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Sample records for department employee recognition

  1. Employee recognition and performance: A field experiment

    OpenAIRE

    Bradler, C.; Dur, R.; Neckermann, S.; Non, J.A.

    2013-01-01

    This paper reports the results from a controlled field experiment designed to investigate the causal effect of public recognition on employee performance. We hired more than 300 employees to work on a three-hour data-entry task. In a random sample of work groups, workers unexpectedly received recognition after two hours of work. We find that recognition increases subsequent performance substantially, and particularly so when recognition is exclusively provided to the best performers. Remarkab...

  2. Employee recognition and performance: A field experiment

    NARCIS (Netherlands)

    Bradler, C.; Dur, R.; Neckermann, S.; Non, J.A.

    2013-01-01

    This paper reports the results from a controlled field experiment designed to investigate the causal effect of public recognition on employee performance. We hired more than 300 employees to work on a three-hour data-entry task. In a random sample of work groups, workers unexpectedly received recogn

  3. Employee Recognition and Performance: A Field Experiment

    NARCIS (Netherlands)

    C. Bradler (Christiane); A.J. Dur (Robert); S. Neckermann (Susanne); J.A. Non (Arjan)

    2013-01-01

    textabstractThis paper reports the results from a controlled field experiment designed to investigate the causal effect of public recognition on employee performance. We hired more than 300 employees to work on a three-hour data-entry task. In a random sample of work groups, workers unexpectedly rec

  4. [Employee Wellbeing in a University Department, Italy].

    Science.gov (United States)

    Sinopoli, Alessandra; Sestili, Cristina; Lojodice, Bruno; Sernia, Sabina; Mannocci, Alice; De Giusti, Maria; Villari, Paolo; La Torre, Giuseppe

    2017-01-01

    A serene workplace environment can provide significant benefits to employees. The aim of the present study was to assess wellbeing of employees in a university department, by administering validated questionnaires (Karasek and INAIL) and to determine any similarities and / or differences. The sample consisted of 48 employees (22.9 % male and 77.1% female) in various job categories including doctors, biologists, nurses, and technical and administrative staff. Results obtained from the Karasek questionnaire allowed us to calculate the values of Decision latidude and Job demand. The intersection of the medians of the two components, respectively 56 and 30, allowed us to divide participants into four quadrants consisting of high "strain" workers, active and passive and low "strain" workers. Thirty seven percent of the sample was found to be at high risk of stress. Significant differences in responses were identified in relation to gender, age, job seniority and educational level. Responses to the two questionnaires compared favorably. Seventeen questions were compared, and for eleven of these there was sufficient agreement, with kappa test values comprised between 0.194 and 0.408 (p<0.05). Results confirm that work-related stress is a relevant issue. Karasek and INAIL questionnaires, while investigating similar issues, should not be used alternatively but rather administered simultaneously.

  5. Ranking of employees' reward and recognition approaces: A Malaysian Perspective

    OpenAIRE

    Islam, Rafikul; Ismail, Ahmad Zaki

    2004-01-01

    Recognition of employees’ achievements is one of the most important factors to motivate employees. Employees who perform exceptionally well, expect that their contributions will be recognized or they will be appreciated by the top management. Over the decades (or perhaps centuries) the reward and recognition system has been adopted by numerous organizations – private or public. There are myriad ways by which employees can be appreciated. Further, one special type of reward may not motivate eq...

  6. Evaluation of Activity Recognition Algorithms for Employee Performance Monitoring

    OpenAIRE

    2012-01-01

    Successful Human Resource Management plays a key role in success of any organization. Traditionally, human resource managers rely on various information technology solutions such as Payroll and Work Time Systems incorporating RFID and biometric technologies. This research evaluates activity recognition algorithms for employee performance monitoring. An activity recognition algorithm has been implemented that categorized the activity of employee into following in to classes: job activities and...

  7. Evaluation of Activity Recognition Algorithms for Employee Performance Monitoring

    Directory of Open Access Journals (Sweden)

    Mehreen Mumtaz

    2012-09-01

    Full Text Available Successful Human Resource Management plays a key role in success of any organization. Traditionally, human resource managers rely on various information technology solutions such as Payroll and Work Time Systems incorporating RFID and biometric technologies. This research evaluates activity recognition algorithms for employee performance monitoring. An activity recognition algorithm has been implemented that categorized the activity of employee into following in to classes: job activities and non-job related activities. Finally, the algorithm will compute the time which employee spent in job related and non-job related activities. This paper presents a novel architecture based upon video analytics that can facilitate Human Resource Managers in real time.

  8. Making Employee Recognition a Tool for Achieving Improved Performance: Implication for Ghanaian Universities

    Science.gov (United States)

    Amoatemaa, Abena Serwaa; Kyeremeh, Dorcas Darkoah

    2016-01-01

    Many organisations are increasingly making use of employee recognition to motivate employees to achieve high performance and productivity. Research has shown that effective recognition occurs in organisations that have strong supportive culture, understand the psychology of praising employees for their good work, and apply the principles of…

  9. 78 FR 36311 - Flag Recognition Benefit for Fallen Federal Civilian Employees

    Science.gov (United States)

    2013-06-17

    ... Federal Civilian Employees; Submission for Review: Application for U.S. Flag Recognition Benefit for Deceased Federal Civilian Employees, OPM 1825; Proposed Rule and Notice #0;#0;Federal Register / Vol. 78... 550 RIN 3206-AM58 Flag Recognition Benefit for Fallen Federal Civilian Employees AGENCY: Office...

  10. A longitudinal examination of public recognition and employee absenteeism :an exploratory study

    OpenAIRE

    Wimbush, James C

    1988-01-01

    The study extended the Scott et al. (1985) research by examining the influence of public recognition on employees' attitudes and perceptions toward absenteeism. The main focus was on why the public recognition program was effective in reducing employee absenteeism. To better understand the effectiveness of recognition in reducing absenteeism, a model of the absenteeism/recognition relationship was developed. The model was based on the integration of the need, expectancy, reinf...

  11. Ranking of priorities in employees' reward and recognition schemes: from the perspective of UAE health care employees.

    Science.gov (United States)

    Younies, Hassan; Barhem, Belal; Younis, Mustafa Z

    2008-01-01

    A reward and recognition (RR) system is a tool widely applied by organizations to motivate their employees. Outstanding employees expect their effort to be acknowledged by the organization. However, the variety of rewards and recognitions systems used by organizations may be perceived differently by different employees. The diverse workforce structure in the United Arab Emirates (UAE) poses various challenges for organization managers. Managers need to implement the shrewd RR system which best fits their diverse workforce. This research studied how medical sector employees in the private and public health sector view the RR systems in the UAE. Two lists, comprising 26 major approaches to RR, were prepared and its items prioritized by taking inputs from 250 employees working in more than 30 varied public and private health care organizations in the UAE. The findings of the research are expected to provide guidelines for developing appropriate RR systems for organizations in general, and UAE health care organizations in particular.

  12. Employee recognition: a little oil on the troubled waters of change.

    Science.gov (United States)

    McConnell, C R

    1997-06-01

    Employee recognition practices and programs have suffered during the recent years of reengineering and downsizing. Frequently seen as a frill or as a direct cost that does not generate a direct benefit, recognition is often among the first expenses to go in a budget-cutting exercise. However, simple recognition can be an extremely powerful employee motivation tool. Regardless of how recognition might be treated at the organizational level, there remains much the individual supervisor can do to recognize employee accomplishments and thus enhance motivation and performance.

  13. Violence against emergency department employees and the attitude of employees towards violence.

    Science.gov (United States)

    Çıkrıklar, H Í; Yürümez, Y; Güngör, B; Aşkın, R; Yücel, M; Baydemir, C

    2016-10-01

    This study was conducted to evaluate the occurrence of violent incidents in the workplace among the various professional groups working in the emergency department. We characterised the types of violence encountered by different occupation groups and the attitude of individuals working in different capacities. This cross-sectional study included 323 people representing various professional groups working in two distinct emergency departments in Turkey. The participants were asked to complete questionnaires prepared in advance by the researchers. The data were analysed using the Statistical Package for the Social Sciences (Windows version 15.0). A total of 323 subjects including 189 (58.5%) men and 134 (41.5%) women participated in the study. Their mean (± standard deviation) age was 31.5 ± 6.5 years and 32.0 ± 6.9 years, respectively. In all, 74.0% of participants had been subjected to verbal or physical violence at any point since starting employment in a medical profession. Moreover, 50.2% of participants stated that they had been subjected to violence for more than 5 times. Among those who reported being subjected to violence, 42.7% had formally reported the incident(s). Besides, 74.3% of participants did not enjoy their profession, did not want to work in the emergency department, or would prefer employment in a non-health care field after being subjected to violence. According to the study participants, the most common cause of violence was the attitude of patients or their family members (28.7%). In addition, 79.6% (n=257) of participants stated that they did not have adequate safety protection in their working area. According to the study participants, there is a need for legal regulations to effectively deter violence and increased safety measures designed to reduce the incidence of violence in the emergency department. Violence against employees in the emergency department is a widespread problem. This situation has a strong negative effect on employee

  14. Military Base Closures and Affected Defense Department Civil Service Employees

    Science.gov (United States)

    2006-03-07

    employees adversely affected by BRAC. Outplacement subsidies could also be offered to other federal agencies to hire displaced DOD employees through...for its civilians, such as outplacement services, priority placement and separation incentives, will be available to employees under NSPS

  15. 76 FR 60707 - Supplemental Standards for Ethical Conduct for Employees of the Department of the Treasury

    Science.gov (United States)

    2011-09-30

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF THE TREASURY... for Employees of the Department of the Treasury AGENCY: Office of Financial Research, Treasury. ACTION: Interim rule. SUMMARY: The Department of the Treasury (Department), with the concurrence of the...

  16. 19 CFR 111.34 - Undue influence upon Department of Homeland Security employees.

    Science.gov (United States)

    2010-04-01

    ... 19 Customs Duties 1 2010-04-01 2010-04-01 false Undue influence upon Department of Homeland... Brokers § 111.34 Undue influence upon Department of Homeland Security employees. A broker must not influence or attempt to influence the conduct of any representative of the Department of Homeland Security...

  17. Employee Perceptions on Recognition and Opportunity for Advancement: The Case of a Financial Institution in Ghana

    Directory of Open Access Journals (Sweden)

    Veronica Adu-Brobbey

    2014-05-01

    Full Text Available Recognition and opportunity for advancement are facets of motivation that affect employee satisfaction at the workplace. For management to adequately attend to these, there is the need to know how the employees themselves feel about such issues. This study was conducted to assess the perceptions of employees of a financial institution in Ghana regarding recognition and opportunity for advancement. Survey with questionnaire and interview were used to collect data from 61 employees. Descriptive statistics and chi-square at 0.05 level of significance were used to analyze the data. The findings indicated that majority of the respondents (55.7% appeared satisfied with recognition accorded them at the workplace. There was no significant difference among respondents categorized according to gender regarding recognition. However, senior staff appeared to feel more recognized by management than junior staff. Regarding adequacy of opportunity for advancement, majority of the respondents (77.0% found it to be inadequate. Employees would like to have in-service training, study leave with pay and re-imbursement of subscriptions and examination fees for membership of professional bodies. The study also showed no difference of opinion among respondents categorized according to gender. When categorized according to status, senior staff appeared to be more satisfied with opportunity for advancement than junior staff. It is recommended that management should strive to maintain the existing conditions that make both male and female employees feel equally treated, while trying to bridge the gap between senior and junior staff regarding recognition and opportunity for advancement.

  18. Speech recognition in the radiology department: a systematic review.

    Science.gov (United States)

    Hammana, Imane; Lepanto, Luigi; Poder, Thomas; Bellemare, Christian; Ly, My-Sandra

    2015-01-01

    To conduct a systematic review of the literature describing the impact of speech recognition systems on report error rates and productivity in radiology departments. The search was conducted for relevant papers published from January 1992 to October 2013. Comparative studies reporting any of the following outcomes were selected: error rates, departmental productivity, and radiologist productivity. The retrieved studies were assessed for quality and risk of bias. The literature search identified 85 potentially relevant publications, but, based on the inclusion and exclusion criteria, only 20 were included. Most studies were before and after assessments with no control group. There was a large amount of heterogeneity due to differences in the imaging modalities assessed and the outcomes measured. The percentage of reports containing at least one error varied from 4.8% to 89% for speech recognition, and from 2.1% to 22% for transcription. Departmental productivity was improved with decreases in report turnaround times varying from 35% to 99%. Most studies found a lengthening of radiologist dictation time. Overall gains in departmental productivity were high, but radiologist productivity, as measured by the time to produce a report, was diminished.

  19. 10 CFR 431.19 - Department of Energy recognition of accreditation bodies.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 3 2010-01-01 2010-01-01 false Department of Energy recognition of accreditation bodies. 431.19 Section 431.19 Energy DEPARTMENT OF ENERGY ENERGY CONSERVATION ENERGY EFFICIENCY PROGRAM FOR... Methods of Determining Efficiency § 431.19 Department of Energy recognition of accreditation bodies....

  20. 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…

  1. Internal Communication Within and Between Two IT Departments : From a Managerial and Employee Perspective

    OpenAIRE

    Chabane, Karim; Larsson, Diana

    2015-01-01

    Introduction (Purpose) - The main purpose for this study is to study internal communication challenges from a managerial and employee perspective in two interrelated IT departments. Furthermore this study aims to give suggestions for how organizations can improve their internal communication within and between departments. Design/methodology/approach - The research setting took place in a Swedish telecom company where data was collected during 10 weeks. An abductive scientific approach was us...

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

    Directory of Open Access Journals (Sweden)

    Chengedzai Mafini

    2013-01-01

    Full Text Available Orientation: There appears to be a dearth of literature that addresses the relationship between employee satisfaction and organisational performance in South African public organisations. Motivation for the study: This study attempted to contribute to the discourse on the influence of human resources to organisational performance.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.

  3. Two-factor Analysis of Employee Motivation at "Postal Traffic – Department in Novi Sad"

    Directory of Open Access Journals (Sweden)

    Jelena Pandža

    2015-06-01

    Full Text Available Motivation is a highly individual matter. It depends not only on the actual needs of the employee, but also on his personality, experience and scale of values. The employee work motivation directly influences the company productivity. In order to achieve the maximum level of motivation, managers need to know their needs and motivating factors of employees they supervise. Money is the key motivation factor for people, who need money to maintain their own existence. Non-financial factors of motivation also have a growing importance on the individual employee motivation. The main objective of this paper is to determinate the main intrinsic and extrinsic factors of employee motivation, and its effect on the provided service quality in the "Postal Traffic - Department in Novi Sad". The research is based on Herzberg's Two-factor theory. The results of the research showed, that majority of the factors is rated fairly high. The "Salary" is the lowest rated factor, while the factor "Colleagues" have the highest effect on employee motivation.

  4. 38 CFR 17.95 - Outpatient medical services for Department of Veterans Affairs employees and others in emergencies.

    Science.gov (United States)

    2010-07-01

    ... services for Department of Veterans Affairs employees and others in emergencies. 17.95 Section 17.95... Outpatient medical services for Department of Veterans Affairs employees and others in emergencies. Outpatient medical services for which charges shall be made as required by § 17.101 may be authorized...

  5. 78 FR 56127 - Supplemental Standards of Ethical Conduct for Employees of the Department of Housing and Urban...

    Science.gov (United States)

    2013-09-12

    ... CFR Part 7501 RIN 2501-AD61 Supplemental Standards of Ethical Conduct for Employees of the Department... concurrence of the Office of Government Ethics (OGE), amends its Supplemental Standards of Ethical Conduct, which are regulations for HUD officers and employees that supplement the Standards of Ethical...

  6. 28 CFR 0.64-3 - Delegation respecting designation of certain Department of Agriculture employees (Tick Inspectors...

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Delegation respecting designation of certain Department of Agriculture employees (Tick Inspectors) to carry and use firearms. 0.64-3 Section 0.64-3 Judicial Administration DEPARTMENT OF JUSTICE ORGANIZATION OF THE DEPARTMENT OF JUSTICE...

  7. 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.

  8. Lecturer and Employee Performance Analysis in Department of Health Analyst, Health Polytechnic, Ministry of Health Makassar

    Directory of Open Access Journals (Sweden)

    Muhammad Nasir

    2016-06-01

    Full Text Available Performance is a concept that is often used in an organization to discuss about discussion and talks about the success of the organization or human resources. Moreover, this time an organization faced with the challenge of competition is high. Global market competition era, advances in information technology, as well as the community demands more and more critical. Performance becomes a very important issue in the organization as the organization and performance is a key statement of the effectiveness or success of an organization. The research is descriptive qualitative to describe the performance of teachers and employees of the Department of Health Analyst Polytechnic Makassar Ministry of Health of Health. The study population is all faculty and staff and selected as a sample of 10 respondents with the following conditions: 4 lecturers, 3 instructors and 3 administrative staff with data collection are interviews, observation, and documentation. Data were analyzed by descriptive qualitative and narrated. The results showed that the performance lecturers, instructors and employees at the Department of Health Analyst Health Polytechnic Makassar Ministry of Health has been good, however, are still in need of many efforts to make a better improve.

  9. Tensions and Ambivalent Feelings: Opinions of Emergency Department Employees About the Identification and Management of Intimate Partner Violence.

    Science.gov (United States)

    Zijlstra, Elza; van de Laar, Rik; Moors, Marie Louise; Lo Fo Wong, Sylvie; Lagro-Janssen, Antoine

    2015-05-22

    The objective of this study was to examine factors facilitating and constraining the identification and management of intimate partner violence (IPV) at an emergency department (ED). Semi-structured interviews were conducted with 18 ED employees of a university hospital in the Netherlands. All interviews were audiotaped, transcribed verbatim, and analyzed by using qualitative content analysis in Atlas.ti. Constraining factors were lack of knowledge, awareness, and resources at the ED. ED employees felt many barriers to bringing up IPV. Facilitating factors were good cooperation among staff, the involvement of one team member in producing an IPV protocol, having received training on child abuse, and private consulting rooms. The ED setting and the ED employees' task perception and attitude contained both constraining and facilitating factors: ED employees saw it as their task and responsibility to help IPV victims, but their priorities were to secure a high turnover and treat acute physical problems. Although ED employees expressed openness and willingness to help, they also took the view that victims had a considerable responsibility of their own in disclosing and managing IPV, which led to ambivalent feelings. In conclusion, ED employees faced tensions in IPV identification and management caused by lack of awareness, knowledge and resources, conflicting priorities at the ED, and ambivalent feelings. Improvements can be made by supporting ED employees with guidelines in the form of a protocol and with training that also addresses the tensions ED employees face. © The Author(s) 2015.

  10. Recognition and management of seizures in children in emergency departments.

    Science.gov (United States)

    Caplan, Edward; Dey, Indranil; Scammell, Andrea; Burnage, Katy; Paul, Siba Prosad

    2016-09-01

    Seizure is defined as 'a sudden surge of electrical activity in the brain, which usually affects how a person appears or acts for a short time'. Children who have experienced seizures commonly present to emergency departments (EDs), and detailed history taking will usually help differentiate between epileptic and non-epileptic events. ED nurses are often the first health professionals to manage children with seizures, and this is best done by following the ABCDE approach. Treatment involves termination of seizures with anticonvulsants, and children may need other symptomatic management. Seizures in children can be an extremely distressing experience for parents, who should be supported and kept informed by experienced ED nurses. Nurses also play a vital role in educating parents on correct administration of anticonvulsants and safety advice. This article discusses the aetiology, clinical presentation, diagnosis and management of children with seizures, with particular emphasis on epilepsy. It includes two reflective case studies to highlight the challenges faced by healthcare professionals managing children who present with convulsions.

  11. Two-factor Analysis of Employee Motivation at "Postal Traffic – Department in Novi Sad"

    National Research Council Canada - National Science Library

    Jelena Pandža; Lukrecija Đeri; Adam Galamboš; Tamaš Galamboš

    2015-01-01

    .... The employee work motivation directly influences the company productivity. In order to achieve the maximum level of motivation, managers need to know their needs and motivating factors of employees they supervise...

  12. A STUDY ON EMPLOYEE DEVELOPMENT THROUGH FUNDAMENTAL HUMAN NEEDS: RESPECT AND RECOGNITION AT WORKPLACE

    OpenAIRE

    Yashashwi. A. Ail

    2017-01-01

    In the modern competitive world, the greatest asset of any organization is its “Employees”. Employee is an individual who delivers his service to the workplace where he is being employed. Today, there is a new way for reaping the best of the organization through “Employee Development”. Nurturing the growth of employees is known to be Employee Development which takes place through a number of training, motivational and developmental activities. Motivational Factors like Promotions, Appraisals,...

  13. [Early recognition of deteriorating patient program in department of cardiac surgery].

    Science.gov (United States)

    Qin, Chunxiang; Mao, Ping; Xiao, Peng; Zeng, Sainan; Xie, Jianfei; Ding, Siqing

    2014-03-01

    To explore the application and the effect of early recognition of deteriorating patient program in department of cardiac surgery. We used the early recognition of deteriorating patient program in the cardiac surgery groups, including cardiac surgeons, nurses in ward, ICU and operation rooms of the cardiac surgery department, and compared the satisfaction of nurses and doctors, handover time, handover score of critical patients, and rate of unplanned ICU admission before and after the intervention. After using the early recognition of deteriorating patient program, the satisfaction of doctors and nurses was increased, the handover time was lowered 0.56 min/time (t=2.22, Pcardiac patients, enhance the self-confidence of nurses and work efficiency.

  14. 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.

  15. Facial emotion recognition ability: psychiatry nurses versus nurses from other departments.

    Science.gov (United States)

    Gultekin, Gozde; Kincir, Zeliha; Kurt, Merve; Catal, Yasir; Acil, Asli; Aydin, Aybike; Özcan, Mualla; Delikkaya, Busra N; Kacar, Selma; Emul, Murat

    2016-12-01

    Facial emotion recognition is a basic element in non-verbal communication. Although some researchers have shown that recognizing facial expressions may be important in the interaction between doctors and patients, there are no studies concerning facial emotion recognition in nurses. Here, we aimed to investigate facial emotion recognition ability in nurses and compare the abilities between nurses from psychiatry and other departments. In this cross-sectional study, sixty seven nurses were divided into two groups according to their departments: psychiatry (n=31); and, other departments (n=36). A Facial Emotion Recognition Test, constructed from a set of photographs from Ekman and Friesen's book "Pictures of Facial Affect", was administered to all participants. In whole group, the highest mean accuracy rate of recognizing facial emotion was the happy (99.14%) while the lowest accurately recognized facial expression was fear (47.71%). There were no significant differences between two groups among mean accuracy rates in recognizing happy, sad, fear, angry, surprised facial emotion expressions (for all, p>0.05). The ability of recognizing disgusted and neutral facial emotions tended to be better in other nurses than psychiatry nurses (p=0.052 and p=0.053, respectively) Conclusion: This study was the first that revealed indifference in the ability of FER between psychiatry nurses and non-psychiatry nurses. In medical education curricula throughout the world, no specific training program is scheduled for recognizing emotional cues of patients. We considered that improving the ability of recognizing facial emotion expression in medical stuff might be beneficial in reducing inappropriate patient-medical stuff interaction.

  16. 34 CFR 602.32 - Procedures for Department review of applications for recognition or for change in scope...

    Science.gov (United States)

    2010-07-01

    ... 34 Education 3 2010-07-01 2010-07-01 false Procedures for Department review of applications for... Education Regulations of the Offices of the Department of Education (Continued) OFFICE OF POSTSECONDARY EDUCATION, DEPARTMENT OF EDUCATION THE SECRETARY'S RECOGNITION OF ACCREDITING AGENCIES The...

  17. 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

    is considered a way for organizations to achieve the responsiveness needed in a hypercompetitive world [Riordan et al. 2005]. As workplaces become more complex and employee’s increasingly demands more satisfying jobs, employee involvement becomes a way for companies to attract and retain the best human talents...... 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...... includes [Sørensen and Wandahl 2012]: • No incentives or motivation to engage in development and innovation activities • Management focus is on production tasks, hence no management support • No systematic approach to facilitate idea generation and knowledge-sharing • Organisational culture • Development...

  18. 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

    design changes [Kesting and Ulhøi 2010]. • Involving employees improve collaboration and knowledge sharing to optimise processes and product development. It is considered a key success factor in complex environments where networking, fast renewal and innovation are central competitive factors [Alasoini...... 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...... includes [Sørensen and Wandahl 2012]: • No incentives or motivation to engage in development and innovation activities • Management focus is on production tasks, hence no management support • No systematic approach to facilitate idea generation and knowledge-sharing • Organisational culture • Development...

