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COT PPP Q4 SCIENCE 6-EARTH'S ROTATION-.pptxglaizabolivar22
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The document provides a lesson plan on the rotation of the Earth, with objectives to define rotation, explain what causes day and night, and illustrate a model showing day and night. It includes classroom rules, a review of the previous lesson, vocabulary activities, video presentations, group activities to reinforce concepts, and a formative assessment.Hrm unit 1
Hrm unit 1Radhika Gohel
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Guardian Angels Logistics Ltd, a transportation company in Bengaluru, uses a bi-annual performance appraisal system for its core management team, which has led to controversy when Kishore, a less consistent employee, received the top rating over Devyani, who has an impeccable record. Devyani resigned, accusing the company of bias, prompting a need for reevaluation of the appraisal system to fairly acknowledge multiple deserving employees. Suggestions include rejecting her resignation, ensuring better communication, and modifying the incentive system to accommodate more than one top performer.ORGANIZATIONAL CHANGE
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This document discusses the concept of perception and its impact on organizational behavior, particularly through the case of Salmah, an employee who feels unjustly overlooked for promotion. It highlights the importance of checking perceptions, being aware of biases, improving self-awareness, and fostering communication to enhance the accuracy of one's perceptions in the workplace. The paper concludes by suggesting ways for Salmah to correct her negative perceptions and improve her attitude and contribution to the organization.Notes on Perception in organisation Behavior (Notes for BBA/B.com Students)
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Perception is the process through which individuals interpret sensory information to form views of reality, influencing judgments of people and situations. The perception process involves stages such as receiving, selecting, organizing, and interpreting information, which can be impacted by both internal and external factors. Factors influencing perception include personal characteristics of the perceiver, characteristics of the perceived, and situational contexts.Comprehensive OD interventions - Organizational Change and Development - Man...
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Cool Products is expanding its packaged condiments business to Rajasthan and is establishing a new production unit in Kota. They are considering two candidates for General Manager: Mr. Varun Tyagi, a production manager with 10 years of experience in the food industry, and Mr. Avinash Kale, an MBA holder with excellent academics and a task-oriented leadership style. As a consultant, the document analyzes the strengths and leadership styles of both candidates to determine that Mr. Varun Tyagi, with his relevant experience, supportive behavior traits, and consultative leadership style, would be the best choice for GM.Hrd strategies
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Human Resource Development (HRD) involves developing the skills, knowledge and abilities of employees through planned training and organizational development activities. HRD strategies integrate training, development and career development efforts to achieve individual and organizational goals. Major HRD strategies include communications, accountability, quality improvement, cost reduction, entrepreneurship, culture building, and systematic training. The goals of HRD are to enable employee capability, develop relationships between employees and supervisors, and integrate people development with organizational development.Nature of Organisational behaviour
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Organizational behavior is concerned with understanding, predicting, and controlling human behavior in organizations. It is an interdisciplinary field that draws from psychology, sociology, anthropology and aims to be both a science and an art. The goals of organizational behavior are to understand, explain, and predict human behavior in organizational contexts in order to fulfill employees' needs and optimize human potential.Attitude - Organizational Behaviour
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This document discusses attitudes and their importance in organizations. It defines attitudes as mental states that influence responses to people, objects, and situations. Attitudes have three components - affective, cognitive, and behavioral. They serve four functions: adjustment, knowledge, ego-defense, and value expression. In organizations, important job-related attitudes include job involvement, organizational commitment, and job satisfaction. Changing attitudes can be difficult due to barriers like prior commitment and lack of information, but providing new information, using fear appeals, and influencing peers can help overcome these barriers. Measuring the relationship between attitudes and behaviors requires considering moderating variables. The document also discusses self-fulfilling prophecies, cognitive dissonance theory, and emotional intelligencePersonality - Organisational Behavior
