Relevant bibliographies by topics / Leavell Company

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Academic literature on the topic 'Leavell Company'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Leavell Company"

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Mundell, Ian. "Power company leaves environmental legacy." Nature 356, no. 6369 (1992): 466. http://dx.doi.org/10.1038/356466a0.

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Baird, Marian, Myra Hamilton, and Andreea Constantin. "Gender equality and paid parental leave in Australia: A decade of giant leaps or baby steps?" Journal of Industrial Relations 63, no. 4 (2021): 546–67. http://dx.doi.org/10.1177/00221856211008219.

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The year 2020 marks the 10th anniversary of the Australian Paid Parental Leave Act 2010. Using Baird’s orientations typology and Brighouse and Wright’s equality framework, with evidence from the Workplace Agreements Database and the Workplace Gender Equality Agency, this article assesses changes in policy, bargaining and company provisions over the decade. We find that policy changes may enable more fathers and partners to take leave, although the period is short and barriers to uptake exist. In bargaining and company policy, we find modest growth in the proportion of agreements with paid primary and paid secondary carer leave provisions, but no movement in the duration of the leaves, with secondary carer leave much shorter. We conclude that although these changes suggest growing attention to improving women’s working conditions and fathers’ access to parental leave, short secondary carer leaves set normative standards of fathers as ‘supporters’ rather than recognising substantive involvement in care. Consequently, the changes do not promote gender-egalitarian sharing of parental leave. While the introduction of the government scheme was a ‘giant leap’, the 10 years since have seen modest ‘baby steps’ towards greater gender equality in the availability and potential use of paid parental leave.
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Venesia, Venesia, Raja O. Tumanggor, and P. Tommy Y. S. Suyasa. "PENGARUH KEPUASAN KERJA TERHADAP PROXIMAL WITHDRAWAL STATES PADA KARYAWAN PERUSAHAAN PERBANKAN." Jurnal Muara Ilmu Sosial, Humaniora, dan Seni 4, no. 1 (2020): 17. http://dx.doi.org/10.24912/jmishumsen.v4i1.3496.2020.

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Banks play an important role in a country's economy. However, banks face various challenges in meeting their objectives. One of the challenges faced by some banks is a high employee turnover rate. In regards to turnover, there is a new concept of proximal withdrawal states proposed by Hom, Mitchell, Lee, and Griffeth (2012) as the closest and more accurate predictor of turnover than intention to leave (Li, Lee, Mitchell, Hom, & Griffeth, 2016).Proximal withdrawal states is the condition of one's motivation towards the company where he/she works, which consists of two dimensions, namely (a) preference to leave or stay in the company (intention to leave) and (b) control of those desires (perceived control over preference). The combination of the two dimensions forms four types of proximal withdrawal states, namely enthusiastic leavers, reluctant stayers, reluctant leavers, and enthusiastic stayers. Job satisfaction, which has a significant negative relationship with intention to quit (Masum et al., 2016), proved to be more accurate in predicting turnover when analyzed with proximal withdrawal states (Li et al., 2016).This study aims to determine the effect of job satisfaction on proximal withdrawal states in banking company employees. This study uses descriptive non-experimental research method, with purposive sampling technique. 273 banking company employees who participated in this study. The results of the analysis using multinominal logistic regression testing showed the effect of job satisfaction on proximal withdrawal states for banking employees. The higher the level of job satisfaction of banking employees, the greater the tendency for employees to become enthusiastic stayers or reluctant stayers, both of whom have a desire to remain in the company. Bank memiliki peran penting bagi perekonomian negara. Namun bank menghadapi berbagai tantangan dalam memenuhi tujuannya. Salah satu tantangan yang dihadapi beberapa bank adalah tingkat turnover karyawan yang tinggi. Terkait dengan turnover, terdapat konsep baru mengenai proximal withdrawal states yang diusulkan oleh Hom, Mitchell, Lee, dan Griffeth (2012) sebagai faktor (prediktor) yang paling dekat dan lebih akurat untuk memprediksi turnover dibandingkan intention to leave (Li, Lee, Mitchell, Hom, & Griffeth, 2016). Proximal withdrawal states adalah kondisi motivasi seseorang terhadap perusahaan di mana ia bekerja, yang terdiri dari dua dimensi yaitu (a) preferensi untuk keluar atau menetap di perusahaan (intention to leave) dan (b) kendali atas keinginan tersebut (perceived control over preference). Perpaduan kedua dimensi tersebut membentuk empat jenis proximal withdrawal states, yaitu enthusiastic leavers, reluctant stayers, reluctant leavers, dan enthusiastic stayers. Kepuasan kerja, yang memiliki hubungan signifikan negatif dengan intention to quit (Masum et al., 2016), terbukti semakin akurat dalam memprediksi turnover ketika dianalisis dengan proximal withdrawal states (Li et al., 2016). Penelitian ini bertujuan mengetahui pengaruh kepuasan kerja terhadap proximal withdrawal states pada karyawan perusahaan perbankan. Penelitian ini menggunakan metode penelitian non eksperimental deskriptif, dengan teknik purposive sampling. Terdapat 273 karyawan perusahaan perbankan yang menjadi partisipan dalam penelitian ini. Hasil analisis dengan pengujian regresi logistik multinominal menunjukkan adanya pengaruh kepuasan kerja terhadap proximal withdrawal states pada karyawan perbankan. Semakin tinggi tingkat kepuasan kerja karyawan perbankan, maka semakin besar peluang karyawan untuk menjadi enthusiastic stayers ataupun reluctant stayers, di mana keduanya memiliki keinginan untuk menetap di perusahaan.
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Hurder, Steven. "Category and compact leaves." Topology and its Applications 153, no. 12 (2006): 2135–54. http://dx.doi.org/10.1016/j.topol.2005.08.006.

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Jagtap, N. P., S. J. Patil, and A. K. Bhavsar. "IMPEMENTATION OF DATA WATCHER IN DATA LEAKAGE DETECTION SYSTEM." INTERNATIONAL JOURNAL OF COMPUTERS & TECHNOLOGY 3, no. 1 (2012): 44–47. http://dx.doi.org/10.24297/ijct.v3i1a.2730.

