Academic literature on the topic 'Staff of employees'
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Journal articles on the topic "Staff of employees"
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Khan, Nasreen, and Sofia Khurshid. "Workplace Stress and Employee Wellbeing: Case of Health Care Staff in UAE." European Scientific Journal, ESJ 13, no. 5 (February 28, 2017): 217. http://dx.doi.org/10.19044/esj.2017.v13n5p217.
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Workplace stress is a world-wide concern and has been a subject of researchers, academicians, authorities and decision makers’ interest. It has evidently been considered to be causing poor performance, reduced employee morale, lack of autonomy, job insecurity and to greater extent the employee's wellbeing. Employees in healthcare and hospitality sector work in 24*7 work schedule due to the demanding nature of the industry. Empirical evidences have indicated that employee experience high stress on account of work overload and long working hours taking a toll on their mental and physical well-being. The purpose of this study was to investigate the impact of workplace stress on employee well-being among staff employees in the health care sector and hospitals in UAE. A total of 150 employees working at staff level in health care centers and hospitals in UAE were surveyed. The results showed that workplace has negative impact on employee well-being and the impact was found to be weak. The findings of the study suggest that an increase in workplace stresses will reduce wellbeing of employees. The researchers recommend that in order to reduce the impact of stress on employee well-being organizational support, family support and social support is essential.
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Counsell, Colleen M. "Inspiring Support Staff Employees." JONA: The Journal of Nursing Administration 32, no. 3 (March 2002): 120–21. http://dx.doi.org/10.1097/00005110-200203000-00001.
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Begolli, Gent. "CULTURAL MANAGEMENT AND STAFF COMMITMENT IN ORGANIZATION." Knowledge International Journal 28, no. 5 (December 10, 2018): 1553–56. http://dx.doi.org/10.35120/kij28051553g.
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The paper aims to present the importance of managing culture and employee engagement in productivity and contribution to the organization's success. Engaged employees express themselves physically, mentally and emotionally in carrying out their roles in the organization. There has been extensive dissemination and extensive literature support for results that strongly support the idea that engaged employees have a positive impact on the organization's performance and sustainability.Organizations traditionally relying on financial measures such as profitability, revenue, and spending control are raising interest in so-called "soft" human capital measures such as employee attitudes, turnover, level of engagement or non-engagement of employees as determinants organization's efficiency and timely sustainability of competitiveness advantages.Employee engagement and its culture in the organization is defined as a positive attitude and attitude towards work and being fulfilled, characterized by a high level of energy, dedication and absorption.Definition and understanding of employee engagement often seems to overlap concepts such as job engagement, civic organizational behavior, and commitment to the organization. However, academic literature has been defined as a clear and unique construct that consists of cognitive and emotional components of behavior and that are associated with performance of an individual role.Assessing employee engagement rates determines employee productivity and is key to improving the productivity of the company. Employees are committed when organizations have a working culture and communication practices are healthy when they work in an organization where strategies are developed to express their concerns and find opportunities to grow and develop their potential. Competitors today can be measured by the performance of the service they offer but they can not repeat perfectly the energy, dedication and absorption of their employees at work.By increasing passion, dedication and alignment with the organization's strategies and goals, they will enable the achievement of new heights of excellence for their organizations. Engaged employees will demonstrate increased confidence in their organization and will be driven by a sense of loyalty in a competitive environment. The positive environment through engaging and energizing employees in the organization will affect business growth and provide a competitive edge.
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Tahir, Muhammad. "ANALYSIS OF REWARD PRACTICES AND THEIR INFLUENCE ON EMPLOYEE ENGAGEMENT AMONG SOFTWARE DEVELOPMENT FIRMS IN PAKISTAN." International Journal of Management & Entrepreneurship Research 1, no. 3 (June 21, 2020): 140–50. http://dx.doi.org/10.51594/ijmer.v1i3.19.
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The current study is based on investigation of current reward practices of the software development firms in Pakistan, employee’s preference for different type of reward offered, and influence of reward practices on employee’s work engagement. The design of the study is cross-sectional and explanatory, and it is based on quantitative approach and survey method. Primary data is collected from staff of 10 selected software development firms located in the city of Islamabad (n=160). Our results indicate that in monetary reward category, employees prefer reward such as enough payments, overtime payments, and transportation allowances which are not adequately provided by the employers. Similarly, in non-monetary reward category, employees prefer reward such as social security, and appreciation and recognition which are not adequately addressed by the employers. Furthermore, results indicate that both monetary reward as well as non-monetary reward has positive and significant effects on employee engagement. Both type of reward explains 66.9% change in the employee engagement level. Our results imply that software development firms in Pakistan should review their reward practices and give attention to both type of reward.
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Arbidane, Iluta, Dairis Arbidāns, Ēvalds Višķers, and Iveta Graudiņa. "STAFF MOTIVATION PROBLEMS IN SMALL ENTERPRISES." Journal of Regional Economic and Social Development 1, no. 12 (November 17, 2020): 40. http://dx.doi.org/10.17770/jresd2020vol1.12.5399.
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One of the challenges a company manager constantly faces is employee motivation. According to the authors' empirical experience, in small enterprises, an entrepreneur often has limited opportunities to hire a large number of employees, so the existing ones have to perform not only direct job responsibilities within their position or profession, but also other additional duties. The aim of the research is to study the problems and opportunities of employees motivation in small enterprises. Two surveys were conducted to achieve the aim. The survey of entrepreneurs examines the motivation of employees from the point of view of entrepreneurs, while the second survey examines the opinion of employees on motivation in small enterprises. As a result, the motivators are ranked from both points of view and compared.
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Chajduga, Tomasz, and Manuela Ingaldi. "Hiring Disable People to Avoid Staff Turnover and Enhance Sustainability of Production." Sustainability 13, no. 19 (September 24, 2021): 10577. http://dx.doi.org/10.3390/su131910577.
