The dissertation compares leadership theories and practices across cultures focusing on the differences between the North West of Europe, the South East of Europe and Iran as an example of Eastern leadership styles. The dissertation includes a comprehensive review of literature on the theory of leadership and culture focusing on the relationship between culture and leadership. Building on this foundation, the dissertation examines the cultural differences between North West Europe, South East Europe, and Iran highlighting the impact of these cultural differences on leadership thought and practice.
The dissertation examines the expatriate adjustment process experienced by managers who are sent on international assignments to live in the country were they work for extended periods of time. The cultural aspects of the adjustment process are explored examining the implications of cultural differences and the companies' policies aimed to motivate and help their expatriate managers to cope with the stress created by the adjustment process. The literature review touches on the issues of employee motivation with the focus on the content theories. A research questionnaire completed by a group of expatriate managers is analysed using basic descriptive statistics. Conclusions are made about the quality of international assignments management and expatriates' motivation.
The dissertation investigates theoretical and practical approaches to industrial relations (IR) discussing the unitary perspective based on loyalty and common goals, and contrasting it to the pluralist perspective based on the differences of values across interest groups. Advantages and disadvantages of both perspectives are indicated. The role and history of Trades Unions in the UK is considered; the Workplace Employee Relations Survey (WERS) 2004 is reviewed. The features of industrial relations are examined considering the IR employee roles, types of collective disputes, conflict resolution strategies, ways to minimise the disruptions caused by industrial action, etc.
The dissertation offers a review of business excellence literature highlighting that there are very few attempts to rationalize the processes with the help of HR function by underpinning it to a theoretical base. It has been estimated that HR plays a vital role in business excellence. The impact of HR function on creating business excellence in banking sector is investigated. Findings present in-depth analysis of the Natwest and Royal Bank of Scotland merger and post merger integration.
The dissertation investigates theoretical and practical approaches to leadership and management conducting a case study of employee performance at Rodos Palladium Hotel (RPH). Literature is reviewed on the theories of leadership and motivation; research methodology includes focus group analysis using secondary data and primary data obtained through interviews with employees and managers of the hotel. Conclusions are made about the areas that need improvement in RPH in order to better motivate their employees and achieve competitive advantage. Recommendations are suggested about employment relationships, communication in the workplace, understanding human nature and employee needs.
The dissertation examines the effectiveness of apprenticeships and on-the-job training as informal methods of human resource development (HRD) focusing on Germany, where apprenticeships and on-the-job training are historically popular. Literature is reviewed on the theory of HRD, human capital management (HCM), on-the-job training, apprenticeship, etc. A case study is conducted of three German electronics firms examining whether they would be most effective in adopting a productivity orientation or an investment orientation towards their apprenticeship programs. The methods of research are based on secondary and primary data obtained through questionnaires. Conclusions are made about the effectiveness of the apprenticeship schemes in Germany.
The paper presents a research proposal into the HRM practices in London hotels with the focus on the selection and recruitment of the Four-star hotel staff. The aims and objectives of the study are outlined; literature is reviewed on the theoretical approaches to the selection and recruitment of the work force; the methods of the research are described; the project timetable is outlined.
The dissertation investigates the relationship between effective human resource management and the success of the merger and acquisition (M&A) process. The research highlights the importance of intellectual capital in achieving competitive advantage through M&A explaining the influence of HRM on 'soft' and 'hard' factors of M&A activity. Literature is reviewed on the theory of M&A, corporate culture, HRM, etc. A case study is conducted of the merger of National Westminster Bank (NatWest) and Royal Bank of Scotland (RBS). The methods of research include secondary and primary data collection (through semi-structured interviews and questionnaires). Recommendations are offered for companies to leverage upon different functions of HRM during M&A activity.
The dissertation investigates the business environment in Kazakhstan offering an overview of the country's economy and culture. The review of literature touches on the theory of international HRM, the advantages of Foreign Direct Investment (FDI), etc. The research is based on the phenomenological philosophy combining deductive and inductive approaches and using primary (interviews and open-ended questionnaires) and secondary sources of information employing qualitative (grounded research) and quantitative methods. Conclusions are made about economic, political and cultural aspects of Kazakhstan, its readiness to attract FDI, the position of foreign specialists, and the obstacles they may encounter.
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