This document provides an introduction to a master's thesis that examines representations of Corporate Social Responsibility (CSR) practices in the internal communication of the non-governmental organization (NGO) GAME. It gives a brief history of CSR from its origins in the 1950s to modern applications. The author chose to focus on GAME's internal communication processes through qualitative interviews. While GAME does not explicitly state CSR policies as an NGO focused on social change, the author aims to understand underlying CSR traditions through employee perspectives. The introduction outlines the relevance of examining CSR in NGO contexts and previews the thesis structure.
Corporate social-and-financial-performance-an-extended-stakeholder-theory-and...Jan Ahmed
This document summarizes a research article that empirically analyzes the relationship between corporate social performance (CSP) and corporate financial performance (CFP). The study extends stakeholder theory by considering stakeholder heterogeneity and incorporating insights from prospect theory. It analyzes a panel dataset of S&P 500 companies from 1997-2002 that includes disaggregated measures of CSP. The study finds that a reputation for CSP is more strongly related to CFP for secondary stakeholders than primary stakeholders. It also finds that the negative impact of bad CSP on CFP is larger than the positive impact of good CSP, due to prospect theory's concept of losses looming larger than gains. The study contributes to research by taking a more nuanced view of how different
Esssay. Relational vs Transactional psychological contractsDimitrios Kordas
This is an essay, written for the LSE Summer School 2013, focused on the comparison and analysis of transactional and relational, Psychological Contracts (PC) and their intreconnection with different working environments. The author tries to keep a deeper eye on the emerging trend of hiring initially on a transactional contractual basis and later on a relational one. The limited scope and academic requirements constrained a more elaborated view on the causes of psychological contract breach and a wider approach on the several PC models have already been developed. The Harvard model is used as a "map of the HRM territory" (Beer et al., 1984) to depict how the HR-policies can empower the two, examined, psychological contract types.
The psychological contract has captured the attention of researchers as a framework for understanding the employment relationship. The concept of the psychological contract developed by the organizational scholar Denise Rousseau, represents the mutual beliefs, perceptions, and informal obligations between an employer and an employee. It sets the dynamics for the relationship and defines the detailed practically of the work to be done. It is distinguishable from the formal written contract of employment which, for the most part, only identifies mutual duties and responsibilities in a generalized form. This chapter begins with a review of the initial phase in the development of the psychological contract highlighting the commonalities and differences amongst the early contributors.
The analysis found a statistically significant relationship between a more diverse leadership and better financial performance. The companies in the top quartile of gender diversity were 15 percent more likely to have financial returns that were above their national industry median. Companies in the top quartile of racial/ethnic diversity
were 30 percent more likely to have financial returns above their national industry median. Companies in the bottom quartile for both gender and ethnicity/race were statistically less likely to achieve above-average financial returns than the average companies in the dataset
This document summarizes research showing a link between organizational culture and financial performance metrics. The research analyzed data from 127 companies that completed an organizational culture survey. It found that companies scoring in the top 25% on culture traits like mission and adaptability significantly outperformed those in the bottom 25% on financial metrics like return on assets, sales growth, and market value over both the short and long term. Specifically, high-scoring companies earned 2-3 times more profit per dollar of assets and grew sales 2-3 times faster than low-scoring companies in the year surveyed. They also maintained these advantages in subsequent years. Thus, organizational culture can provide a sustainable competitive advantage impacting long-term financial success.
The authors examine the impact of mandated female board representation on firm valuation using a natural experiment in Norway. They find that the law requiring at least 40% female representation led to:
1) A 3.52% decline in stock prices for firms with no female directors prior to the law.
2) A 12.4% decline in Tobin's Q from the average firm value following a 10% increase in female representation.
3) Significant changes to board composition, with new female directors having less experience but more education than retained male directors.
This document provides an introduction to a master's thesis that examines representations of Corporate Social Responsibility (CSR) practices in the internal communication of the non-governmental organization (NGO) GAME. It gives a brief history of CSR from its origins in the 1950s to modern applications. The author chose to focus on GAME's internal communication processes through qualitative interviews. While GAME does not explicitly state CSR policies as an NGO focused on social change, the author aims to understand underlying CSR traditions through employee perspectives. The introduction outlines the relevance of examining CSR in NGO contexts and previews the thesis structure.
Corporate social-and-financial-performance-an-extended-stakeholder-theory-and...Jan Ahmed
This document summarizes a research article that empirically analyzes the relationship between corporate social performance (CSP) and corporate financial performance (CFP). The study extends stakeholder theory by considering stakeholder heterogeneity and incorporating insights from prospect theory. It analyzes a panel dataset of S&P 500 companies from 1997-2002 that includes disaggregated measures of CSP. The study finds that a reputation for CSP is more strongly related to CFP for secondary stakeholders than primary stakeholders. It also finds that the negative impact of bad CSP on CFP is larger than the positive impact of good CSP, due to prospect theory's concept of losses looming larger than gains. The study contributes to research by taking a more nuanced view of how different
Esssay. Relational vs Transactional psychological contractsDimitrios Kordas
This is an essay, written for the LSE Summer School 2013, focused on the comparison and analysis of transactional and relational, Psychological Contracts (PC) and their intreconnection with different working environments. The author tries to keep a deeper eye on the emerging trend of hiring initially on a transactional contractual basis and later on a relational one. The limited scope and academic requirements constrained a more elaborated view on the causes of psychological contract breach and a wider approach on the several PC models have already been developed. The Harvard model is used as a "map of the HRM territory" (Beer et al., 1984) to depict how the HR-policies can empower the two, examined, psychological contract types.
The psychological contract has captured the attention of researchers as a framework for understanding the employment relationship. The concept of the psychological contract developed by the organizational scholar Denise Rousseau, represents the mutual beliefs, perceptions, and informal obligations between an employer and an employee. It sets the dynamics for the relationship and defines the detailed practically of the work to be done. It is distinguishable from the formal written contract of employment which, for the most part, only identifies mutual duties and responsibilities in a generalized form. This chapter begins with a review of the initial phase in the development of the psychological contract highlighting the commonalities and differences amongst the early contributors.
