research study as part of my fulfillment for the Degree of Bachelor of Accounting and Finance I humbly seek to get your opinion about the issues in the questionnaire to facilitate my study about microfinance institutions and the growth of the private sector. Your opinion will be kept highly confidential and used specifically for academic purpose. I will be grateful for your assistance. Instructions: Please tick or fill in the space provided where appropriate. SECTION A: BACKGROUND 1. Age
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A grievance is a formal‚ itemized complaint to management that it has treated one or more employees unfairly or has violated the contract or collective bargaining agreement. (http://ohrm.cc.nih.gov/wepa/grievanceafge.htm) There are basically two types of grievances: Individual grievances are where a member has a complaint about pay or working arrangements. Collective problems or grievances occur when a group of members has a problem that needs to be discussed or negotiated with management. These
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Grievance Procedure Grievance procedure is a formal communication between an employee and the management designed for the settlement4 of a grievance. The grievance procedures differ from organization to organization. 1. Open door policy 2. Step-ladder policy Open door policy: Under this policy‚ the aggrieved employee is free to meet the top executives of the organization and get his grievances redressed. Such a policy works well only in small organizations. However‚ in bigger organizations
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GRIEVANCES AND COMPLAINTS A union is a distinct organization‚ an informal organization‚ separate from the formal organization and the employer. However‚ it is considered the closest of the separate organizations because its members are employees. Its interest concerns the conditions governing employment and its primary role is that representing the workers’ interest to management. The union’s role encompasses matters related to the work environment‚ collective bargaining‚ grievances‚ and other labor-management
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INTRODUCTION This document forms a template for organisations to compose a policy for Grievance. The working is largely standard but there is the opportunity for organisations to personalise the policy. This document is divided into three columns 1. Heading: for each sub section of the policy 2. Explanation: why the section is there and what it should contain 3. Section content: contains the wording to be used in the policy which can be added to/adjusted according to the needs and practices
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How do morticians and funeral directors handle the stigma associated with their work? Hanslin states the focus of Thompson’s article as: Who are these "death specialists" who handle dead bodies‚ and how do they handle the stigma that comes from handling the dead? II. THEORETICAL PERSPECTIVES A. Symbolic Interactionism is found in the article on pg 225 when the author discusses that people that work in funeral homes use various symbolic measures to rename or change the outward image of the work
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adjectives to describe the Canadian attitude‚ but there is a lack of diversity in Canadian public sector. The public sector does not represent many groups because governments do not see it as efficient to hire individuals due to their background over their merit. Canadian history was not very accepting to groups such as women‚ aboriginal and LGBTQ communities due to systemic discrimination. A job of a public servant is to deliver services ordered by their political superiors from the ruling party
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central importance of information and records to systems operation‚ including public sector organisations and the societies they exist to govern‚ we should not be surprised to learn that public sector reform efforts that overlook the information component often fail to meet their immediate objectives and the longer-term goal of establishing a framework for good governance. Efforts to improve the management of public sector records in many countries have been hampered by a gap between the National Archives
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WHAT EXTENT CAN PRIVATE SECTOR APPROACHES TO HUMAN RESOURCE MANAGEMENT BE DIRECTLY TRANSFERRED INTO THE PUBLIC SECTOR? AN ILLISTRATION OF THE NHS CASE. INTRODUCTION Since the advent of new public management reforms‚ private sector managerial approaches are fast gaining attention in various public sectors. This is due to the belief that on-going global economic constraints and fiscal crises are demanding for more organisational effectiveness with minimal cost‚ and private sector practices are believed
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Productivity in Public Sector Abstract Privatization is the art of transferring asset ownership from public to private hands. The emphasis plies in the ownership of physical assets. It is generally a once-and-for-all sale of a state –owned asset‚ in this case the government always retains no governance control and no operational risk‚ though usually retains the regulatory control over the assets. The rationale of the private sector hinges on the difference in incentives between the public and private sectors
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