- Walden Sports is an outdoor equipment and clothing retailer that was founded 12 years ago and has since expanded its product line and acquired a travel agency. It employs 70 people across various departments.
- The company has experienced rapid growth in recent years through expanding online sales and acquiring a travel agency, but this growth has led to decreased employee productivity and morale issues that the CEO wants to address.
- The CEO has brought in a consultant to help identify the source of these issues and recommend solutions through conducting a job diagnostic survey of employees.
This document provides background information on the steel industry in India. It discusses how India is becoming the second largest steel producer in the world. The steel industry is crucial to India's economy and development. It accounts for a large portion of manufacturing. The document outlines how the industry has grown in recent decades due to liberalization policies and increasing domestic and global demand for steel. It also notes that the steel sector is anticipated to see $33 billion in new investments to expand capacity. The industry employs over 2 million people directly and indirectly.
This document provides a summary of research conducted on employee engagement at Big Bazaar. It defines employee engagement, discusses the differences between engaged, disengaged, and actively disengaged employees. Diagnostic tools for measuring engagement are identified, as well as factors that predict organizational success. The scope of study, research methodology, and conclusions of the research are summarized. Employee satisfaction versus engagement is explored, and engagement is found to positively correlate with business performance.
This document provides an introduction and overview of a study on job satisfaction at Muthoot Capital Services Limited. It discusses:
- The objectives of studying job satisfaction levels and identifying factors that influence satisfaction.
- The research methodology, which uses a survey method with a questionnaire to collect data from 110 employees across different departments.
- A literature review discussing previous research that job satisfaction impacts motivation, productivity, and business performance, and that controlling for variables like wages can provide better insights.
- An outline of the research problem being addressed, which is identifying areas of satisfaction that can be improved to reduce risks like absenteeism and turnover.
Chapters(1)A STUDY ON EMPLOYEE ENGAGEMENT IN FCI OEN CONNECTORS, MULAMTHURUTH...JINSE PARACKAL
This document discusses employee engagement and provides context around key concepts. Employee engagement refers to an employee's commitment and involvement in their organization and its values. Engaged employees are aware of the business context and work with colleagues to improve performance for the benefit of the organization. The document reviews literature around elements that contribute to engagement, such as meaningful work, clear direction, accountability, and interpersonal trust and cooperation. It also discusses tools for measuring engagement and how organizations can utilize engagement data for needs analysis, evaluation of interventions, climate surveys, and feedback to leaders and departments.
Employee Motivation 101: 5 HR Tips for ManagementKashish Trivedi
Employee motivation is a complex thing and something most HR professionals have struggled with at some point.
If you’re wondering how to increase employee satisfaction, productivity, and, in turn, business outcomes, you’re not alone.
Psychologists have long debated this topic, and their findings provide a gateway to effective employee management.
In this blog post, we’ll explore the psychology behind employee motivation and dive into the solutions that will make your employees thrive.
The document discusses conducting a survey of construction workers' motives. It begins by defining intrinsic and extrinsic motivation. It then outlines Maslow's hierarchy of needs theory and Herzberg's two-factor theory as approaches to understanding motivation. The document goes on to describe developing and administering a questionnaire to survey construction workers' motivations, analyzing the results using SPSS, and determining the survey had high reliability. Key findings were that timely salary payments, innovation, and promotions were the top motivators. The conclusions call for future studies with improved questionnaire design and larger samples.
The document discusses measuring employee engagement. It defines employee engagement as employees being fully involved in and enthusiastic about their work. Research shows that only 29% of US employees are engaged, while 54% are not engaged and 17% are disengaged. The document provides a basic engagement model and lists ways to measure engagement, such as through questionnaires. It includes a 12 question questionnaire to measure engagement on a scale of 1 to 5, with higher scores indicating better engagement.
This document provides background information on the steel industry in India. It discusses how India is becoming the second largest steel producer in the world. The steel industry is crucial to India's economy and development. It accounts for a large portion of manufacturing. The document outlines how the industry has grown in recent decades due to liberalization policies and increasing domestic and global demand for steel. It also notes that the steel sector is anticipated to see $33 billion in new investments to expand capacity. The industry employs over 2 million people directly and indirectly.
This document provides a summary of research conducted on employee engagement at Big Bazaar. It defines employee engagement, discusses the differences between engaged, disengaged, and actively disengaged employees. Diagnostic tools for measuring engagement are identified, as well as factors that predict organizational success. The scope of study, research methodology, and conclusions of the research are summarized. Employee satisfaction versus engagement is explored, and engagement is found to positively correlate with business performance.
This document provides an introduction and overview of a study on job satisfaction at Muthoot Capital Services Limited. It discusses:
- The objectives of studying job satisfaction levels and identifying factors that influence satisfaction.
- The research methodology, which uses a survey method with a questionnaire to collect data from 110 employees across different departments.
- A literature review discussing previous research that job satisfaction impacts motivation, productivity, and business performance, and that controlling for variables like wages can provide better insights.
- An outline of the research problem being addressed, which is identifying areas of satisfaction that can be improved to reduce risks like absenteeism and turnover.
Chapters(1)A STUDY ON EMPLOYEE ENGAGEMENT IN FCI OEN CONNECTORS, MULAMTHURUTH...JINSE PARACKAL
This document discusses employee engagement and provides context around key concepts. Employee engagement refers to an employee's commitment and involvement in their organization and its values. Engaged employees are aware of the business context and work with colleagues to improve performance for the benefit of the organization. The document reviews literature around elements that contribute to engagement, such as meaningful work, clear direction, accountability, and interpersonal trust and cooperation. It also discusses tools for measuring engagement and how organizations can utilize engagement data for needs analysis, evaluation of interventions, climate surveys, and feedback to leaders and departments.
Employee Motivation 101: 5 HR Tips for ManagementKashish Trivedi
Employee motivation is a complex thing and something most HR professionals have struggled with at some point.
If you’re wondering how to increase employee satisfaction, productivity, and, in turn, business outcomes, you’re not alone.
Psychologists have long debated this topic, and their findings provide a gateway to effective employee management.
In this blog post, we’ll explore the psychology behind employee motivation and dive into the solutions that will make your employees thrive.
The document discusses conducting a survey of construction workers' motives. It begins by defining intrinsic and extrinsic motivation. It then outlines Maslow's hierarchy of needs theory and Herzberg's two-factor theory as approaches to understanding motivation. The document goes on to describe developing and administering a questionnaire to survey construction workers' motivations, analyzing the results using SPSS, and determining the survey had high reliability. Key findings were that timely salary payments, innovation, and promotions were the top motivators. The conclusions call for future studies with improved questionnaire design and larger samples.
The document discusses measuring employee engagement. It defines employee engagement as employees being fully involved in and enthusiastic about their work. Research shows that only 29% of US employees are engaged, while 54% are not engaged and 17% are disengaged. The document provides a basic engagement model and lists ways to measure engagement, such as through questionnaires. It includes a 12 question questionnaire to measure engagement on a scale of 1 to 5, with higher scores indicating better engagement.
This document summarizes a study on the relationship between employee satisfaction with compensation and work motivation. The study examined how fixed pay, flexible pay, and benefits relate to compensation satisfaction and impact work motivation dimensions of effort and performance. The study found that satisfaction with compensation can be a factor in work motivation. However, flexible pay does not significantly motivate employees in the jobs studied, and benefits did not have a large impact on work motivation. The study used surveys and statistical analysis to examine these relationships between compensation satisfaction and work motivation.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Synopsis for employee satisfaction program with reference to Pescafresh VaishnaviDesai21
This document summarizes a study on employee satisfaction at Pescafresh Mumbai. The study was conducted by Vaishnavi Rahul Desai as part of her MBA degree. A questionnaire was distributed to 100 Pescafresh employees to understand their satisfaction levels. The findings showed that most employees were satisfied with factors like working conditions, management support, tools/equipment, and opportunities for growth. However, some issues with teamwork and valuing employee input were identified. Suggestions included improving employee-management relations, providing more growth opportunities, and taking more employee suggestions. Overall, the conclusion was that most Pescafresh employees were satisfied with their jobs.
A company is facing high attrition rate. The major concerns being motivation and attitude of the employees.
There might be no clear links between attitude and attrition, in this study we will try to assume some attitudes of employees that could lead to attrition in an organisation. And also discuss some motivational measures that could be used to reduce the attrition rate in the company.
The document discusses the glass industry and various applications of glass. It begins by defining glass and describing its common uses such as in windows, bottles, and eyewear. It then discusses technological applications of glass including uses in buildings, scientific instruments, and optical devices. Glass is widely used as a transparent building material in windows and partitions. Specialty glasses are used for applications requiring transparency in the UV range as well as for optical instruments. The document also briefly outlines the glass production process and some modern techniques like glass polymerization.
This document discusses employee engagement and provides strategies for improving engagement levels. It defines engaged employees and outlines a process for developing a baseline that includes measuring current engagement through surveys, setting clear objectives, and implementing methods like recognition programs, communication strategies, and tools like surveys and social networking to increase engagement. The goal is to move employees from disengaged or not engaged categories to fully engaged to improve business outcomes like productivity and retention.
ROLE OF MOTIVATION ON EMPLOYEE PERFORMANCE BY RESEARCH ANALYSISwaromar
This document discusses the role of motivation on employee performance. It finds that motivation is a major factor affecting performance levels, and that 73% of respondents agreed with this. While tools like responsibility, challenging work and good relationships motivate employees, the organization could improve by providing more fringe benefits, promotions, and a stronger sense of belonging. The research concludes there is a positive relationship between motivation and productivity, but the organization's specific motivation tools may not match what employees want. It recommends standardizing motivation policies, training, competitive salaries, and rewarding employees to improve performance.
This document discusses employee engagement in three paragraphs. It defines employee engagement as aligning job satisfaction and contribution. It notes that 34% of Indian employees are fully engaged, while 12% are disengaged. It outlines three aspects that influence engagement: individual psychology, employer conditions, and employee interactions.
Project on role of attitude in job satisfaction and job involvementVivek Tyagi
Job satisfaction is an important attitude that affects employee behavior and organizational performance. The document discusses key components of job attitudes like job involvement, organizational commitment, and job satisfaction. It defines these concepts and examines how they are formed from cognitive, affective, and behavioral components of attitudes. Determinants of job satisfaction are identified as both internal factors within the organization and external social and individual factors. Measures of job satisfaction include surveys and indexes to understand employee attitudes. High job satisfaction is found to positively impact performance, organizational citizenship behavior, customer satisfaction, and employee retention, while low job satisfaction can increase withdrawal behaviors and turnover.
Job satisfaction is important for both employees and organizations. It occurs when an individual's job fulfills their values and needs. Dissatisfaction can negatively impact mental health, physical health, employee turnover and absenteeism. Job satisfaction is influenced by both individual characteristics like age, education and gender as well as job characteristics. The study aims to analyze job satisfaction levels at an organization, identify causes of satisfaction and dissatisfaction, and suggest improvements. Primary data collection methods for the study include questionnaires, observation and experiments to understand employee satisfaction.
This document discusses job satisfaction, including that it is an individual's positive emotional response to their job that varies between people. It also discusses that organizations measure job satisfaction through employee feedback to understand it. The document notes that job satisfaction is influenced by personal, job-related, and management-controlled factors and relates to productivity, absenteeism, and turnover.