The analysis found a statistically significant relationship between a more diverse leadership and better financial performance. The companies in the top quartile of gender diversity were 15 percent more likely to have financial returns that were above their national industry median. Companies in the top quartile of racial/ethnic diversity
were 30 percent more likely to have financial returns above their national industry median. Companies in the bottom quartile for both gender and ethnicity/race were statistically less likely to achieve above-average financial returns than the average companies in the dataset
This document summarizes research showing a link between organizational culture and financial performance metrics. The research analyzed data from 127 companies that completed an organizational culture survey. It found that companies scoring in the top 25% on culture traits like mission and adaptability significantly outperformed those in the bottom 25% on financial metrics like return on assets, sales growth, and market value over both the short and long term. Specifically, high-scoring companies earned 2-3 times more profit per dollar of assets and grew sales 2-3 times faster than low-scoring companies in the year surveyed. They also maintained these advantages in subsequent years. Thus, organizational culture can provide a sustainable competitive advantage impacting long-term financial success.
The authors examine the impact of mandated female board representation on firm valuation using a natural experiment in Norway. They find that the law requiring at least 40% female representation led to:
1) A 3.52% decline in stock prices for firms with no female directors prior to the law.
2) A 12.4% decline in Tobin's Q from the average firm value following a 10% increase in female representation.
3) Significant changes to board composition, with new female directors having less experience but more education than retained male directors.
Shrieves Casting Company is considering adding a new production line with machinery that costs $260,000 after factoring in the invoice, shipping, and installation costs. The machinery is depreciated over 4 years. The new line would generate $300,000 in annual sales in year 1, increasing by 5% each year due to inflation, at a cost of $150,000 in year 1 also increasing by inflation. The net present value of the project's cash flows is calculated to be $37,437, which is greater than 0, indicating the project should be accepted.
The document outlines the business plan for Iuvenes Bank, a commercial bank in Istanbul aiming to serve young people aged 18 to 26. The bank will offer a "Younker Card" credit card with discounts at partner businesses and deferred payments, as well as education loans for students. The bank plans to open 16 branches across Turkey's major cities and universities initially, focusing on internet banking. It will hire a mix of experienced managers and university student interns, prioritizing subjects like business, economics, and engineering.
Anıl Sural - Italian Brands in the Turkish MarketAnıl Sural
The document summarizes Italian business and investment relationships between Italy and Turkey. Some key points:
- There are over 800 Italian companies operating in Turkey, mainly in manufacturing, services, and to a lesser extent agriculture and energy. Major Italian companies invested in Turkey include FIAT, IVECO, and Telecom Italia Mobile.
- Bilateral trade between Italy and Turkey reached $18.8 billion in 2008 but declined to $13.5 billion in 2009 due to the global economic crisis. Italy is Turkey's 3rd largest commercial partner.
- Italian investors see Turkey as an attractive lower-cost alternative to China and India for access to European markets. Several Italian companies are exploring increased business opportunities in
Anıl Sural - Turkey 2050 Vision Business Geography Anıl Sural
This document outlines Turkey's Vision 2050 plan which aims to ensure a prosperous and sustainable future for Turkey through initiatives focused on human development, urbanization, transportation, energy production and consumption. The plan details goals and measures of success in each area, as well as key issues and targets to be achieved by 2025 to facilitate the transition. By 2050, Turkey aims to have a population of 100 million with 80% living in "smart green cities" powered by safe, low-carbon and domestically-produced energy, and a more educated, equitable and environmentally-conscious society.
The document summarizes the genesis and establishment of the United Nations. It describes how planning for a postwar international organization began during World War II by both government agencies and private organizations. The major Allied powers agreed to preliminary proposals at Dumbarton Oaks and Yalta to lay the groundwork. At the founding conference in San Francisco, smaller states pushed back against the power of the permanent Security Council members but ultimately had to accept their dominant role, while securing some concessions. The UN Charter was finalized and went into effect upon sufficient ratification.
Anıl Sural - Capital Structure and LeverageAnıl Sural
The document discusses business risk versus financial risk and how operating leverage and capital structure impact risk. It provides examples to illustrate:
1) Business risk depends on the uncertainty of a firm's operating income, while financial risk depends on the amount of debt financing used.
2) Operating leverage affects business risk, as high fixed costs mean small sales changes impact profits.
3) Capital structure choices impact total risk to shareholders, as debt increases financial risk despite possibly raising expected returns through tax benefits.
4) An optimal capital structure balances the tax benefits of debt against increasing bankruptcy costs from higher leverage.
Anıl Sural - Globalization and Income Inequality and European PerspectiveAnıl Sural
This document discusses income inequality across advanced economies over the past few decades. It finds that while inequality increased significantly in the United States and United Kingdom, it rose only modestly or declined in some continental European countries. The document examines several potential drivers of inequality, including globalization, technological changes, workforce composition changes, and policy changes. Regression analysis found that globalization factors explain only a small portion of the variation in inequality levels between countries. The evolution of inequality is a complex issue with multiple interacting factors playing different roles in different places.
A real option refers to the ability to choose between investments in tangible assets under uncertainty. Real options apply the techniques of financial options to real-life investment decisions. There are several types of real options relating to project size, timing, and operation. This document provides an example to value a real option using discounted cash flow analysis, qualitative assessment, decision tree analysis, and other procedures. Waiting one year to implement the project in the example increases its expected net present value from $4.61 million to $11.42 million due to the value of the option to delay until demand is confirmed to be high.
At cost of capital levels below the crossover point of 8.7%, the NPV and IRR methods would rank the projects similarly by choosing Project Y.
At cost of capital levels above 8.7%, the methods would rank the projects differently, with NPV choosing Project X due to its higher NPV, and IRR choosing Project Y due to its higher IRR of 23.6% vs 18.1% for Project X.
