Investigating the Impact of OJ & POS upon OCB: An Empirical Study Of LIC Employees In And Around Chandigarh. A SYNOPSIS SUBMITTED TO UNIVERSITY BUSINESS SCHOOL PANJAB UNIVERSITY CHANDIGARH ON SEPT 11, 2012 SUBMITTED TO: SUBMITTED BY: Dr. RUPINDER KAUR BIR PARMEEN
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Mekelle University College of Business and Economies Department of Management AN ASSESSMENT OF JOB SATISFACTION AND ITS EFFECT ON EMPLOYEES’ PERFORMANCE (A CASE STUDY ON ethiotelecom MEKELLE DISTRICT) A Senior Essay Analysis Submitted in Partial Fulfillment of the Requirements for the Award of Bachelor of art Degree in Public Administration and Development Management By: ID No: CBE/ UR/1224/02 Advisor: June, 2012 Mekelle, Ethiopia
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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
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The learners are requested to present the speech on the following areas of Industrial Relations and are requested not to use any Power Point presentation. They are allowed to use any creative method of presentation. The issues to e discussed are explained below. LO 4.1: Assess the influence of the EU on industrial democracy in the UK Hints: European Union: European Union regulations are directly binding on all Member States without the need for national legislation to put them in place.European
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international annual volumes between 1980 and June 2002 to consolidate what is empirically verifiable about Hofstede’s cultural values framework. We discuss limitations in the Hofstede-inspired research and make recommendations for researchers who use Hofstede’s framework in the future. Journal of International Business Studies (2006) 37, 285–320. doi:10.1057/palgrave.jibs.8400202 Keywords: Hofstede; cultural values; cross-cultural management Correspondence: Bradley L Kirkman, Department of Management
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business is closely influenced by the motivation and professional capacity of their workforces. Accordingly, companies are faced with the challenge of increasing the level of employee commitment, job satisfaction and motivation (Greene, 2001). In this regard, it is important for companies to take into consideration the impact of employee needs, morale and expectations and to negotiate appropriate work arrangements for motivating employees as part of performance recognition. The following paper presents
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Religious Diversification Today Religious diversification in the workplace is an issue employers will always face. Management of this diversity is necessary so that employees can reach their full potential, maximize productivity, and create a positive work environment by which everybody is accommodated. By understanding the positives and negatives of having religion and spirituality in the workplace, it is clear that there are advantages and disadvantages. Positive aspects of integrating religion
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that organizational performance can be enhanced through ethical leadership. An ethical corporate culture has been associated with trust, commitment to quality, customer satisfaction, employee commitment, and financial performance. There is an opportunity for managers to take a proactive approach to incorporating ethical concerns into strategic planning. In addition, there has been public policy support for top management to be responsible for organizational ethics. Academic researchers can assist
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to creating a strong work force. Next, you have to keep them. Employee turnover costs businesses owners both in time and productivity, and the impact is especially large at a small firm because of the relative connection to its size. But how can a small firm offer the right motivational factors to ensure that the staff remains within the organization? How can they compete with motivational employee benefits of larger corporations? This paper looks at one case company, a small accountancy firm located
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firm performance and the following HR practices: (1) job security (2) selective hiring, (3) self-managed teams (4) compensation policy, (5) extensive training, and (6) information sharing. We surveyed HR managers and recorded their perceptions about the links between HR practices and firm growth. Results demonstrated that compensation policy was the strongest predictor of sales growth. Results provide overall support for all HR practices except of job security. Eventually, selecting, training, and rewarding
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