Bcg matrix
•Download as PPTX, PDF•
1 like•208 views
The Boston Consulting Group is a global management consulting firm founded in 1963 with headquarters in Boston, Massachusetts. It advises clients in both the private and public sectors, including over two-thirds of Fortune 500 companies. With 82 offices across 46 countries, BCG employs 6,200 consultants and 10,500 total staff worldwide, generating $4.55 billion in annual revenue.
Report
Share
Report
Share
Recommended
Diversity shrm ( pratik)
This document discusses the importance of workforce diversity and managing diversity effectively. It defines diversity as incorporating differences found in a multicultural workforce to increase productivity for both individuals and organizations. Managing diversity means embracing diversity in recruitment and selection, providing training, avoiding stereotypes, and creating an inclusive environment. A diverse workforce allows companies to better understand customer demographics, improve innovation, and create a more satisfied and productive employee base. The document provides examples of diversity policies and initiatives at companies like IBM, HP, Infosys, TCS and Wipro.
Diversity week 12 class 1
This document outlines the learning objectives and content for a course section on managing organizational change and diversity. The section will examine strategies for building an inclusive workplace, including effective leadership, employee resource groups, diversity training, and social responsibility initiatives. It will also explore the need for flexible work programs and evaluate diversity award programs. The content will cover topics like managing diversity programs, the role of chief diversity officers and boards, developing affinity groups and supplier diversity. It aims to help students understand how to effectively manage diversity and evaluate organizational progress.
Recruiting and maintaining a diverse workforce
The document discusses the importance of workforce diversity for nonprofits, including the need to attract diverse talent as the current leadership exits and to better serve an increasingly diverse population. It provides strategies for nonprofits to prepare for and attract a diverse workforce such as ensuring board and leadership commitment to diversity, training on inclusion, and casting a wide net through diverse partnerships and publications when recruiting.
Work with Me: Working Accross Generations
Breakout Presentation at the Nonprofit Human Resources Management Symposium in San Diego. June 16, 2010
Key le-la Effect
Slisia offers cultural experiences for groups and individuals, including spiritual bath ceremonies, walking tours, salmon barbecues, and drum meditations, designed to inspire and nurture participants. Market research identified two target markets - groups seeking cultural teambuilding experiences and tourists interested in authentic First Nations culture. The business aims to provide viable cultural experiences for groups and individuals while drawing on Slisia's Squamish ancestral heritage.
Question Article 20160705
The document discusses James Kirkwood, who brings executive-level coaching to small businesses in Whistler, British Columbia. Kirkwood previously worked in top positions for large companies and now uses his experience to help local business owners with strategies for growth, boosting sales, marketing, and employee engagement. He meets with clients both in boardrooms and during recreational activities like skiing to help them gain an outside perspective and plan for business objectives. Kirkwood is also involved in the Whistler community through organizations like the Chamber of Commerce.
Managing Workplace Diversity
Diversity has evolved from the initial anti-discrimination and equal opportunity to be a business-driven strategy to gain competitive advantage.
BGES 202 - The Collaborator 2021-03-05
The document discusses the importance of collaboration. It describes the Collaborator persona who values the team over individuals, acts as a coach rather than boss, and helps team members grow into new roles. This persona facilitates collaboration by bringing unlikely partners together, cross-training team members, getting people out of their offices, and using a soccer model where people pass responsibilities to one another.
Recommended
Diversity shrm ( pratik)
This document discusses the importance of workforce diversity and managing diversity effectively. It defines diversity as incorporating differences found in a multicultural workforce to increase productivity for both individuals and organizations. Managing diversity means embracing diversity in recruitment and selection, providing training, avoiding stereotypes, and creating an inclusive environment. A diverse workforce allows companies to better understand customer demographics, improve innovation, and create a more satisfied and productive employee base. The document provides examples of diversity policies and initiatives at companies like IBM, HP, Infosys, TCS and Wipro.
Diversity week 12 class 1
This document outlines the learning objectives and content for a course section on managing organizational change and diversity. The section will examine strategies for building an inclusive workplace, including effective leadership, employee resource groups, diversity training, and social responsibility initiatives. It will also explore the need for flexible work programs and evaluate diversity award programs. The content will cover topics like managing diversity programs, the role of chief diversity officers and boards, developing affinity groups and supplier diversity. It aims to help students understand how to effectively manage diversity and evaluate organizational progress.
