...Contingent Workers. * Organization perspective of hiring contingent worker: * Benefits using contingent workers. * Practical ricks of contingent workers for organization. * Recruiting contingent workers. * Contingent Workforce Management. * Contingent worker perspective: * What are the benefits of being a Temporary employee? * The disadvantages of Temporary worker. * Can lead to Permanent Employment. * Gateway to Permanent Position. * Conclusion: Contingent Workforce: A contingent workforce is a provisional group of workers who work for an organization on a non-permanent basis, also known as freelancers, independent professionals, temporary contract workers, independent contractors or consultants. Types of Contingent Workers: There is much discussion in the literature about just how the term contingent worker should be defined. Following are descriptions of common contingent worker categories. Temporary employees: Temporary employees, or temps, generally work for temporary employment agencies that place workers in companies for short-term assignments. While most temporary employees earn less than their full-time counterparts and do not receive benefits, that has changed for some job specialties, particularly in the computer and information systems areas. Milwaukee-based Manpower Inc. and Kelly Services Inc. of Troy, Michigan, are two of the largest temporary agencies. Part-Time Employees: Part-time employees work fewer than 35 hours...
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...There is no honest answer to “who changes work organization”. The changes to work develop from the constant battle between employee and employer over workplace control. Additionally managers, unions and the state bring other variables to the mix, each collectively shaping our workplaces. Numerous types of changes can occur; all of which have an effect on the workers psychological feelings. Finding the balance between worker and employer goals is essential for maintaining business quota and respecting worker feelings. Sociologist perspectives can help us understand how and why these changes occur in the workforce. It’s very common in most employment relationships for the worker and the employer to have diverging interests. The employer favors the interest of the organization, typically with a capital or “business” goal in mind. On the contrary, employees conduct work on the basis that they need to provide a standard of living outside of work for themselves and possibly their families. With separate goals in mind, conflict is highly probable. Employers generally hold the position of control. Most employees don’t have the option of working; rather it is simply required for them to put food on the table. This idea is relative to that of a bureaucratic hierarchy, a work system based on authority and rules (Krahn et al. 2011, p 225). Bureaucracies typically cause employee submission, which a loss in control that employers are looking to gain. The idea that there would be little...
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...1. The concept and function of reward In the Management Psychology, reward is to give recognition and praise for the people excellent behavior and encourage them to maintain this behavior. The purpose of the award is to encourage the advanced, motivate the staff's enthusiasm, initiative and creativity, improve work capacity and service quality (Marc Bishop, 2005). The reward is a "stimulus" to social groups, allowing them to get strength. In the company, wages, bonuses, and public recognition are the details of the award. A smile of the boss in the critical moment, a look or a gesture is reward. Incentives can bring a lot of enhancement of life (Máire Kerrin, Nick Oliver, 2002). Therefore, let me take you to learn some of the knowledge of reward. 2.The principle of reward In order to enhance the role of rewards and incentives, we should pay attention to the following questions: (1) Combination of material rewards and spiritual rewards: Rewards, can not engage in "money talks", can not engage in "the spirit of is universal ", combination of material reward and spiritual rewards is the best. (2) Create a fine atmosphere of reward: If you want to make use of the role of reward, we should create an "advanced is glorious, dropped is disgraceful" atmosphere. Rewarding in the glorious atmosphere enable he winners be honor, and envy of mental state urges the loser to catch up. (3)Reward in time: This can not only give full play to the role of reward, and allow...
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...MANAGEMENT DEVELOPMENT INSTITUTE, GURGAON Post Graduate Programme in Management (Part-time) ORGANIZATIONAL BEHAVIOR Project Synopsis TEAM WORK AND SYNERGY IN ORGANIZATIONS Course Faculty: Prof. Sumita Rai Submitted by Group – 7 Rachit (43) Raman(45) Sachin (46) Sandeep Jamdagni(48) Sandeep Yadav(49) Subodh (51) Arun Kumar 1. OBJECTIVE & REASON FOR CHOOSING THE TOPIC: Our group has chosen the topic “Team work and synergy in organizations” which is quite relevant in today’s global scenario in several organizations. The reasons for choosing the topic are:- * In this globalized world, most of the multi-national corporations work on “team concept” * Inter-departmental co-operation and co-ordination are the buzzwords for success in organizations. * Team work makes our life easier. * It will help us in studying the individual behavior while working in a group. Objective of the project is to analyze the synergy and effectiveness of teams in the organizations working on new concept. 2. ‘OLD CONCEPT’ VS ‘NEW CONCEPT’ The old concept of work teams is that of problem-solving teams who could only recommend but not implement their recommendations. They usually met once a week to share and suggest ideas for process improvement. Merrill and Lynch had implemented this concept. However, in modern times cross-cultural and virtual teams have become the norm. Cross-cultural teams comprise of people of different departments of usually...
