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1
John, Pastor, and White Sara. "Managing your relationship with your boss." American Journal of Health-System Pharmacy 71, no. 5 (March 1, 2014): 369–71. http://dx.doi.org/10.2146/ajhp130463.
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Cooper, Pamela, and Brian H. Kleiner. "Managing the Woman Boss/Male Subordinate Relationship." Equal Opportunities International 12, no. 6 (June 1993): 1–4. http://dx.doi.org/10.1108/eb010612.
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Paltenghi, Martina. "The Delicacies of the PA — Boss Relationship." working@office 11, no. 7 (July 2010): 6–7. http://dx.doi.org/10.1007/bf03250318.
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Forray, Jean Mannhelmer. "A good relationship with the boss pays off." Academy of Management Perspectives 9, no. 1 (February 1995): 79. http://dx.doi.org/10.5465/ame.1995.9503133507.
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Adebayo, D. O., and I. B. Udegbe. "Gender in the boss-subordinate relationship: a Nigerian study." Journal of Organizational Behavior 25, no. 4 (April 20, 2004): 515–25. http://dx.doi.org/10.1002/job.255.
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Burdett, John O. "NEW JOB, NEW BOSS, NEW GAME: FIVE POSITIVE WAYS TO BUILD AN EFFECTIVE RELATIONSHIP WITH A NEW BOSS." Journal of Managerial Psychology 6, no. 5 (May 1991): 26–31. http://dx.doi.org/10.1108/02683949110136160.
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Jia, Fang, Zhilin Yang, Li Ji, and Shen Xu. "“Boss ceiling effect”: brand downgrading consumption of workplace employees." Asia Pacific Journal of Marketing and Logistics 32, no. 7 (December 12, 2019): 1589–609. http://dx.doi.org/10.1108/apjml-05-2019-0289.
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Purpose Previous literature suggests that people might purchase symbolic products to signal their social identity. However, in the organizational context, subordinates as customers might choose products with less brand prestige than what they want and can afford, just to make sure their choices are below the invisible “red-line” set by the brands of their supervisors. The authors term the phenomenon as “boss ceiling effect,” and term the behavior that people often downgrade their original choice to make sure the brand prestige is lower than that of the product owned by their boss as “downgrading behavior,” which have not been explored and well explained by existing literature so far. The paper aims to discuss this issue. Design/methodology/approach The authors conduct qualitative study to explore the existence of boss ceiling effect and providing possible influential factors of brand downgrading attitude. The quantitative study empirically examines the relationships among undesired self, perceived risk, organizational culture balance, and downgrading attitude and intension. Findings The authors find that undesired self-congruence and perceived risk are positively related to the downgrading attitude. In addition, the culture balance directly affects the brand downgrading attitude negatively and also moderates the relationship between undesired self-congruence and downgrading attitude positively and the relationship between perceived risk and downgrading attitude negatively. Originality/value The authors contribute to both organizational culture research and symbolic consumption research by considering symbolic consumption behavior in organization context. It is of great practical implications for marketers of symbolic consumption to understand the downgrading behavior.
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Sheikh, Faryal S. "Experiencing an Opposite Gender Boss." Journal of Economics and Management Sciences 2, no. 2 (May 21, 2019): p12. http://dx.doi.org/10.30560/jems.v2n2p12.
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The increasing trend of the employed female workforce, subsequently, augment their work associated with the employed male workforce. Hence, it provides a significant basis to undertake a research study for exploring employee working experience with opposite gender boss. The present qualitative research is based on ontological philosophical assumption having social constructivism as an interpretive framework and uses a phenomenological approach to extract the essence of employees lived working experience with an opposite gender boss. A semi-structured interview of not more than an hour was conducted with each of the 5 {Females (3) and Male (2)} employees of private higher education institute. The research reveals instead of boss's gender the employee working experience is based on Boss's Personality, Leadership Style and Professionalism. Further, the "Work Efficiency" and "Professionalism" of both male and female subordinates' increases while working with opposite gender boss. However, in terms of "Career Development" male bosses concentrate on developing subordinate's knowledge while female on the position. Also, Boss's personal conduct i.e. his/her age, dressing, and schedule don't contribute to subordinate's development. The research findings amplify knowledge base of employee working experience with opposite gender boss that can also be used to conduct further studies and solidify the subordinate-supervisor relationship.
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Modesto, Sean P., Bruce S. Rubidge, and Johann Welman. "A new dicynodont therapsid from the lowermost Beaufort Group, Upper Permian of South Africa." Canadian Journal of Earth Sciences 39, no. 12 (December 1, 2002): 1755–65. http://dx.doi.org/10.1139/e02-091.
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Two fragmentary skulls from the Upper Permian Tapinocephalus Assemblage Zone (Abrahamskraal Formation, Beaufort Group) in Eastern Cape Province, South Africa, represent a new dicynodont taxon. Lanthanocephalus mohoii gen. et sp. nov. is distinguished from other dicynodonts by the presence of a conspicuous laterally facing excavation on the dorsal surface of the postfrontal, by dorsal expansions of the supraoccipital that contact the parietals, and by extensive ossification of the lateral wall of the braincase. Lanthanocephalus features several characters that are suggestive of a close relationship with Endothiodon. These include a transversely narrow intertemporal region, the presence of a pineal boss, and the presence of a distinct boss on the ventral margin of the jugal. Cladistic analysis of a modified data matrix from the literature supports the hypothesis of a sister-group relationship between Lanthanocephalus and Endothiodon. However, this grouping and most others found in the analysis collapse with one extra step, weaknesses that underscore the need for further research on dicynodonts and other non-mammalian synapsids.
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Li, Hairong, Jinyan Fan, Xiang Yao, and Lu Zheng. "Newcomers’ Trait Positive Affectivity and Social Assimilation in Organizations: Testing the Mediating Role of Proactive Relationship Building Behaviors." Journal of Career Assessment 27, no. 2 (January 1, 2018): 306–22. http://dx.doi.org/10.1177/1069072717748669.
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Becoming assimilated into the social environment at an organization is critical and challenging to newcomers. The present study examined whether newcomers’ trait positive affectivity (PA) could predict social assimilation through proactive relationship building behaviors including general socializing, relationship building with boss, and networking. Participants in this three-wave survey study were 323 new employees in three organizations in China. Results based on structural equation modeling showed that newcomers’ trait PA at T1 (within 2 weeks postentry) was positively related to all three dimensions of relationship building behaviors at T2 (8 weeks postentry); however, only general socialization was found to mediate the relationships between PA and two social assimilation outcomes at T3 (14 weeks postentry), that is, social integration and affective organizational commitment. Theoretical and practical implications were discussed.
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Benczes, Réka, and Lilla Petronella Szabó. "Brussels – boss, bully or the big brother?" Jezikoslovlje 21, no. 3 (December 26, 2020): 345–69. http://dx.doi.org/10.29162/jez.2020.11.
