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(2007, 5000 words)
The paper discusses the way organisational commitment affects the performance of a firm operating in hospitality industry. The discussion outlines the nature of commitment notion and the way different types of commitment determine employee's wish to perform well. The discussion relies on the review of academic literature that demonstrates the importance of commitment for the firm's success. Then, the paper analyses a case study and discusses the implications of commitment management for organisational success.
(2007, 4700 words)
The paper critically reviews the importance of organisational commitment for a service firm. The discussion is split into several sections. The first section reviews the existing literature in order to define the notion of organisational commitment and identify its role and impact on the firm's operations. The second section reviews the number of organisational issues related to organisational commitment. The issues of concern are change and its impact on organisational commitment, the role of cultural setting, the role of age and the importance of commitment for developing learning potential of an organisation
(2006, 2000 words)
The paper examines the methods of ensuring employee commitment (EC) in the areas of employee selections, training and development, management control, team work and group working, performance evaluation, etc. Models of the EC increase are discussed.
(2006, 3500 words)
The paper examines the concept of the employees' commitment to customer service (CCS) in an organization focusing on the role of emotions in service delivery and the challenges of managing emotions and CCS. Areas of emotion management are singled out; types of commitment are identified.
(2006, 2500 words)
The essay aims to identify the main causes of absenteeism and related problems within the four main sectors; public services (i.e. education and health), manufacturing and production (i.e. construction and textiles), private services (i.e. IT and finance) and non-profit organisations (i.e. charities and care services). As will be seen the length of time and causes of absenteeism are varied. The essay will first consider, for analytical convenience, short-term absence of up to four weeks or twenty working days, and then long-term absence of four weeks or more. As there is no consensus on either the causes or the remedies of absence as much depends on the type of organisation and the labour and product markets in which they operate this is discussed further. The strengths and weaknesses of the remedies offered are also discussed.
(2006, 2500 words)
The paper examines the causes and consequences of absenteeism in UK businesses reviewing surveys related to the impacts of work stress, the role of organisationÌs size, the issue of female absenteeism, etc. The ways of reducing absenteeism are discussed.
(2005, 1800 words)
This paper critically evaluates the proposition that a happy worker results in a productive worker. The happy/productive worker thesis promotes the belief that happiness should produce better job performance and productivity. By evaluating many psychological dimensions of wellbeing, theories of motivational, job satisfaction and performance, it is seen how the human heart sings to the tune of happiness in life and enhances worker’s productivity. The paper includes two classic examples of a training program and how ergonomics can help increase worker’s productivity. Areas discussed include positive psychology, job satisfaction and performance, motivation, productivity and situational engineering.
(2005, 2000 words)
The paper examines the influence of teamwork on productivity and motivation offering a case study of McDonald’s. The company’s background is described applying a theoretical approach to their teamwork practices and commenting on the reasons behind a lack of motivation and commitment among their employees.
(2006, 3500 words)
The paper addresses the issues of HRM seeking to understand why managers tolerate staff underperformance and whether poor employee performance depends on poor management. Organisational costs of poor performance are identified; methods of detecting and minimizing poor performance are reviewed.
(2005, 1800 words)
The following work explores the relations ship with modern HRM practices and increased organizational performance and efficiency. The basic structure is based on the important components of contemporary HRM that are psychological contract and employee involvement and empowerment. It also analyzed the role of these components to increase efficiency of employees that in return increase organizational performance and efficiency.
(2006, 2500 words)
The paper examines the concept of employee commitment reviewing the theories of exchange, attitude, behaviour; components, antecedents (conditions) and consequences of commitment and the issues of strategic management of human resources (HRM).
(2005, 14000 words)
Many firms in the private, public and voluntary sector face levels of staff turnover, employee morale and motivation, staff commitment and job satisfaction that are lower than they would hope. This refers to what we call employee engagement. When employee engagement is low, or lower than a firm wants it to be, productivity and profitability are likely to be severely affected. This dissertation examines the importance of employee engagement to firm competitiveness in the voluntary sector, focusing specifically on the black minority ethnic (BME) sector. The literature review provides a comprehensive discussion of the key literature on employee engagement, which comprises detailed discussion of job satisfaction, employee commitment and motivation theory, as well as related aspects of work and physical conditions, job characteristics and roles, teamwork and co-workers, and the impact of leadership. A study across nine BME organisations with some 110 employees was conducted and the results were analysed and discussed before conclusions were made. This dissertation would be useful for anyone interested in employee engagement or its major facets – job satisfaction, employee commitment and motivation theory – for which there is a comprehensive literature review. It is also useful in highlighting how to perform and analyse primary research and then apply those findings to the literature that has been set out.
(2004, 3000 words)
This report aims to analyse the reasons why most adults at work apparently prefer to depend on others for learning rather than to take responsibility themselves for their own development and how individual learning and development in organisations can be improved. Report looks at: The Learning Process; The Problem of Depending On Others for Learning and What Can Be Done to Improve the Situation.
(2004, 16000 words)
This dissertation aims to assess and compare work commitment among the full-time and part-time workers (peripheral workers and core workers). Literature review analyses many aspects of differences between temporary (part-time) and full-time workforce, different theories of employee commitment, Psychological contracts, How skills affecting the level of commitment, Factors that are likely to increase motivation levels and other important theories relevant to the subject investigated. Primary research consisted of quantitative questionnaire research and various statistical tools were used to analyse the assess difference in commitment among the full-time and part-time workers.
(2004, 3000 words)
This essay investigates theoretical and empirical aspects of employee commitment focusing on organisational commitment which examines the affects of commitment management on both the organisation and individual employees.
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