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When employees are happy, they produce better work, are more likely to speak highly of the organization to others, and will stay longer. Failing to invest in a good corporate culture can have ...
Another way to think of performance improvement is to see it as improvement in four potential areas: input requirements; e.g. working capital, material, replacement or reorder time, and set-up requirements. throughput requirements, often viewed as process efficiency; this is measured in terms of time, waste, and resource utilisation.
However, it is only a pseudo-promotion: a move from one unproductive position to another. This improves staff morale, as other employees believe that they too can be promoted again. [3]: 32–3 Another pseudo-promotion is the "lateral arabesque": when a person is moved out of the way and given a longer job title. [3]: 34–5
Furthermore, happier employees display a higher level of loyalty, as they tend to stay for far longer periods in their organizations. Happiness at work is the feeling that employee really enjoy what they do and they are proud of themselves, they enjoy people being around, thus they have better performance.
The stock, which closed at $378.25 on the day Jobs died, has rallied more than 60% since then as investors have learned to appreciate Cook's style, which includes paying a handsome dividend that ...
Another model of organizational justice proposed by Byrne [20] and colleagues [21] suggested that organizational justice is a multi-foci construct, one where employees see justice as coming from a source - either the organization or their supervisor. Thus, rather than focus on justice as the three or four factor component model, Byrne suggested ...
Less skilled or motivated employees would require a style that is more controlling and fosters consistent supervision to ensure productivity. Highly motivated or skilled employees require less supervision and direction as they are typically more technically skilled than management and have the ability, and desire, to make more autonomous decisions.
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