Employee Morale Essays (Examples)

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Employee Relations Financial Crisis Managing Employee Relations

Words: 2413 Length: 9 Pages Document Type: Essay Paper #: 53303609

Employee Relations Financial Crisis

Managing Employee Relations in the Event of a Financial Crisis

A Look into Management can Effectively Navigate through Adverse Conditions

Austerity Protests (Dowling, 2012)

Employee relations can often be a difficult aspect of maintaining the overall health of an organization. In general, employee relations often refer to the act of fostering productivity, motivation, and employee morale in an organizations human resources pool. However, there are some circumstances in which it is virtually impossible to maintain high levels of morale. One example of this is during a period of economic turmoil. During the global financial crisis of 2008, the world's economy took a sharp turn for the worse. This economic downturn had many implications for businesses and their employees. The level of unemployment rose quickly in many nations and pressure was also applied to lower employee wages.

In the event of such an economic downturn, it is…… [Read More]

Works Cited

BLS, 2012. The Recession of 2007-2009. [Online]

Available at:  http://www.bls.gov/spotlight/2012/recession/pdf/recession_bls_spotlight.pdf 

[Accessed 12 September 2012].

Business and Marketing, 2009. Consumers in a Recession. [Online]
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Employee Handbook Privacy Section ABC Widget Company

Words: 1173 Length: 4 Pages Document Type: Essay Paper #: 43580439

Employee Handbook Privacy Section

ABC Widget Company: Employee Handbook Privacy Section

What privacy rights issues should be addressed?

In the Age of Information, there are increasing concerns being voiced about what can legitimately be expected to be kept private, and how these issues affect employees' rights in the workplace. According to Hayden, Hendricks and Novak (1990, most adults spend approximately one-half of their waking hours in the workplace today, and it is therefore not surprising that employment practices affect a broad range of privacy rights. With the sole exception of polygraph ("lie-detector") testing, there are not many areas of workplace activities that are addressed by the U.S. Constitution or national privacy laws. As a result, employers in the United States have a great deal of flexibility in collecting data on their employees, regulating their access to personnel files, and disclosing the contents of employee files to those outside the organization.…… [Read More]

References

Backer, T.E. & O'Hara, K.B. (1991). Organizational change and drug-free workplaces:

Templates for success. New York: Quorum Books.

Hayden, T., Hendricks, E. & Novik, J.D. (1990). Your right to privacy: A basic guide to legal rights in an information society. Carbondale, IL: Southern Illinois University Press.

Muhl, C.J. (2003). Workplace E-Mail and Internet Use: Employees and Employers Beware An
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Employee Participation

Words: 1265 Length: 5 Pages Document Type: Essay Paper #: 91946980

Employee Participation

The Person/Environment Dynamics of Employee Empowerment: An Organizational Culture Analysis"

According to this article by Pennie Foster-Fishman and Christopher Keys, participatory management is becoming more common, where innovative service delivery and staff empowerment are becoming increasingly important in management. The article examines a human service agency specifically, entitled SERVE. Among the goals of serve included the objective to strengthen "the voice of frontline staff in agency decision making and policy formation." The administrators believed that this organizational approach would be an effective means of increasing employee morale and organizational effectiveness (Foster-Fishman, 1997).

In this particular instance, the employee empowerment initiative occurred within a public bureaucracy, where typically efforts to empower employees fail due to strict cultural features. Empowerment, defined by this article represents "the process of gaining influence over events and outcomes of importance to an individual or group" (Foster-Fisman, 1997). According to the article, the primary purpose…… [Read More]

Bibliography

Byrnes, P., Choi, L., Fegan, F., Miller, R. & Petter, J. "Dimensions and Patterns in Employee Empowerment: Assessing What Matters to Street-Level Bureaucrats." Journal of Public Administration Research and Theory, Vol. 12, 2002.

Foster-Fishman, P., Keys, Christopher B. "The Person/Environment Dynamics of Employee Empowerment: An Organizational Culture Analysis" American Journal of Community Psychology, Vol. 25, 1997

Nathan, J. "Empowerment as a Workplace Strategy in Small Business." Review of Business, Vol. 15, 1993

Ramos, E.L., & Tseo, George K.Y. "Employee Empowerment: Solution to A Burgeoning Crisis?" Challenge, Vol. 38, 1995
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Employee Attitudes to Performance Appraisal

Words: 2139 Length: 7 Pages Document Type: Essay Paper #: 77114068



Performance appraisal systems are complex and time consuming, especially for managers who supervise extended numbers of employees

Performance appraisal systems can be stressful and ineffective (Clark, 2011).

5. Structure of performance appraisal systems

The construction of a performance appraisal system is a complex endeavor, based on both theoretical as well as practical considerations. John J. Gabarro and Linda a. Hill (1995) for instance argue that managers ought to construct their appraisal systems in a critical manner, based on both pre-existent models and frameworks, but also on internal features within the organization. Cynthia Morrison Phoel (2011) and her co-editors argue that the main criterion to an effective appraisal system is represented by feedback.

Kevin . Murphy and Frank E. Saal (1990) then argue that there exists a triple structure to create frameworks for employee appraisal. The frameworks are constructed based on four criteria: the constituents, the goals, the specific objectives and…… [Read More]

References:

Armstrong, M., 2000, Performance management: key strategies and practical guidelines, 2nd edition, Kogan Page Publishers

Armstrong, M., Baron, a., 2005, Managing performance: performance management in action, 2nd edition, CIPD Publishing

Baruch, Y., Harel, G., 1993, Multi-source performance appraisal: an empirical and methodological note, Public Administration Quarterly, Vol. 17, No. 1

Clark, K., 2011, Advantages and disadvantages of performance appraisals, ZeroMillion,  http://www.zeromillion.com/business/advantages-and-disadvantages-of-performance-appraisals.html  last accessed on March 7, 2011
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Employee Handbook Addressing the Issue of Workplace

Words: 1099 Length: 4 Pages Document Type: Essay Paper #: 99595088

employee handbook addressing the issue of workplace equity and nondiscrimination in a health care organization. The essay includes various issues related to the non-discrimination laws and the benefits of implementation of anti-discrimination laws.

An employee handbook is a manual for employees and works as a staff handbook which is drafted by the employer. Employee handbook contains policies and procedures for the employees. It has all the terms and conditions of employment. The main purpose of an employee handbook is to communicate to the employees the fair and just policies of an organization. An employee handbook of different organizations will have different details because of the varying nature of the business carried out by the organization however the main purpose of the handbook will remain the same. An employee handbook for a health care organization will have their own set of policies and procedures.

An employee handbook for a health care…… [Read More]

References:

Papa, Michael J.; Tom D. Daniels, Barry K. Spiker (2007). Organizational Communication: Perspectives and Trends (5 ed.). SAGE

Trentham, Susan; Laurie Larwood (1998). "Gender Discrimination and the Workplace: An Examination of Rational Bias Theory." Sex Roles 38 (112) [HIDDEN]

Wadhwa, Vivek (6 June 2006). "The True Cost of Discrimination." BusinessWeek Online.

The Economics of Discrimination, Robert P. Murphy, Library of Economics, AUGUST 2, 2010
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Employee Separation Policies and Procedures

Words: 1445 Length: 4 Pages Document Type: Essay Paper #: 59523604

Human Resources -- Employee Separation Policies and Procedures

Employee separation is an inevitable aspect of the business world. Careful consideration of the company's core values, stakeholders, legal requirements and financial well-being are all taken into account when preparing a Separation Policy. By establishing and implementing procedures, some of which are followed even before an employee is hired, the company can accomplish employee separation with a minimum of financial, legal and morale risk.

