USING BEHAVIOURAL ECONOMICS TO IMPROVE WORKPLACE COLLABORATION BASED ON PREDETERMINED WORKERS’ AND BUSINESS VALUES

Harvard Business Review ◽

Behavioural Economics ◽

Business Values

We are living in a time where technology is evolving tremendously transforming the traditional way of working. Due to technological development, factors such as general globalization, challenges caused by the current pandemic outbreak, have forced usto perform multifaceted tasks in collaboration with other individuals. As it was reported in the Harvard Business Review (2016) based on research over the last two decades, managers and employees spend half as much time in collaboration. The same study concluded that suggestively the majority of the employee’s workday is spent in communication with work peers. Besides work teams are becoming bigger, diverse, scattered in different locations, and more specialized than beforehand. Even though such teams with the prior mentioned characteristics can face daily challenges, they still can successfully overcome them and endeavor with collaboration. The aim of this paper is to evaluate which are the values that determine successful workplace collaboration. The paper will also investigate how group effort can increase employee satisfaction levels and their overall motivation. Furthermore, conclusions will be drawn on how the improvement of workplace collaboration can generate more value for businesses. The consequential outcome of this paper is knowledge gathered on difficulties employees face daily and how teameffort can stimulate innovations attheworkplace. Furthermore, by applying this knowledge in organizational management, leaders can keep up good teamwork practices as employees undertake progressively more employment of inter‐reliant nature.

Gestión organizacional y productividad laboral en las unidades educativas en el Sur De Manabí De Ecuador

South Florida Journal of Development ◽

10.46932/sfjdv2n5-003 ◽

2021 ◽

Vol 2 (5) ◽

pp. 6302-6320

Author(s):

Maribel Celi Vásquez Paucar ◽

Zoe Rodríguez Cotilla ◽

Miguel Ángel Padilla Orlando

Keyword(s):

Labor Productivity ◽

Personal Development ◽

Work Teams ◽

Working Hours ◽

Economic Incentive ◽

Management Model ◽

Educational Institutions ◽

Service Personnel ◽

Incentive Plans

Con el objetivo de conocer la gestión organizacional y la dinámica de productividad laboral del talento humano para el funcionamiento y evolución de las instituciones educativas del Distrito 13D03 de la zona 4 en Jipijapa – Manabí, se realizó un estudio para identificar si se aplican o no los procesos administrativos, si la gestión realizada en la organización es correcta, y con ello se logra la productividad laboral del talento humano. La metodología utilizada en la investigación fue cualitativa - cuantitativa, las técnicas aplicadas fueron: encuestas al personal docente, administrativo y de servicio, y la entrevista, a los directivos de los planteles educativos. El número de la muestra correspondió a 536 personas. En los resultados obtenidos, se determinó que no se está llevando de forma eficiente la gestión organizacional, y con ello el talento humano se siente insatisfecho por la no aplicación de los reglamentos en la aplicación de planes de incentivos económicos o no económicos, controles inadecuados de horarios de trabajo, sueldos y salarios indignos, carencia de capacitaciones en áreas administrativas, así como en desarrollo personal, incorrecta comunicación, deficiente colaboración de equipos de trabajo, y demás deberes y derechos del trabajador. Por lo que se concluye que la inexistencia de un modelo de gestión organizacional ajustado a las necesidades del entorno, influye de manera directa en la productividad de quienes laboran en las unidades educativas. With the objective of knowing the organizational management and the dynamics of labor productivity of human talent for the operation and evolution of the educational institutions of District 13D03 of zone 4 in Jipijapa - Manabí, a study was carried out to identify whether or not the administrative processes, if the management carried out in the organization is correct, and with this the labor productivity of human talent is achieved. The methodology used in the research was qualitative - quantitative, the techniques applied were: surveys of the teaching, administrative and service personnel, and the interview with the directors of the educational establishments. The number of the sample corresponded to 536 people. In the results obtained, it was determined that the organizational management is not being carried out efficiently, and with this human talent feels dissatisfied by the non-application of the regulations in the application of economic or non-economic incentive plans, inadequate controls of unworthy working hours, wages and salaries, lack of training in administrative areas, as well as in personal development, incorrect communication, poor collaboration of work teams, and other duties and rights of the worker. Therefore, it is concluded that the lack of an organizational management model adjusted to the needs of the environment directly influences the productivity of those who work in educational units.

Risk Management and Organizational Considerations for Enhancing Safety State Given the Continuous Technological Development Processes

INCAS BULLETIN ◽

10.13111/2066-8201.2021.13.1.26 ◽

2021 ◽

Vol 13 (1) ◽

pp. 257-262

Author(s):

Valentin Marian IORDACHE ◽

Sorin Eugen ZAHARIA ◽

Casandra Venera PIETREANU

Keyword(s):

Decision Making ◽

High Performance ◽

New Technologies ◽

Social Economic ◽

Operational Environment ◽

Risk Levels ◽

Decision Making Processes ◽

Development Processes

Decision-making processes within aeronautical organizations are becoming increasingly challenging not only because of social, economic or flight planning threats, but also because of the need to properly implement new technologies that may require different approaches to allow a high performance operational state in air transport. The paper outlines the organizational management improvements in the complex and dynamic operational environment and analyzes the decision-making processes related to different risk levels which require a strong commitment from organizational management in the context of operational objectives. The authors also analyze the implementation of new technologies that affect the processes carried out within the organization and propose ways to adapt organizational management in order to control safety processes. The authors also analyze the implementation of new technologies that the processes carried out within the organization and propose ways organizational management security processes.

