Managing individual performance in work groups

Article Abstract:

This article examines the dynamics of disciplinary action within work groups, focusing on the difference between employee evaluations performed by peer members or formal managers. Research suggests that empowered work teams often take disciplinary actions that are similar to the decisions of formal managers, and suggestions for organizations who plan to transfer disciplinary power from managers to groups are presented.

Management Theory & Techniques, Employee discipline

---

Team rewards: how far have we come?

Article Abstract:

This article examines how companies can more effectively manage their reward systems that recognize team effort. Research suggests that the most effective programs communicate the goals effectively with employees, maintain worker involvement in the design and implementation of the plan, and incorporate fair pay systems.

Employee Relations, Labor relations, Employee motivation

---

Opportunistic hiring and employee fit

Article Abstract:

The viability of opportunistic hiring and emplyee adjustment to new jobs are examined.

Employee Recruitment, Business Personnel Management, Analysis, Organizational behavior, Organizational behaviour

Similar abstracts:

• Abstracts: Organizational performance and supervisory skills. Change: getting them to meet you half way. Three steps to increasing supervisory success
• Abstracts: Accommodating individual learning styles. Near enough to the real thing
• Abstracts: An investigation on the attitudes of Chinese workers towards individually based performance-related reward systems
• Abstracts: Plant shutdown forces changes in operations. Think tanks power up employees
• Abstracts: Comparative industrial relations research: towards reversing the gender bias. For better and for worse: transfer of undertakings and the reshaping of employment relations

This website is not affiliated with document authors or copyright owners. This page is provided for informational purposes only. Unintentional errors are possible.