...Introduction In this paper, I am going to find out how the managers can have a better management by knowing more about employees’ personality? First of all, some key words need to be clearly defined. Personality is a person’s characteristics in psychological view which influence someone responds, communicates with people. Traits are some particular quality in person’s character and fundamental characters are parts which important to make up of personality. Consequently, we should know someone personality by beginning investigating and analyzing their basic traits. Then, we can have deeper understanding about those persons. Why we need to study personality when doing management? Personality is important psychological elements which influencing how staff act in an organization. “Managerial performance is largely composed of task completion and relationship building (e.g. Conway, 1999). Both of these performance dimensions have intuitive links to various attributes of persons, such as personality traits.” Which stated in a journal from American Psychological Association of applied psychology. This journal stated the how important knowing personality of employees in management. Measurement of personality Personality or personality traits theories are explained in many journal and publications. Then, I discuss about personality from two different theories, which are the humanistic approach theory and the Big Five Personality Model theory. We have to know how personality developed...
Words: 2109 - Pages: 9
...(JETERAPS) 4(1):64-73 (ISSN:2141-6990) jeteraps.scholarlinkresearch.org The Role of Student-Related Factors in the Performance of Biology Subject in Secondary Schools in Eldoret Municipality, Kenya Wabuke Joy Mukhwana Chepkoilel University College, Department of Science Education, P. O. Box 1125-30100, Eldoret, Kenya. ___________________________________________________________________________ Abstract This paper focuses on the student-related factors that influence performance of students in Biology in Kenya Certificate of Secondary Education in Eldoret municipality. The study was conducted through an ex-post facto design. A total of ten secondary schools were sampled. Target respondents were Form Three students and teachers of Biology (those teaching Form Three) within the municipality. The study sample (which was made up of 225 respondents; 200 students and 25 teachers) was obtained using stratified sampling. Simple random sampling was then used to choose the streams and particular students who participated in the study. Purposive sampling was used to obtain only the students who study Biology. The data was collected using questionnaires, observations and interviews and analysed using statistical package for social science (SPSS) computer programme. The results were presented using descriptive and inferential statistics. It was established that student-related factors affecting performance of Biology in Eldoret Municipality are: primary school Science which provides a requisite...
Words: 7725 - Pages: 31
...Components of the Doctoral Study ss Walden University Section 1: Foundation of the Study Introduction The structure of the modern society has greatly changed. For instance, in 1968, 52 % of children were raised in families in which the father was the sole bread winner; the mother was not in the workforce, while the parents were married. The 1968 statistics is different to today’s society where only 20 % of the children live in households with the father as the as the full time worker while the mother tender the family chore (The Council of Economic Advisers, 2014). Today, children are raised by single parents who double as employees of the labor market. The challenges of integrating family and work life are part of the daily reality of single parents. The challenges are experienced across all the socioeconomic levels. Single parents on pay jobs have family responsibilities; however, their jobs are designed as if they lacked them. For a long time, work and family life have been interdependent. However, the increase in the employment of mothers , and increased family working hours, and the trend toward long working hours have made the independence more problematic and visible (Ballyn, Drago & Kochan, 2001). Background to the Problem Creating a balance between a full-time working schedule and parenting is a challenge that most single parents have to contend with in the course of their daily lives (Favero & Heath, 2012). It is important to note that most of...
