Effect of Collective Bargaining on Employee Motivation in the Zimbabwean Gold Mining Sector

The purpose of this study is to determine the effect of collective bargaining on employee motivation in the Zimbabwean gold mining sector.The continued restless among employees at various gold mines in the midlands province has resulted in productivity levels dwindling.There has been increased labour turnover by employees as well as increased union representation to management.Questionnaire were used to collect data.In this article a population of one thousand employees was used.A sample of two hundred employees was selected across the board.The results of the study indicate positive relationships between collective bargaining and job satisfaction among the employees in the Zimbabwean gold mining sector.Implications of these results are that the human resource interventions are required in order to create an environment in which employees can freely engage in collective bargaining.Furthermore,the results indicate that collective bargaining engenders intrinsic motivation and above all allows for the protection of employee’s rights and welfare as well as promoting industrial democracy.This study recommends that managers should guard against preventing or obstructing employees from seeking legal redress to protect their interest.In addition,labour officers should be given the right of reasonable access to workers during working hours at their organisations for the purposes of advising the workers on the law.The employees should be given a latitude to belong to a trade union and or workers committee.

An analysis of the motivational effect on employees of Maslow＇s Hierarchy of Needs in international culture circumstances

Maslow＇ s Hierarchy of Needs, which is one of the important motivation theories, has become a strategy used by managers to motivate employees. The project will explain the definition of motivation and Maslow＇ s Hierarchy of Needs from the perspective of organizational behavior and the strengths and weaknesses of the theory. Then it will consider how the theory is applied effectively in the USA and Northwest Europe and ineffectively in some developing and undeveloped countries with different economical backgrounds, political systems and cultural preferences. The conclusion suggests that managers should choose motivation systems that fit in the local cultural backgrounds.

The Impact of Spiritual Leadership on Employee’s Work Engagement--A Study Based on the Mediating Effect of Goal Self-Concordance and Self-Efficacy

The average stress of people in China’s workplace is reaching the peak in recent two years.To improve employee’s positive psychological factors,Spiritual leadership has a good performance in this regard.Based on the mediating effect of goal self-concordance and self-efficacy,this paper further studies the impact of spiritual leadership on employee’s work engagement.Through the empirical study,the following conclusions are drawn:(1)Spiritual leadership significantly positively affects the employee’s work engagement.(2)Spiritual leadership has a significant positive effect on goal self-concordance and self-efficacy.(3)Goal self-concordance and self-efficacy have significant positive effects on employee’s work engagement.(4)Goal self-concordance and self-efficacy play a partial mediating role in the process of spiritual leadership’s impact on employees’work engagement.This study found the new mediator which partly revealed the mechanism between the effectiveness of Spiritual Leadership and employee’s work engagement.This study may serve as one of the researches for improving the effectiveness of leaders in organizations and promoting the motivation of employees in the workplace.

Exploring the Factors Influencing the Effectiveness of Employee Recognition:An Analysis of Recognition Practices in Chinese Businesses

This research investigated the existing employee recognition methods in Chinese businesses and assessed their effectiveness.An in-depth interview was conducted in a commercial bank and a telecommunication company in China.Data was collected from thirty managers who were asked to share their opinions on employee recognition effectiveness and then analyzed using the thematic analysis method.The findings indicate that an effective recognition scheme included increased job satisfaction,employee motivation,work performance,and employee commitment.Furthermore,it suggested that organizational culture,the various forms of recognition practices,awareness of giving recognition,communication,and managerial skills,can all influence recognition effectiveness.This study adds to the development of a theoretical model to help understand what makes employee recognition more effective and to clarify the value generated by effective recognition.It also contributes to the understanding of employee recognition in the Chinese workplace.Practically,this study gives recommendations to managers regarding how to better evaluate their employee recognition systems and how to improve their effectiveness.

Ethics and Integrity in Building Employee＇s Perceptions

Malaysia has long been involved in the initiative of becoming a high income country by the year 2020. In this essence, fighting and eliminating any means of corruption in the public and private companies have been one of the key challenges in the long run. The globalization of businesses has somehow led to an increase in the number of unethical conduct and hazardous corruption. In the urge to enliven ethics and integrity in a company and among employees, the whole business processes and stakeholders should position code of ethics and integrity at its highest standard. However, can ethics and integrity really increase the company＇s reputation, strengthening its business operations and sustainability, and deliver trust amongst employees and employers？ The objective of this study is to analyze the perceptions of employees on issues pertaining ethics and integrity. The study has been conducted in one of the giant telecommunication companies in Malaysia where a sample of 7,056 employees were the participants involved in the survey. The study has used questionnaires to collect data. The data have then been analysed using the SPSS data analysis software. The findings explained that employees view the company as an ethical place to work where the finance department is deemed to have the highest level of integrity. While in matters of corruption risk areas, there are still practices of bribery. It is also founded that a majority of respondents about 93% agree that the company＇s initiatives are effective in building business integrity and that the level of business ethics and integrity has improved over the last two years. Running a business with ethics and integrity while selecting the fight business partners will create a corporation of ethics, integrity, and anti-corruption.

