scholarly journals Impact of firms’ psychological behavior in process performance: the optimal employee’s experience

2021 ◽  
Vol 3 (3) ◽  
pp. 80-89
Author(s):  
Fatiha KHIHEL ◽  
Amina HARNAL
Keyword(s):  
Work Environment ◽  
Process Performance ◽  
Productive Work ◽  
Complex Concept ◽  
Common Mistake ◽  
Psychological Behavior ◽  
Environmentally Responsible ◽  
Sustainability Concept ◽  
Psychological Management ◽  
Behavioural Management

In this paper, we intend to address the most non-addressed issue among social and behavioural management, which is the psychological behaviour of firms toward their employees and therefore toward process performance. Apart from being socially and environmentally responsible, sustainability concept has underlined the importance of the psychological management of teems and individuals to bring together all ingredients that sustain the so awaited sustainability. Until today, the most successful firms strive to create the best productive work environment that can be offered, but still cannot reach the expected results. Yet, the most common mistake that firms tend to ignore is what stands behind minds because motivation is far from being material; it is a complex concept that appeals to leaders’ strategic awareness and intelligence.

Employee Incentive Strategies and its Benefits to Standalone Restaurants in Pune

2015 ◽  
Vol 1 (1) ◽  
Author(s):  
Dhananjay P. Kshirsagar ◽  
Suraj Mhashilkar
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Productive Work ◽  
Organizational Functions ◽  
Employee Incentives ◽  
Incentive Strategies

This paper describes the Employee incentives strategies adopted by Standalone restaurants (existing more than 3 years) in Pune. Rewards & Incentives have benefits for both employees and employers. It is believed that when recognized for performance and productivity, employees have increased morale, job satisfaction and involvement in organizational functions. As a result, employers experience greater efficiency and an increase in sales and productivity. Through workplace rewards and incentives, employers and employees enjoy a positive and productive work environment. This study emphasizes on whether Standalone restaurants in Pune do make use of Incentive strategies and its benefits to the restaurant owner.

BUDAYA KERJA DI SEKOLAH TINGGI EKONOMI DAN BISNIS SYARIAH (STEBIS) INDO GLOBAL MANDIRI PALEMBANG

2021 ◽  
Vol 1 (1) ◽  
pp. 11-18
Author(s):  
Nadia Okatari ◽  
Havis Aravik
Keyword(s):  
Higher Education ◽  
Work Environment ◽  
Quantitative Research ◽  
Working Life ◽  
Psychological Climate ◽  
Work Culture ◽  
Employee Morale ◽  
Productive Work ◽  
Types Of Jobs ◽  
Culture Work

Types of jobs today vary widely in scope and size and may even have some practices that are unique to the job. Practices such as mentorship and internships also characterize most institutions in higher education. It is that the essence of working life is found in its culture. Work culture includes emotional and psychological climate or atmosphere. This may include employee morale, attitudes, and productivity levels. The work culture of each individual will determine the formation of the culture of the institution where he works. This article discusses the Work Culture at Syriah Indo Global Mandiri School of Economics and Business in Palembang. This article uses quantitative research, namely analyzing the theory of work culture at Syriah Indo Global Mandiri School of Economics and Business, Palembang. The results of this study are the importance of a productive work environment, open and honest communication, a fun atmosphere, as well as appreciation and motivation because with this a work culture can run well and the results carried out by employees are also better.

scholarly journals Policy recommendations on ecotourism for the countries of the Danube region

2021 ◽  
Author(s):  
Krisztina Keller
Keyword(s):  
Professional Support ◽  
Policy Recommendations ◽  
Negative Effects ◽  
International Union ◽  
Advanced Level ◽  
Complex Concept ◽  
Mass Tourism ◽  
Route Network ◽  
Environmentally Responsible ◽  
Danube Region

EcoVelo Tour Project (Fostering enhanced ecotourism planning along the Eurovelo cycle route network in the Danube region (DTP-055-2.2) along with the EuroVelo 6, 11 and 13 cycling routes at the Danube develops ecotourism and cycling tourism and ecotourism. The project aims to exploit synergies with the EuroVelo network, communicate effectively about ecotourism in the region, ensure the preservation of cultural and natural assets including biodiversity, landscape elements, and air quality while developing local ecotourism strategies. Ecotourism is a new form of travel that seeks to reduce the negative effects of mass tourism in the 20th century. The International Union for Conservation of Nature and Natural Resources defined ecotourism as "environmentally responsible visiting of relatively unspoilt natural areas, in order to enjoy and appreciate nature (and any accompanying cultural features - both past and present), that promotes conservation, has low negative visitor impact, and provides for beneficially active socio-economic involvement of local populations" (Hector Ceballos-Lascurain, Tourism, Ecotourism and Protected Areas, 1996). Ecotourism is thus a complex concept that emphasizes the importance of preserving local values, the natural environment and culture. This study builds upon the research on ecotourism in the Danube region carried out by national stakeholders from Austria, Bulgaria, Germany, Hungary, Romania, Serbia, and Slovakia. The study aims to provide a helping hand for project partners in formulating policy recommendations at national as well as regional levels. In addition, this study also provides professional support and exchange of experiences to those countries where ecotourism is not yet on an advanced level.