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...Analyse and critically discuss the nature and purpose of the employment relationship for organizations and the relationship between work design, planning, pay and the employment relationship. Explain how expectancy theory; reinforcement theory and equity theory help managers to build an effective pay strategy as part of managing employment relationships Words: 2,695 . Introduction The term ‘employment-relationship’ is interchangeable with others when describing aspects of the overall relationship. According to USQ (2004) this relationship is basically the exchange of work by employees for pay from employers. While the primary relationship is that between the employer-employee, as organisations have evolved, grown in size and number, so too has the diversity of employees, each with their own particular ‘psychological contract’ (Hodgkinson 2003). The purpose of a defined and productive employment relationship is to equitably manage the various relationships, and resolve conflicts (USQ 2004). Breaching this psychological contract potentially will have negative implications for loyalty, motivation, and worker commitment to the organisation (Hislop 2003). This essay will discuss some of the factors in the workplace, which have an effect on the principals at each end of this relationship, and maintaining such diverse relations within a context of equity to each. The objective of business is to increase profits by increasing the effectiveness of production...
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...each of them individually and as a whole. All tasks, or projects, must be clear so that the members know exactly what goals to work towards and that will also improve staff performance and in turn the organization as a whole. Staff: Does the staff members show good partnership skills (being able to work on a team)? It is crucial for all staff members to be able to work with one another. This not only helps the staff to work together as a whole toward common goals, but it also allows the organization to operate more smoothly. If staff members cannot work together, then they cannot communicate efficiently and effectively and not only does the work environment suffer but the organization also suffers as a whole. Donors/Fundraisers: Are the donors aware and informed of all of the different ways that their contributions, or money, is helping the organization? Donors like it when the results of their donations are visible. Donors also like to see that they are helping the organization that they donate to. Donors should know, and like to know, what changes, improvements, or any other positive results have been made or completed because of their donations. They like to see how their money is being spent as well. Showing donors how much they have helped and made a difference will also make them want to continue to donate and contribute to the organization. Clients/Customers: Do the customers and clients know their rights as well as responsibilities as customers and clients...
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...Person that is legally accountable for the CreativeWork. aggregateRating AggregateRating The overall rating, based on a collection of reviews or ratings, of the item. alternativeHeadline Text A secondary title of the CreativeWork. associatedMedia MediaObject The media objects that encode this creative work. This property is a synonym for encodings. audience Audience The intended audience of the work, i.e. the group for whom the work was created. audio AudioObject An embedded audio object. author Person or Organization The author of this content. Please note that author is special in that HTML 5 provides a special mechanism for indicating authorship via the rel tag. That is equivalent to this and may be used interchangeably. award Text An award won by this person or for this creative work. awards Text Awards won by this person or for this creative work. (legacy spelling; see singular form, award) comment UserComments Comments, typically from users, on this CreativeWork. contentLocation Place The location of the content. contentRating Text Official rating of a piece of content—for example,'MPAA PG-13'. contributor Person or Organization A...
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...Teams December 4, 2011 When coming together in the workplace to accomplish larger issues, teams or groups are usually assembled for this. This paper will discuss the differences between groups and teams and how they are applied to my workplace. Teams can be a group of individuals that are put together randomly or on purpose to work together to accomplish an assigned task they are given. They are working together for a common purpose. The set goals and have a common approach on how they will accomplish their goals. “Teams bring together complementary skills and experience that exceed those of any individual on the team. The different perspectives, knowledge, skills and strengths of each member are identified and used, by comparison most groups are extremely rigid, and members usually have assigned roles and tasks that don’t change. Teams however are flexible performing different task and maintenance functions as required. Roles and tasks may change depending upon the expertise and experience most pertinent to the work being performed” (www.excellerate.co.nz) Within my organization every year teams are put together to work on issues that come up from our employee survey that is taken yearly. Once employees take a survey all the information is gathered and the top issues that come up cause for concern. These issues can be a positive or a negative meaning the employees would like to see something added to the workplace or something that is a current process change...
