is went on as one-on-one system between a lecturer and a director in a small lecture room.
4. Analysisofthedirector group
1)Communication
①The communication system among director group - all channel : Communications among directors are good. Their relationships are rather horizontal than vertical. Furthermore, since directors don't have any power in their workplace, they tend to be
the home-office country are superior to those used by companies in other nations. And polycentric staffing policy demands adaptation ofthe difference between operations in the home and host countries. Geocentric staffing policy isto look forthe best people for key jobs throughout the organization, regardless oftheir nationality. Even though all three policies havetheir own advantages, they a
and gives cards to employees to celebrate their birthday. As a leader, His goal is becoming a respected leader, and being responsible to his employees and organization.
Task structure is not very specified because of characteristic of sales department. This job has less attached feeling for company and attached by salary more. The staffs are doing sales activities andtheyare not managers. Mana
to customers. However, there are no marketing strategies for differentiation.
Lastly, since brand loyalty is low for tuna cans, enlarging SAJO products in supermarket shelves is also a strategy to attract customers. However, enlargement of shelf space and relocation of cans are still not adjusted properly in many shops.
4.2 Structure
Compared to 2004 when M&A started, the revenue of SAJO incr
and part-time employee. (Volunteers are not counted as employees.) A table below isthe 'people' of World Vision in Australia.
Except for some major positions, WVI and each member nation's office searches suitable people for certain position whenever they need.
※ World Vision International
※ World Vision Cambodia
❏ Salary
According to a reliabl