Recruiting and maintaining a diverse workforce
The document discusses the importance of workforce diversity for nonprofits, including the need to attract diverse talent as the current leadership exits and to better serve an increasingly diverse population. It provides strategies for nonprofits to prepare for and attract a diverse workforce such as ensuring board and leadership commitment to diversity, training on inclusion, and casting a wide net through diverse partnerships and publications when recruiting.
Work with Me: Working Accross Generations
Breakout Presentation at the Nonprofit Human Resources Management Symposium in San Diego. June 16, 2010
Key le-la Effect
Slisia offers cultural experiences for groups and individuals, including spiritual bath ceremonies, walking tours, salmon barbecues, and drum meditations, designed to inspire and nurture participants. Market research identified two target markets - groups seeking cultural teambuilding experiences and tourists interested in authentic First Nations culture. The business aims to provide viable cultural experiences for groups and individuals while drawing on Slisia's Squamish ancestral heritage.
Question Article 20160705
The document discusses James Kirkwood, who brings executive-level coaching to small businesses in Whistler, British Columbia. Kirkwood previously worked in top positions for large companies and now uses his experience to help local business owners with strategies for growth, boosting sales, marketing, and employee engagement. He meets with clients both in boardrooms and during recreational activities like skiing to help them gain an outside perspective and plan for business objectives. Kirkwood is also involved in the Whistler community through organizations like the Chamber of Commerce.
Managing Workplace Diversity
Diversity has evolved from the initial anti-discrimination and equal opportunity to be a business-driven strategy to gain competitive advantage.
BGES 202 - The Collaborator 2021-03-05
The document discusses the importance of collaboration. It describes the Collaborator persona who values the team over individuals, acts as a coach rather than boss, and helps team members grow into new roles. This persona facilitates collaboration by bringing unlikely partners together, cross-training team members, getting people out of their offices, and using a soccer model where people pass responsibilities to one another.
Diversity In The Workplace
This document summarizes key points from a Harvard Business Review article about embracing diversity in the workplace. It discusses how Marshall Goldsmith argues that differences can help build great organizations, but also create tension that leaders must understand and spread throughout an organization. It also notes that today's diverse workforce in terms of skills, lifestyles, religions, genders, and ages is a competitive advantage if an organization changes to succeed in a changing marketplace and consumer base.
Workforce Diversity: Recruiting and Retaining Minorities and the Disadvantaged
Workforce Diversity: Recruiting and Retaining Minorities and the DisadvantagedCharles Jordan, MPA, PWE, FMP
Members of the Diversity Committee will educate APWA members on ways of recruiting and retaining talent from minorities and the underprivledged. This presentation will discuss concepts and proven techniques used across the United States on reaching out to these individuals, educating them on the value of entry-level or professional careers in Public Works and providing them a direction and the skills to become successful.Changing Team Dynamics @India Inc.
Find out how ‘Dynamic Organisational Structure’ is redefining the way team dynamics are evolving in Indian companies.
Executive Coach and a People Transformation Leader, Dipankar Ghosh, shares his insights on the topic in this eye-opening session.
Speaker: Dipankar Ghosh, Chief Human Resources Officer at Bajaj Corp Ltd
Leadership and change hamdard factory (1)
In this presentation we tried to identify problems facing by the Hamdard Dawakhana at Peshawar and suggested a possible solutions for it. Hopely it might help anyone looking for the same information.
Special thanks to :
Sir Fahad Afridi (IM sciences Peshawar)
Muhammad Asif ,
Naqeeb,
Amanat khan,
Saif
welcome to those who would like to add some valuable points which will improve my analytical thinking for future tasks..
Email: mailtojalal786@gmail.com
Entrepreneurial culture, profile of the leader and entrepreneurial orientatio...
Today, no company is safe from forces and pressures, which are exerted on it, because of a significant number of the requirements in particular as regards competitiveness, the need for change, or the crises, the deregulations and the cost of energy. To face this news gives, the company must reconsider its behaviors and its practices to renew itself, to open out and reinforce its international position in the market. Some of these practices form what one calls the entrepreneurial orientation.
For this reason, we will devote this paper for better encircling and apprehending the concept of entrepreneurial orientation and this, by focusing on its relation with the entrepreneurial culture and the profile of the leader in the specific case of the Tunisian companies.
Work force diversity
The document discusses workforce diversity and its goals. It defines workforce diversity as similarities and differences among employees in terms of attributes like age, culture, religion, and gender. The goals of workforce diversity are to identify, attract, and retain the best talent from all groups to maximize business performance and understand diversity in the marketplace. It notes that minorities and women are fast growing segments of the workforce and immigrant workers are increasing. It also discusses how diversity affects human resource management practices and the importance of work-life balance.
