Sohan Shah recommended by Mark Finster
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Sohan Shah was one of the best students in a course on sustainable approaches to system improvement. He demonstrated an ability to critique and integrate sustainability perspectives from scientific, social, economic, environmental, and promotional viewpoints. The professor believes Sohan understands how to incorporate sustainable improvement into organizations in a variety of contexts. He recommends Sohan as a hard-working, motivated leader who can make meaningful contributions.
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The Association of International Product Marketing and Management (AIPMM), founded in 1998, promotes worldwide excellence in product management education and provides training, education, certification and professional networking opportunities. With members in 65 countries, the AIPMM is the Worldwide Certifying Body of product team professionals and offers globalized trainings and credentials localized for specific markets designed to meet the challenges of a constantly changing business landscape. As the only professional organization that addresses the entire product lifecycle from inception to obsolescence in any industry, the AIPMM supports strategic partners with offerings in Europe, the Middle East, Australia, and SouthEast Asia, as well as North America.
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http://www.AIPMM.com
Subscribe: http://www.aipmm.com/subscribe
LinkedIn: http://www.linkedin.com/company/aipmm
Membership: http://www.aipmm.com/join.php
Certification: http://aipmm.com/html/certification
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PROVIDE 2-3 SENTENCES PER QUESTION
1. Describe a time in your life in which you were engaged in a situation with someone of a different culture and how those differences complemented one another.
2. Now consider that you are designing a course with a teacher leader from another culture. In that your cultural backgrounds are different, communicate to this teacher leader your ideas about how to organize the course.
3. Offer one new instructional or leadership strategy that could engage school stakeholders in efforts to globalize the curriculum. Describe how the strategy would positively influence the globalization of education.
4. Select a current event, such as the political unrest in Syria, the continued war in Afghanistan, or the Egypt-Israel border clashes, and identify how continued unrest and crisis may impact the educational systems in these geographic locations. Be sure to include any ideas you may have to mitigate the effects of these circumstances on the educational system.
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Develop 10-12 PowerPoint slides in which you:
Summarize the key points of your research paper to influence your audience to accept global education as a viable inclusion in their lesson planning.
Recommend strategies for accomplishing THE Criterion
Anticipate three (3) questions that participants may have and prepare a slide that answers them.
Create an activity that invites participant involvement.
THE assignment must:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA format. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date.
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REMINDER and UPDATE- Please submit your Paper or Proposal to 20th Annual AE...
REMINDER and UPDATE- Please submit your Paper or Proposal to 20th Annual AE...Institute for Leadership and Global Education (ILGE)
Invitation!! AEPP 20th Annual International Conference - Oct. 3-5, 2102 Vancouver, BC. EXTENDED DEADLINE!!
If you haven’t already done so, please submit your paper or proposal for presentation at The Association on Employment Practices and Principles (AEPP)\\’s 20th Annual International Conference. Papers, abstracts, and proposals for presentations, case studies, panels, or workshops should be submitted by April 15 if at all possible, but we will extend your deadline if need be.
Conference Theme: “Leading 21st Century Change: Beyond Bureaucracy and Workplace Disengagement"
Location: At the beautiful downtown campus of the Segal Graduate School of Business at their Conference Center (Simon Fraser University) Vancouver, BC. See more at http://www.sfu.ca/mecs/segal+school/about.html with links to location, hotels and restaurants, and other information
Dates: Oct 3-5, 2012
Who is Invited: Scholars, students, practitioners, executives, managers, and the public-at-large
CALL FOR PAPERS/PROPOSALS LINK: AEPP 2012 Call for Papers/Proposals is found at http://www.box.com/s/tmg4ya4ngayvxkn1oijb. Email all papers and proposals in MS Word (APA Format) to BOTH: (1) AEPP Admin - aepp@institute-leadership-global.org; and (2) Conference President Dr. Raj Parikh at ParikhR@sou.edu.Effects Of Hr Practices On Organizational Performance
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Subscribe: http://www.aipmm.com/subscribe
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Membership: http://www.aipmm.com/join.php
Certification: http://aipmm.com/html/certification
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Looking For a Coach?
