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论文作者:www.51lunwen.org论文属性:短文 essay登出时间:2015-03-17编辑:Cinderella点击率:12940
论文字数:3745论文编号:org201503141327555526语种:英语 English地区:澳大利亚价格:免费论文
关键词:Organizational Climatemanagement组织氛围
摘要:组织氛围指的是组织内部在一定时期保持稳定的环境品质,它影响到员工行为方式和外界对企业的总印象。本文对组织氛围概念进行了探讨。
Work Patterns: Absenteeism can be influenced by work patterns operating within the firm, such as changes in the normal weekly hours of work; overtime policies; the length and timing of holidays; retrenchment policy; the policy for employing part-timers; and shift systems. Companies are discovering that family-friendly work environments more than pay for themselves, and that workplace flexibility is not an accommodation to employees but a competitive weapon. Absenteeism is reduced, turnover is cut, efficiency is improved and the bottom line is more attractive. Organizational factors, which include: the size of the organization; the size of the work group; the nature of supervision; incentive schemes; and the type of work, do have a considerable influence on absenteeism in the workplace. In some instances, employers have cited advantages such as increased productivity, reduced turnover and reduced absenteeism with the introduction of a compressed work-week. Long working hours cause tiredness, fatigue, loss of concentration and ultimately the decision to stay away from work. Therefore it can be concluded that a compressed work-week can increase employee enthusiasm, morale and commitment to the organization, as well as reducing costs, turnover and absenteeism. As a result of work patterns within the firm, work groups are formed.
Work Groups:
Work groups will be discussed under the following subheadings:
Self managed teams;
Quality circles;
Group cohesion.
Self-Managed Work Teams: Although not totally new, self-managed work teams have recently come to the fore as a method of improving employee commitment and thus the general well-being of the organization. One of the reported successes of self-managed work teams is the reduction of absenteeism and turnover. On the other hand, cautioned that overall research on the effectiveness of self-managed work teams has not been uniformly positive. Moreover, while individuals on these teams do tend to report higher levels of job satisfaction, they sometimes have higher absenteeism and turnover rates. It is thus clear that inconsistency in findings suggests that the effectiveness of self-managed teams is situation-dependent. Another important form of self managed work teams is quality circles.
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