Work and Organizational Psychology

"Since its very inception, social work has been considered an organizationally based profession, with the majority of its workforce employed within formal organizations. Whether in nonprofit, for-profit, or governmental agencies, the practical realities of human service organizations are a central element of professional social work. This book explores the climate and culture of these agencies and provides essential information for surviving and thriving in this setting. It prepares students for their future careers so that they will feel empowered in their work and be able to fulfill their responsibilities toward organizational, community, and social change. Using real-life examples, the authors examine the internal structures of management, financing, and supervision and discuss common conflicts between agencies and professionals. The book’s straightforward tone and practical advice make it an asset to anyone entering human service organizations.

This new edition contains updated examples, case studies, and references. It also contains valuable information on the effects of the recent financial crisis on human service organizations. Agencies now face increased caseloads and more complex social problems with fewer resources and less money. Understanding how these events have changed the nature of human service organizations will allow students to be better prepared for the work ahead of them.

Features

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Expanded content on the practical aspects of organizational theory and suggestions for developing leadership skills
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Updated examples, case studies, and references throughout the book
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Key points and discussion questions following each chapter
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Updated instructor’s manual available online as a PDF or Word document"

This thesis uses the psychodinamics of work approach to think the relations between health and work and the implications of the relation between organization of the work, management and worker, involving the intersubjectivity concept. It is considered that the intersubjectivity can be researched, despite in indirect way, by instruments of evaluation that uses empirical categories, based theoretically on critical and clinical boardings as the psychodinamics of work and psychoanalyze. The objective of the study is the elaboration of a Protocol of Psychosocial Risks at Work's Evaluation (PPRWE) that involves the investigation of diverse dimensions that involve the relation worker-organization of work: prescript organization of work; management styles; pathogenic suffering; and psychosocial risks. For such, a new structure for the following research instruments was elaborated: Scale of Evaluation of the Context of Work; Scale of Styles of Organizational Functioning; Inventory of Risks of Pathogenic Suffering at Work; e Scale of Evaluation of Damages Related to Work, with the aim to line up such scales to the concepts argued for the psychodinamics of work theory. The Protocol of Psychosocial Risks at Work's Evaluation (PPRWE) is composed by four scales: Prescript Organization of Work Scale; Styles of Management Scale; Risks of Pathogenic Suffering at Work Scale; and Psychosocial Damages at Work Scale. It is highlighted that an investigation of the relation subject-work-health must consider the analysis and characterization of the organization of the work. It is in intersubjective process of the interaction between the workers and the organization of the work that psychic significations and social constructions are produced. This dynamic aspect is determinative, then, to understand the adopted style of management, to the shared ways to feel and to act of the workers, the resulting experiences of suffering of the interaction of the subjects with the work and the possibilities of resignification of these experiences. Understanding the Organization of the Work as the antecedent variable and the starting point of the investigations on health in the work, and the psychosocial damages as the ending result of the described dynamics in the theoretical and empiricist models, it's mainly of the results of the Style of Management Scale and Risks of Pathogenic Suffering at Work Scale that the intersubjectivity could be analysed, mainly because the two scales are about the perceptions lived deeply and shared by the workers in their work's context.

Street-level bureaucrats implementing public policies have a certain degree of autonomy – or discretion – in their work. Following Lipsky, discretion has received wide attention in the policy implementation literature. However, scholars have not developed theoretical frameworks regarding the effects of discretion, which were then tested these using large samples. This study therefore develops a theoretical framework regarding two main effects of discretion: client meaningfulness and willingness to implement. The relationships are tested using a survey among 1,300 healthcare professionals implementing a new policy. The results underscore the importance of discretion. Implications of the findings and a future research agenda is shown.

Education permanente, Tome 196, n°3, p. 175-184.

