...anticipated promotion or being bored with certain levels of achievement? It is difficult dealing with employee’s attitude and wondering if he or she is or is not satisfied on the job and also wondering if his or her level of motivation toward success is being achieved to produce at the level the company needs to succeed. These areas are studied in what is called the three gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal is employee attitude in particular what promotes job satisfaction. I will attempt to explain the three gaps described in HR practices according to the article by Lise M. Saari titled “Employee Attitudes and Job Satisfaction” are the causes of employee’s attitudes, the results of positive or negative job satisfaction, and how to measure and influence employee attitudes. This paper will also explain how and to which extent research on job satisfaction resolves each of the three gaps, and I will use at least two examples to show where do the gaps still exist and how future research on job satisfaction can help to close these gaps? GAP ONE: ATTITUDES The dispositional influence correlates to Maslow’s theory of an individual needs. Other than the principles needs of a human, food, water, shelter, and spiritual needs, a person needs to fulfill other outside need and advocates of job enrichment have argued that most work tasks fail to challenge individuals adequately or fulfill their desires...
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...International Educational Foundation 1609 Terrie Drive Pittsburg, PA 15241 USA www.armaedfoundation.org Social Networks and their Impact on Records and Information Management A Research Paper by Helen Streck For ARMA International Educational Foundation Copyright 2011 ARMA International Educational Foundation ARMA INTERNATIONAL EDUCATIONAL FOUNDATION SOCIAL NETWORKS AND THEIR IMPACT ON RECORDS AND INFORMATION MANAGEMENT TABLE OF CONTENTS Section 1. Introduction Page 1 Section 2. Overview and Background of Social Networks Page 3 Section 3. Issues Influenced by the Generation Gap Page 5 Section 4. Areas of Impact to Records and Information Management Page 8 Section 5. Legal Considerations Arising with Social Networks Page 13 Section 6. Conclusion Page 15 Epilogue Page 16 About the Author Page 17 ii | P a g e Copyright 2011 ARMA International Educational Foundation ARMA INTERNATIONAL EDUCATIONAL FOUNDATION SOCIAL NETWORKS AND THEIR IMPACT ON RECORDS AND INFORMATION MANAGEMENT SECTION 1. INTRODUCTION Social Networks are used by hundreds of millions of people around the world. Social Networks’1 impact on Records and Information Management (RIM) begins with clearly defining what we mean by a Social Network. For the purposes of this paper, a Social Network is defined as an internet-based service that allows individuals to (1) construct a public or semi-public profile within a bounded system, (2) articulate...
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...Concept Paper Submitted to Northcentral University Graduate Faculty of the School of XXXXXXXXXXX In Partial Fulfillment of the Requirements for the Degree of DOCTOR OF XXXXXXXXX by NAME Prescott Valley, Arizona Month Year Table of Contents Concept Paper 1 Introduction 3 Statement of the Problem 4 Purpose of the Study 4 Research Questions 4 .Hypotheses 5 Brief Review of the Literature 5 Research Method 6 Data collection 7 The Sponsor Pay Case Study. 9 Measurements and Results 11 Web 2.0 tools in the SponsorPay 11 The impact of Business Capabilities on Performance 12 Conclusions and Further Research 12 Introduction The social media has gained popularity in the recent past and has been used in many companies in their daily activities, ranging from small start-ups to large and medium enterprises (Bell & Loane 2010). Despite the use of this trend on the social media, little has been known on the specific impact on the companies and the business processes performance (Bell & Loane 2010). The purpose of this paper is to list the benefits of social media and its negative impact on the business performance (Bradbury, 2010). The business impact of the social media on management (Bradbury, 2010) on the knowledge management (Barney, 1991) on governance (Brocke & Rosemann, 2010) and on the strategic competitiveness of the companies (Bughin, 2011). This paper concentrates on exploring the social media’s impact and how the organization...
