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Personalmanagement in der Mongolei
Wagner, Dieter - 2005
Das Personalmanagement in der Mongolei bewegt sich zwischen Emanzipation und Transformation. Wird es weiter so vorangetrieben, kann es Vorbild für andere Entwicklungsländer werden.
Persistent link: https://www.econbiz.de/10009448927
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Aligning business leadership development with business needs: the value of discrimination
Bailey, Catherine; Clarke, Martin - 2008
current state of business leadership development (BLD) and to identify directions for innovative future practice. The first of … informal activity and politics in the execution of BLD and the positive effect of individual leadership in moderating the …
Persistent link: https://www.econbiz.de/10009463180
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Idealized Design of A Leadership from the Middle Process
Stankard, Martin F. - 2011
This slide presentation describes the origin, approach and deliverables of course Org. Dynm.633, on “Leadership from … organizational challenges and realities and then in designing an idealized leadership approach in class. Between classes students …
Persistent link: https://www.econbiz.de/10009439227
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A critical evaluation of first line managers' perceptions of organisational change at Sanlam
Noemdo, Leon Abraham - 2009
.The literature review covers areas that releates to how managers responded to change in areas of leadership, culture, structure and …, leadership development, organizational change and legislation. These ideas and perspectives from a range of South African and …
Persistent link: https://www.econbiz.de/10009447176
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The role of the Atlantic corridor project as a form of strategic community of practice in facilitating business transformations in Latin America
Arroyo, A; Walker, D - 2010
understanding trust and commitment building mechanisms through effective leadership. The trigger to allow willingness of former …
Persistent link: https://www.econbiz.de/10009481657
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Engendering an innovative culture and maintaining operational balance
Hyland, Paul W.; Beckett, Ronald C.; Reinvention Network - Central Queensland University; University of Western Sydney; … - 2005
two cases studies to highlight some of the benefits of collaboration. The key role of leadership in the two cases is noted … different forms of ownership and governance. Collaboration supported by creative leadership can give small firms a competitive … innovative edge, small businesses seeking to be innovative need to understand the importance of leadership and collaboration …
Persistent link: https://www.econbiz.de/10009482093
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COPING WITH ORGANIZATIONAL CHANGE: A MULTIDIMENSIONAL PERSPECTIVE
Bussell, Stephen L. - 2011
This paper introduces a unified model for organizational change that is designed to help change analysts think through the decision-making process. Most organizational leaders do not manage change effectively because they fail to acquire the minimum amount of information necessary to make a...
Persistent link: https://www.econbiz.de/10009474988
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Workaholic, or Just Hard Worker?
Douglas, Evan J.; Morris, Robyn J. - 2006
Methodology/Approach: There is a lack of theoretical development on the question of why people work long hours and the nature of ‘workaholism’. This paper uses the economist’s utility-maximization model to build a conceptual model of voluntary work effort that explains the work effort...
Persistent link: https://www.econbiz.de/10009437530
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Employee work motivation and discretionary work effort
Morris, Robyn Joy - 2009
The focus of this thesis is discretionary work effort, that is, work effort that is voluntary, is above and beyond what is minimally required or normally expected to avoid reprimand or dismissal, and is organisationally functional. Discretionary work effort is an important construct because it...
Persistent link: https://www.econbiz.de/10009438185
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What Does It Take To Motivate Better Performance and Productivity in the Federal Workplace? Ask the Employees.
Frank, Sue Ann - 2011
The federal government is often criticized for performance that fails to meet the public's expectations. Its traditional pay system receives much of the blame for rewarding seniority instead of performance. While everyone agrees that performance matters, they don't always agree on the best way...
Persistent link: https://www.econbiz.de/10009463402