Abstract: The decision to recruit manpower in an organization
requires clear identification of the criteria (attributes) that distinguish
successful from unsuccessful performance. The choice of appropriate
attributes or criteria in different levels of hierarchy in an organization
is a multi-criteria decision problem and therefore multi-criteria
decision making (MCDM) techniques can be used for prioritization
of such attributes. Analytic Hierarchy Process (AHP) is one such
technique that is widely used for deciding among the complex criteria
structure in different levels. In real applications, conventional AHP
still cannot reflect the human thinking style as precise data
concerning human attributes are quite hard to be extracted. Fuzzy
logic offers a systematic base in dealing with situations, which are
ambiguous or not well defined. This study aims at defining a
methodology to improve the quality of prioritization of an
employee-s performance measurement attributes under fuzziness. To
do so, a methodology based on the Extent Fuzzy Analytic Hierarchy
Process is proposed. Within the model, four main attributes such as
Subject knowledge and achievements, Research aptitude, Personal
qualities and strengths and Management skills with their subattributes
are defined. The two approaches conventional AHP
approach and the Extent Fuzzy Analytic Hierarchy Process approach
have been compared on the same hierarchy structure and criteria set.
Abstract: In recent years in Kazakhstan, as well as in all countries, we have been talking not only about the professional stress, but also professional Burnout Syndrome of employees. Burnout is essentially a response to chronic emotional stress – manifests itself in the form of chronic fatigue, despondency, unmotivated aggression, anger, and others. This condition is due to mental fatigue among teachers as a sort of payment for overstrain when professional commitments include the impact of “heat your soul", emotional investment. The emergence of professional Burnout among teachers is due to the system of interrelated and mutually reinforcing factors relating to the various levels of the personality: individually-psychological level is psychodynamic special subject characteristics of valuemotivational sphere and formation of skills and habits of selfregulation; the socio-psychological level includes especially the Organization and interpersonal interaction of a teacher. Signs of the Burnout were observed in 15 testees, and virtually a symptom could be observed in every teacher. As a result of the diagnosis 48% of teachers had the signs of stress (phase syndrome), resulting in a sense of anxiety, mood, heightened emotional susceptibility. The following results have also been got:-the fall of General energy potential – 14 pers. -Psychosomatic and psycho vegetative syndrome – 26 pers. -emotional deficit-34 pers. -emotional Burnout Syndrome-6 pers. The problem of professional Burnout of teachers in the current conditions should become not only meaningful, but particularly relevant. The quality of education of the younger generation depends on professional development; teachers- training level, and how “healthy" teachers are. That is why the systematic maintenance of pedagogic-professional development for teachers (including disclosure of professional Burnout Syndrome factors) takes on a special meaning.
Abstract: Result of the study on knowledge management systems in businesses was shown that the most of these businesses provide internet accessibility for their employees in order to study new knowledge via internet, corporate website, electronic mail, and electronic learning system. These business organizations use information technology application for knowledge management because of convenience, time saving, ease of use, accuracy of information and knowledge usefulness. The result indicated prominent improvements for corporate knowledge management systems as the following; 1) administrations must support corporate knowledge management system 2) the goal of corporate knowledge management must be clear 3) corporate culture should facilitate the exchange and sharing of knowledge within the organization 4) cooperation of personnel of all levels must be obtained 5) information technology infrastructure must be provided 6) they must develop the system regularly and constantly.
Abstract: Corporate identity, which has several advantages such
that the employees become integrated with their corporations,
corporation is distinguished from its competitors and it is recognized
by the masses, is the total of the distinctive corporate features that
and corporation has. That the information takes part in production as
a more important component than labor and capital has required that
the corporations are reorganized as information-based. Therefore,
information and its management have reached a basic and prevalent
position in having sustainable competitive advantage. Thanks to the
information management which regulates the information and makes
it reachable and available, information will be produced in line with a
specific purpose in the corporations and be used in all the corporate
processes. As an auxiliary power for increase in the economic
potential, efficiency and productivity of the corporation, corporate
identity consists of four components. These are corporate philosophy,
corporate design, corporate behavior and corporate communication.