  19. 45 CFR 4.1 - Suits against the Department and its employees in their official capacities.

    Science.gov (United States)

    2010-10-01

    ... official capacities. Summonses and complaints to be served by mail on the Department of Health and Human... official capacities should be sent to the General Counsel, Department of Health and Human Services, 200... their official capacities. 4.1 Section 4.1 Public Welfare DEPARTMENT OF HEALTH AND HUMAN...

  20. Radiation doses of employees of a Nuclear Medicine Department after implementation of more rigorous radiation protection methods.

    Science.gov (United States)

    Piwowarska-Bilska, Hanna; Supinska, Aleksandra; Listewnik, Maria H; Zorga, Piotr; Birkenfeld, Bozena

    2013-11-01

    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.

  1. 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.

  2. 5 CFR 315.706 - Certain nonpermanent employees of the Department of Energy.

    Science.gov (United States)

    2010-01-01

    ... Department of Energy. 315.706 Section 315.706 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS CAREER AND CAREER-CONDITIONAL EMPLOYMENT Conversion to Career or Career-Conditional... performing continuing functions, may be converted to career or career-conditional by OPM upon recommendation...

  3. 76 FR 63206 - Supplemental Standards of Ethical Conduct for Employees of the Department of Homeland Security

    Science.gov (United States)

    2011-10-12

    ... (DAEO) to manage and coordinate the ethics programs within the Department's components and offices. B... by the DHS DAEO to manage and coordinate the ethics programs within the DHS components pursuant to... (FEMA); (2) Federal Law Enforcement Training Center; (3) Transportation Security Administration;...

  4. 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

  5. 科室员工敬业度现状分析%Analysi on Present Situation of Department Employee Engagement and Coun-termeasures

    Institute of Scientific and Technical Information of China (English)

    王清

    2015-01-01

    Objective To explore leadership styles, organizational support, organizational commitment and employee engagement relationship and provide a theoretical basis for improving employee engagement. Methods Literature research, analysis department employee engagement situation at this stage. Results Employee engagement at a high level, there are still negative factors, leader-ship style, organizational support, organizational commitment was positively correlated with employee engagement. Conclusion The department managers should give employees more organizational support, organizational commitment, change leadership style, to further improve employee engagement.%目的:探讨领导风格、组织支持感、组织承诺与员工敬业度的关系,为提高员工敬业度提供理论依据。方法通过文献研究法,分析现阶段科室员工敬业度状况。结果员工敬业度处于较高水平,仍存在消极因素,领导风格、组织支持感、组织承诺与员工敬业度呈正相关。结论科室管理者应给予员工更多的组织支持感、组织承诺感,改变领导风格,进一步提高员工敬业度。

  6. Staff Report to the Senior Department Official on Recognition Compliance Issues. Recommendation Page: Missouri State Board of Nursing

    Science.gov (United States)

    US Department of Education, 2010

    2010-01-01

    The Missouri Board of Nursing approves 34 practical, 35 associate degree, one diploma, and 21 baccalaureate degree nursing programs. Although the Board is responsible for all nursing programs leading to initial licensure, its recognition by the U.S. Department of Education applies only to the 57 professional nursing programs eligible for Federal…

  7. Department

    African Journals Online (AJOL)

    USER

    2016-09-20

    Sep 20, 2016 ... Department of Mathematics, Faculty of Science, Kibabii University. 2. Department .... be seen that average rainfall exhibited a cyclic pattern with a reducing trend under both scenarios .... Department of Meteorology, University.

  8. 5 CFR 7501.106 - Additional rules for certain Department employees involved in the regulation or oversight of...

    Science.gov (United States)

    2010-01-01

    ...) Prohibited outside employment. Covered employees shall not engage in employment with or on behalf of the... children shall not purchase, directly or indirectly, any real or personal property from FHLMC or FNMA... asset's fair market value. (h) Pre-existing interests. Covered employees must report, in writing, to...

  9. Supplemental standards of ethical conduct and financial disclosure requirements for employees of the Department of Health and Human Services. Interim final rule with request for comments.

    Science.gov (United States)

    2005-02-03

    The Department of Health and Human Services, with the concurrence of the Office of Government Ethics (OGE), is amending the HHS regulation that supplements the OGE Standards of Ethical Conduct. This interim final rule specifies additional procedural and substantive requirements that are necessary to address ethical issues at the National Institutes of Health (NIH) and updates nomenclature, definitions, and procedures applicable to other components of the Department. The rule: Revises the definition of a significantly regulated organization for the Food and Drug Administration (FDA); Updates the organization titles of designated separate agencies; Amends the gift exception for native artwork and craft items received from Indian tribes or Alaska Native organizations; Aligns the FDA prohibited holdings limit with the de minimis holdings exemption in OGE regulations; Revises prior approval procedures for outside activities; and, subject to certain exceptions: Prohibits NIH employees from engaging in certain outside activities with supported research institutions, health care providers or insurers, health-related trade or professional associations, and biotechnology, pharmaceutical, medical device, and other companies substantially affected by the programs, policies, or operations of the NIH; Bars NIH employees who file a public or confidential financial disclosure report from holding financial interests in substantially affected organizations; Subjects NIH non-filer employees to a monetary cap on holdings in such organizations; Specifies for NIH employees prior approval procedures for and limitations on the receipt of certain awards from outside sources; and Imposes a one-year disqualification period during which NIH employees are precluded from official actions involving an award donor. In addition, the Department is adding a new supplemental part to expand financial disclosure reporting requirements for certain outside activities and to ensure that prohibited

  10. Depart

    African Journals Online (AJOL)

    USER

    2017-01-26

    Jan 26, 2017 ... Department of Urban and Regional Planning, Ladoke Akintola University of Technology, ... informal automobile workshops in virtually every open space in Nigerian cities that ..... plantation to encourage a green society and.

  11. 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 customers (often or very often: OR = 1.8) and an unsatisfactory workplace (OR = 2.0). 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.

  12. The dual role of the principal as employee of the Department of Education and ex officio member of the governing body

    Directory of Open Access Journals (Sweden)

    Sakkie Prinsloo

    2016-05-01

    Full Text Available In terms of section 15 of the Schools Act, a public school is a legal person ("juristic person" with legal capacity to perform its functions under the Act. The Schools Act distinguishes between governance and professional management, assigning the former to the governing body and the latter to the principal of the school (section 16(1 and 16(3. The professional management of a public school must be undertaken by the principal under the authority of the Head of Department. Section 16(A makes provision for the functions and responsibilities of principals of public schools. Section 16(A lists the tasks and responsibilities for which the principal as employee of the Department of Education is accountable to the Head of Department. The principal is however also accountable to the governing body for the implementation of statutory functions or policies regarding admission, language, religion and school funds that are delegated to him or her by the governing body in terms of the Schools Act. Since 1996, an increasing number of court cases and disciplinary hearings took place in which provincial heads of education departments were challenged for unlawful actions against principals due to the latter's implementation of the statutory functions of governing bodies. Principals therefore seem to be caught between their role as employee of the Department of Education and ex officio member of the governing body of their public school.

  13. Professionally-mediated degradation of employees of security departments of correctional institutions of the Federal Penitentiary Service of the Russian Federation

    Directory of Open Access Journals (Sweden)

    Krasnik V.S.

    2014-09-01

    Full Text Available This article raises the problem of professional destructions of the penitentiary system employees. The hypothesis of the study is as follows: in the course of professional activity the employees of security departments of penitentiary system show professionally conditioned destruction. Study sample consisted of 60 men aged 18 to 40 years, the staff of the penal system (Security Division. The main methods were psychodiagnostic (test method and statistical (mathematical analysis. Analysis of the results led to the conclusion about the impact of the conditions of professional activity on the employee personality, namely the development of professionally caused accentuation of the alarm type in the initial stages of service and professional activities (p = 0.005, as well as the development of professionally caused pedantic (p = 0.000, dysthymic (p = 0.002, stuck (p = 0.005 accentuation types. Thus, this study led to the conclusion that, indeed, depending on the length of service and professional activities of the employees of the penitentiary system professional-mediated degradation occurs.

  14. 77 FR 46601 - Supplemental Standards of Ethical Conduct for Employees of the Department of Housing and Urban...

    Science.gov (United States)

    2012-08-06

    ... provisions are no longer necessary to ensure public confidence in the impartiality and objectivity with which... ensure public confidence in the impartiality and objectivity with which HUD programs are administered... relationship, including self-employment, that involves the provision of personal services by the employee....

  15. Department

    African Journals Online (AJOL)

    USER

    2017-05-25

    May 25, 2017 ... Department of Animal production Federal University of Technology Minna – Niger state,. Nigeria ... principles by poultry farmers in Kwara State, Nigeria. The ma .... usually incur by broiler and layer farmers ... A multi-stage sampling technique .... their birds under intensive care, which is ... husbandry system.

  16. Long-term monitoring of radiation exposure of employees in the department of nuclear medicine (Szczecin, Poland) in the years 1991-2007.

    Science.gov (United States)

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

    2010-08-01

    Occupational radiation exposure is a hazard that should be avoided or at least minimised. This study aimed to evaluate the radiation exposure of nuclear medicine department employees monitored during the 1991-2007 period, and to investigate the relationship between the annual effective doses of the personnel and the number of radioisotope procedures performed. Overall, 2014 quarterly effective whole-body doses, categorised into six occupational groups, monitored with personal dosemeters, were analysed statistically. There was a wide variation in the average annual doses among the different occupational groups. During the 17 years covered by this study, there was no incidence of a dose exceeding the annual dose limit of 20 mSv. There was a weak correlation between the average annual dose for monitored employees and the number of nuclear medicine procedures performed. Apart from exposure, personal skill in dealing with radioactive substances, compliance with radiation protection rules is an important factor to minimise the effective dose.

  17. 3M's Model Rewards and Recognition Program Engages Employees and Drives Energy Savings Efforts

    Energy Technology Data Exchange (ETDEWEB)

    None

    2010-06-11

    3M has implemented more than 1,900 employee-inspired projects that have realized a 22% improvement in energy efficiency and yielded $100 million in energy savings. This case study provides information about 3M's approach to energy efficiency.

  18. 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

    ... employment. Where appropriate, the agency shall seek the views of the Department of Justice and/or the U.S... Counsel, or his/her designee, may request that the Department of Justice provide legal representation...

  19. Institutional Struggles for Recognition in the Academic Field: The Case of University Departments in German Chemistry

    Science.gov (United States)

    Munch, Richard; Baier, Christian

    2012-01-01

    This paper demonstrates how the application of New Public Management (NPM) and the accompanying rise of academic capitalism in allocating research funds in the German academic field have interacted with a change from federal pluralism to a more stratified system of universities and departments. From this change, a tendency to build cartel-like…

  20. Institutional Struggles for Recognition in the Academic Field: The Case of University Departments in German Chemistry

    Science.gov (United States)

    Munch, Richard; Baier, Christian

    2012-01-01

    This paper demonstrates how the application of New Public Management (NPM) and the accompanying rise of academic capitalism in allocating research funds in the German academic field have interacted with a change from federal pluralism to a more stratified system of universities and departments. From this change, a tendency to build cartel-like…

  1. 28 CFR 50.15 - Representation of Federal officials and employees by Department of Justice attorneys or by...

    Science.gov (United States)

    2010-07-01

    ... factual information. In emergency situations the litigating division may initiate conditional... implicated, the Department's ability to protect those interests through other means, and the likelihood of...

  2. 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

    ... by a physician, dentist, nurse, physician's assistant, dentist's assistant, pharmacist or paramedical... Department of Justice will be asked to remove such suit to the appropriate Federal District Court before... Federal District Court. Should a Federal District Court determine that the Department of Veterans...

  3. Early recognition of intraventricular hemorrhage in the setting of thrombocytosis in the emergency department

    Science.gov (United States)

    Charles, Marvinia; Fontoura, Romy; Sugalski, Gregory

    2016-01-01

    Thrombocytosis is frequently encountered as an incidental laboratory finding since isolated thrombocytosis is often asymptomatic. Even though thrombocytosis is benign and self-limiting in most cases, it can at times result in thrombosis or hemorrhage. The most common type of thrombocytosis is reactive (secondary) thrombocytosis and can be due to infections, trauma, surgery, or occult malignancy. Since thrombocytosis is a known risk factor for thrombosis, it is commonly a concern for ischemic stroke and myocardial infarction. Much less common are hemorrhagic events associated with thrombocytosis. Studies have shown that when hemorrhage is present in patients with thrombocytosis, it is most often seen in the setting of chronic myelogenous leukemia and essential thrombocythemia. In essential thrombocythemia, the overall risk of bleeding and thrombosis is 0.33% per patient-year and 6.6% per patient-year, respectively. In the general population, the risk of bleeding and thrombosis is 0% and 1.2%, respectively. The present study is a case report of an 83-year-old man who presented to the emergency department with hypertension and headache, who was then found to have significant thrombocytosis (platelets >1,000×109/L) and acute right intraventricular hemorrhage without any signs of neurological deficits, or evidence of vascular malformations or mass. We present this case report for review and discussion of some of the challenges and considerations associated with the management of such patients. PMID:27307770

  4. Assessing the impact of service benefits on employee performance in Gauteng Department of Education / T.J. Poopa

    OpenAIRE

    Poopa, Thabang Johannes

    2012-01-01

    The Gauteng Department of Education (GDE) is powered by the Public Service Regulations Government Notice No R441 of 25 May 2001 (as amended) chapter 1, Regulation VIII, Section A, that outlines the principles of managing performance stating that Departments shall manage performance in a consultative, supportive and non-discriminatory manner in order to enhance organizational efficiency and effectiveness, accountability for the use of resources and the achievement of results. It is witnessed t...

  5. 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...

  6. 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…

  7. 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.

  8. 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

  9. A Study on the Relationship between Customer Satisfaction and Employee Service Delivery at Sutera Sanctuary Lodges’s Front Office Department at Kinabalu Park, Kundasang, Sabah, Malaysia

    Directory of Open Access Journals (Sweden)

    Alaska Adrian Kalasa

    2014-01-01

    Full Text Available The purpose of this study is focused on the customer service delivery by staff of front office department of Sutera Sanctuary Lodges, at Kinabalu Park, Kundasang, and Sabah, Malaysia. It will look into the attitude, skills and knowledge of the staff on customer service delivery and its effect on customer satisfaction. There are gaps that were identified from the findings; the front line staff has English language issues. The low rating for knowledge and skills in their work area are a concern. As a three (3 Orchid rated lodges operation the standard and quality should not be compromised. There is a positive relationship of customer satisfaction and employee service delivery. Rating of poor service delivery has been noted in the survey in anticipating guests need with 1% below expectation, Speed and efficiency of check-in process with 1% rated below expectation, welcoming and greeting with 11% below expectation. This includes courtesy, helpfulness of staff and grooming all rated 4% in below expectation.

  10. 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)...

  11. 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......, and barriers to, employee ownership in China at three levels of analysis: the societal, organisational and individual. Its intended contribution to the employee ownership literature is to organise the scattered evidence in order to provide a systematic and comprehensive coverage of the development...... 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...

  12. Staff Report to the Senior Department Official on Recognition Compliance Issues. Recommendation Page: Council on Naturopathic Medical Education

    Science.gov (United States)

    US Department of Education, 2010

    2010-01-01

    The Council on Naturopathic Medical Education (CNME) is a programmatic accrediting agency. CNME's current scope of recognition is the accreditation and preaccreditation throughout the United States of graduate level, four-year naturopathic medical education programs leading to the Doctor of Naturopathic Medicine (N.M.D.) or Doctor of Naturopathy…

  13. 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...

  14. Federal Employees Health Benefits (FEHB) program and Department of Defense (DoD) demonstration project; and other miscellaneous changes. Office of Personnel Management. Final rule.

    Science.gov (United States)

    2000-06-08

    OPM is issuing a final regulation to implement the portion of the Defense Authorization Act for 1999 that establishes authority for a demonstration project under which certain Medicare and other eligible DoD beneficiaries can enroll in health benefit plans in certain geographic areas under the Federal Employees Health Benefits (FEHB) Program. The demonstration project will run for a period of three years from January 1, 2000, through December 31, 2002. This regulation specifies only the requirements that differ from existing FEHB Program regulations because of unique aspects of the demonstration project. This regulation also makes other miscellaneous changes to the Federal Employees Health Benefits Acquisition Regulations.

  15. Analyzing the Relationship between Job Features (Job Satisfaction, Working Independence, Promotion Opportunities, and Job Anxiety and Organizational Commitment and Attachment of the Employees of the General Department of the Educational System of North Khorasan in 1391(2012

    Directory of Open Access Journals (Sweden)

    Entesar Foumany Gholam Hossein

    2012-12-01

    Full Text Available There are several reasons why an organization should raise the expectation level of its employee. Since the biggest challenge that the current managers are facing is to unify the goals of the organization with the employees’ goals, and this need could not be met, unless they increase the organizational commitment among the employees. The presence of reliable people in the organization is regarded as an excellent source of energy and power that results in the movement towards the aim and the ideals of the organization. The employee’s commitments not only motivate them in carrying out their duties and try hard to accomplish that, but also it builds among them an emotional dependence with the purposes and the values of the organization. This research is conducted to study the commitment and organizational attachment among the employees of the General Department of Educational System of North Khorasan in 2012. The number population is 222, which according to Morgan determining tables of the sample (1999, 165 employees (15.28 % female and 83.6% male are assigned and chosen using the simple stratified random sampling technique. This is a descriptive measurement study and the research instrument is a researcher-made questionnaire and the relationship between the variables is calculated by using Pearson’s correlation coefficient.

  16. Analyzing the Relationship between Job Features and Organizational Commitment and Attachment of the Employees of the General Department of the Educational System of North Khorasan in 1391(2012

    Directory of Open Access Journals (Sweden)

    Foumany Entesar GholamHossein

    2013-01-01

    Full Text Available There are several reasons why an organization should raise the expectation level of its employee. Since the biggest challenge that the current managers are facing is to unify the goals of the organization with the employees’ goals, and this need could not be met, unless they increase the organizational commitment among the employees. The presence of reliable people in the organization is regarded as an excellent source of energy and power that results in the movement towards the aim and the ideals of the organization. The employees’ commitments not only motivate them in carrying out their duties and try hard to accomplish that, but also it builds among them an emotional dependence with the purposes and the values of the organization. This research is conducted to study the commitment and organizational attachment among the employees of the General Department of Educational System of North Khorasan in 2012. The number population is 222, which according to Kerjesy and Morgan determining tables of the sample (1999, 165 employees (15.28 % female and 83.6% male are assigned and chosen using the simple random stratifying technique. This is a descriptive measurement study and the research instrument is a researcher-made questionnaire and the relationship between the variables is calculated by using Pearson’ correlation coefficient.

  17. 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...

  18. 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 RULES OF CONDUCT General Provisions Responsibilities § 0.107 Employees. (a) Employees are required...

  19. Employee ownership

    OpenAIRE

    Mygind, Niels

    2007-01-01

    This paper gives an overview over some theory and empirical evidence on employee ownership and other forms of employee financial participation and answers the following questions: What is employee ownership and what is the relation to other forms of financial participation? Why is employee ownership widespread in some developed market economies like US and in Italy, France and Spain, while it has a quite rare occurrence in the Scandinavian countries? What are the conditions favouring and what...

  20. The Dimensions of Employee and Leadership Behaviors Based on Power Distance Recognition%基于权力距离认知的员工行为和领导行为构成维度

    Institute of Scientific and Technical Information of China (English)

    丁孝莉; 戴昌钧

    2012-01-01

    To systematically and scientifically reflect basic connotations of employee and leadership behaviors in organizations, the dimensions of employee and leadership behaviors based on the perspective of employee power distance recognition were summarized and characterized to further unveil the underlying interactive patterns. The hypotheses, through researching on related literature, in-depth interview, along with practical management experience, were suggested. The questionnaires were also designed, and several mathematical methodologies, e.g. , cluster, exploration, and verification analyses were used. Meanwhile, the dimensions of employee and leadership behaviors were analyzed and characterized. Results show that employee behavior consists of proactive and passive behaviors, and proactive behavior includes innovation, voice and citizenship behaviors, whereas passive behavior contains silence, negligence and resistance behaviors. The two dimensions of democratic and autocratic behaviors form leadership behavior. Democratic behavior can be further divided into influence and empowerment behaviors, autocratic behavior includes admonition and punishment behaviors.%为了较为系统和科学地反映组织中员工行为和领导行为的基本内涵,进一步揭示它们相互间的影响规律,基于员工权力距离认知视角,对员工行为和领导行为的构成维度进行了归纳和表征.通过文献研究、深度访谈并结合管理实践经验提出相关假设,设计调查问卷并运用聚类分析、探索性和验证性因素分析等方法对数据进行分析,剖析了员工行为和领导行为的维度结构并对其进行表征.结果显示,员工行为由积极和消极两个行为维度构成,其中积极行为包括创新、宣扬和公民行为,消极行为包括沉默、怠慢和对抗行为;领导行为由民主和专制两个行为维度构成,民主行为可进一步划分为影响和放权行为,专制行为包括警示和惩戒行为.

  1. Federal Employees Health Benefits (FEHB) Program and Department of Defense (DoD) demonstration project. Office of Personnel Management. Final rule.

    Science.gov (United States)

    2000-06-02

    OPM is issuing a final regulation to implement the portion of the National Defense Authorization Act for 1999 that establishes authority for a demonstration project under which certain Medicare and other eligible DoD beneficiaries can enroll in health benefit plans in certain geographic areas under the Federal Employees Health Benefits (FEHB) Program. The demonstration project will run for a period of three years from January 1, 2000, through December 31, 2002. This regulation specifies only the requirements that differ from existing FEHB Program regulations because of unique aspects of the demonstration project.

  2. Federal employees--random drug and alcohol testing--subject matter jurisdiction--issue preclusion--exhaustion. Whitman v. Department of Transportation.

    Science.gov (United States)

    2007-01-01

    The Supreme Court, in a per curium decision, vacated a ruling against an air traffic controller in his claim that he was subjected to more than random drug testing and remanded the matter to the Ninth Circuit to determine whether the petitioner exhausted his administrative remedies and whether exhaustion is required, or, if necessary, whether the Civil Service Reform Act precludes employees from pursuing claims beyond those set out in that act, i.e., whether Congress intended to remove such actions from the general grant of subject matter jurisdiction under 28 U.S.C. paragraph 1331.

  3. Employee reward

    OpenAIRE

    2014-01-01

    Objectives: • To present the main historical and theoretical foundations underpinning contemporary employee reward practice. • To define employee reward and identify the key components of reward. • To explore the concept of reward management and the benefits and difficulties associated with introducing a strategic approach to reward. • To consider key employee reward choices facing organisations in the contemporary era. • To explore the economic and legal context for reward and the implicatio...

  4. Employee Rights

    DEFF Research Database (Denmark)

    Scheuer, Steen

    2016-01-01

    , on the one hand, and what is considered as equitable (in accordance with employment rights) by employees, on the other. Since equality in reward counts for more among a considerable fraction of employees, while equity in contribution counts more for most employers, this is an inherent dilemma, constantly...

  5. 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 Department's determination of the rights to...

  6. 34 CFR 7.8 - Employee's right of appeal.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Employee's right of appeal. 7.8 Section 7.8 Education Office of the Secretary, Department of Education EMPLOYEE INVENTIONS § 7.8 Employee's right of appeal. An employee who is aggrieved by a determination of the Department may appeal to the Commissioner of...

  7. Career planning for hearing impaired employees

    Energy Technology Data Exchange (ETDEWEB)

    Ashdown, B.G.; Patterson, J.L.

    1983-06-01

    In recognition of the special needs of hearing-impaired employees, Union Carbide Nuclear Division staff members restructured and rewrote the existing Career Planning Program to accommodate the barriers experienced by deaf people. Consideration for reworking the training program included awareness that hearing-impaired people: learn mostly through their eyes; use sign language, which is grammatically and structurally different than the English language; have a limited understanding of the English language; live in an isolated world influenced mostly by the deaf community; and have sometimes been stigmatized because of their handicap, resulting in the belief by their parents and others in the hearing world that they lack in intelligence and ability. Twelve deaf employees participated in the program, including four from the Oak Ridge Gaseous Diffusion Plant, six from the Oak Ridge National Laboraory, and two from the Department of Energy. All twelve employees completed the 6 1/2 days of sessions spanning over six weeks, evaluating the program overall as very good. Although most did not feel a need for career change, they learned strategies for enhancing and developing their current positions. They also discovered they were not alone in many feelings of isolation or lack of self-confidence, and that many of their problems are shared by hearing people.

