Incentive Constraint Mechanism for Senior Executives of Village Bank

2014 ◽  
Author(s):  
Huiling Wang ◽  
Qiongyu Yang
Keyword(s):  
Senior Executives ◽  
Incentive Constraint

The Use of the Defense Mechanism Test to Aid in Understanding the Personality of Senior Executives and the Implications for Their Careers

2009 ◽  
Vol 30 (1) ◽  
pp. 73-96 ◽  
Author(s):  
Olya Khaleelee
Keyword(s):  
Crisis Intervention ◽  
Defense Mechanisms ◽  
Defense Mechanism ◽  
Senior Executives ◽  
Ideal Types ◽  
The Individual ◽  
Test Profiles ◽  
Real Test

This paper describes the use of the Defense Mechanism Test as an aid in helping to assess senior executives in four areas: for selection, development, career strategy, and crisis intervention. The origins of this test, developed to measure the defense mechanisms used to protect the individual from stress, are described. The paper shows how it was used to predict the capacity of trainee fighter pilots to withstand stress and its later application to other stressful occupations. Finally, some ideal types of the test are shown followed by four real test profiles, two of them with their associated histories.

A Study On Human Resource Practices Impact On Job Satisfaction In It Organizations, Chennai

2019 ◽  
Vol 118 (8) ◽  
pp. 445-453
Author(s):  
Dr.E. SARAVANAN ◽  
Dr.A. KAVITHA
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Human Resource ◽  
Positive Impact ◽  
Training And Development ◽  
Senior Executives ◽  
Hrm Practices ◽  
Research Article ◽  
It Organizations ◽  
Environment Performance

This research article highlights the context within which IT organizations has grown in India and the extent of human resource management (HRM) practices and systems practiced in this sector. Using a mixed method approach involving both in-depth discussion with senior HR executives and self-completing questionnaires, the data have been collected from selected ITorganizations in Chennai. The results emphasize the way the specific HRM practices such as selection and recruitment, work environment, performance appraisal, training and development and compensations are implemented. The survey suggests the existence of formal, structured, and rationalized HRM systems in IT organizations. A number of insights related to HRM practices are shared by the HR senior executives interviewed peeling more light on the functioning of the IT companies and their challenges. The analysis provides original and useful information to both academicians and HR practitioners and gives ideas for further research in the area of HRM practices in IT organizations in India.Selection and recruitment, Training and development and compensations are having significant and positive impact on Job satisfaction.

Bamboo Ceilings in the Federal Service

2011 ◽  
Vol 9 (1-2) ◽  
pp. 37-42
Author(s):  
Carson Eoyang
Keyword(s):  
Federal Government ◽  
Asian American ◽  
Civil Service ◽  
Journal Article ◽  
Pacific Islander ◽  
Senior Executives ◽  
Senior Executive ◽  
Senior Executive Service

This article is an update to the 2006 AAPI Nexus Journal article about Asian American and Pacific Islander (AAPI) senior executives in the federal government. Despite notable progress in recent years, AAPIs remain underrepresented in the Senior Executive Service (SES). Although recent administration initiatives have been beneficial for increasing diversity in the civil service, budget pressures and workforce constraints still hinder further advancements in executive diversity.

Examining the interrelationships among reward systems, organisational climate and cultural changes in the hospitality industry

2020 ◽  
Author(s):  
Christos Kakarougkas ◽  
Theodoros Stavrinoudis
Keyword(s):  
Cultural Change ◽  
Latent Variable ◽  
Structural Equation ◽  
Reward System ◽  
Senior Executives ◽  
Cultural Changes ◽  
Organisational Climate ◽  
Individual Variables ◽  
The Impact ◽  
Method Of Extraction

This paper aims to explore the impact of a hotel’s reward system on strengthening: positiverelationships and communication among employees; the creation of a change-friendlyorganisational climate and cultural change barriers, within the context of a cultural changeprocess in a hotel. Quantitative data were collected from a proportionally stratified,representative sample of 207 Greek five-star hotels’ senior executives and analysed with theprincipal component method of extraction and Structural Equation Modelling. This led to thecreation and validation of three prototype second-order latent variable models, whichhighlight and depict the impact of individual variables and their importance for a rewardsystem creating an organisational climate for or against cultural change in hotels. Theoriginality of the paper lays on both theoretical and practical levels. On a theoretical level, thepaper’s findings manage to fill a knowledge gap through a novel modelling of a rewardsystem on a hotel’s organisational climate in times of cultural change. On a practical level, thepaper findings enable hotels’ executives to focus on specific variables of a reward system thatcan enhance and/or prevent a cultural change initiative.

