This document is a student assignment on macroeconomics that analyzes inflation and unemployment trends in India from 2005 to 2011. It includes graphs of inflation and unemployment rates and discusses their relationship. The key points are:
1) Inflation increased from 2005 to 2007 due to strong economic growth and increased consumer purchasing power.
2) From 2008, recession caused unemployment to rise and purchasing power/demand to fall, decreasing inflation.
3) Unemployment and inflation trends show they have an inverse relationship - when one increases, the other decreases. The recession impacted both.
Macro Economics: Phillips Curve, Inflation and Interest RateZeeshan Ali
The document discusses the Phillips Curve, which describes the relationship between inflation and unemployment. It states that Phillips observed an inverse relationship between inflation and unemployment in the UK from 1861 to 1957. It then provides details on the contents of the Phillips Curve, including demand-pull and cost-push inflation. Finally, it explains the short-run and long-run Phillips Curves, noting that in the short-run there is a trade-off between inflation and unemployment, but in the long-run the natural unemployment rate is unchanged by inflation.
AS Macro Economics: Economic Cycle and Objectivestutor2u
This document provides an overview of macroeconomic concepts related to economic growth, aggregate demand, and aggregate supply. It defines key terms and indicators such as inflation, unemployment, and economic growth. Graphs and tables show UK macroeconomic data on growth trends, aggregate demand components, and the output gap. The document provides exam tips on defining concepts, interpreting data, and using the PEEEL structure for longer answers. It also includes sample exam questions and tasks analyzing factors that affect aggregate demand and supply.
The document discusses different aspects of unemployment including how it is measured, types of unemployment (frictional, seasonal, structural), key unemployment rates (unemployment rate, labor force participation rate), and factors that influence wages such as minimum wage laws, unions, and efficiency wages.
The document summarizes the Toyota Production System (TPS). Key points:
1. TPS focuses on eliminating waste and improving efficiency through techniques like just-in-time production and lean manufacturing.
2. TPS was developed in the post-war era to address Toyota's limited resources but proved highly successful.
3. Continuous improvement (kaizen) is a core part of Toyota's culture, with all employees involved in seeking incremental improvements daily.
This document discusses how past pay decisions can create obstacles to future competitive advantages and outlines factors that shape compensation strategy. It notes that high labor costs, lack of downsizing or negotiation skills, and stringent government policies around benefits can reduce profits and increase costs. When determining compensation strategy, companies must consider internal alignment between jobs, external market rates, employee contributions, and management objectives around fairness, compliance, and efficiency. The document recommends making pay strategies more flexible and resilient by restructuring benefits, negotiating with governments, investing in automation, improving variable pay, engaging employees, and reducing costs through lean management practices.
Disrupted links in the performance management processSIVA PRIYA
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This document discusses stress management through a decision tree. It defines stress as the body's reaction to real or imagined threats, events, or changes. While stress is a normal part of life, how we manage it can cause health problems. The document then lists sources of stress as internal factors like physical health or external factors like work or relationships. It provides tips for managing stress such as taking breaks, prioritizing tasks, sharing feelings, and pursuing hobbies. The conclusion states that pressure can turn coal into diamonds, implying that effectively managing stress can improve one's well-being.
The document outlines Airtel's goals to be the most admired brand in India by 2010 by having the most customers, talent, and benchmarked businesses, as well as being the first private telecom company to offer long distance services, and describes their strategy to meet customer mobile communication needs through error-free service, innovative products and services, cost efficiency, and unified messaging solutions. It also provides a job description for a role to lead corporate service delivery and customer experience enhancement through a team focused on cost efficiency, loved customers, innovative products and services, and unified messaging.
Macro Economics: Phillips Curve, Inflation and Interest RateZeeshan Ali
The document discusses the Phillips Curve, which describes the relationship between inflation and unemployment. It states that Phillips observed an inverse relationship between inflation and unemployment in the UK from 1861 to 1957. It then provides details on the contents of the Phillips Curve, including demand-pull and cost-push inflation. Finally, it explains the short-run and long-run Phillips Curves, noting that in the short-run there is a trade-off between inflation and unemployment, but in the long-run the natural unemployment rate is unchanged by inflation.
AS Macro Economics: Economic Cycle and Objectivestutor2u
This document provides an overview of macroeconomic concepts related to economic growth, aggregate demand, and aggregate supply. It defines key terms and indicators such as inflation, unemployment, and economic growth. Graphs and tables show UK macroeconomic data on growth trends, aggregate demand components, and the output gap. The document provides exam tips on defining concepts, interpreting data, and using the PEEEL structure for longer answers. It also includes sample exam questions and tasks analyzing factors that affect aggregate demand and supply.
