The document discusses performance management, which involves defining objectives, reviewing performance, and rewarding achievement. It notes that planning is crucial and stakeholder expectations should drive performance management. A well-implemented process provides benefits like improved performance, training, and equitable compensation. Key factors for success include relevance to strategy, consistent measurement, ability to differentiate performance, and legal compliance. The document then discusses personality traits and their impact in an organizational context.
job involvement, types of involvement, organizational commitment, types of organizational commitment, chart of types of organizational commitment and chart of brief description about organizational commitment.
Job involvement refers to a state of psychological identification with work—or the degree to which a job is central to a person’s identity. From an organizational perspective, it has been regarded as the key to unlocking employee motivation and increasing productivity.
job involvement, types of involvement, organizational commitment, types of organizational commitment, chart of types of organizational commitment and chart of brief description about organizational commitment.
Job involvement refers to a state of psychological identification with work—or the degree to which a job is central to a person’s identity. From an organizational perspective, it has been regarded as the key to unlocking employee motivation and increasing productivity.
This is the presentation which get a good credit from Miss Syahrina 'Adliana in FSPP for AM225. This file can be referred to get a good marks in case study. :D
A STUDY ON EMPLOYEE ATTITUDE TOWARDS ORGANIZATIONAL CHANGE - WITH SPECIAL REF...IAEME Publication
Concept of organizational change could be better understood on several grounds. Firstly, organizational change includes variety of change which may not always be planned and whose objectives may not be very much clear. Secondly, organizational change also includes those changes which may occur with the passage of time. Besides being gradual and steady, these changes are necessary for the survival of organization. Thirdly and finally, organization change may not be measurable. Organization results in organizational development. This study helps to identify the various positive or negative outcome of change, preparedness of employees to accept change, various ways of communicating the changes to the employees; various support factors to employees during organizational change. Data’s were collected from 122 employees. Analysis used was Percent Analysis, Chi-Square and ANOVA.
Employee engagement that bonds trust in workplaceKhrisma Khrisma
This article is inspired by the two people who had ever worked together as a team when I was waiting for my last bus home. They're seemed cool in their way talking to each other.
This is the presentation which get a good credit from Miss Syahrina 'Adliana in FSPP for AM225. This file can be referred to get a good marks in case study. :D
A STUDY ON EMPLOYEE ATTITUDE TOWARDS ORGANIZATIONAL CHANGE - WITH SPECIAL REF...IAEME Publication
Concept of organizational change could be better understood on several grounds. Firstly, organizational change includes variety of change which may not always be planned and whose objectives may not be very much clear. Secondly, organizational change also includes those changes which may occur with the passage of time. Besides being gradual and steady, these changes are necessary for the survival of organization. Thirdly and finally, organization change may not be measurable. Organization results in organizational development. This study helps to identify the various positive or negative outcome of change, preparedness of employees to accept change, various ways of communicating the changes to the employees; various support factors to employees during organizational change. Data’s were collected from 122 employees. Analysis used was Percent Analysis, Chi-Square and ANOVA.
Employee engagement that bonds trust in workplaceKhrisma Khrisma
This article is inspired by the two people who had ever worked together as a team when I was waiting for my last bus home. They're seemed cool in their way talking to each other.
How can organizations promote individual engagement to meet the extreme challenges and uncertainty of the times? And what can PXT Select™ do to help?
We explore the answers to these questions in Managing Rapid Change Through Employee Engagement.
This presentation based from Jennifer M. George and Gareth R. Jones book, with title "Understanding and Managing Organizational Behavior".
Use Ms. Power Point 2013.
In any organization if they want to get best production and retain their employees, they have to
provide best organization culture to their employees. That culture should be satisfied by the employees to retain
them. The purpose of the present study is to analyze the organization culture factors influencing the job
satisfaction.
InstructionsThis assignment will be checked using anti-plagia.docxdirkrplav
Instructions:
This assignment will be checked using anti-plagiarism software and returned to your instructor with an originality report.
