scholarly journals IDENTITY FOCUSED ADAPTATION OF NEWCOMERS IN ORGANIZATIONS: RESOURSE FOR PERSONNEL MANAGEMENT

2021 ◽  
Vol 6 (1) ◽  
pp. 89-97
Author(s):  
Natalia Ivanova ◽  
◽  
Anna Klimova
Keyword(s):  
Social Identity ◽  
Personnel Management ◽  
Corporate Culture ◽  
Forming Process ◽  
Job Satisfaction Survey ◽  
New Employee ◽  
And Performance ◽  
The Individual ◽  
Adaptation Model

The report addresses the issue of adaptation of newcomers in organizations. This problem is very important now in business and public organizations according to the problem of labor productivity, staff turnover, corporate culture etc. In spite of obvious importance of the adaptation in organization, the studies of this problem require new approaches and methods. Mechanisms are explored that help to retain the staff in organization and to create a desire to continue its activities in this organization. The research is implemented to the framework of the business-psychological approach (S Benton, N. Ivanova, theory of social identity (H. Tajfel, J.C. Turner), concepts of adaptation (T. Bazarov, N. Volkova etc.). Adaptation of newcomers is considered as a natural stage of professional and social self-determination of the individual, as overcoming the identity crisis and identity forming process. In the course of adaptation, an identity is formed that is adequate in relation to the new social roles and goals of activity. The purpose of the study: to develop the identity focused adaptation model, to test the role of this model in the work with newcomers in organization. Methodology: questionnaire (N= 109), Job Satisfaction Survey (N=15), case study in organizations. Results: The role of information and psychological support of a novice from the manager, mentor and team while including a specialist in joint activities is revealed. The directions of improving the system of adaptation of newcomers in the organization are highlighted. An identity focused adaptation model has been developed, which includes the following components: A) Preliminary information to newcomers: preparatory briefing about the company; detailed briefing about the company's rules and regulations. B) Information about newcomers to colleagues: about the new employee, his workplace, the tasks of his adaptation, the appointment of a mentor. C) Communications of the mentor: checking the workplace, the initial conversation, monitoring the problems and successes, the employee's initiation into the company's affairs. D) Communications of the manager: aimed at reducing the uncertainty of the newcomer in the first days of work. E) Communication of newcomers: questions, feedback, ideas, doubts, wishes. Results of this research can be useful for management, counseling and coaching for development of newcomer’s identity, loyalty, and performance. Keywords: business psychology, identity focused adaptation model, personnel management, loyalty, adaptation of personnel, social identity, strategy of communication.

The role of compliance for organisational change

2018 ◽  
Vol 31 (2) ◽  
pp. 334-351 ◽  
Author(s):  
Ronald Busse ◽  
Ufuk Doganer
Keyword(s):  
Qualitative Methodology ◽  
Qualitative Content Analysis ◽  
Organisational Change ◽  
Future Research ◽  
Content Type ◽  
Lively Debate ◽  
And Performance ◽  
The Individual ◽  
Depth Interviews

Purpose Fuelled by the latest scandals at Siemens, VW or Walmart, there is a lively debate on the role of compliance and ethics programmes. Unlike large corporations, small and medium-sized enterprises (SMEs) arguably tend to underestimate their significance and lag behind. Hence, the purpose of this paper is to shed light on the process of introducing compliance codes and its effects on employee acceptance and performance. Design/methodology/approach In line with the qualitative methodology, the authors conducted 12 in-depth interviews with German SME employees which the authors evaluated with the qualitative content analysis. Findings As for the major contribution, results indicate the emergence of a lack of understanding, anger, anxiety and operational performance losses – both at the individual and the corporate level – especially when employees feel uninvolved in the initial introduction stadium. Originality/value Practicing managers may benefit from the recommendation to facilitate staff involvement at earlier stages. As for theory advancement, the authors draw on Kotter’s (2007) long surviving “Eight Steps Change Management Model” and find significant support for shifting the spotlight of attention towards the first four phases. The authors discuss the original value of the research, admit limitations and illuminate some promising future research trajectories.

scholarly journals System-Level Optimization of Multi-Modal Transportation Networks for Energy Efficiency using Personalized Incentives: Formulation, Implementation, and Performance

