"Own current skills and competencies against professional standards and organisational objectives" Essays and Research Papers

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    Organisational Conflict

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    ORGANISATIONAL CONFLICT CONFLICT :- The term conflict may mean different things to different people. It can be defined as an expression of disagreement or hostility ‚aggression‚ rivalry‚ competition and misunderstanding between individuals or groups in the organization. A simple definition of conflict is that it is any tension which is experienced when one person perceives that one’s needs or desires are likely to be thwarted or frustrated. Conflict is a clash of interests‚ values‚ actions‚ views

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    Organisational Innovation

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    September 2009 not at the margins of the profits and the outputs of existing firms‚ but at their foundations and their very lives.” Discontinuous innovation challenges firms to develop products or services that require transformations in core business skills‚ practices‚ and organizational structures. Such transformations are challenging for firms to navigate but offer the greatest opportunity for creating benefits for consumers‚ whether through reducing costs or improving quality of existing goods and

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    Objective Most of the companies have a structured performance appraisal process to evaluate the employees on their performance which involves meeting performance objectives. But in many cases‚ there is a huge “gap” between the performance expectations and the actual performance. Here in the first part of the project‚ am trying to study Competency Based Performance Management as a tool for “Performance Management” which could drastically minimize the gap between expectations and actual performance

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    Ethical Egoism (Prescriptive Theory) * -Normative Theory * -EE Defined * -Difference from psychological egoism -Why many philosophers reject EE * Argument from paradigm cases- standard argument against EE. Ex: (1) If a moral theory requires you to do “x” where ”x” is a paradigm case of wrongness just because it benefits you‚ then that moral theory is false.(2) EE requires you to do “x” where ‘x’ is morally wrong‚ just because it benefits you.(3) EE is false. (I.e.: murder‚

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    living standards‚ unemployment; inflation – rising prices – and changes in the value of money. Examples of Differences between Micro and Macro: Micro The study of smaller scope Individual decision making units Household income Production of particular product Individual prices Attention to specific units Macro The stud of bigger scope Aggregate decision National income National output/product Overall general price level Units as an Aggregate Introduction to Macroeconomics 1.2 OBJECTIVES OF CONVENTIONAL

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    Organisational Structure

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    It determines the manner and extent to which roles‚ power‚ and responsibilities are delegated‚ controlled‚ and coordinated‚ and how information flows between levels of management. An organizational structure depends entirely on the organization’s objectives and the strategy chosen to achieve them. An organizational structure is essential as it gives focus and direction to an organization‚ reduces cost and redundancies by eliminating extra and unproductive processes In illustrating the organization’s

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    Sainsburys objectives!

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    Sainsbury Plc AIMS AND OBJECTIVES The company aim is to provide a world class service to customers by incorporating quality principles with our everyday routine. OBJECTIVES The company’s objective is to discharge the responsibility as leaders in its trade by acting with complete integrity‚ by carrying out its work to the public good and to the quality of life in the community‚ to provide unrivalled value to its customers in the quality of the goods it sells‚ in the competitiveness of its prices

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    Organisational Behaviour

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    Tarkunde (former Judge of the Bombay High Court) for taking up causes of public interest and conducting public interest litigation in an organised manner‚ Lok Satta‚ a registered Society dedicated to 2 political governance‚ reforms and fight against corruption‚ Telecom Watchdog and Common Cause‚ both Non-Governmental Organisations registered as Societies for taking up issues of public importance and national interest‚ Sarva Shri J.M. Lingdoh‚ T.S. Krishnamurthi and N. Gopalasamy‚ all former Chief

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    Objectives of Comesa

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    Objectives of COMESA COMESA was established in 1994 to replace the Preferential Trade Area for Eastern and Southern Africa (PTA)‚ which had been in existence since 1981. The PTA was established within the framework of the OAU’s Lagos Plan of Action (LPA) and the Final Act of Lagos (FAL). Both the LPA and the FAL envisaged an evolutionary process in the economic integration of the continent in which regional economic communities would constitute building blocks upon which the creation of an African

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    Organisational behaviour Definition * The study of human behaviour‚ attitudes and performance within organisational setting to improve performance and differences. * Frameworks of theories‚ methods and principles from disciplines such as psychology‚ sociology‚ political * The organisational Iceberg The study of organisational behaviour embraces‚ therefore an understanding of * The nature and purpose of the organisation * The human element and behaviour of people * Business

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