After Completion of Lab 2, Students Must complete a one page paper on a topic of their choice from the material covered in Lab 2.
It should include your name and a topic title.
It should be 1 page, 12 pt font, double spaced.
References (with whatever format you are comfortable using)should be included at the end of your paper.
This assignment is due by the Sunday, 15 November, at 11:55pm MST. (Students with Makeup Lab approval will complete the assignment after Makeup Lab).
Please attach using one of the following formats (.doc .pdf or .txt)
Turn the paper into the "Exams, Lab Reports and Research Paper" Link For Lab 1 Report.
Grading Criteria:
Lab Report Must be at least one page. (-5 for shortness of submission).
Additional page with References (use reference format you are familiar using) (-5 for no references).
Lab Report must explain how topic is discovered, developed, and applied....not a restatement of the Lab Activity. (-5 for explaining the Lab Activity).
Turn in your Report on time. (- 5 points deducted per week for late submissions!!! )
Choose ONE of the following topics:
-Light Box II: Color.
-Rainbow.
-Blue Sky.
-Interference.
-Polarizers.
-Ultraviolet Light.
-Infrared Light. (IR).
-Computer Optical Microscope.
-X-ray Fluorescence.
-Scanning Electron Microscopy.
-Optical Microscopy.
“When you’re a Spy, your job title can be anything, from Manager to Waiter, even criminal. The reason for the multitude of names? As a Spy, your job is to gather information from a range of sources, and you need to do it in any way you can. That includes putting on a disguise.
There are a few different paths that you can take to get into this career, and you can focus on a range of specialties, from technical to languages. The title “Spy” isn’t really used anymore. Instead, you’re now called a Covert Investigator or, more broadly, a CIA Agent. Whatever the title, it means you investigate and protect US interests abroad.
You investigate things like terrorism, fraud, corrupt governments, and a wide variety of other crimes. Your job is to keep Policymakers and the President of the United States aware and informed on the happenings around the world.
You can find the information you need in a lot of different ways. You might get to go undercover and pretend to be a different person, but for the most part, your job is much more routine. You carry out interviews with informants and allied Agents, analyze data, and read through research. You look for possible international problems, such as civil unrest, war, famine—anything that can cause problems for the United States.
This job involves a lot of collaboration and communication. You work with other Agents, international police forces, or informants. The informants you work with are usually average people, so the ability to speak their language is a big plus.”.
Effective communication is a critical component of organizational success. It is used to exchange information, persuade others to accept our message, solve problems and, even, entertain. Yet, not every organization or their leaders do it well. To become an effective communicator, you need to have the desire, understand the communication process, master basic skills and practice. Kindly Call us for More information tel: +2 01223575508 - Email: info@360solutionsegypt.com - website : www.360experientialsolutions.com
Please reword these paragraphs in your own words DO NOT use the sa.docxLeilaniPoolsy
Please reword these paragraphs in your own words DO NOT use the same words as in these paragraphs. Thank you!
1- Core self-evaluation influences employee behavior by allowing that person to understand what personality traits they possess. According to Chapter 3, Core self-evaluations (CSEs) represent a broad personality trait comprised of four narrower and positive individual traits: (1) generalized self-efficacy, (2) self-esteem, (3) locus of control, and (4) emotional stability. CSEs help identify traits that will remain consistent and can predict positive work outcomes such as job performance and satisfaction. This can help managers and employees understand which jobs they will be better suited for.
I have found that my attitude and emotions has an impact on how my day goes. If I come into work with a negative attitude, I will typically have a rotten day. I focus on all the negatives and don't allow myself to see past them. If I brush off the negative things and continue to focus on things that I can control or change and work toward a positive end goal, I tend to have a better day and my projects turn out much better. When keeping a positive attitude and sharing enthusiasm, I also get more involvement from others.
