Rank Employees Research Articles

Perangkingan Pegawai Untuk Menentukan Penerima Bonus Akhir Tahun Menggunakan Teknik ELECTRE Pada BPR Rasyid

Employee rankings can be done for various needs, one of which relates to year-end bonuses. So far, the awarding of year-end bonuses to research objects has only relied on one criterion, namely targets and achievements. In fact, there are many other indicators that can be assessed, such as attendance, discipline, communication style, cooperation, and initiative. This study aims to provide an alternative computation-based employee ranking method with multi-attribute decision making (MADM). The Elimination and Choice Translation of Reality (ELECTRE) technique is used in research to rank employee data based on their attribute values. The results of the study show that, of the ten employees assessed, four alternatives (employees) are recommended to be selected based on the results of a comparison of the dominant aggregate values. In this study, it can also be seen that alternative 6 (Alt-6) is the strongest alternative to be recommended for selection. Because alternative 6 (Alt-6) is not only better than alternatives 1, 4, 8, 9, and 10, but also better than alternative 3 (Alt-3) and alternative 4 (Alt-4). The order of the second, third, and fourth alternatives, respectively, are alternatives 5, 7, and 8. The recommendations of these four employees can be used as decision-making material for policymakers, given the need to award year-end bonuses.

Penerapan Metode SAW Untuk Pemberian Bonus Tahunan Berdasarkan Kinerja Karyawan

Perkebunan Nusantara III (PTPN III) Mambang Muda North Labuhan Batu Regency is one of 14 Plantation State-Owned Enterprises (BUMN) engaged in plantation business, processing and marketing of plantation products. The Company's business activities include cultivating and processing oil palm and rubber plants. In the world, Sumatra is known as a producer of high-quality rubber, more than 38,000 hectares of PTPN III Mambang Muda rubber land in Labuhan Batu Utara Regency are endeavored to produce the best quality latex in the world. Behind the production of quality sap, reliable employees are needed in processing the sap, therefore PTPN III Mambang Muda must provide an annual bonus in addition to the basic salary to boost the performance and work productivity of its employees. However, the problem that occurred at PTPN III Mambang Muda was that it could not estimate the amount of the bonus correctly in giving the annual employee bonus because there were no criteria in staff who had priority to get a salary bonus including work performance, work discipline, and years of service. using conventional systems, the closeness of managers to employees often results in decisions that are different from what they should be, this causes the results of the decisions to be incorrect. The method used in decision support for granting annual bonuses to employees is the Simple Additive Weighting method because this method can select staff from various other alternatives who are entitled to receive bonuses from the company which results from this study are able to rank employees of PTPN III Mambang Muda Labuhan Batu Utara Regency. Employees who get bonuses are employees with the top 3 scores, namely: Rudiadi with a score of 0.788235, Zulkarnaen with a score of 0.776471, and Arif Sitorus with a score of 0.752941

Entrepreneurial orientation and firm performance in SMEs: the mediating role of entrepreneurial competencies and moderating role of environmental dynamism

PurposeEntrepreneurial orientation is among the vital factors that contribute to performance, especially for small and medium-sized enterprises (SMEs). However, the empirical studies provide mixed results and call for new studies to examine this relationship. Therefore, this study aims to determine the entrepreneurial orientation's (EO) direct and indirect impact (via entrepreneurial competencies) on firm performance. Additionally, the moderating role of environmental dynamism is also tested in entrepreneurial competencies and firm performance relationships.Design/methodology/approachThe data (N = 332) were collected from managerial rank employees, using a self-administered questionnaire, working in different SMEs in Pakistan. In addition, structural equation modeling (SEM) was executed using SmartPLS 3.2.FindingsThe study's results demonstrate that EO positively influences entrepreneurial competencies and firm performance, and entrepreneurial competencies also mediate the relationship between EO and performance. Additionally, environmental dynamism strengthens the positive relationship between entrepreneurial competencies and performance.Originality/valueThis study identifies that entrepreneurial competency is the missing link between EO and firm performance, due to which the relationship between them is indecisive. This study also contributes to the contingency perspective by explaining the role of environmental dynamism as a boundary condition in strengthening the relationship between entrepreneurial competencies and SMEs' performance in an emerging economy.

