Quality of Human Resource represent one of the factor which to increase performance productivity an institution or organization. Therefore, needed Human Resource having high interest because interest or membership will be able to support the make-up of employees performance achievement. During the time at generally in governance institution not yet had officer with adequate interest, proved with still lower officer productivity and is difficult measure officer performance [in] governance institution scope. Performance Management System in a modern concept of human resource management is an objective and transparent performance measurement model of Organizational Citizenship Behavior in giving reward to individual’s sacrifice for organization. Three main elements of individual’s sacrifice performed in Organizational Citizenship Behavior (OCB) are compliance, loyality, and participation.The organization shoud appreciate these attitudes by giving clear job description and brief rewardsystemcriteriato encourage the individual’s job motivation. Combined with theindividual assessment of job description, job grading is used to compile a correct Key Performance Indexand a precise salary component. The aim of this action research is to give a comprehensive solution for Hospital X, in order to determine a Key Performance Indexsmodel, in response to some problems such as jobmotivation, work stress and performance. An interviews with hospital’s director and Human Resources section was conducted to compile the KPI. The results of this research can be recommended to the hospital to make a comprehensive performance assessment consist of the review of employee's job descriptions, Key Performance Indicator (KPI), job grading, specifying fundamental salary based on work,Bonus Scame and score summary
How to implementation of organizational citizensgip behaviourSellyRamadhannia
This document discusses a study that examined the effects of training standards, organizational citizenship behavior (OCB), and employee engagement on employee performance at an insurance company in Indonesia. A survey was administered to 70 employees. The results of a multiple linear regression analysis found that training standards and employee engagement had a positive and significant impact on employee performance, while OCB had a positive but not significant effect. The study concluded that training standards, OCB, and employee engagement all influence employee performance.
This document summarizes a research study that examined the influence of person-organization fit and transformational leadership on self-awareness, resilience, and organizational citizenship behavior among lecturers in South Sulawesi, Indonesia. The study found that:
1. Person-organization fit positively influences self-awareness, resilience, and organizational citizenship behavior of lecturers.
2. Transformational leadership positively influences resilience and organizational citizenship behavior of lecturers, but does not influence their self-awareness.
3. Self-awareness positively influences resilience and organizational citizenship behavior of lecturers.
4. Resilience positively influences organizational citizenship behavior of lecturers.
The study recommends that higher education institutions
This document summarizes a research study that examined the impact of transformational leadership and motivation on teacher performance at SMK PANJATEK in North Bekasi, Indonesia. The study used a quantitative methodology, collecting data through questionnaires from teachers. The results of the analysis found that transformational leadership and motivation positively impacted organizational citizenship behavior. Organizational citizenship behavior was also found to positively impact performance. Additionally, organizational citizenship behavior was found to mediate the relationship between transformational leadership and motivation on performance.
Employee engagement refers to an employee's level of involvement and enthusiasm for their work. Highly engaged employees feel a strong emotional attachment to their organization and are motivated to help it succeed. Research has found that higher employee engagement leads to improved individual and organizational outcomes such as higher productivity, customer satisfaction, retention rates, and financial performance. Engagement is influenced by factors such as empowerment, meaningful work, good relationships, and rewards for high performance.
The role organizational rewards on employees motivationAwais Sargana
The document discusses organizational rewards and their impact on employee motivation. It provides background on motivation theories and defines intrinsic and extrinsic motivation. The research aims to evaluate the role of organizational rewards, like monetary and non-monetary benefits, on employee motivation levels. An exploratory study will examine banking sector employees using questionnaires, interviews and observations to understand how rewards influence motivation. The findings could help organizations improve employee motivation and identify ways to enhance services.
This unit 12 leadership style assignment solution is delving with the organizational behavior to evaluate the acknowledgement of personal and group behavior in CAPCO as well as to examine current theoretical aspects as well as their use for managing workplace behavioral circumstances.
Impact of Extrinsic Rewards on Job Satisfaction of Banking Sector Employees o...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
This document discusses organizational justice and its impact on employee performance and reducing conflicts. It begins with an abstract noting that organizational justice plays a significant role in human resources decisions around hiring, promotions, etc. and how this impacts employee motivation and productivity.
The introduction discusses how employees are important assets for organizations and how organizational justice relates to fairness in decisions like hiring, promotions, and compensation. It notes that distributive and procedural justice help motivate employees.
The literature review discusses how strategic human resource management and organizational justice can reduce conflicts between employees by establishing fair policies on rewards and compensation. It also discusses how employee job performance and outcomes relate to their motivation levels and treatment within the organization.
How to implementation of organizational citizensgip behaviourSellyRamadhannia
This document discusses a study that examined the effects of training standards, organizational citizenship behavior (OCB), and employee engagement on employee performance at an insurance company in Indonesia. A survey was administered to 70 employees. The results of a multiple linear regression analysis found that training standards and employee engagement had a positive and significant impact on employee performance, while OCB had a positive but not significant effect. The study concluded that training standards, OCB, and employee engagement all influence employee performance.
This document summarizes a research study that examined the influence of person-organization fit and transformational leadership on self-awareness, resilience, and organizational citizenship behavior among lecturers in South Sulawesi, Indonesia. The study found that:
1. Person-organization fit positively influences self-awareness, resilience, and organizational citizenship behavior of lecturers.
2. Transformational leadership positively influences resilience and organizational citizenship behavior of lecturers, but does not influence their self-awareness.
3. Self-awareness positively influences resilience and organizational citizenship behavior of lecturers.
4. Resilience positively influences organizational citizenship behavior of lecturers.
The study recommends that higher education institutions
This document summarizes a research study that examined the impact of transformational leadership and motivation on teacher performance at SMK PANJATEK in North Bekasi, Indonesia. The study used a quantitative methodology, collecting data through questionnaires from teachers. The results of the analysis found that transformational leadership and motivation positively impacted organizational citizenship behavior. Organizational citizenship behavior was also found to positively impact performance. Additionally, organizational citizenship behavior was found to mediate the relationship between transformational leadership and motivation on performance.
Employee engagement refers to an employee's level of involvement and enthusiasm for their work. Highly engaged employees feel a strong emotional attachment to their organization and are motivated to help it succeed. Research has found that higher employee engagement leads to improved individual and organizational outcomes such as higher productivity, customer satisfaction, retention rates, and financial performance. Engagement is influenced by factors such as empowerment, meaningful work, good relationships, and rewards for high performance.
The role organizational rewards on employees motivationAwais Sargana
The document discusses organizational rewards and their impact on employee motivation. It provides background on motivation theories and defines intrinsic and extrinsic motivation. The research aims to evaluate the role of organizational rewards, like monetary and non-monetary benefits, on employee motivation levels. An exploratory study will examine banking sector employees using questionnaires, interviews and observations to understand how rewards influence motivation. The findings could help organizations improve employee motivation and identify ways to enhance services.
This unit 12 leadership style assignment solution is delving with the organizational behavior to evaluate the acknowledgement of personal and group behavior in CAPCO as well as to examine current theoretical aspects as well as their use for managing workplace behavioral circumstances.
Impact of Extrinsic Rewards on Job Satisfaction of Banking Sector Employees o...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
This document discusses organizational justice and its impact on employee performance and reducing conflicts. It begins with an abstract noting that organizational justice plays a significant role in human resources decisions around hiring, promotions, etc. and how this impacts employee motivation and productivity.
The introduction discusses how employees are important assets for organizations and how organizational justice relates to fairness in decisions like hiring, promotions, and compensation. It notes that distributive and procedural justice help motivate employees.
The literature review discusses how strategic human resource management and organizational justice can reduce conflicts between employees by establishing fair policies on rewards and compensation. It also discusses how employee job performance and outcomes relate to their motivation levels and treatment within the organization.
The Role of Organizational Commitment as Mediator for Individual Characterist...inventionjournals
This study has the objectives to test and analyze the effect of individual characteristic and organizational culture toward organization commitment of employees at PT. Bank Bukopi n Tbk. Makassar Branch Office, also to analyze the direct and indirect effect toward employee’s performance. PT. Bank Bukopin Tbk. Makassar Branch Office is very attentive toward its employee’s individual characteristic with indicator locus of control and authoritarianism in several activities. The same goes for organizational culture variable with dominant indicator of individual initiative, by developing 5 (five) basic values which become the core of firm cultural development, that are 1) Profesionalism, 2) Respect Others, 3) Integrity, 4) Dedicated to Customer, and 5) Excellence which abbreviated as PRIDE which means being proud or having pride. Study unit of this paper is employees in PT Bank Bukopin Tbk Makassar Branch Office with population 280 employees. Respondent as sample in this study is 74 employees. Sample determination was using purposive sampling technique. Analysis method used to test hypotheses was variance -based Structural Equation Model (SEM) with Partial Least Square (PLS3) program. Result of this study revealed that there is effect of individual characteristic, organizational culture toward organization commitment. This study’s result also showed that there is direct and indirect effect of individual characteristic and organizational culture toward employee’s performance enhancement, which is mediated by organization commitment
The document discusses factors that affect employee efficiency, including compensation management, organizational climate, and education/training. It presents a model linking these factors to employee motivation and organizational effectiveness. A study of employees in the sales department of a mobile network operator tested three hypotheses: 1) Compensation management positively impacts employee efficiency, 2) Organizational climate impacts employee efficiency, and 3) Education/training positively impacts employee job performance and efficiency. The results supported all three hypotheses, showing relationships between the factors and increased employee and organizational outcomes. The document recommends organizations monitor employee satisfaction and address different group needs to maintain high performance.