scholarly journals Exploring a Culture of Health in the Auto Industry

2021 ◽  
Vol 13 (7) ◽  
pp. 3924
Author(s):  
Wendy M. Purcell ◽  
Brian S. Feldman ◽  
Molly Finn ◽  
John D. Spengler
Keyword(s):  
Auto Industry ◽  
Population Level ◽  
Well Being ◽  
System Level ◽  
Senior Executives ◽  
Negative Impacts ◽  
Health Model ◽  
Business In Society ◽  
Corporate Actions ◽  
Societal Expectations

The Culture of Health framework includes four pillars of societal health and well-being influenced by business, namely: consumers; employees and workers in the supply chain; the community, and the environment. The Auto industry was an ideal crucible in which to explore the interface of public health with business given the confluence of the different domains in this sector. The substantial benefits of mobility, especially for the under-resourced, sit alongside negative impacts from emissions, accidents, products and services. Through interviews with 65 senior executives from seven major automakers, corporate actions reflecting health as a strategic agenda were mapped to the Culture of Health model. While most of the companies did not use the language of health explicitly in their strategy, key examples were present across all four pillars. Given the future of mobility relies on the interface of human experience with technology, it is a population-level challenge demanding system-level changes. Ostensibly, a framework for sustainability, the Culture of Health model could help the Auto industry navigate the disruption caused by the global megatrends and changing societal expectations of business in society and transition successfully to a new mobility economy.

scholarly journals Critical Analysis of the Oversight Role of the Education Portfolio Committee in Parliament of South Africa

2015 ◽  
Vol 3 (3) ◽  
pp. 72 ◽  
Author(s):  
W. W. Manona
Keyword(s):  
South Africa ◽  
Data Collection ◽  
Critical Analysis ◽  
Good Governance ◽  
Government Expenditure ◽  
Adverse Consequence ◽  
Senior Executives ◽  
Effectiveness And Efficiency ◽  
Ruling Party

There is a prevalent assumption in South Africa that Parliament is guided by the ideals of democracy, accountability, transparency and accessibility. However, there are still gaps and challenges as far as theoversight role of Parliament is concerned, despite the presence of committees that have been established to oversee the executive and relevant structures of government, government activities and public finances. There is widespread maladministration and misuse of government expenditure in government departments. This paper investigates the oversight role of parliamentary committees to determine their relative influence on accountability and democracy in the execution of functions by public functionaries. The aim of the paper is to provide an understanding into inherent problems in the oversight role of Parliament in the democratic dispensation in South Africa, which seems not to have been given serious attention in the academia, considering the pivotal role Parliament plays in the lives of citizens of the country. These oversight committees have selectively held Senior Executives or Ministers accountable for their ineffectiveness, misuse of government expenditure and maladministration. This could be attributed to the fact that oversight in South Africa does not seem to be properly understood and implemented as it should be. Moreover, the influence of the majoritarian authority of the ruling party in committees seems to be colluding with the executive. Failure to take action against cases of omission brings questions on the effectiveness and efficiency of the oversight role of Parliament. The adverse consequence is the delay in the provision of good quality services to poor communities. This paper employed the theoretical approach as a method of data collection. Conclusions have been drawn that the shortcomings of the parliamentary committees compromise accountability and good governance in service delivery.

THE FIRM AS A NEXUS OF STRATEGIES

2004 ◽  
Vol 06 (04) ◽  
pp. 525-554
Author(s):  
GREGORY K. DOW
Keyword(s):  
Repeated Game ◽  
Standard View ◽  
Team Members ◽  
Technology Firms ◽  
Outside Options ◽  
Side Payments ◽  
Input Demand ◽  
General Production ◽  
Production Technologies ◽  
Incentive Constraint

This paper replaces the standard view of the firm as a nexus of contracts with a repeated game framework where input contributions and side payments are self-enforced. General production technologies and flexible transfers among team members are allowed. When an incentive constraint binds, input demand and output supply are influenced by the discount factor, the probability of exogenous team dissolution, and the aggregate value of outside options. When this incentive constraint does not bind, the firm maximizes profit in the usual way. I discuss examples involving the Cobb-Douglas technology, firms with a single residual claimant, and partnerships.