The Nexus of Management Innovation, Performance Management, and Organizational Performance in the Pakistani Construction Industry

Purpose: The construction industry in Pakistan faces a turbulent environment and multiple challenges to achieve its targets. In such situations, the interest in innovation grows, especially in management innovation, and the conviction about its significant role in boosting organizational performance gains researchers’ interest. Accordingly, this article examines the mediating role of performance management in the relationship between management innovation and organizational performance. Design/methodology/approach: Data were collected through a survey based method from 281 managerial rank employees working in the construction industry of Pakistan. The data were analyzed using PROCESS macro. Findings: The results reveal that management innovation and performance management directly influence organizational performance, while we also confirmed the mediating role of performance management. Implication: The association between management innovation and performance may seem palpable, but the recent literature asks for a reinvestigation. In tough competition and uncertain market situations, management innovation fosters knowledge creation and helps organizations adapt and drive them to higher performance. Originality/value: The study results enrich the scholarship about the role of management innovation in stimulating organizational performance and performance management.

SERVANTS AS CREDITORS:NAVIGATING THE MORAL ECONOMY OF AN EARLY MODERN ARISTOCRATIC HOUSEHOLD

ABSTRACT In this article, we argue that servants working for Count Magnus Gabriel De la Gardie (1622–1686) were part of an intricate system of economic and social dependencies. Focusing on the indebtedness of the aristocracy to its workers, we examine how deferred payment of wages opened up for negotiations between servant and master, and suggest that servants became de facto creditors to their master. In a moral economy built on trust, credit and the idea of aristocratic paternalism, servants negotiated arrangements for the future, keeping close track of what was owed them or their spouses in deferred payments. From an investigation of over six hundred petitions, written from people in the lower strata of servants, including, among others, milkmaids, gardeners, stable boys, bird-catchers, lackeys, jesters, and wet nurses, and from which we have chosen to exclude high ranking employees such as bailiffs or chaplains, we showcase the strategies available to people on the margins of society. The arrangements suggested by petitioners show a surprising amount of detailed consideration, at the same time appealing to Christian compassion, paternalistic concerns and a sense of reciprocity between master and servant, thereby both confirming and using hierarchies and asymmetrical power relations to secure advantages.

Mat Graduate Students' Experiences And Satisfaction With The Educational Services Of Omsc Graduate School

This descriptive-correlational study determined the learning experiences and satisfaction of the Master of Arts in Teaching English and Filipino program graduates in Occidental Mindoro State College Graduate School.The study was conducted from January 2021 until August 2021 at OMSC Labangan Campus, San Jose, Occidental Mindoro. A total of 25 respondents selected through simple random sampling participated in the study. Self-made questionnaire was the main instrument used in gathering data for the study. Data gathered were analyzed using frequency and percentage, weighted mean, and Pearson-r moment correlation. The respondents are middle-aged females who took Master of Arts in Teaching English, a regular rank and file employees whose monthly income is Php 21,000-30,000. The extent of their learning experience is very high and with an overall high satisfaction level in terms of administrative support, faculty, curriculum, and student services. There is a relationship between profile, the extent of experience, and the level of satisfaction. Profile variables influence satisfaction. The provision of quality higher education services enhance graduate students' learning experience and can influence their level of satisfaction.

Downgrading among higher education graduates in Italy and France: exploring regional differences

In France and Italy – like all the countries of the European Union – the proportion of higher education graduates in the working population has continued to increase. At the same time, the number of jobs requiring this level of education has not grown as quickly. In France and Italy, this has meant a decrease in the proportion of tertiary graduates who occupy managerial positions, and a growing share of these graduates hold jobs as middle and low ranking employees. Several studies have investigated the phenomenon of professional downgrading, focusing on its structural determinants and socio-economic implications at the national level and examining international differences. Nevertheless, only a few studies explore disparities in over-education and compare nations at the regional level. By addressing the need for a spatial approach to this subject, which is so far lacking in the scientific literature, this paper examines the downgrading of higher education graduates in Italy and France at the regional level and discusses the real occupational returns for high levels of education. Using data from the Italian and French censuses, the findings of this analysis show significant sub-regional heterogeneities regarding access to managerial positions for graduates according to the territorial unit observed.

