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1
Авраменко, А. В. "Особливості стилів управління персоналом та їх вплив на результативність роботи установи (на матеріалах ДПТНЗ «Чернігівський професійний будівельний ліцей»)." Thesis, Чернігів, 2021. http://ir.stu.cn.ua/123456789/25195.
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Авраменко, А. В. Особливості стилів управління персоналом та їх вплив на результативність роботи установи (на матеріалах ДПТНЗ «Чернігівський професійний будівельний ліцей») : випускна кваліфікаційна робота : 073 "Менеджмент" / А. В. Авраменко ; керівник роботи Л. М. Мекшун ; НУ "Чернігівська політехніка", кафедра управління персоналом та економіки праці. – Чернігів, 2021. – 94 с.Мета кваліфікаційної роботи полягає у вивченні особливості стилів управління персоналом та їх вплив на результативність роботи установи. Предметом дослідження є теоретико- методологічні засади використання стилів та методів управління персоналом на підприємстві. Об’єктом дослідження кваліфікаційної роботи є стан використання стилів та методів управління персоналом на ДПТНЗ «ЧПБЛ». Методи дослідження: узагальнення та семантичного аналізу – для вивчення сутності стилів управління персоналом; методи класифікації та систематизації – для дослідження типів стилів та видів методів управління персоналом; статистичного й економічного аналізу – для аналізу результатів діяльності та кадрового складу підприємства; соціологічного дослідження (анкетування, інтерв'ю) – для дослідження стилів та методів управління персоналом на досліджуваному підприємств; формалізації – для розробки й обґрунтування рекомендацій щодо вдосконалення стилів та методів управління персоналом; табличний та графічний – для наочного зображення динаміки відповідних показників і схематичного представлення теоретичного матеріалу.
The meta of high-quality robots is based on the specificity of the styles of personnel management and on the efficiency of the robot. The subject of advancing theoretical and methodological goals is to ambush the style and methods of personnel management at the enterprise. About the improvement of the quality of robotics є the standard of styles and methods of personnel management at DPTNZ "CHPBL". Methods of advancement: the use of semantic analysis - for the development of the day-to-day styles of personnel management; methods of classification and systematization - for advanced types of styles and types of methods of personnel management; statistical and economic analysis - for the analysis of the results of the performance of the personnel warehouse of the enterprise; sociological awareness (questionnaire, interview) - for advanced styles and methods of personnel management in enterprises; formalization - for the development and preparation of recommendations and detailed styles and methods of personnel management; tabular and graphical - for a scientific image of the dynamics of general indicators and a schematic presentation of theoretical material.
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Khatywa, Ongeziwe. "The effect of leadership styles on cultural diversity management of employees in the workplace." Thesis, University of Fort Hare, 2015. http://hdl.handle.net/10353/3110.
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This study investigates the effect of leadership styles on cultural diversity management of employees in the workplace. The main objectives of this study were to explore the relationship between leadership styles and cultural diversity management; and to develop a deeper understanding of the nature and extent of the relationship between leadership styles and cultural diversity management. Results indicated positive correlation on effect of leadership styles on cultural diversity management of employees in the workplace. The majority of the correlational results found in the study add to a generally high level of support for most of the relationships found in the literature.
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Blizzard, Eileen M. "An investigation of employee motivation and the effects of employee attitudes and managerial styles." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1998. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1998.Source: Masters Abstracts International, Volume: 45-06, page: 2931. Abstract appears at end of volume. Typescript. Includes bibliographical references (leaves 69-70).
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Werawat, Wanasiri McCarthy John R. "Interpersonal conflict handling styles of private vocational school principals in Thailand." Normal, Ill. Illinois State University, 1995. http://wwwlib.umi.com/cr/ilstu/fullcit?p9633405.
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Thesis (Ph. D.)--Illinois State University, 1995.Title from title page screen, viewed May 18, 2006. Dissertation Committee: John R. McCarthy (chair), Larry D. Kennedy, George Padavil, William Tolone. Includes bibliographical references (leaves 99-106) and abstract. Also available in print.
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Пирог, А. В. "Сучасні підходи до управління персоналом підприємства та шляхи їх удосконалення (на матеріалах ТОВ «ТД Технарь»)." Thesis, Чернігів, 2020. http://ir.stu.cn.ua/123456789/19987.
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Пирог, А. В. Сучасні підходи до управління персоналом підприємства та шляхи їх удосконалення (на матеріалах ТОВ «ТД Технарь») : магістерська робота : 073 Менеджмент / А. В. Пирог ; керівник роботи Кирилюк Ю. В. ; Національний університет «Чернігівська політехніка», кафедра управління персоналом та економіки праці. – Чернігів, 2020. – 99 с.Предметом дослідження в випускній кваліфікаційній роботі є сучасні підходи до процесу управління персоналом на підприємстві. Об'єктом дослідження даної випускної кваліфікаційної роботи є процес управління персоналом на підприємстві з урахуванням сучасних підходів та наявних можливостей. Мета випускної кваліфікаційної роботи полягає в дослідженні концептуальних засад організації процесу управління персоналом на підприємстві та обґрунтуванні практичних шляхів підвищення його ефективності. Завданнями випускної кваліфікаційної роботи є: дослідити концептуальні підходи вітчизняних та зарубіжних вчених до визначення поняття «управління персоналом»; визначити елементи та основні завдання управління персоналом на підприємстві; обґрунтувати сучасні підходи до управління персоналом; розширити основні складові сучасного підходи до управління персоналом; проаналізувати методичні підходи економічної та соціальної оцінки ефективності управління персоналом на підприємстві; дослідити основні етапи процесу управління персоналом; провести оцінку стану та впливу процесу управління персоналом на ефективність фінансово-господарської діяльності; розробити практичні заходи щодо удосконалення управління персоналом в сучасних умовах. За результатами дослідження були запропоновані і економічно обґрунтовані заходи, які спрямовані на покращення процесу управління персоналом на підприємстві. Запропоновані підходи створять передумови для зростання продуктивності праці в майбутньому та сприятимуть підвищенню ефективності функціонування підприємства.
The subject of research in the final qualification work is modern approaches to the process of personnel management at the enterprise. The object of study of this final qualification work is the process of personnel management at the enterprise, taking into account modern approaches and available opportunities. The purpose of the final qualification work is to study the conceptual foundations of the organization of the process of personnel management at the enterprise and to substantiate practical ways of improving its efficiency. The objectives of the final qualification work are: to explore the conceptual approaches of domestic and foreign scientists to define the concept of "personnel management"; identify the elements and main tasks of personnel management at the enterprise; substantiate modern approaches to personnel management; expand the main components of a modern approach to HR management; to analyze methodological approaches of economic and social assessment of the effectiveness of personnel management in the enterprise; explore the main stages of the HRM process; to evaluate the status and impact of the HRM process on the effectiveness of financial and economic activity; to develop practical measures for improvement of personnel management in modern conditions. According to the results of the study, measures were proposed and economically justified aimed at improving the process of personnel management at the enterprise. The proposed approaches will create the preconditions for future productivity growth and will help to improve the efficiency of the enterprise.
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Long, Samuel. "Exploring Which Leadership Styles are Effective with Millennial Employees." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4229.
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Managers struggle with how to motivate the Millennial generation employee. Research that explores which leadership styles are effective with Millennial generation employees is limited. The purpose of this study was to explore what leadership styles are effective with Millennial employees, which led to a key research question: Which leadership styles facilitate employee motivation for the Millennial generation? The theoretical framework was based on the social learning, transformational leadership, and servant leadership theories, which were used to identify effective leadership styles. In the theoretical framework, different motivation theories were presented to establish the context in which motivation was discussed. This quantitative study used a survey administered online to collect data using the Multifactor Leadership Questionnaire, Ethical Leadership at Work Questionnaire, and SL-7 instruments. The participant pool consisted of randomly selected Millennial generation employees (N = 158) who worked in an office setting. The Mann-Whitney U test was used to test for stochasticity. The Kendall's coefficients of concordance and Spearman's correlation were conducted to perform the analysis. The results of this study indicated that all 3 leadership styles effectively motivate Millennial employees, and that the servant leadership style is most effective. This study may contribute to a positive change in leadership practices. Employee job satisfaction may increase as these leadership behaviors are adopted. This in turn may have a positive social impact on the individuals, as well as in the surrounding communities of the individuals who work for leaders who practice any 3 of these leadership styles.
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Jones, Wilma Lee. "Leadership Styles and Nursing Satisfaction Rates." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1166.
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The purpose of this project was to translate evidence-based literature into policy and practice guidelines in order to improve leadership standards and skills among nurse managers and improve patient outcomes and the quality of care. Guided by the American Nurses Credentialing Center Magnet Model and Lewin's change theory, which sets the framework for creating exceptional nursing leaders, a literature search was conducted from studies ranging from 2010 to 2012 from several databases. Inclusion criteria were based on the presence of one or more leadership styles discussed in the articles and the impact of leadership style on nursing satisfaction. A total of 25 articles were found during the electronic search, but only 7 articles met the inclusion criteria for analysis. The results of this review revealed that transformational leadership enhanced nursing satisfaction rates, while transactional leadership and situational leadership contributed to low levels of nursing satisfaction rates. This project contributes to positive social change for nurse managers because there is limited research available that focuses on leadership styles and its implication for practice. This project will inform the work of nurse managers by illuminating the importance of leadership styles on nursing satisfaction and work environment conditions.
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Бабак, С. В. "Креативний підхід та напрями удосконалення стилів та методів управління персоналом (на матеріалах ТОВ «Буд Ком Сервіс»)." Thesis, Чернігів, 2020. http://ir.stu.cn.ua/123456789/19966.