Behavioral Approach to Leadership Boundary Spanning Transaction Relationship ...IJASRD Journal
All of the organizations, before choosing of alternatives for improve of company performance, proposed for test and evaluation of the pattern of this research, and if they could not receive of suitable results from perform of it, in that case will be free for choosing and selecting another alternative. The term behavioral approach to leadership boundary spanning transaction relationship have declared that risk taking capability of the boundary spanning transaction relationship is the major factor for making distinguish between boundary spanning transaction relationship and workers. Since then, risk taking taken as one of behavioral approach to leadership boundary spanning transaction relationship's component into consideration. For these reasons, after determination of boundary spanning transaction relationship places for manufacturing organizations, the find of alternatives for perform of it is very important.
This document summarizes a study examining the impact of employee motivation on organizational effectiveness. It first reviews literature on the key concepts of motivation, employee motivation, and organizational effectiveness. It then discusses factors that can influence employee motivation, such as recognition, empowerment, rewards, leadership, and training. The study aims to determine how recognition and empowerment specifically impact employee motivation. It develops a model and hypotheses that employee recognition and empowerment positively affect motivation, and higher motivation is positively related to organizational effectiveness. The literature review provides support for these hypotheses.
The document discusses the evolution of performance management theory over the last 150 years. It examines the work of several theorists including Frederick Taylor, Henry Gantt, Henri Fayol, Peter Drucker, and Elton Mayo. Taylor developed scientific management methods that broke jobs down into tasks while Fayol and Drucker contributed frameworks for the five elements and operations of management. Mayo's human relations approach emphasized the social aspects of work and motivation. Overall, the document traces the development of management theory and its focus on both organizational structures and human factors.
Volume 13, issue 3, july 2012 review of ijasmin849794
This document summarizes a study on executive coaching as a tool for implementing organizational change. It discusses how coaching can help executives inspire change in employee behavior to initiate and sustain organizational changes. It outlines two levels of analysis for implementing coaching during change processes - analyzing individual perceptions and their effects, and the institutional approach to change management. It then describes theories of organizational change, such as the four frameworks model and intentional change theory, and how coaching can facilitate change using these frameworks. Coaching aims to help individuals and organizations approach change in a mindful, sustainable way through various stages of discovery and development.
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
Impact of employee motivation and personality on performanceSYEDA KANWAL NOREEN
This document discusses the impact of employee motivation and personality on organizational performance at LMKR, an oil and gas technology company. It covers several key topics:
1. Motivational strategies used at LMKR including job design, enrichment, feedback, and rewarding employees. Job design methods like skill variety, task identity, autonomy, and significance are believed to positively impact motivation.
2. The link between individual personality traits like openness, conscientiousness, extraversion, and agreeableness and workplace performance. Certain traits are correlated with skills relevant to different job types.
3. How personality is important in recruitment and selection processes to identify candidates whose traits match job requirements and organizational culture.
Research Paper- The Effects of Corporate Social Responsibility on EmployeesAnnie-Pierre Fortier
This document summarizes a research report that investigated the relationship between employees' perceptions of their company's corporate social responsibility and their job satisfaction. The study examined this relationship across cultures, analyzing the moderating effects of power distance and individualism-collectivism. Survey data from 79 employees of an oil and gas firm in Australia found a positive relationship between perceived CSR and job satisfaction. Individualistic employees had a stronger relationship between perceived CSR and job satisfaction. The report identifies a gap in the literature around considering cross-cultural dimensions and proposes examining individualism-collectivism and power distance as moderators in future research.
The impact of corporate social responsibility on employee motivationRajkumar Adhikari
The document examines the relationship between corporate social responsibility (CSR) and employee motivation. It defines CSR as a company's commitment to behave ethically and improve quality of life for employees, local communities, and society. The study aims to analyze how intrinsic rewards, extrinsic rewards, internal CSR programs, and external CSR efforts correlate with organizational commitment and motivation. The conclusion is that motivating employees through CSR initiatives can help organizations acquire and retain top talent in today's competitive business environment.
This document summarizes a research study that examined the role of organizational commitment in mediating the effect of transformational leadership on organizational citizenship behavior at Como Beach Club in Bali, Indonesia. The study found that transformational leadership had a positive and significant effect on both organizational commitment and organizational citizenship behavior. Organizational commitment was also found to have a positive and significant effect on organizational citizenship behavior. Additionally, organizational commitment was found to mediate the effect of transformational leadership on organizational citizenship behavior. The results indicate that transformational leadership can influence organizational citizenship behavior both directly and indirectly through organizational commitment.
The Relationship between Transformational Style and Organization Commitment w...inventionjournals
This research was done to know the relationship between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on officers. The subject of this research was 30 officers of Aparatur Sipil Negara (State Civil Services) and 30 officers of the non permanent employees (PTTPK) at Dinas PU Bina Marga of East Java. The instruments used were the scale of transformational style of leadership, the scale of organisation commitment, and the scale of Organizational Citizenship Behavior. The result of the research shows there is a significant correlation simultaneously between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on all officers viewed from the result of coefficient analysis shows value of F = 4,961 with p=0,010 (p<0,05).><0,05)>< 0,05) this means there is a significant correlation of organization commitment with Organizational Citizenship Behavior on all officers
Employee relations involves protecting employee rights, handling grievances, and encouraging open communication between employees and management. It has five key aspects: employee involvement, communication, rights, discipline, and counseling. Counseling provides advice, reassurance, releases tension, clarifies thinking, and helps with reorientation. Discipline aims to encourage compliance and can be preventative or corrective. Positive discipline focuses on problems, gets agreement, and ensures commitments are met to reduce severe actions. Dismissing employees requires objective standards be communicated, performance issues documented, training provided, and time to improve given.
- Collective Bargaining
- Trade Union
- Why Employees Join Trade Union
- Factors Leading to Employee Unionization
- Collective Bargaining
- Process of Collective Bargaining
This chapter discusses key psychological factors that influence employee behavior, including attitudes, personality, perception, and learning. It describes three components of attitudes - cognitive, affective, and behavioral. Job satisfaction is related to productivity, absenteeism, and turnover. Personality can be classified using models like MBTI or the Big Five traits. Perception and attribution theory influence how people judge others. Learning principles like operant conditioning and social learning can shape behaviors in organizations. Managing generational differences and workplace misbehavior are contemporary issues.
The document discusses organizational behavior and management. It provides learning objectives for a chapter on organizational behavior, which include demonstrating the importance of interpersonal skills, defining organizational behavior, showing the value of systematic study, identifying contributing behavioral science disciplines, demonstrating why few absolutes apply, and identifying managers' challenges and opportunities. It also discusses Mintzberg's managerial roles, management skills, effective versus successful managerial activities, and challenges managers face with concepts like responding to economic pressures and globalization.
The document discusses self-determination theory and related topics covered in a student newsletter. It begins by outlining the learning objectives of the newsletter, which include describing the association between the Job Demand-Resources model and Self-Determination Theory, discussing potential selection issues in the workforce, analyzing research on high quality leader-member exchanges, explaining the concept of internalization through SDT, and providing ways to enhance intrinsic motivation. The document is then divided into sections contributed by different students, each analyzing a topic in more depth and relating it back to concepts from self-determination theory and cited sources. The sections cover the Job Demand-Resources model and motivation, personnel selection issues and social media, and research on leader-member
Organizational Conflicts Management In Selected Organizaions In Lagos State, ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
This document discusses strategies for human resources departments to evolve into a more strategic role within higher education institutions. It addresses three questions: 1) How can HR demonstrate its success in delivering value and strategic efficiency? 2) What innovative approaches can help sustain institutional talent amid financial pressures? 3) How can HR attain greater participation in decision making? To answer these questions, the document discusses developing HR analytics using metrics and scorecards, implementing cost-effective strategies to support employees, and HR further establishing itself as a strategic leader within the institution.
Innovation and Sustainable Development: The Question of Energy EfficiencyIOSR Journals
This document discusses the relationship between innovation and energy efficiency as it relates to sustainable development. It begins by defining key concepts like sustainable development, renewable energy, and energy efficiency. It then examines how technological innovation and the use of renewable energy can help foster sustainable development by reducing environmental impacts and promoting socioeconomic development. Specifically, it explores how renewable energy and energy efficiency in agriculture can contribute to the environmental, social and economic dimensions of sustainability in Tunisia.
With the emergence of supermarkets, kirana stores have been depleting day by day. Government is in the grave situation to decide whether to allow 50% FDI or not in the retail sector. There are certain retail outlets such as Walmart, Metro which are better in quality, cheaper in rates, and offering a range and variety of products under one roof. These malls have entered in India but they are into cash and carry business only and not in the multi brand retail sector. Many of them have entered through joint ventures. If government allow them to enter in India, it can be said that all the small shops and kirana stores will not be able to stand in the market. They cannot compete with them. Now the question arise how the kirana stores can be saved from these big giants in the market. It is the need of the hour today to save these kirana stores because in a developing country like India where the income of an average man is low, such types of small business can make them able to earn their living. The present research is an attempt to find out the weaknesses of kirana stores as compared to the malls and to find out the solutions for the betterment of the stores. The research is conducted on various kirana stores in Punjab. The study identifies the problems being faced by kirana merchants such as recovery of credit, inventory management, goodwill in terms of quality, low space, and lack of variety etc. But during the research it has been found out that there are certain areas where these kirana stores have an edge over the market such as emotional attachment with the customer, to fulfil the timely need of credit of the customer, easy availability etc. It is concluded that both kirana stores and malls are important to the Indian economy. FDI is important for the growth of the economy but it should come for the rescue of the existing business and not as a threat. Secondly government intervention is seeked to make improvements in the functioning of the kirana stores. If kirana stores starts using their strategic advantages to the optimum level, they can make can make their existence strong in the market.
