THE PRINCIPLE OF A RATIONAL LEGISLATOR AND THE SYSTEMIC REGULATION OF SOME LABOUR LAW INSTITUTIONS

A systemic review of selected legal institutions of employees’ disciplinary liability leads to the conclusion that the regulation of disciplinary law is not based on rational and logical assumptions. Concerns are raised as to the existence of many statutes that regulate, separately for individual employee groups and, as a rule, differently, functionally identical substantive and procedural institutions of disciplinary liability. Such differences are not explained, by the different times at which individual statutes were enacted and the subject matter differences related to the exercise of particular professions. As for the legislator, a review of the relevant provisions of law indicates that the said regulations do not, in many situations, satisfy the principle of terminological consistency or the requirement of systemic coherence. This applies in particular to norms that, due to their faulty treatment of linguistic issues relating to the rational creation of law, do not meet the requirement of the said adequacy.

11. Continuity of employment and TUPE

Each Concentrate revision guide is packed with essential information, key cases, revision tips, exam Q&As, and more. Concentrates show you what to expect in a law exam, what examiners are looking for, and how to achieve extra marks. This chapter discusses continuous employment and the Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE). An employee’s period of continuous employment begins on the day on which the employee starts work. Although continuity provisions normally apply to employment by one employer, there are situations where a transfer from one employer to another can preserve continuity of employment. One such situation is when there is a relevant transfer under TUPE. TUPE acts to ensure that an individual’s contract of employment is transferred in its entirety when the individual employee experiences a change of employer as a result of a transfer.

Improving the efficiency of the organization based on the growth of labor productivity

Any company seeks to improve its competitiveness primarily by increasing the efficiency of its activities. The most important factor in increasing the efficiency of both an individual employee and the organization as a whole is labor productivity. The article is devoted to identifying the directions of labor growth in a particular organization, including the improvement of labor rationing, material and non-material incentives, etc.

EMPLOYEE PERFORMANCE IN HIGH STRESSED INDIAN GARMENT INDUSTRY; A STUDY ON DESIGN & PRODUCTION HOUSE - STYLE VARIATIONS IN NEW DELHI (INDIA)

Being universal phenomenon, stress is experienced in everyday human life especially among individuals who work in different industrial set-ups at various levels of jobs. With changing work expectations, competition & environment, increasing workloads and work place politics, stress has become an integral part of employees’ life and affects individual performance. Also, due to an employee’s psychological and physiological reactions to work situation factors directly or indirectly influence the stress to appears, as resultant. Though certain level of work stress instigates the efficiency of work in positive but more stress causes negative impact on individual employee and in turn to organization too. Employees handle such stress without letting it influence their performances but fail to do so with growing work stress beyond certain level. On organization side, it also depends upon type of industry and nature of competition faced by the organization in market. On individual side, this stress impact on performance varies with work experience, demographics and length of service years. In order or assess workplace stress and its influence on individual employee, this study is done on a garment manufacturing organization in India, which is prone to high work stress due to its competitive nature of business.

Emotional Intelligence and Leadership Style As Determing Factors of Individual Employee Competencies

High employee competencies are expected to support the achievement of the company's success. Achieving the competence of each individual employee is influenced by several factors, including emotional intelligence and leadership styles that apply in the company. This study aims to examine emotional intelligence and leadership style as one of the determinants of achieving individual competencies of employees of state-owned cement companies in Indonesia. The results of the study showed that the state-owned cement company employees had high emotional intelligence which had an impact on the development and improvement of their competencies. While the tendency of the prevailing leadership style is transformational leadership style.

CONSIDERING NONLINEAR CONNECTIONS IN THE INDIVIDUAL PERFORMANCE MANAGEMENT MODEL

To discuss nonlinear connections between constructs of the conceptual model of individual employee performance management in Slovenian service sector. Constructs were analyzed with the validated measurement instrument, adapted to the Slovenian context due to preliminary research. Existence of significant nonlinear connections between them was checked by structural equation modeling. The software tool Warp PLS 5.0. based on the Warp2 algorithm was used. Holistic employee development methods significantly improve employees’ work satisfaction, individual performance, and well-being. The quality of the conceptual model obtained with Warp PLS 5.0 supports the consideration of nonlinear connections between constructs. They exist between the constructs of the conceptual model of the individual employee performance management system in e.g. the Slovenian service sector. Results make employees and managers aware that existing performance management systems are inadequate. Hence, one must place this knowledge of the situation and trends of individual work performance as the basis for sensible management action, including new performance management systems based on a requisitely holistic approach, focusing on the individuals and their performance, not on the performance management system. The designed employee performance model is individually oriented and applies mentoring, coaching, sponsorship and intergenerational cooperation. It clarifies how one can use holistic employee development to improve individual employee performance, job satisfaction, and well-being.

