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Skandalis, Ioannis. "Balancing employer and employee iterests : legitimate expectations and proportionality under the Acquired Rights Directive." Thesis, University of Oxford, 2013. http://ora.ox.ac.uk/objects/uuid:a081fee6-ba74-42dc-a894-2e23a9e0a210.
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This thesis analyses the aims and objectives of the EU Acquired Rights Directive (ARD) in the context of the larger evolution of EU labour law itself. The thesis presents the overall goal of the ARD as that of striking an appropriate balance between the employer’s prerogative to transfer the business and the employee’s interest in not having the security of the job unduly threatened by such transfers. Given the current complexity and incoherence of the law regulating economic dismissals in the context of transfers, the central argument of the thesis is that there is a need for a clearer conceptual framework for defining and understanding the rights and obligations in the Acquired Rights Directive (ARD). It is suggested that the principles of legitimate expectations and proportionality are ideally adapted to play this role. In analyzing the teleology of the ARD based on these principles, this study not only assists in understanding and explaining the ARD itself, but also has wider implications for understanding the challenges facing European social policy in the field of employment protection. In its attempts to reconcile fundamental economic freedoms of employers on the one hand, and fundamental rights of employees on the other, the Court of Justice has frequently relied upon the proportionality principle to achieve a ‘fair balance’ between both parties. Following the interpretations of ‘proportionality’ in Viking and Laval, there is admittedly a fear that the proportionality balancing is likely to accord an almost absolute priority to the employers’ economic freedoms. The thesis is cognizant of this danger, and therefore advocates a ‘symmetrical’ approach to balancing. In this way the thesis offers some insight into the potential for the ARD to remain continuously effective in times of economic crisis. The study therefore finds reason to be optimistic about the prospects for the ARD and other standard-setting directives in the future of social Europe.
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Reyneke, Annerie. "Expectations on the use of Facebook for employee engagement / Annerie Reyneke." Thesis, North-West University, 2013. http://hdl.handle.net/10394/10007.
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In order to engage employees effectively, organisations need to practice two-way
communication within a symmetrical worldview. This will encourage employees to feel valued,
to participate in decision-making and contribute to obtaining organisational goals. Practising
two-way communication will help to build stronger relationships between employees and
managers, leading to increased employee engagement. Thus, the better the communication
between managers and employees, the more engaged employees will be. Furthermore, the
selection of communication channels can impact on the success of the message that is sent.
Research has shown that if the inappropriate communication channel is selected when
communicating with employees, the message might not be effectively received and
understood. New technology, specifically Facebook can be introduced to provide an open and
transparent channel for communication. Facebook can also facilitate two-way communication,
which can lead to increased employee engagement.
The literature study conducted informed the interview schedules that were developed and used
to conduct semi-structured interviews with managers and focus group interviews with
employees within two organisations in the South African financial sector. This was done in
order to understand their expectations regarding the use of Facebook as an internal
communication channel to enhance employee engagement.
In terms of the conclusions derived from the empirical research, it seems evident that
Facebook could be used as an additional internal communication channel to enhance
employee engagement. Trust remains a very important factor in that managers should trust
employees to use the channel in an ethical manner and employees should trust the
organisation and its managers that they may voice their opinion freely, without the fear of
victimisation. Facebook can be used to promote engagement on a social level to build
relationships inside the organisation.
However, managers and employees can together create a contract of understanding that will
form the outline for a policy that will govern the use of Facebook. The parties involved can then
negotiate the terms of this contract of understanding to ensure that all expectations regarding
the use Facebook are met.MA (Communication Studies), North-West University, Potchefstroom Campus, 2013
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Lee, Kuan-Fang. "Organisational commitment : employer expectations in the context of Taiwanese organisations." Thesis, Sheffield Hallam University, 2011. http://shura.shu.ac.uk/19948/.
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The research deals with an alternative view to understanding organisational commitment within the context of Taiwanese organizations, namely organisational demand-side commitment (ODC). ODC is based on an organisational perspective, which renders this study quite distinct from the prior traditional studies. The overarching research aim that guided this study was, "Does an organisation require different degrees of commitment from its employees, and does it have different expectations from its individual employees according to their different position characteristics?" The exploration of the dynamic relationships, that exist between the commitment expected by the organisation and the commitment freely given by its employees, was based upon 40 in-depth interviews with senior HR managers, line managers and workers in Taiwan-based firms. This formed the basis for an exploratory study to develop a theoretical model of ODC. Subsequently, quantitative analytical methods were employed to test the resulting hypotheses. With the uniqueness of ODC as a concept and an analytical tool, data were collected from 1,380 individuals employed in 60 Taiwan-based firms. Principal Component Analysis (PCA) and regression analysis were used to analyse and interpret the data. The results found a significant positive correlation between ODC and the position characteristics of Demand-Side Commitment: authority, complexity and exclusivity of skills. Through the PCA, two sub-dependent variables 'identity' and 'turnover' were extracted, with the former acting as a stronger predictor of ODC than the latter. It was shown that the finding could draw both employers and employees to enhance mutual identity with each other to secure the desired balance between expectation and achievement. The contribution of this thesis to the study of organisational commitment is that the framework presented in this study focuses on the organisational demand-side commitment, which not only rests principally on the development of the linkage from employer to employee, but also forms the basis to conduct further research on this two-way linkage in the future.
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Mouton, Hugo. "Effectiveness of employer branding on staff retention and compensation expectations." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/64891.
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This research shows that employer branding could be used to retain employees and reduce compensation levels, whilst providing a practical model to execute a successful employer branding strategy. Employer branding was defined as a set of tangible and intangible benefits offered by an organisation to attract and retain employees from a targeted audience. A quantitative study was performed and data was collected by means of an electronic questionnaire, which was distributed to employees of five South African insurers. Analysis of variance tests, correlation tests and a t-test were used to test the hypotheses.
The study showed that employer branding increases staff retention, which could provide a competitive edge for businesses. An excellent employer brand can reduce the compensation expectations of employees, increasing the overall financial performance of a company. The study also showed that age, education level and employment duration have an impact on employer branding, findings which could assist organisations to define their target group. Lastly, employer branding efforts by organisations are recognised by their employees, providing evidence to support the cost of an employer branding strategy.
A practical model, the employer branding control cycle (EBCC), was developed to assist organisations to successfully execute an employer branding strategy. This model considers the design, implementation and monitoring phases of such a strategy.Mini Dissertation (MBA)--University of Pretoria, 2017.
nk2018
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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De, Jager Hermina Catharina. "Employer expectations and prospective employee realities : a model to address the need for employable skills / by H.C. de Jager." Thesis, North-West University, 2004. http://hdl.handle.net/10394/2377.
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Kennan, Mary Anne, Patricia Willard, and Concepción S. Wilson. "What do they want? A study of changing employer expectations of information professionals." Australian Library and Information Association, 2006. http://hdl.handle.net/10150/105939.
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This paper reports the findings of an exploratory study of position vacant announcements appropriate for library and information studies (LIS) graduates appearing in the Sydney Morning Herald over a four week period in each of the following years: 2004, 1994, 1984 and 1974. The period studied witnessed change-demanding developments in information technologies as well as changes in workplace conditions and client expectations. The study collected data on the demands of employers as expressed through job advertisements that included data on work status (full-time, part-time, contract, casual), qualifications and the experience required of the information professional at the selected timeslots. To investigate similarities and differences between periods a content analysis and co-word analysis of the job advertisements was undertaken. The ads indicated a movement from simple advertisements in 1974 inviting applications for reference or technical services librarians, to complex and specialised positions being advertised in 2004 where the most called for attributes were interpersonal skills and behavioural characteristics.
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LaPrince, Shelly L. "A qualitative exploration of management education| Business school offerings in comparison to employer expectations." Thesis, Capella University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3568149.
