...Running head: EFFECTS OF EMPLOYEE STRESS Effects of Employee Stress Dexter B McDougal Grand Canyon University Effects of Employee Stress The pursuit of forming a work environment where people would actually enjoy working has proven to be anything but easy. The ever rising pressure to perform only enhances the effort. People like to work in an environment where they work hard but yet have fun while doing it. Furthermore they want to be recognized for the hard work that they are doing. People want to work in a place where there are not a lot of opposing personalities and egos. “Two studies of occupational stress and its relation with antecedent variables and job performance were completed by Stephan J. Motowidlo, John S. Packard, and Michael R. Manning. The first study, in which 104 nurses participated in group discussions and 96 nurses completed a questionnaire, identified 45 stressful events for nurses. In the second study, 171 nurses who completed another questionnaire were also rated by a supervisor and/or a co-worker. Ratings of interpersonal aspects of job performance (such as sensitivity, warmth, consideration, and tolerance) and cognitive/motivational aspects (such as concentration, composure, perseverance, and adaptability) correlated significantly with self-reported perceptions of stressful events, subjective stress, depression, and hostility. Models developed through path analysis suggest that the frequency and subjective intensity of the 45 events...
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...Aggressive Leadership and the Effects on the Employee The manner in which leaders communicate with employees is an essential topic for organizations to recognize. Communication approaches that leaders apply towards junior employees vary in style, tone, and delivery. The literature review for this research will examine aggressive communication approaches that leaders utilize towards subordinate employees and the effect they have on the organization. The aim of this research is to gain an empirical insight to implications of the inter- and intra-personal relationships within the workplace. Aggressive communication according to Infante (1995) refers to the involvement of one individual (sender) applying force to influence another individual (receiver). In addition, abusive supervision is viewed as a significant source of psychological distress according to Restubog, Scott, and Zagenczyk (2011). The mode of communicative aggression varies from one person to another and is considered a behavioral script based on previous encounters in their lifetime. The interpretational and behavioral scripts a person brings to social situations influences that person’s preparedness for aggression (Huesmann, 1988). Communication is displayed through verbal and non-verbal means and is requisite in organizations where two or more employees have to interface either in person or remote from each other. Aggressive communication utilized by leadership breaks down the ability for the healthy ebb...
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...EFFECTS AND CAUSES OF EMPLOYEE TURNOVER INTRODUCTION “Employee turnover is the ration of organizational members who have left during the period being considered divided by the average number of people in that organization "Price 1977. “A company's greatest asset is not its financials, buildings, equipment or services- a company's most important asset is its employees”. (Susan Kaplan-Williams) Employees are company’s intellectual capital. They not only bring their skills and talents, they also bring ideas, creativity, innovation, commitment and desire to learn. They are self-motivated even before they begin working for an organization. That motivation stems from the need to provide a home, safety and food for their families and themselves as seen in Abraham Maslow’s 1943 Study. Human resources are one of the most valuable resources of an organization and indeed an organization is nothing without them. Getting and keeping good people is critical to the success of every organization. Maintaining employees is about providing working conditions that are worker friendly, involvement in decision making, good salaries, recognition for good performance and so forth. Many companies are increasingly finding it difficult to retain employees. Turnover is becoming a serious problem in today’s corporate environment. Turnover costs for many organizations are very high and can significantly affect financial performance of an organization. STATEMENT PROBLEM Organizational stability has been...
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...Pay for Performance: It’s Effect on Employee Motivation Name Course Title Professor’s Name Date Pay for Performance: The Effect on Employee Motivation Managers are continuously looking for ways to motivate their employees. Many methods have been tried and many methods have failed. Consequentially, human resource professionals and managers continue to work to develop effective performance management systems which serve to motivate employees, with an end result of improved morale and increased productivity. Designing an effective performance management program, combined with the appropriate compensation methods, can serve as tools to inspire and motivate employees to improve and/or maintain the highest levels of performance. Compensation administrators are encouraging the use of pay-for-performance plans to meet this goal. Pay-for-performance plans motivate employees to be productive and perform at higher levels by linking their pay directly to their pay. The idea behind pay-for-performance plans is that money serves to motivate employees to perform. Maslow’s theory of motivation “suggests that employee needs are arranged in priority order such that lower-order needs must be satisfied before higher-order needs become motivating” (Leonard, 2010, p. 121) with the lowest level of needs being basic biological needs and the highest level being self-fulfillment. When an individual is on the lower levels of the spectrum and trying to fulfill his/her basic...