In this study, the effects of the information management on corporate
identity are discussed from the point of these four elements.
Abstract: This paper discusses a new model of Islamic code of
ethics for directors. Several corporate scandals and local (example
Transmile and Megan Media) and overseas corporate (example
Parmalat and Enron) collapses show that the current corporate
governance and regulatory reform are unable to prevent these events
from recurring. Arguably, the code of ethics for directors is under
research and the current code of ethics only concentrates on binding
the work of the employee of the organization as a whole, without
specifically putting direct attention to the directors, the group of
people responsible for the performance of the company. This study
used a semi-structured interview survey of well-known Islamic
scholars such as the Mufti to develop the model. It is expected that
the outcome of the research is a comprehensive model of code of
ethics based on the Islamic principles that can be applied and used by
the company to construct a code of ethics for their directors.
Abstract: Effective employee selection is a critical component
of a successful organization. Many important criteria for personnel
selection such as decision-making ability, adaptability, ambition, and
self-organization are naturally vague and imprecise to evaluate. The
rough sets theory (RST) as a new mathematical approach to
vagueness and uncertainty is a very well suited tool to deal with
qualitative data and various decision problems. This paper provides
conceptual, descriptive, and simulation results, concentrating chiefly
on human resources and personnel selection factors. The current
research derives certain decision rules which are able to facilitate
personnel selection and identifies several significant features based
on an empirical study conducted in an IT company in Iran.
Abstract: The values of managers and employees in organizations are phenomena that have captured the interest of researchers at large. Despite this attention, there continues to be a lack of agreement on what values are and how they influence individuals, or how they are constituted in individuals- mind. In this article content-based approach is presented as alternative reference frame for exploring values. In content-based approach human thinking in different contexts is set at the focal point. Differences in valuations can be explained through the information contents of mental representations. In addition to the information contents, attention is devoted to those cognitive processes through which mental representations of values are constructed. Such informational contents are in decisive role for understanding human behavior. By applying content-based analysis to an examination of values as mental representations, it is possible to reach a deeper to the motivational foundation of behaviors, such as decision making in organizational procedures, through understanding the structure and meanings of specific values at play.
Abstract: Today the intangible assets are the capital of knowledge and are the most important and the most valuable resource for organizations. All employees have knowledge independently of the kind of jobs they do. Knowledge is thus an asset, which influences business operations. The objective of this article is to identify knowledge continuity as an objective of business continuity management. The article has been prepared based on the analysis of secondary sources and the evaluation of primary sources of data by means of a quantitative survey conducted in the Czech Republic. The conclusion of the article is that organizations that apply business continuity management do not focus on the preservation of the knowledge of key employees. Organizations ensure knowledge continuity only intuitively, on a random basis, non-systematically and discontinuously. The non-ensuring of knowledge continuity represents a threat of loss of key knowledge for organizations and can also negatively affect business continuity.
Abstract: Due to a high unemployment rate among local people
and a high reliance on expatriate workers, the governments in the
Gulf Co-operation Council (GCC) countries have been implementing
programmes of localisation (replacing foreign workers with GCC
nationals). These programmes have been successful in the public
sector but much less so in the private sector. However, there are now
insufficient jobs for locals in the public sector and the onus to provide
employment has fallen on the private sector. This paper is concerned
with a study, which is a work in progress (certain elements are
complete but not the whole study), investigating the effective
implementation of localisation policies in four- and five-star hotels in
the Kingdom of Saudi Arabia (KSA) and the United Arab Emirates
(UAE). The purpose of the paper is to identify the research gap, and
to present the need for the research. Further, it will explain how this
research was conducted.
