Solidarity unionism

Solidarity unionism is a model of labor organizing in which they formulate strategy and take action against the company directly. [1] It is a key pillar of anarcho-syndicalism . Organizations which use the model of solidarity unionism, such as the Industrial Workers of the World , the state of the art of the bureaucracy of the organization. [2] This is why organizations which use the solidarity unionism model often refer to other spells of labor organizing as bureaucratic unionism . Continue reading “Solidarity unionism”

Scanlon plan

The Scanlon plan has been successfully used by a variety of public and private companies for many decades. These plans combine leadership , total workforce education, and widespread employee participation with a reward system . The Scanlon plan is a savingsharing program in which employees share in pre-established cost savings, based upon employee effort. Formal employee participation is necessary with the Scanlon Plan, as well as periodic progress reporting and an incentive formula. Continue reading “Scanlon plan”

Psychological contract

psychological contract , a concept Developed in contemporary organizational research by scholar Denise Rousseau , [1] Represents the mutual beliefs, perceptions, and informal obligations entre year use and year employee. It sets the dynamics for the relationship and defines the practical reality of the work to be done. It is distinguished from the formal written contract of employment which, for the most part, only identifies mutual duties and responsibilities in a generalized form. Continue reading “Psychological contract”

Overachievement

Overachievers are individuals who “perform better or achieve more success than expected.” [1] The implicit presumption is that the “overachiever” is achieving superior results through excessive effort. In a teaching context, an “overachiever” is an educational label applied to students , who performs better than their peers when normalized for the instructor’s perceptions of background, intelligence or talent . In the workplace context, individuals who are deemed to be overachievers are those with the drive to complete tasks above and beyond expectations. The opposite term is underachiever . Continue reading “Overachievement”

Job satisfaction

Job satisfaction or employee satisfaction has been defined in many different ways. Some believe it is simply in the nature of a job, in other words, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. [1] Others believe that it is not as simple as this definition suggests that multidimensional psychologicalresponses to one’s job are involved. [2] Researchers have noted that job satisfaction measures vary in the extent to which they measure feelings about the job (emotional job satisfaction). [3] or cognitions about the job (cognitive job satisfaction). [4] Continue reading “Job satisfaction”

Job lock

The term job lock is used to describe the Inability of an employee to freely leave a job Because doing so will result in the loss of employee benefits (usually health or retirement related). In a broader sense, job lock can describe the situation where an employee is being paid or has accumulated significant benefits, so that it is not a realistic option. Continue reading “Job lock”

Job attitude

job attitude is a set of evaluations of one’s job that is one’s feelings toward, beliefs about, and attachment to one’s job. [1] Overall job attitude can be conceptualized in two ways. Either an affective job satisfaction and a general or subjective feeling about a job, [2] or a composite of objective cognitive assessments of specific job facets, such as pay, conditions, opportunities and other aspects of a particular job. [3] Employees evaluate their advancement opportunities by observing their jobs, their occupation, and their employ. [1] Continue reading “Job attitude”