Thematische Bibliographien / ADAPTATION AND MOTIVATION OF PERSONNEL

Inhaltsverzeichnis

  1. Zeitschriftenartikel
  2. Dissertationen
  3. Bücher
  4. Buchteile
  5. Konferenzberichte

Auswahl der wissenschaftlichen Literatur zum Thema „ADAPTATION AND MOTIVATION OF PERSONNEL“

Autor: Grafiati
Veröffentlicht am 1. Juli 2021
Zuletzt aktualisiert am 1. Februar 2022

Geben Sie eine Quelle nach APA, MLA, Chicago, Harvard und anderen Zitierweisen an

Wählen Sie eine Art der Quelle aus:

Machen Sie sich mit den Listen der aktuellen Artikel, Bücher, Dissertationen, Berichten und anderer wissenschaftlichen Quellen zum Thema "ADAPTATION AND MOTIVATION OF PERSONNEL" bekannt.

Neben jedem Werk im Literaturverzeichnis ist die Option "Zur Bibliographie hinzufügen" verfügbar. Nutzen Sie sie, wird Ihre bibliographische Angabe des gewählten Werkes nach der nötigen Zitierweise (APA, MLA, Harvard, Chicago, Vancouver usw.) automatisch gestaltet.

Sie können auch den vollen Text der wissenschaftlichen Publikation im PDF-Format herunterladen und eine Online-Annotation der Arbeit lesen, wenn die relevanten Parameter in den Metadaten verfügbar sind.

Zeitschriftenartikel zum Thema "ADAPTATION AND MOTIVATION OF PERSONNEL"

1

Petrova, Natalya G., und Sarkis G. Pogosyan. „Motivation of medical personnel as an important element of personnel management“. Science and Innovations in Medicine 5, Nr. 2 (15.06.2020): 105–10. http://dx.doi.org/10.35693/2500-1388-2020-5-2-105-110.

Der volle Inhalt der Quelle
Annotation:
Objective - to analyze the structure of motivational attitudes of nurse personnel and their career orientations. Materials and methods. The study was conducted on the basis of three multidisciplinary medical organizations in St. Petersburg. Nurses were asked to complete two questionnaires, including an assessment of motivation and career orientations. The total number of questionnaires processed was 162. The average length of service of the respondents was 10.5 years. According to age, the respondents were distributed as follows: 62.0% were people aged 20-29 years, approximately equal shares were people 30-39 years old (18.6%) and 40 years and older (19.4%). The study of the motivation of professional activity was carried out according to the methodology of K. Zamfir (modified by A. Rean). Also, the methodology used to diagnose the value orientations in the career was ''Career Anchors'' (the method of E. Shein in adaptation by V.A. Chiker and V.E. Vinokurov). The questionnaires contain certain points and clues, allowing one to evaluate, respectively, the nature of motivation and preferred orientations. The statistical processing of collected data was performed with the Microsoft Office 2016 programs: Microsoft Word, Microsoft Excel. Results. It was established that in the structure of motivation, 40.2% is an external positive motivation (positive incentives in the organization), 30.1% is an internal motivation (satisfaction with work and its results), 19.7% is an external negative motivation (punishment). The main value orientations in a career are as follows. In the first place - the integration of lifestyles (in 73.2% of cases, this orientation scored maximum points); on the second -stability of work (62.0%); in the third place - ministry (52.4%). The ratio of value orientations varies somewhat among people of different ages. Conclusion. The identified features of motivation and value orientations of nurses should be taken into account both as a whole (to develop a system of motivation in the organization) and personally, taking into account the individual characteristics of each employee. The study of motivation should be carried out by psychologists of medical organizations, and the results should be transmitted to managers to form a reasonable personnel policy.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
2

Lukashevskaya, D. A. „ADAPTATION AND IMPROVEMENT OF STAFF STIMULATION AND MOTIVATION SYSTEM TO ENVIRONMENTAL CHANGES“. Vestnik Universiteta, Nr. 2 (23.04.2020): 194–200. http://dx.doi.org/10.26425/1816-4277-2020-2-194-200.

Der volle Inhalt der Quelle
Annotation:
The scope of the concepts of “adaptation”, “improvement”, “stimulation” and “motivation” of staff to various changes in the professional environment has been analysed. The objective need to adapt the incentive system and staff motivation to new conditions for the functioning of the enterprise has been considered. The differentiating features of each phenomenon are traced in scientific discourse and in practice have been traced. A set of measures to improve the system of stimulation of working personnel and adaptation in the synthesis with motivational mechanisms has been proposed. The main conclusions and suggestions can be used in the activities of related organizations in order to improve the system of incentives for workers.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
3

Kuligina, Natalia, und Natalia Ekimova. „Аssessment of staff as a factor of increasing efficiency of personnel management in the organization“. Medsestra (Nurse), Nr. 4 (01.04.2020): 56–60. http://dx.doi.org/10.33920/med-05-2004-09.

Der volle Inhalt der Quelle
Annotation:
Planning, motivation, training and staff development; selection, adaptation, placement of personnel; formation of personnel reserve; personnel movements: — it is impossible to develop competent and adequate activity in all these areas without a preliminary assessment of the relevant personal and professional qualities of employees. A well-developed assessment system using the competency profile allows more efficient use of the potential of employees by increasing the level of motivation, determines the direction of development and stimulates the need for training and advanced training.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
4

Iskenderov, T., I. Rzhanova und Elena Mitrofanova. „Study of the Possibility of Using Foreign Experience in the Formation of the Russian Model of Personnel Motivation“. Management of the Personnel and Intellectual Resources in Russia 9, Nr. 6 (28.01.2021): 22–26. http://dx.doi.org/10.12737/2305-7807-2021-22-26.

