the working environment‚ against workload etc....Grievance produce unhappiness‚ frustration‚ discontent‚ inefficiency and low productivity. The grievance is highly poisonous to both the company and its employees. The project entitled ‘impact of grievance on employees efficiency with special reference to Kerala Balers Pvt Ltd‚ Alleppey. Objectives * To identify the impact of grievances on employee efficiency. * To identify the various problems that arises in
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Examine the reasons for changes in the divorce rate since 1969 (24 marks) This essay is to examine the reasons for changes in the divorce rates since 1969. Since the 1960s‚ there has been a great increase in the number of divorces in the United Kingdom. The number of divorces doubled between 1961 and 1969‚ and doubled again by 1972. The upward trend continued reaching its highest in 1993 at 180‚000. Firstly‚ changes in the law have made divorce easier to obtain. The three kinds of changes in the
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|Sheffield HAllam | |How to best reward employees? | | | |
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Current resists utilise chemical amplification to achieve the desired sensitivity‚ hence their name‚ chemically amplified resists (CAR). In the chemical amplification scheme‚ a single photochemical event induces a cascade of subsequent chemical transformations in a resist film; irradiation produces active species that catalyze numerous chemical reactions. Although the active species could be either ionic or radical in principle‚ use of photochemical acid generators (PAGs)‚ which was proposed in the
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TRAINING AND DEVELOPMENT ON EMPLOYEES PERFORMANCE (A STUDY OF UNITED BANK FOR AFRICA) BY NDIH AZUKA MARTINS MATRIC NO: 051003216 Being a Research Project Submitted to Distance Learning Institute‚ (Department Of Business Administration) University Of Lagos in Partial Fulfillment of the Requirement for the award of Bachelor of Science Degree in Business Administration OCTOBER 2010 CERTIFICATION This research project titled The Effects of Training and Development on employees Performance by Ndih Azuka
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resistance to change that he/she may have to face when implanting change? “It is perhaps ironic that‚ given the number of failed change initiatives‚ those who question the need for change are often cast as the villains of the piece‚ as unable to adapt to the dynamic changing conditions of the modern world.”Resistance to change is the action taken by individuals and groups when they perceive that a change is occurring as a threat to them. An individual is likely to resist change for many reasons
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Resistance to change may be categorized into three groups of factors (Mabin‚ Forgeson & Green‚ 2001): organizational‚ group and individual. Organizational factors are caused by threats presented by unknown or unwelcome organizational structure and process change and threats induced by the environment inside or outside of the organization. Group cohesiveness and social norms under threat and participation in decision-making not properly attended would trigger resistance to change. Individual factors
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There are many reasons for changes in family size over the past 100 years. Family size has been changing in all of the world’s industrial societies. These changes can be directly linked to the changes in patterns of family life and the reasons for these changes. These changes include marriage and divorce. Such changes contribute to greater family diversity and many sociologists from different perspectives have interpreted these changes differently. Firstly‚ it is important to look in a historical
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autonomy-supportive motivating style toward employees. Will the employees of these managers in turn show a greater workplace engagement? Research shows managers that participate in training‚ have a more significantly supportive management style. This paper will discuss the managers’ motivating styles and the benefits to employees when managers become more autonomy supportive. One of the most challenging parts of a manager’s job is the managerial effort to support employees’ motivation. A key determinant
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Motivating an organization’s employees is not amongst the easiest of tasks for a manager to accomplish. Even more challenging is motivating part-time employees whom are usually forgotten and ignored by the organization (Inman & Enz‚ 1995‚ p. 1). According to Statistics Canada‚ nearly 19% of the workforce constitutes of contingency workers who are not being utilized to their full potential (Statistics Canada‚ 2008). It is noticed that the number of contingency workers is almost one fifth of the workforce
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