2- In chapter 3, individual differences are defined as "a broad category used to collectively describe the vast number of attributes (for example, traits and behaviors) that describe you as a person". Intelligence is the measure of a person's abilities for problem solving, critical thinking, and reasoning. Personality is a person's unique characteristics such as physical, mental, and behavioral. Individual characteristics are either fixed or flexible. Intelligence and mental abilities remain mostly fixed and are difficult to change. Emotions and attitudes are flexible and high more likelihood of changing. Effective managers will want to know how to keep their employee's engaged and happy to have a successful group with good performance.
In my workplace, they continually ask for employee feedback to know and understand what things they can impact to keep employee's happy. We also make it a point to include all levels of employee's when deciding process changes to make sure the "experts" in the process are involved. This seems to have more of a positive impact when implementing new processes or procedures and tends to be accepted better.
3- A strategy that organizations can use to utilize diversity is to manage diversity. By enabling people to perform to their maximum potential, the organization is utilizing the educational, enforcement, and exposure components. This creates an organization with the highest possibly productivity.
My organization prides itself on being a diverse company. They believe in "equal opportunity" regardless of age, race, sex, etc. All employees are given the same opportunities.
As a manager, to ensure that work teams are diverse, managers should build teams based on mixed backgrounds. Often ti.
On the Job SuccessIn this section, we will cover some basic tips.docxhopeaustin33688
On the Job Success
In this section, we will cover some basic tips and techniques that might help you succeed once you have landed that great job and are ready to start your career. Like all the information included, there is no golden ticket or cheats along the way. Instead, these best practices and suggestions are a collection of common knowledge and proven experience.
Being successful at work has a lot to do with your attitude and candor. Your personal characteristics as well as your behaviors in groups and the organization as a whole reflect on your performance and ability. The recognition and development of your soft skills as well as your ability to adapt to organizational culture, understand power, and create healthy relationships with your supervisor and peers will more often than not help you become a more successful employee. We will also discuss how to become knowledgeable about your job, how to execute and excel in your given responsibilities, and what some of the advantages are to continue your education as a lifelong learner. The follow sections will elaborate on these strategies to employ that can lead to greater job success.
A Positive Attitude and Other Tips for a New Job
Especially when you start a new job, there are a lot of things you need to learn. It probably won’t be expected that you know how to do all of your job duties perfectly when you first arrive but by presenting yourself appropriately and by properly managing the areas that you can control, you will find that the rest will come pretty easily. Most of the following tips and techniques are good suggestions for a new position but should continue even after you are more established with a company.
· Stay positive. Forget the wrist; it’s all in the attitude. Keeping a positive attitude about your responsibilities, new tasks, challenges, and the company as a whole is an amazing step toward success. Your enthusiasm and eagerness to try new things, handle pressure and frustrations, and stay optimistic through diverse situations will not only keep you in good spirits professionally but will make you a stand out for new opportunities and a pleasure to work with.
· Try your hardest and learn from mistakes. It could be interpreted to be two separate actions but your ability to give 100% of your effort is actually very closely tied to the errors you will make. Mistakes are inevitable; you will make them. Be accountable for your actions by being able to say that did your very best and takeaway a lesson learned to avoid the same mistake again later.
· Be respectful. There are many things to learn from your new colleagues. Demonstrate your willingness to learn from their experience by valuing their opinions, being grateful of the assistance they offer, and treating everyone (no matter their position in the company) with the respect you feel you deserve in return.
· Be a team player. It is not likely that your job functions will be completely autonomous. You will most likely.
As competition in most industries has increased, technology has evolved, and innovation has moved to the forefront, organizations have come to realize the importance of having employees with high levels of emotional intelligence (EQ). According to studies, 90% of high performers have significant levels of EQ, and it is the single best predictor of performance. Learn the traits of high EQ, how they translate into professional behaviors, and how to assess it in prospective hires.