Cet article interroge l’activité de soins aux personnes âgées dépendantes et le rôle joué par le collectif de travail dans le développement et les transformations de cette activité. Source d’obligations, le collectif y joue un rôle équivoque, limitant les initiatives en terme de soins, et réglant de manière stricte l’usage du temps, devenu un enjeu majeur de l’activité. Il s’agit donc de comprendre comment les soignants parviennent, dans un contexte où leurs marges de manœuvres sont réduites, à opérer des recréations de l’activité afin de réaliser des soins à la personne âgée. Nous montrons qu’en dehors des ressources pourvues par le collectif de travail peuvent être mobilisées d’autres ressources, issues de l’histoire personnelle, des relations interpersonnelles, notamment familiales, et de formations trans-individuelles.

This article questions the care activity of older dependent people and interrogates the part played by the work collective in the development of this activity. The work collective’s part is equivocal and produces some obligations who limit the care initiatives. It sorts the use of time who became a major activity issue. We try to understand how the care givers reach to recreate, in a constraining context, the activity in order to carry out some treatment to elderly person. We show that others resources exist, apart from the collective’s resources. These resources come from the personal history, interpersonal or family relationships and transindividual trainings.

Revue de Psychologie du Travail et des Organisations, Tome 20, n°1, p. 91-104.

Cet article étudie les relations entre le travail de soins et les contraintes temporelles. L’objectif est de comprendre les effets de ces contraintes sur l’activité des soignants. Une recherche-action a été menée durant 18 mois au sein d’un EHPAD (établissement d’hébergement pour personnes âgées dépendantes). Elle s’est intéressée à l’activité de 34 soignants. La méthode a associé observation et entretien. Notre cadre théorique est issu de la clinique du travail et de l’ergonomie. L’analyse de l’activité des soignants montre les effets des contraintes organisationnelles sur l’activité. L’activité des soignants se focalise sur la gestion du temps plutôt que sur les soins. Au final, la qualité du travail est altérée, et le travail perd de son sens en sacrifiant son principal objectif.

This article investigates the relationships between care activity and temporal constrains. The main objective is to understand the constrain effects on care givers activity. It is aimed at understanding the effects of the requirements on care givers activity. A research-action of eighteen month was conducted within a residential establishment for older dependent people and studied the activity of thirty four care givers. Our theoretical frame associates both work clinic and ergonomics. Investigations method combined both observation and interviews. The analysis of the care givers activity shows the effects of the organizational constrains on the activity. The care givers activity focuses on time organization rather than care. Finally, the quality of work is impaired, the work looses its sense and misses its primary objectives.

Purpose-This study aims to expand our knowledge on the processes through which work-family policies relate to work-family conflict as well as work-related attitudes among women in management positions returning to work after maternity leave. Design/methodology/approach-A total of 238 women in management positions who recently have returned to work after maternity leave completed a self-reported questionnaire. Findings-Results show that the availability of policies was either directly or indirectly positively related to work attitudes among female managers. Also, findings show that work-family conflict partially mediates the relationship between the availability of communication and psychological support and flexible time management policies with work engagement, and policy availability moderates the relationship between work-family conflict and work engagement. Originality/value-Managers have a crucial role in conveying the value of work-family policies and in creating a culture supporting the management of work and family. By investigating the processes underlying the role of work-family policies in influencing work attitudes of women in managerial positions, this study sheds light on how the awareness of the available policies might be an important determinant of work-related well-being and organizational commitment.

El presente artículo es producto de una revisión sistemática que tuvo como objetivo determinar y contrastar los elementos metodológicos y hallazgos principales de las investigaciones relativas al estudio conjunto de la salud, estrés y burnout en distintos ámbitos laborales. Las palabras clave que se utilizaron para la búsqueda y compilación fueron “salud”, “burnout” y “estrés”. Producto de tal indagación, se obtuvieron 189 artículos, mismos que se vieron reducidos a doce al pasar por dos fases de selección. Sus elementos metodológicos más característicos fueron el diseño trans-versal, el empleo del Maslach Burnout Inventory, el uso de estadística paramétrica y su realiza-ción en los ámbitos de la salud y el educativo. La principal conclusión referida en los estudios fue que la salud se relaciona con el burnout y el estrés, aunque los factores mediadores de dicha asociación varían en cada uno de aquellos.

