...Flanders (FWO). Correspondence concerning this paper should be addressed to Greet Van Hoye, Department of Personnel Management, Work and Organizational Psychology, Ghent University, Henri Dunantlaan 2, 9000 Ghent, Belgium. Phone: +32 9 264 64 54, Fax: +32 9 264 64 94, Email: greet.vanhoye@ugent.be Different Job Search Behaviors and Sources 2 Abstract Both theoretical models of job search and empirical research findings suggest that job search behavior is not a unidimensional construct. This chapter addresses the multidimensionality of job search behavior and provides a systematic review of the different job search behaviors and sources studied in the job search literature and their relationships with antecedent variables and employment outcomes. Organized within three major dimensions (effort-intensity, contentdirection, temporal-persistence), job search effort and intensity, job search strategies, preparatory and active job search behaviors, formal and informal job sources, specific job search behaviors, job search quality, job search dynamics, and job search persistence are discussed. This review strongly suggests that considering all the dimensions of job search behavior is essential for understanding job search success in both practice and research, resulting in a number of key implications for job seekers and employment counselors as well as crucial directions for future research. Keywords: Job search behavior, job search effort, job search intensity, job search...
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...understanding and development of people skill. A multidisciplinary field devoted to understanding individual group behaviour, interpersonal process and organizational dynamics. 1. Organisation 2. Behaviour An organization is a collection of people working together in a division of labour to achieve a common purpose. The study of organizational Behaviour (OB) is very interesting and challenging too. It is related to individuals, group of people working together in terms. The study of organisational behaviour relates to the expected behaviour of an individual in the organisation. No two individuals are likely to behave in the same manner in a particular work situation. It is the predictability of a manager about the expected behaviour of an individual. Organisational Behaviour is concerned with the study of what people do in an organization (social system) and how that behaviour affects the performance of the organization: * Individual Behaviour * Individual and Group Behaviour * Organizational Structure 1.1.1 DEFINITIONS OF ORGANISATIONAL BEHAVIOUR: According to Luthans (OB: 2002) OB is directly concerned with the understanding, predicting and controlling of behaviour in organizations. According to Stephen P Robins (1999: 31-43) Organizational Behaviour is a systematic study of the actions and attitudes that people exhibit within organisations According to Roman J.Alday (2006:91) Organisational Behaviour is a branch of the social science that seeks to build theories...
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...HERE] [DATE HERE] Person-in-Environment The person-in-environment theory concentrates on the situation one may find him or herself in over the course of one’s life. For example, various life stages may include preparing to graduate from high school, going into college, graduating from college, getting married, buying a home, having children, and so forth. These various situations impact the person in different ways. Also, the social context in which the person experiences these stages is also relevant. For example, if a person is entering college and is seeking employment in an area in which other people of the same age are not seeking higher education, there will be some conflicting priorities, needs and abilities that the person will encounter and have to cope with. Another term used to describe the person-in-environment theory is “ecological system” (Zunker, 2012, pg. 57). While this term is more commonly used when talking about flora and fauna in the wild, it is very applicable to career counseling as well. The career world is often congruent to that of the animal kingdom. There are hierarchies, competition for resources, and inevitably someone thrives and someone fails. By focusing on this corresponding model as an analogy to how one’s career may evolve over time and through various obstacles, a career counselor can help a person to focus on external issues and how to best handle them. This is contrary to the typical style of counseling which often involves...
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...MEMORY-WORK: AN INTRODUCTION Jennie Small University of Technology, Sydney Research methodology, from the perspective of Critical social science, is considered as: inherently political, as inescapably tied to issues of power and legitimacy. It is assumed that methods are permeated with assumptions about what the social world is, who the social scientist is, and what the nature of the relation between them is (Lather, 1991, p.12). Critical social science moves away from description of behaviour as enduring social fact to attempting to understand how behaviour is produced, thus recasting behaviour as “the effects of contingent and contested processes of change” (Churchman, 2000, p.100 citing Scott). Feminists and those working within a social constructionist paradigm have debated whether there are research methods specific to such approaches. In other words, is there a social constructionist or feminist method? Schwandt (1994), in discussing constructivist, interpretivist approaches to human enquiry, commented that “what is unusual about the approaches cannot be explained through an examination of their methods. They are principally concerned with matters of knowing and being, not method per se” (p.118). Feminists have also considered that it is the methodology and outcomes rather than the methods which define the research as being feminist. Nonetheless, while feminists have adopted a variety of methods, they have tended to prefer qualitative...