So in summary, below the 8.7% crossover point the methods agree on Project Y, and above it they disagree with NPV choosing Project X and IRR choosing Project Y. The crossover point is the dividing line where the methods switch in their ranking of the two projects.
Is Outsourcing Exploitation or Chance for Developing Countries? Anıl Sural
This document appears to be a graduation thesis written by Anil Sural on the topic of whether outsourcing is exploitation or a chance for developing countries. It discusses globalization and the rise of multinational corporations operating in low-cost countries like China. It defines outsourcing as using international labor and supplies to reduce costs. While outsourcing saves money for businesses, it can negatively impact domestic workers through job losses and pay cuts. The document also examines conditions for outsourced workers in China, debate around insourcing jobs back to the US, and perspectives from both the US and Chinese governments.
Anıl Sural - Trend Company Social Buiness PlanAnıl Sural
The document proposes establishing a social business called Trend Company that would sell defective, clearance, and high-quality brand name products at low prices. The business would be located in Sultanbeyli, Istanbul, where it would provide employment for disabled people and sell affordable goods to the local poor population. Trendyol.com would donate shop space and supply products to the social business at low costs to help achieve its social goals.
This document discusses the importance of correctly calculating a firm's cost of capital and the various components that make up its cost of capital. It explains that a firm uses its cost of capital to determine if investments are profitable. If the cost of capital is miscalculated, the firm could invest in too many unprofitable projects or not enough profitable ones.
The document then outlines the various sources of long-term capital firms use, including long-term debt, preferred stock, and common equity. It discusses methods for calculating the costs of each component, such as using current market yields or the CAPM model. The weighted average cost of capital (WACC) is calculated using the costs of each component weighted by the firm's target
Basic Principles and Organizations of the United NationsAnıl Sural
The United Nations Charter outlines the UN's organizational structure and principles. As a weak confederation, the UN relies on cooperation between its members to implement its functions. The Charter's principles have at times enabled or hindered UN action, depending on members' political will. The UN's main goals are maintaining peace and security, promoting economic and social cooperation, and protecting human rights. The Charter establishes six principal organs: the General Assembly, Security Council, Economic and Social Council, Trusteeship Council, Secretariat, and International Court of Justice. Their roles are to consider issues, make recommendations, coordinate programs, and support the UN's objectives.
1) The CFO provided information on the firm's capital structure, bond yields, stock prices, tax rates, and growth expectations to estimate the WACC.
2) The costs of debt, preferred stock, and retained earnings were calculated using the bond yield, dividend yield, CAPM, and DCF approaches.
3) The WACC was estimated to be 7.58% using a 40% weight on debt at 3.6%, 10% weight on preferred stock at 7.4%, and 50% weight on retained earnings at 10.08%.
The document discusses the agricultural sector in Turkey. It notes that around 1/3 of the population lives in rural areas and agriculture makes up 8-10% of national income. It states that agricultural policies need to be harmonized with industrial policies during the EU accession process. The document also discusses Turkey's economic advantages for agriculture, including climate and natural resources. It notes targets for Turkey to increase agricultural production to $150 billion by 2023 and exports to $30 billion.
The document discusses a study that assesses the impact of corporate culture on employee job performance in the Nigerian banking industry. It aims to determine if corporate culture affects employee performance and organizational productivity. The study uses surveys of employees at various levels from selected banks. The findings suggest that a majority of respondents agree that corporate culture influences both employee performance and organizational productivity. This supports the hypotheses that positive relationships exist between corporate culture, employee performance, and organizational productivity in Nigerian banks.
Medical Conferences, Pharma Conferences, Engineering Conferences, Science Conferences, Manufacturing Conferences, Social Science Conferences, Business Conferences, Scientific Conferences Malaysia, Thailand, Singapore, Hong Kong, Dubai, Turkey 2014 2015 2016
Global Research & Development Services (GRDS) is a leading academic event organizer, publishing Open Access Journals and conducting several professionally organized international conferences all over the globe annually. GRDS aims to disseminate knowledge and innovation with the help of its International Conferences and open access publications. GRDS International conferences are world-class events which provide a meaningful platform for researchers, students, academicians, institutions, entrepreneurs, industries and practitioners to create, share and disseminate knowledge and innovation and to develop long-lasting network and collaboration.
GRDS is a blend of Open Access Publications and world-wide International Conferences and Academic events. The prime mission of GRDS is to make continuous efforts in transforming the lives of people around the world through education, application of research and innovative ideas.
Global Research & Development Services (GRDS) is also active in the field of Research Funding, Research Consultancy, Training and Workshops along with International Conferences and Open Access Publications.
International Conferences 2014 – 2015
Malaysia Conferences, Thailand Conferences, Singapore Conferences, Hong Kong Conferences, Dubai Conferences, Turkey Conferences, Conference Listing, Conference Alerts
1) The document discusses how psychology influences various aspects of recruitment, including individual differences, motivations, organizational culture, and prejudice.
2) Key factors that influence individual behavior are cognitive ability, personality traits, emotional intelligence, social identity, motivation, and conformity to social and organizational norms.
3) An organization's culture and design can impact outcomes like employee engagement, performance, and retention through how they define values like trust, pride and camaraderie.
4) Understanding psychological concepts is important for recruitment, but also requires practical application balanced with continuous learning from mistakes.
A Study on Perception of Work Culture and Its Impact on Employee Behavior.pdfChristine Maffla
- The document discusses a study on the perception of organizational culture and its impact on employee behavior. It aims to understand the relationship between various aspects of organizational culture (like openness, trust, collaboration, etc.) and employee behavior.
- A literature review found that factors like openness, trust, employee involvement and empowerment positively impact employee behavior and engagement. Organizational culture plays an important role in shaping employee attitudes and performance.