Work force diversity
Globalization and changes in demographics have increased workforce diversity, bringing both opportunities and challenges for management. Maximizing diversity requires organizations to review their practices and develop new approaches to managing diverse groups. Diversity includes differences in age, gender, race, abilities and more. While diversity can increase creativity and marketing opportunities if inclusiveness is promoted, managers must also address potential issues like communication barriers, resistance to change, discrimination complaints and losses in productivity. Overall an organization needs management tools to educate all employees on diversity and create a fair environment where all can contribute to the competitive advantage diversity provides.
Benefits of Diversity (Workforce Diversity)
The benefits of diversity for the workforce in Canada.
Canadian employers are making significant strides in
inclusive hiring and improving accessibility across an
increasingly broad range of industries.
Even without a diversity hiring strategy, it’s likely your workforce already reflects a variety of cultures and
capabilities.
Read more to find out how Canada is changing and how to facilitate workforce diversity
Implementing diversity management strategy
Diversity management strategies help organizations develop ways to utilize differences among employees to achieve work outcomes. Managers must attract, select, develop, and retain a diverse workforce that can operate effectively together despite different individuals, viewpoints, and ideas. Effective diversity programs teach managers about equal opportunity laws, help people see how diversity strengthens an organization's ability to serve diverse markets, and approach differences as strengths to enhance performance. Diversity management capitalizes on workforce diversity to create a culture that allows an organization to lead in its marketplace.
Work Force Diversity - Nature & Impact on Business
Workforce diversity refers to a variety of differences among employees, including gender, age, culture, abilities, religion, and orientation. It creates a mixture of individual characteristics, values, and experiences within an organization. A diversity initiative aims to develop an environment where all employees can work. While diversity provides benefits like increased creativity and productivity, it also poses challenges like communication issues and conflicting viewpoints that must be addressed through effective management strategies.
Entrepreneurial leadership capabilities and growth - Andy Lockett, James Hayt...
Entrepreneurial leadership capabilities and growth - Andy Lockett, James Hayt...enterpriseresearchcentre
This document introduces a model of leadership, capabilities, and growth. It discusses substantive capabilities that enable growth along different vectors. Leadership is defined as taking an organization into the future through identifying and exploiting opportunities. Dynamic capabilities allow firms to modify or create new substantive capabilities. The document reviews what is known about growth capabilities, leadership cognition and motivation, dynamic capabilities, and policy implications. It identifies gaps in understanding how capabilities develop in SMEs and the role of entrepreneurial cognition and intentions. Next steps proposed are qualitative case studies and an in-depth survey to address open questions.Workforce Diversity Complete Guide
Workforce diversity is a workforce consisting of a broad mix of workers from the different racial and ethnic backgrounds of different genders, ages of different domestic and national cultures.
The Benefits of Diversity in the Workplace
Workplace diversity refers to differences between employees such as background and experience. A diverse workforce provides benefits like adaptability to changing markets, a broader range of services from varied skills and cultural understanding, and more effective execution from inspiring all employees to perform at their highest level due to diverse viewpoints and ideas. Diversity also impacts how employees perceive themselves and others, affecting their interactions.
Diversity at workplace
The document discusses diversity in the workplace. It defines diversity as individual acceptance and respect of differences between people. Some elements of diversity are age, gender, ethnicity, race, sexual orientation, beliefs and more. Managing diversity aims to maximize its advantages and minimize disadvantages. A diverse workforce improves customer service, community relations, innovation and performance. Respecting individual differences creates a competitive advantage and increases productivity.
Leadershipfinal v2 2
The document discusses entrepreneurial leadership and different leadership models for startups. It explains that entrepreneurial leadership requires having a vision and motivating employees, but that different entrepreneurs may have different leadership styles. Successful startup teams are characterized as having a product that solves customer problems, a tight collaborative culture, relentless customer focus, strong operations, and an early focus on sales.
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Attracting and Recruiting Talent: Diverse Teams are Innovative PowerhousesCareer Communications Group
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resourcesImplementation of diversity management at an organization
The Nuclear Regulatory Commission has a diversity management plan to increase organizational capacity by selecting the best qualified people regardless of attributes and creating an inclusive workplace. Leaders must ensure policies support diversity and are responsive to change. Employees should support diversity principles and foster effectiveness through respecting differences. The affirmative employment plan creates a discrimination-free environment, provides career opportunities, employs a competent workforce, and values diversity to build trust and respect.