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...guidance and counselling. GUIDANCE Guidance is a personalised assistance made readily available by a sympathetic, mature, experienced and personally qualified person to a needy person. A variety of definitions are available for guidance. “Guidance is a process of helping individual’s through his own efforts to discover and develop their potentialities for personal happiness and social usefulness” -Moris “Guidance as kinds of help given by one person to another in developing ability, making adjustments and problems that confront him in attainment of his goals” - Jones Guidance is an ‘umbrella term’ involving several functions such as publications, information, institutions, testing, counselling services, etc. Guidance is not carrying others burden, but enabling them to carry their burden themselves. Types of Guidance 1. Educational Guidance Educational guidance is aimed to help students to solve their problems related to education at different levels of education – from primary to university. Good C. V in his “Dictionary of education” regards educational guidance as ‘guidance concerned principally with matters relating to schools, courses, curricular and school life, rather than vocational social or personal matter”. Its functions are to help the students to: a. Selection of course. b. Adjustment with the institution and course. c....
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...In psychology there are many different approaches. An approach is a perspective that involves certain beliefs about human behaviour. Such as the way they function, which features of them are worthy of study and what research methods are suitable for undertaking the study. Within an approach, there will be several different theories which share common assumptions. Each perspective has its strengths and weaknesses and has something different to our understanding of human behaviour. There are six perspectives in psychology, which are: Behaviourism Social learning Psychodynamic Humanistic Cognitive Biological The biological approach The biological approach examines thoughts, feelings, and behaviours from a biological and physical point of view. Arnold Gesell (18808-1961) believed that development occurred to a sequences of maturational processes. For example, development in the womb follows a fixed set of stages: the heart begins to form first, along with a rudimentary nervous system. Bones and muscles develop next and over time the organism developed into a fully functioning human being, ready to be born. Through Gesell’s observations and research, Gesell concluded that children go through predictable stages of growth. Gesell’s theory form the basis for just about every other developmental theory. Gesell believed that child development occurs according to a predetermined, naturally unfolding plan of growth. Gesell created a spiral-like pattern...
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...TARGETED SELECTION A MONOGRAPH BY WILLIAM C. BYHAM, PH.D. ® A BEHAVIORAL APPROACH TO IMPROVED HIRING DECISIONS (BASIC CONCEPTS AND METHODOLOGY) © Development Dimensions International, Inc., MCMLXXIX. Revised MMIV. All rights reserved. TARGETED SELECTION FOREWARD Accurate employee selection decisions have never been more vital to organizational success. Advances in technology and changes in organizational structure and responsibilities have increased the demand for high-quality job applicants who, if hired, will grow into productive contributors to organizational success. This demand, when combined with a competitive job market and significant legal compliance requirements, means that hiring processes and decisions are increasingly complex and challenging. Development Dimensions International, Inc. (DDI), offers a proven selection system called Targeted Selection® that, when properly applied, can produce positive results in a wide range of areas of concern to organizations, from turnover to on-the-job success and return on investment. Targeted Selection® incorporates the following concepts with the training necessary to apply them: > > > > > ® A BEHAVIORAL APPROACH TO IMPROVED HIRING DECISIONS (BASIC CONCEPTS AND METHODOLOGY) Organize selection elements into a comprehensive system. Apply effective interviewing skills and techniques. Use data integration to make the best hiring decision. Make a positive impression on applicants; sell them on the job and...
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...Sukhrali, Gurgaon, India Abstract Purpose – With talent management becoming an area of growing concern in the literature, the purpose of this paper is to investigate talent management and its relationship to levels of employee engagement using a mixed method research design. Design/methodology/approach – The first phase was a survey on a sample of 272 BPO/ITES employees, using Gallup q12 or Gallup Workplace Audit. Focus group interview discussion was based on reasons for attrition and the unique problems of employee engagement. In the second phase, one of the BPO organizations from the phase I sample was chosen at random and exit interview data was analyzed using factor analysis and content analysis. Findings – The results were in the expected direction and fulfilled the research aims of the current study. In the first phase low factor loadings indicated low engagement scores at the beginning of the career and at completion of 16 months with the organization. High factor loadings at intermediate stages of employment were indicative of high engagement levels, but the interview data reflected that this may mean high loyalty, but only for a limited time. In the second phase factor loadings indicated three distinct factors of organizational culture, career planning along with incentives and organizational support. The first two were indicative of high attrition. Research limitations/implications – A limitation of the research design was a sample size of 272 respondents. Some of the Cronbach’s...
