Introduction Organisational behavior is a subject that covers a wide variety of topics such as, such as motivation, leadership and organizational design- that relate to different aspects of behavior in organizations. Examining these topics has involved incorporating perspectives and insights from a number of disciplines including psychology, economics, sociology and politics.’ (Knights and Willmott, 2007:p.3) Numerous disciplines that explore the complexity and diversity of collective human activity
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AN STUDY OF THE EFFECT OF PERFORMANCE APPRAISAL ON EMPLOYEE PERFORMANCE AT LAIKIPIA COUNTY. A CASE STUDY OF NYAHURURU SUB-COUNTY, KENYA BY LUCY WANGARI GACHAU A Research Proposal Submitted To The St. Annes Catholic Insitute in Partial Fulfillment of The Requirements For The Award of Higher Diploma in Secretarial Management of KNEC. JUNE 2014 DECLARATION/RECOMMENDATION Declaration This proposal is my original work and has not been presented
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favorable attitudes, increased conflict between relationships, and lower in-role and extra-role behaviors (Tepper, 2000). Abusive supervision is a “subordinate’s perception of the extent to which their supervisors engage in the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact” (Tepper, 2000, p. 178). It is considered a form of counterproductive workplace behavior which is opposite to the organization’s interests (Hoobler & Brass, 2006). Abusive supervision
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TRANSFORMATIONAL LEADERSHIP: ASSESSING THEIR EFFECTIVENESS ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR OF FOLLOWERS Thomas H. Tonkin Regent University ABSTRACT With the corporate scandals of the 2000s, many employees in organizations are clamoring for authenticity in their leaders. Though authenticity appears to be a noble trait, how effective is this as a leadership approach, specifically in increasing altruistic employee organizational citizenship behaviors? Is authentic leadership more effective than other
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National. This is a case study of Shan Foods. In this research I have try to find out the factors affecting transfer of training. As I have conducted research at Shan Food, want to know that what’s the perception of the employees regarding their performance at work and the factors which affects transfer of training at Shan food industry. Whether these factors of transfer of training plays an effective or ineffective role in order to bring effective change into employee behavior after receiving training
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DALTON Indiana University Perceptions of inequity generally have been associated with substantive employee responses in the workplace. These effects have been demonstrated in the laboratory and, to a lesser extent, in field settings. The most commonly used formulation of equity theory relies on a static view of the process. A model is presented that specifically illustrates the potential time lagged effects of prior inequity. It is something of an understatement to suggest that concepts such as justice
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presented to support that organizational performance can be enhanced through ethical leadership. An ethical corporate culture has been associated with trust, commitment to quality, customer satisfaction, employee commitment, and financial performance. There is an opportunity for managers to take a proactive approach to incorporating ethical concerns into strategic planning. In addition, there has been public policy support for top management to be responsible for organizational ethics. Academic researchers
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Introduction The discussions surrounding the advantages and disadvantages of investing in employee training are a common place in literature across multiple disciplines (McDermott & Keating, 2011). Perspectives on providing employee training vary but there is consensus regarding the benefits companies receive from equipping employees with the tools needed to perform in their designated roles as well as improve their skills (Heyes & Stuart, 1996). Workplace motivation is explicitly linked to training
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In a organization psychological contract is a essential part of positive employee relationship. It requires interaction & communication between employer & employee. Basically psychological contract is the`mutual beliefs, perceptions and informal obligations between an employer and employee (D.Rousseau,1989). It can be distinguished from the legal employment contract. It is the perception of both employee and employer, of what are their mutual obligations towards each others. It can be more influential
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Leadership Behaviors in Project Design Offices Esin Kasapoğlu1 Abstract: Leadership may be defined as the ability to collect a group of people around definite objectives and the achievement of said objectives. An architectural design team needs a leader, and in this paper, the owner of the office is the formal leader. Leadership behaviors of employer architects are directly related to the performance of the design team; therefore, effective leadership is key to a successful design process. Data
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