The new look of workforce diversity final version
This document discusses diversity and inclusion in the workplace. It provides definitions of key terms like diversity, inclusion, and diversity initiatives. It also outlines several frameworks that are important for building an inclusive culture, including legal, business, cultural, and demographic frameworks. Challenges to inclusion like bias, lack of cultural awareness, and an overly narrow view of "cultural fit" are also examined. The overall message is that understanding different perspectives and leveraging diversity can help organizations be more successful and inclusive.
Entrepreneurial Culture
An entrepreneurial culture consists of a group suppressing individual interests to achieve group success, as this will advance their own interests. Key aspects of an entrepreneurial culture include being people-focused, valuing innovation and change, attention to basics, hands-on management, integrity, freedom to grow and fail, commitment, and emphasis on the future. Ways to foster an entrepreneurial culture include increasing awareness of opportunities, intensifying enterprise education, establishing role models, and incentivizing business succession and training.
Diversity (HRM)
Managers must value diversity in the workforce to access a broader range of viewpoints, reflect an increasingly diverse customer base, and obtain the best talent. Diversity brings both opportunities and challenges to managing organizations, including building an inclusive culture, developing bias-free HR systems, and addressing prejudice and stereotyping. Leveraging diversity through multicultural teams and employee networks can enhance creativity and problem-solving, while also requiring efforts to reduce potential for miscommunication.
Neeraj Resume
Neeraj Singh Rawat is an electrical engineering student from Jaipur, India seeking an entry-level position. He is pursuing a B.Tech degree from MAHER University and maintains a 65% aggregate GPA. His skills include proficiency in C/C++, MS Office, circuitry design, and machine operation. He has work experience from an internship at Hindustan Zinc Limited where he studied power plant equipment.
India’s Offshore Integrity - Learn and Use Global Offshore Experience
Do we have an established asset integrity assurance system to handle the mixed bag of State-owned enterprises and Private Ventures?
More Related Content
What's hot
Diversity In The Workplace
This document summarizes key points from a Harvard Business Review article about embracing diversity in the workplace. It discusses how Marshall Goldsmith argues that differences can help build great organizations, but also create tension that leaders must understand and spread throughout an organization. It also notes that today's diverse workforce in terms of skills, lifestyles, religions, genders, and ages is a competitive advantage if an organization changes to succeed in a changing marketplace and consumer base.
Workforce Diversity: Recruiting and Retaining Minorities and the Disadvantaged
Workforce Diversity: Recruiting and Retaining Minorities and the DisadvantagedCharles Jordan, MPA, PWE, FMP
Members of the Diversity Committee will educate APWA members on ways of recruiting and retaining talent from minorities and the underprivledged. This presentation will discuss concepts and proven techniques used across the United States on reaching out to these individuals, educating them on the value of entry-level or professional careers in Public Works and providing them a direction and the skills to become successful.Changing Team Dynamics @India Inc.
Find out how ‘Dynamic Organisational Structure’ is redefining the way team dynamics are evolving in Indian companies.
Executive Coach and a People Transformation Leader, Dipankar Ghosh, shares his insights on the topic in this eye-opening session.
Speaker: Dipankar Ghosh, Chief Human Resources Officer at Bajaj Corp Ltd
Leadership and change hamdard factory (1)
In this presentation we tried to identify problems facing by the Hamdard Dawakhana at Peshawar and suggested a possible solutions for it. Hopely it might help anyone looking for the same information.
Special thanks to :
Sir Fahad Afridi (IM sciences Peshawar)
Muhammad Asif ,
Naqeeb,
Amanat khan,
Saif
welcome to those who would like to add some valuable points which will improve my analytical thinking for future tasks..
Email: mailtojalal786@gmail.com
Entrepreneurial culture, profile of the leader and entrepreneurial orientatio...
Today, no company is safe from forces and pressures, which are exerted on it, because of a significant number of the requirements in particular as regards competitiveness, the need for change, or the crises, the deregulations and the cost of energy. To face this news gives, the company must reconsider its behaviors and its practices to renew itself, to open out and reinforce its international position in the market. Some of these practices form what one calls the entrepreneurial orientation.
For this reason, we will devote this paper for better encircling and apprehending the concept of entrepreneurial orientation and this, by focusing on its relation with the entrepreneurial culture and the profile of the leader in the specific case of the Tunisian companies.
Work force diversity
The document discusses workforce diversity and its goals. It defines workforce diversity as similarities and differences among employees in terms of attributes like age, culture, religion, and gender. The goals of workforce diversity are to identify, attract, and retain the best talent from all groups to maximize business performance and understand diversity in the marketplace. It notes that minorities and women are fast growing segments of the workforce and immigrant workers are increasing. It also discusses how diversity affects human resource management practices and the importance of work-life balance.
