Certificate Of Appreciation Research Articles

NGO Automation Suite with RPA

Abstract: The COVID-19 outbreak has forced every NGO to operate with reduced manpower and facing lot of operational challenges. Every NGO is trying to automate end to end process of campaign outreach, Donation management, Report generation, KYC Verification and Customer email query automation. This virtual registration experience will help NGO to collect, manage and update registration details easily for multiple campaigns. User will receive automated email with KYC verification, Hospital Appointment and Certificate of Appreciation.

Metode Simple Additive Weighting Dalam Pengukuran Prestasi Karyawan

Employees in an organization or company are an important asset in addition to other resources. Having employees who are highly dedicated will certainly greatly affect the continuity and progress of the company, especially in the face of global competition, of course, employees who are ready to face it are needed. PT. Nagabhuana Group Unit 7 Samarinda, which is a growing company, has prepared all of this, one of which is by boosting employee motivation by giving awards to employees with the best performance in the form of bonuses, incentives and certificates of appreciation. To be able to make an objective and more accurate assessment, of course, a decision support system is needed that can help overcome these problems. By using the Simple Additive Weighting Method (SAW) the HRD manager of PT. Nagabhuana can be helped in determining the best employees in his company, the results obtained from the calculation of the Simple Additive Weighting Method are very fast and precise so that it can minimize errors that can certainly harm employees

Increasing Tax Compliance Behaviour Through Accommodative Approaches and Tax Rewards

The present paper uncovers the role of tax rewards and other determinants in increasing tax compliance behaviour in Malaysia. Focus is given to the accommodative approach, a ‘softer’ approach than the deterrence approach. Seven strategies are examined: tax education, treatment by the tax authority, Special Voluntary Disclosure Programme (SVDP), which are the Inland Revenue Board Malaysia (IRBM’s) current strategies together with four forms of proposed tax rewards which are cash vouchers, lucky draw, certificate of appreciation and privilege card. From a survey of 501 respondents, the results suggest that IRBM’s two current strategies (treatment by the tax authority; SVDP) have a significant positive relationship with tax compliance behaviour. Adversely tax education is found insignificant, proposing to IRBM to amend and improve their tax education programme. In addition, this study suggested implementing tax rewards in nonmaterial form as one of the strategies since the privilege card appears to influence tax compliance behaviour positively. The findings of this study provide significant and valuable input to IRBM in evaluating current compliance strategies and the proposal of embedded tax rewards as strategies to cultivate tax compliance behaviour

The effect of employee recognition on restaurant employees’ job embeddedness, knowledge sharing and service orientation: abusive supervision as a moderator

PurposeThe purpose of this paper is to develop and test a research model that explores the interrelationships of employee recognition, job embeddedness (JE), knowledge sharing, service orientation and abusive supervision. Specifically, the model proposes that JE mediates the impact of recognition on knowledge sharing and service orientation, while abusive supervision moderates the indirect influence of recognition on knowledge sharing and service orientation via JE. The model also proposes that JE and knowledge sharing mediate the link between recognition and service orientation in a sequential manner.Design/methodology/approachData were gathered from restaurant frontline employees in three waves in Ghana. The hypothesized links were gauged via structural equation modeling using Mplus 7.4.FindingsThe vast majority of the hypothesized relationships were supported by the empirical data. Specifically, JE mediated the impact of recognition on knowledge sharing and service orientation. JE and knowledge sharing sequentially mediated the impact of recognition on service orientation. Abusive supervision moderated the positive effect of recognition on JE and JE on knowledge sharing such that the effects were stronger among frontline employees with low levels of abusive supervision. In addition, abusive supervision moderated the indirect effect of recognition on knowledge sharing through JE. On the contrary, abusive supervision did not significantly moderate the linkage between JE and service orientation. This is also true for abusive supervision as a moderator of the indirect influence of recognition on service orientation via JE.Practical implicationsManagement should not only focus on financial rewards but also consider non-financial rewards such as employee recognition. This is what is overlooked among practitioners. Therefore, restaurant managers/supervisors should use recognition mechanisms such as certificate of appreciation, plaque of honor and/or oral praises wherever possible to trigger employees’ JE, knowledge sharing and service orientation. Restaurateurs should also arrange training programs for supervisors to make them avoid practicing abusive supervision that would erode JE and knowledge sharing.Originality/valueEvidence about the organizationally valued consequences of employee recognition in the hospitality literature is sparse. With this realization, this paper advances the current knowledge by gauging JE as a mediator between recognition and knowledge sharing and service orientation. Unlike other empirical pieces, JE and knowledge sharing as the sequential mediators of the effect of recognition on service orientation are tested. This paper advances the current knowledge base by assessing abusive supervision as a moderator concerning the previously mentioned linkages. This paper also contributes to the literature by gauging abusive supervision as a moderator of the indirect impact of recognition on knowledge sharing and service orientation via JE.

