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The purpose of thesis was to investigate how Hofstede's (2013) five cultural dimensions: individualism Vs Collectivism, Masculinity Vs Feminism, Long term orientation Vs short term Orientation, uncertainty avoidance and power distance appear in west bengal Organization.
This is a short pdf about holding to account for school governors. It poses some questions and offers some definitions on which governors can reflect. It does not provide any answers but poses some suggestions for discussion.
With benefits such as employee loyalty, job satisfaction and higher productivity, many believe that a distinct corporate culture is the key to the success of any business. For many organisations, their desired culture is defined by articulating a purpose, vision and values. However, research shows that only one in four employees strongly believe in their company’s values, and less than half know what their employer stands for.
This short webinar will provide insight on using communication to cultivate a distinct corporate culture, as well as tools and concrete action points that will instill a sense of belonging among employees, helping to boost job satisfaction, productivity and engagement in your organisation.
A Study of Cultural Dimensions in The Business OrganizationsSourav Dhar
The purpose of thesis was to investigate how Hofstede's (2013) five cultural dimensions: individualism Vs Collectivism, Masculinity Vs Feminism, Long term orientation Vs short term Orientation, uncertainty avoidance and power distance appear in west bengal Organization.
This is a short pdf about holding to account for school governors. It poses some questions and offers some definitions on which governors can reflect. It does not provide any answers but poses some suggestions for discussion.
With benefits such as employee loyalty, job satisfaction and higher productivity, many believe that a distinct corporate culture is the key to the success of any business. For many organisations, their desired culture is defined by articulating a purpose, vision and values. However, research shows that only one in four employees strongly believe in their company’s values, and less than half know what their employer stands for.
This short webinar will provide insight on using communication to cultivate a distinct corporate culture, as well as tools and concrete action points that will instill a sense of belonging among employees, helping to boost job satisfaction, productivity and engagement in your organisation.
Oragnization development OD (INTRODUCTION)shagun jain
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In the world of human resources and the battle for talent, “It is all about that CULTURE.” It seems like every few years or when there is a major shift in the organization someone in leadership starts to ask about the state of the corporate culture and a team is put in place to revamp or fine tune it. Many academicians, HR professionals and business leaders have spent countless hours trying to figure out how to fix or reinvent the corporate culture. In this this Spotlight webinar, we will explore why efforts fall short, what the trends are and how you can create alignment and expand ownership. Finally, we will leave you with a one-pager that will help guide you through your journey in tweaking your corporate culture.
This webinar will cover:
Why corporate culture initiatives fail or fall short.
The seven major workplace trends that will impact your company culture.
How to leverage internal resources to identify, embrace and reinvigorate your company culture.
How organizations can align diversity and inclusion to support corporate culture transformation.
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The Role of the HR Professional in Creating a High-Performance OrganisationThe HR Observer
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The Role of Heads of Department in Whole-School Strategic and Development Pla...Mark S. Steed
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Presentation given at the training course on Thursday 10th October 2013.
The presentation covers the following areas:
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• Understand the strategic and development planning processes.
• Understand the relationship between departmental planning and whole-school planning.
• Understand the role of the Head of Department in whole-school planning.
• Develop the skills to write, review, and modify a departmental development plan.
• Reflect and formulate the underlying values and aims of the department.
• Understand general principles and approaches to department budget planning.
• Develop the skills to produce an annual departmental budget submission.
Pivotal role of intelligence analysis in ILPdalened
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Universities and colleges must develop new business models to deal with scarce resources, increased demand for productivity and lower tuition, and changing demographics. This presentation to leaders in a major corporation outlines the pressures and the actions that a national higher education association is recommending to the institutions.
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In the world of human resources and the battle for talent, “It is all about that CULTURE.” It seems like every few years or when there is a major shift in the organization someone in leadership starts to ask about the state of the corporate culture and a team is put in place to revamp or fine tune it. Many academicians, HR professionals and business leaders have spent countless hours trying to figure out how to fix or reinvent the corporate culture. In this this Spotlight webinar, we will explore why efforts fall short, what the trends are and how you can create alignment and expand ownership. Finally, we will leave you with a one-pager that will help guide you through your journey in tweaking your corporate culture.
