Effective Collaboration of Different Generations as a Tool for the Success of the Organizations

2021 ◽  
pp. 1-15
Author(s):  
Katja ZOELLNER ◽  
Rozalia SULIKOVA
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Work Environment ◽  
High Productivity ◽  
Individual Approach ◽  
Positive Work Environment ◽  
Effective Collaboration ◽  
High Level ◽  
Positive Work

Job satisfaction of employees of organizations is a determinant of their success, high productivity of employees. Creating such a positive work environment require high demands on the work of managers - on their approach to their subordinates, on the style of leadership. An individual approach, knowledge about the differences of the individuals requires a high level of emotional intelligence.

scholarly journals FLEXIBLE PROJECT MANAGEMENT METHODS: THE ROLE OF THE PROJECT MANAGER

2021 ◽  
Author(s):  
Zoia Halushka
Keyword(s):  
Emotional Intelligence ◽  
Project Management ◽  
Work Environment ◽  
Soft Skills ◽  
Project Manager ◽  
Management Style ◽  
Positive Work Environment ◽  
Flexible Management ◽  
Positive Work

In the article we actualise the problem of changing the role of the project manager in the transition to the use flexible management methods. The characteristics of Agile-management are given, the main ideas and principles that distinguish it as value-oriented management with a number of advantages are identified. The characteristics of Scrum and Kanban methods of flexible control are compared. It is noted that the effective use of flexible management methods is possible if the manager has a number of personal and managerial and professional-technical competencies, which in agile-teams have a special meaning and significance (responsibility, balance, independence, stress, purposefulness; analytical thinking, flexibility, criticality, systematic, strategic, delegation, motivation, partnership, demanding, openness, customer-centric, constructive, axiological, tactful, persuasive, self-development, proactivity, positivity, influence, assertiveness). The presence of these competencies is seen as an opportunity to identify criteria for assessing the knowledge, skills and abilities of the project manager. It is shown that project management forms the skills of creating a project-oriented organization with its project culture, management style, ability to negotiate, make effective decisions in relations with stakeholders. A very important result is the ability to manage change, the willingness to accept it. The hard and soft skills of a project manager are described. It is noted that emotional intelligence is very important for solving internal and external tasks - from developing a vision of the overall goals of the project and creating a positive work environment in the team to strengthening relationships with stakeholders that contribute to the success of the project. The importance of developing soft skills and the role of emotional intelligence in creating a positive work environment in the team to strengthen relationships with stakeholders who contribute to the success of the project. It is concluded that the role of the project manager in the application of flexible management methods increases significantly as conditions become more stringent and unpredictable, and it requires a wider range of knowledge, competencies, skills to achieve goals.

scholarly journals Employee Intention to Stay: An Environment Based on Trust and Motivation

2018 ◽  
Vol 10 (4) ◽  
pp. 58
Author(s):  
Amena Shahid
Keyword(s):  
Work Environment ◽  
Employee Retention ◽  
Intent To Stay ◽  
Primary Objective ◽  
Working Environment ◽  
Organizational Leaders ◽  
Intention To Stay ◽  
Positive Work Environment ◽  
High Level ◽  
Positive Work

An organization effort to recognize the reasons for employee retention can serve to keep turnover down. No matter what industry it is essential to comprehend what the employees think and sense about the organization and the working culture. A supportive and positive work environment instilled by motivation and trust strengthens the connection between an organization and employee. When organizational leaders naturally respect employees as more than mere work resources, employees reach a high level of performance and will continue with the organization longer. The primary objective of this study was to recognize and promote the factors of trust and motivation influencing a positive working environment and employees intentions to stay with the organization. The study aims to determine elements of employee intent to stay and contribute to the growing body of literature on the significance of trust, motivation and positive working environment.

scholarly journals Factors Influencing Job Choice among Agricultural Economics Professionals

2012 ◽  
Vol 44 (2) ◽  
pp. 251-265 ◽  
Author(s):  
Katherine McGraw ◽  
Jennie S. Popp ◽  
Bruce L. Dixon ◽  
Doris J. Newton
Keyword(s):  
Work Environment ◽  
Agricultural Economics ◽  
Job Choice ◽  
Current Position ◽  
Job Responsibilities ◽  
Family Time ◽  
Job Attributes ◽  
Advancement Opportunities ◽  
Positive Work Environment ◽  
Positive Work

This article identifies factors that influence agricultural economics professionals' job choice between academic and government employment. Respondents agreed that job responsibilities were the most important factor in choosing their current position. They also agreed that having a positive work environment, good salary, family time, adequate resources, and professional and social interaction were important job attributes. Proportionally more women than men regarded partner opportunities, nondiscrimination, time for child care, and supportive colleagues as very important attributes influencing their decisions. A binomial probit of respondents' current job sector indicates significant job choice determinants include sector preference (academic or government), previous professional experience, a positive work environment, and advancement opportunities.

