Mutual perceptions between nuclear plant employees and general public on nuclear policy communication applying the Co-orientation analysis model

Energy Technology Data Exchange (ETDEWEB)

Kim, Bong Chul; Kim, Ji Hyun; Chung, Woon Kwan [Chosun University, Gwangju (Korea, Republic of)

2015-02-15

This study examines mutual perceptions between general public and nuclear plant employees on understanding nuclear policy communication applying the co-orientation model. The total of 414 responses were analyzed including 211 of the general public and 203 of plant employees. Results indicate that agreement between general public and plant employees is relatively high, in that general public tends to have negative evaluation to nuclear policy communication, but plant employees tends to have positive one. In terms of congruence, general public perceive that plant employees might have more positive evaluation than themselves, and nuclear plant employees perceive that general public might have more negative evaluation than themselves. Finally, in terms of accuracy, general public accurately estimate how nuclear plant employees perceive on policy communication, whereas nuclear plant employees unaccurately estimate how general public perceive on policy communication.

Organizational culture and a safety-conscious work environment: The mediating role of employee communication satisfaction.

Science.gov (United States)

Silla, Inmaculada; Navajas, Joaquin; Koves, G Kenneth

2017-06-01

A safety-conscious work environment allows high-reliability organizations to be proactive regarding safety and enables employees to feel free to report any concern without fear of retaliation. Currently, research on the antecedents to safety-conscious work environments is scarce. Structural equation modeling was applied to test the mediating role of employee communication satisfaction in the relationship between constructive culture and a safety-conscious work environment in several nuclear power plants. Employee communication satisfaction partially mediated the positive relationships between a constructive culture and a safety-conscious work environment. Constructive cultures in which cooperation, supportive relationships, individual growth and high performance are encouraged facilitate the establishment of a safety-conscious work environment. This influence is partially explained by increased employee communication satisfaction. Constructive cultures should be encouraged within organizations. In addition, managers should promote communication policies and practices that support a safety-conscious work environment. Copyright © 2017 Elsevier Ltd and National Safety Council. All rights reserved.

Employee to employer communication skills: balancing cancer treatment and employment.

Science.gov (United States)

Brown, Richard F; Owens, Myra; Bradley, Cathy

2013-02-01

Cancer patients face difficulties in accessing legally mandated benefits and accommodations when they return to the workplace. Poor employer-employee communication inflates these difficulties. Although proven methods to facilitate physician-patient communication exist, these have not been applied to the workplace. Thus, we aimed to assess the feasibility and utility of applying these methods to educate patients about their workplace rights and provide them with communication skills training to aid their conversations with their employers. A DVD was produced to educate patients and facilitate workplace communication. Participants consisted of 28 solid tumor cancer patients (14 women and 14 men) who completed primary cancer treatment in the past 12 months and were employed at the time of diagnosis. Participants watched a communication skills training DVD and completed a telephone interview. The interview elicited information about workplace experiences and evaluation of the DVD training program. The physician-patient communication skills training model utilized was successfully translated to the employer-employee setting. All but one participant found the DVD useful and easy to understand and indicated a high degree of confidence in using the communication skills to help them ask for workplace accommodations. All participants agreed that it would help newly diagnosed patients in discussions with their employers. Our data provides promising preliminary evidence that patient communication skills training can be applied to the workplace setting and is a welcomed aid to newly diagnosed cancer patients in their discussions with employers regarding the impact of treatment on their work performance and needs for accommodations. Copyright © 2011 John Wiley & Sons, Ltd.

Relationship Intensity Communication Between Leaders and Subordinates and Employee Motivation Against Job Satisfaction

OpenAIRE

Prasetyo, Haryo; Yuliyanto, Much

2017-01-01

The problems that occur in Carnivor Skybar & Grill is the dissatisfaction of employees in the work indicated by the number of employees who resigned due to the condition. This study aims to analyze the relationship of communication intensity between the leadership and subordinates and employee motivation to job satisfaction Carnivor Skybar & Grill. This study is a type of study using a single instrumental case study with a sample of 57 employees Carnivor Skybar & Grill taken using...

Considerations regarding the Effects of Economic Crisis on Employee Communicational Behavior

OpenAIRE

Popescu Manoela; Crenicean Cecilia Luminita

2011-01-01

The economic crisis has caused significant changes in socio-economic entities strategies. In conclusion, firms were obliged to develop strategies for crisis as a result of their focus on customer, without understanding the customer as an employee. Moreover, strategic changes are not the result of company development, but as a direct effect of economic context. Otherwise, firms do not reflect the strategic communication behavior of their employees. Therefore, such a strategy may not be viable ...

Trust and management-to-employee communication in Slovenian companies: Some evidence from the current economic crisis

Directory of Open Access Journals (Sweden)

Maja Makovec Brenčič

2011-01-01

Full Text Available This paper analyzes the importance of trust and management-to-employee communication among top Slovenian employers from the Golden Thread Survey. The paper analyzes the changes and impact of the deteriorating external economic situation on (a company-employee relational trust, and on the (b perceived importance of “trust and long-term relationships with the company in the eyes of the customer” by respondent managers. Furthermore, our analysis also looks at the impact of management-to-employee communication on both trust perspectives. The results show a stable level of company-employee relational trust in the face of the current economic crisis, despite a high level of perceived organizational process changes and a sharp decline in financial performance. On the other hand, the perceived importance of “trust and long-term relationships with the company in the eyes of the customer” has increased substantially as the crisis has deepened, supporting our claim that relationships and the external relationship orientation gain importance in the time of crisis. There is also a strong link between the degree of open and frequent management-to-employee communication, and both perspectives of measured trust among top Slovenian employers.

Communicating with the workforce during emergencies: developing an employee text messaging program in a local public health setting.

Science.gov (United States)

Karasz, Hilary N; Bogan, Sharon; Bosslet, Lindsay

2014-01-01

Short message service (SMS) text messaging can be useful for communicating information to public health employees and improving workforce situational awareness during emergencies. We sought to understand how the 1,500 employees at Public Health--Seattle & King County, Washington, perceived barriers to and benefits of participation in a voluntary, employer-based SMS program. Based on employee feedback, we developed the system, marketed it, and invited employees to opt in. The system was tested during an ice storm in January 2012. Employee concerns about opting into an SMS program included possible work encroachment during non-work time and receiving excessive irrelevant messages. Employees who received messages during the weather event reported high levels of satisfaction and perceived utility from the program. We conclude that text messaging is a feasible form of communication with employees during emergencies. Care should be taken to design and deploy a program that maximizes employee satisfaction.

Changing the way employee benefit communications are produced: outsourcing, a more efficient, less costly process.

Science.gov (United States)

Herren, K

1995-12-01

Outsourcing may offer employers an efficient, cost-effective way to produce employee benefit communications. It offers a way to utilize the latest technology to produce personalized benefit statements or to target an announcement of benefit changes to a specific group of employees.

Visualizing an Iterative, Dynamic Model for Improving Leadership-Employee Communication in the Organizational Change process

DEFF Research Database (Denmark)

Broillet, Alexandra; Barchilon, Marian; Kampf, Constance Elizabeth

2012-01-01

Change Management Literature addresses successful and unsuccessful change factors, but there is a conceptual gap that overlooks ways in which Leadership-Employee Communication can be operationalized. To deal with this concern, we address themes emerging from interviews focused on employees....../user metaphor from the technical communication field. These perspectives broaden Change Management to include production and reception of messages about change through a link to 1) sensemaking, 2) Change Management ethos and 3) cultural resources for action available in the organization. We use a series...

Mandatory communication training of all employees with patient contact.

Science.gov (United States)

Ammentorp, Jette; Graugaard, Lars Toke; Lau, Marianne Engelbrecht; Andersen, Troels Præst; Waidtløw, Karin; Kofoed, Poul-Erik

2014-06-01

In 2010 a communication program that included mandatory communication skills training for all employees with patient contact was developed and launched at a large regional hospital in Denmark. We describe the communication program, the implementation process, and the initial assessment of the process to date. The cornerstone of the program is a communication course based on the Calgary Cambridge Guide and on the experiences of several efficacy and effectiveness studies conducted at the same hospital. The specific elements of the program are described in steps and a preliminary assessment based on feedback from the departments will be presented. The elements of the communication program are as follows: (1) education of trainers; (2) courses for health professionals employed in clinical departments; (3) education of new staff; (4) courses for health professionals in service departments; and (5) maintenance of communication skills. Thus far, 70 of 86 staff have become certified trainers and 17 of 18 departments have been included in the program. Even though the communication program is resource-intensive and competes with several other development projects in the clinical departments, the experiences of the staff and the managers are positive and the program continues as planned. Copyright © 2014 The Authors. Published by Elsevier Ireland Ltd.. All rights reserved.

Relationships among self-efficacy, communication, self-management skills and mental health of employees at a Japanese workplace.

Science.gov (United States)

Shimizu, Takashi; Takahashi, Hiroyuki; Mizoue, Tetsuya; Kubota, Shinya; Mishima, Norio; Nagata, Shoji

2003-09-01

We investigated relationships among self-efficacy, self-management skills, communication with superiors and mental health of employees at a Japanese workplace. The subjects were 426 employees in a medium-sized manufacturing company in Kyushu. In 1999, with agreement of the company, we mailed a self-administrated questionnaire which included questions on age, gender, job rank, communication with superiors, a General Self-Efficacy Scale(GSES), a Self-Management Skill scale(SMS) and the Japanese version of the 12-item General Health Questionnaire(GHQ-12). Eighty percent of the subjects returned the questionnaire. Excluding senior managers and insufficient answers, the final response rate was 55 percent. By multiple regression analysis, we found that job rank contributed significantly and positively, and that age, communication with superiors and self-management skills contributed significantly and negatively to the GHQ-12. Our results implied that age, job rank, communication with superiors and self-management skills would contribute to the mental health of Japanese employees.

5 CFR 846.726 - Delegation of authority to act as OPM's agent for receipt of employee communications relating to...

Science.gov (United States)

2010-01-01

....726 Delegation of authority to act as OPM's agent for receipt of employee communications relating to... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Delegation of authority to act as OPM's agent for receipt of employee communications relating to elections. 846.726 Section 846.726...

DEVELOPMENT OF ANDROID-BASED EMPLOYEE PRESENCE SYSTEM USING NEAR FIELD COMMUNICATION TECHNOLOGY

Directory of Open Access Journals (Sweden)

Mychael Maoeretz Engel

2018-05-01

Full Text Available Presence system that exists in the laboratory of PTS X is still manual and inefficient because sometimes the laboratory employees tend to defer to fill out presence and absence after serving and there is no realtime monitoring of the stakeholders / officials in the PTS X institution. Proved by facts such as attendance is not clear / dirty and time entry that is not in accordance with the existing schedule thus slowing the process of recapitulation salary. That requires a new system that can solve the problem by building a presence employee application. The method used is the method of Research and Development, but in this study measures the use of R&D carried out to test products or a limited trial. This research resulted the application of mobile-based employee presence system utilizing Near Field Communication technology on the Android platform with a system that has been integrated well and provide convenience to laboratory employees in conducting presence process.

Organizational Communication: Communication and Motivation in The Workplace

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Sari Ramadanty

2016-01-01

Full Text Available Every human activity was basically driven by the motivation. Work motivation was a condition or an energy that directed employees to achieve organizational goals of the company. Nowadays, the development of organizational communication saw the communication as one of the most dominant and important activity in the organization and it could be able to motivate employees. The purpose of this study was to reveal how the role of the communication that occurs within the organization could give the motivation to employee. The problem of the research was the relationship employee motivation with factors of communication, such as nonverbal communication, interpersonal communication leadership and communication climate. The method used descriptive qualitative method. Methods of data collection of this study were literature study. Research finds that nonverbal communication, interpersonal communication leadership and communication climate have a significant role to form employee motivation. Nonverbal communication has slightly strong role in shaping the positive motivation to employee. The role includes body communication, facial communication and eye communication. Interpersonal communication leader is based on the satisfaction level of information between management and employees. Management and transparency in openness in downward communication under the form of information from superiors are by listening the communication between supervisors and employees are running smoothly. 

"The Work Must Go On": The Role of Employee and Managerial Communication in the Use of Work-Life Policies.

Science.gov (United States)

Ter Hoeven, Claartje L; Miller, Vernon D; Peper, Bram; den Dulk, Laura

2017-05-01

The Netherlands is characterized by extensive national work-life regulations relative to the United States. Yet, Dutch employees do not always take advantage of existing work-life policies. Individual and focus group interviews with employees and managers in three (public and private) Dutch organizations identified how employee and managerial communication contributed to acquired rules concerning work-life policies and the interpretation of allocative and authoritative resources for policy enactment. Analyses revealed differences in employees' and managers' resistance to policy, the binds and dilemmas experienced, and the coordination of agreements and actions to complete workloads. There are also differences between public and private contexts in the enactment of national and organizational policies, revealing how national (e.g., gender) and organizational (e.g., concertive control) mechanisms play out in employee and managerial communication that determine the use of work-life policies.

The Influence of Cultural Congruency, Communication, and Work Alienation on Employee Satisfaction and Commitment in Mexican Organizations

Science.gov (United States)

Madlock, Paul E.

2012-01-01

This study examined the influence of cultural congruency between societal and organizational cultures on Mexican supervisors' and employees' communication behaviors and employees' work alienation, satisfaction, and commitment. The participants were full time nonmanagement adults working for Mexican owned organizations located in Mexico. This study…

The Readiness of English Communication Skills of Tourism Employees in Bangkok for Entering the ASEAN Community

Science.gov (United States)

Kuosuwan, Bavornluck

2016-01-01

The objective of this research was to study the readiness of English communication skills of tourism employees in Bangkok for entering the ASEAN community. The scope of this research included the employees from 26 tourism companies. A sample group was determined by utilizing multiple-stage sampling. At least three samples were collected from each…

The impact of team dialogue sessions on employee engagement in an information and communication technology company

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Michael A.W. Seymour

2018-06-01

Full Text Available Orientation: Engaged employees are regarded as extremely valuable in today’s unstable economic environment. However, despite spending large amounts of money on the improvement of employee engagement, the effect thereof is seldom determined. This study was about determining the impact of team dialogue sessions on the enhancement of employee engagement in a large information and communication technology company over a 2-year period. Research purpose: This study focused on determining the improvement of employee engagement through an organisation development intervention. The intervention was based on a social constructionist perspective, namely, team dialoguing, and was facilitated over a period of two years. Motivation for the study: Although the matter regarding the improvement of employee engagement seems to be extensively discussed in the literature, research on the use of interventions to enhance employee engagement is to a large extent still lacking. Based on a theoretical integration, it was argued that team dialoguing could improve employee engagement. Research design, approach and method: This was a quantitative study, employing a quasi-experimental design. An experimental group was exposed to an organisation development intervention of team dialogues over a 2-year period and then compared to a control group that had not been exposed to the intervention. Main findings: Although with a small effect size, it was discovered that facilitating team dialogue sessions had a positive impact on employee engagement, more specifically on the exercise of discretionary effort, intention to remain, rational commitment, communication and supervisory support as dimensions. Practical and managerial implications: The practical implication of this study is that the engagement of employees can be enhanced by involving the direct supervisor and his or her team in dialoguing sessions. Contribution or value-add: The study contributed to the literature

Speech Communication Instruction Based on Employers' Perceptions of the Importance of Selected Communication Skills for Employees on the Job.

Science.gov (United States)

Crocker, Jim

To determine which communication skills employers in business and industry perceive as important for employees, a questionnaire was mailed to a random sample of personnel directors in business and industry in the Greater Cincinnati metropolitan area. Of the questionnaires mailed, 89 were returned (29.3% response rate). Analysis of the responses…

The practical paradox of technology: The influence of communication technology use on employee burnout and engagement.

Science.gov (United States)

Ter Hoeven, Claartje L; van Zoonen, Ward; Fonner, Kathryn L

2016-04-02

Technological advancements in the workplace frequently have produced contradictory effects by facilitating accessibility and efficiency while increasing interruptions and unpredictability. We combine insights from organizational paradoxes and the job demands-resources model to construct a framework identifying positive and negative mechanisms in the relationship between communication technology use (CTU) and employee well-being, operationalized as work engagement and burnout. In this study of Dutch workers, we demonstrate that CTU increases well-being through positive pathways (accessibility and efficiency) and decreases well-being through negative pathways (interruptions and unpredictability). We highlight the importance of (1) investigating CTU resources and demands simultaneously to grasp the relationship between CTU and employee well-being, and (2) considering CTU's downsides to successfully implement new communication technologies and flexible work designs.

Trust and management-to-employee communication in Slovenian companies: Some evidence from the current economic crisis

OpenAIRE

Matevž Rašković; Maja Makovec Brenčič; Barbara Moerec

2011-01-01

This paper analyzes the importance of trust and management-to-employee communication among top Slovenian employers from the Golden Thread Survey. The paper analyzes the changes and impact of the deteriorating external economic situation on (a) company-employee relational trust, and on the (b) perceived importance of “trust and long-term relationships with the company in the eyes of the customer” by respondent managers. Furthermore, our analysis also looks at the impact of management-to-employ...

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

Science.gov (United States)

Moore, T

1989-12-01

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

The practical paradox of technology: The influence of communication technology use on employee burnout and engagement

Science.gov (United States)

Ter Hoeven, Claartje L.; van Zoonen, Ward; Fonner, Kathryn L.

2016-01-01

ABSTRACT Technological advancements in the workplace frequently have produced contradictory effects by facilitating accessibility and efficiency while increasing interruptions and unpredictability. We combine insights from organizational paradoxes and the job demands–resources model to construct a framework identifying positive and negative mechanisms in the relationship between communication technology use (CTU) and employee well-being, operationalized as work engagement and burnout. In this study of Dutch workers, we demonstrate that CTU increases well-being through positive pathways (accessibility and efficiency) and decreases well-being through negative pathways (interruptions and unpredictability). We highlight the importance of (1) investigating CTU resources and demands simultaneously to grasp the relationship between CTU and employee well-being, and (2) considering CTU's downsides to successfully implement new communication technologies and flexible work designs. PMID:27226694

Multicultural Nursing: Providing Better Employee Care.

Science.gov (United States)

Rittle, Chad

2015-12-01

Living in an increasingly multicultural society, nurses are regularly required to care for employees from a variety of cultural backgrounds. An awareness of cultural differences focuses occupational health nurses on those differences and results in better employee care. This article explores the concept of culturally competent employee care, some of the non-verbal communication cues among cultural groups, models associated with completing a cultural assessment, and how health disparities in the workplace can affect delivery of employee care. Self-evaluation of the occupational health nurse for personal preferences and biases is also discussed. Development of cultural competency is a process, and occupational health nurses must develop these skills. By developing cultural competence, occupational health nurses can conduct complete cultural assessments, facilitate better communication with employees from a variety of cultural backgrounds, and improve employee health and compliance with care regimens. Tips and guidelines for facilitating communication between occupational health nurses and employees are also provided. © 2015 The Author(s).

Perceived information and communication technology (ICT) demands on employee outcomes: the moderating effect of organizational ICT support.

Science.gov (United States)

Day, Arla; Paquet, Stephanie; Scott, Natasha; Hambley, Laura

2012-10-01

Although many employees are using more information communication technology (ICT) as part of their jobs, few studies have examined the impact of ICT on their well-being, and there is a lack of validated measures designed to assess the ICT factors that may impact employee well-being. Therefore, we developed and validated a measure of ICT demands and supports. Using Exploratory Structural Equation Modeling, we found support for 8 ICT demands (i.e., availability, communication, ICT control, ICT hassles, employee monitoring, learning, response expectations, and workload) and two facets of ICT support (personal assistance and resources/upgrades support). Jointly, the ICT demands were associated with increased strain, stress, and burnout and were still associated with stress and strain after controlling for demographics, job variables, and job demands. The two types of ICT support were associated with lower stress, strain, and burnout. Resources/upgrades support moderated the relationship between learning expectations and most strain outcomes and between ICT hassles and strain. Personal assistance support moderated the relationship between ICT hassles and strain.

Screening for Non-Communicable Diseases among transport employees of a University: A Descriptive Analysis

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Chythra R Rao

2016-03-01

Full Text Available Introduction: In most parts of the world today, non-communicable diseases (NCDs are on the rise. Worldwide they are currently responsible for almost half (42% of the premature deaths which occurs before the age of 70. Due to sedentary lifestyle, workers of transportation department may be at a higher risk for development of obesity, hypertension, hypercholesterolemia and hyperglycaemia. Objective: To screen all the transport employees of a university for non-communicable diseases. Methods: This cross-sectional study was carried out among all transport employees to screen for hypertension, Type II diabetes, obesity and visual impairment. Data was collected by personal interviews using a pre designed questionnaire. Anthropometry, blood pressure recording, fasting blood glucose testing, vision assessment followed by electrocardiogram recording was done for all subjects. Results: Out of 90 participants, 10(11.1% had diabetes, 26(28.9% were hypertensive, 36(40.0% were overweight and obese, three individuals had myopia and abnormal colour vision, whereas 17(18.9% had impaired near vision. The screen positives were referred to tertiary care hospital for further management. Over half of the subjects reported alcohol use while 21(23.4% were using tobacco. Only 43(47.8% used seat belts while driving. Conclusion: Proportion of obesity, hypertension, and diabetes was found to be more among the transport employees. This demands an urgent need for appropriate preventive and health promotive interventions to address these chronic diseases.

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

Science.gov (United States)

Goldsmith, Christopher; Cyboran, Steven F

2013-01-01

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

Any time, anywhere : communications system keeps employees connected

Energy Technology Data Exchange (ETDEWEB)

Louie, J.

2007-07-15

Cisco Systems Canada is a leading computer networking company that has developed a business solution for the oil and gas sector that allows employees to communicate more effectively. Cisco Unified Communications provides a set of applications or services that can ride on top an existing data network. The network allows telephone conferencing through a centrally located internal application, saving companies the cost of using a conferencing service. Cisco Unified Meeting place allows workers at different locations to discuss, review and edit documents in real time. Other applications can be added and made available to everyone. Pengrowth Energy Trust, which implemented the Cisco system a few years ago, claims it is much faster and more convenient than the previous system. Pengrowth has benefited from the its tie-in with e-mail server Microsoft Exchange. Users can listen to voice mails on their computers and also have the option of listening to their e-mails when they call into the office. The system provides a very well tracked record and also allows four-digit dialing throughout most of the company's multiple locations, thereby eliminating costly long distance charges. Pengrowth is now considering implementing other new products from Cisco, such as the Unified Mobility Manager which links cell phones and desk phones. It was concluded that Cisco systems offer the advantages of flexibility, mobility and cost reduction. 1 fig.

Expectations on the use of Facebook for employee engagement / Annerie Reyneke

OpenAIRE

Reyneke, Annerie

2013-01-01

In order to engage employees effectively, organisations need to practice two-way communication within a symmetrical worldview. This will encourage employees to feel valued, to participate in decision-making and contribute to obtaining organisational goals. Practising two-way communication will help to build stronger relationships between employees and managers, leading to increased employee engagement. Thus, the better the communication between managers and employees, the more ...

The Roles of Communication and Organizational Culture in Maintaining Employees’ Loyalty (A Case Study of Charoen Pokphand Company

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Siti Azizah

2013-11-01

Full Text Available Abstract: This paper attempts to investigate how communications organization is conducted by Charoen Pokphand Company (a multinational poultry company to stop the shifting of competitors’ employees amid the high tendency of the employees’ shifting to competitors’ company. This study uses explanatory case study as research method with single case design. The analysis is carried out from the perspectives of organizational culture and internal communications functions of the organization in maintaining the employees’ loyalty. An analysis of the employees’ shifting case id based on several notions that organizational culture is very influential on the process of communication within the organization (Ruppel and Harington 2000, how cultural management affects on the communication (Bordow and More in McKenna 2006, and the effects of cultural subsystems on the employees’ loyalty (Eskildsen and Nussler 2000. Literature studies and interviews are performed to obtain data on several cases of employees’ shifting which have happened at Charoen Pokphand Company. The informant is an employee who has worked at Charoen Pokphand Company for eleven years and is often received offers to move to other competitors’ company. Offers which give better position and salary turn out to be unappealing when compared to the organizational culture and communication processes which provide work comfort.  Abstrak: Makalah ini bertujuan untuk mengetahui lebih jauh tentang bagaimana komunikasi organisasi yang dilakukan PT. Charoen Pokphand Indonesia (sebuah perusahaan pakan ternak multinasional dalam upayanya mencegah migrasi karyawan kompetitor ditengah tingginya mobilitas migrasi karyawan ke perusahaan kompetitor. Metode studi kasus eksplanatori digunakan sebagai metode penelitian dan menggunakan desain studi kasus tunggal. Tulisan ini dibahas dari perspektif budaya organisasi dan fungsi komunikasi internal organisasi

Innovation and Organizational Communication in Corporate America: The Rhetorical Visions of Managers, Facilitators, and Employees on Quality Circles.

Science.gov (United States)

Eyo, Bassey A.

1992-01-01

Examines the dynamics of organizational communication following corporate implementation of quality circles. Describes the rhetorical visions of people at three organizational levels closely associated with quality circles: (1) managers; (2) facilitators who organize the quality circles; and (3) employees. (SR)

Motivation and Communication within the Commercial Company

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Zlata Kastelic

2016-05-01

Full Text Available Research question (RQ: The research deals with the question of how employees are motivated for mutual communication and transfer of information needed for smooth functioning of work processes. Another question is how much awards affect motivation of employees in the organization. Purpose: The purpose of the research was to determine the connection between motivation and communication of employees in the organization. What is the influence of remuneration on positive motivation and successful communication and how this is connected with effective achievement of goals set in the organization? Method: The research was carried out by a Likert-type scale to study perception of motivation with communication of employees in the organization. Employees of the sales organization were part of the research study. Results: The results show that employees' communication has an influence on motivation of employees in the sales organization. Furthermore, the results show that suitable communication increases working motivation and that employees are satisfied with communication at their workplace. Organization: Communication among employees is vital for a successful organization. The employees of the sales organization were aware of the fact that their company cannot be successful without proper motivation for communication. This research study shows that proper communication increases working motivation in the organization, but the questionnaire should be carried out systematically to determine progress and improvement on a longitudinal basis. Society: Establishing communication in a sales organization is very important because communication happens among colleagues as well as among buyers who contribute to the success of the business. Originality: The goal of the research was to determine the connection between motivation and communication of the employees in a sales organization. The research was carried out to define weaknesses of communication to suggest

The Effectiveness of Communication Skills Training to Increase Job Satisfaction and Job Performance of Employees in Bandar Imam Petrochemical Plant in Mahshahr

OpenAIRE

Shayesteh Khaleghi; Rezvan Homaei

2017-01-01

The aim of this study was to determine the effectiveness of communication skills training to increase job satisfaction and job performance in employees of Bandar Imam petrochemical plant in Mahshahr in 2016. The statistical population consisted of all employees of Bandar Imam petrochemical plant in Mahshahr in 2015. 30 employees who were selected by convenient sampling constituted the sample of the study and were assigned to experimental and control groups (15=experiment and 15=control).  The...

31 CFR 31.216 - Communications with Treasury employees.

Science.gov (United States)

2010-07-01

... employee with personal or direct responsibility for that procurement. (2) Offer, give, or promise to offer... employee, except as permitted by Government-Wide Ethics Rules, 5 CFR part 2635. (3) Solicit or obtain from...

The Effectiveness of Communication Skills Training to Increase Job Satisfaction and Job Performance of Employees in Bandar Imam Petrochemical Plant in Mahshahr

Directory of Open Access Journals (Sweden)

Shayesteh Khaleghi

2017-06-01

Full Text Available The aim of this study was to determine the effectiveness of communication skills training to increase job satisfaction and job performance in employees of Bandar Imam petrochemical plant in Mahshahr in 2016. The statistical population consisted of all employees of Bandar Imam petrochemical plant in Mahshahr in 2015. 30 employees who were selected by convenient sampling constituted the sample of the study and were assigned to experimental and control groups (15=experiment and 15=control.  The research employed quasi-experimental and pretest-posttest methods with control group. The tools used in this study were Fildoroso's job satisfaction and Paterson’s job performance questionnaires.  The results of the test using analysis of covariance showed that, according to the average job satisfaction in the experimental group compared to the control group, communication skills training increased job satisfaction in the experimental group. The effect or difference is equal to 0/44. According to the average job performance in an experimental group compared to the average control group, communication skills training increased job performance in the experimental groups. The effect or difference is equal to 0/46.

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

Science.gov (United States)

Przybelinski, Steven A.

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

Deaf Employees' Empowerment in Two Different Communication Environments.

Science.gov (United States)

Backenroth, G. A. M.

1997-01-01

This study with 64 deaf employees working in either signing work groups or nonsigning workgroups found that employees' perceived empowerment was significantly higher in the signing work groups. Deaf associates in signing work groups experienced greater psychological stress and role conflicts, whereas deaf associates in nonsigning groups…

An Instructional Simulation for Organizational Communication.

Science.gov (United States)

Pacanowsky, Michael; Farace, Richard V.

Ineffective communication in an organization is costly. This paper examines one of the many approaches to solving this problem--increasing employee awareness of communication by increasing employee communication skills and sophistication. Simulation games are an effective means of improving employee awareness. The simulation provides a common…

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

Science.gov (United States)

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

2018-03-13

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

Internal Branding and Employee Brand Consistent Behaviours

DEFF Research Database (Denmark)

Mazzei, Alessandra; Ravazzani, Silvia

2017-01-01

constitutive processes. In particular, the paper places emphasis on the role and kinds of communication practices as a central part of the nonnormative and constitutive internal branding process. The paper also discusses an empirical study based on interviews with 32 Italian and American communication managers...... and 2 focus groups with Italian communication managers. Findings show that, in order to enhance employee brand consistent behaviours, the most effective communication practices are those characterised as enablement-oriented. Such a communication creates the organizational conditions adequate to sustain......Employee behaviours conveying brand values, named brand consistent behaviours, affect the overall brand evaluation. Internal branding literature highlights a knowledge gap in terms of communication practices intended to sustain such behaviours. This study contributes to the development of a non...

Employees' Perceptions of Their Leaders

Directory of Open Access Journals (Sweden)

Golubović-Stojanović Aleksandra

2016-06-01

Full Text Available This paper presents the research about employees and the leaders who are included in leading the organization, as an important segment of the modern business. The aim of this research is to show the real picture about presence new strategies of leaders in the organizations, as well as the analysis of the perception of employees about their leaders. The research in business organizations conducted on the sample of leaders and employees. The construction of high-quality questionnaire represents the important segment of modern statistical and business researches. The issues in questionnaire construction are very complex and they are in the focus of all statistical and research methodologies. It was conducted on the sample of at least 250 examinees (employees in bigger companies in Serbia. Research results showed that understanding communication satisfaction, with its link to job satisfaction, should provide an ability to better target resources to improve communication satisfaction issues.