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According to political realism, conflict is an immanent feature of world politics (Morgenthau 1948/1973). Drawing on this basic premise, it can be expected that the conflict frame is routinely exploited by politicians to explain and justify their foreign policy (Musolff 2016). Conflict is especially prevalent in populist narratives, where the “pure people” are juxtaposed with the “corrupt elite” (Mudde 2004). Accordingly, we hypothesized that the current Hungarian populist government would also frame its turbulent relationship with the EU by metaphorically conceptualizing it as a violent conflict. Drawing on a discourse dynamics approach to metaphor identification (Cameron et al. 2009; 2010), we analysed the metaphorical framing of the term Brüsszel (‘Brussels’) found in articles published on official government websites between 2015 and 2017. Our results indicate that explicit manifestation of the conflict frame in the form of violent conflict (such as a military operation) is less prevalent in contemporary government rhetoric, as opposed to the eu as person frame. This latter conceptualization, however, is manifested by metaphorical scenarios that evoke conflictual relations with varying degrees (and thus feed into populist narratives) by making sense of the EU as an authority figure, a partner in a joint venture, a bully, and an opponent in a battle.
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Zeng, Wei, Ying Zhou, and Zhengyu Shen. "Dealing with an abusive boss in China." International Journal of Conflict Management 29, no. 4 (August 13, 2018): 500–518. http://dx.doi.org/10.1108/ijcma-02-2018-0026.
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Purpose This study aims to examine how reward expectancy mediates the effect of abusive supervision on organizational citizenship behavior. Furthermore, drawing upon regulatory focus theory, this paper proposes and tests the moderating role of promotion focus in the proposed mediating effect. Design/methodology/approach Both hierarchical regression and PROCESS macro are conducted to analyze longitudinal data collected from 142 MBA students in different industries in the People’s Republic of China. Findings Results reveal that abusive supervision was negatively related to both organization-directed citizenship behavior (OCBO) and individual-directed citizenship behavior (OCBI) through undermining individual reward expectancies. Results also show that promotion focus moderated the negative effect of abusive supervision on reward expectancy, such that the relationship was stronger when promotion focus was higher. In addition, the indirect effect of abusive supervision on OCBO and OCBI carried through reward expectancy was also stronger among individuals with higher promotion focus. Originality/value It contributes to the literature on abusive supervision by offering a new perspective regarding the mechanism of abusive supervision influence on organizational citizenship behavior. The findings thus shed insights into cognitions and motivations that are associated with organizational citizenship behavior. In addition, it is the first to link abusive supervision with regulatory focus theory to examine the decrease of organizational citizenship behavior.
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Syrigos, Evangelos, and Lida Kyrgidou. "Examining the Relationship between Firm Resources and Firm Performance: An Insight into the Airline Industry." Journal of Air Transport Studies 2, no. 1 (January 1, 2011): 27–49. http://dx.doi.org/10.38008/jats.v2i1.104.
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Several scholars have pointed to the benefits that can be acquired by the combination of strategic and entrepreneurial activities with the aim of creating wealth and increased performance outcomes (e.g. Ireland et al., 2003; Sirmon et al., 2007; Monsen and Boss, 2009). In this vein, we employ the Resource-Based View (RBV) of the firm and examine whether the balanced implementation of both opportunity and advantage-seeking activities enhances the relationship between a firm’s resources and its performance outcomes. Using panel data from the airline industry, our findings reveal important implications for business success and for future research directions.
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Seli, Sastika, and Bahya Alfitri. "American Humor used in an American Comedy Movie The Boss." Linguistic, English Education and Art (LEEA) Journal 1, no. 1 (December 30, 2017): 49–70. http://dx.doi.org/10.31539/leea.v1i1.31.
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The research aims to describe the functions of humor used in an American comedy movie The Boss. The subject of the research was American comedy movie The Boss. Descriptive qualitative method was used to conduct the research. Data collection was done through library research and documentation. Data analysis was done through identification, coding, classification and description. The researcher found several findings. Supported by Meyers theory of joke, there are 6 functions of jokes found in the movie such as to insult someone, to express anger, to tease someone, to relieve tension, to get attention, and to amuse others. The dominant function was differentiation particularly to insult and to express anger 21 times, the second was clarification particularly to relieve tension humorous lines and amuse others 15 times, the third was enforcement particularly to tease 18 times, and the last was identification particularly to relieve tension and to get attention 27 times. These functions were also analyzed and discriminated by different setting and participant based on formality and participants distance. According to the analysis, most jokes occurred in informal situation with intimate relationship among the participants and functioned to tease someone and to relieve tension. This finding also proves that American humor is expressed with more slapstick and vulgarity as the characteristic of American humor used in daily communication.
Keywords: sociolinguistics, humor, American humor, American comedy movie, The Boss movie
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문정화 and Tai Young Park. "A Qualitative Research on the Depression Process of a Married Man Experiencing Relationship with Boss." Korean Journal of Family Social Work ll, no. 52 (June 2016): 343–74. http://dx.doi.org/10.16975/kjfsw.2016..52.011.
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Waheed, Ajmal, and Rana Rashid Rehman. "Brain Drain: Case-Study Simulation on Crisis Management." South Asian Journal of Business and Management Cases 2, no. 2 (December 2013): 241–44. http://dx.doi.org/10.1177/2277977913509170.
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This case provides background information on ABC Corporation and a practical approach for considering the crucial elements in any management dilemma and a means for creating a sensible strategy for addressing the problems. This exercise raises issues concerning motivation, commitment, communication, decision-making, conflict management and team/organizational development. In addition, this also stimulates course discussion on a range of topics dealing with management, leadership, change and small group dynamics, that is, relationship between team members and between subordinates and boss.
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Song, Baihe, Jing Qian, Bin Wang, Mengli Yang, and Anruo Zhai. "Are You Hiding from Your Boss? Leader's Destructive Personality and Employee Silence." Social Behavior and Personality: an international journal 45, no. 7 (August 6, 2017): 1167–74. http://dx.doi.org/10.2224/sbp.6421.
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Employee silence is increasingly prevalent within modern organizations and has been considered a significant issue linking to a number of important organizational outcomes, hence attracting academic interest. In this study, we developed and tested a model of leader's destructive personality, trust in leader, and employee silence with a sample of 205 supervisor–subordinate dyads. We found that (a) leader's destructive personality was positively related to employee silence, and (b) trust in leader mediated the relationship between leader's destructive personality and employee silence. Implications of these results for future research and practice are discussed.
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Loi, Raymond, Jennifer Y. M. Lai, and Long W. Lam. "Working under a committed boss: A test of the relationship between supervisors' and subordinates' affective commitment." Leadership Quarterly 23, no. 3 (June 2012): 466–75. http://dx.doi.org/10.1016/j.leaqua.2011.12.001.
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Lorinkova, Natalia M., and Sara Jansen Perry. "When Is Empowerment Effective? The Role of Leader-Leader Exchange in Empowering Leadership, Cynicism, and Time Theft." Journal of Management 43, no. 5 (November 26, 2014): 1631–54. http://dx.doi.org/10.1177/0149206314560411.