Application Research of Ingroup Preference in Employee Relationship Management

With stepwise development of Chinese enterprise,management problem is increasingly prominent,especially human resource management issues. Facing international environment of entering into World Trade Organization,the country accelerates construction pace of human resource management subject in colleges and universities,which provides professional channel for management efficiency and market competition ability of Chinese enterprise,but it is still far from practice. In this paper,the concept,origin and inhibition factors of ingroup preference are elaborated. Based on the visual angle of ingroup preference,started from four dimensions( enterprise incentive system,talent management idea,psychological contract and employee communication consciousness),main problems existing in employee relationship management of modern enterprise are explored. It is specially emphasized that manager often holds the blame in front of dealing with the crisis after contradiction,which is " fatal point" neglected in employee relationship management of modern enterprise. To improve its core competitive power,enterprise must value harmonious relationship with employees.

Motivations of Using Social Media Through Smartphones Among University Students in the United Arab Emirates

The aim of the study was to investigate gratifications of using social media among university students in the United Arab Emirates. Adopting the uses and gratification approach, the study investigates how the students utilize social media to gratify their personal, social, psychological, and educational needs. The study uses a questionnaire to collect data from a sample of 420 students from two universities in the UAE: University of Sharjah and Zayed University. In each university, two colleges were selected to represent art colleges and sciences colleges. The findings of the study show that 69.3% of the students are accessing social media more than five hours daily. 79.0% of the students access the social media through their smartphones. The main social media accessed are WhatsApp, Instagram, and Facebook. The main reasons of using social media are seeking information, communicating with friends, consuming time, and following up public affairs.

Does Motivation Predict Persistence and Academic Success?

This study researches the relationship between motivation and academic success as measured by the Valence, Instrumentality, and Expectancy Scale. Utilizing Vroom’s Expectancy Theory as the framework, the research assesses the responses of 375 nurse assistant students in the state of Illinois to evaluate the self-report of the constructs of Vroom’s Expectancy theory in relation to their performance on a standardized high stakes test.

Herzberg’s Motivation Theory in Workplace

In this review authors will analyze Herzberg’s motivation theory as one of the content theories of motivation.It attempts to explain the factors that motivate individuals through identifying and satisfying their individual needs,desires,and the aims pursued to satisfy these desires.This theory of motivation is known as a two-factor content theory.It is based upon the deceptively simple idea that motivation can be dichotomized into hygiene factors and motivation factors and is often referred to as a“two-need system”.These two separate“needs”are the need to avoid unpleasantness and discomfort and,at the other end of the motivational scale,the need for personal development.A shortage of the factors that positively encourage employees(the motivating factors)will cause employees to focus on other,non-job related“hygiene”factors.The most important part of this theory of motivation is that the main motivating factors are not in the environment but in the intrinsic value and satisfaction gained from the job itself.It follows therefore that to motivate an individual,a job itself must be challenging,have scope for enrichment,and be of interest to the jobholder.Motivators(sometimes called“satisfiers”)are those factors directly concerned with the satisfaction gained from a job.

Motivations of Individuals Participating in Social Media： A Cultural Perspective

Social media is an information technology that allows users to communicate and share information. With steadily rising number of users across the globe, individuals participate in various activities, like connecting with friends and community members, sharing information, posting political messages, disaster recovery activities, reading daily news, learning, and entertainment, each driven by different sets of motivations. Culture has an influence on the kind of motivation―pro-social and personal needs oriented―that drives social media usage by individuals. Using Hofstede’s （1984b） cultural dimensions, the paper suggests that each of the dimensions will have influences on the social media behaviors differently. Such a cultural perspective helps future social media users to plan the kind of activity and information sharing based on the kind of motivation driving the target audience and the platform providers to design and market accordingly.

Should Employees Who Moonlight Be Fired?

A lawsuit in Dalian, acity in northeast China’s Liaoning Province, caught the public’s attention at the end of 2018. Xu Yong, a technician working for an auto repair company, sued his company after being fired for violating the company’s regulations by having a job on the side.The court ruled against the company for having no evidence that Xu was moonlighting and undermining company interests.

