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Question 1:
(i) Why and how may self-managed teams and groups be effective? What makes them attractive and unattractive to management and to the individual employee?
(ii) How do cultures differ in their values regarding the use of authority and power amongst the US and Japanese organizations? What could be the implications of these differences?
Question 2:
Critically evaluate the view that with tremendous pressures on cost-cutting, outsourcing, delayering and downsizing, learning organisations are no longer crucial for organisational survival.
Question 3:
(i) " With rapid technological changes in every industry, Training Needs Analyses (TNAs) as an effective tool for people development are no longer justifiable". Critically evaluate the validity of this statement.
(ii) On-the-job training for production workers, although widely used, has a number of deficiencies. What alternative procedures may be used to overcome them?
I think most looked at this poll as if we were " in the shoes of the employees" who had to purchase the handheld device or cell phones and responded with the "unfairness" factor an
Q. Mode of writing of job description? Mode of writing: the job analyst has to write the job description after proper consultations with the worker and the supervisor. The prel
What is employee selection?
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Q. Show the Methods of job enrichment? Methods of job enrichment: there are a variety of methods for improving job enrichment. Skill variety: perform different tasks that re
How information and knowledge are shared within organisation Another perspective that accelerated the enthusiasm for KM and the development of knowledge products is the 'richne
Question 1: Organizations today face a dynamic and changing environment to which they have to adapt in order to be successful. (a) What are the forces which act as stimulan
Personal Interview: Personal or face to face interviewing is a core function of marketing research much of the quality of the entire research process rests on its effectiveness.
1. Discuss why Donnelley had to coordinate HR activities with the changes in jobs and work.
Eight Attributes of Management Excellence 1. A Bias for Action. 2. Stick to the Knitting. 3. Autonomy and Entrepreneurship. 4. Simple Form, Lean Staff. 5.
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