| Papers [1-4] of 4 | Search results on "MTC VODAFONE": |
|
|
|
MTC Vodafone, 2005.
This paper is a research proposal to evaluate if the 360-degree performance appraisal system would be beneficial for the MTC Vodafone operating in Bahrain.
2,720 words (approx. 10.9 pages), 7 sources, APA, $ 81.95
»
Click here to show/hide summary
Abstract
This paper explains that, in the current MTC Vodafone system, performance appraisals are carried out twice a year, based on the competency listings from the company's competency catalogue and on preset targets given to each employee. The author points out that the advantages of using the 360-degree performance appraisal system is that it provides the worker being reviewed with information regarding how his or her peers and managers perceive or evaluate the work of the individual. The paper relates that the study will be conducted as a combination of primary and secondary data, using both surveys and interviews of employees.
Table of Contents
Introduction
Review of the 360-degree Performance Appraisal System
Synopsis of MTC Vodafone Current Appraisal System
Methodology
Conclusion
From the Paper
"Motivating and nurturing a talented workforce can be a competitive benefit for any organization-the human capital is the most critical for the success of the organization. Of all the assets that the organization possesses, the human element can provide the most variability and therefore require the greatest attention. The journal article "Maslow revisited: building the employee commitment pyramid" evaluates motivation from the perspective of the employee/employer dynamic and not just the individual's relation to the environment. Many of these factors of motivations change over the period of employment. An environment, which is responsive to the needs of the employees can also provide a more stable and trust worthy workplace for an employee. The task of finding, hiring, and keeping employees who show pride in their work and loyalty toward the company is becoming very difficult."
| |
|
Vodafone Services in the UK and Europe, 2003.
An investigation into how Vodafone Company expanded its services throughout the UK and Europe.
2,094 words (approx. 8.4 pages), 5 sources, MLA, $ 65.95
»
Click here to show/hide summary
Abstract
To better understand how the major players compete in the telecommunications market, this paper provides an overview of environment today, followed by a brief history of Vodafone. An examination of Vodafone's expansion initiatives into the United Kingdom and Europe is followed by a summary of the research in the conclusion.
From the Paper
"The nations of Europe are experiencing fundamental changes in their political and economic relationships with each other and the rest of the world as they try to resolve the numerous problems facing their plans to create an improved telecommunications infrastructure -- and the stakes are high. If these plans are successful, the new European Union could easily surpass the United States in economic terms, and there are a number of advantages to be gained from more seamless telecommunications across the board. The road to seamless integration in this changing environment, however, has not been an easy one. The various consumer media are continuing to be impacted by multinational conglomerates, but the trend towards an unregulated environment has been clear. The major players in this increasingly competitive marketplace include Vodafone, One2One, Orange and BT Cellnet, all with respectable market shares."
| |
|
360-Degree Performance Appraisals, 2005.
A thorough look at the effectiveness and value of the 360-degree performance appraisal.
10,834 words (approx. 43.3 pages), 39 sources, APA, $ 215.95
»
Click here to show/hide summary
Abstract
This research paper defines a type of work appraisal known as the 360-degree performance appraisal, describes the discomfort typically felt during appraisal periods at work and explains why, in spite of some shortcomings, the 360-degree performance appraisal is better than traditional approaches to performance appraisals. The paper also appends the surveys that were used to conduct this research.
Literature Review of 360-Degree Performance Appraisals
Methodology
Factors to be Understood in MTC Vodafone with Respect to 360?
Performance Appraisals
Methodology to Understand the Culture
Survey
From the Paper
""'Like falling off a cliff.' These are the words one UK-based manager used to describe the process of 360-degree feedback or, rather, the tangible end result of the process - namely, his personal feedback and what to do with it." (Murphy, 2002) The important part of developing a 360-degree performance program is to allow the individual and the work to identify the best possible areas for improvement and change. "The basic premise behind 360-degree feedback is to draw responses regarding leader effectiveness from upward (i.e. bosses, supervisors, etc.), peer level (i.e. co-workers, team-members, etc.) and downward (i.e. followers, employees, etc.) sources. These ratings are compared to the leader's self-ratings in order to determine disparities or blind spots. It is believed that such information will enhance the self-awareness of those being rated, subsequently leading to improved leadership skills through a better understanding of their own abilities, and others' expectations." (Testa, 2002) Studies indicate that anonymous feedback is more accurate and truthful and also nearer to actual facts when compared to feedback from raters who are known. (Ghorpade, 2000) It is generally observed that this analysis is generally used for management cadre employees who are able create a constant circle of assessment and feedback."
| |
|
Job Design, 2007.
An empirical analysis of what critical factors are necessary to enhance the efficiency or quality of human resource processes.
973 words (approx. 3.9 pages), 3 sources, APA, $ 34.95
»
Click here to show/hide summary
Abstract
The paper discusses the increasing globalization in recent years that has resulted in intense competition among various enterprises. The author assumes that in highly competitive markets, organizations will remain competitive and successful only when they are able to increase their efficiency, enhance product quality or achieve both. This study aims to test whether jobs in MTC Vodafone Bahrain, a telecom operator, are designed in a way that will prove enriching and consequently result in greater internal motivation among employees.
Outline:
Introduction
Objectives
Research Questions
Hypothesis
Methodology
From the Paper
"By increasing organizational efficiency, firms can review processes and functions throughout the organization. The role of the HR team within the organization is to oversee this process. This has resulted in part from recent trends revealing that human capital is among a firms most powerful assets. Among the more important roles HR teams are recognizing is their role in job design. Increasingly HR departments are recognizing the importance of designing jobs that are enriching, rewarding and in turn more motivational for employees. This in turn will ultimately result in greater competitive ability within any industry a firm is involved in."
|
|
|
If you can't find your topic here, try another search
or try our affordable, unique custom paper alternative
Custom Research Services include:
- Papers written from scratch, according to your specifications.
Every paper is UNIQUE - Guaranteed
- Professional, top-notch writers
- All topics covered
- Any deadline
- Your satisfaction guaranteed
Place a Custom Research order now
Find out more about Custom Research
|
|
|