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...2005 The Competencies for Next Generation Employability Eamonn McQuade, Deirdre Hogan, John O’Donoghue, Theresa Maguire, Eamonn Murphy. Programme for the University Industry Interface, University of Limerick Conference Theme 3: Working with employers Abstract It is generally accepted that employees will need to broaden their knowledge, skills and competencies through a lifetime of learning if they are to remain employable, and if enterprises are to maintain their competitiveness in a knowledge-based global economy. However, identifying and developing skills and competencies for next generation employability in Ireland is a challenging task. The Programme for University Industry Interface (PUII) is an action research project, established in 2003, to determine the skills and competencies required by Irish Industry and to develop learning models that will facilitate their delivery. This paper presents the outcomes of an action research methodology based on a Community of Practice model (COP), which addressed the issues surrounding competencies for next generation employability. It proposes a competency framework which integrates the four key categories of skills: Business, Technical, Interpersonal, Intrapersonal, and presents a set of recommendations for individuals, employers and higher education institutions. Introduction The Programme for University Industry Interface (PUII) is an action research project, established at the University...
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...Mohamad Radzi | CGA130056 | 019-6795231 | khadijah.fahim@gmail.com | Nasira Banu Rahim Khan | CGA130106 | 019-3612038 | nasira@bnm.gov.my | Yu Kong Cing | CGA120010 | 012-6842818 | kcyu@fella.com.my | Prepared for DR. MOHAMMAD NAZRI BIN MOHD. NOR Submission Date: 15 May 2014 Due Date: 19 May 2014 Word Count: 3859 Content | Page | 1.0 Executive Summary | 1 | 2.0 Background of Study | 2-6 | 3.0 Problem Statement | 6-8 | 4.0 Research Question | 8 | 5.0 Objectives of Study | 8 | 6.0 Literature Review | 8-9 | 7.0 Discussion | 9-12 | 8.0 Recommendation | 12-15 | 9.0 Conclusion | 15 | 10.0 References | 16 | 11.0 Appendix 1 – Organizational Chart | | 1.0 Executive Summary The purpose of this paper is to study the differences and similarities of four generations of FELDA workers and the implication of it to the organization’s competitiveness. FELDA has been chosen for the study because it is a unique organization involved widely in business as well as community development in 319 Felda Settlements. With a total employee of 3,990 people working locally and overseas it is truly a challenging task for the management to keep pace with the diversity in the workplace. As we want to have an effective relationship with other human beings, we must at least know...
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..."A lack of understanding across generations can have detrimental effects on communication, working relationships and undermine effective services," says psychologist Constance Patterson. Although these generational conflicts are often seen as larger social issues, they may play out every day on the team level in the workplace in ways that may affect productivity and may lead to frustration, conflict and poor morale. For example, Boomers may believe gen Xers are too impatient and unwilling to try out the tried-and-tested strategies, while gen Xers may view boomers as always trying to say the right thing to the right person and being inflexible to change. Traditionalists may view baby boomers as self-absorbed and prone to sharing too much information, and baby boomers may view traditionalists as authoritative and rigid. And, gen Xers may consider millennial too spoiled and self-absorbed, while millennial may view gen Xers as too cynical and negative. 2. Background: A generation is defined as an identifiable group that shares birth years, age location, and significant life events at critical developmental stages, divided by five-seven years into the first wave, core group, and last wave (Kupperschmidt, 2000). A generational group, often referred to as a cohort, includes those who share historical or social life experiences, the effects of which are relatively stable over the course of their lives. These life experiences tend to distinguish one generation from another...
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...Purpose - This study examines the relationship between motivator and hygiene factors of the two-factor theory and job satisfaction of Gen-Y. Design/ Methodology/ Approach - Totally 128 full time Gen-Y employees of the Malaysian Administrative and Diplomatic officers completed a questionnaire measuring their motivator and hygiene factors and job satisfaction. The motivators were measured by work values questionnaire (WVQ) with 25 items, and job satisfaction was measured with a 15-item questionnaire adapted from Warr et al., (1979). The scales for all questions were seven point Likert scales. Factor analysis, T-Test, regression, and One-way ANOVA were applied in the data analysis. Findings - The results revealed that employees’ motivators are related significantly to their intrinsic job satisfaction. However, employees’ hygiene factors are not significantly related to extrinsic job satisfaction. This result is inconsistent with the previous study of Furnham A. and Eracleous A. (2009) and supports Locke’s (1976) criticism of Herzberg’s theory. Research limitations - The limitation of this study was that it used self-report measure in investigating motivational factors as well as job satisfaction and therefore the defensive bias in self-reporting was not controlled. Originality/Value - This paper revealed that hygiene factors might not affect a person’s extrinsic job satisfaction in the Malaysian context and specifically among...
