The Influence Of Motivation And Discipline Work Against Employee Work Productivity Tona'an Markets, 2016 university pgri adi buana
The Influence Of Motivation And Discipline Work Against Employee Work Productivity Tona'an Markets, Priyono Priyono, Zaenal Zaenal
priyono iyon priyono management
Abstract The purpose of this study was to determine and examine whether there is influence of motivation, and discipline kerjai on employee productivity in office environments Bangkalan tona'an market? The method used in this research is quantitative research approach with linear regression analysis techniques. multiple. The population in this study were all employees of the office market tona'an Bangkalan of 20 people, while samples in this study were all employees of the market tona'an some 20 people. Results from this study is, the hypothesis that motivational effect on work productivity in office environments market Tona'an Bangkalan ...
Examining The Relationship Of Emotional Intelligence, Trust, And Performance In Self- Directed, Professional Teams In A U.S. Private Wealth Services Work Environment, Dorothy O. Elder
Graduate Dissertations and Theses
This dissertation examines the relationship of team emotional intelligence, intra-team trust, and team performance in self-directed, professional teams in a Private Wealth Services work environment. Teams represented four of the institution’s geographic divisions, with twenty-nine professional advisors who reported to thirteen supervisors. A conceptual model linking team emotional intelligence-individual resource, intra-team trust, and team emotional intelligence-synergy to team performance is presented. The model depicts a novel way of thinking about the team emotional intelligence relationship to team performance. The findings offer leaders the opportunity to design targeted interventions with a goal of improving team performance.
Investigating The Uniqueness And Usefulness Of Proactive Personality In Organizational Research: A Meta-Analytic Review, Matthias Spitzmuller, Hock-Peng Sin, Michael D. Howe, Shereen Fatimah
Using meta-analysis (283 effect sizes from 122 studies), we extend prior qualitative and quantitative reviews of research on proactive personality in a number of meaningful ways. First, we examine the discriminant and incremental validity of proactive personality using meta-analytic regression analyses. Our results reveal that more than 50% of variance in proactive personality is unrelated to the Big Five personality traits collectively. Also, proactive personality accounts for unique variance in overall job performance, task performance, and organizational citizenship behaviors, even after controlling for the Big Five personality traits and general mental ability (for overall job performance and task performance). Moreover ...
The Changing Relationship Between Supervisors And Subordinates: How Managing This Relationship Evolves Over Time, 2016 Cornell University School of Hotel Administration
The Changing Relationship Between Supervisors And Subordinates: How Managing This Relationship Evolves Over Time, Michael C. Sturman, Sanghee Park
Center for Hospitality Research Reports
Understanding how the relationship between a subordinate and manager develops over time has been a critical matter both for academics and for business. In both academic journals and industry publications, some writers have argued that the relationship is driven by perceptions of fairness and treatment, and that developing the relationship can lead to better performance. Others have argued that higher performers get better treatment and resources, which results in superior relationships with their managers. There is really no clear answer of what comes first—perceptions of fairness, satisfaction with the supervisor, or job performance—and which leads to which.
Buku Kumpulan Artikel Msdm, 2016 university pgri adi buana
Buku Kumpulan Artikel Msdm, Priyono Iyon Priyono Management
priyono iyon priyono management
No abstract provided.
It’S Important To Keep Flexing, 2016 Cornell University
It’S Important To Keep Flexing, Saad Moheet
Cornell HR Review
[Excerpt] A recent study of more than 1,500 workers found that nearly a third considered flexibility to be the most important factor when considering employment offers. Surprisingly, employers are just as quick to sing praises of the benefits associated with accommodating their workforce. When asked in a survey, 91 percent of HR professionals agreed that flexible work arrangements positively influence employee engagement, job satisfaction, and retention.
Although a few firms still contemplate whether or not the benefits outweigh the costs of increasing workplace flexibility accommodations, most organizations have already moved past these initial rounds of deliberation, and are beginning ...
Employee Privacy In Light Of New Technologies: An Ethical And Strategic Framework, 2016 Cornell University
Employee Privacy In Light Of New Technologies: An Ethical And Strategic Framework, Olivia Blanchard
Cornell HR Review
[Excerpt] If freedom comes with responsibility, then the spate of new tools enabling employee surveillance calls for careful consideration among HR leaders. Although court rulings will eventually provide more legal guidance on the issue, as strategic business partners HR departments must reach their own conclusions about how to integrate employee tracking technology. Given the generally employer-friendly legal environment of the United States, American companies will likely have relatively free reign to monitor employees as they see fit, with the understanding that employees can simply find work elsewhere if they feel their privacy is being threatened. Despite the relatively lax legal ...
