case study topics for organizational behavior

• Sustainability Library

Organizational Behavior

Take a look at organizational behavior-related case studies from the Fowler Center for Business as an Agent of World Benefit at Case Western Reserve University.

Wal-Mart's Sustainability Strategy

Company: WalMart

Publisher: Stanford

Call Number: OIT-71

Year Published: 2007

In October 2005, in an auditorium filled to capacity in Bentonville, Arkansas, Lee Scott, WalMart's president and CEO, made the first speech in the history of WalMart to be broadcast to the company's 1.6 million associates (employees) in all of its 6,000+ stores worldwide and shared with its 60,000+ suppliers. Scott announced that WalMart was launching a sweeping business sustainability strategy to dramatically reduce the company's impact on the global environment and thus become "the most competitive and innovative company in the world." He argued that, "Being a good steward of the environment and being profitable are not mutually exclusive. They are one and the same."

What is the dilemma or tough decisions?

Decision to make sustainability an important part of WalMart's operations.

Website where case study can be found

http://cb.hbsp.harvard.edu/cb/web/product_detail.seam?E=70273&R=OIT71-PDF-ENG&c…

Viridity Energy: The Challenge and Opportunity of Promoting Clean Energy Solutions

Company: Viridity Energy, Inc.

Publisher: Ivey

Call Number: 9B12M035

Year Published: 2012

Viridity Energy, a smart grid company, is engaged in sustainability for two reasons. On one hand, it finds profitable opportunities by helping its customers cut energy bills. And on the other hand, it’s getting credit for that environmental responsibility. This case highlights the challenges and opportunities of smart grid companies to promote clean energy solutions, especially the challenge of doing less harm to include progressively greater eco-effectiveness in competitive markets.

https://www.iveypublishing.ca/s/product/viridity-energy-the-challenge-and-oppor…

Verne Global: Building a Green Data Center in Iceland

Company: Verne

Publisher: Harvard

Call Number: 9-509-063

Year Published: 2009

Verne Global, a pioneering startup created to build the first large-scale data center in Iceland, faces critical challenges regarding its green strategy. 

How can Verne best integrate its Green strategy into its Sales and Marketing message?

https://hbsp.harvard.edu/product/509063-PDF-ENG?E=823150&R=509063-PDF-ENG&conve…

The ReUse People: Turning Scrap into Sales

Company: The ReUse People

Publisher: Oikos

Call Number: N/A

This case discusses The ReUse People, an organisation that specialises in deconstruction of buildings, with the aim of reusing as much of the materials as possible, hence keeping them out of landfill. The organisation is facing a classical growth-related dilemma: should it grow organically, keeping most of the work in-house but hence limiting its growth rate, or should it “franchise” its deconstruction approach by certifying other companies in the deconstruction process? The mission of The ReUse People is squarely environmental, but the organisation is increasingly aiming to provide social benefits too by reaching out to community organisations and providing employment opportunities.

Which expansion strategy is better for TRP?

https://oikos-international.org/publications/the-reuse-people/

The Ambrose Hotel: Eco-labeling Strategy for Sustainable Lodging

Company: The Ambrose Hotel

The case traces the story of the Ambrose Hotel, a hotel based in California whose owner has invested in green practices and is interested in pursuing an eco-labeling strategy in order to better communicate her environmental achievements. It emphasises the difference between the adoption of environmental management practices and their communication through eco-labels. It highlights the challenges associated with the use of eco-labels as an environmental differentiation strategy when several emerging eco-labels are in competition.

How should Ambrose go about convincing customers that they are truly green?

https://oikos-international.org/publications/the-ambrose-hotel-eco-labeling-str…

Sustainability at Tetra Pak: Recycling Post-Consumer Cartons

Company: Tetra Pak

Call Number: 9B12M069

Tetra Pack India aimed to uphold its image of an environmentally responsible company by meeting its goals for recycling post consumer cartons (PCC). While Tetra Pack’s ‘Renew’, ‘Reduce’, ‘Recycle’, ‘be Responsible’ philosophy succeeded in other regions of the world, the particular geographical, socioeconomic and political climate in India posed various challenges. Tetra Pak India’s team redefined its strategy by forging partnerships and alliances with non-governmental organizations, scrap dealers, rag-pickers, commercial establishments and organizations that champion the cause of the environment.