The Role of Organizational Commitment as Mediator for Individual Characterist...inventionjournals
This study has the objectives to test and analyze the effect of individual characteristic and organizational culture toward organization commitment of employees at PT. Bank Bukopi n Tbk. Makassar Branch Office, also to analyze the direct and indirect effect toward employee’s performance. PT. Bank Bukopin Tbk. Makassar Branch Office is very attentive toward its employee’s individual characteristic with indicator locus of control and authoritarianism in several activities. The same goes for organizational culture variable with dominant indicator of individual initiative, by developing 5 (five) basic values which become the core of firm cultural development, that are 1) Profesionalism, 2) Respect Others, 3) Integrity, 4) Dedicated to Customer, and 5) Excellence which abbreviated as PRIDE which means being proud or having pride. Study unit of this paper is employees in PT Bank Bukopin Tbk Makassar Branch Office with population 280 employees. Respondent as sample in this study is 74 employees. Sample determination was using purposive sampling technique. Analysis method used to test hypotheses was variance -based Structural Equation Model (SEM) with Partial Least Square (PLS3) program. Result of this study revealed that there is effect of individual characteristic, organizational culture toward organization commitment. This study’s result also showed that there is direct and indirect effect of individual characteristic and organizational culture toward employee’s performance enhancement, which is mediated by organization commitment
The document discusses factors that affect employee efficiency, including compensation management, organizational climate, and education/training. It presents a model linking these factors to employee motivation and organizational effectiveness. A study of employees in the sales department of a mobile network operator tested three hypotheses: 1) Compensation management positively impacts employee efficiency, 2) Organizational climate impacts employee efficiency, and 3) Education/training positively impacts employee job performance and efficiency. The results supported all three hypotheses, showing relationships between the factors and increased employee and organizational outcomes. The document recommends organizations monitor employee satisfaction and address different group needs to maintain high performance.
Behavioral Approach to Leadership Boundary Spanning Transaction Relationship ...IJASRD Journal
All of the organizations, before choosing of alternatives for improve of company performance, proposed for test and evaluation of the pattern of this research, and if they could not receive of suitable results from perform of it, in that case will be free for choosing and selecting another alternative. The term behavioral approach to leadership boundary spanning transaction relationship have declared that risk taking capability of the boundary spanning transaction relationship is the major factor for making distinguish between boundary spanning transaction relationship and workers. Since then, risk taking taken as one of behavioral approach to leadership boundary spanning transaction relationship's component into consideration. For these reasons, after determination of boundary spanning transaction relationship places for manufacturing organizations, the find of alternatives for perform of it is very important.
This document summarizes a study examining the impact of employee motivation on organizational effectiveness. It first reviews literature on the key concepts of motivation, employee motivation, and organizational effectiveness. It then discusses factors that can influence employee motivation, such as recognition, empowerment, rewards, leadership, and training. The study aims to determine how recognition and empowerment specifically impact employee motivation. It develops a model and hypotheses that employee recognition and empowerment positively affect motivation, and higher motivation is positively related to organizational effectiveness. The literature review provides support for these hypotheses.
The document discusses the evolution of performance management theory over the last 150 years. It examines the work of several theorists including Frederick Taylor, Henry Gantt, Henri Fayol, Peter Drucker, and Elton Mayo. Taylor developed scientific management methods that broke jobs down into tasks while Fayol and Drucker contributed frameworks for the five elements and operations of management. Mayo's human relations approach emphasized the social aspects of work and motivation. Overall, the document traces the development of management theory and its focus on both organizational structures and human factors.
Volume 13, issue 3, july 2012 review of ijasmin849794
This document summarizes a study on executive coaching as a tool for implementing organizational change. It discusses how coaching can help executives inspire change in employee behavior to initiate and sustain organizational changes. It outlines two levels of analysis for implementing coaching during change processes - analyzing individual perceptions and their effects, and the institutional approach to change management. It then describes theories of organizational change, such as the four frameworks model and intentional change theory, and how coaching can facilitate change using these frameworks. Coaching aims to help individuals and organizations approach change in a mindful, sustainable way through various stages of discovery and development.
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
Impact of employee motivation and personality on performanceSYEDA KANWAL NOREEN
This document discusses the impact of employee motivation and personality on organizational performance at LMKR, an oil and gas technology company. It covers several key topics:
1. Motivational strategies used at LMKR including job design, enrichment, feedback, and rewarding employees. Job design methods like skill variety, task identity, autonomy, and significance are believed to positively impact motivation.
2. The link between individual personality traits like openness, conscientiousness, extraversion, and agreeableness and workplace performance. Certain traits are correlated with skills relevant to different job types.
3. How personality is important in recruitment and selection processes to identify candidates whose traits match job requirements and organizational culture.
Research Paper- The Effects of Corporate Social Responsibility on EmployeesAnnie-Pierre Fortier
This document summarizes a research report that investigated the relationship between employees' perceptions of their company's corporate social responsibility and their job satisfaction. The study examined this relationship across cultures, analyzing the moderating effects of power distance and individualism-collectivism. Survey data from 79 employees of an oil and gas firm in Australia found a positive relationship between perceived CSR and job satisfaction. Individualistic employees had a stronger relationship between perceived CSR and job satisfaction. The report identifies a gap in the literature around considering cross-cultural dimensions and proposes examining individualism-collectivism and power distance as moderators in future research.
The impact of corporate social responsibility on employee motivationRajkumar Adhikari
The document examines the relationship between corporate social responsibility (CSR) and employee motivation. It defines CSR as a company's commitment to behave ethically and improve quality of life for employees, local communities, and society. The study aims to analyze how intrinsic rewards, extrinsic rewards, internal CSR programs, and external CSR efforts correlate with organizational commitment and motivation. The conclusion is that motivating employees through CSR initiatives can help organizations acquire and retain top talent in today's competitive business environment.
This document summarizes a research study that examined the role of organizational commitment in mediating the effect of transformational leadership on organizational citizenship behavior at Como Beach Club in Bali, Indonesia. The study found that transformational leadership had a positive and significant effect on both organizational commitment and organizational citizenship behavior. Organizational commitment was also found to have a positive and significant effect on organizational citizenship behavior. Additionally, organizational commitment was found to mediate the effect of transformational leadership on organizational citizenship behavior. The results indicate that transformational leadership can influence organizational citizenship behavior both directly and indirectly through organizational commitment.
The Relationship between Transformational Style and Organization Commitment w...inventionjournals
This research was done to know the relationship between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on officers. The subject of this research was 30 officers of Aparatur Sipil Negara (State Civil Services) and 30 officers of the non permanent employees (PTTPK) at Dinas PU Bina Marga of East Java. The instruments used were the scale of transformational style of leadership, the scale of organisation commitment, and the scale of Organizational Citizenship Behavior. The result of the research shows there is a significant correlation simultaneously between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on all officers viewed from the result of coefficient analysis shows value of F = 4,961 with p=0,010 (p<0,05).><0,05)>< 0,05) this means there is a significant correlation of organization commitment with Organizational Citizenship Behavior on all officers
Employee relations involves protecting employee rights, handling grievances, and encouraging open communication between employees and management. It has five key aspects: employee involvement, communication, rights, discipline, and counseling. Counseling provides advice, reassurance, releases tension, clarifies thinking, and helps with reorientation. Discipline aims to encourage compliance and can be preventative or corrective. Positive discipline focuses on problems, gets agreement, and ensures commitments are met to reduce severe actions. Dismissing employees requires objective standards be communicated, performance issues documented, training provided, and time to improve given.
- Collective Bargaining
- Trade Union
- Why Employees Join Trade Union
- Factors Leading to Employee Unionization
- Collective Bargaining
- Process of Collective Bargaining
This chapter discusses key psychological factors that influence employee behavior, including attitudes, personality, perception, and learning. It describes three components of attitudes - cognitive, affective, and behavioral. Job satisfaction is related to productivity, absenteeism, and turnover. Personality can be classified using models like MBTI or the Big Five traits. Perception and attribution theory influence how people judge others. Learning principles like operant conditioning and social learning can shape behaviors in organizations. Managing generational differences and workplace misbehavior are contemporary issues.
The document discusses organizational behavior and management. It provides learning objectives for a chapter on organizational behavior, which include demonstrating the importance of interpersonal skills, defining organizational behavior, showing the value of systematic study, identifying contributing behavioral science disciplines, demonstrating why few absolutes apply, and identifying managers' challenges and opportunities. It also discusses Mintzberg's managerial roles, management skills, effective versus successful managerial activities, and challenges managers face with concepts like responding to economic pressures and globalization.
The document discusses self-determination theory and related topics covered in a student newsletter. It begins by outlining the learning objectives of the newsletter, which include describing the association between the Job Demand-Resources model and Self-Determination Theory, discussing potential selection issues in the workforce, analyzing research on high quality leader-member exchanges, explaining the concept of internalization through SDT, and providing ways to enhance intrinsic motivation. The document is then divided into sections contributed by different students, each analyzing a topic in more depth and relating it back to concepts from self-determination theory and cited sources. The sections cover the Job Demand-Resources model and motivation, personnel selection issues and social media, and research on leader-member
Organizational Conflicts Management In Selected Organizaions In Lagos State, ...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
This document discusses strategies for human resources departments to evolve into a more strategic role within higher education institutions. It addresses three questions: 1) How can HR demonstrate its success in delivering value and strategic efficiency? 2) What innovative approaches can help sustain institutional talent amid financial pressures? 3) How can HR attain greater participation in decision making? To answer these questions, the document discusses developing HR analytics using metrics and scorecards, implementing cost-effective strategies to support employees, and HR further establishing itself as a strategic leader within the institution.
Innovation and Sustainable Development: The Question of Energy EfficiencyIOSR Journals
This document discusses the relationship between innovation and energy efficiency as it relates to sustainable development. It begins by defining key concepts like sustainable development, renewable energy, and energy efficiency. It then examines how technological innovation and the use of renewable energy can help foster sustainable development by reducing environmental impacts and promoting socioeconomic development. Specifically, it explores how renewable energy and energy efficiency in agriculture can contribute to the environmental, social and economic dimensions of sustainability in Tunisia.