Successful Leadership: Optimizing The Influence Of Personality On Work Engagement, 2016 The Pennsylvania State University
Successful Leadership: Optimizing The Influence Of Personality On Work Engagement, Joey A. Fleck
Online Journal for Workforce Education and Development
Objective: This paper examines the positive influence that personality has on the level of engagement workers have in their work. By determining the connection between personality characteristics and work engagement, leaders can be proactive in promoting higher levels of engagement by their workers. Background: Engaging in one’s work encompasses the total person and includes elements such as energy, mental resilience, willingness to invest in one’s work, enthusiasm, pride, and the happiness that comes with being involved in work. The level of work engagement of workers in their work has implications for the workers as well as for ...
Optimizing Workforce Performance: Perceived Differences Of Army Officer Critical Thinking Talent Across Level Of Education, 2016 The University of Southern Mississippi
Optimizing Workforce Performance: Perceived Differences Of Army Officer Critical Thinking Talent Across Level Of Education, Richard B. Ayers
The U.S. Army’s operating environment continues to become increasingly complex and unpredictable, where U.S. technological advantage continues to erode. The complexities stem from the Army’s doctrinal assumption that the future operating environment is unknown and constantly changing (Department of the Army [DA], 2014a). Diminishing technological advantage results in more reliance on soldiers’ cognitive capability, and less on high technology weapons systems (McMaster, 2015).
A review of military literature shows extensive research on the importance of Army leaders to be talented critical thinkers (Fischer, Spiker, & Riedel, 2008, 2009; Gerras, 2008; Thomas & Gentzler, 2013). Human capital literature reveals many college graduates do not possess the critical thinking skills required of the workforce (Laird, Seifert, Pascarella, Mayhew, & Blaich, 2014; Liu, Frankel & Roohr, 2014). Senior Army leaders identify critical ...
How To Continue To Innovate With Fewer “Water Cooler” Conversations, 2016 Cornell University
How To Continue To Innovate With Fewer “Water Cooler” Conversations, Nicole Demarco Kuzdeba
Cornell HR Review
[Excerpt] As companies continue to grow globally, learning how to innovate across geographic lines has become even more important as “water cooler” conversations become less of the norm. This challenge is even more pertinent for the tech industry, where innovation is at its core. I sought to answer the following question: As tech companies continue to expand globally and open offices in more locations, the employee population becomes more decentralized, resulting in fewer organic, “water cooler” conversations. These “water cooler” conversations, or unintentional run-ins with one another which typically result in work conversation, can lead to innovative thinking or ideas ...
Organizational Analysis: Union Kitchen, 2016 SIT Graduate Institute
Organizational Analysis: Union Kitchen, Davita Louie
Union Kitchen, a Certified B Corp and socially driven organization, is a cluster of integrated food businesses, connecting silos of the food system to create a profitable platform for local and regional businesses to thrive in Washington, D.C. Leslie Crutchfield and Heather Grant’s Forces for Good: The Six Practices of High-Impact Nonprofits, suggests six practices, namely Advocate and Serve, Make Markets Work, Inspire Evangelists, Nurture Nonprofit Networks, Master the Art of Adaptation, and Share Leadership, as the keys to success of the most impactful nonprofits (Crutchfield & Grant, 2012). While Union Kitchen is not a nonprofit, as a Certified ...
Evaluating The State Of Departmental Student-Employee Training And Employment, 2016 Merrimack College
Evaluating The State Of Departmental Student-Employee Training And Employment, Brandon E. Clinton
Education Student Publications
Student-employment is an important aspect of a college student’s experience. According to Kathman and Kathman (2000), students benefit from an on-campus job, as they are able to develop strong interpersonal skills, and develop experience for their resumes (p 176). In this study, I examined the dynamics of a campus center-based student employment program, and the related training program that is administered by a campus operations department. Using a focus group, a 13 item protocol was administered to nine undergraduate student-employees of this department, and an additional two alumni student-employees were interviewed individually. The focus of this research was rooted ...
Management And Telework, 2016 Salve Regina University
Management And Telework, Arlene J. Nicholas
Faculty and Staff - Articles & Papers
This chapter discusses telework as a desirable option for workers and a valuable tool for employers to attract and retain employees. Telework's many benefits are appealing to technologically competent and confident workers. Managers may be concerned with employee accessibility, productivity and possible loss of management roles (Arnold, 2006). When Yahoo CEO Marissa Meyer banned working from home, it was described as a step backward that countered studies of increased productivity, retention and job satisfaction that could demoralize the workers (Cohan, 2013; Gaudreau, 2013). An overview of benefits, incentives, organizational examples as well as possible deterrents and management resistance are ...
