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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Burnout Stress Syndrome in Indian Business Process Outsourcing Industry Kenan Besirevic Georgia College and State University Abstract Business process outsourcing (BPO) industry in India is an ever growing giant in the Information Technology Enabled Services Industry. Sengupta et al, (2012) study shows the industries growth and progression, some fifty percent per year is superior to any other industry in terms of job creation. However, even after such growth and promising future, the industry is
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Design Model 1 Cultural Diversity Training Program Brenda R. Thompson BUS 600 Prof. Richard Hassler May 17, 2010 Design Model 2 Cultural Diversity Training Program The design model of methods and procedures of learning is like a bridge between the “world-as-imagined” and the world-as experienced, where diversity may be a source of innovative problem solving
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Nevertheless, many of those who report line managers have responsibility for absence do not provide them with training and even fewer provide them with tailored support. Some organisations are clearly more proactive than others in their approach to managing absence and promoting well-being. While the vast majority have an absence management policy, record their employee absence rate, collect information on the causes of absence and provide one or more wellbeing benefit, fewer have a well-being strategy
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Work-Related Stress and Stress Management Learning Objectives AFTER READING THIS CHAPTER , YOU SHOULD BE ABLE TO : I Define stress and describe the stress experience. I Outline the stress process from stressors to consequences. I Identify the different types of stressors in the workplace. I Explain why a stressor might produce different stress levels in two people. I Discuss the physiological, psychological, and behavioural effects of stress. I Identify five ways to manage workplace stress
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Self –Evaluation：Characteristics of Effective Leadership The questions below relate to characteristics of effective leaders. Use the questions to evaluate whether you possess these characteristics . Use the results to see where you might focus to strengthen your leadership skills. |Characteristics of Effective Leaders |Yes |No | |Caring
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accompany Chapter 13 Managing change and innovation Learning outline Forces for change Change process Managing organisational change Contemporary issues downsizing, employee stress, successful change structural, human resource, and cultural variables Robbins, Bergman, Stagg, Coulter Management 5e © 2008 Pearson Education Australia Stimulating innovation Change, innovation and sustainability Forces for change Change – an organisational reality managing change is an integral
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BSBLDR501 / BSBLDR502 DEVELOP AND USE EMOTIONAL INTELLIGENCE Sedat Murat OZGUN Assessment 3 1. Self-awareness – You recognize your own emotions and how they affect your thoughts and behaviour, know your strengths and weaknesses, and have self-confidence. Self-management – You’re able to control impulsive feelings and behaviours, manage your emotions in healthy ways, take initiative, follow through on commitments, and adapt to changing circumstances. Social awareness – You can understand
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feelings of insecurity to rise, and stress to run rampant. These factors can lead to absenteeism, tardiness, work stoppages, and other productivity drains. In the extreme, seasoned professionals that believe that their positions are at risk may seek positions elsewhere leading to organizational brain drain, and the need to hire new staff at considerable cost to the company. We can mitigate the negative impacts on by taking a proactive approach to managing the situation. You must establish strong
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complexity. Under stress interactive style may become sarcastic and superficial. In the workplace we are interacting, busy, and personal. Dominance style: Fast and decisive, priority is goals, they seek productivity and control, their strengths are administration, leadership, and pioneering. Their growth areas is impatient, insensitive to others, and poor listeners. Fears are being taken advantage of; irritations are inefficiency and indecision, when the dominance style is under stress they become dictatorial
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