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In this regard, this essay will summarize the relevant literature used to prove our position regarding self-esteem and productivity.
“5 Ways to Send Productivity through the Roof” is an article suggesting to managers methods that can improve employee productivity in their organization without necessarily incurring extra expenses. The author, Jeff Haden, has acquired enough experience as an employee and senior manger as well. Haden is knowledgeable about employee-manager relationships and factors affecting productivity because he worked his way up to become a manager of over 250 employees in a manufacturing industry from being a mere forklift driver.
The information presented by Haden supports the purpose of the article, which is to promote employee productivity in an organization. Haden suggests that employees work harder when they feel respected and appreciated by managers. On this basis, Haden suggests that managers should identify what makes different employees happy about their work. This is true because people are diverse and appreciate different things in their lives. Therefore, self-esteem incentives motivate employees to work harder in their duties.
Additionally, Haden suggests that managers should remove ‘worthless’ tasks in the organization in order to motivate employees. This unlocks the creativity of employees since they do not have to follow what has always been done but they can device effective means of accomplishing different tasks using methods comfortable to them.
Further, Haden suggests that mangers should create good relation with employees by asking the employees on what ways they can be helped to perform their work effectively. This way, employees can feel that they are valued by the managers and therefore can work harder as a way of appreciating back to the managers. This can be done more effectively when mangers get involved in work directly because they get an opportunity to interact with the employees and also evaluate work
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However, both are critical in research papers and thesis and their choice depend on the requirements (Larocque, 2009). This paper will analyze the difference and similarities between annotated bibliographies and literature reviews. The paper will also look at the experiences of preparing a literature review.
Importantly, to accomplish these tasks, there has to be optimum coordination, cooperation and communication between all these departments. Departments in an organization cannot function without flow of information from other departments, and has to coordinate, cooperate and communicate through one channel or other.
The authors contemplated that the lecture format has historically been the most popular teaching pedagogy utilized by collegiate faculty members in the United States. However, lecturing alone is not always the most successful approach to promote learning. The purpose of this study was to evaluate the effectiveness of incorporating active learning techniques.
The research was meant to do a pilot survey on skin hypersensitivity as a result of exposure to cyanobacteria. The study was carried out on volunteers mainly between the ages of 18 to 65 years. The use of a wide age range expanded the research and ensured reliable data was got.
The components of e-waste have serious negative implications on the human population’s health because of their toxic nature. E-waste disposal from developed countries, according to Pinto, is a serious danger to the population in developing countries as India (65).
2008). This review of literature will therefore, adopt the relevant studies, through which the researcher will be able to identify the issues that have been addressed and those that have not been addressed on the study topic. a) Purpose and Importance of Study The purpose of this qualitative study is to investigate the Indian business negotiation styles, and various factors that shape these negotiation styles.
According to Bae and Lawler (2000), Guthrie (2001) and Boxall and Macky (2007), human resource department has evolved from being a mere operational unit to become strategic driver for improving overall performance of organizations. Gratton and Truss (2003) and Gong et al (2009) argued that the HRM functions have certain power indexes such as people management, employee satisfaction, performance measurement etc which can drive the organizational performance.
lift would be using periodically repeated cycles, with accumulated liquid columns (neutralizing ions in this case) would be physically displaced to the surface by the high pressure lift gas injected below them. During the intermittent period, well fluids will be allowed to
Market structure is the number one factor that directly influences the operations of any company, and certainly that of Kuehne+Nagel in the aerospace logistics sector. With little yet crucial elements like
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