Managers' Identity Construction At Work: Artistic Interventions As Triggers For Identity Work, 2016 School of Business & Economics, Linnaeus University, Sweden
Managers' Identity Construction At Work: Artistic Interventions As Triggers For Identity Work, Katarina Zambrell
Many scholars discuss how experiences from work are an important source for the construction of the personal identity. In this paper the various contextual dimensions at work that influence identity construction, are discussed. The empirical data consists of interviews with 33 Swedish managers with experiences in bringing arts into business. These, so called artistic interventions, are a growing phenomenon mainly initiated by managers. The findings are twofold: First to identify and describe a typology of five identity-related dimensions in the work context (built on Zambrell, 2004), dimensions that emerge in managers’ expressed experiences, both from work in general and ...
An Empirical Examination Of The Impacts From Termination Of A Performance-Based Incentive Plan, 2016 Temple University
An Empirical Examination Of The Impacts From Termination Of A Performance-Based Incentive Plan, Rajiv Banker, Seok-Young Lee, Gordon Potter, Dhinu Srinivasan
This paper reports on the financial impacts from the termination of a pay for performance plan for the salesforce at a retail establishment. Using monthly panel data spanning more than eight years for 15 outlets of a major retailer, this study documents that store-level sales and operating profits decrease after the incentive plan is terminated. Individual performance data are then investigated to help identify the role of effort and selection effects in explaining the documented decrease. The analysis of the individual employee sales data reveals that virtually all of the declining store level sales can be explained by selection effects.
Technological Change At Work: The Impact Of Employee Involvement On The Effectiveness Of Health Information Technology, Adam Seth Litwin
Adam Seth Litwin
The link between employee involvement (El) and organizational performance is not clear-cut, and the diffusion of information technology (IT) in the workplace complicates this relationship. The author argues that new technologies offer an important avenue by which El can improve hrm performance. He also contends that those studies that do consider El in the context of technological change may be focusing exclusively on workplace-level features of the employment relationship, ignoring variation in functional- and strategic-level aspects of employment relations. To test this hypothesis, he uses Kaiser Permanente Northwest Region’s patient scheduling module as an exemplar to investigate the extent ...
Nose To Tail: Using The Whole Employment Relationship To Link Worker Participation To Operational Performance, Adam Seth Litwin
Adam Seth Litwin
Although many employers continue to adopt various forms of worker participation or employee involvement, expected positive gains often fail to materialize. One explanation for the weak or altogether missing performance effects is that researchers rely on frameworks that focus almost exclusively on contingencies related to the workers themselves or to the set of tasks subject to participatory processes. This study is premised on the notion that a broader examination of the employment relationship within which a worker participation program is embedded reveals a wider array of factors impinging upon its success. I integrate labor relations theory into existing insights from ...
Transforming Impossible Into Possible (Tip): A Group Work Model In Workforce Development, 2016 Loyola University Chicago
Transforming Impossible Into Possible (Tip): A Group Work Model In Workforce Development, Philip Young Hong
This presentation introduces a newly developed social work group intervention model in workforce development. Transforming Impossible into Possible (TIP) program empowers participants to develop self-awareness, confidence, hope, goal-orientation, leadership, accountability, conscientiousness, and grit, it is anticipated that it improves both employment and retention outcomes.
Digital Engagement: Personality Is The Context Of The Text, 2016 Curtin University of Technology
Digital Engagement: Personality Is The Context Of The Text, Diane C. Spencer-Scarr
Proceedings from the Document Academy
This paper examines digital-technology as a tool and an environment with the individuals’ personality at the intersection of the two: Its impact on social memory and the unbound document. With the ubiquitous embedding of digital networked technology in society and the emergence of the unbounded document, humans increasingly obtain information by grasping snippets of decontextualized text sourced through non-human entities from globally dispersed databases that have stripped out context. Then in a Kafkian way humans’ have to build from the middle to make sense of the information snippets. The paper explores how the inherent nature of the individual can be ...
An Analysis Of Reinforcers Maintaining Caregiving Behaviors Of Long-Term Care Facility Staff, 2016 Minnesota State University Mankato
An Analysis Of Reinforcers Maintaining Caregiving Behaviors Of Long-Term Care Facility Staff, Sandra Garcia
All Theses, Dissertations, and Other Capstone Projects
Traditionally, the medical model has been the standard level of care in long-term care facilities. However, many facilities are transitioning from the medical model to a person-centered approach. The core of person-centered care is the relationship between frontline staff and residents. Empirical research has found person-centered care to reduce depressive and behavioral symptoms, levels of loneliness, and increase quality of care in residents; person-centered care has increased job satisfaction in nursing staff. Unfortunately, little is known about what motivates caregiving behavior in nursing staff and whether these motivators are consistent with principles of person-centered care. The current study attempted to ...