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Now days, every company is facing data leakage. That is very serious problem faced by company. An owner of enterprise has given confidential data to its employee but most of the time employee leaks the data. That leak data found in illegal place such as on the web of comparator enterprise or on laptop of employee of comparator enterprise or the owner of Comparators Company’s laptop. It May or may not be observed by owner. Leak data may be basic code or design provision, cost lists, rational property and copy rights data, trade secrets, forecasts and budgets. In this case the data leaked out it leaves the company goes in undefended the authority of the corporation. This uninhibited data leakage puts business in a back in position. To find the solution on this problem we develop two models. First, when any employee of enterprise access confidential data without the consent of owner in that case ,we developed data watcher model to identifying data leaker and suppose employee given data outside the enterprise for that we devolved second model for assessing the “guilt” of agents. Guilt model are used to improve the probability of identifying guilty third parties.
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DE MARTINO, VERÓNICA, and SANTIAGO MARTINCHICH. "Codimension one compact center foliations are uniformly compact." Ergodic Theory and Dynamical Systems 40, no. 9 (2019): 2349–67. http://dx.doi.org/10.1017/etds.2019.15.

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Let $f:M\rightarrow M$ be a dynamically coherent partially hyperbolic diffeomorphism whose center foliation has all its leaves compact. We prove that if the unstable bundle of $f$ is one-dimensional, then the volume of center leaves must be bounded in $M$.
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Cox, James H. "Tommy Orange Has Company." PMLA/Publications of the Modern Language Association of America 135, no. 3 (2020): 565–71. http://dx.doi.org/10.1632/pmla.2020.135.3.565.

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The recognizable formal structure of tommy orange's there there and its familiar revelations about indigenous american life, as much as the components distinguishing the novel from other Native-authored works that share its concerns, have propelled it to the center of conversations about contemporary Native literature. Yet the excitement about the arrival of a new, talented writer has obscured There There's roots in American Indian literary history, especially its affiliations with novels by other Native authors. As the numerous images of characters in mirrors and other reflective surfaces suggest, Orange establishes Indigenous people looking at Indigenous people, and Indigenous authors looking at Indigenous authors, as foundational to the novel's form. There There reflects the work of many other Native fiction writers, most prominently Sherman Alexie, but also James Welch, N. Scott Momaday, and David Treuer, among others. He evokes the formal features of many of Louise Erdrich's novels, too, but unlike Erdrich, Orange leaves readers with the overwhelming impression of irrevocably damaged Indigenous communities with dismal prospects for breaking cycles of violence and trauma.
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Hoke, Tara. "How You Leave a Company Can Affect Your Reputation." Civil Engineering Magazine Archive 87, no. 4 (2017): 44–45. http://dx.doi.org/10.1061/ciegag.0001186.

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Spilka, George. "Don't leave money on the table whenselling your company." Metal Finishing 103, no. 9 (2005): 59–62. http://dx.doi.org/10.1016/s0026-0576(05)80728-7.

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Hanifah, Risma Nur, and Nendy Akbar Rozaq Rais. "The Implementation of The Employee Leaving Input System of PT. Prima Sejati Sejahterah Boyolali." International Journal of Computer and Information System (IJCIS) 2, no. 1 (2021): 13–17. http://dx.doi.org/10.29040/ijcis.v2i1.24.

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PT. PAN BROTHER is a multinational company that produces textiles headquartered in Jakarta, Indonesia. This company was founded in 1969. This company produces various kinds of clothing. Currently, PT. PAN BOTEHR, especially the branch in Boyolali, namely PT. Prima Sejati Sejahtera has conducted attendance by using a finger print machine and a computerized scanner. Employees who wish to take annual leave, maternity leave, official permits, and sick leave are already using a web-based system, by means of employees inputting attendance on a computer provided by the company. However, there are still employees who lack knowledge of science and technology and are still an obstacle to implementing the web-based system. This system can actually be accessed using a smart phone, so that employees do not need to ask attendance staff for help when inputting leave. And to recap the attendance report of HRD employees must also look for employee leave documents that are still in paper files, so that this can slow down the withdrawal of reports on a monthly basis. With this problem, the Company made an innovation by creating an online-based web application for inputting employee leave and the author also conducted research on the application of this web-based system using literature study and field studies in field objects. It is hoped that with this research, the system can be used by all employees to be more effective in inputting absences due to leave and can help alleviate the performance of HRD staff to be more flexible and efficient and reduce absenteeism reporting errors due to employee leave.
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Dissertations / Theses on the topic "Leavell Company"

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Väyrynen, T. (Tuure). "Faith in career fulfillment and the decision to leave company." Master's thesis, University of Oulu, 2014. http://urn.fi/URN:NBN:fi:oulu-201402131104.

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The Goal of this thesis was to gain an understanding of why people decided to leave an ICT subcontracting and consultancy company. The study was conducted by analyzing roughly 300 employment ending interview transcripts written by an employee supervisor as notes for the company HR department. Later in the theory creation process also company annual reports were used to gain statistical information on employees, such as their background education and length of career. The research is qualitative in nature and the research method used was grounded theory. The chosen research approach is relativist and constructivist, meaning that the goal is to understand the subjective truth of the employee. The reason for this is to gain theory with explanatory power from the field with mixed and sometimes even contradictory results. The transitory theory built on top of empirical data during early phase of analysis directed research towards trust discussion in an organizational setting. At the same time, contemporary career discussion was examined to find further explanations to solve contradictions in the theory created by the data alone. In the end, it was found that faith in career fulfillment was the crucial component for the employees to leave the company. Scientifically faith creates, I would argue, a long yearned bridge between trust and career discussions. Faith works inside the career context where it determines if the employee will leave a company or not. If the employee does not have faith that his envisioned career can be fulfilled in the current organization he most likely makes the decision to leave. As a qualitative study this thesis cannot be generalized into the wider population, but can be generalized into the current career and trust discussions. It supplements both of them with an insight of why people decide to change work places.
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Gaetan, Mourmant. "How and Why do IT Professionals Leave their Salaried Employment to Start a Company?" Digital Archive @ GSU, 2010. http://digitalarchive.gsu.edu/cis_diss/38.

