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Some economic aspects of the Indian cotton textile industry since independence 1947Sripati, Ranganadha 01 August 1955 (has links)
No description available.
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Management training program in a discount storeSethi, Manmohan Singh 01 August 1968 (has links)
No description available.
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The depreciation policy of the New York Telephone Company 1920-1935Smith, Josephine Jackson 01 July 1951 (has links)
No description available.
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North-South wage differentials in the textile industryRoss, Richard 01 June 1958 (has links)
No description available.
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The Indo-United States economic and technical aid during the last decade (1951-1961)Singhvi, Surendra Singh 01 January 1963 (has links)
No description available.
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Design and evaluation of a consulting system for database designAntony, Solomon Raj 03 June 1997 (has links)
Database design is a difficult problem for non-expert designers. It is desirable to assist such designers during the problem solving process by means of a knowledge based (KB) system. Although a number of prototype KB systems have been proposed, there are many shortcomings. Firstly, few have incorporated sufficient expertise in modeling relationships, particularly higher order relationships. Secondly, there does not seem to be any published empirical study that experimentally tested the effectiveness of any of these KB tools. Thirdly, problem solving behavior of non-experts, whom the systems were intended to assist, has not been one of the bases for system design.
In this project, a consulting system, called CODA, for conceptual database design that addresses the above short comings was developed and empirically validated. More specifically, the CODA system incorporates (a) findings on why non-experts commit errors and (b) heuristics for modeling relationships. Two approaches to knowledge base implementation were used and compared in this project, namely system restrictiveness and decisional guidance (Silver 1990). The Restrictive system uses a proscriptive approach and limits the designer's choices at various design phases by forcing him/her to follow a specific design path. The Guidance system approach, which is less restrictive, involves providing context specific, informative and suggestive guidance throughout the design process. Both the approaches would prevent erroneous design decisions. The main objectives of the study are to evaluate (1) whether the knowledge-based system is more effective than the system without a knowledge-base and (2) which approach to knowledge implementation - whether Restrictive or Guidance - is more effective. To evaluate the effectiveness of the knowledge base itself, the systems were compared with a system that does not incorporate the expertise (Control).
An experimental procedure using student subjects was used to test the effectiveness of the systems. The subjects solved a task without using the system (pre-treatment task) and another task using one of the three systems, viz. Control, Guidance or Restrictive (experimental task). Analysis of experimental task scores of those subjects who performed satisfactorily in the pre-treatment task revealed that the knowledge based approach to database design support lead to more accurate solutions than the control system. Among the two KB approaches, Guidance approach was found to lead to better performance when compared to the Control system. It was found that the subjects perceived the Restrictive system easier to use than the Guidance system.
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An organizational learning approach to expatriate cross-cultural adjustment, organizational commitment, and job satisfactionDownes, Meredith 24 March 1997 (has links)
The purpose of this study was to investigate the relationship between organizational learning and expatriation in overseas subsidiaries as well as in organizations as a whole. In doing so, two issues were addressed - () the use of expatriation as firms internationalize, and (ii) the significance of various factors to expatriate success as firms gain international experience. The sample of companies for this study was drawn from U.S. Fortune 500 multinational corporations (MN1Cs) in two sets of related industries -- computers/ electronics and petroleum/chemicals. Based on the learning that takes place within organizations as they increase their involvement overseas, a positive relationship was expected between international experience and expatriation when internationalization was low, and a negative relationship was expected when internationalization was high. Results indicate a significant positive relationship between country experience and the proportion of expatriates in that subsidiary when subsidiaries were relatively young, and a negative relationship, however not significant, for more mature subsidiaries. The relationship between overall firm degree of internationalization (DOI) and the proportion of expatriates in the firm as a whole was negative regardless of stage of internationalization, but this relationship was significant only for highly internationalized firms. It was further suspected that individual, environmental, and family-related characteristics would have a significant effect on the success of expatriates whose firms were low on internationalization, and that organizational characteristics would play a significant role in highly internationalized firms. Support for these hypotheses was received with respect to certain outcomes and some determinants of success. The preponderance of support was found for those addressing the effects of both environmental and family-related characteristics on the cross-cultural adjustment of expatriates in firms with little international experience. Considerable support was also found for those hypotheses addressing the impact of organizational characteristics on the job satisfaction levels of expatriates assigned to mature subsidiaries. The relevant literatures on organizational learning and expatriation are reviewed, and a model is developed underlying the logic of the hypotheses. Research methods are then described in full detail, results are reported, and implications for theory and for management are discussed.
