CHAPTER ONE
INTRODUCTION
1.0 Background
Universiti Utara Malaysia (UUM) is among the public universities in Malaysia which has many different schools and departments inside the campus as well as outside the compos. However, each school has its own organization and staff. With this regard, Universiti Utara Malaysia has provided many resources in every school to improve the employee’s performance, skills and capabilities. In addition, the management tries to manage their staff effectively to perform their best. The university aims to establish a more open, flexible and caring management style so the staff will be motivated, developed and managed in a way that they give of their best to support departments. This study tries to find some problem between staff and their performance at School of International Studies (SOIS). School of International Studies is one of the departments after being given facilities to the staff, performances still not change toward as their expected. They found difficulties to improve staff performance and also, they had problem with their staff. They cannot
…show more content…
With this regard, these factors include job stress, work load as well as job satisfaction and their effects on the employee performance. Noble (2009) states that more attention should be paid in identifying and dealing with working environment because when employee have negative perception to their environment they sometimes suffer from chronic stress. Opperman (2002) stated that, working environment means those processes, systems, structures, tools or conditions in the workplace that impacts favorably or unfavorably individual performance. The working environment also includes policies, rules, cultural contact, resources, working relationships, work location, internal and external environmental factors, all of these factors my influences the ways that employee perform their job
In working to develop my abilities to become a human resources manager, I have learned human resource management plays an integral role in increasing the effectiveness of employees to attain the goals and objectives of an organization.
P4 - Factors that affect selection, planning and implementation of Creative and Therapeutic Activities. Setting: The setting or surrounding environment is essential to selecting, planning and implementing a suitable activity according to the needs of the service user. Selecting an activity requires you to acknowledge the setting it will take place in, therefore the Setting affect the deliverance of the activity. The setting will also affect the planning of the activity by considering the possibilities and risks, in order to structure out a satisfactory plan to carry out the activity advisable to the service user or group.
The importance of staff retention Nurse retention is to provide staff with implements that will empower them in the workplace. Empowerment in organizational structures include power and opportunity. Employees with high levels of power are included in lines of information, support, resources and opportunities to learn and grow (Schwinger ET AL., 2010). In additional employees who have high levels of opportunity in their jobs tend to be more proactive problem solvers and accept change. When staff have opportunity and power, they are motivated, feel more in control, have increased wellbeing and have greater job satisfaction (Schwinger ET AL., 2010).
Problem Identification The extent and impact that Staff Shortage has on administration are: balancing quality and safety with efficiency, providing everyone with access to basic medical care, prescription shortage and building and sustaining the workforce needed for the future. According to the Department of Labor staff shortage in the healthcare industry will reach crisis levels within the next decade. It’s time now to reinvent the wheel in healthcare systems.
Short staffing is one of the many challenges nurses encounter in the work environment. The impacts can be detrimental primarily to the patient’s outcome. To examine the effects of short staffing, research was conducted on 36,539 hospital inpatients to evaluate the amount of those exposed to an understaffed shift and how many patient outcomes resulted in a NSO (Twigg, Gelder, & Myers, 2015). NSO’s are nurse sensitive outcomes based on the nursing care provided to the patient. Patients exposed to short staffing had an increase of greater than one chance of NSO’s compared to patients not exposed (Twigg et al., 2015).
Since this book released relatively recently, it is up to date in context of management issue. This source is valid and relevant; consequently, it will be useful for final
The constraint of Gulf & Burger, for example, the absence of administration in staffing has been an inspiration to work better for future growth and development of the organization. Even such teamwork activities can cause a large amount money in the
INTRODUCTION Adapted from the course module notes, there are two categories of theories and techniques in job design to motivate employees: 1. Content theories by Maslow, McClelland, Herzberg and Alderfer. 2. Process theories such as Job Rotation, Job Enlargement and Enrichment; Herzberg’s Two-Factor Theory, The Hackman and Oldham Model and Empowerment.
INTRODUCTION Human resource management is the strategic approach to the management of an organization 's most valued assets - the people working there who individually and collectively contribute to the achievement of the goals of the business (Armstrong, M., 2006). In other words, human resource management is a to work with employees, and for the employees, to help them solve their problems. Therefore, human resource is a complicate department, as they deal with people who already work there, they also deal with several issues which happen among new employees, such as recruitment, selection and so on. Nowadays, employee retention becomes one of the most significant issue in the organizations, and managers are aiming to find the best employees
Introduction Job analyses and job descriptions are used by the Human resource consultants and experts as an elementary unit for many functions of human resource department that includes recruiting and employing, evaluating performance and ranges of salary (Levine et al 1988). As according to Brannick et al (2007), job analyses is an important factor in business that ensures the correct hiring of desired individuals for various jobs. Job analyses protect ensures protection of companies against claims (Veres et al1987), and it help businesses to adequately reward their staffs (Smith et al 1990). According to Fleishman & Mumford (1991), accuracy of Job analyses affect many of the HR functions, So, it is essential to make sure that job analyses is performed properly and in detail. A job analysis implies collecting information on the approaches to evaluate performance, worker-oriented behaviors, job-oriented conducts, and workers behaviors during working with materials, machines, and equipment, job environment and worker’s requirements (Harvey, 1991).
The purpose of this essay is to identify management strength and weakness that need to be developed. It is because of the need to recognize own weaknesses and learn how to make them benefit from management. In my view, management is the process of planning, organizing, leading and controlling the power of people who are involved in activities of organization in order to achieve the goal of organization. Skills of effective manager, time management skills and team leader skills are necessarily needed in management.
3.To what extent do behavioral policies of the school affect the classroom management skills of the pre-service teachers? 4.What are the problems/challenges encountered by the pre-service teachers as regards in classroom management? Scope, Delimitation, Limitation of the Study The main purpose of the study is to provide information regarding on what are the implications of behavioral policies of Batangas State University to the classroom management of the pre-service teachers.
Q1. Describe the five key elements of leadership The five keys of elements of leadership are leader-follower, influencing, organizational objective, changes and people. Each of elements works differently, the first key world leader-follower is leaders influence a behavior to the followers as well as follower also influence leaders. Second, Influencing is change role from somebody.
Researchers have shaped compelling evidence for the fundamental relation between employee performance and how management acts with them (Boheene & Asuinura, 2011). They claim that the effectiveness of human resource practices, particularly employee selection, performance appraisals, benefits and reward management, procedures and employee training and development often have a direct effect on the productivity and performance of the employee. And implementing an effective human resource management can enhance the organization 's ability to attract and maintain qualified and motivated employees yield greater profitability, low employee turnover and these invariably lead to higher productivity.
The aim of this assessment is to reflect on what I have learned this semester regarding the module of Business in Global Context; from the lectures with the professor, the case studies done in class and the three previous patchworks that we worked on. We have learned that there are different internal and external components that affect the business environment, from corporate social responsibility to cultural and institutional framework; organizations must take into consideration all the factors related to the different parts of its environment. For the topic discussion, I will be discussing globalization and how it has affected the global business environment along with the key aspects and the different point of views regarding it.