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Retaining IT employees help them finding a path to entrepreneurship or even investing in spin-offs created by their employees (i.e. future entrepreneurs) is essential for the vitality of the economy. The objective of this thesis is to answer the following research question: “why and how do IT professionals3 decide to quit their salaried employment to start a business?” We do so by proposing a theory related to the under researched area of IT entrepreneurial turnover. The first chapter clarifies the unfolding model (Lee et al., 1999), so that it could be used with confidence (e.g. shock and image violation). The second chapter proposes one new core category, i.e. the Readiness to Quit (RTQ) which is divided into two types, the current RTQ and the Necessary Configuration to Quit (NCQ). We integrate them in a conceptual framework including the context, a chronology and the compatibility test between the current RTQ and the NCQs indicating that the IT professional is ready to quit. The last chapter proposes a second core category, IT Entrepreneurial Epiphany, which connect the shock and the image violations with the current RTQ. The IT Entrepreneurial Epiphany is composed of five lower-level concepts: Business, playing the game; Risk reduction; Timing; Context and opportunity; and finally long-term reason for becoming an entrepreneur. Finally, we discuss the enrichment of the conceptual framework resulting from these new core categories. In sum, we contribute to the research by proposing two core categories embedded in a rich conceptual framework.
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Bam, Lize. "Job insecurity, job satisfaction, social support and intention to leave of process controllers in a South African petro-chemical company / Lize Bam." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4803.

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With South Africa currently experiencing a skills shortage, companies need to take job insecurity, job satisfaction and social support into consideration as part of their retention strategy. There is also tremendous pressure being placed on organisations to improve their performance and to become increasingly competitive, which has resulted in job insecurity becoming a reality in South Africa. A petro-chemical company in South Africa was studied to determine the possible relationships between job insecurity, job satisfaction, social support, tenure, intention to leave and qualifications. The participants (N=l 84) included process controllers, senior process controllers, group leaders/foremen, section leaders and area leaders of various business units of the petro-chemical company. A quantitative study was conducted using a cross-sectional survey design. Self-administered questionnaires were used which included the Job Insecurity Questionnaire (JIQ), The Turnover Scale, Social Support and the Job Satisfaction Scale. The statistical analysis included descriptive statistics, factor analysis, Pearson product-moment correlation coefficients as well as MANOY A and structural equation modelling. The statistical analysis included descriptive statistics, factor analysis, Pearson product-moment correlation coefficients as well as MANOVA and structural equation modelling. Results indicated there was no correlation between job insecurity and tenure, nor between qualifications and job insecurity. It was concluded that lower job satisfaction resulted in higher job insecurity and that higher job satisfaction resulted in lower levels of intentions to leave. There was a positive correlation between social support and job satisfaction. With these results and the model developed it would be possible for the company to adjust their retention strategy to achieve optimal results.<br>Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2010.
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Čiulada, Vilius. "Čiulada, V., (2008) Ekspatriantų pasitenkinimo darbu įtaka ketinimui palikti įmonę. Magistrantūros baigiamasis darbas, Vilnius: Tarptautinė aukštoji vadybos mokykla (ISM)." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2008. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20081124_172424-50501.

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Darbo tikslas – ištirti ekspatriantų pasitenkinimo darbu įtaką ketinimui išeiti iš įmonės. Darbo tikslui pasiekti buvo iškelti uždaviniai išanalizuoti ekspatriantų valdymo esmę, nustatyti ekspatriantų pasitenkinimą darbu įtakojančius veiksnius, išnagrinėti ketinimą palikti organizaciją įtakojančius veiksnius, empiriškai patikrinti ekspatriantų pasitenkinimo darbu įtaką ketinimui palikti įmonę. Darbo pradžioje analizuojama su ekspatriantais, pasitenkinimu darbu ir ketinimu palikti įmonę susijusi literatūra, parenkami literatūroje minimi veiksniai, turintys įtakos ekspatrianto pasitenkinimui darbu. Taip pat literatūros pagrindu konstruojamas teorinis modelis. Vėliau atliktas empirinis tyrimas, kurio tikslas - empiriškai patikrinti siūlomą ekspatriantų kaitos valdymo modelį. Atlikus kokybinį tyrimą buvo suformuluotas galutinis ekspatriantų pasitenkinimą darbu įtakojančių veiksnių sąrašas. Kiekybinio tyrimo metu atlikta ištisinė vienos įmonių grupės darbuotojų apklausa, išanalizuoti modelio veiksnių reikšmių lygiai bei tarpusavio ryšiai. Tyrimas dalinai patvirtino teorinį modelį bei atskleidė ekspatrianto pasitenkinimo lygio ryšį su ketinimu palikti įmonę. Darbo pabaigoje pateikiamos išvados bei praktinė interpretacija vadovams.<br>The purpose of this work is to explore the influence of expatriate job satisfaction on propensity to leave the company. List of tasks was established in order to achieve the purpose of the master work, i.e. analysis of the essence of expatriates’ management, identification of the factors that influence expatriate job satisfaction, identification of the factors that influence propensity to leave the company, empirical test of the influence of expatriate job satisfaction on propensity to leave the company. Literature about expatriates, job satisfaction and propensity to leave the company was analysed in the first part of the work. Afterwards, elements that have influence on expatriate job satisfaction were selected. Finally, theoretical model based on the literature analysis results was created. Empirical test was executed in order to test proposed expatriate turnover management model. Final list of elements that have influence on expatriate job satisfaction was created as a result of qualitive research. Later on quantitive research was executed during which means of model elements and relations between them were evaluated. Research partly approved the theoretical model and showed that there was relation between expatriate job satisfaction and propensity to leave the company. Conclusions and practical interpretation for managers was proposed at the end.
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Mbatha, Mbalenhle. "A qualitative investigation of gendered perspectives on, maternity leave/family responsibility duties/social roles and access to career development, in the Johannesburg branch of a Multination Corporation (MNC): the case of company A, S.A. Johannesburg branch." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/5657.

