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Academic literature on the topic 'Endowments Officials and employees'

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Published: 4 June 2021
Last updated: 28 January 2023

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Journal articles on the topic "Endowments Officials and employees"

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AZEEM, MUHAMMAD MASOOD, and DEREK BAKER. "HUMAN CAPITAL ENDOWMENTS, ESTABLISHMENTS’ PRACTICES, AND INNOVATION: A CROSS-COUNTRY ANALYSIS OF THE FOOD AND BEVERAGE INDUSTRY." International Journal of Innovation Management 24, no. 07 (October 25, 2019): 2050063. http://dx.doi.org/10.1142/s1363919620500632.

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This paper examines the role of human capital and establishments’ practices in fostering food industry innovation across 13 low and middle-income countries. We estimate average marginal effects that also control for the variables traditionally recognized as affecting firm-level innovation, such as R&D expenditures. Our results suggest that establishments’ human capital endowments, such as top managers’ experience in the food industry and employees’ education, alone may not be sufficient to achieve high levels of innovation. In fact, human capital endowments are found to be more effective in delivering innovation when they are combined with establishments’ best practices such as providing employees slack time i.e., allocation of work-time on self-chosen projects of personal interests. Our key recommendation to food firms is to support employee slack time and human capital endowments as mutually reinforcing drivers of innovation.
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Božič, Mari, Annmarie Gorenc Zoran, and Matej Jevšček. "Industry 4.0 and Proactive Works Council Members." Data 6, no. 5 (April 30, 2021): 47. http://dx.doi.org/10.3390/data6050047.

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Background: Integrating Industry 4.0 technologies in organizations affects employees’ workplaces and working conditions. Works Council members play an essential role in this because as intermediaries of information between employees and management, they increase mutual trust and help introduce changes in the work environment. This article discusses the Works Council members’ autopoietic endowments that are necessary for their proactive activity, which we discuss as building blocks for creating constructive relationships with management and quality energy in an organization. As such, we were interested in examining whether the autopoietic endowments of Works Council members influenced the type of relationship with the Works Council and management, and whether this relationship affected Works Council members’ organizational energy. Methods: A questionnaire was developed, piloted and distributed to Works Council Members, and 220 completed questionnaires were returned. Results: We found that the higher the level of self-awareness, the better the relationship between Works Council members and management. Moreover, poor energy represented poor relationships, and poor relationships signified a higher degree of resigned inertia and corrosive energy. Conclusions: Our research provides managements with insights into the relationship between employees and management, and the quality of their organizational energy.
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Y, Syaharuddin. "PENGARUH PENGEMBANGAN SUMBER DAYA MANUSIA TERHADAP KINERJA PEJABAT STRUKTURAL DI LINGKUNGAN UNIVERSITAS MULAWARMAN." Jurnal Ekonomika : Manajemen, Akuntansi, dan Perbankan Syari'ah 4, no. 1 (October 25, 2017): 12. http://dx.doi.org/10.24903/je.v4i1.210.

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The purpose of this study was to Know and analyze any significant relationship between the ability of employees, education and training as well as experience working together on structural officials in environment the university Mulawarman and also to analyze the influence of dominant among employability, education and training, and experience work on structural officials in environment the university Mulawarman. In this study used three variables studied, among others, the ability of employees (X1), education and latiha (X2) and work experience (X3). From the results of the regression analysis above, it can be arranged the following equation: Y = 0.521 + 0.252 + 0.577 X1 X2 X3 + 0.219 + e Variable capability of employee, Education and Training, Work Experience, simultaneously affect the performance of structural officials Mulawarman employees. Simultaneous influence on employee performance structural officials Mulawarman by 68.00%, while the remaining 32.00%, influenced the other, is evident from the results of the test F by F count> F table value and significance value of 0.000 <α = 0 , 05, then the ability of work, education and training, work experience, affect the performance of structural officials attested employees university Mulawarman.
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Wibowo, Nugroho Ari, Nurul Hidayah, and Hafid Zakariya. "Legal Analysis of The Arrangement of Wakaf Agricultural Agencies On Endowments Copyright In Perspective Legislation." Jurnal Cita Hukum 7, no. 3 (December 18, 2019): 405–16. http://dx.doi.org/10.15408/jch.v7i3.12289.

