Team Of Employees Research Articles

ANALYSIS OF MODERN SOCIO-PSYCHOLOGICAL STAFF MANAGEMENT METHODS

The article focuses on the analysis of modern socio-psychological management methods. The study revealed the essence of social and psychological management methods, their structural features, the dual connection between the enterprise state development and application of social and psychological influence on labor. The conceptual and categorical basis of enterprise socio-psychological climate was formed. Based on the applied approach, the level of needed socio-psychological methods practical application on enterprise management was established. It allows to increase staff efficiency and effectiveness through environmental management and focus on staff needs. There were defined the shifting trends of the central analysis categories in enterprise management from "human capital" to "human value". The classification model of social and psychological of tools influenced on the personnel was formed. There were formed the main markers of socio-psychological leader behavior in his result focused, ability to form a working team and a favorable psychological team climate. There was proposed thr gradual step-by-step innovations integration into personnel enterprise management maked from the standpoint of psychological and social adjustment employees’ behavior. Emphasis were placed on personnel management modern challenges and socio-psychological management forms innovations. The features of ontopsychological methods, coaching, neuro-linguistic programming were revealed. Emphasis were placed on the new employers approaches to the supply on the labor market, the growing need for qualitatively new thinking and IT-skills staff. The article proposes complex ways of forming an effective team of employees, whose motivation is not limited to the range of financial and material incentives. The prospect of further research in this area is improvings in the modern combinations of enterprise management methods in order to ensure its sustainable development, security and loyalty to the business environment changes.

Cross-functional team as a high-performance practice for sustainable development of Russian companies

The article considers cross-functional teams of employees as a highly productive work practice to ensure the sustainable development of companies. Dissemination of the best high-performance work practices and social work with personnel, including designing cross - functional teams, is one of the areas that ensure the sustainable development of companies. However, the design of cross-functional teams within organizations faces various difficulties and, mainly, with fragmentation and mismatch of ideas about this type of group work and methods of managing it. Rationale of expediency of applying the practice of forming cross-functional teams of employees is given. A contextual analysis of the reasons for creating cross-functional teams of employees is carried out, their polyphonic nature is revealed. The study examines the signs of the exclusivity of cross-functional teams of employees as an organizational unit, project team, organizational knowledge generator, cross-cultural phenomenon and presents the results of a pilot study of organizational and managerial factors of the impact of knowledge exchange between participants of cross-functional teams to ensure the sustainable development of companies.

Mindfulness and its impacts on managers: A pilot study

BACKGROUND: Nowadays most companies look for innovations in managerial training in order to develop among their employees some qualities such as motivation, commitment, creativity, autonomy or the ability to adapt to change and manage intensive pressure. Mindfulness is drawing the attention of a growing number of companies. OBJECTIVES: The aim of this study is to explore how mindfulness can be a tool that helps managers not only to develop their capacities but also to better cope with stress and contribute to great workplace performance. METHOD: 13 managers went through MBSR training and their managerial practices were evaluated after the training. Data were collected during individual semi-directive qualitative interviews before and after the training of the managers. RESULTS: The results indicate that organizations may reap considerable benefits from training their managers in programs that support the practice of mindfulness in the workplace. The MBSR training generated significant impacts on two major skills that managers have identified: the ability to supervise a team of employees with all that this implies in terms of interpersonal skills and the ability to organize and prioritize their activities. Also, the research methodology sheds light on the innovative nature of mindfulness in a favorable organizational environment.

Employee’s Involvement Culture of Star Hotels in Pokhara

Since the star hotels are directly relates to the both internal and external tourism it has important contributory role to the nation therefore smooth operation of the hotels is most. Looking to current performance of the hotels some of the hotels are in loss condition and therefore it becomes challenging issues for both hotel management and Nepal government. Several numbers of literatures have explained an employee involvement practice is one that affects organizational performance. Therefore this study attempts to explore existing situation of employee involvement culture and its association with performance of star hotels in Pokhara. Since Nepal government announced Nepal Visit Year 2020 this study is highly relevant. This study compare between hotels having involvement practices and non-involvement practices in association with their financial performance in Pokhara. The advantage of this research is broadly defined into three sets of variables as employee empowerment, team work and carer development that focus interrelationship with star hotel’s performance. The result revealed the hotels which have adopted employee involvement practices mostly get good financial result and vice versa. The result shows there is strong relationship between employee empowerment and team work practice with better financial result. Though previous literature explained career development is strong variable that supports performance, but in the Nepalese context this variable does not have significant impact. Hence, the study concludes that the management must give high priority to employee empowerment and team work and less priority to career development for better financial performance of the star hotels in Pokhara.