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Бабак, С. В. Креативний підхід та напрями удосконалення стилів та методів управління персоналом (на матеріалах ТОВ «Буд Ком Сервіс») : магістерська робота : 073 Менеджмент / С. В. Бабак ; керівник роботи Хмелевський С. М. ; Національний університет «Чернігівська політехніка», кафедра управління персоналом та економіки праці. – Чернігів, 2020. – 114 с.Предметом дослідження в випускній кваліфікаційній роботі є процес управління персоналом на підприємстві. Об’єктом дослідження даної випускної кваліфікаційної роботи є креативний підхід та напрями удосконалення стилів та методів управління персоналом. Мета випускної кваліфікаційної роботи полягає в дослідженні концептуальних засад процесу креативного управління персоналом на підприємстві та обґрунтуванні практичних шляхів удосконалення стилів і методів підвищення його ефективності. Завданнями випускної кваліфікаційної роботи є: дослідити концептуальні підходи до визначення поняття «організація праці»; визначити елементи та основні завдання організації праці на підприємстві; обґрунтувати необхідність креативного підходу до управління персоналом; розширити основні складові наукової організації праці; проаналізувати стилі і методи управління персоналом, методичні підходи економічної та соціальної оцінки ефективності організації праці на підприємстві; дослідити основні етапи процесу управління персоналом; провести оцінку стану та впливу організації праці на ефективність фінансово-господарської діяльності; розробити практичні заходи щодо удосконалення управління персоналом в сучасних умовах та розрахувати їх економічну ефективність. За результатами дослідження були запропоновані і економічно обґрунтовані заходи, які спрямовані на запровадження креативного підходу управління персоналом на підприємстві. Запропоновані заходи призведуть до зростання продуктивності праці в майбутньому та сприятимуть підвищенню ефективності функціонування підприємства.
The subject of research in the final qualification work is the process of personnel management at the enterprise. The object of the study of this final qualification work is the creative approach and directions of improvement of styles and methods of personnel management. The purpose of the final qualification work is to study the conceptual foundations of the process of creative personnel management in the enterprise and to substantiate practical ways of improving the styles and methods of improving its effectiveness. The objectives of the final qualification work are: to explore conceptual approaches to the definition of the concept of "work organization"; determine the elements and main tasks of the organization of work in the enterprise; justify the need for a creative approach to HR management; expand the basic components of the scientific organization of labor; to analyze the styles and methods of personnel management, methodological approaches of economic and social assessment of the effectiveness of organization of work in the enterprise; explore the main stages of the HRM process; to conduct an assessment of the status and impact of work organization on the effectiveness of financial and economic activity; to develop practical measures to improve personnel management in modern conditions and to calculate their economic efficiency. According to the results of the research, measures were proposed and economically justified, aimed at introducing a creative approach to personnel management at the enterprise. The proposed measures will lead to increased productivity in the future and will improve the efficiency of the enterprise.
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Briggs, Ian. "The Influence of Attachment Styles on Employee Engagement." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4271.
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The purpose of this phenomenological study was to explore the influence of adult attachment styles on the engagement of employees in an attempt to address increasing losses in U.S. work productivity. Researchers have documented that organizations able to maintain better manager-employee relationships demonstrated positive employee engagement and improved productivity. However, a distinct gap in the literature remains as to how organizational leaders can stimulate healthier manager-employee relationships. Adult attachment theory was used as the foundation to explore how employees' relationships with their immediate manager affect their work engagement. To address this question, a purposeful sample of 16 full time mid level employees who had a direct line reporting relationship to an immediate manager were selected from various industries across the United States. The Experiences of Close Relationship Relationship Structures questionnaire was used to assess the employee's attachment style prior to in-depth interviews being performed to gather rich data on their lived experiences. Interview data was analyzed using the modified 7-step Van Kaam method of phenomenological analysis. Two themes emerged: employees have a need for purpose and value, and employees require varying levels of dependency. These findings indicate that managers must cater to the attachment needs of the employee to positively address productivity losses. Implications for positive social change pertain to both the financial benefits derived from an increase in industry productivity and profitability levels due to improvements in employee engagement, as well as the recovery of employees' commitment to the workplace through the provision of a healthy work environment.
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Castro, Eden Velasco. "Navy Downsizing and its Effect on Active Enlisted Navy Personnel." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1069.
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The overall scope of naval missions has remained largely unchanged despite the loss of more than 8,000 naval personnel each year since 2002. The downsized naval workforce experienced an overload in work assignments and an increase of health-related issues resulting in lowered morale, motivation, job satisfaction, and productivity. Maslow's theory of hierarchy of needs links personal satisfaction to work productivity, which is critical for naval personnel to protect national security, provide humanitarian services, and respond to international crises effectively. This phenomenological study included semi-structured interviews with military and civilian leaders at naval bases located in San Diego and El Centro, CA. Participants reflected on their lived experiences, feelings, and interactions concerning the downsizing phenomenon. Primary themes, generated by a modified van Kaam technique, were related to the change of personal values, Navy readiness and balance force, and leadership's effectiveness and efficiency. The primary finding was the need for naval leaders to communicate downsizing decisions effectively. Additional research is needed to expound on the perceived unfairness in the implementation of downsizing decisions. Social change may occur for naval personnel, community members, and other external stakeholders through the improvement of downsizing communication practices that might reduce health risk factors, economic deflation, and population migration.
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Bateh, Justin Ted. "Leadership Styles and Faculty Satisfaction in the State University System of Florida." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1068.
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Universities must retain satisfied employees to enhance productivity and reduce turnover. Leadership represents one of the fundamental factors in job satisfaction. The purpose of this correlational study was to examine the relationship between perceived academic administrator leadership styles and the satisfaction of faculty members. The independent variables were the transformational, transactional, and passive/avoidant leadership styles of academic administrators as evaluated by faculty members. The dependent variable was job satisfaction of full-time faculty members. The Multifactor Leadership Questionnaire was used to identify the leadership style of an administrator as perceived by faculty members. Spector's Job Satisfaction Survey was used to assess a faculty member's level of job satisfaction. One hundred four participants from a state university in Florida completed the online survey. A logistic regression model was developed, and the statistically significant correlations indicated that (a) faculty members who identified transformational leadership as dominant had increased job satisfaction, (b) faculty members who identified transactional leadership as dominant had increased job satisfaction, and (c) faculty members who identified passive/avoidant leadership as dominant had decreased job satisfaction. Based on a 95% significance level, there was a significant relationship between the 3 leadership styles and job satisfaction. Using this model, academic leaders can take further action by refining their leadership styles on the basis of their faculty members' indicated preferences. The study results may contribute to social change by making academic administrators aware of effective leadership models that promote higher job satisfaction among faculty in universities.
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Campbell, Gregory Jr. "The Relationship Among Emotional Intelligence and Leadership Styles of Law Enforcement Executives." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/996.
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Policing in the 21st century is becoming more complex and dynamic as law enforcement executives deal with operational, political, and economic challenges. Organizational theory and research indicate positive relationships among emotional intelligence (EI), leadership effectiveness, leadership styles, and employee outcomes. But these relationships have not been investigated in law enforcement organizations. The purpose of this quantitative study was to fill this knowledge gap by exploring the above relationships in a sample of law enforcement executives. Situational leadership theory, full range leadership model, and trait EI theory comprised the theoretical framework for this study. Data were collected from 139 law enforcement executives from the International Association of Chiefs of Police via an Internet survey. Pearson's correlation coefficient and multiple linear regression analyses were performed to test the hypotheses. Statistically significant relationships were indicated in the studied sample between EI and all the five measures of transformational leadership style and one measure of transactional leadership style - contingent reward; but EI failed to correlate with the laissez-faire leadership style. Social change implications of this study include using the study results to expand leadership development programs that leverage a full range of leadership skills and EI traits to address the new reality of law enforcement for the benefit of American communities and society.
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Цупко, Н. О. "Напрями удосконалення стилів та методів управління персоналом (на матеріалах Коропської селищної ради)." Thesis, Чернігів, 2020. http://ir.stu.cn.ua/123456789/19998.
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Цупко, Н. О. Напрями удосконалення стилів та методів управління персоналом
(на матеріалах Коропської селищної ради) : магістерська робота : 073 Менеджмент / Н. О. Цупко ; керівник роботи Кирилюк Ю. В. ; Національний університет «Чернігівська політехніка», кафедра управління персоналом та економіки праці. – Чернігів, 2020. – 64 с.Метою роботи є обґрунтування теоретичних положень та практичних рекомендацій щодо застосування ефективних стилів та методів управління персоналом в Коропській селищній раді. Обʼєктом дослідження є: стилі та методи управління персоналом Коропської селищної ради. Предметом дослідження є: переваги та недоліки методів та стилів управління персоналом Коропської селищної ради. У процесі дослідження було використано такі основні методи: порівняння, графічний, економіко-математичний і інші, системний підхід – для діагностики системи управління персоналом підприємства. Наукова новизна одержаних результатів полягає у комплексному дослідженні методів та стилів управління персоналом на підприємстві . Висновки та рекомендації випускної кваліфікаційної роботи доведені до рівня конкретних заходів, які можуть бути використані у практичній діяльності Коропської селищної ради.
The aim of the work is to substantiate the theoretical provisions and practical recommendations for the application of effective styles and methods of personnel management in the Korop village council. The object of research is: styles and methods of personnel management of Korop village council. The subject of the research is: advantages and disadvantages of methods and styles of personnel management of Korop village council. The following main methods were used in the research process: comparison, graphical, economic-mathematical and others, system approach - for diagnostics of the personnel management system of the enterprise. The scientific novelty of the obtained results lies in a comprehensive study of methods and styles of personnel management in the enterprise. Conclusions and recommendations of the final qualification work are brought to the level of specific measures that can be used in the practical activities of the Korop village council.
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Sparks, Joe. "Leadership Styles Manufacturing Business Managers Use to Reduce Workplace Injuries." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5786.
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The cost of workplace injuries is a major concern for business managers. Business managers in the production, transportation, and material moving industries experience the highest injury rate with an annual average of 198.5 lost days away from work. The purpose of this single case study was to explore transformational leadership skills and strategies used by manufacturing business managers to reduce workplace injuries. The conceptual framework for this study was Bass and Burns's transformational leadership theory. Data collection included semistructured interviews to elicit narratives from 3 managers from a metal manufacturing company located in the southeastern United States about the leadership strategies they used to reduce workplace injuries. Data analysis consisted of coding and using Yin's 5-step data analysis technique to analyze interview data and information from relevant company documents to identify key themes and triangulate data. From the data analysis, the themes of communication, training, and equipment/tools emerged as methods to reduce workplace injuries. The findings and recommendations from this study might assist business managers who desire information to influence the safety culture of their organizations. Social change implications include helping business managers to improve their organizational safety reputation with the workers and the community. A positive reputation would lead to an increase in community and political support for the organization that will lead to new contracts creating future employment opportunities.
