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Journal articles on the topic "Key considerations for employees":
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Rutkow, Lainie, Holly A. Taylor, and Tia Powell. "Employer Requirements to Work during Emergency Responses: Key Ethics Considerations." Journal of Law, Medicine & Ethics 45, S1 (2017): 73–76. http://dx.doi.org/10.1177/1073110517703330.
Local health departments and their employees are at the forefront of emergency preparedness and response. Yet, recent studies have found that some local public health workers are unwilling to report to work in a variety of disaster scenarios. This can greatly compromise a response, as many local health departments need “all hands on deck” to effectively meet increased demands. To address these concerns, local health departments have employed varied policy strategies to ensure that employees do report to work. After describing different approaches taken by local health departments throughout the United States, we briefly identify and explore key ethics considerations that arise for local health departments when employees are required to report to work for emergency responses. We then discuss how these ethics considerations may inform local health department practices intended to promote a robust emergency response.
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Anderson, Beverlee B., and Catalin Ratiu. "Stakeholder considerations in public-private partnerships." World Journal of Entrepreneurship, Management and Sustainable Development 15, no. 3 (October 22, 2019): 212–21. http://dx.doi.org/10.1108/wjemsd-04-2018-0046.
Purpose The purpose of this paper is to explore how an understanding of the alignment of goals of customers, employees and investors can aid in the partner selection process. The paper explains the opportunities and challenges offered by a keen examination of a restrained stakeholder view of the firm. It also explains the relational challenges of partner selection together with the interactive effects of these variables. Design/methodology/approach The design uses secondary data focused on customers, employees and investors’ goals and their alignment with sustainable development goals (SDGs). Consumer behaviour data on issues related to SDGs, research on employee’s work motivation and the goals of investors, both institutional and individual, are investigated. Findings To develop effective public–private partnerships (PPPs), the goals and behaviours of both parties must be recognised, considered and addressed. The goals and priorities of these entities are not always well aligned with SDG goals. In selecting partners, non-government organisations will benefit from recognising the differing goals of stakeholders and common ground for actions. Research limitations/implications The model examines only three stakeholder groups: consumers, investors and employees. Practical implications A selection process based on a solid understanding of key stakeholders can offer the necessary information to target partners that are more likely to succeed in implementing strategies geared towards the SDGs. Social implications While PPPs have the potential to be successful, to achieve significant gains in advancing the SDG agenda, there must be “buy-in” from relevant stakeholders associated with the partnerships. Originality/value The paper addresses some issues seldom addressed in SDG PPP writing.
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Hui, Felix Kin Peng, Lu Aye, and Colin F. Duffield. "Engaging Employees with Good Sustainability: Key Performance Indicators for Dry Ports." Sustainability 11, no. 10 (May 24, 2019): 2967. http://dx.doi.org/10.3390/su11102967.
Dry ports have the potential to enhance the sustainability of transport systems, yet their introduction requires major changes to the current logistics chain. Further, emphasising sustainability goals and continued employee engagement can be a challenge when developing or implementing organisational change management programs in dry ports. Key considerations include governmental requirements and compliance, investor expectations, as well as employee engagement; these factors may be conflicting. The top-down management approach supported by strong leadership, participative approaches and constant communication assists in achieving successful change management. Sound selection of key performance indicators (KPIs) provides a set of metrics to track and aid the change process. They serve as a unifying link between top managements’ sustainability goals and employees’ engagement. The initial findings of our research confirm that both port and terminal operators have a gap in their understanding of the importance of sustainability goals and environmental goals. This will have a flow-on effect of port and terminal operators not driving the right messages to their staff in their organisational change management programs. Based on a critical literature review, it has been established what might qualify as good sustainability KPIs for dry ports. An example of a dry port at the Port of Somerton has been included. As every dry port has different requirements and constraints, it is important to develop KPIs together with stakeholders.
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Rigby, C. Scott, and Richard M. Ryan. "Self-Determination Theory in Human Resource Development: New Directions and Practical Considerations." Advances in Developing Human Resources 20, no. 2 (April 20, 2018): 133–47. http://dx.doi.org/10.1177/1523422318756954.
The Problem There has been a “Copernican turn” in approaches to motivation and management: The focus in human resource development (HRD) and management circles today is no longer on how companies can motivate or incentivize employees from the outside, but instead on how they can effectively foster and support the high-quality motivation that comes from within employees. Developing affective commitment and intrinsic motivation is highlighted as a key to organizational success and employee satisfaction. The Solution In this article, we review our applications of self-determination theory (SDT; Ryan & Deci, 2017) concerning how organizations can both assess and build a culture of high-quality motivation. We review a continuum of types of motivation in the workplace that range from passive or controlled compliance to personal valuing of and intrinsic interest in one’s work. We then discuss how support for employees’ basic psychological needs for autonomy, competence, and relatedness leads to these higher quality types of motivation. Evidence shows that enhanced need satisfaction can come from managerial climate, job design, and well-crafted compensation strategies, as well as being influenced by the perceived mission of the company. A focus on basic needs provides a practical basis for leveraging positive change and achieving goals from talent retention to workplace wellness. The Stakeholders This article was written to help both researchers and practitioners in HRD (i.e., organizational leaders, human resource professionals, managers) learn the basic principles and applications of SDT as a means of unlocking a more practical and actionable model for engagement and motivation. This review not only translates SDT into practice, opening opportunity for collaboration between researchers and practitioners, but also provides meaningful insight into sustained employee motivation and engagement, job satisfaction, and productivity.
