...THUY LE The Part-Time Job with a Full-Time Challenge GIVING VOICE TO VALUE (GVV) SM 131 G3 RESOLVED: George will confront John about his illegal behavior. 1. What’s at stake for the key parties, including those that may disagree with you? What is important to them? What does the target value and why? George the part-time worker: John, his friend who is also his night time manager adjusted invoices and inventory reports in order to steal cash conflicts with his honesty, integrity and legality value. John's actions were wrong and could have serious legal repercussions. George is now involved so he can be punish with fines or sentence to prison if John were caught because he was presence and an acquaintance of John. He doesn’t want to be a rat by snitching or be a goodie-two-shoe by telling his friend it is wrong. John the night time manager: If he is caught, he may face jail time and a criminal record that will be hard for him to be employ again. Getting quick cash is important to him. He value dishonesty because he doesn’t feel like it is wrong to take advantage of unaccounted car parts and basically steal money from the company that trusted him. Car parts store the employer: Their profit is at stake because a fraudulent manager felt like he can use the loophole of undocumented inventory to fake returns for cash. Employer values honesty, integrity, responsibility and strong work ethics because it enable the company to operate smoothly and earn profit. 2...
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...Chapter 4 Notes What are Values? * Values are a broad tendency to prefer certain states of affairs over others. * The preference aspect of this definition means that values have to do with what we consider good and bad. * Values are motivational, since they signal the attractive aspects of our environment that we seek and the unattractive aspects that we try to avoid or change. * They signal how we believe we should and should not behave. * Broad tendency means that values are very general and they do not predict behaviour in specific situations very well. * People tend to hold values structured around such factors as achievement, power, autonomy, conformity, tradition, and social welfare. * We learn values through the reinforcement process by parents, teachers, and representatives of religions. Generational Differences in Values * Generations are: 1. Traditionalists 2. Baby boomers 3. Generation X 4. Generation Y * Categorized by different ages, but also distinguished by growing up under different socialization experiences; which in result could cause different values. * Such values differences might underlie the differential workplaces assets and preferences of leadership style. * Some indication that Gen X and Y are more inclined to value money, status, and rapid career growth than are boomers. * Also evidence that Gen X and Y, compared to boomers, see work as less central, value leisure more, and are more...
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...Table of Contents 1. Introduction 2 2. “Manager should do everything they can to enhance the job satisfaction of their employees”. Discuss your view on and support your position whether you agree or disagree to the above emphasis. 2 2.1 What is Job satisfaction? 2 2.2 What are the outcome of job satisfaction? 3 2.3 Understanding employee attitudes and motivation 4 2.4 Methods for Increasing Job Satisfaction 5 2.5 Responsibility of manager on job satisfaction 5 3. “Thirty-five year ago, the young employees we hired were ambitious, conscientious, hardworking and honest. Today`s young workers don’t have the same values towards work.” Do you agree or disagree with this manager`s comments? Support your position with research evidence. 6 3.1 Values 6 3.2 Values Across Cultures 7 3.2.1 Power distance 8 3.2.2 Individualism versus collectivism 8 3.2.3 Masculinity versus Femininity 8 3.2.4 Uncertainty Avoidance Index 8 3.2.5 Long term orientation versus short term normative orientation 8 3.2.6 Indulgence versus Restraint 8 3.3 Deficiency, Need and Desire differ the values of individual 8 3.3.1 Physiological needs 9 3.3.2 Safety needs 9 3.3.3 Love and belonging 10 3.3.4 Esteem 10 3.3.5 Self-actualization 10 4. “Recognition may be motivational for the moment but it does not have any staying power. It`s an empty reinforce, because when you go to the grocery store, they don’t take the recognition as a form of payment.” Discuss...
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...Values: values carry an individual’s concept of right and wrong. Principles that guide our life and they are designed to lead us to our ideal world. Values define what is worth, what is beneficial and what is harmful. Values are standards to guide our action, judgment and attitudes. Importance of values Types of values Values loyalty and ethical behavior Value across cultures The globe framework Implications for ob3. Values Values represent basic convictions that- A specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence. Value is a judgmental element of what is right, good, or desirable. 4. Importance of Values Values lay the foundation for the understanding of attitudes and motivation because they influence our perceptions. 1 2 Individuals enter organizations with notions of what is right and wrong with which they interpret behaviors or outcomes 3 Values generally influence attitudes and behavior . 5. Types of Values Terminal Values VALUES Instrumental Values Rokeach Value Survey… 6. Terminal Values Desirable end-states of existence; the goals that a person would like to achieve during his or her lifetime. 7. Instrumental Values Preferable modes of behavior or means of achieving one’s terminal values. 8. Values Across Culture Hofstede’s A framework for assessing cultures; five value dimensions of national culture… Power distance Individualism versus collectivism Quantity of life...
