Larissa Zaplatinskaia

HR Management – 12 Steps to Success

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  • b4186482361has quoted8 years ago
    Thus, to build trust, leaders need to know “what they want”. The second step is to prepare a written plan, with a clear vision and objectives. Hedley suggested defining measurable target and three “clearly defined goals” (p 14). The third step is to track and measure the progress through charts, graphs, KPIs, scorecards and other tools. And finally, to maintain trust, leaders should have a clear understanding what they want to accomplish.
  • b4186482361has quoted8 years ago
    ABCD Trust Model: Able, Believable, Connected, and Dependable.
  • b4186482361has quoted8 years ago
    Scholars identified four groups of generations: Schwarzkopf (or veterans) generation, Baby Boomers, generation Y, and generation X.
  • b4186482361has quoted8 years ago
    Motivation = Desire x Commitment.
  • b4186482361has quoted8 years ago
    Fiona Robb and Robert Myatt
  • b4186482361has quoted8 years ago
    correlation between turnover and job satisfaction. (Glenn M. McEvoy and Wayne F Cascio
  • b4186482361has quoted8 years ago
    power, success, and involvement
  • b4186482361has quoted8 years ago
    The other layers were named as safety, belongingness, esteem, and self-actualization.
  • b4186482361has quoted8 years ago
    made two 10-minutes breaks during a working shift. Turnover dropped down incredibly, moral state of the workers dramatically increased, and the productivity significantly improved. The experiment convinced Mayo that managers had to consider psychology of an individual as a dominant factor in motivation and organizational development. Mayo’s conclusions entailed foundation of new trend in organizational management - “conception of human factor”. This conception dominated in management-theories-till-mid-of-1950s.
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