Whether you are looking to shift into a product team management position, get promoted or looking for your next opportunity as a product team manager, a coach can help you achieve your career objectives.
Set up a free initial 30-minute appointment for more information: http://bit.ly/1gBFdaD.
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Professional Growth Plan Template - H. Del Castillo, AIPMM
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Similar to Sohan Shah recommended by Mark Finster
PROVIDE 2-3 SENTENCES PER QUESTION1. Describe a time in your lif.docx
PROVIDE 2-3 SENTENCES PER QUESTION
1. Describe a time in your life in which you were engaged in a situation with someone of a different culture and how those differences complemented one another.
2. Now consider that you are designing a course with a teacher leader from another culture. In that your cultural backgrounds are different, communicate to this teacher leader your ideas about how to organize the course.
3. Offer one new instructional or leadership strategy that could engage school stakeholders in efforts to globalize the curriculum. Describe how the strategy would positively influence the globalization of education.
4. Select a current event, such as the political unrest in Syria, the continued war in Afghanistan, or the Egypt-Israel border clashes, and identify how continued unrest and crisis may impact the educational systems in these geographic locations. Be sure to include any ideas you may have to mitigate the effects of these circumstances on the educational system.
ALSO,
THIS Global Education Workshop project will be to create a workshop design document/research paper that structures the sequence of activities and content of your module design document/research paper (that you submitted previously) into a PowerPoint presentation for use in your current geographic location to expose educators, school leaders, and community members to the idea of global education as a powerful influence to build rapport, respect, and camaraderie among diverse groups. The focus of this presentation is to prepare them to meet the challenges of today’s global society and global education environment.
Develop 10-12 PowerPoint slides in which you:
Summarize the key points of your research paper to influence your audience to accept global education as a viable inclusion in their lesson planning.
Recommend strategies for accomplishing THE Criterion
Anticipate three (3) questions that participants may have and prepare a slide that answers them.
Create an activity that invites participant involvement.
THE assignment must:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA format. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date.
SCORECARD STRATEGY 1
SCORECARD STRATEGY 2
Shannon Foreman
Strategic Management in Dynamic Environments (MGMT 690)
Scorecard Strategy
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Balances Scorecard and Global Strategy
Balanced scorecard refers to a management system that is used by the management of companies for several purposes. Balanced scorecard is an important tool for measuring and monitoring how the company is progressing towar.
INNOSERVE-2015
INNOSERVE-2015: 2nd International Conference on Innovations in Services: Strategies for Global Business Excellence.
Last Date for Abstract Submission Nov. 20, 2014.
Last Date for Manuscript Submission Dec. 5, 2014.
Keynote Speakers:
-Prof. Naresh Kumar Malhotra. (Georgia Institute of Technology, USA).
-Prof. Joe Hair (Coles College of Business at Kennesaw State University).
-Prof. Raj S. Dhankar (Faculty of Management Studies, Delhi University).
-Prof. N. Ravichandran (IIM Ahmedabad).
-Prof. Manisha Pathak-Shelat (Taught and worked as media consultant/trainer and researcher in India, Thailand, and the US).
http://event.itmuniversity.ac.in/Academic-Events/…/index.php.
Hrm & hrh
Human Resources Management (HRM) involves managing an organization's workforce in a structured manner through various functions like staffing, retention, compensation, and performance management. It focuses on achieving organizational objectives using people management.
Human Resources for Health (HRH) applies HRM principles within the health sector context. It involves managing the health workforce, which includes all those involved in enhancing health. Key areas of HRH include workforce planning, production, performance, partnerships, and addressing disease burdens.
While HRM and HRH both utilize people management strategies, HRH is unique in that it must consider the health system structure and health issues when managing the workforce. The primary asset in health is workers, so HRH aims
10320140502001
The document discusses employee engagement at Eisai Pharmatechnology & Manufacturing Pvt Ltd in India. It finds that Eisai has very high levels of employee engagement, with 95% of employees engaged. Several factors contribute to this high engagement, including a strong compliance culture (99%), employees feeling pride in working at Eisai (over 99%), and a focus on quality and safety (over 98%). Employee surveys found high ratings for leadership (96%) and policies/procedures (93%). The study concludes that Eisai has clear vision and considers engagement an ongoing process, though it recommends continuing to measure and track engagement over time to sustain these high levels.
