Senior Employees Research Articles

ENHANCING GENDER DIVERSITY IN FINANCIAL SERVICES SECTOR

The aim of the article is to determine the importance, benefits and ways to enhance a culture of gender diversity in the organization. The article contains an analysis on gender diversity management and focuses on financial services sector including entry-level and senior management female employees’ representation. It is highlighted that building a more diverse workforce is everyone’s responsibility and that diversity should be the highest priority to the company’s strategy. The article will inform practitioners on gender balance matter, best practices and implications for the organizations.

Leading Indicators in Occupational Health and Safety Management Systems in Healthcare: A Quasi-Experimental Longitudinal Study.

To evaluate the feasibility of implementing interventions guided by six leading indicators, and the effectiveness of these interventions on improving employee's perception of their organization's health and safety climate. A quasi-experimental longitudinal design was used in two hospitals. Occupational health and safety management systems (OHSMS) were assessed using the Leading Indicator Assessment Tool. To address the gaps identified in the assessment, tailored interventions were developed, pilot tested, and evaluated. Data were collected pre- and post-interventions. Interventions were developed to improve three leading indicators: senior management commitment, employee involvement, and communication. Overall, both sites supported using leading indicators to guide proactive interventions. Employees' perceptions of the health and safety climate improved at one site only. The results suggest the utilization of leading indicators to assess an organization's current OHSMS, identify areas for improvement, and implement tailored interventions is feasible to support a culture of safety in healthcare.

Modern domestic and foreign approaches to assessing the state of economic crime and its impact on economic security

The article considers the main domestic and foreign approaches to the assessment of economic crime, defines the essence and highlights the main categories of economic crime, formulates the main characteristics of economic crimes, as well as analyzes statistical data on economic crimes identified in the Russian Federation, reveals their essence and scheme of implementation. Economic crime is a natural continuation of economic crises, and economic crises are a natural state of the market economy. There are two main definitions of economic crime: Economic crime is all crimes against property, that is, by and large, all crimes committed for selfish purposes. Economic crime is only a crime in the economic sphere. The most frequently identified economic crimes in Russia are misappropriation of assets, bribery and procurement fraud. That is, these are crimes carried out by employees of companies, or rather by senior employees of companies. Crimes, the most common in the subjects of the domestic economy, are professional crimes, latent, difficult to prove, and often do not fall under the criminal code. Therefore, while the legislator will change, leading the criminal code in accordance with the requirements of modern economic realities, businesses need to ensure that the system of internal control through risk assessment and study of the revealed fraud, identify factors that contributed to their making, motivation of fraudsters and the conditions under which offenses were possible, to avoid similar situations in the future and to reduce negative impacts, both financial and non-financial.

ORGANISATIONAL CULTURE AS A DETERMINANT OF WORKERS’ JOB COMMITMENT IN PUBLIC SECONDARY SCHOOLS IN OGUN STATE, NIGERIA

This study examined organisational culture as a determinant of workers’ job commitment in public secondary schools in Ogun State. The study adopted an ex-post facto design approach. The population consists of all workers (teaching and non-teaching staff) in secondary schools in Ogun State, Nigeria. A multi-stage random sampling technique was adopted where five (5) public secondary schools (comprising of both junior and senior) were randomly selected from each of the local government area s from twenty (20) local government areas in Ogun State, making a total of ten (10) secondary schools were selected for the study. Stratified random sampling technique was used in selecting ten (10) workers (teaching and non-teaching) from each junior and secondary schools respectively, making a total number of twenty (20) workers from each of the selected ten (10) secondary schools. A total number of 200 workers was selected for the study. The instrument used for this study is a questionnaire which is sub-divided into three sections. Section A was used to collect information on personal characteristics of the respondents while Section B contained Workers Organisational Commitment Scale which was designed to measure workers’ job commitment. Section C contained Organisational Climate Index (OCI) and was used to measure organisational culture. Data was analyzed using regression and T-test analysis at 0.05 level of significance. Findings revealed that organisational culture has significant relationship with public secondary school workers’ job commitment and that there was no significant difference in public secondary school workers’ job commitment between senior and junior school employees. It is concluded that organisational culture determines job commitment of public secondary school employees in Ogun State. Based on the findings, it is therefore recommended that motivation strategies should adopted to improve teachers’ salaries and promotions. Teachers should positively change their attitude s to work and view their job as more of a call than a profession. 
 

