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the productive effects of some forms of labour on other forms of labour. These aspects of productivity refer to the qualitative dimensions of labour input. If an organization is using labour much more intensely, one can assume it's due to greater labour productivity, since the output per labour-effort may be the same.
For example, an alternate compensation package that provided a risk-free benefit might elicit more work effort, consistent with psychologically-oriented prospect theory. [5] But a personnel-economics analysis in its efficiency aspect would evaluate the package as to cost–benefit analysis, rather than work-effort benefits alone. [6]
Diversity, in a business context, is hiring and promoting employees from a variety of different backgrounds and identities.Those characteristics may include various legally protected groups, such as people of different religions or races, or backgrounds that are not legally protected, such as people from different social classes or educational levels.
Why more companies should focus on hiring & investing in diverse workplaces. October 9, 2020 at 12:15 PM ...
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Functional diversity encapsulates the cognitive resource diversity theory, which is the idea that diversity of cognitive resources promotes creativity and innovation, problem solving capacity, and organizational flexibility. Functionally diverse teams “consist of individuals with a variety of educational and training backgrounds working ...
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The happy-productive worker hypothesis states that the happiest workers are the most productive performers, and the most productive performers are the happiest workers. [80] Yet, after decades of research, the relationship between job satisfaction and job performance produces only a weak positive correlation.