scholarly journals Doing Good by Doing Bad: How Tone at the Top and Tone at the Bottom Impact Performance-Improving Noncompliant Behavior

2020 ◽  
Author(s):  
Corinna Ewelt-Knauer ◽  
Anja Schwering ◽  
Sandra Winkelmann
Keyword(s):  
Work Environment ◽  
Top Management ◽  
Impact Performance ◽  
Performance Pressure ◽  
Tone At The Top ◽  
Great Performance ◽  
Noncompliant Behavior ◽  
Sales Employees ◽  
Main Instrument ◽  
The One

Abstract This study investigates how tone at the top, implemented by top management, and tone at the bottom, in an employee’s immediate work environment, determine noncompliance. We focus on the disallowed actions of employees that improve their own and, in turn, the company’s performance, referred to as performance-improving noncompliant behavior (PINC behavior). We conduct a survey of German sales employees to investigate specifically how, on the one hand, (1) corporate rules and (2) performance pressure, both implemented by top management, and, on the other hand, (3) others’ PINC expectations and (4) others’ PINC behavior, both arising from the employee’s immediate work environment, influence PINC behavior. When considered in isolation, we find that corporate rules, as top management’s main instrument to guide employee behavior, decrease employee PINC behavior. However, this effect is negatively influenced by the employees’ immediate work environment when employees are expected to engage in PINC or when others engage in PINC. In contrast, even though top management places great performance pressure on employees, that by itself does not increase PINC behavior. Overall, our study informs practitioners and researchers about whether and how the four determinants increase or decrease employees’ PINC behavior, which is important to comprehend triggers and to counteract such misconduct.

Managing the Era of Multi-Cultural Leadership

2018 ◽  
Vol 11 (1) ◽  
Author(s):  
M. Rahul ◽  
R. Ganesan
Keyword(s):  
Work Environment ◽  
Leadership Style ◽  
Work Experience ◽  
Cross Culture ◽  
Cultural Leadership ◽  
Team Members ◽  
Diverse Workforce ◽  
The Difference ◽  
The One ◽  
Global Arena

Leaders in the global arena are the one who face the challenges never seen before, while coordinating work and managing relationship between team members coming from varied ethnic groups. Globalization has undoubtedly opened up endless growth opportunities for both, businesses and individuals, by collaborating with each other, but with certain inherent challenges. These challenges are the difference in the cultural background of the team members, which gets predominantly reflected in their behavior at workplace too. The cultural differences exist primarily due to differences in shared values, which form the basis for difference in perception and practices of decision making by an individual (Hofstede, 1980). Juana Bordas has rightly described that any business that fails to adapt their leadership style aligning with multi-cultural approach will find it difficult to thrive in a more colorful world. Leadership style has witnessed various facets of changing work environment that has demanded from leaders to modify their approach to adapt along and be effective and survive in the ever-changing environment of business (Bordas,2007).A cross-culture leader plays a significant role in knitting the diverse workforce into an efficient team; which requires a leader to very well understand the various dimensions of culture. This understanding of the leader enables him to learn about blending of leadership styles to address the challenges of such work environment. This paper is an extended work on 'Leadership in Cross-Cultural Environment – A Comparison of Asian and Non-Asian Managers' (Rahul and Ganesan, 2015). The extended research study has identified that enhanced work experience of cross-culture leaders enables them in effective team management, than the rise in designation, as it results in creation of hierarchical distance between the leaders and subordinates.

scholarly journals Intra-firm mobility of scientific staff of the Russian Academy of Sciences

POPULATION ◽  
2019 ◽  
Vol 22 (2) ◽  
pp. 105-119
Author(s):  
Olga Kolennikova
Keyword(s):  
Professional Growth ◽  
Large Scale ◽  
Labor Mobility ◽  
Top Management ◽  
Russian Academy Of Sciences ◽  
Scientific Staff ◽  
Career Growth ◽  
The One ◽  
Academy Of Sciences ◽  
Scientific Environment