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Ramji, Zubeida, and Josephine Etowa. "Workplace Integration: Key Considerations for Internationally Educated Nurses and Employers." Administrative Sciences 8, no. 1 (February 11, 2018): 2. http://dx.doi.org/10.3390/admsci8010002.
SOUZA, LÍLIAN CARNEIRO, and ALESSANDRA RACHID. "PRODUCTION MANAGEMENT AND EMPLOYEES - A SURVEY OF AUTO PARTS COMPANIES." RAM. Revista de Administração Mackenzie 17, no. 2 (April 2016): 211–44. http://dx.doi.org/10.1590/1678-69712016/administracao.v17n2p211-244.
ABSTRACT Purpose: This paper presents an overview of the adoption of methods of production management methods for auto parts companies in Brazil and verifies if there is involvement of shop floor workers in their use, taking into consideration the relevance of involvement to organizational performance and obtaining the results expected from the adoption of these methods, as indicated by in line with research on participatory management and the manuals in the area of operations management. Originality/gap/relevance/implications: Involvement is a significant construct in product management and has been widely researched, but little research has been dedicated to investigating whether there is any involvement of employees in the use of multiple methods. Most of the existing research concentrates analysis on the adoption of a single method in isolation and in the literature it has been observed that companies do not always follow the recommendation to involve workers in their use, thus what motivated this study. Key methodological aspects: We conducted a survey in 95 auto parts companies to gain access to information about a wide range of auto parts companies, plotting an overview of the adopted production management methods adopted and examining the extent of the involvement of employees. Summary of key results: Most of methods investigated were widely adopted by the companies surveyed. Generally, the surveyed companies stated that there is employee involvement, although this varies from one method to another. The study identified cases in which methods have been adopted and after some time have ceased to be used by some companies. The abandonment of Six Sigma occurred mainly in companies in which there was no involvement of employees in the application of this method. The method most commonly abandoned, however, was the suggestion program, despite exhibiting greater employee involvement, indicating that some companies continue to experience difficulty applying this type of method over time. Limited time for training may also have hampered the use of some methods. Key considerations/conclusions: The researched methods have been implemented by the examined companies. The research confirms that quality still plays a major role concerning employee involvement; representing one of the most noticeable aspects regarding lean production. Most of the investigated training is focused on this area, but the fact that time dedicated to training is short helps elucidate the difficulty related to involvement in methods which require a higher level of formal training. Cases in which companies implemented certain methods and soon discontinued them have been observed, highlighting the suggestion program, in which the employee involvement is central; what indicates that difficulties related to this involvement remain in some companies.
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Cavico, Frank Joseph, and Bahaudin Ghulam Mujtaba. "Workplace romance and sexual favoritism in the #MeToo workplace: legal and practical considerations for management." Equality, Diversity and Inclusion: An International Journal 40, no. 6 (March 9, 2021): 667–89. http://dx.doi.org/10.1108/edi-11-2020-0324.
PurposeThe advent of the #MeToo movement has brought forth increased national and global attention to sexual assault, abuse, misconduct, discrimination and harassment in the workplace, especially by prominent executives against subordinate female employees. Accordingly, in this article, we are thoroughly analyzing one aspect of office romance and sexual conduct in the workplace, mainly sexual favoritism in the era of the #MeToo movement.Design/methodology/approachThis is a legal and case-based human resource policies paper. It reviews actual workplace romance cases, policies and court-based decisions to create practical recommendations that can be used by managers, entrepreneurs and corporations for their organizations. One delimitation of this paper is the fact that it focuses on the US context. Another is that, while organizational behavior researchers have empirically studied various workplace romance policies and practices, the paper is a case-by-case analysis of sexual favoritism. “Specifically, the legal research for this article was conducted on the law database, Nexis Uni Legal, in the Cases (both federal and state) and Law Reviews and Journals sub-databases, using the direct key words in quotations “workplace romance,” “office romance,” “sexual favoritism,” and/or “paramour preference,” as well as the indirect key words “appearance discrimination, “preferring the pretty,” and/or “lookism.” As the authors' intent was to examine the legal and practical consequences emanating from the #MeToo Movement, the authors concentrated their search on cases and law reviews from 2012 to February 2021.FindingsResearch shows that about 35–42% of women have experienced some form of sexual harassment or sex discrimination at work. Many of the high-profile sexual cases that generated the #MeToo movement involved powerful executives asserting that their romantic relationships with subordinates in the workplace were “merely” consensual office romance or sexual favoritism. As a result of the #MeToo movement, employers have been compelled to reconsider how they should respond to sexual discrimination, sexual harassment, office romance and sexual favoritism in the workplace. This article offers best practices for policymakers and human resources professionals.Research limitations/implicationsThis article's recommendations are limited to workplaces in the US and may not be relevant in other countries as the local laws might vary.Practical implicationsThere are policy and behavioral implications for companies, managers and employees regarding workplace romance and sexual favoritism. As such, we provide policy recommendations to human resources department and management on how to provide a healthy work environment for all employees and avoid liability for sexual harassment cases pursuant to Title VII of the Civil Rights Act.Social implicationsThe awareness of policies and laws regulating office romance can help educate managers and employees in local communities as to their rights regarding relationships with coworkers and those who report to them. When people are able to date whomever they desire outside of the workplace, employers can regulate some aspects of sexual relationships in the workplace.Originality/valueThis is an original paper by the authors.