2019 ◽  
Vol 2673 (12) ◽  
pp. 425-438
Author(s):  
Andrea Araldo ◽  
Song Gao ◽  
Ravi Seshadri ◽  
Carlos Lima Azevedo ◽  
Hossein Ghafourian ◽  
...  
Keyword(s):  
Energy Savings ◽  
Heuristic Method ◽  
System Optimization ◽  
System Level ◽  
Online Computation ◽  
Simulation Based ◽  
Wide Energy ◽  
And Performance ◽  
The Individual

The paper presents the system optimization (SO) framework of Tripod, an integrated bi-level transportation management system aimed at maximizing energy savings of the multi-modal transportation system. From the user’s perspective, Tripod is a smartphone app, accessed before performing trips. The app proposes a series of alternatives, consisting of a combination of departure time, mode, and route. Each alternative is rewarded with an amount of tokens which the user can later redeem for goods or services. The role of SO is to compute the optimized set of tokens associated with the available alternatives to minimize the system-wide energy consumption under a limited token budget. To do so, the alternatives that guarantee the largest energy reduction must be rewarded with more tokens. SO is multi-modal, in that it considers private cars, public transit, walking, car pooling, and so forth. Moreover, it is dynamic, predictive, and personalized: the same alternative is rewarded differently, depending on the current and the predicted future condition of the network and on the individual profile. The paper presents a method to solve this complex optimization problem and describe the system architecture, the multi-modal simulation-based optimization model, and the heuristic method for the online computation of the optimized token allocation. Finally it showcases the framework with simulation results.

The role of the accommodation sector in tourism routes of the Russian Federarion

2015 ◽  
Vol 9 (2) ◽  
pp. 14-22 ◽  
Author(s):  
Антон Мосалев ◽  
Anton Mosalev
Keyword(s):  
Corporate Culture ◽  
Far East ◽  
Federal District ◽  
North West ◽  
The North ◽  
Federal Districts ◽  
Accommodation Sector ◽  
High Standards ◽  
The Individual

The Article presents an analysis of the role of the media sector in the structure created by the placement of tourist routes in the subjects of the Russian Federation. The sample size was 6000 routes in all federal districts of Russia. The problem of poor service provided by the hotel services in Russia is one of the major problems hindering the development of domestic tourism. Value for money and sometimes do not match. Part of the situation could have saved the increasing competition with the hotels listed in the international circuit, which created its own rules of corporate culture, high standards of service, clearly defined for each category of hotel (in terms of stardom). However, this does not justify a revision of its marketing strategy of independent hoteliers. It is also important to pay attention to accommodation, similar to hotels and other accommodation facilities. They are also well represented in the tourist market. According to the author, the low level of service in accommodation facilities is determined not so much by the reluctance of management to improve it, as the structure of demand from tourists and tour operators, to create a product. Most of the routes, which include the need to accommodate tourists, implemented on average, in the area the day — two. At the same time, tourists do not stay in accommodation facilities for a long time and continue your route on. This circumstance serves as an incentive to change the quality of services. Moreover, the article stipulates that personal and other accommodations are well represented in the routes of major federal districts like Central, Ural, Siberia, Far East. Accommodation in hotels more common routes in the North- West, Volga, the Crimea and North Caucasian Federal District. Accommodation facilities, in this case, are the operators of the individual passive format services. However, this strategy cannot be used by all players of the hospitality industry in all federal districts. The specificity of the regions and their remoteness from each other, the price level in the field must be limiting conditions in which hoteliers could develop. It is therefore proposed that the need to actively offer ideas own hiking tour operators or actively interact with them, attracting all new, including the unorganized tourist flows.

scholarly journals HR-STRATEGIES AND TECHNOLOGIES OF COMPANY MANAGEMENT IN THE CONDITIONS OF THE COVID-19 PANDEMIC

2021 ◽  
Author(s):  
Iryna Horbachova
Keyword(s):  
Personnel Management ◽  
Development Strategy ◽  
Corporate Culture ◽  
Group Work ◽  
Technological Progress ◽  
Business Processes ◽  
Workforce Planning ◽  
Staff Motivation ◽  
The Individual ◽  
Management Staff