Studies of localisation in the GCC countries are under-represented
in scholarly literature. Currently, the hotel sectors in KSA and UAE
play an important part in the countries’ economies. However, the
total proportion of Saudis working in the hotel sector in KSA is
slightly under 8%, and in the UAE, the hotel sector remains highly
reliant on expatriates. There is therefore a need for research on
strategies to enhance the implementation of the localisation policies
in general and in the hotel sector in particular.
Further, despite the importance of the hotel sector to their
economies, there remains a dearth of research into the
implementation of localisation policies in this sector. Indeed, as far as
the researchers are aware, there is no study examining localisation in
the hotel sector in KSA, and few in the UAE. This represents a
considerable research gap.
Regarding how the research was carried out, a multiple case study
strategy was used. The four- and five-star hotel sector in KSA is one
of the cases, while the four- and five-star hotel sector in the UAE is
the other case. Four- and five-star hotels in KSA and the UAE were
chosen as these countries have the longest established localisation
policies of all the GCC states and there are more hotels of these
classifications in these countries than in any of the other Gulf
countries. A literature review was carried out to underpin the
research. The empirical data were gathered in three phases. In order
to gain a pre-understanding of the issues pertaining to the research
context, Phase I involved eight unstructured interviews with officials
from the Saudi Commission for Tourism and Antiquities (three
interviewees); the Saudi Human Resources Development Fund (one);
the Abu Dhabi Tourism and Culture Authority (three); and the Abu
Dhabi Development Fund (one).
In Phase II, a questionnaire was administered to 24 managers and
24 employees in four- and five-star hotels in each country to obtain
their beliefs, attitudes, opinions, preferences and practices concerning
localisation.
Unstructured interviews were carried out in Phase III with six
managers in each country in order to allow them to express opinions
that may not have been explored in sufficient depth in the
questionnaire. The interviews in Phases I and III were analysed using
thematic analysis and SPSS will be used to analyse the questionnaire
data.
It is recommended that future research be undertaken on a larger
scale, with a larger sample taken from all over KSA and the UAE
rather than from only four cities (i.e., Riyadh and Jeddah in KSA and
Abu Dhabi and Sharjah in the UAE), as was the case in this research.
Abstract: The traditional public relations manager is usually responsible for maintaining and enhancing the reputation of the organization among key publics. While the principal focus of this effort is on support publics, it is quite clearly recognized that an organization's image has important effects on its own employees, its donors and volunteers, and its clients. The aim of paper is to define application`s aspects of public relations media and tools by nonprofit organizations in Albanian reality. Actually does used public relations media and tools, like written material, audiovisual material, organizational identity media, news, interviews and speeches, events, web sites by nonprofit organizations to attract donors? If, public relations media and tools are used, does exists a relation between public relation media and fundraising?
Abstract: Managers as the key employees have a very important role in maintaining the workforce performance which is critical to the
construction companies- success in the future. If motivated employees start with motivated managers probably it would seem
plausible if the de-motivated ones start with de-motivated managers. This study aims to analyze the importance of motivated managers to
their successes and construction companies- successes. In this study,
a quantitative method was used and the study area was in Medan, North Sumatera. Questionnaire survey was distributed directly to
construction companies in Medan which are listed in the
Construction Services Development Board. A total of 60 managers responded and the completed questionnaires were analyzed using the
descriptive analysis. The results indicated that the respondents acknowledge the importance of motivation among themselves to the
projects and construction companies- success, implying that it is vital o maintain the motivation and good performance of the workforce.