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NASCIMENTO, REJANE PREVOT, LÍGIA DO CARMO MARTINS DAMASCENO, and DIANA REBELLO NEVES. "BETWEEN REWARD AND SUFFERING: THE BANK WORKERS' VIEW OF THE FLEXIBILITY DISCOURSE." RAM. Revista de Administração Mackenzie 17, no. 4 (August 2016): 15–38. http://dx.doi.org/10.1590/1678-69712016/administracao.v17n4p13-37.
ABSTRACT Purpose: To analyze critically the impact of the flexibility discourse on banking industry practices, from the perspective of bank employees. Originality/gap/relevance/implications: This research is relevant once it deals with the issue of flexibility from the point of view of the employees, a matter that is still being debated in the academia. It also tries to close a gap in the subject, namely on whether employees identify the use of the flexibility discourse as being an instrument of control. Key methodological aspects: The study used a qualitative approach and semi-structured interviews for its data collection. This data was analyzed using the content analysis method. Summary of key results: The transformation of bank workers' profiles, in order to be more flexible, has exposed them to perverse management practices and, encouraged by corporate discourse, they have ended up becoming high performance slaves. The bank employee is now primarily seen as a salesperson. Even though they are dissatisfied with their working conditions, the interviewees readily submit themselves to the pressures of work to maintain their standards of living. Key considerations/conclusions: Flexible practices are so embedded in the day-to-day work of bank workers that they do not perceive them as being tools of control or domination over them. Finally, the conclusion reached is that the prevailing ideology in society enhances the discourse of human resources management, which, in turn makes the flexibility discourse operational, as pointed out by Sennet (2008) and Gaulejac (2007).
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Colonnelli, Emanuele, Mounu Prem, and Edoardo Teso. "Patronage and Selection in Public Sector Organizations." American Economic Review 110, no. 10 (October 1, 2020): 3071–99. http://dx.doi.org/10.1257/aer.20181491.
In all modern bureaucracies, politicians retain some discretion in public employment decisions, which may lead to frictions in the selection process if political connections substitute for individual competence. Relying on detailed matched employer-employee data on the universe of public employees in Brazil over 1997–2014, and on a regression discontinuity design in close electoral races, we establish three main findings. First, political connections are a key and quantitatively large determinant of employment in public organizations, for both bureaucrats and frontline providers. Second, patronage is an important mechanism behind this result. Third, political considerations lead to the selection of less competent individuals. (JEL D72, D73, J45, O17)
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Tiwari, Binita, and Usha Lenka. "Building psychological safety for employee engagement in post-recession." Development and Learning in Organizations: An International Journal 30, no. 1 (January 4, 2016): 19–22. http://dx.doi.org/10.1108/dlo-05-2015-0044.
Purpose – The purpose of this paper is to illustrate the role of psychological safety in engaging employees at times of economic recession. Design/methodology/approach – Review of literature. Findings – On perceiving a psychologically safe environment, employees freely share their knowledge, learn, and take risks to build their intrapreneurial abilities that would facilitate their level of engagement toward organization. Originality/value – Focuses on employee engagement by taking into consideration the key measurements of psychological safety in post-recession.
Dissertations / Theses on the topic "Key considerations for employees":
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Chilwane, Neo. "Ethical considerations for employees disrupted by job automation technology." Diss., University of Pretoria, 2021. http://hdl.handle.net/2263/81312.
The role of job automation technology within the financial services sector has gained prominence recent years. Decision-makers are faced with questions from the external and internal environment relating to the future of work and career outlook of human capital. While the benefits of job automation are undoubtedly a key driver towards adopting this technology, ethical questions on responsible and ethical leadership have been put under a lens so as to understand what this means for employees within the financial sector. The study explores the ethical considerations made by decision-makers within the financial services sector in South Africa in relation to the employees disrupted by job automation adoption. The findings of this qualitative study were obtained through eighteen semi-structured interviews with decision-makers from the financial services sector and consulting firms with exposure to the financial services industry. The study found that the intent of job automation technology adoption goals coupled with the predominant mindset of decision makers was influenced the nature of considerations made decision makers. These consideration categories were largely aligned to the extant literature and the study contributed to the business ethics domain by sharing specific considerations made by decision makers in industry. Communication, transitions services, change management, shared value framing, empowerment through custodianship, an analysis of transferable skills and skills profiling were the main emergent findings found in the study. Mini Dissertation (MBA)--University of Pretoria, 2021. Gordon Institute of Business Science (GIBS) MBA Unrestricted
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Valdivia, Rodrigo E. "Canonical considerations in the termination of lay employees." Online full text .pdf document, available to Fuller patrons only, 2000. http://www.tren.com.