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...Recruitment and Selection Process in Unilever Bangladesh LTD Executive Summary Unilever Limited is one of the largest multinational business firm in the world. Over the last four decades, Unilever Bangladesh has been constantly bringing new and world-class products for the Bangladeshi people to remove the daily drudgery of life. Over 90% of the country’s households use one or more of our products. It provides sixteen verities brands and try to mitigate all types of human demand by introducing with new innovative products. Unilever Operations in Bangladesh Provide employment to over 10,000 people directly and through its dedicated suppliers, distributors and service providers. 99.5% of UBL employees are locals and they have equal number of Bangladeshis working abroad in other Unilever companies as expatriates. Unilever wants to attract the best graduates to join in their leadership actions. This report enlightens what type of recruitment opportunities offered by Unilever Bangladesh Limited for university students and how the students can access that opportunity. Unilever look for passionate people who want to do real business and have the potential to be highly motivated by brands, and are enthusiastic, creative and rigorous. They want people who are hungry for success and can work confidently in teams. Unilever create an environment where people with energy, creativity and Commitment work together to fulfill ambitious goals. In addition, they all work to the highest standards...
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...Term paper On "RECRUITMENT AND SELECTION PROCESS" IN UNILEVER BANGLADESH LIMITED ` [ MGT-341 Human Resource management "RECRUITMENT AND SELECTION PROCESS" IN UNILEVER BANGLADESH LIMITED Prepared for Mahnaz Akhter Lecturer School of business Prepared By Group 1 Sec: B Semester: Fall-2013 23th December 2013 To Mahnaz Akhter Lecturer School of business University of Information Technology and Science (UITS) Subject: Submitted the Term paper of MGT-341 Dear Madam It is indeed a great pleasure for us to be able to hand over the result of our hardship of the group Term paper on RECRUITMENT AND SELECTION PROCESS IN UNILEVER BANGLADESH LIMITED. This report is the result of the knowledge. This has been acquired from the respective course. We tried our level best for preparing this report. The information of this report is mainly based on our knowledge and Internet information. We fervently hope that you will find this plan worth reading. Please feel free for any query or clarification that you would like us explain. Hope you will appreciate our hard work and excuse the minor errors. Thanking you for your cooperation. Sincerely Group 1 Name&ID Signetures Rahat a jan 12310577 Jinia Afrin 12410291 Abdia Sultana ...
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... 2. Competencies 3. Core competencies of successful accountants 3.1 Skill-related competencies (SPEEX) 3.2 Personality-related competencies (16PF) 4. The role of situational, personality and interest measures in establishing the core competencies of interviewees 4.1 Situational tests 4.2 Personality tests 4.3 Interest tests 4.3.1 The Self-Directed Search (SDS) 4.3.2 The MB-10 5. Approaching the process to appoint a suitable candidate 5.1 Components of the selection process 5.1.1 CV Screening 5.1.2 Reference checking 5.1.3 Short-listing 5.1.4 Competency based interviewing 5.1.5 Psychological assessment 5.1.6 Second interview 5.1.7 Appointment SECTION B References SECTION A 1. Introduction The aim of this essay is to critically discuss the importance of a job description by highlighting five important competencies that are relevant to the job description of an accountant, the use of various types of measures in the industrial context, and the process followed in selection, placement and development of employees. The modern work environment is competitive and employers need to be strategic in their hiring strategy. According to Bennie and Huang (2010) it is important for organisations to attract and retain the most promising staff in order to facilitate success in the work environment. Foxcroft and Roodt (2010) relate that psychological assessment can serve many purposes. It can inter alia...
