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Employee Engagement
Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka 'coasting'), up to an employee who is actively damaging the company's work output and reputation. An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement. Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it remains contested. Despite academic critiques, employee ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Eileen Appelbaum
Eileen Appelbaum (born June 13, 1940) is an American economist. She is the co-director of the Center for Economic and Policy Research and an expert in private equity and labor relations. Education Appelbaum holds a PhD in economics from the University of Pennsylvania The University of Pennsylvania (Penn or UPenn) is a Private university, private Ivy League research university in Philadelphia, Pennsylvania, United States. One of nine colonial colleges, it was chartered in 1755 through the efforts of f .... Career Her most recent book, ''Private Equity at Work: When Wall Street Manages Main Street'', which she co-authored with Rosemary Batt, was a finalist for the Academy of Management's George R. Terry Book Award in 2016. She also co-wrote, with Ruth Milkman, ''Unfinished Business: Paid Family Leave in California and the Future of U.S. Work-Family Policy,'' published by Cornell University Press in 2013. References External links CEPR homepage 1940 births 2 ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Work–family Conflict
Work–family conflict occurs when an individual experiences incompatible demands between work and family roles, causing participation in both roles to become more difficult. This imbalance creates conflict at the work-life interface. It is important for organizations and individuals to understand the implications linked to work-family conflict. In certain cases, work–family conflict has been associated with increased occupational burnout, job stress, decreased health, and issues pertaining to organizational commitment and job performance. Foundation Work–family conflict was first studied in the late 19th century. During this time period, work and income moved from inside the home (agricultural work) to outside the home (factories). Industrialization challenged the current relationship between working and family. Boundary theory and border theory are the foundations used to study work-family conflict. Boundary theory divides social life into two interdependent section ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Work–life Balance
In the intersection of Employment, work and personal life, the work–life balance is the equilibrium between the two. There are many aspects of one's personal life that can intersect with work, including family, leisure, and health. A work–life balance is bidirectional; for instance, work can interfere with private life, and private life can interfere with work. This balance or interface can be adverse in nature (e.g., Work–family conflict, work–life conflict) or can be beneficial (e.g., work–life enrichment) in nature. Recent research has shown that the work-life interface has become more boundary-less, especially for technology-enabled workers. Dominant theories of the relationship Several theories explain different aspects of the relationship between work and family life. Boundary theory and border theory are the two fundamental theories that researchers have used to study these role conflicts. Other theories are built upon the foundations of these two theories. In the ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Employee Motivation
Employment is a relationship between two parties regulating the provision of paid labour services. Usually based on a contract, one party, the employer, which might be a corporation, a not-for-profit organization, a co-operative, or any other entity, pays the other, the employee, in return for carrying out assigned work. Employees work in return for wages, which can be paid on the basis of an hourly rate, by piecework or an annual salary, depending on the type of work an employee does, the prevailing conditions of the sector and the bargaining power between the parties. Employees in some sectors may receive gratuities, bonus payments or stock options. In some types of employment, employees may receive benefits in addition to payment. Benefits may include health insurance, housing, and disability insurance. Employment is typically governed by employment laws, organization or legal contracts. Employees and employers An employee contributes labour and expertise to a ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Jon Hellevig
Jon Krister Hellevig (26 February 1962 – 26 May 2020) was a Finnish lawyer and businessman who worked in Russia since the early 1990s. He was the managing partner of the Moscow-based law company Hellevig, Klein & Usov Llc. Hellevig wrote books about Russian legislation and society and wrote columns for Russian media. Hellevig was a candidate in the European parliament election in 2014. During the campaign he caused a stir when he berated the opera singer Karita Mattila in a vulgar way, after she had refused to perform under the leadership of a Russian conductor who supported Russian President Vladimir Putin's policy in Ukraine. ''Newsweek'' magazine used Hellevig as a source to comment on letters sent to Finnish army reservists. In the original version of the article, the letters were regarded as preparation for a crisis situation. The article was edited and Hellevig's comments removed after a response by the Finnish Defence Forces. Hellevig openly supported Vladimir Putin's ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Customer Service