CARDIOVASCULAR RESPONSE TO VERBAL COMMUNICATION A STUDY IN BUSINESS PROCESS OUTSOURCING EMPLOYEES

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Divya .P

2015-04-01

Full Text Available Background: Cardiovascular changes to daily activity and stressors have been proposed as a mechanism for promoting the progression of atherosclerosis and coronary heart diseases. Hence, purpose of the study with objective is to assess the cardiovascular parameters such as heart rate, blood pressure and rating of perceived exertion responses to verbal communication in Business process outsourcing (BPO employees. Method: A cross sectional survey design, selected 150 healthy subjects between age group of 25 to 35 years from BPO industry, Bangalore. Subjects who fulfilled inclusion criteria were included into the study. Heart rate and blood pressure were recorded before and after shift. The Borg rating of perceived exertion scale was also administered to find the difference of amount of exertion, which was felt by subjects before and after shift. Results: The analysis of measured variable shown that before shift the means Heart rate was 81.76 beats, the mean systolic blood pressure is 117.82 the mean diastolic blood pressure is 80.69 and the mean rate of perceive d exertion is 7.19. After shift the means of Heart rate was 83.02 beats, the mean systolic blood pressure is 120.32 the mean diastolic blood pressure is 83.26 and the mean rate of perceive d exertion is 10.65. When analysed using paired t test there is a statistically significant difference in before and after shift means of heart rate, blood pressure and rate of perceived exertion. Conclusion: It was concluded that in BPO employees in response to their verbal communication there was significant increase in cardiovascular responses including Heart Rate, Systolic Blood Pressure and Diastolic Blood Pressure. There was also a significant increase in Borg rating of perceived exertion before and after shift

Employee-driven Innovation in Welfare Services

Directory of Open Access Journals (Sweden)

Thomas Wihlman

2014-05-01

Full Text Available There is a growing interest in both employee-driven innovation (EDI and innovation in welfare services, but a lack of empirical studies addressing innovation from the employee perspective. Accordingly, this study was designed to contribute with well-grounded empirical knowledge, aiming to explore the barriers to and opportunities for participation in innovation experienced by employees of the Swedish welfare services. In order to reach the aim, a qualitative thematic analysis of 27 semi-structured interviews with employees in four municipalities was performed. The study identified three main themes, with a great impact on the innovative performance of the studied organizations: support, including leadership and innovation processes; development, including creativity and learning; and organizational culture, which includes attitudes and communication, all essential ingredients in EDI. Experienced barriers for innovation were unclear or non-existing innovation processes with ambiguous goals, insufficient learning, and deficient organizational slack, thus creating a tension between day-to-day work and innovation and hindering reflection and exploration. Attitudes of colleagues and lack of communication were also barriers to implementing innovation, suggesting the need for better management support for a communicative and open culture. Opportunities were found, including commitment to innovation and willingness to try new ideas, but the employees must be given the mandate and sufficient time to develop the potential that emerges from continuous learning, time for reflection, and user dialogue. The conclusion was that incremental innovations existed, but the full potential of these did not benefit the entire organization due to inadequate communication and lack of innovation processes. The study improves our understanding of how employees regard their involvement in innovation. It also discusses how to make better use of employees’ resources in

The Influences of Women Leadershp, Organizational Culture, Working Climate and Effective Communication on Employee€™s Productivity at PT. Bank Mandiri Area Manado

OpenAIRE

Tololiu, Melisa I.M

2015-01-01

In this global era, every organization seeks to improve employee€™s performance to create productive employees as their asset. PT. Bank Mandiri Area Manado is one of the organizations on the banking sector which has the main task of managing and marketing loans especially micro-credit segment. The aim of this study is to determine the influences of women leadership, organizational culture, working climate and effective communication on employee€™s productivity. In this study, population refer...

TRUST AND ITS RELATIONSHIP TO THE QUALITY OF COMMUNICATION AND EMPLOYEE SATISFACTION IN A LARGE INDONESIAN WORKPLACE: A CASE STUDY

OpenAIRE

WULANDARI, Maulina Pia; BURGESS, John

2010-01-01

Trust has been noticed as an important role on managerial and organizational effectiveness since the late 1950s. Trust also viewed as the fundamental aspect on developing communication relationship and satisfaction in the workplace. Utilizing 168 employees in the Indonesian oil industry, this study attempted to examine the relationships between trust and quality of communication relationship and employee’s satisfaction. The study applies quantitative methods in order to undertake the ICA audi...

Leader communication styles and organizational health.

Science.gov (United States)

Hicks, Joel M

2011-01-01

Communication is perhaps one of the greatest challenges facing managers and leaders today. Clearly articulating ideas and expectations to employees is vital to the productivity and the longevity of an organization. Furthermore, the style in which the communication is delivered has an influence on the satisfaction levels of employees. Research has discovered that there are many different styles in which a leader may communicate with employees. Research has provided several methods that aid in determining which style is the most appropriate for any given circumstance. Research has demonstrated how appropriate and effective communication is used to promote organizational health. Furthermore, research has demonstrated how inappropriate communication may decrease employee satisfaction. Finally, research has provided methods to aid in improving communication styles and delivery.

Work stress prevention needs of employees and supervisors.

Science.gov (United States)

Havermans, Bo M; Brouwers, Evelien P M; Hoek, Rianne J A; Anema, Johannes R; van der Beek, Allard J; Boot, Cécile R L

2018-05-21

Work stress prevention can reduce health risks for individuals, as well as organisational and societal costs. The success of work stress interventions depends on proper implementation. Failure to take into account the needs of employees and supervisors can hinder intervention implementation. This study aimed to explore employee and supervisor needs regarding organisational work stress prevention. Semi-structured telephone interviews were conducted with employees (n = 7) and supervisors (n = 8) from different sectors, such as the finance, health care, and services industry. The interviews focused on respondents' needs regarding the prevention of work stress within an organisational setting. Performing thematic analysis, topics and themes were extracted from the verbatim transcribed interviews using Atlas.ti. Both employees and supervisors reported a need for: 1) communication about work stress, 2) attention for determinants of work stress, 3) supportive circumstances (prerequisites) for work stress prevention, 4) involvement of various stakeholders in work stress prevention, and 5) availability of work stress prevention measures. Both employees and supervisors expressed the need for supervisors to communicate about work stress. Employees and supervisors reported similar psychosocial work factors that should be targeted for prevention (e.g., social support and autonomy). There was greater variety in the sub-themes within communication about work stress and supportive circumstances for work stress prevention in supervisor responses, and greater variety in the sub-themes within availability of work stress prevention measures in employee responses. Both employees and supervisors were explicit about who should take part in communication about work stress, what prerequisites for work stress prevention should exist, and which stakeholders should be involved. These results can inform work stress prevention practice, supporting selection and implementation of

The influence of transformational leadership on employee well-being: results from a survey of companies in the information and communication technology sector in Germany.

Science.gov (United States)

Jacobs, Christine; Pfaff, Holger; Lehner, Birgit; Driller, Elke; Nitzsche, Anika; Stieler-Lorenz, Brigitte; Wasem, Jürgen; Jung, Julia

2013-07-01

The aim of this study was to investigate the impact of a transformational leadership style on employee well-being. Data for the study were taken from an on-line survey of all employees from six German companies in the information and communication technology sector. The data obtained were analyzed using multiple logistic regressions. Analysis of data from a total of 318 employees (response rate 58.4%) revealed a significant relationship between transformational leadership and employee well-being (P = 0.00; OR = 1.13; 95% CI = 1.05 to 1.22). A higher degree of perceived transformational leadership is associated with greater well-being. The results of this study suggest that a transformational leadership style, which both conveys a sense of trust and meaningfulness and individually challenges and develops employees, also has a positive effect on employee well-being.

Communicative Management in Ambulatory Services: Prehospital Management Communication--Limits and Possibilities.

Science.gov (United States)

Nordby, Halvor

2015-01-01

Poor management communication in healthcare services affects employees' motivation, commitment, and, in the final instance, organizational performance and the quality of patient care. In any area of health management, good communication is, therefore, key to successful management. This article discusses how managers of ambulance stations should secure communication with their paramedic crews. The first part uses ethical concepts to analyze communicative disagreement in interactive dialogue between managers and paramedics. The second part outlines basic communication principles that can serve as conceptual tools for avoiding misinterpretation in prehospital manager-employee interaction.

Exploring Internal Crisis Communication in Multicultural Environments

DEFF Research Database (Denmark)

Ravazzani, Silvia

2016-01-01

Purpose: To explore managers’ perspectives on and practices of internal crisis communication in multicultural environments. Design/methodology/ approach: After a review of relevant literature on crisis, culture and internal communication to define the framework and relevance of this study, results...... from qualitative interviews with seven Danish managers are presented. Findings: Interviewees acknowledge the relevance of the cultural backgrounds of employees in relation to internal communication, especially in crisis situations. Cultural aspects affect message framing and employee sensemaking......, especially when it comes to employees located in other countries. Line managers and local communicators are key in the adaptation of verbal and non-verbal communicative features. Employees are also seen as active sensemakers and communicators. Research implications: Findings show how demographic...

Risk communication in the real world

International Nuclear Information System (INIS)

Bartley, Philip L.

1992-01-01

As people become more sensitive to health and environmental issues, effective communication of workplace risks becomes more important for both employers and their employees. Risk communication must be given in a clear, simple format that addresses the individual employee's work environment. It must also be provided in a manner that indicates to the employees that the company cares about their safety. Failure to provide this information may result in ineffective communication and reduced company credibility. By using events and issues from the employees every day life, these issues can be effectively managed. (author)

Searching for Solutions: Supervising Student Employees

Science.gov (United States)

Comer, Alberta Davis

2003-01-01

Lending services units at Indiana State University's Cunningham Memorial Library depend heavily on student employees to fulfill their specific missions. Problems attributed to poor communication and lack of motivation among student employees were causing negative impacts on the units' abilities to function well. To resolve these problems,…

Employee and customer satisfaction in healthcare.

Science.gov (United States)

Jackson, Todd; Wood, Ben D

2010-01-01

There were multiple factors identified in a literature review that have a relationship to customer satisfaction, customer loyalty, employee satisfaction, and links between employee and customer satisfaction. Some of the factors identified were communication, wait times, perceived value, trust, dissatisfaction with management, changes in the workplace, vision,and fun at work. Managers must identify these topics to ensure customer satisfaction, customer loyalty,and employee satisfaction which will ultimately have a positive impact on their organizations.

The effect of Organizational Commitment and Job Pressure to Job Performance through the Job Satisfaction in Employees Directorate transformation Technology Communication and Information Indonesia

OpenAIRE

Winarja, Waluya; Sodikin, Akhmad; Widodo, Djoko Setyo

2018-01-01

This study aims to determine the effect of organizational commitment and the Job Pressure of the Job Performance partially determine the effect of organizational commitment the performance of employees through job satisfaction variables and determine the effect of work stress on job performance through job satisfaction. The study was conducted on the employees of the Directorate of transport and communications and information technology. The sampling technique using saturated samples involvin...

The influence of worksite and employee variables on employee engagement in telephonic health coaching programs: a retrospective multivariate analysis.

Science.gov (United States)

Grossmeier, Jessica

2013-01-01

This study assessed 11 determinants of health coaching program participation. A cross-sectional study design used secondary data to assess the role of six employee-level and five worksite-level variables on telephone-based coaching enrollment, active participation, and completion. Data was provided by a national provider of worksite health promotion program services for employers. A random sample of 34,291 employees from 52 companies was selected for inclusion in the study. Survey-based measures included age, gender, job type, health risk status, tobacco risk, social support, financial incentives, comprehensive communications, senior leadership support, cultural support, and comprehensive program design. Gender-stratified multivariate logistic regression models were applied using backwards elimination procedures to yield parsimonious prediction models for each of the dependent variables. Employees were more likely to enroll in coaching programs if they were older, female, and in poorer health, and if they were at worksites with fewer environmental supports for health, clear financial incentives for participation in coaching, more comprehensive communications, and more comprehensive programs. Once employees were enrolled, program completion was greater among those who were older, did not use tobacco, worked at a company with strong communications, and had fewer environmental supports for health. Both worksite-level and employee-level factors have significant influences on health coaching engagement, and there are gender differences in the strength of these predictors.

Vape Shop Employees: Public Health Advocates?

OpenAIRE

Hart, Joy L; Walker, Kandi L; Sears, Clara G; Lee, Alexander S; Smith, Courteney; Siu, Allison; Keith, Rachel; Ridner, S. Lee

2017-01-01

INTRODUCTION E-cigarettes have increased in popularity and given rise to a new type of sales outlet?the vape shop. Expanding on work examining vape shop employee e-cigarette and tobacco attitudes and behaviors 1 , this study examined key messages that vape shop employees communicate to customers. METHODS Using informal interviews, observations, and a cross-sectional survey, we examined vape shop employees? (n=16) perceptions and e-cigarette use. Data were collected in nine vape shops in Louis...

CSR Communication - An Employee Perspective : Tailoring Internal Communication using Employee Preferences for Content, Style and Channel.

OpenAIRE

Jonsson, Viktoria; Linnér, Rebecka

2016-01-01

Corporate Social Responsibility (CSR) represents a theory and practice that is well-known and communicating its content has shown to play an important role in order to exploit its advantages and engage stakeholders on CSR issues. Even though, CSR communication has shown to be a real challenge, since corporations are encouraged to engage in CSR, but not to communicate too loud about this engagement. This study was inspired by Jenny Dawkins (2005) and her initial idea that tailoring CSR message...

Effect of Manager’s Role in Performance Based Pay on Employee Outcomes

Directory of Open Access Journals (Sweden)

Azman, I

2014-12-01

Full Text Available According to the recent literature pertaining on Islamic based organizational compensation, performance based pay consists of two essential features: communication and performance appraisal. Recent studies in this field highlights that the ability of managers to appropriately communicate pay information and appraise employee performance may have a significant impact on employee outcomes, especially job satisfaction and organizational commitment. Therefore, this study was undertaken to assess the relationship between manager’s role in performance based pay and employee outcomes using self-administered questionnaires collected from employees at a district council in Peninsular Malaysia. The outcomes of the SmartPLS path model analysis showed that pay communication does not act as an important determinant of job satisfaction, but performance appraisal does act as an important determinant of job satisfaction. Conversely, pay communication and performance appraisal act as important determinants of organizational commitment. In addition, this study provides discussion, implications and conclusion

Communication impact on achieving public organization goals

Directory of Open Access Journals (Sweden)

Koniusz M.

2017-06-01

Full Text Available Employees are the most valuable resource of any organization regardless of whether it is a public or private organization. The effective functioning of the organization depends on many factors, but the key role is played by human factors. It is people in an organization to determine its success. However, an organization functions effectively not only just by employees’ presence. Communicative process is very important, that is the ability to communicate, and make decisions, and to understand what employees have to say doing their job duties. Relationships of an organization with the environment are equally important for the effective functioning of the organization. The development of appropriate relationships with clients, contractors, banks, etc., depends on whether the organization will succeed, or will be doomed to failure. The aim of this research is the attempt to depict the style of communication on the example of the employees at the Polish post office and the communication impact on the motivation of staff, the presentation of the main forms of communication not only between employees at different levels, but also the dialogue “an employee – a customer”, and the appearance while the communication process, which affects not only the employees of the organisational unit, but also customers.

Acquainting Future Office Employees with Productivity-Improvement Techniques.

Science.gov (United States)

Quible, Zane K.

1982-01-01

Examines factors affecting productivity (government regulations, energy costs, decline in the work ethic, capital investment, number of service workers, work force characteristics, management practices, and unions), and techniques to improve productivity (employee involvement, job structure, communication, flexitime, employee upgrading, incentive…

Telekomünikasyon Sektöründe Çalışan Personelin İletişim Becerileri Düzeylerinin İncelenmesi(A Study On Communication Skill Levels Of Telecommunication Sector Employees

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Edip ÖRÜCÜ

2013-01-01

Full Text Available The purpose of this study is to specify the communication skills of the specialist, who provide people the means to communicate over great distances, who provide the people the necessary infrasutructure for this connected world.Also is examined the difference in their definition of communication skills depending on their age, area of expertise, education level and time spent in the field.The subject group consists of 800 employees from companies X and Y.The data has been collected via the "Communication Skills Scale" survey which has been designed by Ersanlı and Balcı (1998, and the "Personal Information Form" which was prepared by the researcher with the aim of specifying the demographic information of employees.The data has been collected via the "Communication Skills Scale" survey which has been designed by Ersanlı and Balcı (1998, and the "Personal Information Form" survey designed by the researcher, and has been designed to specify demographic attributes.The income level of the participants was not examined, as private sector employees tend not to disclose this information.

The Influence of English Communication Ability on Income in Tourist Industry Frontline Employees of Siem Reap, Cambodia

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Jeffrey Stewart Morrow

2017-06-01

Full Text Available Siem Reap, Cambodia’s tourism growth has been remarkable. Since most tourists are native English speakers, tourist industry (TI employees need high levels of English communication ability (ECA to handle tasks effectively, but data in Cambodia has been difficult to find. To fill this gap, the author wanted to collect employees’ general and English education information during interviews in six TI related businesses, to assess their ECA, and to statistically examine interactions of English variables with income. The author created an English assessment test loosely based on the Common European Framework of Reference for Languages (CEFR. Statistical analysis found direct positive influence from English ability on income. Findings also showed that employees who have advanced levels of English ability earn USD200 per month, double the salary of garment workers. This type of research can be used profitably over the Internet in many research situations.

Leader communication approaches and patient safety: An integrated model.

Science.gov (United States)

Mattson, Malin; Hellgren, Johnny; Göransson, Sara

2015-06-01

Leader communication is known to influence a number of employee behaviors. When it comes to the relationship between leader communication and safety, the evidence is more scarce and ambiguous. The aim of the present study is to investigate whether and in what way leader communication relates to safety outcomes. The study examines two leader communication approaches: leader safety priority communication and feedback to subordinates. These approaches were assumed to affect safety outcomes via different employee behaviors. Questionnaire data, collected from 221 employees at two hospital wards, were analyzed using structural equation modeling. The two examined communication approaches were both positively related to safety outcomes, although leader safety priority communication was mediated by employee compliance and feedback communication by organizational citizenship behaviors. The findings suggest that leader communication plays a vital role in improving organizational and patient safety and that different communication approaches seem to positively affect different but equally essential employee safety behaviors. The results highlights the necessity for leaders to engage in one-way communication of safety values as well as in more relational feedback communication with their subordinates in order to enhance patient safety. Copyright © 2015 Elsevier Ltd. and National Safety Council. Published by Elsevier Ltd. All rights reserved.

Learning from Employee Communication during Technological Change

Science.gov (United States)

Law, Sweety

2009-01-01

Purpose: The purpose of this research is to examine stories of and by employees as they implemented a transformative organizational change, involving outsourcing, off-shoring, and the make-over induced by technology. Design/methodology/approach: Three types of data were analyzed--organizational documents, responses to oral and written questions,…

Employee Participation--A Practical Guide.

Science.gov (United States)

Wooden, Mark

1990-01-01

Despite the benefits of employee participation in decision making, it is not widespread. Making it work requires commitment, job security, training, access to information, communication channels, goal setting, flat organizational structures, and financial reinforcement. (SK)

ADMINISTRATOR’S ROLE IN PERFORMANCE BASED REWARD AS A DETERMINANT OF EMPLOYEE OUTCOMES

Directory of Open Access Journals (Sweden)

Azman ISMAIL

2015-06-01

Full Text Available According to the recent literature pertaining on workplace compensation program, administrators often play two important roles in planning and implementing performance based reward: communication and performance appraisal. Recent studies in this field highlights that the ability of administrators to appropriately communicate pay information and appraise employee performance may have a significant impact on employee outcomes, especially job satisfaction and organizational commitment. Therefore, this study was conducted to assess the relationship between administrator’s role in performance based reward and employee outcomes using self-administered questionnaires collected from employees at a district council in Malaysia. The outcomes of the SmartPLS path model analysis showed that pay communication does not act as an important determinant of job satisfaction, but performance appraisal does act as an important determinant of job satisfaction. Conversely, both pay communication and performance appraisal act as important determinants of organizational commitment. Hence, discussion, implications and conclusion are elaborated.

The increased use of information and communication technology (ICT among employees: Implications for work-life interaction

Directory of Open Access Journals (Sweden)

Wihan de Wet

2016-04-01

Full Text Available Technology has become one of society’s everyday functional tools, changing rapidly and providing widespread mobility. In South Africa alone, the number of Internet users grew from 8,5 million to 24,9 million in only three years (2011-2014. Currently, 90 per cent of these users access this facility from their mobile devices. Statistics illustrate that South Africans are moving towards a continuously connected lifestyle, a situation in which information and communication technology (ICT seems to have become ubiquitous. Given the rapid growth of ITC technology and its absorption into people’s lives (both personally and professionally, the general aim of the present research was to investigate the use of ICT among employees and how it affects their work-life interaction (WLI. The researcher employed a qualitative research approach in accordance with which a sample of 25 employees was interviewed. Interviews were recorded, transcribed and processed by means of thematic analyses. Three themes with corresponding sub-themes were extracted: use of ICT (i.e. in both work and family domains; challenges that ICT use presents; and the way in which employees manage their WLI by means of ICT. The participants experienced WLI as mostly negative. However, they also mentioned two different approaches that helped them manage interaction between their work and family domains. These approaches entail 1 applying limits to their use of ICT, and 2 using ICT to create flexibility. This article advises that organisations should consider adopting ICT to assist their employees in the management of these two domains. This could be done in two ways. First, organisations could implement a code of conduct or provide guidelines for eliminating the intrusive and excessive use of ICT, especially after working hours. Secondly, organisations could pilot or implement flexible working hours and possible telecommuting initiatives.

Workplace etiquette for the medical practice employee.

Science.gov (United States)

Hills, Laura

2010-01-01

Medical practice workplace etiquette is slowly being modified and fine-tuned. New workplace etiquette rules have become necessary because of advances in communications technology, shifting norms, and expectations of what constitutes good manners. Today's medical practice employees must concern themselves with traditional workplace manners but also the manners that come into play when they make or receive cell phone calls, text messages, and e-mails, and when they use social networking media outside of work. This article offers 25 rules for good manners in the medical practice that relate to the ways employees interact with people today, whether face-to-face or when using electronic communications technologies. It offers practical guidelines for making introductions both inside and outside the medical practice. This article also provides a self-quiz to help medical practice employees assess their workplace etiquette intelligence and 12 tips for good workplace table manners.

Prevalence and Knowledge Assessment of HIV and Non-Communicable Disease Risk Factors among Formal Sector Employees in Namibia.

Science.gov (United States)

Guariguata, Leonor; de Beer, Ingrid; Hough, Rina; Mulongeni, Pancho; Feeley, Frank G; Rinke de Wit, Tobias F

2015-01-01

The burden of non-communicable diseases (NCDs) is growing in sub-Saharan Africa combined with an already high prevalence of infectious disease, like HIV. Engaging the formal employment sector may present a viable strategy for addressing both HIV and NCDs in people of working age. This study assesses the presence of three of the most significant threats to health in Namibia among employees in the formal sector: elevated blood pressure, elevated blood glucose, and HIV and assesses the knowledge and self-perceived risk of employees for these conditions. A health and wellness screening survey of employees working in 13 industries in the formal sector of Namibia was conducted including 11,192 participants in the Bophelo! Project in Namibia, from January 2009 to October 2010. The survey combined a medical screening for HIV, blood glucose and blood pressure with an employee-completed survey on knowledge and risk behaviors for those conditions. We estimated the prevalence of the three conditions and compared to self-reported employee knowledge and risk behaviors and possible determinants. 25.8% of participants had elevated blood pressure, 8.3% of participants had an elevated random blood glucose measurement, and 8.9% of participants tested positive for HIV. Most participants were not smokers (80%), reported not drinking alcohol regularly (81.2%), and had regular condom use (66%). Most participants could not correctly identify risk factors for hypertension (57.2%), diabetes (57.3%), or high-risk behaviors for HIV infection (59.5%). In multivariate analysis, having insurance (OR:1.15, 95%CI: 1.03 - 1.28) and a managerial position (OR: 1.29, 95%CI: 1.13 - 1.47) were associated with better odds of knowledge of diabetes. The prevalence of elevated blood pressure, elevated blood glucose, and HIV among employees of the Namibian formal sector is high, while risk awareness is low. Attention must be paid to improving the knowledge of health-related risk factors as well as providing

Prevalence and Knowledge Assessment of HIV and Non-Communicable Disease Risk Factors among Formal Sector Employees in Namibia.

Directory of Open Access Journals (Sweden)

Leonor Guariguata

Full Text Available The burden of non-communicable diseases (NCDs is growing in sub-Saharan Africa combined with an already high prevalence of infectious disease, like HIV. Engaging the formal employment sector may present a viable strategy for addressing both HIV and NCDs in people of working age. This study assesses the presence of three of the most significant threats to health in Namibia among employees in the formal sector: elevated blood pressure, elevated blood glucose, and HIV and assesses the knowledge and self-perceived risk of employees for these conditions.A health and wellness screening survey of employees working in 13 industries in the formal sector of Namibia was conducted including 11,192 participants in the Bophelo! Project in Namibia, from January 2009 to October 2010. The survey combined a medical screening for HIV, blood glucose and blood pressure with an employee-completed survey on knowledge and risk behaviors for those conditions. We estimated the prevalence of the three conditions and compared to self-reported employee knowledge and risk behaviors and possible determinants.25.8% of participants had elevated blood pressure, 8.3% of participants had an elevated random blood glucose measurement, and 8.9% of participants tested positive for HIV. Most participants were not smokers (80%, reported not drinking alcohol regularly (81.2%, and had regular condom use (66%. Most participants could not correctly identify risk factors for hypertension (57.2%, diabetes (57.3%, or high-risk behaviors for HIV infection (59.5%. In multivariate analysis, having insurance (OR:1.15, 95%CI: 1.03 - 1.28 and a managerial position (OR: 1.29, 95%CI: 1.13 - 1.47 were associated with better odds of knowledge of diabetes.The prevalence of elevated blood pressure, elevated blood glucose, and HIV among employees of the Namibian formal sector is high, while risk awareness is low. Attention must be paid to improving the knowledge of health-related risk factors as well as

What CEOs Expect of Employees Hired for International Work.

Science.gov (United States)

Dirks, Ruthann; Buzzard, Janet

1997-01-01

Managers from 47 Kansas City companies identified skills and knowledge important for their international employees. Oral and written communication ranked highest, followed by exporting, customs, marketing, business etiquette, and protocol. Employees with high school education had markedly different overseas assignments than did college graduates.…

Hotel Employees' Japanese Language Experiences: Implications and Suggestions.

Science.gov (United States)

Makita-Discekici, Yasuko

1998-01-01

Analyzes the Japanese language learning experiences of 13 hotel employees in Guam. Results of the study present implications and suggestions for a Japanese language program for the hotel industry. The project began as a result of hotel employees frustrations when they were unable to communicate effectively with their Japanese guests. (Auth/JL)

Understanding Employee Awareness of Health Care Quality Information: How Can Employers Benefit?

Science.gov (United States)

Abraham, Jean; Feldman, Roger; Carlin, Caroline

2004-01-01

Objective To analyze the factors associated with employee awareness of employer-disseminated quality information on providers. Data Sources Primary data were collected in 2002 on a stratified, random sample of 1,365 employees in 16 firms that are members of the Buyers Health Care Action Group (BHCAG) located in the Minneapolis–St. Paul region. An employer survey was also conducted to assess how employers communicated the quality information to employees. Study Design In 2001, BHCAG sponsored two programs for reporting provider quality. We specify employee awareness of the quality information to depend on factors that influence the benefits and costs of search. Factors influencing the benefits include age, sex, provider satisfaction, health status, job tenure, and Twin Cities tenure. Factors influencing search costs include employee income, education, and employer communication strategies. We estimate the model using bivariate probit analysis. Data Collection Employee data were collected by phone survey. Principal Findings Overall, the level of quality information awareness is low. However, employer communication strategies such as distributing booklets to all employees or making them available on request have a large effect on the probability of quality information awareness. Employee education and utilization of providers' services are also positively related to awareness. Conclusions This study is one of the first to investigate employee awareness of provider quality information. Given the direct implications for medical outcomes, one might anticipate higher rates of awareness regarding provider quality, relative to plan quality. However, we do not find empirical evidence to support this assertion. PMID:15533188

Aiding troubled employees: the prevalence, cost, and characteristics of employee assistance programs in the United States.

Science.gov (United States)

Hartwell, T D; Steele, P; French, M T; Potter, F J; Rodman, N F; Zarkin, G A

1996-06-01

Employee assistance programs (EAPs) are job-based programs designed to identify and assist troubled employees. This study determines the prevalence, cost, and characteristics of these programs in the United States by worksite size, industry, and census region. A stratified national probability sample of more than 6400 private, nonagricultural US worksites with 50 or more full-time employees was contacted with a computer-assisted telephone interviewing protocol. More than 3200 worksites responded and were eligible, with a response rate of 90%. Approximately 33% of all private, nonagricultural worksites with 50 or more full-time employees currently offer EAP services to their employees, an 8.9% increase over 1985. These programs are more likely to be found in larger worksites and in the communications/utilities/transportation industries. The most popular model is an external provider, and the median annual cost per eligible employee for internal and external programs was $21.83 and $18.09, respectively. EAPs are becoming a more prevalent point of access to health care for workers with personal problems such as substance abuse, family problems, or emotional distress.

Employee perceptions of symbolic corporate identity elements and employer-employee relationships at Lonmin Platinum / L. Holtzhausen

OpenAIRE

Holtzhausen, Lida

2007-01-01

Large multi-national corporations experience more and more pressure to maintain good relationships with their stakeholders, including employees. Concurrent with this, the focus of Corporate Communication management has shifted from pure communication management to relationship management. Lonmin Platinum, a mining company within the South African mining and minerals sector is no exception in this regard. In fact, due to the apartheid legacy and government regulations that ar...

Effective communication during difficult conversations.

Science.gov (United States)

Polito, Jacquelyn M

2013-06-01

A strong interest and need exist in the workplace today to master the skills of conducting difficult conversations. Theories and strategies abound, yet none seem to have found the magic formula with universal appeal and success. If it is such an uncomfortable skill to master is it better to avoid or initiate such conversations with employees? Best practices and evidence-based management guide us to the decision that quality improvement dictates effective communication, even when difficult. This brief paper will offer some suggestions for strategies to manage difficult conversations with employees. Mastering the skills of conducting difficult conversations is clearly important to keeping lines of communication open and productive. Successful communication skills may actually help to avert confrontation through employee engagement, commitment and appropriate corresponding behavior

Using Communication Consultants to Rightsize Successfully.

Science.gov (United States)

Tudor, Thomas R.; Sleeth, Randall G.

1997-01-01

Argues that successful "rightsizing" requires that managers preserve the morale and productivity of the remaining employees. Finds a communication consultant can offer guidance on how to maintain employee morale, help employees perceive the layoffs as fair, take care of employees who have lost their jobs, assist management with layoff…

LEADERSHIP COMMUNICATION- AN EFFICIENT WAY TO MOTIVATE HUMAN CAPITAL

Directory of Open Access Journals (Sweden)

Nicoleta Valentina FLOREA

2016-05-01

Full Text Available Creating an appealing, a satisfaying, and a motivating work environment, employees will perceive these organizations more challenging, ethical responsible, economic and social supportive, more communicative and opened, and employees will work better and will be more involved in obtaining results. Organizations and its leadership may use financial and non-financial ways to motivate its employees in order to obtain performance and achieve its objectives. But, when incentive motivation is inadequate, non-financial motivation, such as: better communication, active listening, and feedback, or promotion, better career plans, and work groups, will encourge and motivate better its employees. In this paper we will show the importance of leadership communication in obtaining employees’ performance, by implementing a research and a model of a communication plan. We will also show that using better communication practices the leadership will improve workplace performance and satisfaction.