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The exploratory qualitative research study explored management education business school offerings in comparison to employer expectations. Through the lens of alumni and human-resources personnel participants, the research examined the skills deemed as transferrable to the workplace and competencies that undergraduate-management education alumni lack upon entry into the workplace. This research study used interviewing as the data-collection method to explore the experiences of undergraduate business-school alumni from two universities, which from here on out will be referred to as University A and University B, as well as human-resources personnel from the states where these universities are located. Existing literature relating to the effectiveness of management education programs did not fully address the problem at the undergraduate level. The findings of this study reaffirmed the need for employers, business school administrators, and faculty to increase collaborative efforts to ensure that undergraduate business-school program competencies are aligned with employer expectations.
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Jones, Wittney A. "Health Care Administration Faculty Perceptions on Competency Education, Graduate Preparedness, and Employer Competency Expectations." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1200.
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Health care administration programs have transitioned to using the competency approach to better prepare graduates for workplace success. The responsibility of preparing graduates lies with the program faculty, yet little is known about faculty perceptions of the competency approach. The purpose of this cross-sectional study was to assess the perceptions of graduate-level health care administration faculty about the competency approach, the approach's effect on graduate preparedness, and employer expectations. Adult learning theory and the theory of self-efficacy were used as the theoretical foundations for the study. Faculty demographics related to personal information, workplace/teaching experience, and program information served as the independent variables, while survey item perception ratings were the dependent variables. Nonprobability sampling of graduate-level health care administration faculty (n = 151) was used and data were collected using an online survey developed by the author. Descriptive statistics, independent samples t tests, correlation analyses, and multiple linear regressions were used to examine and describe faculty perceptions. Findings indicated that faculty generally support the use of the competency approach and that it effectively prepares graduates. Teaching in a CAHME-accredited program predicted perceptions about the approach adequately addressing employer expectations (β = .343, p < .05). Issues including need for standardization and use for accreditation versus educational purposes were identified. Social change implications include contributing to professional development efforts for faculty and improving the quality of health care administration graduates and the future leadership of the industry.
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Rosengreen, Kathleen, and n/a. "UNDERSTANDING WORKPLACE EXPECTATIONS: A STUDY OF THE PERCEPTIONS OF PRELINGUALLY DEAF WORKERS AND EMPLOYERS." University of Canberra. Education, 2007. http://erl.canberra.edu.au./public/adt-AUC20090209.162542.
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This study examined the understanding of workplace expectations of a group of deaf workers. Nine males and fifteen females, ranging in ages 18 to 48, all prelingually deaf, and whose preferred mode of communication was Auslan (Australian Sign Language), participated in the study. All had a history of extended periods of unemployment, interspersed with short-term vocational training courses that had not resulted in long-term employment. Ten of the participants were individuals identified as low-functioning deaf (LFD) characterised by their limited communication skills in sign language, English and presence of secondary disabilities.
The purpose of this research was to investigate the extent the deaf participants understood employer expectations and how this knowledge may have impacted their employment success. Each deaf participant completed a 25-item written questionnaire exploring their views about workplace behaviours. A group of 100 employers from the Western Sydney area completed the same survey. The 24 deaf participants were interviewed regarding how they prioritised the items in the questionnaire and were asked to describe their workplace experiences. Subsequently, both data sets were analysed and compared.
The participants were divided into four subgroups based on their employment status: employed/unemployed and functional levels: medium/LFD. Analysis of questionnaire rankings indicated the employed participants? responses showed good understanding of employer expectations. Results for the unemployed participants were divided; the rankings for the medium-functioning unemployed participants were very similar to
the employed participants except in four areas. Predictably, the unemployed participants with LFD demonstrated a much lower understanding of employer expectations.
The qualitative interviews provided further insight into the deaf participants? attitudes towards employment and the importance of meeting employer expectations. Additionally the interview transcripts identified many workplace problems experienced by the deaf participants which contribute to a lack of correspondence. The findings suggest deaf workers? dissatisfaction with their workplace conditions may play a role in their ability to sustain employment. Therefore, meeting employer expectations can be seen as only one of many components of successful employment.
The findings suggest that both deaf workers and employers would benefit from greater understanding of each others? perspectives about the workplace. Seven topics are recommended for inclusion in future curricula. Better understanding of each others? views can support improved workplace relationships, employment retention and satisfaction levels.
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Forde, Patrick J. "Employer expectations for business graduate communication and thinking: an investigation conducted in Singapore and Perth." Thesis, Curtin University, 2000. http://hdl.handle.net/20.500.11937/70.
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In Australia, the employment destinations of new graduates are surveyed annually and descriptions of successful employment have become an indicator of quality within the higher education sector. The expectations that employers hold for graduate generic skills are of interest, therefore, to graduates and the institutions they attended. Communication and thinking are recognised widely as the most important generic skills, however the application of these skills will occur in the workplace where academic skills may not be totally appropriate. In addition, many graduates of Australian institutions; e.g., international students, are likely to be employed by foreign organisations. Therefore, not only is the workplace a very different environment to academia but graduates could be expected to satisfy the expectations of employers working in culturally different environments.This investigation describes the expectations participating Singaporean and Perth employers held for recently graduated business graduates with particular attention given to graduate communication and thinking. The exploratory research used interviews and surveys to assemble contextual descriptions of employer expectations. The interview data was used to construct a questionnaire that was administered across a larger sample of employers to see whether the surveys corroborated the interview findings. Contextual descriptions of the communication and thinking capabilities that the Singaporean and Perth employers expected recent business graduates to possess are provided by this study. Gaps between employer expectations and perceptions of graduate ability are discussed, together with useful graduate characteristics. During data analysis five themes were noted and they have been used to propose a model of employer expectations. Finally, seven recommendations for professional practitioners have been suggested and a list of employer concerns is provided.
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Forde, Patrick J. "Employer expectations for business graduate communication and thinking: an investigation conducted in Singapore and Perth." Curtin University of Technology, School of Management, 2000. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=11454.
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In Australia, the employment destinations of new graduates are surveyed annually and descriptions of successful employment have become an indicator of quality within the higher education sector. The expectations that employers hold for graduate generic skills are of interest, therefore, to graduates and the institutions they attended. Communication and thinking are recognised widely as the most important generic skills, however the application of these skills will occur in the workplace where academic skills may not be totally appropriate. In addition, many graduates of Australian institutions; e.g., international students, are likely to be employed by foreign organisations. Therefore, not only is the workplace a very different environment to academia but graduates could be expected to satisfy the expectations of employers working in culturally different environments.This investigation describes the expectations participating Singaporean and Perth employers held for recently graduated business graduates with particular attention given to graduate communication and thinking. The exploratory research used interviews and surveys to assemble contextual descriptions of employer expectations. The interview data was used to construct a questionnaire that was administered across a larger sample of employers to see whether the surveys corroborated the interview findings. Contextual descriptions of the communication and thinking capabilities that the Singaporean and Perth employers expected recent business graduates to possess are provided by this study. Gaps between employer expectations and perceptions of graduate ability are discussed, together with useful graduate characteristics. During data analysis five themes were noted and they have been used to propose a model of employer expectations. Finally, seven recommendations for professional practitioners have been suggested ++and a list of employer concerns is provided.
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Rask, Denice, and Johanna Davéus. "Psykologiska kontrakt på arbetsplatsen : En kvalitativ studie om arbetsgivarens och arbetstagarens upplevda förväntningar och skyldigheter gentemot varandra." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-21568.
