What is meant by international Trade

According to J.L. Hanson – An exchange of various specialized commodities and services rendered among the corresponding countries is known as international trade.

According to V.M. Memani – International trade is a trade among different countries or trade across political frontiers.

According to M.C. Vaish – Foreign trade may be defined as the exchange of goods and service among the citizen of independent or sovereign states or countries.

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Feature

• Different of market system
• Different in national boundaries
• Foreign currency and rate of exchange
• Immobility of factors
• Import-export
• Balance of payment
• Various cost
• Dependency
• Trade and control

Causes

• Mobility of factors of production
• Different of climate
• Human capability
• Natural resources
• Market system
• Trend of economic development
• Expansion of market
• Knowledge of technology and technical
• Availability of capital and capital elements
• Difference in quality and price

Merits

• Export opportunities of product and services
• Expansion of industry
• Optimum utilization of resources
• Consumption of unproduced goods
• Specialization of labor
• Creating employment opportunities
• Increase efficiency of local entrepreneurs
• Increase international co-operation
• Increasing investment
• Progress in technological know-how
• Development of standard of living

Importance

• Facility to consume deficit or unproduced goods
• Opportunity to export surplus products
• Expansion o market and economic development
• Advantage of consuming goods at a low price
• Creating employment opportunities
• Ensuring optimum use of resources
• Developing the quality of product
• Development of standard of living

Demerits

• Import harmful and unnecessary goods
• Adverse conditions of trade
• Increase dependency
• Unequal competition and dumping
• Problems on excess production
• Excess uses of natural resources
• Barriers to balanced and local expansion of industries
• Expansion of imperialism
• Create international conflict

Documents used

1. Shipping document

• Bill of exchange
• Bill of lading
• Insurance policy
• Invoice
• Certified invoice
• Certified of origin

2. Non-shipping document

• Indent later
• Letter of credit
• Shipping report
• Charter party
• Pro-forma invoice
• Trust receipt
• Respondent bond
• Latter of indemnity
• Mates receipt
• Dock receipt
• Dock warrant
• Bill of exchange
• Shipping advice
• Bill o sight
• Sales contract
• Bottamary bond

What do you meant by organizational behavior?

According  to Keith Davis – Organizational is the study and application of knowledge about human behavior in organizations as it relates to other system element, such as structure, technology and the external social system.
According to Fred Luthans - Organizational behavior is directly concerned with the understanding, perdition and control human behavior In organizations.


According to Martin J. Gannon – The field of organizational behavior focuses on the micro aspects of organizations such as motivation, Jo satisfaction and Leadership.

According to – Organizational behavior may be defined as the systematic study of the nature of organizations – how they begin, grow, and develop, and the affect on individual members, constituent groups, other organizations, and larger institutions.

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Nature of organizational behavior

• Oriented toward organizational objectives
• Field of study
• Performance oriented
• Normative and value centered
• Nature of thinking
• Branch of inter discipline
• Humanitive and optimistic
• Total system approach

Element of organizational behavior

• Human resource
• Environment
• Organization structure
• Technology

Objective goals of organizational behavior

• Proper management
• To increase morale
• To increase behavior
• To predict the future outcomes
• To remove conflict
• To control
• To create good labor management relations

Importance of organization behavior

• Organizational development
• Acquiring knowledge
• To create and establish relationship
• To grow and develop in status and impact
• Obtaining co-operation
• Development of life-style
• Control o values
• Attainment of objectives
• Development of social systems
• Facing external environment

Fundamental philosophical concepts of organization behavior

1. The nature of peoples

• Individual differences
• A whole person concept
• Value of person
• Desire for involvement
• Motivated behavior

2. The nature of organization

• Social systems
• Mutual interest
• Rationality
• Goal of organization
• Ethics

Approaches to organizational behavior

• Human resource approaches
• An interdisciplinary approach
• A contingency approaches
• A system approach
• Result oriented approach

Organizational behavior with other subjects relation

• Organizational behaviors & personnel management
• Organizational behavior & social psychology
• Organizational behavior & psychology
• Organizational behavior & sociology
• Organizational behavior & Anthropology
• Organizational behavior & political science

Definition of Performance appraisal

According to S.P Robbins, “Performance appraisal process is a formal process in an organization whereby each employee is evaluated to determine how he or she is performing.”

According to Bartol and Martin, “Performance appraisal is the process of defining expectations for employee performance, measuring, evaluating and recording employee performance relative to those expectations and providing feedback to the employee.”

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According to Prof. R.W.Griffin, “Performance appraisal is a formal assessment of how well employees are performing their job.”

Importance of performance appraisal

• Identifying areas of development 
• Basis of selection devices 
• Development of self-awareness 
• Role in motivating the employees 
• Knowing the deficiency and corrective action can be taken 
• Verifying performance 
• Formation of promotion policy 
• Improve morale 
• Providing needed information and 
• Basis for reward allocation  

Process of performance appraisal

• Establish performance standards
• Communicate performance expectation to employees 
• Measure actual performance 
• Comparison of actual performance with standards 
• Discuss the appraisals with the employees 
• Initiation of corrective action where necessary

Steps of effective performance appraisal process

• Prepare for and schedule the appraisal in advance 
• Create a supportive environment to put employees at ease 
• Explain the purpose of the appraisal to employees 
• Involve the employee in the appraisal discussion including a self-evaluation 
• Focus discussion on work behavior, not on the employees 
• Support evaluation with specific examples 
• Give both positive and negative feed-back 
• Ensure employee’s understand what was discussed in the appraisal 
• General a development plan

Techniques of performance appraisal

• Descriptive essay appraisal 
• Critical incident appraisal 
• The check list appraisal 
• Forced choice appraisal 
• Graphic rating scale appraisal 
• Behaviorally anchored rating scales 
• Forced distribution appraisal 
• Alternation ranking appraisal 
• Group order ranking 
• Individual ranking 
• Paired comparison appraisal 
• Point system 
• Confidential report 
• Management by objective

Suggestions for improving performance appraisal

• Clarifying standards 
• Rewards to accurate appraisers 
• Use peer evaluations 
• Use right appraisal tool 
• Diary keeping 
• Train appraisers 
• Behavior based measures 
• Use more than one appraiser 
• Provide on going feedback 
• Equity and justice 
• Post – appraisal interview

Factors considering of performance appraisal

• Acceptability 
• Reliability 
• Suitability 
• Understand ability 
• Determining standard 
• Knowledge and skill 
• Organizational elements 
• Feedback