CULTURAL MANAGEMENT AND STAFF COMMITMENT IN ORGANIZATION

2018 ◽  
Vol 28 (5) ◽  
pp. 1553-1556
Author(s):  
Gent Begolli
Keyword(s):  
Organizational Behavior ◽  
Employee Engagement ◽  
Positive Impact ◽  
Employee Attitudes ◽  
Extensive Literature ◽  
Employee Productivity ◽  
Financial Measures ◽  
Cultural Management ◽  
High Level ◽  
Components Of Behavior

The paper aims to present the importance of managing culture and employee engagement in productivity and contribution to the organization's success. Engaged employees express themselves physically, mentally and emotionally in carrying out their roles in the organization. There has been extensive dissemination and extensive literature support for results that strongly support the idea that engaged employees have a positive impact on the organization's performance and sustainability.Organizations traditionally relying on financial measures such as profitability, revenue, and spending control are raising interest in so-called "soft" human capital measures such as employee attitudes, turnover, level of engagement or non-engagement of employees as determinants organization's efficiency and timely sustainability of competitiveness advantages.Employee engagement and its culture in the organization is defined as a positive attitude and attitude towards work and being fulfilled, characterized by a high level of energy, dedication and absorption.Definition and understanding of employee engagement often seems to overlap concepts such as job engagement, civic organizational behavior, and commitment to the organization. However, academic literature has been defined as a clear and unique construct that consists of cognitive and emotional components of behavior and that are associated with performance of an individual role.Assessing employee engagement rates determines employee productivity and is key to improving the productivity of the company. Employees are committed when organizations have a working culture and communication practices are healthy when they work in an organization where strategies are developed to express their concerns and find opportunities to grow and develop their potential. Competitors today can be measured by the performance of the service they offer but they can not repeat perfectly the energy, dedication and absorption of their employees at work.By increasing passion, dedication and alignment with the organization's strategies and goals, they will enable the achievement of new heights of excellence for their organizations. Engaged employees will demonstrate increased confidence in their organization and will be driven by a sense of loyalty in a competitive environment. The positive environment through engaging and energizing employees in the organization will affect business growth and provide a competitive edge.

scholarly journals SYNCHRONOUS AND LONGITUDINAL EFFECTS OF EMPLOYEE COMMITMENT ON INTELLECTUAL, SOCIAL AND AFFECTIVE ENGAGEMENT

2018 ◽  
Vol 19 (0) ◽  
pp. 59-69
Author(s):  
Husam Mahmmud Jamil Abu-Hamour
Keyword(s):  
Organizational Behavior ◽  
Employee Engagement ◽  
Longitudinal Research ◽  
Employee Commitment ◽  
Employee Attitudes ◽  
Affective Engagement ◽  
Cross Sectional ◽  
Longitudinal Effects ◽  
Affective Dimensions ◽  
Measurement Period

The aim of this research is to examine if there are any synchronous or longitudinal effects of employee commitment on employee engagement. The former is measured as a whole construct using affective, continuous and normative dimensions of commitment introduced by Allen and Mayer (1990), while the latter is assessed by intellectual, social and affective dimensions of employee engagement suggested by Soane et al. (2012). The rationale behind conducting this research is twofold. First, to fill the gap resulted from paucity of research conducted to examine the effects of employee commitment on employee engagement. Second, to overcome the most common limitation cited in many prior studies, namely the cross-sectional research design by performing a longitudinal research. The questionnaire used in this research is built by adopting items form prior literature. Then, it was administered over a two-time period to employees working in a large Jordanian hospitality setting located in Amman, the capital of Jordan. Two waves of data collection process have been achieved with a lag time of 12 months, that is, from August 2016 to August 2017. The number of returned questionnaires in the first measurement period is 487 (97.4%), while the number of returned questionnaires in the second measurement period is 473 (94.6%). The research hypotheses focus on the presence of synchronous or longitudinal effects of employee commitment, as well as intellectual, social, and affective dimensions of employee engagement. The results indicate that employee commitment significantly as well as simultaneously affects employees’ intellectual engagement, while significantly and longitudinally affects their social and affective engagement. These findings contribute to the organizational behavior literature by showing that employee commitment does not only enhance employees’ immediate absorption in methods that could be used to improve the work, but also it builds up strong relationships among them and with their organization’s values and environment. Additionally, it boosts their emotional attachment to job tasks over time. Therefore, it is recommended that academic researchers along with practitioners should look at changes in employee attitudes that might occur in the future.

