“Being forward-looking”

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What does “being forward-looking” mean? Why is it an important characteristic for a leader? Give examples of what it means to be forward-looking. What can leaders do to help others in the organization “see” the future? What are common obstacles to Inspiring a Shared Vision? Which kinds of obstacles are valid and which can be overcome? Give examples.
If interpersonal connectedness is critical for effective leadership and human capital is critical to organizations, why do most continue to emphasize financial performance and measurement over human capital performance and measurement?
Self-awareness is one of the key components of emotional intelligence. Seeking—and digesting—feedback about oneself seems to be a significant challenge for most people. Why is this so? How can this be changed?

Sample Solution

The link between climate change and financial risk has gotten a lot of attention recently, and there’s a growing understanding that climate risk is serious. Despite this, the great bulk of private and governmental financial resources is not linked with the 2015 Paris Agreement’s climate commitments. For financial institutions, this discrepancy can be a source of danger. The fact that climate-related financial risk is mostly endogenous and encompasses various scenarios adds to the challenge of identifying and managing it. The author addresses the advantages of combining the climate stress test approach with decision theory under uncertainty to provide a framework for climate-related financial risk management under uncertainty.

cruitment, induction, and selection process identifies the need of people resourcing and work to get the required talent from the talented candidate market. It is the premium responsibility of recruiter to select the right person for the right kind of job who will fulfill the need of specific skills, knowledge, and abilities in the organization. The capabilities of employees are matched with the requirement of people resource identified by the need assessors. The human resource management department is responsible to adhere to needs of workforce in the organization and report to the concerned authority. We in Majid Al Futtaim would evaluate the report of need and conduct the process for recruiting the candidate. Cultural diversity, workplace culture, the job description, and salary and compensation packages are included in the recruitment process decisions. We in human resource department decided these elements and sent the information to the recruitment committee which further advertise the job accordingly. Even if the recruitment was being done through existing workforce, the determination of salary and compensation is mandatory and considered official duty for the recruiter to inform employee before joining.

3.2. Recruitment process

Effective, efficient, lawful, and professional induction needs total quality management approach at all stages of recruitment. MAF, therefore, works on the employee recruitment policy which specifies the criteria succinctly and maintains the transparency of the process. The standardized recruitment and selection policy at Majid Al Futtaim has following steps:

Recruitment, selection and induction policy at Majid Al Futtaim Company

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