RJ2 – Broadening your Experience by working with other Specialists The experience of year 1 PGCE enabled me to understand the importance of understanding how learners need to be enthused by the subject and the context of my teaching. I recognise although I understand my subject area‚ as a part-time lecturer‚ it is beneficial to draw on experiences of lecturers and teaching staff who have been in education and academia for longer and have other backgrounds and knowledge. What I have pro-actively
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The Psychological Contract Shein (1980) explained the concept of the psychological contract as a set of mutual expectations held between the employee and employer within the workplace. It is an unwritten set of expectations operating at all times. It can also be described as individual beliefs shaped by the organisation that relates to the expectation the employee has in terms of pay‚ fair treatment‚ opportunities etc and the expectations that the employer has in terms of performance‚ loyalty‚ etc
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Chapter 2: Literature Review This chapter examined relevant literature from works that have already been done on the topic. The literature review was structured in the following form: Introduction‚ motivation‚ the early theorists of motivation‚ and contemporary theorists of motivation. Area of Study 1: Motivation Motivation is defined as the process that initiates‚ guides and maintains goal-oriented behaviors. Motivation is what causes us to act‚ whether it is getting a glass of water
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360 Degree Feedback BEST PRACTICE GUIDELINES This is not copyright material. Reproduction and dissemination are encouraged‚ but please cite the source. Contributing Organisations Background Overview 360 Checklist Planning Piloting Implementation Feedback Review Planning Establishing the purpose Establishing the process Establishing the resources Piloting Implementation Feedback Review Acknowledgements Further Reading 1 2 3 5 5 5 5 5 5 6 6 7 9 10 11 12 14 16 17 These guidelines were
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overall performance of employees in their organisation. It is very important for line managers to identify that performance appraisal is not just about assessing the past but also about driving behaviour that will sustain performance in the future (CIPD factsheet; May 2011). This essay will attempt to describe the problems associated with performance appraisal systems and how can organisations overcome the problem by improvements to their design and implementation in reference with the orthodox and
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1. Introduction Page 4 2. HR activities that support the organisations strategy 2.1 Recruitment and Selection Page 5 2.2 Data Collection Page 6 2.3 Performance Management and Staff Development Page 7 3. How HR Supports Line Managers and Staff 3.1 Administration and Payroll Page 8 3.2 Benefits‚ Holiday and Absence Page 8 3.3 Grievance and Disciplinary Page 9 Conclusion Page 10 Recommendations Page 10 References Page 11
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Corporate Governance report‚ 2012. Electrocomponents plc‚ referenced from: http://electrocomponentsara2012.blacksunplc.com/governance/corporate_governance_report.html Kew‚ J. & Stredwick‚ J.‚ 2008. Business Environment: managing in a strategic context‚ CIPD Publishing. Palmer‚ A. & Hartley‚ B.‚ 2008. The Business Environment‚ McGraw-Hill. Brautaset C. & Tenold‚ S.‚ 2008. Globalisation and Norwegian shipping policy‚ 1850-2000.
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INTRODUCTION Management faces lots of challenges in determining their employees reward. The reward system an organization adopts must have a balance in market competitiveness‚ organizational performance internal equity‚ and individual performance considerations ( Scott et al‚ 2011 ) The above authors pointed out the importance of fairness in setting up reward systems and pointed out that no matter how complicated the reward policies and practices seems to be‚ employees must have a perception
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Supporting Good Practice in Managing Employment Relations Unit 3-MER Assessment Employment Relationship Gospel and Palmer (1993: 3) define the employment relationship as ‘an economic‚ social and political relationship in which employees provide manual and mental labour in exchange for rewards allotted by employers’. To this we need to add the ‘psychological contract element‚ which in my words describe the engagement an employee gives the employer as a gift. Lewis‚ Thornhill and Saunders
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BRIDGEND COUNTY BOROUGH COUNCIL CORPORATE RESOURCES & IMPROVEMENT OVERVIEW AND SCRUTINY COMMITTEE 13 JULY 2009 REPORT OF THE ASSISTANT CHIEF EXECUTIVE – CORPORATE DEVELOPMENT & PARTNERSHIPS SICKNESS ABSENCE RESEARCH & EVALUATION PANEL PROJECT PLAN 1. Purpose of Report 1.1 The report outlines suggested parameters and draft methodology for the Research & Evaluation Panel’s investigation into Sickness Absence within Bridgend County Borough Council. 2. Connection to Corporate Improvement
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