Employee motivations for self-censorship on social media

DEFF Research Database (Denmark)

Verhoeven, Joost W.H.; Voogt, Brendon; Madsen, Vibeke Thøis

While social media enable employee voice and stakeholder dialogue, sometimes self-censorship silences employees, because they feel it is too risky to speak up. This survey study among employees aims to unveil why employees employ self-censorship strategies when they communicate about work on social......, (3) omission of controversial content, and (4) consultation of peers. Secondly, we found that employees omit controversial content from their messages (i.e., the more narrow traditional understanding of self-censorship) to protect personal and corporate reputations. At the same time, they critically...... review social media content before publication to deal with the risk of harming the quality of conversations. This suggests that altruistic as well as egoistic motives underly self-censorship in work-related social media use....

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.

Understanding the real risks of changing employee benefit plans.

Science.gov (United States)

Kane, Jon; St Amour, Jeffrey

2005-01-01

In an environment of constant change, corporations are looking to alter employee benefits programs to make them more responsive to employee and business needs. A complete risk assessment process is the key to preparing for changes to employee benefits programs by providing employers with an analysis of cost savings against the potential negative ramifications of change. This article outlines the steps involved in a complete review of risk assessment. It then discusses how employers can develop successful change management communication strategies if, after conducting a risk assessment, employers decide to move forward with alterations to their employee benefits programs.

78 FR 61153 - Post-Employment Conflict of Interest Regulations; Exempted Senior Employee Positions

Science.gov (United States)

2013-10-03

... Regulations; Exempted Senior Employee Positions AGENCY: Office of Government Ethics (OGE). ACTION: Final rule... notice of the revocation of certain regulatory exemptions of senior employee positions at the Securities... employee'' for a period of one year from knowingly making, with the intent to influence, any communication...

Internal Crisis Communication Strategies to Protect Trust Relationships

DEFF Research Database (Denmark)

Mazzei, Alessandra; Ravazzani, Silvia

2015-01-01

Crisis communication has emerged as a hot topic after the global financial crisis that started in the second half of 2008. A survey of 61 Italian companies examined internal crisis communication strategies and the characteristics of that communication in order to understand the role...... of communication in safeguarding relationships of trust with employees. The main results show that companies have used poorly internal communication as a strategic lever to develop employee commitment and have adopted a broadly defensive approach that may undermine their intangible assets. The study offers...

Perceptions of Women Managers and Their Communicator Competencies.

Science.gov (United States)

Wheeless, Virginia Eman; Berryman-Fink, Cynthia

1985-01-01

Examined employee attitudes toward women in general and women as managers, and perceived communication competencies of women managers. Found that female employees demonstrated a more positive regard for women in general, a less traditional view of women as managers, and a more positive perception of their communication competencies. (PD)

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…

Communication Sufficiency Level of the Hotel Staff: A Research in Gaziantep Region

Directory of Open Access Journals (Sweden)

Atınç Olcay

2014-03-01

Full Text Available To attain customer satisfaction at the offered product and services to customers are leading activity which increase profit rates in hotel enterprises. The level of employees’ communication competence with customers is one of the important activity which cause customer satisfaction at hotel prises. The aim of this study was to evaluate hotel employees communication competence by the hotel customers who have gotton higher education and also to identify whether do customers’ gender higher education level and occupation any effect of the evaluation of employees level of communication competence.To perform of this aim, the questionnaire form was filled out to 400 hotel customers who stayed at 7 different hotels at Gaziantep region. According to the result, the communication competence level of employees was found as good, while customers gender and higher education level did not have any effect to evaluate employees level of communication competence at the hotel enterprises. However, It was found that customers’ occupation was an effect to evaluate employees level of communication competence by the hotel customers.

Nuclear Energy Has To Communicate

Energy Technology Data Exchange (ETDEWEB)

Bararu, Corina [Nuclearelectrica, 65 Polona St., Bucharest (Romania)

2008-07-01

The silence has been kept too long. Nuclear energy has to implement some strong communication strategies in order to firstly attract the most valuable employees, and secondly to develop on the long term. The paper presents arguments and means for the nuclear energy companies to communicate on the inside and the outside of their organizations. Firstly, the internal communication of a nuclear power plant organization is as important as completing it's object of activity, it is a basic element for a strong image of the company and of the industry on the outside. If (executive) employees acknowledge the importance of the company and industry they work for, surely this message will be supported by external parties as well. Employees do not simply work in an office like theirs, but for a nuclear plant and they should become the first exponents of the industry, with respect to the theory that every employee is a marketer of their business. In order to accomplish this, a strong organization has to be built and healthy work environment has to be put into place. The most time and cost efficient methods, in order to attain high group adherence of the employees are group-ware applications, developed on an intranet platform, inside the company. Another means of motivation of the present and future employees are interactive exchange programs between companies from different countries. An issue that stands in the way of opening the way to communicate with the public is the degree of technicality implied by the energy industry, in particular the nuclear sector. Secondly, the external communication of such a company may solve - on the long term - the current personnel crisis in the Nuclear Energy sector, if targeted toward this direction. An external communication strategy would raise the level of public acceptance regarding the nuclear energy. One of the means of putting it into practice would have to be: internships for students, in order to allow young people to test being a

Nuclear Energy Has To Communicate

International Nuclear Information System (INIS)

Bararu, Corina

2008-01-01

The silence has been kept too long. Nuclear energy has to implement some strong communication strategies in order to firstly attract the most valuable employees, and secondly to develop on the long term. The paper presents arguments and means for the nuclear energy companies to communicate on the inside and the outside of their organizations. Firstly, the internal communication of a nuclear power plant organization is as important as completing it's object of activity, it is a basic element for a strong image of the company and of the industry on the outside. If (executive) employees acknowledge the importance of the company and industry they work for, surely this message will be supported by external parties as well. Employees do not simply work in an office like theirs, but for a nuclear plant and they should become the first exponents of the industry, with respect to the theory that every employee is a marketer of their business. In order to accomplish this, a strong organization has to be built and healthy work environment has to be put into place. The most time and cost efficient methods, in order to attain high group adherence of the employees are group-ware applications, developed on an intranet platform, inside the company. Another means of motivation of the present and future employees are interactive exchange programs between companies from different countries. An issue that stands in the way of opening the way to communicate with the public is the degree of technicality implied by the energy industry, in particular the nuclear sector. Secondly, the external communication of such a company may solve - on the long term - the current personnel crisis in the Nuclear Energy sector, if targeted toward this direction. An external communication strategy would raise the level of public acceptance regarding the nuclear energy. One of the means of putting it into practice would have to be: internships for students, in order to allow young people to test being a

Nuclear Energy Has To Communicate

Energy Technology Data Exchange (ETDEWEB)

Bararu, Corina [Nuclearelectrica, 65 Polona St., Bucharest (Romania)

2008-07-01

The silence has been kept too long. Nuclear energy has to implement some strong communication strategies in order to firstly attract the most valuable employees, and secondly to develop on the long term. The paper presents arguments and means for the nuclear energy companies to communicate on the inside and the outside of their organizations. Firstly, the internal communication of a nuclear power plant organization is as important as completing it's object of activity, it is a basic element for a strong image of the company and of the industry on the outside. If (executive) employees acknowledge the importance of the company and industry they work for, surely this message will be supported by external parties as well. Employees do not simply work in an office like theirs, but for a nuclear plant and they should become the first exponents of the industry, with respect to the theory that every employee is a marketer of their business. In order to accomplish this, a strong organization has to be built and healthy work environment has to be put into place. The most time and cost efficient methods, in order to attain high group adherence of the employees are group-ware applications, developed on an intranet platform, inside the company. Another means of motivation of the present and future employees are interactive exchange programs between companies from different countries. An issue that stands in the way of opening the way to communicate with the public is the degree of technicality implied by the energy industry, in particular the nuclear sector. Secondly, the external communication of such a company may solve - on the long term - the current personnel crisis in the Nuclear Energy sector, if targeted toward this direction. An external communication strategy would raise the level of public acceptance regarding the nuclear energy. One of the means of putting it into practice would have to be: internships for students, in order to allow young people to test being

Studies of the relationship between employee`s safety consciousness, morale, and supervisor`s leadership in nuclear power plant

Energy Technology Data Exchange (ETDEWEB)

Misumi, Jyuji; Hiraki, Tadao; Sakurai, Yukihiro [Institute of Nuclear Safety System Inc., Kyoto (Japan); Yoshida, Michio; Misumi, Emiko; Tokudome, Eiji

1996-09-01

This study examined the relationship between employee`s safety consciousness, morale, and supervisor`s leadership using multiple regression analysis. Respondents were 2152 male employees who were working at nuclear power plants (operation division, maintenance division, and joint companies). Main results were as follows. (1) Individual morale variables, such as `work motivation` and `mental hygine`, were correlated with leadership M behavior rather than with P behavior. On the other hand, group morale variables, such as `teamwork` and `meeting quality`, were correlated with both P and M behavior. These results shows P and M leadership affect the employee`s morale. (2) With regard to safety consciousness variables, `communication` and `work place norm` to ensure safety were strongly correlated to leadership both P and M behavior. However, neither `sense of tension to ensure safety` nor `experiencing cold shiver` were related to leadership P or M behavior. It was suggested that practices for accidents prevention in workplace are related to supervisor`s P and M leadership behavior. (3) `Sense of tension` to ensure safety and `experiencing cold shiver` were negatively correlated with `mental hygine`, but positively correlated with `work motivation`. These results suggest that increase of the work motivation might improve employee`s awareness and ability for detecting human errors. (author)

Disability management practices in Ontario workplaces: employees' perceptions.

Science.gov (United States)

Westmorland, Muriel G; Williams, Renee M; Amick, Ben C; Shannon, Harry; Rasheed, Farah

2005-07-22

The purpose of this study was to obtain employees' perceptions about disability management (DM) at their workplaces. Data were obtained from focus group interviews and individual telephone interviews with 58 employees who had sustained a work-related injury or disability in Ontario, Canada. Participants also completed a 22-item Organizational Policies and Practices (OPP) Questionnaire that asked questions about workplace DM practices. Respondents emphasized the need for job accommodation, the importance of open and clear communication and the necessity of job retraining. The provision of ergonomic modifications to their worksites and the development of meaningful and specific DM policies and procedures were seen as key to a comprehensive workplace DM program. Education about health and safety also was identified as an important component of creating a supportive workplace environment. The OPP questionnaire showed good internal consistency (Cronbach's alpha=0.95) and discriminant validity. This study demonstrates the importance of workplaces communicating with their employees and respecting their opinions when establishing and carrying out DM policies and practices. The OPP Questionnaire is useful in determining how DM is managed in the workplace.

Employee stress management: An examination of adaptive and maladaptive coping strategies on employee health.

Science.gov (United States)

Holton, M Kim; Barry, Adam E; Chaney, J Don

2015-01-01

Employees commonly report feeling stressed at work. Examine how employees cope with work and personal stress, whether their coping strategies are adaptive (protective to health) or maladaptive (detrimental to health), and if the manner in which employees cope with stress influences perceived stress management. In this cross-sectional study, a random sample of 2,500 full-time university non-student employees (i.e. faculty, salaried professionals, and hourly non-professionals) were surveyed on health related behaviors including stress and coping. Approximately 1,277 completed the survey (51% ). Hierarchical logistic regression was used to assess the ability of adaptive and maladaptive coping strategies to predict self-reported stress management, while controlling for multiple demographic variables. Over half of employees surveyed reported effective stress management. Most frequently used adaptive coping strategies were communication with friend/family member and exercise, while most frequently used maladaptive coping strategies were drinking alcohol and eating more than usual. Both adaptive and maladaptive coping strategies made significant (p stress management. Only adaptive coping strategies (B = 0.265) predicted whether someone would self-identify as effectively managing stress. Use of maladaptive coping strategies decreased likelihood of self-reporting effective stress management. Actual coping strategies employed may influence employees' perceived stress management. Adaptive coping strategies may be more influential than maladaptive coping strategies on perceived stress management. Results illustrate themes for effective workplace stress management programs. Stress management programs focused on increasing use of adaptive coping may have a greater impact on employee stress management than those focused on decreasing use of maladaptive coping. Coping is not only a reaction to stressful experiences but also a consequence of coping resources. Thereby increasing the

Analysis of Employee's Survey for Preventing Human-Errors

International Nuclear Information System (INIS)

Sung, Chanho; Kim, Younggab; Joung, Sanghoun

2013-01-01

Human errors in nuclear power plant can cause large and small events or incidents. These events or incidents are one of main contributors of reactor trip and might threaten the safety of nuclear plants. To prevent human-errors, KHNP(nuclear power plants) introduced 'Human-error prevention techniques' and have applied the techniques to main parts such as plant operation, operation support, and maintenance and engineering. This paper proposes the methods to prevent and reduce human-errors in nuclear power plants through analyzing survey results which includes the utilization of the human-error prevention techniques and the employees' awareness of preventing human-errors. With regard to human-error prevention, this survey analysis presented the status of the human-error prevention techniques and the employees' awareness of preventing human-errors. Employees' understanding and utilization of the techniques was generally high and training level of employee and training effect on actual works were in good condition. Also, employees answered that the root causes of human-error were due to working environment including tight process, manpower shortage, and excessive mission rather than personal negligence or lack of personal knowledge. Consideration of working environment is certainly needed. At the present time, based on analyzing this survey, the best methods of preventing human-error are personal equipment, training/education substantiality, private mental health check before starting work, prohibit of multiple task performing, compliance with procedures, and enhancement of job site review. However, the most important and basic things for preventing human-error are interests of workers and organizational atmosphere such as communication between managers and workers, and communication between employees and bosses

E-mail communication patterns and job burnout

Science.gov (United States)

2018-01-01

A considerable body of research has documented the negative effects of job burnout on employees and their organizations, emphasizing the importance of the identification of early signs of the phenomenon for the purposes of prevention and intervention. However, such timely identification is difficult due to the time and cost of assessing the burnout levels of all employees in an organization using established scales. In this paper, we propose an innovative way to identify employees at risk of job burnout by analyzing their e-mail communication patterns. Building on the Job Demands–Resources model, we theorize about the relationship between e-mail communication patterns and levels of employee exhaustion and disengagement (two dimensions of burnout). We analyzed 52,190 e-mails exchanged between 57 employees of a medium sized R&D company over a five-month period. We then related these employees’ communication patterns to their levels of burnout, collected using an established scale (the OLBI–Oldenburg Burnout Inventory). Our results provide support for the overall proposition of the paper, that e-mail communications can be used to identify individuals at risk of job burnout. Our models explain up to 34% of the variance of burnout and up to 37% and 19% respectively of the variance of exhaustion and disengagement. They also successfully distinguish between employees with a higher risk of burnout and those with lower levels of risk (F1 score of 84% with recall of 100% and 73% precision). We discuss the implications of our results and present suggestions for future research. PMID:29518128

Internal Communication and Social Dialogue in Knowledge-Based Organizations

Directory of Open Access Journals (Sweden)

Diana-Maria CISMARU

2014-02-01

Full Text Available Knowledge-based organizations are constructed on intangible assets, such as the expertise and the values of the employees. As a consequence, motivation and professional excellence of employees are the main objectives of management teams. For this type of organizations, considered as true “knowledge systems”, the employees represent the most valuable resource that is not motivated only through financial means, but also through internal communication, autonomy or social rewards. The research of Eurofound shows that knowledge-based organizations have a low number of trade unions, while professional associations are more relevant for them. There is no tradition to defend through negotiation the working conditions of employees, thus it is important for managers to use the best practices, in order to increase the employees’ loyalty. We conducted a qualitative research concerning the quality of professional life of employees in five sectors of knowledge-based services: advertising-marketing, IT, banking and finance, research and development, and higher education; 15-20 employees from each sector were interviewed. Some of the questions referred directly to trade unions and affiliation, and also to internal communication. Although the results showed a different situation in each of the five sectors, there are few common characteristics: descendant communication is more frequent than ascendant communication, trade unions were reported as missing, unrepresentative or not very active, and the greatest part of employees in this sector are not affiliated, facts that limits the possibility of maintaining employees’ motivation on long term.

[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.

Effective Interpersonal Communication for Foreign Managers to Indonesian - CO Workers

Directory of Open Access Journals (Sweden)

Respati Wulandari

2014-05-01

Full Text Available Interpersonal communication tends to guide the way of management in companies worldwide. For multinational company, where expatriate is exist to blend with local partners or employee, the way they communicate to each other will determine the future of their company communication activities. The result of this research could be utilized by foreign managers and their Indonesian colleagues. Based on this research, which is supported by qualitative and literature methods, it can be found the effective method of communication to enhance job performance. The purpose of qualitative method that used by the author is to gain much information from employees and foreign managers in several companies. Besides interviewing them, author also joined in their interpersonal. The effective way of interpersonal communication to improve employee working performance is to form a sharing forum, informal meetings or communities of practice.

Crisis communication. Lessons from 9/11.

Science.gov (United States)

Argenti, Paul

2002-12-01

The sheer enormity of last year's terrorist attacks on the World Trade Center and the Pentagon gave new meaning to the term "crisis management." Suddenly, companies near Ground Zero, as well as those more than a thousand miles away, needed a plan. Because the disasters disrupted established channels not only between businesses and customers but between businesses and employees, internal crisis-communications strategies that could be quickly implemented became a key responsibility of top management. Without these strategies, employees' trauma and confusion might have immobilized their firms and set their customers adrift. In this article, executives from a range of industries talk about how their companies, including Morgan Stanley, Oppenheimer Funds, American Airlines, Verizon, the New York Times, Dell, and Starbucks, went about restoring operations and morale. From his interviews with these individuals, author and management professor Paul Argenti was able to distill a number of lessons, each of which, he says, may "serve as guideposts for any company facing a crisis that undermines its employees' composure, confidence, or concentration." His advice to senior executives includes: Maintain high levels of visibility, so that employees are certain of top management's command of the situation and concern; establish contingency communication channels and work sites; strive to keep employees focused on the business itself, because a sense of usefulness enhances morale and good morale enhances usefulness; and ensure that employees have absorbed the firm's values, which will guide them as they cope with the unpredictable. The most forward-thinking leaders realize that managing a crisis-communications program requires the same dedication and resources they give to other dimensions of their business. More important, they realize that their employees always come first.

Communication Technology: Pros and Cons of Constant Connection to Work

Science.gov (United States)

Diaz, Ismael; Chiaburu, Dan S.; Zimmerman, Ryan D.; Boswell, Wendy R.

2012-01-01

We examined the relationship between employees' attitudes related to communication technology (CT) flexibility, communication technology (CT) use, work-to-life conflict and work satisfaction. Based on data obtained from 193 employees, CT flexibility predicted more CT use. Further, CT use was associated not only with increased work satisfaction,…

The Engagement of Employees as a Key to Corporate Success

Directory of Open Access Journals (Sweden)

Ole Bloch Jensen

2012-11-01

Full Text Available One of the major barriers to achieving a higher level of corporate success is the lack of employee engagement. The main goal of this article is to propose the process of engaging all employees and thus setting the scene for the future of their organisation. In the author's opinion, the only resource that most organizations do not fully utilize is the engagement and full potential of their employees. The author explains the signs of disengagement and discusses its causes. They are mainly in the area of soft processes of management, in leadership, motivation and communication. It is the author's belief that the engagement of employees strongly depends on their managers, above all their managers' soft skills. The process of how to build and develop the interest and involvement of employees is described in detail. Furthermore, the importance of manager-employees relationships for engagement is emphasized.

Managing Changes with focus on Employee Involvement and Learning

DEFF Research Database (Denmark)

Kofoed, L.B.; Rosenørn, T.U.; Jensen, Lars Peter

1999-01-01

in the experimentarium, and it is shown that the role of managers and supervisors is very important for the outcome of the learning. Results from work in experimentaria show that management and employees have unclear, different and not communicated expectations to each other and that this is a barrier for a successful......The initiating question guiding this study is how employee participation can be established during an organisational change process in order to ensure the employees' involvement in the design of their future work environment. A case study where an "experimentarium" (learning lab) was set up...... in a medium size Danish company (200 employees) is presented in this paper. The study shows that management as well as employees have to learn respectively to manage and to participate in the change process and to deal with the unforeseen problems during the change process. The case study demonstrates...

ANALISIS PENGARUH HUBUNGAN KARYAWAN ( EMPLOYEE RELATION ) TERHADAP KEPUASAN KERJA KARYAWAN PT. MENARA KARTIKA BUANA DI KARANGANYAR

OpenAIRE

Nur Ahmad; Didik Hermawan

2013-01-01

The purpose of this study is to empirically examine the effect of employee relations consisting of employee communication, guidance and discipline affect the job satisfaction of employees of PT. Kartika Tower Buana in Karanganyar and knowing the relationship among the employee relations of the most dominant influence on job satisfaction of employees of PT. Kartika Tower Buana in Karanganyar. Based on the results of this research can enrich the study of the phenomenon of employe...

Organizational communication process

OpenAIRE

Kenan Spaho

2012-01-01

Managers spend majority of their time communicating in several forms: meeting, face-to –face dis- cussion, letters, emails etc. Also more and more employees realize that communication is a very im- portant part of their work because a lot of their work activities are based on teamwork among workers in different functional groups. This is the reason why communication has become more important in companies. The experience shows that there are significant differences in manners of ...

Organizational Communication and Burnout Symptoms

NARCIS (Netherlands)

ter Hoeven, C.L.; de Jong, Menno D.T.; Peper, Bram

2006-01-01

Job burnout is a psychological response to work stress. Many studies have been conducted measuring burnout and its causes and consequences. The research into causes of burnout brings up various communication-related constructs, but the relationships with feedback employees receive and communication

An evaluation of internal communication in the local council of Moqhaka Municipality

Directory of Open Access Journals (Sweden)

Lazarus Mohapi Maleho

2011-01-01

Full Text Available Municipalities face the task of communicating their policies and practices to employees. Their purpose is to achieve an understanding of their strategies by all stakeholders, including their employees. The research conducted exhibited evidence that Moqhaka Municipality in Free State Province of South Africa recognised the need to address the issue of internal communications but had not been involved in any in-depth assessment of its internal communications, nor did it have a written internal communication strategy. The first stage of the empirical study was to identify the current communication strategy within the particular municipality. Official documents were analysed and qualitative semi-structured interviews were conducted with key role players selected according to their expertise, availability and knowledge regarding the research topic. In the second stage the researcher focused on the employees’ perceptions and needs with regard to the internal communication at their workplace. To gather information, self-administered open and closed-ended questionnaires were distributed to employees. It was established through the literature study, that a need does exist for the internal communication to undergo regular evaluation. The results showed a general dissatisfaction in respect of communication and specific dissatisfaction in relation to particular areas of the organisation. The findings demonstrate not only the need to evaluate communication in an organisation on a regular basis, but also the importance of communication to employees, and the general need for improved organisational communication.

16 CFR 1031.15 - Communication criteria.

Science.gov (United States)

2010-01-01

... nature and a report of each oral communication of a substantive nature between a Commission official or... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Communication criteria. 1031.15 Section 1031... Communication criteria. (a) Commission officials and employees, who are not in the positions listed in § 1031.12...

Organizational communication process

Directory of Open Access Journals (Sweden)

Kenan Spaho

2012-12-01

Full Text Available Managers spend majority of their time communicating in several forms: meeting, face-to –face dis- cussion, letters, emails etc. Also more and more employees realize that communication is a very im- portant part of their work because a lot of their work activities are based on teamwork among workers in different functional groups. This is the reason why communication has become more important in companies. The experience shows that there are significant differences in manners of communication and that it appears to be a very important factor which makes some organizations more successful than others. Communication is the most important for managers because research shows that the spent long period in work time in communication.

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

Science.gov (United States)

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

2017-07-01

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

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...

Older Workers' Communication Satisfaction in the Lodging Industry.

Science.gov (United States)

Fu, Yao-Yi; Mount, Daniel J.

2002-01-01

Usable responses from 374 hotel employees compared the satisfaction with workplace communications of younger (n=80) and older workers (n=81). Differences in terms of downward and vertical communication, corporate information, communication climate, feedback, and coworker communication suggest different ways to manage workers. (Contains 33…

Creating a culture where employee engagement Thrives

International Nuclear Information System (INIS)

Don Groover, C.S.P.

2007-01-01

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

Creating a culture where employee engagement Thrives

Energy Technology Data Exchange (ETDEWEB)

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

2007-07-01

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

Employers' Demand for and the Provision of Part-Time Higher Education for Employees.

Science.gov (United States)

Trotman-Dickenson, Danusia

1987-01-01

A study of public and private employers' demand for part-time higher education for their employees and the response of institutions is reported. The study focuses on Wales and on the regional economic and social trends affecting educational demand and supply. Improved communication between employers, employees, and institutions is recommended.…

Internal communication: challenges and instruments

International Nuclear Information System (INIS)

Stiopol, Mihaela; Rizea, Lavinia

2007-01-01

Mike Hughes, the publisher for Publicity Express once said that 'Without Public Relations a terrible thing happens: nothing'. The term 'Public Relations' describes the efficient and coherent organization of external and internal communication. A company has an external public and an internal one as well. The employees of an organization are important carriers of the message the organization wants to transmit, but moreover, they are the driving engine behind the success of an enterprise. Better informed employees are more confident and prepared to get involved in challenging tasks such as obtaining public support for nuclear power. Internal communication is the continuous flux of information on all hierarchic levels both horizontally and vertically. The efficient usage of internal communication tools brings great advantages and benefits for the managers and the personnel of an organization. Despite this, organizing an integrated internal communication strategy is a challenging effort for any PR department. The paper deals with the instruments of internal communication, the obstacles usually encountered and the possibilities to apply an integrated strategy in large companies operating in the nuclear field. (authors)

Managing Changes With Focus on Employee Involvement and Learning

DEFF Research Database (Denmark)

Kofoed, Lise Busk; Rosenørn, Torben

2000-01-01

The initiating question guiding this study is how employee participation can be established during an organisational change process in order to ensure the employees' involvement in the design of their future work environment. A case study where an "experimentarium" (learning lab) was set up...... that it is feasible to generate employee participation in designing their future working environment in the experimentarium when careful attention is given to the influence of situational factors and the work in the experimentarium is supported by management. Furthermore a common learning process was started...... in the experimentarium, and it is shown that the role of managers and supervisors is very important for the outcome of the learning. Results from work in experimentaria show that management and employees have unclear, different and not communicated expectations to each other and that this is a barrier for a successful...

Communications and media services

Science.gov (United States)

Mcculla, James W.; Kukowski, James F.

1990-01-01

NASA's internal and external communication methods are reviewed. NASA information services for the media, for the public, and for employees are discussed. Consideration is given to electron information distribution, the NASA TV-audio system, the NASA broadcast news service, astronaut appearances, technology and information exhibits, speaker services, and NASA news reports for internal communications. Also, the NASA worldwide electronic mail network is described and trends for future NASA communications and media services are outlined.

Clustering of risk factors for non-communicable disease and healthcare expenditure in employees with private health insurance presenting for health risk appraisal: a cross-sectional study.

Science.gov (United States)

Kolbe-Alexander, Tracy L; Conradie, Jaco; Lambert, Estelle V

2013-12-21

The global increase in the prevalence of NCD's is accompanied by an increase in risk factors for these diseases such as insufficient physical activity and poor nutritional habits. The main aims of this research study were to determine the extent to which insufficient physical activity (PA) clustered with other risk factors for non-communicable disease (NCD) in employed persons undergoing health risk assessment, and whether these risk factors were associated with higher healthcare costs. Employees from 68 companies voluntarily participated in worksite wellness days, that included an assessment of self-reported health behaviors and clinical measures, such as: blood pressure (BP), Body Mass Index (BMI), as well as total cholesterol concentrations from capillary blood samples. A risk-related age, 'Vitality Risk Age' was calculated for each participant using an algorithm that incorporated multiplicative pooled relative risks for all cause mortality associated with smoking, PA, fruit and vegetable intake, BMI, BP and cholesterol concentration. Healthcare cost data were obtained for employees (n = 2 789). Participants were 36±10 years old and the most prevalent risk factors were insufficient PA (67%) and BMI ≥ 25 (62%). Employees who were insufficiently active also had a greater number of other NCD risk factors, compared to those meeting PA recommendations (chi2 = 43.55; p employees meeting PA guidelines had significantly fewer visits to their family doctor (GP) (2.5 versus 3.11; p Physical inactivity was associated with clustering of risk factors for NCD in SA employees. Employees with lower BMI, better self-reported health status and readiness to change were more likely to meet the PA guidelines. These employees might therefore benefit from physical activity intervention programs that could result in improved risk profile and reduced healthcare expenditure.

Internal marketing for engaging employees on the corporate responsibility journey

Directory of Open Access Journals (Sweden)

Isabel Sanchez-Hernandez

2012-06-01

Full Text Available Purpose: The purpose of this paper is to explore whether internal marketing could be a powerful tool for engaging employees on the corporate responsibility journey. Design/methodology/approach: In the absence of empirical work linking internal marketing efforts in organizations and employee engagement in corporate responsibility issues, a conceptual approach based on literature review is carried out to determine the existing possibilities provided by internal marketing to enhance corporate responsibility.Findings: Reflexion from the extant literature indicates that, because employee engagement matters, internal responsibility should be put first. The internal marketing umbrella, including ‘selling internally’ the idea of responsibility, facilitating internal communication, enhancing corporate volunteering or the possibility to become a social intrapreneur, could help to align employees´ needs with corporate responsibility goals.Practical implications: The results suggest that managers must ensure that internal aspects of management, such as internal communication and employee commitment are taken into account in order to get success in corporate responsibility issues. Managers need to be more proactive trying to introduce the marketing function in human capital issues. Understanding employees´ wants and needs and selling internally responsibility goals would make external efforts in developing a responsible strategy much more likely to succeed.Originality/value: Reflecting the literature which highlights the importance of internal marketing, we pay particular attention to their role on promoting corporate responsibility internally. The results indicate that while organizations strive to achieve corporate responsibility goals, it is expected that effectiveness will be greater among organizations using internal marketing tools for this purpose. To the best of our knowledge is the first time this relationship has been academically discussed

Analysis of Employee's Survey for Preventing Human-Errors

Energy Technology Data Exchange (ETDEWEB)

Sung, Chanho; Kim, Younggab; Joung, Sanghoun [KHNP Central Research Institute, Daejeon (Korea, Republic of)

2013-10-15

Human errors in nuclear power plant can cause large and small events or incidents. These events or incidents are one of main contributors of reactor trip and might threaten the safety of nuclear plants. To prevent human-errors, KHNP(nuclear power plants) introduced 'Human-error prevention techniques' and have applied the techniques to main parts such as plant operation, operation support, and maintenance and engineering. This paper proposes the methods to prevent and reduce human-errors in nuclear power plants through analyzing survey results which includes the utilization of the human-error prevention techniques and the employees' awareness of preventing human-errors. With regard to human-error prevention, this survey analysis presented the status of the human-error prevention techniques and the employees' awareness of preventing human-errors. Employees' understanding and utilization of the techniques was generally high and training level of employee and training effect on actual works were in good condition. Also, employees answered that the root causes of human-error were due to working environment including tight process, manpower shortage, and excessive mission rather than personal negligence or lack of personal knowledge. Consideration of working environment is certainly needed. At the present time, based on analyzing this survey, the best methods of preventing human-error are personal equipment, training/education substantiality, private mental health check before starting work, prohibit of multiple task performing, compliance with procedures, and enhancement of job site review. However, the most important and basic things for preventing human-error are interests of workers and organizational atmosphere such as communication between managers and workers, and communication between employees and bosses.