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AbstractIntellectual Property Rights include movable property that can be represented, one of which is Copyright. Copyright as a property of Waqf is formulated in Article 16 paragraph (2) of Undang-Undang Nomor 28 Tahun 2014 Tntang Hak Cipta (Law Number 28 of 2014 About Copyright). In the waqf, there is a transfer of rights as outlined in the form of a waqf pledge made before PPAIW (Officials Maker of the Waqf Pledge Deed) in the AIW (Deed of Waqf Pledge). The purpose of this study is to find out the implementation of a copyright waqf by the Officials Maker of the Waqf Pledge Deed and the obstacles that may arise in its implementation. The research method used in the preparation of this paper is the Normative research method, using qualitative analysis techniques. From the results of the study, it can be concluded that the implementation of copyright waqf is done the same as the waqf of other objects, namely based on Peraturan Pemerintah Nomor 42 Tahun 2006 Tentang Pelaksanaan Undang-Undang Wakaf (Government Regulation Number 42 of 2006 About Implementation of Waqf Law), by officials making deed of waqf pledges. The obstacle that appears in the implementation of the waqf copyright is the lack of knowledge/understanding of a KUA (Office of Religious Affairs) head as PPAIW (Officials Maker of the Waqf Pledge Deed) in the implementation of the Pledge of Waqf on Copyright. Another obstacle is that there are no specific regulations governing the implementation of waqf on Intellectual Property.Keyword: Waqf, Intellectual Property Rights, Copyrights, PPAIW (Officials Maker of the Waqf Pledge Deed) AbstrakHak Kekayaan Intelektual termasuk harta benda bergerak yang bisa diwakafkan, salah satunya adalah Hak Cipta. Hak Cipta sebagai harta Wakaf dirumuskan dalam Pasal 16 ayat (2) Undang-Undang Nomor 28 Tahun 2014 Tentang Hak Cipta. Dalam wakaf terjadi peralihan hak yang dituangkan dalam bentuk ikrar wakaf yang dibuat dihadapan Pejabat Pembuat Akta Ikrar Wakaf dalam bentuk Akta Ikrar Wakaf (AIW). Tujuan penelitian ini adalah untuk mengetahui pelaksanaan wakaf hak cipta oleh Pejabat Pembuat Akta Ikrar Wakaf serta kendala yang mungkin muncul dalam pelaksanaannya. Metode penelitian yang digunakan dalam penyusunan skripsi ini adalah metode penelitian Normatif, dengan menggunakan teknik analisis kualitatif. Dari hasil penelitian dapat diambil kesimpulan bahwa pelaksanaan wakaf hak cipta dilakukan sama seperti wakaf benda lainnya, yaitu berdasarkan Peraturan Pemerintah Nomor 42 Tahun 2006 Tentang Pelaksanaan Wakaf yang dilaksanakan oleh Pejabat-Pembuat-Akta-Ikrar-Wakaf. Kendala yang muncul dalam pelaksanaan wakaf hak cipta adalah kurangnya pengetahuan/pemahaman seorang kepala KUA sebagai PPAIW dalam pelaksanaan Ikrar Wakaf terhadap Hak Cipta. Kendala lainnya adalah tidak ada peraturan yang khusus mengatur tentang pelaksanaan wakaf terhadap Harta Kekayaan Intelektual.Kata Kunci: Wakaf, Hak Kekayaan Intelektual, Hak Cipta, Pejabat Pembuat Akta Ikrar АннотацияПрава интеллектуальной собственности включают движимое имущество, которое может стать вакфом, одним из таких прав является Авторское право. Авторское право как имущество Вакфа сформулировано в Главе 16 пункта (2) Закона № 28 от 2014 года об Авторском праве. На Вакфе есть переход прав, описанный в форме заверения Вакфа, сделанного перед официальным представителем по созданию акта об заверении Вакфа в форме Акта об заверении Вакфа (AIW). Цель этого исследования состоит в том, чтобы определить реализацию вакфа авторского права официальным представителем по созданию акта об заверении Вакфа и препятствия, которые могут возникнуть при его реализации. Метод исследования, использованный при подготовке данной статьи, является нормативным методом исследования с использованием методов качественного анализа. Из результатов исследования можно сделать вывод, что реализация вакфа авторских прав осуществляется так же, как и вакф других объектов, а именно на основании Постановления правительства № 42 от 2006 года о реализации вакфов официальным представителем по созданию акта об заверении Вакфа. Препятствием, возникающим при реализации закона о вакфе авторского права, является недостаток знаний/понимания главы Офиса по Духовным Делам как PPAIW при реализации Заверения Вакфа по Авторскому Праву. Еще одно препятствие заключается в том, что не существует конкретного регулирования о реализации Вакфа по объекту интеллектуальной собственности. Ключевые слова: вакф, права на интеллектуальную собственность, авторские права, официальный представитель по созданию акта об заверении Вакфа
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Oberauer, Norbert. ""Fantastic Charities": The Transformation of Waqf Practice in Colonial Zanzibar." Islamic Law and Society 15, no. 3 (2008): 315–70. http://dx.doi.org/10.1163/156851908x366156.