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Companies struggle with maintaining staff turnover at a low and sustainable level. Hiring a new employee means costs for the company, such as recruitment, medical examinations, and training, etc. In addition, new employees must learn to perform their tasks properly and quickly, which can take up to several months. Disabled employees change jobs less frequently due to the fact that it is difficult for them to find a new one. For employers, such an employee, if they have the same skills as a fully functional employee, can therefore be very valuable, for example, in relation to the reduction of costs associated with frequent employment of new employees. In addition, employing people with disabilities also brings social benefits related to counteracting social exclusion and the possibility of independent living by such people. The human factor is an element that greatly influences sustainable production. The objective of the research was to verify the potential of hiring disabled employees in order to reduce staff turnover. In other words, the analysis has been designed to understand if hiring disabled staff, making expenditures to prepare the workplace and training for them could be potentially efficient in terms of obtaining a higher level of sustainability of the employment in the company. The research has the form of direct (in-depth) interviews in the case of representatives of the companies involved, and a paper questionnaire for the disabled subjects (employees). It took place from September to December 2020 and was the basis for the statistical hypothesis testing. The conducted research was based on a statistical U Mann–Whitney test and fi Yule index calculation. The results showed that people with disabilities remain employed by the same employer longer in comparison to “able-bodied” employees, meaning it may be worthwhile to make extra expenditures to hire disabled persons who could become loyal employees for years. Moreover, it has been statistically proven that the key factor influencing the attractiveness of a given job for a disabled person depends on the type of disability they have.
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Dewi, Putu Elsa Oktavia, I. Ketut Astawa, Ni Made Ernawati, and I. Ketut Suarta. "The Impact of Hotel Staff Appraisal to Career Development." International Journal of Green Tourism Research and Applications 1, no. 1 (December 23, 2019): 73–84. http://dx.doi.org/10.31940/ijogtra.v1i1.1632.
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The purpose of this research is to analyze the impact of staff appraisal to the employee career development and how to manage employee career development at a 5-star hotel ini Nusa Dua, Bali. The data used in this research are quantitative data and qualitative data obtained from passive participation observations, obviously or disguised observations, interview, documentation, literature review, and secondary data named Performance Management Objectives. After obtaining the data then tested the validity test and reliability test used SPSS 17. From the 391 employees were taken 198 samples respondents (hotel employees) using Slovin method. The data analysis technique used is Descriptive Statistics Analysis and Qualitative Descriptive Analysis. The results reveal that staff appraisal gave a positive impact to the employee career development. It is because the staff appraisal assists in employee career development and it can be used by the employees as a reference of their performance. Thus, the staff appraisal using Performance Management Objectives has an impact on employee career development through the promotion process which is 12 employees of the hotel are doing promotion in 2019.
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White, Paul. "Improving staff morale through authentic appreciation." Development and Learning in Organizations: An International Journal 28, no. 5 (July 29, 2014): 17–20. http://dx.doi.org/10.1108/dlo-05-2014-0034.
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Purpose – This paper aims to address the increasingly low levels of staff morale found in workplaces and the challenges managers have. Employees tend to view employee recognition programs cynically and the reasons for these reactions are explained, along with the negative results which follow. The concept of authentic appreciation is discussed, and the core components necessary for employees to feel truly valued and practical steps that can be taken are outlined. Design/methodology/approach – The paper reports lessons learned through the author’s experiences of applying the concepts to workplaces over the past several years. Findings – Job satisfaction and employee engagement are declining in spite of the proliferation of employee recognition programs. Employees perceive much employee recognition activity as being disingenuous, leading to apathy and sarcasm. There are structural issues that need to be corrected for employee recognition to be perceived as authentic – making recognition less generic, more individualized and communicated regularly in the manner that is valued by the recipients. Practical implications – Traditional approaches to employee recognition (awards and rewards) need to be re-evaluated. Continuing these activities may actually increase the negativity within a work environment. Learning what each individual employee values and then communicating appreciation to them in ways that are perceived as authentic is critical to having a positive result. Originality/value – The paper challenges the current (and growing) trend of impersonal employee recognition programs and examines the factors that contribute to recognition being perceived as inauthentic. The author then provides an alternative approach and methodology that facilitates the ability to communicate authentic appreciation.
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Muturu, Elizabeth Mumbi, and Dr Thomas Mose. "EFFECT OF WORK PLACE ENVIRONMENT ON EMPLOYEE RETENTION IN SELECTED SUPERMARKETS IN KENYA." Human Resource and Leadership Journal 4, no. 1 (May 21, 2019): 13. http://dx.doi.org/10.47941/hrlj.295.
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Purpose: The purpose of the study was to establish the effect of work place environment on employees’ retention in selected supermarkets in Kenya. The study specifically sought to determine the effects of job satisfaction, employee relations, employees occupational health and safety and working conditions on employees’ retention in selected supermarkets in Kenya.Methodology: The study will adopt a descriptive research design. The study was undertaken in three selected supermarkets in Kenya notably; Tuskys supermarkets; Naivas supermarkets and Choppies supermarkets. The target population comprised of a total of 1500 staff working in the three selected supermarkets in Kenya. These included; 640 staff at Tuskys supermarkets 560 staff at Naivas supermarkets and 300 staff at Choppies supermarkets. The study adopted a stratified random sampling technique to select 316 respondents as the sample size for the study. Questionnaires were used as the main data collection instruments and a pilot study was conducted to pretest questionnaires for reliability. Descriptive statistics and multiple regression analysis were used to analyze the gathered data and the results were presented on tables, figures and graphs.Results: The study findings indicated that, job satisfaction, employee relations, employees’ occupational health and safety and working conditions were the key effects of work place environment that affected employees’ retention in selected supermarkets in Kenya. The study concluded that, commitment, employees’ motivation and rewards are key aspects of employee job satisfaction which influences employee turnover rates in supermarkets. The study further concluded that job satisfaction the key factor that affects employee’s retention most in supermarkets, followed by occupational health and safety, then working conditions with and lastly employee relations.Contribution to policy and practice: The study recommended that to improve on the level of employee job satisfaction, the supermarket management should offer the employee with good remuneration packages, recognize and reward the high performing employees. The supermarket management should adopt effective employee relations strategy through application of effective communication channel, use of effective conflict resolution methods, encouraging team building activities and providing better working conditions. The supermarket management should implement effective work safety procedures, increase the level of compliance with health and safety policies, implement effective work hazards and risks control methods and implement safety measures to avoid employee exposure to illness and accidents. The finally recommended that the supermarkets management should provide employees with favorable hours of work, provide flexible work schedule, increase on the employee work life balance and provide good work facilities.
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Dangol, Pooja. "Role of Performance Appraisal System and Its Impact on Employees Motivation." Quantitative Economics and Management Studies 2, no. 1 (January 7, 2021): 13–26. http://dx.doi.org/10.35877/454ri.qems119.