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Applying arguments from social exchange theory, we theoretically derive and empirically test a multilevel model that informs theory on leadership, cynicism, and deviant withdrawal. Namely, we examine the moderating effect of the upward exchange relationship of a leader on empowering leadership behaviors as they affect subordinate psychological empowerment, cynicism, and time theft. In a sample of 161 employees across 37 direct supervisors, empowering leadership was associated with reduced employee cynicism both directly and indirectly through employee psychological empowerment. The positive relationship between empowering leadership and employee psychological empowerment, however, was significant only when the leader enjoyed a high-quality relationship with his or her own boss. In turn, cynicism was associated with increased time theft, suggesting that employees may reciprocate frustrating experiences by withdrawing in minor, yet impactful and deviant, ways in efforts to balance their exchange with the organization.
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Lapalme, Marie-Ève, Olivier Doucet, Andréa Gill, and Gilles Simard. "Can “Temps” Secure Future Employment? Investigating the Relationship Between Proactive Behaviors and Employers’ Rehiring Decision." Journal of Career Development 44, no. 4 (June 5, 2016): 297–310. http://dx.doi.org/10.1177/0894845316652251.
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This study examines how the adoption of proactive socialization behaviors by temporary agency workers is related to contract renewal intention of the supervisor in the client organization in which they are assigned. We propose that the adoption of such behaviors will be associated with a favorable performance evaluation from the supervisor in the client organization, and in turn, to his or her contract renewal intention through two mechanisms, namely, role clarity and leader–member exchange (LMX), which refers to the quality of the relationship between the temporary worker and his or her supervisor. Data were collected from 217 worker–supervisor dyads. Results indicate that information-seeking behavior is related to performance evaluation through role clarity. This indirect relationship is however negative, as greater role clarity relates negatively to performance evaluation. Our results also show that LMX acts as a mediator between feedback seeking, boss-relationship building, and performance. Finally, favorable performance evaluation is positively associated with contract renewal intention.
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Im, jeong suk, and Sang Hwa Lee. "A Study on the Relationship between Conflict and Drinking in Military Organizations - Focusing on the Conflict of Relationship and Job with the Boss -." Korean Association of Addiction Crime Review 10, no. 3 (September 30, 2020): 41–65. http://dx.doi.org/10.26606/kaac.2020.10.3.3.
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McIntyre, Alice, and M. Brinton Lykes. "Who's the Boss? Confronting Whiteness and Power Differences within a Feminist Mentoring Relationship in Participatory Action Research." Feminism & Psychology 8, no. 4 (November 1998): 427–44. http://dx.doi.org/10.1177/0959353598084003.
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Birkinshaw, Julian, Maya Gudka, and Vittorio D’Amato. "The Blinkered Boss: How Has Managerial Behavior Changed with the Shift to Virtual Working?" California Management Review 63, no. 4 (June 21, 2021): 5–26. http://dx.doi.org/10.1177/00081256211025823.
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Virtual working became the norm for most organizations since March 2020, and it brings well-recognized challenges. But we know little about the impact of virtual working on managerial behavior. This article presents the results of three surveys conducted before and during lockdown to understand what changed. It shows how managers became more blinkered: turning inward, becoming task-focused at the expense of relationship-building, and finding few opportunities to develop new skills. The article offers practical suggestions for how the evolution of managerial work might be accelerated, so that managers can become more effective in this changing environment.
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Fischer, Mary E., Karen J. Cruickshanks, Lauren K. Dillard, David M. Nondahl, Barbara E. K. Klein, Ronald Klein, James S. Pankow, et al. "An Epidemiologic Study of the Association between Free Recall Dichotic Digits Test Performance and Vascular Health." Journal of the American Academy of Audiology 30, no. 04 (April 2019): 282–92. http://dx.doi.org/10.3766/jaaa.17079.
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AbstractAssociations between vascular health–related factors and hearing loss defined using audiometric pure-tone thresholds have been found. Studies have not focused on a potential relationship between vascular health–related factors and central auditory processing.The aim of this study was to evaluate, on a population level, the relationship of vascular health–related factors with central auditory function.A cross-sectional, population study.Subjects were participants in the Epidemiology of Hearing Loss Study (EHLS) or the Beaver Dam Offspring Study (BOSS)—prospective studies of aging and sensory loss. BOSS participants were the adult offspring of participants in the EHLS. Participants who completed the Dichotic Digits Test (DDT) during the fourth examination period of the EHLS (2008–2010) or the second examination period of the BOSS (2010–2013) were included (n = 3,655, mean age = 61.1 years).The DDT-free recall test was conducted using 25 sets of triple-digit pairs at a 70 dB HL presentation level. The total number of correctly repeated digits from the right and left ears was converted to a percentage correct and used as an outcome. The percentage correct in the left ear was subtracted from the percentage correct in the right ear and used as an outcome. Vascular health–related measures obtained during the examination included blood pressure, mean carotid intima-media thickness, femoral pulse wave velocity (PWV), hemoglobin A1C, and non–high-density lipoprotein (HDL) cholesterol, and, in the EHLS participants, C-reactive protein and interleukin-6. Information on vascular health–related history and behaviors was self-reported. General linear modeling produced estimates of the age- and sex-adjusted least squares means for each vascular factor, and multiple linear regression was used for multivariable modeling of each outcome.After multivariable adjustment, participants with diabetes had a significantly lower (worse) mean DDT-free recall total score (−2.08 percentage points, p < 0.001) than those without diabetes. Participants who exercised at least once per week had a significantly higher (better) mean DDT-free recall total score (+1.07 percentage points, p < 0.01) than those who did not exercise at least once per week. Alcohol consumption was associated with a higher DDT-free recall total score (+0.15 percentage points per +25 g ethanol, p < 0.01). In multivariable modeling of the right–left ear difference in DDT-free recall scores, participants with a history of cardiovascular disease (CVD) or higher PWV demonstrated significantly larger differences (CVD: +3.11 percentage points, p = 0.02; PWV: +0.36 percentage points per 1 m/sec, p < 0.01). Higher levels of non-HDL cholesterol were associated with smaller right–left ear differences (−0.22 percentage points per 10 mg/dL, p = 0.01). Adjustment for handedness did not affect the results.Vascular health–related factors may play a role in central auditory function.
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Bahr, Fadel, and Dave Keighley. "Chemostratigraphy of Cumberland Group (Pennsylvanian) strata influenced by salt tectonics, Joggins Fossil Cliffs UNESCO World Heritage Site, eastern Canada." Journal of Sedimentary Research 91, no. 9 (September 23, 2021): 969–85. http://dx.doi.org/10.2110/jsr.2020.152.