DECISION SUPPORT SYSTEM SELEKSI KARYAWAN OFFICE DEPARTEMENT MENGGUNAKAN METODE TECHNIQUE FOR OTHERS REFERENCE BY SIMILARITY TO IDEAL SOLUTION (TOPSIS)

ABSTRACT
 Employees are people who provide services to companies or organizations that require labor services, from which the employees will receive remuneration in the form of salaries and other compensations. PT. Tenaco Jaya Langgeng Abadi is a company that produces in the field of piping, steel structure, and engineering. This company has problems in the performance of office department employees, so the researchers wrote research on decision support systems for office department employee selection using the technique for others reference by similarity to ideal solution (topsis) methods to assist HRD in determining the selection of office department employees. This system will rank employees using the topsis method, from this ranking HRD will select 5 employees with the lowest scores who will attend training from the company. There are 5 weight characteristics of this research, namely: Skill, Age, office application, Greafis Design, and Trobel Hardware. Skill, Age, office application, Greafis Design, and Trobel Hardware. TOPSIS has a concept where the chosen alternative is the best alternative that has the shortest distance from the positive ideal solution and the farthest distance from the negative ideal solution. The more factors that must be considered in the decision-making process, the more difficult it is to make a decision on a problem.
 Keywords: decision support system, office department employee selection, topsis method

Patriarchy in play: Video games as gendered media ecologies

Videogames are a dominant cultural, economic and creative medium in the twenty-first century, whose varied ecologies are increasingly recognized as particularly hostile environments to those identifying or identified as women. These ecologies include those encoded and enacted within the virtual environments of digital games, across the spectrum of those ecologies materially inhabited in games education, game cultures and, paradigmatically, the video game industry. In June 2020, top videogame maker Ubisoft saw high ranking employees resign from the company as accounts went public on Twitter and in mainstream media of sexual harassment, abuse and other misconduct at the company being covered up and ignored. But this is by no means the first public revelation of sexual harassment and discriminatory injustices directed at women who develop and play games: many will recall the vitriolic online hate movement #gamergate. Despite the familiarity of these tropes, we seem to ‘rediscover’ every few years or so that making and playing video games can present toxic environments for women. Drawing on feminist perspectives that understand how videogames have been a gendered, primarily masculine, domain, this article proposes that a topographical view, one specifically attuned to examining gender through a media ecology lens, can demonstrate how these successive re-enactments of ‘shock and awe’ operate in the service of, and are functionally integral to, the preservation of media ecologies exclusionary by design, legitimizing the repetition of their gendered hostilities. The intent is to move beyond naïve expressions of surprise and righteous indignation, to a grounded recognition and elucidation of the extents to which misogyny and harassment are and have been deeply structured into the gendered ecologies of video games.

Comparative suitability for promotion: ethical transgressions, culture and a third dimension of appraisal

Purpose This paper looks at the relationship between judgments of ethical behavior and organizational promotion prospects. The purpose of this study is to examine if an independent dimension of ethical performance should be recognized. When managers and others in organizations compare candidates for promotion or other organization rewards, what role is played by information about the candidates’ previous ethical behavior? Are all prior ethical transgressions perceived in the same light or do some types carry more weight for organizational rewards? And, how do organizational values effect these evaluations? Design/methodology/approach A questionnaire was developed which asked respondents to rank a set of six candidates for a promotion. All candidates were said to be qualified for the promotion, but each was described differently in terms of past ethical transgressions. While information about a candidate’s prior ethical behavior is expected to be impactful for promotion consideration in the general population as well as among members of religious-oriented businesses, types of ethical transgressions may be weighted differently by the two groups. The survey was administered to a sample of 204 employees of business organizations at all levels obtained through a survey research firm, as well as a sample of 52 employees of organizations in the Christian publishing industry. Nonparametric statistics were used to analyze the results. A comparison was made between the respondents sourced through the research firm, seen as representing the general population, and those from the Christian-oriented group. Findings Ethical transgressions were weighted differently by each group. And some transgressions were deemed more unethical than others. Overall, our work suggests that ethical transgressions can matter with regard to promotability. Differences between the groups of respondents from the general population and the group representing Christian-based firms are discussed. Practical implications This paper focused on the selection for promotion of six candidates, ranked by two groups. As expected, the ethical transgressions were weighted differently by each group. And some transgressions were deemed more unethical than others. Overall, this work suggests that ethical transgressions can matter with regard to promotability. This research contributes to practical implications within organizations. Originality/value Only a few studies have looked directly at the relationship between judgments of ethical behavior and organizational promotion prospects. These have focused on ethical leaders rather than rank and file employees. In a study of ethical leadership and promotability, Rubin et al. (2010) found that managers rated high on ethical leadership by their subordinates are more likely to be viewed by senior managers as eventually promotable to senior leadership than those who were not – although they were no more likely to receive a promotion in the near term.