Memahami Strategi QISCUS untuk Unggul dalam Ketidakpastian Lingkungan Bisnis yang Tinggi

Technology based company operates in a very dynamic business environment. As one of the fast growing technology company, Qiscus has proven themselves to be able to survived after several major change in their business. This study aimed to find out what strategies taken by Qiscus, as a startup company and how their strategy can be used to deal with this high uncertainty business environment. A qualitative method with case study approach was used to answer these research questions. Data were gathered from 8 informants (2 founders and 6 senior employees). Through the in-depth interview and observation processes, the study found six strategic themes which were then categorized into internal and external strategies. The research findings showed that Qiscus had implemented six strategies: high involvement organization, pivot, building brand image, maintaining users experience, strategic investment and market education. The findings support previous studies that stated organizations with strong internal stakeholder involvement tend to have better performance and productivity.

History matters: The role of history in corporate brand strategy

This article explores how an organization can use its history to define and deliver its corporate brand strategy. We specifically look at Adidas, which, having rejected its history at one stage, rediscovered and used the philosophy and ideas of its founder to provide direction for the future, legitimate strategic choices, and enrich the corporate brand. Through analysis of material evidence and interviews with senior and long-serving employees, we conceptualize the way Adidas developed a systematic approach to the use of history in its corporate brand strategy by creating the means to uncover, remember, curate, and then embed it. Combining the lessons of the Adidas case with evidence from other cases in which history was used to refocus and revitalize corporate brands, we deliver key recommendations for managers.

Organisational Memory and its Impact on Competitive Strategies in IT Companies in Jordan

This study aims at measuring the impact of organisational memory (OM) on competitive strategies in information technology (IT) companies in King Hussein Business Park (KHBP) in Amman, the capital of Jordan. KHBP comprises of 20 companies, which will form the research population. A random sample was chosen with the sampling unit constituting of 63 out of originally 74 senior employees. The study adopted a descriptive analytical approach and a structured questionnaire was used as a study tool for the purpose of measuring the variables of the study. The outcomes of the study show that OM and its processes (knowledge acquisition, retention, and retrieval) have an impact on both types of competitive strategies (differentiation and lower cost strategies) in Jordan's IT companies. The study presented key recommendations such as: enhancing the role of OM in IT companies given its clear impact on competitive strategies; carrying out additional studies on OM to look deeper into its dimensions, processes, justifications, hindrances, and strategies.

MANAGEMENT COMPETENCE OF HEADS OF EDUCATIONAL DEPARTMENTS OF AN EDUCATIONAL ORGANIZATION IN THE SPHERE OF CULTURE

The education system in the field of culture and art has a historically established structure. This structure is the most stable and undergoes the least changes, in contrast to training in other areas of sociocultural relations. Success in professional activity and the self-realization of its graduates largely depends on the organization of interaction of all participants in educational relations. The heads of structural divisions of an educational organization in the field of culture have the main responsibility for the effectiveness of the entire educational organization as a whole, regardless of what level of education this organization implements. The Ministry of Culture of the Russian Federation developed criteria for assessing the effectiveness of the activities of subordinate educational organizations, including all aspects of its activities: criteria for the main activities of an educational organization; criteria for financial and economic activity, executive discipline of an educational organization; indicators for determining the size of incentive payments for employees of educational organizations of performing arts. In addition, the Ministry of Labor and Social Development of the Russian Federation has developed a professional standard that defines the labor functions of senior employees of educational organizations. The presence of these regulatory documents made it possible to justify the validity of the competency-based approach to determining the effective characteristics of the heads of educational departments of educational organizations in the field of culture (managerial competence) and to develop its structure taking into account the behavioral approach adopted in the management to determine the essence of the concepts of competence and competence. The article substantiates the conditions that determine the effectiveness of activities of any team in the long term, and the formation of threshold and deep competencies that are part of the managerial competency structure of a leader will contribute to the development of art and socio-cultural education in the Russian Federation.