With the emergence of supermarkets, kirana stores have been depleting day by day. Government is in the grave situation to decide whether to allow 50% FDI or not in the retail sector. There are certain retail outlets such as Walmart, Metro which are better in quality, cheaper in rates, and offering a range and variety of products under one roof. These malls have entered in India but they are into cash and carry business only and not in the multi brand retail sector. Many of them have entered through joint ventures. If government allow them to enter in India, it can be said that all the small shops and kirana stores will not be able to stand in the market. They cannot compete with them. Now the question arise how the kirana stores can be saved from these big giants in the market. It is the need of the hour today to save these kirana stores because in a developing country like India where the income of an average man is low, such types of small business can make them able to earn their living. The present research is an attempt to find out the weaknesses of kirana stores as compared to the malls and to find out the solutions for the betterment of the stores. The research is conducted on various kirana stores in Punjab. The study identifies the problems being faced by kirana merchants such as recovery of credit, inventory management, goodwill in terms of quality, low space, and lack of variety etc. But during the research it has been found out that there are certain areas where these kirana stores have an edge over the market such as emotional attachment with the customer, to fulfil the timely need of credit of the customer, easy availability etc. It is concluded that both kirana stores and malls are important to the Indian economy. FDI is important for the growth of the economy but it should come for the rescue of the existing business and not as a threat. Secondly government intervention is seeked to make improvements in the functioning of the kirana stores. If kirana stores starts using their strategic advantages to the optimum level, they can make can make their existence strong in the market.
An Effective Model for Evaluating Organizational Risk and Cost in ERP Impleme...IOSR Journals
Enterprise Resource planning (ERP) implementations in the context of small medium size enterprises is discussed in this paper. It is essential for small businesses to success implementation an ERP system to maintain control of their risks. ERP implementation is costly and risky for small and medium enterprises. Paper identified from archived literature, ERP implementation risk in selecting and implementing an ERP system. Authors hypothesized a relationship between two elements of organizational risk factors, adequate system and business processes re-engineering. The study also examines the relationship between ERP implementation cost and ERP project success in order to better manage enterprises ERP projects in context of SMEs.
1) The document analyzes the financial ratios of three major Indian retail companies (Trent, Shoppers Stop, and Provogue) over a one-year period to evaluate their liquidity, profitability, capital structure, and operational efficiency.
2) It calculates various ratios for each company and ranks them, finding that Provogue has the best liquidity ratios while Trent has the most favorable overall financial position.
3) The analysis concludes that based on financial performance over the year studied, Trent would be the best investment choice for investors and recommends further research on the long-term impacts of foreign investment policy changes on the Indian retail sector.
Study of Mitotic Index and DNA profile when exposure to He-Ne laser and UVC r...IOSR Journals
This study examined the effects of He-Ne laser radiation and UVC radiation on mitotic index and DNA profiles in mice. 100 mice were divided into groups exposed to laser radiation at different time periods, UVC radiation for 1 hour, laser pre-exposure followed by UVC, and UVC pre-exposure followed by laser. Mitotic index, which measures the percentage of cells undergoing cell division, and DNA electrophoresis were analyzed at various time points after exposure. Results showed that UVC radiation decreased mitotic index and increased DNA damage over time, while laser pre-exposure protected against these effects of subsequent UVC exposure by inducing antioxidant defenses and DNA repair mechanisms. Laser exposure alone had minor effects on mitotic index.
The Effect Of Planning And Control To Bureaucracy Behavior In The Improving S...IOSR Journals
The main problem in this study is the service quality in the Department of Population and Civil Registration Jakarta is considered optimal. Bureaucratic behavior, presumably as a result of poor planning and oversight that cannot be implemented properly. The purpose of this research is to gain any influence planning on the bureaucratic behavior, monitoring on bureaucratic behavior, and the influence of bureaucratic behavior on the service quality and to obtain a new concept for the development of science and useful and can be applied in the community, especially in the Department of Population and Civil Jakarta. The method used in this study is non-experimental survey method with sampling Stratified Random Sampling. Technical analysis is the data used path analysis. Test the validity of the instrument using the Pearson correlation test product moment and reliability of the instrument using Cronbach alpha The results showed that the positive effect the planning on the bureaucracy behavior, oversight positive effect controlling on the behavior of bureaucracy and positive effect bureaucratic behavior on service quality. The findings in this study are not routinely conducted surveillance dimension thus potentially deviant bureaucracy behavior is not optimal to improve the service quality. The implications of this research are bureaucratic behavior is important in improving Service quality.
The document describes a proposed smartdust network system for tactical border surveillance using multiple sensor signatures. The system consists of two smartdust sensor motes equipped with seismic, magnetic, acoustic, and thermal sensors and a central monitoring mote. The smartdust motes are designed using an ARM microcontroller, IEEE 802.15.4 radio transceiver, and various MEMS sensors. They form an ad-hoc wireless network to detect intrusions based on sensor signatures and relay information to the central monitoring mote. The central mote also displays the intrusion tracking history. The system is intended to address limitations of existing border surveillance methods like aircraft, armed forces, and ground RADAR systems by providing a low-cost, low
Evaluations of the Effect of Workshop/Laboratory Accidents and Precautionary ...IOSR Journals
Abstract: A good number of scientist, engineers, laboratory or workshop users have lost their lives and the
lives of others due to accidents in the workshop caused by ignorance, neglect or carelessness. This paper focus
on the incident and prevalence rate of workshop and laboratory accidents in twenty (20) schools within Cross
River State, Nigeria. The investigation took place between January 2008 and December 2012 (a period of five
years). A total of 66 departments were investigated. The data was source with the help of the technologist and
head of Department of each of the schools. Based on these data, using descriptive analysis, multiple bar chart
and Trend analysis (Analysis of variance-SPSS) to show the growth and decline of laboratory or workshop
accidents across various departments over the years of study. The result revealed that the average number of
accidents occurred most in chemistry department; UNICAL and CRUTECH at 25 and 18 respectively, (table 1
and 2). And that of 18 secondary schools indicated that Bekwara Local Government Area was the highest
numbers of accidents (20.0) table 3, while Biase Local Government Area had the least (10.2), physics and
biology had recorded less accidents (table 3). In the two universities, computer/Maths statistic Department had
less laboratory accident due to not being exposed to heavy chemical. Hence, from this result, 40 workshop
safety and precautionary steps are release to avoid or minimize accidents in the laboratory or workshop towards
a healthy carrier.
Key Word: workshop accidents, Technology, Scientist, Engineers, Safety and precautions
Study on Coefficient of Permeability of Copper slag when admixed with Lime an...IOSR Journals
This document discusses the results of laboratory tests measuring the coefficient of permeability of copper slag mixed with varying percentages of lime and cement. Tests were conducted on samples cured for 7, 14, and 28 days. The results showed that the coefficient of permeability decreased as the percentage of lime or cement increased from 2% to 10%. Permeability also decreased with longer curing periods. Mixing copper slag with lime or cement reduced permeability by 62-98% compared to copper slag alone. Cement was a more effective admixture than lime, though 4% cement saw a higher permeability than 4% lime. The study demonstrates that adding lime or cement improves the permeability of copper slag.
The contribution of Sport and Physical activity towards the achievement of co...IOSR Journals
Abstract: In the last two decades Zimbabwe suffered severe socioeconomic and political crisis. The crisis was
characterised by unprecedented rates of inflation which were exacerbated by political instability and economic
sanctions. The economic challenges led to severe brain drain of Zimbabwe health professionals. The elements of
a previously well maintained health care system severely deteriorated. Community health was therefore
seriously compromised. Now that Zimbabwe seem to be on the recovery path this article critiques, reviews and
justifies the potential contribution which sport and physical activity can make towards the achievement of
community healthy objectives in Zimbabwe in line with millennium development goal number six. The content
analysis and review identified that sport and physical activity can play a significant role in improving the health
of members of the Zimbabwean community. It is apparent from the review that Sport and physical activity can
help reduce the incidence of obesity, cardiovascular diseases, HIV/AIDS, diabetes, hypertension and many other
health problems bedevilling the Zimbabwean society today and hence contribute towards the achievement of
Millennium Development Goal number six.
Keywords: Community health, Physical activity, Sport, MDGs, Zimbabwe
Recent Developments and Analysis of Electromagnetic Metamaterial with all of ...IOSR Journals
Abstract: Recent advances in metamaterials (MMs) research have highlighted the possibility to create novel devices with electromagnetic functionality. The metamaterial have the power which can easily construct materials with a user-designed EM response with a particular target frequency. This is the important phenomena of THz frequency region that can make a considerable progress in design fabrication, and define the characteristics of MMs at THz frequencies. This article illustrates the latest advancements of THz MMs research. Key word: Metamaterials (MMs), Terahertz (THz).
A survey on context aware system & intelligent Middleware’sIOSR Journals
Abstract: Context aware system or Sentient system is the most profound concept in the ubiquitous computing.
In the cloud system or in distributed computing building a context aware system is difficult task and
programmer should use more generic programming framework. On the basis of layered conceptual design, we
introduce Context aware systems with Context aware middleware’s. On the basis of presented system we will
analyze different approaches of context aware computing. There are many components in the distributed system
and these components should interact with each other because it is the need of many applications. Plenty
Context middleware’s have been made but they are giving partial solutions. In this paper we are giving analysis
of different middleware’s and comprehensive application of it in context caching.