  8. The Federal Civil Service Workforce: Assessing the Effects on Retention of Pay Freezes, Unpaid Furloughs, and Other Federal-Employee Compensation Changes in the Department of Defense

    Science.gov (United States)

    2014-01-01

    of the 2011–2013 pay freeze, the unpaid furloughs in 2013, a wave of retirements of the baby - boom generation, and recent proposals by lawmakers to...Department of Defense (DoD). These pay actions on top of a wave of baby -boomer retirements and various proposals by lawmakers to reduce federal compensation

  9. 职能机构综合化:基于员工激励的组织设计%Functional Department Integration Design Based on Employee Motivation

    Institute of Scientific and Technical Information of China (English)

    毛文静

    2014-01-01

    职能机构综合化是将相关性强的职能部门整合和归并,能够简化分工,克服传统组织设计的弊端。职能机构综合化隐含的假设是员工的高成长需要和他们愿意在人与人的互动关系中得到成长。职能机构综合化只有基于员工激励和个人发展才能发挥应有作用。%Functional Department Integration means to merge the relevant functional departments in order to simplify specialization of labor and overcome the shortcomings of traditional organization design. Functional Department Integration implies the staffs have high-growth needs and want to grow in the interaction. Functional Department Integration must be based on personal motivation and development.

  10. 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.

  11. Employee relations.

    Science.gov (United States)

    Demann, Eric T K; Stein, Pamela S; Levitt, Christine; Shelton, Keith E

    2008-07-01

    This review highlights some of the more important employee relation aspects involved in starting, establishing, or expanding an existing dental practice. Despite a competitive compensation package, staff-related conflicts can sometimes hamper the progress of a dental practice. Such conflicts can be reduced by having policies and procedures in place for each employee that set expectations concerning the hours of operation, professional manner, dress code, job tasks, performance evaluations, disciplinary actions, and termination if violations occur. Understanding the legal requirements set by various governmental agencies such as OSHA can help ensure that the rights and well-being of every employee are protected.

  12. A Study on the Relationship between Customer Satisfaction and Employee Service Delivery at Sutera Sanctuary Lodges’s Front Office Department at Kinabalu Park, Kundasang, Sabah, Malaysia

    OpenAIRE

    Alaska Adrian Kalasa; Supain Cyril Christopher

    2014-01-01

    The purpose of this study is focused on the customer service delivery by staff of front office department of Sutera Sanctuary Lodges, at Kinabalu Park, Kundasang, and Sabah, Malaysia. It will look into the attitude, skills and knowledge of the staff on customer service delivery and its effect on customer satisfaction. There are gaps that were identified from the findings; the front line staff has English language issues. The low rating for knowledge and skills in their work area are a concern...

  13. Employee motivation: training, idea generation, incentive approaches.

    Science.gov (United States)

    Alpert, M S

    1986-05-01

    If the terms "skill-building," "idea generation" and "rewards programming system" are not part of your vocabulary or strategy to motivate employees in your medical record department, this article will provide some valuable insights. A successful motivation program based on these elements will benefit both employee and employer by providing stronger employee participation, more job satisfaction, enhanced productivity and overall increased success.

  14. 22 CFR 171.41 - Covered employees.

    Science.gov (United States)

    2010-04-01

    ... Foreign Relations DEPARTMENT OF STATE ACCESS TO INFORMATION AVAILABILITY OF INFORMATION AND RECORDS TO THE PUBLIC Ethics in Government Act Provisions § 171.41 Covered employees. (a) Officers and employees (including special Government employees as defined in 18 U.S.C. 202) whose positions are classified at...

  15. 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...

  16. 75 FR 5697 - Employee Protection Program; Removal

    Science.gov (United States)

    2010-02-04

    ... Office of the Secretary 14 CFR Part 314 RIN 2105-AD94 Employee Protection Program; Removal AGENCY: Office... removes the procedural regulations of the Department of Transportation Employee Protection Program. These.... SUPPLEMENTARY INFORMATION: The Congress in 1978 established the Employee Protection Program, to be...

  17. 49 CFR 1011.5 - Employee boards.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 8 2010-10-01 2010-10-01 false Employee boards. 1011.5 Section 1011.5 Transportation Other Regulations Relating to Transportation (Continued) SURFACE TRANSPORTATION BOARD, DEPARTMENT... Employee boards. This section covers matters assigned to the Accounting Board, a board of employees of...

  18. 30 CFR 56.18006 - New employees.

    Science.gov (United States)

    2010-07-01

    ... 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... New employees. New employees shall be indoctrinated in safety rules and safe work procedures....

  19. 30 CFR 57.18006 - New employees.

    Science.gov (United States)

    2010-07-01

    ... 30 Mineral Resources 1 2010-07-01 2010-07-01 false New employees. 57.18006 Section 57.18006 Mineral Resources MINE SAFETY AND HEALTH ADMINISTRATION, DEPARTMENT OF LABOR METAL AND NONMETAL MINE... Surface and Underground § 57.18006 New employees. New employees shall be indoctrinated in safety rules...

  20. 27 CFR 10.22 - Employee associations.

    Science.gov (United States)

    2010-04-01

    ..., DEPARTMENT OF THE TREASURY LIQUORS COMMERCIAL BRIBERY Commercial Bribery § 10.22 Employee associations. Gifts... 27 Alcohol, Tobacco Products and Firearms 1 2010-04-01 2010-04-01 false Employee associations. 10... employee associations are considered the same as bonuses, premiums, compensation, or other things of...

  1. Employee Handbook

    OpenAIRE

    2008-01-01

    Civilian employee handbook governing Naval Postgraduate School, Naval Auxiliary Landing Field, Fleet Numerical Weather Central, and Navy Management Systems Center, and covering expected personal conduct, duties, dress code, and available services.

  2. U.S. Department of Energy's EV Everywhere Workplace Charging Challenge, Mid-Program Review: Employees Plug In

    Energy Technology Data Exchange (ETDEWEB)

    2015-12-01

    This Program Review takes an unprecedented look at the state of workplace charging in the United States -- a report made possible by U.S. Department of Energy leadership and valuable support from our partners as they share their progress in developing robust workplace charging programs. Through the Workplace Charging Challenge, more than 250 participants are accelerating the development the nation's worksite PEV charging infrastructure and are supporting cleaner, more convenient transportation options within their communities. Challenge partners are currently providing access to PEV charging stations at more than 440 worksites across the country and are influencing countless other organizations to do the same.

  3. 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.

  4. Associations of work characteristics, employee strain and self-perceived quality of care in Emergency Departments: A cross-sectional study.

    Science.gov (United States)

    Weigl, Matthias; Schneider, Anna

    2017-01-01

    The individual and shared effects of adverse work characteristics on patient care in Emergency Departments (ED) are yet not well understood. We investigated the associations of self-reported ED work characteristics, work-related strain, and perceived quality of care. Questionnaire-based survey with standardized measures among N=53 ED professionals (i.e., nurses, physicians, and administration staff). The study was conducted in the interdisciplinary ED of a German community hospital. A high prevalence of work-related strain was observed: 66.0% of ED professionals showed high levels of emotional exhaustion and 55.6% showed irritation scores above the cut-off value. ED staff reported high supervisor support and autonomy, paired with high time pressure and patient-related stressors. Multivariate analyses revealed that high time pressure and low supervisor support were associated with high work-related strain. Low staffing was related to inferior quality of ED care. ED work systems involve high competing demands for ED professionals with substantial risks for work-related strain. Moreover, adverse ED work characteristics comprise risks for high quality patient care. Our results suggest that promoting work characteristics might foster ED staff functioning on the job as well as improve ED patient care. Copyright © 2016 Elsevier Ltd. All rights reserved.

  5. Employee occupational stress in banking.

    Science.gov (United States)

    Michailidis, Maria; Georgiou, Yiota

    2005-01-01

    Occupational stress literature emphasizes the importance of assessment and management of work related stress. The recognition of the harmful physical and psychological effects of stress on both individuals and organizations is widely studied in many parts of the world. However, in other regions such research is only at the introductory stages. The present study examines occupational stress of employees in the banking sector. A sample of 60 bank employees at different organizational levels and educational backgrounds was used. Data collection utilized the Occupational Stress Indicator (OSI). Results of data analysis provided evidence that employees' educational levels affect the degree of stress they experience in various ways. Bank employees cannot afford the time to relax and "wind down" when they are faced with work variety, discrimination, favoritism, delegation and conflicting tasks. The study also shows the degree to which some employees tend to bring work-related problems home (and take family problems to work) depends on their educational background, the strength of the employees' family support, and the amount of time available for them to relax. Finally, the drinking habits (alcohol) of the employees were found to play a significant role in determining the levels of occupational stress.

  6. İKY Uygulamalarının Etkililiğinin Çalışan Algılamaları Bağlamında Araştırılması: İK Birimi Saygınlığının Rolü(Investigating the Effectiveness of HRM Practices in the Context of Employee Perceptions: The Role of the Credibility of HR Department)

    OpenAIRE

    İpek KALEMCİ TÜZÜN

    2013-01-01

    Current study investigates the influence of human resource management practices on employee attitudes and behaviors. The impact of job analysis, performance appraisal, compensation and selection practices on employee job performance, favorableness of job condition and turnover intentions have been analyzed. Moreover the moderating role of the credibility of HR department on the relationship between effectiveness of human resource practices and employee attitudes and behaviors has been investi...

  7. 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.

  8. 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...

  9. Employee incentives in the healthcare industry.

    Science.gov (United States)

    McKinnies, Richard C; Collins, Sandra K; Collins, Kevin S

    2008-01-01

    *Employee incentives are an important part of a radiology department's ability to attract and maintain employees. For incentive programs to be successful, radiology managers must diligently look for the incentives that motivate each particular employee. *The types of incentives being used frequently in the field of healthcare vary between technical, managerial, and executive positions. The process of identifying the right employee incentive for each group of individuals may be challenging, but if the result is a more productive and satisfied group of employees, the process is worth the effort.

  10. Employee Ownership, Employee Attitudes, and Firm Performance

    OpenAIRE

    Douglas Kruse; Joseph Blasi

    1995-01-01

    Employee ownership in U.S. companies has grown substantially in the past 20 years. This paper reviews and provides some meta-analyses on the accumulated evidence concerning the prevalence, causes, and effects of employee ownership, covering 25 studies of employee attitudes and behaviors, and 27 studies of productivity and profitability (with both cross-sectional and pre/post comparisons). Attitudinal and behavioral studies tend to find higher employee commitment among employee-owners but mixe...

  11. 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

  12. 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.

  13. 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.

  14. 36 CFR 21.8 - Employee certification.

    Science.gov (United States)

    2010-07-01

    ... Section 21.8 Parks, Forests, and Public Property NATIONAL PARK SERVICE, DEPARTMENT OF THE INTERIOR HOT SPRINGS NATIONAL PARK; BATHHOUSE REGULATIONS § 21.8 Employee certification. (a) Employees engaged as physical therapists must be licensed or certified by a State or territory of the United States to...

  15. 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...

  16. 38 CFR 1.655 - Government license in invention of employee.

    Science.gov (United States)

    2010-07-01

    ... invention of employee. 1.655 Section 1.655 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS GENERAL PROVISIONS Inventions by Employees of Department of Veterans Affairs § 1.655 Government license in invention of employee. If an invention is made by an employee and it is determined that the...

  17. Fuels Preparation Department monthly report, January 1958

    Energy Technology Data Exchange (ETDEWEB)

    1958-02-28

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

  18. Fuels Preparation Department monthly report, October 1960

    Energy Technology Data Exchange (ETDEWEB)

    1960-11-07

    This report describes the operation of the fuels preparation department for the month of October, 1960. Manufacturing, process development, employee relations, financial operations, and plant improvements are discussed.

  19. 9 CFR 3.32 - Employees.

    Science.gov (United States)

    2010-01-01

    ... animal husbandry or care. ... 9 Animals and Animal Products 1 2010-01-01 2010-01-01 false Employees. 3.32 Section 3.32 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE...

  20. Employee Retention and Performance Improvement in High-Tech Companies.

    Science.gov (United States)

    Ware, B. Lynn

    2001-01-01

    Considers the benefits of employee retention and performance improvement in high technology, new economy companies. Discusses attracting and retaining top talent in information technology companies; targeted recruiting and hiring; employee achievement; learning and professional growth; recognition; nurturing careers; team collaboration; the TALENT…

  1. 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…

  2. 29 CFR 779.113 - Warehouse and stock room employees.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Warehouse and stock room employees. 779.113 Section 779.113 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS....113 Warehouse and stock room employees. Warehouse and stock room employees of retail businesses...

  3. 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... Public Contracts PUBLIC CONTRACTS, DEPARTMENT OF LABOR 201-GENERAL REGULATIONS § 50-201.101 Employees affected. The stipulations shall be deemed applicable only to employees engaged in or connected with...

  4. 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...

  5. 股票的媒介化认知对员工工作满意度的影响%Impacts of Recognition of Stock as Medium on Employees' Job Satisfaction:A Study of Psychological Empowerment as Mediator

    Institute of Scientific and Technical Information of China (English)

    郑兴山; 甄珊珊; 唐宁玉

    2013-01-01

    This paper distinguishes employees' different perceptions of stock as either a medium or decision power (medium/decision power perception of stock) and attempts to explore the possible relationship between employees' perceptions of stock and attitude outcomes, especially the role of psychological empowerment between the relationship of medium perception of stock and job satisfaction based. Correlation analysis and linear regression reveal employees' medium perception of stock is a predictor of both psychological empowerment and job satisfaction. Psychological empowerment mediates the relationship between employees 'medium perception of stock and job satisfaction. Implications of this paper can help us better understand the relationship between employees' stockholding and their work behaviors and attitudes.%在区分了员工的股票媒介化认知和股票决策权认知概念的基础上,重点探讨了心理授权在股票的媒介化认知与工作满意度之间的作用.研究结果表明,股票的媒介化认知对心理授权和工作满意度都有显著预测作用,并且心理授权是股票的媒介化认知与工作满意度之间的中介变量.研究结果有助于深化理解员工持股与员工态度及行为关系的认识.

  6. 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.

  7. 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.

  8. 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.

  9. İKY Uygulamalarının Etkililiğinin Çalışan Algılamaları Bağlamında Araştırılması: İK Birimi Saygınlığının Rolü(Investigating the Effectiveness of HRM Practices in the Context of Employee Perceptions: The Role of the Credibility of HR Department

    Directory of Open Access Journals (Sweden)

    İpek KALEMCİ TÜZÜN

    2013-01-01

    Full Text Available Current study investigates the influence of human resource management practices on employee attitudes and behaviors. The impact of job analysis, performance appraisal, compensation and selection practices on employee job performance, favorableness of job condition and turnover intentions have been analyzed. Moreover the moderating role of the credibility of HR department on the relationship between effectiveness of human resource practices and employee attitudes and behaviors has been investigated. According to the results of this study, selection practices have significant impact on all of the dependent variables; performance appraisal practices have significant impact on perceived job performance and favorableness of job condition. Finally, credibility of HR department moderates the relationship between performance appraisal practices and perceived job performance.

  10. 20 CFR 655.801 - What protection do employees have from retaliation?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What protection do employees have from retaliation? 655.801 Section 655.801 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF... Applications and H-1B1 and E-3 Labor Attestations § 655.801 What protection do employees have from...

  11. 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... INVENTIONS § 7.1 Duty of employee to report inventions. Every Department employee is required to report to... employees on official duty. ...

  12. 20 CFR 702.410 - Duties of employees with respect to special examinations.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Duties of employees with respect to special examinations. 702.410 Section 702.410 Employees' Benefits EMPLOYMENT STANDARDS ADMINISTRATION, DEPARTMENT OF... PROCEDURE Medical Care and Supervision § 702.410 Duties of employees with respect to special examinations...

  13. 34 CFR 7.1 - Duty of employee to report inventions.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Duty of employee to report inventions. 7.1 Section 7.1 Education Office of the Secretary, Department of Education EMPLOYEE INVENTIONS § 7.1 Duty of employee to... of time or services of other Government employees on official duty. ...

  14. 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

  15. Employee Stock Purchase Plans

    National Research Council Canada - National Science Library

    Gary V. Engelhardt; Brigitte C. Madrian

    2004-01-01

    Employee stock purchase plans (ESPPs) are designed to promote employee stock ownership broadly within the firm and provide another tax-deferred vehicle for individual capital accumulation in addition to traditional pensions, 401(k...

  16. Perioperative employee annual evaluations: a 30-second process.

    Science.gov (United States)

    Olmstead, John; Falcone, Deborah; Lopez, Jacy; Sharpe, Lorraine; Michna, Jody

    2012-12-01

    In response to complaints about the annual evaluation tool used at The Community Hospital in Munster, Indiana, the surgical services management team created a tool to rate the perioperative RNs on skills pertinent to the surgical services department. The hospital-wide evaluation tool uses vague criteria, which are regularly challenged by employees who disagree with their manager's evaluation. The new Surgical Services Employee Evaluation takes a manager approximately 30 seconds to complete and can be added to the generic hospital evaluation form to make the employee evaluation more accurate and meaningful. The tool evaluates three major categories: teamwork, patient care, and job preparation. Use of this additional tool has greatly reduced postevaluation employee complaints, and the tool is now being used in other departments, with slight department-specific variations. Employees now express less frustration with annual evaluations, and managers report a high degree of satisfaction with the tool because it helps them in the difficult task of employee evaluation and counseling.

  17. Managers Empowering Employees

    Directory of Open Access Journals (Sweden)

    J. T.D. Carter

    2009-01-01

    Full Text Available Problem statement: This article looked at the behavior of organizations as an important factor for empowering employees. This allowed for a greater level of partnering between managers and employees. The more that top management wants an internal commitment from its employees, the more it must involve employees in defining work objectives, specifying how to achieve them and setting stretch targets. Develop and improved and practical empowerment model that applies systems theory and socialization theory. Approach: A series of focus group meetings were conducted with managers and employees of 310 companies throughout the United States, Europe and China and were asked questions regarding employee productivity when empowered by management, the importance of increased employee performance, measurement of employee performance, importance of socialized employees in organizations and the role of systemic thinking in management decision making. Results: The findings said that most employees were more productive when empowered by management, almost all firms recognize the importance of increased employee performance and measure it. Last, most firms find socialized employees important to have in their organizations many firms feel that systemic thinking assists managers with decision making. Conclusion: More responsibility generates greater productivity, morale and commitment. Empowerment fosters innovation, creativity, motivation and instills shared values to promote and atmosphere for learning and accomplishment.

  18. 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…

  19. Motivational Factors of Employee Retention and Engagement in Organizations

    Directory of Open Access Journals (Sweden)

    Benjamin Balbuena Aguenza

    2012-11-01

    Full Text Available Retention is the process of physically keeping employee members in an organization as it is one of the key fundamentals that are necessary for organizational success. In a globalized environment, retention and engagement of high prospective employees are a huge challenge to organizations especially in times of high turnover rates. In many cases, even engaged employees are sometimes dissatisfied with the outcomes of organizational performance which may lead them to look elsewhere. Due to these reasons, this theoretical paper investigates motivational factors that influence employee retention and examines their impacts on both organizations and employees. This paper argues the motivational factors that are crucial in influencing employee retention are financial rewards, job characteristics, career development, recognition, management and work-life balance. Thus, organizations should formulate appropriate retention strategies in a holistic manner to reduce turnover rates, and these require a commitment from employers, but it will be well worth the investment in the long term.

  20. The Library Work Order Processing System: A New Approach to Motivate Employees and to Increase Production in the Technical Service Department of Mercer County Community College Library. Applied Educational Research and Evaluation.

    Science.gov (United States)

    Sim, Yong Sup

    After reviewing the current movement toward job enrichment, a system was designed for the technical services department of the Mercer County Community College Library. The Library Work Order Processing System, as tried between January and March, 1974, was designed to permit each worker more variety of jobs. The technical services department was…

  1. Employees, sustainability and motivation: Increasing employee ...

    African Journals Online (AJOL)

    ... engagement by addressing sustainability and corporate social responsibility. ... Research in Hospitality Management ... social responsibility (CSR) issues and in this way lead employees to the perception of their jobs as being meaningful.

  2. An Onboarding Program for the CT Department.

    Science.gov (United States)

    Baldwin, Brandi

    2016-01-01

    Healthcare organizations compete for employees in the same way television networks compete for new talent. Organizations also compete over experience, knowledge, and skills new employees bring with them. Organizations that can acclimate a new employee into the social and performance aspects of a new job the quickest create a substantial competitive advantage. Onboarding is the term used for orientation or organizational socialization where new employees acquire the necessary knowledge, skills, and behaviors to fit in with a new company. Computed tomography (CT) department specific onboarding programs increase the comfort level of new employees by informing them of the supervisor's and the department's expectations. Although this article discusses CT, specifically, an onboarding program could apply to all of imaging. With the high costs that employee turnover incurs, all departments should have an orientation program that helps retain employees as well as prepare new employees for employment. Current personnel are valuable resources for offering appropriate information for successful employment in specific departments. A structured, department specific onboarding program with the full participation and support of current staff will enhance staff retention.

  3. Employee Engagement Action Plan for the Rocky Mountain Arsenal National Wildlife Refuge Complex

    Data.gov (United States)

    US Fish and Wildlife Service, Department of the Interior — U.S. Fish and Wildlife Service employees were provided the opportunity and responded to the 2016 Federal Employee Viewpoint Survey (FEVS). They shared their feedback...

  4. 77 FR 45612 - Federal Acquisition Regulation; Information Collection; Professional Employee Compensation Plan

    Science.gov (United States)

    2012-08-01

    ... Regulation; Information Collection; Professional Employee Compensation Plan AGENCY: Department of Defense... Compensation Plan. Public comments are particularly invited on: Whether this collection of information is..., Professional Employee Compensation Plan by any of the following methods: Regulations.gov :...

  5. Employee flourishing strategic framework

    OpenAIRE

    Stelzner, Samuel Georg Eric; Schutte, Corne S. L.

    2016-01-01

    This paper produces a preliminary version of a strategic framework for managing employee flourishing. ‘Flourishing’, a term from positive psychology, describes the experience of ‘the good life’. Providing this experience benefits employees. It also motivates them to sustain the enterprise that provides it. This positions employee flourishing as a strategy for long-term enterprise performance, a key concern of industrial engineering. The framework incorporates a systems approach and literature...

  6. 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.

  7. Employee flourishing strategic framework

    Directory of Open Access Journals (Sweden)

    Stelzner, Samuel Georg Eric

    2016-11-01

    Full Text Available This paper produces a preliminary version of a strategic framework for managing employee flourishing. ‘Flourishing’, a term from positive psychology, describes the experience of ‘the good life’. Providing this experience benefits employees. It also motivates them to sustain the enterprise that provides it. This positions employee flourishing as a strategy for long-term enterprise performance, a key concern of industrial engineering. The framework incorporates a systems approach and literature from a variety of bodies of knowledge, including organisational behaviour and human resource management. The framework includes a process, tools, and elements that assist enterprises to manage employee flourishing.

  8. 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…

  9. Fuels Preparation Department monthly report for November 1957

    Energy Technology Data Exchange (ETDEWEB)

    1957-12-20

    This report describes the operation of the fuels preparation department for the month of November 1957. Manufacturing employee relations, process development, plant improvements and financial operations are described.

  10. Fuels Preparation Department monthly report for September 1958

    Energy Technology Data Exchange (ETDEWEB)

    1958-10-23

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

  11. Fuels Preparation Department monthly report for October 1958

    Energy Technology Data Exchange (ETDEWEB)

    1958-11-18

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

  12. Fuels preparation department monthly report for April 1957

    Energy Technology Data Exchange (ETDEWEB)

    1957-05-23

    This report describes the operation of the fuels preparation department for the month of April 1957. Manufacturing, employee relations, process development, plant improvements, and financial operations are described.

  13. Fuels Preparation Department monthly report for April 1958

    Energy Technology Data Exchange (ETDEWEB)

    1958-05-15

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

  14. The role of employee participation in generating and commercialising innovations

    DEFF Research Database (Denmark)

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

    2016-01-01

    for many other emerging economies. In contrast, employee participation finds a lot of recognition in the western world for quite some while.Research suggests that employee participation is particularly relevant for innovations in skilled labour contexts, which are becoming increasingly important also...... for China. Based on a survey of 620 medium-sized and large companies we are investigating the effect of employee participation on innovation generation and commercialisation in China. In the formulation of our hypotheses we take the moderating effects of incentives into account. The contribution...

  15. 29 CFR 548.404 - Kinds of jobs or employees.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Kinds of jobs or employees. 548.404 Section 548.404 Labor... Application § 548.404 Kinds of jobs or employees. The application should describe or otherwise identify the... name but may be described in terms of job classification, department, location or other...

