Relevant bibliographies by topics / Office practice Employees

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Office practice Employees'

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

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Journal articles on the topic "Office practice Employees"

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Bočková, Kateřina, and Daniel Lajčin. "Home Office and Its Influence on Employee Motivation." 12th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 12, no. 1 (October 8, 2021): 3. http://dx.doi.org/10.35609/gcbssproceeding.2021.12(3).

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There are several variants and various modifications of forms of work outside the office. Some companies use, enable or even prefer working from home in the form of a home office. In practice, we often encounter different views on this form of work, both in terms of positive benefits and negatives and risks. In practice, there is probably no uniform view of this issue, both on the part of employers and management and employees. Working from home in the form of a home office shows certain specifics and places specific and different demands on both employees and employers compared to "traditional" work in the office or in another place designated by the employer to perform work. The problem may be not only the decision itself whether to allow and whether to use work from home for employees, but also the decision on which job positions and with what job description are suitable for the mentioned form of work performance. The place of work most likely has a significant effect on the motivation of employees and management. The question is whether and under what conditions positive motivation prevails, or negative motivation, i.e. demotivation. In the presented work, we focus on the advantages and disadvantages, i.e. the risks of the mentioned type of work, especially in the area of employee motivation. In this paper we summarize the development and current theoretical information on this issue and then compare it with current practice. In the following practical part, we will examine the perception of differences in employees, between working in the office and home office, focusing on the mentioned area of motivation. Keywords: Demotivation, Home Office, Leadership, Management, Motivation.
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Eaglebarger, Sue. "Engaging employees beyond the office freebies." Strategic HR Review 16, no. 3 (June 12, 2017): 112–16. http://dx.doi.org/10.1108/shr-03-2017-0015.

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Purpose The purpose of this paper is to focus on the key roles played by both human resources and internal communications in developing, implementing and measuring employee engagement strategies and activities. Although the management practice has been widespread since the early 2000s, many are still confused or skeptical of engagement. Design/methodology/approach This paper aims to define engagement and its importance with regard to attracting and keeping top talent, highlighting Aon Hewitt’s behavioral model and Gallup’s research. Findings Recognizing that employee engagement is a key performance indicator, this paper highlights how Lawson Products is creating growth and sustainability with its number-one asset, employees. Originality/value By considering the opportunities Lawson Products is providing for its employees to do meaningful work, to learn, to be involved without being micromanaged and to make an impact, readers will take away proven ideas to draw and engage today’s top talent.
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Riani, Evicenna Naftuchah, and Ratih Indraswari. "COVID-19 Prevention Practices for Employees who Work From Office (WFO)." Jurnal PROMKES 9, no. 1 (March 30, 2021): 44. http://dx.doi.org/10.20473/jpk.v9.i1.2021.44-49.

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Background: COVID-19 pandemic in Indonesia has not ended yet. Since the New Habit Adaptation, previously known as the New Normal, employees have started return to work in offices. At the end of July 2020, the addition of new cases received a large number of contributions from employees working in the office, raising a new cluster known as the office cluster. Objective: This study aimed to analyze the association between characteristics and practice of preventing the transmission of COVID-19 among employees in Purwokerto, Central Java. Methods: This is a quantitative study with a cross-sectional design. Online data collection was conducted in early August 2020. The variables were the respondents’ characteristics (gender, age, occupation, and income) and the practice of COVID-19 prevention among employees in the office (wearing a mask, maintaining physical distance, handwashing, opening doors and windows for air circulation). Fifty-seven employees started working in offices in Purwokerto who were involved in this research. Results: Most respondents were adults (82.5%), women (70.2%), working as private employees (77.2%) with an income above the minimum wage (73.7%). Almost all respondents have widely adopted the practice of washing hands (86%) and using masks (98.2%) since the pandemic’s emergence. However, many employees were unable to perform physical distancing (26.3%), stayed away from the crowd (29.8%), opened workspace doors/windows (56.1%), and tried to work outdoor (86%). There is no association between characteristics and prevention practice. Private companies need to tighten their health protocols and monitoring. They should provide rewards and punishments for employees who did not obey the regulation. Also, local governments need to supervise all companies in their area to enforce health protocols seriously.
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Ayoko, Oluremi B., and Neal M. Ashkanasy. "The physical environment of office work: Future open plan offices." Australian Journal of Management 45, no. 3 (May 27, 2020): 488–506. http://dx.doi.org/10.1177/0312896220921913.

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Different configurations of the physical environment of office work are rapidly changing the way office workers behave and perform at work. In particular, organisations today are progressively accommodating their employees in open plan offices (OPOs). In this article, we focus on the OPO and discuss its future and implications for research and practice. Specifically, we build on recent advances in the field to propose that new OPO configurations will require new forms of work behaviour involving new processes and practices, and new research approaches. In addition, we discuss possible areas of work that OPO environments of the future might affect; for example, work design, interpersonal processes, noise and distractions, human resource management (HRM) practices and leadership. Along these lines, we suggest future research directions and make recommendations to navigate the intersection of organisational behaviour (OB) and OPO research and practice. JEL Classification: M19
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Roline, Alan C. "Defamation by Action May “Speak as Loudly as Words”." Public Personnel Management 26, no. 4 (December 1997): 497–504. http://dx.doi.org/10.1177/009102609702600406.