Predictors of Employee Motivation in a Pharmaceutical Company

The researcher sought to find out the predictors of employee motivation in the Taro Pharmaceutical Company. The research design for this study was a cross-sectional descriptive survey with a close ended questionnaire which was used to provide answers to the research questions. The independent variable in the study is HR Strategies and the dependent variable in the study is employee motivation. The study employed Statistical Package for Social Sciences (SPSS) version 20.0 to analyze the data gathered on the basis of descriptive statistics such as Mean and Standard deviation and inferential statistics thus, Pearson correlation and regression and the result was discussed. Systematic and proportionate sampling techniques were used in selecting 242 respondents. 215 questionnaires were retrieved and used for the analysis. To test hypotheses H1-H2, bivariate regression analyses was carried out. Also, Pearson correlation was done to find out the existing relationship between HR Strategies and employee motivation. HR Strategies was significantly related to employee motivation. in the simple regression analysis, all the dimensions of HR Strategies significantly impacted employee motivation with communication being the highest predictor of motivation. The results revealed that, at the Taro Pharmaceutical Company, HR Strategies include communication, reward and recognition, work systems, staffing and training and development. The results proved that; all the dimensions of HR Strategies were significantly related to employee motivation which shows that employees were highly motivated. staffing and training and development followed with reward and recognition as well as work system. The highest of the challenges is non-regularization of a general staff meeting. Also, the absence of lucrative incentives was a major challenge to the employees. Inadequate change within work unit was also key. Even though employees were motivated generally, Low comprehension of company strategy and poor coordination amongst management was evident in the results of the analysis. Based on the findings, the researcher recommends that, Management should consider regularizing general meetings with the entire staff. Certain concerns of low-profile staff may be better understood at a general meeting even though there are structured ways of presenting their grievances. Management should also consider incentivizing lower ranked employees and other employees who fall outside the top management bracket. It is research based and healthy for employees to be incentivized intermittently. Keywords: Human Resource Strategy, Employee Motivation DOI: 10.7176/EJBM/13-3-12 Publication date: January 31 st 2021

MANAGER’S LEADERSHIP STYLES AND JOB PERFORMANCE OF COMPANY RANK AND FILE EMPLOYEES

In company management, several leadership styles are inherent and utilised by a manager or a leader. This study assessed the leadership styles of a manufacturing company manager and how the styles of leadership influence rank and file employees’ performance. In particular, it evaluated the manager’s leadership styles as affirmed by the rank and file employees, and how these leadership styles influence the performance of said employees from the viewpoint of work quality, work quantity, job innovativeness, customer service and team spirit. The study was carried out through a descriptive survey research design utilising a standardised survey questionnaire. Findings revealed that the branch Manager highly utilised transactional and transformational leadership styles in managing the manufacturing company. The Laissez-faire leadership style was only moderately utilised while the autocratic leadership was the least utilised style also at the moderate level. These utilised leadership styles manifested strong influence on the performance and productivity of rank and file employees of the manufacturing company under study. Accordingly, the employees exhibited outstanding performance towards the delivery of their works. It is concluded that managing the human capital of any company elicits full utilisation of good leadership styles supportive to the attainment of the company’s set goals and objectives and employees’ desired outputs and productivity. The company under study should continuously utilise and sustain the use of transactional and transformational leadership styles to keep employees’ productive performance, although there is always room for improvement. Other related studies may be pursued considering other variables or attributes of leadership styles not covered in this study.
 
