Perceived Importance of Employees' Traits in the Service Industry

2009 ◽  
Vol 104 (2) ◽  
pp. 567-578 ◽  
Author(s):  
Rense Lange ◽  
James Houran
Keyword(s):  
Human Resources ◽  
Group Process ◽  
Service Industry ◽  
Team Building ◽  
Verbal Ability ◽  
Communication Style ◽  
Ethical Awareness ◽  
Rasch Scaling ◽  
Perceived Importance ◽  
Scaling Analyses

Selection assessments are common practice to help reduce employee turnover in the service industry, but as too little is known about employees' characteristics, which are valued most highly by human resources professionals, a sample of 108 managers and human resources professionals rated the perceived importance of 31 performance traits for Line, Middle, and Senior employees. Rasch scaling analyses indicated strong consensus among the respondents. Nonsocial skills, abilities, and traits such as Ethical Awareness, Self-motivation, Writing Skills, Verbal Ability, Creativity, and Problem Solving were rated as more important for higher level employees. By contrast, traits which directly affect the interaction with customers and coworkers (Service Orientation, Communication Style, Agreeableness, Sense of Humor, Sensitivity to Diversity, Group Process, and Team Building) were rated as more important for lower level employees. Respondents' age and sex did not substantially alter these findings. Results are discussed in terms of improving industry professionals' perceived ecological and external validities of generic and customized assessments of employee.

Team Building— Maximizing the Group Process

2017 ◽  
pp. 193-234
Author(s):  
Larry S. Miller ◽  
Harry W. More
Keyword(s):  
Group Process ◽  
Team Building

The Group Process: A Regional Disaster Planning Methodology for Multidisciplinary Consensus

1987 ◽  
Vol 3 (1) ◽  
pp. 68-73
Author(s):  
Frank L. Brown ◽  
Sharon L. Connelly
Keyword(s):  
Human Resources ◽  
Emergency Medical Services ◽  
Group Process ◽  
Disaster Planning ◽  
The United States ◽  
Medical Services ◽  
Design And Implementation ◽  
Emergency Medical ◽  
Physical Resources ◽  
Planning Methodology

In accordance with the 1973 Emergency Medical Services Systems Act in the United States, one of the 15 functions to be performed by every EMS (Emergency Medical Services) system is disaster planning. The predicate of success in remediating such a macrosystem challenge as regional disaster planning requires the consensus of multidisciplinary health care and public safety human resources prior to the effective cataloging of physical resources. As the emergency physician is the medical leader of EMS system design and implementation, it is important that he explore newly developing disaster planning methodologies to facilitate consensus disaster planning.

scholarly journals Emerging Options in Doctoral Study in Management for International Executives

2006 ◽  
Vol 31 (3) ◽  
pp. 13-17 ◽  
Author(s):  
Darrell Norman Burrell
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Organizational Development ◽  
Human Resources Management ◽  
Team Building ◽  
Employee Development ◽  
Ethical Behaviour ◽  
Full Time ◽  
Strategy Execution ◽  
Business World

University business schools are facing intense criticism that their traditional MBA and other graduate management curriculum fail to teach change management skills, employee development skills, employee recruiting skills, team-building skills, and the importance of ethical behaviour. Due to increasing technology, competition, and workforce diversity, today's leadership decisions are more complex than they were five years ago. The need for today's middle managers, senior managers, vice presidents, COOs, and CEOs to have more advanced leadership education has become critical, but the traditional Ph.D. and even the Doctor of Business Administration (DBA) have not become a recognized and acceptable viable solution. In contrast to the traditional Ph.D. and DBA which is geared towards the engagement of theory and research, the advanced leadership knowledge involved in the Doctor of Management (DM) encompasses advanced leadership training that is practical and focused on leadership's complex impact on improving organizational culture and human resources development. While MBA programmes or the traditional business Ph.D. programmes are focused on finance, accounting, marketing, operations strategy, and quantitative research, DM goes a step further by also considering the importance of developing employees, organizational culture, and teams as a major aspect of strategy execution success. DM looks at management almost in an interdisciplinary way by blending leadership courses that touch on psychology, human resources management, communications, human relations, employee development, organizational behaviour, and traditional management science. While traditional business Ph.D. and DBA programmes focus on skill development in order to effectively manage organizational operations and organizational process, DM focuses on people because without a properly developed and appropriately constituted staff, success will only be limited. For many years, it was assumed that a doctorate degree was not applicable in the international business world. DM is a major departure of tradition by enabling executives to use a combination of pure leadership theory and applied research methods to define, implement, and evaluate the strategies necessary for organizational growth and survival in a 3-4 year programme without having to leave their full-time jobs. DM addresses the question: If the definition of management is getting work done through people, then why are traditional Ph.D. programmes so heavily focused on business and so little on employees and organizational development?

scholarly journals TEAM BUILDING AS ONE OF EFFECTIVE HUMAN RESOURCES METHODS

2020 ◽  
Author(s):  
Dina Yarmolyk ◽  
Daria Khlupianets ◽  
Iryna Yablonska
Keyword(s):  
Human Resources ◽  
Team Building