Effective Management of Generational Dynamics in the Workplace

2020 ◽  
pp. 76-92
Author(s):  
Sandra G. Bowman ◽  
Sean W. Mulvenon
Keyword(s):  
Competitive Advantage ◽  
Work Environment ◽  
Baby Boomers ◽  
Generation X ◽  
Generation Y ◽  
Generational Differences ◽  
Team Building ◽  
Effective Management ◽  
Productive Work ◽  
First Time

For the first time in history there are four generations co-existing in the workplace. Each generation, Traditionalists, Baby Boomers, Generation X and Generation Y, has very distinct attitudes, values, ideas, behaviors, ways of communicating, and expectations. These generational differences can affect everything in the organization including recruiting and retaining employees, team building, communicating, motivating, and managing. To successfully integrate these diverse generations, companies will need to embrace changes that actively demonstrates respect and inclusion for all generations. Organizations that find a way to accommodate all generations may create a more productive work environment resulting in a powerful competitive advantage.

Types of Intensive Care Units With the Healthiest, Most Productive Work Environments

2007 ◽  
Vol 16 (5) ◽  
pp. 458-468 ◽  
Author(s):  
Claudia Schmalenberg ◽  
Marlene Kramer
Keyword(s):  
Intensive Care Unit ◽  
Intensive Care ◽  
Work Environment ◽  
Intensive Care Units ◽  
Analysis Of Variance ◽  
Staff Nurses ◽  
Work Environments ◽  
Cross Sectional ◽  
Productive Work ◽  
Healthy Work

Background The quality of nurses’ work environments in hospitals is of great concern. The American Association of Critical-Care Nurses has specified 6 standards essential to a healthy (ie, satisfying and productive) work environment. These standards are sufficiently aligned to the Essentials of Magnetism processes to make this tool suitable for measuring healthy work environments. Objectives To identify differences in staff nurses’ perceptions of the work environment by type of intensive care unit. Methods A cross-sectional descriptive design with strategic sampling was used in this secondary analysis of data from 698 staff nurses working in 34 intensive care units in 8 magnet hospitals. Intensive care units were grouped into 4 types: medical, including coronary care; surgical, including trauma and cardiovascular; neonatal and pediatric; and medical-surgical. All nurses completed the Essentials of Magnetism instrument. Analysis of variance was used to identify initial differences; multivariate analysis of variance was used to control for covariates. Results The intensive care nurses and units scored above the National Magnet Hospital Profile mean on process variables and on the Essentials of Magnetism outcome variables. Neonatal and pediatric units scored significantly higher than did the other types of intensive care units sampled. Conclusions Intensive care unit structures supported care processes and relationships that resulted in job satisfaction among nurses and high-quality care for patients in this strategic sample. Systematic study of the structures and processes present in units reporting a healthy work environment can be used to assist other clinical units in improving work environments.

Effective Management of Generational Dynamics in the Workplace

2017 ◽  
pp. 833-844
Author(s):  
Sandra G. Bowman ◽  
Sean W. Mulvenon
Keyword(s):  
Competitive Advantage ◽  
Work Environment ◽  
Baby Boomers ◽  
Generation X ◽  
Generation Y ◽  
Generational Differences ◽  
Team Building ◽  
Effective Management ◽  
Productive Work ◽  
First Time

For the first time in history there are four generations co-existing in the workplace. Each generation, Traditionalists, Baby Boomers, Generation X and Generation Y, has very distinct attitudes, values, ideas, behaviors, ways of communicating, and expectations. These generational differences can affect everything in the organization including recruiting and retaining employees, team building, communicating, motivating, and managing. To successfully integrate these diverse generations, companies will need to embrace changes that actively demonstrates respect and inclusion for all generations. Organizations that find a way to accommodate all generations may create a more productive work environment resulting in a powerful competitive advantage.

scholarly journals CLIMA ORGANIZACIONAL. CONSTRUCTO PERSONALISTA SOBRE LOS ELEMENTOS QUE INFLUYEN EN EL MEDIO AMBIENTE LABORAL, EN LA FACULTAD DE CIENCIAS ADMINISTRATIVAS, UNIVERSIDAD ESTATAL PENÍNSULA DE SANTA ELENA

