Search results
Results From The WOW.Com Content Network
Managerial economics is sometimes referred to as business economics and is a branch of economics that applies microeconomic analysis to decision methods of businesses or other management units to assist managers to make a wide array of multifaceted decisions.
Management consists of the planning, prioritizing, and organizing work efforts to accomplish objectives within a business organization. [1] A management style is the particular way managers go about accomplishing these objectives.
Larger organizations generally have three hierarchical levels of managers, [1] [need quotation to verify] organized in a pyramid structure: Senior management roles include the board of directors and a chief executive officer (CEO) or a president of an organization. They set the strategic goals and policy of the organization and make decisions ...
The Servant Leader ISBN 1-4000-5473-7; Art Barter. Farmer Able ISBN 1-6278-7235-3; Art Barter. The Servant Leadership Journal: An 18 Week Journey to Transform You and Your Organization ISBN 978-0-998-67110-9; Ken Blanchard, Leading at a Higher Level (Chapter 12), ISBN 0-13-234772-5; Peter Block. Stewardship ISBN 1-881052-86-9
The theory of the firm consists of a number of economic theories that explain and predict the nature of the firm, company, or corporation, including its existence, behaviour, structure, and relationship to the market. [1] Firms are key drivers in economics, providing goods and services in return for monetary payments and rewards.
Strategic management processes and activities. Strategy is defined as "the determination of the basic long-term goals of an enterprise, and the adoption of courses of action and the allocation of resources necessary for carrying out these goals."
[1] Contrary to micromanagement, where managers closely observe and control the work of their employees, macromanagement is a more independent style of organizational management. Managers step back and give employees the freedom to do their job as they see fit, as long as the desired result is achieved.
Job characteristics theory is a theory of work design.It provides “a set of implementing principles for enriching jobs in organizational settings”. [1] The original version of job characteristics theory proposed a model of five “core” job characteristics (i.e. skill variety, task identity, task significance, autonomy, and feedback) that affect five work-related outcomes (i.e ...