With ever-changing mindsets, increasing regulations and growing customer expectations, how can Tetra Pak face the future challenges to ensure that its success from the PCC recycling initiative can be sustained and scaled up?

https://www.iveypublishing.ca/s/product/sustainability-at-tetra-pak-recycling-p…

Taj Hotels: Building Sustainable Livelihoods

Company: Taj Hotels

Call Number: 9B13C032

Year Published: 2013

This case explores issues faced by the corporate sustainability manager at the corporate headquarters of a large hotel group in a developing nation as she implements her company’s corporate sustainability strategy through supplier partnerships with bottom-of-the-pyramid (BoP) social organizations. Under the rubric of responsible purchasing, the hotelier’s “Creating Sustainable Livelihoods” initiative engaged cause-based nongovernmental organizations (NGOs) by exploring opportunities where the products or services of such organizations could substitute for similar products or services sourced from for-profit suppliers. 

The case illustrates the challenges inherent in a Base-of-the-Pyramid responsible purchasing strategy, including the delicate balance between meeting business objectives while supporting social causes. These challenges revolve around developing and implementing cross-sector partnerships with BoP nonprofit producer organizations in the Indian context. Discussion is likely to center less on differences in partners’ missions, cultures, and long-term objectives, and more on the difficulties present in organizing even when those differences are reconciled, especially through symbiotic long-term obj

https://www.iveypublishing.ca/s/product/taj-hotels-building-sustainable-livelih…

Starbucks and Conservation International

Company: Starbucks

Call Number: 9-303-055

Year Published: 2004

Starbucks developed a strategic alliance with Conservation International to promote coffee-growing practices of small farms that would protect endangered habitats. The collaboration emerged from the company's corporate social responsibility policies and its coffee procurement strategy. Starbucks was reviewing the future of this alliance and its new coffee procurement guidelines aimed at promoting environmentally, socially, and economically sustainable coffee production.

How does Starbucks use its alliance with Conservation International to develop its socially and environmentally sustainable coffee system?

http://cb.hbsp.harvard.edu/cb/web/product_detail.seam?E=15809&R=303055-PDF-ENG&…

Pyramyd Air: Looking through the Scope of Values

Company: Pyramyd Air

Call Number: 9B13C038

Pyramyd Air, a small and growing online airgun retailer serving the shooting community, wants to broaden its sustainability practices from its current internal initiatives in order to communicate an even stronger value proposition: sustainability isn’t just about recycling and efficiency, it is about a thriving environment leading to more engaged employees and more loyal premium customers. Pyramyd Air recognizes that some sustainability practices are vital to its customers’ long-term enjoyment of a flourishing outdoor sporting industry. 

For a company with strong customer relationships but operating in a sector not usually frequented by pro-environment types, can sustainability strengthen the relationship between employees and customers by building on the inherent industry values of the great outdoors and a sense of community? How can the company’s culture and employee perspectives evolve in order to frame sustainability in a new light leading to specific sustainability initiatives that the company could pursue in order to resonate with customers and increase profits?

https://www.iveypublishing.ca/s/product/pyramyd-air-looking-through-the-scope-o…

Procter & Gamble: Children's Safe Drinking Water (A, B)

Company: Procter & Gamble

Publisher: UVA

Call Number: 0315

Year Published: 2008

In 1995, Procter & Gamble (P&G) scientists began researching methods of water treatment for use in communities facing water crises. P&G was interested in bringing industrial-quality water treatment to remote areas worldwide, because the lack of clean water, primarily in developing countries, was alarming. With a long history of scientific research and innovation in health, hygiene, and nutrition, P&G considered ways it could address the safe drinking-water crisis as the new millennium approached.

