it is important to motivate employee in workplace? Over the last twenty decades, motivation is number one factor in increasing level of performance. It is operationally defined as inner force that drives individuals to accomplish personal and organizational goals. In other words, motivated employees are needed in our rapidly changing workplaces. This is because every individual or employee needs motivation and so do organization. Employee who is highly motivated will help him achieve his personal
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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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technology (IT) in the field of human resource management (HRM) in general. This is due to the fact that IT and its wide range of applications have already made their presence felt in this area. This will be followed by a report on the findings of a survey on the present trends in organizations with in the different sectors in Turkey. Although the impact of IT on HRM has long been attracting the interest of academics, no empirical research has ever been realized in this field in Turkey, and few studies
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techniques, and following the emergence and popularity of new ideas and technologies.[1] Group dynamics are at the core of understanding racism, sexism, and other forms of social prejudice and discrimination. These applications of the field are studied in psychology, sociology, anthropology, political science, epidemiology, education, social work, business, and communication studies. Intragroup dynamics Intragroup dynamics (also referred to as ingroup-, within-group, or commonly just ‘group
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relationships will be seen as the key strategic resource of the business. .^ ., OR the past two decades, some subtle changes in the concept and practice of marketing have been fundamentally reshaping the field. Many of these changes have been initiated by industry, in the form of new organizational types, without explicit concern for their underlying theoretical explanation or justification. On the academic side, prophetic voices have been speaking (Amdt 1979, 1981, 1983; Thorelli 1986; Van de Ven
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Communication Systems Engineering, University of the Aegean, Samos, Greece 198 Evangelos Kiountouzis Department of Informatics, Athens University of Economics and Business, Athens, Greece Abstract Purpose – The purpose of this paper is to examine the potential of cultural theory as a tool for identifying patterns in the stakeholders’ perception of risk and its effect on information system (IS) risk management. Design/methodology/approach – Risk management involves a number of human activities
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is that, though they are tools, each nevertheless has a life of its own". While he acknowledges rational view that organizations are designed to attain goals, he notes that the formal structures can never conquer the non-rational dimensions of organizational behaviour. Individuals do not act purely based on their formal roles. Organizations do not act purely based on formal structures. Selznick notes that individuals bring other commitments to the organization that can restrict rational decision-making
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Manuscript revised 7.3.2010 7.5.2010 Monograph Article dissertation (summary + original articles) Faculty Faculty of Information and Natural Sciences Department Department of Industrial Engineering and Management Field of research Work Psychology
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employment were indicative of high engagement levels, but the interview data reflected that this may mean high loyalty, but only for a limited time. In the second phase factor loadings indicated three distinct factors of organizational culture, career planning along with incentives and organizational support. The first two were indicative of high attrition. Research limitations/implications – A limitation of the research design was a sample size of 272 respondents. Some of the Cronbach’s alpha scores of the
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PARSING THE FIRST YEAR OF COLLEGE: A CONCEPTUAL FRAMEWORK FOR STUDYING COLLEGE IMPACTS Patrick T. Terenzini Distinguished Professor and Senior Scientist Center for the Study of Higher Education 400 Rackley Building Pennsylvania State University University Park, PA 16802-3203 Voice: (814) 865-9755 Fax: (814) 865-3638 E-mail: Terenzini@psu.edu and Robert D. Reason Assistant Professor and Research Associate Center for the Study of Higher Education Pennsylvania State University Voice: (814) 863-3766
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