Which Way to High Performance? Comparing Performance Effects of High-Performance Work System Components in Small- to Medium-Sized Establishments

The authors examine variation in firm choices to invest in HR practices. They identify three approaches: investments in high-involvement programs (such as employee participation and teams); in high-commitment practices (such as internal promotions and job security); and in ability-enhancing selection and training programs. The authors test the performance effect of these choices in a sample of 165 small- and medium-sized hotel establishments (SMEs). They also consider how job-level differences in skill requirements and customer contact affect the relative effectiveness of these three groups of high-performance work practices. Consistent with the authors’ predictions, findings show that, on average, the group of high-commitment practices has the strongest relationship with SME performance. However, the performance effect of high-involvement practices is significantly stronger for front desk jobs compared to housekeeping jobs.

The development of the potential of the teaching staff. Reminiscences of the head teacher of an educational institution

Rozwój organizacyjny to od pewnego czasu pojęcie kluczowe dla osób, którym powierzono funkcję kierowniczą, a których istota działalności opiera się na kierowaniu aktywnością osób związanych z organizacją. Dynamika zmian zachodzących w otoczeniu organizacji wymaga jej ciągłego dostosowywania się do warunków i wymagań będących skutkiem tychże zmian. Rozwój potencjału osób tworzących organizację jest efektem właściwej organizacji pracy i motywacji (wewnętrznej i zewnętrznej) każdej z osób z nią związanych. Nie da się więc przecenić roli jaką w organizacji pełni osoba nią zarządzająca, odpowiedzialna za rozwój zasobów firmy. Od osób tych coraz częściej wymaga się nie tyle kierowania, co przewodzenia zespołowi pracowników. To od ich zaangażowania i stopnia utożsamiania się z celami i zadaniami organizacji, w której pracują zależy możliwość osiągania przez nią statusu organizacji uczącej się. Niniejszy artykuł stanowi refleksje dyrektora młodzieżowego ośrodka wychowawczego związane z działaniami mającymi na celu doskonalenie i rozwój placówki w wymiarze indywidualnym (osobowym), jak i organizacyjnym (procesowym).

Кадровый состав Алтайского отделения контроля и его динамика в начале XX в.

Анализируются принципы кадровой политики, реализовывавшиеся в Алтайском отделении контроля в начале XX в. Автор сопоставляет штатные расписания учреждения, реконструируя его персональный состав на основе массива личных дел чиновников отделения. Штат 1899 г. предусматривал возможности должностного роста чиновников и постепенную подготовку специалистов на низовых должностях с последующим повышением. Но отсутствие перспектив роста у контролеров могло тормозить оба этих процесса. Стабильное положение контролеров «замораживало» кадровые передвижения, которые усиливались лишь в периоды неординарных ситуаций в работе отделения. Новый штат 1913 г. предусмотрел некоторые возможности для кадровой динамики, сохранив в целом основные принципы предыдущего штата. Отмечено, что в начале XX в. произошла смена поколений служащих Алтайского отделения контроля. Автор приходит к выводу, что в зависимости от условий и стоявших перед учреждением задач могли применяться различные способы создания устойчивого и работоспособного коллектива сотрудников Алтайского отделения контроля.