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Ndeanaefo, Aloysius Okey. "Priests' Perceptions of the Leadership Styles of U.S. Catholic Bishops." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5506.
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The United States Catholic bishops have used their authority to address the child sexual abuse scandal, but it has been problematic that no one has yet evaluated their exercised leadership styles. In this phenomenological study, I explored U.S Catholic priests' perceptions of the bishops' leadership styles related to how they handled the child sexual abuse scandal. Knowing the bishops' leadership styles was paramount to fill the research gap. The theoretical frameworks underpinning this study were transformational leadership, transactional leadership, charismatic leadership, and servant leadership. Data collected through interviews with 11 Catholic priests revealed their perceptions of how the behavioral characteristics of each leadership style influenced the management of the child sexual abuse scandal. Collected data were deductively coded, then subjected to a thematic analysis procedure. The research findings highlighted the bishops' predominant use of servant leadership style. The resulting themes were that (a) the bishops felt they were forced to listen, (b) they lacked the charisma to convince, (c) they were more interested in protecting the church, and (d) they paid remunerations to victims. The U.S Catholic bishops would benefit from this study as it reveals the remaining gaps in their predominant use of servant leadership style. The positive social change implications point to the bishops' using this study to facilitate more effective leadership styles when handling and preventing similar future crises while collaborating with the clergy, the religious, the faithful, and law enforcement officials in creating and sustaining awareness of child abuse prevention policy to avert future harms.
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El-Zayaty, Nady Ahmed. "An Exploration of Leadership Styles and Motivation in Egyptian Business Organizations." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2119.
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Leadership styles can have a profound impact on employee motivation and performance. The changing global business landscape has drawn much attention to transformational leadership as an approach that addresses the demands of organizations in this complex environment. The purpose of this qualitative grounded theory study was to understand the nature of employee motivation with regard to leadership styles and the role of transformational leadership in Egyptian business organizations. Seventeen Egyptian professionals were recruited through a combination of e-mail and telephone procedures and were interviewed regarding their experiences with organizational leaders; their perception of the ideal organizational leader; their feelings about the tenets of transformational leadership theory; and how leadership styles influence their job performance, job satisfaction, and the achievement of their career related goals. Data were analyzed and emerging patterns and themes were established, such as participants holding largely negative views regarding the majority of leadership behaviors and employee motivation techniques they presently experience and being very receptive to the majority of aspects of transformational leadership. These patterns and themes culminated in the development of a theory for the ideal leadership style for Egyptian employees. The study yielded information that can make it easier to lead and motivate employees in Egyptian business organizations, and increase the ability of Egyptian organizations to effect positive social change by way of leadership practices that allow organizational stakeholders to enjoy the positive impact on society of organizations that are better led, more productive, and more focused on a greater sense of social wellness.
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Chiles, Ethel. "Expectations of Job Satisfaction Based on Three Common Leadership Styles." Thesis, Walden University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3689100.
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Some leadership styles can produce job dissatisfaction, resulting in labor turnover and financial loss to organizations. Despite these known consequences, there is a lack of research on the perceptions of leadership styles on job satisfaction for hourly wageworkers. This phenomenological study was used to understand the experiences of non-management employees on how management leadership styles affected their job satisfaction. Bass's leadership theory, Herzberg's dual factor theory, and Maslow's hierarchy of needs guided this study. The primary research questions were used to explore themes in leadership styles affecting selected North Carolina employees in the workplace. Data collection included in-depth interviews with 25 hourly wageworkers who completed at least one annual performance discussion with their first-line supervisor. Utilizing Moustakas' modified van Kaam method of data analysis, 4 primary themes emerged: (a) perceptions of 3 leadership styles, (b) insights on job satisfaction, (c) observations of leader behaviors, and (d) leadership agility. The 4 primary themes and 18 subthemes indicated that participants perceived more positive experiences with transformational leaders than they did with transactional or laissez-faire leaders. The findings are important for first-line supervisors in the fields of business, finance, and education to develop strategies that may maximize positive experiences with leadership styles that will create and improve overall job satisfaction. Social change implications, given the findings, include supervisors' increased awareness of how the 3 leadership styles could provide more favorable experiences for hourly wageworkers.
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Maxwell, Sabrina Michele. "An Exploration of Human Resource Personnel and Toxic Leadership." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/548.
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An Exploration of Human Resource Personnel and Toxic Leadership
by
Sabrina Michele Maxwell
MA, Pepperdine University, 2006
MA, BIOLA University, 2003
BS, BIOLA University, 2001
Dissertation Submitted in Partial Fulfillment
of the Requirements for the Degree of
Doctor of Philosophy
Management
Walden University
May 2015
'
Toxic leaders are destructive of morale, productivity, and organizational effectiveness. Literature has reported the perspectives of followers, and sometimes how organizations address those toxic behaviors, but research has not examined the perspectives of human resource (HR) managers who must detect the existence of toxic behaviors and handle with the consequences of them. To address that gap, the purpose of this study was to determine how HR managers handle the destructive effects of toxic leaders. Schmidt's definition of toxic leadership guided this phenomenological study about the lived experiences of HR managers involving the presence of a toxic leader. The goal of this study was to discover the processes used by HR personnel to identify and manage the conflict created by the behavior of the toxic leader. With this knowledge HR may be more effective and toxicity may be managed at an earlier stage. Face-to-face interviews were conducted with 9 HR managers who reported some experience with a toxic leader and who belonged to the Professionals in Human Resource Association. The results identified a process commonly used by HR for managing conflicts created by a toxic leader, and revealed a negative impact of managing the conflict on the HR managers themselves. Positive social change may occur within organizations by applying the process outlined in this study for identifying and reducing the negative effects of toxic leaders before significant damage to people and organizations can occur.
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Tshingombe, Tshibangu Caleb. "Leadership styles commonly applied by managers to motivate subordinates to perform : a survey of managers' perception at a University of Technology in the Western Cape." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2707.
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Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2018.This research focuses on the leadership styles that motivate subordinates to perform. Leadership is one of the most important keys that bring success, balance and direction in different organizations. Leaders who exploit efficiency begin by understanding leadership styles. The contingency leadership style derives its credibility from a behavioral approach. Leadership style is an important determinant that stimulates and increases motivation among employees. Employee reactions to management typically depend on employee characteristics as well as executive characteristics. Leadership style is a character or behavior that leaders adopt in order to influence their employees in the environments in which they exercise their power (Hersey et al, 2001: 52). There are different perspectives on how and what needs to be done by a leader to motivate subordinates to function well. Others suggest that transformational leadership is the answer, while some research results identify transactional leadership as the best style for tasks to be accomplished. On the other hand, leadership cannot be studied to the exclusion of follow-up, since followers play a role in the effectiveness of a leader. Projects are characterized by the use of teams to execute tasks, and teams are a complex structure requiring an understanding of their dynamics. This research seeks to establish generic leadership styles that can motivate teams to perform. It is estimated that 47% to 54% of projects are not completed on time, what style of leadership is needed to improve project performance?
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Гальонко, Є. В. "Удосконалення соціально-психологічних методів управління персоналом (на матеріалах ПрАТ «Чернігівський механічний завод»)." Thesis, Чернігів, 2020. http://ir.stu.cn.ua/123456789/19971.
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Гальонко, Є. В. Удосконалення соціально-психологічних методів управління персоналом (на матеріалах ПрАТ «Чернігівський механічний завод») : магістерська робота : 073 Менеджмент / Є. В. Гальонко ; керівник роботи Кирилюк Ю. В. ; Національний університет «Чернігівська політехніка», кафедра управління персоналом та економіки праці. – Чернігів, 2020. – 68 с.Метою випускної кваліфікаційної роботи є дослідження теоретичних та практичних аспектів удосконалення соціально-психологічних методів управління персоналом на ПрАТ «Чернігівський механічний завод». Об’єктом дослідження випускної кваліфікаційної роботи виступає процес управління персоналом ПрАТ «Чернігівський механічний завод». Предметом випускної кваліфікаційної роботи виступають соціально-психологічні методи управління персоналом на ПрАТ «Чернігівський механічний завод» та їх удосконалення. У ході дослідження використано такі методи: узагальнення, систематизація, групування наукової та теоретичної інформації, статистичної обробки інформації, аналізу та синтезу, коефіцієнтного аналізу, порівняльного економічного аналізу та експертних оцінок. Наукова новизна дослідження полягає в розробці системи заходів по удосконаленню соціально-психологічних методів управління на ПрАТ «Чернігівський механічний завод». Практичне значення дослідження, проведеного в межах роботи полягає в можливості впровадження запропонованих заходів щодо впровадження соціально-психологічних методів на ПрАТ «Чернігівський механічний завод».
The purpose of the final qualification work is to study the theoretical and practical aspects of improving social and psychological methods of personnel management at PrJSC «Chernihiv Mechanical Plant». The object of study of the final qualification work is the personnel management process of PrJSC «Chernihiv Mechanical Plant». The subject of the final qualification work are the social-psychological methods of personnel management at PrJSC «Chernihiv Mechanical Plant» and their improvement. During the study, the following methods were used: generalization, systematization, grouping of scientific and theoretical information, statistical information processing, analysis and synthesis, coefficient analysis, comparative economic analysis and expert assessments. The scientific novelty of the research is to develop a system of measures of social and psychological management methods at PJSC PrJSC «Chernihiv Mechanical Plant». The practical significance of the research conducted within the framework of the work is the possibility of implementing the proposed measures for the implementation of social and psychological methods at PJSC PrJSC «Chernihiv Mechanical Plant».
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Karoki, Teckie Michelle. "Leadership Styles and Learning for Performance Within Commercial Banks in Kenya." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2839.
