Engineering Management Flashcards

1
Q

Engineering Council

A

UK Regulatory Body for Engineering Profession. Publishes UK-SPEC

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2
Q

UK-SPEC

A

defines qualifications and competencies for legally protected titles

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3
Q

UK Professional Bodies

A

may accredit degree programs for meeting academic requirements for recognised titles

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4
Q

International Accreditation Agreements

A

for recognising mutual equivalence in academic programs. Seoul Acord for Computing. Washington Acord for Engineering

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5
Q

Topchik’s 5 Stages of Personal Growth

A

Attention Getting
Flying Blind
Steadiness
On the Rise
Doing

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6
Q

Mono-tasking

A

Focus on one task in full immersion leading to sense of achievement and happiness unlike multi-tasking

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7
Q

Eisenhower Principle

A

Time management and prioritisation framework for categorisating tasks

Two Axis: Importance & Urgency
| Do now | Set Time Aside
————————————–
| Delegate It |Question why you are doing it.

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8
Q

Covey’s 7 Habits

A

Be Proactive.
Begin with the End in Mind.
Put First Things First.
Sharpen the Saw.
Think Win-Win.
Seek First to Understand, then to be Understood.
Synergise.

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9
Q

SMART Goals

A

Specific,
Measurable,
Achievable,
Realistic,
Time-bounded

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10
Q

Entrepreneurship Characteristics

A

More Control, high risk, high reward

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11
Q

Intrapreneurship

A

Less control, less risk, less reward. More Funds

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12
Q

Gibrat’s Law

A

Growth rate of a firm is independent of the size at the beginning of an observation period suggesting it is random.
Growth occurs in random shocks with no systematic determinants.
Studies find its true for larger firms but smaller firms are more volatile.
Therefore, a good approximation

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13
Q

Edith Penrose’s Theory of Growth

A

Growth is from effective management i.e. managers become more efficient with experience, taking less time to do tasks, freeing up managerial resources. Fast growing firms have higher operating costs, managers focused too much on growth divert attention from efficiency, increasing cost. Above the optimal growth rate, operating costs increase

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14
Q

Robin Marris’s Theory of Managerial Capitalism

A

An optimal growth rate is a balancing act that maximises reinvestment while still providing satisfactory dividends to shareholders

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15
Q

Fundamental Accounting Equation

A

Assets = Liabilities + Equity

Assets are what the business owns.
Liabilities are what the business owes to third parties.
Equity is what the business owes to its owners (profit is equity)

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16
Q

Double Entry Bookkeeping

A

Balance of accounting equation is kept by debiting and crediting each transaction

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17
Q

Going Concern

A

Companies will continue normal operations and financial obligations are fine

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18
Q

Financial Accounting

A

Publishing financial information to stakeholders for informed decisions

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19
Q

Management Accounting

A

Focuses on providing financial information for internal use to monitor, manage and support decision making

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20
Q

Top-down Budgeting

A

Senior managers tell lower levels what to expect and leave them to work out details

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21
Q

Bottom-up Budgeting

A

Lower levels tell senior managers what they can achieve and what they need

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22
Q

Participatory BudgetingApproach

A

Budgets are negotiated between different levels in the organisation

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23
Q

International Financial Reporting Standard (IFRS)

A

Data must be relevant and faithful. Followed in UK and EU. USA follow GAAP

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24
Q

Overhead

A

Costs required to run a business that cannot be directly attributed to any specific business activity

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25
Q

Traditional Costing System (TCS):

A

Calculates the total overheads and shares the figure proportionally with respect to a common cost driver. Prone to misallocation as only using a single parameter is not realistic for the causes of costs

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26
Q

Activity Based Costing (ABC)

A
  • Suppose total labour costs are £6M and total machine costs are £10.5M. Product A uses 100k labour hours and 200k machine hours. B uses 200k and 150k. So labour costs are £20 per hour and machine costs are £30k per hour. Product A pays £2M labour costs and £6M machine costs
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27
Q

Manufacturing Learning Curve

A

Manufacturing improves with experience and scale i.e. labour efficiency increases with repetition, better equipment is available etc.

