Intervention Framework to Support Employee-Driven Innovation Between R&D and Manufacturing Department

DEFF Research Database (Denmark)

Jensen, Christian Schou; Jensen, Anna Rose Vagn; Broberg, Ole

2016-01-01

This paper is exploring the area of employee-driven innovation (EDI) and describes how we in ourresearch project have developed and tested a framework for initiating employee participation between R&D and manufacturing department. EDI refers to the generation and implementation of significant new...... [Kesting andUlhøi 2010]. It is argued that companies should not restrict themselves to relying exclusively on R&D employees, but also recognize that manufacturing employees possess abilities for innovation [Høyrup2010]. Several other theories, such as high-involvement innovation share the conviction...... et al. 2013]. • It can generate a flow of additional information and tacit knowledge from employees to point out opportunities that management cannot [Kesting and Ulhøi 2010].With a long list of known benefits from EDI, one might wonder why it is not implemented everywhere? The list of EDI obstacles...

78 FR 56127 - Supplemental Standards of Ethical Conduct for Employees of the Department of Housing and Urban...

Science.gov (United States)

2013-09-12

...-AD61 Supplemental Standards of Ethical Conduct for Employees of the Department of Housing and Urban... Government Ethics (OGE), amends its Supplemental Standards of Ethical Conduct, which are regulations for HUD officers and employees that supplement the Standards of Ethical Conduct for Employees of the Executive...

INFLUENCE MOTIVATION, ABILITY, AND DISCIPLINE ON PERFORMACE EMPLOYEE DEPARTMENT SALES DAN MARKETING PT PIONIRBETON INDUSTRY JAKARTA

Directory of Open Access Journals (Sweden)

Okiy Hartato

2016-04-01

Full Text Available The purpose of the research are to: 1 Test empirically influence of working motivation on performance employee, 2 Test empirically influence of working ability on performance employee, 3 Test empirically influence of working discipline on performance employee, 4 Test empirically influence of working motivation, ability, discipline on performance employee. This study used multiple regression analysis. The research was conducted in Sales and Marketing Department of PT Pionirbeton Industry with population of 43 workers, while the data collecting technique used questionnaire and SPSS version 20.0 for data processing. The result show a significant influence of working motivation on performance employee, working ability on performance employee, working discipline on performance employee. Working motivation, working ability, and working discipline on performance employee, The study found that a of the performance employee as dependent variable is influenced by motivation, ability, and discipline.

76 FR 60707 - Supplemental Standards for Ethical Conduct for Employees of the Department of the Treasury

Science.gov (United States)

2011-09-30

... liabilities held on the balance sheet of a financial company, where positions are created or changed by the... nature and importance of the employee's position and the degree to which the employee had access to non... DEPARTMENT OF THE TREASURY Office of Financial Research 12 CFR Chapter XVI RIN 1505-AC38...

The employee's productivity in the health care sector in Poland and their impact on the treatment process of patients undergoing elective laparoscopic cholecystectomy

Directory of Open Access Journals (Sweden)

Rosiek A

2016-12-01

Full Text Available Anna Rosiek,1,2 Aleksandra Rosiek-Kryszewska,3 Łukasz Leksowski,4 Tomasz Kornatowski,2 Krzysztof Leksowski2,5 1Ross-Medica, 2Faculty of Health Sciences, Public Health Department, Nicolaus Copernicus University, 3Faculty of Pharmacy, Department of Inorganic and Analytical Chemistry, Nicolaus Copernicus University, 4Faculty of Health Sciences, Department of Rehabilitation, Nicolaus Copernicus University, 5Department of General Thoracic and Vascular Surgery, Military Clinical Hospital in Bydgoszcz, Bydgoszcz, Poland Background: Increasing the engagement of employees in the treatment process of patients may benefit a hospital and employee productivity and may result in better patient care and satisfaction with medical services. Given this, the first step in improving the quality of patient care is better availability of doctors for patients in a hospital ward.Methods: The research for this paper was conducted in six health care units in the Kuyavian-Pomeranian province in Poland. The research assessed how the elements relating to employees’ behavior and things characteristic to medical service influence patients’ willingness to recommend a hospital.Results: Patients’ perception of services is linked with the behavior of medical employees and their engagement in the treatment process.Conclusion: Our research indicates that individual employee recognition and collective recognition of hospital employees as a whole were identified as the most important factors in employee engagement in the treatment process (employee productivity and patients’ satisfaction with medical service. Keywords: employee’s productivity, workplace interventions to enhance health, hospitals, organizational health, medical staff, public health

15 CFR 15.32 - Procedures for the handling of lawsuits against Department employees arising within the scope of...

Science.gov (United States)

2010-01-01

...) for personal injury, loss of property or death, resulting from the Department employee's activities... Counsel, or his/her designee, may request that the Department of Justice provide legal representation for...

A study on relationship between empowering employees and social capital depreciation: A case study of treasury department

Directory of Open Access Journals (Sweden)

Manouchehr Rahmdel

2013-10-01

Full Text Available Empowering employee plays essential role in having sustainable social capital. When social capital is depreciated, we may expect some negative consequences on society and working environment. Therefore, we need to investigate different factors influencing depreciation of social capital as well as empowering employees. The proposed model of this paper designs a questionnaire and distributes it among some randomly selected employees who worked for treasury department in Iran. The study uses two regression models, where empowering employees is a function of four independent variables including being effective, having the right to select, competency and being meaningful. The other regression model studies the relationship between depreciation of employee as dependent variable and four independent variables including job involvement, television, living affairs and generation change. The results of both regression analyses indicate that there were some positive and meaningful relationship between empowering employees as well as depreciation of employees as dependent variable and independent variables.

Leadership Style, Employee Satisfaction, and Productivity in the Enrollment Department of a Proprietary University

Science.gov (United States)

Chitwood, James

2010-01-01

The success of an enrollment department is critical to the success of an educational institution. The quantitative research study used a correlational design to measure the relationship between perceived leadership style, employee satisfaction, and departmental productivity. A sample of 41 admissions personnel from a Midwest proprietary university…

The relationship between employee satisfaction and organisational performance: Evidence from a South African government department

Directory of Open Access Journals (Sweden)

Chengedzai Mafini

2013-07-01

Research purpose: The aim of this study was to analyse the relationship between employee satisfaction and organisational performance in a public sector organisation. Research design: A three-section survey questionnaire was used to collect data from a conveniently recruited sample of 272 members of a South African government department. Pearson’s correlation test as well as a regression analysis were employed to test the existence of a relationship between employee satisfaction and organisational performance. The mean score ranking technique was used to compare the impact of the individual employee satisfaction factors on organisational performance. Main findings: Positive correlations were observed between organisational performance and all five employee satisfaction factors, namely working conditions, ability utilisation, creativity, teamwork and autonomy. Amongst the five factors, teamwork had the greatest impact on organisational performance, followed by ability utilisation, creativity, autonomy, with working conditions exerting the least influence. Practical and/or managerial implications: Strategic interventions involving positive adjustments on the five employee satisfaction dimensions examined in this study may be initiated and applied to improve overall organisational performance in public organisations. Contributions and/or value add: The study endorses the notion that a satisfied workforce could be the key to enhanced organisational performance.

Public Health Employees' Perception of Workplace Environment and Job Satisfaction: The Role of Local Health Departments' Engagement in Accreditation.

Science.gov (United States)

Ye, Jiali; Verma, Pooja; Leep, Carolyn; Kronstadt, Jessica

To examine the association between local health departments' (LHDs') engagement in accreditation and their staffs' perceptions of workplace environment and the overall satisfaction with their jobs. Data from the 2014 Public Health Workforce Interests and Needs Survey (PH WINS) (local data only) and the 2014 Forces of Change survey were linked using LHDs' unique ID documented by the National Association of County & City Health Officials. The Forces of Change survey assessed LHDs' accreditation status. Local health departments were classified as "formally engaged" in the Public Health Accreditation Board accreditation process if they had achieved accreditation, submitted an application, or submitted a statement of intent. The PH WINS survey measured employees' perception of 3 aspects of workplace environment, including supervisory support, organizational support, and employee engagement. The overall satisfaction was measured using the Job in General Scale (abridged). There are 1884 LHD employees who completed PH WINS and whose agencies responded to the question on the accreditation status of the Forces of Change survey. When compared with employees from LHDs less engaged in accreditation, employees from LHDs that were formally engaged in accreditation gave higher ratings to all 3 aspects of workplace environment and overall job satisfaction. Controlling for employee demographic characteristics and LHD jurisdiction size, the agency's formal engagement in accreditation remained related to a higher score in perceived workplace environment and job satisfaction. After controlling for perceived workplace environment, accreditation status was marginally associated with job satisfaction. The findings provide support for previous reports by LHD leaders on the benefits of accreditation related to employee morale and job satisfaction. The results from this study allow us to further catalog the benefits of accreditation in workforce development and identify factors that may

Claims procedures for employee benefit plans--Pension and Welfare Benefits Administration, Department of Labor. Request for information.

Science.gov (United States)

1997-09-08

This document requests information from the public concerning the advisability of amending the existing regulation under the Employee Retirement Income Security Act of 1974 (ERISA) that establishes minimum requirements for employee benefit plan claims procedures. The term "claims procedure" refers to the process that employee benefit plans must provide for participants and beneficiaries who seek to obtain pension or welfare plan benefits, including requests for medical treatment or services, consideration of claims, and review of denials of claims by plans. The primary purpose of this notice is to obtain information to assist the Department of Labor (the Department) in evaluating (1) the extent to which the current claims procedure regulation assures that group health plan participants and beneficiaries are provided with effective and timely means to file and resolve claims for health care benefits, and (1) whether and in what way the existing minimum requirements should be amended with respect to group health plans covered by ERISA. The furnished information also will assist the Department in determining whether the regulation should be amended with respect to pension plans covered by ERISA and in developing legislative proposals to address any identified deficiencies relating to the claims procedures that cannot be addressed by amending the current regulation.

Spatially Dispersed Employee Recovery

DEFF Research Database (Denmark)

Hvass, Kristian Anders; Torfadóttir, Embla

2014-01-01

Employee recovery addresses either employee well-being or management's practices in aiding employees in recovering themselves following a service failure. This paper surveys the cabin crew at a small, European, low-cost carrier and investigates employees' perceptions of management practices to aid...... personnel achieve service recovery. Employee recovery within service research often focuses on front-line employees that work in a fixed location, however a contribution to the field is made by investigating the recovery of spatially dispersed personnel, such as operational personnel in the transport sector......, who have a work place away from a fixed or central location and have minimal management contact. Results suggest that the support employees receive from management, such as recognition, information sharing, training, and strategic awareness are all important for spatially dispersed front...

20 CFR 408.1201 - What are State recognition payments?

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false What are State recognition payments? 408.1201 Section 408.1201 Employees' Benefits SOCIAL SECURITY ADMINISTRATION SPECIAL BENEFITS FOR CERTAIN WORLD WAR II VETERANS Federal Administration of State Recognition Payments § 408.1201 What are State...

Essays on Employee Ownership

DEFF Research Database (Denmark)

Faigen, Benjamin

This thesis examines ownership of the firm by its employees, of varying stakes. It begins by identifying the existence of employee ownership in a Chinese context, presented in the form of a general analytical discussion which is informed by a review of the available evidence on the subject...... of this phenomenon. Employee ownership is found to have played a role in Chinese economic transition as a transitory phase before non-state enterprises were afforded official recognition in a context of publicly-owned enterprise privatisation. Senior managers became the key beneficiaries in firm sales and most...

20 CFR 408.1230 - Can you waive State recognition payments?

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Can you waive State recognition payments? 408.1230 Section 408.1230 Employees' Benefits SOCIAL SECURITY ADMINISTRATION SPECIAL BENEFITS FOR CERTAIN WORLD WAR II VETERANS Federal Administration of State Recognition Payments § 408.1230 Can you waive...

EMPLOYEE RETENTION: COMPONENTS OF JOB SATISFACTION OF GREEN INDUSTRY EMPLOYEES

OpenAIRE

Bitsch, Vera; Hogberg, Michael

2004-01-01

Fourteen businesses participated in case studies of labor management practices. Fifteen non-supervisory employee interviews were analyzed regarding components of job satisfaction. Components were family values, achievement, recognition, work itself, involvement, personal life, interpersonal relationships, job security, supervision, working conditions, organization, safety, compensation and information.

WORK / LIFE BALANCE REFLECTIONS ON EMPLOYEE SATISFACTION

OpenAIRE

Selvarani; Kamalanabhan; Sakthivel Rani

2011-01-01

The aim of this research is to analyze the relationship between employee satisfaction andwork/life balance. The construct used for this research consists of career opportunity, recognition,work tasks, payments, benefits, superior subordinate relationship, employee satisfaction, andwork/life balance. The study was conducted on a total of 210 respondents working in IT organization.This study makes a contribution to join two distinct research streams, namely employee satisfaction,and work/life b...

10 CFR 607.640 - Employee.

Science.gov (United States)

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Employee. 607.640 Section 607.640 Energy DEPARTMENT OF... ASSISTANCE) Definitions § 607.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

Addressing employee turnover and retention: keeping your valued performers.

Science.gov (United States)

McConnell, Charles R

2011-01-01

Employee turnover and employee retention are inextricably linked; to control turnover is to enhance retention. Turnover is a relatively simple concept; however, considerable confusion often results when addressing turnover because of differences in how it is defined; that is, what is counted, how it is counted, and how the turnover rates are expressed. Turnover is also costly, although not enough attention is paid to its cost because so much of it is indirect and thus not readily visible. There are a variety of causes of turnover, some that can be corrected and some that cannot be avoided. Reducing or otherwise controlling turnover requires continuing management attention to its causes and constant recognition of what can and should be controlled and what cannot be controlled. Ongoing attention to turnover is an essential part of the department manager's role; every improvement in turnover is a direct improvement in retention, with eventual positive effects on the bottom line.

The role of leader behaviors in hospital-based emergency departments' unit performance and employee work satisfaction.

Science.gov (United States)

Lin, Blossom Yen-Ju; Hsu, Chung-Ping C; Juan, Chi-Wen; Lin, Cheng-Chieh; Lin, Hung-Jung; Chen, Jih-Chang

2011-01-01

The role of the leader of a medical unit has evolved over time to expand from simply a medical role to a more managerial one. This study aimed to explore how the behavior of a hospital-based emergency department's (ED's) leader might be related to ED unit performance and ED employees' work satisfaction. One hundred and twelve hospital-based EDs in Taiwan were studied: 10 in medical centers, 32 in regional hospitals, and 70 in district hospitals. Three instruments were designed to assess leader behaviors, unit performance and employee satisfaction in these hospital-based EDs. A mail survey revealed that task-oriented leader behavior was positively related to ED unit performance. Both task- and employee-oriented leader behaviors were found to be positively related to ED nurses' work satisfaction. However, leader behaviors were not shown to be related to ED physicians' work satisfaction at a statistically significant level. Some ED organizational characteristics, however, namely departmentalization and hospital accreditation level, were found to be related to ED physicians' work satisfaction. Copyright © 2010 Elsevier Ltd. All rights reserved.

Monitoring caustic injuries from emergency department databases using automatic keyword recognition software.

Science.gov (United States)

Vignally, P; Fondi, G; Taggi, F; Pitidis, A

2011-03-31

In Italy the European Union Injury Database reports the involvement of chemical products in 0.9% of home and leisure accidents. The Emergency Department registry on domestic accidents in Italy and the Poison Control Centres record that 90% of cases of exposure to toxic substances occur in the home. It is not rare for the effects of chemical agents to be observed in hospitals, with a high potential risk of damage - the rate of this cause of hospital admission is double the domestic injury average. The aim of this study was to monitor the effects of injuries caused by caustic agents in Italy using automatic free-text recognition in Emergency Department medical databases. We created a Stata software program to automatically identify caustic or corrosive injury cases using an agent-specific list of keywords. We focused attention on the procedure's sensitivity and specificity. Ten hospitals in six regions of Italy participated in the study. The program identified 112 cases of injury by caustic or corrosive agents. Checking the cases by quality controls (based on manual reading of ED reports), we assessed 99 cases as true positive, i.e. 88.4% of the patients were automatically recognized by the software as being affected by caustic substances (99% CI: 80.6%- 96.2%), that is to say 0.59% (99% CI: 0.45%-0.76%) of the whole sample of home injuries, a value almost three times as high as that expected (p < 0.0001) from European codified information. False positives were 11.6% of the recognized cases (99% CI: 5.1%- 21.5%). Our automatic procedure for caustic agent identification proved to have excellent product recognition capacity with an acceptable level of excess sensitivity. Contrary to our a priori hypothesis, the automatic recognition system provided a level of identification of agents possessing caustic effects that was significantly much greater than was predictable on the basis of the values from current codifications reported in the European Database.

75 FR 5697 - Employee Protection Program; Removal

Science.gov (United States)

2010-02-04

... DEPARTMENT OF TRANSPORTATION Office of the Secretary 14 CFR Part 314 RIN 2105-AD94 Employee... Employee Protection Program. These regulations are removed because the underlying program was repealed by... Employee Protection Program, to be administered by the U.S. Department of Transportation. Section 43 of the...

45 CFR 7.8 - Employee's right of appeal.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Employee's right of appeal. 7.8 Section 7.8 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.8 Employee's right of appeal. An employee who is aggrieved by a determination of the Department may appeal to...

Employee motivation and benefits

OpenAIRE

Březíková, Tereza

2009-01-01

The topic of my bachelor's thesis is the employee motivation and benefits. The thesis is divided in two parts, a theoretical one and a practical one. The theoretical part deals with the theory of motivation and individual employee benefits. The practical part describes employee benefits in ČSOB, where I did my research by questionnaires that were filled in by employees from different departments of ČSOB. These employees answered questions about their work motivation and benefits. The resultts...

Interprofessional development and implementation of a pharmacist professional advancement and recognition program.

Science.gov (United States)

Hager, David; Chmielewski, Eric; Porter, Andrea L; Brzozowski, Sarah; Rough, Steve S; Trapskin, Philip J

2017-11-15

The interprofessional development, implementation, and outcomes of a pharmacist professional advancement and recognition program (PARP) at an academic medical center are described. Limitations of the legacy advancement program, in combination with low rates of employee engagement in peer recognition and professional development, at the UW Health department of pharmacy led to the creation of a task force comprising pharmacists from all practice areas to develop a new pharmacist PARP. Senior leadership within the organization expanded the scope of the project to include an interprofessional work group tasked to develop guidelines and core principles that other professional staff could use to reduce variation across advancement and recognition programs. Key program design elements included a triennial review of performance against advancement standards and the use of peer review to supplement advancement decisions. The primary objective was to meaningfully improve pharmacists' engagement as measured through employee engagement surveys. Secondary outcomes of interest included the results of pharmacist and management satisfaction surveys and the program's impact on the volume and mix of pharmacist professional development activities. Of the 126 eligible pharmacists, 93 participated in the new program. The majority of pharmacists was satisfied with the program. For pharmacists who were advanced as part of the program, meaningful increases in employee engagement scores were observed, and a mean of 95 hours of professional development and quality-improvement activities was documented. Implementation of a PARP helped increase pharmacist engagement through participation in quality-improvement and professional development activities. The program also led to the creation of organizationwide interprofessional guidelines for advancement programs within various healthcare disciplines. Copyright © 2017 by the American Society of Health-System Pharmacists, Inc. All rights reserved.

38 CFR 14.605 - Suits against Department of Veterans Affairs employees arising out of a wrongful act or omission...

Science.gov (United States)

2010-07-01

... MISCELLANEOUS CLAIMS Federal Tort Claims § 14.605 Suits against Department of Veterans Affairs employees arising... damage, personal injury, or death allegedly occurring as a result of malpractice or negligence committed... Health Administration. Accordingly, a malpractice or negligence suit for property damage, personal injury...

Evaluation by employees of employee management on large US dairy farms.

Science.gov (United States)

Durst, Phillip T; Moore, Stanley J; Ritter, Caroline; Barkema, Herman W

2018-05-23

Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (100%). Latino employees had much shorter tenure and were more often employed in milking and livestock care than English-speaking employees. Employee perceptions differed among farms regarding whether they would recommend their farm as a place to work, teamwork within the dairy, whether rules were fairly applied, availability of tools and equipment, clear lines of supervision, and recognition for good work in the previous 15 d. Latino employees (n = 91) were more positive in many of these measures than their English-speaking counterparts (n = 77) but less often provided ideas to their employer on how to improve the business. Employers, surveyed on how they thought their employees would answer, underestimated employee responses on several questions, particularly the interest of employees in learning about dairy. When asked to cite 3 goals of the operation, there were differences among owners, managers, and employees. Although employees rated their commitment to the farm and their interest in learning as high, based on turnover, there was an obvious disparity between reality and ideal employee

Validation of a Job Satisfaction Instrument for Residential-Care Employees.

Science.gov (United States)

Sluyter, Gary V.; Mukherjee, Ajit K.

1986-01-01

A new job satisfaction instrument for employees of a residential care facility for mentally retarded persons effectively measures the employees' satisfaction with 12 work related variables: salary, company policies, supervision, working conditions, interpersonal relations, security, advancement, recognition, achievement, work responsibility, and…

Key Mechanisms for Employee-Driven Innovation in Governmental Client Organisations

DEFF Research Database (Denmark)

Sørensen, Henrik; Wandahl, Søren; Ussing, Lene Faber

2018-01-01

the mechanisms of organisational trust, innovation safety, organisational practices, cultural settings and the recognition and rewards structure to motivate employees. The decision-making procedures should be transparent especially to the idea-owner and the employees involved, and the implementation and putting...

76 FR 66637 - Prohibited Transaction Exemption Procedures; Employee Benefit Plans

Science.gov (United States)

2011-10-27

... DEPARTMENT OF LABOR Employee Benefits Security Administration 29 CFR Part 2570 RIN 1210-AB49 Prohibited Transaction Exemption Procedures; Employee Benefit Plans AGENCY: Employee Benefits Security... Determinations, Employee Benefits Security Administration, Room N-5700, U.S. Department of Labor, Washington, DC...

WORK / LIFE BALANCE REFLECTIONS ON EMPLOYEE SATISFACTION

Directory of Open Access Journals (Sweden)

Selvarani

2011-03-01

Full Text Available The aim of this research is to analyze the relationship between employee satisfaction andwork/life balance. The construct used for this research consists of career opportunity, recognition,work tasks, payments, benefits, superior subordinate relationship, employee satisfaction, andwork/life balance. The study was conducted on a total of 210 respondents working in IT organization.This study makes a contribution to join two distinct research streams, namely employee satisfaction,and work/life balance. Findings suggest that high correlation exists between work task and employeesatisfaction with a mediator variable namely work-life balance.

The role of employee participation in generating and commercialising innovations

DEFF Research Database (Denmark)

Kesting, Peter; Song, Lynda Jiwen; Qin, Zhihua

2016-01-01

To date, employee participation finds very little recognition in China in research as well as in management practice. It seems to fundamentally contradict traditional values in Chinese culture. The effect of employee participation on innovation is completely unknown, not only for China, but also ...

Office of Inspector General report on special audit of pension plans for Department of Energy contract employees of the University of California

Energy Technology Data Exchange (ETDEWEB)

NONE

1996-08-01

On May 15, 1996, the Department of Energy (DOE) announced its decision to extend and renegotiate its contracts with the University of California for the management and operation of the Los Alamos, Lawrence Berkeley, and Lawrence Livermore National Laboratories. Current contracts for the operation of these laboratories expire in 1997. The renegotiation process provides an opportunity for the Department to: (1) recover at least $620 million in excess assets from the pension plans it has funded for University of California employees who work at DOE`s laboratories; and (2) improve the Department`s ability to exercise prudent management of its interest in those pension funds. According to Department records, as of July 1, 1995, the University of California Retirement Plan had between $620 million and $2.0 billion in excess assets that were attributable to the Department of Energy (emphasis supplied). The wide variation in excess assets is a function of the assumptions used in making these calculations. These are described in Appendix 1 to this report. It was concluded as a result of the audit that, as part of the contract renegotiation process, the Department should obtain the cooperation and assistance of the University of California in recovering excess pension plan assets in a manner that does not affect the defined retirement benefits of the contract employees. This could include jointly sponsoring legislation to modify any existing legal restrictions.

29 CFR 401.6 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 2 2010-07-01 2010-07-01 false Employee. 401.6 Section 401.6 Labor Regulations Relating to Labor OFFICE OF LABOR-MANAGEMENT STANDARDS, DEPARTMENT OF LABOR LABOR-MANAGEMENT STANDARDS MEANING OF TERMS USED IN THIS SUBCHAPTER § 401.6 Employee. Employee means any individual employed by an employer...

The cure for employee malaise--motivation.

Science.gov (United States)

Dawson, K M; Dawson, S N

1991-01-01

Although working conditions, hours, pay, and advancement opportunities are better now than in the 1950s--the "golden age" of American business--today's workers are significantly less satisfied. Why? The authors believe the cause of this malaise is lack of motivation. This article examines several techniques to cure employee malaise and discusses the long-term benefits of these techniques, which include empowerment, recognition, career development, the Pygmalion effect, incentives, and rewards. By making a commitment to these motivational techniques, managers will boost the morale and enthusiasm of their employees and their organization. This motivational process is not quick and easy; developing your employees is an ongoing process.

34 CFR 32.4 - Employee response.

Science.gov (United States)

2010-07-01

... 34 Education 1 2010-07-01 2010-07-01 false Employee response. 32.4 Section 32.4 Education Office... FROM DEPARTMENT OF EDUCATION EMPLOYEES § 32.4 Employee response. (a) Voluntary repayment agreement. Within 7 days of receipt of the written notice under § 32.3, the employee may submit a request to the...

45 CFR 7.1 - Duty of employee to report inventions.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Duty of employee to report inventions. 7.1 Section 7.1 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.1 Duty of employee to report inventions. Every Department employee is required to report to...

45 CFR 7.0 - Who are employees.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Who are employees. 7.0 Section 7.0 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.0 Who are employees. As used in this part, the term Government employee means any officer or employee, civilian or...

Elements of an Employee Motivation Program

Science.gov (United States)

Ward, Ernest H.

1974-01-01

Ten elements which should be present in an employee motivation program are discussed in the context of achieving increased acceptance of organizational goals. They are: participation, performance measurement, knowledge of results, recognition; attitude measurement, communication, publicity, work assignment, work research, and supervisor motivation…

LEADERSHIP STYLE AND EMPLOYEES' INTRINSIC JOB ...

African Journals Online (AJOL)

This study investigates the impact of leadership style on employees' intrinsic ... of many factors including motivation, leadership, job satisfaction, workers' alienation and ... Factors associated with job satisfaction include incentive to work, reward of ... advancement/promotion, recognition and self-actualization cannot be met ...

30 CFR 56.18006 - New employees.

Science.gov (United States)

2010-07-01

... New employees. New employees shall be indoctrinated in safety rules and safe work procedures. ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false New employees. 56.18006 Section 56.18006 Mineral Resources MINE SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR METAL AND NONMETAL MINE...

Survey Analysis on Nuclear Security Culture Recognition of Nuclear Facility in 2014

International Nuclear Information System (INIS)

Hong, Yunjeong; Lee, Jeongho; Kim, Jaekwang

2015-01-01

All organizations involved in implementing physical protection should give due priority to the security culture, to its development and maintenance necessary to ensure its effective implementation in the entire organization. In this context, Korea Institute of Non-proliferation and Control(KINAC) confirms recognition about protection of people who work in nuclear field and developed questionnaire for utilizing fundamental data for nuclear security culture enhancement activity and conducted a survey. As a result, systematic education needs to employees. Choosing differentiated topic is required to consider employees because recognition level of age, position and division is different. And a variety of education technology as obligatory education such as filling the course time or the one-off thing has limitation. And taking complementary measures needs since there were many opinions that employees feel difficult to understand papers such as regulation and guidelines and so on related security. Finally, we hope to make fundament available to evaluate nuclear security culture recognition level based on the existing questionnaire would be changed to realistic and enhancement in recognition survey for future nuclear security culture

Survey Analysis on Nuclear Security Culture Recognition of Nuclear Facility in 2014

Energy Technology Data Exchange (ETDEWEB)

Hong, Yunjeong; Lee, Jeongho; Kim, Jaekwang [Korea Institute of Nonproliferation and Control International Nuclear Security Academy, Daejeon (Korea, Republic of)

2015-05-15

All organizations involved in implementing physical protection should give due priority to the security culture, to its development and maintenance necessary to ensure its effective implementation in the entire organization. In this context, Korea Institute of Non-proliferation and Control(KINAC) confirms recognition about protection of people who work in nuclear field and developed questionnaire for utilizing fundamental data for nuclear security culture enhancement activity and conducted a survey. As a result, systematic education needs to employees. Choosing differentiated topic is required to consider employees because recognition level of age, position and division is different. And a variety of education technology as obligatory education such as filling the course time or the one-off thing has limitation. And taking complementary measures needs since there were many opinions that employees feel difficult to understand papers such as regulation and guidelines and so on related security. Finally, we hope to make fundament available to evaluate nuclear security culture recognition level based on the existing questionnaire would be changed to realistic and enhancement in recognition survey for future nuclear security culture.

76 FR 2142 - Employee Benefits Security Administration

Science.gov (United States)

2011-01-12

... DEPARTMENT OF LABOR Employee Benefits Security Administration Hearing on Definition of ``Fiduciary'' AGENCY: Employee Benefits Security Administration, Labor. ACTION: Notice of hearing and extension of comment period. SUMMARY: Notice is hereby given that the Employee Benefits Security Administration will...

Motivation of animal care technicians through recognition.

Science.gov (United States)

Symonowicz, Cammie; Critelli, Linda; Straeter, Pamela

2006-01-01

Keeping employees motivated is a challenge faced by managers in the field of laboratory animal science and in the business world at large. Using Maslow's 'Hierarchy of Needs' theory as a guide, the authors describe how managers can create a recognition program to keep employees feeling happy and rewarded. They discuss programs used at Bristol-Myers Squibb and share lessons learned from various programs.

20 CFR 408.1220 - How do we pay Federally administered State recognition payments?

Science.gov (United States)

2010-04-01

... recognition payments? 408.1220 Section 408.1220 Employees' Benefits SOCIAL SECURITY ADMINISTRATION SPECIAL BENEFITS FOR CERTAIN WORLD WAR II VETERANS Federal Administration of State Recognition Payments § 408.1220 How do we pay Federally administered State recognition payments? (a) Payment procedures. We make...

20 CFR 408.1215 - How do you establish eligibility for Federally administered State recognition payments?

Science.gov (United States)

2010-04-01

... Federally administered State recognition payments? 408.1215 Section 408.1215 Employees' Benefits SOCIAL... Recognition Payments § 408.1215 How do you establish eligibility for Federally administered State recognition... deemed to have filed an application for any Federally administered State recognition payments for which...

Radiation doses of employees of a nuclear medicine department after implementation of more rigorous radiation protection methods

International Nuclear Information System (INIS)

Piwowarska-Bilska, H.; Supinska, A.; Listewnik, M. H.; Zorga, P.; Birkenfeld, B.

2013-01-01

The appropriate radiation protection measures applied in departments of nuclear medicine should lead to a reduction in doses received by the employees. During 1991-2007, at the Department of Nuclear Medicine of Pomeranian Medical University (Szczecin, Poland), nurses received on average two-times higher (4.6 mSv) annual doses to the whole body than those received by radiopharmacy technicians. The purpose of this work was to examine whether implementation of changes in the radiation protection protocol will considerably influence the reduction in whole-body doses received by the staff that are the most exposed. A reduction in nurses' exposure by ∼63% took place in 2008-11, whereas the exposure of radiopharmacy technicians grew by no more than 22% in comparison with that in the period 1991-2007. Proper reorganisation of the work in departments of nuclear medicine can considerably affect dose reduction and bring about equal distribution of the exposure. (authors)

ATTRACTING AND MOTIVATING EMPLOYEES DURING CHANGES IN ORGANIZATION. THE ROLE OF THE HUMAN RESOURCES DEPARTMENT

Directory of Open Access Journals (Sweden)

Emanoil Muscalu

2016-10-01

Full Text Available The success or failure of an organization is intrinsically linked to how managers treat their employees. The role of motivation is not just to make people work, but to make them work well, causing managers to use in full physical and intellectual resources. Where there is motivation, there is productivity and performance, and people are happy. In other words, everyone wins. Motivation and retention are crucial in the success of not only at the organization level, but also at the level of any department, project or plan and, arguably, are one of the most important areas of responsibility of a manager.

Leadership theory and motivation of medical imaging employees.

Science.gov (United States)

Kalar, Traci; Wright, Donna Lee

2007-01-01

*This literature review explores how transactional, transformational, and charismatic leadership theories might be applied in a typical stressful hypothetical department situation. *Transactional department leaders motivate employees using extrinsic rewards, encouraging them to do what is needed to get the minimal results with no encouragement for higher levels of thinking. *Transformational department leaders motivate employees by transforming their beliefs and values to be more in alignment with the organization's values and goals. This alignment helps create higher levels of intrinsic motivation. *Charismatic leaders exhibit the same behaviors as transformational leaders to motivate employees; however; because of their specific characteristics, their effectiveness can be limited to only times of distress or crisis. The situation in the particular department determines which leadership theory is likely to be most successful.

Costs of employee turnover

Directory of Open Access Journals (Sweden)

Jiří Duda

2013-01-01

Full Text Available The aim of this paper is to establish a general methodology for calculating the costs incurred by employee turnover. This paper deals with identification of costs incurred by the departure of an employee, and does not deal with the cost of recruitment of a new employee. Economic calculations are adjusted to the tax policy in the Czech Republic. The costs of employee turnover (according to Bliss, 2012 include the costs of substitution of the unoccupied position, costs of conducting the exit interview and termination of the contract. The cost of an executive’s time to understand the causes of leaving and costs of the leaving employee’s training were also determined. Important factors in the costs of employee turnover also include the loss of knowledge and possibly also a loss of customers. Costs of lost employee and department productiveness represent an important part of the costs of employee turnover, as well. For all of these costs there have been proposed general calculations formulas.

Vacuum education courses at the General Electric Company's Neutron Devices Department, St. Petersburg, Florida

International Nuclear Information System (INIS)

Provo, J.L.; Brown, W.C.

1978-01-01

Vacuum Technology has, from the beginning, played a key role in the production of the Department's products at the General Electric Company's Neutron Devices Department (GEND). Early recognition was given to the need for vacuum education and training for producing and maintaining vacuums to meet departmental objectives. The vacuum courses taught at GEND are described. These include basic Vacuum Technology, Advanced Vacuum Technology, and specialized vacuum related courses. Course offering rationale, outlines of subject matter covered and criteria for measuring effectiveness will be presented for each course. Such vacuum technology related courses have resulted in improved GEND product quality and in reducing losses and production cost. At the same time, these courses have given participating employees career motivation for fulfilling more challenging vacuum technology job related positions and have enabled them to achieve upward mobility in the Department's work force

24 CFR 7.16 - Responsibilities of employees.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Responsibilities of employees. 7.16... Responsibilities of employees. All employees of the Department are responsible for: (a) Being informed as to the..., females, persons with disabilities, veterans and others of diverse characteristics in the workforce, and...

[Investigation of the burnout syndrome among the employees of the Department of Emergency Medicine at the University of Szeged].

Science.gov (United States)

Hompoth, Emőke Adrienn; Töreki, Annamária; Pető, Zoltán

2018-01-01

Burnout has been described as a growing problem amongst healthcare workers. Emergency department staffs experience the burden of stress day by day, yet only a few studies have examined their burnout. In this study we wanted to investigate the burnout and its relations to other variables amongst the employees of the Department of Emergency Medicine in Szeged. Cross-sectional design utilizing a self-administered questionnaire was used to collect data from the staff of the Department. Burnout was measured using the Maslach Burnout Inventory. Burnout is considerably prevalent among the workers of the Emergency Department, especially nurses and physicians. The study found negative relation between burnout and age, number of children, number of years in the healthcare system, number of physical symptoms, social support and psychological immune system. Being single was a risk factor. The risks and protective factors found to be associated with burnout in this study might help to set up institutional prevention and intervention strategies. Orv Hetil. 2018; 159(3): 113-118.