- The study used a survey methodology with a sample of 60 employees to understand their perceptions of various cultural factors and behaviors. Statistical analysis found several cultural factors like decision making, recognition, learning to be positively correlated with behaviors.
TMA-1-Reference Material-People Profession-2030-Report.pdfEmad Ahmed
The report discusses key trends that will influence the people profession in 2030 based on research involving people professionals. It identifies five main trends: (1) evolving organizational models and processes, (2) digital and technological transformation, (3) changing demographics and diversity & inclusion strategies, (4) diversifying employment relationships, and (5) sustainability, purpose and responsible business. The research examined how external drivers like political, economic and social changes impact these trends and the people profession. Insights from hackathon and roundtable discussions with people professionals around the world were analyzed to understand the implications of these trends.
Corporate efficiency through cultural narrativesQuinn Thurman
This document provides a literature review and proposed methodology for a study examining how cultural narratives contribute to corporate efficiency at Southern Utah University. The literature review discusses previous research showing that strong organizational culture and internal communication can improve efficiency. The proposed methodology is to interview university staff involved in recruitment to identify common narratives told to students. These narratives will then be analyzed using grounded theory methods to develop categories of stories and evaluate which types of stories align with factors known to increase efficiency, such as those identified in the literature review. The goal is to determine what narrative themes and types are most effective for establishing an efficient organizational culture.
Shrieves Casting Company is considering adding a new production line with machinery that costs $260,000 after factoring in the invoice, shipping, and installation costs. The machinery is depreciated over 4 years. The new line would generate $300,000 in annual sales in year 1, increasing by 5% each year due to inflation, at a cost of $150,000 in year 1 also increasing by inflation. The net present value of the project's cash flows is calculated to be $37,437, which is greater than 0, indicating the project should be accepted.
The document outlines the business plan for Iuvenes Bank, a commercial bank in Istanbul aiming to serve young people aged 18 to 26. The bank will offer a "Younker Card" credit card with discounts at partner businesses and deferred payments, as well as education loans for students. The bank plans to open 16 branches across Turkey's major cities and universities initially, focusing on internet banking. It will hire a mix of experienced managers and university student interns, prioritizing subjects like business, economics, and engineering.
Anıl Sural - Italian Brands in the Turkish MarketAnıl Sural
The document summarizes Italian business and investment relationships between Italy and Turkey. Some key points:
- There are over 800 Italian companies operating in Turkey, mainly in manufacturing, services, and to a lesser extent agriculture and energy. Major Italian companies invested in Turkey include FIAT, IVECO, and Telecom Italia Mobile.
- Bilateral trade between Italy and Turkey reached $18.8 billion in 2008 but declined to $13.5 billion in 2009 due to the global economic crisis. Italy is Turkey's 3rd largest commercial partner.
- Italian investors see Turkey as an attractive lower-cost alternative to China and India for access to European markets. Several Italian companies are exploring increased business opportunities in
Anıl Sural - Turkey 2050 Vision Business Geography Anıl Sural
This document outlines Turkey's Vision 2050 plan which aims to ensure a prosperous and sustainable future for Turkey through initiatives focused on human development, urbanization, transportation, energy production and consumption. The plan details goals and measures of success in each area, as well as key issues and targets to be achieved by 2025 to facilitate the transition. By 2050, Turkey aims to have a population of 100 million with 80% living in "smart green cities" powered by safe, low-carbon and domestically-produced energy, and a more educated, equitable and environmentally-conscious society.
The document summarizes the genesis and establishment of the United Nations. It describes how planning for a postwar international organization began during World War II by both government agencies and private organizations. The major Allied powers agreed to preliminary proposals at Dumbarton Oaks and Yalta to lay the groundwork. At the founding conference in San Francisco, smaller states pushed back against the power of the permanent Security Council members but ultimately had to accept their dominant role, while securing some concessions. The UN Charter was finalized and went into effect upon sufficient ratification.
Anıl Sural - Capital Structure and LeverageAnıl Sural
The document discusses business risk versus financial risk and how operating leverage and capital structure impact risk. It provides examples to illustrate:
1) Business risk depends on the uncertainty of a firm's operating income, while financial risk depends on the amount of debt financing used.
2) Operating leverage affects business risk, as high fixed costs mean small sales changes impact profits.
3) Capital structure choices impact total risk to shareholders, as debt increases financial risk despite possibly raising expected returns through tax benefits.
4) An optimal capital structure balances the tax benefits of debt against increasing bankruptcy costs from higher leverage.
Anıl Sural - Globalization and Income Inequality and European PerspectiveAnıl Sural
This document discusses income inequality across advanced economies over the past few decades. It finds that while inequality increased significantly in the United States and United Kingdom, it rose only modestly or declined in some continental European countries. The document examines several potential drivers of inequality, including globalization, technological changes, workforce composition changes, and policy changes. Regression analysis found that globalization factors explain only a small portion of the variation in inequality levels between countries. The evolution of inequality is a complex issue with multiple interacting factors playing different roles in different places.
A real option refers to the ability to choose between investments in tangible assets under uncertainty. Real options apply the techniques of financial options to real-life investment decisions. There are several types of real options relating to project size, timing, and operation. This document provides an example to value a real option using discounted cash flow analysis, qualitative assessment, decision tree analysis, and other procedures. Waiting one year to implement the project in the example increases its expected net present value from $4.61 million to $11.42 million due to the value of the option to delay until demand is confirmed to be high.
At cost of capital levels below the crossover point of 8.7%, the NPV and IRR methods would rank the projects similarly by choosing Project Y.
At cost of capital levels above 8.7%, the methods would rank the projects differently, with NPV choosing Project X due to its higher NPV, and IRR choosing Project Y due to its higher IRR of 23.6% vs 18.1% for Project X.
So in summary, below the 8.7% crossover point the methods agree on Project Y, and above it they disagree with NPV choosing Project X and IRR choosing Project Y. The crossover point is the dividing line where the methods switch in their ranking of the two projects.