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...301 June 3, 2014 Mr. Neil Introduction As I began to read the short story “Orientation” –by Daniel Orozco, I immediately began to think about organization culture. The guide giving the orientation begins to describe an image of how things are done at this unknown organization. The guide begins to point out the do’s and don’ts to the new employee. The guide is pretty much informing the new employee if he were to do otherwise, the consequences are outline. The new employee will be fired! Orozco’s ‘Orientation’ describes to the reader how organizations begin patterns of cultural assumptions that get passed onto new employees from their first workday. Background Culture in the work place is different for everyone. Culture is, even though culture calls attention to and focus on different things, something that we experience every day. Keeping this in mind, what does Orozco’s story begin to tell about the culture of this organization? Through the orientation of a person entering a new job you learn about ‘the way things are done round here’–these are the unwritten rules, beliefs, myths and language ("Management: Perspective And Practice", 2011). The new person learns about what is acceptable behavior in the office. The newcomer must quickly learn the rules of the game in order to become an accepted member. I have not been in my work position very long. It feels like just yesterday the HR department was handing me the very first documents that would identify just how I need to...
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...fair amount for the work I do. 1 2 3 4 5 6 2 There is really too little chance for promotion on my job. 1 2 3 4 5 6 3 My supervisor is quite competent in doing his/her job. 1 2 3 4 5 6 4 I am not satisfied with the benefits I receive. 1 2 3 4 5 6 5 When I do a good job, I receive the recognition for it that I should receive. 1 2 3 4 5 6 6 Many of our rules and procedures make doing a good job difficult. 1 2 3 4 5 6 7 I like the people I work with. 1 2 3 4 5 6 8 I sometimes feel my job is meaningless. 1 2 3 4 5 6 9 Communications seem good within this organization. 1 2 3 4 5 6 10 Raises are too few and far between. 1 2 3 4 5 6 11 Those who do well on the job stand a fair chance of being promoted. 1 2 3 4 5 6 12 My supervisor is unfair to me. 1 2 3 4 5 6 13 The benefits we receive are as good as most other organizations offer. 1 2 3 4 5 6 14 I do not feel that the work I do is appreciated. 1 2 3 4 5 6 15 My efforts to do a good job are seldom blocked by red tape. 1 2 3 4 5 6 16 I find I have to work harder...
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...effective follower work and what does is it that drives them? There are five main characteristics that we are going to focus on for an effective follower and they are: dedication, independent thinker, active in the organization, self-management, and willing to take risks. Dedication is defined as the quality of being dedicated to a task or purpose, but it can also be interchanged with loyalty. An effective follower is someone who a colleague or manager can count on because they know that they will give it one hundred percent when it comes to completing a task. They tend to really believe in what they are doing and that is where the sense of dedication comes from. For example a dedicated employee would be willing to put in the long hours and extra time that it would take to complete a project. Their boss trusts that the work will not be sloppy or incomplete because their loyalty is outstanding. Dedication is very important to being an effective follower. A second important quality is being an independent thinker. In reference to the project example mentioned above an effective follower would be the person who would think outside the box for a solution to a problem. They do not rely on others when contemplating the options. This does not mean that they do not work well in teams. They are perfectly capable of participating in a group, but they do have the ability to work solo on an issue that might arise. It is because of this that they are counted on within an organization. Perhaps with...