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Imagine yourself as the human resource manager in the following scenario: You have just notified one of your employees that he is going to be terminated due to a conflict of interest which the employee has repeatedly refused to resolve. In accordance with usual company practice, you instruct his immediate supervisor to accompany the employee to his office to pack up his personal belongings and escort him out the main entrance. Neither you, nor the supervisor say anything to anyone regarding the reason for the employee's termination.
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Kashtanova, YEkatyerina, Vasiliy Svistunov, V. Abdullina, and A. Gubina. "Distance Labor Trends in Digitalization." Management of the Personnel and Intellectual Resources in Russia 9, no. 5 (December 21, 2020): 68–74. http://dx.doi.org/10.12737/2305-7807-2020-68-74.

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Rapidly spreading around the world, the coronavirus instantly changed the usual way of life of mankind. Employers are forced to massively transfer their employees to remote work mode. Humanity has entered one of its most global experiments: will employees who have experienced a new work model return to the office version? Which of the long-standing myths about remote work have already lost their relevance? How do modern digital tools transform the attitude of employers and employees to remote work? What does remote work change in the company's HR management practice? We have tried to answer at least some of these questions in this article, based on personal experience of remote work and studying the practices of remote labor relations in Russia and abroad.
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Филипова, Ирина, and Irina Filipova. "Settlement of Labour Disputes through Mediation: Current Status of Legislation, its Practical Application and Development Perspectives." Journal of Russian Law 4, no. 6 (May 30, 2016): 0. http://dx.doi.org/10.12737/19769.

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Russian legislation envisages the possibility of using mediation in labour disputes. At the same time, in practice mediation in labour disputes is rarely used. In legal literature, different reasons of this situation are identified: reluctance of the parties to pay for mediation, distrust of the mediator, absence of demand for mediation. It is important to understand that an employee is usually the initiator of a labour dispute. The author of this article believes that scarce application of mediation in the settlement of labour disputes lies in the high level of employees’ guarantees and rights in the Russian labor law and civil procedural law. First of all, the Labour Code provides plenitude of employee´s rights. If the employer violates these rights, the employee can go to court; the court will require the employer to restore the employee’s violated rights. Secondly, the employee is exempt from payment of judicial expenses. Thirdly, the employee may apply to the State Labour Inspectorate and the Prosecutor´s Office. Thus, the employee does not need the mediation procedure. It is more useful for employers, but employers have little knowledge about mediation. Foreign experience shows that for successful implementation of mediation in practice it is necessary to introduce the concept of mediation in labour legislation.
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Irvine, Dlamini Phakamani, and Mdletshe Bonga Blessing. "Employee’s Perception on Workplace Gossip in the South African Public Sectors: The Implication on Job Performance." Journal of Management and Strategy 10, no. 3 (March 27, 2019): 48. http://dx.doi.org/10.5430/jms.v10n3p48.

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Gossip is pervasive in any working environment. Sketching upon the existing and scant body of research knowledge surrounding the subject of gossip, the current qualitative study undertaken critically assessed how the employees protrude themselves after being victims of gossip in a workplace. This study examined the influence of workplace gossip on the job performance of employees within selected municipalities in South Africa. The researcher intended to establish the likeliest behaviour of municipality employees towards their job performance in the event of encountering workplace gossip. Interviews with twenty-five office workers were conducted and data documented and analyzed. The heuristic of this study was to equip managers or those in practice with an in-depth understanding about office gossip, by providing a new dimension about the influence workplace gossip on job performance and employees self-efficacy. Moreover, the study necessitated an in-depth understanding of several reactions that emanates from employees behavioral patterns when affected by office gossip. The study uncovered a substantial outcome, such that if gossip is work-related, rather than non-work-related, employees are more likely to improve their performance. However, unremittingly exposure to gossip can have a negative impact on employee’s self-efficacy.
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Nengsih, Inda Ayu, and Herman Herman. "Strategi Pelayanan Izin Praktek Doketer Pada Dinas Penanaman Modal dan Pelayanan Terpadu Satu Pintu (DPMPTSP) Kota Pekanbaru." ASKETIK 3, no. 2 (December 25, 2019): 163–75. http://dx.doi.org/10.30762/ask.v3i2.1568.

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The purpose of this study is to develop a strategy for the practice of permission to practice a doctor at the Office of Investment and Integrated Services One Door (DPMPTSP) Pekanbaru City. This type of research is using descriptive research type with a qualitative method using the SWOT analysis instrument to obtain answers whether it influences the doctor practice permit service strategy at the Office of Investment and One Stop Integrated Services (DPMPTSP) Pekanbaru City. The types of data used in this study are primary and secondary data relating to this research. Sources of data in the study were respondents who provided information related to this study, namely the Head of the Management Division of doctor and employee practice licenses as well as doctors who administered the doctor's practice permit. Data collection techniques carried out by observation, interviews and documentation. The sampling technique is census for employees and purposive sampling for doctor respondents. The strategy that must be carried out by Pekanbaru City DPMPTSP is maximizing employee utilization, innovating in the field of public services, showing commitment to work, improving service quality, providing education and training to employees, providing motivation, strengthening coordination and communication, utilizing technological developments and and so on, where the aim is maximum service to the community specifically to the doctor's practice permit service.
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Wang, Zhiqiang, and Yong Han. "Establishing spirituality in the workplace." Human Resource Management International Digest 24, no. 4 (June 13, 2016): 5–7. http://dx.doi.org/10.1108/hrmid-10-2015-0167.