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Syftet med föreliggande studie var att fördjupa sig i begreppet psykologiska kontrakt. Vilka är de outtalade och underförstådda förväntningarna och löftena som finns mellan arbetstagare och arbetsgivare på en arbetsplats? Hur ser arbetet ut för att åskådliggöra skyldigheter och förväntningar och vad sker när dessa inte uppfylls? Sex deltagare från sex olika organisationer intervjuades. För att få olika perspektiv på det psykologiska kontraktet intervjuades både arbetsgivare och arbtestagare. Resultaten visade att arbetsgivare och -tagare hade en samstämmig uppfattning av vad som förväntas av dem och vad de förväntar sig att få i utbyte. Dessa förväntningar och skyldigheter diskuteras framförallt på utvecklings- eller medarbetarsamtal. Resultaten visade även att reaktionerna på kontraktsbrott beror på situationen vilket styrker Conway och Briner (2002) som menar att kontraktsbrott och även handlingar som går utöver det psykologiska kontraktet sker på en daglig basis och är en del av organisationens liv.The purpose of this study was to get a deeper understanding of the concept of psychological contracts. Which are the unspoken and implicit expectations and promises that exists between employees and employers in the workplace? How do organisations illustrate these obligations and expectations and what happens when they are not met? Six participants from different organizations were interviewed. To get different perspectives on the psychological contract both employers and employees were interviewed. The results showed that employers and employees have congruent perceptions of what is expected of them and what they expect to get in return. These expectations and obligations are discussed mainly on individual development or performance meetings. Results also showed that the reactions to contract breach depends on the situation, which proves Conway and Briner (2002) who argue that the breach of contract and also acts that go beyond the psychological contract is done on a daily basis and is a part of an organization's life.
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Yngve, Frida. "De ska inte tro att de är något : En kvalitativ undersökning av föreställningar och förväntningar gällande internkommunikation." Thesis, Högskolan i Gävle, Avdelningen för humaniora, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-21739.
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Syftet med denna undersökning är att undersöka huruvida det finns några föreställningar eller förväntningar gällande internkommunikation hos arbetsgivare respektive framtida medarbetare ur Generation Y, för att sedan studera hur dessa antingen matchar eller krockar med varandra. Denna undersökning utgår från den åldersdefinition som beskriver Generation Y som födda mellan 1982-2002 (Howe och Strauss, 2010). Undersökningen bygger på semistrukturerade intervjuer som genomförts med nio informanter – sex ur Generation Y samt tre arbetsgivare. De teoretiska perspektiv som undersökningen utgår från är teorin om Generation Y samt David McClellands teori om grundläggande behov för skapandet av motivation. Dessa teorier applicerades på materialet för att studera varför de olika grupperna hade de föreställningar och de förväntningar de hade samt vad deras motiv med dessa förväntningar kunde vara. Undersökningen visar på att både arbetsgivarna och de framtida arbetstagarna ur Generation Y innehar föreställningar och förväntningar gällande internkommunikation dock skiljer dessa sig åt. De båda grupperna har tankar kring vilka områden som kan leda till krockar mellan generationerna men de är inte överens om var krockarna kommer att uppstå eller hur de kan undvikas. Undersökningen visar på att både arbetsgivarna och de framtida arbetstagarna inom Generation Y är viljestarka och bär på föreställningen om att de andra ska anpassa sig.The purpose of this study is to investigate whether there are any beliefs or expectations regarding internal communication among employers and future employees from Generation Y, and study how these two groups either match or clash with each other. The study is based on semi-structured interviews conducted with nine informants, six of Generation Y and three employers. This study is based on the age definition that describes the Generation Y as a generation born between 1982-2002 (Howe and Strauss, 2010). The theoretical perspectives the study uses are the theory of Generation Y and David McClelland's need theory. These theories were used for the analysis of why the different groups had the ideas and expectations they had and what their motives with these expectations could be. The study shows that both future workers from Generation Y and employers hold beliefs and expectations of internal communication – they differ, however. The two groups have thoughts about what areas can lead to clashes between the generations but they do not agree on where collisions will occur or how they can be avoided. The survey shows that both employers and future employees in Generation Y are strong-willed and bears on the notion of the others to adapt.
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Beard, Julia, and Caroline Tedenlind. "Kompetensbrist och Generation Y’s förväntningar utmanar IT-företag i arbetet med employer branding : Vikten av att bemöta förväntningarna för att attrahera och behålla personal." Thesis, Högskolan i Gävle, Psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-29619.
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Syftet med studien var att genom kvalitativ metod undersöka hur företag inom IT-branschen arbetar med employer branding för att bemöta Generation Y’s förväntningar. Studien genomfördes med hjälp av åtta stycken semistrukturerade intervjuer med respondenter från fyra olika företag verksamma inom IT-branschen i Mellansverige. Materialet från intervjuerna analyserades med hjälp av induktiv tematisk analys och utifrån detta kunde fyra huvudteman utläsas. Dessa huvudteman var; En ny generation med nya förväntningar på arbetsplatsen, Betydelsen av en stark företagskultur, Speciellt för IT-branschen samt Kontinuerligt arbete med employer branding. Resultatet visade att företagen är medvetna om skillnader som finns mellan olika generationers förväntningar och arbetar aktivt med employer branding för att kunna uppfylla medarbetarnas psykologiska kontrakt. Vidare visade resultatet att företagen ställs inför många utmaningar i och med den dynamiska IT- branschen och det faktum att en medarbetares psykologiska kontrakt och förväntningar förändras över tid.The purpose of the study was to examine, through qualitative method, how companies within the IT industry work with employer branding to respond to Generation Y's expectations. The study was conducted using eight semi-structured interviews with respondents from four different companies within the IT industry in Central Sweden. The collected data from the interviews was analyzed by means of inductive thematic analysis and four main themes emerged. The main themes were; A new generation with new expectations in the workplace, Importance of a strong organizational culture, Particularly regarding the IT industry and Continuously work with employer branding. The result showed that companies are aware of differences between different generations expectations and work actively with employer branding in order to fulfil the employees psychological contract. Furthermore, the result showed that companies faced many challenges in the dynamic IT industry and the fact that an employee's psychological contract and expectations change over time
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Swanepoel, Francina Johanna Petronella. "Experiences of the psychological contract, work engagement and life satisfaction of learners in the chemical industry / F.J.P. Swanepoel." Thesis, North-West University, 2013. http://hdl.handle.net/10394/10605.
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The rapid change within the South African workplace and competitiveness of organisations required employed and unemployed individuals to be trained and retrained as a large number of the South African population is unskilled. In the chemical industry employability of individuals is of extra ordinarily importance to both employer and individual. One of the main focuses of the Chemical Industries Education and Training Authority (CHIETA) is to enable learners through the promotion of employability to enter into learnerships to develop the necessary skills to develop sustainable livelihoods (CHIETA, 2011). There are high expectations of the learnerships system which was implemented during 2001 in South Africa. This system is set as a key strategic component of the National Skills Development Strategy, 2011-2016. Learnership programmes are implemented in South African organisations which is a great platform for employee development. Employees are afforded the opportunity to broaden their knowledge in the studied field and gain the needed skills within the organisation (Department of Labour, 1997). Learnerships are seen as a demand driven formal labour market tool, to address the existing need for critical, scarce - high and intermediate - skills levels. Simultaneously, it is seen as an employment-creation mechanism at the low and intermediate skills levels. This statement is a fundamental principle of a survey done on learnerships (Smith, Jennings, & Solanki, 2005). Researchers concluded that learnership programmes are the ideal for employees to acquire the needed skills to become competent and to provide jobs for the unemployed and in this manner enhance employability (Smith et al., 2005). The main aim of article one was to determine the differences in the levels of the psychological contracts, violation of the psychological contract, learners‟ expectations, employability, life satisfaction and work engagement between individual variables (type of learnership contracts, gender, race, age, date of commencement of learnership, date of completion of learnership). A cross-sectional survey design was used. A total of 237 learners completed the questionnaire. The psychological contract scale, violation of the psychological contract scale, learners‟ expectations scale, employability scale, life satisfaction scale, work engagement scale and biographical scale were administered. The results indicated that a statistically significant difference was obtained for age, date of commencement of learnership and date of completion of learnership, but no relationship exists with type of learnership contract, gender and race. The aim of the second article was to determine the relationship between learners within learnership psychological contract, state of the psychological contract, expectations and violations of psychological contract, employability, work engagement and life satisfaction. Furthermore, the study strives to determine whether violation of the psychological contract, learners‟ expectations and employability could predict life satisfaction of learners. A practically significant relationship with a medium effect exists between violation of the psychological contract, state of psychological contract (negative), and employability (positive). A positive practically significant relationship exists between state of psychological contract and work engagement. No relationship was found between employability, life satisfaction and work engagement. A positive practically significant relationship with a medium effect exists between life satisfaction and work engagement. Employer obligations and employability predict life satisfaction. The state of the psychological contract (trust) and life satisfaction predict work engagement of learners.MA (Labour Relations Management), North-West University, Vaal Triangle Campus, 2014
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White, Suzanne. "E-learning in the workplace : expectations and experiences of employers and employees in the SME financial services sector." Thesis, Lancaster University, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.429951.