What's that, you say? Employee expectations of privacy when using employer-provided technology--and how employers can defeat them.

Science.gov (United States)

Herrin, Barry S

2012-01-01

Two 2010 court cases that determined the effectiveness of policies governing employees' use of employer-provided communication devices can be used to guide employers when constructing their own technology policies. In light of a policy that stated that "users should have no expectation of privacy or confidentiality," one case established that the employer was in the right. However, a separate case favored the employee due, in part, to an "unclear and ambiguous" policy. Ultimately, employers can restrict the use of employer-furnished technology by employees by: 1) clearly outlining that employees do not have a reasonable expectation of privacy in their use of company devices; 2) stating that any use of personal e-mail accounts using employer-provided technology will be subject to the policy; 3) detailing all technology used to monitor employees; 4) identifying company devices covered; 5) not exposing the content of employee communications; and 6) having employees sign and acknowledge the policy.

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.

Employers' experience of employees with cancer: trajectories of complex communication

NARCIS (Netherlands)

Tiedtke, C. M.; Dierckx de Casterlé, B.; Frings-Dresen, M. H. W.; de Boer, A. G. E. M.; Greidanus, M. A.; Tamminga, S. J.; de Rijk, A. E.

2017-01-01

Purpose Remaining in paid work is of great importance for cancer survivors, and employers play a crucial role in achieving this. Return to work (RTW) is best seen as a process. This study aims to provide insight into (1) Dutch employers' experiences with RTW of employees with cancer and (2) the

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

Utilizing the Myers-Briggs Personality Inventory in Employee Assistance Program Workplace Seminars.

Science.gov (United States)

Aviles, Christopher B.

Social work educators are being called upon more often to deliver employee workplace seminars for community agencies on a variety of topics ranging from burnout and stress management to improving workplace communication and managing workplace conflicts. One tool that addresses workplace communication is the Myers-Briggs Type Indicator (MBTI). It…

Impact of organizational socialization towards employees' social adaptation

Directory of Open Access Journals (Sweden)

Ratković-Njegovan Biljana

2014-01-01

Full Text Available The paper discusses the importance of organizational socialization as a process of gaining knowledge on the organizational success of employees' social adaptation and encouraging their social competence. Organizational socialization as a scientific discipline as well as practically oriented adjustment activity towards employees' working environment has developed methodology and tactics of socio-cognitive, behavioural and motivational encouragement of employees to the acceptance of organizational culture. It is assumed that in the process of organizational socialization, in addition to professional and organizational adaptation, the focus is on the development of employees' social competences. Although within the evaluated performance appraisal of social competence is only estimated, and also neglected in the overall assessment of employees' work performance, organizational climate for good social skills is of great importance due to the fact that enhanced social and interpersonal communication and interaction can increase operating synergies and contribute to better business results. Although social skills are an important element of human capital, they are still insufficiently recognized as a form of intangible resources that participate in the long-term value creation. The deficit in this area can lead to the problems in performance of human relations at the workplace.

Communication Satisfaction in the Bank: An Audit Evaluation.

Science.gov (United States)

Walther, Joseph B.

1988-01-01

Evaluates structural influences on perceived communication adequacy in a multi-branch banking organization. Uses a communication audit to determine which groups within the banking system were experiencing dissatisfaction with received communication. Finds that part-time employees were significantly less satisfied than hourly workers. (MM)

ANALISIS PENGARUH HUBUNGAN KARYAWAN ( EMPLOYEE RELATION TERHADAP KEPUASAN KERJA KARYAWAN PT. MENARA KARTIKA BUANA DI KARANGANYAR

Directory of Open Access Journals (Sweden)

Nur Ahmad

2013-12-01

satisfaction of employees of PT. Kartika Tower Buana Karanganyar. The coefficient of determination (R2 of 0.533; meant that communication, guidance, discipline can explain the causes of the rising and falling job satisfaction of employees of PT. Kartika Tower Buana Karanganyar by 53.3%, while the remaining 46.7% can be explained by other variables outside the model. The calculations show that discipline is a variable that has a value of beta coefficient greater when compared with the performance, that is equal to 0.415. This suggests that discipline is the most dominant influence on job satisfaction of employees of PT. Kartika Tower Buana Karanganyar compared with guidance and communication.

Change Communication: Facts and Fictions

Directory of Open Access Journals (Sweden)

Jürgen Mühlbacher

2012-11-01

Full Text Available Change communication is today seen as one of the most important tools enabling successful change processes. Unfortunately, change communication literature is mainly dominated by consultants. This leads to a high number of different checklists and lists of change communication tools, selling different concepts of consulting, most of them with a holistic, one-size-fits-all perspective. However, corporate communication in general and change communication in particular has to be seen as core competence of management. Top managers have to develop trust and communicate their vision of the future; middle managers should communicate and operationalize goals, so that employees have a sense of hope and orientation. These functions cannot easily be outsourced! What are missing in the majority of publications are empirically based tests of the effectiveness and the efficiency of change communication tools. Therefore, in order to increase the efficiency of change communication, this explorative study will offer an empirical survey of different tools and their attribution concerning informational aspects and behavioural influence in the context of a present day merger in the banking sector. Based on 39 semi-structured interviews, the results will show the different information needs of employees and managers and a lack of behavioural modifications. The current distribution of information leads to high costs and a high degree of confusion. Therefore, a kind of target group segmentation is needed to improve information flows and to develop motivation. This can be a first step to developing a new approach for change communication with a company-specific perspective on efficient change communication.

Effect of the Intervention Based on New Communication Technologies and the Social-Cognitive Theory on the Weight Control of the Employees with Overweight and Obesity.

Science.gov (United States)

Abdi, Jalal; Eftekhar, Hassan; Mahmoodi, Mahmood; Shojayzadeh, Davood; Sadeghi, Roya; Saber, Maryam

2015-01-01

Work settings provide a unique opportunity for health promotion interventions. Considering the issue of obesity in employees, this study was conducted to evaluate the effect of the intervention based on new communication technologies and the social cognitive theory on weight control in the governmental employees of Hamadan City, western Iran in 2014. This randomized control trial study was conducted in "telephone- assisted intervention", "web- assisted intervention", and "control" groups comprising 435 employees of Hamadan City with overweight or obesity in 2014 (Ethics Committee Code: 93/D/130/1139). The educational intervention was performed for 6 months under the title of "lifestyle program". Then, the participants were evaluated in terms of weight and changes in the constructs of the social-cognitive theory 6 and 9 months after the intervention. A researcher-made questionnaire based on the Dishman and Dewar questionnaires was used to evaluate the constructs of social-cognitive theory. The data were collected and analyzed using SPSS-20. The lifestyle intervention resulted in a weight loss of 1.92 and 1.08 kg in the telephone-assisted and web-assisted intervention groups, respectively. The intervention in the telephone-assisted group increased the mean scores of the constructs of self-efficacy (P=0.001), environment (P=0.001), outcome expectations (P=0.040), and outcome expectancies (P=0.001) among participants. In the web-assisted intervention group, the mean scores of the constructs of self-efficacy (P=0.001) and outcome expectancies (P=0.020) increased. Our results showed the effectiveness of the intervention based on new communication technologies and the Social-Cognitive Theory. Future studies with more retention strategies regarding self-efficacy and environment constructs are needed to further explain the application of SCT and technology-based approaches to reduce obese and overweight.

ENHANCING JOB SATISFACTION THROUGH ORGANIZATIONAL COMMUNICATION

Directory of Open Access Journals (Sweden)

ŞOMĂCESCU SABINA MĂDĂLINA

2016-04-01

Full Text Available In this paper, we have investigated the link between the organizational communication and job satisfaction. We assumed that a healthy communication determines the motivation of the staff, the increase of the productivity and individual and organizational performances. Our study showed that there is a positive link between the organizational communication and job satisfaction. The employees perceive the communication as a motivating factor when the communication is open and efficient. Thus, the management of the organization must take all steps for an open communication that will encourage the satisfaction and staff productivity.

How Multiple Interventions Influenced Employee Turnover: A Case Study.

Science.gov (United States)

Hatcher, Timothy

1999-01-01

A 3-year study of 46 textile industry workers identified causes of employee turnover (supervision, training, organizational communication) using performance analysis. A study of multiple interventions based on the analysis resulted in changes in orientation procedures, organizational leadership, and climate, reducing turnover by 24%. (SK)

Improving Business Communication in the Field of Management in Education

Directory of Open Access Journals (Sweden)

Cvetka Peterlin

2013-06-01

Full Text Available Research Question (RQ: The topic area of this research study is to improve the quality of business communication in education.Purpose: This article presents a framework of procedures to improve business communication in a public institution in the field of education and its aim is to involve all fields of management. The added value relates to the field of business communication inside and outside a public institution.The focus of this research is based on the administrative management of the institution in relation to business communication and quality management with an emphasis on preparing the documentation to comply with the quality management system ISO 9001:2008.Method: Interview.Results: All employees whose work is related to administrative management of the institution will be considered as indicators to improve the quality management, communication excellence and ethical principles and are going to be informed in written form. The results of this research study will be evaluated at least once a year. Thefindings indicate a willingness to engage employees to improve thecurrent state of business communication.Organization: The institute carries out business communication among all employees involved in the implementation of basic education activities within the institution but also externally. Employees are aware that the equality of business communication is the basis for communication both in the business world, the workplace, at home, and abroad.Society: To ensure users satisfaction of the education services provided by the public education institution, it is necessary to create a user-friendly environment in business communication, which is trusted by users. Business excellence, good communication, and values will convince society to look at the institution as competitive, devoted to ethical values and professional work.Originality: The research is based on personal experience within the workplace and is currently limited to one

Why is it difficult to embed employee participation in the factory practice?

DEFF Research Database (Denmark)

Buhl, Henrik

1997-01-01

for the establishment of employee participation. This will propably lead to a more innovative practice, a learning organization. In this way the discussion about conditions for the establishment of participation turn in to a discussion about how to use participation to develope an innovative practice, realized......The purpose of my study is to evaluate projects with employee participation and to analyze the conditions for employee participation and the way in which it can be rooted in a factory. My hypothesis is that communicative actions have to be developed and supported as a precondition...... in a learning organization....

Likelihood to Use Employee Assistance Programs: The Effects of Sociodemographic, Social-Psychological, Sociocultural, Organizational, and Community Factors.

Science.gov (United States)

Hall, LaCheata, And Others

1991-01-01

Employees (n=62) from large telephone communications company completed questionnaires assessing relationship between likelihood to use Employee Assistance Program (EAP) services and five domains: sociodemographic, social-psychological, sociocultural, organizational, and community. Found that women and individuals in higher income and educational…

The impact of gender, education and age on employee attitudes towards corporate social responsibility

DEFF Research Database (Denmark)

Rosati, Francesco; Calabrese, Armando; Costa, Roberta

their employees' CSR attitudes. In this regard, many studies show that individual characteristics can influence CSR attitudes. This research aims to identify the influence of three sociodemographic characteristics such as gender, educational level and age on three employee CSR attitudes, such as CSR demandingness...... and satisfied than female colleagues. Educational level differences also have a significant influence on CSR trust and CSR satisfaction, with graduated employees generally more trustful and satisfied than not graduated colleagues. However, employee gender and education do not influence CSR demandingness......, and employee age does not have a significant effect on any CSR attitude. This research indicates that the banks under study need to improve the effectiveness of their internal CSR communication, especially with women and not graduated employees, who show the lowest levels of CSR trust and satisfaction...

The Relationship between Empowerment and Organizational Citizenship Behavior of the Pedagogical Organization Employees

Directory of Open Access Journals (Sweden)

Ghodratollah Bagheri

2011-09-01

Full Text Available Employee empowerment and organizational citizenship behavior have very important roles in the process of accomplishment and continuous development of organizational performance. Therefore, the purpose of this article is to determine the relationship between these two variables in employees of Qom province pedagogical organization. Ninety nine statistical samples were selected from the population through classified sampling. The researcher-made questionnaire was used to measure the empowerment and its components and the Moorman and Black‟s standardized questionnaire was employed to measure organizational citizenship behavior and its components.The components of empowerment are expertise, courage in action, work ethics, communicative skills, thinking, and experience gaining. The results of t-test showed that the situation of empowerment and organizational citizenship behavior were relatively desirable. But the results of Spearman‟s correlation coefficient and partial correlation coefficient showed that there was no relationship between empowerment and organizational citizenship behavior of employees (p<0.05. However, the relation of communicative and behavioral skills to organizational citizenship behavior was significant.

Good and bad gifts: the communicative function of employee recognition

OpenAIRE

Smith, Charlotte

2015-01-01

Purpose Through an interpretation of individuals’ accounts of their recognition experiences, this paper contributes to knowledge about employee recognition by offering insights into how individuals experience and understand recognition in the workplace and its possible social functions and implications. Design/methodology/approach In-depth interviews were conducted with individuals drawn from two research organisations, an insurance company and a local council, in order to underst...

Employee Care

OpenAIRE

Zavadilová, Eva

2014-01-01

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

Communication for performance in aerospace

Directory of Open Access Journals (Sweden)

Aurelian Virgil BALUTA

2016-12-01

Full Text Available The paper outlines rules for employees in the aerospace field about general procedures, accounting, budgets, employees involvement in the companies goals as a team or as a group. The quality of all communications activities is presented in correlation with performance. For us, performance means economic and social references, stability and credibility of the business and, not least, a good communication within the existing groups or teams. We take in account long-term, medium and short performance for a new and modern field such as the aerospace industry. The paper highlights the group communication aspects, the process needed to optimize communication within a group, the team characteristics and mission, the team involvement versus group involvement, organization of the work team and defining/definition of roles in a team according to individual skills and some technics; to apply the Belbin test for determining the role of individuals within the team, for identifying the types of communication in order to get the information transmitted to the different types of individuals such as “analytical type”, “director type”, “friendly type”, “expressive type”, the needs and interest of these individuals, assessing how the information was received and the impact of the feedback.

Employee Benefit Status from E-Employee Service

Science.gov (United States)

Gündüz, Semseddin; Çoklar, Ahmet Naci

2017-01-01

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

28 CFR 40.3 - Communication of procedures.

Science.gov (United States)

2010-07-01

... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Communication of procedures. 40.3 Section... Standards for Inmate Grievance Procedures § 40.3 Communication of procedures. The written grievance... inmate and employee shall, upon arrival at the institution, receive written notification and an oral...

Links between communication strategies and personal insurance ...

African Journals Online (AJOL)

A communication strategy plays a crucial role in understanding these conceptions and effecting the desired change. Hence there is need for insurance sales agents and employees to be properly trained and well equipped with product knowledge and the necessary communication skills to put this knowledge across.

Employee identification before and after an internal merger: a longitudinal analysis

NARCIS (Netherlands)

Bartels, J.; Pruyn, A.T.H.; Jong, de M.D.T.

2009-01-01

Earlier studies have shown that perceived external prestige (PEP) and communication climate influence employees' overall organizational identification. This paper presents the results of a longitudinal study into the determinants of organizational identification at two organizational levels during

Employee indentification before and after an internal merger: A longitudinal analysis

NARCIS (Netherlands)

Bartels, J.; Pruyn, Adriaan T.H.; de Jong, Menno D.T.

2009-01-01

Earlier studies have shown that perceived external prestige (PEP) and communication climate influence employees' overall organizational identification. This paper presents the results of a longitudinal study into the determinants of organizational identification at two organizational levels during

Covariance of engineering management characteristics with engineering employee performance

Science.gov (United States)

Hesketh, Andrew Arthur

1998-12-01

As business in the 1990's grapples with the impact of continuous improvement and quality to meet market demands, there is an increased need to improve the leadership capabilities of our managers. Engineers have indicated desire for certain managerial characteristics in their leadership but there have been no studies completed that approached the problem of determining what managerial characteristics were best at improving employee performance. This study addressed the idea of identifying certain managerial characteristics that enhance employee performance. In the early 1990's, McDonnell Douglas Aerospace in St. Louis used a forced distribution system and allocated 35% of its employees into a "exceeds expectations" category and 60% into a "meets expectations" category. A twenty-question 5 point Likert scale survey on managerial capabilities was administered to a sample engineering population that also obtained their "expectations" category. A single factor ANOVA on the survey results determined a statistical difference between the "exceeds" and "meets" employees with four of the managerial capability questions. The "exceeds expectations" employee indicated that supervision did a better job of supporting subordinate development, clearly communicating performance expectations, and providing timely performance feedback when compared to the "meets expectations" employee. The "meets expectations" employee felt that their opinions, when different from their supervisor's, were more often ignored when compared to the "exceeds expectations" employee. These four questions relate to two specific managerial characteristics, "gaining (informal) authority and support" or "control" characteristic and "providing assistance and guidance" or "command" characteristic, that can be emphasized in managerial training programs.

LEADERSHIP COMMUNICATION- AN EFFICIENT WAY TO MOTIVATE HUMAN CAPITAL

OpenAIRE

Nicoleta Valentina FLOREA; Raluca GÎLMEANU (MANEA)

2016-01-01

Creating an appealing, a satisfaying, and a motivating work environment, employees will perceive these organizations more challenging, ethical responsible, economic and social supportive, more communicative and opened, and employees will work better and will be more involved in obtaining results. Organizations and its leadership may use financial and non-financial ways to motivate its employees in order to obtain performance and achieve its objectives. But, when incentive motivation is inadeq...

The workplace as a community: promoting employee satisfaction.

Science.gov (United States)

Byron, W J

1985-03-01

Because people's primary commitments lie elsewhere, the workplace will never be a true community. The workplace will be better, however, if employees show concern and respect for coworkers and if employers celebrate traditions, recognize achievement, and encourage creative thinking. Such workplace enhancement should encourage employees' participation in a shared enterprise but not substitute for workers' outside ties. To offset excessive competition, which can lead to suspicion and hostility, employers can (1) provide communication outlets, (2) faster loyalty to the job by providing attractive surroundings and benefits, (3) promote cooperation by allowing employees to participate in decision making. Family, neighborhood, and faith communities also benefit if employers acknowledge the family's importance, bring the workplace and the neighborhood together (for example, by investing in the area), and encourage church membership. Work in health care is potentially satisfying because it can meet people's need to serve others. Efforts to provide some semblance of community in the workplace will help to release the workplace's potential to provide personal satisfaction.

Interface management: Effective communication to improve process safety

International Nuclear Information System (INIS)

Kelly, Brian; Berger, Scott

2006-01-01

Failure to successfully communicate maintenance activities, abnormal conditions, emergency response procedures, process hazards, and hundreds of other items of critical information can lead to disaster, regardless of the thoroughness of the process safety management system. Therefore, a well-functioning process safety program depends on maintaining successful communication interfaces between each involved employee or stakeholder and the many other employees or stakeholders that person must interact with. The authors discuss a process to identify the critical 'Interfaces' between the many participants in a process safety management system, and then to establish a protocol for each critical interface

Corporate questions - education of employees in comparison with the theory and experience.

OpenAIRE

AMBROŽOVÁ, Viola

2013-01-01

This bachelor thesis is concerned with company education. It describes most common types of nonformal education as soft skills, coaching and supervision in theoretical part. Further there is space dealing with company communication and procedures setting of company education. In additional part is described a real international company, where was taken a research focused on employee satisfaction, company communication and effectiveness of whole training program.

Hazard Communication Guidelines for Compliance

National Research Council Canada - National Science Library

2000-01-01

OSHA's Hazard Communication Standard (HCS) is based on a simple concept that employees have both a need and a right to know the hazards and identities of the chemicals they are exposed to when working...

Efficient involvement of human resources in innovations through effective communication

Directory of Open Access Journals (Sweden)

Katarína Stachova

2017-05-01

Full Text Available Systematic creation and use of human potential enables building and development of strengths of organisations. If organisations can fully use the potential of their employees it will affect their ability to succeed in competitive environment. Our paper focuses on open and broad communication, as it has a significant impact on both formal and informal labour relations, which, along with information share and knowledge continuity, essentially affect team creation. The questionnaire survey focused on finding out whether and to what extent organisations operating in Slovakia focus on communication. The paper also provides a simple method of evaluating the level of communication and engagement of employees in problem solving in companies. This method is a simple instrument enabling the conduction of analysis in a short time interval, while analysing employees are able to identify a current level of their company on the grounds of results, as well as they are able to identify bottlenecks preventing them in innovation potential increase.

Perspektif Karyawan Perbankan pada Komunikasi Internal dengan Two-Way Symmetrical Communication dan Internal Marketing

Directory of Open Access Journals (Sweden)

Mia Angeline

2013-04-01

Full Text Available The article investigates the internal communication in the two branches of foreign banks in Kelapa Gading from the perspectives of two-way symmetrical communication and internal marketing. The second problem investigated is the effectiveness of the use of email as a means of internal communication. Data were collected through interviews and literature. The results showed that the perception of employees not in accordance with the concept of two-way communication and internal marketing, but this policy has led the organization to these concepts. In the use of email, employee perceptions still see that the email is an effective internal communication media despite having many weaknesses.  

Internal Communication and Social Dialogue in Knowledge-Based Organizations

OpenAIRE

Diana-Maria CISMARU; Cristina LEOVARIDIS

2014-01-01

Knowledge-based organizations are constructed on intangible assets, such as the expertise and the values of the employees. As a consequence, motivation and professional excellence of employees are the main objectives of management teams. For this type of organizations, considered as true “knowledge systems”, the employees represent the most valuable resource that is not motivated only through financial means, but also through internal communication, autonomy or social rewards. The research of...

The effect of privatisation on front line employees in a service organisation

Directory of Open Access Journals (Sweden)

FW Struwig

2004-07-01

Full Text Available A government organisation in the water supply business was faced with the challenge of changing their traditional way of doing business to operate as a profit driven entity. This research focuses on how privatisation has affected front-line service employees. Both the front-line service employees and management were interviewed and included as cases to investigate changes that have occurred as a result of privatisation. These cases revealed that after privatisation front line service employees have received better training, appreciated a better system of communication, experienced a higher degree of empowerment and enjoyed an organisational culture that is more customer focused. The research, however, indicated lower levels of motivation, that employees do not appreciate an improvement in their reward system neither do they get feedback regarding their achievements and that they experience little job security.

Using Technology To Strengthen Employee and Family Involvement in Education.

Science.gov (United States)

Otterbourg, Susan D.

Businesses have an important role in integrating information technologies into the workplace both to increase productivity and to facilitate employee communications with their children's schools and improve learning. This report is an important guide to further these kinds of connections. Through a variety of research, survey data, and case…

The Role of Informal Leadership in the Inside Communication

Directory of Open Access Journals (Sweden)

Zandra Marina de Holanda Monteiro

2009-08-01

Full Text Available Communication is a main process in a company that needs to keep clear the points that guide the activities of its employees, as organizational culture and goals to be achieved by everyone. The informal leader, due to the power that his workmates give him, is a very important point in the organizational communication, because he is the link between the direction and the employees. Throughout the fusion of modern and notorious Organizational Managing theories, with the ones from Communications, this work has as the main purpose to show that the informal leader should be considered by the managers as an ally on the search for goals and as a carrier of the opinions of the group that he represents.

Communication's Role in Safety Management and Performance for the Road Safety Practices

OpenAIRE

Salim Keffane (s)

2014-01-01

Communication among organizations could play an important role in increasing road safety. To get in-depth knowledge of its role, this study measured managers' and employees' perceptions of the communication's role on six safety management and performance criteria for road safety practices by conducting a survey using a questionnaire among 165 employees and 135 managers. Path analysis using AMOS-19 software shows that some of the safety management road safety practices have high correlation wi...

Vaccination perceptions of school employees in a rural school district.

Science.gov (United States)

Macintosh, Janelle; Luthy, Karlen E; Beckstrand, Renea L; Eden, Lacey M; Orton, Jennifer

2014-08-20

There continues to be a need for increases in adult vaccination rates, especially among those working in environments which may easily become communicable disease outbreak centers, such as school employees in the school environment. The purpose of this study was to evaluate why rural Utah school employees were non-compliant with the influenza and measles, mumps, and rubella (MMR) vaccines, as well as to identify their views on mandatory vaccination policies. A questionnaire was distributed to all school employees in a rural Utah school district. Data analysis included frequencies and measures of central tendency and dispersion for quantitative items and theme identification for qualitative items. Only 51% of school employees were adequately vaccinated for influenza. Reasons for noncompliance with the influenza vaccine included inconvenience, lack of perceived need, and questionable vaccine efficacy. There were 39.3% school employees who had not received an MMR during adulthood, which was commonly attributed to lack of knowledge regarding the need for this vaccine. Almost half (45.7%) of school employees believed a mandatory vaccination policy should be instituted, although 24.2% of school employees were opposed to mandatory adult vaccination policies. Reasons for opposing vaccination mandates included violation of personal choice, lack of perceived vaccination safety and efficacy, lack of perceived need for adult vaccines, and vaccine cost. Suboptimal vaccination rates of school employees may negatively affect the health and well-being of individuals in the school environment. School employees report a variety of beliefs regarding the influenza and MMR vaccines. While over half of school employees support mandatory vaccination policies for adults working in the school environment, those opposing such a policy report concerns regarding violation of personal choice. Public health officials and school administrators should coordinate efforts to increase vaccination

Hear What Employees Are Not Saying: A Review of Literature

Science.gov (United States)

Gonzales, Melissa

2014-01-01

A once organized, effective and, creative school teacher goes from "Teacher of the Year" candidate to an employee in need of improvement, without any notice of decline. The discouraged teacher begins to struggle with working relationships, schedules, and communication with students, parents, and colleagues. Why did the teacher never ask…

Insights from Spanish-Speaking Employees in the Iowa Horticultural Industry

Science.gov (United States)

Justen, Emilie; Haynes, Cynthia; VanDerZanden, Ann Marie; Grudens-Schuck, Nancy

2011-01-01

Addressing the needs of Latino workers can help improve working conditions, job satisfaction, and productivity of both employees and the companies hiring Latino workers. The study reported here assessed educational needs, communication gaps, and technical skills of Latino workers working in the horticultural industry in Iowa--an ethnic group that…

Employee motivation development opportunities seeking to reduce employee turnover

OpenAIRE

Pilukienė, Laura; Kšivickaitė, Gertūda

2014-01-01

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

Corporate rebranding: effects of corporate visual identity changes on employees and consumers

NARCIS (Netherlands)

Bolhuis, W.; de Jong, Menno D.T.; van den Bosch, A.L.M.

2018-01-01

Many organizations invest periodically in a new corporate visual identity (CVI). This study investigates the main effects of CVI changes in four organizations, taking into account three independent variables: stakeholder type (employees vs. consumers), the specific organization, and communication

Multiplex network analysis of employee performance and employee social relationships

Science.gov (United States)

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

2018-01-01

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

Employee impact and attitude analysis for GHS implementation in Taiwan.

Science.gov (United States)

Chang, Yi-Kuo; Su, Teh-Sheng; Ouyang, Yun; Tseng, Jo-Ming

2013-01-01

The employee impact and attitude analysis for GHS implementation in Taiwan was investigated in this study. An impact assessment on the new regulations or changes in regulations for government, potential costs, benefits, and the global trade in chemicals to industries and hazard communication program for workers was studied by the methods of the questionnaire design and Delphi expert method. A survey was conducted using questionnaires and taking 200 experts from government's expert database and 500 selected respondents from case company. Results from present study revealed that the barrier associated with GHS implementation is existed; it is feasible to overcome. Both experts and employees think that business entities are insufficient to test and classify chemicals on their own, and the technical guidance from the government is needed. Data analyzed by the logistic regression revealed that more hours an employee spends on education and trainings of new GHS systems; the employee thinks implementation of GHS will improve hazard awareness for transporters. The weak labeling ability affects deployment of the new GHS system.

Sociodemographic variables and social values: relationship with work-attendance problems in Brunei public- and private-sector employees

Science.gov (United States)

Mundia, Lawrence; Mahalle, Salwa; Matzin, Rohani; Zakaria, Gamal Abdul Nasir; Abdullah, Nor Zaiham Midawati

2017-01-01

Objective The study investigated the degree to which selected sociodemographic variables and social values were related to work-attendance problems in a random sample of 860 Brunei public- and private-sector employees and the nature of this relationship. Materials and methods This quantitative study used the field-survey approach to administer research instruments directly to participants. This enabled the researchers to help participants who needed assistance in completing the measures properly, so as to increase the number of usable returns. Results Two sociodemographic variables (seeking help from a counselor/psychologist and marital status) correlated significantly with work attendance. Private-sector employees were more likely to have work-attendance problems than government workers. Both single and married employees and the chief wage earner in the household were more likely to have work-attendance issues to deal with compared to their counterparts. However, employees who sought help from a counselor/psychologist were far less likely to have work-attendance problems compared to those who did not get such help. The most significant social-value correlates with work-attendance problems were interpersonal communication, employer–employee relationship, work-stress problems, self-presentation, self-regulation, self-direction, and interpersonal trust. Self-regulation, self-direction, and satisfaction with work-related achievements significantly predicted work-attendance problems positively, while interpersonal communication problems and work-stress problems predicted work-attendance problems negatively. Low scorers on self-regulation and self-direction, as well as on satisfaction with work-related achievements, were more likely to have work-attendance problems compared to high scorers. However, low scorers on interpersonal communication and work-stress problems were less likely to have work-attendance problems compared to high-scoring peers. Conclusion Ample

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

Science.gov (United States)

Shuck, Brad; Albornoz, Carlos

2007-01-01

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

Employee Selection Process: Integrating Employee Needs and Employer Motivators.

Science.gov (United States)

Carroll, Brian J.

1989-01-01

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

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

Science.gov (United States)

Abston, Kristie A.; Kupritz, Virginia W.

2011-01-01

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

Employee health benefit redesign at the academic health center: a case study.

Science.gov (United States)

Marshall, Julie; Weaver, Deirdre C; Splaine, Kevin; Hefner, David S; Kirch, Darrell G; Paz, Harold L

2013-03-01

The rapidly escalating cost of health care, including the cost of providing health care benefits, is a significant concern for many employers. In this article, the authors examine a case study of an academic health center that undertook a complete redesign of its health benefit structure to control rising costs, encourage use of its own provider network, and support employee wellness. With the implementation in 2006 of a high-deductible health plan combined with health reimbursement arrangements and wellness incentives, the Penn State Hershey Medical Center (PSHMC) was able to realize significant cost savings and increase use of its own network while maintaining a high level of employee satisfaction. By contracting with a single third-party administrator for its self-insured plan, PSHMC reduced its administrative costs and simplified benefit choices for employees. In addition, indexing employee costs to salary ensured that this change was equitable for all employees, and the shift to a consumer-driven health plan led to greater employee awareness of health care costs. The new health benefit plan's strong focus on employee wellness and preventive health has led to significant increases in the use of preventive health services, including health risk assessments, cancer screenings, and flu shots. PSHMC's experience demonstrates the importance of clear and ongoing communication with employees throughout--before, during, and even after--the process of health benefit redesign.