This document appears to be a student project report on employee engagement in strategic decision making. It includes sections like the executive summary, introduction, objectives, literature review, research methodology, analysis and findings. The introduction defines engagement as a two-way relationship between employees and employers where engaged employees understand the work and help the organization succeed. It also discusses how management behavior plays a key role in developing engagement. The next section looks at how the definition of engagement has evolved from focusing on tools to a heightened emotional connection between employees and their work. Several companies then define engagement in different ways.
The JD-R Model developed by Arnold Bakker and Evangelia Demerouti in 2006 categorizes working conditions into two categories: job demands and job resources. Job demands refer to stressors like workload, ambiguity, and relationships, while job resources like autonomy, relationships, and development help achieve goals and reduce stress. The model states that high demands and low resources lead to stress and burnout, while resources can offset demands and encourage motivation. To apply the model, managers should identify demands, address them, identify resources, and promote resources to lessen stress and increase engagement.
Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.
This document provides an overview of a project report on total quality management. It discusses key concepts like quality, total quality, total quality management, principles of TQM, factors that affect employee commitment, and the research methodology used in the study. The study aimed to measure the degree of TQM implementation in an organization and identify factors influencing employee commitment levels. A questionnaire was used to collect primary data from employees. The findings showed that most employees felt the organization was quality conscious but communication could be improved and rewards for good performance were lacking. Recommendations included improving communication, involvement of employees, and recognizing good performance.
How great leaders drive results through employee engagementPetra Smith
The document discusses how employee engagement is critical for business success. It summarizes research showing that companies with high employee engagement have lower costs, higher customer satisfaction, and increased profits compared to companies with disengaged workforces. The document asserts that employee engagement results from leaders who build a positive team climate, act in a trustworthy manner, and understand and respond to individual employee needs. It describes how leaders influence the workplace "climate" through their actions and how creating the right climate leads to engaged and motivated employees who boost business performance.
Public Writing EssayUsing the topic you selected in Week Three’s B.docxbfingarjcmc
Public Writing Essay
Using the topic you selected in Week Three’s Business Writing Essay assignment, construct an essay that discusses a public issue or concern. For this assignment choose one of the following:
Write an opinion/editorials article for your local newspaper
Write a speech that could be delivered in a public forum
The essay should use standard writing practices such as subheads, bullets, charts and figures.
The essay
Must be five to seven double-spaced pages in length (not including title and references pages) and formatted according to
APA
style as outlined in the Ashford Writing Center.
Must include a separate title page with the following:
Title of essay
Student’s name
Course name and number
Instructor’s name
Date submitted
Must use at least three appropriate sources for the intended public audience, including at least one government source, and one industry-specific source. These sources may or may not be the same as the sources you used to create your Annotated Bibliography for the Week Two assignment.
Must begin with an introductory paragraph that has a succinct thesis statement that clearly states why the issue identified should be considered a public concern.
Must contain at least three fully-developed body paragraphs must clearly support the thesis statement with relevant supporting points and critical thought.
Must end with a conclusion that restates the essay’s main points and reaffirms your thesis.
Must document all sources in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference page that is formatted according to APA style as outlined in the Ashford Writing Center.
Week Three’s Business Writing Essay assignment
Business Report: Poor Employee Performance
Employees form a very important part of the organization because they directly contribute towards the performance of the organization (Weightman, 2008). The employees of New World
Solution
s Ltd (NWSL) have been found to be performing poorly because they rarely meet the objectives that have set for them. For this reason, the company is facing problems in the market because its competitiveness is very low. It has been unable to meet its targets and this is having a negative impact on its general performance. Keeping in mind that the employees are the driving force of any organization, their poor performance implies that the organization cannot perform as expected. It is, therefore, necessary for corrective measures to be put in place to ensure that employees are able to perform as expected of them by the organization as well as other stakeholders.
The performance of employees is greatly affected by motivation and this implies that the organization should find out the different reasons as to why employees are not motivated and solve the
problem
. It is important for NWSL to take a look at the situation and reveal the different factors that are affecting the situation. This will reveal the problem and.
A good company gives an opportunity for employees to develop their creativity through new ideas of employees. Any opinions, thoughts or ideas are the results of ideas. There is a process of reflection on an opinion or an idea that emerged at the head of the employee. But not all employees who have a brilliant idea. There are some among them who are not motivated to have a good performance. Three factors influence the employee reputation. Performance, motivation, and job training are the essential things to do by the company to raise the reputation. Each employee level can be calculated by Profile Matching method. It produces the value of each employee or ranks them in ascending or descending order. The benefit to the company is they can promote the best employees in particular period.
Measurement is the first step that leads to control and eventually to improvement. If you cannot measure something, you cannot understand it. If you cannot understand it, you cannot control it. If you cannot control it, you cannot improve it.” ― H. James Harrington
Workplace surveys are one of the most common tools used to sense employee pulse and learn what is important to employees. They are generally used to measure satisfaction levels, concerns, and confidence at work. Surveys provide hidden insights on specific as well as broad issues that go unnoticed by the management.
However, conducting a survey is only the first step towards greater engagement. The biggest failure of a survey happens when a survey is conducted before any action is taken for the last survey conducted. Creating a plan to act on the results and implement changes that are visible to others is equally important.
Case Study 1 Applying Theory to PracticeSocial scientists hav.docxcowinhelen
Case Study 1: Applying Theory to Practice
Social scientists have proposed a number of theories to explain juvenile delinquency. Each has its own strengths and weaknesses. For this assignment, go to the following Website, located at http://listverse.com/2011/05/14/top-10-young-killers/ and select one of the juvenile case studies.
After reading the case, select one (1) of the psychological theories discussed in Chapter 4 of the text.
Write a two to three (2-3) page paper in which you:
1. Summarize three (3) key aspects of the juvenile case study that you selected.
2. Highlight at least three (3) factors that you believe are important for one to understand the origins of the juvenile’s delinquent behavior.
3. Apply at least two (2) concepts from the theory that you chose from the text that would help explain the juvenile’s behavior.
4. Identify one (1) appropriate strategy geared toward preventing delinquency that is consistent with the theory you chose.
5. Use at least three (3) quality references. Note: Wikipedia and other Websites do not qualify as academic resources.
Discussion-
"The Changing Family System"
Using what you’ve learned this week, respond to the following prompts in your post:
· Explain at least two (2) roles that different parenting styles play in shaping the overall behavior of children. Next, indicate the significant impacts that each role has in contributing to delinquent behavior among juveniles.
· Think about the following question: Should juvenile delinquents be removed from their home and parent(s) and placed in a foster home or group home if the child continues to commit criminal acts after repeated attempts at treatment and confinement? Based on this question, discuss your thoughts on this subject. Provide support for your response.
Discussion-
"Exploring Monopolies and Oligopolies"
Watch this video, Oligopolies and Monopolistic Competition, to help you prepare for this week’s discussion.
Reply to these prompts by using the company for which you currently work, a business with which your familiar, or a dream business you want to start:
· With your selected business in mind, determine if it is competitive, monopolistic competitive, an oligopoly, or pure monopoly. Explain how you drew your conclusion about its market structure.
· How does the business/firm in this industry determine the price it will charge for the products or services it sells?
Discussion-
"Considering Tradeoffs You Make Every Day"
Let's talk about two tradeoffs we face every day: how we spend our time and money.
We can only do two things with income: spend it or save it. Time is the ultimate resource. We can choose to spend time working to earn an income or we can do other things, broadly classified as leisure. Reply to these prompts to start your discussion:
· How does a change in interest rate affect your decision to spend or save? How would a change in the interest rate affect a firm's decision to invest or save?
· How might an increas.
Case Study - Option 3 BarbaraBarbara is a 22 year old woman who h.docxcowinhelen
Case Study - Option 3: Barbara
Barbara is a 22 year old woman who has recently graduated from college with a psychology degree. She is currently working as a waitress at a popular restaurant near campus, and says she has always planned to attend law school. Barbara was born in a New Orleans, Louisiana. Her mother is an African American who is an assistant manager at a grocery store. Her father is Caucasian and works at a department store. Barbara reports that she was a shy, unattractive child, but that in general her early childhood was "pretty happy." Barbara says that during elementary school, she was constantly harassed by classmates about being of mixed race. Still, she says that she felt very close to her family during this period. She now insists that "I am not black or white, I am me."
Barbara is sexually active and engages in sexual activity with different men at least 1 time a week. Barbara indicates that she does not need protection because she is on the pill. She says she is simply too young to settle down. During her junior year of high school, Barbara had her first serious boyfriend, Morris, who was a high school classmate. She describes the relationship as warm and supportive and they became sexually active during her senior year of high school. They broke up soon after the first sexual interaction. In college, Barbara has dated and she acknowledges some bisexual experimentation. Barbara says that she prefers heterosexual relationships, however.
Although Barbara appears to be a natural athlete, she leads a relatively sedentary lifestyle. She does not exercise regularly and indicates that it is just not enjoyable.
Barbara does not like her job at the restaurant, but seems unwilling to look for other employment. She says that she feels "very jittery" whenever she gets ready for work, and she uses any excuse to take days off. She also refuses to associate with fellow employees, and reports getting very anxious when she was given a surprise birthday party. Recently, she has lost interest in cleaning her house and seldom cooks for herself. She also attends less to her personal grooming.
Diagnosis – Social Anxiety Disorder/Minor Depression
DSM-5 – Diagnostic Criteria for Social Anxiety Disorder
1. Fear or anxiety specific to social settings, in which a person feels noticed, observed, or scrutinized.
2. Typically the individual will fear that they will display their anxiety and experience social rejection,
3. Social interaction will consistently provoke distress,
4. Social interactions are either avoided, or painfully and reluctantly endured,
5. The fear and anxiety will be grossly disproportionate to the actual situation,
6. The fear, anxiety or other distress around social situations will persist for six months or longer and
7. Cause personal distress and impairment of functioning in one or more domains, such as interpersonal or occupational functioning,
8. The fear or anxiety cannot be attributed to a medical disorder, s.
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This document summarizes a study on the relationship between employee satisfaction with compensation and work motivation. The study examined how fixed pay, flexible pay, and benefits relate to compensation satisfaction and impact work motivation dimensions of effort and performance. The study found that satisfaction with compensation can be a factor in work motivation. However, flexible pay does not significantly motivate employees in the jobs studied, and benefits did not have a large impact on work motivation. The study used surveys and statistical analysis to examine these relationships between compensation satisfaction and work motivation.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Synopsis for employee satisfaction program with reference to Pescafresh VaishnaviDesai21
This document summarizes a study on employee satisfaction at Pescafresh Mumbai. The study was conducted by Vaishnavi Rahul Desai as part of her MBA degree. A questionnaire was distributed to 100 Pescafresh employees to understand their satisfaction levels. The findings showed that most employees were satisfied with factors like working conditions, management support, tools/equipment, and opportunities for growth. However, some issues with teamwork and valuing employee input were identified. Suggestions included improving employee-management relations, providing more growth opportunities, and taking more employee suggestions. Overall, the conclusion was that most Pescafresh employees were satisfied with their jobs.
A company is facing high attrition rate. The major concerns being motivation and attitude of the employees.
There might be no clear links between attitude and attrition, in this study we will try to assume some attitudes of employees that could lead to attrition in an organisation. And also discuss some motivational measures that could be used to reduce the attrition rate in the company.
The document discusses the glass industry and various applications of glass. It begins by defining glass and describing its common uses such as in windows, bottles, and eyewear. It then discusses technological applications of glass including uses in buildings, scientific instruments, and optical devices. Glass is widely used as a transparent building material in windows and partitions. Specialty glasses are used for applications requiring transparency in the UV range as well as for optical instruments. The document also briefly outlines the glass production process and some modern techniques like glass polymerization.