Der volle Inhalt der Quelle
Annotation:
The article discusses related to both the justification of the Russian model of personnel motivation, taking into account international experience. The urgency of solving this problem in modern Russian conditions has been substantiated. The main goal of the formation of a motivation model for Russian organizations is formulated - ensuring the achievement of the organization's goals by attracting and retaining professionally trained personnel and, above all, through effective, strong and sustainable motivation, formed on the basis of complex incentives, which is the subject of interest for all groups of the organization's personnel. The reasons are disclosed that prevent a change in the traditional approach to personnel motivation in Russian organizations, the main among which are: the adherence of Russian companies to traditional methods of incentives and other organization management technologies, as well as the economic situation in the country and the resulting needs of workers in Russia. The characteristics of the main foreign models of motivation, including Japanese, American, French, English, German and Swedish models, are given. The comparison of these models with the Russian ones is carried out and the prospects for their adaptation and use in the Russian practice of personnel motivation and incentives are substantiated.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
5

Afanasieva, M. R., und E. E. Mirgorod. „The system of personnel adaptation in the company: theory and practice“. Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), Nr. 7 (10.06.2021): 52–66. http://dx.doi.org/10.33920/pro-3-2107-05.

Der volle Inhalt der Quelle
Annotation:
At the present stage of business development, human resources are central to the activities of any organization. An effectively assembled team of highly qualified personnel, with a successfully built system of selection and adaptation, motivation, training, etc. are the key to the successful functioning of any organization. Thus, the successful construction and operation of the personnel management system influences the efficiency of work, profitability, competitiveness and prospects for the development of the company as a whole.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
6

Gryshnjaeva, Olena V., Oleksandr A. Меlnychenko, Galyna V. Yeryomenko, Victoria V. Grigoruk, Vita V. Antsupova und Yana A. Vanina. „MOTIVATION AS ONE OF THE CONSTITUENT COMPONENTS OF THE MODEL OF THE SYSTEM OF MEDICAL AND PSYCHOLOGICAL SUPPORT FOR THE PROCESS OF ADAPTATION OF MEDICAL COLLEGE STUDENTS TO WORK IN PRIMARY POSITIONS“. Wiadomości Lekarskie 73, Nr. 6 (2020): 1164–68. http://dx.doi.org/10.36740/wlek202006116.

Der volle Inhalt der Quelle
Annotation:
The aim: Based on previous studies, develop medical and psychological recommendations to increase the motivation for the work of nurses and medical assistants. Materials and methods: During 2015–2018 Students of the Kharkov Regional Medical College (100 experimental people and 100 control groups) studied the types of motivation of medical personnel to work in key positions. The article analyzes the relationship between motivation and the individual – typological characteristics of the person using the psychodiagnostic methodology of the individually – typological questionnaire L.N. Sobchik and author’s profile A.V. Grishnyaeva. Results: Аfter analyzing the above data, we can say that a combination of motivation or its absence with certain individual and typological characteristics of individuals leads to different results of adaptation to the primary positions of future medical workers. The imbalance of individual-personality structures and motivation leads to an accentuation of character, which contributes to maladaptation and professional burnout. Conditions: Given the connection between motivation and individual – typological characteristics of the personality, it is possible to make the correct personnel distribution and prevent the professional burnout of employees.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
7

Yarasheva, Aziza. „Reproduction of labour resources in the Moscow health organizations“. Living Standards of the Population in the Regions of Russia 17, Nr. 2 (09.06.2021): 243–51. http://dx.doi.org/10.19181/lsprr.2021.17.2.8.

Der volle Inhalt der Quelle
Annotation:
The article is aimed at studying topical issues related to the conditions for the reproduction of labour resources. Its key concepts and basic provisions are associated with a group of factors influencing this process: organizational and economic (improving the organization of production and management) and socio-psychological (improving working conditions, moral and psychological climate in the team). The results of a study (2019-2020) are presented on the development of the institution of mentoring in organizations of the capital's health care and methods for assessing the motivation of medical personnel to work. The main results of the study: the need and readiness of medical workers (doctors and nurses of metropolitan healthcare organizations) for mentoring, their incentives and degree of involvement in the mentoring / tutoring system (reasons for unwillingness to become mentors), indicators of effectiveness in mentoring were identified. The main group (material and non-material) incentives for the provision of services to the population at a high-quality level, as well as criteria for assessing the motivation of medical personnel to conscientiously perform their professional duties, have been identified. Shown: the relationship between the goals of reproduction of labour resources with the development of a motivational system for healthcare organizations; an algorithm for constructing a motivational map (a sample of the interpretation of the data obtained) is presented, which serves for: selection of personnel when hiring; evaluating the effectiveness of the adaptation period for newly hired medical personnel from other organizations; passing certification procedures; formation of a personnel reserve in health care organizations; when drawing up individual effective contracts for personnel; to prevent professional burnout and create a positive psychological climate in the team. The results obtained form the basis of the methodological recommendations used in the state metropolitan healthcare organizations
APA, Harvard, Vancouver, ISO und andere Zitierweisen
8

Shedko, Yu N. „Motivation and stimulation of civil servants – participants in project activities“. Vestnik Universiteta, Nr. 3 (12.04.2019): 30–37. http://dx.doi.org/10.26425/1816-4277-2019-3-30-37.