Separation Policy ith Specific Procedures

A Separation Policy must be well-planned and effectively communicated to avoid some common pitfalls of employee separation. Most employees, absent a collective bargaining agreement, are "at will" employees (Zachary, 2008). However, employees still sue under several theories. To avoid successful suits by former employees, the company must take care to treat different categories of employees the same to avoid successful discrimination suits; terminate the employee only for lawful reasons to avoid successful wrongful…… [Read More]

Works Cited

Anonymous. (2006, February). Employee terminations. Retrieved February 16, 2014 from search.proquest.com Web site: http://search.proquest.com.ezproxy.trident.edu:2048/docview/200653775

Anonymous. (n.d.). Chapter 6: Managing employee separations, sownsizing and outplacement. Retrieved February 16, 2014 from docs.google.com Web site: https://docs.google.com/viewer?a=v&q=cache:lsOQaq7S5oIJ:classes.bus.oregonstate.edu/fall-06/ba453/Neubaum/Chapter6%2520post.ppt+voluntary+and+involuntary+employee+benefits+poerpoint&hl=en&gl=us&pid=bl&srcid=ADGEESiKGVYjQJcvtL-X7Hylxg7R1spJO6fS52Tc-gb-cuYA

Shanoff, B. (2006, April). Termination headaches. Retrieved February 16, 2014 from search.proquest.com Web site: http://search.proquest.com.ezproxy.trident.edu:2048/docview/219265004

Van Bogaert, D., & Gross-Schaefer, A. (2005, Summer). Terminating the employee-employer relationship: Ethical and legal challenges. Retrieved February 16, 2014 from search.proquest.com Web site: http://search.proquest.com.ezproxy.trident.edu:2048/docview/194226698
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Employees' Turnover on Human Resource

Words: 1953 Length: 7 Pages Document Type: Essay Paper #: 41947941



In this context, a question is being posed relative to the measures which could be taken in order to increase employees' on the job satisfaction and reduce the high turnover rates. The following strategies could be implemented in both Hong Kong vehicle companies, as well as within all companies facing the challenges of high employee turnover rates. Yet, what should be remembered is that the following suggestions are merely theoretical and that they should be customized to fit the specific particularities of each separate entity. These being said, the suggestions to improving employee retention are as follows:

Increasing salaries; higher wages will generally determine people to be more committed to the job and to the employer

Offering other financial incentives, such as premiums and bonuses; these should be offered based on performances, but also based on efforts

Offering various non-financial incentives, such as flexible working schedules or the organization of…… [Read More]

References:

Boyd, C., 2003, Human resource management and occupational health and safety, Routledge, ISBN 0415265908

Droege, S.B., Hoobler, J.M., 2003, Employee turnover and tacit knowledge diffusion: a network perspective, Journal of Managerial Issues, Vol. 15, Issue 1

Han, P., 2008, Survey: Employers in China face worst staff turnover rate in Asia, Embassy of People's Republic of China in the United States of America,  http://www.china-embassy.org/eng/xw/t401165.htm  last accessed on February 23, 2010
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Employee vs Management

Words: 446 Length: 2 Pages Document Type: Essay Paper #: 16705478

Employment Management

Employees, Management and Compromise

Employment and management often share the same goals but have very different perspectives on how to achieve them. The key to establishing a healthy and functional workplace is finding a compromise between these two perspectives.

Working Environment:

This is especially true when lives are at stake such as in the nursing home around which this discussion centers. An establishment of 88 beds and a rotating staff of roughly 150 nurses, physicians, clinicians, clerical workers, orderlies and maintenance workers, the long-term care facility imposes heavy workloads and difficult hours on its employees.

Policies:

• Alternative Work Schedules (i.e. flexible work)

On the issue of alternative work schedules, employees at the nursing home desire a greater work/life balance. Many complain that long hours prevent time for family and rest. Management requires employees that are on-call 24 hours a day and must maintain a positive ratio of…… [Read More]

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Employee Satisfaction Hygiene Factors and

Words: 15085 Length: 50 Pages Document Type: Essay Paper #: 27698005

Motivation of workers is posing very big challenges to organizations. Herzberg ensures that an organization rewards its employees depending on the behaviors that the management would like to encourage.One of the widely known writers on motivation of workers is Frederick Herzberg. He is widely known for the two-factor theory that he came up with. The two factor theory is widely referred to as the hygiene motivation theory. As stated above, motivation of employees is a challenge. Nobody has brought evidence refuting the theories of Herzberg. Therefore, the ideas that are put forward by him may still be looked at.

Hygiene Factors and Dissatisfaction at Work

The hygiene factor in job satisfaction can best be explained using Herzberg's (1966) two factor theory (Motivation-Hygiene Theory).The hygiene factors refer to the factors that are majorly concerned with the work conditions. The factors are contextual features of conditions of work. They are however not…… [Read More]

References

Akintoye, I.R. (2000). The place of financial management in personnel psychology. A Paper

Presented as Part of Personnel Psychology Guest Lecture Series. Department of Guidance and Counselling, University of Ibadan, Nigeria.

Armstrong, DL (2006). When Employees Are Happy!

http://www.ldarrylarmstrong.com/9_2011_SEPTEMBER_FINAL____WHEN_EMPLOYEES_ARE_HAPPPY.pdf
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Employee Motivations for Police Officers

Words: 651 Length: 2 Pages Document Type: Essay Paper #: 91003333



If the economic/machine and affective/affiliation models are combined then the result would resemble the growth-open system theory of motivation (Cordner, 2013). The term 'open' in this model is meant to imply employees are influenced by their environment, including the environmental factors existing outside the workplace. The term 'growth' indicates that individuals will transition through several levels of need fulfillment depending on whether more basic needs have been met. This 'needs' hierarchy is based on the work of the psychologist Maslow, who proposed the first needs that must be fulfilled are the most basic, such as food, clothing, and shelter. If these needs are being met then an individual will next seek to protect themselves from threats to their physical and psychological health. The subsequent levels, according to Maslow, would be social needs, feeling valued and personal fulfillment, in that order. Since most police officers earn enough to meet their basic…… [Read More]

References

Cordner, G.W. (2013). Police Administration (8th ed.). New York: Anderson Publishing.
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Employees Emotions and Problems

Words: 588 Length: 2 Pages Document Type: Essay Paper #: 96840667

Managing Emotions

What factors do you think make some organizations ineffective at managing emotions?

Employees' emotions can be harder to control at work as opposed to in other parts of life. In many cases, employees will not reveal their emotions which can make it difficult to pick up on any emotional problems. For example, an employee's personal life might be affecting their work performance but they might be trying to hide their emotions about an event such as a death in the family. Therefore, emotions that are due to external factors are difficult to identify and deal with in an organizational context.

Do you think the strategic use and display of emotions serve to protect employees, or does covering your true emotions at work lead to more problems than it solves?

There are many professional boundaries that should be maintained by employees in an organization at all times. It is…… [Read More]

References

Biro, M. (2013, December 15). Leadership Is About Emotion. Retrieved from Forbes: http://www.forbes.com/sites/meghanbiro/2013/12/15/leadership-is-about-emotion/

The Workplace. (2012, April 24). When is it appropriate to take sick leave due to work stress/fear of burnout? Retrieved from The Workplace: http://workplace.stackexchange.com/questions/922/when-is-it-appropriate-to-take-sick-leave-due-to-work-stress-fear-of-burnout
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4 Steps to Implement a Successful Employee Wellness Program

Words: 2532 Length: 8 Pages Document Type: Essay Paper #: 2608356

Employee Wellness Program

Company Background

Benefits of the Employee Wellness Program

Employee Needs Assessment

Components of the Program

Marketing of the Program

Implementation of the Plan

Evaluation of the Plan

This paper aims at developing an employee wellness program for the organization so as to ensure that the due attention is paid to the health and wellness issues that are being confronted by the employees. The paper would also propose strategies for the effective marketing and evaluation of the developed employee wellness program.

