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Factors Impacting Employee Acceptance of an Alternative Reward System

Factors Impacting Employee Acceptance of an Alternative Reward System

Date: December 1994
Creator: Rose, Jodi (Jodi Louise)
Description: This study is intended to analyze employee acceptance of an alternative reward system that reinforces continuous learning, teamwork, major expansion of individual capabilities, business knowledge application, and business unit (team) performance. This system is in contrast with traditional pay systems that reward seniority and individual performance determined by the subjective ratings of a direct supervisor, with pay increases based mainly on current job grade (and the availability of higher job grades within the company) and comparison with market value of the job. Individuals from three areas of a major electronics manufacturing company in the southwestern part of the United States served as subjects.
Contributing Partner: UNT Libraries
The Motivational Impact of Incentive Programs on Young Adult Employees in Corporate Casual Restaurants

The Motivational Impact of Incentive Programs on Young Adult Employees in Corporate Casual Restaurants

Date: August 1996
Creator: Hirsch, Gregory S. (Gregory Seymour)
Description: This study was conducted to determine which incentive programs best influence young workers in corporate casual restaurants. The server and bar staff of the Chili's division of Brinker International, Inc. were surveyed in 18 stores in the Dallas area. From the sample. 356 usable surveys were received. The study was designed to obtain feedback about existing and future incentive programs that will enhance development of a positive working environment, along with higher productivity and a lower turnover rate.
Contributing Partner: UNT Libraries
Employee Deception in a Discount Store

Employee Deception in a Discount Store

Date: August 1969
Creator: Jones, Walter A.
Description: The problem to be examined in this study is whether or not deception concerning general morale and attitude toward management is prevalent among hourly female employees at a large discount store in a city of approximately 30,000 population.
Contributing Partner: UNT Libraries
Organizational Support Systems for Team-Based Organizations: Employee Collaboration through Organizational Structures

Organizational Support Systems for Team-Based Organizations: Employee Collaboration through Organizational Structures

Date: August 1998
Creator: Hall, Christopher Aaron, 1964-
Description: The purpose of this study was to examine relationships between organizational support and Effectiveness, Empowerment, and team characteristics. Support was operationalized by nine systems: Executive Management, Direct Supervision, Group Design, Performance Definition, Performance Review, Training, Rewards, Information, and Integration. Support was rated in two ways: how important is support for performing work (Importance scales), and how does support describe work environments (Presence scales).
Contributing Partner: UNT Libraries
The Emergence of a New Capitalist Ethic: Transformational Leadership and the Civil Society Movement as Emergent Paradigms Affecting Organizational and Societal Transformation

The Emergence of a New Capitalist Ethic: Transformational Leadership and the Civil Society Movement as Emergent Paradigms Affecting Organizational and Societal Transformation

Date: December 1997
Creator: Cordas, Jon D. (Jon Dmetrius)
Description: Rapid and chaotic changes in market environments have caused business organizations to modify their organizational structures and social relationships. This paper examines the change in relationship between management and employees, which is shifting from an adversarial and controlling role to facilitation and employee empowerment. This paper's research question concerns how classical sociological theory would explain power redistribution within organizations and the formation of an associative and collaborative relationship which contradicts traditional paradigms. Traditional bureaucratic and contemporary organizational forms are compared and contrasted. Organizational climate, psycho-social components of underlying assumptions and group ethics are seen to be the mechanisms impelling transformation. Organizational change is driven by an emerging secular ethic. This ethic is embodied in an applied model of leadership and examined as an ideal type. The common ethic impelling organizational change is seen to be the same as that causing social transformation in both national and international spheres.
Contributing Partner: UNT Libraries
The Impact of Training on the Frequency of Internal Promotions of Employees and Managers

The Impact of Training on the Frequency of Internal Promotions of Employees and Managers

Date: August 2010
Creator: West, Lindsey Straka
Description: In this study, the relationship between formal training opportunities and internal promotions in organizations was examined in order to support the value of organizations investing in employees through training opportunities, as training is often seen as an expense to be cut in difficult times. Differences between general and specific training topics on the impact of frequency of promotion in an organization were addressed, as well as assessing differences between employees and managers. Training allows for a more capable workforce and pool of employees to pull from when an organization needs to hire. Hiring from within can save time, money, and allow for a proven person-organization fit that hiring from the external workforce cannot provide. The archival data used in the study were from the National Organizations Survey, 1996-1997 which included organizations of all sizes and forms. The analyses produced mixed support for the hypotheses. Significant relationships were found between hours of formal training and frequency of promotions of employees, and between importance of training in promotions and frequency of promotions for managers. Multiple regressions revealed that the hypothesis predicting that increased hours of training focused on general skills would positively contribute to promotion rates was not supported for either employees ...
Contributing Partner: UNT Libraries
Connect With Your Part-Time Library Staff: Using Learning Styles to Individualize Training

Connect With Your Part-Time Library Staff: Using Learning Styles to Individualize Training

Date: 2011
Creator: Leuzinger, Julie
Description: Presentation discussing ways in which supervisors can individualize their training of part-time library staff based on individual learning styles. Training techniques currently in practice at the University of North Texas (UNT), Willis Library, for part-time shelvers will be demonstrated as well as assessment methods utilized to determine the effectiveness of staff training.
Contributing Partner: UNT Libraries
Elements of a Succession Plan

Elements of a Succession Plan

Date: 2011
Creator: Brannon, Sian
Description: Poster presented at the 2011 ALA Learning Roundtable Conference. This poster presents information about succession plans. It covers succession plan strategies, competencies for key positions, candidates' skills, and development plans.
Contributing Partner: UNT Libraries
The Effects of Employee Health Promotion Practices of Texas Public School Districts on Costs for Absenteeism, Health Care Premiums, Health Care Claims, and Workers' Compensation Claims

The Effects of Employee Health Promotion Practices of Texas Public School Districts on Costs for Absenteeism, Health Care Premiums, Health Care Claims, and Workers' Compensation Claims

Date: December 1994
Creator: Rhodes, Eva Ann Bourgeois
Description: This study examined whether or not it is in the financial best interest of public school districts, as employers, to promote the health of its employees.
Contributing Partner: UNT Libraries
The Organizational Socialization of a Dynamic Workforce: a Focus on Employee and Contract Worker Knowledge Transfer

The Organizational Socialization of a Dynamic Workforce: a Focus on Employee and Contract Worker Knowledge Transfer

Date: August 1999
Creator: Lahti, Ryan K.
Description: Within the last decade, more organizations are utilizing a non-traditional workforce. Specifically, these organizations are utilizing contract workers as resources to provide services and manufacture products. While this change in workforce provides benefits to organizations, the change also presents numerous challenges such as turnover. The turnover involved in such a relationship along with the addition of newcomers translates into an organizational socialization and knowledge transfer (KT) issue, because contract workers as well as employees need to be efficiently brought into a new organization, and knowledge needs to be shared with these new individuals so that they can effectively contribute to the work process. It is contended that organizations follow a typical, informal organizational socialization "policy" which involves KT in getting new contract workers and employees up to speed. This study addressed the typical organizational socialization policy as it is represented by formal knowledge transfer (FKT) via instructor-led/classroom training (ILT) and computer-based training (CBT) and by informal knowledge transfer (IKT) via a social network. The study focused on IKT, because companies understand this type of KT the least. In order to evaluate the organizational socialization of contract workers for this study, the contract worker population was compared to a baseline population ...
Contributing Partner: UNT Libraries
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