Keywords: Context aware system, Context aware Middleware’s, Context Cache
WSO-LINK: Algorithm to Eliminate Web Structure Outliers in Web PagesIOSR Journals
Abstract: Web Mining is specialized field of Data Mining which deals with the methods and techniques of data
mining to extract useful patterns from the web data that is available in web server logs/databases. Web content
mining is one of the classifications of web mining which extracts information from the web documents
containing texts, links, videos and multimedia data available in World Wide Web databases. Further, web
structure mining is a kind of web content mining which extracts patterns and meaningful information from the
structure of hyperlinks contained in web documents having the same domain. The hyperlinks which are not
related to content or the invalid ones are called web structure outliers. In this paper the basic aim is to find out
these web structure outliers.
Keywords- Outliers, web outlier mining, web structure mining, Web mining, web structure documents
An Empirical Study on Patient Delight and the Impact of Human and Non-Human F...IOSR Journals
Health, one of the Fundamental Human Rights has been accepted in the Indian Constitution. Today the healthcare industry has emerged as one of the most challenging sectors as well as one of the largest service sector industries in India. Patient perceived service quality become the prominent aspect to choose between hospitals. The purpose of this paper is to evaluate patient perceived service quality in Indian hospitals. Further the impact of the dimensions on patient satisfaction and patient delight is examined. A questionnaire was administered to the in-patients and multiple regression analysis has been used to examine the impact of the dimensions on patient satisfaction and patient delight. Findings emphasize eight distinct dimensions of patient perceived service quality and the impact on patient satisfaction and patient delight. A positive and significant relationship with patient satisfaction and patient delight has been found, except two dimensions. The results of this study are limited, as they are based on Indian hospitals. The contribution of this research paper, incorporate patient delight in health care sector. In addition, this paper highlights the importance of emotional attachment for patient satisfaction and patient delight in health care.
An Analysis of the Relationship between Fiscal Deficits and Selected Macroeco...IOSR Journals
This study investigates the relationship that exists between the Government Deficit Spending and selected macroeconomic variables such as Gross Domestic Product (GDP), Exchange Rate, Inflation, Money Supply and Lending Interest Rate. The period covered is 1970 (when the civil war ended) and 2011. Ordinary Least Squares (OLS) technique was adopted to analyze the relationships. The study concludes that Government Deficit Spending (GDS) has positive significant relationship with GDP. Government Deficit Spending also has positive significant relationship with Exchange Rate, Inflation, and Money Supply. Government Deficit has negative significant relationship with Lending Interest Rate and most likely crowd-out the private sector by raising the cost of funds. Deficit spending has been known to have adverse effects on the economy and government is advised to curtail excessive deficit spending. It is recommended that further research is done to establish other variables that are affected by government deficit spending.
Six Sigma Implementation to reduce rejection rate of Pump Casings at local Ma...IOSR Journals
Six Sigma is being Implemented all over the World as a successful Quality Improvement
Methodology. This article provides a description of Six Sigma Project implemented at Local manufacturing
Company. The Company Manufactures Pump Casings where it was receiving high nonconformance rate that
resulted in to Rejection of Product. This study deals with Six Sigma DMAIC methodology implementation and
gives a frame work of how the non-conformance rate was first monitored and then brought in to acceptance
limits. A complete Coverage of the statistical analysis performed during the study is given and results are
shown to describe that how Six Sigma helped the Project members to Improve Quality of Pump casings at
manufacturing facility.
On Fuzzy - Semi Open Sets and Fuzzy - Semi Closed Sets in Fuzzy Topologic...IOSR Journals
Abstract: The aim of this paper is to introduce the concept of fuzzy - semi open and fuzzy - semi closed sets of a fuzzy topological space. Some characterizations are discussed, examples are given and properties are established. Also, we define fuzzy - semi interior and fuzzy - semi closure operators. And we introduce fuzzy
- t-set, -SO extremely disconnected space analyse the relations between them.
MSC 2010: 54A40, 03E72.
Organizational Learning in Nigerian Institutions: Constraints and ChallengesIOSR Journals
Organisations are recognised as legal and corporate entities. They have an image, and they can sue and be sued. To that extent therefore, this paper posits that organizations can also learn, and asserts that the absence or dearth of adequate organisational learning culture denies organizations the much needed competitive edge necessary to survive and remain viable in the contemporary and highly globalised world. The paper x-rays the technical and social perspectives of organisational learning and argues that the learning process is context and culture-driven. Conceding that effective organisational learning practice enhances performance, it highlights some hindrances to the learning process, suggests remedies and concludes with a case study of the organisational learning problems of a Nigerian public sector organization.
A Learning and Improvement Model in Entrepreneurial LeadershipIOSR Journals
Currently entrepreneurial leadership has expended and increased momentum as developingmodel of both in research and practice. Though, there is not sufficient knowledgeon the theoretical and intangible basis of this emerging area of analysisandlot of questions are raised up on how to grow entrepreneur leadershipabilities, capabilitiesprecisely in university students. The basicmotive of thistheoretical paper is to slight the gap through offering the theoretical andconceptual basics of entrepreneur leadership. This paper has also examinedvariousfeatures of entrepreneurial education in the perspective of universitygiven entrepreneur-ship programs and then projected a model for entrepreneurial-leadership enlargement. The projected model describes entrepreneurial leadershipenlargementbase on a dynamic progression of “experimental, social interactive,observational and reflective learning” which make available a base for entrepreneur leadership exercise, enlightenment and research.
Performance Analysis of Rake Receivers in IR–UWB SystemIOSR Journals
ABSTRACT : Suppression of interference in time domain equalizers is attempted for high data rate impulse radio (IR) ultra wideband communication system. The narrow band systems may cause interference with UWB devices as it is having very low transmission power and the large bandwidth. SRAKE receiver improves system performance by equalizing signals from different paths. This enables the use of SRAKE receiver techniques in IR UWB systems A semi analytical approach is used to investigate the BER performance of SRAKE receiver on IEEE 802.15.3a UWB channel models. Study on non-line of sight indoor channel models (both CM3 and CM4) illustrates that bit error rate performance of SRake receiver with NBI performs better than that of Rake receiver without NBI Keywords – Bit error rate, Impulse radio, Non-line of sight, SRAKE receiver, Ultra wideband (UWB)
Role of Organizational Commitment & Transformational Leadership in Enhancing ...inventionjournals
Past and present studies discuss the importance of transformational leadership and organizational commitment in an organization. This study further aimed at adding into the existing body of literature and explores the relationship between organizational commitment, transformational leadership and its role in enhancing employee in role performance and organizational citizenship behavior in banking sector of Pakistan. Study explores a significant positive relationship between variables. A sample of 240 employees working in public sector was drawn using multistage cluster sampling. 180 respondents took final part and response rate was 75%. Data was collected primarily with help of questionnaire and further analyzed with help of several techniques e.g. descriptive statistics to describe & summarize the data. Correlation and regression analysis was run to prove the hypothesis of the study.
Organizational behaviour theories have developed over the last century as scholars sought to understand how work can be done most effectively. Early 20th century theories like Taylor's focused on financial incentives to increase productivity, but underestimated other human motivators. Modern theories recognize that motivation has intellectual, affective, and social aspects beyond just money. As the global environment changes, organizations must adapt theories to remain relevant and effective.
The document outlines a comprehensive plan for conducting an organizational behavior audit. The plan involves four key processes: 1) defining the problem, 2) collecting data through interviews and observations, 3) analyzing the collected data, and 4) proposing solutions based on the findings. Conducting such audits helps organizations understand employee behaviors, identify factors influencing productivity, and make improvements to enhance job satisfaction and organizational performance. Regular audits are important for organizations to foster loyalty, retain talented employees, and effectively manage a diverse workforce.
What is organizational citizenship behavior (autosaved)Shashwat Shankar
Organizational Citizenship Behavior (OCB) refers to discretionary behaviors by employees that are not required as part of their job but benefit the organization. These behaviors include altruism, courtesy, sportsmanship, conscientiousness, and civic virtue. Research found OCB to be positively related across manufacturing, banking, and IT organizations and that strengthening organizational culture can foster OCB. Perceptions of job insecurity may encourage behaviors intended to appear beneficial to the organization but that could be unethical. HR managers should be aware of this risk for employees feeling insecure.
Running head TARGETED WORK CLASS1TARGETED WORK CLASS3T.docxjeanettehully
The organizational analysis summarizes Walmart Inc.'s nature, organizational structure, and business strategy. It discusses Walmart's history as a retailer founded in the US in 1962. It analyzes Walmart's products/services in retail and its position as the world's largest retailer. The analysis describes Walmart's organizational chart and levels of leadership. It explains Walmart's business strategy of low prices to make items accessible, as well as strategies of differentiation through customer experience, product access and innovation. The analysis concludes Walmart has achieved success through its holistic approach of empowering employees, innovating, satisfying customers, and environmental sustainability.
Claiming a piece of the pie- PDF PublicationJade Saab
This document discusses the challenges faced by the HR function in defining its role and establishing legitimacy within organizations. It identifies three major obstacles that have undermined HR's authority: 1) its historical focus on administrative tasks, 2) its inability to demonstrate a positive impact on financial performance, and 3) perceptions that HR is an intuitive rather than scientific function. The document then proposes a new framework for organizational effectiveness (OE) with three interacting elements - task-role engagement, expansive utility, and institutionalizing systems - that HR can use to claim a clear area of expertise. It argues HR must focus on building competencies in business strategy, employee experience, data analytics, and change management in order to effectively promote and implement this OE framework
1. The document discusses organizational commitment and the importance of building trust between employees to increase motivation, organizational citizenship behavior, organizational commitment, and job satisfaction. It states that strong work relationships built on trust will encourage loyalty to the organization and its goals.
2. It also discusses different dimensions of information systems and supply chain management practices that can impact company performance, and the need to integrate various supply chain practices to improve performance.
3. Additionally, it covers the importance of motivation for employees to willingly perform their tasks and help the organization achieve its objectives. It identifies key regulators and motivators that must be balanced to increase job satisfaction, such as work environment, compensation, personal development, and a sense of belonging.