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In recent years, there has been increasing concern that gender bias has prevented women from advancing as rapidly and as frequently as men into management positions. Although the number of women managers has increased, they may experience difficulty moving into upper management positions. The purpose of our research was to study employee gender perception of key variables of women and the positions held in high technology companies. In this research, phenomenological research method was chosen, because the aim of it is to determine what the experience means for the people who have experienced it. Based on the collected data, answers and experiences, structural analysis was done in order to find out the major phenomena of gender perceptions. A number of variables uncover the perception of aspects of policy and gender and barriers that may affect female employees' opportunities for advancement. Using a sample of 30 full-time employees from Company A, the results indicated that position held was significantly different for male and female employees. The results also indicated that neither male nor female employees appeared to notice the apparent perceptions apparently as a glass ceiling within their company and the Implications discussed and recommendations provided. With reference to the Empirical research, this paper increases the knowledge about women’s career development and provides recommendations how to deal with it. It is also expected that this thesis will be helpful to all women who are in the labour market for their career development and advancement.
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Montpool, Andrew Peter. "Legal issues in human resources for the small company in Texas." Thesis, 2009. http://hdl.handle.net/2152/ETD-UT-2009-08-232.

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This report is intended to provide a quick reference on employment law for small businesses in Texas. Many of the key regulations governing hiring, pre-employment testing, pay, benefits, leave, discrimination and harassment, and termination are summarized so employers are aware of what they must do to comply with the various laws. Recent cases are included to help employers understand how some of these laws are being interpreted in court, and to highlight the importance of understanding when the various laws apply to a company or a specific situation. Finally, recommended best practices are also provided to help managers protect the company in case of legal action, or ideally to avoid it altogether.<br>text
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Cruz, Marina Alexandra Ferreira da. "Burnout, engagement and intention to leave: cross-sectional study in a transport company." Master's thesis, 2014. http://hdl.handle.net/10071/10169.

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O trabalho desempenha um papel fundamental na vida em sociedade, sendo um factor preponderante na obtenção de estatuto social e bem-estar. Contudo, a relação “individuo – trabalho” pode torna-se pouco saudável, gerando stresse profissional. Neste contexto surge o conceito “burnout, termo que define um síndrome psicológico negativo desenvolvido em resposta a um prolongado stress profissional. Prevenir o “burnout” é um processo que pode ser acompanhado pela incrementação do “engagement”, termo que define pessoas com intencional e focada energia para alcançar os objectivos organizacionais (Macey et al., 2009). O sector dos transportes tem a particularidade de expor a maioria dos colaboradores a riscos diários, que pode consequentemente aumentar o stress profissional. Neste contexto, o presente estudo pretende analisar a prevalência do “burnout”, bem como perceber o seu relacionamento com as variáveis sociodemográficas, “engagement” e intenção de abandonar a empresa. Para alcançar este objectivo, foi elaborado o enquadramento teórico, seguindo-se o estudo empírico, onde foi aplicado um questionário adaptado á população alvo. Foram recolhidos e analisados 164 questionários, onde se concluiu que os colaboradores apresentam níveis médios de “burnout” e elevados níveis de vigor e dedicação. Pode-se também constatar que a idade e educação são as únicas variáveis sociodemográficas que se correlacionam significativamente com o nível de “burnout” experienciado. Quanto à variável “burnout” e às suas subescalas, existe uma correlação negativa com as variáveis vigor e dedicação e positiva com a variável intenção de abandonar a organização.<br>Working plays an important role in society, being a preponderant factor in the social status and wellbeing achievement. However, the relation “human being-job” may become unhealthy, resulting in professional stress. In this context the burnout concept emerges, defining a psychological negative syndrome developed in response to a long period of professional stress. To prevent the burnout is a process that may be accompanied by the increment of the engagement, term that defines people with intentional and focused energy to achieve the organizational aims (Macey et al., 2009). The transports sector has the particularity of putting most of its workers in daily risks, which can consequently increase the professional stress. In this context, this research pretends to analyze the prevalence of burnout, as well as understand its relation with the social demographic, engagement and intention to leave the organization variables. To reach this objective, the theoretical framework was drawn up, followed by the empirical research where a questionnaire adapted to the target population was applied. 164 questionnaires were collected and analyzed, which pointed out that the collaborators present average burnout levels and high vigor and dedication levels. We can also determine that age and education are the only social demographic variables that correlate themselves significantly with the experienced burnout level. As to the burnout variable and its subscales, there is a negative correlation with the vigor and dedication variables and positive with the intention to leave the organization variable. Indeed, vigor mediates the association between emotional exhaustion and intention to leave the organization.
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Wang, Jeng Feng, and 王政豐. "Employees of acquired companies leave Factors - For exampleAcquisition of a financial holding company with commercial banks." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/16252081012667369249.

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碩士<br>國立中正大學<br>勞工關係學系暨研究所<br>99<br>In this study, a commercial bank activities for the voluntary termination areas of study, through in-depth understanding of their practical operation situation, and the activities of the company run by former employees involved in a case of interviews and secondary data collection collation, analysis of the company automatically Show the significance of separation activities. Each employee's most wanted, than to continue to invest in work, have a stable salary and their potential to help organizations improve their performance. However, companies in acquisitions in its aim to be the enlarged company, earnings increase and cost reduction, etc. Enterprises may be made to achieve a number of measures (such as severance pay workers, to improve corporate profits and employee performance goals or incentives), and then hope employees will be satisfied with contributions to knowledge, but often overlooked these companies after the implementation of mergers and acquisitions all these measures are not necessarily meet the staff of appetite, affect not only the work put into the part, and even employee turnover also affect various types of leave will form factor, when the employees found the system of organization, and individual work values do not meet, they tend to result in reduced investment in work and fatigue, leading to increased tendency to turnover intention. Finding： (1) Being acquired before and after mergers and acquisitions in the enterprise sector employees feel the atmosphere of poor labor relations, poor overall job satisfaction, job promotion opportunities to reduce, colleague satisfaction, poor, less inclined to organizational identity, high turnover intention. (2) Can learn through this study, changes in banking environment career banker is the main reason for the crisis, banks need to be adjusted self-employed work expertise, not only the stability of the primary considerations, personal career development to more flexibility, facing career crises, in order to smooth transition.
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Su, Long-Sheng, and 蘇龍昇. "The Relationship among No-Pay Leave, Self Identification and Organizational Identification- A Case Study of a Electrical Company." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/40650808683884257466.