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AbstractThe present study examines the impact of British colonial rule on waqf practice in Zanzibar. I argue that colonial policy towards waqf did not aim at the dismantlement of waqf as such. Nonetheless, it disrupted traditional patterns of waqf practice. Traditionally, waqf was controlled by wealthy patron families who used endowments to foster bonds of dependence and loyalty with manifold clientele and to maintain mosques representing the patron's social status. This practice was antithetical to British political and economic ideas, which were modern and capitalist. British officials insisted that patrons must use their wealth as a business resource and that the maintenance of mosques was a responsibility of the state. Accordingly, the British controlled waqf administration classified endowments as either "family waqf" or "mosque waqf". The first was fully exploited in favour of the founder's family, while the latter was turned into revenue for public mosque upkeep. As a result, waqf ceased to be an economic base for patron-client relationships and clients were transformed into a modern working class entirely dependent on wage labour.
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Irfan budiono, Hamidah, and Mahmuddin Yasin. "The Role of Prophetic Leadership on Workplace Spirituality At sufism-based Islamic Boarding School." Journal of Business and Behavioural Entrepreneurship 4, no. 1 (June 16, 2020): 122–29. http://dx.doi.org/10.21009/jobbe.004.1.09.

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The purpose of this study is to analyze the effect of prophetic leadership on the workplace spirituality among officials and employees in an Islamic boarding school. This quantitative research used data collection through a survey, in a form of a set of questionnaire, in the Sufism-based Islamic boarding school in Tasikmalaya, Indonesia. The study sample consisted of 270 officials and employees of the boarding school. The data was analyzed using SEM with the AMOS 24 program, to test the effects. The research findings showed a significant effect of the prophetic leadership on the workplace spirituality. Originality of this research lies on the unit analysis of officials and employees at the sufism-base Islamic boarding school
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Maliuha, L. Yu. "PROBLEMS AND IMPROVEMENT AREAS OF LEGAL REGULATION OF CUSTOMS AUTHORITIES EMPLOYEES’ SOCIAL PROTECTION IN UKRAINE." Actual problems of native jurisprudence 4, no. 4 (June 2021): 45–49. http://dx.doi.org/10.15421/392178.

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The article focuses on identifying the needs and opportunities for improving the legal regulation of social protection of customs authorities employees in Ukraine. The paper highlights that today the legal regulation of social protection of customs employees is characterized by a number of problems, including the lack of appropriate inclusive approaches to personnel policy in the customs authorities, which causes risks for employees with disabilities, pregnant employees, etc.; formal and fragmentary delineation of certain measures of customs employees’ social protection in the Customs Code of Ukraine. Unresolved issues of the legal regulation of customs employees’ social protection create additional socio-legal risks for the level of social security of customs personnel, and demotivate the employees, which is an additional factor for the personnel crisis in the public service system. To solve these problems, the author proposes to create and approve the Conception of ensuring the standards for decent work and social security of customs officials for the period up to 2030, which will help to implement an inclusive approach to personnel policy in this government agency by means of ensuring gender equality among employees; creating a healthy psychological climate in the customs authorities; creating conditions for the integration of persons with disabilities and young able-bodied citizens without work experience into the working life by giving them the opportunity to work in the customs authorities. It is also proposed to make a number of amendments to the Customs Code of Ukraine, in particular, to improve the legal regulation of housing for customs officials, medical care and health care of customs officials and their families, including the regulation of funeral assistance for customs officials. The conclusions summarize the results of the research and emphasize the need for further analysis of the legal regulation of customs employees’ social protection in Ukraine.
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Voronina, Nadezhda А., Alsu Sh Shirokova, and Elena Yu Orlova. "THE SEVERITY OF THE MOTIVES OF PROFESSIONAL ACTIVITY AMONG TAX OFFICIALS." Scientific Review. Series 2. Human sciences, no. 6 (2020): 99–109. http://dx.doi.org/10.26653/2076-4685-2020-6-08.

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The article is devoted to the study of the motivation structure of tax authorities ' employees. The effective work of employees in a client-oriented approach is largely due to the peculiarities of their work motivation, which makes this topic relevant. The hierarchy of motives of professional activity is revealed. The leading motive among the employees of the tax service was “satisfaction with the process itself and the result of working”, and the least pronounced was " the desire to avoid criticism of managers and colleagues. A comparative analysis of the expressiveness of motives among employees, depending on the direction of their activities. Motivation complexes of employees of different departments of the Federal tax service of Russia are analyzed. It is shown that the optimal motivational complex is observed among the employees whose activities require creativity and analytical skills. External negative motivation prevails among the employees of non-priority departments.
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Hung, Tran Van, and Huong Le Thi Mai. "FACTORS AFFECTING WORK MOTIVATION OF OFFICERS AND LABORERS AT VIETNAM NATIONAL UNIVERSITY OF FORESTRY, SOUTHERN CAMPUS." EUrASEANs: journal on global socio-economic dynamics, no. 2(21) (April 4, 2020): 62–76. http://dx.doi.org/10.35678/2539-5645.2(21).2020.62-76.

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The study aims to identify the main factors affecting the motivation of officials and employees at the Vietnam National University of Forestry, Southern Campus. The research team collected primary data through the survey of 215 officials working at Vietnam National University of Forestry, Southern Campus. The research methods used are descriptive statistics, exploratory factor analysis (EFA), scale test (Cronbach’s Alpha), regression correlation analysis, and testing of the research hypotheses. As a result, 5 factors have been found to be affecting employees' working motivation, including: promotion opportunities and career development; wages, bonuses and benefits, stable jobs; leader; friendship colleague. On this basis, the study proposes a number of recommendations to improve the motivation of school officials.
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Sahriyal, Sahriyal, Erny Erny, and Nedra Neswita. "Pelatihan Penggunaan Internet Bagi Pegawai Kantor dan Perangkat Desa Rantau Mapesai." Jurnal Pengabdian Masyarakat (abdira) 2, no. 3 (July 27, 2022): 145–50. http://dx.doi.org/10.31004/abdira.v2i3.184.