Motivating senior employees in the hospitality industry

PurposeThis study aims to use Herzberg’s two-factor theory and attempted to discover, which motivational factors are the best predictors of senior employees’ job satisfaction and dissatisfaction and turnover intentions. The study also verified the two-factor theory’s validity.Design/methodology/approachThis study used a Web-based, self-administered survey method with measurements developed specifically for this study. Structural equation modeling using confirmatory factor analysis was conducted to test the hypotheses.FindingsThe two factors that had significantly positive effects on job satisfaction were recognition and the work itself. Interestingly, achievement had a significantly negative effect on job satisfaction. The four hygiene factors that had a significantly negative effect on job dissatisfaction were technical supervision, personal life, status and job security. Job satisfaction had a significantly negative effect on turnover intention, while job dissatisfaction had a significantly positive effect on the variable, which supported Herzberg’s theory.Research limitations/implicationsAlthough quantitative research is the most useful research tool and is used most widely, the method can provide only limited information, while qualitative research might provide further information that would allow us to understand the relation between motivation, job satisfaction and turnover intentions better from different perspectives. Future research using Herzberg’s interview method would be helpful to obtain more detailed information regarding these factors.Originality/valueThis study is one of the first to use both job satisfaction and dissatisfaction separately to explore the relations among senior citizen employees’ motivators, hygiene factors, job satisfaction and dissatisfaction and turnover intentions in the hospitality industry, as most previous studies have used job satisfaction alone. This study’s empirical findings of the validity of Herzberg’s two-factor theory in this context prove that the theory remains applicable in a new environment six decades after its original development.

Long-term workplace communication needs of business professionals: Stories from Hong Kong senior executives and their implications for ESP and higher education

Although past research has shown some differences between junior and senior employees' use of English for workplace communication, no studies have yet provided a long-term and holistic view of how professionals' use of English changes as they gain seniority, what language difficulties they encounter at different stages of their careers and how they overcome these difficulties. The present paper addresses this gap by exploring the changing language and communication needs of three senior Hong Kong business professionals as they rose from junior positions to their present rank. It seeks not only to understand the workplace English needs of senior executives per se but also to shed light on university graduates' long-term workplace communication needs. The informants' stories about their careers, spanning over 20 years, illuminate their changing roles vis-à-vis technical financial genres since graduation. The stories also illustrate the difficulties met by the informants when tackling non-technical genres, which call not only for advanced English proficiency but also for tact and diplomacy. Overall, the present paper shows that a long-term view of the workplace communication needs of business professionals can provide insights for ESP research and practice, as well as for higher education institutions that aim to nurture tomorrow's leaders.

Bumped Redundancy and the Range of Reasonable Responses: To what Extent, if any, should Employers Consider Bumping? Life after Mirab v Mentor Graphics Limited UKEAT/0172/17DA

Abstract Employers often face a plethora of issues in redundancy situations. Likewise, employees often fear or are overwhelmed by the prospect that they may be chosen for redundancy. Whilst these issues have been widely written about there is little discussion of “bumping.” When the issue appears in the employment tribunal, in cases such as Mirab v Mentor Graphics Limited, it is too late and the employer faces a successful unfair dismissal claim against it. Bumping occurs where an employer makes redundant a junior employee: one whose role has not identified as being at risk of redundancy. The result is that the more senior employee, one whose role was been identified as being at risk of redundancy, is placed into the junior role and therefore becomes subject to terms and conditions that are often less beneficial for example the junior role will inevitably come with a reduction in salary and/or perks. This article explores the legal issues that surround the instances in which an employer should consider “bumping,” its relationship with the band of reasonable responses and the resultant effect, if any, of failing to do so.

