...and Microsoft are two of the world’s leading providers for technological services and products. Both companies offer superior services such as search engines, e-mail, and other services designed to connect users with the rest of the world. Although these organizations may have similar products and services, there are limitless factors that set them apart from one another. The business models and financial management strategies for Google and Microsoft differ, directly correlating with the success of the company. Financial ratios help to indicate the success or failure of a company’s attempt to gain profit by selling products and recruiting investors. Annual reports track the expenditures, assets, and net income for Microsoft and Google. Leadership styles, new products and services, and company goals are influenced by annual reports. The technological competition continues, as both of these companies attempt to increase and retain revenue, beat out their competitors, and attract more and more customers. The core business of an organization outlines the most important and essential activities to the company. This sector of business activity fulfills the purpose for the organization, and it is needed for the organization to function properly. The core business can be viewed as the foundation for the organization; aspects of the business are built on top of the underlying purpose. Google and Microsoft Bing utilize core business values to remain relevant in the competitive technological...
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...Google’s main focus of business is its search engine that many people use today to surf the internet. This paper will compare and contrast Microsoft’s and Google’s business model, financial management system and explain which company could better withstand a major recession and at the same time, compare their financial ratios and decide which two companies that would be better to invest in. Microsoft was started in 1975 by Bill Gates and Paul Allen who developed an interpreter for basics programming language systems that has contributed to Microsoft’s being so successful. Microsoft is one of the largest technology companies in the world which specializes in developing and licensing computer software products such as Windows 7, Microsoft office, MSN and Bing. Microsoft’s management team is led by chief executive officer Steve Ballmer who also serves on the executive board, chairman Bill Gates, seven directors, and one chief financial officer which are all non-executive board members. The company has been known for its leadership style through its founder Bill Gates for donating money to many charities and helping the poor. Microsoft is also said to be an innovator for the new-age workplace where work is made to be comfortable, fun and inspiring so that all employees can enjoy doing their work and like to...
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...corporate community out of its disreputable position and accelerate its return to global superiority -- as both economically productive and socially/morally unassailable. There are two aspects to the Corporate Responsibility Code which the President wants addressed. First, what conduct or practice rules, principles or policies should be in place for corporations, and how they function as business entities, interacting with other institutions and with individual members of the public? Secondly, what conduct or practice rules, principles or policies should be in place for individual business managers, and how they function and relate to their subordinates, their stockholders, and members of the public? Your assignment is to draft the two parts of this Code. Congress will only approve the new Corporate Responsibility Code that is proposed if it addresses key issues for both corporate conduct and individual manager conduct, and if each rule, principle or policy listed is well-supported by research findings. II. Response According to the commission from President Obama, concerning the need and long term value of the standardization of principles and policies to support the ethical, financial and responsible actions of all corporations, small businesses and organizations...
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...1999, a front page article on Wall Street Journal reported that: “Tired of grueling deadlines, frustrated by the bureaucracy that has accompanied Microsoft’s explosive growth, or lured away by the boom in high tech start ups, dozens of the company’s most capable leaders, all around 40, have opted out – at least temporarily….” Foundations of Microsoft’s human resources philosophies, policies and practices Recruitment: attracting the best and the brightest Bill Gates had long recognized that it took exceptional people to write outstanding software. In the initial stages, they recruited “smart friends” extremely intelligent but not necessarily experienced, new college graduates. In 1992, Gates acknowledged that “Take our 20 best people away, and I will tell you that Microsoft will become an unimportant company”. He considered helping his managers hire the best of all possible candidates as his greatest accomplishment. For Gates, acquired knowledge was less important than “smarts” – the ability to think creatively, and experience was less important than ambition – the drive to get things done. And, to raise the bar continually. One of the prime responsibility of Steve Ballmer, since he was hired in 1980 as assistant to the President was recruiting coordinator. Steve’s mantra was: “We want people who are smart, who work hard, and who get things done”. Microsoft had a standing policy “If you get a kick-ass guy...