The Role of Professional Protocols

2014 ◽  
pp. 106-132
Author(s):  
Kiyomi D. Deards ◽  
Jolie O. Graybill
Keyword(s):  
Student Satisfaction ◽  
Work Environment ◽  
Succession Planning ◽  
Research Library ◽  
Professional Behavior ◽  
The Future ◽  
Positive Work Environment ◽  
Positive Work

The cultivation of professionalism is a necessary part of training the academic and research library leaders of the future. By incorporating professionalism into succession planning efforts, individuals acquire skills that will serve them across institutions as they transition between positions of power. For the purposes of this study, the aspects of professionalism were divided into four main categories: etiquette, professional behavior, personal presentation, and space (how people fill and use it). This chapter examines existing literature and contains the results of a survey of how library employees feel about professional protocols. It argues that the observance of professional protocols can impact student satisfaction as well as create a more positive work environment. Results of the survey indicate that libraries value professionalism with an emphasis on professional behavior.

Assessing Multilingual Multicultural Teachers' Communication Styles

2017 ◽  
pp. 111-123
Author(s):  
Sevinj Iskandarova ◽  
Oris T. Griffin
Keyword(s):  
Work Environment ◽  
Educational Leaders ◽  
Communication Styles ◽  
Educational Institutions ◽  
Nonverbal Behaviors ◽  
Cultural Perspective ◽  
Institutional Level ◽  
Positive Work Environment ◽  
Verbal And Nonverbal Behaviors ◽  
Positive Work

As many educational institutions become more globally competitive, and the number of diverse teachers increases, it becomes even more imperative to avoid what some cultures might deem as inappropriate and unprofessional verbal and non-verbal forms of communication. Those behaviors are sometimes interpreted in different ways, depending on the cultural perspective. Any unwanted verbal and non-verbal actions often increase stress, unwelcomed job pressures, and hinder a positive work environment. At the institutional level where teachers are very diverse, understanding verbal and nonverbal behaviors must be addressed. The researchers propose a methodology which will help multilingual, multicultural teachers' communication styles within the workplace and how to improve cross-cultural team collaborations. Additionally, the information provided in this study allows educational leaders to make inferences about their teachers' team performance and expectations based on their motivation, experiences, and skills used when working with a multicultural team.

Multicultural Leadership in Higher Education

2017 ◽  
pp. 139-164 ◽  
Author(s):  
James S. Bridgeforth
Keyword(s):  
Work Environment ◽  
Academic Departments ◽  
People Of Color ◽  
Online Questionnaire ◽  
Academic Leaders ◽  
Multicultural Leadership ◽  
Leadership In Higher Education ◽  
Positive Work Environment ◽  
Barriers And Challenges ◽  
Positive Work

Women and people of color are vastly underrepresented in the American professoriate; although the presence of female faculty and professors of color is beneficial to the academy on various levels, these groups often face numerous barriers and challenges while serving in the professoriate and striving for promotion and tenure. This study was designed to investigate demonstrated multicultural awareness and positive work environment with regard to race, gender, or a combination within academic departments to help academic leaders better develop and understand multicultural leadership. Data were collected from 650 tenured and tenure-track faculty through an online questionnaire. The data analysis revealed that males and females of color within the professoriate report a less positive work environment than Caucasian faculty.

