call center industry has one of the highest turnover rates compared to other jobs due to its high level of stress and dullness. Retention starts with hiring the right person for the job. Human resource recruiters should look for applicants with these characteristics: self motivated, high tolerance for stress, positive attitude, good listening skills, good communication skills, ability to work as an individual and in a group, good problem solving skills, and enjoy helping customers. A good way to test
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4 3. Interpersonal Relations 7 4. Communication in organizations 9 5. Stress Management 13 6. Group Dynamics and Team Building 15 7. Conflict Management
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and Human Service Workers Reva I. Allen/Eric G. Lambert/Sudershan Pasupuleti/Terry Cluse-Tolar/Lois A. Ventura, Department of Social Work, University of Toledo 1 In many career fields, there is a tendency to try to find the right person for the job instead of trying to make the job right for the person. Koeske and Kirk (1995) wrote, “Social work administrators presume that there are certain characteristics of human service workers that predispose some of the workers to thrive in a
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course: Social Research Methods | | | Submitted By:- Chaitanya Peddi (P10076) Faiz Abdullah (P10081) Neeti Kumar (P10092) Raja Sameer (P10102) 3/23/2010 | ABSTRACT Purpose The purpose of this research paper is to measure the effect of perceived organisational politics on job performance, using perceived organisational support as a mediator. Further, this paper also aims to measure the moderating impact played by the respondents’ gender in the same. Design/Methodology/Approach
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company leadership, power and authority, strategies of organizational design and change, teamwork, conflict and collaboration, and culture. Organizational Behavior explores individual and group behavior within work organizations and helps students understand, describe, and explain human behavior at work. Course Objective: The course shall be completed in 33 sessions and after completing the course the student will be able to: * Apply and analyze different concepts related to organizational behavior
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elements – – – – – – Work specialization Departmentalization Chain of command Span of control Centralization & decentralization Formalization Controls, coordinates & motivates employees Work Specialization Degree to which tasks in organization are subdivided into separate jobs Efficiency gains – Payment related to skill-level required skill– Increase in performance in specific task – Encouraging creation of special inventions Efficiency losses – – – – – Boredom Fatigues Stress Poor quality High
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Steen, 2009). Further, there is a nonlinear relationship between different components of an organization. Meaning, a small change in one variable can cause enormous changes in another, and conversely, large changes in one variable may have a small effect on another. Therefore, organizations are in a state of dynamic equilibrium. Thus, organizations are seen as open systems which continually interact with their external environment (rather than being closed and independent units). Clearly, in the
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of Human Resource Management (HRM) to diverse audience/students, including those who are studying this as a supporting subject for their bachelor degree program. This course is designed to provide you the foundations of HRM whether you intend to work in HRM or not, most of these elements will affect you at some point in your career. Either you will be working with some organizations or having people working for you, in both cases you will be dealing with people. To be understandable and lively
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key elements – – – – – – Work specialization Departmentalization Chain of command Span of control Centralization & decentralization Formalization Controls, coordinates & motivates employees Work Specialization Degree to which tasks in organization are subdivided into separate jobs Efficiency gains – Payment related to skill-level required skill– Increase in performance in specific task – Encouraging creation of special inventions Efficiency losses Boredom Fatigues Stress Poor quality High absenteeism
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Employee satisfaction is an important factor for managers within any organisation, creating and obtaining satisfied employees not only increases job performance but also undoubtedly increases the performance of the organisation (Abu-Shamaa, Al-Rabayah & Khasawneh, 2015). An employee’s satisfaction is usually derived from job satisfaction and personal attitudes towards the organisation and its superiors. The debate is whether managers can create happy, productive and satisfied employees or if
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