This document discusses employee engagement and provides strategies for improving engagement levels. It defines engaged employees and outlines a process for developing a baseline that includes measuring current engagement through surveys, setting clear objectives, and implementing methods like recognition programs, communication strategies, and tools like surveys and social networking to increase engagement. The goal is to move employees from disengaged or not engaged categories to fully engaged to improve business outcomes like productivity and retention.
ROLE OF MOTIVATION ON EMPLOYEE PERFORMANCE BY RESEARCH ANALYSISwaromar
This document discusses the role of motivation on employee performance. It finds that motivation is a major factor affecting performance levels, and that 73% of respondents agreed with this. While tools like responsibility, challenging work and good relationships motivate employees, the organization could improve by providing more fringe benefits, promotions, and a stronger sense of belonging. The research concludes there is a positive relationship between motivation and productivity, but the organization's specific motivation tools may not match what employees want. It recommends standardizing motivation policies, training, competitive salaries, and rewarding employees to improve performance.
This document discusses employee engagement in three paragraphs. It defines employee engagement as aligning job satisfaction and contribution. It notes that 34% of Indian employees are fully engaged, while 12% are disengaged. It outlines three aspects that influence engagement: individual psychology, employer conditions, and employee interactions.
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Job satisfaction is an important attitude that affects employee behavior and organizational performance. The document discusses key components of job attitudes like job involvement, organizational commitment, and job satisfaction. It defines these concepts and examines how they are formed from cognitive, affective, and behavioral components of attitudes. Determinants of job satisfaction are identified as both internal factors within the organization and external social and individual factors. Measures of job satisfaction include surveys and indexes to understand employee attitudes. High job satisfaction is found to positively impact performance, organizational citizenship behavior, customer satisfaction, and employee retention, while low job satisfaction can increase withdrawal behaviors and turnover.
Job satisfaction is important for both employees and organizations. It occurs when an individual's job fulfills their values and needs. Dissatisfaction can negatively impact mental health, physical health, employee turnover and absenteeism. Job satisfaction is influenced by both individual characteristics like age, education and gender as well as job characteristics. The study aims to analyze job satisfaction levels at an organization, identify causes of satisfaction and dissatisfaction, and suggest improvements. Primary data collection methods for the study include questionnaires, observation and experiments to understand employee satisfaction.
This document discusses job satisfaction, including that it is an individual's positive emotional response to their job that varies between people. It also discusses that organizations measure job satisfaction through employee feedback to understand it. The document notes that job satisfaction is influenced by personal, job-related, and management-controlled factors and relates to productivity, absenteeism, and turnover.
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The JD-R Model developed by Arnold Bakker and Evangelia Demerouti in 2006 categorizes working conditions into two categories: job demands and job resources. Job demands refer to stressors like workload, ambiguity, and relationships, while job resources like autonomy, relationships, and development help achieve goals and reduce stress. The model states that high demands and low resources lead to stress and burnout, while resources can offset demands and encourage motivation. To apply the model, managers should identify demands, address them, identify resources, and promote resources to lessen stress and increase engagement.
Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.
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The document discusses how employee engagement is critical for business success. It summarizes research showing that companies with high employee engagement have lower costs, higher customer satisfaction, and increased profits compared to companies with disengaged workforces. The document asserts that employee engagement results from leaders who build a positive team climate, act in a trustworthy manner, and understand and respond to individual employee needs. It describes how leaders influence the workplace "climate" through their actions and how creating the right climate leads to engaged and motivated employees who boost business performance.
Public Writing EssayUsing the topic you selected in Week Three’s B.docxbfingarjcmc
Public Writing Essay
Using the topic you selected in Week Three’s Business Writing Essay assignment, construct an essay that discusses a public issue or concern. For this assignment choose one of the following:
Write an opinion/editorials article for your local newspaper
Write a speech that could be delivered in a public forum
The essay should use standard writing practices such as subheads, bullets, charts and figures.
The essay
Must be five to seven double-spaced pages in length (not including title and references pages) and formatted according to
APA
style as outlined in the Ashford Writing Center.
Must include a separate title page with the following:
Title of essay
Student’s name
Course name and number
Instructor’s name
Date submitted
Must use at least three appropriate sources for the intended public audience, including at least one government source, and one industry-specific source. These sources may or may not be the same as the sources you used to create your Annotated Bibliography for the Week Two assignment.
Must begin with an introductory paragraph that has a succinct thesis statement that clearly states why the issue identified should be considered a public concern.
Must contain at least three fully-developed body paragraphs must clearly support the thesis statement with relevant supporting points and critical thought.
Must end with a conclusion that restates the essay’s main points and reaffirms your thesis.
Must document all sources in APA style, as outlined in the Ashford Writing Center.
Must include a separate reference page that is formatted according to APA style as outlined in the Ashford Writing Center.
Week Three’s Business Writing Essay assignment
Business Report: Poor Employee Performance
Employees form a very important part of the organization because they directly contribute towards the performance of the organization (Weightman, 2008). The employees of New World
Solution
s Ltd (NWSL) have been found to be performing poorly because they rarely meet the objectives that have set for them. For this reason, the company is facing problems in the market because its competitiveness is very low. It has been unable to meet its targets and this is having a negative impact on its general performance. Keeping in mind that the employees are the driving force of any organization, their poor performance implies that the organization cannot perform as expected. It is, therefore, necessary for corrective measures to be put in place to ensure that employees are able to perform as expected of them by the organization as well as other stakeholders.
The performance of employees is greatly affected by motivation and this implies that the organization should find out the different reasons as to why employees are not motivated and solve the
problem
. It is important for NWSL to take a look at the situation and reveal the different factors that are affecting the situation. This will reveal the problem and.
A good company gives an opportunity for employees to develop their creativity through new ideas of employees. Any opinions, thoughts or ideas are the results of ideas. There is a process of reflection on an opinion or an idea that emerged at the head of the employee. But not all employees who have a brilliant idea. There are some among them who are not motivated to have a good performance. Three factors influence the employee reputation. Performance, motivation, and job training are the essential things to do by the company to raise the reputation. Each employee level can be calculated by Profile Matching method. It produces the value of each employee or ranks them in ascending or descending order. The benefit to the company is they can promote the best employees in particular period.
Measurement is the first step that leads to control and eventually to improvement. If you cannot measure something, you cannot understand it. If you cannot understand it, you cannot control it. If you cannot control it, you cannot improve it.” ― H. James Harrington
Workplace surveys are one of the most common tools used to sense employee pulse and learn what is important to employees. They are generally used to measure satisfaction levels, concerns, and confidence at work. Surveys provide hidden insights on specific as well as broad issues that go unnoticed by the management.
However, conducting a survey is only the first step towards greater engagement. The biggest failure of a survey happens when a survey is conducted before any action is taken for the last survey conducted. Creating a plan to act on the results and implement changes that are visible to others is equally important.
Similar to Running Head METHODS1METHODS2Walden S.docx (20)
Case Study 1 Applying Theory to PracticeSocial scientists hav.docxcowinhelen
Case Study 1: Applying Theory to Practice
Social scientists have proposed a number of theories to explain juvenile delinquency. Each has its own strengths and weaknesses. For this assignment, go to the following Website, located at http://listverse.com/2011/05/14/top-10-young-killers/ and select one of the juvenile case studies.
After reading the case, select one (1) of the psychological theories discussed in Chapter 4 of the text.
Write a two to three (2-3) page paper in which you:
1. Summarize three (3) key aspects of the juvenile case study that you selected.
2. Highlight at least three (3) factors that you believe are important for one to understand the origins of the juvenile’s delinquent behavior.
3. Apply at least two (2) concepts from the theory that you chose from the text that would help explain the juvenile’s behavior.
4. Identify one (1) appropriate strategy geared toward preventing delinquency that is consistent with the theory you chose.
5. Use at least three (3) quality references. Note: Wikipedia and other Websites do not qualify as academic resources.
Discussion-
"The Changing Family System"
Using what you’ve learned this week, respond to the following prompts in your post:
· Explain at least two (2) roles that different parenting styles play in shaping the overall behavior of children. Next, indicate the significant impacts that each role has in contributing to delinquent behavior among juveniles.
· Think about the following question: Should juvenile delinquents be removed from their home and parent(s) and placed in a foster home or group home if the child continues to commit criminal acts after repeated attempts at treatment and confinement? Based on this question, discuss your thoughts on this subject. Provide support for your response.
Discussion-
"Exploring Monopolies and Oligopolies"
Watch this video, Oligopolies and Monopolistic Competition, to help you prepare for this week’s discussion.
Reply to these prompts by using the company for which you currently work, a business with which your familiar, or a dream business you want to start:
· With your selected business in mind, determine if it is competitive, monopolistic competitive, an oligopoly, or pure monopoly. Explain how you drew your conclusion about its market structure.
· How does the business/firm in this industry determine the price it will charge for the products or services it sells?
Discussion-
"Considering Tradeoffs You Make Every Day"
Let's talk about two tradeoffs we face every day: how we spend our time and money.
We can only do two things with income: spend it or save it. Time is the ultimate resource. We can choose to spend time working to earn an income or we can do other things, broadly classified as leisure. Reply to these prompts to start your discussion:
· How does a change in interest rate affect your decision to spend or save? How would a change in the interest rate affect a firm's decision to invest or save?
· How might an increas.
Case Study - Option 3 BarbaraBarbara is a 22 year old woman who h.docxcowinhelen
Case Study - Option 3: Barbara
Barbara is a 22 year old woman who has recently graduated from college with a psychology degree. She is currently working as a waitress at a popular restaurant near campus, and says she has always planned to attend law school. Barbara was born in a New Orleans, Louisiana. Her mother is an African American who is an assistant manager at a grocery store. Her father is Caucasian and works at a department store. Barbara reports that she was a shy, unattractive child, but that in general her early childhood was "pretty happy." Barbara says that during elementary school, she was constantly harassed by classmates about being of mixed race. Still, she says that she felt very close to her family during this period. She now insists that "I am not black or white, I am me."
Barbara is sexually active and engages in sexual activity with different men at least 1 time a week. Barbara indicates that she does not need protection because she is on the pill. She says she is simply too young to settle down. During her junior year of high school, Barbara had her first serious boyfriend, Morris, who was a high school classmate. She describes the relationship as warm and supportive and they became sexually active during her senior year of high school. They broke up soon after the first sexual interaction. In college, Barbara has dated and she acknowledges some bisexual experimentation. Barbara says that she prefers heterosexual relationships, however.
Although Barbara appears to be a natural athlete, she leads a relatively sedentary lifestyle. She does not exercise regularly and indicates that it is just not enjoyable.
Barbara does not like her job at the restaurant, but seems unwilling to look for other employment. She says that she feels "very jittery" whenever she gets ready for work, and she uses any excuse to take days off. She also refuses to associate with fellow employees, and reports getting very anxious when she was given a surprise birthday party. Recently, she has lost interest in cleaning her house and seldom cooks for herself. She also attends less to her personal grooming.