Words: 2068 - Pages: 9
...Absenteeism in Ireland An analysis and assessment of absenteeism and absence management in Ireland It’s been well known that excessive workplace absenteeism can be quite costly to organisations. Irish Business and Employers Confederation, the biggest employers association in Ireland, conducted a broad study of absenteeism in Irish workplace and found that the total cost of absenteeism in 2002 was astronomical - €1.58 billion (2004). Subsequently, other organisations have started to pay more attention to this rocketing issue. A survey done by Irish Small and Medium Enterprises Association claimed that the direct cost of absenteeism for small businesses is approximately €1.1 billion per year and that the indirect ‘unseen’ costs of absenteeism such as loss of productivity, administration costs, etc. could be even greater than the direct ‘seen’ costs, e.g. sick pay, replacement cost and so on (ISME, 2007). Another report done by the Small Firms Association in 2008 revealed that small businesses in Ireland lose about €793 million annually because of the absenteeism (SFA, 2008). Even though there is considerable variation among their findings, the bottom line is that absenteeism is expensive for companies and thus becomes a big problem for them. As it can significantly undermine their productivity, competitiveness and in a worst scenario even their existence, employers started to look for measures to address the issue and to reduce absenteeism in their plants. This report aims...
Words: 2576 - Pages: 11
...Factors influencing job satisfaction Nowadays, being a professional is byzantine complex journey universally. In most of the profession, the “next gen” is increasingly hunting for a technology-focused globe and constantly transforming. Trede (2012) mention besides being knowledgeable and skillful, the individual must also trait sense of responsibility towards themselves, others and organization. Today for a nurse to hold on and work blissfully in one work place is challenging due to dissatisfaction of their job. Tang and Ghani (2012) argued nowadays, even though there are abundant opportunities available in Malaysia, nursing is no longer popular as it used to be. Chaulagain and Khadka (2012) stated one of the issue raise in quality improvement program is job gratification among nurses as it is a crucial issue being faced by most healthcare organization. The efficiency of healthcare services is affected due to increase rates of nurse’s turnover and absenteeism resulting from low job satisfaction. Understanding the factors that nurses are satisfied and dissatisfied will enable interventional measures be taken to improve the working conditions. Whereas such understanding will not improve the retention rate, it will improve the nurses’ work performance leading to better quality care to the patient (Newman et al, 2002). Judge et al (2002) assert the most widely investigated in the history of healthcare organization psychology, job satisfaction is the most widespread research topic...
Words: 3712 - Pages: 15
...INTRODUCTION 2 BACKGROUND OF STUDY Stress is body's way of responding to any kind of demand. It can be caused by both good and bad experiences. When people feel stressed by something going on around them, their bodies react by releasing chemicals into the blood. These chemicals give people more energy and strength, which can be a good thing if their stress is caused by physical danger. But this can also be a bad thing, if their stress is in response to something emotional and there is no outlet for this extra energy and strength. The Collins English Dictionary (2000) defines stress as, “…emotional or physical strain or tension”. Stress can also be explained as the result of any emotional, physical, social, economic, or other factors that require a response or change. According to Robbins (2001:563) stress is, “…a dynamic condition in which...
Words: 3179 - Pages: 13
...DEALING WITH PROBLEMATIC EMPLOYEES A Thesis Presented to the Faculty Philippine Women’s University Manila City In Partial Fulfillment Of the Requirements for the Masters of Arts in Nursing By Richelle A. Chiongson, RN 2012-2013 DEALING WITH PROBLEMATIC EMPLOYEES By Richelle A. Chiongson,RN APPROVED: _____________________________ Chair, Graduate Advisory Committee __________________________ Member __________________________ Member __________________________ Program Chair __________________________ Date of Approval Executive Summary Abstract Over the last decade or so, so much attention has been paid to employees who experience difficulties with work performance because of serious personal problems. Because of the nature of problems such as alcoholism and certain psychiatric illnesses, special strategies have been developed via occupational programs which attempt to use the deteriorating work performance of the employee as a basis for intervening in his or her problem. Such programs have had a mixed reception from management. To study, how problem employees are perceived and handled in the workplace, an interview survey was conducted among a sample of 10 personnel managers drawn from 76 large (200+) manufacturing companies in metropolitan Adelaide. The results indicated that problem employees are seen as either a...