Followership: A Classroom Exercise to Introduce the Concept

2017 ◽  
Vol 2 (4) ◽  
pp. 281-288 ◽  
Author(s):  
Marc Hurwitz
Keyword(s):  
Graduate Students ◽  
Multicultural Training ◽  
Senior Management ◽  
Organizational Success ◽  
Work Output ◽  
Senior Executives ◽  
Classroom Activity ◽  
Media Messages ◽  
Classroom Exercise

Followership is valuable for personal and organizational success, whether success is measured by satisfaction with work, improved team relationships, obtaining promotions, or quality and quantity of work output. Furthermore, senior executives and coaches recognize it as a critical skill. Despite this, creating effective followership training in the classroom is challenging because of media messages that preference leadership, internal schemas held by students that ignore followership, and cultural biases against it. This article presents a memorable kinaesthetic, visual classroom activity that introduces followership in a theory-agnostic way. The exercise begins with students introducing each other as leaders or followers, and then debriefing that activity using the Describe, Analyze, and Evaluate methodology from multicultural training. Over a 10-year period, the exercise has successfully engaged undergraduate and graduate students, MBA candidates, and working professionals from frontline to senior management.

De CEO-fluisteraar Reflecties op leiderschap, leven en verandering

2021 ◽  
Author(s):  
Manfred F.R. Kets de Vries
Keyword(s):  
Senior Executives ◽  
De Vries

Op dit kritieke punt in de geschiedenis van de mensheid zullen leiders die bedreven zijn in magisch denken onze problemen niet oplossen. Het creëren van alternatieve realiteiten is niet het antwoord. We hebben een heel ander soort leiders nodig die de roep om regressie kunnen weerstaan en wiens visie stevig in de realiteit is verankerd. We hebben leiders nodig die analyseren en conclusies trekken uit, of hun eigen ervaringen gebruiken als een ontwikkelingsinstrument, hun sterke en zwakke punten onder ogen zien, en hun eigen ervaringen bekritiseren om nieuwe inzichten op te bouwen. In dit zeer persoonlijke en onderhoudende boek biedt Manfred Kets de Vries, een van de "goeroes" op het gebied van leiderschapsstudies, zijn gedachten over leiderschap en leven, reflecties geschreven voor leidinggevenden en de mensen die met hen omgaan. Als psychoanalyticus en leiderschapsprofessor, losgelaten in de wereld van gerenommeerde wereldwijde organisaties, als gepassioneerd opvoeder en geleerde, of gewoon als mens die hartverscheurende e-mails ontvangt - onderzoekt hij de valkuilen van leiderschap en de uitdagingen voor de professionals die met senior executives werken in de huidige AI-gerichte wereld. Hij wijst erop waarom leiders kunnen ontsporen en welke stappen ze kunnen nemen om dit te voorkomen. Uiteindelijk moedigt dit boek je aan om "jezelf te kennen", maar dat doet geen recht aan de uitdaging die het vertegenwoordigt. Het begrijpen van ons "innerlijk theater" zal altijd een zware strijd zijn. Kets de Vries wijst erop waarom het verdiepen in onze innerlijke wereld altijd vol met vele angsten zit. Onder de vele onderwerpen die de auteur behandelt zijn de eenzaamheid aan de top, het omgaan met teleurstellingen, de destructieve rol van hebzucht, de impact van koppigheid, de rol van verhalen vertellen, het belang van welzijn en welbevinden, en de rol van de bedrijfscultuur. Daarnaast gaat het boek in op het belangrijke onderwerp hoe je geweldige teams en de beste werkplekken kunt creëren. Ten slotte gaat het boek in op het einde van onze carrière en het groeiende besef van het onvermijdelijke einde van ons leven. Naarmate die tijd korter is, is er geen tijd te verliezen in het omgaan met onze angsten, spijt en de dingen die we een groot deel van ons leven vastbesloten hadden niet te zien. Diep duiken in zelfkennis vereist moed en steun, en hij is hier om je daar doorheen te leiden.

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