10320140502001
The document discusses employee engagement and its importance for organizational effectiveness. It focuses on HR initiatives taken by Eisai Pharmatechnology and Manufacturing Private Limited in India to engage employees. The objectives are to understand Eisai's HR initiatives for engagement, examine their strategies and practices, review the initiatives' progress, and how it has impacted organizational performance through engagement. Previous research highlighted links between engagement and business success factors like performance, productivity and customer satisfaction. Effective change management, support for managers, communication and leadership are important for engagement. HR practices like training and competitive pay can improve engagement.
Organisational Behavior
This document discusses organizational behavior and related topics. It covers:
1. The S-O-B-C conceptual model of organizational behavior which examines the environmental situation, cognitive mediating processes, organizational behavior, and organizational/behavioral dynamics.
2. Emerging organizations that are more responsive, use new technologies, and focus on quality and learning.
3. Individual level factors like perception, personality, motivation, and learning that influence organizational behavior.
4. Group dynamics, conflict, stress, power, leadership, and change as organizational behaviors.
5. High performance work organizations, traditional vs. network structures, and Indian ethics as related to management.
Human resource empowerment
This document presents a human resource empowerment model that assesses and improves an organization's empowerment of its human resources. The model includes 7 criteria (leadership, policy and strategy, empowerment process, encouragement, involvement, creativity and innovation, key performance) and 106 assessment points. It is intended to help organizations empower their human resources, reduce costs, and increase efficiency and effectiveness through assessing strengths and areas for improvement.
Impact of corporate social responsibility on employees' motivation of siddhar...
Due to the recent unethical scandals caused by the world’s leading companies, there are now growing attentions to Corporate Social Responsibility (CSR) issues. CSR and its motivations have been investigated both academically and practically for a long time, however it seems these studies are not sufficient for consistent and convincing results. Also little is known about Scandinavian based companies. In order to fill in the gap and make an academic contribution to this field of study, which aims to investigate impact of CSR on employees’ motivation, through a case study of Siddhartha Group, which is a Nepali business organization and one of the Nepal major players in the manufacturing industry. The authors chose the company in consideration of their high commitment in CSR activities and access to firsthand data. Also, this study delimited its research area for deep understandings, and conducted from the company perspective. Today each and every organization of the worlds wants to be market competitive, successful and wish to get regular progress. The present era is totally aggressive and organizations despite of size, technology and market focus are facing employee maintenance challenges. To overcome these fetters a strong and positive relationship and bonding should be created and maintained between employees and their organizations. Human resource or employees of any organization are the most vital part so they need to be inclined and influenced towards tasks fulfillment. Organizations must plan different strategies to compete with the competitors and for increasing the performance of the organizations in order to achieve success.
REMINDER and UPDATE- Please submit your Paper or Proposal to 20th Annual AE...
REMINDER and UPDATE- Please submit your Paper or Proposal to 20th Annual AE...Institute for Leadership and Global Education (ILGE)
Invitation!! AEPP 20th Annual International Conference - Oct. 3-5, 2102 Vancouver, BC. EXTENDED DEADLINE!!
If you haven’t already done so, please submit your paper or proposal for presentation at The Association on Employment Practices and Principles (AEPP)\\’s 20th Annual International Conference. Papers, abstracts, and proposals for presentations, case studies, panels, or workshops should be submitted by April 15 if at all possible, but we will extend your deadline if need be.