Diagnosis – Social Anxiety Disorder/Minor Depression
DSM-5 – Diagnostic Criteria for Social Anxiety Disorder
1. Fear or anxiety specific to social settings, in which a person feels noticed, observed, or scrutinized.
2. Typically the individual will fear that they will display their anxiety and experience social rejection,
3. Social interaction will consistently provoke distress,
4. Social interactions are either avoided, or painfully and reluctantly endured,
5. The fear and anxiety will be grossly disproportionate to the actual situation,
6. The fear, anxiety or other distress around social situations will persist for six months or longer and
7. Cause personal distress and impairment of functioning in one or more domains, such as interpersonal or occupational functioning,
8. The fear or anxiety cannot be attributed to a medical disorder, s.
Case Study - Cyberterrorism—A New RealityWhen hackers claiming .docxcowinhelen
Case Study - Cyberterrorism—A New Reality:
When hackers claiming to support the Syrian regime of Bashar Al-Assad attacked and disabled the website of Al Jazeera, the Qatar-based satellite news channel, in September 2012, the act was another act of hacktivism, purporting to promote a specific political agenda over another. Hacktivism has become a very visible form of expressing dissent. Even though there have been numerous incidents reported by the media, the first case of hacktivism was documented in 1989 when a member of the Cult of the Dead Cow hacker collective named Omega coined the term in 1996. However, hacktivism is not the only form of cyber protest and conflict that has everyone from ICT professionals to governments scrambling for solutions. Individuals, enterprises, and governments alike rely in many instances almost completely on network computing technologies, including cloud computing. The international and ever-evolving nature of the Internet along with inadequate law enforcement and the anonymity the global architecture offers creates opportunities for hackers to attack vulnerable nodes for personal, financial, or political gain.
The Internet is also rapidly becoming the political and advocacy platform of choice, bringing with it both positive and negative consequences. Increasingly sophisticated off-the-shelf technologies and easy access to the Internet are significantly increasing incidents of cyberterrorism, netwars, and cyberwarfare. The following are a few examples.
• According to The Israel Electric Company, Israel is attacked 1,000 times a minute by cyberterrorists targeting the country’s infrastructure—water, electricity, communications, and other services.• The New York Times, quoting military officials, said there was a seventeen-fold increase in cyberattacks targeting the US critical infrastructure between 2009 and 2011.• The 2010 Data Breach Investigations Report has data recording more than 900 instances of computer hacking and other data breaches in the past seven years, resulting in some 900 million compromised records. In 2012, the same study listed 855 breaches, resulting in 174 million compromised records in 2011 alone, up from 4 million in 2010.• Another study of 49 breaches in 2011 reported that the average organizational cost of a data breach (including detection, internal response, notification, post notification cost) was $5.5 million. This number was down from $7.2 million in 2010.14 The Telegraph (London) reported that “India blamed a new ‘cyber-jihad’ by Pakistani militant groups for the exodus of thousands of people from India’s north-eastern minorities from its main southern cities in August after text messages warning them to flee went viral.”
There have been recorded instances of nations allegedly engaging in cyberwarfare. The Center for the Study of Technology and Society has identified five methods by which cyberwarfare can be used as a means of military action. These include defacing or di.
Case Study - APA paper with min 4 page content Review the Blai.docxcowinhelen
Case Study - APA paper with min 4 page content
Review the
Blaine
case on the capital structure by understanding the case well enough to help the CEO make informed analysis and decisions on the issues listed in the second paragraph.
I want you to, of course, show me that you understand the situation but then to add the
.
Case Study - Global Mobile Corporation Damn it, .docxcowinhelen
Case Study - Global Mobile Corporation
“Damn it, he's done it again!”
Charlie Newburg had to get up and walk around his office, he was so frustrated. He had been
reviewing the most recent design, parts, and assembly specifications for Global Mobile's latest
smart phone (code named: Nonphixhun) that had been released for production the previous
Thursday. The files had just come back to Charlie's engineering services department with a
caustic note that began, “This one can't be produced, either…” It was the fourth time production
had returned the design.
Newburg, director of engineering for the Global Mobile Corporation, was normally a quiet
person. But the Nonphixhun project was stretching his patience; it was beginning to appear like
several other new products that had hit delays and problems in the transition from design to
production during the eight months Charlie had worked for Global Mobile. These problems were
nothing new at Global Mobile's Asian factory; Charlie's predecessor in the engineering job had
run afoul of them, too, and had finally been fired for protesting too vehemently about the other
departments. But the Nonphixhun phone should have been different. Charlie and the firm's
president, Hannah Hoover, had video-conferenced two months earlier (on July 3, 2006) with the
factory superintendent, Tyson Wang, to smooth the way for the new phone's design. He thought
back to the meeting …
• “Now, we all know there's a tight deadline on the Nonphixhun,” Hannah Hoover said, “and
Charlie's done well to ask us to talk about its introduction. I'm counting on both of you to find
any snags in the system, and to work together to get that first production run out by October
2. Can you do it?” “We can do it in production if we get a clean design two weeks from
now, as scheduled,” answered Tyson Wang, the factory manager. “Charlie and I have already
talked about that, of course. I've spoken with our circuit board and other parts suppliers and
scheduled assembly capacity, and we'll be ready. If the design goes over schedule, though, I'll
have to fill in with other runs, and it will cost us a bundle to break in for the Nonphixhun.
How does it look in engineering, Charlie?” “I've just reviewed the design for the second
time,” Charlie replied. “If Marianne Price can keep the salespeople out of our hair, and avoid
any more last minute changes, we've got a shot. I've pulled my technical support people off of
three other overdue jobs to get this one out. But, Tyson, that means we can't spring engineers
loose to confer with your production people on other manufacturing problems.” “Well
Charlie, most of those problems are caused by the engineers, and we need them to resolve the
difficulties. We've all agreed that production problems come from both of us bowing to sales
pressure, and putting equipment into production before the designs are really ready. That's
just wh.
Case Study #3Apple Suppliers & Labor PracticesWith its h.docxcowinhelen
Case Study #3
Apple Suppliers & Labor Practices
With its highly coveted line of consumer electronics, Apple has a cult following among loyal consumers. During the 2014 holiday season, 74.5 million iPhones were sold. Demand like this meant that Apple was in line to make over $52 billion in profits in 2015, the largest annual profit ever generated from a company’s operations. Despite its consistent financial performance year over year, Apple’s robust profit margin hides a more complicated set of business ethics. Similar to many products sold in the U.S., Apple does not manufacture most its goods domestically. Most of the component sourcing and factory production is done overseas in conditions that critics have argued are dangerous to workers and harmful to the environment.
For example, tin is a major component in Apple’s products and much of it is sourced in Indonesia. Although there are mines that source tin ethically, there are also many that do not. One study found workers—many of them children—working in unsafe conditions, digging tin out by hand in mines prone to landslides that could bury workers alive. About 70% of the tin used in electronic devices such as smartphones and tablets comes from these more dangerous, small-scale mines. An investigation by the BBC revealed how perilous these working conditions can be. In interviews with miners, a 12-yearold working at the bottom of a 70-foot cliff of sand said: “I worry about landslides. The earth slipping from up there to the bottom. It could happen.”
Apple defends its practices by saying it only has so much control over monitoring and regulating its component sources. The company justifies its sourcing practices by saying that it is a complex process, with tens of thousands of miners selling tin, many of them through middle-men. In a statement to the BBC, Apple said “the simplest course of action would be for Apple to unilaterally refuse any tin from Indonesian mines. That would be easy for us to do and would certainly shield us from criticism. But that would also be the lazy and cowardly path, since it would do nothing to improve the situation. We have chosen to stay engaged and attempt to drive changes on the ground.”
In an effort for greater transparency, Apple has released annual reports detailing their work with suppliers and labor practices. While more recent investigations have shown some improvements to suppliers’ working conditions, Apple continues to face criticism as consumer demand for iPhones and other products continues to grow.
Essay directions –
Students will have to identify and analyze the above ethical dilemma. Write a 750 – 1000 word, double-spaced paper, and APA style.
Students are expected to identify the key stakeholders, discussion of the implications of the ethical dilemma, and answer the case study questions. Each paper should have the following sections: • Introduction of the case• The ethical dilemma • Stakeholders • Questions • Conclusions • References .
CASE STUDY (Individual) Scotland In terms of its physical l.docxcowinhelen
CASE STUDY (Individual): Scotland
* In terms of its physical landscape, where is the region that is experiencing a devolutionary process located and what type of climate is prevalent? (use Figure 2.5 and 2.4 of the textbook).
* According to the sources you have consulted, do these physical/natural characteristics have played any role in the historical background for this devolutionary process? How?
* How do the people that inhabit the region you are studying speak about their relationship to the land and the environment? Do they express any ideas on biodiversity conservation?
* Do they say anything about their homeland? If the region you are studying has a website (official or not), what role do maps play on their web site/s?
* Is this region located close to or far from the center of power of the country (the national capital city)?
* Does this condition have any impact on the reasons why they would like to gain at-least more autonomy to make their own decisions?
* According to the source/s you have consulted, what are the main reason/s why this population would like to break-up from the country in which they live in?
Do this/these source/s mention any explanation/s based on cultural or ethnic characteristics? For example, speaking a different language? Which one? Professing a different religion? Which one? Economic disparities
.
Case Study #2 T.D. enjoys caring for the children and young peop.docxcowinhelen
Case Study #2
T.D. enjoys caring for the children and young people in the schools where she works, but sometimes she is faced with tough situations such as suspected child abuse and neglect, teen pregnancy, and alcohol and drug use among teenagers. She works hard to ensure that the children in her schools receive the best care possible.
Question:
Several third graders reports having received no breakfast at home for more than a week. T.D. is exercising Advocacy for the students under her care. What type of actions she might be doing to exercise advocacy for the students?
Discuss this:
Moral distress is a frequent situation where health care providers should face. Please define and discuss a personal experience where you have faced Moral distress in your practice.
Discuss how health promotion relates to morality.
Discuss your insights about your own communication strengths and weaknesses. Identify situations in which it may be difficult for you to establish or terminate a therapeutic relationship.
*
formatted and cited in current APA style with support from at least 2 academic sources.
.
CASE STUDY #2 Chief Complaint I have pain in my belly”.docxcowinhelen
CASE STUDY #2
Chief Complaint:
“I have pain in my belly”
History of Present Illness (HPI):
A 25-year-old female presents to the emergency room (ER) with complaints of severe abdominal pain for 2 weeks . The pain is sharp and crampy It hurts if I run, sit down hard, or if I have sex
PMH:
Patient denies
Drug Hx:
Birth control
Allergies:
NKA
Subjective:
Nausea and vomiting, Last menstrual period 5 days ago, New sexual partner about 2 months ago, No condoms, he hates them No pain, blood or difficulty with urination
Objective Data:
PE:
B/P 138/90; temperature 99°F; (RR) 20; (HR) 110, regular; oxygen saturation (PO2) 96%; pain 5/10
General:
acute distress and severe pain
HEENT:
Atraumatic, normocephalic, PERRLA, EOMI, conjunctiva and sclera clear; nares patent, nasopharynx clear, good dentition. Piercing in her right nostril and lower lip.
Lungs:
CTA AP&L
Card:
S1S2 without rub or gallop
Abd:
INSPECTION: no masses or thrills noted; no discoloration and skin is warm to; no tattoos or piercings; abdomen is nondistended and round
• AUSCULTATION: bowel sounds (BS) are normal in all four quadrants, no bruits noted
• PALPATION: on palpation, abdomen is tender to touch in four quadrants; tenderness noted on light palpation, deep palpation reveals no masses, spleen and liver unremarkable
• PERCUSSION: tympany heard in all quadrants, no dullness noted in abdominal area
GU:
• EXTERNAL: mature hair distribution; no external lesions on labia
• INTROITUS: slight green-gray discharge, no lesions
• VAGINAL: normal rugae; moderate amount of green discharge on vaginal walls
• CERVIX: nulliparous os with small amount of purulent discharge from os with positive cervical motion tenderness (CMT)
• UTERUS: ante-flexed, normal size, shape, and position
• ADNEXA: bilateral tenderness with fullness; both ovaries without masses
• RECTAL: deferred
• VAGINAL DISCHARGE: green in color
Ext:
no cyanosis, clubbing or edema
Integument:
intact without lesions masses or rashes
Neuro:
No obvious deficits and CN grossly intact II-XII
Then answer the following questions:
What other subjective data would you obtain?