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Grillo, Daniel. "Employee Expectations and Job Satisfaction in Adventure Education." Thesis, Prescott College, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10110266.
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This descriptive study examines the relationship between job expectations and job satisfaction in the context of adventure education (AE) field staff. An electronic survey distributed to field instructors of the Recreational Equipment Incorporated (REI) Outdoor School assessed the level to which their job expectations had been met as well as their reported job satisfaction based on the short form of the Minnesota Satisfaction Questionnaire. Quantitative analysis of the results indicates a significant correlation between job expectations and job satisfaction. Extrinsic job satisfaction showed a stronger correlation with employee expectations than did intrinsic job satisfaction, although the difference in correlation strengths was not statistically significant. Expectations about both basic job attributes and career development opportunities correlated with job satisfaction significantly more strongly than expectations about curriculum. Factor analysis reveals that amongst other job expectations, manager communication and career development opportunities correlate strongest with job satisfaction, and represent key focus areas for AE administrators. Increasing the visibility of organizational mission statements as well as reviewing staff training models with these results in mind could help align employee expectations with reality. These results suggest that the AE industry should continue to develop its human resource savvy and monitor the evolving profile of their employees to safeguard their job satisfaction.
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Govan, Venita M. "Employee Awareness of Organizational Cultural and Climate Expectations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7651.
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Organizational culture statements are established to pronounce and promote core values for employees to live while performing roles and responsibilities. It is essential for employees to be knowledgeable of cultural expectations. When considering organizational alignment, research has indicated there is deficient linkage when analyzing applied strategies versus envisioned strategies focusing on employees’ actual lived experiences. The purpose of this phenomenological study was to survey whether the corporate health care employees’ lived experiences mirrored the stated cultural values associated with the theoretical framework concerning artifacts, espoused values, and basic assumptions. Through an online survey, this phenomenological study analyzed cultural experiences of 10 corporate health care employees, ranging from administrative support to the executive level. This study revealed experiences by employees based on stated cultural values and expectations. Many of the participants’ lived experiences linked back to the organization’s advertised cultural values. Results relative to behaviors emulating the culture statement were expressed based on employees’ alignment with the organizational mission and vision. They feel included, recognize integrity, and have an appreciation for serving the community. Other findings linked to the communication mediums were based on utilization, frequency, and access to appropriate communication tools. Findings also demonstrated leaders’ behaviors which align with innovation and granting autonomy for optimal performance. These results may influence social change by providing insight for better understanding employees’ lived experiences, thus creating improved alignment, replication of behaviors, mutual respect, and collaboration.
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Singh, Jyothsna A. "Customer expectations of employee emotional labour in service relationships." Thesis, University of Gloucestershire, 2017. http://eprints.glos.ac.uk/5715/.
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Emotional labor has been defined by Hochschild (1983) as “the management of feeling to create a publicly observable facial and bodily display” (p. 7, 1983). Many jobs contain an emotional component that goes beyond the normal burden on feelings caused by work and thus require “emotional labor”. Hochschild (1983) distinguished between two approaches available to the emotional laborer - surface acting and deep acting. This thesis examines the relationships between employee emotional labour (Hochschild, 1983), customer perceived interaction quality and customer intention to continue the private banking service relationships. It also tests the mediating effects of customer expectations of emotional labour on the relationship between employee emotional labour and customer perceived interaction quality. Dyadic data was generated from customer-relationship manager pairs involved in private banking service relationships. Key findings demonstrate that employee deep acting relates positively with customer perceived interaction quality; however, employee surface acting does not relate negatively. At a more specific level, the greater the customer expectations of deep acting - the more positive the relationship between employee deep acting and customer perceived interaction quality and the more negative the relationship between employee surface acting and customer perceived interaction quality. The lower the customer expectations of surface acting, the more positive the relationship between employee deep acting and customer perceived interaction quality. Higher levels of customer perceived interaction quality then relate positively to the customer intention to continue the service relationship. This work helps simultaneously explore the flow of emotional labour from employees to customers and helps understand the service relationship holistically. Findings establish the importance of emotional labour and how it influences customers’ perception of their interactions. This knowledge is useful in building sustainable and fruitful service relationships for the benefit of the customers, employees and organizations.
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Linden, Samantha Jean. "Job Expectations of Employees in the Millennial Generation." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1411.
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Understanding Millennials' job expectations is critical for employee retention because of the number of Generation X workers who are unable to fill the job openings that Baby Boomers leave vacant when retiring from the workforce. The purpose of this phenomenological study was to explore Millennial employees' job expectations. Interviews were conducted with a purposeful sample of 20 Millennials who had at least a bachelor's degree, had at least 1 year of employment experience, and worked in the Baltimore-Washington metropolitan area. The inclusion criteria established work experience as a foundation for determining Millennials' job expectations. The conceptual frameworks of this study included generational and psychological contract theories to support exploration of the central research question regarding job expectations of Millennial Generation employees. Moustakas's 7 steps of data analysis were used to guide logical identification of the job expectation themes most significant to these 20 Millennials. The themes identified were opportunity for growth, compensation, recognition, promotions, supervisor support, flexibility, environment, and job security. These Millennials expressed interest in having work/life flexibility in an engaging work environment that fosters professional skills growth. Participants sought supervisors who readily recognized accomplishments, provided opportunities for achieving promotions, and applied compensation that reflected job performance. Using these findings, business leaders could implement strategies and policies that create a more fair and satisfying work environment for Millennial employees. Social change could occur within companies as leaders integrate expanded information on job expectations into talent management procedures for improving overall multigenerational job satisfaction and employee relationships.
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Lamelas, Margarida Maria Marchã Xerez. "Expectativas de carreira : perceções dos estudantes de hotelaria e turismo." Master's thesis, Instituto Superior de Economia e Gestão, 2019. http://hdl.handle.net/10400.5/19119.
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Mestrado em Gestão de Recursos HumanosA par do seu elevado crescimento nos últimos anos, o setor da Hotelaria e Turismo em Portugal depara-se atualmente com uma elevada escassez de mão-de-obra qualificada. Essa escassez é, por um lado, devida à fraca atratividade do setor por parte dos jovens graduados e, por outro lado, um resultado das dificuldades na retenção de recursos humanos. Para encontrar soluções para este problema, tem vindo a ser sublinhada a importância de se conhecer as expectativas de carreira dos estudantes de Hotelaria e Turismo, o que motivou a realização do presente estudo. Neste estudo utilizou-se uma metodologia mista, que envolveu, numa primeira fase, 16 entrevistas a profissionais com experiência na área de Hotelaria e Turismo e, numa segunda fase, um inquérito por questionário a 180 estudantes de cursos de Hotelaria e Turismo na zona de Lisboa. Os resultados obtidos realçam como principais expectativas o reconhecimento pelo trabalho realizado e a progressão de carreira. Verificou-se ainda que a imagem de prosperidade do setor é um dos fatores aliciantes e que, tanto os inquiridos como os entrevistados, têm uma visão realista sobre a precariedade do setor, quer a nível salarial, quer a nível da natureza do trabalho.