Disability management: corporate medical department management of employee health and productivity.

Science.gov (United States)

Burton, W N; Conti, D J

2000-10-01

This study describes a proactive in-house program for managing short-term disability (STD) in the workforce of a very large banking system. The goals of this program were to (1) minimize the personal and economic impacts of STD by early intervention, (2) validate the extent and duration of STD, and (3) coordinate medical services and provide guidance to managers that would facilitate an early return to work. This program was made possible by the installation of a comprehensive database, called Occupational Medicine and Nursing Information System. This database mainly includes employees' claims for inpatient and outpatient health services, disability and workers' compensation benefits, wellness program participation, medical examinations and laboratory tests, use of prescription drugs, and results of Health Risk Appraisals. As a result of these efforts, STD event duration declined after this STD management program was implemented in locations heretofore outside the system, and by providing full pay for part-time work after STD, within the system as well. Of note, the average number of STD days per employee showed substantial variation by health plan, including the fact that it was higher (3.9 STD days/employee) for health maintenance organization participants than for indemnity plan members (2.7 STD days/employee).

31 CFR 0.107 - Employees.

Science.gov (United States)

2010-07-01

... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Employees. 0.107 Section 0.107 Money and Finance: Treasury Office of the Secretary of the Treasury DEPARTMENT OF THE TREASURY EMPLOYEE... report such information to the Inspector General. (b) The confidentiality of the source of the...

Key Mechanisms for Employee-Driven Innovation in Governmental Client Organisations

DEFF Research Database (Denmark)

Sørensen, Henrik; Wandahl, Søren; Faber, Lene

2018-01-01

the mechanisms of organisational trust, innovation safety, organisational practices, cultural settings and the recognition and rewards structure to motivate employees. The decision-making procedures should be transparent especially to the idea-owner and the employees involved, and the implementation and putting......In order to ensure that knowledge and ideas are transformed into innovative contributions, a systematic approach is important. The aim of this research was to identify the specific mechanisms that are key to implementing an innovation process model when conducting Employee-driven Innovation...... into practice should be fast progressed phases in the innovation process....

5 CFR 3101.109 - Additional rules for Office of Thrift Supervision employees.

Science.gov (United States)

2010-01-01

... any disagreement with the issuer that may cast doubt on the covered OTS employee's ability to remain... Supervision employees. 3101.109 Section 3101.109 Administrative Personnel DEPARTMENT OF THE TREASURY SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF THE TREASURY § 3101.109 Additional...

45 CFR 7.7 - Notice to employee of determination.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Notice to employee of determination. 7.7 Section 7.7 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION EMPLOYEE INVENTIONS § 7.7 Notice to employee of determination. The employee-inventor shall be notified in writing of the...

Lifestyle of Employees working in Hamadan Departments: An Application of the Trans-Theoretical Model

Directory of Open Access Journals (Sweden)

Jalal Abdi

2014-06-01

Full Text Available Introduction: Healthy lifestyle is a valuable source to reduce the prevalence of health problems and promoting health. Given the key role of employees as valuable human resources, the aim of this study was to evaluate lifestyle obesity and position of governmental employees in changing process based on the Trans-Theoretical Model (TTM in Hamadan. Materials & Methods: This descriptive-analytical study was performed on 1200 government employees selected using suitable stratified sampling. Data collection was performed using a three-section questionnaire containing demographic characteristics, FANTASTIC lifestyle questionnaire and Marcus et al.’s five-part questionnaire. Data was analyzed by correlation tests, Chi-square, T-test and ANOVA using SPSS-20. Results: Lifestyle status of most employees (61.7 percent was satisfying. About a half of the employees were in the preparatory stage of TTM. Considering the physical activity and healthy eating habits, most employees had a poor condition. Women had higher scores than men in most items. The associations between lifestyle and age, gender, work experience, income satisfaction and marital status were significant. Moreover, the associations between obesity and work experience, marital status, number of children and gender were significant (p<0.05. Conclusion: Planning health education interventions for employees through effective approaches seems to be necessary.

Tracking Outfield Employees using GPS in Web Applications

Directory of Open Access Journals (Sweden)

Kasinathan Vinothini

2018-01-01

Full Text Available This paper presents e-Track, a web-based tracking system for outfield employees in order to cater for various business activities as demanded by the business owners. Such demands may range from a simple task assignment, to employee location tracking and remote observation of the employees’ task progress. The objective of the proposed system is two-fold. First, the employees to access the application and clocks-in work. Second, a standalone web system for the employers to determine the approximate location of the staff assigned with outfield duties. The IP address recognition will ensure no buddy punching takes place. e-Track is hoped to increase efficiency among employees by saving time travelling between branches during outfield duties. In the future, e-Track will be integrated with claim and payment modules to support arrangement for outfield duties.

9 CFR 416.5 - Employee hygiene.

Science.gov (United States)

2010-01-01

... 9 Animals and Animal Products 2 2010-01-01 2010-01-01 false Employee hygiene. 416.5 Section 416.5 Animals and Animal Products FOOD SAFETY AND INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE REGULATORY... Employee hygiene. (a) Cleanliness. All persons working in contact with product, food-contact surfaces, and...

27 CFR 10.22 - Employee associations.

Science.gov (United States)

2010-04-01

... 27 Alcohol, Tobacco Products and Firearms 1 2010-04-01 2010-04-01 false Employee associations. 10.22 Section 10.22 Alcohol, Tobacco Products and Firearms ALCOHOL AND TOBACCO TAX AND TRADE BUREAU, DEPARTMENT OF THE TREASURY LIQUORS COMMERCIAL BRIBERY Commercial Bribery § 10.22 Employee associations. Gifts...

Staff Report to the Senior Department Official on Recognition Compliance Issues. Recommendation Page: National Accrediting Commission Of Cosmetology Arts and Sciences

Science.gov (United States)

US Department of Education, 2010

2010-01-01

The National Accrediting Commission of Cosmetology Arts and Sciences (NACCAS) is a national accreditor whose scope of recognition is for the accreditation throughout the United States of postsecondary schools and departments of cosmetology arts and sciences and massage therapy. The agency accredits approximately 1,300 institutions offering…

Addressing problems of employee performance.

Science.gov (United States)

McConnell, Charles R

2011-01-01

Employee performance problems are essentially of 2 kinds: those that are motivational in origin and those resulting from skill deficiencies. Both kinds of problems are the province of the department manager. Performance problems differ from problems of conduct in that traditional disciplinary processes ordinarily do not apply. Rather, performance problems are addressed through educational and remedial processes. The manager has a basic responsibility in ensuring that everything reasonable is done to help each employee succeed. There are a number of steps the manager can take to address employee performance problems.

Improving Motivation in the Service Department

OpenAIRE

Sosingot-Sundström, Sevarine

2015-01-01

The objective of this study is to improve motivation of the employees in the Service Department. What motivates employees in this century beyond the normal norms of job security and money. The study is based on improving the motivation of the Service Department of Company X. This research was based on the service’s department low score in motivation after the results of the 2012 annual staff survey. The research aims to find out the cause(s) for the low motivation and also find a solution tha...

20 CFR 408.1205 - How can a State have SSA administer its State recognition payment program?

Science.gov (United States)

2010-04-01

... recognition payment program? 408.1205 Section 408.1205 Employees' Benefits SOCIAL SECURITY ADMINISTRATION SPECIAL BENEFITS FOR CERTAIN WORLD WAR II VETERANS Federal Administration of State Recognition Payments § 408.1205 How can a State have SSA administer its State recognition payment program? A State (or...

Survey of Employees' Safety Attitude in a Teaching Hospital Tehran 2010

Directory of Open Access Journals (Sweden)

M. Mahmmoudi

2011-01-01

Full Text Available Background and aimsThe Medical Errors and the potential unsafe actions are always regarded as a serious trouble by the managers and health care providers. Using the employees' attitude data as a measurement criterion in the evaluation of the hospitals performance in the field of the “Safety” can improve the safety level among the personnel and patients . Survey of employees' attitude about safety and its comparison with different groups of offering health services in a teaching Hospital was the main objective of present study.   MethodsIn order to specify patient safety culture in Moddares hospital, all employees including physicians, nurses, managers and employees of Para-clinic, a volume sample consisting of 212 persons were selected. Then it was used from questionnaire of safety attitude within 6 dimensions including Teamwork climate, Safety climate, perceptions of Management , Job Satisfaction, Working Conditions and Stress Recognition. At first this questionnaire was gone under assessing validity and trust. The scale of measuring, Likert was 5 grades. In order to specify difference between groups under study it was used from ANOVA test.   Results Positive safety culture within 6 dimensions including Teamwork Climate, Safety climate, Job Satisfaction, Stress Recognition, Perception of Management , Working Conditions for doctors were 3, 4.13, 17.4, 0, 4.3, and 8.7 respectively; the aforesaid Dimensions for nurses were 19, 2.6, 10.3, 7.8, 2.6 and 15.5 respectively, the aforesaid Dimensions for managers were 30.3, 6.1, 33.3, 0, 18.2 and 21.2 respectively and the aforesaid Dimensions for employees of Para-clinic Were 50, 12.5, 25, 12.5, 10 and 37.5 respectively. There was Significant difference from View Point of statistics (p<0.5 from Dimensions of Job satisfaction among managers and nurses, employees of Para-clinic and nurses this difference Were zero and 0.001. From View Point of Stress recognition among managers and employees of Para

Employee retention tools: looking beyond radiology.

Science.gov (United States)

Snuttjer, D

2001-01-01

In an era of low unemployment rates, companies are not only struggling to recruit talented employees, but they are straining to keep the ones they have. The purpose of this literature review is to look at companies, including many outside of the healthcare industry, and learn how they use incentives to retain employees. A review of a recently published book lists the following reasons why people stay with companies: Career growth, learning and development, exciting work challenges Meaningful work, making a difference and a contribution Great people Being part of a team Good boss, inspiring leadership Recognition for a job well done Fun on the job Autonomy, a sense of control over work and job security Flexibility Fair pay and benefits Great work environment and location Pride in the organization, it's mission and quality of product Family friendly Companies have to change with the times to retain a good work force. To survive, companies should ask employees what would keep them committed, look at all the possibilities, and then create an environment that makes employees want to stay because it provides the life balance they are looking for. There is risk in asking employees what would keep them from looking elsewhere. Employers need to weigh the risk of losing employees with the possibility of raising expectations by asking employees directly what they want. In the current climate, that may be a necessary risk.

Key Mechanisms for Employee-Driven Innovation in Governmental Client Organisations

DEFF Research Database (Denmark)

Sørensen, Henrik; Faber, Lene; Wandahl, Søren

2018-01-01

the mechanisms of organisational trust, innovation safety, organisational practices, cultural settings and the recognition and rewards structure to motivate employees. The decision-making procedures should be transparent especially to the idea-owner and the employees involved, and the implementation and putting......In order to ensure that knowledge and ideas are transformed into innovative contributions, a systematic approach is important. The aim of this research was to identify the specific mechanisms that are key to implementing an innovation process model when conducting Employee-driven Innovation...... in a governmental client organisation. The methodological approach was an exploratory case study of a governmental client organisation within the Danish construction industry. The units of analysis were groups of employees and managers within the case organisation. The primary mechanisms identified were...

48 CFR 1252.237-70 - Qualifications of contractor employees.

Science.gov (United States)

2010-10-01

... contractor employees. 1252.237-70 Section 1252.237-70 Federal Acquisition Regulations System DEPARTMENT OF....237-70 Qualifications of contractor employees. As prescribed in (TAR) 48 CFR 1237.110(a), insert the following clause: Qualifications of Contractor Employees (APR 2005) a. Definitions. As used in this clause...

[Comparison of two access portals of an employee assistance program at an insurance corporation targeted to reduce stress levels of employees].

Science.gov (United States)

Burnus, M; Benner, V; Kirchner, D; Drabik, A; Stock, St

2012-03-01

Support programmes for stress reduction were offered independently in two departments (650 employees in total) of an insurance group. Both departments, referred to as comparison group 1 and 2 (CG1 and CG2), offered an Employee Assistance Programme (EAP) featuring individual consultations. The employees were addressed through different channels of communication, such as staff meetings, superiors and email. In CG1, a staff adviser additionally called on all employees at their workplace and showed them a brief relaxing technique in order to raise awareness of stress reduction. By contacting employees personally it was also intended to reduce the inhibition threshold for the following individual talks. In CG2 individual talks were done face-to-face, whereas CG1 used telephone counselling. By using the new access channel with an additional personal contact at the workplace, an above average percentage of employees in CG1 could be motivated to participate in the following talks. The rate of participants was five times as high as in CG1, with lower costs for the consultation in each case.

Implementation of Mamdani Fuzzy Method in Employee Promotion System

Science.gov (United States)

Zulfikar, W. B.; Jumadi; Prasetyo, P. K.; Ramdhani, M. A.

2018-01-01

Nowadays, employees are big assets to an institution. Every employee has a different educational background, degree, work skill, attitude and ethic that affect the performance. An institution including government institution implements a promotion system in order to improve the performance of the employees. Pangandaran Tourism, Industry, Trade, and SME Department is one of government agency that implements a promotion system to discover employees who deserve to get promotion. However, there are some practical deficiencies in the promotion system, one of which is the subjectivity issue. This work proposed a classification model that could minimize the subjectivity issue in employee promotion system. This paper reported a classification employee based on their eligibility for promotion. The degree of membership was decided using Mamdani Fuzzy based on determinant factors of the performance of employees. In the evaluation phase, this model had an accuracy of 91.4%. It goes to show that this model may minimize the subjectivity issue in the promotion system, especially at Pangandaran Tourism, Industry, Trade, and SME Department.

An application of viola jones method for face recognition for absence process efficiency

Science.gov (United States)

Rizki Damanik, Rudolfo; Sitanggang, Delima; Pasaribu, Hendra; Siagian, Hendrik; Gulo, Frisman

2018-04-01

Absence was a list of documents that the company used to record the attendance time of each employee. The most common problem in a fingerprint machine is the identification of a slow sensor or a sensor not recognizing a finger. The employees late to work because they get difficulties at fingerprint system, they need about 3 – 5 minutes to absence when the condition of finger is wet or not fit. To overcome this problem, this research tried to utilize facial recognition for attendance process. The method used for facial recognition was Viola Jones. Through the processing phase of the RGB face image was converted into a histogram equalization face image for the next stage of recognition. The result of this research was the absence process could be done less than 1 second with a maximum slope of ± 700 and a distance of 20-200 cm. After implement facial recognition the process of absence is more efficient, just take less 1 minute to absence.

The impact of recognition on retention of good talent in the workforce

Directory of Open Access Journals (Sweden)

Nonhlanhla Mngomezulu

2015-10-01

Full Text Available Retention of talented workforce is the most crucial issue business sectors are faced with today as a result of brain drain.Talent has become the driving force for business success. Most employees leave due to lack of professional challenges, having received little or no recognition, and the absence of career growth and development. The purpose of this study is to determine the impact recognition has on retention of talented workforce in the workplace. A total of 70 questionnaires were distributed to employees in different job categories. The study revealed that management can apply numerous approaches to retain good talent. Moreover, it is vital for managers to bear in mind that these approaches might have dissimilar effects on different individuals. This study also answered some of the most critical issues the business sector is faced with, such as employee retention due to the shortage of skilled labour and failure to recognize good work done. The findings reflect that reward, passion, recognition, motivation, and effective talent management are some of the factors business leaders have to address in order to minimize voluntary turnover and retain good talent in the workplace

All Employee Census Survey (AES)

Data.gov (United States)

Department of Veterans Affairs — The Office of Personnel Management requires government agencies, at a minimum, to query employees on job satisfaction, organizational assessment and organizational...

41 CFR 50-201.101 - Employees affected.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Employees affected. 50-201.101 Section 50-201.101 Public Contracts and Property Management Other Provisions Relating to Public Contracts PUBLIC CONTRACTS, DEPARTMENT OF LABOR 201-GENERAL REGULATIONS § 50-201.101 Employees...

Associations between the workplace-effort in psychosocial risk management and the employee-rating of the psychosocial work environment - a multilevel study of 7565 employees in 1013 workplaces.

Science.gov (United States)

Thorsen, Sannie Vester; Madsen, Ida Elisabeth Huitfeldt; Flyvholm, Mari-Ann; Hasle, Peter

2017-07-01

This study examined the association between the workplace-effort in psychosocial risk management and later employee-rating of the psychosocial work environment. The study is based on data from two questionnaire surveys - one including 1013 workplaces and one including 7565 employees from these workplaces. The association was analyzed using multi-level linear regression. The association for five different trade-groups and for five different psychosocial work environment domains was examined. Limited but statistically significant better employee-ratings of the psychosocial work environment in the respective domains were observed among Danish workplaces that prioritized "development possibilities for employees," "recognition of employees," "employees influence on own work tasks," good "communication at the workplace," and "help to prevent work overload." Danish workplaces with a high effort in psychosocial risk management in the preceding year had a small but significantly more positive rating of the psychosocial work environment by the employees. However, future studies are needed to establish the causality of the associations.

General employee training: Initial needs assessment

International Nuclear Information System (INIS)

Jones, E.; Copenhaver, E.D.

1987-01-01

US Department of Energy Orders, including those for Emergency Preparedness, require that DOE facility employees receive a preparatory course on certain basic work practices and employee responsibilities before receiving any job-specific training. Most of this general information is required for employees to either prevent or to handle emergency situations that may arise in the workplace. While the categories are general, the information should be given at both Laboratory and individual-site levels, if possible. A simple checklist developed by Oak Ridge National Laboratory proved beneficial when assessing its general employee orientation compliance status. The checklist includes subject areas covered, organizational identities and responsibilities, and documentation needs

The Impact of Employee Satisfaction on the Release of Human Creative Potential

Directory of Open Access Journals (Sweden)

Damjana Dragman

2014-09-01

Full Text Available Research Question (RQ: Does employee satisfaction in the workplace affect the release of human creative potential? Purpose: Based on interviews conducted in the context of a particular department, the purpose was to determine whether employee satisfaction affects creativity and efficiency of employees. Method: A qualitative method was used as the research method, where interviews were used to obtain data. Results: The results showed that employee satisfaction in the workplace strongly affects their motivation at work and their effectiveness. Also personal praise from leaders influences employee satisfaction, which in turn also affect the release of human creative potential. Organization: Several factors affect employee satisfaction that is typical for the entire company. A special role is played by those who are responsible for creating a positive atmosphere within their working environment and encouraging employees towards increased creativity and efficiency. Society: Research shows that employee satisfaction significantly affects their performance. For this reason employees should create a pleasant working environment within the entire company and for good relationships with co-workers. Originality: The first such study conducted in the context of a particular department. Limitations/further research: The research study was carried out in only one department of one organization.

Radiation exposures for DOE [Department of Energy] and DOE contractor employees, 1988

International Nuclear Information System (INIS)

Merwin, S.E.; Traub, R.J.; Millet, W.H.

1990-12-01

This is the 21st in a series of annual radiation exposure reports published by the Department of Energy (DOE) or its predecessors. This report summarizes the radiation exposures received at DOE and DOE contractor facilities in 1988. Radiation exposures to both employees and visitors are included. Trends in radiation exposures are evaluated by comparing the doses received in 1988 to those received in previous years. The significance of the doses is addressed by comparing them to the DOE limits and by correlating the doses to health risks based on risk estimates from expert groups. This report represents a significant advancement from previous reports because it is the first for which detailed exposure data are available for each individual monitored at a DOE facility. This reports contains information on different types of radiation doses, such as penetrating, shallow, and neutron doses. It also contains analysis of exposures by age, sex, and occupation of the exposed individuals. This report is the first of any federal organization that presents such detailed exposure data. The purpose of this report is to disseminate information regarding radiation exposures received at US Department of Energy (DOE) and DOE contractor facilities. The primary purpose of this practice is to ensure that the DOE occupational dose limits are not exceeded and that as low as reasonably achievable (ALARA) goals are met. A secondary purpose, however, is to provide information that can be used by other organizations and individuals who wish to collect and analyze such information. This information may be useful for estimating the effect of changing dose limits on operations at DOE facilities, determining the progress of DOE with respect to the ALARA principle, or, in combination with epidemiological information, assisting researchers in determining whether or not low doses of ionizing radiation are harmful. 23 refs., 20 figs., 23 tabs

Absenteeism of part-time and full-time employees

NARCIS (Netherlands)

Smulders, P.G.W.

1993-01-01

Absence of part-time employees in comparison with that of full-time employees has not received much attention in organisational research up to now. Personnel departments of three industrial firms in the Netherlands made information available with respect to personal/demographic characteristics (age,

20 CFR 408.1235 - How does the State transfer funds to SSA to administer its recognition payment program?

Science.gov (United States)

2010-04-01

... administer its recognition payment program? 408.1235 Section 408.1235 Employees' Benefits SOCIAL SECURITY ADMINISTRATION SPECIAL BENEFITS FOR CERTAIN WORLD WAR II VETERANS Federal Administration of State Recognition Payments § 408.1235 How does the State transfer funds to SSA to administer its recognition payment program...

Creating a culture where employee engagement Thrives

International Nuclear Information System (INIS)

Don Groover, C.S.P.

2007-01-01

Safety leaders across industries face a critical challenge: engaging employees. While engagement of a few people may be easy in short-term projects, it is significantly more difficult with long-term processes. In this session we show leaders how they can create a culture where workers are more open and even eager to be involved in safety efforts. Our experience with safety leaders in the nuclear industry has verified that when the factors that drive organizational functioning are understood, leaders are enabled to augment employee engagement and attain significant improvement in safety outcomes. The underlying factors that influence employee engagement, performance, outcomes, and organizational culture are the same the world over. We will also show how safety is capable, by its intrinsic value, of winning profound support and direct engagement of employees. In this session, we will examine how leaders can leverage their decisions and actions to win over employees to safety and support them in their endeavors to promote it. Using the safety leadership best practices Vision, Credibility, Accountability, Communication, Collaboration, Action Orientation, and Recognition and Feedback, leaders increase their impact on their organization in favor of a culture that supports safety and employee engagement. Leaders that create a climate and culture where employee engagement thrives, realize better safety results. Leadership is not exclusively an inborn talent; it can be developed and enhanced. To this end, we will also show the advantages of transformational leadership style by comparing it to more classical transactional leadership

Creating a culture where employee engagement Thrives

Energy Technology Data Exchange (ETDEWEB)

Don Groover, C.S.P. [Behavioral Science Technology, Ojai, CA (United States)

2007-07-01

Safety leaders across industries face a critical challenge: engaging employees. While engagement of a few people may be easy in short-term projects, it is significantly more difficult with long-term processes. In this session we show leaders how they can create a culture where workers are more open and even eager to be involved in safety efforts. Our experience with safety leaders in the nuclear industry has verified that when the factors that drive organizational functioning are understood, leaders are enabled to augment employee engagement and attain significant improvement in safety outcomes. The underlying factors that influence employee engagement, performance, outcomes, and organizational culture are the same the world over. We will also show how safety is capable, by its intrinsic value, of winning profound support and direct engagement of employees. In this session, we will examine how leaders can leverage their decisions and actions to win over employees to safety and support them in their endeavors to promote it. Using the safety leadership best practices Vision, Credibility, Accountability, Communication, Collaboration, Action Orientation, and Recognition and Feedback, leaders increase their impact on their organization in favor of a culture that supports safety and employee engagement. Leaders that create a climate and culture where employee engagement thrives, realize better safety results. Leadership is not exclusively an inborn talent; it can be developed and enhanced. To this end, we will also show the advantages of transformational leadership style by comparing it to more classical transactional leadership.

Drivers of Employee Motivation: Mediating Role of Job Satisfaction

OpenAIRE

Azeem, Sabeen

2016-01-01

Employee Motivation is a growing area of importance for the Human Resource Departments organizations of all sizes. Managing the workforce efficiently and effectively has become crucial in order to achieve excellent output from the employees which would lead to the attainment of organizational goals. This study aims to understand the influence of multiple motivational factors on employee motivation of employees of Bank A. Additionally, the mediating role of job satisfaction is elaborated which...

75 FR 65511 - Employee Benefits Security Administration; Submission for OMB Review

Science.gov (United States)

2010-10-25

... DEPARTMENT OF LABOR Office of the Secretary Employee Benefits Security Administration; Submission...--Employee Benefits Security Administration (EBSA), Office of Management and Budget, Room 10235, Washington...: Employee Benefits Security Administration. Type of Review: Extension without change of a currently approved...

Is organizational progress in the EFQM model related to employee satisfaction?

Science.gov (United States)

Matthies-Baraibar, Carmen; Arcelay-Salazar, Andoni; Cantero-González, David; Colina-Alonso, Alberto; García-Urbaneja, Marbella; González-Llinares, Rosa María; Letona-Aranburu, Jon; Martínez-Carazo, Catalina; Mateos-Del Pino, Maider; Nuño-Solinís, Roberto; Olaetxea-Urizar, Esther; de la Rica-Giménez, José Antonio; Rodríguez-González, María Angeles; Dabouza-Acebal, Silvia

2014-10-24

To determine whether there is greater employee satisfaction in organisations that have made more progress in implementation of the European Foundation for Quality Management (EFQM) model. A series of cross-sectional studies (one for each assessment cycle) comparing staff satisfaction survey results between groups of healthcare organisations by degree of implementation of the EFQM model (assessed in terms of external recognition of management quality in each organisation). 30 healthcare organisations including hospitals, primary care and mental health providers in Osakidetza, the Basque public health service. Employees of 30 Osakidetza organisations. Progress in implementation of EFQM model. Scores in 9 dimensions of employee satisfaction from questionnaires administered in healthcare organisations in 4 assessment cycles between 2001 and 2010. Comparing satisfaction results in organisations granted Gold or Silver Q Awards and those without this type of external recognition, we found statistically significant differences in the dimensions of training and internal communication. Then, comparing recipients of Gold Q Awards with those with no Q Certification, differences in leadership style and in policy and strategy also emerged as significant. Progress of healthcare organisations in the implementation of the EFQM Excellence Model is associated with increases in their employee satisfaction in dimensions that can be managed at the level of each organisation, while dimensions in which no statistically significant differences were found represent common organisational elements with little scope for self-management.

29 CFR 2509.78-1 - Interpretive bulletin relating to payments by certain employee welfare benefit plans.

Science.gov (United States)

2010-07-01

... employee welfare benefit plans. 2509.78-1 Section 2509.78-1 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL INTERPRETIVE BULLETINS RELATING TO... payments by certain employee welfare benefit plans. The Department of Labor today announced its...

26 CFR 1.132-3 - Qualified employee discounts.

Science.gov (United States)

2010-04-01

... sales price of property must be determined in accordance with generally accepted accounting principles... thereunder apply in determining the cost of property. (d) Treatment of leased sections of department stores... property or services provided by an employer to an employee for use by the employee to the extent the...

Recognition difference and improvement direction of the radiological technologists and patient against medical service in department radiology - Inchon area in the object

International Nuclear Information System (INIS)

An, Sung Min; Kim, Sung Chul

2006-01-01

Satisfaction of the patient against the medical service in department of radiology and it evaluated the different recognition of radiological technologist and patient, and investigates it's improvement direction. It sent the reply the above the which is a usual result in question result of the most that, the receipt process it was complicated in the portion which is insufficient. 'The receipt process is complication', 'waiting time is long' and ' don't radiation protection for patient and guardian'. Also these a facts was recognizing patients and radiological technologist all. And the effort of the radiological technologist is necessary with the method which reduces a recognition difference. The periodical medical service satisfaction investigates and must endeavor in reform measure preparation

77 FR 16761 - Supplemental Standards of Ethical Conduct for Employees of the Department of Housing and Urban...

Science.gov (United States)

2012-03-22

...-Federal activity or business relationship, including self-employment, that involves the provision of..., or sibling of the employee; (D) The employee's, or the employee's spouse or minor child's, rental...

75 FR 2161 - Proposed Extension of Information Collection; Comment Request; Employee Benefit Plan Claims...

Science.gov (United States)

2010-01-14

... DEPARTMENT OF LABOR Employee Benefits Security Administration Proposed Extension of Information Collection; Comment Request; Employee Benefit Plan Claims Procedures Under ERISA AGENCY: Employee Benefits... Employee Benefits Security Administration (EBSA) is soliciting comments on a proposed extension of the...

29 CFR 1926.35 - Employee emergency action plans.

Science.gov (United States)

2010-07-01

... Provisions § 1926.35 Employee emergency action plans. (a) Scope and application. This section applies to all...) Names or regular job titles of persons or departments who can be contacted for further information or... the employee in the event of an emergency. The written plan shall be kept at the workplace and made...

77 FR 6411 - Training, Qualification, and Oversight for Safety-Related Railroad Employees

Science.gov (United States)

2012-02-07

... Oversight for Safety-Related Railroad Employees AGENCY: Federal Railroad Administration (FRA), Department of... establishing minimum training standards for each category and subcategory of safety-related railroad employee... or contractor that employs one or more safety-related railroad employee to develop and submit a...

Orientation and Integration of New Employees in an Organization Hotel

Directory of Open Access Journals (Sweden)

Daniel Dăneci-Pătrău

2016-01-01

The aim of this study is to highlight the role and importance of the integration process,orientation and training of new employees within an organization hotel. To achieve was analyzedprofessional orientation program for new employees in the department reception at Hotel DaliConstanta, offering a guide to best practices be reflected in the behavior of employees to hotelguests in the future.

29 CFR 779.225 - Leased departments.

Science.gov (United States)

2010-07-01

..., Franchise and Other Business Arrangements § 779.225 Leased departments. (a) As stated in section 3(r) of the... without) a separate entrance, and operates under a separate name, with his own separate employees and... “leased department” and will not be included in the same enterprise with the lessor. (e) The employees of...

Procesna organiziranost in zadovoljstvo zaposlenih = Process Organization and Employee Satisfaction

Directory of Open Access Journals (Sweden)

Karmen Verle

2010-06-01

Full Text Available The purpose of the paper is to show the influence of process organizationon employee satisfaction and to indicate the directions for improvingthe operations success in the chosen company. A quantitativeresearch has been carried out for this purpose with the help of astandardized questionnaire for measuring the organizational climateon the census of 556 employed co-workers. The key finding leads tothe recognition that the analyzed company supposedly places greatemphasis also on the modern - process organization. With the latter,employee motivation and innovation are increased, which is consequentlyshown in greater operations success of the discussed company.With the correlation coefficient we establish that the dimension of theorganization statistically positively influences employee satisfaction(0.461, which means that the form and method of the organization caninfluence employee satisfaction. The results of the research have theoreticaland practical benefits for the management in planning, carryingout and controlling of business processes and it will be possible to implementthem in profitable and non-profitable organizations.

Employee satisfaction: creating a positive work force.

Science.gov (United States)

Wright, M

1998-01-01

In the early 1990s, El Camino Hospital (ECH) streamlined its operations in order to remain competitive. In 1992, the hospital's District Board voted to turn the hospital's management over to a nonprofit company and it became an integrated delivery system (IDS). Hospital employees continued to suffer as their work and work schedules changed in ongoing efforts by the new administration to streamline. Finally, in early 1997, the IDS, Camino Healthcare, was dissolved. The director of radiology and radiation oncology services became aware of increasing employee problems, from high turnover rates and increased absenteeism, to morale and productivity issues. Employees also worried about job redesign, re-engineering and a lack of clear direction and expectations from department leadership. The director of the department created a task force to respond to the needs of staff members. With so much anger directed at department leadership, supervisory staff were not included in the task force. The task force worked first to identify rumors and innuendos and followed with a plan to resolve such issues. The second step was to agree to focus on issues that they could change and to let go of those they couldn't. They selected five priority issues or concerns. The group met weekly and made progress by replacing negative talk and attitudes with positive ones. Meanwhile, the director researched employee satisfaction issues so she would be prepared to discuss such issues and concerns with employees. She focused on a common theme, of having a personal mission or goal for one's self. She encouraged staff members to be aware of their own behavior when communicating with others. Although several informal surveys proved there was still much work to be done, there was positive response--a light at the end of the long tunnel.

20 CFR 355.40 - Stays ordered by the Department of Justice.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Stays ordered by the Department of Justice. 355.40 Section 355.40 Employees' Benefits RAILROAD RETIREMENT BOARD ADMINISTRATIVE REMEDIES FOR... ordered by the Department of Justice. If at any time the Attorney General or an Assistant Attorney General...

Happy employees lead to loyal patients. Survey of nurses and patients shows a strong link between employee satisfaction and patient loyalty.

Science.gov (United States)

Atkins, P M; Marshall, B S; Javalgi, R G

1996-01-01

A strong relationship exists between employee satisfaction and patients' perceptions of the quality of their care, measured in terms of their intent to return and to recommend the hospital to others. Employee dissatisfaction can negatively affect quality of care and have an adverse effect on patient loyalty and, thus hospital profitability. Therefore, health care marketers should regularly measure employee satisfaction as one way to monitor service quality. Health care marketers must work more closely with their human-resource departments to understand and influence employees' work environment and maintain a high level of job satisfaction. Marketers also should place an increased emphasis on both employee and patient perceptions of satisfaction when developing internal and external strategic marketing plans and formulating future research.

Stress management standards: a warning indicator for employee health.

Science.gov (United States)

Kazi, A; Haslam, C O

2013-07-01

Psychological stress is a major cause of lost working days in the UK. The Health & Safety Executive (HSE) has developed management standards (MS) to help organizations to assess work-related stress. To investigate the relationships between the MS indicator tool and employee health, job attitudes, work performance and environmental outcomes. The first phase involved a survey employing the MS indicator tool, General Health Questionnaire-12 (GHQ-12), job attitudes, work performance and environmental measures in a call centre from a large utility company. The second phase comprised six focus groups to investigate what employees believed contributed to their perceived stress. Three hundred and four call centre employees responded with a response rate of 85%. Significant negative correlations were found between GHQ-12 and two MS dimensions; demands (Rho = -0.211, P job performance, job motivation and increased intention to quit but low stress levels were associated with reduced job satisfaction. Lack of management support, recognition and development opportunities were identified as sources of stress. The findings support the utility of the MS as a measure of employee attitudes and performance.

Turnover in health care: the mediating effects of employee engagement.

Science.gov (United States)

Collini, Stevie A; Guidroz, Ashley M; Perez, Lisa M

2015-03-01

This study aimed to understand the interaction between interpersonal respect, diversity climate, mission fulfilment and engagement to better predict turnover in health care. Registered nurse turnover has averaged 14% and current nursing shortages are expected to spread. Few studies have studied employee engagement as a mediator between organisational context and turnover. Study participants were employees working within 185 departments across ten hospitals within a large healthcare organisation in the USA. Although a total of 5443 employees work in these departments, employee opinion survey responses were aggregated by department before being linked to turnover rates gathered from company records. Engagement fully mediated the relationship between respect and turnover and the relationship between mission fulfilment and turnover. Diversity climate was not related to turnover. Turnover in health care poses a significant threat to the mission of creating a healing environment for patients and these results demonstrate that workplace respect and connection to the mission affect turnover by decreasing engagement. The findings demonstrated that to increase engagement, and improve turnover rates in health care, it would be beneficial for organisations, and nurse management to focus on improving mission fulfilment and interpersonal relationships. © 2013 John Wiley & Sons Ltd.