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This study seeks to understand the relationship between human factors, technology and so-ciety, and presents an evaluation of knowledge management in the offshore working envi-ronment. It is focused on Petrobras, a brazilian offshore oil industry, and discusses the ways that company develops stress management program, from a qualitative methodology. Based on the thought of Habermas, the results suggest the need to present critical per-spectives on working conditions and their relationships with mental health of offshore workers in Brazil.

A case study for organizational behavior based on the "DownCity"episode of the fourth season of Kitchen Nightmares.

This document contains (1) a summary of the series (2) a list of the cast of characters (3) an episode recap and (4) two discussion questions suitable for classroom use in undergraduate courses such as organizational behavior and principles of management.

For solutions to the discussion questions, please email "[email protected]" with the phrase "Solution request" in the subject line.

SHOW SUMMARY Ramsay's Kitchen Nightmares is a television program featuring British celebrity chef Gordon Ramsay first broadcast on Channel 4 in 2004 in the UK. An American adaptation of this show entitled Kitchen Nightmares debuted September 19, 2007 on Fox. In each episode, Ramsay visits a failing restaurant and acts as a troubleshooter to help improve the establishment in just one week. Ramsay revisits the restaurant a few months later to see how business has fared in his absence.

Cognitive capital is an important resource for employers. A survey instrument is proposed to evaluate employee’s desire to use their cognitive capital in the workplace. Additionally, the survey incorporates elements to allow for cross analysis of results by whether or not the employee is receiving income from external sources outside their primary employer. This is an important aspect for study due to the increasing need to analyze how universal basic income may potentially impact employee mindset and use of cognitive capital within or external to their work environment.

La idea de que un trabajador " especialista " significa mayor productividad para una empresa en comparación con otro que no esté tan especializado en ciertas labores está quedando en el pasado. Hoy en día, las empresas están en la búsqueda de personas que puedan demostrar habilidades únicas en un entorno cambiante y constante trabajo en equipo. Es aquí donde entran a tallar las competencias transversales. Las necesidades de competencias transversales en las organizaciones pueden ser útiles para todos los tipos de estas. Para las grandes compañías, existen muchas tareas colaborativas donde dichas competencias pueden influir de forma positiva en la comunicación entre compañeros. De igual manera, para las PYMES, se buscan un perfil " multiuso " de colaborador, ya que resulta muy beneficioso para el desarrollo de la empresa. Actualmente, el mercado de trabajo presenta una demanda mucho mayor a su oferta, por lo que muchas personas compiten por muy pocos empleos. Competimos constante en muchos niveles y salir victoriosos sobre nuestros rivales depende de qué tan dispuestos estemos en

The promotion of extended working life has created a period of uncertainty between the ending of work and the beginning of retirement. This period of the life course is now 'open-ended' in respect of whether older workers decide to remain in employment or leave working. However, the choices available are framed within public policy and organisational contexts as well as personal circumstances. The study reviews the organisation of 'work-ending' , the construction of age within organisations, and the influences on provision of support in late working life. The article concludes with a discussion on the range of pressures that might limit control over pathways through middle and late working careers.

This study follows the social identity model of leadership proposed by van Knippenberg and Hogg (2003), in order to examine empirically the mediator effect of leadership prototypicality between social identity, extra effort, and perceived effectiveness of group members. The sample consisted of 109 participants who worked in 22 different workteams of non-profit organizations (NPO) from Nicaragua and El Salvador. The data analysis was performed through structural equation modeling (SEM). The results show that NPO membership is related to a high level of social identity. In addition, the results confirmed that leadership prototypicality has a significant and positive mediator effect in the relationship between the group identification and the group members’ extra effort and the perceived effectiveness of leadership