Employee Wellness Program

Company Background

The organization under consideration has been in the business since last 10 years. The organization is a manufacturing concern that is indulged in the development and sales of beverages, including fresh juices and gerbil teas. The organization operates in 3 different regions of the United States of America and employs a total of 500 people. The organization has a healthy business and…… [Read More]

References

Forbes Magazine, (2012). 4 Steps To Implement A Successful Employee Wellness Program. Forbes. Retrieved 17 July 2014, from http://www.forbes.com/sites/theyec/2012/11/28/4-steps-to-implement-a-successful-employee-wellness-program/

McClintick, K. (2009). WSU Employee Wellness Needs Assessment and Programming Implementation (1st ed., pp. 1-35). Winona: Winona State University. Retrieved from  http://www.winona.edu/asf/media/wsu_employee_wellness-mcclintick.pdf 

Staff Members of the International Public Management for Human Resources, (2013). Employee Wellness Benefit Guide (1st ed., pp. 2-14). Alexandria: International Public Management for Human Resources. Retrieved from  http://ipma-hr.org/sites/default/files/pdf/EmployeeWellness_Plantation.pdf 

Staff Members of the Texas Municipal League Multistate Intergovernmental Employee Benefits Pool and Deer Oaks Employee Assistance Program, (2010). The City of Somewhere's Wellness Program (1st ed., pp. 1-4). Austin: Texas Municipal League Multistate Intergovernmental Employee Benefits Pool and Deer Oaks Employee Assistance Program. Retrieved from https://www.tmlmultistateiebp.org/documents/Sample%20Wellness%20Program.pdf
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Employee Feedback Programs Are Programs

Words: 2835 Length: 10 Pages Document Type: Essay Paper #: 85578747

However, it has been a struggle to make employees view that these employee feedback programs are not just a tool for the companies to comply with has been a losing battle eports 12.

The good news of the matter is that these employee feedback programs provide duly needed positive and negative feedback which helps the management re-strategize their decision making process.

Organizational culture and employee feedback programs

The culture of the organization must at the same time reflect these employee feedback programs Gupta, Govindarajan and Malhotra 206.

Organizational culture is the personality that is exhibited by an organization through its employees. Members of the organization slowly come to sense this culture and try their best to express it in their actions in various situations. There are several effects of an organization's culture. These include influencing the technologies applied, image of the organization to the public, strategies, services and products of…… [Read More]

References

Bogardus, A. Phr / Sphr Professional in Human Resources Certification Study Guide. New York: John Wiley & Sons, 2009. Print.

Earl, Joanne, Melissa Dunn Lampe, and Andrew Buksin. "What to Do with Employee Survey Results." Gallup Management Journal (2008). Print.

Gomez-Mejia, L.R., D.B. Balkin, and R.L. Cardy. Managing Human Resources. London: Pearson/Prentice Hall, 2009. Print.

Gupta, Anil K., Vijay Govindarajan, and Ayesha Malhotra. "Feedback-Seeking Behavior within Multinational Corporations." Strategic Management Journal 20.3 (1999): 205-22. Print.
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Employee Safety & Health Employee

Words: 734 Length: 2 Pages Document Type: Essay Paper #: 14251665

cannot automatically assume his or her right to serve. And even the American with Disabilities Act allows that all employers cannot necessarily accommodate all conditions, of all employees.

The eyco website, in response to criticism, defended its position, stating that smoking employees of Michigan businesses each drained their companies, and thus shareholders and fellow workers as well as company owners, of an additional $4,000 a year in absenteeism, medical benefits and the earnings that are lost to sickness and premature death. (McConnell, 2005) but handicapped employees who can still do their jobs effectively cannot be discriminated against, nor can an employee with a predisposition, genetically, to cancer, be excluded from an employee health care policy simply because he or she is more costly.

Again, these costs are not choices like smoking. But federal laws protect workers with conditions such as obesity and alcoholism, where there is at least some 'choice'…… [Read More]

Works Cited

McConnell, Beth. (8 Feb 2005) "Fired smokers, state senator protest Weyco policy." SHRM. Retrieved 9 Feb 2005 at http://www.shrm.org/hrnews_published/CMS_011315.asp#P-11_0

Weyers, Howard. (25 Jan 2005) "Why Weyer is Serious about Smoking?" Weyer Official website. Weyer News. Retrieved 9 Feb 2005 at http://www.weyco.com/web/company/news/012520050002.jsp
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Life Balance in Effective Employee Management Importance

Words: 2011 Length: 6 Pages Document Type: Essay Paper #: 9476963

Life Balance in Effective Employee Management

Importance of Work-Life Balance

The purpose of this paper is to explain the importance of work-life balance in an effective management of employees in contemporary organizations. The paper constitutes a brief introduction to the concept and a comprehensive discussion on how a good work-life balance of employees increases their morale, motivation, and commitment which ultimately contribute towards their superior workplace performance and higher organizational productivity.

Work-life balance means how employees are able to split their time and energy to manage their personal and professional lives in such a fashion that neither of them is negatively affected by the other (Eikhof, Warhurst, & Haunschild 2007). Work-life balance allows them to give time to their family commitments, personal care, community participation, and other personal life activities along with fulfilling the demands of their professional life (Saxena 2009). It is the responsibility of employers to formulate policies…… [Read More]

Resources, 49 (3): 285-307.

Moore, T., Johns, R. & Johnson, C. 2006, "Work-Life Balance Experiences of Women in the Construction Industry," International Employment Relations Review, 12 (2): 67-78.

Pedersen, V. & Lewis, S. 2012, "Flexible friends? Flexible working time arrangements, blurred work-life boundaries and friendship," Work, Employment & Society, 26 (3): 464-480.

Robbins, S. & Coulter, M. 2006, Management. 8th Edition. U.S.: Prentice Hall

Saxena, P. 2009, Principles of Management: A Modern Approach, 1st Edition. India: Global India Publications
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Supervising a Problem Employee

Words: 2245 Length: 8 Pages Document Type: Essay Paper #: 39718850

Employee

Supervising a Problem Employee

An Employee elations Case Study

Supervising a Problem Employee: An Employee elations Case Study

SCENAIO: John Jones is a long-term employee of the Lackawanna Police Department. During his first ten years on the force, John was enthusiastic about his job and was promoted quickly. Within the last year, however, John's performance has deteriorated. He is constantly agitated and is frequently late for work in the morning. His paperwork has gotten shoddy and he often turns in reports well past their due date. John's immediate supervisor, Betty Brown wants to salvage her employee, John. She has known him for many years and she feels that something must be seriously wrong and it is directly affecting his employment with the Lackawanna Police Department.

Unfortunately, situations like John's are all too common in today's workforce. As employers continue to use more human resources generalists and fewer specialists in…… [Read More]

References

Ackerman, Spencer (2000, October 12). Rutgers University police officers complain of racism in department. Daily Targum (University Wire).

Aminuddin, Maimunah (1998, January). Building harmonious employee relations. New Straits Times.

Gill, Lucy (1999). How to Work With Just About Anyone. New York, NY: Simon & Schuster.

Shilling, Dana (2002). The Complete Guide to Human Resources and the Law: 2002 Supplement (Rev. ed.). Paramus, NJ: Prentice Hall.
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Effects of Employee Stock Ownership Plans on Employees Since September 11

Words: 2249 Length: 8 Pages Document Type: Essay Paper #: 95906845

Employee Stock Ownership on Employees in the Airlines Industry since September 11th.

Review current materials on the issue.

Airline industry ESOPs tend to be very volatile.

This paper will examine the effects of the September 11th tragedy on employees' employee stock ownership plans in the airlines industry. The following generic information is provided for background before examining the main issue for this paper.

In the United States, the main vehicle for employee ownership in a company is the Employee Stock Ownership Plan (ESOP) which first became a recognized plan in 1974. There are between 17 and 20 million U.S. employees participating in large ESOPs or other contribution plans holding stock. Employees may own stock directly in their companies through stock purchase programs or be members of work cooperatives.

Studies find the employee ownership has a positive impact on performance even in adverse times. September 11th adversely affected the majority of…… [Read More]

Works Cited

Douglas Kruse, Ph.D. "Research Evidence on Prevalence and Effects of Employee Ownership. http://wwww.chrs.rutgers.edu.February 2002.

United Airlines. Form 10K. Securities and Exchange Commission.

Southwest Airlines. Form 10K. Securities and Exchange Commission.