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Analysis of Human Resouce Placement Based on Ability and Work Skills using the Profile Matching Method

Human resource management is closely related to employee performance to provide the best service to companies and steak holders. The right placement is a way to optimize the ability, skills towards good work performance for the workers themselves. The right position will be able to help the company (organization) in achieving its goals. Analysis of decision support systems developed in this research uses the Profile Matching method. Criteria for placement of employee positions based on aspects of personality and aspects of work attitude. The results of this research are an analysis used to rank employee competencies that will occupy employee positions in the public relations and admissions departments.

Insider Detection Method in a Company

Managers often focus on external threats mainly due to the difficulties in evaluating the losses from the insider activities. The purpose of the study is to improve the efficient performance of an information security department and a company itself in counteracting insider threats by increasing the accuracy and rate of assessing the insider threat for each employee and ranking employees in accordance with the assessment of a summarized technical threat indicator. The authors morphologically analyze the features of insider activities in three sections and identify a promising area for combating the insiders – a prompt identification of unusual behavior signaling a breach of confidentiality. The paper describes an algorithm developed by the authors for assessing the insider threat for each employee of a company and ranking all employees by a summarized technical threat indicator. The steps to implement the algorithm are described in detail and a fuzzy derivation scheme of a summarized technical threat indicator is presented; an example is used to test the algorithm. The algorithm can be implemented as a part of a corporate information system. It is cheap to use and own, and it is rated as cost-efficient.

Corporate Social Responsibility of Forestry Companies in China: An Analysis of Contents, Levels, Strategies, and Determinants

Corporate social responsibility (CSR) has gained attention in the forestry sector, especially among Chinese forestry companies, which faces serious challenges. This study explores the CSR activities of Chinese forestry companies listed on the Shanghai and Shenzhen Stock Exchanges and analyzes how they differ from their international counterparts. CSR contents, levels, strategies, and determinants are examined through a quantitative content analysis and statistical analyses. The results show that Chinese forestry companies’ CSR contents, like their international counterparts, are diverse and include the environment, employees, communities, general social issues, consumers and products, investors and creditors, governments, and supply chains. Both of them focus on environmental and employee responsibility and pay less attention to community responsibility; however, their CSR priority activities differ. While Chinese companies rank employee responsibility activities first and environmental activities second, their international counterparts prioritize environmental activities over employee responsibility. Chinese forestry companies have four types of CSR strategies—reactive, focused, opportunistic, and proactive—and the majority of these companies adopt reactive strategies. Only a few Chinese forestry companies choose proactive strategies. Forest resources partially explain the variance in the levels of government responsibility among forestry companies, and the industry type influences the levels of corporate environmental responsibility.

Ethical Leadership and Employees’ Perceptions About Raising Ethical Concerns to Managers in the Veterans Health Administration

Background: The willingness of employees to proactively give voice to their concerns, including ethical concerns (ethics voice), is critical to improving organizational performance and integrity. In health care, speaking up is vital to ensuring a delivery system centered on patient safety and quality, including ethics quality. In this study, we explored whether ethical leadership practices contribute to employees’ willingness to raise ethical concerns to those in the organization who have the authority to take corrective action.Methods: We conducted a secondary analysis of 2014 IntegratedEthics Staff Survey data administered to a random sample of 50% of VA health system staff. The data we used reflected responses from 42,412 employees who were associated with 141 administratively defined medical centers that encompass more than 1,400 sites of care delivery and VHA administrative program offices. The response rate to the survey was 29.4%.Results: Employees positioned higher in the organizational hierarchy were more comfortable raising ethical concerns than lower ranked employees. Ethical leadership practices, and especially those that created an expectation of trust, follow-through, and fair treatment, made it more likely that employees would raise ethical concerns with managers.Conclusion: Speaking up about ethical concerns is essential to the delivery of high-quality patient care and is enabled by managers who embody ethical leadership practices. Ethics programs can help create favorable conditions for raising ethical concerns by providing managers and supervisors with ethical leadership coaching, recognizing power differentials, and modeling more egalitarian communication practices. More research is needed to understand how employees conceptualize ethics voice and to assess the comparative effectiveness of different methods of encouraging speaking up about ethical concerns in health care organizations.

