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communication motivation team leadership
Words: 1346 Length: 4 Pages Document Type: Essay Paper #: 42390267
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1. Communications strategies can promote and enhance the evolution of a shared purpose. Psychological approaches like transactional analysis and Shapetalk can help transform the ways group members communicate and interact with one another, which in turn promotes an alignment of goals, strategies, and values. Using channels of communication, leaders can inspire group members to take responsibility for their role, exercising assertiveness and engendering trust and mutual support.
Similarly, leaders can use techniques like Rock’s SCARF model, which defines the five domains of social behavior such as Status, Certainty, Autonomy, Relatedness, and Fairness (“David Rock’s SCARF Model,” n.d.). The SCARF model, like other psycho-social approaches to communication like Cialdini’s 6 Principles of Persuasion can be implemented in ways that help individuals identify the sources of stress, discomfort, or perceived threats, and to react constructively to manifest the shared purpose, solidifying it and making it strong (“Principles of Persuasion,” n.d.).
Alternative methods…

References
“David Rock’s SCARF Model,” (n.d.). Mind Tools. https://www.mindtools.com/pages/article/SCARF.htm
Loder, V. (2015). How great leaders motivate their teams. Forbes. https://www.forbes.com/sites/vanessaloder/2015/02/25/how-great-leaders-motivate/#20587d982a55
“Natural Motivation vs. Forced Motivation,” (2009). http://blog.sannebuurma.com/2009/01/23/natural-vs-forced-motivation/
“Principles of Persuasion,” (n.d.). https://www.influenceatwork.com/principles-of-persuasion/

Employee Relations
Words: 1315 Length: 4 Pages Document Type: Research Paper Paper #: 41704950
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Employee relations belong to employer-employee relationships that give satisfactory productivity, motivation, and self-confidence. Employee relations are involved with preventing and resolving problems related to individuals that occur or change work situations. Supervisors are given advice on how to correct poor performance and employee misconduct (Gennard, 2005). On the other hand, employees are given information on how to promote a better understanding of the company's goals and policies. For this paper we have chosen Tesco plc and its employee relationship. Tesco plc is the largest global grocery store based in UK. This is the second largest retailer in the world when measured in terms of benefits and third when measured in terms of income. The company has employed more than 326,000 employees around the world where 237,000 of them in Europe where it has its largest private employer.

Strategy Integrating Job Performance and Training

Job Performance and training forms the vital…

References

Gennard, John Graham Judge. (2005). Employee Relations. London: The Chartered Institute of Personnel and Development.

Hollinshead, Graham, Peter Nicholls Stephanie Tailby. (2003). Employee Relations. Upper Saddle River, NJ: Prentice Hall.

Lewis, Philip, Adrian Thornhill Mark Saunders. (2003). Employee Relations. London: Financial Times/Prentice Hall.

Roger W. Griffeth and Peter W. Hom, (2001). Retaining Valued Employees, Sage Publications, Inc., Thousand Oaks, CA, p. 2.

Employee Involvement and Workplace Productivity
Words: 1682 Length: 6 Pages Document Type: Essay Paper #: 6769762
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352).

Lastly, Cummings and Worley (2007) surmise that employee involvement can also "improve capabilities of employees thus enabling them to perform better" (p. 353). The authors give the example that when organizations wish to increase their employee participation in decision making, this strategy must be accompanied by skill training in communication and group problem solving (p. 353).

All three of these facets improve employee satisfaction and well-being, due to an improved work environment and a more rewarding job. In a cyclical nature, improved productivity also increases satisfaction, especially when there are greater rewards associated with this increased productivity. Improved employee satisfaction, that's a result of employee involvement strategies and increased productivity, can have a secondary impact on the organization. This high level of employee satisfaction can further positively affect productivity by attracting the best employees and help ensure the retention of these valuable organizational resources (Cummings and Worley, 2007, p.…

References

Cummings, T.G., & Worley, C.G. (2007). Organization Development and Change (8th ed.). s.l.: Academic Internet Publ.

Rosso, a. (Oct 2010). "Awakening corporate soul." Collector, 76(3). p. 18-20.

The influence of employee involvement on productivity: A review of research -- June 2000. (22 Jun 2006). Retrieved December 6, 2010, from http://www.hrsdc.gc.ca/eng/cs/sp/hrsd/prc/publications/research/2000-002584/page03.shtml.

Wolf, E. & Zwick, T. (Apr 2008). "Reassessing the productivity impact of employee involvement and financial incentives." Schmalenbach Business Review, 60(2). o. 160-181.

Employee Comp the Future That Is Fast
Words: 2828 Length: 8 Pages Document Type: Essay Paper #: 51091963
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Employee Comp

The future that is fast heading our way is often thought to be associated with creative technologies and businesses that do online services. But this is definitely not the full picture. Many traditional businesses are also being impacted in regard to what will be expected about some of their core operations, including in regard to how they treat and motivate their employees. Basic manufacturing is no different. In order for companies like ours to be ready for the future, we have to look seriously at the ways in which we recruit employees and keep them here once they sign on. With 120 employees whose skills encompass a broad range of talents -- some basic skills others tied to quite sophisticated technological abilities -- we have the chance to position ourselves to be ahead of the curve as the entire field of payment, rewards and recognitions is examined yet…

REFERENCES

Barton, H. And Laux, J. (2010). Executive pay inefficiencies in the financial sector. The Journal of Applied Business Research. Vol. 26, No. 4.

Carpenter, S. (2007). Design the right compensation plan for your business. Entrepreneur. Retrievable from  http://www.entrepreneurship.org/en/resource-center/design-the-right-compensation-plan-for-your-business.aspx .

CompuData Surveys (2009). The real effects of today's economy on the manufacturing industry. Retrievable from  http://www.compdatasurveys.com/Files/News/Manufacturing%20Whitepaper.pdf .

Scott, D. And McMullan, D. (2010). The impact of rewards programs on employee engagement. WorldatWork. Retrievable from  http://www.worldatwork.org/waw/adimLink?id=39032 .

Employee Orientation Situational Overview a
Words: 1097 Length: 4 Pages Document Type: Essay Paper #: 98119044
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On the other hand, the comparative value of the real-time presentation must be considered in relation to the potential technical issues involved. Specifically, whereas pre-recorded presentations and self-directed learning online training programs can be tested and perfected in advance to ensure there are no technical problems with delivery, that is not necessarily the case with real-time presentations, especially those involving two-way communications. No matter how much preparation and troubleshooting is conducted in advance, live two-way presentations are notoriously susceptible to technical problems that can interfere with planning and lesson delivery. Moreover, the more computer terminals and office locations involved, the greater that potential for difficulties in execution.

Anticipated Problems

Beyond technical delivery-of-training issues, other anticipated potential problems associated with online employee training include lower levels of individual engagement and reduced opportunity for meaningful interpersonal exchanges. In that regard, even the best corporate instructors cannot implement all of the same teaching…

References

Leader-Chivee, L., Booz Allen, H., and Cowan, E. "Networking the Way to Success: Online Social Networks for Workplace and Competitive Advantage." Journal of People & Strategy. Vol. 31, No. 3 (2008): 27 -- 45.

Robbins, S.P. And Judge, T.A. (2009). Organizational Behavior. Upper Saddle River,

NJ: Prentice Hall.

Stevens, B. "Corporate Ethical Codes: Effective Instruments for Influencing Behavior."

Employee Health and Life Insurance Benefits
Words: 2309 Length: 5 Pages Document Type: Term Paper Paper #: 73367184
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Employee Health and Life Insurance Benefits

What is the footing of private businesses owned by families when confronted with the issue of providing employee health benefits while we surmount the millennium threshold? What is methodology employed for optimizing the benefits while at the same time putting a check spending on employees? In what way do they draw and prevent attrition of valuable professional in a competitive workforce market? In which way do they take the better of amendments of legal rules in competent strategies since the past several years? The appropriateness of these aspects and other issues will continue to challenge family managed business owners. Since the last several years remarkable governmental amendments have equipped the owners of family run businesses opportunities for planning that would by no means have been considered probable. There are no more restrictions on the quantity a company can make a payment for a staff…

References

Gabel, J; Long, S; Marquis, S. (December, 2002) "Employer-Sponsored Insurance: How Much Financial Protection Does It Provide" Medical Care Research and Review. Volume: 59; No: 4; pp: 440-454

Iglehart, K. (19 September, 2002) "Changing Health Insurance Trends" The New England Journal of Medicine. Volume: 347; No: 12; pp: 956-962

Lee, Mie-Yun. (1 July, 2002) "Increase Benefits without Decreasing Your Funds

Offer your employees group life insurance -- an added benefit for them at a low cost to you" Retrieved from  http://www.entrepreneur.com/article/0,4621,301309,00.html  Accessed on 20 October, 2004

Disintegrating Relationships Between Organizational Leaders and Employees
Words: 3181 Length: 10 Pages Document Type: Dissertation Paper #: 83778048
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Disintegrating elationships Between Organizational Leaders and Employees

Organizational leadership behavior towards employees can significantly affect their perception of the workplace, and contribute to the organization high performance and most essentially create and maintain a proper organizational culture that lead to the success of the organization . The good health of the organization depends greatly on the relationship between leaders and employees. However, the relationship that exists between organizational leaders and employees are failing at a high rate in today's workplaces and the reasons for this are not clear. Leaders in organizations have a tendency to use employees in the time of the organizational needs and them to simply ignore the employee's commitment and their potential. Committed employees should be rewarded with committed organizational leadership. Critical in organizational leadership interaction with employees is communication. Communication keeps employees informed and results in a feeling of connectedness and inclusiveness in the organizational operations,…

References:

Abrrow, H.A., Ardakani, M.S., Harooni, A. & Pour, H.M. (2013, July). The Relationship Between Organizational Trust and Organizational Justice Components and Their Role in Job Involvement in Education. International Journal of Management Academy, 1(1), 25-41.