Employee Handbook

Energy Technology Data Exchange (ETDEWEB)

Bello, Madelyn

2008-09-05

Welcome to Berkeley Lab. You are joining or are already a part of a laboratory with a sterling tradition of scientific achievement, including eleven Nobel Laureates and thirteen National Medal of Science winners. No matter what job you do, you make Berkeley Lab the outstanding organization that it is. Without your hard work and dedication, we could not achieve all that we have. We value you and thank you for choosing to be part of our community. This Employee Handbook is designed to help you navigate the Lab. With over 3,000 employees, an additional 3,000 guests visiting from countries around the world, a 200-acre campus and many policies and procedures, learning all the ins and outs may seem overwhelming, especially if you're a new employee. However, even if you have been here for a while, this Handbook should be a useful reference tool. It is meant to serve as a guide, highlighting and summarizing what you need to know and informing you where you can go for more detailed information. The general information provided in this Handbook serves only as a brief description of many of the Lab's policies. Policies, procedures and information are found in the Lab's Regulations and Procedures Manual (RPM), Summary Plan Descriptions, University of California policies, and provisions of Contract 31 between the Regents of the University and the U.S. Department of Energy. In addition, specific terms and conditions for represented employees are found in applicable collective bargaining agreements. Nothing in this Handbook is intended to supplant, change or conflict with the previously mentioned documents. In addition, the information in this Handbook does not constitute a contract or a promise of continued employment and may be changed at any time by the Lab. We believe employees are happier and more productive if they know what they can expect from their organization and what their organization expects from them. The Handbook will familiarize you with the

75 FR 54542 - Prohibited Transaction Exemption Procedures; Employee Benefit Plans

Science.gov (United States)

2010-09-08

... DEPARTMENT OF LABOR Employee Benefits Security Administration 29 CFR Part 2570 RIN 1210-AA98 Prohibited Transaction Exemption Procedures; Employee Benefit Plans Correction In proposed rule document 2010-21073 beginning on page 53172 in the issue of Monday, August 30, 2010, make the following correction...

Leadership and effective succession planning in health-system pharmacy departments.

Science.gov (United States)

Ellinger, Lara Kathryn; Trapskin, Philip J; Black, Raymond; Kotis, Despina; Alexander, Earnest

2014-04-01

Leadership succession planning is crucial to the continuity of the comprehensive vision of the hospital pharmacy department. Leadership development is arguably the main component of training and preparing pharmacists to assume managerial positions. Succession planning begins with a review of the organizational chart in the context of the institution's strategic plan. Then career ladders are developed and key positions that require succession plans are identified. Employee profiles and talent inventory should be performed for all employees to identify education, talent, and experience, as well as areas that need improvement. Employees should set objective goals that align with the department's strategic plan, and management should work collaboratively with employees on how to achieve their goals within a certain timeframe. The succession planning process is dynamic and evolving, and periodic assessments should be conducted to determine how improvements can be made. Succession planning can serve as a marker for the success of hospital pharmacy departments.

Responses to Co-workers Receiving Recognition at Work: A Case Study in Cameroon

OpenAIRE

Viviane, Che Mezoh Akuro

2014-01-01

ABSTRACT: The purpose of this study is to examine, the impact of co-workers receiving recognition on two types of responses namely, positive /negative and the resulting behavioral intentions (interpersonal counterproductive work behaviors and interpersonal citizenship behaviors). Employees might not only receive recognition themselves in their organizations and groups but often they witness others receiving it either directly by observation or indirectly through stories. This may lead to vari...

76 FR 44047 - Advisory Council on Employee Welfare and Pension Benefit Plans; Nominations for Vacancies

Science.gov (United States)

2011-07-22

... DEPARTMENT OF LABOR Employee Benefits Security Administration Advisory Council on Employee Welfare... Council on Employee Welfare and Pension Benefit Plans (the Council), which is to consist of 15 members to... one or more individuals for appointment to the Advisory Council on Employee Welfare and Pension...

The Impact of Employee Satisfaction on the Release of Human Creative Potential

OpenAIRE

Damjana Dragman

2014-01-01

Research Question (RQ): Does employee satisfaction in the workplace affect the release of human creative potential? Purpose: Based on interviews conducted in the context of a particular department, the purpose was to determine whether employee satisfaction affects creativity and efficiency of employees. Method: A qualitative method was used as the research method, where interviews were used to obtain data. Results: The results showed that employee satisfaction in the workplace str...

9 CFR 3.132 - Employees.

Science.gov (United States)

2010-01-01

... Warmblooded Animals Other Than Dogs, Cats, Rabbits, Hamsters, Guinea Pigs, Nonhuman Primates, and Marine... 9 Animals and Animal Products 1 2010-01-01 2010-01-01 false Employees. 3.132 Section 3.132 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL...

75 FR 45166 - Advisory Council on Employee Welfare and Pension Benefit Plans; Nominations for Vacancies

Science.gov (United States)

2010-08-02

... DEPARTMENT OF LABOR Employee Benefits Security Administration Advisory Council on Employee Welfare... Council on Employee Welfare and Pension Benefit Plans (the Council), which is to consist of 15 members to... desiring to recommend one or more individuals for appointment to the Advisory Council on Employee Welfare...

77 FR 33241 - Advisory Council on Employee Welfare and Pension Benefit Plans; Nominations for Vacancies

Science.gov (United States)

2012-06-05

... DEPARTMENT OF LABOR Employee Benefits Security Administration Advisory Council on Employee Welfare... Council on Employee Welfare and Pension Benefit Plans (the Council), which is to consist of 15 members to... to the Advisory Council on Employee Welfare and Pension Benefit Plans to represent any of the groups...

78 FR 36596 - Advisory Council on Employee Welfare and Pension Benefit Plans; Nominations for Vacancies

Science.gov (United States)

2013-06-18

... DEPARTMENT OF LABOR Employee Benefits Security Administration Advisory Council on Employee Welfare... Council on Employee Welfare and Pension Benefit Plans (the Council), which is to consist of 15 members to... appointment to the Advisory Council on Employee Welfare and Pension Benefit Plans to represent any of the...

Work-family culture within hospitals: An interdepartmental analysis of employee engagement and retention.

Science.gov (United States)

Perrigino, Matthew B; Dunford, Benjamin B; Troup, Matt; Boss, R Wayne; Boss, David S

2017-12-19

Helping employees balance their work and family needs is increasingly pivotal for attracting, engaging, and retaining key talent in health care. Yet, emerging theory and anecdotal evidence suggest that, within organizations, there is considerable variation between departments or units regarding how employees' lives outside work are supported. Despite top management's efforts to develop a unified organizational work-family culture, departments have a tendency to take on their own culture, norms, and traditions such that some are more supportive than others. We investigate whether more positive work-family cultures improve functioning within hospital departments. We surveyed 680 hospital employees nested within 60 departments at a hospital located in the southeastern United States. Departments with a more (vs. less) positive work-family culture tend to have higher levels of (a) employee engagement, (b) pride in their organization, (c) confidence in management and leadership, and (d) intention to remain with the organization. Our analyses were robust when splitting the sample between clinical (e.g., nurses and physicians) and nonclinical (e.g., office, clerical, and support services) roles. Our study sheds further light on the importance of a positive work-family culture within hospitals. The key to instilling a positive, organization-wide work-family culture may be through a department-by-department focus. Benefits of positive work-family cultures within departments can extend beyond job-related attitudes and can potentially enhance recruitment strategies, improve a hospital's external image to the public, and lead to improvements in patient care and more positive patient experiences.

The Impact Of Reward System On Employee Turnover Intention A Study On Logistics Industry Of Sri Lanka

Directory of Open Access Journals (Sweden)

M.V.S. Mendis

2017-09-01

Full Text Available Human capital is a paramount important part of todays business world. For any company to achieve its corporate strategies it is important to have motivated committed workforce within the company. Therefore keep employees satisfy is a necessity for any organization. Otherwise they may leave the company as there are lots of job opportunities remain in this modern business world. This study focus on how reward system of an organization impact on employee turnover intention. This study empirically evaluated five independent variables remuneration cash incentives work life balance supervisor support and employee recognition and their relationship to the turnover intention of non-executives in the logistics industry of Sri Lanka. The sample consists of 97 non-executive staff in the logistics industry of Sri Lanka. The data collection was done by using a self-administrated structured questionnaire. The results indicated that remuneration cash incentives work life balance supervisor support and employee recognition variables were negatively and significantly correlated with turnover intention. And those relationships were strong. Results of regressing the reward system on turnover intention showed that reward system is a powerful predictor of labour turnover in logistics industry of Sri Lanka. The research findings give evidence that better financial and non-financial rewards have strong impact on employee turnover intention. Therefore to reduce employees high intention to leave the company the management needs to develop well balanced reward system in both financial and non-financial aspects.

5 CFR 733.102 - Exclusion of employees in the Criminal Division of the United States Department of Justice.

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Exclusion of employees in the Criminal... OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) POLITICAL ACTIVITY-FEDERAL EMPLOYEES RESIDING IN DESIGNATED LOCALITIES § 733.102 Exclusion of employees in the Criminal...

Group Decision Support System Determination Of Best Employee Using Topsis And Borda

OpenAIRE

Budhi, Made Arya; Wardoyo, Retantyo

2017-01-01

Determining the best employee at Lombok Garden inteded to stimulate the performance of the hotel employees Lombok Garden. Improved performance of employees it will have a direct effect on the quality of hotel services. Employee performance appraisement are conducted by six assessors, namely the head of each department and consists of several criteria. Assessments will be difficult if done manually considering each appraiser has its own preferences in assessment. To solve that problem, we need...

78 FR 50112 - Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Extension of Deadline...

Science.gov (United States)

2013-08-16

... DEPARTMENT OF LABOR Employee Benefits Security Administration Advisory Council on Employee Welfare... appointment to the Advisory Council on Employee Welfare and Pension Benefit Plans. Section 512 of the Employee... of an Advisory Council on Employee Welfare and Pension Benefit Plans (the Council), which is to...

Total quality culture in radiotherapy departments across Ontario

International Nuclear Information System (INIS)

Mitera, Gunita; Whitton, Anthony; Gutierrez, Eric; Robson, Sheila

2011-01-01

Purpose: To investigate the prevalence of total quality culture (TQC) within radiation therapy (RT) departments across Ontario, Canada. Methods: A prospective quantitative survey was distributed within RT departments across Ontario, Canada using the Miller Consulting Group Quality Culture survey. Findings: Ninety percent of managers (9/10) and 50% of employees (261/519) participated. There was concordance between managers and staff that overall RT departments exhibit a work culture that somewhat resembles TQC. Both groups scored 55% of the categories as somewhat agree with TQC and 9% of categories as no TQC. There was discordance in views for 36% of the categories, where managers scored a higher prevalence of TQC compared to their therapists. Larger RT departments (>50 employees) had more prevalence of discrepancy between group scores. Conclusions: This is the first study to report on the prevalence of TQC within RT departments. Strategies designed for on-going continuous improvement will benefit staff, RT managers, continuity of patient care and patient safety within RT departments.

Recognizing "me" benefits "we": Investigating the positive spillover effects of formal individual recognition in teams.

Science.gov (United States)

Li, Ning; Zheng, Xiaoming; Harris, T Brad; Liu, Xin; Kirkman, Bradley L

2016-07-01

Many organizations use formal recognition programs (e.g., "employee of the month") as a way to publically acknowledge an individual employee's outstanding performance and motivate continued high performance. However, it remains unclear whether emphasizing individual achievement in a team context is beneficial or detrimental for recipients' teammates and, by extension, the team as a whole. Drawing on a social influence perspective, we examine potential spillover effects of individual formal recognition programs in teams. We hypothesize that a single team member's recognition will produce positive spillover effects on other team members' performance, as well as overall team performance, via social influence processes, especially when the award recipient is located in a central position in a team. Findings from 2 lab experiments of 24 teams and 40 teams (Study 1 and Study 2, respectively) and a field experiment of 52 manufacturing teams (Study 3) reveal that formally recognizing a team member leads to positive changes in her/his teammates' individual and collective performance. Thus, formal social recognition programs can potentially provide a motivational effect beyond individual recipients. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

29 CFR 825.603 - Special rules for school employees, duration of FMLA leave.

Science.gov (United States)

2010-07-01

..., DEPARTMENT OF LABOR OTHER LAWS THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Special Rules Applicable to Employees... counted as FMLA leave; however, the employer shall be required to maintain the employee's group health insurance and restore the employee to the same or equivalent job including other benefits at the conclusion...

Impact of gender and opportunity recognition on attitude to piracy of ...

African Journals Online (AJOL)

Impact of gender and opportunity recognition on attitude to piracy of computer industry products. ... Software piracy has defied punitive measures, posing threats to jobs of millions of employees and the computer industry. The study proposed an ... Practical implications of findings and future research directions are discussed.

Recruitment and selsction of employees in the internation consulting company

OpenAIRE

Bromot, Lina

2011-01-01

The basis of this work is the recruitment and selection of employees, because if the company is able to attract and retain quality employees,it will gain a considerable advantage. All this depends on the quality of labor personnel department in the organization. The aim of my work is based on theoretical knowledge and scientific literature, evaluate and analyze the activities of recruitment and selection of employees in Accenture, evaluate procedures of recruitment and selection of employess ...

77 FR 74515 - Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Charter Renewal

Science.gov (United States)

2012-12-14

... DEPARTMENT OF LABOR Employee Benefits Security Administration Advisory Council on Employee Welfare... charter for the Advisory Council on Employee Welfare and Pension Benefit Plans is renewed. The Advisory Council on Employee Welfare and Pension Benefit Plans shall advise the Secretary of Labor on technical...

75 FR 80072 - Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Charter Renewal

Science.gov (United States)

2010-12-21

... DEPARTMENT OF LABOR Employee Benefits Security Administration Advisory Council on Employee Welfare... charter for the Advisory Council on Employee Welfare and Pension Benefit Plans is renewed. The Advisory Council on Employee Welfare and Pension Benefit Plans shall advise the Secretary of Labor on technical...

State of the art in marketing hospital foodservice departments.

Science.gov (United States)

Pickens, C W; Shanklin, C W

1985-11-01

The purposes of this study were to identify the state of the art relative to the utilization of marketing techniques within hospital foodservice departments throughout the United States and to determine whether any relationships existed between the degree of utilization of marketing techniques and selected demographic characteristics of the foodservice administrators and/or operations. A validated questionnaire was mailed to 600 randomly selected hospital foodservice administrators requesting information related to marketing in their facilities. Forty-five percent of the questionnaires were returned and analyzed for frequency of response and significant relationship between variables. Chi-square was used for nominal data and Spearman rho for ranked data. Approximately 73% of the foodservice administrators stated that marketing was extremely important in the success of a hospital foodservice department. Respondents (79%) further indicated that marketing had become more important in their departments in the past 2 years. Departmental records, professional journals, foodservice suppliers, observation, and surveys were the sources most often used to obtain marketing data, a responsibility generally assumed by the foodservice director (86.2%). Merchandising, public relations, and word-of-mouth reputation were regarded as the most important aspects of marketing. Increased sales, participation, good will, departmental recognition, and employee satisfaction were used most frequently to evaluate the success of implemented marketing techniques. Marketing audits as a means of evaluating the success of marketing were used to a limited extent by the respondents.

5 CFR 8301.103 - Additional rules for employees of the Farm Service Agency.

Science.gov (United States)

2010-01-01

... SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF AGRICULTURE § 8301.103 Additional... estate purchases. (1) No FSA employee, or spouse or minor child of an FSA employee, may directly or indirectly purchase real estate held in the FSA inventory, for sale under forfeiture to FSA, or from an FSA...

Face Recognition by Metropolitan Police Super-Recognisers.

Science.gov (United States)

Robertson, David J; Noyes, Eilidh; Dowsett, Andrew J; Jenkins, Rob; Burton, A Mike

2016-01-01

Face recognition is used to prove identity across a wide variety of settings. Despite this, research consistently shows that people are typically rather poor at matching faces to photos. Some professional groups, such as police and passport officers, have been shown to perform just as poorly as the general public on standard tests of face recognition. However, face recognition skills are subject to wide individual variation, with some people showing exceptional ability-a group that has come to be known as 'super-recognisers'. The Metropolitan Police Force (London) recruits 'super-recognisers' from within its ranks, for deployment on various identification tasks. Here we test four working super-recognisers from within this police force, and ask whether they are really able to perform at levels above control groups. We consistently find that the police 'super-recognisers' perform at well above normal levels on tests of unfamiliar and familiar face matching, with degraded as well as high quality images. Recruiting employees with high levels of skill in these areas, and allocating them to relevant tasks, is an efficient way to overcome some of the known difficulties associated with unfamiliar face recognition.

Prevention of Employees Fluctuation in IT

Directory of Open Access Journals (Sweden)

Libor Mesicek

2017-10-01

Full Text Available The aim of this paper is to present results of implementation fluctuation preventing counter-measures among other positions in IT department. In 2017 there is still one of the lowest unemployment rates in the history of the Czech Republic (especially in IT and companies are trying to preserve and prevent their key employees from moving to another employer. One of the tools, which could help reduce this risk, is providing additional education, certification and qualification with laying great emphasis on most valuable and essential personnel. The paper present updated results after 6 months since the company started with selection of high risks employees. It has been found that group of employees with high risk of leaving the company has shrunk and overall fluctuation index has also plunged.

Participatory methods for initiating manufacturing employees' involvement in product innovation

DEFF Research Database (Denmark)

Jensen, Anna Rose Vagn; Jensen, Christian Schou; Broberg, Ole

2016-01-01

approach that we apply to two case companies, this paper presents an empirical study of how to initiate involvement of manufacturing employees in R&D activities. We have used participatory methods from design thinking that has the ability to create relations between employees from different backgrounds......Employee-driven innovation has the potential to improve product innovation by involving employees as innovative resources. However, it can be a challenge to turn the potential into a reality of collaboration practices across organizational structures and culture. Through an interactive research...... and through a series of facilitated workshops we have investigated how these methods can initiate employee involvement. We see that participatory methods can improve understanding and relation between R&D and manufacturing departments, and thereby support a creative collaboration and emergence of employee...

Retention of key employees in the oil field service sector

International Nuclear Information System (INIS)

Lee, S.

1999-01-01

Before 1994, Core Laboratories Canada Ltd. adopted local country benefit plans as stipulated by the government of the day. This approach meant that the company had many different benefit plans in place or in some situations no benefit plans at all, if the law of the land allowed such an approach. The company at this time viewed the lack of or minimal benefit plans as a cost saving venture. The parent company did not take onto account the effect on morale, employee retention and loyalty that these limited plans provided. A change in ownership in 1994 presented the opportunity for Core to re-assess its benefits package and introduce an incentive plan for its worldwide employees. The introduction of a pension with profits plan proved to be satisfying to employees, and the manager's incentive plan enabled the company to retain, with the exception of people who retired from the business, its entire management staff over a four year period. The stock option plan led to the retention of essential employees and reduced the turnover in this area. Discretionary bonuses succeeded in promoting recognition amongst employees as well as providing monetary reward, and the combination of benefits, incentive and stock option plans enabled the company to retain the vast majority of key employees and to entice selected individuals to the company from other organizations. 3 refs

The role of employee participation in generating and commercializing innovations in China

DEFF Research Database (Denmark)

Kesting, Peter; Qin, Zhihua; Song, Jiwen Lynda

2013-01-01

In this paper we are investigating the effect of different forms of employee participation on innovation generation and commercialization in China. To date, the concept of employee-driven innovation (EDI) finds very little recognition in China, in research as well as in management practice....... It seems to fundamentally contradict traditional values in Chinese culture. On the other hand, work realities change rapidly in China. Research suggests that EDI might be particularly relevant for innovations in skilled labour contexts. Based on a survey of 620 medium-sized and large companies in China we...... underpin that EDI is also relevant for China....

Occupational exposure at the Department of Nuclear Medicine as a work environment: A 19-year follow-up

OpenAIRE

Piwowarska-Bilska, Hanna; Birkenfeld, Bożena; Gwardyś, Aleksandra; Supińska, Aleksandra; Listewnik, Maria H.; Elbl, Bogumiła; Cichoń-Bańkowska, Katarzyna

2011-01-01

Summary Background: This study assessed the radiation safety at Nuclear Medicine Department being a work environment. Ionizing radiation exposure of the employees in the last 19 years and the effects of legislative changes in radiological protection were analyzed. Material/Methods: All employees of the investigated department were regularly and individually monitored using chest badges equipped with Kodak film type 2. Overall, 629 annual doses of the employees of nuclear medicine department, ...

Motivation of employees and employee benefits

OpenAIRE

Haninger, David

2011-01-01

This bachelor's thesis examines the subject of employee motivation and employee benefits. The basic terms and theories needed to comprehend the subject are explained in the theoretical part of the work. The theoretical part of the work also focuses on employee benefits, mainly the goal of employee benefits and listing of currently available employee benefits. In the practical part of the work is an analysis and comparison of employee benefits used in two companies that are representing privat...

Extrinsic and Intrinsic Factors Influencing Employee Motivation: Lessons from AMREF Health Africa in Kenya

Directory of Open Access Journals (Sweden)

Stephen Morangi Nyambegera

2016-10-01

Full Text Available The purpose of the study was to determine the factors that influence employee motivation in Kenyan Organizations. The study was guided by the following research questions: (i what are the extrinsic factors that influence employee motivation in AMREF Health Africa in Kenya? (ii what intrinsic factors influence employee motivation in AMREF Health Africa in Kenya? A descriptive research design was adopted. Stratified random sampling technique was used to draw a sample size of 96 respondents. The data collection instrument was a structured questionnaire developed by the researchers.  A set of descriptive and correlation statistics were adopted for analysis. The study identified several intrinsic factors that influence employee motivation. These included employee achievements, recognition, work itself, responsibility and advancement, salary structure, the level to which the employees feel appreciated, and the employee perception of their jobs among other factors. The study further, established that the intrinsic factors that influence employee motivation include empowerment and autonomy, employees’ view of their work, organization trust, skill variety requirements among others. The study recommends that the organization should acknowledge and make use of a proper mix of extrinsic and intrinsic factors in their human resource management practices to ensure that employees are well motivated to perform their tasks.

Publication of administrative circular No. 26 (Rev. 8) – Recognition of merit

CERN Multimedia

HR Department

2008-01-01

Administrative Circular No. 26 (Rev. 8) – Recognition of merit Administrative Circular No. 26 (Rev. 8) – "Recognition of merit", approved by the Standing Concertation Committee at its meeting on 3 September 2008, is now available on the intranet site of the Human Resources Department. It cancels and replaces Administrative Circular No. 26 (Rev. 7) – "Recognition of merit of staff members" of May 2007. Paper copies will shortly be available in Departmental secretariats. Human Resources Department Tel. 78003

Publication of administrative circular No. 26 (Rev. 8) – Recognition of merit

CERN Multimedia

HR Department

2008-01-01

Administrative Circular No. 26 (Rev. 8) – Recognition of merit Administrative Circular No. 26 (Rev. 8) – "Recognition of merit", approved by the Standing Concertation Committee meeting on 3 September 2008, is now available on the intranet site of the Human Resources Department. It cancels and replaces Administrative Circular No. 26 (Rev. 7) – "Recognition of merit of staff members" of May 2007. Paper copies will shortly be available in Departmental secretariats. Human Resources Department Tel. 78003

Pooled analysis of cancer mortality cases among the employees in five units of the Department of Atomic Energy in India

International Nuclear Information System (INIS)

Nambi, K.S.V.; Mayya, Y.S.

1997-01-01

Available data on cancer mortality in the combined employee populations of five units of the Dept. of Atomic Energy, namely those in Mumbai, Tarapur, Kalpakkam, Hyderabad and Alwaye, with study periods ranging between 13 and 21 years, have been analysed. Data are available only on those still serving, i.e., subjects in the age group 20-59 yrs., and not on the retired employees and this is the major constraint in the study. A total of 81 cancer deaths have been recorded in the combined database of 316619 person-years (PY) of which 28 (34.6% of the total) deaths belonged to the monitored radiation worker category having a database of 112363 PY(35.5% of the total). Background age-specific cancer death rates of the urban Indian population have been constructed by averaging the only available age-specific cancer mortality data published by the Bombay Cancer Registry for Mumbai, Nagpur and Pune cities. Using this as a tentative national urban baseline, the estimated standardised mortality ratio (SMR) for combined DAE employees works out to be 111 with 95% CI:80-138. The SMR for the radiation workers alone is 108(95% CI:72-156) as compared to the SMR of 113 (95% CI:84-149) for the non-radiation workers. The relative risk of radiation workers as opposed to non radiation workers is 0.96(95% CI:0.64 - 1.39); analysis on individual types of cancer also leads to similar results. It is seen clearly that the radiation workers are not at any extra risk of cancer as compared to non-radiation workers. Nor does a comparison with the restricted national base-line data available for cities like Mumbai, Pune and Nagpur indicate any statistically significant risk of cancer in Department of Atomic Energy (DAE) populations. (author)

Administrative Circular No. 26 (Rev. 9) – Recognition of Merit

CERN Multimedia

2012-01-01

Administrative Circular No. 26 (Rev. 9) entitled "Recognition of Merit”, approved by the Director-General following discussion in the Standing Concertation Committee meeting on 27 September 2011 is available on the intranet site of the Human Resources Department: https://cern.ch/hr-docs/admincirc/admincirc.asp The circular was above all revised in order to integrate the new CERN Competency Model into the annual procedure of performance appraisal. It cancels and replaces Administrative Circular No. 26 (Rev. 8) entitled "Recognition of merit” of September 2008. Department Head Office HR Department

Generational motivation and preference for reward and recognition

Directory of Open Access Journals (Sweden)

Nico Martins

2015-08-01

Full Text Available Generation sub-groups have been and continue to be stereotyped as requiring different approaches in the workplace and elsewhere with regard to what keeps them motivated and satisfied. Two measuring instruments were distributed electronically to all staff of a South African Facilities Management firm. The one-way ANOVA was conducted with post-hoc tests to establish which factors display statistically significant differences between generations. The findings demonstrated that certain generation sub-groups have preferences for different types of reward, reward categories, and have different perceptions about what types of reward attracts, motivates and retains employees. The main recommendation is that the company needs to adopt a flexible approach to reward and recognition that allows employees to tailor their reward structure to their own needs

29 CFR 215.4 - Employees not represented by a labor organization.

Science.gov (United States)

2010-07-01

... 29 Labor 2 2010-07-01 2010-07-01 false Employees not represented by a labor organization. 215.4 Section 215.4 Labor Regulations Relating to Labor OFFICE OF LABOR-MANAGEMENT STANDARDS, DEPARTMENT OF LABOR GUIDELINES, SECTION 5333(b), FEDERAL TRANSIT LAW § 215.4 Employees not represented by a labor...

Hanford general employee training - A million dollar cost beneficial program

International Nuclear Information System (INIS)

Gardner, P.R.

1991-02-01

In January 1990, Westinghouse Hanford Company implemented an interactive videodisc training program entitled Hanford General Employee Training. Covering all Institute of Nuclear Power Operations general employee training objectives, training mandated by US Department of Energy orders, and training prescribed by internal Westinghouse Hanford Company policies, Hanford General Employee Training presents and manages engaging training programs individually tailored to each of the 9,000 employees. Development costs for a sophisticated program such as Hanford General Employee Training were high compared to similar costs for developing ''equivalent'' traditional training. Hardware ($500,000) and labor costs ($400,000) totaled $900,000. Annual maintenance costs, equipment plus labor, are totalling about $200,000. On the benefit side, by consolidating some 17 previous Westinghouse Hanford Company courses and more effectively managing the instructional process, Hanford General Employee Training reduced the average student training time from over 11 hours to just under 4 hours. For 9,000 employees, the computed net annual savings exceeds $1.3 million. 2 refs

7 CFR 1900.3 - State, district, and county office employees.

Science.gov (United States)

2010-01-01

... 7 Agriculture 12 2010-01-01 2010-01-01 false State, district, and county office employees. 1900.3 Section 1900.3 Agriculture Regulations of the Department of Agriculture (Continued) RURAL HOUSING SERVICE, RURAL BUSINESS-COOPERATIVE SERVICE, RURAL UTILITIES SERVICE, AND FARM SERVICE AGENCY, DEPARTMENT OF...

Internal Employability as a Strategy for Key Employee Retention

Directory of Open Access Journals (Sweden)

Ángela Sánchez-Manjavacas

2014-05-01

Full Text Available Economies the world over and particularly those in southern Europe, are suffering the crippling effects of the extremely complex economic and financial crisis. This study looks at the impact of certain human resource policies geared towards increasing internal employability as a means of retaining valued employees and promoting job flexibility within the firm, as well as increasing positive attitudes towards organizational citizenship. Satisfaction and commitment are proposed as intermediating variables of the relationship between perceived internal employability and ITQ/OCB. The proposed research model is contrasted using structural equation modeling (LISREL. The results obtained from the empirical study indicate that employability should be considered an essential factor in achieving the desired commitment, loyalty, adaptability and productivity from employees by strengthening the psychological contract between firm and worker through professional recognition.

Assessment of compliance of Employees and Management to Occupational Health & Safety Act in the Department of Public Safety in the North West Province / Neo Patricia Seleka

OpenAIRE

2011-01-01

The study was designed to determine the worker assessment of compliance to OHS act in the department of Public safety. One hundred and two (102) employees were selected randomly using table of random numbers from different directorates such as Human resources, Finance, Road safety, Crime prevention and Traffic management. Data were collected using a structured questionnaire which was made of personal characteristics and sections on level of compliance with OHS act, workers' ...

INVESTIGATION OF THE RISK FACTORS FOR CORONARY ARTERY DISEASES IN EMPLOYEES AND THEIR SPOUSES OF THE ELAZIG SECURITY DEPARTMENT WHO ADMITTED TO MEDICAL DEPARTMENT OF THIS HEADQUARTER

Directory of Open Access Journals (Sweden)

Suleyman Erhan DEVECI

2006-08-01

Full Text Available This study was carried out with the aim of identifying risk factors coronary artery disease (CAD in the employees of Elazig Security Department. Questionnaires were applied to members and/or spouses (313 individuals of Elazig Security Department admitting to the Health Office for any reason in November-December 2003. Measurements for fasting blood sugar, serum cholesterol levels and blood pressure values were carried out. Of the individuals participating in this study, 1.9% reported having diabetes, 2.9% heart disease and 5.4% hypertension. Mean blood pressure measurements were; systolic 114.1±15.9 and diastolic 74.6±10.3 mmHg, mean fasting blood glucose values were reported as 90.9±16.6 mg/dl. 8.9% had high systolic and 7.7% had high diastolic blood pressure measurements, 16.0% had elevated total cholesterol and 3.5% had elevated fasting blood sugar levels. 36.7% reported to be current smokers, 20.8% reported having regular physical activity. 65.5% reported skipping meals and 47.3% reported eating snacks between the meals. In the group that was analyzed, the rates of smoking, sedentary life style and irregular eating habits that are considered as risk factors for CAD were high. [TAF Prev Med Bull 2006; 5(4.000: 235-243

Does employee resistance during a robbery increase the risk of customer injury?

Science.gov (United States)

Yau, Rebecca K; Casteel, Carri; Nocera, Maryalice; Bishop, Stephanie F; Peek-Asa, Corinne

2015-04-01

Retail business robberies can lead to employee and customer injury. Previous work demonstrates that employee resistance increases employee injury risk; limited research has investigated customer injuries. This study examines associations between employee resistance against perpetrators and the risk of customer injury. Retail and service robbery reports were obtained from a metropolitan police department. Generalized estimating equations estimated risk ratios and 95% confidence intervals (CIs). Customers were injured in 75 out of 697 robberies. Employees resisted the perpetrator in 32 out of 697 robberies. Customers had higher injury risk when employees resisted the perpetrator, compared with robberies where employees did not resist (adjusted risk ratio [95% CI], 2.6 [1.5 to 4.5]). Employee resistance against a perpetrator during a robbery increased customer injury risk. Businesses can train employees to not resist during a robbery, providing benefits for both customers and the business itself.

Performance appraisal and merit recognition exercise 2007

CERN Multimedia

HR Department

2006-01-01

The 2007 performance appraisal and merit recognition exercise will start in the usual way with annual interviews between staff and their supervisors. This year, these interviews should be held in the period from 8 January 2007 to 16 April 2007. Interconnection with the 5-yearly review, a number of modifications to the procedures relating to the performance appraisal and merit recognition are currently under study. Administrative Circular No. 26 (Procedures governing the Career Development of Staff Members) and the electronic MAPS form in EDH are being reviewed and will be available from January onwards. HR Department will shortly provide further information on this subject. Human Resources Department Tel. 73566

5 CFR 3101.111 - Additional rules for United States Secret Service employees. [Reserved

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Additional rules for United States Secret Service employees. [Reserved] 3101.111 Section 3101.111 Administrative Personnel DEPARTMENT OF THE....111 Additional rules for United States Secret Service employees. [Reserved] ...

Hospital employee assault rates before and after enactment of the california hospital safety and security act.

Science.gov (United States)

Casteel, Carri; Peek-Asa, Corinne; Nocera, Maryalice; Smith, Jamie B; Blando, James; Goldmacher, Suzi; O'Hagan, Emily; Valiante, David; Harrison, Robert

2009-02-01

This study examines changes in violent event rates to hospital employees before and after enactment of the California Hospital Safety and Security Act in 1995. We compared pre- and post-initiative employee assault rates in California (n = 116) emergency departments and psychiatric units with those in New Jersey (n = 50), where statewide workplace violence initiatives do not exist. Poisson regression with generalized estimating equations was used to compare assault rates between a 3-year pre-enactment period (1993-1995) and a 6-year post-enactment period (1996-2001) using New Jersey hospitals as a temporal control. Assault rates among emergency department employees decreased 48% in California post-enactment, compared with emergency department employee assault rates in New Jersey (rate ratio [RR] = 0.52, 95% confidence interval [CI]: 0.31, 0.90). Emergency department employee assault rates decreased in smaller facilities (RR = 0.46, 95% CI: 0.21, 0.96) and for-profit-controlled hospitals (RR = 0.39, 95% CI: 0.19, 0.79) post-enactment. Among psychiatric units, for-profit-controlled hospitals (RR = 0.41, 95% CI: 0.19, 0.85) and hospitals located in smaller communities (RR = 0.44, 95% CI: 0.21, 0.92) experienced decreased assault rates post-enactment. Policy may be an effective method to increase safety to health care workers.

Administrative Circular No. 26 (Rev.10) - Recognition of merit

CERN Multimedia

2014-01-01

Administrative Circular No. 26 (Rev. 10) entitled “Recognition of Merit”, approved by the Director-General following discussion at the Standing Concertation Committee meeting of 5 December 2013 and entering into force on 1 January 2014, is available on the intranet site of the Human Resources Department (see here).   This circular is applicable to staff members. It cancels and replaces Administrative Circular No. 26 (Rev. 9) entitled “Recognition of Merit” of December 2011. The circular was revised in order to take into account the work performed in the framework of an elective mandate during the exercise of merit recognition of staff members. In addition, the circular was revised to provide that, in the case of staff members on special leave for professional reasons for a period equal to or longer than half a year, it will no longer be possible to grant an exceptional advancement. Department Head Office HR Department

Worker, workplace, and community/environmental risk factors for workplace violence in emergency departments.

Science.gov (United States)

Gillespie, Gordon Lee; Pekar, Bunnany; Byczkowski, Terri L; Fisher, Bonnie S

2017-03-04

Workplace violence committed by patients and visitors has high propensity to occur against emergency department employees. This article reports the association of worker, workplace, and community/environmental factors with violence risks. A cross-sectional research design was used with 280 employees from six emergency departments in the Midwest United States. Respondents completed the Survey of Violence Experienced by Staff and a 10-item demographic questionnaire. Data were analyzed using frequencies, percentages, Chi-square tests, and adjusted relative risks with 95% confidence intervals. Over 80% of respondents experienced at least one type of workplace violence with their current employer and approximately 40% experienced all three types. Risks for workplace violence were significantly higher for registered nurses and hospital-based emergency departments. Workplace violence can impact all employees in the emergency department regardless of worker, workplace, and community/environmental factors.

Alaska Public Offices Commission, Department of Administration, State of

Science.gov (United States)

Visiting Alaska State Employees State of Alaska Department of Administration Alaska Public Offices Commission Alaska Department of Administration, Alaska Public Offices Commission APOC Home Commission Filer ; AO's Contact Us Administration > Alaska Public Offices Commission Alaska Public Offices Commission

29 CFR 2509.94-3 - Interpretive bulletin relating to in-kind contributions to employee benefit plans.

Science.gov (United States)

2010-07-01

... employee benefit plans. 2509.94-3 Section 2509.94-3 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR GENERAL INTERPRETIVE BULLETINS RELATING TO...-kind contributions to employee benefit plans. (a) General. This bulletin sets forth the views of the...