scholarly journals Intepretation of Employees Intelligence in Handling Machinaries Associated With Manufacturing Units

2019 ◽  
Vol 9 (2S4) ◽  
pp. 395-397
Keyword(s):  
Employee Engagement ◽  
Corporate Culture ◽  
Employee Satisfaction ◽  
High Performance ◽  
Decision Makers ◽  
Employee Productivity ◽  
Work Culture ◽  
Successful Work ◽  
High Level ◽  
The Relationship

Many organisations operate with the strong belief to contribute positively to the society, economy and strong corporate work culture. This defines the level of employee engagement that transforms the organisation into a high performance genre. An organisation’s culture is an essential part of business. It influences nearly every aspect of the organisation, from acquiring top talent to improving employee satisfaction, employee engagement and enhancing employee productivity, it becomes the basis of a happy workforce. A distinct corporate culture is important to the success of an Organisation. Hence to bring out the transformation in the culture it is import for the decision makers to be aware of the influencers. Good Leaders with high level of EI can drive the behaviour and positively impact people to create a successful work culture. The objective of this paper is to explore the relationship between emotional intelligence and transformational leadership and their effect on organizational culture

Positive Psychology Applications

2009 ◽  
pp. 34-48 ◽  
Author(s):  
P. Alex Linley ◽  
Stephen Joseph ◽  
John Maltby ◽  
Susan Harrington ◽  
Alex M. Wood
Keyword(s):  
Positive Psychology ◽  
Organizational Behavior ◽  
Employee Engagement ◽  
Medical Model ◽  
Well Being ◽  
Humanistic Psychology ◽  
Human Needs ◽  
Organizational Scholarship ◽  
Client Centered Therapy ◽  
Good Lives

Applied positive psychology is concerned with facilitating good lives and enabling people to be at their best. It is as much an approach as a particular domain of inquiry. As shown throughout this chapter, positive psychology has applications that span almost every area of applied psychology and beyond. In clinical psychology, counseling and psychotherapy, applied positive psychology builds on the traditions of humanistic psychology and Carl Rogers' client-centered therapy. It challenges the dominant assumptions of the medical model and promotes a dimensional, rather than dichotomous, understanding of mental health and mental illness. Beyond the alleviation of psychopathology, applied positive psychology has also seen the development of specific happiness-increase interventions, including counting one's blessings, using signature strengths, and paying a gratitude visit. In education, applied positive psychology has been used to promote flow in the classroom, as well as harnessing children's strengths to aid their learning and development. Forensic applications of positive psychology are represented by the good lives model of offender management, which focuses on the adaptive satisfaction of human needs. In Industrial Organizational (I/O) psychology, positive psychology applications are represented throughout work on transformational leadership, employee engagement, positive organizational scholarship, positive organizational behavior, appreciative inquiry, and strengths-based organization. In society, more broadly, applied positive psychology is shown to influence the development of life coaching and the practice of executive coaching, while population approaches are being explored in relation to epidemiology and the promotion of social well-being. Having reviewed these diverse areas, the chapter then goes on to consider the theoretical basis for applied positive psychology; the questions of who should apply positive psychology, as well as where and how; and whether positive psychology applications could be universally relevant. The chapter concludes by considering what the future of applied positive psychology may hold and suggesting that the discipline has the potential to impact positively on people throughout the world.

scholarly journals Parental evaluation of a revised autism spectrum disorder diagnostic process for children under 36 months of age

2021 ◽  
Author(s):  
Jean-François Lemay ◽  
Shauna Langenberger ◽  
Scott McLeod
Keyword(s):  
Autism Spectrum Disorder ◽  
Early Intervention ◽  
Parent Education ◽  
Positive Impact ◽  
Autism Spectrum ◽  
Spectrum Disorder ◽  
Diagnostic Process ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
High Level

Abstract Background The Alberta Children’s Hospital-Autism Spectrum Disorder Diagnostic Clinic (ACH-ASDC) was restructured due to long wait times and unsustainable clinic workflow. Major changes included the initiation of pre- and post-ASD parent education sessions and distinct ASD screening appointments before the ASD diagnostic appointment. Methods We conducted a parental program evaluation in summer 2018 of the ACH-ASDC. We used a cross-sectional survey to evaluate key outcomes including parental satisfaction, and the percentage of families obtaining access to government supports and early intervention programs. Results For the 101 eligible patients diagnosed with ASD under 36 months of age 70 (69.3%) parents agreed to participate. The mean diagnostic age of the children diagnosed with ASD was 30.6 months (SD=4.1 months). There were no statistically significant age differences between biological sexes. Ninety-three per cent of parents felt that ASD educational sessions were useful, and 92% of parents were satisfied to very satisfied with the overall ASD diagnostic process. Ninety per cent of parents had access to at least one of the key resources available for ASD early intervention in our province following diagnosis. Parents reported a positive impact on intervention provided to their child in the areas of communication, social interaction, and behaviour. Conclusion Parents of children diagnosed with ASD expressed a high level of satisfaction with the restructured ACH-ASDC process. Implementing parent education sessions was well received and met parents’ needs. Parents were able to access intervention services following diagnosis and reported positive impacts for their child. Re-envisioning program approaches to incorporate novel strategies to support families should be encouraged.