Retention of key employees protects a firm's investment in its human resources. Employee retention is an issue in the insurance sector, particularly among sales employees. The purpose of this descriptive study was to explore leadership strategies used by insurance sales managers to retain key employees. Herzberg's dual factor theory and Adams's equity theory were used to explore insurance sales managers' insights into leadership strategies. Semistructured interviews were conducted with 15 insurance sales managers in southern California to elicit the strategies they used to maintain their key salespeople. Data were analyzed using the modified Van Kaam method. Seven themes emerged from data analysis: coach/mentorship, management style, unmet job expectations, pay, cost to the company, personal growth/realization of goals, and work environment. The findings from this study might contribute to positive change by providing company managers with strategies to retain key employees through improved stakeholder engagement, the longevity of workers in their communities, and enhanced corporate social responsibility encouraging companies to support local communities.
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Charvet, Francois F. "Supply Chain Collaboration: The Role of Key Contact Employees." The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1230586181.
Chowdavarapu, Pradeep Kumar, Pramod Kati, and Williams Opoku. "INFORMATION INTERCHANGE IN VIRTUAL PRIVATE NETWORKS : Key Considerations for Efficient Implementation." Thesis, Högskolan i Borås, Institutionen Handels- och IT-högskolan, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-20915.
This thesis identifies some key Considerations to be considered to create an efficient virtual private network and also investigates to understand some efficiency problems affecting the interchange of information in such networks. It then outlines some possible solutions to manage such problems.The ICT and the telecommunications have been advancing at a rapid rate. This has been seen in the exchange of information in virtual networks such as the social networks like Facebook, Skype, Google talk, Yahoo messenger, Twitter etc. The need for maximum security, privacy and cost effectiveness in different organizations, institutions and private sectors etc makes it useful and needful to have efficient virtual private networks.Understanding the problems affecting the information interchange in such networks and suggesting some probable solutions will both help the provider and the user. Program: Magisterutbildning i informatik
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Rashid, Abdul. "Employees Motivation – A Key for the Success of Fast Food Restaurants." Thesis, Umeå universitet, Handelshögskolan vid Umeå universitet, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-43547.
In this modern era where the flows of customers are increasing towards fast food restaurants it is becoming more challenging to offer good customer service. For this purpose, there is strong need of highly trained and skilful workforce as like other service oriented businesses, the frontline employees of fast food restaurants also have direct interaction with customers and are considering the backbone of restaurants. Therefore, the main intention to conduct this study is to understand the working conditions in fast food restaurants, to discover the core factors of employee motivation and to determine the role of management in attaining this inspiration. The theoretical framework of this study presents the well known theories and other important literature for employee’s motivation. The requirements for employee’s motivation in fast food industry are highlighted by the author on the basis of these literatures. Additionally, a conceptual model for employee’s motivation in fast food restaurants is derived from different literature and serves as an opening position for the empirical research. This study based on qualitative strategy and inductive approach with research philosophy of constructionist and interpretivist stances. The data is collected through semi-structured interviews consisting of four managers and three employees of Max, Subway and McDonald’s restaurants in Umeå, Sweden. For analysis the data is categorized on the basis of different factors mentioned in the proposed model. In the findings of this study, the elements of the conceptual suggested model are identified and validated for employee’s motivation in fast food restaurants. The findings are concerned with different motivational factors through which employees can be motivated in fast food restaurants. In which the main role of management is to work on human capacity and provide training, the best working environment, salaries and wages and promotional and growth opportunities to their employee. These are the most important functions highlighted after empirical finding and analysis, however, other factors i.e. cultural values, stress of work, respect and recognition are also important factors for frontline employee’s motivation in fast food restaurants. This study is only limited to three fast food restaurant (Max, McDonald’s & Subway) of one city of Sweden (Umeå). The data was collected from a small sample (only seven individuals) which limits the generalization of this study to other restaurants in Sweden.
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Meintjes-van, der Walt Lirieka. "The domestic worker some considerations for law reform." Thesis, Rhodes University, 1993. http://hdl.handle.net/10962/d1003198.
This thesis examines ways in which domestic workers in South Africa could be included within the scope of existing industrial legislation. At present the legal position of a work force of 862 000 is regulated by the common law contract of service. Socio-economic factors form the background of this investigation,which first sets out to determine whether the common-law contract of employment is capable of equitably regulating the employment relationship. The fallacy of the assumption that individuals agree on the terms of exchange in the employment contract on the basis of juridical equality, and the tenuous nature of the common-law employment relationship in the case of domestic workers are revealed. In the absence of any current statutory minima the employment contract is used to deprive domestic workers of what little protection they enjoy at common law. The two ways in which the individual employee's conditions of service can be protected from terms favouring the stronger of the two contracting parties are discussed. These are collective bargaining and statutory regulation. Difficulties experienced by domestic workers in respect of collective bargaining, whether they be included under the Labour Relations Act or not, are indicated. Proposals for including domestic workers under the Basic Conditions of Employment Act are evaluated in the light of legislation in the United States of America, Zimbabwe, Swaziland and Namibia. Ways of minimum-wage fixing are investigated, and it is concluded that the provisions of the Wage Act could be adapted for domestic workers. The 'unfair labour practice'concept is examined and the implications of its application for the domestic labour sector evaluated. It is recommended that the concept 'fairness' in the Labour Relations Act should apply to domestic workers, but that a code of practice be drafted to provide conceptions of 'fairness' as guidelines for employment behaviour. It is suggested that the parties refer disputes to mediation before being granted access to a Small Labour Court established for this purpose. In conclusion a draft code of practice is presented, as a basis for negotiation at a forum representative of the major actors in the domestic labour arena.