How to manage senior employees? Theories and current fields of research in an organizational context

How to manage senior employees? Theories and current fields of research in an organizational context

“Foreign Funding” Case No. 173/2011

“Foreign Funding” Case No. 173/2011

Change agents and internal communications in organizational networks

The adoption of change in organizational networks is conditioned by the engagement of the so-called “change agents” initiating “cascades of change”, as well as by the internal communication among the members of the network. We investigate how the dynamics of the adoption of change is influenced by the engagement policy of the change agents and by the internal communication. In this perspective, we compare central engagements (high degree, high closeness, high betweenness, high eigen-centrality) with random engagement. We also compare three selection rules for communication, namely: selection by randomness, selection by high link weight, and selection by high link weight and degree centrality. The dynamics of change adoption is modeled by generalizing the discrete diffusion equation in order to incorporate both the engagement policies of the change agents and the internal communication rules. Results are obtained by simulating the solutions (change management scenaria) on 4 real organizational networks. Agents with high degree (hubs) are found to be most suitable to act as change agents. The most suitable change agents however, are not always the senior employees. The adoption of change is much faster, if agents communicate with “local hubs”, avoiding random contacts. Change agents feed the members of the network with “thin slices” of influence, in order to avoid crossing the “confidence bound”. Small increase of the size of “slices”, results in significant acceleration of the adoption of change. We also estimate the value of “planning” versus “no planning”, in the context of Change Management.

Co-Creating with Intermediaries: Understanding Their Power and Interest

ABSTRACTPurpose: This paper aims to explore the power and interest of independent intermediaries in co-creation activities. More specifically, the study investigates the role of independent financial advisers (IFAs) in co-creation activities and identifies how their power and interest can be used to determine their level of involvement in co-creating innovation of new products and services in the financial services sector.Methodology/Approach: A case study research method was employed for this study. The case study focuses on Provider XYZ, one of the largest UK-based financial services institutions. The sources of data used for the research were Provider XYZ’s market research reports aimed at customers and IFAs, interviews with nine of Provider XYZ’s Senior Marketing Managers and employees, interviews with nine IFAs who conducted business with Provider XYZ, and a discussion with nine of Provider XYZ’s customers who have a relationship with an IFA.Findings: The findings of this study identify that independent intermediaries, such as IFAs, have a significant influence on the end customers’ view on financial services brands and they partially construct the provider’s brand value which is perceived and received by the end customers. Based on the power and interest of IFAs in the potential innovation propositions, IFAs can be classified into four categories: Recipient (Segment A), Consultant (Segment B), Guardian (Segment C) and Co-creator (Segment D).Implications: The findings of the study provide evidence for both academics and practitioners that not all stakeholders can be involved in co-creation activities. To ensure the effectiveness of co-creation activities, it is important to assess the level of stakeholders’ power, which indicates the strength of relationship and influence on providers, and their interest in co-creation activities. The co-creator power/interest matrix proposed in this paper can be used to identify viable co-creating partners in an organization’s relationship network.Originality: This study contributes to the existing literature by proposing a co-creator power/interest matrix, which can be used to determine the level involvement of intermediaries and other stakeholders’ in co-creating innovation.

Competency Measurement Instrument Design for Maintenance Staff of Electronic Expertise with SECI Method

To gain competitive advantages, companies must combine and collaborate with the tangible and intangible assets. The most important intangible assets in companies are people because people have the knowledge to run the companies. Competencies of each individual in a company is a basic characteristic that must be taken into account. The purpose of this research is to improve the quality of human resources of maintenance staff in the manufacturing company by designing competency measurement instrument that aims to assess the competency of employees. The focus of this research is the mechanical expertise of maintenance staff. SECI method is used in this research for managing knowledge that is held by senior employees regarding employee competence in electronic expertise. The SECI method converts the knowledge of a person’s tacit knowledge into an explicit knowledge so that the knowledge can be used by others. The knowledge that is gathered from SECI method is converted into a list of competence and break down into the detailed competency. The result of this paper is the competency measurement instrument that aims to assess the competency of employees. Future research can be done to test the instrument and add more specific criteria.