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The document describes a case study involving an employee named Ravi Shankar who discovers that a new hire with an IIT degree is being paid slightly more than him despite having less experience. When Shankar confronts his manager Keith Weston about the pay disparity, Weston explains that the company needed to pay a premium to attract talent from IITs. Weston says Shankar's salary will be reviewed in 6 months but Shankar is unsatisfied with this response and updates his resume, believing 6 months is too long to wait.Human Resource Development in INDIA
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The document provides an overview of international compensation, detailing its definition, objectives, components, and two primary approaches: the going rate and balance sheet approaches. It emphasizes the significance of compensation in attracting and retaining talent within multinational corporations, highlighting both monetary and non-monetary benefits. Key components include base salary, allowances for hardship, cost of living adjustments, and support for expatriate families.Attitude- Organisational Behaviour
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This document discusses organizational behavior and attitudes and values. It defines attitudes as evaluative statements indicating one's feelings towards people, objects, events, or situations. Attitudes can be positive or negative. The components of attitudes are affective (feelings), cognitive (beliefs), and behavioral (intentions). Attitudes are formed through experiences, learning, family/peers, and mass communication. Job satisfaction and dissatisfaction are work-related attitudes that can impact employee performance and turnover. Methods for changing attitudes include providing information, resolving discrepancies, and social influence. Values are ideals that guide behavior and are more stable than attitudes. The document contrasts values and facts.Elton mayo hawthorne experiment
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The Hawthorne experiments conducted in the 1920s and 1930s studied the effects of various workplace conditions on productivity. Led by Elton Mayo, the studies found that social and psychological factors strongly influenced worker behavior and output. Specifically, participation in decision-making, attention from managers, good social relationships among coworkers, and feeling valued on the job all increased productivity, regardless of physical working conditions. The experiments concluded that non-financial motivations are important for worker satisfaction and performance.Approaches to Training Needs Assessment
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This document discusses different approaches to training needs assessment:
1. Training needs surveys gather opinions through questionnaires and interviews to identify required training.
2. Competence analysis identifies the knowledge and skills required for jobs and assesses gaps to determine training needs.
3. Performance appraisals analyze employee knowledge and skills against job requirements to find training needs.
4. Task analysis examines each job step and activity to identify training that could improve performance.
5. Feedback is collected from reports, supervisors, and colleagues to highlight where training could be valuable.
6. Management decision relies on management to determine who needs training and what topics based on plans and deficiencies observed.HRD-Concept & Goals, Challenges, Climate, Practices in India, Learning and HRD
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The document discusses key concepts in human resource development including definitions of HRD, the need for HRD in organizations, functions and goals of HRD, challenges in HRD, and learning principles and strategies that can maximize training outcomes. It provides an overview of concepts such as the difference between HRD and HRM, objectives and practices of HRD in Indian industries, and theories related to learning styles, transfer of training, and Gagn辿's domains of learning.Customer satisfaction for hero honda with test
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This document summarizes a study on customer satisfaction with Honda two-wheelers in Tirupati, India. Some key findings include:
- 60% of respondents were completely satisfied with the mileage and performance of Honda bikes.
- 73% were satisfied with the pick-up of Honda bikes.
- 56% said quality of service was the main reason for choosing Honda.
- 53% preferred Honda for its convenience.