How P&G can take the business of pure, clean drinking water to other geographies.

http://cb.hbsp.harvard.edu/cb/web/product_detail.seam?E=1350161&R=UV1160-PDF-EN…

Organizational Behavior

Browse organizational behavior learning materials including case studies, simulations, and online courses. Introduce core concepts and real-world challenges to create memorable learning experiences for your students.

Browse by Topic

• Group Dynamics
• Managerial Behavior
• Organizational Culture
• Organizational Learning
• Organizational Values
• Power and Influence

New! Quick Cases in Organizational Behavior

Quickly immerse students in focused and engaging business dilemmas. No student prep time required.

Taylor Swift: A Mastermind of Influence

Robot rumors: should i be worried, robot resourcing: can ai replace my people, immerse vr: in too deep, onboarded and included, vyba: ready to launch.

Fundamentals of Case Teaching

Our new, self-paced, online course guides you through the fundamentals for leading successful case discussions at any course level.

New in Organizational Behavior

Explore the latest organizational behavior learning materials

Three Ways to Lead Learning

3464 word count

4 Listening Skills Leaders Need to Master

2126 word count

Trust and Family at Fuwei (C): Bringing Back…

Trust and family at fuwei (b): ethan yang's…, trust and family at fuwei (a): a confucian…, 3 reasons change initiatives fail - and how to….

1421 word count

Are the Goals to Blame When the Boss Explodes?

The strategic power of hope.

1278 word count

How to Decide Which Innovation Projects to…

1975 word count

Disruptive Innovation: How Can We Beat Our Most…

Why isn't healthcare more personalized.

2454 word count

Sorry for Your Data Loss: Messaging Customers

Looking for something specific.

Explore materials that align with your organizational behavior learning objectives

Organizational Behavior Cases with Protagonists of Color

Discover organizational behavior cases featuring protagonists of color that have been recommended by Harvard Business School faculty.

Working in Teams Collection

This collection gives students many opportunities to explore the nuances and challenges of teamwork, working as both a member of a team as well as a team leader.

Organizational Behavior Case Studies

Explore case studies that cover real-world organizational behavior challenges.

Adaptive Leadership Collection

Discover case studies, simulations, and readings that fit into your adaptive leadership courses.

Foundational Organizational Behavior Readings

Discover readings that cover the fundamental concepts and frameworks that business students must learn about organizational behavior.

Organizational Behavior Cases with Female Protagonists

Explore a collection of organizational behavior cases featuring female protagonists curated by the HBS Gender Initiative.

Organizational Behavior Simulations

Give your students hands-on experience making organizational behavior decisions with simulations.

Bestsellers in Organizational Behavior

Explore what other educators are using in their organizational behavior courses

Rebecca S. Halstead: Steadfast Leadership

How to become a better listener.

2005 word count

Moments of Greatness: Entering the Fundamental…

Satya nadella at microsoft: instilling a growth…, developmental network questionnaire, the x-caliber project case (a): giving and…, igate corporation: toxic talent and…, the global-local tension: vodafone ceo vittorio….

How to Build a Culture of Originality

4377 word count

Start building your courses today

Register for a free Educator Account and get exclusive access to our entire catalog of learning materials, teaching resources, and online course planning tools.

We use cookies to understand how you use our site and to improve your experience, including personalizing content. Learn More . By continuing to use our site, you accept our use of cookies and revised Privacy Policy .

Academia.edu no longer supports Internet Explorer.

To browse Academia.edu and the wider internet faster and more securely, please take a few seconds to  upgrade your browser .

Enter the email address you signed up with and we'll email you a reset link.