Customer service is the assistance and advice provided by a company to those who buy or use its products or services, either in person or remotely. Customer service is often practiced in a way that reflects the strategies and values of a firm, and levels vary according to the industry. Good quality customer service is usually measured through customer retention. Successful customer service interactions are dependent on employees "who can adjust themselves to the personality of the customer". Customer service for some firms is part of the firm's intangible assets and can differentiate it from others in the industry. One good customer service experience can change the entire perception a customer holds towards the organization. It is expected that AI-based chatbots will significantly impact customer service and call centre roles and will increase productivity substantially. Many organisations have already adopted AI chatbots to improve their customer service experience.Krishnan, ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Satisfaction
Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentment with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive (evaluative), affective (or emotional), and behavioral components.Hulin, C. L., & Judge, T. A. (2003). Job attitUdes. In W. C. Borman, D. R. ligen, & R. J. Klimoski (Eds.), Handbook of psychology: Industrial and organizational psychology (pp. 255-276). Hoboken, NJ: Wiley. Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job (affective job satisfaction). or cognitions about the job (cognitive job satisfaction). One of the most widely used definitions in organizational research is that of Edwin A. Locke (1976), who defines job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences" (p.&nb ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organizational Commitment
In organizational behavior and industrial and organizational psychology, organizational commitment is an individual's Psychology, psychological attachment to the organization. Organizational scientists have also developed many nuanced definitions of organizational commitment, and numerous scales to measure them. Exemplary of this work is Meyer and Allen's model of commitment, which was developed to integrate numerous definitions of commitment that had been proliferated in the literature. Meyer and Allen's model has also been critiqued because the model is not consistent with empirical findings. It may also not be fully applicable in domains such as customer behavior. There has also been debate surrounding what Meyers and Allen's model was trying to achieve. The basis behind many of these studies was to find ways to improve how workers feel about their jobs so that these workers would become more committed to their organizations. Organizational commitment predicts work variables ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Employee Retention
Employee retention is the ability of an organization to retain its employees and ensure sustainability. Employee retention can be represented by a simple statistic (for example, a retention rate of 80% usually indicates that an organization kept 80% of its employees in a given period). Employee retention is also the strategies employers use to try to retain the employees in their workforce. A distinction should be drawn between low-performing employees and top performers, and efforts to retain employees should be targeted at valuable, contributing employees. Employee turnover is a sign of deeper issues that have not been resolved, which may include low employee morale, absence of a clear career path, lack of recognition, poor employee-manager relationships or many other issues. A lack of job satisfaction and commitment to the organization can also cause an employee to withdraw and begin looking for other opportunities. Pay sometimes plays a smaller role in inducing turnover as i ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Morale
Morale ( , ) is the capacity of a group's members to maintain belief in an institution or goal, particularly in the face of opposition or hardship. Morale is often referenced by authority figures as a generic value judgment of the willpower, obedience, and self-discipline of a group tasked with performing duties assigned by a superior. According to Alexander H. Leighton, "morale is the capacity of a group of people to pull together persistently and consistently in pursuit of a common purpose". With good morale, a force will be less likely to give up or surrender. Morale is usually assessed at a collective, rather than an individual level. In wartime, civilian morale is also important. Definition Military history experts have not agreed on a precise definition of "morale". Clausewitz's comments on the subject have been described as "deliberately vague" by modern scholars. George Francis Robert Henderson, a widely read military author of the pre-World War I era, viewed mo ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Empowerment
Empowerment is the degree of autonomy and self-determination in people and in communities. This enables them to represent their interests in a responsible and self-determined way, acting on their own authority. It is the process of becoming stronger and more confident, especially in controlling one's life and claiming one's rights. Empowerment as action refers both to the process of self-empowerment and to professional support of people, which enables them to overcome their sense of powerlessness and lack of influence, and to recognize and use their resources. As a term, empowerment originates from American community psychology and is associated with the social scientist Julian Rappaport (1981). In social work, empowerment forms a practical approach of resource-oriented intervention. In the field of citizenship education and democratic education, empowerment is seen as a tool to increase the responsibility of the citizen. Empowerment is a key concept in the discourse on promot ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
