Grameen Bank: Taking Capitalism to the Poor Evaristus Mainsah* MBA ’04 Schuyler R. Heuer MBA ’04 Aprajita Kalra MBA/MIA ’04 Columbia Business School Columbia University School of International and Public Affairs Qiulin Zhang MPA ’04 Columbia University School of International and Public Affairs This paper was written as part of the course Emerging Financial Markets taught by David O. Beim‚ professor of professional practice‚ at Columbia Business School in fall 2003. The authors are
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human rights‚ governance and security. Consulting for the PCEA Peace Initiative’s on Training of Peace Educators and Inter- Communal Dialogue program‚ Kenya Institute of Civic and Parliamentary Studies and several individuals. Research Projects Completed: * The Role of Good Governance in Conflict
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industry to industry and especially when considering private versus public sectors. Benefits are essential to gaining and retaining employees and to properly weigh benefits against one another it helps to find the cost relative to what is made by the employee hourly. Baby Boomers‚ who were born anywhere from 1946-1964‚ have a different preference in what they would like to see in a compensation and benefits package. They prefer to save and think ahead as compared to the other generations because
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THAT INFLUENCE EMPLOYEE ENGAGEMENT. B.Brinda‚ II MBA‚ KCT Business School‚ coimbatore brindabaluu@gmail.com Contact No: 9751168450. E.Vishalatchi Preethi‚ II MBA‚ KCT Business School‚ coimbatore slithy.p@gmail.com Contact No: 8012590902. ABSTRACT Employee engagement has emerged as a popular organizational concept in recent years. It is the level of commitment and involvement of an employee towards the organization and its values. Employee engagement
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Implementing Organizational Change Mary Smith University of LaVerne MGT 332: Organizational Behavior John Doe‚ Instructor January 6‚ 2005 Implementing Organizational Change A theory that has been used as a model for implementing change in organizational settings is Kurt Lewin’s theory of planned change (as cited in Hall‚ 1997). The three phases identified in Lewin’s change process include “unfreezing‚ moving or changing‚ and refreezing” (Hall‚ p. 240). The model is
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Absenteeism in the workplace is probably one of the most difficult areas of employee discipline to control. This is usually because the problem is seldom properly monitored - supervisors ignore it on the basis that the employee won’t get paid for the day anyway‚ so it is his own fault. Problems of lost production‚ other workers getting upset because they have to pick up the workload of the absent employee‚ and so on are not even thought of by the supervisor. The pay office or wages department
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CHAPTER I INTRODUCTION 1. Training and Development Employee training is distinct from management development. Training is a short-term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. It refers to instructions in technical and mechanical operations like operation of a machine. It is designed primarily of non-managers. It is for a short duration and for a specific job-related purpose. On the other
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CHAPTER 6 Making Investment Decisions with the Net Present Value Rule Answers to Problem Sets 1. a‚ b‚ d‚ g‚ h; c is a sunk cost. e is an overhead cost. f is not an incremental cash flow because depreciation is not a cash flow. i is a sunk cost. Est. Time: 01 - 05 2. Real cash flow = 100‚000/1.04 = $96‚154. The real discount rate is calculated as 1 + nominal rate / 1+ inflation rate − 1. Therefore‚ 1.08/1.04 − 1 = .03846. PV = [pic] Est
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References: Scottish Union of Supported Employment. (2013). Sample Diversity Report. Retrieved February 2‚ 2014 from Scottish Union of Supported Employment: http://www.suse scotland.co.uk/media/19449/7%20sample%20diversity%20audit.pdf YTL Corporation Berhad YTL Corporation Berhad. (2013). Annual Report 2013. Retrieved
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Education and Women’s Empowerment in Bangladesh Nashid Kamal *and K.M Zunaid** *Professor and Head‚ Department of Population-Environment Independent University‚ Bangladesh **Graduate student‚ Sydney 1 Abstract: In Bangladesh the latest BDHS‚ 2004 finds that only twenty percent women work for cash. Among them only 48 percent are able to spend their money on their own‚ the rest are dependant upon spouses or other family members to take joint decisions on spending. Defining this variable as
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