Alongside its high growth in recent years, the Tourism and Hospitality industry in Portugal is currently facing a high shortage of skilled labor.This shortage is due to both the graduates lack of appeal for the sector as well as the difficulties encountered in retaining human resources. To effectively tackle these issues, studies have focused on the importance of understanding the expectations of the Tourism and Hospitality undergraduates regarding their future careers, which was the prime motivation for de development of the current study. This study used a mixed methodology to obtain the results. In a first stage, 16 professionals with experience in the Hotel and Tourism sector were interviewed. In the second stage, a survey was done based on the answers from the questionnaire of 180 students of Tourism and Hospitality degrees in the Lisbon. Findings show that the main expectations of undergraduate students from the sector are the recognition for their work and career progression. Furthermore, it was found that the prosperity associated with the sector is one of the captivating factors and that contrary to the literature, both the undergraduates and professionals are aware of the precarious nature of the sector both in terms of wages and the nature of work.
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Ryan, Fiona. "The part-time employment relationship : an investigation of its capabilities to meet the needs, wants and expectations of employees and employers." Thesis, University of Huddersfield, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285612.
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Wallis, Danielle. "A Comparison of Safety Expectations between New Recruits and Employers." Thesis, University of Canterbury. Psychology, 2011. http://hdl.handle.net/10092/5340.
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The purpose of this research was to examine the safety expectations of new recruits and their managers in the workplace. For most informational exchanges, researchers have begun to look at the psychological contract for guidance, although very few studies have actually looked at whether this concept could be applied to safety research. Entering a working environment with unrealistic safety expectations poses danger, not only for the individual, but it can also affect everyone around them. Previous research in the safety field has provided little information as to what new recruits expect, and has failed to identify who these individuals are trusting with the responsibility of their safety. The current research looks to establish the existence of three different hypotheses looking at new recruits’ safety expectations, their trust and also their degree of perceived risk. Eighty participants were obtained via a Government funded program named the Gateway, half the participants were new recruits from high school (with a mean age of 17) who were beginning a new job, and the other half were their managers (with a mean age of 42). For the new recruits’, there was an even split in gender, although for the managers, there were 24 females and 16 males. All participants were asked to complete a safety questionnaire. Results were supportive for two of the three hypotheses and provided information that showed unrealistic safety expectations from the new recruits. The data also demonstrated that new recruits with high expectations were more likely to trust their co-workers and management with their safety. Finally, when looking at perceived job risk for new recruits, no significant results were found, which suggests that risk, has very little influence upon new recruits’ safety expectations. Future research could examine how information could be exchanged during the recruitment phase in order to provide more realistic safety expectations.
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Haidari, Alexandra, and Hanna Strandberg. "Managing Employee CSR Engagement : A study of employee's perceptions and expectations." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-29999.
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Background- CSR is a highly relevant subject for corporations today, since there is an increased stakeholder demand to report corporate social, economic and environmental performance. CSR may convey numerous benefits for a firm, such as a competitive advantage, increased trust and improved corporate image, as well as many outcomes related to the employee. The automotive industry is facing high external pressures to lower their carbon footprint, and to become more sustainable, consequently, this industry is a suitable context for CSR research. Purpose- The purpose of this study is to investigate different characteristics of employee’s and their perceptions and expectations of CSR, to find the most important aspects of the phenomena from an employee’s perspective, and thereby, engaging them in a company’s CSR initiatives. By investigating this field, it will be possible for companies to improve their CSR communication and meet the employee’s expectations. An effort will be made to distinguish different types of employees, to find out their main differences in terms of preferences and willingness to engage, and by that, find the most efficient ways to get them involved in CSR activities. These insights could help companies to successfully implement CSR programmes internally throughout their organization. Method- A mixed method was used to fulfil the purpose of the study. A quantitative online survey was conducted and provided responses from 350 employees at a single automotive company. To acquire deeper insights, qualitative interviews with ten employees and observations as complete observers were used in a complementary manner at the same company. Results and Conclusion- The main conclusions from the empirical results and theoretical background showed that the willingness to engage in CSR activities might diverge depending on the location and the functional area of the employee. The CSR aspect that the employees perceived as most important was an economic aspect “maintaining a solid financial performance”, followed by “providing product innovations that get ahead of market and customer needs”, and “satisfying customer needs in a measurable way”. The most efficient ways to engage the employees appeared to be mainly through training, community engagement, and accurate communication. Practical Implications- The findings from this study provides implications and recommendations to both managers and marketers on how to market the CSR programme internally, which aspects of CSR to emphasise and how to get the employees involved. This will consequently strengthen corporation’s CSR programme and thus, benefit the society. Keywords - CSR, Employee Engagement, Internal Marketing, Stakeholder
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Bornman, Dawie. "A gap analysis of employee perceptions and expectations of leadership communication." Thesis, University of Pretoria, 2015. http://hdl.handle.net/2263/53005.
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Yoo, Kyung-Hae. "Expectation and evaluation of occupational health nursing services as perceived by occupational health nurses, employees and employers in the United Kingdom." Thesis, University of Ulster, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.292793.
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Easter, Shirley. "Employees Expectation from Leaders' Ethics in Decision Making." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6553.
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The presence of unethical behavior continues to plague the global business community, however, and its impact in the finance industry is widely thought to be having an even more devastating impact than ever before. Scholarly literature provides little understanding of what drives ethical decision making, or the processes involved and a little evidence that ethical standards have been developed as part of leadership decision making training in finance. The purpose of this qualitative single case study was to explore the drivers and processes in the development of training that supports ethical choices that leaders make in their decision-making role within the finance industry, as well as to understand what effects those decisions have on followers and on organizational culture. The research question examined the processes and training involved in ethical decision making in the field of finance. Rawls' justice as fairness theory provided the theoretical framework. The data were collected interviewing purposefully selected 7 directors and managers in the financial industry. The data were analyzed using a constant comparative approach and the development of vignettes based on Stake. The results showed that leaders were not able to make sound ethical decisions and the need for ethical standards. When these standards and values are compromised, leadership behaviors can affect organizational culture, as they tend to decrease commitment, performance and motivation of employees, while increasing absenteeism and turnover, thus adversely affecting company operations and incurring costs. The study results can have implications for social change through developing higher standards in ethics and adequate morale training.
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Schoenfeld, Denise. "Organisational risk culture : differences between managerial expectations and employees' perception." Thesis, University of Gloucestershire, 2013. http://eprints.glos.ac.uk/2260/.
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Corporate real estate management has become the strategic management of the company’s real estate portfolio that also includes risk management, to protect the business against developments, which could jeopardise the continuity of the organisation. However, risk management tools just represent the infrastructural and technical precondition, but it also requires an appropriate risk culture by all employees for an effective and comprehensive risk management system. Due to diverse shortcomings identified during the literature review, the researcher intends to contribute to corporate real estate management and risk management likewise, by investigating risk culture, theoretically and practically, through an in-depth case study. The case study unit is a corporate real estate organisation of a diversified retail and wholesale company based in Germany. From an academic viewpoint, the researcher has developed a general framework consisting of different key components associated with risk culture from the literature. This represents the conceptual basis for the case study that followed, to identify managerial expectations, i.e. the target risk culture, of the case study unit’s executives, through qualitative interviews (n=11). Based on this, the researcher aims to find out any differences between these expectations and employee’s perception, i.e. the existing risk culture, through a web-based survey of all their full-time employees (n=455). The described approach also represents a proven way as a theoretical concept to investigate risk culture in organisations. In terms of practical contribution for the case study unit, the survey responses (nr=199) confirms the biggest backlog demand in clarity and transparency of risk management processes, including employees’ knowledge of the respective policy, and cross departmental exchange. Management role model, sense of responsibility and entrepreneurial thinking is confirmed by the respondents which represents a fundamental basis towards their target risk culture. However, specific differences in risk culture exist by gender, age, location, job tenure and hierarchy level that is analysed and discussed, to develop more specific measures to overcome the identified deficits.
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Brenner, Robert R. "A study contrasting employers and students expectations of a work experience program." Online version, 2000. http://www.uwstout.edu/lib/thesis/2000/2000brennerr.pdf.