Albrecht, S.L. (2010). Handbook of employee engagement: perspectives, issues, research and practice. Northampton, MA: Edward Elgar Publishing.

Broner, S. (2009). Employees' perceptions of leaders' attitudes and employee retention: a quantitative study on perceived attitudes. Ann Arbor, MI: ProQuest LLC.

Creswell, J.W.(2007). Qualitative inquiry & research design: Choosing among five approaches .(2nd ed.).Thousand Oaks, CA: SAGE.

Motivation of Employees
Words: 1861 Length: 6 Pages Document Type: Essay Paper #: 95955965
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Employment otivation and Engagement: How to Recruit and Retain Top-Quality Talent in a Competitive arketplace

Because employee performance and productivity are closely aligned with corporate profitability, there has been a great deal of research over the years concerning optimal approaches to motivating people in the workplace. The analysis of what motivates people to perform to their maximum effort, though, has becoming increasingly complex as the result of a growing number of theories concerning the antecedents of motivation and optimal job performance and motivational methods to achieve it. While the debate concerning which motivational approaches produce the best results continues, there is a consensus among organizational behavior researchers that pay ranks among the top factors that include employee motivation, perhaps the overarching factor in most cases. Despite these findings, studies have shown time and again that money talks when it comes to employee motivation. When people become convinced that their efforts…

Murphy, C., Ramamoorthy, N., Flood, P. & MacCurtain, S. 2006, July 1. Organizational Justice Perceptions and Employee Attitudes among Irish Blue Collar Employees: An Empirical Test of the Main and Moderating Roles of Individualism/Collectivism. Management Revue, 17(3), 329.

Ibid., 330.

Ibid.

Technology in Training of Employees in What
Words: 2516 Length: 8 Pages Document Type: Essay Paper #: 75393622
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Technology in Training of Employees

In what ways has technology impacted the way(s) we train employees?

The changing nature of the workplace environment brings with it a vast field of challenges in the organization. The aspect of the change being rapid makes the situation require adverse and quick reaction from organizations to ensure they remain on course towards their objectives. Thus, rapid change in the workplace brings with it the necessity for skilled and knowledgeable workforce, encompassing employees who are adaptive, flexible and focused on the future of their careers and the organization (Wentland, 2007). Among the most, significant duties of the manager in the workplace are the development of the staff. The manager has the mandate to facilitate employee growth and development if the organization is to achieve maximum gains from its ventures and transactions.

The concept of learning management incorporates the management of employee training. Traditional approach to…

References

Jehanzeb, K., Rasheed, A., & Rasheed, M.F. (2013). Organizational commitment and turnover intentions: Impact of employee's training in private sector of saudi arabia. International Journal of Business and Management, 8(8), 79-90. Retrieved from  http://search.proquest.com/docview/1362611096?accountid=458 

Noe, R.A., & Winkler, C. (2009). Employee training and development: For Australia and New

Zealand. North Ryde, N.S.W: McGraw-Hill.

Noe, R.A. (2010). Employee training and development. New York: McGraw-Hill Irwin.

Raines M 2011 Engaging Employees Another Step
Words: 830 Length: 3 Pages Document Type: Article Review Paper #: 45425748
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aines, M. (2011). Engaging employees: another step in improving safety. Professional Safety, 56(4): pp. 36-34. etrieved from: ProQuest Database.

Major Thesis

The article asserts that successful organizations involve employees at all levels in various aspects of the business and additionally value their input. To create a fully-encompassing corporate culture, employees must be involved and engaged and have the opportunity to provide input and changes to their workplace, providing a positive link between employee engagement, employee involvement and safety performance (aines, 2011, p. 37). While it is often difficult to continuously improve safety performance within an organization over time, the inclusion of employee engagement has been directly correlated with the changes being made in a more timely and effective manner.

aines notes that employee engagement is directly related to the amount of involvement that employees have in their work processes and activities (Lockwood, 1997, p.8). Therefore, employee involvement in safety is…

References

Harter, J., Killham, E. Schmidt, F., et al. (2006 March). Q12 Meta-analysis. Washington,

DC: The Gallup Organization.

Lockwood, N. (1997). Leveraging employee engagement for competitive advantage:

HR's strategic role. HR Magazine, 52(3): pp. 1-11.

Ft Pt Employees to Explore Whether
Words: 4053 Length: 9 Pages Document Type: Case Study Paper #: 60052034
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Hyde reported, however, that part-time professionals tend to accept negative perceptions as part of the territory; they are often willing to accept their marginalised status when they are voluntary part-timers. It is a trade-off they are willing to make for the reduced schedules they choose for whatever reason.

Unfortunately, flexibility for the part-time employee may not always be viewed as flexibility from the viewpoint of the employer. With respect to part-time employees on the police force in the UK, for example, Hyde (2008) found that managers had considered working with part-timers to be an inflexible arrangement, citing difficulties with communication, continuity, and scheduling. Hakim (cited in Hyde 2008) argues that women who choose to work part-time have limited career aspirations and low work-commitment. Although Hakim interviewed women for whom this was the case, pursuing part-time careers with the police force but as a lower priority than home and family, Hyde…

References

Baillie-Ruder S. 2004, 'Sweet devotion', Profit 23, pp. 44-51.

Benson GS 2003, 'Examining employability: effects of employee development on commitment

commitment and intention to turn over', Academy of Management Proceedings, pp. C1-

C6.

Organization Alignment among Employees Page |

Importance of Organizational Alignment among Employees

Why is it important and how does one build organization alignment among employees?

Organization culture is developed from the set of values, norms and beliefs which is exhibited in the staff behavior and management attitude towards physical and human environment of the organization. Employees are well aware of their role and responsibility in the capacity they are working and they are very much aware of the expectations that management has from them. However, these roles, responsibilities and expectations are also drafted and documented in the policy guidelines of the organization which actually forms the culture of the organization. When these policy documents are widely accepted by the employees then it creates conducive work environment and positive culture that foster motivation and high level of commitment from employees. The organizational culture also contributes in the goal attainment and success…

References

Boswell, W.R. And J.W. Boudreau. (2001). "How Leading Companies Create, Measure and Achieve Strategic Results Through 'Line of Sight'." Management Decision 39 (10): 851-

J.B. Bingham and A.J.S. Colvin. (2006). "Aligning Employees Through 'Line of Sight'."

Business Horizons 49: 499-509.

Effective Methods of Employee Recognition
Words: 893 Length: 3 Pages Document Type: Research Paper Paper #: 2231004
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managers want a healthy and effective workplace. To ensure this, you attempt to hire the right workers and to retain these workers. In order to retain these workers, they need to motivate them. This is particularly so since organizational excellence necessitates employee well-being and to achieve this, you need to motivate your employees. Employees, being individuals, are however motivated in different ways. This is where the Work recognition programs have come into existence and proved popular. The question is: are they effective?

elevance

Employee attrition is at an all-time high in the rapidly changing world of today. Being too that the business world is unprecedented in its competitiveness, managers want to not only hire the right employees, but also retain them. This is particularly so since employees may be easily wood by a job that offers opportunities of better pay or promotion, and their current company cannot compete in these…

References

Grawitch, Matthew J.; Gottschalk, Melanie; Munz, David C. (2006) The path to a healthy workplace: A critical review linking healthy workplace practices, employee well-being, and organizational improvements. Consulting Psychology Journal: Practice and Research, Vol 58(3), 129-147.

Manzoor, Q. (2012). Impact of Employees Motivation on Organizational Effectiveness. Business Management & Strategy (BMS), 3(1), 1-12.

Worldatwork, (2008) Trends in employee recognition  http://www.worldatwork.org/waw/adimLink?id=25653 

Whitney, M. M (2011). Morgan, Brown & Joy, LLP. Employee Recognition Programs.

organization development culture and employee empowerment
Words: 1018 Length: 3 Pages Document Type: Essay Paper #: 21268982
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The Importance of Motivation as a Company Strategy
The literature abounds with evidence supporting the efficacy of employee motivation as a means of stimulating innovation, productivity, and organizational performance. For example, a survey of over 300 employees in one major organization found that employee empowerment in their respective roles was positively correlated with organizational agility, with empowerment being defined in terms of knowledge access, trust, motivation, and communication. Research on the relationship between employee motivation and organizational outcomes therefore begins with operationalization of the definitions of motivation and empowerment, as well as defining the terms of organizational success. Empowerment and motivation will manifest differently for different people, just as different organizations will define their success or outcome objectives differently depending on overall mission and vision.
Communication as a Component in Employee Motivation
If motivation is defined in terms of empowerment via access to pathways of knowledge and information, then employee…

Establishing Meaningful Employee Objectives That Are Clear and Measurable

Accountability in the managing of organization is a severe and important issue in the contemporary. In accordance to research, it is projected that the lack of accountability costs companies in the United States tens of billions of dollars every year, owing to different aspects such as re-work, inefficiency, workplace conflicts and misunderstandings (Triad Business Journal, 2005). In turn, this results in ineffectual work practices, issues with quality control together with disparities in work processes. In addition, billions of dollars are lost by corporations in the nation owing to substandard practices and this is due to vague employee objectives (Triad Business Journal, 2005). Accountability is a universal problem and ought to be comprehended in terms of a structured methodology if it is to actually function in any group, family or organization (Triad Business Journal, 2005).