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碩士<br>國立臺灣師範大學<br>科技應用與人力資源發展學系人力資源碩士在職進修專班<br>99<br>Enterprise would adjust their domestic strategy of choosing staffers according to the fluctuation of the economy and the operational situation of itself. However, under the severe economic recession in 2008, many enterprises collapsed which resulted in many unemployment and social unstable issues. The government agrees the enterprise to implement the no-pay leave with conditions in order to let the enterprises to continue their operation in assisting them to pass the difficulties. The purposes of this research are： 1. Get an understanding of the relationship between the employee’s background and the cognition toward no-pay leave. 2. Get an understanding of the relationship between the employees’ self identification and the cognition toward no-pay leave. 3. Get an understanding of the relationship between the employees’ cognition toward no-pay leave and the organizational identification. The questionnaire collecting data methods are as follows: conducting documentary analysis, establishing relative theoretical basis and foundation as well as checking the results of the questionnaire which put emphasis on the “employees’ cognition toward no-pay leave and the relationship between the employees’ self identification and organizational identification.” This research conducts public checkup methods base on the paper version, focusing on the objective whose first day in the C company was before Nov 1st, 2008 and were the direct operators with the experience of having no-pay leaves. This questionnaire was dispatched on Mar 9th, 2011 for 585 copies, and 550 copies were collected on Mar 15th, 2011. The response rate is 94%. Effective questionnaire were 543 copies and the effective response rate is 98.7%. To proceed inducing and coordinating methods for the questionnaire results by means of the statistic methods such as t testing and variance analysis. The brief summaries of this research are as follows： 1. Most of the employees agree that the no-pay leave contents are stipulated by organization. 2. There is no distinctive difference for the employees’ cognition toward no-pay leave according to employees’ different background. 3. For the part of employees’ self identification shows the uncertain feeling toward the future. 4. The higher level of employee’s cognition toward no-pay leave, the higher of their self identification is. 5. The higher level of employee’s cognition toward no-pay leave, the higher of their consensus toward the organizational identification is.
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Huang, Ching-Ru, and 黃靖如. "A Case Study About the Impact of Unpaid Leave on the Employees’Morale– Using S Company as an Example –." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/4jeq24.

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碩士<br>中原大學<br>企業管理研究所<br>98<br>ABSTRACT This research aims to explore a company’s problem and impacts of labor relationship when it adopted unpaid leave as a crisis management tool in an economic depression environment. Through the qualitative research, it is also hoped to explore how the compamy raise staff morale and business performance in order to maintain stable labor relations. S Corporation, an electronic component industry has been used as an case study in the research. Firstly, industry and company information were collected thoroughlyand secondly, several in-depth interviews with current and former staffs who had been through the unpaid leave were conducted as methodology of the research. In this research, we induced that the impact factors of the company which regarded the implementation of unpaid leave as a crisis management approach are external environment factors and internal company factors. Moreover, they are also in time-order which include prior, during and after. It is also hoped that the finding from this research would be able to give some suggestions about crisis management and strategic planning for other enterprises. The research found that the S Corporation appears not have a good ability in forcasting and facing changes in the industry. There seems to be lack of good internal communication channelgs within the company. Moreover, the performance management seems to be problematic as well. The data suggests that the company fail to establish crisis management system which may make unsuitable, ineffective policy or measures when confronting the recession. Even when the some actions are taken, the staff morale have been affected significantly. This research suggests that the businesses can set up a strong corporate culture and strengthen industrial analysis capabilities, improve performance management practices, establish crisis management mechanisms, communication channels in order to improve the lack of enterprise system.
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Books on the topic "Leavell Company"

1

Field, John W. Fig leaves and fortunes: A fashion company named Warnaco. Phoenix Pub., 1990.

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In the matter of the Ontario Energy Board Act and in the matter of application by the Consumers' Gas Company Ltd. for leave to construct transmission line in Parkway Belt West. The Board, 1986.

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In the matter of the Ontario Energy Board Act and in the matter of application by the Consumers' Gas Company Ltd. for leave to construct a natural gas pipeline in the Town of Milton, the City of Mississauga, and the City of Etobicoke. The Board, 1991.

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In the matter of applications by ICG Utilities (Ontario) Ltd for leave to construct a transmission line and for a certificate of public convenience and necessity for the township of the front of Leeds and Lansdowne and to restrict the certificate of public convenience and necessity granted to the Consumers Gas Company Ltd. The Board, 1990.

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In the matter of the Ontario Energy Board Act and in the matter of the Municipal franchise Act and in the matter of applications by the Consumers' Gas Company Limited for leave to construct a natural gas transmission pipeline and for certificates of public convenience and necessity and franchise approval in the town of Deep River and township of Rolph, Buchanan, Wylie and Mckay. The Board, 1990.

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In the matter of the Municipal franchise Act and in the matter of the Ontario Energy Board Act and in the matter of application by the Consumers' Gas Company Ltd. for leave to construct a pipeline in the township of Oro and Medonte, E.B.L.O. 232 and an application by ICG Utilities (Ontario) Ltd for variation of a certificate of public convenience and necessity E.B.C. 139-A, E.B.C. 139B. The Board, 1989.

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What to Do With Your Retirement Account When You Leave the Company. Halyard Press, 2001.