Der volle Inhalt der Quelle
Annotation:
An experience of material and non-material stimulation of participants of project activity in executive authorities abroad has been examined. Possibilities of adaptation of methods and tools of material and non-material stimulation in Russia have been established. It has been recommended to increase the quality of formal personnel procedures and to use the criterion of «personal eff ctiveness», when paying for civil servants employed in project management. The obtained results will allow adjusting the current approach to material and non-material incentives for project activity participants in the executive authorities of the Russian Federation.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
9

Lobanova, Tatiana. „The Study of Labor Interests of Young Workers in the Selection and Adaptation of Personnel“. Behavioral Sciences 10, Nr. 1 (31.12.2019): 22. http://dx.doi.org/10.3390/bs10010022.

Der volle Inhalt der Quelle
Annotation:
The issue of actualization of labor interests as a motivational driver and one of the sources of labor productivity has received little study in applied and organizational psychology. The study given in the paper fills some “blanks” of this problem. The leading approach to research is the mechanism of motivation, including the phenomenon of interest in work proposed on the basis of theoretical analysis. Using the methods of a special survey, questioning, and interview guides, the analysis and comparative assessment of the labor interests of 50 candidates for the service manager position (entertainment and restaurant industry field) was conducted, as well as of 45 employees in this industry aged 18 to 25. The main results of the paper show the connection of labor interests with the company’s personnel management system, namely, with the processes of selection, adaptation, and training. It was revealed that the candidates selected for the service manager position were of primary group interest and financial incentive was secondary. At the same time, financial incentive contributed to the successful passage of the adaptation period. Occupational interests of employees depended on their education and job specifics. Career interests were influenced by the time spent with the company. The recommendations necessary for employers to create the conditions corresponding to the leading labor interests of employees were substantiated.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
10

Molchanov, I. N., und A. I. Titov. „IMPROVING THE MANAGEMENT OF PROVIDING PUBLIC SERVICES PROCESS BY FEDERAL SERVICE FOR ACCREDITATION“. Business Strategies, Nr. 11 (30.11.2017): 25–29. http://dx.doi.org/10.17747/2311-7184-2017-11-25-29.

Der volle Inhalt der Quelle
Annotation:
The article considers the ways of improving the management of providing public services process by Federal service for accreditation. Based on the analysis factors affecting the quality of government services are revealed: increased burden on the staff of the accreditation department, the "flow" of personnel, insufficient informatization of work on providing public services. These problems can be solved by expanding the functions and modernizing the structure of Federal state information system of Federal service for accreditation (FGIS of the Federal service for accreditation), the process of selection, adaptation and motivation of personnel improvement, auditing of working conditions, redistribution of the workload between the central body and territorial administrations of this organization.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
Mehr Quellen

Dissertationen zum Thema "ADAPTATION AND MOTIVATION OF PERSONNEL"

1

Stepanyan, Anna. „Personnel motivation in multinational companies : standardization and adaptation“. Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-34842.

Der volle Inhalt der Quelle
Annotation:
With the increasing emergence of multinational companies and the increased popularity of these companies, the question of the organization of their activities becomes interesting for the HR community worldwide. These companies are renowned for deliberate management structure of human resources and their effective use. For effective use of employees’ skills and knowledge the company has to constantly motivate them by intrinsic and extrinsic motivational tools. Motivational tools which use a company may be different depending on specific features of the country that the office is located. The purpose of this research is the study of how multinational companies organize the motivational system in different countries taking into account cultural characteristics and needs of the personnel in the offices of a particular country. On the basis of data derived from interviews with 12 representatives of 6 companies (4 of them Swedish companies, Oriflame, SCA, Volvo, IKEA, and two American companies, IBM and Deloitte, that have representative offices in Sweden and in Russia) it was revealed that modern multinational companies use similar motivational tools that partly standardized to keep the specifics of the company, and partly adapted to the local requirements.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
2

Lafforet, Caroline Laure. „Adaptation au changement, remaniements identitaires et reconnaissance au travail : le cas des employés d'entreprises en fusion-acquisition“. Paris 5, 2006. http://www.theses.fr/2006PA05H045.

Der volle Inhalt der Quelle
Annotation:
Cette thèse visait à identifier les facteurs favorisant l’adaptation des individus aux fusions-acquisitions sur le plan identitaire, attitudinal et émotionnel. La première étude, basée sur les narrations de 29 employés au sujet de leurs parcours professionnels et de la fusion-acquisition qu’ils étaient en train de vivre, a révélé quatre types de discours sur les fusions et acquisitions d’entreprises : « individualiste ». « professionnel », « organisationnel » et « sociétal ». La seconde étude, qui s’appuie sur 50 IMIS (Zavalloni & Louis-Guérin. 1984). Montre que les identifications organisationnelles et les représentations des membres des organisations rapprochées dépendent du stade du processus de rapprochement et de la reconnaissance perçue au travail. La troisième étude par questionnaire auprès de 296 employés d’organisations fusionnées a conduit au développement d’un modèle explicatif du succès de ces opérations en termes de satisfaction au travail et d’implication organisationnelle. Ces trois études soulignent le rôle primordial de la reconnaissance perçue au travail dans l’adaptation au changement des employés d’entreprises en fusion-acquisition
The present work aimed at identifying the factors that foster the identity, attitudinal and emotional adaptation of individuals to mergers and acquisitions. The first study,based on the narratives of 29 employees on their career and perceptions of the merger they were experiencing, revealed four types of discourse : “individualistic”, “professional”, “organisational” and “global”. The second study, which is based on 50 MSII (Zavalloni & Louis-Guérin, 1984), shows that organisational identifications and representations of members of merged companies depend on the period of the integration process and the perceived recognition at work. The third questionnaire survey among 296 employees of merged companies led to the development of a causal model that explains the success of mergers and acquisitions in terms of job satisfaction and organisational commitment. Those three studies underline the essential role of perceived recognition at work in the adaptation to change of employees faced to mergers and acquisitions
APA, Harvard, Vancouver, ISO und andere Zitierweisen
3

Матафонова, А. Н., und A. N. Matafonova. „Диагностика и анализ социально-психологических проблем (на примере АО «УМБР») : магистерская диссертация“. Master's thesis, б. и, 2021. http://hdl.handle.net/10995/99994.