Optimizing Millennials’ Communication Styles

2011 ◽  
Vol 74 (1) ◽  
pp. 22-44 ◽  
Author(s):  
Jackie L. Hartman ◽  
Jim McCambridge
Keyword(s):  
Conflict Management ◽  
Team Building ◽  
Building Blocks ◽  
The United States ◽  
Communication Style ◽  
Communication Styles ◽  
Active Listening ◽  
Communication Effectiveness ◽  
Business Educators ◽  
Audience Analysis

Millennials, those individuals born between 1980 and 2000, compose the largest cohort of college students in the United States. Stereotypical views of millennials characterize them as technologically sophisticated multitaskers, capable of significant contributions to tomorrow’s organizations, yet deficient in communication skills. This article offers insights for business educators to help millennials understand the influence of communication styles when optimizing communication effectiveness. Developing style-typing and style-flexing skills can serve as building blocks for millennials’ subsequent interpersonal skill development in key areas such as audience analysis, active listening, conflict management and negotiation, and effective team building. An in-class exercise highlighting communication style-typing and style-flexing is included.

scholarly journals The Myers-Briggs Type Indicator As A Tool To Facilitate Learning Outcomes For Team Building In The Classroom

2011 ◽  
Vol 3 (4) ◽  
pp. 13 ◽  
Author(s):  
Priscilla Berry ◽  
Cindy Wood ◽  
Barry Thornton
Keyword(s):  
Human Resources ◽  
Learning Outcomes ◽  
Team Building ◽  
Business Majors ◽  
Myers Briggs Type Indicator ◽  
Building Projects ◽  
Team Culture ◽  
Type Indicator ◽  
Myers Briggs ◽  
College Classes

Globalization and domestic competition are forcing businesses to rethink the human resources utilization process, and one method for considering again this challenge is creating a team culture. One key to this process for human resources development is the understanding of how to create the most successful teams. The use of the Myers-Briggs Type Indicator (MBTI) is a tool often used by business to achieve the goals of building work teams. College business majors must be introduced to the MBTI and to the dynamics of team building as a measurable skill necessary for their work environment. This research focuses on college classes in business communications, the directed study of the MBTI, and the heterogeneous mix of type in teams necessary for high learning outcomes. Specific pedagogical directions are provided for two team-building projects in writing, research, and oral presentation to small groups, thus meeting multiple course objectives.

scholarly journals MODEL AIDA SEBAGAI STRATEGI PEMASARAN BAGI NASABAH MENGAMBANG PERBANKAN SYARIAH (SURVEI MASYARAKAT DI KOTA BEKASI)

2017 ◽  
Vol 13 (1) ◽  
pp. 10-21
Author(s):  
Silviana ◽  
Purnama
Keyword(s):  
Human Resources ◽  
Market Segmentation ◽  
Mixed Method ◽  
Service Industry ◽  
Banking Industry ◽  
Marketing Strategies ◽  
Capital City ◽  
Banking Service ◽  
The People ◽  
Loyal Customers

As a country with moslem as the majority, Indonesia turns out to be the market of sharia Banking Industry. Yet, ironically, Sharia Banking only has market segmentation of 4,86% from the total banking service industry. This research focuses on the mapping of floating customers of sharia banking and marketing strategies done to interest future customers to be loyal customers using the model of Attention, Interest, Desire, and Action (AIDA). Bekasi is chosen as the research site since it is one of the capital city backbone for human resources and industries. The method used is a mixed method with the approach of concurrent embedded. The result shows that 54 % sample of the people in Bekasi are floating customers of sharia banks. Sharia banks around Bekasi have also implemented AIDA models to turn the floating into loyal customers. The recommendation posed by the floating customers is that sharia banks are supposed to enhance the service given to them in terms of socialization and promotion.Indonesia sebagai negara yang mayoritas berpenduduk muslim menjadi pangsa pasar industri perbankan syariah. Hal yang menjadi ironi bahwa Perbankan syariah hanya mempunyai segmen pasar 4,86 % dari total industri layanan jasa perbankan. Riset ini berfokus pada pemetaan Nasabah Mengambang Perbankan Syariah dan strategi promosi yang dilakukan Bank Syariah untuk menarik calon nasabah menjadi nasabah loyalis menggunakan model Attention, Interest, Desire dan Action (AIDA). Bekasi dipilih menjadi lokasi penelitian ini dikarenakan sebagai daerah penyangga ibukota baik dari aspek sumberdaya manusia maupun industrinya. Metode yang digunakan dalam  adalah metode kombinasi dengan pendekatan concurrent embedded.Hasil dalam riset ini bahwa 54 % masyarakat kota Bekasi merupakan nasabah mengambang perbankan syariah. Perbankan syariah sudah menerapkan metode AIDA dalam strategi pemasarannya untuk menarik nasabah mengambang menjadi loyalis. Rekomendasi yang diberikan oleh nasabah mengambang yang mendapatkan porsi terbesar dengan melakukan peningkatan pelayanan sebagai perwujudan sosialisasi dan promosi kepada nasabah mengambang.

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