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...Impact Of Stress On Employee Productivity, Performance And Turnover; An Important Managerial Issue Subha Imtiaz* and Shakil Ahmad** Stress is a universal element and persons from nearly every walk of life have to face stress. Employers today are critically analyzing the stress management issues that contribute to lower job performance of employee originating from dissatisfaction &high turnover ultimately affecting organizational goals and objectives. How stress affects employee performance, managerial responsibility, & consequences high stress are basic aims of the study. The universe of the study is Rawalpindi/Islamabad; the target population is employees (medical officers and house officers) in main health/medical organizations of the universe. Field study was conducted with questionnaire as the primary data collection instrument. Data was analyzed using statistical techniques with SPSS Version 16. The factors affecting stress were identified; personal issues, lack of administrator support, lack of acceptance for work done, low span over work environment, unpredictability in work environment &inadequate monetary reward. Analysis showed immense support for negative relationship between stress and job performance; greatly affected career change over (-.323**) and job satisfaction (.285**), errors in treatment (-.332**), knowledge (-.787**). The results showed that with every unit; increase in personal dilemmas, decrease in financial reward, decrease in influence over work environment...
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...College of technology Department of information technology Project proposal on online crime management system BY TSEGAY GEBREHIWET ID TER/1918/03 Contents 1. INRODUCTION 2 1.1Back ground of the organization 4 1.2 Mission 4 1.3 Vision 4 1.4Purpose 4 1.5 Tasks undertaken by the organization 5 2. Statement of the problem 5 2.1 Proposed System 6 3 Objective of the project 8 3.1General objective………………………………… 8 3.2 Specific objective…………………………………. 8 4.Scope of the project 9 5.Significance of the system 10 6. Methodology and tools 11 6.1 System development methodology…….. 11 6.2Programming and database tools………. 11 6.3 Hardware specifications hardwarerequirements…………………………… 12 7. Feasibility analysis 13 7.1 Economic feasibility……………………………. 14 7.2 Technical feasibility……………………………. 14 7.3Operational feasibility……………………………….. 14 8. Limitation and requirements 14 9. Data collection methodology 15 10. Time schedule 15 11.Buget analysis 16 Chapter one proposal 1. INRODUCTION * Peoples need their basic needs for survive their life in a good condition. * For their achievement of basic need the peoples need peace and security to full fill their basic need then peace and security is the key concept in the living environment for any work that you help for your life. * Governments and peoples support to peace and security for their sustainable development for their country. * Government and society needs to control any activity that face the...
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...Integrated Marketing Communications – the case of Coonawarra Rob van Zanten, J ohan Bruwer and Karen Ronning F UNDAMENTALLY, Integrated Marketing Communications (IMC) refers to the process of integrating and coordinating the various communication elements commonly known as the ‘promotional mix’. The promotional mix is usually considered to consist of advertising, sales promotion, personal selling and public relations, although some marketers may add other elements such as publicity, direct marketing or sponsorship as major components. IMC is therefore not just a concept relating to consistency or synergy—it is also a strategic process (Van Zanten & Bruwer 2002a). This is in particular the case of when and how IMC manifests itself at the wine region level, in which case the integration of all the marketing communication efforts of the wine region in order to achieve a strong brand identity is of the utmost importance. The Coonawarra wine region (Geographical Indication) is located in the South East corner of South Australia and is famed for its unique terra rossa soil and bold-flavoured red wines, in particular Cabernet Sauvignon. About 5,000 hectares of vineyards comprise the Coonawarra grapegrowing area. The region currently boasts 16 operating (production-type) wineries and 22 cellar door sales facilities. Around 700 people (full-time equivalent) are employed in the vineyards, wineries and cellar door facilities. The region produces on average about three and a half...
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...Causes and Effects of Employee Turnover in Private Bank (A Case Study) Department of Business Administration Leading University, Sylhet Report On Causes and Effects of Employee Turnover in Private Bank: A Case Study Course code: BUS-322 Course Title: International Business Submitted to Syed Towfiq Mahmood Hasan Assistant Professor Department of Business Administration SUST, Sylhet, Bangladesh Submitted by Faglul Karim Raihan ID: 1001010142 Sec-C, 8th Semester (24th Batch) Department of Business Administration Leading University, Sylhet Date of Submission: September 29, 2012 ------------------------------------------------- LETTER OF SUBMISSION September 29, 2012 Syed Towfiq Mahmood Hasan Assistant Professor Department of Business Administration SUST, Sylhet, Bangladesh Subject: Letter of Submission. Dear Sir, It is an enormous pleasure to submit my report titled “Causes and Effects of Employee Turnover in Private Bank: A Case Study” assigned as a requirement of our course related. In preparing this assignment I have acquired much knowledge about employee turnover. I have tried my best to furnish the assignment with relevant data, which I had to collect from online and related journal. I hope this assignment will help the banking sector to gather some insights on the windows to do further studies in this aspect. I would like to convey my tributes to you and thank you for giving...
