ORGANIZATIONAL FACTORS AFFECTING EMPLOYEE’S MOTIVATION AND PRODUCTIVITY IN BANGLADESHI SATELLITE TELEVISION CHANNELS

The article illustrates the connection between organizational factors that influence on employee’s motivation and productivity in a given organization satellite TV channel in Bangladesh. The exploration surveys important writing to distinguish the organizational factors that impact representative inspiration and their output also. Be that as it may, the connection between organizational components and employee’s efficiency is yet to be seen thoroughly. The examination investigates view of hierarchical components like reward system, training and jobs security and the representative efficiency. The example is of significant fluctuation as far as gender, educational level, salary and employment tenure. Information investigations were performed utilizing SPSS 23.0, and the outcomes demonstrate that employee inspiration have a significant positively influence on by and large employee profitability in a satellite TV station. JEL: L10; L96; J01 <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0790/a.php" alt="Hit counter" /></p>

The Precarious Concept of Precarity

This paper traces the roots of precarity as a concept emerging from French sociological discourse, then permeating through networks informed by Italian autonomism, before re-emerging in the writings of figures such as Guy Standing and Arne Kalleberg. It is shown that, despite the claims of the literature, precarity in employment is not typical in the United Kingdom. Here, temporary employment remains the exception and employment tenure remains stable. This can best be explained by radical political economy. Capital is not interested simply in engendering precarity; it is also concerned with the retention and reproduction of labor power, leading to contradictory imperatives. The resonance of the narrative of precarity, in spite of this, reflects a long retreat from class within radical theory and the insecurities present in working life.

Penerapan Algoritma Naive Bayes untuk Penentuan Resiko Kredit Kepemilikan Kendaraan Bermotor

Credit companies provide rentals for the community to help obtain transportation vehicles such as motorbikes, but also require the approval received by companies such as bad payments in the payment of loans issued to companies that make money or financing. With the many credit risks, companies must be selective in choosing consumers who will be given credit so as not to make the company suffer losses. The method used in this study is the Naïve Bayes Algorithm and processed using Rapidminer Studio 5.3 software. The data used consisted of 55 training data and 10 test data. There are 9 variables used in this study, namely marital status, number of children, home ownership, housing conditions, employment, tenure, age, income, and down payment. The level of accuracy obtained from testing using Rapidminer Studio 5.3 is equal to 90%. By using the Naive Bayes algorithm in classifying consumers, it is hoped that it can assist companies in carrying out the mining process on the previous data and make the right decisions in determining new consumers from previous consumer data.

The impact of demographic and situational factors on training transfer in a health care setting

Training transfer is the extent to which human resource development (HRD) interventions result in a change in trainee workplace behaviour post-training. Training transfer is an important dimension of training effectiveness. However, studies on training transfer are not extensive and some of the findings are inconclusive. Drawing on a study of 124 trainees across 102 similar organisations within the Irish health care system, the current study investigates the effect of demographic variables (age, educational background, position), situational variables (time since training, tenure, recruitment to the training programme, preparation for training) and organisational size on training transfer. Regression analyses report that current position significantly impacts training transfer in terms of direction, while method of recruitment to the training programme, age and employment tenure were all significant predictors of training transfer complexity. The findings report that age is not a barrier to training transfer. These results have important implications for HRD practitioners with regard to the profile of the workforce in this setting, the training and development function and trainee recruitment.

Tenure, Turnover, And Earnings Profiles In Germany And The United States

Employment tenure, job turnover and returns to general and specific skills are examined for male workers in Germany and the United States using data from the German Socio-Economic Panel and the Panel Study of Income Dynamics. Employment in Germany is characterized by longer duration and less frequent turnover than in the United States. Returns to experience and tenure are lower in Germany than in the U.S.; however, peak earnings occur later. This delayed peak in the employment-earnings profile provides an incentive for German workers to remain longer with their employers and change jobs less frequently.

Measuring “Success” for Women in International Studies in Academic Settings

Success is not easy to define or measure. In the academic field, traditional indicators of success include level of educational attainment, type and place of employment, tenure status, promotion or position status, publication productivity, and compensation. Alternatively, success can be defined as “the achievement of something desired or planned.” This is a more inward-looking definition of success, and adopting it might improve the chances for women to attain recognized success because it rewards what women in higher education and in international studies actually do. Some measures about how to determine success in international studies are more quantifiable than others, such as identifying obstacles women have had to overcome to enter and to thrive within the discipline. Others are controversial, such as self-professed goals that do not align with the traditional success measures. For example, many women—and even men—are simply more concerned with seeking work–life–family balance than the “prestige” of a tenured, full-professor appointment at an Ivy League Institution. Clearly, there is a need to change perceptions about what success means and what a successful life looks like. To this end, the academy in general, and international studies as an academic discipline in particular, should rethink how to evaluate quality teaching, recognize a broader range of research as valuable, and honor all kinds of service. They should also undertake some seriously introspective studies focused on why women’s work in academia remains so undervalued. Such studies must include recommendations for action aimed at rectifying current gender imbalances.

Protected Mobility for Employment and Decent Work: Labour Market Security in a Globalized World

Recent ILO research found that a cluster of OECD countries that might be called ‘numerically flexible’ does in fact demonstrate good labour market results: employment rates overall and rates for relevant groups (young/female/older) are higher and unemployment is lower than in countries with less numerical flexibility as measured by employment tenure. However, when considering indicators of job quality the picture is mixed, with some countries exhibiting low shares of good quality employment and some others high shares. The discriminating variable seems to be labour market institutions and policies. A conclusion is that if efficiency and equity are sought in labour markets in open economies then institutions and policies for ‘protected mobility’ should exist. Institution building (or transformation of existing institutions) is important on several accounts. Firstly, globalization and technical change transforms employment relations and entail more volatility and less security. Secondly, collective bargaining agendas have to be extended to include labour market policies, as employers’ demands for more adjustment flexibility will increasingly be accompanied by worker representatives’ demands for better security in change. In other words: reduced employment protection has to be compensated by labour market security if decent work is a target. Protected mobility by sound labour market policies might result in real ‘flexicurity’ (adaptability for firms and security for workers) and become a common objective of both sides of industry while also reconfirming an enhanced role for the State.

Activity and Travel Changes of Users of Job Access Transportation Service

The Job Access and Reverse Commute (JARC) program of the FTA provides funding to improve the access to and from jobs for welfare recipients and low-income individuals. The objective of the study was to develop a comprehensive profile of JARC service riders on several economic, social, perceptual, and travel-related indicators on the basis of a data set that was collected by the authors from riders of fixed-route and demand-responsive services in 23 locations across the country that were funded by this program. The economic indicators considered include incomes of riders, full-and part-time work status, employment tenure, reported changes in employment status (transitioning from unemployment to employment), and changes in wages incurred after using the service. Social indicators include vehicle ownership, driver's license, and educational attainment. Where possible, JARC service riders were compared with a national sample of automobile and transit users; the data for these measures were obtained from the decennial census. Two measures of perceived service dependency that indicate the importance of the service to the riders are discussed. In addition, a profile of travel-related changes incurred by riders as a result of service use is developed, including changes in mode of travel and travel times. Many of these indicators are differentiated on the basis of type of area and type of service. This analysis brings a user perspective into the discussion about low-income employment transportation services and highlights the diversity of impacts that job access transportation is having on the work and nonwork activities of low-income riders.