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Louw, Hendrik Johannes. "Integrating management and employee expectations in determining organisation-specific performance appraisal systems' design." Pretoria : [s.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-04292009-131712/.
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Sacks, Claudia Sofia. "Wellness expectations within a telecommunications organisation / Claudia Sofia Sacks." Thesis, North-West University, 2012. http://hdl.handle.net/10394/10352.
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Wellness is becoming popular as the human factor is realised in terms of empowering employees to perform through wellness initiatives and in the long-term gaining financial success of an organisation. Wellness is bound to be of growing importance in the future, as it is a business prerequisite and has far greater significance for the organisation, employee’s managers and society as a whole. The real challenge is implementation of wellness initiatives and to gain employee and management participation. The main objective of this research was to determine conceptualisation of wellness in the minds of employees, and to identify wellness expectations in a telecommunications organisation. This study was qualitative and explorative in nature with a total of 30 participants. Of the 30 participants, 15 were on a managerial level and 15 were in non-managerial positions. Semi-structured interviews were used to collect data. The data analysis was carried out by using the content analysis method to explore the meaning, events and states experienced by the participants. The results indicated that participants viewed general health, physical and mental health; work-life balance; perceived organisational support and work environment as the 6 themes that describe wellness, with general health being the core element. Therefore, dividing general health into 4 main areas specifically; physical health, mental health, work-life balance and work health (perceived organisational support and ergonomics). Ranking the main aspects of wellness identified by participants from the highest to the lowest, the most frequently mentioned aspects not getting sufficient attention in this organisation were: ergonomics and perceived organisational support. Recommendations were made for workplace interventions.MA, Industrial Psychology, North-West University, Vaal Triangle Campus, 2012
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Harper, Robert T. "Career development : expectations and outcomes of career counseling provided to currently employed workers." Virtual Press, 1992. http://liblink.bsu.edu/uhtbin/catkey/832985.
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Responses of employees completing a career counseling program (n = 95) were collected to answer research questions about participant expectations and outcomes of the counseling program. The career counseling program was provided to management and non-management employees throughout the state of Indiana by an Indiana based communication company. During the first year, 202 employees completed the career counseling program. These employees were mailed a 19 item, researcher developed, survey instrument. The reported data were collected from 95 surveys (47%) that were returned.The purpose of the career counseling program was to assist current employees of the organization in establishing career and educational goals to better cope with a changing work environment. Research questions studied were (1) In what ways did the career counseling program help shape the career plans and goals of the participating employees, (2) In what ways were employees who completed career counseling making observable progress toward exploring and implementing career goals, (3) In what ways did career counseling successfully meet the initial counseling objectives of the participants, and (4) In what ways did the career counseling program meet the original expectations of the sponsoring organization.Response data indicated that meeting with trained career counselors and reviewing a LIFEPLAN career assessment instrument ranked as the top two activities helping to shape career plans and goals of program participants. Observable progress toward established goals was reported by 95% of the counseling participants enrolling in some type of educational program after completing the counseling program. Successful accomplishment of initial counseling objectives of the participants was reported by 73% of the counseling participants. They reported increased confidence in their career decisions and in their actions as a result of participating in the counseling program.Evidence from the data indicated that an individual meeting with a trained career counselor was the most often reported counseling activity assisting employees to better understand their career and educational goals. Data also indicated the career counseling program was meeting many of the initial counseling expectations reported by participating employees.Questions to be reviewed in future career counseling programs for employees are also presented.Department of Educational Leadership
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Hall-Ellis, Sylvia. "Employers' Expectation for Entry-Level Catalog Librarians: What Position Announcement Data Indicate." Association for Library and Information Science Education, 2005. http://hdl.handle.net/10150/106147.
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This is a PowerPoint presentation (33 slides) on Wednesday January 12, 2005 in Session 4.2: Electronic Resources: Current Practices, Employer Expectations, and Teaching Strategies, sponsored by the Technical Services Education SIG at the 2005 ALISE Conference, Boston, MA.
In order to prepare entry-level catalogers and offer cataloging-related courses, this research identifies the technical skills and competencies that a student should possess for entering the library world. It reviews 495 position announcements for catalog librarians from September 1, 2000 and August 31, 2003 and presents some useful observations. By evaluating the findings, this research makes suggestions to the development of a core curriculum in cataloging education.
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Gibbs, S. F. "An examination of near-graduates' computer self-efficacy in light of business employers' expectations." Diss., Lincoln University, 2009. http://hdl.handle.net/10182/1448.
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The use of computers has become part of every day life. The high prevalence of computer use may lead employers to assume university graduates will have good computing skills. Such assumptions may be the reason that employers use broad terms to advertise the computing tasks required for graduate-level positions. This thesis investigates how well the expectations of employers match the perceptions of near-graduates about their computer skills. Four graduate-level positions were identified from advertisements placed in order to recruit graduates. The employers who placed these advertisements were surveyed by interview and questionnaire. Twenty-one students about to graduate from a university commerce programme were also interviewed and surveyed. It was found that the wording of the advertisements did not satisfactorily portray the requirements and intentions of the employers. It was also found that skills the near-graduates perceived they possessed frequently did not meet the expectations of employers. Results also show that the near-graduates did not fully understand which computing skills would be expected in the workplace. This study highlights implications for three groups: employers, graduates and educators.
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Vogel, Susan Marie. "An exploration of pre-retirement expectations of government employees in South Australia /." Title page, table of contents and abstract only, 2003. http://web4.library.adelaide.edu.au/theses/09SSPS/09sspsv878.pdf.
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Van, Zyl Marie-Antoinette. "Employee turnover in a financial institution / van Zyl M." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7273.
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With recognition of turnover as a financial issue increasing, companies are searching for strategies to confront the problem in ways that generate a good return on investment. Successfully managing turnover is a matter of understanding its costs, causes and cures. In service–oriented industries such as banking, people are considered among the most important assets of a firm. Forward–thinking banks are looking for ways to leverage people, along with processes and technology, to achieve their objectives. Employee expectations are changing, too, forcing organisations to place a greater emphasis on talent management strategies and practices.
Employees rarely quit on the spot. Generally, an employee becomes dissatisfied and stays disengaged for quite a while before leaving. However, from the moment of disengagement, most employees are no longer as dedicated or productive as they once were. Nearly all the real reasons why employees quit, fall into four basic categories of human needs: the need for trust, the need for hope, the need to feel competent, and the need to feel valued and trustworthy (Branham, 2005).
Thirteen possible reasons for resignations were identified within the banking sector, namely: desire to take on a new challenge, bad relationship with management, bad relationship with colleagues, lack of opportunity for advancement, lack of appreciation (perception of recognition), better compensation and benefits elsewhere, long working hours, lack of control over work or working environment, travelling distance to work, personal satiation at home, lack of training and support to reach potential, the department is conducive to black advancement, the bank embraces diversity for all.
Most of the employees that resigned voluntary did so because of lack of opportunity for advancement, a desire to take on a new challenge and a lack of appreciation.
The statistical analysis revealed that amongst position title, there is a statistical significance for the bank embraces diversity for all as a reason for resignation and that the effect between junior managers and team leaders has a large effect. Analysis by gender differences shows that there is a statistical significance for personal situation at home as a reason for resignation and that females feels stronger about this than males. When looked at the difference between ethnic group, there are two reasons that are statistical significant namely, better compensation elsewhere and long working hours. Africans, coloureds and white‘s size effect is large, meaning that Africans and coloureds feel stronger about leaving for better compensation elseware than whites.Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.
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Walker, Matthew Robert. "Informational expectations, needs, and receptions of newcomers and transferees, and their effects on job satisfaction and organizational commitment /." free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3013038.
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Garofano, Christina. "INITIAL TESTING OF THE CONTINUOUS EMPLOYEE DEVELOPMENT MODEL: OUTCOME EXPECTATIONS AND WORK-RELATED IMPLICIT THEORY." Doctoral diss., University of Central Florida, 2006. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3269.