  16. How Federal Employees and Supervisors View Performance Standards.

    Science.gov (United States)

    Rampp, Lary C.; And Others

    A semantic differential instrument of four scales was used to evaluate employees' and supervisors' attitudes toward a differentiated performance appraisal training process. The sample included 237 employees and 83 supervisors in the Health Resources Administration of the U.S. Department of Health and Human Services. The study found the instrument…

  17. 29 CFR 825.304 - Employee failure to provide notice.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Employee failure to provide notice. 825.304 Section 825.304 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR OTHER LAWS... onset of an employee's FMLA leave to be delayed due to lack of required notice, it must be clear that...

  18. 29 CFR 541.601 - Highly compensated employees.

    Science.gov (United States)

    2010-07-01

    ... example, non-management production-line workers and non-management employees in maintenance, construction..., operating engineers, longshoremen, construction workers, laborers and other employees who perform work... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS DEFINING...

  19. Managing employee performance.

    Science.gov (United States)

    McConnell, Charles R

    2004-01-01

    Performance management consists of significantly more than periodic evaluation of performance. It is the art and science of dealing with employees in a manner intended to positively influence their thinking and behavior to achieve a desired level of performance. It is essential for the manager to always model positive behavior concerning performance; what one does or says as a manager always has an influence on others. The kinds of employee behavior most likely encountered relative to performance management efforts stem from resistance to change and lack of complete understanding of what is expected. Employee participation must be elicited whenever possible for performance improvement; as far as the inner working details of a specific job are concerned, there is no one who knows the job better than the person who does it everyday. For each task to be done, an employee needs to know what output is expected, how this output will be measured, and what standards are applied in assessing the output. Managing employee performance requires ongoing contact with each employee, regular feedback, and whatever coaching, counseling, and training are necessary to bring an employee back on track when a problem appears. Sustaining efficient and effective employee performance requires the manager's ongoing attention and involvement.

  20. Understanding Generation X employees.

    Science.gov (United States)

    Kupperschmidt, B R

    1998-12-01

    Understanding Generation X employees--those born between 1961 and 1981--is essential if they are to be recruited into and retained in nursing and their potential maximized. The author discusses the times, characteristics, and work values and demands of Generation X. Armed with an enhanced understanding, nurse administrators are better prepared to maximize the potential of Generation X employees.

  1. 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..., or routine basis of at least once a quarter; and (3) In cash, which may be actual currency, or any...

  2. 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.

  3. Chemical Processing Department monthly report, December 1964

    Energy Technology Data Exchange (ETDEWEB)

    1965-01-21

    This report for December 1964, 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; and weapons manufacturing operation.

  4. Chemical Processing Department monthly report, April 1962

    Energy Technology Data Exchange (ETDEWEB)

    1962-05-21

    This report, from the Chemical Processing Department at HAPO, for April 1962 discusses the following: Production operation; Purex and Redox operation; finished products operation; maintenance; financial operations; facilities engineering; research; employee relations; special separation processing; and auxiliaries operation.

  5. Chemical Processing Department monthly report, August 1965

    Energy Technology Data Exchange (ETDEWEB)

    1965-09-21

    This report, from the Chemical Processing Department at HAPO, August 1965, discusses the following: Production Operation; Purex and Redox Operation; Finished Products Operation; Maintenance; Financial Operations; facilities engineering; research; and employee Relations.

  6. Chemical Processing Department monthly report, February 1965

    Energy Technology Data Exchange (ETDEWEB)

    Warren, J.H.

    1965-03-22

    This report, 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.

  7. 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.

  8. Chemical Processing Department monthly report, December 1963

    Energy Technology Data Exchange (ETDEWEB)

    1964-01-22

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

  9. 9 CFR 3.12 - Employees.

    Science.gov (United States)

    2010-01-01

    ... for husbandry and care, or handle animals, must be supervised by an individual who has the knowledge... 9 Animals and Animal Products 1 2010-01-01 2010-01-01 false Employees. 3.12 Section 3.12 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE...

  10. 9 CFR 3.85 - Employees.

    Science.gov (United States)

    2010-01-01

    ... 9 Animals and Animal Products 1 2010-01-01 2010-01-01 false Employees. 3.85 Section 3.85 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment, and Transportation of...

  11. 9 CFR 3.57 - Employees.

    Science.gov (United States)

    2010-01-01

    ... shall be under the supervision of an animal caretaker who has a background in animal husbandry or care. ... 9 Animals and Animal Products 1 2010-01-01 2010-01-01 false Employees. 3.57 Section 3.57 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE...

  12. Employees as social intrapreneurs

    DEFF Research Database (Denmark)

    Kristensen, Catharina Juul

    2016-01-01

    Employees form an important but less explored and utilized resource in social innovation in social welfare organisations it the third and public sectors. The employees have important knowledge of the everyday challenges of the organisations, the wishes and needs of their users and customers......, and of the local communities which can inspire and refine innovations. They are active, albeit not always consciously so and potential social intrapreneurs. Although wider international research exists the Nordic research seems to dominate the field. The aim of this chapter is to contribute to the existing...... research on employees as social intrapreneurs (the fields of employee-driven innovation and social intrapreneurship) by conceptualizing active employee participation in social innovation and elucidate the potential and multiplicity of the phenomenon. The chapter is theoretical explorative....

  13. 20 CFR 25.200 - How is the Special Schedule applied for employees in the Republic of the Philippines?

    Science.gov (United States)

    2010-04-01

    .... Military Forces covered by the Philippine Medical Care Program and the Employees' Compensation Program... employees in the Republic of the Philippines? 25.200 Section 25.200 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR FEDERAL EMPLOYEES' COMPENSATION ACT COMPENSATION FOR DISABILITY...

  14. 28 CFR 0.29c - Reporting allegations of employee misconduct.

    Science.gov (United States)

    2010-07-01

    ... misconduct. 0.29c Section 0.29c Judicial Administration DEPARTMENT OF JUSTICE ORGANIZATION OF THE DEPARTMENT OF JUSTICE 4-Office of the Inspector General § 0.29c Reporting allegations of employee misconduct. (a... administrative misconduct by Department employees shall be reported to the OIG, or to a supervisor or...

  15. Radiology employees' quality of work life.

    Science.gov (United States)

    Dargahi, Hussein; Changizi, Vahid; Jazayeri Gharabagh, Elaheh

    2012-01-01

    Quality of work Life (QWL) originates from interactions between employees' needs and relative organizational resources. QWL is aimed to improve and retain employees' satisfaction, productivity and effectiveness of all organizations. A cross-sectional descriptive study was conducted among 15 Tehran University of Medical Sciences. A Cross-Sectional, descriptive study was conducted among 15 Tehran University of Medical Sciences' Hospitals' Radiology Departments' Employees by QWL questionnaire. Respondents were asked to express their attitudes about a range of key factors as the most important issues impacting their QWL. The data was collected and analyzed by SPSS version 15 software. Most of the respondents indicated that they were unsatisfied and very unsatisfied with key factors of their QWL. Comparison of QWL key factors of TUMS radiology employees with the other countries indicated that most of the employees are unsatisfied with their poor QWL factors. We hope, the implications of these findings deliberate to improve QWL within each of TUMS hospitals radiology departments and also be relevant and value to policymakers of healthcare organizations in Iran.

  16. Is employee ownership so senseless ?

    OpenAIRE

    Aubert, Nicolas; Bernard, Grand; Lapied, André; Rousseau, Patrick

    2009-01-01

    Since Enron and the ruin of thousands of its employees, employee ownership is harshly criticized. Investing savings in employer's stock would be equivalent to bet on only one asset. Moreover, employee ownership's debated efficiency would not justify employers to grant company stock to their employees. Still, employee ownership is put in place by thousands of companies and withhold by millions of employees throughout the world. This paper considers a moral hazard setting where a risk neutral e...

  17. Essays on Employee Ownership

    DEFF Research Database (Denmark)

    Faigen, Benjamin

    -method empirical research into the characteristics of individuals who have recently purchased shares in their employing firms in an Icelandic context, as well as their specific motives for doing so (or reasons for not doing so). Determinants of employee ownership, as well as direct insights into the considerations...... and age are found to influence ownership status. Furthermore, some support is found for financial motives outweighing non-financial motives behind share purchases in minority employee-owned firms relative to majority employee-owned firms. Internal barriers to ownership, together with a lack of funds...

  18. Facial Recognition

    National Research Council Canada - National Science Library

    Mihalache Sergiu; Stoica Mihaela-Zoica

    2014-01-01

    .... From birth, faces are important in the individual's social interaction. Face perceptions are very complex as the recognition of facial expressions involves extensive and diverse areas in the brain...

  19. Fingerprint recognition

    OpenAIRE

    Diefenderfer, Graig T.

    2006-01-01

    The use of biometrics is an evolving component in today's society. Fingerprint recognition continues to be one of the most widely used biometric systems. This thesis explores the various steps present in a fingerprint recognition system. The study develops a working algorithm to extract fingerprint minutiae from an input fingerprint image. This stage incorporates a variety of image pre-processing steps necessary for accurate minutiae extraction and includes two different methods of ridge thin...

  20. Factors influencing hospital employee motivation: a diagnostic instrument.

    Science.gov (United States)

    Alpander, G G

    1985-01-01

    This article presents a diagnostic instrument which identifies the most salient elements of employee motivation in hospitals. Application of this instrument in medium-sized U.S. hospitals indicates that recognition is the primary motivating factor. The results are greatly different in other countries.

  1. 26 CFR 1.423-2 - Employee stock purchase plan defined.

    Science.gov (United States)

    2010-04-01

    ... 26 Internal Revenue 5 2010-04-01 2010-04-01 false Employee stock purchase plan defined. 1.423-2 Section 1.423-2 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED) INCOME TAX (CONTINUED) INCOME TAXES Certain Stock Options § 1.423-2 Employee stock purchase plan defined. (a) In general—(1) The term “employee...

  2. 38 CFR 1.652 - Criteria for determining rights to employee inventions.

    Science.gov (United States)

    2010-07-01

    ... rights to employee inventions. 1.652 Section 1.652 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF... Criteria for determining rights to employee inventions. (a) The criteria to be applied in determining the respective rights of the Government and of the employee-inventor in and to any invention subject to...

  3. 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... must read, “Important Notice about Employee Rights to Organize and Bargain Collectively with...

  4. Understanding Employee Motivation.

    Science.gov (United States)

    Lindner, James R.

    1998-01-01

    Extension employees (n=23) ranked the following as the most important motivational factors: interesting work, good wages, appreciation, job security, and good working conditions. The findings were related to theories of motivation formulated by Herzberg, Adams, and Vroom. (SK)

  5. Ombuds’ corner: Employee silence

    CERN Multimedia

    Vincent Vuillemin

    2013-01-01

    Although around a hundred cases a year are reported to the Ombuds, several issues may still not be disclosed due to employee silence*. The deliberate withholding of concerns, escalating misunderstandings or genuine conflicts can impede the global process of learning and development of a better respectful organizational workplace environment, and prevent the detection and correction of acts violating the CERN Code of Conduct.   For the employee him/herself, such silence can lead to feelings of anger, resentment, helplessness and humiliation. These feelings will inevitably contaminate personal and interpersonal relations, and poison creativity and effectiveness. Employee silence can be explained by many factors; sometimes it is connected to organizational forces. In their published paper*, authors Michael Knoll and Rolf van Dick found four forms of employee silence. People may stay silent if they feel that their opinion is neither welcomed nor valued by their management. They have gi...

  6. Employees with Cerebral Palsy

    Science.gov (United States)

    ... Resources Home | Accommodation and Compliance Series: Employees with Cerebral Palsy (CP) By Eddie Whidden, MA Preface Introduction Information ... SOAR) at http://AskJAN.org/soar. Information about Cerebral Palsy (CP) What is CP? Cerebral palsy is a ...

  7. Understanding Employee Motivation.

    Science.gov (United States)

    Lindner, James R.

    1998-01-01

    Extension employees (n=23) ranked the following as the most important motivational factors: interesting work, good wages, appreciation, job security, and good working conditions. The findings were related to theories of motivation formulated by Herzberg, Adams, and Vroom. (SK)

  8. Hiring the right employees.

    Science.gov (United States)

    Reigle, Dale A

    2014-01-01

    Current employees provide the best examples of the type of aptitude, attitude, motivation, and fit we are looking for, or not looking for, in new employees. All four of these attributes are present in star employees. Using what we know about our best and worst employees can assist us in developing questions and scoring templates that will help us categorize current applicants. Hiring managers should formulate questions in a way that elicits informative responses from candidates about past performance in situations similar to those they will face on the job. Nonverbal clues can help provide insight beyond the simple verbal answer given by candidates. Practice, critique, and critical review of the outcomes of our hiring decisions improve our ability to become good hiring managers.

  9. Employee motivation and performance

    OpenAIRE

    Obiekwe, Nduka

    2010-01-01

    The subject matter of this research; employee motivation and performance seeks to look at how best employees can be motivated in order to achieve high performance within a company or organization. Managers and entrepreneurs must ensure that companies or organizations have a competent personnel that is capable to handle this task. This takes us to the problem question of this research “why is not a sufficient motivation for high performance?” This therefore establishes the fact that money is f...

  10. Employee Motivation and Performance

    OpenAIRE

    Obiekwe, Nduka

    2010-01-01

    The subject matter of this research; employee motivation and performance seeks to look at how best employees can be motivated in order to achieve high performance within a company or organization. Managers and entrepreneurs must ensure that companies or organizations have a competent personnel that is capable to handle this task. This takes us to the problem question of this research “why is not a sufficient motivation for high performance?” This therefore establishes the fact that money is f...

  11. Licenças médicas entre trabalhadores da Secretaria de Estado da Saúde de São Paulo no ano de 2004 Sick leave among employees of the São Paulo State Health Department, Brazil, 2004

    Directory of Open Access Journals (Sweden)

    Arnaldo Sala

    2009-10-01

    Full Text Available O adoecimento dos trabalhadores, e o conseqüente absenteísmo, é tema relevante para o setor público, em virtude dos altos índices de afastamentos por doença verificados. Busca-se caracterizar o perfil de licenças médicas entre os funcionários da Secretaria de Estado da Saúde de São Paulo (SES-SP, Brasil. Foram coletados dados dos 58.196 trabalhadores da SES-SP contratados sob regime jurídico do funcionalismo público no ano de 2004, bem como os respectivos episódios de licenças médicas. O percentual geral de absenteísmo por doença foi de 2,8%, com diferenças entre tipos de unidades da SES-SP e entre agrupamentos de funções exercidas. Os maiores percentuais de absenteísmo foram encontrados entre trabalhadores em funções operacionais (3,4% e em funções assistenciais (3,3% em hospitais. O total de dias de licença por doença de cada profissional apresentou associação com a função exercida, a faixa etária e o sexo. Os resultados apontam para a necessidade de estabelecer políticas que incidam sobre a organização do trabalho, com intervenções inovadoras nos espaços profissionais.Workers' illness and the resulting absenteeism is a relevant issue for the public sector, due to the high sick leave rates. The current study focused on the characteristics of sick leaves among employees of the São Paulo State Health Department in Brazil. Data from 2004 were collected for 58,196 public employees of the State Health Department, including the respective episodes of sick leave. The overall absenteeism rate due to illness was 2.8%, with differences between the Department's various divisions and job descriptions. The highest absenteeism rates were among hospital workers in operational (3.4% and patient care jobs (3.3%. Total number of sick leave days per worker was associated with job, age bracket, and gender. The findings highlight the need to establish policies to influence work organization with innovative interventions in

  12. 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.

  13. Employee-driven innovation

    DEFF Research Database (Denmark)

    Kesting, Peter; Ulhøi, John Parm

    2015-01-01

    Purpose – The purpose of this paper is to outline the “grand structure” of the phenomenon in order to identify both the underlying processes and core drivers of employee-driven innovation (EDI). Design/methodology/approach – This is a conceptual paper. It particularly applies the insights...... of contemporary research on routine and organizational decision making to the specific case of EDI. Findings – The main result of the paper is that, from a theoretical point of view, it makes perfect sense to involve ordinary employees in innovation decisions. However, it is also outlined that naıve or ungoverned...... participation is counterproductive, and that it is quite difficult to realize the hidden potential in a supportive way. Research limitations/implications – The main implication is that basic mechanisms for employee participation also apply to innovation decisions, although often in a different way. However...

  14. Embedment of Employee?

    DEFF Research Database (Denmark)

    Buhl, Henrik

    1998-01-01

    The purpose of the paper is to discuss the influence of different approaches and work life conditions on the conception of embedment of employee participation. The discussion is based on three connected approaches: a theoretical research, a research into participation in working life and an empir......The purpose of the paper is to discuss the influence of different approaches and work life conditions on the conception of embedment of employee participation. The discussion is based on three connected approaches: a theoretical research, a research into participation in working life...... and an empirical case study. My starting point will be a case study of a Danish ABB company which will form the framework of my discussion and reflect my present experience. This analysis will emphasize the possibilities of making employee participation a permanent part of the company at all levels....

  15. How to Motivate Employees?

    Directory of Open Access Journals (Sweden)

    Andreja Kušar

    2014-02-01

    Full Text Available Research Question (RQ: How to motivate employees and keep them motivated? Purpose: The purpose of this study is to find out what motivates employees and what motivates employees for work. Method: The results of the questionnaire are graphically presented and described. Random sampling was utilized that included participants from various professional areas and demographic characteristics. The results showed a relationship between individual motivational factors related to education, age and type of employment. All of the questions were closed - type questions except for the last question, which was an open question, in which the respondents answered in their own words. Questions were analyzed using frequency analysis of individual responses. Pearson's Chi - squared test, Spearman's rank correlation and Fisher’s Exact test was made using R Commander. Results: The research findings showed which motivational factors motivate employees the most. These are especially non - material motivational factors, such as good relationships, jobs with challenges, advancement opportunities, clear instructions, good work conditions, company reputation, etc. Organization: The study will help managers understand their role in motivating employees as well as the types of motivational factors. Society: The research shows how individuals are motivated. Originality: Certain motivators in the study are ranked differently than was found in previous literature. Most probably the reason is that the respondents in this study favored intangible motivators (good relations with leadership and their colleagues, good working conditions, etc.. Limitations/Future Research: The limitation of this study was that the sample included employees of different ages, gender and years of service in various organizations. To enhance the study and to find similar results as in previous literature, more questions should have been asked as well as increasing the sample size.

  16. Metallurgy Department

    DEFF Research Database (Denmark)

    Risø National Laboratory, Roskilde

    The activities of the Metallurgy Department at Risø during 1981 are described. The work is presented in three chapters: General Materials Research, Technology and Materials Development, Fuel Elements. Furthermore, a survey is given of the department's participation in international collaboration...

  17. 75 FR 77723 - Federal Acquisition Regulation; Notification of Employee Rights Under the National Labor...

    Science.gov (United States)

    2010-12-13

    ... contract, the Contractor shall post an employee notice, of such size and in such form, and containing such... employment, a link to the Department of Labor's Web site that contains the full text of the poster. The link... duplicate copies of the Department of Labor's official poster. (c) The required text of the employee...

  18. 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)...

  19. 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.

  20. 20 CFR 30.206 - How does a claimant prove that the employee was a “covered beryllium employee” exposed to...

    Science.gov (United States)

    2010-04-01

    ... duty? 30.206 Section 30.206 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false How does a claimant prove that the employee...

  1. Employee Perceptions of Quality Management: Effects of Employee Orientation Training

    Science.gov (United States)

    Akdere, Mesut; Schmidt, Steven W.

    2008-01-01

    This empirical study examines employee perceptions of quality management at three different time periods. New employees at a large United States manufacturing organization were surveyed regarding their perceptions of their organization's quality management practices before they attended a new employee orientation training, immediately after the…

  2. How Fleet Bank fought employee flight.

    Science.gov (United States)

    Nalbantian, Haig R; Szostak, Anne

    2004-04-01

    In the late 1990s, Fleet Bank was facing high and rising employee turnover, particularly in its retail operations. Overall turnover had reached 25% annually, and among some groups, such as tellers and customer service reps, turnover was as high as 40%. Using a new methodology developed by Mercer Human Resource Consulting, Fleet set out to determine why so many employees were leaving and what could be done to retain them. It began examining data from HR, finance, operations, and sales about employee behavior and the factors that influence it in different locations and labor markets, departments or work groups, in positions with different pay and benefits, and under different supervisors. Fleet's analysis showed that people were leaving not so much for better pay--their personal testimony notwithstanding--but for broader experience, which they thought would enhance their marketability. Additionally, the analysis revealed a link between the turnover problem and the company's busy history of mergers and acquisitions. Fleet's mergers and acquisitions. frequently meant that it had to consolidate operations. That consolidation resulted in layoffs, which provoked higher levels of voluntary turnover, perhaps because remaining employees began worrying about their job security. While the obvious solution to the turnover problem might have been to compensate the remaining employees--say, with higher pay--the more effective and less costly solution, Fleet discovered, was to focus on employees' career opportunities within the company. Those who moved up the hierarchy, or who even made lateral moves, stayed longer. By offering better internal opportunities for career development, the bank was able to stanch much of the hemorrhaging in personnel. Its solutions required only modest investments, which in the end saved the company millions of dollars.

  3. Mobbing, threats to employees

    Directory of Open Access Journals (Sweden)

    Tatjana Vene

    2012-02-01

    Full Text Available RQ: Is there a connection among perception of hostile and unethical communication, timely removal of causes and employee satisfaction?Purpose: Perceived mobbing in the organization, analysing causes and timely removal of them without any effect; achieve an environment of satisfied employees. The purpose is to study the relationship amongthe categories: perceiving mobbing, removing the effects, employee satisfaction.Methods: Qualitative research approach, method of interview by using the seven steps principles.Results: The findings clearly state that being aware of the negative factors and psychological abuse in organizations was present. The interview participants perceived different negative behaviours especially by the female population and from the side of superiors. In some organizations perceived negative factors are insults,insinuations, low wages, inadequate working day, competition, lobbying, and verbal threats. All negative factors lead to serious implications for employees, in which the organization can lose its reputation, productivity is reduced, costs of employment can increase with more sick leaves and in extreme cases, the results can be soserious that the organization can end in bankruptcy or liquidation.Organization: The result of the study warns management to acceptcertain actions and remediate the situation in organizations. The employer and managers must do everything to protect their subordinates from violence and potential offenders.Society: The research study warns on the seriousness of mobbing among employees, the aim is to bring the issue to individuals and society. The victim usually needs help (health costs, losses in the pension system, increased unemployment, and lower productivity of the whole society.Originality: In view of the sensitivity of the issues, the author concludes that the existing research studies are based especially on closed questions (questionnaires; however, interviews create mutual trust between

  4. Facial Recognition

    Directory of Open Access Journals (Sweden)

    Mihalache Sergiu

    2014-05-01

    Full Text Available During their lifetime, people learn to recognize thousands of faces that they interact with. Face perception refers to an individual's understanding and interpretation of the face, particularly the human face, especially in relation to the associated information processing in the brain. The proportions and expressions of the human face are important to identify origin, emotional tendencies, health qualities, and some social information. From birth, faces are important in the individual's social interaction. Face perceptions are very complex as the recognition of facial expressions involves extensive and diverse areas in the brain. Our main goal is to put emphasis on presenting human faces specialized studies, and also to highlight the importance of attractiviness in their retention. We will see that there are many factors that influence face recognition.

  5. Employee Information Management System (EIMS)

    Data.gov (United States)

    US Agency for International Development — The EIMS is the Office of Human Resources' web-based employee information system. Direct-hire employees can access and review their USAID personnel information, such...

  6. AN EMPRICAL INVESTIGATION EMPLOYEE TURNOVER IN THE HOTEL ENTERPRISES FOOD AND BEVERAGE DEPARTMANTS

    Directory of Open Access Journals (Sweden)

    Ömer L. MET

    2010-06-01

    Full Text Available With the expansion of economic and social area in tourism industry, employees’ behavior has been getting important which is one of the basic production factors. Employee mobility is a reflection of employees’ behaviours emerged as a result of external and internal interference. Employee mobility is a concept which examines entering-leaving job movement and which has a great effect on employees and establishments. In the study, views of employees on employee mobility that was working in food-beverage department of hotel establishments was analyzed. The study consists of two parts that are literature review and methodology. In the part of literature review was done about the importance of food-beverage departments in hotel establishments and the concept of employee mobility. In the part of methodology questionnaire was designed and 379 employees that were working in food-beverage department of 4 and 5 star hotels in Çeşme were interviewed. The results showed that employees that were working in food-beverage department of hotel establishments were tend to employee mobility than other sector’s employees.