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ABSTRACT The Pennsylvanian stratigraphy of the western Cumberland Basin has been influenced by salt tectonics, specifically the formation of the Minudie Anticline, a salt wall. South of the Minudie Anticline, along the shoreline of the Joggins Fossil Cliffs UNESCO World Heritage Site, the post–Boss Point Formation succession comprises an ∼ 3 km succession of strata assigned to the Little River, Joggins, Springhill Mines, and Ragged Reef formations. North of the Minudie anticline, the Grande Anse Formation lies in angular unconformity on the Boss Point and basal Little River formations. Biostratigraphic studies have not been able to discern whether the Grande Anse Formation is equivalent to all, or just one, of the Joggins to Ragged Reef units south of the salt wall (the Minudie Anticline). To further investigate the relationship of the Grande Anse Formation with the units along the Joggins shoreline, forty sandstone samples from the post–Boss Point Fm strata were selected for a chemostratigraphic study, using inductively coupled plasma mass spectrometry (ICP-MS) to determine major-element compositions. Transformed ICP-MS data, subjected to a Kruskal-Wallis test and post-hoc tests, show that there is no significant difference between Grande Anse and Ragged Reef formations in the mean values of almost all analyzed elements. In contrast, there are significant differences when comparing these two units and the older Little River, Joggins, and Springhill Mines formations in the case of elements usually encountered in detrital mineral phases (Si, Al, Ti, Na, and Fe). Sandstones of the Grande Anse and Ragged Reef formations show greater compositional maturity than the Little River, Joggins, and Springhill Mines formations. This trend is explained by a gradual overall change in paleoclimate from semiarid conditions during deposition of the Little River Formation to humid conditions during deposition of the Grande Anse and Ragged Reef formations, causing greater chemical weathering of the sediment. These findings indicate that > 2 km of sediment (Little River, Joggins, and Springhill Mines formations) accumulated south of the salt wall during the major episode of salt diapirism, followed by erosion of any topographic high associated with the salt wall, and accumulation of a further > 500 m of sediment (the laterally equivalent Ragged Reef and Grand Anse formations), all within a timespan of only ∼ 2 Myr.
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Wang, Jin, Qilong Xue, Baolin Liu, Fangtao Li, and Zonghu Zhang. "Numerical Study on the Characteristics and Effects of Gap Flow in Two Parallel Rotating Disks." Mathematical Problems in Engineering 2020 (May 12, 2020): 1–14. http://dx.doi.org/10.1155/2020/4514936.
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Rotating plane flow distributing pairs have been widely used in engineering. It is very important to reduce the frictional resistance between the pairs to improve the sensitivity and prolong service life. In this paper, the traditional rotating plane flow pair is improved, and the boss is introduced to keep the rotor and the stator in incomplete contact, and then a gap is formed between the flow pairs. The relationship between the pressure distribution and the friction resistance of the flow pairs is established. The theoretical mathematical model of the fluid movement between the gaps of the structure is built. Given the complexity of model analysis, the numerical analysis method is used to analyze the fluid motion in the structure. The height of the boss is proved to be the most important parameter of the structure, the increase of the boss’s height causes the pressure between the flow pairs to increase, and the pressure difference between regions gradually decreases, so the friction between the flow pairs will gradually decrease until reaching a stable value. The change of the boss’s diameter has little influence on the pressure distribution of the clearance, but as the diameter increases, the friction between the flow pairs will increase linearly. Once the opening width of the waist hole on the upper rotor is smaller than the radius of the discharge hole on the lower stator, the smaller the width, the higher the pressure, but when the opening width is larger than the radius of the discharge holes, the change of the width has no obvious influence on the pressure distribution and the friction.
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Wasserman, Mark. "Enrique C. Creel: Business and Politics in Mexico, 1880–1930." Business History Review 59, no. 4 (1985): 645–62. http://dx.doi.org/10.2307/3114598.
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Enrique C. Creel was Mexico's leading banker, an innovative industralist, venture capitlist, and representative of the nation's largest land and cattle owner; he was also the political boss of the state of Chihuahua and the key conciliator of the conflicting intersts of the north and the national regime of dictator Porfirio Díaz. In this essay, Professor Wasserman describes Creel's activities, showing how he and his family built the greatest business empire in Mexico before 1910, survived the decade-long destruction of the revolution (1910–20), and rebuilt their empire in the 1920s. Better than any of his contemporaries, Creel combined managerial talent and vision with a mastery of the interplay of politics, regional interests, and foreign capital that comprised his economic entrepreneurship and the special nature of economic entrepreneurship and the intimate relationship between business and politics in pre-and post-revolutionary Mexico.
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Fox, Richard. "Why Don’t You Get It?" Bijdragen tot de taal-, land- en volkenkunde / Journal of the Humanities and Social Sciences of Southeast Asia 177, no. 2-3 (July 9, 2021): 243–53. http://dx.doi.org/10.1163/22134379-bja10024.
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Abstract This essay explores the relationship between language and mutual (mis)understanding in Candra Aditya’s short film Dewi pulang. The film follows Dewi, a young Javanese woman, as she travels from Jakarta to her natal home in Central Java to attend her father’s funeral. The tension between Dewi’s multiple and often conflicting obligations is marked by the use of language—from the colloquial Indonesian she speaks with her friends in Jakarta to a brief exchange with her English-speaking boss on the telephone and the various forms of Javanese employed ‘at home’. Drawing on examples in both Indonesian and Javanese, it is argued that the film’s use of language may be understood as a form of social commentary, reflecting critically on the complex and at times incongruous desires, expectations, and aversions at play in the lives of a growing number of young Indonesians.
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Leonard, Elizabeth. "Career Conversations: Managing Up as a Positive, Collaborative Approach." Reference & User Services Quarterly 58, no. 2 (January 18, 2019): 70. http://dx.doi.org/10.5860/rusq.58.2.6924.
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My boss never stays on topic in meetings. We never get things done that I need to do!” I’ve heard variations on this theme for most of my career. I’ve certainly said it many times, and I’ll bet my staff has said it about me. The skill with which you manage such supervisors can make a huge difference in how you feel about getting up in the morning.As I started to write this column, I assumed I’d speak with many librarians who would discuss creating a productive relationship with their bosses. I reached out to librarians on social media and asked them what they thought about managing their managers, or “managing up.” What were their experiences, good or bad? I was surprised to find that (a) many people didn’t want to talk about it, (b) those who did talk thought I was asking how to manage my boss and cautioned me that if I got caught I’d get in trouble, and (c) many respondents were overtly hostile to having the responsibility of “managing” their bosses. Even with assurances of anonymity, I struggled to find librarians to interview; several potential discussions fizzled. Most of the folks thought managing up was an onerous task that must be kept secret from one’s supervisor and was only necessary in cases where the supervisor was lacking in some fundamental organizational, communication, or supervisory skills. Others thought managing up was analogous to another “up” term: sucking up. Most of these individuals indicated that it was only the supervisor’s responsibility to ensure the supervisor and subordinate communicated well and that the subordinate received the necessary support from their manager. Those who thought managing up meant they were solely responsible, both for the relationship and for making the decisions for the supervisor, had bosses they described as reluctant, unwilling to embrace change or make decisions, and a negative drain on the resources around them. Personnel who attempted to improve situations like these developed resentment that they were the “real leaders” (without the pay) and feared for their continued employment if they were discovered to be what they perceived as manipulating.
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Delgado-Iglesias, Alejandro J., Marina Ortiz-López, Adelaida Monteoliva-Sánchez, Ma del Carmen Aguilar-Luzón, and Antonia Calvo-Salguero. "Moderating Role of the Experience of having had a Female Boss in Relationship between Neosexism and Unfavorable Attitudes toward Female Leaders." Journal of Psychology 153, no. 4 (January 29, 2019): 436–61. http://dx.doi.org/10.1080/00223980.2018.1564723.