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How to Sell Your Company and Not Leave Money on the Table. Fuller-Waddington Publishing, 2013.

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1945-, Peters Winston, ed. Documents tabled by leave by Rt Hon Winston Peters on 27 June 2007. House of Representatives, 2007.

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Brooker, Ian, and Dean Nicolle. Atlas of Leaf Venation and Oil Gland Patterns in the Eucalypts. CSIRO Publishing, 2013. http://dx.doi.org/10.1071/9780643109865.

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Atlas of Leaf Venation and Oil Gland Patterns in the Eucalypts is an aid to the identification of eucalypts in the field and a confirmation of the natural affinities between species and higher-level taxa on the basis of their comparative morphology. Its purpose is to standardise leaf venation and oil gland terminology and to demonstrate the taxonomic value of leaf venation and oil gland patterns within the eucalypts.&#x0D; The work discusses the visible features of the adult leaves of eucalypts as seen with reflected and transmitted light. Because venation and oil glands become obscure in dried specimens this work relies entirely on the comprehensive sampling and observation of fresh leaves.&#x0D; High quality, scaled, leaf venation images of vouchered specimens are used to compare all taxonomic groups in the eucalypts. All genera, sections, series and subseries are represented.
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Book chapters on the topic "Leavell Company"

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Candel, Alberto, and Lawrence Conlon. "Compact leaves." In Graduate Studies in Mathematics. American Mathematical Society, 1999. http://dx.doi.org/10.1090/gsm/023/08.

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Hilb, Martin. "Succession Planning Governance Case." In Management for Professionals. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-48606-8_10.

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AbstractMichael Miller is the founder of a successful international high-tech company in the medical field. The total staff includes 3500 employees, 90% of which are outside Switzerland.Miller’s company was successful in acquiring Phamtex International, another family-owned company. Miller offered the CEO position for the new merged company to John Kennedy who was the successful former CEO of Phamtex International.Suddenly Michael Miller realized that he had no successor for John Kennedy in case of his leave.
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Begall, Katia, and Tanja van der Lippe. "The Educational Gradient in Company-Level Family Policies." In The Palgrave Handbook of Family Policy. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-54618-2_22.

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AbstractIn this chapter, the educational gradient in access to different organizational work-family policies is examined using unique multilevel survey data from the European Sustainable Workforce Survey covering nine European countries. A total of six different work-family policies are studied, representing working-time arrangements, leaves, and services. By combining information provided by the organization, the direct supervisor, and the employee we show that for all policies, access reported by employees is substantially lower than provision reported by the team managers, which in turn is lower than the provision reported by the HR managers. This points to complex processes in the distribution of information in organizations. Moreover, at the organizational as well as the employee level, higher skilled employees have more access to working-time arrangements. We conclude that the skill gaps in the access to organizational work-family policies identified in this chapter form an important dimension of social inequality in today’s labor market.
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Boyom, Michel, Emmanuel Gnandi, and Stéphane Puechmorel. "Canonical Foliations of Statistical Manifolds with Hyperbolic Compact Leaves." In Lecture Notes in Computer Science. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-80209-7_41.

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Orr, Dominic, Maren Luebcke, J. Philipp Schmidt, et al. "Four Models of Higher Education in 2030." In Higher Education Landscape 2030. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-44897-4_3.

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Abstract This chapter provides four models of higher education for the year 2030, namely the Tamagotchi, Jenga, Lego Set, and Transformer models. The Tamagotchi model represents the classic approach to higher education, starting right after secondary school and leading up to a bachelor’s or master’s degree and then transitioning into employment, finishing the path of higher education. The Jenga model, while similar to Tamagotchi, appeals to nontraditional students because of its shorter learning span and focuses on later phases of self-learning and -organization. The Lego Set model is fittingly named after the individually combined modules of different sizes, making for a self-reliant and non-standardized learning path rather than one compact unit. The Transformer model represents learners whose initial phase of education may have long passed, but who return to higher education to acquire new basic knowledge or upskill their formal education. It relies on the idea that everyone must have opportunities to leave their current professional paths and change course.
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Stern, Philip J. "“Great Warrs Leave Behind them Long Tales”." In The Company-State. Oxford University Press, 2011. http://dx.doi.org/10.1093/acprof:oso/9780195393736.003.0006.

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"The existence of compact leaves." In Translations of Mathematical Monographs. American Mathematical Society, 2006. http://dx.doi.org/10.1090/mmono/097/06.

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Amey, Robert. "Disqualification Proceedings." In Company Directors: Duties, Liabilities, and Remedies. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198754398.003.0037.

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Disqualification from being a director or in any way concerned in the management of a company without the leave of the court was brought into effect by the 1929 Act following the recommendations of the Greene Committee. An undischarged bankrupt was disqualified by virtue of his status and the court was given power to disqualify for up to five years promoters, directors, and officers of a company ordered to be wound up who had committed fraud and persons responsible for fraudulent trading. The 1948 Act extended the power to disqualify to officers of the company who had been guilty of any breach of duty.
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Elouadi, Sara, and Tarek Ben Noamene. "Does Employee Ownership Reduce the Intention to Leave?" In Handbook of Research on Human Resources Strategies for the New Millennial Workforce. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-0948-6.ch006.

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Employee ownership is an important element to develop employees' sense of belonging to their company and to unite them around strategic objectives. This kind of involvement reflects the internal cohesion and pride that unite employees with their company. Aware of the development of employee ownership and in anticipation of the deep implications of this practice in France, this study proposes to examine the impact of employee ownership on work attitudes. We conducted a questionnaire-based survey among employees of the SBF 250. The collected responses were then analyzed by a structural equation method. The results indicated that direct employee ownership helps to significantly reduce intention to leave. Similarly, organizational commitment and job satisfaction correlate positively and significantly with the granting of shares to employees.
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Herstein, Ori J. "The Remainder." In Civil Wrongs and Justice in Private Law. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190865269.003.0004.