SUSTANTIATION OF CORPORATE CULTURE AS A FIELD FORMATION IN THE SOCIAL SPACE OF THE ENTERPRISE

The article deals with the structure and levels of the corporate culture system of an enterprise in terms of a systematic approach. Research on the formation of corporate culture as a field formation is important both in theory and in practical terms. The purpose of the study is to improve the theoretical foundations of the substantiation of the field nature of the corporate culture in terms of interaction of cultural fields in the social space of the enterprise. The theoretical principles of substantiation of the field nature of corporatate culture in terms of interaction of cultural fields in the socio-cultural space of the enterprise are improved in the work. It is determined that the cultural field involves the interaction of subjects who share certain values, norms, beliefs and rules. It is formed inside the enterprise on the basis of the dominant organizational culture at the enterprise, and manifests itself from the outside in the interaction of the enterprise with its partners, and inside - in interaction with its own staff. Three levels of corporate culture formation inside the enterprise are substantiated in terms of field education: employee field, team field, and enterprise field. Given that employees interact with each other in the course of their work, their cultural fields also interact, creating a cultural field for the team. Then, the cultural fields of the interacting teams create the cultural field of the organization as a whole. The work assumes that culture has a corpuscular-wave nature consisting of two parts, namely: a physical-geometric component that represents the subjects, structure, and physical manifestations of corporate culture, and a field component that reflects a subspace in which the relations between its subjects are formed. On this basis, a four-level model of the corporate culture system of the enterprise is suggested, which is presented as a system of interrelated elements that influence the formation of the corporate culture at different levels: an employee, a team, an organization and an inter-organizational network. According to this model, the formation of corporate culture covers the external and internal environment of the enterprise. The multilevel model of an integrated corporate culture system requires the integration of different functional areas and their participants at all levels within a single cultural system and can be applied to any enterprise and organization.

Effects of Employee Voice Management on Firm Performance: A Study of Bayelsa State Plastic Company, Yenagoa, Bayelsa State, Nigeria

This study explored the implications of employee voice management on firm performance of Bayelsa State Plastic Company, Elebele, Yenagoa. Quantitative research design was employed while structured questionnaire designed in 5-point Likert scale was administered on the sample of two hundred and eighty-one (281), out of which, two hundred and seventy-six (276) copies of the questionnaire were returned, hence used for the analysis. Multiple regression models via Ordinary Least Square (OLS) formed the bases for estimation. The results showed that employee team voice, employee ombudsman voice and employee suggestion scheme as constructs of employee voice have significant effect on firm performance and concluded that efficient utilization of employee voice management has the potentiality of driving high performance organizations by engendering goal-driven-attitude among the workers especially as their opinions, ideas and interests are considered. The implication of the results is that employees tend to demonstrate higher level of work commitment especially when they perceived that their welfare and interests are considered by the management. The study recommended that organizations especially manufacturing firms that have not yet engendered employee team voice in their communication systems should do so while firms that have instituted employee team voice mechanisms should continue to respond to the yearnings of their workers especially on issues that relate to their welfare for the elicitation of higher commitment to work that result to improved firm performance.

Lifehacks for Career Guidance within the Boundaries of Zabaikalkskaya Railway

The success of modern transport enterprises depends largely on availability of highly qualified employees, motivated for effective work. The formation of a competent team of employees is impossible without involvement of new young personnel who make an informed choice in favor of working in transport field. The most important tool for this is organization of career guidance in secondary schools, which allows schoolchildren to make a right choice for their future, and permits enterprises to get a well-informed and involved employee.There are many known methods of conducting career guidance work, however, taking into account the peculiarities of development of new generations of schoolchildren, it is necessary to offer innovative programs and change approaches to implementation of existing ones.The article discusses the experience of joint career guidance activities of branches of JSC Russian Railways and educational organizations in Zabaikalsky region.

Economic analysis of using green accounting and environmental accounting to identify environmental costs and sustainability indicators

PurposeManufacturing and service companies are likely to make a variety of costs possible. Environmental costs are one of those costs. Environmental performance is one of the most important factors in assessing a company’s success. For environmental accounting, companies need to work together as teams of system designers, chemists, engineers, production managers, operators, employees, purchasing circle and accountants (those who may have never worked together before).Design/methodology/approachNowadays, most of the companies are facing environmental issues and are seeking an appropriate way to report and disclose the information to the public. The environmental pollution issue is among the most important problems of today’s human society. Therefore, this is very important to use environmental accounting as an attempt towards protecting the environment.FindingsGreen accounting is a type of accounting that attempts to factor environmental costs into the financial results of operations. Apart from answering the question whether the economy has performed sustainably during one or more accounting periods, green accounting indicators [green gross domestic product (GDP)] can be used in policy formulation and evaluation. Green GDP calculations can contribute to raise awareness for sustainability concerns among national governments/policy-makers, who tend to concentrate on their countries’ fast economic development.Practical implicationsEnvironmental accounting can be applied to large and small companies in various industries, as well as in manufacturing or service sectors. Environmental accounting can be applied on a large or a smaller scale in a systematic manner for the required bases.Social implicationsEnvironmental accounting requires the collection of information from all the groups. People of various groups need to talk to each other to achieve a common vision and understanding of environmental accounting and to realize this vision.Originality/valueUndoubtedly, to establish an ideal system of environmental accounting in the country, accountants can become a powerful forearm of the government regarding economical and financial controls. To achieve this goal, environmental accounting objectives and tasks should be identified and defined in detail, and the standards, rules and criteria should be grounded and codified based on reasonable and practical principles.