Employee Satisfaction and Performance : A Case Study of Sales Department in a Malaysian Spice Marketing Organization

OpenAIRE

Ilaventhan, Vijaya

2014-01-01

Job Satisfaction plays a vital role in ensuring overall employee satisfaction and work performance. There are many factors contributing towards these and it can be divided into tangible and intangible factors. Organizations should strategically deploy these factors in order to enhance organizational and employee performance. This project examines the current level of job satisfaction among sales staffs in a Malaysian Spice Marketing Company. The job satisfaction factors include rewards (pay),...

Fuels Preparation Department monthly report, May 1958

Energy Technology Data Exchange (ETDEWEB)

1958-06-17

This report describes the operation of the fuels preparation department for the month of May, 1958. Manufacturing employee relations, process development, plant improvements, and financial operations are discussed.

How leadership attributes influence employee loyalty in the aerospace industry: An exploratory qualitative inquiry

Science.gov (United States)

Harrison, Marriel

The influence leaders have on employee loyalty in the aerospace industry was examined through exploratory, qualitative inquiry. In-depth, semi-structured interviews were conducted to ascertain the influence of six leadership attributes on loyalty. These specific leadership attributes were addressed based on key themes from the scholarly leadership research and included communication, trust, accountability, understanding, compassion, and recognition. Data were analyzed to identify common themes and patterns among the 21 study participants. Based on the study findings, the majority of participants expressed that they want leaders to communicate--and to do so often and concisely. Participants also voiced that communication was a central component in resolving many of the problems associated with loyalty, such as clarity of direction or sense of inclusion in the organization. The central themes derived from the research include the following: (a) employee loyalty no longer exists when organizational leadership fails to challenge or empower employees or create an opportunity for growth, (b) effective leaders inspire employees by sharing the vision of an organization and including employees in the decision-making process, and (c) organizational culture, values, and effective leadership play an integral role in employee loyalty and long-term commitment to the organization.

The technology of benefits outsourcing: helping employees help themselves.

Science.gov (United States)

Graham, M E; Meuse, D

1997-01-01

The exponential growth of health plan offerings and increased use of defined contribution retirement plans has caused a fundamental shift in the way that benefits management is done. Specifically, the authors point out that we are moving into an era of "self-service" in employee benefits, with employees often taking the role of management of their own benefits through use of technology. Outsourcing benefits management through the use of technology has meant the role of HR departments has shifted from personnel administrators to strategic business partners. By outsourcing administrative functions and maximizing the power of new interactive technology, human resource departments are able to focus on the strategic needs of the company to adapt to the challenges of the future.

19 CFR 12.24 - Regulations of the Department of Agriculture.

Science.gov (United States)

2010-04-01

... 19 Customs Duties 1 2010-04-01 2010-04-01 false Regulations of the Department of Agriculture. 12... Feeding Materials § 12.24 Regulations of the Department of Agriculture. (a) The importation into the... and quarantine regulations of the Department of Agriculture, Customs officers and employees are...

Working conditions and psychosocial risk factors of employees in French electricity and gas company customer support departments.

Science.gov (United States)

Chevalier, Anne; Dessery, Michel; Boursier, Marie-Françoise; Grizon, Marie Catherine; Jayet, Christian; Reymond, Catherine; Thiebot, Michelle; Zeme-Ramirez, Monique; Calvez, Thierry

2011-01-01

Little is known about the real impact of working conditions on the health of call center employees. The aim of this article is to describe the working conditions of French electricity and gas company customer service teams, especially those spending more than 75% of their working time handling calls in order to determine their subjective experience of their work and identify situations at risk of psychosocial constraints. A cross-sectional study using a self-completion questionnaire was conducted on a representative sample of 2,000 employees working in customer service centers. The questions focused on the variety of tasks performed, the organization of working time, the physical environment of the workstation, violent situations and psychosocial factors (Job Content Questionnaire). Multivariate statistical analyses were performed to identify factors associated with the wish to leave the sector and with a high level of psychosocial constraints. Women made up 66% of the sample. Despite a high educational level, the average socio-professional level of the employees was relatively low. Although the vast majority of employees had chosen this career (74%), just over half would like to leave. The main factors associated with iso-strain were inadequate breaks (odds ratio (OR) = 2.0), low perceived quality of work (OR = 2.4), high proportion of working time spent handling calls (≥75% of working time: OR = 5.9, between 50 and Employees who spend more than 75% of their working time on the phone cumulate every factor linked with a high level of constraints, but all employees of the EDF and Gaz de France customer service centers are concerned. These workers share many characteristics with other call centers: predominantly female workforce; high educational level; wish to leave this sector despite the initial choice; high level of psychosocial risk factors.

29 CFR 2509.75-3 - Interpretive bulletin relating to investments by employee benefit plans in securities of...

Science.gov (United States)

2010-07-01

... Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR... Interpretive bulletin relating to investments by employee benefit plans in securities of registered investment.... That section provides that an investment by an employee benefit plan in securities issued by an...

29 CFR 2520.104-26 - Limited exemption for certain unfunded dues financed welfare plans maintained by employee...

Science.gov (United States)

2010-07-01

... welfare plans maintained by employee organizations. 2520.104-26 Section 2520.104-26 Labor Regulations Relating to Labor (Continued) EMPLOYEE BENEFITS SECURITY ADMINISTRATION, DEPARTMENT OF LABOR REPORTING AND... exemption for certain unfunded dues financed welfare plans maintained by employee organizations. (a) Scope...

Role of the employee assistance program in helping the troubled worker.

Science.gov (United States)

Fitzgerald, S T; Hammond, S C; Harder, K A

1989-01-01

The worksite has been identified as the most logical setting for providing primary preventive health care efforts that will reduce health care costs. Hazeldon Research Services in their review entitled, "The Cost-Impact of Employee Assistance and Chemical Dependency Treatment Programs," concluded that a significant savings for organizations has been demonstrated by EAP treatment programs. This group also concluded that work remains for service providers, the community, industry, and government to identify the balance between reasonable costs and quality of care. Roman has found that EAPs are becoming more acceptable to management as a means of addressing a broad range of employee problems. In addition, Roman has found that there is recognition by management that many employees have problems that affect job performance. Such problems may include substance abuse, relationship difficulties, absenteeism, and burnout. EAP services have evolved from occupational alcoholism programs to include a broad array of services, and they can be scaled to fit the size and needs of a particular company. Even if only limited services are offered, the EAP must adhere to high standards. Competent employee evaluation and appropriate referrals are necessary in EAPs with even the smallest of scopes.

34 CFR 75.516 - Compensation of consultants-employees of institutions of higher education.

Science.gov (United States)

2010-07-01

... 34 Education 1 2010-07-01 2010-07-01 false Compensation of consultants-employees of institutions of higher education. 75.516 Section 75.516 Education Office of the Secretary, Department of Education... consultants—employees of institutions of higher education. If an institution of higher education receives a...

Gender Discrimination in Workforce and its Impact on the Employees

OpenAIRE

Zahid Ali Channar (Corresponding Author); Zareen Abbassi; Imran Anwar Ujan

2011-01-01

This research paper explores the issue of gender discrimination in workforce and its impact on the satisfaction and motivation, commitment and enthusiasm and stress level of employees. Close ended questionnaire was administered from 526 males and females oflower, middle and higher category employees of public and private health and education departments of Hyderabad and Jamshoro districts. Gender discrimination in workforce was measured through independent samples-t test. The analysis shows t...

Employee retention: an issue of survival in healthcare.

Science.gov (United States)

Collins, Sandra K; Collins, Kevin S

2004-01-01

Successful healthcare organizations emphasize attracting human resource assets and aggressively seek to resolve and prevent high employee turnover. Understanding the key components surrounding the importance of measuring employee turnover, learning how it affects patient care, and realizing what is needed to retain quality employees is central to the resolution. Measuring employee turnover in a healthcare department is fundamental to the success of the organization and the quality of care it delivers. Some studies indicate the cost of turnover can average 150% of the employee's annual salary. Furthermore, when employees leave, their duties are shifted to the remaining personnel who feel obligated to shoulder the additional burden. The most important impact of employee turnover may be the effect on patient care. Generally, all patients prefer to be cared for by the same members of a healthcare team each time they require treatment. This involves building relationships between the patients and their respective healthcare organizations. These relationships are important to the success of the facility, especially in cases where the same treatment/care can be received elsewhere. Creating an organizational environment that is dedicated to the retention of talented personnel is the first step in reducing employee turnover. Determining why employees are leaving an organization is an important part of developing an effective strategy. One way this information can be obtained is by conducting detailed exit interviews. Organizations should focus on the following issues in order to maintain their qualified workforce in the long term: communication; decision making; compensation, benefits, and career development; recruitment; appreciation and understanding; and management.

29 CFR 471.2 - What employee notice clause must be included in Government contracts?

Science.gov (United States)

2010-07-01

..., DEPARTMENT OF LABOR NOTIFICATION OF EMPLOYEE RIGHTS UNDER FEDERAL LABOR LAWS OBLIGATIONS OF FEDERAL CONTRACTORS AND SUBCONTRACTORS; NOTIFICATION OF EMPLOYEE RIGHTS UNDER FEDERAL LABOR LAWS Definitions..., clarification of existing law by the courts or the National Labor Relations Board, or other circumstances make...

Development of a System for Automatic Recognition of Speech

Directory of Open Access Journals (Sweden)

Roman Jarina

2003-01-01

Full Text Available The article gives a review of a research on processing and automatic recognition of speech signals (ARR at the Department of Telecommunications of the Faculty of Electrical Engineering, University of iilina. On-going research is oriented to speech parametrization using 2-dimensional cepstral analysis, and to an application of HMMs and neural networks for speech recognition in Slovak language. The article summarizes achieved results and outlines future orientation of our research in automatic speech recognition.

9 CFR 151.10 - Recognition of additional breeds and books of record.

Science.gov (United States)

2010-01-01

... books of record. 151.10 Section 151.10 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL BREEDS RECOGNITION OF BREEDS AND BOOKS OF RECORD OF PUREBRED ANIMALS Recognition of Breeds and Books of Record § 151.10 Recognition of additional breeds and books of...

Chemical Processing Department monthly report, June 1958

Energy Technology Data Exchange (ETDEWEB)

1958-07-22

This report for June 1958, from the Chemical Processing Department at HAPO, discusses the following: Production operation; Purex and Redox operation; Finished products operation; maintenance; Financial operations; facilities engineering; research; and employee relations.

Chemical Processing Department monthly report, March 1961

Energy Technology Data Exchange (ETDEWEB)

1961-04-21

This report for March 1961, from the Chemical Processing Department at HAPO, discusses the following: Production operation; Purex and Redox operation; Finished products operation; maintenance: Financial operations; facilities engineering; research; and employee relations.

Employee Care

OpenAIRE

Zavadilová, Eva

2014-01-01

The theme of the bachelor's thesis is the issue of employee care and related provision of employee benefits. The main objective is to analyze the effective legislation and characterize the basic areas of employee care. First of all, the thesis focuses on the matter of employee care and related legislation analyzing the working conditions, professional growth of the employees, catering of employees and special conditions for some employees. Furthermore, the special attention is paid to the vol...

Employee Benefit Status from E-Employee Service

Science.gov (United States)

Gündüz, Semseddin; Çoklar, Ahmet Naci

2017-01-01

The internet is the one of the most important global network and information source in information age. The internet has changed employee's life enormously. The purpose of this study is to clarify the benefitting situations of employees from e-employee services. For this purpose, a 20-item data collection tool, based on the e-employee services put…

38 CFR 2.2 - Delegation of authority to employees to issue subpoenas, etc.

Science.gov (United States)

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Delegation of authority to employees to issue subpoenas, etc. 2.2 Section 2.2 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS DELEGATIONS OF AUTHORITY § 2.2 Delegation of authority to employees to issue...

Analysis of factors affecting employee satisfaction: A case study from Pakistan.

Science.gov (United States)

Rukh, Lala; Choudhary, Muhammad Abbas; Abbasi, Saddam Akber

2015-01-01

Employee job satisfaction has been a research focal point throughout the world. It is a key factor when measuring the performance of an organization and individuals. A leading engineering goods manufacturing enterprise in Pakistan, has been used in this case study. In Pakistan, very limited research has been done with respect to factors affecting job satisfaction. Some research has been done in medical institutions, banks, universities and the information technology sector but large public sector organizations in Pakistan have not been studied. A theoretical foundation for researching factors affecting job satisfaction in large organizations is outlined. The objective of this research is to analyze various demographic, financial and non-financial factors affecting the satisfaction level of employees and to study the effects across different employee groups. This study is based on quantitative data analysis. The employees of the organization under study have been divided into 10 homogeneous groups based on their departments. Information on job related factors (affecting the satisfaction level) have been collected from subsamples of each group using a self-administered questionnaire. An overall sample of 250 (out of total 1100) employees has been selected. Before conducting the survey, reliability of the questionnaire was measured using Cronbach's alpha. The normality of data was also examined using the Kolmogorov Smirnov test. Hypotheses devised to address the research questions were tested by using non-parametric Spearman correlation and Kruskal-Wallis tests. The response rate was 73.2%. Research findings indicated the significant factors that affect the satisfaction level of employees. Median group differences existed between responses based on age, work experience, salary and designation (i.e. job position/rank) of employees. Job satisfaction was also positively and significantly associated with job related factors such as pay, promotion, relation with employees

5 CFR 5501.110 - Prohibited financial interests applicable to senior employees of the National Institutes of Health.

Science.gov (United States)

2010-01-01

... responsibility who is designated as a senior employee by the designated agency ethics official or the NIH... Personnel DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF...) Definitions. For purposes of this section: (1) Senior employee means the Director and the Deputy Director of...

When customers exhibit verbal aggression, employees pay cognitive costs.

Science.gov (United States)

Rafaeli, Anat; Erez, Amir; Ravid, Shy; Derfler-Rozin, Rellie; Treister, Dorit Efrat; Scheyer, Ravit

2012-09-01

In 4 experimental studies, we show that customer verbal aggression impaired the cognitive performance of the targets of this aggression. In Study 1, customers' verbal aggression reduced recall of customers' requests. Study 2 extended these findings by showing that customer verbal aggression impaired recognition memory and working memory among employees of a cellular communication provider. In Study 3, the ability to take another's perspective attenuated the negative effects of customer verbal aggression on participants' cognitive performance. Study 4 linked customer verbal aggression to quality of task performance, showing a particularly negative influence of aggressive requests delivered by high-status customers. Together, these studies suggest that the effects of even minor aggression from customers can strongly affect the immediate cognitive performance of customer service employees and reduce their task performance. The implications for research on aggression and for the practice of customer service are discussed.

Remuneration and Employee Benefits in Organizations in the Czech Republic

Directory of Open Access Journals (Sweden)

Hana Urbancová

2017-02-01

Full Text Available In today’s highly competitive environment, the goal of organizations is to recruit, retain and sufficiently stimulate employees to give high quality performance, which may actually be achieved by a well‑developed system of remuneration and a wide range of suitably selected employee benefits. The article aims to identify and evaluate important factors influencing the area of employee remuneration and benefits offered in organizations in the Czech Republic. The research was carried out through a questionnaire survey that involved selected organizations in the Czech Republic (n = 402. The obtained primary data were processed using descriptive and multidimensional statistics. The factors examined in relation to the employee remuneration and benefits include: industries and sectors of organizations; markets in which they operate; the size of organizations by the headcount; the existence or absence of the Human Resource Department. The results confirm that the organizations that want to maintain a good position in the labour market pay attention to their personnel marketing, which is also helped by the right (suitable system of employee remuneration and fringe benefits thanks to which they retain their employees and can increase employee satisfaction and loyalty. Employee benefits are exactly what may distinguish the organizations from their competitors in the labour market.

Radiation exposures for DOE and DOE contractor employees, 1989

International Nuclear Information System (INIS)

Smith, M.H.; Eschbach, P.A.; Harty, R.; Millet, W.H.; Scholes, V.A.

1992-12-01

All US Department of Energy (DOE) and DOE contractors, are required to submit occupational radiation exposure records to a central depository. In 1989, data were required to be submitted for all employees who were required to be monitored in accordance with DOE Order 5480.11 and for all visitors who had a positive exposure. The data required included the external penetrating whole-body dose equivalent, the shallow dose equivalent, and a summary of internal depositions of radioactive material above specified limits. Data regarding the exposed individuals included the individual's age, sex, and occupational category. This report is a summary of the external penetrating whole-body dose equivalents and shallow dose equivalents reported by DOE and DOE contractors for the calendar year 1989. A total of 90,882 DOE and DOE contractor employees were reported to have been monitored for whole-body ionizing radiation exposure during 1989. This represents 53.6% of all DOE and DOE contractor employees and is an increase (4.3 %) from the number of monitored employees for 1988. In addition to the employees, 12,643 visitors were monitored

Determinants of job motivation among frontline employees at hospitals in Tehran.

Science.gov (United States)

Zarei, Ehsan; Najafi, Marziye; Rajaee, Roya; Shamseddini, Abbas

2016-04-01

Human resources are the most strategic resource and the most significant input for health systems. Their behavior and motivation can strongly affect the overall performance of the health systems. The aim of this study was to determine the factors that affect motivation in frontline employees at teaching hospitals affiliated with Shahid Beheshti University of Medical Sciences (SBMU) in Tehran, Iran. This cross-sectional study was conducted in 2015. The participants (nurses, physiotherapists, radiology and laboratory technicians, operating room and pharmacy staff) were 300 employees selected by the stratified random sampling method from two general and teaching hospitals. The data collection instrument was a questionnaire that consisted of 42 questions in the 7 domains of motivational factors. Data analysis was performed using descriptive statistics and independent samples t-test by SPSS software, version 23. The findings indicated that working relationships (mean of 3.95) were the main determinant of job motivation of frontline employees. Job content (3.76) career development (3.75), social respect (3.75), and autonomy (3.30) were the next four affective factors. Recognition and remuneration had the least influence on the job motivation of frontline employees. The results of the Friedman test indicated that the difference between the mean scores of different dimensions was significant (χ(2) (6) = 607.00, p motivation of its frontline employees should have in place a human resources strategy that includes facilitating communication between personnel and management, supporting employees in the community, and promoting social respect for health professions, providing educational opportunities and career development, development of appropriate promotional policies, employee participation in goal setting, facilitating a good working environment and job security, job enrichment, and delegation.

75 FR 4271 - Labor Organization Officer and Employee Reports

Science.gov (United States)

2010-01-27

... DEPARTMENT OF LABOR Office of Labor-Management Standards 29 CFR Part 404 Labor Organization Officer and Employee Reports CFR Correction In Title 29 of the Code of Federal Regulations, Parts 100 to 499, revised as [[Page 4272

25 CFR 63.24 - What protections must employers provide to applicants, volunteers and employees?

Science.gov (United States)

2010-04-01

..., volunteers and employees? 63.24 Section 63.24 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR..., volunteers and employees? (a) Indian tribes and tribal organizations must comply with the privacy... guidelines. (c) Federal agencies exercising authority under this part by delegation from OPM must comply with...

Home, Office of Public Advocacy, Department of Administration, State of

Science.gov (United States)

Visiting Alaska State Employees State of Alaska Department of Administration Division of Office of Public Advocacy Alaska Department of Administration, Office of Public Advocacy Home Programs Sections Forms Vendor Support Search Office of Public Advocacy State of Alaska Administration > Office of Public Advocacy

5 CFR 9901.231 - Conversion of positions and employees to NSPS classification system.

Science.gov (United States)

2010-01-01

... HUMAN RESOURCES MANAGEMENT AND LABOR RELATIONS SYSTEMS (DEPARTMENT OF DEFENSE-OFFICE OF PERSONNEL MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Classification Transitional... employee's career group, pay schedule, and band upon conversion. (d) Grade retention prior to conversion...

Islamic Personal Religiosity as a Moderator of Job Strain and Employee's Well-Being: The Case of Malaysian Academic and Administrative Staff.

Science.gov (United States)

Achour, Meguellati; Mohd Nor, Mohd Roslan; MohdYusoff, Mohd Yakub Zulkifli

2016-08-01

Presently, there is increased in research on job strain and the effects of religiosity on employee well-being. Despite increased recognition of religiosity as a moderator of well-being, limited research has focused on Islamic perspective of moderating job strain. This study examines the moderating effects of Islamic personal religiosity on the relationship between job strain and employee well-being in Malaysian universities. One hundred and seventeen (117) Muslim academic and administrative staff from four public universities were sampled. Data were collected via questionnaires, and our findings show that the effect of job strain on well-being is significant for employees and that personal religiosity of employees contributed to alleviating job strain and enhancing well-being. Thus, the study concludes that Islamic personal religiosity moderates the relationship between job strain and employee well-being.

Comparing the perspectives of managers and employees of teaching hospitals about job motivation.

Science.gov (United States)

Mohebbifar, Rafat; Zakaria Kiaei, Mohammad; Khosravizadeh, Omid; Mohseni, Mohammad

2014-07-15

Recognition of career motivators and understanding of managers and employees in prioritizing them, in order to plan incentives for this understanding, can play an important role in increasing productivity and creating harmony between the goals of the organization and staff. This study was done to survey the importance of career motivating factors from perspective of employees and managers in educational hospitals of Iran. In this study 269 from a total of 1843 employees of educational hospitals in Qazvin province of Iran were selected through Quota-Random sampling and studied along with all 49 Managers. Lawrence Lindale questionnaire with 10 factors where used in order to determine motivational priorities. The results indicated that among the 10 studied motivational factors, from employees' viewpoint; "Good wages", "Good Working Conditions" and "Job Security" have the greatest roles in motivating employees. In the context of perspective agreement amongst employees and managers, the results showed 20 percent agreement. In this study, results of "Independent T" test showed a significant difference in comparison, between prioritizing employees' view and prediction of managers in the factors of "Job Security" (p = 0/031) and "Interesting Work" (p = 0/001). With respect to increase disagreement in the views of managers and employees as compared to previous studies, Managers need to pay more attention to cognition of motivational factors and make their viewpoints closer to actual motivational need of their employees. Attention to this fact can be a great help to the growth and productivity of the organization, making the organizational and individual goals closer and also keeping managers safe from execution of constant and undue motivational patterns.

PALESTINE AUTOMOTIVE LICENSE IDENTITY RECOGNITION FOR INTELLIGENT PARKING SYSTEM

OpenAIRE

ANEES ABU SNEINEH; WAEL A. SALAH

2017-01-01

Providing employees with protection and security is one of the key concerns of any organization. This goal can be implemented mainly by managing and protecting employees’ cars in the parking area. Therefore, a parking area must be managed and organized with smart technologies and tools that can be applied and integrated in an intelligent parking system. This paper presents the tools based on image recognition technology that can be used to effectively control various parts of a parking sys...

Identifying significant environmental features using feature recognition.

Science.gov (United States)

2015-10-01

The Department of Environmental Analysis at the Kentucky Transportation Cabinet has expressed an interest in feature-recognition capability because it may help analysts identify environmentally sensitive features in the landscape, : including those r...

21 CFR 20.2 - Production of records by Food and Drug Administration employees.

Science.gov (United States)

2010-04-01

... upon an officer or employee of the Food and Drug Administration commanding the production of any record... 21 Food and Drugs 1 2010-04-01 2010-04-01 false Production of records by Food and Drug Administration employees. 20.2 Section 20.2 Food and Drugs FOOD AND DRUG ADMINISTRATION, DEPARTMENT OF HEALTH AND...

Fatigue of Chinese railway employees and its influential factors: Structural equation modelling.

Science.gov (United States)

Tsao, Liuxing; Chang, Jing; Ma, Liang

2017-07-01

Fatigue is an identifiable and preventable cause of accidents in transport operations. Regarding the railway sector, incident logs and simulation studies show that employee fatigue leads to lack of alertness, impaired performance, and occurrence of incidents. China has one of the largest rail systems in the world, and Chinese railway employees work under high fatigue risks; therefore, it is important to assess their fatigue level and find the major factors leading to fatigue. We designed a questionnaire that uses Multidimensional Fatigue Instrument (MFI-20), NASA-TLX and subjective rating of work overtime feelings to assess employee fatigue. The contribution of each influential factor of fatigue was analysed using structural equation modelling. In total, 297 employees from the rail maintenance department and 227 employees from the locomotive department returned valid responses. The average scores and standard deviations for the five subscales of MFI-20, namely General Fatigue, Physical Fatigue, Reduced Activity, Reduced Motivation, and Mental Fatigue, were 2.9 (0.8), 2.8 (0.8), 2.5 (0.8), 2.5 (0.7), and 2.4 (0.8) among the rail maintenance employees and 3.5 (0.8), 3.5 (0.7), 3.3 (0.7), 3.0 (0.6), and 3.1 (0.7), respectively, among the locomotive employees. The fatigue of the locomotive employees was influenced by feelings related to working overtime (standardized r = 0.22) and workload (standardized r = 0.27). The work overtime control and physical working environment significantly influenced subjective feelings (standardized r = -0.25 and 0.47, respectively), while improper work/rest rhythms and an adverse physical working environment significantly increased the workload (standardized r = 0.48 and 0.33, respectively). Copyright © 2017 Elsevier Ltd. All rights reserved.

[Employee assistance program].

Science.gov (United States)

Shima, Satoru; Tanaka, Katsutoshi; Ohba, Sayo

2002-03-01

Recently the EAP has received much attention in Japan. The first EAP service in the US was conducted by employees who had recovered from alcohol problems. In the early days EAP providers focused on addiction, but mainly after 1980 they expanded their service areas to include mental health, marital problems, legal problems and financial problems. In Japan the EAP was first received attention as a counseling resource outside the workplace where employees could seek professional help confidentially, but the main reasons why this system now interests employers are as a risk-management tool and an outsourcing of mental health services, since the growing number of mental health cases in the workplace has been a big issue for employers. Two movements have also contributed to more recognition of the EAP: one is guidelines on compensation for mental health cases in the workplace and the other is guidelines on mental health promotion in the workplace. There are four types of EAP systems: internal EAP, external EAP, combination EAP, and consortium EAP. EAP core technology consists of 8 functions including problem identification, Crisis intervention, Short-term intervention, Consultation with work organization leader. The literature on cost-benefit analysis of the EAP is very limited. Although the available data suggest that the EAP is highly cost-effective, further studies are needed with the sufficient statistical quality. In Japan the most important issues in the EAP are the standardization and quality assurance of EAP services. For this purpose development of a good educational system for EAP professionals is needed.

43 CFR 2.87 - How will the Department process my Touhy Request?

Science.gov (United States)

2010-10-01

... TESTIMONY; FREEDOM OF INFORMATION ACT Legal Process: Testimony by Employees and Production of Records Responsibility of the Department § 2.87 How will the Department process my Touhy Request? (a) The appropriate...

Using career ladders to motivate and retain employees: an implementation success story.

Science.gov (United States)

Garletts, Joseph A

2002-01-01

In October 2000, Phoenix-based Sonora Quest Laboratories, LLC (SQL), commissioned The Gelfond Group to survey SQL employees. Responding to negative survey scores, SQL developed and implemented an entry-level career ladder for line staff of the specimen management/referral testing department. The program was piloted in February 2001, and was implemented fully shortly thereafter. The ladder was designed to provide job enrichment opportunities through company-conducted training and advancement provisions. It contained requirements for productivity and quality of work performed in addition to increasingly rigorous training and competency documentation. Employees were accountable for their own advancement and for ensuring that all documentation was complete. Advancement was automatic once requirements were completed. Pay increases accompanied each advancement on a predetermined scale. At the end of 12 months, employee turnover dropped from 39% to less than 20% annually. Both productivity and morale improved, and results on a second employee survey indicated dramatic improvement in five key areas. The career ladder concept has been replicated successfully in several other departments, including phlebotomy, and a six-tiered ladder is under development for the clinical laboratory. It will encompass CLA, MLT, and MT positions from entry level to technical coordinator.

Kepuasan Kerja Karyawan Food And Beverage Service Department di Hotel Grand Tjokro Pekanbaru

OpenAIRE

Lestari, Delia Putri; Ibrahim, Mariaty

2016-01-01

The purpose of this research is how employee satisfaction Food and Beverage Service Department in work and how efforts to improve employee job satisfaction Food and Beverage Service Department in Grand Tjokro Hotel.This research was used descriptive quantitatif method to describe the issues. The sample used in this research was 7 people. Quesionnaires, interviews, and observations were used to collect the research data.The results of this research indicate that based on the research results o...

24 CFR 0.1 - Cross-reference to employees ethical conduct standards and financial disclosure regulations.

Science.gov (United States)

2010-04-01

... ethical conduct standards and financial disclosure regulations. 0.1 Section 0.1 Housing and Urban... Cross-reference to employees ethical conduct standards and financial disclosure regulations. Employees...-wide standards of ethical conduct at 5 CFR part 2635, the Department's regulation at 5 CFR part 7501...

5 CFR 8301.104 - Additional rules for employees of the Food Safety and Inspection Service.

Science.gov (United States)

2010-01-01

... Food Safety and Inspection Service. 8301.104 Section 8301.104 Administrative Personnel DEPARTMENT OF....104 Additional rules for employees of the Food Safety and Inspection Service. Any employee of the Food Safety and Inspection Service not otherwise required to obtain approval for outside employment under...

78 FR 68464 - Notice of Emergency Approval of an Information Collection: Record of Employee Interview

Science.gov (United States)

2013-11-14

... DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT [Docket No. FR-5683-N-101] Notice of Emergency Approval of an Information Collection: Record of Employee Interview AGENCY: Office of the Chief Information... Collection Title of Information Collection: Record of Employee Interview. OMB Approval Number: 2501-0009...

The Forest Service Safety Survey: results from an employee-wide safety attitude survey

Science.gov (United States)

Vanessa R. Lane; Ken Cordell; Stanley J. Zarnoch; Gary T. Green; Neelam Poudyal; Susan Fox

2014-01-01

The Forest Service, U.S. Department of Agriculture launched a Safety Journey in 2011 aimed at elevating safety consciousness and practice in the Agency. All employees were required to attend an engagement session during the year to introduce them to the Safety Journey. In September, a survey was launched to help Forest Service leadership better understand employee...

Health surveillance of employees on a lead mine, 1979-1989

African Journals Online (AJOL)

1991-04-06

Apr 6, 1991 ... lance and biological sampling of employees exposed to lead. Measurement of blood ... control department that monitors noise levels, dust levels, air temperatures, etc. ..... Recommended health-based limits in occu- pational ...

Chemical Processing Department monthly report, October 1963

Energy Technology Data Exchange (ETDEWEB)

Young, J. F.; Johnson, W. E.; Reinker, P. H.; Warren, J. H.; McCullugh, R. W.; Harmon, M. K.; Gartin, W. J.; LaFollette, T. G.; Shaw, H. P.; Frank, W. S.; Grim, K. G.; Warren, J. H.

1963-11-21

This report, for October 1963 from the Chemical Processing Department at HAPO, discusses the following: Production operation; Purex and Redox operation; Finished products operation; maintenance; Financial operations; facilities engineering; research; employee relations; weapons manufacturing operation; and safety and security.

76 FR 55706 - 158th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2011-09-08

... DEPARTMENT OF LABOR Employee Benefits Security Administration 158th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Teleconference Meeting Pursuant to the.... 1142, the 158th open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans...

78 FR 50112 - 168th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2013-08-16

... DEPARTMENT OF LABOR Employee Benefits Security Administration 168th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Teleconference Meeting Pursuant to the.... 1142, the 168th open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans...

76 FR 6498 - 155th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2011-02-04

... DEPARTMENT OF LABOR Employee Benefits Security Administration 155th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Teleconference Meeting Pursuant to the.... 1142, the 155th open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans...

77 FR 52061 - 163rd Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2012-08-28

... DEPARTMENT OF LABOR Employee Benefits Security Administration 163rd Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Teleconference Meeting Pursuant to the.... 1142, the 163rd open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans...

Chemical Processing Department monthly report for July 1957

Energy Technology Data Exchange (ETDEWEB)

McCune, F. K.; Johnson, W. E.; MacCready, W. K.; Warren, J. H.; Schroeder, O. C.; Groswith, C. T.; Mobley, W. N.; LaFollette, T. G.; Grim, K. G.; Shaw, H. P.; Richards, R. B.; Roberts, D. S.

1957-08-22

This report, for July 1957 from the Chemical Processing Department at HAPO, discusses the following; Production operation; Purex and Redox operation; Finished products operation; maintenance; Financial operations; facilities engineering; research; and employee relations.

Chemical Processing Department monthly report for December 1958

Energy Technology Data Exchange (ETDEWEB)

1959-01-21

This report for December 1958, from the Chemical Processing Department at HAPO, discusses the following: Production operation; Purex and Redox operation; Finished products operation; maintenance: Financial operations; facilities engineering; research; and employee relations.

Chemical Processing Department monthly report for February 1959

Energy Technology Data Exchange (ETDEWEB)

1959-03-20

This report for February 1959, from the Chemical Processing Department at HAPO, discusses the following: Production operation; Purex and Redox operation; Finished products operation; maintenance: Financial operations; facilities engineering; research; and employee relations.

Civilian Education and Training in the Department of Defense. How Can We Gauge Its Value

National Research Council Canada - National Science Library

2001-01-01

The Department of Defense (DoD) prides itself on providing "world class" training and continuing education to its military employees and would like to expand that reputation to its civilian employees...

Genesis of an Employee Wellness Program at a Large University.

Science.gov (United States)

Lloyd, Lisa K; Crixell, Sylvia H; Bezner, Janet R; Forester, Katherine; Swearingen, Carolyn

2017-11-01

University employee wellness programs have potential to support positive changes in employee health, thereby improving productivity and mitigating the rise in health care costs. The purpose of this article is to describe a theory-driven approach to systematically planning, developing, and implementing a comprehensive university employee wellness program. Long-term program goals were to improve employee health, well-being, and productivity by focusing on decreasing sedentary behavior, increasing physical activity, improving dietary habits, and reducing stress. An ecological approach was taken to identify levels of influence specific to a university setting: intrapersonal, interpersonal, department/college/division, and university. This framework guided the development of program components and strategies, which were grounded in several health behavior change theories. Input from supervisors and employees was incorporated throughout program development. A 15-week trial run, involving 514 employees, was evaluated to fine-tune services. Participation and feedback were positive, demonstrating that the program was valued. Support from upper administration is evidenced by continued funding. Critical factors to the successful launch of the program included a supportive administration, leverage of existing facilities and equipment, leadership provided by faculty, and service delivery by students.

Determinants of job motivation among frontline employees at hospitals in Tehran

Science.gov (United States)

Zarei, Ehsan; Najafi, Marziye; Rajaee, Roya; Shamseddini, Abbas

2016-01-01

Introduction Human resources are the most strategic resource and the most significant input for health systems. Their behavior and motivation can strongly affect the overall performance of the health systems. The aim of this study was to determine the factors that affect motivation in frontline employees at teaching hospitals affiliated with Shahid Beheshti University of Medical Sciences (SBMU) in Tehran, Iran. Methods This cross-sectional study was conducted in 2015. The participants (nurses, physiotherapists, radiology and laboratory technicians, operating room and pharmacy staff) were 300 employees selected by the stratified random sampling method from two general and teaching hospitals. The data collection instrument was a questionnaire that consisted of 42 questions in the 7 domains of motivational factors. Data analysis was performed using descriptive statistics and independent samples t-test by SPSS software, version 23. Results The findings indicated that working relationships (mean of 3.95) were the main determinant of job motivation of frontline employees. Job content (3.76) career development (3.75), social respect (3.75), and autonomy (3.30) were the next four affective factors. Recognition and remuneration had the least influence on the job motivation of frontline employees. The results of the Friedman test indicated that the difference between the mean scores of different dimensions was significant (χ2(6) = 607.00, p motivation of its frontline employees should have in place a human resources strategy that includes facilitating communication between personnel and management, supporting employees in the community, and promoting social respect for health professions, providing educational opportunities and career development, development of appropriate promotional policies, employee participation in goal setting, facilitating a good working environment and job security, job enrichment, and delegation. PMID:27280000

78 FR 24235 - 166th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2013-04-24

... DEPARTMENT OF LABOR Employee Benefits Security Administration 166th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting Pursuant to the authority... 166th open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans (also known as...