Il panel propone una riflessione pluridisciplinare e applicata su lavoro e inclusione, problematizzando l’interazione tra scuola secondaria e tessuto produttivo a partire dall’esperienza di “ecosistema di apprendimento” messa in atto presso l’Istituto Pavoniano Artigianelli per le Arti Grafiche di Trento, in collaborazione con il Laboratorio di Osservazione Diagnosi e Formazione del Dipartimento di Psicologia e Scienze cognitive e la Provincia Autonoma di Trento.
I profondi cambiamenti avvenuti nei sistemi socioeconomici negli ultimi anni hanno messo in crisi le modalità tradizionali di passaggio dai sistemi formativi al mondo del lavoro e hanno fortemente precarizzato le condizioni lavorative, per le fasce più deboli e non solo. Inoltre, le nuove opportunità di business nascono sempre più spesso dalla contaminazione tra settori differenti e dall’interazione “bottom-up” tra giovani e imprese. Le sfide che la contemporaneità pone richiedono dunque di ripensare, con approccio critico e di ampio respiro, il sistema di incontro tra mondo della scuola e mondo del lavoro. L’alternanza “scuola-lavoro”, in questo senso, rappresenta solo una risposta parziale, che da un lato non sempre è in grado di accrescere l’autonomia del ragazzo e di soddisfare le esigenze di innovazione delle aziende, e dall’altro rischia di impoverire il sistema formativo funzionalizzandolo nei confronti delle esigenze di una singola impresa. Una risposta più promettente è rappresentata dal modello di un “ecosistema di apprendimento” che favorisca la concreta interazione tra aziende, realtà formative e studenti di varie fasce di età e abbia al centro la valorizzazione della differenza, ovvero una visione antropologica che riconosce il valore di ogni individuo – nella sua specificità di limiti e risorse – per lo sviluppo dell’intera comunità e per l’individuazione di soluzioni innovative nella risoluzione di problemi complessi. L’utilizzo di metodologie codificate per la risoluzione dei problemi, quali il “Design thinking” e il “Service Design Thinking”, garantisce un’interazione sistematica e strutturata tra tutte le parti dell’ecosistema. Ciò consente anche di ripensare alla disabilità in termini di opportunità e di favorire un’inclusione dignitosa che, attraverso il lavoro, valorizzi l’autonomia del singolo e risulti solidale, innovativa e competitiva sul mercato.

partecipanti: Tiziana Faitini, Erik Gadotti, Stefano Cainelli

Not only cognitive processes and training, but also personality traits are important for successful practicing of sport. 69 athletes were studied in Bulgaria by means of some computerized test methods from Vienna Test system (4DPI concerning their compatibility for team work, RISIKO concerning their readiness for risk-taking, AHA concerning their frustration tolerance and aspiration level) and three questionnaires concerning their aggression, neuroticism, and communicative self-control. The results indicated that some personality traits were interrelated. A group of relationships between the personality traits included neuroticism, communicative self-control, and physical aggression. Another group of relationships between the studied personality variables included compatibility for team work and readiness for risk-taking. Indirect aggression was a linking variable between aspiration level on the one hand, communicative self-control and physical aggression on the other hand, and also with readiness for risk taking. Frustration tolerance was not related to the other studied personality traits in the athletes. The period of sports experience, and age both predicted athletes’ compatibility. The period of sports experience also predicted athletes’ readiness for risk taking and indirect aggression. The importance of these findings for reducing traumatic experiences in athletes was discussed.

Organizational trauma is a contemporary construct that highlights long-lasting negative psychological consequences of various internal and external events that overwhelm the capacity of people in organizational settings. This chapter proposes that a typology of “potentially traumatic events” (PTEs) and the taxonomy of these events’ attributes can be developed by conducting a comprehensive literature review.
The search of databases for the period of 1995-2016 revealed 81 articles on which inductive qualitative content analysis was conducted. Analysis brought three PTEs: “events resulting from organizational processes”; “adverse experiences in trauma-prone occupations/sectors”, and “catastrophic events caused by economic/ social/ environmental conditions”. These events’ attributes appeared distinctive under three
themes: “features of traumatic events”;“human behaviours”; “internal and external organizational environment”. As the final step, the proposed taxonomy was applied to real traumatic business cases happened in 2015 and early 2016 so that the taxonomic model was tested.