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The literature indicates that leaders influence the establishment of organizational learning culture (OLC) by the application of transformational (TFO), transactional (TAC), and passive-avoidant (PAV) styles. Further, the literature links OLC to the financial performance of organizations by leadership involvement in establishing learning organizations. However, the manner in which the practice of OLC occurs and the relationship of OLC with TFO, TAC, and PAV is unclear, as is the link between OLC and financial performance (ROA); especially for growing economies outside North America. The purpose of this study was to address this gap in the literature through a quantitative study of leadership styles and their relationship to OLC based on complexity and contingency leadership theories, and organizational learning theory. The research questions focused on establishing the association between TFO, TAC, and PAV and OLC, and the link between OLC and ROA. Data from 40 commercial banks in Kenya were collected and multiple regression models developed. TFO and PAV Leadership styles were associated significantly with OLC; TAC did not have a significant relationship with OLC. OLC was linked significantly to ROA. The results of this study show that leaders of commercial banks build relationships with followers and support learning within their institutions; however, the results of this study show that these leaders engage in a limited form of organizational learning practice. This study has potential to contribute to positive social change by providing information about leadership and organizational learning strategies that advance transformational engagement with followers and organizational performance.
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Reid, June. "Cultural Backgrounds and Leadership Styles in the Virtual Work Environment." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5935.
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The introduction of the virtual work environment has resulted in the creation of a new work structure where interaction between employees and leaders occurs through technological innovations such as teleconferencing, emails, and text messages. The absence of physical workspace has also created a diverse work environment with people from various cultural backgrounds working together as virtual teams. Existing studies have been conducted on leadership styles and culture in the traditional work environment, but few empirical studies have been conducted on leadership styles and culture in the virtual work environment. The purpose of this quantitative, nonexperimental survey study was to identify the relationship between cultural backgrounds and leadership styles in the virtual work environment. The data were collected by an online survey using the Bass and Avolio multifactor leadership questionnaire and Hofstede's cultural value survey module from a random sample of 303 participants with leadership roles in virtual work environments. Pearson correlation analysis was used to test the relationship between the dependent variables, transactional and transformational leadership styles, with the independent variables, being power distance, uncertainty avoidance, individualism, and masculinity. The results of the study showed a negative correlation between the transformational and transactional leadership styles for individualism and uncertainty avoidance. There were no correlations between femininity and power distance for the transformational and transactional leadership styles. The study contributes to social change by confirming that cultural backgrounds can impact the effectiveness of the transactional and transformational leadership styles, regardless of the work environment.
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Kapondoro, Lloyd. "Factors to determine standardised human resource metrics for strategic business management : a case of selected organisations from the hospitality industry in Cape Town." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2044.
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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology.The paradigm shift from administrative to strategic Human Resource Management (HRM) has, arguably, necessitated the need for a more objective and quantitative HRM that shows how HRM interlinks with strategic organisational outcomes. Consequently, HR metrics, measurements and analytics can be tools, which can give HRM a status and position that is similar to other functional departments in organisations that provide numerical data. The purpose of this study was to explore HRM factors that are critical to determine strategic HR metrics. The purpose arose owing to documented scholarship, which argues that the current regime of HR metrics has no appeal to top management; is composed of too many metrics that are confusing; is suitable for traditional HRM; and does not give HRM a strategic status. The objective of the study was, therefore, to provide HR factors that link with strategic or organisational level outcomes and based on these factors, determine a metric that HR practitioners and top management can adopt as standard. The literature review had to be merged in a systems theory framework to develop the conceptual framework to start a grounded theory methodology. Within this methodology both secondary and primary data was collected and analysed. As part of its summary, the literature review included a meta study of prominent research on the HRM-firm performance relationship. The mini meta-analysis involved 27 studies whose mean coefficient of determination was calculated to show the strength of the variability in firm performance for which HRM accounted. This analysis revealed that HRM, on average, accounted for 31% of the variability in firm performance in the models that were used to investigate the relationship. An analysis was conducted of documents as part of a content analysis to collect secondary data, while questionnaires were used to collect primary data. The key finding was that the strategic HR factors are the HRM outcomes, namely employee engagement, commitment, satisfaction and embeddedness, while the HR metric that connects the HR factors and strategic outcomes is given as p=kH+c, where p is organisational performance, H are the HR factors, k is a constant of proportionality, and c is basic employee performance. It was also found that employee engagement had the most impact on organisational performance, relative to the other HR factors. As a result, the key recommendation made in this study is that organisations should use employee commitment, engagement, satisfaction and embeddedness to boost performance with special attention on employee engagement. The metric p=kH+c can be used to measure the level at which HR factors boost performance.
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Brown, Will. "Exploring the Impact of Shared Leadership Styles and Nonprofit Performance." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4599.
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Empirical data have not adequately revealed current methods of nonprofit leadership in a way that reflects shared leadership in the nonprofit sector leaving nonprofit organizations (NPOs) at a disadvantage in relation to understanding and describing leadership effectiveness. Using a conceptual framework that incorporated organizational theory, shared leadership theory, path goal theory, transformational theory, leader member exchange, and fund development theory, this mini ethnographic study was conducted to explore the effect of leadership styles in shared leadership situations and the impact of matched and unmatched leadership styles on NPO funding performance. With the use of purposeful sampling to conduct the study, the participants represented 5 community partner NPOs in the New York City area with 20 or fewer employees and average annual funding of $600,000 or more during the previous 3 years. The data analysis of interviews, observation, journaling, member checking, and document review and analysis were performed through hand coding using an inductive analytical method to identify patterns and themes. The study results indicate that matching leadership styles of executive and senior leaders such as leader member exchange and path-goal development are directly related to a team-oriented culture that is essential for the longevity and effective performance of non-profit organizations. Based on the findings, shared leadership promotes a culture of positive social change through building honesty and integrity, which in turn can help nonprofit organizational leaders improve funding programs and stakeholder interest. Ultimately shared leadership benefits the social needs of society by enhancing the services to the beneficiaries who receive the NPO programs.
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Фесенко, Є. Ю. "Соціально-психологічні методи управління на підприємстві." Thesis, Сумський державний університет, 2016. http://essuir.sumdu.edu.ua/handle/123456789/47971.
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Однолько, Я. В. "Розвиток коучінгу як фактор конкурентоспроможності організації (на матеріалах ПрАТ «Кремінь»)." Thesis, Чернігів, 2020. http://ir.stu.cn.ua/123456789/19984.
Full textAbstract:
Однолько, Я. В. Розвиток коучінгу як фактор конкурентоспроможності організації
(на матеріалах ПрАТ «Кремінь») : магістерська робота : 073 Менеджмент / Я. В. Однолько ; керівник роботи Кичко І. І. ; Національний університет «Чернігівська політехніка», кафедра управління персоналом та економіки праці. – Чернігів, 2020. – 72 с.Мета випускної кваліфікаційної роботи полягає у дослідженні та обґрунтуванні теоретичних засад, а також практичних рекомендацій щодо розвитку коучингу на підприємстві ПрАТ «Кремінь». Об’єктом дослідження виступає система управління персоналом на підприємстві ПрАТ «Кремінь». Предметом дослідження є організація розвитку коучингу в управлінні персоналом на ПрАТ «Кремінь». Методи дослідження: спостереження, порівняння, вимірювання, моніторинг, моделювання, прогнозування, перевірка прогнозу, аналіз. Наукова новизна полягає в удосконаленні управління персоналом підприємства за допомогою використання коучингу, як фактору конкурентоспроможності організації, шляхом формування у персоналу нових навичок та здібностей до самонавчання, що надасть можливість економічно використовувати ресурси та зменшити витрати на управління та навчання персоналу. Практична значущість отриманих результатів. Застосування коучингу на підприємстві дозволить зменшити витрати, ефективно використовувати ресурси, підвищити продуктивність праці персоналу, сприятиме його розвитку.
The purpose of the final qualification work is to study and substantiate the theoretical foundations, as well as practical recommendations for the development of coaching at the enterprise PrJSC "Kremin". The object of the research is the personnel management system at the enterprise PrJSC "Kremin". The subject of the study is the organization of coaching development in personnel management at the enterprise PrJSC "Kremin". Research methods: observation, comparison, measurement, monitoring, modeling, forecasting, forecast verification, analysis. Scientific novelty of the research. The scientific novelty is to improve the personnel management of the enterprise through the use of coaching as a factor in the competitiveness of the organization, by forming new skills and abilities for self-learning, which will allow economical use of resources and reduce management costs and training staff. The practical significance of the results obtained. The use of coaching in the enterprise will reduce costs, use resources efficiently, increase staff productivity, promote its development.
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Заневська, Альона Станіславівна. "Удосконалення системи управління персоналом організації." Магістерська робота, Київський національний університет технологій та дизайну, 2021. https://er.knutd.edu.ua/handle/123456789/18051.
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Дипломна робота присвячена дослідженню системи управління персоналом в організації, розробці пропозицій щодо удосконалення системи управління персоналом та оцінці економічної ефективності наведених пропозицій на базі ТОВ "Інтерфлон Україна". У роботі розкрито сутність системи управління людськими ресурсами та виявлено основні елементи, досліджено принципи і методи її побудови, визначено функції системи управління персоналом в організації, проаналізована організаційна структура системи управління та висвітлено філософію управління персоналом в умовах трансформаційних змін. Запропоновані основні шляхи удосконалення управління персоналом, розроблені напрямки удосконалення системи управління персоналом підприємства та проведена оцінка ефективності даних пропозицій.The thesis is devoted to the research of the personnel management system in the organization, the development of proposals for improving the personnel management system and the assessment of the economic efficiency of the above proposals on the basis of the LLC "Interflon Ukraine". In this work the essence of the human resources management system and its main elements are revealed, the principles and methods of its construction are investigated, the functions of the personnel management system in the organization are defined, the organizational structure of the management system is analyzed, and the philosophy of personnel management in the conditions of transformational changes is covered. The main ways to improve personnel management are offered, the directions for improving the personnel management system of the enterprise are developed and the assessment of the effectiveness of these proposals is conducted.