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The development of the Internet makes it very easy to complete administrative work so that it requires good skills on the internet for office employees and village officials in Rantau Mempesai, Indragiri Hulu Regency, Riau Province, so training is needed. The College of Technology (STTI) lecturer team decided to hold community service (PKM) in the form of the training. The purpose of the training is to equip office employees and village officials how to complete the administration of government activities so that the administrative work process can be carried out in a very short and efficient time by searching for information, storing data and sending data. This training is carried out using lecture methods, discussions and hands-on practice with discussions on web browsing, Gmail and Geoggle drive. The results of this training evaluation showed a large increase (85.2%) of understanding for office employees and village officials in using the internet to improve skills in the field of technology.
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Dissertations / Theses on the topic "Endowments Officials and employees"

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Edwards, Marlene. "The social organization of a secondhand clothing store : informal strategies and social interaction amongst volunteer workers." Title page, table of contents and abstract only, 1988. http://web4.library.adelaide.edu.au/theses/09PH/09phe2655.pdf.

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Kwok, Kok-ming Andrew. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service." [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12361100.

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Luk, Ming, and 陸明. "A study of the ranking process of civil service grades in the Hong Kong government." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31975112.

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Leong, Yua-yan Susanna. "Investment in people : training strategy of the Environmental Protection Department /." [Hong Kong : University of Hong Kong], 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13762187.

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Enachescu, Janina, Maximilian Zieser, Eva Hofmann, and Erich Kirchler. "Horizontal Monitoring in Austria: subjective representations by tax officials and company employees." SpringerOpen, 2019. http://dx.doi.org/10.1007/s40685-018-0067-1.

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The implementation of Horizontal Monitoring (HM) in Austria represents a shift in the prevailing command-and-control paradigm towards enhanced cooperation between taxpayers and tax authorities. In the present paper, we assess how HM is perceived by different stakeholder groups when it was introduced as a pilot project embedded in the "Fair Play Initiative" launched by the Austrian Ministry of Finance. We collected quantitative and qualitative data from tax auditors and staff of tax offices responsible for large-scale enterprises who were either directly involved or not involved in the HM pilot project, from employees of participating enterprises as well as from employees of enterprises which did not participate in the project. Results show that representations of HM were most positive among employees from HM companies and tax officials directly involved, whereas participants from the tax administration who did not take part in the project were skeptical at the beginning and remained skeptical over time. As shown in organizational change studies, the acceptance or resistance regarding the paradigm change represented by HM may originate from uncertainty and misperceptions of its goals and strategies and from speculations, particularly by poorly informed members.
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郭國銘 and Kok-ming Andrew Kwok. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31975410.

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Rademan, Desmond John. "An investigation into employee perceptions and experience of performance appraisal in the public sector." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51605.