METHODICAL APPROACHES TO THE FORMATION OF ADAPTIVE MANAGEMENT STRUCTURES

Vestnik Universiteta ◽

10.26425/1816-4277-2019-9-5-12 ◽

2019 ◽

pp. 5-12

Author(s):

V. G. Antonov ◽

I. A. Rumyantseva ◽

T. Yu. Krotenko ◽

O. G. Kazeeva

Keyword(s):

Control System ◽

Adaptive Management ◽

Innovative Development ◽

Mechanism Of Formation ◽

Adaptive Structures

The article has been devoted to the formation of adaptive organizational management structures. The essence of structures and their relationship with other elements of the control system have been analyzed. Adaptability and flexibility are considered as the most important indicators of the efficiency of structures, their ability to ensure sustainable functioning and innovative development of enterprises. The mechanism of formation of adaptive structures has been presented. The issues about the quality of adaptation, the adaptive characteristics of the structure and their consistency with the level and quality of adaptation of other elements of the enterprise, the interface of adaptability and flexibility, the pace of change have been raised. It has been concluded, that the structure is not effective, if it does not seek adaptability. Meanwhile, the process of adaptation should be innovative and ensure effective innovation and technological development of the enterprise.

QUALITY OF WORK LIFE SEBAGAI SOLUSI PENINGKATAN KINERJA KARYAWAN DALAM PERSPEKTIF ISLAM

Al-Hikmah ◽

10.24260/al-hikmah.v12i1.1080 ◽

2018 ◽

Vol 12 (1) ◽

Author(s):

Raziki Waldan

Keyword(s):

Employee Satisfaction ◽

Work Life ◽

Quality Of Work Life ◽

Literature Study ◽

Quality Of Work ◽

Study Results ◽

Library Book ◽

Conducive Environment

Quality of Work Life is a very important aspect to be considered in improving the performance of an organization. This paper aims to describe and conclude the concept of Quality of Work Life from an Islamic perspective. This paper is a literature review, so this study uses the literature study method. Literature study is carried out by reviewing articles both in the form of scientific journals and papers as well as literature studies of books with sources that are considered accurate and reliable. Searching techniques of literature study are carried out both online as well as library book visits. The study results concluded that: 1). Quality of Work Life is a concept that talks about the welfare and happiness of employees' lives at work, 2). In the Islamic concept Quality of Work Life can be seen from the aspects of: a. Fulfillment of Life Needs Fairly, Transparent and Fair, b. Employee Satisfaction in a Conducive Environment, c. Giving Reward and Punishment, c. Good Humanitarian Relations in Organizations Between Fellow Employees also Between Employees and Organizational Management. (Quality of Work Life merupakan aspek yang sangat penting untuk diperhatikan dalam peningkatan kinerja sebuah organisasi, Tulisan ini bertujuan untuk menguraikan dan menyimpulkankan konsep Quality of Work Life dari perspektif Islam. Tulisan ini merupakan sebuah kajian literatur, maka kajian ini menggunakan metode studi kepustakaan. Studi kepustakaan dilakukan dengan mereview artikel baik dalam bentuk jurnal ilmiah dan makalah juga studi pustaka buku- buku dengan sumber-sumber yang dianggap akurat dan dapat dipercaya. Teknik penelusuran studi kepustakaan dilakukan baik secara online juga secara kunjungan buku perpustakaan. Hasil kajian menyimpulkan bahwa: 1). Quality of Work Life merupakan konsep yang berbicara tentang kesejahteraan dan kebahagiaan hidup karyawan dalam bekerja, 2). Dalam konsep Islam Quality of Work Life dapat dilihat dari aspek: a. Pemenuhan Kebutuhan Hidup Secara Wajar, Transparan dan Adil, b. Kepuasan Karyawan dalam Lingkungan yang Kondusif, c. Pemberian Reward dan Punishment, c. Hubungan Kemanusiaan yang Baik dalam Organisasi Antara Sesama Karyawan juga Antara Karyawan dan Manajemen Organisasi).