  7. Employee Training: An International Perspective

    OpenAIRE

    Kapsalis, Constantine

    1997-01-01

    Canada’s training effort relative to the rest of the IALS countries, measured in terms of hours of training per employee, was found to be average. The average employee in Canada received 44 hours of training in 1994, similar to the hours of training per employee in Switzerland, the United States and Germany. However, Canada’s training effort was considerably less than the Netherlands (74 hours per employee). One finding of particular interest to Canada is the virtual equality of training ...

  8. Estimates of LGBT Public Employees

    OpenAIRE

    Sears, Brad; Mallory, Christy; Hunter, Nan D.

    2009-01-01

    Using data from the 2000 Census and the 2002 National Survey of Family Growth, in September 2009, the Williams Institute estimates that there are approximately 418,000 LGBT state government employees in the United States and 585,000 local government employees, totaling slightly more than 1 million state and local LGBT employees. There are just under 7 million LGBT private employees and just over 200,000 LGBT people working for the federal government.

  9. Employees' motivation and emloyees' benefits

    OpenAIRE

    Nedzelská, Eva

    2014-01-01

    The subject of this bachelor thesis is analysing methods how to stimulate and motivate employees. The theoretical part of the thesis deals with the concept of motivation, concepts close to motivation and selected existing theories of motivation. It also deals with employee benefits, function, division and benefits which are frequently offered to employees. The practical part of the thesis, mainly based on written and online questionnaires, concentrates on motivation of employees at Nedcon Boh...

  10. 75 FR 8092 - Privacy Act of 1974; Department of Homeland Security/ALL-027 The History of the Department of...

    Science.gov (United States)

    2010-02-23

    ... and future leadership, employees, and the public about the history of the Department. DHS is... SECURITY Office of the Secretary Privacy Act of 1974; Department of Homeland Security/ALL--027 The History..., Department of Homeland Security-2004- 0004 Oral History Program: The History of the Department of Homeland...

  11. Direct Employee Involvement Quality (DEIQ)

    NARCIS (Netherlands)

    Torka, Nicole; Woerkom, van Marianne; Looise, Jan-Kees

    2008-01-01

    This paper focuses on one aspect of human resource management (HRM) that is important for innovative employee behaviour: direct employee involvement quality (DEIQ). However, research has also shown that employee involvement is often in serious need of improvement. This paper presents evidence from t

  12. Professional Employees Turn to Unions

    Science.gov (United States)

    Chamot, Dennis

    1976-01-01

    White-collar and professional employees are increasingly turning to unions to combat their loss of independence as employees of large organizations. Managers should realize that they and professional employees have different viewpoints about job situations and that the current trend toward white-collar unionism is apt to continue. (JG)

  13. Professional Employees Turn to Unions

    Science.gov (United States)

    Chamot, Dennis

    1976-01-01

    White-collar and professional employees are increasingly turning to unions to combat their loss of independence as employees of large organizations. Managers should realize that they and professional employees have different viewpoints about job situations and that the current trend toward white-collar unionism is apt to continue. (JG)

  14. 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.

  15. ECONOMICS, GRIEVANCES, PROTECTWE-EMPLOYEE UNIONIZATION, AND THE 1978 MEMPHIS FIRE AND POLICE STRIKES

    Directory of Open Access Journals (Sweden)

    Charles Steven Palmer

    2004-01-01

    Full Text Available In the summer of 1978, police officers and fire fighters in Memphis, Tennessee walked off their jobs ostensibly over a salary dispute. While economics did indeed play a crucial role in the ultimate decision to strike, the walkouts were more the result of a sense of frustration among police officers and firefighters owing to their perception that the city administration had little respect for them and their unions. This paper discusses the events leading up to the 1978 Memphis fire and police strikes, the formation of unions in the Memphis police and fire departments, the political obstacles these municipal unions had to overcome, and how these strikes altered the relationship between the City of Memphis and all of its employee unions.The unionization of Memphis police and firefighters occurred not simply as part of a local or national trend, but came about due to specific grievances, controlled by local politics, influenced by national events. The 1978 strikes arose due to a breakdown in communication between a city administration that had little experience in dealing with unions, and its police officers and firefighters who had become more professional throughout the twentieth century and demanded recognition as such. Over the long term, the lessons learned from the strikes brought about a more stable relationship betweenthe City of Memphis and its municipal employees.

  16. 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.

  17. Analysis of employee satisfaction

    OpenAIRE

    Cikrytová, Kateřina

    2009-01-01

    The thesis contains analysis of job satisfaction employees of call center. In the theoretical part is defined conception of job satisfaction, are described deteminants of job satisfaction and relationship between job satisfaction and work motivation. In the practical part are analysed results of questionnaire survey and there are presented suggestions measures to increas job satisfaction. The respondents were asked about satisfaction with the content of work, remuneration, work organization, ...

  18. Employee Engagement: A Literature Review

    Directory of Open Access Journals (Sweden)

    Dharmendra MEHTA

    2013-12-01

    Full Text Available Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate goodwill, brand image are also at stake. This paper makes an attempt to study the different dimensions of employee engagement with the help of review of literature. This can be used to provide an overview and references on some of the conceptual and practical work undertaken in the area of the employee engagement practices.

  19. A Research on Employee Ethnocentrism

    Directory of Open Access Journals (Sweden)

    Alptekin Sökmen

    2010-09-01

    Full Text Available This study aims to identify ethnocentric behavior tendencies of 129 boundary spanning role employees, who works in 5 star hotels of Ankara, using Employee Ethnocentrism Survey. Also in this study, independent t-test and analysis of variance tests were used to investigate differences, among respondents’ demographic variables. The results demonstrated that, boundary spanning role employees of 5 star hotels in Ankara have moderately ethnocentric tendency, and several significant differences in terms of respondents’ age and gender. Male employees, 39 age and elders, and high school graduates show a higher ethnocentric tendency among the hotel employees.

  20. Detecting and detering employee theft.

    Science.gov (United States)

    Stewart, E E

    1997-02-01

    Physician group practices can limit their vulnerability to employee theft by taking steps to detect theft when it occurs and to deter future occurrences. Steps for detecting theft include being wary of an employee's refusal to take earned time off, conducting periodic credit checks on employees, rotating employees' duties, and conducting impromptu reviews of the practice's finances. Steps for detering theft include routing the practice's checks to a lock box; reviewing cash reports; reconciling check with deposit statements; separating employees' duties; reviewing bank, credit card, and ATM statements; setting the tone for prudent financial management; and reporting cases of theft when they occur.

  1. Speaker Recognition

    DEFF Research Database (Denmark)

    Mølgaard, Lasse Lohilahti; Jørgensen, Kasper Winther

    2005-01-01

    Speaker recognition is basically divided into speaker identification and speaker verification. Verification is the task of automatically determining if a person really is the person he or she claims to be. This technology can be used as a biometric feature for verifying the identity of a person...... in applications like banking by telephone and voice mail. The focus of this project is speaker identification, which consists of mapping a speech signal from an unknown speaker to a database of known speakers, i.e. the system has been trained with a number of speakers which the system can recognize....

  2. 20 CFR 10.520 - How does OWCP determine compensation after an employee completes a vocational rehabilitation...

    Science.gov (United States)

    2010-04-01

    ... employee completes a vocational rehabilitation program? 10.520 Section 10.520 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR FEDERAL EMPLOYEES' COMPENSATION ACT CLAIMS FOR... vocational rehabilitation program? After completion of a vocational rehabilitation program, OWCP may...

  3. 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

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF LABOR Employee Benefits Security Administration 161st Meeting of the Advisory Council on Employee Welfare and Pension... Council on Employee Welfare and Pension Benefit Plans (also known as the ERISA Advisory Council) will be...

  4. 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

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF LABOR Employee Benefits Security Administration 151st Meeting of the Advisory Council on Employee Welfare and Pension... Council on Employee Welfare and Pension Benefit Plans will be held on June 29-July 1, 2010. The three-day...

  5. 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

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF LABOR Employee Benefits Security Administration 165th Meeting of the Advisory Council on Employee Welfare and Pension... Council on Employee Welfare and Pension Benefit Plans (also known as the ERISA Advisory Council) will be...

  6. 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

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF LABOR Employee Benefits Security Administration 159th Meeting of the Advisory Council on Employee Welfare and Pension... Council on Employee Welfare and Pension Benefit Plans (also known as the ERISA Advisory Council) will be...

  7. 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

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF LABOR Employee Benefits Security Administration 150th Meeting of the Advisory Council on Employee Welfare and Pension... Council on Employee Welfare and Pension Benefit Plans will be held on March 22, 2010. The session will...

  8. 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

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF LABOR Employee Benefits Security Administration 160th Meeting of the Advisory Council on Employee Welfare and Pension... Council on Employee Welfare and Pension Benefit Plans (also known as the ERISA Advisory Council) will be...

  9. Department of

    African Journals Online (AJOL)

    USER

    2014-08-27

    Aug 27, 2014 ... Ethiopian Journal of Environmental Studies & Management 7(5): 468 – 477, 2014 ... Department of Planning, Kwame Nkrumah University of Science and Technology .... Anglican and Presbyterian schools have all been mined; exposing school children to dust and .... the district office of the National Disaster.

  10. 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...

  11. 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...

  12. 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...

  13. 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...

  14. 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...

  15. The recognition of work

    OpenAIRE

    Nierling, Linda

    2007-01-01

    The following article argues that recognition structures in work relations differ significantly in the sphere of paid work in contrast to unpaid work in private spheres. According to the systematic approach on recognition of Axel Honneth three different levels of recognition are identified: the interpersonal recognition, organisational recognition and societal recognition. Based on this framework it can be stated that recognition structures in the sphere of paid work and in private spheres di...

  16. 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

    ... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Railroad industry; services performed by an... Railroad industry; services performed by an employee or an employee representative under the Railroad... Section 31.3306(c)(9)-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED...

  17. 26 CFR 31.3121(b)(9)-1 - Railroad industry; services performed by an employee or an employee representative as defined in...

    Science.gov (United States)

    2010-04-01

    ... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Railroad industry; services performed by an... industry; services performed by an employee or an employee representative as defined in section 3231... Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED) EMPLOYMENT TAXES AND...

  18. 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.

  19. 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...

  20. 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...

  1. Irradiation Processing Department monthly record report, September 1957

    Energy Technology Data Exchange (ETDEWEB)

    1957-10-21

    This report details activities of the irradiation department during the month of September, 1957. The report is divided into the following sections: Research and Engineering operations; Production and Reactor Operations; Facilities Engineering Operations; Employee Relations Operations; and Financial Operation.

  2. 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.

  3. Chemical Processing Department monthly report for January 1959

    Energy Technology Data Exchange (ETDEWEB)

    1959-02-20

    This report for January 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.

  4. 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.

  5. Chemical Processing Department monthly report for July 1963

    Energy Technology Data Exchange (ETDEWEB)

    1963-08-22

    This report, from the Chemical Processing Department at HAPO for July 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.

  6. 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.

  7. Chemical Processing Department monthly report for June 1961

    Energy Technology Data Exchange (ETDEWEB)

    1961-07-21

    This report, for June 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; employee relations; weapons manufacturing operation; and safety and security.

  8. 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.

  9. Making Sense of Employee Discourses

    DEFF Research Database (Denmark)

    Andersen, Mona Agerholm

    In response to the growing interest in the field of organizational identification and the analysis of employee attachment in organizations, this paper presents a multidimensional reception model for analyzing the level of employee identification with corporate value statements. The identification...... of the complexity, nuances and diversities of employee identification with corporate texts in organizations. In addition to this, the model may help to uncover the positive and negative factors that influence the identification level....

  10. 34 CFR 602.30 - Activities covered by recognition procedures.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 3 2010-07-01 2010-07-01 false Activities covered by recognition procedures. 602.30 Section 602.30 Education Regulations of the Offices of the Department of Education (Continued) OFFICE OF POSTSECONDARY EDUCATION, DEPARTMENT OF EDUCATION THE SECRETARY'S RECOGNITION OF ACCREDITING AGENCIES...

  11. The relationship of personal qualities and efficiency of professional activity of employees of tax authorities

    Directory of Open Access Journals (Sweden)

    Kvashnina N.N.

    2015-11-01

    Full Text Available The article is devoted to the relationship of personal qualities and efficiency of professional activity of employees of tax authorities. In work the analysis of professional activity of the employee of the tax authority, attempt to consider a set of actions included in the notion "efficiency of professional activity", and considers personal qualities necessary, from our point of view, for the tax officials of official duties. The article presents the results of empirical research on the relationship of personal qualities and efficiency of professional activity of employees of tax authorities. The study was conducted on the basis of Inspection of Federal tax service of Russia № 26 in Moscow. In research took part the employees of the following departments: in-house departments, field departments, division of work with taxpayers, the division of debt. The relationship between identified qualities as well as differences in manifestation of studied qualities in the employees of tax bodies with different lifetime.

  12. Morning employees are perceived as better employees: employees' start times influence supervisor performance ratings.

    Science.gov (United States)

    Yam, Kai Chi; Fehr, Ryan; Barnes, Christopher M

    2014-11-01

    In this research, we draw from the stereotyping literature to suggest that supervisor ratings of job performance are affected by employees' start times-the time of day they first arrive at work. Even when accounting for total work hours, objective job performance, and employees' self-ratings of conscientiousness, we find that a later start time leads supervisors to perceive employees as less conscientious. These perceptions in turn cause supervisors to rate employees as lower performers. In addition, we show that supervisor chronotype acts as a boundary condition of the mediated model. Supervisors who prefer eveningness (i.e., owls) are less likely to hold negative stereotypes of employees with late start times than supervisors who prefer morningness (i.e., larks). Taken together, our results suggest that supervisor ratings of job performance are susceptible to stereotypic beliefs based on employees' start times. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

  13. Employee Perceived Training Effectiveness Relationship to Employee Attitudes

    Science.gov (United States)

    Sahinidis, Alexandros G.; Bouris, John

    2008-01-01

    Purpose: The purpose of this study is to investigate the relationship between perceived employee training effectiveness and job satisfaction, motivation and commitment. Design/methodology/approach: The study examined the responses of 134 employees and lower managers, of five large Greek organizations, after they had completed a training program.…

  14. Evaluation of the employee rewards / incentive schemes, job satisfaction and retention as performance enhancement / Elizabeth Reginah Mmamme Moremi

    OpenAIRE

    Moremi, Elizabeth Reginah Mmamme

    2010-01-01

    The main objective is to discuss whether the rewards/incentives schemes provided to the employees to improve and enhance performance within the Department. The discussions will be done on employee satisfaction on the rewards/incentives schemes offered in the Department. The study will cover both the theoretical and practical approach to the topic of Incentives/ rewards that can improve performance of employee and service delivery to communities. Qualitative and quantitative met...

  15. 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.

  16. 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.

  17. Irradiation Processing Department monthly report, November 1960

    Energy Technology Data Exchange (ETDEWEB)

    1960-12-14

    This document details activities of the irradiation processing department during the month of November, 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 Operation; Production and Reactor Operations; Facilities Engineering Operation; Employee Relations Operation; Financial Operation; and NPR Project.

  18. 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.

  19. Irradiation Processing Department monthly report, October 1960

    Energy Technology Data Exchange (ETDEWEB)

    1960-11-14

    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.

  20. 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.

  1. Irradiation Processing Department monthly report, September 1960

    Energy Technology Data Exchange (ETDEWEB)

    1960-10-12

    This document details activities of the irradiation processing department during the month of September, 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.

  2. 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.

  3. Irradiation Processing Department monthly report, June 1964

    Energy Technology Data Exchange (ETDEWEB)

    1964-07-15

    This document details activities of the Irradiation Processing Department during the month of June, 1964. 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.

  4. 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.

  5. 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.

  6. Chemical Processing Department monthly report, November 1957

    Energy Technology Data Exchange (ETDEWEB)

    1957-12-23

    The November, 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)

  7. 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.

  8. Chemical Processing Department monthly report, February 1958

    Energy Technology Data Exchange (ETDEWEB)

    1958-03-21

    The February, 1958 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)

  9. 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)

  10. Irradiation Processing Department monthly report, February 1959

    Energy Technology Data Exchange (ETDEWEB)

    1959-03-20

    This document details activities of the irradiation processing department during the month of February 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.

  11. Irradiation Processing Department monthly report, January 1964

    Energy Technology Data Exchange (ETDEWEB)

    1964-02-14

    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.

  12. Irradiation Processing Department monthly report, March 1961

    Energy Technology Data Exchange (ETDEWEB)

    1961-04-14

    This document details activities of the irradiation processing department during the month of March, 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.

  13. Irradiation Processing Department monthly report, October 1961

    Energy Technology Data Exchange (ETDEWEB)

    1961-11-17

    This document details activities of the irradiation processing department during the month of October, 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 Financial Operation.

  14. Chemical Processing Department monthly report, November 1956

    Energy Technology Data Exchange (ETDEWEB)

    1956-12-21

    The November 1956 monthly report for the Chemical Processing Department of Hanford Atomic Products Operation includes information regarding research and engineering efforts with respect to the Purex and Redox process technology. Also discussed was the production operation, finished product operation, power and general maintenance, financial operation, engineering and research operations, and employee operations. (MB)

  15. 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.

  16. 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.

  17. 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.

  18. Irradiation Processing Department monthly report, April 1960

    Energy Technology Data Exchange (ETDEWEB)

    1960-05-19

    This document details activities of the irradiation processing department during the month of April, 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.

  19. 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.

  20. Chemical Processing Department monthly report, September 1956

    Energy Technology Data Exchange (ETDEWEB)

    1956-10-18

    The September, 1956 monthly report for the Chemical Processing Department of 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 products operation, power and general maintenance, financial operation, engineering and research operations, and employee operations. (MB)

  1. Irradiation Processing Department monthly report, February 1963

    Energy Technology Data Exchange (ETDEWEB)

    Greninger, A. B.

    1963-03-14

    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.

  2. Employee benefits or wage increase?

    Directory of Open Access Journals (Sweden)

    Jiří Duda

    2011-01-01

    Full Text Available The paper comes from a survey done during the years 2007–2009. It focused on employee satisfaction with the provision of employee benefits. The research included 21 companies, 7 companies were from the engineering sector, 7 companies from the food industry, 3 companies represented the budgetary sphere, 3 companies the services sector and one company operates in pharmaceutical industry.The questionnaire survey consisted of 14 questions, including 5 identification-questions. The paper presents results of the questions on dealing with employees’ awareness of employee benefits and on choosing between employees’ preferences of wage increase or increase in value of benefits provided.Employees are informed about all options of providing employee benefits. Only in 3 cases employees stated dissatisfaction with information. This answer was related with the responses to the second monitored question. Employees of these companies preferred pay increases before benefits’ increases. There was no effect of gender of the respondents, neither the influence of the sector of operation, in the preference of increases in wages or in benefits. Exceptions were the employees of companies operating in the financial sector, who preferred employee benefits before a wage increase. It was found that employees of companies who participated in research in 2009, preferred wage increases before the extension of employee benefits, although the value of the net wage increase is lower than the monetary value of benefits increase.The paper is a part of solution of the research plan MSM 6215648904 The Czech economy in the process of integration and globalization, and the development of agricultural sector and the sector of services under the new conditions of the integrated European market.

  3. 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;...

  4. 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...

  5. 29 CFR 1917.122 - Employee exits.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 7 2010-07-01 2010-07-01 false Employee exits. 1917.122 Section 1917.122 Labor Regulations...) MARINE TERMINALS Terminal Facilities § 1917.122 Employee exits. (a) Employee exits shall be clearly marked. (b) If an employee exit is not visible from employees' work stations, directional...

  6. 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)...

  7. 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)...

  8. 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)...

  9. 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...

  10. 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...

  11. 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...

  12. 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...

  13. 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;...

  14. 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)...

  15. 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...

  16. 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...

  17. 10 CFR 1060.301 - Government employees.

    Science.gov (United States)

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Government employees. 1060.301 Section 1060.301 Energy... EMPLOYEES § 1060.301 Government employees. Nothing in this part shall be interpreted as being applicable to authorization or approval of payment of travel expenses of Government employees, including DOE employees....

  18. 20 CFR 404.1208 - Ineligible employees.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Ineligible employees. 404.1208 Section 404.1208 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Coverage of Employees of State and Local Governments What Groups of Employees May...

  19. 15 CFR 19.2 - Why has the Commerce Department issuing these regulations and what do they cover?

    Science.gov (United States)

    2010-01-01

    ... Commerce Department employees). (2) This Part does not apply to tax debts nor to any debt for which there... is returned by the Department of Justice to the Commerce Department for handling. (3) Nothing in...

  20. 26 CFR 1.132-3T - Qualified employee discount-1985 through 1988 (temporary).

    Science.gov (United States)

    2010-04-01

    ... 26 Internal Revenue 2 2010-04-01 2010-04-01 false Qualified employee discount-1985 through 1988 (temporary). 1.132-3T Section 1.132-3T Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY....132-3T Qualified employee discount—1985 through 1988 (temporary). (a) In general—(1) Definition....

  1. 37 CFR 401.10 - Government assignment to contractor of rights in invention of government employee.

    Science.gov (United States)

    2010-07-01

    ... contractor of rights in invention of government employee. 401.10 Section 401.10 Patents, Trademarks, and Copyrights ASSISTANT SECRETARY FOR TECHNOLOGY POLICY, DEPARTMENT OF COMMERCE RIGHTS TO INVENTIONS MADE BY... AGREEMENTS § 401.10 Government assignment to contractor of rights in invention of government employee. In any...

  2. 45 CFR Appendix A to Part 5b - Employee Standards of Conduct

    Science.gov (United States)

    2010-10-01

    ... may be subjected to civil liability for the following actions undertaken by its employees: (a) Making.... (c) Knowingly or willfully take action which might subject the Department to civil liability. (d... subject to criminal liability as set forth below and in 5 U.S.C. 552a (i): (a) Any officer or employee...

  3. 21 CFR 20.110 - Data and information about Food and Drug Administration employees.

    Science.gov (United States)

    2010-04-01

    ... 21 Food and Drugs 1 2010-04-01 2010-04-01 false Data and information about Food and Drug Administration employees. 20.110 Section 20.110 Food and Drugs FOOD AND DRUG ADMINISTRATION, DEPARTMENT OF HEALTH... Data and information about Food and Drug Administration employees. (a) The name, title, grade,...

  4. 38 CFR 1.986 - Result if employee fails to meet deadlines.

    Science.gov (United States)

    2010-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Result if employee fails to meet deadlines. 1.986 Section 1.986 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS GENERAL PROVISIONS Salary Offset Provisions § 1.986 Result if employee fails to meet deadlines. An...

  5. 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...

  6. 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...

  7. 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...

  8. 19 CFR 24.32 - Claims; unpaid compensation of deceased employees and death benefits.

    Science.gov (United States)

    2010-04-01

    ... Claims; unpaid compensation of deceased employees and death benefits. (a) A claim made by a designated... 19 Customs Duties 1 2010-04-01 2010-04-01 false Claims; unpaid compensation of deceased employees and death benefits. 24.32 Section 24.32 Customs Duties U.S. CUSTOMS AND BORDER PROTECTION, DEPARTMENT...

  9. 75 FR 82075 - Division of Federal Employees' Compensation; Proposed Extension of the Approval of Information...

    Science.gov (United States)

    2010-12-29

    ... the Act, eligible dependents of deceased employees receive compensation benefits on account of the... Doc No: 2010-32742] DEPARTMENT OF LABOR Office of Workers' Compensation Programs Division of Federal Employees' Compensation; Proposed Extension of the Approval of Information Collection Requirements ACTION...

  10. 28 CFR 54.135 - Designation of responsible employee and adoption of grievance procedures.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Designation of responsible employee and adoption of grievance procedures. 54.135 Section 54.135 Judicial Administration DEPARTMENT OF JUSTICE... equitable resolution of student and employee complaints alleging any action that would be prohibited...

  11. Professional Employees and Collective Bargaining.

    Science.gov (United States)

    Douglas, Joel M., Ed.

    1987-01-01

    The status of professional employees at colleges and their role within the unionized workplace are considered in two articles. In "The Position of Professional Employees," Eliot Freidson discusses findings of a study on professionals and implications for college collective bargaining. Attention is directed to the validity of the position…

  12. Community College Employee Wellness Programs

    Science.gov (United States)

    Thornton, L. Jay; Johnson, Sharon

    2010-01-01

    This paper describes the prevalence and characteristics of employee wellness programs in public community colleges accredited by the Southern Association of Colleges and Schools (SACS). A random sample of 250 public community colleges accredited by SACS was mailed a 46-item employee-wellness program survey. The survey solicited program information…

  13. Assessing New Employee Orientation Programs

    Science.gov (United States)

    Acevedo, Jose M.; Yancey, George B.