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Thesis (MComm)--Stellenbosch University, 2000.
ENGLISH ABSTRACT: While the current trend among a number of organisations is to integrate performance appraisal with performance management systems or even 'replace' it with performance management systems, it is still an extremely highly utilised process. The probable reason for this, is that the major use of performance appraisal is as a management tool whereby the quality of personnel decisions can be enhanced when an effective system is in place. Ideally the use of a formal process, focused on objective, job orientated criteria, will empower management to make meaningful decisions which will not only be to the benefit of individual workers but will contribute to the overall effectiveness and efficiency of the organisation. Apart from the fact that it is used as a management tool, other major objectives of performance appraisal are to determine the administrative and developmental needs of individuals in the interests of their own progress and development as well as that of the organisation. There are therefore, two fundamental parties involved in appraisal, being the appraisee and the appraiser and it is inevitable that the approach to, or the perception of the subject should be different in some, or many ways. Aspects such as utility, fairness, ethics, motivation, accuracy, validity, rating errors, effectiveness and feedback, should therefore be examined in more detail in order to determine where specific problem areas may lie. Serious perceptual differences concerning the process will surely create obstacles and eventually lead to an inefficient system. The aim of this study was to determine the extent to which differing perceptions playa role in the acceptance or rejection of the appraisal system in general terms and specifically in terms of the aspects mentioned above, from the point of view of subordinates and supervisors. The diagnostic instrument used in this study was adapted from those of Mount (1983) (named the Leadership Analysis Questionnaire) and Ie Roux (1989) to include aspects which are more in line with features of the performance appraisal system unique to the participating organisation. Two different forms of questionnaires were used in this study. One was designed for completion by subordinates and the other by supervisors. These two groups were further subdivided into two groups referred to as achievers and nonachievers. The overall response to the questionnaires was very satisfactory in that 431 of the 600 questionnaires were returned (almost 72%) of which 44 were not usable. Of the 186 supervisors' responses which could be used for statistical analysis, 80 were categorised as achievers and of the 201 subordinates' responses which could be used for statistical analysis, 38 were categorised as achievers. The research revealed statistically significant differences in perception between different computations of all groups in respect of fairness, ethics, accuracy, rater error and administrative aspects. It is recommended that future research should be directed at the underlying reasons for perceptual differences between supervisors and subordinates, regarding the factors mentioned above, with the aim of improving communication and relationships. Another area would be to investigate the feasibility of organisations incorporating performance appraisal into a more integrated performance management system.
AFRIKAANSE OPSOMMING: Hoewel talle organisasies tans daartoe neig om prestasie-beoordeling by prestasiebestuur in te skakel of om dit selfs daardeur te vervang, is dit steeds 'n hoogs aangeskrewe proses. Die waarskynlikste rede hiervoor is dat prestasie-beoordeling hoofsaaklik dien as bestuurshulp ten opsigte van die verbetering van personeelbesluite waar 'n doeltreffende stelsel reeds bestaan. Die ideaal is dat die gebruik van 'n formele proses met objektiewe, werkgeoriënteerde kriteria as uitgangspunt, bestuur bemagtig om sinvolle besluite te neem wat nie net tot voordeel van die werker as individu strek nie, maar ook tot die algehele doeltreffendheid van die organisasie. Benewens prestasie-beoordeling se bestuurshulpfunksie, is 'n ander belangrike mikpunt daarvan om die administratiewe en ontwikkelingsbehoeftes van individue te help bepaal - nie net in die belang van hul eie vordering en ontwikkeling nie, maar ook in die belang van die organisasie s'n. Daarom is daar basies twee partye betrokke by prestasie-beoordeling, naamlik die beoordelaar en diegene wat beoordeel word. Dit is dus onvermydelik dat die benadering tot of waarneming van die onderwerp in 'n paar en dikwels selfs in talle opsigte sal verskil. Dit is dus belangrik dat aspekte soos bruikbaarheid, regverdigheid, etiek, motivering, akkuraatheid, geldigheid, beoordelingsfoute, doeltreffendheid en terugvoering in groter besonderhede ondersoek word om vas te stel waar probleemareas moontlik mag voorkom. Ernstige perseptuele verskille wat die proses betref, kan stuikelblokke veroorsaak en aanleiding gee tot 'n ondoeltreffende stelsel. Die doel van hierdie studie was om vas te stel in watter mate verskillende persepsies kan bydra tot die aanvaarding of verwerping van die beoordelingstelseloor die algemeen en in die besonder ten opsigte van bogenoemde aspekte soos beskou vanuit beide die toesighouer en die ondergeskikte se oogpunt. Die diagnostiese meetinstrument wat gebruik is, is 'n aanpassing van Mount (1983) se "Leadership Analysis Questionnaire" en dié van Le Roux (1989) en sluit aspekte in wat in 'n groter mate tred hou met die eienskappe van die beoordelingstelsel eie aan die deelnemende organisasie s'n. Twee verskillende vraelyste is gebruik vir toesighouers en onder-geskiktes. 'n Bykomende verdeling is gemaak tussen presteerders en niepresteerders. Die reaksie op die vraelyste was, op die keper beskou, baie bevredigend, aangesien 431 van die 600 vraelyste terugontvang is - bykans 72%. Hiervan was 44 onbruikbaar. Van die 186 toesighouersvraelyste wat gebruik kon word vir statistiese ontleding, is 80 as dié van presteerdes geklassifiseer, en van die 2010ndergeskiktes se vraelyste 38. Die ondersoek het in sy berekeninge statistiese beduidende verskille uitgewys ten opsigte van die verskillende groepe se persepsies van regverdigheid, etiek, akkuraatheid, beoordelingsfoute en administratiewe aspekte. Daar word aanbeveel dat toekomstige navorsing gerig word op die onderliggende,redes vir die perseptuele verskille tussen toesighouers en ondergeskiktes, met inagneming van bogenoemde faktore en met die mikpunt die verbetering van kommunikasie en verhoudinge. Nog navorsing sou ook gedoen kon word om te bepaal hoe uitvoerbaar dit vir 'n organisasie sou wees om prestasie-beoordeling in te skakel by 'n stelsel wat prestasiebestuurgerig is.
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Kennard, Douglas B. "Adequacy of public services in rural jurisdictions as perceived by local officials /." The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487327695622374.

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Chajnacki, Gregory M. "An assessment of human resource career development programs within targeted city governments." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1995.
Source: Masters Abstracts International, Volume: 45-06, page: 2936. Abstract precedes thesis as preliminary leaves i-iv. Typescript. Includes bibliographical references (leaves 80-84).
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Wickline, Tina M. "Attitudes of county commissioners toward farmland preservation in West Virginia." Morgantown, W. Va. : [West Virginia University Libraries], 2006. https://eidr.wvu.edu/etd/documentdata.eTD?documentid=4514.