The study examined factors influencing customer purchase decisions and their satisfaction levels with attributes like mileage, price, design, and service. It found most customers were satisfied with Honda's performance and quality of service.Marketing mix ppt
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The document discusses the marketing mix, which refers to the combination of elements used to achieve marketing objectives and satisfy customers. It describes the traditional 4 P's of marketing mix as product, price, place, and promotion. For services, three additional elements are often included: people, physical evidence, and process. Each of the seven P's is then defined in more detail, including product as anything that satisfies a want or need, price as the value attached to the service, place as where the service can be obtained, promotion as communication tools, process as how transactions are undertaken, people as both employees and customers, and physical evidence as the tangible environment where services are delivered.More Related Content
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Organizational Behavior Case Study
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油
This document discusses the concept of perception and its impact on organizational behavior, particularly through the case of Salmah, an employee who feels unjustly overlooked for promotion. It highlights the importance of checking perceptions, being aware of biases, improving self-awareness, and fostering communication to enhance the accuracy of one's perceptions in the workplace. The paper concludes by suggesting ways for Salmah to correct her negative perceptions and improve her attitude and contribution to the organization.Notes on Perception in organisation Behavior (Notes for BBA/B.com Students)
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Perception is the process through which individuals interpret sensory information to form views of reality, influencing judgments of people and situations. The perception process involves stages such as receiving, selecting, organizing, and interpreting information, which can be impacted by both internal and external factors. Factors influencing perception include personal characteristics of the perceiver, characteristics of the perceived, and situational contexts.Comprehensive OD interventions - Organizational Change and Development - Man...
Comprehensive OD interventions - Organizational Change and Development - Man...manumelwin
油
The document discusses various comprehensive organizational development (OD) interventions aimed at fostering cultural change within organizations. It outlines techniques such as Beckhard's confrontation meeting, strategic management activities, and survey feedback, detailing their steps and purposes. Additionally, it emphasizes the importance of collective management participation and the integration of multiple interventions to achieve large-scale changes and high-performance systems.MBA 1s sem Organisational Behaviour Notes
MBA 1s sem Organisational Behaviour NotesSuman Poudel
油
The document discusses organizational behavior and leadership skills. It aims to equip students with knowledge and skills to understand how individual, group, and organizational factors influence workplace behavior. The course covers topics like individual behavior foundations, group behavior foundations, leadership and organizational change. It discusses how organizational behavior draws from disciplines like psychology, sociology, and economics to study human behavior in organizational settings. The importance of applying such knowledge to improve organizational performance and effectiveness is also highlighted.Learning ( organisational behaviour)
Learning ( organisational behaviour) JYOTI CHADHA
油
Learning involves a relatively permanent change in behavior or knowledge as a result of experience. There are several theories that explain how learning occurs, including classical conditioning, operant conditioning, cognitive learning, and social learning. For learning to be effective, trainees must be motivated, the information must be meaningful, learning must be reinforced through feedback, and material should be well-organized. Managers can shape employee behavior using reinforcement strategies like positive reinforcement to increase desirable behaviors and punishment or extinction to reduce undesirable behaviors.Organization Culture (OCTAPACE)
Organization Culture (OCTAPACE)Mayank Singhal
油
This document discusses organizational culture and the OCTAPACE model. It defines organizational culture as shared assumptions, values and beliefs that influence employee behavior. The document then summarizes Nokia's culture, which focuses on values, performance-based rewards, growth opportunities, and work-life balance. It also outlines seven elements of culture. Finally, the OCTAPACE model for assessing culture is introduced, with openness, trust, confrontation, proactivity, autonomy, collaboration and experimentation described as key dimensions.Indian Ethos
Indian EthosPreeti Bhaskar
油
The document discusses Indian ethos, emphasizing its principles derived from ancient scriptures that guide management practices in India. It highlights the holistic approach to management based on spiritual unity, selfless work, and the importance of subjective values over mere material gains. Additionally, the document contrasts Indian management philosophies with Western approaches, advocating for ethical business practices rooted in compassion and collective well-being.Case study on organizational behaviour
Case study on organizational behaviourTanu Priya
油
Cool Products is expanding its packaged condiments business to Rajasthan and is establishing a new production unit in Kota. They are considering two candidates for General Manager: Mr. Varun Tyagi, a production manager with 10 years of experience in the food industry, and Mr. Avinash Kale, an MBA holder with excellent academics and a task-oriented leadership style. As a consultant, the document analyzes the strengths and leadership styles of both candidates to determine that Mr. Varun Tyagi, with his relevant experience, supportive behavior traits, and consultative leadership style, would be the best choice for GM.Hrd strategies
