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Abusive supervision has been investigated primarily in corporate and education contexts. In the corporate context, abusive supervision has been found to be negatively related to followers’ attitudes towards the leader, job satisfaction, job-related attitudes, justice, commitment, positive self-evaluation, and well-being. In addition, such ...
If an employee's performance is unsatisfactory, the employer may set out a performance improvement plan (PIP) to help the employee improve. [3] [4] This may be because the employee is failing to meet the goals for their role or due to other problems such as poor behavior or interpersonal skills. [5]
Employee engagement today has become synonymous with terms like 'employee experience' and 'employee satisfaction', although satisfaction is a different concept. Whereas engagement refers to work motivation, satisfaction is an employee's attitude about the job--whether they like it or not.
Too many employees dislike their jobs and view them as "have to" instead of "get to," according to Roxanne Emmerich in her new book, Thank God It's Monday: How to Create a Workplace You and Your ...
Performance improvement plans, common at large companies, are a way to formally tell workers they need to improve, and being put on a PIP is commonly understood as a step toward termination.
Those who find themselves working in a toxic workplace are often told to cut their losses and find another job — but is it possible to improve a company’s culture as an individual?
Greenberg (1987) introduced the concept of organizational justice with regard to how an employee judges the behavior of the organization and the employee's resulting attitude and behaviour. [1] For example, if a firm makes redundant half of the workers, an employee may feel a sense of injustice with a resulting change in attitude and a drop in ...
Appraisal reflects attitudes towards motivation and performance (self) and relationships (e.g. peers, subordinates, supervisors, organization), all of which vary from one country to the next". [112] Therefore, appraisal should be in conjunction with cultural norms, values, and beliefs in order to be operative. [113]