    2011-01-01

    Purpose: This paper aims to examine the importance of new employee orientation (NEO) programs, the quality of typical NEOs, and how to improve NEOs. Design/methodology/approach: The paper provides a viewpoint of the importance of new employee orientation programs, the quality of typical NEOs, and how to improve NEOs. Findings: Although western…

  14. ORGANIZATION PERFORMANCE AND EMPLOYEE SATISFACTION

    OpenAIRE

    Milica Jakšiæ, Miloš Jakšiæ

    2014-01-01

    Employee satisfaction related to their job, possibilities of career development, mechanisms of performance measurement and reward, as remuneration systems are of growing importance. Expectations of highly educated workforce continuously increase, so recruiting and retention of such workers becomes key factor of success for modern companies. Success of companies is expected to change together with employee saticfaction.

  15. 9 CFR 3.108 - Employees or attendants.

    Science.gov (United States)

    2010-01-01

    ... 9 Animals and Animal Products 1 2010-01-01 2010-01-01 false Employees or attendants. 3.108 Section 3.108 Animals and Animal Products ANIMAL AND PLANT HEALTH INSPECTION SERVICE, DEPARTMENT OF AGRICULTURE ANIMAL WELFARE STANDARDS Specifications for the Humane Handling, Care, Treatment,...

  16. 25 CFR 43.23 - Conduct of employees.

    Science.gov (United States)

    2010-04-01

    ... OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR EDUCATION MAINTENANCE AND CONTROL OF STUDENT RECORDS IN... records. (b) No employee of the educational institution may disclose student records unless disclosure is permitted under § 43.14 or made to the parent of the student or eligible student to whom the record...

  17. 29 CFR 778.113 - Salaried employees-general.

    Science.gov (United States)

    2010-07-01

    ....22) for each hour thereafter. If an employee is hired at a salary of $220.80 for a 40-hour week his... regular monthly salary of $1,040, or a regular semimonthly salary of $520 for 40 hours a week, is thus... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF...

  18. 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...

  19. 75 FR 4271 - Labor Organization Officer and Employee Reports

    Science.gov (United States)

    2010-01-27

    ... From the Federal Register Online via the Government Publishing Office 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 ] of July 1, 2009,...

  20. 5 CFR 9901.352 - Setting an employee's starting pay.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Setting an employee's starting pay. 9901.352 Section 9901.352 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES MANAGEMENT AND...., availability of candidates and labor market rates); (2) Specialized skills, knowledge, and/or education...

  1. Involving Employees in Strategy innovation

    DEFF Research Database (Denmark)

    Friis, Ole Uhrskov; Koch, Christian

    2011-01-01

    some of its employees. Even if managers still dominate, some processes of direct involvement of employees occur. The employees are in particular active in supplementing overall strategic goals and directly shaping one sub strategy, that of ‘process’. Strategy practices include planning, Porterian......Strategy as a practice and continuous innovation approaches are combined to conceptualise dilemmas of short versus long term and to analyse a case of employee participation as a particular example of strategy innovation. The case is a medium size textile company developing its strategy involving...... and Balanced Score Card consultancy, an ‘open space’ workshop and organized strategy projects. Especially the latter two are important in facilitating the employee involvement. The case however also exhibit enterprise situated praxis’s like mitigation of taboos....

  2. 26 CFR 1.731-1 - Extent of recognition of gain or loss on distribution.

    Science.gov (United States)

    2010-04-01

    ... 26 Internal Revenue 8 2010-04-01 2010-04-01 false Extent of recognition of gain or loss on distribution. 1.731-1 Section 1.731-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY... recognition of gain or loss on distribution. (a) Recognition of gain or loss to partner—(1) Recognition...

  3. 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...

  4. 肿瘤科医护人员对癌因性疲乏管理认知的质性研究%Recognition of medical staff in the oncology department about management of cancer related fatigue:a qualitative research

    Institute of Scientific and Technical Information of China (English)

    田利; 王芬; 薛嵋; 曹娟妹; 周群英; 杨益群; 李惠玲

    2015-01-01

    Objective To explore how medical staff in the oncology department understand management of cancer related fatigue (CRF), and explore what factors influencing the effective practice of CRF management. Methods Qualitative inquiry was adopted. Ten medical staffs in the oncology department were selected for in- depth interview. Generic analysis was applied to code, categorize and interpret the qualitative data. Results Participants believed that many factors influenced the CRF, which hadn′t been assessed as an independent symptom and lacked the systematic, effective and specific interventions. The medical staff, patients and their families neglecting the CRF management was the main barrier. Strengthening system construction and staff training was mentioned as major area which needed to be improved. Conclusions CRF management guideline should be formulated according to our national situations based on the clinical practices, besides, the training of correlated clinical knowledge and skills of medical staff should be strengthened and eventually promote the cancer patients′quality of life.%目的:了解肿瘤科医护人员对癌因性疲乏管理的认知,探讨实施有效癌因性疲乏管理的影响因素。方法采用质性研究对10名肿瘤科医护人员进行半结构式访谈,并运用类属分析法进行资料的编码、分类、提取主题。结果受访的肿瘤科医护人员认为癌因性疲乏的影响因素较多;尚未将其作为一个独立症状进行评估;认为尚缺乏系统、有效、具有针对性的管理措施;医护人员和家属缺乏对癌因性疲乏管理的重视是阻碍癌因性疲乏有效管理的障碍因素;只有加强制度层面建设和医护人员的培训才能有效推动癌因性疲乏管理工作。结论应结合临床实际情境,制定符合我国国情的癌因性疲乏管理指南,并对临床医护人员进行相关知识和技能培训,以提高肿瘤患者的生命质量。

  5. Employees' Political Skill and Job Performance

    DEFF Research Database (Denmark)

    Zettler, Ingo; Lang, Jonas W.B.

    2015-01-01

    different sample characteristics (early career employees, established employees), job performance dimensions (overall, task, contextual, and adaptive performance), and rating sources (supervisors and colleagues) supported this idea. Across different analyses, employees with intermediate levels of political...

  6. 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.

  7. Staff retention and recruitment: "one great department".

    Science.gov (United States)

    Casady, Wanda M; Dowd, Terry A

    2002-01-01

    The projected demand for healthcare workers during the next ten years has been the impetus for many organizations to develop more creative strategies to ensure adequate staffing levels in the future. In order to keep pace with service demands, the diagnostic imaging department at Valley Lutheran Medical Center (VLMC) in Mesa, Ariz., has been growing as well. Since November of 1999, the number of core FTEs increased from 54.5 to 96. As a result, efforts to retain the current employees became just as critical as efforts to recruit staff for the new positions that were created to support the expanded services. In February 2001, an AHRA seminar was held in Phoenix, which included a day-long session called "Workforce 2001: Recruitment, Selection, Retention of Quality Employees." The presenter, Clint Maun, C.S.P., emphasized the need to provide "passionate orientation" for new employees, encouraged team-based selection of new employees, and reminded the audience that new employees decide within the first three days whether or not they will stay with an organization, regardless of how long it actually takes to leave. Maun also described to the group a model for creating team effort called "One Great Unit" (OGU), which uses a "12-Week Plan" for engaging staff. For the diagnostic imaging department at VLMC, this concept was remodeled so that, instead of focusing on one modality (unit) in the department, the focus was on the whole department. The first step to creating "One Great Department" was to establish an Oversight Committee that would help define the focus of the 12-Week Teams. Five, front-line employees were recruited who represented a cross-section of the imaging department. To assist in the implementation, the director of learning and innovation at VLMC agreed to facilitate the first two meetings. The first 12-Week Team was called together in May 2001. The operational objective addressed was "improving communication inter- and intra-departmentally." Each member

  8. 5 CFR 3101.108 - Additional rules for Office of the Comptroller of the Currency employees.

    Science.gov (United States)

    2010-01-01

    ... TREASURY SUPPLEMENTAL STANDARDS OF ETHICAL CONDUCT FOR EMPLOYEES OF THE DEPARTMENT OF THE TREASURY § 3101... that is assigned to their Assistant Deputy Comptroller or rating official; or (2) In Large...

  9. 20 CFR 1010.240 - Will the Department be monitoring for compliance with priority of service?

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Will the Department be monitoring for compliance with priority of service? 1010.240 Section 1010.240 Employees' Benefits OFFICE OF THE ASSISTANT... SERVICE FOR COVERED PERSONS Understanding Priority of Service § 1010.240 Will the Department be...

  10. Gesture Recognition Summarization

    Institute of Scientific and Technical Information of China (English)

    ZHANG Ting-fang; FENG Zhi-quan; SU Yuan-yuan; JIANG Yan

    2014-01-01

    Gesture recognition is an important research in the field of human-computer interaction. Hand Gestures are strong variable and flexible, so the gesture recognition has always been an important challenge for the researchers. In this paper, we first outlined the development of gestures recognition, and different classification of gestures based on different purposes. Then we respectively introduced common methods used in the process of gesture segmentation, feature extraction and recognition. Finally, the gesture recognition was summarized and the studying prospects were given.

  11. Iris Recognition Technique

    Institute of Scientific and Technical Information of China (English)

    XIE Mei

    2006-01-01

    The demand on security is increasing greatly in these years and biometric recognition gradually becomes a hot field of research. Iris recognition is a new branch of biometric recognition, which is regarded as the most stable, safe and accurate biometric recognition method. In these years, much progress in this field has been made by scholars and experts of different countries. In this paper, some successful iris recognition methods are listed and their performance are compared. Furthermore, the existing problems and challenges are discussed.

  12. How do small business managers influence employee satisfaction and commitment?

    Directory of Open Access Journals (Sweden)

    Janine Kruger

    2010-12-01

    Full Text Available Purpose : The purpose of this research is to scrutinise motivational factors that may influence the levels of satisfaction and commitment of small business employees. Problem investigated : An unmotivated workforce leads to dissatisfaction and low commitment levels among employees. Possible consequences of these unproductive trends include higher costs, business closures and a negative effect on a country's economy. Employee satisfaction and employee commitment are thus vital for the success of any business. It is essential for business managers to keep their employees satisfied and committed to the business. In order for business managers to motivate their employees to keep them satisfied and committed, they need to know how to motivate employees. A number of factors influence employee satisfaction and employee commitment, which include working conditions, managerial abilities, employee participation, company policies, recognition and feedback, as well as job interest and job importance. Managers should know how to apply each of these factors to ensure that employees are satisfied and committed. Methodology : A quantitative research approach was followed using a self-administered questionnaire. This measuring instrument consisted of three sections covering the biographical information of respondents, statements on motivational factors, and statements about satisfaction and commitment. A five-point Likert-type scale, ranging from strongly disagree to strongly agree, was applied. Simple random sampling was used to elicit the responses of 444 respondents from small businesses in the Nelson Mandela Metropole in South Africa. Cronbach Alpha coefficients were calculated to measure the internal consistency and reliability of the measuring instrument. Descriptive statistics, Pearson correlation coefficients and simple linear regression analyses were used to analyse the data. Findings and implications : The research revealed that significant positive

  13. 20 CFR 641.720 - How will the Department and grantees initially determine and then adjust expected levels of...

    Science.gov (United States)

    2010-04-01

    ....720 Section 641.720 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false How will the Department and grantees... comments to the Department regarding the grantee's satisfaction with the expected levels of performance....

  14. Shared governance in the endoscopy department.

    Science.gov (United States)

    Metcalf, R; Tate, R

    1995-01-01

    Studies have indicated that active participation by employees improves job satisfaction and performance. There is a sense of pride and accountability that is demonstrated in the work environment when staff are involved in the decision-making process. Recent emergence of a relatively new philosophy for management that promotes employee ownership is shared governance. This type of leadership allows individuals who are at the center of the work place to participate in the decisions that actively reflect their needs. In this article, the authors describe the process of implementing shared governance in an Endoscopy Department. The effectiveness of shared governance is evidenced by the renewed enthusiasm and energy demonstrated by the staff.

  15. Standard operating procedures for clinical research departments.

    Science.gov (United States)

    Kee, Ashley Nichole

    2011-01-01

    A set of standard operating procedures (SOPs) provides a clinical research department with clear roles, responsibilities, and processes to ensure compliance, accuracy, and timeliness of data. SOPs also serve as a standardized training program for new employees. A practice may have an employee that can assist in the development of SOPs. There are also consultants that specialize in working with a practice to develop and write practice-specific SOPs. Making SOPs a priority will save a practice time and money in the long run and make the research practice more attractive to corporate study sponsors.

  16. Every employee an owner. Really.

    Science.gov (United States)

    Rosen, Corey; Case, John; Staubus, Martin

    2005-06-01

    Surveys indicate that when new rules on expensing stock options take effect, many companies are likely to limit the number of employees who can receive equity compensation. But companies that reserve equity for executives are bound to suffer in the long run. Study after study proves that broad-based ownership, when done right, leads to higher productivity, lower workforce turnover, better recruits, and bigger profits. "Done right" is the key. Here are the four most important factors in implementing a broad-based employee equity plan: A significant portion of the workforce--generally, most of the full-time people--must hold equity; employees must think the amounts they hold can significantly improve their financial prospects; managerial practices and policies must reinforce the plan; and employees must feel a true sense of company ownership. Those factors add up to an ownership culture in which employees' interests are aligned with the company's. The result is a workforce that is loyal, cooperative, and willing to go above and beyond to make the organization successful. A wide variety of companies have recorded exceptional business performance with the help of employee-ownership programs supported by management policies. The authors examine two: Science Applications International, a research and development contractor, and Scot Forge, which shapes metal and other materials for industrial machinery. At both companies, every employee with a year or so of service holds equity, and employees who stay on can accumulate a comfortable nest egg. Management's sharing of financial information reinforces workers' sense of ownership. So does the expectation that employees will accept the responsibilities of ownership. Workers with an ownership stake internalize their responsibilities and feel they have an obligation not only to management but to one another.

  17. Employee Wellness Program in a small rural industry: employee evaluation.

    Science.gov (United States)

    Carter, Melondie; Gaskins, Susan; Shaw, Lynda

    2005-06-01

    The primary purpose of this study was to determine employees' perceptions of a wellness program resulting from collaboration between a small rural industry and a College of Nursing. Focus group methods were used to elicit evaluative data from 27 employees. A semi-structured interview guide of open-ended questions was used to elicit information. The employees readily identified the screenings and information they had received related to hypertension, blood sugar, and cholesterol to be helpful. Health behavior changes the employees identified based on the health promotion activities and screenings included diet changes, different food preparations, and exercise. The screenings were found to be beneficial because they helped them to understand the significance of the results and how they could alter them with health behaviors. The repeated screenings provided an opportunity for them to see how health behavior changes had affected their results.

  18. Employee Reward Systems in Organizations

    Directory of Open Access Journals (Sweden)

    Došenović Dragana

    2016-06-01

    Full Text Available Employee rewarding is one of the activities of human resource management concerning the management of money, goods and services that employees receive from their employer in exchange for their work. Given that a properly designed reward system is one of the conditions for a stable business, successful performance of work activities and the achievement of set objectives in each organization, the basic theme of this paper is the employee reward system, with a special focus on different elements of it. The purpose of this paper is to describe the role and significance of the observed system and to draw attention to its role in employee’s motivation.

  19. 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.

  20. 5 CFR 5501.111 - Awards tendered to employees of the National Institutes of Health.

    Science.gov (United States)

    2010-01-01

    ...) Applicability. This section does not apply to special Government employees. (b) Definitions. For purposes of... substantially affected by the programs, policies, or operations of any agency component or subcomponent under... source of award funds; (iv) The size of the monetary component of the award recognition; (v) The identity...

  1. 20 CFR 10.528 - What action will OWCP take if the employee fails to file a report of activity indicating an...

    Science.gov (United States)

    2010-04-01

    ...' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR FEDERAL EMPLOYEES' COMPENSATION ACT CLAIMS FOR COMPENSATION UNDER THE FEDERAL EMPLOYEES' COMPENSATION ACT, AS AMENDED Continuing Benefits... employee who is receiving compensation benefits to complete an affidavit as to any work, or activity...

  2. 综合医院非心理专科患者心理障碍早期识别及对策%Early recognition and coping strategy of psychological disorder in non-psychological department in general hospital

    Institute of Scientific and Technical Information of China (English)

    毛家亮; 何奔

    2015-01-01

    心理障碍正成为影响人类健康的主要疾病,综合医院也正成为心理障碍诊治的主要战场,但如何早期识别综合医院患者存在的心理障碍,对非心理专科医生是巨大的挑战。在综合医院心理障碍患者的早期表现主要是躯体化症状,面对这种状态,综合医院非心理专科医生普遍存在无所适从,在临床上造成心理障碍的漏诊误治屡见不鲜。对此,虽然业界也有不断的呼吁要重视和加强相关改进措施,但经过数年努力,问题并没有得到根本解决。所以,观念地突破和方法地创新是扭转这一状态的关键所在。笔者对综合医院特别是非心理专科心理障碍患者的现状、遇到的困难以及如何早期识别综合医院患者存在的心理障碍进行阐述,提出了一些较新的观点和方法,希望有所启示。%Psychological disorder is becoming the main diseases affecting human health, and the general hospital is also become the main battlefield of diagnosis and treatment of mental disorder,but how to identify early psychological disorder of general hospital patients is a huge challenge to the psychological non-specialists.General hospital patients with psychological disorders mainly manifest into somatization symptoms.This often causes non-psychological specialists to misdiagnose in the general hospital.To this,the industry has been called on constantly to attach importance to and strengthen the relevant improvement measures,but after years of effort,the problem has not been fundamentally solved.Therefore,an innovative method is the key to reverse this state.In this paper,the author combined the long-term clinical results and clinical experience of diagnosis and treatment,to explain the present situation of the psychological disorder in non-psychological department,difficulties and how to identify early psychological barriers that exist in the general hospital patients.The author puts forward

  3. TRANSFORMATIONAL LEADERSHIP AND EMPLOYEE SATISFACTION

    National Research Council Canada - National Science Library

    Alisa Mujkic; Dzevad Sehic; Zijada Rahimic; Jasmin Jusic

    2014-01-01

      The main purpose of this paper was to carry out an empirical research on whether transformational leadership, in comparison to other contemporary leadership styles, contributes to higher employee satisfaction levels...

  4. Transformational leadership and employee satisfaction

    National Research Council Canada - National Science Library

    Alisa Mujkić; Dževad Šehić; Zijada Rahimić; Jasmin Jusić

    2014-01-01

    The main purpose of this paper was to carry out an empirical research on whether transformational leadership, in comparison to other contemporary leadership styles, contributes to higher employee satisfaction levels...

  5. The Transformation of Employee Participation

    DEFF Research Database (Denmark)

    Busck, Ole Gunni; Knudsen, Herman; Lind, Jens

    2010-01-01

    This article reviews the research literature on the relationship between employee participation, influence and the work environment. The main part of the literature points to a positive connection in line with how it has been almost institutionalised in Karasek and Theorell´s demand control......-model. However, more recent research into psychosocial work environment problems questions the model’s assumption of high job control compensating for high job demands. Taking its point of departure in a `deconstruction´ of the concept of participation based on research on employee participation from the past...... few decades, the article discuss what factors and changes have resulted in that increased employee participation does not seem to result in a healthy work environment. The article concludes on the limitations of the demand control-model in modern working life given contextual changes in the employer-employee...

  6. Strategy Innovation with Employee Involvement

    DEFF Research Database (Denmark)

    Friis, Ole Uhrskov; Koch, Christian

    2015-01-01

    if the managers still dominate, some processes of direct involvement of employees occur, in particular when employees are asked to supplement overall strategic goals and when they directly shape several sub-strategies. Strategy practices found include strategy planning, an open space workshop and organised......The purpose of this article is to investigate how employees can be involved in strategy innovation processes and how new strategy practices (new tools and procedures) are used to change strategy praxis in order to sustain value creation. In the strategizing actions, we found that even...... strategy projects. Especially the latter two are important in facilitating the employee involvement. The case, however, also exhibits enterprise-situated praxises related to unplanned events, like the mitigation of taboos....

  7. How Employee Turnover Affects Productivity

    DEFF Research Database (Denmark)

    Eriksen, Bo

    Research on employee turnover suggests that turnover results in negative organization-level outcomes. This paper provides a firm-level analysis of the impact of the in- and outflows of human resources on productivity and how the presence of organizational slack resources moderates the effects...... of employee turnover. Drawing on a unique longitudinal dataset of 2,926 Danish manufacturing firms that combine individual-level data with firm-level data, the paper shows that job turnover has a substantial negative effect on total productivity but that the firm’s size, its capital intensity, and its age...... moderate this effect so that the negative consequences of employee turnover are less severe for larger, older and capital intensive firms. These moderating variables indicate the presence of slack resources in the firm, and thus that the accumulation of slack reduces the efficiency losses from employee...

  8. Allegheny County Employee Salaries 2016

    Data.gov (United States)

    Allegheny County / City of Pittsburgh / Western PA Regional Data Center — Employee salaries are a regular Right to Know request the County receives. Here is the disclaimer language that is included with the dataset from the Open Records...

  9. How Employee Turnover Affects Productivity

    DEFF Research Database (Denmark)

    Eriksen, Bo

    Research on employee turnover suggests that turnover results in negative organization-level outcomes. This paper provides a firm-level analysis of the impact of the in- and outflows of human resources on productivity and how the presence of organizational slack resources moderates the effects...... of employee turnover. Drawing on a unique longitudinal dataset of 2,926 Danish manufacturing firms that combine individual-level data with firm-level data, the paper shows that job turnover has a substantial negative effect on total productivity but that the firm’s size, its capital intensity, and its age...... moderate this effect so that the negative consequences of employee turnover are less severe for larger, older and capital intensive firms. These moderating variables indicate the presence of slack resources in the firm, and thus that the accumulation of slack reduces the efficiency losses from employee...

  10. 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 stress were associated with reduced 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.

  11. 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.

  12. Strategies for improving employee retention.

    Science.gov (United States)

    Verlander, Edward G; Evans, Martin R

    2007-03-28

    This article proposes a solution to the perennial problem of talent retention in the clinical laboratory. It includes the presentation of 12 strategies that may be used to significantly improve institutional identity formation and establishment of the psychological contract that employees form with laboratory management. Identity formation and psychological contracting are deemed as essential in helping reduce employee turnover and increase retention. The 12 conversational strategies may be used as a set of best practices for all employees, but most importantly for new employees, and should be implemented at the critical moment when employees first join the laboratory. This time is referred to as "retention on-boarding"--the period of induction and laboratory orientation. Retention on-boarding involves a dialogue between employees and management that is focused on the psychological, practical, cultural, and political dimensions of the laboratory. It is placed in the context of the modern clinical laboratory, which is faced with employing and managing Generation X knowledge workers. Specific topics and broad content areas of those conversations are outlined.

  13. 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

  14. Object reading: text recognition for object recognition

    NARCIS (Netherlands)

    Karaoglu, S.; van Gemert, J.C.; Gevers, T.

    2012-01-01

    We propose to use text recognition to aid in visual object class recognition. To this end we first propose a new algorithm for text detection in natural images. The proposed text detection is based on saliency cues and a context fusion step. The algorithm does not need any parameter tuning and can d

  15. 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.

  16. 10 CFR 60.9 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 60.9 Section 60.9 Energy NUCLEAR... Provisions § 60.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

  17. 10 CFR 61.9 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 61.9 Section 61.9 Energy NUCLEAR... Provisions § 61.9 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

  18. 10 CFR 72.10 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... adverse action occurs because the employee has engaged in protected activities. An employee's engagement... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 72.10 Section 72.10 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an applicant for a...

  19. 10 CFR 30.7 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 30.7 Section 30.7 Energy NUCLEAR... Provisions § 30.7 Employee protection. (a) Discrimination by a Commission licensee, an applicant for a...

  20. 10 CFR 63.9 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... because the employee has engaged in protected activities. An employee's engagement in protected activities... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 63.9 Section 63.9 Energy NUCLEAR... MOUNTAIN, NEVADA General Provisions § 63.9 Employee protection. (a) Discrimination by a Commission licensee...

  1. 10 CFR 70.7 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 70.7 Section 70.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

  2. 10 CFR 50.7 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... occurs because the employee has engaged in protected activities. An employee's engagement in protected... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 50.7 Section 50.7 Energy NUCLEAR... Employee protection. (a) Discrimination by a Commission licensee, an applicant for a Commission license, or...

  3. Perfectionism and clinical disorders among employees

    NARCIS (Netherlands)

    Van Yperen, Nico W.; Verbraak, Marc; Spoor, Ellen

    2011-01-01

    We examined differences in perfectionism between burned-out employees (n = 77), depressed employees (n = 29), anxiety-disordered employees (n = 31), employees with comorbid disorders, that is, a combination of clinical burnout, depression, or anxiety disorder (n = 28), and individuals without clinic

  4. 25 CFR 502.14 - Key employee.