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The general objective of the study is to determine the role of performance appraisal and its impact on employee. The study is guided by the following specific objectives: to establish the extent to which performance appraisal process affects employee motivation, to determine the extent to which appraisers affect staff motivation and to determine the challenges in appraising employee performance. The study adopted descriptive research design. The population of interest consists of 120 employees of Service Industry in Nepal. Data is collected using structured questionnaires and additional qualitative data is collected using the reference from the questionnaire and the objectives of the study. The data is analysed using statistical tools such as frequency distribution, percentages and Pearson correlations. Data is presented using tables and charts. The research findings suggest that regular assessment of performance leads to employee motivation. Performance appraisal rating can be considered as a technique that has a positive effect on work performance and employee motivation. Employees may be motivated if the appraisal process is based on accurate and current job descriptions. On the challenges of performance appraisal on employee motivation established that some managers tend to be liberal or strict in their rating of staff which may affect the employees’ motivation. The manager’s ability to address the skills gaps can have a significant impact on the employee’s motivation. Regular ratings may affect the performance and motivation of the employees. Fair assessment of the employee’s performance may enhance their motivation.
Dissertations / Theses on the topic "Staff of employees"
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Shikongo, Johanna Nelago. "Staff attraction and retention : a model for a Namibian state-owned enterprise." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/1739.
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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011In order for any organisation to achieve its goals, a committed workforce is essential. It has, however, become a great challenge for organisations to attract and retain employees as the power of success has shifted from organisations to employees. The organisation that is committed to attraction and retention of staff is likely to gain a competitive advantage, as staff members are satisfied and give optimum production levels. The purpose of the study was to determine and investigate factors that affect attraction and retention of staff at NIP in order to suggest possible interventions that could be employed to attract and retain staff in future. In order to obtain desired results, the researcher used a mixed-method approach. Questionnaires were distributed to all non-management NIP employees and semi-structured interviews were conducted with four (4) purposively selected NIP managers. Statistical analysis was used to analyse data, which was obtained by means of questionnaires, and content analysis was used for data that was obtained by means of semi-structured interviews. The study revealed that NIP staff members are dissatisfied with the company policies and practices, as the company does not always pay effective attention to them. Some of them indicated that they only worked as a means of survival; because of passion for their jobs; to save lives; and owing to the scarcity of jobs, since the industry is small. It is, therefore, necessary to pay attention to factors that this study has produced as obstacles in the way of NIP to employ an effective recruitment and retention strategy for its employees.
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Mokoditoa, Jocelyn Molly. "Academic staff recruitment and retention strategies at the University of Limpopo." Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/393.
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Thesis (MPA)--University of Limpopo, 2011The paper examines the causes of the high turn-over rate and the non-retention of the academic staff at the University, and come up with possible solutions to curb the problem. The study addresses the factors that affect the academic staff recruitment and retention strategies. The paper further address identification of factors contributing to the high turnover rate of the academic staff at the University of Limpopo, analyze causes of the problems, work on the feedback obtained from interviewees, and make recommendations that will enable the University to come up with possible and implementable strategies for the recruitment and retention of the academic staff. This was evident by the results of the study through the literature review and the interviews held that academic staff recruitment and retention is a problem. It is therefore advisable for the University to take note of the results of this study, and that there should be a turn-around strategy that could be implemented and monitored. The Human Resource department should have a database that tracks the career path of all academic staff, and notify all appointees who are coming up for tenure. This notice could go out at the start of the last but one year before the appointees become eligible for appointment with tenure. The university must develop a culture of reasonable, clearly articulated, and enforced deadlines for processing applications for promotion. Human Resources department have a role to play in the promotion process as well. Access to information about the promotion process can be enhanced by revamping the websites for some of the institutions which are not really helpful in this respect. Relevant documents (e.g., conditions of service, appointment and promotion guidelines, benefits) can then be made accessible via institutional websites in a very organized manner than is currently the case in many universities
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Ting, Tsui Wai-ming, and 丁徐慧明. "An evaluation of performance appraisal for model scale I staff." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31974582.
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Agado, Gloria Ale. "Staff development in effective border schools /." Digital version accessible at:, 1998. http://wwwlib.umi.com/cr/utexas/main.
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Zweni, Noluthando. "Employee participation in training and development at a selected municipality in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/3029.
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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2019The study focuses on Human Resource Development through employee training and development practices. This research sheds light on the relationship between employee training practices and employee development, with specific emphasis on employee performance and job satisfaction. The purpose of training and development programmes is to improve employee competence and organisational performance. A number of employees are perceived to be reluctant to attend training and development opportunities and do not want to develop themselves. The objectives of the research were to investigate employee training and development practices followed at a selected municipality in the Western Cape in South Africa and to explore and understand the dimensions of employee training and job satisfaction. It was anticipated that this would give an indication of the various training and development programme types, as well as its benefits, offered to municipal employees of the selected municipality. It also focuses on employees’ expectations and involvement in such types of training programmes. The aim of the study is to analyse the implementation of training and development intervention practices of a selected municipality as well as its impact on the perceptions about employees who do not want to attend training and development interventions organised which, in the long run, will lead to job performance improvement and job satisfaction. An investment in training activities is returned in the form of retaining more productive and effective employees. Training and development intervention programmes may focus on individual or team performance. It is observed that municipalities following systematic and scientific training and development practices create high job satisfaction levels amongst employees. In contrast, municipalities who do not put training interventions in place to make sure employees are given opportunities to undergo training and development, do not perform well, and usually receive disqualified audit statuses and experience community protests for lack of service delivery. Municipal employees who attend training and development programmes are more committed towards better performance – results show positive outcomes. The development and implementation of training interventions should be based on needs analyses. Information obtained could be useful for the improvement of training and development practices in all departments. Factors affecting the effectiveness of training and development intervention practices in municipalities include lack of support from top management and peers, employees’ individual attitudes, job-related factors and deficiencies in training practices. In an era where Government struggles to address community’s crisis, public service employees should be managed efficiently and effectively by implementing systematic training and development intervention programmes in order to enhance job performance and understanding of job criteria. This will ensure effective transmission of basic services to communities. There is an urgent need to reshape training and development interventions in order for Government to provide advancement possibilities in Local Government and for departments to be centres of excellence. Government departments should design training policies that resonate with communities’ needs and develop guiding documents that are understandable and implementable. Departments also need to review training budgets and the relevance of training programmes. In addition, the training opportunities provided should be accredited and recognised to afford workers opportunities for growth and promotion as well as to gain a qualification that will give them access to obtaining a formal qualification.
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Redekopp, Helen Mary. "Staff nurses’ perceptions of the profession of nursing." Thesis, University of British Columbia, 1985. http://hdl.handle.net/2429/24420.