Internal marketing for engaging employees on the corporate responsibility journey

Directory of Open Access Journals (Sweden)

Isabel Sanchez-Hernandez

2012-07-01

Full Text Available Purpose: The purpose of this paper is to explore whether internal marketing could be a powerful tool for engaging employees on the corporate responsibility journey.Design/methodology/approach: In the absence of empirical work linking internal marketing efforts in organizations and employee engagement in corporate responsibility issues, a conceptual approach based on literature review is carried out to determine the existing possibilities provided by internal marketing to enhance corporate responsibility.Findings: Reflexion from the extant literature indicates that, because employee engagement matters, internal responsibility should be put first. The internal marketing umbrella, including “selling internally” the idea of responsibility, facilitating internal communication, enhancing corporate volunteering or the possibility to become a social intrapreneur, could help to align employees’ needs with corporate responsibility goals.Practical implications: The results suggest that managers must ensure that internal aspects of management, such as internal communication and employee commitment are taken into account in order to get success in corporate responsibility issues. Managers need to be more proactive trying to introduce the marketing function in human capital issues. Understanding employees’ wants and needs and selling internally responsibility goals would make external efforts in developing a responsible strategy much more likely to succeed.Originality/value: Reflecting the literature which highlights the importance of internal marketing, we pay particular attention to their role on promoting corporate responsibility internally. The results indicate that while organizations strive to achieve corporate responsibility goals, it is expected that effectiveness will be greater among organizations using internal marketing tools for this purpose. To the best of our knowledge is the first time this relationship has been academically discussed

Downsizing Technical Communication Staff: The Risk to Corporate Success.

Science.gov (United States)

Smudde, Peter M.

1993-01-01

Notes that companies responding to the struggling economy are downsizing staff, including technical communicators. Maintains that such cutbacks affect not only employee confidence and productivity but also product quality, customer satisfaction, and future sales. States that technical communicators' critical knowledge is an asset that companies…

29 CFR 404.5 - Attorney-client communications exempted.

Science.gov (United States)

2010-07-01

... 29 Labor 2 2010-07-01 2010-07-01 false Attorney-client communications exempted. 404.5 Section 404... LABOR-MANAGEMENT STANDARDS LABOR ORGANIZATION OFFICER AND EMPLOYEE REPORTS § 404.5 Attorney-client... communicated to such attorney by any of his clients in the course of a legitimate attorney-client relationship. ...

Engineering and Implementing an Executive-Level Communication Plan in a Global Professional Environment: A Case Study

Directory of Open Access Journals (Sweden)

Bridgette Lipman

2015-06-01

Full Text Available Communication within organisations in a global environment requires effective internal and strategic planning at the executive level. Previous studies indicate that measurement is a key factor in assessing the needs and success of global communication within an organisation. Survey questions were used to measure satisfaction responses from 650 local and 110 global employees in a technology division of a large manufacturing company. In this case study, employees expressed the need to connect team members through face-to-face meetings, employee webcast meetings, web chat forums, and an updated employee networking site. The findings formed the foundations for recommendations for strategy, objectives, and tactics within the organisation.

Employee Identification with Corporate Values within the Danish Windmill Company NEG Micon

DEFF Research Database (Denmark)

Andersen, Mona Agerholm

2008-01-01

This paper presents the findings of a holistic study of the communication processes during a corporate value implementation within the Danish windmill company NEG Micon. This implies firstly a study of the different processes of management's formulation, construction and communication of the value...... statement and secondly, how the employees receive the values. The paper illuminates the potential problems that may occur during such a process and offer recommendations for future value implementation efforts in organisations....

Flexible work designs and employee well-being: examining the effects of resources and demands

OpenAIRE

ter Hoeven, C.L.; van Zoonen, W.

2015-01-01

Advances in communication technology continue to expand the possibilities for redesigning work environments to allow for temporal and spatial flexibility. Although flexible work designs (FWDs) are typically launched with high expectations, recent research shows that FWDs also pose challenges to employees and can even impede employee well-being. Based on the Job Demands-Resources model, we argue that FWDs offer both advantages (FWD-related resources) and challenges (FWD-related demands) to emp...

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

Science.gov (United States)

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

2018-05-23

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

The Optimal Performance of Employees

Directory of Open Access Journals (Sweden)

Marta Pureber

2000-12-01

Full Text Available The Revoz company set itself the following task: we will enable also our blue colllar workers to improve their ski lls and be promoted. So we started implementing a project of step-by-step education, The Optimal Performance of Employees. Improving the workers' knowledges and skills guarantees higher independence, responsibility, faster development of organisation structure and more trust between the employees because of better communication in bas ic working units. The Optimal Performance program offers blue collar workers a possibility to  improve their professional skills, to adapt themselves to changes in managing, organisation, technology and new approaches to their tasks. The program is based on the following principles: • voluntariness-every worker can participate; • adapted pedagogical approach - based on routine workers' activities, the rhythm of education is adapted to their abilities of absorbing new knowledges; • including of managerial structure - before, du ring and after education; • connection with working environment - the contents of education are linked to a specific working environment.

A COMPARATIVE ANALYSIS ON EMPLOYEE SATISFACTION:A STUDY ON CONVENTIONAL AND ISLAMI BANKS OF BANGLADESH

OpenAIRE

Evana NUSRAT DOOTY; Syeda Tamanna FAHIM; Israth SULTANA

2015-01-01

The present study was designed to undertake a comparative study regarding employee satisfaction between conventional and islami banks of Bangladesh. Job satisfaction, compensation and benefit, promotion, supervision, communication, career development, work environment and work-life balance were selected as indicator of employee satisfaction. The sample was collected from five islami banks and five conventional banks. Fifty sample was collected from each type of bank. The study was conducted t...

Internal communication at Bohunice NPPs

International Nuclear Information System (INIS)

Dobdk, Dobroslav

1999-01-01

Communication is the base of everyday existence of a modern person and every company. It is not easy to work in this area in a changing 'eastern' country. Many tools, which are used are in the mind of people connected with 'propaganda'. I would like to share our experience with you. The goal of an internal communication is to spread and provide continuous current of objective information between the management of Bohunice NPPs and its personnel and between the personnel itself. Communication with the Bohunice NPPs employees helps to get acquainted with their opinions and ideas concerning the subsidiary and nuclear power industry

A study of workplace satisfaction among hotel employees

OpenAIRE

Skeie, Thomas

2011-01-01

Master's thesis in International hotel and tourism management This research paper is a descriptive case study of 10 hotel employees collected through in-depth interviews in Stavanger region. The study is focusing on hotel employee’s view of workplace satisfaction and what they think contributes to workplace satisfaction. The study indicates that organizational culture, fair treatment, stress, salary, communication, relationship between co-workers is factors among others which influence emp...

Varying influences of motivation factors on employees' likelihood to perform safe food handling practices because of demographic differences.

Science.gov (United States)

Ellis, Jason D; Arendt, Susan W; Strohbehn, Catherine H; Meyer, Janell; Paez, Paola

2010-11-01

Food safety training has been the primary avenue for ensuring food workers are performing proper food handling practices and thus, serving safe food. Yet, knowledge of safe food handling practices does not necessarily result in actual performance of these practices. This research identified participating food service employees' level of agreement with four factors of motivation (internal motivations, communication, reward-punishment, and resources) and determined if respondents with different demographic characteristics reported different motivating factors. Data were collected from 311 food service employees who did not have any supervisory responsibilities. Intrinsic motivation agreement scores were consistently the highest of all four motivational factors evaluated and did not differ across any of the demographic characteristics considered. In contrast, motivation agreement scores for communication, reward-punishment, and resources did differ based on respondents' gender, age, place of employment, job status, food service experience, completion of food handler course, or possession of a food safety certification. In general, respondents agreed that these motivation factors influenced their likelihood to perform various safe food handling procedures. This research begins to illustrate how employees' demographic characteristics influence their responses to various motivators, helping to clarify the complex situation of ensuring safe food in retail establishments. Future research into why employee willingness to perform varies more for extrinsic motivation than for intrinsic motivation could assist food service managers in structuring employee development programs and the work environment, in a manner that aids in improving external motivation (communication, reward-punishment, and resources) and capitalizing on internal motivation.

2003 Employee Attitude Survey: Analysis of Employee Comments

Science.gov (United States)

2005-06-01

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

An organisational coherence model to maintain employee contributions during organisational crises

Directory of Open Access Journals (Sweden)

Hendrik J. Pelser

2016-06-01

Full Text Available Orientation: Crises that threaten an organisation’s continued existence cannot be seen in isolation when considering the perception of threats to individual job security. These threats often go hand in hand with employee panic. Research purpose: The aim of this study was to establish a model to assist organisations in managing employee emotionality and panic during times of crisis. Motivation for the study: Environmental crises threaten organisations’ existence, threatening employees’ livelihood and resulting in employee panic. Panic reduces employees’ contributions. Organisations that are successful harness employee contributions at all times. Research design, approach, and method: A modernist qualitative research methodology was adopted, which included a case study as research strategy, purposive sampling to select 12 research participants, semi-structured interviews for data gathering, focus groups for data verification, and the use of grounded theory for data analysis. Main findings: An organisation’s ability to manage employee panic depends on the relationship between the foundational elements of authentic leadership, crisis readiness, resilience practices, versatile and committed talent, strategic management, quality management, and coherence actions taken during the crisis, which include crisis leadership, ongoing visible communication, mindfulness, work flexibility, and decisions based on the greatest financial need and social support. Practical/managerial implications: The study provides a best-practice option for managing emotionality during crises for the case organisation and other organisations within the vehicle components and other manufacturing industries. Contribution/value-add: The Coherence Hexagons Model is presented as a tool to manage employee panic during crisis. Keywords: crisis management; employee emotionality; employee panic; authentic leadership; talent management

Nursing recruitment: relationship between perceived employer image and nursing employees' recommendations.

Science.gov (United States)

Van Hoye, Greet

2008-08-01

This paper is a report of a study to examine the relationship between nursing employees' perceptions of instrumental and symbolic dimensions of employer image on the one hand and their intentions to recommend their organization as an employer and their willingness to testify in their organization's recruitment materials on the other. Previous research suggests that word-of-mouth recommendations by current nursing employees can enhance healthcare organizations' attractiveness as an employer for potential applicants. However, it is not known what motivates employees to provide positive word-of-mouth comments and to endorse their employer in recruitment testimonials. The instrumental-symbolic framework was applied to identify relevant dimensions of perceived employer image that might relate to employee recommendations. A questionnaire was administered in 2006 to 106 nurses and nursing aides from four non-profit nursing homes in Belgium. The response rate was 55%. Overall, nursing employees were more willing to recommend their nursing home to others than to testify in recruitment materials. Both instrumental and symbolic employer image dimensions predicted nursing employees' recommendation intentions. Conversely, willingness to testify was only predicted by symbolic image dimensions. Specifically, the more the nursing employees perceived that their nursing home offers task diversity, offers the possibility to help people and is prestigious, the more they intended to recommend their organization to others. The more they perceived their nursing home as competent, the higher were their recommendation intentions and their willingness to testify in recruitment communication. To increase nursing employees' willingness to recommend their employer to potential applicants, organizations should enhance their perceived employer image.

Interpersonal Communication in the Workplace: A Largely Unexplored Region

Science.gov (United States)

DeKay, Sam H.

2012-01-01

Recent research has identified interpersonal communication skills as critical attributes for new employees and more experienced workers seeking promotion. However, despite the significance of interpersonal communication in the workplace, one's knowledge of these skills and how they may be taught is limited. The two articles comprising this theme…

Transformational Leadership and Employee Job Satisfaction: The Case of Philippines Savings Bank Batangas Branches

Directory of Open Access Journals (Sweden)

NEIL P. RAMOS

2014-12-01

Full Text Available This paper determined the relationship between transformational leadership of the PSBank managers in the province of Batangas and the job satisfaction of PSbank employees. Specifically, it aimed to determine the level of transformational leadership of PS Bank Managers and the level of employee satisfaction of the PS Bank Batangas branches and to test if such transformational leadership relate with their employee satisfaction. Descriptive type of research was utilized in the study. Results showed that the managers of PS Bank Batangas Branches fairly often practice the transformational leadership style. The employees of PS Bank Batangas Branches are satisfied with their job. The greatest factors that influence their satisfaction are compensation and job security. The data also show that the transformational leadership style of managers of PS Bank Batangas Branches significantly affects the employee’s satisfaction in terms of their communication with their employees. A proposed measure to enhance the transformational leadership style of the managers of PS Bank has been formulated to increase the level of job satisfaction among its employees

An empirical study on the relationship between effective organizational communication and the performance of central office staff

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Abbas Monavvarian

2012-08-01

Full Text Available Inter-organizational communication plays an important role in promoting strategic collaboration among firms. It can improve productivity and increases collaboration among employees. In this paper, we present an empirical study to measure the role of inter-organizational communication on efficiency among administration employees who work for one the oldest banks in Iran, Bank Melli Iran. The study uses 380 full time employees who work for 28 different administration divisions of this bank. The survey uses a questionnaire consists of 19 questions about inter-organizational communication and 25 questions about efficiency of employees. The reliability of the survey has been approved using an initial survey and Cronbach alpha was calculated as 0.87, which is well above the minimum acceptable level. The result of our survey confirms there is a meaningful relationship between inter-organizational communication and efficiency of all administration employees who work for this bank. There is also a meaningful relationship between age and efficiency and the maximum efficiency belongs to people aged 31 to 40. According to our survey, men have more inter-organizational efficiency than women do. The result of our survey also confirms that positivism impacts more than other factors on efficiency. Among five effective factors, empathy has the most impact and responsiveness 6 efficiency dimensions.

Well-being, work engagement, or both? Explaining the linkage between information provision, communication climate, and performance

NARCIS (Netherlands)

ter Hoeven, C.; Fransen, M.

2012-01-01

For organizations, it is valuable to know how employees’ performance can be guaranteed. The aim of the current study was to examine whether information provision may improve employee performance by enhancing communication climate, work engagement, and employee well-being. To this end, employees (N =

Employee Assistance Programs: Effective Tools for Counseling Employees.

Science.gov (United States)

Kraft, Ed

1991-01-01

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

An investigation on how TQM influences employee performance: A case study of banking industry

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Saeed Hakami Nasab

2014-01-01

Full Text Available This paper presents an empirical investigation to study the relationship between employee performance and TQM. The proposed study of this paper designs two questionnaires for TQM and performance measurement and distributes them among some employees who worked for one of Iranian banks in city of Semnan, Iran. The result of Kolmogorov–Smirnov test confirms that all data are normally distributed and the study uses Pearson correlation to investigate the relationship between various components of the survey. The result of the implementation of Pearson correlation ratio indicates that there was a positive and meaningful relationship between employee performance and TQM components (r=4.6223, P-value=0.000. In addition, there are some positive and meaningful relationships between TQM components and employee performance. The highest correlation belongs to relationship between employee performance and feedback (r=4.6223, P-value=0.000 followed by training and development (r = 0.441, P-value = 0.000 and communication (r = 4.2861, P-value = 0.000.

Employee Attitudes toward an Internal Employee Assistance Program.

Science.gov (United States)

Harlow, Kirk C.

1998-01-01

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

Employees development

OpenAIRE

Kilijánová, Radka

2010-01-01

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

Why do employees follow their superiors' instructions? Identification of the reasons to comply with superiors' will in a group of Polish employees.

Science.gov (United States)

Wójcik, Aleksandra; Merecz-Kot, Dorota; Andysz, Aleksandra

2015-01-01

Managers influence the way organization works as well as the functioning of subordinates - in the context of their work life but non-professional functioning as well e.g., attitude towards work-life balance or taking care of health. We focused on the superior-subordinate relation, referring to social power bases theory by Raven. We identified the reasons why subordinates decide to follow their superiors' orders and determined specific styles of compliance with superiors' will. Understanding why employees listen to their superiors may be valuable in the context of supporting healthy organizational climate and atmosphere of co-operation or communicating values - for example, as regards taking care of own health. We discussed the results referring to the issue of influencing employees in the context of their health behavior. The research involved 100 Polish employees, aged 28 years old on average, who filled in the Interpersonal Power Inventory by Raven et al. for subordinates in a Polish adaptation by Zaleski. The questionnaire includes 11 subscales referring to power bases. Based on the cluster analysis results, we recognized people who complied because of: all kinds of power bases (typical for 46% of the respondents); the respect for superiors' professionalism (34%); and formal/objective reasons (20%). Employees differ in terms of their styles of compliance. Their motives to comply with superiors' instructions constitute compilations of power bases. The superiors' awareness of the reasons why their employees decide to follow orders is necessary for successful management. It may motivate employees to work but also to take care of their own health. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

Why do employees follow their superiors’ instructions? Identification of the reasons to comply with superiors’ will in a group of Polish employees

Directory of Open Access Journals (Sweden)

Aleksandra Wójcik

2015-10-01

Full Text Available Background: Managers influence the way organization works as well as the functioning of subordinates – in the context of their work life but non-professional functioning as well e.g., attitude towards work-life balance or taking care of health. We focused on the superior-subordinate relation, referring to social power bases theory by Raven. We identified the reasons why subordinates decide to follow their superiors’ orders and determined specific styles of compliance with superiors’ will. Understanding why employees listen to their superiors may be valuable in the context of supporting healthy organizational climate and atmosphere of co-operation or communicating values – for example, as regards taking care of own health. We discussed the results referring to the issue of influencing employees in the context of their health behavior. Material and Methods: The research involved 100 Polish employees, aged 28 years old on average, who filled in the Interpersonal Power Inventory by Raven et al. for subordinates in a Polish adaptation by Zaleski. The questionnaire includes 11 subscales referring to power bases. Results: Based on the cluster analysis results, we recognized people who complied because of: all kinds of power bases (typical for 46% of the respondents; the respect for superiors’ professionalism (34%; and formal/objective reasons (20%. Conclusions: Employees differ in terms of their styles of compliance. Their motives to comply with superiors’ instructions constitute compilations of power bases. The superiors’ awareness of the reasons why their employees decide to follow orders is necessary for successful management. It may motivate employees to work but also to take care of their own health. Med Pr 2015;66(5:605–614

Incentives and other factors associated with employee participation in health risk assessments.

Science.gov (United States)

Taitel, Michael S; Haufle, Vincent; Heck, Debi; Loeppke, Ronald; Fetterolf, Donald

2008-08-01

Investigate factors associated with employee participation rates in health risk assessments. This cross-sectional study using multiple regression analyzed data from 124 employers with 882,275 eligible employees who completed 344,825 health and productivity assessments (HPAs). Incentive value and Communications and Organizational Commitment Level (Com/Org Level) were the strongest predictors of HPA completion rates. Employer size and a Gateway Model were also significant predictors. In addition, a correlation of variables showed other important relationships. To achieve a 50% HPA completion rate, employers with a low Com/Org Level will need an incentive value of approximately $120 whereas employers with a high Com/Org Level only need approximately $40--a difference of $80 dollars. This applied study offers empirical evidence to help employers increase their employees' participation in health risk assessments.

22 CFR 1203.735-214 - Transmitting communications and gifts.

Science.gov (United States)

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Transmitting communications and gifts. 1203.735....735-214 Transmitting communications and gifts. (a) Correspondence. In corresponding with anyone other... it to be clearly in the public interest to do so. (c) Gifts. An employee shall not act as an agent...

Legal and policy issues associated with monitoring employee E-mail

Energy Technology Data Exchange (ETDEWEB)

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

1997-01-01

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

Workplace Readiness for Communicating Diversity.

Science.gov (United States)

Muir, Clive

1996-01-01

Proposes a model for communicating change about diversity using a workplace-readiness approach. Discusses ways organizational change agents can assess the company's current interpersonal and social dynamics, use appropriate influence strategies, and create effective messages that will appeal to employees and help to achieve the desired acceptance…

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.

TYPES OF COMMUNICATION AND THEIR ROLE IN THE COMPANY

OpenAIRE

Gudriniks, Dainis; Arbidāne, Iluta

2017-01-01

The author reviewed information in EBSCO databases on communication between managment and employee in commercial enterprises, hospitals, educational institutions, in crisis situations and everyday life. The problem identified iclude a weak communications structure and poor managment skills deteriorating quality of work in nowadays. The article dealt with Brian Weberg comunication structure, which is divided into two types. To learn how to improve communication in the organization, it was inve...

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.

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.

The role of internal communication in the company management

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Barbara Bielicka

2014-12-01

Full Text Available Importance of communication in company management constantly increases. Internal communication in organization has a special meaning. The effectiveness of internal communication depends on factors such as: • the interpersonal communication between participants, especially on the line: superior - subordinate • psychological factors of participants • situational factors: organizational structure, organizational culture. The author of the lecture analyses the issue of internal communication in terms of participants' attitudes and behaviors of communication: manager - a subordinate employee. Presents the roles that should perform as a manager/leader and effects on the communication situation, when the role is not carried out, attitudes and involvement of employees and the effects for the organization raising from the adoption of an attitude. For internal communication managers and supervisors are responsible. Depending on the type of organizational structure and strategic portfolio there are the possibility to choose an appropriate communication strategy. The communication strategy should be integrated with corporate strategy, which is responsible for coordination and decision making in all areas of activity of the enterprise communication /marketing and public relations/whereas the objective of the reputation of the company. The foundation for effective corporate communication strategy in the area of internal communication with the role compatible with the structure and the identity of the organization. There are four levels to perform this role: • to create consistency in the organization; • to establish coordination; • to agree responsibility; • to chapter roles and responsibilities. Search for a strategy to add more value to the company through consistency, coordination and increase of responsibility seems to be the most appropriate way of action in the area of internal communication.

Creating a Culture: A Longitudinal Examination of the Influence of Management and Employee Values on Communication Rule Stability and Emergence.

Science.gov (United States)

Shockley-Zalabak, Pamela; Morley, Donald Dean

1994-01-01

Provides an examination of management and employee values as influential for organizational rule formation. Demonstrates that management values are directly related to employee values but indirectly influence the evolution of organization rules. Supports a view of rule emergence based on management and employee values. (HB)

Impact of Participation in Decision Making on Job Satisfaction: An Organizational Communication Perspective.

Science.gov (United States)

Xia, Ying; Zhang, Li; Zhao, Ning

2016-09-20

Participation in organizational decision-making has received considerable attention from scholars. Beyond the perspectives proposed in past studies, we offer a new account, based upon a communication perspective, to explain why and when participation in decision-making can influence job satisfaction. Drawing from social capital theory, we examine whether communication openness mediates the relationship between participation in decision-making and job satisfaction. We also investigate how information adequacy moderates this mediated process. Results from a sample of 184 employees in China showed that the four-factor model was the best fitting solution (CFI = .91, GFI = .90, RMSEA = .09). The analyses indicated that employees' participation in decision-making positively affected their job satisfaction (β = .32, p communication openness (direct effect became non-significant when communication openness was included: β = .06, n.s.). Results also found that decision-making information adequacy positively moderated the relationship between participation in decision-making and communication openness (β = .13, p communication and the free flow of information within organizations should be encouraged.

Using employee assistance programmes to achieve total quality management

OpenAIRE

2012-01-01

M.Comm. As global competition among organisations intensifies, it has become increasingly important for an organisation to identify and develop a competitive advantage over its rivals. Increasingly, as service quality and customer delight has caught the attention of managers, awareness is dawning on management that they depend on employees to communicate and deliver value to customers. Therefore, although organisations declare that customer is king, reality has dictated that often the cust...

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

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Susi A. Rahayu

2012-09-01

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

Employee satisfaction and employee retention: catalysts to patient satisfaction.

Science.gov (United States)

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

2008-01-01

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

The Effects of Globalisation on Corporate Communication

DEFF Research Database (Denmark)

Sanden, Guro Refsum

One important effect of globalisation for the multinational corporation (MNC) is the increasing diversity of the workforce, which becomes clear through the variety of different language backgrounds found among employees at all levels of the organisation. In order to overcome the linguistic barriers...... presented by the multilingual workforce, MNCs may try to implement various language policies or strategies to regulate the internal communicative environment, for example by adopting a common corporate language, or deploy language management tools such as language training for employees or use...

The Influence of Employee Share Ownership Schemes on Firm Performance: the Case of Zimbabwean Firms

Directory of Open Access Journals (Sweden)

Maxwell Sandada

2016-04-01

Full Text Available The purpose of this study was to examine the influence of employee share ownership schemes on firm performance in the case of Zimbabwean companies. The study sought to provide valuable insights on the influence of this initiative on employee productivity and organisational performance in Zimbabwe. A cross sectional design was employed to collect data from Confederation of Zimbabwe Industry listed companies using simple random sampling. The study revealed that financial benefits from EOSs, employee participation, ECOS communication and percentage of shareholding have a significant positive relationship with firm performance. The study has important implications for the implementation and management of ESOs in the context of a development country such as Zimbabwe.

A fuzzy ANP application for prioritizing the productivity factors based on university employees' counterproductive behaviors

Directory of Open Access Journals (Sweden)

Zahra Alipour Darvishi

2014-07-01

Full Text Available Measuring the relative efficiency of employee plays essential role on the success of any organization including universities. In this paper, we present a survey to detect and to prioritize important factors influencing on the productivity of employees who work for one of Iranian universities located in city of Tehran, Iran. The study also uses analytical network process to prioritize the factors. Based on the results of our survey, we have categorized effective productivity factors into three groups of research, educational and administration groups. In our survey, coherence and unity with no dispersion of the employee's duties, systematic job rotation and correct design communication job are among the most important factors influencing on employees’ productivity.

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...

Descriptive study of external employee assistance program providers (EAP) in Japan.

Science.gov (United States)

Muto, Takashi; Haruyama, Yasuo; Higashi, Toshiaki

2012-01-01

The mental health problems of employees have become a major occupational health issue in Japan. External employee assistance program providers (EAP) have become important in mental health care for workers, but their activities are poorly documented. This descriptive study was undertaken to clarify the status and future tasks of EAP in Japan. The subjects were all EAP (n=27) registered in the Japanese Chapter of Employee Assistance Professionals Association. The questionnaire survey was conducted in January 2007. We received 13 replies, a response rate of 54.2%. Most EAP provided seminars, stress checks, stress management, counseling, and support for a return to work. The number of EAP contracted with small-scale enterprises was small. EAP communicated infrequently with companies. To promote the use of EAP, their advertising, education and training of staff, accumulation of scientific evidence, development of an official certification system for staff, and improvement of contents of EAP services were cited.

Performance communication of the Belgian railway

NARCIS (Netherlands)

Gelders, Dave; Verckens, Jan Pieter; Galetzka, Mirjam; Seydel, E.R.

2007-01-01

Purpose – The purpose of this paper is to provide an insight into performance communication from an important public service, i.e. the Belgian Railway, towards its employees (internal) and stakeholders (external). Design/methodology/approach – A qualitative research approach was taken in the form of

Mandatory communication training of all employees with patient contact

DEFF Research Database (Denmark)

Ammentorp, Jette; Graugaard, Lars Toke; engelbrecht lau, marianne

2014-01-01

of the process to date. METHOD: The cornerstone of the program is a communication course based on the Calgary Cambridge Guide and on the experiences of several efficacy and effectiveness studies conducted at the same hospital. The specific elements of the program are described in steps and a preliminary...

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

Science.gov (United States)

Collins, Sandra K

2007-01-01

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

A study of relationship between managers' leadership style and employees' job satisfaction.

Science.gov (United States)

Rad, Ali Mohammad Mosadegh; Yarmohammadian, Mohammad Hossein

2006-01-01

The purpose of this descriptive and cross-sectional study is to explore the relationships between managers' leadership styles and employees' job satisfaction in Isfahan University Hospitals, Isfahan, Iran, 2004. The data were collected through the distribution of two questionnaires among the 814 employees, first line, middle and senior managers of these hospitals through a stratified random sampling. The dominant leadership style of managers was participative. The mean score of employee-oriented dimension of leadership style in first line, middle and senior managers were 52, 54, and 54 (from 75 credit) respectively. The mean score of task-oriented dimension of leadership style in first line, middle and senior managers were 68, 69, and 70 (from 100 credit) respectively. The mean score of employee's job satisfaction was 3.26 +/- 0.56 on a 6 scale (moderate satisfaction), 1.9, 26.1, 64.7, and 7.3 percent of hospital employees had respectively very low, low, moderate, and high satisfaction with their job. Employees demonstrated less satisfaction with salaries, benefits, work conditions, promotion and communication as satisfier factors and more satisfaction with factors such as the nature of the job, co-workers and supervision type factors. There was significant correlation (p leadership behaviors and employees and job satisfaction. Employee job satisfaction depends upon the leadership style of managers. Nevertheless, participative management is not always a good management style. Managers should select the best leadership style according to the organizational culture and employees' organizational maturity. Although this study conducted in Iran, it is anticipated that the findings may have relevance on a broader scale. By replicating this study in different countries and contexts the results of could be very helpful for developing a new model of leadership with new implementation techniques that can be implemented easily and successfully in a cross cultural context.

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

Science.gov (United States)

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

2016-04-01

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

Building Skills and Qualifications among SME Employees. Leonardo da Vinci Good Practices Series.

Science.gov (United States)

Commission of the European Communities, Brussels (Belgium). Directorate-General for Education and Culture.

This document profiles 10 European programs that exemplify good practice in building skills and qualifications among employees of small and medium enterprises (SMEs). The programs profiled are as follows: (1) TRICTSME (a program providing World Wide Web-based information and communication technologies training for SMEs in manufacturing); (2)…

IMPACT OF CONFLICT MANAGEMENT ON EMPLOYEES' PERFORMANCE IN A PUBLIC SECTOR ORGANISATION IN NIGERIA

Directory of Open Access Journals (Sweden)

Olu, OJO

2014-03-01

Full Text Available This study investigated the impact of conflict management on employees’ performance in a public sector organisation, a case of Power Holding Company of Nigeria (PHCN. This study adopted the survey research design. A total of 100 respondents were selected for the study using stratified sampling technique. Questionnaire was used to collect primary data. Data collected were analysed using descriptive statistics. Hypotheses were tested through regression analysis and correlation coefficient. The findings revealed that effective conflict management enhance employee’s performance in an organisation and that organisation’s conflict management system influences employee performance in the organisation. It was recommended that organisation should embark on training and retraining of its employees in area of conflict management so as to create a conductive working environment for the employees and that there should be efficient and effective communication between and among all categories of the employees the organisation. This will reduce conflicting situations in the organisation.