In this work, we investigate how gamification can be integrated into work processes in the automotive industry. The contribution contains five parts: (1) An introduction showing how gamification has become increasingly common, especially in education, health and the service industry. (2) An analysis on the state of the art of gamified applications, discussing several best practices. (3) An analysis of the special requirements for gamification in production, regarding both external norms and the mindset of workers in this domain. (4) An overview of first approaches towards a gamification of production, focusing on solutions for impaired workers in sheltered work organizations. (5) A study with a focus group of instructors at two large car manufacturers. Based on the presentation of three potential designs for the gamification of production, the study investigates the general acceptance of gamification in modern production and determines which design is best suited for future implementations.

This writing appears as Appendix I in my book, Transitions in Consciousness from an African American Perspective: Original Essays in Psycho-Historical Context.  The book was published in 2004.  Appendix I is a comprehensive Timeline of African American Life, focused on Five Historical Time Frames For African American Life, with Consciousness Transition Themes and Examples of Historical Events.  The five time frames are: 1517-1863 (6 Themes)--The Beginning of Slavery in the New World Up to The Onset of a Civil War and The Emancipation of Slaves; 1863-1896 (4 Themes)--Resistance to the End of the Civil War and the Force of the Reconstruction Era Up to Early Popularized African American Cultural Influences; 1896-1929 (5 Themes)--Creative Tension of Two Ideologies for Black Progress: Vocational Education vs. College-Trained Leadership Up to The Second Black Nationalist Movement; 1929-1954 (4 Themes)—The Condoning of a Segregated American Lifestyle and the Treatment of African Americans As “Objects” By the U. S. Government Up To Challenges To U. S. Segregated Cultural Life Through Music, Art, Publications, Inventions, Sports, and Civic Symbols; 1954-2002 (Themes)—The Struggle of the Civil Rights Movement, Sit-In Movement, and Freedom Rides to Promote the Ideas of Freedom, Desegregation, and Full Equality for African Americans Up to The Struggle to Shift Race-Related Consciousness and to Urge Cultural Transformations By Infusing African American Cultural Influences and a Search for the Meaning of Race and Ethnicity Into The Mainstream Via The Mediums of Music, Dance, Film, Television, Publications, Sports, and Civic Symbols.  Even though the Time Line ends at 2002, the Themes are very instructive for understanding what is happening in today’s reality (2017) regarding race relations in the United States.  The Themes mirror how the mind, body, and spirit has been dealt with in the United States over time in regard to the phenomenon of race.

Workplace bullying is a serious hazard in every day working life that needs to be assessed carefully. In order to achieve such a goal, both victims of severe bullying as well as targets of less intensive bullying need to be identified, the latter in order to prevent further escalation into severe bullying. Previous research has mainly offered simple and crude measures of who is and who is not a victim of bullying. In this article we show how cutoff scores for the scale Negative Acts Questionnaire–Revised (NAQ-R) can be calculated. Based on a representative sample of the Norwegian workforce, we formulated 2 cutoff points or thresholds for the NAQ-R with a Receiver Operation Characteristic curve. Employees with a score lower than 33 are not bullied, employees with a score between 33 and 45 may be considered as being bullied occasionally, and employees who score above 45 can be considered to be victims of workplace bullying. As the NAQ-R is used in more than 300 research projects world...

This article describes the transformations of work-discipline and time in a large Romanian state bank privatized to a European bank in the early 2000s. Building on ethnographies of skilled service workers' experience of time, I describe the sudden process of disciplining the post-socialist workforce and the instilling of a new sense of daily routine. Based on data collected from middle managers, human resources personnel and socialist-era employees, I describe the post-privatization transformations of time and work. These include a sharper separation of work and life, greater standardization of time-keeping, individualization of work space, colonization of personal time by organizational time, and the dumping of personal plans into an indefinite future. The mixture of perpetual, high-paced present and a diffuse ''long-term'' future where meaningful plans and self-promises are located might be called ''fantasy time.''