Is Outsourcing Exploitation or Chance for Developing Countries? Anıl Sural
This document appears to be a graduation thesis written by Anil Sural on the topic of whether outsourcing is exploitation or a chance for developing countries. It discusses globalization and the rise of multinational corporations operating in low-cost countries like China. It defines outsourcing as using international labor and supplies to reduce costs. While outsourcing saves money for businesses, it can negatively impact domestic workers through job losses and pay cuts. The document also examines conditions for outsourced workers in China, debate around insourcing jobs back to the US, and perspectives from both the US and Chinese governments.
Anıl Sural - Trend Company Social Buiness PlanAnıl Sural
The document proposes establishing a social business called Trend Company that would sell defective, clearance, and high-quality brand name products at low prices. The business would be located in Sultanbeyli, Istanbul, where it would provide employment for disabled people and sell affordable goods to the local poor population. Trendyol.com would donate shop space and supply products to the social business at low costs to help achieve its social goals.
This document discusses the importance of correctly calculating a firm's cost of capital and the various components that make up its cost of capital. It explains that a firm uses its cost of capital to determine if investments are profitable. If the cost of capital is miscalculated, the firm could invest in too many unprofitable projects or not enough profitable ones.
The document then outlines the various sources of long-term capital firms use, including long-term debt, preferred stock, and common equity. It discusses methods for calculating the costs of each component, such as using current market yields or the CAPM model. The weighted average cost of capital (WACC) is calculated using the costs of each component weighted by the firm's target
Basic Principles and Organizations of the United NationsAnıl Sural
The United Nations Charter outlines the UN's organizational structure and principles. As a weak confederation, the UN relies on cooperation between its members to implement its functions. The Charter's principles have at times enabled or hindered UN action, depending on members' political will. The UN's main goals are maintaining peace and security, promoting economic and social cooperation, and protecting human rights. The Charter establishes six principal organs: the General Assembly, Security Council, Economic and Social Council, Trusteeship Council, Secretariat, and International Court of Justice. Their roles are to consider issues, make recommendations, coordinate programs, and support the UN's objectives.
1) The CFO provided information on the firm's capital structure, bond yields, stock prices, tax rates, and growth expectations to estimate the WACC.
2) The costs of debt, preferred stock, and retained earnings were calculated using the bond yield, dividend yield, CAPM, and DCF approaches.
3) The WACC was estimated to be 7.58% using a 40% weight on debt at 3.6%, 10% weight on preferred stock at 7.4%, and 50% weight on retained earnings at 10.08%.
The document discusses the agricultural sector in Turkey. It notes that around 1/3 of the population lives in rural areas and agriculture makes up 8-10% of national income. It states that agricultural policies need to be harmonized with industrial policies during the EU accession process. The document also discusses Turkey's economic advantages for agriculture, including climate and natural resources. It notes targets for Turkey to increase agricultural production to $150 billion by 2023 and exports to $30 billion.
The document discusses a study that assesses the impact of corporate culture on employee job performance in the Nigerian banking industry. It aims to determine if corporate culture affects employee performance and organizational productivity. The study uses surveys of employees at various levels from selected banks. The findings suggest that a majority of respondents agree that corporate culture influences both employee performance and organizational productivity. This supports the hypotheses that positive relationships exist between corporate culture, employee performance, and organizational productivity in Nigerian banks.
Medical Conferences, Pharma Conferences, Engineering Conferences, Science Conferences, Manufacturing Conferences, Social Science Conferences, Business Conferences, Scientific Conferences Malaysia, Thailand, Singapore, Hong Kong, Dubai, Turkey 2014 2015 2016
Global Research & Development Services (GRDS) is a leading academic event organizer, publishing Open Access Journals and conducting several professionally organized international conferences all over the globe annually. GRDS aims to disseminate knowledge and innovation with the help of its International Conferences and open access publications. GRDS International conferences are world-class events which provide a meaningful platform for researchers, students, academicians, institutions, entrepreneurs, industries and practitioners to create, share and disseminate knowledge and innovation and to develop long-lasting network and collaboration.
GRDS is a blend of Open Access Publications and world-wide International Conferences and Academic events. The prime mission of GRDS is to make continuous efforts in transforming the lives of people around the world through education, application of research and innovative ideas.
Global Research & Development Services (GRDS) is also active in the field of Research Funding, Research Consultancy, Training and Workshops along with International Conferences and Open Access Publications.
International Conferences 2014 – 2015
Malaysia Conferences, Thailand Conferences, Singapore Conferences, Hong Kong Conferences, Dubai Conferences, Turkey Conferences, Conference Listing, Conference Alerts
1) The document discusses how psychology influences various aspects of recruitment, including individual differences, motivations, organizational culture, and prejudice.
2) Key factors that influence individual behavior are cognitive ability, personality traits, emotional intelligence, social identity, motivation, and conformity to social and organizational norms.
3) An organization's culture and design can impact outcomes like employee engagement, performance, and retention through how they define values like trust, pride and camaraderie.
4) Understanding psychological concepts is important for recruitment, but also requires practical application balanced with continuous learning from mistakes.
A Study on Perception of Work Culture and Its Impact on Employee Behavior.pdfChristine Maffla
- The document discusses a study on the perception of organizational culture and its impact on employee behavior. It aims to understand the relationship between various aspects of organizational culture (like openness, trust, collaboration, etc.) and employee behavior.
- A literature review found that factors like openness, trust, employee involvement and empowerment positively impact employee behavior and engagement. Organizational culture plays an important role in shaping employee attitudes and performance.
- The study used a survey methodology with a sample of 60 employees to understand their perceptions of various cultural factors and behaviors. Statistical analysis found several cultural factors like decision making, recognition, learning to be positively correlated with behaviors.