Watercooler chat, organizational structure and corporate culture

Modeling firms as networks of employees, occasional collaborative decision making around the office watercooler changes long run employee behavior (corporate culture). The culture that emerges in a given team of employees depends on team size and on how the team is connected to the wider firm. The implications of the model for organizational structure are explored and related to trends in the design of hierarchies.

Advancement of highly environmentally sustainable business management concepts with contexts embedded in construction markets

Sustainable is defined to be capable of, relating to, or designating forms of human economic activity and culture that do not lead to environmental degradation, especially avoiding the long-term depletion of natural resources. Herein, the aim is to advance the design of business management (BM) concepts with contexts embedded in construction markets along the environmental sustainability dimension. The paper is part of the on-going reviewing of research on construction-related BM. The reviewing has resulted in the identification of 79 construction-related BM concepts published between 1990 and 2017. Thereof, only 16 (20%) authors have designed their concepts along the environmental sustainability dimension. There are 3 (4%) high-sustainability BM concepts including sustainable business goals, offerings, advantages, synergies, competitiveness, processes, organizations, and/or project portfolios, followed by 1 (1%) medium-sustainability and 12 (15%) low-sustainability BM concepts. In the future, the design of high-sustainability BM concepts could be advanced by (i) creating and distributing value in sustainability for all stakeholders, (ii) re-designing strategies and leveraging knowledge about and competences in sustainability through value chains, (iii) making sustainability a priority for decision makers, (iv) empowering middle managers, experts, and employee teams, and (v) redefining businesses and public services as well as collaborating inside and across borders.

Covestro seeks inventive employees

Covestro has picked six teams of employees who will compete for up to $1.1 million in seed funding and a 1-year leave of absence to develop a new business focused on the circular economy. The firm plans to announce the winning team in October at the K 2019 plastics trade show in Düsseldorf, Germany. The Start-up Challenge is intended to promote creativity and an entrepreneurial mindset among the firm’s 17,000 employees, Covestro says. Business ideas include generating power from plastic waste and a CO2-based cleaning agent.

Firma jako wartość dla przedsiębiorcy

In this paper I propose to show a problem that at first sight seems clear, and thus “non-scientific”; however, after a closer look at the source material, it proves to be an important factor for contemporary entrepreneurs conducting business activities. The scientific issue is encapsulated in a concise statement: the company as a value for the entrepreneur. In order to develop the presented thesis, one must point to the fact that a company that has been established by an entrepreneur has a particular value for him, both in the material sense (its valuation on the market), and in an immaterial sense (as a symbolic value). It seems that the symbolic value greatly exceeds the material value, if we consider the entrepreneur’s perspective. Analysis of the value of a company throughout the research allows us to perceive it as the actual fulfillment of an entrepreneur’s life plans, as a workplace and a family value (frequently called the family gem). The enterprise, which is at the same time a brand, is very often the entrepreneur’s brand certificate. The social involvement of the entrepreneur and the formation of an integrated, loyal team of employees are also values in themselves. Considering the non-material value, the enterprise allows the entrepreneur and the employees to meet their needs of self-realization and appreciation. The paper was prepared based on an analysis of answers entrepreneurs gave to specialist periodicals and popular dailies. In addition, I have used my own research, conducted in 2017, among entrepreneurs who represent the small and medium enterprise sector located in towns and villages.

Relational styles for solving difficult situations in an employee team

The article proposes the inclusion of relational styles of managers in difficult situations occurring in an employee team. Four types of relational styles have been distinguished: partner, handler, buddy and coach. The research covered 261 middle and senior managers of one of large corporations in Poland. The research was carried out for two years during the training contract. The article presents the results of relational style research at the training stage, which allowed to diagnose the relational style of the surveyed managers.

