EMPLOYEE MOTIVATION IN A GOVERNMENT ORGANIZATION" 1. Discuss the long-term relevance of motivational techniques used by Baheti in the light of prevailing environment in the organization. Answer:- Baheti used good techniques to motivate their employee to overcome the current situation. a. Announcing the performance of the month was very good strategy to keep the performance up and also to sweeten the good relation with customer. b. To improve attendance he also introduced the compulsory
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evaluation of the attendance policy and attendance program of Newport News Public Schools. Included in the chapter is a historical overview of attendance, the importance of attendance, overview of Newport News Public Schools, student theoretical absenteeism, framework, causes of or predictors of descriptions related attendance policies/ programs, and a review of perceptions and attitudes about attendance policies/programs as indicated by literature review. Historical Overview Early homesteading
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Individual Assignment 1 Chief Steward---Absenteeism---Discharge Peter Frost is a 52 year old maintenance mechanic with 25 years’ of service in a construction materials plant in western Mississauga. He originally completed his mechanic apprenticeship in England. Peter is known as a likeable, fairly knowledgeable, technically competent tradesman, with a pro-union stance and enough leadership skills to have been chosen chief steward by his fellow union members 8 years ago. He is viewed by the
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Team Case 1 – Pamela Jones: Former Programming Manager Team 4 Problem Identification: Symptoms/Key Indicators 1. High employee absenteeism, employee turnover, and work overloads 2. Errors made by programmers, poor work habits 3. Workers being under-compensated due to economic constraints 4. Pamela unable to advance from the “junior role” 5. False and misleading promises by management 6. Pamela not empowered to discipline her subordinates without head office approvals 7. Poor workplace flexibility
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Research and Information Utilization Mr. Charles F. Millhollan March 29, 2005 Abstract Health and wellness in the workplace plays a vital role in a companies’ ability to not only keep their employees healthy, but also to keep the costs of absenteeism and health-care down. The most important asset to a company is not only their clients, but their employees. Companies are investing not only in their employees’ wellness, but also in their safety and fitness as well. In an effort to keep their employees
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Abstract Businesses should be aware the impact of fostering an environment without work-life initiatives. The cost of this type of environment exceeds the benefit but not entirely in a financial aspect. This research portrays a picture of environment without work-life initiatives, as well as, the advantages with the initiatives. It gives an in-depth explanation of the various forms of work-life initiatives that can be offered to employees. The research concludes that while some work-life initiatives
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INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW FORM Name of Employee: CARLITA P. CURADA Name of Rater: FERDINAND A. LAGRADA, Ph.D. Position: Teacher I Position: PRINCIPAL III Review Period: ______________________ Date of Review:_______________________ Division: PUERTO PRINCESA CITY TO BE FILLED IN DURING PLANNING | TO BE FILLED DURING EVALUATION | MFOs | KRAs | OBJECTIVES | TIMELINE | WEIGHT per KRA | OUTPUT | PERFORMANCE
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JOB SATISFACTION AND ITS CONSEQUENCES JOB SATISFACTION AND ABSENTEEISM WHY DOESN’T JOB SATISFACTION HAVE A STRONGER RELATIONSHIP WITH ABSENTEEISM? A person may attend work even when dissatisfied with her job because she cannot afford economically to miss work. A person may be absent from his job when satisfied with his job because of a number of reasons such as personal illness, illness of a child, transportation issues (i.e., car broken down). In such circumstances, he may want
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ABSENTEEISM AND TARDINESS An employee, who misses work, even part of a day, is expensive for an employer. The company frequently must pay for those unproductive hours—for example, by providing sick pay to an employee who calls in sick. In addition, the other employees may be less productive when they have to cover for someone who is absent or tardy. A recent survey found that absenteeism cost employers an average of $645 per employee in 2003. The company provides sick days for good reasons: to allow
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1. What legislation (statutes) should you consider in evaluating the above scenario and why should you at least consider those statutes? Mention at least two statutes and why you believe they might be relevant to the fact scenario. (2 marks) Hint: the common law is not a statute. The legislations that should be considered when evaluating the above scenario are the Ontario Human Rights Code (OHRC), the Employment Standards Act (ESA) and the Occupational Health and Safety Act (OHSA). I believe
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