Abstract: The objective of this paper is to establish a possible relationship between sustainable business practice and firm performance. Using a field survey methodology, a sample of sixty manufacturing companies in Nigeria was studied. The firms were categorised into two groups, environmentally 'responsible' and 'irresponsible' firms. An investigation was undertaken into the possible relationship between firm performance and three selected indicators of sustainable business practice: employee health and safety (EHS), waste management (WM), and community development (CD), common within the 30 'responsible' firms. Findings from empirical results reveal that the sustainable practices of the 'responsible' firms are significantly related with firm performance. In addition, sustainable practices are inversely related with fines and penalties. The paper concludes that, within the Nigerian setting at least, sustainability affects corporate performance and sustainability may be a possible tool for corporate conflict resolution as evidenced in the reduction of fines, penalties and compensations. The paper therefore recommends research into the relationship between sustainability and conflict management.
Abstract: The study examined the influence of pay differentials on employee retention in the State Colleges of Education in the South-South Region of Nigeria. 275 subjects drawn from members of the wage negotiating teams in the Colleges were administered questionnaires constructed for study. Analysis of Variance revealed that the observed pay differentials significantly influenced retainership, f(5,269 = 6.223, P< 0.05). However, the Multiple Classification Analysis and Post-Hoc test indicated that employees in two of the Colleges with slightly lower and higher pay levels may probably remain with their employers while employees in other Colleges with the least and highest pay levels suggested quitting. Based on these observations, the influence of pay on employee retention seems inconclusive. Generally, employees in the colleges studied are dissatisfied with current pay levels. Management should confront these challenges by improving pay packages to encourage employees to remain and be dedicated to duty.
Abstract: The number of the companies accepting RFID in Korea
has been increased continuously due to the domestic development of
information technology. The acceptance of RFID by companies in
Korea enabled them to do business with many global enterprises in a
much more efficient and effective way. According to a survey[33,
p76], many companies in Korea have used RFID for inventory or
distribution manages. But, the use of RFID in the companies in Korea
is in the early stages and its potential value hasn-t fully been realized
yet. At this time, it would be very important to investigate the factors
that affect RFID acceptance. For this study, many previous studies
were referenced and some RFID experts were interviewed. Through
the pilot test, four factors were selected - Security Trust, Employee
Knowledge, Partner Influence, Service Provider Trust - affecting
RFID acceptance and an extended technology acceptance
model(e-TAM) was presented with those factors. The proposed model
was empirically tested using data collected from employees in
companies or public enterprises. In order to analyze some
relationships between exogenous variables and four variables in TAM,
structural equation modeling(SEM) was developed and SPSS12.0 and
AMOS 7.0 were used for analyses. The results are summarized as
follows: 1) security trust perceived by employees positively
influences on perceived usefulness and perceived ease of use; 2)
employee-s knowledge on RFID positively influences on only
perceived ease of use; 3) a partner-s influence for RFID acceptance
positively influences on only perceived usefulness; 4) service provider
trust very positively influences on perceived usefulness and perceived
ease of use 5) the relationships between TAM variables are the same as
the previous studies.
Abstract: Work-life balance has been acknowledged and
promoted for the sake of employee retention. It is essential for a
manager to realize the human resources situation within a company to
help employees work happily and perform at their best. This paper
suggests knowledge management and critical thinking are useful to
motivate employees to think about their work-life balance. A
qualitative case study is presented, which aimed to discover the
meaning of work-life balance-s meaning from the perspective of Thai
knowledge workers and how it affects their decision-making towards
work resignation. Results found three types of work-life balance
dimensions; a work- life balance including a workplace and a private
life setting, an organizational working life balance only, and a worklife
balance only in a private life setting. These aspects all influenced
the decision-making of the employees. Factors within a theme of an
organizational work-life balance were involved with systematic
administration, fair treatment, employee recognition, challenging
assignments to gain working experience, assignment engagement,
teamwork, relationship with superiors, and working environment,
while factors concerning private life settings were about personal
demands such as an increasing their salary or starting their own
business.
Abstract: According to the conception of personnel
management, human resource management requires efficient use of
human resources. This is ensured by various activities directed
towards the area of management. Among these activities there are for
example the recruitment of employees, development, strengthening
of relations, mutual inspiring, implementation of correct working
processes and systems used by individuals or groups.