The document discusses different aspects of unemployment including how it is measured, types of unemployment (frictional, seasonal, structural), key unemployment rates (unemployment rate, labor force participation rate), and factors that influence wages such as minimum wage laws, unions, and efficiency wages.
The document summarizes the Toyota Production System (TPS). Key points:
1. TPS focuses on eliminating waste and improving efficiency through techniques like just-in-time production and lean manufacturing.
2. TPS was developed in the post-war era to address Toyota's limited resources but proved highly successful.
3. Continuous improvement (kaizen) is a core part of Toyota's culture, with all employees involved in seeking incremental improvements daily.
This document discusses how past pay decisions can create obstacles to future competitive advantages and outlines factors that shape compensation strategy. It notes that high labor costs, lack of downsizing or negotiation skills, and stringent government policies around benefits can reduce profits and increase costs. When determining compensation strategy, companies must consider internal alignment between jobs, external market rates, employee contributions, and management objectives around fairness, compliance, and efficiency. The document recommends making pay strategies more flexible and resilient by restructuring benefits, negotiating with governments, investing in automation, improving variable pay, engaging employees, and reducing costs through lean management practices.
Disrupted links in the performance management processSIVA PRIYA
The document discusses disrupted links in the performance management process at Omega. It identifies missing elements in prerequisites, performance planning, and performance execution. Suggestions are provided to implement an ERP system like SAP to improve personal assessment, franchise performance updates, and award fairness. A knowledge management system is also suggested to share knowledge throughout the company.
This document discusses stress management through a decision tree. It defines stress as the body's reaction to real or imagined threats, events, or changes. While stress is a normal part of life, how we manage it can cause health problems. The document then lists sources of stress as internal factors like physical health or external factors like work or relationships. It provides tips for managing stress such as taking breaks, prioritizing tasks, sharing feelings, and pursuing hobbies. The conclusion states that pressure can turn coal into diamonds, implying that effectively managing stress can improve one's well-being.
The document outlines Airtel's goals to be the most admired brand in India by 2010 by having the most customers, talent, and benchmarked businesses, as well as being the first private telecom company to offer long distance services, and describes their strategy to meet customer mobile communication needs through error-free service, innovative products and services, cost efficiency, and unified messaging solutions. It also provides a job description for a role to lead corporate service delivery and customer experience enhancement through a team focused on cost efficiency, loved customers, innovative products and services, and unified messaging.
Coca Cola operates in 200 countries and earns 80% of its income from international markets. It follows a philosophy of "Think globally, act locally" by giving national businesses freedom to operate as they see fit while also establishing a common mindset among employees. It aligns HR philosophy and develops internationally-minded mid-executives for senior roles. Locally-hired personnel work at the operational level while expatriates fill strategic roles requiring unique skills. The company provides international exposure to senior managers and a standardized compensation structure with local adjustments. It communicates its philosophy to attract and motivate future senior managers.
The document discusses the five discovery skills that are essential for innovation: associating, questioning, observing, experimenting, and networking. It provides examples of how innovators like Steve Jobs, Michael Dell, and Ratan Tata employed these skills in developing new ideas and businesses. While some may have a natural proclivity for innovation, the document argues that these skills can be developed through practice and consistently thinking and acting differently than the norm. Regularly employing these skills will help strengthen one's innovative abilities.
The document discusses reverse innovation at Harman International. It describes how Harman set up a team called "Saras" in India and China to develop low-cost products for emerging markets using new organizational structures and engineering processes. This helped overcome resistance within Harman. The CEO also drove changes from above by shifting focus to emerging markets and increasing R&D spending there. Using this two-part approach of changes from below and above helped integrate reverse innovation into Harman's offerings.
The document discusses business models and their importance in today's competitive environment. It notes that developing innovative business models is a major priority for senior executives. Business models consist of key elements like customer value proposition, profit formula, and key resources and processes. The choices made in designing a business model should align with company goals and reinforce each other. Business models create virtuous cycles through their choices and consequences, but these cycles can become threatened by competitors. Companies must strengthen their own cycles and weaken competitors' to be successful.