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Sannö, Anna. "Model for change in production systems triggered by environmental requirements : considerations, drivers, key factors." Licentiate thesis, Mälardalens högskola, Innovation och produktrealisering, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-27644.
Industry is a key player in the transition to a sustainable society where manufacturing companies need to respond to the challenges of environmental concerns in several ways. Still, even if several efforts have been made in practise and academia, more research within operations management is addressed in relation to implementing sustainable solutions. The management of change in production systems, such as energy efficiency, will be one of the important future areas for the industry. In accordance, the objective of the licentiate thesis is, by theoretical and empirical work, focused on developing a model to support the implementation of environmental requirements. Literature reviews as well as two empirical case studies have been conducted in order to explore the environmentally driven change. The first case study conducted is an retrospective multiple case study, including four cases studying the implications of implementation of technology and identifying key factors effecting the outcome of the change. The second case study is an international multiple study, including nine case companies. The study explores what needs to be considered, the drivers for initiating change as well as the key factors effecting the outcome of the change process. The studies conducted and the results are presented in five appended papers. The research identifies three important links for managing environmentally driven change: how the requirements are introduced, how and if the link between strategic and operational level has been considered and how the need for change is transferred to action and implementation. By providing a system approach for managing change, it also points out the importance of understanding the organisational abilities and maturity of the companies that influence the projects. The result points out sets of drivers as well as key factors, related to the organisational abilities, that are effecting the outcome. As future research the model, that is developed to support operations management in their work to implement environmentally driven change, needs to be validated in practise. In particular research on the personal commitment and the collaboration is addressed to be studied in relation to a systematic approach as well as how to balance the priorities during the implementation. INNOFACTURE - innovative manufacturing development
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Jonsson, Amanda, dos Santos Leticia Areas, and Arachchilage Piyumi Gangabada. "The Key Aspects of Digitalization on Employees' Engagement in the Bank Service Delivery." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-48403.
Date: 08/06/20 Level: Bachelor Thesis in Business Administration, 15 cr Institution: School of Business, Society and Engineering, Mälardalen University Authors: Leticia dos Santos Amanda Jonsson Piyumi Gangabada (95/03/17) (88/12/03) (93/08/11) Title: The Key Aspects of Digitalization on Employees' Engagement is the Bank Service Delivery. Tutor: Michela Cozza. Keywords: Digitalization, employee engagement, service delivery. Research questions: How does digitalization influence employees' engagement in service delivery management in the banking industry? What types of strategies have been applied by managers to bring about employees' engagement as digitalization develops? Purpose: The purpose of this study is to achieve a more in-depth understanding of how digitalization influences employee engagement service delivery in the Swedish banking industry. Furthermore, this study aims to identify which strategies are implemented by managers in order to effectively engage employees'. Method: The study is based on a qualitative approach and the research structure was designed based on semi-structured interviews conducted via telephone calls with employees and managers from Swedish banks to enable connections between theories and empirical findings making it possible to conduct the analysis. Conclusion: By comparing the data collected for this research and the theories presented, it can be concluded that digitalization can be considered as a factor that positively affects employee engagement in service delivery. It has become a facilitator by being a platform for the employees to perform their tasks efficiently. Further, as digitalization develops, managers have been using strategies like advanced support systems, fast and transparent communication methods, and different digital tools to bring up employees' engagement at work. Therefore, digitalization positively affects employee engagement in most instances, but managers can not overlook the possibilities of negative implications too.
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Sauchyk, Dzmitry. "Key Considerations When Selecting Environmental Rating System : Decision-Making Analysis from Landlord and Tenant Perspective." Thesis, KTH, Fastigheter och byggande, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-211139.
It is estimated that nearly 100 various environmental product certification rating tools are implemented in the United States construction and real estate industries. Choice of a certain building sustainability measurement tool depends on the specific need for reflection of buildings’ impact on the natural and urban environment as well as its tenants. Selection of the appropriate rating system is a decision-making process performed by the project client (landlord of the building, potential or current tenant) which can be affected by clients’ insufficient knowledge or otherwise be biased. The result of selection decision has significant consequences for the project design, construction process complexity and entire life-cycle of the building. In this work, an effort is made to facilitate decision-making process of best environmental rating alternative selection for a “green building” project. The analytic hierarchy process is used to perform unbiased decision making on the environmental rating selection. The decision process has been evaluated from the landlord and the tenant perspectives. The findings of this study show that for the landlord, it would be enough to be certified with a single-attribute rating that covers only one characteristic of building sustainability and, according to AHP analysis, satisfies all significant landlord’s requirements for the environmental rating system. The main conclusion of the study is that selection of environmental rating is a multicriteria problem that should take into consideration the requirements from landlord and tenant as well as the environmental ratings characteristics but not based on the distinct assessment of the mentioned factors.