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Understanding and promoting lifelong learning in employees is important for employees' future marketability (Robinson & Rousseau, 1994) and for creating learning organizations (Senge, 1990). To further this understanding, components of a model of the motivation to engage in continuous employee development (Garofano & Salas, 2005) were tested. New scales were created for work-related implicit theory and outcome expectations and the validity of these scales and these variables in the model were investigated. Alternate models were also contrasted with the Garofano and Salas model (2005). The study used self-report surveys administered to staff and faculty recruited from training classes in higher learning institutions in a three month longitudinal investigation. The results suggest that work-related implicit theory is a valid contributor in this model but that modifications to the model may be beneficial, including a more complex central motivational component. Implications of these results for organizational practice are discussed along with study limitations and future research implicationsPh.D.
Department of Psychology
Sciences
Psychology
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Lee, Mo-lan Monica, and 李慕蘭. "Graduate profile and employer's expectations: case study of a Hong Kong secondary school." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31958023.
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Lee, Mo-lan Monica. "Graduate profile and employer's expectations : case study of a Hong Kong secondary school /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14777630.
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Vizzuso, John David. "Leadership Strategies to Influence Employee Engagement in Health Care." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/474.
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Hospitals are in a precarious financial position with declining reimbursement, eroding profit margins, and low patient satisfaction. The Patient Protection and Affordable Care Act of 2010 reform may decrease hospital reimbursement by $500 billion from 2010 to 2020, while low patient satisfaction may decrease profitability for hospitals by 27%. Employee disengagement may decrease patient satisfaction and consumer loyalty. The purpose of this phenomenological study was to explore the lived experiences of health care leaders as they worked to engage employees and provide better patient care. Improving patient care provides opportunities to capture new market shares, which increases sustainability of health care organizations. Expectancy theory shaped the conceptual framework of this study. Inquiry consisted of personal interviews with 23 mid-level hospital managers. Data analysis occurred with a modified Van Kamm data analysis process, which entailed descriptive coding and sequential review of the interview transcripts. Member checks and data saturation ensured trustworthiness of the findings. The findings from these personal interviews led to discovery of 4 themes of leader-employee engagement to include psychological commitment, expectation realization, trust actualization, and reduction in the leadership power distance. By applying employee engagement strategies aligned with these themes, leaders may influence patient care. This study contributes to social change by increasing health care quality for patients leading to a positive influence on medical care and societal health.
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Campbell, Colin Harvey. "Required job skills today and ten years from now, expectations of employers, adult students, and educators." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0003/NQ41061.pdf.
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Van, Rooyen Brigitte. "Employees' work outcomes associated with the psychological contract within private training institutions / B. van Rooyen." Thesis, North-West University, 2006. http://hdl.handle.net/10394/2511.
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Corrigan, Diana K. "The social context of accountability : effects of raters' expectations of a supervisory review /." Thesis, This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-11102009-020340/.
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Lee, Liu Jaime. "Main causes of voluntary employee turnover a study of factors and their relationship with expectations and preferences." Tesis, Universidad de Chile, 2014. http://www.repositorio.uchile.cl/handle/2250/129705.
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Seminario para optar al grado de Ingeniero Comercial, Mención Administración¿Por qué la gente se cambia de trabajo? ¿Qué los lleva a decidir que estarán mejor en otro lugar? Este estudio analiza varios factores que, combinados, pueden afectar la rotación laboral voluntaria. También provee un entendimiento del comportamiento y preferencias de las personas, ya que puede ayudar a que los empleadores sean capaces de diseñar programas de retención mejores y más efectivos. El proyecto analiza la información de 112 encuestados de entre 18 y 40 años de edad del mercado laboral Chileno, y lo complementa con la experiencia de 5 profesionales con conocimiento en el tema. Los resultados confirman que la rotación es una consecuencia de la insatisfacción laboral: una combinación de factores que incluyen remuneración, reconocimiento y oportunidades de desarrollo de carrera, entre otros. Estos factores están relacionados con las expectativas y preferencias de las personas, las cuales varían entre generaciones, la etapa de vida en la que están y el tipo de trabajo que hacen.
Why do people change jobs? What drives them to decide they will be better off somewhere else? This study analyzes various factors which, when combined, may affect voluntary employee turnover. It also helps to provide an understanding of people’s behavior and preferences because it can allow employers to design better and more effective retention programs. The project analyzes information provided from 112 respondents between the ages of 18 and 40 in the Chilean labor market; and complements it with the experience of 5 professionals with knowledge of the turnover issue. Results confirm that turnover is the consequence of work dissatisfaction – a combination of factors which include pay, recognition and career development opportunities, among others. These factors are related to people’s expectations and preferences, which vary between generations, the stage of life they are in and the type of work they do.
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Adams, Vanessa. "Perceptions and expectations of regional office health employees regarding quality of internal head office services." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/1967.
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Thesis (MPA (School of Public Management and Planning))--University of Stellenbosch, 2009.ENGLISH ABSTRACT: The purpose of this thesis is to determine the perceptions and expectations of employees at regional offices about the service delivered to them by central head office. A further objective is to establish what employees at regional offices expect from head office, attempting thereby to establish the current position of the head office (perceived image) in relation to their expectations (ideal image). The method of data collection is quantitative with a survey design technique in the form of questionnaires to be completed by all employees at regional offices in order to assess their perceptions and expectations. The basis of the theoretical and legislative framework of this research is service delivery. It is within the context of service delivery that internal customer service within the organisation, in particular, is conferred. The legislative framework is also dedicated to Batho Pele and the eight principles to highlight public service delivery. These principles should equally be applied when it comes to internal customer service. The main findings from this study are that employees and the four regional offices per se have different perceptions and expectations about the internal service delivered by central head office. This must be taken cognisance of because perceptions can be the core element of most organisational behaviour and the expectations that employees hold is important for the morale and effectiveness of organisations. The following objectives were achieved: A review of the policies, documents and annual reports to determine to what extent the central head office delivers an internal service to the regional offices. An evaluation as to how internal service delivery is being perceived. An evaluation of the ideal central head office. Established the shortcomings of the current internal service being delivered. It is also recommended that future research can be to ascertain how those negative feelings impacts on job satisfaction and commitment to the organisation and how it affects employee turnover.
AFRIKAANSE OPSOMMING: Die doel van hierdie tesis is om die persepsies en verwagtinge van werknemers by die streekkantore, oor die diens wat aan hulle verskaf deur sentrale hoofkantoor, te bepaal. 'n Verdere doel is om vas te stel wat werknemers by die streekkantore verwag van hoofkantoor. Sodoende probeer om vas te stel wat die huidige stand van die hoofkantoor (waargenome beeld) in verhouding tot hul (werknemers) verwagtinge (ideaal beeld) is. Die metode van data-insameling is kwantitatief met 'n opname ontwerp in die vorm van vraelyste. Hierdie vraelyste sal deur alle werknemers by die streekkantore voltooi word, om hul persepsies en verwagtinge te assesseer. Die basis van die teoretiese en die wetgewende raamwerk van hierdie navorsing is dienslewering. Dit is binne die konteks van dienslewering wat interne kliënte diens binne die organisasie, in die besonder, toegeken word. Die wetgewende raamwerk is ook toegewyd aan die agt beginsels van Batho Pele en dus openbare dienslewering te versterk. Hierdie beginsels moet ook toegepas word wanneer dit kom by die interne kliënte diens. Die belangrikste bevindings van hierdie studie is dat die werknemers en die vier streekkantore as sulks het verskillende persepsies en verwagtinge oor die interne diens gelewer deur die sentrale hoofkantoor. Dit moet kennis geneem word want persepsies kan die kern element van meeste organisatoriese gedrag wees en die verwagtinge wat werknemers hou is belangrik vir die moraal en doeltreffendheid van organisasies. Die volgende doelwitte was bereik: „n Hersiening van die beleid, dokumente en die jaarlikse verslae om te bepaal tot watter mate die sentrale hoofkantoor „n interne diens aan die streekkantore lewer. „n Evaluering oor hoe interne dienslewering waargeneem word. „n Evaluering van die ideale sentrale hoofkantoor. Die tekortkominge van die huidige interne diens wat gelewer word is vasgestel. Dit word aanbeveel dat toekomstige navorsing toegewy word om vas te stel hoe negatiewe gevoelens impak op werkstevredenheid en verbintenis tot die organisasie en ook hoe dit werknemer omset beïnvloed.
