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Verlag: GRIN Verlag Apr 2009, 2009
ISBN 10: 3640303008ISBN 13: 9783640303007
Anbieter: BuchWeltWeit Ludwig Meier e.K., Bergisch Gladbach, Deutschland
Buch Print-on-Demand
Taschenbuch. Zustand: Neu. This item is printed on demand - it takes 3-4 days longer - Neuware -Research Paper (undergraduate) from the year 2008 in the subject Business economics - Business Management, Corporate Governance, grade: 1,3, University of Applied Sciences Berlin (Master of Business Administration), course: Strategic Management, language: English, abstract: If you take the words of a former General Electrics (GE) employee to define strategy, William E. Rothschild said, 'What do you want to achieve or avoid The answers to this question are objectives. How will you go about achieving your desired results The answer to this you can call strategy.'This statement not only highlights the need for strategy but also the need to bring strategy to fruition. Companies should not only devise strategy but also successfully clarify and execute their strategies. This means that a company has to be able to measure its strategic success.Unfortunately, company strategy is not always transparent or understood in the same way by a company's key players. Sun Tzu, a Chinese military strategist who wrote the military treatise The Art of War, praised this aspect for strategies in war as follows: 'All men can see these tactics whereby I conquer, but what none can see is the strategy out of which victory is evolved'.The Strategy Map created by Kaplan and Norton is to facilitate corporate strategy development and execution providing a missing link between strategy formulation and strategy implementation by identifying the key internal processes that drive strategic success and by aligning investment in people, technology and organizational capital for the greatest impact.The first part of the assignment describes in detail the theoretical framework of Strategy Maps. The second part uses the theory to describe and visualize the Strategy Map of General Electric Medical Systems (GEMS) - the world's leading manufacturer of diagnostic imaging equipment. This practical approach is based on the publication of Tarun Khanna about GEMS in the Harvard Business School Press in February 2003. In conclusion, there is a brief up-to-date situation on GEMS after 2002 and some statements to the authors' experience in creating the GEMS Strategy Map. 36 pp. Englisch.
Verlag: GRIN Verlag Apr 2009, 2009
ISBN 10: 3640303350ISBN 13: 9783640303359
Anbieter: BuchWeltWeit Ludwig Meier e.K., Bergisch Gladbach, Deutschland
Buch Print-on-Demand
Taschenbuch. Zustand: Neu. This item is printed on demand - it takes 3-4 days longer - Neuware -Research Paper (undergraduate) from the year 2007 in the subject Business economics - Investment and Finance, grade: 1,0, University of Applied Sciences Berlin, course: Financial Management, language: English, abstract: In everything you do, or don't do, there is a chance that something will happen that you didn't count on. Risk is the potential for unexpected things to happen.Risk aversion is a common thing among almost all investors. Investors generally dislike uncertainty or risk and agree that a safe dollar is worth more than a risky one. Therefore, investors will have to be persuaded to take higher risk by the offer of higher returns. In this investment context, the additional compensation for taking on higher risk is a higher rate of return.Every investment has a risk element: The investor will always not be certainwhether the investment will be able to generate the required income. The degree of risk defers from industry to industry but also from company to company. It is not possible to eliminate the investment risk altogether but toreduce is. Nevertheless, often there remains a risky part. According to the degree of risk, the investor demands a corresponding rate of return that is, of course, higher than the rate of return of risk-free investments. Taking on a risk should be paid off.The Capital Asset Pricing Model (CAPM) is an economic model for valuing stocks, securities, derivatives and/or assets by relating risk and expected rate of return. CAPM is based on the idea that investors demand additional expected return if they are asked to accept additional risk. 40 pp. Englisch.
Verlag: AV Akademikerverlag, 2012
ISBN 10: 3639402421ISBN 13: 9783639402421
Anbieter: Lucky's Textbooks, Dallas, TX, USA
Buch
Zustand: New.