PEMBERDAYAAN MASYARAKAT MELALUI KELOMPOK TANI JERUK KALAMANSI

This study aims to systematically obtain information related to community empowerment through kalamansi citrus farmer groups. The method used is the focus group discussion by getting the results that community empowerment through the kalamansi citrus farmer group was established in 2008, has 27 members, the natural lemongrass farmer group gets certificate of appreciation from the Governor of Bengkulu as an Independent Kalamansi Citrus Farm Farmer / Success in the Context of the 50th Anniversary of Bengkulu Province, on 18 November 2018. As time goes by, Kalamansi oranges have produced many fruits, the empowerment of sustainable natural lemongrass farmer groups in Padang lemongrass village is one of a form of community empowerment. The community usually sells it in the form of fresh fruit to market traders in the city of Bengkulu. With the empowerment of this sustainable natural fresh farmer group, the community can use their land as a kalamansi orange plantation where the products they plant will be traded in the market or to Mr. Amti who needing the raw material for kalamansi syrup, the community can increase their family's economic income by planting kalamansi and oranges the community also conserves kalamsi citrus fruit in the city of Bengkulu. Keywords: Empowerment, farmer groups, kalamansi oranges.

Business Intelligence System for Evaluation of Widyaiswara Ministry of Religious Affairs Performance

The Religious Research, Development and Training Agency of the Ministry of Religious Affairs as a supervisory unit for Widyaiswara functional positions, has the task of evaluating the performance of Widyaiswara of the Ministry of Religious Affairs. That demands the availability of a need for reports or data that presented quickly and accurately when the Widyaiswara performance evaluation process is conducted every year. The problem that occurs these days is that the data on the result of credit score of Widyaiswara assessment are stored in an unstructured excel file. This study utilizes the data warehouse and business intelligence in the process of Widyaiswara performance evaluation. The OLTP (Online Transaction Process) Data that presented for data warehouse is the result of credit score of Widyaiswara assessment. The planning of data warehouse conducted through nine-steps methodology that created by Kimball and Ross, then those data were analyzed using OLAP (Online Analytical Processing) in the application of qliksense in the form of dashboard business intelligence to present the data in a faster visual form. The result, giving the information to the leader to evaluate the performance of Widyaiswara, especially in making decision such as circular letter to improve the quality of Widyaiswara performance, the minimum score limit in the performance agreement, reward in the form of certificate of appreciation for the highest score and punishment in the form of warning letter for the low total score.