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The Presentation for the Strategic and Development planning module (Module 8) of the Independent Schools Qualification in Academic Management (ISQAM) Level Two Course.
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• Understand the differences and relationship between strategic planning and development planning.
• Understand the strategic and development planning processes.
• Understand the relationship between departmental planning and whole-school planning.
• Understand the role of the Head of Department in whole-school planning.
• Develop the skills to write, review, and modify a departmental development plan.
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• Understand general principles and approaches to department budget planning.
• Develop the skills to produce an annual departmental budget submission.
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This is a presentation I delivered at a "Intelligence Strategies for Law Enforcement" conference in March 2010 in Pretoria. The focus was what analysts\' role is and what contribution they can make to the fight against crime. I represented the International Association for Law Enforcement Intelligence Analysts (IALEIA). You might find slide 5 with the 4 steps in the Intel cycle useful to describe to your colleagues what they can expect from you in all phases of the Intel process. I was a bit disappointed with the conference, as the organizers have definitely not done research to understand the topic themselves or get speakers that understand even the basics of intelligence.... However, I got some good feedback after the conference, but it looks as if we still have a very long struggle ahead of us to establish Intel-led policing in SA...
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www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Fiduciary, Strategic, And Interpretive Roles Of The Board
1. How You Make a Difference
How You Make a Difference
Northwestern Health Sciences University Board of Trustees
November 7, 2009
Ellen‐Earle Chaffee, Ph.D.
Association of Governing Boards of Universities and Colleges
5. Fiduciary and Strategic
Fiduciary and Strategic
Ensure
E
• FIDUCIARY: Are we doing
organization
pp
what we are supposed to
fulfills its
fulfills its
mission
do?
Ensure
organization’s • STRATEGIC: Will we exist
organization s STRATEGIC: Will we exist
long‐term and succeed “forever?”
viability
6. Fiduciary Duty
Fiduciary Duty
Duty of CARE Duty of LOYALTY Duty of OBEDIENCE
• Decide and act in good • Decide and act in the • Faithful to founding
faith best interest of the documents
• Prudent person level of organization, protect • Obey the law
care and support
and support
Where does it say, “Focus on finances???”
7. …and once in awhile, maybe…
…and once in awhile, maybe…
8. Strategic is Not
Strategic is Not
Where are THEY looking, much of the time??
Where are THEY looking, much of the time??
9. Strategic Topics
Strategic Topics
• Vision • Results
• Strategy • Long term
• Concepts
p • Business plan
p
• Resources • Customer wants/needs
• Future • Evidence
• Expertise • Competition
• Support • Quality
• Readiness
R di • Efficiency
Effi i
• Productivity • Brand, positioning
10. Strategic Questions
Strategic Questions
• What are we missing?
What are we missing?
• What would be the 5‐10 year impact?
• How does this advance our strategy?
d hi d ?
• What are the key national trends?
• Have you had a [comprehensive physical,
,g g pp y, ] y
vacation, great learning opportunity, …] lately?
• Is there anything on your mind that we can
help you think through?
help you think through?
11. Strategic Engagement at NW
Strategic Engagement at NW
• Academic Affairs Committee topics
– Integrative curriculum, faculty development, research,
metrics and progress
• Finance Committee topics
Finance Committee topics
– Recruitment, retention, IT, capital/equipment needs,
financing the strategy, metrics and progress
• Development Committee topics
Development Committee topics
– Financing the strategy, alumni goals, partnerships, metrics
and progress
• C
Committee on Trustees topics
i T i
– Balanced Scorecard development, becoming a strategy‐
focused university and board, metrics and progress
14. Integrated Systems Theory
INTERPRETIVE
Cultural, Social Systems
C lt l S i l S t
STRATEGIC
Biological Systems
Bi l i l S
FIDUCIARY
Mechanical Systems
h i l
Governance as Leadership: Reframing the Work of Non‐Profit Boards by Richard P. Chait, William P. Ryan, and Barbara E. Taylor, NY:: Wiley, 2004.
15. Integrative Health Care
INTERPRETIVE
Encourage, expect, explain, provide….
g , p , p ,p
STRATEGIC
Are we increasing VALUE for students/patients?
Are we increasing VALUE for the university/clinic?
FIDUCIARY
Root Cause Analyses
Electronic Patient Record
El t i P ti t R d