Verlag: GRIN Verlag Apr 2009, 2009
ISBN 10: 3640303369ISBN 13: 9783640303366
Anbieter: BuchWeltWeit Ludwig Meier e.K., Bergisch Gladbach, Deutschland
Buch Print-on-Demand
Taschenbuch. Zustand: Neu. This item is printed on demand - it takes 3-4 days longer - Neuware -Research Paper (undergraduate) from the year 2007 in the subject Leadership and Human Resources - Miscellaneous, grade: 1,3, University of Applied Sciences Berlin, course: Human Resource Management, language: English, abstract: To meet business challenges today and tomorrow, companies must maximise the potential of their workforce while increasing efficiency. In a highly competitive business environment, companies can differentiate themselves through their employees. Employees understanding the business carry out operations, mitigate risk, and build strong brands. Today, there is much more concentration and focus on the strategic outcomes of human resource activity than ever before. The area of compensation is no exception. Compensation can be used to recruit and retain qualified employees, to increase or maintain morale / satisfaction, reward and encourage peak performance, achieve internal and external equity, reduce turnover and encourage company loyalty.As a result, pay-for-performance systems using variable pay components are becoming more and more popular to reward for exceptional job performance. There is far more interest in more closely linking the reward mechanisms to the achievement of corporate objectives. Performance pay as one component in the total employee compensation can be assessed based on individual or team contribution, on business unit results or a corporate profit or share price. It can be rewarded through traditional salary adjustments but also through variable pay techniques such as lump-sum bonuses or stock options. There are no standard schemes or rules on how and to what volume a company should integrate variable pay into its total compensation systems. It not only depends on what the company focuses on but also on the company's employees, their attitude to work and to the company as a whole. But employers should have in mind that a compensation plan that fails to motivate employees can stagnate a company as fast as any other factor. 60 pp. Englisch.
Verlag: GRIN Verlag Apr 2009, 2009
ISBN 10: 3640303342ISBN 13: 9783640303342
Anbieter: BuchWeltWeit Ludwig Meier e.K., Bergisch Gladbach, Deutschland
Buch Print-on-Demand
Taschenbuch. Zustand: Neu. This item is printed on demand - it takes 3-4 days longer - Neuware -Research Paper (undergraduate) from the year 2008 in the subject Business economics - Business Management, Corporate Governance, grade: 1,0, University of Applied Sciences Berlin, course: Soft Skills & Leadership Qualities, language: English, abstract: Today, in a fast changing business environment, leaders need to manage an empowered workforce and go more and more beyond consultative, cooperative and democratic leadership styles. The today's workforce does not accept an autocratic leadership style as they have now far more options and choices. In addition, there is a growing sense of democracy and independence in the workforce.Emotional Intelligence has become a vital and more and more important part of how today's leaders meet the significant challenges they face. Emotion is known to alter thinking in many ways. It seems that Emotional Intelligence can help leaders in an evermore difficult leadership role, one that fewer and fewer leaders seem capable of fulfilling. And especially in the highest levels in organizations Emotional Intelligence can give developing leaders a competitive edge. The bottom line is that the manager who can think about emotions accurately and clearly may often be better able to anticipate, cope with, and effectively manage change.But provides the concept of Emotional Intelligence the answer to the question what the best leader differentiates from the average one The following assignment aims at clarifying the role of emotional intelligence in leadership. Chapter 2 gives an overview of the theoretical framework surrounding the emotional intelligence concept by stating the most important models and its measurements. Chapter 3 points out the leaders' emotionalintelligence competencies to successful manage the organizations tasks. It also provides ways and even exercises of how to develop emotional intelligence and resonant leadership To get the big picture, the last chapter explicitly summarizes the importance of emotional intelligence in the business field by also pointing out some critics to the Emotional Intelligence model. 52 pp. Englisch.