    Science.gov (United States)

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false Key employee. 502.14 Section 502.14 Indians NATIONAL....14 Key employee. Key employee means: (a) A person who performs one or more of the following functions... gaming operation. (d) Any other person designated by the tribe as a key employee....

  5. 49 CFR 218.22 - Utility employee.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 4 2010-10-01 2010-10-01 false Utility employee. 218.22 Section 218.22... employee. (a) A utility employee shall be subject to the Hours of Service Act, and the requirements for... parts 217, 219, and 228 of this chapter. (b) A utility employee shall perform service as a member...

  6. 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)...

  7. 29 CFR 825.110 - Eligible employee.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Eligible employee. 825.110 Section 825.110 Labor... employee. (a) An “eligible employee” is an employee of a covered employer who: (1) Has been employed by the... worksite where 50 or more employees are employed by the employer within 75 miles of that worksite....

  8. 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...

  9. 29 CFR 2200.38 - Employee contests.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 9 2010-07-01 2010-07-01 false Employee contests. 2200.38 Section 2200.38 Labor... Pleadings and Motions § 2200.38 Employee contests. (a) Secretary's statement of reasons. Where an affected employee or authorized employee representative files a notice of contest with respect to the...

  10. 41 CFR 105-74.640 - Employee.

    Science.gov (United States)

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Employee. 105-74.640...-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the...

  11. 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)...

  12. 17 CFR 204.34 - Employee response.

    Science.gov (United States)

    2010-04-01

    ... 17 Commodity and Securities Exchanges 2 2010-04-01 2010-04-01 false Employee response. 204.34... DEBT COLLECTION Salary Offset § 204.34 Employee response. (a) Introduction. An employee must respond to... ways discussed in § 204.34, Employee response, and § 204.35, Petition for pre-offset hearing....

  13. 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...

  14. 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...

  15. 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...

  16. 20 CFR 229.45 - Employee benefit.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee benefit. 229.45 Section 229.45 Employees' Benefits RAILROAD RETIREMENT BOARD REGULATIONS UNDER THE RAILROAD RETIREMENT ACT SOCIAL SECURITY OVERALL MINIMUM GUARANTEE Computation of the Overall Minimum Rate § 229.45 Employee benefit. The...

  17. 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—...

  18. 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—...

  19. 20 CFR 404.1045 - Employee expenses.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Employee expenses. 404.1045 Section 404.1045 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE, SURVIVORS AND DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Wages § 404.1045 Employee expenses....

  20. 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. 14 CFR 1212.700 - NASA employees.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false NASA employees. 1212.700 Section 1212.700... Authority and Responsibilities § 1212.700 NASA employees. (a) Each NASA employee is responsible for adhering to the requirements of the Privacy Act and this regulation. (b) An employee shall not seek or...

  2. 29 CFR 516.28 - Tipped employees.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Tipped employees. 516.28 Section 516.28 Labor Regulations... EMPLOYERS Records Pertaining to Employees Subject to Miscellaneous Exemptions Under the Act; Other Special Requirements § 516.28 Tipped employees. (a) With respect to each tipped employee whose wages are...

  3. 7 CFR 97.154 - Government employees.

    Science.gov (United States)

    2010-01-01

    ... 7 Agriculture 3 2010-01-01 2010-01-01 false Government employees. 97.154 Section 97.154... PLANT VARIETY AND PROTECTION Attorneys and Agents § 97.154 Government employees. Officers and employees... eligible to represent applicants, except officers and employees whose official duties require...

  4. 29 CFR 779.114 - Transportation employees.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Transportation employees. 779.114 Section 779.114 Labor... Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.114 Transportation employees. Transportation employees of retail businesses, such as truck drivers or truck drivers'...

  5. 49 CFR 199.245 - Contractor employees.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 3 2010-10-01 2010-10-01 false Contractor employees. 199.245 Section 199.245... Prevention Program § 199.245 Contractor employees. (a) With respect to those covered employees who are... Administrator, any DOT agency with regulatory authority over the operator or covered employee, and, if...

  6. 45 CFR 1226.12 - Sponsor employees.

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Sponsor employees. 1226.12 Section 1226.12 Public... PROHIBITIONS ON ELECTORAL AND LOBBYING ACTIVITIES Sponsor Employee Activities § 1226.12 Sponsor employees. Sponsor employees whose salaries or other compensation are paid, in whole or in part, with agency...

  7. 25 CFR 700.549 - Employee organizations.

    Science.gov (United States)

    2010-04-01

    ...' constitutional form of government (5 U.S.C. 7311). Employees are also prohibited from striking against the Federal Government. With these restrictions, an employee has the right to form, join, or assist lawful employee organizations. Similarly, an employee has also the right to refrain from such activity. In...

  8. 28 CFR 105.24 - Employee's rights.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee's rights. 105.24 Section 105.24... Security Officer Employment § 105.24 Employee's rights. An employee is entitled to: (a) Obtain a copy from the authorized employer of any information concerning the employee provided under these regulations...

  9. 5 CFR 9701.507 - Employee rights.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Employee rights. 9701.507 Section 9701... RESOURCES MANAGEMENT SYSTEM Labor-Management Relations § 9701.507 Employee rights. Each employee has the... without fear of penalty or reprisal, and each employee must be protected in the exercise of such...

  10. 28 CFR 97.12 - Employee training.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Employee training. 97.12 Section 97.12... OR DETAINEE SERVICES § 97.12 Employee training. Private prisoner transport companies must require the completion of a minimum of 100 hours of employee training before an employee may transport violent...

  11. 34 CFR 602.31 - Agency submissions to the Department.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 3 2010-07-01 2010-07-01 false Agency submissions to the Department. 602.31 Section 602.31 Education Regulations of the Offices of the Department of Education (Continued) OFFICE OF POSTSECONDARY EDUCATION, DEPARTMENT OF EDUCATION THE SECRETARY'S RECOGNITION OF ACCREDITING AGENCIES...

  12. 34 CFR 602.36 - Senior Department official's decision.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 3 2010-07-01 2010-07-01 false Senior Department official's decision. 602.36 Section 602.36 Education Regulations of the Offices of the Department of Education (Continued) OFFICE OF POSTSECONDARY EDUCATION, DEPARTMENT OF EDUCATION THE SECRETARY'S RECOGNITION OF ACCREDITING AGENCIES...

  13. 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.

  14. Graphical symbol recognition

    OpenAIRE

    K.C., Santosh; Wendling, Laurent

    2015-01-01

    International audience; The chapter focuses on one of the key issues in document image processing i.e., graphical symbol recognition. Graphical symbol recognition is a sub-field of a larger research domain: pattern recognition. The chapter covers several approaches (i.e., statistical, structural and syntactic) and specially designed symbol recognition techniques inspired by real-world industrial problems. It, in general, contains research problems, state-of-the-art methods that convey basic s...

  15. 29 CFR 1960.59 - Training of employees and employee representatives.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 9 2010-07-01 2010-07-01 false Training of employees and employee representatives. 1960.59... AND HEALTH PROGRAMS AND RELATED MATTERS Training § 1960.59 Training of employees and employee representatives. (a) Each agency shall provide appropriate safety and health training for employees...

  16. 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,…

  17. Employee Engagement in Hotel X & Y

    OpenAIRE

    Leppänen, Saara

    2015-01-01

    This thesis studies employee engagement in Hotel X and Y. For small businesses the engagement of employees is very important as this way businesses are able to reduce costs, ensure the professionalism of employees and obtain loyal customers. The research studies the current level of engagement and gives recommendations for further increasing the engagement. The theoretical framework introduces the concept employee engagement through Kahn 1990’s Employee Engagement Model and Maslow’s Hierarchy...

  18. Measuring Employee Engagement in Hotels: Survey Effectiveness

    OpenAIRE

    Kolomiets, Arina

    2016-01-01

    The objectives of this thesis are to understand nature of employee engagements, analyse popular theories used to understand this phenomenon and comprehend importance of employee engagement for organization; as well as to analyse Employee Engagement Survey conducted by leading hospitality organization, question its effectiveness and propose suggestion to improve measuring process of employee engagement to ensure live, valid data, thus the managers can understand where their employees stand in ...

  19. Business Ethics & Employee Turnover: CAFE Matrix

    OpenAIRE

    Sapovadia, Vrajlal; Patel, Sweta

    2013-01-01

    Abstract: Business ethics is in discussion for its importance universally, so is the employee turnover in business. Unethical practices are unwanted, so is the high employee turnover. Unethical practices and high employee turnover in business is ubiquitous. No consensus exists on defining ethics. Employee turnover is well defined, but there is no consensus on when employee turnover is disadvantageous for the company. The Golden Rule or ethic of reciprocity, a maxim states that either ...

  20. Analyzing the Effectiveness of Reward Management System on Employee Performance through the Mediating Role of Employee Motivation Case Study: Isfahan Regional Electric Company

    OpenAIRE

    Amin Karami; Hossein Rezaei Dolatabadi; Saeed Rajaeepour

    2013-01-01

    Purpose: Analyzing the effectiveness of reward management system on employee performance through the mediating role of employee motivation was the purpose of the present survey.Method and tools: Given that staff department of Isfahan Regional Electric Company was the statistical population under study simple random sampling was used in this survey. Sample size was determined by means of Cochran formula (140 persons). Historical study and field study methods were the most important methods of ...

  1. Unveiling Leadership–Employee Performance Links: Perspective of Young Employees

    Directory of Open Access Journals (Sweden)

    Tehmina Fiaz Qazi

    2014-12-01

    Full Text Available This paper presents the impact of leadership style practiced by managers on their subordinates’ job performance. Emotional Intelligence of the employees has been considered as a moderator to the leadership-performance relationship. Self-administered questionnaire survey was conducted from convenient sampled 100 young employees of telecom and banking sector. They were asked to respond about their perception regarding their manager’s leadership style, job performance and their perceived level of emotional intelligence. 77 out of 100 distributed questionnaires were received back completely filled that yield response rate of 77%. Current research concluded that the style of leadership exhibited by a manager is significantly associated with the subordinates’ job performance while emotional intelligence of employees has no moderating effect on this leadership- performance relationship

  2. Who gets credit for input? Demographic and structural status cues in voice recognition.

    Science.gov (United States)

    Howell, Taeya M; Harrison, David A; Burris, Ethan R; Detert, James R

    2015-11-01

    The authors investigate the employee features that, alongside overall voice expression, affect supervisors' voice recognition. Drawing primarily from status characteristics and network position theories, the authors propose and find in a study of 693 employees from 89 different credit union units that supervisors are more likely to credit those reporting the same amount of voice if the employees have higher ascribed or assigned (by the organization) status--cued by demographic variables such as majority ethnicity and full-time work hours. Further, supervisors are more likely to recognize voice from employees who have higher achieved status--cued by their centrality in informal social structures. The authors also find that even when certain groups of lower status employees speak up more, they cannot compensate for the negative effect of their demographic membership on voice recognition by their boss. The authors underscore how recognition of employee voice by supervisors matters for employees. It carries (mediates) the effects of voice expression and status onto performance evaluations 1 year later, which means that demographic differences in the assignment of credit for voice can serve as an implicit pathway for discrimination.

  3. Key Mechanisms for Employee-Driven Innovation in Governmental Client Organisations

    DEFF Research Database (Denmark)

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

    2016-01-01

    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...

  4. 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...... found clear indications that different forms of employee participation have a positive impact on innovation generation, but not commercialization, while the application of non-monetary incentives mediates a positive relationship of employee participation on both innovation stages. These findings...

  5. Perceptions of Tourist Guides on Employee Empowerment: Behavioral Approach

    Directory of Open Access Journals (Sweden)

    Nuray Tetik

    2015-09-01

    Full Text Available The aim of this study is to determine the perceptions of tourist guides on employee empowerment in the context of behavioral approach. Employee empowerment practises of travelagency operation department managers were tried to determine in the view of tourist guides. In this frame, a questionnaire was developed and applied totourist guides who worked as a guide actively in the English language. Data, obtained between 2014 and 2015, was analyzed by using the SPSS statistical program. In this frame reliability analysis and factor analysis were used. Also independent samples t test and ANOVA test were used in order to determine whether there was a siginificant differences between independent variables and scale items. According to the results tourist guides had positive perceptions about employee empowerment practices. Operation managers were mostly applied employee empowerment about communication, giving responsibility and applying personal capabilities to work. Congratulating successes, giving knowledge and education and encouraging had the lowest mean scores according to tourist guides. In addition, it was determined in the study that there was a significant difference between ge nders, ages and working years in terms of employee empowerment. Considering this result male guides felt more empowered than female guides. Also, it was determined that the more years they work the more they feel empowered

  6. Department of Defenses 2015 Retirement Plan Cost Analysis

    Science.gov (United States)

    2016-06-01

    incentive and recruitment bonuses. The base continuation pay will be equal to 12 2.5 times the SMs monthly basic pay (MCRMC, 2015). FERS employees do not...Department of Defense FERS Federal Employees Retirement System FY Fiscal Year FY16$ Fiscal Year 2016 Constant Dollars MCRMC Military...current retirement system rewards service members (SMs) who pursue a long term military career, it ignores the majority of SMs who fall short of the 20

  7. 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.

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

    Directory of Open Access Journals (Sweden)

    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.

  9. Does the Department of Defense Possess Solutions for the Department of Homeland Security’s Personnel Management Issues?

    Science.gov (United States)

    2015-12-01

    complexity of DHS led to a bureaucracy that is difficult to manage and oversee. Third, the merger of so many distinct agencies created a lack in...development for its employees. DOD follows the Defense Acquisition Workforce Improvement Act implementation, which breaks down the civilian workforce...program began to prepare potential DHS employees for further leadership roles and growth within the department. In 2014, the Governmental

  10. Making Sense of Employee Discourses

    DEFF Research Database (Denmark)

    Andersen, Mona Agerholm

    In response to the growing interest in the field of organizational identification and the analysis of employee attachment in organizations, this paper presents a multidimensional reception model for analyzing the level of employee identification with corporate value statements. The identification...... model extends a multidimensional model for media reception originally proposed by Schrøder in the field of media reception studies. The proposed model combines the reception dimensions Comprehension, Discrimination, Implementation, Motivation, and Position. This model allows the analysis...... of the complexity, nuances and diversities of employee identification with corporate texts in organizations. In addition to this, the model may help to uncover the positive and negative factors that influence the identification level....

  11. Employee-Driven Innovation (EDI)

    DEFF Research Database (Denmark)

    Kesting, Peter; Ulhøi, John Parm

      The responsibility to be innovative and think of useful ideas and the privilege of making decisions in processes of innovation are typically restricted to specifically assigned R&D functions and/or upper echelon managers. Given the importance of innovation to most organizations, it may seem...... illogical to reserve such a 'license' to so few individuals. This paper argues that some parts of that license should indeed be extended to include 'ordinary' employees, as they are potential drivers of innovation. Research on Employee Driven Innovation (EDI) is still at its beginnings. In the paper we...... outline the 'grand structure' of the phenomenon in order to identify underlying processes as well as the most relevant drivers of EDI. Based on these insights we identify open research questions and make suggestions for the next steps. Our main argument is that 'ordinary' employees can specially...

  12. (Mis)managing employee motivation?

    DEFF Research Database (Denmark)

    Jacobsen, Christian Bøtcher; Hvidtved, Johan; Andersen, Lotte Bøgh

    Motivated employees are crucial to all organizations, but some management initiatives may actually decrease motivation. Motivation crowding theory thus expects that command and incentives – if they are perceived as controlling - crowd out intrinsic motivation. The perception is thus expected...... to be vital, and this paper investigates how the perception of a specific command system – obligatory student plans – is associated with two types of employee motivation (public service motivation and intrinsic task motivation). Using a dataset with 3439 school teachers in Denmark, the analysis shows...... that the perception of obligatory student plans as controlling is negatively associated with different types of employee motivation, indicating that motivation crowding happens. Although the strength of the associations varies between the investigated types of motivation, the findings imply that practitioners should...

  13. (Mis)managing employee motivation?

    DEFF Research Database (Denmark)

    Jacobsen, Christian Bøtcher; Hvidtved, Johan; Andersen, Lotte Bøgh

    Motivated employees are crucial to all organizations, but some management initiatives may actually decrease motivation. Motivation crowding theory thus expects that command and incentives – if they are perceived as controlling - crowd out intrinsic motivation. The perception is thus expected...... to be vital, and this paper investigates how the perception of a specific command system – obligatory student plans – is associated with two types of employee motivation (public service motivation and intrinsic task motivation). Using a dataset with 3439 school teachers in Denmark, the analysis shows...... that the perception of obligatory student plans as controlling is negatively associated with different types of employee motivation, indicating that motivation crowding happens. Although the strength of the associations varies between the investigated types of motivation, the findings imply that practitioners should...

  14. 14 CFR 91.1085 - Hazardous materials recognition training.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 2 2010-01-01 2010-01-01 false Hazardous materials recognition training. 91.1085 Section 91.1085 Aeronautics and Space FEDERAL AVIATION ADMINISTRATION, DEPARTMENT OF... Ownership Operations Program Management § 91.1085 Hazardous materials recognition training. No...

  15. 26 CFR 1.737-1 - Recognition of precontribution gain.

    Science.gov (United States)

    2010-04-01

    ... 26 Internal Revenue 8 2010-04-01 2010-04-01 false Recognition of precontribution gain. 1.737-1 Section 1.737-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED) INCOME TAX (CONTINUED) INCOME TAXES Distributions by A Partnership § 1.737-1 Recognition of...

  16. Employee share ownership in Germany

    DEFF Research Database (Denmark)

    Ortlieb, Renate; Matiaske, Wenzel; Fietze, Simon

    2016-01-01

    on an institutional theoretical framework, this article examines what aims firms pursue through the provision of ESO. The data originate from a survey of firms in Germany. The cluster analytic findings indicate distinctive patterns of relationships between aims and firm characteristics. Aims related to employee...... performance are most important to foreign-owned firms, financial aims are most important to non-public small and medium-sized firms and aims related to corporate image are most important to big firms and to firms that do not provide profit sharing. Aims related to employee attraction and retention are almost...

  17. Exploring Employee Engagement from the Employee Perspective: Implications for HRD

    Science.gov (United States)

    Shuck, M. Brad; Rocco, Tonette S.; Albornoz, Carlos A.

    2011-01-01

    Purpose: The purpose of this paper is to examine an employee's unique experience of being engaged in their work. Design/methodology/approach: Following Yin's case study design method, researchers collected documents, conducted semi-structured interviews and recorded observations at a large multinational service corporation ranked as one of the…

  18. Department of Agriculture

    Science.gov (United States)

    ... Health and Safety Organic Plants Recreation Research and Science Rural Trade Our Agency Our Agency About USDA Agencies Initiatives Careers Employee Services Reforming USDA Staff Offices Media Media Agency News Releases Agency Reports Blog Digital Press Releases Testimony ...

  19. Department of Agriculture

    Science.gov (United States)

      Topics Animal Health Biotechnology Climate Solutions Conservation Disaster and Emergency Preparedness Employee Services Energy Environment and Natural Resources Ethics Farm Bill Food and Nutrition Food Safety Forestry Housing Assistance Laws and Regulations Organic Agriculture ...

  20. 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.

  1. 29 CFR 516.2 - Employees subject to minimum wage or minimum wage and overtime provisions pursuant to section 6...

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Employees subject to minimum wage or minimum wage and... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS RECORDS TO BE KEPT BY EMPLOYERS General Requirements § 516.2 Employees subject to minimum wage or minimum wage...

  2. 29 CFR 0.735-1 - Cross-references to employee ethical conduct standards, financial disclosure regulations and...

    Science.gov (United States)

    2010-07-01

    ..., financial disclosure regulations and other ethics regulations. 0.735-1 Section 0.735-1 Labor Office of the... financial disclosure regulations at 5 CFR part 2634, the conflicts of interest regulations at 5 CFR part... Department of Labor Employees § 0.735-1 Cross-references to employee ethical conduct standards,...

  3. 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

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF LABOR Employee... Minorities in Retirement, and (3) Employee Benefit Plan Auditing and Financial Reporting Models. Descriptions... information (such as name, address, or other contact information) or confidential business information...

  4. 29 CFR 2509.78-1 - Interpretive bulletin relating to payments by certain employee welfare benefit plans.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 9 2010-07-01 2010-07-01 false Interpretive bulletin relating to payments by certain employee welfare benefit plans. 2509.78-1 Section 2509.78-1 Labor Regulations Relating to Labor (Continued... payments by certain employee welfare benefit plans. The Department of Labor today announced...

  5. 14 CFR 300.13 - Permanent disqualification of former Civil Aeronautics Board members and employees and DOT...

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 4 2010-01-01 2010-01-01 false Permanent disqualification of former Civil Aeronautics Board members and employees and DOT employees from matters in which they personally participated. 300.13 Section 300.13 Aeronautics and Space OFFICE OF THE SECRETARY, DEPARTMENT OF...

  6. 29 CFR 778.110 - Hourly rate employee.

    Science.gov (United States)

    2010-07-01

    ... number of hours worked in excess of 40 in the week. Thus a $6 hourly rate will bring, for an employee who....80 for 46 hours (46 hours at $6.20 plus 6 hours at $3.10, or 40 hours at $6.20 plus 6 hours at $9.30). ... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF...

  7. Managing employee motivation: Exploring the connections between managers' enforcement actions, employee perceptions, and employee intrinsic motivation

    DEFF Research Database (Denmark)

    Mikkelsen, Maria Falk; Jacobsen, Christian Bøtcher; Andersen, Lotte Bøgh

    2017-01-01

    ” enforcement of a command system (obligatory teacher-produced student plans) is associated with teacher intrinsic motivation. Results show that teachers experiencing a “hard” enforcement have lower intrinsic motivation than teachers experiencing a “soft” enforcement. As expected by motivation crowding theory......A number of studies show that the use of external interventions, such as command systems and economic incentives, can decrease employee intrinsic motivation. Our knowledge of why the size of “the hidden cost of rewards” differs between organizations is, however, still sparse. In this paper, we...... analyze whether local managers—the primary enforcers of external interventions—affect how employees perceive a command system and thereby affect employee intrinsic motivation. Using a multilevel dataset of 1,190 teachers and 32 school principals, we test whether principals’ use of “hard”, “mixed” or “soft...

  8. 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.

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

    Directory of Open Access Journals (Sweden)

    Marnis Atmojo

    2012-08-01

    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 transformationalleadership towards organizational commitment; Third, to prove and analyze the influence of transformational leadership 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 transformationalleadership 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.

  10. 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.

  11. Research on Turnover Intention and Countermeasure of Key Employees in Xuzhou Coal Mining Groups

    Directory of Open Access Journals (Sweden)

    Gao Lehong

    2012-11-01

    Full Text Available In this study, we have a research of the turnover intention and countermeasure of key employees in xuzhou coal mining groups. Linear Structural Equation model (LISREL is used for the variable path analysis and a job satisfaction research has been done to reveale which variable is affect the key employee turnover entention significantly. Statistics show that the factors conversion cost, job satisfaction, compensation, opportunity, dull work, the colleague support degree, friends support degree have a significant influence on turnover intention of key employees. The staffs are dissatisfied with salary, welfare, promotion, communication in enterprise. The employee, who work in administer department, with high education background and no more than 5 year’s work experience and lower in administer level, no more than 2000 yuan income, have a stronger turnover intention. According to the results of the survey, the enterprise make a relevant management measures and achieved good effectiveness on prevent the key employees from turnovering.

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

    Directory of Open Access Journals (Sweden)

    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.

  13. Is social identification associated with employees’ desires for individual or collective forms of employee participation?

    DEFF Research Database (Denmark)

    Jønsson, Thomas; Jeppesen, Hans Jeppe

    desire to have influence together with their peers. This raises the question: What are the reasons behind the desire for individual or collective forms of influence at work? Social identification expresses how much the identity of a group affects a person’s attitudes and behaviour. We suggest social...... of physicians (64% answered), medical secretaries (77% response rate) and nurses (78% responses). The scale by Cameron (2004) measuring social identification with the occupational group and with the department was applied. A variable, ‘preference for individual influence’, was computed as the number of work......Introduction Employee participation encompasses distributing influence to employees. However, employee participation can take many forms and employees may have different preferences for how to exert influence. E.g., the employee can desire to exert influence by him or her self, or alternatively...

  14. 5 CFR 9901.231 - Conversion of positions and employees to NSPS classification system.

    Science.gov (United States)

    2010-01-01

    ... NSPS classification system. 9901.231 Section 9901.231 Administrative Personnel DEPARTMENT OF DEFENSE... MANAGEMENT) DEPARTMENT OF DEFENSE NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Classification Transitional Provisions § 9901.231 Conversion of positions and employees to NSPS classification system. (a)...