Work force diversity
Globalization and changes in demographics have increased workforce diversity, bringing both opportunities and challenges for management. Maximizing diversity requires organizations to review their practices and develop new approaches to managing diverse groups. Diversity includes differences in age, gender, race, abilities and more. While diversity can increase creativity and marketing opportunities if inclusiveness is promoted, managers must also address potential issues like communication barriers, resistance to change, discrimination complaints and losses in productivity. Overall an organization needs management tools to educate all employees on diversity and create a fair environment where all can contribute to the competitive advantage diversity provides.
Benefits of Diversity (Workforce Diversity)
The benefits of diversity for the workforce in Canada.
Canadian employers are making significant strides in
inclusive hiring and improving accessibility across an
increasingly broad range of industries.
Even without a diversity hiring strategy, it’s likely your workforce already reflects a variety of cultures and
capabilities.
Read more to find out how Canada is changing and how to facilitate workforce diversity
Implementing diversity management strategy
Diversity management strategies help organizations develop ways to utilize differences among employees to achieve work outcomes. Managers must attract, select, develop, and retain a diverse workforce that can operate effectively together despite different individuals, viewpoints, and ideas. Effective diversity programs teach managers about equal opportunity laws, help people see how diversity strengthens an organization's ability to serve diverse markets, and approach differences as strengths to enhance performance. Diversity management capitalizes on workforce diversity to create a culture that allows an organization to lead in its marketplace.
Work Force Diversity - Nature & Impact on Business
Workforce diversity refers to a variety of differences among employees, including gender, age, culture, abilities, religion, and orientation. It creates a mixture of individual characteristics, values, and experiences within an organization. A diversity initiative aims to develop an environment where all employees can work. While diversity provides benefits like increased creativity and productivity, it also poses challenges like communication issues and conflicting viewpoints that must be addressed through effective management strategies.
Entrepreneurial leadership capabilities and growth - Andy Lockett, James Hayt...
Entrepreneurial leadership capabilities and growth - Andy Lockett, James Hayt...enterpriseresearchcentre
This document introduces a model of leadership, capabilities, and growth. It discusses substantive capabilities that enable growth along different vectors. Leadership is defined as taking an organization into the future through identifying and exploiting opportunities. Dynamic capabilities allow firms to modify or create new substantive capabilities. The document reviews what is known about growth capabilities, leadership cognition and motivation, dynamic capabilities, and policy implications. It identifies gaps in understanding how capabilities develop in SMEs and the role of entrepreneurial cognition and intentions. Next steps proposed are qualitative case studies and an in-depth survey to address open questions.Workforce Diversity Complete Guide
Workforce diversity is a workforce consisting of a broad mix of workers from the different racial and ethnic backgrounds of different genders, ages of different domestic and national cultures.
The Benefits of Diversity in the Workplace
Workplace diversity refers to differences between employees such as background and experience. A diverse workforce provides benefits like adaptability to changing markets, a broader range of services from varied skills and cultural understanding, and more effective execution from inspiring all employees to perform at their highest level due to diverse viewpoints and ideas. Diversity also impacts how employees perceive themselves and others, affecting their interactions.
Diversity at workplace
The document discusses diversity in the workplace. It defines diversity as individual acceptance and respect of differences between people. Some elements of diversity are age, gender, ethnicity, race, sexual orientation, beliefs and more. Managing diversity aims to maximize its advantages and minimize disadvantages. A diverse workforce improves customer service, community relations, innovation and performance. Respecting individual differences creates a competitive advantage and increases productivity.
Leadershipfinal v2 2
The document discusses entrepreneurial leadership and different leadership models for startups. It explains that entrepreneurial leadership requires having a vision and motivating employees, but that different entrepreneurs may have different leadership styles. Successful startup teams are characterized as having a product that solves customer problems, a tight collaborative culture, relentless customer focus, strong operations, and an early focus on sales.
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Attracting and Recruiting Talent: Diverse Teams are Innovative PowerhousesCareer Communications Group
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resourcesImplementation of diversity management at an organization
The Nuclear Regulatory Commission has a diversity management plan to increase organizational capacity by selecting the best qualified people regardless of attributes and creating an inclusive workplace. Leaders must ensure policies support diversity and are responsive to change. Employees should support diversity principles and foster effectiveness through respecting differences. The affirmative employment plan creates a discrimination-free environment, provides career opportunities, employs a competent workforce, and values diversity to build trust and respect.