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Thesis (M.S.)--West Virginia University, 2006.
Title from document title page. Document formatted into pages; contains ix, 73 p. : ill. (some col.). Vita. Includes abstract. Includes bibliographical references (p. 47-48).
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Books on the topic "Endowments Officials and employees"

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T, Boris Elizabeth, and Daniels Arlene Kaplan 1930-, eds. Working in foundations: Career patterns of women and men. New York, N.Y: Foundation Center, 1985.

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Brian, O'Connell. The board member's book: Making a difference in voluntary organizations. New York, N.Y: Foundation Center, 1985.

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Brian, O'Connell. The board member's book: Making a difference in voluntary organizations. 2nd ed. New York: Foundation Center, 1993.

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Proscio, Tony. Bad words for good: How foundations garble their message and lose their audience. New York: Edna McConnell Clark Foundation, 2001.

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Proscio, Tony. When words fail: How the public interest becomes neither public nor interesting. New York: Edna McConnell Clark Foundation, 2005.

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Proscio, Tony. In other words: A plea for plain speaking in foundations. New York: Edna McConnell Clark Foundation, 2000.

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The board member's guide: A beneficial bestiary. Winnetka, Ill: Conversation Press, 1995.

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Abdullah, Said, Senkuttuvan Arun, and Institute of Southeast Asian Studies, eds. VR Nathan: Community servant extraordinary. Singapore: Institute of Southeast Asian Studies, 2012.

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Council, Massachusetts Cultural. The Municipal guide to local cultural councils: A primer for local government officials. Boston, Mass: The Council, 1997.

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Intelligence, United States Central Intelligence Agency Directorate of. Top officials in Moldova. Washington, D.C.]: Central Intelligence Agency, Directorate of Intelligence, 1992.

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Book chapters on the topic "Endowments Officials and employees"

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Tochtermann, Peter. "Staff." In Unified Patent Protection in Europe: A Commentary. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198755463.003.0160.

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The staff of the Court consist of the officials and other employees of the Court. However, judges are not officials in the sense of Art 16 UPC Statute. The officials and other employees of the Court are responsible to the Registrar, under the authority of the President of the Court of Appeal or the President of the Court of First Instance.
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"Chapter 5 The Officials and Employees of the Vienna Gestapo." In The Vienna Gestapo, 1938-1945, 83–113. Berghahn Books, 2022. http://dx.doi.org/10.1515/9781800732605-011.

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Schmid, Günther. "Towards an employment strategy of inclusive growth." In Reframing Global Social Policy. Policy Press, 2017. http://dx.doi.org/10.1332/policypress/9781447332497.003.0007.

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The inclusive growth agenda prioritises a broad based, employment centred pattern of growth as a foundation of social development. Welfare goals cannot be pursued solely through taxes and transfers ‘after the economic event’. The focus must also be upon the predistribution of economic endowments such as human capital, on the distribution of opportunities within the labour market as well as the wages and conditions of the workforce. This means raising the general level of education and training in the workforce, promoting inclusion of marginalized employees, encouraging transitions between various employment relationships over the life course, and ensuring the potential of social mobility.
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Congleton, Roger D. "Choosing a Good Society." In Solving Social Dilemmas, 222–56. Oxford University PressNew York, 2022. http://dx.doi.org/10.1093/oso/9780197642788.003.0008.

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Abstract When choosing among alternative constitutional designs and constraints for governments, forward-looking voters will delegate authority to governments only to the extent that they believe them to be trustworthy, which in turn varies with the ethos commonplace among government officials. The more trustworthy government employees and elected officials are perceived to be relative to others, the more authority voters will be inclined to delegate to their governments. Institutional designs alone are not sufficient to generate good government—as evidenced by recent findings that suggest that constitutional democracies vary in their performance because of differences in their most commonplace ethical dispositions.
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"Differences in the Food Safety Perceptions of Consumers, Employees, and Regulatory Officials .................................................... Ameet Tyrewala." In Food Safety, 209–30. Apple Academic Press, 2016. http://dx.doi.org/10.1201/b16705-17.

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Bakhru, Kanupriya Misra, and Alka Sharma. "Unlocking Drivers for Employee Engagement Through Human Resource Analytics." In Research Anthology on Human Resource Practices for the Modern Workforce, 471–90. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3873-2.ch025.

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The authors have discussed in detail the meaning of employee engagement and its relevance for the organizations in the present scenario. The authors also highlighted the various factors that predict the employee engagement of the employees in the varied organizations. The authors have emphasized on the role that HR analytics can play to identify the reasons for low level of engagement among employees and suggesting ways to improve the same using predictive analytics. The authors have also advocated the benefits that organizations can reap by making use of HR analytics in measuring the engagement levels of the employees and improving the engagement levels of diverse workforce in the existing organizations. The authors have also proposed the future perspectives of the proposed study that help the organizations and officials from the top management to tap the benefits of analytics in the function of human resource management and to address the upcoming issues related to employee behavior.
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Bakhru, Kanupriya Misra, and Alka Sharma. "Unlocking Drivers for Employee Engagement Through Human Resource Analytics." In Advances in Human Resources Management and Organizational Development, 236–55. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7799-7.ch014.