• We're Hiring!
• Help Center

Download Free PDF

Organisational Behaviour: A case study of Coca-Cola Company

Abstract: The paper contains a detail analysis of organizational behavior discussing issues facing cutting age organizations on leadership behavior, organizational effectiveness, organizational structures and human resource management. The paper further analyzed the structure and culture of Coca-Cola Company with emphasis on issues relating to ricks and uncertainties in the company’s decision making. Recommendations are laid based on the study to address the company’s issues and align decision-making with the company’s structure

Related papers

This is a research on the question “Does Culture play a significant role in Organisational Change?” This paper aims at giving a critical analysis on the subject matter “organisational change” (“an alteration of an organization’s environment, structure, culture, technology, or people” [Michael Crandall 2006]) and how much role culture (the collective programming of the human mind that distinguishes the members of one human group from those of another” [Hofstede 1981]) plays in organisational change. It aims to answer the question whether culture contributes a significant role in organisational change. It would also look at the impact of leadership on organisational change and the significance of leadership in organisational change. It would also show the correlation and catalyst effect of leadership on culture in making an organisational change. The research would then give an example of the role of culture in organisational change using the case study of Petro-Kazakhstan and China National Petroleum Corporation (CNPC) to illustrate the role of culture in organisational change. The paper would end with a conclusion and recommendation on the dissertation question, “Does culture play a significant role in organisational change?”

Assignment on change management 3000 words with references.

A review of both old and new leadership theories from a psychological perspective is presented in this work. Organisational leadership as a term is being discussed in various academic and business circles, leading to several definitions of the term. The inability of the business and academic world to accept a universal definition explains that leadership itself is complex. This can be attributed to various factors such as personality traits, organisational culture, current world issues, etc., that various theories tries to explain.

The purpose of this paper is to determine the extent to which organisational culture is an explanatory variable for firm’s corporate performance especially now that entities interact in globally knowledge based economies. A review of theoretical and empirical studies were carried out on some developed, emerging and developing nations with particular reference to traits characterised in specific organisational cultural environments in relation to their effects on corporate performance. Those reviews show that organisational culture needs to focus on knowledge management, knowledge conversion, team work, human capital formation, organisational climate and adaptive culture. The studies reviewed focused more on cross-national research design with less attention on the longitudinal aspect. It was not possible to review papers written in non-English language, and those published reviews with access denied to some online. There is a need for more empirical evidence to further justify the relevance of this study area for assessment of organisational culture and corporate performance. This review adds value with the recognition of the need to gear up researchers and policy making bodies to encourage advancement of studies on intellectual capital and knowledge management to enhance sustainable corporate culture and performance.

The Covid-19 became the world-wide health problem which has affected the all sectors. Educational institutions were also bitterly affected from the uncertain lockdown of Covid-19. The pandemic disturbed the physical class and started the online class. This is the reason to study the effectiveness of online v/s Physical Class and implementation of online class directive 2077 of Tribhuvan University. The study was conducted among 206 students of Shanker Dev Campus (SDC) studying in Master level. The study was based on the descriptive design. Online Google form was designed to collect the data from students. Mean and paired sample ttest was used to analyze the data. Cronbach’s Alpha value was observed to test reliability of collected data. Finding of the result shows that majority of the student’s found physical class was more effective than online class in terms of accessibility, easy to use resources, and importance to enhance teaching-learning habit. Majority of students follow the ...

A Constituição de 1988, assim, em sua singeleza, apenas destravou uma porta que estava há quinhentos anos fechada: a possibilidade de as comunidades quilombolas viverem em paz e liberdade. Abrir a porta, no entanto, é um trabalho árduo, porque todas as forças que mantinham a trava continuam vivas e poderosas e se juntam para não permitir que a porta se abra. Abri-la é tarefa da sociedade brasileira sob a direção das comunidades quilombolas. A esperança é que este livro seja uma contribuição neste sentido.