Trust in management, communication and organisational commitment: Factors influencing readiness for change management in organisation

Science.gov (United States)

Ahmad, Mohd Hafis; Ismail, Syuhaida; Rani, Wan Nurul Mardiah Wan Mohd; Wahab, Mohammad Hussaini

2017-10-01

Organisational change occurs when an organisation makes a transition from its current state to some desired future state in minimising employee resistance and cost to the organisation while simultaneously maximising the effectiveness of the change effort. This paper, aims at appraising the change management of organisation in Malaysia since limited research has been done to examine readiness for change by the employees in the organisation. This paper is materialising its objectives of (1) investigating the current practice of organisation and employees in the organisation towards change management and (2) assessing the factors influencing readiness of organisation and employees in the organisation towards change management. It is found via literature review that change management is a structured approach for ensuring that changes are thoroughly and smoothly implemented to transitioning individuals, teams, and organisations to a desired future state by focusing on the wider impacts of change, particularly on people, where change does not happen in isolation and it impacts the whole organisation. Furthermore, it is found that current practice of organisation and employees in the organisation towards change management involved in three main factors, namely trust in management, communication and organisational commitment; with the factor for trust in management is the positive vision for the future by management team, meanwhile for communication, it is found that there is good communication between supervisors and employees about the organisation's policy toward the changes. The factor found in organisational commitment is employees enjoying discussing about their organisation with outsiders. The findings of this paper provide a positive impact on change management planning, which ultimately help in ensuring more effective change programme implementation in the organisation in Malaysia.

Augmentative and Alternative Communication System (AAC) for Social Inclusion of People With Complex Communication Needs in the Industry.

Science.gov (United States)

Krüger, Simone; Berberian, Ana Paula

2015-01-01

Inclusion of people with special needs in the labor market has been increasing in some regions of Brazil as a result of the Articles 6 and 7 of the Constitution of the Federal Republic of Brazil and the Quota Law (No. 8.213/91, Art. 93) which entitle people with disabilities to work in order to improve their social condition. To support persons with complex communication needs in the workplace, 40 graphic symbols termed "symbols of industrial expressions" were developed within the framework of the COMMUNIS package. The symbols were developed for a company of the food sector in the Metropolitan Region of Curitiba, Brazil. Individual interviews were held with the human resources professionals, as well as with employees with complex communication needs in order to identify problems, assess requirements, and generate a list of specific symbols to develop. The symbols were then validated with regard to their ease of recognition. Only five symbols needed revision. The results suggest that it is possible to develop a set of symbols for the workplace that are judged to be iconic by human resources professionals and employees with complex communication needs.

ANTESEDEN EMPLOYEE TURNOVER

Directory of Open Access Journals (Sweden)

Heryadi Fardilah

2018-03-01

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

ETHICS AND COMMUNICATION IN MANAGEMENT

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Reta CONDEI

2014-10-01

Full Text Available Management ethics, the determination at what means “fair”, ”correct” and “just” in decisions and action that affect the others, passes the simple problems like corruption, steal and swindle. It is focused on human interrelations such as between employers and employees, sellers and clients, shareholders, creditors, distributors, community members. The solving of the ethics dilemmas in management do not represent just a delimitation between good and bad, correct and incorrect, but also it is a complex judgement aiming a balance between economical and social performance of the firm, taking into consideration all what could happened. Solving ethics dilemmas by managers is not easy, and the decision will depend all the time of their personality, experience, education, feelings, attitude and personal values. The communication is part of the organization infrastructure. Any effort for the development of an organization should be considered a priority for the human factor. An efficient communication is the only way in which employees can correlate their efforts, whose quality is leading to the organization success.

Re-thinking employee recognition: understanding employee experiences of recognition

OpenAIRE

Smith, Charlotte

2013-01-01

Despite widespread acceptance of the importance of employee recognition for both individuals and organisations and evidence of its increasing use in organisations, employee recognition has received relatively little focused attention from academic researchers. Particularly lacking is research exploring the lived experience of employee recognition and the interpretations and meanings which individuals give to these experiences. Drawing on qualitative interviews conducted as part of my PhD rese...

Fostering Employee Engagement Through Gamification: AirBaltic Forecaster Tool

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Daiga Ergle

2015-09-01

Full Text Available Next to the employee productivity or indicators for staff turnover and absenteeism in organizations, Employee Engagement stands out as one of the most significant measurements for Human Resource Management efficiency. With younger generation representatives joining the workforce companies are bound to investigate and pursue some of the new tools and techniques that respond more effectively to engagement triggers of generations Y and Z. At AirBaltic Corporation in Riga, Latvia, management has been trying to foster engagement of the workforce through introduction of a business game, called Forecaster. According to management belief, in addition to improved internal communication, Forecaster has potential to save up to 1 million eur annually due to the resulting better quality management decisions. Within the article author looks at the theory and research related to application and effects of gamification within corporate settings, as well as reviews workplace environment at AirBaltic Corporation. Further in the article, Forecaster game is described in more detail and its impact on employee engagement and organizational performance is analysed. Finally, recommendations are drawn for organizations to consider when gamifying people management processes in their organizations.

28 CFR 68.36 - Ex parte communications.

Science.gov (United States)

2010-07-01

....36 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) RULES OF PRACTICE AND PROCEDURE FOR ADMINISTRATIVE HEARINGS BEFORE ADMINISTRATIVE LAW JUDGES IN CASES INVOLVING ALLEGATIONS OF UNLAWFUL EMPLOYMENT OF... communications. (a) General. Except for other employees of the Executive Office for Immigration Review, the...

INTERNAL COMMUNICATION, THE PROGRESS OF TECHNOLOGY AND SUSTAINABLE DEVELOPMENT

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CRISTINA ANDREI

2014-05-01

Full Text Available Sustainable development involves the broad public participation including the national, regional and local authorities, business and industry, civil society, all major groups – women, children and youth, all workers, trade unions and families. Not only organizations but also employees have a role to play in applying sustainable development in their jobs because their decisions taken every day have an environmental impact. Communication within organization is used as a means to coordinate information exchange and to establish effective coordination of activities between the members of organization. Internet, e-mail, mobile phones, satellite and wireless have had an effect on the way in which information is exchanged and on how people communicate not only in their day-to-day life but also within in the organizations they belong to. New communication technologies have increased the possibilities for a better access to information for employees and made possible to have their voices heard from their colleagues to superior levels, offering the possibility of a two-way communication and creating the potential for greater understanding and dialogue between them. Besides increasing profits, saving time and costs, the use of e-communication within organizations, offer the convenience of combating environmental damage through cutting back on paper and ink usage

Employee experience of workplace supervisor contact and support during long-term sickness absence.

Science.gov (United States)

Buys, Nicholas J; Selander, John; Sun, Jing

2017-12-07

Workplace support is an important factor in promoting successful return to work. The purpose of this article is to examine relationships between supervisor contact, perceived workplace support and demographic variables among employees on long-term sickness absence. Data were collected from 204 public employees at a municipality in Sweden who had been on long term sickness absence (60 days or more) using a 23 question survey instrument that collected information on demographic variables, supervisor contact and perceived workplace support. Most injured employees (97%) reported having contact with their supervisors during their sickness absence, with a majority (56%) reporting high levels of support, including early (58.6%) and multiple (70.7%) contacts. Most were pleased with amount of contact (68.9%) and the majority had discussed workplace accommodations (68.1%). Employees who self-initiated contact, felt the amount of contact was appropriate, had a personal meeting with their supervisors and discussed workplace adjustments reported experiencing higher levels of support from supervisors. Employees on long-term sickness absence appreciate contact from their supervisors and this is associated with perceived workplace support. However, the amount and employee experience of this contact is important. It needs to be perceived by employees as supportive, which includes a focus on strategies (e.g., work adjustment) to facilitate a return to work. Supervisor training is required in this area to support the return to work process. Implications for Rehabilitation Contact and support from workplace supervisors is important to workers on long-term sickness absence. Employees appreciate frequent contact from supervisors during long-terms sickness absence. Employees appreciate a personal meeting with supervisors and the opportunity to discuss issues related to return to work such as work adjustment. Employers should provide training to supervisors on how to communicate and

Effective Interpersonal Communication for Foreign Managers to Indonesian - CO Workers

OpenAIRE

Wulandari, Respati

2014-01-01

Interpersonal communication tends to guide the way of management in companies worldwide. For multinational company, where expatriate is exist to blend with local partners or employee, the way they communicate to each other will determine the future of their company communication activities. The result of this research could be utilized by foreign managers and their Indonesian colleagues. Based on this research, which is supported by qualitative and literature methods, it can be found the effe...

The Impact of Job Satisfaction and Employee Education on Employee Efficiency

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M. M. C. De Silva

2014-10-01

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

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

Science.gov (United States)

Gerstein, Lawrence; And Others

1993-01-01

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

A Structural Reconceptualization of the Organizational Communication Audit, with Application to a State Department of Education.

Science.gov (United States)

Grunig, James E.

The standard organizational communication audit measures employees' perceptions of and satisfaction with communication in an organization. It does not, however, examine the structural characteristics of an organization, such as centralization or stratification--characteristics that can disclose whether a total communication system is appropriate…

The Visual Image in Managerial Communication

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Tudor Ioan

2016-07-01

Full Text Available The increasing proliferation and diversification of artificial languages have become a prerequisite for an efficient managerial discourse. The inclusion of language in a philosophy of management is justified by at least three reasons: language becomes the condition, the model and the object of scientific management. Implementing one�s management plan is consistent with the ability to send easily decipherable messages. It is a fact that one of the most important qualities of a leader is his or her ability to communicate. Career success is conditioned by facilitating the ease of communication between employees and superiors. Communication skills can lauch or ruin a career. Advances in messaging technology have a profound impact on our psychology. Communication through image, especially nowadays, is of particular importance. Included among the expressive behaviors, nonverbal communication is characterized by several aspects.

Soccer and Zumba as health promotion among female hospital employees

DEFF Research Database (Denmark)

Barene, Svein

health care workers a high-risk group for non-communicable diseases such as cardiovascular diseases, diabetes and hypertension. In addition, health care workers generally have high physical demanding work tasks, which expose them to physical loads that may impair their musculoskeletal health, work...... concept Zumba, we wanted to evaluate short and long term health effects from these two physical activities among female hospital employees. The primary outcome of the study was cardiovascular fitness (VO2max), whereas body composition, biomarkers in blood, musculoskeletal pain, as well as the work......-related outcomes work ability and perceived physical exertion during work comprised the secondary outcomes. In addition, we measured the adherence to the training and drop-out throughout the intervention period. Methods A 40-weeks cluster randomised controlled trial was conducted on 107 female hospital employees...

Employee assistance programs, drug testing, and workplace injury.

Science.gov (United States)

Waehrer, Geetha M; Miller, Ted R; Hendrie, Delia; Galvin, Deborah M

2016-06-01

Little is known about the effects of employee assistance programs (EAPs) on occupational injuries. Multivariate regressions probed a unique data set that linked establishment information about workplace anti-drug programs in 1988 with occupational injury rates for 1405 establishments. EAPs were associated with a significant reduction in both no-lost-work and lost-work injuries, especially in the manufacturing and transportation, communication and public utilities industries (TCPU). Lost-work injuries were more responsive to specific EAP characteristics, with lower rates associated with EAPs staffed by company employees (most likely onsite). Telephone hotline services were associated with reduced rates of lost-work injuries in manufacturing and TCPU. Drug testing was associated with reductions in the rate of minor injuries with no lost work, but had no significant relationship with lost-work injuries. This associational study suggests that EAPs, especially ones that are company-staffed and ones that include telephone hotlines, may prevent workplace injuries. Copyright © 2016. Published by Elsevier Ltd.

20 CFR 439.640 - Employee.

Science.gov (United States)

2010-04-01

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

National Preferences in Business and Communication Education.

Science.gov (United States)

Curtis, Dan B.; And Others

1989-01-01

Examines the relative importance of various factors, skills, and courses in the hiring and advancement of employees of business, industrial, and governmental agencies based in the United States. Finds that communication skills are most important for business entry-level jobs and career success. (MS)

Relationship between Organizational Communication Satisfaction and Organizational Justice: An Empirical Study

OpenAIRE

Gök, Sibel; Karatuna, Işıl; Özkılıçcı, Gökçe

2013-01-01

This study aimed to investigate the relationship between organizational communication satisfaction and organizational justice and to explore the impact of communication satisfaction on perceived justice in a group of university employees. Data were obtained through questionnaires among 481 academics working in public and private universities in Turkey. The research measures used in this study were the Communication Satisfaction Questionnaire of Downs and Hazen and the Organizational Justice S...

Stereotypes of older employees compared to younger employees in Slovenian companies

Directory of Open Access Journals (Sweden)

Maja Rožman

2016-01-01

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

Policies aren't enough: the importance of interpersonal communication about workplace breastfeeding support.

Science.gov (United States)

Anderson, Jenn; Kuehl, Rebecca A; Drury, Sara A Mehltretter; Tschetter, Lois; Schwaegerl, Mary; Hildreth, Marilyn; Bachman, Charlotte; Gullickson, Heidi; Yoder, Julia; Lamp, Jamison

2015-05-01

Formal policies can establish guidelines and expectations for workplace breastfeeding support. However, interpersonal communication between employees and managers is the context where such policies are explained, negotiated, and implemented. As such, this article focuses on interpersonal communication about breastfeeding support in the workplace. The objective of this article is to describe interpersonal communication related to workplace breastfeeding support. We conducted 3 focus groups with 23 business representatives from a rural city in the Midwest United States. Participants were recruited through the area chamber of commerce. We analyzed the transcripts of the focus groups and derived themes related to the study objective. Our analysis of responses from business representatives in the focus groups revealed 3 major themes about interpersonal communication concerning breastfeeding support in the workplace: (1) interpersonal communication may be more important than written communication for enacting breastfeeding support, (2) multiple factors (age, sex, and power dynamics) complicate the interpersonal communication required to enact breastfeeding support in local businesses, and (3) positive interpersonal communication strategies may improve the success of workplace breastfeeding support. Interpersonal communication between employees and managers is where the specifics of workplace breastfeeding support (eg, policies) are determined and applied. Interpersonal communication about breastfeeding can be challenging due to issues such as age, sex, and power dynamics. However, positive and open interpersonal communication can enhance workplace breastfeeding support. © The Author(s) 2015.

INVESTIGATING THE RELATIONSHIP BETWEEN ORGANIZATIONAL COMMUNICATION AND ORGANIZATIONAL CULTURE

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Mădălina ŞOMĂCESCU

2016-05-01

Full Text Available In this paper we investigated the relationship between the organizational communication and organizational culture. The starting point of our analysis is that the two variables are in interdependent relation. Our study, performed in a large public organization operating in Romania and abroad, identified a positive association between the two variables. The organizational communication helps the organization to disseminate the culture among the employees. Also, the organizational culture is developed through the interactions and communications among the staff. The management of the organizations must encourage and promote an open communication in order to create a culture that sustain the performance.

Determinants of job motivation among frontline employees at hospitals in Tehran

Science.gov (United States)

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

2016-01-01

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

Success Skills for the Textile Industry: Communication (SS1). Workforce 2000 Partnership.

Science.gov (United States)

Enterprise State Junior Coll., AL.

This curriculum package on communication is a product of the Workforce 2000 Partnership, which combined the resources of four educational partners and four industrial partners in Alabama, Georgia, and South Carolina to provide education and training in communication, computation, and critical thinking to employees in the apparel, carpet, and…

Managerial Communication. Essential Aspect of Organizational Development

Directory of Open Access Journals (Sweden)

Marius Florentin POPA

2012-11-01

Full Text Available Organizational communication is a process usually intended for exchanging messages between individuals, groups and organizational levels within the organization, in order to achieve both individual and collective targets. For any organization, communication is an essential requirement in achieving the targets, a sine qua non condition for its efficient functioning, establishing the most basic human relationships. Solely an effective communication can enable the planning and scheduling, coordination and control, motivation, consultation and active participation of an organization’s members in order to achieve the proposed goals. Therefore, there is a closely connection between the ability to communicate of each employee and the ability to lead of each manager. Based on various communication networks and various management styles, an organization shall function at the highest standards solving any problems and fulfilling any targets.

When customers exhibit verbal aggression, employees pay cognitive costs.

Science.gov (United States)

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

2012-09-01

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

31 CFR 20.640 - Employee.

Science.gov (United States)

2010-07-01

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

7 CFR 3021.640 - Employee.

Science.gov (United States)

2010-01-01

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

14 CFR 1267.640 - Employee.

Science.gov (United States)

2010-01-01

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

DEVELOP CREATIVE EMPLOYEES

DEFF Research Database (Denmark)

Hertel, Frederik

2016-01-01

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

Determinants of employee punctuality.

Science.gov (United States)

Dishon-Berkovits, Miriam; Koslowsky, Meni

2002-12-01

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

[The occupational physician and communication to workers].

Science.gov (United States)

Perbellini, L; di Leo, E; Goio, I

2010-01-01

Communication ability is essential for the Physician to the proper management of ambulatory activity and corporate training. The aim of this work is describe the communication strategies to be adopted in everyday healthcare practice. When the occupational physician relates with an employee his message must act both verbal both non-verbal. The medical history should be collected carefully and during the physical examination is important to put the employee at ease by adopting a discreet and attentive attitude. The clinical findings and the capacity to work with any limitations will be discussed at the end of health surveillance using understandable terminology to the worker. During the training-information process is important to define the primary objectives, organize the program and bring the display materials. The worker should be actively involved and encouraged to learn throughout the course information. In the text will also be shown the main aspects of information on line.

43 CFR 43.640 - Employee.

Science.gov (United States)

2010-10-01

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

15 CFR 29.640 - Employee.

Science.gov (United States)

2010-01-01

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

Organizational environment factors associated with corporate social responsibility: effects on communication and guanxi relationship between supervisors and subordinates in SMEs

OpenAIRE

Edward WONG SEK KHIN; Yap Poh LIAN; Lau Wee YEAP; Rusnah MUHAMAD

2016-01-01

Effective communication within an organization as part of CSR benchmarking factor that helps align employee expectations facilitates problem solving, builds cooperative relationships and channels employee efforts to achieve common goals. This paper seeks to determine how CSR benchmarking factors of the organizational environment (such as management style, organizational structure and workplace culture) affect the effectiveness of intra-organizational communication and to examine the moderatin...

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…

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...

Perceived organizational support for safety and employee safety voice: the mediating role of coworker support for safety.

Science.gov (United States)

Tucker, Sean; Chmiel, Nik; Turner, Nick; Hershcovis, M Sandy; Stride, Chris B

2008-10-01

In the present study, we modeled 2 sources of safety support (perceived organizational support for safety and perceived coworker support for safety) as predictors of employee safety voice, that is, speaking out in an attempt to change unsafe working conditions. Drawing on social exchange and social impact theories, we hypothesized and tested a mediated model predicting employee safety voice using a cross-sectional survey of urban bus drivers (n = 213) in the United Kingdom. Hierarchical regression analysis showed that perceived coworker support for safety fully mediated the relationship between perceived organizational support for safety and employee safety voice. This study adds to the employee voice literature by evaluating the important role that coworkers can play in encouraging others to speak out about safety issues. Implications for research and practice related to change-oriented safety communication are discussed.

THE IMPORTANCE OF ONLINE COMMUNICATION IN HIGHER EDUCATION

Directory of Open Access Journals (Sweden)

Emanuela Maria AVRAM

2015-06-01

Full Text Available The communication system is highly developed in the academic environment and not only involves the communication between the university and the outside world through exchanges of messages, but also the internal one with the employees and students. Online communication has gained increasingly more territory in the academic environment lately, especially thanks to the usage of e-mails and social networks. Therefore, this paper aims at presenting the main tools of the online communication in higher education as well as their importance of creating interaction among the participants in the education process. The conclusions emphasize that this type of communication significantly favors the teaching-learning process, creates real interaction between students and professors and contributes to the fast dissemination and access of information.

An Analysis of the Impact of Total Quality Management on Employee Performance with mediating role of Process Innovation

Science.gov (United States)

Nadia Dedy, Aimie; Zakuan, Norhayati; Zaleha Omain, Siti; Rahim, Kamaruzzaman Abdul; Ariff, Mohd Shoki Md; Sulaiman, Zuraidah; Zameri Mat Saman, Muhamad

2016-05-01

TQM practices are important to provide customer satisfaction by improved product performance and sustained towards the organizational goal. The objective of this study was to analyse the relationship between TQM practices, process innovation and employee performance. In this study, six critical success factors of TQM have been identified namely customer focus, leadership, training, teamwork, communication, and top management. Based on thorough literature review, employee performances have been measured by two constructs which are job satisfaction and workplace environment. The study used methodology of quantitative approach. The questionnaires for this study were randomly distributed to 102 employees in the selected car manufacturer companies. The respondents were choosing from management team, supervisor, technician and others worker. Results of the study support the proposed hypotheses that there are significant relationship between TQM practices, process innovation and employee performance.

Employee motivation and benefits

OpenAIRE

Březíková, Tereza

2009-01-01

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

Analysis of Employee Benefits

OpenAIRE

Burešová, Lenka

2013-01-01

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

Organizational environment factors associated with corporate social responsibility: effects on communication and guanxi relationship between supervisors and subordinates in SMEs

Directory of Open Access Journals (Sweden)

Edward WONG SEK KHIN

2016-09-01

Full Text Available Effective communication within an organization as part of CSR benchmarking factor that helps align employee expectations facilitates problem solving, builds cooperative relationships and channels employee efforts to achieve common goals. This paper seeks to determine how CSR benchmarking factors of the organizational environment (such as management style, organizational structure and workplace culture affect the effectiveness of intra-organizational communication and to examine the moderating effect of supervisor – subordinate guanxi. Data for the study was collected using self-administered questionnaires from working respondents in Kuala Lumpur in Selangor State, Malaysia. This study found that a more participative management style, less formalized organizational structure of SMEs and a healthier workplace culture are positively related to intra-organizational communication effectiveness. It was also discovered that the supervisor – subordinate relationship known as guanxi, has a positive moderating effect on all three relationships between management style, organizational structure and workplace culture with intra-organizational communication effectiveness. This study concludes that an organization’s management attitude towards employee participation, formalization of structure and healthiness of culture play important roles in encouraging effective communication and close supervisor – subordinate guanxi and further promotes communication, in addition to the mentioned environmental conditions.

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

OpenAIRE

Hrubá, Markéta

2012-01-01

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

Smartphone use and work-home interference: The moderating role of social norms and employee engagement

NARCIS (Netherlands)

Derks, D.; Van Duin, D.; Tims, M.; Bakker, A.B.

2015-01-01

Work in our modern society that is facilitated by communication technology involves connectivity, immediacy, and a blurring of boundaries between work and non-work domains. This 4-day quantitative diary study (N = 100 employees, N = 367-400 data points) aims to shed light on the relationship between

CULTURAL DIFFERENCES IN EMPLOYEE WORK VALUES AND THEIR IMPLICATIONS FOR MANAGEMENT

OpenAIRE

Matić, Jennifer L.

2008-01-01

Research has clearly established that culture affects the application of management theories and practices. Work values, in particular, are an important part of cross-cultural understanding in that they are themselves measures of cultural dimensions, and also have strong implications for many areas of management, from employee motivation to organizational communication. In order to successfully implement management practices originating in a different culture, it is necessary to first ide...

Identification and Analysis of Future Aeronautical Communications Candidates: A Study of Concepts and Technologies to Support the Aeronautical Communications Needs in the NextGen and Beyond National Airspace System

Science.gov (United States)

Wichgers, Joel M.; Mitchell, James P.

2015-01-01

This report describes the results of future aeronautical communications research conducted by Rockwell Collins employees under NRA contract to NASA. The overall goal of this research was to identify and begin to evaluate communication technology candidates expected to meet the long-term aircraft-to-aircraft and aircraft-to-ground data communications needs of Air Traffic Management in the NextGen and beyond National Airspace System (NAS), considering how the NAS and communications technologies will evolve during a 50-year modernization time horizon.

Differences between Brazilian Men and Women Managers in Their Managing of Conflicts with Employees.

Science.gov (United States)

Rossi, Ana Maria; Todd-Mancillas, William R.

A study was conducted to compare Brazilian men and women managers' preferences for using communication versus power-centered strategies when resolving employer/employee disputes. Subjects were 40 men and 40 women in middle and top-management positions. Each manager read a packet of four scripts describing various problems that a manager might have…

An Empirical Study on the Role of Context Factors in Employees' Commitment to Change

Science.gov (United States)

Soumyaja, Devi; Kamlanabhan, T. J.; Bhattacharyya, Sanghamitra

2011-01-01

The study attempts to address the gap of exploring the possible antecedents of employees' commitment to change and its three dimensions. The role of context factors--participation in decision making, quality of communication, trust in management and history of change--are tested on overall commitment to change and also on its three…

Communication training as a part of medical education: a pilot project

Directory of Open Access Journals (Sweden)

Petersen, Corinna

2005-01-01

Full Text Available Within the last years, the importance of communication skills regarding the doctor-patient-relationship received more attention. Medical school curricula for future physicians must include teaching of communication skills as well. A pilot project for training communicative basic skills at the University Hospital Hamburg-Eppendorf will be presented. The content of teaching was generated by employees of the Institute and Policlinics of Medical Psychology. Contents of the course will be described and experiences discussed.

The Collaborative Blue - Equity in communication

DEFF Research Database (Denmark)

Froholdt, Lisa Loloma

  This paper is part of my doctoral thesis, which in part, focuses on multi-national communication between ship and shore in crisis-situations and my interest is in how communication influences maritime operations. In this paper, I present the findings of my pilot study of a conversation between...... ship and shore, where a ship calls an emergency line, reporting that the rudder is presumably lost. My tentative study shows that communication plays an active role in both creating employee's social relations and influencing their performance, which jeopardizes the outcome of a crisis......-situation.   Method This paper presents the results of a single case analysis. It includes a telephone recording of communication between ship and technical personnel at shore surrounding an emergency situation in a Danish shipping company. The conversation has been transcribed and submitted to language analysis...

40 CFR 721.72 - Hazard communication program.

Science.gov (United States)

2010-07-01

..., processed, or used in the employer's workplace, the employer must add the new information to the MSDS before... implement a written hazard communication program for the substance in each workplace. The written program... the workplace or for individual work areas. (2) The methods the employer will use to inform employees...

Costs of employee turnover

Directory of Open Access Journals (Sweden)

Jiří Duda

2013-01-01

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

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

Science.gov (United States)

Amos, Elizabeth A; Weathington, Bart L

2008-11-01

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

Company environmental communication

International Nuclear Information System (INIS)

Andriola, L.; Luciani, R.; Borghini, S.

2001-01-01

Environmental communication is becoming a sine qua non for companies which are more and more pressed by the need to reinforce communication with interested parties: environmental groups, local communities, local and national authorities, employees, share-holders, banks, insurance companies, customers and consumers. Reliable environmental information, just like economical and property data, is now required during both company take-over and financing, and in some cases it can affect insurance premiums. In fact, environmental guarantees are more and more often required because breaching environmental regulations can entail legal sanctions going as far as suspension of business. There now also Green investment funds that engage their resources only against specific environmental guarantees on the part of the companies that, before being selected for the investment, are submitted to rather accurate questionnaires by the investment manager [it

13 CFR 147.640 - Employee.

Science.gov (United States)

2010-01-01

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

28 CFR 83.640 - Employee.

Science.gov (United States)

2010-07-01

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

22 CFR 210.640 - Employee.

Science.gov (United States)

2010-04-01

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

49 CFR 32.640 - Employee.

Science.gov (United States)

2010-10-01

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

10 CFR 607.640 - Employee.

Science.gov (United States)

2010-01-01

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

22 CFR 312.640 - Employee.

Science.gov (United States)

2010-04-01

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

22 CFR 1509.640 - Employee.

Science.gov (United States)

2010-04-01

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

22 CFR 133.640 - Employee.

Science.gov (United States)

2010-04-01

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

22 CFR 1008.640 - Employee.

Science.gov (United States)

2010-04-01

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

Public reaction to the death of Steve Jobs: implications for cancer communication.

Science.gov (United States)

Myrick, Jessica Gall; Noar, Seth M; Willoughby, Jessica Fitts; Brown, Jennifer

2014-01-01

The present study aimed to examine the public reaction to the death of Steve Jobs, focusing on general and cancer-specific information seeking and interpersonal communication. Shortly after Jobs's death, employees from a large university in the Southeastern United States (N = 1,398) completed a web-based survey. Every employee had heard about Steve Jobs's death, and 97% correctly identified pancreatic cancer as the cause of his death. General (50%) and pancreatic cancer-specific (7%) information seeking, as well as general (74%) and pancreatic cancer-specific (17%) interpersonal communication, took place in response to Steve Jobs's death. In multivariate logistic regression analyses controlling for demographics and several cancer-oriented variables, both identification with Steve Jobs and cancer worry in response to Steve Jobs's death significantly (p < .05) predicted pancreatic cancer information seeking as well as interpersonal communication about pancreatic cancer. Additional analyses revealed that cancer worry partially mediated the effects of identification on these outcome variables. Implications of these results for future research as well as cancer prevention and communication efforts are discussed.

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

Science.gov (United States)

Mascarenhas, O A

1993-01-01

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

Early Experience with Employee Choice of Consumer-Directed Health Plans and Satisfaction with Enrollment

Science.gov (United States)

Fowles, Jinnet Briggs; Kind, Elizabeth A; Braun, Barbara L; Bertko, John

2004-01-01

Objective To assess the initial impact of offering consumer-defined health plan (CDHP) options on employees. Data Sources/Study Setting A mail survey of 4,680 employees in the corporate offices of Humana Inc. in June 2001. Study Design The study was a cross-sectional mail survey of employees aged 18 and older who were eligible for health care benefits. The survey was conducted following open enrollment. The primary outcome is the choice of consumer-directed health plan or not; the secondary outcome is satisfaction with the enrollment process. Important covariates include sociodemographic characteristics (age, gender, race, educational level, exempt or nonexempt status, type of coverage), health status, health care utilization, and plan design preferences. Data Collection Methods A six-page questionnaire was mailed to the home of each employee, followed by a reminder postcard and two subsequent mailings to nonrespondents. Principal Findings The response rate was 66.2 percent. Seven percent selected one of the two new plan options. Because there were no meaningful differences between employees choosing either of the two new options, these groups were combined in multivariate analysis. A logistic regression modeled the likelihood of choosing the novel plan options. Those selecting the new plans were less likely to be black (odds ratio [OR] 0.46), less likely to have only Humana coverage (OR 0.30), and more likely to have single coverage (OR 1.77). They were less likely to have a chronic health problem (OR 0.56) and more likely to have had no recent medical visits (OR 3.21). They were more likely to believe that lowest premiums were the most important plan attribute (OR 2.89) and to think there were big differences in the premiums of available plans (OR 5.19). Employees in fair or poor health were more likely to have a difficult time during the online enrollment process. They were more likely to find the communications very helpful (OR 0.42) and the benefits

45 CFR 1173.640 - Employee.

Science.gov (United States)

2010-10-01

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

21 CFR 1405.640 - Employee.

Science.gov (United States)

2010-04-01

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

29 CFR 94.640 - Employee.

Science.gov (United States)

2010-07-01

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

34 CFR 84.640 - Employee.

Science.gov (United States)

2010-07-01

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

45 CFR 1155.640 - Employee.

Science.gov (United States)

2010-10-01

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

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

Science.gov (United States)

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

2014-10-24

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

Leadership = Communication? The Relations of Leaders' Communication Styles with Leadership Styles, Knowledge Sharing and Leadership Outcomes.

