Effect of Recognition and Career Advancement on Employee Job Performance: A Study of Nigerian Brewery Plc. Imagbon, Ijebu- Ode, Ogun State

The purpose of this study is to explore the effect of recognition and career advancement on employee job performance in Nigeria Brewery Plc in Imagbon, Ijebu Ode, Ogun State. Survey research design was adopted for the study. The target population consists of 215 staff of Nigerian Brewery Plc. Imagbon, and sample size was 88. A Structured questionnaire was used as a research instrument in gathering the primary data used for the study. The data collected were analysed using mean, standard deviation and correlation analysis with the help of Statistical Package for Social Science (SPSS version 23). The results and findings indicated that employee recognition (r-0.759, p- 0.029) and career advancement (r-0.594, p- 0.012) have significant and positive effects on employee job performance in Nigerian Brewery Plc Imagbon, Ijebu Ode, Ogun State. The research recommends that the management of Nigerian brewery Plc. should put a measure in place to ensure retention of younger employee that constitute the greater percentage of the brewery industry through adequate employee recognition programmes; and that management should be fully committed to employee flexible work schedule and provide an enabling environment for all and sundry within the organization.

6 óra munka, 9 óra pihenés, 9 óra szórakozás

The digital changes of the 21st century have brought us many new tools, technologies, and, with them, new challenges. The changes fully permeate economic processes and at the same time have a significant impact on work performance. As a result of the changes, many jobs will be lost, new ones will be created, and we will witness ever-faster changes in the labour market. Employers and employees need to adapt to these changed circumstances, in which working time and its scheduling play a key role. In the course of the present work, I examine the feasibility of the shorter working hours that have become available due to technical development, both from a theoretical and a practical point of view. In connection with this, the development of a flexible work schedule will also be subject to a legal examination.

Problems of labor productivity management in difficult epidemiological situation

In modern conditions the problem of labor productivity growth is becoming increasingly relevant. Its enhancement is paid to attention both at the federal level and at the level of enterprises. This article discusses the increase in labor productivity in the face of the epidemiological situation. The main blocks of programs of the national project to increase productivity are highlighted. In the context of the epidemiological situation, there are problems of preserving and improving productivity in connection with the transition of enterprise personnel on various forms of non-standard employment: televodder, flexible work schedule, durability, etc. The impact of a complex epidemiological situation on labor productivity is disclosed, the main competencies of an effective leader (performance leader) are presented

ADMINISTRATION OF STAFF MOTIVATION SYSTEM AT THE ENTERPRISE

The topicality of the article is due to the need to improve the motivation system of employees, increase staff productivity and profit. The system of motivation of personnel at the enterprise plays one of the most important roles for achievement of the purposes and increase of profit of the enterprise. The ability to develop an effective system of personnel motivation will increase productivity and improve the financial and economic condition of the enterprise. The goal of the article is to research and improve the administration of the personnel motivation system of the enterprise. In the article was considered and analyzed the literature sources related to the system of personnel motivation. The experience of countries and leading corporations around the world in the field of encouraging employees to improve their efficiency are analyzed. An alternative causal relationship between the increase in employees' salaries and the financial results of the enterprise is highlighted. The scope of motivation directly depends on the financial condition of the enterprise, its place in the market, management structure, strategy, goals and the relationship between departments. In the article were considered some alternatives to improve the system of staff motivation: transfer of office workers to remote work; introduction of a flexible work schedule; creating conditions for communication with the management of the enterprise; introduction of a grading system. In modern society, one of the most popular types of motivation is the ability to work remotely. In terms of COVID-19, it is one of the most effective motivators in the company, the essence of which is to perform their duties outside the office. Another intangible way to motivate staff, which shows its effectiveness in modern conditions, is the introduction of a flexible work schedule. The ability to independently set the start and end time of work is a strong motivating factor, as the employee can adjust the work to their biological rhythm, distribute the time between rest and work according to their needs, etc. With the help of communication of employees with the management of the company you can prevent professional burnout. The general symptoms of burnout were also analyzed. An innovative method such as grading also helps to effectively solve the problem of employee motivation, the essence of which is the hierarchical ranking of positions based on their value and impact on the company's performance to ensure transparency of the remuneration system, the size of which depends on the value of the position.

Spokojenost školních psychologů a pohled na klady a zápory jejich práce

The research study discusses the view of school psychologists on the positive and negative aspects of their profession. In addition, the research aims to discover to what extent school psychologists are satisfied with their work. The results show that the most frequently mentioned positive aspects of the work of school psychologists are the possibility of direct work with clients, a flexible work schedule and a flexibility in working approach and diversity. On the contrary, the most frequently mentioned disadvantages are difficult relationships in the workplace, unclear role, and loneliness. A large part of the respondent sample (N = 61, 59 women) are job-satisfied. A statistically significant correlation was found between job satisfaction and the practice length as well as the number of weekly working hours.

Psychology of rest and problems of human functional states’ self-regulation^ proactive and reactive approaches

The different attitudes to rest and recovery are discussed and analyzed on the base of the empirical study. The aim of the study — to identify the link between employees attitudes to rest and the typical means of human functional states’ (HFS) self-regulation in dynamic organizational environment. Employees of different service organizations with flexible work schedule participated in the study. The diagnostic set included: special check-lists for peculiarities of rest and recovery planning; the semantic differential test; questionnaires to get data about typical self-regulation and coping means, used under work pressure. The obtained data helped to reveal that attitudes towards rest and recovery are tightly connected with proactive or reactive approaches to rest planning. Employees with proactive approach to rest planning demonstrated better recovery in comparison with employees with reactive approach. “Proactive” employees tend to use various types of self-regulation and coping means under work tension. For “reactive” employees typical self-regulation and coping means are related with emotional abreaction and communications with colleagues.