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Purpose Explores, from an insider’s perspective, human resource’s (HR’s) critical role in establishing spirituality practice at the Guangxi Institute of Public Administration, for enhancing academics and administrative staff’ intrinsic satisfaction. Design/methodology/approach Describes the various forms of spiritual human resource management (HRM) practice that the Guangxi Institute of Public Administration applied in the workplace. Findings Reports that various forms of spiritual HRM practice could improve the organizational productivity through employees’ engagement; for example, increased use of initiative, helping each other, making constructive suggestions for team work, reducing individuals level of workload and conflict resolution. Practical Implications Explains that HR managers could develop a highly committed and productive workplace through designing various forms of spiritual HRM practice, including connecting employees with nature by building natural featured campus and bringing in plants at workplace, encouraging employees to take exercise and/or breaks to develop their physical and spiritual wellness, celebrating important milestones and achievements, organizing informal teams to get to know each other better (hobbies, likes and dislikes), decorating office with employee-made art, acknowledging employees’ creative expression and promoting feelings of egalitarianism. Originality/value Offers interesting details of spiritual HRM practice, from an insider’s perspective, in a Chinese context.
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Dissertations / Theses on the topic "Office practice Employees"

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Ablard, Robert. "Process mapping office activities of a small mechanical contractor for process improvement and enhancement of succession process." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006ablardr.pdf.

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Seligman, Larry Stuart. "Perceived value impact as an antecedent of perceived usefulness, perceived ease of use, and attitude a perspective on the influence of values on technology acceptance /." Access restricted to users with UT Austin EID Full text (PDF) from UMI/Dissertation Abstracts International, 2001. http://wwwlib.umi.com/cr/utexas/fullcit?p3035978.

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Hale, Sarah E. (Sarah Emily). "The Use of Shorthand by Executive Level Secretaries Who are Employed by Major Employers in the Dallas-Fort Worth Area with Ramifications for Curriculum at the High School and Junior College Level." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc500809/.

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Dugan, Donna. "The Influence of Organizational Culture on the Existence of Systems Employed to Improve Quality of Care in Medical Office Practices." VCU Scholars Compass, 2010. http://scholarscompass.vcu.edu/etd/2061.

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A frequently cited reason for poor quality of care in the ambulatory care setting is the lack of optimally designed systems to address care for those with preventive or chronic care needs. Organizational theory suggests that culture plays an important role in the shaping of these types of programs. The purpose of this cross-sectional study is to understand through descriptive and regression analysis of secondary data, the relationship between the existence of cultural characteristics such as collegiality, quality emphasis and autonomy, and the systems employed to improve quality of care within primary care practices. The study uses an integrated theoretical framework consisting of organizational culture, social network and organizational learning theories to better understand the rationale for the relationships. The analysis is an outgrowth of a previous National Committee for Quality Assurance (NCQA) project conducted in Minnesota where 300 staff across 42 office practices were asked to answer questions on a self-report survey to assess the presence and function of clinical practice systems. To evaluate organizational culture, validated questions from the work of Kralewski and colleagues were also asked. Descriptive analysis results showed a large range in consistency of practice system use, with clinical information systems as most used and care management systems as least used. Results of the multivariate analysis showed collegiality and quality emphasis as significantly related to the use of practice systems. More specifically, both collegiality and quality emphasis were seen to positively influence the use of clinical quality evaluation and improvement systems and an emphasis of quality was seen to positively influence the use of clinician reminders and clinical information systems. A statistically significant relationship between autonomy and practice systems use was not seen. As the study shows that culture does influence the use of certain systems for care improvement, it provides an increased understanding and avenue for intervention/change in the continued quest for improved quality of care. Policymakers and practice leadership may want to focus energy on understanding primarily whether the culture of practices places an emphasis on quality and collegiality. Ultimately it may foster the use of practice systems for quality of care improvement.
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Nogueira, Leila de Mello Yañez. "Estabilidade versus flexibilidade: a dicotomia necessária à inovação na gestão de recursos humanos em uma organização pública, estatal eestratégica como Bio-Manguinhos / Fiocruz." reponame:Repositório Institucional da FIOCRUZ, 2009. https://www.arca.fiocruz.br/handle/icict/2500.