The article is devoted to the study of intra-firm labor mobility and the opportunities for updating the composition of research personnel, including managers. The information base was the data from the questionnaire survey of the personnel of the institutes of the Russian Academy of Sciences, carried out by the Institute of Socio-Economic Studies of Population RAS in 2015. The age limit set for heads of institutions, the established standards for young research fellows and other measures have changed the mechanism of labor mobility. Changes in the position of researchers of different categories have been analyzed with the account of the factors facilitating career growth or, on the contrary, complicating it. It turned out that junior researchers and top-management were the most mobile categories in the personnel hierarchy. The summary picture of the career advancement to top management, on the one hand, showed its availability for employees with different starting opportunities, and on the other hand, provided insight into the personnel reserves of candidates for the position of director and deputy director for research. Career attitudes were correlated with the assessment of the reality of their implementation. The process of accelerated rejuvenation of the RAS personnel can be described as controversial, especially in connection with the large-scale changes in the top management. The internal potential of candidates for director’s post was also investigated. According to the study, it is not high enough, and the chances of a person from the outside are significant. It looks like normalization of the intra-firm mobility of researchers, including rotation of managerial personnel, is possible not so much by administrative regulation, as through the all-round development of the scientific environment in which there is a qualitative professional growth of scientific personnel.

scholarly journals Continual Career Change

2007 ◽  
Vol 129 (07) ◽  
pp. 30-33 ◽  
Author(s):  
Steven Kerno
Keyword(s):  
Best Practices ◽  
Work Environment ◽  
Learning And Development ◽  
Individual Motivation ◽  
Protean Career ◽  
Job Title ◽  
Contemporary Reality ◽  
The One ◽  
Engineering Career ◽  
Future Project

This article explains the need of being versatile, flexible, adaptable, or capable of assuming forms for career demands that confront modern day engineers. The protean career, with the growing need for individual motivation and continuous, career-related learning and development, is indeed a contemporary reality for many engineers. The article also highlights that present and future engineering jobs will involve more challenge, more skilled expertise, and the ability to ‘network’ with others who possess similarly valuable knowledge, skills, and abilities. An engineer must be able to define and clearly articulate the nature and scope of current and future project assignments, as opposed to individual jobs. As work becomes more project-oriented, engineering career success will increasingly depend on the ability to move from project to project, and to absorb the learning and ‘best practices’ from each assignment, as opposed to retaining a relatively static job title and work environment. The successful engineer will more and more frequently be the one capable of using the tools at his or her disposal to effectively orient or map their knowledge and abilities to the current and future needs of their current organization, remaining flexible, adaptable, and versatile.

scholarly journals Clima laboral y su incidencia en la satisfacción de los trabajadores de una empresa de consumo masivo / Working environment and its impact on worker satisfaction of a mass consumer products company

Ciencia Unemi ◽  
2016 ◽  
Vol 9 (18) ◽  
pp. 26 ◽  
Author(s):  
Dennis Mauricio Jimenez Bonilla ◽  
Edgar Jimenez Bonilla
Keyword(s):  
Work Environment ◽  
Descriptive Analysis ◽  
Consumer Products ◽  
Working Environment ◽  
Leadership Motivation ◽  
Level Of Satisfaction ◽  
Worker Satisfaction ◽  
Para Determinar ◽  
The One

