Employees In Large Organizations Research Articles

Virtual Joint Companies as a Means of Incentivizing SMEs to Use Occupational Health Services—A Trial in Two Municipalities in Finland From 2009 to 2011

Employees of Small and Medium-sized Enterprises (SMEs) can benefit from occupational health services (OHS) in the same way that employees of large organizations do. The aim of this 3-year trial was to investigate whether integrating multiple SMEs into virtual joint companies may result in incentive structures like those of large companies concerning access to Occupational Health Services (OHS), which can improve wellbeing and reduce the number of sickness visits to clinics. Several SMEs were grouped together to form virtual organizations to enter into agreements with OHS providers. Two groups were created, each with a somewhat different price structure: one with a fixed annual fee and the other with a cost-dependent fee. The number of sickness visits to clinics increased among those who worked under the cost-dependent fee system, whereas it decreased among those who worked under the fixed-fee system. The findings on the work climate were inconclusive because there was no discernible difference. The improved productive time was particularly appealing to SME businesses, since employees could rapidly schedule sickness visit and they were able to spend less time dealing with sickness-related paperwork. It also raised their awareness of their employees' health. When OHS providers could address SMEs as a group, their desire to collaborate with them improved. Furthermore, the local entrepreneur organizations, which served as the virtual headquarters for the SME groups, stated that they would be willing to continue with the work for a rather moderate compensation. The ability of SMEs to create legal organizations in the form of virtual joint companies appears to address, at least partially, the issues related with the conflict between their small sizes and Occupational Safety and Health (OSH) incentive systems to address work accidents and disease incidences. Using the proposed approach would allow for differential fee systems, as well as economic incentive systems, which presently apply predominantly to large firms, might be extended to SMEs.

The largest enterprises of the military-industrial complex of the Russian Federation: analysis of sales volumes, numbers, territorial placement in the country in 2020

The work noted the relevance of the development of the military-industrial complex of Russia. An analysis of sales volumes of a number of the largest enterprises of the military-industrial complex of the Russian Federation was carried out, as a result of which two leading organizations were identified. The value of the sales indicator for one analyzed enterprise was evaluated, indicating the reasons for the high results in three enterprises. Based on the analysis of data on the number, conclusions were made about the priority of large enterprises in the structure of the military-industrial complex of the Russian Federation and about the rather serious attention paid by the state to the development of the military economy in modern conditions. When considering the territorial location of the analyzed enterprises, the employment of employees of large organizations of the MIC industries in various regions of Russia is clearly shown, which serves as one of the main factors in the development of the regional economy throughout the country. It was noted the place of the largest enterprises of the military-industrial complex in the ranking of the 100 largest military-industrial companies in the world, based on income from sales of military products by world manufacturers in 2020. The build-up of the country's military power directly depends on the potential of military-industrial complex enterprises and the directions of their development. In the ranking of the analytical company GlobalFirepower for 2020, Russia was ahead of China, but lost to the United States. There are different opinions about the objectivity of this and similar ratings. However, it is impossible not to pay attention to the values of those factors in the GlobalFirepower rating, which indicate insufficient attention to them from the military-industrial complex of the Russian Federation at the present time.

Investigation of Health Status with Psychological Aspects

Mental disorders are among the most annoying for some employees in large organizations. Manybelieve that in order to provide good service in large organizations, it needs to meet minimumstandards and pay attention to the types of stress and other mental disorders that result from thosecenters. Undoubtedly, health care organizations are no exception, but because of the complexity ofthe structure and the extent of inter-sectoral relationships, the need for this is becoming increasinglyimportant. The purpose of this study was to investigate the general health status of employees withan approach to the psychological aspects. Human resources as an unmatched asset in health carecenters have formed one of the most important management concerns in it. Therefore, it is importantto examine the mental health status of the staff in the health care centers in view of the increasingpressures and variety of missions of those centers. Finally, this study has been presented effectivestrategies to improve the mental health of employees and subsequently to improve the quality ofhealth. This is a cross-sectional descriptive study in which all staff working in a health service centerwas surveyed. The mental health status of the staff of the center was measured by the GHQ-28questionnaire. Demographic variables, including age, sex, education, field of study, place ofemployment, were also examined. The study data showed that 93.8% of the total population werein desirable condition. Considering that more than 6% of employees lack the desired state of mentalhealth, and physicians and official forces are more prone to disorder than other employees, sopaying more attention to appropriate requirements, including necessary measures, meeting facilitiesand paying attention to the welfare and cultural needs of the staff, should be used to maintain themental health of staff