Study on the Factors that Determine the Success of ERP Implementation

Abstract The world boundaries are broken with the advancement of technology and the emergence of digitized industries where economies are connected via the cloud. As a result, effective management of information internally and externally is needed to cope with the quick changes in markets. For a long time, Enterprise Resource Planning (ERP) systems have been used to streamline company processes data, and hierarchy. ERP’s are capable of managing big data, integrating business processes and providing effective communication channels within the entire organization. ERP’s provide many benefits to businesses if implemented right. However, an alarming 70% of ERP implementations fail. The failure can very well bankrupt the organization and at the same time affect the vendors very negatively. The aim of this paper is to discuss the critical success factors in ERP implementations from the employees, management, consultants and vendors perspectives. Prior research has identified critical success factors for ERP implementations but none classified them according to the above perspectives (employees, management, consultants and vendors). Surveys were conducted with 60 ERP project participants including senior managers, employees and vendors. A regression analysis was made to investigate the relation between the success of ERP implementations (dependent variable) and the contributions of employees, management, consultants and vendors (independent variables). The study shows that there exists a positive relation between successful ERP implementation and the following: management support, employees’ motivation, training, management, vision, and professional consultants. Add to that, the study aids managers and ERP participants to identify the major success factors that must be implemented for the objective of having successful ERP deployment.

Workforce diversity and firm performance: Relational coordination as a mediator and structural empowerment and multisource feedback as moderators

AbstractWorkforce composition in organizations has become increasingly diverse. As an important step in determining how workforce diversity leads to firm performance, we proposed relational coordination as a mediator through which diversity in age and education indirectly affects firm performance. We also highlighted two human resource management practices (structural empowerment and multisource feedback) as critical contingencies that moderate the effects of workforce diversity on relational coordination and firm performance. We conducted hierarchical multiple regression on multisource data (including responses from senior directors, department directors, managers, and employees, as well as financial performance) from 189 Korean firms in the manufacturing sector, which yielded support for our hypotheses. These findings offer novel theoretical and practical insights into the effective management of workforce diversity.

Diversity in Japanese Companies’ Boardroom: Sign of Shifts in the Japanese Model or Corporate Governance Reform as a Fashion?

This paper discusses the gender diversity of the board in Japanese public companies. Its implications are analysed against the background of the recent reform of corporate governance in Japan. During the post-war period, the Japanese corporation has been the “insiders’ community”: the employees committed to a single company for almost throughout their career, and the board members were chosen from senior employees. Recently, however, the focus has shifted to changing the board from executive organ to monitoring mechanism, facilitated by the reform to increase independent (outside) directors. The female participation in the board could be another driver for the orientation towards the monitoring board, radically changing the traditional “insiders’ community.” Alternatively, in a company that still appoints most board members from among the senior employees, the increased female directors could serve as the role model for female employees, facilitating the gender diversity in the workplace, but reforming the board structure only gradually.

Role of Job Designs in Determining Employees’ Work Motivation in Banking Sector of Multan City, Pakistan

This article presents theoretical and empirical underpinnings between job designs and employees’ work motivation in banking sector of Multan city, Pakistan. The study adopted a cross-sectional survey research design in which 362 employees participated through simple random sampling technique. The findings of the study revealed that female employees are more motivated towards their jobs than male employees. Moreover, job characteristics and job rotation are high among senior bank employees having experience greater than 12 years. The study concluded that job enrichment is the highest influential factor in determining employees work motivation while quality of work life is negatively influencing their enthusiasm level towards job. In the wake of new technological transformations, academic insight into the current work would further guide the policy makers for designing the jobs for banking sector through decentralization of managerial powers, changing in accordance with the global trends, as well as applying autonomous, mastery oriented and purposely directed policies.