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In its struggle to be recognized as a legitimate profession, nursing has proceeded in several directions, promoting diversity of professional views among its practitioners. The many changes taking place in nursing supported the need for a study determining exactly how staff nurses view the profession of nursing. The criteria of a profession as defined by Valiga (1982): the boundaries, goals, and scholarly component of the discipline, the recipient of the discipline's service, the relationship of the discipline to others, and the independence, responsibility, autonomy, commitment, and activities of the discipline's practitioners (pp. 126-127), were the basis of the study. The views of the profession as held by the staff nurses were related to the variables of age, preparatory and/or additional nursing education, number of years worked since graduation, length of time in present employment, and the agency of employment.
The 600 subjects were randomly selected by computer at the Registered Nurses' Association of British Columbia (R.N.A.B.C.). The Views About Nursing Questionnaire, developed by Valiga (1982), along with a background information questionnaire were sent to the subjects by the R.N.A.B.C. A total of 262 usable questionnaires were the basis of data analysis. Pearson product-moment correlations and analysis of variance were performed as appropriate. These analyses revealed that there was an inverse, but not statistically significant, relationship between age and number of years worked and scores on the Views About Nursing Questionnaire. There was no relationship between the scores and education and the scores and length of time in present employment. Because a large majority of respondents were employed in acute care hospitals, no analysis of the relationship of agency of employment and the scores was undertaken.
Conclusions and implications of this study are addressed and suggestions for further study are presented.Applied Science, Faculty of
Nursing, School of
Graduate
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Chen, Yingzhu. "Art preference of healthcare staff in break room environments." Pullman, Wash. : Washington State University, 2009. http://www.dissertations.wsu.edu/Thesis/Fall2009/Y_Chen_111409.pdf.
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Thesis (M.A. in interior design)--Washington State University, December 2009.Title from PDF title page (viewed on Jan. 28, 2010). "Department of Interior Design." Includes bibliographical references (p. 62-69).
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Makapela, Lunathi Brian. "Staff motivation and job performance in the Frere Hospital maternity ward." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/8769.
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The topic of motivation continues to command substantial attention in the field of industrial or organisational psychology. Motivation has always been an essential factor in managing personnel and is a crucial variable in creating a high performance organization. Public administration research has largely ignored motivation as a topic, contrary to research of private sector management. Nurses represent one of the biggest profession group in South Africa's health care services and forms the vertebrae of the Primary Health Care in South Africa. South Africa has experienced large numbers of nurses immigrating to other foreign countries due to poor working conditions in South Africa. Government has a responsibility of ensuring that there is always a motivational climate in the institutions where nurses work. Several investigations have been conducted by various organisations regarding the state of South African Health Care System, due to a high rate of reported deaths in South African hospitals. Dispatch investigation team in 2005 revealed a number of findings that related to various motivational issues at the Eastern Cape Frere Hospital maternity ward. These motivational issues included but not limited shortage of nurses and doctors; use of interns on night duty without qualified doctors and anaesthetist; a cleaner confirmed to have been seen delivering a baby in the labour ward while wearing a doctor‟s coat, as well as accessing and dispensing medicine; no security to prevent people from wandering the labour ward and the entire maternity section; deaths due to negligence; inappropriate appointment of personnel, a situation causing problems for the nurses; employees complaining of work overload; absenteeism and sick leave leaving one nurse on duty at night in the nursery; lack of equipment like oxygen points, suction catheters, CPAPs and CTG machines, alleged by some nurses to be directly responsible for a number of avoidable deaths; staff shortages thus forcing inexperienced nurses to carry duties beyond their experience; detrimental shortages of labour beds; a general assistant dressed in a green nurse‟s gown rinsing blood-soaked linen before dishing up for, and serving food to patients, still wearing the same clothing. Since the Dispatch investigation and the subsequent investigations by political parties and the National Department of Health, no scientific research or investigation has been done around challenges at Frere Hospital maternity ward. The main purpose of this study is to investigate the levels of staff motivation and staff motivation levels' impact on job performance in the Frere Hospital maternity ward. In conducting this study the researcher explored five motivation theories which are amongst a group of motivational theories that have shaped worker motivation in both the public and private sectors. The study explored Maslow hierarchy of needs, Herzberg two factor theory, Vroom's expectancy theory, Locke's equity theory and Festinger‟s goal setting Theory. These theories were used with a view of gathering an understanding of staff motivation and job performance. The reasons for the researcher to choose these five motivational theories is that they are amongst the most popular theories used by scholars to measure staff motivation and performance both in the private and public sectors. These theories were also used due to their relevance to the organisation investigated. This study followed a quantitative approach and empirical study was conducted using a questionnaire with closed and open-ended questions. The empirical results from the nine sections researched showed some distinct findings, from which the following recommendations were drawn: management should consider employees' involvement during goal setting in the department; management should work towards building in job motivators into the employees’ jobs; management should ensure that there is a reputable performance reward and recognition system in place that is agreed upon with staff, instead of imposing the system; management should support nurses in ensuring that their working conditions and salaries and benefits are improved; and It is therefore the responsibility of managers to ensure that staff are always kept motivated in order to increase job performance.
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LaFleur, Tobias C. (Tobias Christopher). "Improving the Quality of Hotel Banquet Staff Performance: a Case Study in Organizational Behavior Management." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc500375/.
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The banquet staff at a north Texas hotel were responsible for setting up 11 different functions (e.g., buffet dinners) for conferences and meetings. The functions were often set up late and items were often omitted. An analysis suggested that performance problems were the result of weak antecedents, inefficient work procedures, inadequate training and a lack of motivating consequences. An intervention consisting of task checklists, feedback, goal setting, monetary bonuses, training and job aids was designed to enhance the accuracy and timeliness of function setups. Performance increased from an average of 68.8% on the quality measure (accuracy plus timeliness) in baseline, to 99.7% during the intervention phase. Performance decreased to 82.3% during a follow-up phase in which parts of the intervention were discontinued by hotel management. Performance increased to 99.3% with the reintroduction of the intervention phase.
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Woo, Mei-wa Esther. "Comparative study of the staff development in academic libraries of Mainland China and Hong Kong." Click to view the E-thesis via HKUTO, 2005. http://sunzi.lib.hku.hk/hkuto/record/B31512355.
Full textBooks on the topic "Staff of employees"
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Iowa, University of. House Staff benefits information. Iowa City, Iowa: University of Iowa, 2011.
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Unity, Organization of African. Staff regulations & rules. Addis Ababa, Ethiopia: Administration and Conferences Dept., Personnel Division, 1993.
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Toulson, Norman. Preparing staff for retirement. Aldershot, Hants, England: Gower, 1987.
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Marie, Hannon Clare, and Knobbe Dave, eds. Essential staff training activities. Dubuque, Iowa: Kendall / Hunt Pub., 2009.
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Pratt, K. J. Effective staff appraisal: A practical guide. Berkshire, England: Van Nostrand Reinhold, 1986.