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...working in partnership. Many tough job can be solved if people working with together, different types of reason are existing on a partnership contract and that might develop work or ideas. There have a lots of reason are beneath on a group of people working as a partnership. When a crew of people working with together their ideas will be developed and generated by others. Some of partners among the group will be able to sharing their valuable skill and knowledge in a successful way to assure your partnership activity. If you want to discover people who are working with you as a partner you will not have to look so wide. There are lots of people who are interested to work with you if you see they may your neighbors, classmate, local council, community etc. Just remember one thing before starting work as a partner it is very badly need to think why you want and why your partners want to work with you together. Task 1: Fathom the partnership metaphysics and relationships about health and social care services: 1(a) the philosophical approach taken by practitioners at Dilly’s Diabetic Centre The philosophical approach is a constitutional graph to archive the fact of an affair and the credibility of related people. Depending on strategy constitutional graph vary for person to person, organization to organization. This approach is system where seeking fact by delivering monopolistic facilities. The philosophical approaches taken by practitioners at Dilly’s Diabetic Centre are...
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...Bob Knowlton resigned because he felt threatened by his own colleague which is Simon Fester. He felt that he can't perform his work good just because he feels that Fester is a bit more faster in getting the work done, spot some flaws and grabbing opportunities. Knowlton also tend to easily get annoyed whenever his boss, Jerrold, praises Fester on his work. The problem with Knowlton is that he has a very low self-esteem. He doubted his own abilities as a leader of a small group in that particular organization. It seems like he is the kind of person who would prefer if the boss praises him or as a group, since he is the leader. So that he'll be more motivated and enthusiastic in doing his job. I see that he is at the level where esteem and prestige is in need for him at that moment. Insensitive; - As we all know, Simon Fester is the "new guy" in that organization. There are a lot of times that we saw Bob Knowlton felt uncomfortable whenever he is around Fester. Simply because Knowlton knows the capabilities that fester can do, but of course he has his own pride too as a leader. It's hard for Knowlton to accept when his team member who is still new to the group challenged his power and abilities. On the other hand, Fester too was being insensitive to his surroundings. He forgot that as a new guy in that organization, he should respect others' work and to atleast not overshadow his other team members by toning down a little bit of his proudness...
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...University of Westminster Westminster Business School Module code and title: BBUS401.1 Perspectives On Organizations Essay on “What is stress at work? Set out the main causes of stress at work and explain why it can have serious effects on individuals and organizations.” Student Name: Ahmed Muhud Seminar leader name: Donna Kamal Word Count: 1636/ 1800 (+/- 10%) Date: 11.12.2012 To begin with, Hans Selye was first to define the term stress, “as a non specific response of the body to any demand made upon it”(cited in Jones, 2011, p. 90). According to Health and Safety Executive (HSE) stress is defined as an “as a harmful reaction that people have to undue pressures and demands placed on them at work”. The origin of stress can be split into two parts: physical and behavioral manifestations (Speaking Book). Sickness, tiredness, cerebral pains, muscle pressure, noise, night shifts and monotonous tasks these are all part of the physical side effects. The behavioral symptoms are nervousness, emotions of disappointment, negative thoughts, time pressure, poor decision-making, steady changes of the mood, and separation from the world and individuals (BMJ, 1996). Since 2001/02 new instances of sick wellbeing have dropped, reaching a low of 452 000 in 2011/12 (Health and Safety statistics, 2014). In 2012/13 no ill information was gathered however in 2013/14 the quantity of new cases expanded to 535 000, a comparative level to that in 2009/10 (Health and Safety...
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...Professional Presence and Influence: A. Professional Presence 1. Era I – “Mechanical Medicine” began in the 1860’s. Its focus is on surgical procedures and drugs. The thought was that health and illness are only physical in nature and consciousness is equated to functioning of the brain. Era I thinking in displayed in review of psychiatric care in the early 1900 with the use of frontal lobotomies to cure hysteria. The thought was that performing a surgical procedure on the brain will remove the area that is causing the Hysteria. Era I focuses on performing a procedure or providing a medication to fix the body physically, while Era III takes into account the patients perception of health, their stats of mind and their support structures around them. It focuses on the realization that your mental state of mind can affect the physical state of your body. In addition, Era III considers the influence of other humans through the use of prayer and the influence that can have on the body even without the patient being aware that they were being prayed for. Era III is referred to as the “Boundless Mind Era”. It takes the belief from Era II that diseases are influenced by a person’s feelings and emotions and goes a bit further to say that disease can be influenced by the mind of another person at a distance through the use of prayer. (Dossey, “A Conversation about the Future of Medicine”: Larry Dossey’s 3 Era’s in Healthcare). Research has been done on the influence of...
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