In 2020, one of the main factors influencing international business processes was the spread of the COVID-19 pandemic. In response to the COVID-19 pandemic, there have been significant changes in the activities of many countries and companies around the world. The development of personnel management technologies is characterized by modern ones trends, among which can be distinguished such as technological progress; mobility and other features of the new generation; new guidelines in communications and group work staff. Certain trends are intertwined. Technological progress in first of all it changes people, their habits, mobility in communications. In addition, the structure of the organization, its information environment changes. Emphasis in management staff focus on such human qualities as emotional intelligence, creativity, emotionality. Clear balancing of different activities of the company, reduction of routine operations and their executors, increase of a share of creative work, giving more weight to creative staff - trends in the organization of the future. Management technologies are changing under the influence of the COVID-19 pandemic and have their own characteristics. According to the mission of the organization and the individual, from development strategy to specific operational plans. The organization of relations with the employer also suffers changes both in the formal plane (today employees have several employers; work as freelancers, contractors, etc.). In addition, technology is changing interaction and organization of group work. The development of the management system of an international company involves the formation of a strategy for the development of the organization, HR-strategies that contain the values of the organization as a producer of goods and services and as an employer; enables the development of corporate culture and positioning of each employee in relation to the development of the organization. This approach allows us to consider modern technologies of personnel management in accordance with the main sub-functions. Among them: strategic workforce planning; search, selection of personnel; staff training and development; personnel efficiency management; staff motivation through recognition and rewards; career development of staff, motivation for leadership.

scholarly journals Value-based management and corporate governance: A study of Serbian corporations

2012 ◽  
Vol 57 (193) ◽  
pp. 93-112 ◽  
Author(s):  
Predrag Stancic ◽  
Miroslav Todorovic ◽  
Milan Cupic
Keyword(s):  
Corporate Governance ◽  
Performance Measures ◽  
Corporate Culture ◽  
Multiple Case Study ◽  
Value Based Management ◽  
Corporate Objective ◽  
Multiple Case ◽  
And Performance

The aim of this paper is to determine the place and role of corporate governance and performance measures in the efforts of managers to maximize shareholder value, and the attitude of Serbian corporations toward these issues. The paper first analyses the importance of corporate governance and performance measures in the context of value-based management. Then, through the multiple case study, we investigate the attitude of seven Serbian corporations toward defining the general corporate objective, corporate governance, and performance measurement. Finally, we point out the factors and preconditions that determine corporate culture, objective definition, and performance measures used by Serbian corporations.

scholarly journals Monetary valuation of intellectual human capital in innovative activity

Equilibrium ◽  
2016 ◽  
Vol 11 (2) ◽  
pp. 369
Author(s):  
Мarina Alekseevna Fedotova ◽  
Olga Vladislavovna Loseva ◽  
Olga Igo-revna Kontorovich
Keyword(s):  
Human Capital ◽  
Intellectual Capital ◽  
Innovation Activity ◽  
Monetary Valuation ◽  
Valuation Model ◽  
Performance Report ◽  
And Performance ◽  
The Individual ◽  
The Cost

The article views the structure of an organization’s intellectual human capital, which integrates both employees’ intellectual, professional and personal abilities to perform innovation activity and their results achieved in the process of this activity. The authors prove the role of intellectual human capital in improving an organization’s innovation activity. Basing on the cost, income, expert and psychological approaches, the article develops the intellectual capital monetary valuation model focused on an increase in the objectivity of measuring its value by means of the individual intellectual and performance report. The application of this model is aimed at activating the innovative development of social and economic entities by increasing the quality and efficiency of intellectual human capital

THE ROLE OF ORGANIZATIONAL INNOVATIONS IN THE DEVELOPMENT OF RUSSIAN ENTERPRISES

2021 ◽  
pp. 16-27
Author(s):  
Elena V. Kunina ◽  
Keyword(s):  
Personnel Management ◽  
Corporate Culture ◽  
Market Competition ◽  
Innovation Activity ◽  
Innovative Development ◽  
Current State ◽  
Culture Of Success ◽  
Implementation Of Innovations ◽  
Organizational Innovations