It can be agreed that management is…

References

Barney, J. B., Griffin, R. W. (1992). The Management of Organizations. Boston: Houghton Mifflin Company.

Caldwell, C. M. (2000). Performance Management. New York: American Management Association.

Gallo, A. (2011). Making Sure Your Employees Succeed. Harvard Business Review.

Lipman, V. (2014). 3 Very Common Management Problems - And How To Avoid Them. Forbes. Retrieved 8 August 2016 from:  http://www.forbes.com/sites/victorlipman/2014/04/15/3-very-common-management-problems-and-how-to-avoid-them/#6c6503c264ec

Optimizing Organizational Performance Through Appropriate Employee Management Straategies
Words: 2524 Length: 8 Pages Document Type: Research Paper Paper #: 96689156
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Sustainable Talent Management in an Organization

Performance Management Process in Measuring Employee Talent

Employee engagement and retention occur as an essential performance management process used to measure employee talent. The technique engages the energy and commitment utilized by employees in the working environment. Methods used to achieve this include the initiation of focus groups and surveys targeting identification of factors that motivate. It also acts as a vital indicator of employee dedication and involvement in the organization. Engaged employees contribute towards the realization of organizational goals and objectives. Through this, managers can measure employee talent based on the productivity and contributions to the organizations. Attributes of loyalty and dedication emanate with the proper involvement of employees in organizational goals and objectives. Undeniably, employees that feel disengaged and disconnected with the organization may quit seeking opportunities elsewhere (Vaiman & Vance, 2010). Further, such group of employees may depict reduced productivity.

Through…

References

Ariss A. (2014). Global Talent Management: Challenges, Strategies, and Opportunities. New York: Springer Science & Business

Chun E. & Evans A. (2013). The New Talent Acquisition Frontier: Integrating HR and Diversity Strategy in the Private and Public Sectors and Higher Education. Sterling: Stylus Publishing, LLC

Scott J. & Reynolds D. (2010). Handbook of Workplace Assessment. New Jersey: John Wiley & Sons

Scullion H. & Collings D.G. (2011). Global Talent Management. New York: Taylor & Francis

Employee Compensation Plans for Companies
Words: 1824 Length: 6 Pages Document Type: Research Paper Paper #: 97677945
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Employee Contributions 30/05/2015

Two methods an H professional could use to determine incentive pay

Legally mandated benefits that the company must currently offer to its employees

Additional benefits that should be considered for its employees

Efficiency of common techniques for communicating compensation plans to employees.

Ethical risks of incentive pay and recommendations to mitigate the risks.

Two methods an H professional could use to determine incentive pay

There are a number of methods that are generally used by companies to link work, output and expertise to the remuneration of the employees. In this section we examine two methods that can be used by the company to create more loyalty among the employees to stay back in the company through the increasing in pay.

The reward management practices would help the company to determine the amount that would be paid to the employees. The underlying principal is that the company would…

References

Hoffmann, F., Inderst, R., & Opp, M. Regulating Deferred Incentive Pay. SSRN Journal. doi:10.2139/ssrn.2284337

Rosenbloom, J. (2001). The handbook of employee benefits. New York: McGraw-Hill.

Rosenbloom, J. (2011). The handbook of employee benefits. New York [u.a.]: McGraw-Hill.

Schraeder, M., & Becton, J. (2015). An Overview of Recent Trends in Incentive Pay Programs. The Coastal Business Journal, 2(1), 18-25.

Employer Communication
Words: 630 Length: 2 Pages Document Type: Term Paper Paper #: 37723748
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Employee Engagement

There will be a number of questions answered to relating to employee engagement. The academic of the term will be offered as well as the value that it brings to an organization when it is in effect. Examples of the concept in practice will be described. Also, there will be a listing of risks in not making use of the concept and taking it seriously. Next, an evaluation personal to the author of this report relative to the subject will be offered. Lastly, there will be concluding comments on the subject. While employee engagement can be over-analyzed and over-scrutinized, it is a very real concept and all human resources professionals should take it to heart.

Employee engagement, to put it concisely, is the degree to which an employee engages as an employee rather than just shows up for a check. The value to be added to an organization…

References

He, H., Zhu, W., & Zheng, X. (2014). Procedural Justice and Employee Engagement:

Roles of Organizational Identification and Moral Identity Centrality. Journal Of

Business Ethics, 122(4), 681-695. doi:10.1007/s10551-013-1774-3

Mishra, K., Boynton, L., & Mishra, A. (2014). Driving Employee Engagement: The

Employer and Employee Rights and Duties
Words: 2319 Length: 8 Pages Document Type: Term Paper Paper #: 70419304
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ights of the employees and employers in the UAE

This paper is divided into two parts: art one highlights the responsibilities and rights of the employers working within the UAE; the second part highlights the rights of the employees, including expatriates, working within the UAE.

Employer ights and Duties

Prevalence of Arabic

In all sorts of records, contracts, files, statements and documents Arabic language will be used and its use will also be compulsory for the instructions and the circulars used in the organization by the employer to the employees and if in any case there is any sort of foreign language prevailing then Arabic shall prevail over all the other texts (Labor Law, 2001).

ATICLE (4) - Amounts payable

The amount paid to the employees or any of hidden beneficiaries under the law shall be based on the value of the movable and immovable property and items of the…

References

Human Rights Watch (HRW) (2006). Building Towers, Cheating Workers: Exploitation of Migrant Construction Workers in the United Arab Emirates. HRW, 18 (8).

Keane, D. And McGeehan, N. (2008). Enforcing Migrant Workers' Rights in the United Arab Emirates. International Journal on Minority and Group Rights 15, 81 -- 115.

Latham & Watkins (L&W) (2009). Employment Issues in the United Arab Emirates. Memorandum. New York's Code of Professional Responsibility.

Labor Law. (2001). Labour Law And Its Amendments. U.A.E. Labor Law Federal Law No. (8) of 1980.

Computer Used by the Employee Has Either
Words: 1061 Length: 4 Pages Document Type: Essay Paper #: 44847212
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computer used by the employee has either been compromised physically with a password cracking software (EC-Council,2010;Beaver & McClure,2010) or it has bee compromised remotely with the help of a keylogging software.A keylogger is noted by APWG (2006) as a special crimeware code that is designed with the sole intention of collecting information from the end-user terminal. The stolen information includes every strike of the keyboard which it captures.The most sensitive of the captured information are the user's credentials. Keylogger may also be used to refer to the hardware used for this purpose. The employee's password could also have been shoulder-surfed by his immediate neighbor at the workplace. This could be his coworker who manages to peek and see over his shoulder as he types in sensitive authentication information (password)

Strategy to address the issue as well as the necessary steps for resolving the issue

The strategy for addressing this threat…

References

Anti-Phising Working Group (2006). Phishing Activity Trends Report

http://www.antiphishing.org/reports/apwg_report_feb_06.pdf

Bem, D and Huebner, E (2007).Computer Forensic Analysis in a Virtual Environment. International Journal of Digital Evidence .Fall 2007, Volume 6 (2)

 http://www.utica.edu/academic/institutes/ecii/publications/articles/1C349F35-C73B-DB8A-926F9F46623A1842.pdf

The Relationship of CSR and Employee Attitudes Essay
Words: 2761 Length: 9 Pages Document Type: Other Paper #: 64918410
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2.1 Employee perception of CSR

As Du Preez and Bendixen (2015) note, a consumer’s initial exposure to a company’s brand typically comes from the employees who stand on the front lines of the company’s workplace. These employees represent the face of the business and thus embody the business’s brand. They are the brand’s diplomats in a sense, and if the consumer is put off by the employees, the brand suffers. In order for employees to represent their organization’s brand with confidence and enthusiasm, they must be able to believe in the brand, embrace the organization’s CSR policies, and promote the spirit of these policies in their engagement with consumers on the front lines. The employees represent the values of the company and feel (if they are happily employed) that the company represents their own values as well.

Thus the employee is attracted to the business for the same reasons as…

Employers and Employees Often Have
Words: 1391 Length: 4 Pages Document Type: Essay Paper #: 36302053
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A consistent policy applied to all employees and applicants makes it far less likely that a business will be subject to litigation losses.

The old cliche is that "All is fair in love and war," but one might add that this includes the area of business as well. Businesses exist to make a profit and for many businesses if this means sacrificing the privacy of one or all of its employees means greater profits than it is a small price to pay. Fortunately, there are those in the business world who are aware of this philosophy and who take positive steps to develop a set of ethical standards to govern the operation of business (Tabak). The underlying attitude supporting these ethical standards is that the maintaining of ethical standards in regard to protecting the privacy of the individual is important in order to protect both the organization and its employees…

Works Cited

Baglione, Stephen L. "Productivity vs. privacy for an organization's workforce." Journal of Academy of Business and Economics (2009).

