ISSN: 2247-6172; ISSN-L: 2247-6172 Review of Applied Socio- Economic Research (Volume 5, Issue 1/ 2013 ), pp. 53 URL: http://www.reaser.eu e-mail: editors@reaser.eu Employee motivation and organizational performance Ovidiu-Iliuta Dobre 1+ 1 The Bucharest University of Economic Studies Abstract. The majority of organizations are competing to survive in this volatile and fierce market environment. Motivation and performance of the employees are essential tools for the success of
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environment, organizations all around the world have to constantly facing challenges to hold the competitive advantage. Firms that refuse to change their approach face declining sales, obsolescence, and potential bankruptcy. The global world is characterized by more competition, diverse work force, continuously changing customers’ needs, and new technological changes, etc. The adoption of emerging technology in business is broadly studied but the resulting research has produced inconsistent results (Brandyberry
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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
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Business Process Management Journal A systematic review of Lean Six Sigma for the manufacturing industry Saja Ahmed Albliwi Jiju Antony Sarina Abdul halim Lim Article information: Downloaded by North South University At 22:57 26 January 2016 (PT) To cite this document: Saja Ahmed Albliwi Jiju Antony Sarina Abdul halim Lim , (2015),"A systematic review of Lean Six Sigma for the manufacturing industry", Business Process Management Journal, Vol. 21 Iss 3 pp. 665 - 691 Permanent link to
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on social exchange relationships involving organizational justice and organizational citizenship behaviour (OCB) in Pakistani organizations Samina Quratulain* Abdul Karim Khan* CERGAM, Université Paul Cézanne Aix-Marseille-III, France ABSTRACT The relationships among employee’s work related variables, cultural variables and OCB are investigated in Pakistani work setting. Based on the review of literature it has been observed that perceived organizational justice (procedural, distributive & interactional
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theorized that the work environment influences employees mainly through their attitudinal states, and these attitudinal states in turn shape staff’s intentions and behaviors. Two of the most important employee factors are job satisfaction and organizational commitment. Job satisfaction is generally viewed as the degree to which a person likes his or her job and is frequently studied across a wide array of disciplines (Spector 1996; Cranny/ Smith/ Stone 1992), including social and human service
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Annual Reviews. All rights reserved First published online as a Review in Advance on June 21, 2004 WORK MOTIVATION THEORY AND RESEARCH AT THE DAWN OF THE TWENTY-FIRST CENTURY Gary P. Latham Rotman School of Management, University of Toronto, Ontario M5S 3E6; email: latham@rotman.utoronto.ca Craig C. Pinder Faculty of Business, University of Victoria, British Columbia V8W 2Y2; email: cpinder@uvic.ca Key Words needs, values, goals, affect, behavior ■ Abstract In the first Annual Review of Psychology
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1. Self-Managed/ Directed Team Self-directed work teams, also known as self-managing teams, represent a revolutionary approach to the way work is organized and performed. It is a group of people working together in their own ways toward a common goal which is defined outside the team for example - James River Corporation’s Kendallville Plant ALPHA team. They manufacture cardboard boxes as defined by executive leadership. Team does their own work scheduling, training, rewards and recognition, etc
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European Management Journal (2010) 28, 421– 440 journal homepage: www.elsevier.com/locate/emj International human resource management challenges in Canadian development INGOs Sharon L. OÕSullivan * Telfer School of Management, University of Ottawa, 55 Laurier ave East, Ottawa, ON, Canada, K1N 6N5 KEYWORDS International human resource management; International non-governmental organization; International development; Northern NGOs; Canada; Capacity building Summary Over $100 million
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Mbogo .W.A (Moi) Professor Instotution affiliated Date of submission Background Information Workforce planning in general entails a process of ensuring that there is an understanding of the current workforce in an organization and the environment that they are working in, and that which they are expected to work in the future. The makeup of the current workforce should be taken into consideration when dealing with the planning process to ensure that the ultimate goals of the
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