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Organizational Management: Productive Failure
1. Sometimes things go wrong and it's not always a bad thing. Discuss a time in your organization's history when a change process failed. Describe what happened and what was learned in the process in at least 200 words.
2. What skills are appropriate for a leader of change in a modern organization?
How do you cultivate them?
On reflection, what skills do you possess and how do you compare with your list of skills?
What can you do to improve your skills?
Describe The study of international business is fine if you are going to work in a large multinational enterprise
Which entrepreneurial or small business owner characteristics does Bill have that may be important to his success? Which characteristics could lead to his failure?What steps should Bill take to avoid the pitfalls common to a small business?
Explain some of the most important inter-organizational linkages/relationships in your organization and their environments - Inter-organizational relationships
It is the responsibility of the management to apply accounting standards if communicating with investors and creditors through financial statements. How may an auditor's ethics be challenged while performing the audit?
Explain PLANNING IS EVERYTHING and How can IMC principles move us up the pyramid
Customer arrival rate as well as service time follows the Poisson and exponential distributions respectively. What is the Kendall notation for this system
Explain a recent experience or observed act of prejudice. How would you have handled the situation differently?
Expalin three risks a small business might face and describe two ways to manage risk at a small business.
What is the difference between leader pricing and bait pricing? What do they have in common?
How do you believe one's basic philosophy of human nature affects one's approach to leadership?
Explain fully the wassup meetings as an exploratory methodology to help define the research question
Describe a step-by-step process of conducting the dismissal meeting. Determine the compensation that the fictitious company may provide to the separated employee.
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