Pengaruh Motivasi Intrinsik Komunikasi Verbal Kompensasi Finansial Terhadap Kinerja Individual Karyawan

ABSTRACT This study aims to examine whether the effect of intrinsic motivation, verbal communication, financial compensation, on individual employee performance. The research took place at the Department of Population and Civil Registration of Bantul Regency. The sampling method was nonprobability, and the sampling technique used purposive sampling. Data collection was carried out by means of a questionnaire which was directly submitted to the Department of Population and Civil Registration of Bantul Regency. The number of questionnaires that were processed was 48 questionnaires. Data were analyzed using SPSS 23 The results of the t-test research. has an influence on Employee Individual Performance (Y), Based on the results of data processing the Verbal Communication variable has a t-count smaller than t-table (1.024 <1.681) with a probability (0.312) greater than the significant level of 0.05, thus Communication Verbal (X2) partially has no effect on Employee Individual Performance (Y). 0.05, thus Financial Compensation (X3) partially has an effect on Individual Employee Performance (Y). And the f test can be seen that the calculated F value is 5.345 and the f table value is 1.681. The value of F count> F table and the sig value of 0.003 <0.05 (α) so that hypothesis 4 has a positive and significant effect on Intrinsic Motivation, Verbal Communication, Financial Compensation, on Kryawan's Individual Performance at the Department of Population and Civil Registration, Bantul Regency Key words: Influence of Intrinsic Motivation, Verbal Communication, Financial Compensation, Against Individual Employee Performance in the Department of Population and Civil Registration, Bantul Regency.

THE INFLUENCE OF COMPENSATION SUITABILITY, EFFECTIVENESS OF INTERNAL CONTROL, AND INDIVIDUAL MORALITY ON TENDENCY OF ACCOUNTING FRAUD

<p><em>This study aims to determine the effect that could be given of compensation suitability, internal control effectiveness, and individual morality to the tendency of accounting fraud. This research was conducted at Regional Apparatus Organization in Purbalingga regency and the sample in this study amounted to 31 samples using Slovin method. The collected data analyzed through multiple linear regression analyses. The result that can be obtained from this study give evidence that the suitability of compensation, the effectiveness of internal control, and the individual morality has a negative and significant influence on the tendency of accounting fraud. Base on the result in this study, Regional Apparatus Organization of Purbalingga Regency needs to pay attention to various policies related to increasing compensation conformity, the effectiveness of internal controls, and individual employee morality to reduce employee fraud tendency.</em></p>

Team reflexivity and employee innovative behavior: the mediating role of knowledge sharing and moderating role of leadership

Purpose Although team reflexivity has been identified as a potent tool for improving organizational performance, how and when it influences individual employee innovative behavior remains theoretically and conceptually underspecified. Taking a knowledge management perspective, this study aims to investigate the role of team-level knowledge sharing and leadership in transforming team reflexivity into innovative behavior at the individual level. Design/methodology/approach The paper follows a multilevel study design to collect data (n = 441) from 91 teams in 48 knowledge-based organizations. The paper tests our multilevel model using multinomial logistic techniques. Findings The overall results confirm that knowledge sharing in teams mediates the influence of team reflexivity on individual employee innovative behavior, and that leadership plays an important role in moderating these influences. Specifically, authoritarian leadership is found to attenuate the team reflexivity and knowledge sharing effect, whereas benevolent leadership is found to amplify this indirect effect. Originality/value The multilevel study design that explains how team-level processes translate into innovative behavior at the individual employee level is novel. Relatedly, our use of a multilevel analytical framework is also original.

Organizational Change Management

Change management is a continuous method used in transitioning individual employee, groups, and organizations to an anticipated future change. It focuses on the change management processes that addresses individual employee, groups and organizational factors that acts as catalyst for possible changes in organization. The purpose of change management is ultimately to make use of initiatives and ensure that every employee in an organization is willing and ready to switchover to an anticipated new role in the proposed business environment. This current study evaluated the relationship between leadership perception, attitudes and application towards organizational change. Using a structured questionnaire, principal officers, their deputies and faculty perceptions were analyzed and the results revealed that though change matrix are often painful and chaotic, however, significant relationship was found between employee perception, attitude, application and organizational change. The study recommends that Nigerian universities should be proactive in the implementation of changes to improve their employees' perception, attitude and application towards organizational change.