Casler, George L. Considerations in establishing retirement plans for farm employees. Ithaca, N.Y: Dept. of Agricultural Economics, New York State College of Agriculture and Life Sciences, Cornell University, 1991.
North Carolina. General Assembly. Legislative Services Office. Research Division. Ethical considerations in state government. [Raleigh, N.C.]: The Office, 1988.
Book chapters on the topic "Key considerations for employees":
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Nichols, James, Knut O. Ronold, and Anne Lene Hopstad. "Key Design Considerations." In Floating Offshore Wind Energy, 241–69. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-29398-1_5.
Albert, A., A. Assmann, and A. K. Assmann. "Strategical Considerations and Key Concepts." In Operative Techniques in Coronary Artery Bypass Surgery, 5–28. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-48497-2_2.
Dongilli, Thomas A. "Policies and Procedures: Key Considerations." In Comprehensive Healthcare Simulation: Program & Center Development, 115–21. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-46812-5_16.
Singh, Neeraj Kumar, Porselvan Muthukrishnan, and Satyanarayana Sanpini. "Key Ingredients and Selection Considerations." In Industrial System Engineering for Drones, 63–109. Berkeley, CA: Apress, 2019. http://dx.doi.org/10.1007/978-1-4842-3534-8_3.
Brännback, Malin, and Alan L. Carsrud. "California Steel and Supply: Transition in Key Employees." In Family Firms, 91–101. New York, NY: Springer New York, 2012. http://dx.doi.org/10.1007/978-1-4614-6046-6_8.
Shiver, Warren, and Michael Perla. "Key Barriers and Considerations for Implementation." In 7 Steps to Sales Force Transformation, 125–41. New York: Palgrave Macmillan US, 2016. http://dx.doi.org/10.1057/9781137548054_7.
Tanzawa, Toru. "System Overview and Key Design Considerations." In On-chip High-Voltage Generator Design, 1–14. New York, NY: Springer New York, 2012. http://dx.doi.org/10.1007/978-1-4614-3849-6_1.
Tanzawa, Toru. "System Overview and Key Design Considerations." In Analog Circuits and Signal Processing, 1–15. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-21975-2_1.
Dey, Mandira. "Mergers and Acquisitions – A Key Challenge Towards Employees' Adaptability." In Interdisciplinary Research in Technology and Management, 494–503. London: CRC Press, 2021. http://dx.doi.org/10.1201/9781003202240-78.
Conference papers on the topic "Key considerations for employees":
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Sadat Mosavi, Nasim, and Manuel Filipe Santos. "Adoption of Precision Medicine; Limitations and Considerations." In 7th International Conference on Advances in Computer Science and Information Technology (ACSTY 2021). AIRCC Publishing Corporation, 2021. http://dx.doi.org/10.5121/csit.2021.110302.
Research is ongoing all over the world for identifying the barriers and finding effective solutions to accelerate the projection of Precision Medicine (PM) in the healthcare industry. Yet there has not been a valid and practical model to tackle the several challenges that have slowed down the widespread of this clinical practice. This study aimed to highlight the major limitations and considerations for implementing Precision Medicine. The two theories Diffusion of Innovation and Socio-Technical are employed to discuss the success indicators of PM adoption. Throughout the theoretical assessment, two key theoretical gaps are identified and related findings are discussed.
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Franco, Amanda R., and Rui Marques Vieira. "Promoting critical thinking in higher education in the context of teacher professional development." In Fifth International Conference on Higher Education Advances. Valencia: Universitat Politècnica València, 2019. http://dx.doi.org/10.4995/head19.2019.9077.
Critical thinking is profusely recognized as a key-skill for today's higher education students, who are simultaneously future employees/employers and forever local-global citizens. Yet, critical thinking must be deliberately, explicitly, and systematically promoted if it is expected to arise and expand. Such a promotion may be stimulated by teachers through the application of strategies that are oriented to critical thinking. Alas, recurrent evidence shows that teachers themselves need teacher professional development on how to do so, seeing that, as a rule, teacher education does not address the promotion of critical thinking open-handedly. With such in mind, the present paper presents a proposal of a teacher continuing professional development program consisting of five two-hour sessions, aimed at enabling university teachers to learn about critical thinking and how to think critically and, in turn, to learn how to teach their students for critical thinking. This program shall be implemented in 2019, with teachers at a public university located in the northern-central region of Portugal. Considerations are made about how the promotion of critical thinking in higher education may be performed via university teacher continuing professional development, bearing in mind the characteristics of this specific public and the principles of teacher professional development itself.
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Zengeya, Theressa Madzingesu, Gregory Alexander, and Desiree Pearl Larey. "CONSIDERATIONS OF TALENT MANAGEMENT IN RETENTION OF ACADEMICS IN THE NATIONAL UNIVERSITY OF LESOTHO." In International Conference on Education and New Developments. inScience Press, 2021. http://dx.doi.org/10.36315/2021end127.