How to Improve the Security Awareness in Complex Organizations

The increasing interest arising around the field of security becomes a pragmatic issue when we consider the behavior of the employees of large organizations involved in critical infrastructures. As a matter of common knowledge, the human factor is the weakest link in the security chain. This introduces the topic of the security awareness of employees in large organizations. In this paper, we describe the results of a survey designed and delivered to large organizations in Europe, to understand how the topic of security is perceived and implemented and which are the security awareness initiatives held by organizations to instruct their employees. Moreover, we evaluate 23 methods to increase the security awareness, on the basis of several indicators describing their effectiveness, cost, implementation time, and other relevant aspects, to emphasize their pros and cons and their areas of applicability. Finally, we describe a tool developed to support the design of a security awareness campaign respecting the constraints imposed by the needs of each organization.

Оценка личной эффективности сотрудников в системе стимулирования персонала банка

The article presents arguments justifying the role and importance of assessment of efficiency of employees in the General system of stimulation of personnel of the organization. The modern approach to the development of a system of material incentives associated with performance management of staff is described, for example, the large domestic banks. The evaluation criteria of efficiency of employees are reviewed and systemized, the principles of evaluation are grouped, the basic evaluation stages of efficiency in order to improve the system of staff incentives are considered. Examples of defining criteria for determining individual awards are given. Possible to the application rules for the assessment of the personal performance of the employees immediate supervisor and subsequent distribution of bonuses are described. Conclusions about the significance of the assessment of personal performance of employees of large organizations and the opportunities for its subsequent use in the enterprise are made.

Explaining and predicting abnormal expenses at large scale using knowledge graph based reasoning

Global business travel spend topped record-breaking $1.2 Trillion USD in 2015, and will reach. $1.6 Trillion by 2020 according to the Global Business Travel Association, the world’s premier business travel and meetings trade organization. Existing expenses systems are designed for reporting expenses, their type and amount over pre-defined views such as time period, service or employee group. However such systems do not aim at systematically detecting abnormal expenses, and more importantly explaining their causes. Therefore deriving any actionable insight for optimizing spending and saving from their analysis is time-consuming, cumbersome and often impossible. Towards this challenge we present AIFS, a system designed for expenses business owner and auditors. Our system is manipulating and combining semantic web and machine learning technologies for (i) identifying, (ii) explaining and (iii) predicting abnormal expenses claim by employees of large organizations. Our prototype of semantics-aware employee expenses analytics and reasoning, experimented with 191,346 unique Accenture employees in 2015, has demonstrated scalability and accuracy for the tasks of explaining and predicting abnormal expenses.

Explaining and Predicting Abnormal Expenses at Large Scale Using Knowledge Graph Based Reasoning

Global business travel spend topped record-breaking $1.2 Trillion USD in 2015, and will reach $1.6 Trillion by 2020 according to the Global Business Travel Association, the world’s premier business travel and meetings trade organization. Existing expenses systems are designed for reporting expenses, their type and amount over pre-defined views such as time period, service or employee group. However such systems do not aim at systematically detecting abnormal expenses, and more importantly explaining their causes. Therefore deriving any actionable insight for optimizing spending and saving from their analysis is time-consuming, cumbersome and often impossible. Towards this challenge we present AIFS, a system designed for expenses business owner and auditors. Our system is manipulating and combining semantic web and machine learning technologies for (i) identifying, (ii) explaining and (iii) predicting abnormal expenses claim by employees of large organisations. Our prototype of semantics-aware employee expenses analytics and reasoning, experimented with 191; 346 unique Accenture employees in 2015, has demonstrated scalability and accuracy for the tasks of explaining and predicting abnormal expenses.