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Nite, Dhiraj Kumar, and Paul Stewart. "Consenting to Labour Appropriation? The Mineworker on South African Gold and Coalmines, 1951 to 2011." Journal of Asian and African Studies 52, no. 2 (July 28, 2016): 142–56. http://dx.doi.org/10.1177/0021909615570953.
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The argument of the moral economy of mines claims to illuminate the consent and associational power of mineworkers, and thereby the real foundation of social exchanges between management and black mineworkers. Our collection of life histories shows how the moral economy was fragile and its codes not widely accepted. As a tool of analysis it does not include certain facets of the workers’ experience, feeling and human essence. The moral–economic relationship was conducive to surplus extraction by eliminating the non-conformist but industrious or sick workers in the labour system. It contributed to morbid sexual and emotional ways of life. The life histories further reveal how the rank-and-file generally endorsed and participated in what Moodie depicts as a positive class compromise struck between management and the workers’ union from the 1980s to the 1990s. It brought to them conditions for a regular family life and ‘advancing humanity’. This notwithstanding, our narrators found that the norm of apartheid gave way to that of discrimination and differentiation between black workers. Management replaced white ‘boss-ism’ by economism and a corporatist model of labour–management relationship. It engendered the spirit of new ways to secure opportunity.
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Ullah, Rezwan, Syed Zubair Ahmad, and Sahibzada Yaseen Ahmad. "Organization Justice and Organization Citizenship Behaviour: Employee Trust Acting as Mediator." Sukkur IBA Journal of Management and Business 3, no. 2 (December 20, 2016): 78. http://dx.doi.org/10.30537/sijmb.v3i2.100.
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Justice in the organizations mostly focused on two perspectives, fairness of results and fairness of techniques is used to determine that outcomes and the perspectives were called as distributive justice and procedural justice respectively. The organizational justice covers everything on versatile concept from system of payment to treatment of your boss. Researchers of organizational behaviour recognized four types of organizational justice that is procedural, distributive, interactional and informational justice. Procedural justice perceptions considered to be one of the most crucial variables of organizational justice perceptions. The effect of different level of organizational justice on organizational citizenship behaviour is a widespread researched topic and explains the importance of organizational justice in an organization. The purpose of this quantitative study is to investigate the impact of employee trust on the relationship between organizational justice and organizational citizenship behaviour in the perspective of call centre industry in Pakistan. The sample size covered 160 employees of different call centres of Islamabad. A total of 38 questions were asked based on a 5 point Likert scale responses. For accurate data processing, SPSS Statistics software package is used for statistical analysis. Regression is used to test the hypothesis. The results show that there is a positive relationship between Organizational Justice and OCB (Accepted), there is a positive relationship between Procedural Justice and OCB (Rejected), there is a positive relationship between Distributional Justice and OCB (Accepted), there is a positive relationship between Interactional Justice and OCB (Accepted) and employee trust does not mediate the associations between Organizational Justice and OCB, which is a positive effects on OCB.
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Chung-Santos, Rebecca. "Ariston G. Bautista, MD (1921-2014)." Philippine Journal of Otolaryngology-Head and Neck Surgery 29, no. 2 (November 30, 2014): 48. http://dx.doi.org/10.32412/pjohns.v29i2.445.
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One can never really say all that is in one's heart about a person who has passed on, in a given limited time. But from my experience, such endearing memories come in patches, when you’re alone, when you hear a particular strain of music or when you visit a certain place-- glimpses of memories. And so this afternoon, I stand here before you in behalf of the ENT department, the department that Dr. Ariston Gella Bautista spearheaded and formed in 1982. The department has trained and since then graduated 30 or so doctors who benefited from his strict but fatherly training until the day he fell ill. Now these same doctors after having examined their frontals and hearts have these to say of Dr. Ariston, all their experiences, funny, naughty and professional as a fitting tribute to Dr. Bautista, the doctor, the mentor, the man, our MMC father.
Boss, Papang, Tito, as he was fondly called by us, was a reserved person-- very professional in his interaction and relationship with patients and doctors. He was gentlemanly and good-looking. If ladies fell for his charms, it was not his fault, but he was totally Rañing's man. In the '60s when he was with UERM, he was “crush ng Bayan,” I was told, “pinag-fantasyahan si doc Titong naming mga nurses nuon dahil malumanay siya magsalita" by one of them.
He had an engaging wit. When a young patient asked him what AGB meant, he told the boy with a glint in his eyes, AGB is Ariston Good Boy,
We learned the proper etiquette of patient care from him. He treated every ear and nostril that he examined and cleaned like they were eggshells, so gently lest they break. We never heard him make a comment on how icky or how big and dirty these crevices were. We as Ariston's angels emulated this. And proud to say we learned it from him.
But it was also in the out-patient clinic that we discovered the naughty side of AGB, Ariston d’ Good Boy.
Residents had to do preceptorials with him. The females of course were his angels, but the male residents were otherwise. They were the “promotors ng mga kalokohan,” adding color to Boss Papang's daily clinic routine and I believe adding more years to his life, they were his wellspring, his fountain of youth. About maybe 5-or-so years ago (he must have been 87 then), these residents who are now board-certified ENTs were once caught by AGB in the clinic watching a video of an actress caught in a compromising situation: "Ano yan?" “Eh boss si ano, andito sa iPad.” “Patingin, pero bantay ka sa pinto” (saying to one of the boys), “at baka dumating si Rañing.” So as these naughty doctors watched, “Eh biglang boss, boss, si ma’am padating.” Naku, they immediately closed the iPad at si doctor, sat in front of his TV, looking like an angel when ma’am Rañing entered. (Sorry, no more secrets, our lips are sealed.)
I had a patient 2 days ago who requested me to add his memory of Dr. Bautista. He was an old patient of AGB and when he consulted around 1994 for a sore throat, he was told his tonsils were surgically removed, perfectly. He was then asked who did the surgery. Sagot nya "doc pinagawa ko Ito sa UE nung 1964, e talagang magaling yung doctor, kayo po doc ang nag-opera sa akin." “Ah, ganun ba?” And he smiled. His patients were loyal to him, following him all the way to MMC.
As a surgeon, he was composed, quiet, unfazed in the OR. His surgical skills were beyond reproach. He taught us everything that we should know, step by step. We watched and we learned. Those of us who were lucky enough to have scrubbed for him learned surgery the Papang’s way. “Turo ni Papang yan" we always say when we do surgeries. He motivated us to do our very best in our patient care.
He was the best, and in turn we will try our very best to train the future MMC ENT the Papang’s way, kasi kung ano ang puno, siya ang bunga. Lalayo pa ba kami?
As for us, the most precious gift that Boss Papang left us, his ENT children, is this: he treated us as his very own, and made us one family. He taught us how to iron out all our differences, to love each other unconditionally, to accept each other's fault, swallow the bitter pill. And so, if you notice the camaraderie we often have, it's because we are a family.
And personally, what have I learned in the 32 years with him? Humility. By his example, I learned the meaning of humility, for despite his being unequalled in the field, he was never boastful, never heard him ridicule or insult those who are lesser than him in ability and intelligence-- rather he taught them how to do it the right way, helped them correct surgical errors without any insulting words. Never heard him talk maliciously about a person behind his back. He knew how to count his blessings.