2018 ◽  
Vol 6 (1) ◽  
pp. 61-65
Author(s):  
Humberto Coromoto Peña Rivas ◽  
José Fabián Villao Viteri ◽  
Emanuel Augusto Bohorquez Armijos
Keyword(s):  
Organizational Climate ◽  
Work Environment ◽  
Employee Performance ◽  
Work Relationships ◽  
Working Environment ◽  
State University ◽  
Sole Purpose ◽  
Productive Work ◽  
Motivational Level ◽  
Santa Elena

El Clima organizacional, está considerado como uno de los principales elementos que influyen de manera directa en el desarrollo y el crecimiento de una organización, cuando es aplicado de forma efectiva. En la actualidad, las organizaciones invierten tiempo, dinero y esfuerzo en el mejoramiento de actividades que optimicen las relaciones interpersonales y laborales, generando un clima organizacional saludable comprobando de esta manera que el mismo contribuye de forma exitosa en la productividad de cada organización. Por lo antes expuesto, se considera que el clima organizacional incide directamente en el nivel motivacional de cada empleado. Por lo tanto, si existen niveles de insatisfacción entre los empleados, el nivel de desempeño en sus actividades no será óptimo y eficaz, y por tanto su impacto será negativo en la organización. Cabe destacar, que el interés que posee cada organización en mejorar la productividad y el desempeño de los empleados, genera un ambiente laboral positivo y productivo. Finalmente, la Facultad de Ciencias Administrativas de la Universidad Estatal Península de Santa Elena, debe estudiar el potencial que ofrece cada empleado, evaluar sus necesidades y conocer cuáles son sus motivaciones e incentivar la participación, con el único fin de generar un medio ambiente laboral ameno y positivo. Palabras claves: Clima Organizacional. Motivación Laboral. Medio Ambiente Laboral. ABSTRACT The organizational climate is considered one of the main elements that directly influence the development and growth of an organization, when it is applied effectively. Currently, organizations invest time, money and effort in the improvement of activities that optimize interpersonal and work relationships, generating a healthy organizational climate thus proving that it contributes successfully to the productivity of each organization. For the above reasons, it is considered that the organizational climate directly affects the motivational level of each employee. Therefore, if there are levels of dissatisfaction among employees, the level of performance in their activities will not be optimal and effective, and therefore their impact will be negative in the organization. It should be noted that the interest that each organization has in improving productivity and employee performance generates a positive and productive work environment. Finally, the Faculty of Administrative Sciences of the Santa Elena Peninsula State University should study the potential offered by each employee, assess their needs and know what their motivations are and encourage participation, with the sole purpose of generating a pleasant and positive working environment.

Medical and Legal Issues Raised by the Protz Decision Issued by the Pennsylvania Supreme Court

2017 ◽  
Vol 22 (4) ◽  
pp. 12-13
Author(s):  
LuAnn Haley ◽  
Marjorie Eskay-Auerbach
Keyword(s):  
Supreme Court ◽  
Scientific Evidence ◽  
Workers Compensation ◽  
Sixth Edition ◽  
Complex Concept ◽  
The Supreme Court ◽  
Compensation Claims ◽  
Recent Edition ◽  
Impairment Ratings ◽  
Definition Of

Abstract Pennsylvania adopted the impairment rating provisions described in the AMA Guides to the Evaluation of Permanent Impairment (AMA Guides) in 1996 as an exposure cap for employers seeking predictability and cost control in workers’ compensation claims. In 2017, the Supreme Court of Pennsylvania handed down the Protz decision, which held that requiring physicians to apply the methodology set forth in the most recent edition of the AMA Guides reflected an unconstitutional delegation of legislative power to the American Medical Association. The decision eliminates the impairment-rating evaluation (IRE) mechanism under which claimants were assigned an impairment rating under the most recent edition of the AMA Guides. The AMA Guides periodically are revised to include the most recent scientific evidence regarding impairment ratings, and the AMA Guides, Sixth Edition, acknowledges that impairment is a complex concept that is not yet defined in a way that readily permits an evidence-based definition of assessment. The AMA Guides should not be considered standards frozen in time simply to withstand future scrutiny by the courts; instead, workers’ compensation acts could state that when a new edition of the AMA Guides is published, the legislature shall review and consider adopting the new edition. It appears unlikely that the Protz decision will be followed in other jurisdictions: Challenges to using the AMA Guides in assessing workers’ compensation claims have been attempted in three states, and all attempts failed.

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