75 FR 27002 - 151st Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2010-05-13

... DEPARTMENT OF LABOR Employee Benefits Security Administration 151st Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting Pursuant to the authority... 151st open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans will be held on...

78 FR 5209 - 165th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2013-01-24

... DEPARTMENT OF LABOR Employee Benefits Security Administration 165th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting Pursuant to the authority... 165th open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans (also known as...

76 FR 36578 - 156th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2011-06-22

... DEPARTMENT OF LABOR Employee Benefits Security Administration 156th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting Pursuant to the authority... 156th open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; (also known as...

78 FR 44600 - 167th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2013-07-24

... DEPARTMENT OF LABOR Employee Benefits Security Administration 167th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting Pursuant to the authority... 167th open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans (also known as...

76 FR 65211 - 159th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2011-10-20

... DEPARTMENT OF LABOR Employee Benefits Security Administration 159th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting Pursuant to the authority... 159th open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans (also known as...

75 FR 11199 - 150th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2010-03-10

... DEPARTMENT OF LABOR Employee Benefits Security Administration 150th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting Pursuant to the authority... 150th open meeting of the full Advisory Council on Employee Welfare and Pension Benefit Plans will be...

78 FR 62708 - 169th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2013-10-22

... DEPARTMENT OF LABOR Employee Benefits Security Administration 169th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting Pursuant to the authority... 169th open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans (also known as...

77 FR 66186 - 164th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2012-11-02

... DEPARTMENT OF LABOR Employee Benefits Security Administration 164th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting Pursuant to the authority... 164th open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans (also known as...

75 FR 57063 - 153rd Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2010-09-17

... DEPARTMENT OF LABOR Employee Benefits Security Administration 153rd Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting Pursuant to the authority... 153rd open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans will be held on...

77 FR 28406 - 161st Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2012-05-14

... DEPARTMENT OF LABOR Employee Benefits Security Administration 161st Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting Pursuant to the authority... 161st open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans (also known as...

77 FR 11159 - 160th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2012-02-24

... DEPARTMENT OF LABOR Employee Benefits Security Administration 160th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting Pursuant to the authority... 160th open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans (also known as...

75 FR 47636 - 152nd Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2010-08-06

... DEPARTMENT OF LABOR Employee Benefits Security Administration 152nd Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting Pursuant to the authority... 152nd open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans will be held on...

77 FR 59420 - 164th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2012-09-27

... DEPARTMENT OF LABOR Employee Benefits Security Administration 164th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting Pursuant to the authority... 164th open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans (also known as...

76 FR 48903 - 157th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of...

Science.gov (United States)

2011-08-09

... DEPARTMENT OF LABOR Employee Benefits Security Administration 157th Meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans; Notice of Meeting Pursuant to the authority... 157th open meeting of the Advisory Council on Employee Welfare and Pension Benefit Plans (also known as...

TRENDS IN NON-FINANCIAL MOTIVATION POLICIES OF EMPLOYEES

Directory of Open Access Journals (Sweden)

Costin Alexandru PANAIT

2018-05-01

Full Text Available The main purpose of the paper is to identify the main non-financial motivation strategies, to emphasize their advantages and disadvantages, as well as to involve the management in achieving the motivational objectives within the organizations. Studies in the field have shown that there are a number of factors of great importance in motivating the staff that managers need to consider in improving the company's performance. Motivating human resources is not a simple process, it is complex and continuous and managers need to find the optimal mix for motivating and performance-oriented employee. Appropriate motivation of employees is the main purpose on which good management of a firm is based. Practice shows that poor leadership quality is the main cause of employee dissatisfaction that is unsatisfied with their work. Motivating staff means creating opportunities for individual and team goals, responsibility, recognition, reward, etc. Motivation implies the totality of the internal and external motives of the personality, which condition the transformation of its development potential into real and functional psychological structures and is in itself a complex and cumulative psychological system. Most reward processes are based on philosophies and reward strategies and contain policy and strategy arrangements and contain policy arrangements, principles, practices, structures and procedures that are designed and managed to deliver and maintain the types and adequate levels of benefits and other forms of reward.

Living with organizational politics: An exploration of employees' behavior.

Science.gov (United States)

Dhar, Rajib Lochan

2011-01-01

This study aims to explore the employee's perception of organizational politics, the phase that they go through while working and the ways they adopt to cope with it. Participants were working as employees in three automobile manufacturing companies having offices in Pune, India. They were selected via randomized quota sampling to reflect a mix of age, positions, genders and experience within the organization. Data collection was done through qualitative methods which included in-depth interviews with 26 employees. Analysis of the data was done using the coding process. Findings of this study led to the emergence of four major themes i.e. (a) The Perceived threat, (b) Attitude towards players, (c) Coping Strategies and (d) Intentions to leave. Based on the study findings, the researcher concludes that politics is being perceived as an evil and is negatively affecting the morale of the employees. Hence, it is imperative that the organizational forerunners and department heads continue to use research findings to get to know the culture prevailing in the organization and understand the emotional status and feelings that employees develop while working in such an environment.

Gender Discrimination in Workforce and its Impact on the Employees

Directory of Open Access Journals (Sweden)

Zahid Ali Channar (Corresponding Author

2011-09-01

Full Text Available This research paper explores the issue of gender discrimination in workforce and its impact on the satisfaction and motivation, commitment and enthusiasm and stress level of employees. Close ended questionnaire was administered from 526 males and females oflower, middle and higher category employees of public and private health and education departments of Hyderabad and Jamshoro districts. Gender discrimination in workforce was measured through independent samples-t test. The analysis shows that females were discriminated more than males in private organizations. Thus the findings show that females are discriminated more than males in private sector than in public sector. The impact of gender discrimination on satisfaction &motivation, commitment & enthusiasm and stress level was assessed through Pearson product moment correlation co-efficient. The results show that gender discrimination decreases satisfaction & motivation and commitment & enthusiasm level of employees, and increases the stress level in the employees.

The Effects of Human Resources Training on Employee Performance in Business

Directory of Open Access Journals (Sweden)

Kerem KAPTANGİL

2012-12-01

Full Text Available This article assess the extent of the influence of training programs for employees, conducted by the human resources departments as a part of large scale organizations, on the different performance elements as well as the objectives targeted by the training programs. In accordance with the stated goal, a questionnaire applied to the human resources managers or the top level executives of 350 large scale organizations. They asked what subjects they need in training programs and to specify the elements to reach out the mitigating performance as a result of training programs. It is in the results obtained, businesses in general aim to increase efficiency, to provide job satisfaction to employees with employees’ development and to prevent employees from alienation by means of work orientation. It is also deduced from the results, performance evaluation increases the adaptation of employees to progressing technologies and the commitment to organizations besides the development and job satisfaction of employees.

Employee motivation development opportunities seeking to reduce employee turnover

OpenAIRE

Pilukienė, Laura; Kšivickaitė, Gertūda

2014-01-01

In this article, the authors analyse one of the main nowadays human resources problem – growing employee turnover. Employee motivation process is analysed as a key competitive advantage in employee retention that leads to the growth of the business company’s productivity and competitive stability. The main goal of the article is to analyse the employee motivation and employee turnover relationship and its development possibilities in Lithuania’s business sector.

Multiplex network analysis of employee performance and employee social relationships

Science.gov (United States)

Cai, Meng; Wang, Wei; Cui, Ying; Stanley, H. Eugene

2018-01-01

In human resource management, employee performance is strongly affected by both formal and informal employee networks. Most previous research on employee performance has focused on monolayer networks that can represent only single categories of employee social relationships. We study employee performance by taking into account the entire multiplex structure of underlying employee social networks. We collect three datasets consisting of five different employee relationship categories in three firms, and predict employee performance using degree centrality and eigenvector centrality in a superimposed multiplex network (SMN) and an unfolded multiplex network (UMN). We use a quadratic assignment procedure (QAP) analysis and a regression analysis to demonstrate that the different categories of relationship are mutually embedded and that the strength of their impact on employee performance differs. We also use weighted/unweighted SMN/UMN to measure the predictive accuracy of this approach and find that employees with high centrality in a weighted UMN are more likely to perform well. Our results shed new light on how social structures affect employee performance.

The Linkage Between Work Unit Performance Perceptions of U.S. Federal Employees and Their Job Satisfaction: An Expectancy Theory

Directory of Open Access Journals (Sweden)

Soyoung PARK

2018-02-01

Full Text Available Public organizations are interested in how to improve their performance. Performance in a work unit can also influence employee job satisfaction due to positive expectations based on higher performance. Thus, our study attempts to investigate if organizational performance has an impact on employee motivation under the premise that employees who perform better in a work unit expect greater professional recognition and rewards. By using data from the 2013 Federal Employee Viewpoint Survey (FEVS, we find that employees who perceive higher levels of performance in a work unit have a higher level of job satisfaction. This paper further shows that performance perception based on rewards is also positively related to job satisfaction.However, underrepresented groups (female and non-white, older employees and mid-level (work experience from 6 to 14 years employees are less satisfied with higher work unit performance. Finally, employees in the distributive agency category are more satisfied with work unit performance while those in the regulatory agency category are less satisfied with work unit performance. In conclusion, organizations should recognize particular characteristics of employees to develop the policies related to performance management, and effectively utilize these policies in order to attract and retain proficient workers.

Below the Salary Line: Employee Engagement of Non-Salaried Employees

Science.gov (United States)

Shuck, Brad; Albornoz, Carlos

2007-01-01

This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…

Employee Selection Process: Integrating Employee Needs and Employer Motivators.

Science.gov (United States)

Carroll, Brian J.

1989-01-01

Offers suggestions for managers relative to the employee selection process, focusing on the identification of a potential employee's needs and the employer's motivators that affect employee productivity. Discusses the use of a preemployment survey and offers a questionnaire that allows matching of the employee's needs with employment…

Employees as Customers: Exploring Service Climate, Employee Patronage, and Turnover

Science.gov (United States)

Abston, Kristie A.; Kupritz, Virginia W.

2011-01-01

The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…

26 CFR 31.3306(c)(9)-1 - Railroad industry; services performed by an employee or an employee representative under the...

Science.gov (United States)

2010-04-01

... their general committees and their insurance departments and their local lodges and divisions...” shall include an employee of a local lodge or division defined as an employer in section 1 (a) only if..., That an individual shall be deemed to be in the service of an employer, other than a local lodge or...

75 FR 59735 - Notice of Submission of Proposed Information Collection to OMB; Record of Employee Interview

Science.gov (United States)

2010-09-28

... DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT [Docket No. FR-5376-N-96] Notice of Submission of Proposed Information Collection to OMB; Record of Employee Interview AGENCY: Office of the Chief... responses. This notice also lists the following information: Title of Proposal: Record of Employee Interview...

Group Decision Support System Determination Of Best Employee Using Topsis And Borda

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Made Arya Budhi

2017-07-01

Full Text Available Determining the best employee at Lombok Garden inteded to stimulate the performance of the hotel employees Lombok Garden. Improved performance of employees it will have a direct effect on the quality of hotel services. Employee performance appraisement are conducted by six assessors, namely the head of each department and consists of several criteria. Assessments will be difficult if done manually considering each appraiser has its own preferences in assessment. To solve that problem, we need a computer system that helps decision-making is a group decision support system (GDSS determination of the best employees in the hotel Lombok Garden.Group decision support system developed in this study using TOPSIS (Technique For Order Preference By Similiarity To Ideal Solution and Borda to assist decision-making group. TOPSIS method is used for decision-making in each appraiser, while the Borda method used to combine the results of each assessor's decision so as to obtain the final result of the best employees in Lombok Garden.Based on the final result of the system of determination of the best employees in the form of a ranking of the final value of each employee. The highest value will be used as a recommendation as the best employee at Lombok Garden.

Employee assistance program evaluation. Employee perceptions, awareness, and utilization.

Science.gov (United States)

Moore, T

1989-12-01

Periodic evaluation is necessary to maintain a quality employee assistance program. This survey was undertaken to determine employee awareness of the existing EAP and their satisfaction with the program. Likewise, the survey allowed for employee input on areas of the program they had concerns with that may have caused hesitancy in further use of the program. The survey not only documents to management that the program is of value to employees and identifies areas where changes may be focused in the future to meet employee needs, but actually serves as a communication tool in itself as a reminder of the availability of the Employee Assistance Program.

34 CFR 73.1 - Cross-reference to employee ethical conduct standards and financial disclosure regulations.

Science.gov (United States)

2010-07-01

... 34 Education 1 2010-07-01 2010-07-01 false Cross-reference to employee ethical conduct standards... of Education STANDARDS OF CONDUCT § 73.1 Cross-reference to employee ethical conduct standards and... branch-wide Standards of Ethical Conduct at 5 CFR part 2635 and to the Department of Education regulation...

TRAINING AND DEVELOPMENT STANDARDS FOR FRONT OFFICE EMPLOYEES IN MODERN HOTEL INDUSTRY

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Ivica Batinić

2014-10-01

Full Text Available Specific requirements of modern consumer-tourists, competition, new sciences and technology have led to the emergence of new products and services in a modern hotel business as well as prescription of training and development standards for employees and managers in the hotel groups and independent hotels of higher rank. Every serious hotel, in order to survive on the tourist market, must have a separate program (standard of training and development for employees and managers. General hotel management, particularly human resource management, is fully responsible for the development and implementation of the program (standard of training and development of employees and managers. In this paper, I will write about the basic features of modern hospitality and fundamental stages of training and development of hotel employees and managers. In a particular part, I will write about front office department and training and development standards of front office employees and managers.

Financial crisis and collapsed banks: psychological distress and work related factors among surviving employees--a nation-wide study.

Science.gov (United States)

Snorradóttir, Ásta; Vilhjálmsson, Rúnar; Rafnsdóttir, Guðbjörg Linda; Tómasson, Kristinn

2013-09-01

The study considered psychological distress among surviving bank employees differently entangled in downsizing and restructuring following the financial crisis of 2008. A cross-sectional, nationwide study was conducted among surviving employees (N = 1880, response rate 68%). Multivariate analysis was conducted to assess factors associated with psychological distress. In the banks, where all employees experienced rapid and unpredictable organizational changes, psychological distress was higher among employees most entangled in the downsizing and restructuring process. Being subjected to downsizing within own department, salary cut, and transfer to another department, was directly related to increased psychological distress, controlling for background factors. The associations between downsizing, restructuring, and distress were reduced somewhat by adding job demands, job control, and empowering leadership to the model, however, adding social support had little effect on these associations. Employees most entangled in organizational changes are the most vulnerable and should be prioritized in workplace interventions during organizational changes. Copyright © 2013 Wiley Periodicals, Inc.

An empirical study of the reward preferences of South African employees

Directory of Open Access Journals (Sweden)

Robin J. Snelgar

2013-04-01

Full Text Available Orientation: Adapting traditional reward systems to focus on employee preferences has become a necessity as companies strive to attract, motivate and retain a skilled and high performing workforce. Research purpose: The aim of the study was to identify certain categories of rewards that employees consider to be most important, including base pay, contingency pay, benefits, performance and career management, quality work environment, and work–home integration. The impact of these reward categories on an organisation’s ability to attract, motivate and retain employees was explored, together with the influence of demographic variables on reward preferences. Motivation for the study: There is much debate over whether reward packages should be tailor-made to suit individual employees. It has been argued that a ‘one-size-fits-all’ approach with regard to rewards is no longer effective. Research design, approach and method: A structured questionnaire, based on the total rewards model, was used to achieve the objectives of the study. A sample of 250 employees from 11 medium-sized to large-sized organisations participated in the study. Main findings: The results showed that base pay is deemed to be the most preferred reward component amongst respondents; however, they are most dissatisfied with the level at which this reward is provided by their current employers. Base pay is also the most important reward when attracting and retaining employees. Differences between reward preferences and demographic variables, including age, gender and job level, were found. Practical/managerial implications: Organisations should design their reward systems according to the preferences of their employees by focusing on base pay and contingency or variable pay. These rewards will also serve to retain them; although, to motivate employees, non-cash awards and recognition should be emphasised. Contribution/value-add: This study contributes to literature on reward

The Effect of Organizational Culture, Leader Behavior, Self-Efficacy, and Job Satisfaction on Job Performance of The Employees

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A Hussein Fattah

2017-10-01

Full Text Available The objective of this research is to determine the effect of organizational culture, leader behaviour, self-efficacy, and job satisfaction on the job performance of the employees of the Department of Education, Youth and Sport in Palembang city. The sample size was 120 employee and selected by random sampling techniques. The data were analyzed by path-analysis. The findings of the research show that leader behaviour, self-efficacy, and job satisfaction have the direct effect on job performance. Meanwhile, organizational culture has no direct effect on the job performance of the employees of the Department Education, Youth, and Sport in Palembang City.

Effective recruitment method for the marketing department of a metallurgical enterprise

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E. Jaba

2014-04-01

Full Text Available This paper presents some solutions to recruit staff for the Marketing Department of a metallurgical enterprise. Our goal is to present the psychological characteristics of a certain category of employees on a sample of 107 employees and to evaluate the relationship between the motivation to work and those characteristics. In order to realize such evaluation we used the linear mixed effects model in the statistical software program R. The results showed that a significant effect on work motivation have factors like work climate and the employee agreeability.

A study of relationship between job stress, quality of working life and turnover intention among hospital employees.

Science.gov (United States)

Mosadeghrad, Ali Mohammad; Ferlie, Ewan; Rosenberg, Duska

2011-11-01

Job stress is a serious threat to the quality of working life (QWL) of health-care employees and can cause hostility, aggression, absenteeism and turnover, as well as reduced productivity. In addition, job stress among employees affects the quality of health-care services. The purpose of this study was to gain a better understanding of the relationships between job stress and QWL of employees, and their impact on turnover intention at Isfahan hospitals, Iran. The study employed a cross-sectional research design. A validated questionnaire was used to collect data from hospital employees. Overall, 26% of employees graded their job stress high. The major sources of stress were inadequate pay, inequality at work, too much work, staff shortage, lack of recognition and promotion prospects, time pressure, lack of job security and lack of management support. An inverse relationship was found between job stress and QWL among hospital employees. The most important predictor of QWL was disturbance handling, followed by job proud, job security and job stress. Finally, while QWL was negatively associated with turnover intentions, job stress was positively related to employees' intention to quit. Since job stress has a strong correlation with employee QWL and turnover intention, it is very important to apply the right human resources policies to increase employees' QWL and decrease subsequent turnover. This study invites further research to explore, implement and evaluate intervention strategies for prevention of occupational stress and improvement in QWL.

29 CFR 801.65 - Appearances; representation of the Department of Labor.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Appearances; representation of the Department of Labor. 801.65 Section 801.65 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS APPLICATION OF THE EMPLOYEE POLYGRAPH PROTECTION ACT OF 1988 Administrative...

Chemical Processing Department monthly report for February 1957

Energy Technology Data Exchange (ETDEWEB)

1957-03-21

This report from the Chemical Processing Department at HAPO, discusses the following: Production operation, purex operation, redox operation, finished products operation, power and general maintenance operation, financial operation, facilities engineering operation, research and engineering operation, and employee relations operation.

20 CFR 1002.267 - How is compensation during the period of service calculated in order to determine the employee's...

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false How is compensation during the period of service calculated in order to determine the employee's pension benefits, if benefits are based on compensation? 1002.267 Section 1002.267 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING SERVICE, DEPARTMENT OF...

Leader-Member Exchange across two hierarchical levels of leadership: concurrent influences on work characteristics and employee psychological health.

Science.gov (United States)

Karanika-Murray, Maria; Bartholomew, Kimberley J; Williams, Glenn A; Cox, Tom

2015-01-02

Leader-Member Exchange (LMX) theory suggests that the quality of the leader-employee relationship is linked to employee psychological health. Leaders who reside at different hierarchical levels have unique roles and spheres of influence and potentially affect employees' work experiences in different ways. Nevertheless, research on the impact of leadership on employee psychological health has largely viewed leaders as a homogeneous group. Expanding on LMX theory, we argue that (1) LMX sourced at the levels of the line manager (LM) and senior management (SM) team will be differentially linked to employee psychological health (assessed as worn-out) and that (2) these relationships will be mediated by perceived work characteristics (reward and recognition, workload management, quality of relationships with colleagues and physical environment). Structural equation modelling on data from 337 manual workers partially supported the hypotheses. Perceptions of the physical environment mediated the relationship between LMX at the LM level and employee psychological health, whereas perceptions of workload management mediated the relationship between LMX at the SM level and psychological health. These findings corroborate arguments that leaders are not a uniform group and as such the effects of LMX on employees will depend on leadership hierarchy. Implications for expanding leadership theory are discussed.

Leader-Member Exchange across two hierarchical levels of leadership: concurrent influences on work characteristics and employee psychological health

Science.gov (United States)

Karanika-Murray, Maria; Bartholomew, Kimberley J.; Williams, Glenn A.; Cox, Tom

2015-01-01

Leader-Member Exchange (LMX) theory suggests that the quality of the leader–employee relationship is linked to employee psychological health. Leaders who reside at different hierarchical levels have unique roles and spheres of influence and potentially affect employees' work experiences in different ways. Nevertheless, research on the impact of leadership on employee psychological health has largely viewed leaders as a homogeneous group. Expanding on LMX theory, we argue that (1) LMX sourced at the levels of the line manager (LM) and senior management (SM) team will be differentially linked to employee psychological health (assessed as worn-out) and that (2) these relationships will be mediated by perceived work characteristics (reward and recognition, workload management, quality of relationships with colleagues and physical environment). Structural equation modelling on data from 337 manual workers partially supported the hypotheses. Perceptions of the physical environment mediated the relationship between LMX at the LM level and employee psychological health, whereas perceptions of workload management mediated the relationship between LMX at the SM level and psychological health. These findings corroborate arguments that leaders are not a uniform group and as such the effects of LMX on employees will depend on leadership hierarchy. Implications for expanding leadership theory are discussed. PMID:25999635

5 CFR 5501.104 - Prohibited financial interests applicable to employees of the Food and Drug Administration.

Science.gov (United States)

2010-01-01

... DEPARTMENT OF HEALTH AND HUMAN SERVICES SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE... employee under 18 U.S.C. 208—whether by purchase, gift, bequest, marriage, or otherwise, except that with... prospective and current investors or participants, does not indicate the objective or practice of...

Face Detection and Face Recognition in Android Mobile Applications

Directory of Open Access Journals (Sweden)

Octavian DOSPINESCU

2016-01-01

Full Text Available The quality of the smartphone’s camera enables us to capture high quality pictures at a high resolution, so we can perform different types of recognition on these images. Face detection is one of these types of recognition that is very common in our society. We use it every day on Facebook to tag friends in our pictures. It is also used in video games alongside Kinect concept, or in security to allow the access to private places only to authorized persons. These are just some examples of using facial recognition, because in modern society, detection and facial recognition tend to surround us everywhere. The aim of this article is to create an appli-cation for smartphones that can recognize human faces. The main goal of this application is to grant access to certain areas or rooms only to certain authorized persons. For example, we can speak here of hospitals or educational institutions where there are rooms where only certain employees can enter. Of course, this type of application can cover a wide range of uses, such as helping people suffering from Alzheimer's to recognize the people they loved, to fill gaps persons who can’t remember the names of their relatives or for example to automatically capture the face of our own children when they smile.

2003 Employee Attitude Survey: Analysis of Employee Comments

Science.gov (United States)

2005-06-01

171 --- Reporting Allegations Abuse of MWE Complaint Process (Excessive Complaints) 191 --- Satisfaction with Employee Assistance Program ( EAP ) 251...Satisfaction with Employee Assistance Program ( EAP ) --------------------------------------- General Comments about FAA Policies, Practices, and...contracting; understaffing; FAA policies, practices, and programs ; encouraging hard work; management concern for employees ; promotion equity; comments

24 CFR 30.20 - Ethical violations by HUD employees.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Ethical violations by HUD employees. 30.20 Section 30.20 Housing and Urban Development Office of the Secretary, Department of Housing and Urban Development CIVIL MONEY PENALTIES: CERTAIN PROHIBITED CONDUCT Violations § 30.20 Ethical...

Chemical Processing Department monthly report for September 1963

Energy Technology Data Exchange (ETDEWEB)

1963-10-21

This report, from the Chemical Processing Department at HAPO for September 1963, discusses the following: Production operation; Purex and Redox operation; Finished products operation; maintenance; Financial operations, facilities engineering; research; employee relations; weapons manufacturing operation; and power and crafts operation.

Factors Affecting the Underperformance of Employees

Directory of Open Access Journals (Sweden)

Nadeeka Amarasinghe

2015-04-01

Full Text Available BASL Intimate Apparel Mirigama is the largest factory of Brandix Group of Companies catering to VS Pink. It has a labour force of 1250 employees including a direct labour force of 659. Production capabilities have been extended to in-house printing and embroidery sections in addition to cutting and shipping facilities. Like other apparel manufacturers in the industry, BASL Intimate Apparel Mirigama also faces much competition and problems in its day to day business operations. One of the major issues so faced is On-Time-Delivery due to underperformance of the employees. Therefore, with the objectives of studying factors affecting the underperformance of the employees of the production department, analysing and identifying such factors, and providing recommendations, a few variables i.e. machines and methods, skill level, financial incentives, leadership practices and working conditions were identified as having a potential impact over the performance of the production employees. Stratified random sampling method was used to select 64 team members from the 32 production modules, and research work continued to collate primary data through administrating a structured questionnaire among selected associates. Null and alternative hypotheses were tested using correlations, and the data is presented as graphical pictures, tables, and in narrative form. However, there were a few limitations such as management influence, sample basis selection, service period, level of understating, time availability and commitment, time availability for the study etc. which may have had an impact over the research findings.

7 CFR 1900.153 - Identifying and reporting an employee relationship.

Science.gov (United States)

2010-01-01

.... 1900.153 Section 1900.153 Agriculture Regulations of the Department of Agriculture (Continued) RURAL HOUSING SERVICE, RURAL BUSINESS-COOPERATIVE SERVICE, RURAL UTILITIES SERVICE, AND FARM SERVICE AGENCY... Under Public Law 103-354 Assistance to Employees, Relatives, and Associates § 1900.153 Identifying and...

Guidelines for Libraries of Government Departments. IFLA Professional Reports, No. 106

Science.gov (United States)

Bolt, Nancy, Ed.; Burge, Suzanne, Ed.

2008-01-01

Libraries of government departments provide information to policymakers, to government staff and employees, and, sometimes, to the general public. It is essential that libraries of government departments are organised and managed so as to collect and provide the information most needed by government decision makers, government workers, and the…

Employee Assistance Programs: Effective Tools for Counseling Employees.

Science.gov (United States)

Kraft, Ed

1991-01-01

College employee assistance program designs demonstrate the varied needs of a workforce. Whatever the model, the helping approach remains to (1) identify problem employees through performance-related issues; (2) refer them to the assistance program for further intervention; and (3) follow up with employee and supervisor to ensure a successful…

Hanford general employee training: Computer-based training instructor's manual

Energy Technology Data Exchange (ETDEWEB)

1990-10-01

The Computer-Based Training portion of the Hanford General Employee Training course is designed to be used in a classroom setting with a live instructor. Future references to this course'' refer only to the computer-based portion of the whole. This course covers the basic Safety, Security, and Quality issues that pertain to all employees of Westinghouse Hanford Company. The topics that are covered were taken from the recommendations and requirements for General Employee Training as set forth by the Institute of Nuclear Power Operations (INPO) in INPO 87-004, Guidelines for General Employee Training, applicable US Department of Energy orders, and Westinghouse Hanford Company procedures and policy. Besides presenting fundamental concepts, this course also contains information on resources that are available to assist students. It does this using Interactive Videodisk technology, which combines computer-generated text and graphics with audio and video provided by a videodisk player.

Trade unionism in the information technology (IT) industry: an employee's perspective.

Science.gov (United States)

Dhar, Rajib Lochan

2012-01-01

This research aimed to understand the information technology (IT) employees' perception and approach towards union formation in the Indian IT Industry. Fifty IT professionals from three different organizations participated in this study who were dispersed throughout the organizational hierarchy and were selected via randomized quota sampling to reflect a mix of age, experience, gender and position they held with the organization. Qualitative methods were used in order to collect the data, through phenomenological principles. Discussion with the participants led to the emergence of four themes which influence the employees' perception of trade union formation the Indian IT industry. These were: (a) feeling of a blue collar, (b) collective to individual bargaining, (c) changing role of HR and (d) other reasons. This study provided a tentative starting point towards the greater understanding of the employee's perceived notion of organizational life that influences employee's outlook towards trade unionism. Based on the study findings, there is an imperative that the human resource department, organizational forerunners and trade union philosophers continue to use research findings to understand employees' views about union formation in the IT industry.

Employee Attitudes toward an Internal Employee Assistance Program.

Science.gov (United States)

Harlow, Kirk C.

1998-01-01

Surveys employees (N=16,603) who had used a large multinational company's employee assistance program (EAP), adult dependents who had used the EAP, employees who had not used the EAP, and adult dependents who had not used the EAP. Findings indicate that EAP users viewed the EAP more positively than nonusers. (Author/MKA)

Employees development

OpenAIRE

Kilijánová, Radka

2010-01-01

Employees development is one of the main activities of human resources management. It is connected with other activites, such as training of employees, career development and performance management. In the recent days there is an increased importance put on employees development, although the current economic crisis still has some consequences, such as reduced development budget of many organizations. The thesis mentiones employees development in the first place in the context of management o...

29 CFR 0.735-1 - Cross-references to employee ethical conduct standards, financial disclosure regulations and...

Science.gov (United States)

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Cross-references to employee ethical conduct standards, financial disclosure regulations and other ethics regulations. 0.735-1 Section 0.735-1 Labor Office of the Secretary of Labor ETHICS AND CONDUCT OF DEPARTMENT OF LABOR EMPLOYEES Standards of Conduct for Current...

[Requirements for the organization of pain therapy in hospitals: interdepartmental comparison for pain management from the employees' perspective].

Science.gov (United States)

Erlenwein, J; Ufer, G; Hecke, A; Pfingsten, M; Bauer, M; Petzke, F

2013-12-01

In recent decades, the focus of pain management in hospitals was the organization and quality of control of postoperative pain, although there is a similar demand in nonsurgical departments. The aim of this study was to assess the employees' perspective on problems and corresponding solutions in pain management in a university hospital and to further clarify whether the implementation of concepts and tools of pain management across disciplines is feasible. Physicians and nursing staff of all inpatient departments of the University Hospital Göttingen were asked about problems in pain management and the importance of various established instruments using a standardized questionnaire. Ratings were recorded on a numeric rating scale (0-10). The analysis was primarily descriptive, the Kruskal-Wallis and Mann-Whitney U test were used when appropriate. In all, 149 medical and 501 nursing employees were included. The quality of pain management was perceived as better in surgical departments than in the conservative and pediatric departments. In all areas, the lack of an adequate order for baseline- and rescue-analgesic, and accordingly the nursing staff's limited ability to act was rated as problematic. In contrast to the conservative and pediatric departments, the predominant problem of surgical departments was the lack of availability of physicians on the ward. As a solution, the advice provided by pain consultation services was rated highly by the staff in all areas. The importance of implementation of standardized analgesic concepts was also supported equally in all areas. The evaluation of the quality of pain management was related to the employee's estimation of their ability to actively treat pain. Physicians rated problems in quality and organization lower compared to nursing stuff. The results demonstrate that from the employee's perspective problems in pain management in surgical and nonsurgical departments are very similar. Transferring concepts and structures

5 CFR 3101.110 - Additional rules for United States Customs Service employees.

Science.gov (United States)

2010-01-01

... SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF THE TREASURY § 3101.110 Additional... shall be disqualified from participation in any matter involving the relative or the relative's employer...

26 CFR 1.31-2 - Credit for “special refunds” of employee social security tax.

Science.gov (United States)

2010-04-01

... security tax. 1.31-2 Section 1.31-2 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY INCOME TAX INCOME TAXES Credits Against Tax § 1.31-2 Credit for “special refunds” of employee social security tax. (a) In general. (1) In the case of an employee receiving wages from more than one employer...

20 CFR 1002.263 - Does the employee pay interest when he or she makes up missed contributions or elective deferrals?

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Does the employee pay interest when he or she makes up missed contributions or elective deferrals? 1002.263 Section 1002.263 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING SERVICE, DEPARTMENT OF LABOR REGULATIONS UNDER THE UNIFORMED SERVICES...

Impact of the 1978 ADEA Amendments on Employee Benefit Plans.

Science.gov (United States)

Mamorsky, Jeffrey D.

1978-01-01

The impact on employee benefit plans of the Age Discrimination in Employment Act amendments that raised the mandatory retirement age is addressed through a discussion and analysis of legislative history, court decisions, Department of Labor regulations, wage-hour rulings, and opinion letters. (Author/JMD)

Delivering ideal employee experiences.

Science.gov (United States)

Weiss, Marjorie D; Tyink, Steve; Kubiak, Curt

2009-05-01

Employee-centric strategies have moved from employee satisfaction and brand awareness to employee "affinity" or "attachment." In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences.

Queer in STEM Organizations: Workplace Disadvantages for LGBT Employees in STEM Related Federal Agencies

Directory of Open Access Journals (Sweden)

Erin A. Cech

2017-02-01

Full Text Available Lesbian, gay, bisexual, and transgender (LGBT individuals in U.S. workplaces often face disadvantages in pay, promotion, and inclusion and emergent research suggests that these disadvantages may be particularly pernicious within science and engineering environments. However, no research has systematically examined whether LGBT employees indeed encounter disadvantages in science, technology, engineering and math (STEM organizations. Using representative data of over 30,000 workers employed in six STEM-related federal agencies (the Department of Energy, the Environmental Protection Agency, the National Science Foundation, NASA, the Nuclear Regulatory Commission, and the Department of Transportation, over 1000 of whom identify as LGBT, we compare the workplace experiences of LGBT employees in STEM-related federal agencies with those of their non-LGBT colleagues. Across numerous measures along two separate dimensions of workplace experiences—perceived treatment as employees and work satisfaction—LGBT employees in STEM agencies report systematically more negative workplace experiences than their non-LGBT colleagues. Exploring how these disadvantages vary by agency, supervisory status, age cohort, and gender, we find that LGBT persons have more positive experiences in regulatory agencies but that supervisory status does not improve LGBT persons’ experiences, nor do the youngest LGBT employees fare better than their older LGBT colleagues. LGBT-identifying men and women report similar workplace disadvantages. We discuss the implications of these findings for STEM organizations and STEM inequality more broadly.

The gift of employee dissatisfaction.

Science.gov (United States)

Edge, Roberta M

2002-01-01

Through an employee survey administered at Kaweah Delta Health Care District (KDHCD) in Visalia, Calif., several sources of dissatisfaction were noted, including communication, equipment, staffing and rapid growth. Perceiving no real movement toward resolving these issues, employees vented their frustrations to administration. As director of imaging services, I enlisted the help of two inside consultants, KDHCD's director of education and the director of the Employee Assistance Program (EAP). We initiated a process that is ongoing, to move the department toward working together as a team to solve problems within their control. We three directors decided to work with a leadership group to: assess the history of the department clarify the current reality create a vision of the future learn the Covey Habit 4, "Think Win-Win" capture agreements that lead staff and managers to work in self-motivated, self-directed work teams have the director of education present the work to the staff at large, and encourage the leadership team to continue to learn tools that would help the group to improve. The two inside consultants held a series of training meetings with the leadership group of 15, which included a staff member from each modality, site and support service. Participation was optional, and all who were asked agreed to participate. The meetings were held weekly for four weeks for two hours before regular work hours. At the conclusion of the training, the group agreed to continue to meet weekly. After the first four meetings, a summary of the training was presented at a meeting of the full imaging staff plus the vice president of professional services at KDHCD. Through this program, imaging services staff members at KDHCD have achieved an increased sense of cohesion in the group, learned that we have control over some things and not others, and are learning to hold each other accountable with kindness. We are giving each other the benefit of the doubt. We have not

20 CFR 1002.262 - When is the employer required to make the plan contribution that is attributable to the employee...

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false When is the employer required to make the plan contribution that is attributable to the employee's period of uniformed service? 1002.262 Section 1002.262 Employees' Benefits OFFICE OF THE ASSISTANT SECRETARY FOR VETERANS' EMPLOYMENT AND TRAINING SERVICE, DEPARTMENT OF LABOR REGULATIONS UNDER...