LL Journal, 2019

Constellations, 2023

Cadernos Pagu, 2019

Anka Yayınları, İstanbul, 2002

Brazilian Journal of Development

Prohistoria, 2023

International Review of Social History, 1998

Geosciences, 2024

Revista Facultad de Ingeniería, Universidad de Antioquia, 2023

Pan African Medical Journal, 2013

ICOFOM Study Series, 2016

Journal of Nuclear Science and Technology, 1996

Fertility and Sterility, 2008

Annals of Neurology, 1999

JOCUL DIDACTIC MATEMATIC

Journal of Nanomaterials, 2014

Sari Pediatri, 2016

American Journal of Respiratory Cell and Molecular Biology, 2017

•   We're Hiring!
•   Help Center
• Find new research papers in:
• Health Sciences
• Earth Sciences
• Cognitive Science
• Mathematics
• Computer Science
• Academia ©2024

We use cookies to enhance our website for you. Proceed if you agree to this policy or learn more about it.

• Essay Database >
• Essay Examples >
• Essays Topics >
• Essay on Communication

Free Organizational Behavior Academic Case Study Example

Type of paper: Case Study

Topic: Communication , Employee , Development , Company , Workplace , Management , Performance , Motivation

Words: 1800

Published: 03/09/2020

ORDER PAPER LIKE THIS

Reenergizing Employees After a Downsizing

The case dwells upon the change management, when a small college-town newspaper Blaze is going through the process of downsizing. The editor, Andrea Zuckerman has to deliver a final change and take control over the operational side of the change process, while the message delivery and initial stages of the process where handled by the external consultant, who, according to the editor, is complete stranger to the company. The reality is that the technology and the latest media trends make the business of Blaze a dying one and the company´s decision to downsize is, somewhat, expected by the employees. However, the gossip around the company tells that the situation will not only influence the employees that will leave the company, but will significantly change the profile of work of those who stay, bringing overtime work and pressure to their daily routine. The role of Andrea in this situation is to take the company through change and ensure that the level of resistance among the staff is minimal, which would allow maintaining high performance culture and smother transformation process in general. Some of the major concerns of the editor include the change in organizational structure of the company. This will lead to a change in the job description for staffer, with unequal distribution of work. The challenge that Andrea is facing is the balance between the ethical decisions and the way to handle the communication and motivation strategies when it comes to the operations of the new organization.

Justice Dimensions

When it comes to the analysis of the situation and the possible choices , which Andrea has in a given situation, one should understand the ways in which the communication process was handled prior being passed to the responsibility of the editor. The reality is that the decision, which the company took to give the change management to the hands of a stranger created more uncertainty and resistance in the team. It is the responsibility and the objective of Andrea to shed more light and clarity on the future and ensure that she received necessary buy-in from her staff (Sadler, 2003). With that in mind, one of the most important elements and dimensions, which should be considered during the communication process over the morning briefing, is the interpersonal justice, which places individuals to the top of the agenda and develops the feeling of bond between the employees and the company. By the time the morning meeting takes place, employees already have built their portion of anxiety and frustration due to the lack of information and poor communication. That said, it is critical that Andrea takes very open and transparent approach to communication, explaining the current and future steps in the change process and making herself available for further clarifications and questions. This approach will allow the editor to gain trust and restore the relationships, which were broken by the situation. The situation demands a change in the communication strategy. If Andrea chose to be more guarded and restrict the information flow down the organizational hierarchy, it would result in poor ethics and more resistance from the employees that will stay with the company. As a consequence, the organization would experience significant drop in motivation and productivity of the staff (Dulphin and Reed, 2009). The fact is that employees see justice as coming from the source, such as the organization as a whole or their direct supervisor, which in this situation is represented by Andrea, with that in mind, the concept of fairness can be brought into through ethical treatment of employees and consideration of their right to know the future of the company (Hubbell and Chory-Assad, 2005).