This article discusses the current state and main trends in the development of innovative activities of the enterprise. In recent years, there has been an increasing trend towards the formation of divisions by enterprises in order to secure an innovative development as well as departments for the development of innovative projects and the creation of Lin laboratories. Implementation of such innovative projects and introduction of innovations in enterprises is the main factor of market competition. It is determined that the intensity of innovative developments and improving the quality of human resources increase the level of competitiveness of the enterprise. Still a significant factor in the innovation activity of the enterprise is the proper need of the enterprise for innovations and the desire to implement them. It is worth focusing on organizational innovations in more detail, since that is the area where the largest decrease in the share of organizations by 0.6% in 2018 compared to 2015 is observed. It is exactly the type of innovations that affects the process of personnel management to a greater extent. Organizational innovations are subject to the fashion fluctuations, and companies are increasingly trying to implement the principles and methods of managing the turquoise organizations as innovative changes. A significant sign of the company’s innovative activity is the proper need of the company for innovations and the desire to implement them. The most common issues of innovative development of Russian enterprises are considered. For example, a key issue of implementing organizational innovations is the discrepancy between fashionable new trends and corporate culture. It is worth noting that at each stage of the company’s development, there is a change in the type of culture. In practice, Russian companies are at the stage of a culture of strength: few of them, while maintaining a culture of strength, have skipped the stage of rules and discipline and are implementing their activities with elements of a culture of success. Methods and tools of personnel management should be used taking into account the specifics of the type of culture in the enterprise. Examples of successful and unsuccessful implementation of innovations in the enterprise are given, taking into account the specifics of the type of culture, as well as the consequences of using these innovations. It is considered as completely unacceptable if an organization uses tools that are not appropriate for the next level of corporate culture, but for an even higher level. It is worth noting that the introduction of innovations is impossible without defining the strategy, goals and concept of development at the enterprise.

Shiftwork and Performance

1979 ◽  
Vol 21 (4) ◽  
pp. 483-492 ◽  
Author(s):  
SIMON FOLKARD ◽  
TIMOTHY H. MONK
Keyword(s):  
Individual Differences ◽  
Time Of Day ◽  
Task Type ◽  
Task Demands ◽  
Descriptive Model ◽  
Shift Performance ◽  
Technological Advances ◽  
And Performance ◽  
The Individual

The recent increase in the incidence of shiftwork has been accompanied by a change in the type of task typically performed by the shiftworker. The technological advances which have produced both these effects have meant that the shiftworker is more likely to be engaged in cognitive, mentally taxing tasks than the predominantly perceptual-motor ones typical of earlier times. Contemporary research on time of day effects in performance efficiency has indicated that these task changes may be crucially important in determining on-shift performance, and hence the choice of the individual and shift system that is most suitable. Evidence is reviewed on task demands, the effects of different shift systems, and the role of individual differences. A descriptive model is proposed in which on-shift performance is seen to be dependent on the type of task, type of shift system, and type of person, with the three factors interacting via the worker's various circadian rhythms.

Intractability from a Sociopsychological Approach

2017 ◽  
Author(s):  
Daniel Bar-Tal
Keyword(s):  
Social Identity ◽  
Collective Memory ◽  
Public Discourse ◽  
Major Obstacle ◽  
Cultural Products ◽  
Collective Levels ◽  
The Individual ◽  
Zero Sum ◽  
School Books

Intractable conflicts are defined as being protracted, violent, perceived as being of zero-sum nature and unsolvable, total, and central, and parties involved have an interest in their continuation; they are demanding, stressful, painful, exhausting, and costly both in human and material terms. As an adaptation to these conditions societies develop appropriate sociopsychological infrastructure, which includes collective memory, ethos of conflict, and collective emotional orientations. This infrastructure fulfills important functions, on both the individual and collective levels, including the important role of formation, maintenance and strengthening of a social identity that reflects this conflict. It is institutionalized, disseminated, and eventually becomes the foundation for the development of culture of conflict. Its major themes appear in public discourse, cultural products, school books, and societal ceremonies. The emerged culture of conflict ends up serving as a major fueling factor to the continuation of the conflict and as a major obstacle to its peaceful resolution. The infrastructure serves as major sociopsychological barriers. These barriers stand as major obstacles to begin the negotiation, to continue the negotiation, to achieve an agreement and later to engage in a process of reconciliation.

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