It's September and in a few months it will be December. It will be our first Christmas celebration as a department without Boss Papang. Though feeling orphaned, we will always remember him, for he lives in each one of us, in our hearts and our minds, in our work, in our skills and lessons learned. Who and what we are now, we owe to dear Boss Papang Ariston Good Boy.
Thank you.
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Hauge, Kari Westad, Ole David Brask, Liv Bachmann, Inger Elisabeth Bergum, Wenche Mongstad Heggdal, Hans Inderhaug, Cecilie Katrine Utheim Grønvik, and Signe Gunn Julnes. "Kvalitet i praksisstudier i sykepleier- og vernepleierutdanning." Nordisk tidsskrift for helseforskning 12, no. 1 (June 23, 2016): 19. http://dx.doi.org/10.7557/14.3772.
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Background: Clinical training in health and social care educations are important in the development of professional competence. Evidence indicates that there are major quality differences in clinical practice in health- and social studies.Purpose: To examine what key players related to clinical practice in nursing and social education believes provides quality.Method: Focus Group Interview where students, supervisor and teachers participated in all groups.Results: Students learning in practice presupposes a knowledge base of the student, a learning environment with adapted responsibilities and coping capabilities, and a relationship with the supervisor who promotes both recognition and needed correction. The supervisor's role can be strengthened through individual competence, clearer support from boss and co-workers, and more emphasis on triangular cooperation with the college.Conclusion: There is a large overlap in the understanding of what in practice is all about quality. The perspectives of the three actors appear primarily as mutually complementary.
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Nichols, Ken. "Case Study #5: Bartleby, the Scrivener, a Story of Wall Street by Herman Melville." Public Voices 13, no. 2 (November 29, 2016): 162. http://dx.doi.org/10.22140/pv.125.
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“Bartleby” is the name of the principal character in Herman Melville’s short story about the relationship between a manager and an employee. Bartleby is the employee. His job is to be a scrivener, or a copyist.The setting is a small law firm on Wall Street a century and a half ago — long before computers and photocopy machines, or even typewriters and carbon paper. A scrivener’s job was to copy a document clearly and accurately using the information technology of the day: paper, a bottle of ink, and a sharpened quill.You’ll find that the office technology may be different now than it was in Bartleby’s time, but people are much the same as ever. As you read this story, ask yourself what kind of employee Bartleby is. What kind of boss does the attorney make? Does the story have to end the way it does?
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Rasporich, Anthony W. "Twin City Ethnopolitics." Articles 18, no. 3 (August 6, 2013): 210–30. http://dx.doi.org/10.7202/1017717ar.
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Urban politics and ethnicity have been intimately linked in the history of the twin cities, Port Arthur and Fort William, later amalgamated into Thunder Bay in 1970. The historic relationship between political and urban development and ethnicity may be seen in three distinct phases: (1) the era of ethnic exclusion and factionalism in the period 1900-30, when ethnic groups settled into "foreign" enclaves, or "quarters," and largely stood apart from mainstream political parties, particularly those groups like the Ukrainians and Finns who were active on the radical left; (2) the two decades of radical protest and emergent ethnopolitcal activism from 1930-50, which saw the flowering of city "boss" rule in Port Arthur under Mayor C. W. Cox (1934-49), and federal Liberal dominance by C. D. Howe and Rev. Dan McIvor; (3) the postwar era (1950-70) of ethnic assimilation and broad ethnic participation at all levels of civic politics, and among all parties at the provincial and federal levels.
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Snell, Robin S. "Obedience to Authority and Ethical Dilemmas in Hong Kong Companies." Business Ethics Quarterly 9, no. 3 (July 1999): 507–26. http://dx.doi.org/10.2307/3857514.
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Abstract:This paper reports a phenomenological sub-study of a larger project investigating the way Hong Kong Chinese staff tackled their own ethical dilemmas at work. A special analysis was conducted of eight dilemma cases arising from a request by a boss or superior authority to do something regarded as ethically wrong. In reports of most such cases, staff expressed feelings of contractual or interpersonally based obligation to obey. They sought to save face and preserve harmony in their relationship with authority by choosing between “little potato” obedience, token obedience, and undercover disobedience. Only where no such obligation existed was face in relation to authority unimportant, and open disobedience chosen. In Kohlbergian terms, ethical reasoning at the conventional stages (three and four) predominated in dilemmas of obedience. Findings imply that if corruption were to originate at the top, codes of conduct recently introduced into Hong Kong may be of limited effect in stalling it.
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Sullivan, Virginia, and R. Kent Young. "Editorial: An Argument for having Office-Support Studies in the University System." Canadian Journal of Higher Education 20, no. 3 (December 31, 1990): 1–15. http://dx.doi.org/10.47678/cjhe.v20i3.183082.
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The authors argue that, rather than abandoning education in secretarial/office administration disciplines, universities should be leading the educational trans- formation required to prepare personnel to exploit the potential of computer- based technologies. Four points support the argument. First, computer-based office technologies capture data and make it available to creative users who can use itfor innovative purposes. This "informating" process requires intellective skill development for all knowledge workers including office-support personnel. Second, the rapid changes being forced on organizations require flexible, intellectually developed personnel to support manager-leaders in the tasks of maintaining competitiveness in the 1990s and beyond. Third, as the stereotypical authoritarian, boss-secretary relationship changes toward a partnership relation- ship, office-support personnel will need the intellectual foundation provided by a university education. Finally, as a key contributor to the knowledge-intensive information management team, office-support personnel require a university education to ensure career mobility as they mature in their skills.
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Kazunori, Kojima, Youhei Nakayama, and Kazuma Kita. "The relationship between the compassion from a boss and the compassion to the service users by staff in the elderly care facilities." Journal of allied health sciences 11, no. 1 (April 1, 2020): 34–39. http://dx.doi.org/10.15563/jalliedhealthsci.11.34.
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Song, Jeongmyeong. "Structural relationship between organizational support perception and innovative behavior according to the boss"s servant leadership as perceived by golf course caddies." Korean Journal of Sports Science 30, no. 4 (August 31, 2021): 323–37. http://dx.doi.org/10.35159/kjss.2021.8.30.4.323.
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Roussin, Christopher Jay. "Age differences in the perception of new co-worker benevolence." Journal of Managerial Psychology 30, no. 1 (February 9, 2015): 71–86. http://dx.doi.org/10.1108/jmp-07-2014-0214.
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Purpose – Large numbers of older workers are remaining in the global workforce, raising questions concerning age-related differences in perception and behavior. The purpose of this paper is to examine the interplay between employee age, gender and ethnicity on benevolence perceptions of new co-workers. Design/methodology/approach – Data were obtained through scenario methods from a sample of 215 full-time, team-based employees across nine North American business organizations. Participants evaluated three provocative scenarios depicting initial meetings with new colleagues. Findings – Workers of greater age perceived significantly less benevolence in all three scenarios. In evaluating a new boss, women perceived lower benevolence than men, and gender moderated the relationship between age and perceived benevolence, where aging was associated with significantly lower levels of perceived benevolence only among men. Research limitations/implications – Deeper understandings are needed concerning the behavioral and cognitive mechanisms related to age and workplace perceptions. Practical implications – Older employees, guided by experience, are skeptical of the intentions of a wide variety of newly acquainted colleagues, signaling organizational leaders to customize behaviors and develop programs to encourage awareness and positive relationships across age- and gender-diverse employee groups. Originality/value – This research uniquely explores age influences, and interactions with gender and ethnicity, on benevolence perceptions of diverse new coworkers. The results are robust, considering that age was related to lower benevolence perception across three disparate scenario interpretations.