TMA-1-Reference Material-People Profession-2030-Report.pdfEmad Ahmed
The report discusses key trends that will influence the people profession in 2030 based on research involving people professionals. It identifies five main trends: (1) evolving organizational models and processes, (2) digital and technological transformation, (3) changing demographics and diversity & inclusion strategies, (4) diversifying employment relationships, and (5) sustainability, purpose and responsible business. The research examined how external drivers like political, economic and social changes impact these trends and the people profession. Insights from hackathon and roundtable discussions with people professionals around the world were analyzed to understand the implications of these trends.
Corporate efficiency through cultural narrativesQuinn Thurman
This document provides a literature review and proposed methodology for a study examining how cultural narratives contribute to corporate efficiency at Southern Utah University. The literature review discusses previous research showing that strong organizational culture and internal communication can improve efficiency. The proposed methodology is to interview university staff involved in recruitment to identify common narratives told to students. These narratives will then be analyzed using grounded theory methods to develop categories of stories and evaluate which types of stories align with factors known to increase efficiency, such as those identified in the literature review. The goal is to determine what narrative themes and types are most effective for establishing an efficient organizational culture.
This document is a student's independent research paper on the influence of corporate social responsibility (CSR) on employee engagement. It begins with an abstract that summarizes the paper's objectives to discuss how CSR impacts employee engagement and organizational citizenship behavior, and how organizations can engage less engaged employees through CSR. The literature review then defines employee engagement and its components, examines theories on how CSR influences perceptions and engagement, and explores the relationship between CSR and engagement. The methodology outlines the research questions and qualitative approach using secondary data. Key findings are that CSR affects engagement through trust and identity, but some employees may differ in CSR perceptions; increasing CSR awareness and involvement can boost engagement.
This document provides an overview of a thesis that analyzes the role of human resources (HR) in corporate social responsibility (CSR) policy implementation at an international fast food corporation. The thesis aims to study how HR supports CSR policies in branches across Latvia, India, and the Netherlands. It will analyze literature on CSR and HR, interview HR/CSR managers, survey employees, and develop recommendations to strengthen the link between HR and CSR. The research questions examine similarities and differences in HR's CSR role across countries, activities HR uses to promote CSR, and how to improve the HR-CSR relationship for the corporation.
This document discusses positive organizational behavior (POB) from a cross-cultural perspective. It begins by noting that POB principles have become more prevalent in workplaces as a way to enhance employee morale and competitiveness during difficult economic times. The document then reviews literature showing links between POB concepts like hope, resilience, and strengths-based approaches, and improved employee performance, effectiveness, and satisfaction. It argues that focusing on amplifying positive attributes in organizations, rather than just reducing negatives, can lead to better financial and other performance. The document also examines cross-cultural studies finding universal values of work and its relationship to life fulfillment and priorities, while also noting differences in work goals and orientations across countries. Overall, it
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Essentials of Organizational BehaviorFourteenth EditionChapt.docx
Anıl Sural - Difference Between New Graduate Manager and Experience Manager
1. Okan University
Faculty of Economics and Administrative Science
Department of Business Administration
BUS401.1 - Research Methods in Administrative Sciences
Assistant Professor
Lecturer Işık Çiçek
2. SUBJECT
‘’Experience in executive and a recent graduate manager
work in the same place and how does it affect the
performance? ‘’
SUMMARY
Work experience is the experience that a person has been
working, or worked in a specific field or occupation.
Functional experience and expectations you can get all
from job. Experience is the knowledge acquired in a
matter accumulation over time.
3. INTRODUCTION
The purpose of this project is appreciating the experience in executive and a recent graduate
manager work in the same place and how does it affect the performance. We have included the
following steps :
•literature
•model and hypothesis
•information about the sector
•general information about the visited company
•SPSS analysis
•bibliography and responses for open and closed-ended questions.
We completed our project step by step.
In this study firstly we choosed a company that can share some information about employees with us
and we got general information from the human resources manager of the company. According the
this information we choosed a model for research methods and we created a survey which includes
our model. We implemented that surveys with 30 employees who works in SHR İnteraktif Servisler
San. ve Tic. A.Ş. According to the results we prepared an excel form of results and we used that
results at SPSS program. SPSS program is very useful for our project. Because we can see all the
results and analysis on SPSS that we need.
Also, with this project we started for research literature and we searched for article that contains our
model.
5. Teamwork…
The ability to develop a sense of teamwork and camaraderie
among workers is one ay that relational demography can
prove to be an important area of study for organizational
psychologists and for other human resources managers.
Organizational Culture…
The development of a strong organizational culture is also an important by
product of using relational demography.
6. Limit…
While relational demography appears to have positive implications in the
business world, there are some questions about its ability to accurately assess
individual and group attitudes and behaviors.
Similarities…
Relational demography indicates that the
more similarities workers in the same social
group have among one another, the more
likely it is that these workers will develop
positive work attitudes and behaviors.
7. Demographic similarity and advancement opportunities…
Individuals who are demographically similar to the rest of their work units will
perceive more opportunity for advancement than individuals who are
demographically different from the rest of their work units.
Using self-categorization theory to understand relational
demography-based variations in people’s responsivenessto
organizational culture…
Officers from a large financial services firm
who were more demographically different
from their coworkers behaved more
cooperatively when their business unit
emphasized collectivistic rather than
individualistic cultural values.
8. Demographic differences, social categorization, and cooperative
behavior…
People categorize demographically different
people as out-group members and similar
people as in-group members and also vary
their cooperation depending on these
categorizations.
The impact of relational demography on the quality of leader-
member exchanges and employees’ work attitudes and well-being…
Recent research has suggested that
demographic characteristics (such as gender,
age, tenure) can play an important role in
the quality of leader–member exchanges
9. Relational demography…
Largely independent of studies of person-culture
fit, a separate body of research on organizational Relational
demography has developed examining how demography
variations in an organization’s demographic
composition affects performance.
The gender similarities hypothesis…
Here, the author advances a very different
view, the gender similarities hypothesis,
which holds that males and females are
similar on most, but not all, psychological
variables.