Der volle Inhalt der Quelle
Annotation:
Объектом социально-психологические проблемы организации (на примере АО «УМБР»). Предметом исследования стали: социально-психологический климат, ролевое поведение и адаптация персонала, мотивационная сфера персонала. Магистерская диссертация состоит из введения, двух глав, заключения, списка литературы (68 источников) и приложений, включающих в себя бланки применявшихся методик. Объем магистерской диссертации 94 страницы, на которых размещены 10 таблиц. Во введении раскрывается актуальность проблемы исследования, ставятся цель и задачи исследования, определяются объект и предмет исследования, формулируется гипотеза, указываются методы и эмпирическая база, а также этапы проведения исследования, теоретическая и практическая значимость работы. Первая глава включает в себя обзор литературы по теме социально-психологические проблемы организации. Представлены разделы, посвященные социально-психологическому климату, ролевому поведению и адаптации персонала, мотивационная сфера персонала. Вторая глава посвящена эмпирической части исследования. В ней представлено описание организации и методов проведенного исследования и результатов, полученных по всем использованным методикам: aнкета «какой степени Вы удовлетворены следующими аспектами своей работы?» для сотрудников АО «УМБР» (анкета анонимная); «Социально–психологический климат коллектива» Б.Д. Парыгина; «Роли в команде» P.M. Белбина; «Диагностика личности на мотивацию достижения к успеху и мотивацию к избеганию неудач» Т. Элерса; диагностика «360 градусов». Также в главе представлен корреляционный анализ результатов исследования. Выводы по главе 2 включают в себя основные результаты эмпирического исследования. В заключении в обобщенном виде изложены результаты теоретической и эмпирической частей работы, а также выводы по выдвинутым гипотезам, обоснована практическая значимость исследования и описаны возможные перспективы дальнейшей разработки данной проблематики.
The object of the study is the socio-psychological problems of the organization (on the example of JSC "UMBR"). The subject of the study was: the socio-psychological climate, role behavior and adaptation of personnel, the motivational sphere of personnel. The master's thesis consists of an introduction, two chapters, a conclusion, a list of references (68 sources) and appendices, including forms of the applied methods. The volume of the master's thesis is 94 pages, on which 10 tables are placed. The introduction reveals the relevance of the research problem, sets the goal and objectives of the research, defines the object and subject of the research, formulates a hypothesis, specifies the methods and empirical base, as well as the stages of the research, the theoretical and practical significance of the work. The first chapter includes a review of the literature on the topic of socio-psychological problems of the organization. The sections devoted to the socio-psychological climate, role behavior and adaptation of personnel, motivational sphere of personnel are presented. The second chapter is devoted to the empirical part of the study. It describes the organization and methods of the study and the results obtained from all the methods used: the questionnaire "to what extent are you satisfied with the following aspects of your work?» for employees of JSC "UMBR" (anonymous questionnaire); "Social and psychological climate of the team" by B. D. Parygin; "Roles in the team" by P. M. Belbin; "Personality diagnostics on the motivation to achieve success and motivation to avoid failure" by T. Ehlers; diagnostics "360 degrees". The chapter also presents a correlation analysis of the results of the study. The conclusions of chapter 2 include the main results of the empirical study. In conclusion, the results of the theoretical and empirical parts of the work, as well as conclusions on the hypotheses put forward, are summarized, the practical significance of the study is justified and possible prospects for further development of this problem are described.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
4

Soliveres, Anne-Victoria. „Le salarié dans la compétition“. Thesis, Paris 2, 2018. http://www.theses.fr/2018PA020032.

Der volle Inhalt der Quelle
Annotation:
La compétition et la compétitivité ne doivent pas être exclusivement étudiées sous l’angle de l’entreprise. A l’instar de la matière économique, le droit du travail a su s’en emparer afin d’instaurer un cadre régulateur et protecteur pour les salariés. Son intervention n’est toutefois pas uniforme et s’adapte aux compétitions rencontrées. La première s’organise en amont de la conclusion du contrat de travail et oppose des demandeurs d’emploi. Elle est marquée par un déséquilibre et une inégalité manifestes que le droit du travail cherche à atténuer. Dans la seconde compétition, se rencontrent des entreprises souhaitant préserver et dynamiser leur compétitivité. Toutefois, les droits des salariés ne doivent pas être sacrifiés sur l’autel de la performance. Une intervention du droit du travail est là encore exigée. Ainsi, dans chacune de ces compétitions, des garde-fous sont érigés permettant d’offrir aux salariés, actuels ou en devenir, des garanties appropriées
Competition and competitiveness should not be exclusively reviewed through the prism of companies. In the manner of economic matter, labour law was able to seize these notions, in order to establish a protective regulatory framework of the employees’ interests. Nonetheless, its intervention is not unvarying, and manages to adapt itself to the encountered competitions. Firstly, it can be found before the conclusion of the contract of employment, and brings into opposition job seekers against one another. It is marked by a disequilibrium and a patent inequality which labour law seeks to level. In the second type of competition, companies wishing to preserve and uplift their competitiveness meet. However, employees’ rights ought not to be sacrificed on the altar of performance. There again, an intervention of labour law is required. Thus, in each of those competitions, legal safeguards are erected, permitting the access for current or soon-to-be employed workers, to suitable guarantees
APA, Harvard, Vancouver, ISO und andere Zitierweisen
5

Farastier, Dominique-Armelle. „Gestion des ressources humaines et adaptation de l'entreprise : le cas d'un secteur à haute technologie“. Grenoble 2, 1991. http://www.theses.fr/1991GRE21024.