  15. 5 CFR 9701.231 - Conversion of positions and employees to the DHS classification system.

    Science.gov (United States)

    2010-01-01

    ... the DHS classification system. 9701.231 Section 9701.231 Administrative Personnel DEPARTMENT OF... MANAGEMENT) DEPARTMENT OF HOMELAND SECURITY HUMAN RESOURCES MANAGEMENT SYSTEM Classification Transitional Provisions § 9701.231 Conversion of positions and employees to the DHS classification system. (a)...

  16. 19 CFR 134.55 - Compensation of Customs officers and employees.

    Science.gov (United States)

    2010-04-01

    ... 19 Customs Duties 1 2010-04-01 2010-04-01 false Compensation of Customs officers and employees. 134.55 Section 134.55 Customs Duties U.S. CUSTOMS AND BORDER PROTECTION, DEPARTMENT OF HOMELAND SECURITY; DEPARTMENT OF THE TREASURY COUNTRY OF ORIGIN MARKING Articles Found Not Legally Marked § 134.55...

  17. 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.

  18. 20 CFR 656.2 - Description of the Immigration and Nationality Act and of the Department of Labor's role thereunder.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Description of the Immigration and Nationality Act and of the Department of Labor's role thereunder. 656.2 Section 656.2 Employees' Benefits... Immigration and Nationality Act and of the Department of Labor's role thereunder. (a) Description of the...

  19. Organizational Silence in Sports Employees

    Science.gov (United States)

    Bastug, Gulsum; Pala, Adem; Yilmaz, Taner; Duyan, Mehdi; Gunel, Ilker

    2016-01-01

    Organizational silence can be defined as a way of behaviour belonging to men and women employees in the organization exhibited without reflecting their feelings, ideas, concerns and suggestions related with their workplaces, works for which they are responsible or other activities of the organization. In the period of organizational silence,…

  20. SEA - A Simplified Employee Assessment

    Energy Technology Data Exchange (ETDEWEB)

    Busby, L

    2001-04-23

    This paper presents a proposal for modifying the current employee annual evaluation process in SCAD. It purports to simplify that process, primarily by breaking up the resultant document into a set of more or less independent components. It claims to reduce the overall time and effort required from each actor.

  1. Employees in Total Quality Management

    Directory of Open Access Journals (Sweden)

    M. G. Matlhape

    2002-12-01

    Full Text Available Companies have become very disillusioned with Total Quality Management (TQM as a solution to their quality related problems. Part of the problem has been that companies' expectations from TQM is as a solution to their existing problems rather than as a new philosophy towards creating value for shareholders, employees, and customers. Employee involvement is usually the element in the TQM philosophy that is most difficult to manage. Central to employee participation within the TQM philosophy is teamwork. In the attempt to facilitate total quality management, this article explores specific South African challenges to achieving this. These areaffirmative action and divers ity management skills shortages, training and development low levels of employee well-being. Working with people requires fundamental understanding of the uniqueness of each individual with their own identity and set of preferences. It also requires an understanding of teams and the mechanisms of making a group of individuals work well or poorly together. This will assist managers to realise active participation, quality output from their workers through individualised, and team based motivational processes.

  2. How Employee Turnover Affects Productivity

    DEFF Research Database (Denmark)

    Eriksen, Bo

    Research on employee turnover suggests that turnover results in negative organization-level outcomes. This paper provides a firm-level analysis of the impact of the in- and outflows of human resources on productivity and how the presence of organizational slack resources moderates the effects...

  3. Involving Employees in Strategy innovation

    DEFF Research Database (Denmark)

    Friis, Ole Uhrskov; Koch, Christian

    2011-01-01

    Strategy as a practice and continuous innovation approaches are combined to conceptualise dilemmas of short versus long term and to analyse a case of employee participation as a particular example of strategy innovation. The case is a medium size textile company developing its strategy involving...

  4. Teaching Employees to Solve Problems.

    Science.gov (United States)

    Miller, Lauren E.; Feggestad, Kurt

    1987-01-01

    John Deere's systematic problem-solving training for its employees is applicable in the vocational classroom. The process includes stating the problem, writing its specifications, identifying distinctions, determining changes that occurred at the time, identifying possible causes, testing the possibilities, verifying the most probable cause, and…

  5. Multimodal eye recognition

    Science.gov (United States)

    Zhou, Zhi; Du, Yingzi; Thomas, N. L.; Delp, Edward J., III

    2010-04-01

    Multimodal biometrics use more than one means of biometric identification to achieve higher recognition accuracy, since sometimes a unimodal biometric is not good enough used to do identification and classification. In this paper, we proposed a multimodal eye recognition system, which can obtain both iris and sclera patterns from one color eye image. Gabor filter and 1-D Log-Gabor filter algorithms have been applied as the iris recognition algorithms. In sclera recognition, we introduced automatic sclera segmentation, sclera pattern enhancement, sclera pattern template generation, and sclera pattern matching. We applied kernelbased matching score fusion to improve the performance of the eye recognition system. The experimental results show that the proposed eye recognition method can achieve better performance compared to unimodal biometric identification, and the accuracy of our proposed kernel-based matching score fusion method is higher than two classic linear matching score fusion methods: Principal Component Analysis (PCA) and Linear Discriminant Analysis (LDA).

  6. 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.

  7. Pattern recognition & machine learning

    CERN Document Server

    Anzai, Y

    1992-01-01

    This is the first text to provide a unified and self-contained introduction to visual pattern recognition and machine learning. It is useful as a general introduction to artifical intelligence and knowledge engineering, and no previous knowledge of pattern recognition or machine learning is necessary. Basic for various pattern recognition and machine learning methods. Translated from Japanese, the book also features chapter exercises, keywords, and summaries.

  8. 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....

  9. Employee Capital:Resource or Reoccurring Nightmare

    OpenAIRE

    Murphy, James Peter

    2005-01-01

    Employee capital need not be a reoccurring nightmare for bar owners if they create a system for managing their employee capital which deals with recruitment, placement, training and development for all hospitality staff members.

  10. The "Seven Cs" for Employee Retention.

    Science.gov (United States)

    Taguchi, Sherrie Gong

    2001-01-01

    Defines the "Seven Cs," traditional yet effective business fundamentals used to engage employees. Discusses how many companies are leveraging the basics of good employee relations in order to inspire staff productivity and loyalty. (GCP)

  11. The "Seven Cs" for Employee Retention.

    Science.gov (United States)

    Taguchi, Sherrie Gong

    2001-01-01

    Defines the "Seven Cs," traditional yet effective business fundamentals used to engage employees. Discusses how many companies are leveraging the basics of good employee relations in order to inspire staff productivity and loyalty. (GCP)

  12. Improve employee engagement to retain your workforce.

    Science.gov (United States)

    Tullar, Jessica M; Amick, Benjamin C; Brewer, Shelley; Diamond, Pamela M; Kelder, Steven H; Mikhail, Osama

    2016-01-01

    Turnover hurts patient care quality and is expensive to hospitals. Improved employee engagement could encourage employees to stay at their organization. The aim of the study was to test whether participants in an employee engagement program were less likely than nonparticipants to leave their job. Health care workers (primarily patient care technicians and assistants, n = 216) were recruited to participate in an engagement program that helps employees find meaning and connection in their work. Using human resources data, we created a longitudinal study to compare participating versus nonparticipating employees in the same job titles on retention time (i.e., termination risk). Participants were less likely to leave the hospital compared to nonparticipating employees (hazard ratio = 0.22, 95% CI [0.11, 0.84]). This finding remained significant after adjusting for covariates (hazard ratio = 0.37, 95% CI [0.17, 0.57]). Improving employee engagement resulted in employees staying longer at the hospital.

  13. Developing Your Employee Handbook: Job Descriptions.

    Science.gov (United States)

    Perreault, Joe

    1988-01-01

    A job description is a brief document that conveys to employees the importance of their jobs to the overall success of the day-care center. If properly written, it can contribute to effective employee motivation and supervision. (RJC)

  14. Quality assurance - how to involve the employees

    DEFF Research Database (Denmark)

    Jørgensen, Michael Søgaard

    1996-01-01

    An overview of strategies for involvement of employees in quality assurance developement and implementation.......An overview of strategies for involvement of employees in quality assurance developement and implementation....

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

    Science.gov (United States)

    ... Be Prepared Share this! Home » Be Prepared How Can An Emergency Department Assist Patients And Caregivers At ... your family. 5 ways that the Emergency Department can help 1. Assist in the recognition and understanding ...

  16. Statistical Pattern Recognition

    CERN Document Server

    Webb, Andrew R

    2011-01-01

    Statistical pattern recognition relates to the use of statistical techniques for analysing data measurements in order to extract information and make justified decisions.  It is a very active area of study and research, which has seen many advances in recent years. Applications such as data mining, web searching, multimedia data retrieval, face recognition, and cursive handwriting recognition, all require robust and efficient pattern recognition techniques. This third edition provides an introduction to statistical pattern theory and techniques, with material drawn from a wide range of fields,

  17. Front-Line Employees’ Recognition And Empowerment Effect On Retail Bank Customers’ Perceived Value

    Directory of Open Access Journals (Sweden)

    Vida Škudienė

    2013-11-01

    Full Text Available Understanding how front-line bank employee recognition and empowerment impacts customer value is an important issue for the banking industry. Retail banking customers perceive little difference in services as competition has created more choices. When banks develop new products, they are easily duplicated by the competition. Banks can gain a competitive advantage by understanding the interrelationships that impact customer’s perceived value. The major providers of customer perceived value in retail banking are front-line employees. This research aims to better understand these interrelationships and examine how front-line retail bank employee recognition and empowerment relate to retail bank customer perceived value. Customer’s perceived value is defined in terms of relationship, social, emotional, service and empowerment. Survey findings illustrate that retail banks should concentrate more on employee recognition and empowerment to impact customers’ perceived value. According to the findings of the survey, front-line employee recognition and empowerment has a positive impact on customer’s perceived value.

  18. [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.

  19. 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.

  20. Does Employee Ignorance Undermine Shared Capitalism?

    OpenAIRE

    John W. Budd

    2008-01-01

    The potential of shared capitalism to improve individual and organizational performance through financial incentives depends on employees knowing about and participating in compensation plans that link rewards to performance. This paper therefore analyzes a survey of employees from multiple companies to assess the extent to which employees are ignorant about company, group, and individual-based incentive pay plans and ESOPs. The findings reveal significant amounts of employee ignorance in bot...

  1. Employee engagement: The role of psychological conditions

    OpenAIRE

    Rothmann, Sebastiaan; Welsh, Coen

    2013-01-01

    The purpose of this study was to investigate the antecedents of employee engagement in the context of a developing country. A cross-sectional survey design was used with a sample of 309 employees in organisations in Namibia. A biographical questionnaire and questionnaires that measure employee engagement and antecedents of engagement were administered. Work-role fit and job enrichment showed the strongest relationships with employee engagement, while rewards, co-worker relations, resources, s...

  2. Employee Engagement at the Company X

    OpenAIRE

    Santos, Enia

    2017-01-01

    The objective of this thesis is to measure the employee engagement at the company X. I have introduced different studies that have proven the employee engagement to have a positive influence on organizations performances worldwide and explain why the employee engagement is crucial for every successful organization nowadays. The purpose of this thesis is to help the company x to improve their performance through employee engagement. I have gathered information to support the argument that ...

  3. Psychological empowerment, job insecurity and employee engagement

    OpenAIRE

    Marius W. Stander; Sebastiaan Rothmann

    2010-01-01

    Orientation: The psychological empowerment of employees might affect their engagement. However, psychological empowerment and employee engagement might also be influenced by job insecurity.Research purposes: The objective of this study was to examine the relationship between psychological empowerment, job insecurity and employee engagement.Motivation for the study: Employee engagement results in positive individual and organisational outcomes and research information about the antecedents wil...

  4. Job-loss and morbidity in a group of employees nearing retirement age.

    Science.gov (United States)

    Beale, N; Nethercott, S

    1986-06-01

    As part of a study of the morbidity of a group of workers made redundant from a meat products factory, the health of employees nearing retirement has been investigated. Consultations, episodes of illness and referrals to and attendances at hospital outpatient departments were recorded annually as the indices of morbidity. With the threat of redundancy a significant increase in morbidity was noted for the male employees but not for the female employees. It is suggested that these men adapt less easily to redundancy than the women.

  5. 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...

  6. 26 CFR 1.684-3 - Exceptions to general rule of gain recognition.

    Science.gov (United States)

    2010-04-01

    ... 26 Internal Revenue 8 2010-04-01 2010-04-01 false Exceptions to general rule of gain recognition. 1.684-3 Section 1.684-3 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY... recognition. (a) Transfers to grantor trusts. The general rule of gain recognition under § 1.684-1 shall...

  7. Comparison of associative recognition versus source recognition.

    Science.gov (United States)

    Park, Heekyeong; Abellanoza, Cheryl; Schaeffer, James D

    2014-10-03

    The importance of the medial temporal lobe (MTL) for memory of arbitrary associations has been well established. However, the contribution of the MTL in concurrent retrieval of different classes of associations remains unclear. The present fMRI study investigated neural correlates of concurrent retrieval of associative and source memories. Participants studied a list of object pairs with two study tasks and judged the status and context of the pair during test. Associative retrieval was supported by neural activity in bilateral prefrontal cortex and left ventral occipito-temporal cortex, while source recognition was linked to activity in the right caudate. Both the hippocampus and MTL cortex showed retrieval activity for associative and source memory. Importantly, greater brain activity for successful associative recognition accompanied with successful source recognition was evident in left perirhinal and anterior hippocampal regions. These results indicate that the MTL is critical in the retrieval of different classes of associations.

  8. 10 CFR 71.9 - Employee protection.

    Science.gov (United States)

    2010-01-01

    .... An employee's engagement in protected activities does not automatically render him or her immune from... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 71.9 Section 71.9 Energy NUCLEAR... § 71.9 Employee protection. (a) Discrimination by a Commission licensee, certificate holder, an...

  9. 10 CFR 40.7 - Employee protection.

    Science.gov (United States)

    2010-01-01

    ... protected activities. An employee's engagement in protected activities does not automatically render him or... 10 Energy 1 2010-01-01 2010-01-01 false Employee protection. 40.7 Section 40.7 Energy NUCLEAR REGULATORY COMMISSION DOMESTIC LICENSING OF SOURCE MATERIAL General Provisions § 40.7 Employee protection. (a...

  10. 10 CFR 76.7 - Employee protection.

    Science.gov (United States)

    2010-01-01

    .... An employee's engagement in protected activities does not automatically render him or her immune from... 10 Energy 2 2010-01-01 2010-01-01 false Employee protection. 76.7 Section 76.7 Energy NUCLEAR... Employee protection. (a) Discrimination by the Corporation, a contractor, or a subcontractor of the...

  11. Managing human resources to improve employee retention.

    Science.gov (United States)

    Arnold, Edwin

    2005-01-01

    Managers face increased challenges as the demand for health care services increases while the supply of employees with the requisite skills continues to lag. Employee retention will become more important in the effort to service health care needs. Appropriate human resource management strategies and policies implemented effectively can significantly assist managers in dealing with the employee retention challenges ahead.

  12. 22 CFR 901.17 - Charged employee.

    Science.gov (United States)

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Charged employee. 901.17 Section 901.17 Foreign Relations FOREIGN SERVICE GRIEVANCE BOARD GENERAL Meanings of Terms As Used in This Chapter § 901.17 Charged employee. Charged employee means a member of the Senior Foreign Service or a member of the Service...

  13. 19 CFR 19.46 - Employee lists.

    Science.gov (United States)

    2010-04-01

    ... 19 Customs Duties 1 2010-04-01 2010-04-01 false Employee lists. 19.46 Section 19.46 Customs Duties... Employee lists. A permit shall not be granted to an operator to transfer a container or containers to a... new employees. The operator shall, within 10 calendar days, advise the port director if the...

  14. 5 CFR 531.402 - Employee coverage.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Employee coverage. 531.402 Section 531... GENERAL SCHEDULE Within-Grade Increases § 531.402 Employee coverage. (a) Except as provided in paragraph (b) of this section, this subpart applies to employees who— (1) Are classified and paid under...

  15. 48 CFR 725.703 - Contractor employees.

    Science.gov (United States)

    2010-10-01

    ... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Contractor employees. 725... SOCIOECONOMIC PROGRAMS FOREIGN ACQUISITION Source, Origin, and Nationality 725.703 Contractor employees. (a... on employees or consultants of either contractors or subcontractors providing services under an...

  16. 9 CFR 3.132 - Employees.

    Science.gov (United States)

    2010-01-01

    ... 9 Animals and Animal Products 1 2010-01-01 2010-01-01 false Employees. 3.132 Section 3.132 Animals... Mammals Animal Health and Husbandry Standards § 3.132 Employees. A sufficient number of adequately trained employees shall be utilized to maintain the professionally acceptable level of husbandry practices set...

  17. 29 CFR 780.522 - Nonprocessing employees.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Nonprocessing employees. 780.522 Section 780.522 Labor... Agricultural Employees in Processing Shade-Grown Tobacco; Exemption From Minimum Wage and Overtime Pay Requirements Under Section 13(a)(14) Exempt Processing § 780.522 Nonprocessing employees. Only those...

  18. 5 CFR 351.405 - Demoted employees.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Demoted employees. 351.405 Section 351.405 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS REDUCTION IN FORCE Scope of Competition § 351.405 Demoted employees. An employee who has received a written...

  19. 29 CFR 779.112 - Office employees.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Office employees. 779.112 Section 779.112 Labor Regulations... OR SERVICES Employment to Which the Act May Apply: Basic Principles and Individual Coverage Employees Engaged in Commerce Or in the Production of Goods for Commerce § 779.112 Office employees....

  20. 29 CFR 1904.31 - Covered employees.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 5 2010-07-01 2010-07-01 false Covered employees. 1904.31 Section 1904.31 Labor... Requirements § 1904.31 Covered employees. (a) Basic requirement. You must record on the OSHA 300 Log the recordable injuries and illnesses of all employees on your payroll, whether they are labor, executive,...

  1. 49 CFR 199.115 - Contractor employees.

    Science.gov (United States)

    2010-10-01

    ... 49 Transportation 3 2010-10-01 2010-10-01 false Contractor employees. 199.115 Section 199.115 Transportation Other Regulations Relating to Transportation (Continued) PIPELINE AND HAZARDOUS MATERIALS SAFETY... § 199.115 Contractor employees. With respect to those employees who are contractors or employed by...

  2. 14 CFR 120.215 - Covered employees.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 3 2010-01-01 2010-01-01 false Covered employees. 120.215 Section 120.215... Alcohol Testing Program Requirements § 120.215 Covered employees. (a) Each employee, including any... accordance with this subpart. This includes full-time, part-time, temporary, and intermittent...

  3. 29 CFR 1904.35 - Employee involvement.

    Science.gov (United States)

    2010-07-01

    ... must be involved in the recordkeeping system in several ways. (1) You must inform each employee of how... such, in writing; or (B) The legal representative of a deceased or legally incapacitated employee or... end of the next business day. (iv) May I remove the names of the employees or any other information...

  4. Stimulating Strategically Aligned Behaviour among Employees

    NARCIS (Netherlands)

    C.B.M. van Riel (Cees); G.A.J.M. Berens (Guido); M. Dijkstra (Majorie)

    2008-01-01

    textabstractStrategically aligned behaviour (SAB), i.e., employee action that is consistent with the company’s strategy, is of vital importance to companies. This study provides insights into the way managers can promote such behaviour among employees by stimulating employee motivation and by inform

  5. Added Value of Employee Financial Participation

    NARCIS (Netherlands)

    Poutsma, E.; Kaarsemaker, E.C.A.

    2015-01-01

    This chapter broadens our understanding of the added value of employee financial participation. Financial participation is a generic term for the participation of employees in profit and enterprise results including equity of their employing firm. In general, there are two forms of employee

  6. Strategies for Electronic Career Support to Employees.

    Science.gov (United States)

    Stevens, Paul

    As more organizations reduce their human resources management (HRM) staff and look for ways for fewer employees to do more work, interest in developing electronic career support for employees is increasing. An Intranet-based solution uses technology to provide the means for bringing career development support to employees' workstations or their…

  7. Added Value of Employee Financial Participation

    NARCIS (Netherlands)

    Poutsma, F.; Kaarsemaker, E.C.A.

    2015-01-01

    This chapter broadens our understanding of the added value of employee financial participation. Financial participation is a generic term for the participation of employees in profit and enterprise results including equity of their employing firm. In general, there are two forms of employee financia

  8. 40 CFR 273.36 - Employee training.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.36 Section 273.36 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A large quantity handler of universal waste must ensure that all employees...

  9. 40 CFR 273.16 - Employee training.

    Science.gov (United States)

    2010-07-01

    ... 40 Protection of Environment 26 2010-07-01 2010-07-01 false Employee training. 273.16 Section 273.16 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SOLID WASTES (CONTINUED... Employee training. A small quantity handler of universal waste must inform all employees who handle or...

  10. 75 FR 75373 - Conduct of Employees and Former Employees; Exemption From Post-Employment Restrictions for...

    Science.gov (United States)

    2010-12-03

    ... Office of Government Ethics (OGE) and certify in the Federal Register that the former employee meets... standards, Conflicts of interest, Ethical conduct, Government employees. Issued in Washington, DC, on... Part 1010 RIN 1990-AA31 Conduct of Employees and Former Employees; Exemption From Post-...

  11. 76 FR 70510 - Federal Employees' Group Life Insurance Program: New Federal Employees' Group Life Insurance...

    Science.gov (United States)

    2011-11-14

    ... MANAGEMENT Federal Employees' Group Life Insurance Program: New Federal Employees' Group Life Insurance... Management (OPM) is announcing changes in premiums for certain Federal ] Employees' Group Life Insurance... coincided with the implementation of the Federal Employees' Life Insurance Improvement Act, Public Law...

  12. 76 FR 16199 - Hours of Service of Railroad Employees; Substantive Regulations for Train Employees Providing...

    Science.gov (United States)

    2011-03-22

    ... May not be on duty as a None No more than six ``Type Tours. train employee after 2'' assignments... off any service for any duty at the employee's railroad carrier at the home terminal. No more employee... Type 2) without 2 seventh consecutive day consecutive calendar when the employee ends days off duty at...

  13. 76 FR 50359 - Hours of Service of Railroad Employees; Substantive Regulations for Train Employees Providing...

    Science.gov (United States)

    2011-08-12

    .... tour. ] Limitations on Consecutive Duty Tours May not be on duty as a None If employee initiates or Total Duty Tours in Set Period. train employee after an on-duty period each initiating an on-duty day... time service for any on duty between 8 p.m. railroad carrier at and 4 a.m.) employee the employee's...

  14. Recognition measured values

    OpenAIRE

    LEITKEP, Zdeněk

    2012-01-01

    This work deals recognition measured values. The main task is to find suitable method for preprocessing images and create interface to software performing recognition. Created application will be used primarily to analyze the photos on site acquisition. Application is developed in Java and properly documented on javadoc level.

  15. Handwritten Digits Recognition

    OpenAIRE

    Grand, Eric

    2000-01-01

    My work of diploma consisted in developing a Windows application for the recognition of the handwritten digits. The source images come from a pen-scanner. The user can also draw the digits directly with the mouse and do the recognition of it. In this software, I integrated the SVM Light reconizer.

  16. Multimodal recognition of emotions

    NARCIS (Netherlands)

    Datcu, D.

    2009-01-01

    This thesis proposes algorithms and techniques to be used for automatic recognition of six prototypic emotion categories by computer programs, based on the recognition of facial expressions and emotion patterns in voice. Considering the applicability in real-life conditions, the research is carried

  17. 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.

  18. 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.

  19. Employee incentives: bonuses or penalties?

    OpenAIRE

    Nosenzo, Daniele

    2016-01-01

    Firms regularly use incentives to motivate their employees to be more productive. However, often little attention is paid to the language used in employment contracts to describe these incentives. It may be more effective to present incentives as entitlements that can be lost by failing to reach a performance target, rather than as additional rewards that can be gained by reaching that target. However, emphasizing the potential losses incurred as a result of failure may entail hidden costs fo...

  20. Employee discipline: a changing paradigm.

    Science.gov (United States)

    Raper, J L; Myaya, S N

    1993-12-01

    To increase the receptiveness of health care supervisors to a broader meaning of discipline and to simulate investigation of nontraditional methods of encouragement to employees who fail to meet minimum standards of conduct and thereby negatively affect the quality of patient care, a subjectively realistic view of the implications of the traditional punitive disciplinary paradigm is presented. Through the use of a case study, the authors present, explain, and apply the contemporary concept of discipline without punishment as first described by J. Huberman.