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Behavioral operations management includes knowledge from a number of fields, such as economics, behavioral science, psychology and other social sciences. Traditional operations management and behavioral operations management have a common intellectual goal, aiming to make differences in operations outcomes, such as flexibility, efficiency and ...
Flexibility in workforce arrangements, including the use of temporary staff and the adoption of remote work, can significantly impact workplace productivity when managed effectively. Embracing these practices allows organizations to adapt to changing demands and access a broader talent pool. [ 23 ]
External numerical flexibility is the adjustment of the labour intake, or the number of workers from the external market. This can be achieved by employing workers on temporary work or fixed-term contracts or through relaxed hiring and firing regulations or in other words relaxation of employment protection legislation, where employers can hire and fire permanent employees according to the ...
Inequality and discrimination in the workplace can have many effects on workers. In the context of labour economics, inequality is usually referring to the unequal distribution of earning between households. [1] Inequality is commonly measured by economists using the Gini coefficient. This coefficient does not have a concrete meaning but is ...
Unethical Behavior: A problem with competition in a workplace is that it is prone to promoting unethical behavior within employees. As they are competing against each other, they may succumb to inappropriate actions that can hurt another employee's standing within the company.
Behavioral economics is the study of the psychological (e.g. cognitive, behavioral, affective, social) factors involved in the decisions of individuals or institutions, and how these decisions deviate from those implied by traditional economic theory. [1] [2] Behavioral economics is primarily concerned with the bounds of rationality of economic ...
While there are many de-motivational effects of role conflict on work, there is also a positive. Those undergoing role conflict often had an increase in work creativity. Due to multiple roles, there is an increase in flexibility, different sources of information, and these people have many different perspectives to bring to the table. [26]
The insider-outsider theory is a theory of labor economics that explains how firm behavior, national welfare, and wage negotiations are affected by a group in a more privileged position. [1] The theory was developed by Assar Lindbeck and Dennis Snower in a series of publications beginning in 1984. [1] [2] [3] Wages set by insiders [4]