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...EFFECT OF TECHNOLOGICAL CHANGE ON EMPLOYEE PERFORMANCE IN ORGANIZATIONS A CASE STUDY OF MOI UNIVERSITY ABSTRACT The research was on the effect of technological change on employee performance at Moi University that has a population of above 10,000 employees. The study will assess the tool kits used in the last ten years to implement technological change that affect employee’s performance like redundancy, employee turnover and the level of concentration at work judged by output. The study also examine main mechanism used to manage technological change that is taking place in the institution at a high rate such as Computerization, wireless Telecommunication and Internet all this has an impact to any existing organization. The strategies the University apply to help identify learning points for future use from the current technological change. A descriptive design was used in the course of this research. Data was collected using questionnaires and interview. (800) employees who are (100) administrators, (200) academicians, (100) secretaries, (400) clerks and other subordinates as target population. A self-administered questionnaire was used to gather required information, thus ensure that the questionnaires was framed without any ambiguity, the questions in the interview and questionnaire were derived based on the study objectives. Sampling technique was stratified random sampling as it was appropriately applied in coming up with stratum or subgroups which were representing...
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...Publications Management Department 1-1-2014 Pay-for-Performance’s Effect on Future Employee Performance: Integrating Psychological and Economic Principles Toward a Contingency Perspective Anthony J. Nyberg University of South Carolina, Anthony.Nyberg@moore.sc.edu Jenna R. Pieper University of Nebraska-Lincoln, jpieper@unl.edu Charlie O. Trevor University of Wisconsin-Madison, ctrevor@bus.wisc.edu Follow this and additional works at: http://digitalcommons.unl.edu/managementfacpub Nyberg, Anthony J.; Pieper, Jenna R.; and Trevor, Charlie O., "Pay-for-Performance’s Effect on Future Employee Performance: Integrating Psychological and Economic Principles Toward a Contingency Perspective" (2014). Management Department Faculty Publications. Paper 111. http://digitalcommons.unl.edu/managementfacpub/111 This Article is brought to you for free and open access by the Management Department at DigitalCommons@University of Nebraska - Lincoln. It has been accepted for inclusion in Management Department Faculty Publications by an authorized administrator of DigitalCommons@University of Nebraska - Lincoln. Published in Journal of Management 2014 ; doi: 10.1177/0149206313515520 Copyright © 2013 Anthony J. Nyberg, Jenna R. Pieper, and Charlie O. Trevor. Published by Sage Publications for Southern Management Association. Used by permission. digitalcommons.unl.edu Pay-for-Performance’s Effect on Future Employee Performance: Integrating Psychological and Economic Principles...
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...How Human Resource Management Practices affects Employee Performance. Principle Author: ALI SADIQ Ali.sadiq.ch@live.com MS Student Other Authors: TAHIRA JABEEN, HASHIR KHAN, ABDUL BASIT, WAQAS ASLAM MS Students COMSATS INSTITUTE OF INFORMATION TECHNOLOGY, LAHORE CAMPUS CHAPERT 1 Abstract Human Resource is the most important asset for any organization and it is the resource of achieving competitive advantage. Managing human resources is very challenging as compared to managing technology or capital and for its effective management, organization requires effective HRM system. HRM system should be backed up by strong HRM practices. HRM practices refer to organizational activities directed at managing the group of human resources and ensuring that the resources are employed towards the fulfillment of organizational goals. The purpose of this study is to explore contribution of Human Resource Management (HRM) practices including selection, training, career planning, compensation, performance appraisal, job definition and employee participation on perceived employee performance. We describe why human resource management (HRM) decisions are likely to have an important and unique influence on organizational performance. Our hope is that this research forum will help advance research on the link between HRM and organizational performance. We identify key unresolved questions in need of future study and make several suggestions intended to help researchers...