A case study for organizational behavior based on the "Initiation" episode of the third season of The Office (S03E05).

This document contains (a) a summary of the series (b) an episode recap and (c) four discussion questions suitable for classroom use in undergraduate courses such as organizational behavior and principles of management.

For solutions to the questions, please email "[email protected]" and place the phrase "Solution request" in the subject line.


organizational behavior examples
organizational behavior cases

Este artigo é uma revisão reflexiva da literatura especializada em Psicologia Organizacional e do Trabalho (POT) e tem como objetivo permitir uma visão geral sobre a atuação na área, enfatizar a prática profissional em gestão e distinguir a ética como uma pauta imprescindível. Em sua elaboração, foram referenciados estudos teóricos e empíricos. Em meio ao atual cenário brasileiro e aos inúmeros desafios impostos às organizações e a seus profissionais, são propostas reflexões no sentido de contribuir com a criação de estratégias de transformação da situação organizacional, a partir da formação e do desenvolvimento de competências. Por fim, a discussão traz a ética como um fenômeno que constitui o arsenal de competências, capaz de contemplar as reais necessidades de ação da gestão de pessoas no ambiente organizacional, ampliando suas possibilidades de intervenção e indicando as oportunidades de pesquisa voltadas à temática.

O número de estudantes do ensino superior que concilia o estudo com uma atividade profissional foi identificado como uma tendência crescente em muitos países Europeus. Os efeitos da conciliação do trabalho com o estudo foram alvo de estudos, em diferentes contextos socioculturais, que permitiram identificar alguns aspetos negativos decorrentes desta conciliação. Considerando a escassez de estudos, para o contexto nacional, que versam esta temática o presente estudo tem como objectivo testar, de forma exploratória, em que medida variáveis associadas ao contexto profissional e académico se relacionam com ocorrência do conflito trabalho-estudo. No estudo participaram 72 estudantes a frequentar o 1º ciclo de formação em regime diurno e pós-laboral, de ambos os sexos (19 homens e 53 mulheres) que trabalham (19% trabalha em média entre 35/40 horas semanais e 81% trabalham em média 20 horas por semana). Os resultados indicaram que o número de horas de trabalho e o (baixo) distanciamento psicológico do trabalho apresentam relações com o conflito trabalho-estudo, tal não acontecendo para a variável apoio dado pelos colegas.
Considerando que as instituições de ensino superior estão empenhados em proporcionar a aprendizagem ao longo da vida para uma população estudantil que cada vez mais concilia os estudos com o trabalho é crucial aprofundar o conhecimento do modo como o trabalho pode influenciar negativamente o estudo a fim de orientar decisões informadas para os estudantes e promover práticas educacionais cada vez mais inclusivas.

La revue des conditions de travail, Tome 1, p. 162-171.
La revue peut être consultée et téléchargée gratuitement sur le site de l'ANACT.

A partir d’une recherche-action menée dans un établissement d’hébergement pour personnes âgées dépendantes (EHPAD), nous proposons une réflexion sur les problèmes de santé au travail ainsi que sur l’intervention dans ce domaine. En premier lieu, partant des témoignages des soignants, nous montrons que du stress et de la souffrance peuvent en effet être décelés mais qu’il convient d’examiner précisément leurs liens avec l’activité de travail. En second lieu, nous établissons que les problèmes de l’activité ne sauraient être compris sans considérer attentivement la manière dont cette activité se construit au niveau individuel et collectif en fonction de l’organisation du travail. En dernier lieu, nous interrogeons les enjeux inhérents aux modèles théoriques et aux approches mobilisées par les interventions dans le domaine du travail.