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...Batch HR policy is a formal statement of a principle or rule that members of an organization must follow. Each policy addresses an issue important to the organization's mission or operations. * Communicate values and expectations for how things are done at your organization * Keep the organization in compliance with legislation and provide protection against employment claims * Document and implement best practices appropriate to the organization * Support consistent treatment of staff, fairness and transparency * Help management to make decisions that are consistent, uniform and predictable * Protect individuals and the organization from the pressures of expediency A policy should include purpose, scope, responsibilities, definitions, questions, effective date, review date and approval. Organizations commonly have written policies in the following areas for code of conduct, confidentiality, conflict of interest, working conditions, attendance, hours of operations, termination, recruitment, compensation, performance management, learning and development, overtime, privacy, employee information, compassionate leave, vacation, sick Leave, unpaid leave, health and safety and workplace Violence Nestlé Nestlé is committed to the following Business Principles in all countries, taking into account local legislation, cultural and religious practices: EMPLOYMENT POLICIES The Corporate Business Principles outline the Company’s commitment to fully endorse...
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...10 Combination HIV Prevention: Tailoring and Coordinating Biomedical, Behavioural and Structural Strategies to Reduce New HIV Infections A UNAIDS Discussion Paper UNAIDS – JC2007 (English original, September 2010) © Joint United Nations Programme on HIV/AIDS (UNAIDS) 2010. All rights reserved. Publications produced by UNAIDS can be obtained from the UNAIDS Content Management Team. Requests for permission to reproduce or translate UNAIDS publications—whether for sale or for noncommercial distribution— should also be addressed to the Content Management Team at the address below, or by fax, at +41 22 791 4835, or e-mail: publicationpermissions@unaids.org. The designations employed and the presentation of the material in this publication do not imply the expression of any opinion whatsoever on the part of UNAIDS concerning the legal status of any country, territory, city or area or of its authorities, or concerning the delimitation of its frontiers or boundaries. The mention of specific companies or of certain manufacturers’ products does not imply that they are endorsed or recommended by UNAIDS in preference to others of a similar nature that are not mentioned. Errors and omissions excepted, the names of proprietary products are distinguished by initial capital letters. All reasonable precautions have been taken by UNAIDS to verify the information contained in this publication. However, the published material is being distributed without warranty of any...
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...Spotlight on LeadershIp Spotlight Artwork Adam Ekberg Country Road, 2005 Ink-jet print HBr.orG Michael D. Watkins is a cofounder of Genesis Advisers, a leadership development firm specializing in onboarding and transition acceleration, and a professor at IMD. He is the author of The First 90 Days and Your Next Move (both from Harvard Business Press). The seven seismic shifts of perspective and responsibility by Michael D. Watkins How Managers Become Leaders June 2012 Harvard Business review 65 SPOTLIGHT ON LEADERSHIP arald (not his real name) is a highpotential leader with 15 years of experience at a leading European chemical company. He started as an assistant product manager in the plastics unit and was quickly transferred to Hong Kong to help set up the unit’s new Asian business center. As sales there soared, he soon won a promotion to sales manager. Three years later he returned to Europe as the marketing and sales director for Europe, the Middle East, and Africa, overseeing a group of 80 professionals. Continuing his string of successes, he was promoted to vice president of marketing and sales for the polyethylene division, responsible for several lines of products, related services, and a sta of nearly 200. All of Harald’s hard work culminated in his appointment as the head of the company’s plastic resins unit, a business with more than 3,000 employees worldwide. Quite intentionally, the company had assigned him to run a small but thriving business...
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...Steve Jobs; leadership Style ------------------------------------------------- Leadership Management Studies Fatima Ali M.Phil (Morning) Steve Jobs; leadership Style ------------------------------------------------- Leadership Management Studies Fatima Ali M.Phil (Morning) Table of Contents Steve Jobs: Change Leader 3 Steve Jobs Biography 3 Leadership Style 4 Autocratic versus participative 5 Entrepreneurial 6 Trait Theory 7 Focus 8 Judgment & Decisiveness 9 Non-conformity 10 Persistence against obstacles; Tenacity 10 Vision 11 Sociability & Inter-Personal Skills 11 Ability to Enlist Cooperation 12 Steve Jobs as a Charismatic World Leader 13 Steve Jobs as a Distant Charismatic Leader 13 Steve Jobs as a Close Charismatic Leader 14 Golden Circle Theory 15 Leadership Grid 16 Fiedler’s Contingency Model 17 Vroom-Jago Contingency Model 19 Steve Jobs and the Path-Goal Theory 20 Leader Member Exchange by a Game Changer 22 Myers-Briggs Type Indicator 24 Steve Jobs as Transformational leader 25 There is No “I” in Team 28 Tuckman’s Group Development Model 30 Discussion 31 Conclusion 33 Appendix A 34 References 37 Steve Jobs: Change Leader Steve Jobs Biography Steve Jobs was born in San Francisco, California, on February 24, 1955. He co-founded Apple in his parents’ garage in 1976. He was fired from his own company in 1985, but he returned to rescue it from near bankruptcy in 1997. By the time he died...