Respond to job announcement and request an interviewBizeducator.com
You can find below some of the most used letter for responding job announcement:
Letter #1:
I am responding to your advertisement in the Doe Post inviting applications for a position in chemical engineering. I am currently a research chemist for Johnson’ Chemical Corporation, where I enjoy my work, but I would prefer participating in your research program on new plastics.
Learn to write professional resignation letterBizeducator.com
Learn to Write Professional Resignation Letter
If you want to resign from your current position you can find below some of the most professional resignation letter:
Job performance refers to the level to which an employee successfully fulfills the factors included in the job description. For each job, the content of job performance may differ. Measures of job performance include quality and quantity of work performed by the employee, the accuracy and speed with which the job is performed, and the overall effectiveness of the person on the job.
Most valued workplace skills employee seek in 2017Bizeducator.com
Top Valued Workplace Skills include leadership , organizational, communication , interpersonal ,computer,analytical, problem solving, time management, mathematical and professional skills.
In an attempt to determine what factors lead to worker job satisfaction, psychologist Frederick Herzberg conducted a study in which people were asked to describe their most satisfying and dissatisfying experiences on the job and to give the reasons why. They also were asked to describe their levels of performance in the two experiences.
Dealing with problematic employees in workplaceBizeducator.com
It is inevitable in your role as a manager that you will have to deal with employees who earn the label “difficult.” Instead of ignoring the situation as many managers do, it is essential for you to take action to remedy the problem. After all, you own forming and maintaining an effective working environment. www.bizeducator.com
Essential Information about Network Architecture and DesignBizeducator.com
Networks are implemented to enable the sharing of resources and the exchange of information between users. As the number of resources, users, and connections increases, most networks must be routinely modified to accommodate growth ideally without any reduction in the features and performance levels users have come to expect.
Google Plus – Google’s social networking platform is turning 6 on this June 28th, 2017. Google+ is as yet developing and has been changed its UI and usefulness commonly since its foundation. Let’s have a look at Google plus’s timeline with this infographic created by Fullestop.
Benefits of Computerized Accounting System in WorkplaceBizeducator.com
Benefits of Computerized Accounting System in Workplace Some of the advantages of using a computerized accounting system are:
The arithmetic of adding up debits and credits columns is done automatically and with total accuracy by the computer.
Team building is an effort in which a team studies its own process of working together and acts to create a climate that encourages and values the contributions of team members.
1. 11/3/2016
Performance Management Defined
bizeducator.com/performance-management-defined/
Performance Management is the process of defining clear objectives and targets for individuals and teams, and
the regular review of actual achievement and eventual rewarding for target achievement.
The process should ensure that individual and team effort support the organizational objectives and that key
stakeholder expectations are realized by focusing on key value drivers. Thus:
Planning is crucial
Stakeholder expectations are key drivers of Performance Management
Management and employee buy-in and involvement are paramount
Key objectives and targets should be linked to corporate strategy
These factors are often not addressed in organizations and as a result the process is often destructive and draws a
tremendous amount of energy from the organization – leading to a situation where value-add and benefits are
minimal.
Performance Management should be a process that incorporates the following:
Planning Performance: setting Key Performance Area’s (KPA’s), objectives and standards that are linked to
corporate strategy, development plans
Maintaining Performance: monitoring, feedback, coaching and mentoring and regular interactions regarding
goal achievement
Reviewing Performance: formal feedback and ratings – evaluating performance
Rewarding of Performance: increases, bonuses, incentives, etc
The Planning Phase is crucial – 80% of time and effort should be allocated to this phase. If the focus is on
inappropriate aspects of the organization (i.e. the goals do not contribute to long-term strategy achievement and
stakeholder requirements), none of the subsequent phases will be worthwhile. If the focus is inappropriate, it often
leads to de-motivation, lack of credibility and failure of the business.
Planning typically should include the identifying Key Value Drivers of stakeholders (stakeholders typically are the
shareholders, customers and employees of the organization).
Benefits of performance management:
A well-implemented performance management process is beneficial to the company, its managers and employees.