Culture Management through Prism Achievements of Kazakhstan Art

2021 ◽  
Vol 6 (4) ◽  
pp. 104-121
Author(s):  
Assel Imayo ◽  
Aizhan Kalibayeva
Keyword(s):  
Point Of View ◽  
Modern World ◽  
Bottom Line ◽  
Cultural Management ◽  
World Community ◽  
Private Organizations ◽  
Thirtieth Anniversary ◽  
The World ◽  
The Republic ◽  
High Level

2021 year has become time for drawing the bottom line under the achievements in the field of culture and science for 30 years of independence of Kazakhstan. The high level of modern cultural potential, rich cultural heritage have become one of the leading factors in the formation of a positive image of Kazakhstan as a country with a distinctive culture and spiritual traditions that go deep into history. Creative personalities, public policy and private organizations contribute to the development and promotion of Kazakhstan’s art in the world, which invariably arouses interest of the world community. However, a problem of the popularization of Kazakh music, art, film and theater art is still relevant. In addition to examples of achievements and successful cases of Kazakhstan’s culture, in this article the authors try to consider the problem from the point of view of management in culture and show importance of the position of an art manager in the modern world of arts. To implement this issue, the authors studied publications on the achievements of various types of arts in recent years and also took into account reaction of domestic and foreign audiences to cultural products and projects from this area. This article lists specific achievements in the field of academic art. As the analysis of publications on this topic has shown, most of them were implemented by cultural figures in the last decade of independence of the republic. At the forefront is the question of the consistency and well-coordinated interaction of cultural management with the creative component of the academic sphere of art in Kazakhstan. And the most striking examples of successful cases of such interaction are given as well. This study has analytical value and can be presented at seminars and conferences as a demonstration of examples of achievements for reporting presentations in the year of the celebration of the thirtieth anniversary of Kazakhstan's independence.

Mindfulness and compassion training for clinicians: a qualitative study

2021 ◽  
Author(s):  
Clémence Brun ◽  
Alexis Akinyemi ◽  
Laurène Houtin ◽  
Claire Mizzi ◽  
Thierry Cardoso ◽  
...  
Keyword(s):  
Qualitative Study ◽  
Positive Impact ◽  
Quality Care ◽  
Training Programme ◽  
Mindfulness Training ◽  
Psychological Consequences ◽  
Care Programme ◽  
Work Related ◽  
Training Programmes ◽  
High Level

Objectives: Providing quality care requires compassion, and encouraging caregivers to develop a patient-centred care relationship could be beneficial for both patients and caregivers. Such a goal can be achieved through mindfulness-based programmes, which can improve caregivers’ compassion and self-compassion. They are particularly relevant for caregivers, as they have a high risk of experiencing work-related burnout due to the high level of involvement required in their work. We hypothesised that a mindfulness training programme specifically focused on situations that are relevant for caregivers could improve patient–caregiver relationships and the care provided by the latter. Methods: We conducted a qualitative study with 10 interviews designed to explore the perceived psychological consequences of such training programmes amongst caregivers who experienced a mindfulness training programme specifically elaborated for the medical staff at APHP Sorbonne University (i.e., the Mindfulness Based (MB) CARE programme). Results: Content analysis results showed that the training had an overall positive impact on the caregivers’ ability to feel compassion toward their patients and themselves. The caregivers were more attentive to their patients and their needs, without being able to articulate how well they were paying attention to them. The programme also helped them develop kindness towards themselves and their patients. The participants were better able to accept more sympathetically the difficult experiences they might encounter in the workplace or those reported by their patients. Conclusions: We conclude that professional mindfulness training programmes could be operational levers for institutions aiming at fostering a more compassionate caregiver–patient relationship, which in turn, can improve the efficiency of care provision.

scholarly journals Top Management Supports and Informationization Performance: A Moderated Mediation Effect