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油
Human Resource Development (HRD) involves developing the skills, knowledge and abilities of employees through planned training and organizational development activities. HRD strategies integrate training, development and career development efforts to achieve individual and organizational goals. Major HRD strategies include communications, accountability, quality improvement, cost reduction, entrepreneurship, culture building, and systematic training. The goals of HRD are to enable employee capability, develop relationships between employees and supervisors, and integrate people development with organizational development.Nature of Organisational behaviour
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油
Organizational behavior is concerned with understanding, predicting, and controlling human behavior in organizations. It is an interdisciplinary field that draws from psychology, sociology, anthropology and aims to be both a science and an art. The goals of organizational behavior are to understand, explain, and predict human behavior in organizational contexts in order to fulfill employees' needs and optimize human potential.Attitude - Organizational Behaviour
Attitude - Organizational Behaviour Dr. Rajasshrie Pillai
油
This document discusses attitudes and their importance in organizations. It defines attitudes as mental states that influence responses to people, objects, and situations. Attitudes have three components - affective, cognitive, and behavioral. They serve four functions: adjustment, knowledge, ego-defense, and value expression. In organizations, important job-related attitudes include job involvement, organizational commitment, and job satisfaction. Changing attitudes can be difficult due to barriers like prior commitment and lack of information, but providing new information, using fear appeals, and influencing peers can help overcome these barriers. Measuring the relationship between attitudes and behaviors requires considering moderating variables. The document also discusses self-fulfilling prophecies, cognitive dissonance theory, and emotional intelligencePersonality - Organisational Behavior
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油
Personality is the sum total of how an individual reacts and interacts with others. It is influenced by heredity, environment, and situation. There are several theories that describe personality types and traits, including the Myers-Briggs Type Indicator, Big Five model, and locus of control. The Myers-Briggs Type Indicator classifies people into 16 types based on four characteristics, while the Big Five model describes personality along five dimensions such as extroversion and agreeableness. Freud's psychoanalytic theory proposes that personality has three parts - the id, ego, and superego - which develop at different stages from birth to adulthood.Ob casestudy
Ob casestudysrpj30
油
The document describes a case study involving an employee named Ravi Shankar who discovers that a new hire with an IIT degree is being paid slightly more than him despite having less experience. When Shankar confronts his manager Keith Weston about the pay disparity, Weston explains that the company needed to pay a premium to attract talent from IITs. Weston says Shankar's salary will be reviewed in 6 months but Shankar is unsatisfied with this response and updates his resume, believing 6 months is too long to wait.Human Resource Development in INDIA
Human Resource Development in INDIAAnubha Rastogi
油
The document outlines the evolution and significance of Human Resource Development (HRD) in India, tracing its origins from ancient practices to modern functions within Human Resource Management (HRM). It highlights key milestones, phases of growth, objectives of HRD, and the roles of HR managers in fostering organizational capabilities and employee development. Additionally, it discusses challenges faced in the HR field, including globalization and the need for continuous adaptation amid changing work environments.International compensation ppt
International compensation ppt poorni s
油
The document provides an overview of international compensation, detailing its definition, objectives, components, and two primary approaches: the going rate and balance sheet approaches. It emphasizes the significance of compensation in attracting and retaining talent within multinational corporations, highlighting both monetary and non-monetary benefits. Key components include base salary, allowances for hardship, cost of living adjustments, and support for expatriate families.Attitude- Organisational Behaviour
Attitude- Organisational Behaviourshrinivas kulkarni
油
This document discusses organizational behavior and attitudes and values. It defines attitudes as evaluative statements indicating one's feelings towards people, objects, events, or situations. Attitudes can be positive or negative. The components of attitudes are affective (feelings), cognitive (beliefs), and behavioral (intentions). Attitudes are formed through experiences, learning, family/peers, and mass communication. Job satisfaction and dissatisfaction are work-related attitudes that can impact employee performance and turnover. Methods for changing attitudes include providing information, resolving discrepancies, and social influence. Values are ideals that guide behavior and are more stable than attitudes. The document contrasts values and facts.Elton mayo hawthorne experiment
Elton mayo hawthorne experimentAbhishek Bhoj
油
The Hawthorne experiments conducted in the 1920s and 1930s studied the effects of various workplace conditions on productivity. Led by Elton Mayo, the studies found that social and psychological factors strongly influenced worker behavior and output. Specifically, participation in decision-making, attention from managers, good social relationships among coworkers, and feeling valued on the job all increased productivity, regardless of physical working conditions. The experiments concluded that non-financial motivations are important for worker satisfaction and performance.Approaches to Training Needs Assessment
Approaches to Training Needs Assessment Shafeek S
油
This document discusses different approaches to training needs assessment:
1. Training needs surveys gather opinions through questionnaires and interviews to identify required training.
2. Competence analysis identifies the knowledge and skills required for jobs and assesses gaps to determine training needs.
3. Performance appraisals analyze employee knowledge and skills against job requirements to find training needs.
4. Task analysis examines each job step and activity to identify training that could improve performance.
5. Feedback is collected from reports, supervisors, and colleagues to highlight where training could be valuable.
6. Management decision relies on management to determine who needs training and what topics based on plans and deficiencies observed.HRD-Concept & Goals, Challenges, Climate, Practices in India, Learning and HRD
HRD-Concept & Goals, Challenges, Climate, Practices in India, Learning and HRDAshish Hande
油
The document discusses key concepts in human resource development including definitions of HRD, the need for HRD in organizations, functions and goals of HRD, challenges in HRD, and learning principles and strategies that can maximize training outcomes. It provides an overview of concepts such as the difference between HRD and HRM, objectives and practices of HRD in Indian industries, and theories related to learning styles, transfer of training, and Gagn辿's domains of learning.More from Richa Singhvi (13)
Customer satisfaction for hero honda with test
Customer satisfaction for hero honda with testRicha Singhvi
油
This document summarizes a study on customer satisfaction with Honda two-wheelers in Tirupati, India. Some key findings include:
- 60% of respondents were completely satisfied with the mileage and performance of Honda bikes.
- 73% were satisfied with the pick-up of Honda bikes.
- 56% said quality of service was the main reason for choosing Honda.
- 53% preferred Honda for its convenience.
The study examined factors influencing customer purchase decisions and their satisfaction levels with attributes like mileage, price, design, and service. It found most customers were satisfied with Honda's performance and quality of service.Marketing mix ppt
Marketing mix pptRicha Singhvi
油
The document discusses the marketing mix, which refers to the combination of elements used to achieve marketing objectives and satisfy customers. It describes the traditional 4 P's of marketing mix as product, price, place, and promotion. For services, three additional elements are often included: people, physical evidence, and process. Each of the seven P's is then defined in more detail, including product as anything that satisfies a want or need, price as the value attached to the service, place as where the service can be obtained, promotion as communication tools, process as how transactions are undertaken, people as both employees and customers, and physical evidence as the tangible environment where services are delivered.Curriculum vitae
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This document outlines the typical sections included in a curriculum vitae (CV), including personal data, contact information, a statement of professional objectives, academic and professional experience, extracurricular activities, references, and a declaration. The personal data section includes name and family details. Contact information lists contact methods. Professional objectives state career goals. Academics and experience outline educational and work achievements. Extracurriculars list additional skills. References provide referrals. A declaration confirms the truth of the information provided.Sales force evaluation
Sales force evaluationRicha Singhvi
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This document outlines factors that affect sales force performance including company records, customer and manager feedback, and salesperson reports. It identifies criteria for evaluation such as territory management, personality traits, sales skills, sales volume, and profits. Methods for establishing performance standards are described as qualitative, quantitative, time-based, and cost-based. Finally, various methods for sales force evaluation are provided such as essays, rating scales, forced choice, ranking, and work standards.Evaluation of channel performance
Evaluation of channel performanceRicha Singhvi
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This document discusses sales force evaluation. It provides information on the objectives, types (quantitative and qualitative), process, sources of data, standards, and methods of sales force evaluation. The evaluation process involves determining performance factors, selecting criteria, setting standards, comparing performance, and providing feedback. Both quantitative metrics like sales volume and qualitative assessments of skills are evaluated. The goal is to improve performance through recognition, feedback and developing sales plans.Hr competencies.ppt