Continental Airlines. Form 10K. Securities and Exchange Commission.
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Leadership and High Morale Workforce

Words: 1861 Length: 6 Pages Document Type: Essay Paper #: 36971181

subjugated to the topic "The Importance of High Morale at the work place." Scholars and authors indicate in their empirical studies that organizational culture (high and low morale) is critical in making or breaking of the business. This essay includes two successful companies who have virtuoso work culture; Zappos and Google. eing listed in Fortune's"100 best companies to work" these companies have their own unambiguous combination to motivate and retain the employees and also deliver happiness around the office's paradigm.

An elaborative overview and literature is induced by the author to provide depth to the research. This essay also comprehends to the issues faced by the organization in formulating morale. The easy three stage approach by Melcrum to develop positive Morale at the work place is cost effective. The report ends with conclusion and recommendations by the author.

However, there have been many limitations to the study such as word…… [Read More]

Bibliography

Akdere, M., & Altman, B.A. (2009). An organizational development framework in decision making: Implications for practice. Organization Development Journal, 27(4), 47. Retrieved from http://proquest.umi.com.exproxy.nu.edu/pqdweb?

Fortune Magazine, (2012). Best companies of 2012 Retrieved online on 9th September 2014, from  http://archive.fortune.com/magazines/fortune/best-companies/2012/snapshots/11.html 

Fortune Magazine, (2014). Best companies of 2014. Retrieved online on 9th September 2014, from http://fortune.com/best-companies/google-1/

Forret, M., & Love, M. (2008).Employee justice perceptions and coworker relationships. Leadership & Organization Development Journal, 29(3), 248.
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Business Management -- Employee Cross

Words: 1942 Length: 7 Pages Document Type: Essay Paper #: 83244544

Because cross-trained employees are more knowledgeable about the overall business processes of the organization, their conceptual understanding of the mission of their organization is enhanced by every incremental increase of their involvement and knowledge of its operations (obbins & Judge, 2009). Beyond that element of increased involvement, the fact that cross-trained workforces tend to improve the morale and organizational connectedness of individual employees also contributes directly to organizational benefits through the positive impact on individual performance. Finally, cross-trained workforces also collaborate better and exhibit increased interpersonal rapport with coworkers. According to generally accepted principles of organizational behavior, this element also improves individual work performance beyond what is capable of achieving without such interpersonal rapport among coworkers (ussell-Whalling, 2008).

Conclusions and ecommendations

The review of the available literature on the beneficial effects of cross-trained workforces on their organizations strongly suggests that, as a general rule, cross-training should be implemented in business…… [Read More]

References

Caggiano, C. "Sign of the cross-training times." INC. (Dec/1998): 122-123.

Daft, R. (2005) Management. Mason: Thomson South Western.

George, J.M. And Jones, G.R. (2008). Understanding and Managing Organizational

Behavior. Upper Saddle River, NJ: Prentice Hall.
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ROI From Employee Education the Notion That

Words: 3025 Length: 9 Pages Document Type: Essay Paper #: 59961749

OI from Employee Education

The notion that employee education and training leads to higher levels of employee productivity is not a new concept in business management. However, for many businesses, the cost of employee education is still regarded as an optional business expense instead of an essential business investment. This prevailing attitude is primarily due to the fact that there appears to be no clear connection between employee education and the bottom line. It is the objective of this paper to demonstrate that there is a OI from employee education, as it: increases the level of employee productivity; is of strategic importance to businesses building competitive advantages; improves employee morale and retention; and reduces the costs of recruitment.

KEY WODS AND PHASES: employee education; training and development; productivity; investment; OI; competitive advantage; employee recruitment; employee retention; employee morale; life-long education; skills; knowledge; learning; human resource management; human resource development; intellectual…… [Read More]

References

Ariss, S.S., & Timmins, S.A. (1989). Employee Education and Job Performance: Does

Education Matter? Public Personnel Management. Vol. 18: 1, p. 1+.

Davis, B. D, & Muir, C. (2002). In This Issue: Upgrading Business Literacy and Information

Skills. Business Communication Quarterly. Vol. 65: 3. p. 99+.
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How to Increase the Morale of Employees at a Clinic

Words: 1279 Length: 4 Pages Document Type: Essay Paper #: 95906139

Health Clinic Chaos: Case Study

The busy Blessed Heart health clinic is located in Seattle, Washington. The clinic is a Federally Qualified Public Health Clinic that has been serving different patients within the area. The population served by Blessed Heart includes Medicaid and SCHIP population as well as other underinsured self-pay patients. The clinic has 30 physicians who are charged with different roles based on their qualifications. Blessed Heart has just hired a new administrator, Ms. Johnson, in order to handle the hospital operations and address the issues constantly raised by the physicians. Ms. Johnson has worked for other clinics within the area and has been credited with transforming the clinics. Her last role was based within Seattle for Mexi Health Clinic. While she was there, she managed to transform the clinic and eliminate the manual processes by implementing an HMIS. The system assisted the clinic to improve on its…… [Read More]

References

Buchbinder Sharon B. (2011). Health Clinic Chaos. Unpublished.

Ken & Scott, B. (2008). Workforce Excellence. from  https://www.youtube.com/watch?v=1puEuzPoxsw 

Prosser, R. (2014). An Exploratory Investigation of Employee Motivation in the Private Sector: A Study of Dow Corling. Cardiff Metropolitan University.

Zalcman, S. (2014). How to Keep Employee Motivation Sky High.
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Reducing Employees in an Organization

Words: 1591 Length: 5 Pages Document Type: Essay Paper #: 12757836

Economic Downturn in Police

Chief of Police: Dealing with the Economic Downturn

The process of reducing employees can be nerve wrecking especially in the police sector. As the Chief of Police, the process of layoff proves difficult. It is a nightmare on imagination of the scene of termination especially where a family member is part of the layoff. The process may raise valid concerns, but reducing various employees will have a positive impact in the management of the team, and efficient delivery of services. It is, therefore, crucial to take consideration on the economic reality in the current days. It may not be ethical for the city council to have employees whom it may not manage in the current economic state.

The activity may be a hard thing to do, but the economic state cannot allow for another alternative. Thus, lay off is the best activity to ensure that the…… [Read More]

References

Bailey, D. (2011). The recession and beyond: local and regional responses to the downturn. New York, NY: Routledge.

Belasen, A.T. (2000). Leading the learning organization: communication and competencies for managing change. Albany, N.Y.: State University of New York Press.

Burke, R.J., & Cooper, C.L. (2000). The organization in crisis: Downsizing, restructuring and privatization. Oxford: Blackwell Publishers:

Johnston, M. (2005). Syndromes of corruption: wealth, power, and democracy. Cambridge, UK: Cambridge University Press.
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Raines M 2011 Engaging Employees Another Step

Words: 830 Length: 3 Pages Document Type: Essay Paper #: 45425748

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…… [Read More]

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.
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Ft Pt Employees to Explore Whether

Words: 4053 Length: 9 Pages Document Type: Essay Paper #: 60052034

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…… [Read More]

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.
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Effective Methods of Employee Recognition

Words: 893 Length: 3 Pages Document Type: Essay Paper #: 2231004

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…… [Read More]

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.
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Effects of Company Mergers on Employees

Words: 554 Length: 2 Pages Document Type: Essay Paper #: 55258436

Company Mergers on Employees

The end of the twentieth century saw a wave of domestic and cross-border corporate mergers and acquisitions. Worldwide M&As grew at an average of 42% per annum between 1980 and 1999, reaching U.S.$2.3 trillion in 1999, according to the United Nations World Investment eport 2000. The report also suggested that the merger trend was evidence of an emerging globalized market (Cheng). While the globalization of markets is one important driving factor behind cross-border mergers since this allows for easier access to new markets through acquisition of strong local players, there are several other reasons why companies may choose to merge. Objectives range from the need to reduce competition, lower cost of production, eliminate excess capacity, increase market share through the acquisition of strong, established brands to the desire to acquire new technology and realize economies of scale in production, distribution, and purchase. Further, weak financial positions…… [Read More]

References

Cheng, E. What's driving the wave of corporate mergers. Green Left Online Edition.

