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MANAGEMENTSynonyme(s)Administration des affaires ;Gestion de l'entreprise ;Management opérationnel Théorie du managementVoir aussi |
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Reviving Employee Engagement Post Covid: A case study of the creative industry in Dubai / Amr ABDALLA / 2022
Titre : Reviving Employee Engagement Post Covid: A case study of the creative industry in Dubai Type de document : Mémoire Auteurs : Amr ABDALLA, Auteur Année de publication : 2022 Importance : 68 p. Note générale : Pour accéder aux fichiers PDF, merci de vous identifier sur le catalogue avec cotre compte Office 365 via le bouton CONNEXION en haut de la page. Langues : Anglais (eng) Mots-clés : Management
CULTURE ORGANISATIONNELLE ; EMPLOYE ; LEADERSHIP ; PSYCHOLOGIE DU TRAVAILRésumé : This research study was motivated by the need to understand drivers for the higher-than-average turnover rates among junior executives employed for a creative agency in Dubai, UAE. The objective was to examine and survey perceptions of this target group regarding aspects of their work and the workplace to which they experience engagement. To achieve this goal, a qualitative research inquiry was developed to gage their views using open-ended questions that target their perceptions regarding what they believe would be the ideal workplace to work for. A total number of eight interviews was conducted with four participants who were employed in three different departments within the examined agency. A thematic coding method was followed in the analysis of data stemming from this study, allowing for the emergence and development of key engagement categories that drives the participants’ engagement with their roles and the workplace environment. Results indicated by the data analysis suggest that participants’ experience of work and the workplace have evolved remarkably compared to previous generations preceding this target group. In this respect, findings reveal that this organizational group is keen on continuous learning and development, while they anchor their entire work reality around workplace relationships, with a management that provides excessive support using a more human and personal
interaction approach. More importantly, results stemming from this study indicate that this generation’s main driver is not monetary rewards or status, rather the interest on belonging to an organizational community that shares their values, beliefs, and way of living. Also, participants in this study exhibited clear tendencies towards working for a leadership that values open, transparency, coupled with a more informal/human and personal communication approach. They indicated their interest towards more flexible working arrangements, and clear communication regarding their future career path progress right at the outset of their career. A unique feature of this generation is their keen interest in corporate social responsibility, diversity, and inclusion, and the expectation that they have towards their organization to come up with ways to engage them around these interests.
The challenge for HR departments working with this generation would be to take these preferences into consideration and find ways to create working conditions that enable their engagement with the workplace, which will translate into improved retention and productivityProgramme : MSc Human Resources Consulting Permalink : https://cataloguelibrary.neoma-bs.fr/index.php?lvl=notice_display&id=565297 Running lean / Ash MAURYA / O'REILLY (2022)
Titre : Running lean : Iterate from plan A to a plan that work Type de document : Livre Auteurs : Ash MAURYA Mention d'édition : 3d ed. Editeur : O'REILLY Année de publication : 2022 Importance : 322 p. ISBN/ISSN/EAN : 978-1-09-810877-9 Langues : Anglais (eng) Mots-clés : Management
ENTREPRENEURIAT ; MANAGEMENT ; CONTROLE QUALITEIndex. décimale : 111.65 MANAGEMENT Résumé : We're building more products today than ever before, but most of them fail--not because we can't complete what we want to build but because we waste time, money, and effort building the wrong product. What we need is a systematic process for quickly vetting product ideas and raising our odds of success. That's the promise of Running Lean.
In this inspiring book, Ash Maurya takes you through an exacting strategy for achieving product/market fit for your fledgling venture. You'll learn ideas and concepts from several innovative methodologies, including the Lean Startup, business model design, design thinking, and Jobs-to-be-Done. This new edition introduces the continuous innovation framework and follows one entrepreneur's journey from initial vision to a business model that works.Permalink : https://cataloguelibrary.neoma-bs.fr/index.php?lvl=notice_display&id=577799 Autre formatExemplaires(2)
Code-barres Cote Support Localisation Section Disponibilité 058226 658.401 MAU Livre Library Campus de Reims Salle de lecture Disponible J7258 111.65 MAU Livre Library Campus de Rouen Salle de lecture Disponible Socially responsible investment / Assia CHERRAJ / 2022
Titre : Socially responsible investment : Ratings and regulations Type de document : Mémoire Auteurs : Assia CHERRAJ, Auteur Année de publication : 2022 Importance : 31 p. Note générale : Pour accéder aux fichiers PDF, merci de vous identifier sur le catalogue avec cotre compte Office 365 via le bouton CONNEXION en haut de la page. Langues : Anglais (eng) Mots-clés : Management
EVALUATION D'UNE ENTREPRISE ; RESPONSABILITE SOCIALE DE L'ENTREPRISE ; ENVIRONNEMENTRésumé : What is SRI? SRI, Socially Responsible Investment, are investments that seek to reconcile financial performance and sustainable development. It is an investment process which consider, in addition to financial criteria, extra-financial criteria such as Environmental, Social and Governance (ESG). Then, based on these criteria, an ESG rating of a company or of a fund is made. Let's take the example of an asset management company.In a fund management company, or asset management company, we distinguish 3 ESG rating approach:
- A 100% external rating approach: this means that the rating is made exclusively by ESG rating agencies
- A 100% internal rating approach: There is a specific team dedicated to SRI analysis in the fund management company
- A mix of external and internal rating approach
When we compare those ratings, we can observe that for one specific company or fund we can find totally different ESG scores, often these scores are very contradictory. We can have an excellent score by a rating agency for one company and have the total opposite score for the exact same company but made by another agency.