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...Yin – Yang: How Management and Leadership Styles impact Business Innovation April 2013 Houston, TX Lin Giralt • Introduction: Our conceptual framework • Engage: Review of Management Theories and Leadership Styles • Energize: How Companies Innovate • Empower: Some Ideas and How to Apply Them Lambda International Consultants.LLC + York Career Development, Inc. Agenda 2 OUR CONCEPTUAL FRAMEWORK Lambda International Consultants.LLC + York Career Development, Inc. Introduction 3 YIN YANG AND TAOIST THOUGHT 4 Lambda International Consultants.LLC + York Career Development, Inc. • Taoist concept, two complementary forces that make up all aspects and phenomena of life • Yin is a symbol of earth, femaleness, darkness, passivity/reflection and absorption • Yang is conceived of as heaven, maleness, light, activity, and penetration • There are a series of five elements that form the cosmos according to Taoist philosophy Lambda International Consultants.LLC + York Career Development, Inc. Yin – Yang: the concept 5 http://www.britannica.com/EBchecked/topic/653297/yinyang • Business Cycle – Dynamic Situation – Innovation is key to survival and growth • Complementary properties are important in evaluating innovations • Competition – Checks and Balances; new products vs. old • Broad spectrum of competing alternatives when selecting candidates for Innovation • When to be guided by one concept, the other, or...
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...HUMAN RESOURCE MANAGEMENT Answer CASE STUDY : 1 A policy is a plan of action. It is a statement of intention committing the management to a general course of action. When the management drafts a policy statement to cover some features of its personnel programmes, the statement may often contain an expression of philosophy and principle as well. Although it is perfectly legitimate for an organization to include its philosophy, principles and policy in one policy expression. Q1) Why organizations adopt personnel policies explain the benefits? Recruitment and Selection • Policies pertaining to the recruitment and selection process are the foundation of building any workforce. You must have a plan for creating applications, how to prequalify applicants, how applicants move up to become a candidate and other employment procedures. This set of policies also benefits current employees who refer applicants to your business. Training and Professional Development • Provisions for employee training and development are included in human resource policy documents because it informs employees of the kind of professional development available to them. In addition, policies related to training and development assistance in the formulation of employee development plans or performance improvement plans. Training and development policies serve as an outline of educational benefits available to current employees. Handling Employee Concerns • Many companies have written procedures...
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...Managing Human Resources What Do I Need to Know? Introduction After reading this chapter, you should be able to: Imagine trying to run a business where you have to replace every employee two or three times a year. If that sounds chaotic, you can sympathize with the challenge facing Rob Cecere when he took the job of regional manager for a group of eight Domino’s Pizza stores in New Jersey. In Cecere’s region, store managers were quitting after a few months on the job. The lack of consistent leadership at the store level contributed to employee turnover rates of up to 300 percent a year (one position being filled three times in a year). In other words, new managers constantly had to find, hire, and train new workers—and rely on inexperienced people to keep customers happy. Not surprisingly, the stores in Cecere’s new territory were failing to meet sales goals. Cecere made it his top goal to build a stable team of store managers who in turn could retain employees at their stores. He held a meeting with the managers and talked about improving sales, explaining, “It’s got to start with people”: hiring good people and keeping them on board. He continues to coach his managers, helping them build sales and motivate their workers through training and patience. In doing so, he has the backing of Domino’s headquarters. When the company’s current chief executive, David Brandon, took charge, he was shocked by the high employee turnover (then 158 percent...
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...Chapter 1 Strategic Leadership: Managing the Strategy-Making Process for Competitive Advantage Opening Case Wal-Mart Wal-Mart is one of the most extraordinary success stories in business history. Started in 1962 by Sam Walton, Wal-Mart has grown to become the world’s largest corporation. In the financial year ending January 31, 2004, the discount retailer whose mantra is “every day low prices” had sales of nearly $256 billion, five thousand stores in ten countries (almost three thousand are in the United States), and 1.3 million employees. Some 8 percent of all retail sales in the United States are made at a Wal-Mart store. Wal-Mart is not only large but also very profitable. In 2003, the company earned a return on invested capital of 14.7 percent, significantly better than rivals Costco and Target, which earned 9.4 percent and 10 percent, respectively (another major rival, Kmart, emerged from bankruptcy protection in 2004). As shown in the accompanying figure, Wal-Mart has been consistently more profitable than its rivals for years. Wal-Mart’s superior profitability reflects a competitive advantage that is based on the successful implementation of a number of strategies. In 1962 Wal-Mart was one of the first companies to apply the self-service supermarket business model developed by grocery chains to general merchandise (two of its rivals, Kmart and Target, were established in the same year). Unlike its rivals, who focused on urban and suburban locations, Sam Walton’s Wal-Mart...