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...benefits and compensations, whilst keeping a high level of productivity and employee retainage. In this paper, two organizations based in San Francisco, CA, listed as 2015 Fortune 100 Best Companies to Work For® are evaluated in terms of their human resource structures (Great place to Work, 2015) , I will make suggestions as to how to best integrate HR strategies to each firm. Twitter and Genentech Twitter One of the organizations is Twitter, Inc., the online social network for public self-expression in real time. The company has 2,730 US employees at 14 different locations and with revenue of $664.89 million today. Twitter was founded in 2006 and rapidly gained popularity; its website is listed in 8th position as most visited websites globally as of May 2015 according to Alexa Internet, Inc. 37% of men and women Twitter users are 18 to 29 years old, 25% by 30 to 49 years old, 38% is over 50 year old user. It has very effective tools for marketers to censes predict activities for each generation by surfing the conversations they tweet on any given day. Under the first amendment, we all have a freedom of speech; however people are subject to some regulation non Twitter which is privately owned website, and your speech is protected under Twitter’s term of service of use. This fairly new company is said to be one of best place to work in US by their employees, mostly they are satisfied with human resources...
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...Abstract The HR practices of Aflac were examined in the context of its effect on employee satisfaction. In 2015, Aflac made the list of 100 best companies to work for as it has done for the past ___years. The team examined the benefits provided to the employees and the workplace culture at Aflac in order to determine why the organization enjoyed a low-rate of employee turnover and why surveys showed that its employees were highly satisfied with working at Aflac. Aflac “strives to deliver quality services to its 4,500 employees while staying competitive in the insurance market” (Reed, 2015). The team determined that part of the employee satisfaction resulted from Aflac’s decision to not lay off its employees during economic downturns. Furthermore, employees are provided with growth opportunities because Aflac promotes from within. We also explored the salary structure and opportunities to earn a higher income Employees are positively impacted by policies that helps them balance their personal and work lives. Aflac has made it very easy for its employees to have a growing professional life while at the same time, enjoy their personal life. Aflac understands the importance of keeping its employees happy and has implemented policies that pushes the company towards those goals. In return, it has an employee base that considers it a great place to work and who works hard to maintain the company’s positive image to its customers. Introduction For 17 consecutive years...
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...Introduction Persons that are born between 1980 and 1994 are classified as generation Y. They are latest members to join a multigenerational workforce, in fact they are the newest and the last members of the workforce. “Generation Y are likely to have high expectations of personal and financial success, feel that hard work pays off, and have a get-it-done result-producing attitude” (Breaux 2003,p52). Managers all over the world have been struggling with the challenge of attracting, managing and retaining Gen Y workers. Gen Y have different values and expectation of the companies they for compared to previous generations. Companies must learn how to manage Generation Y workers and cater to their needs if they want to retain Gen Y works. "Generation Y'ers are like X'ers on steroids. They are the most high-maintenance generation to ever enter the work force" (Breaux 2009,p95). As Gen Y has already started to enter the work force companies cannot afford to ignore the wants and need of Gen Y. Gen Y is just as big in numbers and will keep entering into the workforce at a rapid rate. The companies that don’t figure out how to attract and retain the growing Gen Y workers are likely to find themselves at a distinct disadvantage. After all, Generation Y is the next generation of workers who will ultimately be managing companies and determine if businesses succeed or fail. Article one “Understanding and managing generation differences in the workplace” Database: Emerald Group Publishing...
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...DOWNLOAD FROM: [http://essayscollection.com/view_paper/id/1346925] Title APU HRMT419 full course [ all forums midterm and final ] Question Question forums week 1 Take some time to discuss, in your opinion, the most interesting material this week in your reading assignments. How will that material help you in a professional position? Why? week 2 For our discussion, put yourself in the position of consultant to an owner of several small convenience stores. You've been hired to help set up a process for ensuring the owner has valid selection measures for each position in the store. Based on what you have learned in Chapters 2-4, what recommendations would you make to help the owner establish an appropriate HR plan? What method of job analysis would you recommend? Please post your suggestions and your rationale to address the above questions. You should then respond to the postings of other students. Our goal is to try to define key elements that need to be considered when establishing HR planning and job analysis for a small organization. In your responses, be sure to provide citations from the text or other sources to support your statements. ...