Verlag: GRIN Verlag Apr 2009, 2009
ISBN 10: 3640302990ISBN 13: 9783640302994
Anbieter: BuchWeltWeit Ludwig Meier e.K., Bergisch Gladbach, Deutschland
Buch Print-on-Demand
Taschenbuch. Zustand: Neu. This item is printed on demand - it takes 3-4 days longer - Neuware -Research Paper (undergraduate) from the year 2008 in the subject Business economics - Operations Research, grade: 1,0, University of Applied Sciences Berlin, course: International Entrepreneurship, language: English, abstract: 1971, when the 'Starbucks experience' begun, Starbucks was just a small coffee shop in Seattle, USA. Today, Starbucks, named after the first mate in Herman Melville's Moby Dick, is the world's leading retailer, roaster and brand of specialty coffee with millions of customer visits per week at stores in North America, Europe, Middle East, Latin America and the Pacific Rim.Thus,within not more than three decades, Starbucks' offering of distinctive blend of quality coffee, neighbourly camaraderie and a unique coffeehouse culture combined with an aggressive growth strategy helped it to become the most famous specialty coffee shop chain in the world and a global company: In 2007, it run more than 15,000 stores worldwide by employing more than 172,000 people. But in the same year 2007 - despite revenues of USD 9.4 billion - Starbucks had to report a first-ever decline in same-store sales.As early as the mid-1990s, analysts had been predicting that Starbucks could not sustain such strong growth, especially in same-store sales. For more than 10 years, Starbucks had consistently beaten these expectations. By 2007, however, Starbucks unprecedented size, combined with the uncertainty of the economy,had placed the company in a new competitive game.As a result, in early 2008, Starbucks announced a series of initiatives to cope with the new challenges and to prepare for a successful future - all of them based on renewing the focus on customer experience and slowing down expansion. But what constitutes the Starbucks strategy that has been that successful in the past What were the main drives of the considerably growth of the Starbucks business And is the Starbucks strategy flexible enough to adapt to the current challenging market conditions After the introduction of the Starbucks business in terms of vision, mission and history, this assignment focuses on answering these questions by analysing Starbucks' strategy and its key drivers of success in chapter 2. This analysis is done with the model of the 'strategic diamond' that is introduced in the beginning of chapter 2 as working basis. The assignment ends a comprehensive analysis of the challenges Starbucks is facing today and how it prepares to successful handle them. 52 pp. Englisch.
Verlag: GRIN Verlag, 2009
ISBN 10: 3640303350ISBN 13: 9783640303359
Anbieter: AHA-BUCH GmbH, Einbeck, Deutschland
Buch
Taschenbuch. Zustand: Neu. Druck auf Anfrage Neuware - Printed after ordering - Research Paper (undergraduate) from the year 2007 in the subject Business economics - Investment and Finance, grade: 1,0, University of Applied Sciences Berlin, course: Financial Management, language: English, abstract: In everything you do, or don't do, there is a chance that something will happen that you didn't count on. Risk is the potential for unexpected things to happen.Risk aversion is a common thing among almost all investors. Investors generally dislike uncertainty or risk and agree that a safe dollar is worth more than a risky one. Therefore, investors will have to be persuaded to take higher risk by the offer of higher returns. In this investment context, the additional compensation for taking on higher risk is a higher rate of return.Every investment has a risk element: The investor will always not be certainwhether the investment will be able to generate the required income. The degree of risk defers from industry to industry but also from company to company. It is not possible to eliminate the investment risk altogether but toreduce is. Nevertheless, often there remains a risky part. According to the degree of risk, the investor demands a corresponding rate of return that is, of course, higher than the rate of return of risk-free investments. Taking on a risk should be paid off.The Capital Asset Pricing Model (CAPM) is an economic model for valuing stocks, securities, derivatives and/or assets by relating risk and expected rate of return. CAPM is based on the idea that investors demand additional expected return if they are asked to accept additional risk.