Assessment of organizational management capability and employee’ satisfaction at select maternity hospitals in Ulaanbaatar

Proceedings of the Mongolian Academy of Sciences ◽

10.5564/pmas.v60i4.1506 ◽

2020 ◽

pp. 55-64

Author(s):

Batbold Tseleejav ◽

Tumurbaatar Luvsansambuu ◽

Munkh-Erdene Luvsan

Keyword(s):

Employee Satisfaction ◽

Quality Management System ◽

Maternity Hospital ◽

Healthcare Organizations ◽

Capability Index ◽

Management Capability ◽

Maternity Hospitals ◽

Set Up ◽

Management Capabilities

Healthcare organizations are implementing quality management system by forming legal entity, by carrying out administrative structural changes and developing healthcare organization’s structure, set-up, functional standards, clinical guideline, rules and employee´ moral principles. Introduction of accreditation system into healthcare organizations is becoming an accepted standard, however, healthcare paradigm shift outcome is insufficient. In this connection, researchers, citizens and policy makers are speaking out that the quality of and access to healthcare service is getting worse than before. Management capability index presents management assessment by score, assesses outcome of organizational functions and makes it possible to measure management capability. This study was performed at the Amgalan maternity hospital, Urguu maternity hospital and Khuree maternity hospital between July 2019 and September 2019 and cross-sectional study method was used. The study involved 480 employees of above-mentioned hospitals. We used 9 chapter and 90 criteria that were used in more than 30 Mongolian Public (i.e., Governmental) Organizations for capability assessment to determine management capability index of the maternity hospitals. Organization management capabilities, as an organizational goal and task, leadership skill in an organization, appropriate structure and set-up, organization’s incentive and motivation leverage schemes, organization’s relationship and collaboration, organizational behavior and culture, resource utilization, knowledge and innovation, organizational productivity, quality and performance were included in the questionnaire. Organizations capability index was calculated with a score point of 1 to 5 for each question. A total 480 employees, including 220 from the Urguu maternity Hospital, 125 from the Khuree maternity hospital and 135 from the Amgalan maternity hospital were included in this study. When responses to the question of management capability were according to duties and functions, not much difference was observed among the three hospitals, but when the responses were compared with that provided by doctors, nurses, obstetricians and other medical staff, a 1.8 percentage higher point was given by the administrative and service staff. Regression analysis showed strong relation between management capability assessment of doctors, nurses, obstetricians and other employee of the select hospitals (p<0.001 and R=0.89). Organizational management capabilities of Urguu and Khuree Maternity Hospitals, which have not yet introduced quality management system, are different from the Amgalan maternity hospital’s organizational management capability (p=.000). Doctors, obstetricians, nurses and other employee’ assessed organizational management capability by 73.5 percent respectively. There is a positive correlation ship between organizational capability and employee satisfaction. Better and higher management capability of an organization results in higher employee satisfaction.

Considerations on control processes in aeronautical organizations in the context of improving safety and efficiency

INCAS BULLETIN ◽

10.13111/2066-8201.2019.11.1.16 ◽

2019 ◽

Vol 11 (1) ◽

pp. 207-215

Author(s):

Valentin-Marian IORDACHE ◽

Casandra Venera PIETREANU

Keyword(s):

Organizational Performance ◽

Continuous Process ◽

Organizational Factors ◽

Control Processes ◽

Flight Operations ◽

Management Processes ◽

Operational Safety ◽

And Performance

In modern aeronautical systems, one of the biggest challenges for the management structures is to maintain the control at all levels. Operational safety and efficiency impose the need to control all the associated risks and hazards; thus, in order to achieve organizational performance, a very important aspect is to establish and develop a strong organization with respect to operations and objectives. Nevertheless, performance cannot be achieved without control; the continuous technological development and the environmental variabilities have a great impact on the organizational management processes. Organizations are very complex and they will continue to expand due to the increasing demands of flight operations. The capacity to adapt, considering the permanent transformations in the society, represents a continuous process that needs to be carefully carried in order to diminish or eliminate the errors that may occur due to organizational factors. Controlling each operational step from the beginning represents the premises for obtaining stability and performance.

Small Group Research in Europe

European Psychologist ◽

10.1027//1016-9040.7.4.265 ◽

2002 ◽

Vol 7 (4) ◽

pp. 265-274 ◽

Cited By ~ 1

Author(s):

Francisco Gil Rodríguez ◽

Carlos María Alcover de la Hera

Keyword(s):

Social Psychology ◽

Work Teams ◽

Rapid Development ◽

Spanish History ◽

Organizational Contexts ◽

Scarce Resources ◽

Long Period ◽

Group Research ◽

Important Field ◽

Scientific Results

After a long period of scarce resources and a long delay in new scientific results suffered as a consequence of recent Spanish history, research concerning groups has experienced a rapid development over the last 15 years of the 20th century—the result of the late but then clear institutionalization of psychology into university structure. Although most research has been carried out at the very heart of social psychology and along the traditional lines of the field, a significant growth in the study of groups and work teams in organizational contexts can now be highlighted, coinciding with the tendency detected internationally during the last years. Beyond the normalization of group research in Spain, it is necessary to point out its excessive dependency in both theory and methodology on models and tools elaborated throughout North America and Europe. The present review closes with the proposal of creating a European formative curriculum for group psychologists in order to unify and promote research within this active and important field of psychology.