10. Gender similarities and differences…
Gender-differences research is an extremely
active area; often 50 or more studies can be
found on a single aspect of gender
differences. Meta-analysis has emerged as an
excellent method for assessing these large
research literatures to determine which
findings are reliable.
Gender as a stimulus…
In the preponderance of psychological research, gender is considered to
be an individual-difference or person variable. An alternative approach
recognizes that gender is a social-stimulus variable as well.
11. Socioculturel influences on gender differences…
Some of the most exciting research and
theory on sociocultural influences on
psychological gender differences is coming
from cross-national research and research
on gender and ethnicity in the United
States.
Gender and ethnicity in the United States…
Scholars in women's studies have long urged the study of the
intersection of gender and ethnicity. Translated to the
language of psychological science, this is equivalent to a
hypothesis of an interaction of gender by ethnicity.
12. Top management team demography and corporate strategic
chance…
This study examined the relationship
between the demography of top
management teams and corporate
strategic change, measured as absolute
change in diversification level.
Age and tenure in relation to organizational commitment: A Meta
Analysis…
Age and tenure are considered important
correlates of organizational commitment
(OC). However, the relations between these
variables and OC were found to be
relatively weak. This meta-analysis
examines the relations between age and
tenure and OC across different time frames
of employment stages.
13. MODEL Functional
Expertise :
Expectations from
job
(fresh position)
Relational
Demography:
-Educational Level
-Age ROI
-Organizational
Tenure
14. H0 I : There is no relationship between educational level and Roi
H1 I : There is a positive relationship between educational level and Roi
H0 II : There is no relationship between age and Roi
H1 II : There is a negative relationship between age and Roi
H0 III : There is no relationship between organizational tenure and Roi
H1 III : There is a positive relationship between organizational tenure and Roi
H0 IV : There is no effect of expectations from job on the relationship between
educational level and Roi
H1 IV : There is a positive effect of expectations from job on the relationship
between educational level and Roi
H0 V : There is no effect of expectations from job on the relationship between age
and Roi
H1 V : There is an effect of expectations from job on the relationship between age
and Roi
H0 VI : There is no effect of expectations from job on the relationship between
organizational tenure and Roi
H1 VI : There is a positive effect of expectations from job on the relationship
between organizational tenure and Roi
15. INFORMATION OF THE SECTOR
Teknolojik gelişmeler eğlence sektöründe önemli bir rol oynamaktadır. Teknolojik
gelişmeler, yeni eğlence ürünlerinin ortaya çıkmasını sağlamıştır. Sinema, müzik, video
oyunları gibi ürünler, dijital çağda iyi yönde geliştirilebilen eğlence ürünleri olarak
ortaya çıkmaktadır. Bu durumda da teknoloji, eğlence endüstrisinin ekonomik yapısını
büyük oranda etkilemekte ve değiştirmektedir.
Teknolojideki gelişmeler, kitlelere ürün dağıtımını kolaylaştırıp artırarak, spor ve
eğlence pazarlamasının değişimine neden olmuştur. Teknolojinin eğlencede
yarattığı yeni dönüşüm ve değişimlerin sayısı fazla olmuştur. Sinema, radyo, TV,
video kaydediciler, CD, DVD ve internet; dünya çapında eğlence ürünlerinin
yayılmasını daha da kolaylaştırmıştır.
16. GENERAL INFORMATION ABOUT THE VISITED COMPANY
2009 yılında kuruluşundan bu yana yayıncı ve yapımcı olarak Dijital Eğlence
sektöründe oyun severlere hizmet veren SHR Group; Türkiye, OrtaDoğu ve Kuzey
Afrika Bölgesi’nin lider firmasi olarak hizmet vermektedir. Şirketin amacı, bölgedeki
Dijital Eğlence Sektörü boşluğunu kapatarak, oyun severlerin beklentilerine ve
ihtiyaçlarını karsılayacak bir hizmet anlayışı ile en kaliteli ve zengin içerikli online
oyunları Türkçe ve Arapça lokalizasyon ile sunmaktır.
7/24 müşteri desteği, A'dan Z'ye oyun lokalizasyonu, yerel pazar ve bölgesel
pazarlamaya verilen değer, sosyal ağlardaki eğlence ortamı ve online oyun keyfini
birlestiren yapısı, oyuncular için kolay ödeme seçenekleri, MMOFPS, MMORPG, MMO
Aksiyon, Sosyal Oyunlar, Spor, Dans ve Müzik Oyunları ve Mobil Oyunlar gibi oyun
kategorilerinin farklı kesimleri ile dijital eğlence sektörü kapsamında animasyon
yayıncılığı, radyo ve sosyal iletişim ağları SHR'nin sunduğu baslıca hizmetlerdir.
17. 14 milyon kayıtlı oyuncu, 80.000 üzerinde anlık oyuncuya (PCCU) sahip Joygame;
Joymoby, Joygame TV, Joygame Radyo, Joygame Store ve JoyOtaku Anime Portalları ile
birlikte bölgenin en yüksek ziyaretçiye sahip internet firmalarından biridir.
18. Products…
Joygame, Joygame Arabic, Joymoby,
Joyotaku, Hengame, Jeton, Joygame Store
(Online MMRP Oyunlar)
Partners…
Softynx (Wolfteam-Rakion), Kylin
Games,Wayi Interactive, Skeinglob, CJ,
Nurien, Karnaval(Jeton), Perfect World
(Battle Of Immortals), Frogwares (World Of
Battles), Bigpoint, GameSultan, Turkcell,
Cruncyroll, Spectrum Medya (Karnaval),
Mighty Gamers, Avea, Vodafone, Pay to Go
19. Social responsibility…
TEGEV, Birsilgibirkalem.org, Mavi kapak, OSÜB Projesi…
SHR personelleri arası “Joy Wars” oyun turnuvaları ve ödüllendirmeler.
