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The importance of the merit system in a workplace is to provide good quality work to the public. When merit is truly assessed in the process of hiring or promoting personnel, an honest, effective, and productive workplace is created. [8] Employees build organizations and the service they provide to customers allows the organization to be ...
Porter's generic strategies detail the interaction between cost minimization strategies, product differentiation strategies, and market focus strategies of firms. [1] Michael Porter described an industry as having multiple segments that can be targeted by a firm. The breadth of its targeting refers to the competitive scope of the
Meritocracy (merit, from Latin mereō, and -cracy, from Ancient Greek κράτος kratos 'strength, power') is the notion of a political system in which economic goods or political power are vested in individual people based on ability and talent, rather than wealth or social class. [1]
There are three categories of U.S. federal employees: [5] The competitive service includes the majority of civil service positions, meaning employees are selected based on merit after a competitive hiring process for positions that are open to all applicants.
Value-creating strategy. Strategic competitiveness is accomplished when a firm successfully integrates a value-creating strategy. [1] The key to having a complete value-creating strategy is to adopt a holistic approach that includes business strategy, financial strategy, technology strategy, marketing strategy and investor strategy. [2]
Miles and Snow identify three types of competitive strategies, those adopted by defender, analyzer and prospector types of organization, and a fourth, non-strategic type of organization, whose competitive behaviour is reactive to the perceived environmental conditions within which it operates. [2]
Image source: The Motley Fool. Lowe's Companies (NYSE: LOW) Q4 2024 Earnings Call Feb 26, 2025, 9:00 a.m. ET. Contents: Prepared Remarks. Questions and Answers. Call Participants
The major provisions in the act included, but were not limited to, performance appraisals for all employees, merit pay on a variety of levels (but focusing on managerial levels), and modifications for dealing with poor performers. [3] This merit pay system was a break in the long tradition of automatic salary increases based on length of service.