Determinants Impacting Efficacy of Organizational Blogs

Abstract: Recent revolution in the Information and Communication Technology has brought forth several tools for organizational learning and knowledge transfer. Organizational blogging has received considerable attention for its use for managed socialization leading to dialogue, reflection and knowledge transfer among the employees of large organizations. However this powerful tool of knowledge sharing can lead to adverse consequences in the absence of suitable checks in organizations. The paper uses the framework of interpersonal relationships proposed by Hon and Grunig to identify determinants that can impact efficacy of organizational blogs as a knowledge sharing tool. A case study of organizational blog of a leading service provider of India in the field of communication is presented for validating the findings from the literature. We suggest the possibility of using moderator to overcome the anticipated pitfalls in use of this popular medium of knowledge sharing in organizations.

Causes of discomfort in the academic workplace and their associations with the different burnout types: a mixed-methodology study.

BackgroundBurnout is the result of prolonged workplace exposure to chronic stress factors and may present itself in one of the following subtypes: “frenetic”, “under-challenged” and “worn-out”. The aims of the present study were to identify the causes of workplace discomfort that affect employees in large organizations and to determine the predictive power of these causes with regard to the burnout subtypes.MethodWe employed a qualitative and quantitative analysis (QQA), using a cross-sectional design with an online survey administered to a randomly selected sample of University workers (n = 409). To determine the causes of discomfort, we raised the following open question: “What aspects of your work generate discomfort for you?”. The responses were subjected to content analysis and categorized by three independent referees. The concordance between the responses was estimated with the kappa coefficient (k). Subtype classification was assessed according to the “Burnout Clinical Subtype Questionnaire” (BCSQ-36). The degree of association between the motives for the complaint and the burnout profiles was evaluated using adjusted odds ratio (OR), which was based on multivariate logistic regression models.ResultsThe causes of discomfort included: physical environment (setting aspects, material conditions, journey/access), organization (schedules, structure, functions, interpersonal relations) and individual conditions (workload, powerlessness, rewards, negligence). The concordance index between the referees was k = 0.80. Employees who were upset with the hierarchical structure were more likely to be classified as frenetic (OR = 4.32; 95% CI = 1.43-13.06; p = 0.010); those who complained of routine duties were more likely to be classified as under-challenged (OR = 5.33; 95% CI = 1.84-15.40; p = 0.002); those whose discomfort was caused by structure control systems were more likely to be classified as worn-out (OR = 6.13; 95% CI = 1.57-23.91; p = 0.009).ConclusionsThe causes of discomfort among the different burnout subtypes are primarily attributable to the organization itself, in response to the structure and functions. The associations observed between the different subtypes and motives for complaint are consistent with the clinical profile-based syndrome definition, which suggests that interventions should be case-specific.

A new spirit for fostering organizational success

PurposeOutlines and reports on a radical new approach to developing both an organization and its people to enable those people to be themselves in body, mind and spirit while at work and so feel fulfilled – and, in the process, enable the organization to be more successful.Design/methodology/approachOutlines the philosophy of Ecumenical Partnership Initiatives Compassion in Change (EPICC), a part of Workplace Matters; summarizes key industry trends identified in relevant research, and sets out EPICC's question‐based approach to achieving its clients' goals.FindingsReports research findings that only 20 percent of employees in large organizations feel their strengths are used every day and eight out of ten employees feel miscast in their job. Outlines a new way of business thinking with regard to human resources and development. Reports that, when dealing with business issues within the social paradigm, it is important to be open to things of the spirit.Practical implicationsDescribes how people can “take their whole selves to work” and how organizations can reap the full benefits of encouraging this policy.Social implicationsContends that financial results will be better, customers will be delighted and staff will thrive where the business can find the right balance between two management paradigms: the dominant economic – finance based, short term, zero‐sum, process, rational, controlling – and the emerging social paradigm based around relationships, ethics and inspiration.Originality/valueContains important insights into how this balance can be achieved.

