個案總覽

To succeed, projects must meet the conditions defined by the project's stakeholders. Sometimes these conditions are explicit: it must be finished by this date, it cannot exceed this budget. Sometimes they are more subtle: the outcomes, must meet specific-often poorly articulated-criteria. The context shapes what must be achieved, how it has to be done, and when. To deal with this 'uniqueness' and its uncertainty, project managers must plan. There is no single approach to planning a project, but for a given set of circumstances, there is a best one. This book takes you through many common planning situations you will meet. It uses stories of real projects to show how planning decisions alter depending on the project context. It discusses how resource-constrained planning differs from end-date schedule planning. It looks at what is different between cost-constrained plans and time boxing. It explores why you must plan when using Agile approaches, and how to plan for innovation. Chapter 5, When It Really Does Have to Work, discusses projects that are mission critical. In such situations, the avoidance of risk drives planning, which must center on total conformance to a pre-specified capability that forces usual planning efforts to be modified to avoid the possibility of events that cannot be managed and known performance must be reliable and verifiable through testing. The chapter thus highlights the uncertainly of planning related to budgets, and indicates the nature of this uncertainty. It also provides various techniques and factors to consider when responding to these challenges.

To succeed, projects must meet the conditions defined by the project's stakeholders. Sometimes these conditions are explicit: it must be finished by this date, it cannot exceed this budget. Sometimes they are more subtle: the outcomes, must meet specific-often poorly articulated-criteria. The context shapes what must be achieved, how it has to be done, and when. To deal with this 'uniqueness' and its uncertainty, project managers must plan. There is no single approach to planning a project, but for a given set of circumstances, there is a best one. This book takes you through many common planning situations you will meet. It uses stories of real projects to show how planning decisions alter depending on the project context. It discusses how resource-constrained planning differs from end-date schedule planning. It looks at what is different between cost-constrained plans and time boxing. It explores why you must plan when using Agile approaches, and how to plan for innovation. Chapter 6, When Stakeholders Really Matter, identifies the importance of stakeholders to projects. It indicates questions that project planners must ask regarding stakeholders' criteria, the characteristics of such stakeholders, and the general types of projects that are stakeholder intensive. It also provides guidance on how to manage such projects and the questions it is necessary to ask when doing so.

To succeed, projects must meet the conditions defined by the project's stakeholders. Sometimes these conditions are explicit: it must be finished by this date, it cannot exceed this budget. Sometimes they are more subtle: the outcomes, must meet specific-often poorly articulated-criteria. The context shapes what must be achieved, how it has to be done, and when. To deal with this 'uniqueness' and its uncertainty, project managers must plan. There is no single approach to planning a project, but for a given set of circumstances, there is a best one. This book takes you through many common planning situations you will meet. It uses stories of real projects to show how planning decisions alter depending on the project context. It discusses how resource-constrained planning differs from end-date schedule planning. It looks at what is different between cost-constrained plans and time boxing. It explores why you must plan when using Agile approaches, and how to plan for innovation. Chapter 7, Planning When It Has to be Different, focuses on projects in which innovation and creativity are core goals. Such projects must involve more freedom, as well as tolerance for failure that requires different forms of management and collaboration, but nonetheless need a thoughtful planning approach to be successful. This chapter provides some methods for doing so.

To succeed, projects must meet the conditions defined by the project's stakeholders. Sometimes these conditions are explicit: it must be finished by this date, it cannot exceed this budget. Sometimes they are more subtle: the outcomes, must meet specific-often poorly articulated-criteria. The context shapes what must be achieved, how it has to be done, and when. To deal with this 'uniqueness' and its uncertainty, project managers must plan. There is no single approach to planning a project, but for a given set of circumstances, there is a best one. This book takes you through many common planning situations you will meet. It uses stories of real projects to show how planning decisions alter depending on the project context. It discusses how resource-constrained planning differs from end-date schedule planning. It looks at what is different between cost-constrained plans and time boxing. It explores why you must plan when using Agile approaches, and how to plan for innovation. Chapter 8, Planning Operational Projects, identifies the challenges of managing operational projects, which require the practices and processes of the organization to continue uninterrupted. These projects pose unique challenges to organizations because they are often staffed and run by operational personnel and often slide in priority because the organization is too busy to improve its performance. This chapter provides some suggestions for mitigating this pattern of behavior.

To succeed, projects must meet the conditions defined by the project's stakeholders. Sometimes these conditions are explicit: it must be finished by this date, it cannot exceed this budget. Sometimes they are more subtle: the outcomes, must meet specific-often poorly articulated-criteria. The context shapes what must be achieved, how it has to be done, and when. To deal with this 'uniqueness' and its uncertainty, project managers must plan. There is no single approach to planning a project, but for a given set of circumstances, there is a best one. This book takes you through many common planning situations you will meet. It uses stories of real projects to show how planning decisions alter depending on the project context. It discusses how resource-constrained planning differs from end-date schedule planning. It looks at what is different between cost-constrained plans and time boxing. It explores why you must plan when using Agile approaches, and how to plan for innovation. Chapter 9, And Finally, briefly argues for the importance of project management and the need for project managers to be willing to adapt to the different types of project constraints they encounter. It also provides a graphic depiction of the different types of projects discussed in the earlier chapters.