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Басова, Ю. В. "Соціально-психологічні методи управління персоналом в сфері обслуговування (на прикладі мережі кав'ярень "AROMA KAVA")." Master's thesis, Сумський державний університет, 2018. http://essuir.sumdu.edu.ua/handle/123456789/71928.
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У роботі досліджено теоретико-методичні засади системи управління персоналом. Розглянуто соціально-психологічні методи управління персоналом в сфері обслуговування.
Визначено роль методів управління трудовими ресурсами в системі сучасного менеджменту. Розглянули загальну характеристику методів управління колективом. Визначено напрямки використання соціально-психологічних методів управління в сфері обслуговування. Розглянуто роль соціально-психологічного клімату максимально ефективної реалізації працівником своїх безпосередніх обов’язків. Досліджено роль менеджера-керівника у системі управління соціально-психологічним кліматом в колективі.
Доведено високий рівень впливу оптимально сформованого соціально-психологічного клімату в трудовому колективі на результативність діяльності такого колективу.
Проведено аналіз соціально-психологічного клімату в колективі. Визначено основні показники, що характеризують налагоджену систему управлінням персоналу. Розглянуті основні методології оцінки моральних санкцій та заохочень персоналу.
Запропоновано програму формування сприятливого соціально-психологічного клімат в колективі.В работе исследованы теоретико-методические основы системы управления персоналом. Рассмотрены социально-психологические методы управления персоналом в сфере обслуживания. Определена роль методов управления персоналом в системе современного менеджмента. Рассмотрели общую характеристику методов управления коллективом. Определены направления использования социально-психологических методов управления в сфере обслуживания. Рассмотрена роль социально-психологического климата максимально эффективной реализации работником своих непосредственных обязанностей. Исследована роль менеджера-руководителя в системе управления социально-психологическим климатом в коллективе. Доказано высокий уровень влияния оптимально сформированного социально-психологического климата в трудовом коллективе на результативность деятельности такого коллектива. Проведен анализ социально-психологического климата в коллективе. Определены основные показатели, характеризующие отлаженную систему управлением персонала. Рассмотрены основные методологии оценки моральных санкций и поощрений персонала. Предложена программа формирования благоприятного социально-психологического климата в коллективе.
The theoretical and methodical principles of the personnel management system are researched in this paper. The social-psychological methods of personnel management in the sphere of service are considered. The role of methods of management of labor resources in the system of modern management is determined. Considered the general characteristics of collective management methods. The directions of use of social-psychological methods of management in the sphere of service are determined. The role of socio-psychological climate of the most effective realization by the employee of his direct duties is considered. The role of the manager-manager in the system of management of socio-psychological climate in the collective is investigated. The high level of influence of the optimally formed socio-psychological climate in the labor collective on the effectiveness of the activity of such a team is proved. The analysis of socio-psychological climate in the team is carried out. The basic indicators characterizing a well-established system of personnel management are determined. The main methodologies for assessing moral sanctions and staff incentives are considered. The program of formation of favorable socio-psychological climate in the collective is offered.
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Dulin, Linda. "Leadership preferences of a Generation Y cohort: A mixed methods study." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4735/.
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Presently there are four generational cohorts in the workplace. Born from 1977 to 1997, the youngest cohort group, referred to as Generation Y (or Gen Y) in this study, has 81 million members, of whom over 29 million are already in the workplace. The importance of leader-subordinate relationships in the workplace has been confirmed; in recognizing this, leaders must identify and adapt to the changing era-shaped needs of employees, who cannot fully participate in organizational life if their most urgent needs are not being met. Because Gen Y employees are only now entering the workforce, little is actually known about the workplace needs of this cohort group. This study attempted to determine leadership needs of a Gen Y cohort as a means to enhance workplace relationships in the 21st century organization. A sequential, mixed methods study was employed to explore leadership preferences of a Gen Y cohort. Initially, focus group interviews were used to generate leadership themes. Based on these themes, an instrument was designed, and Gen Y business students from three higher education institutions were surveyed. Confirmatory factor analysis using LISREL software was used to test the themes. The driving force behind this research design was to build a foundation of understanding through inductive research (qualitative) and to test and enrich the foundation through deductive means (quantitative).
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Elsbury, O. James, and n/a. "An examination of a military performance appraisal system and the selection of commanders; perceived validity, prototypes and sources of error." University of Canberra. Applied Science, 1996. http://erl.canberra.edu.au./public/adt-AUC20050307.155449.
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Performance appraisal has been well established as an important management tool for improving individual and organisational performance, and has attracted considerable research interest over the past fifty years. Many previous studies of performance appraisal have been conducted either in laboratory settings, or have tended
to focus narrowly on raters and/or the appraisal process, or of necessity have excluded from consideration the group dynamics prevalent in large organisations. Additionally, although it has long been recognised that the purpose of performance appraisal can affect ratings, little appears to have been done in situ on performance appraisal as a part of a complex personnel management system. One consequence of this approach has been a degree of uncertainty on the utility of laboratory and other findings to working appraisal systems. Moreover, previous examinations have focused on civilian
organisations even though military organisations have an equally long history of using performance appraisal for a range of purposes. Using a sample (N = 577) of senior air force officers from three adjacent rank levels, this study examined the relationships between performance appraisal rating leniency, the perceived causes of leniency, and two personnel selection processes based on appraisal data. Rating leniency was perceived to be widespread, and was found to be associated with a lack of confidence (or mistrust) in several aspects of the performance appraisal system and related officer selection processes. While officer groups did not show any practically significant
differences in perception of the prototype of the ideal commander (the leader), raters used a range of prototypes for estimating officers' promotion potential and suitability for command. Officers from one employment specialisation tended to stand apart in their view of the appraisal system and personnel selection processes, and the lower ranking officers surveyed tended to be more critical of the performance appraisal system and selection processes than were the higher ranking officers. In terms of selection process outcomes, 21.7% of officers were not satisfied with the management and leadership style of their commander, and officers at the lower organisational levels were found to be significantly (p<.005) more satisfied with their commander that those at the highest level. Satisfaction was found to be predicted by a multiple regression equation (R2=.72, p<.001), with the elements of the equation reinforcing the importance of a human-relations orientation for effective leaders. This study suggests that the behaviour of a working performance appraisal system can be predicted by established theory and that a model of system effectiveness may be possible, embracing rating errors, rating format, reliability factors (such as dyadic quality and period of observation), criterion validity of the appraisal instrument, and rater trust in the system. Additionally, this study suggests that upwards appraisal may be a useful input to the process for selecting leaders, if only to indicate which appraisal dimensions are perceived by subordinates to be important.
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Осауленко, А. Ф. "Оцінювання персоналу підприємства та напрями підвищення його ефективності (на матеріалах ВП АТЦ ДП «НАЕК «Енергоатом»)." Thesis, Чернігів, 2021. http://ir.stu.cn.ua/123456789/25204.
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Осауленко, А. Ф. Оцінювання персоналу підприємства та напрями підвищення його ефективності ( на матеріалах ВП АТЦ ДП «НАЕК «Енергоатом») : випускна кваліфікаційна робота : 073 "Менеджмент" / А. Ф. Осауленко ; керівник роботи А. В. Холодницька ; НУ "Чернігівська політехніка", кафедра управління персоналом та економіки праці. – Чернігів, 2021. – 81 с.Мета дослідження: аналіз діючої системи оцінки персоналу ДП «НАЕК «Енергоатом» і розробка практичних шляхів удосконалення системи оцінки персоналу. Для досягнення поставленої мети були визначені такі завдання: з’ясувати зміст, завдання і підходи до оцінки персоналу як елемента управління; визначити методику оцінки персоналу підприємства; обґрунтувати особливості системи оцінки персоналу та її види; надати фінансово-економічну характеристику ДП «НАЕК «Енергоатом» ; проаналізувати персонал підприємства ДП «НАЕК «Енергоатом»; провести оцінку діючої системи оцінки персоналу; визначити пропозиції щодо удосконалення діючої системи оцінювання персоналу; встановити можливості використання системи KPI, як ефективної сучасної методики оцінки персоналу; з’ясувати економічну та соціальну ефективність запропонованих заходів з удосконалення оцінки персоналу ДП «НАЕК «Енергоатом». Об’єкт дослідження - ВП АТЦ ДП «НАЕК «Енергоатом». Предмет дослідження - системи оцінки персоналу та їх вплив на досягнення цілей для покращення показників підприємства. Методи дослідження: аналізу – при дослідженні теоретичних основ системи оцінки персоналу на підприємстві; структурно-функціональний підхід, теоретичного узагальнення та порівняння, статистичний і графічний – при аналізі та оцінці діючої системи оцінки персоналу ВП АТЦ ДП «НАЕК «Енергоатом»; також використано порівняльні методи при визначенні та обґрунтуванні основних напрямків діючої системи оцінки персоналу на підприємстві. Наукова новизна отриманих результатів полягає в тому, що в роботі автором запропоновано удосконалити існуючу систему оцінювання працівників шляхом запровадження КРІ – системи, яка на відміну від діючих на підприємстві методик дозволить здійснювати постійний моніторинг результатів діяльності кожного співробітника та своєчасно приймати управлінські рішення. Практичне значення отриманих результатів полягає розробці конкретних заходів щодо покращення діючої системи оцінки персоналу на підприємстві, які можуть бути важливими як для ВП АТЦ ДП «НАЕК «Енергоатом» так і для інших підприємств.