Der volle Inhalt der Quelle
Annotation:
Aujourd'hui, face a un environnement de plus en plus turbulent, le developpement d'une capacite d'adaptation permanente, entendue comme l'expression d'un potentiel propre a l'entreprise, s'impose comme le gage d'une competitivite durable. Dans ce cadre, quel role particulier joue le facteur humain? parfois vecu comme un frein au changement, l'homme, par ses competences et son comportement au sein de l'organisation, peut-il devenir l'un des pivots de la strategie d'adaptation de l'entreprise? si oui, comment l'entreprise peut-elle optimiser cette contribution du facteur humain au developpement de sa capacite d'adaptation? quels sont les moyens d'action concrets dont elle dispose, en termes de pratiques de gestion des ressources humaines a mettre en oeuvre? apres que les composantes humaines de la capacite d'adaptation de l'entreprise aient ete definies (approche systemique de l'entreprise adaptative), une etude de terrain a ete realisee dans le secteur de l'electronique et de l'informatique. Cette etude a permis de mettre en evidence des comportements differencies des entreprises. Des facteurs de contingence lies a l'environnement et aux caracteristiques internes de l'entreprise ont pu etre degages
Today, faced with an increasingly turbulent environment, the development of a continuous adaptation capacity, as the expression of a firm's potential, will guarantee the firm's success for lasting competitiveness. In this context, what is the role of the human factor ? sometimes seen as a restriction to change, could a person become a pivotal factor in the firm's strategy adaptation through his skill and behaviour? if so, how could the firm optimize the human contribution in the development of its adaptation capacity? what would be its real means of action in terms of human resource management policies to be implemented? once the human role in a firm's adaptation has been defined (we use a systemic analysis of adaptative firm); a survey has been made in the electronics and data-processing sector. This survey has brought to the fore differentiated company behaviours. Environmental and firm contingency factors have emerged
APA, Harvard, Vancouver, ISO und andere Zitierweisen
6

Cerdin, Jean-Luc. „Mobilité internationale des cadres : adaptation et décision d'expatriation“. Toulouse 1, 1996. http://www.theses.fr/1996TOU10053.

Der volle Inhalt der Quelle
Annotation:
L'adaptation internationale des expatriés est au centre de cette recherche. Son étude s'appuie sur le modèle théorique élaboré par Black, Mendenhall et Oddou (1991). Les déterminants de l'adaptation proposés par les auteurs sont complétés ici par d'autres facteurs propres à la décision des expatriés envers la mobilité internationale. Des cadres français (n = 293) expatriés dans 44 pays ont complété un questionnaire dont les réponses ont permis de tester les hypothèses contenues dans le modèle théorique présenté dans cette recherche. Une dizaine d'organisations ont collaboré à cette dernière. Les résultats indiquent que chacune des trois facettes de l'adaptation, i. E. L'adaptation générale, l'adaptation à l'interaction et l'adaptation au travail, malgré des éléments communs, est expliquée par des facteurs distincts. Les trois formes d'adaptation sont bien influencées par des facteurs qui réduisent l'incertitude inhérente à une expatriation. Mais l'adaptation, et particulièrement l'adaptation à l'interaction, semble dépendre également de la volonté des cadres à s'adapter. Enfin, la nature de la décision des cadres a surtout une influence sur l'adaptation au travail. Les conclusions de cette recherche, finalement, peuvent aider à la mise en œuvre de meilleures politiques de recrutement et de formation des expatriés potentiels
The core of this research is the international adjustment of expatriates. The model of international adjustment designed by Black, Mendenhall and Oddou (1991) guides this research. The determinants of adjustment brought into focus by the authors are complemented in this work by other factors related to managers' decision as regards international mobility. French expatriates (n=293) placed in 44 countries filled in a questionnaire. Their responses enabled the testing of the hypotheses implicit in the theoretical model presented in this research here. The questionnaires were dispatched to expatriates thanks to the collaboration of about ten organisations. The results indicate that each of the three adjustment facets, i. E. General adjustment, interaction adjustment and work adjustment, despite common elements, is explained mainly by unique factors. Uncertainty theory is relevant to all facets. Adjustment, and particularly interaction adjustment, seems to hinge as well on managers' motivation to integrate. Lastly, the actual managers’ decision has an influence, especially on work adjustment. The conclusions of this research may be useful for the implementation of better recruitment of and training policies for potential expatriates
APA, Harvard, Vancouver, ISO und andere Zitierweisen
7

Scheer, Stéphane. „Les outils de la motivation en entreprise“. Strasbourg 1, 1991. http://www.theses.fr/1991STR15052.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
8

Tremblay, Michel. „Plafonnement de carrière et attitudes au travail des cadres : une étude empirique des déterminants du plafonnement de carrière et de ses effets sur les attitudes au travail des cadres québécois“. Aix-Marseille 3, 1990. http://www.theses.fr/1990AIX32026.