Anderson's Motives for Exploring Man's Frustration

Man's frustration is a dominant theme in Anderson's short stories.It is the condensation of his impressions of American life.His motives for exploring the problem include:to reveal the painful experience,feeling and situation of ordinary people during the economic,social and cultural transformations of America;to remind the reader of the choking effects of outworn conventional morality and the destructive effects of modern industrial materialism;to draw the reader's attention to the emotional life of the ordinary people;and to express his own views on and attitudes toward humanity and society.

District Partisan Homogeneity, Communications, and the Electoral Motive: An Analysis of the Facebook Posts of Members of the U.S. House of Representatives

The research examines the way in which members of the U.S. House of Representative represent themselves on the social network site Facebook. Each member’s activity is observed on seven different occasions and the frequency and substantive character of posts made during the second half of 2013 are established. The focus is on position-taking posts versus posts which mention the district the member serves in. Our expectation is that members from electorally safe districts will be more likely to advertise their policy positions while members from marginal districts will be more inclined to advertise their district connections. We control for minority party status, gender, and ideological extremism among other concerns and learn electoral safety is a good predictor of both “position-taking” and “district mentions”. Consistent with an electoral motive, we also find members from the minority party less likely to take positions on the issues of the day and more likely to mention the district they serve in.

Motivating English Students in Class

Motivation plays a key role in English language learning. This study briefly discusses the main concepts on this issue and aims to present teaching implications for EFL classes in China. These implications are related to the motivation which can be inspired by appropriate tasks, the teacher＇s role and feedback.

基于SET理论的知识型员工敬业度、工作能力与绩效关系研究

以京、穗、深、沪、晋五大城市的外资、国有、民营三种性质企业的知识型员工为样本,以知识型员工激励因素为自变量、以敬业度为中介变量引入个人绩效为因变量,把工作能力作为敬业度和个人绩效的调节变量,假设并验证知识型员工敬业度与绩效模型,从而定量地探讨激励知识型员工高敬业工作的原因,并对企业提出有效的人力资源应对策略。

基于B/S模式的煤炭企业员工绩效管理系统的设计与实现

随着人力资源的发展,当前优秀煤矿企业对绩效管理非常重视,其员工绩效管理系统指标体系具有很强的可操作性,也比较成熟。而随着网络信息技术的发展,基于B/S模式的煤炭企业员工绩效管理系统成为开发研究的热点。本文首先概述了员工绩效管理系统与绩效考核指标设计,提出了基于B/S模式的煤炭企业员工绩效管理系统的设计目标与业务规划,然后设计与测试了基于B/S模式的煤炭企业员工绩效管理系统。

“U—G—S”教师教育合作模式内在机理透析

"U—G—S"教师教育合作模式是当前国内新兴的一种教师培养模式。本文旨在从"U—G—S"教师教育合作模式的内在机理方面探讨其合作的内发动力和三方合作主体之间的关系形态,并从积极合作中凝聚三方合力,文化融合中创生"集成研讨厅",伙伴合作中实现互利共赢,多元共治中建立制度保障四个方面就如何增强"U—G—S"合作模式的持久生命力提出具体的建议,从而使"U—G—S"合作模式在多元、开放、可持续的合作过程中,实现"U—G—S"合作的"共赢"与"多赢"。

ARCS动机模式在高校体育教学中的应用

高校体育的社会化、终身化、市场化趋势越来越明显,我国普通高校体育教学目标发生了转变,本文以ARCS动机模型为基础,结合体育学科的特点,将动机理论融入高校体育课堂教学中,力求找到一系列能激发学生运动动机的教学策略,促使学生积极参加体育锻炼,达到新的体育教学目标。

物流企业COSE及其驱动因子解析

孜孜以求顾客价值与竞争力的提升,不可停留在临渊羡鱼的层面,而应根植于顾客价值之驱动因素的剖析与培育。本文基于服务企业的特征,把服务员工顾客导向意识作为提升顾客价值的重要驱动因素,并在综合考虑工作意义、组织认同、报酬满意度、工作动机、心理受权、顾客导向技能等多阶因子的基础上,构建了服务员工顾客导向意识驱动模型。

基于Fisher判别函数的酒店员工离职预警研究

基于马氏距离平方,构建了Fisher判别函数,应用Fisher判别函数对酒店员工离职数据进行模拟判别,验证了判别函数在识别员工离职倾向上的有效性;根据被调查的6位员工的满意度数据,对他们的离职倾向进行了预测.