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The authors have discussed in detail the meaning of employee engagement and its relevance for the organizations in the present scenario. The authors also highlighted the various factors that predict the employee engagement of the employees in the varied organizations. The authors have emphasized on the role that HR analytics can play to identify the reasons for low level of engagement among employees and suggesting ways to improve the same using predictive analytics. The authors have also advocated the benefits that organizations can reap by making use of HR analytics in measuring the engagement levels of the employees and improving the engagement levels of diverse workforce in the existing organizations. The authors have also proposed the future perspectives of the proposed study that help the organizations and officials from the top management to tap the benefits of analytics in the function of human resource management and to address the upcoming issues related to employee behavior.
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Adkison, Danny M., and Lisa McNair Palmer. "Miscellaneous." In The Oklahoma State Constitution, 321–28. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780197514818.003.0031.

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This chapter explores Article XXIII of the Oklahoma constitution. Section 1 promotes industrial welfare of the people by fixing a high standard for employees on public work. It states that “eight hours shall constitute a day’s work in all cases of employment by and on behalf of the State or any county or municipality.” Section 1A reflects the state’s concerns that no person be forced to participate in, or pay for, a labor union and its activities. Section 2 prohibits the contracting of convict labor, while Section 3 prohibits “the employment of children, under the age of fifteen years, in any occupation, injurious to health or morals or especially hazardous to life or limb.” Section 5 deals with the health and safety of employees in factories, in mines, and on railroads. Section 10 focuses on the salary and emoluments of public officials.
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Vosko, Leah F. "Maintaining a Bargaining Unit of Seasonal Agricultural Worker Program (Sawp) Employees." In Disrupting Deportability, 65–83. Cornell University Press, 2019. http://dx.doi.org/10.7591/cornell/9781501742132.003.0004.

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This chapter analyzes how threats and acts of blacklisting impeded the fair application of the collective agreement between UFCW Local 1518 and Sidhu & Sons. The detection and analysis of the blacklisting of bargaining unit members at Sidhu uncover important “truths” about the management of migration among temporary migrant workers with the prospect of return. Broadly, it demonstrates that institutionalized programs' mechanisms, promoted in the global policy discourse embracing migration management as a means of stemming the flow of “irregular migration,” can impede access to and the exercise of labor rights. More narrowly, it shows that SAWP's “best practices” are by no means neutral, but are instead consistent with the dynamics of global capitalism, producing a race to the bottom in conditions of work and employment. This model temporary migrant work program (TMWP) permits state officials to behave in unprincipled ways that can involve, among other things, defying collective agreement provisions by delegating key responsibilities related to readmission—such as recruitment, selection, and aspects of documentation—to those in the interior and posted abroad. It also illustrates vividly how a labor relations tribunal compelled to prioritize national, and thereby sending-state, sovereignty, can be inhibited in—and even prevented from—implementing and enforcing host-state labor laws under its oversight.
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Collins, Richard B., Dale A. Oesterle, and Lawrence Friedman. "Ethics in Government." In The Colorado State Constitution, 449–56. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190907723.003.0029.

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This chapter covers Article XXIX of the Colorado Constitution on ethics in government. The article was added by citizens’ initiative in 2006. Its essential purpose was to outlaw gifts defined in Section 3 to public officers, employees, and their families. The section’s stricter ban allows no gift of any value by lobbyists except for campaign contributions; it specifically outlaws meals and beverages. Enforcement is committed to an Independent Ethics Commission (IEC) appointed as specified in Section 5. Since undertaking enforcement of the amendment, IEC has issued numerous decisions. Rulings are often responses to anticipatory requests by public officials, but some address attempts to discredit political opponents.
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Conference papers on the topic "Endowments Officials and employees"

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Trubitsyn, Konstantin, Olga Kalmykova, Svetlana Dykina, Natalia Masloboynikova, and Julia Gorbunova. "Formation of conflict competence of customs officials." In Human resource management within the framework of realisation of national development goals and strategic objectives. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.sfta4521.

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Customs officials must be able to act in terms of non-standard, crisis situations, bear social and ethical responsibility for decisions made, give moral assessment of corruption and other violations of professional ethics; work in a team, be tolerant to social, ethnic, religious and cultural differences; and carry out effective business communication. The authors substantiates the relevance of the process of increasing the level of conflict competence of Customs students (Samara State Technical University), heads and officials of customs authorities. The results of various sociological studies conducted among employees and officials of customs authorities are presented. The authors analyzed the relationship of job satisfaction with subjective factors of the organizational environment (stress of the organizational environment, moral and psychological climate, comfort level of the organizational environment, staff loyalty level, etc.). Methodological recommendations for the formation of conflict competence among customs officials have been offered. The effectiveness of the proposed measures was evaluated using the DEA-method.
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Kuras, Tatyana, and Sofia Kuras. "Commemorative Books of the Russian Empire as a Historical Legal Document." In Irkutsk Historical and Economic Yearbook 2020. Baikal State University, 2020. http://dx.doi.org/10.17150/978-5-7253-3017-5.51.