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This chapter suggests that we should question whether private law is genuinely about legal wrongs. It argues that the correction of wrongs ordinarily leaves a normative remainder. In morality, these remainders can provide, for example, reason for ongoing regret and remorse over one’s wrongdoing, and shows that corrective action taken subsequent to a wrong is, at most, a second-best way of responding to the reasons one has to comply with the violated moral duty. This chapter considers that the existence of a normative remainder is condition requisite to the characterization of faulty conduct as a wrong. It also claims that remainders must track the character of the wrong: moral wrongs leave moral remainders, and legal wrongs leave legal remainders. Thus, this chapter argues that whether private law is concerned with legal wrongs properly so-called depends on whether legal remedies leave a legal remainder. Doubting that such legal remainders obtain, the chapter raises a challenge to viewing private law as a law of legal wrongs.
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Conference papers on the topic "Leavell Company"

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NODA, TAKEO, and TAKASHI TSUBOI. "REGULAR PROJECTIVELY ANOSOV FLOWS WITHOUT COMPACT LEAVES." In Proceedings of the Euroworkshop. WORLD SCIENTIFIC, 2002. http://dx.doi.org/10.1142/9789812778246_0021.

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Sippola, M. "WORK-FAMILY POLICIES AS AN UNREALISED REALM OF HRM IN RUSSIA." In Perspektivy social`no-ekonomicheskogo razvitiia prigranichnyh regionov 2019. Институт экономики - обособленное подразделение Федерального исследовательского центра "Карельский научный центр Российской академии наук", 2019. http://dx.doi.org/10.36867/br.2019.47.50.004.

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This study investigates how dimensions of workfamily culture become realised at Nordicowned factories in Russia. Appropriate workfamily policies would potentially help tackling the lack of commitment of the workers to the enterprise. However, the Nordic firms seem to outsource the responsibilities for familyfriendly policies to company trade unions or take the statutory minimum of family benefits and leaves as a benchmark to follow rather than develop companybased policies.
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Abarghooi, Hojat Moshtaghian, Azim Nobakht, and Ali Anvari. "Ethical climate, job satisfaction, organizational commitment and intention to leave in personnel of shiraz electric power distribution company." In 18th Electric Power Distribution Network Conference. IEEE, 2013. http://dx.doi.org/10.1109/epdc.2013.6565965.

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Bao, Lingfeng, Zhenchang Xing, Xin Xia, David Lo, and Shanping Li. "Who Will Leave the Company?: A Large-Scale Industry Study of Developer Turnover by Mining Monthly Work Report." In 2017 IEEE/ACM 14th International Conference on Mining Software Repositories (MSR). IEEE, 2017. http://dx.doi.org/10.1109/msr.2017.58.

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Weir, David A., Stephen Murray, Pankaj Bhawnani, and Douglas Rosenberg. "Experiences in Establishing Trustworthy Digital Repositories Within a Large Multi-National Pipeline Company." In 2012 9th International Pipeline Conference. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/ipc2012-90177.

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Traditionally business areas within an organization individually manage data essential for their operation. This data may be incorporated into specialized software applications, MS Excel or MS Access etc., e-mail filing, and hardcopy documents. These applications and data stores support the local business area decision-making and add to its knowledge. There have been problems with this approach. Data, knowledge and decisions are only captured locally within the business area and in many cases this information is not easily identifiable or available for enterprise-wide sharing. Furthermore, individuals within the business areas often keep “shadow files” of data and information. The state of accuracy, completeness, and timeliness of the data contained within these files is often questionable. Information created and managed at a local business level can be lost when a staff member leaves his or her role. This is especially significant given ongoing changes in today’s workforce. Data must be properly managed and maintained to retain its value within the organization. The development and execution of “single version of the truth” or master data management requires a partnership between the business areas, records management, legal, and the information technology groups of an organization. Master data management is expected to yield significant gains in staff effectiveness, efficiency, and productivity. In 2011, Enbridge Pipelines applied the principles of master data management and trusted data digital repositories to a widely used, geographically dispersed small database (less than 10,000 records) that had noted data shortcomings such as incomplete or incorrect data, multiple shadow files, and inconsistent usage throughout the organization of the application that stewards the data. This paper provides an overview of best practices in developing an authoritative single source of data and Enbridge experience in applying these practices to a real-world example. Challenges of the approach used by Enbridge and lessons learned will be examined and discussed.
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Cannuscio, Robert E. "Fencing in Green: Intellectual Property Protection of Developments in Sustainability and Energy Efficient Systems." In ASME 2008 2nd International Conference on Energy Sustainability collocated with the Heat Transfer, Fluids Engineering, and 3rd Energy Nanotechnology Conferences. ASMEDC, 2008. http://dx.doi.org/10.1115/es2008-54306.

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The increasing interest in recent years in energy efficiency and sustainability has generated a wealth of new innovations. Whether it is improved systems for generating energy from wind or water, new biofuels, or methods for increasing energy production from conventional fossil fuels, such innovations require expenditure of considerable research and development money. Failure to take measures to protect those innovations leave a company’s treasures open for others to use. While some feel that no protection should be granted on methods and devices that are designed to heal our Earth, the law was developed to encourage companies to invest in research. As it is, a large number of companies have already sought Intellectual Property protection for the advances they have conceived. Automotive companies have been protecting hybrid and hydrogen developments for many years. Other fields, such as solar power and wind generation, have seen a recent increase in patent applications on new developments. Navigating through these developments is becoming more and more complex as companies seek not only to protect devices that they have brought to market, but also improved concepts and advanced stages of research. Many companies blindly spend vast sums of money researching advances in a particular field, only to find out that another company has placed an Intellectual Property obstacle that inhibits bringing the advanced technology to market. Recent cases, including those from the Supreme Court have significant impact on how and whether new technology can be protected. This paper explains why patenting of green technology is beneficial to our society and some important things that companies involved in sustainability and energy advances need to know to protect themselves in this new green tinted world.
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Wang, Dingkang, Conor Watkins, Sanjeev Koppal, Mengyuan Li, Yingtao Ding, and Huikai Xie. "A Compact Omnidirectional Laser Scanner Based on an Electrothermal Tripod Mems Mirror for Lidar Please Leave." In 2019 20th International Conference on Solid-State Sensors, Actuators and Microsystems & Eurosensors XXXIII (TRANSDUCERS & EUROSENSORS XXXIII). IEEE, 2019. http://dx.doi.org/10.1109/transducers.2019.8808659.

