strategies that have been used to evaluate the importance of work life balance and culture through considering the perceived managerial support that affects the employee’s decision to devote time for family and the job. It has been observed that organizational time puts a lot of emphasis through time demands and expectations that may distort or interfere with family responsibilities. In this study, the main focus is to identify how work life balance and family benefits are merged and translated to
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social organization of production within a company * Some nicknames come from exaggerated and stereotyped personal characteristics. * Human was shown to operate as one medium through which collective solidarity to resist boredom, the organizational status system and managerial control emerged. Human as conformity * The joking culture was based on such on the internal demands of group conformity as on collective resistance * Shop-floor joking was found to embody considerable social
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REPRINT NUMBER 46209 Getting New Hires Up to Speed Quickly ow do managers and organizations quickly transform new hires into productive employees, a process called “rapid on-boarding”? This question is hardly trivial. Whether a company is growing to take advantage of a new market opportunity, restructuring to remain competitive or simply trying to cope with attrition resulting from retirements and turnover, one thing is certain — more and more employees are newcomers to work groups, departments
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THE EFFECTIVENESS OF CROSS-CULTURAL TRAINING FOR EXECUTIVES IN OIL & GAS COMPANIES WITHIN THE KLANG VALLEY A Master’s Project submitted in partial fulfilment Of the requirements for the degree of Master of Human Resource Management The Effectiveness of Cross-Cultural Training for Executives in Oil & Gas Companies within the Klang Valley ABSTRACT Cross-cultural interactions are rapidly increasing. Globalisation and cultural
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involve resistance to change and unfamiliarity. These are social, behavioral, and cultural issues; and few analysts are trained in behavioral change management. What is involved with these barriers, and how can analysts overcome resistance and get organizational buy-in? Organizations that achieve competency with analytics are able to sustain a long-term competitive advantage. Careers sometimes have more to do with luck and circumstances than being smart and competent. I have been fortunate in
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technically adept in your field will no longer be enough. In response to these demands on senior executives, the U.S. Office of Personnel Management identified five Executive Core Qualifications (ECQs) that all aspiring government leaders and executives must possess. These ECQs and Fundamental Competencies were developed by OPM after extensive research on the attributes of successful executives in both the private and public sector. The ECQs represent the best thinking of organizational psychologists, human
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Studies in Business and Economics THE INFLUENCE OF SUPERVISORY AND PEER SUPPORT ON THE TRANSFER OF TRAINING NG KUEH Hua University Malaysia Sarawak, Malaysia Abstract: The burgeoning literature investigating the effect of supervisory support on the transfer of training is characterized by inconsistent findings. Also, to date, research examining peer support is still lacking, despite earlier studies show support emanating from co-workers has a significant influence on the transfer of training
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better chance of outperforming other firms in a homogeneous industry. However, this notion has not been tested in the Chinese hotel industry. In response to this gap, this study empirically examines the relationships between the generic strategies of differentiation and cost leadership and hotels’ organizational performance. The results suggest that differentiation is the only significant generic strategy that influences customer satisfaction in the Chinese hotel industry. These findings have important
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learning experiences and manager-facilitated workshops, establishing a flexible and fluid succession planning process, creating organization-wide forums for exposing high potential employees to multiple stakeholders, and establishing a supportive organizational culture. Research limitations/implications – The interview data are drawn from a relatively small number of executives and from a single industry, which may limit the overall utility of the findings. Originality/value
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argued here: namely that attributes associated with charismatic/transformational leadership will be universally endorsed as contributing to outstanding leadership. This hypothesis was tested in 62 cultures as part of the Global Leadership and Organizational Behavior Effectiveness (GLOBE) Research Program. Universally endorsed leader attributes, as well as attributes that are universally seen as impediments to outstanding leadership and culturally contingent attributes are presented here. The results
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