Awards…
• Level Dergisi-Yılın En İyi Aksiyon Oyunu-2011
• Level Dergisi-Yılın En Çok Oynanan Oyunu-2011
• Google Zeitgeist-En Hızlı Yükselen 10 Google Araması-2011
• Webrazzi- En İyi Oyun- 2011
• Altın Örümcek-Birincilik Ödülü-2012
• IMA (Interactive Media Awards) Outstanding Achievement
Award Gaming Kategorisi Birinciligi-2012
• IMA (Interactive Media Awards) Outstanding Achievement
Award Community Kategorisi Birinciligi-2012
20. SPSS ANALYSIS
Evaluation of computer based tools for research…
What is SPSS?..
Statistical Package for the Social Sciences
Data management and analysis
Presentation functions, including statistical analyses and
graphical presentation of data
Uncover key facts, patterns and trends
Help for decisions making
21. Base System of the SPSS…
Required to run SPSS. Reads data files;
Data and file manipulation
Procedures for report writing
Descriptive statistics
Cross-tabulation tables and analysis
T-tests
Correlation
Analysis of variance
Regression
Cluster analysis
Factor analysis
Nonparametric statistics
23. Strength of SPSS…
• Ease of use particularly with the Windows releases
• Support a variety of charts and graphs
(Categorical charts, Quality control charts, Scatterplots, Density charts,
Diagnostic and exploratory plots, Probability plots, Autocorrelation and partial
autocorrelation function plots, Cross-correlation function plots, Multiple use
charts, Custom charts )
• The ability to manage a complex data set
• To create new variables from existing information
• To provide many types of analysis which are not available in other package
programs
• SPSS has a friendly data editor that resembles Excel that
allows you to enter your data and attributes of your data
(missing values, value labels, etc.)
Analysis of variance (SPSS allows you to perform many
kinds of tests of specific effects) and multivariate analysis.
(e.g. manova, factor analysis, discriminant analysis)
24. Weaknesses…
• Problems in positioning graphics precisely on the pages, difficulties in editing
graphs, limited graphical capabilities in early releases.
• Need to have some of the newer graphs - dot plots, mosaic plots, comparative
bar charts with central base line
• The graphic editor is not very versatile.
• Automatic scaling: makes it difficult to present different charts using the same
scale for comparisons.
• Need for fast processor for work with charts
• Lacks many regression analysis techniques.
• Difficult to edit output.
• No indication for significant figures for partial correlation.
25. SPSS Output
Some of the important tables on SPSS…
Model Summaryb
Mode R R Adjusted Std. Error Durbin-
l Square R Square of the Watson
Estimate
1 .613a .376 .328 .46843 1.695
a. Predictors: (Constant), iort, bort
b. Dependent Variable: üort
In this table; we can see R square & Dubin-Watson values. Our R square is 0.376
and Durbin-Watson value is 1.995.
We know Dubin-Watson value is important for time series and it should be
between 1.5 & 2.5 .
So, our Dubin-Watson value is suitable for this research.
26. ANOVAa
Model Sum of df Mean Square F Sig.
Squares
Regression 3.439 2 1.720 7.837 .002b
1 Residual 5.705 26 .219
Total 9.144 28
a. Dependent Variable: üort
b. Predictors: (Constant), iort, bort
In this table; we can see Sig. value. Our Sig. value is 0.376 .
We know Sig. value is important for regression and it should be under the 0.05 .
So, our Sig. value is suitable for this research and our regresssion is valid.
27. Coefficientsa
Model Unstandardized Standardized t Sig.
Coefficients Coefficients
B Std. Error Beta
1.079 1.012 1.066 .296
(Constant)
1 .388 .257 .235 1.507 .144
bort
.650 .188 .539 3.457 .002
iort
In this table; we can see Standardized Coefficients values on Beta. Our
Standardized Coefficients values are 0.235 and 0.539 .
We know Standardized Coefficients values on Beta effects our regression so much
and we know the iort value 0.539 is effect our dependent more than bort value
0.235 which is Standardized Coefficients value on Beta.
28. Some of the important charts on SPSS…
In this chart; we can see Regression Standardized Residual on dependent variable
üort.
Our chart is normal distribution chart and it is suitable for this study.
29. In this chart; we can see Normal P-P Plot of Regression Standardized Residual on
dependent variable üort.
Our chart included the points that focusing on the line.
30. BIBLIOGRAPHY
Ancona, D. G., & Caldwell, D. F. (1992). Demography and design: Predictors of Ibarra, H. 1995. Race, opportunity, and diversity of social circles in managerial
new product networks.
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Bedian, A. G., Ferris, G. R., & Kacmar, K. M. (1992). Age, tenure, and job O’Reilly, C., Chatman, J., & Caldwell, D. 1991. People and organizational
satisfaction: A culture: A profile comparison approach to assessing person-organization
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Chatman, J., Polzer, J., Barsade, S., & Neale, M. 1998. Being different yet Pelled, L. 1996. Demographic diversity, conflict, and work group outcomes: An
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The influence of demographic composition and organizational culture on work
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THEORY
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31. RESPONSES FOR OPEN AND CLOSED-ENDED
QUESTIONS
Question 1.Workforce diversity is throughout the organization and on the basis of
department what dimensions are desirable explain it?
The company all employee ara Turkish and it mainly consist of male
employee.Gender diversity in the workforce diversity is low.Especially in mechanic
and production depertmans of company dos not run female employee.However
oparate younger employees in the sales departmant of the company.Because younger
employees are more dynamic.Company workforce diversity is not high.Morital status
of employees is modarate (workforce diversity).
32. Question 2. Depending on team effectiveness the emergence of effective will
working time of employees in the company (tenure)?
The company was founded three years ago, therefore the oldest employees of the
company's three years.In organizational teamwork senior employees are more
effient than new employee and they have more leadership spirit,more successful.
For this reason seniority is directly proportional to the positive performance in
team activities.
Question 3. Is it necessary academic career to functional
expertise ?
Althought exceptions, generally must be the career for
functional expertise.