This document discusses ways that organizations can address employee cheating through positive reinforcement rather than punishment. It notes that employees may cheat due to job dissatisfaction or stressors like ambiguity, pressure, or work-family conflicts. Positive reinforcement through rewards, incentives, and encouragement can heighten performance and morale while building sustained, conditioned behavior. Examples include corporate benefits, public recognition, and share awards. Alternatively, developing relationships through organizational activities, supervision, and communication can boost commitment less expensively. The conclusion is that positive motivation and commitment through guidance rather than control can yield better outcomes and less cheating.
This is about Employee Relations leading to the fostering of Ownership Culture which is very much important for the growth & development of all organizations both vertically & horizontally.
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This is about Employee Relations leading to the fostering of Ownership Culture which is very much important for the growth & development of all organizations both vertically & horizontally.
Job Satisfaction | Factors that Cause Job Satisfaction |FaHaD .H. NooR
Job Satisfaction | Factors that Cause Job Satisfaction |
Impact of Job Satisfaction on Job performance
OCB
Customer satisfaction
Absenteeism and turnover
Workplace deviance
This presentation was prepared to shed some light on Job Satisfaction by the help of different elements those affect job satisfaction. It also include some statistics that shows that How much Satisfied are People at work? This presentation includes EVLN: Responses to Dissatisfaction, relationship of Job Satisfaction and Customers, Organizational commitment, Continuance commitment and Building Organizational Commitment.
6 things you're doing to demotivate your staffSandglaz
Before looking at ways to motivate your staff, you must look at how you demotivate them. You might not even be aware that what you do demotivates your staff.
Disenchanted employees skyrocket turnover rates, often leaving companies without the workers they really needed to retain.
While most employers make the mistake of thinking that money will improve any issues related to employee motivation, you probably know by now that money usually doesn’t buy employee happiness.
What does? Helping employees feel in control of their environment. So what are you doing wrong, and how can you motivate your staff again?
Empower and Participation Presentation Shuhel Ahmed
Empowerment
Empowerment is a process that provides greater autonomy to employee through the sharing of relevant information power and the provision of control factors affecting job performance
Participation
Participation is the mental and emotional involvement of people in group situation that encourage them to contribute to group goals and share responsibility for them
CUSTOMER SERVICE: Working in a Business EnvironmentThe Pathway Group
An comprehensive guide to the purpose of different working environments and the benefits and disadvantages of them all.
We also look at the importance of maintaining equality and diversity in the workplace, organisational standards and standards of security.
Nothing affects employee morale more insidiously than persistent workplace negativity. It saps the energy of your organization and diverts critical attention from work and performance. Negativity occurs in the attitude, outlook, and talk of one department member, or in a crescendo of voices responding to a workplace decision or event.
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Employee engagement is a workplace approach designed to ensure that employees are committed to their organisation’s goals and values, motivated to contribute to organisational success, and are able at the same time to enhance their own sense of well-being.
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
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Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
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1. How a lot of employees
cheat a little at work
And how punishing them can be counterproductive
Alix Kesselman
Felix Garcia
Sarah Pons
Shihao Tang
2. Introduction
People cheat at work for a number of reason
Employee feels frustrated or dissatisfied
The work itself is most strongly correlated
to job satisfaction for most people
3. Introduction
People cheat at work for a number of reason
Employee feels burnt out due to stressors
Stressors include:
Role Ambiguity
Time Pressure
Work-family conflict
Financial uncertainty
4. Introduction
Organizations have the task of
diminishing those cases
We want to guide you through
what, we believe, is the most
beneficial outcome
Cheating in
one aspect
in life leads
to cheating
in other
aspects as
well.
9. Poor Behavior
Negative Reinforcement
Management tool
Motivate employees and
control their behaviors
by getting rid of unfavorable conditions as
long as the employees continue to perform
as expected.
10. Unpleasant Condition Removed
Encourages Employees to Perform Better
Reaching Positive Desired Behavior
Examples
Random Drug Testing
Removing Weekly Meetings
Close Monitoring
Adjusting Hours
OUTCOMES
11. Unpleasant Condition could
become worse
More control could lead to more stress
However, in many cases, it could
make a negative impact
Consequences
Higher costs
Lack of Trust
Lower morale
OUTCOMES
Less efficient and long-lasting
12. Positive behavior followed by
positive consequences
(manager praises the
employee)
Positive behavior followed by
negative consequences
(manager stops nagging the
employee)
Negative behavior followed by
removal of positive
consequences (manager
ignores the behavior)
Negative behavior followed
by negative consequences
(manager demotes the
employee)
15. Actual Benefit
Help developing employees’ continuance commitment to the organization, as
well as affective commitment.
Advantage direct and effective.
Disadvantage Expensive.
16. Actual Benefit - Example
Corporate Welfare: Increasing employees’ commitment by
concerning their daily life.
Example: Company restaurant, shuttle bus, gym, employee discount etc.
17. Actual Benefit
Reward By awarding outstanding employees and hard-workers to praise
their performance and also encourage others.
Share the cake For upper managers, binding their interest with the
organization by giving an amount of company shares.
18. Relationship Building
Developing employees’ commitment by building a friendly, close relationship
with their peers, supervisors and organization as a whole.
Advantage effective and less costly.
Disadvantage Time-consuming
19. Relationship Building Example
Organizational activity: Holding party and seminar to enhance communication
between employees and arouse organization awareness.
20. Relationship Building Example
Daily supervision Building
closer working relationship
between employees and managers.
Let supervisor be a part of the
group. Avoiding cheating with
closer supervision.
23. “
”
While a person who cheats at
work may get the money, they are
really cheating themselves out of
what could be a great experience
Ben Michaelis, PHD
Huffington Post
