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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?
Question 1: (a) Describe the different levels of operations of International Business. (b) Explain the importance of considering various Management approaches/orientations w
how cultural environment affect human resource management
detail out issues a reward strategy should deal with
Diary methods: In this type of research, the subjects of the case study are asked to keep a diary or record to which the researcher has access, either periodically or at the e
name and explain important aspects tht should adhered before final selection decision
Recording of Figures : Accuracy can also be affected by the way you record figures. This should be done as precisely as possible. Figures recorded should show all the certain digi
Compensation linked to shareholder value: Top management compensation in the U.S. firms is becoming increasingly as a new chief executive assumed office at Eastman Kodak in 1993,
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. Organizational objectives and planning HR plans need to be based on organizational objectives. In practise, this implies that the objectives of the HR plan must be derived f
Human Resource Development (HRD) is another important tool used by SHRM to develop individuals who are capable of filling key positions in the future. Also, HRD is contributing in
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