Words: 2742 - Pages: 11
...permanent employees on the last day of the previous reported period. Five reasons due to which employees leave organizations: 1. The most common reason why employees leave a certain organization is that they see better opportunity elsewhere. Man has a growing desire to own more things and better pay can give them this. Apart from that, they are compelled to look for better pay because of financial needs. 2. Another reason could be that the employees are not happy with the organization. There are cases when employees leave the company even if they offer competitive salaries. This is because of the organization itself. The employee does not approve of the management style and they are unhappy with the culture of the organization. These factors can cause employees to say goodbye to the organization. 3. There are also cases when the employees leave because of their fellow employees or his superiors. Clashes of personalities are common in the workplace. When an employee can no longer stand the tension in the workplace, he may opt to leave the organization. It does not matter if he finally got his dream job or receiving a generous paycheck. If he no longer has peace of mind, he will look for another job. 4. It is man's...
Words: 4430 - Pages: 18
...Section A Reinforcement Schedule Reinforcement schedule is the determination of when reinforcers are applied. It is either after every response or only after some responses. These apply to the two general categories of schedule, continuous reinforcement or intermittent reinforcement. Continuous Reinforcement is the reinforcement of desired behaviour every time the undesired behaviour is demonstrated. It is the simplest schedule. For example, whenever the worker is late, he/she will get a 1% deduction of pay. Intermittent Reinforcement is the reinforcement of desired behaviour when undesirable behaviours are demonstrated after a stipulated number of responses or timeframe set by reinforcer but not at every instance. There are four types of intermittent reinforcement: Fixed Interval reinforcement is received after a set amount of time, regardless of number of responses during that time. For example, a worker gets its pay every last Friday of the month. Fixed ratio interval is reinforcement occurs after a set number of responses, predictable. For example, whenever a worker makes 3 sales, he gets 20% commission. Variable interval is reinforcing someone after a variable amount of time is the final schedule. For example, A boss do not do check on the worker periodically, hence the worker does not know when the next ‘check-up’ might come, he have to be working hard at all times in order to be ready. Variable ratio interval is reinforcement based on number of responses; however...
Words: 3168 - Pages: 13
...permanent employees on the last day of the previous reported period. Five reasons due to which employees leave organizations: 1. The most common reason why employees leave a certain organization is that they see better opportunity elsewhere. Man has a growing desire to own more things and better pay can give them this. Apart from that, they are compelled to look for better pay because of financial needs. 2. Another reason could be that the employees are not happy with the organization. There are cases when employees leave the company even if they offer competitive salaries. This is because of the organization itself. The employee does not approve of the management style and they are unhappy with the culture of the organization. These factors can cause employees to say goodbye to the organization. 3. There are also cases when the employees leave because of their fellow employees or his superiors. Clashes of personalities are common in the workplace. When an employee can no longer stand the tension in the workplace, he may opt to leave the organization. It does not matter if he finally got his dream job or receiving a generous paycheck. If he no longer has peace of mind, he will look for another job. 4. It is man's...
Words: 4430 - Pages: 18
...This is correct, personality does play a large role in job performance but research has shown that personality also plays a large role in job satisfaction. Bono and Locke (2000) looked at the link between personality and job satisfaction and found that core self-evaluations that people made of themselves in childhood and early adulthood were linked to job satisfaction that was measured in middle adulthood. This shows that what people think of themselves affects how satisfied they will be with their jobs. Although much research has shown that personality does influence job satisfaction, there are also models and theories that show a better, more detailed account of personality influences job satisfaction. The most popular model is the Five Factor...
Words: 1492 - Pages: 6
...how you handle different situations in your business will depend on the style of management you use. Being a good manager involves more than just telling people what to do - it also involves choosing the right approach and management style to suit the situation. Managers play a pivotal role in getting things done by motivating, inspiring and leading others at work. Employees who feel valued in the workplace tend to be more committed to their work. This results in higher levels of performance, reduced absenteeism and more competitive businesses. According to the theorist Henri Fayol, the key functions of managers are to: * make forecasts and plans * organize work * command the people under them by giving instructions * co-ordinate the resources (money, people, time) for which they are responsible * control activities and people by measuring and correcting them to enable performance to fit the plans Leadership on other hand is the art or process of influencing people to perform assigned tasks willingly, efficiently and effectively. Enabling people to feel they have a say in how they do something results in higher levels of job satisfaction and productivity. By effectively planning and controlling the people and processes for which they are responsible, managers provide a positive and professional environment. This can generate similar attitudes in their teams. This engagement of...