Science.gov (United States)

de Vries, Reinout E; Bakker-Pieper, Angelique; Oostenveld, Wyneke

2010-09-01

PURPOSE: The purpose of this study was to investigate the relations between leaders' communication styles and charismatic leadership, human-oriented leadership (leader's consideration), task-oriented leadership (leader's initiating structure), and leadership outcomes. METHODOLOGY: A survey was conducted among 279 employees of a governmental organization. The following six main communication styles were operationalized: verbal aggressiveness, expressiveness, preciseness, assuredness, supportiveness, and argumentativeness. Regression analyses were employed to test three main hypotheses. FINDINGS: In line with expectations, the study showed that charismatic and human-oriented leadership are mainly communicative, while task-oriented leadership is significantly less communicative. The communication styles were strongly and differentially related to knowledge sharing behaviors, perceived leader performance, satisfaction with the leader, and subordinate's team commitment. Multiple regression analyses showed that the leadership styles mediated the relations between the communication styles and leadership outcomes. However, leader's preciseness explained variance in perceived leader performance and satisfaction with the leader above and beyond the leadership style variables. IMPLICATIONS: This study offers potentially invaluable input for leadership training programs by showing the importance of leader's supportiveness, assuredness, and preciseness when communicating with subordinates. ORIGINALITY/VALUE: Although one of the core elements of leadership is interpersonal communication, this study is one of the first to use a comprehensive communication styles instrument in the study of leadership.

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

Science.gov (United States)

Tucker, James; And Others

1989-01-01

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

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

Effectiveness of Internal Organizational Communication: A case study of BBR Construction Systems (M) Sdn Bhd

OpenAIRE

Bijou Baby, Mr

2003-01-01

This dissertation looks at the importance of internal Organizational communication to achieve Organizational Effectiveness. The dissertation seeks to determine if organizational communication in an organization is related to its effective performance. This research explains how a particular organization looks into the aspects of communication and the ways its employees communicate. The dissertation is a result of in-depth case study in a construction company, evaluating the critical aspects o...

Family employees and absenteeism

OpenAIRE

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

2014-01-01

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

THE INTERDEPENDENCE BETWEEN MANAGEMENT, COMMUNICATION, ORGANIZATIONAL BEHAVIOR AND PERFORMANCE

Directory of Open Access Journals (Sweden)

Pipas Maria Daniela

2013-07-01

Full Text Available The approach of this paper is based on the concepts of management, communication and organizational behavior that by implementing the appropriate strategies, by taking and prevention of organizational risk that creates a favorable organizational climate that can improve, in time, the image of the organization, leading ultimately to making a synergic organization and to increase the organizational performance. An effective communication, followed by an efficient management provides safety in any domain of activity. Organizational communication cannot be seen outside of the management, and represents a fundamental component of it. The lack of communication or poor management of this process leads to alterations in key components of organizational management on one hand, and on the other, the lack of skills and organizational culture regarding these components invalidates the communication process. Today, communication has become increasingly important and more nuanced. At work, employees are faced with an overload of information, but with insufficient or even no communication. Information and communication are two different concepts, but that are interrelated, so information puts people in connection with certain information while communicating puts people in relation with others. Any communication process takes place in a context, which means that it takes place in a specific social, cultural, psychological, physical or temporal space, which is in close interdependence. Any behavioral attitude that we have in this space communicates something about us and determines, consciously or unconsciously, a reaction of positive or negative response from others and may be a factor in sustaining the process of social evolution. In an organizational context, attitudes, behavior can be found as organizational behavior, covering, in turn, a wide range of activities: knowledge and employee satisfaction, understanding group dynamics, accepting and respecting

EDUCATIONAL OBJECTIVES IN INTELLIGENT TUTORS FOR COMMUNICATION SKILLS

Directory of Open Access Journals (Sweden)

CIPRIAN CUCU

2015-10-01

Full Text Available Intelligent Tutoring Systems have been successfully used to simulate human tutoring in various fields such as mathematics, physics or computer programming. The current paper discusses some of the particularities of designing such systems for the education of communication skills, specifically in a business setting (customer relations, employee communications etc. Since communication is an ill-defined domain (i.e. does not provide a systematic method to obtain a solution, various challenges arise. One of these challenges is the design of educational objectives – the module built on top of the system that would check the users' actions against predefined patterns and would provide the users with feed-back accordingly.

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

Science.gov (United States)

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

2016-09-01

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

Communication and Monitoring- Necessary Processes for Managing and Measuring Conflicts, Absenteeism, Fluctuation and Work Accidents

Directory of Open Access Journals (Sweden)

Tănăsescu Dorina Antoneta

2015-06-01

Full Text Available In any organizations, between employees, between employees and management are inevitabily appearing conflicts, absenteeism, personnel fluctuation and work accidents (CAFA factors. To diminish the impact of these social dysfunctions, organizations must pay attention to the effective managing and monitoring using performance indicators and an effective communication process and implementing a good plan of evaluation.

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

Science.gov (United States)

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

2005-02-01

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

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

OpenAIRE

Harvid, Albertus; Gustomo, Aurik

2013-01-01

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

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

Science.gov (United States)

2010-04-01

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

38 CFR 48.640 - Employee.

Science.gov (United States)

2010-07-01

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

29 CFR 1472.640 - Employee.

Science.gov (United States)

2010-07-01

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

36 CFR 1212.640 - Employee.

Science.gov (United States)

2010-07-01

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

Stereotypes of older employees compared to younger employees in Slovenian companies

OpenAIRE

Rožman, Maja; Treven, Sonja; Čančer, Vesna

2016-01-01

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

The employee motivation and benefits

OpenAIRE

Fuhrmannová, Petra

2013-01-01

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

The Motivation of Innovation Activity of Employees of Enterprises in Cross-Functional Teams

Directory of Open Access Journals (Sweden)

Doroshkevych Kateryna O.

2018-03-01

Full Text Available The process of motivation is considered, and its importance in the development of innovation activities of employees of enterprises is indicated: in the process of motivation it is possible to induce workers to creative activity, to provide social and technical interaction between team members, as well as their effective communication, etc. Effectiveness of these processes increases in cross-functional groups (teams. For a deeper understanding of the essence of the researched concept, the process of creating cross-functional teams, their typical composition and characteristic features (attributes, principles of functioning, types of tasks to be solved, etc were studied. For the motivation of innovation activity of employees of enterprises in cross-functional teams, it is recommended to combine both the material and the non-material stimulation. For the material stimulation of employees, it is necessary to ensure the use of surcharges and allowances (allowance for the intensity of work, for high achievements in work, for the performance of particularly important work, allowance for the combination of professions (posts. The non-material stimulation is recommended to be carried out by involving employees of cross-functional teams to management, in particular by applying the «reward for behavior» methodology.

32 CFR 26.640 - Employee.

Science.gov (United States)

2010-07-01

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

45 CFR 630.640 - Employee.

Science.gov (United States)

2010-10-01

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

2 CFR 182.640 - Employee.

Science.gov (United States)

2010-01-01

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

29 CFR 1201.4 - Employee.

Science.gov (United States)

2010-07-01

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

24 CFR 21.640 - Employee.

Science.gov (United States)

2010-04-01

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

40 CFR 36.640 - Employee.

Science.gov (United States)

2010-07-01

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

Value stream mapping as a tool for systematic employee based improvement of the psychosocial work environment in hospitals

DEFF Research Database (Denmark)

Hasle, Peter; Starheim, Liv; Jensen, Per Langaa

2016-01-01

Problems in communication and coordination in hospitals often hamper operations and constitute important stress factor for the staff. A specific methodology (P-lean) based on value stream mapping (VSM) has been developed and tested in practice. Key processes with a potential for psychosocial strain...... are selected and analysed in employee groups. VSM is followed up by collection of data and development of solutions. Results from the practical test show that VSM and process data provide new insights to the employees which help to improve the psychosocial work environment. However, working across departmental...

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

Science.gov (United States)

Ruch, Will

2000-01-01

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

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

OpenAIRE

Sutjitra, Devilan

2015-01-01

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

The gift of employee dissatisfaction.

Science.gov (United States)

Edge, Roberta M

2002-01-01

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

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....

Benefits and stressors - Perceived effects of ICT use on employee health and work stress: An exploratory study from Austria and Hong Kong.

Science.gov (United States)

Ninaus, Katharina; Diehl, Sandra; Terlutter, Ralf; Chan, Kara; Huang, Anqi

2015-01-01

Stress has become a mass phenomenon in the modern workplace. The use of information and communication technologies is beginning to receive greater attention in the context of occupational stress. An exploratory qualitative study was conducted to examine both stressors and benefits resulting from technologies among practitioners in the advertising, public relations, and journalism industry in Hong Kong and Austria. Results suggest that technologies allow instant availability, which facilitates communication processes as well as information exchange. Notably, modern technologies enable employees to organize their work with greater temporal and spatial flexibility, thus creating an opportunity for better balancing work and private life. However, evolving technologies have come with a cost; the pressure to be constantly available via technologies constitutes a major source of stress, increasing the risk of experiencing prolonged work stress and its adverse consequences on employee health and well-being, such as a burnout. Furthermore, findings suggest that availability pressure may be attributed to an inner obligation rather than to an organizational expectation. Hence, making employees aware of their connectivity behaviour may help to diminish the experience of technology-induced work stress and improve and maintain employees' health and well-being in the long term. Practical implications, limitations, and future research directions are provided.

How Do Information and Communication Technology Affect Delegation?

DEFF Research Database (Denmark)

Dobrajska, Magdalena

This paper investigates the distinct effects of the use of information technology and communication technology in firms on the degree of delegation of decision making. This paper contributes to the literature on organization design by showing empirically that these two types of technology have...... distinct effects on delegation at the level of analysis of delegation from manager to employees: delegation is more likely when database software is used and it is less likely when communication software is employed. We use a longitudinal and nationally representative dataset from Statistics Canada...

The effects of knowledge management and self-organization on organizational creativity: The mediating roles of corporate innovativeness and organizational communication

Directory of Open Access Journals (Sweden)

Tuna Uslu

2015-12-01

Full Text Available Creativity and innovation are very important to achieve successful performance results in the organizations. Even there is a common view about the effects of the environment to increase creativity; there are limited studies about the institutions how to use corporate tools for this purpose. This study aims to determine the factors behind organizational creativity and evaluate the effects of these factors on organizational creativity within a model demonstrating structural relations. The rapid development of information and communication technologies have been changing the organizational structure, business and work methods, manager and employee profile, and in general work life, and have been bringing out new models particularly in communication in inside and outside the organization. Institutions aim to strengthen their employees with a positive approach by infusing them with concepts such as creativity, and flexibility and supporting them. In this study we examine the effects of these organizational predictors like knowledge management and self-organization on the employee creativity through innovativeness and communication. In our survey we used questionnaire method to the convenient sampled 227 employees in Turkey. Factor analysis towards findings and progressive intermediary variable tests are carried out by verifying different models. It was found that knowledge management and self-organization are effective on organizational creativity, but the most important factor determining organizational creativity is organizational communication followed by corporate innovativeness. We suggest the managers, in order to increase organizational creativity in their institutions; they should use knowledge management and corporate innovativeness effectively, so they can increase the efficiency of organizational communication.

Linguistic and Cultural Barriers to Intercultural Communication in Foreign Subsidiaries

DEFF Research Database (Denmark)

Peltokorpi, Vesa; Clausen, Lisbeth

2011-01-01

This study examines the causes and consequences of linguistic and cultural barriers to inter-cultural communication in Nordic subsidiaries in Japan. Interviews with 30 Nordic (Finland, Denmark, Norway and Sweden) expatriates and 29 Japanese employees show that the main linguistic barriers to inte...

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

GDOT employee survey.

Science.gov (United States)

2017-07-04

The research team worked in collaboration with GDOT to conduct the 2016 GDOT Employee Survey. This research study aimed to increase the response rate and the usefulness of the feedback from the GDOT employee survey to support organizational decisions...

Employees with Epilepsy

Science.gov (United States)

... at work. Allow employee to remain on the job after a seizure when possible Provide flexible schedule Modify an attendance policy Provide leave while the employee is adjusting to medications Work a straight shift instead of rotating shifts Personal ...

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 signs...

25 CFR 700.549 - Employee organizations.

Science.gov (United States)

2010-04-01

... 25 Indians 2 2010-04-01 2010-04-01 false Employee organizations. 700.549 Section 700.549 Indians... Employee Responsibility and Conduct § 700.549 Employee organizations. An employee may not knowingly be a member of an organization of Government employees that advocates the overthrow of the United States...

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.

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.

Final rules relating to use of electronic communication and recordkeeping technologies by employee pension and welfare benefit plans. Notice of final rulemaking.

Science.gov (United States)

2002-04-09

This document contains final rules under Title I of the Employee Retirement Income Security Act of 1974, as amended (ERISA), concerning the disclosure of certain employee benefit plan information through electronic media, and the maintenance and retention of employee benefit plan records in electronic form. The rules establish a safe harbor pursuant to which all pension and welfare benefit plans covered by Title I of ERISA may use electronic media to satisfy disclosure obligations under Title I of ERISA. The rules also provide standards concerning the use of electronic media in the maintenance and retention of records required by sections 107 and 209 of ERISA. The rules affect employee pension and welfare benefit plans, including group health plans, plan sponsors, administrators and fiduciaries, and plan participants and beneficiaries.

Analysis Of Employee Engagement And Company Performance

OpenAIRE

Mekel, Peggy A.; Saerang, David P.E.; Silalahi, Immanuel Maradopan

2014-01-01

Employee could be a competitive advantage of a company if company manages its employees well. The success of a company could be seen from how a company manages their employees and engages their employees. Most of big companies put their employees in top priority in order to keep their top performance. These big companies manage their employees and try to engage their employees so that their employees could generate high performance. In this study, employee engagement is the factor to examine ...

Peer influence on protest participation : Communication and trust between co-workers as inhibitors or facilitators of mobilization

NARCIS (Netherlands)

Born, Marieke; Akkerman, Agnes; Thommes, Kirsten

In this article, we investigate how communication and trust networks between employees affect participation in a strike. We analyze whether the strength of network relations is related to congruence in strike behavior using social network data on 59 Dutch workers. We find that private communication

When internal communication becomes multi-vocal

DEFF Research Database (Denmark)

Madsen, Vibeke Thøis

The aim of this paper is to present the findings of an exploratory case study of communication on internal social media within the Danish bank, Jyske Bank. The study involved an analysis of staff interaction on internal social media over three months, as well as interviews with 17 of the bank......’s employees. The study not only answers questions about who participates in internal social media and the content of their communication, it also shows that when organizational culture and management support coworker communication, internal social media becomes a multi-vocal rhetorical arena where coworkers...... are likely to converse about how to solve product and customer-related challenges, and to discuss working conditions. In addition, this study shows that coworkers co-construct organizational identity when they discuss questions such as: Who are we as an organization? Which products should we provide...

Employee Engagement Factor for Organizational Excellence

Directory of Open Access Journals (Sweden)

Tzvetana Stoyanova

2017-03-01

Full Text Available Purpose: The objective of this publication is to identify ways to increase employee engagement in Bulgarian business organizations and identify how such employee engagement affects employee and company performance. Design/methodology/approach: Our research is based on the evaluation of employee engagement methodologies used by well-known companies such as Gallup HCM Advisory Group, Deloitte and Aon Hewitt. Based on these, we derive the factors influencing employee engagement in Bulgarian companies. Findings: This work focuses on management, in recent years, aimed at retaining and developing the best employees, and their evolution into reliable potential leaders of the organization. This is undertaken to maintain and increase the number of those engaged in the business of company employees as well. The management of a successful leader is considered key to increasing employee engagement. Employee commitment implies something special, additional or atypical in the performance of tasks and job role. This is a behaviour that involves innovation, demonstrating initiative via proactive seeking of opportunities that contribute to the company and exceeding the expected standard of employee performance. The findings can strengthen the already-significant role of management. There is no universal way to increase employee engagement and motivation towards increased productivity, activity, and creativity. Research limitations/implications: The study has been undertaken for employees in Bulgaria.

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.

Prediction of employer-employee relationships from sociodemographic variables and social values in Brunei public and private sector workers.

Science.gov (United States)

Mundia, Lawrence; Mahalle, Salwa; Matzin, Rohani; Nasir Zakaria, Gamal Abdul; Abdullah, Nor Zaiham Midawati; Abdul Latif, Siti Norhedayah

2017-01-01

The purpose of the study was to identify the sociodemographic variables and social value correlates and predictors of employer-employee relationship problems in a random sample of 860 Brunei public and private sector workers of both genders. A quantitative field survey design was used and data were analyzed by correlation and logistic regression. The rationale and justification for using this approach is explained. The main sociodemographic correlates and predictors of employer-employee relationship problems in this study were educational level and the district in which the employee resided and worked. Other correlates, but not necessarily predictors, of employer-employee relationship problems were seeking help from the Bomo (traditional healer); obtaining help from online social networking; and workers with children in the family. The two best and most significant social value correlates and predictors of employer-employee relationship problems included interpersonal communications; and self-regulation and self-direction. Low scorers on the following variables were also associated with high likelihood for possessing employer-employee relationship problems: satisfaction with work achievements; and peace and security, while low scorers on work stress had lower odds of having employer-employee relationship problems. Other significant social value correlates, but not predictors of employer-employee relationship problems were self-presentation; interpersonal trust; peace and security; and general anxiety. Consistent with findings of relevant previous studies conducted elsewhere, there were the variables that correlated with and predicted employer-employee relationship problems in Brunei public and private sector workers. Having identified these, the next step, efforts and priority should be directed at addressing the presenting issues via counseling and psychotherapy with affected employees. Further research is recommended to understand better the problem and its

Employee resistance and injury during commercial robberies.

Science.gov (United States)

Jones, Jennifer; Casteel, Carri; Peek-Asa, Corinne

2015-05-01

To examine the association between employee resistance and injury and examine whether type or location of property stolen was associated with employee resistance during commercial robberies in a large metropolitan city. Robbery data were abstracted from police crime reports between 2008 and 2012. Log binomial regression models were used to identify predictors of employee resistance and to evaluate the association between employee resistance and injury. Employees resisted a robber in nearly half of all robbery events. Active employee resistance was significantly associated with employee injury (Adj PR: 1.49, 95% confidence interval, 1.34 to 1.65). Goods being stolen were associated with active employee resistance and employee injury, whereas cash only being stolen was inversely associated with employee injury. Results suggest that employee training in nonresistance can be an important strategy in protecting employees working with the exchange of cash and goods.

Our love/hate relationship with workplace meetings: How good and bad meeting attendee behaviors impact employee engagement and wellbeing

NARCIS (Netherlands)

Lehmann-Willenbrock, N.K.; Allen, J.A.; Belyeu, D.

2016-01-01

Purpose: Employees at all organizational levels spend large portions of their work lives in meetings, many of which are not effective. Previous process-analytical research has identified counterproductive communication patterns to help explain why many meetings go wrong. This study aims to

Employee Assistance Programs.

Science.gov (United States)

Levine, Hermine Zagat

1985-01-01

The author reports company responses to a questionnaire concerning employee assistance programs (EAP). Answers concern EAP structure, staff training, use of outside consultant, services provided by EAPs, program administration, employee confidence in EAPs, advertising the program, program philosophy, problems encountered by EAP users, coverage and…

Influence Of Perceived Employer Branding On Perceived Organizational Culture Employee Identity And Employee Commitment

Directory of Open Access Journals (Sweden)

Dilhani Anuradha Akuratiya

2017-08-01

Full Text Available All organizations strive for sustainable competitive advantage in order to attain profit and survive in the increasingly competitive marketplace. In such situation human resources have become crucial to achieve competitive advantage especially in the service oriented industries. In order to achieve competitive advantage it is necessary to retain talented employees within the organization. To attract and retain talented employees within organizations employers are using employer branding to separate their organization from its competitors and build an image as a good place to work. Thus the key intention of the study was to explore influence of perceived employer branding on perceived organizational culture and employee identity and how in turn affect to increase employee commitment. In the present study employer branding model was based on culture identity and commitment in licensed financial companies. Research population consisted executive level employees of top ten licensed financial companies. Sampling method was convenience sampling and data collection instrument was questionnaire. Correlation and regression analysis was used to analyze the data. Results from the analysis showed that perceived employer branding had significant influence on perceived organizational culture and employee identity and in turn they had a significant effect on employee commitment.

Communication - An Effective Tool for Implementing ISO 14001/EMS

Energy Technology Data Exchange (ETDEWEB)

Rachel Damewood; Bowen Huntsman

2004-04-01

The Idaho National Engineering and Environmental Laboratory (INEEL) received ISO 14001/EMS certification in June 2002. Communication played an effective role in implementing ISO 14001/EMS at the INEEL. This paper describes communication strategies used during the implementation and certification processes. The INEEL achieved Integrated Safety Management System (ISMS) and Voluntary Protection Program (VPP) Star status in 2001. ISMS implemented a formal process to plan and execute work. VPP facilitated worker involvement by establishing geographic units at various facilities with employee points of contact and management champions. The INEEL Environmental Management System (EMS) was developed to integrate the environmental functional area into its ISMS and VPP. Since the core functions of ISMS, VPP, and EMS are interchangeable, they were easy to integrate. Communication is essential to successfully implement an EMS. (According to ISO 14001 requirements, communication interacts with 12 other elements of the requirements.) We developed communication strategies that integrated ISMS, VPP, and EMS. For example, the ISMS, VPP, and EMS Web sites communicated messages to the work force, such as “VPP emphasizes the people side of doing business, ISMS emphasizes the system side of doing business, and EMS emphasizes the systems to protect the environment; but they all define work, identify and analyze hazards, and mitigate the hazards.” As a result of this integration, the work force supported and implemented the EMS. In addition, the INEEL established a cross-functional communication team to assist with implementing the EMS. The team included members from the Training and Communication organizations, VPP office, Pollution Prevention, Employee and Media Relations, a union representative, facility environmental support, and EMS staff. This crossfunctional team used various communication strategies to promote our EMS to all organization levels and successfully implemented EMS

The Business Communication Course and the Moodle Framework System

Science.gov (United States)

Krisko, Edina

2011-01-01

In this article I will argue that the use of learning content management systems is also justified in full-time education, especially in business education and communication studies. Nowadays not only multinational companies, but domestic medium enterprises also manage the training of new employees and existing staff with LCMSs. Companies in…

Using Reporting in the Internal Communication Process of the Company

Directory of Open Access Journals (Sweden)

Cornel Marian Iosif

2013-07-01

Full Text Available Internal communication can be regarded either as a subsistent process of the organization, or as a process helping to decode and more easily understand them. Organizations are based on the internal communication process, because without it, information, ideas could not be sent, the organization’s goals and values could not be built, and its organizational culture would simply not exist. The internal communication process is centered on sending ideas, information in the organization. This is directly proportional with the efficiency of the organization. Internal communication allows for the best decision to be taken, for information to be sent towards the interior of the company, towards the employees, but also has the purpose of strengthening the relations between persons. Internal communication has at its basis the verbal and non-verbal communication, but they have great disadvantages, because: verbal communication has losses of information, depends on the moment of transmission, but also on the receiver.Keywords: report, internal communication, neuro linguistic programming, company

Does employee involvement work? Yes, sometimes.

Science.gov (United States)

Cotton, J L

1997-12-01

Employee involvement per se is not always effective for improving performance and/or employee attitudes. Rather, there are several different forms of employee involvement, some of which are effective, while others are not. This article describes seven forms of employee involvement, giving examples, and summarizes research findings for each form, concluding with a summary of which are the best and which are worst. This article also describes what is necessary for effective employee involvement, focusing on management commitment and training for both management and employees.

Research review: the effect of barriers to communication on job satisfaction and perceived work productivity.

Science.gov (United States)

Rudman, W J; Gumbita, L

1995-05-01

The article describes a study that examined the effects of communication barriers on job satisfaction and perceived work productivity. Data for this study were collected from a stratified random sample of health information management professionals (n = 237). In general, supervisors and employees had similar responses on all three measures. Both supervisors and employees focused on defensiveness and personality conflicts as important barriers to communication, personal satisfaction with work and job pride as the most satisfying elements of their work, and control over the work environment as the least satisfying work condition. Also in general, personality conflicts among workers and lack of organizational skills had the strongest effects on job satisfaction and perceived work productivity.

Employee retention: a customer service approach.

Science.gov (United States)

Gerson, Richard F

2002-01-01

Employee retention is a huge problem. There are staff shortages in radiology because not enough people are entering the profession; too many people are leaving the profession for retirement, higher-paying jobs or jobs with less stress; and there are not enough opportunities for career advancement. Staff shortages are exacerbated by difficulty in retaining people who enter the profession. While much work has been focused on recruitment and getting more people "in the front door," I suggest that the bulk of future efforts be focused on employee retention and "closing the back door." Employee retention must be an ongoing process, not a program. Approaches to employee retention that focus on external things, i.e., things that the company can do to or for the employee, generally are not successful. The truth is that employee retention processes must focus on what the employee gets out of the job. The process must be a benefits-based approach that helps employees answer the question, "What's in it for me?" The retention processes must be ongoing and integrated into the daily culture of the company. The best way to keep your employees is to treat them like customers. Customer service works for external customers. We treat them nicely. We work to satisfy them. We help them achieve their goals. Why not do the same for our employees? If positive customer service policies and practices can satisfy and keep external customers, why not adapt these policies and practices for employees? And, there is a service/satisfaction link between employee retention and higher levels of customer satisfaction. Customers prefer dealing with the same employees over and over again. Employee turnover destroys a customer's confidence in the company. Just like a customer does not want to have to "train and educate" a new provider, they do not want to do the same for your "revolving door" employees. So, the key is to keep employees so they in turn will help you keep your customers. Because the

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...

Employee Engagement: A Literature Review

OpenAIRE

Dharmendra MEHTA; Naveen K. MEHTA

2013-01-01

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...

4th International Conference on Communications, Signal Processing, and Systems

CERN Document Server

Mu, Jiasong; Wang, Wei; Zhang, Baoju

2016-01-01

This book brings together papers presented at the 4th International Conference on Communications, Signal Processing, and Systems, which provides a venue to disseminate the latest developments and to discuss the interactions and links between these multidisciplinary fields. Spanning topics ranging from Communications, Signal Processing and Systems, this book is aimed at undergraduate and graduate students in Electrical Engineering, Computer Science and Mathematics, researchers and engineers from academia and industry as well as government employees (such as NSF, DOD, DOE, etc).

Sick-listed employees with severe medically unexplained physical symptoms: burden or routine for the occupational health physician? A cross sectional study

Directory of Open Access Journals (Sweden)

Koopmans Petra C

2010-11-01

Full Text Available Abstract Background The two primary objectives of this study were to the assess consultation load of occupational health physicians (OHPs, and their difficulties and needs with regard to their sickness certification tasks in sick-listed employees with severe medical unexplained physical symptoms (MUPS. Third objective was to determine which disease-, patient-, doctor- and practice-related factors are associated with the difficulties and needs of the OHPs. Methods In this cross-sectional study, 43 participating OHPs from 5 group practices assessed 489 sick-listed employees with and without severe MUPS. The OHPs filled in a questionnaire about difficulties concerning sickness certification tasks, consultation time, their needs with regard to consultation with or referral to a psychiatrist or psychologist, and communication with GPs. The OHPs also completed a questionnaire about their personal characteristics. Results OHPs only experienced task difficulties in employees with severe MUPS in relation to their communication with the treating physician. This only occured in cases in which the OHP attributed the physical symptoms to somatoform causes. If they attributed the physical symptoms to mental causes, the OHPs reported a need to consultate a psychiatrist about the diagnosis and treatment. Conclusions OHPs experience few difficulties with their sickness certification tasks and consultation load concerning employees with severe MUPS. However, they encounter problems if the diagnostic uncertainties of the treating physician interfere with the return to work process. OHPs have a need for psychiatric expertise whenever they are uncertain about the psychiatric causes of a delayed return to work process. We recommend further training programs for OHPs. They should also have more opportunity for consultation and referral to a psychiatrist, and their communication with treating physicians should be improved.

Access to Federal Employees Health Benefits (FEHB) for Employees of Certain Indian Tribal Employers. Final rule.

Science.gov (United States)

2016-12-28

This final rule makes Federal employee health insurance accessible to employees of certain Indian tribal entities. Section 409 of the Indian Health Care Improvement Act (codified at 25 U.S.C. 1647b) authorizes Indian tribes, tribal organizations, and urban Indian organizations that carry out certain programs to purchase coverage, rights, and benefits under the Federal Employees Health Benefits (FEHB) Program for their employees. Tribal employers and tribal employees will be responsible for the full cost of benefits, plus an administrative fee.

Predictors of health plan satisfaction among employees in an academic setting.

Science.gov (United States)

Dembe, Allard E; Lu, Bo; Sieck, Cynthia J

2010-01-01

This study's goal was to identify the strongest predictors of satisfaction with a health plan offered to employees at a large university in the Midwestern United States. Survey responses from 1533 employees were analyzed (response rate of 51.2%). Unadjusted odds ratios (ORs) were calculated to identify factors that were statistically associated with plan satisfaction. Multivariate logistic regression analyses followed by likelihood ratio testing were conducted to assess the predictive value of particular variables. The strongest predictors of satisfaction with the health plan were the perceived quality of the plan's wellness and prevention services (OR = 3.69), having a personal doctor or nurse (OR = 2.70), being satisfied with the cost of the health plan (OR = 2.18), and having claims handled correctly (OR = 1.90). The factors that have the greatest individual effect on these findings were the quality of the plan's prevention and wellness services and how effectively the plan communicated how much particular services or visits would cost.

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

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......” 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...

Experiences of employees with arm, neck or shoulder complaints: a focus group study.

Science.gov (United States)

Hutting, Nathan; Heerkens, Yvonne F; Engels, Josephine A; Staal, J Bart; Nijhuis-van der Sanden, Maria W G

2014-04-29

Many people suffer from complaints of the arm, neck or shoulder (CANS). CANS causes significant work problems, including absenteeism (sickness absence), presenteeism (decreased work productivity) and, ultimately, job loss. There is a need for intervention programs for people suffering from CANS. Management of symptoms and workload, and improving the workstyle, could be important factors in the strategy to deal with CANS. The objective of this study is to evaluate the experienced problems of employees with CANS, as a first step in an intervention mapping process aimed at adaptation of an existing self-management program to the characteristics of employees suffering from CANS. A qualitative study comprising three focus group meetings with 15 employees suffering from CANS. Based on a question guide, participants were asked about experiences in relation to continuing work despite their complaints. Data were analysed using content analysis with an open-coding system. During selective coding, general themes and patterns were identified and relationships between the codes were examined. Participants suffering from CANS often have to deal with pain, disability, fatigue, misunderstanding and stress at work. Some needs of the participants were identified, i.e. disease-specific information, exercises, muscle relaxation, working with pain, influence of the work and/or social environment, and personal factors (including workstyle). Employees suffering from CANS search for ways to deal with their complaints in daily life and at work. This study reveals several recurring problems and the results endorse the multi-factorial origin of CANS. Participants generally experience problems similar to those of employees with other types of complaints or chronic diseases, e.g. related to their illness, insufficient communication, working together with healthcare professionals, colleagues and management, and workplace adaptations. These topics will be addressed in the adaptation of an

CAN CSR INFLUENCE EMPLOYEES SATISFACTION?