What other objective findings would you look for?
What diagnostic exams do you want to order?
Name 3 differential diagnoses based on this patient presenting symptoms?
Give rationales for your each differential diagnosis.
-
Your initial post should be at least 500 words, formatted and cited in current APA style with support from at least 2 academic sources.
.
Case Study #1Jennifer is a 29-year-old administrative assistan.docxcowinhelen
Case Study #1
Jennifer is a 29-year-old administrative assistant married to Antonio, an Italian engineer, whom Jennifer met four years earlier while on a business trip for her marketing company. The couple now lives in Nebraska, where Antonio works for the county's transportation department and Jennifer commutes an hour each way to her marketing office. They have been trying to start a family for over a year. Eight months ago, Jennifer miscarried in her second month of pregnancy. Antonio's parents love Jennifer and often ask her if she is expecting again, hoping to encourage her to focus on her next baby. Jennifer's mother passed away two years ago and her father's health is rapidly deteriorating. Jennifer faces the probability of placing her father in a skilled nursing care facility within the next few months, against his wishes.
At work, Jennifer runs a tight ship. She is organized and prepares lists to assure that everything is done according to schedule. Everyone counts on Jennifer and she takes pride in never letting people down.
Jennifer has visited her physician numerous times in the last six months, complaining of headaches, backaches, and indigestion. Jennifer insists that she is happy and is not feeling stressed, yet she finds herself making more mistakes at work, unable to keep up with housework, and feeling tired and overwhelmed; she has begun to question her effectiveness as an employee, wife, daughter, and potential mother. Her pains seem to be increasing, but her doctor cannot find a physical cause for her discomfort.
Case Study #2
Michael is a 40-year-old airline pilot who has recently begun to experience chest pains. The chest pains began when Michael signed his final divorce papers, ending his 15-year marriage. He fought for joint custody of his two children, ages 12 and 10, but although he wants to be with them more frequently, he only sees them every two weeks. This schedule is, in great part, a result of his employer's announcement that budget constraints would result in layoffs. Michael worries that without his job he will be unable to support his children and lose the new townhouse that he purchased. Michael's chest pains are becoming more frequent and he fears that he may be dying.
Review case studies 1 and 2.
Choose one case study.
Complete the following questions in 150 to 200 words each. Be as detailed as possible and use the information you have learned throughout this course.
• What are the causes of stress in Michael’s or Jennifer’s life? How is stress affecting Michael’s or Jennifer’s health?
• How are these stressors affecting Michael’s or Jennifer’s self-concept and self-esteem?
• How might Michael’s or Jennifer’s situation illustrate adjustment? How might this situation become an opportunity for personal growth?
• What defensive coping methods is Michael or Jennifer using? What active coping methods might be healthier for Michael or Jennifer to use? Explain why you would recom.
Case Study # 2 –Danny’s Unhappy DutyEmployee ProfilesCaro.docxcowinhelen
Case Study # 2 –Danny’s Unhappy Duty
Employee Profiles
:
Carol Brown, Danny Winthrop, Thomas Fletcher
Carol, the Department Secretary for Purchasing and General Stores, has been
working at St. Louis Memorial Hospital for sixteen years, four of which have
been for the present Manager, Dan Winthrop. Carol likes her Boss, who gives
his employees more leeway than most. Carol’s main interests are her work and
her home—traits also typical of the other people who work in the Department.
Carol feels she is part of a close, cooperative group of employees.
Dan, or Danny, as he likes to be called, arrived at St. Louis Memorial four years
ago as a replacement for a Department manager who had been at the Hospital
for a number of years. Danny’s predecessor, Bill Taylor, was very strict in
everything from insisting that employees take exactly one-half hour for lunch
breaks to not having a coffee pot in the Department. When Danny came on
board as a Department Manager, his management style was much less strict.
The result was that Danny’s employees were much happier, and began to meet
and exceed expectations in getting their work done. St. Louis Memorial’s
previous CEO was a good friend and frequently complimented Danny on his
efficient and effective staff. Now a new CEO, Thomas Fletcher, has been hired
by the Hospital’s Board of Directors. Things are about to change.
Thomas Fletcher, new CEO and a recent graduate from a superior school of
hospital management, has always believed in “doing things by the book”.
Thomas originally had wanted to become a doctor, but decided two years into
the process that it was going to take him too long, and that he would be better
off becoming an administrator. He likes the idea of being an administrator,
and wants to be a good one. He has decided to start out his career at St. Louis
Memorial, of the smaller hospitals in the St. Louis area, but hopes to progress to a
a much larger facility in about four years, once he develops a track record at
St. Louis Memorial.
The Challenge: Communication, Criticism and Discipline, Leadership, Motivation,
Rules and Policies
Danny knows his employees quite well. They are generally a happy, cohesive, and cooperative group. They joke around a lot among themselves, but get the work done more than satisfactorily. All of them seem to give a
gr.
Case Study – Multicultural ParadeRead the Case below, and answe.docxcowinhelen
This document provides a case study about a school's multicultural day celebration that resulted in confusion and exclusion. The school encouraged students to participate in a culture parade by wearing clothing representing their ethnic heritage. However, when two students - an African American girl and a white girl - brought everyday clothing, they were not allowed to participate. The teacher was worried others would be confused by their inclusion or that the girls would be ridiculed for misunderstanding the instructions. This highlighted differences between concepts like culture, ethnicity, and nationality.
Case Study THE INVISIBLE SPONSOR1BackgroundSome execut.docxcowinhelen
Case Study : THE INVISIBLE SPONSOR1
Background
Some executives prefer to micromanage projects whereas other executives
are fearful of making a decision because, if they were to make the wrong
decision, it could impact their career. In this case study, the president of the company assigned one of the vice presidents to act as the project sponsor on a project designed to build tooling for a client. The sponsor, however, was reluctant to make any decisions.
Assigning the VP
Moreland Company was well-respected as a tooling design-and-build
company. Moreland was project-driven because all of its income came
from projects. Moreland was also reasonably mature in project management.
When the previous VP for engineering retired, Moreland hired an executive from a manufacturing company to replace him. The new VP for engineering, Al Zink, had excellent engineering knowledge about tooling but had worked for companies that were not project-driven. Al had very little knowledge about project management and had never functioned as a project sponsor. Because of Al’s lack of experience as a sponsor, the president decided that Al should “get his feet wet” as quickly as possible and assigned him as the project sponsor on a mediumsized project. The project manager on this project was Fred Cutler. Fred was an engineer with more than twenty years of experience in tooling design and manufacturing. Fred reported directly to Al Zink administratively.
Fred's Dilemma
Fred understood the situation; he would have to train Al Zink on how to
function as a project sponsor. This was a new experience for Fred because subordinates usually do not train senior personnel on how to do their job. Would Al Zink be receptive?
Fred explained the role of the sponsor and how there are certain project documents that require the signatures of both the project manager and the project sponsor. Everything seemed to be going well until Fred informed Al that the project sponsor is the person that the president eventually holds accountable for the success or failure of the project. Fred could tell that Al was
quite upset over this statement.
Al realized that the failure of a project where he was the sponsor could damage his reputation and career. Al was now uncomfortable about having to act as a sponsor but knew that he might eventually be assigned as a sponsor on other projects. Al also knew that this project was somewhat of a high risk. If Al could function as an invisible sponsor, he could avoid making any critical decisions.
In the first meeting between Fred and Al where Al was the sponsor, Al asked Fred for a copy of the schedule for the project. Fred responded: I’m working on the schedule right now. I cannot finish the schedule until you tell me whether you want me to lay out the schedule based upon best time, least cost, or least risk.
Al stated that he would think about it and get back to Fred as soon as possible.
During the middle of the next week, Fred and Al m.
CASE STUDY Experiential training encourages changes in work beha.docxcowinhelen
CASE STUDY: Experiential training encourages changes in work behavior and growth in one’s abilities, which is accomplished through a multitude of methods. Experiential training has proven to be cost-effective while motivating employees as well as improving self-awareness, personal accountability, teamwork skills, and communication skills (Ritchie, 2011). Additionally, the training methods provide trainees with direct experience, the opportunity to reflect on that experience, and share models to help trainees to deduce using both present and past experience, while accommodating learning styles and strengths (Ritchie, 2011). Valkanos and Fragoulis identify several reasons why experiential training provides value:
1. Ongoing advances in technology requiring changes in knowledge, skills, and abilities
2. Divergence between theory and practice
3. Mergers and acquisitions of enterprises which tend to bring new jobs, organizational culture, and work content
4. Constant environment of change, from working conditions to processes and procedures relating to organizational issues, quality, and new products or services, and requiring new competencies, duties, or work content (Valkanos & Fragoulis, 2007, p. 22).
Method
Description
On-the-job Training
Receives instructions on the functions of their job in their assigned workplace.
Simulators
Teaches employees on how to operate equipment in a given context
Role Playing
Developing interpersonal and business skills, such as decision-making, communication, conflict resolution, and solving complex problems.
Case Study
Develops critical thinking skills to include analytical, higher-level skills, and exploring and resolving complex problems.
Games
Develops general business and organizational principles addressing application in a variety of situations.
Behavior Modeling
Used when learning goals are a rule and inflexible procedures. Provides skills and practice to modify and model behavior.
In-basket Techniques
A variety of items placed in an envelope that reflects what might be found in an inbox. This activity is used to assist trainees in developing and applying their strategic and operational skills.
(Blanchard & Thacker, 2013, pp. 222-223)
References:
· Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed.). Upper Saddle River, NJ: Pearson Education, Inc.
· Valkanos, E., & Fragoulis, I. (2007). Experiential learning – its place in in‐house education and training. Development and Learning in Organizations: An International Journal, 21(5), 21-23. doi:10.1108/14777280710779454
Discussion Question--Choose one perspective in which to respond.
Non-HR Perspective: Your department is not meeting performance expectations. What steps do you take to resolve the issue? Is training a possible solution; if so, which of the above training methods would be the most effective in addressing the issue? Would you, at any point, involve HR--if so, at what point and why?.
Case Study Hereditary AngioedemaAll responses must be in your .docxcowinhelen
Case Study: Hereditary Angioedema
All responses must be in your own words. Answers that have been copied and pasted will not receive credit.
1. Translate “angioedema”. [Note: I am not looking for a description of the disorder. Rather, I would like you to translate the medical term itself.]
2. The complement system is described as a ‘cascade system’. How does the system fit into this description of being a cascade? [Suggestion: Google the definition of cascade, then think about the complement system in light of the definition]
3. Is complement involved in the innate, or the adaptive immune system, or both? Please explain you answer.
4. What role does C1INH play in the complement system? Why is it so important?
5. What was the physiologic cause of Richard’s abdominal pain?
6. How can one distinguish the swelling of HAE from the swelling of allergic angioedema?
7. What is bradykinin’s role in HA?
8. Do you think Richard’s infancy colic was related to his HA? No need to research this. Just use your intuition. Explain your thinking.