Der volle Inhalt der Quelle
Annotation:
Cette presente recherche vise a etudier et a tester un modele de plafonnement de carriere. Trois formes de plafonnement de carriere ont ete etudiees : le plafonnement subjectif, le plafonnement objectif et le plafonnement mixte ou integre. Par ailleurs, trois groupes de predicteurs de plafonnement de carreire ont ete explores : les contraintes individuelles et familiales (l'age, l'anciennete, la charge familiale du conjoint-e), le desir de progresser (aspirations) et la capacite de progression (la scolarite, le succes anterieur, le rendement, et le type de poste occupe). Cette etude verifie aussi l'influence du plafonnement sur les attitudes au travail. Pour ce faire, une enquete par questionnaire a ete realisee aupres de 3067 cadres repartis dans plus de 44 etablissements ou associations distinctes, representatn trois branches majeures de l'economie du quebec. Les resultats montrent que la distinction entre le plafonnement subjectif et le plafonnement objectif est fondamentale. En second lieu, il existe des differences marquees entre les repondants des divers stades de plafonnement de carriere. En troisieme lieu, les determinants du plafonnement expliquent pres de 30 % des variations du plateau objectif. Finalement, les attitudes au travail seraient plutot influences par le plafonnement subjectif
This thesis aims at studying managers career plateau. Three career plateau forms were surveyed : the subjective plateau, the objective plateau and the mixed one. Three predictor groups were considered : individual and familial barriers (age, seniority, family load, spouse's situation), propension to go ahead (aspirations) and ability to suceed (scholarship, past succes, performance and kind of occupation). This study test also plateau's influence on work attitude. We conducted survey among 3067 managers, spread through 44 business units and associations, covering three major sector of the economy in province of quebec. Results make clear there is a difference between subjective and objective plateau, as well as there are main differences between respondents, depending which plateau stage they are in. The determinants explain about 30% of objective of plateau's variation. Finally, work attitudes are affected rather by subjective plateau than the objective one
APA, Harvard, Vancouver, ISO und andere Zitierweisen
9

Brasseur, Martine. „Motivation à l'emploi et accord préalable“. Paris 4, 1990. http://www.theses.fr/1991PA040008.

Der volle Inhalt der Quelle
Annotation:
La motivation au travail est fonction d'un accord individuel préalable sur les modalités et les finalités de l'emploi. Rentrant dans le champ de la psychosociologie,cette thèse définit le concept d'emploi comme une des relations d'échange,que chaque individu établit avec son environnement socio-économique,tandis que la problématique de sa motivation indissociable de son objet,ici le travail,se focalise sur sa capacité à diffuser certains signaux indiquant qu'une relation d'échange bilatéralement satisfaisante a été instaurée avec un employeur. L'accord individuel préalable conditionne la maîtrise de la situation d'emploi,posée comme un système d'échange. Sans en être le seul vecteur,il prend une fonction de socialisation et passe par un échange sur la relation d'échange,c'est-à-dire qu'il est la résultante d'une méta-communication
Motivation to work is conditional upon a previously established individual agreement relating to the conditions and objectives of the employment. .
APA, Harvard, Vancouver, ISO und andere Zitierweisen
10

Ispas, Dan. „The Role of Rater Motivation in Personnel Selection Validation Studies“. Scholar Commons, 2010. http://scholarcommons.usf.edu/etd/3473.

Der volle Inhalt der Quelle
Annotation:
Personnel selection validation studies are routinely conducted in contemporary organizations for selecting and placing employees. Although numerous studies have been conducted with the goal of identifying new predictors, less research was focused on the criterion side. In the current paper, across three studies and five samples, I examined the role played by rater motivation in validation studies. I proposed that rater motivation would impact criterion-related validity of various predictors, the reliability, and the variance of performance ratings. In Study 1, these hypotheses were tested in two samples with varied operationalizations of predictors and of rater motivation. In Study 2, I developed and tested a theoretically based brief intervention designed to increase rater motivation. Study 3 examined directly the link between rater motivation and accuracy. The results suggest that rater motivation is important and should be considered in validation studies. Rater motivation impacted the criterion related validity of the predictors and the reliability of the ratings. Also, motivated raters showed higher convergence between subjective and objective ratings. The intervention resulted in increased response rates and more reliable ratings. Strengths, limitations and directions for future research are discussed.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
Mehr Quellen

Bücher zum Thema "ADAPTATION AND MOTIVATION OF PERSONNEL"

1

Mineva, Oksana, Elena Gadzhieva, Diana Smirnova und Svetlana Arutyunyan. Management of social adaptation and motivation to the development of modern society. ru: INFRA-M Academic Publishing LLC., 2020. http://dx.doi.org/10.12737/1002556.

Der volle Inhalt der Quelle
Annotation:
The textbook is a systematic exposition of the issues associated with the management of social adaptation and motivation to the development of modern society. Discusses the current problems of adaptation for socially excluded segments of the population (migrants, persons living with HIV and their families, the disabled, families of prisoners and individuals released from places of imprisonment, etc.), the role of civil society, business and ordinary citizens in the process of socialization. Meets the requirements of Federal state educational standards of higher education of the last generation. For graduate students enrolled in the direction of preparation "personnel Management", faculty and graduate students of economic universities, students of retraining and advanced training of specialists and executives as well as entrepreneurs.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
2

Klyuchevskaya, Irina. Personnel management of a hotel company. ru: INFRA-M Academic Publishing LLC., 2021. http://dx.doi.org/10.12737/1077352.

