MANAGEMENT SCIENCE informs Vol. 55, No. 9, September 2009, pp. 1527–1546 issn 0025-1909 eissn 1526-5501 09 5509 1527 ® doi 10.1287/mnsc.1090.1028 © 2009 INFORMS INFORMS holds copyright to this article and distributed this copy as a courtesy to the author(s). Additional information, including rights and permission policies, is available at http://journals.informs.org/. Labor Market Institutions and Global Strategic Adaptation: Evidence from Lincoln Electric Jordan I. Siegel
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correspondence: yaser111956@yahoo.com _____________________________________________________________________________________________ Abstract: This study examines the relationship between job satisfaction and organization commitment in telecommunication companies in Jordan. In today’s global economy, organizations incorporate programs like total quality management, employee involvement, job enrichment, skill-based pay, gain sharing plans to gain a competitive edge. Questionnaires were employed to the managers
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and graduated with a bachelor's degree in 1935 with highest honors. It was during his studies at Berkeley, that he met his fiancé’ Dorothy Emily Webb. The two got married on 6th July 1937. Dunlop continued studies at the University where he earned his PhD in Economics in 1939, delivering the dissertation “Movements of wage-rates in the business cycle”.2 In 1937, he went to Cambridge University, England, to study under the British economist John Maynard Keynes whose ideas were so influential and revolutionary;
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international human resource management was sanctioned that stated "Think Globally and Act Locally" which passes on the primary thought that adjusting at control, coordination and autonomy is required for the multinational organizations. Notwithstanding the above difficulties there are numerous other risks for the IHRM, like International ethics is one of top challenges for any global company. Consequently the organisation must arrange every single viewpoint before taking their business globally as there
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Running head: DIVERSITY MANAGEMENT Management of diversity in human resources and quality of the workforce Abstract Organizational behavior is an academic field, involving in almost every occupation, job function, expertise, and anyone who has a job to earn his living in organizations, regardless of big or small, State-owned or private enterprises. A review of researches on human beings in work will be useful for organizational behavior research. Methods
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Foundation Design: Coaching and Mentoring Introduction Organisations are increasingly evolving quicker due to globalisation and advances in industries and technology. These events have made market environments progressively more competitive and have changed the economic climate in which organisations operate. Unfortunately some organisations have had to implement restructures and reductions in workforce to ensure survival. Foundation Design are one of these organisations whose company size
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What is Organizational Behaviour? * Organizational Behaviour is a field of studies that seeks to understand, explain, predict and change human behaviour, both individual and collective in the organizational context.m * Human Capital is defined as the knowledge that employees possess and generate, including their skills, experience and creativity. * Roots of Organizational Behaviour Discipline | Influence on OB topics | Unit of Analysis | Psychology | Learning, personality
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been directed at the area of socialization. Socialization is the process of integrating individuals into established organizational cultures ( Journal of Managerial Issues, 2005). Studies have been conducted for decades on improving techniques of socializing new members into organizations. The results of these studies have found that greater organizational commitment is the result when an individual is successfully socialized into an organization. The individual and organization come to share similar
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level of support that they receive from their organisation, and a self appraisal on their job performance. Findings Perceived organisational support fully mediated the relationship between perceived organisational support and job performance. Our study also concludes that perceived organisational politics has a greater impact on men than women. Research Limitations/Implications A self reported cross sectional questionnaire form was administered to collect all measures. The number of respondents
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where the end product is often produced by a number of employees together delivering the end product for organization and customers. Management of labor concentrated industries face intimidating task to measure the potential inconsistency in the performance of the staff involved in the end product. Therefore the implication of suitable training activities for all business within the auto sector is of substantial position. As training & development practices have the potential to increase the service
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