JOB CHARACTERISTICS AND MARITAL STATUS AS FACTORS IN EMPLOYEE WELL BEING A PROJECT REPORT SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD OF DEGREE OF BACHELOR OF SCIENCE (B.Sc.) HONOURS IN PSYCHOLOGY BY OMEJE‚ CHIBUZOR JUDE 2008/162085 DEPARTMENT OF PSYCHOLOGY FACULTY OF THE SOCIAL SCIENCES UNIVERSITY OF NIGERIA‚ NSUKKA JULY‚ 2012. TITLE PAGE JOB CHARACTERISTICS AND MARITAL STATUS AS FACTORS IN EMPLOYEE WELL BEING
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HOW MUCH TO PAY? Most organizations make adjustments to employees’ pay on a regular basis. Such adjustments can be based on the overall movement of pay rates caused by the competition for people in the market. Adjustments may also be based on performance‚ ability to pay‚ or terms specified in a contract. PAY STRUCTURE Many employers use market surveys to validate their own job evaluation results. For example‚ job evaluation may place purchasing assistant jobs at the same level in the job structure
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Early Childhood Education First grade Experience A.) My successes that I have experience are that I got to teach a little boy how to respond to his teacher in a respectful way‚ and I also taught him how to understand his math better. That made feel great knowing that I taught him how to do these things. The children attached to me easily. B.) The frustrations
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conform to the growing demand of the increasing human population. The greatest thing EMCOTECH has been doing is to communicate grades to their students as another way of establishing rapport to their clientele. However‚ the school has to pay the Post Office in sending grades. It takes some days or even months to arrive at the recipient and sometimes unfortunately‚ the grades lost on its way from delivering station to station. This traditional method of communication becomes obsolete since the world
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Pay-for-knowledge pay systems have a number of advantages. It could help the company excel in productivity‚ increasing their global competition. Assuming that the employees would take advantage of an increase in pay to learn and perform new skills‚ the scheduling of employees would be easier. They would have the flexibility of scheduling people who can do multiple jobs much easier and if someone was out sick or on vacation‚ it would make covering that person’s shift much easier by moving staff
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English 102 Report The Big Bang Theory By Faisal Al-Saeed ID: 201051280 102-60-22 Mr. Nicholas Table of Content Big Bang Theory Introduction At the beginning of the 20th century‚ physicists generally had a strong bias toward the idea that the universe was essentially unchanging. However ‚this theory does not fit with the universe phenomena which change from minute to minute‚ and stars and galaxies might be born and die .In this report ‚ we will look at one of the famous
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value of performance related pay Currently‚ many companies are utilizing the performance related pay (PRP) scheme. The PRP is often regarded as an effective method to achieve a better performance in both individual and collective terms. In the study of Cutler and Waine (1999)‚ PRP affords employees with opportunities to increase return after the performance appraisal. It is quite different with certain salary schemes‚ such as those offering an automatic increase in pay but despite employees’ real
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Running Head: TEACHER PERFORMANCE AND MERIT PAY 1 That’s Not Fair: Teacher’s Performance Based on Pay TEACHER PERFORMANCE AND MERIT PAY 2 Abstract There has been a huge debate on whether or not teacher pay or performance pay is a positive thing because there are no real guidelines. Many good points are brought into this debate as there are bad points
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Grade 9 Task Term 3 Hydraulics and Pneumatics Section: A 1. a) Good examples of hydraulic systems include automotive brakes‚ and the control systems of large aircraft. Hydraulic systems supply forces somewhere remote from where it is practical to locate large machinery. Hydraulics gives high forces with low losses‚ thanks to the virtual incompressibility of hydraulic fluids. Pneumatics is usually less efficient‚ though simpler since the "reservoir" in the circuit is the atmosphere
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that the merit pay program had no effect on organizational performance in social organizations. Although‚ merit pay and bonuses for managers are common forms of compensation‚ there have been lacks of tests of their effectiveness‚ especially in banking sectors (Dyer & Schwab‚ 1982). In this study‚ the author will apply a Box and Jenkins (1976) time series procedure‚ which was used by Perry & Porter (1981) and Pearce‚ et al (1985)‚ to determine whether or not implementing a merit pay plan that tied
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