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...Chapter 4- Job Satisfaction * Job satisfaction is one of the several individual mechanisms that directly affect job performance and organizational commitment * If employees are very satisfied with their jobs and experience positive emotions while working, they may perform their jobs better and choose to remain with the company for a longer time * Job satisfaction- how a person feels about their job, and what they think about it * Employees with high job satisfaction -> positive feelings * Corporate culture, opportunity to use skills, opportunity to learn and ability to be creative are reasons for job satisfaction Why are some employees more satisfied than others? * Employees are satisfied with their job based on things they value * Values- things that people want to seek * Values are important because they explain how satisfied or dissatisfied someone is with their job * Value-percept theory- A theory that argues that job satisfaction depends on whether the employee perceived that his or her job supplies those things that he or she values * Dissatisfaction=(Vwant- Vhave) * (Vimportance) * Vwant- reflects how much of a value an employee wants * Vhave – indicates how much of that value the job supplies * Vimportance- reflects how important the value is to the employee * Since the difference of want and have get multiplied, the discrepancies get magnified for important values and minimized...
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...Values Reflection Paper Laura M. Martinez CJA/474 June 8, 2016 Michael G. Wilkie, DPA, Chief of Police (ret) Values Reflection Paper Money, stability, education, automobile are all things many people value, something that can be seen or felt or put into a garage for safe keeping. This is not always the case because there are some many more things in this world that need to be valued, and a price tag is not necessary for people to obtain them. When thinking about what are my core values the words came to me fast and quick. Honor, honesty, loyalty, trust, faithfulness, and caring. Nurturing, genuine, integrity and stability are right there up there in my top ten. Honorable is how I feel when I follow my values and that feeling helps me be a better person, mother, and daughter. I want my daughter to look at me and know I did the best I could for her, and I and I did it by standing by my values in a true and honorable way. Honesty is a huge value I stress to my daughter and the kids I help raise. I explain to always be honest even if it means not getting things your way, or possibly getting into trouble. I explain to them I would be more upset with them if they lied, than if they would tell me the truth. I practice this in my work environment as well. There are times when I am honest with a co-worker about something she did that I was not happy about, later they would come to me and apologize and thank me for being real and honest about the situation. I find this stops issues...
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... September 2012 Value congruence in organizations: Literature review, theoretical perspectives, and future directions Yuanjie Bao Simon Dolan Shay S. Tzafrir ESADE Working Papers Series Available from ESADE Knowledge Web: www.esadeknowledge.com © ESADE Avda. Pedralbes, 60-62 E-08034 Barcelona Tel.: +34 93 280 61 62 ISSN 2014-8135 Depósito Legal: B-3449-2012 Value congruence in organizations: Literature review, theoretical perspectives, and future directions Yuanjie Bao* ESADE Business School, Future of Work Chair, Ramon Llull University Av. Torreblanca 59, 08172, Sant Cugat del Vallès, Barcelona, Spain yuanjie.bao@esade.edu Simon L. Dolan ESADE Business School, Future of Work Chair, Ramon Llull University Av. Torreblanca 59, 08172, Sant Cugat del Vallès, Barcelona, Spain simon.dolan@esade.edu Shay S. Tzafrir Department of Human Services, University of Haifa Mount Carmel, Haifa, 31905, Israel stzafrir@research.haifa.ac.il September 2012 Abstract Extant literature on value congruence is fragmented due to different methodological treatments and theoretical perspectives. Proposing a typology of the value congruence concept, this paper reviews several key themes in value congruence research including staffing, socialization, leadership, job attitudes, performance, among others. By reviewing related antecedents and outcomes, discussing underlying theoretical perspectives, and highlighting future directions, this paper integrates value congruence research...