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Made available in DSpace on 2011-05-04T12:36:29Z (GMT). No. of bitstreams: 0 Previous issue date: 2009
Este trabalho propõe analisar o fenômeno da terceirização desenvolvido ao longo das duas últimas décadas em Bio-Manguinhos. Trata-se de um estudo de caso realizado na unidade de produção de vacinas e reagentes para diagnóstico da Fundação Oswaldo Cruz. Inicialmente foi realizado um estudo de cenário, analisando a política de gestão do trabalho desenvolvida pelo Estado brasileiro para as instituições públicas. A seguir, a análise passou a verificar a inserção da Fiocruz nessas políticas, desde a sua criação e no decorrer de vigência de diferentes formas de contratação, alternando da extrema rigidez para a total flexibilidade sempre com foco na gestão do trabalho, e, como essas políticas se refletiram no desempenho de Bio-Manguinhos. Baseado no contexto da conformação do Estado e na análise do desempenho da unidade, o trabalho critica a falta de planejamento e de prospecção dessas políticas, que favoreça a inovação de processos, produtos e procedimentos e o desempenho pleno de uma unidade de produção de insumos para a saúde, tão necessários ao atendimento das necessidades da população brasileira. Critica também, a ausência de um modelo de Estado consolidado que sirva de arcabouço à formulação dessas políticas. Devido às fortes críticas dos órgãos de controle acerca da extrapolação dos limites da terceirização praticada nas últimas duas décadas e à falta de definição clara desses marcos legais, o trabalho apresenta uma metodologia baseada nas atribuições dos cargos do plano de carreiras da Fiocruz e culmina com a apresentação de uma matriz de atribuições passíveis de serem realizadas por contratação indireta. Conclui pela necessidade de convivência de dois quadros de trabalhadores: um permanente formado por servidores, estáveis e de carreira e outro flexível, executado por contratação indireta, de caráter eventual, temporário ou de apoio às atividades relacionadas à missão de Bio-Manguinhos. O trabalho ainda sugere a aplicação da mesma metodologia às demais unidades da Fiocruz e que a instituição afirme, frente aos órgãos de controle, quais atividades que ela precisa manter no quadro de servidores permanente e quais ela quer delegar a terceiros sem contudo, ferir a legislação vigente. Por fim, constata-se que a metodologia apresentada ameniza, mas não resolve o problema, dessa forma, recomenda-se à Fiocruz buscar mecanismos que altere o modelo de gestão pelo qual está submetida a fim de viabilizar as duas formas de incorporação de mão-de-obra.
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Ramrathan, Sathishah (Nishi). "Workplace discrimination against Durban University of Technology (DUT) trainees within the hotel and catering industry." Thesis, 2005. http://hdl.handle.net/10321/108.

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Thesis (M.Tech.: Office Management and Technology)-Durban University of Technology, 2005 xv, 129 leaves
The Constitution contains the Bill of Rights, one that is regarded as the corner-stone of democracy, as it enshrines the rights of all people and affirms the democratic values of human dignity, equality and freedom. Section 9(1) provides for the promotion of a society in which diversity of identity is respected and protected. The Employment Equity Act 55 of 1998, stipulates that designated employers implement affirmative action, thereby compelling organizations to eradicate all forms of discrimination in organizational processes and procedures. With such legal measures put in place (Promotion of the Equality Act) acceptance and change within organisations has to be accelerated. The purpose of this study is to explore workplace discrimination against trainees within the Hotel and Catering industries. Workplace discrimination is against human rights and can become a legal violation of Labour laws. Although preventative policies are in place, this study would illuminate the extent to which discrimination occurs, how it has manifested itself, and how students would be affected by this discrimination.
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Books on the topic "Office practice Employees"

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Simon, Judith C. Procedures for the modern office: An in-basket approach. New York: Wiley, 1988.

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Basic hotel front office procedures. 2nd ed. New York: Van Nostrand Reinhold, 1989.

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Renner, Peter Franz. Basic hotel front office procedures. 3rd ed. New York: Van Nostrand Reinhold, 1994.

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Simon, Judith C. Systems and procedures for the modern office: A simulation approach. 2nd ed. Englewood Cliffs, N.J: Regents/Prentice Hall, 1993.

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Government servants conduct and disciplinary laws: Practice & procedure with model forms. Rawalpindi: Federal Law House, 2010.

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Gong wu yuan gou tong xie tiao neng li de pei yang yu ti sheng. Beijing: Zhong gong zhong yang dang xiao chu ban she, 2007.

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Greenbaum, Joan M. Windows on the workplace: Computers, jobs, and the organization of office work in the late twentieth century. New York: Cornerstone Books/Monthly Review Press, 1995.

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Greenbaum, Joan M. Windows on the workplace: Computers, jobs, and the organization of office work in the late twentieth century. New York: Cornerstone Books/Monthly Review Press, 1995.

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United States. Office of Compliance. Procedural rules of the Office of Compliance: As amended June 2004. Washington, D.C.] (110 2nd Street, S.E., Room LA-200, Washington): Office of Compliance, 2004.

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Office, United States Government Accountability. An assessment of dependent care needs of federal workers using the Office of Personnel Management's survey. Washington, D.C: United States Government Accountability Office, 2007.

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Book chapters on the topic "Office practice Employees"

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Levy, Daniel C. "University Leadership: Slippage from Abiding to Peremptory Roles?" In The Promise of Higher Education, 275–81. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-67245-4_43.

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AbstractOur university leadership strongly encourages you to attend today’s session on _____. This topic is of the utmost importance to us all.” Such urging populates the Inboxes of faculty, workers, and students at U.S. universities. They come from presidents, vice-presidents, deans, directors of diversity and inclusion offices, coordinators of training and development, and subordinates in the enlarging bureaucracy mobilized to support this leadership. Seminars train employees with “best practices” to improve their “cultural competencies” and correct their deficiencies. Meanwhile, senior administration’s moral purview extends to pronouncements on the political controversies of the day. Taken together, these internal and external roles mark huge scope for university leadership. Since when? Who signed such a contract when hired as faculty or paying tuition?
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Alan, Hale, and Mustafa Kemal Topcu. "A Human Resource Management Practice on Working Remotely During and After the COVID-19 Pandemic." In Handbook of Research on Current Trends in Asian Economics, Business, and Administration, 64–78. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-8486-6.ch004.