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...The Effect of Employee Engagement In Reward Systems and Performance Management Introduction The success of any organization rests on the strategic management of its employees. It’s vital for an organization to attract, motivate and retain the best talent available to achieve and sustain a long-term competitive advantage. To achieve this the Human Resources Department must design a performance management system that not only links employee performance outcomes and expectations to its strategic goals, but also uses the system as a tool to improve employee productivity as well as recognizing employee accomplishments, all while emphasizing the employee’s role in the process. The challenging part is motivating the employee to increase and sustain productive behavior. An organization’s reward system can be used as a motivational tool if the rewards being offered are considered valuable by the employee. A valued reward system can positively affect an employee’s performance. Organizations use pay, benefits, compensation and other rewards as effective performance management instruments to enhance employee productivity so goals can be achieved. So, how does an organization choose the reward system it offers? This paper will focus on the hypothesis that employee engagement in choosing a valued reward system will positively effect performance management and subsequent employee success. Assessment An effective employee reward system is an integral part of the employer/employee relationship...
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...II. CLASSIFICATION OF ACCOUNTING INFORMATION/ ACCOUNTING DISCIPLINES 1. The Accounting Profession The accounting profession may be divided into two disciplines, namely private accounting and public accounting. a) Private accounting These are accountants employed by a business firm or a NGO- frequently called management accountants. b) Public accounting This provides services on a fee basis. An accountant may practice as an individual or as a member of a public accounting firm. Public accountants who meet the required education, experience and pass required examinations may become CPA’s. 2. Specialized accounting fields/ branches There are several specialized fields in accounting. The two most common are financial accounting and managerial accounting ( this is based on user’s point of view). Other fields include:- Cost accounting, Environmental accounting, Tax accounting, Social accounting, etc. 3. Management Accounting – Management accounting is concerned with the provision of appropriate financial information to people within the organization (management and employees) to help them make better decisions. – It involves professional knowledge and skills in the preparation, presentation and interpretation of information required by management at all levels of the organizational structure. ← In other words, Management Accounting is concerned with data gathering (from both internal and external sources), analyzing, processing, interpreting...
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...UNIVERSITY OF PROFESSIONAL STUDIES ACCRA THE EFFECT OF ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE AT BARCLAYS BANK, GHANA TABLE OF CONTENTS CHAPTER ONE: INTRODUCTION 1 1.1 Background of the Study 1 1.2 Statement of the Problem 2 1.3 Purpose of the Study 3 1.4 Objectives of the Study 3 1.5 Research Hypotheses 4 1.6 Significance of the Study 4 1.7 Scope and Organization of the Study 5 CHAPTER TWO: LITERAURE REVIEW 7 2.1 Introduction 7 2.2. Theories of Organizational culture 7 2.3 Other theories 13 2.4 Empirical Literature Review 23 2.5 Operational Definitions of Terms and Constructs 29 2.6 General Overview of the Banking Sector 30 CHAPTER THREE: METHODOLOGY 32 3.1 Introduction 32 3.2 Design of the Study 32 3.3 Population and Sampling 33 3.4 Sources of Data 34 3.5 Study Instrument…………………………………………………………………………………………………....35 3.6 Analytical Techniques…………………………………………………………………………………………...35 3.7 Analysis of Data 34 3.8 Variables…………………………………………………………………………………………………………………36 3.8.1 Dependent Variables………………………………………………………………………………………36 CHAPTER FOUR: RESULTS AND DISCUSSION 40 4.1 Introduction........................................................................................................40 4.2 Data presentation………………………………………………………………………………………………40 4.3 Testing of hypothesis 41 4.4 Findings 47 CHAPTER FIVE: SUMMARY, CONCLUSIONS AND RECOMMENDATIONS 56 5.1 Summary...
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...motivation should influence managing the performance of diverse teams within global organisations. Introduction Employee performance has commonly been shown as the function of ability, motivation and situational circumstances, with this one equation it can now be seen that although having talent within an organisation is important, without motivation employee performance can never be optimised. Motivation is considered the be the driving force behind the behaviours we carry out to achieve a goal, finding and creating the right motivational triggers for an employee can prove troublesome, but it is of the upmost importance if a business wants to become successful (Burford et al 1995; Nhat et al 2013). Theories surrounding the mechanism as to how motivation is precipitated within an individual or group are known as process theories of motivation (Ashleigh and Mansi, 2012). Process theories have been largely influential for organisations who are considering how they can optimise motivation; however with the growth and development of multinational organisations can they still be effectively applied? Hofstede’s (1980) work surrounding the pertinence of American motivational theories in different cultural settings identified several key cultural dimensions which should be taken into account. Of this the Individualism Dimension (IDV) was highlighted as having a prominent effect on how motivational theories could be applied. IDV is characterised by the way in which someone perceives their...
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