The purpose of the study: analysis of the current personnel evaluation system of NNEGC "Energoatom" and development of practical ways to improve the personnel evaluation system. To achieve this goal, the following tasks were identified: to clarify the content, objectives and approaches to the evaluation of personnel as an element of management; determine the method of evaluating the personnel of the enterprise; substantiate the features of the personnel evaluation system and its types; provide financial and economic characteristics of NNEGC "Energoatom"; to analyze the personnel of the enterprise of NNEGC "Energoatom"; evaluate the current personnel evaluation system; identify proposals for improving the existing system of personnel evaluation; to establish the possibilities of using the KPI system as an effective modern method of personnel evaluation; to find out the economic and social efficiency of the proposed measures to improve the assessment of the personnel of NNEGC "Energoatom". Object of research - NNEGC " Energoatom". The subject of research - personnel evaluation systems and the impact on achieving goals to improve the performance of the enterprise. Research methods: analysis - in the study of the theoretical foundations of the personnel evaluation system at the enterprise; structural and functional approach, theoretical generalization and comparison, statistical and graphical - in the analysis and evaluation of the current system of personnel evaluation of NNEGC "Energoatom"; comparative methods were also used in determining and substantiating the main directions of the current system of personnel evaluation at the enterprise. The scientific novelty of the results is that the author proposes to improve the existing system of employee evaluation by introducing KRI - a system that, unlike existing methods at the company will allow constant monitoring of performance of each employee and timely management decisions. The practical significance of the obtained results is the development of specific measures to improve the current system of personnel evaluation at the enterprise, which may be important both for the NNEGC " Energoatom" and for other enterprises.
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Dookeran, Debra. "Perceived Organizational Support: Self-Interested or Other-Interested?" Digital Archive @ GSU, 2006. http://digitalarchive.gsu.edu/managerialsci_diss/15.
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A new research model of Perceived Organizational Support (POS) was proposed and tested. This model proposed that moral reasoning would moderate the relationships between six justice constructs and POS. The six justice constructs were distributive justice for self, coworkers, and employees in general as well as procedural justice for self, coworkers, and employees in general. The model was tested using two studies. Study 1 consisted of 284 students at a large southeastern university, while Study 2 was comprised of 215 employees from multiple organizations. The hypothesized relationships of the model were tested using hierarchical moderated regression analysis. Overall, while the results were consistent with most prior research, there was no support for the moderating role of moral reasoning that was proposed. The findings and implications of both Study 1 and 2 are discussed. Directions for future research are also suggested.
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Foster, Gregg. "Information Technology Training to Promote Collaboration Among Multiple Generations." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3675.
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The decision to implement information technology (IT) initiatives to enhance collaboration among veterans, baby boomers, Generation X, Generation Y, and Fifth Generation employees continues to challenge organizational leaders. The purpose of this nonexperimental study was to identify how the implementation of information technology initiatives, coupled with the knowledge of learning styles, might enhance collaboration among generational cohort employees. The generational cohort theory, Maslow's hierarchy of needs theory, and the technology acceptance model were the theoretical frameworks used to develop an understanding of the relationships among the cohorts and the acceptance of technology to enhance collaboration. Data were collected from a survey of 335 respondents from the five generational cohorts who worked in small, medium, and large not-for-profit firms that used IT processes, in the Southeastern United States. Data analysis included Welch ANOVA with the Games-Howell post hoc test, Kruskal-Wallis test with Dunn's Bonferroni adjustment, and chi-square tests. Findings revealed no significant differences in learning style preferences among the cohorts, and no significant differences among factors influencing preferences for technology activity. Irrespective of generational cohorts, individuals displayed common degrees of comfort with IT training activities. Findings may be used by organizational leaders to implement technology training activities without focus on preferences for training among multigenerational employees. Findings may also be used to enhance collaboration by focusing on commonalities rather than differences among generational cohorts.
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Desmaison, Gérard. "Durabilité des méthodes de management dans les organisations : cas des projets de management socio-économique." Thesis, Lyon 3, 2014. http://www.theses.fr/2014LYO30020/document.
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Comment pérenniser les méthodes de management dans les entreprises pour améliorer la performance globale des acteurs et concilier changement et plaisir de travailler?Nous avons choisi d’effectuer une recherche longitudinale historique sur une méthode de management : le Management Socio-Économique à travers plusieurs organisations de 1984 à nos jours en nous appuyant sur des concepts théoriques (outils de gestion, résilience organisationnelle, théorie socio-économique), des interviews croisées (dirigeants, intervenants-chercheurs et d’acteurs d’entreprise) et sur l’expérience professionnelle du chercheur.Nous en tirons les conditions de durabilité de la méthode étudiée mais aussi une généralisation à d’autres méthodes de management. La durée de vie des méthodes de management dépend de l’atteinte de résultats économiques attendus, du comportement du dirigeant, de l’incrustation de la méthode dans l’entreprise et de l’anticipation de l’attente des acteursHow to sustain the management methods in companies to improve the overall performance of the actors and reconcile change and pleasure to work?We chose to perform a historical longitudinal research on a management method: Socio- Economic Approach of Management (SEAM) from 1984 in organizations based on theoretical concepts (management tools, organizational resilience, socio-economic theory), cross interviews (leaders, practitioners, actors) and the professional experience of the author.We define the conditions for the studied sustainable method (SEAM) but also a generalization to other management methods. The duration of life of a management method depends on the achievement of expected economic performance, of the behavior of the leader, of the incrustation of the method in the company and of the anticipation of expectations of the actors
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Al-Kuwari, Wasmiya Dalhem M. D. "Information management within the Nursing Department at Hamad Medical Corporation (HMC), Qatar." Thesis, Loughborough University, 2005. https://dspace.lboro.ac.uk/2134/7811.
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Hamad Medical Corporation, the main healthcare provider in the state of Qatar, sponsored this study to investigate the use of electronic records management as the basis for a novel information management system in its Nursing Department. To assess the viability of an electronic records management system a questionnaire survey of a representative sample of the staff and interviews with key post holders were under taken. Results obtained indicated a wide spread dissatisfaction with the existing manual system. However, introduction of any computer-based technology requires great care. To assist with identifying any issues with this technological change, Soft System Methodology (SSM) was employed to discern what changes could be made to improve the current problematic situation found in the Nursing Department. In fact the change archetypes uncovered (procedural, attitudinal, structural and cultural) formed an innovative input into obtaining a roadmap for development of the electronic staff records system. This roadmap was facilitated by the use of Nominal Group Technique (NGT) and Interpretive Structural Modelling (ISM): In fact the roadmap was an ISM intent structure. The roadmap suggested that change could be affected by having written policy documents and the top goal to be achieved reflected an improvement in manpower placing and budgetary forecasts. The use of a multi-methods approach meant that as well as this study's main objectives being reached, the process encompassed some methodological innovations. This study is the first to use the output of SSM to facilitate the NGT and ISM interactions. Equally, it is the first study of its sort to be applied to the Nursing Department at HMC, Qatar, which is an example of a cross-cultural eastern philosophical tradition. The methods used here revealed some significant findings, and have helped in the development of an electronic records management system for use at HMC, Qatar.
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Gust, Jeffrey Allen. "Assessment centers and group decision making: Substituting the arithmetic mean for the traditional consensus discussion." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1813.
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Белік, Т. В. "HR-менеджмент в приватних медичних закладах (на прикладі медичного центру "Новий Зір" у м.Суми). Аналіз і перспективи." Master's thesis, Сумський державний університет, 2021. https://essuir.sumdu.edu.ua/handle/123456789/82729.
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В даній кваліфікаційній роботі магістра розглянуто шляхи удосконалення системи HR-менеджменту медичного центру за рахунок використання інструментів HR-політики.
Базуючись на виявлених проблемах організації системи управління персоналом було визначено сутність та особливості роботи HR-політики медичного центру.
Розглянуто стан кадрового забезпечення медичного центру, а також методи кадрової роботи в сфері охорони здоров’я.
Досліджено сучасний стан управління персоналом на базі реально-діючого медичного центру, вивчено проблемні моменти у діючих методах та системах HR-менеджменту. За допомогою аналізу кадрових та фінансових показників, структури та персоналу в організації була досліджена поточна ситуація справ HR-менеджменту медичного центру. Виявлені недоліки у кадровому документообігу та системі HR-менеджменту медичного центру та визначені причини плинності кадрів.
За допомогою використання методів методи порівняння, системи BSC Каплана і Нортона, діаграми Ганта, розрахункового методу та методу аналізу даних, були показані шляхи вдосконалення існуючої системи HR-менеджменту в організації.
Результати, одержані в кваліфікаційній роботі, вказують на економічну ефективність запропонованих заходів вдосконалення системи HR-менеджменту.В данной квалификационной работе магистра рассмотрены пути совершенствования системы HR-менеджмента медицинского центра за счет использования инструментов HR-политики. Основываясь на выявленных проблемах организации системы управления персоналом были определены сущность и особенности работы HR-политики медицинского центра. Рассмотрено состояние кадрового обеспечения медицинского центра, а также методы кадровой работы в сфере здравоохранения. Исследовано современное состояние управления персоналом на базе реально-действующего медицинского центра, изучено проблемные моменты в действующих методах и системах HR-менеджмента. С помощью анализа кадровых и финансовых показателей, структуры и персонала в организации была исследована текущая ситуация дел HR-менеджмента медицинского центра. Выявленные недостатки в кадровом документообороте и системе HR-менеджмента медицинского центра и определены причины текучести кадров. С помощью использования методов методы сравнения, системы BSC Каплана и Нортона, диаграммы Ганта, расчетного метода и метода анализа данных, были показаны пути совершенствования существующей системы HR-менеджмента в организации. Результаты, полученные в квалификационной работе, указывают на экономическую эффективность предложенных мероприятий совершенствования системы HR-менеджмента.
ABSTRACT In this qualification work of the master the ways of improvement of the HR-management system of the medical center at the expense of use of tools of HR-policy are considered. Based on the identified problems of the organization of the personnel management system, the essence and features of the HR-policy of the medical center were determined. The state of staffing of the medical center, as well as methods of staffing in the field of health care are considered. The current state of personnel management on the basis of a real medical center is studied, the problematic moments in the current methods and systems of HR-management are studied. With the help of the analysis of personnel and financial indicators, structure and personnel in the organization the current situation of affairs of HR-management of the medical center was investigated. Deficiencies in the personnel document management and HR-management system of the medical center were identified and the reasons for staff turnover were identified. Using the methods of comparison methods, Kaplan and Norton's BSC system, Gantt chart, calculation method and data analysis method, the ways to improve the existing HR management system in the organization were shown. The results obtained in the qualification work indicate the economic efficiency of the proposed measures to improve the HR-management system.