9. What is typically used to treat attacks of HAE?
10. Swelling in the extremities is not dangerous. What other areas of the body are subject to swelling? What is the most dangerous location for swelling to occur and why is it the most dangerous?
2018
BUS 308 Week 2 Lecture 1
Examining Differences - overview
Expected Outcomes
After reading this lecture, the student should be familiar with:
1. The importance of random sampling.
2. The meaning of statistical significance.
3. The basic approach to determining statistical significance.
4. The meaning of the null and alternate hypothesis statements.
5. The hypothesis testing process.
6. The purpose of the F-test and the T-test.
Overview
Last week we collected clues and evidence to help us answer our case question about
males and females getting equal pay for equal work. As we looked at the clues presented by the
salary and comp-ratio measures of pay, things got a bit confusing with results that did not see to
be consistent. We found, among other things, that the male and female compa-ratios were fairly
close together with the female mean being slightly larger. The salary analysis showed a different
view; here we noticed that the averages were apparently quite different with the males, on
average, earning more. Contradictory findings such as this are not all that uncommon when
examining data in the “real world.”
One issue that we could not fully address last week was how meaningful were the
differences? That is, would a different sample have results that might be completely different, or
can we be fairly sure that the observed differences are real and show up in the population as
well? This issue, often referred to as sampling error, deals with the fact that random samples
taken from a population will generally be a bit different than the actual population parameters,
but will be “close” enough to the actual.
case studieson Gentrification and Displacement in the Sa.docxcowinhelen
case studies
on Gentrification and Displacement
in the San Francisco Bay Area
Authors:
Miriam Zuk and Karen Chapple
Chapter 3: Nicole Montojo
Chapter 4: Sydney Cespedes, Mitchell Crispell, Christina Blackston, Jonathan Plowman, and
Edward Graves
Chapter 5: Logan Rockefeller Harris, Mitchell Crispell, Fern Uennatornwaranggoon, and Hannah Clark
Chapter 6: Nicole Montojo and Beki McElvain
Chapter 7: Celina Chan, Viviana Lopez, Sydney Céspedes, and Nicole Montojo
Chapter 8: Alexander Kowalski, Julia Ehrman, Mitchell Crispell and Fern Uennatornwaranggoon
Chapter 9: Mitchell Crispell
Chapter 10: Logan Rockefeller Harris and Sydney Cespedes
Chapter 11: Mitchell Crispell
Partner Organizations:
Causa Justa :: Just Cause, Chinatown Community Development Center, Marin Grassroots, Monument
Impact, People Organizing to Demand Environmental & Economic Rights (PODER), San Francisco
Organizing Project / Peninsula Interfaith Action , Working Partnerships USA
Acknowledgements:
Research support was provided by Maura Baldiga, Julian Collins, Mitchell Crispell, Julia Ehrman, Alex
Kowalski, Jenn Liu, Beki McElvain, Carlos Recarte, Maira Sanchez, Mar Velez, David Von Stroh, and
Teo Wickland. Report layout and design was done by Somaya Abdelgany.
Additional advisory support was provided by Carlos Romero. This case study was funded in part by
the Regional Prosperity Plan1 of the Metropolitan Transportation Commission as part of the “Regional
Early Warning System for Displacement” project and from the California Air Resources Board2 as part
of the project “Developing a New Methodology for Analyzing Potential Displacement.”
The Center for Community Innovation (CCI) at UC-Berkeley nurtures effective solutions that expand
economic opportunity, diversify housing options, and strengthen connection to place. The Center
builds the capacity of nonprofits and government by convening practitioner leaders, providing techni-
cal assistance and student interns, interpreting academic research, and developing new research out
of practitioner needs.
communityinnovation.berkeley.edu
July 2015
Cover Photographs: Robert Campbell, Ricardo Sanchez, David Monniaux, sanmateorealestateonline.com/Redwood-City, marinretail-
buzz.blogspot.com, trulia.com/homes/California/Oakland , bloomingrock.com, sharks.nhl.com/club/gallery, panoramio.com
1 The work that provided the basis for this publication was supported by funding under an award with the U.S. Department of Hous-
ing and Urban Development. The substance and findings of the work are dedicated to the public. The author and publisher are solely
responsible for the accuracy of the statements and interpretations contained in this publication. Such interpretations do not neces-
sarily reflect the views of the Government.
2 The statements and conclusions in this report are those of the authors and not necessarily those of the California Air Resources
Board. The mention of commercial products, their source, or their u.
Case Studt on KFC Introduction1) Identify the type of .docxcowinhelen
Case Studt on KFC
Introduction
1) Identify the type of business organization and strategies
2) Key players
Body
1. Opportunities
2. Threats
Closing/Conclusion
1. Make recommendations
2. Offer a plan for implementation
.
Case Study Crocs Revolutionizing an Industry’s Supply Chain .docxcowinhelen
Case Study Crocs: Revolutionizing an Industry’s Supply Chain Model for
Competitive Advantage
If the products sell extremely well, we will
build more in season, and will be back on the
shelves in a few weeks. And we’ll build even
more, and even more, and even more, in that
same season. We’re not going to wait with a
hot new product until next year, when hope-
fully the same trend is alive.
—Ronald Snyder, CEO of Crocs, Inc.1
On May 3, 2007, Crocs, Inc. released its results for the
first quarter of the year. The footwear company,
which had sold its first shoes in 2003, reported reve-
nues of $142 million for the quarter, more than three
times its sales for the first quarter of 2006. Net in-
come, at $0.61 per share was more than 17 percent
of sales, nearly four times higher than the previous
year.2 These results far exceeded market expecta-
tions, which had been for earnings of $0.49 per share
on $114 million of revenue.3 As part of the earnings
release, the company announced a two-for-one stock
split. Immediately after the announcement, the stock
price jumped 15 percent.
The growth and profitability of Crocs, which made
funky, brightly colored shoes using an extremely com-
fortable plastic material, had been astounding. Much
of this growth had been made possible by a highly
flexible supply chain which enabled the company to
build additional product to fulfill new orders quickly
within the selling season, allowing it to respond to un-
expectedly high demand—a capability that was previ-
ously unheard of in the footwear industry. This ability
to fulfill the needs of retailers also made the company
a very popular supplier to shoe sellers.
This success also raised questions about how
the company should grow in the future. Should it
vertically integrate or grow through product line
extension? Should it grow organically or through ac-
quisition? Would potential growth paths exploit
Crocs’ core competencies or defocus them?
CROCS, INC.
In 2002, three friends from Boulder, Colorado went
sailing in the Caribbean. One brought a pair of foam
clog shoes that he had bought from a company in
Canada. The clogs were made from a special mate-
rial that did not slip on wet boat decks, was easy
to wash, prevented odor, and was extremely com-
fortable. The three, Lyndon “Duke” Hanson, Scott
Seamans, and George Boedecker, decided to start a
business selling these Canadian shoes to sailing en-
thusiasts out of a leased warehouse in Florida, as
Hanson said, “so we could work when we went on
sailing trips there.”4 The founders wanted to name
the shoes something that captured the amphibious
nature of the product. Since “Alligator” had already
been taken, they chose to name the shoes “Crocs.”
The shoes were an immediate success, and word
of mouth expanded the customer base to a wide
range of people who spent much of their days stand-
ing, such as doctors and gardeners. In October 2003,
as the business began to grow, th.
Case Studies Student must complete 5 case studies as instructed.docxcowinhelen
Case Studies: Student must
complete 5 case studies
as instructed by course
materials. Fill out form below for 5 different people (imaginary is okay).
Master Herbalist Questionnaire
Date: _____________________
Name: _________________________________ Age: ______ Birth date:_____________
Address: ________________________________________________________________
Home Phone: _________________________ Work Phone:________________________
Height: _________ Weight: _________ 1 year ago:__________ 5 years ago:_________
Occupation: _______________________________________ Full Time Part Time
Living situation: Alone Friends Partner Spouse Parents Children Pets
What are your major health concerns and intentions for your visit today?
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
Please list any other health care providers or consultants you are currently working with:
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
Please list any current health conditions diagnosed by a medical doctor:
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
Please use this form
as a source of
reference when
conducting your
Case-Studies.
Treat this part as information only as you are not to treat or prescribe treatment for any specific diseases
It is important to know if the client is receiving treatment from other practitioners and what these entail
Since legally you are not allowed to diagnose disease, it is helpful to get one from an MD
When was your last physical exam?
________________________________________________________________________
Please list all herbs, vitamins, and dietary supplements you are currently taking, includingdosage and frequency:
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
List all medication.
Case Studies in Telehealth AdoptionThe mission of The Comm.docxcowinhelen
Case Studies in Telehealth Adoption
The mission of The Commonwealth
Fund is to promote a high performance
health care system. The Fund carries
out this mandate by supporting
independent research on health care
issues and making grants to improve
health care practice and policy. Support
for this research was provided by
The Commonwealth Fund. The views
presented here are those of the author
and not necessarily those of The
Commonwealth Fund or its directors,
officers, or staff.
For more information about this study,
please contact:
Andrew Broderick, M.A., M.B.A.
Codirector, Center for Innovation
and Technology in Public Health
Public Health Institute
[email protected]
The Veterans Health Administration:
Taking Home Telehealth Services to
Scale Nationally
Andrew Broderick
ABSTRACT: Since the 1990s, the Veterans Health Administration (VHA) has used infor-
mation and communications technologies to provide high-quality, coordinated, and com-
prehensive primary and specialist care services to its veteran population. Within the VHA,
the Office of Telehealth Services offers veterans a program called Care Coordination/
Home Telehealth (CCHT) to provide routine noninstitutional care and targeted care man-
agement and case management services to veterans with diabetes, congestive heart fail-
ure, hypertension, post-traumatic stress disorder, and other conditions. The program uses
remote monitoring devices in veterans’ homes to communicate health status and to cap-
ture and transmit biometric data that are monitored remotely by care coordinators. CCHT
has shown promising results: fewer bed days of care, reduced hospital admissions, and
high rates of patient satisfaction. This issue brief highlights factors critical to the VHA’s
success—like the organization’s leadership, culture, and existing information technology
infrastructure—as well as opportunities and challenges.
OVERVIEW
Since the 1990s, information and communications technologies—including tele-
health—have been at the core of the Veterans Health Administration’s (VHA’s)
successful system-level transformation toward providing continuous, coordinated,
and comprehensive primary and specialist care services. The VHA’s leadership
and culture; underlying health information technology infrastructure; and strong
commitment to standardized work processes, policies, and training have all con-
tributed to the home telehealth program’s success in meeting the chronic care
needs of a population of aging veterans and reducing their use of institutional
care and its associated costs. The home teleheath model also encourages patient
activation, self-management, and helps in the early detection of complications.
To learn more about new publications
when they become available, visit the
Fund's website and register to receive
Fund email alerts.
Commonwealth Fund pub. 1657
Vol. 4
January 2013
www.commonwealthfund.org
www.commonwealthfund.org
mailto:[email pro.
Reimagining Your Library Space: How to Increase the Vibes in Your Library No ...Diana Rendina
Librarians are leading the way in creating future-ready citizens – now we need to update our spaces to match. In this session, attendees will get inspiration for transforming their library spaces. You’ll learn how to survey students and patrons, create a focus group, and use design thinking to brainstorm ideas for your space. We’ll discuss budget friendly ways to change your space as well as how to find funding. No matter where you’re at, you’ll find ideas for reimagining your space in this session.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
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General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
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For more information about PECB:
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Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
1. Running Head: METHODS 1
METHODS 2
Walden Sports: Methods Section Comment by dpeck: It is a
bit confusing but use the final paper temaple title page going
forward for the assignments.
