Question

What the definition of those term? Give me some detail about that, thank you.

Intellectual Capital = Competency x Commitment

glass Ceiling and its effects

Organizational Trends

Bottom Up and/or Top Down Leadership

Katz's Managerial Skills

McGregor's Theory X and/or Theory Y employees

Total Quality Management (TQM)

Answer 1

Note -As per Chegg guideline I can solve only 4 questions.so please post other questions separately. thanks

Answer:

Intellectual Capital = Competency x Commitment has instructed that intellectual capital could be a product of competence and commitment. This broad proposition, although intuitively appealing, doesn't establish theoretical links between these variables, and incorporates a very little empirical foundation. This paper attracts on structure behavior theory to propose a model that specifies mechanisms, intermediate linkages and boundary conditions that predict intellectual capital. In doing, therefore, we have a tendency to reply to a recent involve analysis that's specific concerning human resource management-firm effectiveness relationships. Tempered relationships between competency, commitment, and management are projected as predictors of intellectual capital. Implications for future theory and follow are highlighted.

Glass Ceiling and its effects

The ceiling could be a figure of speech concerning a synthetic barrier that forestalls girls and minorities from being promoted to managerial- and executive-level positions at intervals a corporation. The phrase “glass ceiling” is employed to explain the difficulties visage by girls once making an attempt to maneuver to higher roles during a male-dominated hierarchy. The barriers are most frequently unwritten, which means that ladies are a lot of possibilities to be restricted from advancing through accepted norms and implicit biases instead of outlined company policies.

The ceiling result is that the pervasive resistance to the efforts of ladies and minorities to achieve the highest ranks of management in major companies. It’s unclear precisely UN agency named the development; however, the term was heavily used throughout the mid-1980s. Girls UN agency entered the personnel in massive numbers throughout the late Seventies and early Eighties found they unable to advance on the far side an exact level of management.

In the Eighties, the term “glass ceiling” was typically employed in tandem bicycle with another term, “mommy track.” At that point, it had been common for ladies of childbearing age to be thought of less impelled and fewer disciplined than male workers or older females. The perception was that ladies would take intensive break day or leave the personnel altogether once that they had kids. If girls did come back to figure, they were believed to be less dedicated workers owing to their maternal duties. Thus, several firms shunted young girls onto the “mommy track,” a form of sideline within which promotions and raises ne'er resulted within the girl being granted duties that might have a true result on the corporation.

Organizational Trends

Organizations have entered a replacement era characterized by fast, dramatic and turbulent changes. The accelerated pace of modification has reworked however work is performed by workers in various organizations. Modification has actually become AN inherent and integral a part of structure life.

Several rising trends are impacting structure life. Of those rising trends, 5 are going to be examined: globalization, diversity, flexibility, flat, and networks. These 5 rising trends produce tensions for structure leaders and workers as they're going through waves of changes in their organizations.

Bottom-Up and/or Top-Down Leadership

Bottom-up management happens once goals, projects, and tasks are hip to mostly by worker feedback. Workers are invited to participate in goal setting — typically merely with feedback, typically with a stake within the call. These goals, projects, and tasks are then communicated by every team to senior leadership.

Top-down management happens once goals, projects, and tasks are determined among your organization’s senior leaders, typically several of their groups. These goals, projects, and tasks are then communicated to their teams.