Compensation Budget

When it comes to the motivation and retention of employees, one should recognize that the contemporary business environment no longer accepts the employment relationships, which built upon solely financial and monetary compensation. Candidates, looking for a job, consider a number of factors, which outline their interest and make the positions under consideration more attractive for them. Among these elements, surely, is the salary and bonus, which gives immediate satisfaction. But in order to build on long-term commitment and satisfaction of the employees, the company should offer intrinsic as well as extrinsic motivational tools. Given the fact that employee motivation is directly linked to the job performance and general organizational commitment, short-term financial remuneration will not be able to address the issues of performance in the company. It is evidenced that Andrea is facing the issue of equity distress, influenced by the lay-off of the employees. In order to restore this balance, she will require changing the inputs and outputs of her staff in a way that will be seen fair by the others (Fairholm, 2009). Andrea has a choice to offer the employees “retention bonus”, which would require bigger compensation budget or focus on more multifaceted approach to employee retention and motivation. With that in mind, while it is important to offer competitive compensation package to the remaining employees, the raise in their compensation, even in the form of bonus should be performance-driven and not “retention-oriented”. It is recommended, therefore, that Andrea looks at the ways to increase the performance-based part of her staff salary in a long-term and links it to specific performance objectives. The ethical implication of the permanent raise option, outlined above will, first of all, be the perception of fairness and honesty in the treatment of the employees. Short-term solution may be seen as a ”bribe” for those employees, who stay and for their “artificial” commitment.

Motivational Theories

The case study illustrates that one of the challenges, which the editor will face is the organizational restructuring to meet the needs of the “new-faced” Blaze with more focus on online sources and its transformation into part of the bigger news instrument. Contemporary academic and business literature recognizes a wide range of motivational theories, which, among others include McClelland´s Acquired Needs Theory, Two Factor and the Equity Theory. These theories, are the ones that should be considered on the first place, when it comes to the analysis of Andrea´s actions as the editor in Blaze. First of all, Andrea has to combine the five operational areas in two or three as demanded by the situation and the new organizational layout. This will impact the way individuals work and their social environment at the workplace. McClelland suggests that the motivation of individuals is based on the needs, which they acquire over their life. These needs include the need to belong, need to learn, accomplish and defend. Andrea will have to consider these needs in her employees when transforming the organizational structure. Additionally, some elements of work, such as responsibilities, which employees already possess and compensation that they are getting today should be seen as hygiene factors and should be maintained. In order to get he buy in and build on the high-performance culture in the given situation, Andrea, however, will need to use “motivators”, such as long-term compensation strategy in form of performance-related bonus and employee empowerment through higher level of responsibilities and decision-making authority. Finally, the Equity theory, as it was mentioned before includes the elements of comparison, which Andrea will have to handle when employees will assess and evaluate their job on the basis of comparison with other employees in the company. It is critical that a specific and accurate strategy is built in order to change the job descriptions and responsibility score of individuals without damaging their image of the company and workplace (Kotter, 2001). When new job descriptions are introduced along with transformational approach to management and more perceived authority and decision-making power, employees will see their new responsibilities as a reward and react on this with higher satisfaction potential (Mullins, 2008).

Voice and Input Delegation

The approach that the company should choose to handle the change management process and build on the “new normal” in Blaze is transformational leadership, where employees at all the levels of organizational hierarchy should develop a drive of comprehension and bond as well as acquisition of knowledge Nohria, Groysberg and Linda-Eling, 2008). This drive is built upon clarity and transparency of communication in the company, as only this vision of the employment relationships can allow building on corporate culture and developing standards of cognitive behaviors within a large group of people. It is recommended that Andrea develops specific strategy to make the voice of the employees heard. This can be done through face-to-face meetings as well as virtual environment created for the change process implementation, where employees can share their opinion and contribute towards building on the change. It is evidenced that such approach, as much as any other, will result in pros and cons for the company. On the positive side, employee engagement will ensure less resistance and more preparedness of the change. Being part of the process will give them feel responsible for the transformation and build on their drive to acquire as well as bond. At the same time, voice and input levels, being high on low organizational levels may result in difficulty to implement the process as higher level of commitment and larger number of stakeholders will negatively affect the timeline of the implementation. Additionally, when the employees are given a chance to input to the process, the risk of conflict of interests and dissatisfaction of those, whose input is not used will become an issue. As such the balance between the “wants” and “have” should be accurately managed. To mitigate these risks, Andrea should ensure that the implementation process is done with ambassadors in each department and clear communication with regards to the strategy of decision-making. It is also critical that deadlines of each project milestone is communicated and followed thoroughly in order to minimize the impact of bureaucratic process, associated with building on employee´s participation and choice of the next steps.