Verlag: GRIN Verlag, 2009
ISBN 10: 3640303008ISBN 13: 9783640303007
Anbieter: AHA-BUCH GmbH, Einbeck, Deutschland
Buch
Taschenbuch. Zustand: Neu. Druck auf Anfrage Neuware - Printed after ordering - Research Paper (undergraduate) from the year 2008 in the subject Business economics - Business Management, Corporate Governance, grade: 1,3, University of Applied Sciences Berlin (Master of Business Administration), course: Strategic Management, language: English, abstract: If you take the words of a former General Electrics (GE) employee to define strategy, William E. Rothschild said, 'What do you want to achieve or avoid The answers to this question are objectives. How will you go about achieving your desired results The answer to this you can call strategy.'This statement not only highlights the need for strategy but also the need to bring strategy to fruition. Companies should not only devise strategy but also successfully clarify and execute their strategies. This means that a company has to be able to measure its strategic success.Unfortunately, company strategy is not always transparent or understood in the same way by a company's key players. Sun Tzu, a Chinese military strategist who wrote the military treatise The Art of War, praised this aspect for strategies in war as follows: 'All men can see these tactics whereby I conquer, but what none can see is the strategy out of which victory is evolved'.The Strategy Map created by Kaplan and Norton is to facilitate corporate strategy development and execution providing a missing link between strategy formulation and strategy implementation by identifying the key internal processes that drive strategic success and by aligning investment in people, technology and organizational capital for the greatest impact.The first part of the assignment describes in detail the theoretical framework of Strategy Maps. The second part uses the theory to describe and visualize the Strategy Map of General Electric Medical Systems (GEMS) - the world's leading manufacturer of diagnostic imaging equipment. This practical approach is based on the publication of Tarun Khanna about GEMS in the Harvard Business School Press in February 2003. In conclusion, there is a brief up-to-date situation on GEMS after 2002 and some statements to the authors' experience in creating the GEMS Strategy Map.
Verlag: AV Akademikerverlag, 2012
ISBN 10: 3639402421ISBN 13: 9783639402421
Anbieter: Ria Christie Collections, Uxbridge, Vereinigtes Königreich
Buch Print-on-Demand
Zustand: New. PRINT ON DEMAND Book; New; Fast Shipping from the UK. No. book.
Verlag: GRIN Verlag, 2009
ISBN 10: 364030330XISBN 13: 9783640303304
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Zustand: Good. Your purchase helps support Sri Lankan Children's Charity 'The Rainbow Centre'. Ex-library, so some stamps and wear, but in good overall condition. Our donations to The Rainbow Centre have helped provide an education and a safe haven to hundreds of children who live in appalling conditions.
Verlag: AV Akademikerverlag 2012-04, 2012
ISBN 10: 3639402421ISBN 13: 9783639402421
Anbieter: Chiron Media, Wallingford, Vereinigtes Königreich
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PF. Zustand: New.
Verlag: AV Akademikerverlag, 2012
ISBN 10: 3639402421ISBN 13: 9783639402421
Anbieter: PBShop.store US, Wood Dale, IL, USA
Buch Print-on-Demand
PAP. Zustand: New. New Book. Shipped from UK. THIS BOOK IS PRINTED ON DEMAND. Established seller since 2000.