Carpenter, Christopher S. "Workplace Drug Testing and Worker Drug Use." Health Services Research (2006): 795-810.

City of Ontario v. Quon. No. 130 S. Ct. 2619. U.S. Supreme Court. 17 June 2010.

Sproule, Clare M. "The Effect of the U.S.A. Patriot Act on Workplace Privacy." Cornell Hotel and Restaurant Administration Quarterly (2002): 65-73.

Motivation Among Employees
Words: 1365 Length: 3 Pages Document Type: Research Paper Paper #: 66444249
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Industrial Organizational Psychology: Motivation

Applied behavioral science

This is a branch of science that comprises of fields such as sociology, psychology and anthropology that deals primarily with the human actions and seeks to give a general view on human behavior within the society. This is a field which takes an interdisciplinary approach when it comes to the study of human behavior. It explores the activities and interactions among human beings. Applied behavioral science therefore is a process of systematically applying interventions that are based on the behavioral science principles in order to bring an improvement of socially significant behaviors to a meaningful degree and demonstrate that the interventions used are the ones that are responsible for bringing an improvement in behavior. This case study is explored from cognitive psychology which focuses on internal states like motivation, decision making, problem solving and so on.

In this case study Jasmine has to…

Bibliography

Grant, A. (2012). Leading with meaning: Beneficiary contact, prosocial impact, and the performance effects of transformational leadership.

This article is on the impact of transformational leadership in any organization. This article is relevant to the case study since it brings out the advantages of applying transformational leadership within the case study.

Ajang, P. (2011). Assessing the role of work motivation on employee performance. Retrieved July 7, 2014 from  http://umu.diva-portal.org/smash/get/diva2:140549/FULLTEXT01.pdf 

This article looks at the importance of motivation of employees when it comes to their performance.it is relevant to the case study since we have seen the issue in the case study is the lack of motivation for employees hence it just emphasizes more on the fact that employee motivation is important when it comes to their performance.

Communicating to Employees
Words: 1367 Length: 4 Pages Document Type: Essay Paper #: 34132681
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Lee Electronics: Updated Communication eport

All Sales Targets Met = All Bonuses Paid

When it comes to communicating good news such as the fact that all sales goals were met for the year, the communications management really needs to take advantage of the fact that they're communicating good news. Many employees are commonly used to hearing things like they need to work harder, or they need to more aggressively pursue their sales goals: in this case, this is one of the rare times when the management can praise employees, commend their hard work and essentially signal a time for celebration. This is so crucial because it can have a truly remarkable impact on morale as a whole. This can be truly influential in building employee loyalty and ultimately increasing productivity. Furthermore, the way in which this news is communicated can have a direct impact on making this environment a more…

References

Fain, J. (2013). Reading, Understanding and Applying Research. Philadelphia: F.A. Davis.

Foster, D. (2012, December). Effective employee communication: The benefits of best practices. Retrieved from Milliman.com:  http://www.milliman.com/insight/eb/Effective-employee-communication-The-benefits-of-best-practices/ 

Gibson, P. (2004). Administrative Office Management, Complete Course. Mason: 2012.

Krizan, A. (2010). Business Communication. Mason: Cengage.

Firing an Employee
Words: 1101 Length: 4 Pages Document Type: Essay Paper #: 16499371
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correlate with coordinating and heading a dismissal meeting for an employee layoff. This essay will propose methods and means of coping with the negative emotions that accompany such transitions and offer helpful measures to conduct such a meeting. This essay will also include the compensation issues that also accompany dismals such as in this case. To help best understand the situation at hand, the effects of this layoff will also be discussed and ways to mitigate the possible negative effects during such events.

Coping With Dismissal

Managing Information

The act of dismissing an employee for human resources professional is a challenging procedure in many different ways. Change and transformation in large scale events is usually accompanied with great stress and unease. The entire company will feel the impacts of this decision so it is of the utmost importance to conduct termination or dismissal meetings with professionalism, empathy and good will.…

References

Ashkenas, R. (2013). If You Have To Fire An Employee: Here's How To Do It Right. Forbes, 3 Mar 2013. Retrieved from  http://www.forbes.com/sites/ronashkenas/2013/03/11/if-you-have-to-fire-an-employee-heres-how-to-do-it-right/ 

Finnie Jr., R.A., & Sniffin, P.B. (1984). Good Endings: Managing Employee Terminations. Retrieved from  http://files.eric.ed.gov/fulltext/ED274230.pdf 

Perritt Jr., H.H. (1989). Future of Wrongful Dismissal Claims: Where Does Employer Self-Interest Lie, The. U. Cin. L. Rev., 58, 397.

Looking Into Teleworking the Employee Impact Within the Organization
Words: 2268 Length: 7 Pages Document Type: Research Paper Paper #: 81709334
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Teleworking: The Employee Impact Within the Organization

Telework (or telecommuting as it is normally referred to), has been around for quite some time now. More so, this is a work option that is bound to grow and increase in the future. Teleworking is known as a specified work option that provides an employee the ability to work and undertake tasks away from a central office base, for instance from a home office or "on the move." From the perspective of both managers and employees alike, it offers certain employees a sense of proper work/life balance. Some of the inclusive benefits is that it accommodates those with health problems or disabilities and can influence organizational effectiveness through improved morale and job satisfaction. The purpose of this paper is to describe the impact of teleworking, and its role in reinvigorating proper work/life balance for employees within the organization.

Positive Impact of Teleworking…

References

Baard, N., & Thomas, A. (2010). TELEWORKING IN SOUTH AFRICA: EMPLOYEE BENEFITS AND CHALLENGES. South African Journal of Human Resource Management, 8(1), 1-10. doi:10.4102/sajhrm.v8i1.298

Church, N. F. (2015). Gauging Perceived Benefits from 'Working from Home' as a Job Benefit. International Journal of Business & Economic Development, 3(3), 81-89.

Gainey, T. W., & Kelley, D. E. (1999). Telecommuting's Impact on Corporate Culture and Individual Workers: Examining the Effect of. SAM Advanced Management Journal (07497075), 64(4), 4.

Giberson, T., & Miklos, S. (2013). Weighing in on Telecommuting. TIP: The Industrial-Organizational Psychologist, 51(2), 163-166.

Development of High Potential Employees
Words: 1994 Length: 7 Pages Document Type: Essay Paper #: 57378844
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Introduction

The identification, development, and retention of high-potential employees is one of the most important areas of research in industrial-organizational (I-O) psychology. Whereas the vast majority of the workforce will perform in ways that do promote organizational goals, the top performers in any organization are those that provide the firm with its competitive advantage. On the contrary, organizations that do not actively seek to identify, develop, and retain high-potential employees stand to lose a lot as top talent may seek opportunities to maximize potential elsewhere—often a competitor. Moreover, the high potential employees are those with the greatest potential to lead the firm in the future, paving the way for effective succession training and management.
Research on the identification, development, and retention of high-potential employees is burgeoning, but there are significant gaps in the literature. Filling those gaps would help organizations create and implement evidence-based practices to ensure the success of…

Study of Employees Workers
Words: 2432 Length: 9 Pages Document Type: Essay Paper #: 52476567
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leadership is understood today is in the dichotomy between transactional leadership and transformational leadership. Where the former focuses on execution of tasks, the latter has become more popular in the knowledge economy. The basic theory of transformational leadership is said to "transform followers' personal values and self-concepts and move them to higher level of needs and aspirations" (Gumusluogu & Ilsev, 2009, 1). In essence, transformational leadership encourages both individual transformational, and by way of that, transformation of the organization as a whole. Since the concept was first developed, transformational leadership has been studied extensively, and there is evidence to support the idea that transformational leadership is associated with superior performance at both individual and organizational levels (Wang et al., 2011). However, there remains a need to understand the way by which this process works. In other words, we know that transformational leadership often has a positive influence on an organization,…

References

Avolio, B., Walumbwa, F. & Weber, T. (2009). Leadership: Current theories, research and future directions. Annual Review of Psychology. Vol. 60 (2009) 421-449.

Gumusluogu, L. & Ilsev, A. (2009, 1). Transformational leadership, creativity, and organizational innovation. Journal of Business Research. Vol. 62 (2009) 461-473.

Gumusluogu, L. & Ilsev, A. (2009, 2). Transformational leadership and organizational innovation: The roles of internal and external support for innovation. Journal of Product Innovation Management. Vol. 26 (2009) 264-277.

Harms, P. & Crede, M. (2010). Emotional intelligence and transformational and transactional leadership: A meta-analysis. Journal of Leadership & Organizational Studies. Vol. 17 (1) 5-17.

Recruiting Customer Service Employees
Words: 1802 Length: 6 Pages Document Type: Research Paper Paper #: 75417776
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H manager: Conducing a job analysis of a new customer service positon

Job analysis

Three types of techniques can be used when conducting a job analysis in the workplace of a particular position. The first, that of job observation, takes the form of a trained workplace analyst observing the employee completing his or her tasks. While for some positions this may be useful, particularly manual tasks, other jobs are more difficult to assess visually. In these cases, managers may request a work sampling (such as a representative report) or ask the employee to keep a diary or log of their work ("Job analysis methods" 2015). For a customer service job, observing might take the form of listening to selected calls fielded by existing employees in the position. The disadvantage of this approach is that it can be extremely time-consuming. Also, the trained observers can only give subjective impressions and may…

References

Campion, M. & Thayer, P. (2001). Job design: Approaches, outcomes, and trade-offs.