Este trabajo es un análisis descriptivo que pretende medir la caracterización del clima laboral, situación que influye en el comportamiento de los trabajadores, con la intención de potencializar las habilidades del psicólogo organizacional en el manejo favorable del talento humano de una empresa de consumo masivo. El objetivo es determinar de qué manera el clima laboral está afectando el grado de satisfacción de los empleados. Se pretende diagnosticar los niveles en que se presentan las dimensiones del clima laboral en los trabajadores de la empresa, mediante la utilización de los cuestionarios estandarizados OPS y S10/12, para determinar los niveles de Liderazgo, Motivación, Reciprocidad, Participación y Satisfacción Laboral; aplicados a 102 trabajadores de una empresa de consumo masivo, de los departamentos: administración, almacén, bodega y ventas. Los resultados indican que el clima laboral no es completamente satisfactorio. En el análisis se detecta que la mayoría de variables, en especial atención en el área de administración, se sitúa con más bajo promedio y en todas sus subvariables se presentan como no satisfactorias. AbstractThis work is a descriptive analysis that aims to measure the characterization of the work environment, a situation that influences the behavior of workers, with the intention of potentiating the skills of the organizational psychologist at the favorable management of human resources of a mass consumer products company. The objective is to determine the way in which the work environment is affecting the level of satisfaction of the workers. It is intended to diagnose the levels in which the dimensions of the work environment on workers of the company are presented, through the use of standardized questionnaires OPS and S10/12, in order to determine the levels of leadership, motivation, reciprocity, participation and job satisfaction; applied to 102 workers of a mass consumer products company who work in the following departments: administration area, storehouse, warehouse and sales. The results show that the working environment is not completely satisfactory. The analysis detected that most variables, specially the one of the administration area, stands with the lowest average and all its sub-variables are presented as unsatisfactory.

scholarly journals ASSESSMENT OF ABUSIVE SUPERVISION – BOSS METHODOLOGY

2020 ◽  
Vol 0 (0) ◽  
pp. 1-20
Author(s):  
Zuzana Birknerová ◽  
Lucia Zbihlejová ◽  
Milan Droppa
Keyword(s):  
Work Environment ◽  
Workplace Bullying ◽  
Abusive Supervision ◽  
Research Results ◽  
Full Version ◽  
Two Factors ◽  
The One

Concerning the issue of conceptualization and operationalization of abusive supervision, contemporary studies including the one presented below discuss several issues. The presented paper is aimed at the downward (vertical) form of workplace bullying, described in literature as abusive supervision or bossing, and the form of its assessment within the work environment. Furthermore, a new original methodology designed to measure bossing psychometrically, is proposed and labeled as BOSS. On the basis of the research results, which involved participation of 525 respondents (non-managerial workers; 40% men and 60% women), two factors of the BOSS methodology were extracted and labeled as: Communication-Aimed Bossing and Psyche-Aimed Bossing. Bossing is typically manifested within two distinct areas represented by these extracted factors. The full version of the BOSS methodology is also presented in the paper.

scholarly journals HUBUNGAN KOMPETENSI DAN LINGKUNGAN KERJA DENGAN KINERJA PEGAWAI DINAS PEMUDA DAN OLAH RAGA DI KOTA GORONTALO

2017 ◽  
Vol 19 (1) ◽  
pp. 122
Author(s):  
Abdul Rahmat
Keyword(s):  
Work Environment ◽  
Employee Performance ◽  
Working Environment ◽  
Workplace Relationships ◽  
Variable Population ◽  
Main Instrument ◽  
Relationship Competence ◽  
Relationship Of ◽  
The Relationship ◽  
The City

Tujuan penelitian ini untuk mendeskripsikan hubungan kompetensi kompetensi dan lingkungan kerja dengan kinerja pegawai Dinas Pemuda dan Olah Raga di Kota Gorontalo. Desain penelitian ini adalah survei, untuk menguji hipotesis penelitian serta melakukan interpretasi mengenai hubungan variabel bebas dengan variabel terikat. Populasi dan sample dalam penelitian ini adalah keseluruhan pegawai Dinas Pemuda dan Olah Raga Kota Gorontalo sebanyak 47 orang. Instrumen utamanya adalah angket. Hasil penelitian menunjukkan hubungan kompetensi dengan kinerja pegawai tergolong pada katagori sangat signifikan; hubungan lingkungan kerja dengan kinerja pegawai dikatagorikan tingkat hubungan lingkungan kerja dengan kinerja pegawai dikatagorikan signifikan; hubungan kompetensi (X1) dan lingkungan kerja (X2) secara bersama-sama dengan kinerja pegawai (Y) dapat dikatagorikan tingkat hubungan Kompetensi dan Lingkungan Kerja secara bersama-sama dengan Kinerja Pegawai dikatagorikan sangat signifikan.The purpose of this study to describe the relationship of competence and work environment with employee performance Department of Youth and Sports in the city of Gorontalo. This is a survey research design, to test the hypothesis of the study and interpretation of the relationship of independent variables with the dependent variable. Population and sample in this study was overall employee in the Department of Youth and Sports Gorontalo 47 people. The main instrument was a questionnaire. The results showed: the relationship competence with employee performance belong to the category of very significant; relationship work environment with employee performance level categorized workplace relationships with significant categorized employee performance; relationship competence (X1) and work environment (X2) together with employee performance (Y) level relations Competence and Working Environment together with the very significant categorized Employee Performance.