The advantages include:
Integration
Open Communication
Improved Performance
Training and Development
Clarity of Standards/Requirements
Placement of Individuals
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2. Increased Objectivity
Equitable Remuneration
Objective Promotability
Structured Career Planning
Success factors in implementing Performance Management:
Relevance
Link to strategy, clear job goals, up-to-date job profiles
Reliability
Consistent measurement, rating errors
Discriminability
Ability to discriminate between good and poor performance
Freedom from contamination
External factors should not influence measurement (resources, line of sight)
Practicality
Easy to use, understandable, manageable administration
Acceptability
Perceived legitimacy, involvement
Legal compliance
Labour law compliance, Employment Equity Act, substantive and procedural fairness
BY BIZEDUCATOR
Personality encompasses a person’s relatively stable feelings, thoughts, and behavioral patterns. Each of us has a
unique personality that differentiates us from other people, and understanding someone’s personality gives us clues
about how that person is likely to act and feel in a variety of situations. To manage effectively, it is helpful to
understand the personalities of different employees. Having this knowledge is also useful for placing people into jobs
and organizations.
If personality is stable, does this mean that it does not change? You probably remember how you have changed and
evolved as a result of your own life experiences, parenting style and attention you have received in early childhood,
successes and failures you experienced over the course of your life, and other life events. In fact, personality does
change over long periods of time. For example, we tend to become more socially dominant, more conscientious
(organized and dependable), and more emotionally stable between the ages of 20 and 40, whereas openness to
new experiences tends to decline as we age.
In other words, even though we treat personality as relatively stable, change occurs. Moreover, even in childhood,
our personality matters, and it has lasting consequences for us. For example, studies show that part of our career
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3. success and job satisfaction later in life can be explained by our childhood personality.
Is our behavior in organizations dependent on our personality? To some extent, yes, and to some extent, no. While
we will discuss the effects of personality for employee behavior, you must remember that the relationships we
describe are modest correlations. For example, having a sociable and outgoing personality may encourage people
to seek friends and prefer social situations. This does not mean that their personality will immediately affect their
work behavior. At work, we have a job to do and a role to perform. Therefore, our behavior may be more strongly
affected by what is expected of us, as opposed to how we want to behave. Especially in jobs that involve a lot of
autonomy, or freedom, personality tends to exert a strong influence on work behavior. Something to consider when
engaging in Organizing activities such as job design or enrichment.
Big Five Personality Traits
How many personality traits are there? How do we even know? In every language, there are many words describing
a person’s personality. In fact, in the English language, more than 15,000 words describing personality have been
identified. When researchers analyzed the traits describing personality characteristics, they realized that many
different words were actually pointing to a single dimension of personality. When these words were grouped, five
dimensions seemed to emerge, and these explain much of the variation in our personalities.
These five are not necessarily the only traits out there. There are other, specific traits that represent other
dimensions not captured by the Big Five. Still, understanding them gives us a good start for describing personality.
Openness is the degree to which a person is curious, original, intellectual, creative, and open to new ideas. People
high in openness seem to thrive in situations that require flexibility and learning new things. They are highly
motivated to learn new skills, and they do well in training settings.
They also have an advantage when they enter into a new organization. Their open-mindedness leads them to seek
a lot of information and feedback about how they are doing and to build relationships, which leads to quicker
adjustment to the new job.
When given support, they tend to be creative.
Open people are highly adaptable to change, and teams that experience unforeseen changes in their tasks do well if
they are populated with people high in openness.
Compared with people low in openness, they are also more likely to start their own business.
The potential downside is that they may also be prone to becoming more easily bored or impatient with routine.
Conscientiousness refers to the degree to which a person is organized, systematic, punctual, achievement-
oriented, and dependable. Conscientiousness is the one personality trait that uniformly predicts how high a person’s
performance will be across a variety of occupations and jobs.
In fact, conscientiousness is the trait most desired by recruiters, and highly conscientious applicants tend to
succeed in interviews.