Der volle Inhalt der Quelle
Annotation:
The textbook examines in detail the essence of the personnel management of a hotel company; the specifics of the personnel policy in the field of hospitality; the strategies of hotel companies in the field of recruitment, training, adaptation, building a business career, motivation and release of staff. Innovative strategies in the field of training of personnel of hotel enterprises are considered, recommendations for reducing the level of conflicts and stress among hotel employees are proposed. At the end of each chapter, there are tasks and questions that allow you to consolidate the theoretical material in practice. Meets the requirements of the federal state educational standards of higher and secondary vocational education of the latest generation. For students of educational organizations of higher education, studying in the areas of training 43.03.03 "Hotel business" and 43.03.02 "Tourism" (bachelor's level), and students of professional educational organizations, studying in the specialty 43.02.11 "Hotel service". It can be used for training students of organizations of additional professional education, students of both full-time and distance learning forms. Individual chapters can be useful for college students.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
3

Motivation, projet personnel, apprentissages. Paris: ESF, 1993.

Den vollen Inhalt der Quelle finden
APA, Harvard, Vancouver, ISO und andere Zitierweisen
4

The manager's motivation desk book. New York: Wiley, 1985.

Den vollen Inhalt der Quelle finden
APA, Harvard, Vancouver, ISO und andere Zitierweisen
5

Hagemann, Gisela. The motivation manual. Aldershot: Gower, 1993.

Den vollen Inhalt der Quelle finden
APA, Harvard, Vancouver, ISO und andere Zitierweisen
6

M, Bowles Sheldon, Hrsg. Gung ho! New York: Morrow, 1998.

Den vollen Inhalt der Quelle finden
APA, Harvard, Vancouver, ISO und andere Zitierweisen
7

Nyagura, L. M. Strategies to improve motivation among education personnel. Highlands, Harare, Zimbabwe: UNESCO Sub-Regional Office for Southern Africa, 1997.

Den vollen Inhalt der Quelle finden
APA, Harvard, Vancouver, ISO und andere Zitierweisen
8

College, Open, und University of Oxford. Delegacy of Local Examinations., Hrsg. Motivation & skills development. Manchester: Open College, 1995.

Den vollen Inhalt der Quelle finden
APA, Harvard, Vancouver, ISO und andere Zitierweisen
9

Yves, Emery, und Nankobogo François, Hrsg. Motiver aujourd'hui: Facteur-clé de succès en période de mutation. Paris: Éditions d'Organisation, 1986.

Den vollen Inhalt der Quelle finden
APA, Harvard, Vancouver, ISO und andere Zitierweisen
10

Twyla, Dell, Hrsg. How to motivate people. London: Kogan Page, 1989.

Den vollen Inhalt der Quelle finden
APA, Harvard, Vancouver, ISO und andere Zitierweisen
Mehr Quellen

Buchteile zum Thema "ADAPTATION AND MOTIVATION OF PERSONNEL"

1

Battaglio, R. Paul. „Public Service Reform and Motivation“. In Public Personnel Management, 150–64. Sixth edition. | New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315527055-11.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
2

Radyukova, Yana Y., Elena A. Kolesnichenko, Valentina V. Smagina, Tatyana M. Kozhevnikova und Nikolay N. Pakhomov. „Improvement of the Personnel Adaptation System“. In Lecture Notes in Networks and Systems, 1073–86. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-15160-7_108.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
3

Kalliokoski, Jyrki. „Empathy as motivation for style shifting in narrative“. In Levels of Linguistic Adaptation, 147. Amsterdam: John Benjamins Publishing Company, 1991. http://dx.doi.org/10.1075/pbns.6.2.08kal.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
4

Dzhulai, O. A., O. G. Savchenko und D. N. Savinskaya. „“Digital Trade Union” in the Personnel Motivation System“. In Digital Economy and the New Labor Market: Jobs, Competences and Innovative HR Technologies, 170–74. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60926-9_23.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
5

Rubenfeld, Sara, und Richard Clément. „5. Identity, Adaptation and Social Harmony: A Legacy of the Socio-Educational Model“. In Contemporary Language Motivation Theory, herausgegeben von Ali H. Al-Hoorie und Peter D. MacIntyre, 109–29. Bristol, Blue Ridge Summit: Multilingual Matters, 2019. http://dx.doi.org/10.21832/9781788925204-010.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
6

Rubenfeld, Sara, und Richard Clément. „5. Identity, Adaptation and Social Harmony: A Legacy of the Socio-Educational Model“. In Contemporary Language Motivation Theory, herausgegeben von Ali H. Al-Hoorie und Peter D. MacIntyre, 109–29. Bristol, Blue Ridge Summit: Multilingual Matters, 2019. http://dx.doi.org/10.21832/9781788925211-010.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
7

Shute, Valerie, Fengfeng Ke und Lubin Wang. „Assessment and Adaptation in Games“. In Instructional Techniques to Facilitate Learning and Motivation of Serious Games, 59–78. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-39298-1_4.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
8

Predeus, N. V., N. A. Baryshnikova und A. L. Altukhov. „Algorithm of Development of Motivation System of Industrial Enterprise Personnel“. In Smart Technologies and Innovations in Design for Control of Technological Processes and Objects: Economy and Production, 307–15. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-15577-3_30.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
9

Gutchess, Angela, und Gregory R. Samanez-Larkin. „Social function and motivation in the aging brain.“ In The aging brain: Functional adaptation across adulthood., 165–84. Washington: American Psychological Association, 2019. http://dx.doi.org/10.1037/0000143-007.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
10

Jex, Steve M., Jason Kain und YoungAh Park. „Situational factors and resilience: Facilitating adaptation to military stressors.“ In Building psychological resilience in military personnel: Theory and practice., 67–84. Washington: American Psychological Association, 2013. http://dx.doi.org/10.1037/14190-004.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen

Konferenzberichte zum Thema "ADAPTATION AND MOTIVATION OF PERSONNEL"

1

Fomina, E. A., V. A. Solomonov und D. V. Solomonov. „Construction of the psychological typology of subjects in the conditions of adaptation to the change of types of professional activity“. In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.682.693.