ЗАОХОЧЕННЯ ЯК МЕХАНІЗМ ВПЛИВУ НА ПРОФЕСІЙНЕ САМОВДОСКОНАЛЕННЯ ВИКЛАДАЧІВ ІНОЗЕМНИХ МОВ КРАЇН ЄВРОПЕЙСЬКОГО СОЮЗУ

Recently, the importance of international cooperation in education, the use of the best practices of higher education institutions in the European Union, the development of pedagogical skills and professional activities to organize the process of foreign language teaching has been growing, so the issue of encouragement as a mechanism of influence on the professional development of foreign language teachers is relevant. It is noted that organization of higher education in the European Union has both much in common and in different. It is stated that the professional development of foreign language teachers in the European Union is a dynamic and continuous process that lasts throughout their activities. An important place is given to the motivation of teachers to self-improvement in order to achieve the highest level of professionalism. Teachers’ self-improvement allows them to deepen their professional competence by understanding the social and cultural dimensions of education, based on their own needs and requirements of society. It is determined that any culture finds its unique reflection in the language, as well as in the study of the cultural heritage of the people, which is enshrined in their language as a reflection of the spiritual world of humans and their culture. It is emphasized that an important role in the motivational process of encouragement as a mechanism for influencing the professional selfimprovement of foreign language teachers is played by the current system of encouragements in each European Union country. Encouragement systems reflect both the professional activity of an individual and the historical development of the country. Encouragement is a positive stimulating effect on the needs, interests, consciousness, will, behavior of foreign language teachers, as well as on the results of their work. Encouragement arouses the interest of the individual in obtaining certain social benefits and is used in cases of achieving results in own professional activities. Encouragement is used for successful performance of professional duties, important tasks, long-term work and is a mechanism of influence on the development of professional self-improvement. The analysis of scientific works on the problem under research shows that in the European Union countries national educational traditions are combined, that the motivational process for self-improvement depends on individual characteristics, age, pedagogical experience, scientific degree, position and is encouraged by the relevant stimulating moral (expression of gratitude, rewarding with certificate of appreciation, etc.) and material (rewarding with a gift, additional payments, financial awards, grants, etc.) systems of payment for work. The system of additional payments is non-uniform not only in the universities of different European Union countries, but also within a specific higher education institution. Teachers can be nominated for state awards for outstanding merit to the country. State awards are the highest form of recognition for high merit in the development of education, science, economy, culture. State awards are established exclusively by the laws of each country.

2018 JSPE Certificate of Appreciation for Corporate Member

2018 JSPE Certificate of Appreciation for Corporate Member

Womens Health & Nutrition 2020-Awards 2020

1. Hilaris Scientific Service Achievement Award The Hilaris Scientific Service Achievement Award seeks to recognize an individual for their significant contribution and service to society, excellence in practice, research & innovation, and leadership quality in the sector of Women's Health and Nutrition 2020. We recognize your service, which has created a significant impact in overall quality of life of others, improved the society and motivated the young followers. Applicants should be able to demonstrate that their attention to details has impacted the overall quality of life & their innovation that has brought a change in the society for a better tomorrow. Eligibility The Hilaris Scientific Service Achievement Award is open to all Individuals who had a significant contribution in the sector, and engage themselves into innovative research, Services and product development. Candidate should have minimum 15+ years of experience in the core research or relevant field. It is applicable for the candidates of Public services, Government service, or Private sectors also. Basis for Judging Selection will be on the basis of individual accomplishments, quality & standards of research/services, innovation in terms of serving public domains, scope of the research/service for the society beyond the boundary of the organization or company. Nomination We invite online applications from desired candidates, selfnomination or nominated by colleagues/organizations (both private & public sectors). Presentation This award will be presented at Women's Health and Nutrition 2020 Conference, March 16-17, 2020, Amsterdam, Netherlands. Prize We will recognize the awardee(s) with a memento, & Certificate of Appreciation. 2. Hilaris Research Contribution Award The Hilaris Research Contribution Award seeks to recognize Professionals (Academic, Research, Business)/Organizations for their significant Research & Development activities and contribution to the Women's Health and Nutrition 2020 sector. We recognize and appreciate your Research contribution that has demonstrated a big difference in the society, & impacted individuals live. Eligibility The Hilaris Scientific Service Achievement Award is open to all Individuals/Organizations who had a significant innovation & research contribution in the sector, and engage themselves into innovative Services and (or) product development that has created a big difference. Candidate (Public services, Government service, Academic or Private sectors) should have minimum 10+ years of experience in the core research & innovation. Part-time research experience would be counted as pro-rata. It is considered from the date of obtaining the first degree. Basis for Judging Selection will be on the basis of individual accomplishments, quality & standards of research, innovation in terms of serving public domains. Research should be novel, unique and scope of practical implementation should be clearly identified. Preference will be given to research/innovation with quick production viability. Nomination We invite online applications from desired candidates, selfnomination or nominated by colleagues/ organizations (both private & public sectors). Presentation This award will be presented at Women's Health and Nutrition 2020 Conference, March 16-17, 2020, Amsterdam, Netherlands. Prize We will recognize the awardee(s) with a memento, & Certificate of Appreciation followed by special incentive for the next chapter of the conference. 3. Hilaris Emerging Researcher Award The Hilaris Emerging Researcher Award category is to recognize and promote young professionals, Research Scholars starting their career in Research and innovation, which shows a huge potential for the future. Though this awards we encourage and appreciate the young budding minds to involve deeply into the research activities in the sector of Women's Health and Nutrition 2020 and innovate or discover new product and services.