Conference Theme: “Leading 21st Century Change: Beyond Bureaucracy and Workplace Disengagement"
Location: At the beautiful downtown campus of the Segal Graduate School of Business at their Conference Center (Simon Fraser University) Vancouver, BC. See more at http://www.sfu.ca/mecs/segal+school/about.html with links to location, hotels and restaurants, and other information
Dates: Oct 3-5, 2012
Who is Invited: Scholars, students, practitioners, executives, managers, and the public-at-large
CALL FOR PAPERS/PROPOSALS LINK: AEPP 2012 Call for Papers/Proposals is found at http://www.box.com/s/tmg4ya4ngayvxkn1oijb. Email all papers and proposals in MS Word (APA Format) to BOTH: (1) AEPP Admin - aepp@institute-leadership-global.org; and (2) Conference President Dr. Raj Parikh at ParikhR@sou.edu.Effects Of Hr Practices On Organizational Performance
The document discusses how effective human resource practices can benefit an organization, noting that recruitment and selection, employee relations, and compensation and benefits are key HR disciplines where best practices can provide the highest return on investment. It also defines human resource management as the logic, systems, strategies, and practices related to managing an organization's employees in a way that engages, develops, motivates, and retains a high-performing workforce to achieve organizational success. The document appears to analyze HR practices at Nestle Bangladesh Ltd.
Corporate Social and Environmental Sustainability in Organisations “Is there ...
Corporate Social and Environmental Sustainability in Organisations “Is there ...Conferenceproceedings
This document summarizes a conference paper on corporate social and environmental sustainability in organizations. The paper discusses how human resource practices can support sustainability efforts in Zimbabwean firms. It notes that firms must consider their impact on society and the environment. While organizations engage in sustainability for moral, rational, or economic reasons, taking a holistic approach and involving employees is important. There remains a need to increase awareness among staff about sustainability benefits through recruitment, training, and rewards. A survey of HR professionals found they view corporate social responsibility as important but could better involve employees to create more value through sustainability initiatives.HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE...
This study aimed to investigate the health care professional perception towards their job engagement with special reference to multispecialty hospital in Chennai. Job engagement factors such as meaningful work, intrinsic rewards, extrinsic rewards, and self-efficacy, departmental support, supervisor support, co-worker support, job autonomy and job security are considered for this study.
ASEAN INTEGRATION for HR Professionals
HR professionals should prepare for ASEAN integration in 2015 by becoming:
1. Credible activists who understand business trends and can develop strategies.
2. Capability builders who help organizations develop strengths like innovation.
3. Change champions who can manage organizational transformation.
Hrm
This document discusses human resource management (HRM). It begins by outlining some of the challenges faced by organizations that impact HRM, such as global competitiveness, workforce diversity, and technology changes. It then defines HRM as planning, organizing, directing, and controlling human resources to help organizations and individuals meet their objectives. The document outlines the evolution, nature, scope, objectives, functions, influencing factors, and futuristic vision of HRM. It concludes by stating that HRM should be linked to strategic goals and objectives to improve business performance and develop flexible organizational cultures.
Hierarchical latent variable models in pls sem
This document summarizes a research study that examined the relationship between human resource management (HRM) practices and innovative ability of employees in the banking sector of Vehari, Pakistan. The study investigated how six HRM practices (reward strategy, recruitment strategy, performance appraisal, career-oriented trainings, performance-oriented trainings, and career management) related to innovation and whether organizational culture moderated this relationship. Survey data found partial support for the relationship between HRM practices and innovation. Reward strategy, recruitment strategy, and performance appraisal positively predicted innovation, while career management also had a positive impact. However, career-oriented and performance-oriented trainings did not predict innovation. Organizational culture was found to negatively moderate
Introduction to hrm
Strategic human resource management links a company's strategic business plan and objectives to developing and deploying human resources. It is important because human assets do not depreciate over time like physical assets, but rather increase in value with experience. Strategic HRM looks beyond daily transactions to focus on cross-cultural issues from global operations, facilitating corporate culture changes needed to adapt to global competition, and managing employees across developing and developed countries as business plans shift to tap growing consumer markets worldwide.
Review the following lectureSustaining Organizational Infra.docx
Review the following lecture:
Sustaining Organizational Infrastructure
Organizational sustainability requires effective conflict management and informed decision making that supports relationships with stakeholders and high performance teams that meet and exceed performance standards.
Tasks:
In a report of 8- to 10- pages address the following:
***Analyze potential conflicts that may arise among internal and external stakeholders
***Evaluate the role of team leadership in preventing and/or managing conflict at the interpersonal, team, and organizational levels
***Assess the importance of maintaining relationships with stakeholders through organizational change processes
***Recommend strategies for healthcare organizations to prevent and mange conflict among internal and external stakeholders
To support your work, use your course and textbook readings as well as the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.