Retrieved from the World Wide Web: http://www.greenleft.org.au/back/2001/438/438p16.htm

Gharib, S. (Feb. 24, 2004). Commentary: The Merger Mania Failure Factor. Quote.com.

Retrieved Mar. 2, 2004 from the World Wide Web: http://finance.lycos.com/qc/news/story.aspx?story=200402250300_NBR_NBR-20040224-STORY4&symbols=NBR:100
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Motivation and Morale Police administration

Words: 2271 Length: 7 Pages Document Type: Essay Paper #: 20352867

Abstract

The current study aims to examine the effect of the lack of supervision and detachment between administration and low-level supervisors and beat officers and how this leads to low morale and motivation. Imperatively, low level of morale and motivation results in low productivity, which might give rise to absenteeism and poor watch, adversely affecting the society through increased level of crime. A questionnaire will be designed to achieve the purpose of this research study and will be distributed to selected beat officers working in different police precincts. The number of questionnaires analyzed will be to different police precincts. Data collected will be analyzed through SPSS using both descriptive statistics, correlation and regression data.

Problem Statement

Organizations endeavor to have more productive personnel, who are deemed the most significant resources and a determining factor for success. Low levels of productivity can be linked to poor employee morale and motivation. The…… [Read More]

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Why Incentives Help Make Employees Happy

Words: 6623 Length: 23 Pages Document Type: Essay Paper #: 97795433

Profit Sharing and Other Incentives as Employee Development Performance Motivational Tools and the Relationship between Managerial Support and Employee Commitment to the Organization

The impact of profit sharing and other incentives on employee development and organizational growth is measured in various companies around the world. From Keller Williams to Southwest Airlines companies are utilizing incentives, such as 401ks, profit sharing plans, insurance plans, even pre-tax commuter benefits, because like Southwest they believe that their "greatest asset" is their employee (Southwest Report, 2010, p. 45). According to servant leadership theory, by offering managerial support that is designed to benefit and assist the worker, a higher degree of employee commitment to the organization can take place. Thus, companies such as Keller Williams promote mottos like "God, Family, Business" in that order to show that in their workplace environment what comes first is not business but that which is more important than business:…… [Read More]

Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.). Thousand Oaks: CA:

Sage Publications.

Sanders, T. (2006). The Likeability Factor. NY: Three Rivers Press.
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Looking Into Teleworking the Employee Impact Within the Organization

Words: 2268 Length: 7 Pages Document Type: Essay Paper #: 81709334

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…… [Read More]

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.
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Training New Employees Writing Benefits

Words: 3860 Length: 13 Pages Document Type: Essay Paper #: 32837702



Ethics training for employees programs have to be carefully planned taking into consideration and setting standards for ethical behavior in the company and what the training is supposed to accomplish. Companies have to make ethical training mandatory for all employees setting a good example that no one is above the law. The ethics training should help the employees become familiar with the company's code of ethics, know more about decision making using ethical models. "Good ethical training provides training covering five basic aspects of ethical training, responsibility, respect, fairness, honesty and compassion. Compliance laws and other topics such as using internet, computers only for company related work and not misusing these resources, about work place romance etc. are an integral part of the training program" (Gordon, 2012).

The training has to supply information regarding reporting ethics violation to specific personnel and assure them that offenders will be punished harshly. This…… [Read More]

References

Business Ethics. (2012). Retreived from http://www.referenceforbusiness.com/small/Bo-

Co/Business-Ethics.html

Business Ethics and Social Responsibility.(n.d.). Retreived from http://highered.mcgraw-

hill.com/sites/dl/free/0073511722/620358/ferrell7e_chapter2.pdf
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How Motivated Employees Helped Save an American Institution

Words: 1756 Length: 5 Pages Document Type: Essay Paper #: 89669733

Motivational Challenges at Harley-Davidson, Inc.

Today, Harley-Davidson, Inc. (hereinafter alternatively "Harley-Davidson" or "the company") is the only major heavy motorcycle manufacturer in the United States and the company enjoys fierce loyalty from an ever-widening consumer base (Company profile, 2016). This legacy is the result of more than a century of intensive research and development as well as innovation in designs that have made Harley-Davidson motorcycles legendary for their high performance and rugged appearance. This legacy, though, almost ended during the 1970s and 1980s when increased competition from Japan and problems with manufacturing nearly bankrupted the company. To its credit, though, the company's leadership succeeded in turning the company around through informed management practices including employee motivation initiatives such as the High Powered Work Organization concept. To determine the facts in this case, this paper reviews the relevant literature to provide an overview of the company and a discussion concerning the…… [Read More]

References

Business summary. (2016). Yahoo Finance. Retrieved from http://finance.yahoo.com / q/pr?s=HOG+Profile.

Company profile. (2016). Reference for Business. Retrieved from http://www.reference forbusiness.com/history2/86/Harley-Davidson-Inc.html.

Hampton, G. (2008, July 1). Back on the road again. Security & Transportation, 13, 1-5.

Harley-Davidson. Contributors: Not available. Magazine title: Marketing. Publication date: October 24, 2012. Page number: 22
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Incentives When Employees Are Recognized

Words: 2940 Length: 8 Pages Document Type: Essay Paper #: 77072152

A company may also decide to combine strategies, such as a generic strategy of low-cost or differentiation with the focus strategy. For instance, an organization may establish a focus / differentiation strategy or a focus/cost leadership strategy.

Before a company decides on an employee motivation program, it should give careful consideration to the company's corporate strategy that is behind the plan implementation. As is the case for every management system, well-thought-out and crafted compensation programs should not be developed as separate entities, just because they are popular at the time or they worked well for one company, so why not for all of them. It is critical to understand the reasons why the plan is being developed and implemented and the specific goals the company hopes it to attain. Compensation goals that are well considered will be helpful in the process of choosing the incentive program format that best supports…… [Read More]

References Cited:

Allen, R. & Helms, M., (2002). Employee perceptions of relationships between strategy rewards and organizational performance. Journal of Business Strategies, 19 (2). 115-139.

Armstrong, M., & Page, K. ( 2007) A handbook of employee reward management and practice.

Cambridge: Cambridge University Press.

Cameron, J. & Pierce, W.D. (2002). Rewards and intrinsic motivation: resolving the controversy. Westport, CT: Greenwood Press.
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Optimizing Organizational Performance Through Appropriate Employee Management Straategies

Words: 2524 Length: 8 Pages Document Type: Essay Paper #: 96689156

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…… [Read More]

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
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Employee Rewards Has Been Increasingly Brought to

Words: 1419 Length: 5 Pages Document Type: Essay Paper #: 78696598

employee rewards has been increasingly brought to the forefront. This is because globalization is creating a shift in how firms are operating by requiring the utilization of specialized skills. These individuals are necessary for a firm to be able to adjust with changes inside the marketplace and new competitors. As a result, a number of organizations have begun focusing on transforming compensation strategies to address these needs. To fully understand how this is occurring requires focusing on: the way this can improve competitive compensation plans, how they are tied to specific jobs, the effectiveness of an equity-based rewards system, the key factors for integrating this model with traditional rewards programs and providing recommendations that will streamline these initiatives. Together, these elements will provide specific insights as to how a firm can improve their competitive compensation strategy. (Wilson, 2003, pp. 1 -- 15)

Innovations of Employee Benefits

Innovations in the type…… [Read More]

References

Bauer, T. (2005). Enhancing Career Benefits. Personal Psychology, 58 (4), 859 -- 891.

Griffin, R. (2012). Management. Mason, OH: Cengage.

