Studies on Using the Premack Principle to Reinforce Work with Work
A maintenance strategy to reinforce behavioral change is to rearrange existing contingencies so that reinforcers already present in the environment are made contingent on the desired behavior.
Multifaceted Programs on Behavioral Change: Putting All the Pieces Together
The majority of industrial accidents are a result of unsafe acts. Yet most occupational safety programs focus on avoiding accidents rather than on motivating employees to perform in a safe manner. To re verse a dramatic increase in injuries in a wholesale bakery, Judi Komaki, Kenneth D. Barwick, and Lawrence R. Scott implemented a program that concentrated on specific employee behavior.
An Overview of the Generations in Your Workspace
The office workspace is often compared to a family because a family is the most common social unit that people understand and can relate to. Similar to big families, the population in a business workspace can be made up of people from different generations. And similar to family gatherings, in order to make everyone happy and feel at ease, the special needs of people from different generations need to be taken into account.
Management Commitment to Employees and Its Returns
In any organization, and in particular in any service-oriented business, management commitment to employees and to service quality, directly influences employee commitment to the organization and how employees perceive service quality.
The Need to Have a Disaster Recovery Plan in Place
Businesses develop processes to meet business objectives, but processes can be disrupted anytime by unseen disasters ranging from natural disasters like tornadoes or snowstorms to man-made disasters like terrorist attacks, arson, and other criminal activities.
Two Barriers That Traditional Human Resources Departments Need to Watch Out For
Post-recession, the drawbacks of many traditional HRDs that were implicit, have become explicit, with managers fuming over their inabilities to win in talent hunt and retention, and excellent human resources departments of yesteryear watching mutely their newer competitors edging ahead in the race.
The Three Types of Organizational Commitment of Employees
Employee involvement in the missions and visions of an organization, and the types of employee commitments towards an organization remain at the center of designing any management strategy. Business leaders have led through the centuries by understanding employee psychology, employee emotions, and employee expectations, and by catering to employee needs in a manner that resulted in a win-win situation for both employer and employee. This situation guaranteed organizational commitment of the employee and in turn helped the organization realize its goals.
Leading the Employee to Work Collaboratively
Getting employees to enter a collaborative mode of functioning, rather than viewing work as a series of tasks performed for the employer, begins with two things. First, the manager must develop a genuine relationship with the employee to open a collaborative process, and second, the employee must perceive ‘ownership’ of tasks.
How to Spot That Promotable Employee
Employers and the human resources department in any organization are always worried and under continuous pressure to spot talented employees within a quick time frame – not years or months, but in weeks. However, the task is immensely complex and could lead to mistakes affecting the bottom lines of businesses.
Managing Communications About Replacements
While identifying and grooming replacements for key individuals in the organizations is a process mandatory for certainty and resilience of business, as is succession planning, mishandling communications about replacement planning can create unwanted reactions. The key issues are not only about spotting and grooming replacements, but about “when to tell, and how to tell it.” The mode and timing of communication about replacement is critical both in the case of conveying plans to the replacement, as well as to the person who is to be replaced. There are human, legal, and business issues involved.
Some Truths about Hiring Practices Today
A veteran Texas banker, B.A. Donelson once remarked that if he’s learned anything in three decades of being a CEO it was the motto: “Hire slow and fire fast.” When hiring people crucial to the organization, Donelson said, he generally looked for six factors: integrity; motivation; capacity; understanding; knowledge; and last, though not least – job experience.
Employee Engagement: Reality v Buzzword
The buzzword is ‘employee engagement’ is the new mantra seen as a broad cure for corporate maladies and poor productivity that fails to meet company objectives and targets. Employee engagement is also seen as a step towards employee retention: in part, this is true, but the common ground begins and ends with employee trust and credibility of the employer brand – the rest components of employee engagement hardly matter in employee retention.
Coining Recruitment Strategies to Reach and Engage Today’s Job Seekers
Capturing the attention of both passive and active job seekers today, and motivating them enough to take action requires consistent employer branding exercises and using all available avenues of engagement including online social media, but not limited to it. Recruitment strategies and engagement policies as well as tactics change according to the platform used to communicate with potential job seekers or candidates, and potential job seeker segments vary in nature according to the online social platform or offline social setting.
Getting a Grip on Employer Branding
Employer branding is a term that is being increasingly used today and is considered crucial to the survival of businesses. However, a number of businesses continue to suffer because executives or management confused about employer branding, try to pass it off as unnecessary. In most cases this is because they themselves are unclear about the implications of employer branding. To many such people, employer branding is nothing more than an extension of normal company branding developed for jobseekers. However, for the more enlightened others, employer branding supplements the product or service brand focus of a company and is a distinct phenomenon. Here we discuss common misconceptions as well as correct perspectives about employer branding as a separate process distinct from other branding elements of an organization.
Hiring Candidates in the Post Modern Economy? Look For These Crucial Skills
Recruitment is a tough yet innovative function that most HR managers have to deal with on a regular basis in today’s knowledge economy. Typically, while recruiting, HR managers scan candidates for smartness and give precedence to such candidates over others. They scrutinize for signs of the candidates having a better GPA or better knowledge or information over other candidates.
Top Workplace Policies That You Need to Have to Protect Yourself from Liability
In a lawsuit oriented society such as the United States, the relationship between the employer and the employee is an extremely sensitive issue. According to recent reports, nearly 90% of U.S. corporations are engaged in some type of litigation, and the average company has a docket of around 40 lawsuits.
How the U.S. Skills and Vacancies Gap Is Affecting the Job Market
Any perceived gap between skills and vacancies can turn the job market topsy-turvy indeed. This is the situation that most economists and employers around the world dread. To put it straight, the U.S. is facing a mismatch of major proportions in the employment scenario currently. According to recent reports, more than 1.35 million people in the country are unemployed, but statistics point out that more than 2.5 million jobs are going unfilled on a monthly basis. This is commonly known as the U.S. skills gap.
How to Motivate Your Sales Team without Focusing Solely on Money
A sale is a very important component of your business. Good sales are an indicator that your business is performing well, while poor sales ring a warning sign. Keeping your sales team motivated is definitely worth your time and effort. However, it is important to understand what motivates your sales team. And no, it’s certainly not just about the money. In fact, being too motivated by money can be a problem, as this may lead to poor team spirit and putting oneself before the team. Also, in situations where money is the only motivator, there’s nothing to prevent the competition from using the same motivator to attract your best sales people along with your customers!
Ten Steps to Effective Talent Management
The survival, profitability, and growth of a business depend to a large extent on talent management efforts. However, to be successful, talent management efforts need to have full commitment from all levels of existing management. Talent management is not an isolated task of the HR department, and without support and involvement from all levels of the managerial hierarchy, most talent management efforts end up as wasteful expenditure. This is why involvement of managers in other departments than HR is essential for any talent management drive. Each key group of stakeholders should have clear and defined roles in the talent management efforts, and in order to act effectively, their roles need to be clarified, prioritized, and communicated to them. Managers must agree to the talent management plan and their roles so that results can be achieved with greater transparency.
5 Tips for Writing Employee Performance Reviews
Writing employee reviews is an art and gives an insight into the employer’s strength in workforce management. Work evaluations are essential to the manager’s job. But they need not be boring and commonplace. One can write some apt and action-oriented assessments of employees that drive effective results.