2017 JSPE Certificate of Appreciation for Corporate Member

2017 JSPE Certificate of Appreciation for Corporate Member

Using bonus and awards for motivating project employees

Purpose This paper aims to discuss the appropriate uses of bonuses and award in recruiting and motivating project employees. Design/methodology/approach It is a conceptual discussion of human resources management (HRM) practices, supported by the author’s professional experience and observations in real-life project settings. Findings Bonuses and awards not only provide extrinsic financial rewards but also provide positive feedback to recipients. Extrinsic financial benefits (such as sign-on bonus, and retention bonus) may enhance the total compensation package and positively affect an employee’s job-related decision at least for the short term. He/she may accept a job offer or choose to stay on a project longer until the completion of a critical milestone because of the bonuses. However, positive recognition of employee performance (through the use of spot award, holiday award, or non-financial certificate of appreciation) is also a useful means to motivate employees. In addition, managers on international assignments need to pay attention to practices specific to host countries. Practical implications The practices discussed in this paper are based on real-life experience and observations. When they are used properly in conjunction with other HRM arrangements, bonuses and awards can be used to mitigate and delay turnover, and to motivate employees to increase their work performance. Originality/value This paper not only draws on theories and information from the HRM and project management literature but also draws from the author’s own management experience. Thus, the relevance and validity of the proposed concepts and practices have been proven in actual functional and project management settings.

The Antecedents of Extra-Role Organizational Behaviors: A Qualitative Research on Soldier

The aim of this study is to reveal the antecedents of extra-role behaviors carried out by the soldiers, who serve in the army without having any financial expectation and have to stay in the barracks due to their compulsory military service. For this purpose, an exploratory research was conducted, in which the detailed interview method was applied on 14 soldiers, who had a certificate of appreciation from their commanders and said to exhibit extra-role behaviors by their commanders. The findings have indicated that exhibited extra-role behaviors were highly related with friendship. Other behaviors are tasks in company, training other soldiers, learning new things, and using the knowledge and skills from civil life in army. When the reasons of these behaviors are examined in detail, it can be seen that the most important factor is friendship, followed by personality, being liked and esteemed by commanders, reciprocity, institute’s success and patriotism.

Principal’s Leadership in Improving Teacher Discipline

The purpose of this study is to understand Principal’s Leadership in Improving Teacher Discipline and it is investigated under the focus: (1) factors needed by principals to influence teacher discipline effectively, (2) techniques are used by headmaster to improve teacher discipline, (3) the process of teacher motivation in improving the discipline, (4) the reward and punishment systems applied by the principal to improving teacher discipline, and (5) the process of monitoring the implementation of teacher discipline. This research used a qualitative approach with a case-study design. Data collection techniques which were applied are: (1) in-depth interview, (2) ob-servation, and (3) documentation. The results of this study are presented as followings. (1) Factors needed by principal to influence teacher discipline effectively are: a) education background, b) work experience, c) a positive model, d) awareness of the role and responsibility as a school leader, e) professional character. (2) Techniques used by headmaster to apply teacher discipline are: a) reminding, b) discussion, c) meeting, d) evaluation, e) communication f) the letter, and g) the reward and punish-ment. (3) The process of teacher motivation in improving the discipline are: a) good involvement and communication, b) training programs, c) accepting suggestions/discussion, d) the outbound activity, e) getting involved with all school activities, f) celebrating all special holiday, both national and religious holidays, g) staff promotion, and i) the bonus salary. (4) the reward and punishment sys-tems applied by the principal to improvee teacher discipline are: a) appraisals, b) a prize and a cer-tificate of appreciation, c) bonus salary, d) discussion about the problem, warning letters, and dismissing letter, and e) salary suspension and salary decreases. (5) The process of monitoring the implementation of teacher discipline are: a) management system/organizing structure, and b) direct and indirect supervision. Key Words : principal’s leadership, teacher discipline, elementary school

Editorial note and Reviewer Appreciation Program 2013

It has been a year since my last Editorial Note. In 2013, IEEE Communications Letters (COMML) received almost 3000 submissions (initial and re-submissions). Thanks to the hardworking Editorial Board, our journal has a mean turnaround time from submission to decision of 32 days and from submission to online publication in Xplore, 15 weeks, despite the large number of submissions. IEEE COMML is now publishing almost 50 papers/200 pages each month, so it has been established as the journal of choice for many authors-researchers. The landmark in 2013 for IEEE COMML was the introduction of the double-blind review process. This means that both in addition to the reviewers being unknown to the authors, the authors are now unknown to the reviewers. Last year was the fourth year for the successful application of Reviewer Appreciation Program (RAP) in IEEE COMML. This program recognizes the exemplary reviewers who have provided constructive and timely reviews. Each of them is listed herein and receives a thank you note from the EiC, a certificate of appreciation from the IEEE Communications Society acknowledging his or her service, and recognition on our website.