Abstract: Leave of absence is important in maintaining a good
status of human resource quality. Allowing the employees temporarily
free from the routine assignments can vitalize the workers- morality
and productivity. This is particularly critical to secure a satisfactory
service quality for healthcare professionals of which were typically
featured with labor intensive and complicated works to perform. As
one of the veteran hospitals that were found and operated by the
Veteran Department of Taiwan, the nursing staff of the case hospital
was squeezed to an extreme minimum level under the pressure of a
tight budgeting. Leave of absence on schedule became extremely
difficult, especially for the intensive care units (ICU), in which
required close monitoring over the cared patients, and that had more
easily driven the ICU nurses nervous. Even worse, the deferred leaves
were more than 10 days at any time in the ICU because of a fluctuating
occupancy. As a result, these had brought a bad setback to this
particular nursing team, and consequently defeated the job
performance and service quality. To solve this problem and
accordingly to strengthen their morality, a project team was organized
across different departments specific for this. Sufficient information
regarding jobs and positions requirements, labor resources, and actual
working hours in detail were collected and analyzed in the team
meetings. Several alternatives were finalized. These included job
rotating, job combination, leave on impromptu and cross-departmental
redeployment. Consequently, the deferred leave days sharply reduced
70% to a level of 3 or less days. This improvement had not only
provided good shelter for the ICU nurses that improved their job
performance and patient safety but also encouraged the nurses active
participating of a project and learned the skills of solving problems
with colleagues.
Abstract: A pilot project was carried out in 2007 by the senior
students of Cyprus International University, aiming to minimize the
total cost of waste collection in Northern Cyprus. Many developed
and developing countries have cut their transportation costs – which
lies between 30-40% – down at a rate of 40% percent, by
implementing network models for their route assignments.
Accordingly, a network model was implemented at Göçmenköy
district, to optimize and standardize waste collection works. The
work environment of the employees were also redesigned to provide
maximum ergonomy and to increase productivity, efficiency and
safety. Following the collection of the required data including waste
densities, lengths of roads and population, a model was constructed
to allocate the optimal route assignment for the waste collection
trucks at Göçmenköy district.
Abstract: The aim of the article is to describe modern
contemporary systems of employees' remuneration used in
organizations, to give a general overview of these questions based on
the questionnaire survey made by the authors, as well as to assess
possible effects of economic crisis in this area. It is necessary to be
aware of the fact that firm's success in the contemporary business
environment depends not only on the technical equipment, financial
resources, availability of raw materials and information and effective
management, but one of the crucial factors of firm's success is its
human potential. The article emphasizes that the well working
remuneration system has a very important position in the
organization in the broadest sense. The paper also aims to the current
situation in the area of employees' remuneration in one of Czech
Republic regions, in the Moravian-Silesian Region.
Abstract: The purpose of this research was to study five vital
factors related to employees’ job performance. A total of 250
respondents were sampled from employees who worked at a public
warehouse organization, Bangkok, Thailand. Samples were divided
into two groups according to their work experience. The average
working experience was about 9 years for group one and 28 years for
group two. A questionnaire was utilized as a tool to collect data.
Statistics utilized in this research included frequency, percentage,
mean, standard deviation, t-test analysis, one way ANOVA, and
Pearson Product-moment correlation coefficient. Data were analyzed
by using Statistical Package for the Social Sciences. The findings
disclosed that the majority of respondents were female between 23-
31 years old, single, and hold an undergraduate degree. The average
income of respondents was less than 30,900 baht. The findings also
revealed that the factors of organization chart awareness, job process
and technology, internal environment, employee loyalty, and policy
and management were ranked as medium level. The hypotheses
testing revealed that difference in gender, age, and position had
differences in terms of the awareness of organization chart, job
process and technology, internal environment, employee loyalty, and
policy and management in the same direction with low level.