Delivering Hospitality through Franchising

2016 ◽  
pp. 139-148 ◽  
Author(s):  
Christo F. V. Fernandes ◽  
Babu George ◽  
Ajit Mishra
Keyword(s):  
Work Environment ◽  
Human Development ◽  
Real Time ◽  
Recruitment Strategy ◽  
Job Engagement ◽  
Railway Station ◽  
Positive Work Environment ◽  
Positive Work

Every one celebrates their birthday to cherish new dreams, and yet Monginis crawled in 1970 at Chembur, Mumbai with just one store. Mr. Albert Desouza, Marketing Head recalls the cascading journey that has carved a strategic path for Monginis, selling over 30 million pastries and 4 million cakes. It all grew from one store in 1970 to over 75 stores in 1986! However 1990's saw a new surge of energy with the Franchise model and hence this business travelled outside Mumbai. The Franchise model embraced some real time practices of Human Development that were carefully captured through the recruitment strategy, job engagement, training, positive work environment along with strategic practice of embracing local taste in product that has summoned success. Mr. Albert appears pensive at the CST railway station noticing the roaring volume of people and wonders: How will Monginis reach out to every Indian? While the Franchisee model has led to expansion and growth he seems restless; we still have a long journey…but now…how should we travel?

scholarly journals Co-constructing integrity: A conceptual framework

2019 ◽  
Vol 45 ◽  
Author(s):  
Annelize Van Niekerk ◽  
Michelle S. May
Keyword(s):  
Work Environment ◽  
Middle Managers ◽  
Value Added ◽  
Senior Management ◽  
Managerial Implication ◽  
Healthy Relationships ◽  
Ethical Work Climate ◽  
Positive Work Environment ◽  
The Impact ◽  
Positive Work

Orientation: The use of an integrity framework can positively influence the impact senior management has on middle management’s experience of integrity and subsequently contribute towards creating a positive work environment and establishing healthy relationships between these two groups.Research purpose: The aim of this research is to obtain insights from psychology practitioners about the potential application of, and the value added by, a particular integrity framework within organisations.Motivation for the study: Establishing a positive work environment and organisational culture that upholds integrity and that is conducive to behaviour marked by integrity, requires investment into the development of leadership integrity. Utilising an integrity framework will enable psychology practitioners and organisational leadership to create an environment in which healthy relationships can be established between all stakeholders, in particular, between senior and middle managers, allowing integrity to flourish.Research approach/design and method: A hermeneutic, qualitative study was undertaken and convenient sampling was used. Participants included industrial and counselling psychologists. A listening post was convened and the data obtained were analysed using thematic analysis.Main findings: The findings indicate organisations can use the framework effectively by customising it according to their specific needs, organisational strategy, vision and mission.Practical/managerial implication: The framework will enable senior management to influence follower behaviour positively regarding their integrity within the organisation. The framework will assist middle managers in gaining a better understanding of the impact senior management has on their experience of integrity.Contribution/value-add: The study also highlights the important role organisations play in creating and establishing an ethical work climate that will ensure corporate integrity. This will enable organisations to provide value to their corporate stakeholders and to society at large.

scholarly journals Socio-Demographic Characteristics of Managers and Employees Attitude Towards Managing the Workplace Diversity

2015 ◽  
Vol 2 (2) ◽  
pp. 329
Author(s):  
Babita Mukherjee ◽  
Dikshit Gambhir ◽  
Arooj Yaswi
Keyword(s):  
Saudi Arabia ◽  
Work Environment ◽  
Workplace Diversity ◽  
Efficient Manner ◽  
Positive Work Environment ◽  
Increase Productivity ◽  
Attitude Difference ◽  
Multicultural Workforce ◽  
The Relationship ◽  
Positive Work

<p>In this era of globalization, workplace diversity has become the salient aspect of any organization. It helps to increase productivity, efficiency and maintain a positive work environment within the organization. The study assessed the attitude difference that managers come across and how to get benefited from the diversity in the workforce. The investigation was set out to find the relationship between openness to diversity and managerial attitude, based on the data collected from 213 managers of the companies working in Riyadh, Saudi Arabia. The hypotheses are used to guide the study and are tested using ANOVA. The result revealed that there exists a relationship between the manager’s demographic factors, like nationality, and the attitude towards managing the workplace. Organizations will look at the numerous benefits of this research and explain the managers’ attitudes towards managing the multicultural workforce diversity in Saudi Arabia and its benefits within the company with different expertise to do the task in an effective and efficient manner. Thus, this research will benefit the organizations by explaining the managers’ attitudes towards managing the multicultural workforce and also showing how diversity can lead to perform a task in an effective and efficient manner.</p>

Sign in / Sign up

Export Citation Format

Share Document