Download CIMA Revision Cards: Organisational Management and by Bob Perry PDF

By Bob Perry

CIMA Revision playing cards are the one fabrics written and recommended by means of CIMA. they supply succinct yet whole assurance of the entire significant issues of the recent CIMA 2005 syllabus. The pocket-sized, spiral-bound structure allows them to be carried round simply, making them useful assets anywhere you're. Diagrams and bulleted lists are used all through to demonstrate the most important issues as in actual fact and concisely as attainable. This simplifies the syllabus and makes the issues effortless to profit and consider. CIMA Revision playing cards offer: * examination suggestions and tricks * A precis of the entire key subject matters of the recent syllabus* visible aids to consolidate studying * examination concentrated, pocket sized revision publications summarising the most important themes of the hot CIMA syllabus * Diagrams and tables all through strengthen key suggestions and relief reminiscence retention and bear in mind * simply moveable dimension - perfect for wallet and baggage

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Sample text

Scientific selection, training/development of workers so that all are capable of achieving output and quality targets; The ‘mental revolution’: combining the science of work and scientifically selected and trained staff. Workers encouraged to develop to full potential; Co-operation between management and workers. Implications for: Recruitment and selection processes; Work measurement and strict controls; Fair expectations of the individual; Training; Job design and specification of task; Financial rewards.

Ultimate users. KK K K Business to business (B2B) KKK Fast-moving consumer goods (FMCGs) 39 ————————————————————————————————————————— Marketing Marketing and business contexts The added 3 factors to the ‘four Ps’ become relevant: People. Employees deal with customers and impact on customer satisfaction levels. Processes. Systems involved in providing a service. Physical evidence. Reassurance by references from past satisfied customers act as a substitute for physical evidence. K Not for Profit (NFP) organisations form part of this group (including charities, hospitals, political parties, universities and local authorities).

Broad-banded. Individual job ranges (where the content and size of jobs are widely different). e. g. finance). Spot rates: a specific rate for the job. Pay spines: a series of incremental points. ‘Rate for age’: a specific rate, linked to age for staff in certain jobs. Profit-related pay Attempts a sense of shared ownership and corporate commitment. 58 ————————————————————————————————————————— ––––––––––––––––––––– People Issues: Motivation, Rewards and Ethical Considerations Reward systems KK KK More about PRP Based on Taylorist idea of rewarding workers on the basis of outputs.

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