Relative performance feedback: Effective or dismaying?

In this experiment, I analyze whether the provision of relative performance feedback differently affects the performance of subjects when provided in various feedback environments. Subjects were ranked either relative to the performance of many subjects in the past or relative to three subjects working alongside themselves. Results indicate that the response from subjects in the former varies with how they perceived their own ability to solve the task. Those reporting low ability reduce their performance when provided with the feedback, whereas those reporting high ability improve. For subjects who were ranked relative to others working alongside themselves, no one respond negatively, but only those reporting high ability improve their performance. An important implication from this, especially for managers who design feedback policies in organizations, is that the way relative feedback is designed may lead to different behavioral reactions. In particular, the choice of benchmark used to relatively rank employees may result in responses that are not beneficial and lead to inefficient use of resources.

Econophysics of a ranked demand and supply resource allocation problem

We present a two sided resource allocation problem, between demands and supplies, where both parties are ranked. For example, in Big Data problems where a set of different computational tasks is divided between a set of computers each with its own resources, or between employees and employers where both parties are ranked, the employees by their fitness and the employers by their package benefits. The allocation process can be viewed as a repeated game where in each iteration the strategy is decided by a meta-rule, based on the ranks of both parties and the results of the previous games. We show the existence of a phase transition between an absorbing state, where all demands are satisfied, and an active one where part of the demands are always left unsatisfied. The phase transition is governed by the ratio between supplies and demand. In a job allocation problem we find positive correlation between the rank of the workers and the rank of the factories; higher rank workers are usually allocated to higher ranked factories. These all suggest global emergent properties stemming from local variables. To demonstrate the global versus local relations, we introduce a local inertial force that increases the rank of employees in proportion to their persistence time in the same factory. We show that such a local force induces non trivial global effects, mostly to benefit the lower ranked employees.

Rank and File Equity Compensation and Earnings Management: Economic Incentives and the Robin Hood Effect

Executive compensation is often linked to firm performance with equity-based compensation. One consequence of executives’ equity compensation is that it can create incentives for earnings management. Rank and file employees are also granted equity compensation and there are at least two reasons to suspect that rank and file equity compensation will influence earnings management. First, a substantial literature provides evidence that performance-based compensation creates earnings management incentives (economic incentive effect). Second, psychology literature suggests that individuals are better able to justify dubious behavior when the behavior can be rationalized as benefitting other, less-fortunate individuals. Consequently, firms that offer rank and file plans may unwittingly provide executives with a built-in justification to manage earnings (the Robin-Hood effect). Our results provide evidence that increases in rank and file employees’ equity-based compensation are associated with increases in earnings management. Cross-sectional tests are more consistent with economic incentives accounting for our results rather than the Robin Hood effect.

Peer norm guesses and self-reported attitudes towards performance-related pay.

Due to a variety of reasons, people see themselves differently from how they see others. This basic asymmetry has broad consequences. It leads people to judge themselves and their own behavior differently from how they judge others and others’ behavior. This research, first, studies the perceptions and attitudes of Greek Public Sector employees towards the introduction of Performance-Related Pay (PRP) systems trying to reveal whether there is a divergence between individual attitudes and guesses on peers’ attitudes. Secondly, it is investigated whether divergence between own self-reported and peer norm guesses could mediate the acceptance of the aforementioned implementation once job status has been controlled for. This study uses a unique questionnaire of 520 observations which was designed to address the questions outlined in the preceding lines. Our econometric results indicate that workers have heterogeneous attitudes and hold heterogeneous beliefs on others’ expectations regarding a successful implementation of PRP. Specifically, individual perceptions are less skeptical towards PRP than are beliefs on others’ attitudes. Additionally, we found that managers are significantly more optimistic than lower rank employees regarding the expected success of PRP systems in their jobs. However, they both expect their peers to be more negative than they themselves are.