Missed work, lost income, and job loss in survivors of colorectal cancer and their partners: A dyadic study.

145 Background: Many survivors of colorectal cancer face long-term job loss stemming from their diagnosis. However, little is known about employment outcomes among their partners and virtually nothing is known about employment impacts among survivor-partner dyads. Methods: In 2019-20 we surveyed 1150 patients who, in 2014-18, underwent resection of Stage III colorectal cancer and were seen at a community oncology practice, academic cancer center, or reported to Georgia SEER (51% RR). Patients gave a separate survey to their partner. 299 partners (73% RR) completed surveys. Patients and partners were asked about employment consequences of the patient’s cancer. Availability of job support benefits and prevalence of adverse employment outcomes were described among partners. Descriptive statistics were generated to identify trends in job loss within dyads. Results: Among partners, 56% were <age 65, 63% female, 86% white, 27% had < high school education. 61% were employed at time of patient’s diagnosis. Among these, 15% had no job support benefits. 33% had paid sick leave, 47% had flexible work schedule, 28% had unpaid time off. Due to the patient’s cancer, 43% missed 7-30 days work and 13% missed >1 month. Due to the patient’s cancer, 18% lost $2000-$10,000 in income and 11% lost >$10,000. 27% were no longer working at the time of survey. In 47% of dyads, both patient and partner were working before patient’s diagnosis. Among those, in 29% only 1 member of dyad was still working at time of survey and in 11% neither member of dyad was still working. In 15% of dyads, only the partner was working before patient’s diagnosis. Among those, in 50% the partner was no longer working at time of survey. In 16% of dyads, only the patient was working before diagnosis. Among those, in 48% the patient was no longer working at time of survey. Job loss in dyads was associated with older age, lower annual income, and lack of flexible work schedule. Conclusions: Missed work and loss of income are common among partners of patients with colorectal cancer. Job loss affects nearly half of dyads in the survivorship period. Employer accommodations such as flexible scheduling may help mitigate job loss among survivors and their partners. [Table: see text]

Motivations for a Career in Dentistry among Dental Students and Dental Interns in Kenya

A number of factors have been cited as determinants for choosing a career in dentistry around the globe. The purpose of this study was to determine motivations for a career in dentistry among dental students and dental interns in Kenya. This was a cross-sectional study where 293 individuals participated by filling and returning self-administered questionnaires. The mean age of all respondents was 22.3 years. Overall, 59.5% of the respondents had selected dentistry as their preferred career at the end of high school. Majority (76.1%) of the respondents agreed that personal interest in dentistry was an important motivating factor for them. This was followed closely by a desire to help or serve people (74%), a desire for a flexible work schedule (63%), and an aspiration to be self-employed (61.8%). There was no difference between males and females regarding these as motivating factors. On the other hand, among factors that the respondents felt had the lowest influence on their choice of dentistry was parental influence, where only 22% of the respondents indicated that this was a motivating factor for them. Other potential motivating factors such as influence by friends and siblings (30.3%) as well as career talk and guidance (41.3%) were also ranked low. In general, the respondents indicated that they were motivated much more by personal and humanitarian factors, when compared to financial and societal factors.

WFM Systems as a Digital Business Transformation Tool

The article focuses on the current problem – the efficiency of employees' working hours through the use of special systems for work time planning (workforce management). An analysis of the use of various management tools to create an effective employee schedule is presented. It has been shown that the number of companies implementing automated programs for recording and planning employees' working hours is gradually growing. The main advantages and disadvantages identified by managers implementing digital solutions in the work schedule process were identified. Various types of specialized software for creating a flexible work schedule have been investigated, as well as key criteria by which the best WFM systems are determined. In the course of this classification, parameters have been defined, which should be given special attention when deciding on the use of the WFM system in the company. Based on the results of the study conducted by the author, recommendations were developed for the implementation of such digital solutions in the company. The author concluded that these systems were necessary for enterprises focused on digitalizing their business, since they made it possible to optimize staff costs and increase employee efficiency.

Finding Better Job by Employed People as the Feature of Precarious Work

The article is devoted to the set of signs and consequences of unstable employment, expressed in the desire and readiness to find abnew job with better working conditions. The article identifies two groups of factors that affect the probability of finding another job: 1)ba set of social and labor characteristics; 2)bа personal desire for professional and career growth. The willingness to change the place of work is manifested through the individual response of the working person to the working and living conditions. The search for abbetter job is most often prompted by such undesirable social and labor factors as employment without ablabor contract, underemployment or flexible work schedule, temporary nature of work, availability of additional work and overtime, dissatisfaction with working conditions, lack of labor safety guarantees, discrepancy between the place of permanent residence and the place of work (shift work, pendulum migration), etc. Abstimulating factor in the search for abbetter job is also the desire for professional or career growth. According to our research, employed respondents who believe that their level of education and qualifications allow them to perform more difficult work are more likely to search for another, namely abbetter job.