Sustaining Organizational Infrastructure
In order to successfully introduce change in an organization, it requires effective leadership by way of planning, organizing, directing and controlling the management of change. In the ever changing environment of health care, organizations are adopting a framework to implement change as an evolving system.
A model of leadership for change requires a vision, strategy and the development of a culture of empowerment, motivation and organizational citizenship. Model of leadership for sustaining operational infrastructure engages a vision to align employees with a core ideology of their organization. Building a sustainable concept of leadership model may serve as a supporting variable in the creation of an environment which fosters continuous quality improvement. If the process of developing and sustaining an operation infrastructure is going to be successful, the first and foremost importance involves the substantive involvement of top leaders.
Top leaders conceptualize key deliverable functions and align those functions fulling the needs of the key stakeholders and the organization. The functions for a sustainable operational infrastructure include: boundary spanning, forecasting, knowledge management, accountability and corporate design, continuous improvement and operational improvement. The function of sustaining the operational infrastructure process is an approach by which the people, structure, culture and social networks are recombined through the strategic assessment based on strengths and weaknesses. In this process, health care leaders generally find ways to work cooperatively within the organizational system to lead an organizational transformation and evidence-based approach. The ideology behind this approach is to disclose a strategic plan of organizational mission, vision, goals and values to its members to influence organizational citizenship behaviors.
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This document summarizes a case study on employee engagement initiatives at Eisai Pharmatechnology & Manufacturing Pvt. Ltd. in India. The study found that Eisai had a 95% employee engagement rate, high levels of compliance culture, pride in working at Eisai, and passion for the company's mission and goals. Leadership qualities and work-life balance policies also contributed to engagement. Older employees were found to contribute more to engagement levels. The study concluded that Eisai has clear vision and objectives and considers engagement an ongoing improvement process. While current HR initiatives are effective, Eisai should continue measuring and improving engagement to sustain high performance.
The Importance Of An Ideal Environment For Working...
The document discusses the importance of an ideal environment for collaboration between students, families, educators, and support staff. An ideal environment requires trust, shared goals, and open communication. It also emphasizes using collaboration, consultation, teamwork, and co-teaching to empower students and help them develop skills to become successful citizens.
Responsible HRM serves as a pathway to corporate sustainability and social im...
ABSTRACT:
Purpose: HRM strategies that foster mutual benefit are necessary to improve the synergy between organizations
and their stakeholders, achieve financial success, and responsibly address the social, human, and environmental
consequences of corporate sustainability.
Design and methodology: Every suggested HRM approach must have pro-financial, social/human, and
unorthodox aspects to be implemented as a sustainable HRM practice. Moreover, bundles of HRM practices
must be implemented together to improve the integrated results of business sustainability.
Findings: Analysing differences in HRM practices—from commitment and control to sustainable systems—
gives organizations the knowledge they need to adapt their strategies and improve sustainability results. To
promote company sustainability, this study emphasizes the need for Eco-Friendly HRM practices, especially
when implemented through Environmental Management Systems (EMS).
Practical implications: This study emphasizes how important it is for businesses to integrate sustainable HRM
practices into their core business skills and how important it is to match these practices with corporate
sustainability goals. In addition, more research on the synergies across HRM practice bundles inside sustainable
HRM systems is necessary to improve our understanding of the best HRM tactics for achieving corporate
sustainability objectives.
In conclusion: The study's conclusions highlight the vital role that sustainable HRM plays in companies and
how important it is to achieving goals for environmental, social, and human sustainability. The study
emphasizes how organizations‘ inability to effectively apply HRM practices prevents them from achieving their
financial and productivity objectives.
Keywords: Sustainable HRM, Eco-friendly, HRM strategic commitment, effective HRM, HR strategies for social
responsibility, and Environmental stewardship.
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PROVIDE 2-3 SENTENCES PER QUESTION1. Describe a time in your lif.docx
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Impact of corporate social responsibility on employees' motivation of siddhar...
Impact of corporate social responsibility on employees' motivation of siddhar...