The aim of the study was to examine the contribution of talent management practices at the National University of Lesotho in the retention of talented academics. The university has immense competition within the local, regional and international labour market. It isthreatened by high mobility and low retention of highly qualified staff, which has affected the quality of learning, especially postgraduate programmes. The study employed Bourdieu’s social theory and Adam’s theory of equity as a theoretical lens to understand talent management practices to retain talented academics. Bourdieu’s theory was used to offer insight on the various forms of capital, and how the capitals could be instrumental in the design and implementation of talent management practices in order to increase retention of talent in universities. In this study ‘talent’ is used to refer to holders of doctorates, associate professors and professors or researchers of new information and theories and inventors of new technology with great potential to make a significant impact on the university’s productivity. A literature review was undertaken to examine how the social theory of Bourdieu, particularly the conversion of different kinds of capital (symbolic capital) are used by the university to recognise the value of talented academics in order to retain these academics. Following a qualitative methodology and purposive sampling, data was generated through semi-structured interviews and document analysis to advance a critical and interpretive understanding of the perspectives of talent management from both management and talented academics in the university. Thematic analysis was used to synthesise the data. The data from fourteen (14) participants composed of management and academics revealed that, though the university is implementing talent management practices, it does not have an official and structured talent management program, which is imperative in retaining academics. This study concludes by advocating the design and implementation of a formal, contextual and structured talent management framework, in consultation with all key stakeholders, in order to increase retention of talent academics in the National University of Lesotho.
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Bentel, Gary. "Key closure planning considerations." In Fourth International Conference on Mine Closure. Australian Centre for Geomechanics, Perth, 2009. http://dx.doi.org/10.36487/acg_repo/908_bentel.
Horvathova, Petra. "RETENTION OF KEY EMPLOYEES � ENVIRONMENTALISTS IN THE ORGANIZATION." In 15th International Multidisciplinary Scientific GeoConference SGEM2015. Stef92 Technology, 2015. http://dx.doi.org/10.5593/sgem2015/b53/s21.068.
"Managing the Competences of Key Employees in Modern Enterprises." In 15th European Conference on Management, Leadership and Governance. ACPI, 2019. http://dx.doi.org/10.34190/mlg.19.025.
Lee, S. "Retention Of Key Employees In The Oilfield Service Sector." In Technical Meeting / Petroleum Conference of The South Saskatchewan Section. Petroleum Society of Canada, 1999. http://dx.doi.org/10.2118/99-97.
Jim Tomayko, L. Northrop, S. Chenoweth, M. Sebern, and Deepti Suri. "Key considerations in teaching software architecture." In 17th Conference on Software Engineering Education and Training, 2004. Proceedings. IEEE, 2004. http://dx.doi.org/10.1109/csee.2004.1276534.
Barraza-Urbina, Andrea, and Angela Carrillo Ramos. "Key design considerations for recommendation systems." In the 13th International Conference. New York, New York, USA: ACM Press, 2011. http://dx.doi.org/10.1145/2095536.2095593.
Reports on the topic "Key considerations for employees":
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Morris, S., J. Ihren, J. Dickinson, and W. Mekking. DNSSEC Key Rollover Timing Considerations. RFC Editor, October 2015. http://dx.doi.org/10.17487/rfc7583.
Schmidt-Sane, Megan, Eva Niederberger, and Tabitha Hrynick. Key Considerations: Operational Considerations for Building Community Resilience for COVID-19 Response and Recovery. Institute of Development Studies (IDS), January 2021. http://dx.doi.org/10.19088/sshap.2021.002.
As the unequal impact of the COVID-19 pandemic continues, there is a need to robustly support vulnerable communities and bolster ‘community resilience.’ A community resilience approach means to work in partnership with communities and strengthen their capacities to mitigate the impact of the pandemic, including its social and economic fallout. However, this is not resilience which returns the status quo. This moment demands transformative change in which inequalities are tackled and socioeconomic conditions are improved. While a community resilience approach is relatively new to epidemic preparedness and response, it frames epidemic shocks more holistically and from the perspective of a whole system. While epidemic response often focuses on mitigating vulnerabilities, there is an opportunity to use a resilience framework to build existing capacities to manage health, social, psychosocial, and economic impacts of an epidemic. This makes a resilience approach more localised, adaptable, and sustainable in the long-term, which are key tenets of an epidemic response informed by social science. This brief presents considerations for how health and humanitarian practitioners can support communities to respond to and recover from COVID-19 using a community resilience approach. This brief was developed for SSHAP by IDS (led by Megan Schmidt-Sane with Tabitha Hrynick) with Anthrologica (Eva Niederberger).
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Schmidt-Sane, Megan, Eva Niederberger, and Tabitha Hrynick. Key Considerations: Operational Considerations for Building Community Resilience for COVID-19 Response and Recovery. Institute of Development Studies (IDS), January 2021. http://dx.doi.org/10.19088/sshap.2021.004.
As the unequal impact of the COVID-19 pandemic continues, there is a need to robustly support vulnerable communities and bolster ‘community resilience.’ A community resilience approach means to work in partnership with communities and strengthen their capacities to mitigate the impact of the pandemic, including its social and economic fallout. However, this is not resilience which returns the status quo. This moment demands transformative change in which inequalities are tackled and socioeconomic conditions are improved. While a community resilience approach is relatively new to epidemic preparedness and response, it frames epidemic shocks more holistically and from the perspective of a whole system. While epidemic response often focuses on mitigating vulnerabilities, there is an opportunity to use a resilience framework to build existing capacities to manage health, social, psychosocial, and economic impacts of an epidemic. This makes a resilience approach more localised, adaptable, and sustainable in the long-term, which are key tenets of an epidemic response informed by social science. This brief presents considerations for how health and humanitarian practitioners can support communities to respond to and recover from COVID-19 using a community resilience approach. This brief was developed for SSHAP by IDS (led by Megan Schmidt-Sane with Tabitha Hrynick) with Anthrologica (Eva Niederberger).