Certificates of Appreciation

Certificates of Appreciation

David Burr chosen as AAA president‐elect; Kathy Svoboda moves up to presidency

David B. Burr, professor and chair of anatomy and cell biology at the Indiana University School of Medicine, has been chosen as AAA president-elect after serving just a year as AAA secretary-treasurer. David Burr In his candidate's statement, Burr pointed to several key challenges facing AAA and the anatomy discipline in the coming years, including: Dealing with the potential shortage of future instructors, particularly in gross anatomy. “Our discipline depends on our central role in education. This is one reason to develop associations both with medical educators in AACA and with undergraduate educators, many of whom belong to HAPS (the Human Anatomy and Physiology Society).” Maintaining the vitality and novelty of research in the morphological sciences. “Anatomists have a fundamental role to play both in the imaging technologies and in characterization of genetically modified animal models. We are well positioned to take advantage of NIH's new Roadmap, which stresses translational research and clinical relevance, but the important role that we can play is not widely recognized outside our field.” Sustaining AAA financially. “There is a strong push by NIH for open access to published research. Science must be a public endeavor, and descriptions of research findings must be available to anyone who wants or needs them. However, scientific societies derive significant revenue from journal publication. AAA's financial vitality would be seriously damaged without this source of support. The challenge is to balance access to published literature with the needs of scientific societies.” Also elected to the AAA board of directors were: Charles D. Little, professor of anatomy and cell biology, University of Kansas. Charles Little Hazel L. Sive, member, Whitehead Institute for Biomedical Research and professor of biology, Massachusetts Institute of Technology. Hazel Sive Julian A. Guttman, postdoctoral fellow, Biotechnology/Michael Smith Laboratory, University of British Columbia. Julian A. Guttman At the AAA Annual Business Meeting held on April 4 in San Diego, former president John Fello congratulated Kathy Svoboda as she moved up to assume the AAA presidency for the coming 2 years. Svoboda announced that Richard L. Drake, Professor and Director of Anatomy at Cleveland Clinic Lerner College of Medicine, has been appointed secretary-treasurer to fill the vacancy caused by Burr's election. Finally, McCuskey thanked outgoing board members John Fallon, Kimberly Latacha, Lynne Opperman, and Robert Specian for their service, presenting them each with a certificate of appreciation. Kathy Svoboda Richard L. Drake

Effects of Incentive Items on Participation in a Randomized Chemoprevention Trial

Behavioral research has an important role in increasing and maintaining participation in disease prevention trials, both in interventions and in follow-up visits. We conducted a randomized experiment among participants in the lung cancer chemoprevention trial, CARET (Carotene and Retinol Efficacy Trial) to test the effects of providing two incentives on retention. The items used for this study were a Certificate of Appreciation and one of two lapel pins, provided in a 2 2 design. Providing incentives, whether alone or in combination, had no statistically significant effect on retention by the two-year follow-up point. The successful implementation of this randomized incentive study has two implications for future research: (1) study of behavioral interventions and issues is feasible in the context of large controlled trials of disease end-points; and (2) such study is necessary to determine whether selected incentives can increase retention.

Certificate of Appreciation

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1995 Certificates of Appreciation

1995 Certificates of Appreciation

President's Address

The following remarks were made at the luncheon arranged by the Conference on Christianity and Literature and held at Spiaggia's Restaurant in Chicago on Friday, 29 December 1995, during the Annual Convention of the Modern Language Association. In addition to Lifetime Achievement Awards honoring Wayne C. Booth and, posthumously, Roy M. Battenhouse, a special certificate of appreciation was presented to Jewel Spears Brooker for her four years of energetic and dedicated service as outgoing CCL president.