The document discusses design from various perspectives. It defines design as a plan to accomplish a purpose that is both simple yet innovative. Design covers a wide range of areas beyond just product design. The document also provides statistics on the design sector in different countries like the UK, Denmark, Italy, and discusses major design hubs like Milan, London, and Silicon Valley. It compares user-driven design and design-driven approaches. Finally, it discusses trends in design like its growing complexity requiring collaboration and specialization, as well as increasing investment in design from Asian companies.
The document summarizes InnoCentive, an online platform founded in 2000 by Eli Lilly & Co. that connects companies with problems ("seekers") to solvers who can submit solutions. Seekers post challenges in six domains and pay fees, while solvers work independently and anonymously. Challenges include those requiring experimental results, research papers, or brief submissions with guaranteed prizes and no intellectual property transfer. The platform allows for diverse solvers from different backgrounds around the world to collaborate and submit multiple solutions. It provides a lower-cost alternative to internal research and development for startups.
Harris Interactive is an online research firm based in New York with over 700 employees. They conduct online, telephone, and in-person surveys to provide speed, accuracy, and insights into various topics. They offer both multi-client research including brand and industry reports, as well as omnibus research services. Their clients span various industries seeking information on consumers, customers, and public opinion. Harris Interactive uses both traditional and innovative methods like mobile surveys and social media analytics to understand audiences.
This report is my term group project. It talks about the hr policies in TCS, then mainly on compensation structure. It covers the reward and award system. TCS follows Performance Appraisal of Balance Scorecard and Compensation structure based on EVA model. Award Process also covered over here.
The document provides a recruitment strategy for a Knowledge Process Outsourcing (KPO) firm. It outlines assumptions about the firm's staffing needs and discusses both internal and external recruitment methods. For frontline roles, the strategy recommends external recruitment through job portals and consultants to access a large candidate pool. Internal promotion and external hiring through consultants are suggested for supervisor roles. The document also provides sample job descriptions for frontline and manager roles at the KPO firm. It discusses utilizing both internal referrals and external sources like headhunters to fill manager positions.
The document outlines the process for man power planning and hiring at a company. It involves analyzing current job descriptions and requirements, requisitioning for new positions internally or through external advertising, collecting and validating candidate resumes from various sources, shortlisting and testing candidates through written tests, technical and HR interviews, reference and stress checks, negotiating contracts and salaries, and onboarding selected candidates.
The document discusses recruitment in the Indian army. It notes that existing recruitment is unable to meet demand for officers. Willingness to join the army is high among youth due to the 6th pay commission. It outlines the eligibility criteria of 18-30 years old and entry-level positions. Motivations for joining include job satisfaction, security, and status. The document recommends focusing recruitment efforts on ancillary organizations, technical/non-technical graduates, and competitive exams. It suggests maximizing applications through awareness campaigns, seminars, campus drives, and promoting benefits. Various recruitment channels like online portals and offline locations are mentioned.
Wipro utilized opportunities arising from IBM leaving India in 1977 to diversify into the emerging IT industry, becoming India's first computer maker. In the 1990s, economic liberalization increased demand for technology across all industries, allowing Wipro to provide customized software and services like ERP, Six Sigma, and BPR. Wipro's workforce grew to include 30% women, higher than the industry average, as women's education increased in India. While new entrants pose a high threat due to low costs, Wipro has established a global R&D network and vast client base giving it strengths to leverage opportunities in the growing domestic and global markets through continued innovation and green practices.
Its an analysis about three products. They are Apple iPad, Honda Jazz and Sensodyne tooth paste. Their success and failure reasons are analysed and stated.
The bottled water industry in India is one of the fastest growing industries, valued at 4000 Crore and increasing by 30% per year. More than 200 brands are present in the market but the top players capture 40% of the market. Bisleri is the current market leader with 40% share due to its early entry, aggressive marketing, rural penetration and logistics. Kinley and Aquafina are the main challengers, having market shares of 25% and unknown% respectively. Himalayan water targets the premium niche market, capturing 70% of that segment through clients like Taj hotels. Rail Neer focuses only on the railway sector through IRCTC outlets.
This document discusses product systems and mixes for LG Electronics. It provides details on LG's 13 product lines which include refrigerators, televisions, washing machines, air conditioners, computers, and more. The total number of products across all lines is 1579. On average, each product line has around 121 items. The document also examines the depth, or number of variants, for some product lines like air conditioners. It notes that LG products have high consistency since they are closely related and can be obtained from the same outlets.