Words: 2140 - Pages: 9
...Employee Management Plan and Portfolio By Bobby Favors University of Phoenix Mgt 311 Professor Robert E. Dratwa October 10. 2012 The Riordan Manufacturing management teams are developing a plan to improve how they manage their employees. Three employees were chosen to complete a series of self-assessments to identify specific characteristics and to determine how those traits affect the performance of the organization. The self- assessments analyzed three unique areas; they are job satisfaction, employee engagement, and emotions. Below are the results of the analysis of the assessments that we taken, additional self-assessment recommendations are included which will provide greater insight for the successful management and motivation of the individual employees who has taken this assessment. Sandra Johnson, Alex Thomas, and Trenton Hayward are the employees who participated in this self-assessments inventory. The employees took the following self-assessments: How Satisfied Am I with My Job? Am I Engaged? And How Are You Feeling Right Now? The management team identified the strengths and weaknesses of the employees based on the assessments and developed a management plan for the organization to best capitalize on the employees’ characteristics. The results of Sandra Johnson assessments indicated a job satisfaction rating below the means, exhibited high engagement, and positive emotions during the assessment. Alex Thomas scored higher than the means in job performance...
Words: 761 - Pages: 4
...of people within Australia. Due to a lack of knowledge of Indigenous educational practices, and a lack of research into the high rates of detentions, absenteeism and suspensions for Indigenous students, attendance rates across all levels of education are lower for Indigenous students than those of non-Indigenous students. Research and government policy is now attempting to address these issues. Through culturally sensitive policies of inclusion, and focused strategies embedding Indigenous perspectives in education models, progress is possible towards alleviating the current poor state of Indigenous students in the Australian school system. The State of Aboriginal Education All young Australians are entitled to equal educational opportunity. Until Indigenous Australians can choose from the same range of futures as other Australians, we are not achieving our nation’s promise as a democratic society (Kemp, D. in METYA, 2000, pg. 3). Aboriginal people have been described as the most educationally disadvantaged group of people within Australia (ATSISJC, 1995). Their attendance rates across all levels of education are lower than those of non-Indigenous Australia (ABS, 2006). Poverty, health problems, infant mortality, infectious diseases, and a life expectancy that is between 15 to 20 years lower are all major factors adversely affecting their education potential (ATSISJC 1995; ABS, 2006). This essay will review strategies from government and private sectors regarding...
Words: 1829 - Pages: 8
...LEADERSHIP Leadership can be defined as the ability to guide, lead, give direction or even influence others. It can also be defined as the process of socially influencing people toward a certain direction or objective. Leadership can also be the organization of groups of people to achieve a common goal. It could still be defined as the art or process of influencing people to perform assigned tasks willingly, efficiently and effectively. Enabling people to feel they have a say in how they do something eventually result in higher levels of satisfaction and increased productivity. A genuine leader according to Martin Luther King is not a searcher for consensus but a molder of consensus. Thus, leadership does not seek to fault but it seeks to find solutions to our problems. Nelson Mandela on the other hand stated this on leadership; it is better to lead from behind and to put others in front, especially when you celebrate victory and when nice things occur. You take the front line when there is a danger. Then the people will appreciate your leadership. To Colin Powell leadership aims at solving problems. There exists a correlation on the above perceptions on leadership by the three very charismatic and influential leaders of our time. There are different perceptions about leadership such as intelligence and eloquence but effective leadership is neither about making great speeches nor being liked, but is defined by results and not attributes of a person. Leadership is an elusive...
Words: 1137 - Pages: 5