Hr competencies.pptRicha Singhvi
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The document discusses competencies that HR professionals should demonstrate. It notes that the business environment, organization size, and changing HR role impact competency needs. An HR competency study identified credentials like being a credible activist, culture steward, talent manager, strategy architect, and business ally. Effective HR requires both technical skills like compensation and behavioral skills like communication, consultation, and relationship management. To be successful, HR professionals need a blend of HR expertise and leadership abilities.7 current-and-emerging-ethical-issues
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This document summarizes a research paper on current and emerging ethical issues in marketing. It discusses how ethics and social responsibility are becoming more important for businesses, especially in marketing. However, some companies do not follow ethical practices. For example, tobacco companies continue marketing despite health risks. The document analyzes several real-world examples of unethical advertising and marketing, such as misleading health claims. It recommends establishing new rules and regulations for industries to protect consumers and society. Overall, the document examines current ethical issues in marketing and proposes new directions, such as educating marketers and establishing codes of ethics, to build social responsibility and ethics into strategic marketing plans.Steps4 analyzingcasestudies
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This document provides an overview and instructions for analyzing case studies. It outlines the typical steps in case study analysis: 1) gaining an overview, 2) establishing what has happened/the business problem, 3) determining causes, 4) developing solutions, 5) evaluating solutions, and 6) formulating recommendations. It also describes common errors to avoid, such as not accepting facts or integrating points into a solution. The overall goal is for students to diagnose problems, consider multiple solutions, and justify the best one.Steps4 analyzingcasestudies
Steps4 analyzingcasestudiesRicha Singhvi
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This document provides an overview and instructions for analyzing case studies. It outlines the typical steps in case study analysis: 1) gaining an overview, 2) establishing what has happened/the business problem, 3) determining causes, 4) developing possible solutions, 5) evaluating solutions, and 6) formulating recommendations. Common errors made include not understanding facts, not clearly explaining problems, making assumptions, providing generalities rather than solutions, and ignoring practicalities. The purpose of case studies is to give students experience applying theories to real-world complex problems.1331275663.5053 organizational structure
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This document discusses organizational structure and design. It defines organizational structure as the formal system of task and reporting relationships within a company. Several factors can influence organizational structure, including the environment, strategy, technology, and human resources. The document also examines different ways to group jobs and design the overall structure, such as using functional, divisional, matrix, and hybrid structures. The goal is to establish an organizational design that best fits a company's unique situation and goals.Survival strategy for unorganised retailers
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This document discusses the growth of modern organized retailing in India and the perceptions of traditional retailers about modern retailing. It provides background on the evolution of retailing in India from small neighborhood shops to larger modern retailers. A study was conducted through questionnaires with over 100 traditional retailers in Jaunpur city to understand their perceptions. The results found that over half of traditional retailers feel modern retailing will lead to healthy competition but also cut their profit margins and reduce sales volumes. Overall the document examines the changes happening in Indian retailing and the challenges for traditional retailers.Application formphd
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The document contains an application form for the Ph.D. entrance examination or exemption from the University of Kota in Kota, India. Applicants must submit the completed application form along with a crossed demand draft for Rs. 1,000 by March 24, 2012. The form requests information such as the applicant's name, father's name, address, category, eligibility for exemption, educational qualifications, and application fee details. It also contains an admit card for the entrance examination scheduled from April 16-18, 2012.Ad