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MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
Coca Cola operates in 200 countries and earns 80% of its income from international markets. It follows a philosophy of "Think globally, act locally" by giving national businesses freedom to operate as they see fit while also establishing a common mindset among employees. It aligns HR philosophy and develops internationally-minded mid-executives for senior roles. Locally-hired personnel work at the operational level while expatriates fill strategic roles requiring unique skills. The company provides international exposure to senior managers and a standardized compensation structure with local adjustments. It communicates its philosophy to attract and motivate future senior managers.
The document discusses the five discovery skills that are essential for innovation: associating, questioning, observing, experimenting, and networking. It provides examples of how innovators like Steve Jobs, Michael Dell, and Ratan Tata employed these skills in developing new ideas and businesses. While some may have a natural proclivity for innovation, the document argues that these skills can be developed through practice and consistently thinking and acting differently than the norm. Regularly employing these skills will help strengthen one's innovative abilities.
The document discusses reverse innovation at Harman International. It describes how Harman set up a team called "Saras" in India and China to develop low-cost products for emerging markets using new organizational structures and engineering processes. This helped overcome resistance within Harman. The CEO also drove changes from above by shifting focus to emerging markets and increasing R&D spending there. Using this two-part approach of changes from below and above helped integrate reverse innovation into Harman's offerings.
The document discusses business models and their importance in today's competitive environment. It notes that developing innovative business models is a major priority for senior executives. Business models consist of key elements like customer value proposition, profit formula, and key resources and processes. The choices made in designing a business model should align with company goals and reinforce each other. Business models create virtuous cycles through their choices and consequences, but these cycles can become threatened by competitors. Companies must strengthen their own cycles and weaken competitors' to be successful.
The document discusses design from various perspectives. It defines design as a plan to accomplish a purpose that is both simple yet innovative. Design covers a wide range of areas beyond just product design. The document also provides statistics on the design sector in different countries like the UK, Denmark, Italy, and discusses major design hubs like Milan, London, and Silicon Valley. It compares user-driven design and design-driven approaches. Finally, it discusses trends in design like its growing complexity requiring collaboration and specialization, as well as increasing investment in design from Asian companies.
The document summarizes InnoCentive, an online platform founded in 2000 by Eli Lilly & Co. that connects companies with problems ("seekers") to solvers who can submit solutions. Seekers post challenges in six domains and pay fees, while solvers work independently and anonymously. Challenges include those requiring experimental results, research papers, or brief submissions with guaranteed prizes and no intellectual property transfer. The platform allows for diverse solvers from different backgrounds around the world to collaborate and submit multiple solutions. It provides a lower-cost alternative to internal research and development for startups.
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This report is my term group project. It talks about the hr policies in TCS, then mainly on compensation structure. It covers the reward and award system. TCS follows Performance Appraisal of Balance Scorecard and Compensation structure based on EVA model. Award Process also covered over here.
The document provides a recruitment strategy for a Knowledge Process Outsourcing (KPO) firm. It outlines assumptions about the firm's staffing needs and discusses both internal and external recruitment methods. For frontline roles, the strategy recommends external recruitment through job portals and consultants to access a large candidate pool. Internal promotion and external hiring through consultants are suggested for supervisor roles. The document also provides sample job descriptions for frontline and manager roles at the KPO firm. It discusses utilizing both internal referrals and external sources like headhunters to fill manager positions.
The document outlines the process for man power planning and hiring at a company. It involves analyzing current job descriptions and requirements, requisitioning for new positions internally or through external advertising, collecting and validating candidate resumes from various sources, shortlisting and testing candidates through written tests, technical and HR interviews, reference and stress checks, negotiating contracts and salaries, and onboarding selected candidates.
The document discusses recruitment in the Indian army. It notes that existing recruitment is unable to meet demand for officers. Willingness to join the army is high among youth due to the 6th pay commission. It outlines the eligibility criteria of 18-30 years old and entry-level positions. Motivations for joining include job satisfaction, security, and status. The document recommends focusing recruitment efforts on ancillary organizations, technical/non-technical graduates, and competitive exams. It suggests maximizing applications through awareness campaigns, seminars, campus drives, and promoting benefits. Various recruitment channels like online portals and offline locations are mentioned.
Wipro utilized opportunities arising from IBM leaving India in 1977 to diversify into the emerging IT industry, becoming India's first computer maker. In the 1990s, economic liberalization increased demand for technology across all industries, allowing Wipro to provide customized software and services like ERP, Six Sigma, and BPR. Wipro's workforce grew to include 30% women, higher than the industry average, as women's education increased in India. While new entrants pose a high threat due to low costs, Wipro has established a global R&D network and vast client base giving it strengths to leverage opportunities in the growing domestic and global markets through continued innovation and green practices.