Michael A. Leonard
Walden University
IPSY 8579
Job Attitudes, Measurement, & Change
Professor Deborah Peck
March 27, 2017
Walden Sports: Methods Section
Introduction
The success or failure of an organization is evaluated by
measurement of job satisfaction, organizational commitment
2. and the job involvement of the employees in the various
activities and processes that the organization undertakes. If the
relationship between the employees and the organization is
healthy to the extent that their attitude towards job involvement
and organization commitment is positive, then it is possible to
conclude that the organization will be successful. A company
can be successful with regards to its expansion, the creation of
new ventures, the establishment of new branches and realization
of profits, but if its employees lose the focus. Then, the
productivity will go down, and the tempo of workflow is
deemed to go down, and thus they begin to look for new
ventures or even if they stay, they will be less motivated to
work. Thus, an organization has to ensure that it carries out a
job diagnostic survey to establish whether the employees are
happy and motivated. Comment by dpeck: I am not sure I
agree with this statement but that is okay for now. Comment by
dpeck: I don't think you meant to end the sentence here? If not,
you will end up with a run-on sentence so you need to break it
up anyway. Comment by dpeck: I am struggling with a
definitive discussion liek this when there are no citations or
literature to lean on - so how are you making these statements
as fact? Comment by dpeck: Maybe soften it and 'advise'
rather than 'has to ensure'
Walden Sports is a company that has been in existence for a
while and has undergone tremendous transformations and
changes in its operations something that is associated with its
success. The company's success, on the other hand, brought up
an unexpected change that became a concern to the Chief
Executive Officer. The success brought about a sharp decrease
in the productivity and a rise in absenteeism of the employees
from their workstations and performance of roles. The CEO
even stated that the employees looked more orf less energized
as opposed to the previous situations when they used to have the
vigor for their duties. They didn’t look motivated to work as
they used to be initially and the ones who would stay back to
aid the others who had a workload in completing their tasks
3. stopped. The employees even stopped attending the activities
that were aimed at boosting their morale at the company. Thus,
the task of this discussion is to identify the source of this
change and how it can be combated by evaluating the factors in
a procedural manner in which a job diagnostic survey
instrument is to be used to gather information to determine the
effective behavior. Comment by dpeck: How do you know?
Where are your citations? Comment by dpeck: This is good.
Job Attitudes
In a brief recap, an attitude is an evaluative comment or notion
that people hold with regards to others, objects or events and
this definition suffices for this situation with a marked
difference being recorded in the context of its application. Job
attitudes refer to the notions of the employees towards their
work or the company they work for at large. Comment by
dpeck: Okay - I am really going nuts without literature. Where
is your evidence?
These attitudes fall into three broad categories namely, the
cognitive, behavioral and the affective components. The
cognitive component encompasses the opinionated segment of
an attitude while the behavioral component encompasses the
intentions that individuals possess that compels them to behave
in a particular way towards somethings or others.
The Affective component of attitude encompasses the feeling or
emotion segments of an attitude. Job Attitude, therefore,
includes employee engagements, perceived organizational
support, satisfaction and involvement, and the organizational
commitment. The job attitudes that were employed in this
evaluation study were employee engagements, perceived
organizational support and both job satisfaction and
involvements. Comment by dpeck: We didn't realy get into
engagement so you can leave this out.
These job attitudes play a great role in determining the success
or failure of an organization, and if they are negative, for
instance, poor employee engagements only reflect on the fact
that an organization lags behind on proper communication
4. between its employees and lack of diversity, teamwork.
Instruments Used
The Job Satisfaction survey or JSS is an instrument designed
with the idea indicating if employees are happy in their current
role. This could pinpoint departments or specific job roles with
disgruntled employees. The instrument was also developed with
the notion of providing a methodological format that could
assess the variables that were theory specified and in numbers.
The JSS is often used globally and is a multidimensional, job
specific tool (Van Saane, Sluiter, Verbeek, & Frings-Dresen,
2003). The JSS assesses job satisfaction from a low as in
dissatisfied workers, all the way to high or satisfied workers
(Spector, 1994). Comment by dpeck: What could pinpoint
it? The instrument? More likely the demographics would
capture these.
Jobn Descriptive Index survey (JDI) on the other hand
encompasses the inclusion of the motivational strategies that are
used by companies in encouraging the employees as well as
keeping them involved in the organizational activities that
transpire in the company on a day to day basis (Gillespie et al.,
2009). Comment by dpeck: What does this instrument
measure?
Jobs in General scale survey (JIB)is the third instrument that
can be used to evaluate the satisfaction that the employees
derive from their involvement with the duties that have been
entrusted to them by the company. The focus of the JIG is to
measure participants job satisfaction in a broad sense (Gillespie
et al., 2009) Comment by dpeck: You are measuring
satisfaction twice?
Why the three instruments
Job Satisfaction Survey (JSS) is an instrument hatthat has been
tried and used during which it underwent many transitions and
reformations that have aided in improving the efficiency of its
usage and making it reliable for situations like this one of
Walden sports. This instrument can measure employee morale
and satisfaction that affect the operations of the organizations,
5. which in turn affect the relationships between the companies
and their employees. The classes of variables that can be tested
by this instrument include the personal reactions of the
employees to their jobs and work on large scale, usually an
effective reaction. Comment by dpeck: cite? Comment by
dpeck: Did you mean 'affective' - or emotional reaction?
The preparedness of an individual to respond to a job
positively to an enriched job and the degree to which the jobs
are delegated to the employees with the aim of enhancing their
motivation. This instrument, therefore, relies on the theory of
how work affects an employees' motivation. The other two tools
are more of specific to their objective hence they deem effective
for their usage in the determination of the variable that they test
and can, therefore, complement Job diagnostic survey.
Comment by dpeck: this sentence seems incomplete.
Comment by dpeck: this seems confusing. We aren't
measuring motivation - that is #1. The last sentence is a very
general explanation and non-specific if you are justifying their
use for Walden sports.
Psychometric Properties of the Instruments
Job Satisfaction Survey is a tool that if used effectivelyficiently
can provide information that is useful to gather feedback from
employees but that does not mean that it does not have
limitations and suggestions for improvements. Many reviews
have highlighted its limitations and came up with suggestions
for its improvement aiding in its advancement to diversify the
portfolio of measures to accomplish many but distinct purposes.
Comment by dpeck: I don't see any discussion about the
psychometrics related to this instrument?
The Job Descriptive Index tool comprises of up to 72 items,
which look into the five facets of job satisfaction. It works by
combining the facets with satisfaction ratings, and its updated
form entails the inclusion of the contents of the job, work
atmosphere, and work technology. Job in General Scale survey
tool, on the other hand, entails the tools that describe the
satisfaction derived from a job on a global scale. Comment by
6. dpeck: Again, why are you using two instruments to measure
job satisfaction? Are you comparing them here to decide? Again
- there are no psychometrics explained.
Items and Scoring Method
Items that were to be used in the data collection, recording,
analysis, and compilation included a questionnaire, observation
strategies, means and variances scale for determining job
descriptions, and analysis of Variance. Comment by dpeck:
Items refer to the questions and/or categories of questions that
are asked. Not all of this information.
The purpose of the instruments is to aid in evaluating and
identifying the source of the fallout in some of the cultures that
reigned in the organization. A sample of the employees was
obtained with the aim of getting data from them that was to help
in solving the problem at hand.
The process of picking a sample population for the surveys took
many factors into consideration to ensure that the information
given out had no biases. Once the sample was obtained a
questionnaire that included all the aspects and classes of factors
that were being tested was issued to some of them, while others
were subjected to oral questioning with the promise that their
identities were to be concealed. The questionnaire was divided
into three sections with each section taking care of the
requirements of the instruments used in this analysis to bring
out a comprehensive result. Comment by dpeck: What
sampling method did you use? How did you determine the
sample. Comment by dpeck: Why did you split up the methods
like this?
The questionnaires were issued to the sampled population and
the various points classified since the questionnaires covered a
lot of data and it was in depth and could not easily be
understood. The data collection agents were to aid in the filling
of the questionnaires, and the employees were told to fill in the
answers to the questions to the best of their ability and with
7. sincerity, since their life depended on the descriptions they
gave. Comment by dpeck: If the questionnaire cannot be
understood, it is not a valid or reliable instrument to use.
Comment by dpeck: This is a bit strong - don't you think?
The questions comprised of yes/no options to light descriptive
prompts as they progressed to demanding questions where the
respondent was required to write briefly about the organization
before the expansion and after the expansion. What the
expansion meant to them, what the expansion and creation of
new branches meant to them at personal levels without paying
attention to other factors that didn’t concern them. Comment by
dpeck: Are you using one of the identified instruments here or
are you asking open ended questions? It isn't clear what you are
doing.
The information on the job rating form was to be filled in by the
researchers as they had to watch what transpires in the
organization during work hours and other free hours for some
days and the score for each event noted down. The members of
the management of the organization were also asked to note
down the work performance of a selected number of the
employees. This sampled number of employees also was picked
on an unbiased procedure that was geared to giving out the
information that was going be used in establishing a summary
measure of the effectiveness of work conducted or done by the
organization on three scales across all the supervisory managers
that were asked to rate the employees. Comment by dpeck: I
am not sure where you are getting this methodology. There is no
supportive evidence that backs it up.
Scoring cards were made where the answers for each section of
the questions on the questionnaire were scored from all the
questionnaires from the employees. For instance, the answers
for section one were all responses to the data needs of job
description survey. The group then went ahead to issue custom
made questionnaires to the managers and other officials since
the activity was to aid in evaluating the company to come up
with the reasons. And the reasons were to explain why there was
8. a decrease in the productivity and loss of interest in some of the
activities that were functional as cultures in the organization
like the motivational strategies.
Data on absence from work or absenteeism from duty at the
organization were fed to the information collection sheet from
the records of the organization based on the attendance sheet on
the reception desk. These records had a clear indication of both
the periods when the employees were motivated to work and
could miss and when they began to lose interest in the
motivational activities that were installed by the company.
In the scorecards, these are the sections that were to be filled
and documented. Under job dimensions, the information that
was collected were summarized in the columns of autonomy,
dealing with others, feedback from the agents, feedback from
the job and task significance. Under the effective responses to
the job, the data collected were summarized under general
satisfaction, the motivations that originated from within the
work and the security of the job.
References Comment by dpeck: You will need to review the
format of these references and edit them for the next part you
submit.
I don't see where you used most of these references in your
9. paper.
Gillespie, M.A., Balzer, W.K., Brodke, M.H., Garza, M.,
Gerbec, E. N., Gillespie, J.Z. Gopalkrishnan, P., Lengyel, J.S.,
Silter, K.A., Silter, M.T., Withrow, S.A., & Yugo, J.E. (2009).
Normative Measurement of Job Satisfaction in the U.S. Journal
of Managerial Psychology. Vol. 20, No. 1.
Kanungo, R. N. (1982). Measurement of job and work
involvement. Journal of Applied Psychology, 67(3), 341–349.
Retrieved from the Walden Library databases.
