel that making slight changes will allow
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where feedbacks from peers acting as agents could influence their co-workers performance and behavior in an informally controlled management. Thus‚ trying to understand the effectiveness of monitoring‚ work-unit performance and an individual’s satisfaction in performing well for a reward system in an organization. Highlighting the two research question “What is peer monitoring “and “Is peer monitoring associated with higher work-unit performance?” The authors examined two types of peer monitoring
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