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Cauvier, Denis L. How to keep your staff productive and happy. Dubuque, Iowa: Kendall/Hunt Pub. Co., 1995.
Find full textBook chapters on the topic "Staff of employees"
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Menges, Uta, Jonas Hielscher, Annalina Buckmann, Annette Kluge, M. Angela Sasse, and Imogen Verret. "Why IT Security Needs Therapy." In Computer Security. ESORICS 2021 International Workshops, 335–56. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-95484-0_20.
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AbstractOver the past decade, researchers investigating IT security from a socio-technical perspective have identified the importance of trust and collaboration between different stakeholders in an organisation as the basis for successful defence. Yet, when employees do not follow security rules, many security practitioners attribute this to them being “weak” or “careless”; many employees in turn hide current practices or planned development because they see security as “killjoys” who “come and kill our baby”. Negative language and blaming others for problems are indicators of dysfunctional relationships. We collected a small set of statements from security experts’ about employees to gauge how widespread this blaming is. To understand how employees view IT security staff, we performed a prolific survey with 100 employees (n = 92) from the US & UK, asking them about their perceptions of, and emotions towards, IT security staff. Our findings indicate that security relationships are indeed often dysfunctional. Psychology offers frameworks for identifying relationship and communication flows that are dysfunctional, and a range of interventions for transforming them into functional ones. We present common examples of dysfunctionality, show how organisations can apply those interventions to rebuild trust and collaboration, and establish a positive approach to security in organisations that seizes human potential instead of blaming the human element. We propose Transactional Analysis (TA) and the OLaF questionnaire as measurement tools to assess how organisations deal with error, blame and guilt. We continue to consider possible interventions inspired by therapy such as conditions from individual and group therapy which can be implemented, for example, in security dialogues or the use of humour and clowns.
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Hilb, Martin. "Succession Planning Governance Case." In Management for Professionals, 51–52. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-48606-8_10.
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AbstractMichael Miller is the founder of a successful international high-tech company in the medical field. The total staff includes 3500 employees, 90% of which are outside Switzerland.Miller’s company was successful in acquiring Phamtex International, another family-owned company. Miller offered the CEO position for the new merged company to John Kennedy who was the successful former CEO of Phamtex International.Suddenly Michael Miller realized that he had no successor for John Kennedy in case of his leave.
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Drumwright, Hayes. "Minimum Viable Stuff." In Management vs. Employees, 75–83. Berkeley, CA: Apress, 2016. http://dx.doi.org/10.1007/978-1-4842-1675-0_9.
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Mason, Janice J., and Alia Fink. "Employee and Staff Safety." In Pocket Guide to Quality Improvement in Healthcare, 65–82. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-70780-4_5.
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Tochtermann, Peter. "Staff." In Unified Patent Protection in Europe: A Commentary. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198755463.003.0160.
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The staff of the Court consist of the officials and other employees of the Court. However, judges are not officials in the sense of Art 16 UPC Statute. The officials and other employees of the Court are responsible to the Registrar, under the authority of the President of the Court of Appeal or the President of the Court of First Instance.
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Camillo, Angelo, Francesca Di Virgilio, and Loredana Di Pietro. "Staff Turnover at the Crossboarder Hotel Company." In Handbook of Research on Global Hospitality and Tourism Management, 520–31. IGI Global, 2015. http://dx.doi.org/10.4018/978-1-4666-8606-9.ch026.
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This chapter endeavors to draw attention to staff turnover in the hospitality industry by analyzing a company, which will be referred to as “Crossboarder Hotel Company”. The actual name has been disguised to maintain the company's confidentiality. The chapter discusses the causes and effects of employee turnover and ways to prevent turnover. Turnover is divided into three categories: job dissatisfaction, errors in employee selection, and poor management. The common cause of turnover however; is job dissatisfaction which affects employees well-being. A survey instrument that included measures of job satisfaction, and demographic information was used to collect information from hotel employees of an American Hotel Chain we refer to as the “Crossboarder Hotel Company”, geographically dispersed in Georgia, Alabama, California, North Carolina, Arizona, Texas, Utah, and Indiana. Data from 78 respondents were collected over a three-year period. The results show that favouritism, nepotism, lack of responsibility and accountability, lack of training and improper communication negatively contributed to job satisfaction.
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Gallow, Shiksha. "Human Resources Remain Our Biggest Assets." In Corporate Social Responsibility. IntechOpen, 2022. http://dx.doi.org/10.5772/intechopen.98942.
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This chapter analyses employees as human assets by investigating various retention theories. It is imperative that employers do not treat employees like “cogs in the wheel” but rather understand what factors would retain these individuals. The working environment in any organisation is important, as it has to be conducive to attaining a competent and successful workforce. The chapter focuses on a research study conducted evaluating what makes employees remain in an organisation. From the findings a conceptual retention model was developed which would assist employers in retaining staff and ensuring they are treated as human assets. The retention model was based on both a quantitative and qualitative analysis, and many themes and theories have been included in this model.
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Sacco, Kathleen L. "Providing Professional Development Opportunities to Staff in Tough Economic Times." In Advances in Library and Information Science, 60–75. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-4675-9.ch005.
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Libraries today have been feeling budget crunches due to decreases in funds and increases in materials costs and salaries of their employees. There are also pressures on libraries of all types to respond to new technologies and modes of knowledge acquisition. Because of these constant changes, library staff and administrators must work together to develop comprehensive, sustainable training programs that benefit both employees and the library as a whole. Administrators can foster this by developing their libraries into learning organizations. This chapter will outline how library administration can keep costs in check while providing a vibrant professional development program for their employees.
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Sacco, Kathleen L. "Providing Professional Development Opportunities to Staff in Tough Economic Times." In Adult and Continuing Education, 1496–511. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-5780-9.ch085.
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Libraries today have been feeling budget crunches due to decreases in funds and increases in materials costs and salaries of their employees. There are also pressures on libraries of all types to respond to new technologies and modes of knowledge acquisition. Because of these constant changes, library staff and administrators must work together to develop comprehensive, sustainable training programs that benefit both employees and the library as a whole. Administrators can foster this by developing their libraries into learning organizations. This chapter will outline how library administration can keep costs in check while providing a vibrant professional development program for their employees.
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Zutshi, Ambika, Marina Pogrebnaya, and Jan Fermelis. "Wellness Programs in Higher Education." In Handbook of Research on Higher Education in the MENA Region, 391–419. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-6198-1.ch017.