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28
Q

The Value Chain

A

Framework to analyse and understand activities and processes in a company that contribute to its overall value. Inward Logistics, Operations (manufacturing), Marketing & Sales, Distribution, Follow-up Services. Identify cost reductions and where to outsource.

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29
Q

Core Competency

A

Combination of multiple resources and skills that distinguish a firm in the marketplace. It should be difficult to imitate

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30
Q

Investment Appraisal

A

Financial analysis process to evaluate profitability and risks of an investment opportunity

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31
Q

Capital Investment Appraisal

A

Decide long-term investments to take on.

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32
Q

Time Dependent Monetary Value

A

Future Value = n × (1 + r/100)^y.
Present Value = n / (1 + r/100)^y.

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33
Q

Discounting

A

Process of translating future value of money to present value

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34
Q
  • Payback Method:
A

Investment Proposal Evaluation Methods

Ignores time dependent value of money. Calculates number of years before cumulative cash for exceeds initial investment to identify short payback periods

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35
Q
  • Net Present Value (NPV):
A

Calculates expected monetary gain or loss from a project by discounting all future cash flow to the present point of time. Compares to initial investment

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36
Q

Boston Consulting Group (BCG) product Portfolio matrix

A

Axis of market share and growth.
High both: Stars.
High share, low growth: cash cows.
High growth, low share:
Question marks. Low both: Dogs

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37
Q

Multiple Criteria Decision Making (Pareto)

A

Framework for selecting best option when multiple attributes to consider.
* Pareto Optimal Solution: No adjustments possible without one criterion becoming worse

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38
Q

Cooperative Game Theory

A

Used to ensure stability (no coalition of agents should want to deviate from solution) and fairness (agents are rewarded for what they contribute to the group)

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39
Q

Stable Allocation

A

Distribution of costs and benefits among agents such that all parties gain and are satisfied with the collaboration . Stability satisfies: Efficiency (summation of allocated cost equals total cost) and Rationality (Allocated costs should be less than or equal to their cost if they defect the cooperation)

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40
Q

Taylor

A

Workers should be matched to jobs responsibly based on abilities and expected output.

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41
Q

Hawthorne Experiments

A

No correlation between productivity and working conditions. Instead, belonging to a group creates status and boosts morale. Productivity increases when workers are treated with respect and given autonomy.

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42
Q

Statistical Quality Control

A

Monitor and improve quality of products and processes with statistical methods using detailed measurements.

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43
Q

Six Sigma Approach

A

Reduce manufacturing failures to 1 in a million or less by having at least six standard deviations from the mean (3 either side) occur before a process results in a defect. Standard depends on industry

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44
Q

Bathtub Curve

A

Observed failure rates, early failure. Constant rando failure. Wear out failure.

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45
Q

Deming’s Definition of Quality

A

: Non-faulty systems

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46
Q

Juran’s Definition of Quality

A

Fitness for use

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47
Q

Crosby’s Definition of Quality

A

Conformance to requirements

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48
Q

Feigenbaum’s Definition of Quality:

A

Customer satisfaction

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49
Q

Kaizen

A

Philosophy of continuous improvement through stepwise improvement

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50
Q

Waler Shewarts PDCA:

A

Plan, Do, Check, Act.

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51
Q

Project

A

A series of tasks with a specific objective, have defined start and end dates (temporary), and consume resources.

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52
Q

Programme

A

Series of project too large to constitute a single project

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53
Q

Project Motivations

A

Market demand. Customer requests. Technological advance. Legal Requirement.

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54
Q

Project Success

A

Determined by time, budget, performance, and client acceptance.

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55
Q

Project Issues

A

Commonly, little planning, unrealistic timescales ,conflicting objectives, poor cost estimation. No consideration of risks or contingency plan

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56
Q

Project Manager

A

Leads and oversees project development process

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57
Q

Internal Stakeholders

A

Top management, accounting, functional managers, team members

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58
Q

External Stakeholders

A

Clients, competitors, suppliers, intervenor groups (political, consumer, environmental

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59
Q

Project Scope

A

Everything about the project, goals, activities, resources, end product, constraints

60
Q

Statement of Work (SOW):

A

Narrative description of work required for a project. Intro and background. Technical desc. Timeline and milestones.