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Prisetyadi, Amiruddin. "PENGARUH LEADER MEMBER EXCHANGE TERHADAP KOMITMEN ORGANISASI PADA PT MIDIAN KARYA PASURUAN." Manajemen Bisnis 1, no. 1 (January 11, 2013): 1. http://dx.doi.org/10.22219/jmb.v1i1.1317.
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Fakultas Ekonomi Universitas Muhamadiyah MalangABSTRACTThis study aimed to describe and explain the influence of leader member exchange toorganizational commitment of employees at PT Midian Karya Pasuruan. Data Analysis uses RangeScale and Simple Linear Regression. The results reveal that the Leader Member Exchange (LMX)show very strong and high in Organizational Commitment. Based on statistical tests and empiricalconditions in the company is known that the leader member exchange is one of the factors thatdetermine the commitment of the organization and the organizational commitment of employees.Furthermore, the t test support that the leader member exchange have a significant influence onorganizational commitment. Based on this research, the suggestion is that refers to the responses ofrespondents on the quality of LMX is high, thereby managing the proximity relationship between theboss-subordinate can be done in several ways, the boss can do personal identification on eachemployee. It can be more flexible to subordinates so that subordinates can meet with employers tomore easy exchange ideas. Creativity is not only owned by the in group, but also could be developedin every person (out group) through a process of gradual nature.Keywords : leader member exchange, organization commitment
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Balsarini, Peter, Claire Lambert, Maria M. Ryan, and Martin MacCarthy. "Subjective Knowledge, Perceived Risk, and Information Search when Purchasing a Franchise: A Comparative Exploration from Australia." Journal of Risk and Financial Management 14, no. 8 (July 21, 2021): 338. http://dx.doi.org/10.3390/jrfm14080338.
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Franchising has long been a method by which organizations seek to expand and facilitate local market development. However, franchising as a growth strategy can often be hampered by lack of suitable franchisees. To mitigate this shortage, some franchisors have engaged in recruiting franchisees internally from the ranks of their employees in addition to the traditional approach of recruiting franchisees externally. Predominantly franchisees are individuals rather than corporations and thus purchasing a franchise should most commonly be characterized as a consumer acquisition. To explore the relationship between subjective knowledge, perceived risk, and information search behaviors when purchasing a franchise qualitative interviews were conducted with franchisees from the restaurant industry. Half of these respondents were externally recruited having never worked for the franchisor and half were internally recruited having previously been employees of the franchisor. The external recruits expressed a strong desire to own their own business and engaged in extensive decision-making processes with significant information search when purchasing their franchises. Contrastingly, the internal recruits expressed a strong desire to be their own boss and engaged in limited, bordering on habitual decision-making processes with negligible information search when acquiring their franchises. The results reveal that differences in subjective knowledge and perceived risk appear to significantly impact the extent of information search between these two groups. A model of the relationship between subjective knowledge, perceived risk and information search in the purchasing of a franchise is developed that reconciles these findings. The findings also have practical implications for franchisors’ franchisee recruiting efforts which are integral to their capacity to develop local markets.
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Ciummelli, Marina, and Isabella Raffi. "New data on the stratigraphic distribution of the nannofossil genus <i>Catinaster</i> and on evolutionary relationships among its species." Journal of Micropalaeontology 32, no. 2 (July 1, 2013): 197–205. http://dx.doi.org/10.1144/jmpaleo2013-002.
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Abstract. Examination of Upper Miocene–Lower Pliocene sediments at IODP Site U1338, in the Eastern Equatorial Pacific, provided new data on the distribution range of the calcareous nannofossil genus Catinaster. In addition to the the well-known occurrence of Catinaster coalitus and Catinaster calyculus in the early Late Miocene, we document Catinaster mexicanus in both the mid-late Miocene and the Early Pliocene. We confirm its taxonomic validity, rejecting previous interpretations of Pliocene C. mexicanus specimens as the result of dissolution of Discoaster altus. Instead, the Pliocene appearance of C. mexicanus seems to originate from the D. altus lineage. The short interval of occurrence (c. 50 ka) in the Late Miocene may document a preliminary evolutionary emergence of C. mexicanus that lacks any relationship with the other Catinaster species. Clear ancestor species to validate its independent origin from Discoaster are, however, missing. In the stratigraphic intervals where Catinaster species are found, their co-occurrence with Discoaster species bearing a prominent star-shaped boss on one side is noteworthy. This suggests that Catinaster and Discoaster at times developed a common morphological feature (a stellate structure, with or without hexaradiate symmetry), possibly under recurrent changes in climatic/environmental conditions. The data presented on C. mexicanus suggest a wider geographical distribution than previously thought, extending from the tropical Pacific to the Gulf of Mexico, equatorial Atlantic and tropical Indian oceans.
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Situmeang, Chandra, and MUHAMMAD RIDHA HABIBI. "Governance Based on Cost Analysis (Unit Cost Analysis for Vocational Schools)." Journal of Arts and Humanities 7, no. 2 (February 27, 2018): 33. http://dx.doi.org/10.18533/journal.v7i2.1332.
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<p class="Abstract">This study aims to calculate unit cost to produce one middle-level vocational school graduate (in Indonesian terms known as "Sekolah Menengah Kejuruan” abbreviated as SMK). The calculation is required because operational grant funds (in Indonesian terms known as antuan Operasional Sekolah abbreviated as BOS) are distributed so far to the same extent in all areas of Indonesia and for all majors. This is most likely less than optimal because in fact there are very basic characteristics differences including; Economic capacity of each region, the cost standard for each region, and the type of department in the school. Based on this, the researcher assumed that cost analysis should be done by considering these things as a basis to provide BOS funds tailored to specific characteristics. The data to be analyzed in this research is North Sumatra province data. This research is conducted in two stages, which in this report only completed the first phase which is a survey in North Sumatra region. Stages of survey to obtain data which then analyzed with related data such as community income, learning outcomes through the value of national examinations, tuition fee, and conditions of learning facilities. The research is funded by the ministries of research, technology and higher education through competing grant schemes for fiscal year 2017 and 2018. The result of correlation analysis between the variables shows that there is a strong relationship between the average income with average tuition paid by the community and between average tuition paid by the community with Quality Level of Education Facilities. The result of correlation analysis also shows a moderate relationship between the average tuition with learning outcomes measured through average national exam and relationship between quality level of education facilities with average national exam. While the relationship between average income with average national exam does not have a strong relationship. The result of correlation analysis concludes that further research is required to calculate unit cost. The results of these calculations can be used as a recommendation for policy makers to evaluate the funding system boss funds to pay attention to the characteristics as mentioned above.</p>
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Khoiri, Muhammad Aziz, and Leila Chamankhah. "Survival Mechanism of The Shia Community Post-Shia–Sunni Sampang Conflict in 2012." Al-Mada: Jurnal Agama, Sosial, dan Budaya 4, no. 2 (September 6, 2021): 240–51. http://dx.doi.org/10.31538/almada.v4i2.1248.