Once they are hired, conscientious people not only tend to perform well, but they also have higher levels of
motivation to perform, lower levels of turnover, lower levels of absenteeism, and higher levels of safety performance
at work.
One’s conscientiousness is related to career success and career satisfaction over time.
Finally, it seems that conscientiousness is a valuable trait for entrepreneurs. Highly conscientious people are more
likely to start their own business compared with those who are not conscientious, and their firms have longer survival
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4. rates.
A potential downside is that highly conscientious individuals can be detail-oriented rather than seeing the big picture.
Extraversion is the degree to which a person is outgoing, talkative, sociable, and enjoys socializing. One of the
established findings is that they tend to be effective in jobs involving sales.
Moreover, they tend to be effective as managers and they demonstrate inspirational leadership behaviors.
Extraverts do well in social situations, and, as a result, they tend to be effective in job interviews. Part of this
success comes from preparation, as they are likely to use their social network to prepare for the interview.
Extraverts have an easier time than introverts do when adjusting to a new job. They actively seek information and
feedback and build effective relationships, which helps them adjust.
Interestingly, extraverts are also found to be happier at work, which may be because of the relationships they build
with the people around them and their easier adjustment to a new job.
However, they do not necessarily perform well in all jobs; jobs depriving them of social interaction may be a poor fit.
Moreover, they are not necessarily model employees. For example, they tend to have higher levels of absenteeism
at work, potentially because they may miss work to hang out with or attend to the needs of their friends.
Agreeableness is the degree to which a person is affable, tolerant, sensitive, trusting, kind, and warm. In other
words, people who are high in agreeableness are likeable people who get along with others. Not surprisingly,
agreeable people help others at work consistently; this helping behavior does not depend on their good mood.
They are also less likely to retaliate when other people treat them unfairly.
This may reflect their ability to show empathy and to give people the benefit of the doubt. Agreeable people may be
a valuable addition to their teams and may be effective leaders because they create a fair environment when they
are in leadership positions.
At the other end of the spectrum, people low in agreeableness are less likely to show these positive behaviors.
Moreover, people who are disagreeable are shown to quit their jobs unexpectedly, perhaps in response to a conflict
with a boss or a peer.
If agreeable people are so nice, does this mean that we should only look for agreeable people when hiring? You
might expect some jobs to require a low level of agreeableness. Think about it: When hiring a lawyer, would you
prefer a kind and gentle person or someone who can stand up to an opponent? People high in agreeableness are
also less likely to engage in constructive and change-oriented communication.
Disagreeing with the status quo may create conflict, and agreeable people may avoid creating such conflict, missing
an opportunity for constructive change.
Neuroticism refers to the degree to which a person is anxious, irritable, temperamental, and moody. It is perhaps
the only Big Five dimension where scoring high is undesirable. Neurotic people have a tendency to have emotional
adjustment problems and habitually experience stress and depression. People very high in Neuroticism experience
a number of problems at work. For example, they have trouble forming and maintaining relationships and are less
likely to be someone people go to for advice and friendship.
They tend to be habitually unhappy in their jobs and report high intentions to leave, but they do not necessarily
actually leave their jobs.
Being high in Neuroticism seems to be harmful to one’s career, as these employees have lower levels of career
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5. success (measured with income and occupational status achieved in one’s career). Finally, if they achieve
managerial jobs, they tend to create an unfair climate at work.
In contrast, people who are low on Neuroticism—those who have a positive affective disposition—tend to
experience positive moods more often than negative moods. They tend to be more satisfied with their jobs and more
committed to their companies.
This is not surprising, as people who habitually see the glass as half full will notice the good things in their work
environment while those with the opposite character will find more things to complain about. Whether these people
are more successful in finding jobs and companies that will make them happy, build better relationships at work that
increase their satisfaction and commitment, or simply see their environment as more positive, it seems that low
Neuroticism is a strong advantage in the workplace.
BY BIZEDUCATOR
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