42 CFR 403.322 - Termination of agreements for Medicare recognition of State systems.

Science.gov (United States)

2010-10-01

... 42 Public Health 2 2010-10-01 2010-10-01 false Termination of agreements for Medicare recognition of State systems. 403.322 Section 403.322 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL PROVISIONS SPECIAL PROGRAMS AND PROJECTS Recognition of State...

31 CFR 223.12 - Recognition as reinsurer.

Science.gov (United States)

2010-07-01

... 31 Money and Finance: Treasury 2 2010-07-01 2010-07-01 false Recognition as reinsurer. 223.12 Section 223.12 Money and Finance: Treasury Regulations Relating to Money and Finance (Continued) FISCAL SERVICE, DEPARTMENT OF THE TREASURY FINANCIAL MANAGEMENT SERVICE SURETY COMPANIES DOING BUSINESS WITH THE...

An Operational Statistical Analysis of United States Marine Corps Civilian Employee Injury Tracking Process and Injury Data

National Research Council Canada - National Science Library

Rascon, Carlos G

2008-01-01

Organizations within the Department of Defense (DoD) and Department of Labor (DoL) report safety metrics that quantify DoD civilian employee injury incident rates and lost work time for all military services...

Transitioning to a New Facility: The Crucial Role of Employee Engagement.

Science.gov (United States)

Slosberg, Meredith; Nejati, Adeleh; Evans, Jennie; Nanda, Upali

Transitioning to a new facility can be challenging for employees and detrimental to operations. A key aspect of the transition is employee understanding of, and involvement in, the design of the new facility. The literature lacks a comprehensive study of the impact of change engagement throughout the design, construction, and activation of a project as well as how that can affect perceptions, expectations, and, eventually, satisfaction of employees. The purpose of this research was to examine employee perceptions and satisfaction throughout a hospital design, construction, and activation process. Three pulse-point surveys were administered throughout the transition of a children's hospital emergency department and neonatal intensive care unit to a new facility. We also administered a postoccupancy survey 3 months after the move into the new facility. We received 544 responses and analyzed them to assess the relationship between involvement in design or change engagement initiatives and overall perceptions. The results revealed a strong relationship between employee engagement and their level of preparedness to move, readiness to adapt, and satisfaction. Early involvement in the design of a facility or new processes can significantly affect staff preparedness and readiness to adapt as well as employees' overall satisfaction with the building after occupancy. In addition, our findings suggest that keeping a finger on the pulse of employee perceptions and expectations throughout the design, construction, and activation phase is critical to employee preparedness and satisfaction in transitioning to a new facility.

Impact of Core Values on Motivating Future Employees: An ...

African Journals Online (AJOL)

This paper examines the roles that core values can play in helping to moderate extrinsic and intrinsic motivating factors in future employees. Using a sample of students of the Departments of Accounting, Business and Economics from a private University in Nigeria, the results show a significant difference in the level of ...

Are happy employees healthy employees? Researching the effects of employee engagement on absenteeism.

Science.gov (United States)

Hoxsey, Dann

2010-01-01

In 2007, a survey was conducted to measure the levels of workplace engagement for British Columbian civil servants. Following the Heskett et al. model of the “service profit chain” (1994, 2002), the government's primary concerns were the increasing attrition rates and their effects on service delivery. Essentially, the model demonstrated that employees who were more engaged were more committed to their work and more likely to stay within the civil service and that this culminated in improved customer service. Under the joint rubrics of absenteeism and job satisfaction, this study uses a construct of engagement (i.e., job satisfaction) to test whether different levels of engagement have any effect on the amount of sick time (absenteeism) an employee incurs. Specifically, the author looks at whether there is any correlation between the amount of sick time used and an individual's level of engagement and proposes that there is an inverse negative relationship: as job engagement increases, sick time used decreases. Testing the old adage “A happy employee is a healthy employee,” this research demonstrates that, though a more engaged employee may use less sick time, the differences in use between highly engaged employees and those not engaged are fairly marginal and that correlations are further confounded by a host of other (often missing) factors.

Some aspects of success performing in departments preparing ...

African Journals Online (AJOL)

In France, secondary teachers are public sector employees. Becoming a language teacher in secondary education is subject to passing public competitive entry examinations. Preparation for these examinations is provided in College Departments, which are essentially assessed on the basis of their success performance in ...

Hanford fire department FY 99 annual work plan WBS 6.5.7

Energy Technology Data Exchange (ETDEWEB)

GOOD, D.E.

1999-02-24

The mission of the Hanford Fire Department (HFD) is to support the safe and timely cleanup of the Hanford site by providing a full range of services at the lowest possible cost to customers. These services include fire suppression, fire prevention, emergency rescue, emergency medical service, and hazardous materials response; and to be capable of dealing with and terminating emergency situations which could threaten the operations, employees, the general public, or interest of the U. S. Department of Energy operated Hanford Site. This includes response to surrounding fire departments/districts under mutual aid and state mobilization agreements and fire fighting, hazardous materials, and ambulance support to Washington Public Power Supply System (Supply System) and various commercial entities operating on site through Requests for Service from DOE-RL. The fire department also provides site fire marshal overview authority, fire system testing and maintenance, respiratory protection services, building tours and inspections, ignitable and reactive waste site inspections, prefire planning, and employee fire prevention education.

Hanford fire department FY 1999 annual work plan WBS 6.5.7

International Nuclear Information System (INIS)

GOOD, D.E.

1999-01-01

The mission of the Hanford Fire Department (HFD) is to support the safe and timely cleanup of the Hanford site by providing a full range of services at the lowest possible cost to customers. These services include fire suppression, fire prevention, emergency rescue, emergency medical service, and hazardous materials response; and to be capable of dealing with and terminating emergency situations which could threaten the operations, employees, the general public, or interest of the U. S. Department of Energy operated Hanford Site. This includes response to surrounding fire departments/districts under mutual aid and state mobilization agreements and fire fighting, hazardous materials, and ambulance support to Washington Public Power Supply System (Supply System) and various commercial entities operating on site through Requests for Service from DOE-RL. The fire department also provides site fire marshal overview authority, fire system testing and maintenance, respiratory protection services, building tours and inspections, ignitable and reactive waste site inspections, prefire planning, and employee fire prevention education

Occupational exposure at the Department of Nuclear Medicine as a work environment: A 19-year follow-up

International Nuclear Information System (INIS)

Piwowarska-Bilska, H.; Birkenfeld, B.; Gwardys, A.; Listewnik, M. H.; Elbl, B.; Cichon-Bankowska, K.; Supinska, A.

2011-01-01

Background: This study assessed the radiation safety at Nuclear Medicine Department being a work environment. Ionizing radiation exposure of the employees in the last 19 years and the effects of legislative changes in radiological protection were analyzed. Material/Methods: All employees of the investigated department were regularly and individually monitored using chest badges equipped with Kodak film type 2. Overall, 629 annual doses of the employees of nuclear medicine department, registered in the period 1991 - 2009, were analyzed statistically. Results: Technicians were found to be the largest exposed professional group, whereas nurses received the highest annual doses. Physicians received an average annual dose at the border detection methods. Ancillary and administration staff occasionally received doses above the method detection limit (MDL). The average annual dose for all dosimetry records was 0.7 mSv, and that for dosimetry records equal and higher than MDL was 2.2 mSv. Conclusions: There was no case of an exceeded dose limit for a worker. Furthermore, improvement of radiological protection had a significant impact on the reduction of doses for the most exposed employees. (authors)

25 CFR 225.40 - Government employees cannot acquire minerals agreements.

Science.gov (United States)

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false Government employees cannot acquire minerals agreements. 225.40 Section 225.40 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR ENERGY AND MINERALS OIL AND GAS, GEOTHERMAL, AND SOLID MINERALS AGREEMENTS Minerals Agreements § 225.40 Government...

43 CFR 2.88 - What criteria will the Department consider in responding to my Touhy Request?

Science.gov (United States)

2010-10-01

... of the Interior RECORDS AND TESTIMONY; FREEDOM OF INFORMATION ACT Legal Process: Testimony by Employees and Production of Records Responsibility of the Department § 2.88 What criteria will the...; and (7) Avoid undue burden on us. Responsibilities of Employees ...

A PROFILE OF THE EMPLOYEES OF “SUCCESS” WITHIN THE DISTRIBUTION FIRMS – AN EXPLORATORY STUDY

Directory of Open Access Journals (Sweden)

Mihalea NICOLAU

2010-01-01

Full Text Available The objective of this exploratory study is even the delineation of a profile of a employee of success, mentioning that in this context the term “success” will have the meaning of performant/of producer of positive results (financial. The delineation of such a profile will begin with the recruitment process (general criteria, with the selection process (specific criteria, correlated with the responsibilities of the specific post, and continues with the perfectioning process, as well as with the evaluation process. The subjects of the present exploratory study were selected in an aleatory manner within the distribution firm - Sc Moldways Srl Iaşi. For obtaining a representative pattern it was used a number of 20 subjects (employees, and a sampling in „layers”, namely the method of gathering data (in the present case – the questionnaire was applied to employees from different departments and to employees situeted on all the hierarchical levels; as it fallows: - 5 perssons (the general manager, and the three departments managers; - inferior/ intermediate level: 15 persons (2 delivering agents, 10 sales agents, etc..

Irradiation Processing Department monthly report, April 1963

Energy Technology Data Exchange (ETDEWEB)

1963-05-13

This document details activities of the Irradiation Processing Department during the month of August, 1958. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; and Financial Operation.

Irradiation Processing Department monthly report, December 1958

Energy Technology Data Exchange (ETDEWEB)

1959-01-21

This document details activities of the irradiation processing department during the month of December 1958. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering operation; Employee Relations Operation; and Financial Operation.

Irradiation Processing Department monthly report, June 1960

Energy Technology Data Exchange (ETDEWEB)

1960-07-15

This document details activities of the irradiation processing department during the month of June 1960. A general summary is included at the start of the report, after which the report is divided into the following sections: research and engineering operations; production and reactor operations; facilities engineering operation; employee relations operation; and financial operation.

Irradiation Processing Department monthly report, May 1961

Energy Technology Data Exchange (ETDEWEB)

1961-06-15

This document details activities of the irradiation processing department during the month of May, 1961. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; and NPR Reactor.

Irradiation Processing Department monthly report, August 1960

Energy Technology Data Exchange (ETDEWEB)

1960-09-12

This document details activities of the irradiation processing department during the month of August, 1960. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor operations; Facilities Engineering operation; Employee Relations Operation; and Financial Operation.

Irradiation Processing Department monthly report, May 1960

Energy Technology Data Exchange (ETDEWEB)

Greninger, A.B.

1960-06-20

This document details activities of the irradiation processing department during the month of May, 1960. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; and Financial Operation.

Irradiation Processing Department monthly report, March 1963

Energy Technology Data Exchange (ETDEWEB)

1963-04-12

This document details activities of the Irradiation Processing Department during the month of August, 1958. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; and Financial Operation.

Irradiation Processing Department monthly report, July 1960

Energy Technology Data Exchange (ETDEWEB)

1960-08-12

This document details activities of the irradiation processing department during the month of July, 1960. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; and Financial Operation.

Analyzing the Determinants of Job Satisfaction among Jordanian Hospital Employees Using The Warr-Cook-Wall Scale

Directory of Open Access Journals (Sweden)

Adriana Anamaria Davidescu

2016-09-01

Full Text Available The paper aims to identify the main determinants of job satisfaction in Jordanian hospitals using a sample of 325 employees from six hospitals at the level of the year 2015. In order to do that, we used Warr-Cook-Wall scale to assess job satisfaction based on four dimensions: extrinsic job satisfaction, and intrinsic job satisfaction, working conditions satisfaction, employee relations satisfaction applying the multivariate regression analysis to highlight the predictors of job satisfaction. The empirical results revealed that the main determinants of job satisfaction among Jordanian employees are related to the intrinsic job satisfaction and employee relations satisfaction and the wage have a relatively small impact on this. The findings revealed that the financial incentives have their significance but they are not fundamental, the non-financial incentives being really important in enhancing motivation among health employees. So, in order to improve the overall degree of retention, the managers need to reinforce the importance of non-financial factors like the freedom to choose the working methods, the recognition for a good work, the responsibility, the chance for promotion, the opportunity to use the abilities, the attention paid to the suggestions and the level of variety in the job.

Hazards Control Department 1996 Annual Report

Energy Technology Data Exchange (ETDEWEB)

Richards, J.

1997-06-30

This annual report on the activities of the Hazards Control Department (HCD) in 1996 is part of the department's continuing effort to foster a working environment at Lawrence Livermore National Laboratory where every person has the means, ability, and desire to work safely. The significant accomplishments and activities, the various services provided, and research into Environment, Safety, and Health (ES&H) issues by HCD would not have been possible without the many and ongoing contributions by its employees and support personnel. The HCD Leadership Team thanks each and every one in the department for their efforts and work in 1996 and for their personal commitment to keeping one of the premier research and scientific institutions in the world today a safe and healthy place.

The Influence of Transformational Leadership on Job Satisfaction, Organizational Commitment,and Employee Performance

Directory of Open Access Journals (Sweden)

Marnis Atmojo

2012-04-01

Full Text Available This research has four main objectives; first, to prove and analyze the influence of transformational leadership towards employee job satis faction; Second, to prove and analyze the influence of transformational leadership towards organizational commitment; Third, to prove and analyze the influence of transformationalleadership towards employee performance; Fourth, to prove and analyze the influence of organization commitment towards the employee performance. This research involved 146 members of middle management as our research sample namely Head of Department, Plantation Manager, Plant Manager, Head of Bureau/Division, Head Assistant, Head of Strategic Business Unit (SBU, Chief Engineer and Head of Hospital Service. Structural Equation Modeling (SEM was used to test and analyze relationship among the research variables. Research findings are transformational leadership significantly influences job satisfaction, transformational leadership significantly influences the organization commitment. The job satisfaction is shown to have significant influence on employee performance, and organization commitment significantly influences the employee performance.

25 CFR 38.13 - Status quo employees in education positions.

Science.gov (United States)

2010-04-01

... approval, an involuntary change in position shall not affect the current status of status quo education... 25 Indians 1 2010-04-01 2010-04-01 false Status quo employees in education positions. 38.13 Section 38.13 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR EDUCATION EDUCATION PERSONNEL...

Role of Leadership and Employee Engagement towards Individual Performance of Pharmacy Employees

Directory of Open Access Journals (Sweden)

Susi A. Rahayu

2012-09-01

Full Text Available Employees dissatisfaction to the head of the hospital pharmacy will decrease employees performance and unsatisfied customers. To solve the problems, employees should be based on performance as customer expectations in providing services. One of the ways to improve the performance of the employees, they must feel engage to the work. One of the factors to improve employee engagement is the leadership factor. Therefore, it is necessary to study the impact of leadership on individual performance employee in hospital pharmacy and also the influence of employee engagement as a mediator. A total of 79 employees from the pharmacy in two private hospitals in Bandung became the participants. This study used the technique of partial least squares to test the hypothesized relationships. The results showed that there were significant between leadership to employee engagement (t value (12,84 > t-table (1.64, the significance of employee engagement on individual performance (t value (3.83 > t-table (1.64. In contrast, there was no influence and significance in leadership on individual performance (t value (0.45 < t-table (1.64. Employee engagement fully mediated the relationship between leadership and individual performance. Therefore, improving pharmacy services is a set of actions and involvement of pharmacy employees who are consistent, sustainable and clear.

Employee satisfaction and employee retention: catalysts to patient satisfaction.

Science.gov (United States)

Collins, Kevin S; Collins, Sandra K; McKinnies, Richard; Jensen, Steven

2008-01-01

Over the last few years, most health care facilities have become intensely aware of the need to increase patient satisfaction. However, with today's more consumer-driven market, this can be a daunting task for even the most experienced health care manager. Recent studies indicate that focusing on employee satisfaction and subsequent employee retention may be strong catalysts to patient satisfaction. This study offers a review of how employee satisfaction and retention correlate with patient satisfaction and also examines the current ways health care organizations are focusing on employee satisfaction and retention.

Recognition & Respect. Standards of Good Practice in the Employment of Graduate Employees. Item Number 36-0716

Science.gov (United States)

American Federation of Teachers, 2004

2004-01-01

A growing component of the instructional workforce in higher education, graduate teaching and research assistants are frequently viewed by university administrators and trustees as students rather than employees, according to this American Federation of Teachers (AFT) report. As the number of new full-time faculty hired decreases, an increased…

Irradiation Processing Department monthly report, January 1961

Energy Technology Data Exchange (ETDEWEB)

1961-02-15

This document details activities of the irradiation processing department during the month of January, 1961. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; Financial Operation; and NPR Project.

Chemical Processing Department monthly report, May 1957

Energy Technology Data Exchange (ETDEWEB)

1957-06-21

The May, 1957 monthly report for the Chemical Processing Department of the Hanford Atomic Products Operation includes information regarding research and engineering efforts with respect to the Purex and Redox process technology. Also discussed is the production operation, finished product operation, power and general maintenance, financial operation, engineering and research operations, and employee operation.(MB)

Department of Defense Education Activity. An Overview.

Science.gov (United States)

US Department of Defense, 2004

2004-01-01

DoDEA operates 223 public schools in 16 districts located in seven states, Puerto Rico, Guam, and 13 foreign countries to serve the children of military service members and Department of Defense civilian employees. Approximately 104,935 students are enrolled in DoDEA schools, with approximately 73,200 students in the DoDDS system, and…

Chemical Processing Department monthly report, September 1957

Energy Technology Data Exchange (ETDEWEB)

1957-10-22

The September, 1957 monthly report for the Chemical Processing Department of the Hanford Atomic Products Operation includes information regarding research and engineering efforts with respect to the Purex and Redox process technology. Also discussed is the production operation, finished product operation, power and general maintenance, financial operation, engineering and research operations, and employee operation.

Hazards Control Department annual technology review, 1987

Energy Technology Data Exchange (ETDEWEB)

Griffith, R.V.; Anderson, K.J. (eds.)

1988-07-01

This document describes some of the research performed in the LLNL Hazards Control Department from October 1986 to September 1987. The sections in the Annual report cover scientific concerns in the areas of Health Physics, Industrial Hygiene, Industrial Safety, Aerosol Science, Resource Management, Dosimetry and Radiation Physics, Criticality Safety, and Fire Science. For a broader overview of the types of work performed in the Hazards Control Department, we have also compiled a selection of abstracts of recent publications by Hazards Control employees. Individual reports are processed separately for the data base.

37 CFR 2.17 - Recognition for representation.

Science.gov (United States)

2010-07-01

..., registrant, or party (e.g., a corporate officer or general partner of a partnership). In the case of joint..., DEPARTMENT OF COMMERCE RULES OF PRACTICE IN TRADEMARK CASES Representation by Attorneys Or Other Authorized Persons § 2.17 Recognition for representation. (a) Authority to practice in trademark cases. Only an...

Radiation exposures for DOE and DOE contractor employees, 1987

International Nuclear Information System (INIS)

1989-10-01

This report is one of series of annual reports provided by the US Department of Energy (DOE) summarizing occupational radiation exposures received by DOE and DOE contractor employees. These reports provide an overview of radiation exposures received each year, as well as identification of trends in exposures being experienced over the years. 5 figs., 30 tabs

Organisational Stress and Employee Dissatisfaction at Work: A Case Study to Boost Employee Satisfaction

OpenAIRE

Upma Goel

2014-01-01

Employee satisfaction is the terminology used to describe whether employees are happy and comfortable and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace.Employee satisfaction, while generally a positive in your organization, can also be a downer if mediocre employees stay because they are satisfied with your work environment.Employee satisf...

Irradiation Processing Department monthly record report, July 1959

Energy Technology Data Exchange (ETDEWEB)

1959-08-21

This document details activities of the irradiation processing department during the month of July 1959. A general summary is included at the start of the report, after which the report is divided into the following sections: research and engineering operations; facilities engineering operation; employee relations operation; and financial operation.

The employee satisfaction in metalworking manufacturing: How do organizational culture and organizational learning capacity jointly affect it?

Directory of Open Access Journals (Sweden)

Bulent Aydin

2008-12-01

Full Text Available It is a known fact that the organizations, which give more attention to the satisfaction of their employees, produce more successful outcomes than others do. In this sense, we have constructed an original model and carried out a research analysis in metalworking manufacturing, which the main subject is about to investigate the employee satisfaction depending on the factors of organizational culture and organizational learning capacity. The aim of the research is to contribute to academic researchers as well as managerial level and human resource department employees of metalworking organizations, in maximizing the employee satisfaction. The research was applied on 578 employees of the related industry. By the results, we have determined that the constructed model is significant and there is positive significant correlation both between -organizational culture and employee satisfaction- and -organizational learning capacity and employee satisfaction. Additionally, the total explained variance of employee satisfaction depending on these two variables has come out as the value of 0.56.

Overview of Department of Energy programs

International Nuclear Information System (INIS)

Hill, J.R.

1985-01-01

An overview is presented of policies and standards of the US DOE in the protection of the public, government employees, and government property from damage caused by natural phenomena. Included are Department of Energy orders covering policy and standards for natural phenomena hazards mitigation and Office of Nuclear Safety projects related to natural phenomena hazards mitigation. National Federal programs, committees, and reports are listed. 18 references

76 FR 63206 - Supplemental Standards of Ethical Conduct for Employees of the Department of Homeland Security

Science.gov (United States)

2011-10-12

... purchase of certain Government-owned property, require employees to report allegations of waste, fraud, and... for purposes of determining whether the donor of a gift is a ``prohibited source'' and of identifying... approval for outside activities, accepting gifts from non-Federal sources, outside teaching, speaking, and...

DynCorp Tricities Services, Inc. Hanford fire department FY 1998 annual work plan

International Nuclear Information System (INIS)

Good, D.E.

1997-01-01

The mission of the Hanford Fire Department (HFD) is to support the safe and timely cleanup of the Hanford site by providing fire suppression, fire prevention, emergency rescue, emergency medical service, and hazardous materials response; and to be capable of dealing with and terminating emergency situations which could threaten the operations, employees, or interest of the U.S. Department of Energy operated Hanford site. This includes response to surrounding fire departments/districts under mutual aid and state mobilization agreements and fire fighting, hazardous materials, and ambulance support to Washington Public Power Supply System (Supply System) and various commercial entities operating on site through Requests for Service from DOE-RL. This fire department also provides site fire marshal overview authority, fire system testing and maintenance, respiratory protection services, building tours and inspections, ignitable and reactive waste site inspections, prefire planning, and employee fire prevention education. This plan provides a program overview, program baselines, and schedule baseline

Fire protection program fiscal year 1995 site support program plan, Hanford Fire Department

International Nuclear Information System (INIS)

Good, D.E.

1994-09-01

The mission of the Hanford Fire Department (HFD) is to support the safe and timely cleanup of the Hanford site by providing fire suppression, fire prevention, emergency rescue, emergency medical service, and hazardous materials response; and to be capable of dealing with and terminating emergency situations which could threaten the operations, employees, or interest of the US Department of Energy operated Hanford Site. This includes response to surrounding fire departments/districts under a mutual aid agreement and contractual fire fighting, hazardous materials, and ambulance support to Washington Public Power Supply System (Supply System). The fire department also provides site fire marshal overview authority, fire system testing and maintenance, self-contained breathing apparatus maintenance, building tours and inspections, ignitable and reactive waste site inspections, prefire planning, and employee fire prevention education. This report describes the specific responsibilities and programs that the HFD must support and the estimated cost of this support for FY1995

Employee recruitment: using behavioral assessments as an employee selection tool.

Science.gov (United States)

Collins, Sandra K

2007-01-01

The labor shortage of skilled health care professionals continues to make employee recruitment and retention a challenge for health care managers. Greater accountability is being placed on health care managers to retain their employees. The urgency to retain health care professionals is largely an issue that should be considered during the initial recruitment of potential employees. Health care managers should analyze candidates rigorously to ensure that appropriate hiring decisions are made. Behavioral assessments can be used as a useful employee selection tool to assist managers in the appropriate placement and training of potential new employees. When administered appropriately, these tools can provide managers with a variety of useful information. This information can assist health care managers in demystifying the hiring process. Although there are varying organizational concerns to address when using behavioral assessments as an employee selection tool, the potential return on investment is worth the effort.

A workplace modified duty program for employees in an oncology center.

Science.gov (United States)

Soteriades, Elpidoforos S

2017-01-01

Workplace modified duty programs may provide reasonable accommodations to employees who have partial temporary job disability and could work on duty accommodations until they fully recover. However, little is known about the implementation barriers and effectiveness of such programs. This study is aimed at evaluating the implementation of a modified duty program for employees in an oncology center. A modified duty program for employees working at the Bank of Cyprus Oncology Center, a non profit organization with 200 employees located in the Republic of Cyprus was evaluated based on the health records of the occupational medicine department. Employees' participation in the program was 3%. A total of 12 employees participated (6 each year). The participants were all women and the mean participation period was 21.6 days (range 10 - 65 days). The two most frequent reasons for a modified duty assignment were pregnancy and back pain. Employees were assigned either on limited duties or on a combination of limited duties and reduced work hours. Employees reported being very satisfied with their participation based on a follow-up narrative oral assessment. The small participation rate does not allow for advanced statistical analyses. Further studies from larger organizations are urgently needed to evaluate the effectiveness of modified duty programs. The development of a legal framework for such modified duty programs in Cyprus as well as internationally may promote their implementation in order to facilitate the effective management of temporary partial job disability for the benefit of both employees and businesses.

29 CFR 779.234 - Establishments whose only regular employees are the owner or members of his immediate family.

Science.gov (United States)

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Establishments whose only regular employees are the owner... Employment to Which the Act May Apply; Enterprise Coverage Leased Departments, Franchise and Other Business Arrangements § 779.234 Establishments whose only regular employees are the owner or members of his immediate...

Reducing suboptimal employee decisions can build the business case for employee benefits.

Science.gov (United States)

Goldsmith, Christopher; Cyboran, Steven F

2013-01-01

Suboptimal employee decisions are prevalent in employee benefit plans. Poor decisions have significant consequences for employees and employers. Improving participant decisions produces beneficial outcomes such as lower labor costs, higher productivity and better workforce management. The business case for employee benefits can be strengthened by applying lessons learned from the field of behavioral economics to employee benefit plan design and to workforce communication. This article explains the types of behavioral biases that influence suboptimal decisions and explores how enlightened employee benefit plan choice architecture and vivid behavioral messaging contribute to human and better organizational outcomes.

Managing the twenty-first century reference department challenges and prospects

CERN Document Server

Katz, Linda S

2014-01-01

Learn the skills needed to update and manage a reference department that efficiently meets the needs of clients today?and tomorrow! Managing the Twenty-First Century Reference Department: Challenges and Prospects provides librarians with the knowledge and skills they need to manage an effective reference service. Full of useful and practical ideas, this book presents successful methods for recruiting and retaining capable reference department staff and management, training new employees and adapting current services to an evolving field. Expert practitioners address the changing role of the r

75 FR 27784 - Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort

Science.gov (United States)

2010-05-18

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort AGENCY: National Institute for Occupational Safety and Health... concerning the final effect of the decision to designate a class of employees from Lawrence Livermore...

41 CFR 60-1.41 - Solicitations or advertisements for employees.

Science.gov (United States)

2010-07-01

... 41 Public Contracts and Property Management 1 2010-07-01 2010-07-01 true Solicitations or advertisements for employees. 60-1.41 Section 60-1.41 Public Contracts and Property Management Other Provisions Relating to Public Contracts OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS, EQUAL EMPLOYMENT OPPORTUNITY, DEPARTMENT OF LABOR 1-OBLIGATIONS OF...

Can academic radiology departments become more efficient and cost less?

Science.gov (United States)

Seltzer, S E; Saini, S; Bramson, R T; Kelly, P; Levine, L; Chiango, B F; Jordan, P; Seth, A; Elton, J; Elrick, J; Rosenthal, D; Holman, B L; Thrall, J H

1998-11-01

To determine how successful two large academic radiology departments have been in responding to market-driven pressures to reduce costs and improve productivity by downsizing their technical and support staffs while maintaining or increasing volume. A longitudinal study was performed in which benchmarking techniques were used to assess the changes in cost and productivity of the two departments for 5 years (fiscal years 1992-1996). Cost per relative value unit and relative value units per full-time equivalent employee were tracked. Substantial cost reduction and productivity enhancement were realized as linear improvements in two key metrics, namely, cost per relative value unit (decline of 19.0% [decline of $7.60 on a base year cost of $40.00] to 28.8% [$12.18 of $42.21]; P employee (increase of 46.0% [increase of 759.55 units over a base year productivity of 1,651.45 units] to 55.8% [968.28 of 1,733.97 units]; P < .001), during the 5 years of study. Academic radiology departments have proved that they can "do more with less" over a sustained period.

Human resources management for a hospital pharmacy department.

Science.gov (United States)

Chase, P A

1989-06-01

The concepts of human resources management (HRM) are presented, and the application of HRM concepts to a hospital pharmacy department is described. Low salaries and poor working conditions had precipitated a mass exodus of pharmacists from a 650-bed, tertiary-care medical center. The newly hired director of pharmacy sought to rebuild the department by developing a three-stage HRM model consisting of needs forecasting, performance management, and advanced management systems. In the needs-forecasting stage, the strengths and weaknesses of departmental programs were determined through analysis of existing standards of practice, situational analysis, and financial analyses; the strengths and weaknesses of departmental employees were determined through the use of talent inventories, turnover analysis, analysis of time and leave records, reevaluation of the department's job classifications, performance and productivity evaluations, and productivity evaluations, and development of a philosophy of practice and mission statement. Needs and problems were addressed by examining each existing program and developing new policies and procedures, performance standards, quality assurance mechanisms, and productivity expectations. Personnel needs and problems were addressed by designing a system of differentiated career ladders, contracting with pharmacists for career moves, developing the skills of currently employed pharmacists, and implementing a succession planning model. The model has been in place for approximately three years and is beginning to yield the desired results. Application of HRM concepts to a hospital pharmacy department appears to have been successful in improving employee morale and in helping the department to meet goals of expanded and improved services.

15 CFR 310.6 - Recognition by the President.

Science.gov (United States)

2010-01-01

... 15 Commerce and Foreign Trade 2 2010-01-01 2010-01-01 false Recognition by the President. 310.6 Section 310.6 Commerce and Foreign Trade Regulations Relating to Commerce and Foreign Trade (Continued) INTERNATIONAL TRADE ADMINISTRATION, DEPARTMENT OF COMMERCE MISCELLANEOUS REGULATIONS OFFICIAL U.S. GOVERNMENT...

ANTESEDEN EMPLOYEE TURNOVER

Directory of Open Access Journals (Sweden)

Heryadi Fardilah

2018-03-01

Full Text Available This research is concerning the effect of workplace environment, job satisfaction, and  job performance on employee turnover, and the background is to get the convenience of employees condition, the satisfaction of job results, maximum performance, and keep and reduce in and out employees. The purpose of this research is to see how far the influence of workplace environment, job satisfaction, and job performance on employee turnover. Planning of this research uses primary data that is got by handing over questioners to 200 employees in Telecommunication company in East Jakarta. The analysis method which is used is double regresi.  Results of  this  research give conclusion that there's a positive and significant influence of workplace environment, job satisfaction, and job performance on employee turnover.

Associations between employee and manager gender: impacts on gender-specific risk of acute occupational injury in metal manufacturing.

Science.gov (United States)

Kubo, Jessica T; Cullen, Mark R; Desai, Manisha; Modrek, Sepideh

2013-11-08

Prior research has shown increased risk of injury for female employees compared to male employees after controlling for job and tasks, but have not explored whether this increased risk might be moderated by manager gender. The gender of one's manager could in theory affect injury rates among male and female employees through their managers' response to an employee's psychosocial stress or through how employees differentially report injuries. Other explanations for the gender disparity in injury experience, such as ergonomic factors or differential training, are unlikely to be impacted by supervisor gender. This study seeks to explore whether an employee's manager's gender modifies the effect of employee gender with regards to risk of acute injury. A cohort of employees and managers were identified using human resources and injury management data between January 1, 2002 and December 31, 2007 for six facilities of a large US aluminum manufacturing company. Cox proportional hazards models were employed to examine the interaction between employee gender and whether the employee had female only manager(s), male only manager(s), or both male and female managers on injury risk. Manager gender category was included as a time varying covariate and reassessed for each employee at the midpoint of each year. The percentage of departments with both female and male managers increased dramatically during the study period due to corporate efforts to increase female representation in management. After adjustment for fixed effects at the facility level and shared frailty by department, manager gender category does not appear to moderate the effect of employee gender (p = 0.717). Manager category was not a significant predictor (p = 0.093) of time to first acute injury. Similarly, having at least one female manager did not modify the hazard of injury for female employees compared to males (p = 0.899) and was not a significant predictor of time to first acute injury (p�

76 FR 56406 - Science and Technology Reinvention Laboratory Demonstration Project; Department of the Army; Army...

Science.gov (United States)

2011-09-13

... DEPARTMENT OF DEFENSE Office of the Secretary Science and Technology Reinvention Laboratory Demonstration Project; Department of the Army; Army Research, Development and Engineering Command; Tank... personnel management demonstration project for eligible TARDEC employees. Within that notice the table...

THE EFFECT OF ORGANIZATIONAL CULTURE AND WORKING ENVIRONMENT ON EMPLOYEE PERFORMANCE: STUDY ON THE EXAMPLE OF PRINTING COMPANY

Directory of Open Access Journals (Sweden)

Zainul M.

2017-12-01

Full Text Available The main objective of this research is to examine and analyze how the organizational culture influences on the performance of the employees of Banjarmasin Post Group, and find out how the work environment has influence on the performance of its employees. Involved sample in this studies are 100 employees across all departments. The proposed model indicates that it can deliver the dependent variable by 71% by the quite strong relation at 0.846. The finding indicates that significant effect is occurred on working environment while the organizational culture doesn’t contribute any significant effect on employee performance. However, the simultaneous effect indicates that both variables were affecting employee performance.

The Impact of Job Satisfaction and Employee Education on Employee Efficiency

Directory of Open Access Journals (Sweden)

M. M. C. De Silva

2014-10-01

Full Text Available Against a backdrop of continuing discussion on the challenges faced by the apparel industry in Sri Lanka, the human involvement is yet to be considered as a significant organizational element. Therefore this study empirically examined the impact of job satisfaction and employee education on employee efficiency in the apparel industry with reference to the Gampaha district. The study was aimed to examine the problem “Is there an impact of job satisfaction and employee education on employee efficiency?”This study was conducted from a randomly selected sample of 90 respondents from an Apparel organization by administrating a structured questionnaire, which consisted of 37 questions that featured a 6 point scale. The sample of the study only consisted of machine operators. For the purpose of analyzing both descriptive and dummy variables regression was used. Descriptive analysis was used to clarify the basic features of the sample. In order to examine the relationship employee efficiency has with job satisfaction and employee education, an ANOVA model was constructed. The constructed ANOVA model for the study is as follows. EF = â0+ â1D1 + â2D2 +â3D3 + U The findings of the research revealed that there was no positive relationship between employee efficiency, job satisfaction and education and it was statistically confirmed by rejecting the two hypotheses. According to the study, the researcher observed that employee efficiency neither relates to employee job satisfaction nor the level of education of employees since they work to achieve their day to day targets.

How Can an Emergency Department Assist Patients and Caregivers at the End of Life?

Science.gov (United States)

... And Caregivers At The End Of Life? How Can An Emergency Department Assist Patients And Caregivers At ... your family. Five ways that the Emergency Department can help 1. Assist in the recognition and understanding ...

