Spector job satisfaction is the most frequently studied variable in organization research. Job satisfaction was proved too be an important construct in emotional and psychological employees’ well being. It is a significant element related to good organizational functioning as well. Although, the phenomenon of job satisfaction has been broadly researched, still there are several problematic areas. First of all, the concept of job satisfaction has been described in various ways by a number of researchers
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Leadership Styles in Professional Nursing Nursing 351 November 20, 2010 Transitions to Professional Nursing Leadership Styles in Professional Nursing Leadership is a very important aspect within the realm of Nursing. With constantly evolving technology, poor economics leading to major hospital cutbacks, and healthcare reforms, strong nursing leadership has never been more important or necessary. Hood (2010) defines leadership as a process of influencing others to attain mutually agreed
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Organizational Change management for competitiveness edge in Safaricom Kenya limited Introduction: In today’s uncertain economic climate, many organizations are forced to make changes in order to survive. They are needed to react quickly to the global revolution while at a local and national level have to keep up with new technology and competition if they want to stay ahead of the game. In an ever-changing global economy, Johnson and Scholes (2003) notes that organizations must find
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CURRENT ISSUES SERIES Mergers & Acquisitions: Organizational Culture & HR Issues Deborah A. Pikula IRC Press Industrial Relations Centre Queen’s University Kingston, ON K7L 3N6 Tel: (613) 533-6709 Fax: (613) 533-6812 E-mail: ircpress@post.queensu.ca Visit our Website at: http://qsilver.queensu.ca/irl/qsirc/ Queen’s University ISBN: 0-88886-516-3 © 1999, Industrial Relations Centre Printed and bound in Canada Industrial Relations Centre Queen’s University Kingston, Ontario Canada
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General Motors and Ford: Communicating the Change Managing Organizational Changes (HRM-587) DeVry University, Keller Graduate School of Management April 13, 2014 “When a company decides to make a major organizational change whether it's a new emphasis on customer service, quality management, restructuring or downsizing managers must get the message through to front-line employees, and enlist their support...or the changes will create more turmoil than progress” (Larkin, Tj and Sandar,
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supporting multiple internal projects and also some external projects based on its capabilities and extra capacity. However there are multiple problems in the way the ISD was organized and operated that was leading to ineffectiveness, inefficiency, organizational conflicts and leading to not attainment of business goals and strategy. Some of the issues included not having a proper project management structure and dedicated personnel, personal power conflicts and non cooperation from operations managers
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Section A Reinforcement Schedule Reinforcement schedule is the determination of when reinforcers are applied. It is either after every response or only after some responses. These apply to the two general categories of schedule, continuous reinforcement or intermittent reinforcement. Continuous Reinforcement is the reinforcement of desired behaviour every time the undesired behaviour is demonstrated. It is the simplest schedule. For example, whenever the worker is late, he/she will get a 1% deduction
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much as vertically. Communication between people of different ranks tends to resemble lateral consultation rather than vertical command (http://ccs.mit.edu/papers/CCSWP192/ccswp192.html#2). In the recent years, innovative organizational structures explored where the boundary within the organization is more flexible and more permeable allowing a faster knowledge transfer. Other types of structures have been “Modular organizations” and “Virtual Organizations”, these organizational ideas revolve around
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industry. An examination of the company’s communications surrounding Mulally’s retirement and the appointment of Mark Fields as the new CEO demonstrate how Ford used positive and candid communications to overcome resistance to the change. Actions as simple as providing verbal and nonverbal cues have a powerful influence on how others perceive a change (Nekoranec & Fourrier, 2013). A proposed alternative communication plan, including the use of more communication channels with increased frequency, would
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development (HRD) can defined as a set of systematic and planned activities by an organization to expand human capital and talented workforce to reach their highest potential. This framework provided opportunities to develop their personal and organizational skills, knowledge and abilities to meet current and future job demands. (Stone, R, J., 2005 ) In the Malaysia, accordingly to Minister
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