The new look of workforce diversity final version
This document discusses diversity and inclusion in the workplace. It provides definitions of key terms like diversity, inclusion, and diversity initiatives. It also outlines several frameworks that are important for building an inclusive culture, including legal, business, cultural, and demographic frameworks. Challenges to inclusion like bias, lack of cultural awareness, and an overly narrow view of "cultural fit" are also examined. The overall message is that understanding different perspectives and leveraging diversity can help organizations be more successful and inclusive.
Entrepreneurial Culture
An entrepreneurial culture consists of a group suppressing individual interests to achieve group success, as this will advance their own interests. Key aspects of an entrepreneurial culture include being people-focused, valuing innovation and change, attention to basics, hands-on management, integrity, freedom to grow and fail, commitment, and emphasis on the future. Ways to foster an entrepreneurial culture include increasing awareness of opportunities, intensifying enterprise education, establishing role models, and incentivizing business succession and training.
Diversity (HRM)
Managers must value diversity in the workforce to access a broader range of viewpoints, reflect an increasingly diverse customer base, and obtain the best talent. Diversity brings both opportunities and challenges to managing organizations, including building an inclusive culture, developing bias-free HR systems, and addressing prejudice and stereotyping. Leveraging diversity through multicultural teams and employee networks can enhance creativity and problem-solving, while also requiring efforts to reduce potential for miscommunication.
What's hot (20)
Workforce Diversity: Recruiting and Retaining Minorities and the Disadvantaged
Workforce Diversity: Recruiting and Retaining Minorities and the Disadvantaged
Entrepreneurial culture, profile of the leader and entrepreneurial orientatio...
Entrepreneurial culture, profile of the leader and entrepreneurial orientatio...
Work Force Diversity - Nature & Impact on Business
Work Force Diversity - Nature & Impact on Business
Entrepreneurial leadership capabilities and growth - Andy Lockett, James Hayt...
Entrepreneurial leadership capabilities and growth - Andy Lockett, James Hayt...
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Implementation of diversity management at an organization
Implementation of diversity management at an organization
Viewers also liked
Neeraj Resume
Neeraj Singh Rawat is an electrical engineering student from Jaipur, India seeking an entry-level position. He is pursuing a B.Tech degree from MAHER University and maintains a 65% aggregate GPA. His skills include proficiency in C/C++, MS Office, circuitry design, and machine operation. He has work experience from an internship at Hindustan Zinc Limited where he studied power plant equipment.
India’s Offshore Integrity - Learn and Use Global Offshore Experience
Do we have an established asset integrity assurance system to handle the mixed bag of State-owned enterprises and Private Ventures?
Smoking cessation
This document provides guidance on using the 5As method to help patients quit smoking. The 5As include: Ask about smoking status, Advise smokers to quit, Assess willingness to quit, Assist with a plan to quit, and Arrange follow-up support. Key steps involve clearly advising patients of the health risks of smoking, helping set a quit date, recommending pharmacotherapy or other assistance, and following up over the first month to prevent relapse. The overall goal is to help smokers understand smoking dangers and develop a personalized plan to quit through counseling and support.
Draft apwa alt_fuels_presentation
This document provides an overview of alternative fuels and strategies for implementing alternative fuel use. It discusses the current fuel market which is dominated by gasoline and diesel but notes opportunities for alternative fuels are growing. Case studies are presented on developing a regional electric vehicle charging network through partnerships and converting a bus fleet to run on compressed natural gas. The document advocates that a portfolio of planning, design, and implementation techniques can help overcome barriers to alternative fuel adoption.
Surgery hernia
This document discusses the surgical management of inguinal hernias. It defines a hernia and describes the different types, including inguinal hernias. It discusses the anatomy of the inguinal canal and its contents. The document outlines both open and laparoscopic surgical repair techniques for inguinal hernias, including the Bassini repair, Shouldice repair, tension-free mesh repairs, and laparoscopic total extraperitoneal (TEP) and transabdominal preperitoneal (TAPP) approaches. It compares the advantages and disadvantages of open versus laparoscopic techniques.
Proyecto De Ley Retenciones MòViles
El documento propone un proyecto de ley sobre retenciones móviles para la cámara de Diputados. Busca establecer retenciones variables para los productos agrícolas que se ajusten a las condiciones del mercado internacional para beneficiar a los productores locales.
