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Author:
Publisher:
ISBN:
Category : Management
Languages : en
Pages : 222
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Book Description
Author:
Publisher:
ISBN:
Category : Management
Languages : en
Pages : 222
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Book Description
Author: Arthur G. Wirth
Publisher:
ISBN:
Category : Education
Languages : en
Pages : 312
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Book Description
Author:
Publisher:
ISBN:
Category : Education
Languages : en
Pages : 660
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Book Description
Author: Federico Butera
Publisher: North Holland
ISBN:
Category : Technology & Engineering
Languages : en
Pages : 786
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Book Description
Comparison of the impact of microcomputers and automation on job design and work organization, comprising case studies of national level and enterprise level experiences selected in developed countries - examines job content, institutional frameworks, social policies, quality of working life, trade union attitudes, management action, new industrial production technology, etc. Bibliography, diagrams, graphs, statistical tables.
Author:
Publisher:
ISBN:
Category : Union catalogs
Languages : en
Pages : 1032
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Book Description
Author: Lansing Area Joint Labor-Management Committee (Mich.). Conference
Publisher:
ISBN:
Category : Labor-management committees
Languages : en
Pages : 52
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Book Description
Author: Ken Grant
Publisher: Academic Conferences Limited
ISBN: 1906638241
Category : Corporate governance
Languages : en
Pages : 242
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Book Description
Author: Kenneth C. Land
Publisher: Springer Science & Business Media
ISBN: 9400724217
Category : Social Science
Languages : en
Pages : 594
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Book Description
The aim of the Handbook of Social Indicators and Quality of Life Research is to create an overview of the field of Quality of Life (QOL) studies in the early years of the 21st century that can be updated and improved upon as the field evolves and the century unfolds. Social indicators are statistical time series “...used to monitor the social system, helping to identify changes and to guide intervention to alter the course of social change”. Examples include unemployment rates, crime rates, estimates of life expectancy, health status indices, school enrollment rates, average achievement scores, election voting rates, and measures of subjective well-being such as satisfaction with life-as-a-whole and with specific domains or aspects of life. This book provides a review of the historical development of the field including the history of QOL in medicine and mental health as well as the research related to quality-of-work-life (QWL) programs. It discusses several of QOL main concepts: happiness, positive psychology, and subjective wellbeing. Relations between spirituality and religiousness and QOL are examined as are the effects of educational attainment on QOL and marketing, and the associations with economic growth. The book goes on to investigate methodological approaches and issues that should be considered in measuring and analysing quality of life from a quantitative perspective. The final chapters are dedicated to research on elements of QOL in a broad range of countries and populations.
Author: United States. National Aeronautics and Space Administration
Publisher:
ISBN:
Category :
Languages : en
Pages : 814
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Book Description
Author: Michael Beer
Publisher: New York : Free Press ; London : Collier Macmillan
ISBN:
Category : Business & Economics
Languages : en
Pages : 808
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Book Description
International competitive pressures, the increasing size and complexity of organizations, the changing values, career concerns, and demography of the work force -- these and a host of other factors have made the modern corporation's traditional approach to personnel management permanently obsolete. Developed and proven over the last half decade at the Harvard Business School, this pathbreaking text brings together thirty authentic business cases to illustrate the broader, more comprehensive, more strategic perspective managers -- especially general managers -- must take to utilize and conserve a firm's increasingly valuable human resources in the 1980s and beyond. Human Resource Management explores four major policy areas. Employee influence discusses management's task of delegating appropriate power and responsibility over business goals, pay, working conditions, job security, and related issues. Managing human resource flow examines the responsibility managers share in handling the flow of employees through an organization -- from recruiting them and appraising their performance to formulating guidelines on career development, promotion, outplacement, and fair treatment. Reward systems looks at the objective of designing and administering a system of rewards to attract, motivate, and retain employees. And work systems considers how managers define, design, and supervise work itself -- whether it be at a manufacturing plant or in an office setting. Each policy area receives a thorough introduction by the authors (including a conceptual overview and necessary background information concerning institutional arrangements and typical personnel practice) and isfollowed by several cases presenting HRM problems and approaches in a range of real-world business settings. Lucid, richly detailed, and consistently stimulating, the cases permit students to develop their skills in: * diagnosing a firm's human resource policies and recognizing their long-term consequences * integrating human resource policies into a corporation's overall competitive strategy * creating mechanisms for employee influence and participation as well as assessing the potential for union-management collaboration * designing and administering reward systems that complement other HRM changes * implementing practical, effective work systems that dramatically improve employee commitment and competence Throughout, Human Resource Management demonstrates that HRM policy decisions can no longer be delegated as a functional specialty -- that HRM strategy must fit competitive strategy, that HRM involves investment decisions with long-term implications, and that employees are a major stakeholder whose interests can and must be acknowledged by top management. By presenting HRM as a coherent, proactive (rather than reactive) management model, it provides business students with the critical resources they will need to promote sound and productive relations between their organization and its employees.
