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Microsoft Word - Tutorial questions 2016 S2.docx
In the 1950s, facing massive unemployment in the cities (much of it disguised in the informal sector), the Kenyan government embarked on a "Keynesian" policy of creating new urban jobs through public investment. By many accounts, the size of the informal sector in Kenya went up instead of dropping in the months that followed. Give an economic explanation of this phenomenon, using the Harris-Todaro model.
Examine the future growth and nature of wholesaling if chains, scrambled merchandising and the internet continue to become more important. Explain how will the wholesalers have to adjust their mixes?
Why organizations need to be agile to succeed - The Marketplace simulation by viewing the Marketplace orientation
Describe what you think the future of human resource management will look like. Please include all sources use. 1-2 pages is ok for this assignment.
You were recently hired as management director of the new I Can Business Incorporated (ICBI). You have been asked to establish policies and systems for the business. The first one you choose to work on is a financial reporting system.
What is strategic positioning, and what are the three principles that underlie it? What's the five-step recipe for the strategic-management process
lucy winters managed a branch bank office. the office was located in a good location and had many customers. however
What legal protection is available to John if he decides to inform the SSA about the software use? Explain.
To what extent are LeasePlan's efforts consistent with recommendations derived from Alice Eagly and Linda Carli? Discuss.
Explain what strategies can managers implement in an effort to manage effectively their older employees? Lastly, can employing older workers provide a competitive advantage?
Identify management's role in linking operations and supply chain processes with quality improvement. Identify how improving quality can lead to reduced costs.
What is involved in setting the stage for compensation? In your discussion, include the concepts of bases for pay, active strategic analysis, and contextual factors.
Why would training be a critical component to executing a new performance appraisal system? What value would training bring to the process? Who should be given training within Matrix, and why?
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