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The author examines commemorative books as a source of study of the judiciary and the prison authorities of the Russian Empire in the second half of the 19th and early 20th centuries. The quantitative and personal composition of the officials of these bodies, their changes over the years are analyzed. Significant differences have been revealed in the placement of information about employees of these bodies in the commemorative books of various provinces and regions.
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Молчанова, Елена. "Немцы на Дальнем Востоке России во второй половине XIX — начале XX вв." In Россия — Германия в образовательном, научном и культурном диалоге. Конкорд, 2021. http://dx.doi.org/10.37490/de2021/017.

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The article is devoted to the Germans who lived and worked in the Russian Far East in the second half of the XIX — early XX centuries. The author identifies two groups in the German diaspora of the region. The first group is Russia Germans who moved to the Russian Far East from central regions of Russia. They were mostly officials, military personnel, and representatives of the intelligentsia. The second group is Germans who arrived directly from Germany and other countries. Most of them were entrepreneurs and employees of their firms. The article shows the contribution of the Germans to the development of the Far Eastern region of the Russian Empire.
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SH. Noory, Hayder, and Suhair Adil Hamed. "The Interaction of Human Engineering and Total Quality Management and their impact on Value Engineering: applied research in the Diyala State Company." In 11th International Conference of Economic and Administrative Reform: Necessities and Challenges. University of Human Development, 2022. http://dx.doi.org/10.21928/icearnc/24.

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The research tests the relationship of the interaction of the two explanatory variables, human engineering with four dimensions: human engineering: (physical, environmental, organizational, and cognitive), with total quality management in six dimensions: (quality management system, administrative leadership commitment, employee integration and training, strategic quality planning, and operations management Productivity, continuous quality improvement), and the impact of their interaction on the responsive variable one-dimensional value engineering, as well as testing the direct correlation and effect relationships between variables by testing four main hypotheses in Diyala State Company as a site for conducting the research, and data were collected from 271 individuals who represented the research sample. They were chosen at random, and varied between employees, unit officials, and department managers. The research relied on the questionnaire as the main measurement tool, and used descriptive and inferential statistical methods to answer the problem, test hypotheses and interpret its results. Recommendations that the company should adopt the research model because of its impact on engineering the value of its products and production processes.
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SH. Noory, Hayder, and Suhair Adil Hamed. "The Interaction of Human Engineering and Total Quality Management and their impact on Value Engineering: applied research in the Diyala State Company." In 11th International Conference of Economic and Administrative Reform: Necessities and Challenges. University of Human Development, 2022. http://dx.doi.org/10.21928/uhdicearnc/24.

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The research tests the relationship of the interaction of the two explanatory variables, human engineering with four dimensions: human engineering: (physical, environmental, organizational, and cognitive), with total quality management in six dimensions: (quality management system, administrative leadership commitment, employee integration and training, strategic quality planning, and operations management Productivity, continuous quality improvement), and the impact of their interaction on the responsive variable one-dimensional value engineering, as well as testing the direct correlation and effect relationships between variables by testing four main hypotheses in Diyala State Company as a site for conducting the research, and data were collected from 271 individuals who represented the research sample. They were chosen at random, and varied between employees, unit officials, and department managers. The research relied on the questionnaire as the main measurement tool, and used descriptive and inferential statistical methods to answer the problem, test hypotheses and interpret its results. Recommendations that the company should adopt the research model because of its impact on engineering the value of its products and production processes.
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Kamrádová, Lucie, and Marie Sciskalová. "The difficulty of an official performing in public administration with a focus on the Czech Republic." In Contemporary Issues in Business, Management and Economics Engineering. Vilnius Gediminas Technical University, 2019. http://dx.doi.org/10.3846/cibmee.2019.047.

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Purpose – the paper aims to present public administration as a managerial organisation which puts many requirements on its employees, respectively on officials in public administration. In today’s globalised society, the boundaries between the public and private sectors are mutually intertwined. The difficulty of official’s profession, both in terms of knowledge and psychology, is often wrongly criticised by civil society. The paper intends to point out the particular requirements and specify the risks carried by this profession. Research methodology – the basic methods used are from the area of qualitative research. These are methods of analysis, induction and deduction. The method of description is used in the whole paper. Findings – the result of the article is the identification of the principal risks and threats in the exercise of official activity. Research limitations – the authors of the article see a certain limit that it is impossible to assess the demandingness of the official’s performance in terms of the quantitative, as the structure of executive positions within the Czech Republic is problematic. Practical implications – the identified risks can be beneficial for human resources management in public administration, to avoid frequent burnout in this profession. Originality/Value – the paper presents the new perspective of a public servant
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