After reading the case study prepare Assignment One - Collecting I.docxcoubroughcosta
After reading the case study prepare Assignment One - Collecting Information as described in the case study (page 18).
ASSIGNMENT ONE – COLLECTING INFORMATION
Organizational Design consulting survey
Use this form when collecting information about your client organization (AMAZON). Use those questions that seem most relevant. You will probably be unable to answer some of the questions.
Using the questions below, obtain information on Amazon. In a word document, essay for using the questions as headings. APA format.
Paper should have a cover, abstract, and references, in-text as well. Make sure all sources are clearly referenced.
Organizational Purpose
What is the mission of this organization?
What are the main goals?
What organizational cultural beliefs support the mission and goals?
How does the organization measure its success?
Organizational Passage
Describe the historical development of this organization.
How does this organization respond to risk?
Describe the balance between short-term and long-term focus for this organization.
Describe how this organization approaches its external environment. How aware is this organization of its external environment?
How much emphasis does this organization put on results, both short and long term?
Internal Environment
How well does this organization coordinate across functions?
How is information shared across functions?
What are the core processes and products provided by this organization?
What unique processes and products does the organization produce well?
Are there processes and products that prevent this organization from optimal performance? If so, how?
External Environment
Describe the clients of this organization. Are there potential future clients that are desirable for this organization? What suppliers does this organization depend on to meet its mission and goals? n
Describe the competitors of this organization. What are some industry trends?
Is there any regulation anticipated that will affect this organization and its industry? Please explain.
Is there any new technology anticipated that will affect this organization and its industry? Please explain.
Structural Dimensions
What activities at this organization are performed by specialists?
How specific are procedures at this organization?
Does this organization use detailed work processes?
How important are items such as employee handbooks, organizational charts and job descriptions to this organization? What levels of leadership have decision-making authority at this organization?
Is this organization focused on employee empowerment?
What is the span of control at the highest level of the organization (i.e., CEO level)?
What is the span of control for first-line supervisors at this organization?
Contextual Factors
Describe any major changes that have occurred in the history of this organization. Explain the ownership structure of this organization.
How many employees work at this organization?
What financial information .
Organizational development (OD) refers to a process aimed at enhancing organizational effectiveness through planned interventions and changes. It involves improving an organization's problem-solving and renewal processes in order to help it adapt and thrive. Some key characteristics of OD include being planned, organization-wide, and managed from the top. OD emerged in the 1960s and has evolved from a focus on individual and group-level changes to system-wide interventions. Factors like communication, leadership, training, and strategic data use need to be addressed through the OD process to help organizations overcome challenges and become more effective.
This document provides an overview of organizational behavior. It defines organizational behavior as the study of human behavior in organizational settings and the interface between human behavior and the organization itself. It outlines several key topics in organizational behavior including importance, factors affecting behavior, objectives, levels of analysis, models of organizational behavior, challenges and opportunities, and limitations. The document discusses how organizational behavior can help understand and motivate employees, improve relations, predict and control human behavior, and utilize human resources effectively. It also examines factors like people, structure, technology, and environment that influence organizational behavior.
This document is a student's independent research paper on the influence of corporate social responsibility (CSR) on employee engagement. It begins with an abstract that summarizes the paper's objectives to discuss how CSR impacts employee engagement and organizational citizenship behavior, and how organizations can engage less engaged employees through CSR. The literature review then defines employee engagement and its components, examines theories on how CSR influences perceptions and engagement, and explores the relationship between CSR and engagement. The methodology outlines the research questions and qualitative approach using secondary data. Key findings are that CSR affects engagement through trust and identity, but some employees may differ in CSR perceptions; increasing CSR awareness and involvement can boost engagement.
1Running Head ORGANIZATION STRUCTURE .docxrobert345678
1
Running Head: ORGANIZATION STRUCTURE
Organization structure
Shemeko Hopkins
MGTCB/526
University Of Phoenix
2
ORGANIZATION STRUCTURE
Organization structure
Introduction
An organizational structure is a system that shows or showcases how particular activities are
directed by the company, for the company to achieve its goals. These activities can include laws,
responsibilities, and roles. (Bertacchini, et al. 2018) The importance of the organizational structure
is to determine how information flows between various levels in the organization. For this
assignment, I am going to create the organizational structure that I will like my organization to use.
Which is a hierarchical structure because my organization is large. Explanation of the
organizational chart, analysis of the organization chart based on Porter five forces, analysis of the
current contingency leadership model, leadership model recommendation, other identified actions
recommendation, and finally the information literacy.
3
ORGANIZATION STRUCTURE
Organization chart
The organizational structure I will recommend for my organization to use is hierarchical.
Hierarchical organization structure is an organization construction where each unit in the
organization, excluding one is subordinate to a sole other units. In a business, the hierarchy
commonly comprises of particular power at the top with the following stages of power below
Board of directors
CEO
Financial
accounting
Project
manager
HR manager
Purchasing
manager
Marketing
director
Logistics
manager
Accountant
Cashier
Section
chief
Documenter
Assistant HR
manager
Materials
Necessities
Marketing
Sales
Purchase
manager
Maintenanc
e
Manager
Security
manager
Driver
4
ORGANIZATION STRUCTURE
them. (Harris, et al. 2019) This organizational structure is important because it will assist the
employees to comprehend numerous stages of leadership. This is since administration roles are
extra plainly described in this class of pyramid assembly. In having numerous levels of control,
processes run extra efficiently.
In my organization structure; my organization is headed by the board of directors, the main
responsibility of the board of directors is to strategy and manage goals and goals for the short and
long term good for the business and put devices in place to watch the development the aims. In this
respect, the board of directors must appraisal, comprehend and deliberate the business goals. Under
them is the C.E.O, the main role of the CEO is to manage the company's overall operations. They
are capable of delegating and directing agendas, driving profitability, and managing company
organizational structure, strategy and communicating with the board.
My or.
This document discusses organizational effectiveness and how it can be measured. It describes three approaches managers can use to evaluate effectiveness: the external resource approach which focuses on control, the internal systems approach which focuses on innovation, and the technical approach which focuses on efficiency. The document also discusses how factors like employee engagement, leadership, organizational culture, and performance monitoring can impact an organization's effectiveness. It concludes that organizational effectiveness is difficult to measure, especially with characteristics that are not quantitatively measured.
This document discusses organizational effectiveness and how it can be measured. It explains that organizational effectiveness is a tool managers use to evaluate how well an organization achieves its goals and creates value. There are three main approaches to measuring effectiveness: external resource approach, internal systems approach, and technical approach. The internal systems approach allows managers to evaluate how smoothly an organization functions and operates. Effective leadership, employee engagement, and organizational culture can impact an organization's performance. It is difficult to measure effectiveness using only quantitative metrics, so some companies also consider customer satisfaction and employee satisfaction as indicators.
This document summarizes a study that aimed to identify and measure the factors affecting organizational commitment among employees of Saigon Commercial Joint Stock Bank in Ho Chi Minh City, Vietnam. The study surveyed 285 bank employees. The results identified 6 factors influencing commitment: organizational rewards, direct managers, career development opportunities, family support, working conditions, and personality characteristics. The study found no differences in commitment based on gender, age, department or education, but did find differences based on working hours and income. The paper proposes implications to improve employee commitment at the bank.
Reflection On Organizational DevelopmentPamela Wright
This document discusses organizational development and how its principles can be applied. It begins by noting that OD is important for organizations to adapt to changes in the global economy. The document then discusses how OD requires a planned approach to change that meets the needs of both people and the organization. It also discusses applying OD principles like establishing trust and involving employees in the change process. The goal is to help create positive change for organizations in the future by applying lessons learned about OD theories and techniques.
Impact of Employee Engagement on PerformanceIJAEMSJORNAL
Employee engagement is a vast concept and has a wide area of interpretation and thus each organisation interprets the meaning of employee engagement on its own terms, knowledge, and culture. Employee engagement is a relationship between the employee and the enterprise, an engaged employee is the one who is entirely engrossed in and ardent about their work and so takes positive steps to further the organisation's prestige and interests. The construct employee engagement is built on the foundation of concepts like organisation citizenship behaviour, employee commitment, and job satisfaction. Though it relates to and besets these concepts but employee engagement is broader in scope. In today's scenario organisations have started looking out for ways more stronger than only monetary incentives to keep employees involved and work towards goals, hence comes the role of employee engagement which helps the employees realise they are a part of the organisation and thus employees are emotionally connected to their organization and highly involved in their job with a great enthusiasm for the success of their employer, going an extra mile beyond the employment contractual agreement assuming all their efforts leads to the growth of what already belongs to them. Since Employee engagement is a fairly novel concept thus a lot of measurement metrics are not present to find out direct relationship between employee engagement and its impact on the performance of employees thus the purpose of this paper is to find out an Impact of employee engagement on the performance of the employees.
The article provides a literature review of organizational development (OD) theories from early teachings to more recent research. It highlights disconnects among OD researchers and shortcomings in OD research. Specifically, it discusses implications for researchers, practitioners, and teaching of OD. The author aims to give an in-depth analysis of OD theories and models over time to provide context to the field of OD.
mm bagali...... mba...... research......management......hrm......hrd........dr m m bagali, phd in hr
This document describes the research methodology for a study on employee empowerment. The study was conducted at Polyhydron Private Limited, an engineering company in India. The study used an exploratory and descriptive research design to understand innovative strategies that make top companies different, such as empowering employees. The study tested hypotheses about how empowerment improves organizational achievement, shapes positive attitudes, and is related to access to information. The scope was to understand what policy, people or workplace practices create an empowered organization and workforce. Data was collected through questionnaires and interviews of employees, including the CEO, at Polyhydron Private Limited.