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...Effects of spiritual training and development programs on Government banks to enhance the performance Advanced Research Method Final Project Report Submitted By: Rana Sajid Ali ID: 12123010 Submitted To: Ma’am Tasneem Akhtar Due Date: 17-07-2015 Acknowledgement I would like to pay gratitude from the deepest core of my heart to the Allah Almighty, who never cease in loving us and for the continued guidance and protection and aided me with the strength, wisdom, patience to complete this term paper on time. The deepest gratitude and warmest appreciation to our respected and worthy teacher Dr. Tasneem Akhter for her guidance and support in the duration of the study, her timely guidance and motivation as well as her endless encouraging behavior throughout the duration of this research paper have been exemplary. DEDICATION I am dedicating this report to my parents who were always there to support me with guidance, their precious time and holding my hand at each step. It is also dedicated to my teachers whose utmost love, care and struggle against all odds, brought me to this height of knowledge by the benevolence of Almighty (ALLAH). Table of contents Items | 1. Introduction | 1.1 Rational of Study | 1.2 Significance of Study | 1.3 Problem Statement | 1.4 Aim of Study | 1.5 Research Questions | 1.6 Research Objectives | 1.7 Delimitation of Study | 2. Literature Review | 3. Framework | Hypothesis | 4. Research Methodology...
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...Job evaluation is defined as a systematic process of determining the relative worth of jobs in relation to other job in order to establish which jobs should be paid more than others within an organization (Snell & Bohlander, 2010). The goal of job evaluation is to achieve internal equity during the salary system formation. In other word, job evaluation means the process of objectively determining the relative worth of jobs within an organization. It involves a systematic study and analysis of job duties and requirements. The evaluation is based on a number of compensable factors. Job evaluation can measure the value of all jobs within an organization and produces a rank order ranging from entry level positions to the most senior positions within an organization. It provides a framework to administer pay. The purpose of job evaluation is to helps established internal equity between various jobs in which wage paid is equal to the value of the job. When establishing the worth of a position, issues of internal equity are considered. Internal equity is defined as fairness in the relationship of a job’s salary range when compared with the salary ranges of similar jobs within the organization. The salary range for a job is considered internally equitable if the salary is commensurate with responsibility level of the position. It is important that a job evaluation is felt to be fair by everyone in the organisation. Effective communication, ongoing consultation and transparency are...
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...appropriate (c) Calculate the cost per unit of process outputs (d) Explain the concepts of 'normal and abnormal' losses and 'abnormal' gains (e) Prepare process accounts, involving normal and abnormal losses and abnormal gains (f) Calculate and explain the concept of equivalent units (g) Apportion process costs between work remaining in process and transfers out of a process using the weighted average and FIFO methods (h) Prepare process accounts in situations where work remains incomplete (i) Prepare process accounts where losses and gains are identified at different stages of the process The basics of process costing Process costing is a costing method used where it is not possible to identify separate units of production, or jobs, usually because of the continuous nature of the production processes involved. It is common to identify process costing with continuous production such as the following. • Oil refining • Foods and drinks • Paper • Chemicals Process costing may also be associated with the continuous production of large volumes of low-cost items, such as cans or tins. Features of process costing (a) The output of one process becomes the input to the next until the finished product is made in the final process. (b) The continuous nature of production in many processes means that there will usually be closing work in progress which must be valued. In process costing it is not possible to build up cost records of the cost per...
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...A Comparison of Solution Procedures for the Flow Shop Scheduling Problem with Late Work Criterion Jacek Błażewicz *) Erwin Pesch 1) Małgorzata Sterna 2) Frank Werner 3) *) Institute of Computing Science, Poznań University of Technology Piotrowo 3A, 60-965 Poznań, Poland phone: +48 (61) 8790 790 fax: +48 (61) 8771 525 blazewic@sol.put.poznan.pl Institute of Information Systems, FB 5 - Faculty of Economics, University of Siegen Hölderlinstrasse 3, 57068 Siegen, Germany pesch@fb5.uni-siegen.de Institute of Computing Science, Poznań University of Technology Piotrowo 3A, 60-965 Poznań, Poland Malgorzata.Sterna@cs.put.poznan.pl Faculty of Mathematics, Otto-von-Guericke-University PSF 4120, 39016 Magdeburg, Germany Frank.Werner@mathematik.uni-magdeburg.de 1) 2) 3) 1 A Comparison of Solution Procedures for the Flow Shop Scheduling Problem with Late Work Criterion Abstract In this paper, we analyze different solution procedures for the two-machine flow shop scheduling problem with a common due date and the weighted late work criterion, i.e. for problem F2 | dj = d | Yw, which is known to be binary NP-hard. In computational experiments, we compare the practical efficiency of a dynamic programming approach, an enumerative method and a heuristic list scheduling procedure. Test results show that each solution method has its advantages and none of them can be rejected from the consideration a priori. Keywords: flow shop, late work, dynamic programming, enumerative...