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...Elementary Statistics “Effects of using You Tube to the younger generation” Abstract This research is intended to find out the effects of You Tube videos to children ages 8-12 years old. In this research you’ll see the most top videos that are watched by kids and most likely will give you an idea on how to take care of your child or siblings. Acknowledgement We would like to take this time and opportunity to thank Miss Nelda Nacion our Elementary Statistics Professor for being understanding, patient and making this semester a fun one. Dedication This is Research is dedicated to our hard working parents that continuously supports us. We also dedicate this research to one of the researchers’ siblings Miguel (12 years old) and Gabriel (8 years old), the motivation and inspiration of this research paper. Chapter I: The problem and it’s Setting Introduction This research started as an observation to a sibling of one of the researchers. The 8 year old and the twelve year old kids were greatly fond of the website www.youtube.com. The researcher observed that her siblings mimic the language and the actions of the videos they are watching. When the researcher asked the siblings as to where do they get those “lines” from, the siblings’ replied immediately “napanuood ko sa You Tube”. This lead to the group’s concern. How the website youtube.com do great influences to the new generation of children today. Let’s face it, the youth’s way of entertainment nowadays are...
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...30th of July 2009 Preface Within my bachelor education in industrial and organizational psychology at the University of Twente, I conducted this research and immersed myself into relevant scientific literature to build a theoretic basis for my topic, the impact of organizational strategy and climate on strategic employee behaviours. This paper presents the final assignment of the bachelor degree in psychology and is solely written by the author. The introduction part consists mainly of a screening and elaboration on prior scholar’s work. Data from five companies were gathered collectively with other students. At this place my thanks go especially to the employees of the company Nedap N.V. for participating in my research. Nedap inspired my a lot. Furthermore my thanks go to my fellow students for their efforts to find companies to participate. Abstract This paper investigates which configurations of organizational climate and organisational strategy lead to strategic employee behaviour which is crucial for organizations to reach their goals. Based on literature research and empirical research in five companies in the technical sector in the area around Enschede (n = 160), this paper attempts to find out if strategic employee behaviour is related to the fit between the organizational strategy as perceived by all employees and the organizational climate within an organisation. The results show that fit is negatively related to innovative work behaviour. Customer oriented...
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...Generation Y in the Workforce: Managerial Challenges Justin Meier, Graduate Student Stephen F. Austin State University, USA Mitchell Crocker, Associate Professor of Management Stephen F. Austin State University, USA ABSTRACT This paper takes a look at the next generation, Generation Y, as it enters the workforce. Nearly all Gen Y research to date focused on characteristics and features drawn from a population still in the midst of the educational system. This research specifically targets Gen Y’ers that have been in the workforce for a few years. Data collection incorporated current technologies such as the social networking website Facebook to invite age-appropriate respondents to participate in this study. Participants completed the survey instrument on-line using a link to Survey Monkey. The data analysis focuses on those workplace issues that act as motivators or de-motivators for this generation. GENERATION Y IN THE WORKFORCE: MANAGERIAL CHALLENGES Toward Understanding Gen Y. What defines a generation? Through the years a number of different things such as wars, discoveries, politics, beliefs, and popular culture have all helped shape and define generations. The characteristics attributed to an age-bound demographic are often reflections of the events occurring in the world around them. While agreement on a definition may be lacking, through a combination of thoughts and ideas, educators can agree on certain aspects of each generation. A generation can influence styles...
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...the world and has a labour force of over 65 million people. In Japanese culture is expected that employees have lifetime commitment to their employers. The Japanese people recognize responsibility and work as extremely important characteristics of their culture. The responsibilities are divided into very small details and are incorporated into a family-style working environment. Business leaders and management participate in all activities. The employees in Japan are motivated by private recognition, the corporate missions of the company, stability, and most importantly being part of a winning team. Formal meetings are considered times for employee to share ideas and visions. In Japanese culture employees can contribute regardless of status. Furthermore informal meetings are seen as occasions to build personal relationships and should contain no direct business discussions. Since Japan has one of the most indirect languages, and many messages are metaphorical it is important to refrain from saying terms such as “No” and “You”; these terms can be seen as rude and should be placed with appropriate terms. Instead of saying “You”, refer to contact by their last name and title (i.e. “sir” or “madam”). Lastly an important tool that can be used to analyze the intercultural differences between Canada and Japan is Hofstede‘s 5D Model. This analytical tool breaks each culture into five parts, Power Distance (PDI), Individualism (IDV), Masculinity (MAS) Uncertainty Avoidance (UAI) and...
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