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COVID-19 caused great effects on public health and unprecedented losses to economies and labour markets. Companies mostly chose working remotely rather than laying employees off. However, COVID-19 introduced radical changes to all aspects of life. Regarding workplace, human resources practices are not enough for managing behaviour, motivation, and competencies of the employees working remotely. In addition, the workplace's design is not in compliance with regulations newly made by national and international authorities. Towards this end, this chapter discusses the design of the office that will be used during and after pandemic. Meanwhile, the chapter discusses human resources practices that may be employed in order to facilitate the process of working remotely.
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Astor, Ron Avi, Linda Jacobson, Stephanie L. Wrabel, Rami Benbenishty, and Diana Pineda. "Lessons from Business." In Welcoming Practices. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780190845513.003.0013.

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As noted in the Hanover Research report mentioned in Chapter 3, an increase in competition among schools has led to many administrators thinking more about students and parents as customers—and not simply as people who are required by certain geographical boundaries to attend a particular school. As a result, some educators have turned to companies that are known for outstanding customer service in order to improve the culture of their schools. Others have found inspiration in the work of Stephen Covey or other experts on leadership and effective business practices. In the Tulsa Public Schools, for example, leaders recognized inconsistencies in how people were treated when they went into a school’s front office, which can sometimes become like what one district official described as a “three- ring circus.” They’ve since taken several approaches to improving how secretaries and other office staff members in the district receive new parents and students. “When we enroll a child in our schools, we’re engaging with the whole family,” says Jane Barnes, the director of staff development and leadership training for the district. Some schools have received training from local Chick-fil-A and QuikTrip franchises in Tulsa. And now the district is providing additional professional development to school office staff members on how to be more attentive to families who walk in the door and leave a “positive, memorable impression.” Barnes says receptionists and other office employees need opportunities to practice various scenarios in which they interact with families. The training also focuses on strengthening the collegial relationships among those working in a school office and improving their skills in communicating with Hispanic families. Other districts across the country have taken lessons from “the happiest place on earth” on how to make schools more inviting and improve relationships with families. In a piece for Forbes.com, contributor Carmine Gallo wrote about how Disney employees have a way of making everyone feel that they are special. “Disney employees are trained to be ‘Assertively Friendly.’ Disney team members are encouraged to actively seek contact with guests,” he wrote.
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Hansen, Laura Pinto. "Regulatory Ambiguity." In Handbook of Research on Theory and Practice of Financial Crimes, 132–48. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-5567-5.ch008.

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Ordinarily “black money” is considered a part of illegal transactions involving cash payments. However, in the case of illegal insider trading, illegal profits are often hidden in the purchase of luxury items and financial investments through offshore accounts. Aiding in this particular white-collar crime is the ambiguity of regulation, often dependent on the political whims of whatever party is in office at the time. Adding to the confusion is the fact that in some cases, “insider traders” are acting legitimately, as in the case of senior executives with stock buying options within their compensation or with lower-level employees participating in employee stock ownership programs (ESOPs). Though there are exhaustive ways by which illegal trading information is passed around, there are certain industries, including finance, that lend themselves to greater risk for employee involvement in illegal insider trading. This chapter includes discussions of mergers and acquisitions frenzies, as well as hedge funds and their contributions to illegal insider trading.
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Afedzie, Richard H., Bellinda Omari Asante, and James Aller. "Employee Green Behaviour in Ghanaian Public Sector Organisations." In Human Resource Management Practices for Promoting Sustainability, 229–47. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4522-5.ch013.

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This chapter explores the role of employees' green behaviour in public sector organisations in Ghana. The enactment of the Renewable Energy Technologies Act by Ghana's legislative body in 2012 has drawn considerable attention to the essence of embarking on a sustainable energy policy agenda. Public sector employees have been tasked by the government to be prudent in conserving energy in all its organisations. A qualitative research approach was adopted. A semi-structured interview was employed to examine how employees' routine activities considered green behaviour in the performance of their tasks at the workplace. Purposeful sampling was adopted in choosing 16 employees within selected public sector organisations. The data analysis revealed two seminal themes, which resulted in three key conclusions. Organisational policies such as replacing old office equipment with new energy-saving equipment to conserve energy are essential. Second, annual training on employee green behaviour has a long-term impact on creating environmentally conscious employees.
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Blount, Yvette. "Management Skills and Capabilities in an Era of Technology Disruption." In Advances in Human Resources Management and Organizational Development, 1–21. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2328-4.ch001.

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This chapter examines the literature relating to information and communications technology (ICT) and management skills and capabilities relating to anywhere working. The workforce is becoming more global, and workers can work from anywhere and still be connected with colleagues and collaborators. Although ICT is an enabler of anywhere working, sustainable anywhere working requires specific management skills and capabilities. Globalization of work requires organizations to manage workers ranging from full-time employees through to freelancers working in different locations including a central office, co-working center, from home and other flexible options. The chapter concludes by proposing a research agenda and conceptual framework to identify the management skills and capabilities required to successfully manage anywhere working (other terms include telework and telecommuting). The proposed conceptual framework will inform researchers and managers on best practice for adopting sustainable anywhere working to achieve strategic business objectives.
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Blount, Yvette. "Working Anywhere Management Opportunities and Challenges." In Anywhere Working and the Future of Work, 1–22. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4159-3.ch001.