8 CFR 1292.2 - Organizations qualified for recognition; requests for recognition; withdrawal of recognition...

Science.gov (United States)

2010-01-01

...; requests for recognition; withdrawal of recognition; accreditation of representatives; roster. 1292.2...; requests for recognition; withdrawal of recognition; accreditation of representatives; roster. (a) Qualifications of organizations. A non-profit religious, charitable, social service, or similar organization...

Legal and policy issues associated with monitoring employee E-mail

Energy Technology Data Exchange (ETDEWEB)

Segura, M.A.; Rither, A.C.

1997-01-01

This paper examines the legal issues involved with employer monitoring of employee e-mail. In addition to identifying pertinent legal issues, the paper provides guidelines that will help the Pacific Northwest National Laboratory (PNNL) establish a program for monitoring outgoing e-mail to insure compliance with company policies, particularly those regarding protection of trade secrets and proprietary information, and to comply with the Department of Energy`s (DOE) procedures for protecting Export Controlled Information (ECI). Electronic communication has allowed companies to enhance efficiency, responsiveness and effectiveness. E-mail allows employees to transmit all types of data to other individuals inside and outside of their companies. The ease with which information can be transmitted by e-mail has placed trade secrets, proprietary information, and other sensitive data at risk from inadvertent disclosure by employees. As employers attempt to protect their interests through measures such as monitoring e-mail, they may expose themselves to liability under federal and state laws for violating employee privacy. Business use of e-mail has proliferated so rapidly that the federal and state legal systems have not been able to adequately address the issues arising out of its use in the workplace.

Threshold models of recognition and the recognition heuristic

Directory of Open Access Journals (Sweden)

Edgar Erdfelder

2011-02-01

Full Text Available According to the recognition heuristic (RH theory, decisions follow the recognition principle: Given a high validity of the recognition cue, people should prefer recognized choice options compared to unrecognized ones. Assuming that the memory strength of choice options is strongly correlated with both the choice criterion and recognition judgments, the RH is a reasonable strategy that approximates optimal decisions with a minimum of cognitive effort (Davis-Stober, Dana, and Budescu, 2010. However, theories of recognition memory are not generally compatible with this assumption. For example, some threshold models of recognition presume that recognition judgments can arise from two types of cognitive states: (1 certainty states in which judgments are almost perfectly correlated with memory strength and (2 uncertainty states in which recognition judgments reflect guessing rather than differences in memory strength. We report an experiment designed to test the prediction that the RH applies to certainty states only. Our results show that memory states rather than recognition judgments affect use of recognition information in binary decisions.

Organizational Hierarchy, Employee Status, and Use of Employee Assistance Programs.

Science.gov (United States)

Gerstein, Lawrence; And Others

1993-01-01

Examined role of organizational hierarchy and staff status in number of Employee Assistance Program (EAP) referrals made by potential helpers and relationship of these variables to personal EAP use among 157 supervisors and 232 employees. Supervisors suggested more EAP referrals than did employees. Middle level staff received EAP services more…

76 FR 72928 - Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort

Science.gov (United States)

2011-11-28

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort AGENCY: National Institute for Occupational Safety and Health... concerning the final effect of the HHS decision to designate a class of employees from Vitro Manufacturing in...

76 FR 7852 - Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort

Science.gov (United States)

2011-02-11

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort AGENCY: National Institute for Occupational Safety and Health... concerning the final effect of the HHS decision to designate a class of employees from Texas City Chemicals...

76 FR 59701 - Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort

Science.gov (United States)

2011-09-27

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort AGENCY: National Institute for Occupational Safety and Health... concerning the final effect of the HHS decision to designate a class of employees from the Sandia National...

75 FR 67364 - Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort

Science.gov (United States)

2010-11-02

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort AGENCY: National Institute for Occupational Safety and Health... concerning the final effect of the HHS decision to designate a class of employees from the Blockson Chemical...

75 FR 27785 - Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort

Science.gov (United States)

2010-05-18

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Final Effect of Designation of a Class of Employees for Addition to the Special Exposure Cohort AGENCY: National Institute for Occupational Safety and Health... concerning the final effect of the decision to designate a class of employees from Area IV of the Santa...

Irradiation Processing Department monthly record report, May 1958

Energy Technology Data Exchange (ETDEWEB)

1958-06-20

This document details activities of the irradiation processing department during the month of May 1958. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; and Financial Operation.

Irradiation Processing Department monthly record report, September 1959

Energy Technology Data Exchange (ETDEWEB)

Greninger, A.B.

1959-10-22

This document details activities of the irradiation processing department during the month of September, 1959. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; and Financial Operation.

Irradiation Processing Department monthly record report, August 1958

Energy Technology Data Exchange (ETDEWEB)

1958-09-19

This document details activities of the irradiation processing department during the month of August, 1958. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; and Financial Operation.

Irradiation Processing Department monthly record report, October 1956

Energy Technology Data Exchange (ETDEWEB)

1956-11-21

This document details activities of the irradiation processing department during the month of October, 1956. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; and Financial Operation.

Irradiation Processing Department monthly record report, March 1959

Energy Technology Data Exchange (ETDEWEB)

Greninger, A.B.

1959-04-21

This document details activities of the irradiation processing department during the month of March, 1959. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; and Financial Operation.

Irradiation Processing Department monthly record report, December 1956

Energy Technology Data Exchange (ETDEWEB)

1957-01-19

This document details activities of the Irradiation Processing Department during the month of December 1956. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; and Financial Operation.

Irradiation Processing Department monthly record report, November 1958

Energy Technology Data Exchange (ETDEWEB)

1958-12-19

This document details activities of the irradiation processing department during the month of November 1958. A general summary is included at the start of the report, after which the report is divided into the following sections: research and engineering operation; production and reactor operations; facilities engineering operation; employee relations operations; and financial operation.

Irradiation Processing Department monthly record report, July 1958

Energy Technology Data Exchange (ETDEWEB)

1958-08-21

This document details activities of the irradiation processing department during the month of July, 1958. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; and Financial Operation.

Irradiation Processing Department monthly record report, March 1957

Energy Technology Data Exchange (ETDEWEB)

1957-04-19

This document details activities of the irradiation processing department during the month of March, 1957. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; and Financial Operation.

Irradiation Processing Department monthly record report, November 1956

Energy Technology Data Exchange (ETDEWEB)

1956-12-20

This document details activities of the irradiation processing department during the month of November 1956. A general summary is included at the start of the report, after which the report is divided into the following sections: research and engineering operations; production and reactor operations; facilities engineering operation; employee relations operation; and financial operation.

Irradiation Processing Department monthly record report, January 1959

Energy Technology Data Exchange (ETDEWEB)

Greninger, A.B.

1959-02-20

This document details activities of the irradiation processing department during the month of January 1959. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering operation; Employee Relations Operation; and Financial Operation.

Shared leadership and the evolution of "one great department".

Science.gov (United States)

Casady, Wanda M; Dowd, Terry A

2005-01-01

In 2001, Banner Baywood Medical Center's (BBMC) medical imaging department employed concepts to engage staff in a participative decision-making practice regarding those things that most impacted their jobs. A 5-member Oversight Committee was charged with defining a vision for the department to be achieved by 2005, determining obstacles or challenges that needed to be overcome in order to achieve the vision, and facilitating 12-week teams to find solutions to these obstacles. Several initiatives were implemented to ensure competitive salaries, more effective leadership, and overall greater participation by staff in the decision-making process. Within the project's first 18 months, the department's turnover rate was reduced from 40% to 14.5%. However, as the department continued to grow, it became evident that the structure of the Oversight Committee was no longer sufficient to achieve its goals. The members of the Oversight Committee decided to expand its membership to include a representative from every work group within the department. The new group was called the Strategic Thinking Group (STG). Shared leadership--defined by Conger and Pearce as "a dynamic", interactive process among individuals working in groups in which the objective is to lead one another to the achievement of the group goals--is a vital component of the department's operation. During the past 2 years, BBMC has been actively engaged in creating a workplace environment that promotes shared leadership. BBMC utilizes the Gallup Q12 Workplace Survey and the Press Ganey Patient Satisfaction Survey. These surveys use identical numerical ratings, with "5" (strongly agree/very good) the department's goal for employees and patients. Consequently, the department created a new slogan: "We Strive for 5." The outcomes of shared leadership have proven to have a positive impact on staff retention, the reduction of casual Iabor staff, employee satisfaction, and patient satisfaction.

Monitoring of individual doses and its information management system for CAEP's employees

International Nuclear Information System (INIS)

Wei Xiye; Lei Jiarong; Yuan Yonggang; Zhao Lin; Zhao Minzhi; Cui Gaoxian

2007-01-01

Employees' individual dose is very important to radiation workers, this paper introduces the monitoring of individual doses for the employees of CAEP in brief. A mass of employees' individual dose information records needed for being disposed, the data management software IDDMS for individual dose was developed. This paper describes the database structure, main modules, statistic and printing functions in this program. Based on much experience of many years in data management of individual dose, this program is developed using the object-oriented language Visual Foxpro 6.0. Meanwhile, it had been tested for several months. The results show that this software can be used directly for daily management of individual dose, and report forms of individual dose can also be printed easily for the related superior department. (authors)

Using Communication Audits To Teach Organizational Communication to Students and Employees.

Science.gov (United States)

Scott, Craig R.; Shaw, Sandra Pride; Timmerman, C. Erik; Frank, Volker; Quinn, Laura

1999-01-01

Discusses how communication audits serve well as educational tools for both student auditors and employees of organizations. Describes how teachers need to gain access to organizations, especially through internal audit departments; negotiate the exchange of essentially free audit findings for a learning experience and research data; and secure…

Irradiation Processing Department monthly report, April 1961

Energy Technology Data Exchange (ETDEWEB)

1961-05-15

This document details activities of the irradiation processing department during the month of April, 1961. A general summary is included at the start of the report, after which the report is divided into the following sections: Research and Engineering Operations; Production and Reactor Operations; Facilities Engineering Operations; Production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; Financial Operation; and NPR project.

20 CFR 439.640 - Employee.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee. 439.640 Section 439.640 Employees... ASSISTANCE) Definitions § 439.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

A Social Recognition Approach to Autonomy: The Role of Equality-Based Respect.

Science.gov (United States)

Renger, Daniela; Renger, Sophus; Miché, Marcel; Simon, Bernd

2017-04-01

Inspired by philosophical reasoning about the connection between equality and freedom, we examined whether experiences of (equality-based) respect increase perceived autonomy. This link was tested with generalized experiences of respect and autonomy people make in their daily lives (Study 1) and with more specific experiences of employees at the workplace (Study 2). In both studies, respect strongly and independently contributed to perceived autonomy over and above other forms of social recognition (need-based care and achievement-based social esteem) and further affected (life/work) satisfaction. Study 3 experimentally confirmed the hypothesized causal influence of respect on perceived autonomy and demonstrated that this effect further translates into social cooperation. The respect-cooperation link was simultaneously mediated by perceived autonomy and superordinate collective identification. We discuss how the recognition approach, which differentiates between respect, care, and social esteem, can enrich research on autonomy.

Delaware's Wellness Program: Motivating Employees Improves Health and Saves Money.

Science.gov (United States)

Davis, Jennifer J J

2008-09-01

Every year, employers around the country evaluate their company benefits package in the hopes of finding a solution to the ever-rising cost of health insurance premiums. For many business executives, the only logical choice is to pass along those costs to the employee. As an employer, our goal in Delaware has always been to come up with innovative solutions to drive down the cost of health insurance premiums while encouraging our employees to take responsibility for their own health and wellness by living a healthy and active lifestyle, and provide them with the necessary tools. The DelaWELL program (N = 68,000) was launched in 2007, after being tested in initial (N = 100) and expanded (N = 1500) pilot programs from 2004 to 2006 in which 3 similar groups were compared before and after the pilot. Employee health risk assessment, education, and incentives provided employees the necessary tools we had assumed would help them make healthier lifestyle choices. In the first pilot, fewer emergency department visits and lower blood pressure levels resulted in direct savings of more than $62,000. In the expanded pilot, in all 3 groups blood pressure was significantly reduced (P employees participating in DelaWELL had a combined weight loss of 5162 lb. Decision makers in the State of Delaware have come up with an innovative solution to controlling costs while offering employees an attractive benefits package. The savings from its employee benefit program have allowed the state to pass along the savings to employees by maintaining employee-paid health insurance contributions at the same level for the past 3 years. DelaWELL has already confirmed our motto, "Although it may seem an unusual business investment to pay for healthcare before the need arises, in Delaware we concluded that this makes perfect sense." This promising approach to improving health and reducing healthcare costs could potentially be applied to other employer groups.

Delaware's Wellness Program: Motivating Employees Improves Health and Saves Money

Science.gov (United States)

Davis, Jennifer “J. J.”

2008-01-01

Background Every year, employers around the country evaluate their company benefits package in the hopes of finding a solution to the ever-rising cost of health insurance premiums. For many business executives, the only logical choice is to pass along those costs to the employee. Objectives As an employer, our goal in Delaware has always been to come up with innovative solutions to drive down the cost of health insurance premiums while encouraging our employees to take responsibility for their own health and wellness by living a healthy and active lifestyle, and provide them with the necessary tools. Methods The DelaWELL program (N = 68,000) was launched in 2007, after being tested in initial (N = 100) and expanded (N = 1500) pilot programs from 2004 to 2006 in which 3 similar groups were compared before and after the pilot. Employee health risk assessment, education, and incentives provided employees the necessary tools we had assumed would help them make healthier lifestyle choices. Results In the first pilot, fewer emergency department visits and lower blood pressure levels resulted in direct savings of more than $62,000. In the expanded pilot, in all 3 groups blood pressure was significantly reduced (P employees participating in DelaWELL had a combined weight loss of 5162 lb. Conclusions Decision makers in the State of Delaware have come up with an innovative solution to controlling costs while offering employees an attractive benefits package. The savings from its employee benefit program have allowed the state to pass along the savings to employees by maintaining employee-paid health insurance contributions at the same level for the past 3 years. DelaWELL has already confirmed our motto, “Although it may seem an unusual business investment to pay for healthcare before the need arises, in Delaware we concluded that this makes perfect sense.” This promising approach to improving health and reducing healthcare costs could potentially be applied to other

Stereotypes of older employees compared to younger employees in Slovenian companies

Directory of Open Access Journals (Sweden)

Maja Rožman

2016-01-01

Full Text Available Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their age difference in stereotypes in the workplace. The paper is based on a research including a survey between two age groups of employees. We classified younger employees in the group of under 50 years of age and older employees in the group of above 50 years of age. For data analysis we used the non-parametric Mann-Whitney U test to verify the differences in stereotypes in the workplace between two groups. Results show that there are significant differences in all of the variables describing stereotypes in the workplace between younger and older employees in Slovenian companies.

29 CFR 471.10 - How will the Department determine whether a contractor is in compliance with Executive Order...

Science.gov (United States)

2010-07-01

... Relating to Labor OFFICE OF LABOR-MANAGEMENT STANDARDS, DEPARTMENT OF LABOR NOTIFICATION OF EMPLOYEE RIGHTS UNDER FEDERAL LABOR LAWS OBLIGATIONS OF FEDERAL CONTRACTORS AND SUBCONTRACTORS; NOTIFICATION OF EMPLOYEE RIGHTS UNDER FEDERAL LABOR LAWS General Enforcement; Compliance Review and Complaint Procedures § 471.10...

Employees' perceptions of the effectiveness and fairness of performance management in a South African public sector institution

Directory of Open Access Journals (Sweden)

Mpho Makhubela

2016-11-01

Full Text Available Orientation: The implementation of performance management systems (PMSs and performance appraisals (PAs by public managers remains a challenge and necessitates an investigation into employees’ perceptions of the effectiveness of the PMS and the fairness of PA. Research purpose: This study investigated the association between employee involvement, performance-oriented culture, management commitment and the effectiveness of a PMS. Six factors that determine and influence employees’ perceptions of PA fairness were also investigated. Motivation for the study: Employees’ experiences of the implementation and practice of PMSs and PAs by public managers may differ from what is intended. The motivation for this study was to quantify employee perceptions of the effectiveness of a PMS and the fairness of PA to establish if there is a discrepancy between what is intended and how they are implemented and practiced. Research approach, design and method: This cross-sectional study conducted a census on a total population of 140 employees in a public sector institution. A questionnaire comprising three sections was used to collect data: Section A contained biographical questions, Section B comprised questions on the contextual factors that measure the perceived effectiveness of the PMS while Section C comprised questions related to the perceived fairness of PA. Main findings: The results show that employees perceive their PMS to be ineffective and their PAs to be unfair. The mean perception scores for PA fairness for the Assets and Facilities Department were significantly lower than those of the Human Resources Department. This is indicative of some deficiencies in the appraisal process in the Assets and Facilities Department. Respondents occupying general positions returned significantly lower mean scores for PA fairness compared to those in managerial and professional positions, which indicates serious shortcomings in their appraisal process. Practical

Fire Protection Program fiscal year 1996, site support program plan Hanford Fire Department. Revision 2

International Nuclear Information System (INIS)

Good, D.E.

1995-09-01

The mission of the Hanford Fire Department (HFD) is to support the safe and timely cleanup of the Hanford site by providing fire suppression, fire prevention, emergency rescue, emergency medical service, and hazardous materials response; and to be capable of dealing with and terminating emergency situations which could threaten the operations, employees, or interest of the US Department of Energy operated Hanford Site. This includes response to surrounding fire departments/districts under a mutual aid agreement and contractual fire fighting, hazardous materials, and ambulance support to Washington Public Power Supply System (Supply System). The fire department also provides site fire marshal overview authority, fire system testing and maintenance, self-contained breathing apparatus maintenance, building tours and inspections, ignitable and reactive waste site inspections, prefire planning, and employee fire prevention education. This report gives a program overview, technical program baselines, and cost and schedule baseline

31 CFR 20.640 - Employee.

Science.gov (United States)

2010-07-01

... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Employee. 20.640 Section 20.640 Money...-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.640 Employee. (a) Employee means the employee of... charge employees; (2) All indirect charge employees, unless their impact or involvement in the...

7 CFR 3021.640 - Employee.

Science.gov (United States)

2010-01-01

... 7 Agriculture 15 2010-01-01 2010-01-01 false Employee. 3021.640 Section 3021.640 Agriculture... Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their...

14 CFR 1267.640 - Employee.

Science.gov (United States)

2010-01-01

... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Employee. 1267.640 Section 1267.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

DEVELOP CREATIVE EMPLOYEES

DEFF Research Database (Denmark)

Hertel, Frederik

2016-01-01

THAT SOME MANAGERS MUST BE ABLE TO HELP EMPLOYEES DEVELOP OR APPLY CREATIVITY. IN THIS CONFERENCE PAPER WE WILL ANALYSE A CASE STUDY IN ORDER TO PRODUCE A THEORETICAL FRAMEWORK FOR IDENTIFYING WHEN AND HOW EMPLOYEES BECOME CREATIVE AT WORK. AN ESSENTIAL ASPECT OF THIS CONFERENCE PAPER WILL BE ANALYZING......PREVIOUS STUDIES (e.g. Hertel, 2015) HAS SHOWN THAT SOME CLEANING INDUSTRIES ARE ACTUALLY REQUIRING CREATIVE EMPLOYEES. HUMAN BEINGS ARE (c.f. Richards, 2010) BY DEFINITION CREATIVE BUT NOT ALL EMPLOYEES ARE USED TO OR ACTUALLY ALLOWED TO APPLY CREATIVITY IN EVERYDAY ORGANIZATIONAL LIFE. THIS MEANS...... THE CREATIVITY PRODUCED BY EMPLOEES. ANALYZING THE CREATIVITY PRODUCED WILL HELP US DEVELOP A THEORETICAL FRAMEWORK FOR UNDERSTANDING HOW CREATIVE THE EMPLOYEES ACTUALLY BECOMES....

32 CFR 728.53 - Department of Labor, Office of Workers' Compensation Programs (OWCP) beneficiaries.

Science.gov (United States)

2010-07-01

... DEPARTMENT FACILITIES Beneficiaries of Other Federal Agencies § 728.53 Department of Labor, Office of Workers... injury) incurred while engaged in: (i) Training. (ii) Flight instructions. (iii) Travel to or from... injury.) This category includes but is not limited to: (i) Civilian student employees in training at Navy...

Determinants of employee punctuality.

Science.gov (United States)

Dishon-Berkovits, Miriam; Koslowsky, Meni

2002-12-01

Although researchers have studied employee lateness empirically (e.g., S. Adler & J. Golan, 1981; C. W. Clegg, 1983), few have attempted to describe the punctual employee. In the present study, results of a discriminant analysis on employees in Israel indicated that a personality characteristic, time urgency, a subcomponent of Type A behavioral pattern, distinguished between punctual and late employees. Organizational commitment and age of employee's youngest child also distinguished between the groups.

26 CFR 301.6103(l)(2)-3 - Disclosure to Department of Labor and Pension Benefit Guaranty Corporation of certain returns and...

Science.gov (United States)

2010-04-01

..., or (iii) A particular employee welfare benefit plan, as defined in section 3(1) of the Act, meets the..., officers or employees of the Internal Revenue Service may disclose the following returns and return information (as defined by section 6103(b)) to officers and employees of the Department of Labor or the...

43 CFR 43.640 - Employee.

Science.gov (United States)

2010-10-01

... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Employee. 43.640 Section 43.640 Public... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 43.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

15 CFR 29.640 - Employee.

Science.gov (United States)

2010-01-01

... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Employee. 29.640 Section 29.640... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

Documenting Employee Conduct

Science.gov (United States)

Dalton, Jason

2009-01-01

One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…

Analysis of Employee Benefits

OpenAIRE

Burešová, Lenka

2013-01-01

The target of this bachelor thesis is to analyze employee benefits from the perspective of employees and to employers suggest possible ideas to improve their provision. The work is divided into two parts: theoretical and practical. The theoretical part describes the overal remuneration of employees, payroll system and employee benefits. Benefits are included in the remuneration system, broken and some of them are defined. The practical part presents a survey among employees in the Czech Repub...

Work-family conflict, cardiometabolic risk, and sleep duration in nursing employees.

Science.gov (United States)

Berkman, Lisa F; Liu, Sze Yan; Hammer, Leslie; Moen, Phyllis; Klein, Laura Cousino; Kelly, Erin; Fay, Martha; Davis, Kelly; Durham, Mary; Karuntzos, Georgia; Buxton, Orfeu M

2015-10-01

We investigated associations of work-family conflict and work and family conditions with objectively measured cardiometabolic risk and sleep. Multilevel analyses assessed cross-sectional associations between employee and job characteristics and health in analyses of 1,524 employees in 30 extended-care facilities in a single company. We examined work and family conditions in relation to: (a) validated, cardiometabolic risk score based on measured blood pressure, cholesterol, glycosylated hemoglobin, body mass index, and self-reported tobacco consumption and (b) wrist actigraphy-based sleep duration. In fully adjusted multilevel models, work-to-family conflict but not family-to-work conflict was positively associated with cardiometabolic risk. Having a lower level occupation (nursing assistant vs. nurse) was associated with increased cardiometabolic risk, whereas being married and having younger children at home was protective. A significant Age × Work-to-Family Conflict interaction revealed that higher work-to-family conflict was more strongly associated with increased cardiometabolic risk in younger employees. High family-to-work conflict was significantly associated with shorter sleep duration. Working long hours and having children at home were both independently associated with shorter sleep duration. High work-to-family conflict was associated with longer sleep duration. These results indicate that different dimensions of work-family conflict may pose threats to cardiometabolic health and sleep duration for employees. This study contributes to the research on work-family conflict, suggesting that work-to-family and family-to-work conflict are associated with specific health outcomes. Translating theory and findings to preventive interventions entails recognition of the dimensionality of work and family dynamics and the need to target specific work and family conditions. (c) 2015 APA, all rights reserved).

Motivating pharmacy employees.

Science.gov (United States)

White, S J; Generali, J A

1984-07-01

Concepts from theories of motivation are used to suggest methods for improving the motivational environment of hospital pharmacy departments. Motivation--the state of being stimulated to take action to achieve a goal or to satisfy a need--comes from within individuals, but hospital pharmacy managers can facilitate motivation by structuring the work environment so that it satisfies employees' needs. Concepts from several theories of motivation are discussed, including McGregor's theory X and theory Y assumptions, Maslow's hierarchy of needs theory, Herzberg's motivation hygiene theory, and Massey's value system theory. Concepts from the Japanese style of management that can be used to facilitate motivation, such as quality circles, also are described. The autocratic, participative, and laissez faire styles of leadership are discussed in the context of the motivation theories, and suggested applications of theoretical concepts to practice are presented.

77 FR 44673 - Meeting of the Department of Justice National Motor Vehicle Title Information System Federal...

Science.gov (United States)

2012-07-30

... Department of Justice National Motor Vehicle Title Information System Federal Advisory Committee AGENCY... a meeting of Department of Justice's (DOJ's) National Motor Vehicle Title Information System (NMVTIS...., Washington, DC 20531. FOR FURTHER INFORMATION CONTACT: Todd Brighton, Designated Federal Employee (DFE...

Predictors of trauma in bank employee robbery victims

Directory of Open Access Journals (Sweden)

Mucci N

2015-10-01

Full Text Available Nicola Mucci,1 Gabriele Giorgi,2 Javier Fiz Perez,2 Ivo Iavicoli,1 Giulio Arcangeli3 1Institute of Public Health, Catholic University of Sacred Heart, Rome, Italy; 2Department of Psychology, European University of Rome, Rome, Italy; 3Department of Clinical and Experimental Medicine, University of Florence, Florence, Italy Abstract: In the literature, there are many studies that have investigated the psychological reactions resulting from traumatic events of varying degrees, such as wars, natural disasters, and acts of violence. Few, however, are the searches performed on employees who are victims of robbery. We carried out a research to assess the psychological reactions of 644 bank employees who had been victims of robbery, especially with regard to the possible development of posttraumatic stress disorder (PTSD. The aim of this study was to evaluate the variables pre-, peri-, and postrobbery trauma in relation to the development of psychopathological symptoms. The exploration of the reactions after the robbery was carried out on 644 employees of a banking institution, present throughout the national territory, through a survey, consisting of a general description of the event, the Impact of Event Scale Revised-6 scale, and the General Health Questionnaire-12, during the days after the robbery. The analysis showed that the development of pretrauma variables is not significant and that peritrauma variables are partially significant. In particular, being directly involved in the robbery, the thought of being hurt, and the feeling of intense fear are associated with posttraumatic symptoms. Finally, among the posttrauma variables, anxiety and depression played a major role. Surprisingly, a lower level of self-confidence seems to be related negatively to the PTSD symptomatology. Keywords: bank, bank robbery, occupational health, workplace, stress, PTSD

37 CFR 11.9 - Limited recognition in patent matters.

Science.gov (United States)

2010-07-01

... 37 Patents, Trademarks, and Copyrights 1 2010-07-01 2010-07-01 false Limited recognition in patent matters. 11.9 Section 11.9 Patents, Trademarks, and Copyrights UNITED STATES PATENT AND TRADEMARK OFFICE, DEPARTMENT OF COMMERCE REPRESENTATION OF OTHERS BEFORE THE UNITED STATES PATENT AND TRADEMARK OFFICE...

77 FR 46601 - Supplemental Standards of Ethical Conduct for Employees of the Department of Housing and Urban...

Science.gov (United States)

2012-08-06

... dealings and ownership creates a circumstance where personal interests can easily cloud regulatory judgment.... Section 7501.104(b)(4) provides that the employment compensation and benefits package for an employee's... Executive Orders 12866 and 13563 direct agencies to assess all costs and benefits of available regulatory...

Pattern recognition

CERN Document Server

Theodoridis, Sergios

2003-01-01

Pattern recognition is a scientific discipline that is becoming increasingly important in the age of automation and information handling and retrieval. Patter Recognition, 2e covers the entire spectrum of pattern recognition applications, from image analysis to speech recognition and communications. This book presents cutting-edge material on neural networks, - a set of linked microprocessors that can form associations and uses pattern recognition to ""learn"" -and enhances student motivation by approaching pattern recognition from the designer's point of view. A direct result of more than 10

Supporting the Health of Low Socioeconomic Status Employees: Qualitative Perspectives from Employees and Large Companies.

Science.gov (United States)

Parrish, Amanda T; Hammerback, Kristen; Hannon, Peggy A; Mason, Caitlin; Wilkie, Michelle N; Harris, Jeffrey R

2018-03-13

The aim of this study was to identify alignments between wellness offerings low socioeconomic status (SES) employees need and those large companies can provide. Focus groups (employees); telephone interviews (large companies). Employees were low-SES, insured through their employers, and employed by large Washington State companies. Focus groups covered perceived barriers to healthy behaviors at work and potential support from companies. Interviews focused on priorities for employee health and challenges reaching low-SES employees. Seventy-seven employees participated in eight focus groups; 12 companies completed interviews. Employees identified facilitators and barriers to healthier work environments; companies expressed care for employees, concerns about employee obesity, and reluctance to discuss SES. Our findings combine low-SES employee and large company perspectives and indicate three ways workplaces could most effectively support low-SES employee health: create healthier workplace food environments; prioritize onsite physical activity facilities; use clearer health communications.

Clusters of Tasks Performed by Merchandising Employees Working in Three Standard Industrial Classifications of Retail Establishments. Final Report, No. 20.

Science.gov (United States)

Ertel, Kenneth Arthur

The study assembled up-to-date facts by questionnaire about major types of tasks actually performed by merchandising employees working in department, variety, and general merchandise stores in King and Pierce Counties, Washington. This population closely matched the national percentages, and responses of 609 employees provided data for the study.…

Employees' views on outsourcing and its impact on employee turnover: A phenomenological study

Science.gov (United States)

Przybelinski, Steven A.

Increasing use of outsourcing gives employees concern about personal job security. Using a modified van Kaam approach, this qualitative phenomenological study examined perceptions and experiences of 12 employees' on the influence outsourcing had on employee turnover. Five themes describing employee perceptions emerged: (a) preparation---education gives job security, (b) plausibility---all believed job loss plausible, (c) emotional influence---feelings of stress, threat, betrayal, and not being valued, (d) environment---value of communication and interaction with leaders, and (e) confidence---gained from increased education, skills, and knowledge protected from outsourcing. Significance of this study to leadership is the identification of employee perceptions of outsourcing and motivating factors influencing employee turnover during times of outsourcing. Findings might present new information and assist leaders with employee retention concerns for future outsourcing activities.

Fourteenth annual report radiation exposures for DOE and DOE contractor employees - 1981

International Nuclear Information System (INIS)

1983-03-01

All Department of Energy (DOE) and DOE contractors are required by DOE Order 5484.1, Chapter IV, to submit occupational exposure records to a central repository. The data required includes a summary of whole-body exposures to ionizing radiation, a summary of internal depositions of radioactive materials above specified limits, and occupational exposure reports for terminating employees. This report is a summary of the data submitted by DOE and DOE contractors for 1981. A total of 82,873 DOE and DOE contractor employees were monitored for whole-body ionizing radiation exposures in 1981. In addition to the employees, 84,343 visitors were monitored. Of all employees monitored, 54.43% received a dose equivalent that was less than measurable, 44.04% a measurable exposure less than 1 rem, and 1.53% an exposure granter than 1 rem. the exposure received by 88.14% of the visitors to DOE facilities was less than measurable. Only 11.85% of the visitors received a measurable exposure less than 1 rem, and 0.0% of the visitors received an exposure greater than 1 rem. No employees or visitors received a dose equivalent greater than 5 rem. The collective dose equivalent for DOE and DOE contractors employees was 6,902 person-rem. The collective dose equivalent for visitors was 579 person-rem. The total dose equivalent for employees and visitors combined was 7,481 person-rem. The average dose equivalent for all individuals (employees and visitors) monitored was 45 mrem and the average dose equivalent for all individuals who received a measurable exposure was 157 mrem. The highest average dose equivalent was observed for employees monitored at fuel processing facilities (342 mrem) and the lowest among visitors (7 mrem) to DOE facilities. These averages are significantly less than the DOE 5-rem/year radiation protection standard for whole-body exposures

Role of employee benefits in the motivation of employees at H1.cz

OpenAIRE

Hrubá, Markéta

2012-01-01

This bachelor thesis is focusing on an employee benefits system and its functionality. Theoretical part of the thesis specifies the human resources field as a whole, and its particular aspects, considering mainly the employee remuneration and employee benefits system. It also expands on the relationship between motivation, employee benefits and employee remuneration. The established knowledge are used in a practical part of the thesis, which has been carried out in H1 s.r.o. The company is fi...

Clackamas County Public Health: Employee Engagement in Quality Improvement and Performance Management Activities.

Science.gov (United States)

Mason, Philip

This case report provides an example of a local health department's use of performance management tools across its agency. An emphasis is on engaging staff across all levels of the organization so that employees can understand how their work affects overall performance management.

Associations between employee and manager gender: impacts on gender-specific risk of acute occupational injury in metal manufacturing

Science.gov (United States)

2013-01-01

Background Prior research has shown increased risk of injury for female employees compared to male employees after controlling for job and tasks, but have not explored whether this increased risk might be moderated by manager gender. The gender of one’s manager could in theory affect injury rates among male and female employees through their managers’ response to an employee’s psychosocial stress or through how employees differentially report injuries. Other explanations for the gender disparity in injury experience, such as ergonomic factors or differential training, are unlikely to be impacted by supervisor gender. This study seeks to explore whether an employee’s manager’s gender modifies the effect of employee gender with regards to risk of acute injury. Methods A cohort of employees and managers were identified using human resources and injury management data between January 1, 2002 and December 31, 2007 for six facilities of a large US aluminum manufacturing company. Cox proportional hazards models were employed to examine the interaction between employee gender and whether the employee had female only manager(s), male only manager(s), or both male and female managers on injury risk. Manager gender category was included as a time varying covariate and reassessed for each employee at the midpoint of each year. Results The percentage of departments with both female and male managers increased dramatically during the study period due to corporate efforts to increase female representation in management. After adjustment for fixed effects at the facility level and shared frailty by department, manager gender category does not appear to moderate the effect of employee gender (p = 0.717). Manager category was not a significant predictor (p = 0.093) of time to first acute injury. Similarly, having at least one female manager did not modify the hazard of injury for female employees compared to males (p = 0.899) and was not a significant predictor

Semantic Segmentation of Real-time Sensor Data Stream for Complex Activity Recognition

OpenAIRE

Triboan, Darpan; Chen, Liming; Chen, Feng; Wang, Zumin

2016-01-01

Department of Information Engineering, Dalian University, China The file attached to this record is the author's final peer reviewed version. The Publisher's final version can be found by following the DOI link. Data segmentation plays a critical role in performing human activity recognition (HAR) in the ambient assistant living (AAL) systems. It is particularly important for complex activity recognition when the events occur in short bursts with attributes of multiple sub-tasks. Althou...

29 CFR 1960.56 - Training of safety and health specialists.

Science.gov (United States)

2010-07-01

..., DEPARTMENT OF LABOR (CONTINUED) BASIC PROGRAM ELEMENTS FOR FEDERAL EMPLOYEE OCCUPATIONAL SAFETY AND HEALTH..., laboratory experiences, field study, and other formal learning experiences to prepare them to perform the... program development and implementation, as well as hazard recognition, evaluation and control, equipment...

Workplace support after breast cancer treatment: recognition of vulnerability.

Science.gov (United States)

Tiedtke, Corine; Dierckx de Casterlé, Bernadette; Donceel, Peter; de Rijk, Angelique

2015-01-01

Support from the workplace seems to be a key element in addressing the poor return-to-work (RTW) rate of employees with breast cancer. We aim to acquire an in-depth understanding of how Flemish employees experience their RTW after breast cancer and the support from the workplace. Fourteen in-depth interviews of women who experienced breast cancer and returned to work (high school graduates, age range 42-55 years, mean age 48 at time of surgery) were analysed using the Qualitative Analysis Guide of Leuven (QUAGOL), based on a Grounded Theory approach. The key experiences were feeling vulnerable, feeling able to work and need for support. Although little diversity in RTW experiences was found, the background of the vulnerability varied. Women experienced support (which could be emotional or practical) only as adequate if it addressed their specific vulnerability. Employees felt particularly vulnerable. Vulnerability is not the same as low-work ability and as such it should be added as theoretical concept in RTW research. Adequate workplace support addresses the specific vulnerability of an individual woman. Our study offers a nuanced insight into the RTW process of breast cancer survivors. Upon actual return-to-work (RTW) after breast cancer treatment, women feel vulnerable but able to work and, hence, have a high need for workplace support. Support from the workplace during RTW after breast cancer treatment is experienced as adequate when it expresses genuine recognition of the individual woman's vulnerability.