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Camilleri, Tania. "Expectations, self-determination, reward-seeking behaviour and well-being in Malta's financial services sector." Thesis, University of Leicester, 2018. http://hdl.handle.net/2381/42869.
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Despite the vast research on the productive aspect of rewards, little is known on how the changes in employees’ behaviour, made to enhance their chances of achieving a reward, influence employee well-being. Previous work has failed to address the process of reward-seeking behaviour from an employee’s point of view as the focus was on the motivational aspect of rewards. This thesis uses the case of Malta’s financial institutions to examine the relationship between reward-seeking behaviour from bonuses and promotions and employee well-being by drawing on expectancy theory and self-determination theory. To achieve its aims, this study adopts a qualitative approach, wherein 42 semi-structured interviews with employees and four interviews with human resources managers are conducted at financial institutions in Malta – two of which are small and medium-sized enterprises and one is a large-sized institution. Memos and diary notes are also used to complement the data collected from the semi-structured interviews. Overall, the results strongly support the idea that while almost everyone values rewards, employees differ in their willingness to engage in reward-seeking behaviour and its influence on well-being. This thesis contributes to knowledge through the development of a theoretical model – the four quadrant reward-seeking behaviour – well-being model. This typology based model classifies employees into four main categories, namely, highly motivated, apathetic, work-life balanced and work-life imbalanced. This two by two matrix also led to another model that depicts reward-seeking behaviour and well-being as a non-sequential process. The findings have practical implications for human resources practitioners as they now have the capacity to visualise the actual employee mix according to the categories of the model and act on any significant gaps.
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Smith, Bonnie Lee Barbara. "Expectations for the role of head nurse held by head nurses, nurses, directors of nursing, and doctors : a survey in four teaching hospitals." Thesis, McGill University, 1985. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=72038.
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Expectations and perceptions of expectations for the role of Head Nurse were investigated in four teaching hospitals of McGill University, Montreal, Canada. Head Nurses, nurses, Directors of Nursing, and doctors were respondents. The study examined three questions: What are the expectations held for the Head Nurse within groups? Are there differences in expectations held for the Head Nurse across groups? Are there differences between expectations of nurses and doctors for the Head Nurse, and Head Nurse perceptions of expectations of nurses and doctors?Factor analysis was performed on responses of Head Nurses, nurses, and doctors separately. Expectations within groups were determined by frequencies, means, and standard deviations. Differences in expectations between groups were tested by chi-squares.
Conceptualizations of the Head Nurse as manager, clinician, patient care co-ordinator, and teacher were supported. Five factors, identified as doctor's helper, clinical leader, communication link, determiner of quality of care, and manager, accounted for 67 to 82% of variance in all groups. All groups agreed that the Head Nurse should be a determiner of quality of care given. Significant differences in expectations between groups were found in regard to the Head Nurse as doctor's helper, and clinical leader, and in regard to other activities related to patients, staff, and the unit. Head Nurses tended to overestimate nurse expectations for the Head Nurse, and underestimate doctor expectations for the Head Nurse.
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Karin, Örnvald, and Maria Wallmon. "Hörde du inte vad jag tänkte? : En kvalitativ studie om medarbetares förväntningar på enhetschefers ledarskap och konsekvenserna om förväntningarna inte uppfylls." Thesis, Karlstads universitet, Fakulteten för humaniora och samhällsvetenskap (from 2013), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-35295.
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The aim of the study was to gain a deeper understanding of the expectations that assistant nurses in the elderly care have on unit manager's leadership and the consequences if the expectations are not met. To answer the purpose of this paper a qualitative research was conducted with interviews with six assistant nurses in municipal elderly care. To analyze the empirical material communication were used as a theoretical concept. Communication includes codes, signals and messages to be interpreted by the parties in a conversation and they can be both verbal and nonverbal. This means that communication is complicated and can cause confusion if it is interpreted wrong. Both literature and the results of the interviews showed that the director has a lot of expectations on him- or herself. What among other things emerged was that the manager should be involved in employees' work, he should be knowledgeable about the organization and be able to give confidence to the families and this by including external characteristics argued the interviewees. Another important part of the result was that the manager should support staff, providing them with appreciation as this makes them feel good and do more at work. The consequence of the result showed a reduced commitment when expectations are not met. The decreased involvement came partly from the unit manager being in a terminal position, among other things, employees do not bring their ideas to the manager's because he do not introduce them without first asking his director for "permission". The second consequence was crap talk. Crap talk turned out to poison the workplace if among other things, conflicts were not handled or if the employees received too little information.Syftet med studien var att få en fördjupad förståelse för de förväntningar som undersköterskorna i äldreomsorgen har på enhetschefernas ledarskap samt vilka konsekvenserna blir om förväntningarna inte uppfylls. För att besvara syftet genomfördes en kvalitativ studie. Det empiriska materialet består av intervjuer gjorda med sex undersköterskor inom den kommunala äldreomsorgen. För att analysera det empiriska materialet användes kommunikation som teoretiskt begrepp. Kommunikation innefattar koder, signaler och budskap som ska tolkas av parterna i ett samtal och dessa visar sig både verbalt och ickeverbalt. Detta gör att kommunikation är komplicerat och kan leda till missförstånd om det tolkas fel. Både litteraturen och resultaten från intervjuerna visade att chefen har en hel del förväntningar på sig. Det som bland annat framkom var att chefen ska vara engagerad i medarbetarnas arbete, denne ska vara kunnig om organisationen och kunna inge förtroende både till medarbetarna och till de anhöriga. En annan viktig del i resultatet var att chefen ska stödja personalen, ge dem uppskattning då detta gör att de mår bra och gör mer på arbetet. De konsekvenser som följer om förväntningarna inte uppfylls var ett minskat engagemang. Det minskade engagemanget kom bland annat från att chefen befinner sig i en klämposition som till viss del innebär att medarbetarna inte kommer med sina idéer till chefen då denne inte inför dem utan att först fråga verksamhetschefen om ”lov”. Den andra konsekvensen var skitsnack. Skitsnacket visade sig kunna förpesta en hel arbetsplats om bland annat konflikter inte hanterades eller om medarbetarna fått för lite information.
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Barbosa-McCoy, Vanessa Lizzette. "Hotel Managers' Motivational Strategies for Enhancing Employee Performance." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2064.
Full textAbstract:
More than 600,000 employees depart the hospitality industry for a variety of reasons such as lack of motivational strategies (MS) of hotel general managers (GMs). The purpose of this multiple case study using census sampling was to explore what MS hotel GMs used to enhance employee performance. The 3 GMs of 3 full-service branded hotels with a guest capacity of 160-699 were randomly selected in South Florida. Data were collected from face-to-face interviews with the hotel GMs, employee performance evaluations, and results of guest and employee satisfaction surveys from the hotel GMs. Data analysis involved methodological triangulation to determine how motivation was captured and measured using interpreted data, verification through the member-checking process, and coding techniques such as mind mapping to identify reoccurring codes and categories. Through thematic analysis, 4 major themes emerged: workplace motivation, job satisfaction, positive performance, and social expectation. Findings from the 4 themes revealed that recognition and guest satisfaction unveiled a positive effect on employee performances and that motivation through community engagement gave employees reasons to perform well. The effectiveness of MS on employee performance was conceptualized by the expectancy theory to determine motivational triggers and the behavior engineering model to determine which MS led to improved performance. Social implications include encouraging hotel GMs to adjust and develop motivational strategies that engage employees to improve the employee-customer relationship and to increase community involvement which may promote positive social change.