Dolphin R. and Reed D. (2009). Fundamentals of Corporate Communication. 3rd Edition. London, UK: Francis & Taylor. Print. Fairholm M.R. (2009). Leadership and Organizational Strategy. The Innovation Journal: The Public Sector Innovation Journal, 2009, Vol. 14, No. 1, pp. 1-16. Hubbell, A., & Chory-Assad, R. (2005). Motivating Factors: Perceptions of Justice and their relationship With Managerial and Organizational Trust. Communication Studies, 56, 47-70. Kotter J. (2001). What Leaders Really Do. Harvard Business School. Retrieved 09 October 2014, retrieved from http://hbr.org/2001/12/what-leaders-really-do/ar/1 Lussier R. (2008). Management Fundamentals: Concepts, Applications, Skill Development. Mason: Cengage learning. Mullins, L J (2008) Management and Organisational Behaviour. 8th Edition. Harlow: Pearson Education Nohria N, Groysberg B., and Linda-Eling L. (2008). Employee Motivation. The Powerful New Model. Harvard Business Review. Retrieved 09 October 2014. http://hbr.org/2008/07/employee-motivation-a-powerful-new-model/ar/1 Sadler Ph (2003). Strategic Management. 2nd Edition. London: Kogan Page Limited

Cite this page

Share with friends using:

Removal Request

Finished papers: 2289

This paper is created by writer with

ID 285423988

If you want your paper to be:

Well-researched, fact-checked, and accurate

Original, fresh, based on current data

Eloquently written and immaculately formatted

275 words = 1 page double-spaced

Get your papers done by pros!

Other Pages

Rowan atkinson essays, prim essays, darth vader essays, tysons corner essays, hamilcar barca essays, leni riefenstahl essays, achieve essays, free essay about global marketing mistakes, good example of research paper on environmental factors affecting marketing, essay on qualitative methodology, good example of course work on the nbc and the epl negotiation strategies, good essay about global warming is eroding glacial ice, law article reviews example, example of the problems in education system essay, free research paper about the lessons of the life of coretta scott king, good symbols and interpretations of the africans in heart of darkness essay example, free the official story movie review example, example of essay on declaration of sentiments and resolutions so, good the value of humanities research paper example, free essay on element of business, good article review on cognitive psychology, ethics essay example 3, are genetically modified organisms truly necessary for global food security essay sample, free research paper on proffessor, facts essay sample, good example of essay on critical reaction to peer reviewed journal article on group counseling, free challenges to effective strategic management critical thinking example, mass incarceration in poor urban communities research papers example, history course work samples, drug abuse prevalence and the gender construction essay, sample research paper on effects of neo liberalism the middle east and egypt, example of essay on wolfgang amadeus mozrt the last three symphonies, determination personal statements, intention personal statements, expose personal statements, bed personal statements, schedule personal statements, treat personal statements, province personal statements, box personal statements, venture personal statements, village personal statements, score personal statements.

Password recovery email has been sent to [email protected]

Use your new password to log in

You are not register!

By clicking Register, you agree to our Terms of Service and that you have read our Privacy Policy .

Now you can download documents directly to your device!

Check your email! An email with your password has already been sent to you! Now you can download documents directly to your device.

or Use the QR code to Save this Paper to Your Phone

The sample is NOT original!

Short on a deadline?

Don't waste time. Get help with 11% off using code - GETWOWED

No, thanks! I'm fine with missing my deadline