Der volle Inhalt der Quelle
Annotation:
The article considers the results of an empirical study of the characteristics of the adaptation of subjects to a situation of a change in the type of professional activity. The respondents were students of the postgraduate programs (qualification master) and undergraduate programs (qualification bachelor), students of the professional retraining program, employment service clients. Adaptation is considered as a permanently running process, which has its own dynamics, substantial and other features. With the help of the construction of neural network models, it was found that in the process of adapting to the situation of changing types of professional activity, people show general individual and personal properties. Its made it possible to identify five psychological types of subjects that have different opportunities for successful adaptation to new conditions of activity.Successful adaptation to a situation of changing professional activity is more likely for psychological types that have resistance to difficulties, a developed regulatory sphere, and labor motivation for achievements. It determined that in relation to the representatives of different psychological types require different methods of psychological, social, tutor support during their preparation for the change of the type of professional activity. The results can be demanded in the practice of employment services, personnel services of enterprises, in the educational process for the training of specialists.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
2

Lomova, Daria Nikolaevna. „Psychological Safety of Educational Environment as a Condition of an Adaptation of Schoolchildren to the Middle Level of Education“. In International Research-to-practice conference, chair Arina Viacheslavovna Karandeeva. Publishing house Sreda, 2020. http://dx.doi.org/10.31483/r-96626.

Der volle Inhalt der Quelle
Annotation:
Elementary-school age is characterized by the involvement of a child in educational activity. The elementary school child must have a sustainable positive motivation, which includes educational, cognitive, social and personal components to study effectively. Its forming and progress depend on many factors, one of them is a psychologically safe educational environment, which also includes a lot of aspects. The influence of the educational process on the student's educational motivation is considered.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
3

Bejenari, Ludmila. „Interaction Psychopedagogical assistance service - family: up-to-date strategies of collaboration in the Pandemic period“. In Condiții pedagogice de optimizare a învățării în post criză pandemică prin prisma dezvoltării gândirii științifice. "Ion Creanga" State Pedagogical University, 2021. http://dx.doi.org/10.46728/c.18-06-2021.p281-284.

Der volle Inhalt der Quelle
Annotation:
The interaction of family and school is a process of joint activities to agree on the objectives, forms, and methods of family and school education. The value base of such an interaction is the creation of conditions for the achievement of the child, his personal growth, the formation of motivation for learning, maintaining physical and mental health, and social adaptation. Also, the cooperation between family and school aims to harmonize the relationship between teachers, students, and parents, timely identification of family problems, and effective social, pedagogical, and psychological support of the family, increasing parental responsibility for raising and developing children.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
4

Sadykova, F. U. „Analysis of the personnel motivation system“. In Наука России: Цели и задачи. LJournal, 2019. http://dx.doi.org/10.18411/sr-10-04-2019-10.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
5

Dinukova, Olesya Anatolievna. „LABOR MOTIVATION AND STIMULATION OF PERSONNEL“. In Russian science: actual researches and developments. Samara State University of Economics, 2020. http://dx.doi.org/10.46554/russian.science-2020.03-1-152/155.

Der volle Inhalt der Quelle
Annotation:
The article considers the concepts of motivation and stimulation of personnel, defines their relationship, defines the functions of labor stimulation, analyzes material and non-material methods of labor stimulation, and identifies the increasing role of labor stimulation in connection with changes in the content of labor.
APA, Harvard, Vancouver, ISO und andere Zitierweisen
6

„ANALYSIS OF PERSONNEL ADAPTATION COSTS“. In Russian science: actual researches and developments. Samara State University of Economics, 2020. http://dx.doi.org/10.46554/russian.science-2020.03-2-32/34.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
7

Drozdov, Iurii Evgenevich. „Motivation as a Means of Personnel Management“. In All-Russian scientific and practical conference with international participation. Publishing house Sreda, 2021. http://dx.doi.org/10.31483/r-99207.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
8

Neskhodimova, A. S., und I. I. Saenko. „Personnel motivation is the key to business success“. In ТЕНДЕНЦИИ РАЗВИТИЯ НАУКИ И ОБРАЗОВАНИЯ. НИЦ «Л-Журнал», 2018. http://dx.doi.org/10.18411/lj-12-2018-38.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
9

Teslenko, Irina. „PECULIARITIES OF MOTIVATION OF PERSONNEL ON POST-VOLTAGE SPACE“. In 5th SGEM International Multidisciplinary Scientific Conferences on SOCIAL SCIENCES and ARTS SGEM2018. STEF92 Technology, 2018. http://dx.doi.org/10.5593/sgemsocial2018/1.5/s05.096.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
10

Shirahada, Kunio, und Kiyoshi Niwa. „Future-Focused Motivation Management for R&D Personnel“. In 2006 Technology Management for the Global Future - PICMET 2006 Conference. IEEE, 2006. http://dx.doi.org/10.1109/picmet.2006.296677.

Der volle Inhalt der Quelle
APA, Harvard, Vancouver, ISO und andere Zitierweisen
Die Auswahlen zum Thema "ADAPTATION AND MOTIVATION OF PERSONNEL" für konkrete Quellenarten können Sie auch interessieren:
Zeitschriftenartikel Dissertationen Bücher
Wir bieten Rabatte auf alle Premium-Pläne für Autoren, deren Werke in thematische Literatursammlungen aufgenommen wurden. Kontaktieren Sie uns, um einen einzigartigen Promo-Code zu erhalten!

Zur Bibliographie