scholarly journals Co-creating Positive Working Environments: a meta mediation perspective

2015 ◽  
Vol 2 (2) ◽  
pp. 298-307
Keyword(s):  
Conflict Management ◽  
Organizational Performance ◽  
Work Environment ◽  
Working Environment ◽  
Self Determination ◽  
Management Systems ◽  
Working Relationships ◽  
Ethical Considerations ◽  
Working Environments

This article is a practitioner reflection on taking a meta mediation perspective on working with two organizations in co-creating a positive and constructive working environment. This perspective is grounded in the theoretical framework of strategic conflict management systems. The approach taken is to consider a specific process for engaging with organizations by looking at the two case study organizations – one small and growing, the other medium-sized and resource-constrained. The reflection first considers the antecedents for both organizations in engaging in this way. It then sets out the process for whole organization engagement through dialogue. The outcomes for each organization are then shared. The conclusion reached is that both organizations benefited from the engagement in terms of improvements in work environment, working relationships, conflict competence and organizational performance. Some of the ethical considerations for mediators working with organizations in this way are reflected on including neutrality and impartiality, confidentiality and self determination.

scholarly journals ANALYSIS OF INDIVIDUAL CAPABILITIES AND WORK ENVIRONMENT TO JOB SATISFACTION THROUGH MOTIVATION: A CASE STUDY OF ACADEMY X JAKARTA

2019 ◽  
pp. 10-23
Author(s):  
Setyo Widiarto ◽  
P. Eddy Sanusi Silitonga ◽  
Imam Wibowo
Keyword(s):  
Job Satisfaction ◽  
Path Analysis ◽  
Work Environment ◽  
Direct Effect ◽  
Sampling Technique ◽  
Working Environment ◽  
Analysis Techniques ◽  
Working Environments ◽  
Saturated Sample

This study aimed to analyze the influence of individual skills and the working environment of the gratification of working through motivation Academy X in Jakarta). These survey respondents amounted to 52 employees of the Academy X Jakarta. The sampling technique using a saturated sample, and analysis techniques using path analysis. The results showed that the ability of individual positive and significant effects directly on job satisfaction. Work environment positive and significant effect directly on job satisfaction of employees. Motivation positive and significant impact on job satisfaction of employees. The direct effect of individual skills and working environments on job satisfaction is greater than the effect of indirectly through motivation. This suggests that the motivation is not a variable intervening for individual skills and working environments on job satisfaction of employees at the Academy X in Jakarta.

scholarly journals The Effect of Adaptive Ability, Communication Skills, and Work Environment on Performance of Medan Mayor's Office with Teamwork as Intervening Variables

2021 ◽  
Vol 1 (4) ◽  
pp. 406-417
Author(s):  
Siti Novia Rachmawati ◽  
Prihatin Lumbanraja ◽  
Elisabet Siahaan
Keyword(s):  
Organizational Performance ◽  
Work Environment ◽  
Communication Skills ◽  
Communication Skill ◽  
Employee Performance ◽  
Working Environment ◽  
Performance Achievement ◽  
Good Communication ◽  
Research Population ◽  
The Government

Having a reasonable effort of adapting to the change will improve the organization's performance. Good communication with the leaders, colleagues, and employees will ease communicating the organization's problems for achieving the best organizational performance. A good work environment will influence more the employee's motivation to work to improve the employee's performance. Conducting the working programs, the government will establish teamwork to fasten the organization's performance achievement. This research aims to analyze the influence of adaptability, communication skills, and working environment on employee performance at Medan Mayor's Office with teamwork as the intervening variable. This research population is government employees at Medan mayor's office with a total of 555 employees, with the amount of the sample being 232 employees. The analysis uses statistics and path analysis. The result shows the adapting ability, communication skills, and working environment directly significantly influence teamwork, and then the adaptability, communication skill, and work environment positively and significantly affect employee performance. Indirectly, collaboration is positively and significantly able to mediate the relationship between adaptability, communication skill, work environment, and employee performance. Therefore, teamwork is significantly able to be the intervening variable in this research.

Funding sources and performance management systems: an empirical study

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Manzurul Alam ◽  
Megan Paull ◽  
Anne Peachey ◽  
David Holloway ◽  
John Griffiths
Keyword(s):  
Nonprofit Organizations ◽  
Organizational Performance ◽  
Performance Management ◽  
Single Case ◽  
Management Systems ◽  
Structured Interviews ◽  
Content Type ◽  
Performance Management Systems ◽  
Funding Sources

Purpose The purpose of this paper is to explore how performance management systems in nonprofit organizations are influenced by their funding sources. It explains how resources motivate organizations to diversify their strategies with attended performance management systems. Design/methodology/approach It adopts a qualitative case study approach involving semi-structured interviews with key informants in a nonprofit organization to understand the evolving nature of performance management systems associated with different funding sources. Findings The findings suggest that the case study organization changed its revenue base along with its performance management systems to satisfy the reporting and accountability requirements of different funding sources. Despite external funding sources detailing different restrictions and requirements, the overall performance management system was able to manage these different expectations. Research limitations/implications This study is based on a single case study, and its findings need to be interpreted with care, as there are differences between nonprofit organizations because they differ in their environments, services and funding. Originality/value This paper contributes to extant knowledge on how organizational performance management is influenced by funding sources, providing insights at the operational and governance levels.