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Employee wellness has become a growing concern for many organisations, which are now allocating increased resources to provide Wellness Programs (WPs) with the intention of positive outcomes for both stakeholders. Nonetheless, not all employees actively participate in these programs. In order to develop greater qualitative insights into employees' awareness of WPs and their reasons for (non)participation, semi-structured interviews were conducted with managers and employees from two non-teaching divisions in a higher education institution. Interviews revealed that many employees were unaware of the programs available to them, and that awareness, participation, and the positive outcomes were confounded by a lack of effective communication between managers and employees. The findings of this study will assist managers to acknowledge the needs of their staff in constructing appropriate and effective WPs and in utilising the communication methods most likely to be effective in facilitating employee awareness and encouraging their participation in WPs.
Conference papers on the topic "Staff of employees"
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Popova, Yu, A. Balayanc, and A. Vozdinova. "MOTIVATION OF STAFF IN AN EDUCATIONAL ORGANIZATION." In Manager of the Year. FSBE Institution of Higher Education Voronezh State University of Forestry and Technologies named after G.F. Morozov, 2022. http://dx.doi.org/10.34220/my2021_230-233.
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The article presents modern methods and methods of motivating the staff of an educational institution. The concepts of “motivation” and “stimulation” are considered. Measures to encourage employees of the educational institution are proposed. The article presents an individual approach to motivating and stimulating the work of a teacher to reveal the internal potential of the employee and his maximum return.
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Raewf, Manaf, Yazen Mahmood, and Ali Jaafar. "The Influencing Factors on the Employees' Cooperation of Private Sector." In 3rd International Conference on Administrative & Financial Sciences. Cihan University - Erbil, 2021. http://dx.doi.org/10.24086/afs2020/paper.139.
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This paper focuses on the importance of the employees' cooperation at any workplace, and how the cooperation effects on making a successful or failure organization by examining the relationship between the influencing factors and employees' cooperation, providing recommendations for organization managers, and presenting a theoretical background of the influencing factors and employees' cooperation. The statistical package for social science (SPSS) was used to analyze the data which are obtained from the distributed questioner for 30 employees of Alen Company in Erbil. The researchers conclude that the existence of the team spirit and cooperative leadership help in implementing a cooperative management by the staff even if it is in certain level, and they recommend to the need of strengthening the power and facilities of staff in the term of managing and authority and increasing the cooperative behavior among the staff and the management in term of issues that relate to organization's management.
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Erjavec, Karmen. "EMPLOYEES’ COMMUNICATION DURING COVID-19." In Sixth International Scientific-Business Conference LIMEN Leadership, Innovation, Management and Economics: Integrated Politics of Research. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/limen.s.p.2020.67.
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The context of the COVID-19 pandemic presents communication challenges for companies as they adjust to a new operating, business and public policy environment. This unprecedented public health crisis affects all stakeholders. The COVID-19 pandemic underlined the importance of strategic internal communication, as many companies had to introduce new working practices and hire or fire staff extremely quickly. An explorative qualitative and qualitative research approach was applied to determine the use of digital communication channels and communication channels during the COVID-19 pandemic by Slovenian employees. The opportunities and challenges that arose during COVID-19 the outbreak of the pandemic are presented. Finally, proposals for organizational communication strategies in times of the pandemic are provided.
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Abramov, Valery L. "The Drivers Of Turnover And Government Employees Professional Staff Proportions In Russia." In 18th PCSF 2018 - Professional Сulture of the Specialist of the Future. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.12.02.38.
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Ulfah, Siti, Cicilya Candi, and Ede Surya Darmawan. "Risk Factors of Covid-19 Transmission between Hospital Employees." In The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.01.23.
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ABSTRACT Background: Coronavirus disease 2019 (Covid-19) in healthcare workers at hospital has caused concern because of the higher rates of infection from patients. The aimed of the study was to investigate the risk factors of covid-19 transmission between hospital employees. Subject and Method: This was a qualitative study conducted from August to September 2020. A total of 19 confirmed Covid-19 cases were selected for this study. The data were collected by in-depth interview analyzed descriptively. Results: From 19 confirmed Covid-19 cases, 15 of it were medical staff (78.95%) and the rest were non-medical staff (21.05%). The risk factors of transmission were direct contact with confirmed Covid-19 patient and neglected health protocol. Conclusion: The risk of Covid-19 transmission among hospital employees increases with a direct contact with patients and the neglection of health protocol. Keywords: Covid-19 transmission, hospital employees Correspondence: Siti Ulfah. Masters Program in Hospital Administration, Faculty of Public Health, Universitas Indonesia. Email: sitiulfah111@gmail.com. Mobile: (021) 7864975. DOI: https://doi.org/10.26911/the7thicph.01.23
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Acton, Thomas, and William Golden. "Training: The Way to Retain Valuable IT Employees?" In 2002 Informing Science + IT Education Conference. Informing Science Institute, 2002. http://dx.doi.org/10.28945/2434.
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The IT workforce of a company is an important strategic asset, an asset that needs to be managed. This paper details the results of a survey administered to 200 employees across 39 software companies in Ireland between July and August 2001, with a response rate of 102 (51 %). It presents a descriptive study, which assesses the impact that training practices have on employee retention. It also gathers data on the effects of training initiatives, the types of training in use, and the influence of training on knowledge retention. IT staff were chosen for this study as they embody the new “knowledge worker” operating in the information economy. The study finds that training helps in retaining knowledge within the organization, but may not help in retaining employees. The predominant method of training delivery is by instructor-led formal sessions, followed by self-training and workshops. Findings show that more modern methods such as web-based and computer-based training are not pervasive.
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Sosnilo, Andrei I., Elena E. Zorina, and Pavel S. Seleznev. "Corporate Culture as a Framework of Training Employees." In 2018 XVII Russian Scientific and Practical Conference on Planning and Teaching Engineering Staff for the Industrial and Economic Complex of the Region (PTES). IEEE, 2018. http://dx.doi.org/10.1109/ptes.2018.8604181.
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Li, Xiaochen, and Juan Tang. "The Impact of Mental Health of Employees on Staff Morale During Returning to Work — The Moderating Effect of Employees’ Satisfaction of Enterprise Emergency Policy." In 6th International Conference on Humanities and Social Science Research (ICHSSR 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200428.074.
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PONEA (RADU), Ioana Antoaneta, Ion STEGAROIU, Maria Georgiana PONEA, and Bogdan ŞTEFĂNESCU. "MOTIVATION OF HEALTH PERSONNEL IN PUBLIC SECTOR HOSPITALS IN THE CONTEXT OF THE COVID-19 PANDEMIC." In International Management Conference. Editura ASE, 2022. http://dx.doi.org/10.24818/imc/2021/03.11.