Verlag: GRIN Verlag, 2009
ISBN 10: 3640302990ISBN 13: 9783640302994
Anbieter: AHA-BUCH GmbH, Einbeck, Deutschland
Buch
Taschenbuch. Zustand: Neu. Druck auf Anfrage Neuware - Printed after ordering - Research Paper (undergraduate) from the year 2008 in the subject Business economics - Operations Research, grade: 1,0, University of Applied Sciences Berlin, course: International Entrepreneurship, language: English, abstract: 1971, when the 'Starbucks experience' begun, Starbucks was just a small coffee shop in Seattle, USA. Today, Starbucks, named after the first mate in Herman Melville's Moby Dick, is the world's leading retailer, roaster and brand of specialty coffee with millions of customer visits per week at stores in North America, Europe, Middle East, Latin America and the Pacific Rim.Thus,within not more than three decades, Starbucks' offering of distinctive blend of quality coffee, neighbourly camaraderie and a unique coffeehouse culture combined with an aggressive growth strategy helped it to become the most famous specialty coffee shop chain in the world and a global company: In 2007, it run more than 15,000 stores worldwide by employing more than 172,000 people. But in the same year 2007 - despite revenues of USD 9.4 billion - Starbucks had to report a first-ever decline in same-store sales.As early as the mid-1990s, analysts had been predicting that Starbucks could not sustain such strong growth, especially in same-store sales. For more than 10 years, Starbucks had consistently beaten these expectations. By 2007, however, Starbucks unprecedented size, combined with the uncertainty of the economy,had placed the company in a new competitive game.As a result, in early 2008, Starbucks announced a series of initiatives to cope with the new challenges and to prepare for a successful future - all of them based on renewing the focus on customer experience and slowing down expansion. But what constitutes the Starbucks strategy that has been that successful in the past What were the main drives of the considerably growth of the Starbucks business And is the Starbucks strategy flexible enough to adapt to the current challenging market conditions After the introduction of the Starbucks business in terms of vision, mission and history, this assignment focuses on answering these questions by analysing Starbucks' strategy and its key drivers of success in chapter 2. This analysis is done with the model of the 'strategic diamond' that is introduced in the beginning of chapter 2 as working basis. The assignment ends a comprehensive analysis of the challenges Starbucks is facing today and how it prepares to successful handle them.
Verlag: GRIN Verlag, 2009
ISBN 10: 3640303342ISBN 13: 9783640303342
Anbieter: AHA-BUCH GmbH, Einbeck, Deutschland
Buch
Taschenbuch. Zustand: Neu. Druck auf Anfrage Neuware - Printed after ordering - Research Paper (undergraduate) from the year 2008 in the subject Business economics - Business Management, Corporate Governance, grade: 1,0, University of Applied Sciences Berlin, course: Soft Skills & Leadership Qualities, language: English, abstract: Today, in a fast changing business environment, leaders need to manage an empowered workforce and go more and more beyond consultative, cooperative and democratic leadership styles. The today's workforce does not accept an autocratic leadership style as they have now far more options and choices. In addition, there is a growing sense of democracy and independence in the workforce.Emotional Intelligence has become a vital and more and more important part of how today's leaders meet the significant challenges they face. Emotion is known to alter thinking in many ways. It seems that Emotional Intelligence can help leaders in an evermore difficult leadership role, one that fewer and fewer leaders seem capable of fulfilling. And especially in the highest levels in organizations Emotional Intelligence can give developing leaders a competitive edge. The bottom line is that the manager who can think about emotions accurately and clearly may often be better able to anticipate, cope with, and effectively manage change.But provides the concept of Emotional Intelligence the answer to the question what the best leader differentiates from the average one The following assignment aims at clarifying the role of emotional intelligence in leadership. Chapter 2 gives an overview of the theoretical framework surrounding the emotional intelligence concept by stating the most important models and its measurements. Chapter 3 points out the leaders' emotionalintelligence competencies to successful manage the organizations tasks. It also provides ways and even exercises of how to develop emotional intelligence and resonant leadership To get the big picture, the last chapter explicitly summarizes the importance of emotional intelligence in the business field by also pointing out some critics to the Emotional Intelligence model.