scholarly journals Risks of the working environment in the safety ensuring in endoscopy

2020 ◽  
pp. 5-15
Author(s):  
M. A. Ivantsova ◽  
G. N. Belova ◽  
P. L. Shcherbakov ◽  
N. V. Vernik
Keyword(s):  
Risk Management ◽  
Work Environment ◽  
Medical Personnel ◽  
Working Environment ◽  
Ethical Standards ◽  
Professional Burnout ◽  
Organizational Conditions ◽  
Coronavirus Infection ◽  
The One ◽  
The Impact

The working environment is forming from the organizational conditions, motivation and the willingness of employees to fulfill their duties in the best way on the one hand, and is determined by the team ethical standards, on the other hand. Risks associated with the working environment are composed of compliance risks associated with ensuring compliance with legal requirements for labor protection and regulation, ensuring of infectious safety, as well as risks associated with the physical and psycho-emotional status of medical workers, determining the impact of the “human” factor on the work results. The purpose of this review article is to identify the risks of the working environment in endoscopy, as the first stage of risk management, in order to be able for further assessment of their impact on the safety of medical activities in endoscopy, as well as to identify the ways to reduce or eliminate these types of risks. The article includes the following relevant sections: 1. Compliance risks in endoscopy, as a part of the modern healthcare risk-management system—general questions. 2. Risks of the work environment in endoscopy in the conditions of epidemiological threats associated with a new coronavirus infection SARS-CoV-2 (COVID-19). 3. Risks of the work environment tips and tricks associated with the psychosomatic status and professional burnout of medical personnel in endoscopy.

scholarly journals Assessment of Occupational Risks in the Toxicology and Pharmacology Laboratory Using the FMECA Method

2021 ◽  
pp. 10-23
Author(s):  
Khalid Laarej ◽  
Mohammed Jbilou ◽  
Mustapha Bouatia ◽  
Adil Elyadini ◽  
Rachid Alami
Keyword(s):  
Work Environment ◽  
Failure Modes ◽  
The Other ◽  
Management Tool ◽  
Frequency Of Occurrence ◽  
Chemical Risk ◽  
Occupational Risks ◽  
Preventive Actions ◽  
The One ◽  
And Control

The Toxicology and Pharmacology Laboratory is a high-risk work environment, especially the chemical risk that appears when people are exposed to reagents and chemicals. A corrective approach is required to identify and control these risks. The aim of this study is to determine how to manage the analytical risks at LTP designated for the dosage of drugs and poisons (narcotics, pesticides, mycotoxins, etc.). For this purpose, the risk analysis applying the FMECA method, a risk management tool that aims on the one hand, to qualitatively analyze the process, to analyze the failure modes, the causes and their effects, and to on the other hand, rate the criticality defined by the parameters of frequency of occurrence, severity and detection that will allow a quantitative analysis of each of the failure modes. Thus, the criticality calculation will help to determine the critical risks to be corrected, and to recommend corrective and preventive actions to be implemented within the service.

Sign in / Sign up

Export Citation Format

Share Document