This document provides a technical review of secure banking using RSA and AES encryption methodologies. It discusses how RSA and AES are commonly used encryption standards for secure data transmission between ATMs and bank servers. The document first provides background on ATM security measures and risks of attacks. It then reviews related work analyzing encryption techniques. The document proposes using a one-time password in addition to a PIN for ATM authentication. It concludes that implementing encryption standards like RSA and AES can make transactions more secure and build trust in online banking.
This document analyzes the performance of various modulation schemes for achieving energy efficient communication over fading channels in wireless sensor networks. It finds that for long transmission distances, low-order modulations like BPSK are optimal due to their lower SNR requirements. However, as transmission distance decreases, higher-order modulations like 16-QAM and 64-QAM become more optimal since they can transmit more bits per symbol, outweighing their higher SNR needs. Simulations show lifetime extensions up to 550% are possible in short-range networks by using higher-order modulations instead of just BPSK. The optimal modulation depends on transmission distance and balancing the energy used by electronic components versus power amplifiers.
This document provides a review of mobility management techniques in vehicular ad hoc networks (VANETs). It discusses three modes of communication in VANETs: vehicle-to-infrastructure (V2I), vehicle-to-vehicle (V2V), and hybrid vehicle (HV) communication. For each communication mode, different mobility management schemes are required due to their unique characteristics. The document also discusses mobility management challenges in VANETs and outlines some open research issues in improving mobility management for seamless communication in these dynamic networks.
This document provides a review of different techniques for segmenting brain MRI images to detect tumors. It compares the K-means and Fuzzy C-means clustering algorithms. K-means is an exclusive clustering algorithm that groups data points into distinct clusters, while Fuzzy C-means is an overlapping clustering algorithm that allows data points to belong to multiple clusters. The document finds that Fuzzy C-means requires more time for brain tumor detection compared to other methods like hierarchical clustering or K-means. It also reviews related work applying these clustering algorithms to segment brain MRI images.
1) The document simulates and compares the performance of AODV and DSDV routing protocols in a mobile ad hoc network under three conditions: when users are fixed, when users move towards the base station, and when users move away from the base station.
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Organizational citizenship Behavior as Attitude Integrity in Measurement of Individual Performance Appraisal
1. IOSR Journal of Business and Management (IOSR-JBM)
e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 12, Issue 2 (Jul. - Aug. 2013), PP 63-67
www.iosrjournals.org
www.iosrjournals.org 63 | Page
Organizational citizenship Behavior as Attitude Integrity in
Measurement of Individual Performance Appraisal
Yupono Bagyo
(STIE Malangkuçeçwara Malang)
Abstract: Quality of Human Resource represent one of the factor which to increase performance productivity
an institution or organization. Therefore, needed Human Resource having high interest because interest or
membership will be able to support the make-up of employees performance achievement. During the time at
generally in governance institution not yet had officer with adequate interest, proved with still lower officer
productivity and is difficult measure officer performance [in] governance institution scope.
Performance Management System in a modern concept of human resource management is an
objective and transparent performance measurement model of Organizational Citizenship Behavior in giving
reward to individual’s sacrifice for organization.
Three main elements of individual’s sacrifice performed in Organizational Citizenship Behavior
(OCB) are compliance, loyality, and participation.The organization shoud appreciate these attitudes by giving
clear job description and brief rewardsystemcriteriato encourage the individual’s job motivation. Combined
with theindividual assessment of job description, job grading is used to compile a correct Key Performance
Indexand a precise salary component.
The aim of this action research is to give a comprehensive solution for Hospital X, in order to
determine a Key Performance Indexsmodel, in response to some problems such as jobmotivation, work stress
and performance. An interviews with hospital’s director and Human Resources section was conducted to
compile the KPI.
The results of this research can be recommended to the hospital to make a comprehensive performance
assessment consist of the review of employee's job descriptions, Key Performance Indicator (KPI), job grading,
specifying fundamental salary based on work,Bonus Scame and score summary.
Key words: OCB, Jobdescription, job grading, Key Performance Indexs.
I. Pendahuluan
In the middle of business competition current which becoming tighten, measured performance
management system development and objective become one unavoidable requirement .
Human resources development (HRD) domain is word of is end of an organization, more than anything
else in this time business competition current which becoming tighten, measured performance management
system development and objective become one unavoidable requirement ( www.manajemenkinerja.com). Most
of all research study performance and in it Motivation variable which its result most saying that motivation have
an effect on to have a meaning of performance only sat one among the research pickings which find that
motivation have an effect on negative though this matter do not have an effect on to have a meaning; and will
have an effect on positive have a meaning if organisasionalkomitmen variable as variable ( Yupono, 2010).
Splashy so motivate that, so that many HRD send its member to follow seminar motivate from super
motivator; do their performance mount? Its answer is people will attend to listen motivator is one who have high
motivation, but one who is its motivation lower [oppositely;also] do not want to listen motivator, so that its
resolving only given way out why its motivation lower and its performance also lower and cause at lowering of
organizational goals performance.According to Gal ( 2006) divisible performance become two: 1) In-Role-
Performanceand 2) Extra-Role-Performance. First, that is performance claimed by employees asked reaching it
and can be depressed by top managerto be able to reach for maximally. While secondly, that is performance
which do not be claimed by system, interpreted as social behavior employees caused by interdependence and
interaction ( interdependence) among employees in company. Extra-Role-Performance include; cover
behavioral concept of organizational member (organizational citizenship behavior = OCB). This means that
there are social interaction and interdependence among employees in organization. Condition of a kind of this
require accomplishment of requirement social, requirement of affiliation, what is in general referred as " needs
social". OCB consist of contribution without constraint, but coming from individual to conduct something that
related to its work, can in the form of:
- Willingness to assist, for example: informing new employees about important information
- Downright, decent, for example: effort prevent the happening of undesirable problem by reminding better
previously
2. Organizational citizenship Behavior As Attitude Integrity In Measurement Of Individual Performance
www.iosrjournals.org 64 | Page
- A friend at court, for example: assisting to prevent the happening of frustasi and stress. Involvement, for
example: involvement in course of, offering opinion, suggestion, communicating with friend
- Respecting organizational policy and regulation, for example: attendance, timely, and others
goals earn because of 4 matter ( Luthan, 2011), that is ( 1). problem of motivation, covering for
example: static if work, negative thinking, less esteemed by the existence of conflict between activity friend,
political of under the way office, autoritary, superior support less etcetera; ( 2). Problem of interest cover
leadership style, delegation, organization and planning, analyse problem, communications, ability of
negotiation, ability sell, ( 3). Problem of resource of is lack of resource, work exceed boundary, less supporting
bureaucracy and system, procedure operating standard less clear, tools less, budget less etcetera ( 4) problem of
employees to do more than simply formal duty and will give performance exceeding expectation and behave
flexiblely. Organization wish employees ready to duty which do not be contained in their work deskripsi. ( And
Judge Robbins , 2008), fact indicate that organization which its employees have Organizational Citizenship
Behavior (OCB), will have better performance from other organization ( Robbins 2008). Graham ( 1991) giving
OCB konseptualization being based on political philosophy and modern political theory. By using this
theoretical in perpective, Graham tell three OCB form that is:
a) Obedience depicting willingness of employees for the menerimadan of to play the game and organizational
procedure
b) Loyality depicting willingness of employees to place their private interest to advantage and continuity of
organization
c) Participation depicting willingness of employees to actively develop entire/all organizational life aspect
d) Participation consist of Social participation depicting involvement of employees in organizational business
business and in social activity of organization For example: always put attention at organizational aktual
issue or attend meeting without ceremony
e) Advokasi participation, depicting willingness of employees to develop organization by giving and support
idea ofinovatif. For example: giving input at organization and support at other employees to partake to to
give idea contribution to organizational development
f) Functional participation, which depict employees contribution exceeding obliged. For example: voluntary
to execute duty extra, working overtime to finish important project, or follow additional training which
good for organizational development.
Graham ( 1991), And Blood good Turnley ( 2002) in Marita 2006 giving OCB konseptualisasi being
based on political philosophy and modern political theory By using this theoretical in perpective, Graham tell
three OCB form that is:
a) Social participation depicting involvement of employees in organizational business business and in social
activity of organization. For example: always put attention at organizational aktual issue or attend meeting
without ceremony.
b) Participation advokasi, depicting willingness of employees for organizational by giving and support idea
ofinovatif. For example: giving input at organization and support other employees to partake to to give idea
contribution to organizational development.
c) functional Participation, which depict employees contribution exceeding obliged standard. For example:
voluntary to execute duty extra, working overtime to finish important project, or follow additional training
which good for organizational development
Concept Human Resource Management Modern look into that HR is partner work and top-drawer
resource in an organization, they have to have three element that is: And loyalitas compliance represent
citizenship definition in wide of congeniality, so that esensi from behavior citizenship[is participation. In
participation, attention is especially addressed by at national arena, communal arena, and organisasional arena.
In this article, behavior citizenship will be discussed in organisasional dimension, that is OCB (
MaritaAhdiyana, 2009), passing discipline attitude. Sincerity, research have, initiative to and organization as to
specify standard performance goals by entangling entire/all existing element in organization performance
management system ( PMS)/ key performance indexs ( KPI) , supported by adequate reward systems, can be
elaborated to through problems of employees performance, with Disiplik variable Work Sincerity, Correctness,
Initiative. Measurements is a central part of the assessment system, in order to form a judgment managerial
employees' performance is sort results the merits. Measurement of work performance baikharus consistent
through the organization.So all managers are required to maintain the standards therein comparison rate.