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...LEADERSHIP By Dr. John H. Clippinger It is very true that I have said that I considered Napoleon’s presence in the field equal to forty thousand men in the balance. —Duke of Wellington One bad general does better than two good ones. —Napoleon Introduction During the early nineteenth century, Wellington’s and Napoleon’s1 observations made sense. With the onset of battle, communications became muddled, artillery was immobilized, and a commander’s ability to control his forces was limited. Consequently, the leadership of a single general could prove decisive in battle by maintaining clarity of command and control. We are now at a totally different stage of warfare. This not to say that the fog of war has completely lifted, but visibility and synchronized actions, and the speed, precision, and lethality of response is beyond comparison to anything that has preceded it. The battlefield success of the doctrine and technology of Network Centric Warfare was not based upon a single brilliant plan, or a single individual or group, but rather was a property of the network, both technologically and organizationally. As Operation Iraqi Freedom so vividly illustrated,2 battle plans can now be changed very rapidly, affecting all aspects of operations—strategy, tactics, logistics and PSYOPs, operations, kinetics, and all types of forces. The competencies that make NCW a success are network properties; they are no longer solely the province of charismatic leaders or chance...
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...Celebrities’ Impact on Branding Center on Global Brand Leadership Columbia Business School January 15, 2003 Christina Schlecht 527 Riverside Dr., Apt. 4K New York, NY 10027 (212) 280 5447 cschlecht02@gsb.columbia.edu Table of Contents 1. Introduction 2. A Definition of ‘Celebrity’ 3. Celebrities as Spokespersons 4. Source Credibility and Attractiveness 5. The Match-up Hypothesis 6. The Meaning Transfer Model 7. Multiple Brand and Celebrity Endorsement 8. Conclusion Table of Figures Figure 1: Catherine Zeta-Jones endorsing the brand ‘Elizabeth Arden’ Figure 2: Successful and unsuccessful celebrity endorsements Figure 3: Meaning transfer in the endorsement process Figure 4: Brands endorsed by top model and actress Milla Jovovich Figure 5: Celebrities endorsing the luxury brand ‘Omega’ 2 Introduction The billions of dollars spent per year on celebrity endorsement contracts show that celebrities, like Liz Hurley, Britney Spears and Tiger Woods, play an important role for the advertising industry (Daneshvary and Schwer 2000, Kambitsis et al. 2002). Female athlete Venus Williams, tennis player and Wimbledon championship winner in 2002, for example, has signed a five-year $40 million contract with sportswear manufacturer Reebok International Inc.1 Theory and practice prove that the use of super stars in advertising generates a lot of publicity and attention from the public (Ohanian 1991). The underlying question is, if and how the lively interest of the public...
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...1.0. Introduction: In general sense we mean “Bank” as a financial institution that deals with money. There are different types of banks like Central bank, Commercial bank, saving bank, Investment bank, Merchant bank, Co operative bank etc. But when we use the term bank it generally means ‘commercial bank’ that collects the deposit from surplus unit of the society and then lends the deposits to the deficit units of the society. The existence of banking sector is not a new matter, as its existence was long years ago. But the new thing is that how it operates and presenting its activities for the purpose of serving customer requirements to increase their well being in the sense of wealth. Banks also provide many services for clients to make easy their life in a busy environment. In this competitive environment in today’s world, the entire bank increases their facilities in favor of their customers to retain them and capture more share of the market to be leader. Interest is one of the main factors in attracting customers and also one of the significant factors in increasing extra income from providing loans besides other service income. So, it can be said that conventional banking systems are interest-based system. Bangladesh is one of the largest Muslim countries of the world. The people of this country are deeply committed to Islamic way of Life as it is mentioned in the Quran and Sunnah. But it is not possible for the people to establish and design their economic lives...
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