Bcg Matrix
The BCG Matrix is a tool used to evaluate a company's product portfolio. It categorizes products as stars, cash cows, question marks, or dogs based on their market share and market growth. Stars have a high market share and require significant cash investment. Cash cows have a large market share in a stable market and generate cash. Question marks have high growth but low market share, consuming cash. Dogs have low market share and growth, neither generating nor consuming much cash but tying up resources.
Anorectal abscess
This presentation discusses the diagnosis and management of anorectal abscesses. Key points include:
- Anorectal abscesses typically present with perianal pain, swelling, and drainage and are usually caused by a cryptoglandular infection.
- Differential diagnoses depend on associated symptoms and may include hemorrhoids, fistulas, or Crohn's disease.
- Evaluation involves examination, blood tests, and imaging studies.
- Treatment is early surgical drainage of the abscess to prevent complications like fistula formation or impairment of sphincter function. Postoperative care involves antibiotics, pain relief, and follow-up to monitor for healing or complications.
Bcg matrix - ( international hrm )
1. The document discusses the Boston Consulting Group (BCG) Matrix, a portfolio planning model created by BCG in 1970.
2. The BCG Matrix classifies business units into four categories based on their market share and market growth rate: Stars, Cash Cows, Question Marks, and Dogs.
3. Stars are high market share business units in high growth markets. Cash Cows are high market share units in low-growth markets. Question Marks have high growth but low market share. Dogs have low growth and market share.
BCG matrix
The BCG matrix is a chart created by Bruce Henderson at Boston Consulting Group in 1970 to analyze business units and allocate resources. It categorizes products as Cash Cows, Dogs, Question Marks, or Stars based on their relative market share and the market growth rate. Cash Cows have high market share in a slow-growing market and generate cash. Dogs have low market share in a mature market and barely break even. Question Marks have low market share in a fast-growing market. Stars have high market share in a fast-growing market but require investment to maintain growth. The matrix is used to determine which products to invest in versus divest.
BCG Matrix
The document appears to be a template for a presentation on the BCG matrix. The BCG matrix is a tool used to analyze business units or product lines based on their relative market share and growth rate. The template includes placeholder text and graphics to help a presenter customize the presentation for their specific company and products. It provides guidance on formatting slides with sections for strengths, weaknesses, opportunities, threats, product portfolio analysis, and recommendations.
Maruti udyog limited bcg matrix
Maruti Suzuki is the largest automobile company in India. [1] It was established in 1981 as a collaboration between the Indian government and Suzuki Motor Corporation of Japan. [2] Maruti 800 was Maruti's first car, launched in 1983. [3] It went through different stages of the product lifecycle - introduction from 1983-1986, growth from 1987-1996, maturity from 1997-2002, and decline from 2002 to present. [4] Facing competition from newer small cars, Maruti repositioned the 800 as the Alto 800 in 2012 to try and revive sales. [5] When analyzed using the BCG matrix, Maruti 800 shifted from a star during introduction and growth to a
Long run for monopoly
1. The document explains the long-run equilibrium for a monopoly, including how changes in demand and supply impact the market structure.
2. It discusses three scenarios for a monopoly making supernormal profits: an increase in demand increases output and profits; an increase in costs decreases output and profits; and an increase in fixed costs eliminates supernormal profits.
3. For each scenario, the document uses diagrams to show how the relevant curves shift and how the monopoly should adjust its output level to maximize profits.
Smart solution un fisika sma 2013 (skl 2 indikator 2.8 fluida statis dan dina...
Dokumen tersebut membahas mengenai hukum-hukum fluida statis dan dinamis beserta contoh soalnya. Terdapat penjelasan mengenai tekanan hidrostatis, hukum Pascal, hukum Archimedes, kapilaritas, viskositas, dan hukum Bernoulli.
BCG MATRIX AND TOWS MATRIX OF GOOGLE
Larry Page and Sergey Brin founded Google in 1998 after developing their search technology as PhD students at Stanford University. Google hosts many internet services and products and generates most of its profit from advertising. It processes over one billion search requests and 24 petabytes of user data daily. Google has become a dominant player in the search market but faces threats of declining growth and increasing competition. It aims to become stars in new markets through acquisitions of small companies in rapidly growing sectors, though many acquisitions have struggled or become dogs with low market share in mature industries.