The development of diverse and inclusive workforces is increasingly being prioritized by organizations. However, organizations often struggle to adequately address the unique issues faced by transgender and
nonbinary (TNB) people, and this can result in workplace discrimination, with deleterious consequences on employees’ job attitudes and behavior, and their well-being. Co-worker and organizational support
may play an important role for TNB employees’ job attitudes and behavior. In an online survey with 225 TNB employees, we investigated how perceived co-worker support relates to job attitudes and work
behavior, specifically job satisfaction, affective commitment, turnover intentions, job anxiety, and counterproductive work behavior. We also investigated whether these relationships were mediated by perceived organizational support. We found significant associations between perceived co-worker support and all job attitudes and work behavior. We also found that all of these relationships were mediated by the extent to which the organization was considered supportive. The findings thus suggest that companies should focus on supporting TNB employees at both the organizational and interpersonal level.

Nykypäivänä työtä tuntuu riivaavan kiire ja stressi, ja työmarkkinoilla etsitään vain hyviä tyyppejä ja moniosaajia. Miten asiat olivat ennen? Suomalainen työntekijyys 1945–2013 -teoksessa kirjoittajat vastaavat kysymykseen tuoreesti selvittämällä, mikä suomalaisten työympäristössä ja -kulttuurissa on muuttunut viimeisen 70 vuoden aikana.

Suuri kertomus maaseudulta ja ruumiillisen työn parista kaupunkien toimihenkilöiksi siirtyvistä suomalaisista saa lisäulottuvuutta, kun tekijät tarkastelevat, kuinka työnkuvan muutos vaikutti työntekijää koskeviin odotuksiin. 1960–1980-luvut olivat työntekijöiden kannalta mullistavia, sillä silloin ryhdyttiin korostamaan moraalisen kunnollisuuden ja fyysisen vahvuuden sijasta yksilön sosiaalisia taitoja, joustavuutta ja motivaatiota.

Suomalaisesta aiheesta huolimatta se ammentaa myös kansainvälisestä palkkatyötä ja sosiaalisia suhteita koskevasta keskustelusta. Teos auttaa nykypäivän työntekijöitä ymmärtämään, miksi työelämä on sellainen kuin se on.

Kirjoittajat ovat työelämän, työpsykologian ja historian tutkijoina Työterveyslaitoksella.

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Kosten für den Führerschein in Deutschland
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Deutsche Führerscheine sind 15 Jahre ab Ausstellungsdatum gültig. Zur Verlängerung müssen Sie lediglich einen Termin bei Ihrer örtlichen Führerscheinbehörde vereinbaren.
So erhalten Sie einen spanischen Führerschein
Typischerweise läuft der Prozess so ab. Zunächst absolvieren Sie die erforderlichen Augenuntersuchungs- und Erste-Hilfe-Kurse (acht Stunden, erhältlich über die Besorgen Sie sich einen registrierten deutschen Führerschein, Personalausweis und Reisepass
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A case study for organizational behavior based on the "Whopper 101" episode of the third season of The Apprentice.

This document contains (a) a summary of the series (b) a list of the apprentices (c) an episode recap and (d) three discussion questions suitable for classroom use in undergraduate courses such as organizational behavior and principles of management.

For solutions to the questions, please email "[email protected]" and place the phrase "Solution request" in the subject line.




Organizational Behavior Examples
Organizational Behavior Example
Organizational Behavior case
organizational behavior case study
organizational behavior cases

Abstract: The main objective of this study was to investigate the predictable relationships between the factors of organizational climate and turnover intention. It was developed with 333 call-center’s oper- ators of three companies of the charging sector in Fortaleza (Ceará-Brazil). The raised answers were codi ed through the SPSS program and submitted to different statistical methods. The results of the analyses of regression for the general sample showed that the model explained the quantity of employees (18%) that intended to move to a company of another segment and the quantity of employees (20%) that intended to move to other call-centers. The following variables were signi cantly responsible for the employees’ intention of moving for a company of another segment: “identi cation with the position” and “identi cation with the tele-charging service” while the variables: “identi cation with the posi- tion”, “technical orientation offered by supervisors”, “socio-affective support” and “satisfaction with the organization” were signi cantly responsible for the employees’ intention to move to an organization of other segments. The variables that more interfered in the intention to move to companies of another segment and in the intention of moving to another call-center were those belonging to the group of behavioral factors variables.
Keywords: Call-center, Organizational Climate, Turnover