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Esteves, Joana Maria Benitez. "Processo de selecção numa organização de saúde privada." Master's thesis, Instituto Superior de Economia e Gestão, 2009. http://hdl.handle.net/10400.5/1313.
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Mestrado em Gestão de Recursos HumanosNo âmbito do sector da saúde privada o estágio curricular teve como principal objectivo apoiar a Direcção de Recursos Humanos - Hospitais Privados de Portugal SGPS, S.A. no processo de selecção de candidatos às funções de Auxiliar de Acção Médica, Auxiliares Administrativos e Recepcionistas para os serviços do Hospital dos Lusíadas (Lisboa). De entre as práticas da gestão de recursos humanos, a selecção de uma força multi-especializada e equipas multidisciplinares, constitui um dos pilares para a qualidade de prestação de cuidados de saúde. Com base nas actividades de estágio, propõe-se a revisão da literatura referente aos fundamentos do processo de selecção e respectivos métodos de avaliação. Apresentam-se três modelos teóricos cuja pertinência explora os diferentes níveis de análise para a prática de selecção: modelo Normativo-preditivo, abordagem Multi-nível e a abordagem Pessoa-Ambiente. De modo a sustentar o rigor metodológico da prática de selecção, realizou-se um estudo descritivo referente ao volume de candidatos seleccionados para cada uma das fases do processo. Os resultados indicam uma menor desistência dos candidatos entre a fase da prova de grupo e a entrevista final, o que poderá remeter para a eficiência do processo de selecção.
In the context of private healthcare sector the internship had as its main objective to support the Human Resources Department - Hospital Privados de Portugal SGPS, S.A. in the staffing process by selecting candidates for Medical Assistant, Receptionist and Administrative Assistant for the Hospital dos Lusiadas' services (Lisbon). Among the practices of human resources management, the selection of a multi-skilled force and multidisciplinary teams it is one of the assets for quality of health care delivery. Based on the internship activities, it is proposed to review the literature concerning the rationale selection process and its application methods. There are three theoretical models whose relevance explores the different levels of analysis for the practice of selection: normative and predictive assumptions, multi-level approach and person environment approach. In order to maintain the methodological rigor of the selection practice it is proposed a descriptive study regarding the volume of candidates for each stage of the process. The results indicate a lower dropout of candidates between the group selection interview and the final interview, which may refer to the efficiency of the selection process.
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Flores, Daniel Francisco. "Effect of Leadership Development Programs in the Workplace: Strategies for Human Resource Managers." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4441.
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Business leaders face the challenge of developing their employees to assume leadership positions within their organizations. However, business leaders devote less than 10% of their time to developing employee leadership capabilities through leadership development programs, resulting in poor leadership development programs designed to prepare employees to assume leadership positions. Using transformational leadership theory, the purpose of this multicase study was to explore strategies that human resource managers use to improve their employee leadership development programs. Participants were purposefully selected for their experience improving employee leadership development programs in organizations in Silicon Valley. Data were collected via semistructured interviews over Skype with 3 human resource managers and a review of organizational documents related to the improvement of leadership development programs. Data were analyzed using methodological triangulation through inductive coding of phrases and words. Three themes emerged from this study: CEO involvement was paramount for leadership development program success; fostering a learning organizational culture promotes innovation, engagement, and trust; and training is most successful when completed as a series. The implications for positive social change include the development of local and global leaders empowered to address larger problems, including homelessness, disease, lack of cultural acceptance, and environmental sustainability.
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Mackey, Vanessa Lajuan Ruth. "Communication Constructs That Influence Information Technology Project Failure." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/395.
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Ineffective communication behavioral constructs in the workplace that lead to information technology (IT) project failure and in some cases organization failure are increasingly becoming a management concern. Despite this trend, there is little research on the communication behavioral constructs that contribute to IT project failure rates. The purpose of this phenomenological study was to explore the lived experiences of business analysts, programmers, and programmer analysts pertaining to the behavioral constructs associated with effective and ineffective communication. The research questions addressed these behaviors from a conceptual framework based on communication theory, organizational information processing theory, and critical social theory. This framework guided data collection using electronic interviews of a snowball sample of social media participants. Data were coded using open and axial techniques, analyzed for themes and patterns, and member checked to bolster trustworthiness. Findings included 10 communication behavioral constructs that influence communication in IT software development teams. Included in the findings were potential options for improving communication among end users, management, programmers, and other employees. Recommendations to improve communication among stakeholders included involvement of the correct stakeholders, clear project requirements, frequent communication, active listening, and feedback. Other recommendations were stakeholder education and training, and knowledge of goals and processes. Implications for positive social change could be realized by using the findings to improve the way communication is addressed, shared, and implemented to reduce IT project failure for stakeholders.
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Зимогляд, Альона Вячеславівна Альона Вячеславівна, Алена Вячеславовна Зимогляд, and Alyona Vyacheslavivna Zymoglyad. "Соціально-психологічні методи управління на підприємстві (на прикладі Управління виконавчої дирекції Фонду соціального страхування України у Сумській області)." Master's thesis, Сумський державний університет, 2021. https://essuir.sumdu.edu.ua/handle/123456789/87003.
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У роботі здійснено аналіз соціально-психологічних методів управління. Досліджено особливості застосування соціально-психологічних методів та особистості як об’єкту управління. Проведено дослідження в Управлінні виконавчої дирекції Фонду соціального страхування України у Сумській області на предмет використання в управлінні персоналом соціально-психологічних методів. Запропоновано удосконалення системи управління шляхом впровадження рекомендацій щодо використання соціально-психологічних методів у діяльності Управління виконавчої дирекції Фонду соціального страхування України у Сумській області.
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Глівенко, Сергій Володимирович, Сергей Владимирович Гливенко, Serhii Volodymyrovych Hlivenko, and С. М. Сидорук. "Впровадження інноваційних методів управління персоналом державної служби України на основі паблік-інжинірінга." Thesis, Сумський державний університет, 2014. http://essuir.sumdu.edu.ua/handle/123456789/42709.
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В статті розглянуто основні напрямки реформування системи управління персоналом у державній службі з урахуванням специфічних відмінностей та особливостей роботи державних службовців на основі інноваційних методів.
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Глухенька, К. В. "Формування кліентоорієнтованого підходу в роботі АТ «Укрпошта»." Thesis, Чернігів, 2021. http://ir.stu.cn.ua/123456789/25373.
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Глухенька, К. В. Формування кліентоорієнтованого підходу в роботі АТ «Укрпошта» : випускна кваліфікаційна робота : 073 «Менеджмент» / К. В. Глухенька ; керівник роботи О. С. Лашук ; НУ "Чернігівська політехніка", кафедра публічного управління та менеджменту організацій. – Чернігів, 2021. – 114 с.У кваліфікаційній роботі автором було розглянуто сутність поняття «клієнтоорієнтованість», досліджено зміст формування клієнтоорієнтованого підходу в організації як фактора розвитку підприємства, визначено теоретико-методичні основи формування та оцінювання факторів сприяння лояльності клієнта як складової менеджменту фактору розвитку підприємства. Автором зазначено, що на функціонування АТ «Укрпошта» великий вплив мають клієнтоорієнтованість, методи оцінювання персоналу та лояльність клієнтів. З’ясовано, що галузеві особливості, особливості що накладає форма власності, статутні, організаційна структура підпорядкування в АТ «Укрпошта» мають бути направлені на активізацію формування клієнтоорієнтованого підходу в організації як фактора розвитку підприємства. Обґрунтування основних пропозиції щодо поліпшення клієнтоорієнтованості на підприємстві побудовані на основі проведеного аналізу АТ «Укрпошта» задля впровадження ефективних заходів покращення діяльності.
In the qualification work the author considered the essence of the concept of "customer orientation", studied the content of customer-oriented approach in the organization as a factor of enterprise development, identified theoretical and methodological foundations of formation and evaluation of factors promoting customer loyalty as part of enterprise development factor management. The author notes that the functioning of JSC "Ukrposhta" is greatly influenced by customer orientation, methods of staff evaluation and customer loyalty. It was found out that industry peculiarities, peculiarities of ownership, statutory, organizational structure of subordination in JSC "Ukrposhta" should be aimed at intensifying the formation of a customer-oriented approach in the organization as a factor in enterprise development. Substantiation of the main proposals for improving customer orientation at the enterprise is based on the analysis of JSC "Ukrposhta" in order to implement effective measures to improve performance.
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Younis, Joumana. "Technologies numériques & émergence des nouvelles pratiques managériales au Liban." Thesis, Paris, CNAM, 2019. http://www.theses.fr/2019CNAM1268.
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Cette thèse tente de cerner les effets des technologies numériques (TN) sur les modes de management transformés. Après avoir cerné les contextes organisationnels traversés au cours de l’histoire, tout particulièrement prémoderne, moderne et postmoderne, le changement est étudié à travers les nouveaux espaces et enjeux du travail. Il ressort que les organisations à forte teneur numérique développent des pratiques managériales et des modes d’info-communication qui assurent leur pérennité. L'innovation managériale, l’agilité organisationnelle, le travail collaboratif, l’intelligence collective, ainsi que d’autres pratiques se sont greffées sur des aspects plus traditionnels dans la forme, mais actualisés sur le fond. L’implication et les styles de management notamment ont tellement été influencés par le numérique, qu’ils ont engendré des pratiques favorisant la bienveillance tout en donnant plus de sens au collaboratif et à l’interactivité. Les données recueillies dans note recherche empirique montrent que les pratiques managériales des organisations libanaises sont désormais influencées voire façonnées par les technologies numériques (TN) tout comme dans les pays du Nord, même si c’est avec une amplitude moindre, entraînant des modes de communications novateurs et efficients pour les relations au travailThis thesis will address and identify the effects of the Digital Technologies (DT) on the modified management modes. After having identified the organizational contexts that have passed throughout the history, especially pre-modern, modern and postmodern, the change is studied through the new spaces and issues of work. It comes out that the organizations with a high digital content and digital communications develop managerial practices that ensure their sustainability. The managerial innovation, the organizational agility, the collaborative work, collective intelligence, as well as other practices have been implanted on to more traditional aspects in form but actualized on the merits. The commitment and management styles that have been so strongly influenced by digital technology have led to practices that promote the benevolence while stressing further on the collaboration and the interactivity. The data collected from our empirical research show that the managerial practices of the Lebanese organizations are driven by the Digital Technologies (DT) similarly to the Northern countries, though with less amplitude they have led to innovative communication modes and efficient for the work relationships
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Doupalová, Nikola. "Získávání a výběr zaměstnanců." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2015. http://www.nusl.cz/ntk/nusl-224999.