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Racioethnic differences in job satisfaction : a test of orthogonal cultural identification theory and self-categorization theoryFriday, Shawnta Shajuan 20 February 1997 (has links)
The theories of orthogonal cultural identification and self-categorization are offered as links in examining the possible racioethnic differences in job satisfaction. It is posited that racioethnicity (Cox & Blake, 1991) is multidimensional with at least three conceptually distinct dimensions. Since there is a need for consistent terminology with respect to these distinct dimensions, the following new terms are offered to differentiate among them: " physioethnicity" refers to the physiological dimension of racioethnicity; "socioethnicity" refers to the sociocultural dimension; and "psychoethnicity" refers to the psychological dimension.
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Using Multi Criteria Decision Analysis Decision Support Systems to Conduct Analysis of Alternatives for Department of Defense Acquisition ProgramsMahalak, David Matthew 06 February 2018 (has links)
<p> Despite being a mandated requirement, the U.S. Government Accountability Office found a lack of guidance across the Department of Defense for conducting analysis of alternatives which contributed to significant cost, schedule, and performance problems for Defense acquisition programs. In 2008 ninety-six major weapon system programs were reviewed and findings showed cost growths of $296 billion, average program delays of twenty-two months, and the delivery of fewer systems with reduced capabilities. Without specific guidance and criteria for how analysis of alternatives should be conducted the Department of Defense will continue to struggle to make informed trade-offs and start executable programs. This praxis presents a decision support system that enables decision makers to analyze cost, schedule, and performance ratings for multi criteria decision analysis problems. The decision support system provides interactive visualization tools that allow decision makers to execute sensitivity and uncertainty analyses, analyze the decision problem from multiple stakeholder-specific viewpoints, and synthesize results in a meaningful way. Although the primary motivation of this praxis is to fill the gap identified by the U.S. Government Accountability Office, the decision support system presented in this praxis can be modified and applied across multiple domains. </p><p>
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The impact of information technology on organizations : a study of enterprise resource planning system influences on job design and organizational cultureClemmons, Susan Yvonne 11 March 2005 (has links)
The primary purpose of this research is to study the linkage between perceived job design characteristics and information system environment characteristics before and after the replacement of a legacy information system with a new type of information system (referred to as an Enterprise Resource Planning or ERP system). A public state University implementing an academic version of an ERP system was selected for the study. Three survey instruments were used to examine the perception of the information system, the job characteristics, and the organizational culture before and after the system implementation. The research participants included two large departments resulting in a sample of 130 workers. Research questions were analyzed using multivariate procedures including factor analysis, path analysis, stepwise regression, and matched pair analysis.
Results indicated that the ERP system has introduced new elements into the working environment that has changed the perception of how the job design characteristics and organization culture dimensions are viewed by the workers. The understanding of how the perceived system characteristics align with an individual's perceived job design characteristics is supported by each of the system characteristics significantly correlated in the proposed direction. The stronger support of this relationship becomes visible in the causal flow of the effects seen in the path diagram and in the step-wise regression. The perceived job design characteristics aligning with dimensions of organizational culture are not as strong as the literature suggests. Although there are significant correlations between the job and culture variables, only one relationship can be seen in the causal flow.
This research has demonstrated that system characteristics of ERP do contribute to the perception of change in an organization and do support organizational culture behaviors and job characteristics.
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