Organizational Dynamics, 71-79. Retrieved from:  http://www.krannert.purdue.edu/faculty/campionm/Job_Design_Approaches.pdf 

Frandsen, S. (2014). How to evaluate a customer service representative. B2B. Retrieved from:

http://www.business2community.com/customer-experience/evaluate-customer-service-representative-0813196

human resources management in nonprofit organizations
Words: 974 Length: 3 Pages Document Type: Essay Paper #: 42695921
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Employee Retention Issues in Non-profit Organizations
Non-profit organizations face many of the same employee retention concerns as profit-driven enterprises. With profitability no longer a factor in measuring the success or effectiveness of the organization, the non-profit does use different employee management strategies and techniques. Human resources management strategies used in nonprofit firms often do mirror those used in their for-profit counterparts. For example, motivation, employee engagement, training and professional development are all major issues for human resources managers no matter what their sector. The literature on human resources management in non-profit organizations is extensive in general, but few studies have applied qualitative methods to assess the actual HRM practices used in nonprofits. Similarly, few studies have used qualitative methods to determine HRM and employee perceptions of employee training and development programs. Existing studies on employee retention, development, and training in non-profit organizations focus mainly on mission statements, and less on…

Benefits of Employee Motivation
Words: 6125 Length: 20 Pages Document Type: Chapter Paper #: 99942477
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Organizational Behavior & Culture

Complete summary of chapter 4

The chapter illustrates that the perception process is based on stages such as stimulation, organization, registration, and interpretation. The individual's acceptance and awareness levels for ascertained stimuli play critical roles in the perception process. The authors add that receptiveness towards certain stimuli remains highly selective in limiting a person's existing personality, motivation, attitude, and beliefs. People select various stimuli that satisfy certain needs (perceptual vigilance) while disregarding stimuli causing perceptual defense (psychological anxiety).

The chapter insists that guidelines facilitate companies in improving their workplaces through the surveying content. The employees can ask questions regarding observable behavior above thoughts and motives. The concept also includes items that are verified independently. The measures also attract behavioral consideration in the recognition of the company's performance. Attitude transformation requires time, determination, and effort to achieve. It is critical to relax expectations of changing an individual's…

References

Grant, A. (2013). Instead of Monitoring Employees, Try Motivating Them. The Huffington Post. Retrieved on 8th March 2015 from  http://www.huffingtonpost.com/adam-grant/instead-of-monitoring-emp_b_3869778.html 

Porter, E. (2014). Motivating Corporations to Do Good. The New York Times. Retrieved on 8th March 2015 from  http://www.nytimes.com/2014/07/16/business/the-do-good-corporation.html

Equal Employment for the Physically Challenged Employees in Atlanta
Words: 27052 Length: 4 Pages Document Type: Dissertation or Thesis complete Paper #: 77003855
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Economic Motivators for Employers on Employment ates for People With Disabilities in Atlanta

Qualitative esearch

Quantitative esearch

Definition of Disability

Statistics for Individuals with Disabilities

Effects Of ADA On Persons With Disabilities

Economic Motivators for Employers Hiring People with Disabilities

Factors Affecting Economic Motivators for Employers

Lack of Information and Knowledge egarding Economic Motivators

Misconception about Individuals with Disabilities

Inaccessible Hiring Strategies

Conflicts with Existing Programs

Lack of Appropriate Planning and Difficulties in implementations Economic Incentive Programs

Unemployment Among People with Disabilities

Summary

Conclusion

CHAPTE III: METHODOLOGY

Introduction

Qualitative esearch

Quantitative esearch

esearch Design

Variables

Selection of Participants

Complete description of the esearch Participants

Type of Sampling

Instrumentation 50

eliability 52

Validity 53

Appropriateness/rationale for use in the study 53

Ethical Consideration 54

Data Analysis 55

Qualitative esearch Analysis 55

Quantitative esearch Analysis 57

The esearcher's ole 58

Credibility 58

Dependability 58

Transferability 58

Conformability 59

Conclusion 59

CHAPTE IV:…

REFERENCES

Andrew, D. P. S., Pedersen, P. M., & McEvoy, C. D. (2011). Research Methods and Design In Sport Management. Champaign, IL: Human Kinetics.

Arthur, S., A. Corden, A. Green, J. Lewis, J. Loumidis, R. Sainsbury, B. Stafford, P. Thornton, & R. Walker, R .(1999). New Deal for disabled people: Early implementation, Research Report No 106, (UK) Department of Work and Pensions, Corporate Document Services, Leeds.

Ashworth, K., Hartfree, Y & Stephenson, A. (2001). Well, enough to work? Research Report No. 145, (UK) Department of Work and Pensions, Corporate Document Services, Leeds.

Baker, M. & Tippin, D. (2003). More than just another obstacle: Health, Domestic Purposes Beneficiaries, and the transition to paid work, paper presented at the Social Policy, Research and Evaluation conference Connecting Policy, Research and Practice, 29-30 April, Wellington.

How Disney Motivates Its Employees
Words: 900 Length: 3 Pages Document Type: Essay Paper #: 13469623
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Motivational Strategies at the Walt Disney Company

Since the 1920s, the Walt Disney Company has been providing world-class entertainment for millions of consumers around the world and is now a leading diversified international family entertainment and media enterprise. The company's consistent success is attributable in large part to the human resource policies that the Walt Disney Company has in place that motivate employees to provide consistently high quality customer service. To determine how this company has achieved this consistent level of success, this paper provides a review of the relevant peer-reviewed, scholarly and corporate literature concerning the Walt Disney Company and its motivational strategies, followed by a summary of the research and important findings concerning these issues in the conclusion.

eview and Discussion

Motivational strategies that relate to the corporation's success outlined in detail

Organizations that are successful at motivating their employees are characterized by a consistent approach that recognizes…

References

Dumas, M. (2008, Fall). Be our guest: Perfecting the art of customer service. Career Planning

and Adult Development Journal, 21(3), 79-83.

Company overview. (2014). Walt Disney Company. Retrieved from http://thewaltdisney company.com/about-disney/company-overview.

Jones, B. (2013, January 10). The secret to keeping employees engaged. The Disney Institute.

Resolving Workplace Challenges and Improving Employee Employer Relationships
Words: 1241 Length: 4 Pages Document Type: Case Study Paper #: 25715907
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Temperature Debate

It is imperative to appreciate the fact that the Drake and Keeler's employer meets all workplace standards for coverage as stipulated under LMRA. The article states elements of constructive discharge, layoff, discipline, suspension, non-recall from layoff, demote, or adverse actions taken against employees. This is because of the protection awarded to the concerted activities. Damages in a notice lieu include Salary as well as other forms of remuneration that employees receive at reasonable opinions. The elements include commissions, profit shares, bonuses, benefits and loss to employee pension benefits due to loss of contributions to the pension scheme. Constructive dismissal is implemented when changes to the employment relationship between two parties are viable.

Question 2

The coverage of the law includes engagement off in interstate commerce activities coupled with specific employee rights. Requiring reasonable termination notice does not have the unique composure to existing employment contracts. The implication is…

Works Cited

Estreicher, Samuel. Global Labor and Employment Law for the Practicing Lawyer. New York: Kluwer Law International, 2010. Print

Forsyth, Anthony, and Stewart, Andrew. Fair Work: The New Workplace Laws and the Work Choices. New York: Legacy Federation Press, 2009. Print

Wright, John. Unfair Dismissal Law Fourth Edition. New York: Lulu.com, 2014. Print

Company's Engagement in Corporate Social Responsibility
Words: 632 Length: 2 Pages Document Type: Case Study Paper #: 93042788
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ITC Limited Case Study

ITC Limited is one of the leading companies in the India Tobacco industry. The company has capitalized on the opportunity that the large number population of India presents as both a target market and a source of cheap labor to grow its bottom-line tremendously. Over time, the company has grown to diversify its product base with great investments in both agribusiness and the hotel industry. The company prides itself in its social responsibility engagements. It has undertaken a wide range of activities that portrays the company as socially responsible. The company has both the present and future focus on the corporate social responsibility (Ojha, 2017).

ITC Limited has several key attributes that could be considered when analyzing the company's corporate social responsibilities. Firstly, the company has the greatest market share in the tobacco industry in India. The company controls 75% of the Indian tobacco market (Ojha,…

References

Ojha, A. (2017). ITC Limited: Towards a Tripple Bottomline Performance. Indian Institute of Management, 1-10.

Ryden, L. (2009). Framework and Analysis of Tobacco Industry Tactics. Tobacco and Health, 23(1), 379-382

Employment Relations Management Discretion in
Words: 1659 Length: 5 Pages Document Type: Essay Paper #: 35142487
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However, the management did not have the utmost power. The unions took up the cases with the authorities. Their decision was scrutinized by Fair Work Australia and was, consequently, terminated. This is a show of the lack of control that the managers have in the operations. In any case, the regulations in the country favor the employees and managers have to conform to regulations from the legal bodies.