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Schmidt-Sane, Megan, Eva Niederberger, and Tabitha Hrynick. Key Considerations: Operational Considerations for Building Community Resilience for COVID-19 Response and Recovery. Institute of Development Studies (IDS), January 2021. http://dx.doi.org/10.19088/sshap.2021.025.
As the unequal impact of the COVID-19 pandemic continues, there is a need to robustly support vulnerable communities and bolster ‘community resilience.’ A community resilience approach means to work in partnership with communities and strengthen their capacities to mitigate the impact of the pandemic, including its social and economic fallout. However, this is not resilience which returns the status quo. This moment demands transformative change in which inequalities are tackled and socioeconomic conditions are improved. While a community resilience approach is relatively new to epidemic preparedness and response, it frames epidemic shocks more holistically and from the perspective of a whole system. While epidemic response often focuses on mitigating vulnerabilities, there is an opportunity to use a resilience framework to build existing capacities to manage health, social, psychosocial, and economic impacts of an epidemic. This makes a resilience approach more localised, adaptable, and sustainable in the long-term, which are key tenets of an epidemic response informed by social science. This brief presents considerations for how health and humanitarian practitioners can support communities to respond to and recover from COVID-19 using a community resilience approach. This brief was developed for SSHAP by IDS (led by Megan Schmidt-Sane with Tabitha Hrynick) with Anthrologica (Eva Niederberger).
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Schmidt-Sane, Megan, Eva Niederberger, and Tabitha Hrynick. Key Considerations: Operational Considerations for Building Community Resilience for COVID-19 Response and Recovery. Institute of Development Studies (IDS), January 2021. http://dx.doi.org/10.19088/sshap.2021.029.
As the unequal impact of the COVID-19 pandemic continues, there is a need to robustly support vulnerable communities and bolster ‘community resilience.’ A community resilience approach means to work in partnership with communities and strengthen their capacities to mitigate the impact of the pandemic, including its social and economic fallout. However, this is not resilience which returns the status quo. This moment demands transformative change in which inequalities are tackled and socioeconomic conditions are improved. While a community resilience approach is relatively new to epidemic preparedness and response, it frames epidemic shocks more holistically and from the perspective of a whole system. While epidemic response often focuses on mitigating vulnerabilities, there is an opportunity to use a resilience framework to build existing capacities to manage health, social, psychosocial, and economic impacts of an epidemic. This makes a resilience approach more localised, adaptable, and sustainable in the long-term, which are key tenets of an epidemic response informed by social science. This brief presents considerations for how health and humanitarian practitioners can support communities to respond to and recover from COVID-19 using a community resilience approach. This brief was developed for SSHAP by IDS (led by Megan Schmidt-Sane with Tabitha Hrynick) with Anthrologica (Eva Niederberger).
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Leech, M. Key Management Considerations for the TCP MD5 Signature Option. RFC Editor, July 2003. http://dx.doi.org/10.17487/rfc3562.
Clarke, Colin P. Conducting P/CVE Assessment in Conflict Environments: Key Considerations. RESOLVE Network, April 2020. http://dx.doi.org/10.37805/rve2020.3.
Dillon, M. B., and R. G. Sextro. Illustration of Key Considerations Determining Hazardous Indoor Inhalation Exposures. Office of Scientific and Technical Information (OSTI), March 2019. http://dx.doi.org/10.2172/1569185.
Smolinksi, Sharon, and Sadie Cox. Policies to Enable Bioenergy Deployment: Key Considerations and Good Practices. Office of Scientific and Technical Information (OSTI), May 2016. http://dx.doi.org/10.2172/1253707.
Araujo, Susana, Araujo, Susana, Mariah Cannon, Megan Schmidt-Sane, Alex Shankland, Mieke Snijder, and Yi-Chin Wu. Key Considerations: Indigenous Peoples in COVID-19 Response and Recovery. Institute of Development Studies (IDS), March 2021. http://dx.doi.org/10.19088/sshap.2021.024.
Indigenous peoples have experienced heightened vulnerability during the COVID-19 pandemic and face disproportionately high COVID-19 mortality. To better address these vulnerabilities, it is critical to adapt COVID-19 programmes to the particular needs of indigenous peoples, as articulated by indigenous voices. It is also vital to link up with responses already ongoing and led by indigenous peoples to mitigate this crisis. This SSHAP brief discusses key considerations for COVID-19 response and recovery, with a particular focus on the Amazon region of South America. The considerations in this brief are drawn from a review of evidence and insights provided by indigenous leaders and researchers from several different continents. The considerations are rooted in key principles for indigenous community engagement, as articulated by indigenous peoples and organisations. This brief may be of interest to health and development policymakers and practitioners working in indigenous communities and territories and can be read in conjunction with the SSHAP background report on ‘Indigenous Peoples and COVID-19.’