Measurement of employee performance involves a number of provisions to reflect the behavior of the
employees in the introduction of several characteristics and dimensions. Technically, as well as a number of
provisions that predicate exellent, good, average (enough), and Poor (less) can be used with the numbering from
1 to 4 for levels of employee performance. In terms of measurement tools, Gomez-Mejia et al (2001).has
classified assessment format in two ways: (1) the type of judgment that is required (relative or absolute), and (2)
the focus of the measure (trait, behavior, or outcome).
3. Organizational citizenship Behavior As Attitude Integrity In Measurement Of Individual Performance
www.iosrjournals.org 65 | Page
Relative judgment is an assessment format that encourages supervisors to compare performance among
employees with each other on the same type of job. While the absolute judgment regarding the assessment
format that encourages supervisors to make judgments about employee performance based standards.
Performance measurement systems can be classified with the data form that focuses on: trait (characteristic) of
data, behavior (behavioral) data, and outcomes (results) data. Trait appraisal instruments (assessment of the
nature or character) is the duty of supervisors to make judgments about the characters that workers tend to be
consistent and long lasting. The second system of measurement is the behavioral performance appraisal
instruments (behavioral assessment) focused on aspects of employee behavior assessment. In the appraisal
outcome instruments (assessment results-oriented) are used to assess the employee's performance has been done.
This assessment form requires specific targets in the form of measurable results, previously agreed
upon by superiors and subordinates.
The big question in our minds is why until now little has been researching and writing how
organizations can encourage employees to work in accordance with the expectations of the organization?
Though life can be formed from the OCB and hospital bylaw and KPI?
II. Reward System Problems Of Hospital
Rewards system that shaped the Financial rewards in the form of remuneration with the aim to increase
the motivation to work and teamwork in one part and between the team and the cohesiveness in hospital, while
the non-financial rewards such as recognition of seniority is characterized by a more senior trusted to do
something, employees who are not experienced by youth. This reward system after the evaluation has not been
able to improve the performance because of the feelings that lead to excessive seniority employee
dissatisfaction, because senior employees are more often played on the junior command and role ambiguity
arises because the senior was able to run all of what's in the hospital, as a result of employees in particular
section was interfering with senior employees who do the work instead of competence and not his job. Reaction
to such employee actions will lead to conflict, and can form a variety of shapes. According to Tosi, et al. (2000)
there are five models in reaction to the conflict are taken from several theories of conflict, namely: Competing ,
Avoiding, Accommodating , compromising, Collaborating . The fifth model is divided into two categories:
Assertiveness (pride) and Cooperation or can be called forself Concern (selfish) and Concern for others
(concerned togetherness). Reactions to the conflict there is nothing wrong depends on its accuracy in using the
model. (Miller, 2008). Employees who receive the intervention will turn out to be avoiding because you feel
better to avoid conflict than compromise must always be no conditions in accordance with expectations.
Avoiding categorized, when seen from the diagram above, the position is lower than the side Avoiding
Concern for self and low on Concern for others. In the model of this reaction often avoid conflict when someone
does not have the ability to resolve conflict, this happens to reduce the pressure that is and when it is at a lower
position kukuasaan. In addition the employee will work potluck in reaction to conflict Accommodating
categorized, Concern for low and high self Concern for others, this shows a high sense in order to create a
peaceful atmosphere. Employees had a reaction to conflict Accommodating categorized, Concern for low and
high self Concern for others, this shows a high sense in order to create a peaceful atmosphere.
Below is position of junior employees and seniors taffas well as the position of charge nurse and nurse
in RS. X related to there action of the conflict.
Reaction to the conflict in the distribution of duties among senior employees and other junior
employees. This is especially relevant when associated with the sub-culture theory to the three categories of the
human resources. Sub-culture is in herentin each of the employees character created great influence on the
reaction of the conflict. Reaction tothe conflictthat is, employees who do not feel comfortable and they makes
trategie saccording totheir individual interests. There are more self is hand some area voiding conflict because
its exist enceis not very power ful and has the power at the hospital. Avoiding m
Od els experienced by senior employees area voiding reactions, the reaction is carried out by ajunior
em ployee caused alot of points to considerin relation to the presence of junior nurses. Among the reasons why
this model is taken as a senior employee reward juniors seniors and people's confidence in the hospital.
Another reaction that be fell resources is wearing Accommodating models. Model reactionis a reaction that is
considered appropriate by them because it is done to avoid the on going conflict in the future and expect no
change.
Competing attitudes and accommodating when used in excess will al so adversely impact. Excess ive
accommodating attitude will cause them to lose honor (lost of respect). It is primarily for the employee's
position and loss recognition (recognation) they will look weak. (Tosi, etal. 2000). Remuneration for nurses in
total requested by the head of the nursing unit and those who divideall nurses, not by the treasurer, so theam
ount of a distribution treasurer not know ( based on individual performance is not possible, because there are
only individual performance data in HR. Felt the most impact from the distribution of the reward system is low
4. Organizational citizenship Behavior As Attitude Integrity In Measurement Of Individual Performance
www.iosrjournals.org 66 | Page
work ethic and apathetic nature of all units and low trait shelp each other, honest and well mannered, loyal,
respect anda willingness to take the initiative to decline.
1. RESOLUTION
Ofthe problemsatthe root ofthe problemcan be groupedas follows:
2. Salary structure is based approach is not clear
3. Remuneration system that is less competitive
4. Employees (senior) do not work based on the responsibilities set out in job description
5. In the work, employees pay less attention to Hospital Bylaws, as there is no clarity on the implementation
of sanctions and rewards Hospital Bylaws
From the root of these problems result in low motivation and job performance of employees.
1) Review the employee's job description Job descriptions that have been defined in the structure ofthe
hospital should be run in full and earnest, and the hospital can not be influence by other factors such as
seniority factor and factoring ervention owner (owners) whom intervensi management. An employee as
signed to work in accord an cewit h theposition descriptionand can not begovernedbywhoever. Performance
of dutiesin accord ancewiththe position description and described by protab will have an impact on
individual performance, performance units and performance management. The initial step issolving this
problem every task must bein accordance with standard operating procedures, and then processed in the
system of remuneration.
2) Develop hospital bylaw unearthed from OCB aspects into an integrated performance assessment, namely:
a. Constructing Key Performance indexs (KPIs) covering existing accounts in hospital by law include
aspects of work discipline, honesty, thoroughness and initiative / egagemeent, with a standard of 1 to 5, if
the employee makes a mistake, then the default value will be reduced by 1, the reduction of this score
assessed by the assessment team established by the director. b. Set the base salary on the basis of Job Grade,
by the way look normal study time to apply the basic values, such as a doctor is weighted 10 to the lowest
grade, coupled with the doctor's permission and some training, will affect the value of the position and this
value will be used to establish structure positions outlined in job grade, and then arranged the job grade
range then this job grade will be used to develop the employee's basic salary
3) Salary set by Job Grade. Base salary based on a tiered set base value at the time an employee was first
appointed as an employee of the hospital a minimum. Middle to the maximum. The value of the base salary
is structured is still in bawaw MSEs and to meet the minimum MSE given basic allowance amount is in
accordance with the increase in MSE, degan money plus transport and consumption
4) Salary set by Occupation The value of the base salary is structured is still in bawaw MSEs and to meet the
minimum MSE given basic allowance amount is in accordance with the increase in MSE, degan money
plus transport and consumption
5) RKK set. Performance targets are grouped into 4 groups, each having 40 weight%, 30%, 10% and 20%.
Each tilapia would reduce the value of the target offense, and at the end of this value will be adding to the
weight of the achievements.
6) Understand the performance measurement systemTo reinforce the tasks described in the SOPs, the Hospital
Bylaw should refer to the SOPs, and then to give rewards should be based on protab and Hospital Bylaws.
7) Bonus set SCAME. Bonus scheme set each action given the rupiah and is divided into 60% of hospitals and
40% implementation. 40% of executing further divided into 60% and 40% part of the General (all units in
the hospital). Than 60% of the 60% split to the members of the unit and 40% implementation. So forth so
that every action will affect the income of remuneration for all employees.
8) Recap assign scores foreach employee
Right sof remuneration of employees in comeis calculated from achievement scores recap remuneration
multiplied by dollars and units of general
New payroll system with respect tot herights of the employee's performance should be of Rp.
Rp.1.062.971 dropped to1,276,786. This decrease is causeddue to the influence of their performance (do not
enter onetime), will reduce transport expenses and the performance of standard scores 82.18% down to 81.15%.
Thus the salary system will encourage employees to work comply with the regulations set by the hospital and
the other employees are considered very fair because they had not come to work. Payroll system that takes into
account KPI to increase employee motivation. 1. Review not esfrom they ear
New salary structure already takes into account aspects basic salary, allow ancesexpensiveness, office
allowances, overtime, meal allowances, andincentive, to do areview of the changes kompunen-kompunen price
changes that affectwagec hanges, main ly refers to the minimum applicable city and conditions similar
companies payroll. 2. Understand employee expectations Givenan asset of hospital employees, thecareful
5. Organizational citizenship Behavior As Attitude Integrity In Measurement Of Individual Performance
www.iosrjournals.org 67 | Page
attention tothe employee. In addition to consideringthe financial rewards and non-financial rewards. This is
important considering theemployee is an individual whoneeds tolive, equally important is keeping their
emotions and feelings because the yare asset shospital.
III. Conclusion
Hospital employees as assets is a very complex human being and has a very broad issue, which needs
to be addressed seriously, because they need the income, require recognition, rewards system is needed that is
able to motivate their work. Attention needs to be implemented is the provision of adequate and appropriate
revenue with the ability pain, supported by individual assessment carried out based on Job description, Key
Performance indexs are based on job grading and salary and kompunen preparation of these steps will be able to
enhance the properties of existing in OCB ie increased motivation to work to help each other all the units, and
the increased sense of mutual help, honest and well mannered, loyal, respect and a willingness to take the
initiative to increase.
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