Conclusion

The work places in the country reflect a real indication of the limited control that the managers have on the employees. The actions that they can undertake to impose their force on the employees have a limitation from the authorities. The Fair Work Australia Act is the most specific on the nature of the work place. It regulates the minimum wages for the employees. This means that the managers have no control over the remunerations that the employees get. Termination of…

References

Australian Fair Work Act: With regulations and rules. (2010). Sydney: CCH Australia.

CCH Australia. (2010). Australian master fair work guide. North Ryde, N.S.W: CCH Australia.

CCH Editors. (2010). Understanding the Fair Work Act. Sydney: CCH Australia.

Hor, J., & Keats, L. (2009). Fair Work faqs. Sydney: CCH Australia.

Theoretical Models and Path Diagramming
Words: 589 Length: 2 Pages Document Type: Essay Paper #: 63513936
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Path Diagrams of Research Models

Business

This current research developed and tested a model of work engagement contagion in which the organizational citizenship behaviors (OCBs) and competitive behaviors of coworkers influence employees' engagement with their jobs. In a sample of 1,422 departments of an insurance firm, multilevel analysis revealed that coworkers' OCBs and competitive behaviors explain variance in individual work engagement over and above that explained by other individual and group-level predictors. Broadly speaking, these results suggest that coworkers' OCBs and competitive behaviors play critical roles in explaining why people are more engaged with their work. Implications are discussed.

Hypothesis 1: Coworkers' OCB is positively related to work engagement.

Hypothesis 2: Coworkers' competitive behaviors mediate the positive relationship between coworkers' OCBs and focal employee work engagement.

OCB (+1) WORK ENGAGEMENT

OCB (+2) COMPETITVE BEHAVIORS WORK ENGAGEMENT

The OCB's are the independent variables. The employees' competitive behaviors are the mediators. The…

Personal Data Age ____ Gender ____ Part-Time____
Words: 324 Length: 1 Pages Document Type: Essay Paper #: 37876661
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PERSONAL DATA: Age ____ Gender ____ Part-time____ Full-Time ____ Contract

Hourly____ Length of Service with company____ Your Role w/Company

Please answer the following questions by checking the response that best describes your perception or level of agreement or disagreement.

I feel that I am an important part of the company.

Strongly agree____ Agree____Neutral____Disagree____Strongly Disagree

I feel that the longer I work for the company, the more loyal the company is to me.

Strongly agree____ Agree____Neutral____Disagree____Strongly Disagree

I feel that I am rewarded for my hard work and efforts.

Strongly agree____ Agree____Neutral____Disagree____Strongly Disagree

The company environment is one that is positive in nature overall.

Strongly agree____ Agree____Neutral____Disagree____Strongly Disagree

5. My immediate supervisor provides me with constant feedback on my performance

Strongly agree____ Agree____Neutral____Disagree____Strongly Disagree

6. I feel a stronger sense of loyalty to the company, when my hard work is acknowledged.

Strongly agree____ Agree____Neutral____Disagree____Strongly Disagree

7. I am worried about the…

Piney Woods Hospital Satisfaction Is the Pivotal
Words: 3021 Length: 10 Pages Document Type: Case Study Paper #: 20804499
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Piney Woods Hospital

Satisfaction is the pivotal problem for Piney Woods Hospital to address. Satisfaction across all stakeholders has a substantive impact on the other key challenges the hospital is facing. When customers are satisfied with the service and care they receive at hospital, they let others in the community know about it. When hospital employees are satisfied, they provide superior hospital services. When physicians are satisfied, they provide excellent medical care. It is an obvious and intractable cycle. Further, levels of satisfaction are indicators of other symptoms or successes regarding the operations of the hospital and its relationship to the community. This paper will focus on the challenges of increasing patient and employee satisfaction within the Emergency Department at Piney Woods Hospital.

The health care industry has in common with other service industries the pivotal importance of employee engagement on the customer-facing -- or patient-facing, as the case may…

References

Atkins, P.M., Marshall, B.S., and Javalgi, R.G. (1996), Happy employees lead to loyal patients, Journal of Health Care Marketing, 16, 4, 14-23.

Brown, C.L. (2002), A theory of the process of creating power in relationships, Nursing Administration Quarterly, 26, 2, 15-33.

Cunningham, P. (2011, May11). Nonurgent use of hospital emergency departments. Center for Studying Health System Change (HSC) [BEFORE THE U.S. SENATE Health, Education, Labor and Pensions Committee Subcommittee on Primary Health and Aging Hearing on ?Diverting Non-urgent Emergency Room Use: Can It Provide Better Care and Lower Costs?]. Retrieved  http://hschange.org/CONTENT/1204/1204.pdf 

Electronic Health Records Overview (2006, April). National Institutes of Health National Center for Research Resources.

Tesco UK and WAL-MART U S
Words: 3382 Length: 10 Pages Document Type: Literature Review Paper #: 71391579
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The leadership is also defined in terms of its capacity to influence employees in achievement of organizational goals. The leader member theory efficiently defines the role of leaders and mechanism through which they influence employee's behaviors. The leaders are capable of forming a high quality exchange of social components based on the trust and likings with some employees result into a high performance. Similarly on the contrary the leaders also exchange a low quality of economic factors result into a low performance. It is noted that the leader member exchange theory highlights the effect of high and low exchanges in terms of influence on employee work ethics, productivity, satisfaction, and perceptions. Numerous studies confirm that the employees that are placed in supportive relations with their leadership tend to perform higher than then the compared members of organization (Bai 2011; Cameron 2012; Yee, Lee, Yeung & Cheng2013). The high quality leader…

References:

Agrawal, a & Hockerts, K2013, Institutional Theory as a Framework for Practitioners of Social Entrepreneurship, in Social Innovation (pp. 119-129), Springer Berlin Heidelberg.

Anderson, PV 2010, Technical communication: A reader-centered approach, Wadsworth Publishing Company, USA.

Bai, Y2011, August, How could leader inspire front-line employee's trust and service performance in service team: Evidence from China. In Management and Service Science (MASS), 2011 International Conference on (pp. 1-4), IEEE.

Baran, SJ & Davis, DK 2011, Mass communication theory: Foundations, ferment, and future, Wadsworth Publishing Company, USA.

Business Ethics What Conditions Would
Words: 1761 Length: 5 Pages Document Type: Term Paper Paper #: 77814775
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It is critical for people to have a voice in what's required of them if they are going to change their behavior and take responsibility for their jobs. Second, employees need to be recognized as the authorities in their jobs, no matter how trivial to complex, a job must be a source of respect in any organization if the employee is going to actively take responsibility for accomplishing its goals and objectives.

There also needs to be freedom for defining how a job gets done. To reduce a job to mere procedures is to take the responsibility away from it. Conversely, to give employees freedom in how they complete tasks is to create an environment of creativity.

Ultimately employees the most accountable and responsible when they have the opportunity to define what their goals, objectives and approach to completing their jobs are. Second, there needs to be an opportunity for…

Equal Pay Act
Words: 2584 Length: 8 Pages Document Type: Term Paper Paper #: 57885459
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Equal Pay Act: Difficult but Essential to Enforce

According to the federal Bureau of Labor Statistics, in 2009, women made about 80% of what men of the same race performing the same jobs did. Historical data from the BLS (and this is consistent with other sources) demonstrate that things have improved little in terms of pay equity for women over the past half century or so (Bureau of Labor Statistics, http://data.bls.gov/cgi-bin/surveymost ). This is true despite the fact that in 1963, the Pay Equity Act became federal law in 1963. It is nearly impossible not to consider this law a failure in its effects given that so little has changed. (One might argue that things might have gotten worse for women absent this law, but this argument seems at least primarily specious.)

Congress enacted the law, which amended the Fair Labor Standards Act, for a number of reasons, including the…

References

AFL/CIO, "Pay Equity," retrieved 5 February 2010 from  http://www.aflcio.org/issues/jobseconomy/women/equalpay/ ).

Bureau of Labor Statistics, retrieved 4 February 2010 from  http://data.bls.gov/cgi -

bin/surveymost  

Reference:

1) Adams v. George W. Cochran & Co., 597 A.2d 28 (D.C. App. 1991), John W. Budd, Employment with a Human Face: Balancing Efficiency, Equity, and Voice (Ithaca: Cornell University Press, 2004), 86 -- 88

2) National Labor Relations Board, petitioner, v. United Steelworkers of America, CIO, and Nutone, Inc. Nos. 81 and 289, 1958

3) Meritor Savings Bank v. Vinson (1986), 477 U.S. 57 at 61, 1986

4) Toussaint v. Blue Cross & Blue Shield of Michigan, 408 Mich. 579, 601; 292 N.W.2d 880, 886 (1980).

Analyzing Organization
Words: 3302 Length: 7 Pages Document Type: Assessment Paper #: 8183573
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adical Humanist Approach to Organizational Analysis

Analyzing Organizations

Company

Patagonia is a small company that began by making perfect pitons for rock climbers. The company was founded by a band of climbers and surfers who lived the minimalist lifestyle they promoted. The company makes clothing and gear for the silent sports -- no motors or engines are involved -- of skiing, snowboarding, surfing, fly fishing, paddling, and trail running" ("Patagonia," 2012). For the founders, the reward in each sport comes at the nexus that takes "the form of hard-won grace and moments of connection" between them and nature ("Patagonia," 2012). The corporate mission of Patagonia is to make the best possible products and to cause no unnecessary harm while engaged in that effort.