Roles of Interpersonal Relationships in Improving Organizational Performances in the Case of Hospital Nurses

2010 ◽  
pp. 172-189
Author(s):  
Murako Saito
Keyword(s):  
Organizational Performance ◽  
Work Environment ◽  
Interpersonal Relationships ◽  
Emotional Regulation ◽  
Interpersonal Relationship ◽  
Causal Relationships ◽  
Work Demand ◽  
And Performance ◽  
Organizational Performances

In this chapter, a comparison of organizational performances representing team reciprocity, communication accuracy, and performance reliability was made with participants’ competence of emotional regulation, communication type, and also with the appreciation level of professional work based on our empirical studies on healthcare organization. The results in case study 1 suggest that team reciprocity is significantly influenced by the type of communication, face–to–face (FTF) and computer mediating communication (CMC). The results in case study 2 suggest that interpersonal relationship management played important roles in giving critical effects on organizational performance of team reciprocity, communication accuracy, and performance reliability. The results in case study 3 suggest that appreciation degree of team and organization goals gave significant effects on team reciprocity and performance reliability. Causal relationships among structural variables on work environment, communication, and organizational performances in case study 1, and causal relationships among work demand, organizational environment, and fairness in case study 3, were discussed. Quality of healthcare evaluated by organizational performance is influenced by the condition of how interpersonal relationship plays a role in managing emotional regulation, communication, and appreciation of the work environment. Most of the organizational issues are related with loss of con- fidence and trust among the participants of the organization, which stems largely from inappropriate alignment of interpersonal relationships.

Design Applications for Optimizing the Working Environment of the Software Employee: A Case Study

1982 ◽  
Vol 26 (2) ◽  
pp. 150-154 ◽  
Author(s):  
Dennis J. Seal ◽  
Gordon E. Sylvester
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Task Analysis ◽  
Human Factor ◽  
Semantic Differential ◽  
Working Environment ◽  
Job Dissatisfaction ◽  
Evaluation Period ◽  
Space Planning

The purpose of this investigation was to determine the conditions of a work environment that were related to job dissatisfaction among software personnel. A representative sample of 120 software employees were administered a questionnaire (including a Task Analysis Form and a Semantic Differential Scale) to determine the office conditions that were causing employee dissatisfaction. Each participant was also interviewed for approximately one hour. Four major problem areas were identified. They were: (1) Lack of visual and audible privacy; (2) Poor aesthetics; (3) Insufficient storage facilities, and (4) Improper design of work desk area. Design recommendations were developed by Interior Designers, Human Factor Specialists and Architects. Prototype offices were installed to accommodate a full department of forty-one software employees. The daily tasks of the participants continued on a normal routine for an evaluation period of seven months. At the end of this time, all participants were interviewed and the responses from these interviews were compared to those of the old offices. Statistical differences were found in all areas, and levels of job satisfaction greatly improved. The results are reported and conclusions are made concerning work-space planning, job satisfaction and productivity levels.

scholarly journals Implications of Effective Conflict Management on Organizational Performance: Case Study of Nigerian Bottling Company PLC

2019 ◽  
pp. 257-280
Author(s):  
Adeyinka Joseph Adewole ◽  
◽  
Kayode Joseph Ogunyemi ◽  
Toyin W. Otapo ◽  
◽  
...  
Keyword(s):  
Conflict Management ◽  
Organizational Performance

scholarly journals Upaya Meningkatkan Kepuasan Kerja dengan Kompensasi dan Lingkungan Kerja pada Industri Textil

2019 ◽  
Vol 17 (2) ◽  
pp. 46
Author(s):  
Anggi Wahyu Syahpudin ◽  
B. Lena Nuryanti ◽  
Rd. Dian Herdiana Utama
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Working Environment ◽  
Cross Sectional ◽  
Textile Production ◽  
Employee Job Satisfaction ◽  
Working Environments ◽  
Analysis Technique ◽  
Cross Sectional Design ◽  
One Year

The purpose of this paper is to determine the effect of compensation and working environments on job satisfaction. The study was conducted in a period of less than one year, the study is cross-sectional design. And the method used is survey explanatory, and a population of 116 employees. The analysis technique used is multiple linear regression in though using SPSS 23.0. the questionnaire used as a research instrument to collect data from respondents. The finding of this paper is job satisfaction of employees affected by the compensation and working environment significantly and positively. The originality of this paper is compensation and working environment is used as a way to improve employee job satisfaction. This study aimed to describe the compensation, work environment on employee job satisfaction, compensation and work environment influence on job satisfaction to employees in the production of textiles in Bandung. The object that becomes the unit of analysis in this study were employees of the textile production in Bandung. The independent variable in this study is the compensation and work environment, as well as the dependent variable is employee satisfaction.