Why do we observe this problem? What are the reasons of theses ESG ratings differences?
Well, it is because there are no regulations: Neither on how to get the information, neither on how to use it. Everyone just does whatever they want.
So, the question we are going to ask in this dissertation is: Should there be more regulations regarding ESG ratings and regarding company's ESG data availability and disclosure?
We are going to deal with this subject in 3 parts: First we are going to deal with the first issue of ESG ratings divergence which is data availability. Then in a second part we are going to deal with the second reason behind ratings difference which is the criteria used in ESG rating. Then, finally in the last part we are going to consider the problem in a more general view, and we will try to evaluate the impact of those ESG ratings and regulations from different perspective: the impact on companies, on funds and on the market in general.Programme : PGE-Reims Permalink : https://cataloguelibrary.neoma-bs.fr/index.php?lvl=notice_display&id=570891 The Routledge Handbook of Corporate Social Responsibility Communication / Amy O'CONNOR / TAYLOR AND FRANCIS (2022)
Titre : The Routledge Handbook of Corporate Social Responsibility Communication Type de document : e-book Auteurs : Amy O'CONNOR, Auteur Editeur : TAYLOR AND FRANCIS Année de publication : 2022 Importance : 389 p. ISBN/ISSN/EAN : 978-1-00-078423-7 Langues : Anglais (eng) Mots-clés : Management
RESPONSABILITE SOCIALE DE L'ENTREPRISERésumé : This handbook is a resource for students, faculty, and researchers who are focused on understanding the role communication plays in the formation and execution of corporate social responsibility (CSR) activities. Bringing together authors who are thought-leaders and emerging scholars from diverse theoretical and methodological perspectives, it examines the issues central to CSR communication including: theoretical underpinnings, form and content of CSR messaging, the boundaries of engagement, and the tensions associated with CSR communication. Nombre d'accès : Illimité En ligne : http://library.ez.neoma-bs.fr/login?url=https://ebookcentral.proquest.com/lib/ne [...] Permalink : https://cataloguelibrary.neoma-bs.fr/index.php?lvl=notice_display&id=576977 What optimization should Chinese companies adopt to develop international talent / Xiangshu WANG / 2022
Titre : What optimization should Chinese companies adopt to develop international talent Type de document : Mémoire Auteurs : Xiangshu WANG, Auteur Année de publication : 2022 Importance : 48 p. Note générale : Pour accéder aux fichiers PDF, merci de vous identifier sur le catalogue avec cotre compte Office 365 via le bouton CONNEXION en haut de la page. Langues : Anglais (eng) Mots-clés : Management
EMBAUCHE ; INTERNATIONAL ; MANAGEMENT INTERCULTUREL ; MOBILITE INTERNATIONALE
Entreprise
TALENT GROUPRésumé : International talent development is a currently hot topic for Chinese companies. With the
encouragement of policies, Chinese companies headed by large state-owned companies are
accelerating their overseas business expansion. Aon Hewitt found an obvious shortcoming for Chinese companies to deal with the talent challenge after providing some Chinese
companies with global human resources solutions. It takes a long time for companies to expand overseas from implementation to profitability and the development of international
talents is a continuous process.Therefore, this dissertation considers factors such as foreign language ability, overseas experience, cross-cultural training, etc. First put forward the hypothesis, through the approach of questionnaires, regression analysis, etc. The survey participants (N=219) were employees or interns of Chinese companies mainly in first-tier cities in China, to verify each factor impacts on three main research questions of international talent recruitment, training
and improvement, and talent retention. Discover the development trends and deficiencies of international talents in Chinese companies and put forward reasonable optimization suggestions. Results of the analysis show that in the development of international talents, the development of overseas business projects has always played a role in promoting each
link. The advantages of employees' overseas work experience are lack of fully utilized in recruitment, cross-cultural training has a significant effect in talent training, the rigid
working environment is better to be replaced by a flexible multicultural workplace environment to improve the enthusiasm of employees to stay and realize self-value in the
company. Chinese companies have invested a lot in the development of international talents and have taken practical actions, which has obviously improved the opportunities for employees to participate in short-term or long-term expatriate assignments. No matter what international talent development strategy does a company formulates, it should take the
overall strategic goal of the company as the fundamental purpose and continuously make optimization around the overall goal.Programme : MSc Human Resources Consulting Permalink : https://cataloguelibrary.neoma-bs.fr/index.php?lvl=notice_display&id=565298 Business Plan, de l'idée à la création : Les clés pour un BP performant Ed. 5 / Catherine LEGER-JARNIOU / Dunod (2021)PermalinkCan profit-making organizations practice responsible lobbying? / Alixe STROEBEL / 2021PermalinkCFA 2022 Level I Book 1 / KAPLAN SCHWESER (2021)PermalinkCFA 2022 Level I Book 2 / KAPLAN SCHWESER (2021)PermalinkCFA 2022 Level I Book 3 / KAPLAN SCHWESER (2021)PermalinkCFA 2022 Level I Book 4 / KAPLAN SCHWESER (2021)PermalinkCFA 2022 Level I Book 5 / KAPLAN SCHWESER (2021)PermalinkCFA 2022 Level II Book 1 / KAPLAN SCHWESER (2021)PermalinkCFA 2022 Level II Book 2 / KAPLAN SCHWESER (2021)PermalinkCFA 2022 Level II Book 3 / KAPLAN SCHWESER (2021)Permalink
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