Kamery, R. (2005). Job Content Salary Surveys. Proceedings of the Academy of Legal, Ethical and Regulatory Issues, 9 (1), 49-76

Shin, J. (2005). Corporate Governance Reform. Journal of Business Ethics, 62 (2), 101 -- 113.
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Employee How Companies Profit by Giving Response

Words: 526 Length: 2 Pages Document Type: Essay Paper #: 7230986

Employee: How Companies Profit by Giving

Response

I think the confusion might arise from the fact that the way in which the author is using the terms 'motivation' and 'recognition' are very specific to the workplace. While it is true that children may 'act out' to get negative recognition, this is much rarer for employees, or at least not to the same degree because workers have the pressures of obtaining a paycheck. However, sometimes workplaces can unintentionally reward asocial employee behavior, thus motivating employees to continue to undermine overall productivity. A very competitive workplace may have a policy of praising employees who are extremely cutthroat and give these workers bonuses. But ultimately, this undermines a cohesive sense of organizational mission and creates a group of employees who pursue their own interests, not the interests of the company.

Response

I would have to very respectfully disagree with your assertion that employees…… [Read More]

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Employees Use the 360 Degree

Words: 3428 Length: 10 Pages Document Type: Essay Paper #: 42868307

A very important point is that online learning can be done individually or in groups (for example video conferences).

6. In general, in order to make a career choice one should be informed about the world of professions. Information about the profession that appears the most interesting and appropriate should be gathered. If possible, it would be important to read interviews or talk to people with similar jobs for a more accurate and realistic image. Another important part in a career choice is to assess individual strengths and weaknesses. Several personality tests are available for such a purpose (for example CPI - California Psychological Inventory, SDS - the Self-Directed Search questionnaire). For the persons in search for a career it is important to identify the skills they have and they most enjoy using. The career identified should be compatible with the interests and skills identified. In conclusion, a person who…… [Read More]

References

Drewes, G., Runde, B. (2002). Performance Appraisal, in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.

Fletcher, C. (2002). Appraisal: An Individual Psychological Perspective, in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.

K.J. Kennedy (2005). Evolution of Employee Benefits as Provided through the Internal Revenue Code, Retrieved from www.taxreformpanel.gov/meetings/docs/KennedyPresentation_fina_2.ppt

Hesketh, B., Ivancic, K., (2002). Enhancing Performance through Training in Psychological Management of Individual Performance. Sonnentag, S. (Ed.) John Wiley & Sons, Ltd.
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Employee Absenteeism High Employee Satisfaction Is Correlated

Words: 527 Length: 2 Pages Document Type: Essay Paper #: 71551971

Employee Absenteeism

High employee satisfaction is correlated with low employee absenteeism.

Employee satisfaction is both a qualitative and quantitative research question. Absenteeism is a measurable, quantitative and numerical data set; there is no grey area within it. It is a pattern of missing obligations and can be used to correlate numerical data. Employee satisfaction, on the other hand, is typically qualitative and then turned into quantitative data (productivity, morale, loyalty, satisfaction). This measurement is often rated on a scale (low number = low satisfaction, high number = high satisfaction, etc.).

There are a number of variables that would be significant in any study on the relationship between absenteeism and satisfaction. These would include age, gender, position (level within the hierarchy), demographics, salary, time at the company, educational level, and then, of course, the number of days absent (which could also be broken down to days per week, month, quarter, consecutive,…… [Read More]

Source:

Research Design. (2006). Research Methods Knowledge Base. Retrieved from:

 http://www.socialresearchmethods.net/kb/design.php
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Employee Privacy Rights in the Workplace

Words: 1650 Length: 6 Pages Document Type: Essay Paper #: 59182565

privacy in the workplace encourages contempt.

Legitimate Limits

Economic reasons for supervision.

Reasons of inter-employee, and employee-customer safety.

Reasons of performance.

Definition of excessive supervision/invasion of privacy.

Examples of excessive supervision/invasions of privacy.

Legal consequences/ramifications.

Effects of legal yet employee-perceived insufficient privacy.

Effects on performance

Effects on Morale

Possible psychological/health effects

Ultimate Employee Contempt results from:

Illegal/unethical supervision and invasion of privacy.

Legal yet excessive supervision/surveillance or what employees view as excessive invasion of privacy.

Conclusion: Employees view invasion of privacy with contempt that transfers to contempt for employers and supervisors.

Employer Surveillance, Lack of Privacy and Employee Contempt

In today's modern age, employers across the board have begun to resort to increasingly invasive methods to monitor the performance and behavior of their employees. Previously a realm of banks and retail establishments, employee monitoring has become the norm in most large and many small businesses -- aimed at everything from…… [Read More]

Works Cited

Houston, Justine. Barnes, James. Keynes, Amanda. (1999). "Examination of the Issue of Electronic Monitoring of Employees." Retrieved on October 10, 2004, from,  http://www.swlearning.com/bcomm/lehman/lehman_13e/good_example_long_report.pdf 

James, Geoffrey. (2004). "Employee Monitoring: How to Respect Privacy Rights and Prevent Morale Backlash." Retrieved on October 10, 2004, from, http://www.privacyknowledgebase.com/privacyAdvisor018_s.jsp

NWI. National Work rights Institute. (2000). "Electronic Monitoring in the Workplace." Retrieved on October 10, 2004, from, http://www.workrights.org/issue_electronic/em_legislative_brief.html

Stanford University. (2004). "Monitoring in the Workplace: Health Concerns." Web site. Retrieved on October 10, 2004, from, http://cse.stanford.edu/classes/cs201/current/Projects/electronic-monitoring/health.html
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Employees Performance Appraisals at the

Words: 4257 Length: 15 Pages Document Type: Essay Paper #: 10158549

The initial recommendation comes from the employee's direct supervisor and is then discussed with the general director and the payroll manager.

At the fourth stage, the performance review, the employee and his direct supervisor come once again face-to-face to discuss the outcome of the performance appraisal process. The employee is informed of the managerial decision regarding future remunerations, and a date for a new meeting is set. The new meeting will establish goals for the following year, ergo the cyclic characteristic of the appraisal system (Grote and Grote).

Aside for meeting the three scopes previously identified, performance appraisals also present the company with several benefits. For instance, they create a context in which the employee is introduced to his own core competencies and limitations, based on which he can better direct his future formation. Then, the employees take an active role in their own evaluation and get to know themselves…… [Read More]

References:

Armstrong, S., Appelbaum, M., Stress-free performance appraisals: turn your most painful management duty into a powerful motivational tool, Career Press, 2003, ISBN 1564146863

Coens, T., Kenkins, M., Block, P., Abolishing performance appraisals: why they backfire and what to do instead, Berrett-Koehler Publishers, 2002, ISBN 1576752003

Falcone, P., Sachs, R.T., Productive performance appraisals, 2nd edition, AMACOM Div American Mgmt Assn, 2007, ISBN 0814474225,

Grote, D., Grote, R.C., the performance appraisal question and answer book: a survival guide for managers, AMACOM Div American Mgmt Assn, 2002
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Employee Compensation Plans for Companies

Words: 1824 Length: 6 Pages Document Type: Essay Paper #: 97677945

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…… [Read More]

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.
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Leadership and Employees

Words: 705 Length: 2 Pages Document Type: Essay Paper #: 30799368

Motivation of Baltimore City Police Department

Proposed changes

In order to keep the officers motivated and reduce crime rate, these proposed policies will aim at aiding their understanding of how valuable and important they are and the indispensable function they perform in order for the department's objectives to be achieved. The strategies will employ Herzberg Hygiene theory, which debates that two major factors exist that people consider when highly motivated; the factors associated with job satisfaction and those related to job discontent as well as the Maslow's Hierarchy of Needs Theory; "Motivational needs vary from the essential biological needs such as food, air etc. to self-fulfilment".

The proposed policies are:

Efficient internal interaction and commendation for successful jobs.

Information should be concise and understandable when being presented and it also needs to be modified based on the role of its recipient officer. When an officer's commendable work is announced or…… [Read More]

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Donna and Kelly Assume Employee Relations Specialist

Words: 948 Length: 3 Pages Document Type: Essay Paper #: 60850445

Donna and Kelly

assume employee relations specialist company. The supervisor responsible project advice issue. Members group assigned tasks completing project. Ideally, pieces puzzle smoothly completed. Kelly working overtime ensures piece project completed meet deadlines.