Verlag: GRIN Verlag, 2009
ISBN 10: 3640303369ISBN 13: 9783640303366
Anbieter: AHA-BUCH GmbH, Einbeck, Deutschland
Buch
Taschenbuch. Zustand: Neu. Druck auf Anfrage Neuware - Printed after ordering - Research Paper (undergraduate) from the year 2007 in the subject Leadership and Human Resources - Miscellaneous, grade: 1,3, University of Applied Sciences Berlin, course: Human Resource Management, language: English, abstract: To meet business challenges today and tomorrow, companies must maximise the potential of their workforce while increasing efficiency. In a highly competitive business environment, companies can differentiate themselves through their employees. Employees understanding the business carry out operations, mitigate risk, and build strong brands. Today, there is much more concentration and focus on the strategic outcomes of human resource activity than ever before. The area of compensation is no exception. Compensation can be used to recruit and retain qualified employees, to increase or maintain morale / satisfaction, reward and encourage peak performance, achieve internal and external equity, reduce turnover and encourage company loyalty.As a result, pay-for-performance systems using variable pay components are becoming more and more popular to reward for exceptional job performance. There is far more interest in more closely linking the reward mechanisms to the achievement of corporate objectives. Performance pay as one component in the total employee compensation can be assessed based on individual or team contribution, on business unit results or a corporate profit or share price. It can be rewarded through traditional salary adjustments but also through variable pay techniques such as lump-sum bonuses or stock options. There are no standard schemes or rules on how and to what volume a company should integrate variable pay into its total compensation systems. It not only depends on what the company focuses on but also on the company's employees, their attitude to work and to the company as a whole. But employers should have in mind that a compensation plan that fails to motivate employees can stagnate a company as fast as any other factor.
Verlag: AV Akademikerverlag Apr 2012, 2012
ISBN 10: 3639402421ISBN 13: 9783639402421
Anbieter: BuchWeltWeit Ludwig Meier e.K., Bergisch Gladbach, Deutschland
Buch Print-on-Demand
Taschenbuch. Zustand: Neu. This item is printed on demand - it takes 3-4 days longer - Neuware -Inhaltlich unveränderte Neuauflage. Die deutsche Bevölkerungsstruktur erlebt einen tief greifenden demogra phi schen Wandel, dessen Folgen Wirtschaft und Politik mit Worten wie Über alterung und Rentenlast diskutieren. Tatsache ist, dass die Bevöl kerung in ab sehbarer Zeit stark abnimmt und insgesamt altert. Viele Unternehmen setzen jedoch auch weiterhin auf eine jugendzentrierte Personalpolitik, da jüngere Arbeitnehmer vermeintlich leistungsfähiger seien als ihre älteren Kol legen. Doch sinkt die Leistungsfähigkeit tatsächlich mit Erreichen einer kalen darischen Grenze Und was sollten Unternehmen bei ihrer zukünftigen Per so nalpolitik beachten Die Autorin Nadine Pahl gibt einführend einen Überblick über die demographische Entwicklung in Deutschland und setzt sich mit dem Altersbild unserer Gesellschaft und der Stellung älterer Arbeitnehmer auf dem Arbeitsmarkt auseinander. Darauf aufbauend analysiert Sie die Potenziale älterer Arbeitnehmer und gibt Handlungsempfehlungen für eine zukünftig er folg reiche Personalpolitik. Wichtige Handlungsfelder zum Erhalt der Beschäf tigungsfähigkeit älterer Arbeitnehmer und die notwendigen Voraussetzungen werden abschließend erörtert. Dieses Buch richtet sich an Unternehmen, ins besondere an Entscheidungsträger der Personalpolitik, und an jene, die den ken, dass sich die Arbeitskraft Älterer hinter der jugendlichen Arbeitskraft ver stecken müsse. 96 pp. Deutsch.
Verlag: Machandel-Verlag, 2022
ISBN 10: 3959593368ISBN 13: 9783959593366
Anbieter: moluna, Greven, Deutschland
Buch
Zustand: New. KlappentextrnrnChinesische Drachen moegen ja Menschen freundlich gesinnt sein. Das heisst aber noch lange nicht, dass sie sich alles gefallen lassen. Nicht umsonst haben sie schliesslich Zaehne.nUeber das, was die Menschen unserer Zeit anstellen, sch.