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The medical staff represented the first line of intervention in the fight against the new severe acute respiratory syndrome coronavirus from the beginning of the pandemic until now. In addition to the major risks health personnel face, it is necessary to find solutions in managing the psychological impact to which they are subjected. The digital revolution, the globalized economy and the increasing demand upon limited resources are developing a culture of stress within organizations. The employees’ flexibility and commitment are reduced to the parameters of an equation whose result is none other than profit maximization. In this context, the study of burnout makes perfect sense. Therefore, we decided to perform an analysis in a county public sector emergency hospital, to establish strategies for human resources motivation, the key element in providing workers who are committed to their full capacity in achieving the objectives of an entire organization, in particular to those that take care of patients infected with SARS-CoV2. An employee who identifies himself/herself with the organizational objectives is a satisfied employee, with a job that provides fulfillment considered important at the individual level and from the managerial function perspective, such an employee is a well-performing employee. In this article, we aim to analyze the burnout syndrome, which is becoming more present among medical staff, in the context of the current pandemic with Covid-19. This research is based on the responses of 40 employees operating in a public sector hospital and analyzes what is the psychological impact of medical staff dedicated to the care of patients infected with SARS-CoV2. Although the sample is represented by employees in the health system, the results can be useful to all the managers interested in the level of satisfaction or burnout of his / her direct subordinates.
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Onochie, Abraham Lawrence. "The Changing Nature of New Employees’ Orientation: “Staff Retention and Turnover Reduction” An Empirical Study In The Gambia's Public And Private Sectors." In 28th iSTEAMS Multidisciplinary Research Conference AIUWA The Gambia. Society for Multidisciplinary and Advanced Research Techniques - Creative Research Publishers, 2021. http://dx.doi.org/10.22624/aims/isteams-2021/v28p6.
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Purpose: One of the major areas on HRM is how to develop employees and get the most efficient out of them by retaining employees and reducing an organization's turnover rate. People leave organizations all the times, depending on various reasons that might be personal and out of the control of the employee, and/or either due to conflict of interest of employees seeking a change in their careers. There are various possible factors of the range of control of the organization. However, it has been observed that organizations can keep their employees longer if they are oriented and welltrained. In this paper, investigation will be on the impact of employees' orientation as a tool towards reducing high turnover rates. Methodology: Both primary and secondary data were used to gather information for this investigation. The secondary data was obtained from articles, blogs, papers online, and textbooks. The questionnaires were sent to respondents electronically via Google forms. A link was produced: Https://forms.gle/GEgBCklkmlkMXmL9 after the survey was built, it was shared amongst respondents with an attached letter of clarification explaining the process of participation which was on voluntary basis. The survey was opened for a span of one week and within a week 144 surveys were filled and submitted above the benchmark which targeted 100 participates. The targeted audience was a random selection of The Gambia’s workforce, there was no specific organization under reviewed. Findings: The Statistics of this survey shows that very few numbers of employees stayed with an organization for more than 5 years of employment which indicates a high turnover. Over 73% of the respondents received orientation prior to job engagement with little and/or less information about how to do their jobs. Whereas, over 27% of employees never received any orientation. Results also show that management does not get involved often in ensuring that their newly hired employees understand what-to-do? And how-to-do-their jobs, rather most employees ended up learning their jobs by themselves. Finally, this survey recorded 38% for employees’ feedback and 66% of the time management does not respond to staff feedback. Feedback is one of the most ideal ways of improvement but management concentrates less on it. On the side of training and development, 42% of the respondents believe that orientation helps in reducing the rate at which people leave an organization. While 36% feel neutral about this statement and 50% of the respondents believe that orientation helps in retaining employees. Keywords: Employee Retention, Organization's Turnover Rate, Employment
Reports on the topic "Staff of employees"
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Pilkevych, Ihor, Oleg Boychenko, Nadiia Lobanchykova, Tetiana Vakaliuk, and Serhiy Semerikov. Method of Assessing the Influence of Personnel Competence on Institutional Information Security. CEUR Workshop Proceedings, April 2021. http://dx.doi.org/10.31812/123456789/4374.
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Modern types of internal threats and methods of counteracting these threats are analyzed. It is established that increasing the competence of the staff of the institution through training (education) is the most effective method of counteracting internal threats to information. A method for assessing the influence of personnel competence on institutional information security is proposed. This method takes into account violator models and information threat models that are designed for a specific institution. The method proposes to assess the competence of the staff of the institution by three components: the level of knowledge, skills, and character traits (personal qualities). It is proposed to assess the level of knowledge based on the results of test tasks of different levels of complexity. Not only the number of correct answers is taken into account, but also the complexity of test tasks. It is proposed to assess the assessment of the level of skills as the ratio of the number of correctly performed practical tasks to the total number of practical tasks. It is assumed that the number of practical tasks, their complexity is determined for each institution by the direction of activity. It is proposed to use a list of character traits for each position to assess the character traits (personal qualities) that a person must have to effectively perform the tasks assigned to him. This list should be developed in each institution. It is proposed to establish a quantitative assessment of the state of information security, defining it as restoring the amount of probability of occurrence of a threat from the relevant employee to the product of the general threat and employees of the institution. An experiment was conducted, the results of which form a particular institution show different values of the level of information security of the institution for different values of the competence of the staff of the institution. It is shown that with the increase of the level of competence of the staff of the institution the state of information security in the institution increases.
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Jones, Nicole S., Jeri D. Ropero-Miller, Heather Waltke, Danielle McLeod-Henning, Danielle Weiss, and Hannah Barcus. Proceedings of the International Forensic Radiology Research Summit May 10–11, 2016, Amsterdam, The Netherlands. RTI Press, September 2017. http://dx.doi.org/10.3768/rtipress.2017.cp.0005.1709.
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On May 10–11, 2016, the US Department of Justice (DOJ) National Institute of Justice (NIJ), the Netherlands Forensic Institute (NFI; Dutch Ministry of Security and Justice of the Netherlands), the International Society for Forensic Radiology and Imaging (ISFRI), the International Association of Forensic Radiographers (IAFR), and NIJ’s Forensic Technology Center of Excellence (FTCoE) at RTI International organized and convened the International Forensic Radiology Research Summit (IFRRS) at the Academic Medical Center in Amsterdam. The summit assembled 40 international subject matter experts in forensic radiology, to include researchers, practitioners, government employees, and professional staff from 14 countries. The goal of this 2-day summit was to identify gaps, challenges, and research needs to produce a road map to success regarding the state of forensic radiology, including formulating a plan to address the obstacles to implementation of advanced imaging technologies in medicolegal investigations. These proceedings summarize the meeting’s important exchange of technical and operational information, ideas, and solutions for the community and other stakeholders of forensic radiology.