Methodology

The research in this study is grounded in critical theory and phenomenology. The personal accounts given by employees of Patagonia are expressions of how they experience…

References

Arnold, T.W. (1938). The Folklore of Capitalism. New Haven, CT: Yale University Press.

Bolman, L.G. & Deal, T.E. (1991). Reframing organizations: Artistry, Choice, and Leadership. San Francisco, CA: Jossey-Bass Publications.

Barnard, C. (1938). Functions of the Executive. Cambridge, MA: Harvard University Press.

Bower, M. (1966). The Will to Manage: Corporate Success Through Programmed Management. New York, NY: McGraw-Hill.

Geico Case Study Facets of the Geico
Words: 1624 Length: 5 Pages Document Type: Case Study Paper #: 99373802
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Geico Case Study

Facets of the Geico total rewards program align with the five (5) top advantages of total rewards

GEICO is the largest automobile insurance corporation operating in over fifty American states. As a government owned insurance firm, it is registered on the New York Stock Exchange. It operates in numerous areas of the automobile business operations. The company is managed by a semi-private firm, Berkshire Hathaway, which manages the activities of the numerous subsidiary companies.

The management has designed new strategies and policies. It also ensures the implementation in order to compete against competitors and to maintain its market share. The organization's prime objective was to maintain its reward system as employee performance is directly linked to appraisal they get from the organization. After a thorough review of GEICO's website, the first facet, which stood out was that with the economic issues in the United States, the company…

References

Ellig, B.R. (2007). The complete guide to executive compensation. New York: McGraw-Hill.

Gross, S.E., & Friedman, H.M. (2004). Creating an effective total reward strategy: Holistic approach better supports business success. Benefits Quarterly, 20(3), 7-12.

Hiles, A. (2009). Tough times demand focus -- Total rewards strategy. Benefits Quarterly, 25(4), 44-47.

Koppes, L.L. (2008). Facilitating an organization to embrace a work-life effectiveness culture: A practical approach. Psychologist-Manager Journal, 11(1), 163-184.

ANOVA Is a Combination of Statistical Techniques
Words: 1014 Length: 3 Pages Document Type: Essay Paper #: 65963630
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ANOVA) is a combination of statistical techniques in which a variance in a certain variable is divided into parts characteristic to various sources of variation. ANOVA provides a statistical evaluation of whether or not the ways of several congregates is equal and generalizes t-test of more than two groups. This technique is usually beneficial in comparing two, three, or more means of given tests, which can help businesses to identify trends. Moreover, the statistical technique is a practical tool that can be used to compare two groups either with a single independent variable or with two independent variables. It can also be used to assess differences in worker responses to employee engagement in a certain organization or to determine variations in employee productivity on specific work shifts depending on certain variables. As a result, analysis of variance is considered as a tool that can be used in manufacturing to improve…

References:

Edward-Nutton, S. (2008, March). Standard Costing and Variance Analysis. Retrieved February

9, 2014, from  http://www.cimaglobal.com/Documents/ImportedDocuments/cid_tg_standard_costing_and_variance_analysis_mar08.pdf.pdf 

"Manufacturing Performance Management." (n.d.). Stratum-MPM. Retrieved February 9, 2014,

from  http://www.silvon.com/pdf/Stratum-MPM.pdf

Bny Mellon-Union Avoidance Program Bny Mellon Human
Words: 3088 Length: 10 Pages Document Type: Essay Paper #: 97002460
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Bny Mellon-Union Avoidance Program

BNY Mellon Human esource

Management rights to avoid union program

Severance of benefits and wages

Monetary losses

Non-availability of unemployment insurance

Limited monetary benefits paid by unions

Economic implications for the company

eferendum on Unionization

estructuring wage structure

During a union organizing drive in any organization, it is the right of company's management to convince their employees of the potential benefits that not being part of a union may have for both the company as well as the employees. This is the crucial period when the union organizers, in this case International Brotherhood of Teamsters, will try to convince each employee of the potential benefits of joining a union. The usual tactics employed by union organizers are shortlist the opinion leaders and active members of employees and convince them. These opinion leaders in turn are tasked with convincing their coworkers to register in the union. In…

References

Bartik, T.J. (1985). Business location decisions in the United States: Estimates of the effects of unionization, taxes, and other characteristics of states. Journal of Business & Economic Statistics, 3(1), 14-22.

Bronfenbrenner, K. (1998). Organizing to win: New research on union strategies. Cornell University Press.

Cahill, N. (2000). Profit Sharing, Employee Share Ownership and Gain-sharing: What can they achieve? National Economic and Social Council (NESC). Research Series Paper No. 4, 1-31.

Clark, K.B. (1982). Unionization and Firm Performance: The Impact on Profits, Growth and Productivity. American Economic Review, 74(5), 893-919.

Managing Diversity Matters a Study on Qantas
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Managing Diversity Matters

A Study on QANTAS

Women Representation at QANTAS

QANTAS' Focus on Diverse Needs of Customers

QANTAS Ideology Regarding Recruitment of Youth

Challenges Faced y QANTAS

In today's challenging global scenario where competition is rising every day, it is necessary for Multinational organizations to address the basic need of today's business world: diversity. Customers, employees, strategic alliances, competitors, industry norms etc.; they are all subject to changes every day. This is the reason why organizations must need to show adaptability to the change and address the diverse needs of all these stakeholders. Furthermore, while discussing MNCs, it is noticeable that one of the industries (with highest degree of diversity in its operations) is the aviation industry. Australia is one of the most culturally diverse in the world, according to a 2009 study by L. Leveson in the International Journal of Manpower. The study explored current attitudes to diversity…

Bibliography

Arthur, J.B 1994, 'Effects of Human Resource Systems on Manufacturing Performance and Turnover', Academy of Management Journal, vol. 37, no. 3, pp. 670-687.

Australian Human Rights Commission. 2008, The Right to a Discrimination-Free Workplace, Legal Section, Human Rights and Equal Opportunity Commission

Beer, M., Spector, B., Lawrence, P., Mills, D.Q. And Walton, R 1985, Human Resource Management: A General Managers Perspective, New York: Free Press

Berman, E., West, J. And Wang, X 1999, 'Using Performance Measurement in Human Resource Management', Review of Public Personnel Administration, vol. 29, no. 2, pp. 5-17.

Organizational Behavior and People Management Motivating Long-Term
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Organizational Behavior and People Management

Motivating long-term company employees

Competitive remuneration cannot be used in isolation to motivate employees of a company that is focusing on its long time future. Money, an extrinsic motivation, is believed to extinguish intrinsic motivation like achievement motivation. However, money can be used as an indicator of success for various motives. To make long time company employees develop interest in the company's long-term future, some elements of innovation have to be integrated. As the CEO of the company I would initiate college scholarship schemes for veteran employees who may be having interest in furthering their education to be at par with the company's technological advances. College scholarship programs can also be extended to these employees' grandchildren because many grandparents still help with college bills. Long-term employees can also be given the first choice in vacation and shift-schedule request (Sixel, 2011).

I would also provide special…

References

Oak, C. (2003). Ten Ways to Attract and Retain Great Employees. Retrieved November 25, 2012

from  http://www.insurancejournal.com/magazines/mindyourbiz/2003/07/07/30612.htm 

Rummler, L. (2007, March). Faster Isn't Always Better for Onboarding. Talent Management

Magazine.

Dealing With Turnover HRM
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businesses, in particular because there is a productivity drop that occurs when an experienced worker is replaced by an inexperienced one. What happens is that the company will see productivity drop, and this can affect the financial results, so the more turnover there is the worse the financial impact will be. If the turnover rate is high enough, as occurs in poorly-run establishments, then it becomes the blind leading the blind and the organization's effectiveness is likely to be plummet.

The influences of turnover include perceived lack of procedural justice, lower than market compensation, and a perceived lack of a career pathway. Employees want to feel that there is mutual commitment between them and the organization, but they also want to feel that they are working towards their life goals, and that the company is a place where they can do that. Providing such a vision is important to employee…

References

Allen, D. (2006) Do organizational socialization tactics influence newcomer embeddedness and turnover? Journal of Management. Vol. 32 (2) 237-256.

Halbesleben, J. & Wheeler, A. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave. Work & Stress. Vol. 22 (3) 242-256.

Huselid, M. (1995). The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal. Retrieved April 22, 2016 from  http://www.uark.edu/ua/yangw/BUHPO/LitReview/husalid1995.pdf 

Johnsrud, L, & Rosser, V. (1992). Faculty members' morale and their intention to leave. The Journal of Higher Education. Vol. 73 (4) 518-542.

Suggested Strategies for Improving Motivation in a Fast Food Outlet
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Improve Employee Motivation

It is well-known that motivated employees a number of benefits to employers, reducing potential attrition levels, as well as increasing productivity and innovation (Buchanan & Huczynski, 2011). For a fast company, such as McDonald's or Burger King, where there are high levels of attrition, and many staff may include students who do not see the company providing long-term career opportunities, motivation can be particularly challenging (Kroc, 2012). This paper provides an outline of how to improve motivation in a fast food operation, taking into account the circumstances which are prevalent within the fast food industry. The outline considers some of the topics and the theoretical basis, with the subsequent section providing practical advice and the implementation of strategies specifically for the fast food chain.