REMINDER and UPDATE- Please submit your Paper or Proposal to 20th Annual AE...
REMINDER and UPDATE- Please submit your Paper or Proposal to 20th Annual AE...
Effects Of Hr Practices On Organizational Performance
Effects Of Hr Practices On Organizational Performance
Corporate Social and Environmental Sustainability in Organisations “Is there ...
Corporate Social and Environmental Sustainability in Organisations “Is there ...
HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE...
HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE...
Review the following lectureSustaining Organizational Infra.docx
Review the following lectureSustaining Organizational Infra.docx
The Importance Of An Ideal Environment For Working...
The Importance Of An Ideal Environment For Working...
Responsible HRM serves as a pathway to corporate sustainability and social im...
Responsible HRM serves as a pathway to corporate sustainability and social im...
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Recommendation Letter - Sohan Shah
Steven M. Boeder wrote a letter of recommendation for Sohan M. Shah. Sohan was a student of Boeder's in a Production Planning and Control class where he excelled at completing lab exercises and homework assignments without assistance. Sohan majored in Finance, Investment and Banking, Information Systems, and Operations and Technology Management. Boeder described Sohan as a leader, dependable team player, and driven person who would be an asset to any organization.
Shah et al ASHP MCM Sentri7 AS Rules Impact 5A-338
This study aims to evaluate the impact of a clinical surveillance decision support software on optimizing pharmacy-driven antimicrobial stewardship interventions at a 150-bed rural hospital. The study uses a quasi-experimental pre-post design, comparing the number of interventions made by pharmacists in the 12 months before and 12 months after implementing rules in the Sentri7 software. Pharmacists will receive alerts for potential intervention opportunities identified by the rules and document actions in the software. The rules focus on opportunities for de-escalation of broad-spectrum antibiotics and resolving drug-bug mismatches. The study expects to show an increase in stewardship interventions and demonstrate how decision support can help optimize pharmacist efforts, especially important as hospitals work to meet new
Letter of Recommendation-Manjunath
Sohan Shah interned with Clinical Informatics at Community Health Systems Professional Services Corporation in the summer of 2015. He worked with various clinical stakeholders to develop a strategy for implementing a clinical communication platform. Sohan analyzed use cases and created a thorough presentation to integrate modules for secure text communication between pharmacists and physicians. He also partnered with a pharmacy fellow on a research study to reduce costs for antibiotic stewardship. The director of clinical informatics praised Sohan for his analytical abilities, logical reasoning, dependability, and being an overall asset during his internship.
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Shah et al ASHP MCM Sentri7 AS Rules Impact 5A-338
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Sohan Shah recommended by Mark Finster
- 1. April 16, 2016 To Whom It May Concern: This letter recommends Sohan Shah. Sohan Shah has taken my course entitled Sustainable Approaches to System Improvement in the Fall Semester of 2015. He was amongst the best students in the class. Sohan took strong initiative to understand the innovative approaches that organizations use to embed sustainable practices into their behavior and systems to improve their core mission. During the course, he demonstrated the ability to critique and integrate several sustainability perspectives, including scientific, social, economic, environmental and promotional viewpoints. The course takes a broad view of improvement and the benefits sustainability can provide. Sohan exhibited his abilities to integrate those perspectives into a broad spectrum of organizational concerns such as environmental impacts, stakeholder satisfaction, quality, productivity, cost, lean, profit, brand image and brand value, supply chain management, quality of work life, employee engagement, market selection, product design, customer satisfaction and retention, value creation and valuation, theory of constraints, marketing, human resource management, accounting, base of the pyramid, triple bottom line, engineering, operations, and health. I believe that Sohan understands the overall importance and broad approaches to incorporating sustainable improvement into the generative processes of mission-central systems in a variety of contexts, industries, and ownership structures. . Sohan is a hard-working, motivated and dedicated individual who I believe can contribute meaningful value through sound decision-making application. I recommend Sohan as a leader, critical thinker and diligent learner and worker in areas where he has an interest. Sincerely, Mark P. Finster Professor School of Business College of Engineering Nelson Institute of Environmental Studies University of Wisconsin-Madison