Knoop, R. (1995). Relationships among job involvement, job
satisfaction, and organizational commitment for nurses. Journal
of Psychology, 129(6), 643. Retrieved from the Walden Library
databases
Morrow, P. C. (1983). Concept redundancy in organizational
research: The case of work commitment. Academy of
Management Review, 8(3), 486–500. Retrieved from the Walden
Library databases
Rabinowitz, S., & Hall, D. T. (1977). Organizational research
on job involvement. Psychological Bulletin, 84(2), 265–288.
Retrieved from the Walden Library databases.
Saal, F. E. (1978). Job involvement: A multivariate approach.
Journal of Applied Psychology, 63(1), 53–61. Retrieved from
the Walden Library databases.
Spector, P. E. (1994). Job satisfaction survey, JSS page.
Retrieved on March 25, 2017 from
http://shell.cas.usf.edu/~pspector/scales/jsspag.html
Van Saane, N., Sluiter, J. K., Verbeek, J. H. A. M., & Frings-
Dresen, M. H. W. (2003). Reliability and validity of instruments
measuring job satisfaction: A systematic review. Occupational
Medicine, 53(3), 191–200.
Sunshine Sports Introduction
Program Transcript
10. BENJAMIN JONES: Hi, I'm Benjamin Jones co-founder of
Walden Sports. Come on in. Thank you for coming in today. As
you know, I want to make some changes that will benefit our
employees, and I'm really looking forward to hearing from you
how you might be able to help. There's a lot to go over. I think
I'll just start by giving you the lay of the land.
Walden Sports was founded just over 12 years ago. And we've
expanded our product line to include everything that
adventurous travelers demand from sleeping bags, to tents, to
guide books, maps, even insurance. Our clothing and equipment
sales are $1,420,000 per year with a gross profit of $202,400.
We employ 70 people part-time and full-time distributed over a
variety of departments, including finance, marketing, and
operations.
And really exciting, we've recently started a mail order division
through our website which has required our establishing a mail
order fulfillment department and an IT department. Business has
been so good the last few years we're able to donate 5% of our
gross profit to charity. Last year, Walden acquired an agency
called Earth Travelers, one of the most respected tour operators
in the market, and we began selling their services in our stores.
In the six months that we've been selling these travel agency
services we've sold 200 vacation packages at an average cost of
$3,340. Walden Sports is 10% commission on the sales has been
$66,800.
In addition, 35 insurance policies have been sold at an average
price of $167 yielding $1,754 from a 30% commission. This
growth which at first seemed like a blessing, has caused some
major challenges for us though. In the past six months, we've
seen a sharp decrease in productivity and an increase in
turnover and absenteeism. Moreover, people don't seem as
energized and motivated as they once were. There was once a
time when our employees would not only work late but reach
out and offer assistance to other employees who are falling
behind in their workload. We don't see that anymore.
We used to have social activities and happy hour at least once a
14. you explored job satisfaction and job commitment. Employees’
self-esteem and sense of identity can fluctuate to some degree
depending on their relationship with their job; that is, their job
involvement. As the CEO of Walden Sports described, the
employees have experienced changes in their company that have
had an overall negative impact on their job involvement, job
satisfaction, and organizational commitment. In your role as a
consultant, you are charged with recognizing factors that impact
job involvement, including role conflict, as well as measuring
job involvement in order to make recommendations for
improvement.
This week, you look at how job involvement differs from job
satisfaction and organizational commitment, and you consider
role conflict and its effect on job involvement. In addition, you
complete Part 1 of the Methods section of your Final Project, in
which you explore instruments to measure job
involvement.Objectives
Students will:
· Differentiate job involvement from job satisfaction and
organizational commitment
· Analyze effect of role conflict on job involvement
· Evaluate instruments to measure job attitudes
· Apply appropriate APA style in the development of Methods
sections Introduction
Work is one of the fundamental aspects of life. In Weeks 1–3,
you explored job satisfaction and job commitment. Employees’
self-esteem and sense of identity can fluctuate to some degree
depending on their relationship with their job; that is, their job
involvement. As the CEO of Walden Sports described, the
employees have experienced changes in their company that have
had an overall negative impact on their job involvement, job
satisfaction, and organizational commitment. In your role as a
consultant, you are charged with recognizing factors that impact
job involvement, including role conflict, as well as measuring
job involvement in order to make recommendations for
improvement.
15. This week, you look at how job involvement differs from job
satisfaction and organizational commitment, and you consider
role conflict and its effect on job involvement. In addition, you
complete Part 1 of the Methods section of your Final Project, in
which you explore instruments to measure job
involvement.Objectives
Students will:
· Differentiate job involvement from job satisfaction and
organizational commitment
· Analyze effect of role conflict on job involvement
· Evaluate instruments to measure job attitudes
· Apply appropriate APA style in the development of Methods
sections
FOLLOW THIS TEMPLATE
Methods Section
Participants
Describe all of your participants from whom you collected data.
Include information such as number of participants, age, race,
tenure with organization, organizational level, job title, et
cetera. If you used focus groups, what was the size of the
groups?
Measures
Here, describe and list, in detail, all of the quantitative
measuring instruments and data collection tools (e.g., survey
instruments) and/or qualitative forms and data collection tools
(e.g., interview and focus group questions). Please include all
forms used in an Appendix. Please be sure to also provide an
explanation and justification of these instruments. Finally, be
sure to properly cite any sources for your instruments and
questions.
16. · Summarize the three instruments you used to measure job
satisfaction, organizational commitment, and job involvement in
the organization as well as the diagnostic instruments you
selected.
· Please describe the items and scoring method from each
instrument you used as part of your diagnostic survey.
· Provide an example item from each scale you selected and
describe the scale anchors used to score the instrument.
· Describe the psychometric properties (reliability and validity)
of the instrument.
· Justify your use of these instruments.
· Summarize the psychometric properties of the instruments.
Procedures
Here, describe exactly how the data were collected.
Data Analysis
Here, describe how you analyzed your data. If you collected
quantitative data, how were scores on items computed? Did you
aggregate scores on specific items to create a variable score
(e.g., a score for job satisfaction)? Did you compute means and
standard deviations? Did you compute frequencies of responses?
For qualitative data, how did you generate themes and did you
use specific software to do so?
· Bakker, A. B., & Demerouti, E. (2008). Towards a model of
work engagement. Career Development International,
13(3),209–223. Retrieved from the Walden Library databases.
· Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work
engagement: A quantitative review and test of its relations with
17. task and contextual performance. Personnel Psychology, 64(1),
89–136.
Retrieved from the Walden Library databases.
· Dalal, R. S., Brummel, B. J., Wee, S., & Thomas, L. L.
(2008). Defining employee engagement for productive research
and practice. Industrial and Organizational Psychology, 1(1),
52–55.
Defining Employee Engagement for Productive Research and
Practice by Dalal, R. S., Brummel, B. J., Wee, S., & Thomas, L.
L. in Industrial and Organizational Psychology, 1(2008), 60-62.
Copyright 2008 by Cambridge University Press. Used with
permission of Cambridge University Press via the Copyright
Clearance Center.
· Demerouti, E., Mostert, K., & Bakker, A. B. (2010). Burnout
and work engagement: A thorough investigation of the
independency of both constructs. Journal of Occupational
Health Psychology, 15(3), 209–222.
Retrieved from the Walden Library databases.
· Frese, M. (2008). The word is out: We need an active
performance concept for modern workplaces.Industrial and
Organizational Psychology, 1(1), 67–69.
The word is out: We need an active performance concept for
modern workplaces by Frese, M. in Industrial and
Organizational Psychology, 1(2008), 67-69. Copyright 2008 by
Cambridge University Press. Used with permission of
Cambridge University Press via the Copyright Clearance Center.
· Griffin, M. A., Parker, S. K., & Neal, A. (2008). Is behavioral
engagement a distinct and useful construct?Industrial and
Organizational Psychology, 1(1), 48–51.
Retrieved from the Walden Library databases.
Is behavioral engagement a distinct and useful construct by
Griffin, M.A., & Parker, S.K. in Industrial and Organizational
Psychology, 1(2008), 48-51. Copyright 2008 by Cambridge
18. University Press. Used with permission of Cambridge
University Press via the Copyright Clearance Center.
· Hallberg, U. E., & Schaufeli, W. B. (2006). “Same same” but
different? Can work engagement be discriminated from job
involvement and organizational commitment? European
Psychologist, 11(2),119–127.
Retrieved from the Walden Library databases.
· Harter, J. K., & Schmidt, F. L. (2008). Conceptual versus
empirical distinctions among constructs: Implications for
discriminant validity. Industrial and Organizational Psychology,
1(1), 36–39.
Conceptual versus empirical distinctions among constructs:
Implications for discriminant validity by Harter, J.K. in
Industrial and Organizational Psychology, 1(2008), 36-39.
Copyright 2008 by Cambridge University Press. Used with
permission of Cambridge University Press via the Copyright
Clearance Center.
· Hirschfeld, R. R., & Thomas, C. H. (2008). Representations of
trait engagement: Integration, additions, and
mechanisms.Industrial and Organizational Psychology, 1(1),
63–66.
Representations of trait engagement: Integration, additions, and
mechanisms by Hirschfeld, R.R., & Thomas, C.H. in Industrial
and Organizational Psychology, 1(2008), 63-66. Copyright 2008
by Cambridge University Press. Used with permission of
Cambridge University Press via the Copyright Clearance Center.
· Macey, W. H., & Schneider, B. (2008a). Engaged in
engagement: We are delighted we did it. Industrial and
Organizational Psychology, 1(1), 76–83.
Engaged in engagement: We are delighted we did it Macey,
W.H., & Schneider, B. in Industrial and Organizational
Psychology, 1(2008), 76-83. Copyright 2008 by Cambridge
University Press. Used with permission of Cambridge
19. University Press via the Copyright Clearance Center.
· Macey, W. H., & Schneider, B. (2008b). The meaning of
employee engagement.Industrial and Organizational
Psychology, 1(1), 3–30.
The meaning of employee engagement by Macey, W.H., &
Schneider, B. in Industrial and Organizational Psychology,
1(2008), 76-83. Copyright 2008 by Cambridge University Press.
Used with permission of Cambridge University Press via the
Copyright Clearance Center.
· Masson, R. C., Royal, M. A., Agnew, T. G., & Fine, S. (2008).
Leveraging employee engagement: The practical
implications.Industrial and Organizational Psychology, 1(1),56–
59.
Leveraging employee engagement: The practical implications by
Masson, R.C., Royal, M.A., Agnew, T.G., & Fine, S. in
Industrial and Organizational Psychology, 1(2008), 56-59.
Copyright 2008 by Cambridge University Press. Used with
permission of Cambridge University Press via the Copyright
Clearance Center.
· Meyer, J. P., & Gagné, M. (2008). Employee engagement from
a self-determination theory perspective.Industrial and
Organizational Psychology, 1(1), 60–62.
Employee Engagement from a Self-Determination Theory
Perspective by Meyer, J.P., & Gagne, M. in Industrial and
Organizational Psychology, 1(2008), 60-62. Copyright 2008 by
Cambridge University Press. Used with permission of
Cambridge University Press via the Copyright Clearance Center.
· Newman, D. A., & Harrison, D. A. (2008). Been there, bottled
that: Are state and behavioral work engagement new and useful
construct “wines”? Industrial and Organizational Psychology,
1(1), 31–35.
· Pugh, S. D., & Dietz, J. (2008). Employee engagement at the
organizational level of analysis. Industrial and Organizational
20. Psychology, 1(1), 44–47.
· Saks, A. M. (2008). The meaning and bleeding of employee
engagement: How muddy is the water? Industrial and
Organizational Psychology, 1(1), 40–43.