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Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
1. ASSIGNEMENT - 2
MACRO ECONOMICS
Submitted to
Prof. RuchikaBansal
Submitted by
SIVA SHANMUGA PRIYA N S
2011012
Indus World School of Business Date:
Greater Noida 22/02/2012
2. Inflation Graph & Interpretation
A continuous rise in the prices of goods or commodities over a period of time
is called inflation. The chart is plotted below.
12.0%
Inflation Graph in india
10.0%
8.0%
6.0%
Series1
4.0%
2.0%
0.0% Janua…
Janua…
Janua…
Janua…
Janua…
Janua…
Janua…
Octo…
Octo…
Octo…
Octo…
Octo…
Octo…
Octo…
April
April
April
April
April
April
April
July
July
July
July
July
July
July
-2.0%
There are several internal and external factors for this,
a) An increase in the money circulation leads to increased purchasing
power that leads to increased demand, thereby prices will increase.
b) In some cases the non-availability of some goods leads to increase in
their price. That increase in demand might also be a result of reduced
interest rates, or a cut in tax rates.
c) When the cost of production rises that will result in the increased
cost of the commodity. Reasons for cost of production rise can be
- Rising labor costs
3. - Monopoly or oligopoly firms in market for certain goods
- Raises prices, cost of imported raw material rises due to exchange
rate changes.
- External factors, such as natural calamities.
- Increase in indirect taxes.
In 2005 April to 2007 April there was an inflation rate increased from 2.7% to
around 6%. There were several reasons for that. The boom in the IT industry
was an important reason for that. It gave the consumers purchasing power
because of high salary packages.
Consumer’s purchasing power had increased and the price of commodities
also increased.
But after April 2007 there was decline in therate of inflation due to low prices
of vegetables, poultry chicken, fruits, and a few items. Some products that had
become cheaper were imported basic pig iron edible oil, methanol, bakery
products, and foundry pig iron. A rising trend had been seen in prices of milk,
tea, and other few.
Then in 2008 the period of recession had started and the prices had slightly
started increasing as the prices were already going up for past few years,
those who had purchasing power were able to pay a higher price.
But after October 2008 and whole 2009 and till April 2010 the recession
period has strongly affected India. It resulted in
1. Loss of jobs,
2. Declining purchasing power
3. Less demand in market
4. People stop buying luxury and semi luxury goods.
This resulted in fall of commodity prices.
Then after April 2010 again industries tried to pull them up from the effect of
recession and they started blooming and the inflation starts increasing.
4. Unemployment Graph & Interpretation
The Unemployment factor is having an important role in the economic
growth.
From 2006 to 2008 the unemployment rate was going down, that implies
people are getting employed in this period. The reason for this is booming of
IT industries and related telecom industries, e- commerce introduction to the
market and other big players started expanding their businesses to various
other sectors and product line.
From 2008 to 2010 we could find the high rate of unemployment, due to
recession in the world economy. It resulted in people started losing their jobs
and they were not able to find new jobs quickly. Till 2011 it remains same,
that implicitly indicates that the recession has finished almost but the after
math effect of that still continues in the economy.
10
Unemployment in India
9.5
9
8.5
Series1
8
7.5
7
2006 2008 2010 2011
5. Inflation with Unemployment
If we start analyzing by combining both inflation and unemployment, we
could get an idea of the interdependency among them.
2006 to 2008 - Unemployment rate was decreasing – Inflation rate was
increasing.
That implies people are getting employed in this period because of booming
IT/ ITES industries, related telecom industries, e- commerce introduction to
the market and other big players started expanding their businesses to
various other sectors and product line. So the increased employment led to
money circulation in market through the people’s salary and increased
purchasing power and the commodities rate started increasing.
2008 to 2010 Unemployment rate was increasing – Inflation rate was
decreasing.
Due to recession in the world economy people in all industry started losing
their jobs and they were not able to find new jobs quickly. It led to decreased
purchasing power of them and the prices started falling down.
After 2011 Unemployment rate was constant – Inflation rate is almost
constant with slight variation
The unemployment level remains same that leads almost same inflation rate
with slight variation. That indicates that the recession has still having its effect
in the economy.
We could understand from this, that the unemployment and inflation almost
has inverse relationship.