Outline of topics and subtopics for recommendations

Motivation of employees is an important consideration for employers. It is important to understand what does…

References

Autor, DH (2014). Skills, Education, and the Rise of Earnings Inequality Among the 'Other 99%. Science, 344(6186), 843-851.

Buchanan, D., & Huczynski, A. (2011). Organisational Behaviour. Harlow: FT/Prentice Hall.

Cook, S. (2008). The Essential Guide to Employee Engagement: Better Business Performance Through Staff Satisfaction. London: Kogan Page Publishers.

Herzberg, F. (1968). One more time: how do you motivate employees? Harvard Business Review, 46(1), 53-62.

Changing Role of Human Resource Management in
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changing role of human resource management in the global competitive environment. The paper begins with evaluation of the global competitive environment, particularly with its contributing factors. The influences of information technology, corporate communication, and very strong marketing on HM function in this environment. This is followed by a discussion on the changing role of human resource managers in this competitive environment that has also been impacted by harsh economic conditions. The other parts discuss the recession challenge, impact of recession on HM function, and how to overcome the challenges.

HM in the Global Competitive Environment:

Human esource Management basically involves conducting several activities and functions that are directed towards attaining, retaining, engaging, and motivating employees. In order to achieve these goals, the most significant roles and responsibilities HM include performing routine tasks like recruitment, interview schedules, retention, performance evaluation, negotiation, training, employee development, and compensation and benefits. Notably, in the…

References:

Al jerjawi, K. (n.d.). HR Managers' Roles & Contributions in Merger Processes. Retrieved October 12, 2012, from http://www.wbiconpro.com/441-Khalil.pdf

Bhagria, A. (2010, July 29). Challenges Faced by Human Resource Managers in Era of Globalization. Retrieved October 12, 2012, from  http://www.younghrmanager.com/challenges-faced-by-human-resource-managers-in-the-era-of-gloablization 

"Impact of Recession on Human Resource Management and Working Conditions." (2011, April

29). European Working Conditions Observatory. Retrieved October 12, 2012, from  http://www.eurofound.europa.eu/ewco/2011/04/IE1104029I.htm

Strategic Resource Management Hewlett Packard Enterprise
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Activity 1: Human Resource Management (HRM)

HP Corporate Objectives

Profit: Recognizing that profit constitutes the single most effective measure of the organization's contributions to the community, in addition to being the most basic source of business strength. Attaining maximum possible levels of profit in line with other business goals is the aim.

Striving for constant advancement in company offering (i.e., services and products) quality, value, and utility (Hewlett-Packard, 2016).

Field of Interest: Focusing efforts and constantly pursuing fresh development opportunities, whilst simultaneously limiting participation to areas wherein the company possesses capability and is able to effectively contribute.

Growth: Underscoring corporate growth as one of the prerequisites for survival and one of the measures of corporate strength.

Employees: Offering employment opportunities to the workforce, including a chance to be a part of corporate success by helping to make it possible. Personnel must be afforded job security on the basis of their…

Human Resource Management Impacts on Organizations
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HRM -- HR -- Impacts on Organizations

hat are the best strategies for Human Relations Management (HRM) and Human Relations professionals (HRPs) to improve the performance of their employees? There are several important strategies that relate to that question, and they are reviewed in this paper.

The impact of Human Resource Management (HRM) on organizations is the subject of a peer-reviewed article in the International Journal of Human Resource Management (Dyer, et al., 1995). Dyer poses the questions at the outset as to whether several human resource strategies -- called "internally consistent bundles of human resource practices" -- actually make a contribution to organizational effectiveness. "Maybe" they do, Dyer responds to his own question. The background he alludes to shows that: a) in terms of labor productivity, bundles do show more effectiveness than single HR components; b) not all bundles are equally helpful, but some "configuration" of bundles do lower…

Works Cited

Bernadin, H.J., and Russell, J.E.A. (1998). Strategies for improving competitiveness: Quality,

Productivity, and Quality of Work Life. In Human Resource Management: An Experiential

Approach (2nd ed., pp. 334-365). Boston: Irwin McGraw Hill.

Caldwell, Cam, Truong, Do X, Linh, Pham T., and Tuan, Anh. (2010). Strategic Human

Work Life Balance
Words: 1478 Length: 5 Pages Document Type: Peer-Reviewed Journal Paper #: 2979248
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Wok-Life Balance

The objective of this eseach is to examine how business manages should deal with the wok-life balance issues of thei employees. This will be accomplished by conducting a eview of the liteatue in this aea of study and will include pevious studies and epots of an academic and pofessional pee-eviewed natue.

The pesent economy has made the suvival of businesses a challenging pusuit with climbing costs of labo not to mention the opeating expense fo a business. Howeve, flexibility is a pimay chaacteistic of the business that will suvive the pesent economic slump. In addition to the pesent state of the economy a epot published by the Society fo Human Resouce Management and specifically the 'Wokplace Foecast' elates that 57% of human esouces pofessionals "ageed that thee will be an inceased demand fo wok-life balance in the coming yeas." (Avats, 2010, p.1) In a sepaate study epoted by…

references and Business Need to Achieve Business Success. Everything Business Corp! 18 Mar 2010. Retrieved from:  http://www.corpmagazine.com/management/human-resources/itemid/1369/the-importance-of-worklife-balance-aligning-staf 

Buchanan, Leigh (2010) How to Improve Your Employees' Work-Life Balance. 8 Jun 2010. Inc. Top Small Company Workplaces. Retrieved from:  http://www.inc.com/top-workplaces/2010/how-to-improve-your-employees-work-life-balance.html 

Kubal, Diane and Newman, Janice (2010) Work-Life Balance a Key Tool for Retention. Workforce Management. Retrieved from:  http://www.workforce.com/section/recruiting-staffing/feature/work-life-balance-becoming-key-tool-retention/ 

Martin, Judy (nd) Work-Life Balance & Employee Engagement. Evan Carmichael. Retrieved from:  http://www.evancarmichael.com/Work-Life/1875/WorkLife-Balance  -- Employee-Engagement.html

Work-Life Balance: The Business Case (2010 Education Queensland. Work-Life Association Fact Sheet. Retrieved from:  http://www.worklifeassociation.org/uploads/File/businessfactsheet.pdfhttp://www.worklifeassociation.org/uploads/File/businessfactsheet.pdf

Total Rewards Systems Perform a
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These awards would serve as recognition for teams that have done an outstanding job. If these awards are based on measures that require total group contribution -- macro-level output measures -- then they will be more effective at fostering teamwork. This is important to overall corporate performance since that performance is directly related to the ability of different groups to function in unison towards a common objective.

Intrinsic rewards are also critical to FedEx Express. As views in academia are mixed on whether intrinsic or extrinsic rewards are more effective, both are used in this model (Urdan, 2003). The job can be somewhat monotonous. Employees with frequent customer interaction can gain intrinsic rewards from social interaction (couriers, sales people) but employees with low levels of interpersonal interaction on the job will also need to have intrinsic rewards as part of their package. By building a number of intrinsic rewards, employee…

Works Cited:

Wilson, T. (2003). Innovative reward systems for the changing workplace. New York: McGraw-Hill.

Burke, W., Lake, D., & Paine, J. (2008). Organization change: A comprehensive reader. San Francisco: Wiley.

Ingram, D. (2010). What are the elements of a total rewards system? eHow. Retrieved June 3, 2010 from http://www.ehow.com/about_5484256_elements-total-rewards-system.html

Williams, M., Brower, H., Ford, L., Williams, L. And Carraher, S. (2008). A comprehensive model and measure of compensation satisfaction. Journal of Occupational and Organizational Psychology. Vol. 81 (4) 639-668.

Importance of Motivating an Age Diverse Workplace
Words: 3167 Length: 10 Pages Document Type: Research Paper Paper #: 47093914
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motivation to an age divese wokplace. It ceates the undestanding of motivation in the context of a divese wok envionment. The pape explains why it is impotant fo manages of oganizations to acquie skills and knowledge egading divesity management. It pesents vaious challenges that manages face when motivating a divese wokfoce. The pape pefoms a desciption of the divese skill set that benefit oganizations which incopoate diffeent geneations of employees. The eseach fostes knowledge on the chaacteistics of vaious geneations, fo example, the Wold Wa II geneation, Baby Boomes, Geneation Xes and the millennial geneation. On this, it identifies vaious aspects such as attitudes, pefeences, and ways of thought and factos that motivate them. It descibes how an oganization benefits fom young and old geneation wokfoce in tems of taditional and technological skills. The pape povides infomation on the consequence of divesity, fo example, impovement of output, pomotion of innovation…

references. International Journal Of Human Resource Management, 22(6), 1262-1276.

doi:10.1080/09585192.2011.559098

Henderson, L., Washington, P., & Watkins-Batler, A. (n.d). Training for Business Success:

Does Diversity Training Improve Productivity, Performance, and Fair Promotions? Retrieved on 17th April 2013 from http://www.chicago-united.org/pdfs/2008-DiversityTrainingEffects.pdf

Nelson, D.L., & Quick, J.C. (2011). Organizational behavior: Science, the real world, and you.