Bcg matrix with ITC company
Bcg matrix with ITC LIMITED as corporate company example. The BCG matrix is used for the business group only
smoking cessation
This document provides an overview of smoking cessation. It begins with an introduction discussing the negative health impacts of smoking and statistics on smoking rates. It then covers the chemical components in cigarettes and negative effects of smoking on various parts of the body. Benefits of smoking cessation are outlined. The document also summarizes several research studies on smoking cessation methods and their effectiveness, including enhanced motivational interviewing versus brief advice, nicotine replacement therapy, and a randomized trial of nicotine replacement therapy patches in pregnancy. Barriers to smoking cessation and electronic cigarettes are also discussed.
Product Life Cycle & Marketing Strategy of Colgate, Dairy Milk and Samsung 3D tv
This Presentation is about the marketing strategy & PLC i.e Product Life Cycle of FMCG products like Colgate & Dairy Milk and a consumer durable good i.e Samsung 3D TV.
MCASP Esquematizado (Parte I)
(1) O documento descreve os principais procedimentos contábeis orçamentários no Brasil, incluindo princípios orçamentários, classificação de receitas e despesas, e estrutura da codificação orçamentária.
(2) É explicado que as receitas podem ser orçamentárias ou extraorçamentárias e as despesas também podem ser orçamentárias ou extraorçamentárias.
(3) As classificações de receitas e despesas incluem natureza, institucional, funcional e programação.
Viewers also liked (20)
India’s Offshore Integrity - Learn and Use Global Offshore Experience
India’s Offshore Integrity - Learn and Use Global Offshore Experience
Smart solution un fisika sma 2013 (skl 2 indikator 2.8 fluida statis dan dina...
Smart solution un fisika sma 2013 (skl 2 indikator 2.8 fluida statis dan dina...
Product Life Cycle & Marketing Strategy of Colgate, Dairy Milk and Samsung 3D tv
Product Life Cycle & Marketing Strategy of Colgate, Dairy Milk and Samsung 3D tv
Recently uploaded
Digital Artifact 1 - 10VCD Environments Unit
Digital Artifact 1 - 10VCD Environments Unit - NGV Pavilion Concept Design
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar KanvariaDRUGS AND ITS classification slide share
Any substance (other than food) that is used to prevent, diagnose, treat, or relieve symptoms of a
disease or abnormal condition
Advanced Java[Extra Concepts, Not Difficult].docx
This is part 2 of my Java Learning Journey. This contains Hashing, ArrayList, LinkedList, Date and Time Classes, Calendar Class and more.
Introduction to AI for Nonprofits with Tapp Network
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
ANATOMY AND BIOMECHANICS OF HIP JOINT.pdf
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
South African Journal of Science: Writing with integrity workshop (2024)
South African Journal of Science: Writing with integrity workshop (2024)Academy of Science of South Africa
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.Azure Interview Questions and Answers PDF By ScholarHat
Azure Interview Questions and Answers PDF By ScholarHat
RPMS TEMPLATE FOR SCHOOL YEAR 2023-2024 FOR TEACHER 1 TO TEACHER 3
RPMS Template 2023-2024 by: Irene S. Rueco
CACJapan - GROUP Presentation 1- Wk 4.pdf
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
The Diamonds of 2023-2024 in the IGRA collection
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Hindi varnamala | hindi alphabet PPT.pdf
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
Recently uploaded (20)
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
Pride Month Slides 2024 David Douglas School District
Pride Month Slides 2024 David Douglas School District
Introduction to AI for Nonprofits with Tapp Network
Introduction to AI for Nonprofits with Tapp Network
Liberal Approach to the Study of Indian Politics.pdf
Liberal Approach to the Study of Indian Politics.pdf
South African Journal of Science: Writing with integrity workshop (2024)
South African Journal of Science: Writing with integrity workshop (2024)
Azure Interview Questions and Answers PDF By ScholarHat
Azure Interview Questions and Answers PDF By ScholarHat
RPMS TEMPLATE FOR SCHOOL YEAR 2023-2024 FOR TEACHER 1 TO TEACHER 3
RPMS TEMPLATE FOR SCHOOL YEAR 2023-2024 FOR TEACHER 1 TO TEACHER 3
Bcg matrix
- 10. • The Boston Consulting Group (BCG) is an American worldwide management consulting firm with 82 offices in 46 countries. • The firm advises clients in the private, public, and not-for-profit sectors around the world, including more than two-thirds of the Fortune 500 • BCG was ranked second in Fortune's "100 Best Companies to Work For" in 2015
- 11. • Type-Private • Industry -Management consulting. • Founded-1963 • Headquarters- Boston, Massachusetts, U.S. • Key people-Rich Lesser, President & CEO • Revenue-$4.55 billion (2014) • Number of employees-6,200 consultants worldwide (10,500 total staff)