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”

Goldbricking

Goldbricking is the practice of doing business, while maintaining the appearance of working. The term originates from the confidence trick of applying a coating to a brick of worthless metal-while the worker may appear industrious on the surface, in reality they are less valuable. A modern example is staff who uses their work for personal access, which can lead to inefficiency. Goldbricking online is referred to as cyberslacking gold cyberloafing . Continue reading “Goldbricking”

Flat organization

flat organization (also known as horizontal organization or delaying ) has an organizational structure with few levels of middle management between staff and executives. An organization’s structure refers to the nature of the distribution of the positions and positions within it, also to the nature of the relationships of those units and positions. [1] Tall and flat organizations are based in the organization, and are well managed. [1] Continue reading “Flat organization”

Extra performance role

Extra-role performance Behaviors Behaviors are some of employees , qui arent share of Their formal job requirements As They can not be prescribed or required in advance for a job goal Given They help in the smooth functioning of the organization as a social system. Some of the extra role performance behaviors are: helping coworkers with a job related problem; accepting orders without fuss; tolerating temporary charges without complaint; maintaining cleanliness and physical hygiene of the workplace ; promoting a work climate that is tolerable and minimizes the distractions created by interpersonal conflict; and protecting and conserving organizationalresources etc. (Bateman & Organ, 1983). Continue reading “Extra performance role”

Employees’ Trust Fund (ETF)

The Employees’ Trust Fund (ETF) , a social security program, was established on 1 March 1981 under the Act No.46 of 1980 by the Parliament of the Democratic Socialist Republic of Sri Lanka [1] to promote (i) .employee ownership , employee welfare and economic democracy through participation in financing and investment (ii) .employee participation in management through the acquisition of equity interest in companies and to Provide for non-contributory benefitsto employees upon retirement . All workers ie Permanent , Temporary , Casual , Contract , Part -rate wages , Learners and Apprentices who are employed in private and public sectors are eligible to be benefited by it. [2] Continue reading “Employees’ Trust Fund (ETF)”

Employee surveys

Employee engagement is a tool that is used by the organization to improve employee engagement , employee morale , and performance . Usually answered anonymously, surveys are also used to assess the role of employees in the management of the workplace. Surveys are considered effective in this regard provided they are well-designed, effectively administered, have validity, and evoke changes and improvements. [1] Continue reading “Employee surveys”

Employee silence

Employee silence refers to situations where employees withhold information which may be of interest to the organization, but are intentionally or unintentionally. This can happen if you do not speak to a supervisor or manager. [1]

In the case of silence, they choose to hold their decisions, opinions, and concerns … withholding input that could be valuable to others or they wish they could express. [2] Continue reading “Employee silence”

Employee retention

Employee retention refers to the ability of an organization to retain its employees. It can be represented by a simple statistic (for example, a retention rate of 80% usually indicated that an organization kept 80% of its employees in a given period). However, many consider employment retention in their workforce. In this sense, retention becomes the strategy rather than the outcome. Continue reading “Employee retention”

Employee motivation

Employee motivation , ie methods for motivating employees , is an intrinsic and internal drive to the necessary effort and action towards work-related activities. It has-been Broadly defined as the “psychological strengths That determines the management of a person’s behavior in an organization, a person’s level of stress and a person’s level of persistence .” [1] Also, “Motivation can be thought of as the willingness to expend energy to achieve a goal or a reward. Motivation at work has been defined as ‘the sum of the processes that influence the arousal, direction, and maintenance of behaviors relating to work settings’. ” [2]Motivated employees are essential to the success of an organization as they are more productive at the workplace. [3] Continue reading “Employee motivation”

Employee engagement

Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees . An “employee” is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization’s reputation and interests. An employee has a positive attitude towards the organization and its values. [1] Continue reading “Employee engagement”

Employee Confidence Index

The Employee Confidence Index is a measure of their overall confidence in the economy , their employ, and their ability to find other employment . [1] The Index, like other employee confidence studies, is designed to meet the demands of the labor market. Currently, the Employee Confidence Index is only published in the United States using data collected from American citizens. Continue reading “Employee Confidence Index”

Employee assistance program

An employee assistance program (EAP) is an employee benefit program that assists employees with their own performance , health , mental and emotional well-being. EAPs offer full and confidential assessments, short-term counseling, referrals, and follow-up services for employees and their household members. EAP counselors also work in a consultative role with managers and supervisors to address employees and organizational challenges and needs. Many corporations, academic institutions, and other organizations are working with organizations to prevent and respond to situations of violence, trauma, and other emergency response situations. There is a variety of support programs offered for employees. Even though EAPs are primarily aimed at work-related problems, there are a variety of programs that can assist with problems outside of the workplace. EAPs have grown over the years, and are more desirable economically and socially. Continue reading “Employee assistance program”