Scenario: Donna and Kelly

In the scenario presented, Kelly does not feel as if her colleague Donna is 'pulling her weight' on a project to which they are mutually assigned. Kelly has not confronted Donna about her anger. Instead, she has quietly allowed her emotions to build as she has grown increasingly frustrated with what she perceives as Donna's lackadaisical attitude about work deadlines. Now, Donna is taking a weekend vacation, leaving Kelly with even more work. In this specific instance, 'ownership' of the problem lies in Kelly's hands. This does not necessarily mean that only Kelly is at fault. However, "for every set of conditions or outcomes, there are some people who are affected adversely…… [Read More]

References

Owning the problem. (n.d.), Problem ownership. Retrieved:

 http://highriskopportunity.com/Problem%20-%20Ownership.htm
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Challenges a Manager Faces in Motivating Employees

Words: 1077 Length: 3 Pages Document Type: Essay Paper #: 89401545

Motivating Today's Employees

With respect to motivating their workers, today's employers face different challenges than those of fifty years ago. Changes in the way business is conducted, an uncertain economic climate, new expectations of both employers and employees, and a growing and increasingly diverse workforce have made old rules and practices obsolete. Employers need fresh approaches to motivate employers in the 21st century.

Numerous studies have demonstrated that, given satisfaction with their financial compensation, employees are more motivated by non-monetary incentives rather than extra cash (Dewhurst, Gutheridge & Mohr). The economic crisis of the last several years has had a detrimental effect on the general morale of employees who may have legitimate concerns about job loss, cuts in benefits, reduced wages or hours, or failure to get raises or promotions. An economic downturn is precisely the time when organizations need their workers to be motivated and engaged, with the hope…… [Read More]

References

Dewhurst, M,, Guthridge, M, and Mohr, E. (2009). Motivating people, getting beyond money.

McKinsey Quarterly. Retrieved from http://www.mckinseyquarterly.com

/Motivating_people_Getting_beyond_money_2460

Gautschi, T.F. (1989). Hawthorne studies: A workplace classic." Design News 455(20), 180.
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Disintegrating Relationships Between Organizational Leaders and Employees

Words: 3181 Length: 10 Pages Document Type: Essay Paper #: 83778048

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,…… [Read More]

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.
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Using Mbos to Improve Employee and Organizational Outcomes

Words: 1130 Length: 4 Pages Document Type: Essay Paper #: 41339012

Performance Management

Create a job description for a retail sales associate. Create an organizational behavior modification (OBM) plan to define a set of three (3) key behaviors that are necessary for job performance.

Job Description for etail Sales Associate

• Greet customers and determine their needs and wants

• Discuss potential merchandise purchase of customers

• ecommend merchandise based on discussion with customer

• Advise customers on utilization and care of merchandise

• Upsell related products or services

• Answer customer questions

• Explained return policies and discounts

• Keep merchandise displays in order

Organizational Behavior Modification Plan (OBM)

Key Performance Behaviors

Greet customers within 5 minutes of entry into sales area (allow time for browsing before contact).

a. Sales associate make mental note of customer response and encourages survey feedback for all completed sales with customers given assistance. Measurement: An on-your-honor system with sales associate fine-tuning approach to customer…… [Read More]

References

Lindberg, E. (2011). Effects of Management by Objectives: Studies of Swedish Upper Secondary Schools and the Influence of Role Stress and Self-efficacy on School Leaders. Journal of Educational Administration, 49, (1), 62-74. Retrieved

http://www.diva-portal.org/smash/get/diva2:420332/FULLTEXT02.pdf

Perry, J.L., Engbers, T. A, and Jun, S.Y. (2009). Back to the future? Performance-related pay, empirical research, and the perils of persistence. Public Administration Review • January | February. Retrieved  http://sites.duke.edu/niou/files/2011/05/Perry-Engbers-and-Jun-Back-to-the-Future.pdf 

Zaccaro, S.J., Rittman, A.L., and Marks, M.A. (2001). Team leadership. The Leadership Quarterly, 12, 451 -- 483. Fairfax, VA: Psychology Department, George Mason University. Retrieved  http://www.qub.ac.uk/elearning/media/Media,264498,en.pdf
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Personality and Job Satisfaction

Words: 2842 Length: 10 Pages Document Type: Essay Paper #: 43951078

Employee satisfaction might be one of the most difficult measures in management to quantify. There are so many ways to judge this factor, from self-evaluation to independent evaluation to more concrete numbers like productivity, which has been linked to job satisfaction.

There is no industry-wide standard for assessing employee satisfaction, and yet it is one of the most important factors in a successful work environment. This paper will explore the influence of an individual's personality and character traits on their job satisfaction; instead of seeing job satisfaction as a result of outside influences, I hypothesize that an employee's individual personality and attitude are important factors in his or her job satisfaction. That is to say, an employee who is otherwise unhappy and gloomy will most likely not be happy in his or her workplace either, and conversely, an employee with a positive outlook and an upbeat personality will be satisfied…… [Read More]

Morrison, Reese, "How In-House Managers Can Profit from Diverse Satisfaction Surveys," Of Counsel, 21:3, 2002.

Bernthal, Paul. "Measurement Gets Strategic," T& D, published by American Society for Training and Development, May 2005.

"Management Communication: Unlocking Higher Employee Performance," Communication World, March-April 2005, pp. 18-22.
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Motivation and Morale on Leadership

Words: 1284 Length: 5 Pages Document Type: Essay Paper #: 32698207

" (p. 90)

Total Quality Management (TQM) is called by Aragon to be "an invaluable leadership technique that assists in developing a positive, customer-oriented culture and a genuine level of employee commitment that pervades the entire work environment." Additionally stated is that the method of TQM is one that "relies on the capabilities of both labor and management, working as a team, to continually improve quality and productivity." (2004) The TQM method provides "opportunities for participation, problem solving, and teamwork, it creates a tremendous level of motivation within each employee...employees are more than motivated -- they are empowered." (Aragon, 2004) Aragon additionally states that: empowered employees."..take a personal interest and responsibility in setting and achieving the department's goals. ecause they know they have a way in how tasks are accomplished, they feel a sense of pride and ownership in their work. In addition, empower employees improve the overall performance of…… [Read More]

Bibliography

Foster, Raymond E. LAPD (ret.) Morale: Whose Job Is It Anyways? - Leadership, Technology and Tactics: Themes from the Street PoliceOne.com Online available at http://www.policeone.com/writers/columnists/RaymondFoster1/articles/119446/.

Brown, Edward (2003) The New Frontier: Police Motivational Training. Online available at http://www.calea.org/newweb/newsletter/No72/police_motivational_training.htm.

Meeting Law Enforcement's Responsibilities: Solving the Serious Issues of Today" (2001) Major Cities Chiefs Association - Critical Issues Studies Group, October 2001. Online available at http://www.neiassociates.org/seriousissues.pdf.

Aragon, Robert (2004) Positive Organizational Culture: A Practical Approach. Online available at http://www.security-protocols.com/textfiles/law/93dec004.txt.
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Hiring and Retaining Quality Employees

Words: 2229 Length: 7 Pages Document Type: Essay Paper #: 7768939

Hiring and etaining Quality Employees

/Concept Definition

This is basically going out there for the best in the market, bringing them on board by hiring their services. But again hiring the best is not enough; retaining them is a much bigger task that many find it very difficult. This concept further entails going out in the labor market and recruiting quality employees whose portfolios speak for themselves .This requires one to exercise very rigorous interviews in which the best and not just experienced but result oriented employees get hired and given attractive packages that will not only boost their morale at work but also motivate them to increase their productivity and stay longer in the company. This is a very vital topic to research on because its findings are very important for any company that intends to go beyond borders and break through the international market.