Directory of Open Access Journals (Sweden)

Patrizia Gazzola

2016-07-01

Full Text Available The study shows how CSR for employees may represent a special opportunity to influence: employees’ general impression of the company and expectations about how the organization treats its employees. Companies have very important role to affect change in their communities and the environment by adopting CSR initiatives. Though short-term benefits might be few, it is likely that the importance of CSR will increase in years to come as people become more interested in the social and environmental effects of companies There’s a debate over whether CSR initiatives, that are socially responsible or environmentally friendly improves employees’ perceptions of the company. When a company has CSR initiatives, employees are more proud of and committed to the organization. This is because the personal identities are partly tied up in the companies that person works for. If a company is saving the world, reflects positively on employees and makes them feel good about the work they do for the company. The role CSR plays in enhancing a company's reputation among its own employees, subsequently boosting their motivation and engagement, is perhaps underrated, which is particularly problematic for companies that are inconsistent in their approach to implementing CSR initiatives. Studies involving CSR have not fully explored how organizational social performance impacts individual employee behaviors nor examined the attributes of individuals comprising stakeholder groups such as employees. The objectives of this study are to analyze the implementation of CSR programs and its impact on employees. The main underlying proposition is that organization can influence its employee through his or her own ethical and responsible behavior. The work culture built upon this sense of organization’s voluntary contribution toward a wide number of stakeholders could invite and encourage employee to adopt the same voluntary attitude and behavior to their own fellow

Saving more to consume more. EDF's communication ambiguities during the energy saving era

International Nuclear Information System (INIS)

Bouvier, Yves

2012-01-01

Since 1974, EDF is placed between a communication scheme imposed for energy savings and an industrial strategy of massive investment in nuclear power. In ten years, the company managed to increase households electricity consumption without advertising, due in particular to electric heating. But strong tensions were generated by this situation and led the company to develop an institutional communication to the employees and to the general public

Employee motivation and employee performance in child care : the effects of the introduction of market forces on employees in the Dutch child-care sector

NARCIS (Netherlands)

Plantinga, Mirjam

2006-01-01

Employee Motivation and Employee Performance in Child Care: The Effects of the Introduction of Market Focus on Employees in the Dutch Child-Care Sector Mirjam Plantinga (RUG) This research describes and explains the effects of the introduction of market forces in the Dutch child-care sector on

Organizational change, restructuring and downsizing: The experience of employees in the electric utility industry

Science.gov (United States)

Korns, Michael T.

This research examines the experience of employees working in the electric utility industry during a time when it was undergoing significant transformation. It was undertaken to examine this phenomenon in the context of how the history and nature of the industry's environment, and specifically regulatory effect of regulation, led to an organizational form characterized by stability, structure and inertial resistance to change. A case study approach was used to examine the effect of deregulation on an organization in the industry, and specifically how their actions impacted employees working there. A phenomenological approach was used to explore employee perceptions of the organizational culture and employment relationship there both prior to and after implementation of a reorganization and downsizing that resulted in the first significant employee layoffs in the history of the organization. Data gathering consisted of conducting semi-structured interviews with current and former employees of the company who experienced the phenomena. Analysis of the data show that employees in this organization perceived an unusually strong psychological contract for stable employment and the expectation that it would continue, despite the prevalence of corporate downsizing and restructuring at the time. This psychological contract and the importance of career employment was found to be particularly significant for women who were hired during a period of time when gender and pregnancy discrimination was prevalent. Findings demonstrate that, given the historical stability and strong inertial resistance in the organization, company leadership did not effectively communicate the need, or prepare employees sufficiently for the significance of the changes or the effect they had on the organization. Findings also revealed that employees perceived the methods used to select individuals for layoff and exit from the company violated principles of organizational justice for distributional

MODELING OF STAFF COMMUNICATION PROCESSES IN MANAGING UNFORMALIZED KNOWLEDGE OF THE COMPANY

Directory of Open Access Journals (Sweden)

Olga E. Bashina

2014-01-01

Full Text Available The article is dedicated to the actual economic issues of modeling of staff communication processesin managing of unformalized knowledge for decision making. Since unformalized knowledge isoften has a tacit form, i.e. personal experience and intuitions, held in employees’ heads then the main way of transmission of such knowledge is communications between employees. Modelingof the exchange and dissemination of unformalized knowledge and information among employeeswas made within the framework of social network analyses methods: a group of employees isconsidered as an interconnected system consisting of nodes (persons, members of the groupand the connections between them (relations. As a part of modeling a management procedure for managing the unformalized knowledge is proposed. This management procedure implies a preliminary analysis, planning and creating a technological infrastructure that supports the exchangeprocesses, distribution and partial formalization of unformalized knowledge.

Internal Communication and Job Satisfaction Revisited: The Impact of Organizational Trust and Influence on Commercial Bank Supervisors.

Science.gov (United States)

Pincus, J. David; And Others

Using H. Dennis' (1974) five-factor communication climate construct framework as a predictor variable, a study investigated the relationship between perceptions of communication climate and job satisfaction of supervisory employees in the banking industry. A systematic random sample was drawn from 68 commercial banks in Orange County, California,…

78 FR 64873 - Federal Employees Health Benefits Program and Federal Employees Dental and Vision Insurance...

Science.gov (United States)

2013-10-30

... family members under the FEHB and the Federal Employees Dental and Vision Insurance Program (FEDVIP... procedure, Government employees, Health facilities, Health insurance, Health professions, Hostages, Iraq... Administrative practice and procedure, Government employees, Health insurance, Taxes, Wages. 5 CFR Part 894...

Leadership = Communication? The Relations of Leaders’ Communication Styles with Leadership Styles, Knowledge Sharing and Leadership Outcomes

Science.gov (United States)

Bakker-Pieper, Angelique; Oostenveld, Wyneke

2009-01-01

Purpose The purpose of this study was to investigate the relations between leaders’ communication styles and charismatic leadership, human-oriented leadership (leader’s consideration), task-oriented leadership (leader’s initiating structure), and leadership outcomes. Methodology A survey was conducted among 279 employees of a governmental organization. The following six main communication styles were operationalized: verbal aggressiveness, expressiveness, preciseness, assuredness, supportiveness, and argumentativeness. Regression analyses were employed to test three main hypotheses. Findings In line with expectations, the study showed that charismatic and human-oriented leadership are mainly communicative, while task-oriented leadership is significantly less communicative. The communication styles were strongly and differentially related to knowledge sharing behaviors, perceived leader performance, satisfaction with the leader, and subordinate’s team commitment. Multiple regression analyses showed that the leadership styles mediated the relations between the communication styles and leadership outcomes. However, leader’s preciseness explained variance in perceived leader performance and satisfaction with the leader above and beyond the leadership style variables. Implications This study offers potentially invaluable input for leadership training programs by showing the importance of leader’s supportiveness, assuredness, and preciseness when communicating with subordinates. Originality/value Although one of the core elements of leadership is interpersonal communication, this study is one of the first to use a comprehensive communication styles instrument in the study of leadership. PMID:20700375

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 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 original...

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...

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. Amounts...

Measuring employee perception on the effects of cultural diversity at work: development of the Benefits and Threats of Diversity Scale

NARCIS (Netherlands)

Hofhuis, Joep; van der Zee, Karen; Otten, Sabine

2015-01-01

This paper describes the development and validation of the Benefits and Threats of Diversity Scale (BTDS), an instrument which measures how employees perceive the effects of cultural diversity in the workplace. By analyzing employees’ perceptions, organizations may be able to communicate more

Measuring employee perception on the effects of cultural diversity at work: development of the benefits and threats of diversity scale.

NARCIS (Netherlands)

Hofhuis, J.; van der Zee, K.I.; Otten, S.

2015-01-01

This paper describes the development and validation of the Benefits and Threats of Diversity Scale (BTDS), an instrument which measures how employees perceive the effects of cultural diversity in the workplace. By analyzing employees’ perceptions, organizations may be able to communicate more

Measuring employee perception on the effects of cultural diversity at work : development of the Benefits and Threats of Diversity Scale

NARCIS (Netherlands)

Hofhuis, Joep; van der Zee, Karen I.; Otten, Sabine

2015-01-01

This paper describes the development and validation of the Benefits and Threats of Diversity Scale (BTDS), an instrument which measures how employees perceive the effects of cultural diversity in the workplace. By analyzing employees’ perceptions, organizations may be able to communicate more

Understanding attitudes toward information and communication technology in home-care: Information and communication technology as a market good within Norwegian welfare services.

Science.gov (United States)

Øyen, Karianne Røssummoen; Sunde, Olivia Sissil; Solheim, Marit; Moricz, Sara; Ytrehus, Siri

2018-09-01

The aim of this study was to better understand nurses' and other staff members' attitudes toward the usefulness of information and communication technology in home-care settings. Research has found that beliefs about the expected benefits of information and communication technology impact the use of technology. Furthermore, inexperience with using information and communication technology may cause negative attitudes. This article is based on a questionnaire to 155 nurses and other staff members in home-care in Sogn og Fjordane county in Norway. The results revealed minimal use of information and communication technology at work; however, participants had positive attitudes regarding the potential benefits of information and communication technology use in home-care. Individuals' extensive use of and familiarity with different solutions in private lives could be an important context for explaining employees' attitudes. Given that information and communication technology is both a welfare service and a market good, this may explain individuals' positive attitudes toward information and communication technology despite their lack of experience with it at work. Experiences with information and communication technology as a market good and the way new technologies can affect work routines will affect the implementation of information and communication technology in home-care.

Prediction of employer–employee relationships from sociodemographic variables and social values in Brunei public and private sector workers

Science.gov (United States)

Mundia, Lawrence; Mahalle, Salwa; Matzin, Rohani; Nasir Zakaria, Gamal Abdul; Abdullah, Nor Zaiham Midawati; Abdul Latif, Siti Norhedayah

2017-01-01

The purpose of the study was to identify the sociodemographic variables and social value correlates and predictors of employer–employee relationship problems in a random sample of 860 Brunei public and private sector workers of both genders. A quantitative field survey design was used and data were analyzed by correlation and logistic regression. The rationale and justification for using this approach is explained. The main sociodemographic correlates and predictors of employer–employee relationship problems in this study were educational level and the district in which the employee resided and worked. Other correlates, but not necessarily predictors, of employer–employee relationship problems were seeking help from the Bomo (traditional healer); obtaining help from online social networking; and workers with children in the family. The two best and most significant social value correlates and predictors of employer–employee relationship problems included interpersonal communications; and self-regulation and self-direction. Low scorers on the following variables were also associated with high likelihood for possessing employer–employee relationship problems: satisfaction with work achievements; and peace and security, while low scorers on work stress had lower odds of having employer–employee relationship problems. Other significant social value correlates, but not predictors of employer–employee relationship problems were self-presentation; interpersonal trust; peace and security; and general anxiety. Consistent with findings of relevant previous studies conducted elsewhere, there were the variables that correlated with and predicted employer–employee relationship problems in Brunei public and private sector workers. Having identified these, the next step, efforts and priority should be directed at addressing the presenting issues via counseling and psychotherapy with affected employees. Further research is recommended to understand better the

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...

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...

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...

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...

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...

10 CFR 52.5 - 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. 52.5 Section 52.5 Energy NUCLEAR... Provisions § 52.5 Employee protection. (a) Discrimination by a Commission licensee, holder of a standard...

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...

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 abatement...

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' helpers...

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.

Analysis of employee benefits in company

OpenAIRE

Burda, Tomáš

2011-01-01

The main subject of Bachelor's Thesis called "Analysis of employee benefits in company" is to analyze system of employee benefits used in company Saint-Gobain Construction Products a.s. The theoretical part focuses on the meaning of employee benefits, their categorization, terms of tax legislation a trends. In the practical section of the work, the current state of employee benefits in the firm is discussed and reviewed. A survey was conducted to investigate the satisfaction of employees towa...

Organizational Communication and Culture: A Study of 10 Italian High-Technology Companies.

Science.gov (United States)

Morley, Donald Dean; Shockley-Zalabak, Pamela; Cesaria, Ruggero

1997-01-01

Tests in international environments models previously developed within United States high-technology organizations. Demonstrates that relationships among organizational culture themes, employee values, organizational communication activities, and perceptions of a variety of organizational outcomes are similar but not identical for United States…

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 award...

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 prisoners...

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. Where...

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)

Nature Contacts: Employee Wellness in Healthcare.

Science.gov (United States)

Trau, Deborah; Keenan, Kimberly A; Goforth, Meggan; Large, Vernon

2016-04-01

This study was designed to ascertain the amount of outdoor, indoor, and indirect nature contact exposures hospital employees have in a workweek. Hospital employees have been found particularly vulnerable to work-related stress. Increasing the nature contact exposure for hospital employees can reduce perceived stress; stress-related health behaviors; and stress-related health outcomes from outdoor, indoor, and indirect exposures to nature. Staff on the fourth floor postsurgical unit of a large hospital (N = 42) were ask to participate in an employee questionnaire "nature contact questionnaire". This 16-item nature environment questionnaire measures the amount and types of nature contact exposures employees have during a workweek. Majority of employees reported few, if any, nature contact exposures, specifically in the area of outdoor nature contacts with limited indoor and indirect contacts. These results indicated that employees on the fourth floor postsurgical floor have limited ability to reduce stress through nature contact exposures which could impact their perceived levels of work stress and stress-related behaviors and health outcomes. Nature contact exposures are both a relatively easy and an inexpensive way to improve employee stress. These findings indicate limitations to employees' exposure to nature contacts. Healthcare environments would benefit from a concerted effort to provide increased outdoor, indoor, and indirect nature contact exposures for employees. © The Author(s) 2015.

Deterring and remedying employee theft.

Science.gov (United States)

Buzogany, Bill; Mueller, Michael J

2010-01-01

Employee theft of patient-related information for personal financial gain is a serious threat to the success and financial viability of many healthcare providers. You can safeguard your financial interest in your patient base by taking three preventative measures designed to dissuade your employees from stealing from you. The first step is the implementation of policies and procedures that inform your employees that patient-related information is a valuable business asset that you vigorously protect from misappropriation. The second step is strictly limiting and monitoring employee access to patient-related information. The third step is educating your employees of the potential legal consequences to them in the event they steal from you and, in the event of theft, pursuing all legal remedies available to you.

Regulation of Communication Policy of Modern Banks

Directory of Open Access Journals (Sweden)

Ketova Natalia, P.

2016-03-01

Full Text Available The paper shows the need for effective communication commercial banks, revealed the possibility of interaction with customers through advertising, sponsorship, philanthropy, sales promotion, lobbying of interests of banking institutions. The principles for the regulation of communications to ensure consistency of communication complex, which cause a complex effect on the external environment, the creation of adaptive system of marketing communications. It is proved that the possibilities of implementing an active communication policy of modern banks in recent years is constantly increasing. This contributes to the extension of Internet technologies, the creation of remote service channels, the emergence of new tools and technologies to attract and retain customers. On the example of JSC "Sberbank of Russia" presented the technology of using the traditional tools of ATL and BTL communications, the formation of the system CSR – corporate social responsibility, building contact with customers, enhancing their loyalty to the Bank. Reveals the areas of regulation of the savings Bank of its activities on the creation of the daily value of services based on the principles of involvement and co-operation of the system "Client - Bank", "Bank - Company", "Bank – Employees".

Medical care of employees long-term sick listed due to mental health problems: a cohort study to describe and compare the care of the occupational physician and the general practitioner.

Science.gov (United States)

Anema, J R; Jettinghoff, K; Houtman, I; Schoemaker, C G; Buijs, P C; van den Berg, R

2006-03-01

To describe medical management by the general practitioner (GP) and occupational physician (OP) of workers sick listed due to mental health problems, and to determine agreement in diagnosis, main cause of sickness absence and obstacles in return to work. A cohort of 555 employees being sick listed for 12 to 20 weeks due to mental health problems was recruited and followed for 1 year. These employees were interviewed about their mental health and contacts with GP, OP, other specialists and employer. In addition, the GP and/or the OP of 72 employees were interviewed about the medical diagnosis and management. Most employees sick listed for 12-20 weeks visited their GP and OP. According to the employees most interventions applied by the GP were medical interventions, such as referral of employees and prescription of medical drugs. Working conditions were seldom discussed by the GP and work-related interventions were never applied. Most interventions applied by the OP were work-related interventions and/or contact with the employer. The OP more often talked about working conditions and conflicts. According to the employees, the communication between GP and OP only took place in 8% of the cases. Agreement in the diagnosis, main cause of sickness absence, and obstacles in return to work reported by the GPs and OPs of the same employee was poor. In addition, similarity in reported diagnosis by GP and/or OP and the employees' scores on valid questionnaires on (mental) health was limited. The lack of communication and agreement by Dutch GPs and OPs in medical diagnosis and management of employees long-term sick listed due to mental health problems are indicators of sub-optimal medical treatment and return-to-work strategies.

Employee wellness program evaluation.

Science.gov (United States)

2008-12-01

Well-designed wellness programs can keep healthy employees healthy, support employees with : health risks to improve their health behaviors, and facilitate organizational efforts to achieve : workforce performance goals. : Productivity lost through a...

Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis.

Science.gov (United States)

Harter, James K; Schmidt, Frank L; Hayes, Theodore L

2002-04-01

Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and these business-unit outcomes. One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit.

Strategies Information and Communication Technology Managers Use to Build Employee Competencies

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Rabogadi, Thulaganyo Arnold

2017-01-01

The World Economic Forum (WEF) found that Botswana's information and communication technology (ICT) networked readiness index (NRI) had declined from position 89 in 2012 to 104 in 2015. A decline in Botswana's ICT NRI resulted in a modest gross domestic product (GDP) growth increasing from 4.2% in 2012 to 5.0% in 2015. The purpose of this…

THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

Directory of Open Access Journals (Sweden)

Liz Zeny Merry

2017-07-01

Full Text Available The objectives of this research are to study the influence of empowerment, employee engagement, and organizational commitment on a performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1 empowerment, employee engagement and organizational commitment had a positive direct effect on employee performance; (2 empowerment and employee engagement had a positive direct effect on organizational commitment; (3 empowerment have a positive direct effect on employee engagement. The research findings recommend to improve employee performance by improving empowerment, employee engagement and organizational commitment of the financial management staff at Riau Island Provincial Government

Employees´ Job Satisfaction in Company

OpenAIRE

Václavková, Barbora

2015-01-01

This Master´s thesis Employees´ Job Satisfaction in Company is focused on job satisfaction of employees in a particular company. The aim of this thesis is to analyse the current level of employees´ satisfaction, factors that affect the degree of satisfaction and weak segments propose recommendations to increase the level of satisfaction among employees. The first part is theoretical and deals with the approach of the topic employees´ job satisfaction describe theoretical methods that are in p...

Job stress among Iranian prison employees.

Science.gov (United States)

Akbari, J; Akbari, R; Farasati, F; Mahaki, B

2014-10-01

Exposure to job stress causes deleterious effects on physical and mental health of employees and productivity of organizations. To study work-related stressors among employees of prisons of Ilam, western Iran. In a cross-sectional study conducted from July to October 2013, 177 employees of Ilam prisons and security-corrective measures organization were enrolled in this study. The UK Health and Safety Executive Organization 35-item questionnaire for assessment of occupational stress was used to determine job stress among the studied employees. Job stress was highest among employees of "correction and rehabilitation center" of Ilam province followed by "Dalab vocational training center." There was no significant relationship between occupational stress and age, work experience, level of education, marital status, sex of employees, and obesity. Employees of prisons, for their nature of job and work environment, are exposed to high level of occupational stress.

Results of innovative communication processes on productivity gains in a high technology environment

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Kelly, B. J.

1985-01-01

The technology which resulted in performance breakthroughs at engineering and management services is discussed. As a result of the innovative approaches of communicating productivity concepts to the employees, specific outcomes can now be pinpointed at all levels of the organization such as: (1) employee-headed program; (2) performance feedback processes; and (3) an investigative approach to creating leadership. The Lockheed Corporation began the innovative trend in 1974 when they became the first company to introduce quality circles in America. Although some of Lockheed-EMSCO's processes may sound different from traditional improvement processes, the context out of which those to be presented evolved has sustained more than 10 years of positive results through employee involvement activities.

The link between employee attitudes and employee effectiveness: Data matrix of meta-analytic estimates based on 1161 unique correlations

Directory of Open Access Journals (Sweden)

Michael M. Mackay

2016-09-01

Full Text Available This article offers a correlation matrix of meta-analytic estimates between various employee job attitudes (i.e., Employee engagement, job satisfaction, job involvement, and organizational commitment and indicators of employee effectiveness (i.e., Focal performance, contextual performance, turnover intention, and absenteeism. The meta-analytic correlations in the matrix are based on over 1100 individual studies representing over 340,000 employees. Data was collected worldwide via employee self-report surveys. Structural path analyses based on the matrix, and the interpretation of the data, can be found in “Investigating the incremental validity of employee engagement in the prediction of employee effectiveness: a meta-analytic path analysis” (Mackay et al., 2016 [1]. Keywords: Meta-analysis, Job attitudes, Job performance, Employee, Engagement, Employee effectiveness

29 CFR 401.6 - Employee.

Science.gov (United States)

2010-07-01

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

Considerations on the conditions under which the employer may monitor their employees at the workplace

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Monica Gheorghe

2017-12-01

Full Text Available Recently, the European Court of Human Rights in the case Bărbulescu v. România has ruled that the national courts did not ensure respect for the right to privacy in the employment relationship of an employee who had been disciplinary dismissed for using the internet and an IT application in the personal interest during the working hours, dismissal which was based on evidence obtained after the employer had monitored the employee’s electronic communications. The Court concluded that the national courts failed to strike a fair balance between the employee’s right to private life at the workplace and the employer’s right to supervise and control the work of his employees. Thus, the Court found a violation of Article 8 of the European Convention of Human Rights. In its decision, the Court specified the criteria to be applied by the national authorities in order to achieve a balance between the rights of the two parties (employee-employers. The herein study aims to briefly analyze the case and to establish the concrete elements that employers should consider if they intend to monitor their employees in order not to violate their right to private life at the workplace of the latter.

34 CFR 32.4 - Employee response.

Science.gov (United States)

2010-07-01

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

49 CFR 218.22 - Utility employee.

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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 of...

Does Employee Safety Matter for Patients Too? Employee Safety Climate and Patient Safety Culture in Health Care.

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Mohr, David C; Eaton, Jennifer Lipkowitz; McPhaul, Kathleen M; Hodgson, Michael J

2015-04-22

We examined relationships between employee safety climate and patient safety culture. Because employee safety may be a precondition for the development of patient safety, we hypothesized that employee safety culture would be strongly and positively related to patient safety culture. An employee safety climate survey was administered in 2010 and assessed employees' views and experiences of safety for employees. The patient safety survey administered in 2011 assessed the safety culture for patients. We performed Pearson correlations and multiple regression analysis to examine the relationships between a composite measure of employee safety with subdimensions of patient safety culture. The regression models controlled for size, geographic characteristics, and teaching affiliation. Analyses were conducted at the group level using data from 132 medical centers. Higher employee safety climate composite scores were positively associated with all 9 patient safety culture measures examined. Standardized multivariate regression coefficients ranged from 0.44 to 0.64. Medical facilities where staff have more positive perceptions of health care workplace safety climate tended to have more positive assessments of patient safety culture. This suggests that patient safety culture and employee safety climate could be mutually reinforcing, such that investments and improvements in one domain positively impacts the other. Further research is needed to better understand the nexus between health care employee and patient safety to generalize and act upon findings.

CSR: FOCUS ON EMPLOYEES. ITALIAN CASES.

Directory of Open Access Journals (Sweden)

Patrizia Gazzola

2014-12-01

Full Text Available The aim of the paper is to analyze the Corporate Social Responsibilitys (CSR influence on employees considering the fact that employees are primary stakeholders who directly contribute to the success of the company. CSR relates to employees helps to motivate the employees themselves. Job quality should be a key objective of any employer because the happy employees can create happy customers, which produce good business results. Research clearly indicates, with the help of statistical data and with the case study methodology, that committing to CSR boosts the morale and commitment of workers in a positive way. Employees who are satisfied with the organization s commitment to social and environmental responsibilities demonstrate more commitment, engagement and productivity. A conceptual framework is proposed based on literature. The author predominantly uses methods of qualitative research. In the research the case study methodology, which has been developed within the social sciences, is used. The paper starts with a concise introduction of CSR. In the first part the potential impact of CSR on employees is explained, considering why CSR may represent a special opportunity to positively influence employees’ and prospective employees’ perceptions of companies. In the second part the research considers three Italian companies that have distinguished themselves for their CSR strategy for employees: Luxottica, Brunello Cucinelli and Ferrero. A growing number of studies have been done regarding the benefits of CSR. However, most are concerned with the external view of shareholders and customer perspective. CSR research on the employee level is not well developed now. In order to better understand its effect on the employees, this study explore the impact of employees' perception of CSR on subsequent work attitudes and behaviors. CSR has a significant effect and it could improve employees' attitudes and behaviors, contribute to corporations' success

THE EVALUATION OF THE INTERNET USAGE HABITS OF PUBLIC EMPLOYEES IN KASTAMONU

Directory of Open Access Journals (Sweden)

ERSIN KAVI

2011-04-01

Full Text Available Changes in the last 10 years in information technology have increased the use of computers and internet. The changes brought about fundamental changes the way we do business and behave in social life from communication and reaching information to daily habits. Effective use of the information technology, which has become the main condition of being competitive at work, has required all employees in public and private sectors to improve themselves in the computer and internet usage. In addition, the public sector also encourages the use of internet via e-government applications. Thus, the computers and internet play a big part in the work of public sector and its employees as well. The usage of computers and the internet in working places not only have changed the way we do business also have changed some ethical rules and issues. They brought some complicated problems for people, organizations and states. Online fraud, carelessness, negligence, viruses, system crashing, broadcasting personal information are among the most well-known ethical problems related to computers and internet and caused by employees. In addition to these, personal use of computers and internet by employees for their private usage during working hours create another problem. The objective of the study is to reveal the internet usage habits and behaviors of public employees at work, using a field research that was carried out in Kastamonu that is a city of north of Turkey. It is especially of interest how and for what purposes the chat programs, which encourage the use of internet, are used. The results are analyzed from the point of view of public ethics. The data is collected from the state servants in Kastamonu and is analyzed on SPSS statistic program.

Using Readership Research to Study Employee Views.

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Pavlik, John; And Others

1990-01-01

Surveys employees of the Hershey Medical Center in Pennsylvania to examine why they read "Vital Signs," the employee newsletter. Finds that employees with a higher level of organizational integration often place more emphasis on reading the employee newsletter to survey system functions and the employee social network. (MM)

49 CFR 199.113 - Employee assistance program.

Science.gov (United States)

2010-10-01

... TESTING Drug Testing § 199.113 Employee assistance program. (a) Each operator shall provide an employee assistance program (EAP) for its employees and supervisory personnel who will determine whether an employee... 49 Transportation 3 2010-10-01 2010-10-01 false Employee assistance program. 199.113 Section 199...

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. (See...

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. [57 FR 12392, Apr. 9...

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.

Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work.

Science.gov (United States)

Glavas, Ante

2016-01-01

Research at the individual level of corporate social responsibility (CSR) has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees) are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the USA was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one's whole self at work) positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee), did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one's job design such as volunteering), it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top-down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS). Rather, a bottom-up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.

Corporate Social Responsibility and Employee Engagement: Enabling Employees to Employ More of Their Whole Selves at Work

Directory of Open Access Journals (Sweden)

Ante eGlavas

2016-05-01

Full Text Available Research at the individual level of corporate social responsibility (CSR has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the U.S. was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one’s whole self at work positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee, did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one’s job design such as volunteering, it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top-down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS. Rather, a bottom-up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.

The Impact of Employee Empowerment on Employee Satisfaction and Service Quality: Empirical Evidence from Financial Enterprizes in Bangladesh

OpenAIRE

Minhajul Islam Ukil

2016-01-01

Organizations face immense challenges in improving their performance and productivity in the present changing and competitive business world. Experts view employee empowerment as an effective tool that fosters organizational performance, employee satisfaction and service quality. The present study intends to identify the influence of employee empowerment on employee satisfaction and service quality, and the impact of employee satisfaction on service quality. Fourteen dimensions and 52 item st...

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.

Personal Costs and Benefits of Employee Intrapreneurship: Disentangling the Employee Intrapreneurship, Well-Being, and Job Performance Relationship.

Science.gov (United States)

Gawke, Jason C; Gorgievski, Marjan J; Bakker, Arnold B

2017-12-28

Ample studies have confirmed the benefits of intrapreneurship (i.e., employee behaviors that contribute to new venture creation and strategic renewal activities) for firm performance, but research on the personal costs and benefits of engaging in intrapreneurial activities for employees is lacking. Building on job demands-resources and reinforcement sensitivity theories, we examined how employees' reinforcement sensitivity qualified the relationship among their intrapreneurial behavior, subjective well-being, and other-rated job performance. Using a sample of 241 employee dyads, the results of moderated mediation analyses confirmed that employee intrapreneurship related positively to work engagement for employees high (vs. low) in sensitivity to rewards (behavioral approach system), which subsequently related positively to innovativeness and in-role performance and negatively to work avoidance. In contrast, employee intrapreneurship related positively to exhaustion for employees high (vs. low) in sensitivity to punishments (behavioral inhibition system), which subsequently related positively to work avoidance and negatively to in-role performance (but not to innovativeness). Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

45 CFR 7.0 - Who are employees.

Science.gov (United States)

2010-10-01

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

How policy on employee involvement in work reintegration can yield its opposite: employee experiences in a Canadian setting.

Science.gov (United States)

Maiwald, Karin; Meershoek, Agnes; de Rijk, Angelique; Nijhuis, Frans

2013-04-01

Canada has a long tradition of involving employee representatives in developing work reintegration policies and expects this to positively affect employee involvement to improve work reintegration success. The purpose of this study was to examine employee involvement in reintegration in a Canadian province as experienced by employees. Fourteen semi-structured interviews were held with employees in a healthcare organization. The interview topic list was based on a review of local reintegration policy documents and literature. Interviews were transcribed verbatim and analysed using ethnographic methodology. Employees do not feel in control of their reintegration trajectory. In the phase of reporting sickness absence, they wrestle with a lack of understanding on how to report in sick. In the phase of reintegration planning and coordination, they hesitate to get involved in the organization of reintegration. In the phase of reintegration plan execution, employees encounter unfulfilled expectations on interventions. Employee involvement in the organization of reintegration makes them responsible for the development of reintegration trajectories. However, they consider themselves often incapable of completing this in practice. Moreover, employees experience that their contribution can boomerang on them. • It is not that employees are not able to think along or decide on their reintegration trajectory but rather they are expected to do so at times when they cannot oversee their illness and/or recovery trajectory. • Settings out reintegration procedures that are inflexible in practice do not recognize that employee involvement in work reintegration trajectories can develop over time. • The disability management professional has a central role in organizing and supporting employee involvement in work reintegration, however, the employees do not experience this is indeed happening.

20 CFR 226.14 - Employee regular annuity rate.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employee regular annuity rate. 226.14 Section... COMPUTING EMPLOYEE, SPOUSE, AND DIVORCED SPOUSE ANNUITIES Computing an Employee Annuity § 226.14 Employee regular annuity rate. The regular annuity rate payable to the employee is the total of the employee tier I...

Employees with Sleep Disorders

Science.gov (United States)