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This chapter examines the literature relating to information and communications technology (ICT) and opportunities and barriers relating to anywhere working. The workforce is becoming more global, and workers can work from anywhere and still be connected with colleagues and collaborators. Although ICT is an enabler of anywhere working, sustainable anywhere working requires specific management skills and capabilities. Globalization of work requires organizations to manage workers ranging from full-time employees through to freelancers working in different locations including a central office, co-working center, from home, and other flexible options. The chapter concludes by proposing a research agenda and conceptual framework to identify the management skills and capabilities required to successfully manage anywhere working (other terms include telework and telecommuting). The proposed conceptual framework will inform researchers and managers on best practice for adopting sustainable anywhere working to achieve strategic business objectives.
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de Bruin, Kitty. "TelewerkForum Stimulates Telework in the Netherlands." In Telecommuting and Virtual Offices, 50–58. IGI Global, 2001. http://dx.doi.org/10.4018/978-1-878289-79-7.ch003.

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Implementation of successful teleworking programs requires a cooperation among organizations, employees, governments and labor groups. This paper presents the model used in the Netherlands that can be adopted by any region, state or country to promote telecommuting for the good of society and the employees. The success of any telecommuting program relies on proactive communications, practical advice, and constant promotion of the concept to the public.
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Johnson, Nancy. "Case Study of the St. Paul Companies' Virtual Office for the Risk Control Division." In Telecommuting and Virtual Offices, 148–61. IGI Global, 2001. http://dx.doi.org/10.4018/978-1-878289-79-7.ch009.

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The St. Paul Companies has successfully implemented a virtual office (VO) working environment for its construction risk control and commercial risk control employees over the past six years. The program goals of operating more cost-effectively, increasing contact of the risk control specialists with their customers, and reducing office space costs for The St. Paul Companies have been met. There are many good practices that have been developed over the six years of offering the program, and more refinements and changes planned. As the communications and computer technologies advance, facilitation of working from remote sites improves. While it is easier for employees to work from remote sites, maintaining the boundaries between work and personal lives is more challenging. Improving the VO employees’ and corporate employees’ understanding of the others’ working conditions is necessary to improve relationships and the acceptance of change. The concept of VO work is well established within the organization, and the demand for it is growing.
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Mayer, Martin J., and David M. Corey. "Current Issues in Psychological Fitness-for-Duty Evaluations of Law Enforcement Officers." In Police Psychology and Its Growing Impact on Modern Law Enforcement, 93–117. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-0813-7.ch005.

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Courts throughout the United States have ruled that that the “awesome powers” entrusted to law enforcement officers, and the safety-sensitive nature of their positions, impose on their public employers a responsibility to ensure that they are fit to perform their duties. But, as with an officer's powers, the authority of a police employer to mandate a psychological fitness-for-duty evaluation (FFDE) is not without boundaries. This chapter addresses the legal authority of a police employer to require an FFDE, the limits to that authority, and the implications of these constraints both for police employers and the psychologists who conduct these evaluations on their behalf. Written by two prominent experts in police employment law and police psychology, this chapter concerns itself with both the law and professional standards of practice. Key topics include the legal threshold for requiring an FFDE, limitations to the content of an FFDE report, and evaluator qualifications.
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Conference papers on the topic "Office practice Employees"

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Madhwani, Kishore. "445 A practical novel model for office ergonomics awareness amongst global corporate office employees’. sharing experience from 11 countries." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.771.

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Taimenas, Elsa, Imelda Pellokila, Yunita Rihi, and Sheila Day. "Homestay Employees Empowerment In Front Office Division Toward Competency Standard Practices To Improve The Services Quality In Kupang City." In Proceedings of the 1st International Conference on Engineering, Science, and Commerce, ICESC 2019, 18-19 October 2019, Labuan Bajo, Nusa Tenggara Timur, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.18-10-2019.2289942.

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Shirokaya, M. Yr. "Self-organization and feeling of time freelancers." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.724.739.

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The article presents the results of studying the features of self-organization of activities and the experience of time by freelancers. The sample of freelancers was 96 people, the average age was 33.4 years, the sample of office employees (control group) was 69 people, the average age was 33.8. The samples were made up of professionals from different fields of activity with work experience from 1 year to 22. Methods were used: 1. Questionnaire of self-organization of activity (Mandrikova, 2010), 2. Manager’s Time syndrome (Vodopyanova, 2018). Time perspective (Zimbardo, svord, svord, 2017). To obtain the results, the SPSS statistical package, version 22, used the Kolmogorov test for testing the normality of the distribution, nonparametric descriptive statistics, comparison of averages (Z-test), and Spearman correlation analysis. As a result of the study, freelancers were identified: conscious self-organization of activities; purposefulness and perseverance; orientation to the future, which contributes to high purposefulness and self-organization; temporary tension in activities and the severity of time syndrome; the problem of balancing life and activity time, which is aggravated by increasing dependence on work; the dominance of” Mature “ freelancers of various forms of time deficit experience; different effects of control / lack of control over work on the development of time syndrome in freelancers and office employees.
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Druzhinina, Valeriya. "The Empirical Analysis of Occupational Reflection of Police Officers." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-33.