System for automatic crate recognition

Directory of Open Access Journals (Sweden)

Radovan Kukla

2012-01-01

Full Text Available This contribution describes usage of computer vision and artificial intelligence methods for application. The method solves abuse of reverse vending machine. This topic has been solved as innovation voucher for the South Moravian Region. It was developed by Mendel university in Brno (Department of informatics – Faculty of Business and Economics and Department of Agricultural, Food and Environmental Engineering – Faculty of Agronomy together with the Czech subsidiary of Tomra. The project is focused on a possibility of integration industrial cameras and computers to process recognition of crates in the verse vending machine. The aim was the effective security system that will be able to save hundreds-thousands financial loss. As suitable development and runtime platform there was chosen product ControlWeb and VisionLab developed by Moravian Instruments Inc.

An analysis of the relation between employee-organization value congruence and employee attitudes.

Science.gov (United States)

Amos, Elizabeth A; Weathington, Bart L

2008-11-01

Researchers have examined the fit or match between a person and an organization extensively in the empirical literature. Overall findings have supported the existence of a positive relation between the congruence of employee and organizational values with employee attitudes toward the organization. However, this relation is not fully understood, and more research is needed to understand the relation between the congruence of different value dimensions and multiple employee attitudes. Therefore, the authors aimed to analyze value congruence across 7 dimensions and its relation to (a) job satisfaction, (b) organizational commitment, (c) satisfaction with the organization as a whole, and (d) turnover intentions. The results suggest that the perceived congruence of employee-organizational values by employees is positively associated with satisfaction with the job and organization as a whole and employee commitment to the organization. The results also support a negative relation between value congruence and employee turnover intentions.

13 CFR 147.640 - Employee.

Science.gov (United States)

2010-01-01

... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Employee. 147.640 Section 147.640... WORKPLACE (NONPROCUREMENT) Definitions § 147.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

28 CFR 83.640 - Employee.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee. 83.640 Section 83.640 Judicial...) Definitions § 83.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

22 CFR 210.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 210.640 Section 210.640 Foreign... (FINANCIAL ASSISTANCE) Definitions § 210.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2...

49 CFR 32.640 - Employee.

Science.gov (United States)

2010-10-01

... 49 Transportation 1 2010-10-01 2010-10-01 false Employee. 32.640 Section 32.640 Transportation... ASSISTANCE) Definitions § 32.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect...

22 CFR 312.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 312.640 Section 312.640 Foreign... § 312.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

22 CFR 1509.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1509.640 Section 1509.640 Foreign... ASSISTANCE) Definitions § 1509.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

22 CFR 133.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee. 133.640 Section 133.640 Foreign... ASSISTANCE) Definitions § 133.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

22 CFR 1008.640 - Employee.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Employee. 1008.640 Section 1008.640 Foreign... ASSISTANCE) Definitions § 1008.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

8 CFR 292.2 - Organizations qualified for recognition; requests for recognition; withdrawal of recognition...

Science.gov (United States)

2010-01-01

...; requests for recognition; withdrawal of recognition; accreditation of representatives; roster. 292.2...; withdrawal of recognition; accreditation of representatives; roster. (a) Qualifications of organizations. A non-profit religious, charitable, social service, or similar organization established in the United...

Marketing health care to employees: the structure of employee health care plan satisfaction.

Science.gov (United States)

Mascarenhas, O A

1993-01-01

Providing cost-contained comprehensive quality health care to maintain healthy and productive employees is a challenging problem for all employers. Using a representative panel of metropolitan employees, the author investigates the internal and external structure of employee satisfaction with company-sponsored health care plans. Employee satisfaction is differentiated into four meaningful groups of health care benefits, whereas its external structure is supported by the traditional satisfaction paradigms of expectation-disconfirmation, attribution, and equity. Despite negative disconfirmation, employees register sufficiently high health care satisfaction levels, which suggests some useful strategies that employers may consider implementing.

Explaining Employees' Evaluations of Organizational Change with the Job-Demands Resources Model

Science.gov (United States)

van Emmerik, I. J. Hetty; Bakker, Arnold B.; Euwema, Martin C.

2009-01-01

Purpose: Departing from the Job Demands-Resources (JD-R) model, the paper examined the relationship between job demands and resources on the one hand, and employees' evaluations of organizational change on the other hand. Design/methodology/approach: Participants were 818 faculty members within six faculties of a Dutch university. Data were…

Work-family conflict, cardiometabolic risk and sleep duration in nursing employees

Science.gov (United States)

Berkman, Lisa F.; Liu, Sze Yan; Hammer, Leslie; Moen, Phyllis; Klein, Laura Cousino; Kelly, Erin; Fay, Martha; Davis, Kelly; Durham, Mary; Karuntzos, Georgia; Buxton, Orfeu M.

2015-01-01

The study investigates the associations of work-family conflict and other work and family conditions with objectively-measured outcomes cardiometabolic risk and sleep duration in a study of employees in nursing homes. Multilevel analyses are used to assess cross-sectional associations between employee and job characteristics and health in analyses of 1,524 employees in 30 extended care facilities in a single company. We examine work and family conditions in relation to two major study health outcomes: 1) a validated, Framingham cardiometabolic risk score based on measured blood pressure, cholesterol, glycosylated hemoglobin (HbA1c), body mass index (BMI), and self-reported tobacco consumption, and 2) wrist actigraphy-based measures of sleep duration. In fully-adjusted multi-level models, Work-To-Family conflict, but not Family-to-Work conflict was positively associated with cardiometabolic risk. Having a lower-level occupation (nursing assistants vs. nurses) was also associated with increased cardiometabolic risk, while being married and having younger children at home was protective. A significant age by Work-To-Family conflict interaction revealed that higher Work-To-Family conflict was more strongly associated with increased cardiometabolic risk in younger employees. With regard to sleep duration, high Family-To-Work Conflict was significantly associated with shorter sleep duration. In addition, working long hours and having younger children at home were both independently associated with shorter sleep duration. High Work-To-Family Conflict was associated with longer sleep duration. These results indicate that different dimensions of work-family conflict (i.e., Work-To-Family Conflict and Family-To-Work Conflict) may both pose threats to cardiometabolic risk and sleep duration for employees. This study contributes to the research on work- family conflict suggesting that Work-To-Family and Family-To-Work conflict are associated with specific outcomes. Translating

45 CFR 1173.640 - Employee.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1173.640 Section 1173.640 Public Welfare...) Definitions § 1173.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

21 CFR 1405.640 - Employee.

Science.gov (United States)

2010-04-01

... 21 Food and Drugs 9 2010-04-01 2010-04-01 false Employee. 1405.640 Section 1405.640 Food and Drugs... ASSISTANCE) Definitions § 1405.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All...

29 CFR 94.640 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Employee. 94.640 Section 94.640 Labor Office of the... § 94.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

34 CFR 84.640 - Employee.

Science.gov (United States)

2010-07-01

... 34 Education 1 2010-07-01 2010-07-01 false Employee. 84.640 Section 84.640 Education Office of the...) Definitions § 84.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

45 CFR 1155.640 - Employee.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 1155.640 Section 1155.640 Public Welfare...) Definitions § 1155.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge...

Accidental internal exposure of all groups of Chernobyl nuclear power plant employees

International Nuclear Information System (INIS)

Goussev, I.A.; Moissev, A.A.; Evtichiev, V.I.

1996-01-01

Accidental internal exposure of Chernobyl NPP employees has started from April, 1986 and it was found to be decreased to pre-accident level at the end of 1987. Significant number of people from all groups of staff and temporary employees were measured using whole body counters situated in Clinical Department of the Institute of Biophysics, which has represented the main body for medical assistance and expertise in these people including those, who suffered from acute radiation syndrome as well as the people engaged in all kinds of works at Chernobyl NPP site. Technical characteristics of the equipment and techniques used to assess the internal exposure are given. (author)

Relationship Between Mental Health and Job Satisfaction Among Employees in a Medical Center Department of Laboratory Medicine

Directory of Open Access Journals (Sweden)

Mo Siu-Mei Lee

2009-02-01

Conclusion: The prevalence of psychiatric morbidity in the workplace is high. The severity of psychological distress is negatively associated with job satisfaction. Early detection of psychiatric morbidity through self-administered screening questionnaires, as well as implementation of organizational mental-health promotion programs, is recommended to improve employees' mental health and job satisfaction.

Developing strategic systems supporting communities of practice in the Georgia Department of Transportation.

Science.gov (United States)

2011-12-01

This study is designed to explore strategies through which the Georgia Department of : Transportation (GDOT) can develop communities of practice to help employees facilitate critical : exchanges of knowledge, support organizational learning, and ulti...

U.S. Department of Defense Experiences with Substituting Government Employees for Military Personnel: Challenges and Opportunities

Science.gov (United States)

2016-01-01

benefits (e.g., health care, life insurance , and retirement), as well as support costs and inventory flow costs (e.g., costs generated upon initial hire...conduct additional military-to-civilian conversions would likely benefit from efforts to improve the overall health of the civilian workforce. DoD will...Budget Requests and Justifications Congressionally mandated reductions in the number of civilian employees authorized to DoD—and, in the case of health

Evaluation of a model training program for respiratory-protection preparedness at local health departments.

Science.gov (United States)

Alfano-Sobsey, Edie; Kennedy, Bobby; Beck, Frank; Combs, Brian; Kady, Wendy; Ramsey, Steven; Stockweather, Allison; Service, Will

2006-04-01

Respiratory-protection programs have had limited application in local health departments and have mostly focused on protecting employees against exposure to tuberculosis (TB). The need to provide the public health workforce with effective respiratory protection has, however, been underscored by recent concerns about emerging infectious diseases, bioterrorism attacks, drug-resistant microbes, and environmental exposures to microbial allergens (as in recent hurricane flood waters). Furthermore, OSHA has revoked the TB standard traditionally followed by local health departments, replacing it with a more stringent regulation. The additional OSHA requirements may place increased burdens on health departments with limited resources and time. For these reasons, the North Carolina Office of Public Health Preparedness and Response and industrial hygienists of the Public Health Regional Surveillance Teams have developed a training program to facilitate implementation of respiratory protection programs at local health departments. To date, more than 1,400 North Carolina health department employees have been properly fit-tested for respirator use and have received training in all aspects of respiratory protection. This article gives an overview of the development and evaluation of the program. The training approach presented here can serve as a model that other health departments and organizations can use in implementing similar respiratory-protection programs.

Barriers to Safety Event Reporting in an Academic Radiology Department: Authority Gradients and Other Human Factors.

Science.gov (United States)

Siewert, Bettina; Swedeen, Suzanne; Brook, Olga R; Eisenberg, Ronald L; Hochman, Mary

2018-05-15

Purpose To investigate barriers to reporting safety concerns in an academic radiology department and to evaluate the role of human factors, including authority gradients, as potential barriers to safety concern reporting. Materials and Methods In this institutional review board-approved, HIPAA-compliant retrospective study, an online questionnaire link was emailed four times to all radiology department staff members (n = 648) at a tertiary care institution. Survey questions included frequency of speaking up about safety concerns, perceived barriers to speaking up, and the annual number of safety concerns that respondents were unsuccessful in reporting. Respondents' sex, role in the department, and length of employment were recorded. Statistical analysis was performed with the Fisher exact test. Results The survey was completed by 363 of the 648 employees (56%). Of those 363 employees, 182 (50%) reported always speaking up about safety concerns, 134 (37%) reported speaking up most of the time, 36 (10%) reported speaking up sometimes, seven (2%) reported rarely speaking up, and four (1%) reported never speaking up. Thus, 50% of employees spoke up about safety concerns less than 100% of the time. The most frequently reported barriers to speaking up included high reporting threshold (69%), reluctance to challenge someone in authority (67%), fear of disrespect (53%), and lack of listening (52%). Conclusion Of employees in a large academic radiology department, 50% do not attain 100% reporting of safety events. The most common human barriers to speaking up are high reporting threshold, reluctance to challenge authority, fear of disrespect, and lack of listening, which suggests that existing authority gradients interfere with full reporting of safety concerns. © RSNA, 2018.

[Hospitality for elderly patients in the emergency department].

Science.gov (United States)

Boulet, Marie-Claude; Dami, Fabrice; Hugli, Olivier; Renard, Delphine; Foucault, Eliane; Carron, Pierre-Nicolas

2015-12-09

Demographic evolution results in a growing use of emergency department by elderly patients. They require special care to avoid any further degradation of cognitive and functional abilities already compromised by the disease or injury that led them to hospital in the first place. Through a clinical case, we list the risks related to the care of these particular patients in the emergency department. Early recognition of those risks and careful management of these patients' specific needs can significantly contribute to reduce lengths of stay, an important outcome from both the individual patient's and society's perspective.

Employee Ownership and Perceptions of Work: The Effect of an Employee Stock Ownership Plan.

Science.gov (United States)

Tucker, James; And Others

1989-01-01

A small company was studied before and after introduction of an employee stock ownership plan. Employees' commitment to the organization and job satisfaction were higher after plan implementation, while perceived worker influence levels did not change. Findings suggest that ownership changes employees' attitudes without changing employees'…

Fine-grained vehicle type recognition based on deep convolution neural networks

Directory of Open Access Journals (Sweden)

Hongcai CHEN

2017-12-01

Full Text Available Public security and traffic department put forward higher requirements for real-time performance and accuracy of vehicle type recognition in complex traffic scenes. Aiming at the problems of great plice forces occupation, low retrieval efficiency, and lacking of intelligence for dealing with false license, fake plate vehicles and vehicles without plates, this paper proposes a vehicle type fine-grained recognition method based GoogleNet deep convolution neural networks. The filter size and numbers of convolution neural network are designed, the activation function and vehicle type classifier are optimally selected, and a new network framework is constructed for vehicle type fine-grained recognition. The experimental results show that the proposed method has 97% accuracy for vehicle type fine-grained recognition and has greater improvement than the original GoogleNet model. Moreover, the new model effectively reduces the number of training parameters, and saves computer memory. Fine-grained vehicle type recognition can be used in intelligent traffic management area, and has important theoretical research value and practical significance.

Impact of Change Management on Employee Behavior in a University Administrative Office

Science.gov (United States)

Turner, Kendra

2017-01-01

This qualitative case study focused on the effect of a system implementation upgrade on employees' job performance within a central administration department of a major research university in the Southern United States. Review of literature revealed a lack of a specific model or process for system implementation upgrades and its impact on…

Family employees and absenteeism

OpenAIRE

Laszlo Goerke; Jörn Block; Jose Maria Millan; Concepcion Roman

2014-01-01

Work effort varies greatly across employees, as evidenced by substantial differences in absence rates. Moreover, absenteeism causes sizeable output losses. Using data from the European Community Household Panel (ECHP), this paper investigates absence behavior of family employees, i.e. workers who are employed in enterprises owned by a relative. Our estimates indicate that being a family employee instead of a regular employee in the private sector significantly reduces both the probability and...

SOFTWARE EFFORT ESTIMATION FRAMEWORK TO IMPROVE ORGANIZATION PRODUCTIVITY USING EMOTION RECOGNITION OF SOFTWARE ENGINEERS IN SPONTANEOUS SPEECH

Directory of Open Access Journals (Sweden)

B.V.A.N.S.S. Prabhakar Rao

2015-10-01

Full Text Available Productivity is a very important part of any organisation in general and software industry in particular. Now a day’s Software Effort estimation is a challenging task. Both Effort and Productivity are inter-related to each other. This can be achieved from the employee’s of the organization. Every organisation requires emotionally stable employees in their firm for seamless and progressive working. Of course, in other industries this may be achieved without man power. But, software project development is labour intensive activity. Each line of code should be delivered from software engineer. Tools and techniques may helpful and act as aid or supplementary. Whatever be the reason software industry has been suffering with success rate. Software industry is facing lot of problems in delivering the project on time and within the estimated budget limit. If we want to estimate the required effort of the project it is significant to know the emotional state of the team member. The responsibility of ensuring emotional contentment falls on the human resource department and the department can deploy a series of systems to carry out its survey. This analysis can be done using a variety of tools, one such, is through study of emotion recognition. The data needed for this is readily available and collectable and can be an excellent source for the feedback systems. The challenge of recognition of emotion in speech is convoluted primarily due to the noisy recording condition, the variations in sentiment in sample space and exhibition of multiple emotions in a single sentence. The ambiguity in the labels of training set also increases the complexity of problem addressed. The existing models using probabilistic models have dominated the study but present a flaw in scalability due to statistical inefficiency. The problem of sentiment prediction in spontaneous speech can thus be addressed using a hybrid system comprising of a Convolution Neural Network and

Radiation exposures of medical employees and its management

Energy Technology Data Exchange (ETDEWEB)

Saegusa, K; Arimizu, N [Chiba Univ. (Japan). School of Medicine; Uchiyama, A

1982-03-01

For the five years period from April, 1976, to March, 1981, the usage of film badges at the hospital of Chiba University is described as follows: the number of personnel using film badges, the distribution of radiation exposure dose, and the employees exposed beyond 500 mrem yearly in respective years, departments and professional types. The cumulative number of personnel was 2,476 (yearly average was 495). Professional types were physician, nurse, radiation technician, researcher, etc. The number of personnel using film badges has been increasing year after year; of which about 500, 70% are physicians. A cumulative total of the employees exposed exceeding 500 mrem yearly was 11, ten being physicians; the highest dose was 1,840 mrem. The average yearly exposure dose per person was the highest in radiation technicians (100 - 30 mrem/person/year), followed by physicians (50 - 24 mrem) and nurses (9 - 1 mrem). As a whole, the value was 45 - 20 mrem/person/year.

Professional Development of Older Employees in Small and Medium Enterprises

Directory of Open Access Journals (Sweden)

Renata Trochimiuk

2015-03-01

Full Text Available Purpose: The aim of the paper is to present and assess professional development opportunities for older employees in SME. Methodology: In the process of desk research, the author has discerned a number of characteristics of training activities conducted by SMEs. The management of older employees’ professional development is discussed on the basis of selected research findings, i.a. CATI and CAPI surveys conducted in the framework of the “Comprehensive program of activation of people aged 50+” project carried out by the Department of Human Resource Management at Kozminski University in 2010–2012. Findings: The first part of the paper discusses the specificity of training measures undertaken in SMEs. According to a large body research results available, these include: informality, reactivity, short-term perspective, focus on solving current problems, “learning by doing”, focus on the development of specific skills and organizational knowledge, lack of professional organization of trainings. The core part of the paper focuses on the management of professional development of older employees in SMEs. The majority of surveyed firms have declared providing their older and younger employees with the same access to training. However, it does not always mean training is organised, or that employees aged 50+ participate in it. Moreover, the survey has proven the existence of significant differences in assessments and opinions among entrepreneurs and employees. Originality/value: This paper discusses professional development of older SME employees, which is a relatively new problem; it is based on an extensive body of research. Managing professional development of older workers is one of the most important challenges faced by SMEs in the twentyfirst century and it shall require extensive and thorough research in the future.

A comparison of the recognition of overwork-related cardiovascular disease in Japan, Korea, and Taiwan.

Science.gov (United States)

Park, Jungsun; Kim, Yangho; Cheng, Yawen; Horie, Seichi

2012-01-01

In Japan, Korea, and Taiwan, cerebrovascular and cardiovascular diseases (CVDs) caused by overwork are recognized by government as work-related. These three countries are the only countries in the world that officially recognize CVDs caused by psychosocial factors (e.g., overwork) as work-related cerebrovascular and cardiovascular diseases (WR-CVDs), and compensate employees accordingly. The present study compared the similarities and differences among the recognition of overwork-related CVDs in Japan, Korea, and Taiwan. The criteria by which WR-CVDs are identified are very similar in the three countries. However, in the interval surveyed (1996-2009), Korea had a remarkably larger number of recognized WR-CVD patients than did Japan or Taiwan. Recognition of occupational diseases is influenced by various factors, including socio-cultural values, the nature of occupational health care schemes, the extent of the social security umbrella, national health insurance policy, and scientific evidence. Our results show that social factors may be very different among the three countries studied, although the recognition criteria for WR-CVDs are quite similar.

The Invisible Employee: University Housekeeping Employees' Perceptions of Physical Activity.

Science.gov (United States)

Das, Bhibha M; Sartore-Baldwin, Melanie; Mahar, Matthew T

2016-09-01

A significant literature links race and socioeconomic status with physical inactivity and negative health outcomes. The aim of this study was to explore physical activity (PA) perceptions of an underserved, lower socioeconomic minority sector of the workforce. Two focus groups were conducted to examine university housekeepers' perceptions of physical activity. Demographic and anthropometric data were also obtained. Participants (N = 12; 100% female, 100% African-American) overwhelmingly associated PA with traditional exercise (eg, going to a gym). The most important barrier to PA was the perception of being active on the job, thus not needing to do leisure time PA. The most important perceived benefit to PA was improvement of physical and mental health. Employees perceived that a university investment in employees' health might improve morale, especially within low-pay employee sectors where low levels of job satisfaction may be present. Although perceived benefits to PA in this population are consistent with other employee sectors, perceived barriers to PA may be unique to this sector of the workforce. PA promotion programs should focus on providing resources as well as guidelines that demonstrate the need for PA outside of the workplace setting. Such programs may improve employee health, morale, and productivity.

Benefits for employees with children with ADHD: findings from the Collaborative Employee Benefit Study.

Science.gov (United States)

Perrin, James M; Fluet, Chris; Kuhlthau, Karen A; Anderson, Betsy; Wells, Nora; Epstein, Susan; Allen, Debby; Tobias, Carol

2005-02-01

Parents of most children with attention-deficit hyperactivity disorder (ADHD) are employed. Employers have interest in decreasing employee absenteeism and improving workplace productivity, partly through employee benefits. The authors interviewed employers to (1) determine how they view the needs of employees with children with ADHD and (2) identify benefits that might help employees with children with ADHD. The authors carried out a systematic interview study of mainly family-friendly, large employers in four U.S. urban markets (Boston, Cleveland, Miami, Seattle). Multidisciplinary interview teams used a protocol to gather basic company information, benefit philosophy, current insurance and other employee benefits, and knowledge of ADHD and its impacts on employees. Initially, the interview team and then the larger project team reviewed all protocols for common themes. The authors interviewed staff of 41 employers (human resource managers, work/life program directors, benefits directors). Only 15 of 41 interviewees knew about ADHD, its prevalence, or its effects on parents. They had little knowledge of how differences in managed behavioral health may affect families' access to diagnostic and treatment services for ADHD, although most had experience with primary care management of depression among employees. Employers offer a variety of other benefits, including work/life and employee assistance programs, occasionally providing employees help with caring for a child with a mental health condition, on-site parent training programs, or assistance with child care. Other potentially useful employee benefits include flexible work and leave policies and information and referral services that can link parents with community programs. Although employers have limited awareness of ADHD and its potential effect on employees' work, this study identified opportunities to improve both health insurance and other benefits for employees with children with ADHD.

Use of Opioid Medications for Employees in Critical Safety or Security Positions and Positions with Safety Sensitive Duties

Science.gov (United States)

2017-01-30

can cause harm) to the physical well-being of or jeopardize the security of the employee , co-workers, customers or the general public through a lapse...DEPARTMENT OF THE ARMY US ARMY PUBLIC HEALTH CENTER 5158 BLACKHAWK ROAD ABERDEEN PROVING GROUND MARYLAND 21010-5403 Directorate of Clinical... Employees in Critical Safety or Security Positions and Positions with Safety Sensitive Duties. 1. REFERENCES. A. Army Regulation 40-5, Preventive

Improvements by employee motivation in the manufacture of nuclear fuel assemblies for LWRs

International Nuclear Information System (INIS)

Osseforth, E.; Engel, H.

2000-01-01

Nuclear fuel assemblies are manufactured on a very high technical level and automation. However there is still a need for more improvement. One of the most important ways is employees motivation, because improvements lives of the ideas, impulses, initiatives and commitments of its employees. It can be realized by the employee himself or a group. Three ways of improvement by employees are mainly implemented at ANF: (i) ANF's 3i - program, based on the standard implementation within Siemens, is the first and an important strategy to improve processes, products and costs. It is to involve all employees and make use of the full potential for improvement The individual employee or a group make a suggestion and receive a commendation depending on the benefits. (ii) Work groups with a high level of responsibility are the second part. The groups mainly organize their work, working time and improvements by themselves. They help each other in job training, are very flexible and able to do also most of the maintenance work. (iii) CIP - groups (Continuous Improvement Process), based on the philosophy of KAMEN is the third strategy. These groups come together to improve all processes in the manufacturing area, also the administration or logistical processes at ANF. CIP - groups are implemented as so called long-term groups, the members are from different levels and departments. By comparing the different ways in order to achieve manufacturing improvements, employees motivation is one of the most important and cheapest part and will increase in significance in future. (author)

A Proposal to Increase Employee Performance Through Employee Engagement Survey in PT KBI

OpenAIRE

Harvid, Albertus; Gustomo, Aurik

2013-01-01

PT. Karunia Berca Indonesia (KBI) is one of the best steel galvanizing factory in Indonesia. KBI have some problems like lack of willingness to train, lack of employee development program, and lack of facilities. That 3 factors are performance indicator. Low on employee performance will decrease the revenue. With root cause analysis can be found the main problem in PT KBI is lack of performance. To increase employee performance, KBI must determine the engagement for the employee using employe...

76 FR 36891 - Guidelines for Determining Probability of Causation Under the Energy Employees Occupational...

Science.gov (United States)

2011-06-23

... DEPARTMENT OF HEALTH AND HUMAN SERVICES 42 CFR Part 81 [Docket Number NIOSH-0209] RIN 0920-AA39 Guidelines for Determining Probability of Causation Under the Energy Employees Occupational Illness...: HHS published a proposed rule entitled ``Guidelines for Determining Probability of Causation Under the...

19 CFR 200.735-123 - Effect of employees' and special Government employees' statements on other requirements.

Science.gov (United States)

2010-04-01

... 19 Customs Duties 3 2010-04-01 2010-04-01 false Effect of employees' and special Government... Employment and Financial Interests § 200.735-123 Effect of employees' and special Government employees... statements required of employees and special Government employees are in addition to, and not in substitution...

The Department of Energy`s Rocky Flats Plant: A guide to record series useful for health-related research. Volume VII. Employee occupational exposure and health

Energy Technology Data Exchange (ETDEWEB)

NONE

1995-08-01

This is the seventh in a series of seven volumes which constitute a guide to records of the Rocky Flats Plant useful for conducting health-related research. The primary purpose of Volume VII is to describe record series pertaining to employee occupational exposure and health at the Department of Energy`s (DOE) Rocky Flats Plant, now named the Rocky Flats Environmental Technology Site, near Denver, Colorado. History Associates Incorporated (HAI) prepared this guide as part of its work as the support services contractor for DOE`s Epidemiologic Records Inventory Project. This introduction briefly describes the Epidemiologic Records Inventory Project and HAI`s role in the project, provides a history of occupational exposure monitoring and health practices at Rocky Flats, and identifies organizations contributing to occupational exposure monitoring and health policies and activities. Other topics include the scope and arrangement of the guide and the organization to contact for access to these records. Comprehensive introductory and background information is available in Volume 1. Other volumes in the guide pertain to administrative and general subjects, facilities and equipment, production and materials handling, environmental and workplace monitoring, and waste management. In addition, HAI has produced a subject-specific guide, titled The September 1957 Rocky Flats Fire: A Guide to Record Series of the Department of Energy and Its Contractors, which researchers should consult for further information about records related to this incident.

Individual Differences among Employees Management Communication Style and Employee Satisfaction: Replication and Extension.

Science.gov (United States)

McCroskey, James C.; And Others

Portions of three earlier studies relating differences in employees to employee satisfaction and one study relating management communication style (MCS) to employee satisfaction were replicated across four organizational contexts. Major findings supported the generalizability of the results revealed in the earlier research. The role of…

38 CFR 48.640 - Employee.

Science.gov (United States)

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Employee. 48.640 Section...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

29 CFR 1472.640 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1472.640 Section 1472.640 Labor Regulations... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All...

36 CFR 1212.640 - Employee.

Science.gov (United States)

2010-07-01

... 36 Parks, Forests, and Public Property 3 2010-07-01 2010-07-01 false Employee. 1212.640 Section... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

Stereotypes of older employees compared to younger employees in Slovenian companies

OpenAIRE

Rožman, Maja; Treven, Sonja; Čančer, Vesna

2016-01-01

Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their ag...

The employee motivation and benefits

OpenAIRE

Fuhrmannová, Petra

2013-01-01

The aim of this bachelor's study is to describe and analyze the employee motivation and benefits in the payroll system and human recources field. Theoretical part attends to general terms as the employee motivation, the theory of the motivation,the types of the employee benefits, the influence of benefits to the employee's working performance. The practial part focuses on Elanor company, includes introduction of the company, it's history and the present, the offer of the employee benefits. Ne...

The perceptions and nature of service delivery innovation among government employees: An exploratory study

Directory of Open Access Journals (Sweden)

Nico Martins

2015-11-01

Full Text Available Innovation has become prominent within the leadership literature as an underlying and important aspect of service delivery. This study set out to determine the perceptions and nature of service delivery innovation among employees of a South African government department, using a sample of 289 participants. Statistical analysis was conducted to analyse the data which indicate that innovation is an important aspect of service delivery. This study suggests that to enhance service delivery employees should be encouraged to be innovative. The implications of the findings are discussed and recommendations for future research are made.

Putting your human resource department to work for you.

Science.gov (United States)

McConnell, C R

1991-06-01

As a staff function, human resources is organized as a service activity. Service activities render no patient care; they do not advance the work of the organization. However, they support the performance of the organization's work and in a practical sense become necessary. For example, if a pure service, such as building maintenance, did not exist, the facility's physical plant would gradually self-destruct. Similarly, without human resources to see to the maintenance of the work force, the overall suitability and capability of that work force will steadily erode. Recognize human resources for what it is--an essential service function required to help the organization run as efficiently as possible. Learn what the HR department does, and especially learn why the department does what it does. Provide input to the human resource department. Forge a continuing working relationship with the HR department, making it clear that you expect service from this essential service department. Challenge the HR department to do more, to do better, and to continually improve service--and put the human resource department to work for you and your employees.

Performance measurement in a radiology department at a Danish non-profit hospital

DEFF Research Database (Denmark)

Traberg, Andreas; Jacobsen, Peter

was to develop a set of Key Performance Indicators (KPI), which could portray the X-ray department of Hospital of Southern Jutland in Denmark, performance relation to patients, employees and the government The upper management has created a vision for the year 2010 and a strategic plan for the hospital....... The X-ray department subdivided perspectives into 14 strategic goals, which where more operational minded. First step in the development of KPI´s was to relate the competence areas with the 14 strategic goals. The developed measures are assumed to reflect the organizations performance towards the 14...... strategic goals. The way the performance is presented is through a web based interactive version, where employees will have access to through the hospitals internal IT system. By displaying all KPI´s in an interactive environment, the individuals have the option of choosing exactly those indicators witch...

32 CFR 26.640 - Employee.

Science.gov (United States)

2010-07-01

... 32 National Defense 1 2010-07-01 2010-07-01 false Employee. 26.640 Section 26.640 National Defense... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

45 CFR 630.640 - Employee.

Science.gov (United States)

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Employee. 630.640 Section 630.640 Public Welfare... DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All...

2 CFR 182.640 - Employee.

Science.gov (United States)

2010-01-01

... 2 Grants and Agreements 1 2010-01-01 2010-01-01 false Employee. 182.640 Section 182.640 Grants and... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award...

29 CFR 1201.4 - Employee.

Science.gov (United States)

2010-07-01

... 29 Labor 4 2010-07-01 2010-07-01 false Employee. 1201.4 Section 1201.4 Labor Regulations Relating to Labor (Continued) NATIONAL MEDIATION BOARD DEFINITIONS § 1201.4 Employee. The term employee as... that of an employee or subordinate official in the orders of the Interstate Commerce Commission now in...

24 CFR 21.640 - Employee.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Employee. 21.640 Section 21.640... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

40 CFR 36.640 - Employee.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee. 36.640 Section 36.640... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 36.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1...

How to Keep Gen X Employees from Becoming X-Employees.

Science.gov (United States)

Ruch, Will

2000-01-01

Examines the marketing influences (robust economy, low unemployment, young employees, changes in work arrangements) that are converging to create the recruiting and retention challenges that companies face. Offers suggestions such as marketing a business as a brand and seeking continuous feedback from employees. (JOW)

The Impact of Employee Job Satisfaction Towards Employee Job Performance at PT.Y

OpenAIRE

Sutjitra, Devilan

2015-01-01

This research is done to analyze The Impact of Employee Job Satisfaction towards Employee Job Performance at PT.Y. The decreasing in employee job performance for the past 3 years has indicated the author to analyze the impact of employee job satisfaction towards job performance. The elements that used are 9 job satisfactions to measure the impact of satisfaction at PT.Y. The author got 100 respondents from PT.Y and use simple random sampling method.The analysis technique that used in this res...

Two-dimensional shape recognition using oriented-polar representation

Science.gov (United States)

Hu, Neng-Chung; Yu, Kuo-Kan; Hsu, Yung-Li

1997-10-01

To deal with such a problem as object recognition of position, scale, and rotation invariance (PSRI), we utilize some PSRI properties of images obtained from objects, for example, the centroid of the image. The corresponding position of the centroid to the boundary of the image is invariant in spite of rotation, scale, and translation of the image. To obtain the information of the image, we use the technique similar to Radon transform, called the oriented-polar representation of a 2D image. In this representation, two specific points, the centroid and the weighted mean point, are selected to form an initial ray, then the image is sampled with N angularly equispaced rays departing from the initial rays. Each ray contains a number of intersections and the distance information obtained from the centroid to the intersections. The shape recognition algorithm is based on the least total error of these two items of information. Together with a simple noise removal and a typical backpropagation neural network, this algorithm is simple, but the PSRI is achieved with a high recognition rate.

Job Demands-Control-Support model and employee safety performance.

Science.gov (United States)

Turner, Nick; Stride, Chris B; Carter, Angela J; McCaughey, Deirdre; Carroll, Anthony E

2012-03-01

The aim of this study was to explore whether work characteristics (job demands, job control, social support) comprising Karasek and Theorell's (1990) Job Demands-Control-Support framework predict employee safety performance (safety compliance and safety participation; Neal and Griffin, 2006). We used cross-sectional data of self-reported work characteristics and employee safety performance from 280 healthcare staff (doctors, nurses, and administrative staff) from Emergency Departments of seven hospitals in the United Kingdom. We analyzed these data using a structural equation model that simultaneously regressed safety compliance and safety participation on the main effects of each of the aforementioned work characteristics, their two-way interactions, and the three-way interaction among them, while controlling for demographic, occupational, and organizational characteristics. Social support was positively related to safety compliance, and both job control and the two-way interaction between job control and social support were positively related to safety participation. How work design is related to employee safety performance remains an important area for research and provides insight into how organizations can improve workplace safety. The current findings emphasize the importance of the co-worker in promoting both safety compliance and safety participation. Crown Copyright © 2011. Published by Elsevier Ltd. All rights reserved.

21 CFR 26.12 - Nature of recognition of inspection reports.

Science.gov (United States)

2010-04-01

... 21 Food and Drugs 1 2010-04-01 2010-04-01 false Nature of recognition of inspection reports. 26.12 Section 26.12 Food and Drugs FOOD AND DRUG ADMINISTRATION, DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL... COMMUNITY Specific Sector Provisions for Pharmaceutical Good Manufacturing Practices § 26.12 Nature of...

Employees as social intrapreneurs

DEFF Research Database (Denmark)

Kristensen, Catharina Juul