L’implantation du Lean à l’hôpital suscite des débats sur les conséquences de cette nouvelle forme d'organisation du travail pour les professionnels qui y travaillent. L’objectif de cet article est d’en rendre compte de manière théorique et pratique.
Après avoir défini les principes du Lean, nous donnerons quelques points de repères historiques de l’implantation du Lean à l’hôpital avant d’analyser ses atouts, ses limites, les résistances qu’il provoque et les espoirs qu’il suscite. L’expérience québécoise en la matière viendra illustrer nos propos et témoigner de l’ampleur du changement induit par le Lean mais aussi de ses limites.

Work is changing profoundly in new digital age. The whole world of work is in evolution. The old employment system of secure, lifelong jobs with predictable advancement and stable pay is dead. For some time now we’ve observed a greater focus on flexibility, mobility, and the ability of quick adaptation of workers. The new era of Work 2.0 is coming driven by: work virtualisation, nonroutine creativity, hyperspecialisation, and reduction of communication, coordination and interactions costs. This calls for a different approach to management and work. However, technology is a double-edged sword, with the power to both liberate and enslave.

The recession is said to be over, but you’ll never get your old job back – it’s disappeared and you can’t even blame the Chinese! Your job no longer exists – it’s been automated. Book "Work 2.0” isn’t just a description of what is happening to the labor market, how we're working nowadays, it’s a complete how-to guide for successfully navigating today’s treacherous jobs environment, mitigating the risks of job loss, job insecurity, and increasing automation. Book is discussing the repercussions of automation, changes in the economic balance between East and West in terms of work, the growing importance of innovation and creativity for creating value, how companies can take advantage of the new situation and how can individuals stay competitive on the labour market.

How do you survive and thrive in the new labour market? How can workers cope in an economy which doesn’t generate stable lifelong careers? How can companies remain competitive and manage armies of dispersed hyperspecialists? You’ve become the newest victim of Work 2.0, a force you can’t possibly fight – but you can join it! If you are looking for a job – why not create one for yourself? If your company is losing its best talent – why not listen to what your workers are saying. Let them work anywhen. After all, there is nowhere to hide from the wave of creative destruction.

This article presents a combined motivational and volitional intervention based on the theory of planned behavior aimed at promoting expansion-oriented job crafting behaviors. Participants were employees working in different companies, assigned to either an intervention (n = 53) or a control group (n = 55). Results of a field study (including premeasure, postmeasure, and weekly diaries) indicated that the intervention enhanced participants’ perceptions of behavioral control referred to job crafting and awareness regarding others’ engagement in job crafting. Latent change growth modeling showed that participation in the intervention led to participants shaping their job crafting intentions during the weeks, which translated into more frequent job crafting behaviors at the end of the study period. Besides, the intervention served to trigger weekly work-related flow experiences in terms of high absorption while working. Findings suggest that job crafting interventions can benefit from the inclusion of self-regulatory strategies complementing goal setting.

If you walked into an average 1950s era household, you would see much that you would recognize, including home appliances, a TV and an automobile. On the other hand, if you had to live in a 1900′s era home, with no running water or electricity, you would struggle to survive. Now we’re entering a new era of innovation that is likely to be far more impactful than the last wave of innovation. Much like the computer revolution was built on top of electricity, the new era will use computing to drive advancement in other fields, such as genomics, nanotechnology and robotics. This new era has already begun. We are learning to both manipulate individual atoms and molecules as well as to work with massive amounts of data to create machines that can do jobs previously thought to be uniquely human. Still, much like our predecessors in 1918, we struggle to fully grasp what the impact will be.