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...is to see the effect of these gender discrimination dimensions which include glass ceiling, salary gap and discrimination in facilities on the productivity of female employees with the mediating effect of job commitment and job satisfaction. The research is focused on the private education sector. The population frame is the female teachers in the private education institutes. A sample of 130 female teachers is collected for this study. The framework is developed for our study for checking the impact of glass ceiling, salary gap and discrimination in facilities on the productivity of female employees. The hypotheses are developed and after the data analysis some of the hypothesis are rejected and some of the hypothesis are not rejected. The hypotheses that the glass ceiling, discrimination in facilities and salary gap has negative impact on employee productivity is accepted which made us to conclude that these discrimination has a big impact on employee productivity and ultimately organizational performance. This study will give some guidelines to the managers and policy makers in any organization that how to reduce these discriminations. Key words: Gender discrimination, Glass ceiling, Employee productivity, salary gap, discrimination in facilities, job satisfaction, job commitment, Paper type: Research Paper 1. Introduction 1.1 Significance/Rationales of study The study came up with the solutions to the problem of gender discrimination at work place...
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...Personal Values When one thinks of values the first thing that probably comes to mind is something of great importance held with high regard. In Merriam-Webster Online Dictionary (2010) values are defined as “individual or culture beliefs”, and something of “relative worth or importance.” There are various types of values such as “ethical/moral, social, and aesthetic values” that play apart in how each individual conducts them self. However, it is one’s personal values that direct an individual in making decisions, especially those in regard to right and wrong. In the corporate world peoples personal values play an essential role in the choice’s they make. Using the Williams Institute Ethics Awareness Inventory Assessment results the author seeks to determine what conclusions can be in matters such as personal values, how they align with the values of Kudler Fine Foods, and how these values would affect an individuals work performance. The Williams Institute Ethics Awareness Inventory Assessment (2010), concluded that the author’s values are “most closely aligned with obligation.” Obligation is described as “an individual’s duty to do what is morally right” (Williams Institute, 2006). The author is morally bound to do the right thing. When given a task the author accepts it as a personal responsibility to complete correctly, within a given time frame, and with the companies best interest in mind. If assigning a task the author would expect others to proceed in a manner...
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...discussion of organization member behaviour (Rue & Byars, 2009). As recent research pointed out that organization member behaviour can be affect by many factors, yet values have long been considered important to explain action in and around organization (Schwartz,1992; Potocan & Nedelko, 2011). In this essay mainly focus on how personal value as a vital diver of working and behaviour. Different person may have different value that leads different thought, attitude and behaviour, whereas understand how value drive a personal behaviour is not only important for a manager but affect the organizational behaviour as well (Collins & Porras, 2002). Therefore, the discussion will emphasize how personal values adjust into a group or an organization; and how personal values influence the organization behaviour. Besides, the discussion will go through the influence of personality to give further discussion on how an individual fit into an organization. The Hofstede’s Cultural Framework and The Big Five Personality Model will be used to explain how value and personality drive individual behaviour. 2.0 Discussion 2.1 Values Values represent a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite mode of conduct or end-state of existence (Robbins & Judge, 2013). Value is a conception, explicit or implicit, that defines what individual or a group regards as desirable (Rue & Byars,...
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...section brought about by absence of organizational value system? Objectives: 1. To be able to establish camaraderie and rapport among employees of the center. 2. To be able to continue to attract the best and brightest employees. II. Areas of consideration 1. Value system Value system is a set of ethical values and measures used for the purpose of ethical or ideological integrity. Organizational value systems are standards of behaviors that govern individual employee behavior within an organization. A personal value system on the other hand is a set of principles or ideals that drive or guide a person’s behavior. Absence of organizational value system encourages employees to pursue behaviors in line with their personal value system, which may not be the values the organization wants to develop. CERD lacks organizational value system. Its absence encouraged some women employees to develop exclusive groupings. It abetted unfair practice of exclusively grabbing training opportunities abroad by some management and training section personnel, curtailing equal opportunity and personal ambitions and career growth of other employees like Sylvia Gregorio. Other indicators include frequent discussions of male engineers’ drinking sessions, girls and disco prompting Sylvia Gregorio to lament that regular staff appears more intellectual than the engineers. There is also that gender bias, at least within the Solar section, where jobs usually involves installation works. Men are preferred...
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