Strategic HR? A study of the perceived role of HRM departments in Brazil and Peru

This study discusses the perceived role of the Human Resource Management Department and its perceived capacity of outstanding performance by comparing data collected in Brazil and Peru from employees of large organizations as well as participants in MBA programs at renowned schools. The non-probabilistic sample was composed of 416 Brazilian and 90 Peruvian respondents. The results point out that both in Brazil and Peru, the relevance attached to the HRM Department role for contributing to the future success of organizations does not correspond to its current capacity of performance. As such, in these realities the HRM Department has not yet made the qualitative leap that would enable its strategic role in organizations

Constraint Satisfaction Methods for Solving the Staff Transfer Problem

The Staff Transfer Problem is concerned with the assignment of transfer postings to employees in large organizations. Staff transfers are an important issue in Human Resource Management in countries like India and China that have many large public sector undertakings. The Staff Transfer Problem can be viewed as a Constraint Satisfaction Problem, and methods such as Simulated Annealing, Genetic Algorithms, Satisfiability (GSAT), and Conflict Directed Backjumping can all be employed to solve randomly generated problem instances. Computer experiments indicate that Simulated Annealing is the best method of solution. GSAT with a tabu list yields solutions of good quality but is unable to solve large instances. Genetic Algorithms is also good, but it takes much more time than Simulated Annealing, Conflict Directed Backjumping, a deterministic search technique, is markedly inferior to the other methods. Thus for solving the Staff Transfer Problem, randomized approaches appear to be superior to deterministic ones.

Factors associated with consistent condom use by employees in the brewery industry in Nigeria

Many employees of large organisations in Nigeria face significant risks for HIV infection, especially due to occasional or regular job transfers, involvement in casual sexual encounters and lack of consistent condom use. The current study analysed the determinants of consistent condom use in 710 sexually active men (N = 617) and women (N = 93) recruited from the country's brewery industry. Results showed that only 12% of the employees consistently used a condom. Men who used condoms for all sexual encounters were more likely to be single, had 12 – 18 years of schooling, worked as intermediate level staff, thought a condom was useful to prevent HIV infection, and perceived that condoms hinder sexual satisfaction. Women who consistently used condoms were more likely to have 7 – 12 years of schooling. It is appropriate that brewery authorities develop work place programmes to enhance condom use among employees in order to prevent the spread of HIV infection.

The Effects of Work Environment and In-Group Membership on the Leadership Preferences of Anglo-Australians and Chinese Australians

The effects of in-group membership and work environment on the leadership preferences of Anglo-Australians and Chinese Australians were examined. Leadership styles were based on Misumi's PM theory. Subjects were sixty Anglo-Australian and sixty Chinese Australian males, all of whom were full-time white-collar employees in large organizations. Leadership profiles, vignettes describing different work environments, and in-group/out-group membership scenarios were constructed. Although PM-type leadership was clearly the most popular style of leadership with both cultural groups, the leadership preferences of the Chinese Australians were more affected by the work environment than were those of the Anglo-Australians. The in-group/out-group effect on leadership preferences was not significant for both cultural groups. There were cultural differences in the rank orderings of the four leadership styles. A significant in-group/out-group effect was found for the rank orderings of both cultural groups. Despite clear cultural differences in leader selection and rank orderings, Bontempo's INDCOL Scale did not detect cultural differences in individualism-collectivism.

The relationship of the Jenkins Activity Survey to Type A behavior among business executives

The Jenkins Activity Survey (JAS) is a widely used instrument to assess the Type A behavior pattern. The present study examines the internal structure of the JAS through (1) factor analysis of the 52-item questionnaire, (2) comparison of the results of this factor analysis with work previously reported, and (3) factor analysis of the 21-item Type A scale within the JAS. While efforts to develop the JAS have thus far concentrated on employees in large organizations, this study examines reports of behavioral patterns in a sample of executives from smaller firms. Results include (1) identification of five factors, three of which are similar to factors identified in earlier studies, (2) identification of a subset of items within the JAS that show consistency across studies in loading on particular factors, and (3) discovery of the possibility that two scales within the JAS, Type A and Factor H (Hard-Driving and Competitive), are essentially the same in their defining items. The results are presented with a view toward improving the measurement capabilities of the JAS.