61
Q

Scope Statement

A

The Goals, The Plan, Work Breakdown Structure (WBS)

62
Q

Work Breakdown Structure (WBS):

A

Hierarchical decomposition of a project.
1. Project
2. Deliverable
3. Sub-deliverable
4. Work Package (Tasks)

63
Q

Responsibility Assignment Matrix (RAM):

A

RACI Matrix identifies who is Responsible, Accountable, Consulted, and Informed about the project. Table where axis are members of the team and different project tasks

64
Q

Risk Management:

A

Four stages:
IDENTIFICATION:Risk Identification.
ANALYSIS: Analysis of Probability and Consequences (Using Risk Breakdown Structure or Risk Impact Matrix).
MITIGATION: Risk Mitigation Strategies.
DOCUMENTATION: Control & Documentation

65
Q
  • Risk Breakdown Structure (RBS
A

): Tool to identify and categorise project risks through a hierarchy

66
Q
  • Risk Impact Matrix:
A

Two axis, Consequences and Likelihood

67
Q

Project Scheduling:

A

Converts project goals into achievable methodology

68
Q

Network Diagrams

A

Visual representations demonstrating relationships and dependencies between project activities

69
Q

Serial Sequential Logic Diagram

A

: Activities follow a single sequence.

70
Q

Non-Serial Sequential Logic Diagram

A

Activities may occur in parallel

71
Q

Activity-on-Arrow (AOA)

A

Outdated, arrows represent activities, nodes are event markers

72
Q

Activity-on-Node (AON)

A

Nodes represent activities, arrows are sequencing from one to another

73
Q

Activity Float/Slack

A

Amount of time by which an activity can be delayed without affecting the projects completion date

74
Q

Critical Path

A

Sequence of tasks that determine the overall project duration. Any delays in activities on the path directly impacts project completion date.

75
Q

How to reduce Critical Path

A
  • Reduce Critical path by eliminating tasks, re-planning for parallel tasks, shorten durations.
76
Q

Maslow’s Hierarchy of Needs

A

Maslow suggests people are motivated to fulfil their needs in a hierarchical order:
Physiological (Survival) needs.
Safety & Security.
Social Needs.
Esteem.
Self-Actualisation (Creativity, problem-solving)

77
Q

McGregor’s Theory X

A

Management style that assumes employees dislike work, lack ambition, dislike responsibility, avoid work where possible. Managers are more controlling and use rewards and punishment. Aligns with lower tiers of Maslow’s Hierarchy

78
Q

McGregor’s Theory Y

A

Management style that assumes employees are driven by job satisfaction, seek work and responsibility. Managers are participative and decentralised, encouraging collaboration, opportunities for growth and trust. Aligns with higher tiers of Maslow’s hierarchy of needs

79
Q

McGregor’s Theory Z:

A

Recognises employee need for self-fulfilment and transcendence beyond personal needs. Employees are aligned with company goals and are loyal.

80
Q

Locke and Latham’s Goal Setting Theory

A

Goal setting is beneficial to task performance. Challenging goals has more of an affect as staff can grow skills. Goals must be achievable (SMART Goals). Large Monetary rewards improve performance. Participatory goal setting is beneficial, employees can renegotiate goals but they must commit for it to work

81
Q

Drucker’s Management by Objectives:

A

Drucker said, what gets measured gets done.
Annual performance reviews.
Bonuses and promotions depend on achieving objectives.