2021 ◽  
Vol 13 (11) ◽  
pp. 42
Author(s):  
Ming Zhong ◽  
Fuangfa Amponstira
Keyword(s):  
Organizational Behavior ◽  
Positive Impact ◽  
Mediation Effect ◽  
Senior Managers ◽  
Enterprise Informatization ◽  
Performance Variables ◽  
Mechanism Model ◽  
Entrepreneurial Passion ◽  
Antecedent Variable ◽  
New Ideas

Senior managers can influence the cognition and behavior of other members of the enterprise by formulating informatization strategies and initiating informatization reforms, thereby affecting the success or failure of enterprise informatization. This paper establishes a model of the influence mechanism of the level of executive support on the performance of enterprise informatization. Taking enterprises in Guangdong Province, China as the survey object, through a three-stage questionnaire survey, 419 valid questionnaires were obtained. This paper shows that: executive support has a positive impact on team entrepreneurial passion. Executive support is the antecedent variable of enterprise informatization reform, and informatization reform plays an intermediary role between the executive support variables and informatization performance variables. Organizational communication plays a moderating role between informatization reform and informatization performance. This will improve the guiding theories in the field of organizational behavior and provide new ideas for the construction of the mechanism model of informatization performance.

scholarly journals Influence of Talent Management Practices on Turnover Intent among Research Scientists at the National Museums of Kenya (NMK), Nairobi.

2019 ◽  
Vol 8 (1) ◽  
pp. 1-19
Author(s):  
Nicholas Ochieng' Ojwang'
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Employee Turnover ◽  
Management Practices ◽  
Talent Management ◽  
Turnover Intent ◽  
Extensive Literature ◽  
Study Results ◽  
National Museums ◽  
Research Scientists

Human talent represents a source of competitive advantage. Yet the very people organisations would want to retain are the ones most likely to leave. What determines employee turnover is a vital question to organisations facing business continuity challenges. Through the prism of the Human Capital and Social Exchange theories, this study aimed at examining the influence of Talent Management practices on turnover intent among Research Scientists at the National Museums of Kenya, Nairobi. Data was collected by means of a structured questionnaire formulated based on extensive literature review. The study targeted 128 employees designated as Research Scientists at the time of conducting this study. Results indicate very high levels of engagement among Research Scientists at NMK. Though respondents understand how their performance is evaluated, the link between pay and performance appears unclear to them. Ample learning and growth opportunities do exist but identification of training needs is not methodical. The study also revealed a clear dissatisfaction with the total compensation package. Although majority of respondents believed that advancement opportunities existed, they were less confident regarding existence of equal opportunity for such advancement. Regression analysis of results indicated that of the six independent variables studied, only employee engagement had significant relationship with employee turnover intent. The study concludes that employee engagement is a critical factor in keeping employees in the organisation. It is recommended that NMK develops effective retention strategies to ensure that Research Scientists remain engaged and committed. An integrated rewards scheme incorporating non-financial factors, career development and work-life balance should form part of the strategy. In addition, a formalised induction program as well as a systematic learning and development scheme with individualised plans needs to be put in place.

scholarly journals How Rating Systems Support Regenerative Change in the Built Environment

2021 ◽  
pp. 131-144
Author(s):  
Melinda Orova ◽  
András Reith
Keyword(s):  
Built Environment ◽  
New Technologies ◽  
Negative Impact ◽  
Positive Impact ◽  
Well Being ◽  
Assessment Tools ◽  
Extensive Literature ◽  
Main Question ◽  
Rating Systems ◽  
Living Building Challenge

AbstractUrban development principles have evolved from sustainability, where the focus was on limiting the negative impact of urban environment, to restorative and regenerative sustainability, where positive impact is needed on global social and ecological systems. This recent paradigm shift requires the development of new tools for practitioners, like design methodologies, new technologies, and assessment methods.To measure the impact of sustainability on the built environment, several building-scale assessment tools exist. The question is how these widespread rating systems support restorative change in the built environment.The main question of the research is answered in three methodological steps. First, the goals of restorative sustainability are summarized from the available extensive literature, including the topics of Place, Energy, Water, Well-being, Carbon, Resources, Equity, Education, and Economics. Then different rating tools (Living Building Challenge, WELL, LEED, BREEAM, DGNB) are analysed how the considered issues and indicators in these rating tools are connected to restorative goals. Then these indicators are assessed how they serve that goal.The result of this study shows the main strengths and gaps in current wide-spread international rating tools regarding their support of restorative sustainability.

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