Current esearch on the…… [Read More]

References

Bridgestar (2009) Flexible Work Arrangements: A Win-Win for Organizations and Employees

http://www.bridgestar.org/Library/FlexibleWorkArrangements.aspx

Milkovich, Newman & Gerhart. (1999) Compensation: (10th Ed.) Sage: USA

Montelongo, P. (2007). Retaining Quality Employees
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Hiring New Employees Is Generally

Words: 1263 Length: 4 Pages Document Type: Essay Paper #: 95240301

It's a common problem and luckily it is one which can be fixed if it's addressed properly.

Alternatives

One of the best solutions to procrastination and rampant disorganization is to get the person in question to admit that he has a problem and to get him to admit that he's preventing himself from functioning at his highest level of productivity and success.

Introducing general organizational skills to Carl could be a crucial factor in his success. Carl might never have received such basic training when he was developing. "Employees in the workplace must have general organizational skills, which allow them to determine the supplies they need, how to arrange their files and whom to contact for specific information. Managers who work with employees will often organize the work of employees to keep them busy, especially those that require a lot of direction, like file clerks or contract workers" (Suttle). In…… [Read More]

References

Grohol, J. (2005, January 10). Learn About Procrastination. Retrieved from psychcentral.com:  http://psychcentral.com/library/procrastination.html 

Kirsch, M. (2013). Stop Procrastinating -- Right Now! Retrieved from Goodhousekeeping.com: http://www.goodhousekeeping.com/health/wellness/procrastination-get-done

Marano, H. (2010, July 7). Procrastination: Ten Things To Know. Retrieved from psychologytoday.com: http://www.psychologytoday.com/articles/200308/procrastination-ten-things-know

Suttle, R. (n.d.). Organizational Skills in the Workplace. Retrieved from Chron.com:  http://smallbusiness.chron.com/organizational-skills-workplace-1277.html
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Managing Positive Employee Relations Index

Words: 3158 Length: 10 Pages Document Type: Essay Paper #: 27334020

To do this, her duties could be diversified, and her position modified in order to give her a greater sense of responsibility. One way to do this could be to appoint assistants whom Sue could train to handle her more elementary duties. She could then learn to assist some of the higher-level positions within the company and work her way towards a leadership position.

In today's democratic and equal society, the law protects workers in diverse workplaces. Indeed, democracy and equality in the workplace and society are two of the most important paradigms in the United States today. As a company that reflects the society it serves, it is the aim of WWW.toprovide its workers with optimal satisfaction and opportunities to realize their work related dreams. In order to do this, it is the manager's job to become familiar with all the legislation relating to workers, their protection and their…… [Read More]

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Customer Experience and Employee Satisfaction

Words: 4822 Length: 15 Pages Document Type: Essay Paper #: 73314610

It is a broader notion or the next evolutionary stage of client relationship management approach.

A customer-centric organization is defined as the one, offering long-term constant and consistent best quality experience to clients 'over all customer access points; across all marketing, sales, and service programs; throughout all parts of the organization.' As can be clearly inferred from this definition, the product will vary over time to satisfy evolving clients needs, but the staff of the company must be adequately train to offer best quality service no matter what product it offers to the clients: at the access points, at the logistics offering optimal time of the service or delivering a product, and after sales servicing to motivate another purchase.

There are certain steps within building such organization. The first phase of collecting and analyzing client database corresponds to the first phase of client relationship management and calls for clear understanding…… [Read More]

References

Ahn, J.Y. Some aspects on the Web data mining for effecting eCRM from a statistical viewpoint, PhD dissertation, Chonbuk National University, Chonju.

Bertz, R. Jr., Thomas, S. Perceived Equity, Motivation, and Final-offer Arbitration in Major League Baseball, Journal of Applied Psychology, Volume 77, pp. 280-287, 1992.

Bolton, M. Customer Centric Business Processing, International Journal of Productivity & Performance Measurement, Volume 53, i, pp. 44-51, 2004.

Bose, R. Customer Relationship Management: Key Components for it Success, Industrial Management & Data Systems, Volume 102/2, pp. 89-97, 2002.
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Recruiting and Retention Strategies of Office Temporary Employees

Words: 3169 Length: 12 Pages Document Type: Essay Paper #: 2125832

ecruiting and etention Strategies of Office Temporary Employees

An in-depth analysis of the temporary office employee industry as it pertains to recruiting and retention of those employees.

This paper presents a detailed proposal for the recruiting and retention of temporary office workers. The writer is employed as a full time on site recruiter of temporary office workers at one of Wall Street's top financial firms. The majority of the temporary help the writer recruits are administrative assistants and other entry level finance positions. The positions range from a couple of days to several months in time. The writer is charged with recruiting and retaining temporary workers who have the necessary skill sets and experience to perform the jobs. The writer analyzes the industry, the company history regarding temporary employees and future trends to propose methods for the purpose of recruiting and retention of those workers.

FLOW OF INFOMATION

Abstract

Introduction…… [Read More]

REFERENCES

Workforce, July 2002, pp. 74-77 -- Subscribe Now!

http://www.staffingtoday.net/memberserv/1199ss/story24.htm

Offering Insurance Is the Key To Healthy Profits and Retention

Three Ways to Build Recruiter Relationships
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Reward and Pay Strategy for Employees of

Words: 2008 Length: 6 Pages Document Type: Essay Paper #: 66615051

eward and Pay Strategy for Employees of a Company

Assessment of the organization in terms of its organizational strategy, objectives, mission and values

Organizational strategy of Coca-Cola Company

As a large co-operate institution, the company looks at its future with a view to dominating the beverage industry globally. The company has recorded tremendous growth for the past few decades. The growth is never a normal escalation of production level but also an expansion, which is sustainable. The company focuses more on meeting its short-term commitments at the same time; it invests in meeting its long-term goals. The company aims to achieve its long-term growth in that, the long-term growth will aim allow the careers to flourish. The company is building fundamental strength in marketing its products and innovation. It drives increased efficiency whereby there will be real effectiveness where it comes to interactions with the systems and the generation of…… [Read More]

References

Brown, D. (2010). Reward strategies: From intent to impact. London: Chartered Institute of Personnel and Development.

Saleem, S. (2010). Business envirornment. New Delhi: Pearson.

Dransfield, R. (2012). Corporate strategy. Oxford [u.a.: Heinemann.
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Deferring Decisions to Employees Would Have Been

Words: 669 Length: 2 Pages Document Type: Essay Paper #: 62019172

deferring decisions to employees would have been appropriate. In some situations, the employee would have had greater expertise over the subject matter. In other situations, the employee should make the decision because the decision is not at a high enough strategic level to be made by the CEO. I believe that Skaug's method would also have been appropriate if he were taking over a hospital or investment firm. Employees in those firms have specialized training and the decisions that they are to make are based on that training. The CEO does not make investment recommendations or patient treatment decisions, so deferring those decisions to the relevant experts would have been the best strategy in those situations as well.

Skaug was deferring tactical level and operational decisions to his subordinates. He recognized the situation his company was in and acted accordingly to set up a culture where managers took initiative and…… [Read More]

Works Cited:

Chapter 11. Making Decisions. In possession of the author

Chapter 12. Leading People within Organizations. In possession of the author

Module 6. In possession of the author
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Effect of Gender On Leadership Style and Employee Job Satisfaction

Words: 769 Length: 2 Pages Document Type: Essay Paper #: 26239237

Gender on Leadership Style and Employee Job Satisfaction

"The glass ceiling" emerged as a widely employed metaphor in the nineties to account for inaccessibility of organizational leadership posts for females. Even today, females continue to encounter a number of challenges when aiming for leadership positions (Ayman & Korabik, 2010). Research scholars recognize the broad significance of culture and situational contingencies as contextual factors governing leadership, whilst also presenting leadership or governance as a largely gender-neutral phenomenon. As of 2010, the labor force of the U.S. comprised of approximately 72 million women (aged 16+); i.e., 58.6% of American females above 16 years were employed, with 40% of the working female population either in professional or managerial roles (Jackson, Alberti & Snipes, 2014). In this paper, gender's impact on personnel job satisfaction and leadership approach will be studied, by reviewing scholarly literature on the subject.
 

Gender Impacts on Leadership Approach and…… [Read More]