82
Q

Performance Appraisal Meetings

A

Reflect on previous meetings and objectives. Must be well-organised, at a suitable time, in a private space, and for a planned duration. If objectives are not met, employee must be allowed to explain their perspective – manager must offer support and adjust targets. Poorly run meetings (box ticking, subjective evaluation, over criticism) lead to negative employee perception. Separate setting of goals from performance reviews

83
Q

360 Degree Feedback

A

Feedback from multiple people addresses subjective and inaccurate ratings. Anonymous feedback may be overly harsh from grudges

84
Q

Scott Adams’ Dilbert Principle

A

Companies with effective employees and good products do well. Activities one level removed from people and products (core success criteria) will eventually fail or have little benefit

85
Q
  • Out at 5 (OA5) Manager
A

Stays out of way of good employees.
Eliminates inefficient ones.
Ensure employees learn something everyday.
Create an environment that supports curiosity and learning.
Teaches employees how to be efficient

86
Q

J. Stacy Adams’ Equity Theory:

A

People are motivated to maintain a fair balance of what they give to their job and what they receive in return. Inequitable reward: Dissatisfaction, reduced output. Equitable reward: Continued same input. More than equitable reward: Work harder.

87
Q

Green & Heywood

A

Performance relayed pay schemes increase productivity but also increase pay variability and lower morale for less productive workers

88
Q

Judge et al

A

The correlation between pay level and pay satisfaction is stronger than that of pay level and job satisfaction (better paid workers are less satisfied)

89
Q

Diener & Tay

A

Well-being is increasing globally as average income rises

90
Q

Reference Dependent Preferences

A

Individual’s decisions and behaviours are influenced by their reference points or past experiences rather than absolute standards

91
Q

Prospect Theory

A

The more gained, the less willing we become to take risks to gain more (Joy is diminished as more is accumulated). The more lost, the more willing we become to take risks to avoid losing more (More risk taken to avoid the pain of loss)

92
Q

Herbert Simon

A

Individuals do not make fully rational decisions, instead using heuristics to simplify decision making. People are Satisficing agents rather than utility maximisers

93
Q

Daniel Kahneman

A

Not only utility in prospect is important, must also consider risks. Not always a linear function of risk

Need to distinguish between when to think slow. Slow thinking results in better decisions

94
Q

Dan Ariely

A

Linking all job aspects to money cause employees to only think about market norms, the value of their work. Non monetary rewards encourage employees to think about social norms.

95
Q

Ladley et al

A

Agent-based simulations suggest group based reward systems outperform individual or mixed systems to produce the most cooperative behaviour and best performing groups & individuals

96
Q

Team-based Rewards

A

Team-level incentive pay. One-off recognitions. Organisation-level profit sharing. Local gain sharing.

97
Q

Multi-agent Organisations (MAO

A

Multi-agent systems with roles (limits actions), relationships (boss -> employee), and authority structures (hierarchies, societies)

98
Q

Profit Sharing

A

Can be demotivating if bonus varies significantly

99
Q

Employee Share Scheme

A

Employees can buy discounted shares, motivates employees to act in company’s best interest. To many employees granted access and shareholders lose out

100
Q

Allen et al

A

Importance of diversity so employees see chance to grow and solve problems better.

101
Q

Drucker’s Management Functions:

A

Managers should be leaders. Set objectives, organise resources, motivate, monitorm improve performance.

102
Q

MBWA

A

Management by Walking About, buildings trust and understanding. Limited by inefficiency and subjectivity

103
Q

John Boyd’s OODA Loop:

A

Observe, Orient, Decide, Act. Fast but thoughtful reactions. Not suitable for strategic decisions

104
Q

Blake & Mouton’s Managerial Grid

A

Axis of concern for tasks and concern for staff. High concern for staff and tasks:
Team management (high productivity, positive environment).
Country club management (positive environment focus).
Task compliance management (tasks over employee satisfaction).
Middle-of-the-road (compromise of all).
Impoverished management.

105
Q

Gerd Gigerenzer:

A

Evolution and use of heuristcis allow us to make decisions with same quality as complex models

106
Q

French & Raven’s Sources of Power

A

Legitimate power.
Expert power.
Referent Power (trust, charisma).
Coercive Power.
Reward Power

107
Q

Masterful Inactivity Leadership

A

: Leaders don’t intervene until absolutely necessary

108
Q

Transactional Leadership

A

: Leading through reward and punishment

109
Q

Transformational Leadership

A

: Leading by inspiring and motivating. Four I’s: Ideals. Inspiration. Individuality. Intellect