Excellence in Internal Communication Management is a 10-chapter book published by Business Expert Press in 2017 and written by Rita Linjuan Men, Associate Professor of Public Relations at the University of Florida, and Shannon A. Bowen, Professor of Public Relations at the University of Southern California. The authors combine theories, research insights, practices, as well as current issues and cases into a comprehensive guide for internal communication managers and organizational leaders on how to communicate effectively with internal stakeholders, build ethical organizational cultures, and engage employees in a rapidly-changing business environment. In Chapter 10, the authors summarize the trends and issues that are transforming the practice of internal communication: digitization, globalization, diversity and inclusion, work-life balance, and a concern for corporate social conscience. They suggest that researchers should study topics such as internal public segmentation, enterprise social media, change communication, work-life integration, and measurement and evaluation issues.

Founders are pivotal to the success of any new business. Founders bring the original business idea to the table, and influence the organizational culture and values and goals of the initial managers and employees. This book covers a variety of topics about founders, beginning with an overview of the motivational traits of prospective entrepreneurs, the role that entrepreneurs play in launching new businesses, the personality traits and skill sets of those who seek to form new business, and a discussion of some practical issues relating to founders with respect to their preformation duties and liabilities, particularly their relationships with prior employers, and their relationships and agreements with other members of the founding group. The book also examines the influence that founders have on the organizational culture of their firms and the positions that founders occupy if and when their firms complete an initial public offering of their securities. This book is a "must have" guide for prospective entrepreneurs. It is also an excellent resource for attorneys and other professionals advising their clients, as well as academics teaching entrepreneurship classes. Chapter 1 examines the motivational attributes of entrepreneurs. It considers such factors as the need for achievement, risk tolerance, locus of control, and belief in self efficacy, among others.

Founders are pivotal to the success of any new business. Founders bring the original business idea to the table, and influence the organizational culture and values and goals of the initial managers and employees. This book covers a variety of topics about founders, beginning with an overview of the motivational traits of prospective entrepreneurs, the role that entrepreneurs play in launching new businesses, the personality traits and skill sets of those who seek to form new business, and a discussion of some practical issues relating to founders with respect to their preformation duties and liabilities, particularly their relationships with prior employers, and their relationships and agreements with other members of the founding group. The book also examines the influence that founders have on the organizational culture of their firms and the positions that founders occupy if and when their firms complete an initial public offering of their securities. This book is a "must have" guide for prospective entrepreneurs. It is also an excellent resource for attorneys and other professionals advising their clients, as well as academics teaching entrepreneurship classes. This chapter offers an overview of how organizations come into existence and identifies what roles the entrepreneur plays in that process, the activities that the entrepreneur might be engaged in during the process, and the skills that the entrepreneur should acquire in order to be effective in that process.

Founders are pivotal to the success of any new business. Founders bring the original business idea to the table, and influence the organizational culture and values and goals of the initial managers and employees. This book covers a variety of topics about founders, beginning with an overview of the motivational traits of prospective entrepreneurs, the role that entrepreneurs play in launching new businesses, the personality traits and skill sets of those who seek to form new business, and a discussion of some practical issues relating to founders with respect to their preformation duties and liabilities, particularly their relationships with prior employers, and their relationships and agreements with other members of the founding group. The book also examines the influence that founders have on the organizational culture of their firms and the positions that founders occupy if and when their firms complete an initial public offering of their securities. This book is a "must have" guide for prospective entrepreneurs. It is also an excellent resource for attorneys and other professionals advising their clients, as well as academics teaching entrepreneurship classes. Chapter 3 explores some of the research that has been done on the personality traits of founders and most of the work in this area has been done by researchers interested in the overall phenomenon of entrepreneurship. Founders start businesses for numerous reasons, and it is difficult to identify a set of personality traits that can associated with everyone who starts a new business. In fact, a fair number of businesses are started for reasons not chosen by the founder, such as when the founder loses his or her job with an employer.

Founders are pivotal to the success of any new business. Founders bring the original business idea to the table, and influence the organizational culture and values and goals of the initial managers and employees. This book covers a variety of topics about founders, beginning with an overview of the motivational traits of prospective entrepreneurs, the role that entrepreneurs play in launching new businesses, the personality traits and skill sets of those who seek to form new business, and a discussion of some practical issues relating to founders with respect to their preformation duties and liabilities, particularly their relationships with prior employers, and their relationships and agreements with other members of the founding group. The book also examines the influence that founders have on the organizational culture of their firms and the positions that founders occupy if and when their firms complete an initial public offering of their securities. This book is a "must have" guide for prospective entrepreneurs. It is also an excellent resource for attorneys and other professionals advising their clients, as well as academics teaching entrepreneurship classes. Chapter 4 considers a founder's duties and liabilities in founding a business. Much of the planning for a new business occurs before a new legal entity, such as a corporation, has been formed and founders need to understand that even though a legal entity does not exist, they still have important duties and are subject to potential liabilities to one another, to the new entity and to investors and other outsiders.