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One of the most pressing issues in contemporary psychology is the study and analysis of the reflective aspects of the performance of police officers. This article deals with the theoretical and empirical aspects of psychological cognition of the stated topic regarding the example of future officers of investigative units of the Ministry of Internal Affairs of Russia. Different approaches to understanding occupational reflections were listed. Within the scope of this study, the authors share the view that occupational reflection is one of the structural components of the I-concept of an investigative officer. To comprehensively study the stated topic, the auhors addressed the types of problems faced by an investigative officer, and defined the contribution of occupational reflection to the proper fulfillment of duties. The aim of the study is to empirically identify the revelation of features of parameters of occupational reflection of police officers. The author summarises the results of an empirical study in a sample of students in an educational organisation of the Russian Mi nistry of Internal Affairs system. The occupational reflection technique (V.D. Shadrikov, S.S. Kurginyan) was employed. Mann-Whitney non-parametric U-test methods were used to process the results and analyse them statistically, using SPSS for Windows v.19. Male fifth-year students have been proven to lack the skills responsible for defining motives and objectives of professional activity. The range of significance of the overall level of reflexivity in both groups falls short of the norm. The results of the research will be used for the development of the author’s programme for the development of police officers’ performance reflection as well as for the comprehensive study of the image of the profession in the structure of the I-concept of the investigators of the Russian MIA system.
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Marini, Rini, Saleh Budi Santoso, Angga Tomala, Candra Setiawan, and Titin Afritayanti. "Best Practice Keselamatan Radiasi di Rumah Sakit Hermina Karawang." In Seminar Si-INTAN. Badan Pengawas Tenaga Nuklir, 2021. http://dx.doi.org/10.53862/ssi.v1.062021.001.

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Radiation safety is an action taken to protect workers, community members, and the environment from radiation hazards. The purpose of writing is to realize the best practice of radiation safety culture at Hermina Hospital Karawang. This descriptive study conducted interviews, observations, discussions, and direct measurements from 2020 to 2021. Using the Thermoluminescence Dosemeter (TLD) badge for radiation workers in 2020, 80% of all radiation workers used the TLD badge, and 20% did not because officers forgot and limited use when working in the covid room area. Radiation danger signs have been posted at all examination doors and radiology registration windows. Radiologists always turn on the lights every time they do an X-ray examination. All radiology employees at Hermina Hospital have performed routine health checks at least once a year. The test results of the apron pass fit for use; there is no visible damage in the form of tears, waves, or other damage. The results of the radiation exposure test in the conventional radiology room in the operator's room were 0.063µSv/h, behind the operator's door 0.143 Sv/h, in the administration room 0.087 Sv/h, at the radiology entrance 0.057 Sv/h, the medical gas room and parking area of 0.029 Sv/h and 0.08 Sv/h. The results of radiation exposure test in the area for the CT Scan, namely in the operator's room of 0.046 Sv/h, behind the operator's door 0.118 Sv/h, the entrance to the CT Scan room 0.204 Sv/h, in the poly room and parking area of 0.125 Sv/h, and 0.041 Sv/ h. The results of the exposure test were declared safe from radiation leakage. Radiation Protection Officer (RPO) Hermina Karawang Hospital has participated in online PPR requalification in 2021. The local Diagnostic Reference Level (DRL) value of Hermina Karawang Hospital for non-contrast head CT, namely with CTDIvol = 38.26 mGy and DLP = 777.29 mGy.cm. The implementation of radiation safety best practices at Hermina Hospital has been carried out routinely following applicable regulations regarding radiation safety. It takes consistency and high discipline for radiation workers and hospital management in maintaining the quality of hospital radiation safety. Keywords: Radiation safety, best practice, Diagnostic Reference Level (DRL)
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Bashkina, Ekaterina. "The Specificity of Psychological Safety in Structure of Personal Motivation of Police Officers." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-28.

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The article covers the issue of the personal psychological safety of police officers. A theoretical analysis of the scientific literature was conducted, which resulted in a definition of the psychological safety of the individual police officer. PhIlosophical interpretations of the term ‘Safety’, in the ancient World, New Age, and the contemporary world have been considered (Platon, T. Gobbs, J.J. Russo, G.V. Gegel, N.A. Berdyaev). The psychological definitions of the term ‘Psychological Safety’ have been analysed (A. Maslow, A. Adler, Sullivan, M.A. Kotik, T. S. Kabachenko, I.A. Baeva, O.Y. Zotova, E.E. Pronina). The article describes specific traits of the professional activity of police officers, e.g., the operational environment, sudden job changes, permanent interaction with criminals, physical and psychological fatigue, high-level responsibility, the lack of sleep and recreation, etc. The study of the specificity of the personal psychological safety of police officers was divided into several phases. The first phase consisted in enquiring, upon which 47% of respondents were found out to feel psychologically unsafe, which proves the relevancy of studying this phenomenon. Furthermore, the technique ‘Motivation Diagnostics’ suggested by A.A. Akindinova was used, which has allowed the dominant needs of police officers to be determined: the need for safety, and the need for self-fulfillment. At the final phase, the authors employed the ‘Free Association Technique’, and have thereby found that 69% of respondents associate their safety with serenity, 62% - with protectiveness, 31% - with confidence, and 23% - with comfort/reliability. Moreover, here are differences in the subjective perception of safety in women (protectiveness), and in men (serenity).
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Pun, Kit Fai, and Cherisse Lashley. "EXPLORING QUALITY OF SERVICE AND ITS CHALLENGES AT THE MOE PORT OF SPAIN OFFICE." In International Conference on Emerging Trends in Engineering & Technology (IConETech-2020). Faculty of Engineering, The University of the West Indies, St. Augustine, 2020. http://dx.doi.org/10.47412/ayrk7960.