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...------------------------------------------------- Top of Form Bottom of Form ORGANISATIONAL BEHAVIOUR HONOLULU, HAWAII MAY, 2016 Table of contents INTRODUCTION 5 1.1. Definition of Organizational Psychology 5 1.2. Differences Between Psychology And Organizational Psychology 6 1.3. Current Psychological 9 Current Psychology of Basics Knowledge Management & Organizational Learning 9 Knowledge Management and Organizational Learning 9 Knowledge Management Processes and Goals 10 Current Knowledge Management Systems 11 Organizational Learning 11 Knowledge Management in Organizations 12 The Knowledge Management Processes Cycle 12 KM Strategies 14 Codification Sub-Strategies – Earl’s codification-oriented sub-strategies are: 15 2. MOTIVATION 16 2.1 Motivational Concept 16 Ego-focused versus other-focused emotions 17 2.2 HIERARCHY OF NEEDS 19 Herzberg’s Two-Factor (Motivation-Hygiene) Theory 20 2.3 MOTIVATIONAL THEORIES 21 MOTIVATION THEORIES ARE OFTEN CULTURE-BOUND 23 Maslow's Needs Hierarchy. 23 McClelland's Three Needs Theory 23 Adams' Equity Theory 23 Hertzberg's Two-Factor Theory 23 3. RECRUITMENT 23 3.1 Sources of recruitment 23 The traditional recruitment sources were: 24 The modern recruitment sources are: 24 3.2 Internal recruitment 24 3.3 External recruitment 25 3.4 Recruitment process 26 4. EMOTIONAL BEHAVIOR IN ORGANIZATIONS 27 4.1 Frustration and Anxiety 27 The specific goals are to help organizations, managers, and employees 27 Understanding...
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...Activities Legal compliance Measurement Job analysis and rewards Core Staffing Activities Recruitment: external, internal Selection: planning, external, internal Employment: decision making, final match Staffing System and Retention Management CHAPTER 1 STAFFING MODELS AND STRATEGY LEARNING OBJECTIVES After reading this chapter, you will be able to: • Define staffing and outline the implications of the definition • Explain how organizational effectiveness is determined by both staffing levels and the quality of labour • Describe the five models of staffing • List the 13 strategic staffing decisions that any organization is confronted with • Understand the complexity of ethics in staffing decisions and use suggestions to assist in making ethical staffing decisions Staffing is a critical organizational function concerned with the acquisition, deployment, and retention of the organization’s workforce. This chapter begins with a look at the nature of staffing. This includes a view of the “big picture” of staffing, followed by a formal definition of staffing and the implications of that definition. Examples of staffing systems for a Canadian Astronaut recruitment campaign, store level human resource managers, and direct sales representatives are given. Five models are then presented to elaborate on and illustrate various facets of staffing. The first model shows how projected workforce head-count requirements and availabilities are compared to determine the appropriate staffing...
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...GENERAL PSYCHOLOGY (SOC SCI 101) 5 JOURNALS OF PSYCHOLOGY PSYCHOLOGY | > the science seeking to describe, understand, and predict the behavior and mental processes of organisms. > the goals of psychology are to describe, explain, predict, and control behavior. ABNORMAL PSYCHOLOGY * Abnormal psychology is the branch of psychology that studies unusual patterns of behavior, emotion and thought, which may or may not be understood as precipitating a mental disorder. * Although many behaviors could be considered as abnormal, this branch of psychology generally deals with behavior in a clinical context. * There is a long history of attempts to understand and control behavior deemed to be aberrant or deviant (statistically, morally or in some other sense), and there is often cultural variation in the approach taken. * The field of abnormal psychology identifies multiple causes for different conditions, employing diverse theories from the general field of psychology and elsewhere, and much still hinges on what exactly is meant by "abnormal". * There has traditionally been a divide between psychological and biological explanations, reflecting a philosophical dualism in regards to the mind body problem. * There have also been different approaches in trying to classify mental disorders. * Abnormal includes three different categories, they are: * subnormal * supernormal * paranormal * The science...
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...Planning Process The group is called Daily Goals. I work for a Supportive Housing site that houses a special need population that has a history of mental illness and substance abuse along with other severe medical conditions. What I have observed with this population is a disruption of everyday functioning. The need that it meets is to add structure to their everyday living experience. Therefore the purpose of the Daily Goal group is to motivate a sense of daily purpose, and to build self-esteem. The group will center on creating small task that can lead to self-appraisal when completed. These goals will be person centered base on the individual needs. The task can be small steps to taking care of Adult Daily Activities (ADL’s) of self-care such as bathing, dressing, eating, cleaning their apartment, buying groceries. Other goals can be built on what the clients feel is necessary to add purpose, structure, or fulfillment. Clients can also come into the group with a goal already in place that they will like to break down to smaller steps, as example finding employment, working towards a GED or money management. The idea is that by working on these small goals it can lead to creating and attaining larger goals in the future. I will use both motivational interviewing and CBT to brainstorm goal creation of the day and to confront any thinking that might get in the way of completing the tasks. Recruitment and First Steps of the Group The first step is the screening process for potential...
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