Conflict management systems for large scientific research projects

2017 ◽  
Vol 28 (3) ◽  
pp. 322-345 ◽  
Author(s):  
Katharina Löhr ◽  
Frieder Graef ◽  
Michelle Bonatti ◽  
Henry F. Mahoo ◽  
Jane Wambura ◽  
...  
Keyword(s):  
Conflict Management ◽  
Management Model ◽  
Management Systems ◽  
Conflict Prevention ◽  
Business Organizations ◽  
Research Projects ◽  
Research Project ◽  
Content Type ◽  
The Impact

Purpose This paper aims to analyze the transferability of a conflict management model developed for business organizations to a temporary and international research project to serve as a support tool for internal communication and in case of conflict. Design/methodology/approach The authors analyze the transferability of a conflict management model that was initially developed for business organizations to an international, inter-organizational and temporary research project that is third-party funded. Using a case study, a participatory approach is applied with both qualitative and quantitative methods used. Findings The transferability is possible but only with the adaption of conflict prevention. The project’s international and inter-organizational structure further results in a need for decentralization of conflict management responsibilities and diversification of conflict management approaches. Time, financial resources and a high autonomy of cooperation partners limit the degree of participation in the design process. Research limitations/implications The research is based on a case study. Research on comparative design processes are needed to verify or extrapolate findings and to help assess the impact of conflict management systems in other large research projects. Originality/value This paper contributes to the body of knowledge on conflict management systems. By implementing a conflict management system in a temporary, international and scientific project environment, this case study identifies contextual factors relevant for the system design and provides initial test results. As conflict management systems in research projects are not yet prominent, this adapted model of conflict prevention and management can benefit similar projects.

scholarly journals Research on the phenomenon of explosive gas occurrence in drills for an engineering building-Case study -

2019 ◽  
Vol 290 ◽  
pp. 12028
Author(s):  
Cristian Tomescu ◽  
Doru Cioclea ◽  
Emeric Chiuzan ◽  
Adrian Matei ◽  
Răzvan Dragoescu
Keyword(s):  
Risk Factors ◽  
Work Environment ◽  
Working Environment ◽  
Environment Monitoring ◽  
Chemical Risk ◽  
Risk Levels ◽  
Trading Company ◽  
Status Indicator ◽  
Concentration Limits

The security status indicator in a work system is characterized by safety levels or by risk levels. One of the types of risks in the workplace is the risk of explosion that is part of the risk factors specific to the working environment - chemical risk factors. The works of consolidating and arranging the infrastructure of a motorway include in their scheme the execution of a series of vertical geotechnical drills of the rock stratigraphic column on which is placed the construction and drillings dimensioned at certain depths and diameters which are concreted in order to ensure the load of the upper structure of the building. In some of these drills there has been a phenomenon of occurrence of gases that, within certain concentration limits, are explosive and create a state of danger by producing an explosion inside them, which by propagating to the surface can affect the safety of workers and means for work. This paper is a case study at a workplace of a trading company specializing in construction and proposes an analysis of the causes of explosive gases occurrence, work environment monitoring, and solutions for diminishing the OHS risk factors.

Integrated Conflict Management Systems Pay Off with Lower Levels of Formal Grievances and Lower Turnover Rates

ILR Review ◽  
2019 ◽  
Vol 73 (2) ◽  
pp. 528-551
Author(s):  
Benjamin B. Dunford ◽  
Kevin J. Mumford ◽  
R. Wayne Boss ◽  
Alan D. Boss ◽  
David S. Boss
Keyword(s):  
Conflict Management ◽  
Management Systems ◽  
Working Relationships ◽  
Eastern United States ◽  
Turnover Rates ◽  
Line Managers ◽  
Data Set ◽  
Non Union

The authors analyze an eight-year, multi-source, longitudinal data set that followed a non-union health care system in the eastern United States as it implemented a major preventative conflict management initiative placing responsibility for conflict resolution directly in the hands of line managers and employees. The initiative was a system-wide implementation of conflict management interviews (CMIs) between employees and supervisors, designed to enable them to proactively resolve conflict and follow up on agreements for improving their working relationships. The authors investigate survey and personnel file data from 5,456 individuals from 2003 to 2010 and test key predictions of Integrated Conflict Management Systems (ICMS) theory. They find that employees whose managers provide high-quality CMIs have a lower likelihood of formal grievances, significantly more perceptions of participative department culture, and lower turnover rates. Collectively, these findings suggest that simply holding CMIs may not be sufficient; rather, the quality of CMIs may be the key to successful outcomes.

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