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In Trinidad and Tobago (T&T), teachers often complain about the quality of service offered by the Ministry of Education (MOE). They generally describe it as poor because of the delays incurred during the processing of most requests. Poor service to customers (teachers) of an organisation implies a productivity deficiency. At MOE, requests made by teachers can turn into long waiting for the process to be completed or issues to be resolved. This has become a burden to teachers who are left to suffer the consequences as it appears little is being done to improve the system. To investigate the challenges associated with productivity issues and quality management (QM) practices at the MOE Port of Spain (POS) Office, a recent study was undertaken comprising of site visits and interviews with stakeholders (MOE staff and teachers) with the aid of online surveys. This paper presents the main findings of the survey, aiming to explore issues concerning QM processes, and identify the factors affecting the provision of quality services to teachers. The current quality culture and leadership styles of the MOE-POS Office would be addressed. The paper concludes by underlining the mechanisms of employee empowerment enabling a path to attain productivity/quality improvement, specifically for processing common requests or resolving issues at the MOE-POS Office.
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Lutz, Andrew R., and Thomas A. Bubenik. "A Practical Approach to Pipeline System Materials Verification." In 2012 9th International Pipeline Conference. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/ipc2012-90494.

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The Pipeline and Hazardous Material Safety Administration (PHSMA) has increased emphasis on records that are “traceable, verifiable, and complete.” Organizing records into a document structure that is traceable, verifiable, and complete can be a daunting task. Through work with operators, Det Norske Veritas (U.S.A.) Inc. (DNV) identified a methodology to efficiently search and organize material property data and records into a structure that is fit for regulatory audit. The methodology consists of four steps: (1) Search/Organize Documentation. (2) Digitally Capture Paper Documents. (3) Determine Document Precedence. (4) Create a Reference-able Listing. The first step reviews all files and records and identifies records that are pertinent to properties verification. The search is conducted at an operator’s office(s) by a team of personnel familiar with pipeline construction and maintenance documentation. Once records have been identified, they are digitally captured (scanned) making them easy to reference. This requires a set of metadata and unique name for each document. The metadata consists of project number, document type (maintenance form, drawing, etc…), pipeline name, and information location. Document precedence is used to identify documents most likely to contain correct material information. Document precedence is determined with operator employees that can identify document(s) that have been historically given high reliability. Finally, a listing tabulates material properties along with the unique document name(s) for the specific records. The listing contains pipe (by segment or joint), fittings (valves, prefabricated elbows, etc…), and other components that may affect Maximum (Allowable) Operating Pressures. Typically the listing uses linear pipeline stationing as the main reference. Implementation of the methodology yields a listing of material properties specifically linked to a digital document database — i.e., a records system that is “traceable, verifiable, and complete.” In addition to material properties, this methodology has also been applied to risk-related information (e.g. cathodic protection, crossings, coating information, etc…). The listing can then be used to identify any information gaps and potentially prioritize them based on reliability.
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Goncharova, Elizaveta. "Influence of Stresses on the Professional Activity of District Police Officers." In The Public/Private in Modern Civilization, the 22nd Russian Scientific-Practical Conference (with international participation) (Yekaterinburg, April 16-17, 2020). Liberal Arts University – University for Humanities, Yekaterinburg, 2020. http://dx.doi.org/10.35853/ufh-public/private-2020-29.

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The article addresses the issues of stress manifestation in the framework of carrying out professional duties of district police officers. An analysis of scientific work on the formation, manifestation and neutralisation of stress has been carried out. Particular attention was paid to the theoretical analysis of symptoms of stresses influencing the execution of professional tasks. The main stress agents most strongly influencing the activity of police officers, and most usually contributing to stress manifestation, have been listed. The article draws on various theoretical approaches, concepts and principles, reflecting the methodological basis of the work. The psychological specificity of stress and its dependence on both external influences and the personal assessment of the situation and activity as a whole have been studied. A key aspect of the work is the research carried out to identify the causes of stress in employees and possible preventive measures to neutralise them. Occupational stress has been shown to be directly related to the activity itself. It was noted that the intensity of the developing adaptation response in humans depends on the personal significance of the influencing factor rather than on the stress agent itself. Such an individual attribute as stress resistance was addressed; this personal trait determines the level of efficiency of overcoming a stressful situation, which can be considered as a multicomponent phenomenon enabling the avoidance of negative consequences for both the psychological and physical health of district police officers.
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Saadat, Soheil, Amaury Rolin, Stanley Radzevicius, Leith Al-Nazer, and Gary Carr. "Development of a Portable Internal 3D Rail Flaw Imaging System." In 2012 Joint Rail Conference. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/jrc2012-74159.

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Internal rail flaws continue to present a significant issue for the railroad industry. Current practices to mitigate the risk of catastrophic failure of the rails involve inspection for internal flaws and cracks using ultrasonic rail flaw detector technology, usually employed on rail-based vehicles. Following the identification of a suspected defect by an inspection vehicle, a detailed inspection of the suspect area is usually conducted to confirm the presence of the defect prior to the remedial action. Current portable or ultrasonic devices require significant expertise to allow test personnel to make a good judgment regarding the presence and severity of the flaw. A new generation of handheld detector is being developed to provide accurate three-dimensional images of the suspected flaw, thereby eliminating uncertainties in the inspection and providing operators with accurate sizing and orientation information. This paper presents a prototype ultrasonic handheld rail flaw inspection device designed and developed through support provided by the Federal Railroad Administration’s Office of Research and Development by ENSCO, Inc., which can produce accurate three-dimensional images of suspected flaws for verification and characterization proposes.
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