Verlag: AV Akademikerverlag, 2012
ISBN 10: 3639402421ISBN 13: 9783639402421
Anbieter: AHA-BUCH GmbH, Einbeck, Deutschland
Buch Print-on-Demand
Taschenbuch. Zustand: Neu. nach der Bestellung gedruckt Neuware - Printed after ordering - Inhaltlich unveränderte Neuauflage. Die deutsche Bevölkerungsstruktur erlebt einen tief greifenden demogra phi schen Wandel, dessen Folgen Wirtschaft und Politik mit Worten wie Über alterung und Rentenlast diskutieren. Tatsache ist, dass die Bevöl kerung in ab sehbarer Zeit stark abnimmt und insgesamt altert. Viele Unternehmen setzen jedoch auch weiterhin auf eine jugendzentrierte Personalpolitik, da jüngere Arbeitnehmer vermeintlich leistungsfähiger seien als ihre älteren Kol legen. Doch sinkt die Leistungsfähigkeit tatsächlich mit Erreichen einer kalen darischen Grenze Und was sollten Unternehmen bei ihrer zukünftigen Per so nalpolitik beachten Die Autorin Nadine Pahl gibt einführend einen Überblick über die demographische Entwicklung in Deutschland und setzt sich mit dem Altersbild unserer Gesellschaft und der Stellung älterer Arbeitnehmer auf dem Arbeitsmarkt auseinander. Darauf aufbauend analysiert Sie die Potenziale älterer Arbeitnehmer und gibt Handlungsempfehlungen für eine zukünftig er folg reiche Personalpolitik. Wichtige Handlungsfelder zum Erhalt der Beschäf tigungsfähigkeit älterer Arbeitnehmer und die notwendigen Voraussetzungen werden abschließend erörtert. Dieses Buch richtet sich an Unternehmen, ins besondere an Entscheidungsträger der Personalpolitik, und an jene, die den ken, dass sich die Arbeitskraft Älterer hinter der jugendlichen Arbeitskraft ver stecken müsse.
Verlag: AV Akademikerverlag, 2012
ISBN 10: 3639402421ISBN 13: 9783639402421
Anbieter: PBShop.store UK, Fairford, GLOS, Vereinigtes Königreich
Buch Print-on-Demand
PAP. Zustand: New. New Book. Delivered from our UK warehouse in 4 to 14 business days. THIS BOOK IS PRINTED ON DEMAND. Established seller since 2000.
Verlag: GRIN Verlag, 2009
ISBN 10: 3640303296ISBN 13: 9783640303298
Anbieter: Buchpark, Trebbin, Deutschland
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Zustand: Wie neu. Zustand: Wie neu | Seiten: 84.
Verlag: GRIN Publishing, 2009
ISBN 10: 364030330XISBN 13: 9783640303304
Anbieter: dsmbooks, Liverpool, Vereinigtes Königreich
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Paperback. Zustand: Like New. Like New. book.
Verlag: AV Akademikerverlag, 2012
ISBN 10: 3639402421ISBN 13: 9783639402421
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Buch Print-on-Demand
Kartoniert / Broschiert. Zustand: New. Dieser Artikel ist ein Print on Demand Artikel und wird nach Ihrer Bestellung fuer Sie gedruckt. Autor/Autorin: Pahl NadineDipl-Betriebswirtin (VWA): Studium der Betriebswirtschaftslehre an der Verwaltungs- und Wirtschaftsakademie Berlin, Studienschwerpunkt Personal und Management. Projektmanagerin fuer Messen, Ausstellungen und Events bei der .
Verlag: GRIN Verlag, 2009
ISBN 10: 3640303296ISBN 13: 9783640303298
Anbieter: Mispah books, Redhill, SURRE, Vereinigtes Königreich
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Paperback. Zustand: Like New. Like New. book.