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Mbabzi, Kikundwa Emma. Standardisation of Staff Training to Increase Efficiency. Purdue University, November 2021. http://dx.doi.org/10.5703/1288284317427.
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In any industry or organization, personnel training is emphasized with reference to National Regulatory Authorities (NRAs) guidelines and other globally accepted guidelines. In spite of many refresher training programs, the pharmaceutical industry still faces significant variations in individual/ team efficiency and productivity. Individuals/teams given the same task, SOPs, environment and materials continue to produce significantly different results reflecting the possibility of operating on different sets of theoretical and practical information, which may stem from differing trainer, training program or training method. This study focused on using a standardized manual for training two teams A and B involved in vaccine production, as a tool to increase employee efficiency, productivity and quality, at a Livestock vaccine manufacturing company, with an objective to shorten the supply chain of vaccines (starting with Newcastle disease vaccine I-2 strain) to improve product quality, availability and affordability up to rural household level and back yard farmers. Baseline data was collected from four pre-training production batches and compared with data collected from three post-training production batches. The results showed that a tailored standardized training was effective in achieving the same level of efficiency, regardless of how late or soon the member joined the facility, and who conducted the training. The process of training staff, using a company tailored standardized manual, was shown to be successful within this company’s set up and could potentially be applied to other industries that are struggling with implementation of uniform information to their staff.
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Bano, Masooda, and Zeena Oberoi. Embedding Innovation in State Systems: Lessons from Pratham in India. Research on Improving Systems of Education (RISE), December 2020. http://dx.doi.org/10.35489/bsg-rise-wp_2020/058.
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The learning crisis in many developing countries has led to searches for innovative teaching models. Adoption of innovation, however, disrupts routine and breaks institutional inertia, requiring government employees to change their way of working. Introducing and embedding innovative methods for improving learning outcomes within state institutions is thus a major challenge. For NGO-led innovation to have largescale impact, we need to understand: (1) what factors facilitate its adoption by senior bureaucracy and political elites; and (2) how to incentivise district-level field staff and school principals and teachers, who have to change their ways of working, to implement the innovation? This paper presents an ethnographic study of Pratham, one of the most influential NGOs in the domain of education in India today, which has attracted growing attention for introducing an innovative teaching methodology— Teaching at the Right Level (TaRL) – with evidence of improved learning outcomes among primary-school students and adoption by a number of states in India. The case study suggests that while a combination of factors, including evidence of success, ease of method, the presence of a committed bureaucrat, and political opportunity are key to state adoption of an innovation, exposure to ground realities, hand holding and confidence building, informal interactions, provision of new teaching resources, and using existing lines of communication are core to ensuring the co-operation of those responsible for actual implementation. The Pratham case, however, also confirms existing concerns that even when NGO-led innovations are successfully implemented at a large scale, their replication across the state and their sustainability remain a challenge. Embedding good practice takes time; the political commitment leading to adoption of an innovation is often, however, tied to an immediate political opportunity being exploited by the political elites. Thus, when political opportunity rather than a genuine political will creates space for adoption of an innovation, state support for that innovation fades away before the new ways of working can replace the old habits. In contexts where states lack political will to improve learning outcomes, NGOs can only hope to make systematic change in state systems if, as in the case of Pratham, they operate as semi-social movements with large cadres of volunteers. The network of volunteers enables them to slow down and pick up again in response to changing political contexts, instead of quitting when state actors withdraw. Involving the community itself does not automatically lead to greater political accountability. Time-bound donor-funded NGO projects aiming to introduce innovation, however large in scale, simply cannot succeed in bringing about systematic change, because embedding change in state institutions lacking political will requires years of sustained engagement.
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Steinman, Dave, Mike Celiceo, and Joe Head. Stopping Insider Abuse and Spying. Detecting the Hard Stuff: Stolen Passwords Unauthorized Records Browsing, Employee Espionage, Infiltration, and Insertion of Unwelcome Code, via Automatic Behavior Profiling. Fort Belvoir, VA: Defense Technical Information Center, June 1999. http://dx.doi.org/10.21236/ada385478.
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Enfield, Sue. Covid-19 Impact on Employment and Skills for the Labour Market. Institute of Development Studies (IDS), February 2021. http://dx.doi.org/10.19088/k4d.2021.081.
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This literature review draws from academic and grey literature, published largely as institutional reports and blogs. Most information found considered global impacts on employment and the labour market with the particular impact for the very high numbers of youth, women, migrant workers, and people with disabilities who are more likely to be employed in the informal sector. There has been a high negative impact on the informal sector and for precariously employed groups. The informal labour market is largest in low and middle-income countries and engages 2 billion workers (62 percent) of the global workforce (currently around 3.3 billion). Particularly in low- and middle-income countries, hard-hit sectors have a high proportion of workers in informal employment and workers with limited access to health services and social protection. Economic contractions are particularly challenging for micro, small, and medium enterprises to weather. Reduced working hours and staff reductions both increase worker poverty and hardship. Women, migrant workers, and youth form a major part of the workforce in the informal economy since they are more likely to work in these vulnerable, low-paying informal jobs where there are few protections, and they are not reached by government support measures. Young people have been affected in two ways as many have had their education interrupted; those in work these early years of employment (with its continued important learning on the job) have been interrupted or in some cases ended.
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The role of incentives in encouraging workplace HIV/AIDS policies and programs. Population Council, 2004. http://dx.doi.org/10.31899/hiv15.1007.
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This brief examines the role of incentives in encouraging companies in Thailand to adopt workplace policies and programs that address AIDS-related stigma and discrimination and respond to the needs of workers for information and services. The research was a collaboration between the Horizons Program, American International Assurance (AIA), the Thailand Business Coalition on AIDS (TBCA), and AusAID. After the initiative was launched (known as the AIDS-response Standard Organization), TBCA staff built relationships with company managers to explain and promote the advantages of joining. Companies agreeing to implement at least three HIV/AIDS workplace policies would receive a reduction of 5–10 percent off group life insurance premiums from AIA, Thailand’s largest insurance provider, if they were AIA clients. As the initiative evolved, TBCA introduced the additional incentive of a certificate endorsed by the government and awarded at a high-profile public ceremony. For each company agreeing to participate, TBCA offered assistance to enhance their activities, including providing educational leaflets, videos, and a mobile exhibition, as well as condoms, peer education training, counseling and referrals to support groups for HIV-positive employees, and assistance with writing company HIV/AIDS policies.