110
Q

Charismatic Leadership

A

Skilled communication and connection at an emotional level

111
Q

Situational Leadership

A

Appropriate responses based on understanding ofsituations: Delegating. Coaching. Directing. Supporting

112
Q

Autocratic Leaders:

A

Solve problems themselves

113
Q

Consultive Leaders

A

Share problems with the team, makes decision alone

114
Q

Group Leaders

A

Group makes decision

115
Q

S-Curve

A

Depicts relationship between cumulative project costs and time. Simple and easy but has no forecasting ability

116
Q

Milestone Analysis

A

Key points in project timelines to motivate teams. Reactive system that can push project further behind

117
Q

Tracking Gantt Chart

A

: Gantt chart for evaluating project performance. Visuals, easy to understand. But does not identify source of problem or predict project’s future

118
Q

Earned Value Management (EVM):

A

Metrics that measures actual progress of work accomplished

Considers Cost ,Performance & Schedule

119
Q

Early Project Termination

A

Costs exceed benefits, deadlines missed.

120
Q

Termination by Extinction:

A

Project is stopped due to either successful or unsuccessful conclusion

121
Q

Termination by Addition

A

Project is an addition to the parent organisation but as an external strand of business

122
Q

Termination by Integration

A

Project merged into existing business structure.

123
Q

Termination by Starvation

A

Project is starved of resources and funding

124
Q

Agile Manifesto

A
  • Individuals & Interactions over Processes & Tools
  • Working Software over Comprehensive Documentation
  • Customer Collaboration over Contract Negotiation
  • Responding to Change
125
Q

Invention

A

Creation of a new idea

126
Q

Creativity

A

Act of turning new and imaginative ideas into reality

127
Q

Innovation

A

Turning a new concept into a commercial success or having widespread adoption

128
Q
  • Product Innovation:
A

New goods or quality of goods

129
Q
  • Service Innovation
A

New or improved service

130
Q
  • System Innovation
A

New or improved socio-technical system

131
Q

Sources of Innovation

A

Material Things, People, Context

132
Q

Technology Readiness Levels (TRL):

A

Assesses maturity of a technology

133
Q

Divestment

A

Process of selling off subsidiary business investments and interests.

134
Q

Kotter’s 8 Step Process to Change Management:

A
  1. Establish a Sense of Urgency
  2. Create a Guiding Coalition
  3. Develop a Change Vision
  4. Communicate the Vision for Buy-in
  5. Empower Broad-based Action
  6. Generate Short-term Wins
  7. Never Let Up
  8. Incorporate Changes into Culture
135
Q

Kanter’s Change Master Qualities:

A
  • Tune Into the Environment
  • Use Kaleidoscope Thinking (Look at the problem from every angle)
  • Communicate Clear Vision
  • Build Coalitions
  • Work Through Teams
  • Persist & Persevere
  • Make Everyone a Hero
136
Q

Professional Indemnity Insurance

A

covers breach of contracts, Liability Insurance does not (only covers legal expenses, repairs, compensation claims)

137
Q

Nash Equilibrium:

A

Situation where each player has no incentive to change their strategy given the choice of the other player.

138
Q

Inefficient Nash Equilibrium

A

nashequilibirum which isnt the best option

139
Q

Likely Nash Equilibrium

A

In sequential games, this is the Nash equilibrium which is most likely

140
Q

Corporate Social Responsibility (CSR):

A

Companies voluntarily integrate social and environmental concerns into their business operations.

141
Q

Externalities

A

Consequences of production born by society i.e. externalities of an economic transaction is any impact on a party not directly involved in the transaction

142
Q

Carroll’s Pyramid of CSR

A

Economic Responsibilities at base. Ethical & Philanthropic Responsibilities at top. Legal in middle

143
Q

Baden’s Pyramid of CSR

A

Ethical Responsibiitlites at base. Economic responsibilities at top. Legal in middle

144
Q

Stakeholder Influence

A

Extent to which they can affect organisation

145
Q

Stakeholder Importance

A

: Extent to which a stakeholders interests are affected by organisation activities

146
Q

Primary Stakeholders

A

both important and influential

147
Q

Secondary Stakeholders

A

either important or influential