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Miller, T. F., J. M. Evanko, C. Camci, B. Glezer, and M. Fox. "A Student-Executed Industrial Gas Turbine Design Project." In ASME 1999 International Gas Turbine and Aeroengine Congress and Exhibition. American Society of Mechanical Engineers, 1999. http://dx.doi.org/10.1115/99-gt-326.

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Practical training that readies the university graduate to deal with real life problems from the beginning of their engineering career is considered by many leading companies to be a critically important factor for future technological progress. An aggressive design project was undertaken by a unique collaboration between the Pennsylvania State University and Solar Turbines, Inc., an industrial gas turbine company. What made this project unusual was the requirement that the design effort had to be completed by students within the tight scheduling of this industry. It is becoming clear, as our students complete their formal education and leave, that the specific educational environment provided within this project to undergraduate and graduate level engineering students was effective, practical, and beneficial in terms of both educational value and practical outcome. Insights into undertaking such a project are described here.
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Koç, Banu, Nazan Çağlar, and Gamze Atar. "Functional properties of dried tarragon affected by drying method." In 21st International Drying Symposium. Universitat Politècnica València, 2018. http://dx.doi.org/10.4995/ids2018.2018.7834.

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Tarragon is a small shrubby perennial herb in the Asteraceae family. It is cultivated for the use of its aromatic leaves in seasoning, salads, sauces, vinegars, mustard and spices. In this study, tarragon was dried in two different drying equipment (infrared (ID) and microwave dryers (MD)) to compare the drying and final product properties (moisture content, water activity and colour change). Three different output power levels of 125, 250 and 500 W were used for MD, whereas the ID treatment involved three drying temperature levels that were 60, 70 and 80°C. A comparison of the drying kinetics, MD was more effective in shortening drying time when compared with ID. Keywords: Tarragon, microwave drying, infrared drying, color change
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Gerding, Enrico H., Alvaro Perez-Diaz, Haris Aziz, et al. "Fair Online Allocation of Perishable Goods and its Application to Electric Vehicle Charging." In Twenty-Eighth International Joint Conference on Artificial Intelligence {IJCAI-19}. International Joint Conferences on Artificial Intelligence Organization, 2019. http://dx.doi.org/10.24963/ijcai.2019/773.

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We consider mechanisms for the online allocation of perishable resources such as energy or computational power. A main application is electric vehicle charging where agents arrive and leave over time. Unlike previous work, we consider mechanisms without money, and a range of objectives including fairness and efficiency. In doing so, we extend the concept of envy-freeness to online settings. Furthermore, we explore the trade-offs between different objectives and analyse their theoretical properties both in online and offline settings. We then introduce novel online scheduling algorithms and compare them in terms of both their theoretical properties and empirical performance.
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Reports on the topic "Leavell Company"

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Sheridan, Anne. Annual report on migration and asylum 2016: Ireland. ESRI, 2017. http://dx.doi.org/10.26504/sustat65.

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The Annual Report on Migration and Asylum 2016 provides an overview of trends, policy developments and significant debates in the area of asylum and migration during 2016 in Ireland. Some important developments in 2016 included: The International Protection Act 2015 was commenced throughout 2016. The single application procedure under the Act came into operation from 31 December 2016. The International Protection Office (IPO) replaced the Office of the Refugee Applications Commissioner (ORAC) from 31 December 2016. The first instance appeals body, the International Protection Appeals Tribunal (IPAT), replacing the Refugee Appeals Tribunal (RAT), was established on 31 December 2016. An online appointments system for all registrations at the Registration Office in Dublin was introduced. An electronic Employment Permits Online System (EPOS) was introduced. The Irish Short Stay Visa Waiver Programme was extended for a further five years to October 2021. The Second National Action Plan to Prevent and Combat Human Trafficking was published. 2016 was the first full year of implementation of the Irish Refugee Protection Programme (IRPP). A total of 240 persons were relocated to Ireland from Greece under the relocation strand of the programme and 356 persons were resettled to Ireland. Following an Oireachtas motion, the Government agreed to allocate up to 200 places to unaccompanied minors who had been living in the former migrant camp in Calais and who expressed a wish to come to Ireland. This figure is included in the overall total under the IRPP. Ireland and Jordan were appointed as co-facilitators in February 2016 to conduct preparatory negotiations for the UN high level Summit for Refugees and Migrants. The New York Declaration, of September 2016, sets out plans to start negotiations for a global compact for safe, orderly and regular migration and a global compact for refugees to be adopted in 2018. Key figures for 2016: There were approximately 115,000 non-EEA nationals with permission to remain in Ireland in 2016 compared to 114,000 at the end of 2015. Net inward migration for non-EU nationals is estimated to be 15,700. The number of newly arriving immigrants increased year-on-year to 84,600 at April 2017 from 82,300 at end April 2016. Non-EU nationals represented 34.8 per cent of this total at end April 2017. A total of 104,572 visas, both long stay and short stay, were issued in 2016. Approximately 4,127 persons were refused entry to Ireland at the external borders. Of these, 396 were subsequently admitted to pursue a protection application. 428 persons were returned from Ireland as part of forced return measures, with 187 availing of voluntary return, of which 143 were assisted by the International Organization for Migration Assisted Voluntary Return Programme. There were 532 permissions of leave to remain granted under section 3 of the Immigration Act 1999 during 2016. A total of 2,244 applications for refugee status were received in 2016, a drop of 32 per cent from 2015 (3,276). 641 subsidiary protection cases were processed and 431 new applications for subsidiary protection were submitted. 358 applications for family reunification in respect of recognised refugees were received. A total of 95 alleged trafficking victims were identified, compared with 78 in 2015.
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