The Effect of Employee Empowerment, Team Work and Employe Training on Job Satisfaction (Study on Employee PT. Kusumahadi Santosa and PT. Dan Liris)

The study purposes were 1) Examining the effect of Employee Empowerment on Job Satisfaction; Examining the effect of Team Work on Job Satisfaction; 3) Examining the effect of Employee Training on Job Satisfaction. This research was conducted on employees of PT. Kusumahadi Santosa and PT. Dan Liris. This research is a survey method. The sample used in this study were 148 respondents. Sampling technique used is convenience sampling as for the collection of data in this study using a questionnaire. Data were analyzed using SPSS 23. The results of this study can be concluded that: 1) Employee Empowerment has negative effect and not significant on Job Satisfaction; 2) Teamwork has positive and significant influence on Job Satisfaction; 3) Employee Training has positive and significant influence on Job Satisfaction. From the results of this study the authors suggest that companies increase the amount of training provided in order to increase employee job satisfaction. Employees should be more caring, respectful and also maintain relationships with coworkers / team members so that relationships with team members are better that will increase job satisfaction.

Analysis of the states of the activity of the laboratory service of the industrial region of Ukraine and the ways of it optimization.

The purpose of the study is to analyze the activity of the laboratory service of the Dnepropetrovsk region, to develop and substantiate the concept of optimizing its work. We have carried out in dynamics the analysis of the laboratory service of the Dnepropetrovsk region: its structure; staffing level of doctor-laboratory assistants, biologists and laboratory assistants; carrying out laboratory researches, their structure and quality, as well as the state of laboratory equipment and reagent base. The methods of research used: bibliosemantic – systematic and historical analysis of domestic and world literary sources on the organization of laboratory service; reports and legislative documents on the activities of the laboratory service of the region; systematic analysis – to identify the existing shortcomings and positive experience in the training system, the formation of an effective team of employees, quality of the provided laboratory services, ways to optimize the work of the clinical-diagnostic laboratories (CDL); medical statistics for the analysis and interpretation of research results, logical mode­ling – for the development of the concept. The article covers the state of the laboratory service of the region: changes of its structure due to restructuring of the treatment-prophylactic institutions (TPI), the reforming of primary medical-sanitary care; development of family medicine – the number of hospital decreased by 39,8% in 2017 as compared to 1995, the number of hospital – by 38% beds per 10 thousand population; At the same time, the number of outpatient cl­inics increased by 70,1% during this period, which is in line with the WHO recommendations for provision of out­patient care to 80% of patients. Coefficient of provision of population of the region with doctor-laboratory assistants per 10 thousand of population is 0,68; staffing level of doctor-laboratory assistants with of medical doctors by natural persons is 25,9% with tendencies to decrease. The staffing level of specialists with higher non-medical education is 63.6%. Clinical and diagnostic laboratories in most cases have a minimum of equipment that is often outdated, without means for automatization equipment. Problems of the laboratory service of the region consist in the presence of a large number of low-power CDLs, performing the minimum set of diagnostic tests, lack of programs of research in the framework of separate nosological forms of diseases at different stages of medical care provision, acute shortage of high-tech equipment; lack of a systematic approach; the high turnover of personnel due to unsatisfactory material and technical and economic condition of the service and low wages. The main ways of optimization of laboratory services are offered.

Pragmatic Intellectualism Syndrome in emergency response and military leadership

Values are a component of the human personality that affects a world-view, opinions, emotions and behaviors. This applies equally to managerial and executive behavior, while in the case of rescue organizations, both levels of behavior are also an important factor of organizational effectiveness. The aim of the article is to show the relationship between the ethical aspects of rescue operations and the value system represented by mountain rescuers. The applied idiographic research perspective can become an example for research on other types of organizations and employee teams, including the armed forces.

Marriage, divorce and economic growth

The aim of the study is to estimate the impact of the so-called family social capital (family ties capital) on economic growth. We hypothesise that marital dissolution expresses decrease in the capacity for cooperation, collaboration and sharing responsibility not only within the family but also on a professional level. Thus, an increase in the divorce to marriage rate is accompanied by a slowdown in economic growth.
 The divorce rate is regarded here as an indirect cause of the slowdown. The reasons stem from the breakdown of cooperation and collaboration, as well as increased risk, trust reduction, and the shortening of the decision-making time horizon accompanying divorces and resulting from divorces. These phenomena directly affect the working members of the family in which a divorce takes place. According to the main hypothesis, their impact is transferred to professional life and concerns employee teams.
 For the study, we employ econometric models, the first one for Poland and the second for 15 European Union countries, for the period 1993–2017.