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The purpose of this article is to discuss the mechanisms that the Shia community of Rusunnawa Puspa Agro Sidoarjo adopted to survive the sectarian conflict of 2012. This research uses a qualitative approach, using a snowball sampling technique with key informants, Ustad Tajul Muluk and Ustad Iklil. Data collection techniques include in-depth interviews. The result is indicative of the fact that the Shia community took three approaches to survive the sectarian clashes. First, the Shia community attempted to reduce its daily expenses to the most urgent needs. Second, the Shia community members used an alternative subsystem of working as coconut shelling labor, farming the surrounding land, and raising goats and chickens to help meet their daily needs. Third, the Shia community members got a governmental network in the form of jadup money,[1] in the form of the patron-client relationship. This research also shows that the Shia community needs to get social support because material assistance is not enough
[1] - Jadup is the acronym of jatah hidup, and Jatah is a financial help which is either provided by the government, or parents, or even one’s boss, but not because one has done something, but rather, because it is part of one’s right.
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Nur Azisyah Mukmin and Krisdyatmiko. "Coastal Community Empowerment Strategy through PT. Antam (Persero) Tbk UBPN Southeast Sulawesi’s CSR Program." Indonesian Journal of Innovation and Applied Sciences (IJIAS) 1, no. 1 (February 25, 2021): 31–39. http://dx.doi.org/10.47540/ijias.v1i1.155.
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This article attempts to analyze the coastal community empowerment strategy of PT. Antam (Persero) Tbk UBPN Sultra’s CSR program. A company which engages in the mining industry should be aware of the impact caused by its activity. 53% of people living in coastal areas, especially for fisherman communities seen their icome decreased. This research used qualitative descriptive approach to examine the company, local government, yayasanbahari, and coastal communities beneficiaries as its unit analysis while also using data collection techniques such as interviews, observation, and documentation to filter the appropriate data. The sustainable economy-based coastal community empowerment program has been carried out since 2017 in 3 (three) villages in Pomalaa District, Kolaka Regency, Southeast Sulawesi. The findings of this research are: a) there is social jealousy between groups of fisherman due to difference in ethnical identities of Bugis, Bajo, and Makassar tribes. This conflict is known as primordial conflict and can be reduced by the creation of trust via interaction between YayasanBahari and coastal communities; b) there is class conflict between the boss and labor fisherman. The interaction between the two is known as the patron-client relationship that has lasted for a long time and has prevent the coastal communities to become self-sustaining.
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Küçükgöz, Mehmet. "The effect of paternalist leadership style of principals on the professional burnout of special education teachers." Revista Tempos e Espaços em Educação 14, no. 33 (July 22, 2021): e16089. http://dx.doi.org/10.20952/revtee.v14i33.16089.
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This study was applied to determine whether the paternalist leadership of school principals affected the burnout levels of special education teachers. The research was carried out with mixed method. 192 teachers participated in the quantitative dimension and 25 teachers and 25 principals participated in the qualitative dimension. Paternalist Leadership Scale, Maslach Burnout Scale and Semi-Structured Question Set were used. In the research, it was determined that teachers' perception of paternalist leadership is high and their burnout levels are low. It was determined that variables of gender, age and working year did not make a significant difference on teachers' paternalist leadership perception. However, these variables cause a significant difference on teachers' professional burnout. It was determined that there was a moderately negative relationship between teachers' paternalist leadership perceptions and their burnout. As the paternalist leadership levels of the principals’ increase, the burnout of the teachers decreases. It was revealed in qualitative findings that teachers define their principals just like a paternalist leader using father and boss metaphors, and the benevolent attitudes of the principals reduce teachers' burnout. A supportive result in qualitative findings is this; it was determined that the paternalist leadership style of principals prevented insensitivity from burnout dimensions in teachers.
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Menshikov, M. "Features of the National Mentality in Making Management Decisions by a Polyethnic and Multinational Team." Bulletin of Science and Practice 6, no. 5 (May 15, 2020): 426–32. http://dx.doi.org/10.33619/2414-2948/54/57.
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It happens that in teams where people of different nationalities work, it is because of the difference in the mentality of the team members that barriers arise when making a rational management decision. This problem is devoted to the issue. An important place in it is given to the consideration of the role of the head of the organization, his competence, which allows him to take into account the mental characteristics of his employees and correctly formulate goals and determine ways to achieve them. This article discusses the concepts of ethnicity, nationality, and national mentality. The characteristics of polyethnic and multiethnic groups are given, and the similarities and differences between a multiethnic group and a multiethnic group are substantiated. It is worth noting that special attention is paid to the study of relationships both within the team and in the boss-subordinate relationship. The article also defines the role and place of the leader and its impact on interethnic and interethnic relations in the team. Examples from life are considered, and practical recommendations on the settlement of ethnic and national issues in making managerial decisions are given. For example, the Russian company Vostochny Gorod LLC, located in the Chelyabinsk region, was taken to analyze the management approaches and methods of the organization’s head in national and cultural issues. The author hopes that the recommendations given in this paper should contribute to the creation of a normal balanced corporate culture among the company's employees. In the work itself, the author discusses the main concepts and meanings, analyzes the processes that occur within the organization’s personnel, and also gives his assessment and recommendations on the topic under consideration.
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Saliya, Candauda Arachchige. "Dynamics of credit decision-making: a taxonomy and a typological matrix." Review of Behavioral Finance 12, no. 4 (November 27, 2019): 357–74. http://dx.doi.org/10.1108/rbf-07-2019-0092.
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Purpose The purpose of this paper is to broaden understanding as to how certain social/personal dynamics influence credit decisions in Sri Lanka, elucidating them through a taxonomy and a conceptual typological matrix. Design/methodology/approach This research is an exploratory case study. The primary data collection methods are interviews and reconstruction of experiences. The data are complemented by documentary analysis and post-research events. Findings The research findings propose that credit officers and customers are influenced by six dynamics under three dimensions: the evaluation procedures (systematic/formal or heuristics); the relationship between customers and bank officers (personal or role relationship); and justification of credit (rational or irrational/situational). Based on the above results, a taxonomy of influential tactics and personality traits and a typological matrix are developed to classify credit decision-makers, who are labelled as BOSS, ROBOT, REBEL and BUDDY. Research limitations/implications These case studies are from a private bank in Sri Lanka, hence it could affect the generalization of findings. Therefore, researchers are encouraged to investigate the plausibility of the findings in diverse cultural backgrounds. Practical implications Credit decision-makers and credit applicants could make use of these typological matrix and the taxonomy to understand each other and employ more influential approaches and appropriate influential techniques to make effective credit decisions. It also provides more insight into understanding the nature of credit-decisions and decision-makers and, provokes further research. Originality/value To the author’s best knowledge, this is the first study in Sri Lanka that considers certain influencing factors of credit decision-making and proposes a conceptual typology to understand those factors.