controlling what goes on in the classroom. Teachers, after continued re-workings of state and federal standards, are now no longer worried about educating students (I realize I am overstating here, but being a teacher I do not feel as if this statement falls too far from the truth). Instead, they are concerned with how their students have fared in the most recent battery of standardized assessment. Assessments used to determine the effectiveness of the classroom teacher and his or her methods for meeting
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Organisational Citizenship Behaviours: A Review of Theoretical and Empirical Literature on Predicting Factors and Suggestions for Future Research. In today’s competitive business environment organisations constantly strives for achieving excellence by enhancing employee’s efficiency and effectiveness. One way, organisations can achieve this objective is through Organisational Citizenship Behaviour (OCB) (Bolino & Turnley, 2003; Organ, 2006). Organ and colleagues first conceptualized OCB in 1988
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Meaning; Elements; Need; Approaches; Models; Global scenario. UNIT 2 Individual Behaviour; Personality; Learning; Attitudes; Perception; Motivation; Ability; Their relevant organizational behaviour. UNIT 3 Group dynamics; Group norms; Group cohesiveness; Group Behance to organizational behaviour. UNIT 4 Leadership Styles; Qualities; Organisational communication; Meaning importance, process, barriers; Methods to reduce barriers; Principle of effective communication
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Tazreen ID 2010010002014 Tazreen Rahman Md. Rasel Bhuyan ID 2011010004081 Course Teacher Abeda Awwal ID 2010110001061 Training & Development Kaniz Fatema ID 2010110001080 Mahajabin Begum ID 2010110001070 Program : MBA (THIS REPORT IS SUBMITTED FOR THE PARTIAL FULFILMENT OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION WITH A MAJOR IN HRM) 13 December 2011 Tazreen Rahman Course Teacher (Training & Development) Southeast University Dhaka Campus Subject: Submission of
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INTRODUCTION According to current scenario, working relationships comprise the relationship between employers and employees in unionized workplaces, or those who could unionize, and laws that affects the workplace. This includes processes and rules related to collective bargaining. The government provides a fair and balanced framework of labor relations and dispute settlement. With policy development and analysis of trends and issues of labor relations, the government provides facilitation and
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provides success for all stakeholders in a learning environment? That is a question that many try to figure out since the beginning of education as it is known now. Instructional leaders have experimented with a variety of leadership styles to maximize teacher performances and give every child a quality education while achieving student success. Effective leaders adjust there styles to the task at hand. They do not remain the same at all times. Martin, Wright, and Danzig (2003) proposed six leadership
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INTERNATIONAL LEADERSHIP INSTITUTE IN COLLABORATION WITH THE UNIVERSITY OF GREENWICH The Role of Leadership in Improving the Quality of Teacher Education: The Case of Dr. Abdulmajid Hussein College of Teacher Education By Mohammed Abdi Obolos A Thesis Submitted to University of Greenwich and International Leadership Institute in Partial Fulfillment for the Degree of Master in Transformational Leadership and Change October 2011 Jijiga Contents I. Table of Content ..........................
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Applying the Balanced Scorecard to Education DEMETRIUS KARATHANOS PATRICIA KARATHANOS Southeast Missouri State University Cape Girardeau, Missouri T he concept of the balanced scorecard (BSC) was first introduced by Robert S. Kaplan and David P. Norton (1992) in their now widely cited Harvard Business Review article, “The Balanced Scorecard—Measures that Drive Performance.” The widespread adoption and use of the BSC is well documented. For example, Kaplan and Norton (2001) reported that by
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As stated by Charles Darwin “evolve or perish,” his renowned evolutionary principle is now very prevalent in the world of management and organizations today. Organizations in the 21st century have little choice but to adapt to the rapid pace of change or face the risk of extinction (Jamali, Khoury and Sahyoun, 2006). With the continuous changes and advancements in technology, the pervasiveness of globalization and uncertainty and volatility within the global markets; it is essential that organizations
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rewards and productivity, empirical literature on rewards and performance, and the techniques available to managers to ensure desired organizational behavior. The crux of the literature will be on effective reward systems which end in motivation which then leads to job satisfaction. In addition, a conceptual framework for the study of motivation and job satisfaction in organizations is also discussed. Theories of motivation There are two theories of motivation. These are content theories of
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