Founders are pivotal to the success of any new business. Founders bring the original business idea to the table, and influence the organizational culture and values and goals of the initial managers and employees. This book covers a variety of topics about founders, beginning with an overview of the motivational traits of prospective entrepreneurs, the role that entrepreneurs play in launching new businesses, the personality traits and skill sets of those who seek to form new business, and a discussion of some practical issues relating to founders with respect to their preformation duties and liabilities, particularly their relationships with prior employers, and their relationships and agreements with other members of the founding group. The book also examines the influence that founders have on the organizational culture of their firms and the positions that founders occupy if and when their firms complete an initial public offering of their securities. This book is a "must have" guide for prospective entrepreneurs. It is also an excellent resource for attorneys and other professionals advising their clients, as well as academics teaching entrepreneurship classes. Chapter 5 considers some of the various issues that founders need to consider when they begin a venture. Such questions include the form of legal entity for their new business (e.g., corporation, partnership, or limited liability company); the relationships among cofounders with respect to ownership, management, and control of the business; and the amount of time each cofounder will spend on the venture. When properly discussed, answers to these questions will protect the rights of each founder while creating incentives to help the business grow.

Founders are pivotal to the success of any new business. Founders bring the original business idea to the table, and influence the organizational culture and values and goals of the initial managers and employees. This book covers a variety of topics about founders, beginning with an overview of the motivational traits of prospective entrepreneurs, the role that entrepreneurs play in launching new businesses, the personality traits and skill sets of those who seek to form new business, and a discussion of some practical issues relating to founders with respect to their preformation duties and liabilities, particularly their relationships with prior employers, and their relationships and agreements with other members of the founding group. The book also examines the influence that founders have on the organizational culture of their firms and the positions that founders occupy if and when their firms complete an initial public offering of their securities. This book is a "must have" guide for prospective entrepreneurs. It is also an excellent resource for attorneys and other professionals advising their clients, as well as academics teaching entrepreneurship classes. Chapter 6 examines the role of the founders in creating a venture's organizational culture.

Founders are pivotal to the success of any new business. Founders bring the original business idea to the table, and influence the organizational culture and values and goals of the initial managers and employees. This book covers a variety of topics about founders, beginning with an overview of the motivational traits of prospective entrepreneurs, the role that entrepreneurs play in launching new businesses, the personality traits and skill sets of those who seek to form new business, and a discussion of some practical issues relating to founders with respect to their preformation duties and liabilities, particularly their relationships with prior employers, and their relationships and agreements with other members of the founding group. The book also examines the influence that founders have on the organizational culture of their firms and the positions that founders occupy if and when their firms complete an initial public offering of their securities. This book is a "must have" guide for prospective entrepreneurs. It is also an excellent resource for attorneys and other professionals advising their clients, as well as academics teaching entrepreneurship classes. Chapter 7 considers the various roles founders play and how these roles evolves as their ventures grow and reach the stage where they have an initial public offering.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 1, From Brands to Humans, identifies why branding is important. It then discusses the evolution of branding and the roles of emotions and passion in branding.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 2, Personal Branding, builds on Chapter 1 to discuss the importance and nature of personal branding, especially in an online social environment. It also considers how to develop and maintain a personal brand and what makes such a brand successful.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 3, The Social Natives, considers key characteristics of the #hashtag generation and how it has evolved from being digital natives to social natives. It then assesses the implications of this shift for recruitment and the professional/work possibilities afforded by the intensely social nature of this cohort.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 4, Recruiting in the Brave New Online Social World, discusses what recruiting version 2.0 looks like, the implications of social recruiting in the new online world, the importance of networking for young professionals, trends in recruitment, and the gamification of recruitment. The author then concludes with some personal thoughts.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 5, The Brand New Me, identifies the key aspects of managing one's personal brand online, especially regarding issues such as an individual's search results, removing information that should not be public, accounts of social media use that have led to hiring and firing. Finally, the author situates these issues in a discussion of the social ecosystem.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 6, The Brave New Online World, recaps the discussion of recruiting through social media, discusses future trends in recruitment, and considers more broadly what might be next in this social online world.

Growth-oriented entrepreneurship seeks to create and scale up businesses that will drive productivity growth, create new employment, increase innovation, promote business internationalization, and achieve sustainable economic growth. This book summarizes research on growth-oriented entrepreneurship and continues with an assessment of attempts to create the appropriate framework conditions for growth-oriented entrepreneurship. Chapter 1 defines and provides an overview of growth-oriented entrepreneurship.