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This diploma thesis focuses on the process of recruitment and selection of new employees in selected companies. The work is structured into theoretical and practical. The practical part deals with mapping the current process of recruitment and selection of new employees. Its part and also the objective of this work is to suggest amendments that could make the process more efficient in future. Suggestions for improvement are based on the knowledge gained in the theoretical part in connection with current process in the company.
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Salameh-Ayanian, Madonna. "L'évolution de la carrière des femmes cadres entre choix ou contraintes : le cas du secteur bancaire libanais." Thesis, Paris 2, 2014. http://www.theses.fr/2014PA020041.
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Bien que les femmes aient toujours fait partie des composantes de la main-d’oeuvre d’une entreprise et y jouent toujours un rôle prépondérant, il faut dire que, dans les postes décisionnels, elles ont été considérablement sous-représentées. La barrière entre cadres intermédiaires et cadres supérieurs, baptisée le « plafond de verre », est aujourd’hui, presque aussi infranchissable qu’il y a 20 ans, quand une multitude de femmes diplômées sont entrées dans le monde des affaires. L’objet de cette recherche vise à identifier pourquoi le taux des femmes présentes dans les instances de haute direction des banques libanaises reste-t-il si minime. La présente étude va consister à analyser la corrélation entre les aspirations professionnelles des femmes, leur ambition d’accéder aux plus hauts échelons de l’entreprise et le phénomène du plafond de verre. Par ailleurs, cette étude va approfondir l’examen des styles de leadership adoptés par les femmes et mesurer l’impact du style adopté sur la progression réalisée dans la carrière choisie. Nous prendrons l’exemple du Moyen-Orient et particulièrement du Liban où le secteur bancaire est soucieux de réduire les inégalités professionnelles. Cependant les différenciations entre hommes et femmes persistent. De multiples facteurs, certains explicites, telle la formation ou la mobilité, d’autres plus implicites, comme les horaires de travail ou la maternité, semblent se combiner et se renforcer mutuellement pour expliquer des évolutions de carrière moins favorables chez les femmes. Un questionnaire à choix fermé a été diffusé sur un site Web sécurisé à des femmes cadres dans 6 banques opérant au Liban afin de déterminer la relation entre les variables dépendantes et indépendantes relevées. Les hypothèses ont été validées déterminants ainsi divers facteurs qui affectent l’existence du plafond de verreWomen have always been an inherent part of the workforce. They have been playing a fundamental role throughout history; however, they have been considerably underrepresented in top management positions. The existent barrier between middle and top management positions entitled “Glass Ceiling” remains almost as impassable as it has been 20 years ago, even though the number of educated women who have entered the labor market has substantially increased. The purpose of this research is to identify why the number of women in the top management positions of the Lebanese banks remains minim. As such, the primary object lies in analyzing the correlation between the aspiration and ambition of women to access the highest levels in the organization’s hierarchy and the glass ceiling phenomena. Moreover, this study focuses on the leadership styles adopted by these women; it aims at measuring the impact of the adopted style on the hierarchical advancement in the chosen career. In Lebanon, the banking sector is eager to reduce professional discrepancies; however, these gaps remain existent between men and women. Several factors, some of which are explicit – such as training & development and mobility, others implicit such as the working schedules and the maternity leaves, interact and interrelate to explain the less favorable career paths that women face. A close-ended questionnaire has been communicated throughout a secured website to middle management women in 6 banks operating in Lebanon in order to determine the relationship between the identified dependant and independent variables. The hypothesis statements were accepted as true; stipulating that several factors affect the perpetuity of the glass ceiling
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Hantsuk, Natallia. "The role of design management methods and styles in increase of the productivity." Master's thesis, 2018. http://hdl.handle.net/10400.26/21988.
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A gestão do design é um aspecto realmente importante na avaliação da empresa. No mundo de hoje, em que as coisas mudam tão rapidamente, as empresas devem aprender a ser flexíveis nos seus processos de trabalho para se conseguirem destacar no mercado. É necessário definer os métodos mais eficientes, de forma a atingir um bom nível de produtividade numa determinada empresa.
O principal objetivo deste Trabalho Final de Mestrado assenta no aumento da produtividade da empresa de Serviços de Marketing abordada, introduzindo uma nova abordagem na escolha de métodos e técnicas de gestão.
Em primeiro lugar, será feita uma análise SWOT da empresa, que permitirá entender como a empresa opera internamente, bem como os aspectos de influência externa da empresa e seus pontos fracos. Numa segunda fase, será feita uma análise dos diversos métodos de gestão, o que permitirá entender em que casos aumentará a produtividade da empresa.
Na última parte será sugerida uma estratégia na determinação dos métodos de gestão, de acordo com a situação externa e interna. Esta mesma abordagem foi implementada na empresa, ao longo de quarto diferentes projetos, e os resultados foram coletados. Por sua vez, foi verificado um aumento da produtividade e, portanto, esta nova abordagem para determinar um método de gestão pode ser considerada efetiva.Design management is a really important aspect in the evaluation of the company. In today's world, when things change so quickly, companies must learn how to be flexible in their work processes to remain prominent players in the market. The most efficient methods need to be chosen to reach the highest increase of the productivity in the specific company. The main objective of the thesis is to increase the productivity of the agency of Marketing Services by introducing a new approach to choosing management methods and styles. First of all the thesis will include the SWOT analysis of the company, what will help to define how the company operates, internally and also the external influence aspects of the company and realize the location of weaknesses. Second, the deep analysis of the suitable management styles and methods would be provided, what will help to understand in which cases it will increase the productivity of the company. Last part would include the recommendation for the method of choice of methods and styles of management according to the external and internal situation. This approach has been implemented to the company during four projects and results were collected. The results showed the increase of the productivity. The new approach to choosing a style and method of management can be considered effective.
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Loh, Kian Ling. "Learning styles and training methods : implications for management development programmes - an exploratory study." 2008. http://arrow.unisa.edu.au:8081/1959.8/50769.
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The purpose of this study was to identify the learning styles of Malaysian managers and executives and specifically to determine whether the alignment training methods with trainees' learning styles can improve the effectiveness of learning in Employee Development programmes. A comprehensive literature review was done and a sample survey approach was adopted. Past studies in the research area were summarized and hypotheses were made for empirical testing.
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Chan, Ya-Yun, and 詹雅雲. "The Effect of Human Resource Management Activities for R&D Personnel Job Involvement and Retention –The Leadership Styles as the Moderating Variable." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/94769846895850254218.
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碩士實踐大學
企業管理學系碩士班
100
People are the key of factor to provide innovation and development, also the source of intellectual capital in the High-tech industry. Therefore, the purpose of this study is to understand the relationship of human resource activities, job involement, retention, transactional leadership and transformational leadership. The purposes of research are as following: 1. To explore the effect of human resource activities on job involvement and retention. 2. To discuss the impact of interaction between job involvement and retention. 3. To understand the influence of the transactional leadership and transformational leadership on job involvement and retention. The findings of the study are as following: 1.In the High-tech industry, the human resource activities have a significant positive correlation with job involvement and retention. 2.Job involvement has a mediating effect between human resource activities and retention. 3.The transformational leadership has moderate effect between job involvement and retention, and the transactional leadership has not significant relationship between job involvement and retention.
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Рейес, Антонио Б., and Antonio B. Reyes. "Gamification of personnel training as the way to integrate operational and communicative levels of management." Master's thesis, 2018. http://hdl.handle.net/10995/66192.
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Master thesis is performed on 80 pages (format А4, the font type Times New Roman, font size 14, interlining 1.5) excluding attachments. Number of tables – 24 (excluding attachments). Number of pictures – 7(excluding attachments). Number of graphics – 13(excluding attachments). Master Thesis consists in Introduction, three Chapters, Conclusion, Bibliography and Appendix. In the theoretical part are presented the basic concepts, objectives of assessment, its types and forms, stages, criteria and methods. In the practical part are analyzed the General characteristics of the investigated enterprise and the activities of the personnel management, the analysis of the Training methods currently used and the existence of gamification elements. Based on these results, it is recommended, a survey application addressed to managers, supervisors, heads department, with a series of items to explore the viability of implementing gamification elements within the training methods currently used in The International Retail Company in Russia Region. It was proposed, the implementation of an Operational and Communicative Levels Management Model through specific Game Elements specifically for The International Retail Company in Russia Region. In conclusion developing strategies through specific Game Elements specifically for The International Retail Company in Russia Region.Магистерская диссертация выполнена на 80 страницах (формат А4, шрифт Times New Roman, размер шрифта 14, флизелин 1.5) без учета вложений. Количество таблиц – 24 (без учета приложений). Количество фотографий – 7 (без вложений). Количество диаграмм -13 (без вложений). Магистерская диссертация состоит из введения, трех глав, заключения, списка литературы и приложения. В теоретической части представлены основные понятия, задачи оценки, ее виды и формы, этапы, критерии и методы. В практической части анализируются Общая характеристика исследуемого предприятия и деятельности управления персоналом, анализ применяемых в настоящее время методов обучения и наличие элементов геймификации. На основании полученных результатов рекомендуется приложение-опрос, адресованное руководителям, супервайзерам, руководителям подразделений, с серией пунктов по изучению целесообразности внедрения элементов геймификации в рамках методов обучения, применяемых в настоящее время в международной розничной компании в регионе России. Предложена реализация модели управления операционным и коммуникативным уровнями через специфические игровые элементы специально для международной розничной компании в российском регионе. В заключение - разработка стратегий с использованием конкретных игровых элементов специально для международной розничной компании в российском регионе.